Merit Pay

A bad idea for Education!

13. Merit (

In 2001 the West Virginia State University Board of Governors adopted a salary policy, effective 10/01/01, in compliance with that recommended by the Chancellor to the Higher Education Policy Commission. With regard to faculty, that policy reads:

A.Faculty shall be compensated based on the salary goals established in the campus compact. A pool of funds equaling a percentage of the base salaries of full-time faculty, in addition to funds for promotion, will be created to determine the amount of increase faculty receive.

B.Salary increases may be based on a combination of merit, market, and equity until the salary goal has been achieved for any particular year.

C.Once the goal has been achieved, but not later than FY 2005, all or a substantial part of faculty salary increases shall be based on merit. This standard is in compliance with the Higher Education Policy Commission Salary Guidelines approved on June 29, 2001 and distributed by the Chancellor in a July 6, 2001 memorandum.

Merit History

In response to this policy, the Faculty Senate Faculty Senate and the Office of Academic Affairs developed a plan for the distribution of merit salary increases. The Office of Academic Affairs and the faculty of each academic college developed the definition of meritorious performance, and a common merit allocation instrument (see Appendix J) was developed for the university faculty.

The instrument assesses three areas of achievement: teaching, scholarship, service. Sixty-five percent of the merit allocation is based upon the faculty member’s teaching. The department chairperson evaluates the faculty member’s teaching based upon criteria found in section C-8 of this Handbook, and using Part I of the Department Chair's Evaluation of Faculty (see Appendix I).

Student evaluation scores also contribute to this part of the score.

The remaining allocation is based upon the faculty member’s service and scholarly activities record.

Faculty members may choose to have their merit evaluated based upon 25% scholarship and 10% service or 20% scholarship and 15% service. Note: Merit is not automatic; Note: Merit is not automatic; faculty must apply for merit by submitting self-reports.

Merit Plan

Current Merit Pay Process: A. In February of each year, all faculty members submit a self-report (see Appendix H) to their

respective department chairpersons, based upon activities performed in the previous calendar year. Faculty who do not submit a self-report by the published deadline do not receive merit increases.

B. The department chairperson evaluates the self-report, and completes the Merit Allocation Instrument (see Appendix J). Note: In order to comply with HEPC Series #9, Department Chairs complete narrative evaluations on faculty who do not submit self-reports. These narrative evaluations cannot be used as a substitute for the merit instrument.

C. The Dean reviews the merit allocation in consultation with the Department Chair, making adjustments as necessary, and forwards the merit scores to the Vice President for Academic Affairs or his/her designated representative.

D. The Department Chair sends a copy of the Merit Allocation Instrument to the faculty member.

E. The Vice President for Academic Affairs or his/her designated representative notifies the faculty member of the final merit allocation.

F. When monies for faculty raises are available, the total amount of meritmonies is divided by total number of merit points awarded. The resulting dollar amount per merit point is multiplied by the number of merit points earned by each faculty member. The resulting dollar amount is the merit pay increase received by the faculty member.

Changing Interpretation of HEPC

Multiple Ratings and Conversions

(8)_____________(SUM OF ITEMS 1-7) Overall evaluation of Faculty Members Instruction Max 35

Directions: Rate the Faculty Member on the following items. Provide evidence/comments to substantiate the rating. Use the following ratings: 1 = Poor (needs extensive improvement) 2 = Below average (needs some improvement) 3 = Satisfactory (meets expectations) 4 = Above Average (exceeds expectations) 5 = Excellent (outstanding performance; ratings of excellent MUST be accompanied by (outstanding performance; ratings of excellent MUST be accompanied by extensive justification) extensive justification)

MaxMax. 28. 28

Merit Pay Instrument

A. TEACHING EXCELLENCE (75 points maximum) TOTAL POINTS AWARDED (in this category): I. Department Chairperson's Evaluation (60 merit points maximum)

The number of points is determined by the total score for items #1 - #7 on the Department Chairperson's Faculty Evaluation form.

