Promotion and Tenure Database Creation and Utilization: A 12-Year History.

Trends in faculty demographic composition, promotion success, and retention are important considerations in Academic Health Centers (AHC). This paper reviews the design, implementation, and utility of a faculty promotion and tenure (P&T) database (PROMO/TE©) over 12 years in a large southwestern academic health center. Review of the system design, portfolio creation, P&T tracking, interface with other faculty databases, and lessons learned will be offered. PROMO/TE© was developed to improve the P&T packet creation, application, and review process in one College and was expanded to other colleges at the AHC. The PROMO/TE© system is integrated with Workday® and FACFACTS© to track trends in recruitment, attrition, and P&T trends across gender, underrepresented minorities, and other subgroups. PROMO/TE© has several advantages including improving communication, transparency, uniformity, and efficiency in the P&T packet creation, application, and review process. Increased cost savings ($217,198 annually) were noted with elimination of hard copy packets and decreased time spent. The first college reviewed 743 dossiers in the PROMO/TE© system since its creation in 2012 and there has been on average a 10% increase in P&T approvals since its inception. PROMO/TE© facilitates and tracks trends in the P&T process and has many benefits as well as significant cost savings. PROMO/TE© serves as a potential model for other institutions.

The perilous path: reimagining promotion and tenure in African academia.

The current scientific publication architecture and business models are structured to privilege high-impact Western journals. This has been perpetuated in academia and by funding agencies, where a researcher´s value is often measured by the number of publications and where these papers are published. However, the current system renders journals from low- and middle-income countries, including African journals, largely invisible. Indeed, it is important to answer the fundamental question of why we conduct research. Most would argue that research is only ethically grounded if its core purpose is to create impact and improve lives. There is compelling evidence that the time lag from evidence generation to translation into policy is about 17 years. There is no evidence that publishing in a high-impact journal is more likely to create an impact. Indeed, the move by many universities away from using the impact factor as a measure of academic value is increasingly welcomed. It has become critical to redefine and restructure academic merit. In this essay, we will explore the Afro-centric dimensions of the publish-or-perish rhetoric and its impact on tenure in African academia. We argue that context-relevant and alternative metrics are needed to redefine academic merit, as well as the intentionality of African governments and universities to invest in, trust, and value their own journals as non-negotiables in giving African journals the visibility and trust they deserve. We present an African Population and Health Research Centre (APHRC) approach, supported by the Gates Foundation, intentional in decolonizing the global publication space, and clearly aligns with its mission of improving lives in Africa through research.

A Faculty Growth Perspective on Peer Review of Teaching: An Institution-Wide, Customizable Approach to Peer Review.

As academic medical centers have moved away from using learner ratings of instruction as a demonstration of quality teaching in the promotion process, Indiana University School of Medicine sought to create a peer review of teaching system. We created our system in 2010 and have engaged in continuous quality improvement since. In these efforts, we sought to answer the question, "How can we create a system of peer review of teaching that provides high-quality feedback to faculty and encourages autonomy and growth?" Our peer review of teaching system includes a website, with a brief introduction to the concept of peer review, as well as a series of customizable forms that allows faculty and peer reviewers to choose items for observation and feedback based on teaching setting. This system, called the Peer Review Form Builder (PRFB), combines interactive technology with evidence-based faculty development and is innovative in structure and scope. On the macro level, departments and programs have seen success with the tool by engendering conversations on the values and effectiveness of teaching and education efforts. This systematic, tailored system of peer review of teaching has advanced the stature, quality, and innovation within all aspects of teaching throughout the institution. Further, we have incorporated these values into promotion and tenure documents, by encouraging consistent, systematic peer review as a primary source of evidence to demonstrate teaching effectiveness.

Trends in dental school faculty: An analysis of the results of the 2021‒2022 ADEA Dental School Faculty Demographic Census and 2018‒2019 ADEA Survey of Dental School Faculty.

