Evaluation of Faculty Performance and Merit Pay Considerations
Merit Pay Considerations
DATE OF LAST REVIEW:
Specify the mechanism by which faculty performance is evaluated and how salary increases
based on merit are determined.
This Operating Policy will be reviewed by the Faculty Council and Executive Associate
Dean by when changes are made in University or College procedures. Substantial changes
will be approved by a majority of voting COHS faculty members.
All salary increases for faculty shall be on a merit basis unless otherwise mandated
by the legislature and shall be based on quality teaching, scholarly activity, and
other contributory activities, including university and community service along with
outreach and engagement. Application of these criteria will be guided by each faculty
member's letter of initial appointment. See the related policy for information regarding
administrative and unique appointments. The procedure for merit salary increases is
set forth in the prevailing instructions from the Office of the Provost for budget
Merit is assigned at the department level and approved by the Dean. It is the responsibility
of the department chairperson to recommend salary rates and merit increases. It is
expected that there will be a range of award levels, with higher achieving faculty
members receiving a higher merit award and lower performing faculty members receiving
a lesser award.
Each faculty member is required to provide an annual report on his/her work to the
department chairperson and departmental peer committee (if appropriate to departmental
policy) for use in consideration of a merit increase (OP 32.08). Consideration for merit will be based on each faculty member's annual faculty
review for the previous three years. New faculty with less than three years will be
reviewed on the basis of their time at Texas Tech.
If a faculty member does not submit an annual report by the deadline set by the department,
he/she will not be considered for merit for that year, which is one-third of the total
In an attempt to provide continuity across all areas of the college, a basic framework
of merit guidelines, which apply to all COHS faculty members, is provided below. Departments
may have unique needs which could be addressed in addition to the basic criteria provided.
All merit criteria must fit within the university guidelines and should be developed
through faculty participation and made available to faculty members.
Basic Merit Criteria
Teaching effectiveness should be based on factors to include:
- Teaching evaluation by students in each course taught.
- Teaching evaluations by the Teaching Effectiveness Committee. This evaluation is generally
voluntary and must be request by a faculty member. Evaluation is required annually
for pre-tenure faculty. For faculty members contemplating promotion, this evaluation
should be conducted minimally the year before the promotion application and optimally
two years before the promotion application. Evaluation by the Teaching Effectiveness
Committee is recommended periodically for all faculty members.
- Maintenance of current, relevant, and innovative courses as reflected through course
syllabi, academic rigor, and innovative teaching methodologies and evaluation techniques
(e.g., grade distribution, measurable learning outcomes requiring higher order thinking
[application, analysis, synthesis] and skill levels, honors courses, writing intensive
courses, domestic and international study courses/tours, case studies, collaborative
courses, team projects, service learning projects/courses, teaching-related research
projects, web-based courses, and distance education).
- Academic workload (OP 32.18).
- Chairing or serving as a member of thesis or dissertation committees and directing
- Recognition of awards for teaching, awards received by students under the supervision
of faculty, and TTU Teaching Academy membership.
Scholarship productivity should be measured by the scope, depth, relevance, and overall
contribution of the individual's program. The candidate may provide evidence of scholarly
activities in a variety of mechanisms appropriate to the discipline and based on the
initial appointment letter. Scholarship may take the form of traditional research
or creative activities (Department of Design only). Evaluation of scholarship performance
should be based on such factors as:
- Grant proposals submitted to agencies and sponsors.
- Sponsored project funding – total amounts obtained, number of grants, duration of
- Multidisciplinary research partnerships and productivity.
- Development efforts to secure research funding.
- Quality and number of publications in refereed journals (publications shall be weighted
in keeping with the scale recommend by the university with the rating provided by the chairperson).
- Other publications such as books, book chapters, and technical reports.
- Citations of research in academic publications, industry/trade publications, and popular
- Relevance of research to faculty member's academic discipline as well as the college
and departmental teaching, research, and service missions.
- Patents and product development.
- Quality and number of presentations at international, national, state, and regional
professional meetings – refereed, invited, and keynote address.
- Research efforts including letters of intent and competitive inside grants.
Faculty members in two programs in the college, Interior Design and Apparel Design
and Manufacturing, may be involved in creative work as all or part of their scholarship
activity. It is the responsibility of the faculty member to document the quality of
his/her creative work through appropriate documentation and validation by peers. Creative
activities may include:
- Innovative techniques, creative designs, artistic performances, unique methodologies,
originality of design, case studies, etc.
- Juried exhibits and competitions.
- Patents, juried memberships in professional organizations, and other forms of scholarship
will also be considered.
C. Service and Community Outreach/Engagement
Faculty members are expected to make professional contributions through service to
the department, college, university, the discipline at large, and the community. Evaluation
of service and community engagement activities should be based on factors such as:
- Membership on and/or chairing departmental, college, and university committees.
- Activity in professional societies and organizations such as offices held, responsibility
for program planning, committees, etc.
- Conducting professional development activities such as seminars/workshops, internships/practica,
extended learning courses, post graduate courses, study abroad experiences.
- Invited seminars, talks, review panels, workshops, reports, etc.
- Advising student organizations.
- Direction of accredited or approved programs or coordinating academic-related activities.
- Participation at international, national, state, regional, and local meetings of various
groups related to the discipline.
- Leadership in short courses and workshops for public and private groups.
- Community service and public relations activities.
- Fundraising activities.
- Recognition for awards for service.
- Participation in subordinate activities associated with the operation of the department,
college, and university.
While faculty performance should generally cross the three areas of teaching, scholarship,
and service, merit considerations may allow flexibility to reward significant achievement
in one main area. Such performance for teaching, for example, should usually represent
university or national recognition in the form of teaching awards, etc. In this way,
merit guidelines retain more flexibility than the guidelines for promotion and tenure.
Faculty members who have worked at Texas Tech for at least four and a half months
and have not received a pay increase in the last four and a half months are eligible
for merit-based salary increases.
- Faculty members submit an annual report in the specified format for the previous calendar
year by the designated time, no later than January 31.
- The department chairperson will evaluate each faculty member based on basic college
criteria and any previously agreed on departmental criteria.
- If appropriate to departmental policy, a peer evaluation group conducts a similar
evaluation as advisory to the chair.
- Based on the chairperson's evaluation and peer committee evaluation for the previous
three years (OP 32.08), faculty members are assigned a ranking for merit purposes.
- When the merit pool is identified by the Texas Tech Board of Regents, the department
chairperson then assigns a dollar amount to each faculty member based on their ranking.
Those figures are submitted to the Dean for approval.
- At the designated time, merit awards are added to faculty salaries through the university
- Once the Board of Regents meets to give approval to the final budget, and the budget
office verifies the budget, the chairperson will notify, in writing, each faculty
member of their merit increase.
- Merit increases are effective in September (October paycheck) each year.
See the timeline detailing the merit process for more information.
OP 32.08 Faculty Salary Increases
CoHS Teaching Effectiveness Committee process
OP 32.01A Promotion and Tenure Dossier Format
OP 32.18 Academic Workload Calculation
Timeline for merit process
Journal Evaluation Scale
Merit Notification Letter