scholarly journals Myths and facts about getting an academic faculty position in neuroscience

2021 ◽  
Vol 7 (35) ◽  
Author(s):  
Nina S. Hsu ◽  
K. Paul Rezai-zadeh ◽  
Michael S. Tennekoon ◽  
Stephen J. Korn
Keyword(s):  
Faculty Position ◽  
Academic Faculty

scholarly journals The Mock Academic Faculty Position Competition

2016 ◽  
Vol 91 (12) ◽  
pp. 1661-1665 ◽  
Author(s):  
Rita Isabel Henderson ◽  
Naweed Syed
Keyword(s):  
Faculty Position ◽  
Academic Faculty

The academic job offer: what to expect and how to negotiate

Hematology ◽  
2009 ◽  
Vol 2009 (1) ◽  
pp. 734-735
Author(s):  
Andrew I. Schafer
Keyword(s):  
Medical School ◽  
Career Success ◽  
Training Institution ◽  
Short Term ◽  
Faculty Position ◽  
College Medical School ◽  
Start Up ◽  
Academic Faculty

Abstract In contrast to the familiar college, medical school, residency and fellowship application mechanisms, securing the first academic faculty position has no ground rules and no timelines. The open-ended and idiosyncratic nature of securing a job can be frustrating. Negotiating a competitive start-up package when continuing on the faculty of one’s training institution can be particularly challenging. Deciding which offer to accept should be determined less by the “best deal” that can be negotiated and more by the short-term and long-term opportunities for career success.

Support structures for female physicians: Motivations and barriers to gender-specific conferences and symposia.

2019 ◽  
Vol 37 (15_suppl) ◽  
pp. 10518-10518
Author(s):  
Shikha Jain ◽  
Stephanie L. Graff ◽  
M Swaroop ◽  
Nicole C. Woitowich
Keyword(s):  
Online Survey ◽  
Family Care ◽  
Female Physicians ◽  
Self Advocacy ◽  
Major Barrier ◽  
Faculty Position ◽  
Women In Medicine ◽  
Professional Network ◽  
Academic Faculty ◽  
Gender Specific

10518 Background: While nearly half of all medical school graduates are female, women remain underrepresented in the physician workforce. Conferences or symposia designed to address issues relevant to female physicians, such as gender-bias, sexual harassment, and work-life balance are one strategy to improve retention and advancement, yet, limited data exists surrounding their utility. To address this gap, we surveyed a multi-disciplinary group of female physicians to identify motivations or barriers to attendance. Methods: An online survey instrument was distributed nationally via social media and shared by respondents. The survey assessed participants ’ demographics, attendance at gender-specific conferences or symposia, motivations or barriers to attendance, and perceived benefits of attendance. Results: Of 792 respondents, 34% had attended a conference or symposia for women in medicine, while 66% had not. Attendees were significantly more likely to hold a leadership position (68% vs. 43%, p < 0.0001), an academic faculty position (74% vs. 56%, p < 0.0001), and have received a professional accolade within the past year (42% vs. 28%, p < 0.0001). Non-attendees were significantly more likely to be the primary caregiver for children or seniors (64% vs. 56%, p = 0.042). Respondents indicated that an interest in discussion topics, a sense of community, and growth of professional network were key motivators in attendance. The majority of respondents indicated that attendance improved their self-advocacy, self-image, and leadership skills. Of those who did not attend, 51% were unaware of such conferences or symposia. Those who were aware, but unable to attend, cited lack of time as the major barrier to participation. Conclusions: The results of this study provide preliminary data surrounding gender-specific conferences or symposia for women in medicine and highlight opportunities for increased engagement. While not causative, attendees share attributes of professional success and report personal and professional benefits. Lack of awareness and access to child/family care are likely major barriers to participation, which can be addressed through strategic initiatives.

Evaluating a Plastic Surgery Academic Faculty Position

1993 ◽  
Vol 91 (1) ◽  
pp. 178-184 ◽  
Author(s):  
Thomas R. Stevenson ◽  
Bernard L. Markowitz ◽  
Robert T. Miner ◽  
Douglas M. Rothkopf
Keyword(s):  
Plastic Surgery ◽  
Faculty Position ◽  
Academic Faculty

The Grass is Always Greener on the Other Side of the Fence: Making a Transition from Student Affairs Administrator to Full-Time Faculty

NASPA Journal ◽  
2004 ◽  
Vol 41 (2) ◽  
Author(s):  
Phyllis McCluskey-Titus ◽  
Tony W. Cawthon
Keyword(s):  
Student Affairs ◽  
Small Population ◽  
Full Time ◽  
Personnel Preparation ◽  
Administrative Positions ◽  
Faculty Position ◽  
Student Affairs Practitioners ◽  
Graduate Preparation ◽  
Student Personnel ◽  
Time Faculty

A research study was conducted using the small population of current graduate preparation faculty who were both NASPA members and former student affairs practitioners (n=38). The purpose of this study was to discover the benefits and challenges faced by practitioners when moving from an administrative position to a full-time faculty position in a student personnel preparation program. The following subjects were considered in this study: factors respondents considered when moving to a full-time faculty position, challenges respondents encountered in making the career change, differences between former administrative positions and current faculty positions, and type of preparation respondents reported were necessary for success in a faculty role. Some of the positive differences respondents described included: control over their quality of life, the ability to focus on teaching and research, and the ability to contribute to the profession. Certain challenges were recounted by respondents such as adjusting to the faculty culture and work expectations, development of a research agenda, having fewer resources as a full-time faculty member, and a difference in quality and nature of relationships.

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