October 14, 2003
Dear Colleagues,
The last few weeks have been not only hectic but exciting for all of us at ULM. The start of a new academic year just by itself is a great time to be on any college campus. Here at ULM we experienced a great Convocation, a wonderful Week of Welcome, a renewed and invigorated campus, and most importantly, the first enrollment increase in over eight years. Not only was there an increase in enrollment, but a substantial jump in the number of TOPS eligible freshman. That means more of our new students are better prepared than ever before, and that's even better news.
Where do we go from here? Our present task is to make sure that we retain those students. We must do everything possible to make sure they reach their educational goals. Our new Retention Plan is a start, and it can be found on the Web at www.ulm.edu/retentionreport/. Please take the time to review this document and help us help our students. We saw an increase of over 400 students this fall. If we retain 400 more than last year, this spring should be even more enjoyable.
The enrollment increase allows us some flexibility that we have not enjoyed in the last few years, breathing room one could say. We have been working on a method to distribute the merit raises that we promised contingent upon additional students. The current plan, which has been discussed with the executive team, deans and department heads, the leadership of the faculty senate, and others, is one that has both a recurring and a non-recurring component. Pending approval by the Board of Supervisors of the recommendation of their staff, the merit raise will be distributed effective October 1, 2003, in four categories: $4,000 for the individuals who clearly exceeded expectations, $2,000 for those employees who met all expectations, $1,000 for those employees who minimally met expectations and those individuals who did not meet expectations will not receive a merit increase. Faculty and unclassified staff who had at least one year of ULM service as of July 1, 2003, will be eligible for salary increases. You should be hearing from your department head soon concerning your merit increase.
Because of the specter of a budget cut next year, we believe that it is prudent to have a conservative policy for the distribution of these funds. Therefore, a portion of the increase will be non-recurring with the remainder going into the permanent salary base. Again the performance category will determine the permanent portion of the salary increase. Those employees who exceeded or met all expectations will have fifty percent (50%) of the increase placed in their permanent recurring salary base. Those employees who minimally met expectations will receive only the non-recurring salary increase this year.
If enrollment continues to increase and, more importantly, we do not receive a drastic reduction in state appropriations next year, we will reinstate the temporary merit increase in the permanent recurring salary base, and consider additional merit raises. Thinking positively, this type of planning will not negatively affect anyone's pay if the state economy rebounds. In addition, we believe that this action may forestall possible faculty and staff cutbacks if state appropriations are not forthcoming next year.
I would like everyone to remember that student enrollment and the state's economy are cyclical in nature, and we are in this for the long haul. I asked you last year to work together and we could make this a great place again. You did, and we are well on our way in the renaissance of this wonderful University. I ask you now, as I did last year, to work with us as we forge ahead into this new era of uncertainty.
James E. Cofer, Sr.
ULM President