DIVISION OF DERMATOLOGY Retreat ACADEMIC HR November 4, 2016

Department of Medicine Clinical Practice Finance Staff HR William J. Bremner DOM Chair 14 Divisions Vice Chair and Chief of Medicine UWMC, HMC, VA Associate Chair for Research DOM Central Administration Donna Devine Residency Program Student Program Academic Human Resources Paramedic Training Program

DOM AHR Team Karen Svendsen, Director, Academic HR and Communications Regular and research faculty Amy Fields, Assistant Director, Communications PRC, editorial responsibilities (DOM week, DOM Intranet, newsletters and public website) Betsy Buswell, AHR Administrator Acting, fellows, teaching associates, faculty leaves Shoshana Hague, AHR Manager Clinical, affiliate and visiting faculty, visas

Department of Medicine Fun Facts Number of Department Faculty Regular = 600 Acting = 118 Clinical = 1250 Fellows = 285 Research = 54 Teaching associates, affiliate faculty, adjunct faculty, emeritus faculty, visiting faculty =111 Annual # of Appointments and Promotions 302 new appointments 66 promotions

Private practice or industry Faculty pathways Research Research Faculty Physician/Scientist Clinical Residency/ Fellowship Academia Teaching +/- Acting Clinician/Teacher Clinical Faculty Private practice or industry Volunteer Clinical Affiliate

Faculty Pathways Teaching activity required Patient Care Activity High Clinical Teaching activity required Regular Clinician/ Teacher Patient Care Activity Regular Physician/ Scientist Research Research Activity Low High

Differences in Tracks and Titles   % paid effort Teaching Clinical Research Time limit Annual reappt Voting member Search required Promotable title? CLINICAL Volunteer Y N N/A Part-time paid 1-49 FTCF (C/C pathway) 50-100 Teaching Associate 100 ACADEMIC Acting Y* Regular P/S pathway C/T pathway Y** Emeritus Y***

Differences (Con’t): Appointment Duration and Time Limits Acting appointments are for one year or less, limited to 4 years in any one rank, or 6 years maximum in combination of acting titles Clinical appointments are annual – reappointment is unlimited Assistant/Research Assistant Professor: 3 years reappointment / 6 years mandatory promotion Associate Professor/Professor: No time limits Research Associate Professor/Research Professor: Term appointments renewable 1-5 years, depending on funding

Why are regular faculty important UW faculty operate under a system of shared governance between faculty and administration, rather than union representation. All faculty personnel actions are governed by Faculty Code and based on a foundation of peer review including appointments, promotions, tenure, merit review and all other academic personnel actions that make up the faculty code. Additionally, academic program changes, COI, scientific integrity and various other important issues are also created and approved by voting faculty. These peer reviews are conducted via eligible voting faculty in an academic unit. Only regular faculty have voting privileges (assistant professor , associate professor, professor, including research faculty and re- employed emeritus faculty).

Promotion to Associate Professor Many junior faculty want to know what are the necessary clinical, scholarly, and teaching achievements for promotion to associate professor in the clinician-teacher and physician-scientist pathways of the regular track and in the research track. It is essential to earn a regional reputation for excellence to be promoted to associate professor, but each individual may earn that reputation for excellence by different routes. Nonetheless, promotion in both pathways of the regular track requires evidence of excellence in clinical, scholarly and pedagogic work. For the research track, promotion to associate professor requires excellence in research as defined by publications and grants. Research faculty are not required to teach.

Promotion to Associate Professor – Publications Metrics For clinician-teachers, the median number of peer-reviewed journal articles, book chapters, educational videos or software was 18 (mean=24). For physician-scientists, the median number of peer-reviewed journal articles was 26 (mean=30). For research faculty, the median number of peer-reviewed journal articles was 35 (mean=36). It is important to acknowledge that the number of publications is not the sole factor in determining excellence in scholarly work. The quality of the scholarly work is essential. In addition, there are scholarly contributions that are not represented in the above data. Other scholarly contributions include service on scientific advisory committees or grant review committees, syllabus contributions or development, editorial board duties, etc. If you have questions about your scholarly progress, it would be best to discuss with your division head.

Promotion to Associate Professor - Teaching Metrics For clinician-teachers, the mean evaluation (from residents and fellows) for overall teaching effectiveness was 5.6 (scale 1-6). For physician-scientists, the mean evaluation was 5.5 (scale 1-6). There are many other ways of assessing teaching excellence including the number of intramural and extramural presentations, the prestige of intramural and extramural presentations, numeric evaluations of presentations, student evaluations, and qualitative evaluations.

Promotion to Full Professor Promotion on the clinician/teacher pathway requires evidence of outstanding clinical care, outstanding teaching and mature scholarship with national recognition. Promotion on the physician/scientist pathway and in the research track requires outstanding, mature scholarship with significant, sustained scholarly productivity and research funding, duration and significant scientific contributions and national/international recognition. For those on the physician/scientist pathway, excellence in both teaching and clinical care (for clinicians) is required. Research faculty are not required to teach.

PROMOTION TO FULL PROFESSOR TEACHING METRICS Teaching evaluations (data collected 2010-14) For clinician/teachers, the median evaluation (from residents and fellows) for overall teaching effectiveness is 5.6 (scale 1-6). For physician/scientists, the median evaluation is 5.5 (scale 1-6). There are many other ways of assessing teaching excellence including the number of intramural and extramural presentations, the prestige of intramural and extramural presentations, numeric evaluations of presentations, student evaluations, and qualitative evaluations. Peer teaching evaluations are required from each year in rank (you must have at least 10 unique teaching opportunities by the time of promotion and at least 1 session each year) so it is important that you be evaluated whenever possible.

Promotion Metrics - Professionalism Professionalism is an essential attribute for Department of Medicine faculty. All faculty promoted to professor must demonstrate professionalism. We have gathered data for all Department of Medicine faculty who are on an inpatient service or outpatient service (n = 3558) from 2013-2014 for trainee responses to the following questions: 1) I was treated with respect by this individual; 2) I observed others (students, residents, staff, patients) being treated with respect by this individual. On a scale of 1-5, the mean score for each question was 4.96. Less than 1% received a score of 4 or less on each question. If you have questions about your professionalism, it would be best to discuss with your division head.

PROMOTION TO FULL PROFESSOR Publications Metrics For clinician/teachers, the median number of peer-reviewed publications, book chapters, and educational videos or software is 58. For physician/scientists, the median number of peer-reviewed publications is 64. For research faculty, the median number of peer-reviewed publications is 67. Number of publications is not the sole factor in determining excellence in scholarly work. The quality of the scholarly work is essential. In addition, there are scholarly contributions that are not represented in the above data such as service on scientific advisory committees or grant review committees, syllabus contributions or development, editorial board duties, etc.