The following rules constitute the salary recommendation policy in effect within the
Department of History.
1. Because the History Department faculty is expected to be active and competent in a tripartite commitment to scholarship, teaching, and service, the fact of publication, teaching, or professional service per se shall not be considered meritorious in making salary recommendations.
2. By January 15 of each calendar year faculty shall submit to the Executive Committee a statement identifying and evaluating the past year's activities in the areas of scholarship, teaching, and service along with relevant supporting material (copies of publications, conference papers, teaching evaluations, and the like). The material shall be placed in each person's Professional Profile file containing activity statements for the past two years and an updated curriculum vita. In every case the burden of presenting appropriate evidence to justify inclusion in a merit category shall rest with the individual faculty member.
3. For the purpose of ranking faculty for salary recommendations, the elected members of the Executive Committee shall constitute a Budget Committee, with the department chair acting as Budget Committee chair and serving in an ex officio capacity.
a. In evaluating scholarship, quality and significance are the primary considerations for meritorious designation.
b. Merit salary increases for teaching require pedagogic achievements significantly above the department norms. As teaching is a cumulative instead of a piece-work activity, evaluations of meritorious teaching shall be part of tenure or when tenured faculty are reviewed as part of the five-year Review of Tenured Faculty process. Ad hoc committees shall provide all relevant information concerning pedagogy--student course evaluations, senior exit interviews, peer evaluations--to the Budget Committee, which may then recommend individual faculty for High Merit salary increases for teaching excellence.
c. Individuals may propose in any given year unusually significant professional or university service for merit salary consideration.
4. The Salary Recommendation Committee shall use the Professional Profile files in recommending faculty for salary increases according to the following categories and guidelines. The amount of the designated dollar awards shall be reevaluated periodically.
a. Special Merit. A designated dollar amount to be awarded in addition to any other salary increase to faculty who in the past calendar year have achieved one or more of the following:
i. Published a scholarly book (maximum of $2,000)
ii. Received a College or University Teaching Award (Maximum, $2,000)
iii. Awarded promotion in rank to associate or full professor as per guidelines of the College of Humanities
b. High Merit. A variable dollar amount in addition to the Basic merit percentage increase for faculty who have in the past calendar year made an outstanding contribution(s) to scholarship and publication outside the Special Merit category, met the criteria for meritorious teaching (3.b), or achieved an overall professional profile for the previous three years that warrants an equity salary adjustment.
c. Basic Merit. A percentage increase, determined annually, for faculty who during the past three years have published either a book or a scholarly article in a refereed professional journal or in a collection of original essays, taught an additional two courses per year and engaged in teaching support activities, or demonstrated tangible evidence of ongoing research likely to lead to publication such as presenting a refereed paper at a major professional meeting or securing research grants, fellowships and the like.
d. Low Merit. A percentage increase less than basic merit for faculty who during the past three years have not published a book or a scholarly article in a refereed journal, or a collection of original essays, not presented a refereed paper at a major professional meeting, not received tangible support for research activities such as grants and fellowships, not provided other evidence of professional achievement (e.g., letter of manuscript acceptance from journal or press), and not exceeded the standard teaching load. Faculty in this category will receive a minimal salary increase from the preceding year.
5. The Salary Recommendation Committee shall submit to the chair a ranking of faculty according to the aforementioned four categories along with explanations for the designations.
6. The chair shall recommend faculty salary increases, with the Salary Recommendation Committee rankings as the primary basis for High Merit (b) determinations, to the dean of the College of Humanities. When authorized by the dean, the chair shall advise each faculty member in writing as to the amount of and rationale for his/her salary recommendation.