scholarly journals Promotion and tenure policies for team science at colleges/schools of medicine

2019 ◽  
Vol 3 (5) ◽  
pp. 245-252 ◽  
Author(s):  
Susan M. McHale ◽  
Damayanthi (Dayan) Ranwala ◽  
Deborah DiazGranados ◽  
Dee Bagshaw ◽  
Erich Schienke ◽  
...  
Keyword(s):  
Clinical Education ◽  
Career Paths ◽  
Multilevel Models ◽  
Three Dimensions ◽  
Full Professor ◽  
Academic Rank ◽  
Team Science ◽  
Promotion And Tenure ◽  
Medical Institutions ◽  
Schools Of Medicine

AbstractIntroduction:Advancing understanding of human health promotion and disease prevention and treatment often requires teamwork. To evaluate academic medical institutions’ support for team science in the context of researchers’ career development, we measured the value placed on team science and specificity of guidance provided for documenting team science contributions in the promotion and tenure (P&T) documents of Colleges/Schools of Medicine (CoMs) in the National Center for Advancing Translational Sciences’ Clinical and Translational Science Award (CTSA) program.Method:We reviewed complete P&T documents from 57 of 63 CTSA CoMs to identify career paths defined by three dimensions: academic rank (associate versus full professor), tenure eligibility (tenure track versus not), and role (research, clinical, education, and administrative), and we rated team science value and documentation guidance for each path. Multilevel models were estimated to compare team science value and documentation guidance as a function of the three career path dimensions while accounting for the clustered data (N = 357 career paths within 57 CoMs).Results:Team science value was greater for associate than full professors, non-tenure-eligible versus tenure-eligible positions, and roles prioritizing clinical, education, and administrative responsibilities versus those prioritizing research. Guidance for documenting team science achievements was more explicit for roles that prioritized research.Discussion:Although P&T policies at most CTSA institutions express value for team science, inconsistent within-institutional patterns of recognition and reward across career paths may have implications for researchers’ involvement in team science. We discuss the implications of our findings for research and for P&T policies that promote team science.

Abstract 30: Sex Differences in Faculty Rank Among Academic Vascular Neurologists in the United States

Stroke ◽  
2021 ◽  
Vol 52 (Suppl_1) ◽  
Author(s):  
Lindsay A Bliss ◽  
Carol A Vitellas ◽  
Nayanika Challa ◽  
Vivien H Lee
Keyword(s):  
United States ◽  
Assistant Professor ◽  
The United States ◽  
Associate Professor ◽  
Academic Medical Centers ◽  
Full Professor ◽  
Academic Rank ◽  
Faculty Rank ◽  
Medical Centers ◽  
Academic Medical

Introduction: The lower proportion of women at the rank of full professor compared to men has been documented in nearly all specialties. Women are under-represented in academic stroke neurology, but there is limited data. Methods: We reviewed all 160 U.S. medical schools and the associated medical centers for vascular neurologists. An internet search of stroke team websites and neurology department websites was performed from August 1, 2020 to August 25, 2020. We included 117 academic medical centers that had at least 1 vascular neurologist on faculty. We included vascular neurology ABPN certified or board eligible (fellowship-trained) neurologists. Data was collected on sex, academic rank, and American Board of Psychiatry and Neurology (ABPN) certification status. ABPN board certification status was verified on the ABPN verify CERT website. Social medical women’s neurology groups were also queried for names of women full professor to cross check. Results: Among 540 academic ABPN vascular neurologists, 182 (33.8%) were women and 358 (66.3%) were men. Among academic ranks, women made up 108/269 (40.1%) of Assistant professors, 49/137 (35.8%) of Associate professors, and 25/134 (18.8%) of full professors. Twenty two academic centers had vascular neurology female professors on faculty, compared to 70 academic centers with male full professors on faculty. Twenty nine academic centers had multiple male professors on faculty compared to only 3 centers with multiple female full professors. Among women, 108 (59.3%) were assistant professor, 49 (26.7%) were associate professor, 25 (13.7%) were full professor. Among men, 161 (45.0%) were assistant professor, 88 (24.6%) were associate professor, and 109 (30.5%) were professor. There was a significant difference between academic rank based upon sex (p <0.0001). Conclusion: Among academic medical centers in the United States, significant sex differences were observed in academic faculty rank for ABPN vascular neurologists, with women less likely than men to be full professors. Further study is warranted to address the gender gap in the field of stroke.

scholarly journals Collaborative Research: Techniques for Conducting Collaborative Research From the Science of Team Science (SciTS)

