Strategies for Success:
Faculty Promotions From A to Z
Barbara Hempstead MD, PhD
Associate Dean, Faculty Development
facultydevelopment@med.cornell.edu
• The mission of medical colleges is to improve the
health of the community and world by setting the
standards of excellence in their tripartite missions of:
Medical education
Research
Clinical Care
Weill Cornell is composed of
faculty for whom their primary
mission is in one or more of
these categories
Important and Essential Guides for Faculty members
• Handbook: Official document which can be found online at
www.med.cornell.edu/handbook. Comprehensive; primary
source of official policies. (Office of Faculty Affairs, Assistant
Dean Mark Albano heads this Office)
• An Introduction to the WCMC Academic Appointment,
Promotion and Tenure Policies and Procedures for Faculty
(2011-2012)
Understanding the Academic Appointment Process for
Faculty (Handouts available, and through OFA website)
The system of “tracks” recognizes that faculty
perform different roles
• There are 8 professorial tracks that lead to professor
–
–
–
–
–
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Tenure Track
Academic-Clinical Track
Academic-Research Track
Clinical Track
Research Track
Academic-Educator Track
– Voluntary Track
– Affiliate Clinical Track
– There is also one non-professorial track
There are three ranks:
• Assistant Professor
• Associate Professor
• Professor
There are also ranks that are not associated with
a track:
• Instructor
• Senior lecturer
• Lecturer
Initial Faculty Appointment is most frequently
to the unmodified track
• Initial appointments at the Assistant Professor level are
recommended by the Chairman, for review and approval of
the Dean
• Appointments at the Associate and Professor level require
review at the Departmental Level, review by the Dean,
review by the Committee of Review, review by the General
and Executive Faculty Councils, approval by the Dean.
• This takes time
Promotion Timeline
Initiate process for
promotion, track
change, tenure
consideration
“Let’s Move Up”
Seminar for Third
Year Faculty
Seminar on CV
Preparation
Third Year
Review by
Department
•
•
Update
CV
Consult with Chair
Prepare CV
Departmental Review
Process
Year 1
Year 2
Year 3
Year 4
Year5
Annual Review
Annual Review
Annual Review
Annual Review
Annual Review
Submission to
WCMC
Committee of
Review (COR)
WCMC COR
Evaluation of
Credentials
Dean’s Review
Year 6
Annual Review
Promotion Effective
Year 7
Annual Review
NOTE: For individuals pursuing Tenure Review, there is an additional process. Following consulting with your Department Chair
and undergoing the Departmental Review Process, an additional review is held by the WCMC Committee of Review and the
Dean. This process shall not exceed a total of nine years.
Although the specific criteria differ somewhat on the 6
tracks, all embrace the following concept:
The faculty member has to disseminate information to
the broader community that results in improving the
health of others through research, education, program
building and/or clinical distinction and service
This can include: meritorious publications, substantial
contributions to teaching and/or clinical practice
The scholarly achievements of candidates on the tenure,
academic research and academic clinical tracks should be
indicated by national recognition among their peers
Academic Clinical Track:
Significant commitment to clinical research
Excellence in teaching
Noted accomplishments in clinical care
Expectation that individuals will participate significantly in the
academic activities of the Medical College
Not eligible for tenure.
Scholarly productivity in advancing a body of knowledge,
demonstrated by original research, analytic studies, new approaches
to patient care or clinical observations that influence medical practice.
Original articles in refereed journals, active participation in education,
accomplishments in patient care as demonstrated by a regional or
national reputation for excellence
Clinical Track:
Individuals may be engaged heavily in clinical practice and teaching
Valuable contributors to the teaching, clinical research and academic
programs of the Medical College.
Exhibit scholarly achievement, but not to the degree of those on the
academic –clinical, academic –research or tenure tracks.
Typically evaluate on the basis of:
• Commitment to education and educational effectiveness
• Excellence in clinical care based on regional /national recognition
• Role model for students, residents and fellows
• Active participation in the governance and administrative effort
to the department or hospital
Academic Research Track:
Engaged in research as their primary activity (70%)
May have additional teaching and clinical care activities.
Specific duties are determined by the chair of the department in
which they hold their appointment.
Not eligible for tenure, but may be considered for transfer to the
tenure track
Research Track:
Engaged in research or research related activities as the
primary activity
70% of time, or more, devoted to research or related
activities (eg, direction of a research core)
Meritorious performance in research or research-related
service activities
Contributions to research activities, competitive grant
funding, appointment to review boards and editorial
boards, participation in national research conferences. May
provide teaching, clinical and administrative contributions.
