MUSC College of Medicine New Faculty August 20, 2015 Welcome! Today’s agenda General overview/faculty affairs/APT/ Mentoring/Education Research Clinical Affairs.
Download ReportTranscript MUSC College of Medicine New Faculty August 20, 2015 Welcome! Today’s agenda General overview/faculty affairs/APT/ Mentoring/Education Research Clinical Affairs.
MUSC College of Medicine New Faculty August 20, 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 Medicin e Dental Medicin e Health Professions Colleges Graduat e Studies Pharmacy Nursing College of Medicine 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 Medical University Hospital Authority (MUHA) 709 beds in four inpatient facilities 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 Leonie Gordon, M.D., Ch.B Senior Associate Dean : Leonie Gordon Associate Deans: Chimowitz, Gilkeson, 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 Individual consultations- career, work life Conflict resolution Faculty Round table sessions Other faculty development opportunities-leadership school, new faculty orientation Mentoring Focus groups Exit Interviews Faculty Affairs & Faculty Development Programs Gary S. Gilkeson, M.D. Faculty Affairs Roundtables • Programs for both Clinical and Research Faculty – Promotion and Tenure – Negotiating with your Chair – Succeeding in the modified track – Research funding/resources/infrastructure New Faculty Affairs Programs Multiple Session Programs • Late career transitions- Clinicians-Researchers • Finance boot camp- Clinicians-Researchers • Leadership school- Dept chairs, Division Directors • Teaching academy Other Faculty Affair Activities • New Faculty Orientation twice a year • Departmental Mentorship Programs • Individual meetings with faculty for career advice, conflict resolution, mentoring etc. • Quarterly Newsletter Faculty Affairs Website • Calendar for all upcoming activities • Contact information regarding setting up an appointment • Recordings of prior roundtable sessions • Links to a variety of materials regarding career development Fellowship in Clinical and Translational Research Ethics Certificate Program Andrea Boan, Ph.D., MSCR Assistant Professor of Pediatrics Fellowship in Clinical & Translational Research Ethics Certificate Program • • • • • • SCTR – Institute of Human Values in Health Care Comprises 5 courses - all available online and it’s free! One or 2 year tracks, resulting in MUSC Certificate award Taught by professionals from broad range of disciplines Counts toward promotion and tenure Improves competitiveness of grant applications It’s not too late to apply! Visit our website at: www.values.musc.edu • Contact Dr. Andrea Boan: [email protected]; 843-876-1064 Faculty Contracts Jennifer Nall New Faculty Orientation 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 Dan Smith, Ph.D • Promotion and tenure are different decisions and applications at MUSC • Promotion: reviewed at department and college levels • Tenure: reviewed at department, college, and university levels • Separate criteria • Tenure tracks – – – – Promotion Clinical Educator Academic Clinician Academic Investigator Academic Investigator/Educator • Non-tenure tracks – Clinical – Research – (Adjunct/Visiting) Progression: Instructor – Assistant – Associate – Full Professor is same in all tracks Promotion - Tips • Know your track! – It’s possible to switch; discuss with Chair • Establish a relationship, plan with 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 – Can be terminated for cause – Also subject to financial exigency or change/ discontinuation of institutional programs. • Tenure rests in the college or department of primary appointment only. Tenure • Eligible: Associate or Full Professors on 4 tenure tracks • Not based on publications, grants, per se • “Long-term value to the University” and “academic maturity” are central issues – Clearly less quantifiable, intentionally so APT Summary • Know your current track – Offer letter – Determined by Chair • Work toward criteria within track/rank • Proactively plan for advancement – Mentors – Annual conversations/evaluations • Tenure is qualitatively different from promotion Mentoring in the COM at MUSC Marc Chimowitz, M.B., Ch.B. Benefits of Effective Mentoring For Faculty and Institution • Mentee: Critical for career development/satisfaction, and professional stimulation. • Mentor: Professionally stimulating, giving back • Department and Institution: Faculty perception of department and institutional support, less attrition, more success