Session Number: F316. Exploring Best Practices in Faculty Recruitment and Retention David Coniglio James Cawley Karen Graham

Size: px
Start display at page:

Download "Session Number: F316. Exploring Best Practices in Faculty Recruitment and Retention David Coniglio James Cawley Karen Graham"

Transcription

1 Session Number: F316 Exploring Best Practices in Faculty Recruitment and Retention David Coniglio James Cawley Karen Graham

2 The PA faculty workforce SUMMARY OF RECENT TRENDS AND CURRENT DATA

3 Status of the PA Professoriate Demographics Degrees held Academic rank Tenure status 2015 Update Implications Barriers to hiring

4 PAEA Annual Reports: Faculty Demographics 100 % Female Male Year % Year Caucasian Not Caucasian Physician Assistant Education Association. Twenty-Eighth Annual Report on Physician Assistant Educational Programs in the United States, Physician Assistant Education Association; Research Report 2014, Directors and Faculty 2015.

5 PAEA Annual Reports: Highest Degree Earned % Doctorate Masters Year Physician Assistant Education Association. Twenty-Eighth Annual Report on Physician Assistant Educational Programs in the United States, Physician Assistant Education Association; 2014 Faculty and Directors Report. March 2015.

6 PAEA Annual Reports: Academic Rank % Full Prof. Assoc. Prof. Asst. Prof. Lect./Instru Other Year Physician Assistant Education Association. Twenty-Eighth Annual Report on Physician Assistant Educational Programs in the United States, Physician Assistant Education Association; 2014 Faculty and Directors Report, March 2015.

7 80 PAEA Annual Reports: Tenure Status % Tenured Tenure Track All others Year Physician Assistant Education Association. Twenty-Eighth Annual Report on Physician Assistant Educational Programs in the United States, Physician Assistant Education Association 2014 Faculty and Directors Report; March 2015.

8 2015 Update of PA Faculty Status Status % Tenure Track or Nontenure % in Senior Ranks** % Tenured % Doctoral Degree 73.3% 30.8% 8.4% 18.5% ** Associate Professor or Professor Source: Physician Assistant Education Association, Research Report 2014;Faculty and Directors, Alexandria, VA, doi: /facpd

9 PA Faculty in 2015 The PA professoriate is young (over 55% < 50yrs old), female (61%), White (85%), largely at the junior ranks (instructor or assistant professor) (64%), and in a nontenure eligible track (73%). A majority (65%) practice clinically and only 35% have published in the past 2 years What are the implications of this profile for the future of PA education?

10 Promotion and Tenure Relatively small numbers holding tenure and at the senior ranks Research productivity modest With less than 20% holding doctoral degrees, this could be an issues if profession goes to entry-level doctoral degree Need for research on types of contracts including non-tenure forms of appointments

11 80 60 PAEA Annual Reports: Top Four Barriers to Hiring Salary Lack Candidates Candidates Lack Teach E Degree Requirements % Year Physician Assistant Education Association. Twenty-Eighth Annual Report on Physician Assistant Educational Programs in the United States,

12 What else do we know about PA faculty? PA faculty are satisfied with their jobs overall (Boeve, 2007; Graeff et al., 2014; Snyder et al., 2010). PA faculty do not report higher levels of burnout than other faculty groups (Forister & Blessing, 2007). Female PA faculty have significantly lower salaries than male PA faculty, even when differentiated by rank, position, and education (Coombs & Valentin, 2014).

13 PA Faculty Intent to Stay or Leave Predictors of PA faculty intent to leave a current position (Coniglio & Akroyd, 2013) Perceived organizational support (negative correlation) Role conflict (positive correlation) Age (negative correlation) Factors associated with high intention to stay in academia for PA faculty (Graham & Beltyukova, 2015) Research support Research mentor and institutional mentor Denial of feeling overwhelmed by workload or time demands Fair promotion process Recognition by administration

14 From the literature KEY CONCEPTS AND BEST PRACTICES IN FACULTY RECRUITMENT & RETENTION

15 Mentoring & Faculty Development Programs Mentoring is the most frequently described health professions faculty retention intervention. Structured mentoring programs are most commonly described at the institutional level (e.g., Benson et al., 2002; Sambunjak, Straus, and Marusic, 2006; Varkey et al., 2012; Wingard, Graman, & Reznik, 2004). Note: a national mentorship program initiated by the PAEA Research Institute for PA faculty to encourage scholarly work was not very successful (Hegmann, 2014). Comprehensive faculty retention programs have documented improved retention rates for faculty members who participate (see, for example, Ries et al., 2012; Ries et al., 2009; Taylor & Berry, 2008). Note: according to a 2008 survey, only 15% of PA faculty respondents had faculty development needs met outside of PAEA activities (Essary et al., 2009).

16 Comprehensive Programs to Address Gender Gap in Academic Medicine Stanford University School of Medicine was able to increase both satisfaction rates and percentage of women faculty, particularly full professors, with a multifaceted recruitment and development program for female faculty (Valantine et al., 2014). University of California Davis School of Medicine has seen an increase in female faculty and department chairs and decreased attrition since initiating the Women in Medicine and Health Science program (Bauman, Howell, & Villablanca, 2014).

17 Other Suggested Strategies Enlist support of institutional administration for any faculty recruitment or retention strategy (Morahan et al., 2001). Commit to a mentoring program but acknowledge the time commitment (Morahan et al., 2001). Allow for flexibility in work schedule and appointments (Bickel & Brown, 2005). Adopt promotion & tenure processes that allow for faculty individuality within the broader framework of the traditional faculty role (Bickel & Brown, 2005; Block, Sonnino, & Bellini, 2015).

18 Other Suggested Strategies Develop specific programs to target underrepresented minority faculty recruitment and retention (Adanga et al., 2012; Mahoney et al., 2008). Enhance faculty leadership and career development (Bickel & Brown, 2005; Morahan et al., 2001). Help faculty find professional fulfillment and work that is meaningful to them (Bickel & Brown, 2005; Lieff, 2009). Find out why faculty (particularly women) join and leave your program and target these areas (Morahan et al, 2001).

