No kidding. I'm hoping to land in some small little school that noone's heard of and teach. I like the research, but only if I can apply it somehow to either the classroom or some actual field use.

Not to sound like a frosh, but what's your major? I'm in PRTM.

12/1/2005 2:09:39 PM

Middleton never read my term paper, he just wrote a grade on it and comments that did not apply.

12/1/2005 3:41:58 PM

There's always the stair technique. Stand at the top with a bunch of papers and let em fly. Grades depend on the step they land on.

/efficient

12/1/2005 3:48:25 PM

I like it!

I mean, the longer the paper, the heavier it will be; thus making it travel further down the stairs!

12/1/2005 4:29:07 PM

Piled Higher and Deeper. That's me.


More like Post Hole Digger if I don't get my shit in gear.

12/1/2005 4:35:12 PM

Quote :

"I mean, the longer the paper, the heavier it will be; thus making it travel further down the stairs!"

somebody sucks at high school physics

12/1/2005 5:21:23 PM

yeah

12/1/2005 5:28:29 PM

Holy crap, MathFreak was ... funny?

jbtilley, is that true of all NC employees, where there are no performance raises and strictly standard state raises? I thought there was a differentiation between faculty and staff?

[Edited on December 1, 2005 at 6:15 PM. Reason : .]

12/1/2005 6:14:44 PM

Quote :

"The BEST way to complain about a teacher isn't through the eval's oddly enough since most department heads pawn this off on something else. Send a letter with eaxt reasons and situations stating why you don't like the professor to the ASSOCIATE DEAN (not dean), of your college. It really makes an impact and they do respond. This is what happened when Dr Pourdeyhemi tried to stop me from graduating. I spoke with the Associate Dean and gave him copies of emails, and originals of all project work and when Pourdeyhemi was confronted with this he got caught lying and was made to look like a fucking idiot. I graduated no problem."

Yet Dr. Pourdeyhemi was made an Associate Dean last semester. Hmm...

See in your case that may help you, but nothing happened to Dr. Pourdeyhemi, since he was given a raise just after that. Which goes to show you that they really don't matter unless they are a bad researcher.

[Edited on December 1, 2005 at 8:22 PM. Reason : ]

12/1/2005 8:21:35 PM

At a research intensive place like State, GT, etc, the research is by far the most important thing. I've got some friends that have recently started tenure-track positions where their tenure is based almost totally on research dollas brought in and publications.

Smaller schools are getting into this as well. Traditionally strong teaching instituitons are chasing the money and presitige of super-star research at the expense of their primary mission. That's a damn shame.

I seriously considering teaching in a community college when I get out if my small mystery-school postion doesn't pan out.

12/1/2005 9:06:26 PM

Perlith, I just found something in the policies about how they do get "merit based salary increases"

http://www.ncsu.edu/policies/employment/rpt/archive-rpt/RUL05.67.1-archiveasof-10-2001.php

Quote :

"The Department Head is responsible for recommending to the CALS Administration salary merit raises and tenure and promotion decisions."

Quote :

"4. Merit Salary Adjustments: Merit salary recommendations are based on the annual review and are subject to revision upon conferring with the Dean and appropriate administrators of CALS for final salary budget approval. The Departmental salary adjustment increment (total dollar amount) and percentage guidelines are established annually by the North Carolina Legislature and the Central University Administration. In establishing annual salary recommendations for faculty, the Department Head uses productivity and performance information obtained from the faculty member's Annual Activity Report of accomplishments, personal observation and evaluation of program performance and productivity during the year; and feedback from peers, clientele, professional associates, and administrators. Merit raises will be based on the amount and quality of productivity and individual achievements in the areas of University and county programming. All faculty will be judged on service activities without regard to their relative appointments. Actual merit increases will then be determined by ranking all faculty members within the department on the basis of their overall level of accomplishment for the review period according to the criteria set forth by the administration."

Guess I was way off. Nice to learn new things. It makes sense, they just don't talk about it (to their credit).

I guess the staff can also get a merit based raise... they can win the Pride of the Wolfpack ($20 gift cert?) award.



[Edited on December 2, 2005 at 8:22 AM. Reason : -]

12/2/2005 8:11:14 AM

The Department at State just forwarded me teaching evaluations from my spring class at State. Before you say that I write what I write below because I'm pissed let me say that the evaluations are overall positive. Not "OMF you're so awesome" positive, but the average is roughtly 3.0.

But

1. Nobody except one person wrote word comments. I'll assure you if instructors read your comments at all, they'll just read your verbal comments. Bubble questions are too vague to be informative.

2. Some people lie in their bubble answers. Whether or not someone was an effective teacher is in the eyes of beholder. But whether or not s/he started the class on time or returned graded work ina reasonable manner really isn't. If somebody returns homeworks next class, you MUST "strongly agree" that papers were returned promptly. Any other answer in this situation is a lie. Similarly you cannot be neutral about accessibility of your instructor if you've never been rejected byt he instructor.

In summary, if you view evaluations as a reason to vent, fine. But if you want teachers to pay attention to what you say, you gotta at least amke an effort to be objective and specific.

12/6/2005 12:11:24 PM