9,875
edits
CON Faculty Evaluation: Difference between revisions
Jump to navigation
Jump to search
→Policy
No edit summary |
(→Policy) |
||
| Line 68: | Line 68: | ||
<p style="margin-bottom:15px;max-width:70em !important;">This policy applies to all faculty.</p> | <p style="margin-bottom:15px;max-width:70em !important;">This policy applies to all faculty.</p> | ||
===Policy=== | ===Policy=== | ||
<ol style="margin-bottom:15px;max-width:70em !important;"> | |||
<li style="margin-bottom:15px;">In accordance with the Bylaws of the Board of Regents of the University of Nebraska Procedures 4.5 & 4.6, all faculty are evaluated at least annually by their division assistant dean or appropriate supervisor. The supervisor makes merit recommendations with rationale, including a completed performance appraisal, to the dean.</li> | |||
<li style="margin-bottom:15px;">The Associate Dean for Research collaborates with the supervisor and is included in the evaluation meeting for those faculty who have >30% scholarship effort.</li> | |||
<li style="margin-bottom:15px;">The Associate Dean for Transformational Practice & Partnerships collaborates with the supervisor and is included in the evaluation meeting for those faculty who have >40% practice effort.</li> | |||
<li style="margin-bottom:15px;">The designated supervisor shall orient newly hired faculty to evaluation policies, procedures and forms at the time of employment.</li> | |||
<li style="margin-bottom:15px;">The period of evaluation is from January 1 to December 31 of the previous year. For a faculty member employed for a partial year, the supervisor shall consider the time period employed during the review of the faculty’s contributions related to the metric benchmarks.</li> | |||
<li style="margin-bottom:15px;">Multiple sources of data are used for faculty evaluations from each mission area where faculty are assigned Full-Time Equivalent (FTE) allocation.</li> | |||
<li style="margin-bottom:15px;">Metrics for each mission area are delineated in categories and by level of achievement. Levels of achievement are listed for each rating level using UNMC performance ratings. Level 1 (unsatisfactory performance seldom meets established standards), Level 2 (needs improvement, sometimes meets established standards but lacks consistency), Level 3 (meets and occasionally exceeds established standards, or Level 4 (consistently meets and almost always exceeds expected levels of performance. See University of Nebraska Medical Center (UNMC) College of Nursing (CON) Faculty Annual Evaluation Form for expected outcomes for each mission’s metrics by level. | |||
<ul style="margin-bottom:15px;max-width:67em !important;"> | |||
<li>Teaching mission metrics are included for peer feedback in the appropriate timeframe (see 4.2.9 Peer Feedback for Teaching Mission), education specific continuing education, and student evaluation of faculty in courses (see 5.1.8 Student Ratings of Instruction).</li> | |||
<li>Scholarly activity mission metrics are included for grants and publications (see Appendix B1 Guidelines for Doctoral Prepared Faculty Role Differentiation).</li> | |||
<li>Practice mission metrics are included for practice hours, contracted agency satisfaction with faculty, continuing clinical education attendance, and dissemination of practice scholarship.</li> | |||
<li>Service mission metrics are included for organizational committee participation and professional organization participation.</li> | |||
<li>Administrative job description duties would be used to evaluate faculty holding administrative positions. </li> | |||
</ul> | |||
</li> | |||
<li style="margin-bottom:15px;"></li> | |||
<li style="margin-bottom:15px;"></li> | |||
<li style="margin-bottom:15px;"></li> | |||
<li style="margin-bottom:15px;"></li> | |||
</ol> | |||
<p style="margin-bottom:15px;max-width:70em !important;">The designated administrators orient newly hired faculty to evaluation policies, procedures and forms at the time of employment.</p> | <p style="margin-bottom:15px;max-width:70em !important;">The designated administrators orient newly hired faculty to evaluation policies, procedures and forms at the time of employment.</p> | ||
<p style="margin-bottom:15px;max-width:70em !important;">All faculty are evaluated at least annually by their Division Assistant Dean or appropriate administrator. The administrators make merit recommendations with rationale, including a completed performance appraisal, to the dean.</p> | <p style="margin-bottom:15px;max-width:70em !important;">All faculty are evaluated at least annually by their Division Assistant Dean or appropriate administrator. The administrators make merit recommendations with rationale, including a completed performance appraisal, to the dean.</p> | ||