Salary Evaluations - Colorado College

Section Links

Other Links


chair
Annual and Biennial Salary Evaluation

Bienniel Salary Reviews- usually due in January

Tenured associate and full professors and adjunct faculty (who according to the Faculty Handbook are reviewed every two years) will submit salary reviews every two years.

Other tenure-track faculty and lecturers will continue to submit them annually.

Half the merit pool will be distributed each year, and the merit raises will apply for the two year period.

Year 1: Departments and Programs A-F

Art, Anthropology, Biology, Chemistry, Classics, Comparative Literature, Drama and Dance, Economics & Business, Education, English, Environmental Science, Feminist and Gender Studies

Year 2: Departments and Programs G-Z:

Geology, GREAL, History, Mathematics, Music, Philosophy, Physics, Political Science, Psychology, Religion, Romance Languages, Sociology, Southwest Studies, Sports Science

Year 1: 2006

------------------------------------------------------------------------------------------------------

An Overview of the Process:

Late in the fall semester, the Dean's Office sends to Chairs an overview letter for evaluations, a chairs's faculty evaluation and salary recommendation form, and for each faculty member a salary form, which requests a self-evaluation in four areas: teaching; scholarly activities; department and college service and academic advising; and activities outside the College. The Chair collects the written self-reports from department faculty. The Chair may respond to individual department members' self-evaluations in a variety of ways. The significance of the Chair's response lies in regular, adequate, candid feedback (particularly to untenured, tenure-track faculty) to let faculty members know how they are doing. The Chair sends the self-reports and his/her comments to the Dean and to the appropriate Divisional Executive Committee. The content of the materials the Chair sends to the Dean and the divisional Executive Committee also varies slightly across departments. Some chairs comment on each faculty member's self-evaluation as a separate attachment to each self-report; some chairs create a general letter that provides an overview of each member of the department's contributions and an assessment of the department as a whole. Candid assessments of faculty efforts in improving teaching and productivity as a scholar in the preceding year are essential information for considering faculty for salary increases and for merit raises. Chairs should recommend a standard merit increase (cost-of-living and normal progression through the ranks), an exceptional-merit increase, or a below-average raise (usually some reduction of progression). Some faculty do not turn in self-reports; chairs handle this lack of information in various ways. Some attempt an assessment anyway, some simply note the absence of the self-report but still rank or categorize.

The divisional executive committees review these materials for the departments in their division and make a recommendation to the Dean (which is also sent back to each department Chair). It is most helpful when the division evaluates and ranks all members of the division. The Dean reviews all of the materials as a part of the annual salary review process. Click these links for samples of standard faculty evaluation forms and memos sent to chairs in the fall semester.

From the Faculty Handbook Section C.Vii.A.1.a

Merit increases for individual faculty members are determined by the President of the College in consultation with the Dean. Faculty members are evaluated by their department chairs and the Dean for their performance in the preceding calendar year according to criteria such as the following:

1) Is the faculty member a good teacher? What evidence can be presented to show this?

2) Is the faculty member a good scholar? What evidence can be presented to show this?

3) What contributions has the faculty member made to the campus community?

4) Is the faculty member a good academic advisor? What evidence can be presented to show this?

5) What contributions has the faculty member made to a larger community (for example, civic and/or professional organizations)?

6) How does the faculty member contribute to the long-range goals of the department?

7) To what extent could the educational direction of the College be entrusted to this faculty member?

____________________________________________________________________