1. Faculty Development and Career Advancement Lois J. Geist, M.D. Associate Dean for Faculty Affairs and Development

2. Goals Understand the importance of faculty developmentUnderstand the importance of faculty development Learn about the faculty track structureLearn about the faculty track structure Learn about promotion policies and proceduresLearn about promotion policies and procedures

3. Faculty Development The Successful Faculty member:The Successful Faculty member: –Understand academic values, norms and expectations –Manages his/her career strategically –Maintains networks of productive colleagues (Bland, Schmitz, Stritter, Henry, & Aluise, 1990; Morzinski, Simpson, Bower, & Diehr, 1994) Morzinski, Simpson, Bower, & Diehr, 1994)

4. Faculty Development Successful Faculty members:Successful Faculty members: –Understand the characteristics of successful faculty in the College of Medicine –Get to know the benchmarks by which the College measures academic success –Create a career development plan to meet the benchmarks –Identify and work with a mentor

5. Mentorship BenefitsBenefits –Greater career satisfaction –Increased awareness of rigors and expectations for career advancement –Increased networking opportunities –Increased skill and productivity in teaching, patient care, and research –Increased ability to manage career

6. Career Management Learn about your institutionLearn about your institution Become knowledgeable about your promotions processBecome knowledgeable about your promotions process Learn to negotiate for resources to include professional development timeLearn to negotiate for resources to include professional development time Understand your annual reviewUnderstand your annual review Develop a individualized development planDevelop a individualized development plan

7. Individual Development Programs Designed to help you identify strategies for successDesigned to help you identify strategies for success Outlines your personal goals over timeOutlines your personal goals over time Should be done in conjunction with mentor or DEO/division headShould be done in conjunction with mentor or DEO/division head Can help when writing personal statements, organizing for promotion, or making decisions regarding career pathsCan help when writing personal statements, organizing for promotion, or making decisions regarding career paths

8. Personal Development Plan Clarify and prioritize your valuesClarify and prioritize your values Identify your strengths and skillsIdentify your strengths and skills Develop a learning plan for skills neededDevelop a learning plan for skills needed Set specific 1,3, and 5 year goalsSet specific 1,3, and 5 year goals Involve others in the process - chair, division director, mentor, peersInvolve others in the process - chair, division director, mentor, peers

9. You are here

10. Faculty Appointment Offer letter with expectations of both partiesOffer letter with expectations of both parties RanksRanks –Professor/Clinical Professor/Research Professor –Associate Professor/Clinical Associate Professor/Research Associate Professor –Assistant Professor/Clinical Assistant Professor/Research Assistant Professor –Associate Started your jobStarted your job

11. Associate Professor / tenure Clinical Track/Research Track Promotion is not linked to the contract cycle RT appointments based on available funding 4 years 1-3 years 1-7 years sequential 4 years Tenure Track MD/PhD Clinical Scientist Associate Professor / tenure 3 years PhD Basic Scientist

12. Annual Review Process The Dean expects annual reviews for all facultyThe Dean expects annual reviews for all faculty UI Guidelines:UI Guidelines: All probationary faculty (regardless of track or rank)All probationary faculty (regardless of track or rank) –Assistant Professors (CT) yearly for 9 years or until promoted; TT yearly for the probationary period (8 years for MD or PhDs doing clinical work; 6 years for PhD or MD scientists); RT yearly Once promoted (CT, RT)Once promoted (CT, RT) –Associate Professors every two years –Full Professors every five years –Does not necessarily occur with contract renewal cycle Once tenured (regardless of rank)Once tenured (regardless of rank) –Yearly with full peer review every 5 years

13. Purpose of Annual Review Assess direction in appropriate core missions – teaching, scholarship/professional productivity, academic service and (where applicable) patient careAssess direction in appropriate core missions – teaching, scholarship/professional productivity, academic service and (where applicable) patient care Get feedback on progress to dateGet feedback on progress to date Have realistic conversations about career choicesHave realistic conversations about career choices Plan for the future/goal settingPlan for the future/goal setting

14. Make Annual Review Effective Always prepare a personal statement that includes accomplishments and goals in core areasAlways prepare a personal statement that includes accomplishments and goals in core areas Review your teaching fileReview your teaching file –Make sure all teaching evaluations are in your file –Review any peer evaluations of teaching –Use your personal statement to address any concerns raised in evaluations

15. Make Annual Review Effective Invite specific feedbackInvite specific feedback –Is your plan for next year reasonable? –Where should you improve? –What resources do you need to be successful? –Are you “on track” for promotion? Take all feedback seriouslyTake all feedback seriously

16. Procedure You provide an updated C.V. + personal statementYou provide an updated C.V. + personal statement Chair prepares review, usually in consultation with senior faculty (committee or all)Chair prepares review, usually in consultation with senior faculty (committee or all) You meet with Chair to discussYou meet with Chair to discuss You receive a written copy for response and concurrence…You receive a written copy for response and concurrence… … the copy then goes “upstream” (dean’s office and Provost’s office)… the copy then goes “upstream” (dean’s office and Provost’s office) Reviews are not included in the promotion review processReviews are not included in the promotion review process

