| 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
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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?
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