Rules of Appointment at Franklin Pierce College.

ERIC Educational Resources Information Center

Franklyn Pierce Coll., Rindge, NH.

This memorandum sets forth the regulations and procedures affecting appointments to the instructional faculty of Franklin Pierce College. Part A: General Provisions, includes information on faculty ranks, the procedure of appointment, the regular review, and normal retirement. Part B deals with the terms and conditions of appointment, including…

Sex Differences in Faculty Rank Among Academic Cardiologists in the United States

PubMed Central

Blumenthal, Daniel M.; Olenski, Andrew R.; Yeh, Robert W.; Yeh, Doreen DeFaria; Sarma, Amy; Schmidt, Ada Stefanescu; Wood, Malissa J.; Jena, Anupam B.

2016-01-01

Background Studies demonstrate that women physicians are less likely than men to be full professors. Comprehensive evidence examining whether sex differences in faculty rank exist in academic cardiology, adjusting for experience and research productivity, is lacking. Therefore, we evaluated for sex differences in faculty rank among a comprehensive, contemporary cohort of United States (US) cardiologists after adjustment for several factors that impact academic advancement, including measures of clinical experience and research productivity. Methods We identified all US cardiologists with medical school faculty appointments in 2014 using the American Association of Medical Colleges (AAMC) faculty roster, and linked this list to a comprehensive physician database from Doximity, a professional networking website for doctors. Data on physician age, sex, years since residency, cardiology sub-specialty, publications, National Institutes of Health (NIH) grants, and registered clinical trials were available for all academic cardiologists. We estimated sex differences in full professorship, adjusting for these factors and medical school-specific fixed effects in a multivariable regression model. Results Among 3810 cardiologists with faculty appointments in 2014 (13.3% of all US cardiologists), 630 (16.5%) were women. Women faculty were younger than men (mean age: 48.3 years vs 53.5 years, p<0.001), had fewer total publications (mean number: 16.5 publications vs. 25.2 publications, p<0.001), were similarly likely to have NIH funding (proportion with at least one NIH award: 10.8% vs. 10.4%, p=0.77), and were less likely to have a registered clinical trial (percentage with at least one clinical trial: 8.9% vs. 11.1%, p=0.10). Among 3180 men, 973 (30.6%) were full professors compared to 100 (15.9%) of 630 women. In adjusted analyses, women were less likely to be full professors than men (adjusted OR: 0.63, 95% CI: 0.43, 0.94, p = 0.02; adjusted proportions 22.7% vs. 26.7%, absolute difference −4.0%; 95% CI: −7.5% to −0.7%). Conclusions Among cardiology faculty at US medical schools, women were less likely than men to be full professors after accounting for several factors known to influence faculty rank. PMID:28153987

Academic plastic surgery: faculty recruitment and retention.

PubMed

Chen, Jenny T; Girotto, John A; Kitzmiller, W John; Lawrence, W Thomas; Verheyden, Charles N; Vedder, Nicholas B; Coleman, John J; Bentz, Michael L

2014-03-01

A critical element of a thriving academic plastic surgery program is the quality of faculty. A decline in recruitment and retention of faculty has been attributed to the many challenges of academic medicine. Given the substantial resources required to develop faculty, academic plastic surgery has a vested interest in improving the process of faculty recruitment and retention. The American Council of Academic Plastic Surgeons Issues Committee and the American Society of Plastic Surgeons/Plastic Surgery Foundation Academic Affairs Council surveyed the 83 existing programs in academic plastic surgery in February of 2012. The survey addressed the faculty-related issues in academic plastic surgery programs over the past decade. Recruitment and retention strategies were evaluated. This study was designed to elucidate trends, and define best strategies, on a national level. Academic plastic surgery programs have added substantially more full-time faculty over the past decade. Recruitment efforts are multifaceted and can include guaranteed salary support, moving expenses, nurse practitioner/physician's assistant hires, protected time for research, seed funds to start research programs, and more. Retention efforts can include increased compensation, designation of a leadership appointment, protected academic time, and call dilution. Significant change and growth of academic plastic surgery has occurred in the past decade. Effective faculty recruitment and retention are critical to a successful academic center. Funding sources in addition to physician professional fees (institutional program support, grants, contracts, endowment, and so on) are crucial to sustain the academic missions.

The Entrepreneurial Adjunct

ERIC Educational Resources Information Center

Hess, John

2004-01-01

Increasingly, the higher education community is witnessing what the author calls the "entrepreneurial adjunct phenomenon": a kind of merchandising of the needs, concerns, and activities of faculty with short-term, often part-time, appointments that depend on factors like enrollment, budget, and program changes. These faculty members are called any…

EXTENSION EDUCATION SYMPOSIUM: Getting the most out of your extension appointment and still having a life.

PubMed

Powers, W; Cockett, N; Lardy, G

2017-04-01

Managing the demands of an academic appointment in extension can be a challenging task. Demands from constituent groups, expectations of supervisors, and rigors of promotion and tenure processes can create pressures that young faculty did not expect. Throw in spousal and family duties and you have created a situation that many will find hard to navigate. However, there are ways to cope and, even better news, there are ways to excel in meeting the demands of an academic appointment and enjoying life. Because many new extension faculty members do not have prior experience in extension, best practices in documenting programs and extension scholarship over the pretenure period are provided in this paper. Appointments that include both research and extension are quite common at many land grant universities. The advantages of joint appointments are numerous and include the fact that more and more grant agencies are seeking integrated research, teaching, and/or extension projects. However, the time demands of joint appointments can be challenging. Joint appointments can be designed to help faculty members conduct important translational research and have it be applied in a production setting. By seeking commonalities in research and extension efforts, joint appointments can be very synergistic. Development of highly successful programs requires planning on the front end with an emphasis on an in-depth needs assessment to determine stakeholder needs for both research and extension. Impact assessment should be part of this planning effort. Performing as a successful extension faculty member while maintaining relationships outside of work is challenging and requires deliberate effort on the part of employees and supervisors to realize there is more to life than work. Some authors have referred to this as work-life balance, but it may be more helpful to think of it as work-life effectiveness. To do this, one needs to 1) define what success looks like, 2) set boundaries and maintain control including control of your schedule, and 3) find time to ensure your physical, emotional, and spiritual well-being are nurtured in addition to your professional development. In summary, extension careers can be challenging at times as demands and expectations of stakeholders, supervisors, and rigors of the tenure system create formidable obstacles. However, by keeping a focus on the priorities of the position and looking for synergy in research and extension work, they can actually be quite enjoyable and very rewarding.

Retaining Faculty in Academic Medicine: The Impact of Career Development Programs for Women

PubMed Central

Morahan, Page S.; Magrane, Diane; Helitzer, Deborah; Lee, Hwa Young; Newbill, Sharon; Peng, Ho-Lan; Guindani, Michele; Cardinali, Gina

2016-01-01

Abstract Background: For more than two decades, national career development programs (CDPs) have addressed underrepresentation of women faculty in academic medicine through career and leadership curricula. We evaluated CDP participation impact on retention. Methods: We used Association of American Medical Colleges data to compare 3268 women attending CDPs from 1988 to 2008 with 17,834 women and 40,319 men nonparticipant faculty similar to CDP participants in degree, academic rank, first year of appointment in rank, and home institution. Measuring from first year in rank to departure from last position held or December 2009 (study end date), we used Kaplan–Meier curves; Cox survival analysis adjusted for age, degree, tenure, and department; and 10-year rates to compare retention. Results: CDP participants were significantly less likely to leave academic medicine than their peers for up to 8 years after appointment as Assistant and Associate Professors. Full Professor participants were significantly less likely to leave than non-CDP women. Men left less often than non-CDP women at every rank. Participants attending more than one CDP left less often than those attending one, but results varied by rank. Patterns of switching institutions after 10 years varied by rank; CDP participants switched significantly less often than men at Assistant and Associate Professor levels and significantly less often than non-CDP women among Assistant Professors. Full Professors switched at equal rates. Conclusion: National CDPs appear to offer retention advantage to women faculty, with implications for faculty performance and capacity building within academic medicine. Intervals of retention advantage for CDP participants suggest vulnerable periods for intervention. PMID:27058451

Retaining Faculty in Academic Medicine: The Impact of Career Development Programs for Women.

PubMed

Chang, Shine; Morahan, Page S; Magrane, Diane; Helitzer, Deborah; Lee, Hwa Young; Newbill, Sharon; Peng, Ho-Lan; Guindani, Michele; Cardinali, Gina

2016-07-01

For more than two decades, national career development programs (CDPs) have addressed underrepresentation of women faculty in academic medicine through career and leadership curricula. We evaluated CDP participation impact on retention. We used Association of American Medical Colleges data to compare 3268 women attending CDPs from 1988 to 2008 with 17,834 women and 40,319 men nonparticipant faculty similar to CDP participants in degree, academic rank, first year of appointment in rank, and home institution. Measuring from first year in rank to departure from last position held or December 2009 (study end date), we used Kaplan-Meier curves; Cox survival analysis adjusted for age, degree, tenure, and department; and 10-year rates to compare retention. CDP participants were significantly less likely to leave academic medicine than their peers for up to 8 years after appointment as Assistant and Associate Professors. Full Professor participants were significantly less likely to leave than non-CDP women. Men left less often than non-CDP women at every rank. Participants attending more than one CDP left less often than those attending one, but results varied by rank. Patterns of switching institutions after 10 years varied by rank; CDP participants switched significantly less often than men at Assistant and Associate Professor levels and significantly less often than non-CDP women among Assistant Professors. Full Professors switched at equal rates. National CDPs appear to offer retention advantage to women faculty, with implications for faculty performance and capacity building within academic medicine. Intervals of retention advantage for CDP participants suggest vulnerable periods for intervention.

Small Colleges and New Faculty Pay

ERIC Educational Resources Information Center

Marthers, Paul; Parker, Jeff

2008-01-01

Do liberal arts colleges act like research universities when they seek to appoint new faculty members? Evidence shows that research universities bid aggressively for talent, using discretionary salary policies to achieve a diverse professoriate, appoint research stars, and fill vacancies in fields where market forces require differential salaries.…

Academic Decision Making: Faculty Appointments and Reappointments.

ERIC Educational Resources Information Center

Renner, K. Edward

1987-01-01

The rapidly rising costs of the academic salary budget and the lack of flexibility for making new academic appointments or for reallocating resources to new and emerging educational demands are discussed. Personnel decisions made in the Faculty of Arts and Science at Dalhousie University are described. (MLW)

Offsetting Faculty and Institutional Inflexibility: A Case Study in Developing an Alternative to Tenure with Reference to Faculty Development and Evaluation.

ERIC Educational Resources Information Center

Steinkrauss, Philip J.

This in-progress program and resource study presents an actual case study in developing an alternative to tenure. The College of St. Francis implemented during the 1979-80 academic year an alternative system, the Three Year Rolling Contract. It stated that all faculty members have academic freedom under any form of appointment; upon appointment as…

[Once upon a time there was a medical faculty--a brief history of the Medical Faculty of the Erzsébet University in Pressburg (1914-1919)].

PubMed

Kiss, László

2010-01-01

Despite the fact that the idea of expanding the medical faculties of Budapest and Kolozsvár was formed in the 1870s, it only came true in the 1910s. The XXXVI. Law of 1912 ensured establishing new faculties in Pozsony and Debrecen. The medical faculty of Erzsébet University in Pozsony opened in 1914. The first three professors, i.e. Lajos Bakay, Ferenc Herzog and Dezső Velits, who formerly worked as head physicians for the State Hospital in Pozsony and the Institute for Midwives, were appointed then. The appointment of further professors and launching the 3rd, 4th and 5th forms were delayed by the outbreak of the war until 1918. After the collapse of the Austro-Hungarian Monarchy the newly formed Czechoslovakia dissolved the Hungarian university in 1919. The clinics and institutes of the medical faculty were passed to Czechoslovak ownership, the Hungarian lecturers were dismissed. It is worth mentioning though that Albert Szent-Györgyi and Carl Ferdinand Cori (both Nobel Prize winners) started their scientific career in Pozsony.

FAPA: Faculty Appointment Policy Archive, 1998. [CD-ROM.

ERIC Educational Resources Information Center

Trower, C. Ann

This CD-ROM presents 220 documents collected in Harvard University's Faculty Appointment Policy Archive (FAPA), the ZyFIND search and retrieval system, and instructions for their use. The FAPA system and ZyFIND allow browsing through documents, inserting bookmarks in documents, attaching notes to documents without modifying them, and selecting…

Predictors of depression, stress, and anxiety among non-tenure track faculty

PubMed Central

Reevy, Gretchen M.; Deason, Grace

2014-01-01

Nationwide in the United States, 70% of faculty members in higher education are employed off the tenure-track. Nearly all of these non-tenure-track (NTT) appointments share a quality that may produce stress for those who hold them: contingency. Most NTT appointments are contingent on budget, enrollment, or both, and the majority of contingent faculty members are hired for one quarter or semester at a time. Significant research has investigated the effects of contingency on teaching, students, departments, colleges, and universities; however, little research has focused on the psychological experiences of NTT faculty. The current study examined perceptions of workplace stressors and harm, organizational commitment, common coping mechanisms, and depression, anxiety and stress among NTT faculty using a longitudinal design that spanned 2–4 months. Results indicate that NTT faculty perceive unique stressors at work that are related to their contingent positions. Specific demographic characteristics and coping strategies, inability to find a permanent faculty position, and commitment to one's organization predispose NTT faculty to perceive greater harm and more sources of stress in their workplaces. Demographic characteristics, lower income, inability to find a permanent faculty position, disengagement coping mechanisms (e.g., giving up, denial), and organizational commitment were associated with the potential for negative outcomes, particularly depression, anxiety, and stress. Our findings suggest possibilities for institutional intervention. Overall, we argue that universities would be well-served by attending to the needs of NTT faculty on campus in order to mitigate negative outcomes for institutions, students, and faculty. PMID:25071667

Retention and promotion of women and underrepresented minority faculty in science and engineering at four large land grant institutions

PubMed Central

Durodoye, Raifu; Griffith, Emily; Wilson, Alyson

2017-01-01

The current climate on college campuses has brought new urgency to the need to increase faculty diversity. In STEM fields particularly, the dearth of underrepresented minority (URM) and female faculty is severe. The retention and success of African American, Hispanic/Latino, American Indian and female faculty have direct implications for the quality and diversity of the future scientific workforce. Understanding the ways retention patterns differ by discipline and institution is crucial for developing a diverse faculty. This study investigates tenure attainment, retention, and time to promotion to full professor for women and URM faculty. We analyze personnel records for assistant and associate professors hired or appointed from 1992 to 2015 at four large land grant institutions. Representation of women and URM faculty in STEM disciplines increased substantially from 1992 to 2015, but mostly for women and Hispanic faculty and more slowly for black and American Indian faculty. Results by gender In the most recent cohort, 2002–2015, the experiences of men and women differed substantially among STEM disciplines. Female assistant professors were more likely than men to leave the institution and to leave without tenure in engineering, but not in the agricultural, biological and biomedical sciences and natural resources or physical and mathematical sciences. In contrast, the median times to promotion from associate to full professor were similar for women and men in engineering and the physical and mathematical sciences, but one to two years longer for women than men in the agricultural, biological and biomedical sciences and natural resources. Results for underrepresented minority faculty URM faculty hiring is increasing, but is well below the proportions earning doctoral degrees in STEM disciplines. The results are variable and because of the small numbers of URM faculty, the precision and power for comparing URM faculty to other faculty were low. In three of the four institutions, lower fractions of URM faculty than other faculty hired in the 2002–2006 time frame left without tenure. Also, in the biological and biomedical and physical and mathematical sciences no URM faculty left without tenure. On the other hand, at two of the institutions, significantly more URM faculty left before their tenth anniversary than other faculty and in engineering significantly more URM faculty than other faculty left before their tenth anniversary. We did not find significant differences in promotion patterns between URM and other faculty. PMID:29091958

Molecular profiling is not the future: it is now!

PubMed

Reddy, Bobby; Westcott, Gemma

2015-01-01

Bobby Reddy speaks to Gemma Westcott, Commissioning Editor: Dr Reddy graduated from the UCLA School of Medicine in 1996. Shortly after, he obtained an internship and did his residency in Internal Medicine at Harbor UCLA Medical Center. He then went on to do his fellowship in Hematology and Oncology at City of Hope. Since then, he has been working in private practice (full and part time) for the past 11 years and has had an academic appointment as teaching faculty at Harbor UCLA. Prior to his current role, Dr Reddy worked as a senior medical director as Caris Life Sciences.

Resident and program director gender distribution by specialty.

PubMed

Long, Timothy R; Elliott, Beth A; Warner, Mary Ellen; Brown, Michael J; Rose, Steven H

2011-12-01

Although enrollment of women in U.S. medical schools has increased, women remain less likely to achieve senior academic rank, lead academic departments, or be appointed to national leadership positions. The purpose of this paper is to compare the gender distribution of residency program directors (PDs) with residents and faculty in the 10 largest specialties. The gender distribution of residents training in the 10 specialties with the largest enrollment was obtained from the annual education issue of Journal of the American Medical Association. The gender distribution of the residents was compared with the gender distribution of PDs and medical school faculty. The number of programs and the names of the PDs were identified by accessing the Accreditation Council for Graduate Medical Education web site. Gender was confirmed through electronic search of state medical board data, program web sites, or by using internet search engines. The gender distribution of medical school faculty was determined using the Association of American Medical Colleges faculty roster database (accessed June 15, 2011). The correlation between female residents and PDs was assessed using Pearson's product-moment correlation. The gender distribution of female PDs appointed June 1, 2006, through June 1, 2010, was compared with the distribution appointed before June 1, 2006, using chi square analysis. Specialties with higher percentages of female PDs had a higher percentage of female residents enrolled (r=0.81, p=0.005). The number of female PDs appointed from July 1, 2006, through June 30, 2010, was greater than the number appointed before July 1, 2006, in emergency medicine (p<0.001), family medicine (p=0.02), and for all PDs (p=0.005). Female PDs were fewer than expected based on the gender distribution of medical school faculty in 7 of the 10 specialties. Women remain underrepresented in PD appointments relative to the proportion of female medical school faculty and female residents. Mechanisms to address gender-based barriers to advancement should be considered.

Which Way to Lean? A National Study of Women Dental Faculty Members' Career Aspirations and Choices.

PubMed

Gadbury-Amyot, Cynthia C; Pyle, Marsha A; Van Ness, Christopher J; Overman, Pamela R; West, Karen P

2016-12-01

The aim of this first national study of women in academic dentistry was to explore factors and perceived barriers for why administrative/leadership positions were or were not sought via data collected from full-time women dental faculty members in the U.S. In fall 2015, the researchers conducted a survey that employed a combination of response formats: forced choice from a menu, multiple allowable answers, and open-ended written comments. The overall response rate for the survey was 35.6% (537/1504). Respondents were from 48 of the 65 U.S. dental schools. Half of the respondents indicated their primary appointment was in clinical sciences, 22.9% were in administration, 7.3% in research, 7.1% in basic science, and 2.5% in behavioral science. While a quarter of the respondents indicated administration as their primary appointment, over half reported holding administrative positions, and nearly all (92.4%) reported currently holding leadership roles at their institutions. For those not currently in administrative/leadership roles, 52.6% indicated a desire for an administrative role and 70.7% a leadership role. Of those in administrative/leadership roles, 62.1% indicated not receiving extra remuneration for those responsibilities. Half of the respondents perceived that they were paid less in their current position than men doing the same work. The most dominant theme emerging from qualitative analysis of barriers the respondents experienced was the difficulty women in dental education have in a traditionally male-dominated profession. The results confirmed that women faculty members are "leaning in" to seek administrative/leadership roles in academic dentistry. However, pay equity remains an issue, and faculty development and mentoring are needed for the advancement of academic dentistry and ultimately the dental profession.

Identifying demographic variables related to failed dental appointments in a university hospital-based residency program.

PubMed

Mathu-Muju, Kavita R; Li, Hsin-Fang; Hicks, James; Nash, David A; Kaplan, Alan; Bush, Heather M

2014-01-01

The objective of this study was to identify characteristics of pediatric patients who failed to keep the majority of their scheduled dental appointments in a pediatric dental clinic staffed by pediatric dental residents and faculty members. The electronic records of all patients appointed over a continuous 54 month period were analyzed. Appointment history and demographic variables were collected. The rate of failed appointments was calculated by dividing the number of failed appointments with the total number of appointments scheduled for the patient. There were 7,591 patients in the analyzable dataset scheduled with a total of 48,932 appointments. Factors associated with an increased rate of failed appointments included self-paying for dental care, having a resident versus a faculty member as the provider, rural residence, and adolescent aged patients. Multivariable regression models indicated self-paying patients had higher odds and rates of failed appointments than patients with Medicaid and private insurance. Access to care for children may be improved by increasing the availability of private and public insurance. The establishment of a dental home and its relationship to a child receiving continuous care in an institutional setting depends upon establishing a relationship with a specific dentist.

Breaking through the glass ceiling: a survey of promotion rates of graduates of a primary care Faculty Development Fellowship Program.

PubMed

Smith, Mindy A; Barry, Henry C; Dunn, Ruth Ann; Keefe, Carole; Weismantel, David

2006-01-01

Academic promotion has been difficult for women and faculty of minority race. We investigated whether completion of a faculty development fellowship would equalize promotion rates of female and minority graduates to those of male and white graduates. All graduates of the Michigan State University Primary Care Faculty Development Fellowship Program from 1989-1998 were sent a survey in 1999, which included questions about academic status and appointment. We compared application and follow-up survey data by gender and race/ethnicity. Telephone calls were made to nonrespondents. A total of 175 (88%) graduating fellows responded to the follow-up survey. Information on academic rank at entry and follow-up was obtained from 28 of 48 fellows with missing information on promotion. Male and female graduates achieved similar academic promotion at follow-up, but there was a trend toward lower promotion rates for minority faculty graduates compared to white graduates. In the multivariate analysis, however, only age, years in rank, initial rank, and type of appointment (academic versus clinical) were significant factors for promotion. Academic advancement is multifactorial and appears most related to time in rank, stage of life, and career choice. Faculty development programs may be most useful in providing skill development and career counseling.

A Quality Assurance Framework for Recruiting, Training (and Retaining) Virtual Adjunct Faculty

ERIC Educational Resources Information Center

Sixl-Daniell, Karin; Williams, Jeremy B.; Wong, Amy

2006-01-01

The paper commences with a brief summary of the literature on the quality assurance process in e-Learning in higher education. This is followed by an overview of the U21Global quality assurance framework. Within this framework there is particular emphasis on the process governing the appointment (and re-appointment) of adjunct faculty; a process…

Faculty development to improve teaching at a health sciences center: a needs assessment.

PubMed

Scarbecz, Mark; Russell, Cynthia K; Shreve, Robert G; Robinson, Melissa M; Scheid, Cheryl R

2011-02-01

There has been increasing interest at health science centers in improving the education of health professionals by offering faculty development activities. In 2007-08, as part of an effort to expand education-related faculty development offerings on campus, the University of Tennessee Health Science Center surveyed faculty members in an effort to identify faculty development activities that would be of interest. Factor analysis of survey data indicated that faculty interests in the areas of teaching and learning can be grouped into six dimensions: development of educational goals and objectives, the use of innovative teaching techniques, clinical teaching, improving traditional teaching skills, addressing teaching challenges, and facilitating participation. There were significant differences in the level of interest in education-related faculty development activities by academic rank and by the college of appointment. Full professors expressed somewhat less interest in faculty development activities than faculty members of lower ranks. Faculty members in the Colleges of Medicine and Dentistry expressed somewhat greater interest in faculty development to improve traditional teaching skills. The policy implications of the survey results are discussed, including the need for faculty development activities that target the needs of specific faculty groups.

Plant Scientists and the Productivity Effects of Extension Appointments

ERIC Educational Resources Information Center

Foltz, Jeremy D.; Gee, Vanity K.; Barham, Bradford L.

2011-01-01

This article analyzes the primary scholarship activities of agricultural college plant science faculty with and without Extension appointments using survey data from all 1862 land-grant institutions. The evidence suggests that differences between Extension professors and others without Extension appointments are small for minor Extension…

Faculty Handbook -- 1974-1976. Montana State University, Bozeman.

ERIC Educational Resources Information Center

Montana State Univ., Bozeman.

The Montana State University's 1974 faculty handbook outlines the history and scope of the university within the Montana state higher education system. The document details the administrative organization; the faculty organization and operation; personnel policies including appointments, tenure, rank and titles, faculty review, promotions,…

Attrition of full-time faculty from schools of nursing with baccalaureate and graduate programs, 2010 to 2011.

PubMed

Fang, Di; Bednash, Geraldine D

2014-01-01

The shortage of qualified faculty has been consistently reported as a major barrier impeding acceptance of all qualified applicants into nursing programs. In addition to faculty recruitment, the attrition of faculty is also a concern for schools of nursing. In this study, we found that nationally 11.8% of full-time faculty who worked in 2010 left their full-time jobs by 2011. Nearly half of total attrition, or 5.7% of full-time faculty members, were related to leaving for nonacademic nursing positions, whereas another 20% of attrition, or 2.4% of full-time faculty, resulted from retirement. Nearly 20% of faculty egressions, or 2.2% of full-time faculty, was due to leaving for nursing administrative positions or full-time faculty positions in an academic setting. Leaving for part-time faculty positions made up slightly more than 10% of faculty attrition or 1.3% of full-time faculty. Our bivariate analysis identifies distinctive academic and demographic profiles of faculty who left full-time positions for different reasons, and our multivariate analysis further shows that different individual and institutional attributes are significantly associated with different types of attrition. Copyright © 2014 Elsevier Inc. All rights reserved.

Bridges to the Doctorate: mentored transition to successful completion of doctoral study for underrepresented minorities in nursing science.

PubMed

Kim, Mi Ja; Holm, Karyn; Gerard, Peggy; McElmurry, Beverly; Foreman, Mark; Poslusny, Susan; Dallas, Constance

2009-01-01

Nursing has a shortage of doctorally-prepared underrepresented minority (URM) scientists/faculty. We describe a five-year University of Illinois at Chicago (UIC) Bridges program for URM master's students' transition to doctoral study and factors in retention/graduation from the PhD program. Four master' students from two partner schools were recruited/appointed per year and assigned UIC faculty advisors. They completed 10 UIC credits during master's study and were mentored by Bridges faculty. Administrative and financial support was provided during transition and doctoral study. Partner schools' faculty formed research dyads with UIC faculty. Seventeen Bridges students were appointed to the Bridges program: 12 were admitted to the UIC PhD program since 2004 and one graduated in 2007. Eight Bridges faculty research dyads published 5 articles and submitted 1 NIH R03 application. Mentored transition from master's through doctoral program completion and administrative/financial support for students were key factors in program success. Faculty research dyads enhanced the research climate in partner schools.

NASA/American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program 1989

NASA Technical Reports Server (NTRS)

Tiwari, Surendra N. (Compiler)

1989-01-01

Since 1964, NASA has supported a program of summer faculty fellowships for engineering and science educators. The objectives are: to further the professional knowledge of qualified engineering and science faculty; to stimulate and exchange ideas between participants and NASA; to enrich and refresh the research and teachning activities of participants' institutions; and to contribute to the research objectives of the NASA center. College or university faculty members will be appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lecture and seminars on topics of interest or that are directly relevant to the Fellows' research topic.

76 FR 64077 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-17

... not full-time or permanent part-time federal employees, shall be appointed as experts and consultants... the exception of travel and per diem for official travel, Board members shall serve without.... Such individuals, if not full- time or part-time government employees, shall be appointed to serve as...

77 FR 4284 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-01-27

... appointed by the Secretary of Defense, who are not full-time or permanent part-time federal employees, shall... compensation, except for travel and per diem for official Board-related travel. Each Board member is appointed...- time or part-time government employees, shall be appointed to serve as experts and consultants under...

76 FR 16737 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-25

... part-time government employees, shall be appointed to serve as experts and consultants under the... to DoD policy, shall be a full-time or permanent part-time DoD employee, and shall be appointed in...-time federal officers or employees, shall be appointed as experts and consultants under the authority...

77 FR 51970 - Renewal of Missile Defense Advisory Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-28

... members, who are not full-time or permanent part-time federal officers or employees, shall be appointed as.... With the exception of travel and per diem for official Committee related travel, Committee members..., if not full-time or part time government employees, shall be appointed under the authority of 5 U.S.C...

77 FR 22296 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-13

... full-time or permanent part-time federal officers or employees, shall be appointed as experts and... appointed by the Secretary of Defense, who are not full-time or permanent part-time federal employees, shall... as special government employee members. With the exception of travel and per diem for official Board...

77 FR 22295 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-13

... full-time or permanent part-time Federal employees, shall be appointed to serve as experts and... consultants to provide technical subject matter expertise to the Board. These consultants, if not full-time or part-time Federal employees, shall be appointed under the authority of 5 U.S.C. 3109, shall serve as...

77 FR 22297 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-13

... not full-time or permanent part-time Federal employees, shall be appointed to serve as experts and... the exception of travel and per diem for official Committee related travel, Committee members shall.... Subcommittee members, if not full-time or part-time government employees, shall be appointed to serve as...

The University of Michigan--Flint. Faculty Policies and Procedures.

ERIC Educational Resources Information Center

Michigan Univ., Flint.

The 1975 edition of the faculty handbook is a collection of information of general interest to faculty and staff. It outlines many aspects of university operations including university governance; appointments; promotion; tenure; termination; appeal procedures; salaries and other compensations; scholarships, fellowships, research grants; staff…

Faculty Handbook. Regis College.

ERIC Educational Resources Information Center

Regis Coll., Weston, MA.

Regis College policies and procedures are described in this 1976 faculty handbook. Chapter 1 covers college organization and governance, including roles of academic officers and committees. Specific faculty data are presented in Chapter 2, such as definition of academic ranks and titles, recruitment and appointment, promotion, tenure, review,…

A Primer on Improving Contingent Faculty Conditions

ERIC Educational Resources Information Center

McGrew, Heidi; Untener, Joe

2010-01-01

Challenges associated with the increasing use of contingent faculty appointments in American higher education are mounting. The AAUP and other professional groups have identified several major problems: (1) unacceptable conditions and compensation for contingent faculty members; (2) poor learning outcomes for students; and (3) the potential…

Governance Styles: Affirmative Action at Two Universities.

ERIC Educational Resources Information Center

Hanna, Charlotte; Mayhew, Lewis B.

The way that affirmative action fits into the faculty appointment process at Stanford University and the University of California at Berkeley was studied, based on 50 faculty interviews and supporting documentation. Traditions of governance at the universities determined the responses to faculty affirmative action. At Stanford University,…

The Faculty Handbook of Columbia University 1975.

ERIC Educational Resources Information Center

Columbia Univ., New York, NY.

Columbia University's faculty handbook is designed as a general guide to the organization and operation of the university. The chief administrative units and their duties are detailed as are the conditions of appointment and general personnel policy including salaries, promotions, tenure, termination, and fringe benefits. Faculty obligations and…

Streamlining Appointment, Promotion, and Tenure Procedures to Promote Early-Career Faculty Success.

PubMed

Smith, Shannon B; Hollerbach, Ann; Donato, Annemarie Sipkes; Edlund, Barbara J; Atz, Teresa; Kelechi, Teresa J

2016-01-01

A critical component of the progression of a successful academic career is being promoted in rank. Early-career faculty are required to have an understanding of appointment, promotion, and tenure (APT) guidelines, but many factors often impede this understanding, thwarting a smooth and planned promotion pathway for professional advancement. This article outlines the steps taken by an APT committee to improve the promotion process from instructor to assistant professor. Six sigma's DMAIC improvement model was selected as the guiding operational framework to remove variation in the promotion process. After faculty handbook revisions were made, several checklists developed, and a process review rubric was implemented; recently promoted faculty were surveyed on satisfaction with the process. Faculty opinions captured in the survey suggest increased transparency in the process and perceived support offered by the APT committee. Positive outcomes include a strengthened faculty support framework, streamlined promotion processes, and improved faculty satisfaction. Changes to the APT processes resulted in an unambiguous and standardized pathway for successful promotion. Copyright © 2016 Elsevier Inc. All rights reserved.

2002 NASA-HU Faculty Fellowship Program

NASA Technical Reports Server (NTRS)

DePriest, Douglas J. (Compiler); Murray, Deborah B. (Compiler); Berg, Jennifer J. (Compiler)

2004-01-01

Since 1964, NASA has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering and science faculty members spend 10 weeks working with professional peers on research. NASA HQs and the American Society for Engineering Education supervise the program. Objectives: (1) To further the professional knowledge of qualified engineering and science faculty members; (2) To stimulate an exchange of ideas between participants and NASA; (3) To enrich and refresh the research and teaching activities of the participants' institutions; (4) To contribute to the research objectives of the NASA Center. Program Description: College or university faculty members will be appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program consisting of lectures and seminars relevant to the Fellows' research.

Are All Part-Time Faculty Underemployed? The Influence of Faculty Status Preference on Satisfaction and Commitment

ERIC Educational Resources Information Center

Maynard, Douglas C.; Joseph, Todd Allen

2008-01-01

Utilizing a person-job fit perspective, we examined the job satisfaction and affective commitment of three groups of college faculty (N = 167): full-time faculty, part-time faculty preferring a part-time position (voluntary part-time), and part-time faculty preferring a full-time position (involuntary part-time). Involuntary part-time faculty were…

Indicators of Change in American Higher Education. ASHE 1988 Annual Meeting Paper.

ERIC Educational Resources Information Center

Madsen, David; Williams, Don

Information on indicators of change in American higher education that either individually or collectively might be used to measure the health of the nation's colleges and universities is presented. Change indicators include student/faculty ratio, faculty appointments, student attitudes and characteristics, percentage of female faculty and…

Faculty Salary Survey. California Community Colleges. 1973-74.

ERIC Educational Resources Information Center

California Community Colleges, Sacramento. Office of the Chancellor.

Data collected in a 1973-74 survey of faculty salaries and fringe benefits for California Community Colleges are provided in three schedules: (1) full-time faculty salary schedule, (2) distribution of salaries for full-time faculty, and (3) fringe benefits for full-time faculty and administrative personnel. The salary schedule for full-time…

Gender and research productivity in US and Canadian schools of dentistry. A preliminary investigation.

PubMed

Jones, J E

1998-02-01

The purpose of this study was to evaluate individual faculty research productivity with respect to gender among clinical faculty in 66 United States and Canadian schools of dentistry. A comprehensive survey instrument was developed to collect information on factors associated with research productivity of individual faculty. The present investigation focused on time spent per week in various work related activities (teaching, administration, research, and private practice), external grant money obtained for research, and responses to 12 variables evaluating the subject's perceptions of their research background, work environment, attitude and outcome effects from publishing, and the use of colleagues in conducting research. The 833 respondents represented a response rate of 69.4% (833/1200) from a 50% stratified random sample of faculty who (1) had full-time appointments and held at least the DMD or DDS degree or the foreign equivalent, (2) taught in a clinical department of the dental school, and (3) were not departmental chairpersons or administrators. The majority of subjects responding to the survey were male (705 males, 84.6%; 128 females, 15.4%). Respondents reported a mean of 10.3 years (males = 10.8, females = 7.5) in full-time dental education and a mean of 10.1 career publications (males = 11.6, females = 6.5; P < 0.001). Although there was no significant difference in weekly hours devoted to academic responsibilities between males and females, several factors did demonstrate significant gender differences (external grant money obtained for research purposes, P < 0.03; feeling that the departmental chair did not emphasize research, P < 0.05; feeling a lack of autonomy within their institution, P < 0.007; and feeling a lack of available colleagues for research purposes, P < 0.001). The implications of the findings are discussed concerning strategies for improving research productivity for females in academic dentistry.

NASA/American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program 1987

NASA Technical Reports Server (NTRS)

Tiwari, Surendra N. (Compiler)

1987-01-01

Since 1964, NASA has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 or 11 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises the programs. Objectives: (1) to further the professional knowledge of qualified engineering and science faculty members; (2) to stimulate and exchange ideas between participants and NASA; (3) to enrich and refresh the research and teaching activities of participants' institutions; (4) to contribute to the research objectives of the NASA center. Program Description: College or university faculty members were appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow devoted approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program consisted of lectures and seminars on topics of interest or that are directly relevant to the Fellows' research topic.

76 FR 43991 - Amendment of Department of Defense Federal Advisory Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-22

... adviser to the chair. Board members appointed by the Secretary of Defense, who are not full-time or permanent part-time Federal employees, shall be appointed as experts and consultants under the authority of... shall renew their appointments on an annual basis. With the exception of travel and per diem for...

Retention, Professional Development and Quality of Life: A Comparative Study of Male/Female Non-Tenured Faculty.

ERIC Educational Resources Information Center

Fuchs, Rachel G.; Lovano-Kerr, Jessie

Concerns of tenure-line, nontenured faculty regarding retention, professional development, and quality of life were studied in 1979 at Indiana University. Study objectives were to identify obstacles to tenure level performance, conditions that might influence faculty to seek positions elsewhere, demographic data, appointment data, and information…

International Students in an Indian Technical University: Faculty Counselors' Preparedness and Perspectives

ERIC Educational Resources Information Center

Karky, Nandini

2013-01-01

A qualitative inquiry into the presence of international students in an Indian Technical University, through the voices of the faculty, who are appointed as international students' counselors. A case study methodology was employed with document analysis and interviews to perceive how technical faculty managed students from varying cultural…

Differences in Undergraduate Adult Student Satisfaction with Full-Time Faculty Advisors and Full-Time Non-Faculty Academic Advisors

ERIC Educational Resources Information Center

Moore, Kristen E.

2014-01-01

This non-experimental quantitative study investigated two groups of adult students who received academic advising from full-time faculty advisors or full-time non-faculty advisors. Differences in student satisfaction on three measures related to advisor availability, accuracy and perceived support for student educational goals were studied based…

Women in Academia: What Can Be Done to Help Women Achieve Tenure?

ERIC Educational Resources Information Center

Mandleco, Barbara

2010-01-01

Women are not tenured at the same rate they are receiving PhDs, and less likely to be tenured when compared to their male counterparts. Reasons women have difficulty achieving tenure include not discussing important information about an academic appointment with colleagues, working part time or as adjunct faculty, being involved in "pastoral or…

Dual Career Faculty Appointments: A Successful Model from ADVANCE-Nebraska

NASA Astrophysics Data System (ADS)

Holmes, M.; Advance-Nebraska Evaluation Team

2011-12-01

At the University of Nebraska-Lincoln (UNL), 20% of short list candidates for faculty openings in science, engineering and mathematics (STEM) brought an academic partner into the hiring picture between 2008 and 2010, with a peak of 38% in 2010. Having a process in place to address dual career opportunities is a key component in an overall strategy to increase the number of women STEM faculty: 83% of academic scientist women's partners are also academics in STEM, according to a 2009 Stanford report, and 54% of academic scientist men's are. Offering two positions to qualified couples benefits the institution by increasing the chances of recruitment and retention of both candidates. UNL's ADVANCE program, ADVANCE-Nebraska, developed a process to take advantage of dual career opportunities. Nine dual career couples have been hired in the last three years; we expected to hire eight during the five-year life of the grant. We increased the proportion of women in the Engineering College by twenty percent (from n=10 to n=12). The success of the program arises from four key components: early notification to short-list candidates of the dual career program, a point person to coordinate dual career requests across the campus, flexible faculty appointments that provide a variety of opportunities for the partner, and a funding stream to support the partner hire. The point person, the ADVANCE Program Director, was created by the provost through the ADVANCE program. The Director communicates with every short list candidate for each open faculty position and with department and search committee chairs across STEM colleges as soon as the candidate is selected. When there is an eligible partner of the candidate who receives the job offer, if there is approval from the Office of Academic Affairs, the Dean of the target college, and the chair and faculty of the partner's target department, the partner is brought to UNL to interview, and the faculty of the partner's target department votes the candidate up or down. The third component provides a variety of faculty positions, including part-time tenure-track, post-doctoral, research professor, and professor of practice positions. Professors of practice are primarily teaching positions with three to five-year renewable contracts. The fourth component, funding, is aided by the NSF ADVANCE cooperative agreement providing one-fourth of the partner's salary for up to three years of the partner's appointment. This gives enough time for the administration to find permanent funding through faculty retirements, departures, or new funding streams. At UNL, department chairs have been exemplary in promoting the necessary cooperative spirit for the program to succeed. This model can be replicated at other institutions. Dual career couples are here to stay, and institutions that see them as great opportunities will win the lottery for the best talent available.

Teaching Notes to Casebook I: Faculty Employment Policies [and] Casebook I: Faculty Employment Policies. Using Cases in Higher Education. The Jossey-Bass Higher and Adult Education Series.

ERIC Educational Resources Information Center

Honan, James P., Ed.; Rule, Cheryl Sternman, Ed.

"Casebook I: Faculty Employment Policies" presents six cases developed by the Project on Faculty Appointments at the Harvard Graduate School of Education. "Teaching Notes to Casebook I" provides detailed suggestions and strategies for leading an effective classroom or workshop discussion about each of the casebook's six case studies, all of which…

Position Paper: Dental General Practice Residency Programs: Financing and Operations.

ERIC Educational Resources Information Center

Hanson, Paul W.

1983-01-01

A discussion of changeable economic issues that can affect dental general practice residency program planning includes costs and resource allocation, maximizing efficiency and productivity, ambulatory and inpatient revenue sources, management functions, faculty as practitioners, faculty appointments, and marketing. (MSE)

Summer faculty fellowship program, 1984

NASA Technical Reports Server (NTRS)

Spencer, J. H. (Compiler)

1984-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 or 11 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society of Engineering Education supervises the programs. Objectives: (1) to further the professional knowledge of a qualified between participants and NASA; (3) to enrich and refresh the research and teaching activities of participants institutions; and (4) to contribute to the research objectives of the NASA center. Program Description: College or university faculty members will be appointed as research fellows to spend 10 weeks in cooperative research and study at the NASA-Langley Research Center. The fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of general interest or that are directly relevant to the fellow's research project. The lecturers and seminar leaders will be distinguished scientists and engineers from NASA, education, or industry.

1998 NASA-HU American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program

NASA Technical Reports Server (NTRS)

Marable, William P. (Compiler); Murray, Deborah B. (Compiler)

1998-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises the programs. The program objectives include: (1) To further the professional knowledge of qualified engineering and science faculty members; (2) To stimulate and exchange ideas between participants and NASA; (3) To enrich and refresh the research and teaching activities of participants' institutions; (4) To contribute to the research objectives of the NASA center. College or university faculty members will be appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of interest or that are directly relevant to the Fellows' research topics. The lecture and seminar leaders will be distinguished scientists and engineers from NASA, education, and industry.

2001 NASA-ODU American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program

NASA Technical Reports Server (NTRS)

Tiwari, Surendra N. (Compiler); Murray, Deborah B. (Compiler); Hathaway, Roger A. (Technical Monitor)

2002-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises these programs. Objectives: (1) To further the professional knowledge of qualified engineering and science faculty members; (2) To stimulate and exchange ideas between participants and NASA; (3) To enrich and refresh the research and teaching activities of participants' institutions; (4 To contribute to the research objectives of the NASA center. Program Description: College or university faculty members will be appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of interest or that are directly relevant to the Fellow's research topics. The lecture and seminar leaders wil be distinguished scientists and engineers from NASA, education and industry.

1996 NASA-Hampton University American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program

NASA Technical Reports Server (NTRS)

Spencer, John H. (Compiler); Young, Deborah B. (Compiler)

1996-01-01

NASA has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises the programs. The objectives were: (1) To further the professional knowledge of qualified engineering and science faculty members; (2) To stimulate and exchange ideas between participants and NASA; (3) To enrich and refresh the research and teaching activities of participants institutions; (4) To contribute to the research objectives of the NASA Center. Program Description: College or university faculty members will be appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of interest or that are directly relevant to the Fellows' research topics. The lectures and seminar leaders will be distinguished scientists and engineers from NASA, education, or industry.

1999 NASA - ODU American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program

NASA Technical Reports Server (NTRS)

Tiwari, Surendra N. (Compiler); Murray, Deborah B. (Compiler)

2000-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program or summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises the programs. Objectives: (1) To further the professional knowledge of qualified engineering and science faculty members; (2) To stimulate and exchange ideas between participants and NASA; (3) To enrich and refresh the research and teaching activities of participants' institutions; (4) To contribute to the research objectives of the NASA center. Program Description: College or university faculty members will be appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of interest or that are directly relevant to the Fellows' research topics. The lecture and seminar leaders will be distinguished scientists and engineers from NASA, education, and industry.

The Effect of Collective Bargaining on Policy Development at Institutions of Higher Education: A Comparative Analysis

ERIC Educational Resources Information Center

Herring-Ellis, Christopher G.

2014-01-01

For over three decades, collective bargaining in higher education has given faculty a voice in which to be heard in decision making involving tenure, faculty appointments, salaries, and education policies. However, as recent as 2011, the voice once afforded to faculty through its collective bargaining rights has been threatened with attempts to…

Faculty workload and collegial support related to proportion of part-time faculty composition.

