Liu Mandy, Mallon William T
Association of American Medical Colleges, Washington, DC 20037-1127, USA.
Acad Med. 2004 Mar;79(3):205-13. doi: 10.1097/00001888-200403000-00003.
This article-based on a 2002 survey of 125 U.S. allopathic medical schools, reviews of institutional policy documents, and interviews with medical school leaders-explores and analyzes three trends in appointment and tenure policies for basic science faculty at U.S. medical schools. First, the percentage of full-time, nontenure track basic science faculty has increased, from 12% in 1980 to 20% in 2000. More dramatically, by the late 1990s, the percentage of new basic science faculty hired on a nontenure track surpassed the percentage hired on a traditional tenure-track line. This development stems from the tendency of some schools to appoint faculty to nontenure-eligible "research scientists" faculty tracks, to hire junior faculty on 100% grant funding, and to allow nontenure-track faculty to switch to the tenure track as their research career progresses. The second trend is an alteration to the tenure financial guarantee. Historically, at most medical schools, it was assumed that tenure guaranteed total institutional salary for basic scientists. Schools have begun to redefine that commitment to less than full salary to protect against financial vulnerabilities and to provide a means to reduce faculty salaries, if warranted. The third trend is increased flexibility to pretenure policies. Schools have lengthened probationary periods, revised up-or-out provisions, instituted stopping-the-tenure-clock policies and less-than-full-time appointments, and permitted faculty to switch between the tenure and nontenure tracks. These policy modifications recognize the increased professional and personal demands on faculty time.
本文基于2002年对125所美国全科医学医学院的调查、机构政策文件审查以及对医学院领导的访谈，探讨并分析了美国医学院基础科学教师聘任和终身教职政策的三个趋势。首先，非终身教职的全职基础科学教师比例有所增加，从1980年的12%增至2000年的20%。更显著的是，到20世纪90年代后期，新聘任的非终身教职基础科学教师比例超过了传统终身教职系列的聘任比例。这种发展源于一些学校倾向于将教师任命为不符合终身教职资格的“研究科学家”教职系列，以100%的资助资金聘用初级教师，并允许非终身教职教师随着其研究事业的发展转向终身教职系列。第二个趋势是终身教职财务保障的改变。从历史上看，在大多数医学院，人们认为终身教职能保证基础科学家获得机构的全额工资。学校已开始将这一承诺重新定义为低于全额工资，以防范财务风险，并在必要时提供降低教师工资的手段。第三个趋势是终身教职前政策的灵活性增加。学校延长了试用期，修订了“不晋升即离职”的规定，制定了“暂停终身教职时钟”政策和非全职任命，并允许教师在终身教职和非终身教职系列之间转换。这些政策调整认识到教师时间面临的专业和个人需求增加。
