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Promotion and Tenure in Department of Family Medicine Faculty Development Workshop August 12, 2011.

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Presentation on theme: "Promotion and Tenure in Department of Family Medicine Faculty Development Workshop August 12, 2011."— Presentation transcript:

1 Promotion and Tenure in Department of Family Medicine Faculty Development Workshop August 12, 2011

2 Tenure track designations Clinician-Educators: Clinicians who carry a heavy clinical load and a actively I involved in m medical e education Clinicians who carry a heavy clinical load and a actively I involved in m medical e education Involved in the scholarship of integration, application, and teaching Involved in the scholarship of integration, application, and teachingAcademic-Clinicians Track designed to recognize clinical faculty who have a strong commitment to research Track designed to recognize clinical faculty who have a strong commitment to research Research and Research and teaching are teaching are of paramount of paramount importance on importance on this track this track

3 Modified faculty tracks Clinical Faculty: Traditionally, this recognizes members of the professional community who contribute to several functions of the college Traditionally, this recognizes members of the professional community who contribute to several functions of the college Faculty employed at MUSC who do not typically satisfy the academic criteria for Regular faculty will be on this track Faculty employed at MUSC who do not typically satisfy the academic criteria for Regular faculty will be on this track Research faculty Few or no job obligations other than doing research Few or no job obligations other than doing research Will almost always be an integral member of an existing research team Will almost always be an integral member of an existing research team They will help the team leader and team obtain research funding They will help the team leader and team obtain research funding With experience, a portion of their time can be used for individual research With experience, a portion of their time can be used for individual research

4 Promotion Model Balance of your Accomplishments vs. Expectations: -- Clinical care (productivity, quality) -- Clinical care (productivity, quality) -- Scholarship (publications, presentations, leadership) -- Scholarship (publications, presentations, leadership) -- Teaching (evaluations, awards, leadership) -- Teaching (evaluations, awards, leadership) -- Service (good partner, make department better place) -- Service (good partner, make department better place) What youve done The standards What youve done The standards

5 Who sets the standards The College of Medicine The College of Medicine –Each track and each promotion level have minimal criteria to be considered for promotion to each level –Each track has required criteria and suggested criteria –These should not be judged as absolute criteria: as noted above they are the minimum

6 Who sets the standards The Department The Department –The Department Promotions Committee and Chair interpret the COM promotion criteria in ways that make the most sense for our culture and departmental needs –Department has taken a position that the minimum means you are precariously balanced –We want the scale to be clearly tipped in your favor before we send you forward to AP&T

7 COM criteria: Requirements to go from Assistant to Associate Both Clinician Educator and Academic Clinician Excellence in patient care, teaching and/or research Excellence in patient care, teaching and/or research Involvement in local and national professional orgs Involvement in local and national professional orgs Contributing to university/state committees, etc. Contributing to university/state committees, etc. Presentations at national meetings Presentations at national meetings Active in training student Active in training student Direct involvement in research Direct involvement in research

8 Additional requirements by track Clinician Educator Publish minimum 5 papers Publish minimum 5 papers Participate in organizing clinical services for education and research Participate in organizing clinical services for education and research Superior teaching evaluations Superior teaching evaluations Development of new teaching materials Development of new teaching materials Reputation outside local area or leadership in primary care Reputation outside local area or leadership in primary care Academic Clinician Publish minimum 10 papers Publish minimum 10 papers Established as independent investigator Established as independent investigator Co-I on grants Co-I on grants Peer recognition for research Peer recognition for research Important publications Important publications

9 Department interpretations Excellence in patient care Clinical productivity needs to be at national benchmarksClinical productivity needs to be at national benchmarks Quality of care needs to evident through NCQA status or other measuresQuality of care needs to evident through NCQA status or other measures Have to have good patient satisfaction – numbers dont matter as much as complaintsHave to have good patient satisfaction – numbers dont matter as much as complaints

10 Department interpretations Excellence in teaching Significant contributions to curriculum such as course leadership, development, inputSignificant contributions to curriculum such as course leadership, development, input Resident/student evaluations that are consistently excellentResident/student evaluations that are consistently excellent Teaching awards or nominations (Golden Oyster, Golden Apples, etc.)Teaching awards or nominations (Golden Oyster, Golden Apples, etc.)

