MUSC College of MedicineNew Faculty Orientation

February 9, 2015

Welcome!• Today’s agenda

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

– Research– Clinical Affairs

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

Interim VP for

Medical Affairs/In

terim 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• ~ 1270 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 & ImmunologyNeurology & NeurosurgeryNeurosciencesObstetrics & GynecologyOphthalmologyOrthopaedic SurgeryOtolaryngologyPathology & Lab MedicinePediatricsPsychiatryPublic Health Sciences Radiation OncologyRadiologyRegenerative MedicineSurgeryUrology

Faculty Affairs

FinanceClinical Affairs

Research

Development

MUSC Physicians

1. Interim Dean, College of Medicine

2. Interim Vice President for Medical Affairs

MUSC Physicians

Board

12

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, MDProfessor and Chair, Dept. of AnesthesiaPresident, MUSCP

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

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, McDermott, Smith• Team member: Nall

• Advice, questions about APT, mentoring, conflict resolution, programs

• 792-2081/website: office hours, emailswww.musc.edu/com/faculty

Role of Faculty Affairs/Development Deans

• To assist faculty at all levels with successful career development in the areas of education, clinical care, research and administration.

Faculty Affairs /Development Associate Deans provide

• Individual consultations- career, work life• Conflict resolution• Faculty Round table sessions• Other faculty development opportunities-

leadership school, new faculty orientation• Mentoring• Focus groups• Exit Interviews

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 May/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

• Promotion: reviewed at department and college levels

• Tenure: reviewed at department, college, and university levels

• Separate criteria

Promotion

• Tenure track– Four tracks:

• Clinical Educator• Academic Clinician• Academic Investigator• Academic Educator

– Ranks are the same in the first three tracks

Promotion

• Modified tracks– Four tracks:

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

– Ranks are the same in all tracks

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!

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

• Either 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