大象传媒

TABLE OF CONTENT

I. INTRODUCTION
II. DESCRIPTION OF CLINICAL FACULTY
III. GENERAL CRITERIA FOR APPOINTMENT, REAPPOINTMENT AND PROMOTION
IV. DESCRIPTION OF RANKS AND EXPECTED PERFORMANCE FOR APPOINTMENT AND PROMOTION
V. APPOINTMENT, REAPPOINTMENT AND PROMOTION PROCEDURES
VI. PERFORMANCE FEEDBACK
VII. TERMINATION OF APPOINTMENT
VIII. REVIEW

I. INTRODUCTION

This policy describes the appointment, reappointment, and promotion of Clinical Faculty in the School of Medicine (鈥淪oM鈥�). This policy also describes the procedures in place in the SoM for performance evaluation, remediation and dismissal of Clinical Faculty.

In addition to this Policy, Clinical Faculty are subject to 大象传媒 University Policies and SoM Policies as amended from time to time.

II. DESCRIPTION OF CLINICAL FACULTY

Clinical Faculty members are practicing healthcare professionals and governed by the and licensed by the .

Clinical Faculty members participate in academic activities and maintain clinical competence while engaged primarily in the practice of their professions outside of the SoM. While the delivery of skills-based instruction, case-based learning, and clinical supervision is the primary contribution of Clinical Faculty, academic administration, service and scholarly activity is also recognized and encouraged.

III. GENERAL CRITERIA FOR APPOINTMENT, REAPPOINTMENT AND PROMOTION

A. Delivery of skills-based instruction and case-based learning.

Clinical Faculty are primarily engaged in the delivery of skills-based instruction and case-based learning and supervision of medical students, residents and/or fellows in clinical or campus-based settings. Clinical Faculty supervise medical students, residents, and fellows, engaged in clinical activities (direct patient care). These activities can take on various forms (e.g., small group discussion seminars, case presentations, simulation labs/clinics, traditional classroom settings, etc.) and be undertaken in various locations including at the University or in hospitals, community clinics or other community settings. Regardless of form or location, Clinical Faculty are expected to demonstrate commitment and capability as described in the requirements of appointment rank in Section IV. Relevant innovations such as the development of effective and innovative instructional resources or evaluation tools are also considered to be valued activities for Clinical Faculty.

B. Service & Leadership.

Service and leadership include making significant contributions to the SoM and to the broader University or to the profession. Service and leadership within the SoM may include activities such as educational leadership, holding formal administrative appointments, serving on SoM   committees, or participating in key SoM activities such as conducting admissions interviews or participating in community and/or public events. Service can also include service to the profession of medicine, such as being the editor of a journal, participating in professional organizations, government committees, advising government and sitting on not-for-profit boards, etc.

C. Scholarly Activity.

The criteria for scholarly contributions and competent performance are applied with increasing stringency as experience and rank increases. Scholarly activity is not required for ranks below Associate Professor.

Examples of scholarly activity include:

• Research activity (e.g. primary investigator or co-investigator, etc. in collaborative studies).
• Publications and presentations (including those related to education or educational materials).
• Contributions to the advancement of knowledge (e.g., development or publication of new concepts or techniques, invention of medical apparatus, description of illnesses or critical review of published work).
• Knowledge mobilization including activities aimed at disseminating research findings to broader audiences, including community engagement.
• Developing innovative instructional and other methods in areas such as curricula, clinical or community practices, educational policy or educational assessment tools, with dissemination and peer acceptance, or have performed influential research related to medical education.

D. Clinical Competence.

Clinical competence as professionally mandated is expected of all Clinical Faculty. Clinical Faculty are encouraged to track the development of special interests and expertise, as well as the development and implementation of any new techniques, clinical innovations and novel approaches to clinical care delivery. These are factors that may be considered in an application for promotion.

IV. DESCRIPTION OF RANKS AND EXPECTED PERFORMANCE FOR APPOINTMENT AND PROMOTION

Clinical Faculty are eligible for promotion, as described in this Policy, but are not eligible for tenure at any rank. All appointments are limited term appointments, subject to renewal (reappointment) in accordance with this Policy.

A. Clinical Instructor.

A candidate for appointment and reappointment at this rank will meet the following:

• Demonstrated clinical competence.
• Demonstrated competence in the delivery of skills-based instruction and case-based learning of medical students, residents and/or fellows in a clinical or classroom setting, or the interest and willingness to utilize their skills and experience in these activities.
• Demonstrated commitment to upholding the Mission, Vision, and Core Values of the SoM.

B. Clinical Assistant Professor.

A candidate for appointment, reappointment, or promotion to this rank will meet the criteria of the lower rank as well as:

• Demonstrated commitment and capability in the delivery of skills-based instruction and case-based learning according to applicable SoM criteria and guidelines.
• Sustained commitment to the SoM as evidenced by a minimum academic contribution (normally 25 hours per year, averaged over the term of the contract).
• Demonstrated efforts to improve their delivery of skills-based instruction and case-based learning (e.g., learning about techniques, professional development).
• Taken an active role in professional organizations (local/provincial/territorial). Developed a local reputation as a leader in their field.
• Contributed meaningfully to the administration and/or service activities and/or quality improvement of his or her hospital, agency, professional organization, the SoM or University.
• Demonstrated clinical competence.
• Scholarly Activity is not required for appointment or promotion to this rank but will be recognized.

