Each January, all full-time faculty members must submit an annual report via the Faculty Annual Report System. These reports are then used in the School’s annual performance evaluation process.
Performance evaluations take place in two stages each spring, and evaluate each full-time faculty member’s performance during the previous calendar year. In the first stage of the process, department chairs review materials submitted as part of each faculty member’s annual report and prepare a preliminary evaluation of performance in the areas of teaching, research and service. Then, over one and one-half days of meetings, all eight department chairs, the Dean, and the Senior Associate Dean for Faculty & Research discuss the contributions of each full-time faculty member. Additional input on service is sought from the School’s Graduate and Undergraduate Academic & Career Development Centers.
Reviews are conducted by cohort (tenure track untenured assistant with less than 3 years since PhD; tenure track untenured assistant with more than 3 years’ service; tenured associate; tenured full; non-tenure track professorial; and lecturer faculty). This enables important comparisons of faculty across similar roles and stages of professional development. Performance evaluation letters are issued to full-time faculty in late spring.
In June, proposed merit salary increase recommendations for the upcoming Academic Year are submitted to the Provost. These recommendations are based on individual faculty performance during the previous Calendar Year. Salary increase letters are mailed in September, after merit recommendations are approved by the Provost.