00:00
and it's really nice to have folks
00:02
receptive to the option of doing these
00:04
virtually I'm going to present the
00:07
session today on on preparing for an
00:09
interview so I'll start by sharing my
00:11
screen and we'll do some housekeeping
00:13
Wow
00:15
to get us started great so this session
00:29
is typically led by a couple of our
00:32
department chairs and this year we just
00:34
found ourselves with with folks pretty
00:37
stretched and so I'm going to lead it
00:40
today but I am gonna rely a lot on the
00:42
input that the chairs have provided in
00:44
the past and I want to particularly
00:46
thank dr. Rosner dr. Kipnis dr. Goodkin
00:49
and just a number of our chairs over the
00:52
years been willing to do this session
00:53
with folks I just a little bit of
00:57
housekeeping we're asking folks to stay
00:59
muted to limit background noise but if
01:02
you have questions if you can locate the
01:04
chat icon on the bottom of your screen
01:06
that will be the way you you submit a
01:09
question to us so if you wanted to check
01:12
it out now when you move your mouse over
01:14
the bottom of the screen you should be
01:15
able to see it many of you all have
01:16
probably used it already
01:18
if the volume seems low check your own
01:20
systems volume and then sometimes we
01:23
have technical issues that are fixed by
01:25
people logging out and logging back in
01:27
and the whole session is being recorded
01:29
so a link to the recording will be
01:31
emailed soon along with all of these
01:33
slides you can expect to receive those
01:36
Ashley and Troy are going to be
01:37
interrupting me with your questions I'll
01:39
try to pause from time two times and we
01:41
can address those so the importance of
01:46
the annual review so you can see on this
01:48
first slide that's relatively blank the
01:50
links at the bottom which are basically
01:52
the policies of the institution that
01:54
that require that we do annual reviews
01:56
and any of you have been employed in any
01:59
other profession no than a name review
02:01
is just part of the routine and in fact
02:03
many places there's more than one end
02:06
weren't you
02:06
it would not say that the university
02:08
that the university has a whole school
02:11
reticent has been great about
02:12
but we've really put some work into it
02:14
in the past several years and now we ask
02:17
your supervisor so either Univision
02:19
header chair to submit an annual review
02:22
after it's completed each year and we do
02:24
while we don't read those we pay
02:26
attention to to whether they're all
02:28
submitted so I think the School of
02:29
Medicine actually is in a new place in
02:31
terms of compliance it's really
02:33
important to make sure that that
02:36
everybody is on the same page in terms
02:38
of meeting position expectations but
02:40
it's really important for the faculty is
02:42
that it's a critical tool for your
02:44
professional advancement and another
02:46
piece of that is making sure you talk
02:48
about advancement at the annual review
02:50
it also provides indication for
02:53
self-evaluation so in the process of
02:55
getting ready for it
02:56
you need to take the time and think
02:57
about what your past year or years have
02:59
been like and what the future it looks
03:01
like and finally it's a great
03:03
opportunity for you and the chit and
03:05
your chair to talk about the good work
03:08
you've done although as I'll say later
03:10
don't wait until the end or you to
03:12
broadcast what you've done well the
03:14
chair needs to heal that hear that as
03:16
it's happening in terms of looking
03:19
forward so we've talked about looking
03:21
back but in terms of looking forward the
03:23
annual review is also a great time to
03:24
find new ways to use your talents to
03:27
talk about what your expectations have
03:30
been and perhaps adjust things and as
03:32
your talents are further developed how
03:34
you can use them in different ways and
03:37
importantly it's a time to look for ways
03:39
to improve and develop you know if there
03:42
are areas where folks have not met
03:44
expectations how do we help them move
03:46
forward how do we help them have a
03:48
developmental plan and then finally the
03:52
interview itself is really the
03:54
foundation for rewards and recognition
03:56
you know it's a time to talk about being
03:59
nominated for procedures
04:02
or it's critical that with that a good
04:05
and review is done that talks about
04:06
promotion every year and really been set
04:08
you up for a promotion packet to make
04:10
sure you don't come upon upon promotion
04:12
and you feel feel prepared because you
04:14
haven't been doing work all along and
04:16
the provost asked that we when we were
04:18
doing our merit increase cycle that we
04:19
have documented men or the folks who we
04:22
would give who how would we treat people
04:25
in the merit increase cycle and the
04:27
reviews of foundation to that it is
04:30
largely a formative process that that
04:33
allows you to set goals for future years
04:37
as well as assessing your performance
04:38
than three mission and as I've alluded
04:41
to in the past slide it's an opportunity
04:43
to provide guidance recognize
04:45
achievement and then to look at
04:46
challenges that may have kept folks from
04:50
reaching the performance goals they had
04:52
in mind and help you think about how you
04:54
get around those now a few policy
04:58
related questions
04:59
it must be face to face so if you have
05:02
those of you past evaluations have
05:04
always done those virtually so a piece
05:08
of paper gets sent back and forth and
05:11
you work on that it really does need to
05:12
be a face-to-face meeting with a
05:13
supervisor and the faculty member of
05:15
course it you know over the coming
05:17
months are going to be doing all of
05:18
these in this format in a virtual format
05:20
but but you having some place where you
05:23
can have that verbal and nonverbal
05:25
communication or written and verbal
05:27
communications is important it's not
05:30
just about numbers so particularly for
05:32
clinicians or it can boil down to
05:35
productivity for researchers it can boil
05:38
down to the number of papers published
05:39
but it really goes beyond just you
05:42
know how many boxes have you checked in
05:43
how much you know what are the numbers
05:45
for the past year it needs to be
05:47
forward-thinking
05:48
discussion of goals discussion of
05:50
accomplishments and importantly
05:52
performance relative to expectations as
05:55
I already said but I'll unless you were
05:59
a full professor your progress towards
06:01
advancement should be discussed with you
06:04
every year so that we're making sure
06:06
that the person who's your supervisor is
06:08
always having that conversation with you
06:11
are you ready what does it take to be
06:13
ready and really encourage
06:15
all of us to seek advancement to the
06:17
rank of Professor and then for for
06:21
places where performance isn't meeting
06:23
expectations that should be documented
06:25
sometimes performance doesn't mean
06:27
expectations because your job has
06:28
changed and that should be documented as
06:31
well so it's you're not seen as being
06:33
deficient in some way but if performance
06:35
isn't meeting expectations if you had
06:37
specific goals around say clinical hours
06:39
you're going to participate in number of
06:42
students who teach any of those things
06:44
and those aren't met that should be
06:46
documented and a performance improvement
06:48
plan should be put in place to say how
06:50
do we can begin moving you in the
06:52
direction of that performance and if you
06:56
have a performance improvement plan it's
06:58
important to follow up quarterly with
07:00
your supervisor to say how am i doing am
07:02
i moving in the direction that that I'm
07:05
expecting to be moving so I meet the
07:07
expectations of my position so I'm going
07:11
to pause and ask Ashley and Troy if
07:13
there are questions that I can answer at
07:15
this point I see one chat so I just see
07:20
try said feel free to submit questions
07:21
but no questions does anybody want to
07:23
raise a hand you can also do that but if
07:26
they want to chip in you can unmute
07:29
yourself with your question you'd like
07:30
to ask at this point I just wanted to
07:40
let you know your audio is getting a bit
07:43
garbled from time to time just just so
07:45
that you're aware thank you that's
07:48
helpful maybe I'll so you happy
07:52
no I just think it's the audio
07:55
connection usually I'm not sure if
07:57
you've called in using a landline that
07:58
works much better using that okay option
08:01
well let me pause and do that I'm gonna
