What Your Chair Expects of You

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What Your Chair Expects of You?

• Help make the department (school, university,
  hospital) better!
• Role model behavior
• Add value
• Build a portfolio of skills and accomplishments
• Quality performance of your raison detre
• Appropriate breadth of excellence
• Generosity mentoring, leadership, volunteerism
• Become self-supporting, then a tax-payer

DOM FACULTY ORIENTATION
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What to expect from your Division Chief or Chair?
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A Supportive Environment

• Advocacy for opportunities
• Protection from distractions
• Bait and a fishing license (but not a bucket
  full of fish)

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Achieving Excellence How do we make it happen?

• Outstanding and innovative clinical care
• Pushing new technology which adds diagnostic or
  therapeutic value for the patient
• Peer review publications
• Presentations at professional meetings
• Election to national Academic societies (ASCI,
  AAP, IOM)
• Not succumbing to complacency or arrogance.

Lewis
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Academic Economics 101aHow Departments and
Divisions are Funded?
Grants/contracts Clinical revenue Hospital
support School of Medicine (it's only a very
small but important part of our dollars and it's
all of our space!) Fed/State/County
support Philanthropy
SGIM 2003-5
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Academic Economics 101b

• Taxpayers
• All of us!
• Hired Workers
• To perform a needed task
• Loss-leaders
• Recruit rainmaker
• Support Junior faculty

SGIM 2002-6
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Academic Economics 101cWhat Divisions/Department
s Need?
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Definition of Key Roles and Success

• All faculty should understand the relevant
  track(s) and any realistic options to change
  career focus

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(Unfortunate) reality

• No free lunch
• Whatever you dont support financially must be
  funded by someone elses dollars
• If its worthwhile, someone should pay for it.
  If no one will, is it?

10
(Unfortunate) reality

• Institutions Dont Love You Back -- the
  relationship between any employee and the
  institution is impersonal and contractual,
  whether written or not.
• Institutional leaders must make decisions that
  are not personal but usually have positive or
  negative personal consequences.
• One cannot expect the same consideration as one
  may receive in a family -- special consideration
  is not given because of loyalty, longevity, or
  past productivity.

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Compensation   The ABCs of Compensation X, Y,
Z
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Total Compensation

• Total Salary X (Base Salary) Y (Additional
  Compensation)
•  
• Total Income Total Salary Z (Incentive/Bonus)

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X Base Salary

• Associated with rank/step (not series)
• Driven by Health Science Compensation Plan salary
  scales
• Represents minimum salary rate
• Covered by the UC Retirement Plan
• Most Department of Medicine Faculty are on scale
  3 of HSCP salary
• Example X for Assistant Professor step 1 is
  currently 71,500/year

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Y Additional Compensation

• Will be negotiated with the department chair and
  division or service chief annually
• Based upon several factors such as
• quality, scope, and volume of a faculty members
  teaching, research, clinical and administrative
  activities
• availability of a reliable revenue stream for
  salary support
• Not covered compensation for the UC Retirement
  Plan
• Midyear renegotiation of the Y rarely
  permitted requires Deans approval

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Z Incentive/Bonus

• Not covered compensation for the UC Retirement
  Plan
• Department Incentive
• Administrative Incentive

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Total Compensation

• Total Salary X (Base Salary) Y (Additional
  Compensation)
•  
• Total Income Total Salary Z (Incentive/Bonus)

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Three Components of Academic Appointment

• Series
• Rank
• Step

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Academic Series at UCSF

• Academic Senate
• Ladder (Tenure Track)
• In Residence
• Clinical (X)
• Non Senate
• Clinical
• Adjunct

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Academic Rank and Step at UCSF

• Three faculty ranks
• Assistant
• Associate
• Professor (Professor, Step VI)
• Each rank is sub-divided into steps
• Assistant and Associateeach step 2 years
• Professoreach step 3 years

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Characteristics of UCSF Faculty Series

• Ladder In Res Clin X Clinical Adjunct
• Teaching Essential Essential Essential Essential T
  BD
• Research/ Essential Essential Essential Important
• Creative
• Prof Essential Essential Essential Essential
• Competence
• Univ/Publ Essential Essential Essential Important
• Service
• Appraisal Yes Yes Yes Optional Optional
• Limitation 8 years 8 years 8 years None None
• at Asst at Asst at Asst
• Leave Sabbatical (Prof Dev) (Prof Dev) No No

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Characteristics of Faculty SeriesDepartment of
Medicine The True Story
Ladder In Res Clin X Clinical
Adjunct
Must be Must be Must be
Must be Modest good
good excellent
good
Teaching
Research/ Creative