Academic Educator Track:
Assume major duty in educational activities.
May have a more minor role in research, professional/clinical service
Criteria for promotion include teaching portfolio, innovation in teaching,
student impact, publications, lectures and presentations.
Innovation in the development of new technology for teaching,
methodologies for evaluating teaching effectiveness, course development,
mentoring of students and trainees
Working group of clinical educators: Invited to join
Tenure Track:
Assume major duties in research, teaching, patient care/administration
Evidence of independent research recognized nationally and internationally
with publication of exceptional, innovative and original research, or
important clinical applications of basic science.
Professional recognition in their field: awards, prizes, membership on study
sections, advisory groups
Active participation or leadership in academic activities at the Medical
College
Appointment or Promotion to Associate Professor on the tenure track rests
with the University President, recommendations of the Departmental Chair,
Committee of Review, Faculty Councils, and Dean of the Medical College
Time restrictions for review for promotion to Associate professor, and for
tenure consideration. Clock is suspended for one calendar year for birth,
adoption of a child.
Questions to consider to determine if your
pathway will lead you to be considered for
promotion to Associate Professor
What academic pathway have
I selected for professional development?
Research- Basic or Translational
Academic Research or Tenure
Clinical Research
Academic Clinical
Clinical care
Clinical
Educator
Educator
Program builder
Component of each track
Many faculty participate in several categories, but it is important to
identify a primary pathway
Have I identified and developed a
“niche” for which I am regionally and
nationally recognized?
Does my CV demonstrate that I am regionally or
nationally recognized for contributions in my area of
expertise?
-Meritorious publications
-Invited Reviews
-Invited Talks, Organizer of Symposia
-Invited to participate in Workshops that set standard for the field
-Member of Editorial Board
-Member of Review Committee (foundations, NIH)
-Participation in CME courses at regional or national level
-Others have utilized your methods of assessment, adopted your
program: databases (national), policy, safety strategy
-Regional or national referral of patients for consultation/care
-Others are using your developed techniques (surgical or treatment
strategies, assays for diagnosis
-Election to honorific societies
What would by colleagues and evaluators write
about me when asked to comment on my CV, and
my regional and national contributions?
In terms of excellence in:
• Research
• Education
• Clinical Distinction
• Program Building, Administrative Innovation
• A complete description of the review criteria for each track is
described in the Academic Handbook (available online, under
the Office of Faculty Affairs).
• A seminar specifically tailored to faculty in their second and
third years of initial appointment entitled “Let’s Move Up” will
be provided on November 14th , and in the spring of 2013.
• This seminar will discuss in detail the criteria for promotion on
each track, to help assistant professors better understand each
track and make sure that they are poised to meet these criteria
when formal track decisions are made.
• Departmental Review of each faculty member in the third year
is expected.
Promotion Timeline
Initiate process for
promotion, track
change, tenure
consideration
“Let’s Move Up”
Seminar for Third
Year Faculty
Seminar on CV
Preparation
Third Year
Review by
Department
•
•
Update
CV
Consult with Chair
Prepare CV
Departmental Review
Process
Year 1
Year 2
Year 3
Year 4
Year5
Annual Review
Annual Review
Annual Review
Annual Review
Annual Review
Submission to
WCMC
Committee of
Review (COR)
WCMC COR
Evaluation of
Credentials
Dean’s Review
Year 6
Annual Review
Promotion Effective
Year 7
Annual Review
NOTE: For individuals pursuing Tenure Review, there is an additional process. Following consulting with your Department Chair
and undergoing the Departmental Review Process, an additional review is held by the WCMC Committee of Review and the
Dean. This process shall not exceed a total of nine years.
How will the Annual Review Process help position me for promotion?