PubMed

Adams, D A

1995-10-01

Part-time faculty use has become more prevalent in higher education in response to enrollment shifts and budgetary constraints. This descriptive, exploratory study used a mailed survey to investigate whether full-time nursing faculty perceptions of workload and collegial support differ with changes in the proportion of part-time faculty in Comprehensive I baccalaureate nursing programs. Workload was measured by Dick's Workload Instrument. Collegial support was measured by the Survey of Collegial Communication, adapted by Beyer, which was based on Likert's organizational model. Schools were partitioned into three strata based on the proportion of part-time faculty employed (low, medium, and high). A 30% sample of schools were randomly selected from each stratum (10 schools from each). Within each selected school, six full-time undergraduate faculty were chosen by their respective deans to participate. The total response rate was 89.4%. The results of this study did not support assertions about part-time faculty use in the literature and existing accreditation standards. Findings indicated that there were significant differences in reported total faculty workload when varying proportions of part-time faculty are employed. Faculty in nursing programs with medium proportions of part-time faculty reported higher average total workloads per week than faculty in programs with low and high proportions of part-timers. Another finding demonstrated that full-time faculty in nursing programs with high proportions of part-time faculty spend fewer hours in direct clinical supervision of their students when compared with faculty in the other two strata. There were, however, no differences in perceived collegial support among full-time faculty participants. It was recommended that further research be conducted to investigate specific workload differences found in this study using more precise quantitative measures. Communication and collegiality between part-time and full-time faculty should be further developed and researched under more controlled conditions. Case studies of arrangements that make part-time faculty use beneficial are needed. Other variables such as leadership style, scholarly productivity, and morale and their relationship to the proportion of part-time faculty employed in the nursing program should be investigated.

A Comparison of Final Grades Awarded by Full-Time Faculty and Part-Time Faculty by Academic Center for Winter Term 1997.

ERIC Educational Resources Information Center

MacFarland, Thomas W.

This study examined differences in final course grades awarded by full-time and part-time faculty by academic center at Nova Southeastern University (Florida). Course data were obtained on 387 full-time and 812 part-time faculty and 63 administrators who taught one or more standard courses during winter term 1997. It was found that 87 percent of…

Background Materials for Chairman's Workshop. 5th Edition.

ERIC Educational Resources Information Center

Kimble, Gregory A.

Information for newly appointed heads of graduate departments of psychology is presented as background material for the 1974 Chairman's Workshop. Topics include the following: the budgetary situation, pressures for increased teaching loads, effects upon recruiting faculty, faculty morale, graduate and undergraduate student morale, the intellectual…

Relationship between Adjunct and Full-Time Faculty Teaching at a For-Profit University

ERIC Educational Resources Information Center

Strom Kays, Sarah A.

2009-01-01

This qualitative case study explored the workplace relationships of adjunct and full-time faculty teaching at a for-profit university. The study was conducted at one campus of Segway University. Faculty in this study included men and women and represented different academic departments. All full-time faculty participants had experience teaching as…

Female Representation in the Academic Oncology Physician Workforce: Radiation Oncology Losing Ground to Hematology Oncology

DOE Office of Scientific and Technical Information (OSTI.GOV)

Ahmed, Awad A.; Hwang, Wei-Ting; Holliday, Emma B.

Purpose: Our purpose was to assess comparative female representation trends for trainees and full-time faculty in the academic radiation oncology and hematology oncology workforce of the United States over 3 decades. Methods and Materials: Simple linear regression models with year as the independent variable were used to determine changes in female percentage representation per year and associated 95% confidence intervals for trainees and full-time faculty in each specialty. Results: Peak representation was 48.4% (801/1654) in 2013 for hematology oncology trainees, 39.0% (585/1499) in 2014 for hematology oncology full-time faculty, 34.8% (202/581) in 2007 for radiation oncology trainees, and 27.7% (439/1584) inmore » 2015 for radiation oncology full-time faculty. Representation significantly increased for trainees and full-time faculty in both specialties at approximately 1% per year for hematology oncology trainees and full-time faculty and 0.3% per year for radiation oncology trainees and full-time faculty. Compared with radiation oncology, the rates were 3.84 and 2.94 times greater for hematology oncology trainees and full-time faculty, respectively. Conclusion: Despite increased female trainee and full-time faculty representation over time in the academic oncology physician workforce, radiation oncology is lagging behind hematology oncology, with trainees declining in recent years in radiation oncology; this suggests a de facto ceiling in female representation. Whether such issues as delayed or insufficient exposure, inadequate mentorship, or specialty competitiveness disparately affect female representation in radiation oncology compared to hematology oncology are underexplored and require continued investigation to ensure that the future oncologic physician workforce reflects the diversity of the population it serves.« less

Female Representation in the Academic Oncology Physician Workforce: Radiation Oncology Losing Ground to Hematology Oncology.

PubMed

Ahmed, Awad A; Hwang, Wei-Ting; Holliday, Emma B; Chapman, Christina H; Jagsi, Reshma; Thomas, Charles R; Deville, Curtiland

2017-05-01

Our purpose was to assess comparative female representation trends for trainees and full-time faculty in the academic radiation oncology and hematology oncology workforce of the United States over 3 decades. Simple linear regression models with year as the independent variable were used to determine changes in female percentage representation per year and associated 95% confidence intervals for trainees and full-time faculty in each specialty. Peak representation was 48.4% (801/1654) in 2013 for hematology oncology trainees, 39.0% (585/1499) in 2014 for hematology oncology full-time faculty, 34.8% (202/581) in 2007 for radiation oncology trainees, and 27.7% (439/1584) in 2015 for radiation oncology full-time faculty. Representation significantly increased for trainees and full-time faculty in both specialties at approximately 1% per year for hematology oncology trainees and full-time faculty and 0.3% per year for radiation oncology trainees and full-time faculty. Compared with radiation oncology, the rates were 3.84 and 2.94 times greater for hematology oncology trainees and full-time faculty, respectively. Despite increased female trainee and full-time faculty representation over time in the academic oncology physician workforce, radiation oncology is lagging behind hematology oncology, with trainees declining in recent years in radiation oncology; this suggests a de facto ceiling in female representation. Whether such issues as delayed or insufficient exposure, inadequate mentorship, or specialty competitiveness disparately affect female representation in radiation oncology compared to hematology oncology are underexplored and require continued investigation to ensure that the future oncologic physician workforce reflects the diversity of the population it serves. Copyright © 2017 Elsevier Inc. All rights reserved.

The Relationship between the Levels of Alienation of the Education Faculty Students and Their Attitudes towards the Teaching Profession

ERIC Educational Resources Information Center

Caglar, Caglar

2013-01-01

It was intended in this study to ascertain the relationship between the levels of alienation of the education faculty students, and their attitudes towards the teaching profession. The sample of the research was composed of the 875 students appointed via simple random sampling out of the total population of 2600 of the Education Faculty of…

Role Conflict and Faculty Life Satisfaction.

ERIC Educational Resources Information Center

Olsen, Deborah; Near, Janet P.

1994-01-01

A study of research university faculty in first (n=52) and third (n=47) years of appointment investigated relationships among work and nonwork satisfaction, interdomain conflict, and life satisfaction. Findings indicated that balance and conflict explained variance in life satisfaction beyond that explained by job and nonwork satisfaction. Changes…

Understanding the Professional Life Cycle of Full-Time Non-Tenure Track Teaching Faculty Members

ERIC Educational Resources Information Center

Hayes, Lenora M.

2012-01-01

Full time non-tenure track teaching faculty is a vital part of the instructional functioning of many universities. Charged with teaching most of the classes in many departments, full-time NTTT faculty members help lighten the teaching load of tenure-track faculty members so that they, in turn, are able to engage in more research. However,…

Evolution of faculty affairs and faculty development offices in U.S. medical schools: a 10-year follow-up survey.

PubMed

Sonnino, Roberta E; Reznik, Vivian; Thorndyke, Luanne A; Chatterjee, Archana; Ríos-Bedoya, Carlos F; Mylona, Elza; Nelson, Kathleen G; Weisman, Carol S; Morahan, Page S; Wadland, William C

2013-09-01

To determine how U.S. MD-granting medical schools manage, fund, and evaluate faculty affairs/development functions and to determine the evolution of these offices between 2000 and 2010. In December 2010, the authors invited faculty affairs designees at 131 U.S. MD-granting medical schools to complete a questionnaire developed by the Association of American Medical Colleges Group on Faculty Affairs, based on a 2000 survey. Schools were asked about core functions, budget, staffing, and performance metrics. The authors analyzed the data using descriptive statistics. A total of 111 schools (84.7%) responded. Fifty percent of the offices were established since 2000. Seventy-eight percent reported their top core function as administrative support for appointments, promotions, and tenure, as in 2000. Faculty policies, appointments, databases, governance support, grievance proceedings, management issues, and annual trend analyses continued as major functions. All 11 core functions identified in 2000 remain predominantly provided by central offices of faculty affairs, except support of major leadership searches. Web site communication emerged as a new core function. Similar to 2000, several other offices were responsible for some faculty development functions. Office size and budget correlated positively with size of the faculty and age of the office (P < .05 for all). Thirty-five schools (31.5%) reported formally evaluating their faculty affairs office. The number of faculty affairs offices and their responsibilities have substantially increased since 2000. Most major core functions have not changed. These offices are now an established part of the central administration of most medical schools.

Academic productivity of faculty associated with microsurgery fellowships.

PubMed

Ruan, Qing Zhao; Ricci, Joseph A; Silvestre, Jason; Ho, Olivia A; Lee, Bernard T

2017-09-01

The Hirsch index (h-index) is widely recognized as a reliable measure of academic productivity. While previous studies have applied the h-index to surgical disciplines, none have analyzed microsurgery faculty. This manuscript aims to examine the h-index of microsurgery fellowship faculty to categorize its applicability to microsurgeons as a determinant of academic output. Faculty demographics and institution characteristics were obtained from the American Society of Reconstructive Microsurgery (ASRM) and official program websites. Faculty h-indices were calculated using the Scopus database (Elsevier, USA). Data was assessed using bivariate analysis and multiple linear regression models to determine the relationship between independent variables and total publications, career h-index and 5-year h-index (h5-index) of each faculty. A total of 139 faculties from 22 programs met inclusion criteria. The median faculty age was 44 (IQR 13) and 84.9% of faculty were male. Faculty size, number of years of fellowship existence, number of fellows, FACS memberships, number of free flaps annually, and academic appointment title were significantly associated with the total publications, h-index, and h5-index. Multivariable analysis based on the significant independent variables demonstrated that geographical region and faculty ranks were significantly associated with the h5-index. Variables associated with seniority (age, years of practice after fellowship, and academic appointment) were positively correlated with the h-index. Given the increased use of bibliometrics in academic medicine, these results show that h-index is a viable tool that can be used to assess research productivity among academic microsurgeons. © 2016 Wiley Periodicals, Inc.

Alternatives to Tenure. AAHE-ERIC/Higher Education Research Currents. March 1979.

ERIC Educational Resources Information Center

Linney, Thomas J.

An overview of current literature about alternatives and variations to existing concepts of tenure of faculty is presented. Tenure continues the appointment of faculty until retirement unless there is dismissal for adequate cause or unavoidable termination because of financial exigency or change of institutional program. Academic freedom is…

The Equal Pay Boondoggle

ERIC Educational Resources Information Center

Lester, Richard A.

1975-01-01

Problems of extending the Equal Pay Act to university faculty are examined in light of the complicated market forces and merit systems affecting faculty appointments and salaries. Solutions to the problem are suggested including guidelines for the Wage and Hour Division of the Department of Labor to use in identifying sex discrimination. (JT)

The Coffe Report, 1969.

ERIC Educational Resources Information Center

British Columbia Univ., Vancouver. Faculty of Education.

This report contains the findings of a seven-member faculty commission (to which a student representative was later added) appointed in early 1968 to make proposals for the future development of the Faculty of Education. The introductory chapter places the commission's work in historical perspective, points up priorities, and discusses some issues…

Report on the Representation of Women and Minorities in Texas Public Institutions of Higher Education, 1994-1996.

ERIC Educational Resources Information Center

Texas Higher Education Coordinating Board, Austin.

This document presents two sets of data for Texas public institutions of higher learning: (1) the number of women faculty and (2) enrollment of racial and ethnic minority students. Text summaries and data tables for women include: full-time faculty, including tenured and tenure-track; full-time faculty new hires; full-time faculty promotions;…

The Legal Rights of Tenured and Part-Time Faculty Members in Higher Education.

ERIC Educational Resources Information Center

Corley, Sherie P.

A review of faculty-related court decisions in the areas of status, compensation, and unit determination points out legal rights of part-time and full-time faculty in higher education. These rights have been tested and defined by many court cases. Litigation has occurred about the difference between part-time and full-time faculty. In regard to…

77 FR 74835 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-18

...-time or permanent part-time federal officer or employee, then that individual shall be appointed as a regular Government member of the Council. If the Secretary appoints a person who is not a full- time or permanent part-time federal officer or employee or a member of the Army or Air National Guard, then that...

77 FR 11495 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-02-27

... Secretary of Defense, who are not full-time or permanent part-time Federal employees, shall be appointed to..., except for travel and per diem for official Board-related travel. Each Board member is appointed to... two times annually. b. The Naval War College subcommittee shall be comprised of no more than 10...

Hampton University/American Society for Engineering Education/NASA Summer Faculty Fellowship Program 1986

NASA Technical Reports Server (NTRS)

Spencer, J. H. (Compiler)

1986-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 or 11 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society of Engineering Education supervises the programs. Objectives: (1) To further the professional knowledge of qualified engineering and science faculty members; (2) to stimulate and exchange ideas between participants and NASA; (3) To enrich and refresh the research and teaching activities of participants' institutions; (4) to contribute to the research objectives of the NASA center. Program Description: College or university will be faculty members appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA-Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of general interest or that are directly relevant to the Fellows' research project. The lecturers and seminar leaders will be distinguished scientists and engineers from NASA, education or industry.

1997 NASA-ODU American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program

NASA Technical Reports Server (NTRS)

Tiwari, Surendra N. (Compiler); Young, Deborah B. (Compiler)

1998-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises the programs. Objectives of the program are as follows: (1) To further the professional knowledge of qualified engineering and science faculty members, (2) To stimulate and exchange ideas between participants and NASA; (3) To enrich and refresh the research and teaching activities of participants' institutions; and (4) To contribute to the research objectives of the NASA center. Program description is as follows: College or university faculty members will be appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of interest or that are directly relevant to the Fellows' research topics. The lectures and seminar leaders will be distinguished scientists and engineers from NASA, education, and industry.

2000 NASA-HU American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program

NASA Technical Reports Server (NTRS)

Marable, William P. (Compiler); Murray, Deborah B. (Compiler); Hathaway, Roger A. (Technical Monitor)

2000-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend ten weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises the programs. The objectives are: (1) to further the professional knowledge of qualified engineering and science faculty members; (2) to stimulate and exchange ideas between participants and NASA; (3) to enrich and refresh the research and teaching activities of participants' institutions; and (4) to contribute to the research objectives of the NASA center. College or university faculty members will be appointed as Research Fellows to spend ten weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of interest or that are directly relevant to the Fellows' research topics. The lecture and seminar leaders will be distinguished scientists and engineers from NASA, education, and industry. A list of the abstracts of the presentations is provided.

The 1995 NASA-ODU American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program

NASA Technical Reports Server (NTRS)

Tiwari, Surendra N. (Compiler); Young, Deborah B. (Compiler)

1995-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises the programs. The objectives of this program are: (1) To further the professional knowledge of qualified engineering and science faculty members; (2) To stimulate and exchange ideas between participants and NASA; (3) To enrich and refresh the research and teaching activities of participants' institutions; and (4) To contribute to the research objectives of the NASA center. College or university faculty members will be appointed as Research Fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The Fellow will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of interest or that are directly relevant to the Fellows' research topics. The lectures and seminar leaders will be distinguished scientists and engineers from NASA, education, or industry.

NASA/American Society for Engineering Education (ASEE) Summer Faculty Fellowship Program, 1985

NASA Technical Reports Server (NTRS)

Goglia, G. (Compiler)

1985-01-01

Since 1964, the National Aeronautics and Space Administration (NASA) has supported a program of summer faculty fellowships for engineering and science educators. In a series of collaborations between NASA research and development centers and nearby universities, engineering faculty members spend 10 weeks working with professional peers on research. The Summer Faculty Program Committee of the American Society for Engineering Education supervises the programs. The objectives of this program are: (1) to further the professional knowledge of qualified engineering and science faculty members; (2) to simulate and exchange ideas between participants and NASA; (3) to enrich and refresh the research and teaching activities of participants institutions; and (4) to contribute to the research objectives of the NASA center. College or university faculty members will be appointed as research fellows to spend 10 weeks in cooperative research and study at the NASA Langley Research Center. The fellows will devote approximately 90 percent of the time to a research problem and the remaining time to a study program. The study program will consist of lectures and seminars on topics of general interest or that are directly relevant to the fellows' research project. The lecturers and seminar leaders will be distinguished scientists and engineers from NASA, the educational community, or industry.

A Decade beyond the Doctorate: The Influence of a US Postdoctoral Appointment on Faculty Career, Productivity, and Salary

ERIC Educational Resources Information Center

Yang, Lijing; Webber, Karen L.

2015-01-01

The number of postdoctoral researchers has increased dramatically in the past decade. Because of the limited number of academic staff openings and the general levels of salary, the role and value of the postdoctoral appointment are changing. Using a sample of respondents with continuous data in the 1999 through 2008 "Survey of Doctoral…

An Empirical Study of Faculty Mobility in China

ERIC Educational Resources Information Center

Yan, Guangcai; Yue, Ying; Niu, Menghu

2015-01-01

With the implementation of position appointment and contract system in China, faculty become more mobile than before in this emerging academic market, though in terms of mobility frequency and rate, they are still less active than their counterparts in the West. Using the data collected from 50 renowned research universities throughout China, this…

Concerns, Attitudes, and Abilities of Early-Career Geography Faculty

ERIC Educational Resources Information Center

Solem, Michael N.; Foote, Kenneth E.

2006-01-01

Professional experiences during graduate school through the first few years of an academic appointment shape patterns of work and social behavior that prefigure the long-term success of new faculty members, including prospects for tenure and promotion. We explore these experiences through interviews and surveys with a sample of early-career…

Advancing Engaged Scholarship in Promotion and Tenure: A Roadmap and Call for Reform

ERIC Educational Resources Information Center

O'Meara, KerryAnn; Eatman, Timothy; Petersen, Saul

2015-01-01

Despite the precipitous increase in nontenure-track faculty appointments, the promotion and tenure process continues to operate as a central "motivational and cultural force in the academic lives" of many faculty members. As a part of larger reward systems, the promotion and tenure process reflects institutional values, aspirations,…

77 FR 33445 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-06-06

... subcommittees. Group members appointed by the Secretary of Defense, who are not full-time or permanent part-time... special government employees. In addition, all Group members, with the exception of travel and per diem for official travel, shall serve without compensation. Each Group member is appointed to provide...

77 FR 23467 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-19

... Board deliberations. Board members appointed by the Secretary of Defense, who are not full-time or permanent part-time Federal employees, shall be appointed to serve as experts and consultants under the... addition, they shall serve without compensation, except for travel and per diem for official Board-related...

Faculty Work and Results: Productivity Review, 2000-01.

ERIC Educational Resources Information Center

Oregon Univ., Eugene.

This report describes the roles and productivity of faculty members in the Oregon University System (OUS). Of the 3,199 ranked instructional faculty members in 2000-2001, three-fourths were full time, but the proportion of full-time faculty in the senior ranks and holding tenure has declined since 1995-1996. The proportion of faculty members who…

Perceptions of part-time faculty by chairpersons of undergraduate health education programs.

PubMed

Price, James H; Braun, Robert E; McKinney, Molly A; Thompson, Amy

2011-11-01

In recent years, it has become commonplace for universities to hire part-time and non-tenure track faculty to save money. This study examined how commonly part-time faculty are used in health education and how they are used to meet program needs. The American Association of Health Education's 2009 "Directory of Institutions Offering Undergraduate and Graduate Degree Programs in Health Education" was used to send a three-wave mailing to programs that were not schools of public health (n = 215). Of the 125 departments (58%) that responded, those that used part-time faculty averaged 7.5 part-time faculty in the previous academic year, teaching on average a total of 10 classes per year. A plurality of departments (38%) were currently using more part-time faculty than 10 years ago and 33% perceived that the number of part-time faculty has resulted in decreases in the number of full-time positions. Although 77% of department chairs claimed they would prefer to replace all of their part-time faculty with one full-time tenure track faculty member. As colleges downsize, many health education programs are using more part-time faculty. Those faculty members who take part-time positions will likely be less involved in academic activities than their full-time peers. Thus, further research is needed on the effects of these changes on the quality of health education training and department productivity.

Ethical Climate, Organizational Commitment, and Job Satisfaction of Full-Time Faculty Members

ERIC Educational Resources Information Center

Moore, Heather Louise

2012-01-01

The purpose of this quantitative study was to better understand the relationship of perceived ethical climate on the organizational commitment and job satisfaction of full-time faculty members in institutions of higher education. Full-time faculty members are the forefront employees of any educational institution, and they have a direct impact on…

Herzberg's Theory of Motivation as Applied to Community College Full-Time and Adjunct Online Faculty

ERIC Educational Resources Information Center

Gullickson, Larry

2011-01-01

This study was designed to identify the factors that influence full-time and adjunct faculty perceptions regarding job satisfaction and dissatisfaction. It was also designed to determine if those factors relate differently to full-time and adjunct faculty. It is anticipated that this information will aid administrators in improving morale and…

Contract Faculty in Higher Education. ERIC Digest.

ERIC Educational Resources Information Center

Holub, Tamara

This Digest discusses issues related to full-time, nontenure track, contract college faculty, sometimes called contingent faculty. Recent data from several sources show that the opportunities for tenure are declining, while the numbers of nontenure positions are increasing. Part of the increase in full-time nontenure faculty is due to the decrease…

Overview: 2017 Professionals in Higher Education Salary Report

ERIC Educational Resources Information Center

Bichsel, Jacqueline; McChesney, Jasper

2017-01-01

The "Faculty in Higher Education Survey" collects data from approximately 700 higher education institutions on nearly 250,000 full-time faculty (tenure track and non-tenure track), as well as academic department heads and adjunct (pay-per-course) faculty. Data collected for full-time faculty include: salary, supplemental salary and…

Training Future Generations of Mental Health Researchers: Devising Strategies for Tough Times

PubMed Central

Reynolds, Charles F.; Pilkonis, Paul A.; Kupfer, David J.; Dunn, Leslie; Pincus, Harold A.

2009-01-01

Objective The authors describe a junior faculty scholars program in a large academic department of psychiatry, designed to reduce attrition during the high-risk period of transition from post-doctoral fellowship to receipt of the first extramural research award. Method Scholars receive 25% salary support for two years to enable their participation in a research survival skills practicum, mentored collection of pilot data, preparation of manuscripts for peer-reviewed publication, and submission of K23 and K01 proposals. Results Of 22 junior faculty scholars appointed during the period of 1999–2004, 17 have submitted K award proposals. All were funded on either the first or second submission Conclusions A program for junior faculty scholars can provide support for successfully navigating the critical and often difficult transition from post-doctoral fellowship to junior faculty. The program is expanding its efforts to assist K awardees in moving successfully along the developmental continuum (e.g., successful submission of R01, development of mentoring skills). PMID:17344458

76 FR 20342 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2011-04-12

... Defense, who are not full-time or permanent part-time federal employees, shall be appointed as experts and... Secretary of Defense shall renew their appointments on an annual basis. With the exception of travel and per diem for official travel, Board members shall serve without compensation. The Assistant Secretaries of...

77 FR 782 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-01-06

... annual renewals. Board members appointed by the Secretary of Defense, who are not full-time or permanent part-time Federal officers or employees, shall be appointed to serve as experts and consultants under... exception of travel and per diem for official travel, Board members shall serve without compensation. Board...

77 FR 75414 - Establishment of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-20

... duration of the Panel, with annual renewals of appointments. Panel members, who are not full-time or permanent part- time Federal officers or employees, shall be appointed to serve as experts or consultants... conflict of interest. With the exception of travel and per diem for travel related to the Panel, members of...

77 FR 22292 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-13

... Defense, and their appointments will be renewed on an annual basis. Board members who are not full-time or permanent part-time Federal employees, shall be appointed to serve as experts and consultants under the... Board's Chairperson and Vice Chairperson from the total Board membership. With the exception of travel...

77 FR 22291 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-13

... Chairperson. Board members appointed by the Secretary of Defense, who are not full-time or permanent part-time... shall serve as special government employee members. With the exception of travel and per diem for official travel, Board members shall serve without compensation. All Board members are appointed to provide...

Agreement between the County of Schenectady and the Schenectady Community College Faculty Association covering the period from September 1, 1972-August 31, 1975.

ERIC Educational Resources Information Center

Schenectady County Community Coll., Schenectady, NY.

This agreement between the County of Schenectady and the Schenectady Community College Faculty Association covers the period September 1, 1972 to August 31, 1975. Articles cover definitions; recognition; management responsibilities; dues deduction; public documents; employment policy; continuing and career appointments; consideration for…

Postdoctoral Positions and Career Growth

NASA Astrophysics Data System (ADS)

Manka, R. H.

2001-12-01

Career choices begin to diverge at the time the doctorate is received. A variety of career options are available to pursue including positions in academia, government, and industry as well as non-traditional services. A postdoctoral appointment is worth considering as preparation for a career in academia or basic research. The postdoctoral appointment can expand the recent graduate's background and broaden their scientific perspective and reputation. Postdoctoral experience may even be essential to be competitive for some faculty and research laboratory appointments. However, there is a wide range of postdoctoral choices to consider. There are many opportunities for postdoctoral appointments in universities, and emerging opportunities in some corporate laboratories. We will mention opportunities in federal laboratories such as the National Research Council programs in NASA, NOAA, EPA, and the Dept. of Defense, which are open to U.S. citizens and in some cases to non-U.S. applicants, to pursue research in all areas of the Earth and space sciences. And there are exciting new interdisciplinary programs such as the NASA Astrobiology Institute, as well as international opportunities including the von Humboldt fellowships in Germany and similar programs elsewhere in Europe, Japan, and other countries.

Part-Time Faculty Satisfaction at Two-Year Public Postsecondary Institutions: A Comparison of Involuntary Part-Time, Voluntary Part-Time, and Full-Time Faculty

ERIC Educational Resources Information Center

Kinchen, Nancy Huval

2010-01-01

Part-time faculty members represent the majority of faculty at public two-year postsecondary institutions. Utilizing part-time faculty enables two-year institutions to control their instructional costs and maintain scheduling flexibility. However, part-time faculty are diverse in regards to their employment preference, some prefer part-time…

[The Appointment of Paediatric Professorships in the Soviet Occupation Zone and the early GDR. The Impact of the Political System Change after 1945].

PubMed

Hinz-Wessels, Annette

2016-01-01

This paper examines the impact of the political system change after 1945 on the appointment of paediatric professorships in the Soviet Occupation Zone and the GDR up until the time the Wall was built in 1961. It can be demonstrated that the political purge in the post-war period had only minor impact on the appointment of professorships and the National Socialist past no longer mattered after the conclusion of denazification. In 1957, the proportion of former NSDAP members among East German university professors of paediatrics was 100 per cent. When it came to new appointments, both members of the "bourgeois" academic non-professorial teaching staff from the GDR as well as paediatricians from West Germany, who had largely gained their scientifically qualifications under National Socialism, were in the running. A politically-controlled elite exchange did not take place until the construction of the Wall. State and party organs generally followed the personnel proposals of the universities since an insufficient number of qualified candidates was available for the systematic appointment of ,,progressive" paediatricians. Given the lack of staff, the SED personnel policy was aimed at the integration of previous elites, as long as they behaved loyally towards the new state. Since the East German faculties continued to make the questioning of the professionally competent professors in West Germany and East Germany the basis for their appointment lists, West German university paediatricians were able to exert considerable influence on the appointment of East German paediatric professorship until 1960s.

Academic Status for Medical School Librarians *

PubMed Central

Brandon, Alfred N.

1970-01-01

Results of a survey conducted indicate that most medical schools grant academic status in some degree to their professional librarians. Faculty appointments and benefits are not always awarded. In order to upgrade the stature and effectiveness of the medical school librarian in relation to his institution and to the teaching faculty, his having faculty status is desirable. It is the medical school's responsibility to grant faculty status to librarians who possess necessary qualifications; likewise, it is the responsibility of the medical school librarian to merit faculty rank on a basis with other teaching faculty. In three new medical schools, the library is considered an academic department, and other schools are considering such designation. PMID:5411702

Factors that Predict Full-Time Community College Faculty Engagement in Online Instruction

ERIC Educational Resources Information Center

Akroyd, Duane; Patton, Bess; Bracken, Susan

2013-01-01

This study is a secondary quantitative analysis of the 2004 National Study of Postsecondary Faculty (NSOPF) data. It examines the ability of human capital, intrinsic rewards, extrinsic rewards, and gender/race demographics to predict full-time community college faculty teaching on-line courses. Findings indicate that those faculty with higher…

The perceived organizational impact of the gender gap across a Canadian department of medicine and proposed strategies to combat it: a qualitative study.

PubMed

Pattani, Reena; Marquez, Christine; Dinyarian, Camellia; Sharma, Malika; Bain, Julie; Moore, Julia E; Straus, Sharon E

2018-04-10

Despite the gender parity existing in medical schools for over three decades, women remain underrepresented in academic medical centers, particularly in senior ranks and in leadership roles. This has consequences for patient care, education, research, and workplace culture within healthcare organizations. This study was undertaken to explore the perspectives of faculty members at a single department of medicine on the impact of the existing gender gap on organizational effectiveness and workplace culture, and to identify systems-based strategies to mitigate the gap. The study took place at a large university department of medicine in Toronto, Canada, with six affiliated hospitals. In this qualitative study, semi-structured individual interviews were conducted between May and September 2016 with full-time faculty members who held clinical and university-based appointments. Transcripts of the interviews were analyzed using thematic analysis. Three authors independently reviewed the transcripts to determine a preliminary list of codes and establish a coding framework. A modified audit consensus coding approach was applied; a single analyst reviewed all the transcripts and a second analyst audited 20% of the transcripts in each round of coding. Following each round, inter-rater reliability was determined, discrepancies were resolved through discussion, and modifications were made as needed to the coding framework. The analysis revealed faculty members' perceptions of the gender gap, potential contributing factors, organizational impacts, and possible solutions to bridge the gap. Of the 43 full-time faculty members who participated in the survey (29 of whom self-identified as female), most participants were aware of the existing gender gap within academic medicine. Participants described social exclusion, reinforced stereotypes, and unprofessional behaviors as consequences of the gap on organizational effectiveness and culture. They suggested improvements in (1) the processes for recruitment, hiring, and promotion; (2) inclusiveness of the work environment; (3) structures for mentorship; and (4) ongoing monitoring of the gap. The existing gender gap in academic medicine may have negative consequences for organizational effectiveness and workplace culture but many systems-based strategies to mitigate the gap exist. Although these solutions warrant rigorous evaluation, they are feasible to institute within most healthcare organizations immediately.

"Mainstreaming" the Part-Time Faculty: Issue or Imperative?

ERIC Educational Resources Information Center

Albert, Louis S.; Watson, Rollin J.

Controversy over the widespread use of part-time faculty, as well as related legal and administrative problems, calls for a mainstreaming of part-time faculty into the academic process of an institution. Faculty unions claim increased utilization of part-time instructors undermines full-time faculty benefits and exploits part-time teachers.…

Characteristics of Illinois Public Community College Faculty and Staff, Fall Term 1984.

ERIC Educational Resources Information Center

Illinois Community Coll. Board, Springfield.

Data on Illinois community college faculty and staff characteristics are presented and analyzed in this report for fall 1984. Tables provide statistics on faculty and staff employment classification by college; full-time employment classification by sex and ethnic origin; full-time teaching faculty by highest degree held, age, sex, tenure status,…

Recruitment and Retention of Full-Time Engineering Faculty, Fall 1980. Higher Education Panel Report Number 52.

ERIC Educational Resources Information Center

Atelsek, Frank J.; Gomberg, Irene L.

The extent of faculty vacancies in colleges of engineering, the effects of such vacancies upon research and instructional programs, and the nature of the competition between academia and industry in hiring engineering faculty were surveyed. The focus is on permanent full-time faculty positions in the following major engineering fields:…

Work-life policies for Canadian medical faculty.

PubMed

Gropper, Aaron; Gartke, Kathleen; MacLaren, Monika

2010-09-01

This study aims to catalogue and examine the following work-life flexibility policies at all 17 Canadian medical schools: maternity leave, paternity leave, adoption leave, extension of the probationary period for family responsibilities, part-time faculty appointments, job sharing, and child care. The seven work-life policies of Canadian medical schools were researched using a consistent and systematic method. This method involved an initial web search for policy information, followed by e-mail and telephone contact. The flexibility of the policies was scored 0 (least flexible) to 3 (most flexible). The majority of policies were easily accessible online. Work-life policies were scored out of 3, and average policy scores ranged from 0.47 for job sharing to 2.47 for part-time/work reduction. Across schools, total scores ranged from 7 to 16 out of 21. Variation in scores was noted for parenting leave and child care, whereas minimal variation was noted for other policies. Canadian medical schools are committed to helping medical faculty achieve work-life balance, but improvements can be made in the policies offered at all schools. Improving the quality of work flexibility policies will enhance working conditions and job satisfaction for faculty. This could potentially reduce Canada's loss of talented young academicians.

Part-Time and Full-Time Faculty Conceptualizations of Academic Community: A Case Study

ERIC Educational Resources Information Center

Sam, Cecile H.

2012-01-01

The poor work environment for part-time faculty in higher education is a topic that has been receiving more attention as the professoriate moves away from full-time tenure-track positions. In community colleges, the use of part-time faculty is even more prevalent. However, there are institutions that have been trying to create better work…

A Full-Time Dilemma: Examining the Experiences of Part-Time Faculty

ERIC Educational Resources Information Center

Kimmel, Krista M.; Fairchild, Jennifer L.

2017-01-01

Part-time faculty now account for more than half of all faculty in American colleges and universities. Existing scholarship primarily has focused on the teaching effectiveness of part-time faculty. In this exploratory study, the authors employ a qualitative approach to examine the perspectives of part-time faculty members at a public, regional…

A multifaceted program to encourage medical students' research.

PubMed

Zier, K; Stagnaro-Green, A

2001-07-01

Clinician-scientists are important members of a research community that has more opportunities than ever before to solve problems important to patients. Nevertheless, the number of physicians applying for and receiving grants from the National Institutes of Health (NIH) has dropped. Introducing medical students to research and relevant support mechanisms early in their education may help to reverse this trend. In 1995, the Mount Sinai School of Medicine created its Office of Student Research Opportunities (OSRO) to stimulate students to engage in research. It also appointed a new dean to direct the OSRO; the person who filled this new position was a senior faculty member involved in patient-oriented research. The OSRO advises students, identifies faculty who want to mentor students, sponsors the Distinction in Research program, organizes an annual research day, helps fund summer and full-time research, and has created an endowment to support student travel to national meetings. Between 1997 and 2000 the number of students who participated in the research day increased from 18 to 74, and the number of publications by the graduating classes increased from 34 to 58 between 1997 and 1999. Participants have presented both basic and clinical projects. The authors' experience has shown that medical students can be motivated to carry out research with appropriate encouragement from the administration and the faculty, something that may help to reverse a troubling national trend. Based upon these early successes, Mount Sinai is developing a novel five-year program to provide medical students with research training.

Increasing women's leadership in academic medicine: report of the AAMC Project Implementation Committee.

PubMed

Bickel, Janet; Wara, Diane; Atkinson, Barbara F; Cohen, Lawrence S; Dunn, Michael; Hostler, Sharon; Johnson, Timothy R B; Morahan, Page; Rubenstein, Arthur H; Sheldon, George F; Stokes, Emma

2002-10-01

The AAMC's Increasing Women's Leadership Project Implementation Committee examined four years of data on the advancement of women in academic medicine. With women comprising only 14% of tenured faculty and 12% of full professors, the committee concludes that the progress achieved is inadequate. Because academic medicine needs all the leaders it can develop to address accelerating institutional and societal needs, the waste of most women's potential is of growing importance. Only institutions able to recruit and retain women will be likely to maintain the best housestaff and faculty. The long-term success of academic health centers is thus inextricably linked to the development of women leaders. The committee therefore recommends that medical schools, teaching hospitals, and academic societies (1) emphasize faculty diversity in departmental reviews, evaluating department chairs on their development of women faculty; (2) target women's professional development needs within the context of helping all faculty maximize their faculty appointments, including helping men become more effective mentors of women; (3) assess which institutional practices tend to favor men's over women's professional development, such as defining "academic success" as largely an independent act and rewarding unrestricted availability to work (i.e., neglect of personal life); (4) enhance the effectiveness of search committees to attract women candidates, including assessment of group process and of how candidates' qualifications are defined and evaluated; and (5) financially support institutional Women in Medicine programs and the AAMC Women Liaison Officer and regularly monitor the representation of women at senior ranks.

Salaries and Tenure of Instructional Faculty in Institutions of Higher Education 1974-75.

ERIC Educational Resources Information Center

Beazley, Richard M.

Data are presented on the salaries and tenure of full-time instructional faculty collected for 1974/75. Findings include: (1) mean salaries of full-time instructional faculty on 9- to 10-month contracts increased by 12.7 percent between 1972-73 and 1974-75, while those of instructional faculty on 11- to 12-month contracts increased by 13.2…

The utilization of the seven principles for good practices of full-time and adjunct faculty in teaching health & science in community colleges

NASA Astrophysics Data System (ADS)

Musaitif, Linda M.

Purpose. The purpose of this study was to determine the degree to which undergraduate full-time and adjunct faculty members in the health and science programs at community colleges in Southern California utilize the seven principles of good practice as measured by the Faculty Inventory of the Seven Principles for Good Practice in Undergraduate Education. A second purpose was to compare degree of utilization for gender and class size. Methodology. This is a quantitative study wherein there exists a systematic and mathematical assessment of data gathered through the use of a Likert scale survey to process and determine the mathematical model of the use of the principles by the target population of both full-time and adjunct faculty of health/science programs of community colleges in Southern California. Findings. Examination of the data revealed that both full-time and adjunct faculty members of Southern California community colleges perceive themselves a high degree of utilization of the seven principles of good practice. There was no statistically significant data to suggest a discrepancy between full-time and adjunct professors' perceptions among the utilization of the seven principles. Overall, male faculty members perceived themselves as utilizing the principles to a greater degree than female faculty. Data suggest that faculty with class size 60 or larger showed to utilize the seven principles more frequently than the professors with smaller class sizes. Conclusions. Full-time and adjunct professors of the health and sciences in Southern California community colleges perceive themselves as utilizing the seven principles of good practice to a high degree. Recommendations. This study suggests many recommendations for future research, including the degree to which negative economic factors such as budget cuts and demands affect the utilization of the seven principles. Also recommended is a study comparing students' perceptions of faculty's utilization of the seven principles of good practice in the classroom with faculty's self-perception.

A Faculty Development Needs Assessment of Noncredit Instruction.

ERIC Educational Resources Information Center

Sorcinelli, Mary Deane; Willis, Barry

Perceptions of Indiana University teachers of noncredit courses for adults and implications for faculty development programming were assessed. Of the 26 randomly selected instructors from the nine regional campuses, 73 percent identified their full-time occupation as being business-related, 19 percent were part- or full-time faculty, and 8 percent…

The ASIBS Short Course: A unique strategy for increasing statistical competency of junior investigators in academic medicine.

PubMed

Benn, Emma K T; Tu, Chengcheng; Palermo, Ann-Gel S; Borrell, Luisa N; Kiernan, Michaela; Sandre, Mary; Bagiella, Emilia

2017-08-01

As clinical researchers at academic medical institutions across the United States increasingly manage complex clinical databases and registries, they often lack the statistical expertise to utilize the data for research purposes. This statistical inadequacy prevents junior investigators from disseminating clinical findings in peer-reviewed journals and from obtaining research funding, thereby hindering their potential for promotion. Underrepresented minorities, in particular, confront unique challenges as clinical investigators stemming from a lack of methodologically rigorous research training in their graduate medical education. This creates a ripple effect for them with respect to acquiring full-time appointments, obtaining federal research grants, and promotion to leadership positions in academic medicine. To fill this major gap in the statistical training of junior faculty and fellows, the authors developed the Applied Statistical Independence in Biological Systems (ASIBS) Short Course. The overall goal of ASIBS is to provide formal applied statistical training, via a hybrid distance and in-person learning format, to junior faculty and fellows actively involved in research at US academic medical institutions, with a special emphasis on underrepresented minorities. The authors present an overview of the design and implementation of ASIBS, along with a short-term evaluation of its impact for the first cohort of ASIBS participants.

Reversing Course in Pennsylvania Higher Education: The Two Tiers in Faculty Pay and Benefits and a Way Forward

ERIC Educational Resources Information Center

Brill, Deidre; Herzenberg, Stephen

2010-01-01

Over the last generation, the instructional staffing system in U.S. higher education has experienced a significant reduction in the proportion of jobs for full-time tenured and tenure-track faculty members and a dramatic growth in "contingent" instructors--full-time non tenure track, part-time/adjunct faculty and graduate employees.…

Moving the Enemy: Operational Art in the Chinese PLA’s Huai Hai Campaign (Leavenworth Paper, Number 22)

DTIC Science & Technology

2003-01-01

Nationalist commanders such as Huang Wei , who commanded the Nationalist Twelfth Army during the campaign. I also traveled to Xuzhou, the main city in the...faculty. CCP members are appointed to important administrative positions within the Huangpu Military Academy and attend as students. 1925 Sun Yat-sen...Twelfth Army], Huang Wei commanding, have been drawn into the Tongbai Mountains by the CPFA 2d and 6th columns and local forces. For quite some time

Career Benchmarks From the Burroughs Wellcome Fund's Early Faculty Career Development Awards.

PubMed

McGovern, Victoria; Kramarik, Jean; Wilkins, Gary

2013-11-01

Documenting the career characteristics of a highly selective group of researchers provides some insight into how a successful career begins. This knowledge is of value to early-career faculty and those who evaluate them, as well as trainees who aspire to the professoriate and those who educate them. In 2010, the authors extracted information by hand from the curricula vitae of 196 basic scientists who have been supported by the Burroughs Wellcome Fund's early faculty career development programs from 1982 to 2010. Data were collected on awardees' education, awards and honors, funding, promotion, publication, service, and training activities. The end point for data was December 2010. Analyses quantified participants' time to terminal degree, faculty appointment, and first R01; determined their publication productivity; and calculated their rates of training graduate students and postdoctoral fellows. This group moved into jobs and gained first R01s faster than average. Surprisingly, those who train the most students and fellows do not publish the most. Women and men trained different numbers of undergraduates, PhDs, and postdocs. Women awardees had fewer publications on average than men. Researchers who are highly competitive at the early faculty career stage have generally been both timely in their arrival at important benchmarks and productive in terms of their scientific output. Newly trained researchers and the people and institutions that train them share responsibility for attaining expeditious progress, developing a substantial track record, and staking out fertile intellectual ground from which to grow an independent faculty career.

Nursing and midwifery students' perceptions of instructors' unethical behaviors.

PubMed

Rafiee, Ghazanfar; Moattari, Marzieh

2013-05-01

Although nursing faculties may believe that they possess a core of knowledge about ethical interactions with students, they may unwittingly risk crossing an ethical boundary in the learning environment. The ethical dimension in education exists because the instructor has authority to contribute to or impede the students' acquisition of knowledge. Therefore, this study aimed to determine the views of Iranian baccalaureate nursing and midwifery students regarding the occurrence rate of their faculties' unethical behaviors. In this study, 115 subjects, including 61 nursing and 54 midwifery students, completed a questionnaire (response rate = 67.6%). The questionnaire consisted of demographic data and 27 short statements which described the faculties' unethical behaviors. Reliability of instrument was confirmed (0.92) using Cronbach-Alpha. Delaying in announcing the exam results (40%), lack of a positive learning environment (35.7%), failure to keep regularly scheduled office appointments (35.7%), and failure to update lecture notes when teaching a course (31.3%) were reported by the students as the main faculties' unethical behaviors. Data analysis confirmed that there were no statistically significant differences between nursing and midwifery students' responses (the two-tailed t-test was not significant at alpha 0.05 levels; P > 0.05). The study findings suggest that more emphasis should be put on faculties being accessible for consultation out of class time, announcing the exam results in a timely manner, and creating a positive learning environment.

Faculty appointments and the record of scholarship

PubMed Central

2013-01-01

Academic review committees would benefit from more details about the contributions made by individual researchers to papers with multiple authors, and also from more information about other types of scholarly communication. PMID:23326644

A Comparative Study of Piano Curricula in Egypt and the USA (with Specific Reference to the School of Music at the University of Illinois)

ERIC Educational Resources Information Center

Eid, Sahar Abdel Moneim Hanafy

2010-01-01

This research draws a comparison between the School of Music at the University of Illinois, USA and the Faculty of Music Education at Helwan University in Cairo, Egypt (the researcher's academic appointment is at Menofia University, but she teaches on the faculty of Helwan University). The research answers two important questions: (1) What…

Where Are They? A Multilens Examination of the Distribution of Full-Time Faculty by Institutional Type, Race/Ethnicity, Gender, and Citizenship

ERIC Educational Resources Information Center

Smith, Daryl G.; Tovar, Esau; Garcia, Hugo A.

2012-01-01

This study provides a multilens examination of the diversity of full-time faculty in the United States across 11 institutional types derived from Carnegie classifications, by the intersection of race/ethnicity, citizenship, and gender and to make comparisons across time. Whereas few other studies have assessed faculty diversity for the for-profit…

Flexibility in faculty work-life policies at medical schools in the Big Ten conference.

PubMed

Welch, Julie L; Wiehe, Sarah E; Palmer-Smith, Victoria; Dankoski, Mary E

2011-05-01

Women lag behind men in several key academic indicators, such as advancement, retention, and securing leadership positions. Although reasons for these disparities are multifactorial, policies that do not support work-life integration contribute to the problem. The objective of this descriptive study was to compare the faculty work-life policies among medical schools in the Big Ten conference. Each institution's website was accessed in order to assess its work-life policies in the following areas: maternity leave, paternity leave, adoption leave, extension of probationary period, part-time appointments, part-time benefits (specifically health insurance), child care options, and lactation policy. Institutions were sent requests to validate the online data and supply additional information if needed. Each institution received an overall score and subscale scores for family leave policies and part-time issues. Data were verified by the human resources office at 8 of the 10 schools. Work-life policies varied among Big Ten schools, with total scores between 9.25 and 13.5 (possible score: 0-21; higher scores indicate greater flexibility). Subscores were not consistently high or low within schools. Comparing the flexibility of faculty work-life policies in relation to other schools will help raise awareness of these issues and promote more progressive policies among less progressive schools. Ultimately, flexible policies will lead to greater equity and institutional cultures that are conducive to recruiting, retaining, and advancing diverse faculty.