Pts. on Chair Evaluation Merit points

Pts. on Chair Evaluation Merit points

Pts. on Chair Evaluation Merit points

21 4 merit points 26 24 merit points 31 44 merit points22 8 merit points 27 28 merit points 32 48 merit points23 12 merit points 28 32 merit points 33 52 merit points24 16 merit points 29 36 merit points 34 56 merit points25 20 merit points 30 40 merit points 35 60 merit points

Merit Pay Instrument

II. Student Evaluations (15 merit points maximum) Individuals receiving the following mean score on student evaluation of faculty will receive the following merit points:

3.5 – 4.0 3 merit points 4.56 – 4.75 12 merit points 4.01 – 4.25 6 merit points 4.76 – 5.0 15 merit points 4.25 – 4.5 9 merit points

32 + 9 = 41 Merit Instrument Points32 + 9 = 41 Merit Instrument Points

26 points on Chair Evaluation Form = 26 points on Chair Evaluation Form = 32 Merit Pay Instrument Points32 Merit Pay Instrument Points

Conversion to Merit Points

Pts. On Instrument Conversion Score

Teaching650 pts max 1 25

3 506 759 100

12 12515 15018 17521 20024 22527 25030 27533 30036 32539 35042 37545 40048 42551 45054 47557 50060 52563 55066 57569 60072 62575 650

41 Merit Instrument 41 Merit Instrument Points converts to ?Points converts to ?

366.33 Merit Points ?366.33 Merit Points ?

Change in Philosophy

• A system of Rewards instead of Punishment.• Faculty are a Diverse Group and therefore

need flexibility in a merit system.• The perception of Fairness and Equity is vital.• Multiple Evaluators (Peer group component to

be added)• Feedback Required (encouragement for

opportunity to improve)

.

Push to Change Perception• At Legislature.

• (fight for better salaries instead of internal fighting for peanuts)

• With HEPC.• (do not just accept merit concept)

• With Board of Governors.• (make faculty raises a higher priority)

• With Administration.• (Same standards for raises as faculty)

Preliminary Worksheet

Selected Percent

ages

1000

Category Score MaxPercen

tageWeighted

Score65% A. Teaching Excellence

(range of percentage

to be selected by

faculty member

from 20% to 65%)

Chair Evaluation 45% 35 0.00% 0Peer Evaluation 45% 35 0.00% 0Student Evaluations 10% 0.00 5 0.00% 0Spring Sample Size = 50Fall Sample Size = 50

Total Teaching Excellence 0

Preliminary Worksheet20%

B. Research, Professional, and Creative Activities 0 100

(range of percentage to be selected by

faculty member from 20% to 65%,

the compliment of the Teaching Excellence)

1 Graduate coursework 6 0.00%2 Workshop attendance 4 0.00%3 Article published in journal 20 0.00%4 Book published 20 0.00%5 Paper presented 15 0.00%

6 Grant Activity 27 0.00%7 Reviewer or Referee 14 0.00%8 Chairing panel 6 0.00%9 Service on panel 3 0.00%10 Service for professional society 9 0.00%11 Conference organizer 6 0.00%12 Honors and Awards 6 0.00%13 Accrediting Team service 3 0.00%14 Supervision of student research 21 0.00%15 Discretionary 6 0.00%

Total Research, Professional, and Creative Activities 0

Preliminary Worksheet15% C. Service to College and Community 0 25

1 Active in University Governance 4 0.00%2 Charing/Officer on University Committee 6 0.00%

3 Active in academic life of University 2 0.00%

4 Advising Honor Society 2 0.00%

5 Recruiting Activities 2 0.00%

6 Academic Advising 8 0.00%7 Service outside institution in discipline 5 0.00%8 Cooperation in department/university meetings 3 0.00%

9 Honors and Awards 3 0.00%

10 Credit Hour production 8 0.00%

11 Discretionary Points 4 0.00%

Total Service to College and Community 0

Email me with your comments and contributions!

lewis@wvstateu.edu