Common use of Merit Clause in Contracts

Merit. Merit is for the recognition of noteworthy contributions to one's department, school, campus or college, the University and or professional discipline through the traditional avenues of teaching, research and service. It is also the most consistent means for moving beyond the cost-of-living increase traditionally recognized through the satisfactory performance increase provision. It is recognized that conditions vary within and among departments in terms of individual expectations, and it is agreed that awards at the various levels are designed to recognize individual achievement. 25.1 This article does NOT refer to Research Assistants or Research Associates paid from grant funds or contracts. 25.2 The merit pool shall be distributed according to the procedures outlined below: A. The ▇▇▇▇▇▇▇ shall establish a contingency fund and shall distribute the remainder of the merit pool at his/her discretion among the Deans of the schools and colleges. If a merit award is recommended, it shall be no less than $500. B. The ▇▇▇▇ of a school or college shall establish a contingency fund from the merit pool allotted to his/her school or college by the ▇▇▇▇▇▇▇. The remainder of the merit pool, excluding an amount for department heads' merit, shall be distributed at the discretion of the ▇▇▇▇ among the departments. Prior to the beginning of the academic year, the ▇▇▇▇ will publish his/her merit criteria to faculty and for Department Heads within his/her school. C. The total amount of the contingency funds of both the ▇▇▇▇▇▇▇ and the Deans shall not exceed 30% of the merit pool. D. By means of a procedure approved by a majority of the faculty, departments may establish advisory committees for making recommendations for merit awards to the Department Head. Such committees may also present merit evaluations without mention of a dollar amount to the ▇▇▇▇ for his/her consideration in determining the Department Head's merit award. In departmentalized schools each department may establish, by a majority vote, the criteria and also may establish priorities or the appropriate weighting of such criteria, that will be used to determine the departmental merit recommendations. In the event a department decides to permit the Department Head to establish the criteria and the appropriate weighting for merit recommendations, the Department Head shall inform all faculty members in writing of such criteria no later than two months prior to the commencement of the academic year for which merit recommendations will be made. In non-departmentalized schools equivalent arrangements shall be established by Deans and faculty members. E. Department Heads shall take departmental committee recommendations into consideration when making their own merit recommendations. In concert with the PTR requirements identified in the By-Laws, merit criteria shall include instructional, scholarly, service, and outreach excellence as appropriate. F. On forms provided by the ▇▇▇▇▇▇▇, Department Heads shall forward their merit recommendations for members of their departments, other than themselves, along with recommendations of the advisory committee, to the ▇▇▇▇ of the school or college. G. A faculty member may request from his/her Department Head information regarding his/her departmental merit recommendation(s) at any time after such information is transmitted to the ▇▇▇▇. H. Department Heads shall inform each member of the department of his/her merit recommendation at the same time such recommendation is submitted to the ▇▇▇▇ of the appropriate school or college. A faculty member has fourteen (14) calendar days from the time of the Department Head's submission to the ▇▇▇▇ to discuss the Department Head's recommendation with the ▇▇▇▇. I. The ▇▇▇▇ shall review the recommendations of the Department Head and the departmental advisory committee. The ▇▇▇▇ shall forward his/her own recommendations to the ▇▇▇▇▇▇▇. J. Within two weeks of making his/her recommendations to the ▇▇▇▇▇▇▇, the office of the ▇▇▇▇ shall compile and make available to the departments an abstract of merit awards. Such an abstract will give the number of people receiving a given range of award within the school and/or no award. 25.3 Once they become effective, the University will provide AAUP a summary of merit awards by fund and by individual. 25.4 Judgments and decisions of the ▇▇▇▇▇▇▇ which result in decrease of more than 50% in the Department Head's recommendations are subject to the grievance procedure described below only where there is evidence alleging that the decrease was arbitrary or capricious.

