Dean´s Directive No. 13/2024 ****************************************************************************************** * ****************************************************************************************** Title: Principles of career development, support, and evaluation of academic To implement: Framework principles for the career development of academic and resea ethics, Internal salary regulation of Charles University Date of effect: 1 January 2025 Annexes: Annex No. 1: [ URL "FHSENG-1522.html "] Areas and criteria of evaluat *========================================================================================= * Principles of career development, support, and evaluation of academic and research staff the Faculty of Humanities of Charles University *========================================================================================= ------------------------------------------------------------------------------------------ Article 1: Introductory provisions ------------------------------------------------------------------------------------------ The aim of this directive is to create conditions for the professional growth of academic researchers, and lecturers at the Faculty of Humanities of Charles University, to establis structure for supporting their scientific and pedagogical development and advancement in a to set up a transparent framework for the systematic evaluation of their activities. The d on the Framework principles of career development at the Charles University and other appl generally binding and internal legal regulations. *========================================================================================= * PART ONE: CAREER DEVELOPMENT AND CAREER ADVANCEMENT *========================================================================================= ------------------------------------------------------------------------------------------ Article 2: Career development ------------------------------------------------------------------------------------------ 1.Career development refers primarily to the promotion of an employee to a higher job posi AP2 to AP3) or a change in their classification and transition to a different career pat to AP2). 2.The faculty creates conditions for positive career development, especially through a sys leave, support for grant and publication activities, developing habilitation mentoring ( consultations and sharing of experience in the preparation of the habilitation process), pedagogical competences, consistent application of the principle of equal opportunities, and female employees in specific life situations, ensuring a safe environment, and creat and collegial atmosphere within the faculty community. The Faculty encourages an individ career development. 3.Career advancement occurs when an employee has obtained an appropriate academic degree a the requirements and duties imposed by the faculty, particularly in the employee's job d individual career development plan. The condition for career change is that the employee in the activities required for career change (scientific in the case of a move to the po pedagogical in the case of a move to the position of L), has an appropriate academic deg same time everything is in accordance with the concept of the functioning of the relevan its staffing possibilities, which must be approved by the Dean or the Dean on the basis from the Head of Department. The regular evaluation of academic and scientific staff and CU is typically used to assess whether the conditions for promotion or change are met. 4.Typical career progression paths and career changes are set out in Annex RD No. 28/2021 Principles. ------------------------------------------------------------------------------------------ Article 3: Positions and work activities ------------------------------------------------------------------------------------------ 1.1. The Career Code distinguishes three groups of staff, which include job roles: a.assistant professor, associate professor, and professor (collectively, "academic staff b.researcher; c.lecturer. 2.The basic requirements that the faculty imposes on the employees in a given position adh superior, generally binding and internal legal regulations, in particular RD No. 56/2021 work and job positions for CU employees and RD No. 28/2021 Framework principles of caree academic and scientific staff and lecturers at the CU. The individual activity requireme employees are further set out in their employment contracts and job descriptions, or in career development plan or in the conclusions of their evaluation by the evaluation comm ------------------------------------------------------------------------------------------ Article 4: Career progression of academic staff (AP1 - AP4) ------------------------------------------------------------------------------------------ 1.Assistant (grade AP1): a.The first employment contract with a new employee is concluded for a fixed term, for a years, with the possibility of two extensions. b.Each extension of the contract is possible again for a maximum of 3 years. A positive prerequisite for extending the contract without an open competition. c.The length of stay can be up to 9 years (until completion of the PhD), but should norm 2.Assistant Professor (AP2 grade): a.The employment contract with AP2 is usually concluded for a fixed term of maximum 3 ye possibility of renewal twice thereafter. Each extension of the contract is possible ag maximum of 3 years. A positive evaluation result is a prerequisite for the extension o A period of 9 years of full-time employment without interruption should be sufficient requirements for the habilitation procedure. A period of interruption (e.g. due to lon leave, maternity and parental leave) will adequately extend this