DEMYSTIFYING PROMOTIONS: A GUIDE FOR JUNIOR FACULTY AND THEIR MENTORS Eva Aagaard, M.D. Director of...
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Transcript of DEMYSTIFYING PROMOTIONS: A GUIDE FOR JUNIOR FACULTY AND THEIR MENTORS Eva Aagaard, M.D. Director of...
DEMYSTIFYING PROMOTIONS:A GUIDE FOR JUNIOR FACULTY AND THEIR MENTORSEva Aagaard, M.D.Director of Faculty DevelopmentDGIM
With Thanks to Harley Rotbart, MD Pediatrics
WHAT ARE YOUR QUESTIONS ABOUT PROMOTIONS?
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
GOAL FOR AN ASSISTANT PROFESSOR
Become an Associate Professor
THE 3-LEGGED STOOL
Teaching
Research / Scholarship
Clinical / Service
THE CAREER PIE CHART
Faculty Percent EffortFaculty Percent Effort
PrimarySecondaryTeachingAdmin/Service50-80%50-80%
5-30%5-30%
10%10%
1-5%1-5%
Areas of Focus :• Clinical Care• Education and
Training• Research• Administration/
Service• Advocacy
PrimaryPrimaryFocusFocus
SecondarySecondaryFocusFocus
TeachingTeaching..
Administrative/ServiceAdministrative/Service
THE GOLDEN RULES FOR PROMOTION TO ASSOCIATE PROFESSOR
Make career decisions that lead to career fulfillment
Don’t make career decisions solely because they’re “good for promotion”
Promotion will follow
STOOL MEETS PIE CHART
Faculty Percent EffortFaculty Percent Effort
PrimarySecondaryTeachingAdmin/Service50-80%50-80%
5-30%5-30%
10%10%
1-5%1-5%
Areas of Focus :• Clinical Care• Education and
Training• Research• Administration/
Service• Advocacy
PrimaryPrimaryFocusFocus
SecondarySecondaryFocusFocus
TeachingTeaching..
Administrative/ServiceAdministrative/Service
THE MATRIX RELOADED
REGULAR FACULTY SERIESEXCELLENCE in one:
TeachingResearchClinical Activity
MERITORIOUS in all:TeachingScholarly ActivityClinical Activity/Service
CLINICAL PRACTICE SERIES
Faculty members whose duties are focused primarily in direct patient care
Not tenure eligible
ASSOCIATE PROFESSOR OF CLINICAL PRACTICEEXCELLENCE IN:Clinical care
AT LEAST MERITORIOUS IN:TeachingANDLocal (hospital or university) or regional reputation for clinical excellence
THE 12 STEP PROCESS
1. Appointment as Assistant Professor2. Annual DOMINO Review3. Mid-point review 4. Nomination promotion - early summer5. Solicitation of letters - late summer6. Submission of portfolio - early fall
*Departmental Promotions Committee
THE 12 STEP PROCESS
7. Portfolio review and vote (DPC)8. Modifications of portfolio9. Re-review of portfolio (DPC)10. Submission to SOM - December 11. Review by SOM Promotions Comm12. Approval by SOM Executive Comm
TIMELINE TO ASSOCIATE
Year 0 – appointmentYear 1 – annual reviewYear 2 – annual reviewYear 3 – annual reviewYear 4 – mid-point reviewYear 5 – annual reviewYear 6 – annual reviewYear 7 – promotion
ROLE OF DEPARTMENT/ DIVISION1. Appointment letter – true expectations 2. Mentoring – assign mentor ( & co-mentor)
and oversee process3. 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
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
HOW TO FIND A MENTOR
Mentoring Guides Annual DOMINO Review Peer-referral Self-referral
MENTORING GUIDES DGIM
ResearchJean Kutner
ClinicalDavid Tanaka
EducationEva Aagaard
DEPT. MENTORING
Primary Mentor Responsible for guidance (facilitating, advocating, and
counseling) towards faculty member’s career development and promotion
Assist faculty member in finding a Co-Mentor if appropriate
DEPT. MENTORING
Co-Mentor – if appropriate In most cases, this is the faculty member’s “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
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
NEITHER
ROLE OF THE FACULTY MEMBER1. Conscientiously work with mentor2. Maintain real-time portfolioA. Teaching - see SOM portfolio template
a. log of teaching activityb. teaching evaluations - piles and pilesc. teaching awards
ROLE OF THE FACULTY MEMBERB. Clinical
a. see SOM portfolio templateb. log of clinical activityc. clinical testimonials/evaluationsd. clinical honors
ROLE OF THE FACULTY MEMBER3. Documentation of Research/Scholarship
A. Accurate and up-to-date CVB. Thoughtful approach to scholarship
4. Documentation of ServiceA. Accurate and up-to-date CVB. Letters of gratitude for service
5. Careful attention to submission deadlines
TOP 10 MISTAKESOn The Way To Promotion
10. THE NOBEL PRIZE WINNER MENTALITYOr the “I’ve been here18 months, am I eligible for promotion?” syndrome
Rules state that “when you’re ready, you’re ready”
BUT, RARE that someone is promoted after 4 years uncommon after 5 More often after 6, Most common after 7
9. THE “I KNOW I’M ON TRACK”
Or “Mentoring is for the Other Guys” syndrome
Leading cause of disappointments at promotion time and of the need to request extensions
8. THE MY MENTOR ATE MY HOMEWORK SYNDROME
Responsibility for fulfilling the Criteria, and meeting the deadlines, for promotion are yours alone
7. PROMOTION COMMITTEE = CONVENIENCE STORE
If you miss deadlines, you may have to wait another year.
6. FAILURE TO LAUNCHScholarshipOutside letters
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
4. ASSUMING SIZE DOESN’T 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”
3. BELIEVING IN THE “EVALUATIONS TOOTH FAIRY”
Or the “Someone must be collecting my teaching evaluations for me” syndrome
2. ASSUMING THAT ALL TEACHING OCCURS IN LECTURE HALLS
Don’t overlook: Bedside Research Morning report Journal club M&M conferences Mentoring/ Advising
log your hours and number of trainees and collect evaluations.
1. SPENDING TOO MUCH TIME IN THE UNPRODUCTIVE STAGES OF THE KUBLER-ROSS GRIEF REACTIONDenial Anger Bargaining Depression
WE CAN HELP