Faculty Evaluation and Merit Pay (E-20A)
Original Implementation: September, 1982
Last Revision: October 30, 2007
Stephen F. Austin State University (SFASU) includes among the aspects of its mission and purpose effective teaching, significant performance and scholarly activity by its faculty members, and substantial service. It believes that the achievement of those aspects should be regularly and systematically assessed; and, in each case in which the achievement has been accomplished in an exemplary manner, recognition and rewards in the form of merit pay, promotion, and tenure should be extended. To evaluate the performance of its faculty members and to provide appropriate rewards, the university will employ the policies and procedures set forth below. As described below, an annual report of activities by each faculty member and follow-up interviews by appropriate administrators constitute the basis of evaluation and of recommended rewards. The annual Faculty Activity Report (FAR) may be used for any or all considerations: evaluation, merit pay, promotion, and tenure. Cover sheets and other information that may be required, however, differ according to the purpose(s) for which the material is being used.
The university recognizes the importance of clearly articulated criteria and procedures for documenting and evaluating meritorious performance in teaching, scholarly and creative activities, and service. SFASU understands and supports the need for faculty evaluation to be a process that is collegial, collaborative, and continuing. The university's goal in formalizing the process for evaluating meritorious performance of its faculty is to ensure the establishment of policy within each academic unit that is consistent with the mission of the college and university, that sets guidelines for a comprehensive review process, and that results in fair and equitable assessment of faculty in all academic divisions. The academic dean of each college shall periodically review the merit evaluation criteria and procedures of each department or division within the college.
As described in the Faculty Handbook and policy E-26A, Guarantees Relating to Matters Other Than Termination and Non-Renewal of Contracts, each academic unit shall follow the procedure by which a faculty member who disagrees with his or her evaluation may request that such evaluation be reviewed within the academic unit. If the faculty member is dissatisfied with the results of such review, he or she may request that the case be reviewed at higher administrative levels, according to policy E-26A.
Faculty Evaluation
Fulltime faculty members (excluding adjuncts) shall be formally evaluated annually for teaching, scholarly/creative activity, and service. For the evaluation, faculty members will present to their academic chair/director a completed annual FAR, of their activities during the preceding year (September 1 through August 31) and any other pertinent information that may be requested. Faculty members will review their annual FAR and administrative evaluation with their chair/director. Following the administrative reviews, the chair/director will meet with the college dean to review FARs, the information obtained in the interviews, and the administrative evaluations. Following this review, the dean will submit an Administrative Evaluation Form and supporting documentation to the provost and vice president for academic affairs for recommendation, if appropriate, to the president of the university, with a copy to the faculty member.
Merit Pay
1. Qualifications:
To qualify for merit pay, a faculty member must submit to the appropriate administrator a completed FAR of the preceding year and any other pertinent information that may be requested.
2. Criteria and Procedures:
Outstanding teaching, scholarly/creative activity, and service shall constitute the basis for awarding merit pay to a faculty member. For each of those three categories, colleges and departments/divisions establish their own appropriate and specific merit criteria and awarding procedures.
Merit recommendations by the chair/director are approved by the dean and provost and vice president for academic affairs. The provost and vice president shall make merit recommendations to the president for final approval.
Cross Reference: Faculty Handbook, Academic Promotion (E-3A), and Tenure (E-50A)
Responsible for Implementation: President and Provost and Vice President for Academic Affairs
Contact for Revision: Provost and Vice President for Academic Affairs
Forms: Annual Faculty Activity Report and Administrative Evaluation Form available in the Office of the Provost and Vice President for Academic Affairs