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General Expectations for Promotion on the Tenure Track General Expectations for Awarding of Tenure General Expectations for Promotion on the Non-Tenure Track Interpretation of the General Expectations General Categories of Faculty Appointed to the Tenure Track More Specific Interpretation of Expectations of Faculty on the Tenure Track General Expectations for Promotion of Faculty with Appointments on the Non-Tenure Track More Specific Interpretation of Recommendations
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Interpretation of the General ExpectationsThese general expectations are difficult to apply to individual faculty as they are not clearly defined and open to a variety of interpretations. The concept of “regional recognition,” is more easily applicable to teaching and clinical service, but hard to define for basic researchers who must compete with others nationally for recognition and funding. As neither “outstanding” nor “competent” is defined, the expected standards are unclear and application of the criteria may be inconsistent. “Outstanding achievement” needs to be considered in the context of the fraction of total effort that an individual devotes to particular activities. Appointment of faculty to the track most appropriate to their background, skills, and career aspirations is critical so that all faculty have opportunity to advance professionally. The major difference between expectations of faculty on the tenure and non-tenure tracks is the magnitude of the expected scholarly achievements. Most faculty appointed in the tenure track have been recruited primarily as researchers with the expectation that they will also contribute to teaching, including medical, allied health, and graduate students. Although there are clinician-researchers appointed on the tenure track, in recent years most clinicians have been recruited with the expectation that their major activities will consist of clinical care and teaching, with some scholarly activity and, as such, have been appointed on a non-tenure track. Better definition of expectations is needed for faculty members in both tracks, and in both the basic science and clinical areas. There is a particular need to define viable career paths for clinician-researchers, because the future of clinical departments lies partly in their ability to recruit and sustain individuals who can bridge the basic science and clinical worlds. To assure that candidates are treated uniformly and fairly, examples follow to illustrate the kinds of activities and achievements that are likely to lead to promotion and/or tenure. Promotion and the award of tenure do not necessarily occur simultaneously (i.e., an individual may be recommended for promotion one year prior to tenure). Although promotion is not a guarantee of tenure, it is an indication that the candidate is “on track.” |
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School of Medicine | Medical
College of Georgia April 11, 2007 |