Faculty Affairs and Professional Development Updates - January 2019

Office of Faculty Affairs and Professional Development Update for Faculty Council January 8, 2019

ANNOUNCEMENTS

Wellness Survey Dear UFCOM Faculty, You will soon receive an email invitation to participate in a faculty wellness needs assessment survey. We know you are very busy and that survey fatigue is real, but we hope you will invest about 10 minutes of your time to provide your feedback regarding the culture of wellness at UFCOM. Some important points regarding the survey: 304 responses to date Survey open until 1/31 Reminders go only to those who have not yet completed survey The primary purpose is to determine what FACULTY MEMBERS view as the most important needs this information will be used to direct future interventions, programming, and resource allocation. The survey was developed by the UFCOM Director of Wellness Programs, with input from dozens of faculty members across the college there are separate sections addressing needs for clinical, research, and teaching faculty (you may skip any sections that do not apply to you). The survey is completely anonymous you will receive a personal survey link via the REDCap survey platform, but REDCap anonymizes all responses. No one will be able to link your responses to you. Once you complete the survey, REDCap will automatically stop sending you reminders! Thank you in advance for your time in completing the survey. We look forward to using the results to plan meaningful chance to improve the workplace environment and better support our faculty! Happy holidays! Lisa Merlo, PhD, MPE Director of Wellness Programs Marian Limacher, MD Senior Associate Dean for Faculty Affairs & Professional Development

UF Committees Nominations open until 5pm Jan 31, 2019 See Senate Nominating committee email (1/4/19) Need to submit an electronic nomination form https://connect.ufl.edu/aa/Facsenate/Lists/FacultyNomina tion/Item/newifs.aspx?List=4f72757b-a4d8-4f18-ab01- 5c7bf1a5e252 Faculty Senate website has the committee and council descriptions. http://senate.ufl.edu/

Nominations Accepted David A. Paulus Award for Clinical Excellence Anyone can nominate See email for details Deadline: March 13, 2019 Past Winners: 2018, Juan Aranda, MD 2017, Patrick Duff, MD 2016, Janet Silverstein, MD 2015, Jennifer Light, MD 2014, Keith Stone, MD 2013, Michael Waters, MD, PhD and Nicole Black, MD, MEd

Professional Development Series Partnering with program: Learn Discover Lead Noon 1:00 pm, CG 11 Date Title Presenter January 11, 2019 Staffing Cris Lloyd, EdD, Director of HR, COM February 8, 2019 How to Give Effective Lectures William Winter, MD, Pathology March 8, 2019 Communicating Science Janice Krieger, PhD, Director STEM Translational Communication Center, Prof CoJ April 12, 2019 Aligning Expectations for Mentoring Roger Fillingim, PhD, Director CTSI Mentor Academy

Faculty Appreciation Reception Wednesday, April 3, 2019 During Diversity Week At HMEB

Grad Student Website Resources for career and professional development Predoctoral and postdoctoral trainees Research junior faculty https://graddev.uflhealth.org

FACULTY LOUNGE

M125 (850 sq ft)

Faculty Dining Room (1205 sq ft)

FACULTY SALARY ANALYSIS

COM Salary Analysis Fall, 2016 AN ANALYSIS OF FACULTY AT THE UNIVERSITY OF FLORIDA COLLEGE OF MEDICINE JEREMY SIBISKI, MBA; MICHAEL WRIGHT; MARK WILLIAMS, MARIAN LIMACHER, MD

COM study using 2016 salary data for GNV faculty 1,167 GNV faculty (excluding those on scientist track, but including all basic science faculty) were included in our analysis, using 2016 salaries 402 women 765 men Full-time and part-time (FTE adjusted) faculty included Salary percentiles (2015 AAMC) were used instead of actual salary This helps to normalize data so we can compare faculty across specialty and rank Eliminates the gap due to specialty choice Any gender bias in career advancement (Rank and Seniority) will potentially skew the results of our analysis

Overall Results The average salary percentile for all faculty in our analysis is 48.4% of the AAMC total salary for rank and specialty The average FTE adjusted salary is $244,115

Important Considerations Women are younger and have been at UF a shorter time

278 342 180 167 70 38 46 10 25 5 402 women; 765 men

Percentile Distribution By Percent of Gender by Decile Percent of Faculty (male or female) AAMC 2015 %ile

Conclusions Women have lower salaries by approximately 3 percentile points. At UF COM, women are more likely to be at lower rank, fewer years, and in lower compensated specialties Analyses indicate that rank is a potent modifier of salary Adjustment is difficult: productivity measures and any leave status were not considered in this analysis

Salary Study Update Currently engaged in a repeat of the 2016 study using final 2018 salary figures Again using AAMC percentiles for specialty (subspecialty and sub subspecialty when available) Data presented in table and graphic format for review with each department chair/administrator General goals: Plan for increases in percentile with time at rank, change in rank Regularly monitor salary compression Budget salary adjustments for inequities identifies on annual review

Sample Dept. report for Budget analysis Basic Science example For same rank Add RVUs, other metrics for review in clinical departments.

