Clinical/Master Teacher/Teacher Faculty Professional Activities Form
As a clinical faculty member, you were e-mailed a direct link to the form you should use for this evaluation.
Timetable for Faculty Evaluation
January 16, 2015: Submission by chairs of description of peer review process, including department evaluation criteria and the plan to distinguish relative merit ratings to the Dean for review and approval.
February 2, 2015: Distribution to the faculty of the Faculty Professional Activities form; the timetable for faculty evaluations; Guidelines for Faculty Salary Recommendation and department criteria for evaluation.
March 23, 2015: Faculty submit Faculty Professional Activities Form to the department chair.
April 13, 2015: Evaluations by department peer review committee completed and submitted to department chair for review and salary recommendation.
April 27, 2015: Submission to the Dean of all performance, recommendationsof the department chair and supporting materials by the department chair.
Guidelines for Faculty Salary Recommendations
These guidelines for the allocation of the faculty salary pool emphasize and reaffirm the University’s position on the importance of rewarding merit.
- Evaluations of faculty performance will cover the current academic year, 2013-2014, and will include work performed from April 2013 to March 2014.
- The school salary pool for faculty will be allocated among the departments based on the eligible faculty.
- Written justification to the President’s Office will be required for salary increases below and above certain percentages, to be determined after the President has announced the annual salary pool.
- The chair shall establish, in consultation with the faculty, a peer review process to assess the performance of individual faculty members and to make recommendations about relative merit to the chair. Departments may choose to meet as a whole or in committee to discuss the criteria by which faculty will be evaluated. These criteria should be established within (but not limited to) the following categories:
- published research and completed scholarly works;
- clinical role activities
- teaching: development of new courses, student evaluations, etc.;
- awards, grants, fellowships;
- recognition of promotion and/or tenure;
- department activity;
- service to the school, university, and community;
- professional activity/service to the field.
- The chair shall submit a description of the peer review process, including the plan to distinguished relative merit ratings, to the Dean for approval prior to its implementation.
- The department criteria on which faculty performance is to be evaluated shall be distributed to all members of the faculty.
- Each faculty member shall submit a Faculty Professional Activities Form to the chair as the basis for his/her performance review.
- Departments may wish to appoint a faculty evaluation committee for this purpose or to assign this function to an existing committee. The peer review process should distinguish carefully the relative performance of each faculty member within the appropriate categories for scholarship, research, clinical activities, teaching, department activity, school/university service, and professional activity/service.
- The chair shall be evaluated in his/her role as a faculty member by the same peer review process described above, i.e., his/her performance as a member of the faculty should be assessed within the appropriate categories for scholarship, research, clinical teaching, and service. The Dean will consider this evaluation in her overall review of the chair’s performance.
- Each chair should review thoroughly the evaluations of faculty performance made by faculty involved in the peer review process and recommend a salary increase based on that review and his/her assessment. Each chair should explain salary recommendations on the basis of established criteria in an accompanying memorandum to the Dean.
- Chairs should inform each faculty member of the peer review committee assessment of his/her work and the chair’s recommendation regarding his/her salary within five working days of submitting such recommendations to the Dean.
- Chairs should make no salary commitments to their colleagues before salary recommendations have been approved by the President. Letters from the Provost are usually sent in September of each year.
A portion of the salary pool will be retained for the Dean’s Reserve to address issues of equity and to make special allocations in consultation with the chair.
The chair, in making his/her recommendations, should not assume that salaries will be supplemented by the Dean’s Reserve.
The chair should advise departmental faculty that they are free to appeal the chair’s recommendation to the Dean, in writing, within five working days of the date on which the chair informs the faculty member of the original merit and salary award. Appeals will be granted only in exceptional cases.
Appeals submitted at any other time during the academic year will not be considered unless they are precipitated by extraordinary circumstances.