Abstract
This article assesses merit salary administration in communication departments, outlining why systematic, goal oriented processes underpin equity, motivation, and departmental planning. Drawing on administrative experience, it proposes principles for constructing merit pay systems, including faculty participation, explicit performance categories, annual planning cycles, and transparent criteria linking teaching, research, and service to differential rewards. The discussion then evaluates the Florida State salary model conceived by Clevenger and Padgett, explaining how menu based software aggregates longitudinal productivity, career visibility, and annual performance to generate projected salaries that smooth legislative funding fluctuations and maintain internal equity. Benefits such as cumulative data management, audit trails, and open evaluation are contrasted with potential pitfalls surrounding exhaustive data entry, point gaming, and quality measurement. By integrating human resource management, communication administration, and institutional culture, this article offers administrators a pragmatic framework for implementing merit driven salary systems that balance accountability with flexibility.
Recommended Citation
Smith, Robert M.
(1989)
"Developing Models and Systems for Merit Salary Administration,"
Association for Communication Administration Bulletin: Vol. 70, Article 6.
Available at:
https://stars.library.ucf.edu/aca/vol70/iss1/6
