The information on this page applies to Performance Review decisions of Veterinarians who hold Continuing or Continuing-track Appointments as well as Contractually Limited Veteriarians. It is a brief summary and should be read in conjunction with Article 21.
In the event of a discrepancy between this page and the Collective Agreement, the Collective Agreement shall be considered the final authority.
Schedule of Evaluations
The following performance assessments will be conducted in accordance with the process outlined in Article 33: Continuing Appointment, Promotion, and Review of Veterinarians.
- annual assessment of performance of all Continuing Appointment-track Veterinarians for the purpose of feedback related to progression toward Continuing Appointment and Promotion to Associate Veterinarian;
- Subsequent to any overall biennial performance assessment of a continuing appointment-track or tenured Veterinarian that is less than “Good”, that Member will be subject to an annual review of performance by the MCA and UCA for the purpose of providing feedback on performance (i.e., no performance raters will be determined);
- annual assessment of performance of all contractually limited Veterinarians; and,
- biennial assessment of all Veterinarian Members holding Continuing Appointment-track and Continuing Appointment for the purpose of performance assessment and feedback. Such consideration will occur in even-numbered years.
The MCA Committee will assess each Veterinarian’s performance and will complete Performance Assessment Report for each Veterinarian who has been considered. The Performance Assessment Report will include the individual performance raters for each area of effort and will also include the overall performance rater. The MCA Committee will not rank order Veterinarians within the performance rater categories. The Performance Assessment Report will be signed by all members of the Committee who were present for the relevant deliberations. The completed and signed Report will be sent to the chair of the UCA.
Following consideration by the UCA Committee, the Dean/AVPR will provide in writing (and signed by all members of the UCA Committee who were present for the relevant deliberations) the assessment of the Veterinarian’s performance to the Veterinarian and also copy it to his/her Director. The letter to the Veterinarian will include explicit mention of the Veterinarian's right to appeal the assessment, as per Article 33.64, and to contact the Association.
The biennial performance review of Continuing Appointment-track or Continuing Appointment Veterinarians and the annual performance reviews of Contractually Limited Members provide to each Member a rating of either “Unsatisfactory”, “Improvement Required/Developmental”, “Good”, “Very Good”, or “Outstanding” in each of area of effort: Professional Practice, Professional Development and Research Scholarship, and Service. Members shall not be ranked within these performance ratings. In addition, each Veterinarian Member will receive an overall performance rating, determined on the basis of the three individual performance ratings weighted according to the Member’s Position Description during the review period.
Submission of Performance Assessment Templates
Each Veterinarian must submit his/her completed Performance Assessment Template to the chair of the MCA Committee by August 15th. The chair of the MCA Committee will provide a written reminder to each Veterinarian of the deadlines for submission of documentation.
Failure to submit the completed Performance Assessment Template by August 15th, without prior approval from the Dean/AVPR and Provost, will result in an Unsatisfactory performance assessment.
Professional Practice Review by Director
Each Veterinarian shall have a review of her/his performance in the area of Professional Practice written by the person to whom the Veterinarian reports (her/his Director). Such Report shall form part of the Member’s Assessment File. The Veterinarian Member shall be provided an opportunity to respond verbally and in writing.