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343rd MEETING OF THE MEDICAL SCHOOL COUNCIL
3 p.m., Wednesday, June 22, 2005
School of Medicine Administration, Board Room 103
PRESENT: Drs. Belzberg, Bhattacharya, Blok, Choi, Denmeade, Dintzis, Hansel, Hillis, Holcroft, Leffler, Martinez, Miller, Niv, Pidcock, Sterni, Mr. Watkins, Mss. Foy, McCall, and Sandone,.
ABSENT: Drs. Adger, Ain, Awad, , Bhatti, Caterina, Chan, Colecraft, Cooper, Cormack, Dagnelie, DeLeon, Gabrielson, Hattar, Honeycutt, Horana, Iacobuzio-Donahue, Johnson-Greene, Kolodkin, Liu, Lorsch, Martins, Nicolaou, Pomper, Roper, Ross, Schulick, Segev, Walker, Woolf, Zellars, Ziegelstein, Messrs. Bagga and Grelotti.
GUESTS: Drs. Tesfaye and Wolberger, Mr. Coppola
The minutes of the May 11, 2005 meeting were approved.
II. Addition of Member from Center for Functional Anatomy & Evolution – Valerie DeLeon
Several years ago Functional Anatomy and Evolution became a free standing center reporting to the Dean’s Office. Prior to that time the faculty were under the aegis of the Department of Cell Biology. The Center faculty have been without a Medical School Council representative since the break from Cell Biology. They are now seeking representation on the MSC.
A motion was made, seconded, and carried that the center have it’s own representative to the Council.
III. Semi-annual Security Report – Mr. Joseph Coppola
Mr. Coppola presented Quarter 3, FY 2005 results. He happily reported a decrease in overall incidents as well as a decrease in the overall value of thefts.
He presented an incident comparison using 1993 as the base year, which was the year the current security department began under his leadership.
Mr. Coppola reported on-campus security is in good shape. He noted problems in areas adjacent to the campus and outlined efforts in working with the Baltimore City Police Department. There is a very good working relationship with the new police commissioner and the head of the Eastern District.
In responding to questions about the perception the campus is not safe, Mr. Coppola stated he will work with the Office of Corporate Communications to present a realistic and positive safety picture for applicants and visitors.
IV. Report on the Faculty Survey – Dr. Cynthia Wolberger
Dr. Wolberger presented the results of the 2004 survey conducted by the Faculty Development and Gender Committee and the final report of the committee. The committee took a data-driven approach and focused on four areas:
- Faculty Survey
- Department Director Interviews
- Salary Study
- Faculty Promotions and Attrition
Dr. Wolberger summarized each component of the report as follows:
Faculty Survey: 59% of the faculty participated, N=1020. Major findings: 1) women were substantially less likely than men to report having a voice in formal and informal departmental decision making or to have served in leadership roles; 2) women faculty were twice as likely as male faculty to report significant barriers to career advancement; 3) one-fifth of female faculty reported being subject to sexual harassment on one or more occasions; 4) women faculty reported more child care/family responsibilities and viewed these responsibilities as having slowed their career.
Seventy percent of both genders reported moderate to high levels of job satisfaction; sixty percent of both genders reported satisfaction with the balance between work and family.
Department Director Interviews: A two member team interviewed 30 department directors to provide data about recruitment and retention of faculty as well as systems they have in place for faculty development.
The majority of department directors reported the use of a search committee to recruit all or most faculty. The majority of directors indicated “work-life” issues need to be addressed to advance and retain women faculty. There was significant variability in department priorities, structures, and systems. Few women were identified as having leadership roles in departments, mentoring and annual reviews remain variable among departments.
Faculty Salary Study: In conjunction with statisticians at the Bloomberg School of Public Health, a multivariate analysis of salary by rank, years at rank, degree, and dept/specialty was undertaken. On average women earn 6.3% less than men. The relative difference between salaries of male and female faculty varies among departments and department groups.
Dr. Wolberger presented a case study to show the compound effect of salary differences over a period of time in total salary and retirement benefits.
The Salary Sub-committee recommends the School undertake an annual salary review. Salaries for faculty that vary significantly from the predicted target salary should be discussed with the department director and be justified based on objective criteria or the discrepancy should be eliminated.
Faculty Promotion and Attrition: Two cohorts of new faculty appointees (89-90 and 94-95) at the ranks of Assistant Professor and Associate Professor were analyzed for promotion progression. There were significant differences in rank and promotion for male and female faculty. The analysis showed that a smaller fraction of women than men are promoted to higher rank and that women spend longer at rank prior to promotion. Women in the cohort study also leave the School of Medicine faculty at a higher rate than male faculty.
Dr. Wolberger summarized the recommendation of the Faculty Development and Gender Committee as follows:
- Equal treatment of men and women must be an essential mission of the School
- Achieve and maintain salary equity
- