1. MUSC College of Medicine New Faculty August 20, 2015

2. Welcome! Today’s agenda General overview/faculty affairs/APT/ Mentoring/Education Research Clinical Affairs

3. Board of Trustees VP for Information Technology and CIO 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 Finance and Administration VP for Development

4. Colleges Medicine Dental Medicine Pharmacy Nursing Graduate Studies Health Professions

5. College of Medicine Missions – education, research, and service ~ 1270 faculty ~ 1200 staff ~ 650 trainees ~ 700 medical students ~ $205 million in extramural awards for FY13

6. Academic Affairs Medical Education 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 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 Faculty Affairs Finance Clinical Affairs Research Development MUSC Physicians 1. Interim Dean, College of Medicine 2. Interim Vice President for Medical Affairs 1. Interim Dean, College of Medicine 2. Interim Vice President for Medical Affairs MUSC Physicians Board MUSC Physicians Board 1 2

7. 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

8. MUSC Health College of Medicine (COM) Medical University Hospital Authority (MUHA) MUSC Physicians (MUSC-P)

9. 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

10. 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

11. 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.

12. 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

13. Faculty Affairs & Faculty Development Programs Gary S. Gilkeson, M.D.

14. 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

15. 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

16. 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

17. 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

18. Fellowship in Clinical and Translational Research Ethics Certificate Program Andrea Boan, Ph.D., MSCR Assistant Professor of Pediatrics

19. 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: boan@musc.edu; 843-876-1064

20. Faculty Contracts Jennifer Nall New Faculty Orientation

21. 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.

22. 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).

23. 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.

24. 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

25. Promotion Tenure tracks – 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

26. 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!

27. 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.

28. 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

29. 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

30. Mentoring in the COM at MUSC Marc Chimowitz, M.B., Ch.B.

31. 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

32. 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

33. Departmental Mentoring Plans Each COM department has one: http://academicdepartments.musc.edu/com/fa culty/dept_mentoring.htm

35. 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

36. 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)

37. Impact of COM Mentoring Program 201120132014P-value 2011 vs. Other Professors Actively Mentoring 59 / 113 (52%) 142 / 187 (76%) 80 /109 (73%) <0.0001 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

38. 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

39. “The mentee is not an empty vessel receiving the mentor’s advice and wisdom, but, rather, an active participant, shaping the relationship.”

40. Key Mentoring Responsibilities Communication Content Mentoring – Research, Education, Clinical Career and Professional Development Psychosocial Support

41. Key Mentoring Responsibilities Communication  Establish expectations  Frequency of meetings  Listening skills  Prompt feedback  Manage disagreements and conflict  Foster trust

42. 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

43. 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

44. 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

45. 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)

46. Mentor (and Mentee) Training Tools for Mentors & Mentees TopicSpeakersDate Scientific Writing & Communication Kimberly McGhee, PhD Lindy Carter Spring 2015 Practical Application Workshop: IDP & Goal Setting Gerard Silvestri, MD, MSSpring 2015 Practical Application Workshop: Choosing Your Mentor & Professional Networking Gerard Silvestri, MD, MS Spring/Summer 2015 NIH ReporterJoann Sullivan, PhD Spring/Summer 2015 Interdisciplinary & Team Science Edward Krug, PhD Cathy Melvin, PhD, MPH Spring 2015 Interprofessional / InterdisciplinaryJeffrey Borckardt, PhD05/05/2015 Part 2: Where does your time go? Work-Life Balance Gail Stuart, PhD, RN, FAAN02/03/2015 Part 1: Where does your time go? Learn how to prioritize and manage your time. Perry Halushka, PhD, MD 01/27/2015 01/28/2015 ** Previous topics and recordings can be found on the SCTR website under “Education & Training”.

47. MUSC College of Medicine New Faculty Orientation Education Paul J. McDermott, Ph.D Associate Dean for Faculty Affairs and Development Email: mcdermp@musc.edu Office: 789-6839

48. Medical Education Funding

49. 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

50. COM Integrated Curriculum: Year 1

52. COM Integrated Curriculum: Year 2

54. COM Curriculum Requirements: Year 3

55. COM Curriculum Requirements: Year 4

56. 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

57. 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.

58. 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.

59. AME Membership Categories Domains: Teaching Activity Curriculum Assessment and/or Development Advising and Mentoring Educational Leadership and Administration Educational Research and Scholarship

60. 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.

