Salary Evaluations

Annual and Biennial Salary Evaluation Information


Faculty Handbook (Part Two, X.A.1.).

X. FACULTY COMPENSATION AND BENEFITS

Each fall the Faculty Salary Committee (the faculty members on the Compensation Committee) issues a
salary report to the faculty and the administration. The Committee bases its report on compensation
data from other colleges and universities, the current report of the Colorado College chapter of the
American Association of University Professors, and conversation with the Budget and Planning
Subcommittee of the Faculty Executive Committee. The administration takes the Salary Committee's
data and recommendations into consideration each year in preparing the College budget.


Each fall department chairs invite non-tenured members of their department to submit by semester's
end a description of their professional accomplishments over the past year, using as guidelines the
standards for scholarship, effective teaching and advising, department and College service, and
professional and civic activities that are set forth in this Handbook. The chair shares the evaluation of
performance with the faculty member and informs the Divisional Executive Committee of the
performance and salary recommendations, and the Divisional Executive Committee submits its own
recommendations to the Dean. The Dean bases her or his salary recommendations to the President on
both departmental and Divisional Executive Committee evaluations. The annual salary letters to faculty
specify the amounts allocated to each component in the salary model used in the calculation of the total
salary for that year.


Tenured faculty members participate in salary reviews every other year.


Biennial Salary Reviews - usually due in January

Tenured associate and full professors, adjunct faculty, and lecturers will submit salary reviews every two years. Following the successful completion of the second year review, adjunct faculty will be reviewed on the same schedule as tenured faculty members. Every fourth year, Lecturers are reviewed per the guidelines in the Faculty Handbook Part Two, IX. E.

Tenure-track faculty will continue to submit reviews annually.

Department chair and program directors do not need to have another person evaluate their self-report. The divisional executive committee will review. Please do not ask another departmental colleague to review a chair's self-report.

Departments and Programs A-F (Years 2020-21, 2022-23, 2024-25)

Faculty on this biennial cycle will prepare their report late fall (e.g., Fall 2022) and chairs will submit their evaluations in early spring (e.g., Spring 2023).

Art; Anthropology; Organismal Biology and Ecology (previously Biology); Chemistry and Biochemistry; Classics; Comparative Literature; Theatre and Dance (previously Drama and Dance); Economics and Business; Education; English; Environmental Studies; Feminist and Gender Studies; French

Departments and Programs G-Z (Years 2021-22, 2023-24, 2025-26)

Faculty on this biennial cycle will prepare their report late fall (e.g., Fall 2021) and chairs will submit their evaluations in early spring (e.g., Spring 2022).

Geology; Chinese, German, Italian, Japanese, and Russian Studies (CGIJRS, previously GREAL); History; Human Biology and Kinesiology; Mathematics and Computer Science; Molecular Biology; Music; Philosophy; Physics; Political Science; Psychology; Race, Ethnicity, and Migration Studies; Religion; Sociology; Southwest Studies; Spanish and Portuguese

 

Process for Determining Faculty Salary Increase


An across-the-board raise (a percentage amount) and progression through the rank increase (a percentage or a fixed dollar amount) are calculated annually for all regular faculty, whether under review or not. In 2008-09, the faculty voted that special/extraordinary merit be an additional award (rather than added to the base).

An Overview of the Process

Late in the fall semester, the Office of the Dean of the Faculty sends to chairs an overview letter for evaluations, a chairs' faculty evaluation and salary recommendation form, and for each faculty member a salary form. See the Dean of the Faculty Canvas page for the most recent salary memos and forms.

The chair collects the self-reports from department faculty, typically due by the end of Block 4 or during half block. 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 their comments to the Dean and to the appropriate Divisional Executive Committee, due the first Friday of Block 5. 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 summary 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 or two years are essential information for considering faculty for salary increases and for merit raises.

Chairs should recommend a standard merit increase (normal progression through the ranks), an exceptional-merit increase, or a below-average raise (usually some reduction of progression). 

The Divisional Executive Committees review these materials for the departments in their division and make a recommendation to the Dean of the Faculty. It is most helpful when the division evaluates and rates all members of the division. The Dean reviews all of the materials as a part of the salary review process.

Report an issue - Last updated: 05/31/2022