08:05
have to look to see how to do that yeah
08:11
so if you just go if you just click by
08:19
the fullen thing on the bottom on the
08:21
bottom left but what I'm going to do is
08:26
add my slide show to do that
08:29
then you have like the video and then
08:33
you sing the whole thing and it's all
08:40
there welcome to Zoo enter your fiddle
09:05
enter your participant you are in the
09:11
meeting now there are more than 20
09:14
participants in the meeting this meeting
09:16
is being recorded for the quarters
09:18
forest forest is Turner yeah there you
09:22
go
09:24
that wood he had to turn your volume up
09:29
on your phone all the way up yeah you
09:48
have to unmute yourself
09:54
got it I had muted my phone I thought
09:56
I'd muted my computer alright sound good
10:00
yeah much better than Ernst alright let
10:05
me share again
10:32
are you all seeing my screen yes we can
10:36
see your screen okay perfect all right I
10:39
know it's on slide six great thanks for
10:48
that help okay
10:50
so we've sort of talked about the
10:52
background around and your views let's
10:54
talk about how we actually do the
10:57
process here at UVA and what tools are
10:59
available to help you
11:01
we have cousins we used to have a
11:03
generic annual review form that could be
11:05
used for any track but over the past
11:07
couple of years we've customized these
11:09
tools so that they apply to each faculty
11:12
attract so the first thing is to know
11:13
what faculty track you are on and then
11:16
you go to the link that you see at the
11:17
bottom of this page that says the any
11:20
review process informed and go to the
11:22
forum for your track now one thing I
11:24
want to say is that these are forms that
11:26
you can use but you're not required to
11:30
use them so your department may have
11:32
adapted the form to some degree which is
11:34
absolutely fine but just know that the
11:36
components that are important to be
11:37
discussed in your department are all
11:40
found in this form and they all include
11:43
you know talking about the work in the
11:45
mission area that are appropriate for
11:47
your faculty track they ask about
11:49
progress towards prior your goals they
11:53
discuss adherence to aspire values and
11:55
contributions and services these are two
11:57
things that are really important that
11:59
you pay attention to these because at
12:03
the time of promotion your supervisor
12:05
you're nominating leaders so beauty the
12:08
chair will be asked to attest that you
12:10
have our compliant with the aspire
12:12
values so it's important that you that
12:14
you have that conversation with the
12:16
chair just to add or your supervisor to
12:18
say are there any concerns or are there
12:21
any areas I need to work on because if a
12:24
supervisor is not able to attest your
12:26
adherence to the Aspire values then your
12:28
promotion and tenure packet is
12:30
considered incomplete that's a rare
12:32
occurrence but I think it's important to
12:34
know that that something is looked at in
12:36
your packet in addition there's also
12:39
there should be a discussion of your
12:41
contributions and service
12:43
that's both institutional service and
12:45
service to your profession that is
12:48
something required by the Provost that
12:50
all faculty members in all the schools
12:53
contribute in service both
12:55
institutionally and professionally in
12:57
their professional organizations so
12:59
that's something again to bring up every
13:01
year to say what are you doing to have
13:03
your supervisor
13:04
whether it's your division chief or your
13:06
chair to help you think about ways in
13:09
which you are contributing in service or
13:11
could be and that may be an opportunity
13:13
for that chair or supervisor or division
13:16
head to provide you with opportunities
13:17
to connect you with places where your
13:20
skills would be particularly useful to
13:22
your profession so keep those two things
13:24
with aspire values and service and fine
13:29
because those are newer in our annual
13:31
review and you may have to drive that
13:33
discussion to quite it's quite a quite a
13:35
degree to make sure it's included so
13:38
yeah so we have a question actually
13:40
about the aspire values what are
13:43
concrete ways we can demonstrate that we
13:46
are adherent to aspire values so I'm
13:49
going to refer you to the school of
13:51
medicine policies because there is a
13:53
code of conduct in the School of
13:55
Medicine policies you can find the link
13:57
to that on the preventive on the faculty
14:00
development pages and throw we can send
14:02
those out when we send the slides but it
14:04
text tells about each of the values
14:06
accountability stewardship
14:07
professionalism integrity respect and
14:10
excellence so you'll see all of those
14:11
you'll see some descriptors and some
14:15
concrete examples there but please if
14:17
you have other questions why don't you
14:19
want you talk to me directly I'm happy
14:21
to talk more about it I think by and
14:23
large people are adherent to it but I
14:25
think it's good to get the feedback if
14:27
there are any concerns about you know
14:30
your compliance and then one other
14:34
question about service here what does
14:37
service exactly mean contributions and
14:40
service yes
14:41
so contributions and service really
14:43
means you know in your department beyond
14:46
your work with each of the mission areas
14:48
how are the ways that you help with the
14:51
functioning of your department so what
14:55
committees might you serve on
14:57
you know are you doing advising of
15:00
students but what are the pieces that
15:02
are all the work the infrastructure of
15:05
the department that you're contributing
15:06
to so that you're serving is a good
15:09
citizen of the department so that's the
15:11
internal things and there may be
15:12
divisions committees or division work
15:15
there may be department work there may
15:17
be service line work there may be
15:19
medical center work there may be things
15:22
in the School of Medicine as a whole and
15:24
then in your professional organizations
15:26
I mean in for promotion a full professor
15:29
a national and end as appropriate and
15:33
international reputation is expected and
15:35
so in order to develop that reputation
15:38
you really have to engage with your
15:39
colleagues in your profession and that
15:42
is frequently obtained by being involved
15:46
in your national organizations and those
15:48
national organizations have interest
15:50
groups they have they have a variety of
15:54
ways in which faculty members can
15:56
contribute to their work and so it
15:58
really is engaging with your your
16:01
regional and national peers supporting
16:04
the work of your profession and again
16:06
there are many many ways to do that
16:08
regardless of whether your mission your
16:10
primary mission of focus is clinical
16:13
education or or research and that's the
16:17
kind of thing you should discuss with
16:19
your chair all of your chairs are
16:21
involved professionally at a national
16:23
and international level so getting some
16:26
information from your chair a division
16:28
ahead about how she or he built their
16:31
national reputation and how they're
16:32
serving nationally it is a good way to
16:35
think about how you develop that part of
16:38
your of your portfolio and then is there
16:43
an exact contribution that's expected
16:46
from service from assistant to assistant
16:48
promotion so service to a professional
16:51
organization yes there there isn't there
16:55
are a million ways to meet that and I
16:57
think so though I think what I usually
16:59
advise people is to think about what are
17:01
you passionate about so for example if
17:04
you're passionate about medical student
17:07
education could you be involved with
17:10
you know with the students throughout
17:12
the directory in medical school from pre
17:14
clerkship to clerkship to electives
17:17
you know are there committees that that
17:18
look at the work in all those areas and
17:21
how could you contribute to those either
17:23
I'd say curriculum community member or a
17:25
special task force member so that's a
17:28
way you could institutionally contribute
17:30
to education and then nationally most of
17:33
our professional organizations have if
17:36
not a separate organization a subset of
17:39
our professional organization that's
17:40
particularly focused on education and so
17:43
you don't family medicine the Society
17:45
teaches a family medicine there are
17:47
there's ways to participate in those
17:49
meetings to contribute through
17:50
presentations to join a task force a a
17:53
task force on but teaching simulation
17:56
