b. Performance Rating System
Each category on the faculty evaluation for which a faculty member has some responsibility is given a performance score. Each of the performance scores is then weighted according to the percentage of total effort that is assigned to that area of responsibility. The simple sum of the weighted performance scores is the overall performance score. The online system will automatically calculate the overall performance score. For example:
|
Category
|
Performance Score
|
Weighting (% total effort)
|
Weighted Performance Score
|
|
Teaching
|
4
|
0.5 (50%)
|
2
|
|
Research
|
3
|
0.2 (20%)
|
0.6
|
|
Service
|
4.5
|
0.3 (30%)
|
1.4
|
4.0 = overall score
The scoring system, approved by the Faculty Senate, is based on an equal interval five-point scale, where five represents “significantly exceeds expectations” and one is “below expectations.” Scores may be given in 0.5 increments. This rubric assumes a holistic approach and allows academic unit leaders to exercise professional judgment. An explanatory comment must accompany performance scores.
An overall evaluation score reflecting performance below expectations indicates that the faculty member has not satisfactorily met institutional expectations for assigned responsibilities during the evaluation period.
Faculty members are expected to consistently perform at a level that meets institutional expectations for their assigned responsibilities. Performance ratings reflecting performance below expectations may require adjustment of workload assignments, increased supervisory oversight, or other corrective measures as determined by the academic unit leader and dean. Faculty members who receive ratings below expectations will also not be eligible for a merit pay increase for the upcoming fiscal year.