APPLICABILITY: FACULTY (See #15.1.9 and #15.1.20, Vol. III, UNT Policy Manual)

Present Policy

Faculty members are expected to engage in those commonly accepted duties which will enhance the teaching/learning process and the quality of the institution's programs. Recognized duties include, but are not limited to, the teaching of organized classes; supervision of undergraduate and graduate students in practica and internships; direction of individual study, special students; course and curriculum development; scholarly study, creative work, research, and other professional activities; continuing education and other public service; assistance in the administration of the academic program and similar academic activities. Such duties are inherent in the nature and life of the university and all are factors to be considered in making decisions regarding promotion, tenure, and salary of faculty members.

All faculty, regardless of teaching load, are expected to be engaged as appropriate in individual research, scholarship, creative work, and other professional activities which are assumed to be an integral part of a faculty member's instructional obligation, because those activities contribute to their remaining valuable instructors in their specialized fields.

The responsibility for assigning appropriate workloads shall rest with departmental chairpersons and deans.

Each school, college, department, and division, with faculty participation, shall develop written evaluation criteria and procedures for evaluating faculty members for merit salary increases. The procedures should include a description of the documents that must be submitted in order for a faculty member to be evaluated for a merit increase. Criteria for merit salary increases must include teaching effectiveness, scholarly, creative and professional growth, and service activities. The criteria shall articulate the types of activities that may be included in each area and must be consistent with the criteria stated in Principles and Procedures for Promotions and Tenure Recommendations. Criteria and evaluation within each academic unit shall be flexible enough to meet the objectives of each unit while conforming to university-wide guidelines.

Administrative-Implementation Procedures

Each school/college must have an approved mission statement on file in the Office of the Provost and Vice President for Academic Affairs which defines workload ranges for its faculty in terms of percentages of effort in each of three categories: teaching activities, research and/or creative activities, and administrative and service activities. These ranges might vary for tenured and non-tenured faculty.

Finally, each unit must negotiate an individual agreement for level of effort in each category with each faculty member. The merit evaluation of each faculty member should reflect the division of effort as negotiated.