PROMOTION CRITERIA AND CAREER PATHS FOR CLINICAL FACULTY MEMBERS Jan Engle, PharmD, Ph.D. (Hon), FAPhA, FNAP Professor and Head Department of Pharmacy Practice Senior Associate Dean for Clinical Education UIC College of Pharmacy Chicago, Illinois, USA Past President American Pharmacists Association Commissioner, International Commission Accreditation Council for Pharmacy Education (ACPE)
DESCRIPTION Academic and Service Unit Composed of faculty and staff that are
teachers, scholars and/or practitioners Over 400 faculty, residents, fellows and staff who directly report to the department; many others are affiliated Comprised of several centers and sections Center for Pharmacoeconomic Research Drug Information Group Sections of Cardiology, Infectious Diseases, Neuropsychiatry
TYPES OF FACULTY PROMOTION Tenure‐track
Primary responsibilities include research, teaching and some service Usually takes 6 years, leads to a permanent contract; if not successful, termination Non‐tenure clinical track Primary responsibilities are patient care, teaching, scholarship Usually a yearly contract until promoted to Clinical Associate Professor (2 years) and Clinical Professor (3 years); salary increase with each promotion Time to achieve promotion more flexible than tenure track
PROMOTION PROCESS Discussed in new faculty orientation Outlined in department faculty handbook Discussed at each annual performance
review Bi‐annual faculty development seminar given to describe the process Reminder of process discussed at every department faculty meeting Statistics shared for successful promotions
PROMOTION PROCESS Guidelines clearly outlined in a
document
CRITERIA –CLINICAL TRACK PROMOTION All candidates must display and have
evidence of EXCELLENCE in 2 of the three areas of performance (teaching, scholarship, service) and satisfactory performance in the remaining area Or EXCEPTIONAL performance in only one of the 3 areas and satisfactory performance in the 2 remaining areas
MEASUREMENTS OF SUCCESS Teaching
Evaluation scores >4/5 considered excellent Precepting evaluations Service Letters from physicians/team members Professional organization contributions National recognition (e.g. fellow status) Scholarship Benchmark is to publish ~1 paper per year; can be review article, case report, descriptive report, etc. Research/funding not required
PROMOTION PROCESS/TIMELINE Faculty member submits CV and dossier and
statement of teaching, scholarship and service Promotion and Tenure Committee reviews it and determines if candidate is ready for promotion Committee member is assigned to candidate to help them through the process CV and dossier are reviewed for completeness
PROMOTION PROCESS Once documents are complete, the chair will
send out the CV, statements, publications and standard letter to 3‐5 outside reviewers for evaluation Once letters are received, committee reviews them and votes on the case All votes are recorded as part of permanent record Department Head reviews and adds support (or not) for promotion
PROMOTION PROCESS Sent to College Executive Committee Reviewed and vote is recorded Dean then reviews and writes letter Sent to campus P/T Committee for recorded
vote Dean of Graduate College reviews dossier Provost Chancellor Board of Trustees Candidate is notified of action throughout process – takes about one year to complete
EXTERNAL LETTERS Need 3‐5 external letters Cannot have a close relationship or
association with candidate Rank must be at or above where faculty member is seeking promotion at institutions similar to UIC Referees should not be suggested by candidates Candidate can suggest who is an inappropriate reviewer
DEPARTMENT NORMS Department norms are sent to outside
reviewers Statements of teaching, scholarship and service (1 page each) are sent with CV Recent 5 publications also sent out
NON‐PROMOTIONAL REVIEWS Highly recommend obtaining mid‐term or non‐
promotional reviews whenever possible (required on tenure track) Puts expectations in writing which can be helpful if administration or committee changes composition Recommended that this occur within 5 years of hire Final written report is supplied to Head to discuss with the candidate; placed in personnel file
PROGRAMS TO SUPPORT FACULTY PROMOTION Mentoring program Faculty Development program
MENTORING PROGRAM
Mentor and mentee should meet formally at least once each semester Mentor and mentee reporting forms, will be used to direct and document the interactions Mentor should submit an annual report to the department head outlining the candidate’s progress toward promotion, areas of deficiency and strength, potential barriers to success and short and long term goals along with the agreed upon plan for meeting these goals.
PROCESS Peer mentoring is supplemented with focused
presentations on topics of relevance to faculty development
FACULTY DEVELOPMENT PROGRAM Faculty development seminars are held
on a regular basis Suggestions for topics always welcome Mix of internal and external speakers Program for mid‐career and senior faculty is also in‐progress to meet differing needs than junior faculty
THANK YOU!