Dean's Directive no. 12/2024

Principles of Career Development of Lecturers, Academics, and Researchers at the Faculty of Mathematics and Physics of Charles University

This Directive specifies the basic principles of career development of lecturers, academics, and researchers at the Faculty of Mathematics and Physics of Charles University (“MFF UK” or “Faculty”), options for career change and career progression, as well as the basic principles of evaluation and evaluation outputs in relation to the Faculty’s employees mentioned above. The underlying documents and documents which take precedence over the present Directive include, without being limited to, Act No. 111/1998 Sb., to regulate higher education institutions and to change and amend other laws, as amended (Higher Education Act), Act No. 262/2006 Sb., the Labour Code, as amended (“Labour Code”), and also Rector’s Directive No. 28/2021, Framework Principles of Career Growth of Academics, Researchers, and Lecturers at Charles University, specifically the Appendix thereto, Rector’s Directive No. 55/2021, Basic Principles of Human Resources Policy, and Rector’s Directive No. 56/2021, Catalogues of Jobs and Work Positions for Employees of Charles University.

Article 1
Introductory Provisions

1. Academics employed at the Faculty perform pedagogical, creative, and other activities. Researchers who are not academics perform, in particular, creative and other activities.
2. Pedagogical activities mean, in addition to teaching classes, the assessment of study and consultations, as well as, for example, supervising, consulting, and reviewing students’ final theses and other activities with students related to their education.
3. Creative activities mean scholarly and research activities and activities related to development and innovation, typically associated with scholarly publishing activities. Creative activities also include the creation of coursebooks and other study materials, translations of scholarly publications, and creative activities related to the application of scientific knowledge.
4. Other activities include, in particular, contributing to the organisation and administration of the operation of the department, unit, Faculty, University, or research group, management of projects, membership in bodies and committees, involvement in the application of research, popularisation of research, translation activities, activities within the third role of the University, etc. Skills mean managerial, language, social, communications skills, etc.
5. For the purposes hereof, contract means an employment contract (fixed-term or permanent contract) entered into between the employer and the employee. Employment (relationship) means a contract or an agreement to complete a job (“DPP”) or an agreement to perform work (“DPČ”).
6. For the purposes hereof, if the employee under evaluation is the head of department, the tasks normally performed by the head of department within his or her evaluation are performed by the Vice-Dean responsible for the unit.

Part I
Career Progression and Career Change

Article 2
Academics and Non-Academic Employees

1. Under Section 70 (1) of the Higher Education Act, academics mean those full, associate, and extraordinary professors, assistant professors, assistants, lecturers, and scientists, researchers, and developers who are employees of a higher education institution and perform both pedagogical and creative activities within their employment depending on the agreed type of work – see also Rector’s Directive No. 15/2020, definition of an “academic” at Charles University.
2. The positions of academics at a public higher education institution are filled on the basis of a competitive hiring process (section 77 (1) of the Higher Education Act) held in accordance with the Competitive Hiring Process Code of Charles University, as amended (“Competitive Hiring Process Code”). The competitive hiring process may be waived in the case of repeated employment of academics who have already worked in the position to be filled or in cases of reassignment (change of a work position) under Article 1 (3) of the Competitive Hiring Process Code.
3. Employees assigned to the L2 (lecturer), AP1 (assistant), AP2 (assistant professor), AP3 (associate professor), and AP4 (full professor) pay bands are always considered academics. This means that within the meaning of the two previous paragraphs, their job description always includes both pedagogical and creative activities and their position was filled on the basis of a competitive hiring process in accordance with the Competitive Hiring Process Code or they have already worked in the position to be filled, or they were reassigned to a position under the Competitive Hiring Process Code (Article 1 (3) of the Competitive Hiring Process Code, see also Article 6 hereof).
4. Under Rector’s Directive No. 56/2021, employees assigned to the L1 pay band (lecturer) are not academics, so they perform, primarily, subsidiary forms of pedagogical activities (such as creating materials, translating scholarly publications, providing assistance for teaching, etc.), and other pedagogical activities.
5. Employees assigned to the VP1, VP2, and VP3 pay bands (researchers) may or may not be academics. If they are academics (referred to as academic researchers), their position was filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code and their job description includes both pedagogical and creative activities. If they are not academics, their position was filled on the basis of a competitive hiring process which may not have been held in accordance with the Competitive Hiring Process Code. These employees do not perform pedagogical activities and their job description only includes creative and other non-pedagogical activities.
6. Post-docs are a specific category of researchers or academics (see Article 5 (8) hereof).

