Faculty Recruitment and Retention
Task Force Report
May 31, 2001

Task Force Members

  • Robert H. Davis, Chair
  • Todd Gleeson
  • Evelyn Hu-DeHart
  • Walter Kintsch
  • Dan Liston
  • Arlie Norman
  • John Stevenson
  • Veronica Vaida
  • Jim Wescoat

Executive Summary

The major factors contributing to faculty recruitment and retention are salaries, benefits, startup and ongoing resources for research, supportive environments, and partner/spouse employment opportunities. To overcome deficiencies at CU-Boulder in these areas, a significant investment in new funds will be required. The key recommendations include:
  • A proactive (pre-emptive vs. counter-measures) approach to faculty retention should be taken, including provision of approximately 0.15% annually of the total salary pool for market-based salary adjustments at the campus/college/school level.
  • Annual total raise pools should be targeted at approximately inflation plus 2-2.5%, to keep pace with competitors and reward both exceptional and ordinary merit.
  • A significant portion of the raise pool (e.g., approximately 1% annually of the total salary pool) could be provided by self-funding, including the use of grant funds, endowments, and a portion of the salary differentials between departing faculty and new hires.
  • The Special Opportunities Program should be expanded, with consideration of the increased need for spousal hires.
  • Campus funds for startup packages should be increased to approximately $3 M per year from Academic Affairs, in addition to continuing and increasing the startup funds currently provided through colleges and units.
  • Faculty benefits should be improved by increasing the employer contribution to the family health plan by approximately $75-100 per month per employee, expanding the new housing assistance program, developing a competitive dependent-tuition plan, and providing additional child-care and family-leave options.
  • Additional funding from the State, indirect-costs return, the Colorado Tobacco Research Program, and other sources should be sought to at least double available funds for research and creative work.
  • Colleges and departments should develop plans to promote faculty workload flexibility and to recognize outstanding faculty contributions in teaching, research and creative work, and service.

Table of Contents

  1. Introduction and Background
  2. Findings 2.1 Salaries and Benefits Data
    2.2 Faculty Retention Surveys and Interviews
    2.3 Current Recruitment and Retention Strategies
    2.4 Startup Packages
    2.5 Additional Reports
  3. Recommendations
  4. Appendices (available by contacting the Chair of the Task Force: robert.davis@colorado.edu

To print out a copy of the entire report, click here for a downloadable copy (in MS Word).

To print out a copy of the entire report, click here for a downloadable copy (in text only format).

Feel free to contact the Vice Chancellor for Academic Affairs and Dean of Faculties office via e-mail at vcaa@spot.Colorado.EDU

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Last modified: April 8, 2005