19 Looking forward QUESTIONS FOR CONSIDERATION AND DISCUSSION

20 Topics for Consideration and Discussion We are aging. Who s in line to replace us? We seem to be making little headway regarding academic rank and tenure. Does this seeming lack of career advancement opportunity impact recruitment? We are overwhelmingly Caucasian. How do we solve the problem of lack of ethnic and racial diversity in our ranks? Academic salaries continue to lag behind clinical salaries. How do we recruit quality faculty if academic salaries are not competitive with the external job market?

21 Topics for Consideration and Discussion Faculty Development Do you know the requirements of your institution for promotion? Is tenure available to you? If not, why not? Are the promotion requirements reflective of the work you do? Senior Administrators do you know the institutional requirements for promotion of your faculty? do have you a detailed plan for the success of each faculty member regarding meeting those requirements?

22 Topics for Consideration and Discussion Faculty Development Does anyone here know the ARC-PA standards regarding faculty development? Are they adequate? What role should our professional organizations take in advocating for faculty? Do you get adequate support for scholarly work and research, if they are required for promotion? Are resources available at your institution to support early career faculty in scholarly work and research? Faculty Retention Equity in salary and benefits?

23 Topics for Consideration and Discussion Faculty Development How do we identify, recruit, and retain new faculty? Is there data regarding the effectiveness of teaching rotations, teaching fellowships? Dramatic increase in number of PA programs From where do the faculty come? Are new programs recruiting faculty in adequate numbers to ensure success?

24 Topics for Consideration and Discussion Are PA faculty going to remain competitive in the faculty marketplace without doctorates? Are policy initiatives at the national level adequate for improving faculty recruitment, development, and retention? As faculty, do we have the resources and the personal initiative to promote an increase in our scholarly work and research? Is business as usual good enough for the future of the profession?

25 References Adanga, E., Avakame, E., Carthon, M. B., & Guevara, J. P. (2012). An environmental scan of faculty diversity programs at U.S. medical schools. Academic Medicine, 87(11), Bauman, M.D., Howell, L.P., and Villablanca, A. C. (2014). The Women in Medicine and Health Science Program: An innovative initiative to support female faculty at the University of California Davis School of Medicine. Academic Medicine, 89(11), Benson, C. A., Morahan, P. S., Sachdeva, A. K., & Richman, R. C. (2002). Effective faculty preceptoring and mentoring during reorganization of an academic medical center. Medical Teacher, 24, doi: / Bickel, J., & Brown, A. J. (2005). Generation X: Implications for faculty recruitment and development in academic health centers. Academic Medicine, 80(3), doi: / Block, S. M., Sonnino, R. E., and Bellini, L. (2015). Defining faculty in academic medicine: Responding to the challenges of a changing environment. Academic Medicine, 90(3), Boeve, W. D. (2007). A national study of job satisfaction factors among faculty in physician assistant education (Doctoral dissertation, Eastern Michigan University). Retrieved from commons.emich.edu/theses/60 Coniglio, D, & Akroyd, D. (2015). Factors predicting physician assistant turnover intention The Journal of Physician Assistant Education, 26(3), Coombs, J. & Valentin, V. (2014). Salary differences of male and female physician assistant educators. The Journal of Physician Assistant Education, 25(3), Essary, A. C., Coplan, B, Liang, M, & Calhoun, B.C. (2009). The professional development needs of faculty of physician assistant programs. The Journal of Physician Assistant Education, 20(4),

26 References, cont. Forister, J. G., & Blessing, J. D. (2007). Professional burnout: A study of physician assistant educators. The Journal of Physician Assistant Education, 18(4), Graeff EC, Leafman JS, Wallace L, Stewart G. (2014). Job satisfaction levels of physician assistant faculty in the United States. The Journal of Physician Assistant Education, 25, Graham, K, & Beltyukova, S. (2015). Development and validation of a measure of intention to stay in academia for physician assistant faculty. The Journal of Physician Assistant Education, 26(1), Hegmann, T. (2014). Outcomes of a nationwide mentoring program for physician assistant educators. The Journal of Physician Assistant Education, 25(4), Lieff, S. J. (2009). The missing link in academic career planning and development: Pursuit of meaningful and aligned work. Academic Medicine, 84(10), Mahoney, M. R., Wilson, E., Odom, K. L., Flowers, L., & Adler, S. R. (2008). Minority faculty voices on diversity in academic medicine: Perspectives from one school. Academic Medicine, 83(8), Morahan, P. S., Voytok, M. L., Abbuhl, S., Means, L. J., Wara, D. W., Thorson, J., & Cotsonas, C. E. (2001). Ensuring the success of women faculty at AMCs: Lessons learned from the National Centers of Excellence in Women s Health. Academic Medicine, 76(1), 19-31). Ries, A., Wingard, D., Garnst, A., Larsen, C., Farrell, E., & Reznik, V. (2012). Measuring faculty retention and success in academic medicine. Academic Medicine, 87(8), doi: / ACM.0b013e31825d0d31 Ries, A., Wingard, D., Morgan, C., Farrell, E., Letter, S., & Reznik, V. (2009). Retention of junior faculty in academic medicine at the University of California, San Diego. Academic Medicine, 84(1), doi: /ACM.0b013e

27 References, cont. Sambunjak, D., Straus, S. E., & Marusic, A. (2006). Mentoring in academic medicine: A systematic review. JAMA, 296(9), doi: /jama Snyder, J.A., Lucich, J.A., Zorn, J.S., Enking, P.J., Barnett, J.S., Fahringer, D. (2010). Clinical coordination and the experiential year in physician assistant education. The Journal of Physician Assistant Education, 21, Taylor, C. T., & Berry, T. M. (2008). A pharmacy faculty academy to foster professional growth and long-term retention of junior faculty members. American Journal of Pharmaceutical Education, 72(2), Valantine, H. A., Grewal, D., Manwai, C. K., Moseley, J., Shih, M., Stevenson, D., & Pizzo, P.A. The gender gap in academic medicine: Comparing results from a multifaceted intervention for Stanford faculty to peer and national cohorts. Academic Medicine, 89(6), Varkey, P., Jatoi, A., Williams, A., Mayer, A., Ko, M., Files, J., et al. (2012). The positive impact of a facilitated peer mentoring program on academic skills of women faculty. BMC Medical Education, 12, 14. Retrieved from doi: / Wingard, D. L., Garman, K. A., & Reznik, V. (2004). Facilitating faculty success: Outcomes and cost benefit of the UCSD National Center of Leadership in Academic Medicine. Academic Medicine, 79(10), S9-11. doi: /

ABSTRACT. CONIGLIO, DAVID MARTIN. Factors Predicting Physician Assistant Faculty Intent to Leave. (Under the direction of Dr. Duane Akroyd).