61. Questions?

62. MUSC College of Medicine New Faculty Orientation: Diversity and Inclusion Michael A de Arellano, Ph.D. Associate Dean for Diversity

63. MUSC Commitment to Diversity Imagine MUSC 2020 (strategic plan) Imagine MUSC 2020 (strategic plan) Goal 2: Embrace Diversity and Inclusion Goal 2: Embrace Diversity and Inclusion David Cole, MD, MUSC President David Cole, MD, MUSC President http://www.imaginemusc.com/musc-imagine-goals/ http://www.imaginemusc.com/musc-imagine-goals/ http://www.imaginemusc.com/musc-imagine-goals/ MUSC Diversity & Inclusion Strategic Plan MUSC Diversity & Inclusion Strategic Plan Enterprise-wide Enterprise-wide Willette Burnham, Ph.D. – MUSC Willette Burnham, Ph.D. – MUSC Anton Gunn, MSW – MUSC Medical Center Anton Gunn, MSW – MUSC Medical Center http://academicdepartments.musc.edu/muscdiversity/purpose.html http://academicdepartments.musc.edu/muscdiversity/purpose.html http://academicdepartments.musc.edu/muscdiversity/purpose.html http://academicdepartments.musc.edu/muscdiversity/wcd-video.html http://academicdepartments.musc.edu/muscdiversity/wcd-video.html http://academicdepartments.musc.edu/muscdiversity/wcd-video.html

64. College of Medicine COM Diversity Plan - Overarching Goals COM Diversity Plan - Overarching Goals Culturally-competent and inclusive environment Culturally-competent and inclusive environment Recruitment, retention, and leadership for URM and female faculty Recruitment, retention, and leadership for URM and female faculty Students, Residents, and Faculty Students, Residents, and Faculty Michael de Arellano, Ph.D. Michael de Arellano, Ph.D. http://academicdepartments.musc.edu/com/diversity/2010- 2015%20Diversity%20plan%20FINAL.pdf http://academicdepartments.musc.edu/com/diversity/2010- 2015%20Diversity%20plan%20FINAL.pdf http://academicdepartments.musc.edu/com/diversity/2010- 2015%20Diversity%20plan%20FINAL.pdf http://academicdepartments.musc.edu/com/diversity/2010- 2015%20Diversity%20plan%20FINAL.pdf Departmental Diversity Plans Departmental Diversity Plans Written and executed by each department Chair Written and executed by each department Chair Individual - We are all responsible Individual - We are all responsible Faculty from all backgrounds are needed to have successful diversity and inclusion efforts. Faculty from all backgrounds are needed to have successful diversity and inclusion efforts.

65. COM Diversity - Faculty Women Scholars Initiative Women Scholars Initiative http://academicdepartments.musc.edu/arrowinitiative/ http://academicdepartments.musc.edu/arrowinitiative/ http://academicdepartments.musc.edu/arrowinitiative/ Advancement, Recruitment, Retention, of Women Science (ARROWS) Advancement, Recruitment, Retention, of Women Science (ARROWS) Funded by NSF Grant Funded by NSF Grant http://academicdepartments.musc.edu/arrowinitiative/arrows/ http://academicdepartments.musc.edu/arrowinitiative/arrows/ http://academicdepartments.musc.edu/arrowinitiative/arrows/ Megan McDonough- mcdonoum@musc.edu Megan McDonough- mcdonoum@musc.edu mcdonoum@musc.edu COM Diversity Committee COM Diversity Committee Faculty Affairs Roundtable Discussions Faculty Affairs Roundtable Discussions Training Training Dean’s Diversity Colloquium, Grand Rounds, other CME events Dean’s Diversity Colloquium, Grand Rounds, other CME events

66. COM Diversity Efforts – Residents and Students Residents Residents MUSC/McClennan-Banks Resident Networking Society MUSC/McClennan-Banks Resident Networking Society Medical Students Medical Students Student National Medical Association Student National Medical Association Association for Hispanic Health Association for Hispanic Health Pipeline Programs Pipeline Programs Mentoring Programs Mentoring Programs Many opportunities for faculty involvement. Many opportunities for faculty involvement.

67. For more information Natalie Johnson, MA Natalie Johnson, MA Director of Education and Strategic Diversity Initiatives Director of Education and Strategic Diversity Initiatives johnsong@musc.edu johnsong@musc.edu johnsong@musc.edu E’lisha Simmons Hobson, MA E’lisha Simmons Hobson, MA Manager of Recruitment and Diversity Education Manager of Recruitment and Diversity Education Simmonac@musc.edu Simmonac@musc.edu Simmonac@musc.edu Michael de Arellano, Ph.D. Michael de Arellano, Ph.D. Associate Dean for Diversity Associate Dean for Diversity dearelma@musc.edu dearelma@musc.edu dearelma@musc.edu