Jones R F, Gold J S
Division of Institutional Planning and Development, Association of American Medical Colleges, Washington, D.C., USA.
Acad Med. 1998 Feb;73(2):212-9. doi: 10.1097/00001888-199802000-00023.
The authors present recent data on changes under way in and the current status of faculty appointment and tenure policies in U.S. medical schools. The data are drawn from a survey conducted by the Association of American Medical Colleges in 1997, to which deans at all 125 U.S. allopathic medical schools responded, supplemented by follow-up telephone and electronic mail inquiries. Faculty evaluation systems and faculty compensation systems top the list of areas in which medical schools are most frequently making policy changes, with approximately half of the schools involved in each area. Changes in evaluation systems reflect an increasing emphasis on post-tenure review. Changes in compensation systems are characterized by the division of pay into separate components, each with its own financial guarantees and with the level of compensation tied specifically to measures of individual and group productivity. Other policy changes include introducing new faculty tracks and career pathways, redefining or clarifying the portion of salary or compensation that is defined by tenure, lengthening the pre-tenure probationary period, and modifying the link between promotion and tenure. Of the 125 medical schools in the United States, only five do not award tenure, while another six effectively limit eligibility for tenure to basic science faculty. These numbers are unchanged from those reported in 1994. Only two schools indicated that eliminating tenure or ceasing to make tenure-eligible appointments was being considered, and neither reported that a policy change was imminent. Current data on the status of tenure guarantees, tenure probationary periods, other tenure eligibility criteria, and special clinical tracks are provided. Nearly three fourths of the medical schools in the United States now have a separate and distinct faculty track for full-time clinical faculty whose primary responsibilities are in patient care and teaching. The vast majority of these tracks do not permit faculty to be tenured, but 71% require evidence of scholarship for promotion. The authors conclude that faculty personnel policies in medical schools are likely to continue to evolve, consistent with a growing insinuation of the corporate culture into academia.
作者介绍了美国医学院教师聘任和终身教职政策的变化及现状的最新数据。这些数据来自1997年美国医学院协会开展的一项调查，美国125所opathic医学院的院长均对此做出了回应，并辅以后续的电话和电子邮件询问。教师评估系统和教师薪酬系统是医学院最常进行政策调整的领域，每个领域约有一半的学校参与其中。评估系统的变化反映出对终身教职后评审的日益重视。薪酬系统的变化特点是将薪酬分为不同部分，每个部分都有自己的财务保障，薪酬水平与个人和团队生产力的衡量标准具体挂钩。其他政策变化包括引入新的教师职级和职业发展路径、重新定义或明确由终身教职确定的薪资或薪酬部分、延长终身教职前的试用期，以及修改晋升与终身教职之间的联系。在美国的125所医学院中，只有5所不授予终身教职，另有6所实际上将终身教职的资格限制在基础科学教师范围内。这些数字与1994年报告的数字没有变化。只有两所学校表示正在考虑取消终身教职或不再进行有资格获得终身教职的聘任，且均未报告即将进行政策调整。文中提供了关于终身教职保障状况、终身教职试用期、其他终身教职资格标准和特殊临床职级的当前数据。美国近四分之三的医学院现在为主要负责患者护理和教学的全职临床教师设有单独且不同的教师职级。这些职级中的绝大多数不允许教师获得终身教职，但71%要求有学术成果证据才能晋升。作者得出结论，医学院的教师人事政策可能会继续演变，这与企业文化日益融入学术界的情况相一致。
