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Reappointment & Promotion
for Fixed-Term Faculty
Statewide Department of Family MedicinePresented By: Margaret Helton, MD
10/12/2019
GOALS FOR TODAY
ANSWER FREQUENTLY
ASKED QUESTIONS
CLARIFY VARIOUS
PROCESSES, PROCEDURES,
AND TIMELINES
DISCUSS RESOURCES &
TOOLS TO ASSIST YOU
EXCHANGE IDEAS AND
SHARE EXPERIENCES
WHAT I S YOUR UNDERSTANDING OF THE
REAPPOINTMENT AND PROMOTION PROCESS
Can someone describe the process for
appointment, reappointment, and promotion?
Timeline and process for reappointment/
promotion?
What are some of the resources, tools, and
people to assist you throughout the process?
What are some of the unknowns?
FACULTY APPOINTMENTS
& RANKS
Adjunct Track → statewide preceptors
• Adjunct Instructor or Adjunct Clinical Instructor
• Adjunct Assistant Professor or Adjunct Clinical Assistant Professor
• Adjunct Associate Professor or Adjunct Clinical Associate Professor
• Adjunct Professor or Adjunct Clinical Professor
Fixed-Term Track → core of our faculty
• Clinical Instructor or Research Instructor
• Clinical Assistant Professor or Research Assistant Professor
• Clinical Associate Professor or Research Associate Professor
• Clinical Professor or Research Professor
Tenure/Tenure Track → research faculty
• Instructor
• Assistant Professor
• Associate Professor
• Associate Professor w/ tenure
• Professor w/ tenure
Year 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 7
Reappointment as Assistant Professor and Promotion to Associate Professor
Initial Hire
Promotion reviewed at departmental and SOM* levels
Effective date of promotion shouldbe the first day of the 7th Year
Reappointment review
REAPPOINTMENT & PROMOTION TIMELINE
* School of Medicine Committees include Dean’s Advisory Committee and Fixed Term Committee
Year 1 Year 2 Year 3 Year 4 Year 5 Year 6
Associate Professor to Full Professor
Initial hire or promotioneffective date as
Associate Professor
Earliest effective date of promotionshould be the first date of the 6th
year in rank as Associate Professor
REAPPOINTMENT & PROMOTION TIMELINE CONTINUED…
Promotion reviewed at departmental and SOM levels
REAPPOINTMENT/PROMOTION PROCESS FROM START TO FINISH
1 Faculty member notified one year in advance of review date with details on reappointment or promotion and the necessary items to submit to Ethan Pitts
2 Faculty member compiles materials with the help of subcommittee members, program director, and Ethan
3 Faculty member sends packet to Ethan six months in advance of a full professors’ meeting
4 Ethan reviews packet materials, makes track changes to CV, and asks clarifying questions. Faculty member finalizes packet
5 Finalized packet is sent to the subcommittee chair to review and write a subcommittee report summarizing materials
REAPPOINTMENT/PROMOTION PROCESS FROM START TO FINISH CONTINUED…
6 Full Professors meet ~ three times per year and review faculty who are up for mini-review, reappointment, promotion, or post full professor/tenure review
7 Subcommittee chair presents packet on the faculty member’s behalf during full professors meeting
8 Full professors provide constructive feedback and vote on each faculty candidate
9 Feedback is provided to faculty member by the subcommittee chair & Chair of Family Medicine within one week of full professors meeting
10 Faculty undergoing reappointment/mini-review should save all associated materials to be used during promotion review
REAPPOINTMENT/PROMOTION PROCESS FROM START TO FINISH CONTINUED…
11 Chair writes a Chair letter of support to the Dean, which includes a teaching statement
12 Packet is submitted to the SOM HR team for review, who asks clarifying questions and updates/revises the packet
13 Packet is submitted for approval by various campus committees
14 Chair notified of promotion decision. This could be up to one year after the full professors’ meeting, depending on timing
15 Chair notifies faculty member of promotion decision and effective date
WHERE CAN WE PROVIDE CLARIFICATION?
NEXT WE’LL DISCUSS TOOLS & RESOURCES THAT WILL ASSIST YOU ALONG THE WAY
OVERVIEW OF CRITERIA FOR
REAPPOINTMENT REVIEW
Fulfillment of teaching, research, and/or clinical missions of the Department and School of Medicine
• All faculty must contribute to the teaching mission of the School of Medicine
Exhibit personal qualities
• Focus on citizenship
• CPR2: commitment to positive, respectful relationships. Engage learners, teachers, clinicians, and patients, promote a culture of civility, and promote overall employee professional behavior.
