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Old Indices






  1. All of the roles and responsibilities of faculty members are important, not only the traditional three–teaching, research, and service/outreach—but also other institutional and departmental initiatives and emphases, such as, increasing diversity, advising, securing external funding, program development, M.Ed. and doctoral programs, freshman seminars, undergraduate research, technology, and the generation of student contact hours.
  2. All faculty cannot reach high achievements in all of these areas all of the time without exacting too high a toll on themselves and thus the department, college, and institution.
  3. Collectively as a department, though, we can set goals for high achievement in all such areas and expect to meet them on an annual basis.
  4. Our individual contributions to these collective department goals may change over time, varying because of factors like professional goals, career stage, personal and professional values, opportunities, and circumstances in the rest of our lives.


Statement of Goals, Expectations, and Indices


  1. After the annual merit reports have been completed, the department will summarize the achievement of departmental goals.
  2. The department as a whole will consider this annual report and discuss the goals and needs of individuals and of the department for the next year of the merit cycle.
  3. Individual faculty members—tenured, tenure track, and term—will propose (a) individual goals in the areas of teaching, research, service, and/or other institutional and departmental initiatives and emphases and (b) indicators to determine whether the goals are met.
  4. The department will consider if all of the individuals´ goals taken together can help the department meet its needs and goals.
  5. Once the department agrees by a majority that the department’s needs and goals can be met by the individual goals collectively, faculty will work on achieving their goals. They will gather ongoing evidence of their progress using the indicators they proposed. Once a semester the department will formatively review progress toward the departmental goals.
  6. At the end of the merit cycle year, for the post-tenure review process, tenured faculty will use data from their annual merit reports to formally assess whether they met their proposed individual goals. The tenured faculty in the department shall consider the evidence provided by the individual faculty members and arrive at a departmental recommendation for each individual as to whether he or she has met each of his or her goals to an acceptable level. These recommendations shall be forwarded by the department head to the principal administrator.
  7. The department will summarize the achievement of the department’s goals and start the process for the next year.