The head of department receives a list of staff to be evaluated, data on the courses taught in the last five years and the composition of the evaluation committees for each staff member as proposed by the Dean. If the head of department has no objections, the evaluation can start.
In exceptional cases, the head of department can suggest that a staff member with a fixed‑term contract be excluded from the evaluation and refuse to renew their contract without the evaluation (e.g., due to non-compliance with the head’s instructions, behaviour seriously violating the ethics of academic work, changes in the concept of the relevant faculty department, etc.). It is up to the Dean to decide whether such request is to be satisfied.
After that, the employee is invited to start their evaluation within 14 days. The employee can refuse to start the evaluation if they intend to end their employment at the faculty.
Each employee fills in electronic self-evaluation form.They comment on their work at the faculty (i.e. their publishing, teaching, administrative and relevant creative activities) in the last five years and outline their career development plan. Publishing activity is the starting point for the evaluation of academic and research staff, while teaching activity will be used as a starting point for the evaluation of L1 and L2 lecturers. Please, see the “What is evaluated” section for details.
If an employee finds out that they do not meet the conditions for their job position laid down in the Career Development Regulations, they can propose a change to another job position (such as from AP2 to L2 lecturer), or a reduction of workload. If the employee, upon agreement with the head of department, makes this change within the evaluation period, the evaluation committee will take it into account.
The employee has 30 days to complete the evaluation.
The head of department evaluates each report and adds his or her own evaluation of the employee. This is also a good opportunity to meet and discuss the evaluation with the employee. Based on that, the head of department prepares his or her part of the employee’s career development plan.
The head of department also has the opportunity to propose a change of job category if they find out the employee does not meet the requirements for the current job position. In this event, the employee must provide their opinion on such change within ten calendar days.
The head of department has 30 days to complete the evaluation.
The head of department may ask the employee to make additions if needed (within 7 days following the submission of the self-evaluation). The employee then has 10 days to re-submit the amended version.
The committee evaluates all the activities of the given employee and draws up an evaluation report, taking into account all the documentation submitted.
The committee has 60 days to complete the evaluation.
If necessary, the committee may ask the employee to make further additions (within 30 days following the submission of the evaluation). In such a case, the employee has 10 days and the head of department 7 days to re-submit the evaluation.
For information about the evaluation result, please visit the overall results section.
