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College Policy Number/Title:

Awards of Merit
Awards of merit are based on the ratings received by a faculty member on the division chairperson's evaluation of the faculty annual summary and supporting materials including student evaluations, classroom observations, student comments and other appropriate information. The faculty annual summary is part of the faculty evaluation and merit system; copies of the form are on file in the office of the vice president of academic affairs.

Faculty who are approaching the maximum of the salary range for their grade are eligible to earn merit pay, but the portion of merit pay that exceeds the maximum of the salary range will not accrue to the base salary. Instead, it is paid as non-base merit with the base salary remaining at the maximum.

Merit awards will be adjusted for faculty hired after the start of the fiscal year and are contingent upon available resources.  Faculty hired July 1 through October 31 are eligible for the full merit award; faculty hired November 1 through December 31 are eligible for three quarters merit award; faculty hired January 1 through March 31 are eligible for half the merit award; and faculty hired April 1 and after are not eligible for a merit award until the following fiscal year.

Faculty out on extended periods of leave during the year may also have reduced merit increases.  Faculty who work eight months of a fiscal year or more are eligible for full merit for that fiscal year; faculty who work for six to eight months of a fiscal year are eligible for three quarters merit for that fiscal year; and faculty who work three to six months of a fiscal year are eligible for half merit for that fiscal year.

Specific Criteria for the Awards of Merit

CRITERIA FOR PERFORMANCE RATINGS

Outstanding

Faculty must receive an excellent performance evaluation to be eligible for consideration for an outstanding performance level. For this highest performance level, the faculty member must document significant accomplishments related to the mission, goals, and objectives of the institution and the initiatives and priorities of the instructional unit's core work. The focus will be on the scope and depth of the accomplishments. The outstanding level is recommended by a division chair for accomplishments greatly exceeding expectations in instructional excellence or the accomplishment of instructional initiatives in the following areas:

  • Supervisor observations and evaluations, self-evaluations, peer input and feedback, student evaluations.
  • Learning improvement or learning outcomes assessment projects.
  • Curriculum, program, and course design or development.
  • Development and application of flexible, innovative learning options or multiple delivery systems.
  • Guidance and assistance of students in the completion of programs, certificates, or courses.
  • Advancement of institutional strategic initiatives in areas outside of the classroom.
In any of the above areas scholarly, professional, research or creative activity, as well as community service or development, could also be considered if the accomplishments reflect a high level of discipline-related expertise, breaks new ground, and has significant impact to the institution.

Division chairs will produce a summary report at the end of each college year summarizing the activities and outcomes that qualified faculty for the outstanding level.

Resulting Salary Agreement:

Faculty on Continuing Salary Agreement
Two-year continuing salary agreement with outstanding level award.

Faculty on Probationary Salary Agreement
One-year probationary salary agreement with outstanding level award.

Excellent

High quality performance on all of the faculty performance expectations outlined in the faculty responsibilities section of the faculty handbook in the areas of:
  • Teaching, including class load, office hours, general teaching responsibilities, and institutional student outcomes.
  • College responsibilities, including routine responsibilities, and major college responsibilities.
  • Instructional improvement, including teaching and learning improvement, professional development, and program development (optional).
Resulting Salary Agreement:

Faculty on Continuing Salary Agreement
Two-year continuing salary agreement with excellent level award.

Faculty on Probationary Salary Agreement
One-year probationary salary agreement with excellent level award.

Acceptable

This rating will be given by a chairperson where performance problems can be documented that are not significant enough for the rating of "needs improvement" and where the faculty member is striving to improve the problem. It may also be given where projects and activities are partially incomplete.

Resulting Salary Agreement:

Faculty on Continuing Salary Agreement 
Two-year continuing salary agreement with acceptable level award.

Faculty on Probationary Salary Agreement
One-year probationary salary agreement with acceptable level award.

Needs Improvement

This rating will be assigned when the chairperson has documented several minor problems or one serious problem in the faculty member's performance on the established faculty performance expectations.

Resulting Salary Agreement:

Faculty on Continuing Salary Agreement
1.  First year "needs improvement" rating:  two-year continuing salary agreement - no merit.
2.  Second year "needs improvement" rating;  second year of two-year continuing salary agreement - no merit.
3.  Third year "needs improvement" rating:  notification by January 30 of non-renewal of salary agreement based on interim
     evaluation.

Faculty on Probationary Salary Agreement
1.  First year "needs improvement" rating:  one-year probationary salary agreement - no merit.  (Requires submission and
     implementation of plan to improve.)
2.  Second year "needs improvement" rating:  notification by March 15 of non-renewal of salary agreement based on interim
     evaluation.

Unsatisfactory

This rating will be assigned when the chairperson has documented serious problems in a faculty member's performance on the established faculty performance expectations.

Resulting Salary Agreement:

Faculty on Continuing Salary Agreement
1.  First year "unsatisfactory" rating is received while on two-year continuing salary agreement: no merit.
2.  Second year "unsatisfactory" rating is received while on second year of two-year continuing salary agreement: 
     notification by January 30 of non-renewal of salary agreement based on interim evaluation.

Faculty on Probationary Salary Agreement

Notification by March 15 of non-renewal of salary agreement based on interim evaluation.

Effective Date:  5/11/12