Promotion to Associate Professor
Moving to Associate Professor is most often the first promotion process experienced by a faculty member. We discuss the process below:
Minimal Criteria For Promotion To Associate Professor
A faculty appointment entails significant responsibilities. However, with those responsibilities come great opportunities for a challenging and satisfying clinical practice or research career, opportunities for continued professional and academic development and the chance to become a clinical and academic leader within the Department and School of Medicine. A successful candidate for promotion is a fully engaged participant in the academic and educational missions of the Department of Anesthesiology and the School of Medicine. The candidate is a vigorous member of the Department of Anesthesiology, fully integrated in all its missions, and active in all aspects of both the Department and the School of Medicine.
An approximate, but not strict, measure would be for the individual to significantly exceed the threshold criteria for both citizenship and service as set forth in the Activity Inventory for at least three years immediately prior to the nomination, with service provided directly to the Department and/or by representing the Department in the School of Medicine and UMB.
Citizenship duties and responsibilities include:
- Development and mentoring of trainees including residents and clinical or post-doctoral fellows in the Department;
- Participation in the Departmental Education program, including classroom, bedside, and simulator teaching;
- Interviewing residency, fellow and faculty candidates and participating in recruitment dinners;
- Attending Departmental, Program in Trauma and institutional conferences, Department Grand Rounds, School of Medicine Graduation (at least once every four years), SOM Gala, SOM Festival of Science, Founder’s Day Gala, Shock Trauma Gala, faculty meetings, seminars, retreats, and journal clubs;
- Participation in Department committee work;
- Participation in multidisciplinary projects;
- Providing professional service to the SOM and the University of Maryland communities, including appointment to or elected leadership on SOM/UMB/Medical Center committees, national societies, specialty governing boards, or editorial boards; and
- Participation in formal SOM and UMB community outreach.
Sustained contributions to the Department’s educational mission: For at least three years immediately prior to the nomination; the individual should meet or exceed the threshold criteria for Education set forth for those academic years in the Activity Inventory. Educational activities should be “Department-centric.” Valued educational activities center upon teaching: Department residents and fellows; medical students on clinical Anesthesiology rotations; and, (while expressly representing the Department) pre-clinical medical students and graduate students.
The individual should demonstrate multiple examples of sustained excellence in teaching. Examples include:
- Resident Teaching Scores > 50%ile of department faculty as measured by the resident teaching scores; excellent to outstanding record of medical/graduate student teaching scores (e.g., > 4/5 or 8.5/10, with supportive comments) for multiple lectures;
- Developing new educational tools/curricula used here (Department/SOM) or elsewhere in the training of medical students, anesthesiology residents, or anesthesiology fellows;
- (Co-) chairing educational committees in the Department or in the SOM/UMB; and
- For research faculty, evidence of successful training and mentoring of students and postdoctoral fellows.
The number of published, peer-reviewed (i.e., PUBMED) papers (co-) authored should meet the 25%ile (currently 22 papers) for candidates successfully promoted to Associate Professor in the School over the trailing three years. This analysis of successful candidates is updated yearly-- see Frequently Asked Questions on this site for the latest APT analysis of the number of peer-reviewed publications, citations and h-index for successful candidates. The h-index and number of citations analysis are also important, especially for research faculty members.
For research faculty, extramural (preferably Federal) funding of salary, covering the rank-associated amount required by Departmental and SOM policies (% of the NIH salary cap), and primarily achieved as a principle investigator.
In addition, the individual should have an established regional/national reputation in our specialty as defined by:
- Clinical Faculty: serving at least twice as a Visiting Professor at other academic anesthesiology departments and serving at least twice as an invited lecturer or panelist at a major meeting of anesthesiologists (not just presenting an abstract).
- Research Faculty: serving at least twice as a Visiting Professor at other academic anesthesiology or non-UMB Basic Science departments and serving at least twice as an invited lecturer or panelist at a major meeting of anesthesiologists or scientists in your field (not just presenting an abstract).
Be recognized as an excellent clinician and “team player” by your peers in the Department and throughout the Medical Center and all other clinical locations where the faculty member practices. Evidence of clinical excellence include data reviewed during the Annual Review Meeting (e.g., quantitative and qualitative evaluations, annual clinical billing and compliance data, annual quality and safety data) and a willingness of both Departmental and non-Departmental faculty members to declare written support of your clinical excellence.
The Department insists upon highly professional and respectful interactions with all individuals, regardless of position or status, in the workplace. We expect our faculty members to display the highest levels of professionalism. Faculty members must adhere strictly to all University, Medical Center and Faculty Practice policies regarding professionalism, harassment, and disruptive behavior. Patients and colleagues should be treated in a dignified manner, compassionately and respectfully. Unprofessional interactions and disruptive behavior will have a negative impact on eligibility for promotion.