NAVIGATING IN ANNAVIGATING IN ANACADEMIC HEALTH CENTERACADEMIC HEALTH CENTER

Claudia R. Adkison, J.D., Ph.D.Claudia R. Adkison, J.D., Ph.D.Executive Associate DeanExecutive Associate Dean

Administration & Faculty AffairsAdministration & Faculty AffairsEmory University School of MedicineEmory University School of Medicine

Faculty OrientationFaculty OrientationOctober 18, 2006October 18, 2006

WHAT FACULTY SHOULD RECEIVE WHAT FACULTY SHOULD RECEIVE FROM THEIR CHAIRS: FROM THEIR CHAIRS:

1. 1. ATTENTIONATTENTIONSubstantial mentoringSubstantial mentoring– Assistance with grant writingAssistance with grant writing– Assistance with navigating “the system” – e.g., Assistance with navigating “the system” – e.g.,

promotion, clinical expectationspromotion, clinical expectations– Assistance from senior faculty in making Assistance from senior faculty in making

connections and getting committee assignments at connections and getting committee assignments at the national levelthe national level

– Assistance in figuring out child care and other life Assistance in figuring out child care and other life style commitmentsstyle commitments

Well-received access to departmental Well-received access to departmental leadershipleadershipVisits from their Chairs and Division Directors Visits from their Chairs and Division Directors at EUH, CLH, TEC, Egleston, Grady, VAMC, at EUH, CLH, TEC, Egleston, Grady, VAMC, labs, teaching sites labs, teaching sites

WHAT FACULTY SHOULD RECEIVE WHAT FACULTY SHOULD RECEIVE FROM THEIR CHAIRS:FROM THEIR CHAIRS:

2. 2. INCLUSIONINCLUSION

Appointment to important committees, local Appointment to important committees, local and nationaland national

More female and multicultural colleagues and More female and multicultural colleagues and role models -- in senior ranks, in all role models -- in senior ranks, in all disciplines, in leadershipdisciplines, in leadership

Frequent departmental faculty meetings with Frequent departmental faculty meetings with “transparency” in information and the “transparency” in information and the opportunity to be heard and discussopportunity to be heard and discuss

WHAT FACULTY SHOULD RECEIVE WHAT FACULTY SHOULD RECEIVE FROM THEIR CHAIRS:FROM THEIR CHAIRS:

3. 3. RESPECTRESPECT

No perception of inequities in pay scales (esp. No perception of inequities in pay scales (esp. female, multicultural faculty)female, multicultural faculty)– Salary target tied to AAMC standardsSalary target tied to AAMC standards– Annual review in Dean’s OfficeAnnual review in Dean’s Office

No discrimination in the hiring and promotion No discrimination in the hiring and promotion process process

Equality in forms of addressEquality in forms of address– Dr. Jones and Dr. Smith v. Dr. Jones and MaryDr. Jones and Dr. Smith v. Dr. Jones and Mary

WHAT FACULTY SHOULD RECEIVE WHAT FACULTY SHOULD RECEIVE FROM THE DEAN’S OFFICE:FROM THE DEAN’S OFFICE:

ATTENTION, INCLUSION, RESPECTATTENTION, INCLUSION, RESPECT

Leadership and visionLeadership and visionConsideration for important medical school Consideration for important medical school committeescommitteesMore female and multicultural colleagues and More female and multicultural colleagues and role models -- in leadershiprole models -- in leadershipEnforcement of salary equityEnforcement of salary equityClearly stated and available policiesClearly stated and available policiesPolicies for maternity and paternal leavePolicies for maternity and paternal leaveCommunication about important initiativesCommunication about important initiatives

EXAMPLES OF WHATEXAMPLES OF WHATDEAN’S OFFICE IS DOING (1)DEAN’S OFFICE IS DOING (1)