Scholarly productivity
• For clinician-teachers, a reasonable guideline is one article every one to two years
• For clinician-researchers, a reasonable guideline is four articles per year in refereed journals
Documented excellence and scholarship
• Excellence in three areas or
• Excellence in two areas with scholarship in one of those areas
• Clinical Activities
• Teaching
• Research
• Community/Professional Service (fixed term only)
• Administration (fixed term only)
Evidence of regional or emerging national reputation
• Reputation, as expressing in scholarly collaborations
• Active participation in regional and/or national committees
• Regional or national presentations and/or reports of invitations
• Evidence of substantial leadership at the state, regional, or national level
Submission of a reappointment packet (dossier)
• Will discuss in detail all required items
Review process
• Department Full Professors only
CONTENTS OF THE REAPPOINTMENT
PACKET
1. Identify Areas of Excellence/Scholarship
2. CV with Teaching Statement and Research Statement
3. Peer Evaluation Form (one per each area of excellence/scholarship)
4. Self-Evaluation Forms (one per each area of excellence/scholarship)
5. Letter of Support from Program Director
6. Article Reprints Since Date of Hire
7. Short- and Long-Term Career Goals
8. List of Teaching Materials
9. Peer/Faculty Evaluations
10. Learner Evaluations
+ Subcommittee Report
OVERVIEW OF CRITERIA FOR
PROMOTION REVIEW TO ASSOCIATE
PROFESSOR
Fulfillment of teaching, research, and/or clinical missions of the Department and School of Medicine
• All faculty must contribute to the teaching mission of the School of Medicine
Exhibit personal qualities
• Focus on citizenship
• CPR2: commitment to positive, respectful relationships. Engage learners, teachers, clinicians, and patients, promote a culture of civility, and promote overall employee professional behavior.
Scholarly productivity
• For clinician-teachers, a reasonable guideline is one article every one to two years
• For clinician-researchers, a reasonable guideline is four articles per year in refereed journals
Documented excellence and scholarship
• Excellence in three areas or
• Excellence in two areas with scholarship in one of those areas
• Clinical Activities
• Teaching
• Research
• Community/Professional Service (fixed term only)
• Administration (fixed term only)
Evidence of regional or emerging national reputation
• Reputation, as expressing in scholarly collaborations
• Documented in letters of recommendation external to the department
• Active participation in regional and/or national committees
• Regional or national presentations and/or reports of invitations
• Evidence of substantial leadership at the state, regional, or national level
Submission of a promotion packet (dossier)
• Will discuss in detail all required items
Review process
• Department Full Professors
• Campus Committees
• SOM Fixed Term Committee
• SOM Dean’s Advisory Committee
CONTENTS OF THEPROMOTION PACKET
ASSOCIATE PROFESSOR
1. Identify Areas of Excellence/Scholarship
2. CV with Teaching Statement and Research Statement
3. Five Letters of Recommendation
4. Peer Evaluation Form (two per each area of excellence/scholarship)
5. Letter of Support from Program Director
6. Two to Four Most Recent Article Reprints
7. Short- and Long-Term Career Goals
8. Teaching Summary
9. Peer/Faculty Evaluations
10. Learner Evaluations
+ Subcommittee Report
+ Chair to Dean Letter & Teaching Letter
OVERVIEW OF CRITERIA FOR
PROMOTION REVIEW TO FULL PROFESSOR
Fulfillment of Teaching, Research, and/or Clinical Missions of the Department and School of Medicine
•All faculty must contribute to the teaching mission of the School of Medicine
Exhibit Personal Qualities
•Focus on citizenship
•CPR2: commitment to positive, respectful relationships. Engage learners, teachers, clinicians, and patients, promote a culture of civility, and promote overall employee professional behavior.
