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NEGOTIATING A FACULTY POSITION

NEGOTIATING A FACULTY POSITION. David M. Aronoff, MD Helen Bouchet, MD Didier Pittet, MD, MS Craig Rubens, MD, PhD Robert A. Bonomo, MD. http://fullonnegotiation.com/. NEGOTIATING A FACULTY POSITION THE VISITS. FIRST- JUST LIKE A FIRST DATE LOOK AND MAYBE TOUCH MY HAND THEY PAY FOR YOU

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NEGOTIATING A FACULTY POSITION

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  1. NEGOTIATING A FACULTY POSITION David M. Aronoff, MD Helen Bouchet, MD Didier Pittet, MD, MS Craig Rubens, MD, PhD Robert A. Bonomo, MD http://fullonnegotiation.com/

  2. NEGOTIATING A FACULTY POSITIONTHE VISITS • FIRST- JUST LIKE A FIRST DATE • LOOK AND MAYBE TOUCH MY HAND • THEY PAY FOR YOU • SECOND- NEXT FEW DATES • DETAILS, DETAILS, DETAILS • THEY BUY FOR YOU AND S.O. • EXPLORE REAL ESTATE AND AREA • THIRD- RARE BUT SOMETIMES • THEY PAY

  3. NEGOTIATING A FACULTY POSITIONPRIMARYFACTORS • POSITION • TIME • SPACE • MONEY

  4. NEGOTIATING A FACULTY POSITIONAssistant Professor • CLINICIAN SCIENTIST • CLINICIAN EDUCATOR • CLINICIAN CLINICIAN • RESEARCH FACULTY • TENURE TRACK • NON-TENURE TRACK – ANNUAL (“ACTING”) * KEY KNOWLEDGE * • DIVISION EXPECTATIONS • DEPARTMENT CRITERIA/GUIDELINES • FACULTY CODE • PROMOTION CRITERIA

  5. CLINICAL: TYPE % ON CALL - INCLUDES NON CONTIGUOUS - SPECIALTY VS NON-SPECIALTY OUTPATIENT CLINICS & FREQUENCY CORRELATION TO PROFEE GENERATION RESEARCH: TYPE BLOCK TIME VS INTERMITTENT CORRELATION TO FUNDING TEACHING: DIDACTIC &/or BEDSIDE STUDENTS, RESIDENTS & FELLOWS STAFF TRAINING MENTORING ADMINISTRATION: TRAINING PROGRAM CLINIC DIRECTION COURSE CHAIR LEADERSHIP COMMITTEES PROGRAM DEVELOPMENT NEGOTIATING A FACULTY POSITIONTIME FACTORS

  6. NEGOTIATING A FACULTY POSITIONSPACE FACTORS • OFFICE: • YOURS & WHAT SUPPLIED • SUPPORT STAFF • LOCATION • CLINIC PRACTICE: • LOCATION • SUPPORT STAFF • RESEARCH: • LOCATION – RELATIONSHIP TO OFFICE & CORES • DEDICATED BENCH or RESEARCH STAFF WORK SPACE • COMMON EQUIPMENT/CORE SERVICES • STAFF- SECRETARY, COORDINATORS, ETC. • ALLOCATION PROCESS & CONTROL • CRC

  7. NEGOTIATING A FACULTY POSITIONMONEY & RESOURCE FACTORS • SALARY: • START-UP • % EFFORT FOR TASKS & SOURCE • SOURCES: GRANTS, PROFEES, DIVISIONAL, DEPARTMENTAL, STATE • TIME COMMITMENT FOR EACH TASK RELATIVE TO SOURCE • POST START-UP EXPECTATIONS • TEACHING: • TIME, CURRICULUM, SUPPLIES, PERSONNEL, PREP RESOURCES • RESEARCH: • PERSONNEL – TECHS, TRAINEES, RESEARCH COORDINATORS, ETC • EQUIPMENT • SUPPLIES • PRE AWARD APPLICATION SERVICES • INTERNAL GRANT AWARD PROGRAMS • TIME FRAME & EXPECTATIONS • SHARED RESOURCES/EQUIPMENT • ACCESS TO CORE SERVICES • GRANTS MANAGEMENT • BUDGET MANAGEMENT – INDIRECT COST PRINCIPLES • IP SERVICE

  8. NEGOTIATING A FACULTY POSITIONTHE NEGOTIATION: PHASE I • LISTEN, TAKE NOTES, REFER TO THEM, ASK QUESTIONS, NO COMMITMENT AT DISCUSSION • DISCUSS TIME EXPECTATIONS • ASK SALARY EXPECTATIONS • GET RANGE FOR POSITION AT INSTITUTION • AAMC & AAAP STATISTICS- DISCUSS % • INCENTIVE OPPORTUNITIES • START-UP PACKAGE FOR RESEARCH OR EDUCATION: • DEPARTMENTAL AVERAGE • BUILD UPON WHAT IS PROVIDED AND ADDITIONAL NEEDS FOR YOUR PROGRAM • BE PRACTICAL & SPECIFIC • TAKE YOUR TIME – SETTING PARAMETERS FOR JOB & ROLE • START HIGHER & NEGOTIATE TO COMPROMISE • INTERNAL RECRUIT LESS THAN FROM OUTSIDE • IDENTIFY ADVOCATES AT NEW LOCATION • END DISCUSSION WITH APPRECIATION, RESPECT, COMMIT ONLY TO CONSIDERATION OF WHAT DISCUSSED

  9. NEGOTIATING A FACULTY POSITIONTHE NEGOTIATION: PHASE II • OCCURS USUALLY AT or AFTER 2ND VISIT • SPECIFIC QUESTIONS & CLARIFICATIONS • COUNTER PROPOSAL FOR SPECIFIC ISSUES • LISTEN TO RESPONSE. TAKE NOTES • USE RESOURCES FOR CONFIRMATION – MENTOR & NEW PEERS • REQUIRE WRITTEN DETAILS OF OFFER

  10. NEGOTIATING A FACULTY POSITIONTHE NEGOTIATION: PHASE III • REVIEW FINAL OFFER • CONSIDER CONTRACT (LEGAL) REVIEW • IF MISSING OR UNCLEAR ITEMS, ASK HOW TO CORRECT AND DO SO!! • WRITE IN OR ADDENDUM; INITIALS • UNDERSTAND TIMELINE • SIGN

  11. SIGH OF RELIEF!! I DID IT Oh God! NOW WHAT DO I DO???

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