Article 3
Brief Definition of an “Academic”

1. In accordance with the principles under the previous article, employees who meet both of the following conditions are considered academics:
   1. They are assigned to the AP1, AP2, AP3, AP4, L2, VP1, VP2, or VP3 pay band and their position was filled on the basis of a competitive hiring process under the Competitive Hiring Process Code or they have been assigned to one of these pay bands from another pay band for academics in compliance with Article 1 (3) of the Competitive Hiring Process Code (see also Article 6 hereof);
   2. Their job description includes both creative and pedagogical activities (including a specification of the mandatory average weekly number of teaching classes, which does not amount to zero (see Article 4 hereof).
2. If an employee dost not meet one of the conditions under (a) or (b), he or she becomes a non-academic employee and may only be assigned to one of the “non-academic” pay bands, that is, L1, VP1, VP2, or VP3. Such employees may not teach compulsory and elective courses of programmes of study at MFF UK.

Article 4
Minimum Average Weekly Number of Hours of Teaching Classes

1. In principle, pedagogical activities at MFF UK can be classified into two basic groups, namely:
   1. Teaching classes in groups, which means, in particular, teaching lectures, tutorials, seminars, practical classes, laboratory practical classes, etc.;
   2. Individual teaching, which includes, in particular, supervising bachelor’s and diploma theses and dissertations, supervising student projects and seminar papers, individual laboratory practical classes, and consultations.
2. For the purposes of the limits below, the average weekly number of hours of teaching classes means the weekly average number of 45-minute classes taught within compulsory or elective courses in a programme of study accredited at Charles University. The average is normally calculated for an academic year, but a longer period can also be used as reference in justified cases. The period for which an academic has taken a sabbatical or was on maternity or parental leave is not included for the purposes of the calculation above, or if there are other serious grounds to not include a certain period.
3. The average weekly number of hours of teaching classes is determined for each employee in his or her current job description. The head of department determines the number of hours (by setting a specific number or narrowing down the range) within the ranges below:
   1. Academics in the AP1, AP2, AP3, or AP4 pay bands: 4–8 hours;
   2. Academics in the L2 pay band: 10–16 hours;
   3. Academics in the VP1, VP2, or VP3 pay bands: 2–6 hours;

   provided that the employees work full-time (40 hours per week). When determining the specific average weekly number of hours of teaching classes for a given academic, the head of department takes into consideration the academic’s research results, quantity and quality of grants and projects on which the employee works, his or her results in the evaluation of teaching by students, or the conclusions of the evaluation commission, where available, etc.

4. The head of department determines the specific weekly number of hours of teaching classes for academics in a given semester so that their average weekly number of hours of teaching classes in the given period corresponds to the values indicated in their current job description.
5. When determining the specific weekly number of hours of teaching classes for subordinate academics, the head of department must make sure that the department is able to ensure the instruction of courses guaranteed by the department. If the department covers all compulsory and elective courses primarily with internal employees, the weekly number of hours of teaching classes may be decreased even below the minimum threshold of the range, but it may not amount to zero; alternatively, the specific weekly number of hours taught by these employees may also include optional courses which are crucial to a given curriculum. If this is the case, the head of department explains the situation in his or her opinion when compiling the materials required for the evaluation of the employee concerned.
6. Academics assigned to the VP1, and in particular VP2 or VP3, pay bands are, in general, expected to achieve research results of a significantly larger scope than employees assigned to the corresponding AP1, AP2, AP3, and AP4 pay bands (see also the table in Article 11 (8) hereof).

