UOIT HUMAN RESOURCES POLICIES Academic Staff ...

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the following three years. Jointly with the Dean, each faculty member will establishobjectives for teaching, research, and service to the university. These objectives willbe articulated according to the following principles:In the understanding that the more clearly a goal is defined, the more likely itwill be achieved; objectives will specify the result to be achieved, rather thanthe job or task to be performed.In the understanding that measurement is the foundation for ensuring thatgoals are fairly assessed, objectives will specify how successful outcomes will berecognized, describe how results will be quantified, and identify the observableevents and behaviours that indicate when objectives have been achieved.In the understanding that agreed-upon goals ensure the coordination andcommitment necessary to accomplish objectives within a specified performanceperiod, the Dean may request more detailed or specific information.In the understanding that relevant goals are, by definition, those aligned withthe university' s goals, values, and mission, the Dean may require additionalobjectives.In the understanding that performance must be quantified, goals will bemeasured through ongoing review and with specific, scheduled milestones forprogress against a schedule.In the annual performance review, the faculty member and the Dean will discuss thefaculty member' s performance in the preceding year relative to previously statedobjectives. To assist the Deans in this process, the university requires a multi-sourceperformance assessment. The guidelines for this process apply in the understandingthat in order to maintain maximum objectivity, it is important that those in the bestposition to evaluate performance against specific goals participate in the process.Therefore:Teaching will be assessed in the context of formal student evaluations;Research will be assessed in the context of peer evaluation of quality ofresearch, publication, and creative professional practice.Service will be assessed in the context of feedback from relevant sources,potentially including the President, Provost, Dean, and other colleagues.It is anticipated that the weighting of these three factors in evaluation of merit willbe 40%, 40% and 20%.4. Merit Program FundingThe merit budget pool shall be established annually by the President. In establishingthis budget, the President will consider the expected performance levels of allfaculty members, market conditions, such as "hot skills", not addressed by the ATBadjustment, and affordability. Normally, the merit budget pool shall be in the rangeof two to three per cent of the academic salary budget.UOIT HUMAN RESOURCES POLICIES
5. Salary Progression FrameworkA salary floor, or minimum, will be reviewed and, if necessary, updated, annually.The floor will be based on the current market rate for a newly graduated Ph.D., andmay vary by academic discipline.6. Variable PayVariable pay is the primary means of reinforcing the university' s market focus andentrepreneurial spirit. In contrast to the objectives for base salary, the variable payprograms serve a different function. Variable pay:Recognizes the risk associated with joining a new academic institution byproviding a better-than-competitive total compensation opportunity, includingthe provision of above-market rewards for performance linked to helping buildthe university.Stimulates and rewards the contribution that contract research makes to theinfrastructure costs of the university. Variable pay is designed to motivatefaculty members to secure and conduct contract research in ways that areconsistent with the values of the institution.Shares success by recognizing collaborative efforts and ensuring that allcollaborators share the rewards of these efforts appropriately. Variable pay alsoallows the university to recognize individual successes that reinforce theinstitution' s collective mission and goals.Under the university' s variable pay program, faculty members have the opportunityto earn an additional amount up to 25% of annual base salary (i.e. the equivalent ofthree months' pay).The program will be funded from external sources by structuring one or moreresearch contracts to include a fee component that will be paid directly to thefaculty member(s) securing the contract.III.PENSIONThe university will administer a defined contribution pension plan registered under the PensionBenefits Act (Ontario).EligibilityEvery faculty member is required to join the plan on the date of hire. Both the University andfaculty members shall continue to make contributions in accordance with the Pension Planrequirements as set out in this section for those faculty members who have postponed theirretirement beyond their Normal Date of Retirement (NDR), which is the June 30 th following astaff member's 65 th birthday. However, pursuant to the Income Tax Act, faculty members will berequired to commence pension benefits no later than the end of the calendar year in which aUOIT HUMAN RESOURCES POLICIES
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UOIT HUMAN RESOURCES POLICIES Academic Staff ...

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