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DEMYSTIFYING PROMOTIONS: A GUIDE FOR JUNIOR FACULTY AND THEIR MENTORS Eva Aagaard, M.D. Director of Faculty Development DGIM With Thanks to Harley Rotbart,

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Presentation on theme: "DEMYSTIFYING PROMOTIONS: A GUIDE FOR JUNIOR FACULTY AND THEIR MENTORS Eva Aagaard, M.D. Director of Faculty Development DGIM With Thanks to Harley Rotbart,"— Presentation transcript:

1 DEMYSTIFYING PROMOTIONS: A GUIDE FOR JUNIOR FACULTY AND THEIR MENTORS Eva Aagaard, M.D. Director of Faculty Development DGIM With Thanks to Harley Rotbart, MD Pediatrics

2 WHAT ARE YOUR QUESTIONS ABOUT PROMOTIONS?

3 Instructor Sr. Instructor Sr. Instructor w/ Distinction Assistant Professor Associate Professor Professor of Clinical Practice TENURE Associate Professor of Clinical Practice Professor of Clinical Practice

4 GOAL FOR AN ASSISTANT PROFESSOR Become an Associate Professor

5 THE 3-LEGGED STOOL Teaching Research / Scholarship Clinical / Service

6 THE CAREER PIE CHART

7 THE GOLDEN RULES FOR PROMOTION TO ASSOCIATE PROFESSOR Make career decisions that lead to career fulfillment Dont make career decisions solely because theyre good for promotion Promotion will follow

8 STOOL MEETS PIE CHART

9 THE MATRIX RELOADED

10 REGULAR FACULTY SERIES EXCELLENCE in one: Teaching Research Clinical Activity MERITORIOUS in all: Teaching Scholarly Activity Clinical Activity/Servic e

11 CLINICAL PRACTICE SERIES Faculty members whose duties are focused primarily in direct patient care Not tenure eligible

12 ASSOCIATE PROFESSOR OF CLINICAL PRACTICE EXCELLENCE IN: Clinical care AT LEAST MERITORIOUS IN: Teaching AND Local (hospital or university) or regional reputation for clinical excellence

13 THE 12 STEP PROCESS 1. Appointment as Assistant Professor 2. Annual DOMINO Review 3. Mid-point review 4. Nomination promotion - early summer 5. Solicitation of letters - late summer 6. Submission of portfolio - early fall *Departmental Promotions Committee

14 THE 12 STEP PROCESS 7.Portfolio review and vote (DPC) 8.Modifications of portfolio 9.Re-review of portfolio (DPC) 10.Submission to SOM - December 11. Review by SOM Promotions Comm 12. Approval by SOM Executive Comm

15 TIMELINE TO ASSOCIATE Year 0 – appointment Year 1 – annual review Year 2 – annual review Year 3 – annual review Year 4 – mid-point review Year 5 – annual review Year 6 – annual review Year 7 – promotion

16 ROLE OF DEPARTMENT/ DIVISION 1. Appointment letter – true expectations 2. Mentoring – assign mentor ( & co-mentor) and oversee process 3. Annual reviews – ? On track for promotion Documentation appropriately gathered 4. Mid-point reviews by Department ?On track for promotion Documentation appropriately gathered Proposed timing for promotion

17 ROLE OF THE DIVISION/ DEPT 5. Promotion preparation Solicitation of reference letters Guidance on portfolio preparation Review portfolio, suggest improvements Vote on candidacy Submit portfolio with summary letter

18 HOW TO FIND A MENTOR Mentoring Guides Annual DOMINO Review Peer-referral Self-referral

19 MENTORING GUIDES DGIM Research Jean Kutner Clinical David Tanaka Education Eva Aagaard

20 DEPT. MENTORING Primary Mentor Responsible for guidance (facilitating, advocating, and counseling) towards faculty members career development and promotion Assist faculty member in finding a Co-Mentor if appropriate

21 DEPT. MENTORING Co-Mentor – if appropriate In most cases, this is the faculty members content mentor may be same person as Primary Mentor Responsible for guidance (facilitating, advocating, and counseling) of the faculty member toward success in his/her research, clinical, teaching, and/or scholarly activities Provides regular feedback to Primary Mentor

22 DEPT. MENTORING Faculty Member Ultimately responsible for his/her own career development, with the guidance of Primary Mentor Ultimately responsible for his/her own research, clinical, teaching, scholarly activity with the guidance of Co-Mentor if appropriate

23 NEITHER

24 ROLE OF THE FACULTY MEMBER 1. Conscientiously work with mentor 2. Maintain real-time portfolio A. Teaching - see SOM portfolio template a. log of teaching activity b. teaching evaluations - piles and piles c. teaching awards

25 ROLE OF THE FACULTY MEMBER B. Clinical a. see SOM portfolio template b. log of clinical activity c. clinical testimonials/evaluations d. clinical honors

26 ROLE OF THE FACULTY MEMBER 3. Documentation of Research/Scholarship A. Accurate and up-to-date CV B. Thoughtful approach to scholarship 4. Documentation of Service A. Accurate and up-to-date CV B. Letters of gratitude for service 5. Careful attention to submission deadlines

27 TOP 10 MISTAKES On The Way To Promotion

28 10. THE NOBEL PRIZE WINNER MENTALITY Or the Ive been here18 months, am I eligible for promotion? syndrome Rules state that when youre ready, youre ready BUT, RARE that someone is promoted after 4 years uncommon after 5 More often after 6, Most common after 7

29 9. THE I KNOW IM ON TRACK Or Mentoring is for the Other Guys syndrome L eading cause of disappointments at promotion time and of the need to request extensions

30 8. THE MY MENTOR ATE MY HOMEWORK SYNDROME Responsibility for fulfilling the Criteria, and meeting the deadlines, for promotion are yours alone

31 7. PROMOTION COMMITTEE = CONVENIENCE STORE If you miss deadlines, you may have to wait another year.

32 6. FAILURE TO LAUNCH Scholarship Outside letters

33 5. THE LOST IN TRANSLATION SYNDROME Or, Falsely Assuming The DOM Or SOM Promotion Committee Knows What You Do For A Living Only 1-2 members of your department on the SOM PC Few if any know you YOUR MISSION is to produce a portfolio that speaks their language

34 4. ASSUMING SIZE DOESNT MATTER Quality of your work Quantity of your work Teaching evaluations, publications, clinical documentation, etc. should be as complete as possible without including fluff. Particularly true for documenting alternative forms of scholarship

35 3. BELIEVING IN THE EVALUATIONS TOOTH FAIRY Or the Someone must be collecting my teaching evaluations for me syndrome

36 2. ASSUMING THAT ALL TEACHING OCCURS IN LECTURE HALLS Dont overlook: Bedside Research Morning report Journal club M&M conferences Mentoring/ Advising log your hours and number of trainees and collect evaluations.

37 1. SPENDING TOO MUCH TIME IN THE UNPRODUCTIVE STAGES OF THE KUBLER- ROSS GRIEF REACTION Denial Anger Bargaining Depression

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40 WE CAN HELP

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