PURPOSE/OBJECTIVES: Each year, American Dental Education Association (ADEA) collects data on U.S. dental school faculty demographics, compensation, and vacant and lost positions. One of the purposes of the reports associated with this project is to provide information to U.S. dental schools on national trends on dental school faculty. This report examines the landscape of faculty workforce at U.S.-accredited dental schools in 2021‒2022 and changes relative to the 2018‒2019 academic year. The information contained within this report includes faculty position information, new and separated faculty, open or vacant faculty positions, lost faculty positions, and faculty demographics. METHODS: The report analyzes data from the 2018‒2019 ADEA Survey of Dental School Faculty (representing an estimated 91% of the full-time and part-time faculty) and 2021‒2022 ADEA Dental School Faculty Salary and Demographic Census (an estimated 84% of the faculty). RESULTS: The analysis revealed that more than half of dental school faculty was in the south and northeast in 2021‒2022. Among responding schools, 85% of the faculty concentrated on teaching, research, and training in 2021‒2022, a proportion similar with 2018‒2019. One in five faculty was tenured or on tenure track, similar with 2018‒2019. More than three-quarters of full-time and part-time faculty were clinical faculty in 2021‒2022. There was a 62% increase in open faculty positions between 2018‒2019 and 2021‒2022. Women accounted for four in 10 faculty members in 2021‒2022-more than 3 years before. The median age of dental school faculty declined from 56 to 54 years old between 2019 and 2022. CONCLUSIONS: This study found that dental school faculty was increasingly younger, with more women members and more open positions in 2021‒2022 than in 2018‒2019.

A Review of Performance Evaluation Paradigms Involving Practice Faculty.

OBJECTIVES: This article aimed to identify, review, and summarize the literature broadly related to practice faculty evaluations, and provide recommendations for developing equitable systems that recognize and value diverse contributions across the 4 mission areas of practice, teaching, research, and service. FINDINGS: Practice contributions are often evaluated using ill-defined and highly variable approaches, with surveys reporting that half of pharmacy schools have written policies for evaluating practice contributions. From our review of the literature, performance evaluations of teaching are primarily focused on didactic teaching. Performance evaluations of research are misaligned with faculty job descriptions and primarily focus on grants, contracts, and publications, with faculty perceiving research as more valued than other mission areas. Service contributions are perceived to be overlooked and difficult to describe and measure. Dissatisfaction with performance evaluations and distribution of rewards is reported in the literature, along with implications for productivity, turnover, and burnout. SUMMARY: Practice faculty are essential for preparing future pharmacists. Performance evaluation criteria for practice faculty are commonly vague, inconsistent, and misaligned with position responsibilities, leading to unclear expectations, job dissatisfaction, and turnover. This is a complex and long-established challenge that the pharmacy Academy should address.

A decision support tool to help identify blue carbon sites for restoration.

Blue carbon ecosystems (BCEs), such as mangroves, saltmarshes, and seagrasses, are important nature-based solutions for climate change mitigation and adaptation but are threatened by degradation. Effective BCE restoration requires strategic planning and site selection to optimise outcomes. We developed a Geographic Information System (GIS)-based multi-criteria decision support tool to identify suitable areas for BCE restoration along the 2512 km-long coastline of Victoria, Australia. High-resolution spatial data on BCE distribution, coastal geomorphology, hydrodynamics, and land tenure were integrated into a flexible spatial model that distinguishes between passive and active restoration suitability. The tool was applied to identify high-priority locations for mangrove, saltmarsh, and seagrass restoration across different scenarios. Results indicate substantial potential for BCE restoration in Victoria, with 33,253 ha of suitable area identified, mostly (>97%) on public land, which aligned with the selection criteria used in the tool. Restoration opportunities are concentrated in bays and estuaries where historical losses have been significant. The mapped outputs provide a decision-support framework for regional restoration planning, while the tool itself can be adapted to other geographies. By integrating multiple spatial criteria and distinguishing between passive and active restoration, our approach offers a new method for targeting BCE restoration and informing resource allocation. The identified restoration potential will also require collaboration with coastal managers and communities, and consideration of socio-economic factors. With further refinements, such as incorporating multi-criteria decision analysis techniques, GIS-based tools can help catalyse strategic blue carbon investments and contribute to climate change mitigation and adaptation goals at different spatial scales. This study highlights the value of spatial identification for BCE restoration and provides a transferable framework for other regions.

