Merit Pay Criteria for the Department of Curricular and Instructional Studies

Merit Pay Criteria for the Department of Curricular and Instructional Studies

The University of Akron

1. Those covered by these criteria should, upon satisfactory performance, be expected toachieve a score that will enable them to receive the contractual raise predicted uponsatisfactory performance. It is understood that satisfactory performance is expected to beachieved by all. The contract between the Administration of the University and the Akron-AAUP mandates there must be some activity in each area for tenure trackfaculty: Teaching, Research, and Service. Scores awarded toward the contractual meritcategories shall be such that a weighted score of "2" (Satisfactory) shall be readilyachievable by those whose work is satisfactory and that higher scores shall beprogressively more difficult to attain. These principles do not apply to the RTP process. These principles and rating generators shall be reviewed yearly by the bargaining unitmembers and revised as necessary.

2. Each faculty member covered by these criteria will weight each of the three areas(Teaching, Research, and Service), typically one time each year as part of the completionof the merit rating generator document. Each year, the Department Chair will solicitfrom each bargaining unit member his/her merit rating generator document including theweightings for the year's merit review. Weightings are intended to enable bargainingunit members to receive merit increases based on the work the bargaining unit memberfeels best represents his or her opportunities and interests, given the wide variety ofopportunities, interests, and needs in the department of Curricular and InstructionalStudies. Weightings for each individual faculty member will be made in consultationwith the department chair.

Each faculty member may elect to choose a variableweighting scale in the areas of teaching, research/scholarly activity, and servicecomponents to accurately reflect his/her work. This flexible plan shall be discussed withthe chair with the faculty member providing a rationale. Final approval will be providedby the chair.

For Tenure Track, weights may range from 15-65% for Teaching, 15-65%for Research and 15-30% for Service, summing to 100%. Minimum weights are 15%, upto 65% as a maximum weight for each area (except as noted for Service, where theweight may not exceed 30% without approval of the Chair).For Non-Tenure Track,weights may range from 50-100% for Teaching, 0-50% for Research and 0-30% for Service. Weights shall sum to 100%. If the bargaining unit member does not select otherweighting, then weights will default to: Teaching, 50%; Research, 30%; Service 20%. Incircumstances where the faculty member's time is bought out through research grants, theChair may allocate a higher weighting for research.

Procedural Issues

3. The departmental bargaining unit faculty shall create a committee to advise thedepartment chair in the process used to evaluate those covered by these criteria. Thecommittee shall be elected each year from among the bargaining unit members (3members); their advice will not relate to substantive issues but to procedural and processissues. The Chair retains the rights appropriate to his/her role under the terms of theCollective Bargaining Agreement.

4. Immediately after all merit evaluations have been completed, the Department Chair willprovide each faculty member with the faculty member's own total score and ranking (i.e., points earned, from l-5) in each of the three merit categories and recommendations forincrease before such recommendations are forwarded to the Dean.

The merit pool will follow contractual guidelines. Accumulated merit activities (and the meritpay calculation worksheet) will follow academic year cycles. (For the purposes of merit review only, the academic year is defined as beginning on the first [1st] day of the first summer sessionand concluding with the day prior to the first day of the following year's first summer session.

1. Each merit “period” may include more than one calendar year, and points will be summedacross calendar years as described below:

a. The merit evaluation period will include all merit-related activities/calculationsfor a three-year term. Therefore, each faculty member should sum all points ineach of the three merit categories for the three-year period and then obtain theaverage merit point totals for research/scholarly activity, teaching, service bydividing the resultant total by three. These averages will then be used todetermine each faculty member's merit rankings.

b. Each subsequent merit evaluation period will use a three-year rolling average.

2. A faculty member's salary adjustment will be computed according to the formulaspecified in Article 16, Section 6.C of the UA/Akron-AAUP collective bargainingagreement.

3. Change in these criteria shall be made according to the terms set forth in the contract.

4. Each area for rating (Teaching, Research, and Service) has an open category ("Other"),which is intended to provide the necessary flexibility to cover items or tasks which mightnot be covered in this document. The use of this category is at the discretion of the Chair.

