FAQs--Faculty Salary Reviews
July 23, 2013
TO: Department Chairs and Faculty with Salary Reviews
A number of questions about the salary process have arisen. These cover reviews for salary only, not those reviews as part of contract renewal or promotion.
How do I get the documents needed for a salary review?
You can download the Faculty Salary Review form directly from Sedona or ask your support assistant to do it for you.
Should a department chair conduct a review of themselves or of their spouse or partner?
No. Another member of the department should be selected to conduct that review.
What should be done if there is only one department member at the Associate Professor or Professor rank in a department, or no one qualified to conduct the review?
If no one in a department is available to conduct the review, the Dean will appoint a person outside the department to do the review. The Department Chair should contact the Dean to seek such assistance.
How many classes should be observed and what should the commentary include?
At least one complete class should be observed. Provide information about the course number, name, and date of the observation in addition to evaluative comments.
What information about scholarship should be included?
Assessment of the quality of scholarly activity, such as whether a piece or work is in a highly respected or highly competitive peer reviewed forum, its potential for an actual impact on the field, etc., will help the Faculty Salary Committee to evaluate scholarship.
What will be the relative weights of teaching, scholarship, and service?
The Faculty Salary Committee has latitude in assigning the relative weight for teaching and related activities, scholarship, and service. During 2013-14, the Faculty Salary Committee plans to weigh teaching at 45 percent, scholarship at 25 percent, and service at 20 percent with the additional 10 percent allocated to the individual's most productive area. Each area will area of accomplishment will be rated on a zero to five scale, producing an overall merit score of between 0 and 5, rounded to the nearest half point.
What is the period of time for which scholarship will be considered?
Scholarly work either published or performed during the previous three years (June 1 - May 31) will be considered in the review. The review will also consider works in progress, but that will provide evidence of activity, not of productivity.
If a faculty member has been on leave for a semester or year during the three-year cycle, should the teaching review cover additional semesters to bring the total of semesters to six?
No, the review should deal only with teaching done during the three-year period of the review.
If a faculty member has been on leave for a semester or year during the three-year cycle, will they be penalized because their service is low in that year.
No, evaluations of service will take into account the fact that leaves impact service expectations.
How are teaching, scholarship, and service evaluated for individuals with shared contracts or Senior Lecturers who are not full-time employees?
Since teaching is evaluated based on quality, not quantity, the teaching evaluation is not influenced by the nature of the contract. Scholarship expectations for shared contracts are the same as those for all other regular faculty. Senior Lecturers may or may not have expectations for scholarship. Service expectations will be pro-rated for the contract. Thus, a .75 contract will be expected to do somewhat less service than a full contracts, while two individuals only being paid a single salary will each have about half the normal service expectations.
How will results of reviews be communicated? Will the Faculty Salary Committee tell faculty members what merit score was assigned?
The Faculty Salary Committee will work with the Dean to summarize the review. The Dean will meet with the faculty member and discuss that summary and the merit score with the faculty member. Sub-scores will not be provided. The Faculty Salary Committee does not intend that the comments of the Department Chair or other evaluator be shared with the individual being reviewed.