period. b.This period is usually the preparation phase for habilitation, which is a prerequisite to AP3. At the same time, the transition from AP2 to AP3 typically corresponds to a ch from a fixed-term to an open-ended contract. c.If the staff member does not meet the requirements for starting the habilitation proce years, but the periodic evaluation is positive and shows that the staff member can soo criteria needed to start the habilitation procedure, the evaluation committee may reco indefinite extension of the staff member's contract, with further tasks to be set to l the requirements for starting the habilitation within 3 years. d.If the staff member does not meet the requirements to start the habilitation process i the regular evaluation shows that he/she does not sufficiently meet the criteria neede habilitation process, then the existing contract will not be extended. In very excepti the employment contract may be continued indefinitely if the needs of the faculty so r decision is subject to the approval of the Dean or Dean of the Faculty. In addition, s assigned work tasks, the fulfilment of which is verified in the context of regular app 3.Associate Professor (AP3 grade): a.To qualify for the AP3 salary grade, a scientific and pedagogical title of associate p attainment of comparable status is required. b.The employment contract of associate professors and assistant professors is usually co an indefinite period. However, if the employee is new to the University, a fixed-term typically concluded first. Subsequently, after an initial evaluation in which he/she d her qualities and competences, the staff member may be given a contract of indefinite 4.Professor (salary grade AP4): a.To qualify for the AP4 salary grade, a research and teaching title of Professor, appoi Associate Professor, or attainment of comparable status is required. b.The employment contract of professors is usually concluded for an indefinite period. H case of a new employee at the University, a fixed-term contract may be concluded first cases. Subsequently, after an initial evaluation in which he/she demonstrates his/her competences, he/she may be given a contract of indefinite duration. 5.Postdoc: a.A specific category is postdoctoral fellows. These are junior academic or research sta employed on a fixed-term (1-3 years) basis and who have attained their Ph.D. degree or more than eight years ago. b.Postdoctoral fellows are classified in the AP2 or VP2 pay grades. Depending on whether perform teaching activities in addition to research activities, they are classified as c.Postdoctoral positions are filled by candidates who have obtained a Ph.D. according to of the Selection Procedure of Charles University, or according to the specific conditi project for which the postdoctoral student is recruited. d.An employee who, after defending his or her Ph.D., remains at the same workplace where worked during the Ph.D. studies is not considered a postdoctoral fellow. ------------------------------------------------------------------------------------------ Article 5: Career progression of researchers (VP1 - VP3) ------------------------------------------------------------------------------------------ 1.Researchers are usually recruited to work on scientific projects, with research as their activity. A Master's degree is required for classification in the VP1 salary grade, a Ph equivalent degree is required for VP2, and an appointment as Associate Professor or Prof attainment of comparable status abroad is required for classification in the VP3 salary 2.The employment contract is usually concluded for a fixed period in relation to the needs of the projects. A fixed-term contract for a maximum of 3 years can be renewed twice, ea a maximum of 3 years. If the specific nature of the projects makes this necessary, sever contracts may be chained together. ------------------------------------------------------------------------------------------ Article 6: Career progression of lecturers (L1 - L2) ------------------------------------------------------------------------------------------ 1.The filling of lecturer positions is possible only in cases worthy of special considerat discussing the staffing situation and the development concept of the relevant department faculty management. 2.The primary activity of lecturers and lecturers is pedagogical activity in study program programmes. An L1 staff member has only teaching activities in his/her job description. member is mainly involved in teaching activities, but also in the operation of the depar small extent, in research and publication activities. 3.The first employment contract is usually for a fixed term (maximum 3 years) with the pos subsequent extensions. Each extension of the contract is possible again for a maximum of employees in the L1 and L2 grades who have demonstrated their qualities and competences, may be concluded for an indefinite period. ------------------------------------------------------------------------------------------ Article 7: Individual career development plan ------------------------------------------------------------------------------------------ 1.An individual career development plan helps employees plan their careers and motivates t professionally. It also enables managers to provide more specific support and assistance achieve their career goals and provides a basis for monitoring their performance. 2.An individual career development plan is not provided in the case of: a.employees with less than 0.5 hours; b.those staff recruited on a fixed-term basis who have no prospect of remaining at the U postdoctoral fellows); c.researchers with fixed-term contracts who are employed on a specific research project; d.the dean while in office. 