scholarly journals Academic Careers in Pediatric Pharmacy: Part 2—Academic Advancement

2019 ◽  
Vol 24 (3) ◽  
pp. 183-193
Author(s):  
Allison B. Blackmer ◽  
Anita Siu ◽  
Angela Thornton ◽  
Peter N. Johnson ◽  
Kristen R. Nichols ◽  
...  
Keyword(s):  
Career Paths ◽  
Academic Career ◽  
Junior Faculty ◽  
Faculty Members ◽  
Academic Careers ◽  
Academic Evaluation ◽  
Academic Advancement ◽  
Faculty Positions ◽  
Key Aspects ◽  
Answer Format

An increasing number of pediatric clinical pharmacists are pursuing careers in academia. Once in an academic position, questions, challenges and benefits related to the processes of academic evaluation and advancement unique to pediatric academia often arise. This is the second article in a 2-part series that attempts to demystify pediatric faculty positions and address gaps in the literature regarding careers in pediatric-focused academic positions. The purpose of this article is to review key aspects pertaining to academic evaluation and the preparation for and process of academic advancement/promotion. A question and answer format is used to discuss common questions related to these processes and tips for success are provided. This article is primarily intended to be used as a helpful guide for junior faculty members as well as mid-level individuals seeking advancement; however, it will also benefit students, trainees, and practicing pharmacists seeking increased knowledge of pediatric academic career paths.

scholarly journals Gender as a Barrier for Women With Children in Academe

2004 ◽  
Vol 34 (1) ◽  
pp. 1-26 ◽  
Author(s):  
Carmen Armenti
Keyword(s):  
Career Paths ◽  
Academic Career ◽  
Academic Careers ◽  
Academic Life ◽  
Professional Lives ◽  
Career Trajectory ◽  
Full Membership ◽  
Women Professors ◽  
Depth Interviews

This research involved in-depth interviews with nineteen women professors, drawn from across various faculties and ranks at one Canadian university, and was intended to explore the interconnections between the women's personal and professional lives. The women in this study chose to combine having children with an academic career. Most of them depicted their career trajectory as a lifelong challenge, one that was both fulfilling and prestigious. In contrast, the women reported a number of obstacles in their career paths that served to prevent them from gaining full membership in academic life. This study probes the nature of such obstacles that are grouped into two categories: the child-related time crunch and the career-related time crunch. As a result of these obstacles, the women encountered childbearing/childrearing problems, research dilemmas, a willingness to leave the academy, and denial of tenure and promotion. Findings call for a restructuring of academic careers in order to effectively accommodate women with children in the profession.

Academic promotion and tenure: a user’s guide for junior faculty members

Hematology ◽  
2009 ◽  
Vol 2009 (1) ◽  
pp. 736-741 ◽  
Author(s):  
George R. Buchanan
Keyword(s):  
Academic Career ◽  
Junior Faculty ◽  
Faculty Members ◽  
Junior Faculty Member ◽  
Faculty Position ◽  
Academic Promotion ◽  
Promotion And Tenure ◽  
The Road ◽  
Academic Tracks ◽  
Definition Of

Abstract Securing a junior faculty position is an important early step in an academic career in hematology. Shortly thereafter one should begin to plan for eventual promotion and possible tenure. The process is not straightforward, as the “rules of the road” regarding academic positions, academic tracks, assessment and evaluation metrics, and timelines vary immensely from one institution to another. It is critically important, therefore, for the new junior faculty member to become knowledgeable about the institutional policies and “culture” regarding this process. This understanding includes the definition of and criteria for achieving tenure, the academic tracks and the policies for advancement on each track, and the process by which the institutional committee responsible for promotion and tenure conducts its activities. Learning the rules and successfully navigating the academic pathway will help ensure success by achieving the desired promotion and the self-satisfaction, prestige, and financial awards that may accompany it.

scholarly journals Facilitating Community Engagement in Academic Pharmacy Careers

2017 ◽  
Vol 8 (3) ◽  
pp. 6 ◽  
Author(s):  
Laura C Palombi
Keyword(s):  
Community Engagement ◽  
Conflict Of Interest ◽  
Expert Testimony ◽  
Conflicts Of Interest ◽  
Academic Career ◽  
Junior Faculty ◽  
Community Partnerships ◽  
Faculty Members ◽  
Teaching Research ◽  
Financial Interests