2020 ◽  
Vol 22 (1) ◽  
pp. 72-86 ◽  
Author(s):  
John R. Turner ◽  
Rose Baker
Keyword(s):  
Graduate Students ◽  
Human Resource Development ◽  
Collaborative Research ◽  
Team Science ◽  
Collaborative Environments ◽  
Research And Practice ◽  
Promotion And Tenure ◽  
Science Of Team Science ◽  
Collaborative Efforts ◽  
Improved Methods

The Problem The field of human resource development (HRD) is a multidisciplinary field of research and practice requiring collaboration. Unfortunately, the literature on how to conduct collaborative research is incomplete within HRD and other disciplines. Any breakdown in the communication, exchange of ideas, agreed-upon methodologies, or shared credit for dissemination has the potential of preventing research from moving forward. Promotion and tenure policies also hamper collaborative efforts in that these policies often reward individual initiative as opposed to collaborative outcomes. These behavioral patterns provide constraints to the improvement and betterment of efforts to changing of the guard. The Solution This article highlights new and improved methods for working in collaborative environments. During an academic’s transition and professional development, these methods will help emerging scholars, new to collaborative research, when facing the team science revolution. The Stakeholders Scholars and scholar-practitioners engaged in collaborative research. Emerging scholars who are beginning their journey into collaborative research. Graduate students preparing for a career in academia.

746 Racial and Ethnic Disparities Among Burn Surgery Leadership

2020 ◽  
Vol 41 (Supplement_1) ◽  
pp. S206-S206
Author(s):  
Francesco M Egro ◽  
Caroline E Kettering ◽  
Anisha Konanur ◽  
Alain C Corcos ◽  
Guy M Stofman ◽  
...  
Keyword(s):  
Group Representation ◽  
Minority Group ◽  
Ethnic Disparities ◽  
Full Professor ◽  
Academic Rank ◽  
H Index ◽  
Burn Care ◽  
Burn Center ◽  
Major Burn ◽  
Burn Surgery

Abstract Introduction The underrepresentation of racial and ethnic minority groups has existed and been well documented in general and plastic surgery literature but has not been described in burn surgery. The aim of this study is to evaluate current minority group representation among burn surgery leadership. Methods A cross-sectional study was performed in January 2019 to evaluate minority group representation among burn surgery leadership. Burn surgeons included were directors of American Burn Association (ABA)-verified burn centers in the US, past and current presidents of the ABA and International Society of Burn Injuries (ISBI), and editorial board members of five major burn journals (Journal of Burn Care & Research, Burns, Burns & Trauma, Annals of Burns & Fire Disasters, and the International Journal of Burns and Trauma). Surgeons were compared based on factors including age, gender, training, academic rank, and h-index. Results Among 71 burn center directors, 68 societal presidents, and 197 journal editors, minority ethnic groups represented 18.3, 7.4, and 34.5 percent, respectively. Among US burn center directors, the group classified collectively as non-white was significantly younger (white = 56 years, non-white = 49 years; p&lt; 0.01), graduated more recently (white = 1996, non-white = 2003; p &lt; 0.01), and had a lower h-index (white = 17.4, non-white = 9.5; p &lt; 0.05) than white colleagues. There were no significant differences in gender, type of residency training, advanced degrees obtained, and fellowships completed between white and non-white groups.The were no significant differences in the likelihood of white and non-white directors in academia to be full professor, residency or fellowship director, or chair of the department.When compared to the 2018 US National Census, burn unit directors had a 5.1 percent decrease in non-white representation. Specifically, Asians had an 8.3 percent increase in representation, while there was a decrease in both Black (12.0%) and Hispanic (15.3%) representation. Conclusions Disparities in representation of ethnic and racial minorities exist in burn surgery leadership. The most extreme disparities were seen with Black and Hispanic surgeons. However, because these surgeons are younger and graduated more recently, it is promising that minority representation will continue to rise in the future. Applicability of Research to Practice Programs should be initiated in burn surgery that address the implicit biases of burn surgeons and increase mentorship opportunities for underrepresented minorities.

scholarly journals A Strategy for Developing the Leadership Practice through Wise Governance from the VieWpoint of Al Taif University Members

2017 ◽  
Vol 11 (1) ◽  
pp. 17
Author(s):  
Laila M. Abo Alola
Keyword(s):  
Decision Making ◽  
Good Governance ◽  
Active Participation ◽  
Faculty Members ◽  
Three Dimensions ◽  
Academic Rank ◽  
Equal Opportunities ◽  
Leadership Practice ◽  
Study Population ◽  
Governance Transparency