11 Department interpretations Excellence in scholarship –You have made a valuable contribution (first author, key collaborator, etc.) on at least 5 publications or involved in 10 publications –Publication in major, well-respected journals (Annals of Family Medicine, Family Medicine, American Family Physician, etc.) –Presentations at national meetings

12 Department interpretations Contributions to committees –Membership on national committees (for professor) or state/regional committees (for associate professor) –Leadership in organizations such as committee chair, Group leader, etc. –Positive impact on the University/hospital through contributions to committees

13 What else is the Department looking for? Sustained growth over 5 years at rank Sustained growth over 5 years at rank Meeting the minimum in all categories with at least one area of clear excellence (clinical, teaching, or scholarship) Meeting the minimum in all categories with at least one area of clear excellence (clinical, teaching, or scholarship) Demonstration of commitment to the goals of the Department and being a good partner to other faculty members Demonstration of commitment to the goals of the Department and being a good partner to other faculty members

14 Promotion Process Mentor agrees to support promotion Dept Promotions Committee reviews Favorable recommends to chair Chair agrees and gets ball rolling Chair does not agree and takes air out of ball Does not recommend

15 What does it take to go up for promotion A lot of work A lot of work Need to have a current CV in the MUSC format Need to have a current CV in the MUSC format Need to submit evidence of teaching excellence (awards, evaluations, etc.) Need to submit evidence of teaching excellence (awards, evaluations, etc.) Need to submit 3 papers as evidence of scholarship Need to submit 3 papers as evidence of scholarship Need to submit 4 names to me for potential letters of recommendation (of which 2 will be selected) – good to review this with mentor Need to submit 4 names to me for potential letters of recommendation (of which 2 will be selected) – good to review this with mentor

16 Remember: Its YOUR promotion If you dont get the CV or other materials to Pam in time, you will not be promoted If you dont get the CV or other materials to Pam in time, you will not be promoted If you dont prepare the list of references with enough lead time to get requests to them and get letters back, you will not be promoted If you dont prepare the list of references with enough lead time to get requests to them and get letters back, you will not be promoted It is YOUR job to get promotion materials done – not someone elses It is YOUR job to get promotion materials done – not someone elses

17 Tenure Indication that you are a person who we never want to have to replace Indication that you are a person who we never want to have to replace Indicative of full partnership with the Department and University (without the equity component!) Indicative of full partnership with the Department and University (without the equity component!) Indicates not only that you are an accomplished teacher, clinician, and/or scholar, but that you bring added value to the university Indicates not only that you are an accomplished teacher, clinician, and/or scholar, but that you bring added value to the university

18 What is added value In nominating someone for tenure, the Chair must document the attributes of the candidate in light of the interests of the College and University. In nominating someone for tenure, the Chair must document the attributes of the candidate in light of the interests of the College and University. These include professional judgment, wisdom, collegiality, citizenship in the academic community, the capacity to develop colleagues and students, contributions to the Colleges academic and societal missions, and the commitment to scholarly exchange and intellectual exploration. These include professional judgment, wisdom, collegiality, citizenship in the academic community, the capacity to develop colleagues and students, contributions to the Colleges academic and societal missions, and the commitment to scholarly exchange and intellectual exploration.

19 What does tenure get you? A sort-of guarantee of a position A sort-of guarantee of a position A guarantee base salary for rank A guarantee base salary for rank Another line on your CV Another line on your CV The recognition that your colleagues feel you are indispensible to the university and want you to share in the ownership of the values, missions, and goals of MUSC. The recognition that your colleagues feel you are indispensible to the university and want you to share in the ownership of the values, missions, and goals of MUSC.

20 Resources MUSC faculty affairs web site: MUSC faculty affairs web site: faculty/index.htm faculty/index.htm MUSC faculty affairs associate deans: MUSC faculty affairs associate deans: –Leonie Gordon –Dan Smith –Gary Gilkerson –Paul McDermott


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