Administrative relationships between medical schools and community preceptors.

PubMed

Walling, A D; Sutton, L D; Gold, J

2001-02-01

To determine the current administrative relationships between medical schools and community preceptors, with special emphasis on arrangements for academic appointment, review, and promotion. In 1999, administrative contacts at all 126 U.S. allopathic medical schools were mailed a ten-item questionnaire to elicit information concerning the current practices of the schools regarding community preceptors, who were defined as volunteer or part-time physician faculty, primarily practicing at non-university-owned facilities, who contribute to medical students' and/or residents' education in various specified ways. Responses were received from 71 (56%) of the schools; they were in general a representative sample of U.S. medical schools. The numbers of preceptors per school ranged from 40 to 3,500. Sixty-seven percent of reporting schools identified clinical departments as the main administrative interface with preceptors. Only three schools used a central office; none exclusively used a regionalized system. Forty-four schools (63.8%) reported using formal written criteria for all preceptor appointments. Sixty-six schools (93%) used consistent academic titling systems, with 83.3% using titles including the word "clinical." Thirty-three schools (47.8%) reported that their departments conducted regular preceptor reviews; an additional 28 reported reviews by some departments. Preceptors were eligible for promotion at 94.4% of the responding schools. At 46.8%, specific promotion criteria exist; four schools were developing such criteria. Preceptors' interest in academic promotion was perceived to be moderate or low. A substantial proportion of U.S. medical schools have taken action to recognize preceptors as a unique faculty group. The comments received indicate that this is an active area of development in faculty affairs policy.

Clinical track faculty: merits and issues.

PubMed

Lee, Won-Hee; Kim, Cho Ja; Roh, Young Sook; Shin, Hyunsook; Kim, Mi Ja

2007-01-01

Clinical track faculty (CTF) has been in operation for more than two decades in the United States, and 12 of the top 20 schools of nursing with the highest National Institutes of Health funding in the United States have CTF in place. Yet, only limited articles have been published regarding the merits and issues related to its operation. This article examines the advantages/merits of establishing CTF in schools of nursing, discusses the qualification criteria and types of appointment for CTF, and analyzes issues related to operating CTF in Korea. A questionnaire survey and two workshops were conducted involving faculty from a college of nursing and clinical nurse managers from university-affiliated medical centers and community agencies. Most of the respondents indicated that establishing CTF was advantageous. Merits included the following: increasing reality-based clinical education and training; decreasing the reality shock of students; increasing student satisfaction; and linking education, practice, and research more effectively. Major issues were as follows: getting the approval of medical centers/universities; developing an agreement on CTF operation between the college of nursing and clinical agencies; clarifying types and criteria of appointment and promotion; and developing a statement on role and compensation policies. Most issues are similar to what U.S. schools of nursing have faced, except for the first one. In conclusion, establishing CTF in Korea appears to be highly desirable. Merits outweigh issues/concerns, and Korean nursing schools may look for an opportune time for obtaining the approval of medical centers/universities. Nursing schools in other countries that face a similar challenge of providing clinical teaching with high research performance may consider instituting CTF.

76 FR 21710 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2011-04-18

... the Secretary of Defense, who are not full-time Federal officers or employees, shall be appointed as... their appointments shall be renewed on an annual basis. With the exception of travel and per diem for official travel, Board members shall serve without compensation. The Secretary of Defense authorizes the...

Faculty Salaries in the California Community Colleges: 1982-83 Academic Year. Commission Report 83-27.

ERIC Educational Resources Information Center

California State Postsecondary Education Commission, Sacramento.

In response to a legislative directive, this report provides salary information on part- and full-time faculty in California's community colleges. Introductory material reviews the history and preparation of the salary report. Part 1 deals with full-time faculty, including tables showing: (1) salary schedules for the University of California (UC),…

An Examination of Job Satisfaction among Full-Time Faculty in a Selected Mississippi Community College

ERIC Educational Resources Information Center

Arnold, Dana Martin

2017-01-01

The purpose of this study was to survey the levels of job satisfaction among full-time faculty members at a selected Mississippi community college using the constructs of Herzberg's Motivation-Hygiene Theory as defined by Wood (1973). The researcher used Wood's 1976 refined Faculty Job Satisfaction/Dissatisfaction Scale to discover the…

A Mating of Tarantulas

ERIC Educational Resources Information Center

Lewis, Robert L.

1978-01-01

The role of the trustee in interinstitutional cooperation is discussed. Benefits include: plant facilities sharing, joint credit unions, library exchange, joint health care facilities, joint counseling, joint apprenticeship programs, cross registration, faculty exchange joint appointments, etc. (Author/LBH)

Inclusion of Part-Time Faculty for the Benefit of Faculty and Students

ERIC Educational Resources Information Center

Meixner, Cara; Kruck, S. E.; Madden, Laura T.

2010-01-01

The new majority of faculty in today's colleges and universities are part-time, yet sizable gaps exist in the research on their needs, interests, and experiences. Further, the peer-reviewed scholarship is largely quantitative. Principally, it focuses on the utility of the adjunct work force, comparisons between part-time and full-time faculty, and…

Balancing Optimal Assessment with Part-Time Faculty Participation: A Discipline's Dilemma

ERIC Educational Resources Information Center

Danley-Scott, Jennifer; Tompsett-Makin, Deborah

2013-01-01

Part-time faculty need to be brought into the student learning outcomes assessment loop not only to help accreditation, but because they, like full-time faculty, can benefit from assessment. When part-time faculty are not participating in assessment, a sizable percentage of courses are being less effectively taught than they could be. In an…

The Academic RVU: Ten Years Developing a Metric for and Financially Incenting Academic Productivity at Oregon Health & Science University.

PubMed

Ma, O John; Hedges, Jerris R; Newgard, Craig D

2017-08-01

Established metrics reward academic faculty for clinical productivity. Few data have analyzed a bonus model to measure and reward academic productivity. This study's objective was to describe development and use of a departmental academic bonus system for incenting faculty scholarly and educational productivity. This cross-sectional study analyzed a departmental bonus system among emergency medicine academic faculty at Oregon Health & Science University, including growth from 2005 to 2015. All faculty members with a primary appointment were eligible for participation. Each activity was awarded points based on a predetermined education or scholarly point scale. Faculty members accumulated points based on their activity (numerator), and the cumulative points of all faculty were the denominator. Variables were individual faculty member (deidentified), academic year, bonus system points, bonus amounts awarded, and measures of academic productivity. Data were analyzed using descriptive statistics, including measures of variance. The total annual financial bonus pool ranged from $211,622 to $274,706. The median annual per faculty academic bonus remained fairly constant over time ($3,980 in 2005-2006 vs. $4,293 in 2014-2015), with most change at the upper quartile of academic bonus (max bonus $16,920 in 2005-2006 vs. $39,207 in 2014-2015). Bonuses rose linearly among faculty in the bottom three quartiles of academic productivity, but increased exponentially in the 75th to 100th percentile. Faculty academic productivity can be measured and financially rewarded according to an objective academic bonus system. The "academic point" used to measure productivity functions as an "academic relative value unit."

The Strategic Value of Succession Planning for Department Chairs.

PubMed

Rayburn, William; Grigsby, Kevin; Brubaker, Linda

2016-04-01

Most faculty who aspire to be department chairs are unaware of succession processes at their institution. This Commentary highlights the importance of succession planning, emphasizing the general need for transparency. Succession planning provides institutional leaders the opportunity to optimize, renew, and revitalize their organization by ensuring successful leadership transitions. In contrast to leadership pathways in the military, corporate business, and hospital administration, planned succession of medical school department chairs has received little attention. Different approaches to succession planning are essential for emergency and planned transitions. Emergency succession plans should be in place at all times, regularly revisited, and modified as needed. Department chairs should begin considering their planned succession between one and five years after their initial appointment. The succession discussion between a chair and medical school dean requires cautious, thoughtful, and open discussions. Intradepartmental annual faculty performance evaluations permit the chair to mentor potential successors in acquiring future-oriented, institution-based leadership qualities necessary to be considered for a future department chair position. If health and time permit, the successful chair should remain in his or her current position until a successor is named or, preferably, is in place. Appointment of an interim chair as part of succession planning can be useful for on-the-job training of an internal candidate, yet awkwardness might ensue if there is more than one internal candidate.Succession development offers the great advantage of maintaining smooth organizational performance while optimizing talent management and exploring opportunities for transitioning individuals into leadership roles.

77 FR 46426 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-03

... full-time or permanent part-time federal officers or employees, shall be appointed under the authority... the exception of travel and per diem for official travel, shall serve without compensation. Each... consultants to provide special expertise to the Committee. These consultants, if not full-time or part-time...

Factors Associated with Veterinary Clinical Faculty Attrition.

PubMed

Furr, Martin

Faculty attrition and recruitment for veterinary clinical faculty positions have been reported as significant problems in veterinary medical education. To investigate the factors that may be important in veterinary clinical faculty retention, the perceptions and views of veterinary clinical academic faculty were determined using a web-distributed electronic survey. Responses were dichotomized by whether the respondent had or had not left an academic position and were analyzed for their association with faculty attrition. A total of 1,226 responses were recorded, and results demonstrated that factors other than compensation were associated with veterinary clinical faculty attrition, including departmental culture, work-life balance, and recognition and support of clinical medicine by the administration. Forty-four percent of respondents who had held a faculty appointment reported leaving academia either voluntarily or for non-voluntary reasons such as failure to achieve tenure, retirement, or having their position closed. Attention to correcting deficiencies in workplace culture and professional rewards could be a beneficial means by which to decrease the faculty attrition rates currently observed in clinical academic veterinary medicine.

An Examination of the Teaching Strategies Practiced by the Full-Time Teaching Faculty at Manatee Junior College.

ERIC Educational Resources Information Center

Raines, Roy H.

A random sample (n=25) of full-time faculty at Manatee Junior College (Florida) were surveyed by open-ended questionnaire to determine what instructional techniques were being used and to ascertain if the faculty had acquired minimal training in teaching methods and learning theories. A total of 16 different teaching strategies were identified. Of…

Part-Time Community-College Faculty and the Desire for Full-Time Tenure-Track Positions: Results of a Single Institution Case Study

ERIC Educational Resources Information Center

Jacoby, Dan

2005-01-01

According to data derived from a community-college survey in the state of Washington, the majority of part-time faculty prefer full-time work. Using a logit regression analysis, the study reported in this paper suggests that typical part-timers enter their part-time teaching situations with the intent of becoming full-time, but gradually become…

Work, work environments and other factors influencing nurse faculty intention to remain employed: a cross-sectional study.

PubMed

Tourangeau, Ann; Saari, Margaret; Patterson, Erin; Ferron, Era Mae; Thomson, Heather; Widger, Kimberley; MacMillan, Kathleen

2014-06-01

Given the role nurse faculty have in educating nurses, little is known about what influences their intention to remain employed (ITR) in academic settings. Findings from a nurse faculty survey administered to test a conceptual model of factors hypothesized as influencing nurse faculty ITR are reported. A cross-sectional survey design was employed. We included colleges and universities in Ontario, Canada. The population of Ontario nurse faculty who reported being employed as nurse faculty with the College of Nurses of Ontario (Canada) was included. Of the 1328 nurse faculty who were surveyed, 650 participated. Participants completed a questionnaire with measures of work, work environment, job satisfaction, burnout and ITR. Regression analyses were conducted to test the model. Ten of 26 independent variables explained 25.4% of variance in nurse faculty ITR for five years. These variables included: proximity to retirement, quality of relationships with colleagues, being employed full time, having dependents, satisfaction with work-life balance, quality of education, satisfaction with job status, access to financial support for education from organization, access to required human resources and being unionized. Although not all influencing factors are modifiable, academic leadership should develop strategies that encourage nurse faculty ITR. Strategies that support collegial relationships among faculty, increase the number of full time positions, promote work-life balance, engage faculty in assessing and strengthening education quality, support faculty choice between full-time and part-time work, and ensure adequate human resources required to teach effectively will lead to heightened nurse faculty ITR. © 2013.

On the Over-use and Under-pay of Part-time Faculty in America's Colleges.

ERIC Educational Resources Information Center

Mendelowitz, Seth

This paper addresses the overuse and underpay of part-time faculty at Illinois' Parkland College, and throughout American higher education in general. The proposed State of Illinois Senate Bill No. 1376 limits the use of part-time faculty to a supplementary capacity, or for use only when full-time faculty is unavailable, and will likely exacerbate…

A Career Odyssey. Proceedings of the Annual Meeting of the Association for Career and Technical Education/International Vocational Education and Training Association (74th, San Diego, California, December 7-10, 2000). Business Education Division.

ERIC Educational Resources Information Center

Wilkinson, Kelly S., Ed.

These six papers present sound research in business education. "Status of Full- and Part-Time Business Faculty at Two-Year College and Perceived Importance of Selected Professional Services" (Marcia A. Anderson, Sharon Resch) reports full-time faculty received more professional services, and part-time faculty valued professional services…

32 CFR 154.15 - Military appointment, enlistment, and induction.

Code of Federal Regulations, 2011 CFR

2011-07-01

..., midshipman, and Reserve Officers Training Candidate, at the time of appointment. A full NAC shall be...) If an officer or warrant officer candidate has been the subject of a favorable NAC or ENTNAC and there has not been a break in service of more than 12 months, a new NAC is not authorized. This includes...

Examining Differences among Online Faculty Reporting Student Plagiarism Using the Theory of Planned Behavior

ERIC Educational Resources Information Center

Moeder Stowe, Susan A.

2013-01-01

Among higher education faculty, having to address academic misconduct and plagiarism is often viewed as a negative aspect of teaching resulting in inconsistent reporting by faculty. Some faculty members take no action in response. Differences exist in attitudes between traditional regular full-time and part-time adjunct faculty members in terms of…

Strengthening the Role of Part-Time Faculty in Community Colleges. Focus Group Toolkit

ERIC Educational Resources Information Center

Center for Community College Student Engagement, 2014

2014-01-01

The Center for Community College Student Engagement encourages colleges to hold focus groups with part-time and full-time faculty to learn about differences in the faculty and their experience at their college and to complement survey data. Survey responses tell the "what" about faculty's experiences; through conducting focus groups,…

Institutional policies of U.S. medical schools regarding tenure, promotion, and benefits for part-time faculty.

PubMed

Socolar, R R; Kelman, L S; Lannon, C M; Lohr, J A

2000-08-01

To collect data on institutional policies regarding tenure, promotions, and benefits for part-time faculty at U.S. medical schools and determine the extent to which part-time work is a feasible or attractive option for academic physicians. In July 1996, the authors sent a 29-item questionnaire regarding tenure, promotions, and benefit policies for part-time faculty to respondents identified by the deans' offices of medical schools in the United States and Puerto Rico. Responses were analyzed using descriptive statistics and chi-square analyses. Respondents from 104 of 126 medical schools (83%) completed the questionnaire; 58 responded that their schools had written policies about tenure, promotion, or benefits for part-time faculty. Tenure. Of the 95 medical schools with tenure systems, 25 allowed part-time faculty to get tenure and 76 allowed for extending the time to tenure. Allowable reasons to slow the tenure clock included medical leave (65), maternity leave (65), paternity leave (54), other leave of absence (59). Only 23 allowed part-time status as a reason to slow the tenure clock. Policies written by the dean's office and from schools in the midwest or west were more favorable to part-time faculty's being allowed to get tenure. Promotions. The majority of respondents reported that it was possible for part-time faculty to serve as clinical assistant, assistant, associate, and full professors. Benefits. The majority of schools offered retirement benefits and health, dental, disability, and life insurance to part-time faculty, although in many cases part-time faculty had to buy additional coverage to match that of full-time faculty. Most medical schools do not have policies that foster tenure for part-time faculty, although many allow for promotion and offer a variety of benefits to part-time faculty.

Salaries, Tenure, and Fringe Benefits of Full-Time Instructional Faculty. Higher Education General Information Survey (HEGIS) [machine-readable data file].

ERIC Educational Resources Information Center

VSE Corp., Alexandria, VA.

The "Faculty Salary Survey" machine-readable data file (MRDF) is one component of the Higher Education General Information Survey (HEGIS). It contains data about salaries, tenure, and fringe benefits for full-time instructional faculty from over 3,000 institutions of higher education located in the United States and its outlying areas.…

James Madison University Survey of Faculty Activities.

ERIC Educational Resources Information Center

James Madison Univ., Harrisonburg, VA.

The activities of the faculty at James Madison University during the fall term of the academic year 1978-79 are described. Full-time instructional faculty, part-time faculty involved in resident instruction, administrators and classified employees who taught at least one course, and graduate teaching assistants were surveyed. Information was…

The Impact of Part-Time Faculty on Student Retention: A Case Study in Higher Education

ERIC Educational Resources Information Center

Smith, Curtis V.

2010-01-01

There has been considerable debate in community colleges over the last forty years regarding the impact of increased use of part-time faculty (PTF) on student learning. It has been argued that part-time faculty fail to provide the same level of teaching quality as full-time faculty (FTF). The purpose of this study was to determine the impact of…

76 FR 46757 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-03

... by the Secretary of Defense, who are not full-time or permanent part-time Federal employees, shall be... total membership. With the exception of travel and per diem for official travel, Board members shall... appointed in the same manner as the Board members. Such individuals, if not full- time or part-time...

Strategies for Growth in a Young Earth Sciences Department

NASA Astrophysics Data System (ADS)

Clement, B. M.; Hickey-Vargas, R.; Draper, G.

2005-12-01

The Department of Earth Sciences at Florida International University (FIU) has been fortunate to be part of a rapidly growing university. FIU began offering classes in 1972 with an initial enrollment of 5600 students, and today enrollment exceeds 35,000 students. During this time the Department of Earth Sciences has grown to a faculty of 14 and offers the BA, BS, MS and PhD degrees. Our department, however, has faced the same challenges meeting many Earth Science departments in that our number of undergraduate majors has not grown at the same pace as the university enrollment (or at the same pace as enrollment in our graduate program). Two strategies have proven effective and have helped the department build its program in spite of this challenge. The first strategy was to create tenure-track positions with a 50% assignment in the Earth Sciences Department and 50% in a research center on campus. We currently have two faculty who have half-time appointments in the Southeast Environmental Research Center, and we have a new faculty member joining in the Spring who will have a joint appointment with the International Hurricane Research Center. This strategy has made it possible to gain expertise in, and to offer courses in, critical areas (such as hydrogeology and meteorology) that we otherwise would not be able to offer. The second strategy is to develop strong courses for non-majors that satisfy FIU's University Common Curriculum requirements. A particularly successful example is a new course titled "The History of Life". This course was designed to take advantage of our existing expertise in paleobiology, and offer a class that satisfies the University Common Curriculum requirement that every student take a laboratory course in the life sciences. This class now fills to capacity each semester with more than 200 students. This course not only boosts our department's productivity, but it lets us reach 200 new students each semester with many potential new Earth Science majors among them.

Graduates-of-foreign-dermatology residencies and military dermatology residencies and women in academic dermatology.

PubMed

Wu, Jashin J; Davis, Kristy F; Ramirez, Claudia C; Alonso, Carol A; Berman, Brian; Tyring, Stephen K

2009-05-15

It is well known that there is a growing shortage of academic dermatologists in the U.S. The number of graduates of foreign dermatology residencies (GFDR) and graduates of military dermatology residencies (GMDR) who take full-time academic dermatology positions are currently unknown. It is likely that a higher proportion of GFDRs and GMDRs are more likely to enter academics and practice medical dermatology. The percentage of women in academic dermatology has not been reported since 1994. To determine the total number of GFDRs, GMDRs, and women who are full-time faculty members at U.S. dermatology residency programs. The educational background of all full-time faculty members of the 107 U.S. dermatology residency programs that were active as of December 2004 were determined through extensive Internet searches, telephone, and email correspondences with residency coordinators and faculty members. Pure PhDs, physicians who did not complete a dermatology residency program at an allopathic school, PharmDs, DDSs, and FNPs were excluded. The University of Puerto Rico was not considered a foreign residency program. As of December 2004, there were 988 full-time dermatology faculty members in the US, 813 of which met our inclusion criteria. There were 30 GFDRs, accounting for 3.7 percent of full-time academic dermatologists. There were 29 GMDRs, accounting for 3.6 percent of all full-time academic dermatologists. Women accounted for 44.42 percent of academic dermatologists and 15.9 percent (14/107) of dermatology chairs/chiefs. GFDRs, GMDRs, and women comprise important proportions of full-time faculty members at U.S. dermatology residency programs.

The Utilization of the Seven Principles for Good Practices of Full-Time and Adjunct Faculty in Teaching Health & Science in Community Colleges

ERIC Educational Resources Information Center

Musaitif, Linda M.

2013-01-01

Purpose: The purpose of this study was to determine the degree to which undergraduate full-time and adjunct faculty members in the health and science programs at community colleges in Southern California utilize the seven principles of good practice as measured by the Faculty Inventory of the Seven Principles for Good Practice in Undergraduate…

Job-Related Stress among Mass Communication Faculty.

ERIC Educational Resources Information Center

Endres, Fred F.; Wearden, Stanley T.

1996-01-01

Questions 600 full-time faculty members teaching journalism and/or mass communication about job-related stress. Finds faculty members suffer from job-related stress; differences exist in the way men and women view, experience, and cope with stress; anxiety and stress are shared by teachers at all grade levels; and times when faculty and students…

Governing Public Universities in Arab Countries

ERIC Educational Resources Information Center

ElObeidy, Ahmed A.

2014-01-01

Traditionally in Arab public universities, presidents are appointed by government authorities. Recently, in uprising Arab countries universities' presidents have been elected by universities' faculty members. Neither traditional nor self-governance pattern succeeded to modernise Arab universities. Reforming patterns of governance is critical for…

Handbook for the Administration of Academic Departments.

ERIC Educational Resources Information Center

Hotchkiss, Courtlyn W., Comp.

A handbook to assist newly appointed department heads at Colorado State University is presented. Topics include: the organization of the university, departmental organization, faculty personnel matters, staff personnel administration, fiscal operation, and research administration. The majority of departments operate under departmental codes…

A Paradigm Shift From Brick and Mortar: Full-Time Nursing Faculty Off Campus.

PubMed

Beck, Marlene; Bradley, Holly B; Cook, Linda L; Leasca, Joslin B; Lampley, Tammy; Gatti-Petito, JoAnne

The organizational structure for the Master of Science in Nursing's online program at Sacred Heart University offers a remarkably different innovative faculty model. Full-time, doctorally prepared faculty reside in several different states and teach online but are fully integrated and immersed in all aspects of the college of nursing. This untraditional model, which has proven to be successful over time using best practices for online education, is replicable and offers an innovative option for online learning.

Gender disparity among US anaesthesiologists: are women underrepresented in academic ranks and scholarly productivity?

PubMed

Pashkova, A A; Svider, P F; Chang, C Y; Diaz, L; Eloy, J A; Eloy, J D

2013-09-01

The h-index is an objective indicator of research productivity and influence on scholarly discourse within a discipline. It may be a valuable adjunct for measuring research productivity, a key component in decisions regarding appointment and promotion in academic medicine. The objectives of this analysis were to (1) examine whether there are gender disparities in research productivity among academic anaesthesiologists, and (2) compare results to measures of research productivity in other specialties. A bibliometric analysis of faculty members from 25 academic anaesthesiology departments was performed using the Scopus database. Academic anaesthesiologists were organised by academic rank and gender. The h-index and publication range (in years) of faculty members were calculated. Male anaesthesiologists had higher research productivity, as measured by the h-index, than female colleagues. Organised by rank, this difference was noted only among full professors. Men had higher overall and early-career research productivity, while women had mid-career research productivity rates equivalent to and surpassing that of their male colleagues. Gender disparities in research productivity were also noted among a sample of academic physicians in other specialties. While men had higher overall research productivity, women had equivalent or higher mid-career research output, suggesting that early-career considerations unique to women should be taken into account during appointment and promotion in academic anaesthesiology. While disparities in gender representation among anaesthesiologists have also been noted in Europe, further study as to whether these differences also extend to research productivity and academic promotion outside of the US would be of interest. © 2013 The Acta Anaesthesiologica Scandinavica Foundation. Published by John Wiley & Sons Ltd.

Business Faculty Recruitment: The Effects of Full-Time versus Part-Time Employment.

ERIC Educational Resources Information Center

Winter, Paul A.; Kjorlien, Chad L.

2001-01-01

Describes a study conducted in response to the aging of community college instructors and the need to replace large numbers of retiring faculty. Explains the study's recruitment simulation, which used graduate students in MBA programs in the Midwest. States that, when asked if they would prefer to teach part-time or full-time, respondents…

Staff Development Needs Assessment.

ERIC Educational Resources Information Center

College of the Canyons, Valencia, CA. Office of Institutional Development.

In September 1993, California's College of the Canyons surveyed a total of 415 faculty and staff regarding their satisfaction with their employment at the college and their perceptions of opportunities for development. Responses were received from 41% (n=170) of the employees, including 56 full-time and 58 part-time faculty and 41 full-time and 13…

75 FR 74021 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-30

... reason. Board members appointed by the Secretary of Defense, who are not full-time or permanent part-time... travel and per diem for official travel, in accordance with Title 5, United States Code, Section 5703... Officer, pursuant to DoD policy, shall be a full-time or permanent part-time DoD employee, and shall be...

Orientation, Evaluation, and Integration of Part-Time Nursing Faculty.

PubMed

Carlson, Joanne S

2015-07-10

This study helps to quantify and describe orientation, evaluation, and integration practices pertaining to part-time clinical nursing faculty teaching in prelicensure nursing education programs. A researcher designed Web-based survey was used to collect information from a convenience sample of part-time clinical nursing faculty teaching in prelicensure nursing programs. Survey questions focused on the amount and type of orientation, evaluation, and integration practices. Descriptive statistics were used to analyze results. Respondents reported on average four hours of orientation, with close to half reporting no more than two hours. Evaluative feedback was received much more often from students than from full-time faculty. Most respondents reported receiving some degree of mentoring and that it was easy to get help from full-time faculty. Respondents reported being most informed about student evaluation procedures, grading, and the steps to take when students are not meeting course objectives, and less informed about changes to ongoing curriculum and policy.

Through a Gender Lens: A View of Gender and Leadership Positions in a Department of Medicine.

PubMed

Monroe, Anne K; Levine, Rachel B; Clark, Jeanne M; Bickel, Janet; MacDonald, Susan M; Resar, Linda M S

2015-10-01

Despite increasing numbers in academic medicine, women remain underrepresented in top leadership positions. The objectives of this study were to characterize leadership positions held by department of medicine (DOM) faculty at all ranks at one Academic Health Center and to compare leadership positions held by male and female faculty. This was a cross-sectional survey to collect information on all leadership positions from 16 divisions in the DOM at the Johns Hopkins University School of Medicine in early 2012, including type of position, method used to fill the position, and financial compensation. Chi-square testing was used to compare leadership position characteristics by rank and gender. The study included 474 DOM faculty at the rank of instructor or higher; 38% were women. Of the 258 leadership positions identified, 35% were held by women. More leadership positions among assistant professors were held by women compared with men (56% of positions vs. 44%), with women assistant professors more likely to hold a leadership position than men (p=0.03). Numbers of women faculty declined at higher ranks, with leadership positions remaining proportionate to faculty representation. Most division director positions (88%) were held by men, and most leadership positions were compensated (89%) and appointed by the DOM chair or a division director (80%). Leadership positions held by women and men were proportionate to faculty representation, although the top leadership positions were held almost exclusively by men. While female assistant professors were more likely to hold leadership positions than male assistant professors, these positions appear to be low status positions and it is not clear that they contribute to professional advancement, as few women hold the rank of full professor. Effective interventions are needed to address the gender disparity in top leadership positions.

Influence of Faculty Status on Pedagogy and Student Services in Community College Developmental Courses

ERIC Educational Resources Information Center

Berry, Nanette L.

2016-01-01

This study investigates how the impact of part-time faculty status and full-time faculty status influences pedagogical practices and the incorporation of student services in developmental courses. Data from the 2014 Community College Faculty Survey of Student Engagement [CCFSSE] by the Center for Community College Student Engagement [CCCSE] was…

Climate Study, Spring 1995.

ERIC Educational Resources Information Center

Mohammadi, John; And Others

In January 1995, Patrick Henry Community College (PHCC), in Virginia, surveyed faculty and staff regarding their perceptions related to job satisfaction, organizational communication, management, and work environment. Questionnaires were sent to 128 full-time faculty, administrative faculty, classified staff, and part-time employees with 30 hours…

Women Faculty: Frozen in Time.

ERIC Educational Resources Information Center

West, Martha S.

1995-01-01

A discussion of the status of women college faculty looks at the slow rate of gender integration in academe, patterns of full-time women faculty in different institution types, strategies for changing the gender imbalance, and further steps for overall diversification of the professoriate. (MSE)

Embracing Non-Tenure Track Faculty: Changing Campuses for the New Faculty Majority

ERIC Educational Resources Information Center

Kezar, Adrianna, Ed.

2012-01-01

The nature of the higher education faculty workforce is radically and fundamentally changing from primarily full-time tenured faculty to non-tenure track faculty. This new faculty majority faces common challenges, including short-term contracts, limited support on campus, and lack of a professional career track. "Embracing Non-Tenure Track…

The lived experience of part-time baccalaureate nursing faculty.

PubMed

Gazza, Elizabeth A; Shellenbarger, Teresa

2010-01-01

Hiring part-time nursing faculty may impact students, faculty careers, and the institution. Yet, little has been studied, particularly in nursing, regarding the experiences of these faculty. This hermeneutic phenomenological study seeks to understand the lived experience of being a part-time faculty member in a baccalaureate nursing program. Through purposive and snowball sampling, nine nursing faculty in part-time positions in northeastern baccalaureate nursing programs participated in in-depth personal interviews. Four themes were uncovered during data analysis, including achieving the dream, a group divided, for the love of the students, and jump in and figure it out. Results of the study seem to indicate that the experience of being a part-time faculty differs in several ways from being a full-time faculty. Understanding part-time faculty experiences provides insight into faculty needs, issues, and concerns while facilitating the development of research-based recruitment and retention strategies. Recommendations for those involved in nursing education, including nursing faculty and administrators, are provided. Copyright © 2010 Elsevier Inc. All rights reserved.

Predicting Factors of Perceived Organizational Support by Full-Time and Part-Time Community College Faculty as Relates to Student Retention Rates

ERIC Educational Resources Information Center

Nichols, Sarah K.

2012-01-01

Student retention is socially, politically, and financially important to educational institutions. This quantitative study explored the gap in research regarding the relationship between employment of part-time in lieu of full-time faculty and student retention. The campus climate exchange model (CCEM), served as the conceptual framework in this…

A Critical Challenge: The Engagement and Assessment of Contingent, Part-Time Adjunct Faculty Professors in United States Community Colleges

ERIC Educational Resources Information Center

Jolley, Michael R.; Cross, Emily; Bryant, Miles

2014-01-01

In 2011, according to a National Center for Education Statistics report, part-time instructional staff in all higher education institutions exceeded full-time faculty members for the first time, accounting for 50% of all instructional staff (National Center for Education Statistics [NCES], 2012). The same report indicates part-time faculty in…

[The Construction of the Faculty of Hamheung Medical College in North Korea, 1946-48: An Unrest Coexistence of Political Ideology and Medical Expertise].

PubMed

Kim, Geun Bae

2015-12-01

This paper aims to reveal how Hamheung Medical College in North Korea kept up its faculty with the trend of a new political system. The time period consists of three series of evaluations that occurred between the start of a reformation action in 1946 and the establishment of the regime in 1948. At the time, it was difficult to secure college faculty in the medical field, because of a serious shortage of medical personnel. Moreover, the problem in the recruitment of faculty at the medical college grew bigger since the members were required to have a high level of political consciousness. Then how did Hamheung Medical College accomplish this ideal securing of faculty that possessed political ideology and medical expertise? For the first time, a faculty evaluation at the local level was carried out and got rid of a few pro-Japanese or reactionary factions but maintained most of the faculty. Although academic background and research career of the faculty were considered, securing of the manpower in terms of number was crucial for the reconstruction of a professional school level. At the second time, as the central education bureau's intervention tightened the censorship, most of the faculty were evaluated as unqualified. Indeed, it was difficult to satisfy the standard of professionalism which emphasized a high level of academic career and political thought that included affiliation of Workers' Party of North Korea. The Medical College could not find faculty that could replace those professors and therefore, most of them maintained their faculty positions. Since then, the faculty who received excellent evaluations led the school at the very front. At the third time, the Medical College itself led the evaluations and implemented more relaxed standards of political ideology and medical expertise. Faculty who were cooperative to the reformation actions that North Korea carried forward or had working experience at the hospital and health service received a high level of recognition. Accordingly, the Medical College expanded itself by securing many professors, but also embodied a large gap of academic and ideological levels between them. Hence, the political ideology and medical expertise, which were set forth as the requirements for faculty, were constructed in the space of political ideal and social reality. Despite the high criteria the North Korean Government made, Hamheung Medical College's faculty fell below the average in terms of ideological and academic standards. As a way to compensate this, professors who greatly satisfied the both virtues were placed as leaders and, for supporting them, professors who taught the general education curriculum were recruited largely. And also, it appointed a large number of medical doctors who accumulated experiences in the field as new professors. Nevertheless, the Medical College struggled to raise the quality of medical education and was unable to prevent a part of its faculty from leaving to South Korea in the time of the Korean War. Thus, the political and academic virtues of the faculty at that time were not just simply about the professor individuals but were interrelated with the medical education and health care system in North Korea.

Individual Differences in Faculty Research Time Allocations across 13 Countries

ERIC Educational Resources Information Center

Bentley, Peter James; Kyvik, Svein

2013-01-01

In research universities, research time is often too scarce to satiate the wishes of all faculty and must be allocated according to guidelines and principles. We examine self-reported research hours for full-time faculty at research universities in 13 countries (Argentina, Australia, Brazil, Canada, China, Finland, Germany, Italy, Malaysia,…

The Growth of Part-Time Faculty: Economic and Quality Considerations.

ERIC Educational Resources Information Center

Overall, J. U.; Cooper, Terri L.

The question of whether students perceive full-time faculty as more effective than part-time faculty was studied near the end of each term during academic year 1979-80. Graduate business administration students at a comprehensive state university and a private research university evaluated the effectiveness of their courses and instructors.…

Assessing Faculty Performance: A Test of Method.

ERIC Educational Resources Information Center

Clark, Mary Jo; Blackburn, Robert T.

A methodology for evaluating faculty work performance was discussed, using data obtained from a typical liberal arts college faculty. Separate evaluations of teaching effectiveness and of overall contributions to the college for 45 full-time faculty (85% response rate) were collected from administrators, faculty colleagues, students, and from the…

Pharmacy practice department chairs' perspectives on part-time faculty members.

PubMed

Fjortoft, Nancy; Winkler, Susan R; Mai, Thy

2012-05-10

To identify the benefits and consequences of having part-time faculty members in departments of pharmacy practice from the department chair's perspective. A stratified purposive sample of 12 pharmacy practice department chairs was selected. Eleven telephone interviews were conducted. Two investigators independently read interview notes and categorized and enumerated responses to determine major themes using content analysis. The investigators jointly reviewed the data and came to consensus on major themes. Benefits of allowing full-time faculty members to reduce their position to part-time included faculty retention and improved individual faculty work/life balance. Consequences of allowing part-time faculty positions included the challenges of managing individual and departmental workloads, the risk of marginalizing part-time faculty members, and the challenges of promotion and tenure issues. All requests to switch to part-time status were faculty-driven and most were approved. There are a variety of benefits and consequences of having part-time faculty in pharmacy practice departments from the chair's perspective. Clear faculty and departmental expectations of part-time faculty members need to be established to ensure optimal success of this working arrangement.

The Changing Face of Employment at Research Universities

ERIC Educational Resources Information Center

DePaola, Tom; Kezar, Adrianna

2017-01-01

This chapter describes the growth of contingent research faculty and postdoctoral appointments at research universities and research-intensive institutions. Literature that addresses the employment and professional environment of these workers is critically explored and a discussion of the implications for academic leaders and institutional…

Beginning Counselor Educators' Experiences Developing a Research Agenda

ERIC Educational Resources Information Center

Wilde, Brandon J.

2010-01-01

To date, counselor education literature is narrow in the accounts of counselor educators' experiences as active scholars (Hill, 2004). Consequently, there is little research accounting for the experience of developing a research agenda for counselor educators during their initial faculty appointment. Hermeneutic, phenomenological methodology was…

Electromagnetic Studies of Mesons, Nucleons, and Nuclei

DOE Office of Scientific and Technical Information (OSTI.GOV)

Baker, Oliver K.

Professor Baker was a faculty member at Hampton University in Hampton, Virginia, and, jointly, a Staff Physicist at Jefferson Lab in nearby Newport News from September 1989 to July 2006. The Department of Energy (DOE) funded the grant DE-FG02-97ER41035 Electromagnetic Studies of Mesons, Nucleons, and Nuclei, while Baker was in this joint appointment. Baker sent a closeout report on these activities to Hampton University’s Sponsored Research Office some years ago, shortly after joining Yale University in 2006. In the period around 2001, the research grant with Baker as the Principal Investigator (PI) was put under the supervision of Professor Liguangmore » Tang at Hampton University. Baker continued to pursue the research while in this join appointment, however the administrative responsibilities with the DOE and with Hampton University rested with Professor Tang after 2001, to my recollection. What is written in this document is from Baker’s memory of the research activities, which he has not pursued since joining the Yale University faculty.« less

Negotiating Professional Identities in Higher Education in Kenya: Dilemmas and Priorities of Faculty

ERIC Educational Resources Information Center

Arasa, Josephine Nyaboke; Calvert, Mike

2013-01-01

This research builds on work carried out in England looking at how faculty negotiate their personal and professional identities. It focuses on a sample of full-time faculty in a private secular university in Kenya. Weekly time logs with follow-up individual semi-structured interviews were used as a basis for an examination on how faculty spend…

Work-life policies for faculty at the top ten medical schools.

PubMed

Bristol, Mirar N; Abbuhl, Stephanie; Cappola, Anne R; Sonnad, Seema S

2008-10-01

There exists a growing consensus that career flexibility is critical to recruiting and retaining talented faculty, especially women faculty. This study was designed to determine both accessibility and content of work-life policies for faculty at leading medical schools in the United States. The sample includes the top ten medical schools in the United States published by U.S. News and World Report in August 2006. We followed a standardized protocol to collect seven work-life policies at each school: maternity leave, paternity leave, adoption leave, extension of the probationary period for family responsibilities, part-time faculty appointments, job sharing, and child care. A review of information provided on school websites was followed by e-mail or phone contact if needed. A rating system of 0-3 (low to high flexibility) developed by the authors was applied to these policies. Rating reflected flexibility and existing opinions in published literature. Policies were often difficult to access. Individual scores ranged from 7 to 15 out of a possible 21 points. Extension of the probationary period received the highest cumulative score across schools, and job sharing received the lowest cumulative score. For each policy, there were important differences among schools. Work-life policies showed considerable variation across schools. Policy information is difficult to access, often requiring multiple sources. Institutions that develop flexible work-life policies that are widely promoted, implemented, monitored, and reassessed are likely at an advantage in attracting and retaining faculty while advancing institutional excellence.

Health professions faculty beliefs, confidence, use, and perceptions of organizational culture and readiness for EBP: A cross-sectional, descriptive survey.

PubMed

Milner, Kerry A; Bradley, Holly B; Lampley, Tammy

2018-05-01

Evidence-based practice (EBP) is an essential skill and ethical obligation for all practicing health professions clinicians because of its strong association with improved health outcomes. Emerging evidence suggests that faculty who prepare these clinicians lack proficiency to teach EBP. The purpose of this study was to describe; 1) health profession faculty beliefs about and confidence in their ability to teach and implement EBP, 2) use of EBP for education, 3) organizational culture and readiness for EBP; and to determine whether relationships exist among these variables. This study used a cross-sectional, descriptive survey design. College of Nursing (CON) and College of Health Professions (CHP) faculty from a university located in the Northeast, United States. Faculty were defined as anyone teaching a course for the CON or CHP during the fall of 2016. Faculty were invited to complete an electronic survey measuring EBP beliefs, EBP use, and EBP organizational culture and readiness. The survey was comprised of three tools developed specifically for health professions educators in 2010 by Fineout-Overholt & Melnyk. Sixty-nine faculty returned usable surveys (25.5% response rate). Mean EBP beliefs score was 89.49 (SD = 10.94) indicating respondents had a firm belief in and confidence in their ability to implement and teach EBP. Mean EBP use was 32.02 (SD = 20.59) indicating that respondents taught and implemented EBP between 1 and 3 times in the last 8-weeks. Mean EBP culture and readiness score was 90.20 (SD = 15.23) indicating essential movement toward a sustainable culture of college-wide integration of EBP. Mean scores for beliefs/confidence were higher for full-time clinical faculty compared to other groups [F (2, 55)  = 0.075, p = 0.928; ηp 2  = 0.003)]. Adjunct faculty reported higher EBP behaviors expected by health profession educators in the last 8-weeks compared to other groups [F (2, 55)  = 0.251, p = 0.779; ηp 2 . =0.009)]. Adjunct faculty had the highest mean scores on OCRSIEP-E followed by full-time clinical faculty. These group differences in OCRSIEP-E were statistically significant [F (2, 49)  = 7.92, p = 0.001; ηp 2  = 0.244)]. OCRSIEP-E was significantly different between full-time tenure/tenure track faculty (M = 78.0, SD = 12.58) and full-time clinical faculty (M = 91.37, SD = 14.79, p = 0.027) and between full-time tenure/tenure track faculty and adjunct faculty (M = 97.19, SD = 12.39, p = 0.001). Faculty adoption of EBP as a foundational pillar of teaching is essential. Research is needed to define the scope of the problem internationally. Organizations need to set standards for faculty teaching in the health professions to be EBP proficient. Programs preparing faculty to teach in nursing and other health professions must include educator EBP competencies. Copyright © 2018 Elsevier Ltd. All rights reserved.

Some reminiscences about my early career

NASA Astrophysics Data System (ADS)

Domb, Cyril

1990-09-01

The author recalls some of the highlights of his scientific career before he took up a professional appointment at King's College, London in 1954. The periods covered are: High School and undergraduate studies at Cambridge University 1932-1941; radar research for the British Admiralty 1941-1946; graduate studies at Cambridge University 1946-1949; post-doctoral research at the Clarendon Laboratory, Oxford University 1949-1952; faculty appointment at Cambridge University 1952-1954. A brief description is given of the personalities with whom the author was associated, the research problems in which he was involved, and of the early post world war 2 scientific conferences.

A case study of quality improvement methods for complex adaptive systems applied to an academic hepatology program.

PubMed

Fontanesi, John; Martinez, Anthony; Boyo, Toritsesan O; Gish, Robert

2015-01-01

Although demands for greater access to hepatology services that are less costly and achieve better outcomes have led to numerous quality improvement initiatives, traditional quality management methods may be inappropriate for hepatology. We empirically tested a model for conducting quality improvement in an academic hepatology program using methods developed to analyze and improve complex adaptive systems. We achieved a 25% increase in volume using 15% more clinical sessions with no change in staff or faculty FTEs, generating a positive margin of 50%. Wait times for next available appointments were reduced from five months to two weeks; unscheduled appointment slots dropped from 7% to less than 1%; "no-show" rates dropped to less than 10%; Press-Ganey scores increased to the 100th percentile. We conclude that framing hepatology as a complex adaptive system may improve our understanding of the complex, interdependent actions required to improve quality of care, patient satisfaction, and cost-effectiveness.

Supporting the Academic Majority: Policies and Practices Related to Part-Time Faculty's Job Satisfaction

ERIC Educational Resources Information Center

Eagan, M. Kevin, Jr.; Jaeger, Audrey J.; Grantham, Ashley

2015-01-01

The academic workforce in higher education has shifted in the last several decades from consisting of mostly full-time, tenure-track faculty to one comprised predominantly of contingent, non-tenure-track faculty. This substantial shift toward part-time academic labor has not corresponded with institutions implementing more supportive policies and…

[Female professors in medicine in 2003: appointment, duties and family life].

PubMed

Kaandorp, C J E

2005-04-09

To inventory (a) how and when female professors of medicine were appointed, (b) how they combined their work with family life, (c) which changes in health care female and male professors expected as a consequence of the increasing number of women physicians, and (d) which changes they wished to see for their successors. Descriptive. A questionnaire was used to collect data from the female professors of medicine who worked in the Netherlands as of 1 January 2003 (n = 43), and from the same number of male professors of medicine, who were matched for age and speciality. 39 women and 39 men responded (91%). The women were more often appointed after a closed application procedure (69 versus 51%). Two fifths of the women had a part-time appointment as professor, but they worked at least 45 hours per week. Women were more often present in educational committees than in selection committees. At the time of their appointment most women had no children (n = 16) or children who did not live at home (n = 7); the other 16 (41%) had children at home, as did 33 (85%) of the male professors. Over half of the 23 women with children were at home for at least 2 half-days per week when the children were young and in some cases the partners cared for the children full-time; the opposite was found among the 35 men with children. A quarter of both mothers and fathers was present for activities of their children, like soccer training and final swimming tests, during office hours. The most important recommendations regarding the appointment and the functioning of professors concerned the structure and flexibility of medical education, the carefulness when considering appointments, and the possibilities to work part-time and to have a family life.

