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Bill 08-A-05 Faculty Merit Pay Policy (APPROVED)

FACULTY SENATE SOUTHEAST MISSOURI STATE UNIVERSITY

FACULTY SENATE BILL 08-A-05

Approved by Faculty Senate
April 23, 2008
Revised version approved by the Faculty Senate
April 30, 2008

Approved by Board of Regents

May 09, 2008

FACULTY MERIT PAY POLICY

BE IT RESOLVED THAT: the Faculty Merit Pay Policy be removed from the Faculty Handbook and be replaced by this:

FACULTY MERIT PAY POLICY

Underlying Principles

  1. The established mechanisms of awarding tenure, promotion, and post-professorial merit (see Faculty Tenure and Promotion Policy) serve, among other purposes, to provide periodic salary increases to those tenured and tenure-track faculty whose performance, measured against departmental or unit criteria, is determined to meet certain levels for certain periods of time, and who are otherwise eligible. Those mechanisms provide a type of "merit pay" system for certain faculty.
  2. This Faculty Merit Pay Policy is intended to provide a type of "merit pay" system for all full-time faculty, regardless of whether they are eligible for the additional rewards of tenure, promotion, or post-professorial merit.
  3. The objectives of this policy include the following: a) to provide a mechanism for determining that a faculty member's annual performance is satisfactory, in that it has met certain defined minimum expectations for performance, b) to provide a mechanism of awarding annual salary increases to satisfactorily-performing faculty members, and c) to provide a mechanism of awarding periodic larger salary increases to non-tenure track faculty whose performance warrants such recognition.
  4. The provisions of this policy shall be applicable to all full-time faculty members, as well as dual appointment faculty (to be considered in the base department only) and those faculty members with 50 percent or less released time for administrative responsibilities.
  5. This policy provides for the establishment of two sets of departmental performance criteria, one for each of the two programs set out below. Department criteria will be discipline specific and performance based. They will include specific indicators of faculty performance in the areas of teaching effectiveness, professional growth, and service to the university, as appropriate to the individual faculty member's contract status. Where appropriate, criteria should be designed not only to reward individual achievement but also to reward contributions of individuals as members of the department team. Nothing in the criteria may contradict other provisions of the Faculty Handbook. Until such time as new or revised criteria are approved, existing criteria remain in force.
  6. In addition to the two programs described under this policy, there exists a third merit pay program that is applicable only to those faculty members who hold the rank of Professor. This Post-Professorial Merit Pay program is described under the Faculty Tenure and Promotion Policy, because it utilizes promotion criteria, calendar, and processes.

Annual Performance Program

Development of Annual Performance Criteria. The full-time faculty of each academic department or equivalent unit shall as a whole develop and approve criteria that define minimum annual expectations for performance by the individual faculty member. Criteria must be applicable to both non-tenure track faculty as well as to tenure-track or tenured faculty, though the criteria and expectations need not be the same.

Annual Performance Evaluation. The full-time faculty of each academic department or equivalent unit shall as a whole determine the process to be used to conduct the annual evaluation of faculty member performance. Annual evaluations shall be conducted according to the calendar set out below. Each faculty member determined to have met the minimum expectations for performance as defined by the criteria, shall receive the standard increase to base salary. (It should be understood that continuous performance that meets minimum expectations as defined by departmental criteria does not assure tenure, promotion, or post-professorial merit.)

The annual review will identify faculty who are meeting minimum expectations, as determined by departmental criteria. These faculty will receive a salary increase funded by a pool consisting of at least 75 percent of the aggregate amount of each year's faculty salary increase determined through the annual budget review process.

Calendar for Annual Performance Program. The performance evaluation process shall be conducted according to this calendar:

January 31: Faculty reports are due for accomplishments and contributions of the previous year.
February 1 - March 11: Notices of departmental decisions regarding performance meeting or not meeting minimum expectations are communicated in writing to faculty.
March 12 - April 20: Appeals may be made to the College Tenure and Promotion Advisory Committee.

Non-Tenure Track Faculty Merit Program

Development of Criteria for Non-Tenure Track Faculty Merit. In addition, the full-time faculty of each department or equivalent unit shall as a whole develop and approve criteria for periodic recognition of non-tenure track faculty. These criteria shall reflect higher than minimum performance, similar to the way that tenure, promotion, and post-professorial merit criteria (see Faculty Tenure and Promotion Policy) reflect higher than minimum performance. For a period of three years following the final approval of a revision of these criteria, a faculty member applying for Non-Tenure Track Faculty Merit may elect to be evaluated by the previous criteria instead of the new ones.

Performance Evaluation for Non-Tenure Track Faculty Merit. The full-time faculty of each academic department or equivalent unit shall as a whole determine the process to be used to conduct the separate periodic evaluation of the performance of eligible non-tenure track faculty members. An individual non-tenure track faculty member is eligible to apply for periodic Non-Tenure Track Faculty Merit in the fourth year of full-time employment and each four years after having received such recognition. The evaluation shall be conducted according to the calendar set out below. Each faculty member determined to have met the expectations for performance as defined by the criteria, shall receive an increase to base salary.

