ANNUAL FACULTY PERFORMANCE APPRAISAL POLICY

Transcription

1 ANNUAL FACULTY PERFORMANCE APPRAISAL POLICY PURPOSE The purpose of this policy is to ensure that each faculty member receives an annual formal written performance appraisal. POLICY STATEMENT It is the policy of The University of Texas MD Anderson Cancer Center (MD Anderson) to maintain academic excellence by conducting consistent and periodic performance appraisals of faculty. SCOPE The policy covers all full-time faculty and qualifying part-time faculty. Compliance with this policy is the responsibility of all faculty, trainees/students, and other members of MD Anderson s workforce. TARGET AUDIENCE The target audience for this policy includes, but is not limited to, all full-time faculty and qualifying parttime faculty. DEFINITIONS Abbreviated Annual Faculty Appraisal: Summarizes a faculty member's progress toward meeting goals established at the beginning of the appraisal period and establishes goals for the next appraisal period. Annual Faculty Performance Appraisal: A written evaluation of a faculty member's education, research, patient care, and administrative activities prepared annually by the faculty member's supervisor. Note: Annual faculty performance appraisals are not required for: Part-time faculty appointed less than fifty percent; Adjunct faculty (with the exception of teaching faculty in the accredited schools who will be evaluated for that role); or Visitors (Visiting Scientists and Visiting Professors, all ranks). Page 1 of 5

2 Appraisal Period: The period of time the appraisal covers, usually 12-month period. Primary Evaluator: Direct Report or Department Chair who is the primary evaluator of the annual faculty performance appraisal. PROCEDURE 1.0 Initiating the Faculty Self- Appraisal Qualifying faculty, including Division Heads and Department Chairs, full-time faculty and part-time faculty appointed at fifty percent or more, complete the self-appraisal, attach an updated curriculum vitae (CV), and forward both to the appropriate primary evaluator. 1.1 The Performance Appraisal Includes: A. An evaluation of the achievement of goals and objectives established at the beginning of the appraisal period; B. Feedback on the appropriateness of effort expended on various activities; and C. Mutually agreed upon performance goals and objectives for the next appraisal period. 1.2 Faculty will complete one of two versions of performance appraisals. A. Faculty who participate in an abbreviated appraisal are: Term-tenured faculty not in their fourth year of term tenure; and Faculty hired within the appraisal period with less than 6 months time in rank. B. Term-tenured participate in the full annual faculty performance appraisal process only at the end of the fourth year of their current term tenure period. 2.0 Completion of Additional Assessments 2.1 An assessment for additional faculty activities and responsibilities is completed by the evaluator of those activities and responsibilities, in collaboration with the faculty member's primary evaluator. Faculty who complete additional assessments include: A. Clinical faculty who are members of a care center; B. Faculty who hold joint appointments; C. Clinical Medical Directors; and D. Faculty administrators. 2.2 The evaluator signs and returns the assessment to the faculty member, who is responsible for sharing the information with his/her primary evaluator. 3.0 Primary Evaluator's Appraisal The primary evaluator completes the primary evaluator's appraisal. Page 2 of 5

3 4.0 One-On-One Meeting To Review Appraisal The primary evaluator: 4.1 Reviews the faculty performance appraisal in person with the faculty member; 4.2 Provides the faculty member a period of time, usually 24 hours, to respond to and sign the appraisal; 4.3 Signs the finalized faculty performance appraisal; 4.4 Provides a copy of the signed faculty performance appraisal to the faculty member; and 4.5 Forwards the original appraisal and CV to Academic and Visa Administration: Faculty Academic Affairs (AVA:FAA). 5.0 One-Up Review The primary evaluator submits the appraisal to the next level of management (referred to as the one-up) for review. If the one-up wishes to modify the signed appraisal, comments must be included as an addendum to the original appraisal and copied to the faculty member. 6.0 Disputed Faculty Appraisal 6.1 If the faculty member disagrees in part or in whole with the primary evaluator's assessment or the addendum, if applicable, the conflict resolution process is initiated (See Conflict Management Policy (UTMDACC Policy # ACA0039). 6.2 In the event the primary evaluator/department chair has negatively evaluated the faculty member on interactions with other faculty members and staff, the Provost and Executive Vice President (PRO/EVP) or the Executive Vice President and Physician-In-Chief (EVP/PIC) will meet separately with the department chair and the faculty member. 7.0 Retention of Annual Faculty Appraisal AVA:FAA retains the annual faculty appraisal and CV in the faculty member's official personnel record. Page 3 of 5

4 ATTACHMENTS / LINKS RELATED POLICIES Conflict Management Policy (UTMDACC Policy # ACA0039). JOINT COMMISSION STANDARDS / NATIONAL PATIENT SAFETY GOALS OTHER RELATED ACCREDITATION / REGULATORY STANDARDS REFERENCES Page 4 of 5

5 POLICY APPROVAL Approved With Revisions Date: 05/29/2009 Approved Without Revisions Date: Implementation Date: 05/29/2009 Version: 15.0 RESPONSIBLE DEPARTMENT(S) Academic & Visa Admin: Faculty Academic Affairs Page 5 of 5