Fifth Year Maintenance Report - AACSB - The University of Texas at ...

faculty member to maintain a regular exchange concerning any questions that arise. The mentors arealso asked to monitor their mentees progress toward tenure and provide regular feedback to facilitatethe achievement of tenure.Evaluation, Reward Systems, TenureAll faculty members are evaluated each year. The annual faculty evaluation is performed for acalendar year rather than for an academic year and is done in the spring semester. The evaluationincorporates the three areas of faculty responsibility: teaching, research and service.All faculty members have agreed to the distribution of workload between the three componentsas outlined in the College of Business Workload Policy. The evaluation is performed by the DepartmentChairperson who awards evaluations for each of the components on a 1-4 scale where 1 is the bestscore and 4 is clearly unsatisfactory. Each person’s composite score is the weighted average of thecomponent scores where the weights are the agreed to percentages allowed under the workload.Unless requested by the faculty member, all workload weights are evaluated every three years todetermine whether a faculty member should stay on the same track or move to a different track.Merit pay has generally been paid at a rate of approximately 2.25%. Based on eligibility criteriadistributed by the Provost’s office, percentage merit is awarded using the evaluation scores used for theannual review. A small amount of money is withheld by the dean to provide super merit raises tooutstanding performers.Untenured tenure-track faculty members are informally evaluated by the Department FacultyReview and Advisory Committee (DFRAC) each year and formally at the end of their third year.Untenured faculty not making adequate progress are subject to dismissal or remediation. To date notenure-track faculty have been dismissed as a result of a third year review.New faculty hires are generally given two summers of summer support upon employment.After those payments have been exhausted, untenured faculty and all tenured faculty members areeligible to apply for competitive Summer Research Grants. These grants in the amount of $5,000 arebased on competitive applications. In the last three years all accounting faculty who applied havereceived Summer Research Grants.All tenured faculty members are subject to a Period Performance Review (PPE) every six years.This review is similar to a tenure review process except that external reviews are not required. TheDepartment Faculty Review and Advisory Committee (DFRAC) evaluates the evidence submitted by thefaculty member in support of his or her PPE. The DFRAC reports its evaluation to the Department Chairwho performs an independent assessment and reports to the Dean. The Dean receives a report fromthe College Faculty Review and Advisory Committee (CFRAC) and using the Department Chair’s andDFRAC’s reports makes an assessment. Outcomes may range from no action required to creation of aPerformance Improvement Plan for the faculty member. At the end of the Spring 2011 semester atenured senior associate professor opted for phased retirement rather than subjecting himself to thePPE process. For untenured tenure-track faculty and for tenured faculty pursuing promotion to FullProfessor, the review process begins with the DFRAC. In the spring semester external reviews of thecandidate’s research are solicited from faculty at peer or better institutions. In the fall semester aportfolio of the candidates teaching, research and service is evaluated by the DFRAC which makes areport to the Department Chair. The chair forwards his or her review along with that of the DFRAC tothe CFRAC who then present a review to the Dean. The Dean submits his or her evaluation to theProvost who invites input from a UFRAC. While the process must be legally completed by April, inrecent years it has been the policy of the Provost to complete the process by the end of the fallsemester.28