For non-tenure track merit, the amount of the base pay increase (see table below) shall be reviewed during the fiscal year 2010 budget review process and every two years thereafter.

Non-Tenure Track Faculty Merit
Monetary Amounts for Fiscal Years 2004 to 2009
Level Base Pay Increase
Non-tenure track $1250

Calendar for Non-Tenure Track Faculty Merit Program

Should any of the following dates fall on a weekend or University holiday, materials and/or recommendations will be due by 5:00 p.m. on the business day after the date specified.

Non-tenure track faculty merit steps will be completed by the following dates:

August 15 – The provost shall inform deans, chairpersons, and the faculty member eligible to be considered for non-tenure track faculty merit that he or she may submit a dossier supporting his or her candidacy to the department chairperson.

Preliminary Review.

November 15 – The faculty member who wishes to apply for non-tenure track merit shall submit his or her dossier (as defined in the Tenure and Promotion Policy but modified to address non-tenure track criteria) to the department chairperson, who shall forward it to the Department Tenure and Promotion Advisory Committee.

December 15 – The Departmental Tenure and Promotion Advisory Committee chair shall notify the faculty member of deficiencies in or recommended modifications to the dossier.

Final Review.

January 31 –The faculty member shall submit a revised non-tenure track faculty merit dossier to the Departmental Tenure and Promotion Advisory Committee. Once the dossier is submitted, no further amendments to its contents may be made by the faculty member, unless in response to a recommendation as delineated below. (A letter of response shall not insert into the dossier specific information about the faculty member's professional accomplishments or performance that was not included in the dossier upon its original submission.) In addition, no evaluator may mark on the dossier or add anything to the dossier, except for the letters of recommendation, without prior consultation with and written approval by the faculty member involved.

February 20 – The Departmental Tenure and Promotion Advisory Committee shall prepare a letter identifying its recommendation and specifically stating the reasons why the faculty member meets or fails to meet each of the departmental non-tenure track merit criteria. A copy of the letter shall be sent to the faculty member and the original added to the dossier. The dossier shall then be forwarded to the department chairperson.

Within two business days of receipt of the recommendation, the faculty member shall have the option of notifying the department chairperson in writing that he or she wishes to submit a letter of response to the recommendation. The written notification shall be added to the dossier. The actual letter of response must be submitted within five business days of receipt of the recommendation (with a copy to the chairperson of the Departmental Tenure and Promotion Advisory Committee), at which time it will also be added to the dossier.

March 15 – The department chairperson shall prepare a letter identifying his or her recommendation and specifically stating the reasons why the faculty member meets or fails to meet each of the departmental non-tenure track faculty merit criteria. A copy of the letter shall be sent to the faculty member and the original added to the dossier. The dossier shall then be forwarded to the dean.
Within two business days of receipt of the recommendation, the faculty member shall have the option of notifying the dean in writing that he or she wishes to submit a letter of response to the recommendation. The written notification shall be added to the dossier. The actual letter of response must be submitted within five business days of receipt of the recommendation (with a copy to the department chairperson), at which time it will also be added to the dossier.

April 15 – The dean shall prepare a letter identifying his or her recommendation and specifically stating the reasons why the faculty member meets or fails to meet each of the departmental non-tenure track faculty merit criteria. A copy of the letter shall be sent to the faculty member and the original added to the dossier. The dossier shall then be forwarded to the provost.

Within two business days of receipt of the recommendation, the faculty member shall have the option of notifying the provost in writing that he or she wishes to submit a letter of response to the recommendation. The written notification shall be added to the dossier. The actual letter of response must be submitted within five business days of receipt of the recommendation (with a copy to the dean), at which time it will also be added to the dossier.

May 5 –The provost shall prepare a letter identifying his or her recommendation and specifically stating the reasons why the faculty member meets or fails to meet each of the departmental non-tenure track faculty merit criteria. Copies of the letter shall be sent to the faculty member, department chairperson, and dean and the original added to the dossier. The dossier shall then be forwarded to the president.
In the event that a faculty member's application receives negative recommendations from the dean and the provost, the faculty member may appeal to the president. During this appeal, the faculty member may introduce any evidence he or she wishes.

The president has the responsibility of making recommendations to the Board of Regents concerning the non-tenure track merit for an eligible faculty member. The Board shall make the final decision on granting non-tenure track merit to a faculty member.

Within one week of the meeting at which the Board of Regents renders its decision on a faculty member's candidacy for non-tenure track merit, the President will inform the faculty member in writing of the decision of the Board.

Approved by the Faculty Senate November 20, 1996
With modifications by President Dale F. Nitzschke in his endorsement of the bill December 10, 1996
Revised and Approved by Faculty Senate, Bill 02-A-05, April 24, 2002
Approved by Board of Regents, October 18, 2002
Revised and Approved by the Faculty Senate, Bill 08-A-05, April 30, 2008

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