Performance and Salary Evaluations
Annual and Biennial Faculty Performance and Salary Evaluation Information
end a description of their professional accomplishments over the past year, using as guidelines the
standards for scholarship, effective teaching and advising, department and College service, and
professional and civic activities that are set forth in this Handbook. The chair shares the evaluation of
performance with the faculty member and informs the Divisional Executive Committee of the
performance and salary recommendations, and the Divisional Executive Committee submits its own
recommendations to the Dean. The Dean bases her or his salary recommendations to the President on both departmental and Divisional Executive Committee evaluations. The annual salary letters to faculty specify the amounts allocated to each component in the salary model used in the calculation of the total salary for that year. Tenured faculty members participate in salary reviews every other year."
Biennial Faculty Activity Report and Salary Reviews - usually due to the chairs in January
Tenured associate and full professors, and lecturers will submit salary reviews every two years.
Tenure-track pre-tenure faculty will submit reviews annually.
Department chair and program directors do not need to appoint another department colleague to evaluate their self-report. The divisional executive committee will review. Please do not ask another departmental colleague to review a chair's self-report.
Departments and Programs A-F (Years 2024-25, 2026-27)
Faculty on this biennial cycle will begin to prepare their report late fall(e.g., Fall 2024) and chairs will submit their evaluations in Spring.
Art; Anthropology; Organismal Biology and Ecology (previously Biology); Chemistry and Biochemistry; Classics; Comparative Literature; Theatre and Dance (previously Drama and Dance); Economics and Business; Education; English; Environmental Studies; Feminist and Gender Studies; French
Departments and Programs G-Z (Years 2025-26, 2027-28)
Faculty on this biennial cycle will begin to prepare their report late fall (e.g., Fall 2025) and chairs will submit their evaluations in spring (e.g., Spring 2024).
Geology; Chinese, German, Italian, Japanese, and Russian Studies (CGIJRS, previously GREAL); History; Human Biology and Kinesiology; Mathematics and Computer Science; Molecular Biology; Music; Philosophy; Physics; Political Science; Psychology; Race, Ethnicity, and Migration Studies; Religion; Sociology; Southwest Studies; Spanish and Portuguese
Process for Determining Faculty Salary Increase
An across-the-board raise (a percentage amount) and progression through the rank increase (a percentage or a fixed dollar amount, aka standard merit) are calculated annually for all regular faculty, whether under review or not.
An Overview of the Process
Late in the fall semester, the Office of the Dean of the Faculty sends to faculty an overview memo for the process of faculty activity self report and evaluations. See the Dean of the Faculty Canvas page for the most recent salary memos and forms. See an example of the online self-report form in a word document.
Each faculty member in the year's review cycle will submit their activity report and CV online. The online form will be available to the chairs for their review. The due date for the faculty members' self report is typically during half block or beginning of block 5.
The chair and each faculty member must schedule a time during the spring semester to discuss the faculty member's report, discuss their performance and successes, future goals, and professional development needs.
The chairs, after reviewing the faculty's activity report and CV, submit their appraisal and salary recommendation on the online chairs and directors form. The chairs' evaluation is typically due at the end of Block 5 or beginning of Block 6. Each faculty member's materials along with the chair's appraisal and recommendation will then be made available to the Divisional Executive Committee and the Dean of the Faculty for review.
Chairs may recommend a standard merit increase (normal progression through the ranks), standard merit plus an exceptional-merit bonus, a partial merit (less than standard merit increase), or no increase.
In recent years, about a quarter to a third of the faculty under review have received an extraordinary merit award (one-time bonus), based on the recommendations from their chairs and the divisional committee. This is based on exceptional achievements in teaching, scholarship, and/or service.