Article 5
Detailed Description of Positions for Academics, Non-Academic Researchers, and Lecturers at MFF UK

1. Assistant – AP1 Pay Band

   An assistant (AP1) is an academic position. An assistant’s job description therefore includes pedagogical, creative, and other activities. Employees working in the position of an assistant (AP1) at MFF UK are usually students of doctoral programmes of study at MFF UK. The position is filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code. The minimum education required for this position is a master’s programme of study or equivalent education. New employees in this position may only enter into employment contracts for a fixed term of up to three years which may be extended twice. In each case, the contract may be extended for up to three years (Section 39 of the Labour Code). An assistant assigned to the AP1 pay band may be transferred to the position of an academic or non-academic researcher (depending on the job description) in the VP1 pay band without a competitive hiring process. Employees may be transferred in this manner upon a proposal from the head of department subject to the approval of the employee and the Vice-Dean responsible for the unit. Assistants assigned to the AP1 pay band may be transferred to the position of a lecturer in the L2 pay band or an assistant professor in the AP2 pay band only on the basis of a duly held competitive hiring process in accordance with the Competitive Hiring Process Code, including cases where the employee concerned has completed the required qualification.

2. Assistant Professor – AP2 Pay Band

   An assistant (AP2) is an academic position. An assistant professor’s job description therefore includes pedagogical, creative, and other activities. The position, which is usually full-time, is filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code. The minimum education required for this position is a doctoral programme of study or equivalent education. New employees in this position may only enter into employment contracts for a fixed term of up to three years which may be extended twice. The contract may only be extended in the case of positive evaluation by the evaluation commission. In each case, the contract may be extended for up to three years (Section 39 of the Labour Code). The position of an assistant professor (AP2 pay band) is understood as a position in which employees prepare for habilitation (associate professorship). An assistant professor assigned to the AP2 pay band may be transferred to the position of a lecturer in the L2 pay band or an academic or non-academic researcher (depending on the job description) in the VP2 pay band without a competitive hiring process. Employees may be transferred in this manner upon a proposal from the head of department subject to the approval of the employee and the Vice-Dean responsible for the unit, or on the basis of a recommendation from the evaluation commission subject to the approval of the employee, head of department, and the Vice-Dean responsible for the unit.

3. Associate Professor – AP3 Pay Band

   An associate professor (AP3) is an academic position. An associate professor’s job description therefore includes pedagogical, creative, and other activities. A title of associate professor or an equivalent position abroad is necessary to be assigned to the AP3 pay band. The position, which is normally full-time, is filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code. The competitive hiring process may be waived in the case of MFF UK employees who have acquired a title of associate professor or achieved an equivalent position abroad. Associate professors normally enter into a permanent employment contract. However, if the associate professor is newly employed at the Faculty, he or she normally first enters into a fixed-term contract. After a first evaluation carried out before the termination of the fixed-term employment contract, in which the employee proves his or her qualities and competences, he or she may enter into a permanent contract. An associate professor assigned to the AP3 pay band may be transferred to the position of a lecturer in the L2 pay band or an academic or non-academic researcher (depending on the job description) in the VP3 pay band without a competitive hiring process. Employees may be transferred in this manner upon a proposal from the head of department subject to the approval of the employee and the Vice-Dean responsible for the unit, or on the basis of a recommendation from the evaluation commission subject to the approval of the employee, head of department, and the Vice-Dean responsible for the unit.

4. Full Professor – AP4 Pay Band

   A full professor (AP4) is an academic position. A full professor’s job description therefore includes pedagogical, creative, and other activities. A title of full professor, appointment as extraordinary professor, or an equivalent position abroad is necessary to be assigned to the AP4 pay band. The position, which is normally full-time, is filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code. The competitive hiring process may be waived in the case of MFF UK employees who have acquired a title of full professor, been appointed an extraordinary professor, or achieved an equivalent position abroad. Full professors normally enter into a permanent employment contract. However, if the full professor is newly employed at the Faculty, he or she may first enter into a fixed-term contract. After a first evaluation carried out before the termination of the fixed-term employment contract, in which the employee proves his or her qualities and competences, he or she may enter into a permanent contract. A full professor assigned to the AP4 pay band may be transferred to the position of an academic or non-academic researcher (depending on the job description) in the VP3 pay band or to the position of a lecturer in the L2 pay band without a competitive hiring process. Employees may be transferred in this manner upon a proposal from the head of department subject to the approval of the employee and the Vice-Dean responsible for the unit, or on the basis of a recommendation from the evaluation commission subject to the approval of the employee, head of department, and the Vice-Dean responsible for the unit.

