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 servic4e 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:

a.       For teaching and advising

                                          i.      Compare the individual faculty member’s performance to the average performance, using the evaluations of teaching effectiveness. Assign a teaching performance score of 1 for those faculty teaching at less than or equal to 90% of the mean, a 2 for those faculty teaching at the mean, and a 3 for those faculty teaching at 110% of the mean.

                                         ii.       Take into consideration the teaching demands by counting the number of unique course preparations in the year. If equal to or greater than 3 course preparations, apply a multiplier of 1.33 to the teaching score.

                                       iii.      Take into consideration the individual faculty member’s teaching workload by dividing the percentage of the individual’s workload accounted for by teaching responsibilities by 40% -- the norm teaching workload percentage. (For example, if the faculty member has 80% of workload allocated to teaching then 80/40=2).

                                       iv.      Determine the individual teaching points by multiplying the teaching performance score by the teaching demand weight by teaching workload weight.

                                     v.      Sum the total number of points generated across all faculty and divide the number of points into the funds available for teaching merit to determine a dollar value per teaching point.

                                    vi.      Determine each faculty members’ teaching performance amount by multiplying the number of individual faculty member’s teaching points by the value per teaching point.

b.       For research

                                       i.      For the research active faculty, determine the research contribution of each research-responsible faculty member, using the intellectual contributions measurement structure .  As specific weights have yet to be established by the faculty for each aspect of intellectual contribution, the following values will be assigned in a consistent fashion

1.       Each Tier I publication (either at a stage of accepted for publication or appearing in print) will receive 4 points.

2.       Each Tier II publication (either at a stage of accepted for publication or appearing in print) will receive 2 point.

3.       Each funded research project will receive 2-4 points contingent upon significance.

4.       Each paper appearing in or accepted for publication in a meeting proceedings will receive 2 points.

5.       Each presentation, up to 3 presentations per year, will receive 1 point per presentation.

                                      ii.      Take into consideration the individual faculty member’s research workload by dividing the percentage of the individual’s workload accounted for by research responsibilities by 40% -- the norm research workload percentage. (For example, if the faculty member has 60% of workload allocated to research then 60/40=1.5.)

                                    iii.      Faculty members with research responsibility are expected to have an active program of research. At a minimum, it is expected that the faculty member will have draft versions of papers or teaching tools that maybe submitted for publication. Absent evidence of this work, a faculty member with research responsibilities will receive a 0 score for research contribution and will be ineligible for receiving an allocation from the portion of the performance pool allocated to research achievement.

                                    iv.      Determine the individual research points by multiplying the research contribution score by the research workload weight.

                                     v.      Sum the total number of points generated across all faculty and divide the number of points into the funds available for research merit to determine a dollar value per research point.

                                    vi.      Determine each faculty members’ research performance amount by multiplying the number of individual faculty member’s research points by the value per research point.

c.        For service

                                       i.      For faculty with service responsibilities, determine the service contribution  of each service-responsible faculty member, using the following:

1.       Membership on standing school committees equals 1 point

2.       Membership on ad hoc school committees equals 1 point

3.       Membership on university standing committees equals 1 point

4.       Membership on university ad hoc committees equals 1 point

5.       Chairing school committees equals 2 points (counts as membership plus additional responsibility)

                                      ii.      For faculty with service responsibilities, determine the service workload weight by dividing the percentage of the person’s workload by 20% -- the norm service workload percentage.

                                    iii.      Determine the individual service points by multiplying the service contribution score by the service workload weight.

                                    iv.      Sum the total number of points generated across all faculty and divide the number of points into the funds available for service merit to determine a dollar value per service point.

                                     v.      Determine each faculty members’ service performance amount by multiplying the number of individual faculty member’s service points by the value per research point.