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The University of North Georgia’s merit increase program is designed to recognize and reward the valuable contributions of faculty to the university’s commitment to the highest levels of excellence in teaching, research, service and administration. Merit increases are different from "across-the-board" increases, adjustments to meet market conditions, adjustments to achieve internal equity, and other adjustments, and are, therefore, not universal.

The determination of whether a faculty member's service during a given academic year can be judged meritorious depends to some degree on certain quantifiable factors, including teaching effectiveness, scholarly and creative activities, professional service, and professional development. Also important in determining merit are many other intangible qualitative factors which cannot be measured quantitatively. These include, but are not limited to, intellectual curiosity, creativity, enthusiasm, attitude, rapport with students and colleagues, effective student advising, and the ability to motivate. Comprehensive professional evaluations of faculty must be made by the respective department head, utilizing subjective as well as objective professional judgments.

Criteria used in evaluating the faculty merit increases:

1. Faculty job performance is evaluated annually. The evaluation process is designed to assess individual faculty contributions to departmental goals, which are aligned with the 91¸£Àûµ¼º½ Mission Statement. The evaluation process also measures faculty achievement of specific individual goals. Faculty members hired, re-employed, promoted, transferred or demoted on or after April 1, are not eligible for a merit increase.

2. Instruments used in evaluating faculty for merit increases:

   • Annual performance evaluation form completed by department head.
   • Faculty evaluations completed by students
   • Various other statements of performance criteria as established in department faculty meetings and memoranda.

3. Procedures used in evaluating faculty for merit increases:

   • The department head evaluates and discusses with each faculty member his/her performance during the year. At the appropriate time, the department head makes salary recommendations to the academic dean.
   • The dean reviews recommendations with department head and makes recommendations to the provost and senior vice president of academic affairs.
   • The provost and senior vice president of academic affairs reviews these recommendations from the university perspective.

Approved Nov 2012