Full-time Faculty and Civil Service Salaries at Illinois Colleges and Universities.

ERIC Educational Resources Information Center

Illinois State Board of Higher Education, Springfield.

This report presents an analysis of weighted average salaries for full-time faculty and civil service employees at Illinois public and independent colleges and universities, and the Illinois Mathematics and Science Academy. The report includes average salaries for fiscal years 1985, 1990, and 1996-98 and compares salaries with select economic…

Professional Burnout among U.S. Full-Time University Faculty: Implications for Worksite Health Promotion

ERIC Educational Resources Information Center

Crosmer, Janie Lynn

2009-01-01

The purpose of this study is to determine factors which predict professional burnout among university full-time faculty who are employed in traditional, virtual, public and private institutions in the United States. Differences in professional burnout scores by age, gender, marital status, ethnicity, tenured status, type of university, academic…

Associations between Prior Disability-Focused Training and Disability-Related Attitudes and Perceptions among University Faculty

ERIC Educational Resources Information Center

Murray, Christopher; Lombardi, Allison; Wren, Carol T.; Keys, Christopher

2009-01-01

This investigation examined the relationship between prior disability-focused training and university faculty members' attitudes towards students with learning disabilities (LD). A survey containing items designed to measure faculty attitudes was sent to all full-time faculty at one university. Analyses of 198 responses indicated that faculty who…

The New Faculty Majority: Somewhat Satisfied but Not Eligible for Tenure.

ERIC Educational Resources Information Center

Gappa, Judith M.

2000-01-01

Discusses the employment conditions and levels of satisfaction of the increasing numbers of full- and part-time college faculty members ineligible for tenure. Recommends extension of academic freedom, a reasonable amount of job security for all faculty, inclusion of tenure-ineligible faculty members in governance, and basing faculty rewards and…

Is the Professor In? Faculty Presence during Office Hours

ERIC Educational Resources Information Center

Pfund, Rory A.; Rogan, Jessica D.; Burnham, Bryan R.; Norcross, John C.

2013-01-01

Two studies were conducted on the availability of full-time faculty during their posted office hours. In the first, we surveyed students and faculty at a single university on their estimates of the percentage of faculty present during office hours. Students ("N" = 380) and faculty ("N" = 176) estimated that 77% and 83% of…

Faculty Perceptions of Basic Skills Faculty Development

ERIC Educational Resources Information Center

Duffy, Michelle Moreau

2012-01-01

This study investigated the perceptions of faculty regarding why they choose to attend basic skills faculty development; what they choose to implement in their classrooms; and how they determine the effectiveness of the strategies selected. A survey was completed by 173 full and part-time faculty from a large, suburban single-campus community…

Academic Incentives for Faculty Participation in Community-based Participatory Research

PubMed Central

Nyden, Philip

2003-01-01

Recognizing the need to overcome the obstacles of traditional university- and discipline-oriented research approaches, a variety of incentives to promote community-based participatory research (CBPR) are presented. Experiences of existing CBPR researchers are used in outlining how this methodological approach can appeal to faculty: the common ground shared by faculty and community leaders in challenging the status quo; opportunities to have an impact on local, regional, and national policy; and opening doors for new research and funding opportunities. Strategies for promoting CBPR in universities are provided in getting CBPR started, changing institutional practices currently inhibiting CBPR, and institutionalizing CBPR. Among the specific strategies are: development of faculty research networks; team approaches to CBPR; mentoring faculty and students; using existing national CBPR networks; modifying tenure and promotion guidelines; development of appropriate measures of CBPR scholarship; earmarking university resources to support CBPR; using Institutional Review Boards to promote CBPR; making CBPR-oriented faculty appointments; and creating CBPR centers. PMID:12848841

Academic Inbreeding: Local Challenge, Global Problem

ERIC Educational Resources Information Center

Altbach, Philip G.; Yudkevich, Maria; Rumbley, Laura E.

2015-01-01

"Academic inbreeding"--involving the appointment of faculty members who graduated from the institution employing them--is considered a small and peripheral aspect of the academic profession but is quite widespread globally. This paper analyzes the nature of inbreeding and its impact on universities. Data from eight countries where…

Morality, Responsibility, and the University. Studies in Academic Ethics.

ERIC Educational Resources Information Center

Cahn, Steven M., Ed.

This book presents 14 essays from American philosophers who critically investigate the moral issues generated by academic life. Topics addressed include free speech on campus, justifications for tenure, faculty appointment and evaluation procedures, the differing demands of research and teaching, sexual harassment, parietal rules,…

Faculty Ranks and Reviews: One Institution's Solution.

ERIC Educational Resources Information Center

Rau, A. Ravi P.; Masse, Michelle A.; Wittkopf, Eugene R.; Kinney, Ralph A.

2000-01-01

Presents recommendations of a faculty/administrator committee at Louisiana State University concerning faculty ranks and reviews, especially of nontenured full-time faculty who specialize in either teaching or research. It proposes rolling multiple-year contracts for instructors, new titles for non-teaching research scientists, university…

The Development of a Clinical Nurse Scholar in Baccalaureate Education.

PubMed

Beal, Judy A; Riley, Joan M

2015-01-01

The purpose of this national study was to explore the vision of chief academic officers for baccalaureate nursing education. We invited chief academic nursing officers, randomly selected from a representative sample of accredited baccalaureate nursing programs to participate in the study. Audiotaped interviews were conducted in focus groups at professional meetings or by telephone and were transcribed verbatim. Data collection continued until thematic saturation was reached (N = 29). Analysis of the findings revealed themes that described future vision for baccalaureate education that provides guidance to faculty as they develop curriculum. An overarching theme "We are all Stewards of the Profession" and three supporting themes emerged: "Learning Pathways are Varied," "Faculty Need to Grow," and "New Pedagogies Need to Focus on the Development of 'Who I Am' as a Clinical Scholar." Findings point to a future where diverse learning pathways are integrated throughout the curriculum. The curriculum of tomorrow will place greater emphasis on the development of professional identity as a nurse and calls for expanded stewardship for nursing education. Deans recommended that investing time and resources into well-designed faculty development programs will help all faculty, regardless of appointment, to adapt to changing student needs and rapidly evolving practice environments. Copyright © 2015 Elsevier Inc. All rights reserved.

Creating a Campus Culture of Integrity: Comparing the Perspectives of Full- and Part-Time Faculty

ERIC Educational Resources Information Center

Hudd, Suzanne S.; Apgar, Caroline; Bronson, Eric Franklyn; Lee, Renee Gravois

2009-01-01

Part-time faculty play an important role in creating a culture of integrity on campus, yet they face a number of structural constraints. This paper seeks to improve our understanding of the potentially unique experiences of part-time faculty with academic misconduct and suggests ways to more effectively involve them in campus-wide academic…

Professional Development Programs in Community and Technical Colleges: Are Occupational-Technical Faculty Well Served?

ERIC Educational Resources Information Center

Hoerner, James L.; And Others

1991-01-01

According to a survey receiving 878 responses from 1,252 community/technical colleges, (1) 708 have professional development programs; (2) 48% rarely offer programs to part-time faculty; (3) funding was healthy for full-time, but 74% had no funding for part-time faculty development; and (4) incentives included intrinsic reward (80%), travel funds…

Pharmacy Practice Department Chairs’ Perspectives on Part-Time Faculty Members

PubMed Central

Winkler, Susan R.; Mai, Thy

2012-01-01

Objective. To identify the benefits and consequences of having part-time faculty members in departments of pharmacy practice from the department chair’s perspective. Methods. A stratified purposive sample of 12 pharmacy practice department chairs was selected. Eleven telephone interviews were conducted. Two investigators independently read interview notes and categorized and enumerated responses to determine major themes using content analysis. The investigators jointly reviewed the data and came to consensus on major themes. Results. Benefits of allowing full-time faculty members to reduce their position to part-time included faculty retention and improved individual faculty work/life balance. Consequences of allowing part-time faculty positions included the challenges of managing individual and departmental workloads, the risk of marginalizing part-time faculty members, and the challenges of promotion and tenure issues. All requests to switch to part-time status were faculty-driven and most were approved. Conclusions. There are a variety of benefits and consequences of having part-time faculty in pharmacy practice departments from the chair’s perspective. Clear faculty and departmental expectations of part-time faculty members need to be established to ensure optimal success of this working arrangement. PMID:22611268

Predicting the Satisfaction and Loyalty of Adjunct Faculty

ERIC Educational Resources Information Center

Hoyt, Jeff E.

2012-01-01

Satisfaction with the quality of students, autonomy, faculty support, honorarium, and preference for teaching were significant predictors of adjunct faculty loyalty. With the exception of autonomy, these factors along with a heavy teaching load, collaborative research with full-time faculty, and satisfaction with teaching schedule were predictive…

The Other Danger... Scholasticism in Academic Research

ERIC Educational Resources Information Center

Mead, Lawrence M.

2010-01-01

Most members of the National Association of Scholars worry about the politicization of the university. Academia gives undue preference to racial minorities in student admissions and faculty appointments. Teaching and research is often slanted toward minority grievances and Third World claims against the United States. However, critics have largely…

Professional Development Programs That Work.

ERIC Educational Resources Information Center

Shawl, William F.

The professional development program at Golden West College has successfully maximized instructional change and innvovation for several years. The success of the program is due to factors such as support from the president; the appointment of a dean of educational development whose sole responsibility is to work with faculty on new developmental…

The Value of Teaching Preparation during Doctoral Studies: An Example of a Teaching Practicum

ERIC Educational Resources Information Center

Edwards, Jeffrey D.; Powers, Joelle; Thompson, Aaron M.; Rutten-Turner, Elizabeth

2014-01-01

For doctoral students who seek faculty appointments in academic settings upon graduation, it is imperative those students have access to quality mentoring, direct instruction, and experiential opportunities to apply effective teaching methods during their training. Currently, some doctoral programs are beginning to develop teaching practicums…

Annual Report and Abstracts of Research, July 1977-June 1978.

ERIC Educational Resources Information Center

Ohio State Univ., Columbus. Dept. of Computer and Information Science.

This annual report of the Department of Computer and Information Science at Ohio State University for July 1977-June 1978 covers the department's organizational structure, objectives, highlights of department activities (such as grants and faculty appointments), instructional programs/course offerings, and facilities. In the second half of the…

Verification and Trust: Background Investigations Preceding Faculty Appointment

ERIC Educational Resources Information Center

Finkin, Matthew W.; Post, Robert C.; Thomson, Judith J.

2004-01-01

Many employers in the United States have responded to the terrorist attacks of September 11, 2001, by initiating or expanding policies requiring background checks of prospective employees. Their ability to perform such checks has been abetted by the growth of computerized databases and of commercial enterprises that facilitate access to personal…

Verification and Trust: Background Investigations Preceding Faculty Appointment

ERIC Educational Resources Information Center

Academe, 2004

2004-01-01

Many employers in the United States have been initiating or expanding policies requiring background checks of prospective employees. The ability to perform such checks has been abetted by the growth of computerized databases and of commercial enterprises that facilitate access to personal information. Employers now have ready access to public…

Bullying of Adjunct Faculty at Community Colleges and Steps toward Resolution

ERIC Educational Resources Information Center

Reigle, Rosemary

2016-01-01

Adjunct instructors benefit community colleges through their flexibility, diversity, innovation and contributions to student success; however, their part-time status can result in friction with full-time/tenured faculty, a problem that can lead to bullying. In an effort to determine what forms bullying of adjunct faculty take and how these…

Instructional Decision Making and Agency of Community College Mathematics Faculty

ERIC Educational Resources Information Center

Lande, Elaine; Mesa, Vilma

2016-01-01

We investigate the rationale for instructional decisions proposed by two groups of community college mathematics faculty (full-time and part-time), as they discussed animations of trigonometry classes that breached several classroom norms. Although both groups of faculty justify their decisions in similar ways, the way in which they talk differs.…

The Status of Women Faculty in Four-Year Aviation Higher Education Programs

ERIC Educational Resources Information Center

Ison, David C.

2008-01-01

The purpose of the study was to evaluate the status of women's participation in full-time, non-engineering aviation baccalaureate programs in the United States. In addition, the involvement of women in academic aviation leadership positions (such as chair, dean, or director) was evaluated. Of 353 full-time aviation faculty members employed at 60…

Examining the Professional Status of Full-Time Sociology Faculty in Community Colleges

ERIC Educational Resources Information Center

Kapitulik, Brian P.; Rowell, Katherine R.; Smith, Michelle A.; Amaya, Nicole V.

2016-01-01

In this article, we utilize national survey data to assess the professional status of full-time sociology faculty in community colleges. Traditionally, sociologists have argued that for a particular type of work to be conceptualized as a profession, it must meet certain criteria, such as: esoteric knowledge and skills, high levels of workplace…

Differences in Student Evaluations of Limited-Term Lecturers and Full-Time Faculty

ERIC Educational Resources Information Center

Cho, Jeong-Il; Otani, Koichiro; Kim, B. Joon

2014-01-01

This study compared student evaluations of teaching (SET) for limited-term lecturers (LTLs) and full-time faculty (FTF) using a Likert-scaled survey administered to students (N = 1,410) at the end of university courses. Data were analyzed using a general linear regression model to investigate the influence of multi-dimensional evaluation items on…

Practice to Pedagogy: A Study of the Lived Experiences of Part-Time Nursing Faculty Transitioning from Expert Nurse to Novice Educator

ERIC Educational Resources Information Center

Testut, Tammy A.

2013-01-01

Part-time faculty in nursing programs are increasingly being hired as a supplement to the deteriorating pool of full-time nursing faculty. There is a growing need to fill the many vacant slots in nursing academe at the same time that there is substantial growth in prospective students inspiring to become nurses. While these "expert"…

Incentives for Part-Time Faculty to Participate in the Shared Governance Process within the Institution of California Community Colleges (CCC)

ERIC Educational Resources Information Center

Huyck, Kristen J.

2012-01-01

The involvement of part-time faculty tends to be even lower than the engagement level of full-time faculty who partake in the system of shared governance in the California Community Colleges (CCC). During a time when state funds are diminishing, there is a projection of retirement for many community college leaders (Fulton-Calkins & Milling,…

The Reduction of Faculty Reassigned Time as a Community College Cost Containment Initiative: A Case Study of the Maricopa County Community College District.

ERIC Educational Resources Information Center

Petrowsky, Michael C.

This paper argues that community colleges can contain costs by reducing faculty reassigned time, defined as a conscious or deliberate management action, either discretionary or mandated, that releases full-time faculty from teaching duties in order to perform other tasks. According to the paper, standard financial accounting systems have a…

A Re-Examination of Faculty Hiring Processes and Procedures.

ERIC Educational Resources Information Center

Academic Senate for California Community Colleges, Sacramento.

This paper discusses faculty hiring procedures by highlighting features of previous models adopted by the Academic Senate for California Community Colleges, and by presenting specific recommendations. By 2010, more than 30,000 full-time and part-time faculty will be replaced, and 15,000 additional new hires will be needed to meet the demands of an…

The Construction of Professional Identity and Pathways of Participation of Full Time Faculty Members in University Restructuring in Mexico

ERIC Educational Resources Information Center

Montero Hernandez, Virginia

2010-01-01

Since the 1990s, the federal government required public state universities in Mexico to recruit full time faculty members with doctoral degrees and research productivity to increase the academic competitiveness of higher education. After two decades of the implementation of federal mandates, public state universities have not improved their…

"I Expect to Be Engaged as an Equal": Collegiality Expectations of Full-Time, Non-Tenure-Track Faculty Members

ERIC Educational Resources Information Center

Alleman, Nathan F.; Haviland, Don

2017-01-01

Nationally, non-tenure-track faculty (NTTF) represent the new majority. Efforts to move the full-time NTTF role from expendable labor to sustainable professional position have led to improvements in policy and working conditions at many institutions. Still, the profession broadly has just begun to grapple with the implications of this shifting…

5 CFR 330.205 - Agency RPL applications.

Code of Federal Regulations, 2013 CFR

2013-01-01

... register for positions at the same representative rate and work schedule (full-time, part-time, seasonal... grades or pay levels, appointment type (permanent or time-limited), occupations (e.g., position classification series or career groups), and minimum number of hours of work per week, as applicable. ...

Stress, Job Satisfaction and the Community College Faculty.

ERIC Educational Resources Information Center

Happ, Albert C.; Yoder, Edgar P.

In 1991, a study was undertaken to determine the relationship between stress and job satisfaction among community college faculty in Pennsylvania. All full-time faculty at the state's 14 two-year community colleges were surveyed using the Faculty Stress Index, the Minnesota Job Satisfaction Questionnaire, and the Framingham Type A Scale. Selected…

A Course Redesign Project to Change Faculty Orientation toward Teaching

ERIC Educational Resources Information Center

Eliason, Susan; Holmes, Christine L.

2012-01-01

This article discusses the development, implementation, and outcomes of a Faculty Course Redesign Camp for full-time and adjunct faculty members. The purpose of the camp was to educate and coach faculty in effective strategies to promote learner-centered teaching skills. Evaluation results show that the participants changed their orientation…

Characteristics of Illinois Public Community College Faculty Based on Their Primary Teaching Assignments.

ERIC Educational Resources Information Center

Illinois Community Coll. Board, Springfield.

Data on the characteristics of full- and part-time faculty at Illinois public community colleges are presented and analyzed in terms of the faculty members' primary teaching assignments for fall 1990. Tables provide statistics on numbers of faculty at each institution disaggregated by gender; age ranges; ethnic/racial classification; employment…

Origin of New Faculty in Sedimentary Petrology at Ph.D.-Granting Universities in the United States and Canada.

ERIC Educational Resources Information Center

Thornton, Scott E.

1981-01-01

To aid prospective graduate students in sedimentary petrology who wish to teach at colleges or universities, 121 doctoral graduates in this field are traced to their present appointments in higher education. Only 31 percent of these graduates attained this career goal. (Author/WB)

Addressing Economic Change through the Three-Year Option.

ERIC Educational Resources Information Center

Lerstrom, Alan C.

A committee at Luther College (Iowa) was appointed to explore the 3-year option for a bachelors degree with regard to curriculum, finances, admissions, and student life. The committee, composed of administrators and faculty from Luther, examined 3-year programs that operate now or are being discussed at several other colleges. They found that…

Assessing Research Self-Efficacy in Physician-Scientists: The Clinical Research APPraisal Inventory

ERIC Educational Resources Information Center

Mullikin, Elizabeth A.; Bakken, Lori L.; Betz, Nancy E.

2007-01-01

Between 1980 and 1993, only 19% of medical school graduates chose faculty appointments with research responsibilities. Women and minorities represent only a small fraction of these, despite their growing numbers. The authors' goal is to study the effects of human agency, particularly self-efficacy, on the career development of physician…

The Coordinator's Dilemma: Between an Electronic Janitor and a Pedagogical Leader

ERIC Educational Resources Information Center

Quiroga, Marta

2008-01-01

Since 1992, the Chilean Ministry of Education is developing a sustained process to incorporate ICT (Information and Communications Technology) into schools by providing equipment and training to faculty members. Schools appoint one of their teachers as a coordinator who will then receive an intense technological and pedagogical training. The…

Simulation of Teacher Demand, Demographics, and Mobility: A Preliminary Report.

ERIC Educational Resources Information Center

Baugh, William H.; Stone, Joe A.

A Markov chain is used to construct a simulation model of the educator labor market in Oregon. The variables crucial to this study, drawn from the University of Southern California faculty planning model, include factors such as appointment rate; age; probability of attaining promotion; retirement, resignation and mortality rates; length of…

SREB Study Indicates Serious Shortage of Nursing Faculty.

ERIC Educational Resources Information Center

Southern Regional Education Board, Atlanta, GA. Council on Collegiate Education for Nursing.

The Southern Regional Education Board (SREB) Council on Collegiate Education for Nursing appointed an ad hoc committee to study the implications of nursing shortages for nursing education programs in the 16 SREB states and the District of Columbia. In May 2001, surveys were sent to 491 colleges and universities that prepare students for licensure…

Academic Affiliations with the Department of Veterans Affairs: Characteristics of the Ohio State University Model.

ERIC Educational Resources Information Center

Newcomb, Robert D.; Hill, Richard M.

1993-01-01

The Ohio State University School of Optometry affiliation with four Veterans Administration (VA) health care facilities is characterized by a central governing committee, regular faculty appointments for all participating VA staff, substantial interaction with each site, strong orientation for rotating senior optometry students, and joint…

[Eugen Bleuler and Carl Gustav Jung's habilitation].

PubMed

Wilhelm, H R

1996-01-01

Eugen Bleuler's letter of recommendation for Carl Gustav Jung's appointment as a lecturer In January 1905, Eugen Bleuler (1857-1939) wrote a letter of recommendation to the Medical Faculty of the University of Zurich, urging them to accept the application of Carl Gustav Jung (1875-1961) as a lecturer there. Bleuler's letter mentions the contribution to Jung's writing made by Franz Riklin (1878-1938), although he does not define it precisely. It is safe to say that, judging from the way in which Bleuler expresses his opinions in this letter, this may be regarded at the very least as an early sign of his receptiveness to the psychoanalytical ideas of the time.

Summary of the Spring Quarter 1971: Faculty Time Use Study at Humboldt State College.

ERIC Educational Resources Information Center

Lawson, Donald F.

Due to public misunderstanding of the unit-load measurement versus the hours per week standard of work measurement, a study was conducted at Humboldt State College to determine the average number of hours a full-time instructional faculty member spends in performing his job. Faculty activity data was collected by means of a daily-diary form of…

Non-Tenure-Track Faculty's Social Construction of a Supportive Work Environment

ERIC Educational Resources Information Center

Kezar, Adrianna

2013-01-01

Background: The number of non-tenure-track faculty (NTTF), including both full-time (FT) and part-time (PT) positions, has risen to two-thirds of faculty positions across the academy. To date, most of the studies of NTTF have relied on secondary data or large-scale surveys. Few qualitative studies exist that examine the experience, working…

Faculty Intent to Stay and the Perceived Relationship with Supervisor at a Career-Focused University

ERIC Educational Resources Information Center

Markowitz, Gary A.

2012-01-01

The relationship between faculty members' perceptions of the quality of the faculty-administrator relationship, and faculty intent to stay at one's institution was examined at a Florida-based, multi-campus, non-profit, career-focused university. The pool of potential participants included the total population of 1,085 full-time and part-time…

Empowerment and organizational commitment of chiropractic faculty.

PubMed

Henkin, Alan B; Marchiori, Dennis M

2003-06-01

Professionals in chiropractic education retain much of the authority over their work. Their work is impacted, negatively or positively, by their perceptions of their organization's value for their skills and knowledge. Specifically, empowerment and organizational commitment are 2 psychological constructs that may mediate work circumstances and therefore are the focus of this study. The purpose of this study is to explore associations between empowerment and organizational commitment among chiropractic faculty. Study design Full faculty survey utilizing descriptive statistics and multivariable analysis. Surveys were distributed to full- and part-time faculty working in the United States and Canada. The survey included Spreitzer's multidimensional measure of psychological empowerment, Meyer and Allen's multidimensional measure of organizational commitment, and additional survey items focusing on faculty demographics and workplace variables including sex, age, academic rank, employment status, and primary area of work assignment. More than 54% of the study population (N = 609) completed and returned the instrument. A general profile of a chiropractic faculty member emerges as a middle-aged male employed full-time as a teacher in the academic program. Regression analyses suggest that the observed faculty characteristics and the workplace variables are not associated with fit between the faculty member's work role and his/her own beliefs, norms, and behaviors regarding the value of the work-related tasks. The level of institutional commitment experienced by the faculty member was associated with the fit between the task, goal or purpose of the job, and the internal standards held by the individual.

The right to the best medical care: Dr. W.P. Warner and the Canadian Department of Veterans Affairs, 1945-55.

PubMed

Tremblay, M

1998-01-01

Dr. W.P. Warner was appointed as the first Director General of Treatment Services of the Canadian Department of Veterans Affairs, in March 1945. Prior to his appointment, Warner had been the Deputy Director General of Medical Services in the Royal Canadian Army Medical Corps (RCAMC). During his 10 years as Director General, Warner dramatically re-organized Treatment Services to ensure the right of every disabled veteran to "the best medical care." To meet his goal he drew on his experience in academic and military medicine and established new links between Canadian faculties of medicine and veterans medical services. Physicians, involved in diagnosis and treatment, were employed on a part-time basis and held university appointments. Postgraduate and undergraduate teaching programs for physicians and other health professions were established. Professional consultants and Medical Advisory Committees were developed to provide advice on all aspects of medical care. Finally, medical research and new clinical investigative units were established in Canadian veterans' hospitals. As a result of Warner's new policies, academic medicine was placed in the forefront of veterans medical services and developed the first national model for the integration of medical care, education, and research in Canada. Indeed, many current Canadian practices in medical care, education, and research can find some of their roots in the policies and programs of Treatment Services that began in 1945 under Warner's leadership.

Part-Time Faculty: Nemesis or Savior?

ERIC Educational Resources Information Center

Vaughan, George B.

1986-01-01

Categorizes part-time faculty at two-year colleges as "independents," whose livelihoods and social and professional lives are independent of their teaching positions; and "dependents," who desire a full-time career in teaching. Reviews the groups' characteristics, arguing that they should be dealt with differently by administrators. Offers…

Predicting Seminary Faculty Engagement with Multicultural Education

ERIC Educational Resources Information Center

Gin, Deborah Hearn-Chung

2012-01-01

Most multicultural theological education research has focused on theoretical or historical pieces and only on a few institutions. This study explored the personal, professional, institutional, and interactional predictors of seminary faculty engagement with multicultural education. Three hundred full-time faculty in U.S. seminaries affiliated with…

A JBHE Report Card on the Progress of Blacks on the Faculties of the Nation's Highest-Ranked Colleges and Universities.

ERIC Educational Resources Information Center

Journal of Blacks in Higher Education, 2002

2002-01-01

The percentage of black faculty at high-ranking U.S. colleges and universities is up slightly from percentages seen in previous surveys, comprising 3.6 percent of 40,747 full-time faculty overall. Liberal arts colleges are more successful in attracting black faculty than large research universities. Tenured black faculty make up 2.5 percent of all…

Models for integrating medical acupuncture into practice: an exploratory qualitative study of physicians' experiences.

PubMed

Crumley, Ellen T

2016-08-01

Internationally, physicians are integrating medical acupuncture into their practice. Although there are some informative surveys and reviews, there are few international, exploratory studies detailing how physicians have accommodated medical acupuncture (eg, by modifying schedules, space and processes). To examine how physicians integrate medical acupuncture into their practice. Semi-structured interviews and participant observations of physicians practising medical acupuncture were conducted using convenience and snowball sampling. Data were analysed in NVivo and themes were developed. Despite variation, three principal models were developed to summarise the different ways that physicians integrated medical acupuncture into their practice, using the core concept of 'helping'. Quotes were used to illustrate each model and its corresponding themes. There were 25 participants from 11 countries: 21 agreed to be interviewed and four engaged in participant observations. Seventy-two per cent were general practitioners. The three models were: (1) appointments (44%); (2) clinics (44%); and (3) full-time practice (24%). Some physicians held both appointments and regular clinics (models 1 and 2). Most full-time physicians initially tried appointments and/or clinics. Some physicians charged to offset administration costs or compensate for their time. Despite variation within each category, the three models encapsulated how physicians described their integration of medical acupuncture. Physicians varied in how often they administered medical acupuncture and the amount of time they spent with patients. Although 24% of physicians surveyed administered medical acupuncture full-time, most practised it part-time. Each individual physician incorporated medical acupuncture in the way that worked best for their practice. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/

Identity formation of occasional faculty developers in medical education: a qualitative study.

PubMed

O'Sullivan, Patricia S; Irby, David M

2014-11-01

Faculty developers play a crucial role in preparing faculty members for their instructional responsibilities. In some programs, faculty developers are clinicians and scientists who only occasionally conduct workshops. The authors examine the identity formation of such part-time faculty developers. From April 2012 through March 2012, structured interviews were conducted with full-time faculty members who, from 2007 to 2012, periodically volunteered to teach workshops in the University of California, San Francisco School of Medicine's faculty development program. This qualitative study used a modified grounded theory approach. The authors interviewed 29 occasional faculty developers who had 1 to 22 years of experience conducting faculty development programs. All faculty had an educator identity along with their professional identity. The additional faculty developer identity generally evolved over time and aligned with their identity in one of four ways: compartmentalized, hierarchical, parallel, or merged. Their roles as faculty developers enhanced their status in their work community and influenced the way they worked with others and advanced their careers. Faculty development influences the institutional culture, and the institutional culture supports faculty development. Most occasional faculty developers possessed a merged identity that developed over time and was moderated by the topic that they taught. Although experience contributed to this development, both junior and senior faculty developers could have a merged identity. Those who lead faculty development programs can use these findings to recruit and retain faculty developers.

Faculty Time Allocations and Research Productivity: Gender, Race, and Family Effects.

ERIC Educational Resources Information Center

Bellas, Marcia L.; Toutkoushian, Robert K.

1999-01-01

A study using data from 14,614 full-time faculty examined total work hours, research productivity, and allocation of work time among teaching, research, and service. The study found variation in time expenditures and research output influenced by gender, race/ethnicity, and marital/parental status, but findings were also sensitive to definitions…

Changes in Faculty Salaries: 1970 to 1990.

ERIC Educational Resources Information Center

Lee, John B.

College faculty purchasing power was at an all-time high in 1972-73, but then dropped during the 1970s. In the early 1980s, it began to rise and then leveled off in the past few years with the onset of another drop from the 1988-89 high. Twenty years of full-time college and university faculty members' salaries are compared with annual measures of…

The Economic Domino Effect: A Phenomenological Study Exploring Community College Faculty's Lived Experiences during Financial Hard Times in Higher Education

ERIC Educational Resources Information Center

Taylor, Tridai A.

2014-01-01

This qualitative study explored the lived experiences of eight full-time community college faculty members who taught during the economic crisis of 2008. The study was guided by the central research question, "How do community college faculty members describe their lived experiences regarding the recent economic crisis of 2008 and its impact…

A Comparison of Full-Time Faculty Members and Administrators with Respect to Their Perceived Impacts of Selected Societal Factors on Mercer County Community College.

ERIC Educational Resources Information Center

Bolge, Robert D.

A study was conducted at Mercer County Community College (MCCC), in New Jersey, to compare the perceptions of full-time faculty and administrators of the impact of selected societal factors on the college and provide MCCC with a theoretical basis for implementing its strategic planning model. A survey inventory of 34 societal factors was…

Start, Stop, Restart: The Recent History of Federal Funding for Radiochemistry Education

NASA Astrophysics Data System (ADS)

Williamson, R. Craig

2009-08-01

Over the course of the 2009, Federal Fiscal Year the U.S. Departments of Homeland Security and Defense will introduce university programs designed to provide the U.S. national laboratories with a highly qualified workforce in nuclear forensics. These programs are designed to recruit the best and brightest students, develop universities research and education activities, and to enhance university/laboratory(s) interactions nuclear forensics. The approach will be comprehensive in that it will target undergraduate and graduate students, faculty members and institutions. This will include an undergraduate research program designed to encourage emerging seniors to perform research at designated national laboratories throughout the United States. In addition to the undergraduate program, a nationally competitive graduate fellowship program in nuclear forensics was established in 2008. This program provides a four-year appointment with a monthly stipend, full payment of tuition and fees, the establishment of participating universities, and required post-graduate positions in nuclear forensics. A Nuclear Forensics Education Award program will also be introduced. This broad-based program will have an impact on university programs interested in developing nuclear forensics capabilities. This will include funds for instrumentation and equipment, faculty members, students, and curriculum.

Faculty Motivations and Incentives for Teaching eCourses at a For-Profit Online Applied Arts College

ERIC Educational Resources Information Center

Tenzer, Laurie

2012-01-01

A shortage of qualified online faculty exists as learner demand rises. This replication research studied two sample populations--full-time and adjunct--of online faculty at a for-profit applied arts college. The purpose of this study was to discover the motivators and incentives that drive faculty to teach online, enabling college-level…

National Faculty Salary Survey by Discipline and Rank in Private Colleges and Universities, 1985-86.

ERIC Educational Resources Information Center

Appalachian State Univ., Boone, NC.

Salary data for full-time faculty in 46 selected disciplines at 440 private colleges and universities are presented based on the 1985-86 National Faculty Salary Survey by Discipline and Rank in Private Colleges and Universities. Information was collected on salaries for 38,890 faculty members employed at 440 private colleges and universities.…

National Faculty Salary Survey by Discipline and Rank in State Colleges and Universities, 1985-86.

ERIC Educational Resources Information Center

Appalachian State Univ., Boone, NC.

Salary data for full-time faculty in 46 selected disciplines at 262 state colleges and universities are presented based on the 1985-86 National Faculty Salary Survey by Discipline and Rank in State Colleges and Universities. Information was collected on salaries for 63,623 faculty members employed at 262 state colleges and universities.…

National Study of Postsecondary Faculty (NSOPF:99) Methodology Report, 1999. Technical Report.

ERIC Educational Resources Information Center

Abraham, Sameer Y.; Steiger, Darby Miller; Montgomery, Margrethe; Kuhr, Brian D.; Tourangeau, Roger; Montgomery, Bob; Chattopadhyay, Manas

This report describes the methods and procedures used for the 1999 National Study of Postsecondary Faculty (NSOPF:99). As did the first 2 cycles of this survey, NSOPF:99 serves the continuing need for data on faculty and other instructional personnel. NSOPF:99 used a sample of 960 institutions and 28,576 full- and part-time faculty employed at…

Characteristics of Career and Technical Education Faculty across Institutions of Higher Education in the United States

ERIC Educational Resources Information Center

Fletcher, Edward C., Jr.

2018-01-01

The purpose of this article was to examine faculty characteristics of CTE programs across the nation as well as identify the challenges and successes of implementing programs. Findings pointed to the overall decline of CTE full-time-equivalent faculty and the increase of adjunct faculty. In addition, findings demonstrated a lack of ethnic and…

The University of Vermont College of Medicine.

ERIC Educational Resources Information Center

Kaufman, Martin

This study of the origin and history of the University of Vermont College of Medicine begins with the appointment of John Pomeroy to the faculty in 1804, and traces the years that followed. Chiefly concerned with the individuals who were involved, it is a case study of the responses of one small medical school to reform movements, and its ability…

Agreement Between Temple University of the Commonwealth System of Higher Education and the American Association of University Professors, Temple Chapter.

ERIC Educational Resources Information Center

Temple Univ., Philadelphia, PA.

This agreement between Temple University and the Temple Chapter of the American Association of University Professors covers the period July 1, 1973 to June 30, 1976. Articles of the agreement cover recognition, definitions, salaries, fringe benefits, workload, tenure procedures, termination of service of faculty, promotions; appointment,…

[Second Interim Report of the Special Committee of the Trustees of Columbia University.

ERIC Educational Resources Information Center

Columbia Univ., New York, NY.

The Special Committee of the Trustees of Columbia University was appointed "to study and recommend changes in the basic structure of the University." The second interim report contains recommendations of the Committee on the participation of faculty and students in university governance through a proposed University Senate that would replace the…

Harvard and the Academic Glass Ceiling

ERIC Educational Resources Information Center

Drago, Robert

2007-01-01

Drew Gilpin Faust was recently appointed president of Harvard University, and is the first female to hold the position. Women now lead half of the eight institutions that make up the Ivy League. But focusing on highly accomplished women such as Faust misses a larger point. Women may be taking faculty positions in record numbers, but most of those…

Democratic Leadership and Faculty Empowerment at the Community College: A Theoretical Model for the Department Chair.

ERIC Educational Resources Information Center

McArthur, Ronald C.

2002-01-01

Argues that community college organization at the department level presents challenging leadership issues for the newly appointed department chair. Asserts that existing culture, which looks upon the chair with some mistrust, demands chairs who behave as peers rather than military commanders. Concludes that democratic leadership is the most…

Women Academic and Career Administrators' Role Perceptions and Occupational Satisfaction: Implications for Appointment and Professional Development.

ERIC Educational Resources Information Center

Schonwetter, Dieter J.; And Others

This study was the first stage in an analysis of academic and career administrators' perceptions of their functioning in management and leadership capacities and focused in particular on the perceptions of female faculty and administrators. Volunteer participants included 179 male and female university academic and career administrators. Of…

The Society for Academic Emergency Medicine and Association of Academic Chairs in Emergency Medicine 2009-2010 emergency medicine faculty salary and benefits survey.

PubMed

Watts, Susan H; Promes, Susan B; Hockberger, Robert

2012-07-01

he objective was to report the results of a survey conducted jointly by the Society for Academic Emergency Medicine (SAEM) and the Association of Academic Chairs in Emergency Medicine (AACEM) of faculty salaries, benefits, work hours, and department demographics for institutions sponsoring residency programs accredited by the Accreditation Council for Graduate Medical Education (ACGME) Residency Review Committee for Emergency Medicine (RRC-EM). Data represent information collected for the 2009-2010 academic year through an electronic survey developed by SAEM and AACEM and distributed by the Office for Survey Research at the University of Michigan to all emergency department (ED) chairs and chiefs at institutions sponsoring accredited residency programs. Information was collected regarding faculty salaries and benefits; clinical and nonclinical work hours; sources of department income and department expenses; and selected demographic information regarding faculty, EDs, and hospitals. Salary data were sorted by program geographic region and faculty characteristics such as training and board certification, academic rank, department title, and sex. Demographic data were analyzed with regard to numerous criteria, including ED staffing levels, patient volumes and length of stay, income sources, salary incentive components, research funding, and specific type and value of fringe benefits offered. Data were compared with previous SAEM studies and the most recent faculty salary survey conducted by the Association of American Medical Colleges (AAMC). Ninety-four of 155 programs (61%) responded, yielding salary data on 1,644 faculty, of whom 1,515 (92%) worked full-time. The mean salary for all faculty nationwide was $237,884, with the mean ranging from $232,819 to $246,853 depending on geographic region. The mean salary for first-year faculty nationwide was $204,833. Benefits had an estimated mean value of $48,915 for all faculty, with the mean ranging from $37,813 to $55,346 depending on geographic region. The following factors are associated with higher salaries: emergency medicine (EM) residency training and board certification, fellowship training in toxicology and hyperbaric medicine, higher academic rank, male sex, and living in the western and southern regions. Full-time EM faculty work an average of 20 to 23 clinical hours and 16 to 19 nonclinical hours per week. The salaries for full-time EM faculty reported in this survey were higher than those found in the AAMC survey for the same time period in the majority of categories for both academic rank and geographic region. On average, female faculty are paid 10% to 13% less than their male counterparts. Full-time EM faculty work an average of 20 to 23 clinical hours and 16 to 19 nonclinical hours per week, which is similar to the work hours reported in previous SAEM surveys. © 2012 by the Society for Academic Emergency Medicine.

Faculty Sufficiency and AACSB Accreditation Compliance within a Global University: A Mathematical Modeling Approach

ERIC Educational Resources Information Center

Boronico, Jess; Murdy, Jim; Kong, Xinlu

2014-01-01

This manuscript proposes a mathematical model to address faculty sufficiency requirements towards assuring overall high quality management education at a global university. Constraining elements include full-time faculty coverage by discipline, location, and program, across multiple campus locations subject to stated service quality standards of…

Faculty Perceptions of Technology Projects

ERIC Educational Resources Information Center

Ransom, Whitney; Graham, Charles R.; Mott, Jon

2007-01-01

The Center for Teaching and Learning (CTL), formerly the Center for Instructional Design at Brigham Young University (BYU), partners with faculty to help improve teaching and learning. The CTL currently supports a broad range of faculty projects to maintain and improve on-campus instruction. It has more than 35 full-time employees and…

A Theoretical Analysis of Faculty Job Satisfaction/Dissatisfaction.

ERIC Educational Resources Information Center

Hill, Malcolm

1987-01-01

This study examines the issue of job satisfaction of college faculty from the perspective of Herzberg's "two-factor" theory and assesses the utility of the theory. Data from 1,089 full-time faculty in 20 college and university campuses supports that "intrinsic" factors contribute primarily to job satisfaction. (Author/LMO)

"A Desire for Growth": Online Full-Time Faculty's Perceptions of Evaluation Processes

ERIC Educational Resources Information Center

DeCosta, Meredith; Bergquist, Emily; Holbeck, Rick

2015-01-01

Post-secondary educational institutions use various means to evaluate the teaching performance of faculty members. There are benefits to effective faculty evaluation, including advancing the scholarship of teaching and learning, as well as improving the functionality and innovation of courses, curriculum, departments, and ultimately the broader…

Full-Time and Adjunct Faculty Priorities for Online Instructional Behavior

ERIC Educational Resources Information Center

Maxson, Chad

2017-01-01

This study explored priorities for online instructional behavior in post-traditional programs at Private Christian University (PCU). No prior study had been identified that compared the online instructional priorities among fulltime faculty (n = 73) and online adjunct faculty (n = 69). This study would benefit those who oversee online…

Strategies for Increasing Faculty Involvement in Institutional or Program Assessment

ERIC Educational Resources Information Center

Caudle, LeAnn; Hammons, James O.

2018-01-01

This narrative research study was conducted to explore the experiences of full-time community college faculty members involved in student learning outcomes assessment. Prior research documented the need for more community college faculty involvement with assessment at the program and institutional levels (Grunwald & Peterson, 2003; Kinzie,…

Salaries of Full-Time Instructional Faculty on 9- and 10-month Contracts in Institutions of Higher Education, 1979-80 through 1989-90. E.D. TABS.

ERIC Educational Resources Information Center

Brown, Patricia Q.

This report presents the results of data in two figures and 22 tables on salaries of full-time instructional faculty on 9- and 10-month contracts; the data were collected through the Integrated Postsecondary Education Data System for the academic years 1987-88 and 1989-90. The figures show percentage change in average salaries adjusted for…

Mentoring Undergraduate Interdisciplinary Mathematics Research Students: Junior Faculty Experiences

ERIC Educational Resources Information Center

Gevertz, Jana L.; Kim, Peter S.; Wares, Joanna R.

2017-01-01

To be successful, junior faculty must properly manage their time in the face of expanding responsibilities. One such responsibility is supervising undergraduate research projects. Student research projects (either single or multi-student) can be undertaken as a full-time summer experience, or as a part-time academic year commitment. With many…

AB 1725, IV: Part-Time Faculty.

ERIC Educational Resources Information Center

California Community Colleges, Sacramento. Board of Governors.

An overview is provided of issues related to the use of part-time faculty in community colleges in California and elsewhere in the nation. First, background information is provided on the major relevant issues. This section: (1) lists the teaching functions which are best carried out by full-time instructors as argued by those who favor employing…

Salary-Trend Study of Faculty in Physical Therapy for the Years 1995-96 and 1998-99.

ERIC Educational Resources Information Center

Howe, Richard D.

This report, covering 882 physical therapy faculty, is part of an annual national survey of faculty salaries. The survey is in two parts: one covering public and one covering private four-year colleges and universities. Data for the baseline year 1995-96 and the trend year 1998-99 were collected for full-time teaching faculty in 53 selected…

The metaphysical club at the Johns Hopkins University (1879-1885).

PubMed

Behrens, Peter J

2005-11-01

Of the earliest American universities, The Johns Hopkins in Baltimore holds a unique position for psychology. At Hopkins, many of America's first psychologists received their graduate training. Of special interest is the Hopkins Metaphysical Club, organized in 1879 by Charles Sanders Peirce. It provided a forum for research and scholarship by faculty and students. Papers related to topics of the "new" psychology began to appear in 1883, about the time G. Stanley Hall was given a 3-year appointment at Hopkins. When Peirce departed Hopkins in 1885, Hall was free to develop psychology in his image and disbanded the club. Nevertheless, the Metaphysical Club played an important role in the emergence of American scientific psychology.

John A. Simpson (1916-2000)

NASA Astrophysics Data System (ADS)

Jokipii, J. R.; Gloeckler, G.

John Alexander Simpson, a long-time member and Fellow of AGU, member of the National Academy of Sciences, and last year's recipient of the Bowie Medal, died on August 31, 2000, from complications following open heart surgery. He was 83 years old and a professor emeritus at the University of Chicago, where he spent most of an extraordinarily varied and productive career.He received his bachelor's degree from Reed College in 1940, and a master's and a doctorate from New York University in 1942 and 1943. After working on the Manhattan Project until 1946, he joined the University of Chicago faculty where he rose through the ranks and was appointed to a succession of prestigious named professorships.

77 FR 66443 - Renewal of the Defense Health Board

Federal Register 2010, 2011, 2012, 2013, 2014

2012-11-05

... an annual basis according to DoD policy and procedures. Board members who are not full-time or permanent part-time Federal employees shall be appointed to serve as experts and consultants under the... exception of travel and per diem for official travel, Board members shall serve without compensation. The...

76 FR 43674 - Renewal of Department of Defense Federal Advisory Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2011-07-21

... communities. No Committee members shall be a full-time or part-time DoD employee. Committee members are... of Defense shall renew their appointments on an annual basis. With the exception of travel and per diem for official travel, Committee members shall serve without compensation. Committee members shall...

Sex differences in physician salary in U.S. public medical schools

PubMed Central

Jena, Anupam B.; Olenski, Andrew R.; Blumenthal, Daniel M.

