A merit review procedure has value beyond simple distribution of raises. As a performance evaluation method, it can help faculty improve, and it can be used to recognize contributions of meritorious faculty. To accomplish these aims, we propose some basic principles. These are followed by some more specific recommendations and by some specific descriptions of what various levels of merit mean. The standards for evaluation should be as consistent as possible across departments.
Merit evaluates quality as well as quantity of work.
For example, generating many student credit hours in and of itself is no- necessarily indicative of merit. The faculty member should know the criteria that will be used in the merit evaluation. The merit evaluation should be discussed with the faculty member by the person doing the rating. The faculty member should see any written comments that are to be forwarded to the administration. At least once a year the Department Chair should meet individually with each faculty member.