Scholarly Productivity
• For clinician-teachers, a reasonable guideline is one article every one to two years
• For clinician-researchers, a reasonable guideline is four articles per year in refereed journals
Documented Excellence and Scholarship
• Excellence in two areas with scholarship in one of those areas
• Must have documented scholarship
• Clinical Activities
• Teaching
• Research
• Community/Professional Service (fixed term only)
• Administration (fixed term only)
Evidence of strong national reputation
• Reputation, as expressing in scholarly collaborations
• Documented in letters of recommendation external to the department (promotion only)
• Active participation in regional and/or national committees
• Regional or national presentations and/or reports of invitations
• Evidence of substantial leadership at the state, regional, or national level
Submission of a Promotion Packet (Dossier)
• Will discuss in detail all required items
Review Process
• Department Full Professors
• Campus Committees
• SOM Fixed Term Committee
• SOM Dean’s Advisory Committee
CONTENTS OF THEPROMOTION PACKET
FULL PROFESSOR
1. Identify Areas of Excellence/Scholarship
2. CV with Teaching Statement and Research Statement
3. Seven Letters of Recommendation
4. Peer Evaluation Form (two per each area of excellence/scholarship)
5. Letter of Support from Program Director
6. Two to Four Most Recent Article Reprints
7. Short- and Long-Term Career Goals
8. Teaching Summary
9. Peer/Faculty Evaluations
10. Learner Evaluations
+ Subcommittee Report
+ Chair to Dean Letter & Teaching Letter
UNC SCHOOL OF MEDICINECV FORMAT
Main Sections
1. Personal Information
2. Education
3. Professional Experience-Employment History
4. Honors
5. Bibliography and Products of Scholarship
6. Teaching Activities
7. Grants (active and complete)
8. Professional Service
9. Research Statement
10. Teaching Statement
11. Service and Engagement Statement (optional)
Things to Remember
➢ Keep your CV updated and accurate, by
each accomplishment or
monthly/quarterly
➢ Dates must be in reverse chronological
order
➢ Include most recent revision date and
page numbers
➢ Example statements are included in the
faculty promotion handbook for
reference
LETTERS OF RECOMMENDATION & PEER EVALUATION FORMS
Reappointment Review
• One letter of support (Program Director or supervisor)
• 2-3 peer evaluation forms (one per each area of excellence/scholarship)
Promotion to Associate Professor Review
▪ 5 letters of recommendation
✓ Two external letters
✓ Two internal letters (program director or supervisor & another peer)
✓ Peer teaching observation letter
▪ 4-6 peer evaluation forms (two per each area of excellence/scholarship)
Promotion to Full Professor Review
▪ 7 Letters of Recommendation
✓ Four external letters
✓ Two internal letters (program director or supervisor & another peer)
✓ Peer teaching observation letter
▪ 4 peer evaluation forms (two per each area of excellence/scholarship)
WHAT IS CONSIDERED EXCELLENCE AND/OR
SCHOLARSHIP IN
CLINICAL ACTIVITIES?
DOCUMENTING EXCELLENCE & SCHOLARSHIP
Excellence
High Value▪ Strong clinical metrics, above national average (examples could include RVUs,
patient satisfaction/experience, patient referrals, quality metrics)▪ Peer review of clinical skills, documented in supporting letters.▪ Documentation of clinical roles and responsibilities.▪ Innovations that improve patient care.▪ Published case reports or clinical articles.▪ Obtainment of funds to conduct clinical service/programs.▪ Mentorship of a learner who publishes or develops clinical materials.▪ Direction of a clinical fellowship.▪ Documentation of excellent outcomes of patient care.
Medium Value▪ Invitations to clinical presentations at national meetings.▪ Invited consultation outside own clinical center.▪ Clinical presentation at main departmental or CME conferences.▪ Production of materials for clinical care (i.e., protocols, procedure guides, etc.).▪ Organization/moderation of CME programs (leadership).▪ Description of special clinical skills development and expertise.▪ Presentation at institutional or other clinical workshops.▪ Development of clinical educational materials for patients/public.▪ Mentorship of learner skills/projects.▪ Participation in state or national clinical committees.
Lesser Value▪ Participation in clinical trials.▪ Participation and leadership in departmental or hospital committees.▪ Teaching in a clinical fellowship.
Scholarship
High Value▪ Significant roles and contributions to multidisciplinary or collaborative work▪ Publication of a book or clinical articles modeling care: minimum of one every
two years for fixed-term faculty, one to two per year for tenure track faculty. Must be in refereed or non-refereed journals and value is higher for being the first author.
▪ Obtainment of funds to conduct clinical service/programs.▪ Mentorship of a learner who publishes or develops academic materials.▪ Direction of a clinical fellowship
Medium Value▪ Invitation for consultation outside own clinical center.▪ Production of materials for clinical care (i.e., protocols, procedure guides, etc.).▪ Organization/moderation of CME programs (leadership).▪ Description of special clinical skills development and expertise.▪ Presentation at institutional or other clinical workshops.▪ Development of clinical educational materials for patients/public.
