Faculty

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Faculty Handbook
Chapter IV: Faculty

POLICY REGARDING ALLOCATION TO TENURED FACULTY

  1. Introduction

    The School confirms its commitment to its tenured faculty and the principles of tenure set out elsewhere in this Handbook. The School further recognizes that decisions regarding the allocation of resources to tenured faculty must be made from time to time.

  2. Criteria for the Evaluation of Tenured Faculty

    Set forth below is an outline of criteria to be used in the ongoing evaluation of tenured faculty. The criteria are designed to enable the institution to recognize that each member of the tenured faculty plays a unique role in the academic community and that that role changes from time to time. These criteria also reflect the view that the imposition of standard criteria is necessary to assure that all members of the faculty, including tenured faculty, are treated fairly and consistently and that decisions regarding resource allocation are made based on appropriate objective criteria which reflect the mission of the School, and the legitimate goals of the particular department. The criteria are divided into four groups which reflect the School's mission: teaching, research, patient care, and service to the institution and community.

    1. Teaching:

      1.1. Local teaching contributions:
      1. Course, Clerkship, Department
      2. Extra-departmental at Mount Sinai School of Medicine
      3. Leadership positions (e.g., Course Director, Residency Director)
      4. Educational committees
      5. Advisor activity
      6. Self improvement

      1.2. Regional, national, international
      1. Invited lectures
      2. Membership and leadership in societies
      3. Unsolicited letters of quality
      4. Extramural teaching

      1.3. Evidence from learners
      1. Students: undergraduate and/or graduate
      2. Residents and Fellows
      3. Other teaching programs
      4. Learner achievement
      5. Awards

      1.4. Excellence in service and teaching
      1. Leadership (e.g., Division Chief, Course Director)
      2. Ability to attract fellows and record of those attracted
      3. Development of new clinical or teaching programs

    2. Research:

      2.2. Excellence in scholarship

      1. Publications in respected peer review journals and presentations credible organizations in the academic community of original work and data
      2. The receipt of grant support, especially peer-reviewed grant support
      3. The invention of new technology as evidenced by patents, patent applications, and inventions

      2.3. Publication of outstanding review articles, chapters, textbooks, and so on

      2.4. Extramural service such as service on a study section or editorial board

    3. Clinical Service:

      3.1. Ability to care for patients

      1. Excellence in patient care
      2. Malpractice, risk management, and quality assurance experience
      3. Successful Board recertification

      3.2. Teaching of clinical practice
      1. Time spent teaching undergraduate students
      2. Time spent teaching graduate students
      3. Participation in rounds and conferences
      4. Staying current with the literature
      5. Writing of clinical case reports
      6. Attendance at regional and national societies

      3.3. Management of clinical practice
      1. Clinic attendance
      2. Clinic administration
      3. Participation in clinical committees
      4. FPA participation
      5. Number of patients seen

    4. Service to the Institution and Community:

      1. Administrative position in School or Hospital (e.g., Dean, Department Chair, Division Head, course director, clinic director, clinic attending)
      2. Participation in departmental and institutional activities including departmental meetings and grand rounds
      3. Participation in departmental committees (e.g., Quality Assurance, Appointments and Promotions, peer review committees, etc.)
      4. Participation in search committees and various institutional and departmental ad hoc committees
      5. Participation and involvement in School activities, (e.g., Appointments and Promotions Committee, Admissions Committee, etc.)

      6. Medical Board activities

        1. Participation on Executive Committee
        2. Participation on the Medical Board
        3. Participation on Medical Board standing and ad hoc committees

      7. Participation in professional organizations (e.g., American College of Surgeons, American Physiological Society, lay organizations devoted to medicine such as the American Cancer Society, and so on)

      8. Advisory participation in governmental matters (e.g., testifying before Congress)

  3. Procedure

    1. Decisions regarding resource allocation have always been in the discretion of the Department Chair or Center Director and the Dean. The Chair or Center Director and the Dean remain responsible for making resource allocation decisions regarding all faculty, including tenured faculty, as frequently as is necessary. These should be based on the institutional criteria contained in this policy taking into account the available resources.

    2. In addition, the Dean shall perform a formal evaluation of the resource allocation decisions made by the Department Chair or the Center Director with respect to each tenured faculty, such evaluation shall take place no more often than once every three years and no less frequently than once every five years.

    3. Prior to the outcome of the formal evaluation of the resource allocation decisions becoming final, the Chair, Center Director or the Dean shall advise any adversely affected faculty member of the preliminary conclusions. If the outcome of this initial formal evaluation is premised on concerns about the faculty member's performance or productivity, at the request of the faculty member and prior to the outcome of the review becoming final, the review will be referred to an ad hoc Tenured Faculty Review Committee to review the matter and make recommendation to the Dean and Chairperson or Center Director. Requesting review by the ad hoc Tenured Faculty Review Committee is in addition to, and not a substitute for, any other rights the affected faculty member may have including for example, submission of the matter to the Faculty Relations Committee.

    4. The ad hoc Tenured Faculty Review Committee shall be comprised of three members of the tenured faculty:

      1. one appointed by the Dean,
      2. one appointed by the Chair or Center Director and the Dean from a list of four tenured faculty submitted by the faculty member; and
      3. one appointed by the Chair or Center Director.

    5. Because of the nature of these proceedings, it is essential that a request by the faculty member for review be prompt and that the review of the Tenured Faculty Review Committee proceed within reasonable time limits.

    6. The report of the Tenured Faculty Review Committee must be in writing and include the reasons for its findings and recommendations.

    7. The affected faculty member must be given an opportunity to provide a written submission to the Tenured Faculty Review Committee prior to the Tenured Faculty Review Committee concluding its review. He or she must also be given an opportunity to review the Committee's report and comment on it in writing, which comments must, if requested by the faculty member, be submitted to the Dean along with the Tenured Faculty Review Committee's report prior to any action becoming final.

    8. The ad hoc Tenured Faculty Review Committee will conduct its review anonymously.

    9. If indicated by the outcome of the review process, the Chair or Center Director and Dean should develop a plan in conjunction with the faculty member which will enhance the faculty member's performance and productivity.
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