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Your Career at Queen’s The annual review process for QUFA faculty

Your Career at Queen’s The annual review process for QUFA faculty. Brenda Brouwer Vice-Provost and Dean School of Graduate Studies. Faculty member (Rehab Therapy, Kinesiology & Health Studies, and Neuroscience > 20 years of annual performance reviews Dean (SGS)

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Your Career at Queen’s The annual review process for QUFA faculty

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  1. Your Career at Queen’s The annual review process for QUFA faculty Brenda Brouwer Vice-Provost and Dean School of Graduate Studies

  2. Faculty member (Rehab Therapy, Kinesiology & Health Studies, and Neuroscience • > 20 years of annual performance • reviews • Dean (SGS) • Seen it from both sides

  3. Purposes of the Annual Review • To provide an annual assessment process that will: • Recognize faculty contributions and achievements • Enable monitoring of professional growth, professional development and career planning (formative feedback) • To determine an annual merit rating that will establish annual salary increment.

  4. Basis & procedure for the Annual Review • Annual report • Completed on a standardized form • Covers calendar year • Submission to Department Head required by February 1st • Any other documents in Official File that are relevant to the assessment and evaluation of performance in teaching, research and service.

  5. Teaching • Research/scholarship/creative activity • Service • Internal (department/faculty/university) administration • External (administrative, leadership, community service)

  6. Preparation of the Annual Report • It is the faculty member’s responsibility to provide sufficient detail to enable assessment. • If the annual report is not submitted or has insufficient detail, assessment is based on information reasonably available.

  7. Sources of Advice • Colleagues • Mentors • Heads • Deans • Human Rights Office • Centre for Teaching and Learning (CTL)

  8. Mentors • The Department Head has an integral role in identifying mentors who can encourage and facilitate career growth and development • Defining the purpose of the mentoring relationship is the critical first step • Match the assets of potential mentors to your needs from the relationship • The most effective mentoring relationships are mutually beneficial

  9. Annual Review Process • Department Head reviews annual report, provides a written performance appraisal. • Faculty member meets with Head and signs review. • Dean (or Vice/Associate Dean) and Head meet to address annual reviews and assignments of merit scores in Dept. • Dean makes merit score recommendation to Provost. • Copies of the annual report and review are maintained in the member’s Official File and the Dean’s office.

  10. Merit Scoring System • A point system; each merit point worth $284 in 2010-11. • Basic pool of points comprises 10 points per member. • Provost adds extra points to the pool – between 0.6 and 0.9 points per member. • The maximum possible university-wide average merit score is 10.9 points. • Possible points: 0-7, 10, 12, 15, 20

  11. ….Continued • 0-7: deficiency in performance • 10 = modal score (i.e. performance at expectation) To score above 10, performance in all 3 areas must be at least satisfactory. • 12: Significantly better performance than average in 2 of 3 areas or exceptional performance in one. • 15 or 20: Reflects excellence in teaching or research or both even if service also a factor. • Members in each unit receive a report outlining contributions of those in their unit who receive merit scores of 15 or 20

  12. Merit Points Distribution 2010-11 Points to $$ 4 = $1136 5 = $1420 6 = $1704 7 = $1968 10 = $2840 12 = $3408 15 = $4260 20 = $5680 N= 783

  13. The Merit System • Merit allocation yields a Merit/PTR salary increment in addition to annual scale increment. Both are included in base salary. • Links compensation to performance • Consistent strong performance (>10) yields significant salary advantage over time.

  14. The Merit System • It is an output measurement system in which effort is not expressly recognized. • Some important professional activities may be insufficiently valued. • The social and intellectual value of one’s contributions are difficult to assess.

  15. Things to Remember • Annual reports cover the previous calendar year. • Include all relevant materials in your annual report, with an explanation of their significance if necessary. • Remember that about 66% of your colleagues will receive a 10 and the vast majority of those are high achievers. • If in doubt about anything… ask!

  16. Tips for completing a comprehensive annual report • (Ideally) at the start of the calendar year create a file folder with subfolders; one for each area and drop in materials as appropriate to track your activities • e.g. student advisory committees, thesis examination committees (and role), grant reviews, abstracts published, invited presentations, papers/grants in review, USATs, professional development, … • Refer back to previous annual report – look for progress, improvement and development

  17. Questions / Discussion

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