2017-01-01

Importance Limited evidence exists on salary differences between male and female academic physicians, largely due to difficulty obtaining data on salary and factors influencing salary. Existing studies have been limited by reliance on survey-based approaches to measuring sex differences in earnings, lack of contemporary data, small sample sizes, or limited geographic representation. Objective To analyze sex differences in earnings among U.S. academic physicians. Design, setting, and participants Freedom of Information laws mandate release of salary information of public university employees in several states. In 12 states with salary information published online, we extracted salary data on 10,241 academic physicians at 24 public medical schools. We linked this data to a unique physician database with detailed information on sex, age, years of experience, faculty rank, specialty, scientific authorship, NIH funding, clinical trial participation, and Medicare reimbursements (proxy for clinical revenue). We estimated sex differences in salary adjusting for these factors. Exposure Physician sex Main outcome measures Annual salary Results Female physicians had lower unadjusted salaries than male physicians ($206,641 vs. $257,957; difference $51,315; 95% CI $46,330–$56,301). Sex differences persisted after multivariable adjustment ($227,782 vs. $247,661; difference $19,878; 95% CI $15,261–$24,495). Sex differences in salary varied across specialties, institutions, and faculty ranks. Female full and associate professors had comparable adjusted salaries to those of male associate and assistant professors, respectively. Conclusions and relevance Among physicians with faculty appointments at 24 U.S. public medical schools, significant sex differences in salary exist even after accounting for age, experience, specialty, faculty rank, and measures of research productivity and clinical revenue. PMID:27400435

A Study of Burnout among Faculty at Fullerton College

ERIC Educational Resources Information Center

Khan, Tanzil

2012-01-01

The purpose of this study was to analyze the extent of burnout among full-time faculty at Fullerton College. This study reviewed research on burnout at the community college level and gives insight into burnout's major contributors to. It provides suggestions for intervention to reduce the phenomenon of faculty burnout and recommendations for…

Is Higher Education Confronting Faculty Shortages? ASHE Annual Meeting Paper.

ERIC Educational Resources Information Center

Lozier, G. Gregory; Dooris, Michael J.

Retirement policies and possible effects on teacher shortages were examined. Information was obtained concerning: a 5-year summary of faculty retirements by age, the age distribution of each institution's full-time faculty by academic area, and changes over the past 5 years in personnel policies and procedures in response to anticipated faculty…

American Higher Education in Transition

ERIC Educational Resources Information Center

Ehrenberg, Ronald G.

2011-01-01

American higher education is in transition and if there ever was a "golden age" for faculty, it probably is behind us. The best historical data on the composition of faculty is collected annually by the American Mathematical Society. Between 1967 and 2009, the share of full-time faculty with PhDs remained constant at about 90 percent at…

Education: Chemistry Faculties Gain Women Slowly.

ERIC Educational Resources Information Center

Chemical and Engineering News, 1984

1984-01-01

Highlights survey results on the status of females in full-time, tenured or tenure track faculty positions in chemistry. Indicates that males still dominate PhD-granting chemistry faculties and that, although the number of women is increasing, the increase is not proportionate to the rate at which they are earning chemistry PhDs. (JM)

A Desire for Growth: Online Full-Time Faculty's Perceptions of Evaluation Processes

ERIC Educational Resources Information Center

DeCosta, Meredith; Bergquist, Emily; Holbeck, Rick; Greenberger, Scott

2016-01-01

College and universities evaluate the teaching performance of faculty members in a variety of ways. Benefits to effective faculty evaluation include advancing the scholarship of teaching and learning, as well as improving the functionality and innovation of courses, curriculum, departments, and ultimately the broader community (Boyer, 1990;…

Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty

ERIC Educational Resources Information Center

National Academies Press, 2010

2010-01-01

"Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty" presents new and surprising findings about career differences between female and male full-time, tenure-track, and tenured faculty in science, engineering, and mathematics at the nation's top research universities. Much of this…

Instructional Faculty Salaries for Academic Year 1985-86. OERI Bulletin.

ERIC Educational Resources Information Center

Kroe, Elaine

National salary data for instructional faculty for 1985-1986 are presented, along with a narrative overview, based on 2,952 responses to the Higher Education General Information Survey of Salaries, Tenure, and Fringe Benefits of Full-Time Instructional Faculty. Academic year 1985-1986 was the fifth consecutive year that salary increases for…

Faculty Attitudes at Indiana University School of Dentistry.

ERIC Educational Resources Information Center

Sorcinelli, Mary Deane

Dental educators' attitudes toward academic life are examined through structured, in-depth interviews with 122 full- and part-time faculty at Indiana University School of Dentistry. Results showed that the major reasons for choosing an academic career were influence of a faculty member or dean, interest in the subject matter, economics, and a…

Faculty Perceptions of Organizational Leadership at Christian Colleges and Universities with Missions of Servant Leadership

ERIC Educational Resources Information Center

Palmer, Marila Dollahite

2011-01-01

This study examined differences in faculty perceptions of organizational leadership at Christian institutions with servant leadership missions. The study evaluated faculty members' perceptions based on the independent variables of employment status (full- or part-time/adjunct), number of years employed at the institution, and attendance at an…

Career College Governance: A Study of the Faculty's Propensity to Participate

ERIC Educational Resources Information Center

King, Stephen H.

2012-01-01

This study investigated faculty perceptions of and propensity to participate in shared governance activities in proprietary, post-secondary educational institutions. The sample population for this study (n = 22) included adjunct and full-time faculty members and administrators selected through a snowball sampling method and initially inclusive of…

A Teacher Fears for Kids over Freshly Ambushed Gay Rights

ERIC Educational Resources Information Center

Morris, Bonnie J.

2005-01-01

In this article, the author talks about the passing of new laws forbidding gay marriage or legal recognition of same-sex unions in the United States and the impact of the gay rights issue on students. Across the nation, faculty who enjoy secure academic appointments, work with caring colleagues, and reside in university towns are subject to new…

In Iowa, a Life of the Mind, Heart, and Soul

ERIC Educational Resources Information Center

Selingo, Jefery

2005-01-01

When Dr. Skorton was tapped as Iowa's president, in 2003, his appointment was widely favored by faculty and staff members. Unlike most academics who give up their day jobs when they become college presidents, Dr. David J. Skorton 55, kept his when he took the reins at Iowa two years ago. A cardiologist by training, he still sees patients with…

2010 NRL Review: Power, Energy, Synergy

DTIC Science & Technology

2010-01-01

scientific, technical, engineering, and mathematics (STEM) fields. To this end, NRL has brought 399 students on board as employees, tutored another...Employees — Recent Ph.D., Faculty Member, and College Graduate Programs, Professional Appointments, and College and High School Student Programs 278...information with higher-level cognitive reasoning; gesture recognition for shoulder-to- shoulder human-robot interaction; and anticipation and learning on a

University Commission on Human Relations: Focusing on Racism & Other Forms of Discrimination. Final Report. Volume I: Report of the Commission.

ERIC Educational Resources Information Center

James, Olive C. R., Ed.; Matson, Hollis N., Ed.

The University Commission on Human Relations of San Francisco State University was appointed to study how the campus community deals with human relations, focusing on issues of race, ethnicity, gender, sexual orientation, disability, or religion. The study involved: three surveys taken of students, faculty, and staff/administrators; public…

Controversies and Decision Making in Difficult Economic Times. New Directions for Community Colleges, Number 53.

ERIC Educational Resources Information Center

Dziech, Billie Wright, Ed.

1986-01-01

The essays in this collection provide contrasting points of view on a number of community college issues that have become more pressing during periods of economic constraint. The volume contains: (1) "Part-Time Faculty: The Value of the Resource," by William R. C. Munsey; (2) "Part-Time Faculty, Full-Time Problems," by David Hartleb and William…

Work-family balance and academic advancement in medical schools.

PubMed

Fox, Geri; Schwartz, Alan; Hart, Katherine M

2006-01-01

This study examines various options that a faculty member might exercise to achieve work-family balance in academic medicine and their consequences for academic advancement. Three data sets were analyzed: an anonymous web-administered survey of part-time tenure track-eligible University of Illinois College of Medicine (UI-COM) faculty members conducted in 2003; exogenous data regarding the entire UI-COM faculty; and tenure rollback ("stop-the-clock") usage by all tenure track-eligible UI-COM faculty from 1994 to 2003. The data reveal a gender split in career-family balance priorities that affect academic advancement among part-time faculty. Women select part-time status for child care; men choose part-time to moonlight. Similarly, among all faculty members seeking tenure rollbacks, women request rollback for child care; men request rollback for other reasons. Among all faculty members, full-time men were more likely to be on the tenure track than any other group. Needs identified by the part-time faculty survey include improved mentoring in track selection, heightened awareness of options, such as tenure rollback, and provision of equitable benefits and opportunities. Policy changes, such as a prorated tenure track, are needed to support a family-friendly culture with flexibility throughout the career lifespan for both men and women medical faculty.

Multigenerational challenges in academic medicine: UCDavis's responses.

PubMed

Howell, Lydia Pleotis; Servis, Gregg; Bonham, Ann

2005-06-01

Academic medicine is a unique work environment, one of the few where members of four different generations regularly interact and where multigenerational teams are key to fulfilling its missions, particularly education. This can lead to increased creativity, but also to intergenerational conflict, since each generation has different values and expectations. The authors describe multigenerational challenges confronted at the University of California, Davis, School of Medicine, and that school's responses to them. These challenges include issues related to work hours, workload, compensation, evaluation for advancement, recruitment and retention, and attendance at required meetings. Awareness of the different generational qualities and values allowed the school of medicine to identify the multigenerational origin of many of these ongoing issues and challenges and to plan appropriate solutions within the Office of Academic Affairs. These include policy changes related to work-life balance, utilizing multiple faculty tracks with different roles, allowing part-time faculty appointments, creating a variety of faculty development programs geared toward different generational needs (which utilize flexible modules, menus of options, and alternative technologies for presentation), defining appropriate reward and incentives through compensations plans, and creating peer-reviewed awards. The authors conclude that these efforts mitigate conflict, promote diversity, and allow multigenerational teams to function more effectively and creatively in education, research, and clinical care. Ongoing evaluation will further refine this approach.

Mending the Rift between Full and Part-Time Faculty.

ERIC Educational Resources Information Center

Tyree, Larry W.; Grunder, Pat; O'Connell, April

2000-01-01

Addresses the need to improve the working conditions of part-time faculty by referring to Maslow's Hierarchy of Human Needs (1954), which includes physiological, safety and security, love and belongingness, esteem, cognitive, aesthetic, and self-actualizing needs. Calls for "overarching initiatives" that need to be undertaken on behalf…

Appointment Wait Time, Primary Care Provider Status, and Patient Demographics are Associated With Nonattendance at Outpatient Gastroenterology Clinic.

PubMed

Shrestha, Manish P; Hu, Chengcheng; Taleban, Sasha

2016-09-22

We intended to identify the factors associated with missed appointments at a gastroenterology (GI) clinic in an academic setting. Missed clinic appointments reduce clinic efficiency, waste resources, and increase costs. Limited data exist on subspecialty clinic attendance. We performed a case-control study using data from the electronic health record of patients scheduled for an appointment at the adult GI clinic at the Banner University Medical Center between March and October of 2014. Patients who missed their appointment during the study period served as cases. Controls were randomly selected from patients who completed their appointment during the study period. Analysis included univariate and multivariate logistic regression analysis. Of 2331 scheduled clinic appointments, 195 (8.4%) were missed appointments. Longer waiting time from referral to scheduled appointment was significantly associated with missed appointment (AOR=1.014; 95% CI, 1.01-1.02; P<0.001). Patients with primary care providers (PCPs) were less likely to miss their appointment than those without PCPs (AOR=0.35; 95% CI, 0.18-0.66; P=0.001). Among patient demographic characteristics, ethnicity and marital status were associated with missed appointment. Wait time, ethnicity, marital status, and PCP status were associated with missed GI clinic appointments. Further investigations are needed to assess the effects of intervention strategies directed at reducing appointment wait time and increasing PCP-based care.

Commentary: Missing the elephant in my office: recommendations for part-time careers in academic medicine.

PubMed

Helitzer, Deborah

2009-10-01

Several recent articles in this journal, including the article by Linzer and colleagues in this issue, discuss and promote the concept of part-time careers in academic medicine as a solution to the need to achieve a work-life balance and to address the changing demographics of academic medicine. The article by Linzer and colleagues presents the consensus of a task force that attempted to address practical considerations for part-time work in academic internal medicine. Missing from these discussions, however, are a consensus on the definition of part-time work, consideration of how such strategies would be available to single parents, how time or resources will be allocated to part-time faculty to participate in professional associations, develop professional networks, and maintain currency in their field, and how part-time work can allow for the development of expertise in research and scholarly activity. Most important, the discussions about the part-time solution do not address the root cause of dissatisfaction and attrition: the ever-increasing and unsustainable workload of full-time faculty. The realization that an academic full-time career requires a commitment of 80 hours per week begs the question of whether part-time faculty would agree to work 40 hours a week for part-time pay. The historical underpinnings of the current situation, the implications of part-time solutions for the academy, and the consequences of choosing part-time work as the primary solution are discussed. Alternative strategies for addressing some of the problems facing full-time faculty are proposed.

Primary care access for new patients on the eve of health care reform.

PubMed

Rhodes, Karin V; Kenney, Genevieve M; Friedman, Ari B; Saloner, Brendan; Lawson, Charlotte C; Chearo, David; Wissoker, Douglas; Polsky, Daniel

2014-06-01

Current measures of access to care have intrinsic limitations and may not accurately reflect the capacity of the primary care system to absorb new patients. To assess primary care appointment availability by state and insurance status. We conducted a simulated patient study. Trained field staff, randomly assigned to private insurance, Medicaid, or uninsured, called primary care offices requesting the first available appointment for either routine care or an urgent health concern. The study included a stratified random sample of primary care practices treating nonelderly adults within each of 10 states (Arkansas, Georgia, Illinois, Iowa, Massachusetts, Montana, New Jersey, Oregon, Pennsylvania, and Texas), selected for diversity along numerous dimensions. Collectively, these states comprise almost one-third of the US nonelderly, Medicaid, and currently uninsured populations. Sampling was based on enrollment by insurance type by county. Analyses were weighted to obtain population-based estimates for each state. The ability to schedule an appointment and number of days to the appointment. We also examined cost and payment required at the visit for the uninsured. Between November 13, 2012, and April 4, 2013, we made 12,907 calls to 7788 primary care practices requesting new patient appointments. Across the 10 states, 84.7% (95% CI, 82.6%-86.8%) of privately insured and 57.9% (95% CI, 54.8%-61.0%) of Medicaid callers received an appointment. Appointment rates were 78.8% (95% CI, 75.6%-82.0%) for uninsured patients with full cash payment but only 15.4% (95% CI, 13.2%-17.6%) if payment required at the time of the visit was restricted to $75 or less. Conditional on getting an appointment, median wait times were typically less than 1 week (2 weeks in Massachusetts), with no differences by insurance status or urgency of health concern. Although most primary care physicians are accepting new patients, access varies widely across states and insurance status. Navigator programs are needed, not only to help patients enroll but also to identify practices accepting new patients within each plan's network. Tracking new patient appointment availability over time can inform policies designed to strengthen primary care capacity and enhance the effectiveness of the coverage expansions with the Patient Protection and Affordable Care Act.

Faculty Articulation with Feeder High Schools and Local Employers.

ERIC Educational Resources Information Center

Parrott, Marietta

As a first step in developing an articulation plan with feeder high schools, a College of the Sequoias (COS) task force developed and distributed a survey to all full-time faculty members to determine if individual faculty members were articulating with feeder high schools and local businesses, and if they would be willing to participate in an…

Waiting to Become: Adjunct Faculty Experiences at Multi-Campus Community Colleges

ERIC Educational Resources Information Center

Bakley, Amanda L.; Brodersen, Lyn A.

2018-01-01

The purpose of this study was to describe the experiences of adjunct faculty who aspire to full-time positions at multi-campus community colleges. A paucity of research on this topic revealed the need to examine the experiences of adjunct faculty working at multi-campus community colleges (Wolfe & Strange, 2003). The notion that adjunct…

Improving Practitioners' Effectiveness as Adjunct Educators through Comprehensive Training and Development

ERIC Educational Resources Information Center

Jackson, Paul C.

2012-01-01

Adjunct faculty members make up an increasing percentage of the faculty in the community colleges. By some estimates, the percentage may be as high as seventy percent (70%). Many of these adjunct faculty members are practitioners, individuals who work full-time in business, industry or government, or who have recently retired. Practitioners bring…

Preparing to Teach Online as Transformative Faculty Development

ERIC Educational Resources Information Center

McQuiggan, Carol A.

2011-01-01

An action research study was conducted at a campus college of a large Research I institution of higher education to explore transformative learning among higher education faculty as a result of participating in a blended program to prepare them to teach online. The purposeful sample included six full-time and one adjunct faculty, teaching a mix of…

Establishing an Adjunct Faculty Professional Development Program for Delaware Technical Community College

ERIC Educational Resources Information Center

Mergner, Leslie A.

2013-01-01

Higher education is experiencing unprecedented change due to economic and demographic projections, largely focusing on the usage of adjunct faculty. No longer will community colleges be able to rely solely on full-time faculty to ensure that students persist to graduation. This executive position paper provides a proposed plan for a formalized…

Faculty in Faith-Based Institutions: Participation in Decision-Making and Its Impact on Job Satisfaction

ERIC Educational Resources Information Center

Metheny, Glen A.; West, G. Bud; Winston, Bruce E.; Wood, J. Andy

2015-01-01

This study examined full-time faculty in Christian, faith-based colleges and universities and investigated the type of impact their participation in the decision-making process had on job satisfaction. Previous studies have examined relationships among faculty at state universities and community colleges, yet little research has been examined in…

Collaboration in the Research and Scholarship of Feminist Women Faculty. ASHE Annual Meeting Paper.

ERIC Educational Resources Information Center

Dickens, Cynthia Sullivan

This study used qualitative research to develop a richer description and deeper understanding of the collaborative process among 26 feminist women faculty. The participants were all on the faculty full-time at two research universities in the Midwest and espoused feminism as evidenced by their formal association with women's studies programs. In…

Faculty Professional Development Needs and Career Advancement at Tribal Colleges and Universities

ERIC Educational Resources Information Center

Al-Asfour, Ahmed; Young, Suzanne

2017-01-01

Professional development needs of faculty who are teaching at Tribal Colleges and Universities were examined in this survey research study. The majority of 126 respondents to the online survey reported that they were full-time faculty members, female, not tribal members, and had taught five or less years. Respondents reported that the two greatest…

Assessing Faculty Attitudes towards Online Instruction: A Motivational Approach

ERIC Educational Resources Information Center

Prottas, David J.; Cleaver, Catherine M.; Cooperstein, Deborah

2016-01-01

There continues to be a lack of congruence in the attitudes of faculty and administrators with respect to online or distance education. The authors developed and administered a questionnaire to assess pertinent attitudes and perceptions of full and part-time faculty (n= 421) toward online instruction at their private university in a U.S. Middle…

Factors That Predict Organizational Commitment for Full-Time and Part-Time Faculty in Community Colleges across North Carolina

ERIC Educational Resources Information Center

Engle, Deborah Lynn

2010-01-01

Organizational dependence on part-time employees is a relatively recent trend across the modern landscape of the American workforce and is especially apparent in higher education. At community colleges across the country, as well as in North Carolina, there is a substantial reliance on part-time faculty employment. This is common practice in order…

Variability of Passing Grades in Undergraduate Nursing Education Programs in New York State.

PubMed

Reynolds, Diane

2015-01-01

The purpose of this descriptive study was to provide information about passing grades and their corresponding numeric grades for undergraduate nursing programs in New York State. An additional purpose was to report on differences in grading between faculty teaching in associate versus baccalaureate nursing programs, full-time versus adjunct faculty, and tenured versus nontenured faculty. There is a paucity of research on grade variability in undergraduate nursing programs. Three hundred eighty-four full-time and 96 adjunct faculty responded to an invitation to complete an online survey. Grades are not uniformly awarded across institutions. Passing grades ranged from 70 to 85 percent (C- to B+, respectively), with a mean of 74.79 percent. Wide variations in grades in different institutions across the country may undermine grade point average as a reliable measure of education, making it difficult to evaluate individual student performance.

76 FR 67426 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-01

... industry. Panel members appointed by the Secretary of Defense, who are not full-time or permanent part-time... an annual basis by the Secretary of Defense, and with the exception of travel and per diem for official travel, Panel members shall serve without compensation. The Secretary of the Navy shall select the...

77 FR 52700 - Reestablishment of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-30

... the Secretary of Defense, who are not full-time or permanent part-time federal employees, shall be... government employees. In addition, all Board members, with the exception of travel and per diem for official travel, shall serve without compensation. Each Board member is appointed to provide advice on behalf of...

77 FR 26264 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-05-03

.... Committee members appointed by the Secretary of Defense, who are not full-time or permanent part-time... of 5 U.S.C. 3109, and to serve as special government employees. With the exception of travel and per diem for official travel, Committee members shall serve without compensation. [[Page 26265

Library Outreach to Part-Time and Distance Education Instructors

ERIC Educational Resources Information Center

Shelton, Kay

2009-01-01

As community colleges rely on part-time faculty and offer more online courses, faculty teaching in those capacities may not be as connected to the college as their full-time, on-campus counterparts. They may know very little about the library; in turn their students may not learn what the library has to offer. This article provides suggestions for…

Measuring Chemotherapy Appointment Duration and Variation Using Real-Time Location Systems.

PubMed

Barysauskas, Constance M; Hudgins, Gina; Gill, Katie Kupferberg; Camuso, Kristen M; Bagley, Janet; Rozanski, Sheila; Kadish, Sarah

Clinical schedules drive resource utilization, cost, and patient wait time. Accurate appointment duration allocation ensures appropriate staffing ratios to daily caseloads and maximizes scarce resources. Dana-Farber Cancer Institute (DFCI) infusion appointment duration is adjusted by regimen using a consensus method of experts including pharmacists, nurses, and administrators. Using real-time location system (RTLS), we examined the accuracy of observed appointment duration compared with the scheduled duration. Appointment duration was calculated using RTLS at DFCI between August 1, 2013, and September 30, 2013. Duration was defined as the total time a patient occupied an infusion chair. The top 10 administered infusion regimens were investigated (n = 805). Median observed appointment durations were statistically different than the scheduled durations. Appointment durations were shorter than scheduled 98% (C), 95% (I), and 75% (F) of the time and longer than scheduled 77% (A) and 76% (G) of the time. Fifty-six percent of the longer than scheduled (A) appointments were at least 30 minute longer. RTLS provides reliable and unbiased data to improve schedule accuracy. Replacing consensus with system-based data may improve clinic flow, relieve staff stress, and increase patient satisfaction. Further investigation is warranted to elucidate factors that impact variation in appointment duration.

Model Personnel Policy for Ohio Academic Libraries and Public Libraries; Personnel Guidelines for Governmental Libraries, School Library Media Centers, Special Libraries.

ERIC Educational Resources Information Center

Ohio Library Foundation, Columbus.

A guide which any library may use to achieve its own statement of personnel policy presents policy models which suggest rules and regulations to be used to supervise the staffs of public and academic libraries. These policies cover: (1) appointments; (2) classification of positions; (3) faculty and staff development; (4) performance evaluations;…

Criteria for Initial Appointment in Rank and Subsequent Promotion for Faculty in Two-Year Public Colleges

ERIC Educational Resources Information Center

Orf, Michael A.

2013-01-01

The growth of community colleges over the last five decades has not been met with a commensurate expansion of knowledge about policy development. In order to address this gap in knowledge, this study aimed to determine the prevalence of rank among two-year colleges in the United States; to identify the criteria used to determine rank upon hire for…

Expatriate Academic Staff in the United Arab Emirates: The Nature of Their Work Experiences in Higher Education Institutions

ERIC Educational Resources Information Center

Austin, Ann E.; Chapman, David W.; Farah, Samar; Wilson, Elisabeth; Ridge, Natasha

2014-01-01

As many countries expand their higher education systems, they must attract, support, and retain qualified academic staff. This paper focuses on the United Arab Emirates (UAE) as a case study of a nation drawing on large numbers of mostly expatriate faculty working in short-term academic appointments. The paper begins by considering the national…

Work environment perceptions of full-time dental educators: does gender matter?

PubMed

Nesbitt, Paula E; Inglehart, Marita R; Sinkford, Jeanne C

2003-08-01

This study investigates whether female and male full-time dental faculty members in U.S. dental schools differ in their workplace experiences and perceptions. A questionnaire was mailed to the 2,203 U.S. members of the American Dental Education Association (ADEA) in May 2001, and 870 faculty members responded (response rate: 40 percent). The data of the 738 full-time employed faculty members (female: 257, 34.8 percent; male: 481, 65.1 percent) were analyzed. The results showed that male and female faculty did not differ significantly in the average hours per week worked (men: 46.1 vs. women: 47.1), in the amount of time spent on research (11.67 percent vs. 12.76 percent), and in available grant support (20.1 percent vs. 19.7 percent). Men were more likely than women to have office space (99.2 percent vs. 96.5 percent; p = .0 12), secretarial support (87 percent vs. 75.8 percent; p = .000), protected time for research (37.8 percent vs. 31.6 percent; p = .056), and lab space (23.2 percent vs. 10.6 percent; p = .000). Compared to men, women spent more time on teaching (men: 16.84 percent vs. women: 19 percent; p = .078), and perceived the work environment as less supportive (30 percent vs. 9.3 percent; p = .000). While 73.8 percent of men felt welcome as members of the dental school community, only 50.2 percent of the women felt welcome (p = .000). Male and female respondents differed significantly in the degree of experienced and perceived harassment. We thus concluded that female and male faculty members differ in their experiences and perceptions of the academic climate at U.S. dental schools. These results may be useful when school leaders explore effective recruitment and retention strategies for dental faculty members.

Family medicine education in Canada, 1983.

PubMed

Hennen, B K

1983-12-01

We now have good information about family medicine in terms of content, principles, and practice load. Undergraduate, residency and continuing education are improving, but some family medicine programs still have limited support from their university's faculty and governments. Residency in-training assessment and the certification process are better developed than is evaluation of new family doctors' practice performance. Research in the family medicine base is expanding, and residents are increasingly involved in projects. Family medicine teachers are now on a par with other clinical faculty, because they must meet tougher criteria for appointment and promotion. The political leadership of family medicine education, shared by the College of Family Physicians of Canada and academic departments, requires strong consensus and persistent activity.

Determinants of successful deanship.

PubMed

Bassaw, Bharat

2010-01-01

With the significant changes taking place in health and education as well as the rising demands and expectations, deans of medical faculties must exhibit strong and effective leadership skills. Deans need to focus on the broad scope and to translate their dreams into applied institutional operations and functions. It is thus necessary that the deans must identify the institution's core ideology, lead strategic planning, create a common vision and offer direction to the collective membership of the institution. Some personal qualities that appear to be critical for effective deanship include being visionary, fair, trustworthy and exemplary. Prospective deans should receive training in leadership. New deans must be properly informed on the strategic plan of the faculty before they are appointed.

The Faculty Role in Advocacy: What, Why, and How

NASA Astrophysics Data System (ADS)

Franklin, Scott

2015-04-01

The Capitol Hill environment is completely unlike that in the halls of academia, and advocating for science policy requires a style of communication quite different from scientific discourse. Nevertheless, the experience, while challenging, can be extremely rewarding, and change how one approaches changing our educational system. Fortunately, there are a growing number of resources that faculty can draw upon to make the process easier and more effective. I will discuss my first trip to Capitol Hill, including the details of setting up and managing appointments with congressional aides, and the resources I found useful during my visit. I'll also describe the initial culture shock and how I quickly came to appreciate the intensity and clarity of the visits. In addition to providing a roadmap for other faculty wishing to advocate for science policy, I'll describe additional resources that are in development.

Ohio Space Grant Funds for Scholarship/Fellowship Students

NASA Technical Reports Server (NTRS)

1996-01-01

The Ohio Aerospace Institute (OAT), a consortium of university, industry, and government, was formed to promote collaborative aerospace-related research, graduate education, and technology transfer among the nine Ohio universities with doctoral level engineering programs, NASA Lewis Research Center, Air Force Wright Laboratory, and industry. OAT provides enhanced opportunities for affiliates to utilize federal government research laboratories and facilities at Lewis Research Center (LeRC) and Wright Laboratory. As a component of the graduate education and research programs, students and faculty from the member universities, LeRC engineers and scientists, and visiting investigators from industry, government and non-member universities conduct collaborative research projects using the unique facilities at LeRC, and will participate in collaborative education programs. Faculty from the member universities who hold collateral appointments at OAT, and government and industry experts serving as adjunct faculty, can participate in the supervision of student research.

Howard University Bookstore

ERIC Educational Resources Information Center

Maxon, Hazel Carter; Negron, Jaime

1977-01-01

Two full-time university bookstores, with three satellites helping during rush period, serve the Howard students and faculty. Solutions to problems of space, acquiring used books, and communications with faculty members are discussed, and the successful retailing of black studies books is described. (LBH)

Master Agreement between Detroit College of Business and Detroit College of Business Faculty Association, July 1, 1982-June 30, 1986.

ERIC Educational Resources Information Center

Detroit Coll. of Business, MI.

The collective bargaining agreement between Detroit College of Business and Detroit College of Business Faculty Association Chapter (17 full-time faculty members) of the National Education Association covering the period July 1, 1982-June 30, 1986 is presented. Items covered in the agreement include: unit recognition, association relations,…

Are the Walls Really Down? Behavioral and Organizational Barriers to Faculty and Staff Diversity. ASHE Higher Education Report, Volume 33, Number 1

ERIC Educational Resources Information Center

Evans, Alvin, Ed.; Chun, Edna Breinig, Ed.

2007-01-01

This monograph focuses on the subtle behavioral and organizational barriers that hinder the recruitment, retention, and advancement of women and minority faculty and administrators in higher education today. Specifically the monograph explores the obstacles that face women and minorities who serve as full-time, tenure-track faculty and…

Examination of Attitudes towards Teaching Online Courses Based on Theory of Reasoned Action of University Faculty in Taiwan

ERIC Educational Resources Information Center

Chen, Tzy-Ling; Chen, Tzu-Jung

2006-01-01

This study examined attitudes of university faculty specialising in the field of human resource (HR) in Taiwan towards participation in the teaching of online courses using the theory of reasoned action (TRA). The population targeted for investigation consisted of the full-time university faculty in the HR field in Taiwan regardless of their…

A Portrait of Non-Tenure-Track Faculty in Technical and Professional Communication: Results of a Pilot Study

ERIC Educational Resources Information Center

Meloncon, Lisa; England, Peter; Ilyasova, Alex

2016-01-01

We report the results of a pilot study that offers the field of technical and professional communication its first look at material working conditions of contingent faculty, such as course loads, compensation, and professional support. Findings include that contingent faculty are more enduring with stable full-time, multi-year contracts; they…

Faculty Members' Perceptions of Community College Centers for Teaching and Learning: A Qualitative Study

ERIC Educational Resources Information Center

Frey, Sandra A.

2012-01-01

The purpose of this study was to explore faculty members' perceptions of community college Centers for Teaching and Learning (CTLs); whose main purpose is to promote, facilitate, and honor excellence in teaching and learning through the support of full-time and adjunct faculty, at all career stages. A generic qualitative study with a grounded…

Library and Information Science Journal Prestige as Assessed by Library and Information Science Faculty

ERIC Educational Resources Information Center

Manzari, Laura

2013-01-01

This prestige study surveyed full-time faculty of American Library Association (ALA)-accredited programs in library and information studies regarding library and information science (LIS) journals. Faculty were asked to rate a list of eighty-nine LIS journals on a scale from 1 to 5 based on each journal's importance to their research and teaching.…

The American College Teacher: National Norms for the 1998-99 HERI Faculty Survey.

ERIC Educational Resources Information Center

Sax, Linda J.; Astin, Alexander W.; Korn, William S.; Gilmartin, Shannon K.

This report presents results of the fourth triennial national survey of college and university faculty conducted by the Higher Education Research Institute in the fall and winter of 1998-99. Results are based on responses of 33,785 full-time faculty at 378 institutions (two-year colleges, four-year colleges, and universities). Data are reported…

A Leader's Understanding: Faculty Perception of Academic Quality and Effective Implementation of Online Modality in Higher Education

ERIC Educational Resources Information Center

Boyers, Jayson

2017-01-01

The study's purpose was to examine attitudes and perceptions of full-time faculty within colleges and universities that segregate or integrate the online modality. In examining the faculty attitudes, this research provided an understanding about how structure of an online strategy within an institution may affect the perceptions or support of…

Globalization, Internationalization and the Faculty: Culture and Perception of Full-Time Faculty at a Research University

ERIC Educational Resources Information Center

Hirano, Alison Izawa

2012-01-01

The processes of globalization have an impact on society in numerous ways. As a result, higher education institutions around the world attempt to adjust to these changes through internationalization efforts. Amongst the key stakeholders who play an important role in assuring that these efforts are successful is the faculty because it is this body…

Whose Hands Ply the Strands? Survey of Eastern Michigan University Psychology Faculty regarding Faculty and Librarian Roles in Nurturing Psychology Information Literacy

ERIC Educational Resources Information Center

Stanger, Keith

2012-01-01

The Association of College and Research Libraries developed information literacy standards and associated performance indicators for undergraduate psychology students. A survey of tenure-track faculty members and full-time lecturers in the Psychology Department at Eastern Michigan University was conducted to discover how those professors viewed…

Community College Faculty Perspective on Changing Online Course Management Systems: A Phenomenological Inquiry

ERIC Educational Resources Information Center

Eitzmann, Kathleen

2011-01-01

This is a phenomenological research study about a college that is changing course management systems for online courses and the experiences that the full-time faculty go through during the transition from one course management system (CMS) to another. The reason this method was chosen was to capture the experiences of the faculty and gain an…

Is NIH funding predictive of greater research productivity and impact among academic otolaryngologists?

PubMed

Svider, Peter F; Mauro, Kevin M; Sanghvi, Saurin; Setzen, Michael; Baredes, Soly; Eloy, Jean Anderson

2013-01-01

The h-index is an accurate and reliable indicator of scholarly productivity that takes into account relevance, significance, and influence of research contributions. As such, it is an effective, objective bibliometric that can be used to evaluate academic otolaryngologists for decisions regarding appointment and advancement. In this study, we evaluate the impact of NIH funding on scholarly productivity in otolaryngology. Analysis of bibliometric data of academic otolaryngologists. Funding data for the 20 otolaryngology departments with the largest aggregate total of NIH grants for the fiscal years (FY) 2011 and 2012 was obtained using the National Institutes of Health Research Portfolio Online Reporting Tools Expenditures and Reports (RePORTER) Database. H-indices were calculated using the Scopus online database, and then compared to funding data at both the departmental and individual level. Faculty members in otolaryngology departments who received NIH funding had significantly greater research productivity and impact, as measured by the h-index, than their nonfunded peers. H-indices increased with greater NIH funding levels, and investigators with MD degrees tended to have higher mean NIH funding levels than those with PhDs. While there was no correlation between average h-index and NIH funding totals at the level of departments, there was greater correlation upon examination of NIH funding levels of individual investigators. The h-index has a strong relationship with, and may be predictive of, grant awards of NIH-funded faculty members in otolaryngology departments. This bibliometric may be useful in decisions regarding appointment and advancement of faculty members within academic otolaryngology departments. Copyright © 2012 The American Laryngological, Rhinological, and Otological Society, Inc.

A Very Slow Recovery: The Annual Report on the Economic Status of the Profession, 2011-12

ERIC Educational Resources Information Center

Thornton, Saranna; Curtis, John W.

2012-01-01

This article presents the annual report on the economic status of the profession. Although the results of this year's survey of full-time faculty compensation are marginally better than they have been the last two years, 2011-12 represents the continuation of a historic low period for faculty salaries. The overall average salary for full-time…

Survival Analysis of Faculty Retention and Promotion in the Social Sciences by Gender.

PubMed

Box-Steffensmeier, Janet M; Cunha, Raphael C; Varbanov, Roumen A; Hoh, Yee Shwen; Knisley, Margaret L; Holmes, Mary Alice

2015-01-01

Recruitment and retention of talent is central to the research performance of universities. Existing research shows that, while men are more likely than women to be promoted at the different stages of the academic career, no such difference is found when it comes to faculty retention rates. Current research on faculty retention, however, focuses on careers in science, technology, engineering, and mathematics (STEM). We extend this line of inquiry to the social sciences. We follow 2,218 tenure-track assistant professors hired since 1990 in seven social science disciplines at nineteen U.S. universities from time of hire to time of departure. We also track their time to promotion to associate and full professor. Using survival analysis, we examine gender differences in time to departure and time to promotion. Our methods account for censoring and unobserved heterogeneity, as well as effect heterogeneity across disciplines and cohorts. We find no statistically significant differences between genders in faculty retention. However, we do find that men are more likely to be granted tenure than women. When it comes to promotion to full professor, the results are less conclusive, as the effect of gender is sensitive to model specification. The results corroborate previous findings about gender patterns in faculty retention and promotion. They suggest that advances have been made when it comes to gender equality in retention and promotion, but important differences still persist.

Reasons that Orthodontic Faculty Teach and Consider Leaving Teaching.

ERIC Educational Resources Information Center

Kula, Katherine; Glaros, Alan; Larson, Brent; Tuncay, Orhan

2000-01-01

Surveyed full-time (FT) and part-time (PT) orthodontic faculty about reasons for considering leaving academia. About 38 percent FT and 25 percent PT were currently considering leaving. The factors most important for FT were work-related: salary support, financial support of department, and control over work or destiny. For PTs, the reasons were:…

Gender and Ethnic Diversity in Academic PM&R Faculty: National Trend Analysis of Two Decades.

PubMed

Hwang, Jaeho; Byrd, Kia; Nguyen, Michael O; Liu, Michael; Huang, Yuru; Bae, Gordon H

2017-08-01

Over the years, a number of studies have demonstrated an increase in gender and ethnic diversity among US physicians. Despite substantial progress in eliminating gender and racial inequities in the field of medicine, women and ethnic minorities are still underrepresented among medical faculty at academic institutions. This study aims to describe the trends in gender and ethnic diversity among Physical Medicine and Rehabilitation (PM&R) faculty through statistical analysis of data describing gender and ethnicity of full-time academic faculty gathered from the Association of American Medical Colleges Faculty Roster from 1994 to 2014. Proportions representing the percentages of females and ethnic minorities of a given faculty position in medical schools were compared across each of the other faculty ranks. Results showed that the average yearly percent increases in the proportion of female PM&R faculty in associate professor (0.68%) and full professor (0.54%) positions were greater than those in instructor (0.30%) and assistant professor (0.35%) positions. In contrast, the average yearly percent increase in the proportion of non-Caucasian PM&R faculty in full professor positions (0.19%) was less than those in instructor (0.84%), assistant (0.93%), and associate professor (0.89%) positions. Overall, trends among faculty exhibit a steady increase in gender and ethnic diversity, although promotion disparity continues to exist among specific academic positions for some groups. This study provides a current perspective on recent changes in diversity among faculty in PM&R and may prove useful when defining strategies to improve workforce diversity.

77 FR 22293 - Renewal of Department of Defense Federal Advisory Committees

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-13

... behalf of the Secretary of Defense, for a five-year term. Board members, who are not full-time or permanent part-time Federal officers or employees, shall be appointed to serve as experts and consultants..., under the authority of 10 U.S.C. 183((b)(4), serve with compensation, to include travel and per diem for...

Portfolio of qualifications: a tool for evaluating academic productivity at the Karolinska Institutet.

PubMed

Dahllöf, G; Ekstrand, J; Nordenström, J

1999-02-01

A Portfolio of Qualifications for academic appointments at the Karolinska Institutet has been developed to define more clearly the competence and qualifications which are given high priority for academic appointments at the Karolinska Institutet. The major fields of application are for new appointments and promotions, providing guidelines for the individual for improving his/her proficiency, and as a basis for determining individual salary rates. Four portfolios have been developed, a pedagogical, a clinical, a scientific, and a leadership, development and workplace relations portfolio. Attached to the portfolios are assessment forms. We consider the Qualifications Portfolio to be a reflection of changes in attitudes and values at the Karolinska Institutet. The system offers a method for the recognition of faculty productivity in different dimensions. This may be beneficial for the university in view of the increasing diversity and complexity of academic institutions. The Qualifications portfolio can be obtained from the world wide web, http:/(/)www.ki.se/ki/merit.se.html (in Swedish), http:/(/)www.ki.se/ki/merit.html (in English).

Age, Sex and Ethnic Trade-Offs in Faculty Employment: You Can't Have Your Cake and Eat It Too.

ERIC Educational Resources Information Center

Linnell, Robert H.

Age, sex, and ethnic trade-offs in faculty employment in higher education give rise to dilemmas--situations requiring a choice between equally undesirable alternatives. When an over-age-65 faculty member retains a full time position, someone else--probably a woman, ethnic minority, and/or young person--is deprived of a position. The problem of age…

Salary-Trend Study of Faculty in Marketing Management and Research for the Years 1995-96 and 1998-99.

ERIC Educational Resources Information Center

Howe, Richard D.

This report, covering 2,892 marketing management and research faculty, is part of an annual national survey of faculty salaries. The survey consists of two parts: one covering public and one covering private four-year colleges and universities. Data for the baseline year 1995-96 and the trend year 1998-99 were collected for full-time teaching…

Study of Salary Equity Between Male and Female Faculty Members of the State of Maryland Public 4-Year Institutions.

ERIC Educational Resources Information Center

Maryland State Board for Higher Education, Annapolis.

Differences in salaries by sex were studied among the faculty of Maryland public higher education institutions. Focus was on the overall pattern, with consideration of the issue of promotion to rank at the University of Maryland and the state colleges and universities. The scope of the study was limited to full-time, permanent faculty, and data…

An Exploration of the Transition to the Full-Time Faculty Role among Associate Degree Nurse Educators

ERIC Educational Resources Information Center

Shapiro, Sandra A.

2016-01-01

In the context of the nursing and faculty shortages, recommendations have been made to increase the number of highly educated nurses who are qualified to teach. A lack of nursing faculty has been reported at all levels of education. Because the majority of nurses enter into practice with an associate degree, the professoriate at the associate…

An All-Hazards Training Center for a Catastrophic Emergency

DTIC Science & Technology

2009-12-01

Physical Security, Military Academy, and Medical Service Corps. He held college faculty appointments as: adjunct professor for California College...Stewart has more than 20 years experience in healthcare as a Respiratory Care Practitioner. He is a registered respiratory therapist and practiced in...program.43 “The barriers to developing a nuclear weapon today are not intellectual; the barriers instead are the physical requirements needed to make a

The Use of a Learning Management System (LMS) to Serve as the Virtual Common Space of a Network for the Scholarship of Teaching and Learning (SoTL) in an Academic Department

ERIC Educational Resources Information Center

Bradley, Nicolette; Jadeski, Lorraine; Newton, Genevieve; Ritchie, Kerry; Merrett, Scott; Bettger, William

2013-01-01

Traditionally, undergraduate curriculum committees, consisting of appointed faculty and student representatives, have served as the sole departmental vehicle for investigating, discussing and promoting the scholarship of teaching and learning (SoTL) within an academic department. However, with the universal demand for greater accountability on all…

Appointment attendance at a remote rural dental training facility in Australia.

PubMed

Lalloo, Ratilal; McDonald, Jenny M

2013-08-02

Non-attended appointments have impacts on the operations of dental clinics. These impacts vary from lost productivity, loss of income and loss of clinical teaching hours. Appointment data were analysed to assess the percentage of completed, failed to attend (FTA) and cancelled appointments at an Australian remote rural student dental clinic training facility. The demographic and time characteristics of FTA and cancelled appointments were analysed using simple and multivariate multinomial regression analysis, to inform interventions that may be necessary. Over the 2-year study period a total of 3,042 appointments were made. The percentage of FTA was 21.3% (N = 648) and cancelled appointments 13.7% (N = 418). The odds of an FTA were in excess of 4 times higher in patients aged 19-25 years (OR = 4.1; 95% CI = 2.3-7.3) and 26-35 years (OR = 4.4; 95% CI = 2.5-7.9) compared to patients 65 years and older. The odds of an FTA was 2.3 (95% CI = 1.8-3.1) times higher in public patients compared to private patients. The odds of a cancellation was 1.7 (95% CI = 1.1-2.6) times higher on a Friday compared to a Monday and 1.8 (95% CI = 1.1-2.9) times higher on the last appointment of the day compared to the first appointment. For cancelled appointments, 71.3% were cancelled on the day of the appointment and 16.6% on the day before. Non-attended appointments (FTA or cancelled) were common at this remote rural dental clinic training facility. Efforts to reduce these need to be implemented; including telephonic reminders, educating the community on the importance of attending their appointments, block booking school children and double booking or arranging alternative activities for the students at times when non-attendance is common.

Impact of Appointment Waiting Time on Attendance Rates at a Clinical Cancer Genetics Service.

PubMed

Shaw, Tarryn; Metras, Julie; Ting, Zoe Ang Li; Courtney, Eliza; Li, Shao-Tzu; Ngeow, Joanne

2018-05-24

The increase in demand for clinical cancer genetics services has impacted the ability to provide services timeously. Given limited resources, this often results in extended appointment waiting times. Over the last 3 years, the Cancer Genetics Service at the National Cancer Centre Singapore has continued to experience a steady increase in demand for its service. Nevertheless, significant no-show rates have been reported. This study sought to determine whether an association exists between appointment waiting times and attendance rates. Data was gathered for all participants meeting inclusion criteria. Attendance rates and appointment waiting times were calculated. The relationship between mean waiting times for those who did and did not attend their scheduled appointments was evaluated using Welch's t test and linear regression model. The results showed a significant difference in mean appointment waiting times between patients who did and did not attend (32.66 versus 43.50 days respectively; p < 0.0001). Furthermore, patients who waited for longer than 37 days were significantly less likely to attend. No-show rates increased as the waiting time increased, at a rate of 19.60% per 20 days and 21.40% per 30 days. In conclusion, appointment waiting time is a significant predictor for patient attendance. Strategies to ensure patients receive an appointment within the necessary timeframe at the desired setting are important to ensure that individuals at increased cancer risk attend their appointments in order to manage their cancer risks effectively.

Pathways to Academic Leadership in Plastic Surgery: A Nationwide Survey of Program Directors, Division Chiefs, and Department Chairs of Plastic Surgery.