Critical Critical Creative
Helpful
Essential work essential
Must be Must be Must be
Essential As
appropriate good good
good (doctors doctor)
for PhD
Prof Competence
Univ/Publ Service
Yes Yes Yes
Yes Modest
Appraisal
Yes Yes NA
Optional Optional
8 years 8 years NA
None None at
Asst at Asst
Limitation
Leave
Sabbatical Prof Dev Prof Dev
No No
Note DOM average is well above school-wide
average Above Assistant Level
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Department of Medicine Facultyas of September
30, 2004
Total
Adjunct
Clinical
Clin X
In-Res
FTE Ladder
175
15
27
30
57
46
Professor
92
15
35
19
22
1
Associate
214
93
91
0
30
0
Assistant
16
5
11
0
0
0
Instructor
497
128
164
49
109
47
Total
Includes all compensation plan faculty, faculty
at VAMC and Gladstone, and faculty in ORU's who
have Medicine as their primary academic
affiliation does not include Fresno faculty or
MSP physicians
Includes all faculty with FTEs in Medicine or
with primary appointments in Medicine or on the
Medical Service even if their FTE is in whole or
in part elsewhere (e.g. an ORU, Dean's office,
etc.) Total FTEs actually assigned to Medicine
are 46.
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Eight-year Rule

• 8 years limit at Assistant level in Academic
  Senate series at UCSF
• applies over breaks in service
• no clock for Assistant Adjunct Professor or
  Assistant Clinical Professor at UCSF
• Parental leave does not count toward the 8 yrs,
  and stops the clock
• may take time off the tenure clock up to one
  year/child, to total of two years

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Sequence of Evaluations and Outcomes for
Assistant Professors
Series
4 years
6-7 years
on time promotion Clinical X
Career Assessment per DOM
Clinical
on time promotion Clinical
other
Adjunct MD
Career Assessment per DOM
other
In-Residence via a successful search
In-Residence
immediate promotion
Formal appraisal per APM
on time promotion
other
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UCSF Promotions Process
Academic Vice Chancellor
Committee on Academic Personnel CAP
Ad hoc
Ad hoc
Academic Dean S/Medicine
DOM Executive Promotion Com
Your Promo Packet Starts here
DOM Promo Subcom
DOM Promo Subcom
DOM Promo Subcom
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UCSF Academic AffairsCriteria Used for
Evaluation of Faculty

• Criteria
• research and other creative activities
• professional competence
• university and public service
• teaching
• Weighting of Criteria
• series-dependent
• department-defined

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Career Appraisal (Assistant Level)

• A practice or prognostic promotion review
• done in year 4 or first year of step 3 at
  Assistant rank
• Preparation of a complete promotion packet
• external references
• Reviewed by all entities
• DOM promotion committee, chair, Vice Dean for
  Academic Affairs, CAP, ad hoc committee, and then
  Vice Chancellor

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Voluntary Career Assessment(Assistant Level)

• Appraisal-like, mid-assistant level evaluation of
  potential or promise
• Offered as a service to faculty members in the
  Clinical and Adjunct series
• Timing and process are slightly different from
  appraisal
• no outside letters required
• no CAP review

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Appraisal and Assessment Workshops(Assistant
Level)

• New faculty orientation overview
• Two future appraisal/assessment workshops
• early in 3rd year (4-5 months before formal
  appraisal or voluntary assessment materials are
  requested)
• early in the 5th year (before materials for
  promotion to Associate are requested)

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Evaluating Research Productivity

• Impact
• Original Peer Reviewed Publications/Dissemination
• Other Refereed Dissemination
• Research support
• NIH, VA, national peer-reviewed grants
• Thematic Focus or Progression

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Documenting Faculty Independence

• Authorship
• first author
• senior author
• co-investigator responsibilities
• Principal Investigator
• competitive research award
• Letters of Evaluation

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Assessment of Teaching

• Teaching activities
• Teaching evaluations
• Mentoring activities

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Professional Competence

• Professional Qualifications
• Invited Publications
• chapters
• reviews, symposium reports
• Invited Presentations
• Editorial Services
• Grant Application Reviewer (NIH, NSF, Other)
• Honors and Awards
• fellowships
• honorary degrees

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University and Public Service

• Administration
• departmental committees
• interdepartmental activities
• search committees
• University Service
• UCSF, SOM participation
• academic senate committees
• system-wide activities
• Professional Service
• editorial board
• professional society leadership
• Community, Public Service

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Research and Funding

• Identify your own niche-early!
• (preferably, one that is unoccupied)
• Differentiate yourself from your mentor
• Publish your results consistently
• Obtain your own research funding
• preferably competitive, nationally-recognized and
  portable

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Research and Funding

• Research funding sources
• websites (listed in binders)
• Scholar awards for clinical and basic
• Burroughs Wellcome, Pfizer, Pew
• Department of Medicine Grant Lists
• faculty and fellows funding opportunities list is
  now online

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Mentoring and Guidance in the Department of
Medicine

• New Faculty Orientation, Year 1
• Annual Career Review with Division Chief
• Faculty workshop in Year 3
• Appraisal or Voluntary Assessment during Year 4
• Faculty workshop during Year 5

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Sources of Information Campus-wide

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SOURCES OF INFORMATIONWebsites

• UCSF Faculty Handbook
• Professional and Academic Success Skills (PASS)
• Academy of Medical Educators
• faculty development workshops
• Human Resources
• management skills

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SOURCES OF INFORMATIONWebsites

• Setting Up Your Research at UCSF
• setting up the office and research space
• obtaining regulatory committee approvals
• finding, obtaining and managing money
• Family Friendly Policies for Faculty