C.      Clinical Associate Professor.

A candidate for appointment, reappointment, or promotion to this rank will meet the criteria of the lower rank as well as:

• Demonstrated a high degree of competence in delivery of skills-based instruction and case-based learning according to applicable SoM criteria and guidelines.
• Sustained commitment to the SoM as evidenced by a minimum academic contribution (normally 25 hours per year, averaged over the term of the contract).
• Valued mentor to other educators and/or learners.
• Demonstrated leadership (e.g. taken a prominent role in professional organizations (provincial/national)).  Developed a provincial reputation as a leader in their field.
• Significant contributions to the administration and/or service activities and/or quality improvement of their hospital, agency, professional organization, the SoM or University.
• Recognized as a highly competent clinician.
• Scholarly activity is required for appointment or promotion to this rank and will be recognized.

D. Clinical Professor.

A candidate for appointment and reappointment at this rank will meet the criteria of the lower rank as well as:

• Demonstrated outstanding achievements in the delivery of skills-based instruction and case-based learning according to applicable SoM criteria and guidelines.
• Sustained commitment to the SoM as evidenced by a minimum academic contribution (normally 25 hours per year, averaged over the term of the contract).
• Outstanding mentor to other educators and/or learners. 
• Distinguished service to the administration and/or service activities and/or quality improvement of their hospital, agency, professional organization, the SoM or University.
• Demonstrated leadership (e.g.  taken a prominent role in professional organizations (national/international)).  Developed a provincial and preferably national reputation as a leader in their field.
• Recognized as an outstanding clinician.
• Sustained scholarly activity will be required.

V. APPOINTMENT, REAPPOINTMENT AND PROMOTION PROCEDURES

All Clinical Faculty appointments, reappointments and promotions are granted by the Dean of the SoM. Once granted, the Clinical Faculty member will be required to sign a contract detailing the terms of their appointment.

The Dean will form a Clinical Faculty Appointment and Promotions Committee (鈥淐FAPC鈥�) annually. The CFAPC will be composed of an Associate Dean in the SoM who will act as Chair, along with 4-5 other faculty members in the SoM (for clarity, faculty members can include academic administrators who hold a faculty appointment in the SoM). The Dean may appoint faculty members from other faculties in the University if, in the Dean鈥檚 view, it is required. Committee deliberations are in confidence and recommendations of the committee are based on a majority vote. The Chair will only vote in the event of a tie.^[1]

The CFAPC methodology and procedures will be guided by applicable SoM criteria and guidelines as described in the SoM Principles and Procedures of Faculty Governance.

A. Appointment.

Initial appointments are typically at the rank of Clinical Instructor. Initial appointments at a higher ranking may be considered on a case-by-case basis. Initial appointments are normally for a 3-year period. Appointments are renewable upon review in accordance with this Policy.

As provided below, the process for new Clinical Faculty appointments depends on rank.

i. Clinical Instructor

Applications for a Clinical Instructor position are received and reviewed by the Chair of the CFAPC. The Dean will in turn consider the application and decide whether an appointment will be granted. A vote by CFAPC is not required.

ii. Clinical Assistant Professor, Clinical Associate Professor and Clinical Professor

Applications for appointment at these ranks will be reviewed by the CFAPC and recommendations to approve or deny the application will be provided by the Chair of the CFAPC to the Dean. The Dean will consider the CFAPC recommendation along with the application and decide whether an appointment will be granted.

B. Reappointment.

The Chair of the CFAPC will initiate a review of clinical faculty appointments at least once per year.

Clinical Faculty members who are nearing the end of their term will have their performance and qualifications reviewed in accordance with this policy and the criteria as established in the School of Medicine Appointments, Tenure and Promotion Framework, and if satisfactory, will be invited to apply for reappointment.

The Chair of the CFAPC will review the reappointment application to ensure that the Clinical Faculty meets the requirements for reappointment in accordance with this Policy as well as any applicable SoM criteria and guidelines. The Chair will make a recommendation for reappointment to the Dean. The Dean will consider the recommendation along with all materials and decide whether reappointment will be granted. A vote by CFAPC is not required.

C. Promotion.

The Chair of the CFAPC will send out a call for promotion applications once per year. Applications for promotion will be submitted to the Chair of the CFAPC and reviewed by the CFAPC. Committee deliberations are in confidence and recommendations of the committee are based on a majority vote by secret ballot. The recommendation will summarize both the majority and minority views. The Dean will consider the CFAPC recommendation along with all materials and decide whether promotion will be granted.

If an application for promotion is unsuccessful, a Clinical Faculty member may only apply for promotion again after a 1-year period from the date of the initial application.