that that would be a committee you could
17:58
serve on and the nice thing about those
18:00
national committees is most of the work
18:02
is done virtually so you don't have to
18:05
spend significant time away from home to
18:07
do those things but you really can be
18:09
engaged and contribute and learn a lot
18:11
and that's the other piece of it this
18:13
isn't just service to the to the
18:15
organization this is really something
18:17
for your professional development
18:19
what I found is those networks that I
18:21
connect with nationally really
18:23
influenced a lot what we do here so
18:26
example there's a listserv going around
18:28
right now on one of my national
18:30
organization that's looking at pnt and
18:32
how do we streamline getting referee
18:34
information this year because it's going
18:36
to be very people are going to be really
18:38
busy this year and more taxed and it may
18:40
be harder for us to get the letters of
18:42
recommendation that we need for
18:44
promotion tenure so this particular
18:46
listserv question and information that's
18:49
going around my colleagues says to be
18:51
developed in a forum should that become
18:53
a standard if we all adopt it protect
18:55
perhaps it will be the standard for this
18:57
year so that's that really helps me
18:59
think about how I do that work for for
19:02
our call for my colleagues here at UVA
19:04
so those are the type of things I'm
19:07
thinking about and that I've done that
19:11
are really helpful
19:15
anything else for now
19:18
alright thanks alright so I'm going to
19:22
move on this is just one of the forms
19:24
it's easy this is the form for the
19:26
clinical faculty track they all start
19:28
pretty much this way they ask you to
19:29
spell out your name and your department
19:31
and your track and your years on your
19:33
track and you know if you don't know
19:36
what track you're on if you look at look
19:38
up yourself and workday you'll see under
19:40
the academic tab you'll see your track I
19:44
bet most of you do but if you don't it
19:45
also has your hire date it will have
19:47
your years and rank so if you can't
19:49
remember I'm sure most again most of you
19:51
remember that stuff but that that kind
19:54
of information wasn't easily available
19:55
but it really is pretty accessible in
19:57
workday and so I would suggest you go
19:59
into workday look yourself up and look
20:01
at all the information there about you
20:03
and workday so you can make sure it's
20:04
correct but these forms of what we would
20:07
love at some point to have them
20:09
available as an online fill in form
20:12
right now they're really a word document
20:15
that you can edit as you wish but I
20:17
think there is one for every track and
20:19
we'd love your thoughts on how to
20:20
improve them as you work with them all
20:24
right so let's talk a little bit about
20:25
best practices as you get ready for your
20:28
annual review so I really would say
20:31
would suggest that you put a put aside
20:33
some time to really prepare for the end
20:35
review so that you are thoughtfully
20:38
going into it and considering what you
20:42
want to have at the end of it what you
20:44
want to accomplish so the first thing I
20:46
do is say you know get the form and
20:50
complete the form in the form asked for
20:52
some documentation make sure this is a
20:54
good time to update your CV and then
20:56
you're going to probably cut and paste
20:58
things from your CV onto the form so
21:00
it's all in one place for your for your
21:04
your supervisor to review then you're
21:08
going to want to make sure that you
21:09
whoever you're going to meet with has
21:11
those materials in advance so I would
21:13
suggest that when you have a date for
21:15
your end review set you get in touch for
21:18
the person you'll be meeting with and
21:19
say how far advance of our meeting would
21:21
you like my form and my CV so I so in
21:26
some cases the reviewer will say
21:29
oh you can just bring them to the
21:30
meeting you'd ideally not want that to
21:32
happen I'd still send it ahead of time
21:34
and I send it probably a couple of days
21:36
ahead of time but but you'd like but
21:39
you'd like your reviewer to look at the
21:41
materials in advance so that both you
21:44
and that person have thought about
21:47
what's on that form and thought about
21:48
what you want to what you want to talk
21:50
about it and that person is beginning to
21:52
think about what kind of feedback
21:55
they're going to give you you also
21:57
should think for yourself what do I want
21:59
to have come out of this meeting so
22:00
what's my agenda what are my goals for
22:02
the meeting and again that's the that's
22:04
another thing I would send to your
22:06
supervisor ahead of time you know how
22:08
far ahead would you like to have my form
22:10
and my CV and then saying I'm going to
22:14
think a little bit about the things I'd
22:16
like to talk about in the meeting about
22:17
the goals are there any things you want
22:19
me to be thinking about so it's really
22:21
our setting this meeting up to have some
22:23
real meat and some thought ahead of it
22:26
you also should come with your list of
22:29
questions as there are things that you
22:31
don't understand for example the
22:32
question about what is contributions and
22:34
service you might say I know I'm
22:36
expected to contribute in service and
22:38
that's going to be expected before my my
22:41
next promotion can you tell me a little
22:43
bit about opportunities here's what I'm
22:45
already doing what other opportunities
22:46
are there so coming up with your list of
22:49
questions that you may send ahead of
22:51
time as well but I think giving your
22:53
reviewer as much information ahead of
22:54
time and thoughtfully preparing that
22:56
information it is an important way to
22:59
have a successful annual review and then
23:03
when you have that in review be sure to
23:06
talk about your accomplishments and as I
23:08
said earlier don't wait until the end
23:10
review to tell your chair or your
23:12
division director what you've
23:13
accomplished paper accepted abstract
23:16
accepted workshop accepted you know one
23:19
of your students receives an award a
23:22
really great outcome related to a
23:24
patient some funding all of those things
23:27
let your chair know as soon as you know
23:30
because that is a feather in that in his
23:32
or her cap as well as in your own and so
23:34
you don't want them to be surprised
23:36
sharing it somewhere else and you don't
23:39
want them to find up nine months after
23:41
it happens so all
23:42
these accomplishments of yours are
23:44
really accomplishments of your chair so
23:46
put them on on your form but don't
23:49
surprise your supervisor with them they
23:51
should I've already known then another
23:54
really important thing is to look at
23:57
your most recent job description so
23:59
maybe it's your annual review from last
24:01
year maybe it's your just your your job
24:04
offer but look at that and look at how
24:07
your effort was described in that offer
24:10
letter and say is that really what I'm
24:12
doing and if it doesn't accurately
24:14
reflect how you're spending your time
24:16
you need to do one of two things you
24:19
need to there negotiate with your
24:20
supervisor how do I get my time aligned
24:23
more accurately or you need to say we
24:26
probably need to do an updated job
24:28
description and you want to get that on
24:30
paper you want to letter at the end of
24:32
that in review that says we discussed
24:34
your effort allocation you're supposedly
24:36
you know 60% clinical and 40% education
24:40
but you're really 80/20 because all
24:43
those are important first of all to make
24:45
sure you're rewarded for your
24:46
accomplishments so if you're 40
24:48
supposedly 40% education but only doing
24:50
20 but then there may be expectation for
24:54
that time that you can't meet but you
24:55
also want to make sure when you do apply
24:58
for promotion that when the promotion
25:00
and tenure committee looks at what
25:01
you're supposed to be doing it
25:04
accurately reflects what you're actually
25:06
doing so getting that update in a job
25:08
description is important sometimes
25:10
people let that drift from their hire
25:12
date until they apply for associate
25:14
professor so it's been five years that
25:16
you're really not doing what you're what
25:18
was in your offer letter and it's hard
25:20
to to document how things change if
25:23
you're not looking at that new by year
25:26
so as I said if there's a mismatch
25:27
between effort and outcomes associated
25:31
with that effort also expected
25:32
discussion of reallocation of effort so
25:36