3.The Individual Career Development Plan also applies to employees who are close to the re threshold. The aim is to plan and facilitate their involvement in a differentiated and a manner, both with regard to their capabilities and with regard to the staffing needs of programmes and other activities of the Faculty. 4.The Dean of the FH CU may grant the status of Emeritus Academician of the FH CU to retir who have contributed to the development of the study programme or science at the Faculty been employees of the FH CU for at least 20 years. The status expresses affiliation with and allows participation in its activities without employment obligations, with specific affiliation to be specified by agreement. The status is proposed by the supervisor, the committee or a member of the Dean's College and is granted by the Dean or Dean's College discussion in the Dean's College. 5.The individual career development plan is based on the typical work activity of the posi description in the contract of the specific employee and the criteria for employee evalu 1 of this directive), while reflecting the needs of the employee and the faculty. 6.The plan covers the period until the next periodic review. That is to say, it covers a p normally three years for AP1, AP2, L1, L2 or five years for AP3 and AP4, unless the peri evaluation is shortened (see Article 12(2)). In the case of fixed-term contract staff, t period for which the contract of employment is concluded. However, in the case of assist the longer-term outlook for research activities is normally an important part of the pla can start the habilitation procedure. 7.The plan is drawn up or updated as a rule: a.at the start of the employment relationship; b.as part of the regular staff appraisal (see part two); c.after reaching the retirement threshold. d.It may also be updated after a long break from work (e.g. after maternity or parental leave or sick leave), after a long stay abroad, and at the request of the employee or 8.The employee is obliged to prepare a draft career development plan within 6 weeks of sta or within 30 calendar days of being invited to do so (as part of an evaluation or after In it, he or she shall set out his or her career development plans and what he or she wo achieve in those areas of activity which are relevant to his or her job description, i.e particular a.pedagogical activity; b.scientific and creative activities; c.other activities, especially service activities at the faculty, university and academi 9.Based on the employee's proposal and a personal interview with him/her, the manager prep for an individual career development plan. In doing so, the supervisor always consults t of the plan with the guarantor of the study programme where the staff member provides or compulsory courses. Where the individual plan is drawn up or updated as part of the regu staff, the appraisal committee may recommend changes to it (see Article 12(2)). 10The final individual career development plan is binding on the employee and is part of h personnel file. This plan should therefore be formulated in a more general way and leave creative freedom and flexibility. Only if the staff appraisal has shown that the employe fulfilling the requirements of his or her position or the previous individual career dev will the tasks be made more specific. *========================================================================================= * PART TWO: PERIODIC APPRAISAL OF STAFF *========================================================================================= ------------------------------------------------------------------------------------------ Article 8: Basic principles of evaluation ------------------------------------------------------------------------------------------ 1.The assessment must take into account the amount of time worked as well as any long-term for work, maternity or parental leave, care for a member, a stay , taking creative leave circumstances worthy of special consideration. 2.Employee evaluations aim to provide employees with regular feedback on their work and mo to develop professionally. Last but not least, the aim is to provide the heads of depart faculty management with one of the bases for the development of employees, their remuner the extension or termination of their employment. 3.Employee evaluations involve the Dean or Dean of the Faculty, the Dean's College, the ev committee, the employee being evaluated, and his or her supervisor, who is typically the Head (hereinafter "Head"). Administratively, the evaluation is handled by the Career Dev Quality Education Department, where an evaluation coordinator is appointed, in close coo the Faculty's Human Resources and Payroll Department. 4.The regular evaluation applies to all academic and scientific staff and lecturers who ha working hours in excess of 16 hours. 5.Exceptions are: a.the Dean at the time of appointment; b.Employees with a fixed-term contract whose employment is due to end while they are on parental leave, unpaid leave immediately following parental leave or during a period o leave, provided that the employment relationship is to be extended again for a fixed p c.researchers on fixed-term contracts, provided that the staff member's employment is to a fixed period and their performance is evaluated on an ongoing basis in relation to t which they are involved; d.employees who are not interested in extending their employment relationship or whose e relationship is not to be extended on the basis of a proposal by the head of departmen 6.For employees with a fixed-term contract who wish to continue their employment, the eval normally start 6 months before the end of the contract. For associate professors and pro open-ended contract, the evaluation shall normally take place every 5 years, and for oth an open-ended contract, normally every 3 years. The start of the period for the next app calculated from the start of the previous appraisal. 