17. Promotion

18. How is a promotion review initiated? Required in the final probationary year of a tenure track appointment (year 8 for MD/PhD clinical scientists and year 6 for PhD basic scientists)Required in the final probationary year of a tenure track appointment (year 8 for MD/PhD clinical scientists and year 6 for PhD basic scientists) In all other cases:In all other cases: –The Department recommends OR OR –The faculty member asks to be reviewed

19. Evaluation of Teaching Common to TT/CT; Not required for RT Review of Teaching MaterialsReview of Teaching Materials –Course materials, Presentations, Lecture handouts Quantity relative to peersQuantity relative to peers Quality relative to peersQuality relative to peers –Peer evaluations –Learner evaluations

20. Tenure Track Promotion Teaching as discussedTeaching as discussed ScholarshipScholarship Academic service/citizenshipAcademic service/citizenship Clinical Service, where applicableClinical Service, where applicable For Associate Professor, evidence that Professor will be attainedFor Associate Professor, evidence that Professor will be attained

21. How is scholarship evaluated? Quality / Impact FocusIndependence/Directing Sustained Productivity external reviews; journals; funding Moving problem forward; themes Lack of gaps; funding; progression Authorship order; funding as PI; external views

22. Academic Service Service to Department, College, or UniversityService to Department, College, or University –committees, mentoring Service outside the UniversityService outside the University –editorial work, boards, discipline society activities; grant reviews National, international serviceNational, international service

23. Cumulative TT Promotion Experience

24. Professor Unmistakable evidence of recognition by peers at the national or international level Sustained productivity over time Appropriate teaching activities

25. Professor Promotion

26. Clinical Track Promotion Teaching – as previously notedTeaching – as previously noted Clinical Service – participation in the clinical programs of departmentClinical Service – participation in the clinical programs of department Academic Service – committee workAcademic Service – committee work Professional ProductivityProfessional Productivity

27. Expectations Direct clinical care Teaching in that context M3

28. Professional Productivity Activities outside the clinical setting that are IN ADDITION to routine activities and demonstrate CREATIVITY Can be in the realms of education, clinical activity or service

29. Professional Productivity (education) CME and/or Curriculum developmentCME and/or Curriculum development Student, resident, or fellow advising and counselingStudent, resident, or fellow advising and counseling Serving as a member/leader of education, curriculum, or admissions committeesServing as a member/leader of education, curriculum, or admissions committees Organization of a new teaching programOrganization of a new teaching program Development of better teaching techniquesDevelopment of better teaching techniques Development of teaching materials for any medium, including web basedDevelopment of teaching materials for any medium, including web based

30. Professional Productivity (clinical) Contributions in the clinical setting beyond the provision of direct patient careContributions in the clinical setting beyond the provision of direct patient care –Develop a new clinical service –Develop a new method of care delivery –Develop new procedures for a given area

31. Professional Productivity (service) Academic Service to Department, College, or UniversityAcademic Service to Department, College, or University –leading committees, mentoring Academic Service outside the UniversityAcademic Service outside the University –editorial work, boards, discipline society activities on a local, regional or national level Service to the communityService to the community –Director of local boards that impact health care

32. Professional Productivity Written scholarship satisfies this requirement, but it is not required for promotion (University Guidelines) in this track. The expectation of the Dean is that all faculty publishWritten scholarship satisfies this requirement, but it is not required for promotion (University Guidelines) in this track. The expectation of the Dean is that all faculty publish Written scholarship could includeWritten scholarship could include –high quality review articles –case reports, clinical commentaries –text book chapters –policy documents (for institution, discipline, state government, etc).

33. Cumulative CT Promotion Experience

34. Clinical Professor Activities outside the institution that can be highlighted – can be regional or nationalActivities outside the institution that can be highlighted – can be regional or national May be accomplished through activities in specialty societiesMay be accomplished through activities in specialty societies

35. Professor Promotion

36. Research Track Non tenure track appointmentNon tenure track appointment Appointment made for the length of funding availableAppointment made for the length of funding available Incremental/independent funding expectations with higher rankIncremental/independent funding expectations with higher rank No teaching expectationsNo teaching expectations Possible to move to the tenure trackPossible to move to the tenure track

37. Ongoing Career Development Review your personal development plan and update progress, alter goals as neededReview your personal development plan and update progress, alter goals as needed Develop strong mentoring relationshipsDevelop strong mentoring relationships Support the missions of the CollegeSupport the missions of the College –Teaching, service, research/professional productivity Prepare for promotionPrepare for promotion –Timing depends on track to some degree –Putting the pieces together

38. Ongoing Career Development This is a personal journeyThis is a personal journey –Starts with appointment –Continues with annual reviews –Culminates in first promotion –Continues into next phase –Requires nurturing and attention –Allows for adjustments based on personal circumstances

39. How to get help… Your departmentYour department –Department Chair –Division director –Promotions committee member –Other senior or recently promoted faculty Office of Faculty Affairs and DevelopmentOffice of Faculty Affairs and Development –Periodic workshops –Personal consultation Refer to the College Policies and ProceduresRefer to the College Policies and Procedures –http://www.medicine.uiowa.edu/facultyaffairs/