Departmental Mentoring and Career Development– Best Practices and Guidelines • Departments have adapted guidelines developed by Mentor Leadership Council to create specific plans • Plans include: Promotion info, resources, documenting career development, choosing mentors, mentee–mentor agreements, metrics Departmental Mentoring Plans • Each COM department has one: http://academicdepartments.musc.edu/com/fa culty/dept_mentoring.htm Mentoring Champions • Each department has a Mentoring Champion to oversee implementation and progress of plan • Find yours, meet • Mentoring Champions meet quarterly with Assoc. Deans to solve mentoring problems and strategize • One Associate Dean responsible for monitoring implementation of mentoring in each department Some Specifics of Mentoring Plans • All Assistant & Associate Professors required to have a mentor, regardless of track • Strongly suggest that faculty find their own mentors (with Chair/Champion help); can be outside dept. • Focus on both career development and content (e.g., research, clinical, education) Impact of COM Mentoring Program 2011 2013 2014 P-value 2011 vs. Other 80 /109 (73%) <0.0001 Professors Actively Mentoring 59 / 113 (52%) 142 / 187 (76%) Instructors/ Asst Professors Being Mentored 112 / 197 (57%) 229 / 286 (80%) 142 / 184 (77%) <0.0001 Satisfaction of Junior Faculty Being Mentored 88 / 105 (84%) 189 / 229 (83%) 122 / 142 (86%) <0.0001 Contemporary Definition of Mentoring in Academic Setting • A dynamic, collaborative, reciprocal, and sustained relationship focused on a junior colleague’s acquisition of the values and attitudes, knowledge and skills, and behaviors necessary to develop into a successful independent faculty member Adapted from Abedin Z et al., Clin Transl Sci. 2012; 5: 273-280 “The mentee is not an empty vessel receiving the mentor’s advice and wisdom, but, rather, an active participant, shaping the relationship.” Key Mentoring Responsibilities • Communication • Content Mentoring – Research, Education, Clinical • Career and Professional Development • Psychosocial Support Key Mentoring Responsibilities • Communication Establish expectations Frequency of meetings Listening skills Prompt feedback Manage disagreements and conflict Foster trust Key Mentoring Responsibilities • Content Mentoring – Research, Education, Clinical Identify gaps in knowledge and skills Identify training opportunities Identify resources Help formulate aims Help design and develop plan to accomplish aims Monitor progress Step aside to allow independence Key Mentoring Responsibilities • Career and Professional Development Facilitate opportunities and connections Promote mentee in and out of institution Help understand promotion requirements and fiscal realities Help ensure sufficient protected time Help navigate the system Model and instruct on ethical behavior Key Mentoring Responsibilities • Psychosocial Support Discuss work-life balance/integration Effective time management Demonstrate leadership skills Be sensitive to cultural diversity Encourage peer mentoring (often similar issues for colleagues at same level of training) Serve as role model Mentor (and Mentee)Training • CTSA Annual Mentor and Mentee Symposiums: Address topics relevant to mentoring and career development, e.g., Promotion, Team Science • Mentor Leadership Council (CTSA) and Apple Tree Society hold regular “Lunch & Learns” on mentor– mentee issues and training • Mentor Training Course (starting Spring 2016) Mentor (and Mentee) Training Tools for Mentors & Mentees Topic Scientific Writing & Communication Practical Application Workshop: IDP & Goal Setting Speakers Kimberly McGhee, PhD Lindy Carter Gerard Silvestri, MD, MS Practical Application Workshop: Choosing Your Gerard Silvestri, MD, MS Mentor & Professional Networking Date Spring 2015 Spring 2015 Spring/Summer 2015 Spring/Summer 2015 NIH Reporter Joann Sullivan, PhD Interdisciplinary & Team Science Edward Krug, PhD Cathy Melvin, PhD, MPH Spring 2015 Jeffrey Borckardt, PhD 05/05/2015 Gail Stuart, PhD, RN, FAAN 02/03/2015 Perry Halushka, PhD, MD 01/27/2015 01/28/2015 Interprofessional / Interdisciplinary Part 2: Where does your time go? Work-Life Balance Part 1: Where does your time go? Learn how to prioritize and manage your time. ** Previous topics and recordings can be found on the SCTR website under “Education & Training”. MUSC College of Medicine New Faculty Orientation Education Paul J. McDermott, Ph.D Associate Dean for Faculty Affairs and Development Email: [email protected] Office: 789-6839 Medical Education