faculty affairs update
DESCRIPTION
Faculty Affairs Update. Alan Wasserstein, MD Vicki Mulhern. Faculty climate survey. 73% response rate (n=1046) Distribution of respondents matches SOM as a whole (ranks, tracks, gender) Initial focus on assistant professors - PowerPoint PPT PresentationTRANSCRIPT
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Faculty Affairs Update
Alan Wasserstein, MD
Vicki Mulhern
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Faculty climate survey
• 73% response rate (n=1046)• Distribution of respondents matches SOM
as a whole (ranks, tracks, gender)• Initial focus on assistant professors • Overall satisfaction is not different from ’00
but there are significant improvements in mentoring, areas of concern, and likelihood of staying at Penn
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Clinician educator track (CE) comparison with Tenure track
(TT)• No difference in overall job satisfaction: 6.9
vs 7.2 on a ten-point scale• Fewer CE than TT feel they understand promotion
criteria:74% vs 83% • More CE than TT think it likely they will be
promoted: 57% vs 46%• Similar work hours/wk (63 hr)• CE produce more reviews (7.3 vs 4.5) and lectures
(15.6 vs 10.8), TT produce more original papers (11.5 vs 17.0)
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CE compared with TT: concerns
• CE more likely to be concerned with: – burnout (71% v 54%) – inadequate salary (62% v 41%) – control over daily work life (46% v 18%) – clinical practice hassles (64% v 31%) – inadequate recognition for clinical work (59% v 29%)– inadequate recognition for teaching (58% v 41%) – lack of support for research (50% v 39%)
• TT more likely to be concerned with:– too short time prior to promotion (14% v 25%) – difficulty keeping lab personnel (26% v 44%) – insufficient job security (27% v 47%)
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CE and TT: Important career goals
Teaching Award
Promotion Outstand. Clinician
Fully Funded
Balance Work and
Life
National Expert
CE 24 82 77 23 84 63
TT 5 95 32 87 84 81
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CE and TT: Conclusions
• Tenure-probationary assistant professors are worried about promotion and are more likely to think probationary period is too short. They want tenure and national recognition. Few aspire to a teaching award.
• CE assistant professors have too much clinical burden, too little support for scholarship, too little control over daily work, and less understanding of promotion. They want intramural recognition for clinical work.
• Both prize balancing work and personal life.
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Research track comparisonwith
Tenure track • Less satisfaction: 6.4 vs 7.2 on a ten-point scale• More likely to leave within 5 years: 55% vs 41%• Work fewer hours per week: 57 vs 63• Fewer have secretarial support: 41% vs 64%• Fewer have a mentor: 87% vs 98%• Less happy with mentoring: 6.0 vs 7.4 on a ten-
point scale• Fewer understand promotion: 73% vs 83%
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Research track vs Tenure track: concerns
Research Support
Collab’r’n Job Security
Lab Space Time to Promotion
Isolation
RT 59 23 75 48 34 38
TT 39 15 47 28 25 23
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Research track: Conclusions
• Less well supported in research, lab space, mentoring, collaborations, secretarial help
• Less job satisfaction, understanding of promotion criteria
• Feel more pressured by brevity of probationary period
• More isolated and more likely to leave Penn
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Women and Men (controlling for track)
• Job satisfaction: 6.8 vs 7.1 on ten-point scale –not statistically significant
• Likelihood of leaving Penn within 5 years: 40% vs 39%
• Women have modestly fewer peer reviewed papers (11.8 vs 14.5) and abstracts (7.8 vs 11), but same number of lectures, chapters, and reviews
• Fewer women expect to be promoted: 38% vs 59% (but half of our promotions and senior level appointments this year have been women!)