if you've been given 80% I'm protected
25:40
to write a book and I know this is not
25:42
something we do in our school so that's
25:43
why I'm using this but if you being in
25:44
80 percent time protected to write a
25:46
book and there is no book then you're
25:48
probably going to have your effort shift
25:50
so I think being mindful of that if the
25:52
time that you were given to do some work
25:54
didn't pan out
25:56
an outcome that was associated with it
25:57
may be given a performance improvement
26:00
plan or you may have a reallocation of
26:02
effort and then finally that in in the
26:06
manual review it's a great time to talk
26:08
about things you want to do next and I
26:12
think it doesn't mean you'll next
26:14
necessarily make that change that year
26:17
but for example if you're in a clinical
26:21
department and want to become a program
26:23
director for the residency program or
26:26
fellowship director you might put that
26:27
out and expect and talk about how do I
26:30
move along that path so that in two to
26:32
three years I can be in natural so maybe
26:35
I'm an associate program director for a
26:37
couple of years but really talking about
26:39
this is where I'd like to see myself go
26:41
putting it out with your supervisor and
26:43
if the supervisor agrees that the past
26:45
they'd like to help you take begin the
26:47
formative process of getting you from
26:49
where you are now to that but really
26:51
thinking about what do you want to do
26:53
next and thinking about how do I begin
26:56
that journey to that new role which
26:58
often will take a couple of years but
27:00
put it out there it's really helpful
27:02
what a pause a second if there any
27:05
questions about that yes there are a few
27:10
questions that have come in is there's a
27:12
CV template and there's one for PT is
27:16
there one specific to the annual review
27:18
there is not one specific to the and
27:21
review the double AMC so Ashley and Tori
27:25
will make notes about things to send out
27:26
the double AMC does have a cv template
27:28
which is not the one for PT it's a
27:32
little more streamlined so we can send a
27:34
link to that if you'd like to see that
27:36
template as well okay a comment that
27:41
says we often get verbal feedback from
27:43
patients how do we get that in writing
27:45
ie a format they can go up to our
27:47
supervisor that's a great question
27:51
because of course you want to capture
27:53
that I I think one of the things you can
27:58
say to the patient is oh you know thanks
28:01
so much for giving that verbal verbally
28:03
you will get an opportunity to provide
28:06
feedback on our visit
28:07
today because we do get patient
28:10
satisfaction surveys are sent out and
28:12
you could say you know it would be
28:15
really meaningful to me if you feel that
28:17
that survey and specifically made those
28:19
sake same comments on the survey so I
28:22
think that's the way the data can get to
28:23
you and then can be accessible for
28:25
things like PT another comment here in
28:31
question when one is updating the
28:33
allocation of effort at what level does
28:35
it become formal at the end of the
28:37
annual review on the form or an updated
28:39
job description so ideally you complete
28:43
the annual review the chair signs off
28:46
for the supervisor you sign off and I
28:49
with that point say you know that's the
28:51
point of what you should get an updated
28:54
job description usually we think of our
28:56
academic year is July I want to do 30th
28:59
so I would expect that it would change
29:00
them but sometimes things change
29:02
mid-year in fact you may get an updated
29:04
job description that happens middles a
29:06
year because you know something happened
29:09
you got moved into a different role and
29:11
so I I think I think whenever your job
29:14
significally changes I would ask for
29:16
your bet it'd be memorialized in a
29:18
written document right away and by right
29:21
away I mean within a few weeks taking on
29:24
a big shift in duties and not having it
29:26
documented has is a missed opportunity
29:30
in many ways so I think getting it on
29:34
paper but certainly if it's negotiated
29:36
at the end review I'd ask to have that
29:38
letter accompanying the final you your
29:41
your the final sign-off on it so I would
29:43
ask before you sign off on it that you
29:45
get that updated job description and
29:49
then just to clarify about the CV
29:51
there's no template that's required for
29:54
the annual review in terms of the CV but
29:55
the pnt has an expectation around the CV
30:00
format
30:00
yes that's exactly right and so many of
30:05
you I'm sure like me and that you see CV
30:08
some people all over the country all of
30:10
the time I think that doubling see
30:12
template is a nice one to use because it
30:14
is available as a national template but
30:16
I've seen some beautiful CDs that don't
30:19
follow that template exactly but I think
30:21
the nice
30:21
about the WMC template is it's very
30:23
complete it tells you what to put on the
30:26
CV and what not to put on the CV some of
30:28
those things but I think it's a really
30:30
good idea to get into a habit wherever
30:33
you are in your career right now of
30:34
making sure your CV is adhering to those
30:37
types of guidelines that you see on the
30:39
WMV site and then a couple more
30:42
questions that have come in how does the
30:44
P and T committee view program director
30:47
slash associate programs it seems
30:50
there's more emphasis on medical student
30:53
involvement and with residency or
30:55
fellowship actually that's not true at
30:58
all program director associate program
31:00
director are both really significant
31:02
contributions in education the important
31:04
thing about pnt though is for you then
31:06
for every part of your portfolio you
31:09
write a personal statement and when you
31:11
write that personal statement you talk
31:13
about your impact in that role so how is
31:16
how is serving in that role of program
31:18
director associate program director how
31:20
does that demonstrate excellence in
31:21
education but those are very significant
31:24
roles that the PMT committee but but
31:27
they don't just consider it as a line on
31:29
your CV you need to expound on what that
31:32
involves what you've done innovative
31:34
things outcomes associated with you in
31:36
that role because of course you can do
31:38
the role really well I'm sure everybody
31:40
on this call does but sometimes people
31:43
are are not doing the things are not
31:47
necessarily pushing the role and and and
31:51
taking advantage of that opportunity
31:52
really have an influence on the trainees
31:54
and then finally is is there a contact
31:57
that faculty need need to be able to
32:00
make sure that a patient actually gets
32:02
mails for me go Alice we should probably
32:06
look into that I am I I know every time
32:10
I see I'm seeing at UVA I got a survey
32:13
of Press Ganey survey but I'm not sure
32:15
if every patient gets every survey or
32:17
whether it's just a sampling so I think
32:19
we can look into that as one of our
32:21
homework from this call is to say do
32:23
they go to every one if they do not go
32:25
to every one how can you know who can
32:27
you submit a name to to make sure a
32:29
specific patient gets the survey so
32:31
thanks for asking that question we'll
32:32
look into it
32:34
alright I'll go on to the next slide so
32:37
we want to talk about some questions you
32:40
may ask yourself as you're preparing for
32:42
the in your review to really spur the
32:46
thoughts about what I want to ask for
32:47
next what I want to set is goals and so
32:49
the first one I always think is what do
32:51
you enjoy about your work you know we
32:54
talk a lot about burnout and there's
32:57
been quite a bit of literature about
32:59
burnout in academic medicine and in
33:02
healthcare in general and take channey
33:04
felt who used to be at Mayo and now at
33:06
Stanford has done probably the most work
33:08
on it nationally and and some of the
33:10
work that Tate and his group Lahti Derby
33:12
is another person is done it and lobby
33:14
was here not that long ago found is that
33:17
when you're when you could spend 20% of
33:21
your time doing work that you really
33:24
enjoy that's really protective of
33:26
burnout so I would think about your work
33:29
week and and think about you know if
33:31
your work week as some cases to it that
33:34
you do similar things on different days
33:35
what's your favorite work day or your
33:38
favorite half days and think about do I
33:40
you know what are the things I most love
33:42
to do do and do I get to do those things
33:44
as much as the equivalent of a full day