7.The evaluation may be carried out during the course of the employment relationship at a the regular deadline at the request of the employee being evaluated, his/her supervisor management, or if a shorter evaluation period results from the conclusions of a previous Appointment as associate professor or professor replaces the evaluation process that the would have had to undergo at a similar time and starts a new evaluation period. ------------------------------------------------------------------------------------------ Article 9: Evaluation criteria and evaluation period ------------------------------------------------------------------------------------------ 1.Performance and job performance are evaluated as they result from the requirements of th employment contract, and/or the individual career development plan, if one is developed. 2.Depending on the specific position, the activities of male and female employees include the three basic components: a.pedagogical activity; b.scientific and other creative activities; c.other activities, especially service activities at the faculty, university and academi 3.The evaluation of all new employees in the AP1, AP2, L1 and L2 pay grades includes compl Basic Course of Pedagogical Competence at FH CU. 4.Language skills and the soft skills of male and female staff are also taken into account evaluation. A specific description of the areas assessed is given in Annex 1 to this dir 5.Managers are also assessed in management skills. However, this assessment is carried out different, usually annual, assessment regime (see more detail in Article 11 below). ------------------------------------------------------------------------------------------ Article 10: Evaluation committee ------------------------------------------------------------------------------------------ 1.The evaluation committee and its chairperson are appointed by the dean or the dean of th chair of the committee cannot be the immediate supervisor of the employee being evaluate 2.The evaluation committee shall have a minimum of three members, but may have more in jus but must always have an odd number of members. As a rule, the evaluation committee shall a.at least 1 member of the Dean's College (usually the Vice-Dean for Research and Creati and/or the Vice-Dean for Academic Qualifications and Quality of Education); b.the head of the department where the employee works. c.Other members of the committee may be appointed from among the faculty staff, who are of the board of the Cooperatio programme area to which the employee belongs, or the gu study programme where the employee teaches compulsory courses (in the case of concurre several programmes, it is usually the guarantor of the programme where the employee te compulsory courses), or members of the FH CU Scientific . 3.The dean is not a member of the evaluation committee. At the same time, in justified cas may determine that other relevant persons from the academic community of the faculty wil in the evaluation committee with an advisory vote (i.e. without participating in the vot conclusions of the evaluation). 4.The evaluation committee carries out the evaluation of employees without their personal However, the employee being evaluated may request a personal interview. Such a request s addressed in writing to the Faculty Evaluation Coordinator and to the head of his/her de same time as the submission of the completed self-evaluation. 5.The meeting of the evaluation committee is closed to the public. In addition to the atte evaluation committee may meet remotely (i.e. by means of remote communication that allow in the meeting in the present time) and hybridly, i.e. by a combination of attendance an participation. The Chair of the Evaluation Committee may call for a vote outside the mee Evaluation Committee ('per rollam vote'). The Evaluation Committee shall decide on the o of the evaluation and any recommendations by a simple majority of all members. The membe evaluation committee shall be obliged to maintain the confidentiality of the facts which their knowledge in the course of or in connection with duties as members of the evaluati ------------------------------------------------------------------------------------------ Article 11: Evaluation process ------------------------------------------------------------------------------------------ 1.The evaluation is carried out in an electronic evaluation application that uses data fro systems (in particular OBD and SIS). The application contains the necessary forms and in for filling them in. If the application is not available, the evaluation is carried out application using forms supplied by the Career Development and Quality of Education Depa 2.The employee is obliged to prepare a self-assessment and a proposal for his/her individu development plan within 30 calendar days of receiving the invitation. The Head of Depart to return the self-assessment report to the employee for completion. The staff member mu completion without delay. 3.The department head shall comment on the employee's self-evaluation within 30 calendar d employee's submission of the forms. The Head of Department will also prepare an individu based on the employee's proposal, a personal interview with the employee and consultatio supervisor of the study programme where the employee teaches (see more detail in Article 4.In justified cases, the head of the department has the possibility to propose a change i of the employment contract, either in the form of a transfer to another position or in t a reduction in the employee's working hours. If he/she does so, he/she shall inform the invite him/her to comment on the proposed change. In this case, the evaluation will be c according to the evaluation criteria for the staff member's current position. The Evalua will discuss the proposal to amend the content of the contract. 