5. Researchers – VP1 to VP3 Pay Bands

   Researchers in the VP1, VP2, and VP3 pay bands are normally hired to work on research projects. If, given the nature of the work performed by the given employee, he or she is required to carry out only creative activities and not pedagogical activities, the employee is considered a non-academic researcher, in which case the employee’s job description only includes creative activities and he or she does not carry out pedagogical activities. If it is possible and required for a researcher to also carry out pedagogical activities, he or she is considered an academic researcher. Such position (of an academic researcher) must be filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code. The employee’s job description must indicate the proportion of creative and pedagogical activities in the employee’s work. The minimum education required to be assigned to the VP1 pay band is a master’s programme of study or equivalent education. The minimum education required to be assigned to the VP2 pay band is a doctoral programme of study or equivalent education. The minimum education required to be assigned to the VP3 pay band is the title of associate or full professor or an equivalent position abroad. Researchers typically enter into fixed-term employment contracts depending on the requirements and duration of the projects. An employment contract for a fixed term of up to three years may be extended twice, in each case for up to three years (Section 39 of the Labour Code). If the researcher is subject to evaluation (see Part II hereof), the employment contract may only be extended in the case of a positive evaluation by the evaluation commission. Where necessary given the specific nature of the work, typically where the employee’s wage is paid fully from grants and projects, consecutive fixed-term contracts may be entered into or a fixed-term contract may be entered into for the period of implementation of the given grant or project (in accordance with Section 39 (4) of the Labour Code and the Agreement between the Rector of Charles University and the Trade Union Organisations at Charles University). If (academic or non-academic) researchers are transferred between the VP1, VP2, and VP3 pay bands, a competitive hiring process need not be held provided that the employee has completed the required qualification. However, a competitive hiring process in accordance with the Competitive Hiring Process Code must be held if the employee is transferred from the position of a non-academic researcher to the position of an academic researcher. Researchers who have proved the quality of their research work, for example, by having been awarded significant grants and working on major projects on a regular basis, may enter into a permanent contract upon a proposal from the head of department subject to the approval by the Vice-Dean responsible for the unit, or on the basis of a recommendation from the evaluation commission subject to the approval of the head of department and the Vice-Dean responsible for the unit.

6. Lecturer – L1 Pay Band

   Under Rector’s Directive No. 56/2021, Catalogues of Jobs and Work Positions for Employees of Charles University, lecturers assigned to the L1 pay band are not academics within the meaning of Section 70 of the Higher Education Act. The minimum level of education required is a bachelor’s or master’s programme of study or equivalent education. Non-academic lecturers primarily carry out subsidiary forms of pedagogical activities (such as creating materials, translating scholarly publications, providing assistance for teaching, etc.), and other non-pedagogical activities. The first employment contract is normally entered into for a fixed term of up to three years and may be extended twice. In each case, the contract may be extended for up to three years (Section 39 of the Labour Code). Lecturers assigned to the L1 pay band who have proved their qualities and competences repeatedly may enter into a permanent contract upon a proposal from the head of department subject to the approval by the Vice-Dean responsible for the unit.

