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Criteria for Merit Salary of Faculty
I. Tenured and Tenure Track Faculty
Merit for tenured and tenure track faculty will be determined by evaluating the three areas of activity that are traditionally reviewed. These are: teaching, service, and professional development (including research). Sources of evidence such as those listed in Section IX of the Indiana University Faculty Handbook seem most appropriate to be considered for evaluation. No weighting has been established by the university, campus, division, or individuals involved in this review progress. Faculty in the Division of Natural Science and Mathematics actively engage in all three areas of endeavor. Lack of weighting makes the use of an absolute numerical scale impossible. However, all three areas are to be considered in attempting to make merit determinations.
II. Lecturers
The Indiana University East Faculty Handbook gives the same criteria for lecturers, and likewise does not indicate any weight for these three areas of endeavor. Common practice on this campus is that lecturers, not having to provide professional development experience for promotion and tenure, emphasize teaching and service with less consideration for professional development. In determining merit for the lecturers in the Division of Natural Science and Mathematics this practice is to be followed and teaching and service will be weighted heavily, with less consideration going to professional development.
III. Source of Information
- Teaching
- Student evaluations
- Comments from students
- Annual reports
- Observations by the chair
- Discussion with faculty (individual and others)
- Service
- Annual report
- Observations by the chair
- Discussion with faculty (individual and others)
- Comments from other committee members
- Professional Development
- Annual report
- Discussion with faculty
- Observations by the chair
- Papers, presentations, performance
- Grants, support, aid
IV. Categories of Merit
According to discussions in the Academic Affairs Council four levels of merit should be recognized. These levels of merit will be applied to each of the categories evaluated. An overall merit level will be determined from a compilation of those from the various categories.
- Highest Merit. A level of performance well beyond that which is normally expected. Effort far exceeding that which is required and active initiative in accepting additional responsibilities and duties would be characteristics of this level of merit.
- High Merit. A level of performance exceeding that normally expected and showing superior effort. Completing all duties and responsibilities expeditiously and efficiently indicating the incentive and desire to "go the extra mile" would be characteristics of this level of merit.
- Merit. A level of performance that meets the normally expected level of effort. Timely, accurate performance of duties and responsibilities would be characteristics of this level of merit.
- No Merit. A level of performance that does not meet that normally expected. Inefficient, late, and/or poorly executed duties and responsibilities would characterize this level of merit.
Approved: May 8, 1989
A handout on "Criteria for Merit Salary of Faculty" was distributed. It was suggested that the word "little" be changed to "less" in the following sentences:
Common practice on this campus is that lecturers, not having to provide professional development experience for promotion and tenure, emphasize teaching and service with less consideration for professional development.
In determining merit for the lecturers in the Division of Natural Science and Mathematics this practice is to be followed and teaching and service will be weighted heavily, with less consideration going to professional development.
Approved: April 11, 1991
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