PERIODICAL EVALUATION OF ACADEMIC TEACHERS AND ITS IMPACT ON FURTHER EMPLOYMENT

Abstract

Except for the rector, each academic teacher undergoes the obligatory periodical evaluation, similarly to other public administration employees. Periodical evaluation of academic teachers plays an essential role in HR management in each university. Its result should be related, among others, to decisions on promotions and prolonging employment. Only one provision of the Act of 2018, Law on Higher Education and Science (LHES), regulates the issue of periodical evaluation. The detailed rules and procedures for conducting the evaluation are set in the internal regulations of each university. The evaluation period has not been imposed on universities, as the LHES provides the obligation to execute it at least once every four years or at the rectors request. The evaluation is postponed ipso iure in case of an academic teachers absence for reasons given in the LHES. However, the law does not refer to his long-term illness or unpaid leave. The LHESmaintains the enforced role of the periodic evaluation introduced in 2011. The rector is obliged to terminate the employment relationship with an academic teacher with two negative results.However, the legislator did not indicate whether the termination of the employment relationship is permissible in the case of employees covered by the so-called special protection of the durability of the employment. The first negative evaluation allows the rector to terminate the employment relationship. The LHES does not specify which criteria should be followed by the rectorwhen making such a decision; therefore, they should be specified in the termination notice. The rector should apply objective criteria related to the legitimate interest of the university.