REVISED NOVEMBER, 2006

I. ANNUAL FACULTY PERFORMANCE EVALUATIONS:

Criteria:
The performance of all faculty members, with the exception of those on personal leave of absence and/or those not being reappointed who have either received or are not entitled to receive a notice of non-reappointment, is evaluated annually during the Spring Semester.  Faculty members receive notification that the annual evaluation will be conducted during the Spring Semester and are requested to provide evidence of their performance in the form of a memo or report to support assigned duties for the preceding calendar year.  The Evidence of Performance memo/report provides the basis for the performance rating on the Annual Faculty Evaluation Summary form and might include supporting data and/or interpretive comments as appropriate in the evaluation of the faculty member’s performance.

Faculty Performance Evaluations are based upon assigned duties and responsibilities, taking into consideration the nature of the assignments and quality of performance.  When evaluating a faculty member’s performance, the following elements are considered if applicable to the assigned duties and responsibilities:

• Ability to teach in an effective manner through oral and written instruction
• Contributions to research and other creative activity including effectiveness at securing external funding and timely completion of contractual obligations
• Effectiveness in providing professional services to the public and private sectors of the community, state, and nation
• Contributions in the area of service to the CPEIP
• Providing effective service to public and/or private schools including judging debates, science and/or history fairs, and geography bee
• Other University duties, contributions, and/or effectiveness as appropriate to the assignment

Procedures:
Each faculty member will be evaluated by his/her peers within the CPEIP and/or by the Center Director.  The peer review will be based upon the criteria in this section and be conducted in accordance with a format and procedures decided by the relevant faculty.

The CPEIP Director or the appropriate evaluator, as determined by University supervisor relationships, reviews all documentation/data submitted by the faculty member as well as pertinent information from other sources as applicable.  After the faculty member and evaluator meet, discuss the evaluation, and both parties sign, the evaluation form and attachments, if applicable, are routed to the ISPA Director/Dean for review.  After review and signature by the ISPA Director/Dean, the evaluation form and any attachments are returned to the CPEIP.  The faculty member receives a copy of the evaluation and the original is placed in the faculty member’s confidential evaluation file.  As part of this process, all faculty members eligible for promotion are apprised in writing of their progress towards promotion.  The performance evaluation process is implemented as specified by guidelines provided by the Office of the Dean of the Faculties.

II.  FACULTY MERIT PAY INCREASE CRITERIA/PROCEDURES:

The Center for Prevention and Early Intervention is not an academic department.  The majority of faculty members within CPEIP are full-time research and/or provide specialized services to the University, community, public and/or private entities, and federal, state, and/or local agencies.  Typically, they have assignments in limited areas.

Criteria:
The eligibility for a faculty pay increase based upon merit is established during the annual evaluation process, which occurs during the Spring Semester each year.  Faculty members provide evidence of their performance, which supports their assigned duties and provides the basis for the performance rating on the Annual Faculty Evaluation Summary.

The following elements are considered if applicable to the assigned duties and responsibilities of the faculty member:

• Overall quality of performance – rating should be “Satisfactory” or documented improvement should be available
• Knowledge and skills in the field of specialty
• Recognition as an authority in the field of specialty
• Contributions to research and other creative activity including effectiveness at securing external funding and timely completion of contractual responsibilities
• Ability to teach in an effective manner through oral and written instruction

Procedures:
Faculty within CPEIP will develop merit recommendations for submission to the Center Director based upon the criteria in this section.  Evaluation criteria and procedures shall ensure faculty members on approved leave are not penalized in the evaluation process. 

The CPEIP Director will submit faculty merit pay increase recommendations to the Director/Dean of ISPA for faculty members that satisfy relevant criteria.  After approval, appropriate paperwork will be submitted to implement the pay increase as specified in guidelines provided by the Office of the Dean of the Faculties and/or Budget and Analysis.

III.  PROMOTION CRITERIA & PROCESS FOR NON-TENURE-TRACK FACULTY:

The Center for Prevention and Early Intervention Policy focuses on maternal and child health and early childhood issues.  Through interdisciplinary research, training, and technical assistance, the center enlarges the knowledge base about families and young children.  The center identifies and promotes practices and policies that build strong families, prevent disabilities, and provide a healthy start.  Faculty members provide specialized services to state and government agencies and are appointed to non-tenure earning positions.  These positions have titles that include, but are not limited to, the Assistant In/Associate In/Research Associate series and/or the Assistant/Associate/Scholar/Scientist series.

Non-tenure-earning faculty positions generally have assignments in limited areas.  Criteria for non-tenure-track faculty promotions focus on degree, time-in-service, and performance.  Overall performance is reviewed in the annual evaluation process, which determines recommendations for promotion as well as salary actions and retention.

