The Great Journeys Strategic Plan developed four interrelate planning imperatives. One of those imperatives called for making NIU an Institution of “First Choice” for Faculty, Students, and Staff. The Task Force Report stated; “Realizing this imperative will require the energies and creative talents of a university community whose members have chosen to be at NIU—who are both attracted by and committed to the vision of strengthening NIU’s distinctive learning environment. Making NIU a first choice for all members of the university community will require that the university address a number of campus issues that are critical to improving the recruitment and retention of a diverse, talented, and engaged faculty, staff, and student body”. One recommendation for planning was to develop a plan to bring NIU faculty salaries at the senior ranks to those offered by peer institutions, and include in such a plan a full review of all NIU’s systems for reward/recognition. Additionally, the plan called for the implementation of four initiatives, including enabling NIU’s Teaching and Learning Environment which included the establishment of a richer mix of rewards and incentives.
Vision 2020 included a work group on faculty work, excellence, and reward. With regard to faculty salaries, a specific benchmark goal was to have faculty salaries for assistant, associate and full professors among the top eight of the thirteen MAC institutions by 2020.
To meet this objective, NIU will need to maintain its competitive position with respect to assistant professors, while addressing the existing salary compression. Strategies for accomplishing the latter should be focused on rewarding and retaining the most meritorious associate and full professors.
The links below describe NIU initiatives created to address the goals and strategies for reward and regard developed through Vision 2020 and the Great Journeys Strategic Plan.
Salary Equity Studies