ABSTRACT. CONIGLIO, DAVID MARTIN. Factors Predicting Physician Assistant Faculty Intent to Leave. (Under the direction of Dr. Duane Akroyd). ABSTRACT CONIGLIO, DAVID MARTIN. Factors Predicting Physician Assistant Faculty Intent to Leave. (Under the direction of Dr. Duane Akroyd). An increasing demand for education of physician assistants (PAs)

More information

Higher Education Legal Advocacy Project, Equal Rights Advocates February 1, 2003, Roundtable

Higher Education Legal Advocacy Project, Equal Rights Advocates February 1, 2003, Roundtable Higher Education Legal Advocacy Project, Equal Rights Advocates February 1, 2003, Roundtable not for further distribution without permission of author MARY ANN MASON UC BERKELEY FACULTY WORK AND FAMILY

More information

of female medical school faculty from 29% in 2001 to 37% in 2012. 1

of female medical school faculty from 29% in 2001 to 37% in 2012. 1 The Women in Medicine and Health Science Program: An Innovative Initiative to Support Female Faculty at the University of California Davis School of Medicine Melissa D. Bauman, PhD, Lydia P. Howell, MD,

More information

Rosalind Franklin University of Medicine and Science Chicago Medical School. Department of Emergency Medicine

Rosalind Franklin University of Medicine and Science Chicago Medical School. Department of Emergency Medicine Approved by the Academic Assembly 212109 Rosalind Franklin University of Medicine and Science Chicago Medical School Department of Emergency Medicine Appointment/Promotion Criteria Revised February 27,

More information

EXPANDING FACULTY DIVERSITY AT UMBC

EXPANDING FACULTY DIVERSITY AT UMBC EXPANDING FACULTY DIVERSITY AT UMBC FACULTY HIRING: UMBC STRIDE: (Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence) is a faculty-led group that provides peer-to-peer

More information

How To Increase Diversity In Health Policy And Management

How To Increase Diversity In Health Policy And Management The Need for Diversity: Enhancing the Academic Process and Environment Department of Health Policy and Management Gillings School of Global Public Health University of North Carolina at Chapel Hill Submitted

More information

The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland. ADVANCE Research and Evaluation Report for CMNS

The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland. ADVANCE Research and Evaluation Report for CMNS The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland ADVANCE Research and Evaluation Report for by KerryAnn O Meara, Associate Professor, Higher Education Co-PI for Research

More information

African American Doctoral Scholars and Fellows Professional Development Mentoring Experiences Toward Higher Education Professorship

African American Doctoral Scholars and Fellows Professional Development Mentoring Experiences Toward Higher Education Professorship Journal of Research Initiatives Volume 1 Issue 3 Article 1 5-28-2015 African American Doctoral Scholars and Fellows Professional Development Mentoring Experiences Toward Higher Education Professorship

More information

Indiana University School of Medicine Responses to Commonly Asked Questions about Proposal to Extend Tenure Clock

Indiana University School of Medicine Responses to Commonly Asked Questions about Proposal to Extend Tenure Clock Indiana University School of Medicine Responses to Commonly Asked Questions about Proposal to Extend Tenure Clock Who is in support of the extension? In the fall of 2007 the School of Medicine Basic Science

More information

Strategic Vision Faculty and Staff Recruitment and Development

Strategic Vision Faculty and Staff Recruitment and Development Strategic Vision Faculty and Staff Recruitment and I. End Result: UAF engages in best practices in recruiting, hiring, evaluating, developing and promoting staff. Objective A: To implement regular staff

More information

REPORT ON THE QUALITY OF LIFE OF STANFORD FACULTY. Stanford University Panel on Faculty Equity and Quality of Life

REPORT ON THE QUALITY OF LIFE OF STANFORD FACULTY. Stanford University Panel on Faculty Equity and Quality of Life REPORT ON THE QUALITY OF LIFE OF STANFORD FACULTY Stanford University Panel on Faculty Equity and Quality of Life JANUARY 2010 Stanford University Panel on Faculty Equity and Quality of Life Report on

More information

Women in Public Policy: A Framework for Greater Faculty Diversity April 2010

Women in Public Policy: A Framework for Greater Faculty Diversity April 2010 Women in Public Policy: A Framework for Greater Faculty Diversity April 2010 More than half of the master s students and two-thirds of the doctoral candidates at the Goldman School of Public Policy (GSPP)

More information

SELF-STUDY FORMAT FOR REVIEW OF EXISTING DEGREE PROGRAMS

SELF-STUDY FORMAT FOR REVIEW OF EXISTING DEGREE PROGRAMS SELF-STUDY FORMAT FOR REVIEW OF EXISTING DEGREE PROGRAMS Although programs engage in continual self-assessment and review of their work, periodic program reviews are designed to provide a broader view

More information

In Pursuit of Excellence and Equity Gevirtz Graduate School of Education Strategic Plan 2007 2012

In Pursuit of Excellence and Equity Gevirtz Graduate School of Education Strategic Plan 2007 2012 1 In Pursuit of Excellence and Equity Gevirtz Graduate School of Education Strategic Plan 2007 2012 The Gevirtz Graduate School of Education is one of five colleges at the University of California, Santa

More information

School of Medicine - Women Get Paid More

School of Medicine - Women Get Paid More Gender and Salary Study Academic year 2011-2012 Data Assistant Professor, Associate Professor and Professor Both tenure and non-tenure streams Excludes clinical faculty in the School of Medicine. Analyses

More information

Strategic Plan 2012 2020

Strategic Plan 2012 2020 Department of Economics College of Arts and Sciences Texas Tech University Strategic Plan 2012 2020 Mission The Department of Economics is dedicated to excellence in teaching, research, and service. The