33:47
a week because that really helps you
33:49
think about you know what do you enjoy
33:52
and if you're not doing it 20% of their
33:54
time how might you do more of it you're
33:56
doing it 20% of your time and there ways
33:58
you can see doing it 40% of your time
34:00
how might you negotiate for that change
34:03
so I think really thinking about what
34:04
you enjoy is great and what's got in
34:10
trouble there I pushed a phone button
34:12
instead of my mouth I'm getting too
34:14
absorbed in this then how would you
34:16
describe your level of satisfaction so
34:18
you know are you happy here do you enjoy
34:21
your work I mean certainly work is
34:23
taxing but d in general find your work
34:26
stimulating the you just you know I love
34:29
to think and so it's really great to
34:30
have a job where you think all the time
34:32
I like to problem-solve as well so I
34:33
love a job that throws problems at me
34:36
over and over again but people like
34:38
different things that and are you
34:40
satisfied with what you get to do what
34:42
are the good and bad things about your
34:44
job which obviously trying to think how
34:46
do you build up the good and how do you
34:47
eliminate the bad
34:48
your own strengths and weaknesses you
34:51
know there was a time when I think we
34:52
really felt that we should have evaluate
34:54
everybody's strengths and opportunities
34:56
and try to make everybody strong and
34:59
everything I think that with the
35:02
literature looking at that finds it's
35:05
really impossible what we really need is
35:06
a diverse team that has that has all the
35:11
strengths that we really need among the
35:13
team members and so what are my
35:15
strengths when I'm on a team and how do
35:17
I find opportunities to really use those
35:19
strengths and contribute the good of my
35:21
team and my organization and what are my
35:23
weakness is that at least I can mitigate
35:25
or I can say I know some particular part
35:28
of me is a weakness and so let's not
35:30
take on roles where it's going to it's
35:32
going to put stress me out because I'm
35:33
asked to perform at a high level in an
35:36
area where I know I just innately do not
35:38
then thinking about how how do you think
35:42
you did in achieving your goals you set
35:44
for yourself last year and be really a
35:46
big objective as possible about those
35:48
when you think about these where in what
35:51
areas did you excel and what areas you
35:53
need to improve and then what are
35:55
challenges and obstacles you faced in
35:57
reaching those goals and certainly we're
35:59
all going to look at these several
36:00
months that we're going through with the
36:03
with it the distances we have from each
36:05
other and then disruptions in our work
36:07
you know what that's certainly going to
36:09
be a challenge and an obstacle but we're
36:11
all going to learn things during this
36:12
time that we wouldn't have known any
36:14
other way and so thinking about how to
36:17
use that information is important and
36:20
then finally thinking about what are
36:22
your goals for the coming year and then
36:24
how would you how will you describe your
36:28
progress in other words what are the
36:29
milestones as you think about meeting
36:31
those goals how are you going to are you
36:33
going to break them down to components
36:35
over the course of the year and then
36:38
some questions you might ask of your
36:40
supervisor and Mitch was really helpful
36:42
in giving us these questions you know he
36:45
he finds it really helpful for the
36:47
faculty member to ask what area should I
36:49
focus on to be a stronger candidate for
36:52
promotion or for leadership and do you
36:56
have advice about strengthening any part
36:58
of my portfolio so as the supervisor
37:00
looks at the work you're done what is
37:02
how can i balance it are there places
37:05
where it's unbalanced and where I'm
37:06
putting too much work and we all tend to
37:08
work in the areas where where it's easy
37:10
for us but you know where might I
37:12
rebalance things a little bit and focus
37:16
on some other areas and by prioritizing
37:18
my activities right and and how am I to
37:22
suggest i reprioritize to get get to
37:25
accomplish things that you expect of me
37:27
and then really that part about
37:30
reputation building your reputation am i
37:32
making progress towards building those
37:34
and if not how can i how can i make that
37:38
progress and then finally asking is
37:40
there somebody else I should be talking
37:42
to is there someone you think you should
37:44
be connected to either as a second
37:49
mentor or the team of mentors but really
37:51
how do I expand my horizons either
37:53
internally or externally to help me be
37:56
more successful i'ma stop there again
38:01
thank you a comment came in you might
38:05
want to respond to the faculty members
38:07
generally want to present their
38:08
strongest selves when being in that
38:10
being evaluated so there may be some
38:12
reluctance and hang-up struggles or
38:14
weaknesses in the setting of a formal
38:16
evaluation yeah I mean again this is a
38:21
formative process and so I think and
38:28
difference with your supervisor to say
38:30
here's where I need help I think I
38:34
wouldn't hesitate if you're if you're
38:36
concerned about how you will bring
38:39
things up in that in that setting there
38:43
are a couple things you could do ahead
38:44
of time to rehearse to some degree you
38:47
could have a trusted colleague or your
38:49
mentor you can sit with a trusted
38:50
colleague or your mentor and say you
38:52
know here's what I'm thinking about
38:54
here's something I want to bring up can
38:57
you help me think about a safe way to
39:00
talk about it a way that mine that I can
39:03
present that that that what's even
39:06
language I can use to talk about my not
39:09
necessary my weaknesses but my areas
39:11
where I really like to grow so as
39:12
opposed to saying you know I know I'm a
39:15
lousy presenter
39:16
and you know how the heck am i going to
39:18
get better saying you know I really see
39:21
that there are opportunities for me to
39:22
become a better presenter and you know
39:25
are there ways you think I could do that
39:27
how could you help me are there
39:28
professional development
39:30
are there low-risk things where I could
39:32
begin to practice so really thinking
39:34
about your weaknesses as presenting them
39:36
as areas of growth and if you feel
39:39
really concerned about something we have
39:41
a great faculty and employee assistance
39:43
program and the folks there will meet
39:45
with you I mean they'll do up to they'll
39:49
do five or six sessions to really coach
39:51
you through some of these things that
39:53
you're a bit concerned about bringing up
39:55
with your supervisor but really you can
39:57
get great benefit if you talk through
40:00
them during the annual view but see
40:02
would be a good at helping and listening
40:04
to you help you reframe your
40:06
presentation so that you really can go
40:08
in confidently and using language that's
40:11
going to present you as someone who's
40:13
seeking growth not somebody who's
40:15
worried about deficiencies and one of
40:20
the things I talked to folks all the
40:21
time about is in the promotion profile
40:23
people worry about submitting
40:26
evaluations from trainees that are not
40:30
so good so early in your career might my
40:33
teaching evaluations weren't very good
40:35
and I put a lot of work into it and they
40:37
got a lot better so should I just put in
40:40
a good one and my answer is absolutely
40:41
not if you are evil able to say I was
40:45
not so good at the beginning and I
40:47
worked with this coach and with the
40:49
teaching Resource Center and these
40:51
writings and and I got to this point
40:53
that is outstanding that someone put in
40:56
the work to develop professionally and
40:58
was able to improve so really
41:00
improvement is you know you know showing
41:04
that it's how far you've come is a great
41:07
thing to be able to demonstrate and
41:08
every aspect of your work all right
41:14
question just came in do you think some
41:17
elements could be best addressed in a
41:19
separate mentorship realm and left out
41:23
about the formal evaluation process
41:28
so I'm going to say I'm going to ask if
41:31
that the person submitting that question
41:33
might give us a little more detail and
41:34
I'll go ahead and go on and we'll come
41:36
back to it but but I think I'd love to
41:38
hear what what you're thinking of if
41:40
you're comfortable so that we can talk
41:42
about it a little more because I think
41:43
the answer is probably yes but in some
41:46
cases no so let me let that person take