Appointment of Dr. Sharon Weiss, Assistant Dean for Appointment of Dr. Sharon Weiss, Assistant Dean for Faculty DevelopmentFaculty Development$1M Dean’s matching fund for Chairs to hire minority $1M Dean’s matching fund for Chairs to hire minority and senior women facultyand senior women facultyWorking with Chairs on expanded mentoring programsWorking with Chairs on expanded mentoring programsDean’s faculty lunches at GradyDean’s faculty lunches at GradyEAD faculty lunchesEAD faculty lunchesDean’s and EAD’s brown bag lunches with faculty, Dean’s and EAD’s brown bag lunches with faculty, rotating sitesrotating sitesELAM, AAMC career development programs (matching ELAM, AAMC career development programs (matching travel fund for Chairs)travel fund for Chairs)Appointments to search committees, RAC, strategic Appointments to search committees, RAC, strategic planning committees, etc. -- committee appointmentsplanning committees, etc. -- committee appointments

EXAMPLES OF WHATEXAMPLES OF WHATDEAN’S OFFICE IS DOING (2)DEAN’S OFFICE IS DOING (2)

Sponsors seminars on promotion, Sponsors seminars on promotion, negotiating with chair, teaching negotiating with chair, teaching portfolio, mentoring, etc.portfolio, mentoring, etc.Equity pay analyses, annualEquity pay analyses, annualTeaching WorkshopTeaching WorkshopDepartmental faculty awards for Departmental faculty awards for teaching, research, service – need teaching, research, service – need moremoreDean’s staff appointmentsDean’s staff appointments

EXAMPLES OF WHATEXAMPLES OF WHATDEAN’S OFFICE IS DOING (3)DEAN’S OFFICE IS DOING (3)

Task Force on Faculty DevelopmentTask Force on Faculty Development

Co-ChairsCo-Chairs– Dr. Kate Heilpern, Acting Chair, Emergency MedicineDr. Kate Heilpern, Acting Chair, Emergency Medicine– Dr. Carlos del Rio, Vice Chair, MedicineDr. Carlos del Rio, Vice Chair, Medicine

Recommendations to Exec. Assoc. Dean Recommendations to Exec. Assoc. Dean (Adkison) and ultimately Dean (Lawley)(Adkison) and ultimately Dean (Lawley)

Will use SOM Faculty Satisfaction Survey, Will use SOM Faculty Satisfaction Survey, Emory Univ. Satisfaction survey, and other Emory Univ. Satisfaction survey, and other resources as tools to help focus discussionsresources as tools to help focus discussions

A FEW IMPORTANT POLICIESA FEW IMPORTANT POLICIES

Websites for faculty policies:Websites for faculty policies:Emory University, Provost’s siteEmory University, Provost’s site – Faculty – Faculty Handbook, The Gray Book, BylawsHandbook, The Gray Book, BylawsEmory University, Provost’s site, Research Emory University, Provost’s site, Research AdministrationAdministration – IP Policy, Research Conduct – IP Policy, Research Conduct Policy, IRB and IACUC policies, NIH policies, Policy, IRB and IACUC policies, NIH policies, CAS, Effort Reporting, etc.CAS, Effort Reporting, etc.School of Medicine, Faculty Affairs siteSchool of Medicine, Faculty Affairs site – A&P – A&P Guidelines, Faculty Development Policy, Conflict Guidelines, Faculty Development Policy, Conflict of Interest Policy, many othersof Interest Policy, many othersSchool of Medicine, Research OfficeSchool of Medicine, Research Office site siteHuman Resources, Policy ManualHuman Resources, Policy Manual (faculty and (faculty and staff)staff)

REQUIREMENTS OF THE FACULTY REQUIREMENTS OF THE FACULTY DEVELOPMENT POLICYDEVELOPMENT POLICY

Periodic development review for each FT faculty Periodic development review for each FT faculty membermember

Review summary and development plan – Review summary and development plan – cosigned by Chair and faculty membercosigned by Chair and faculty member– Faculty member’s self-assessmentFaculty member’s self-assessment– Chair’s summary and development planChair’s summary and development plan