7. Lecturer – L2 Pay Band

   Lecturers assigned to the L2 pay band are academics within the meaning of Section 70 of the Higher Education Act, see also Rector’s Directive No. 56/2021, Catalogues of Jobs and Work Positions for Employees of Charles University. The position of an academic lecturer is filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code. The minimum level of education required is a bachelor’s or master’s programme of study or equivalent education. Academic lecturers primarily carry out pedagogical and other activities, as well as creative activities (create materials, textbooks and coursebooks, translate scholarly publications, etc.). The first employment contract is normally entered into for a fixed term of up to three years and may be extended twice. In each case, the contract may be extended for up to three years (Section 39 of the Labour Code). Lecturers assigned to the L2 pay band who have proved their qualities and competences repeatedly may enter into a permanent contract upon a proposal from the head of department subject to the approval by the Vice-Dean responsible for the unit, or on the basis of a recommendation from the evaluation commission subject to the approval of the head of department and the Vice-Dean responsible for the unit.

8. Post-docs

   Post-docs are a special category of researchers and/or academics. They are junior employees employed for a fixed term (1–3 years) who have completed a doctoral programme of study or equivalent thereof within the determined period of time. Employees who have completed a doctoral programme of study at MFF UK in the period defined in Rector’s Directive No. 23/2021, as amended by Rector’s Directive No. 3/2021, Introducing and Defining the Concept of “Post-doc” at Charles University, are not considered post-docs. Post-doc positions are filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code unless a special procedure is required by the conditions of the specific grant or project (see Article 2 (2) of the Rector’s Directive mentioned above). Post-docs are normally assigned to the VP2 pay band, based on the requirements of the given grant or project and the needs of the department. Post-docs assigned to the VP2 pay band are usually non-academic researchers, especially if required by the grant or project which is the source of financing. If possible and appropriate in the given situation, post-docs assigned to the VP2 pay band may be academics, in which case their job description includes both creative and pedagogical activities, which they perform.

Article 6
Career Progression and Career Change

1. Career progression means a change of the employee’s work position and pay band within the AP, VP, or L pay bands, as indicated in Diagram 1.
2. Career change means a change of the employee’s work position and pay band, which involves transferring between the AP, VP, or L pay bands, as indicated in Diagram 1.
3. A career change may also refer to cases where academics, researchers, or lecturers decide to change their career and are assigned to a technical-economic position.
4. An employee must have the qualification required for the pay band to which he or she is to be assigned after the career change or career progression. In specified cases involving a career change or progression (see Diagram 1), the given position must also be filled on the basis of a competitive hiring process held in accordance with the Competitive Hiring Process Code. Diagram 1 shows the most frequent forms of career progression or career change.

Diagram 1: Career progression and Career Change

Article 7
Fixed-term Contracts and Permanent Contracts

1. A fixed-term contract may be entered into for up to three years and may be extended twice. In each case, the contract may be extended for up to three years (Section 39 (2) of the Labour Code). The total number of fixed-term contracts includes all fixed-term contracts entered into between the given parties. The fact that the employee’s pay band changes as a result of career progression or career change does not affect the number of the contracts, regardless of whether the employee filled a new position on the basis of a competitive hiring process or was simply transferred from one pay band to another. By no means does such change mean that the number of contracts entered into between the given parties is counted anew.
2. The number of contracts is only counted anew if a period of three years has lapsed since the termination of the previous fixed-term contract, in which case the previous employment relationship based on a fixed-term contract between the given parties is not taken into consideration (Section 39 (2) of the Labour Code). According to Section 39 (4) of the Labour Code, any exemption from this rule may only be based on a written agreement between the employer and the trade union organisation. In this respect, the Agreement between the Rector of Charles University and the Trade Union Organisations at Charles University specifies that if a researcher’s wage is financed fully from sources with a defined purpose, that is, grants and projects (and co-financed from an institutional research subsidy, if applicable), consecutive fixed-term contracts may be entered into as required for the implementation of the given grant or project. In other cases, the provisions of the Labour Code mentioned above must be respected.

Article 8
Final Stages of the Career

1. With regard to the financial situation and variety of personnel at the Faculty, it is recommended to involve retired employees part-time or in other positions to capitalise on their experience. Moreover, Article 41 of the Constitution of Charles University stipulates that a professor above the age of 65 who used to be employed at the University may be appointed Emeritus Professor of Charles University and continue to participate in the Faculty’s activities without an employment contract.

