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Faculty Workload Policy


           To achieve our goal of becoming a top quartile academic medical center it is essential that all of our faculty members are provided with clear performance objectives, and that their efforts are aligned with the mission and goals of the College of Medicine.  It is the responsibility of the chair to effectively communicate with each faculty member about performance expectations, to set high standards, to give clear feedback about performance, and to appropriately incentivize high levels of productivity.


            Department chairs must establish a clear workload policy in the Departmental Patterns of Administration that articulates high standards in scholarship, teaching, and service, and that defines how the responsibilities in these mission areas are assigned to faculty members in the department.  The standards should be periodically reviewed and increased to align with the Department and College’s expectations.  It is expected that the Chair (or his/her designee) will meet with each faculty member to define the performance expectations for the coming academic year, and make whatever adjustments may be necessary to the faculty member’s assignments.  It is imperative that each faculty member have assignments that reasonably and appropriately represent 100% of a full time effort.  For research-intense faculty at the associate professor or professor level it is expected that a minimum of 50% of their  effort be supported by extramural funding, and that they are actively seeking multiple NIH grants equivalent to an R01 (e.g. project on a P01 grant).  Exclusive of start-up funds that may be provided to help establish a laboratory, faculty members are expected to generate the financial support for their laboratory staff, supplies, and other expenses.  The Chair should establish criteria for meeting these performance expectations, and should establish explicit goals for each faculty member.  At the end of the academic year the Chair (or his/her designee) should meet with the faculty member to evaluate the faculty member’s performance with respect to previously established goals.  It is essential that faculty members receive clear, objective, and constructive written feedback regarding their performance.  It is unhelpful to give unconditional positive evaluations for faculty members who are not meeting expectations.  Face-to-face conversations with the chair or her/his designee as the basis for the written annual performance review is required.


            Each Department Chair is responsible for allocating the resources that are assigned to it in order to make the most effective use of those resources.  Other than faculty time and funds, research space is a major resource.  It is essential that research space and support be allocated to faculty members with actively funded research programs that meet College metrics regarding research funding.  Faculty members (other than new faculty who are in the preliminary years of their appointment) who have not had extramural funding to support their research for two years may be assigned laboratory space at the discretion of the Department Chair.  In the event that a previously funded investigator is without extramural funding for two years, the laboratory space previously assigned to them will, at the discretion of the Department Chair, be re-assigned.  The faculty member can share space with a funded investigator, with the consent of that investigator, until the faculty member is able to re-establish their funding at a sufficient level to meet space assignment metrics. 


Approved by College Council, 6/21/17