University of California, San Diego, La Jolla, California; the University of Iowa, Iowa City, Iowa; Virginia Commonwealth University, Richmond, Virginia; the University of Texas, at Austin, Austin, Texas; the University of California, San Francisco, San Francisco, California; the University of Michigan, Ann Arbor, Michigan; and the Virginia Tech Carilion School of Medicine, Roanoke, Virginia.
Obstet Gynecol. 2020 Nov;136(5):981-986. doi: 10.1097/AOG.0000000000004100.
Shortly after its inception, the Society for Academic Specialists in General Obstetrics and Gynecology recognized that no data described the composition and faculty activities of "academic generalist divisions." Consequently, in 2018, the Society for Academic Specialists in General Obstetrics and Gynecology appointed a presidential task force and conducted the current surveys of chairs and division directors and key informant interviews to understand the composition and faculty activities in divisions of academic specialists in departments of obstetrics and gynecology and propose criteria for excellence in each mission area to guide development of divisions. In 2014, with Society for Academic Specialists in General Obstetrics and Gynecology's guidance, these divisions were referred to as academic specialists divisions and the faculty within as academic specialists to emphasize that they provide specialized women's health care in academic settings. The divisions comprised approximately 30% of departments' full-time faculty (median 12). In 27% of the departments, these divisions contributed more than half of departmental revenue, and 49% contributed 26-50%. Nearly 90% of divisions provided a sizeable proportion of the department's total teaching efforts. Compensation relied more on clinical productivity than on seniority, quality, academic contributions, or academic rank. Subsequently, five performance domains were identified to help divisions define divisional excellence: clinical, education, research, service & advocacy, and academic environment. Furthermore, excellent divisions were characterized as those with outstanding clinicians and educators who emphasize scholarly productivity. Although academic specialists contribute significantly to their departments' financial, clinical, and educational productivity, many have limited opportunities for scholarly activity. Achieving divisional excellence likely will depend on the ability to recruit and retain faculty with career expectations that align with the division's prioritized performance domains.
该学会成立后不久，就意识到没有数据描述“学术通才部门”的组成和师资活动。因此，2018 年，该学会任命了一个主席特别工作组，并进行了目前对主席和部门主任的调查以及关键知情者访谈，以了解妇产科系学术专家部门的组成和师资活动，并为每个使命领域的卓越提出标准，以指导部门的发展。2014 年，在学会的指导下，这些部门被称为学术专家部门，其内部的教师被称为学术专家，以强调他们在学术环境中提供专业的妇女保健服务。这些部门约占系全职教师的 30%（中位数为 12）。在 27%的部门中，这些部门贡献了部门收入的一半以上，而 49%的部门贡献了 26-50%。近 90%的部门提供了部门总教学工作的相当大比例。薪酬更多地依赖于临床生产力，而不是资历、质量、学术贡献或学术等级。随后，确定了五个绩效领域来帮助部门定义部门卓越：临床、教育、研究、服务和倡导以及学术环境。此外，优秀部门的特点是拥有杰出的临床医生和教育工作者，他们强调学术成果。尽管学术专家为部门的财务、临床和教育生产力做出了重大贡献，但许多人获得学术活动的机会有限。实现部门卓越可能取决于招募和留住具有与部门优先绩效领域一致的职业期望的教师的能力。
