Transcript MUSC College of Medicine New Faculty Orientation February 9, 2015 Welcome! • Today’s agenda – General overview/faculty affairs/APT/ Mentoring/Education – Research – Clinical Affairs.

MUSC College of Medicine
New Faculty Orientation
February 9, 2015
Welcome!
• Today’s agenda
– General overview/faculty affairs/APT/
Mentoring/Education
– Research
– Clinical Affairs
Board of Trustees
President
VP for Academic
Affairs and Provost
Deans
VP for Clinical
Operations and CEO,
Medical Center
Interim VP for Medical
Affairs/Interim Dean,
College of Medicine
VP for Development
VP for Finance and
Administration
VP for Information
Technology and CIO
Medicine
Health
Professions
Dental
Medicine
Colleges
Graduate
Studies
Pharmacy
Nursing
• College of Dental Medicine
– ~80 faculty
– ~225 students
– ~25 residents
– ~$4.5 million in extramural
awards for FY13
• College of Graduate Studies
– ~260 students
• College of Health Professions
– ~65 faculty
– ~840 students
– ~$3.2 million in extramural
awards for FY13
• College of Nursing
– ~140 faculty
– ~400 students
– ~$4.6 million in
extramural awards for
FY13
• College of Pharmacy (joint
program with USC)
– ~75 faculty (half at MUSC
and half at USC)
– ~760 students
– ~$2.3 million in
extramural awards for
FY13
College of Medicine
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Missions – education, research, and service
~ 1270 faculty
~ 1200 staff
~ 650 trainees
~ 700 medical students
~ $205 million in extramural awards for FY13
1. Interim Dean, College of
Medicine
2. Interim Vice President for
Medical Affairs
MUSC
Physicians
Board
MUSC
Physicians
Medical
Education
Faculty
Affairs
Clinical
Affairs
1
Academic
Affairs
Research
Finance
Development
2
Departments:
Anesthesia & Perioperative Medicine
Biochemistry & Molecular Biology
Cell & Molecular Pharmacology
Comparative Medicine
Dermatology
Family Medicine
Medicine
Microbiology & Immunology
Neurology & Neurosurgery
Neurosciences
Obstetrics & Gynecology
Ophthalmology
Orthopaedic Surgery
Otolaryngology
Pathology & Lab Medicine
Pediatrics
Psychiatry
Public Health Sciences
Radiation Oncology
Radiology
Regenerative Medicine
Surgery
Urology
MUSC Physicians
(The “Practice Plan” aka “UMA”)
• The physician group of
MUSC Health.
• ~ 750 physician members.
• ~ 900 staff.
• ~ 1.5 million total patient
visits in FY13.
• ~ $243 million in net
collections for FY13.
Scott Reeves, MD
Professor and Chair,
Dept. of Anesthesia
President, MUSCP
Steve Valerio, MBA
CEO, MUSCP
Assoc. Dean for
Finance, COM
Medical University Hospital
Authority (MUHA)
• 709 beds in four inpatient facilities
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Medical University Hospital
Ashley River Tower
Children’s Hospital
Institute of Psychiatry
• ~35,000 annual patient admissions
• ~75,000 annual ER visits
• ~6,600 employees
Pat Cawley, MD, MBA
Vice President for
Clinical Operations
and CEO, Medical
Center
College of
Medicine
(COM)
Medical
University
Hospital
Authority
(MUHA)
MUSC
Health
MUSC
Physicians
(MUSC-P)
Resources for Faculty Assistance
• University Ombudsperson
– John Waller, MD
– Advisory only, no records, not “official”
– 792-7070
• Office of Gender Equity
– Sexual harassment
– Gender inequity ($$, promotion/tenure)
– 792-8066
COM Faculty Affairs/Development
• Associate Deans: Chimowitz, Gilkeson,
Gordon, McDermott, Smith
• Team member: Nall
• Advice, questions about APT, mentoring,
conflict resolution, programs
• 792-2081/website: office hours, emails
www.musc.edu/com/faculty
Role of Faculty
Affairs/Development Deans
• To assist faculty at all levels with successful
career development in the areas of education,
clinical care, research and administration.
Faculty Affairs /Development
Associate Deans provide
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Individual consultations- career, work life
Conflict resolution
Faculty Round table sessions
Other faculty development opportunitiesleadership school, new faculty orientation
• Mentoring
• Focus groups
• Exit Interviews
Faculty Contracts
• MUSC utilizes annual Faculty Appointment Contracts
(FAC) – same format for faculty in each of the
Colleges
• July 1 – June 30
• For most new faculty, the offer letter serves as the
faculty contract through June 30 of the first year of
employment.
• Thereafter, each faculty member will receive a FAC
from their department/division on an annual basis.
Faculty Contracts
• Typically prepared by departments and given to
faculty in May/June for review and signature.
• Set forth the total anticipated compensation for the
faculty member and outline duties, responsibilities
and goals for the coming year.
• If there are disputes between a faculty member and
his/her supervisor regarding the FAC, the Faculty
Handbook contains the FAC Dispute Resolution
Process (Section 8.11).
Faculty Contracts
• The FAC contains guidelines with respect to compensation tied to
faculty rank – this is referred to as “Part A” of the FAC compensation
section:
– Assistant Professor, $60,000
– Associate Professor, $80,000
– Professor, $90,000
• Rank compensation applies only to faculty with “regular” faculty
appointments, not to faculty with “modified” or “special” faculty
rank appointments.
• Any source of funding may be used for the rank compensation
component of a faculty member’s salary.
• Any potential compensation that exceeds “rank compensation” is
included in “Part B” of the FAC compensation section as “Additional
Compensation”. This amount can vary from year to year.
Appointment, Promotion and Tenure
• Promotion and tenure are different decisions
at MUSC
• Promotion: reviewed at department and
college levels
• Tenure: reviewed at department, college, and
university levels
• Separate criteria
Promotion
• Tenure track
– Four tracks:
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Clinical Educator
Academic Clinician
Academic Investigator
Academic Educator
– Ranks are the same in the first three tracks
Promotion
• Modified tracks
– Four tracks:
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Clinical Educator – most common
Academic Clinician – clinical researcher
Academic Investigator – basic scientist
Academic Educator – basic science educator
– Ranks are the same in all tracks
Promotion - Tips
• Know your track!
– It’s possible to switch; discuss with Chair
• Develop a plan with your mentor*
• Check in annually with Chair/Division Director
• Know the grid requirements within your track
– You may be “successful” in many respects, but if
you’re not achieving the specified objectives, you
are not making progress toward promotion!
Tenure
• Tenure ensures academic freedom, with the
expectation that the faculty member will
continue to perform according to accepted
standards subject to termination for cause,
upon retirement, on account of financial
exigency or the change or abolition of
institutional programs.
• Tenure rests in the college or department of
primary appointment only.
Tenure
• Either Associate or Full Professors
• “Not based upon specific academic skills or
attainments. These qualifications are
considered in the process of promotion in
rank.”
• “the individual's long-term value to the
University is the central issue”
– Clearly less quantifiable, intentional
APT Summary
• Know your current track
– Offer letter
– Determined by Chair
• Be aware of criteria within track/rank
• Be proactive in planning for advancement
– Mentors
– Annual conversations/evaluations
• Tenure is qualitatively different from
promotion