Wagner Emily A, Jansen Jaclyn H, DeLuna Hannah, Anderson Katherine, Doehring Marla C, Welch Julie L
Department of Emergency Medicine, Regions Hospital, HealthPartners; Department of Pediatrics, University of Minnesota, Minneapolis, Minnesota, USA.
Department of Emergency Medicine, Indiana University School of Medicine, Indianapolis, Cincinatti, OH, USA.
Womens Health Rep (New Rochelle). 2022 Jan 31;3(1):67-77. doi: 10.1089/whr.2021.0070. eCollection 2022.
Flexible work-life policies for medical school faculty are necessary to support career progress, advancement, retention, and job satisfaction. Our objective was to perform a 10-year follow-up descriptive assessment of the availability of flexible work-life policies for faculty in medical schools in the Big Ten Conference. In this descriptive study, a modified objective scoring system was used to evaluate the flexibility of faculty work-life policies at 13 medical schools in the Big Ten Conference. Policy information was obtained from institutional websites and verified with the human resources offices. Scores from the 2011 study and 2020 were compared. Michigan State and Ohio State Universities offered the most flexible policies (score 17.75/22) with the Universities of Maryland and Minnesota following (score 16/22). The largest delta scores, indicating more flexible policies in the past decade, were at University of Minnesota (5.25) and University of Michigan (5). Policies for parental leave and part-time faculty varied widely. Most schools earned an additional point in the newly added category of "flexible scheduling and return-to-work policies." Nearly every institution reported dedicated lactation spaces and improved childcare options. : Limitations included missing policy data and interpretation bias in reviewing the policy websites, unavailable baseline data for schools that joined the Big Ten after the 2011 study, and unavailable baseline data for the additional category of return-to-work policies. While progress has been made, every institution should challenge themselves to review flexibility in work-life policies for faculty. It is important to advance a healthy competition with the goal to achieve more forward-thinking policies that improve retention, recruitment, and advancement of faculty. Big Ten institutions can continue to advance their policies by providing greater ease of access to options, further expansion of parental leave and childcare support, and offering more flexible policies for part-time faculty.
医学院教职员工灵活的工作与生活政策对于支持职业发展、晋升、留任以及工作满意度而言是必要的。我们的目标是对十大联盟（Big Ten Conference）医学院教职员工灵活工作与生活政策的可用性进行为期10年的随访描述性评估。在这项描述性研究中，采用了一种经过修改的客观评分系统来评估十大联盟13所医学院教职员工工作与生活政策的灵活性。政策信息从机构网站获取，并经人力资源办公室核实。比较了2011年和2020年研究的得分。密歇根州立大学和俄亥俄州立大学提供了最灵活的政策（得分17.75/22），其次是马里兰大学和明尼苏达大学（得分16/22）。最大的得分差值表明在过去十年中政策更加灵活，这在明尼苏达大学（5.25）和密歇根大学（5）最为明显。育儿假和兼职教职员工政策差异很大。大多数学校在新增加的“灵活排班和重返工作岗位政策”类别中额外获得一分。几乎每个机构都报告了设有专用的哺乳空间并改善了儿童保育选择。局限性包括政策数据缺失以及在审查政策网站时存在解释偏差，2011年研究后加入十大联盟的学校没有可用的基线数据，以及重返工作岗位政策这一额外类别的基线数据不可用。虽然已经取得了进展，但每个机构都应自我挑战，审查教职员工工作与生活政策的灵活性。开展良性竞争很重要，目标是实现更具前瞻性的政策，以改善教职员工的留任、招聘和晋升。十大联盟机构可以通过更方便地获取各种选择、进一步扩大育儿假和儿童保育支持，并为兼职教职员工提供更灵活的政策来继续推进其政策。