Departmental guidelinesDepartmental guidelines– Specific criteria for reviewSpecific criteria for review– Mechanism for mentoringMechanism for mentoring

Report to the Dean of faculty due for review and Report to the Dean of faculty due for review and reviewed; copies of reviewsreviewed; copies of reviews

PURPOSE OFPURPOSE OFDEVELOPMENT POLICYDEVELOPMENT POLICY

Gives faculty member feedbackGives faculty member feedback

Provides expectations and a plan for Provides expectations and a plan for accomplishing them; career counselingaccomplishing them; career counseling

Recognizes accomplishmentsRecognizes accomplishments

Provides information to Chair about faculty Provides information to Chair about faculty member and opportunity to help faculty member and opportunity to help faculty membermember

Provides documentation for compensation, Provides documentation for compensation, reappointment, duty assignments, space reappointment, duty assignments, space assignments, remediationassignments, remediation

SOM Policies on Commitment, SOM Policies on Commitment, Private ConsultingPrivate Consulting . . . . . .

100% of professional effort belongs to the School, 100% of professional effort belongs to the School, University, and Emory medical practice plansUniversity, and Emory medical practice plans– No “practice of medicine” outside of EmoryNo “practice of medicine” outside of Emory– No employment outside of Emory without authorizationNo employment outside of Emory without authorization

Private consulting up to 20% of professional effort with Private consulting up to 20% of professional effort with the the prior approvalprior approval of the Chair, Dean, and, if necessary, of the Chair, Dean, and, if necessary, Conflict of Interest Committee – not an entitlementConflict of Interest Committee – not an entitlementMust benefit individual academic career and Emory Must benefit individual academic career and Emory (Speakers Bureaus????)(Speakers Bureaus????)Prior approval of all consulting agreements by Chair and Prior approval of all consulting agreements by Chair and Dean’s OfficeDean’s Office (no monetary limit) (no monetary limit)Annual disclosures – or moreAnnual disclosures – or more

Emory Guidelines for the Emory Guidelines for the Responsible Conduct of Scholarship Responsible Conduct of Scholarship

and Researchand Research

Standard for the conduct of scholarship and Standard for the conduct of scholarship and research at Emoryresearch at EmoryUniversity obligation to protect and foster University obligation to protect and foster academic freedom and intellectual integrityacademic freedom and intellectual integrityUniversity accountability to outside funding University accountability to outside funding sources and the public for the supportsources and the public for the supportFaculty responsibility for accuracy, integrity, Faculty responsibility for accuracy, integrity, and validity of work – and that of junior and validity of work – and that of junior colleagues and traineescolleagues and traineesFaculty responsibility for complianceFaculty responsibility for compliance

Guidelines . . . ResponsibleGuidelines . . . ResponsibleConduct of Research . . . (cont.)Conduct of Research . . . (cont.)

Authority and responsibility for Authority and responsibility for research activitiesresearch activities

Quality of researchQuality of research

Authorship on publicationsAuthorship on publications

Supervision of studentsSupervision of students

Education of trainees in research Education of trainees in research ethics, integrity, and complianceethics, integrity, and compliance

Social Responsibility of the ScholarSocial Responsibility of the Scholar

Emory Intellectual Property PolicyEmory Intellectual Property Policy

What is it?What is it?– Scholarly writings (e.g., papers, books)Scholarly writings (e.g., papers, books)– Data in any form (e.g., notebooks, computer records, Data in any form (e.g., notebooks, computer records,

biological materials)biological materials)– Technology (e.g., assays, tests, software, devices, drugs Technology (e.g., assays, tests, software, devices, drugs

and compounds, vaccines, cell lines, DNA sequences, and compounds, vaccines, cell lines, DNA sequences, genetically engineered animals)genetically engineered animals)

– Emory name, trademarks, logos, service marksEmory name, trademarks, logos, service marks

