New Era of Career Advancement

January 22, 2014 at 11:37 am

We ushered in the Faculty of Medicine’s new Career Development and Performance Feedback policy January 1, 2014 with the aim of creating a supportive academic health sciences environment where academic physicians are nurtured and promoted.

After more than a year-and-a-half of consultations and feedback, the policy was passed at Faculty Executive Council on December 10, 2013.

The policy and performance guidelines were developed through collaboration and consultation between the University of Manitoba, the Winnipeg Regional Health Authority, Human Resources from both organizations, faculty members, administrative leaders, department heads, Doctors Manitoba, and University of Manitoba Faculty Association. This is an extremely important achievement and positive accomplishment!

The policy is intended to provide for the regular documented assessment of Faculty Members’ academic and clinical accomplishments, to support their career development and progress towards promotion.

It guides how regular feedback will be provided and received by both Faculty Members and their Department Heads to facilitate a culture of support and development within the Faculty.

The overall goal is improved clinical and academic excellence by:

  • Annually setting and reviewing of goals; aligning responsibilities with goals and prioritizing work;
  • Setting clear expectations that are consistent and transparent;
  • Providing regular feedback to identify strengths and provide direction; and
  • Enhancing career development through access to resources and mentorship.

While many Departments have had some form of performance review in place in the past, there was a lack of consistency in the frequency and quality of performance feedback.  Regular performance feedback was identified as an area of vulnerability during the 2009 – 2011 self study leading up to the Undergraduate Medical Education accreditation.

Based on feedback from open fora in April and September 2013, the policy was revised and a fair and objective appeals process was developed to accompany the policy.

The new policy applies to GFT and nil-salaried faculty members. Performance reviews for GFTs’ academic responsibilities will occur annually and biennially for their clinical duties. It will occur biennially for nil-salaried appointments.

Access the new Career Development and Performance Feedback Policy, supporting forms and checklist from the Faculty of Medicine home page.

We continue to welcome your feedback on this new policy.