EVALUATION DMS
The structure of the evaluation remains the same as in previous employee evaluation periods.
However, more emphasis is given to objective indicators that are key to the funding of the DMS. Thus,
the emphasis in the evaluation is mainly on publications in journals with IF and on the amount of
teaching (especially the number of hours actually taught). This also determines the weights of the 5
areas: 0.3 teaching (formerly "classroom education"); 0.1 individual education; 0.3 research intensity;
0.1 research impact; 0.2 other. The purpose of the staff evaluation is to establish a clear link to the
determination of the amount of performance premium (in INET called variable bonus). The
description below is always linked to the main characteristic observed, but other recorded
information is of course also considered. The job classification of the employee is always taken into
account.
Additional information:
In case of any discrepancies, Czech version of this document is pertinent.
Grants earned by employees are reflected in the target bonuses, with the transition to a change in
personal evaluation independent of the current evaluation, i.e., grants are not directly reflected in
the evaluation.
For the work of the study programme guarantor, a regular monthly bonus not included in the
personal evaluation is due, i.e. this activity is also not directly reflected in the evaluation.
TEACHING (weight 0.3) - the emphasis is on data from IS (courses taught, number of teaching hours,
survey)
0 1 2 3 4
No teaching at all
or significantly
below the scope
of the job (e.g., 4
hours per week
for an assistant
professor)
Teaching below
the scope of the
position (e.g., 12
hours per week
for a lecturer) or
predominantly
negative
evaluation
Teaching
appropriate to
the position and
predominantly
positive
evaluation
Teaching
significantly
beyond the
position (1),
extremely high
quality teaching
(2), challenging
innovation (3),
key service
teaching (4)
Combination of
at least 3 out of 4
cases in a grade
of 3, no
negatives, the
number of
students and the
form of the
examinations are
also taken into
account
Number of teaching hours per week for academic staff:
Lecturer - 17 hours on average (range 16-20).
Assistant Professor - 10 hours on average (range 8-12).
Associate Professor - 8 hours on average (range 6-10).
Professor - 6 hours on average (range 4-8).
INDIVIDUAL EDUCATION (weight 0.1) - emphasis is placed on IS data (especially the number of
students enrolled)
0 1 2 3 4
No (or negligible)
supervision or
opposition of
final theses (e.g.,
1 supervised and
1 opposed
bachelor thesis in
three years)
Lower activity in
individual work
with students
(e.g. 3
supervised, of
which 2
defended, theses
in three years)
Activity
corresponding to
the scope of the
position (average
number and
quality of theses)
Activity
significantly
exceeding the
usual numbers of
individually
supervised
students
Exceptional
performance,
completely
outside the
employee's
position
EVALUATION DMS
RESEARCH INTENSITY (weight 0.3) - emphasis is placed on data from IS (articles in journals with IF,
including their classification into D1, Q1, Q2, Q3, Q4 according to IF, AIS, which is provided by the
evaluator, i.e., the director, himself)
0 1 2 3 4
No or rare
publication in
journals with IF
(e.g., 1 article in a
journal with IF in
three years)
Occasional
publication in
journals with IF
(e.g., 2-3 coauthored
articles
in journals with IF
in three years)
Regular
publication (more
than 1 article per
year on average)
in journals with
IF, including high
quality journals
Significant
publications (on
average more
than 2 articles
per year) in
journals with IF,
including the
most prestigious
journals
Intensive
publication in
journals with IF
with a large
number of
articles in the
most prestigious
journals
RESEARCH IMPACT (weight 0.1) - emphasis is placed on current citations without self-citations (all
required values, such as h-index, can be provided by the evaluator, i.e., the director, without the help
of the evaluatee from the WoS and Scopus databases)
0 1 2 3 4
No or rare
citations (without
self-citations) on
WoS (e.g., 2
citations in 3
years)
Occasional
citations (without
self-citations) on
WoS (e.g., 6
citations in three
years)
Regular citations
(without selfcitations)
on WoS
(e.g., 10 citations
in three years)
Significant
number of actual
citations (without
self-citations) on
WoS beyond the
field
Extreme numbers
of actual citations
(without selfcitations)
on WoS
beyond the field
OTHER (weight 0.2) - this refers to the employee's work for the DMS outside of teaching and research
0 1 2 3 4
No significant
working duties
outside of
teaching and
research
Substantial work
activity outside
teaching and
research
Time-consuming
duties outside
teaching and
research (e.g., a
combination of
duties)
A major
contribution to
the management
of the
Department,
working
independently on
a substantial
agenda
Duties that are
completely
outside the scope
of the previous
categories
EVALUATION DMS
INDICATIVE FINANCIAL EVALUATION
Below is an indicative allocation of the amount of the performance premium depending on the rating
given.
TEACHING
0 1 2 3 4
0 CZK 3 000 CZK 6 000 CZK 12 000 CZK 18 000 CZK
INDIVIDUAL EDUCATION
0 1 2 3 4
0 CZK 1 000 CZK 2 000 CZK 4 000 CZK 6 000 CZK
RESEARCH INTENSITY
0 1 2 3 4
0 CZK 3 000 CZK 6 000 CZK 12 000 CZK 18 000 CZK
RESEARCH IMPACT
0 1 2 3 4
0 CZK 1 000 CZK 2 000 CZK 4 000 CZK 6 000 CZK
OTHER
0 1 2 3 4
0 CZK 2 000 CZK 4 000 CZK 8 000 CZK 12 000 CZK
E.g. an employee with the rating of
TEACHING - 2, INDIVIDUAL EDUCATION - 1, RESEARCH INTENSITY - 3, RESEARCH IMPACT – 4,
OTHER - 0
should expect that his/her performance premium will not differ dramatically from the amount
6 000 CZK + 1 000 CZK + 12 000 CZK + 6 000 CZK + 0 CZK = 25 000 CZK,
i.e., the sum of the amounts
TEACHING - 6 000 CZK, INDIVIDUAL EDUCATION - 1 000 CZK, RESEARCH INTENSITY - 12 000 CZK,
RESEARCH IMPACT - 6 000 CZK, OTHER - 0 CZK.
In 2024, DMS employees will be made familiar with the assessment described above. Unless there
has been a significant change from the previous evaluation, they cannot expect a (significant) change
in their personal evaluation in that year. Any change in the personal evaluation according to the
above criteria will only take place after the next evaluation.