ANNUAL REVIEW newest 3 16
-
Upload
philip-binkley -
Category
Documents
-
view
30 -
download
0
Transcript of ANNUAL REVIEW newest 3 16
What to Expect from Your Annual ReviewPhilip F. Binkley, MD, MPHDirector, Center for FAMEWilson Professor of Medicine
What to Expect from Your Annual ReviewPhilip F. Binkley, MD, MPHDirector, Center for FAMEWilson Professor of Medicine
3
WHY DO AN ANNUAL REVIEW?1. It is REQUIRED2. It is a time for reflection, self-evaluation3. Time to share your Individual Development Plan
(IDP), set annual goals and seek input4. Meet with leadership and get feedback5. It becomes part of promotion dossier
4
WHAT ARE THE DELIVERABLES? FACE TO FACE meeting with your supervisor
(typically dept chair, division director, vice chair for academic affairs)
Written narrative evaluation and opportunity to comment
Content: assessment of progress toward goals, review of activity and performance in all mission areas, achievements & awards
5
UNIVERSITY OFFICE OF ACADEMIC AFFAIRS POLICY ON ANNUAL FACULTY REVIEWS
6
THE PROCESS: HOW DO YOU BEGIN? Ask your supervisor what your department’s process
is, and by when to submit your information Even if not required, take time to be reflective and
submit more than just a copy of your CV, such as: Individual Development Plan (IDP) Your goals and progress toward last year’s goals Consider making an agenda of items to discuss
7
Documenting Your Accomplishments Review and Document Your ACCOMPLISHMENTS
PUBLICATIONS PRESENTATIONS COURSES TAUGHT OR LECTURES GIVEN MANUSCRIPT REVIEWS AWARDS SERVICE INCLUDING CLINICAL SERVICE
8
Year in Review Consider your goals for this past year How do your accomplishments align to the goals you
set last year? If you didn’t hit your targets, why not?
What do you need to achieve? Have you changed career orientation?
9
TIME FOR PRACTICE List two goals you had for last year
DID YOU ACHIEVE? IF NOT, WHY NOT?
List two accomplishments
10
Setting Goals for Upcoming Year Don’t “GO CRAZY”
Set a reasonable number of goals that can be accomplished within a year
Think about goals in each mission area Be realistic about your time and resources available
to you to enable success Be specific
Are you goals aligned with the unit’s goals? Think about how this fits into your IDP
11
Setting Goals for Upcoming Year SMART GOALS
Specific: Well Defined and Focused Measurable: Required to Determine if Achieved Attainable: Don’t be Unrealistic Relevant: Do They Match Your Unit’s Goals Time Bound: Create and Follow a Time Line
12
Goal Setting Example GOAL: To implement a quality improvement study and
publish the results STRATEGY
Review literature to identify area of need Identify an intervention Collaborate with a fellow
TACTICS Implement the intervention and identify target groups Document results Write up and submit
13
TIME FOR PRACTICE List two goals for the upcoming year List the strategies and tactics you will use to
implement
14
BEFORE YOUR REVIEW MEETING Go over all of the above with your mentor Use your mentor as a sounding board
Have you accurately listed your achievements? Are your goals “SMART?” Is your IDP ready to present?
15
Meeting with Your Supervisor Present the written record of your accomplishments,
assessment of past goals and description of future goals
HAVE A PLAN: SHARE YOUR FIVE YEAR PLAN WHAT WILL YOU NEGOTIATE FOR? WHAT DO YOU NEED HELP WITH? WHAT ARE YOU WILLING TO HELP WITH? Manage UP
16
What Can You Expect from the Conversation?
Your supervisor will share his or her thoughts about your accomplishments and where you are heading
You will present your view Be open to feedback
Formative Summative Evaluative
Be honest about your strengths and areas for improvement
17
Other Topics That May Be Addressed Is your time allocated appropriately according to
your career track and your goals? Are you on track to receive promotion? Does your supervisor have advice? Are your goals aligned with the goals of your unit? Do you need mentorship? Are you ready for a stretch assignment?
18
WHAT YOU SHOULD WALK AWAY WITH Mutually agreed upon expectations and goals for the
next year WHAT IS THE GREATEST SOURCE OF
UNHAPPINESS IN THE WORKPLACE? NOT UNDERSTANDING EXPECTATIONS
Understanding of where you will invest your time and energy, what action steps you can take
A narrative evaluation of your strengths and areas for improvement
19
DON’T ACCEPT A “HALO EVALUATION” THE LAKE WOBEGON EFFECT
“THE FUTURE BELONGS TO THE DISCONTENTED” ROBERT W WOODRUFF
20
Will You Be Graded? Some departments have a rating or grading scale
For example, doesn’t meet expectations, meets expectations, exceeds expectations
A, B, C, D Many different systems of evaluation throughout
departments Vice Provost’s Seminar
21
HOWEVER THE DECISIONS OF THE JUDGES AND
LEADERSHIP ARE FINAL
22
How Do You Know What Your Department Really Thinks of You?
Your narrative evaluation is your official record What does your rating mean? Ask your supervisor
for clarity Does “meets expectations” mean average? DOIM has adopted a goal-based system
GOALS ACHIEVED ACHIEVING GOALS GOALS NOT ACHIEVED
IF NOT WHY NOT?
23
Time to Practice
Pair up and take turns sharing your assessment of last year’s goals and your plan for this year’s goals
Practice asking for what you need