5.The evaluation panel will normally carry out the evaluation within 60 calendar days of t the complete evaluation is uploaded. 6.The chair of the evaluation committee is authorized to return the forms to the employee head for completion. The employee is obliged to make the additions within 10 calendar da Department within 7 calendar . 7.Based on the materials submitted, the evaluation committee will assess the extent to whi requirements of the job and/or the existing individual career development plan have been will make an overall assessment and make recommendations where appropriate (see Article ------------------------------------------------------------------------------------------ Article 12: Evaluation results ------------------------------------------------------------------------------------------ 1.The result of the evaluation is a non-public evaluation report, which is accessible thro application to the employee being evaluated, the head of the department, employees of th apparatus of the faculty whose participation is required during the evaluation, the chai evaluation committee and the dean or dean of the faculty. If the application is not avai evaluation report will be sent to the participants by the Career Development and Quality Officer; the evaluation report is filed in the Human Resources and Payroll Office. 2.The evaluation report may recommend adjustments to the individual career development pla work goals and objectives, and possibly shorten the time period set for the start of the evaluation. 3.The evaluation report includes an overall rating on a five-point scale: a.excellent - the employee has met and significantly exceeded the requirements of his or career development plan and description; b.very good - the employee has met and exceeded the requirements of his or her individua development plan or description; c.adequate - the employee has met the requirements of his or her individual career devel description; d.Adequate with reservations - the employee has partially failed to meet the requirement individual career development plan or description; e.inadequate - the employee has not substantially met the requirements of his/her indivi development plan or description. 4.The evaluation report may also include recommendations of an employment law: a.a proposal to extend the employment of an employee with a fixed or indefinite employme b.a proposal not to extend the employment of an employee with a contract; c.a proposal to issue a challenge to address unsatisfactory performance, including the f binding performance targets (work tasks) with a deadline for completion; d.a proposal for reassignment; e.Proposal for adjustments to the amount of time; f.a proposal for an increase or decrease in personal remuneration; g.a proposal for termination of employment in the event of failure to meet mandatory wor remedy unsatisfactory performance imposed at the last periodic appraisal. 5.The proposals contained in the evaluation report may only be implemented in accordance w accordance with the procedure laid down in the Labour Code. 6.The employee is entitled to object to the evaluation report and/or request a discussion evaluation with the evaluation committee within 14 calendar days of being informed of th report. The employee shall address the objection and/or request for a hearing to the Dea the Faculty and a copy to the Assessment Coordinator. He/she may invite the department c designee to attend the hearing. 7.The dean or dean's office is required to grant the request for a hearing and to hold the 30 calendar days of the request. The dean or dean may invite the chair of the evaluation the hearing. If written objections are submitted, the dean or provost must address the o writing. The decision of the Dean or Dean's Office after the hearing and/or settlement o final. 8.After the expiry of the deadline for objections or requests for hearing, the evaluation ------------------------------------------------------------------------------------------ Article 13: Call for remedy of unsatisfactory performance and additional evaluation ------------------------------------------------------------------------------------------ 1.If the evaluation committee recommends that the employee be called upon to remedy unsati performance, the Dean or Dean of the Faculty shall decide within 30 calendar days that: a.the employee will not be asked to remedy unsatisfactory performance, in which case the of the Faculty may change the overall evaluation and set a deadline for the commenceme evaluation; b.the employee will be required to remedy unsatisfactory within a predetermined period o 2.If an employee is asked to remedy unsatisfactory performance, he or she will also receiv tasks, called mandatory performance targets (hereinafter referred to as "targets"), whic complete within a specified time period. At the end of the time limit, an additional eva take place, at which the evaluation committee will check whether the objectives have bee 3.If the objectives have been met, the evaluation committee will propose a date for furthe If the failure to meet the objectives persists, the Dean or the Dean, after discussion i shall decide on further action, which may be of an employment . ------------------------------------------------------------------------------------------ Article 14: Evaluation of senior staff ------------------------------------------------------------------------------------------ 1.A staff member in a senior position here means the head of the department. His or her sc teaching activities are evaluated in the regular evaluation as any other faculty employe of this article is only the evaluation of the managerial activities of senior staff. 