Part II
Evaluation of Employees

Article 9
Basic Principles of Evaluation

1. The work of academics, researchers, and lecturers is subject to regular evaluation.
2. If further employment of employees with fixed-term contracts is being considered, an evaluation is usually carried out no later than six months before the termination of their current employment contract. There is an exemption applicable to the evaluation of assistants in the AP1 pay band who are students of doctoral programmes of study, in the case of whom an evaluation must be performed at least once during the standard period of study of the doctoral programme. Associate and full professors with permanent contracts usually undergo evaluation once every five years (unless the evaluation commission decides otherwise), and other employees with permanent contracts once every three years provided that they are subject to evaluation (unless the evaluation commission decides otherwise). The date of the evaluation may be postponed on grounds of, for example, maternity or parental leave, a serious disease, or other serious health or personal matters.
3. The commencement of the associate or full professorship appointment procedures in the evaluated period or a career change or career progression requiring a competitive hiring process in accordance with the Competitive Hiring Process Code during the evaluated period may replace the evaluation process that the employee would otherwise be subject to in the given period. However, a career development plan in accordance with Article 10 hereof is still compiled in these cases. Should an employee withdraw his or her application to commence an associate or full professorship appointment procedure or should such procedure be discontinued, the Dean may initiate an extraordinary evaluation of the employee concerned.
4. All academics, researchers, and lecturers undergo evaluation in accordance with the general rules mentioned above with the following exceptions:
   1. Non-academic researchers with a fixed-term contract who were hired to work on research projects and who are paid fully from grants or projects (co-financing from an institutional research subsidy, that is, the Cooperatio programme and any successors thereof, is permitted) for the majority of the period under evaluation;
   2. Post-docs (see Article 5 (8)) unless they are academics;
   3. All academics, researchers, and lecturers whose maximum working hours currently are and have been for the majority of the period under evaluation no more than 16 hours per week inclusive (that is, a maximum FTE of 0.4 inclusive).
5. In exceptional and justified cases on the request of the employee and with the approval of the head of department, on the request of the head of department, or on the request of the Dean of the Faculty, an employee may also be evaluated at a different time than on the regular date or the date determined by the evaluation commission. An extraordinary evaluation of the employees enumerated in the previous paragraph may be also carried out on the request of the head of department or the Dean of the Faculty.
6. The Dean, Vice-Deans, Rector, and Vice-Rectors (if employed at the Faculty) are not evaluated hereunder during their term of office. They undergo the first evaluation hereunder three years after the termination of their term of office.

Article 10
Career Development Plan

1. The career development plan (“Career Plan”) is drafted by the employee in cooperation with the head of department, who approves the plan. The Career Plan is an integral part of the materials which are provided to the evaluation commission within the evaluation process of the employee.
2. The career development plan includes, in particular, the employee’s tasks for the period which follows the given evaluation. If the employee has already been evaluated, the career development plan also includes the evaluation of the implementation of the previous plan. The areas of activities in the Career Plan correspond to the areas in which the employee is evaluated.
3. The evaluation commission may propose changes to the Career Plan for the next period within the evaluation process. The evaluation commission discusses the changes with the employee and the head of department.

