Skip to main content area Skip to institutional navigation Skip to sub-navigation

Salary Evaluations

Annual and Biennial Salary Evaluation Information

Faculty Handbook (Part Two, X.A.1.). 

X. FACULTY COMPENSATION AND BENEFITS … 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.

Departments and Programs A-F (Years 2012-13, 2014, 2016, 2018, 2020)

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

Departments and Programs G-Z (Years 2011-12, 2013, 2015, 2017, 2019, 2021)

Geology, German Russian and East Asian Languages, History, Mathematics, Music, Philosophy, Physics, Political Science, Psychology, Race and Ethnic Studies, Religion, Sociology, Southwest Studies, Spanish, Sports Science

ASSESSMENT: Reports on departmental assessment programs are due in the year the department is not having a salary review.

Process for Determining Faculty Salary Increase

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

An Overview of the Process

Late in the fall semester, the Dean's Office sends to Chairs an overview letter for evaluations, a Chairs' faculty evaluation and salary recommendation form, and for each faculty member a salary form, which requests a self-evaluation in several areas, including strategies to provide rigorous education for students, teaching, scholarly activities, academic advising, department and college service, and activities outside the College.

The Chair collects the written self-reports from department faculty, due by the end of Block 4. 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, 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 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 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). 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 salary review process.