2.The position of Head of Department is subject to the minimum qualification requirements AP2-AP4 positions at Charles University. The Head of the Department is appointed to the the Dean or the Dean on the basis of a selection proceedings and for a limited period of maximum number of consecutive terms for a Head of Department is two (8 years in total). of the first term, the position may be extended for a second term on the basis of a posi of his or her managerial performance, which takes place at least 3 months before the end Head of Department. 3.The managerial performance of department chairs is evaluated in a separate interview wit supervisor, i.e., the dean or deans designee. These interviews are normally held at the in . 4.The interview is initiated in writing by the dean or the dean's designee. The supervisor prepare and submit a written self-evaluation covering the areas listed below (a-e) as a 30 calendar days. In it, he/she shall describe and evaluate the strengths and weaknesses leadership activities, and, where appropriate, describe the problems and obstacles he/sh his/her leadership activities and propose solutions to them. 5.As part of the basis for the evaluation, the Dean may solicit feedback from members of t (e.g., an anonymous survey, the results of which are not public and are used for the eva of these interviews). 6.Heads of Departments are evaluated with respect to these activities (taking into account of them they are not the only responsible persons and act only within their competences faculty): a.Ensuring quality educational activities in cooperation with guarantors of study progra departments; b.creating conditions for the conceptual and professional development of the Institute, development of the relevant scientific field; c.monitoring and supporting the professional development and qualification growth of the staff; d.Regular evaluation of the department's male and female staff; e.Competent leadership of the team in the workplace and ensuring adequate and even workl members of the department. 7.The outcome of the evaluation of department heads according to Article 14 is the provisi and support for improving their activities, or joint reflection on problems and obstacle and possible solutions. In the event of an inadequate evaluation result, the Dean may su improvement or remove the Head of Department after discussion in the College. *========================================================================================= * PART THREE: TRANSITIONAL AND FINAL PROVISIONS *========================================================================================= ------------------------------------------------------------------------------------------ Article 15: Transitional provisions ------------------------------------------------------------------------------------------ 1.Existing staff who do not have an individual career development plan will propose one at appraisal. Assistance in developing individual career development plans is provided by t Development and Quality Education Department to staff and heads of departments. 2.Employees (AP1, AP2, L1, L2) newly employed at FH CU with a salary level of 0.5 and abov employment relationship commenced on 1 September 2024, are obliged to attend the basic p skills course, preferably within 12 months of commencing employment, unless otherwise sp individual career development plan. Existing employees shall attend the course according and their individual career development plans. 3.Evaluations initiated by 30 November 2024 will be carried out in accordance with the rul of FH CU directive No. 9/2022. ------------------------------------------------------------------------------------------ Article 16: Final provisions ------------------------------------------------------------------------------------------ 1.This directive shall enter into force on the date of signature. 2.This directive shall enter into force on 1 January 2025. 3.This directive repeals Dean's directive No. 9/2022 on the date of its entry into force. Prague, 28 November 2024 doc. Věra Sokolová, M.A., Ph.D. Dean Rector´s Directive No.28/2021 and Annex RD Framework principles of career development of a scientific staff and lecturers at Charles University. Next: Higher education act, Labour code, Code of ethics of Charles University; Internal sa of Charles University. The difference between a lecturer and an academic staff is addressed in Rector´s Directive term "academic staff" at Charles University). An employment relationship that is due to end while the employee is on maternity or parent leave immediately following parental leave, or during a period of long-term sick leave may indefinitely only if the employee is evaluated in accordance with this measure. Rector's Directive No.37/2023 states that "the fulfillment of the Basic course of teaching verified during the first evaluation of an employee on the basis of the Framework principl development of academic and scientific staff and lecturers at Charles University (Rector's No.28/2021)". The 2021 CU job catalogue (see Rector´s Directive No. 56/2021: https://cuni.cz/UK-11539-ve or_2021_56.pdf) lists language skills as a qualification for each position. If a staff mem promoted to a higher position, this will normally entail higher foreign language requireme competences are part of the assessment. The amount of the personal remuneration is determined by the Dean of the Faculty taking in the results of the regular evaluation of employees. In this case, the personal remuneratio certain period, usually corresponding to the length of the regular evaluation period.