Appointments and Promotions Climbing the Ladder by skr83537


									Appointments and Promotions:
     Climbing the Ladder

     Virginia C. Broudy, M.D.

        Academic Pathways*
 Physician/Scientist: ~ 80% research/20%
  clinical and teaching
 Clinician/Teacher: ~ 80% clinical and
  teaching/20% scholarly activity
 Research Faculty (often PhD) : 100% research
 Clinician/Clinician: 100% clinical and teaching

               * These ratios vary!
How can I find my way
 through this jungle?
Ask Yourself Some Questions
 What are my strengths and unique
 What do I enjoy?
 How do my research/teaching/clinical
 skills fit into my Division and
 What are the criteria for appointment
 and promotion?
             Map Goals
 Short-term goal: Submit the paper by
 December 2009
 Long-term goal: Obtain an American
 Cancer Society grant by 2011
Discuss goals with your
mentor and your fellowship
director or division head!

They want you to succeed!
    Annual Conference with Your
Fellowship Director or Division Head
 Comment on my publications – journals,
 number, impact
 Original research vs. reviews vs. case
 How can I improve my teaching?
 What should I do more/less of?
 Am I on track for appointment/promotion?
  In most divisions, original
research published in a peer-
 reviewed journal, is the key.
 The appointment and
promotion process was
 revised in 2008-2009
      Individual Faculty Member
   Unique professional profile with research,
    teaching, clinical, and administrative

   Relative importance for promotion should
    reflect time devoted to each activity

   Departmental expectations regarding
    faculty effort, criteria for promotion, and
    evaluation methods should be aligned
     Individual Faculty Member

 Recognition that we are not all running to
 the same finish line

  – “How will you define success for me?”
 – Department/Division expectation
   articulated in appointment letter, and
   reviewed and updated during the
   annual meeting (Assistant Professor)
   with your Division Head
“At the end of the day, the most
important criterion for
appointment or promotion is
achieving excellence in whatever
academic activity is your core
          Steve Fihn, MD
       Criteria for Promotion
 Scholarship (discovery, integration,
       “Work that has not been
       disseminated does not meet the
       definition of scholarship”
 Teaching portfolio (trainee and peer
  evaluation of teaching effectiveness)
 Clinical care (peer evaluation)
 Discovery: basic science, clinical,
 epidemiology, health services
 Integration: meta-analysis, book
 chapters.. (Steve McGee Evidence-
 Based Physical Diagnosis, Jan
 Hirschmann’s work)
 Teaching: educational websites…(Carey
 Jackson’s Ethnomed, David Spach’s
 AIDS Clinical Care website)
       Teaching Portfolio

 Responsibility of each faculty member
 Allows more formal assessment of
 teaching contributions
           Teaching Portfolio
 Development of curricula for a course,
    rotation, or clerkship
     - Learning objectives, instructional materials
   Leading a small group session for a HuBio
   Teaching evaluations / thank you letters
   Invited presentations at UW or
     elsewhere (include brochure if CME course)
  Doug Paauw, MD
Professor of Medicine
  Teaching Portfolio
          Criteria for Promotion

 Regional or national recognition (at
  Associate Professor or Professor level)

 Administration (for those who have an
  administrative role)

 Professionalism (for everyone)
     A Core Academic Competence

“ A discussion of professionalism should
be a component of the annual

                           Paul Ramsey, MD
How can we assess professional behavior?
“I shall not today attempt to further
define…pornography…but I know it when I
see it.”

 Supreme Court Justice Potter Stewart
               UCSF Approach
             (Maxine Papadakis)
   Include “respect” questions in each attending
    evaluation form
   “This attending treated me with respect”
   “This attending treated others (students, residents,
    patients, nurses, pharmacists…) with respect”
        The Research Lab
 “For faculty engaged in research,
 intellectual integrity, diligent and
 unbiased acquisition, evaluation, and
 reporting of scientific information,
 adherence to university research
 regulations, and collegial and fair
 treatment of trainees and research staff
 at all levels are elements of
 What metric can we use to evaluate
 professionalism for these faculty?
New Appointment and Promotion Criteria

   The relative importance for promotion
    of research, teaching, clinical, and
    administrative activities should reflect
    the time devoted to each activity
   Professional behavior is now included
  Academic Ranks
 Instructor
 Assistant Professor
 Associate Professor
 Professor
       “Acting” Appointments
   One year appointments, renewed
   Maximum 4 years in a single rank
    (Acting Instructor or Acting Assistant
    Professor), and 6 years overall
   The Assistant Professor clock does not
    tick when you are “Acting” (this is a big
“Appointment to the rank of instructor
requires completion of professional
training and the promise of a successful
career in teaching and research”

                        UW Faculty Handbook
                        Chapter 24 2.html
   Very rare appointment in the Department
    of Medicine

    Most are appointed as Acting Instructor
    (entry level faculty position)
       Assistant Professor
“Appointment to the rank of Assistant
Professor requires a demonstration of
teaching and research ability beyond that
ordinarily required of an Instructor”

                  UW Faculty Handbook
        Assistant Professor

 Requires a national search
   – Position approved by Department Chair
   – Search Committee of local luminaries
   – Ads in national journals
   – Interviews
   – Takes ~ 9 months (can be accomplished
     more quickly)
       Assistant Professor
 Two three-year appointments
 “Up or Out” after 6 years
   “Ask not for whom the clock
      ticks; it ticks for thee.”

Modified (more than slightly) from John Donne

Most people get promoted; this is not a
pyramid. The process is selective, but at the
point of hire.
       Assistant Professor
 Promotion process usually starts in the
 spring of your 5th year as Assistant
 Division Head is in charge of your
 promotion to Associate Professor
     What if I work part time?
Is the academic clock the same?

The first three-year appointment as
Assistant Professor is the same.
The second three-year appointment is
modified as follows:
      90% time – 3 years
     70-89% time – 4 years
     60-69% time – 5 years
     50-59% time – 6 years
    Promotion from Assistant to
       Associate Professor
   Vote of senior Division members
   Package of CV, key scientific papers,
    teaching reviews, letters from internal
    and external reviewers and cover letter
    is sent to the Department A&P
    Committee in the fall of your 6th year,
    then to the Dean
   You are promoted at the start of your
    7th year
           Associate Professor
    “Appointment to the rank of Associate
    Professor requires a record of substantial
    success in both teaching and research,
    except that in unusual cases an
    outstanding record in one of these
    activities may be considered sufficient”
   The quality of your peer reviewed
    publications is a major factor, and regional
    recognition is important
      Strategies for Success

   Know the process
   Have clear goals
    – Research (with publications)
    – Teaching portfolio
    – Fit with the mission of your Division
      and Department
    – Professionalism part of process

    Be Flexible – Life Changes!
The Academic Adventure is a
     Grand Adventure

 Residents and Fellows who challenge
  your thinking
 Thrill of discovery
 Joy of longitudinal patient care
 Travel

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