Lesser Value▪ Mentorship of learner skills/projects.▪ Participation in state, national, or international clinical committees (reference
requirements per rank and track)▪ Presentation at national meeting.▪ Participation in clinical trials.▪ Participation and leadership in departmental and/or hospital committees.▪ Community clinical services (e.g. volunteer at shelter, migrant clinic).▪ Teaching in a clinical fellowship.
CLINICAL ACTIVITES
WHAT IS CONSIDERED EXCELLENCE AND/OR
SCHOLARSHIP IN
TEACHING?
DOCUMENTING EXCELLENCE & SCHOLARSHIP
Excellence
High Value▪ Achievement of students. High scores, awards, projects, publications, and
presentations (evidence of mentoring by promotion applicant).▪ Success in directing an educational program or course in medical school.▪ Success in directing an educational program or course outside of medical
school.▪ Superior teaching evaluations by students and peers.▪ Publication of an educational innovation.
Medium Value▪ Documentation of specific teaching commitments and activities (at least
three years).▪ Visiting professorship at another institution.▪ National presentation on an educational topic.▪ Consultation on education to local, regional, and national groups or
organizations.▪ Development of innovative syllabi and course, which include handouts,
objectives, and bibliographies. These must be provided as documentation.▪ Significant teaching record in private practice (at least three years).
Scholarship
High Value▪ Authorship/editorship of books or sections of books on education.▪ Development of educational/audiovisual materials for distribution outside
the institution.▪ Minimum of one refereed article on education every two years. (tenure
track requires 1-2 publications per year as first or senior author)▪ Direction of a teaching fellowship program.▪ Leadership (PI, CO-PI) in obtaining training grant.▪ Significant roles and contributions to multidisciplinary or collaborative
based work▪ Innovative or novel educational approaches or materials
Medium Value▪ Participation in educational committees in the medical school/the local
institution.▪ Participation in a teaching fellowship program.▪ Presentation of paper/program/workshop at state and regional level.▪ Active participation in writing a training grant.▪ Presentation of paper/program/workshop at national level.▪ Development of electronic/ on-line teaching resources
Lesser Value▪ Participation in educational conferences at the local institution as well as
at the regional and national level.▪ Participation in education committees at regional level.▪ Membership in appropriate professional organizations.
TEACHING
WHAT IS CONSIDERED EXCELLENCE AND/OR
SCHOLARSHIP IN
RESEARCH?
DOCUMENTING EXCELLENCE & SCHOLARSHIP
Excellence
High Value▪ Role of Principal Investigator on funded research projects in last three
years.▪ Articles presenting own work in refereed or non-refereed journals
(approximately four a year should be a goal). Greater weight will be given to first authorships and to publications in highly selective national journals.
▪ Evidence of methodological innovation.▪ Membership on study section or external grant review board.▪ Supporting letters from national references.▪ Membership of a funding study section or refereed journals/editorial
boards.▪ Direction of a research fellowship program.▪ Reviewer for appropriate journals (tenure track).
Medium Value▪ Editorials and abstracts.▪ Presentations at local, regional, or national meetings.
Lesser Value▪ Supervision of student/fellow and resident research projects.▪ Supporting letters from local colleague regarding research ability.
Scholarship
High Value▪ Refereed publications: guideline of four articles a year, with greater weight
given to first or senior authorships and to publications in selective national journals.
▪ Authorship/editorship of books from a reputable publisher.▪ Role of principal investigator on a grant of more than $50,000 funded
outside the institution.▪ Editorship of journal/project/conference proceedings.▪ Significant roles and contributions to multidisciplinary or collaborative-
based work
Medium Value▪ Presentations/posters at regional and national conferences.▪ Mentorship of research publications of colleagues, learners (provide
details).▪ Active membership on national research committee.▪ Role of principal investigator on a funded research grant.▪ Organization of research training/research conference.▪ Consultancy to program/agency outside institution.▪ Invitation to present research at other universities.
Lesser Value▪ Collaboration on unfunded research project.▪ Development of research grant proposal. Manuscript must be made
available to committee.▪ Membership of local and regional research committees.▪ Teaching participation in a research fellowship or teaching research course.
RESEARCH
WHAT IS CONSIDERED EXCELLENCE AND/OR SCHOLARSHIP IN
ADMINISTRATION?
