Performance Reviews

Annual Faculty Review Documentation Training

Watch Recorded Impact Writing Workshop  IANR Writing Workshop Packet 

 IANR Writing Workshop Slides   IANR Impacts Training

Reporting for IANR Staff

Employees and managers will meet twice per year to discuss six open-ended questions intended to focus on employee accomplishments, goals, and opportunities for growth and development. An online system is used to summarize these conversations. Information about staff performance reviews is found on the IANR HR website.

Evaluation of Faculty Members

All faculty members are required to be evaluated annually. The purposes of annual evaluation are to a) provide feedback on past and current performance, b) clarify goals and expectations, and c) coach the individual to success.

With few exceptions, IANR faculty members report to an academic unit leader (i.e., department head/chair or school director) or Engagement Zone Coordinator who is responsible for evaluation of their outcomes and impacts. Faculty members who are not yet fully promoted and/or tenured must also be evaluated by an appropriate group of peers who provide feedback and coaching on their progress toward tenure and/or promotion.

Evaluation is a shared responsibility between the person being evaluated and the person or group providing feedback and coaching.

Faculty members are primarily responsible for their own success and for the advancement of their careers. As it concerns evaluation, this means that the faculty member has the responsibility for:

1. achieving accomplishments that meet or exceed expectations and
2. identifying and describing their performance and accomplishments in a way that allows others to see how they are meeting expectations and achieving impact.

Unit administrators and peer faculty members have a shared responsibility to support each faculty member in their achievement of performance expectations and career success. As it concerns evaluation, this means that they have the responsibility to:

• nurture a work culture/climate that facilitates belongingness, productivity, and success.
• promote inclusive practices where the contributions of all are encouraged and valued.
• develop and document clear expectations for performance and accomplishments.
• provide candid feedback on performance.
• ensure transparency in evaluation processes and consistency in evaluation results.
• provide mentoring and coaching as needed.

Faculty members are required to annually submit a report of their accomplishments and impacts. This report is designed to help faculty members:

1. keep an ongoing record of progress toward stated goals and indicators of progress.
2. build a narrative that describes the impact (the “so what”) of their efforts.
3. tell a story about the relevance of their work, long term goals and goal achievement, and impact.

The faculty member’s annual report also provides unit administrators and peers with the documentation they need to conduct a critical evaluation of the faculty member’s performance leading to feedback and coaching.

Documentation Request for Annual Faculty Evaluation

Evaluation of Post Doctoral Fellows

Postdocs are evaluated annually. The Individual Development Plan and updated CV are the basis for the annual evaluation.

Materials to be Submitted for Post Doctoral Fellow Annual Evaluation