The study aimed at proposing a strategy for developing the leadership practice in Taif University through wise governance. The study population included all faculty members at the Taif University which represented -1358- members. A questionnaire was administered tostudy a randomized sample which consist of -321- faculty members which represented -24%- of the study population. The findings showed that faculty members perceived the degree of practicing good governance generally as moderate. Also, the results showed statistically significant differences between the degree of importance and the degree of leadership practice through good governance. There were no statistically significant differences according to gender, but there were statistically significant differences according to academic rank in favor of the higher academic rank only in the following three dimensions of leadership practice through good governance: transparency, active participation, and accountability. In light of these results, a strategy was proposed which implied a number of recommendations, including: Application of the proposed strategy, spreading the culture of accountability, and providing equal opportunities for participation in decision-making for both men and women's departments. 

scholarly journals Gender Disparities in Academic Rank and Writing amongst Medical Faculty Members

2020 ◽  
Vol 3 (2) ◽  
pp. 11-14
Author(s):  
Ayesha Fahim
Keyword(s):  
Cultural Values ◽  
Gender Disparities ◽  
Faculty Members ◽  
Full Professor ◽  
Academic Rank ◽  
Female Representation ◽  
Female Ratio ◽  
Significant Difference ◽  
Professor Level ◽  
The One

Background: Pakistan is a proud country with its rich cultural values. A perfect woman is considered the one who is a good subordinate and most skillful in the kitchen, making round chapatis is the highlight of those skills. Although as a nation, stereotypical norms have shifted and females are encouraged to get medical education and become doctors, their academic contribution and representation in higher academic rank seems scarce. Methodology: In this study, we investigate gender differences in academic ranks and research in renowned Medical Institutions of Pakistan. Websites of three institutions were used to identify male and female faculty members, their respective publications were counted using “Pakmedinet.com” and “Scholar.google.com”. Results: A one-way ANOVA showed significant difference in the male female ratio at higher academic ranks. This ratio drastically increases at Full Professor level where males are three times more than female Professors. ANOVA results also show that publications by male faculty members is significantly higher than females. Even on the same rank, women have not published their work in the same capacity as men. Conclusion: The results are in alignment with several previous studies that indicate gender disparities between males and females especially as they climb up the academic ladder. Publications are a measure of academic productivity. This study suggests that although female representation as faculty members have increased over the years, their lack of frequent publications might be a factor that hinders women in advancing in academic ranks. Continued studies are required to explore more reasons for this gender inequality and highlight methods to address the imbalance.  

scholarly journals Sex Disparities in Productivity among Oculoplastic Surgeons

2021 ◽  
Vol 13 (02) ◽  
pp. e210-e215
Author(s):  
Mckenzee Chiam ◽  
Mona L. Camacci ◽  
Alicia Khan ◽  
Erik B. Lehman ◽  
Seth M. Pantanelli
Keyword(s):  
Sex Differences ◽  
Assistant Professor ◽  
Full Professor ◽  
Academic Rank ◽  
H Index ◽  
Scholarly Output ◽  
Career Length ◽  
Funding Information ◽  
American Society ◽  
Nih Funding

Abstract Purpose The aim of the study is to investigate sex differences in academic rank, publication productivity, and National Institute of Health (NIH) funding among oculoplastic surgeons and whether there is an association between American Society of Ophthalmic Plastic and Reconstructive Surgery (ASOPRS) membership and scholarly output. Methods Sex, residency graduation year, and academic rank were obtained from institutional websites of 113 U.S. ophthalmology programs. H-indices and m-quotients were obtained from the Scopus database. NIH funding information was obtained from the NIH Research Portfolio Online Reporting Tool. Results Of the 272 surgeons, 74 (30.2%) were females. When adjusted for career duration, differences in female to male proportions were only significant at the rank of assistant professor (assistant: 74.3 vs. 48.5%, p = 0.047; associate: 18.9 vs. 24.6%, p = 0.243; full professor: 13.0 vs. 37.2%, p = 0.114). Women had a shorter career duration than men [10.0 (interquartile range or IQR 12.0) vs. 21.0 (IQR 20.0) years; p < 0.001] and a lower h-index [4.0 (IQR 5.0) vs. 7.0 (IQR 10.0); p < 0.001], but similar m-quotients [0.4 (IQR 0.4) vs. 0.4 (IQR 0.4); p = 0.9890]. Among ASOPRS members, females had a lower h-index than males [5.0 (IQR 6.0) vs. 9.0 (IQR 10.0); p < 0.001] due to career length differences. No difference in productivity between sexes was found among non-ASOPRS members. ASOPRS members from both sexes had higher scholarly output than their non-ASOPRS counterparts. Just 2.7% (2/74) of females compared with 5.3% (9/171) of males received NIH funding (p = 0.681). Conclusion Sex differences in academic ranks and h-indices are likely due to the smaller proportion of females with long career durations. ASOPRS membership may confer opportunities for increased scholarly output.

