Dean´s Directive No. 15/2024 ****************************************************************************************** * ****************************************************************************************** Title: Evaluation of technical and economic employees at the Faculty of Huma To implement: Rector's Measure No. 53/2023 Framework principles of career developme Date of effect: 1 January 2025 *========================================================================================= * Evaluation of technical and economic employees at the Faculty of Humanities of Charles U *========================================================================================= ------------------------------------------------------------------------------------------ Article 1: Introductory provisions ------------------------------------------------------------------------------------------ 1.The directive establishes procedural rules for the career development of technical and e (hereinafter referred to as "TES") and the periodic evaluation of the TES of the Faculty (hereinafter referred to as "Faculty"). The evaluation of Faculty staff is a tool of per management. It aims to contribute to the personal and professional development of the Fa to strengthen their motivation in this development by supporting their goals in line wit focus and needs. 2.Appraisals provide an overview of the performance and quality of work of individual empl thus allow to directive the results achieved. Appraisals create an environment for dialo supervisor and subordinate. It enables the faculty to focus the development and training strengthening their motivation and co-responsibility in the running of the faculty. 3.The evaluation may be carried out during the employment relationship at a time other tha term at the request of the employee or, in justified cases, at the request of the employ or the faculty management (dean or secretary of the faculty). 4.Evaluation documents and outputs are stored in accordance with the principles of data pr only a limited number of persons with a legitimate interest have access to them. 5.The conclusion of the evaluation can also serve as a basis for possible personnel and pa male and female employees, e.g. changes in working hours, classification in tariff and p amount of personal remuneration, etc. ------------------------------------------------------------------------------------------ Article 2: Career development of the TES ------------------------------------------------------------------------------------------ 1.Career development of TES at the faculty is governed by the Framework Principles of Care of TES at Charles University, which are annexed to the Rector's Measure No. 53/2023. 2.The TES Career Development Plan will be discussed at each TES review. ------------------------------------------------------------------------------------------ Article 3: Evaluation of the TES ------------------------------------------------------------------------------------------ 1.Groups of evaluated employees: a.For the purposes of this directive, an employee is defined as an employee of Charles U not an academic employee, researcher or lecturer and is assigned to the faculty. b.Any TES with working hours of 16 hours per week or more is subject to evaluation. Empl grades 1, 2 and 3 are not evaluated. c.In addition, each Head of Department of the Dean's Office, Head of a Faculty-wide Unit Purpose Unit (hereinafter referred to as the Head) shall be subject to evaluation. 2.Purpose of the evaluation: a.Appraisals provide an overview of the performance and quality of work of individual em allow to directive results achieved. Appraisals create an environment for dialogue bet and subordinate. It enables the faculty to focus the development and training of emplo their motivation and co-responsibility. The TES evaluation serves i.to assess the performance of job duties; iito extend or not to extend the employment contract; iito reduce the hours; ivto repeat the evaluation within a certain time limit; v.to change the personal evaluation; vito motivate you to achieve the best possible work results; vito identify areas for improvement; vito send a notice to remedy the deficiencies or to initiate a procedure under the Lab may result in termination of the employment relationship; ixto obtain feedback on working conditions, the operation of the faculty or workplace, work of the supervisor, opportunities for further education, etc.; x.on the proposal for the award of annual bonuses or special . b.The evaluation of TES managers is used to assess their management skills. 3.The TES evaluation system: a.TES staff members undergo a periodic evaluation every two years, in even-numbered cale b.TESs in a management position undergo regular appraisals once a year. c.The evaluation of all TESs, including those in management positions, takes place betwe and 30 . d.The TES is evaluated by his/her supervisor (head of the workplace). The department hea office is evaluated by the secretary or the dean. Heads of other departments of the Fa evaluated by the respective Vice-Dean or Associate Dean, or the Dean or Dean. e.A single university electronic application is designed for assessment. f.The evaluation shall always take place before the conclusion of the permanent contract accordance with Article 3(4)(a). g.Employees are evaluated in the following areas: i.the fulfilment of the set work objectives for the previous period, iiexpertise according to the position, iiSoft skills and approach to work tasks, ivlanguage skills, if to the job, v.management skills (for senior staff). 4.TES evaluation process: a.By the end of February, the employee will prepare a self-assessment based on the areas set work objectives for the next period. b.By the end of March, the employee will review his/her self-assessment and goals in an his/her supervisor, who will prepare an evaluation report. c.By the end of March, the employee's supervisor will approve or modify the performance d.The evaluation results in a written report prepared by the employee's supervisor by th September, including performance objectives for the next period. e.If the evaluator disagrees with the written report, he or she may respond in writing b this case, his/her report will be discussed by a committee of at least three members a Dean of the Faculty. ------------------------------------------------------------------------------------------ Article 4: Transitional and final provisions ------------------------------------------------------------------------------------------ 1.In 2025, the first calendar year in which the periodic evaluation of the TES will begin, following OR 53/2023, to start the evaluation of all TESs later than February, subject t steps specified in Article 3(3) and (4) of this directive. 2.The person responsible for the control and implementation of this directive is the HR ma officer of the Faculty's HR and Payroll Department. 3.This directive shall enter into force on the date of signature. 4.This directive shall enter into force on 1 January 2025. Prague, 19 December 2024 doc. Věra Sokolová, M.A., Ph.D. Dean