Dean´s Directive No. 9/2022 ****************************************************************************************** * ****************************************************************************************** Title: Evaluation System for Academic and Scientific Staff and Lecturers at To implement: Directive of the Rector of Charles University No. 28/2021 Date of effect: 1 July 2022 Annexes: Online form [ URL "https://forms.office.com/Pages/ResponsePage.aspx?i *========================================================================================= * Evaluation System for Academic and Scientific Staff and Lecturers at the Faculty of Huma University *========================================================================================= ------------------------------------------------------------------------------------------ Article 1: Introductory provisions ------------------------------------------------------------------------------------------ 1.In accordance with Act No.111/1998, Coll., on Higher Education and in accordance with th regulations, the Faculty employs academic and scientific staff and lecturers (hereinafte to as "staff") in such number and structure that correspond to its profile and needs. It ensure that it provides its staff with opportunities for professional growth and career The framework principles are set out in the Rector of Charles University Directive No. 2 Principles for the Career Development of Academic and Scientific Staff and Lecturers at University (hereinafter referred to as 'RD 28/2021'). 2.In accordance with Article 3 of RD No. 28/2021, I hereby establish a system of evaluatio and scientific staff and lecturers at the Faculty of Humanities of Charles University (h referred to as the "Faculty"). ------------------------------------------------------------------------------------------ Article 2: Basic principles of evaluation ------------------------------------------------------------------------------------------ 1.The evaluation applies to academic and scientific staff and lecturers of the faculty wit 0.5 full-time equivalent. It does not apply to staff who have reached the age limit for retirement pension. 2.In the case of faculty members with an open-ended contract, the evaluation is normally c every 5 years. 3.In the case of faculty members with fixed-term contracts, the evaluation takes place aft usually 6 months before the end of the employment relationship. The result of the evalua basis for renewal, modification or non-renewal of the employment contract. 4.The evaluation may be carried out during the course of the employment relationship on a than the usual date, based on a written request from the employee, his/her supervisor or management. 5.The evaluation process may be replaced by habilitation or appointment as a professor. 6.In the case of senior staff (Head of Department), the evaluation is the basis for the de possible extension of the Head of Department's term of office for the next term. ------------------------------------------------------------------------------------------ Article 3: Areas of evaluation ------------------------------------------------------------------------------------------ The evaluation of the career development of academic and scientific staff and lecturers fo following areas: a.pedagogical activities (mainly full-time and distance teaching, guaranteeing study progr guaranteeing courses, conducting final theses, their oppositions, participation in forei teaching, participation in examination committees, participation in admission procedures with regard to involvement in study programmes implemented by the faculty; invited oppos participation in committees at other faculties, etc.); b.scientific and other creative activities (publication outputs relevant to the field or a of the employee, research and research activities, significant presentations at conferen lectures, international cooperation, positions or membership in bodies, evaluation board submitted and ongoing research projects and grants, cooperation on them, etc.); c.participation in the so-called third role of the university (expert activities, transfer learning, commercialisation of scientific and creative activities, science communication appearance, etc.); d.administrative activities and participation in the running of the faculty (management, a entrusted agendas, etc.). ------------------------------------------------------------------------------------------ Article 4: Evaluation process ------------------------------------------------------------------------------------------ 1.The staff member, in cooperation with his/her supervisor (usually the head of the depart an overview of the work activity for the relevant period (i.e. 3-5 years) in a basic for university information systems (SIS, IS science, etc.). The structure of the evaluation the areas listed in Article 3 of this directive. 2.The overview of the work activity is then supplemented by an evaluation prepared by the department; in the next step, the employee can supplement the overview of the work activ reflection on his/her further work plans, an evaluation of the work environment (support communication) and as a whole, the overview of the work activity is submitted to the fac via an online form set up and stored on the university platform MS Office 365. Only the officer, the Dean and members of the evaluation committee appointed by the Dean have acc above-mentioned documents for the implementation of the evaluation of individual staff m 3.A committee composed of the dean (or his/her deputy), relevant vice-deans and other memb by the dean (usually the guarantors of relevant study programmes) will get acquainted wi for the evaluation of the employee and conclude the evaluation. 4.The evaluation committee may also invite the employee to an interview, which will take p evaluated employee or the head of the department requests it. 5.The employee's performance review and all evaluation documents remain on file in the Fac Resources Department and serve as the basis for maintaining or changing the employment c financial terms. One of the outcomes of the appraisal may be a career development plan d collaboration with the Head of Department. ------------------------------------------------------------------------------------------ Article 5: Final provisions ------------------------------------------------------------------------------------------ 1.This directive shall enter into force on the date of signature. 2.This directive shall enter into force on 1 July 2022. Prague, 30 June 2022 Ing. arch. Mgr. Marie Pětová, Ph.D. Dean