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									University of Colorado at Boulder
Todd T. Gleeson, Dean

College of Arts and Sciences
Old Main 1-43
275 UCB
University of Colorado, Boulder, CO 80309-0275
(303) 492-7294, Fax: (303) 492-4944, email: gleeson@colorado.edu


TO:            Chairs and Directors

FROM:          Todd T. Gleeson

SUBJECT:       Annual Merit Evaluation Processes in the College of Arts and Sciences

DATE:          March 1, 2004


The process of annual evaluation of faculty for purposes of assigning merit adjustments to salaries is
defined by the members of each primary unit. However, the annual merit evaluation process adopted
by each unit must adhere to a number of college, campus, and University system policies and
guidelines. These policies and guidelines define a common set of characteristics shared by all unit
processes in the College of Arts and Sciences. These common characteristics are:

1. Annual Merit Evaluation processes must be described in writing and available to members of the
   unit. Evaluation processes must be approved by the faculty members of the primary unit, and by
   the dean. Substantive changes to the evaluation process or criteria for evaluation must occur by
   April 1 prior to the academic year in which the modified processes will apply (University policy).
2. The Annual Merit Evaluation process must evaluate the performance of faculty members over
   multiple years. That is, accomplishments over at least two years must be combined and
   considered (College policy). Some units average accomplishments over three or more years.
3. The process of annual merit evaluation must include the deliberations of a faculty committee from
   within the primary unit. This “salary committee” may be a standing or ad hoc committee (College
   policy). Many units use their executive committee for this function.
4. In the annual evaluation of teaching accomplishment, multiple measures of assessment, not just
   FCQ results, must be considered (System policy).
5. Components considered in the evaluation of teaching accomplishment must be assigned relative
   weights that imply relative importance in the evaluation process (System policy). The term
   “Components” refers to both the types of teaching activities evaluated (e.g., classroom teaching,
   graduate student mentoring) as well as to the methods of assessing those activities (e.g., FCQs,
   peer classroom visitations). Relative weighting may be assigned explicitly or implicitly to
   components by rank ordering components in importance, grouping components into more
   important and less important categories, assigning merit points to components, by describing
   typical profiles of faculty earning evaluations of “meeting expectations”, “exceeding expectations”,
   or by other acceptable methodologies. (College policy).

								
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