PubMed

Fishman, Jordan E; Pang, John Henry Y; Losee, Joseph E; Rubin, J Peter; Nguyen, Vu T

2018-06-01

Many aspire to leadership in academic plastic surgery yet there is no well-documented pathway. Information regarding plastic surgery residencies and program directors was obtained from the American Medical Association's FREIDA database. The division chief or department chair (academic head) of every academic plastic surgery program was identified. One Internet-based survey was distributed to academic heads; another, to program directors. Ninety academic heads were identified, 35 of whom also serve as program director. Sixty-seven unique program directors were identified. There was a 51 percent academic head response rate and a 65 percent program director response rate. Academic plastic surgery is overwhelmingly administered by midcareer men. The average program director was appointed at age 45 and has served for 7 years. She or he was trained through the independent track, completed additional training in hand surgery, and is a full professor. She or he publishes two or three peer-reviewed manuscripts per year and spends 9 hours per week in administration. The average academic head was appointed at age 45 and has held the position for 12 years. She or he was trained in the independent model, completed fellowship training, and is a full professor. She or he publishes five peer-reviewed manuscripts per year and spends 12 hours per week involved in administration. Program directors and academic heads serve nonoverlapping roles. Few program directors will advance to the role of academic head. Successful applicants to the program director position often serve as an associate program director and are seen as motivated resident educators. In contrast, those faculty members selected for the academic head role are academically accomplished administrators with business acumen.

Lead Time to Appointment and No-Show Rates for New and Follow-up Patients in an Ambulatory Clinic.

PubMed

Drewek, Rupali; Mirea, Lucia; Adelson, P David

High rates of no-shows in outpatient clinics are problematic for revenue and for quality of patient care. Longer lead time to appointment has variably been implicated as a risk factor for no-shows, but the evidence within pediatric clinics is inconclusive. The goal of this study was to estimate no-show rates and test for association between appointment lead time and no-show rates for new and follow-up patients. Analyses included 534 new and 1920 follow-up patients from pulmonology and gastroenterology clinics at a freestanding children's hospital. The overall rate of no-shows was lower for visits scheduled within 0 to 30 days compared with 30 days or more (23% compared with 47%, P < .0001). Patient type significantly modified the association of appointment lead time; the rate of no-shows was higher (30%) among new patients compared with (21%) follow-up patients with appointments scheduled within 30 days (P = .004). For appointments scheduled 30 or more days' lead time, no-show rates were statistically similar for new patients (46%) and follow-up patients (0.48%). Time to appointment is a risk factor associated with no-shows, and further study is needed to identify and implement effective approaches to reduce appointment lead time, especially for new patients in pediatric subspecialties.

DOE Office of Scientific and Technical Information (OSTI.GOV)

Dear, Jody

DOE grant DE-SC0005904 was allocated to fund the faculty development, curriculum development and travel to support the four institutions of the Connecticut State University System’s (CSUS) Initiative for Nanotechnology-related Equipment, Faculty Development and Curriculum Development. DOE grant DE-SC0005072 was also awarded for this program. In 2010, CSUS had identified the establishment of nanotechnology programs and infrastructure as a priority. At that time, the system set the goal of establishing an academic initiative in nanotechnology for the CSUS, beginning with the development of a series of courses at the graduate level. Implementation was planned via a collaborative effort including faculty frommore » all four of the CSUS campuses. The CSUS Nanotechnology Working Group [CSUS NWG] was established to accomplish this goal. A faculty member from the Physics Department at Southern Connecticut State University [SCSU] was assigned the task of organizing and coordinating the work of the CSUS NWG. Representatives from each of the four CSUS campuses were appointed to join the CSUS NWG with the following initial representation: SCSU [Physics and Biology], Western Connecticut State University (WCSU) [Chemistry], Eastern Connecticut State University (ECSU) [Chemistry] and Central Connecticut State University (CCSU) [Chemistry. As a further outcome it was determined that this collaborative effort would lead to the establishment of a formal nanotechnology center, serving as the nucleus of CSUS student and faculty learning and research. This CSUS Nanotechnology Center [CSUS-NC] was to be located at Southern Connecticut State University (SCSU). The goal of this grant was to provide funding for curriculum and faculty development necessary to facilitate the development and implementation of a collaborative Graduate Certificate in Nanotechnology for the Connecticut State University System. This outcome has been successfully achieved. The courses and structure of the Graduate Certificate program have been developed and approved and the program will be completely implemented in the fall of 2013. The Nanotechnology Center will be recognized as the CSCU Center for Nanotechnology and will thus impact both the CSUS and Connecticut Community College Systems.« less

Language and Literature Division, Faculty of Education, Hong Kong University

ERIC Educational Resources Information Center

Qin, Xie; Andrews, Stephen

2010-01-01

The Language and Literature Division (LLD) is the largest of the six divisions of the Faculty of Education, University of Hong Kong (HKU). It is currently home to 34 academic staff, who specialize either in the fields of Chinese Language, English Language and/or Literature Education, and to 60 full-time and 28 part-time doctoral students, who are…

Work Environment: A Profile of the Social Climate of Nursing Faculty in an Academic Setting.

ERIC Educational Resources Information Center

Doughty, Jana; May, Barbara; Butell, Sue; Tong, Vivian

2002-01-01

The perceptions of 15 full-time and 7 part-time nursing faculty regarding their work environment at a liberal arts college were gathered using the Moos Work Environment Scale. Scores were congruent in 7 of 10 social climate subscales. Widest discrepancies were in the areas of work pressures, physical comfort, and managerial control. (Contains 42…

Examining Student Spiritual Outcomes as a Result of a General Education Religion Course

ERIC Educational Resources Information Center

Hilton, John, III; Plummer, Kenneth

2013-01-01

In an era in which part-time faculty are becoming a higher proportion of the teaching faculty on most campuses, this study addressed the question of whether student learning outcomes in religious education courses are significantly influenced by whether the instructor teaches in a full- or part-time capacity in the Department of Religion. We…

Counter-Intuitive Findings from Teacher Education Accreditation Council's Surveys of Candidates and Faculty about Candidate Knowledge and Skill

ERIC Educational Resources Information Center

Murray, Frank

2013-01-01

This article is a report of the findings from a sample of approximately 2,700 students and 1,000 faculty in the first 50 Teacher Education Accreditation\tCouncil (TEAC)-accredited programs for which the online surveys were used. The sample represents nearly all the full-time faculty members surveyed and approximately 30% of the students. On the…

5 CFR 9901.511 - Appointing authorities.

Code of Federal Regulations, 2011 CFR

2011-01-01

... Appointing authorities. (a) Competitive and excepted appointing authorities. The Secretary may continue to use excepted and competitive appointing authorities under chapter 33 of title 5, U.S. Code... competitive service or permanent, time-limited, or temporary appointments in the excepted service, as...

Survival Analysis of Faculty Retention and Promotion in the Social Sciences by Gender

PubMed Central

Varbanov, Roumen A.; Hoh, Yee Shwen; Knisley, Margaret L.; Holmes, Mary Alice

2015-01-01

Background Recruitment and retention of talent is central to the research performance of universities. Existing research shows that, while men are more likely than women to be promoted at the different stages of the academic career, no such difference is found when it comes to faculty retention rates. Current research on faculty retention, however, focuses on careers in science, technology, engineering, and mathematics (STEM). We extend this line of inquiry to the social sciences. Methods We follow 2,218 tenure-track assistant professors hired since 1990 in seven social science disciplines at nineteen U.S. universities from time of hire to time of departure. We also track their time to promotion to associate and full professor. Using survival analysis, we examine gender differences in time to departure and time to promotion. Our methods account for censoring and unobserved heterogeneity, as well as effect heterogeneity across disciplines and cohorts. Results We find no statistically significant differences between genders in faculty retention. However, we do find that men are more likely to be granted tenure than women. When it comes to promotion to full professor, the results are less conclusive, as the effect of gender is sensitive to model specification. Conclusions The results corroborate previous findings about gender patterns in faculty retention and promotion. They suggest that advances have been made when it comes to gender equality in retention and promotion, but important differences still persist. PMID:26580565

Prudent Investing: Maximizing Profits from the Law Library.

ERIC Educational Resources Information Center

Schultz, Jon S.

1990-01-01

In response to budgetary constraints, the University of Houston Law Center's faculty services department provides trained research assistants to faculty not needing a full-time assistant. The research assistants are supervised by a lawyer-librarian. The program has been successful, well received, and cost effective. (MSE)

A Call to Lead

ERIC Educational Resources Information Center

Hamilton, Kendra

2006-01-01

Imam Yahya Hendi came from afar--the occupied Palestinian Territories--to become, in 1999, the first full-time Muslim chaplain serving at a university in the United States. He is now the chaplain at Georgetown University. Rumee Ahmed, appointed earlier this year as Brown University's first Muslim chaplain, had a significantly shorter trip, moving…

Career Plans and Debt Levels of Graduating U.S. Medical Students, 1981-1986.

ERIC Educational Resources Information Center

Tudor, Cynthia

1988-01-01

Trends in students' responses to the annual graduation questionnaire of the Association of American Medical Colleges from 1981 to 1986 were examined. Changes in career activity reflected increasing interest in full-time academic appointments and decreasing interest in solo, private practices. (Author/MLW)

A Struggle for Control and a Moral Scandal: President Edmund J. James and the Powers of the President at the University of Illinois, 1911-14

ERIC Educational Resources Information Center

Solberg, Winton U.

2009-01-01

In 1911 Jean Baptiste Beck, a scholar of international reputation, was appointed to a three-year term on the faculty of the University of Illinois. His personal eccentricities conditioned his adjustment to the community. In 1912 he married the daughter of a University professor, and as a result Edmund J. James, president of the University of…

THE DIMENSIONS OF THE DEAN'S TASKS, PROCEEDINGS OF THE CONFERENCE FOR NEWLY APPOINTED JUNIOR COLLEGE DEANS (1ST, APPALACHIAN STATE COLLEGE, BOONE, NORTH CAROLINA, AUGUST 6-10, 1962).

ERIC Educational Resources Information Center

Florida State Univ., Tallahassee.

THIS 1962 CONFERENCE COVERED FIVE OF A DEAN'S MANY FUNCTIONS--(1) IN COOPERATION WITH THE FACULTY, HE MUST DETERMINE APPROPRIATE COURSES, ESTABLISH THEM, DEVELOP AND EVALUATE THEM, AND CHANGE THEM WHEN NECESSARY. (2) IN HIS DECISION-MAKING, HE MUST BALANCE CONFORMITY AND ANARCHY AND NOTE THE MODERN EMPHASIS ON MAN'S RESPONSIBILITY FOR HIS OWN…

Improving Health Care Accessibility: Strategies and Recommendations.

PubMed

Almorsy, Lamia; Khalifa, Mohamed

2016-01-01

Access time refers to the interval between requesting and actual outpatient appointment. It reflects healthcare accessibility and has a great influence on patient treatment and satisfaction. King Faisal Specialist Hospital and Research Center, Jeddah, Saudi Arabia studied the accessibility to outpatient services in order to develop useful strategies and recommendations for improvement. Utilized, unutilized and no-show appointments were analyzed. It is crucial to manage no-shows and short notice appointment cancellations by preparing a waiting list for those patients who can be called in to an appointment on the same day using an open access policy. An overlapping appointment scheduling model can be useful to minimize patient waiting time and doctor idle time in addition to the sensible use of appointment overbooking that can significantly improve productivity.

Measuring patient-centered medical home access and continuity in clinics with part-time clinicians.

PubMed

Rosland, Ann-Marie; Krein, Sarah L; Kim, Hyunglin Myra; Greenstone, Clinton L; Tremblay, Adam; Ratz, David; Saffar, Darcy; Kerr, Eve A

2015-05-01

Common patient-centered medical home (PCMH) performance measures value access to a single primary care provider (PCP), which may have unintended consequences for clinics that rely on part-time PCPs and team-based care. Retrospective analysis of 110,454 primary care visits from 2 Veterans Health Administration clinics from 2010 to 2012. Multi-level models examined associations between PCP availability in clinic, and performance on access and continuity measures. Patient experiences with access and continuity were compared using 2012 patient survey data (N = 2881). Patients of PCPs with fewer half-day clinic sessions per week were significantly less likely to get a requested same-day appointment with their usual PCP (predicted probability 17% for PCPs with 2 sessions/week, 20% for 5 sessions/week, and 26% for 10 sessions/week). Among requests that did not result in a same-day appointment with the usual PCP, there were no significant differences in same-day access to a different PCP, or access within 2 to 7 days with patients' usual PCP. Overall, patients had >92% continuity with their usual PCP at the hospital-based site regardless of PCP sessions/week. Patients of full-time PCPs reported timely appointments for urgent needs more often than patients of part-time PCPs (82% vs 71%; P < .01), but reported similar experiences with routine access and continuity. Part-time PCP performance appeared worse when using measures focused on same-day access to patients' usual PCP. However, clinic-level same-day access, same-week access to the usual PCP, and overall continuity were similar for patients of part-time and full-time PCPs. Measures of in-person access to a usual PCP do not capture alternate access approaches encouraged by PCMH, and often used by part-time providers, such as team-based or non-face-to-face care.

Myths and Realities of Academic Labor Markets.

ERIC Educational Resources Information Center

Fairweather, James S.

1995-01-01

Examines national data on 4,481 full-time college and university faculty to develop a pay model derived from competing propositions (market segmentation, single national market, and incentive-based perspectives) concerning salary's role in faculty rewards. Findings suggest a blend of market segmentation with a national market perspective rewarding…

An Interinstitutional Analysis of Faculty Teaching Load.

ERIC Educational Resources Information Center

Ahrens, Stephen W.

A two-year interinstitutional study among 15 cooperating universities was conducted to determine whether significant differences exist in teaching loads among the selected universities as measured by student credit hours produced by full-time equivalent faculty. The statistical model was a multivariate analysis of variance with fixed effects and…

Incorporating Assessment into the Culture of a University

ERIC Educational Resources Information Center

Ferris, Sharmila Pixy; Overdorf, Virginia G.

2004-01-01

William Paterson University (WPUNJ) is a midsize, public, comprehensive university in northern New Jersey, seventeen miles from New York City. The university offers thirty undergraduate and nineteen graduate degree programs in five colleges, has 350 full-time faculty members, and enrolls approximately 11,000 students. While faculty and staff at…

Results of the 1989 Self-Image Survey: Catonsville Community College.

ERIC Educational Resources Information Center

Turcott, Frances; Linksz, Donna

Catonsville Community College (CCC) conducted a self-image survey to examine employees' perceptions about the college's instructional and student support programs and the general college environment. The survey was distributed to all full-time faculty, administrators, and classified personnel. It was also distributed to adjunct faculty during the…

The Effect of a Formal Mentoring Program on Career Satisfaction and Intent to Stay in the Faculty Role for Novice Nurse Faculty.

PubMed

Jeffers, Stephanie; Mariani, Bette

The purpose of this mixed-method study was to explore the influence of a formal mentoring program on career satisfaction of novice full-time nurse faculty in academia. The transition from the role of clinician to faculty in an academic setting can be challenging for novice nurse faculty. A link to an electronic survey with open-ended questions was emailed to 1435 participants. The response rate was 17.6 percent (N = 124). Mean scores were obtained, and independent t-test were computed to compare scores of faculty who had participated in a mentoring program with scores of nonparticipants. Content analysis of the open-ended answers was conducted, and common themes were identified. By examining characteristics that contribute to the success of novice nursing faculty, recruitment and retention of faculty may improve, which is essential due to the worsening nursing faculty shortage.

Is there a relationship between National Institutes of Health funding and research impact on academic urology?

PubMed

Colaco, Marc; Svider, Peter F; Mauro, Kevin M; Eloy, Jean Anderson; Jackson-Rosario, Imani

2013-09-01

Scholarly productivity in the form of research contributions is important for appointment and promotion in academic urology. Some believe that this production may require significant funding. We evaluated the relationship between National Institutes of Health (NIH) funding, academic rank and research productivity, as measured by the h-index, an objective indicator of research impact on a field. A total of 361 faculty members from the top 20 NIH funded academic urology departments were examined for research productivity, as measured by the h-index and calculated from the Scopus database (http://www.info.sciverse.com/scopus). Research productivity was compared to individual funding totals, the terminal degree and academic rank. NIH funded faculty members had statistically higher research productivity than nonfunded colleagues. Research productivity increased with increasing NIH funding. Departmental NIH funding correlated poorly with the mean department h-index. Successive academic rank was associated with increasing research productivity. Full professors had higher NIH funding awards than their junior NIH funded colleagues. There is an association among the h-index, NIH funding and academic rank. The h-index is a reliable method of assessing the impact of scholarly contributions toward the discourse in academic urology. It may be used as an adjunct for evaluating the scholarly productivity of academic urologists. Copyright © 2013 American Urological Association Education and Research, Inc. Published by Elsevier Inc. All rights reserved.

Administrator Perspectives of Advantages and Challenges of Employing Part-Time Faculty in Nursing Education Programs: Two Sides of the Same Coin.

PubMed

Meyer, Jacqueline Rose

The purpose of this qualitative research was to explore perspectives of administrators (n = 581) regarding advantages and challenges of employing part-time nurse faculty (PTNF) in schools of nursing in the United States. The nursing faculty shortage has resulted in increased reliance on PTNF who are clinical experts but often inexperienced as educators. A broader evidence base is necessary to develop effective strategies to support and retain these faculty members. Deans and directors of schools of nursing were invited to complete an online survey with two open-ended questions about the use of PTNF. Five themes emerged from the qualitative descriptive analysis: clinical practice as primary role, diversity of educational approaches, effects on full-time faculty role, economic impact, and contracted educator role. Both positive and negative aspects of each theme were identified. Results of this study support specific efforts to provide professional development and support to PTNF.

Faculty Self-reported Experience with Racial and Ethnic Discrimination in Academic Medicine

PubMed Central

Peterson, Neeraja B; Friedman, Robert H; Ash, Arlene S; Franco, Shakira; Carr, Phyllis L

2004-01-01

BACKGROUND Despite the need to recruit and retain minority faculty in academic medicine, little is known about the experiences of minority faculty, in particular their self-reported experience of racial and ethnic discrimination at their institutions. OBJECTIVE To determine the frequency of self-reported experience of racial/ethnic discrimination among faculty of U.S. medical schools, as well as associations with outcomes, such as career satisfaction, academic rank, and number of peer-reviewed publications. DESIGN A 177-item self-administered mailed survey of U.S. medical school faculty. SETTING Twenty-four randomly selected medical schools in the contiguous United States. PARTICIPANTS A random sample of 1,979 full-time faculty, stratified by medical school, specialty, graduation cohort, and gender. MEASUREMENTS Frequency of self-reported experiences of racial/ethnic bias and discrimination. RESULTS The response rate was 60%. Of 1,833 faculty eligible, 82% were non-Hispanic white, 10% underrepresented minority (URM), and 8% nonunderrepresented minority (NURM). URM and NURM faculty were substantially more likely than majority faculty to perceive racial/ethnic bias in their academic environment (odds ratio [OR], 5.4; P < .01 and OR, 2.6; P < .01, respectively). Nearly half (48%) of URM and 26% of NURM reported experiencing racial/ethnic discrimination by a superior or colleague. Faculty with such reported experiences had lower career satisfaction scores than other faculty (P < .01). However, they received comparable salaries, published comparable numbers of papers, and were similarly likely to have attained senior rank (full or associate professor). CONCLUSIONS Many minority faculty report experiencing racial/ethnic bias in academic medicine and have lower career satisfaction than other faculty. Despite this, minority faculty who reported experiencing racial/ethnic discrimination achieved academic productivity similar to that of other faculty. PMID:15009781

Faculty self-reported experience with racial and ethnic discrimination in academic medicine.

PubMed

Peterson, Neeraja B; Friedman, Robert H; Ash, Arlene S; Franco, Shakira; Carr, Phyllis L

2004-03-01

Despite the need to recruit and retain minority faculty in academic medicine, little is known about the experiences of minority faculty, in particular their self-reported experience of racial and ethnic discrimination at their institutions. To determine the frequency of self-reported experience of racial/ethnic discrimination among faculty of U.S. medical schools, as well as associations with outcomes, such as career satisfaction, academic rank, and number of peer-reviewed publications. A 177-item self-administered mailed survey of U.S. medical school faculty. Twenty-four randomly selected medical schools in the contiguous United States. A random sample of 1,979 full-time faculty, stratified by medical school, specialty, graduation cohort, and gender. Frequency of self-reported experiences of racial/ethnic bias and discrimination. The response rate was 60%. Of 1,833 faculty eligible, 82% were non-Hispanic white, 10% underrepresented minority (URM), and 8% non-underrepresented minority (NURM). URM and NURM faculty were substantially more likely than majority faculty to perceive racial/ethnic bias in their academic environment (odds ratio [OR], 5.4; P <.01 and OR, 2.6; P <.01, respectively). Nearly half (48%) of URM and 26% of NURM reported experiencing racial/ethnic discrimination by a superior or colleague. Faculty with such reported experiences had lower career satisfaction scores than other faculty (P <.01). However, they received comparable salaries, published comparable numbers of papers, and were similarly likely to have attained senior rank (full or associate professor). Many minority faculty report experiencing racial/ethnic bias in academic medicine and have lower career satisfaction than other faculty. Despite this, minority faculty who reported experiencing racial/ethnic discrimination achieved academic productivity similar to that of other faculty.

Perinatal Health Belief Scales: A Cost Effective Technique for Predicting Prenatal Appointment Keeping Rates amongst Pregnant Teenagers.

ERIC Educational Resources Information Center

Wells, Robert D.; And Others

Prenatal appointment keeping is an important predictor of birth outcomes, yet many pregnant adolescents miss an excessive number of appointments. Since effective strategies for increasing appointment keeping require costly staff time, methods to predict relative risk for noncompliance with appointments might help delineate a circumscribed…

1995-1996 SAEM emergency medicine faculty salary/benefits survey.

PubMed

Kristal, S L; Thompson, B M; Marx, J A

1998-12-01

The Society for Academic Emergency Medicine (SAEM) commissioned an emergency medicine (EM) faculty salary and benefit survey for all 1995 Residency Review Committee in Emergency Medicine (RRC-EM)-accredited programs using the SAEM third-generation survey instrument. Responses were collected by SAEM and blinded from the investigators. Seventy-six of 112 (68%) accredited programs responded, yielding data for 1,032 full-time faculty among the four Association of American Medical Colleges (AAMC) regions. Blinded program and individual faculty data were entered into a customized version of Filemaker Pro, a relational database program with a built-in statistical package. Salary data were sorted by 115 separate criteria such as program regions, faculty title, American Board of Emergency Medicine (ABEM) certification, academic rank, years postresidency, program size, and whether data were reported to AAMC. Demographic data from 132 categories were analyzed and included number of staff and residents per shift, number of intensive care unit (ICU) beds, obstacles to hiring new staff, and specific type and value of fringe benefits offered. Data were compared with those from the 1990 and 1992 SAEM and the 1995-96 AAMC studies. Mean salaries were reported as follows: all faculty, $158,100; first-year faculty, $131,074; programs reporting data to AAMC, $152,198; programs not reporting data to AAMC, $169,251. Mean salaries as reported by AAMC region: northeast, $155,909; south, $155,403; midwest, $172,260; west, $139,930. Mean salaries as reported by program financial source: community, $175,599; university, $152,878; municipal, $141,566. Reported salaries for full-time EM residency faculty continue to rise. Salaries in programs reporting data to the AAMC are considerably lower than those not reporting. The gap between ABEM-certified and non-ABEM-certified faculty continues to widen. Residency-trained faculty are now shown to earn more than non-residency-trained faculty. Significant regional differences in salaries have been present in all three SAEM surveys.

16 CFR 1020.3 - What are the qualifications and duties of the Small Business Ombudsman?

Code of Federal Regulations, 2010 CFR

2010-01-01

... Ombudsman? (a) The Chairman will appoint a senior, full-time Commission employee as Small Business Ombudsman. The Ombudsman must: (1) Have a working knowledge of the Commission's statutes and regulations; (2) Be familiar with the industries and products that the Commission regulates; (3) Develop a working knowledge of...

Understanding repeated non-attendance in health services: a pilot analysis of administrative data and full study protocol for a national retrospective cohort.

PubMed

Williamson, Andrea E; Ellis, David A; Wilson, Philip; McQueenie, Ross; McConnachie, Alex

2017-02-14

Understanding the causes of low engagement in healthcare is a pre-requisite for improving health services' contribution to tackling health inequalities. Low engagement includes missing healthcare appointments. Serially (having a pattern of) missing general practice (GP) appointments may provide a risk marker for vulnerability and poorer health outcomes. A proof of concept pilot using GP appointment data and a focus group with GPs informed the development of missed appointment categories: patients can be classified based on the number of appointments missed each year. The full study, using a retrospective cohort design, will link routine health service and education data to determine the relationship between GP appointment attendance, health outcomes, healthcare usage, preventive health activity and social circumstances taking a life course approach and using data from the whole journey in the National Health Service (NHS) healthcare. 172 practices will be recruited (∼900 000 patients) across Scotland. The statistical analysis will focus on 2 key areas: factors that predict patients who serially miss appointments, and serial missed appointments as a predictor of future patient outcomes. Regression models will help understand how missed appointment patterns are associated with patient and practice characteristics. We shall identify key factors associated with serial missed appointments and potential interactions that might predict them. The results of the project will inform debates concerning how best to reduce non-attendance and increase patient engagement within healthcare systems. Significant non-academic beneficiaries include governments, policymakers and medical practitioners. Results will be disseminated via a combination of academic outputs (papers, conferences), social media and through collaborative public health/policy fora. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Dialogue and Exchange of Information about Grade Inflation Can Counteract Its Effects

ERIC Educational Resources Information Center

Barriga, Alvaro Q.; Cooper, Eric K.; Gawelek, Mary Ann; Butela, Kristin; Johnson, Elizabeth

2008-01-01

This investigation documents an intervention that successfully counteracted a grade inflation trend at a small, Catholic, liberal arts university in the eastern United States. The intervention produced a significant drop in grades awarded by full-time faculty, but not by adjunct faculty who were not yet included in the intervention. Institutional…

Faculty and Civil Service Salaries, Fiscal Year 1996.

ERIC Educational Resources Information Center

Illinois State Board of Higher Education, Springfield.

This report provides data on fiscal year (FY) 1996 average 9-month faculty and civil service salaries (excluding fringe benefits) and information on those salaries since FY 1980 for full-time employees at Illinois colleges and universities and the Illinois Mathematics and Science Academy. The report provides data comparing salaries with economic…

Medical School Salary Study, 1970-71.

ERIC Educational Resources Information Center

Association of American Medical Colleges, Washington, DC.

The Association of American Medical Colleges conducted a survey by means of a questionnaire in 1970-71 to determine the salaries of medical school faculties. Ninety-three schools submitted returns; salaries for 4,366 basic scientists and 12,701 clinical scientists are reported. The areas covered include strict full-time faculty by department, and…

Accreditation Surveys: Administrators, Managers & Supervisors, Faculty, and Staff, Spring 2002. Revised. Report.

ERIC Educational Resources Information Center

Gribbons, Barry C.; Dixon, P. Scott; Meuschke, Daylene M.

The Office of Institutional Development and Technology (IDT), in cooperation with regional accreditation committees, surveyed all administrators, managers, supervisors, full-time faculty, and classified staff at the College of the Canyons, California, in spring 2002. The purpose of the survey was to gather information useful to college staff in…

High Performance Team: Building a Business Program with Part- and Full-Time Faculty

ERIC Educational Resources Information Center

Marsh, F. K.

2010-01-01

Business programs at colleges and universities presently face wide-ranging challenges in delivering quality education. As more and more business programs find it necessary to conserve or redirect resources, successfully leading through change becomes paramount for departments and their faculty teams. This challenge is compounded by a growing…

Stressing Out: Connecting Race, Gender, and Stress with Faculty Productivity

ERIC Educational Resources Information Center

Eagan, M. Kevin, Jr.; Garvey, Jason C.

2015-01-01

This study uses multilevel modeling to analyze data from a national sample of full-time, undergraduate faculty at four-year institutions to examine the connections among race, gender, sources of stress, and productivity in the areas of research, teaching, and service. We find that stress due to discrimination has particular negative salience for…

42 CFR 21.52 - Waiver of entrance qualifications for original appointment in time of war or national emergency.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 1 2010-10-01 2010-10-01 false Waiver of entrance qualifications for original appointment in time of war or national emergency. 21.52 Section 21.52 Public Health PUBLIC HEALTH SERVICE... entrance qualifications for original appointment in time of war or national emergency. If, in time of war...

Factors Associated with Patient Press Ganey Satisfaction Scores for Ophthalmology Patients.

PubMed

Long, Chao; Tsay, Ellen L; Jacobo, Samuel A; Popat, Rita; Singh, Kuldev; Chang, Robert T

2016-02-01

To determine which metrics from the Press Ganey patient satisfaction survey best correlate with "likelihood to recommend" among patients in an academic tertiary medical center practice setting. Cross-sectional study. Over a 3-month period, patients presenting to an academic practice who agreed to participate were enrolled in the study if they met the following entry criteria: (1) age ≥18 years, (2) ability to read and speak English, and (3) followed in this practice between 4 months and 4 years. A total of 196 patients were recruited. A 26-item abridged version of the Press Ganey survey typically distributed to patients via mail or e-mail after visiting the Stanford University Hospital was administered privately to each eligible patient of 2 different attending clinics at the conclusion of his or her visit. The 26 survey items were not modified for the purposes of the study and were administered such that participants could not be individually identified. The arithmetic mean score for the item "Likelihood of your recommending our practice to others" was calculated by assigning a value (0-100) to the Likert value associated with survey responses and correlated with the 25 other items using the differences in the mean scores. Response to survey items graded on a 1 to 5 standard Likert scale. The weighted mean patient survey score for the "likelihood to recommend" item for the junior faculty member was 95.9% and for the senior faculty member was 94.5%, respectively. For the remaining 25 items, "Amount of time the care provider spent with you" (Diff[1-2]=1.03; P < 0.0001) and "Ease of scheduling your appointment" (Diff[1-2]=0.99; P < 0.0001) best correlated with likelihood to recommend. In contrast, "Friendliness/courtesy of the care provider" (Diff[1-2]=0.29; P = 0.0045) correlated least with likelihood to recommend. Stratification based on provider did not affect the study results. The perception of time spent with the practitioner and ease of appointment scheduling are the 2 variables that best correlate with patients recommending their ophthalmologists to other prospective patients. Copyright © 2016 American Academy of Ophthalmology. Published by Elsevier Inc. All rights reserved.

Developing and Evaluating Multimedia Patient Education Tools to Better Prepare Prostate-Cancer Patients for Radiotherapy Treatment (Randomized Study).

PubMed

Dawdy, Krista; Bonin, Katija; Russell, Steve; Ryzynski, Agnes; Harth, Tamara; Townsend, Christopher; Liu, Stanley; Chu, William; Cheung, Patrick; Chung, Hans; Morton, Gerard; Vesprini, Danny; Loblaw, Andrew; Cao, Xingshan; Szumacher, Ewa

2018-06-01

The purpose of this study is to determine the effectiveness of multimedia educational tools to improve CT planning preparation for intensity modulated radiotherapy (IMRT) for prostate cancer. Many patients are not prepared when given verbal preparation instructions to have a full bladder and empty rectum for their IMRT and require being rescanned, which results in additional costs for the patient and the hospital. A pamphlet and video outlining the proper preparation for prostate IMRT was created to decrease additional scans and the associated costs, while increasing patient satisfaction. A controlled, randomized experimental group study was conducted to examine the effectiveness of the multimedia tools (the video and the pamphlet), as compared to the pamphlet only, in preparing patients for their planning CT appointment. We found no statistical difference between the multimedia group and the pamphlet group in patients' preparedness for their appointments and the rescanning rate. However, patients in the multimedia group indicated that they felt more prepared about their treatment after watching the video and stated that they would recommend the video to other patients with prostate cancer. Furthermore, patients who had to wait longer for their planning CT appointment felt less prepared by the materials than those with a shorter wait time. We recommend reducing wait times between appointments as much as possible to increase patients' preparedness for the planning CT. We conclude that providing multimedia treatment information and minimizing wait times increases patients' feelings of preparedness leading to a more positive treatment experience and reducing costly rescans. ClinicalTrials.gov NCT02410291.

Leon Knopoff (1926-2011)

NASA Astrophysics Data System (ADS)

Davis, Paul; Jackson, David; Gilbert, Freeman

2011-06-01

Leon Knopoff died at his home in Sherman Oaks, Calif., on 20 January 2011 at the age of 85. A man of wide-ranging talents, he had the rare distinction of being simultaneously a professor of physics, a professor of geophysics, and a research musicologist at the University of California, Los Angeles (UCLA). As an undergraduate he studied electrical engineering and obtained his Ph.D. in physics and mathematics at the California Institute of Technology (Caltech) in 1949. He was recruited to the Institute of Geophysics (now the Institute of Geophysics and Planetary Physics) at UCLA in 1950 by Louis Slichter, where he became a professor of geophysics in 1957 and of geophysics and physics in 1961. He became a research musicologist in the UCLA Institute of Ethnomusicology soon after it was formed in 1960. Other appointments included faculty positions at Miami University in Ohio (1948-1950) and Caltech (1962-1963) and visiting appointments at Cambridge, Karlsruhe, Harvard, Santiago, Trieste, and Venice.

Appointment systems are essential for improving chronic disease care in resource-poor settings: learning from experiences with HIV patients in Africa.

PubMed

Chalker, John C; Wagner, Anita K; Tomson, Göran; Johnson, Keith; Wahlström, Rolf; Ross-Degnan, Dennis

2013-09-01

Lessons learned from treating patients with HIV infection can inform care systems for other chronic conditions. For antiretroviral treatment, attending appointments on time correlates with medication adherence; however, HIV clinics in East Africa, where attendance rates vary widely, rarely include systems to schedule appointments or to track missed appointments or patient follow-up. An introduction of low-cost, paper-based patient appointment and tracking systems led to an improvement in timely clinic attendance rates and tracking missing patients. An effective appointment system is critical to managing patients with chronic conditions and can be introduced in resource-limited settings, possibly without having to add staff.

A student emergency medicine clerkship that uses new information technologies.

PubMed

Shesser, R; Smith, M; Kline, P; Turbiak, T; Rosenthal, R; Walls, R; Chen, H

1985-01-01

The effective teaching of clinical emergency medicine to medical students requires efficiency in the management of both student and faculty time. Presented is a course outline that makes use of the following elements to structure and augment clinical time in the emergency department (ED): Videotape to present a 19.7-hour series of faculty-produced lectures covering a "core" emergency medicine curriculum. A microcomputer to facilitate staggered scheduling of clinical time. A microcomputer test generation program that permits a secretary to formulate, administer, and grade a different final exam with each rotation. Computer-assisted recordkeeping for faculty evaluation of a student's clinical performance. Once established, this program can be administered with fewer than five faculty hours per month assisted by a part-time (25% full-time equivalent) clerical coordinator. The total cost for the instructional program is $86.37 per student using the new technologies, and $144.15 per student when presenting the same program using traditional teaching techniques. The use of new technologies in student teaching will therefore result in significant savings.

Closing the Referral Loop: an Analysis of Primary Care Referrals to Specialists in a Large Health System.

PubMed

Patel, Malhar P; Schettini, Priscille; O'Leary, Colin P; Bosworth, Hayden B; Anderson, John B; Shah, Kevin P

2018-05-01

Ideally, a referral from a primary care physician (PCP) to a specialist results in a completed specialty appointment with results available to the PCP. This is defined as "closing the referral loop." As health systems grow more complex, regulatory bodies increase vigilance, and reimbursement shifts towards value, closing the referral loop becomes a patient safety, regulatory, and financial imperative. To assess the ability of a large health system to close the referral loop, we used electronic medical record (EMR)-generated data to analyze referrals from a large primary care network to 20 high-volume specialties between July 1, 2015 and June 30, 2016. The primary metric was documented specialist appointment completion rate. Explanatory analyses included documented appointment scheduling rate, individual clinic differences, appointment wait times, and geographic distance to appointments. Of the 103,737 analyzed referral scheduling attempts, only 36,072 (34.8%) resulted in documented complete appointments. Low documented appointment scheduling rates (38.9% of scheduling attempts lacked appointment dates), individual clinic differences in closing the referral loop, and significant differences in wait times and distances to specialists between complete and incomplete appointments drove this gap. Other notable findings include high variation in wait times among specialties and correlation between high wait times and low documented appointment completion rates. The rate of closing the referral loop in this health system is low. Low appointment scheduling rates, individual clinic differences, and patient access issues of wait times and geographic proximity explain much of the gap. This problem is likely common among large health systems with complex provider networks and referral scheduling. Strategies that improve scheduling, decrease variation among clinics, and improve patient access will likely improve rates of closing the referral loop. More research is necessary to determine the impact of these changes and other potential driving factors.

Performance Benchmarks for Scholarly Metrics Associated with Fisheries and Wildlife Faculty

PubMed Central

Swihart, Robert K.; Sundaram, Mekala; Höök, Tomas O.; DeWoody, J. Andrew; Kellner, Kenneth F.

2016-01-01

Research productivity and impact are often considered in professional evaluations of academics, and performance metrics based on publications and citations increasingly are used in such evaluations. To promote evidence-based and informed use of these metrics, we collected publication and citation data for 437 tenure-track faculty members at 33 research-extensive universities in the United States belonging to the National Association of University Fisheries and Wildlife Programs. For each faculty member, we computed 8 commonly used performance metrics based on numbers of publications and citations, and recorded covariates including academic age (time since Ph.D.), sex, percentage of appointment devoted to research, and the sub-disciplinary research focus. Standardized deviance residuals from regression models were used to compare faculty after accounting for variation in performance due to these covariates. We also aggregated residuals to enable comparison across universities. Finally, we tested for temporal trends in citation practices to assess whether the “law of constant ratios”, used to enable comparison of performance metrics between disciplines that differ in citation and publication practices, applied to fisheries and wildlife sub-disciplines when mapped to Web of Science Journal Citation Report categories. Our regression models reduced deviance by ¼ to ½. Standardized residuals for each faculty member, when combined across metrics as a simple average or weighted via factor analysis, produced similar results in terms of performance based on percentile rankings. Significant variation was observed in scholarly performance across universities, after accounting for the influence of covariates. In contrast to findings for other disciplines, normalized citation ratios for fisheries and wildlife sub-disciplines increased across years. Increases were comparable for all sub-disciplines except ecology. We discuss the advantages and limitations of our methods, illustrate their use when applied to new data, and suggest future improvements. Our benchmarking approach may provide a useful tool to augment detailed, qualitative assessment of performance. PMID:27152838

Performance Benchmarks for Scholarly Metrics Associated with Fisheries and Wildlife Faculty.

PubMed

Swihart, Robert K; Sundaram, Mekala; Höök, Tomas O; DeWoody, J Andrew; Kellner, Kenneth F

2016-01-01

Research productivity and impact are often considered in professional evaluations of academics, and performance metrics based on publications and citations increasingly are used in such evaluations. To promote evidence-based and informed use of these metrics, we collected publication and citation data for 437 tenure-track faculty members at 33 research-extensive universities in the United States belonging to the National Association of University Fisheries and Wildlife Programs. For each faculty member, we computed 8 commonly used performance metrics based on numbers of publications and citations, and recorded covariates including academic age (time since Ph.D.), sex, percentage of appointment devoted to research, and the sub-disciplinary research focus. Standardized deviance residuals from regression models were used to compare faculty after accounting for variation in performance due to these covariates. We also aggregated residuals to enable comparison across universities. Finally, we tested for temporal trends in citation practices to assess whether the "law of constant ratios", used to enable comparison of performance metrics between disciplines that differ in citation and publication practices, applied to fisheries and wildlife sub-disciplines when mapped to Web of Science Journal Citation Report categories. Our regression models reduced deviance by ¼ to ½. Standardized residuals for each faculty member, when combined across metrics as a simple average or weighted via factor analysis, produced similar results in terms of performance based on percentile rankings. Significant variation was observed in scholarly performance across universities, after accounting for the influence of covariates. In contrast to findings for other disciplines, normalized citation ratios for fisheries and wildlife sub-disciplines increased across years. Increases were comparable for all sub-disciplines except ecology. We discuss the advantages and limitations of our methods, illustrate their use when applied to new data, and suggest future improvements. Our benchmarking approach may provide a useful tool to augment detailed, qualitative assessment of performance.

Factors Associated With Missed and Cancelled Colonoscopy Appointments at Veterans Health Administration Facilities.

PubMed

Partin, Melissa R; Gravely, Amy; Gellad, Ziad F; Nugent, Sean; Burgess, James F; Shaukat, Aasma; Nelson, David B

2016-02-01

Cancelled and missed colonoscopy appointments waste resources, increase colonoscopy delays, and can adversely affect patient outcomes. We examined individual and organizational factors associated with missed and cancelled colonoscopy appointments in Veteran Health Administration facilities. From 69 facilities meeting inclusion criteria, we identified 27,994 patients with colonoscopy appointments scheduled for follow-up, on the basis of positive fecal occult blood test results, between August 16, 2009 and September 30, 2011. We identified factors associated with colonoscopy appointment status (completed, cancelled, or missed) by using hierarchical multinomial regression. Individual factors examined included age, race, sex, marital status, residence, drive time to nearest specialty care facility, limited life expectancy, comorbidities, colonoscopy in the past decade, referring facility type, referral month, and appointment lead time. Organizational factors included facility region, complexity, appointment reminders, scheduling, and prep education practices. Missed appointments were associated with limited life expectancy (odds ratio [OR], 2.74; P = .0004), no personal history of polyps (OR, 2.74; P < .0001), high facility complexity (OR, 2.69; P = .007), dual diagnosis of psychiatric disorders and substance abuse (OR, 1.82; P < .0001), and opt-out scheduling (OR, 1.57; P = .02). Cancelled appointments were associated with age (OR, 1.61; P = .0005 for 85 years or older and OR, 1.44; P < .0001 for 65-84 years old), no history of polyps (OR, 1.51; P < .0001), and opt-out scheduling (OR, 1.26; P = .04). Additional predictors of both outcomes included race, marital status, and lead time. Several factors within Veterans Health Administration clinic control can be targeted to reduce missed and cancelled colonoscopy appointments. Specifically, developing systems to minimize referrals for patients with limited life expectancy could reduce missed appointments, and use of opt-in scheduling and reductions in appointment lead time could improve both outcomes. Copyright © 2016 AGA Institute. Published by Elsevier Inc. All rights reserved.

Examining the teaching roles and experiences of non-physician health care providers in family medicine education: a qualitative study.

PubMed

Beber, Serena; Antao, Viola; Telner, Deanna; Krueger, Paul; Peranson, Judith; Meaney, Christopher; Meindl, Maria; Webster, Fiona

2015-02-13

Primary Care reform in Canada and globally has encouraged the development of interprofessional primary care initiatives. This has led to significant involvement of non-physician Health Care Providers (NPHCPs) in the teaching of medical trainees. The objective of this study was to understand the experiences, supports and challenges facing non-physician health care providers in Family Medicine education. Four focus groups were conducted using a semi-structured interview guide with twenty one NPHCPs involved in teaching at the University of Toronto, Department of Family & Community Medicine. The focus groups were transcribed and analyzed for recurrent themes. The multi-disciplinary research team held several meetings to discuss themes. NPHCPs were highly involved in Family Medicine education, formally and informally. NPHCPs felt valued as teachers, but this often did not occur until after learners understood their educator role through increased time and exposure. NPHCPs expressed a lack of advance information of learner knowledge level and expectations, and missed opportunities to give feedback or receive teaching evaluations. Adequate preparation time, teaching space and financial compensation were important to NPHCPs, yet were often lacking. There was low awareness but high interest in faculty status and professional development opportunities. Sharing learner goals and objectives and offering NPHCPs feedback and evaluation would help to formalize NPHCP roles and optimize their capacity for cross-professional teaching. Preparation time and dedicated space for teaching are also necessary. NPHCPs should be encouraged to pursue faculty appointments and to access ongoing Professional Development opportunities.

Chancellor's Report, 1979-1983.

ERIC Educational Resources Information Center

Ohio Board of Regents, Columbus.

A summary of developments in higher education in Ohio during 1979-1983 is presented by the Chancellor of the Ohio Board of Regents. Information is provided on: public and private college enrollments; full- and part-time enrollments; degrees awarded at public institutions; the number of full-time-equivalent faculty and staff employed by public…

Academic Anesthesiology Career Development: A Mixed-Methods Evaluation of the Role of Foundation for Anesthesiology Education and Research Funding.

PubMed

Speck, Rebecca M; Ward, Denham S; Fleisher, Lee A

2018-06-01

In 1986, the American Society of Anesthesiologists created the Foundation for Anesthesiology Education and Research (FAER) to fund young anesthesiology investigators toward the goal of helping launch their academic careers. Determining the impact of the FAER grant program has been of importance. This mixed-methods study included quantitative data collection through a Research Electronic Data Capture survey and curriculum vitae (CV) submission and qualitative interviews. CVs were abstracted for education history, faculty appointment(s), first and last author peer-reviewed publications, grant funding, and leadership positions. Survey nonrespondents were sent up to 3 reminders. Interview questions elicited details about the experience of submitting a FAER grant. Quantitative data were summarized descriptively, and qualitative data were analyzed with NVivo. Of 830 eligible participants, 38.3% (N = 318) completed surveys, 170 submitted CVs, and 21 participated in interviews. Roughly 85% held an academic appointment. Funded applicants were more likely than unfunded applicants to apply for National Institutes of Health funding (60% vs 35%, respectively; P < .01), but the probability of successfully receiving an National Institutes of Health grant did not differ (83% vs 85%, respectively; P = .82). The peer-reviewed publication rate (publications per year since attending medical school) did not differ between funded and unfunded applicants, with an estimated difference in means (95% confidence interval) of 1.3 (-0.3 to 2.9) publications per year. The primary FAER grant mentor for over one-third of interview participants was a nonanesthesiologist. Interview participants commonly discussed the value of having multiple mentors. Key mentor attributes mentioned were availability, guidance, reputation, and history of success. This cross-sectional data demonstrated career success in publications, grants, and leadership positions for faculty who apply for a FAER grant. A FAER grant application may be a marker for an anesthesiologist who is interested in pursuing a physician-scientist career.

