Annual Performance Review (APR)

To meet accreditation requirements and uphold sound human resource practices, the Methodist University Cape Fear Valley Health School of Medicine requires an annual academic performance evaluation for all faculty members.

This yearly review, conducted by the department chair or (for larger clinical departments) section chiefs, provides an opportunity to assess faculty engagement with the school’s mission and track progress toward promotion.

Purpose of the APR

The Annual Performance Review aims to:

• Document each faculty member’s activities and achievements
• Provide constructive feedback on performance, including strengths and areas for improvement
• Support academic promotion by reviewing progress and expectations
• Establish goals for the upcoming year
• Develop a personalized academic and professional development plan
• Inform salary and resource allocation decisions

The APR is a collaborative process that fosters dialogue and alignment between faculty and leadership. It is documented using a standard template, signed by both the faculty member and the department chair, and filed with the Department and the Faculty Affairs and Faculty Development Office.

If performance concerns are identified, interim evaluations and follow-up meetings may be scheduled during the year.

Administrative Reviews

In addition to the APR, annual administrative reviews are conducted for faculty in leadership roles such as department chair, dean (assistant/associate/senior), and director (course, curriculum, or unit). These reviews focus solely on administrative responsibilities and include input from the academic department chair.

Streamlined Portfolio-Based Review Process

To ensure consistency and alignment with promotion criteria, a portfolio-based performance review process is managed through the Faculty Management System. Each faculty member receives:

• A personalized email with a link to their individual review form
• Step-by-step instructions
• Dedicated support for completing the process

The review process includes:

1. Faculty self-evaluation of accomplishments over the academic year (July–June)
2. Supervisor review and evaluation of the submission
3. A meeting to discuss the review
4. Final electronic signatures from both the faculty member and supervisor

If you experience issues with the online system or have questions about the evaluation process, please contact the Faculty Affairs and Faculty Development Office at [email protected]

Unsatisfactory Faculty Performance & Improvement Plans

At MU CFVH School of Medicine, we are committed to excellence in teaching, research, and service. Faculty performance is reviewed annually to ensure alignment with institutional values and goals.

What Happens After an Unsatisfactory Review?

If a faculty member receives an overall unsatisfactory rating, a structured improvement process is initiated.

Faculty Improvement Plan (FIP)

Within 30 days of the evaluation, the faculty member must work with their supervisor to develop a Faculty Improvement Plan (FIP). The FIP is a targeted plan designed to support improvement and return to good standing.

The FIP Includes:

• Clear identification of performance concerns
  (e.g., unmet responsibilities, professionalism issues, skill gaps)
• Specific improvement goals and measurable benchmarks
• A progress timeline, including regular feedback sessions
• Support mechanisms (e.g., mentorship, training)
• Required signatures from the faculty member, department chair, and dean

Workload adjustments may be made to support improvement efforts.

Duration & Expectations

FIPs typically last up to one year. During this period, faculty must demonstrate measurable progress. If improvement is insufficient, further actions may be taken in accordance with university policy, including:

• Non-renewal of contract
• Dismissal for cause

Refusal to Participate

Faculty members who decline to participate in the FIP process will remain classified as unsatisfactory and may face disciplinary action.

Annual Performance Review Timeline