Performance Evaluation Commission

The Performance Evaluation Commission (PEC) is a collegial body that acts in accordance with the relevant legislation and based on decisions and internal institutional instructions. The status and functioning of the PEC is regulated in the Statute of the institution, in the special regulation for Performance Evaluation and Management as well as in other internal normative acts.

The Performance Evaluation Commission periodically reviews the documentation related to the performance evaluation of the institutional structures and staff of the institution according to the forecasts in accordance with the qualification, classification and commitments of each staff member. It is in accordance with the legislation in force regarding higher education and work.

The PEC consists of the leaders and / or representatives of the five main pillars of the institution as well as the Performance Management Coordinator who is a permanent member of this Commission.

PEC members

1 - Academic Vice Rector

2 - Vice Rector for Applied Research and Innovation

3 - Vice Rector for Student Affairs

4 - Head of the Administrative Pillar

5 - Head of Entrepreneurship Development Unit

6 - Performance Management Coordinator

The Director of the Legal Office and the Director of the Office of Human Resources Management also participate in the meetings of the PEC(as supporting members).

PERFORMANCE EVALUATION POLICY

The performance appraisal policy encourages the approach and evaluation with professionalism and objectivity, honest exchange of opinions, participation and open attitude. Evaluations are made in accordance with the institution's policies, best practices and legal responsibility for equal opportunities and treatment. The evaluation is intended to be mutually beneficial, for both the staff and the institution.

Among the main objectives, we can mention the clarification of expectations in relation to responsibilities and the identification of individual objectives, encouraging the growth and improvement of individual and institutional performance, identifying and reviewing the needs for training and staff progress, identifying the needs for changes in the organization and well-functioning in the short and long term, etc.

PERFORMANCE EVALUATION SESSIONS

To carry out the performance evaluation process, ithas regular annual Sessions and special meetings, whenever deemed necessary.

A. September Session (coinciding with the end of preparations for the start of the new academic year). In this Session, the general evaluation of the work of the respective structures and the internal academic staff is organized. In addition, the necessary recommendations and suggestions regarding the academic and administrative tasks of the respective staff and structures are drafted.

B. Session of December (which coincides with the full beginning of the teaching process and research and administrative activity). In this Session, the general evaluation of the activities in the process of recruiting new students is realized. In addition, the necessary recommendations and suggestions related to these activities are drafted.

C. March Session (coinciding with the closing of the first semester of the academic year). In this Session, the evaluation of the staff work for the first Semester is performed. In addition, the necessary recommendations and suggestions are drafted.

D. Session of June (coinciding with the end of the second semester of the academic year). In this Session, the evaluation of work of the external academic staff and the administrative staff is carried out, the preparations for the evaluation of work of the internal academic staff are made and the relevant recommendations and suggestions are drafted.