More information

THE SELF STUDY DOCUMENT For Undergraduate Only Departmental Reviews

THE SELF STUDY DOCUMENT For Undergraduate Only Departmental Reviews I. The Department/Unit (or Program) II. Resources University at Buffalo Comprehensive Program Reviews The Graduate School THE SELF STUDY DOCUMENT For Undergraduate Only Departmental Reviews A. Mission

More information

Academic Review Department of Physician Assistant Studies School of Allied Health Sciences University of Texas Medical Branch Galveston

Academic Review Department of Physician Assistant Studies School of Allied Health Sciences University of Texas Medical Branch Galveston Academic Review Team Academic Review Department of Physician Assistant Studies School of Allied Health Sciences University of Texas Medical Branch Galveston Donald M. Pedersen, PhD, PA-C (Chair) Professor

More information

Rayburn House Office Building Wednesday, October 17, 2007

Rayburn House Office Building Wednesday, October 17, 2007 Testimony by Freeman A. Hrabowski, III President, University of Maryland, Baltimore County (UMBC) before the Subcommittee on Research and Science Education House Committee on Science & Technology Rayburn

More information

There is No Magic to Mentoring

There is No Magic to Mentoring There is No Magic to Mentoring Definition of Mentoring Experienced professional assists another in developing knowledge and skills to enhance mentees professional and personal growth Someone who helps

More information

COLUMBIA UNIVERSITY COLLEGE OF PHYSICIANS & SURGEONS SPURS. A Biomedical Research Program (For Students at CUNY Senior Colleges)

COLUMBIA UNIVERSITY COLLEGE OF PHYSICIANS & SURGEONS SPURS. A Biomedical Research Program (For Students at CUNY Senior Colleges) A Biomedical Research Program (For Students at CUNY Senior Colleges) The Summer Program for Under-Represented Students ( ), a Biomedical Research Program, is designed to provide under-represented minority

More information

PLEASE NOTE. For more information concerning the history of these regulations, please see the Table of Regulations.

PLEASE NOTE. For more information concerning the history of these regulations, please see the Table of Regulations. PLEASE NOTE This document, prepared by the Legislative Counsel Office, is an office consolidation of this regulation, current to February 25, 2006. It is intended for information and reference purposes

More information

1. The UAEU College of Graduate Studies

1. The UAEU College of Graduate Studies Graduate Studies Policies Manual Policy Number 02-Mar-2014 Responsible Office: DVC Research & Grad. Studies Page of this Policy 1 of 1 1. Overview Establishes the policies and related procedures for the

More information

ADVANCing Women in STEM at Florida International University. Caroline Simpson Assoc. Professor Dept. of Physics

ADVANCing Women in STEM at Florida International University. Caroline Simpson Assoc. Professor Dept. of Physics ADVANCing Women in STEM at Florida International University Caroline Simpson Assoc. Professor Dept. of Physics About FIU Large urban public research university located in Miami, FL. Founded in 1965 4th

More information

Concurrent Session: F F- 1

Concurrent Session: F F- 1 Concurrent Session: F F- 1 If I Only Had a Brain: Use of Brain Rules to Inform Educational Design & Technology Pershing North Nancy P. Davis, MSN, RN, CNOR, Product Manager, American Nurses Association

More information

Dual-Career Couples Policy Eastern Oregon University

Dual-Career Couples Policy Eastern Oregon University Prepared for: Virginia Key Prepared by: Dennis Hopwood Rev 2 Date: 11.15.10 DRAFT Dual-Career Couples Policy Eastern Oregon University.100 Policy Statement The attraction and retention of outstanding and

More information

Institutionalizing Change to Improve Doctoral Completion

Institutionalizing Change to Improve Doctoral Completion Institutionalizing Change to Improve Doctoral Completion Ph.D. Completion Project Interventions CGS July 2010 Dr. Judith Stoddart, Assistant Dean Dr. Karen Klomparens, Dean, Overall Goals Raising awareness

More information

School of Nursing Plan for Faculty Eminence through Diversity: Overview and Goals. May 2012 Public Version

School of Nursing Plan for Faculty Eminence through Diversity: Overview and Goals. May 2012 Public Version School of Nursing Plan for Faculty Eminence through Diversity: Overview and Goals May 2012 Public Version General Statement The University of Pennsylvania School of Nursing has a long-standing commitment

More information

The University of Tennessee Diversity Plan College/Dept. Nursing. Goal One: Create and sustain a welcoming, supportive and inclusive campus climate.

The University of Tennessee Diversity Plan College/Dept. Nursing. Goal One: Create and sustain a welcoming, supportive and inclusive campus climate. The University of Tennessee Diversity Plan College/Dept. Nursing Goal One: Create and sustain a welcoming, supportive and inclusive campus climate. Objectives Strategy/Tactics Date Provide a supportive

More information

GUIDELINES FOR CONDUCTING EVALUATIONS OF ACADEMIC PROGRAMS

GUIDELINES FOR CONDUCTING EVALUATIONS OF ACADEMIC PROGRAMS GUIDELINES FOR CONDUCTING EVALUATIONS OF ACADEMIC PROGRAMS OFFICE OF THE PROVOST UNIVERSITY OF PITTSBURGH PITTSBURGH, PENNSYLVANIA 15260 JULY, 2002 Guidelines for Conducting Evaluations of Academic Programs

More information

Update. Part-Time Faculty: A Look at Data and Issues RESEARCH CENTER NEA HIGHER EDUCATION

Update. Part-Time Faculty: A Look at Data and Issues RESEARCH CENTER NEA HIGHER EDUCATION Update volume 11 number 3 september 20 07 Part-Time Faculty: A Look at Data and Issues The explosion in the use of part-time faculty has become one of the most controversial issues in higher education,

More information

A VISION FOR Doctoral Preparation for Nurse Educators A Living Document from the National League for Nursing

A VISION FOR Doctoral Preparation for Nurse Educators A Living Document from the National League for Nursing A VISION FOR Doctoral Preparation for Nurse Educators A Living Document from the National League for Nursing Mission Promote excellence in nursing education to build a strong and diverse nursing workforce

