Guidelines for performance-based faculty increases (5/15/2010):

The School of Business administration is an AACSB accredited business school. Our faculty members are responsible for delivering high quality instruction and student advising, high quality research, and responsible and committed service. Associated with this balanced perspective on faculty contributions, our norm is to evaluate faculty using 40% teaching, 40% research and 20% service.

In the interest of best serving our students’ and other constituencies’ needs, it is common practice to:

  1. Hire instructional specialists, and,
  2. Modify the workload of tenure track faculty to provide an appropriate mix of teaching, research and service responsibilities relative to career stage and unique capabilities.

The consequence of this practice is that the assigned workload for teaching, research and service will vary from faculty member to faculty member.

Thus, it is imperative that any system of allocating performance based salary increases take into account the school’s overall objectives and the unique contributions of individual faculty. The following protocol for determining and allocating performance based salary increases is designed to support that objective.

Overall, the approach is based upon a comparative evaluation of performance across peers within an area of responsibility and a weighting of each area of contribution in the determination of the total increase.

The steps are as follows:

  1. Divide the total performance pool into three categories – 40% teaching, 40% research, and 20% service.
  2. Within each category, conduct an evaluation of faculty as follows: 3. Determine individual faculty member total performance dollars by summing across the three categories – teaching, research, and service for each individual faculty member.