Article 11
Stages of Evaluation

1. The evaluation of employees usually takes place twice a year, in spring and in autumn. The head of department instructs the employee concerned, well in advance of the date of the evaluation, to complete the self-evaluation report for the employee’s position, including the date of the submission thereof. If an electronic employee evaluation system is in place, the employee concerned is instructed by the head of department to complete a questionnaire in the system, and is informed of the deadline for the completion thereof.
2. The head of department adds his or her evaluation for the given period to the employee’s self-evaluation report and drafts a career development plan for the next period of evaluation in collaboration with the employee. The head of department then submits these materials to the Vice-Dean responsible for the unit. In the case of any evaluation following the first one, these materials also include the previous career development plan and the evaluation of the implementation thereof.
3. The Vice-Dean responsible for the unit proposes the composition of the evaluation commissions for the individual employees under evaluation to the Dean. It is recommended to classify the employees under evaluation into groups which can be evaluated by a single evaluation commission. The members of the evaluation commission are informed of the proposed composition of the commission and of the names of the employees under evaluation in advance and they may request the Vice-Dean or the Dean to exclude themselves or any other persons from the commission if their request is properly justified. The employees under evaluation are informed of the proposed composition of their evaluation commission in advance and they may request the Vice-Dean or the Dean to exclude any persons from the commission if their request is properly justified.
4. The evaluation commission is composed of at least five members for employees assigned to the AP3 and AP4 pay bands and of at least three members for employees in other pay bands. The chair of the evaluation commission is usually the Vice-Dean responsible for the unit or a person proposed by him or her. One member of the commission is always a representative of the employee’s department (usually the head of the respective department), but only up to one third of the commission may be composed of persons from the same department as the employee under evaluation. At least one member of the commission for the evaluation of associate and full professors (AP3 and AP4) is not a member of the same MFF UK unit as the employee under evaluation.
5. The Dean appoints the evaluation commission for the given stage of evaluation. After consulting the Vice-Dean responsible for the unit on the matter, the Dean may appoint members of the commission with an advisory vote or may decide to not appoint members where there is justified suspicion of their bias.
6. The evaluation commission evaluates the employee on the basis of the materials submitted in written and electronic form mentioned above. The evaluation may also include an interview with the employee under evaluation if considered appropriate by the commission or requested by the employee under evaluation. It is recommended to hold an interview, in particular, if the commission is considering assessing the employee with the grades B or C (see Article 12 hereof).
7. The evaluation commission assesses each employee with regard to the employee’s performance in the period from the previous evaluation, or (in the case of the employee’s first evaluation) in the period set out for the evaluation of the employee according to the basic principles of evaluation (see Article 9 (1) hereof).
8. Each employee is evaluated in the area of creative, pedagogical, and other activities (see Article 1 (2), (3), and (4) hereof), where the evaluation commission gives different significance to these areas when evaluating employees in different pay bands with different job descriptions (which specify, among other matters, also whether the employee is an academic or not) as indicated in the table below:

9. The areas of activities may be given a different significance than as indicated in Table 1 in the career development plan of lecturers, academics, and researchers at MFF UK who are in the final stages of their career (see Article 8).
10. The evaluation commission also takes into consideration the reasonableness of the employee’s career development plan and in the case of any evaluation following the first one, also the implementation of the previous career development plan.

