BROOKS COLLEGE 2017-18FACULTY ACTIVITY PLANNING & SALARY ADJUSTMENT PROCESSES

Relates to Unit Head / Relates to Faculty / (May) Relate to PSSs
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  1. FACULTY ACTIVITY PLAN SUBMISSIONS. By October 2, faculty must submit their Faculty Activity Plans (FAPs) to their unit head. Brooks faculty—tenure-line and affiliate—mustuse the Digital Measures “Activity Insight” on-line database program to compile and print their FAPs.

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  1. FAPs & JOINTLY APPOINTED FACULTY. If a faculty member has a joint appointment in another unit or an assignment outside their home unit, he/she should supply both unit heads with copies of his/her Faculty Activity Plan. The faculty member should remind the head of the secondary unit to submit any feedback to the workload plan to the head of the primary unit by October 9, 2017.The head of the primary unit will fold in feedback to the plan from the secondary unit’s head in the meeting between the unit head and faculty member in which the FAP is affirmed/adjusted.

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  1. MEETING BETWEEN UNIT HEAD & FACULTY MEMBER. By October 31, 2017, the unit head meets individually with each faculty member to affirm or adjust Faculty Activity Plans. Plans should be adjusted in Digital Measures by October 31. In the case of jointly appointed faculty, the head of the primary unit should include in the discussion any feedback received about the plan from the secondary unit’s head.
    By November 15, unit head should forward electronic copies of all FAPs to the Dean’s Office.

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  1. WAIVING PEER REVIEW OF FACULTY ACTIVITY REPORTS (FARs). If, by a two-thirds majority vote, a unit chooses to waive peer review of Faculty Activity Reports (FARs), this decision must be communicated in writing to the Dean by January 15, 2018.

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  1. FACULTY SUBMISSIONS. By January 15, 2018, faculty must submit the following documents electronically to their unit: Faculty Activity Report, (for the preceding calendar year, 2016, which will auto-populate with the faculty member’s 2016 Workload Plan) and a current C.V. Brooks faculty—tenure-line and affiliate—mustuse the Digital Measures “Activity Insight” on-line database program to compile and print their FARs.

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  1. FARs & JOINTLY APPOINTED FACULTY. If a faculty member has a joint appointment in another unit or an assignment outside their home unit, he/she should supply the secondary unit with a copy of his/her FAR (with Faculty Activity Plan), or of that portion of the FAR pertaining to that unit. The faculty member should remind the external unit to submit, byJanuary 26, to the unit head of the home unit an evaluation of his/her performance in the secondary unit.The head of the primary unit should ensure the feedback submitted by the secondary unit’s head becomes a part of the salary adjustment process for that faculty member—see #9 below.

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  1. PEER REVIEW IN THE UNIT. Unless the unit has elected to waive peer evaluation, the unit head makes available to faculty each FAR (with Workload Plan) and C.V. for peer review, using criteria developed by the department. A unit can, with the approval of the Dean, develop a procedure wherein a committee reviews the FARs or where each faculty is randomly assigned a set of colleagues to review, but in such cases the FARs should still be made available to all the members of the department.

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  1. PEER RECOMMENDATIONS. After reviewing the FARs and C.V.s, faculty complete a “Peer Recommendation for Colleague” form for each member of their unit, which is given to the unit head by the departmental deadline announced by the unit head.
Faculty should also complete a “Peer Recommendation for Unit Head” form, which should be given directly to Noreen Savage(LOH 224) by February 19. Both forms are available at the Brooks College website: Click on “Faculty & Staff,” and then click on “Annual Review and Workload Planning.” Here is a direct link:
When recommending “less than satisfactory” or “exemplary” performance for any peer or unit head, faculty should provide a written justification; a written justification addressing the areas of teaching, scholarship, and service must also be provided when recommending “satisfactory” performance for an untenured faculty member. Reviewers should also note any concerns about an untenured faculty member’s contract renewal, tenure, or promotion.
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  1. UNIT RECOMMENDATIONS TO DEAN. For each faculty member in the unit, the unit head summarizes the peer evaluations received on the “Peer Recommendation for Colleague” forms.If a faculty member has a joint appointment in another unit or an assignment outside the unit, evaluation information or recommendations from the external unit(s) should be included in the Unit Head’s Summary.
When recommending “less than satisfactory” or “exemplary” performance, there must be a written justification; for untenured faculty, written justification addressing the areas of teaching, scholarship, and service is required for recommendations in all ranges and any concerns about their contract renewal, tenure, or promotion should be noted, along with written advice for improvement, if appropriate.
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  1. ByMarch 2 the unit head forwards electronic copiesof the Unit Head summary and all of the faculty FARs and CVs, along with criteria used in the review process, to the Brooks College Dean’s Office at .
Departments should retain a copy for their records and use during the individual merit classification discussions. Do notforward the individual “Salary Adjustment Recommendation”forms (filled out by individual faculty during the FAR review process) to the Dean.
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  1. March 2-16: Unit heads and academic program directors meet with the Dean to review salary adjustment recommendations for themselves and program faculty. Following these meetings, the dean meets with the Provost to discuss the college-level recommendations.

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  1. UNIT RECOMMENDATIONS COMMUNICATED TO FACULTY. After the recommended increase categories have been confirmed by the Dean, the unit head must communicate to each faculty member,in writing, the salary adjustment range and a summary of performance and hold a personal meeting, ordinarily by commencement, to discuss that faculty member’s performance for the past year. This meeting will also include discussion of the Unit Head’s Summary of the peer evaluations (or the unit head’s recommendation if peer evaluations are not done) and, in the case of untenured faculty or those who are Assistant and Associate Professors, the written performance summary.
After the Dean has given permission on final categories,untenured faculty, as well as those who are Assistant Professors and Associate Professors will sign the written performance summary (indicating receipt) and may, if desired, attach a response. Units are responsible for retaining a copy of the written performance summary in the faculty member’s personnel file so that it can be a part of the faculty member’s reappointment/tenure/promotion portfolio. Faculty are also responsible for retaining a written copy for their records.

Links to all Salary Adjustment Process & Workload Planning documents for Brooks College can be found at the following link: