1. The AAMC Faculty Forward Engagement Survey

2. Why study engagement? Engagement: A heightened emotional and intellectual connection that a faculty member has for his/her role, organization, manager, or coworkers that influences him/her to apply additional discretionary effort at work (Gibbons, 2007) Engaged individuals:  Give more than is expected of them in their workplace  Have a sense of mission, passion that motivates them to excel Faculty engagement shown to improve faculty retention, performance outcomes, patient satisfaction

3. Why the Faculty Forward survey? Largest national workplace engagement survey that focuses on issues unique to academic medicine Includes all missions, all salaried faculty Survey dimensions, questions validated by research Relatively brief (20 min) Administered by full-service survey support team at AAMC  High response rate (62%)  Completely confidential Responses benchmarked against 4 peers, plus all other participating schools (n=~30)

4. Dimensions Considered o Nature of Work o Focus on Medical School Mission o Medical School Governance o Focus on Department Mission o Department Governance o Collegiality and Collaboration o Relationship with Supervisor o Mentoring and Feedback o Opportunities for Career and Professional Growth o Compensation and Benefits o Faculty Recruitment and Retention o Clinical Practice o Global Satisfaction o Part-time Faculty Views o Demographic Information o Appointment Information

5. How will it work? AAMC administers the survey  Uses UA COM database for faculty  AAMC invites salaried faculty to complete the survey, sends reminders  AAMC reports response rate weekly by department  All responses are confidential AAMC analyzes the results  Will not report data for groups smaller than 5 Launch: Tuesday, Feb. 25, 2014

6. Results Provided Executive Summary  Available to all faculty  Town halls will provide opportunities to discuss Comprehensive statistical summary of strengths and areas for development at the college level  Data broken down by department type, major demographic variables  Benchmarking comparison data provided Redacted free response qualitative report Excel tool to sort department data  Department data provided to each department head

7. Analysis/Action Planning Led by 3 Faculty Committees Diversity Advisory Committee (Dr. Jessica Moreno) Committee of Ten (Dr. Art Sanders) Dean’s Council on Faculty Affairs (Dr. Al Fiorello) Responsible for:  Interpreting results in their domain (diversity, protected time, programmatic improvements)  Developing an action plan based on the results  Making recommendations to the dean about planned actions

8. Survey Benefits o Identify institution-wide and department-specific strengths and areas for development o Prompt discussion for data-informed strategic planning o Raise awareness among the faculty that the UA COM is committed to addressing workplace issues o Compare faculty engagement across departments, clinical sites, and with peer institutions o Track improvements over time by repeating the survey in ~2-3 years

9. What’s next? Survey launch: Tuesday, Feb. 25 th Look for an invitation from AAMC  facultyforwardsurvey@aamc.org Take ~20 minutes to complete the confidential survey Participate in discussions about the results and ways to enhance our workplace

10. Publications o “The Case for Strategic Talent Management in Academic Medicine” – AAMC white paper at aamc.org o “Predictors of Workplace Satisfaction for U.S. Medical School Faculty in an Era of Change and Challenge”– Academic Medicine 87(5):574-581, Mary 2012. o “Clinical Faculty Satisfaction with the Academic Medicine Workplace”- AAMC report at aamc.org o AIBs: “Perceptions of the Promotion Process” “US Medical School Faculty Job Satisfaction” “Retention of Full-time Clinical MD Faculty”