Evaluation and Salary Increment Process
(Adopted May, 1992, Middletown Campus Senate)
The performance evaluation process of faculty for annual salary increment is as follows: Department Chairs and Academic Coordinators develop annual evaluations of faculty members within their departments and coordinatorships. Department Chairs and Coordinators should elicit as much active participation in the evaluation process and as complete an annual report as possible.
Salary Increment Process for Miami University Middletown Faculty
Each year the Department Chairs and Academic Coordinators develop evaluations
of all members of their respective areas. The faculty member's annual service
report is the primary basis for the evaluation. Since each coordinatorship is
multi-disciplinary in nature, faculty in these coordinatorships are encouraged
to fully enumerate and explain their activities in their annual reports. Additionally,
Chairs and Coordinators should maintain close contact with area faculty throughout
the academic year in order to be aware of the activities of the faculty and
to supplement the annual service report.
A department Chair or Academic Coordinator typically, is expected to use an evaluation form and process that serves the needs and is appropriate to the character of the individual unit. Each academic unit may choose to design and adopt its own evaluation form and process. The faculty evaluation form and process must conform to the accepted guidelines of the Miami University Information Manual July 2000 (Sections 7.1.C and 7.1.D) and the Middletown Campus Handbook. The evaluation form should address the three primary areas of faculty responsibility: Teaching and Advising ("most significant"); Service (University, campus, and community - as "significant"); and Research and Scholarship ("significant"). The evaluation form must be approved by a majority of the faculty in the department or coordinatorship and the Executive Director.
The evaluation process schedule:
- The department Chair or Coordinator meets with the faculty of their area at the beginning of the academic year. At this time the categories for evaluation are described as they apply to the specific department or coordinatorship and to individual faculty. The faculty have the opportunity to meet with the Chair or Academic Coordinator throughout the academic year for discussions relating to their evaluation.
- The faculty member maintains documents relating to his/her performance according to the categories indicated on his/her contract letter and on the evaluation form. These documents include but are not limited to student evaluations, annual service reports, peer evaluations, and chair evaluations.
- The faculty member provides this material to the Chair or Coordinator by (suggested date 2/1).
- The Chair or Coordinator develops the evaluation and provides the faculty with a copy (suggested date 2/21).
- The faculty member responds and provides additional material, if applicable or states specific exceptions to any part of the evaluation (suggested date 2/28).
- Chairs and Coordinators develop specific salary recommendations for all faculty in their area based on the salary increment pool allocated for their academic unit and forwards these with copies of individual evaluations and any faculty exceptions to the Executive Director.
- The Executive Director meets with each Chair and Academic Coordinator to examine and discuss faculty evaluations for salary increment recommendations. Where the evaluation by the Executive Director substantially differs from the evaluation by the Chair or Coordinator, the Executive Director provides them with substantive rationale. The Chair or Coordinator shares this information with the faculty member involved.
- The Executive Director forwards salary increments to the Provost. The Provost recommends all-University salary increments to the President who in turn makes recommendations to the Board of Trustees.
Certain sections of the Miami University Information Manual July 2000 refer to guidelines for evaluation of faculty and for salary increment policy. Section 7: Evaluation, Promotion, and Tenure of the Instructional Staff. Section 4: Compensation and Benefits; Section 4.1.D provides the primary description of University guidelines for salary increments:
Annual salary increments for the instructional staff are determined as a result of guidelines set by the President. From these guidelines increases for Oxford campus faculty are then recommended by Oxford campus department chairs, through the academic deans and the Provost, to the President. For instructional staff on the regional campuses, regional campus chairs or coordinators make initial recommendations to the appropriate executive director, who when forwards recommendations to the Provost and the President.