What is equity? Not, What salary do you make ? Rather, Is the salary equitable for job, rank, time at rank, and performance? College and Department Leadership will systematically evaluate faculty salaries within and across departments, on a regular basis -Follows completion of budget reconciliation and incentive payouts, late fall

FACULTY DEPARTURES

UF COM UF COM Faculty Departures Faculty Departures Evaluated number of faculty in each of the last 6 years (FY 2013 FY 2018) who have left the COM Analyzed by: Department Rank Time at UF Gender Details on why faculty left are not available

Faculty Departures 2013-18 Percentage Of Departures Grand Total Female Male Grand Total 204 268 472 43 57 100

Percentage of faculty who left by rank Rank with Modifiers 6 yr Summary *Average number of faculty at COM Total Number of Faculty who left Percentage Assistant In Assistant Professor 16 96 7 39 44% 41% Assistant Scientist 52 32 62% Associate In Associate Professor 8 109 2 18 25% 17% Associate Scientist 7 4 57% Clinical Assistant Professor 458 244 53% Clinical Associate Professor 143 36 25% Clinical Lecturer 2 3 150% Clinical Professor Eminent Scholar 47 10 9 1 19% 10% Lecturer Professor Research Assistant Professor Research Associate Professor Research Professor 8 221 82 3 27 38 38% 12% 46% 18 8 44% 11 1 9% 36.6% 1307 Grand Total 472

Percentage of faculty who left by rank Rank with Modifiers 6 yr Summary *Average number of faculty at COM Total Number of Faculty who left Percentage Assistant In Assistant Professor 16 96 7 39 44% 41% Assistant Scientist 52 32 62% Associate In Associate Professor 8 109 2 18 25% 17% Associate Scientist 7 4 57% Clinical Assistant Professor 458 244 53% Clinical Associate Professor 143 36 25% Clinical Lecturer 2 3 150% Clinical Professor Eminent Scholar 47 10 9 1 19% 10% Lecturer Professor Research Assistant Professor Research Associate Professor Research Professor 8 221 82 3 27 38 38% 12% 46% 18 8 44% 11 1 9% Grand Total 472

Ellen Zimmermann: National Study

Upcoming: WIMS program January 28, 2019 12:00 noon, C1-7 Dr. Ellen Zimmerman Professor of Medicine GI Division Creating an Academic Home where Faculty Thrive: Factors Determining the Intent to Leave

PROMOTION AND TENURE

Promotions 2017-18 Assoc Prof with tenure 7 (4 MDs) (5 MDs) Medicine (3) Neurosci Ortho Rad Onc Surgery Surgery JAX Tenured Professor Clinical Associate Professor 31 Research Associate Professor 5 1 AssocSci* Aging (2) Anest Neuros Ophth* Peds Clinical Professor Research Professor 11 14 0 Biochem Med (3) MGM (3) Pharmacol Psych Anest CHFM EM Med (6) OBGYN Otol (2) Ortho(2) Path (2) Peds Psych Rad Onc (2) Surg (3) Urology JAX (7) Anes (2) EM Med (2) OBGYN Path (2) Peds(2) Radiol JAX (3)

Multi-Mission: AssociateProfessors Refereed Publications Years at rank UF + prior Books/ Chapters 8.14 (4-19) Full Support (n=37) 3.22 (0-14) 21.65 (1**-76) COM no (withdrew) (n=2, 1 GNV 1 JAX) 12.5 (7,18) 0 1 (1,1) ** 10 book chapters, 1 book edited

Multi-Mission: Associate Professors Refereed Publications 80 76 70 6365 60 Mean 21.65 47 50 Median 15 40 3233333536 252527 30 147 7 78 8 8912121313131414141415161818192020 20 10 0 1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 Candidates

Multi-Mission: Professors Refereed Publications 100 90 90 80 Mean 35.07 70 Median 27 60 53 52 49 50 40 37 40 28 26 26 30 23 22 19 17 20 9 10 0 2 3 4 5 6 7 8 9 10 11 12 13 14 Candidates

Tenure + AssociateProfessor Refereed Publications Non-refereed Publications Years at rank UF Book Chapters 7.9 (6-10) 3.9 (1- 6) 43.4 (19-102) 1.4 (0-6) Full Support (n=7)

Refereed Publications: Tenure Track Associate Professors 120 Median 40 102 100 Mean 43.43 80 60 52 43 40 40 25 23 19 20 0 1 2 3 4 5 6 7 Candidates

Tenured Associate Professors:Candidate Funding (Active) N = 7, 6 had NIH funding Research FTE: .54 overall average 4 MDs ave = .47 (2 with K s .70, .76; 2 clinical .26, .15) 3 PhDs ave = .65 (.60, .65, .70) Average NIH as PI = $2.7M NIH (other than PI) = $484K

Tenure Track: Professors Refereed Publications 120 Mean 62.45 97 100 93 Median 58 86 85 80 68 58 60 50 44 40 36 40 30 20 0 1 2 3 4 5 6 7 8 9 10 11 Candidates

2018-19 Cycle (in progress) MM Associate Professor 49 (3 withdrawals) MM Professor 17 (5 withdrawals) TT Associate Professor 13 ( 1 withdrawal) TT Professor 7 ( 1 withdrawal) Total 86 submissions

Keys for Success Collaborate for scholarship Be familiar with the process and the template Enter items regularly into the promotion packet Seek review within the department and at the College level then pay attention to the suggestions Be SURE that external reviewers were not colleagues, fellow trainees, or former training directors or research mentors!

Team Science/Scholarship Proposal is at the University Level to: Recognize the value of contributions of an individual to the accomplishments of a team of investigators/scholars 1. UF P&T Guidelines should make a statement that the University values contributions to team science 2. Explicitly state that authorship other than first or last (senior) is recognized as significant as long as the individual faculty member describes his/her contribution 3. Provide documentation of contributions by self description, internal letters, and the Chair. 4. Use additional metrics (e.g. network analyses) 5. Allow each College/Department to develop and specify detailed metrics 6. Provide training and updates to Chairs, College committees and faculty regarding changes to UF P&T expectations