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

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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

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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

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UNIVERSITY OFFICE OF ACADEMIC AFFAIRS POLICY ON ANNUAL FACULTY REVIEWS

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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

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Documenting Your Accomplishments Review and Document Your ACCOMPLISHMENTS

PUBLICATIONS PRESENTATIONS COURSES TAUGHT OR LECTURES GIVEN MANUSCRIPT REVIEWS AWARDS SERVICE INCLUDING CLINICAL SERVICE

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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?

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TIME FOR PRACTICE List two goals you had for last year

DID YOU ACHIEVE? IF NOT, WHY NOT?

List two accomplishments

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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

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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

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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

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TIME FOR PRACTICE List two goals for the upcoming year List the strategies and tactics you will use to

implement

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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?

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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

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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

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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?

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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

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DON’T ACCEPT A “HALO EVALUATION” THE LAKE WOBEGON EFFECT

“THE FUTURE BELONGS TO THE DISCONTENTED” ROBERT W WOODRUFF

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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

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HOWEVER THE DECISIONS OF THE JUDGES AND

LEADERSHIP ARE FINAL

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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?

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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