Performance development and reviews are about growing as a faculty member and taking a look ahead, tapping into your strengths and perhaps adding new skills. The underlying purpose of development is to set and meet objectives consistent with your own career development and objectives as well as the vision/mission of your academic or research unit and the Faculty.
Creating an Exceptional Work Environment
Performance development conversations help faculty members communicate with their Department Heads or School Directors or supervising faculty member, providing 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 the faculty member and the Department Head or School Director or supervising faculty member have a common understanding regarding performance expectations for the role.
For Full-time & Part-time Faculty Members
As with all University faculty members, your performance will be reviewed annually in order to set goals and expectations for the following year.
The new Faculty of Medicine Academic Deliverables (Word | PDF) identifies the expectations of all full-time faculty members in the Faculty in order to provide clarity on their responsibilities as faculty members. 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 these deliverables and will reflect the norms and standards of the academic unit.
In addition, the Faculty of Medicine Academic Activities ( PDF) are intended to provide guidance on which academic activities should be reported annually.
Annual Activity Report
You will be expected to submit an annual activity report to your Department Head/School Director, and Division Head (if applicable), by January 31st of every year for the previous calendar year’s activities.
The format of your annual activity report will be directed by your Department or School, so please check with your Department Administrator for the most current format.
In accordance with UBC Policy HR1: Curriculum Vitae and Publications Record, you are responsible for maintaining a current record of your 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. These career records may include other documents which the University considers relevant to your academic career. You are expected to make such documents available to the Department Head/School Director, and Division Head (if applicable) and to other duly authorized representatives of the University upon request.
For Clinical Faculty Members
As a Clinical Faculty member, you should keep an up-to-date record of your academic activities. Teaching information is available from the assigning Department, School or program.
You 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 a 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.