Office for Faculty Development

Evaluations, Promotions, and Leaves

Merit and Annual Reviews

Merit Evaluations include the following provisions:

  • All faculty undergo an annual faculty review (AFR) which serves as the basis for merit increases.
  • The AFR is an essential instrument of feedback for all faculty; but it is particularly useful for probationary faculty (tenure system faculty who are as yet untenured and NTT faculty who are in the probationary period) as a guide for areas needing improvement.
  • For new faculty, the first AFR will be due in the fall of their second year, as it is a report of their activities from the prior academic year.
  • Any faculty member (including NTT faculty) who does not complete an AFR is not eligible for merit pay for that year.
  • Make sure your DPC is elected in a timely manner (typically in April or May), before the end of the academic year, so that faculty coming up for a major personnel review are informed of  who will be evaluating their file. OFD and the Faculty Union also offer a workshop in early fall for DPC and CPC chairs. Please ensure they know about this workshop.
  • The DPC recommends merit raises for tenure system and NTT faculty who filed an AFR in November (See the Academic Calendar for dates). The DPC works with Merit Pool  A1 for tenure system faculty and A2 for NTT faculty.
  • Departmental merit evaluations influence the Dean's recommendations to the Provost for Pool B.
  • You will need to share with the person under review the departmental feedback regarding their work. (See the Red Book.) It is difficult to convey critical news, but, if at all possible, we should keep the faculty member’s interests in mind. It will be particularly difficult for new faculty members to improve if they do not know what the department thinks are their weaknesses. And of course knowing what we perceive as their strengths is also very helpful. If a faculty member's work is unsatisfactory, it is your responsibility as department chair to work with the individual on a development plan. You should, of course, consult your DPC and the Dean in this matter.
  • For additional details on evaluating NTT faculty see section on Evaluation of NTT Faculty.
  • Encourage faculty to talk with members of the Department Personnel Committee (DPC).
  • Refer them also to the Faculty Staff Union’s Guide to the Tenure Process.”
  • The primary purpose of Periodic Multi-Year Review (PMYR) is to assist tenured faculty in their continuing professional development.  The PMYR process evaluates performance over a number of years and ensures that the talents of faculty members and their contributions to the University are maximized throughout their careers.  PMYR goes through the DPC and then straight to the Dean – It doesn’t go through the CPC.
  • The Academic Personnel Policy (Red Book) provides for the annual possibility of a notice of non-reappointment for any probationary faculty member (someone on the tenure-track who has not yet achieved tenure) as well as any non-tenure-track faculty member. Such decisions are made in consultation with the Dean; in the case of a full-time faculty member, there is prior advice by a faculty committee. Non-reappointment is to be distinguished from dismissal for cause.

Resources

  • OFD holds an annual 4th Year Review & Tenure Process Workshop usually in the spring semester. Faculty in their second and third year should be encouraged to attend. This workshop begins with information from the Administration and the Union followed by a panel of recently tenured faculty who present their experience and insights about the process. The final part includes a question and answer session. 

Leaves