Citation-based Estimation of Scholarly Activity Among Domestic Academic Radiation Oncologists: Five-Year Update.

PubMed

Choi, Mehee; Holliday, Emma B; Jagsi, Reshma; Wilson, Lynn D; Fuller, Clifton D; Thomas, Charles R

2014-03-01

To analyze up-to-date Hirsch index ( h -index) data to estimate the scholarly productivity of academic radiation oncology faculty. Bibliometric citation database searches were performed for radiation oncology faculty at domestic residency-training institutions. Outcomes analyzed included the number of manuscripts, number of citations, and h -index between 1996 and 2012. Analyses of overall h -index rankings with stratification by academic ranking, gender, and departmental faculty size were performed. One thousand thirty-seven radiation oncologists from 87 programs were included. Overall, the mean h -index was 10.8. Among the top 10% by h -index, 38% were chairpersons, all were senior faculty, and 11% were women. As expected, higher h -index was associated with higher academic ranking and senior faculty status. Recursive partitioning analysis revealed an h -index threshold of 20 ( p <0.001) as an identified breakpoint between senior vs. junior faculty. Furthermore, h -index breakpoints of 12 ( p <0.001) and 25 ( p <0.001) were identified between assistant professor vs. associate professor, and associate professor vs. professor levels, respectively. Multivariate analysis identified higher academic ranking, male gender, and larger departmental faculty size as independent variables associated with higher h -index. The current results suggest an overall rise in scholarly citation metrics among domestic academic radiation oncologists, with a current mean h- index of 10.8, vs. 8.5 in 2008. Significant relationships exist between h -index and academic rank, gender, and departmental size. The results offer up-to-date benchmarks for evaluating academic radiation oncologist to the national average and potentially has utility in the process of appointment and promotion decisions.

Retention and promotion of women and underrepresented minority faculty in science and engineering at four large land grant institutions.

PubMed

Gumpertz, Marcia; Durodoye, Raifu; Griffith, Emily; Wilson, Alyson

2017-01-01

In the most recent cohort, 2002-2015, the experiences of men and women differed substantially among STEM disciplines. Female assistant professors were more likely than men to leave the institution and to leave without tenure in engineering, but not in the agricultural, biological and biomedical sciences and natural resources or physical and mathematical sciences. In contrast, the median times to promotion from associate to full professor were similar for women and men in engineering and the physical and mathematical sciences, but one to two years longer for women than men in the agricultural, biological and biomedical sciences and natural resources. URM faculty hiring is increasing, but is well below the proportions earning doctoral degrees in STEM disciplines. The results are variable and because of the small numbers of URM faculty, the precision and power for comparing URM faculty to other faculty were low. In three of the four institutions, lower fractions of URM faculty than other faculty hired in the 2002-2006 time frame left without tenure. Also, in the biological and biomedical and physical and mathematical sciences no URM faculty left without tenure. On the other hand, at two of the institutions, significantly more URM faculty left before their tenth anniversary than other faculty and in engineering significantly more URM faculty than other faculty left before their tenth anniversary. We did not find significant differences in promotion patterns between URM and other faculty.

A Profile of New Faculty in California Community Colleges.

ERIC Educational Resources Information Center

Phair, Tom S.

This first phase of a 5-year study of staffing trends in California junior colleges surveys 78 public junior colleges and examines 1310 new, full-time faculty members hired in fall 1967. The data will be compared with those collected during the following four years. Experience categories were (1) none, (2) secondary teaching, (3) elementary…

"Putting in Your Time": Faculty Experiences in the Process of Promotion to Professor

ERIC Educational Resources Information Center

Gardner, Susan K.; Blackstone, Amy

2013-01-01

The rank of professor or "full" professor represents the highest status possible for faculty members, and it is generally gained by attaining professional expertise and a national or international reputation. Beyond this, however, little is known about these individuals or the promotion process at this level. In this qualitative study of…

Survey of Current Academic Practices for Full-Time Postlicensure Nursing Faculty Who Teach Online

ERIC Educational Resources Information Center

Hanford, Karen J.

2010-01-01

Purpose: The purpose of this study was to determine current academic practices of compensation, workload, rewards, and tenure and promotion for nursing faculty who teach graduate and postlicensure programs that are delivered 50% to 100% online. Deans and directors who are members of the American Association of Colleges of Nursing (AACN) were the…

Short-Term Faculty Members: A National Dilemma and a Local Solution.

ERIC Educational Resources Information Center

Killingsworth, M. Jimmie; And Others

1989-01-01

Surveys English department chairs nationwide, examining the status of full-time non-tenure-track teachers in English departments of PhD-granting institutions. Finds that universities commonly hire short-term lecturers to teach when regular faculty members are "too expensive" for the job. Reports a plan adopted by Texas Tech University to deal with…

An Examination of Leadership Readiness and Empowerment among Full-Time Nursing Faculty

ERIC Educational Resources Information Center

Bilder, Loretta Lynn

2014-01-01

Leadership skills in faculty and administrators are vital given the complex challenges faced in higher education, yet little is known about how best to prepare for a leadership role. According to the literature in other disciplines, empowerment can be identified as a primary antecedent to leadership readiness. Empowerment has been studied related…

Feeling Brown in the Academy: Decolonizing Mentoring through a Disidentification "Muxerista" Approach

ERIC Educational Resources Information Center

Alarcón, Jeannette D.; Bettez, Silvia

2017-01-01

According to the Chronicle of Higher Education, "Hispanics" comprise only 4% of the full-time faculty in U.S. universities, although Latin@s comprise 16.4% of the U.S. population. Given the under-representation of Latin@ faculty, efforts to support and retain them are paramount. Recently a small body of literature has surfaced explicitly…

Pathways to Promotion: Redesigning a Community College Faculty Promotion Process

ERIC Educational Resources Information Center

Shattuck, Julie; Hawkins, Tony; Coldren, Gregory; Trigger, Kelly; Angleberger, Barbara; Dankanich, Nancy; Clayton, Aaron

2018-01-01

This article reports on a design-based research project that is situated in a medium-size community college in Maryland. The project focused on exploring why the majority of full-time faculty was ranked as Assistant Professor or below, which did not reflect ranking at similar institutions. Under the leadership of the Provost, a task force analyzed…

Math and science community college faculty: A culture apart

NASA Astrophysics Data System (ADS)

Bradley, Jane

This is a quantitative, survey-based study of Iowa community college faculty members. The survey was administered in the spring of 2011 to all faculty members identified by their colleges as being employed full time. This study compares the demographics of math and science faculty members to faculty within the arts and sciences who do not teach math or science. Comparisons of how the two groups interact with students and what they identify as barriers to student success are included, as well as their attitudes about mentoring, encouraging students, and their roles in student recruitment and student retention. Highly correlated variables are grouped as factors and used in the construction of prediction models for faculty engagement in student recruitment and student retention efforts. A contrast in the cultures of the math/science faculty members as compared to the non-math/science faculty is considered for its impact on faculty engagement with students and those variables believed to support undergraduate student success.

[Gaubius and medical chemistry].

PubMed

van Gijn, Jan; Gijselhart, Joost P

2011-01-01

Hieronymus David Gaub (1705-1780) was the son of a protestant cloth merchant in Heidelberg. Disliking a pietistic boarding school in Halle, Germany, he came to stay with a paternal uncle who was a physician in Amsterdam. Hieronymus studied medicine in Harderwijk and in Leiden, under the guidance of Herman Boerhaave (1668-1738). In 1731 he was appointed reader (and in 1734 professor) in chemistry at the Leiden medical faculty. After Boerhaave's death he also taught medicine, but without access to hospital beds. Gaubius correctly envisaged that chemistry would become an important discipline in medicine, but was limited by the technical constraints of his time. In his textbook of general pathology (1758) he attributed disease to disturbances of not only fluids, but also solid parts, although symptoms remained the basis of his classification. The book would remain influential for several decades, until the advent of pathological anatomy.

Appointment Template Redesign in a Women's Health Clinic Using Clinical Constraints to Improve Service Quality and Efficiency.

PubMed

Huang, Y; Verduzco, S

2015-01-01

Patient wait time is a critical element of access to care that has long been recognized as a major problem in modern outpatient health care delivery systems. It impacts patient and medical staff productivity, stress, quality and efficiency of medical care, as well as health-care cost and availability. This study was conducted in a Women's Health Clinic. The objective was to improve clinic service quality by redesigning patient appointment template using the clinical constraints. The proposed scheduling template consisted of two key elements: the redesign of appointment types and the determination of the length of time slots using defined constraints. The re-classification technique was used for the redesign of appointment visit types to capture service variation for scheduling purposes. Then, the appointment length was determined by incorporating clinic constraints or goals, such as patient wait time, physician idle time, overtime, finish time, lunch hours, when the last appointment was scheduled, and the desired number of appointment slots, to converge the optimal length of appointment slots for each visit type. The redesigned template was implemented and the results indicated a 73% reduction in average patient waiting from the reported 40 to 11 minutes. The patient no-show rate was reduced by 4% from 24% to 20%. The morning section on average finished about 11:50 am. The clinic day was finished around 4:45 pm. Provider average idle time was estimated to be about 5 minutes, which can be used for charting/documenting patients. This study provided an alternative method of redesigning appointment scheduling templates using only the clinical constraints rather than the traditional way that required an objective function. This paper also documented the employed methods step by step in a real clinic setting. The implementation results concluded a significant improvement on patient wait time and no-show rate.

Appointment Template Redesign in a Women’s Health Clinic Using Clinical Constraints to Improve Service Quality and Efficiency

PubMed Central

Verduzco, S.

2015-01-01

Summary Background Patient wait time is a critical element of access to care that has long been recognized as a major problem in modern outpatient health care delivery systems. It impacts patient and medical staff productivity, stress, quality and efficiency of medical care, as well as health-care cost and availability. Objectives This study was conducted in a Women’s Health Clinic. The objective was to improve clinic service quality by redesigning patient appointment template using the clinical constraints. Methods The proposed scheduling template consisted of two key elements: the redesign of appointment types and the determination of the length of time slots using defined constraints. The re-classification technique was used for the redesign of appointment visit types to capture service variation for scheduling purposes. Then, the appointment length was determined by incorporating clinic constraints or goals, such as patient wait time, physician idle time, overtime, finish time, lunch hours, when the last appointment was scheduled, and the desired number of appointment slots, to converge the optimal length of appointment slots for each visit type. Results The redesigned template was implemented and the results indicated a 73% reduction in average patient waiting from the reported 40 to 11 minutes. The patient no-show rate was reduced by 4% from 24% to 20%. The morning section on average finished about 11:50 am. The clinic day was finished around 4:45 pm. Provider average idle time was estimated to be about 5 minutes, which can be used for charting/documenting patients. Conclusions This study provided an alternative method of redesigning appointment scheduling templates using only the clinical constraints rather than the traditional way that required an objective function. This paper also documented the employed methods step by step in a real clinic setting. The implementation results concluded a significant improvement on patient wait time and no-show rate. PMID:26171075

Chemotherapy appointment scheduling under uncertainty using mean-risk stochastic integer programming.

PubMed

Alvarado, Michelle; Ntaimo, Lewis

2018-03-01

Oncology clinics are often burdened with scheduling large volumes of cancer patients for chemotherapy treatments under limited resources such as the number of nurses and chairs. These cancer patients require a series of appointments over several weeks or months and the timing of these appointments is critical to the treatment's effectiveness. Additionally, the appointment duration, the acuity levels of each appointment, and the availability of clinic nurses are uncertain. The timing constraints, stochastic parameters, rising treatment costs, and increased demand of outpatient oncology clinic services motivate the need for efficient appointment schedules and clinic operations. In this paper, we develop three mean-risk stochastic integer programming (SIP) models, referred to as SIP-CHEMO, for the problem of scheduling individual chemotherapy patient appointments and resources. These mean-risk models are presented and an algorithm is devised to improve computational speed. Computational results were conducted using a simulation model and results indicate that the risk-averse SIP-CHEMO model with the expected excess mean-risk measure can decrease patient waiting times and nurse overtime when compared to deterministic scheduling algorithms by 42 % and 27 %, respectively.

Views of new internal medicine faculty of their preparedness and competence in physician-patient communication

PubMed Central

Mueller, Paul S; Barrier, Patricia A; Call, Timothy G; Duncan, Alan K; Hurley, Daniel L; Multari, Adamarie; Rabatin, Jeffrey T; Li, James TC

2006-01-01

Background We sought to assess self-rated importance of the medical interview to clinical practice and competence in physician-patient communication among new internal medicine faculty at an academic medical center. Methods Since 2001, new internal medicine faculty at the Mayo Clinic College of Medicine (Rochester, Minnesota) have completed a survey on physician-patient communication. The survey asks the new faculty to rate their overall competence in medical interviewing, the importance of the medical interview to their practice, their confidence and adequacy of previous training in handling eight frequently encountered challenging communication scenarios, and whether they would benefit from additional communication training. Results Between 2001 and 2004, 75 general internists and internal medicine subspecialists were appointed to the faculty, and of these, 58 (77%) completed the survey. The faculty rated (on a 10-point scale) the importance of the medical interview higher than their competence in interviewing; this difference was significant (average ± SD, 9.4 ± 1.0 vs 7.7 ± 1.2, P < .001). Similar results were obtained by sex, age, specialty, years since residency or fellowship training, and perceived benefit of training. Experienced faculty rated their competence in medical interviewing and the importance of the medical interview higher than recent graduates (ie, less than one year since training). For each challenging communication scenario, the new faculty rated the adequacy of their previous training in handling the scenario relatively low. A majority (57%) said they would benefit from additional communication training. Conclusion Although new internal medicine faculty rate high the importance of the medical interview, they rate their competence and adequacy of previous training in medical interviewing relatively low, and many indicate that they would benefit from additional communication training. These results should encourage academic medical centers to make curricula in physician-patient communication available to their faculty members because many of them not only care for patients, but also teach clinical skills, including communication skills, to trainees. PMID:16729886

E-Learning Education of Educational Technologies in Full-Time and Combined Studies

ERIC Educational Resources Information Center

Nagyová, Ingrid

2010-01-01

The article focuses on research in the area of Educational Technologies, mainly on the comparison of ways, methods and processes of education in full-time and combined studies. The work was undertaken in the Pedagogical Faculty, Ostrava University, Ostrava, Czech Republic. The fundamental presumptions and hypotheses that the work intended to…

Scientific profile and professional responsibility of Court-appointed Medical Technical Consultants in Italy: time for a specific educational curriculum?

PubMed

Conti, Andrea Alberto

2014-08-20

Court-appointed Technical Consultants (CTCs) are fundamental figures in the Italian judicial system. CTCs are experts appointed by judges in order to supplement their activities by ascertaining, collecting and analyzing facts concerning the specific subject of a lawsuit. These experts formulate opinions, gather motivations and perform checks to provide clear, objective and irrefutable answers to the questions posed by judges. With direct reference to the medical field, while police doctors (specialists in forensic medicine) follow an academic, dedicated, well-structured educational curriculum, the University specialty school in Forensic Medicine, other medical CTCs, though not infrequently luminaries with one or many medical specialties and professional acknowledgments, may have no specific legal-medicine and juridical expertise, precisely because a similar expertise is not formally required of them. In the light of these considerations, in Italy some professionals of the legal world, and of the health context too, have proposed for medical CTCs targeted educational pathways, which would provide these experts with formal specific qualifications. In synthesis and in conclusion, a full knowledge and a rigorous respect of the rules of legal proceedings emerge as increasingly important characteristics for current and future Court-appointed Technical Consultants, together with a specific educational curriculum.

It's Not Over Yet: The Annual Report on the Economic Status of the Profession, 2010-11

ERIC Educational Resources Information Center

Curtis, John W.

2011-01-01

This paper presents the annual report of the American Association of University Professors on the economic status of the profession for 2010-2011. This analysis of the economic status of the faculty begins with results from this year's annual survey of full-time faculty compensation. Survey report table 1 presents the most basic results, while…

Professors' Pay Raises Beat Inflation; So Much for the Good News

ERIC Educational Resources Information Center

June, Audrey Williams

2009-01-01

Faculty pay has been battered by the deepening national recession, but one cannot tell that from the American Association of University Professors' new annual report on the economic status of the profession. The average salary of a full-time faculty member rose 3.4% in 2008-2009, it says, a rate well above inflation. That would be good news, but…

Site-Based Decision Making Using Faculty Senates: Three Years of Experience in West Virginia.

ERIC Educational Resources Information Center

Barnette, J. Jackson; Hange, Jane

The West Virginia education reform legislation of 1988 and 1990 mandated greater involvement of school personnel, parents, and community in site-based decision making. This paper examines the operations and activities of faculty senates, which are composed of all full-time educators in each school, for the years 1990-91, 1991-92, and 1992-93. A…

Imported Talents: Demographic Characteristics, Achievement and Job Satisfaction of Foreign Born Full Time Faculty in Four-Year American Colleges

ERIC Educational Resources Information Center

Lin, Zeng; Pearce, Richard; Wang, Weirong

2009-01-01

The information-based economy globalizes the competition for talents and has changed the nature of international migration in recent decades. The rise of America has historically benefited from imported talents, and higher education has played a crucial role. By using 2004 National Study of Postsecondary Faculty (NSOPF04), this research tries to…

Northern Twilight: SUNY and the Decline of the Public Comprehensive College

ERIC Educational Resources Information Center

Golden, Robert

2013-01-01

In this article, Robert Golden envisions the current trends in practice at State University of New York (SUNY) in Plattsburgh, being so firmly entrenched as to still be the same practices in place 60 years into the future. He notes the decline of full-time faculty, the rise in the numbers of contingent faculty, the increasing use of massive open…

Agreement between Coast Federation of Employees/American Federation of Teachers Local 1911 Faculty Unit and Coast Community College District, January 14, 1987.

ERIC Educational Resources Information Center

Coast Community Coll. District, Costa Mesa, CA.

This collective bargaining agreement between the faculty unit of the Coast Federation of Employees and Coast Community College District establishes conditions of employment for all full-time certificated employees of the district. The articles in the agreement set forth provisions related to: (1) union recognition; (2) definitions; (3) the…

Collective Bargaining Agreement between Antelope Valley Community College and Antelope Valley College Faculty Association, June 13, 1988.

ERIC Educational Resources Information Center

Antelope Valley Coll., Lancaster, CA.

The collective bargaining agreement between Antelope Valley Community College and the Antelope Valley College Faculty Association outlines the terms of employment for all full- and part-time certificated employees of the District, covering the period from June 1988 to June 1990. The articles in the agreement set forth provisions related to: (1)…

Academic Workload Typologies and Burnout among Faculty in Seventh-Day Adventist Colleges and Universities in North America

ERIC Educational Resources Information Center

Gonzalez, Sylvia; Bernard, Hinsdale

2006-01-01

The focus of this investigation was to determine the possible relationship of workload typologies and other selected demographic variables to levels of burnout among full-time faculty in Seventh-day Adventist colleges and universities in North America. Four typologies of academic workload emerged from the study of the data. The results revealed…

Understanding the Changing Faculty Workforce in Higher Education: A Comparison of Full-Time Non-Tenure Track and Tenure Line Experiences

ERIC Educational Resources Information Center

Ott, Molly; Cisneros, Jesus

2015-01-01

Non-tenure track faculty are a growing majority in American higher education, but research examining their work lives is limited. Moreover, the theoretical frameworks commonly used by scholars have been critiqued for reliance on ideologically charged assumptions. Using a conceptual model developed from Hackman and Oldham's (1980) Job…

ICASE Semiannual Report 1 October 1991 - 31 March 1992

DTIC Science & Technology

1992-05-01

who have resident appointments for limited periods of time as well as by visiting and resident consultants. Members of NASA’s research staff may also...performed showing that the full optimization problem can be solved with a computational cost which is only a few times more than that of solving the PDE...The goal is to obtain a solution of the optimization problem in a computational cost which is just a few times (2-3) that of the flow solver. Such a

The relative ease of obtaining a dermatologic appointment in Boston: how methods drive results.

PubMed

Weingold, David Howard; Lack, Michael Dweight; Yanowitz, Karen Leslie

2009-06-01

Recent reports have indicated long wait times for dermatologic appointments even for changing moles. Our objective was to determine the wait time for a person willing to make multiple calls and accept an appointment from any dermatologist at any satellite location for a changing mole from a dermatologist who advertised in a Boston, MA, telephone book. We telephoned each practice listed in a Boston, MA, telephone book. Patients making one call to each dermatologic practice on average obtained an appointment in 18 days. Patients calling two practices were offered an appointment on average in 7 days. Patients calling 3 practices were also offered an appointment in 1 week. We only telephoned practices listed in a Boston, MA, telephone book and we only surveyed one urban area. These results suggest that a reasonable concerned patient who was willing to make multiple calls to different providers in Boston, MA, can be seen in a timely fashion.

Why do those who request smoking treatment fail to attend the first appointment?

PubMed Central

Gariti, Peter; Levin, Sarah; Whittingham, Thomas; Barou, Daniela; Xie, Hu; Kampman, Kyle M.; Lynch, Kevin; Halbert, Chanita Hughes; Alterman, Arthur

2008-01-01

As part of a larger trial of pharmacological and counseling interventions for light smokers, we performed a telephone-screening interview followed by a scheduled time for an in-person eligibility appointment. 202 of the 407 who screened positive and expressed interest in participation failed to attend the first scheduled appointment. This paper examines person, study and study site characteristics that differentiated those who did follow through from those who did not. The study also examined the self-reported quit rates of both groups 12 weeks later, the time of the study termination. Analyses suggested that non-attendees were more likely to be younger, unemployed, and African American. The most frequently cited reasons for missing the eligibility appointment were work/family obligations, inconvenient appointment times, and personal schedule problems. Those who kept the initial appointment were more likely to report smoking abstinence at 12 weeks. The study has implications for increasing the utilization of potentially effective treatments for smokers. PMID:17931823

Multidisciplinary Cleft Palate Program at BC Children's Hospital: Are We Meeting the Standards of Care?

PubMed

Dahiya, Anita; Courtemanche, Rebecca; Courtemanche, Douglas J

2018-05-01

To characterize current Cleft Palate Program (CPP) practices and evaluate the timeliness of appointments with respect to patient age and diagnosis based on American Cleft Palate-Craniofacial Association (ACPA) population guidelines and CPP patient-specific recommendations. A retrospective review of CPP patient appointments from November 6, 2012, to March 31, 2015, was done. Data were analyzed using descriptive and inferential statistics. The study was conducted using data from the CPP at BC Children's Hospital. A total of 1214 appointments were considered in the analysis, including syndromic and nonsyndromic patients of 0 to 27 years of age. Percentage of patients meeting follow-up targets by ACPA standards and CPP team recommendations. Our results showed patients 5 years and younger or nonsyndromic were more likely to be seen on time ( P < .001). No relationship between the timeliness of an appointment and specific patient diagnoses or distance to clinic was found. With the exception of nursing (97% of appointments were on time), all disciplines had less than 45% of appointments on time with 51% of appointments meeting ACPA guidelines for timeliness and 32% of all appointments meeting CPP recommendations. Timely care for the cleft/craniofacial patient populations represents a challenge for the CPP. Although half of patients may meet the general ACPA guidelines, only 32% of patients are meeting the CPP patient-specific recommendations. To provide better patient care, future adjustments are needed, which may include improved resource allotment and program support.

Electronic Medical Records and Same Day Patient Tracing Improves Clinic Efficiency and Adherence to Appointments in a Community Based HIV/AIDS Care Program, in Uganda

PubMed Central

Alamo, Stella T.; Wagner, Glenn J.; Sunday, Pamela; Wanyenze, Rhoda K.; Ouma, Joseph; Kamya, Moses; Colebunders, Robert; Wabwire-Mangen, Fred

2013-01-01

Patients who miss clinic appointments make unscheduled visits which compromise the ability to plan for and deliver quality care. We implemented Electronic Medical Records (EMR) and same day patient tracing to minimize missed appointments in a community-based HIV clinic in Kampala. Missed, early, on-schedule appointments and waiting times were evaluated before (pre-EMR) and 6 months after implementation of EMR and patient tracing (post-EMR). Reasons for missed appointments were documented pre and post-EMR. The mean daily number of missed appointments significantly reduced from 21 pre-EMR to 8 post-EMR. The main reason for missed appointments was forgetting (37%) but reduced significantly by 30% post-EMR. Loss to follow-up (LTFU) also significantly decreased from 10.9 to 4.8% The total median waiting time to see providers significantly decreased from 291 to 94 min. Our findings suggest that EMR and same day patient tracing can significantly reduce missed appointments, and LTFU and improve clinic efficiency. PMID:21739285

Implementing the recommended curriculum in biochemistry and molecular biology at a regional comprehensive university through a biology/chemistry double major: The minnesota state university moorhead experience*.

PubMed

Wallert, Mark; Brisch, Ellen; Chastain, Chris; Malott, Michelle; Provost, Joseph

2004-05-01

Minnesota State University Moorhead (MSUM) is a regional comprehensive university that is part of the Minnesota State Colleges and Universities (MnSCU) system. The current student population consists of ∼7,600 full- and part-time students who are enrolled in one of 135 majors that lead to baccalaureate degrees. MSUM is committed to excellence in science teaching and research for undergraduates. It is an institutional member of the Council on Undergraduate Research and has three faculty members participating in Project Kaleidoscope (PKAL) Faculty for the 21st Century. Fourteen years ago, MSUM renewed its effort to have faculty participate in active research. All science faculty members hired since that time have been required to establish research programs. The primary purpose for the faculty engaging in ongoing research projects is to involve undergraduates in a meaningful research experience, thus training these students to become scientists. Copyright © 2004 International Union of Biochemistry and Molecular Biology, Inc.

Internal dental school environmental factors promoting faculty survival and success.

PubMed

Masella, Richard S

2005-04-01

A career in dental academics offers ample rewards and challenges. To promote successful careers in dental education, prospective and new dental faculty should possess a realistic view of the dental school work environment, akin to the informed consent so valuable to patients and doctors. Self-assessment of personal strengths and weaknesses provides helpful information in matching faculty applicants with appropriate dental schools. Essential prehiring information also includes a written job description detailing duties and responsibilities, professional development opportunities, and job performance evaluation protocol. Prehiring awareness of what constitutes excellence in job performance will aid new faculty in allotting time to productive venues. New faculty should not rely solely on professional expertise to advance careers. Research and regular peer-reviewed publications are necessary elements in academic career success, along with the ability to secure governmental, private foundation, and corporate grant support. Tactful self-promotion and self-definition to the dental school community are faculty responsibilities, along with substantial peer collaboration. The recruitment period is a singular opportunity to secure job benefits and privileges. It is also the time to gain knowledge of institutional culture and assess administrative and faculty willingness to collaborate on teaching, research, professional development, and attainment of change. Powerful people within dental schools and parent institutions may influence faculty careers and should be identified and carefully treated. The time may come to leave one's position for employment at a different dental school or to step down from full-time academics. Nonetheless, the world of dental and health professional education in 2005 is rapidly expanding and offers unlimited opportunities to dedicated, talented, and informed educators.

Addressing parental concerns about pain during childhood vaccination: is there enough time to include pain management in the ambulatory setting?

PubMed

Taddio, Anna; Hogan, Mary-Ellen; Gerges, Sandra; Girgis, Angela; Moyer, Paul; Wang, Linda; Murphy, Claire; Ho, Tommy; Greenberg, Saul; Ipp, Moshe

2012-01-01

Pain from vaccine injections remains undertreated, despite the availability of numerous pain-relieving strategies. Healthcare providers report lack of time within current office workflows as a major barrier to routine pain management. The objective was to document the total time involved in outpatient vaccine appointments to test the hypothesis that offering pain-relieving strategies can be practically implemented when considering the element of time to vaccine injection. Prospective naturalistic study in 8 urban outpatient primary care clinics (4 pediatric and 4 family practice) in Toronto. For 48 to 59 consecutive childhood vaccination appointments at each site, child waiting time from clinic arrival until first vaccine injection was tracked. Altogether, 405 vaccine appointments were included. The median age of the child undergoing vaccination was 12 months. The mean (SD) time from clinic arrival until first vaccine injection was 41.6 minutes (20.9), with a range of 7 to 132 minutes. Linear regression identified a significant (P<0.05) difference according to clinic [ranging from 19.4 min (6.5) to 57.5 min (20.2)] and number of family members in the appointment [ranging from 40.6 min (21.0) for an appointment in the index child only to 50 min (14.3) for an appointment in the index child and 2 other family members]. Contrary to healthcare provider perceptions, the timing of outpatient childhood vaccine appointments allows for the inclusion of pain management interventions. Efforts should now focus on educating healthcare providers and parents about the value of pain management and how to implement evidence-based strategies.

Competency in cardiac examination skills in medical students, trainees, physicians, and faculty: a multicenter study.

PubMed

Vukanovic-Criley, Jasminka M; Criley, Stuart; Warde, Carole Marie; Boker, John R; Guevara-Matheus, Lempira; Churchill, Winthrop Hallowell; Nelson, William P; Criley, John Michael

2006-03-27

Cardiac examination is an essential aspect of the physical examination. Previous studies have shown poor diagnostic accuracy, but most used audio recordings, precluding correlation with visible observations. The training spectrum from medical students (MSs) to faculty has not been tested, to our knowledge. A validated 50-question, computer-based test was used to assess 4 aspects of cardiac examination competency: (1) cardiac physiology knowledge, (2) auditory skills, (3) visual skills, and (4) integration of auditory and visual skills using computer graphic animations and virtual patient examinations (actual patients filmed at the bedside). We tested 860 participants: 318 MSs, 289 residents (225 internal medicine and 64 family medicine), 85 cardiology fellows, 131 physicians (50 full-time faculty, 12 volunteer clinical faculty, and 69 private practitioners), and 37 others. Mean scores improved from MS1-2 to MS3-4 (P = .003) but did not improve or differ significantly among MS3, MS4, internal medicine residents, family medicine residents, full-time faculty, volunteer clinical faculty, and private practitioners. Only cardiology fellows tested significantly better (P<.001), and they were the best in all 4 subcategories of competency, whereas MS1-2 were the worst in the auditory and visual subcategories. Participants demonstrated low specificity for systolic murmurs (0.35) and low sensitivity for diastolic murmurs (0.49). Cardiac examination skills do not improve after MS3 and may decline after years in practice, which has important implications for medical decision making, patient safety, cost-effective care, and continuing medical education. Improvement in cardiac examination competency will require training in simultaneous audio and visual examination in faculty and trainees.

Exploring Scholarship and the Emergency Medicine Educator: A Workforce Study.

PubMed

Jordan, Jaime; Coates, Wendy C; Clarke, Samuel; Runde, Daniel P; Fowlkes, Emilie; Kurth, Jacqueline; Yarris, Lalena M

2017-01-01

Recent literature calls for initiatives to improve the quality of education studies and support faculty in approaching educational problems in a scholarly manner. Understanding the emergency medicine (EM) educator workforce is a crucial precursor to developing policies to support educators and promote education scholarship in EM. This study aims to illuminate the current workforce model for the academic EM educator. Program leadership at EM training programs completed an online survey consisting of multiple choice, completion, and free-response type items. We calculated and reported descriptive statistics. 112 programs participated. Mean number of core faculty/program: 16.02 ± 7.83 [14.53-17.5]. Mean number of faculty full-time equivalents (FTEs)/program dedicated to education is 6.92 ± 4.92 [5.87-7.98], including (mean FTE): Vice chair for education (0.25); director of medical education (0.13); education fellowship director (0.2); residency program director (0.83); associate residency director (0.94); assistant residency director (1.1); medical student clerkship director (0.8); assistant/associate clerkship director (0.28); simulation fellowship director (0.11); simulation director (0.42); director of faculty development (0.13). Mean number of FTEs/program for education administrative support is 2.34 ± 1.1 [2.13-2.61]. Determination of clinical hours varied; 38.75% of programs had personnel with education research expertise. Education faculty represent about 43% of the core faculty workforce. Many programs do not have the full spectrum of education leadership roles and educational faculty divide their time among multiple important academic roles. Clinical requirements vary. Many departments lack personnel with expertise in education research. This information may inform interventions to promote education scholarship.

An Investigation into Patient Non-Attendance and Use of a Short-Message Reminder System at a University Dental Clinic.

PubMed

Storrs, Mark J; Ramov, Helen M; Lalloo, Ratilal

2016-01-01

Non-attended appointments in health care facilities create inefficiencies and loss of clinical productivity: clinical teaching hours are reduced, impacting students' ability to meet the competencies necessary for professional registration. The aim of this study was to assess demographic and time-related factors for patient non-attendance at a dental school clinic in Australia. Appointment data were extracted from the patient management system for the years 2011 and 2012. Data included the status of appointment (attended, cancelled, or failed to attend [FTA]) and an array of demographic and time-related factors. Multinomial logistic regression was conducted to assess relationships between these factors and appointment status. Attendance rates were also compared by year following implementation of a short message service (SMS) reminder at the beginning of 2012. The results showed that, of 58,622 appointments booked with students during 2011 and 2012, 68% of patients attended, 23% cancelled, and 9% were FTA. The percentage of non-attended (cancelled or FTA) appointments differed by demographic and time-related factors. Females were 7% less likely to be FTA, those aged 16-24 years were five times more likely to be FTA, and early morning appointments were 18% less likely to be cancelled and FTA. With the SMS reminder system, the odds of a cancellation were 15% higher, but FTAs were 14% lower (both were statistically significant differences). This study found that failing to attend an appointment was significantly related to a number of factors. Clinical scheduling and reminder systems may need to take these factors into account to decrease the number of teaching hours lost due to patients' missing their appointments.

The Pregnancy & Motherhood Diary: Planning the First Year of Your Second Career. Revised and Updated.

ERIC Educational Resources Information Center

Stautberg, Susan Schiffer

Intended for women who plan to combine a career with motherhood, this book is a planning document for the full-time working mother-to-be during the three trimesters of pregnancy and the first trimester of motherhood. Each section discusses physical and mental changes associated with motherhood and includes a calendar for appointments and events…

A solution to the shortage of nursing faculty: awareness and understanding of the leadership style of the nursing department head.

PubMed

Byrne, Daria M; Martin, Barbara N

2014-01-01

The purpose of this research was to determine if there was a relationship between the leadership style of the nursing department head and the level of professional satisfaction and organizational commitment by nursing faculty members. The survey instrument was designed to measure the department heads' leadership style as perceived by the nursing faculty and assess the nursing faculty members' level of professional satisfaction and organizational commitment. Five schools of nursing in 2 Midwestern states, with a total of 52 full-time baccalaureate nursing faculty, were the focus of the inquiry. Findings support statistically significant relationships between the 3 variables of department head leadership, organizational commitment, and professional satisfaction. Implications for leadership style exhibited by the nursing department head are discussed.

OB fellowship outcomes 1992-2010: where do they go, who stops delivering, and why?

PubMed

Rodney, W MacMillan; Martinez, Conchita; Collins, Millard; Laurence, Greg; Pean, Carl; Stallings, Joe

2010-01-01

This study describes characteristics and the evolution of the careers of graduates from a 1-year post-residency fellowship program whose primary objectives included clinical skills in Cesarean section. Besides obstetrical practice, rural service and attainment of faculty appointment were used as surrogate measures of fulfilling an underserved need for family medicine obstetrics. For 18 years, the authors maintained contact with all 80 physicians completing 1-year fellowships in family medicine obstetrics in Memphis and Nashville. The founding chair of these programs surveyed each physician and maintained a network of contacts to study outcomes such as graduation, service location, hospital privileges, retention, and career changes. The study tracked 100% of the sample and documented high rates of fellowship completion (74/80 [93%]), Cesarean privileges (71/74 [96%]), and service in a rural community for at least 2 years (47/74 [64%]). The fellowship was also associated with participation as faculty (36/74 [46%]). This paper produces the first and longest-term data describing attrition over time and examines the reasons why fellowship-trained family physicians stop doing maternity care. It is the only series with a 100% response rate and provides longitudinal data on the outcomes of these fellowship programs. Attrition was highest at rural sites. Workforce planners and fellowship designers might benefit from these considerations.

Perceptions of Interior Design Program Chairs Regarding Credentials for Faculty

ERIC Educational Resources Information Center

Miller, Beth R.

2017-01-01

The purpose of this study was to determine whether program chairs in interior design have a preferred degree credential for candidates seeking a full-time, tenure-track position or other full-time position at their institution and to determine if there is a correlation between this preference and the program chair's university's demographics,…

Reversing Course: The Troubled State of Academic Staffing and a Path Forward

ERIC Educational Resources Information Center

American Federation of Teachers (NJ), 2008

2008-01-01

Over the last generation, the instructional staffing system in American higher education has experienced a significant reduction in the proportion of jobs for full-time tenured and tenure-track faculty members and a dramatic growth in fixed-term full- and part-time instructional jobs without tenure. About 70 percent of the people teaching in…

Promotion at Canadian Universities: The Intersection of Gender, Discipline, and Institution

ERIC Educational Resources Information Center

Ornstein, Michael; Stewart, Penni; Drakich, Janice

2007-01-01

Statistics Canada's annual census of full-time faculty at all Canadian universities, between 1984 to 1999, is used to measure the effect of gender, discipline, and institution on promotion from assistant to associate professor and from associate to full professor. Accelerated failure time models show that gender has some effect on rates of…

Longitudinal Analysis of Gender Differences in Academic Productivity among Medical Faculty across 24 Medical Schools in the United States

PubMed Central

Raj, Anita; Carr, Phyllis L.; Kaplan, Samantha E.; Terrin, Norma; Breeze, Janis L.; Freund, Karen M.

2017-01-01

Purpose This study examines gender differences in academic productivity, as indicated by publications and federal grant funding acquisition, among a longitudinal cohort of medical faculty from 24 medical schools across the United States, 1995 to 2012. Method Data for this research was taken from the National Faculty Study involving a survey with medical faculty recruited from medical schools in 1995, and followed up in 2012. Data included surveys and publication and grant funding databases. Outcomes were number of publications, h-index and principal investigator on a federal grant in the prior two years. Gender differences were assessed using negative binomial regression models for publication and h-index outcomes, and logistic regression for the grant funding outcome; analyses adjusted for race/ethnicity, rank, specialty area and years since first academic appointment. Results Data were available for 1,244 of the 1,275 (98%) subjects eligible for the follow up study. Men were significantly more likely than women to be married/partnered, have children, and hold the rank of professor (P < .0001). Adjusted regression models document that women have a lower rate of publication (relative number = .71; 95% CI = .63, .81; P < .0001) and h-index (relative number = .81; 95% CI = .73, .90; P < .0001) relative to men, though there was no gender difference in grant funding. Conclusions Women faculty acquire federal funding at similar rates as male faculty, yet lag behind in terms of publications and their impact. Medical academia must consider how to help address ongoing gender disparities in publication records. PMID:27276002

Perceptions of Teaching Effectiveness of Part-Time and Full-Time Clinical Nursing Faculty of BSN Education

ERIC Educational Resources Information Center

DeSantis, Kimberly L.

2012-01-01

The United States faces a critical shortage of full-time registered nurses, which is . directly affected by the shortage of nurse educators. Many schools of nursing are already seeing the impact as qualified program applicants are being turned away due to the lack of qualified educators available to teach them. The trend has become to employ…

Job stress, mentoring, psychological empowerment, and job satisfaction among nursing faculty.

PubMed

Chung, Catherine E; Kowalski, Susan

2012-07-01

The National League for Nursing endorses mentoring throughout nursing faculty's careers as the method to recruit nurses into academia and improve retention of nursing faculty within the academy. A nationwide sample of 959 full-time nursing faculty completed a descriptive survey comprising a researcher-created demographic questionnaire plus Dreher's mentoring scale, Gmelch's faculty stress index, Spreitzer's psychological empowerment scale, and the National Survey for Postsecondary Faculty's job satisfaction scale. Results showed that 40% of the sample had a current work mentor. Variables showed significant relationships to job satisfaction (p < 0.01): mentoring quality (0.229), job stress (-0.568), and psychological empowerment (0.482). Multiple regression results indicated job satisfaction was significantly influenced (p < 0.01) by the presence of a mentoring relationship, salary, tenure status, psychological empowerment, and job stress. The regression model explained 47% of the variance in job satisfaction for the sample. Copyright 2012, SLACK Incorporated.

What Goes Into a Decision? How Nursing Faculty Decide Which Best Practices to Use for Classroom Testing.

PubMed

Killingsworth, Erin; Kimble, Laura P; Sudia, Tanya

2015-01-01

To explore the decision-making process of BSN faculty when determining which best practices to use for classroom testing. A descriptive, correlational study was conducted with a national sample (N = 127) of full-time BSN faculty. Participants completed a web-based survey incorporating instruments that measured beliefs about evaluation, decision-making, and best practices for item analysis and constructing and revising classroom tests. Study participants represented 31 states and were primarily middle-aged white women. In multiple linear regression analyses, faculty beliefs, contextual factors for decision-making, and decision-making processes accounted for statistically significant amounts of the variance in item analysis and test construction and revision. Strong faculty beliefs that rules were important when evaluating students was a significant predictor of increased use of best practices. Results support that understanding faculty beliefs around classroom testing is important in promoting the use of best practices.

Counterstories: Urban Black Students' Perceptions of How Faculty Influence Their Academic Success at a Small, Rural, Predominately White Liberal Arts College

ERIC Educational Resources Information Center

Ansorge, Vicki I.

2015-01-01

The purpose of this qualitative study was to expand knowledge about the needs of urban Black undergraduate students by exploring their perceptions of the impact of faculty interactions, in and out of the classroom, at a small rural predominately White institution. Study participants were full-time undergraduate students who self-identified as…

Full-Time Non-Tenure-Track Faculty: Current Status, Future Prospects, Remaining Research Questions. ASHE Annual Meeting Paper.

ERIC Educational Resources Information Center

Chronister, Jay L.; And Others

This study used available data to develop an initial profile of non-tenure-track (NTT) faculty in comparison to their non-tenured but tenure track (TT) counterparts and to develop questions to guide future study of this group. Using data from a 1989 survey of the professorate conducted by the Carnegie Foundation for the Advancement of Teaching,…

The American College Teacher: National Norms for the 2001-2002 HERI Faculty Survey.

ERIC Educational Resources Information Center

Lindholm, Jennifer A.; Astin, Alexander W.; Sax, Linda J.; Korn, William S.

This report summarizes the highlights of a national survey of college and university faculty that was conducted by the Higher Education Research Institute (HERI) in fall and winter of 2001-2001. This is the fifth in a series of surveys conducted on a triennial basis. Results are based on the responses of 32,840 full-time college and university…

Salary-Trend Studies of Faculty for the Years 1994-95 and 1997-98 in the Following Academic Disciplines/Major Fields: Accounting, ..., Geology.

ERIC Educational Resources Information Center

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty in 27 academic disciplines/major fields for the baseline year 1994-95 and the trend year 1997-98 for 262 public and 387 private institutions. For each discipline/major field surveyed, the report provides a Classification of Instructional Programs (CIP) definition, data…

Focus Groups Reveal Differences in Career Experiences Between Male and Female Geoscientists

NASA Astrophysics Data System (ADS)

Oconnell, S.; Frey, C. D.; Holmes, M.

2003-12-01

We conducted twelve telephone focus groups of geoscientists to discover what motivates geoscientists to enter our field and stay in our field. There were separate male and female groups from six different professional categories: administrators, full and associate professors, non-tenure track personnel, assistant professors, post-docs and PhD candidates, Bachelor's and Master's candidates. A total of 96 geoscientists participated. Specifically, respondents were asked what initially brought them into the geosciences. Three dominant themes emerged: the subject matter itself, undergraduate experiences, and relationships. A total of 51 responses to this question related to the subject matter itself. Approximately 61 percent (31) of those responses were given by male focus group participants. Across all focus groups, participants brought up issues such as a general appreciation of the outdoors, weather, rocks, and dinosaurs. Following closely behind the general subject matter is undergraduate events. Fifty-one responses mentioned something about undergraduate experiences such as an introductory class, a laboratory experience, or field experiences. While both female and male participants discussed the role of interpersonal relationships in their decision to become a geoscientist, females were slightly more likely to bring up relevant relationships (26 times for females compared to 21 for males). These relationships varied in both groups from a parent or grandparents influence to camping trips with professors. When respondents were asked whether they had ever considered leaving the geosciences and under what circumstances, there was a striking difference between males and females: males were far less likely to have ever considered leaving. Younger males were more likely to consider leaving than older geoscientists. They feel challenged by the financial constraints of graduate school and the time constraints of academic vs. family life. Many females considered leaving at some point in their careers, from graduate school through the tenure process, and even post-tenure. The challenges they cited included difficult advisors, vague or inadequate advising/mentoring, the lack of support for family by their institutions and by their colleagues, and, like younger males, the balance of work and family life. Our results suggest that some strategies that can increase the numbers of women on our faculty include improving the climate for all under-represented groups and institutional support for families. Climate is a broad area that includes paying attention to: 1) our language, such as what personal comments we make to students and colleagues, 2) assuring that female students are encouraged to speak in class and are permitted to finish sentences without interruption, 3) allowing students to see themselves reflected in the curriculum by acknowledging a broad range of contributions to the field and by seeing more than senior men as professors, 5) adequate, clear-cut mentoring, and 6) open up new faculty searches to capture "less obvious" candidates, such as those that are less self-promoting. Support for families must come from institutions and includes: 1) child care, 2) adult care, 3) flexible schedules including part-time appointments and shared appointments, and 4) dual-career contracts.

