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Updated on February 4, 2010; initially adopted Faculty Vote on January 18, 2000
In general, the Electrical Engineering Department should not make counter-offers for the retention of departmental colleagues who have received competitive offers. Instead, the Chair is strongly encouraged to seek proactive “market gap” adjustments from the Provost, based upon the salary levels in EE and ECE departments at peer institutions and based upon individual performance.
However, when the Chair believes that a counter-offer should be considered, it should be made after consultation with the Associate Chairs and members of the Faculty Advisory Committee. A report of any accepted salary retention offer that is negotiated by the Chair, Dean and Provost will be made to the Faculty Advisory Committee. This will include disclosure of the sources of this salary increase.
On December 11, 2009, the Department of Electrical Engineering faculty voted to supplement the EE policy with the CoE retention policy.