MSCHE Self Study April 2021

are made at the time of hire and reviewed annually based on institutional need and considering the career goals and objectives of the faculty. Faculty are reviewed by the primary supervisor with input from secondary supervisors (discussed below). All full ‐ time faculty members receive 0.1 FTE development time (for an institutional total of about 6.1 FTE overall) and may apply, through their primary supervisor, for additional time and/or funds to work on approved research/scholarly activities or administratively approved special projects. A Faculty Effort Worksheet using the following guidelines is used to calculate assignments (where 10% effort is equivalent to roughly one ‐ half day per week):

Activity

FTE (Per Cent of Effort)

1 lecture hour per week (including 3 hours prep time for each hour of lecture)* 3 hours lab per week (including 1 hour of prep time for 3 hours of lab)

10

10

Lab organizer

10 10 10 10 10 10 10

Administrative session Admissions committee

1 Clinic session

Research/scholarship/ /special project session

Faculty Development session

Serving as advisor for a PhD student Serving as advisor for a MS student

5

*For a course coordinator, credit is given for the total number of lecture hours.

Faculty members are expected to meet with their supervisor at least annually to review activities from the preceding year, establish goals for the current academic year, and identify ways to facilitate those goals. During these meetings, faculty and supervisor are expected to discuss teaching and clinic assignments and research and service activities for the upcoming year and formulate formal requests for assignment changes. Faculty members complete a Faculty Evaluation Form in preparation for these meetings. Changes in assignment are approved by the vice president and dean for academic affairs, working with the Chief Medical Officer if appropriate, to ensure an appropriate mix of teaching, research, clinical, and administrative activities. If an individual faculty performs functions in multiple areas within the College, the primary supervisor seeks input from secondary supervisors who interact with that faculty so that a comprehensive annual review occurs. The primary supervisor uses these various sources of information, including the faculty’s curriculum vitae and list of publications/accomplishments over the past year, to make recommendations for merit pay increases. Letters from supervisors are included in promotion and tenure decisions.

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