Challenges & Opportunities. New leadership

Transcription

1 Medicine Faculty Challenges & Opportunities Karen Antman, M.D. Provost, Medical Campus Dean, School of Medicine BMC- Tufts MC merger discussions Lost South Block Gym for students Next LCME review: 2018 Self Study 2019 Site Visit New leadership 10/1 Dr. Ron Coley, NEIDL Director 1/1 Dr. Sandro Galea, SPH dean 1/1 Dr. Scott Duncan, Orthopedics chair Search Committees: Psychiatry search committee Cancer Center workshops AAMC list similar to SM Committee on Faculty Affairs: Dr. Sandy Auerbach, Chair SM CFA Issues: Stressors imposed by changes in funding for research, clinical work and graduate education. Uncertainties about demands related to promotion. Work-life balance issues. Best approaches include: Faculty development programs Grant preparation assistance Wellness programs Enhanced faculty communication. Enhanced collaboration of clinical, research & education arms of the institution. 1

2 AAMC CFAS Top Ten issues Dr. Sandy Auerback, FAC Chair & SM delegate 1. Emphasis on faculty clinical productivity over research & teaching: effects on promotion & tenure 2. Effects of health system aggregation on role, value of academic faculty 3. Federal fiscal crisis impact on sustainable research agenda 4. Federal funding of residency positions, work force, & the GME cap 5. Resident education, work hours, quality metrics, & competencies 6. Innovations in education: teaching, learning, & content delivery 7. Work-life balance, life stress, & the 2 career family 8. Governance of tomorrow s academic health centers: the need for & role of physician leaders the value of leadership training 9. Mission balance and strategic planning for tomorrow s medical schools focusing on strengths rather than growth 10. Mentoring more need than ever in the current environment AAMC Faculty Forward Survey June 2014 Participation: 826 of 1,026 (76%) faculty who receive a paycheck AAMC Faculty Forward Survey, June 2014 & Peer schools George Washington Texas Tech U Rochester Georgia HSU Thomas Jefferson U South Florida Johns Hopkins U Mississippi UC Irvine Loyola U Missouri-Columbia UCLA Med College of U N Carolina (Chapel Hill) UMDNJ Wisconsin Michigan State U Nevada U Arizona Stanford U New Mexico U Arkansas SUNY Upstate U Oklahoma U Florida Participation vs. Peers SM Peers All Faculty 76% 61% 62% Full-Time Part-Time Basic Science Clinical Men Women Majority (White, Asian) Minority (other)

3 Clinical Participation ENT % Urology % Ophthalmology % Orthopaedics % Pediatrics % ObGyn % Radiology % Anesthesiology % Emergency Med % Family Medicine % Medicine % Surgery % Neurology % Neurosurgery % Pathology % Psychiatry % Dermatology % Medicine Participation 293/390 = 75% Other % Geriatrics % Rheumatology (Arthritis) % Computational Biomedicine % Renal % Gastroenterology % Pulmonary % Clinical Epi % Endocrinology % CVI % General IM % Heme Oncology % Cardiovascular Medicine % Infectious Disease % Biomedical Genetics % Preventive Medicine & Epidemiology % Faculty Forward AAMC Survey Results The Positives Good participation Job clarity & meaning Peer interactions Collegiality Merit based promotions Relationship with supervisor Faculty Forward AAMC Survey Results Areas for Improvement clarity of medical school s mission support for culture of innovation usefulness & frequency of feedback promotion criteria pace of professional advancement faculty retention 3

4 Satisfaction by Clinical Department School & : mean green = 74% 5% 3% 6% 13% 15% 13% 21% 10% 20% 13% 7% 19% 20% 100% 98% 85% 75% 75% 71% 66% 67% Job Summary Score Clinical Departments I am satisfied with my autonomy at work % 18% 71% 16% 20% 9% 11% 23% 12% 10% 26% 6% 91% 72% 70% 63% 71% My day-to-day activities give me a sense of accomplishment % 11% 14% 26% 68% 63% My role here is clear to me % 12% 17% 17% 4% 24% 8% 69% 84% 83% 75% I am usually willing to give more than what is expected of me in my job % 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Very Dissatisfied or Dissatisfied Neither Satisfied nor Dissatisfied Very Satisfied or Satisfied Mean Medical School Mission 1: strongly disagree; 5: strongly agree SM s mission is clear Is accomplishing its mission stated values match actual values SM Peers SM Mission Voted by the faculty 9/10/09 SM is dedicated to the educational, intellectual, professional, & personal development of a diverse group of exceptional students, trainees, & faculty who are deeply committed to the study & to the practice of medicine, to biomedical research, & to the health of the public. We, as a community, place great value on excellence, integrity, service, social justice, collegiality, equality of opportunity, and interdisciplinary collaboration. 4

5 Vision SM will provide international leadership in medical education, research, & patient care. My priorities: Quality of academic life SM should be: the best place to learn, teach & discover (thus attention to learning & living space, cores & leadership development.) recognized for: innovation in education, care urban & global health Alan Alda Communicating Science Workshop 10/21/14 Medical School Governance Alan Alda hosted PBS Scientific American Frontiers sufficient deans office communication good job explaining med school finances reasonable deans office pace of decision making faculty participation opportunities in med school governance faculty can express opinions without fear of retribution Clin Lab

6 Medical School culture fosters Clin Lab teaching excellence performance excellence collegiality diversity innovation I am satisfied with quality of my interactions with department colleagues my fit (sense of belonging) in my: department medical school the intellectual vitality in my: department medical school My department colleagues Mentoring Clinical Departments Are respectful of my efforts to balance work and home responsibilities Clinical departmets I feel appreciated by my supervisor My supervisor actively encourages my career development Usually get along well together I feel appreciated I am satisfied with the quality of mentoring that I receive The feedback I receive from my unit head is generally useful I am satisfied with how frequently I receive feedback from my unit head

7 Promotion criteria are applied equally I am satisfied with my Clin Lab to faculty across comparable positions regardless of: gender race/ethnicity sexual orientation Overall compensation Incentive based compensation, e.g. bonuses Health benefits Retirement benefits Overall benefits package My department is successful in hiring faculty My department is successful in retaining faculty High quality Women Racial & ethnic minority High quality Women Racial & ethnic minority

8 What I must do to be promoted is clear to me Teaching, Education Research, Scholarship Patient Care, Client Services Administration, Institutional Service % of total med school faculty at Professor Rank Clinical, Research or Unmodified: AAMC 2013 % of women % of men HMS 5 16 Yale 8 22 Tufts 8 24 USC 8 25 Einstein 9 25 Dartmouth U Mass Columbia NYU Brown Mean Hours worked Clin Peer Lab Pee r Teaching, Education Research, Scholarship Patient Care, Client Services Mean Hours Worked per Week Men Women Peers Administration, Institutional Service Total Hours

9 Faculty Forward AAMC Survey Results The Positives Good participation Job clarity & meaning Peer interactions Collegiality Merit based promotions Relationship with supervisor Faculty Forward AAMC Survey Results Areas for Improvement clarity of medical school s mission support for culture of innovation usefulness & frequency of feedback promotion criteria pace of professional advancement faculty retention Questions? 9