Overview of the Compensation Plan Implementation
Period of Review
Performance ratings for probationary faculty and renewable lecturers should be based on an annual review of performance during the previous calendar year (Jan 1, 2006 to Dec 31, 2006).Performance ratings for tenured faculty members should be based on a biennial review of performance during the previous two calendar years - Jan 1, 2005 to Dec 31, 2006. (Although evaluations are biennial, all tenured faculty members must submit a report annually to the department head to be utilized in the preparation of the annual department report.)
Due Date for Faculty Reports
Annual (or for tenured faculty, biennial reports) are to be submitted by all faculty and renewable lecturers by Jan 10, 2007.
The Review Process
Department Level
During January 2007, department personnel committees will utilize department evaluation standards and guidelines to conduct reviews of annual or biennial reports and will prepare narrative assessments of each faculty member. In addition, each member of the department personnel committee will assign a numerical rating on each of the three performance dimensions for each faculty member being reviewed.Two options are available to compile the input of the department personnel committee:
- The full committee's narrative evaluations and performance rankings will be forwarded to the department head;
OR:
- Each individual committee member's performance rankings and narrative evaluations will be forwarded to the department head.
Information to be provided to the faculty member by the department head:
- Copies of the committee's narrative reviews and the committee's ratings on the three performance dimensions.
- The department head's narrative review, ratings on the three performance dimensions and the composite performance rating. The composite rating will be proposed to the dean and the college council of heads for further consideration.
- If the department head's rating on any of the three performance dimensions differs from that submitted by the personnel committee, the department head will provide a brief written rationale to the faculty member explaining the distinction.
College Level
The dean will meet with the department heads and review the ratings provided by each department head (and the narrative assessments as necessary) to determine the final composite rating of each faculty member.Information to be provided to the faculty member by the dean:
- The faculty member will receive from the dean his/her final composite rating.
- If the dean's composite rating of a faculty member is different from the rating that the department head recommends, the dean will provide a brief written rationale to the faculty member, with a copy to the department head.
Appeal
Only a faculty member's final composite performance rating may be appealed.
A faculty member who is dissatisfied with his/her final composite performance rating should first request a meeting with the department head to discuss the processes and underlying rationales by which the performance rating was determined.
After meeting with the department head, the faculty member may request a formal review of the rating by submitting a written appeal to the department head stating the reasons for questioning the rating.
The department head must provide to the faculty member a written response to the appeal. At the request of the faculty member, the appeal, along with the department head response and other supporting materials, is forwarded to the dean.
The dean transmits the appeal to the College Personnel Committee (or the College Compensation Committee, if one exists as a separate subcommittee of the Personnel Committee) for consideration.
The College Personnel Committee (or Compensation Subcommittee) will consider the appeal. The committee's review should make use of the department standards and guidelines, the narrative and ratings from the department personnel committee and the department head, the department's annual report of accomplishments, and summary descriptive measures (mean, median, etc) of the ratings of department faculty. If necessary, additional information may be requested by the committee in the process of their deliberations. The college committee will provide a written summary to the dean on the recommended disposition of the appeal.
If the dean makes a decision on the appeal that is different from that recommended by the college committee, the dean must provide a written rationale for that decision.The faculty member may continue the appeal to the Provost, who will review all written documents associated with the appeal. The Provost may, at his/her discretion, meet with the faculty member. The Provost's decision on the appeal is final. If the Provost's decision is different from the decision recommended by the college committee, the Provost must provide to the faculty member a written rationale for that decision.
Only the performance rating itself can be appealed. Individuals who are successful on appeal will receive the salary increase merited by their revised performance rating. The actual percentage salary increase associated with each performance rating is not subject to appeal.
This is the only appeal process to be utilized for appeals of the performance rating. Other grievance procedures, as outlined in the Faculty Handbook, are not applicable.
At any time, any employee who believe they have been discriminated against for any reason not related to job performance may consult the Office for Institutional Compliance.