Salary

Salary

Article 30: Contains the provisions for salary increases. Some amounts remain unchanged from the previous contract – e.g., 8% increase for promotion in rank, 2.5% per credit hour for summer teaching – but new amounts are as follows:

Cost-of-Living Adjustments

A graduated COLA will be applied in May 2025. The first $75,000 of your annual base salary – all of it, if your 1.0 FTE salary is that much or less – will by increased by 5%; the next $25,000 will be increased by 1.5%; the next $50,000 will be increased by 0.5%; and any salary above $150,000 will not be adjusted. Here is a visual representation of the graduated COLA along with example calculations for those earning the median salary for the position type:

As calculated, this results in a COLA that declines as annual salary increases. Using this chart, you can identify your 2025 COLA on the vertical axis by locating your salary on the horizontal axis. We provide a reference line at 2.6%, which was the annual inflation rate in February. The graduated COLA provides 95% of the bargaining unit a pay increase above the inflation rate.

The median salary in our bargaining unit is about $84,000 and the COLA for someone earning this salary is $4.6%. Here are some other COLAs calculated on the median salaries for position types in the bargaining unit. You can compute your May 2025 COLA amount and pay increase by using our COLA CALCULATOR.

In 2026, the second year of the contract, a 3% COLA will be applied to all salaries across the board. In 2027 and 2028, we will return to our inflation-indexed COLAs, with a ceiling of 3.5% and a floor of 1.75%.

Market Salary Adjustments

In addition to COLAs, members of the bargaining unit whose salaries are below market rates will see those gaps narrowed using funds set aside for the purpose during each of the four years of the contract starting in fiscal year 2025-26. For tenure-line salaries, the fund is $445,000 each year; for nontenure-track faculty, it is $225,000 each year; and for Academic Professionals, it is also $225,000 each year.

As in the past, these funds will be distributed to individual members based on one of two models – called the compression, inversion, and equity (CIE) for faculty; the targeted market increase (TMI) model for APs – used to determine your “target salary” and the extent to which your actual salary falls short of this. As has been our practice, a joint AAUP-administration committee will convene to update the models in time for the first increases to go into effect on July 1 for 12-month employees and September 16 for 9-month employees. The model is then used to calculate salary increases each year for the remainder of the contract. You may see if you qualify for a TMI in 2025 by using our TMI CALCULATOR.

Post-Review Salary Increases

All members of the bargaining unit receive pay bumps after periodic reviews: post-tenure review (PTR) for tenured faculty, post-continuous appointment review (PCAR) for nontenure-track faculty, and an Advancement review for Academic Professionals. The TTF and NTTF reviews are conducted every 5 years after the receipt of tenure or continuous appointment and the pay bumps are being increased to $5,100 and $2,500, respectively. The PCAR increase is 32% higher than it was during the previous contract. That begins to narrow the gap between the PTR and the PCAR, a gap that is greater than it should be based on the median salaries of these faculty groups.

Academic Professionals are reviewed for an advancement increase of $1,600 every four years in the last contract. This review period will be reduced to three years, but with the same pay increase of $1,600. That is a 33% increase over the current amount when adjusting for the review period. For purposes of transitioning from the 4-year to the 3-year cycle, APs in their first or second year of their review period will carry this over into the new review cycle and will receive the increase after a third year. APs in the final year of their 4-year cycle will receive a pay increase of $1,600 on July 1 and will then restart the clock on a 3-year cycle. APs in year three of their 4-year cycle will receive $1,200 on July 1 and also restart the clock. Click here to read the AP advancement contract language. Here is a visual aid:

Click here to read the contract language on Salary.