Emory owns itEmory owns itEmory releases or assigns ownership of someEmory releases or assigns ownership of someEmory patents and tries to license someEmory patents and tries to license someEmory provides a generous share of proceeds to Emory provides a generous share of proceeds to faculty inventorsfaculty inventorsFaculty have an obligation of disclosure of royalty Faculty have an obligation of disclosure of royalty arrangementarrangement

1° INTEREST/DUTY• Research integrity• Patient welfare• Education

JUDGEMENT

2° INTEREST• Financial gain• Recognition

POTENTIAL FOR UNDUE INFLUENCE,

ACTUAL OR PERCEIVED

FACULTY INTERESTS AND DUTIESFACULTY INTERESTS AND DUTIES

OUTCOME

Conflict of InterestConflict of InterestUniversity/School PoliciesUniversity/School Policies

Univ. Bylaws, Article IX (generic)Univ. Bylaws, Article IX (generic)Conflict of Interest in Research COIConflict of Interest in Research COIUniv. Policy on Univ. Policy on Conflict of Interest with Respect to Conflict of Interest with Respect to VendorsVendors (very broad) (very broad)Univ. Policy on Consulting, Univ. Policy on Consulting, Teaching, and Other Teaching, and Other Services Outside the UniversityServices Outside the University (No faculty appts and (No faculty appts and no teaching elsewhere w/o authorizationno teaching elsewhere w/o authorizationSchool of Medicine Policies on School of Medicine Policies on Commitment, Private Commitment, Private ConsultingConsulting, and Other Extraordinary Contributions, and Other Extraordinary ContributionsUniv. Guidelines for the Univ. Guidelines for the Responsible Conduct of Responsible Conduct of Scholarship and Research Scholarship and Research (conflict of interest with (conflict of interest with students)students)Univ. Policy on Univ. Policy on NepotismNepotism

WHAT ARE THE GOALS?WHAT ARE THE GOALS?

To protect the integrity of data against To protect the integrity of data against bias, and thereby the reputation of the bias, and thereby the reputation of the institution and the individual faculty institution and the individual faculty membermemberTo protect the safety of human subjects To protect the safety of human subjects in researchin researchTo carry out the missions of the To carry out the missions of the institution in accordance with the institution in accordance with the highest ethical standardshighest ethical standards

What is an Investigator Conflict of What is an Investigator Conflict of Interest in Research? (1)Interest in Research? (1)

Having significant financial interests in an Having significant financial interests in an external company that funds the external company that funds the investigator’s researchinvestigator’s research– When data would be affected or appear to be When data would be affected or appear to be

affected if manipulated to the financial benefit of affected if manipulated to the financial benefit of the investigatorthe investigator

– Examples: Consulting agreement, lecture fees, Examples: Consulting agreement, lecture fees, grants, equipment, salary, equity, royalties, grants, equipment, salary, equity, royalties, license feeslicense fees

What is an Investigator Conflict of What is an Investigator Conflict of Interest in Research? (2)Interest in Research? (2)

Serving on the Board of Directors, as Serving on the Board of Directors, as Chair of the Scientific Advisory Board, Chair of the Scientific Advisory Board, or as an officer of the company that or as an officer of the company that sponsors the investigator’s research or sponsors the investigator’s research or provides gift funds for the use of the provides gift funds for the use of the investigator in his/her departmentinvestigator in his/her department– Fiduciary duty issuesFiduciary duty issues

Investigator Conflicts That Are Not Investigator Conflicts That Are Not Permitted (2)Permitted (2)

Purchasing equipment/materials used in research from Purchasing equipment/materials used in research from a private firm in which the investigator has a significant a private firm in which the investigator has a significant financial interest or other direct relationship financial interest or other direct relationship (consultant, close personal ties)(consultant, close personal ties)

Using SOM facilities/resources by an entity when the Using SOM facilities/resources by an entity when the investigator is a consultant or has equity ownershipinvestigator is a consultant or has equity ownership

Using students/trainees on research projects directed Using students/trainees on research projects directed by a conflicted investigator in a way that restrictsby a conflicted investigator in a way that restricts– Freedom to discuss findingsFreedom to discuss findings– Seeking training and advice from othersSeeking training and advice from others– Conducting job searches freelyConducting job searches freely– Publishing freely (confidentiality agreements)Publishing freely (confidentiality agreements)

Univ. Conflict of InterestUniv. Conflict of Interestin Research Policy – Why Should We in Research Policy – Why Should We

Care?Care?

