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

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Presentation on theme: "Your Career at Queen’s The annual review process for QUFA faculty Brenda Brouwer Vice-Provost and Dean School of Graduate Studies."— Presentation transcript:

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 1 st 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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