scholarly journals The role of collegiality in academic review, promotion, and tenure

2022 ◽  
Author(s):  
Diane Dawson ◽  
Esteban Morales ◽  
Erin C. McKiernan ◽  
Lesley A. Schimanski ◽  
Meredith T. Niles ◽  
...  
Keyword(s):  
The United States ◽  
Three Dimensions ◽  
Academic Departments ◽  
Additional Element ◽  
Promotion And Tenure ◽  
Doctoral Research ◽  
Significant Difference ◽  
Data Survey ◽  
Academic Review

Review, promotion, and tenure (RPT) processes at universities typically assess candidates along three dimensions: research, teaching, and service. In recent years, some have argued for the inclusion of a controversial fourth criterion: collegiality. While collegiality plays a role in the morale and effectiveness of academic departments, it is amorphic and difficult to assess, and could be misused to stifle dissent or enforce homogeneity. Despite this, some institutions have opted to include this additional element in their RPT documents and processes, but it is unknown the extent of this practice and how it varies across institution type and disciplinary units. This study is based on two sets of data: survey data collected as part of a project that explored the publishing decisions of faculty and how these related to perceived importance in RPT processes, and 864 RPT documents collected from 129 universities from the United States and Canada. We analysed these RPT documents to determine the degree to which collegiality and related terms are mentioned, if they are defined, and if and how they may be assessed during the RPT process. Results show that when collegiality and related terms appear in these documents they are most often just briefly mentioned. It is less common for collegiality and related terms to be defined or assessed in RPT documents. Although the terms are mentioned across all types of institutions, there is a statistically significant difference in how prevalent they are at each. Collegiality is more commonly mentioned in the documents of doctoral research-focused universities (60%), than of master's universities and colleges (31%) or baccalaureate colleges (15%). Results from the accompanying survey of faculty also support this finding: individuals from R-Types were more likely to perceive collegiality to be a factor in their RPT processes. We conclude that collegiality likely plays an important role in RPT processes, whether it is explicitly acknowledged in policies and guidelines or not, and point to several strategies in how it might be best incorporated in the assessment of academic careers.

Abstract 103: Women in Leadership Positions in Academic Cardiology: A Study of Program Directors and Division Chiefs

2018 ◽  
Vol 11 (suppl_1) ◽  
Author(s):  
Muhammad Shahzeb Khan ◽  
Kaneez Fatima ◽  
Muhammad Talha Ayub ◽  
Muhammad Shariq Usman ◽  
Tariq Jamal Siddiqi ◽  
...  
Keyword(s):  
Program Directors ◽  
The United States ◽  
Women In Leadership ◽  
Program Director ◽  
Lower Percentage ◽  
Full Professor ◽  
Academic Rank ◽  
Leadership Positions ◽  
Significant Difference

Background: Cross-sectional studies demonstrate that women are often under-represented in key-leadership roles. We sought to examine the proportion of women in cardiology leadership positions and to compare the findings with the disparity prevalent in the overall cardiology faculty. Furthermore, we aspired to compare the proportion of women in leadership positions to the proportion in which they entered the cardiology field. Methods: Cardiology fellowship training programs of all teaching hospitals of the United States were identified from Fellowship and Residency Electronic Interactive Database (AMA FREIDA). Program directors and division chiefs were identified from the institutions’ websites, and their research statistics and years of graduation were extracted from Scopus and Doximity. Results: Data of all (n=512) cardiology fellowship program directors, as well as 69% (n=140) of cardiology division chiefs were collected. A lower percentage of women held the role of division chief (5% vs. 95%) or program director (14% vs. 86%). However, when compared to the proportion of women in the 1992 fellowship cohort, women were significantly overrepresented in the role of program directors, with no significant difference in representation at the level of division chief. When compared to the overall cardiology faculty, program directors had significantly more publications and were more likely to have an academic rank of full professor (40% vs. 28%) or associate professor (37% vs. 23%). Male program directors had a significantly higher number of research publications, H-index and academic rank than their female counterparts; however, such difference was not seen at the level of division chief. Conclusion: Gender disparity is present in both cardiology program director and division chief roles. However, when compared to the historical cohort, significant overrepresentation of women was seen in the program director position, while proportionate representation was seen in the division chief role.

scholarly journals The association between physicians’presenteeism and job burnout: a cross-sectional survey study in China

