Faculty supervisors and their postdoctoral appointees are expected to establish a mentor-mentee relationship and regularly meet to discuss research progress and professional development.
An Annual Review is a comprehensive assessment of the postdoc’s progress and achievements in terms of their research, professional development, skills, and career goals during the previous appointment year. Career goals should include immigration considerations if applicable. Following the Washington University Postdoctoral Education Policy, a written annual review must be completed by the postdoc and their faculty supervisor and signed by both of them in agreement.
Objectives
The objectives of the Annual Review for postdoctoral appointees are as follows:
- To clarify both the faculty supervisor’s and the postdoc’s expectations for the appointment and align those expectations.
- To set academic, research, career, and professional development goals for the coming year.
- To ensure that postdoctoral appointees receive substantive feedback on their progress and career trajectory throughout the duration of the appointment.
- To document accomplishments and progress for for performance evaluation, salary raise, and promotion.
Initial Expectations
- Within the first 30 days of each appointment year, the faculty supervisor and the postdoc should agree on goals and expectations upon which the annual review will be based. The initial agreement should be documented.
- Annual Reviews should be based on the goals and expectations that were set in advance at the beginning of very appointment year.
Progress Tracking
- The faculty supervisor and the postdoc should meet regularly to stay on track with progress, clarify expectations, and avoid missteps and misunderstandings. The faculty supervisor and the postdoc should discuss about their mentoring styles and the specific areas they think mentoring on is needed.
- The agreements from these meetings should be documented and saved. Documentation of these discussions may be relevant for promotion of termination processes.
- Annual reviews should lead to compensation increases above the minimum appropriate to the postdoc’s experience and performance.
Resources
- Individual Development Plan templates: myIDP, chemIDP, ImaginePhD
- National Postdoctoral Association Resource Library
- Association of American Medical Colleges Mentorship Agreement
- AAMC Appropriate Treatment of Research Trainees
Questions? Contact us at postdoc@wustl.edu.