Merit. Merit is for the recognition of noteworthy contributions to one's department, school, campus or college, the University and or professional discipline through the traditional avenues of teaching, research and service. It is also the most consistent means for moving beyond the cost-of-living increase traditionally recognized through the satisfactory performance increase provision. It is recognized that conditions vary within and among departments in terms of individual expectations, and it is agreed that awards at the various levels are designed to recognize individual achievement. 25.1 This article does NOT refer to Research Assistants or Research Associates paid from grant funds or contracts. 25.2 The merit pool shall be distributed according to the procedures outlined below: A. The ▇▇▇▇▇▇▇ shall establish a contingency fund and shall distribute the remainder of the merit pool at his/her discretion among the Deans of the schools and colleges. If a merit award is recommended, it shall be no less than $500. B. The ▇▇▇▇ of a school or college shall establish a contingency fund from the merit pool allotted to his/her school or college by the ▇▇▇▇▇▇▇. The remainder of the merit pool, excluding an amount for department heads' merit, shall be distributed at the discretion of the ▇▇▇▇ among the departments. The ▇▇▇▇ shall reserve an amount from the departments’ merit pool equal to the merit associated with the department heads’ payroll. Prior to the beginning of the academic year, the ▇▇▇▇ will publish his/her merit criteria to faculty and for Department Heads within his/her school. C. The total amount of the contingency funds of both the ▇▇▇▇▇▇▇ and the Deans shall not exceed 30% of the merit pool. D. Consistent with the procedures outlined in Article 30, in departmentalized schools each department may establish, by a majority vote, the criteria and also may establish priorities or the appropriate weighting of such criteria, that will be used to determine the departmental merit recommendations. In non-departmentalized schools equivalent arrangements shall be established by Deans and faculty members. By means of a procedure approved by a majority of the faculty, departments (and their equivalents in non-departmentalized schools) may establish advisory committees for making recommendations for merit awards to the Department Head. Such committees may also present merit evaluations without mention of a dollar amount to the ▇▇▇▇ for his/her consideration in determining the Department Head's merit award. In departmentalized schools each department may establish, by a majority vote, the criteria and also may establish priorities or the appropriate weighting of such criteria, that will be used to determine the departmental merit recommendations. In the event a department decides to permit the Department Head to establish the criteria and the appropriate weighting for merit recommendations, the Department Head shall inform all faculty members in writing of such criteria no later than two months prior to the commencement of the academic year for which merit recommendations will be made. In non-departmentalized schools equivalent arrangements shall be established by Deans and faculty members. E. Department Heads shall take departmental committee recommendations into consideration when making their own merit recommendations. In concert with the PTR requirements identified in the By-Laws, merit criteria shall include instructional, scholarly, service, and outreach excellence as appropriate. F. On forms provided by the ▇▇▇▇▇▇▇, Department Heads shall forward their merit recommendations for members of their departments, other than themselves, along with recommendations of the advisory committee, to the ▇▇▇▇ of the school or college. If a merit award is recommended, it shall be no less than $500. G. A faculty bargaining unit member may request from his/her Department Head information regarding his/her departmental merit recommendation(s) at any time after such information is transmitted to the ▇▇▇▇. H. Department Heads shall inform each member of the department of his/her merit recommendation at the same time such recommendation is submitted to the ▇▇▇▇ of the appropriate school or college. A faculty member has fourteen (14) calendar days from the time of the Department Head's submission to the ▇▇▇▇ to discuss the Department Head's recommendation with the ▇▇▇▇. I. The ▇▇▇▇ shall review the recommendations of the Department Head and the departmental advisory committee. The ▇▇▇▇ shall forward his/her own recommendations to the ▇▇▇▇▇▇▇▇ together with the recommendations of the Department Head and the departmental advisory committee, if any. J. Within two weeks of making his/her recommendations to the ▇▇▇▇▇▇▇, the office of the ▇▇▇▇ shall compile and make available to the departments an abstract of merit awards. Such an abstract will give the number of people receiving a given range of award within the school and/or no award. 25.3 Once they become effectiveK. Departments and interdisciplinary units employing jointly appointed faculty shall agree upon a merit process for such faculty. The tenure home department may administer the merit award process and use its own merit criteria. The department will treat contributions towards interdisciplinary scholarship and creative work, the teaching of courses for the tenure home and interdisciplinary unit, and service to the department and interdisciplinary unit according to criteria determined by the department and interdisciplinary unit. The Directors of Institutes and other interdisciplinary units shall advise the tenure home department and department heads of the faculty member’s performance in his/her interdisciplinary field, including the significance of the faculty member’s publications within interdisciplinary fields. A designee of the ▇▇▇▇▇▇▇ shall establish merit procedures for Institute and Center Directors, and notify them of said procedures at the time of appointment. 25.3 The University will provide UConn-AAUP a summary list of merit awards by fund and by individualindividual on or before October 1. 25.4 Merit awards shall be communicated to the bargaining unit member via the University email system no later than August 15 of the relevant fiscal year. 25.5 Judgments and decisions of the ▇▇▇▇▇▇▇ which result in decrease of more than 5035% in the Department Head's recommendations are subject to the grievance procedure described below only where there is evidence alleging that the decrease was arbitrary or capricious.