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Related Experiment Videos

Evaluating faculty performance: a systematically designed and assessed approach.

Carole J Bland1, Lisa Wersal, Wendy VanLoy

  • 1Department of Family Practice and Community Health, University of Minnesota School of Medicine, Minneapolis, Minnesota 55455-0392, USA. bland001@tc.umn.edu

Academic Medicine : Journal of the Association of American Medical Colleges
|January 15, 2002
PubMed
Summary

The Department of Family Practice and Community Health developed a faculty evaluation system for feedback and merit pay. This system improved objective salary decisions, faculty coaching, and productivity tracking.

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Area of Science:

  • Medical Education
  • Health Policy and Management

Background:

  • Academic medical departments require robust evaluation systems.
  • The Department of Family Practice and Community Health (DFPCH) identified a need for improved faculty evaluation.

Purpose of the Study:

  • To describe the development and implementation of a faculty evaluation system at DFPCH.
  • To assess the effectiveness and faculty satisfaction with the new system.

Main Methods:

  • System development initiated in 1996, with details on its current format.
  • A 1999 assessment was conducted to evaluate faculty and department head satisfaction.

Main Results:

  • High satisfaction reported by faculty and the department head.

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  • System facilitated objective salary decisions, enhanced coaching, and career development.
  • Improved tracking of faculty productivity, organizational clarity, and research output.
  • Early retirement of senior faculty with low evaluations observed.

    • Conclusions:

    • The DFPCH evaluation system provides an objective basis for salary decisions and faculty development.
    • Key success factors include leadership support, faculty buy-in, skilled staff, adaptability, and departmental tailoring.
    • The system raises important questions about aligning faculty "merit" with departmental goals.