University of Miami Miller School of Medicine

1. University of Miami Miller School of Medicine Tenure-Earning Track

2. Tenure-Earning Track: Faculty members who demonstrate excellence in teaching and service and who strive to make significant and original contributions to the body of knowledge in their medical specialties or scientific disciplines.

3. How are Criteria for Promotion and Tenure Established? • Faculty Senate is responsible for the policies and procedures as outlined in the Faculty Manual (miami.edu/facultysenate) • Requirements for faculty promotion and tenure in the Miller School of Medicine are determined by the Faculty Council (medicalcouncil.miami.edu)

4. What is the process? Individual/Department Faculty member discussed with division chief or department chair Some departments have internal advisory committee review Packet prepared with outside letters, Departmental Review and Vote Faculty member asks to be considered Miller School of Medicine MSOM Appointment, Promotion, & Tenure (APT) Committee Reviews and Votes Chair’s have opportunity for appeal of negative or split APT votes Dean reviews APT recommendation and makes Dean’s recommendation University University Academic Personnel Board (APB) Reviews and Votes Provost Reviews Recommendations, makes Final Decisions University Board of Trustees Reviews and Makes Final Decisions on Tenure

5. Evaluation of Merit: A key is whether there has been significant and continuing growth, productivity and excellence in the activities relevant to the candidate’s track during the candidate’s time at his/her present rank.

6. Promotion from Assistant Professor to Associate Professor: • Must have attained national recognition • Evidence of scholarship supported by publications or similar communications in at least one focus area • Teaching: evidence of having developed and/or conducted teaching programs (classroom teaching, graduate-student teaching, clinical teaching) • Research: evidence of major involvement in a research program that is of high quality and significance and is extramurally funded • Clinical Activity: evidence of performing clinical responsibilities • Professional Service: evidence of service to Department, School, hospital or University

7. Promotion from Associate Professor to Professor and Award of Tenure: • Must have attained widespread recognition • Continued evidence of scholarship supported by publications or similar communications in at least one focus area • Teaching: continued evidence of having developed and/or conducted teaching programs (classroom teaching, graduate-student teaching, clinical teaching) • Research: evidence of major involvement in a research program that is of high quality and significance and is extramurally funded • Clinical Activity: evidence of performing clinical responsibilities • Professional Service: evidence of service to Department, School, hospital or University

8. Timeline for Tenure

9. Voting Procedures • All mid-point reviews require one vote • All promotions require one vote • All award of tenure reviews require one vote • Instances where a promotion and request for tenure are being considered at the same time, there are two votes taken: one for promotion and one for tenure

10. Who Votes for What?

11. Who Votes for What?

12. Clock Dates for Tenure Review

13. Candidate file to include the following: Third Year Mid-Point Reviews (effective June 1st of fourth year) Purpose is to assess progress towards tenure. The faculty member is responsible for: • Candidate’s Personal Statement/Career Assessment (2 pages) • Candidate’s current CV in Standard UM Format • Minimum of five external review letters (arm’s length) • Letters of acceptance for ‘in-press’ articles (as applicable) • Three publications (within last 5-7 years) • Educator Portfolio (optional) http://edo.med.miami.edu/the-educators-portfolio The Department is responsible for: • DF-15 form (completed by department) • Chair Recommendation Memo • Summary of Departmental APT Committee Vote • Teaching Evaluation (s) • Scholarly Material Review Certification

14. Fifth Year Mandatory (Promotion) Review (effective June 1st of sixth year) Assistant Professors must be promoted to Associate Professors in order to receive 2-year extension of appointment. Those already at Associate Professor rank are assessed for progress towards tenure. Candidate file to include the following: The faculty member is responsible for: • Candidate’s Personal Statement/Career Assessment (2 pages) • Candidate’s current CV in Standard UM Format • Minimum of five external review letters (arm’s length) • Letters of acceptance for ‘in-press’ articles (as applicable) • Three publications (within last 5-7 years) • Educator Portfolio (optional) http://edo.med.miami.edu/the-educators-portfolio The Department is responsible for: • DF-15 form (completed by department) • Chair Recommendation Memo • Summary of Departmental APT Committee Vote • Teaching Evaluation (s) • Scholarly Material Review Certification

15. Candidate file to include the following: Seventh Year Mandatory (Tenure) Review (effective June 1st of eighth year) Purpose is to review for and grant award of tenure. The faculty member is responsible for: • Candidate’s Personal Statement/Career Assessment (2 pages) • Candidate’s current CV in Standard UM Format • Minimum of five external review letters (arm’s length) • Letters of acceptance for ‘in-press’ articles (as applicable) • Three publications (within last 5-7 years) • Educator Portfolio (optional) http://edo.med.miami.edu/the-educators-portfolio The Department is responsible for: • DF-15 form (completed by department) • Chair Recommendation Memo • Summary of Departmental APT Committee Vote • Teaching Evaluation (s) • Scholarly Material Review Certification

16. Promotion at the University of Miami Miller School of MedicineThe EducatorPortfolioS. Barry Issenberg, MDGordon Center for Research in Medical Education

17. Teaching Patient Care Research

18. Teaching and Scholarship • Teaching ≠ Scholarship • Good Teaching • draws from relevant literature • is designed to enhance learning • observes and analyzes outcomes • uses available data to make improvements When does good teaching become educational scholarship? Fincher R, Work, J. Medical Education. 2006;40:293–295.

