Academic Personnel

Merit and Merit-Based Salary Adjustments

All faculty members are reviewed annually for merit and any applicable merit-based salary increases following the procedures outlined in the UW Faculty Code, Section 24-55 and Section 24-57. Please note that if there is a conflict between this guidance and the Faculty Code, the provisions of the Faculty Code govern.

Reviews of merit shall consider the faculty member’s cumulative record, including contributions to research/scholarship, teaching and service, and their impact on the department, school/college, University, and appropriate regional, national, and international communities. Documentation of qualifications and recommendations for merit increase, as well as the merit allocation procedure may be found in Executive Order No. 45 and Executive Order No. 64.

Materials submitted for merit-based salary review include:

a) Current curriculum vitae that summarizes the faculty member’s cumulative record and contributions as outlined above.

b) Evidence of teaching effectiveness, which at minimum includes one student course evaluation for every year in which a course is taught, and a collegial (peer) evaluation, as required. Peer evaluations must be conducted every year for Assistant Professors, or for faculty in the Associate Professor Tenure Track and Professor Tenure Track titles. In addition, faculty who are Lecturers or Artists in Residence also must have peer evaluations conducted every year. For Associate Professors, Professors, Senior Lecturers, Senior Artists in Residence, Principal Lecturers, or faculty who are Professors of Practice, peer evaluations must be conducted at least every three years. Beyond these minimum requirements, units may require additional evaluations or additional evidence of effective teaching, which are determined at the local level.

c) Yearly activity report, the materials of which are determined at the local level.

d) Materials (summary report and any written response) generated from the regular conference with the chair/director/campus dean (see Faculty Code 24-57, Subsection C).

Each faculty member’s record and materials are evaluated by eligible voting faculty and reviewed for merit. For those with joint appointments, it is the responsibility of the primary appointing unit to ensure the concurrence of any secondary appointing units. To identify faculty who hold titles/ranks eligible for merit and voting responsibilities, please refer to the Merit Voting Matrix. Each faculty member’s salary is also evaluated in relation to colleagues and peers, following the procedure outlined in Faculty Code 24-55. A faculty member whose performance is not deemed meritorious for two consecutive years will be appointed an ad hoc unit level advisory committee, as outlined in Faculty Code 24-55, Subsection H. The documentation of the review and merit assessment should be retained by the appointing unit and/or the Dean’s/Chancellor’s office.

The key dates for merit-related events change each year, and are announced in a communication by the Office of the Provost during each spring quarter.

Additional Resources