This document provides guidance on preparing for and participating in an annual performance review. It outlines key aspects to consider, including documenting accomplishments, assessing progress on past goals, setting new goals, and preparing for a discussion with your supervisor. The review process allows for reflection on your work, receiving feedback, and establishing expectations and goals for the coming year. It should result in a written evaluation and agreed upon goals between you and your supervisor. Proper preparation including drafting accomplishments, goals, and areas for improvement will help ensure a productive discussion.

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

5. 5
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