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List of BMFA Deans and Staff Administrators  Chapter 1. History
Chapter 2. Organization of the Alpert Medical School
Chapter 3. Faculty Affairs
 Chapter 4. Organization of AMS Departments Chapter 5. Medical School Faculty Governance
Chapter 6. Faculty Responsibilities Chapter 7. Brown Format For Curriculum Vitae Chapter 8. Faculty Promotion Tracks Chapter 9. BMFA Schedule For Processing Actions Chapter 10. Faculty Recruitment Chapter 11. Faculty Appointments Chapter 12. Faculty Reappointments  Chapter 13. Annual Reviews of Faculty Chapter 14. Faculty Promotion Process Chapter 15. Guidelines For Faculty File Access Chapter 16. Postdoctoral Appointments/Reappointments Chapter 17. House Staff/Fellow Appointments/Reappointments Chapter 18. Faculty Benefits Chapter 19. Visa Appointments Chapter 20. Teaching / Excellence Awards For Clinical Faculty Chapter 21. Grievance Procedures Chapter 22. Resources |
Chapter 13ANNUAL REVIEW OF ACADEMIC FACULTY
The annual review process for faculty is intended to provide timely evaluation of faculty academic performance and to set expectations for future performance. By establishing clearly defined, mutually agreed upon goals, a faculty member can apportion his/her effort in a manner consistent with the defined objectives. The assessment of performance provides the feedback which allows both the faculty member and his/her Service Chief and Department Chair to determine if the previously agreed upon goals were achieved. This process of retrospective review and prospective goal setting is intended to call attention to the academic role, and to facilitate advancement. Hospital or foundation employment, subject to hospital or foundation review, is also an integral component of the faculty appointment. While elements of employer review are beyond the scope of the faculty review, the faculty review includes teaching, research and University service. All tenurable and non-tenurable full-time faculty, including (Research) faculty, at the rank of Instructor and Assistant Professor, shall undergo an annual review of their academic achievements. All non-tenurable Associate Professors and Professors shall undergo a similar review at the mid point of their term of appointment. The review will take place within the Department in which the faculty person holds his/her appointment. In the case of a joint appointment the primary Department shall be responsible for the review. The secondary Department shall nevertheless be represented in the review process. To initiate the review process, the faculty member’s immediate supervisor will meet with the faculty member to discuss his/her past year’s accomplishments and to agree upon the goals for the following year. The immediate supervisor will then discuss the goals and assessment with the appropriate Chief of Service. If necessary, further discussion will be held with the faculty person. The immediate supervisor or Chief will complete the “Faculty Periodic Review” (FPR) form and forward this to the Department Chair. An alternative statement of review containing comparable information may be submitted. The Chair of large departments may wish to appoint an Annual Review Committee and delegate the “final review” to this committee. When agreement is reached on the FPR, the Committee will forward this document to the Department Chair for additional comments and approval. In Departments not utilizing an Annual Review Committee, the FPR will go directly from the Chief of Service to the Department Chair for comments and signature. The FPR will then be forwarded to the faculty member. The faculty person may add a written comment as part of the final report, and these comments shall become a part of the official record. The faculty will then sign the FPR, the signature only acknowledging receipt of the evaluation, and return it to the Department Chair. The Chair is responsible for insuring that the FPR is maintained in the faculty member’s departmental file. The annual review process will evaluate the past year’s performance by comparing the faculty member’s accomplishments against a set of objectives enunciated at the time of the previous years’ review. In the case of a first-year review, a set of objectives from a prior review will, of course, not be available. Thus, expectations should be established in writing for the first year of employment by the faculty person’s Chief of Service and immediate supervisor in consultation with the Department Chair. Clinical accomplishments relevant to the academic goals of the Department are germane to the annual review process and should be cited. The review process must be completed by May 15 of each academic year. A copy of the review should be sent to Office of BioMed Faculty Affairs.
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