Why Opportunities for Tenure Matter for Minoritized Faculty in Academic Medicine.

Academic medicine continues to characterize the experiences of Black and other minoritized faculty in medicine to enhance their careers and promote their advancement. An issue of discussion is tenure and its role in the advancement and retention of this group. Tenure is a sign of national presence, command of an area of study, and can demonstrate support from the institution in terms of permanent employment, eligibility to apply for awards, sit or vote on certain committees or qualify for certain leadership opportunities. Anecdotally there have been reports that tenure is a thing of the past that has lost relevance prompting some to end tenure in their institutions. Reasons for this are complex, however the literature does not include minoritized faculty as a reason for the need to revise or eliminate tenure and tenure earning tracks. The authors discuss 3 reasons why Black and other minoritized faculty should be afforded the opportunity to achieve permanent status in their academic health centers. They include histories of being denied freedom, having information concealed or being giving false information, and being denied permanent academic employment status.

Put Yourself out There! A Strategy for Effective Self-Promotion in Academic Medicine.

Introduction: Trainees and faculty in academic medicine often struggle with self-promotion. Barriers may be more formidable for women and other groups underrepresented in medicine. Experience-based stories illustrating personal strengths are preferable when engaging in self-promotion activities. Methods: We developed a 90- to 120-minute workshop utilizing approaches such as iterative journaling and peer discussion to teach the development of problem-action-result (PAR) stories for self-promotion efforts in interviews and written applications to new positions. Participants provided Likert-scale (1 = strongly disagree, 5 = strongly agree) and free-response evaluations, which we analyzed for workshop strengths and areas for improvement. Results: We presented the workshop in person to 28 pediatric residents and subsequently to 22 residents, fellows, and faculty at an in-person national meeting. Sixty-one percent of the resident group and 100% of the national workshop group completed the evaluation. Both groups reported high satisfaction with the workshop's format (M = 4.7) and content (M = 4.7) and indicated intention to use the skills learned (M = 4.7). Strengths included the PAR format, interactivity, journaling, opportunity for reflection, and tips for interviewing and writing. Areas to improve included offering the workshop earlier in the academic year and providing more written examples of PAR stories. Discussion: This workshop used strategies of personal reflection, journaling, and peer feedback to help participants understand behavior-based recruiting practices and the PAR framework as a strategy for successful self-promotion. Learners can use these strategies to develop greater confidence and efficacy and to address barriers to effective self-promotion they encounter.

Decoding the Reference Letter: Strategies to Reduce Unintentional Gender Bias in Letters of Recommendation.

Introduction: There is a growing body of literature on gender bias in letters of recommendation (LORs) in academic medicine and the negative effect of bias on promotion and career advancement. Thus, increasing knowledge about gender bias and developing skills to mitigate it is important for advancing gender equity in medicine. This workshop aims to provide participants with knowledge about linguistic bias (focused on gender), how to recognize it, and strategies to apply to mitigate it when writing LORs. Methods: We developed an interactive 60-minute workshop for faculty and graduate medical education program directors consisting of didactics, reflection exercises, and group activities. We used a postworkshop survey to evaluate the effectiveness of the workshop. Descriptive statistics were used to analyze Likert-scale questions and a thematic content analysis for open-ended prompts. Results: We presented the workshop four times (two local and two national conferences) with one in-person and one virtual format for each. There were 50 participants who completed a postworkshop survey out of 74 total participants (68% response rate). Ninety-nine percent of participants felt the workshop met its educational objectives, and 100% felt it was a valuable use of their time. Major themes described for intended behavior change included utilization of the gender bias calculator, mindful use and balance of agentic versus communal traits, closer attention to letter length, and dissemination of this knowledge to colleagues. Discussion: This workshop was an effective method for helping participants recognize gender bias when writing LORs and learn strategies to mitigate it.

