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Salary Adjustment Policy Overview: Talking Points - Faculty
In accordance with the Faculty Handbook (FH) 126.96.36.199., faculty members are reviewed annually by the department chair on the basis of their position responsibility statement (PRS).
- This review serves as a basis for determining performance-based, merit adjustments.
- This review is required even when there is limited or no funding for a performance-based, merit adjustment.
- All reviews should be in writing and the review should be evaluative, not just descriptive.
- The purpose of the written performance review is:
- Recognition of performance
- Acknowledgement of accomplishments beyond the PRS
- Identification of deficiencies or area needing improvement
- Suggestions for improvement / professional development
- Appraisal of progress toward tenure and promotion
- The written performance review should:
- Include meaningful and constructive comments
- Note strengths and document weaknesses
- Be accurate and factual
- Review and possibly reference previous year's evaluation and reports
- Reference measurable indicators when possible
Performance-based, merit adjustment
The resulting performance-based, merit adjustment (per FH 4.1.1.) should conform to the Salary Adjustment Policy. The policy states that for minimum satisfactory performance a minimum adjustment is required (a percentage as promulgated by the annual budget development parameters).
Post tenure review
In accordance with the FH 5.3.4., a post tenure review should be done periodically, at least once every seven years, for faculty on full-time or part-time appointment.
- The review should address the quality of the faculty member's performance in the areas of teaching, research/ creative activities, extension/ professional practice, and institutional service, consistent with the faculty member's position responsibility statement.
- Ideally, the review shall result in recommendations for enhancing performance and provide a plan for future development.