ÐÏࡱá>þÿ ACþÿÿÿ@ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿì¥Á€ ð¿9bjbj õ õ 4.hŸhŸø @ÿÿÿÿÿÿ·ÔÔÿÿÿÿ+++8c,�4+U*âÃÃÃÃÞžžø)ú)ú)ú)ú)ú)ú)7,¢Ù.6ú)žžžžžú)ÃÃÛ*   žvÃÃø) žø)  ªÔ'|L)ÃÿÿÿÿÐÞÏe@¯Ê+|P(ä)%*0U*b(ê/�|/$L)/L)˜žž žžžžžú)ú) žžžU*žžžžÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ/žžžžžžžžžÔ Ý: Proposed Âé¶¹Ó°Ôº Process for Top of the Scale Salary Range for Tenured Teaching Faculty NSHE policy allows for merit consideration for faculty who are at the top of their salary range. Consideration should be based on performance evaluation and approved increases are earned through meritorious performance. The Top of the Scale process is based on a committee review and a compilation and analysis of the annual Âé¶¹Ó°Ôº Faculty Comprehensive Evaluation System (FES). Qualification for Merit Any tenured faculty member who is at the top of their salary range is eligible to apply for merit consideration. Tenured faculty who qualify will be notified in writing by the President’s office by October 31st. Indicators for Meritorious Performance An exceptional performance on the Âé¶¹Ó°Ôº Faculty Evaluation System is reflected with a Grand Total Score of 4.0 – 5.0. Step One: Committee Review The committee is comprised of the faculty member and three other members. The faculty member will select one colleague who participated in the annual Âé¶¹Ó°Ôº FES. The faculty member will select one colleague within his/her department. The faculty member will select one colleague outside of his/her department. Selections must be made by the end of January. Step Two: Committee Selection As a committee, the colleagues selected above will review the faculty member’s current completed FES forms. Through committee review, a one to two page report will be written summarizing the faculty member’s performance in each role: Teaching, Management, Creative-Scholarly Activities and Service. The committee will review the Grand Total score and make a recommendation based on the set criteria. The report must be signed by the faculty member and each member of the committee. Step Three: Compilation and Submission Top of the Scale Packet : Report with the current year’s FES forms. The report must be completed by the end of April. Additional information may be requested by the VPAA. Written Plan of Action if Applicable The committee will work with the faculty member to develop a plan of action if areas for needed improvement have been identified. The plan of action must be approved by the VPAA prior to implementation. Top of the Salary Range Report Form Faculty Member: Date: Committee Members FES Colleague _________________________________________________________________ Department Colleague __________________________________________________________ Outside Department Colleague ___________________________________________________ Teaching Role Score _____ Management Role Score _____ Creative/Scholarly Role Score _____ Service Score _____ Performance Rating Exemplary Performance: 5.0 High Performance: 4.0 – 4.9 Standard Performance: 3.0 – 3.9 Minimal Performance: 2.0 – 2.9 Unsatisfactory Performance: 1.0 – 1.9 Summary of Teaching: Summary of Management: Summary of Creative/Scholarly: Summary of Service: Commendations: Areas for Improvement: Committee Recommendation _____ The committee recommends that the candidate is meritorious. _____ The committee does not recommend that the candidate is meritorious. 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