Abstract
This article critiques conventional salary advancement systems in higher education, particularly merit pay debates and degree- or credit-based scales, for their tendency to undermine faculty initiative and professional growth. As an alternative, it outlines portfolio-based models of evaluation that incorporate diverse forms of faculty achievement, including curriculum development, research and writing, grants, artistic performance, and community service. The discussion emphasizes the role of joint faculty–administration committees, clear evaluative procedures, and structured timelines in ensuring fairness and consistency. Drawing on examples from multiple institutions, the article demonstrates how broadened criteria for advancement can more effectively promote professional development and institutional quality than reliance on narrow, time-in-rank measures.
Recommended Citation
Wells, Lynn K.
(1987)
"Alternatives for Salary Advancement and Promotion,"
Association for Communication Administration Bulletin: Vol. 60, Article 19.
Available at:
https://stars.library.ucf.edu/aca/vol60/iss1/19
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