Internal Medicine Expectations for the Annual Assessment of Faculty Members

As described in the School of Medicine  policy document, departmental chairs are required to provide to the Executive Dean (or Dean of the Wichita campus) an annual assessment on all faculty members having at least 0.5 FTE commitment to the School of Medicine. This requirement includes faculty on ALL tracks, with the exception of Volunteer faculty. This assessment must be based on both a self-assessment by the faculty member and the assessment of the departmental chair and must include a formal interview as described in the policy.

The School has developed an assessment form and requires departments to develop documentation systems specific to their needs such that an appropriate and accurate record of the evaluation is retained by the faculty member and department.  The Annual Faculty Assessment Summary Form has been developed based on feedback from chairs and faculty members.

The self-assessment should provide a concise yet comprehensive description of responsibilities, activities, achievements, time allocation and other aspects of professional activities, using both quantitative and qualitative data to document the extent to which responsibilities have been carried out and services provided in education, research/scholarly activity, administration, and clinical and other services to the institution and the community (see KUMC Handbook for Faculty and Other Unclassified Employees, III, Part 2, B2 Faculty Responsibilities). Whenever possible this assessment should be based on previously established objectives or benchmarks. The self-assessment should include objectives for the upcoming calendar year with suggestions for change and an indication of longer-term goals. It is not sufficient to state goals in a general manner such as “writing two grants” or “publishing two papers.” The objectives and goals should be specific and related to the growth and development of the individual faculty member as well as departmental programs.

"Expectations"

You will hear he term "expectations" used twice -- first with regard to School of Medicine Promotion and Tenure "Expectations"; second with regard the Department of Medicine's Expectations for use with your Annual Faculty Assessment. This webpage specifically addresses the Department of Medicine's Expectations for your Annual Faculty Assessment. 

How to use this guide:

Provided below are examples of activities that may be performed at each stage of a faculty member’s career (Early Career, Mid-Career and Established Career).   Your activities should not be limited to these examples nor are you expected to perform all the activities at each stage.  Discussion with your mentor, advisor, division director or Chair will help you identify activities to meet your objectives/goals.

This guide will be useful for all faculty members as you plan your activities for the upcoming year.  For Early or Mid-Career faculty members, the accumulation of accomplishments will assist with completion of their promotion and/or tenure applications.  For that reason we cannot stress enough the importance of updating your curriculum vitae on a regular basis.  Develop a system for collecting pertinent information to be added to your CV.  Files (paper or electronic) labeled Teaching, Service Research/Scholarship and Awards can be utilized to store documents such as teaching schedules, educational materials developing, teaching evaluations, clinic schedules and patient data, RVUs, committee membership (appointed and elected), grant and/or contract awards, acceptance letters from journals, invited presentations, grand rounds, teaching and other awards.  When your CV is updated regularly you’ll find it much easier to complete the Annual Faculty Assessment form and to prepare your CV for promotion.

Contents of this guide are in congruence with with the School of Medicine Guidelines for Promotion and Tenure.

SERVICE EXAMPLES (listed by sections in the Annual Faculty Assessment Summary Form)

1. Teaching Service
2. Scholarship: Scholarly Activity/Grants
3. Clinical Service
4. Extramural and Intramural Service
5. Departmental Service Expectations by Divisions
6. Mentoring Junior Faculty

A FACULTY MEMBERS CAREER IS HIS OR HER RESPONSIBILITY.
THE MENTORING PROGRAM IS DESIGNED TO HELP YOU BECOME SUCCESSFUL IN MAKING THE APPROPRIATE DECISIONS TO ADVANCE YOUR CAREER.

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MERIT, ADVANCEMENT AND/OR PROMOTION ARE ASSESSED ACCORDING TO THE MISSION CRITERIA OF EACH ACADEMIC TRACK IN THE SCHOOL OF MEDICINE

For assistance or questions about reviews for this year, please contact Jo Halverson in the Office of Professional Development and Faculty Affairs (PDFA).

5.18.2010