Performance development and reviews are about helping individuals grow as a faculty member, set and meet objectives consistent with their own career development and objectives as well as the vision/mission of your academic or research unit and the Faculty.
Performance Development and Reviews are about helping a faculty member develop in his or her career, and taking a look ahead, tapping into their strengths and perhaps adding new skills. The underlying purpose of development is to set and meet objectives consistent with their own career development and objectives as well as the vision/mission of your academic or research unit and the FOM. This should help foster the working relationship between you and the faculty member, provide an opportunity to clearly identify performance expectations, as well as improve career satisfaction.
Creating an Exceptional Work Environment
Performance development conversations will afford opportunities for recognition of contributions, active listening for areas of strength and areas where development or assistance is sought. Ideally, issues of concern are identified mutually by supportive questioning. Issues of concern are documented and available resources are discussed and provided, including remediation if relevant. The key goal is to ensure both you and the faculty member have a common understanding regarding performance expectations for the role.
At UBC, we encourage department heads, school directors and supervising faculty members to hold performance conversations rather than doing a one-way evaluation. The supervisor and the faculty member can both identify areas or goals to attain growth, to prepare for promotion or an assignment that will require additional or expanded skills and or competencies. Associated action plans should have set goals, defined outcomes and time lines. The performance development process is ongoing and largely driven by the faculty member, with the supervisor as coach and partner.
We appreciate that, based on your unit’s goals and objectives, you may wish to use a different performance development tool than the ones we recommend. If you chose to use a tool that is different than the ones shared on this page, please ensure that it allows for the following:
- Two-way conversation
- The opportunity to reflect on the past
- The opportunity to set realistic goals for the future
- A career development/discussion component
For Full-time & Part-time Faculty Members
As with all University faculty members, their performance must be reviewed annually in order to set goals and expectations for the following year.
Faculty of Medicine Academic Deliverables identify the expectations of all full-time faculty members in the Faculty in order to provide clarity on their responsibilities as a faculty member. These deliverables will be pro-rated for part-time faculty members. Each Department and School is required to have their own policy regarding academic workload and academic deliverables, which align with this deliverables and will reflect the norms and standards fo the academic unit.
In addition, the
Faculty of Medicine Academic Activities are intended to provide guidance on which academic activities should be reported annually.
Annual Activity Report
You will require each faculty member to submit an annual activity report by
January 31st of every year for the previous calendar year’s activities. The format for this report is at the discretion of your unit.
You should remind your faculty members of their responsibility, in accordance with
UBC Policy 51: Curriculum Vitae and Publications Record, to maintain a current record of their academic and administrative activities in the form of a CV prepared in the University format. A Teaching Dossier should also be prepared and kept up-to-date.
For Clinical Faculty Members
Clinical Faculty should be encouraged to keep an up-to-date record of their academic activities. Teaching information is available from the assigning Department, School or program.
All Clinical Faculty are encouraged to maintain a curriculum vitae in an approved UBC format to document academic activities. All of this information will be taken into account in reaching a decision regarding recommendation to reappoint or promote in accordance with the Policy on Clinical Faculty Appointments.
All appointments require formal review prior to recommendation for reappointment and/or promotion. Review for reappointment will normally take place several months before the end of the term of the Clinical Faculty Member’s current appointment. Reviews and consideration for recommendation for promotion may take place at any time upon application or upon your recommendation or, in any event, at the time reappointment is considered.
For Postdoctoral Fellows & Research Associates
As the supervising faculty member, you are one of the most important links between a Postdoctoral Fellow or Research Associate and the University. The University expects that this relationship will be one of mutual respect and consideration. The policies and practices of the University are geared to equitable treatment of all appointees with a measure of consistency.
You are the person most responsible, apart from the Postdoctoral Fellow or Research Associate, for their continuing development. The University encourages individual growth and you are in a good position to help determine what actions should be taken to ensure development within the University environment.
You should conduct at least one performance review during their probationary period (preferably at the end of month one, but no later than month three) and at least once per year after the successful completion of probation.
True performance development comes in a number of forms. The performance development tools recommended by UBC Human Resources are very different in style. Review the
various options and determine which model makes most sense for you.
We hope you find these tools of assistance when holding performance conversations. You may wish to revise these tools to suit the needs of your operation.
If your academic or research unit has created your own performance review document, please let your faculty members know.
For additional information or to discuss concerns regarding performance management, contact the Executive Director, Faculty Affairs at the FOM.