41:48
it a minute unless you really this is
41:51
Kristin I submitted that there are some
41:58
faculty members who are quite reluctant
42:01
and intimidated by the hierarchy they
42:04
find themselves in in it my views that
42:08
some have real struggles bringing up
42:10
stuff like that but they think are
42:12
really important but they're just
42:14
mortified at bringing it up with their
42:17
boss the evaluation is pretty high
42:20
stakes in many ways and so it makes it
42:23
difficult for some no some are fine
42:26
don't bring up anything but as a
42:29
card-carrying introvert I thought I'd
42:31
speak for other introverts in posing
42:34
that kind of question it's just
42:35
something I thought about could it while
42:39
I agree that the sponsorship and
42:42
mentorship are all critically important
42:44
sometimes and mixing them in with a
42:45
formal high stakes evaluation can be
42:48
difficult so Chris I appreciate your
42:51
comment I have to say I'm a
42:53
card-carrying introvert as well and
42:55
talking this long totally exhaust me
42:58
except for I love this topic so but the
43:01
one thing I would say it as a counter to
43:03
that is the supervisor probably already
43:06
knows the areas where the person needs
43:09
to grow and so for you as a person
43:13
participating the annual review if
43:15
there's something you are afraid to
43:16
share with your supervisors they
43:19
probably know where there is area where
43:21
you need to grow and so I think
43:23
reframing that with the help of a mentor
43:26
or sponsor to say how do I put this out
43:28
in a way that acknowledges I'm at this
43:31
place and I'm hoping to grow to this
43:34
place
43:35
because what you're going to be asking
43:36
for is the resources to help you
43:40
accomplish that growth and so that's why
43:42
I think it's really important to be
43:44
talking to the person who's really got
43:48
the resources at his or her disposal to
43:50
help with that group growth so I totally
43:53
acknowledge how different that is and I
43:55
certainly know if there's introversion
43:59
or extroversion aside making yourself
44:01
that vulnerable in front of the person
44:04
at the top of the hierarchy is tough and
44:07
yet this is your opportunity to say
44:09
here's where I am you know I'm great in
44:11
all these places but here's why I'm with
44:13
this one thing and I want to go here can
44:16
you help me get there here's where I'm
44:19
thinking I might do it but what am I not
44:21
thinking of so thank you again okay
44:25
we'll keep moving so after the in your
44:28
review we've alluded to this quite a bit
44:31
but talk about what's needed to meet and
44:34
exceed expectation so not just what I
44:35
need to meet expectations but if you say
44:37
you know to exceed expectations I will
44:42
need a little more time I'll need to
44:44
attend this conference you know put out
44:46
some of the things your goals and then
44:48
your stretch goals and what might what
44:51
much you might need to achieve those
44:52
things doesn't mean you'll get them but
44:54
I think thinking about those things you
44:57
know it and having that conversation if
44:59
you're suggesting I can exceed my
45:02
expectations in this arena with X and
45:05
that's an area where the chair really
45:07
needs that that work done the chair may
45:10
be able to offer you things that are
45:12
beyond what you would typically ask for
45:14
so think about what's expected of what
45:16
what would help me go beyond that you do
45:19
really want to finalize the
45:21
documentation and so what should happen
45:22
is you have the conversation but that
45:25
not shouldn't be the end I mean
45:27
sometimes it's okay signed here it's
45:28
over ideally you've had the
45:30
conversations the supervisors and you
45:34
both record your thoughts you the
45:37
supervisor sends to you document with a
45:40
summary of what was discussed and you
45:43
sign off on those and if you see stuff
45:45
in there that you don't agree with or
45:46
you want to correct that's your
45:48
opportunity to do so but it's really
45:50
this is your agreement of what's going
45:52
to happen the next year and
45:53
so there would be some back-and-forth
45:55
and so I was a department chair for a
45:57
year and a half and went through one
45:58
round of annual reviews and it can take
46:00
some time to do the back-and-forth but
46:02
it's really important because in that
46:04
conversation you both might not hear
46:06
things the same way and I think it's
46:08
really good to clarify it so that you're
46:11
not a year later talking about an
46:14
expectation that would that you didn't
46:16
realize was there then once you've set
46:20
those things and you secured those
46:23
resources then set milestones as I said
46:27
a little bit earlier you know what are
46:29
all the things that you're going to do
46:31
and how are you put yourself on a
46:33
timeline I try to print out my goals for
46:36
the year and have them in front of me
46:37
and updating them and and I am NOT an
46:40
organized person so for me to do that is
46:42
difficult but setting milestones and
46:44
providing updates at least your own
46:46
updates to yourself but if this is a
46:48
high-stake thing program or exercise for
46:52
your leader providing that leader with
46:54
those in your progress updates is great
46:57
you know follow up with discussions as
46:59
needed if you're setting milestones and
47:01
you're providing updates and you're
47:03
finding obstacles I think talking to
47:05
your supervisor before the next annual
47:08
review about you know I I don't notice I
47:11
think you know we're not going to meet
47:13
this milestone because of X Y or Z
47:15
that's an important thing to share with
47:17
your supervisor so that that supervisor
47:19
a isn't surprised at the annual review
47:21
and B if they're obstacles he or she can
47:23
help you get around they would want to
47:26
know that they wouldn't want to be
47:27
surprised about that all right I'm going
47:31
to shift to annual review and academic
47:33
advancement because they said it's
47:36
important
47:36
expect to discuss it every year if you
47:38
haven't reached the rank of full
47:41
professor your supervisor doesn't bring
47:43
it up you should bring it up you should
47:45
bring it up with a full understanding
47:46
what's going to be important for you to
47:49
accomplish to make your next jump and
47:51
then talk about how you're doing with
47:54
meeting those criteria and what steps
47:57
you you'll need to take and also needed
47:59
resources so if you realize you know
48:01
there's this one area I like you I feel
48:04
like my service is kind of lead
48:06
really talk to your supervisor and after
48:10
talking to your mentor or your sponsor
48:11
several could talk about your plan for
48:14
that so that really the benefit of that
48:16
is also the supervisor when that that
48:18
you're that person comes to writing your
48:20
nomination letter knows you've paid
48:22
attention to this all along you've
48:23
really been committed to all aspects of
48:25
your of being able to advance and then
48:29
there are some folks who realize that
48:32
they're not on the right track
48:34
so you know the other advantage of being
48:36
aware of your track and being aware of
48:38
what's required to advance in your track
48:40
is at some point you may look at that
48:41
and say this is not what I'm doing doing
48:43
or not nor what I want to do it may have
48:46
been when I took my position but it's no
48:48
longer true track changes are very
48:51
possible and we do it on meeting with
48:54
the Dean after this meeting one of the
48:57
things we'll talk about is a request for
48:58
a track change people try to change
49:00
tracks all the time and there are
49:02
nuances to how you change tracks and
49:04
what things are different I'm always
49:05
happy to discuss that but do always keep
49:08
in mind am I on the right track does
49:09
this look like the job that I am doing
49:12
and are the things required for me to
49:15
advance in this track aligned with what
49:17
I'm doing and if not have a conversation
49:19
about changing track and do that at any
49:22
point but certainly then your review is
49:23
a good time to do a bed check on that
49:25
and then the end review again at any
49:27
time you can discuss time off the clock
49:30
but the annual review again it's a good
49:32
time to do a gut check around you know
49:35
have I had some obstacle come up in in
49:37
the past year that that's going to slow
49:40
my or going to delay my ability to
49:43
advance on the clock if you're on a
49:45
track that's on the clock and if so
49:47
talking about time off the clock is
49:49
possible and I want to do one aside
49:53
about off the clock and because this is