More information

CAREER SYNOPSIS Jean K. Brown, PhD, RN, FAAN

CAREER SYNOPSIS Jean K. Brown, PhD, RN, FAAN CAREER SYNOPSIS Jean K. Brown, PhD, RN, FAAN Jean K. Brown, Ph.D., RN, FAAN, is the Dean of the UB School of Nursing (UB SON). Dr. Brown was appointed Dean by University President John Simpson on February

More information

Faculty Retention/Loss Report 2005

Faculty Retention/Loss Report 2005 Faculty Retention/Loss Report 2005 Office of Institutional Research & Evaluation Office of the Vice Provost for Academic Affairs October 2005 University of Arizona Report Appendices Report Summary Anecdotal

More information

Academic Division Enterprise Risk Management (ERM)

Academic Division Enterprise Risk Management (ERM) Academic Division Enterprise Risk Management (ERM) Audit and Compliance Committee March 24, 2015 Achieve competitive compensation Risk Category Risk Description Risk Owner Key Stakeholders Management of

More information

Policy on Academic Tracks and Promotions for the School of Nursing (SON) at the American University of Beirut (AUB)

Policy on Academic Tracks and Promotions for the School of Nursing (SON) at the American University of Beirut (AUB) Policy on Academic Tracks and Promotions for the School of Nursing (SON) at the American University of Beirut (AUB) Preamble The School of Nursing currently has 2 tracks, Academic and Clinical. The Academic

More information

A Master Plan for Nursing Education In Washington State

A Master Plan for Nursing Education In Washington State A Master Plan for Nursing Education In Washington State Implementation Recommendations Washington Center for Nursing www.wacenterfornursing.org December 2009 This work was funded by Grant N14191 from the

More information

Rutgers, The State University of New Jersey School of Nursing Legacy CON Faculty

Rutgers, The State University of New Jersey School of Nursing Legacy CON Faculty 1 Rutgers, The State University of New Jersey School of Nursing Legacy CON Faculty Appointment, Reappointment, and Promotion of Clinical Track Faculty (Policy 60.5.10) Individuals whose status is qualified

More information

The attraction, retention and advancement of women leaders:

The attraction, retention and advancement of women leaders: The attraction, retention and advancement of women leaders: Strategies for organizational sustainability BUSINESS CASE 1 Table of Contents Introduction Business Case 1 Barriers and Success Factors Overview

More information

Survey of Graduate Programs in Religion and Theology

Survey of Graduate Programs in Religion and Theology American Academy of Religion Survey of Graduate Programs in Religion and Theology INSTRUCTIONS FOR COMPLETING THE QUESTIONNAIRE 1. You have received this questionnaire because, according to our records,

More information

TO MEMBERS OF THE COMMITTEE ON EDUCATIONAL POLICY: DISCUSSION ITEM FUNDING UNIVERSITY OF CALIFORNIA GRADUATE ACADEMIC STUDENTS EXECUTIVE SUMMARY

TO MEMBERS OF THE COMMITTEE ON EDUCATIONAL POLICY: DISCUSSION ITEM FUNDING UNIVERSITY OF CALIFORNIA GRADUATE ACADEMIC STUDENTS EXECUTIVE SUMMARY E2 Office of the President TO MEMBERS OF THE COMMITTEE ON EDUCATIONAL POLICY: For Meeting of DISCUSSION ITEM FUNDING UNIVERSITY OF CALIFORNIA GRADUATE ACADEMIC STUDENTS EXECUTIVE SUMMARY There has been

More information

Physician Assistants in the US Health Workforce

Physician Assistants in the US Health Workforce Physician Assistants in the US Health Workforce Presented to: National Health Policy Forum November 15, 2013 James F. Cawley, MPH, PA-C, DHL(hon) Professor and Director, PA/MPH Program School of Medicine

More information

CIHR- Institute of Population & Public Health Mission Statement

CIHR- Institute of Population & Public Health Mission Statement Strengthening Public Health Research and Practice Capacity in Canada JASP Symposium October 23 rd, 2006 BY Erica Di Ruggiero, Associate Director, CIHR-Institute of Population & Public Health 1 CIHR- Institute

More information

2010 NLN NURSE EDUCATOR SHORTAGE FACT SHEET

2010 NLN NURSE EDUCATOR SHORTAGE FACT SHEET 2010 NLN NURSE EDUCATOR SHORTAGE FACT SHEET The National League for Nursing and the Carnegie Foundation Preparation for the Professions Program conducted a study of the nation's estimated 32,000 nurse

More information

Diversifying the Nursing Workforce: Local and National Perspectives

Diversifying the Nursing Workforce: Local and National Perspectives Diversifying the Nursing Workforce: Local and National Perspectives Jane Kirschling, PhD, RN, FAAN Dean and Professor, University of Maryland School of Nursing kirschling@son.umaryland.edu, 410 706 6740

More information

Promoting success of underrepresented minority students in STEM Ph.D. programs at UC San Diego

Promoting success of underrepresented minority students in STEM Ph.D. programs at UC San Diego Promoting success of underrepresented minority students in STEM Ph.D. programs at UC San Diego Kim E. Barrett Dean of Graduate Studies University of California, San Diego DIMAC session, CGS Annual Meeting,

More information

Part-Time Faculty At Community Colleges: A National Profile

Part-Time Faculty At Community Colleges: A National Profile THE NEA 1999 ALMANAC OF HIGHER EDUCATION 45 Part-Time Faculty At Community Colleges: A National Profile by James C. Palmer James C. Palmer is associate professor of higher education in the Department of

More information

PhDs in Business. Working at the Frontiers of New Knowledge

PhDs in Business. Working at the Frontiers of New Knowledge PhDs in Business Working at the Frontiers of New Knowledge The primary source of this document came from a presentation at the University of Southern California for a Doctorate in Business Recruiting Forum

More information

Role of Nursing Professional Development in Helping Meet. Institute of Medicine s Future of Nursing Recommendations. Preamble:

Role of Nursing Professional Development in Helping Meet. Institute of Medicine s Future of Nursing Recommendations. Preamble: 1 Role of Nursing Professional Development in Helping Meet Institute of Medicine s Future of Nursing Recommendations Preamble: The Robert Wood Johnson Foundation s Initiative on The Future of Nursing at

