FACULTY EVALUATION AND MERIT PAY PROCESS

COLLEGE OF BUSINESS
STEPHEN F. AUSTIN STATE UNIVERSITY

Originated: March 9, 1998

Revised: April 8, 1998

Overview

The official policies and procedures at Stephen F. Austin State University concerning faculty evaluation and merit pay are described in index E-20A, "Faculty Evaluation, Merit Pay, Promotion and Tenure," in the university Policies and Procedures Manual. Additional requirements for tenured faculty are given in index A-48, "Performance Evaluation of Tenured Faculty." This document clarifies the implementation of these policies and procedures in the College of Business. Evaluations of department chairs are conducted in accordance with university index E-10A, "Departmental Administration," and are not discussed further here.

Process Description

1. All faculty in the College of Business are encouraged to submit an "Annual Report" of activities each year. University policy E-20A requires a report each year of all tenured and tenure-track faculty as well as all faculty desiring to be considered for merit pay. Reports may also be required of other faculty in order to meet accreditation requirements.
   
   
2. Detailed instructions for preparation of the Annual Report and associated documents are distributed to the faculty by the College of Business Dean's Office, usually early in the fall semester. Due dates are also announced at that time. The College of Business has received permission from the university administration to use a report format that is more detailed than the one in policy E-20A.
   
   
3. Upon receipt of a faculty member's Annual Report, the respective department chair will prepare an "Administrative Evaluation." In that document, the department chair assesses the quality of the faculty member's teaching, scholarly/creative, and service activities, particularly with respect to the department's published merit pay criteria. Per university policy A-48, the evaluation of each tenured faculty member must also be marked as "satisfactory" or "unsatisfactory."
   
   
4. The department chair meets individually with each faculty member to discuss the Annual Report and Administrative Evaluation. At this time, the department chair typically makes note of trends of performance, accomplishments, strengths, and areas needing improvement. Progress toward tenure is also discussed if the faculty member is tenure track. Both the chair and faculty member sign the Administrative Evaluation form, and the faculty member is afforded the opportunity to add written comments.
   
   
5. The Administrative Evaluation and Annual Report are forwarded to the dean, who reviews and signs the Administrative Evaluation form. The dean may optionally add comments. The signed form is distributed to the Vice President for Academic Affairs, the dean's office, the department chair, and the faculty member.
   
   
6. Later in the academic year, department chairs prepare budgets for the following year according to instructions from university administration. If funding is provided for merit pay increases, each department chair determines the amount (if any) for each faculty member taking into account the faculty member's accomplishments (as documented in the Annual Report and Administrative Evaluation) and the department's published merit pay criteria. If approved by the dean and higher administration, the merit pay amount is added to each faculty member's contract for the following academic year.

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