QUESTION

	MEDICAL SCHOOL
QUESTION	**Dept. of Otalaryngology	Dept. of Urologic Surgery	Dept. of Family Practice & Comm Health	Dept. of Ophthalmology	Dept. of Pharmacology	Dept. BMBB	Dept. of Neurosurgery	**Dept. of Pediatrics
1. Does your department use an elected, peer evaluation group to conduct faculty merit evaluations?	No	NO RESPONSE	Yes	NO RESPONSE	No - There is an appointed committee.	Yes	NO RESPONSE	No - The Head meets with each Division Director, reviews the performance of the faculty members in the Division and jointly decide salary level.
2. Does the department chair/head participate in the deliberations of the elected, peer evaluation group during faculty merit evaluations?	Yes		No - We have an elected Merit Review Comm. Which has 4 members elected by the faculty and 2 appointed by me to achieve balance. They meet with me when they are done and present their recommendations		No	No - I meet with the committee formally after they have met and scored the performance of the faculty as defined in our departmental document that specifies how merit is to be evaluated.		No - We don't have that process.
3. Does the department chair/head collate scores from the elected, peer evaluation group during the faculty merit evaluations?	Yes		No - as above, plus, I do an annual review individually of all of our faculty and use the merit score plus my review to make salary determination.		Yes	No - I use the scores of the committee in deriving salary decisions.		No - As above, in #1.
4. Does the department chair/head render an evaluation during the faculty merit evaluations?	Yes - Chair's/head's score to that of the faculty peer review committee.		Yes - The score from the committee has the most weight, but, in some cases, information is obtained thru the annual review that was not presented to the committee. We don't have numerical weighting but it's probably 75-25 in favor of the merit score.		Yes - Depart. Head uses the Scholarship Committee scores as a guide to determine salary increases.	No		Yes - During meetings with Division Heads.
5. Does the department have a formal compensation/merit evaluation policy?	Yes		Yes		Yes	Yes		Yes - We have established a productivity model to determine faculty salary.
6. Does your department annually vote on the process(es) and criteria for faculty merit evaluations?	No		No - Every other year		No - The Evaluation Committee establishes the criteria for faculty merit evaluations. The criteria is established and approved by the entire faculty.	No - This is our first year but we plan to update this document annually to ensure it is effective.		No
7. Who makes the final decision on the actual amount of merit pay awarded in faculty merit evaluations?	Faculty peer and Chair/Head		Chair/Head - explained above.		Chair/Head - The Head uses the Committee scores to determine the amount of merit pay for each member.	Chair/Head - This year raises were based 50% on a $/percentage point basis (favors the higher paid faculty) and 50% on a $/merit point basis (favors the lower paid faculty).		Chair/Head
8. Does the available pool (not the source) of dollars available for annual faculty merit distribution vary depending on how a faculty member's appointment is funded?	Yes		No		Yes - Faculty with grant dollars who meet merit criteria can use their grant dollars to give them increase beyond what is available in the O&M poo.	No		No
9. Are the faculty aware of the available pool of money to be allocated to merit salary increases in this department? [e.g. dollars as a % of current pay, gross dollars, etc.]	Yes		Yes		Yes	Yes		Yes
10. Does the presence of a research grant containing salary dollars influence what might be available for awarding to individual faculty at annual merit distribution deliberations? [e.g. 3% average increase suggested by central administration, but grant contains 2% or 4% increase on that portion of the involved individual's salary]	Yes		No		Yes - A total increase amount is recommended for each faculty member, of which a specific amount of O&M dollars. Grant dollars would need to cover the remainder of the recommended increase.	No		No
11. Does the presence of a practice plan influence what might be available for awarding to individual faculty at annual merit distribution deliberations? [e.g., is the % of an individual's appointment that is assigned to clinical practice/service treated similarly to what has been suggested by central administration (3%) or are practice dollars awarded strictly on the basis of income generation?	Yes		No	No	No response	No - NA		No
12. Do monies generated from clinical practice endeavors go into the academic department and potentially into a merit pool involving those faculty not engaged in clinical practice?	Yes		No		No response	NA		Yes - The practice money goes into a pool, and is distributed partly according to clinical productivity and partly to merit.
13. Do the faculty in the department get a report on how available merit pool dollars were distributed (obviously not specifically to whom, but in the anonymous sense "how many faculty got what % raise)?	Yes		Yes		No - Scoring, by the entire faculty, is based upon performance in research, teaching, and service.	Yes - They are told what their merit scores were and what the department mean is.		Yes - The average and range are given.
14. Is the goal to award an "average" of the annually specified percent (as determined by Central Administration) to an individual's total faculty salary?	No		Yes		No	Yes		No response
15. Do you have any "incentive pay" or annual productivity bonuses that are awarded to faculty?	Yes		No		No	No - Wish I had		No
16. Are you aware of the Faculty Compensation Policy and what it says about how annual merit evaluations and salary determinations are to be conducted?	Yes		Yes		Yes	Yes		No
17. Do you as department chair/head meet with your faculty individually to explicitly discuss their merit evaluation and to agree upon mutual expectations for the following academic year?	Yes		Yes		No Response	Yes		No - Done through our Division Heads
Do you as department chair/head use a criteria-based formula to calculate merit scores for individual faculty?	Yes - external funding support (5 pts), publication in peer review journals (3 pts.), courses taught, undergrad/grad (3 pts), presentations at national mtgs. (2pts), advisor success (2 pts), resident teaching (1 pt), med student teaching (1 pt), CME presentations (1pt) participation as med school committee member (1pt), participation in national organ. (1pt), conference presentations (1 pt), admin. Activities (1pt) (b) use a point system for faculty (c) both clinical and research		No		No	Yes		No
19. Are merit $ awarded on a % of salary base, a raw dollar basis (e.g., dollars from the available pool regardless of annual salary), some combination of % and raw $, or some other method?	Raw $ from pool		% of salary - As above, a % of base.		Raw & %	No response		Raw $ from pool
20. When and how do you communicate the faculty member's annual salary incremental increase (or lack thereof) to individual faculty in your department?	Memo to faculty		A personal and confidential letter to each at the beginning of the academic year.		By letter	By letter		By letter at beginning of fiscal year.
21. When did the merit salary increases for your tenured and tenure-track faculty become effective in your department this year? (e.g., when did your faculty see the difference in their gross pay?) Specify the month and year the raises for 99-00 became effective.	7/01/99		June 99		October 99	December because this was our first year at this.		7/99
22. Are there any problems with the Faculty Compensation Policy that you feel should be addressed by the Senate Committee on Faculty Affairs and/or the Faculty Senate?	Much of this is totally irrelevant since this department is operating in the red. We can't give bonuses to anyone.		Not enough money from central.					No