Faculty Merit Policy Florida State University Panama City Approved August 21, 2008 by the faculty via secret ballot Merit Salary Increase Criteria and Evaluative Procedures
The Florida State University consists of the main campus, one regional branch campus in Panama City, Florida, and a number of other centers and programs geographically dispersed throughout the State and internationally. Somewhat different from the mission of the main campus in Tallahassee, the mission of the regional branch campus in Panama City is to provide educational activities and supportive services to the population of the surrounding geographic area as well as the global community. The highest goal of this institution is to provide an exceptional educational experience for every student.
Although there is an expectation of scholarly activity necessary to sustain the teaching role, the research and publication expectation critical to advancing the mission of a Research I university yields to a more substantial instruction and service work load at the regional campus.
This document describes the criteria and related evaluative procedures to be used by the Panama City Campus for the distribution of salary increase funds, which the Board of Trustees makes available for the purpose of rewarding meritorious performance of faculty. It applies to all non-ranked Panama City Campus faculty as a unit. These criteria and procedures are consistent with the mission and goals of the Florida State University and the Panama City Campus.
Section 1: Basic Principles, Requirements and Assumptions
The merit salary increase criteria and evaluative procedures are based on the following:
1.1 The merit criteria and evaluative procedures are the sole basis upon which Administrators shall award departmental merit salary increases.
1.2 The merit criteria and evaluation procedures are consistent with the mission and goals of Florida State University Panama City Campus.
1.3 The merit criteria and evaluative procedures are logically related to the criteria and procedures pertaining to the annual faculty evaluation and the promotion process.
1.4 The merit criteria afford each faculty member the opportunity to achieve a merit raise when merit funds are available.
1.5 The merit criteria including both qualitative and quantitative aspects of performance will be evaluated by the Dean of the Panama City Campus and/or his/her appointees.
1.6 Merit will be evaluated to correspond to a 5 point scale: Unable to Evaluate, No Merit, Merit-if possible, Merit, & High Merit
Section 2: Structure of Merit Evaluation Process
The Faculty Handbook presents specific information and standards that will be used to evaluate teaching, recruiting, and service. The following merit criteria are based on the unique setting and focus of FSU Panama City faculty and are thus somewhat distinct from expectations at FSU main campus. Each section, Instruction and Service, will be broken down to include all activities that may be included in merit evaluation. It should be stated that basic requisite expectations for faculty are recorded on individual assignment of responsibilities. Given those basic requisite expectations are fulfilled, Merit-if possible would be warranted. Additional performance in either Instruction or Service (such as research, conference presentations, publications, etc) would constitute the potential for a higher Merit ranking.
The recommended changes contained herein are intended to 1) be inclusive of all activities faculty engage in for purposes of Instruction and Service, and, 2) to the greatest extent possible, quantify objectively and fairly the performance of those activities that have been determined to be value adding to the students attending the Panama City campus. Through listing and rank ordering the many activities faculty engage in it has been possible to organize the activities according to three categories with corresponding weights based on perceived value of the activity.
The recommendations are as follows:
1) Evaluation is based on activities representing both Instruction and Service (which includes recruitment).
2) Performance of all activities are recorded and assigned a weight (see table below).
3) Computation of the activities by their respective weighting will provide a quantitative measure for each activity which is then included in the overall sum total of activities.
4) All scores are then rank ordered for determination of No Merit, Merit if Possible, Merit, or High Merit.
5) Qualitative aspects of faculty activities that are not represented in the quantitative record will be included by Administration as deemed appropriate. Faculty would be required to identify when a quantitative record is seen as insensitive for a particular activity.
The following tables identify all faculty activities as reported to the Merit Committee in Fall 2006. Each activity has been assigned a weight which is multiplied by the number of occurrences for each activity. These amounts are then summed to arrive at the total number for the Merit Cycle. Please note the minimum requirements for performance of duties by faculty are represented by the Assignments of Responsibilities and should be adhered to in addition to this listing of Meritorious activities.