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Work week differences
Profess’n’l Childcare Total
Women 61 52 113
Men 65 29 94
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Women and Men: Problem areas
Off hours meetings
Weekend Work
Childcare—emergency
Childcare—on-site
Inflexible Work Hours
W 63 65 50 44 24
M 41 45 30 23 14
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Women and gender bias
• Women more likely to perceive:– unfair treatment because of gender: 27% vs 4%– women are disadvantaged at Penn:61% vs 23%– having been denied credit for work: 46% vs
31%– that their salary is too low for their
accomplishments (53% vs 28%), but not their rank
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Mentoring (assistant professors, all tracks)
• Proportion with a mentor is up to 92% from 80% in 2000 – superb progress
• Having a mentor is associated with increased job satisfaction: 7.0 vs 6.2 on ten-point scale
• Having a mentor is associated with understanding promotion requirements: 78% vs 66%
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Mentoring by track (10-point scale)
Tenure CE Research
% with mentor
98 89 87
Satisfact’n (those w. mentor)
7.4 6.6 6.1
Satisfact’n (all asst. profs)
7.4 6.3 6.0
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Tenure track gets more mentoring advice than CE from
all sources
Mentor Chief Colleague
Career 85% v 71% 77% v 34% 78% v 57%
Promotion 72% v 58% 66% v 34% 66% v 43%
Visibility NS 50% v 21% NS
Positive feedback
92% v 73% 77% v 42 % 83% v 70 %
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Having multiple mentors is related to:
2 or more 1 No mentor
Job satisfaction
7.3/10 6.7/10 6.2/10
Mentoring satisfaction
7.4/10 6.3/10 3.5/10
Mentoring “events”
26/51 22/51 13/51
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Satisfaction with mentoring by gender
• Women are less satisfied with mentoring:– Assistant professors with mentor: 6.5 vs 7.2 on
10-point scale – All asst professors: 6.2 vs 7.0 on 10-point scale
• Yet women get virtually the same amount of mentoring as men
• We did not ask about mentoring on work/life balance
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Mentoring: conclusions
• Mentoring has increased since ‘00, which may bode well for job satisfaction
• Tenure track gets most mentoring and is most happy with it, Research track least
• Value of multiple mentors• CE faculty are less happy than tenure track with
mentoring – too little? Or the wrong kind? • Women are less happy with mentoring, though
they do get as much
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Job satisfaction (asst prof): trend since last survey (10-point scale)
CE Tenure All
‘00 6.8 6.9 6.8
‘03 6.9 7.2 7.0
p=.09
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Concerns: trend since last survey
’00 ‘03
Lack of Control 46% 35%
Promotion too difficult 60% 51%
Recognition for Clinical Work 61% 49%
Collegial Support 32% 20%
Stress 52% 44%
Job Security 45% 35%
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Likelihood of leaving Penn within 5 years
’00 ‘03
Asst. Prof. 47% 39%
All faculty 38% 33%
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Academic Clinician track
• Excellence of clinical care and teaching • Title: assistant prof of clinical X• No requirement for scholarship• No up or out. MAY come up for promotion at 10
years – or thereafter• Basis for promotion: superior performance• Same benefits as standing faculty• Three year appointments at asst prof, five years at
senior ranks
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Clinical performance evaluation
• Letters of recommendation• Productivity – volume, RVUs, referral base• Clinical portfolio: CQI, programmatic or
procedural innovations• Awards (eg Top Docs, Penn awards)• Housestaff and fellow evaluations (analogous to
teaching evals)• COAP subcommittee on clinical performance
evaluation
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CE track
• No change in promotion criteria. Clinical research is still typical but not mandatory
• Clinical research training is highly recommended
• Specific research focus, time for research, mentoring, and support should be specified at appointment
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Support for clinical research
• New training opportunities: CCEB, CRC, Masters programs
• Expansion of CRC• Office of Human Research – Greg Fromell
– help with grant preparation, regulatory issues, etc
• Informatics• AC track
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Gender equity
• Gender Equity Council: recruitment, retention, and environment
• Each department represented by faculty and faculty coordinator
• Search committees/outreach• Off hours meetings• Emergency childcare/concierge service
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Underrepresented minority committee
• COAP chairs from all departments
• Chair, Dick Landis
• Charge: recruitment and retention of URMs
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Mentoring
• Quality and focusWork life balance (FOCUS)Faculty Professional DevelopmentDeveloping as a clinician: AC mentoring Mentoring focus groups and workshop
• Multiple mentors, changing mentors• % with mentors (CE and Research tracks)• Use of experienced assistant professors, mentors
outside department or even SOM
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Annual performance review
• A staple of American corporations
• Other institutions, some departments
• Meet with chair or chief to review progress and credentials for promotion, set goals, negotiate service and scholarship time
• All ranks
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Research track
• Revision of promotion criteria: associate prof requires collaborative work with a distinctive intellectual contribution; probationary period extended to 10 years
• Full professor continues to require independent investigation
• Teaching. Mentoring doctoral students• Mentoring
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Conclusion
• Faculty climate survey has confirmed some ideas and shown some interesting new directions
• We are enhancing support for CE track, Research track, mentoring, women, URMs
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Search committees and affirmative action
Vicki Mulhern