Facilitators and Barriers to Developing a Research Program: A Focused Ethnography of New Tenure-Track PhD-Prepared Nursing Faculty.

BACKGROUND: Creating a research program is a critical requirement for new PhD-prepared tenure-track nursing faculty in Canada. PURPOSE: The purpose of this article is to present key findings of new faculty members focusing on facilitators and barriers to development of their research program. METHOD: We conducted focused ethnography research examining the experience of 17 new faculty members from across Canada. RESULTS: The following themes were identified: teaching release, preparation from PhD program, intense feelings, supports and processes, mentoring, obtaining grants, and effects of the COVID-19 pandemic. CONCLUSIONS: Implications for practice include identifying ways to facilitate faculty retention as they develop their research program. This research will be of interest to deans of nursing and new faculty members.

Interprofessional reconstruction of a policy for academic advancement: The evolution and evaluation of scholarship for today, tomorrow, and beyond.

Within higher education, scholarship is narrowly and inconsistently defined, limiting recognition of evolving faculty expectations, particularly for nursing faculty. At this academic medical center, a campus-wide, multi-school, academic advancement policy was achieved with a broader definition of scholarship that included: peer-reviewed publication of federally funded research, as well as innovation in curriculum development, teaching methodology, community engagement, safety and quality improvement, clinical practice, and health policy that would be applicable to tenure and non-tenure track faculty. The background, process, and outcomes of developing an expanded definition of scholarship that encompasses new and evolving areas of scholarship for a reconstructed academic personnel policy is presented. Beginning with a literature review and surveys of other schools' policies, we describe how a campus-wide working group ensured consensus and acceptance of the new policy. Upon approval of the reconstructed document, guidelines for implementation were widely disseminated through training workshops and discussions, integration into new faculty orientation, and faculty development programs. We share our process, outcomes, and lessons learned believing this information to be useful to other institutions engaged in review and revision of their promotion and tenure processes to align with the increasing expectations of nursing faculty of today and tomorrow.

Are All the Stable Jobs Gone? The Transformation of the Worker-Firm Relationship and Trends in Job Tenure Duration and Separations in Canada, 1976-2015.

The literature on flexibilization documents the decline of the standard employment relationships, resulting in greater job insecurity. Consequently, the stability of career trajectories is expected to have decreased. However, existing studies in many countries pose a significant challenge: the available evidence shows no clear downward trend and possibly even an increase in job stability since the 1970s, as measured by trends in job tenure duration or job separations. This article highlights important limitations of such studies and provides novel evidence on the transformation of career trajectories. It is the first to provide evidence of a decrease in average job tenure duration for men in Canada and a decrease in five-year and 10-year retention rates over the four decades between 1976 and 2015, adjusting for sociodemographic shifts unrelated to flexibilization. We also find that average job tenure has increased for women, while their long-term job retention rates declined.

Barriers to Scholarship Among Health Profession Faculty at a Public Institution of Higher Learning.

Like any other career, pursuing a career in academia comes with positives and negatives. Faculty members teaching in higher education come from various backgrounds, with different skill sets and training. While barriers to scholarly production exist at many levels, and for various reasons, not much is known about faculty members teaching in clinical and health professions programs mainly due to the limited availability of data on this topic. This research aimed to explore the barriers to scholarly productivity faced by faculty members teaching in health professions programs at a public academic institution. A qualitative inductive approach using thematic analysis was used for this research. Participants from the Physician Assistant, Nursing, Clinical Laboratory Science, Occupational Therapy, and Social Work programs were recruited to share their experiences through an in-depth, one-on-one interview. Four main themes emerged from the data regarding barriers to scholarship among health profession faculty members. These are the need for mentorship, resource availability, time constraints, and the lack of discipline-specific guidance. Navigating the reappointment, tenure, and promotion grid can be challenging for many in academia, particularly those new to the profession. It is important for academic institutions to provide faculty members with the flexibility, tools, resources, and appropriate mentorship to boost their buy-in, morale, productivity, and self-esteem, all of which are expected to create a positive environment within the institution.

