Teaching evaluations need to be packets of peer internal and external reviews, and student evaluations. Given the clustering of salaries, it appears that merit may have been used for salary adjustment, particularly at the administrative levels, i.e. isn't it odd that chair salaries are so uniform, ditto for most deans. Salary compression is also quite visible in the ranks, i.e. new faculty are approaching or overtaking old faculty in some areas. While suggestions were made to put the admins. Prof. Stouffer suggested that chair accountability should be examined.
Some chairs seem to be visibly working, while others are difficult to find.
It does not go away if a mistake is made, Prof. Singh noted. Bonuses might increase give and take on information. The argument that we lose the bonus money if we don't use it is bogus. It is still there. Recall that the Senate voted this fall to fold bonus monies into the merit pool, at least in the short-run.