Winning the Tenure Game
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Transcript Winning the Tenure Game
Academic Advancement As A Clinician
Educator
Donald W. Reynolds Foundation Grantee 2010
Annual Meeting
Daniel Swagerty , MD , MPH
Professor, Departments of Family Medicine and
Internal Medicine
Associate Chair for Geriatric Medicine and Palliative Care,
Department of Family Medicine
Associate Director for Medical Education,
Landon Center on Aging
Director of Clinical Geriatrics,
University of Kansas School of Medicine
Objectives
Understand school of medicine faculty
ranks and academic tracks
Identify barriers and strategies for success
in academic promotion for geriatric faculty
List crucial issues for geriatric medicine
faculty members in selecting and
advancing in tenure-and non-tenure track
positions
Define how to manage a productive
academic career through mentorship
General Outline of Academic
Promotion
Regular fixed cycle with deadlines
Formal hierarchical system
Promotion depends on documentation
Criteria usually based on achievements (quality
and quantity) in all or some combination of
education, scholarship, service.
Definitions of education, scholarship and
service, plus the relative influence of each may
vary considerably by school, track, committee
or individual.
Ranks and Tracks
Rank
Track
Assigned with a title when hired
Defined by institution
Unmodified or modified (descriptor)
Clinical
Research
Tenured vs Non-Tenure
Chair Decision
Approved by Dean and Vice Chancellor
Rank
Instructor
Assistant Professor
Associate Professor
Professor
Track
Defines Job Responsibilities
Teaching
Scholarship
Professional Service
Academic Service
Criteria for Promotion and Tenure
Specific Professional and Academic Expections
Tenure Track
Deadlines
Mandatory Tenure Date - 5 Years
Probationary Period – 7 Years
Renewed Annually
Expectations for Promotion to Associate Professor
Achieve mid-level productivity in all 4 areas by
mandatory tenure date
Dismissal can occur if tenure not acheived within
probationary period
Non-Tenure Track
No specific time line for promotion
Tenure not an issue
No consequence of dismissal if
promotion not achieved
Expectations for Promotion to Associate
Professor
Vary by track
Clinical Scholars Track
Full-time faculty
Unmodified title
Rotating or fixed term (1-3 years)
Responsibilities – Patient Care, Teaching and
Scholarship
Two Career Pathways
Clinician Educator
Clinician Investigator
Clinical Scholars Track Promotion to Associate Professor
Clinician Educator
Mid-career acheivements in professional service,
academic service, and teaching
Early-career acheivement in scholarship
Clinician Investigator
Mid-career acheivements in professional service,
academic service, and scholarship
Early-career acheivement in teaching
Developing a Successful
Program of Scholarship
Scholarship = Intellectual Activity + Peer
Validation + Public Dissemination
School guidelines may specify type and
quantity of scholarship
Derived from your own strengths, interests
and routine activities
Be aggressive and realistic in activity and
documentation
Developing a Successful
Program of Scholarship
Conduct scholarship that counts
Seek meaningful peer evaluation and
outcomes of teaching
Select meaningful and time-efficient
service commitments
Seek colleagues and activities outside
department and school
Developing a Successful
Program of Scholarship
Understand the process, regulations and
guidelines
Research how these are actually interpreted
and implemented
Values of P&T reviewers
Seek regular evaluation by departmental
chair/division chief, departmental P&T
committee chair, and mentor
Seek written assessment and feedback
Developing a Successful
Program of Scholarship
Rules of the Process
The school makes the rules !
If it’s not written down, it wasn’t done.
Deadlines are real !
Strategies for Success
Start Early
Take it Seriously
Get Help
Barriers to a Successful
Program of Scholarship
Status of Geriatrics
“ We have a faculty for Geriatrics ? ”
“ We are not worthy. ”
Service Commitments
Highly Active with Low Productivity
Mentorship
A FACULTY MEMBER'S CAREER IS HIS OR HER
RESPONSIBILITY
MENTORING IS DESIGNED TO HELP YOU BECOME
SUCCESSFUL IN MAKING THE APPROPRIATE DECISIONS
TO ADVANCE YOUR CAREER.
MERIT, ADVANCEMENT AND/OR PROMOTION ARE
ASSESSED ACCORDING TO THE MISSION CRITERIA OF
EACH ACADEMIC TRACK IN THE SCHOOL OF MEDICINE
Mentorship – 4 Critical Goals
Managing a productive academic career
Support your own academic career needs and goals, while
Supporting the department’s and institution’s missions and
goals.
Understanding the formal (and informal/implicit) values, policies
and operating procedures in academic medicine, including
Criteria for advancement and recognition in your field
How the merit and promotion system works
Developing and sustaining a network of professional colleagues
within and outside of your department and institution.
Learning where to go for advice, help and training.
Mentoring
Definition - "Mentoring" comes in all forms and varies
based on the philosophy of who you ask. The style of
mentoring is a personal preference.
Purpose - Guide junior faculty to be successful
academicians and ultimately to be promoted
Types - Informal and Formal
Mentoring - Informal
Project/problem Oriented
“On the Fly”
Address a concern, problem, "how-to" solution
Discuss immediate needs
Get answers
Solve problems
Assists with reaching project goals
Promotion is supported through project assistance
Mentoring – Formal
Career Oriented
Formalized relationship with a senior colleague
Regularly scheduled meetings
Frequency deemed helpful by both parties
Overall and Ongoing Career Assessment
Determine if daily activities support career goals
Assess progress regarding promotion
Teaching
Scholarship
Professional Service
Academic Service
Conclusions : Developing a
Successful Academic Career
Know the system
Start early
Ask the right people
Mentorship – Formal and Informal
Conclusions : Developing a
Successful Academic Career
Document everything
Communicate uniqueness and
value
Work hard but also work smart
Beware of paranoia, myths, and
verbal promises or reassurances