COACHE & Faculty Forward Surveys. Council of Chairs June 15, 2017

Transcription

1 COACHE & Faculty Forward Surveys Council of Chairs June 15, 2017

2 COACHE Survey Results 2016 Campus response rate was 54%-- 3% increase over 2013 Pre-tenure 67% Tenured 54% NTT 49% Women 60% Men 50% White 52% Faculty of Color 47% (all non-white) Medicine s response rate was 43% 60% for MU and Department as place of work Campus 66%

3 COACHE Survey Results 2016 Differences within Medicine by tenure/rank: Professors and associate professors reported the highest levels of satisfaction on mission benchmarks, followed by NTT faculty and assistant professors, respectively. Assistant professors were less satisfied than their colleagues with research. Assistant professors were more satisfied with professional support than their colleagues. Other faculty expressed less satisfaction on benchmarks for personal and family leave polices and appreciation and recognition. Professors indicated slightly more satisfaction with professional development relative to their colleagues. Across tenure/rank, benchmark scores for interdisciplinary work were lower than for other benchmarks. On average, Medicine faculty were more satisfied with departmental leadership than other leadership benchmarks. They expressed lowest levels of satisfaction for senior leadership. On average, Medicine faculty indicated low levels of satisfaction for all benchmarks related to governance benchmarks, but professors were of the least satisfied. Professors indicated the highest level of satisfaction with departmental benchmarks relative to their colleagues, while NTT faculty indicated the least. Differences within Medicine by race/ethnicity. Overall, faculty of color were less satisfied than white faculty with mean benchmarks scores of 2.9 and 3.2, respectively. Discrepancies were greatest on the benchmark for tenure policies. Differences within Medicine by gender. Overall, female faculty were slightly more satisfied than male faculty, with mean benchmarks scores of 3.1 and 3.2, respectively. Medicine comparison. From 2013 to 2016, Medicine showed the greatest increase on the benchmark for research (+0.3), and the sharpest decrease on benchmarks for senior leadership (-0.8) and divisional leadership (-0.6).

4 AAMC Faculty Forward/Standpoint Survey The School of Medicine, in Spring Semester 2015, participated for the third time in the AAMC Faculty Forward survey which is an instrument developed for medical schools by the AAMC. Faculty Forward has now been relabeled as Standpoint Survey that encompasses surveys for medical school faculty, staff, and health related professional schools. Our first Faculty Forward survey, in 2009, was a collaborative survey between the AAMC and COACHE. Since 2012 the AAMC has independently managed the Faculty Forward survey process. The AAMC presented national trends for schools that conducted surveys between 2013 and 2016 at a February The subsequent slides were presented at the February meeting and for comparison we can evaluate our school s results with the national data and trends.

5 Cohort Schools 1. Baylor College of Medicine 2. Boston University School of Medicine 3. Florida International University Herbert Wertheim College of Medicine 4. Louisiana State University School of Medicine in New Orleans 5. Loyola University Stritch School of Medicine 6. Medical College of Wisconsin 7. Michigan State University College of Human Medicine 8. New York University Langone Medical Center 9. Ponce Health Sciences University School of Medicine 10. Rush University Medical College 11. Sidney Kimmel Medical College at Thomas Jefferson University 12. Stanford University School of Medicine 13. State University of New York Downstate Medical Center College of Medicine 14. State University of New York Upstate Medical University 15. Texas Tech University Health Sciences Center School of Medicine 16. The Commonwealth Medical College 17. University of Arizona College of Medicine 18. University of California, Davis School of Medicine 19. University of California, Los Angeles David Geffen School of Medicine 20. University of Cincinnati College of Medicine 21. University of Florida College of Medicine 22. University of Louisville School of Medicine 23. University of Mississippi Medical Center School of Medicine 24. University of Missouri School of Medicine 25. University of Nevada School of Medicine 26. University of New Mexico School of Medicine 27. University of North Carolina School of Medicine 28. University of South Carolina School of Medicine Greenville 29. University of South Florida College of Medicine 30. University of Texas Medical Branch School of Medicine 31. University of Texas Health Science Center San Antonio School of Medicine 32. University of Texas Southwestern Medical School 33. University of Utah School of Medicine 34. University of Virginia School of Medicine 35. Wake Forest School of Medicine

6 Cohort by Demographics Ownership 11 Private and 24 Public Faculty Size Average of 1038 Research Intensity 16 Not Intensive 17 Intensive (some N/A) 134 FT basic science & 904 FT clinical Community based 6 community of 23 nation wide Region 6- Central, 6- Northeast, 16- Southern, 7 Western Class Size Average 628 6

7 MU School of Medicine 2015 Faculty Forward Response Demographics

8 Trends My Job Focus on Medical School Mission Workplace Culture Department Governance 69% 65% 67% 65% 67% 69% 68% 63% 64% 82% 83% 83% Medical School Governance 48% 44% 47% Relationship with Supervisor 74% 71% 73% Growth Opportunities 57% 60% 62% Promotion Equality Collegiality and Collaboration Compensation and Benefits 63% 64% 72% 73% 74% 73% 72% 75% 69% Faculty Recruitment and Retention Clinical Practice 58% 58% 55% 56% 63% 65% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% MU

9 Trends Drivers of Medical School Satisfaction Drivers of Department Satisfaction: Drivers of Intent to Leave School: Focus on Medical School Mission My Job My Job Workplace Culture Department Governance Opportunities for Career and Professional Growth Medical School Governance Relationship with Supervisor Faculty Recruitment and Retention Opportunities for Career and Professional Growth Collegiality and Collaboration Focus on School Mission Faculty Recruitment and Retention Faculty Recruitment and Retention Collegiality and Collaboration

10 Bottom 10 Items include: Trends 28% 17b. Senior leadership does a good job explaining medical school finances to the faculty (MU 30% - Rank 1) 39% 36b. Communication to physicians about this location s financial status (MU 44.3% - Rank 5) 42% 31b. My incentive-based compensation, such as bonuses (MU 47.6% - Rank 10) 43% 18a. The pace of decision making in the dean s office is reasonable (MU 41.9% - Rank 4) 46% 17a. There is sufficient communication from the dean s office to the faculty about the medical school (MU 45.6% - Rank 6) 46% 18b. There are sufficient opportunities for faculty participation in the governance of this medical school 46% 36d. Communication between physicians and senior administrators 48% 18c. Faculty can express their opinions about the medical school without fear of retribution 49% 36a. Opportunities for physician input in management or administrative decisions 49% 36e. Location s responsiveness in meeting your requests as a physician

11 Trends Leadership focus on transparency; Openness in communications; listening to and valuing faculty feedback, especially in decision-making, being accessible to and appreciating faculty Develop mechanisms to clearly communicate about finances, specifically as related to faculty salaries Increased communication between departments; Communication across clinical sites MU Action: Friday Conversations, Financial Update at Council of Chairs and All Faculty Meetings, and Orientation Continue to make diversity a priority ; Increase faculty and leadership diversity - address implicit bias and discrimination in culture MU Action: LCME and Continuous Quality Improvement Efforts Allow for more time and demonstrated value of teaching responsibilities Ensure compensation is equitable within departments and across ranks Work to retain talented faculty MU Action: Increased awareness of the importance of mentoring for faculty development, engagement, and retention.

12 Future Plans The School of Medicine intends to participate in the AAMC Standpoint Survey for both faculty and staff. This will be our fourth faculty survey and our second staff survey. The target date is January of 2018 which would be three years from the previous survey. These surveys are contributing to our LCME CQI process.