DOCUMENTING EXCELLENCE & SCHOLARSHIP
Excellence
High Value▪ Excellent track record of sustained excellence and
innovation in a major administrative role, such as Family Medicine Director or Residency Director.
▪ Consulting outside of program/evidence of national reputation
▪ Innovation and performance▪ Evaluation by peers and administrative staff.▪ Evidence of mentoring or supervising learners.▪ Evidence of skills development in administration (e.g.
courses, workshops).▪ Publications: a minimum of one article in refereed or non-
refereed journal in previous years.
Medium Value▪ Evidence of skills development in administration (e.g.
courses, workshops).
Lesser Value▪ Participation at conferences (one annually in last three
years).
Scholarship
High Value▪ Program development and direction.▪ Publication of papers and book chapters/materials.▪ Innovation in administrative methods/procedures.▪ Invitation to present outside of institution.▪ Committee work at national level.
Medium Value▪ Dissemination of work at seminars, conferences and
workshops.▪ Committee work at AHEC state level.▪ Presentations/posters at conferences inside and outside the
institution.▪ Development of administrative manuals.
Lesser Value▪ Committee work at divisional, departmental, and university
levels.▪ Production of annual administrative reports documenting
activities.
ADMINISTRATION
WHAT IS CONSIDERED EXCELLENCE AND/OR SCHOLARSHIP IN
COMMUNITY PROFESSIONAL SERVICE?
COMMUNITY PROFESSIONAL SERVICEDOCUMENTING EXCELLENCE & SCHOLARSHIP
ExcellenceHigh Value▪ Community or public service award by statewide, national, or international organization/institution.▪ Service as an elected officer of local service agencies.▪ Service on the board of directors for national service organization/institution.▪ Presentation on some aspect of community service to a national or international organization/institution.▪ Media accomplishments: state or national interviews/media stories on radio, television, magazines, social media,
and newspapers.▪ Successful grant writing for service-related activity.▪ Publication in peer-reviewed journal on one or more aspects of community service.▪ Recognition of accomplishments by colleagues through supporting letters.▪ Overseas service and leadership.
Medium Value▪ Committee chair of a local or state organization/institution.▪ Presentation on some aspect of community service to a statewide organization/institution.▪ Directorship of free medical or indigent clinic.▪ Receipt of a public service award from local organization/institution.▪ Participation in a research project on community service.▪ Service on the board of directors of local service agencies.▪ Service as a faculty advisor for a student service organization.▪ Mentorship of students in summer service projects.▪ Media accomplishments: local interviews/media stories on radio, television, magazines, social media, and
newspapers.▪ Development of a curriculum for or teaching a community service course/elective.▪ Initiation of a new program or service that meets community need.▪ Participation in overseas service work.
Lesser Value▪ Service on a committee of a local or state charitable organization/institution.▪ Free medical care given at a homeless or indigent clinic.▪ Volunteer service in faith-based religious institutions (e.g. church, synagogue, etc.).▪ Volunteer service in a non-profit community organization (e.g. United Way, Rape Crisis Center, Habitat).▪ Supervision of student/resident projects in community service.▪ Presentation on some aspect of community service to a local organization/institution (e.g. school talk on tobacco,
grand rounds lecture).▪ Attendance at a conference involving community service.▪ Membership in professional and volunteer organizations that perform community service (e.g. AMA, AAFP, STFM).
ScholarshipHigh Value▪ Publications regarding community service projects.▪ Success in obtaining grant support of community professional service projects.▪ Institution and institutionalization of new program/service that impact state or national service.
Medium Value▪ Invitation to present at national or state level.▪ Presentation at state or national conferences.▪ Publication of editorials in regional or state print media.▪ Institution and institutionalization of new program/services that impacts local service.▪ Mentorship of fellows or other faculty on service-related publications.
Lesser Value▪ Oral presentation at local meeting.▪ Collaboration on funded service project.▪ Published letters to editor in print media.
FAQS
If a faculty member does not conduct research are, they required to include a research statement at the end of their CV?
Yes, both the teaching statement and research statement are required items within the standardized UNC SOM CV format. These statements can be short and concise (1-2 paragraphs) or long and detailed (1-2 pages).Curriculum vitae (CV):
How many articles must a faculty member publish each year?
The current departmental requirements for publications is:
▪ For clinician-teachers, a reasonable guideline is one article every one to two years
▪ For clinician-researchers, a reasonable guideline is four articles per year in refereed journals
What if a faculty member is up for promotion and has minimal peer-reviewed publications?