The following elements will be considered when recommending a non-tenure-track faculty member for promotion.  These elements are in no particular order, and will be applied as appropriate based on the duties, responsibilities, and expectations of the position.  These elements include, but are not limited to:

PROFESSIONAL ACCOMPLISHMENT:
Effectiveness in the performance of teaching duties
Relevant years of experience
Submission of contract and grant proposals for external funding
Timely completion of contractual and grant obligations
Publication of books, brochures, chapters in books, articles in refereed and un-refereed journals and/or professional publications
Features and/or citations in professional magazines, newsletters, or on professional websites
Demonstrated expertise in the area of research, creative activity, or field of specialty
Presentations at meetings, workshops, or conferences of professional societies
Other professional accomplishments as appropriate

PROFESSIONAL RECOGNITION:
Recognition as an authority in the area of research, creative activity, or field of specialty
Invited talks at meetings, workshops, conferences or within the University community
Organization of workshops, seminars, professional conferences, and meetings
Membership and/or positions of responsibility in professional organizations
Professional honors, awards, and other recognitions
Contract and grant funding awarded from external sources including federal, state, local, and private
Other professional recognition as appropriate

PROFESSIONAL SERVICE:
Service to the CPEIP and the University directing/supervising undergraduate and graduate research as well as committee and sub-committee activity related to instruction, research, creative activity, etc.
Service in providing professional services to the public and private sectors of the community, state, and nation
Service to public and/or private schools including judging debates, science and/or history fairs, and geography bees
Other service, including administrative assignments, as appropriate

ELIGIBILITY CRITERIA:

Assistant In/Associate In/Research Associate:
Promotional ladder is Assistant in, Associate in, and then Research Associate.  An Assistant In becomes eligible for promotion from Assistant In to Associate In after 5 years in service with Bachelor’s degree or after 3 years in service with Master’s degree.  A Research Associate must have a Ph.D. OR 10 years of training and experience at the Assistant in and/or Associate in level(s), per FSU criteria.

Assistant/Associate/Scholar/Scientist:
For the Assistant/Associate/Scholar/Scientist series, promotional ladder is Assistant Scholar/Scientist, Associate Scholar/Scientist, and then Scholar Scientist.  An Assistant Scholar/Scientist is eligible for promotion to Associate Scholar/Scientist when holding a Ph.D. and after 5 years of service.  Promotion to Scholar/Scientist requires a Ph.D. and 10 years of service at either the Assistant or Associate Scholar/Scientist level (or combination of both levels) after the doctorate is received.

Assistant/Associate/University Librarian:
Please see Article 14 on Promotion and Appendix J of the FSU BOT-UFF Collective Bargaining Agreement for criteria and procedures.
In all cases, the Center for Prevention and Early Intervention Policy will adhere to Florida State University policy. 

The Center for Prevention and Early Intervention Policy will accept recommendations for promotion every year in February.  The recommendation originates with the faculty member’s immediate supervisor.  The CPEIP Director will review all documentation and forward his/her advice to the ISPA Director/Dean. 
Documentation should be organized in a binder or folder as follows:

• Letter/memo of recommendation
• Vita
• Faculty member’s annual assignments and annual evaluations including faculty member’s written promotion appraisal(s) for the required time of service
• Any additional supporting documentation that would enhance and/or justify request

The ISPA Director/Dean will review all documentation and forward his or her advice to the President via the Office of the Dean of the Faculties.  Promotion recommendations to the Associate in and/or Research Associate level(s) must also be reviewed by the Vice President for Research prior to forwarding to the Office of the Dean of the Faculties.
The Dean of the Faculties’ Office will review files to ensure that the University and CPEIP criteria are satisfied, as well as any additional criteria of the specified division, and will forward the advice to the President for final action.  The CPEIP Director will be notified of the President’s action(s) by the ISPA Director/Dean and will subsequently notify the applicable supervisor(s) and faculty member(s).
Typically, the promotional increase is 9% and will become effective along with the title change the first day of the next academic year.  However, the raise percentage and effective date are subject to change according to administrative decisions and collective bargaining.  Faculty members on contracts and grants or auxiliary funding will receive salary increases equivalent to faculty members on E&G funding, provided that such salary increases are permitted by the terms of the contract or grant and adequate funds are available.

*ALL PROCEDURES AND CRITERIA APPROVED BY CPEIP FACULTY
                                                                                                                                                                                    
Approved By: Mimi Graham                     Date                             Approved By: Robert B. Bradley           Date                                          Director                                                                                             VP for Planning & Programs