2019 ◽  
Author(s):  
pei pei ◽  
Guohua Lin ◽  
Gaojie Li ◽  
Yifan Zhu ◽  
Xiaoyu Xi
Keyword(s):  
Emotional Exhaustion ◽  
Job Burnout ◽  
Three Dimensions ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Related Factors ◽  
Cross Sectional ◽  
Work Related ◽  
Medical Institutions ◽  
The Relationship

Abstract Background: Research shows that physicians often report job burnout and have a high level of presenteeism, but few studies concerns the relationship between job burnout and presenteeism. The purpose of this study was to explore the relationship between physicians’ presenteeism and three dimensions of job burnout in China, and to identify aspects that can help alleviate presenteeism. Methods: A cross-sectional survey involving physicians in second-and third-class medical institutions was conducted in the interior of China. Using a single presenteeism questionnaire and a 15-item Chinese version of the BMI-GS questionnaire, this study investigated prevalence of physicians' presenteeism behavior and job burnout in three dimensions, and determined the relationship between presenteeism and job burnout by logistical model. Results: Relationships between presenteeism and three dimensions of job burnout were explored, and the influence of demography and work factors were evaluated. The survey was completed by 1376/1547 hospital doctors, with a response rate of 88.9%. 30.7%(n=422) of the subjects reported having presenteeism behavior. Using MBI-GS, 86.8%(n=1195) of physicians were moderately burnout and 6.0%(n=82) were severely job burnout. Logistic regression analysis showed that physicians with moderate, severe emotional exhaustion and severe cynicism were more likely to engage in presenteeism (all p < 0.05). In addition, two other work-related factors, including the physician's department and position, were also more likely to influence their presenteeism (all p < 0.05). Conclusions: At present, there is quite presenteeism among physicians in the second-and third-class medical institutions in China, which is significantly related to emotional exhaustion and cynicism. Considering the modifiable job-related factors, health care institutions must take appropriate measures to relieve physicians' job burnout, help them adjust their self-awareness properly, and ensure occupational mental health to alleviate the prevalence of presenteeism. Keywords: presenteeism, job burnout, emotional exhaustion, cynicism, physicians

Gender differences in faculty rank and subspecialty choice in academic medical oncology.

2020 ◽  
Vol 38 (15_suppl) ◽  
pp. 11013-11013
Author(s):  
Laura Graham ◽  
Ali Raza Khaki ◽  
Alexandra Sokolova ◽  
Nancy E. Davidson
Keyword(s):  
Gender Differences ◽  
Gender Gap ◽  
Medical Oncology ◽  
The United States ◽  
Full Professor ◽  
Academic Rank ◽  
Faculty Rank ◽  
Cancer Centers ◽  
Academic Medical ◽  
Medical Oncologists

11013 Background: The gender gap in the United States healthcare field has been closing. In 2000 women made up 45% of medical school matriculants and by 2017 outnumbered men. Based on our personal observations at academic meetings, however, we hypothesized that gender differences persist in faculty rank and subspecialty choice in academic medical oncology. Methods: We created a database of medical oncologists at the top 15 cancer centers as ranked by the U.S News and World Report in 2019. We identified all medical oncology faculty in the subspecialty fields of breast, gastrointestinal (GI), genitourinary (GU) and thoracic oncology from institution websites (12/2019-1/2020). Faculty working only at satellite clinics (i.e. non-research appointments), and the few faculty in more than one subspecialty group, were excluded. Gender (determined by pictures), subspecialty and academic rank were recorded based on data from institution websites and professional social networking sites. Proportions of men and women in each subspecialty and at each faculty rank were calculated; odds ratios (OR) and χ2 tests were used for comparisons. Results: 346 men and 244 women were identified as subspecialty medical oncologists, comprising 59% and 41% of faculty members, respectively. Gender representation by subspecialty and academic rank are shown in the Table. Breast oncology had more women oncologists than men (OR 2.9, p < 0.001); GU oncology had fewer women (OR 0.3, p < 0.001). The representation of women and men was comparable at the lower academic ranks (instructor, assistant and associate professors). But at the top rank of full professor, only 31% were women (OR 0.54, p = 0.001). Notably, even in breast oncology, the one subspecialty with a greater proportion of women, women still comprised a lower proportion of full professors than men. Conclusions: Gender differences persist in academic medical oncology. At the top 15 US cancer centers, gender differences are seen in subspecialty representation, with more men in GU oncology and more women in breast oncology. Fewer women than men achieve the rank of full professor, even in breast oncology. Additional research is needed to explore the causes of, and contributors to, these differences as well as their impact. [Table: see text]

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