(Policies and Procedures for Faculty Members Involved (Policies and Procedures for Faculty Members Involved in Sponsored Research and Technology Transfer)in Sponsored Research and Technology Transfer)Keeping the public trustKeeping the public trustProtecting the integrity of dataProtecting the integrity of dataProtecting human subjects in researchProtecting human subjects in researchMaintaining the credibility of the institutionMaintaining the credibility of the institutionMaintaining the reputation and integrity of the Maintaining the reputation and integrity of the investigatorinvestigator

Dean’s new initiative on Professionalism and Conflict Dean’s new initiative on Professionalism and Conflict of Interest in Education, Clinical Practice, Research, of Interest in Education, Clinical Practice, Research, and Administrationand Administration

Academic Misconduct PolicyAcademic Misconduct Policy

Covers plagiarism, research fraud, IRB Covers plagiarism, research fraud, IRB violations, conflict of interest violations, conflict of interest violations, policy violationsviolations, policy violationsProvides for an inquiry by peers to Provides for an inquiry by peers to determine whether the evidence determine whether the evidence justifies a formal hearingjustifies a formal hearingProvides for a formal hearing by peers Provides for a formal hearing by peers when justified by evidencewhen justified by evidenceProvides for recommendations on Provides for recommendations on disciplinary actions up to terminationdisciplinary actions up to termination

Faculty Grievance ProcedureFaculty Grievance Procedure

Allows a faculty member to provide a Allows a faculty member to provide a written statement to the Dean, written statement to the Dean, requesting resolutionrequesting resolution

Dean may resolve or refer to the Dean may resolve or refer to the Faculty Relations CommitteeFaculty Relations Committee– Conducts investigation, hearingConducts investigation, hearing– Recommends course of action to the Recommends course of action to the

Dean; advisory onlyDean; advisory only

Emory Statement of Principles Emory Statement of Principles Governing Faculty RelationshipsGoverning Faculty Relationships

“The Gray Book”“The Gray Book”

Defines limited and continuous (tenured) Defines limited and continuous (tenured) appointmentsappointmentsDefines faculty ranks (Associate, Sr. Defines faculty ranks (Associate, Sr. Associate, Instructor, Asst Professor, Assoc Associate, Instructor, Asst Professor, Assoc Professor, Professor)Professor, Professor)Defines tracks – clinical, research, tenureDefines tracks – clinical, research, tenureProvides also for part-time, visiting, Provides also for part-time, visiting, temporary, and volunteer facultytemporary, and volunteer facultyDefines tenure clock – 9 years for SOM, 7 Defines tenure clock – 9 years for SOM, 7 years for all othersyears for all others

Statement of Principles (cont.)Statement of Principles (cont.)

Provides the terms for retirementProvides the terms for retirementProvides the terms for sabbaticalsProvides the terms for sabbaticalsGives the procedure for appealing Gives the procedure for appealing problems to the Faculty Hearing problems to the Faculty Hearing CommitteeCommitteeDefines the reasons for which a Defines the reasons for which a tenured faculty may be dismissed and tenured faculty may be dismissed and the proceduresthe proceduresProvides for notice to faculty when Provides for notice to faculty when termination is anticipatedtermination is anticipated

YOUR SUGGESTIONSYOUR SUGGESTIONS

AND FEEDBACKAND FEEDBACK

ARE WELCOMEARE WELCOME