The faculty member may delay or defer promotion to provide time to publish.
Scholarly Productivity
FAQS CONTINUED…
What constitutes internal versus external for letters of recommendation?
Letters of recommendation are considered internal if the faculty member writing the letter holds a faculty appointment with UNC Department of Family Medicine, including all AHEC locations.
Letters of recommendation are considered external if the faculty member writing the letter holds a faculty appointment outside of UNC Department of Family Medicine (ex: UNC Department of Surgery or University of Washington Department of Family Medicine).
Which letters of recommendation hold the most weight in promotion decisions?
External letters of recommendation, preferably external to UNC and from other top-tier medical research universities hold the most weight in promotion consideration.
What constitutes a conflict-of-interest in a letter of recommendation?
There are no stipulations regarding co-authorship, collaboration, mentorship, etc. that would cause a conflict-of-interest for fixed-term faculty
Tenure/tenure track faculty who are conferring tenure must ensure there are zero conflicts-of-interest in external letters of recommendation. The letters cannot come from co-authors, those you have worked with, or those that you have trained with. The letters essentially need to come from external source that only know of you based on your reputation, speaking engagement, or other public platforms. For tenure track promotions, two letter writers must be selected anonymously by the department Chair and two selected from the faculty member.
What if a faculty member’s program director is an Assistant Professor and they are going up for promotion to Associate Professor?
Since letters are needed from faculty at or higher than the rank the faculty member who is being considered for promotion, an additional letter of support will be needed if the individual faculty member’s program director is at the rank of Assistant Professor.
Is it required that faculty reach out to their letter writers in advance?
It is highly encouraged that faculty reach out to their potential letter writers in advance of the department soliciting for them to ensure they are willing to write a letter.
What is the difference between letters of recommendation and peer evaluation forms?
Letters of recommendation are formal letters written by external and internal evaluators, while peer evaluation forms are more informal check-box forms that are completed by your peers in each of your areas of excellence/scholarship.
Letters of Recommendation
FAQS CONTINUED…
Can a faculty member delay their reappointment/promotion review?
Faculty may delay their reappointment/promotion review by up to one year.
Faculty may defer their promotion review by up to three years by undergoing a mini-review.
Tenure/tenure track faculty may not delay or defer reappointment review, as their reviews are bound by the tenure clock. Tenure/tenure tack faculty may request an extension to the tenure clock for promotion review by contacting the department Chair.
The reappointment/promotion notification letter lists a due date for materials, is that the due date that letters of recommendation and peer evaluations are also due?
No, the due date within the reappointment/promotion notification letter is just for the materials that faculty collect and is not the deadline for letters of support or peer evaluations.
Letter of support writers and peer evaluators will be given a deadline that is two to four weeks later than the due date listed in the reappointment/promotion notification letter.
Can a faculty member go up for early promotion?
Truly outstanding individuals may be considered for early promotion, but it should be understood to be a rare occurrence. At Chair’s discretion, and with the approval of the Full Professors, faculty may be considered for early promotion up to 1 year before the standard schedule. One year early would be 5 years in rank as Assistant Professor and 4 years in rank as Associate Professor. Faculty going up for early promotion will have met all the criteria for promotion on the regular schedule and will have additional qualifications. Examples of this may include faculty who hold key leadership positions for clinical, research or educational programs; who meet the criteria for the same promotion in the tenure track; or who have a record of substantial, sustained scholarship above and beyond that expected for their area of focus. Early promotions are subject to final approval from the SOM.
When should faculty meet with their subcommittee?
It is encouraged that faculty meet with their subcommittee/subcommittee chair at least annually, but they should feel free to reach out at any time for advice, guidance, and feedback. New faculty are encouraged to reach out within their first few months with the department.
Timeline and Deadlines
RESOURCES & TOOLS
Your promotion and
mentoring subcommittee
Department Faculty
Handbook:
https://www.med.unc.edu/fammed/a
bout-us/for-faculty/
Statewide faculty connections Ethan Pitts
SUMMARY ANDWRAP-UP
Reviewed the criteria for all 5 areas of
excellence/ scholarship for reappointment and
promotion
Reviewed timing and review steps for
appointments, reappointments, and promotions
Ran through the reappointment/ promotion
packet content and frequently asked questions
Reviewed available resources and shared
experiences associated with the reappointment
and promotion process
QUESTIONS?