Despite the recognized value of community engagement in academic pharmacy, the implementation of sustainable and fruitful community partnerships can be challenging. This manuscript will highlight a junior faculty member’s journey with community engagement, sharing the ways that community engagement can guide an academic career and the benefits of community engagement in teaching, research and service. Also highlighted is the role – and argued responsibility - of the academic institution in community engagement, as well as an identification of the barriers that might be interfering with pharmacy faculty community engagement. Considerations for the development of faculty members striving to more fully incorporate engagement into their teaching, research, and service are provided. Conflict of Interest I declare no conflicts of interest or financial interests that the authors or members of their immediate families have in any product or service discussed in the manuscript, including grants (pending or received), employment, gifts, stock holdings or options, honoraria, consultancies, expert testimony, patents and royalties.   Type: Commentary

scholarly journals AN UPDATE ON THE RETURN OF THE GERIATRICS ACADEMIC CAREER AWARDS PROGRAM

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S372-S372
Author(s):  
Leland Waters ◽  
Maura Brennan
Keyword(s):  
Career Development ◽  
Health Care Professionals ◽  
Clinical Training ◽  
Academic Career ◽  
Health Resources ◽  
Junior Faculty ◽  
Faculty Members ◽  
Project Deliverables ◽  
Career Development Plan ◽  
Funding Opportunity

Abstract The Health Resources and Services Administration recently announced a notice of funding opportunity (NOFO) for the Geriatrics Academic Career Award Program (GACA). The purpose of the GACA program is to support the career development of individual junior faculty in geriatrics as academic geriatrics specialists and to provide clinical training in geriatrics, including the training of interprofessional teams of health care professionals. The GACA program is a mentorship model where the awardee is guided through a faculty career development plan, with required project deliverables, over the course of four years. The GACA supported 222 junior faculty members between 1998 and 2006, when it was discontinued. This initial NOFO provides funding for up to 26 awardees in the schools of allopathic medicine, osteopathic medicine, nursing, social work, psychology, dentistry, pharmacy, and allied health. This presentation will provide an up-to-date overview of the program with awardee demographics and project deliverables.

scholarly journals Road to Success: A Guide for Doctoral Students and Junior Faculty

2021 ◽  
Author(s):  
Viswanath Venkatesh
Keyword(s):  
Doctoral Students ◽  
Research Universities ◽  
Academic Career ◽  
Junior Faculty ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Senior Faculty ◽  
Life Balance ◽  
Phd Programs

This book provides guidance and tools to help PhD students and junior faculty members successfully navigate and mature through the various stages of an academic career. Senior faculty members can use this book as a source of ideas to advise their PhD students and junior colleagues. This book presents knowledge that is seldom imparted in PhD programs, and organizes the same as advice and tools related to achieving success at research, teaching and service, all while maintaining work-life balance. The advice and tools provided are based on years of experience of the author and guest contributors, who have successfully navigated many of the same challenges and mentored many PhD students and junior faculty members. This book is suitable both for those who seek careers in research universities or universities that promote greater balance across research, teaching and service.

Academic Career-Making in the Era of Globalizing Knowledge and a Globalized Knowledge Enterprise: Demands on Individuals and Constraints over Individuality

2019 ◽  
Vol 5 (2) ◽  
pp. 147-162
Keyword(s):  
Social Isolation ◽  
Social System ◽  
Academic Career ◽  
Social Process ◽  
Academic Careers ◽  
It Impacts ◽  
Knowledge Enterprise

Academic career-making in the era of globalizing knowledge and a globalized knowledge enterprise is not only an individual undertaking but also a social process. It impacts individual academicians as they meet requirements, secure resources, find opportunities, follow procedures, and build structures to make their careers. It has consequences for society as it establishes institutions, opens markets, provides media, creates values, and enforces rules to connect individual academicians and their products to the larger social system. This paper explores academic careers, and career-making as knowledge and the knowledge enterprise become globally hegemonic. Specifically, it examines how academic career-making makes demands on individuals in the form of brainwashing, emotion rechanneling, life-simplifying, and social isolation. It also investigates how academic careers place constraints over individuality by way of socialization, massing, fashion, and lifestyle. Received 16th October2018; Revised 10th April 2019; Accepted 20th April 2019

scholarly journals 136. In Their Own words: a Qualitative Analysis of Factors Contributing to Gender Bias in Academic Advancement in Infectious Disease

2020 ◽  
Vol 7 (Supplement_1) ◽  
pp. S198-S198
Author(s):  
Wendy Stead ◽  
Jennifer Manne-Goehler ◽  
Jasmine R Marcelin ◽  
Carlos Del Rio ◽  
Douglas Krakower
Keyword(s):  
Focus Group ◽  
Focus Groups ◽  
Gender Bias ◽  
Implicit Bias ◽  
Faculty Members ◽  
Full Professor ◽  
Major Theme ◽  
Academic Advancement ◽  
Assistant Professors ◽  
Implicit And Explicit

