Starting in 2024, faculty members with administrative responsibilities – assistant and associate deans, assistant and associate department heads and program directors – will complete a separate review focused on their administrative roles.

Describing the accomplishments and strengths demonstrated by faculty members in their administrative roles and professional staff is essential to development conversations, and in turn, development plans that result in engagement and excellence.

Tips for describing accomplishments and strengths

• Review the goals you set earlier in the year. If you were able to accomplish them, use them as a jumping-off point. Share how you accomplished the goal, and what you do well that allowed you to do so.
• Identify something you accomplished that wasn't an established goal or objective. Maybe you learned something new and put it into practice, or helped your program, department, school/college or team work through an unforeseen challenge. Remember to share what you do well that helped you with the accomplishment.
• Consider using the STAR method for describing accomplishments:



Situation / Task	Describe the project, problem, or challenge that you were presented with in detail
Action	Describe the actions you took to move the project forward, solve the problem, or address the challenge
Result	Describe the outcome of your actions and how it impacted your work or your team's ability to succeed

Deans, department heads and managers can also use these tips to describe accomplishments and strengths in their section of the review.

Examples of recognizing accomplishments and discussing strengths

Example 1

Faculty or Professional Staff Member: "I'm a fast learner and comfortable with technology. Because most of our interactions used to be in-person, and COVID-19 made in-person interactions impossible, I quickly became the team's resident virtual meeting expert. This allowed me to create a more engaging virtual environment for our team interactions, and I also taught my teammates some of the finer points of the Zoom platform, so they were also able to hold more successful virtual meetings."

Dean, Department Head or Manager: "I agree that your ability to quickly learn an unfamiliar tool and implement it on behalf of our team was incredibly valuable during this challenging time. I would add that your ability to patiently and effectively share your new learning with your colleagues was an equally important accomplishment — one that created far-reaching success among your colleagues. This also shows how adaptable you are."

Example 2

Faculty Administrator: "I have experience working with large groups of academics. For example, a few years ago I served as Chair of the Program Committee for the national conference for my professional association. I developed the capacity to lead large meetings and resolve differences amongst the members of the Program Committee. I have been able draw on these skill as Department Chair/Associate Dean."

Dean/Supervisor: "I am glad to hear that you have been able to draw on those leadership experiences from faculty life and bring them to bear in your current role. I agree that those are important skill and encourage you to continue to develop your capacity in this area. Helping your colleagues learn how to work well together is equally important."

The list of strengths below are examples that may be used to to detail accomplishments within the Performance Development Process.

Video — One Thing You Need to Know: Strengths and Performance Reviews