49:55
my last slide I did four questions and
49:57
more questions and comments during this
50:00
time our lives are very disrupted
50:02
professionally and right away one of the
50:05
first things that I and the Dean started
50:08
talking to the Provost about is you know
50:11
should we be granting everyone a year
50:13
off o'clock to account for what is going
50:15
to be many months of disruption of our
50:17
lives that cover
50:19
patience now been going on with the
50:21
provost and with all of the schools at
50:23
the University for several weeks and I
50:25
think there will be a decision made
50:26
within the next week and they'll be and
50:29
I expect we'll get a communication from
50:31
the Provost all this is what I think is
50:33
going to happen in terms of the
50:34
communication but I feel very confident
50:36
that we will be able to extend the clock
50:39
for everyone on a clock by a year and
50:42
ideally and I think this is what will
50:44
happen it will be automatic so you won't
50:46
have to request it you don't have to
50:48
take the year off if you're ready to go
50:50
you can go up on time but I think people
50:52
on the clock should know that we
50:55
everyone understands how difficult this
50:58
current time is for their academic
51:00
progress and want to get people to
51:03
breathing room and not have to go
51:05
through the process of requesting the
51:07
time off the clock so I just wanted to
51:09
put that out there all right
51:12
and no more slides from me just time for
51:18
questions and comments and thoughts I
51:22
don't see any new questions or comments
51:25
that have come in so this is chiffon how
51:32
are you David
51:34
we're doing this um see I had a question
51:36
about this goes back to one of your
51:39
early slides where you're mentioning
51:41
this fire values we're getting when
51:47
we're sending out requests to referees
51:49
well not what's so sorry let me rephrase
51:52
that
51:52
I are not sending out referee requests
51:55
but well we are receiving requests to
52:00
write for other people would it be
52:02
helpful to speak directly to the Aspire
52:05
values if we know this column they get
52:09
with NEPA so it certainly doesn't hurt
52:13
the only place we require a statement
52:15
about respire values is in the
52:17
nominating letter so we ask the chair to
52:19
comment and we say a simple sentence
52:21
saying that the person you know it
52:25
demonstrated to spire values that's all
52:27
that's required however it's certainly
52:30
wonderful if other people can bring it
52:32
up and
52:33
you're right the internal referees are
52:35
most likely to bring up because they're
52:36
aware of the spire values in the
52:38
requirement so thanks thank you
52:42
there's that a question that's come in
52:45
we often don't discuss finances in
52:48
medicine how does a junior faculty
52:50
member negotiate keeping on par with WMC
52:53
salary for their specialty if not
52:55
already at that benchmark and then
52:58
there's the follow-up so you respond to
52:59
that and there's a follow-up okay so the
53:01
first thing I would say is it is worth
53:04
at that conference during the course of
53:06
your annual evaluation asking your chair
53:09
how do you determine the salaries and
53:12
the merit increases in our department is
53:14
there a benchmark you use for us or for
53:16
example do you pay at you know you start
53:18
everybody at the 35th percentile and
53:21
expect you'll go to the 65th before
53:23
promotion kind of ask the chair because
53:25
the department's all have a compensation
53:27
plan so I think asking your care about
53:31
that now ideally the chair is talking to
53:33
the department about that in other ways
53:35
but if you don't know what your
53:37
department's compensation plan I think
53:40
just saying I'm curious about the
53:42
business of Medicine and wondering what
53:45
the compensation plan is in our
53:46
department I think also through the
53:51
SharePoint site and there's a link from
53:53
from the faculty development page you
53:55
can look at the MM see salary tables and
53:59
we get a special report every year and
54:01
then 2019 report just was put up about
54:03
you know seven or ten days to go and you
54:06
will see your specialty broken down by
54:08
the fifth percentile so you can see what
54:11
you you know where your salary is
54:13
benchmarked and it gives you base
54:15
compensation once other tables around
54:17
base compensation and a second set of
54:19
take tables about total compensations
54:21
you can look at that and you can go to
54:23
the chair and say I can see that I'm
54:25
getting paid at the 95th percentile
54:28
thanks a lot or I'm getting paid to the
54:30
fifth percentile what's the deal but you
54:32
can look at that and what the chair may
54:34
say is I know you're getting paid at the
54:36
32 percentile so is everyone in the
54:38
department and that is not the goal of
54:41
the institution and we're moving in the
54:43
direction of moving everybody to this
54:45
point and I'll keep you
54:46
sit on that but absolutely you should
54:48
everybody should yeah everybody should
54:52
you should know and you should have that
54:53
part of the conversation because
54:55
unfortunately I'm not asking doesn't
54:59
guarantee that automatically some will
55:01
say it's time to ratchet this person up
55:04
and so I think it's really important and
55:06
the merit increase cycle which is the
55:08
change in base pay happens in the summer
55:10
time so having that conversation during
55:13
the interview keeps it in front of mind
55:14
for your supervisory chair as we go into
55:17
the marriage cycle great and then a
55:20
follow up to that was many of us have an
55:23
RV you component to our salary so during
55:26
the covin pandemic and the months long
55:28
impact our view RV you metrics may be
55:32
completely thrown off how do we account
55:34
for the financial aspects and yeah I
55:38
mean I I think to be to be honest as we
55:42
all know this this Kovach crisis is
55:45
terribly expensive for everyone in this
55:48
country including our institution so I
55:52
think any any of our planning around
55:57
compensating people for anything I mean
56:00
oh it's all going to go out the window
56:02
I have an our view component as well you
56:05
know my typical half-day and clinic
56:07
teaching with the residents I'll see a
56:08
dozen patients last week I saw one
56:10
yesterday I saw four it's just so
56:13
disrupted so I think I would take a
56:15
pause on that and know that we just
56:18
don't know when that's going to end or
56:20
how we're going to come out on the other
56:22
side I mean I think it's I don't mean to
56:24
frighten people but I think it's
56:25
realistic to say the finances the old
56:28
rules are not going to apply and we
56:29
don't know what's within the new
56:31
temporary rules but what the new rules
56:33
are going to be that apply to this year
56:35
and I think we're going to have to
56:36
remove any productivity expectations
56:41
that are beyond people to control and so
56:44
many things are so I haven't heard that
56:47
discussion at an institutional level but
56:49
we all know our productivity is way way
56:51
down because we're making space for
56:54
folks who may need hospital beds
56:59
and then just to confirm that salary
57:02
report that you reference the WC
57:05
benchmark that's available on our
57:07
website being fiddling right you have to
57:12
get into SharePoint it's it's on not
57:15
it's a different website so it's so do
57:17
you have to go through a series of steps
57:19
so that you can get on to SharePoint
57:21
it's a different password and a variety
57:22
of thing once you're set up you're good
57:24
but it's a little bit it's a different
57:27
process so take some time to have a
57:30
little patience as you figure it out
57:31
because it's not it's the University
57:33
website not ours not an H s es su this
57:39
is a
57:40
elicitor rich I just have a quick
57:42
question because I think I missed it
57:43
currently the C B's that the School of
57:47
Medicine recommends as far as a ten-time
57:55
played does that meet or is the one
57:58
that's on this on our PMT site is the
58:00
one recommended for promotion and tenure
58:02
so it's going to want for example for
58:04
all your publications to say you know
58:06
rhett of the the impact Bank factor the
58:10
rank of the journal if you're a middle
58:12
author explain your role that's not what
58:14
you would have on your typical CD so
58:16
it's more detailed than a typical CV and
58:19
so the double AMC one is does not have
58:21
all of that all those does not require
58:24
all that information that the P and T
58:26
committee does wish to see okay thank
58:28
you and then one more a couple more