D. Reappointment & Promotion.

Clinical Faculty may also apply for promotion at the same time as they submit an application for reappointment. Applications for reappointment and promotion must be submitted at least six months prior to the appointment term end. 

Applications for reappointment & promotion will be submitted to the Chair of the CFAPC and reviewed by the CFAPC. Committee deliberations are in confidence and recommendations of the committee are based on a majority vote by secret ballot. The CFAPC will vote separately on the matters of reappointment and promotion. The recommendation will summarize both the majority and minority views. The Dean will consider the CFAPC鈥檚 recommendation along with all materials and decide whether reappointment and/or promotion will be granted.

If the Dean is in favour of reappointment but not promotion, reappointment will be granted and the Clinical Faculty member will be provided with the rationale for unsuccessful promotion.  If the Dean is neither in favour of reappointment or promotion, the Clinical Faculty member will be provided with the rationale for unsuccessful reappointment and promotion. Promotion will not be considered if the Dean decides that reappointment will not be granted.

E. Appeals of Negative Reappointment and/or Promotion Decisions.

If reappointment and/or promotion is not recommended by the CFAPC, the Clinical Faculty member will be provided with the rationale for their non-renewal or unsuccessful promotion by the Chair of the CFAPC. The Clinical Faculty member may appeal the decision by written notice to the Dean within 30 days of notification of the decision.

The appeal will be reviewed by the Clinical Faculty Reappointment and Promotion Appeal Committee (鈥淐FRPAC鈥�). CFRPAC will be composed of an Associate Dean designated by the Dean to perform the role (the Associate Dean must not have sat on the CFAPC for the Clinical Faculty member at issue) who will act as Chair and 4-5 faculty members in the SoM (for clarity, faculty members can include academic administrators who hold faculty appointments in the SoM) selected by the Dean ^[2] A faculty member who reviewed the application for promotion cannot sit on the CFRPAC for the appeal. The Committee may make its decision based on written record or, at its discretion, elect to provide the Clinical Faculty member the opportunity to make oral submissions. Committee deliberations are in confidence and recommendations of the committee are based on a majority vote by secret ballot. The Chair will only vote in the event of a tie. The CFRPAC will provide a recommendation to the Dean that reflects both the majority and minority views. The Dean will consider CFRPAC recommendation and provide the Clinical Faculty member with a final decision in writing. 

VI. PERFORMANCE FEEDBACK

Clinical Faculty are required to undergo a formal review at least twice during their appointment term. One will occur halfway through the appointment, and the other a minimum of 3 months prior to end of the appointment. The purpose of these reviews is to acknowledge contributions, review performance and, where necessary, provide mentorship. This process will be conducted by the Chair of the CFAPC or other position, as determined by the Dean.

Clinical Faculty must maintain an up-to-date record of their activities, including delivery of skills-based instruction and case-based learning activities and other assigned academic activities. They are expected to maintain a curriculum vitae to document academic activities and achievements.

VII. TERMINATION OF APPOINTMENT

A. Termination of Appointment

Failure to renew a term appointment does not constitute termination. Reappointment is neither promised nor guaranteed.

i. Suspension or cancellation of license to practice

Clinical Faculty Members are practicing healthcare professionals governed by the  and licensed by the . Maintaining their licence is a condition of employment. Suspension or cancellation of a Clinical Faculty member鈥檚 license will result in the immediate termination of the faculty member鈥檚 Clinical Faculty appointment.

A Clinical Faculty Member is required to immediately report to their Dean any change in the maintenance of the member鈥檚 certification with the . Failure to report such change constitutes independent grounds for termination.

ii. Termination by the Dean

A Clinical Faculty Member鈥檚 appointment can only be terminated by the University during the term by the Dean.

If the Dean is considering terminating a Clinical Faculty Member鈥檚 appointment for any reason other than the suspension or cancellation of license to practice, that faculty member will be notified in writing and provided with an opportunity to meet with the Dean and to present any additional information for consideration, including any mitigating circumstances. This meeting will take place before the Dean makes a final decision.

iii. Resignation

Should a Clinical Faculty Member wish to resign their appointment, they are encouraged to provide the Dean with as much notice as possible and at least three months of notice to ensure alternative arrangements for their responsibilities can be made Clinical Faculty are required to undergo a formal review at least twice during their appointment term. One will occur halfway through the appointment, and the other a minimum of 3 months prior to end of the appointment. The purpose of these reviews is to acknowledge contributions, review performance and, where necessary, provide mentorship. This process will be conducted by the Chair of the CFAPC or other position, as determined by the Dean.

Clinical Faculty must maintain an up-to-date record of their activities, including delivery of skills-based instruction and case-based learning activities and other assigned academic activities. They are expected to maintain a curriculum vitae to document academic activities and achievements.

VIII. REVIEW

This policy will be reviewed at least annually.

^[1][2]This is a transitional provision. The SoM anticipates that Clinical Faculty members will become involved in electing CFARPC members. Once, in the Dean鈥檚 view, there are sufficient SoM Clinical Faculty to make doing so practical, this Policy will be revised.