/ Provost's Office


Faculty performance is evaluated annually using the Service to Hope form with a more extensive review in the third year.


(for all full-time continuing faculty)

  1. Complete the Service to Hope form.
  2. Meet with department chair to 
      • Evaluate your performance during the previous year
      • Set goals for the coming year
      • Propose ways by which success in meeting these goals can be determined
  3. Department chairs write recommendations on a separate page for all pre-tenure faculty and tenured faculty being proposed for merit increases; append each recommendation to the applicable faculty Service to Hope form.
  4. Department chairs meet with their dean to discuss each faculty member in their department, particularly those being recommended for merit increases. A written rationale must be submitted for each merit recommendation. Each dean will determine due date for their division.
  5. Deans submit to the provost a rank-order list of merit recommendations for their division(s) including an explanation for each recommendation with the goal of submitting a slate of nominees balanced across the four evaluative categories (teaching, scholarship, service, mission). Due to Provost on February 15, 2019.
  6. The Status Committee receives and reviews merit recommendations. The committee also has access to all faculty Service to Hope forms to assist in decision-making. The committee consults with the deans as necessary. The provost forwards the committee's recommendations to the president for final approval. If there are concerns or questions, the president may request a review with the Status Committee.
  7. Contracts for returning faculty will be mailed by March 15, 2019.
Merit Pay Guidelines

The listed criteria for merit were developed in consultation with the Deans’ Council and the Professional Interests Committee (PIC). A fourth criterion was added in 2007 that addresses contributions to the overall mission of the college. Some examples are provided below to assist you in case you choose to use this area to reinforce a merit recommendation. Although still broad, the criteria demonstrate that merit can and often should be awarded for activities other than scholarly works. If you have questions about an individual’s qualifications for merit, please consult with your dean.  

We hope to continue to follow the PIC’s past recommendations for the merit process: merit awards of $500 each given to approximately one-third of the faculty, allocated proportionally to the divisions based on their total full-time continuing faculty.

Department chairpersons will provide their dean with a paragraph which clearly documents the accomplishments of each person being recommended for merit pay. Please be brief and please identify the specific criteria on which your recommendation is being made. Merit implies that the person’s contributions have exceeded the normal expectations for a faculty member in that department/division.

Merit pay can be recommended for:

  • Exceptional scholarly contributions (as defined by that department or division) in the last one or two years or because of a long-term consistent contribution to scholarship that has never risen to the highest level in any one year but is still exemplary
  • Exceptional contributions to teaching excellence that go beyond the typical classroom excellence, e.g., providing leadership to pedagogical reform, creating courses that impact a broad segment of students (General Education/IDS), receiving national recognition for teaching or similar type activities
  • Making an exceptional service contribution, such as reorganization or revision of curricula, either in the major or the core, or similar college service
  • Making an exceptional contribution to the mission of the college; examples might include:
    • Success in moving the college toward greater engagement with its global learning goals
    • Active use of pedagogy that integrates faith and learning
    • Publishing papers and making public presentations that focus on the Christian dimension of academic excellence
    • Organizing speakers and/or programs that give particular emphasis to the college’s mission and goals
    • Bringing regional and national recognition to Hope’s mission to be exceptional in academics and faith

Department chairs will prioritize their recommendations for merit (if more than one) and each dean in turn will prioritize the divisional recommendations when they are sent to the Status Committee. The nomination of people across the spectrum of categories is strongly encouraged. Deans are asked to submit to the Status Committee a “balanced” slate of merit nominees that represent each merit category in roughly equal numbers. The Status Committee will make the final determination of merit awards and send recommendations to the president. Note that the Status Committee members will have access to the Service to Hope forms and can ask for review of candidates who either did not make the deans’ lists or did not rank high enough to fall in the 1/3 category. Hopefully, this will prevent someone who is meritorious from being missed in the overall process.  

Recommendations on merit will be made by the dean to the Status Committee; the Status Committee will then send a list of recommendations to President Voskuil. If the president disagrees with any of the Status Committee’s recommendations, he will meet with the committee and discuss his concerns. Ultimately, the final decision rests with the president.