Assign & Eval FAQ

Core Faculty to be evaluated are those: 

  • Holding the rank of Assistant Professor, Associate Professor, and Professor (this includes Graduate Research Professor, Distinguished University Professor or Distinguished USF Health Professor), and 
  • With one of the following appointment categories: Regular (Tenured or Tenure-Earning), Clinical Educator, Scientist Educator, Research Scientist, Collaborative Research Scientist, and Courtesy, or 
  • Having an appointment as an Instructor; and With appointments that are either full time (1.0 FTE) or, if between 0.50 FTE and 1.00 FTE, involve professional activities entirely related to an MCOM assignment or duties that are solely performed or provided at affiliated institutions or other sites approved by the Dean, and 
  • With at least 6 months employment. 
  • Visiting Faculty are evaluated when the assignment is comparable to that of core faculty and the appointment is expected to last longer than 12 months.

A faculty member with a “joint” appointment should be evaluated in his/her “home” department. The secondary department where the “joint” appointment is held is not required to evaluate the faculty member because they are a collateral faculty member in that department.

Yes, “voluntary” faculty should be evaluated. However, the process is an informal one coordinated by the Department Chair. Consult with the Department Chair as to the process and timing for such evaluations.

A faculty member having a “visiting” appointment should be evaluated when the appointment is expected to last longer than 12 months. When the assignment is comparable to that of a Core faculty member, use the evaluation process for core faculty. When the assignment is comparable to that of a collateral faculty member, use the evaluation process for non-ranked faculty. See MCOM APT Guidelines for definition of Core and Collateral Faculty

No, instructors are non-ranked faculty and are not Core faculty in the Morsani College of Medicine. However, Instructors are to be evaluated using the MCOM Ranked Faculty Process.

Yes. The evaluation procedure for Core Faculty states the following: An evaluation is not required of a visiting faculty member whose appointment is expected to last fewer than 12 months or who will not be reappointed, faculty who will be non-reappointed, who have given notice of resignation or retirement, or who are terminated.

It is the Chair/Division Chief/Program Leader/Supervisor who makes the final determination as to a faculty member’s assignment.

Core faculty are eligible for bonus through AIMS (compensated only) and go through a promotion and tenure process that includes review by the department and college APT committees. The evaluation form includes a place for department APT committee evaluation. The process for non-ranked faculty is a simplified process which does not require an evaluation by the department APT committee.

After the documents are completed by the chair and faculty member, the faculty member receives a signed copy of all of the documents and the signed originals are maintained in the department personnel files. This copy only needs to have the faculty member's self evaluation and Chair/Division Chief/Program Leader/Supervisor's evaluation scores filled in the Annual Evaluation worksheet.The department files should be available for audit by Internal, College, Federal, SACS, or other auditors, upon request.

Faculty Affairs suggests keeping a digital copy of the Excel document for the Ranked Faculty to make updating the percentage effort on the Assignment Summary form easier at the beginning of each semester.

Our Librarians are not in the Morsani College of Medicine, but are part of USF Health. They are also in-unit, unlike the faculty in the Morsani College of Medicine. This means that the Librarians are covered by a collective bargaining agreement (CBA). The CBA contains a process for in-unit faculty and it is that process which should be used for Librarians.

Not as much as you may think. A narrative sufficient to identify the assignment for each category of effort is necessary.

We have protected all cells in which you are not required to input information for two reasons. First, it makes input of information easier because you can use the tab, enter, or arrow buttons to move between only the cells where you need to enter information. Second, some of the formulas used to calculate the bonus score for Ranked Faculty are complicated. Protecting the cells ensures that all faculty members' scores are calculated similarly.

Courtesy faculty should go on the basis of the assigned effort at the evaluation session from the previous year with their chair. If they did not previously have an assignment meeting, only the self and chair evaluation columns should be filled out in every area the courtesy faculty member put forth effort. The bonus calculations will not be accurate. Since they are not eligible for state paid bonus, this bonus score inaccuracy does not affect them.

The scale is located within the Excel document as a comment on the label for each entity evaluating the faculty member. The scale is 1-10 with 1 meaning unsatisfactory, 5 meaning average, and 10 meaning outstanding.

The basis of the assigned effort should come from the evaluation session with their chair. If the new faculty did not have an assignment meeting, the effort information should come from the assigned effort on their position description when they were hired.

The department is only responsible for filling out information on the Annual Evaluation worksheet. The faculty member's name and percent effort column from the HART effort report should be completed. The "Other" category is generally not reflected within the HART data, so the department should fill in additional 2% of effort (for a total over 100%) in that cell. This additional effort is not calculated in the total effort on the Annual Evaluation worksheet, but is required for the total function to operate properly.

The department may elect to fill in all the faculty member's personal information on the top of the Annual Evaluation and Annual Assignment worksheets. If the department doesn't do this, then it is the faculty member's responsibility.

At this point, the department can forward each individual faculty member's Excel document to the faculty member.

On the Annual Evaluation worksheet, the faculty member's responsibility is to evaluate themselves in each category of effort and place their score in the first column of the evaluation score area labeled "Self."

They should also fill in preferred Assignment/Objectives on the Annual Assignment worksheet and percents of effort on the Assignment Summary worksheet.

Faculty member's personal information on the top of the Annual Evaluation and Annual Assignment worksheets must be filled out by this point. If there are blank yellow fields, then it is the faculty member's responsibility to fill them in.

At this point, the faculty member should forward their Excel document to their chair/division chief/program leader/supervisor.

The Vice Dean of Educational Affairs will provide the AIMS EVUs (Pending) on the Annual Evaluation worksheet.

The Vice Dean of Research will provide the R²VUs (Pending) on the Annual Evaluation worksheet.

The Vice Dean of Clinical Affairs will provide the wRVUs (Pending) on the Annual Evaluation worksheet.

If available, it is the department's responsibility to condense this information into one Excel document for each faculty member.

HART uses information from the state FAR reporting each faculty member completes for every semester. The state does not recognize Development as an area of effort, but AIMS requires 2% effort in that area by every faculty member. Since the "Other" category is not reflected within the HART data, the department should fill in additional 2% of effort (for a total over 100%) in that cell. This additional effort is not calculated in the total effort on the Annual Evaluation worksheet, but is required for the total function to operate properly.

STC means Special Threshold Criteria. These are the criteria as set by AIMS for minimum amount of effort in specified areas. The STC's are 5% Instruction, 5% Research, 3% Service, and 2% Development.