Changes to Faculty Administrative Contracts and Compensation Structure
Announced June 2025
Effective effective July 1, 2026 for faculty appointed to an administrative role before July 1, 2025
We are introducing important changes regarding the classification and compensation of faculty with administrative appointments, along with updates to the Terms and Conditions of Employment. These changes are part of our ongoing commitment to ensuring fairness, transparency, and adherence to shared governance and VCU’s Culture of Care.
Over time, it has become clear that our current contracts for faculty with administrative roles have varied considerably. A recent university audit highlighted these discrepancies. This new model not only addresses current inconsistencies but also reinforces our dedication to a supportive and equitable work environment for all university faculty.
The changes below will be effective July 1, 2026 for faculty currently serving in administrative roles. This notice is provided 12 months in advance to give you sufficient time to understand the upcoming changes and to engage in conversations about their implications. Whether or not you currently hold an administrative appointment, this notice is intended to ensure that everyone is well informed and prepared for the transition.
Key Highlights of the Changes:
Alignment with National Definitions
We are standardizing the definition of Academic Administrators by aligning it with the university’s IPEDS “Faculty Management Occupations” definition. Generally, this will encompass faculty in full-time administrative roles at the level of Assistant/Associate Dean and above, serving an entire school/college or higher. (Please note that department chairs or program directors and most center directors are not included under this new definition.)
Revised Compensation Structure
For most faculty with administrative appointments, compensation will now be structured as a base academic salary (either 9-month or 12-month, as appropriate for the college/school/department) plus an administrative supplement. This supplement will be subject to university merit increases and will carry the same benefits as the base salary. Importantly, the Terms and Conditions of Employment will clearly state that if the administrative duties are removed, any corresponding administrative compensation is removed at the end of the pay period following the date when the administrative duties cease (or the end of the contract period during which the duties conclude, whichever occurs first).
Flexibility for Non-Academic Administrators
For faculty in roles that combine academic duties with administration—such as department chairs, program directors, and most center directors—the contract can vary between 9, 10, or 12 months depending on the specific business needs determined by your dean or unit leader. Accordingly, current 12-month faculty members in this category are subject to receiving a shorter term contract beginning with the 2026-2027 academic year, at the discretion of their respective dean/unit leader. For shorter term contracts, any summer effort required for administrative duties would be paid as an administrative supplement that is eligible for merit increases and benefits as described above.
Notice of Non-Renewal Provisions Clarified
For 9/10-month term and probationary (tenure-eligible) faculty, the Terms and Conditions of Employment will now clarify that the notice clock for non-renewal provisions includes the summer months. This amendment applies uniformly, regardless of whether the faculty member holds an administrative role.
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