Introduction

 IDS is a premier Dental Education institution committed to working continuously for establishing academic excellence through the development of an outstanding faculty community, whose caliber and competence are essential to the fulfillment of its mission. In that regard, it has brought innovation to the Faculty Performance Review System (FPRS) during the AY2019-20. Faculty members will be evaluated on their performances in the following 4 components: Teaching and Learning Research, Scholarly and Creative Activities Services for the community Efforts for Continuous Development.

Objectives of the Practice

The objectives of this practice are as follows: – 1. To help faculty members understand their roles, assist them in preparing their annual evaluation records, 2. To assist the Head of Departments (HoDs) and College Management in evaluating the performance of faculty members. 3. Helping faculty members to capitalize on their areas of strengths and recognize areas in need of development or improvement; 4. Recognizing meritorious performance; improving the quality of teaching, research, and service; During the NAAC Peer team visit in 2016 to the institution, the team members recommended that the college must give adequate opportunities to the faculty for their professional development. Accordingly, in January 2017 IQAC was given the responsibility to frame a new system of faculty performance review and professional development system. The first draft of FPRS was completed in July 2017 and it was presented to the management. After multiple reviews finally the document came into shape in December 2019. A proper training program was conducted for the faculty by an expert for its correct implementation.

 The Practice:- At the end of an academic year, each faculty are to complete the relevant FPRS forms and documents for evaluation by the HoD, including the Enhanced Course Portfolio, one full course for evaluation that is different each year, publications, conference papers, and action plan for improvement, as well as other supporting documents. The faculties are to submit all required documents by the deadline set by the college, together with additional materials the faculty member deems highly relevant to his or her performance evaluation for the period under review. The Dean-Academics will meet with the HoD to discuss the faculty member’s performance and finalize the evaluation; The report will be submitted to the Principal of the college. The Principal will call a meeting of the faculty individually in front of their HoD and Dean-Academics and discuss his/her performance, gives suggestions, and do counseling. Based on the meeting with the faculty a confidential letter is issued which is given to the faculty and kept in his file for future review. The faculty, whose performance is below the expected level are asked to submit an action plan to improve /her performance for the next period.

1. Evidence of Success:- Initially, the policy was not taken very positively by the faculty members as they thought; it was very comprehensive and had less practical outcomes. Taking this a challenging task, the IQAC conducted many faculty development programs to develop awareness and confidence among the faculty towards the new system. At the end of each FDP feedback was collected from the faculty by IQAC and analyzed. It was noticed that after the first workshop only 30% of faculty were found convinced of the system. IQAC continuously worked on the project and after the fourth FDP, the evidence of success was miraculous. It was found that 100% of faculties were highly satisfied with the new review system.