Dean’s Provision No. 22/2024
The implementation of the Framework Principles of Career Development of Members of the Technical and Economic Staff at Charles University
Article I
Introductory provision
This Dean’s Provision supplements and specifies the rules of career development of Members of the Technical and Economic Staff at the Second Faculty of Medicine of Charles University (hereinafter referred to as the "Second Faculty of Medicine" or the "Faculty"), in application of the provision of the Framework Principles of Career Development of Members of the Technical and Economic Staff at Charles University (hereinafter referred to as the “TES”).
Article II
Career development
1. Career development of TES at the Faculty shall be governed by the Framework Principles for Career Development of TESat Charles University, annexed to Rector's Directive No. 53/2023.
2. The TES career development plan is discussed at each TES evaluation.
Article III
Periodic evaluation
1. Every TES with a minimum working time of 0.5 shall be subject to evaluation.
2. The purpose of the evaluation of the TES shall be:
- To assess the performance of the TES's duties,
- To motivate the TES to achieve the best possible performance,
- To identify areas for improvement,
- To provide feedback on working conditions, the operation of the Faculty or workplace, including the work of the supervisor, opportunities for training, etc.,
- As a basis for annual awards.
3. The evaluation of managers (heads of relevant departments of the Dean's Office and special facilities, hereinafter referred to as "Managers") will also be used to assess their management skills.
4. The TES is evaluated on a regular basis, with such evaluations conducted once every two calendar years. Senior staff, meanwhile, are evaluated once per calendar year
5. Evaluations are conducted from 1 September to 15 November of the year
6. Work constraints and the amount of time will be reasonably taken into account in the evaluation
7. The evaluation shall be conducted through a single university electronic application.
8. Employees are evaluated in the following areas:
- Achievement of established work objectives for the previous period,
- Competence according to the position,
- Soft skills and personal approach,
- Language skills (if relevant)
- ICT skills (if relevant)
- Management skills (for Managers).
Article IV
Evaluation procedure
1. The TES shall be evaluated by the Head of the relevant department of the Dean's Office, the Head of the relevant special establishment or the Head of the clinic, institute or centre (hereinafter referred to as the "Supervisor").
2. Between 1 September and 15 September, the employee shall complete a self-assessment in the application and set work objectives for the next period.
3. Between 16 September and 15 November, the employee will review their self-assessment and goals with their Supervisor, who will prepare an evaluation report. The Supervisor will further agree on or adjust the performance objectives.
4. The result of the appraisal interview is a written report including performance objectives for the next period.
5. In the event that the appraisee should find the written report to be disagreeable, they may submit a written response by 20 November. In such a case, the appraisee's report will be discussed with the Supervisor and the Faculty Secretary.
Article V
Evaluation procedure for Managers
1. Between 1 September and 15 September, the Manager shall complete a self-assessment in the application and set their performance objectives for the following period.
2. Between 16 September and 15 November, the Manager will discuss their self-assessment and objectives with the Faculty Secretary, who will prepare an evaluation report. The Secretary of the Faculty will further approve or modify the performance objectives.
3. The evaluation interview results in a written report including performance objectives for the next period. Conclusions will be drawn from the results of the evaluation, which will lead to the improvement and development of the managerial skills of the Manager in particular.
4. If the appraisee disagrees with the written report, they may respond in writing by November 20. In such a case, the appraisee's report will be discussed with the Faculty Secretary and the Dean of the Faculty.
Article VI.
Final Provisions
1. The responsibility for monitoring and implementing this measure lies with the Head of the Personnel and Payroll Department and the Secretary of the Faculty.
2. This measure shall enter into force on the date of signature by the Dean and shall take effect on 1 January 2025.
In Prague, 19 December 2024
prof. MUDr. Marek Babjuk, CSc.
Dean of the Second Faculty of Medicine of Charles University
