Policy-date of implementation: July 1, 2021
The 1940 AAUP Statement of Principles on Academic Freedom and Tenure states that “Tenure is a means to certain ends; specifically: (1) freedom of teaching and research and of extramural activities, and (2) a sufficient degree of economic security to make the profession attractive to men and women of ability.” The institutional commitment of tenure guarantees some amount of compensation. The Columbia University Faculty Handbook states that “Tenure necessarily implies some financial obligation, it does not guarantee any specific level of compensation”. Columbia University does not define the amount of financial compensation, instead noting that “the various Faculties have separate salary programs for determining the appropriate level of compensation for new faculty and for giving salary increases.” The purpose of this document is to clarify the financial commitment of the Columbia Mailman School of Public Health, hereafter referred to as “the School,” to our faculty.
Based on the School’s commitment to reward excellence in research, education, and service, to promote fairness and transparency, and to follow sound business planning principles, it is critical that the School’s tenure commitment be defined clearly, and that it is consistent for all tenured faculty members in the School. In addition, given the School’s reliance on extramural funding with no funded salary lines, the School cannot be expected to guarantee a salary greater than a defined base after an extended period of effort without extramural funding. To that end:
As a research-intensive institution, it is expected that faculty members secure a significant amount of extramural research funding. This will range depending on the specific department or disciplines, but on average the amount of funding will provide at least 50% of the faculty members’ salary support and commensurate research funds with the remaining effort being covered by teaching, administrative, or service duties. All full-time tenured faculty members are required to meet departmental expectations for extramurally-funded research, teaching, and other activities. When tenured faculty do not meet departmental expectations, a significant salary gap occurs and this places an inordinate economic burden on the department. Faculty who do not meet their departmental funding or teaching expectations 1 must work with their Chair to develop a plan to remedy the situation. Faculty who do not meet funding and teaching expectations for five consecutive years (averaged across the five-year period) may have their salary reduced by the Chair to the professorial minimum. The professorial minimum salary will provide a guaranteed base amount of $95,000 at the associate professor level or $105,000 at the full professor level paid by departmental funds (these levels are consistent with other schools in CUIMC). It should be noted that the faculty member is still considered full-time, is still expected to participate in Departmental teaching and administrative activities, and will continue to receive all the benefits associated with this status.
If the faculty member at the professorial base obtains new extramural funding or takes on new compensated administrative or teaching duties, those funds must first be applied to the professorial base salary, but additional funds can then be used to increase compensation up to the level of the previous salary.
Re-review of the guaranteed professorial minimum allocation will be conducted on a regular basis to ensure continued competitiveness with peer institutions and institutional financial sustainability. The School and departments will strive to provide opportunities for alternate funding sources to those faculty members who experience lapses in funding, including training and mentoring to assist the faculty member in securing extramural support or additional teaching and administrative duties.
1 Please refer to the specific departmental guidelines for expectations of tenured faculty.