Yearly review of each faculty member with their Chair, Division
Chief, or Chair-designee
On line and secure format, followed by a meeting in person
Accomplished in three parts:
1. Receive an introduction to participate in the review
Complete the on-line form
2. Meeting with Chair/designee scheduled
Meeting takes place
3. Confidential feedback (Office of Faculty Development,
Dean)
Process to begin in Jan/Feb
Faculty and Chair will have access to prior reviews, to best assess
incremental progress
Formal opportunity to discuss mentorship, life/work balance
Promotion Timeline
Initiate process for
promotion, track
change, tenure
consideration
“Let’s Move Up”
Seminar for Third
Year Faculty
Seminar on CV
Preparation
Third Year
Review by
Department
•
•
Update
CV
Consult with Chair
Prepare CV
Departmental Review
Process
Year 1
Year 2
Year 3
Year 4
Year5
Annual Review
Annual Review
Annual Review
Annual Review
Annual Review
Submission to
WCMC
Committee of
Review (COR)
WCMC COR
Evaluation of
Credentials
Dean’s Review
Year 6
Annual Review
Promotion Effective
Year 7
Annual Review
NOTE: For individuals pursuing Tenure Review, there is an additional process. Following consulting with your Department Chair
and undergoing the Departmental Review Process, an additional review is held by the WCMC Committee of Review and the
Dean. This process shall not exceed a total of nine years.
What is Mentoring?
• Traditionally: someone who imparts wisdom
to and shares knowledge with a less experienced colleague
• Current: A mutually beneficial partnership to develop
insight, skills and behaviors that will help the mentee to
reach their academic goals
• This is not “coaching” for a specific performance. Rather
the mentor is a “sounding board” to give advice on career
development, and achievement
• Three types of mentoring relationships:
1) Traditional mentor (dyadic)
2) Developmental Networks
3) Facilitated peer mentoring program
What is good mentoring?
• Mentoring takes time. Although “ in the hallway”
comments and advice are helpful, successful mentoring
requires commitment by both the mentor and mentee.
• A good mentor:
a) advocates for the mentee
b) maintains confidentiality
c) advances the mentee’s academic and
professional goals in the direction desired
by the mentee
d) has an interpersonal and professional relationship
e) tailors style to the mentee
Traditional Dyadic Mentoring
• Mentor is usually within the same institution, and
may be the supervisor of the mentee.
• Expertise of mentor and goals of mentee should
be aligned
• If a local expert cannot be identified, mentorship
can be very successful “at a distance” if phone,
videoconferencing and intermittent face to face
meetings are possible. These require more
commitment by both parties.
Developmental Networks
• Co-mentors
• Collaborative peer mentoring and projectbased mentoring. Enables fluidity as research
interests change over time.
• Team mentoring. Senior mentors may interact
with several mentees with similar academic
interests
Facilitated Peer Mentoring
• Groups of peers with common interests meet
regularly, with a senior facilitator, to review
criteria for promotion, productivity, assist with
CV editing, manuscript writing, presentations.
• Effective but time-intensive, and local
expertise in specific areas may be limited
What does good mentoring look like?
A good mentor:
• Advocates for the mentee
• Maintains confidentiality
• Is interested in helping to develop another
person’s career
• Advances the person’s academic and
professional goals in directions most desired
by the individual
• Tailors the style and content of mentorin to
the individual
Mentoring is a 2-way street
• Both mentor and mentee benefit from the
relationship.
• WCMC is developing a mentorship “contract”
• Mentorship will be one of the categories
addressed in the annual faculty review. This will
be an opportunity for each faculty member to
indicate need for more mentorship and identify
such individuals with supervisor.
• If mentorship issues are not resolved in this
manner, faculty are encouraged to contact the
Office of Faculty Development
How do you find a mentor?
• Intramural- Discuss with your Division Chief or
Departmental Chair. ( They have a vested
interested in your success).
• Extramural- faculty at local-regional
institutions with similar interests. Discuss with
your Division Chief or Chair.
• Less frequently, mentorship at a distance.
Face to face meetings 1-2 times per year,
more frequent phone or Skype interactions
How can the Office For Faculty
Development help you?
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Visit our site!
Upcoming programs
November 14, 2012, 5:00-6:00pm,
Let's Move Up: Seminar for Junior Faculty
Initial steps to insure
career success at WCMC
Room: A-950
February 14, 2013,
Time Management: Focusing your energy for more efficient workflow
Daniel
Markowitz, Founder of Timeback Management
Session I: 7:30-8:30am,
Session II: 12:00-1:00PM
Room: A-950
May 16, 2013
Conflict Resolution
Catherine Morrison, JD
Session I: 7:30-8:30am
Session II: 12:00-1:00pm
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CV preparation- to be scheduled
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Visit the CTSC Website (www.med.cornell.edu/ctsc)- Programs in Grant Writing, Funding
Opportunities , Training and Education
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Office of Faculty Development
Weill Cornell Medical College
Barbara Hempstead, M.D., Ph.D.,
Associate Dean for Faculty Development
Carolyn Hill, Administrator
(212) 746 -2195
facultydevelopment@weill.cornell.edu
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