Promoting youth engagement in agriculture through land titling programs: Evidence from Tanzania.

In many African countries, land access and tenure insecurity pose significant challenges to agriculture, in particular for the youth. As the farming population ages, young people are expected to take over, but they don't often show much interest in farming, which could harm the future of agriculture in Africa, where the population is the youngest. Land reforms and titling programs are suggested as amongst strategies to make agriculture more attractive to investors and promote youth involvement. As a result, majority African countries undertook reforms such as land titling, ownership mapping and market facilitation as policy prescriptions for promoting youth involvement in agriculture. Nonetheless, the impact of these programs is not well documented in the body of literature thus constraining policy decisions. This study examines the impact of land titling on youth participation in agriculture in Tanzania, using 2020/2021's wave of Tanzania national panel survey data with a sample size of 2725 youth households from 419 enumeration areas. The study finds that land titling is a critical factor in promoting youth participation in agriculture in Tanzania, with young people who have titled land tending to allocate more resources (time) to farming activities. The study also identified farm size, educational level, and land dispute experience as significant factors influencing youth participation in agriculture. Based on these findings, the study recommends interventions to promote youth participation in agriculture in Tanzania, including investing in land titling programs that specifically target young people and promoting educational programs that equip young people with foundational skills. The study also highlights the need for tailored interventions that address the specific needs of different groups of young people. Overall, the study underlines the importance of promoting youth participation in agriculture in Tanzania and by extension to other African countries to contribute to food security and rural development.

There are alternatives. Models for sustainable employment structures in the German system of higher education.

The German system of higher education and public research is characterized by a high rate of temporary contracts with short contract durations and a nearly complete absence of structured career options. About 82% of employees not holding a full professorship have fixed-term contracts, with an average contract period of 20 months. This is facilitated by a special fixed-term employment law (Wissenschaftszeitvertragsgesetz) which universities and other public research institutions have stretched to its limits. Against the background of a survey which we conducted in 2021 and whose results once more demonstrate the shortcomings of this system, we discuss alternative options in the form of model calculations. We propose a reform of employment structures and career paths that could improve not only personal working conditions but also ensure the quality of research and teaching in German academia. By quantitative comparison with the current employment situation, our model calculation demonstrates that plannable career decisions can be enabled at an early stage without changing budgets or teaching duties. We also show that the counter argument of a "congestion" of positions is not substantiated, and that young scholars will still have the opportunity to start a career in the reformed system, while the total number of employees can be kept nearly constant.

Ten promotion and tenure tips for microbiologists and immunologists.

In this editorial, I share advice and general principles based on recent experiences as a mentor and evaluator for early-career microbiology and immunology faculty seeking promotion and tenure. I outline 10 recommendations covering research, service, teaching, and mentoring. In addition, I encourage nuanced conversations with colleagues to strategically navigate the unique promotion and tenure processes at different institutions. I hope that these practical tips will assist early-career faculty in attaining promotion and tenure, contributing to long-term scientific and career advances.

Social integration as a mediator of the association between housing tenure and health inequalities among China's migrants: A housing discrimination perspective.

Due to the housing affordability crisis and institutional discrimination embedded in China's housing system, which refers to the unequal rights between homeowners and renters, migrant renters face greater social exclusion and health inequalities compared to migrant homeowners. Although housing tenure is considered an important determinant of health, along with other socioeconomic factors, the pathways underlying the association between housing tenure and health remain overlooked. Using data from the 2017 China Migrants Dynamic Survey of 62,268 participants, this study examined the mediating effects of social integration between housing tenure and self-rated health, and whether housing affordability moderated the mediating effects. Simple mediation models showed that social integration partly mediated the association between housing tenure and self-rated health. Moderated mediation models revealed that housing affordability moderated the association between housing tenure and social integration, and did not moderate the association between social integration and self-rated health. Compared with migrants living in affordable housing, the mediating effect of social integration was significantly smaller among migrants living in unaffordable housing. The results add knowledge to previous literature by uncovering the underlying mechanisms between housing tenure and health and linking housing studies to social inequalities in health. Our study suggested that diminishing housing discrimination and improving housing affordability could not only be beneficial for migrants' health but also be helpful to narrowing the health inequalities among migrants.

