Salary & Benefits Committee (SBC)
Charges, 2012 Calendar Year
Approved by the Faculty Senate September 20, 2012
Purpose: Monitor, review, investigate and make recommendations on salary schedules, health benefits, system/campus benefits, employment policies.
Report due to Executive Board at the beginning of November 2012, for presentation to the
Senate in December 2012.
Standing Charges:
1.
Review SBC charges and recommendations adopted by the Faculty Senate over the prior three years. Report on the status of these recommendations. a.
Work with HR (Tim McFarling) to determine the outcome regarding overload benefits b.
Continue to monitor retirement plan investment options and plan performance, in conjunction with RPAC, and report on the results of vendor reviews when they become available. c.
Continue to monitor the Salary Equity Survey and the impact other forms of supplemental compensation. d.
Monitor inclusion of domestic partner benefits at the system level. e.
Continue monitoring bridge funding possibilities. f.
Monitor the principles and RFA requesting creation of a pool for advance funding of annual leave, in particular, to solve the problem of funding accumulated leave rights for employees on grant-funded contracts or clinical contracts.
2.
Make recommendations on the future status, organization, structure, and charges of the
SBC. Consider whether the committee is necessary and effective, and how could it be improved.
3.
Upon request by the Executive Board, review any proposals affecting SBC objectives, and report recommendations to the Executive Board within six weeks after receipt of any request for review.
4.
Upon request by the Executive Board, serve as a sounding board for the Executive Board for issues related to SBC charges and objectives.
5.
Identify other campus-wide committees working on related issues, and upon approval of the Executive Board, appoint a liaison from the SBC to each. Facilitate communication, as appropriate, between these committees and the Faculty Senate, and inform the Senate as to whether these committees are duplicating efforts.
6.
Work with HR to ensure that its website is accurate and up-to-date. Assess and monitor university practices with respect to educating faculty about the spectrum of existing benefits and make recommendations in regards to possible improvements.

Additional Charges:
7.
UNR Bylaw 3.3.4 states, “In the event that merit funds were not available in the previous year(s), the record of the previous evaluation period(s) shall also be considered in awarding of merit increases.” Investigate how administration plans to implement this requirement if and when merit funds are made available. Work with administration to create a procedure for applying merit fairly under these circumstances.
8.
Liaise with PEBP Task Force regarding supplemental benefits and report back to the
Executive Board quarterly, or as information is available.
9.
Investigate how salary and compensation are affecting recruitment and retention of faculty across the university.
10.
Investigate the utility and appropriateness of the PEBP “wellness” tests and questionnaires.
Are the tests overly invasive? Are the blood tests reasonable? Is the information used appropriately?
Is the timing of the tests consistent with best practices? Can the trackers and webinars be made more user friendly? Provide comment to the faculty senate and
PEBP Task Force.