More information

A Mentoring Guide for Nursing Faculty in Higher Education

A Mentoring Guide for Nursing Faculty in Higher Education International Journal of Caring Sciences September-December 2014 Volume 7 Issue 3 727 S P E C I A L P A P E R A Mentoring Guide for Nursing Faculty in Higher Education Danita R. Potter, RN, MScN, PhD Associate

More information

Diversity Best Practices Graduate Students

Diversity Best Practices Graduate Students Diversity Best Practices Graduate Students Produced by the Trustee Ad Hoc Committee on Diversity Princeton University, Princeton, New Jersey September 2013 www.princeton.edu/reports/2013/diversity Theme

More information

NLNAC STANDARDS AND CRITERIA BACCALAUREATE DEGREE PROGRAMS

NLNAC STANDARDS AND CRITERIA BACCALAUREATE DEGREE PROGRAMS NLNAC STANDARDS AND CRITERIA BACCALAUREATE DEGREE PROGRAMS I. Mission and Governance There are clear and publicly stated mission and/or philosophy and purposes appropriate to postsecondary or higher education

More information

Interprofessional Education:

Interprofessional Education: Interprofessional Education: One Example: Rosalind Franklin University of Medicine & Science MAKING IT WORK Cathy J. Lazarus, MD, FACP Senior Associate Dean Student Affairs and Medical Education, The Chicago

More information

OFFICE FOR Equity, Diversity, and Inclusion. Unit Plan 2014 17

OFFICE FOR Equity, Diversity, and Inclusion. Unit Plan 2014 17 OFFICE FOR Equity, Diversity, and Inclusion Unit Plan 2014 17 Equity, Diversity, and Inclusion Built on collaboration and innovation, UC San Diego is a preeminent student-centered, research-focused, service-oriented

More information

Faculty Appointments, Promotions and Titles at The Geisel School of Medicine at Dartmouth

Faculty Appointments, Promotions and Titles at The Geisel School of Medicine at Dartmouth Faculty Appointments, Promotions and Titles at The Geisel School of Medicine at Dartmouth The information contained in this document is accurate as of the date of publication. However, Dartmouth College

More information

The Path Forward The Future of Graduate Education in the United States Executive Summary

The Path Forward The Future of Graduate Education in the United States Executive Summary The Path Forward The Future of Graduate Education in the United States Executive Summary The Path Forward: The Future of Graduate Education in the United States Finding innovative solutions to many of

More information

COMPARISON OF CLINICIAN TEACHER AND SALARIED CLINICAL FACULTY PATHWAYS, PSYCHIATRY AND BEHAVIORAL SCIENCES 9/22/14

COMPARISON OF CLINICIAN TEACHER AND SALARIED CLINICAL FACULTY PATHWAYS, PSYCHIATRY AND BEHAVIORAL SCIENCES 9/22/14 COMPARISON OF CLINICIAN TEACHER AND SALARIED CLINICAL FACULTY PATHWAYS, PSYCHIATRY AND BEHAVIORAL SCIENCES 9/22/14 Clinician Teacher Primary responsibilities Clinical care Teaching and/or supervision Scholarship

More information

MPH Program Policies and Procedures Manual

MPH Program Policies and Procedures Manual MPH Program Policies and Procedures Manual Curriculum and Advising Academic Advising Academic advisors are appointed by the chairs, in consultation with the MPH Director Curriculum Decisions All changes

More information

UT HEALTH SCIENCE CENTER

UT HEALTH SCIENCE CENTER FACULTY RESEARCH The (UTHSC) College of Nursing invites applications for the position of a full-time tenure track position as a faculty member in the department of Advanced Practice and Doctoral Studies.

More information

American Association of Colleges of Pharmacy

American Association of Colleges of Pharmacy 1 American Association of Colleges of Pharmacy About AACP Founded in 1900, the American Association of Colleges of Pharmacy (AACP) is the national organization representing pharmacy education in the United

More information

Casey A. Knifsend Curriculum Vitae

Casey A. Knifsend Curriculum Vitae Casey A. Knifsend Curriculum Vitae Department of Psychology, Amador Hall 351C 6000 J Street Sacramento, CA 95819-6007 Phone: (916) 278-6191 Email: casey.knifsend@csus.edu EDUCATION Ph.D. in Developmental

More information

Encouraging, Documenting and Recognizing Excellence in Academic Leadership

Encouraging, Documenting and Recognizing Excellence in Academic Leadership Encouraging, Documenting and Recognizing Excellence in Academic Leadership Overview Like many other institutions, Rutgers has a significant challenge when it comes to recruiting and retaining faculty members

More information

Guidelines for Mentors and Mentees

Guidelines for Mentors and Mentees Georgetown University Medical Center F A C U LT Y M E N T O R I N G P R O G R A M Guidelines for Mentors and Mentees Office of Faculty and Academic Affairs http://www1.georgetown.edu/gumc/evp/facultyaffairs/about/

More information

Texas Board of Nursing Fiscal Year 2009 2013 Workforce Plan

Texas Board of Nursing Fiscal Year 2009 2013 Workforce Plan Texas Board of Nursing Fiscal Year 2009 2013 Workforce Plan I. AGENCY OVERVIEW The Board of Nursing (BON), has one of the largest licensee database in the State of Texas. We regulate over 290,000 nurses

More information

Proposal for Differential Tuition Dwight Look College of Engineering Texas A&M University November 2010

Proposal for Differential Tuition Dwight Look College of Engineering Texas A&M University November 2010 Proposal for Differential Tuition Dwight Look College of Engineering Texas A&M University November 2010 Background The Dwight Look College of Engineering is very highly ranked and is the second largest

More information

Doctoral Program in Health Professions Education

Doctoral Program in Health Professions Education Doctoral Program in Health Professions Education UCSF-UMC Utrecht Collaborative Doctoral Program Research and Development in Medical Education UCSF Contents UCSF-UMC Utrecht Collaborative Doctoral Program

More information

PROPOSAL FOR FULL-TIME CWA COUNSELOR

PROPOSAL FOR FULL-TIME CWA COUNSELOR PROPOSAL FOR FULL-TIME CWA COUNSELOR A. Department/Discipline/Program Criteria 1. Identify current Comprehensive Program Review (in cycle) and current Annual Program Plan documents with position need and