Abstract Background Large and persistent inequities in academic advancement exist between men and women faculty in academic Infectious Diseases (ID). To identify and characterize beliefs about why these inequities persist in ID, we asked ID faculty members to share their thoughts and experiences with the advancement process. Characteristics of Focus Group Participants Summary of Main Emergent Themes from Focus Group Analysis Methods We conducted four 60-minute focus groups with ID faculty members during IDWeek 2019. We enrolled women that were diverse geographically and in academic rank (i.e., Instructor/Assistant, Associate, Full Professor). We assigned women to focus groups by rank to minimize social desirability bias across rank. Our fourth focus group included only men who were Full Professors, to capture additional perspectives about barriers to advancement and solutions. (Table 1) We analyzed focus group discussion transcripts using content analysis. Results We identified nine main themes regarding inequities in academic advancement of women in ID. (Table 2) In all 4 focus groups, gender bias as a barrier to academic advancement was a major theme. Women Full Professors emphasized explicit gender bias such as sexual harassment and “predatory mentoring,” whereas women Instructors/Assistant Professors more frequently cited barriers related to implicit bias, such as obscure maternity leave policies and divisional meetings scheduled during childcare hours. Women Associate Professors cited implicit and explicit gender bias, while men Full Professors focused primarily on implicit bias. Women Instructors/Assistant Professors experienced the greatest difficulty in balancing demands of family with career, though this was a prominent theme in all groups. The perception that women less often utilize negotiation to advance themselves was a dominant theme for women Associate Professors, though all groups raised examples of this theme. Conclusion Gender bias, both implicit and explicit, is an important and ongoing barrier to equitable academic advancement of women in ID. Difficulty balancing demands of family with career and gender differences in professional negotiation are also perceived barriers that can be targeted by innovative programs and interventions to address gender disparities in academic advancement. Disclosures All Authors: No reported disclosures

scholarly journals How Much is a Full Professor Worth? The Challenge of Attracting the Best Talent

2015 ◽  
pp. 15-16
Author(s):  
Marcelo Knobel
Keyword(s):  
Higher Education ◽  
Career Development ◽  
Academic Freedom ◽  
Education System ◽  
Academic Career ◽  
The State ◽  
Faculty Members ◽  
Full Professor ◽  
Public Servants ◽  
Higher Education System

There are many factors that motivate the pursuit of an academic career, including academic freedom, prestige, stability, curiosity, among others. However, salary is also key to the future career choices of young talent. In the State of São Paulo, in Brazil, the salary of all public servants is currently tied to the salary of the governor, that, for political reasons, is kept at a rather low value. This fact is already having an effect on thousands of faculty members in the higher education system of the State. In this paper, I discuss how this salary limitation can influence the decision of young talent to follow an academic career and, put at risk a rather well developed higher education system. Furthermore, I discuss this issue in a broader context of strong regulation, a lack of competitiveness to support career development, and how this all undermines the commitment and morale of qualified professors.

scholarly journals The Diversity–Innovation Paradox in Science

2020 ◽  
Vol 117 (17) ◽  
pp. 9284-9291 ◽  
Author(s):  
Bas Hofstra ◽  
Vivek V. Kulkarni ◽  
Sebastian Munoz-Najar Galvez ◽  
Bryan He ◽  
Dan Jurafsky ◽  
...  
Keyword(s):  
Machine Learning ◽  
Text Analysis ◽  
Racial Minorities ◽  
Academic Careers ◽  
Prior Work ◽  
Underrepresented Groups ◽  
Scientific Careers ◽  
Faculty Positions ◽  
Majority Groups ◽  
Scientific Innovations

Prior work finds a diversity paradox: Diversity breeds innovation, yet underrepresented groups that diversify organizations have less successful careers within them. Does the diversity paradox hold for scientists as well? We study this by utilizing a near-complete population of ∼1.2 million US doctoral recipients from 1977 to 2015 and following their careers into publishing and faculty positions. We use text analysis and machine learning to answer a series of questions: How do we detect scientific innovations? Are underrepresented groups more likely to generate scientific innovations? And are the innovations of underrepresented groups adopted and rewarded? Our analyses show that underrepresented groups produce higher rates of scientific novelty. However, their novel contributions are devalued and discounted: For example, novel contributions by gender and racial minorities are taken up by other scholars at lower rates than novel contributions by gender and racial majorities, and equally impactful contributions of gender and racial minorities are less likely to result in successful scientific careers than for majority groups. These results suggest there may be unwarranted reproduction of stratification in academic careers that discounts diversity’s role in innovation and partly explains the underrepresentation of some groups in academia.

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