58:37
questions came in when is an average
58:38
time for assistant professors to be
58:39
thinking about applying for a promotion
58:43
and so if you're on a tenure track you
58:47
must apply for associate professor at
58:50
the end of your fifth year so as you're
58:53
winding down your fifth year you submit
58:55
for promotion if you're on a non tenure
58:57
track that's a you you can't be promoted
59:01
til the end of your sixth year but if
59:02
that means you to be applying at the
59:04
same time and that's that I mean I think
59:06
if you're having the conversation with
59:08
your chair or supervisor every year I
59:11
think at the
59:11
the fist year you probably should be
59:13
ready so and so in the school of
59:18
medicine from assistant to associate
59:20
regardless of track it's typically at
59:22
the end of the sixth year if you're on a
59:24
tenure track is at the end of four more
59:27
years so at the end of your tenth year
59:28
the people typically achieve tenure and
59:31
then once you're tenured it's typically
59:34
two to four years before your full
59:36
professor so twelve to fourteen years
59:38
total if your tenure ineligible the same
59:41
timeframe is probably appropriate just
59:43
with six years between assistant and
59:44
associate and six more between associate
59:47
and sole but you've got to be paying
59:49
attention every year and looking at your
59:51
trajectory and saying am i on track and
59:53
what what things might I need to work on
59:55
a little bit and then do you have advice
59:58
for who to ask
59:59
for external referees that's a great
60:04
question because I didn't it's a great
60:05
question because I didn't answer it
60:06
earlier initiative but as you're
60:09
developing your national international
60:10
rotation and then get I'm a family
60:12
doctor I don't have an international
60:14
reputation then I want other than some
60:16
of my publications being used nationally
60:17
but many of you who are in research
60:20
particularly academic investigators and
60:23
clinical investigators are going to have
60:24
an international reputation
60:25
so the point of that being your
60:27
involvement in those national and
60:30
international in your national and
60:32
international organizations are the
60:34
places to begin meaning folks who can
60:37
speak to your reputation
60:38
and so while I mentioned that you can be
60:40
involved in a service component in those
60:42
organizations without necessarily being
60:45
away from home you develop relationships
60:47
in all of those things so you're going
60:49
to a meeting and presenting a poster and
60:51
someone comes and talks to you it's
60:53
really interested in your work write
60:55
down that person saying maybe follow up
60:57
with an email saying thanks for interest
60:59
they connect with those folks but it's
61:01
really the folks who you meet through
61:03
national meetings through either
61:05
presentation of your work or service on
61:07
committee is that you develop a
61:09
relationship with and those are the
61:10
people who are much more like who are
61:12
likely to respond to requests for
61:14
referee letters so I would say build
61:16
your community folks in your
61:18
professional group locally regionally
61:20
nationally through your connections
61:22
through professional service or
61:24
professional meetings
61:25
and keep track of those folks as folks
61:27
you can write your letter and then are
61:33
there any institutional plans talking
61:35
about to ensure that faculty will be
61:38
given supplemental income to account for
61:41
the decline in productivity so going
61:42
back to this issue about their reviews
61:47
yeah I don't know of any I'm not I'm not
61:51
in conversations involved in
61:53
conversations right now to talk about
61:54
that so I think if those concerns you
61:57
should bring to your chair and ask yes
61:59
your chair you know kind of let him know
62:01
it's on your mind and ask him or her
62:04
what they've heard I don't know I don't
62:07
I'm sure it's on people's minds but I
62:09
haven't heard of conversations about
62:11
exactly what plans might be and is there
62:16
a time it's too early to apply for
62:18
assistant to associate people do go up
62:23
what's called early and I think going up
62:25
two years ahead of both for tenure
62:28
eligible tracks you can't go up early
62:30
you have to have a certain amount of
62:32
time and rank to apply ten you're
62:34
eligible track going up a year early is
62:36
probably as much as you are able to do
62:40
and really meet the requirements of the
62:42
track so it's really about what's
62:44
required for promotion the bar isn't
62:47
raised if you go up early but you really
62:49
have to make sure you've met the bar and
62:52
then going and the trouble was going up
62:54
early from assistant to associate is the
62:57
bar then between associate and tenure is
62:59
it is higher and so you really have to
63:03
be on a very steep trajectory in that
63:05
first jump to be ready
63:13
three years later get to associate and
63:15
have made it but it doesn't look like
63:18
they're on significant significant
63:20
enough trajectory to then get tenure
63:23
apply for ten years three years after
63:25
they've achieved associate so you
63:27
achieve associate the end of or whatever
63:30
then you only have four years to achieve
63:31
tenure so you gotta apply after three
63:34
years okay great that's all the
63:38
questions that I see on here and Chad if
63:43
anybody wants to unmute and ask a
63:45
question you're welcome to we've got a
63:47
little more time hi again it's Siobhan I
63:52
have a question if should we keep the
63:55
same properties that we've used in
63:57
previous steps or for other letters if
64:01
we've gone up for awards or other
64:04
positions outside of UVA or is that
64:07
insulting to them - then you're like
64:09
gosh this person won't leave me alone
64:11
[Music]
64:12
- that yeah so you find you're asking if
64:18
someone had served as your referee for
64:21
your first notion should you ask them
64:23
again I think then also for awards
64:29
organize your exams in more recent as
64:32
well yeah you know the nice thing is
64:35
those folks can take the letter they've
64:37
already written and retool it and update
64:38
it so the truth is it's not that hard
64:40
for them and what it suggests to them is
64:43
you really consider them a valuable
64:44
sponsor and and you know you you know
64:48
you appreciate their their attention to
64:51
your success so I think we re submitting
64:54
those names
64:55
if particularly if it's someone who you
64:57
you know one good practices after your
65:00
first promotion you write a letter to
65:02
everyone who is your referee you don't
65:04
know who's respondent but you write to
65:05
everybody and said I don't know where
65:07
they respondent or not but I listed you
65:09
as a referee I just wanted to know hear
65:11
the good news I was promoted thanks so
65:13
much
65:14
blah blah blah and then that person is
65:17
you know is now shared shared in your
65:21
six
65:21
and help contribute to your success and
65:24
certainly would most of the time be more
65:27
than happy to help with your next
65:28
application so it is fine to reuse name
65:32
but I think it is it helps a little if
65:34
you circled back to all your referees
65:37
and said you know either referees or
65:39
nominators for awards and said you know
65:42
thanks for your support or and you know
65:45
here's what I accomplished so here's
65:47
what I received great thanks
65:50
sure thank you all very much for
65:59
participating please feel free to
66:01
contact me directly also if you have
66:03
questions that come up later or that you
66:05
didn't think of get to ask during the
66:07
session I'm always happy to talk with
66:09
you Fran thanks for the hot tip on the
66:12
phone because I was doing interviews for
66:14
a department here last night and people
66:15
couldn't hear me which I could
66:17
understand but I think when it's a big
66:18
group well for whatever reason this
66:20
seems to work much better so I will
66:22
adapt that as a new practice we're all
66:24
adapting lots of new practices I hope
66:27
were together face to face soon but
66:30
until then thanks for everything
66:32
everyone is doing to get us through this
66:35
your continued participation is really
66:38
important it's known and acknowledged
66:41
what we assume you're doing and I'm sure
66:43
that's what you're doing that we're not
66:44
even aware of so don't hesitate to be in
66:46
touch if there's anything I can do to
66:48
help you any advice you need I'm always
66:51
happy to to be together even virtually
66:55
so and thanks to Troy and actually for
66:57
making this possible thank you soon