Counseling, Leadership, Adult Education and School Psychology Department
Performance and Merit Increase Policy and procedure
The purpose of this document  is to explain the policy and procedures used within the CLAS department to award performance and merit pay raises.
1.                  Unless otherwise mandated by the Texas Legislature or the Texas State Board of Regents, faculty salary raises at Texas State will be primarily based on performance and merit and will not be awarded on an "across-the-board" or "cost-of-living" basis. University information is contained in PPS 7.10--Procedures for Awarding Merit and Performance Raises to Texas State Faculty Members.
2.                  A performance raise is defined as a salary increase awarded to all faculty members whose performance in teaching, scholarly activity, and service meet the expected criteria of the CLAS department. A merit raise is defined as a salary increase awarded to faculty who exceed expected criteria in teaching, scholarly activity, and service, as specified by the CLAS department.
3.                  The CLAS department evaluation system combines performance and merit evaluation with the faculty member's annual evaluation.
4.                  Merit awards should be based on meritorious performance for the identified evaluation period. The merit process is not the appropriate vehicle to redress perceived salary inequities prior to the current merit cycle (University PPS 7.10).
1.          Faculty members are asked to submit their annual activity reports and their  student evaluations for the previous academic year by February 1. The CLAS personnel committee will normally consider faculty performance over the preceding calendar year. The department chair will consider her or his evaluation of faculty performance over the preceding calendar year as well as personnel committee ratings for the preceding three calendar years.   
2.         Tenured faculty members, individually and collectively, shall be provided the opportunity to evaluate their departmental colleagues for performance and merit purposes.
3.         The department chair will evaluate the materials submitted by each faculty member for performance and merit raises independently of the tenured faculty ratings.
4.         Faculty members who meet the performance criteria of the department shall qualify for a performance raise in years when one is available.
5.         The department chair will make recommendations for merit raises to the Dean, based in large part on tenured faculty ratings, as well as his/her independent evaluation.
6.         The department chair will communicate to each faculty member the approximate recommended salary increase, though raises are not final until the final decisions by the Dean and Provost.
7.         Once performance and merit raises are approved at the College and University levels, the chair will report, in writing, the amount of the salary increase to the faculty member. Faculty may appeal performance or merit awards through the normal grievance procedures outlined by the Faculty Handbook. Performance and merit raises are subject to the availability of funds for such raises.
Faculty adopted changes: January 14, 2013
Next review: On or before: January, 2016