Demographics and tenure of the Chilean urban dog population. A mathematical model.

BACKGROUND: Irresponsible dog ownership in urban areas is a public health concern with significant implications for human, animal, and environmental welfare. Factors such as abandonment, variations in adoption, insufficient supervision, emerging identification initiatives, and collective feeding impact the growth of stray dog populations and the transmission of diseases. Developing a modeling tool to understand the dynamics of canine population growth and the effect of human behavior on this phenomenon is essential. METHODS: An ordinary differential equation model was developed to depict the growth dynamics and movements of urban dog populations, distinguishing between those with owners (restricted and semi-restricted) and those without (stray and community dogs). Two equilibrium states of the system were analyzed: with and without the presence of individually owned dogs. An increase rate for the population of individually owned dogs was calculated, and a local sensitivity analysis was conducted to assess the impact of parameters on the reduction of this population. Additionally, two global sensitivity analysis methods were used to evaluate the simultaneous influence of the parameters. RESULTS: Findings indicate that system equilibrium depends on various dog categories. Although total eradication of stray and community dogs is unlikely, equilibrium levels are directly related to subpopulation growth rates, responsible ownership practices, and adoption and abandonment rates. The growth rates of the population of dogs without individual owners have a direct and proportional influence on their regulation, while adoption rates have an inverse and proportional effect. The study, through global sensitivity analysis, identifies key parameters for each dog subpopulation. For restricted dogs, environmental carrying capacity is the most variable factor; for semi-restricted dogs, awareness of responsible ownership is crucial. The abandonment of restricted dogs significantly impacts stray dog dynamics, while the transition from stray to community status is an important variable factor for community dogs. CONCLUSION: Addressing the situation of unowned dogs requires a collective effort to reduce risks associated with the spread of zoonotic diseases, environmental pollution, and biodiversity loss, thus contributing to public health and environmental conservation.

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator.

This study delves into the intricate relationships among job involvement (JI), perceived organizational support (POS), job insecurity (JIS), and organizational commitment (OC), with a particular focus on the mediating role of JIS within the context of the Malaysian private sector. The research delves into the antecedents of job insecurity and organizational commitment, offering insights to enhance commitment. Our study involved 440 employees in the Malaysian private sector, utilizing self-report questionnaires administered online. Notably, our findings underscore the significance of employment flexibility, job positions, and tenure in shaping JIS. Furthermore, we identify significant relationships among the variables: POS negatively predicts JIS, while JI, JIS, and POS collectively predict OC, with JIS partially mediating the POS-OC relationship. These empirically-grounded insights offer actionable guidance for organizations, empowering human resources practitioners to craft effective talent retention strategies and allocate resources strategically. In doing so, organizations can enhance employee productivity and bolster organizational commitment, ultimately contributing to sustained success in a dynamic work environment. These findings hold valuable implications for human resources practitioners, guiding the development of talent retention strategies and resource allocation to enhance employee productivity.

Exploring the Role of 'Intermediaries' between Non-Operating Landowners and Tenant Farmers in Promoting Conservation on Rented Farmland.

Promoting conservation on rented farmland is a challenge for stakeholders working with non-operating landowners (NOLs) and tenant farmers (operators). We conducted an online survey to identify stakeholders who engage with NOLs, and understand how their positioning as 'intermediaries' could be leveraged to help bridge the NOL-operator communication gap. A majority of identified stakeholders/intermediaries worked in government agencies, university extension, law firms, or farm management companies. Intermediaries believed that NOLs trusted them for several conservation activities, however, they believed that NOLs were more influenced by operators than by intermediaries. The message that engaging in conservation can help preserve the farm for future generation was perceived to be influential in motivating NOLs. Our findings suggest the need for a holistic approach to engage NOLs by accounting for trust in and influence of intermediaries and operators, and the salience of conservation messages and messaging when promoting conservation behaviors on rented farmlands.