In the past this would have included simply cv s, which are collected annually, and TCE s, which are delivered to each chairperson. Dean Roche suggested a more systematic approach, which would give faculty members credit for contributions not directly reflected in cv s. The second request was that salary distributions reflect differential contributions. This demonstrates that there is already a system of differential pay increases in the College. Where performance differs, however, so too should the rewards.
Chairs have the responsibility of making such judgments.
In this system, which is analogous to the staff system and probably the best one for Notre Dame, the dean would hold back some money to allocate to faculty or departments for extraordinary performance. This will relocate the healthy spirit of competition to the level of departments, not individuals. An excellent department will be in line for more resources. The University has an obligation to encourage us to perform at high levels. The third request was that feedback be given, where appropriate.