What to Expect from Your Annual Review Philip F. Binkley, MD, MPH Director, Center for FAME Wilson Professor of Medicine

What to Expect from Your Annual Review Philip F. Binkley, MD, MPH Director, Center for FAME Wilson Professor of Medicine

3 WHY DO AN ANNUAL REVIEW? 1.It is REQUIRED 2.It is a time for reflection, self-evaluation 3.Time to share your Individual Development Plan (IDP), set annual goals and seek input 4.Meet with leadership and get feedback 5.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