This case study is the first to track the method used by an Israeli institution of higher education to assess and reward faculty members using a set of performance measures ("Excellence criteria"). The study profiles faculty members who received financial rewards for excellence during 2005-2007, based on the previous year's activities,…

At a university of about 800 faculty members offering baccalaureate, masters, and doctorate programs a study was conducted to determine the relationships between recommended salary increases and evaluation of performance. Salary increase proposals were submitted for faculty by department chairpersons. Among other items of information, the…

In order to gain information on the employment of part-time faculty, a survey instrument was designed and mailed to all of the two-year colleges in California. A total of 86 percent of the questionnaires were returned, and results were extrapolated to provide a statewide picture. Part-time faculty were found to constitute a sizable and growing…

Faculty resistance to an annual faculty evaluation system implemented at the University of Northern Colorado was widespread. Four factors characterized faculty members most dissatisfied with the evaluation of their performance: years in service at the university, level of the evaluation, impact on salary, and inconsistency among the evaluators.…

Officials at a number of higher education institutions have shown that considerable discrepancies exist in faculty salaries, corresponding to sex differences. To date, there has been no satisfactory way to examine the relationship between faculty accomplishments and rewards in the merit system. This study was undertaken to assess the nature of…

Awarding merit pay is a two-step process involving a performance review and a monetary calculation. A model that will distribute a finite amount of money while taking into account performance levels and base salaries of evaluees is described. (Author/MLW)

Case studies of 10 medical schools identified innovative mechanisms of faculty governance and management to enlist faculty in meeting demands of a competitive marketplace, including appointment letters explicitly specifying roles and responsibilities; annual, objective, performance reviews; salary tied to performance; lengthened pretenure period;…

A widespread perception exists that faculty with public service or extension activities are not treated equitably either in annual evaluations for merit salary increases or in peer evaluation for promotion. To determine the items considered important in making personnel decisions in extension and service areas, a survey was sent to chief academic…

This study of academic rewards for occupational therapy (OT) faculty identifies statistical predictors of rewards and scholarly productivity. Multiple regression analyses revealed that, in contrast with traditional academe, publications do not predict salaries for OT faculty. Variables such as advanced degree, professional awards, and outstanding…

Summarized in the first part of the report are the deliberations of the Southern Regional Education Board's Task Force on Faculty Evaluation and Institutional Reward Structures during 1976-77. The group assisted the SREB staff to analyze procedures currently used by institutions to judge faculty effectiveness, drew conclusions, and arrived at a…

The assessments of faculty performance for the determination of salary increases are analyzed to estimate interrater reliability. Using the independent ratings by six elected members of the faculty, correlations between the ratings were calculated and estimates of the reliability of the composite ratings were generated. (Author/MLW)

Linear regression models that predict faculty salaries from professional and affirmative action variables were developed to validate promotion and merit criteria, set a starting salary scale, and identify possible systematic and individual salary inequities. All 377 full-time teaching faculty and librarians (309 men and 68 women) employed by a…

Faculty definitions of merit are analyzed through 417 recommendations for merit salary awards. The effects of the recommendation writer's academic characteristics on the case made were examined, and it was found that definitions of merit varied by academic discipline and rank, and teaching was generally less valued than research or service. (MSE)

The views of 1,105 faculty members at seven diverse colleges and universities relating to pay-promotion criteria were surveyed. In addition, the parallel-perceptions inquiry enabled comparison of the views of 36 Harcum Junior College faculty and those of 1,069 faculty representing large, medium, and small colleges, both public and private.…

This study examined attitudes among faculty of Florida State University (FSU) toward an established merit pay system and in particular whether faculty were more comfortable with a merit system which included departmentally developed criteria. Union and administration had agreed on a merit pay system in 1984 which included faculty and departmental…