More information

Talking Mentoring Leadership

Talking Mentoring Leadership Talking Mentoring Leadership Minority Dental Faculty Development: Leading Change: Leadership Training Strategies for Inclusion and Academic/Community Partnerships Joan Y. Reede, MD, MPH,MS,MBA Harvard

More information

2006-1774: BEST PRACTICES FOR PROMOTING DIVERSITY IN GRADUATE ENGINEERING EDUCATION

2006-1774: BEST PRACTICES FOR PROMOTING DIVERSITY IN GRADUATE ENGINEERING EDUCATION 2006-1774: BEST PRACTICES FOR PROMOTING DIVERSITY IN GRADUATE ENGINEERING EDUCATION Isadore Davis, Rolls-Royce Isadore T. Davis, who passed away in November 2005, was a powerful advocate for increasing

More information

Need, Supply & Demand of Psychologists in Canada: Follow-up to Canadian Psychological Association Summit

Need, Supply & Demand of Psychologists in Canada: Follow-up to Canadian Psychological Association Summit Need, Supply & Demand of Psychologists in Canada: Follow-up to Canadian Psychological Association Summit October 29, 2014 Montreal, QC Lisa Votta-Bleeker, Ph.D. Canadian Psychological Association When,

More information

The Current Utilization and Impact of Curriculum Mapping within Physician Assistant (PA) Education: A National Survey Project

The Current Utilization and Impact of Curriculum Mapping within Physician Assistant (PA) Education: A National Survey Project Proposal Number 3 Impact of Curriculum Mapping Page 1 of 12 The Current Utilization and Impact of Curriculum Mapping within Physician Assistant (PA) Education: A National Survey Project PI s Collaboration

More information

Texas Board of Nursing Fiscal Year 2015-2019 Workforce Plan

Texas Board of Nursing Fiscal Year 2015-2019 Workforce Plan Texas Board of Nursing Fiscal Year 2015-2019 Workforce Plan I. AGENCY OVERVIEW The Board of Nursing (BON), has one of the largest licensee database in the State of Texas. We regulate over 360,000 nurses

More information

CLINICAL DEPARTMENTS STATEMENT OF FACULTY ORGANIZATION, STANDARDS AND CRITERIA FOR RANK (Approved 9/27/94) (Revised 10/13/04, 12/20/05, 12/2007)

CLINICAL DEPARTMENTS STATEMENT OF FACULTY ORGANIZATION, STANDARDS AND CRITERIA FOR RANK (Approved 9/27/94) (Revised 10/13/04, 12/20/05, 12/2007) CLINICAL DEPARTMENTS STATEMENT OF FACULTY ORGANIZATION, STANDARDS AND CRITERIA FOR RANK (Approved 9/27/94) (Revised 10/13/04, 12/20/05, 12/2007) INTRODUCTION Each Clinical Department 1 will develop the

More information

Evaluating a Mentoring Program

Evaluating a Mentoring Program Guide 303.735.6671 info@ncwit.org Strategic Partners: investment Partners: Table of Contents Step 1: Identify the primary purpose for the evaluation... 3 Step 2: Revisit Program Goals and Metrics... 4

More information

Diversifying Medical Education

Diversifying Medical Education Department of Health and Mental Hygiene - Maryland s 4th Annual Health Disparities Statewide Conference Workforce and Cultural Diversity: A Public Health Forum Diversifying Medical Education E. Albert

More information

Best Practices Dialogue: Faculty Recruitment and Retention

Best Practices Dialogue: Faculty Recruitment and Retention Best Practices Dialogue: Faculty Recruitment and Retention University of New Mexico Office of Institutional Diversity Dr. Rita Martinez-Purson Interim Vice President for Institutional Diversity March 4,

More information

Excellence in Graduate Education: Programmatic Issues

Excellence in Graduate Education: Programmatic Issues Excellence in Graduate Education: Programmatic Issues William G. Roy, the Committee on Degree Programs, and the Graduate Council Excellence in graduate education depends upon outstanding performance at

More information

NURSE FACULTY LEADERSHIP ACADEMY APPLICATION PACKET. 2016-2017 Cohort

NURSE FACULTY LEADERSHIP ACADEMY APPLICATION PACKET. 2016-2017 Cohort NURSE FACULTY LEADERSHIP ACADEMY APPLICATION PACKET 2016-2017 Cohort Academy Purpose and Overview The Sigma Theta Tau International Nurse Faculty Leadership Academy (NFLA) presented in partnership with

More information

Future Model. FREQUENTLY ASKED QUESTIONS Recommended Model for Future Education in Nutrition and Dietetics July, 2015

Future Model. FREQUENTLY ASKED QUESTIONS Recommended Model for Future Education in Nutrition and Dietetics July, 2015 FREQUENTLY ASKED QUESTIONS Recommended Model for Future Education in Nutrition and Dietetics July, 2015 In February 2015, ACEND released the Rationale Document, which included recommendations for the future

More information

UAB Physician Assistant Program Goals and Outcomes Report 2007-2014

UAB Physician Assistant Program Goals and Outcomes Report 2007-2014 UAB Physician Assistant Program Goals and Outcomes Report 2007-2014 UAB PA Program Goals and Outcomes University of Alabama at Birmingham Master of Science in Physician Assistant Studies Physician Assistant

More information

Civil & Environmental Engineering

Civil & Environmental Engineering College of Engineering, Architecture & Technology Civil & Environmental Engineering Strategic Plan 2014-2018 Strategic Plan 2014-2018 Civil and Environmental Engineering at Oklahoma State University started

More information

University of Cincinnati James L. Winkle College of Pharmacy Strategic Plan 2016

University of Cincinnati James L. Winkle College of Pharmacy Strategic Plan 2016 University of Cincinnati James L. Winkle College of Pharmacy Strategic Plan 2016 GOAL: VIABILITY Ensure the college s long-term financial success by developing, expanding and implementing revenue-generating

More information

UNIVERSITY OF SOUTH CAROLINA

UNIVERSITY OF SOUTH CAROLINA UNIVERSITY OF SOUTH CAROLINA College of Nursing Approved UCTP April 6, 2011 1 Criteria and Procedures for Tenure and Promotion Review, Post Tenure Review and Tenure Track and Tenured Faculty Annual Review