5. The Chair shall have the discretion to reasonably require supporting documentation frombargaining unit members in a format, which shall be uniform for each bargaining unitmember.

Merit Review Generator

The Department of Curricular and Instructional Studies

Note: For the purposes of merit review only, the academic year is defined as beginning of the first day of the first summer session and concluding with the day prior to the first day of the following year's first summer session. There are three terms in an academic year:Summer, Fall, and Spring

Faculty Member Name:

For Year:

Tenure Track Teaching Rating Generator: (15-65%)

Non-Tenure Track Teaching: 50-100%)

Score Scale for Teaching (add and average if used over three years)

Tenure TrackNon-Tenure Track

0-10= 1Unsatisfactory0-10= 1Unsatisfactory

11-20= 2Satisfactory11-20= 2Satisfactory

21-30= 3Meritorious21-28= 3Meritorious

31-40= 4Outstanding29-35= 4Outstanding

40= 5Extraordinary> 36= 5Extraordinary

Example: Year 1 score + Year 2 score + Year 3 score / 3 = Score for merit calculation (Example: 14 points Year 1, 10 points Year 2, and 12 points Year 3 equals 36 points total, which is divided by three (for the first merit calculation), which yields a yearly average point total of 12, which (according to the scale above) would achieve a score for merit pay purposes of “2”.)

Points may be awarded at the discretion of the Chair, within the range noted for each item.

Tenure Track Research Rating: (15-65%)

Non-Tenure Track Research Rating: (0-50%)

Definition: For purposes of this rating, “peer review” is defined as any publication that has been published as a result of its review by a colleague or professional peer, whether blind review, editorial review, or panel review.

Points may be awarded at the discretion of the Chair, within the range noted for each item.

Score Scale for Research Tenure Track or Non-Tenure Track (add and average if used over 3 years)

0-5= 1Unsatisfactory

6-10= 2Satisfactory

11-15= 3Meritorious

16-20= 4Outstanding

20= 5Extraordinary

Example: Year 1 score + Year 2 score + Year 3 score / 3 = Score for merit calculation (Example: 14 points Year 1, 10 points Year 2, and 12 points Year 3 equals 36 points total, which is divided by 3 (for the first merit calculation), which yields a yearly average point total of 12, which (according to the scale above) would achieve a score for merit pay purposes of “2”.)

Note: Regarding Committees – Additional points should be awarded to Chairs

Tenure Track Service Rating Generator: (15-30%)

Non-Tenure Track Service: (0-30%)

Score Scale for Service Tenure Track and Non-Tenure Track (add and average if used over 3 years)

0-5= 1Unsatisfactory

6-10= 2Satisfactory

11-15= 3Meritorious

16-20= 4Outstanding

20= 5Extraordinary

Example: Year 1 score + Year 2 score + Year 3 score / 3 = Score for merit calculation (Example: 14 points Year 1, 10 points Year 2, and 12 points Year 3 equals 36 points total, which is divided by 3 (for the first merit calculation), which yields a yearly average point total of 12, which (according to the scale above) would achieve a score for merit pay purposes of “2”.)

Points may be awarded at the discretion of the Chair, within the range noted for each item.

Overall formula for merit raise:

Teaching Score (1-5) * Weight + Research Score (1-5) * Weight + Service Score (1-5) * Weight

Equals: Weighted overall score

See spreadsheet, approved for this use by Administration and Akron-AAUP, for specific dollar figures for individual raises.

Three-Year Rolling Average

Weights may range from:

Tenure Track: 15-65% for Teaching; 15-65% for Research; and 15-30% for Service

Non-Tenure Track: Teaching 50-100%; Research 0-50%; Services 0-30%

Summing to 100% (C&I approved document)

Default Weights: Teaching, 50%; Research, 30% Service, 20% (C&I approved document)

Faculty:

Teaching Rating Generator:Weight: %

Research Rating Generator:Weight: %

Service Rating Generator:Weight: %

Teaching Score (1-5) * Weight + Research Score (1-5) * Weight + Service Score (1-5) * Weight

Equals: Weighted overall score

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Curricular & Instructional Studies Merit -