University of Arizona, College of Pharmacy, Tucson, Arizona
University of Arizona, College of Agriculture and Life Sciences, Tucson, Arizona.
Am J Pharm Educ. 2021 Mar;85(3):8428. doi: 10.5688/ajpe8428. Epub 2020 Dec 4.
Although there are at least twice as many non-tenure-track first-time pharmacy faculty as tenured and tenure-track first-time pharmacy faculty entering academia based on data collected from 2013 to 2019, there are ongoing equity, inclusion, and advancement issues between these categories of faculty that require consideration. Contracts with clear descriptions of responsibilities are needed along with regular evaluations and promotion opportunities based on the faculty member's performance of the assigned responsibilities, appropriate compensation including fringe benefits, inclusion in institutional voting and governance, and due process protections against abrupt termination. Further, universities and schools and colleges of pharmacy should foster a culture that values all faculty regardless of rank or position. The purpose of this commentary is to describe ongoing efforts and lessons learned by one public university with a college of pharmacy that has non-tenure-track and tenure-track faculty. Our hope is to provide insight into how these experiences could be used as a basis to inform changes in policy by other universities with a school or college of pharmacy, as well as to inform possible changes to the Academy's policies.
虽然根据 2013 年至 2019 年收集的数据，进入学术界的非终身教职的新药学教师（首次任教）人数是终身教职和终身轨新药学教师的两倍多，但这些教师群体之间仍存在着需要考虑的公平性、包容性和晋升问题。需要签订明确描述职责的合同，并根据教师履行指定职责的情况进行定期评估和晋升机会，提供适当的薪酬，包括额外福利，参与机构投票和治理，并在突然终止时提供正当程序保护。此外，大学和药学院/系应该营造一种重视所有教师的文化，无论其职位或地位如何。本评论的目的是描述一所拥有非终身教职和终身教职教师的公立大学正在进行的努力和经验教训。我们希望提供一些见解，说明这些经验如何可以作为其他拥有药学院/系的大学制定政策变革的基础，并为学院的政策可能发生的变化提供信息。