Article 12
Results of Evaluation

1. The activities of the evaluation commission result in a written assessment of the employee’s performance in the individual areas of activities, graded A, B or C, reflecting the employee’s overall performance with regard to the significance given to the area as indicated in Table 1, where:
   1. Grade A means that the employee’s performance is adequate in the given work position or even exceeds the requirements for the given position; in the case of any evaluation following the first one, grade A also means that the career development plan drafted within the previous evaluation has been implemented successfully;
   2. Grade B means that even though the employee’s performance was acceptable in the given work position, there are certain objections or doubts, or the tasks set out in the career development plan have not been performed satisfactorily, in which case the commission may propose one of the remedies indicated below;
   3. Grade C means that the commission has serious doubts as to whether the employee should remain in his or her current position with the employee’s current FTE.
2. If the commission assesses the employee with the grade A and comes to the conclusion that the employee’s performance exceeded expectations, it mentions this fact in the written assessment.
3. In the employee is assessed with the grade B, the written assessment must include a description of the objections and doubts that the commission has in relation to the employee, or a specific list and description of the tasks that the employee has failed to perform satisfactorily according to the commission and, in particular, advice on which activities the employee should focus on to improve his or her performance.
4. In the case of giving the grade C, the written assessment by the evaluation commission should include one of the following recommendations:
   1. Career change/reassignment to another pay band which better reflects the employee’s performance and nature of his or her outputs;
   2. Decrease of the personal performance bonus due to unsatisfactory performance of the employee;
   3. Decrease of the employee’s FTE upon agreement with the employee;
   4. Recommendation to not extend the fixed-term employment contract;
   5. Commencement of the procedure to terminate the employment contract (see paragraph 8 hereof).
5. With regard to the employee’s performance and the feasibility of the proposed career development plan, the commission may propose changes to the employee’s plan.
6. In the conclusion of the evaluation report, the commission sets out an approximate date (semester) of the next evaluation of the employee either according to the general principles of evaluation (see Article 9 (1) hereof) or earlier if deemed necessary, in which case it justifies its decision in the evaluation report.
7. The evaluation commission informs the employee under evaluation, the head of department, and the Vice-Dean responsible for the unit of the results of the evaluation and if the employee is assessed with the grade C, also the committee of the Basic Organisation of the University Trade Union at MFF UK. If the employee under evaluation does not agree with the conclusions of the evaluation commission, for example, where the evaluation commission recommends that the employee's fixed-term contract not be extended, the employee may submit his or her opinion on the conclusions within 14 days of receiving thereof. The opinion is submitted to the chair of the evaluation commission, head of department, Vice-Dean responsible for the unit, and the Dean. The Dean then makes a decision regarding the result of the evaluation after discussing the matter with the employee concerned, or also with the chair of the evaluation commission, head of department, and Vice-Dean responsible for the unit.
8. If the employee has a fixed-term contract and the evaluation commission recommends commencing the procedure under paragraph 4 (e) hereof, the recommendation and the opinion submitted by the employee under evaluation in accordance with the previous paragraph, if any, is discussed by the Dean’s Board. If the Dean’s Board finds the commission’s recommendation justified, it discusses the result of the evaluation with the employee under evaluation, informs the employee of his or her unsatisfactory work results in writing, and requests the evaluation commission to provide to the employee, upon agreement with the head of department and the Vice-Dean responsible for the unit, a specific list of remedial actions to be taken by the employee within ten months (see Section 52 (f) of the Labour Code). The commission also sets a corresponding date for an extraordinary evaluation of the employee. It informs the employee of all of these facts. If the evaluation commission finds during the extraordinary evaluation that the deficiencies have not been remedied in a satisfactory manner, it informs the employee, the head of department, and the Vice-Dean responsible for the unit of this fact. After discussing the matter with the trade union organisation, the Dean may decide to terminate the employment contract in accordance with Section 52 (f) of the Labour Code.
9. All documents related to the employee’s evaluation are kept in his or her employee file at the MFF UK Human Resources Office and the copies thereof at the employee’s department, or also in the electronic system for employee evaluation, if available.

Article 13
Transitional Period

1. The first round of evaluations will take place no later than within three months of the date of effect hereof. Employees whose fixed-term contracts expire in 2024 will be evaluated in priority.
2. The second round of evaluations will take place no later than within nine months of the date of effect hereof. Employees whose fixed-term contracts expire in the first nine months of 2025, or associate and full professors assigned to the AP3 and AP4 pay bands who have held this position at the Faculty for more than ten years, will be evaluated in priority.

Article 14
Final Provisions

1. The present Directive comes into force on the date of the approval thereof by the Dean of MFF UK and comes into effect on the date of its publication in the publicly available part of the Faculty’s website, but no earlier than on 25/4/2024.
2. Dean’s Measure No. 2/2011, Hiring and Assigning Researchers to Pay Bands and Dean’s Measure No. 2/2005, Scope or Required Pedagogical and Research Activities of Academics and Research Activities of Researchers, are cancelled.
3. The heads of departments and the head of the Faculty’s Human Resources Office are responsible for the implementation hereof.
4. The Internal Audit Section is authorised to monitor the compliance with this Directive.

The wording hereof was discussed with the MFF UK trade union organisation on 20/3/2024, the Academic Senate of MFF UK on 20/3/2024, and the management of MFF UK on 27/3/2024.

Proposed by: doc. RNDr. Mirko Rokyta, CSc., Dean of the Faculty

Approved on 22/4/2024 by:

Loose atachments:

• Professional CV guidelines as a basis for staff evaluation, including employee self-evaluation
• An outline of the Career Development Plan
• Description of positions for staff evaluation purposes (in Czech)
• Evaluation report template (for the evaluation commission, in Czech)