Smith T A, Cooper T M, Packer M W
J Dent Educ. 1977 Jun;41(6):335-7.
Faculty at the University of Kentucky College of Dentistry are now evaluated through the use of a negotiated Distribution of Effort Agreement. This document, negotiated at the beginning of each academic year, must satisfy both department objectives and the professional and personal requirements of the individual faculty member. It may be modified during the year if both the faculty member and his department chairman agree to the change. This document states work objectives for the year similar to learning objectives in a course. At the end of the year, each faculty member is evaluated on how well he has met his individual objectives. Information relevant to teaching, university service, and student service is gathered by college administrators and forwarded to department chairmen. Together with information on research accomplishment, these data are used by the chairman in the evaluation of each faculty member. The college has clearly charged department chairmen with the direct responsibility for faculty evaluation. The Appointments, Promotions, and Tenure Committee also plays a role in faculty development and evaluation by recommending to the dean ways of improving individual faculty performance.
肯塔基大学牙科学院的教员现在通过一份协商制定的工作量分配协议进行评估。这份在每个学年开始时协商制定的文件，必须同时满足系里的目标以及每位教员个人的职业和个人要求。如果教员本人及其系主任都同意变更，该文件在这一年中可以修改。这份文件规定了与课程学习目标类似的年度工作目标。在年底，每位教员将根据其完成个人目标的情况进行评估。学院管理人员收集与教学、大学服务和学生服务相关的信息，并将其转发给系主任。系主任将这些数据与研究成果信息一起用于对每位教员的评估。学院明确赋予系主任对教员评估的直接责任。任命、晋升和终身教职委员会也通过向院长推荐提高教员个人表现的方法，在教员发展和评估中发挥作用。