More information

University of California / Academic Personnel Manual APM - 210 APPOINTMENT AND PROMOTION Review and Appraisal Committees

University of California / Academic Personnel Manual APM - 210 APPOINTMENT AND PROMOTION Review and Appraisal Committees 210-0 Policy In their deliberations and preparations of reports and recommendations, academic review and appraisal committees shall be guided by the policies and procedures set forth in the respective

More information

Leadership, Diversity and Succession Planning in Higher Education

Leadership, Diversity and Succession Planning in Higher Education Leadership, Diversity and Succession Planning in Higher Education, Scholar in Residence, Assistant Director of Leadership NC State University Women s Center The current research shows that women and racial

More information

Increasing Diversity in your Department

Increasing Diversity in your Department Increasing Diversity in your Department Speakers Best Hiring Practices: Addressing Unconscious Bias Caroline Simpson, Florida International University Tools for Recruiting a Diverse Applicant Pool Andrew

More information

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time

State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time State of Louisiana s Workforce Planning Model Right People, Right Skills, Right Jobs, Right Time Table of Contents Introduction 2 What is Workforce Planning?...3 Why is Workforce Planning Important?.....3

More information

A CAREER IN ACADEMIC SURGERY: FOR WHOM? AND WHY?

A CAREER IN ACADEMIC SURGERY: FOR WHOM? AND WHY? A CAREER IN ACADEMIC SURGERY: FOR WHOM? AND WHY? Vincent D. Pellegrini, Jr,, MD James L. Kernan Professor and Chair Department of Orthopaedics University of Maryland School of Medicine THE PRACTICE OF

More information

Interviewing for an Academic Position: What to Know Before You Go

Interviewing for an Academic Position: What to Know Before You Go Interviewing for an Academic Position: What to Know Before You Go Stacy Rudnicki, MD Associate Professor of Neurology Overview Academic vs. Private Practice Academic Pathways Promotion and Tenure Departmental

More information

HHRP ISSUES A SERIES OF POLICY OPTIONS

HHRP ISSUES A SERIES OF POLICY OPTIONS P o l I C y B R I E F # 5 J A N U A R y 2 0 0 9 HHRP ISSUES A SERIES OF POLICY OPTIONS SUSTAINING THE WORKFORCE BY EMBRACING DIVERSITY According to a 2002 study by the Canadian Nurses Association, Canada

More information

UNIVERSITY OF ROCHESTER William E. Simon Graduate School of Business Administration. Proposal for a Clinical Faculty Track

UNIVERSITY OF ROCHESTER William E. Simon Graduate School of Business Administration. Proposal for a Clinical Faculty Track Contents: UNIVERSITY OF ROCHESTER William E. Simon Graduate School of Business Administration Proposal for a Clinical Faculty Track 1. Rationale and Objectives of the Proposal 2. The Simon School Mission

More information

Appointment, Evaluation, and Promotion of Instructors AddRan College of Liberal Arts

Appointment, Evaluation, and Promotion of Instructors AddRan College of Liberal Arts Appointment, Evaluation, and Promotion of Instructors AddRan College of Liberal Arts This document defines the general duties, rights, privileges of Instructors in the AddRan College of Liberal Arts and

More information

MAYS BUSINESS SCHOOL STRATEGIC PLAN 2010

MAYS BUSINESS SCHOOL STRATEGIC PLAN 2010 MAYS BUSINESS SCHOOL STRATEGIC PLAN 2010 STRATEGIC PLANNING PROCESS Our strategic planning process is driven by the mission of Mays Business School, which is to create knowledge and develop future ethical

More information

Northeast Ohio Medical University (NEOMED) Chair of Pharmaceutical Sciences Search

Northeast Ohio Medical University (NEOMED) Chair of Pharmaceutical Sciences Search Northeast Ohio Medical University (NEOMED) Chair of Pharmaceutical Sciences Search Spring 2013 About NEOMED Northeast Ohio Medical University (NEOMED) www.neomed.edu is a dynamic free-standing community-based,

More information

Y.E.S. (Youth Education Scholars) to Higher Education

Y.E.S. (Youth Education Scholars) to Higher Education Y.E.S. (Youth Education Scholars) to Higher Education 2012-2013 End of Year Report Sherri L. Brooks, MSW Program Manager Ashley M. Matysiak, MSW Program Coordinator 1 P age Table of Contents Introduction

More information

ATHENA PROJECT. Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006

ATHENA PROJECT. Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006 ATHENA PROJECT Case Study No 9 UNIVERSITY OF OXFORD SWAN BRONZE AWARD MARCH 2006 The University of Oxford, a founder member of the Athena SWAN Charter, was awarded Bronze SWAN recognition in March 2006.

More information

AGENDA ITEM III C PROPOSED ACADEMIC PROGRAM LOUISIANA TECH UNIVERSITY

AGENDA ITEM III C PROPOSED ACADEMIC PROGRAM LOUISIANA TECH UNIVERSITY AGENDA ITEM III C PROPOSED ACADEMIC PROGRAM LOUISIANA TECH UNIVERSITY Ph.D. IN INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY AGENDA ITEM III C PROPOSED ACADEMIC PROGRAM LOUISIANA TECH UNIVERSITY Ph.D. IN INDUSTRIAL/ORGANIZATIONAL

More information

Department of History Policy 1.1. Faculty Evaluation. Evaluation Procedures

Department of History Policy 1.1. Faculty Evaluation. Evaluation Procedures Approved: 2/23/099 Department of History Policy 1.1 Faculty Evaluation Evaluation Procedures 1. The Department of History will evaluate all tenured and non-tenure faculty by March 1 of each academic year

More information

Summary of results from a clinical doctorate survey

Summary of results from a clinical doctorate survey Summary of results from a clinical doctorate survey Survey was conducted on-line using SurveyMonkey Survey was announced on February 23 via special AAPA e-news and link was posted on AAPA and PAEA web

More information

Whiting School of Engineering. Diversity Report, 2006

Whiting School of Engineering. Diversity Report, 2006 Whiting School of Engineering Diversity Report, 2006 Leadership through Innovation is the vision statement of the Whiting School of Engineering. Leadership, however, can only be attained by fostering the

More information