T11. 2.3 A merit score of one (1), “conditional merit,” is assigned when the Member’s overall performance in the previous three years is below the expectations for “high merit” in the given category. Indicators of “conditional merit” include— Teaching A significant number of student complaints and criticism directly related to the essential teaching related behaviors, or Minor shortcoming(s) in 3 or more essential teaching related behaviors, or Significant deficiencies in at least one essential teaching related behavior Service Untenured faculty: Falls short of meeting reasonable expectations of routine service Tenured faculty: Quantity of service contributions represents less than the minimal requirements for expected service, or Quality of service contributions is clearly below reasonable expectations
T11. 2.5 A merit score of zero (0), “unsatisfactory,” is assigned when— Teaching The Member’s teaching is seriously deficient (ongoing failure to meet essential teaching related behaviors). Service The Member contributes little or no service or the service contributions are clearly ineffective or unproductive.
T11. 2.1.1 Except for those covered under Sections T11.2.8-T11.2.8.1, for the area of scholarship, the Chair will provide a written evaluation and assign a score of 0, 1, 2, 3, or 4 based upon the Member’s Faculty Activity Reports and the annual evaluation criteria for scholarship specified in the Member’s Departmental Bylaws. This score shall apply to the Member’s performance in scholarship over the immediately preceding calendar year.
T11. 2.11 When evaluating a Member who is assigned 40% or more to service or administrative responsibilities outside his or her primary department, the Department Chair should solicit information from the xxxx, xxxxxxx or vice president to whom the Member reports.
T11. 4.4 After conducting the evaluations, the Department Chair will send to each Member of the Bargaining Unit a copy of his or her evaluation.
T11. 7.1 In departments where some faculty are on academic year appointments and some faculty are on fiscal year appointments, merit raises mi will be calculated as follows:
T11. 7.3 A Member who begins employment January 1 or later shall not be eligible for a salary increase during that calendar year. A statement in or attached to the offer letters for such Members will confirm that the base salary continues through the end of the first academic year (or, if applicable, fiscal year) of employment.
T11. 8.2 Grievances alleging that a Department Chair’s annual evaluations of a Bargaining Unit Faculty Member have been inconsistent with evaluations of other Members or in any other way involved a pattern of faulty judgment or prejudicial treatment, must refer to a period of at least three years, beginning no more than five years prior to the filing of the grievance.
T11. 8.2.2 The appellant’s current department chair will be given an opportunity to submit a written response to the grievance, and the appellant will be given an opportunity to comment on or rebut the department chair’s statement.
T11. 6.3 Independent of the Chair’s annual evaluation, the Department Promotion and Tenure Committee shall provide all untenured Members of the Bargaining Unit with an annual statement summarizing the individual Member’s cumulative progress toward obtaining tenure. (Section T13.7.1)
