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Annual review newest 3 16
1. What to Expect from
Your Annual Review
Philip F. Binkley, MD, MPH
Director, Center for FAME
Wilson Professor of Medicine
2. What to Expect from
Your Annual Review
Philip F. Binkley, MD, MPH
Director, Center for FAME
Wilson Professor of Medicine
3. 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. 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
6. 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. 7
Documenting Your Accomplishments
Review and Document Your ACCOMPLISHMENTS
PUBLICATIONS
PRESENTATIONS
COURSES TAUGHT OR LECTURES GIVEN
MANUSCRIPT REVIEWS
AWARDS
SERVICE INCLUDING CLINICAL SERVICE
8. 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. 9
TIME FOR PRACTICE
List two goals you had for last year
DID YOU ACHIEVE?
IF NOT, WHY NOT?
List two accomplishments
10. 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. 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. 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. 13
TIME FOR PRACTICE
List two goals for the upcoming year
List the strategies and tactics you will use to
implement
14. 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. 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. 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. 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. 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. 19
DON’T ACCEPT A “HALO EVALUATION”
THE LAKE WOBEGON EFFECT
“THE FUTURE BELONGS TO THE DISCONTENTED”
ROBERT W WOODRUFF
20. 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
22. 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. 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