MUSC College of MedicineNew Faculty Orientation

August 11, 2014

Welcome!• Today’s agenda

– General overview/faculty affairs/APT/Mentoring– Education– Research– Clinical

Board of Trustees VP for Information Technology and CIO President

VP for Acade

mic Affairs

and Provos

t

Deans

VP for Clinical Operations and

CEO, Medical Center

VP for Medical Affairs

and Dean,

College of

Medicine

VP for Finance and Administrati

on

VP for Development

Colleges

• College of Dental Medicine– ~80 faculty– ~225 students– ~25 residents– ~$4.5 million in extramural

awards for FY13• College of Graduate Studies

– ~260 students• College of Health Professions

– ~65 faculty– ~840 students– ~$3.2 million in extramural

awards for FY13

• College of Nursing– ~140 faculty– ~400 students– ~$4.6 million in

extramural awards for FY13

• College of Pharmacy (joint program with USC)– ~75 faculty (half at MUSC

and half at USC)– ~760 students– ~$2.3 million in

extramural awards for FY13

College of Medicine• Missions – education, research, and service• ~ 1300 faculty• ~ 1200 staff• ~ 650 trainees• ~ 700 medical students• ~ $205 million in extramural awards for FY13

Academic Affairs

Medical Education

Departments:Anesthesia & Perioperative MedicineBiochemistry & Molecular BiologyCell & Molecular PharmacologyComparative MedicineDermatologyFamily MedicineMedicineMicrobiology & ImmunologyNeurosciencesObstetrics & GynecologyOphthalmologyOrthopaedicsOtolaryngologyPathology & Lab MedicinePediatricsPsychiatryPublic Health Sciences Radiation OncologyRadiologyRegenerative MedicineSurgeryUrology

Faculty Affairs

FinanceClinical Affairs

Research

Development

MUSC Physicians

Dean, College of MedicineVice President for Medical AffairsMUSC

PhysiciansBoard

Etta D. Pisano, MDVice President for Medical AffairsDean, College of MedicineProfessor, Dept. of Radiology

MUSC Physicians(The “Practice Plan” aka “UMA”)

• The physician group of MUSC Health.

• ~ 750 physician members.• ~ 900 staff.• ~ 1.5 million total patient

visits in FY13.• ~ $243 million in net

collections for FY13.

Scott Reeves, MD, MBAProfessor and Chair, Dept. of AnesthesiaPresident, MUSCP

Steve Valerio, MBACEO, MUSCPAssoc. Dean for Finance, COM

MUSC Physicians Board of Directors• Officers

– Dr. Etta Pisano, Vice President for Medical Affairs and Dean

– Dr. Scott Reeves, President– Dr. Don Rockey, Vice President– Vacant, Treasurer– Dr. Donna Johnson, Secretary– Dr. Jack Feussner, Executive Senior

Associate Dean for Clinical Affairs

• Elected Clinical Chairs– Dr. Lucian Del Priore– Dr. Tom Keane– Dr. Sunil Patel– Dr. Rita Ryan

• MUSC BOT Members– Dr. Stanley Baker– Dr. Thomas Rowland

• University Officials– Lisa Montgomery– Dr. Pat Cawley

• Community Leaders– Sabine Lang– William McCauley– Milton “Van” Willis

• Elected At Large Members– Dr. David White

Medical University Hospital Authority (MUHA)

• 709 beds in four inpatient facilities– Medical University Hospital– Ashley River Tower– Children’s Hospital– Institute of Psychiatry

• ~35,000 annual patient admissions• ~75,000 annual ER visits• ~6,600 employees

Pat Cawley, MD, MBAVice President for Clinical Operations and CEO, Medical Center

MUSC Health

College of Medicine

(COM)

Medical University Hospital

Authority (MUHA)

MUSC Physicians (MUSC-P)

Resources for Faculty Assistance

• University Ombudsperson– John Waller, MD– Advisory only, no records, not “official”– 792-7070

• Office of Gender Equity– Sexual harassment– Gender inequity ($$, promotion/tenure)– 792-8066

COM Faculty Affairs/ Development

• Associate Deans: Chimowitz, Gilkeson, Gordon, Smith

• Team members: Crosson, Deas, Nall• Advice, questions about APT, mentoring,

conflict resolution, programs• Website: www.musc.edu/com/faculty

Faculty Contracts• MUSC utilizes annual Faculty Appointment Contracts

(FAC) – same format for faculty in each of the Colleges• July 1 – June 30• For most new faculty, the offer letter serves as the

faculty contract through June 30 of the first year of employment.

