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| Texas statutes state that the salary increases
for faculty in general academic universities will be awarded on
the basis of merit and performance in accepted activities including
teaching, scholarship, and service. The statutes further state that
this requirement will not be interpreted so as to preclude salary
adjustments designed to avoid salary inequities. |
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| 1. |
GENERAL GUIDELINES |
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At Texas A&M University-Corpus Christi, salary
increases for tenure-line faculty and professional librarians will
be awarded as merit pay based on performance. This provision, however,
should not be interpreted so as to preclude salary adjustments designed
to avoid salary inequities. |
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| 2. |
PERFORMANCE ASSESSMENTS FOR FACULTY |
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2.1 |
Assessments of faculty performance and recommendations
for merit pay will take place at the college level or below. The
areas of assessment are Teaching, Scholarship, and Service (12.01.99.C1.04). |
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2.2 |
Merit raises are awarded for either Sustained Performance
or Extraordinary Performance. Sustained Performance is defined as
consistently and clearly satisfying the requirements of one's faculty
rank (as described in 12.01.99.C1.01). Extraordinary Performance
is defined as sustained performance and noteworthy contribution
in an area of Teaching, Scholarship, or Service. |
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2.3 |
Each department or college, with faculty participation,
will develop written evaluation criteria and procedures for evaluating
faculty members for merit salary increases. Criteria and evaluations
within each academic unit will be flexible enough to meet the objectives
of each unit while conforming to university-wide guidelines. |
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| 3. |
PERFORMANCE ASSESSMENTS FOR LIBRARIANS |
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The performance assessments on which merit pay for
professional librarians is based will include effective job performance
and service to the library, the university, and the community. The
Director of the Bell Library, with the participation of the professional
librarians, will develop written evaluation criteria and procedures
for evaluating professional librarians for merit salary increases. |
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| 4. |
ALLOCATIONS OF FUNDS FOR MERIT PAY AWARDS |
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Merit salary increases will be allocated to the academic
units of the university by the President or President's designee
after consultation with the Strategic Planning and Budgeting Council.
Subsequently, merit increases are determined by the Dean of each
college and the Director of the Bell Library in consultation with
department chairs and according to college or library criteria and
procedures. Regular increases received will become a part of the
individual's base pay. |
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| 5. |
RECOMMENDATIONS AND DECISIONS |
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Recommendations for awarding merit pay will pass from
the Dean of the college and the Director of the Bell Library to
the Provost and Vice-President for Academic Affairs. Recommendations
from the college level will indicate the precise dollar amount of
the increase that is recommended for each faculty member. |
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| 6. |
DEVELOPMENT OF COLLEGE-LEVEL PROCEDURES |
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Each college may further refine the plans for merit
pay but the resulting plan must be consistent with the general guidelines
and procedures outlined here. |