Funding COM Education Leadership Deborah Deas, M.D., M.P.H. Interim Dean, College of Medicine Donna Kern, M.D. Associate Dean for Curriculum Clinical Sciences Debra Hazen-Martin, Ph.D. Associate Dean for Curriculum Basic Sciences COM Integrated Curriculum: Year 1 COM Integrated Curriculum: Year 1 COM Integrated Curriculum: Year 2 COM Integrated Curriculum: Year 2 COM Curriculum Requirements: Year 3 COM Curriculum Requirements: Year 4 Teaching Opportunities • Small Group Preceptors • Ethics • Communication/Interviewing Skills • Evidence-based Medicine • Physical Diagnosis (bedside teaching and simulated-based teaching) • Procedures/Clinical Skills • Classroom Teaching Academy of Medical Educators The Academy of Medical Educators (AME) was established by the College of Medicine in June 2012 to provide a forum for training and mentoring of teachers and for recognition of exemplary faculty. Purpose of AME 1. Promote excellence in faculty educators in both basic sciences and clinical sciences through scholarship, collegial evaluation and feedback, collaboration, and innovation. 2. Support development of faculty educators through training, mentoring and scholarship in teaching throughout their academic careers. 3. Establish proficiency in teaching and provide guidance to improve quality and effectiveness. 4. Advance scholarly activity in education as a critical component of the educational mission of the College of Medicine. 5. Sponsor activities that enhance medical education and faculty development, i.e., workshops, symposia and grants. AME Membership Categories Domains: • Teaching Activity • Curriculum Assessment and/or Development • Advising and Mentoring • Educational Leadership and Administration • Educational Research and Scholarship Benefits of AME Membership • Teaching Portfolio - Develop and enhance teaching credentials for tenure and promotions, share areas of teaching/education interests and expertise, and connect with collaborators. • Mentoring Opportunities – Acquire mentors or serve as a mentor to enhance knowledge and skills in teaching. • Faculty Development and Leadership – Participate in teaching and other educational activities, special programs and research projects. • Peer Review and Guidance – Receive collegial evaluation and feedback to improve quality and effectiveness of teaching. • Collaborative Projects & AME Symposia – Interact within a community of educators who share common interests in teaching and educational scholarship. Questions? MUSC College of Medicine New Faculty Orientation: Diversity and Inclusion Michael A de Arellano, Ph.D. Associate Dean for Diversity MUSC Commitment to Diversity Imagine MUSC 2020 (strategic plan) Goal 2: Embrace Diversity and Inclusion David Cole, MD, MUSC President http://www.imaginemusc.com/musc-imagine-goals/ MUSC Diversity & Inclusion Strategic Plan Enterprise-wide Willette Burnham, Ph.D. – MUSC Anton Gunn, MSW – MUSC Medical Center http://academicdepartments.musc.edu/muscdiversity/purpose.html http://academicdepartments.musc.edu/muscdiversity/wcd-video.html College of Medicine COM Diversity Plan - Overarching Goals http://academicdepartments.musc.edu/com/diversity/20102015%20Diversity%20plan%20FINAL.pdf Departmental Diversity Plans Culturally-competent and inclusive environment Recruitment, retention, and leadership for URM and female faculty Students, Residents, and Faculty Michael de Arellano, Ph.D. Written and executed by each department Chair Individual - We are all responsible Faculty from all backgrounds are needed to have successful diversity and inclusion efforts. COM Diversity - Faculty Women Scholars Initiative http://academicdepartments.musc.edu/arrowinitiative/ Advancement, Recruitment, Retention, of Women Science (ARROWS) Funded by NSF Grant http://academicdepartments.musc.edu/arrowinitiative/arrows/ Megan McDonough- [email protected] COM Diversity Committee Faculty Affairs Roundtable Discussions Training Dean’s Diversity Colloquium, Grand Rounds, other CME events COM Diversity Efforts – Residents and Students Residents Medical Students MUSC/McClennan-Banks Resident Networking Society Student National Medical Association Association for Hispanic Health Pipeline Programs Mentoring Programs Many opportunities for faculty involvement. For more information Natalie Johnson, MA Director of Education and Strategic Diversity Initiatives [email protected] E’lisha Simmons Hobson, MA Manager of Recruitment and Diversity Education [email protected] Michael de Arellano, Ph.D. Associate Dean for Diversity [email protected]