Access to Care for Youth in a State Mental Health System: A Simulated Patient Approach.

PubMed

Olin, Su-Chin Serene; O'Connor, Briannon C; Storfer-Isser, Amy; Clark, Lisa J; Perkins, Matthew; Hudson Scholle, Sarah; Whitmyre, Emma D; Hoagwood, Kimberly; Horwitz, Sarah McCue

2016-05-01

To examine access to psychiatric care for adolescents with depression in outpatient specialty clinics within a state mental health system, using a simulated patient approach. Trained callers posed as the mother of a 14-year-old girl with depression, following a script. A stratified random sample (n = 264) of 340 state-licensed outpatient mental health clinics that serve youth was selected. Clinics were randomly assigned to season and insurance condition. We examined whether access varied by season, clinic characteristics, and caller insurance type. Weighted logistic and linear mixed effects regression models were fitted to examine associations with appointment availability and wait times. Among clinics at which a treatment appointment could be scheduled, appointment availability differed by season. Clinics that had participated in state-sponsored trainings targeting access were more available. Wait times for treatment appointments varied by season and region. Wait times in New York City were shorter than in some other regions. Although callers were 4.1 times more likely to be able to schedule a psychiatry appointment in the spring, wait times for psychiatry appointments were significantly longer in the spring than in the summer (49.9 vs. 36.7 days). Wait times for therapy appointments were significantly shorter in community than in hospital clinics (19.1 days vs. 35.3 days). Access to psychiatric care for youth with depression was found to be variable in a state system. State-sponsored trainings on strategies to reduce wait times appear to improve care access. The simulated patient approach has promise for monitoring the impact of health care policy reforms on care quality measures. Published by Elsevier Inc.

Access to Care for Youth in a State Mental Health System: A Simulated Patient Approach

PubMed Central

Olin, Su-chin Serene; O'Connor, Briannon C.; Storfer-Isser, Amy; Clark, Lisa J.; Perkins, Matthew; Scholle, Sarah Hudson; Whitmyre, Emma D.; Hoagwood, Kimberly; Horwitz, Sarah McCue

2016-01-01

Objective To examine access to psychiatric care for adolescents with depression in outpatient specialty clinics within a state mental health system, using a simulated patient approach. Method Trained callers posed as the mother of a 14-year-old female with depression, following a script. A stratified random sample (n = 264) of 340 state-licensed outpatient mental health clinics that serve youth was selected. Clinics were randomly assigned to season and insurance condition. We examined if access varied by season, clinic characteristics, and caller insurance type. Weighted logistic and linear mixed effects regression models were fitted to examine associations with appointment availability and wait times. Results Among clinics where a treatment appointment could be scheduled, appointment availability differed by season. Clinics who had participated in state-sponsored trainings targeting access were more available. Wait times for treatment appointments varied by season and region. Wait times in New York City were shorter than in some other regions. Although callers were 4.1 times more likely to be able to schedule a psychiatry appointment in the spring, wait times for psychiatry appointments were significantly longer in the spring than in the summer (49.9 vs. 36.7 days). Wait times for therapy appointments were significantly shorter in community than hospital clinics (19.1 days vs. 35.3 days). Conclusion Access to psychiatric care for youth with depression was found to be variable in a state system. State-sponsored trainings on strategies to reduce wait times appear to improve care access. The simulated patient approach has promise for monitoring the impact of healthcare policy reforms on care quality measures. PMID:27126853

Wait times for physical and occupational therapy in the public system for people with arthritis in quebec.

PubMed

Delaurier, Ashley; Bernatsky, Sasha; Raymond, Marie-Hélène; Feldman, Debbie Ehrmann

2013-01-01

Although arthritis is the leading cause of pain and disability in Canada, and physical therapy (PT) and occupational therapy (OT) are beneficial both for chronic osteoarthritis (OA) and for inflammatory arthritis such as rheumatoid arthritis (RA), there appear to be problems with access to such services. The aim of this study was to document wait times from referral by physician to consultation with PT or OT in the public health care system for people with arthritis in Quebec, Canada. Appointments were requested by telephone, using hypothetical case scenarios; wait times were defined as the time between initial request and appointment date. Descriptive statistics were used to examine the wait times in relation to diagnosis, service provider and geographic area. For both scenarios (OA and RA) combined, 13% were offered an appointment within 6 months, 13% offered given an appointment within 6-12 months, 24% were told they would need to wait longer than 12 months, and 22% were refused services. The remaining 28% were told they would require an evaluation appointment for functional assessment before being given an appointment for therapy. No difference was found between RA and OA diagnoses. Our study suggests that most people with arthritis living in the province of Quebec are not receiving publicly accessible PT or OT intervention in a timely manner.

Radiologic sciences. Faculty needs assessment.

PubMed

Powers, Kevin J

2005-01-01

A total of 326 programs are represented in the data collected. Based on the average number of full- and part-time faculty members reported per program, this survey represents more than 1500 faculty positions. Based on the forecast of retirement and career change for all faculty members, there will be a turnover of 700 to 800 positions over the next 5 to 10 years. Part-time/adjunct faculty vacancies are expected to create the greatest number of opportunities for technologists to make the transition to education, with approximately one third of current part-time/adjunct educators planning on leaving radiologic sciences education within 5 years. To encourage retention of part-time/adjunct educators, annual evaluations should be modified to recognize the important educational role these instructors play. There is a need to create enthusiasm and interest in education as a career pathway for radiologic technologists. Resources are needed that help radiologic technologists make the transition to teaching. Finally, the retention of educators must be emphasized. Program applicant trends indicate radiologic technology students are older, have prior postsecondary education experience or are making a career change. This data emphasizes the need for educators, both full time and part time, to understand the characteristics and needs of the adult learner. Adult learners bring a wealth of education, experience and life skills that create both opportunities and challenges in the classroom and clinical setting. All categories of respondents indicated that their current salaries were greater than those of program graduates in their firstjob. Of interest is that 1 in 5 (20%) of part-time/adjunct educators indicated the opposite--that program graduates earn more in their firstjob than educators earn. When asked about salaries if working full time in clinical practice, the majority of all groups indicated their salary would be about the same or would decrease. Only 20% of program directors, 21% of full-time educators and 26% of part-time/adjunct educators indicated their salary would be higher in clinical practice. Part-time/adjunct educators reported working the most in clinical practice within the past week to month. Program directors exhibited the greatest separation from clinical practice, with more than half indicating a gap of 2 years or more from practicing in the clinical environment. While academic achievement is common among the educator populations sampled, a very low percentage of these educators are seeking an advanced academic degree. Less than a third of those surveyed indicated that they were pursuing an advanced degree. Becoming involved in research is not a requirement for many current educators, although survey participants expressed an interest in information about how to conduct a research project. A primary motivator for conducting the faculty development needs assessment was to use the data in strategic planning to set priorities for the resources available to the ASRT Education Department. The data will help maximize ASRT support for present and future educators. Services created by the ASRT Education Department will deepen the relationship with this key segment of the professional community.

Accessibility and Barriers to Oncology Appointments at 40 National Cancer Institute-Designated Comprehensive Cancer Centers: Results of a Mystery Shopper Project.

PubMed

Hamlyn, Geoffrey S; Hutchins, Kathryn E; Johnston, Abby L; Thomas, Rishonda T; Tian, James; Kamal, Arif H

2016-10-01

Patients turn to National Cancer Institute (NCI) -designated comprehensive cancer centers because of perceived better quality and more timely access to care. However, recent studies have found that patients at various institutions may struggle to gain access to an appointment or obtain consistent information from attendants. Our study employs a mystery shopper format to identify and quantify barriers faced by patients seeking to make a first consultation appointment across a homogenous sample of 40 NCI-designated comprehensive cancer centers. Five mystery shoppers used a standardized call script to inquire about first available appointment times and service offerings. When inquiring about a date for a first available appointment, 29% of callers were unable to secure an estimated date without registering into the center's database, 51% were able to secure an estimated date, and 20% were provided with an actual date. Of estimated or actual dates for a first available appointment, 74% were greater than 1 week away. There was no statistically significant variation between appointment availability across insurance type or US region. Our study highlights the difficulty of accessing information about appointment availability. Although not statistically significant, inquiries regarding first available appointments for Medicaid patients resulted in longer estimated or actual wait times than those for patients with private insurance, and Medicaid shoppers noted qualitative differences. Although our study was limited by small sample size and imperfect analytic methods, our results suggest the need for more efficient and accessible care for patients at our nation's top cancer centers.

Primary care appointment availability and nonphysician providers one year after Medicaid expansion.

PubMed

Tipirneni, Renuka; Rhodes, Karin V; Hayward, Rodney A; Lichtenstein, Richard L; Choi, HwaJung; Reamer, Elyse N; Davis, Matthew M

2016-06-01

With insurance enrollment greater than expected under the Affordable Care Act, uncertainty about the availability and timeliness of healthcare services for newly insured individuals has increased. We examined primary care appointment availability and wait times for new Medicaid and privately insured patients before and after Medicaid expansion in Michigan. Simulated patient ("secret shopper") study. Extended follow-up of a previously reported simulated patient ("secret shopper") study assessing accessibility of routine new patient appointments in a stratified proportionate random sample of Michigan primary care practices before versus 4, 8, and 12 months after Medicaid expansion. During the study period, approximately 600,000 adults enrolled in Michigan's Medicaid expansion program, representing 57% of the previously uninsured nonelderly adult population. One year after expansion, we found that appointment availability remained increased by 6 percentage points for new Medicaid patients (95% CI, 1.6-11.1) and decreased by 2 percentage points for new privately insured patients (95% CI, -0.5 to -3.8). Over the same period, the proportion of appointments scheduled with nonphysician providers (nurse practitioners or physician assistants) increased from 8% to 21% of Medicaid appointments (95% CI, 5.6-20.2) and from 11% to 19% of private-insurance appointments (95% CI, 1.3-14.1). Median wait times remained stable for new Medicaid patients and increased slightly for new privately insured patients, both remaining within 2 weeks. During the first year following Medicaid expansion in Michigan, appointment availability for new Medicaid patients increased, a greater proportion of appointments could be obtained with nonphysician providers, and wait times remained within 2 weeks.

Community-based faculty: motivation and rewards.

PubMed

Fulkerson, P K; Wang-Cheng, R

1997-02-01

The reasons why practicing physicians precept students in their offices, and the rewards they wish to receive for this work, have not been clearly elucidated. This study determined the reasons for precepting and the rewards expected among a network of preceptors in Milwaukee. A questionnaire was mailed to 120 community-based physician preceptors in a required, third-year ambulatory care clerkship. Respondents were asked to identify why they volunteered and what they considered appropriate recognition or reward. The personal satisfaction derived from the student-teacher interaction was, by far, the most important motivator for preceptors (84%). The most preferred rewards for teaching included clinical faculty appointment, CME and bookstore discounts, computer networking, and workshops for improving skills in clinical teaching. Community-based private physicians who participate in medical student education programs are primarily motivated by the personal satisfaction that they derive from the teaching encounter. An effective preceptor recognition/reward program can be developed using input from the preceptors themselves.

Book Notes: College Chemistry Faculties 1996, 10th ed.

NASA Astrophysics Data System (ADS)

Kauffman, George B.

1998-02-01

This comprehensive directory of the most current information on two-, three-, and four-year college and university teachers of chemistry, biochemistry, biotechnology, chemical engineering, chemical technology, medicinal chemistry, and other chemistry-related fields in the United States, its territories, and Canada will be of great use and interest not only to chemistry faculty members but to graduate and undergraduate students, librarians, and departmental secretaries as well. For each of the more than 2,150 academic departments devoted to these disciplines the entire staffs (except for emeriti, emeritae, adjunct, or visiting professors; persons on temporary appointment; postdoctoral fellows; research associates; or graduate students) are listed, along with major teaching fields, highest degree earned, and academic rank. Other departments, such as biology or physical science, in which these disciplines are taught are also included, but only persons who teach chemistry or related subjects are listed for these departments.

Nursing and midwifery students’ perceptions of instructors’ unethical behaviors

PubMed Central

Rafiee, Ghazanfar; Moattari, Marzieh

2013-01-01

Background: Although nursing faculties may believe that they possess a core of knowledge about ethical interactions with students, they may unwittingly risk crossing an ethical boundary in the learning environment. The ethical dimension in education exists because the instructor has authority to contribute to or impede the students’ acquisition of knowledge. Therefore, this study aimed to determine the views of Iranian baccalaureate nursing and midwifery students regarding the occurrence rate of their faculties’ unethical behaviors. Materials and Methods: In this study, 115 subjects, including 61 nursing and 54 midwifery students, completed a questionnaire (response rate = 67.6%). The questionnaire consisted of demographic data and 27 short statements which described the faculties’ unethical behaviors. Reliability of instrument was confirmed (0.92) using Cronbach-Alpha. Results: Delaying in announcing the exam results (40%), lack of a positive learning environment (35.7%), failure to keep regularly scheduled office appointments (35.7%), and failure to update lecture notes when teaching a course (31.3%) were reported by the students as the main faculties’ unethical behaviors. Data analysis confirmed that there were no statistically significant differences between nursing and midwifery students’ responses (the two-tailed t-test was not significant at alpha 0.05 levels; P > 0.05). Conclusion: The study findings suggest that more emphasis should be put on faculties being accessible for consultation out of class time, announcing the exam results in a timely manner, and creating a positive learning environment. PMID:23983757

Nurse telephone triage for same day appointments in general practice: multiple interrupted time series trial of effect on workload and costs

PubMed Central

Richards, David A; Meakins, Joan; Tawfik, Jane; Godfrey, Lesley; Dutton, Evelyn; Richardson, Gerald; Russell, Daphne

2002-01-01

Objective To compare the workloads of general practitioners and nurses and costs of patient care for nurse telephone triage and standard management of requests for same day appointments in routine primary care. Design Multiple interrupted time series using sequential introduction of experimental triage system in different sites with repeated measures taken one week in every month for 12 months. Setting Three primary care sites in York. Participants 4685 patients: 1233 in standard management, 3452 in the triage system. All patients requesting same day appointments during study weeks were included in the trial. Main outcome measures Type of consultation (telephone, appointment, or visit), time taken for consultation, presenting complaints, use of services during the month after same day contact, and costs of drugs and same day, follow up, and emergency care. Results The triage system reduced appointments with general practitioner by 29-44%. Compared with standard management, the triage system had a relative risk (95% confidence interval) of 0.85 (0.72 to 1.00) for home visits, 2.41 (2.08 to 2.80) for telephone care, and 3.79 (3.21 to 4.48) for nurse care. Mean overall time in the triage system was 1.70 minutes longer, but mean general practitioner time was reduced by 2.45 minutes. Routine appointments and nursing time increased, as did out of hours and accident and emergency attendance. Costs did not differ significantly between standard management and triage: mean difference £1.48 more per patient for triage (95% confidence interval –0.19 to 3.15). Conclusions Triage reduced the number of same day appointments with general practitioners but resulted in busier routine surgeries, increased nursing time, and a small but significant increase in out of hours and accident and emergency attendance. Consequently, triage does not reduce overall costs per patient for managing same day appointments. What is already known on this topicNurse telephone triage is used to manage the increasing demand for same day appointments in general practiceEvidence that nurse telephone triage is effective is limitedWhat this study addsTriage resulted in 29-44% fewer same day appointments with general practitioners than standard managementNursing and overall time increased in the triage group as 40% of patients were managed by nursesTriage was not less costly than standard management because of increased costs for nursing, follow up, out of hours, and accident and emergency care PMID:12446539

Current Status of Gender and Racial/Ethnic Disparities Among Academic Emergency Medicine Physicians.

PubMed

Madsen, Tracy E; Linden, Judith A; Rounds, Kirsten; Hsieh, Yu-Hsiang; Lopez, Bernard L; Boatright, Dowin; Garg, Nidhi; Heron, Sheryl L; Jameson, Amy; Kass, Dara; Lall, Michelle D; Melendez, Ashley M; Scheulen, James J; Sethuraman, Kinjal N; Westafer, Lauren M; Safdar, Basmah

2017-10-01

A 2010 survey identified disparities in salaries by gender and underrepresented minorities (URM). With an increase in the emergency medicine (EM) workforce since, we aimed to 1) describe the current status of academic EM workforce by gender, race, and rank and 2) evaluate if disparities still exist in salary or rank by gender. Information on demographics, rank, clinical commitment, and base and total annual salary for full-time faculty members in U.S. academic emergency departments were collected in 2015 via the Academy of Administrators in Academic Emergency Medicine (AAAEM) Salary Survey. Multiple linear regression was used to compare salary by gender while controlling for confounders. Response rate was 47% (47/101), yielding data on 1,371 full-time faculty: 33% women, 78% white, 4% black, 5% Asian, 3% Asian Indian, 4% other, and 7% unknown race. Comparing white race to nonwhite, 62% versus 69% were instructor/assistant, 23% versus 20% were associate, and 15% versus 10% were full professors. Comparing women to men, 74% versus 59% were instructor/assistant, 19% versus 24% were associate, and 7% versus 17% were full professors. Of 113 chair/vice-chair positions, only 15% were women, and 18% were nonwhite. Women were more often fellowship trained (37% vs. 31%), less often core faculty (59% vs. 64%), with fewer administrative roles (47% vs. 57%; all p < 0.05) but worked similar clinical hours (mean ± SD = 1,069 ± 371 hours vs. 1,051 ± 393 hours). Mean overall salary was $278,631 (SD ± $68,003). The mean (±SD) salary of women was $19,418 (±$3,736) less than men (p < 0.001), even after adjusting for race, region, rank, years of experience, clinical hours, core faculty status, administrative roles, board certification, and fellowship training. In 2015, disparities in salary and rank persist among full-time U.S. academic EM faculty. There were gender and URM disparities in rank and leadership positions. Women earned less than men regardless of rank, clinical hours, or training. Future efforts should focus on evaluating salary data by race and developing systemwide practices to eliminate disparities. © 2017 by the Society for Academic Emergency Medicine.

Automated detection of follow-up appointments using text mining of discharge records.

PubMed

Ruud, Kari L; Johnson, Matthew G; Liesinger, Juliette T; Grafft, Carrie A; Naessens, James M

2010-06-01

To determine whether text mining can accurately detect specific follow-up appointment criteria in free-text hospital discharge records. Cross-sectional study. Mayo Clinic Rochester hospitals. Inpatients discharged from general medicine services in 2006 (n = 6481). Textual hospital dismissal summaries were manually reviewed to determine whether the records contained specific follow-up appointment arrangement elements: date, time and either physician or location for an appointment. The data set was evaluated for the same criteria using SAS Text Miner software. The two assessments were compared to determine the accuracy of text mining for detecting records containing follow-up appointment arrangements. Agreement of text-mined appointment findings with gold standard (manual abstraction) including sensitivity, specificity, positive predictive and negative predictive values (PPV and NPV). About 55.2% (3576) of discharge records contained all criteria for follow-up appointment arrangements according to the manual review, 3.2% (113) of which were missed through text mining. Text mining incorrectly identified 3.7% (107) follow-up appointments that were not considered valid through manual review. Therefore, the text mining analysis concurred with the manual review in 96.6% of the appointment findings. Overall sensitivity and specificity were 96.8 and 96.3%, respectively; and PPV and NPV were 97.0 and 96.1%, respectively. of individual appointment criteria resulted in accuracy rates of 93.5% for date, 97.4% for time, 97.5% for physician and 82.9% for location. Text mining of unstructured hospital dismissal summaries can accurately detect documentation of follow-up appointment arrangement elements, thus saving considerable resources for performance assessment and quality-related research.

[Book review] Illustrations of the birds of California, Texas, Oregon, British and Russian America

USGS Publications Warehouse

Banks, Richard C.

1993-01-01

John Cassin was one of the leading American ornithologists of the 19th century. Appointed Honorary Curator of Birds at the Academy of Natural Sciences of Philadelphia in 1842, he built and studied the collections of that institution (although engaged full time in business) until his death in 1869. This book represents perhaps his most important and least well known endeavor.

The Four-Day Operational Week Experience at Florida Junior College (FJC): Report of Evaluation Process Study.

ERIC Educational Resources Information Center

Stuckman, Jeffrey A.

An evaluation was conducted at Florida Junior College (FJC) of the four-day operational week implemented during May through August, 1981. Surveys were administered in May and July to day students, full-time teaching faculty, and full-time noninstructional staff to determine their level of satisfaction or dissatisfaction with the four-day week.…

The Political Economy of Part-Time Academic Work in Canada.

ERIC Educational Resources Information Center

Rajagopal, Indhu; Farr, William D.

1989-01-01

Under continuing financial stringency, the university administration negotiates concessions with full-time faculty to satisfy their interests and maintain the stability of the system. Part-timers, excluded from the collegium, remain peripheral to these arrangements. (Author/MLW)

A Summer Research Program of NASA/Faculty Fellowships at the Jet Propulsion Laboratory

NASA Technical Reports Server (NTRS)

Albee, Arden

2004-01-01

The NASA Faculty Fellowship Program (NFFP) is designed to give college and university faculty members a rewarding personal as well as enriching professional experience. Fellowships are awarded to engineering and science faculty for work on collaborative research projects of mutual interest to the fellow and his or her JPL host colleague. The Jet Propulsion Laboratory (JPL) and the California Institute of Technology (Caltech) have participated in the NASA Faculty Fellowship Program for more than 25 years. Administrative offices are maintained both at the Caltech Campus and at JPL; however, most of the activity takes place at JPL. The Campus handles all fiscal matters. The duration of the program is ten continuous weeks. Fellows are required to conduct their research on-site. To be eligible to participate in the program, fellows must be a U.S. citizen and hold a teaching or research appointment at a U.S. university or college. The American Society of Engineering Education (ASEE) contracts with NASA and manages program recruitment. Over the past several years, we have made attempts to increase the diversity of the participants in the NFFP Program. A great deal of attention has been given to candidates from minority-serving institutions. There were approximately 100 applicants for the 34 positions in 2002. JPL was the first-choice location for more than half of them. Faculty from 16 minority-serving institutions participated as well as four women. The summer began with an orientation meeting that included introduction of key program personnel, and introduction of the fellows to each other. During this welcome, the fellows were briefed on their obligations to the program and to their JPL colleagues. They were also given a short historical perspective on JPL and its relationship to Caltech and NASA. All fellows received a package, which included information on administrative procedures, roster of fellows, seminar program, housing questionnaire, directions to JPL, maps of the local area, and a copy of the JPL Universe (a JPL newsletter). A calendar of events for the 2002 NFFP Program was designed to expose the fellows to the full range of JPL activities, seminars, tours, and trips to NASA Dryden, Goldstone, and Palomar Observatory. Weekly brown-bag lunches were also scheduled. The lunches provided a time for airing problems that may have arisen during the previous week, soliciting suggestions for program enhancement, announcements, and general socializing. Professor and Mrs. Albee also hosted the annual Summer Faculty Welcome Party at their home. During their ten-week tenure at JPL, the visiting faculty carried out projects in a wide variety of JPL's science, engineering, and technology disciplines, including communication, planetary science, materials research, reliability and quality assurance, astronomy, guidance and control, and micro-sensors. At the end of the NFFP Program, all fellows were required to complete a one-page summary of their summer s work. This was in addition to any documentation required by their host organization. Distribution of the final paycheck was dependent upon submission of this one-page summary and completion of NASA's NFFP evaluation in the EdCATS system. Fellows were also asked to complete a questionnaire for JPL, which enables the program administrators to make any appropriate changes to make the program more beneficial and effective for all involved. The 2002 NFFP Program at JPUCaltech was considered unanimously highly successful by both fellows and JPL colleagues. It provided a significant experience to most faculty members and fresh ideas to JPL researchers. Each year, suggestions for improvement include expansion of the program, longer terms, larger stipends, funds to support graduate students, and funds to continue collaborative research. The NASA Faculty Fellowship Program continues to occupy a significant place in JPL programs and serves to strengthen the ties between NASA, JPL, Caltech, and t academic community. This program is an important part of NASA's commitment to education. No inventions or patents were created during this program.

Looking to the Future--The Role of Master's Programs in Counseling Psychology: A Response to Quality of Master's Education: A Concern for Counseling Psychology?

ERIC Educational Resources Information Center

Horne, Arthur M.

2013-01-01

The predoctoral relationship that counseling psychology programs have had with master's programs over the decades is being challenged in current times. A model that is developing is one that provides greater responsibility for program definition and then full faculty engagement from doctoral program faculty. With change occurring in training…

Preliminary Estimates of 1972-73 Full-Time Instructional Faculty in Institutions of Higher Education. Bulletin. Advanced Statistics for Management. No. 14, March 1, 1973.

ERIC Educational Resources Information Center

National Center for Educational Statistics (DHEW/OE), Washington, DC.

In response to needs expressed by the community of higher education institutions, the National Center for Educational Statistics has produced early estimates of a selected group of mean salaries of instructional faculty in institutions of higher education in 1972-73. The number and salaries of male and female instructional staff by rank are of…

Salary-Trend Study of Faculty in Marketing Management and Research for the Years 1997-98 and 2000-01.

ERIC Educational Resources Information Center

Howe, Richard D.

This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected disciplines. Data for the study as a whole were collected from 305 public and 403 private institutions for the baseline year of 1997-1998 and the trend year of 1999-2000. This portion of the study covers salary data for Marketing…

Salary-Trend Study of Faculty in Political Science and Government for the Years 1997-98 and 2000-01.

ERIC Educational Resources Information Center

Howe, Richard D.

This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected disciplines. Data for the study as a whole were collected from 305 public and 403 private institutions for the baseline year of 1997-1998 and the trend year of 1999-2000. This portion of the study covers salary data for Political…

Salary-Trend Studies of Faculty for the Years 1994-95 and 1997-98 in the Following Academic Disciplines/Major Fields: History, General, ...,Visual and Performing Arts.

ERIC Educational Resources Information Center

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty in 26 academic disciplines/major fields for the baseline year 1994-95 and the trend year 1997-98 for 262 public and 387 private institutions. For each discipline/major field surveyed, the report provides a Classification of Instructional Programs (CIP) definition, data…

Supporting Non-Tenure-Track Faculty at 4-Year Colleges and Universities: A National Study of Deans' Values and Decisions

ERIC Educational Resources Information Center

Gehrke, Sean J.; Kezar, Adrianna

2015-01-01

This study examines the values held by 264 academic deans and the decisions they make pertaining to supporting non-tenure-track faculty (NTTF). Multiple analyses are utilized to examine the prevalence of supportive policies for both full- and part-time NTTF, as well as the extent to which deans' values are associated with the existence of these…

An Examination of Postsecondary Faculty and the Extent of Critical Reading Taught in 100-Level Introductory Biology and American History Courses in Publicly Funded Two-Year and Four-Year Pennsylvania Institutions

NASA Astrophysics Data System (ADS)

Sand, Dianna

This research examined the responses of postsecondary faculty on a critical reading inventory. The research is quantitative, non-experimental, and incorporates a multiple regression model in the analyses. Three research questions guided this study: (1) By institution type: To what degree does institution type predict the extent to which postsecondary faculty teach critical reading as measured by the Reading Goals Inventory (Jones, 1996)? (2) By faculty status: To what degree does faculty status predict the extent to which postsecondary faculty teach critical reading as measured by the Reading Goals Inventory (Jones, 1996)? (3) By disciplinary area: To what degree does disciplinary area predict the extent to which postsecondary faculty teach critical reading as measured by the Reading Goals Inventory (Jones, 1996)? Faculty from 28 Pennsylvania postsecondary institutions participated in this study. Faculty respondents taught 100-level introductory biology or American history courses either part-time or full-time at Pennsylvania community colleges or Pennsylvania State System of Higher Education (PASSHE) universities. Fifty-four faculty respondents completed the Reading Goals Inventory (Jones, 1996). The researcher conducted multiple regression analyses using a hierarchical method. Predictor variables included Institution Type, Faculty Status, and Disciplinary Area; criterion or outcome variables included seven sub-scales of the critical reading inventory. In this study, Institution Type and Faculty Status were not significant predictors. Disciplinary Area was a consistent significant predictor of the amount of critical reading taught as measured in the Interpretation, Analysis, Evaluation, and Reflection sub-scales of the Reading Goals Inventory (Jones, 1996).

TU-A-17A-01: Memorial to Benjamin M. Galkin - Memorial Lecture

DOE Office of Scientific and Technical Information (OSTI.GOV)

Suntharalingam, N

2014-06-15

This past year Medical Physics lost one of its active members, Benjamin M. Galkin. Ben Galkin was a Past-Treasurer of the AAPM. During his leadership role he played an important part in Securing membership, for the AAPM, in the American Institute of physics. As Treasurer he was also a prime mover in starting the journal, Medical Physics, and served as its business manager in the formative years.Ben Galkin received his Masters Degree at Columbia University in New York, under the mentorship of Dr. Edith Quimby, one of the pioneer Hospital Radiation Physicists in the country. He started his professional careermore » at Jefferson Hospital in Philadelphia, joining Robert Gorson, and remained there until retirement. He served as the institution’s Radiation Safety Officer throughout his career. His research interest was Breast Imaging. He held joint faculty appointments in the Department of Radiology and the Department of Radiation Therapy and Nuclear Medicine, rising up to the rank of Full professor. He was a well respected teacher for the residents in Radiology.« less

The Effectiveness of SMS Reminders on Appointment Attendance: a Meta-Analysis.

PubMed

Boksmati, Nasim; Butler-Henderson, Kerryn; Anderson, Kevin; Sahama, Tony

2016-04-01

To identify the efficacy of short message service (SMS) reminders in health care appointment attendance. A systematic review was undertaken to identify studies published between 2005 and 2015 that compared the attendance rates of patients receiving SMS reminders compared to patients not receiving a reminder. Each article was examined for information regarding the study design, sample size, population demographics and intervention methods. A meta-analysis was used to calculate a pooled estimate odds ratio. Twenty-eight (28) studies were included in the review, including 13 (46 %) randomized controlled trials. The pooled odds ratio of the randomized control trials was 1.62 (1.35-1.94). Half of the studies reviewed sent the reminder within 48 h prior to the appointment time, yet no significant subgroups differences with respect to participant age, SMS timing, rate or type, setting or specialty was detectable. All studies, except one with a small sample size, demonstrated a positive OR, indicating SMS reminders were an effective means of improving appointment attendance. There was no significant difference in OR when controlling for when the SMS was sent, the frequency of the reminders or the content of the reminder. SMS appointment reminders are an effective and operative method in improving appointment attendance in a health care setting and this effectiveness has improved over the past 5 years. Further research is required to identify the optimal SMS reminder timing and frequency, specifically in relation to the length of time since the appointment.

Retention and recruitment of general dentists in an adjunct teaching model-A pilot study.

PubMed

Howe, Brian J; Allareddy, Verasathpurush; Barwacz, Christopher A; Parker, I Reed; Straub-Morarend, Cheryl L; Holmes, David C

2017-01-01

Retention and recruitment of part time clinical adjunct faculty members in dental education is becoming increasingly difficult as dental schools come to rely on this workforce for their increased involvement in clinical education. Contributing factors include full time faculty shortage, aging workforce, practice and student debt, practice and family commitments, and financial compensation. This study attempts to ascertain barriers to teaching so appropriate strategies can be formulated to address this issue. In the spring of 2016 an email survey was sent to current and former adjunct faculty members to ascertain demographics and retention and recruitment strategies. Descriptive analyses were completed for all variables in the sample. Twenty nine of forty six subjects responded to the survey with a response rate of 63%. Subjects over the age of sixty comprised 55% with only 17% being under the age of forty five. Overall family and practice commitments along with compensation were the primary barriers to teaching part time. For new dentists, student loan debt was the primary barrier to teaching. Travel to teach was also a barrier as 70% of respondents drove 200 miles or less to the dental school. The study demonstrated that the aging part time work force is a great concern and new part time clinical adjunct faculty members must be recruited. Barriers to recruitment and retention of faculty must be considered and addressed to sustain this teaching model.

The NSF-Supported ADVANCE Initiative at the University of Michigan Aimed at Successful Recruitment and Retention of Women Faculty in Science and Engineering

NASA Astrophysics Data System (ADS)

Mukasa, S. B.; Committee, S.

2004-12-01

The University of Michigan obtained funding from the NSF ADVANCE Program for 2001-2006 to devise and implement strategies to improve representation and climate for its tenure-track women faculty in the natural sciences departments and the College of Engineering. In addition to increased representation and an improved campus environment for women faculty in science and engineering, the initiative aims to positively affect - through exposure to role models - the expectations and attitudes of the many women and men who are graduate and undergraduate students in these fields who make a sizeable pool from which future faculty are going to be drawn. This initiative was launched with a campus-wide survey to pinpoint problem areas, followed by the appointment of a committee of senior faculty now known as "Science and Technology Recruiting to Improve Diversity and Excellence" or STRIDE to provide information and advice about practices that will maximize the likelihood that well-qualified female and minority candidates for faculty positions will be identified, and, if selected for offers, recruited, retained, and promoted at the University of Michigan. The principal activities of STRIDE have so far included (i) helping in the development of an easy-to-navigate website with information about the ADVANCE project (URL: http://www.umich.edu/~advproj/index.html); (ii) development of a data-based PowerPoint presentation about non-conscious bias and the low numbers of women faculty in science and engineering; (iii) producing a handbook that offers guidelines for improving recruitment of women and minorities; and (iv) giving presentations in a variety of formats and providing advice to department chairs and other recruitment leaders on search committee composition and search practices. More recently, STRIDE has expanded its scope to include facilitation of departmental climate studies and informal discussions with women faculty about the importance of networking and receiving career mentoring.

Scheduling rules to achieve lead-time targets in outpatient appointment systems.

PubMed

Nguyen, Thu-Ba T; Sivakumar, Appa Iyer; Graves, Stephen C

2017-12-01

This paper considers how to schedule appointments for outpatients, for a clinic that is subject to appointment lead-time targets for both new and returning patients. We develop heuristic rules, which are the exact and relaxed appointment scheduling rules, to schedule each new patient appointment (only) in light of uncertainty about future arrivals. The scheduling rules entail two decisions. First, the rules need to determine whether or not a patient's request can be accepted; then, if the request is not rejected, the rules prescribe how to assign the patient to an available slot. The intent of the scheduling rules is to maximize the utilization of the planned resource (i.e., the physician staff), or equivalently to maximize the number of patients that are admitted, while maintaining the service targets on the median, the 95th percentile, and the maximum appointment lead-times. We test the proposed scheduling rules with numerical experiments using real data from the chosen clinic of Tan Tock Seng hospital in Singapore. The results show the efficiency and the efficacy of the scheduling rules, in terms of the service-target satisfaction and the resource utilization. From the sensitivity analysis, we find that the performance of the proposed scheduling rules is fairly robust to the specification of the established lead-time targets.

Coordinating clinic and surgery appointments to meet access service levels for elective surgery.

PubMed

Kazemian, Pooyan; Sir, Mustafa Y; Van Oyen, Mark P; Lovely, Jenna K; Larson, David W; Pasupathy, Kalyan S

2017-02-01

Providing timely access to surgery is crucial for patients with high acuity diseases like cancer. We present a methodological framework to make efficient use of scarce resources including surgeons, operating rooms, and clinic appointment slots with a goal of coordinating clinic and surgery appointments so that patients with different acuity levels can see a surgeon in the clinic and schedule their surgery within a maximum wait time target that is clinically safe for them. We propose six heuristic scheduling policies with two underlying ideas behind them: (1) proactively book a tentative surgery day along with the clinic appointment at the time an appointment request is received, and (2) intelligently space out clinic and surgery appointments such that if the patient does not need his/her surgery appointment there is sufficient time to offer it to another patient. A 2-stage stochastic discrete-event simulation approach is employed to evaluate the six scheduling policies. In the first stage of the simulation, the heuristic policies are compared in terms of the average operating room (OR) overtime per day. The second stage involves fine-tuning the most-effective policy. A case study of the division of colorectal surgery (CRS) at the Mayo Clinic confirms that all six policies outperform the current scheduling protocol by a large margin. Numerical results demonstrate that the final policy, which we refer to as Coordinated Appointment Scheduling Policy considering Indication and Resources (CASPIR), performs 52% better than the current scheduling policy in terms of the average OR overtime per day under the same access service level. In conclusion, surgical divisions desiring stratified patient urgency classes should consider using scheduling policies that take the surgical availability of surgeons, patients' demographics and indication of disease into consideration when scheduling a clinic consultation appointment. Copyright © 2016 Elsevier Inc. All rights reserved.

The Impact of Medicaid Coverage and Reimbursement on Access to Diagnostic Mammography

PubMed Central

Schuur, Jeremiah D.; Shah, Akash; Wu, Zheyang; Forman, Howard P.; Gross, Cary P.

2013-01-01

BACKGROUND Women of low socioeconomic status are at risk for delayed evaluation of abnormal mammograms and later stage presentations of breast cancer. Medicaid reimbursement for clinical services is lower than Medicare reimbursement, yet it is unclear whether low Medicaid reimbursement is a barrier to accessing mammography. The objective of the current study was to determine the association between reported insurance type (Medicaid vs Medicare), Medicaid reimbursement rate, and access to diagnostic mammography (DM). METHODS Standardized patients (SPs) called 521 mammography facilities in defined geographic regions of 11 states in 2005. Facilities were divided between high, middle, and low reimbursing states based on the state’s relative Medicaid-to-Medicare reimbursement rate for DM. SPs contacted each facility twice to schedule a DM using the same clinical vignette but switching insurance status (Medicaid vs Medicare). The authors measured the proportion of SPs who were offered 1) any appointment and 2) a timely appointment, defined as a third available appointment within 20 business days. RESULTS SPs with Medicaid were less likely to receive an appointment than SPs with Medicare (91% vs 99.1%; difference, 8.1%; 95% confidence interval, 5.3%–10.9% [P < .001]). Among facilities that offered appointments to both callers, the proportion of timely appointments did not differ between Medicaid (93.7%) and Medicare (92.9%; P = .51). States’ Medicaid reimbursement rates for DM were not associated with the percentage of SPs with Medicaid who were offered any appointment (P = .50) or a timely appointment (P = .69). CONCLUSIONS Callers with Medicaid were offered appointments for DM less frequently than callers with Medicare, although both were widely accepted. State Medicaid reimbursement rates did not affect access to mammography. PMID:19728371

Incorporating Yoga Therapy into Primary Care: The Casey Health Institute.

PubMed

Ross, Alyson; Williams, Laurie; Pappas-Sandonas, Mary; Touchton-Leonard, Katharine; Fogel, David

2015-01-01

Individuals seek complementary and alternative medicine (CAM) for a variety of health conditions, and yoga is a popular CAM modality. Over the past few decades, yoga has become incorporated into hundreds of healthcare facilities, most commonly in large university medical centers. While research has shown yoga to be effective in reducing symptoms and improving outcomes in chronic health conditions, most patients seek yoga therapy on their own, as few primary care practitioners have incorporated yoga therapy into their practices. The purpose of this article is to describe the efforts of the Casey Health Institute to incorporate yoga therapy into their primary care integrative medicine center. At Casey Health, a full-time Clinical Yoga Specialist works alongside the physicians, nurses, and CAM providers in delivering care to a wide variety of patients. The majority of referrals to yoga therapy have been for pain-related musculoskeletal conditions, as well as hypertension, headaches, anxiety, depression, and sleep disturbances. Most patients attend weekly 60-minute individual sessions, and the Clinical Yoga Specialist stays in touch with the patient between appointments via telephone and email. T h e Clinical Yoga Specialist has become an integral part of Casey Health, participating in collaborative medical appointments in which two CAM practitioners provide simultaneous treatments to a patient. She also participates in the clinic's ongoing weight loss program. The Clinical Yoga Specialist spends one morning each week "floating" in the clinic, when she is on-call to the practitioners to assist in treatment and/or to introduce a yoga therapy experience to the patients. These brief interventions introduce the patients to the therapeutic benefits of yoga, while simultaneously demonstrating yoga's effectiveness to the healthcare providers. Casey Health has developed a unique teacher training program whose faculty includes senior Iyengar yoga teachers as well as physicians and CAM practitioners. Casey Health is incorporating clinical outcomes into their electronic medical record that can be used internally to assess comparable effectiveness and cost effectiveness of the different treatment modalities such as yoga therapy, providing evidence that eventually may lead to yoga therapy becoming an accepted treatment that is eligible for insurance reimbursement.

Impact on Junior Faculty of Teaching Opportunities During Predoctoral Education: A Survey-Based Study.

PubMed

Hum, Lauren; Park, Sang E

2016-04-01

Dental schools have addressed full-time faculty shortages by utilizing part-time faculty and postdoctoral students as teachers. Studies have also shown that peer tutors in dental schools can be used effectively in addition to or in place of faculty, but there has been little research on whether the peer tutoring experience influences tutors to pursue academic careers. This study surveyed junior faculty at 60 U.S. dental schools about their predoctoral tutoring and teaching experiences. Data from 122 respondents were analyzed. The results indicated that more recent graduates had more peer tutoring opportunities available than those who graduated prior to the 1980s and that the teaching experiences influenced the respondents' decisions to pursue academic careers. Additionally, those peer tutoring programs that placed more responsibility on the peer tutors, signifying trust from the institution, were the most successful in influencing respondents' decisions to pursue academia. Finally, when comparing their predoctoral teaching experiences to faculty development of teaching skills at their current institutions, the majority of the respondents reported that the faculty development was better. However, the peer tutoring programs considered equal to or better than faculty development were more influential in stimulating participants' academic career interest. These results suggest that dental schools can look to peer tutoring and teaching programs to stimulate students' interest in academia that can help reduce faculty shortages in the long term, but only if programs are developed that place greater responsibility and trust in students and that equal the quality of faculty development programs.

An Effective Outpatient Appointment System for General Leonard Wood Army Community Hospital

DTIC Science & Technology

1990-07-13

collection, donated many hours. She asked patients about the appointment system and personally observed clinic personnel. Additionally, as a consumer ...appointment system which must satisfy both the demands 0of external ( patients ) and internal (physicians) customers . At the o0 C 0 same time, the...its health care environment. A variable that can effect patient flow is centralization or decentralization of the registration and appointment system

Quality of life during orthopaedic training and academic practice: part 2: spouses and significant others.

PubMed

Sargent, M Catherine; Sotile, Wayne; Sotile, Mary O; Rubash, Harry; Barrack, Robert L

2012-10-03

Orthopaedic residents and attending physicians who report having a supportive spouse show lower levels of burnout and psychological distress than those without supportive spouses. However, little is known about the experiences of the spouses. This nationwide study examines burnout, psychological distress, and marital satisfaction of the spouses and significant others (collectively referred to hereafter as spouses) of orthopaedists in training and in orthopaedic practice in an academic setting. Employing previously reported methodology, 259 spouses of orthopaedic residents and 169 spouses of full-time orthopaedic faculty completed a voluntary, anonymous survey. The survey included three validated instruments (the Maslach Burnout Inventory, the General Psychological Health Questionnaire-12, and the Revised Dyadic Adjustment Scale) and three novel question sets addressing demographic information, relationship issues, stress, and work/life balance. Psychological distress was noted in 18% of resident spouses compared with only 10% of faculty spouses (p = 0.014). Resident spouses reported greater loneliness (p < 0.0009) and stress (p = 0.03) than faculty spouses. Among working spouses, 30% of resident spouses and 13% of faculty spouses showed high levels of emotional exhaustion (p < 0.003). Twenty-eight percent of employed resident spouses and 5% of employed faculty spouses showed problematic levels of depersonalization (p < 0.0001). Twenty-six percent of employed resident spouses and 12% of employed faculty spouses showed a diminished sense of personal accomplishment (p = 0.012). Marital satisfaction was high for both resident and faculty spouses. Decreased satisfaction correlated with excessive mate irritability and fatigue that precluded their mate's involvement in family activities. A gratifying sex life, full-time work outside the home, and spending more than ninety minutes a day with their mate correlated significantly with marital satisfaction. Many orthopaedic resident spouses showed elevated levels of burnout, and a substantial number showed psychological distress. Spouses of orthopaedic faculty surgeons showed low rates of burnout and psychological distress. While both resident and faculty spouses reported high levels of marital satisfaction, the engagement of their surgeon mates had a considerable impact on the well-being of the relationship.

A review of trends in attrition rates for surgical faculty: a case for a sustainable retention strategy to cope with demographic and economic realities.

PubMed

Satiani, Bhagwan; Williams, Thomas E; Brod, Heather; Way, David P; Ellison, E Christopher

2013-05-01

Our aim was to compare trends in retention of academic surgeons by reviewing surgical faculty attrition rates (leaving academic surgery for any reason) of 3 cohorts at 5-year intervals between 1996 and 2011. The Association of American Medical Colleges' Faculty Administrative Management On-Line User System database was queried for a retention report of all tenure/clinical track full-time MD faculty within our academic medical center on July 1, 1996 (group 1), July 1, 2001 (group 2), and July 1, 2006 (group 3). Retention was tracked for 5 years post snapshot. The individual 5-year cohort attrition rates (observed frequencies) were compared with combined attrition rates for all 3 groups (expected frequencies). Overall, attrition trends for groups 2 (lower) and 3 (higher) were significantly different than the trends for all groups combined. Minorities and professors at the full or associate rank in group 3 contributed to this difference. Faculty in group 3 leaving our academic medical center were significantly more likely to transition into nonacademic practice compared with the other 2 groups. Greater attrition in the last 5-year cohort, despite the increase in faculty positions, is worrisome. A continuous retention life cycle is critical if academic medical centers hope to compete for talent. Retention planning should include on-boarding programs for enculturation, monitoring of professional satisfaction, formalized mentoring of younger surgeons, retaining academic couples and a part-time workforce, leadership and talent management, exit interviews, and competitive financial packages. Copyright © 2013 American College of Surgeons. Published by Elsevier Inc. All rights reserved.