2. Merit Pay A bad idea for Education!

3. 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

4. Faculty Senate In response to this policy, the 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. Note: Merit is not automatic; 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; faculty must apply for merit by submitting self-reports. Merit Plan

5. 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.

6. Changing Interpretation of HEPC

7. 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 extensive justification) Max. 28

8. 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 EvaluationMerit points Pts. on Chair EvaluationMerit points Pts. on Chair EvaluationMerit points 214 merit points2624 merit points3144 merit points 228 merit points2728 merit points3248 merit points 2312 merit points2832 merit points3352 merit points 2416 merit points2936 merit points3456 merit points 2520 merit points3040 merit points3560 merit points

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

10. Conversion to Merit Points Pts. On InstrumentConversion Score Teaching 650 pts max125 350 675 9100 12125 15150 18175 21200 24225 27250 30275 33300 36325 39350 42375 45400 48425 51450 54475 57500 60525 63550 66575 69600 72625 75650 41 Merit Instrument Points converts to ? 366.33 Merit Points ?

11. 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).

12. 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)

13. Preliminary Worksheet Selected Percent ages 1000 Category ScoreMax Percen tage Weighted Score 65%A. Teaching Excellence (range of percentage to be selected by faculty member from 20% to 65%) Chair Evaluation45%350.00%0 Peer Evaluation45%350.00%0 Student Evaluations10%0.0050.00%0 Spring Sample Size =50 Fall Sample Size =50 Total Teaching Excellence0

14. Preliminary Worksheet 20% B. Research, Professional, and Creative Activities0100 (range of percentage to be selected by faculty member from 20% to 65%, the compliment of the Teaching Excellence) 1 Graduate coursework60.00% 2 Workshop attendance40.00% 3 Article published in journal200.00% 4 Book published200.00% 5 Paper presented150.00% 6 Grant Activity270.00% 7 Reviewer or Referee140.00% 8 Chairing panel60.00% 9 Service on panel30.00% 10 Service for professional society90.00% 11 Conference organizer60.00% 12 Honors and Awards60.00% 13 Accrediting Team service30.00% 14 Supervision of student research210.00% 15 Discretionary60.00% Total Research, Professional, and Creative Activities0

15. Preliminary Worksheet 15%C. Service to College and Community025 1 Active in University Governance40.00% 2 Charing/Officer on University Committee60.00% 3 Active in academic life of University20.00% 4 Advising Honor Society20.00% 5 Recruiting Activities20.00% 6 Academic Advising80.00% 7 Service outside institution in discipline50.00% 8 Cooperation in department/university meetings30.00% 9 Honors and Awards30.00% 10 Credit Hour production80.00% 11 Discretionary Points40.00% Total Service to College and Community0

16. Email me with your comments and contributions! lewis@wvstateu.edu