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Salary Merit Guidelines

Salary Merit Guidelines, Center for Jewish Studies, UF, (emendations to existing guidelines)

  1. unsatisfactory
    • Teaching: poor teaching record and evaluations.
    • Service: lack of service.
    • Research: continuous lack of research productivity or output.
  2. satisfactory
    • Teaching: satisfactory and above teaching record and evaluations, including peer-review evaluation.
    • Service: evidence of service on committees or other departmental and college assignments.
    • Research: evidence of continuing research output having in mind disciplinary constraints. At least one professional conference participation per year.
  3. highly meritorious
    • Teaching: teaching with good to excellent evaluations, including peer-review evaluations with consideration of enrollment, student recruitment for the major, teaching innovation.
    • Service: service to the program and profession in organizing notable conferences, academic events, etc.  Service on editorial boards of prominent journals or in professional organizations.
    • Research: notable national and international conference participation and academic recognition by grants, awards or fellowship and invited lectures and presentations, in prominent venues. Published work like articles, and contributions in nationally and internationally prominent journals or with prominent academic publishers. Consideration should be taken of the significant work in progress.
  4. very meritorious
    • Teaching: evidence of excellence in teaching, consideration of enrollment; teaching awards, innovation in teaching.
    • Service: Recognition of highly meritorious service to the center, university and the profession, conference sessions or panels dedicated to the work of the faculty, organizing conferences or events of highly visible international prestige.
    • Research: research productivity in major journal in the field or book with prestigious academic press publication, of prestigious film festivals or distinguished academic screening venues. External academic recognition through major grants, awards, fellowship and Invitation to present work at eminent institutions; and distinguished invited lectures.

It should be understood that faculty may have different merit in activity (service may be meritorious, research may be highly meritorious, etc.). These should be taken into account favorably when assigning cumulative and overall merit for each merit category. Evidenced continuing research activity over a number of years on a major project should be taken into account at all stages.
It should be understood that criteria for each satisfactory meritorious step are cumulative to include previous one.
Merit will be assessed by the program director and one faculty in the Center selected with input of the merit committee, with annual rotation of the faculty assisting the program director.

Merit Committee

  • Norman Goda
  • Dragan Kujundzic
  • Tamir Sorek

September 3, 2014


The merit committee (Norman Goda, Robert Kawashima, Dragan Kujundzic, Tamir Sorek) has met on 2/12/2016 and decided to divide the merit pool according to the following two-stage procedure:

  1. 50% of the total merit raise pool will be divided equally between the faculty members by dollar amount, regardless of their salary. The other 50% of the pool will be divided to achieve equal salary percentage raise for each faculty. For both halves, the raise will be also relative to the percentage of appointment of each faculty in Jewish Studies.
  2. At the second stage, based on merit evaluation, the Center Director may exercise modifications of the initial amounts in a range of up to 15% of the merit raise for each faculty member. The discretion of the program director in assigning merit should be based on the existing bylaws drawn by the committee and approved by the program.

February 16, 2016