19. Educational Scholarship Teaching becomes scholarship when it is successfully peer-reviewed, and made public through dissemination.

20. Documenting Teaching Activities & Educational ScholarshipThe Educator’s Portfolio • Teaching aims / philosophy of education • Self CME & mastery of subject • Time / Availability / Accessibility • Teaching performance • Advising & mentoring • Instructional innovation • Learner/faculty course - curriculum development • Educational research • Educational administration Tiberius R. The Educator’s Portfolio. www.edo.mededu.miami.edu

21. Metrics for Educational ActivitiesEducational Scholarship Matrix

22. The mediocre teacher tells. The good teacher explains. The superior teacher demonstrates. The great teacher inspires. William Ward

23. Formatting Your Curriculum Vitae • Follow the UM format, but use subcategory headings to organize the material to tell your story • Be precise: • Consider using Summaries at beginning of CV Sections to give a snapshot of your work in each section (include categories applicable to your work). For example, for Publications: • Number of Peer-reviewed publications • Number of Book Chapters • Number of Books as Author/Editor/Co-Editor • Number of Non-Peer-reviewed publications • Number First Author /Corresponding Author Publication • Number of Team Science publications • Total Citations of your work • Number items; specifically your references/publications and clearly organize by type (e.g., peer-reviewed, book chapters, editorials) • Be accurate in your references (committee members will check pub-med); Include PMID if available and applicable • Clearly indicate Corresponding author (e.g. *) and T-Team Science (e.g., T) roles • Make your regional / national (for associate professor) and national / international (for professor) activities, impact and recognition clear • Highlight invited national/international presentations, service on editorial boards, participation/leadership of national (professional, NIH) committees and task forces) • Be concise: be conscious of committee member reader burden (they have lots to read) • Continually update your CV and materials • Link to UM Format: http://facultyaffairs.med.miami.edu/faculty-development-apt/cv-format

24. Personal Statement/Career Assessment • Recommended length: 2-3 pages (2 is preferred) • Illustrate progressive advancement and impact: Tell your story, but do so concisely • Suggested outline: • Paragraph 1 – Early career and roots in science and teaching • Paragraph 2 – Development of your particular expertise (in research, education, administration, clinical care) • Paragraph 3 – Recognition of expertise by others (papers, panels, journal reviews, advisory and editorial boards) • Paragraph 4 – Comment on other areas (e.g. teaching, administration, service) • Paragraph 5 – Vision for your future – how will you continue to grow, excel, and increase scope of impact

25. External Reviewers • You will be asked to provide 8-10 reviewer names that may be contacted by your Chair for a letter of evaluation. You are required to have 5 “arm’s length” letters for your promotion package. • These reviewers should be academic leaders who can provide neutral expert opinions on your accomplishments, stature, and potential for future success. • Evaluators should hold a rank at least equal to that which you aspire. Letters from Senior Leaders in non-academic institutions will be included in your file, but will NOT be considered as one of the core letters. • External reviewers should be neutral to you and should NOT be former mentors, preceptors, colleagues or collaborators. • Confidentiality is imperative. Once the reviewer list has been submitted, the candidate cannot be informed as to who has responded or what response was received. • Faculty Affairs will email the solicitation requests, once approved by the candidate’s chairman, unless the Department indicates that they will handle the solicitation process themselves. If this is the case, the Department is required to follow-up with Faculty Affairs and provide weekly updates. • You may have letters of support from internal colleagues and/or collaborators at other institutions but they will not count towards the required 5 letters for your packet.

26. Guidelines for Determining “arm’s length” Reviewers:

27. General Timeline

28. Resources/Contacts • Mitzi Wilkinson, Director, Faculty Affairs • mwilkinson@med.miami.edu; 305-243-6551 • Amanda Mesa, APT Coordinator • amesa@med.Miami.edu; 305-243-6551 • Faculty Affairs Website • www.facultyaffairs.med.miami.edu

29. پایگاه پاورپوینت فارسی www.txtzoom.com بانک اطلاعات هوشمند اسلاید پایگاه پاورپوینت فارسی www.txtzoom.com بانک اطلاعات هوشمند اسلاید Click to edit Master subtitle style