• Thereafter, each faculty member will receive a FAC from their department/division on an annual basis.

Faculty Contracts

• Typically prepared by departments and given to faculty in June for review and signature.

• Set forth the total anticipated compensation for the faculty member and outline duties, responsibilities and goals for the coming year.

• If there are disputes between a faculty member and his/her supervisor regarding the FAC, the Faculty Handbook contains the FAC Dispute Resolution Process (Section 8.11).

Faculty Contracts• The FAC contains guidelines with respect to compensation tied to

faculty rank – this is referred to as “Part A” of the FAC compensation section:– Assistant Professor, $60,000– Associate Professor, $80,000– Professor, $90,000

• Rank compensation applies only to faculty with “regular” faculty appointments, not to faculty with “modified” or “special” faculty rank appointments.

• Any source of funding may be used for the rank compensation component of a faculty member’s salary.

• Any potential compensation that exceeds “rank compensation” is included in “Part B” of the FAC compensation section as “Additional Compensation”. This amount can vary from year to year.

Appointment, Promotion and Tenure• Promotion and tenure are different decisions at

MUSC with separate criteria• Promotion: reviewed at department and college

levels• Tenure: reviewed at department, college, and

university levels• COM APT Guidelines- http://

academicdepartments.musc.edu/com/faculty/apt/musc/index.html

Promotion• Tenure track

– Four tracks:• Clinical Educator – most common• Academic Clinician – clinical researcher• Academic Investigator – basic scientist• Academic Educator – basic science educator

• Modified track– Four tracks:

• Research• Clinical• Adjunct• Visiting

• Ranks are the same in all tracks (Instructor, Assistant Professor, etc.)

Promotion - Tips• Know your track!

– It’s possible to switch; discuss with Chair• Develop a plan with your mentor• Check in annually with Chair/Division Director• Know the grid requirements within your track

– You may be “successful” in many respects, but if you’re not achieving the specified objectives, you are not making progress toward promotion!

Assistant Professor Academic Investigator

Academic Inv/Ed

Academic Clinician

Clinician Educator

Clear commitment to an academic career in research, teaching and/or clinical care.

R R R R

Commitment to and potential for performing independent laboratory and/or clinical research.

R R R

Receipt, active pursuit or development of the skills necessary to apply for local, regional and national grants.

R R R

Developing skills for directing or contributing to publications related to research, teaching and/or clinical care. (Participation in interprofessional teaching and inter-disciplinary research encouraged)*

R* R* R* R*

Active in training of students and/or post-graduates. R R R R

Strong interest in teaching. S

Contributions as first author on refereed publications. R R S

Contributions as author on refereed publications. R S

Capable of managing most clinical problems in the appropriate discipline, but may seek assistance from senior faculty when dealing with complex problems.

R R

Carry a heavy clinical load. R

Establishing recognition through candidacy or membership in appropriate professional and scientific organizations.

R R R R

Tenure

• Tenure ensures academic freedom, with the expectation that the faculty member will continue to perform according to accepted standards subject to termination for cause, upon retirement, on account of financial exigency or the change or abolition of institutional programs.

• Tenure rests in the college or department of primary appointment only.

Tenure• Associate or Full Professors• “Not based upon specific academic skills or attainments.

These qualifications are considered in the process of promotion in rank.”

• “the individual's long-term value to the University is the central issue”– Clearly less quantifiable, intentional

APT Summary• Know your current track.

– Offer letter– Determined by Chair

• Be aware of criteria within track/rank.• Be proactive in planning for advancement.

– Mentors– Annual conversations/evaluations

• Tenure is qualitatively different from promotion.