|
Teaching Activity |
|
Weight |
|
Spots reflect greater than or equal to 90% of very good/excellent on overall assessment of instructor by semester |
4 |
|
|
Development of new undergraduate or graduate level programs |
|
|
|
Book published as author or editor |
|
|
|
Article/Chapter published 1st/2nd author |
|
|
|
Paper presentation at conference 1st author |
|
|
|
|
|
|
|
Spots reflect 89% of very good/excellent on overall assessment of instructor by semester |
|
2 |
|
Paper presentation at conference 2nd author |
|
|
|
Poster presentation at conference 1st/2nd author |
|
|
|
Department, college, university teaching awards |
|
|
|
Article/Chapter published greater than or equal to 3rd author |
|
|
|
Article/Chapter published in e-journals 1st/2nd author |
|
|
|
Teaching workshops/seminars |
|
|
|
Research and creative activity that is in progress (do not list for more than on merit cycle unless research project is demonstrably different) |
|
|
|
Statement by candidate; willingness to assume new teaching assignments and schedules; and other teaching activities, which are important to the department or college. |
|
|
|
|
|
|
|
Spots reflect 84% of very good/excellent on overall assessment of instructor by semester |
|
1 |
|
Paper presentation at conference greater than or equal to 3rd author |
|
|
|
Poster presentation at conference greater than or equal to 3rd author |
|
|
|
Article/Chapter published in e-journal greater than or equal to 3rd author |
|
|
|
Contribution to professional newsletter |
|
|
|
Obtaining new internship/practicum placements |
|
|
|
Documented objective evaluation of teaching by another faculty |
|
|
|
Membership on master's or doctoral committees (record each) |
|
|
|
DIS or supervised research (record each student/project) |
|
|
|
In-service or adult education courses |
|
|
|
Special recognition by professional organizations |
|
|
|
Conference attendance (without presentation) |
|
|
|
|
|
|
|
Service Activity |
|
Weight |
|
Assuming administrative duties such as serving as a program coordinator or a center director |
|
4 |
|
Providing testimony on professional matters to legislative bodies |
|
|
|
Serving as leader of FSU, Panama City campus, Department, College or University committees |
|
|
|
Serving as faculty coordinator |
|
|
|
Serving as member of FSU, Panama City campus, Department or College/University committee |
|
2 |
|
Serving in professional groups (local, regional, national) such as officer, board member, committee member, etc. |
|
|
|
Providing non-funded professional advisory service (pro-bono) |
|
|
|
Providing presentation to community, civic, governmental or other external organizations |
|
|
|
Serving as representative of department, college or university at professional meetings |
|
|
|
Participating in campus recruiting activities (each) |
|
|
|
Serving as advisor for student organizations |
|
1 |
|
Developing presentation or promotional materials for program, department or university |
|
|
|
Recruiting at professional conferences or via printed articles in professional publications |
|
|
|
|
|
|
|
Computation of these activities is a two step process. First, multiply the number of occurrences for each activity by its corresponding weight. Second, add the products together to arrive at a sum total that is your Merit Score. All faculty merit scores will be hierarchically arranged to establish the respective divisions of High Merit, Merit, Merit-if-Possible, and No Merit. See attached worksheet for help on computing your score. |
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|
|
Merit Reporting Worksheet |
|
|
|
Teaching Activity |
Number of Events |
Weight |
|
Spots reflect greater than or equal to 90% of very good/excellent on overall assessment of instructor by semester |
|
4 |
|
Development of new undergraduate or graduate level programs |
|
|
|
Book published as author or editor |
|
|
|
Article/Chapter published 1st/2nd author |
|
|
|
Paper presentation at conference 1st author |
|
|
|
Spots reflect 85 - 89% of very good/excellent on overall assessment of instructor by semester |
|
2 |
|
Paper presentation at conference 2nd author |
|
|
|
Poster presentation at conference 1st/2nd author |
|
|
|
Department, college, university teaching awards |
|
|
|
Article/Chapter published greater than or equal to 3rd author |
|
|
|
Article/Chapter published in e-journals 1st/2nd author |
|
|
|
Teaching workshops/seminars |
|
|
|
Research and creative activity that is in progress (do not list for more than on merit cycle unless research project is demonstrably different) |
|
|
|
Statement by candidate; willingness to assume new teaching assignments and schedules; and other teaching activities, which are important to the department or college. |
|
|
|
Spots reflect 84% of very good/excellent on overall assessment of instructor by semester |
|
1 |
|
Paper presentation at conference greater than or equal to 3rd author |
|
|
|
Poster presentation at conference greater than or equal to 3rd author |
|
|
|
Article/Chapter published in e-journal greater than or equal to 3rd author |
|
|
|
Contribution to professional newsletter |
|
|
|
Obtaining new internship/practicum placements |
|
|
|
Documented objective evaluation of teaching by another faculty |
|
|
|
Membership on master's or doctoral committees (record each) |
|
|
|
DIS or supervised research (record each student/project) |
|
|
|
In-service or adult education courses |
|
|
|
Special recognition by professional organizations |
|
|
|
Conference attendance (without presentation) |
|
|
|
Total by weight: |
|
|
|
|
|
|
|
Service Activity |
Number of Events |
Weight |
|
Assuming administrative duties such as serving as a program coordinator or a center director |
|
4 |
|
Providing testimony on professional matters to legislative bodies |
|
|
|
Serving as leader of FSU, Panama City campus, Department, College or University committees |
|
|
|
Serving as faculty coordinator |
|
|
|
Serving as member of FSU, Panama City campus, Department or College/University committee |
|
2 |
|
Serving in professional groups (local, regional, national) such as officer, board member, committee member, etc. |
|
|
|
Providing non-funded professional advisory service (pro-bono) |
|
|
|
Providing presentation to community, civic, governmental or other external organizations |
|
|
|
Serving as representative of department, college or university at professional meetings |
|
|
|
Participating in campus recruiting activities (each) |
|
|
|
Serving as advisor for student organizations |
|
1 |
|
Developing presentation or promotional materials for program, department or university |
|
|
|
Recruiting at professional conferences or via printed articles in professional publication |
|
|
|
Total by weight: |
|
|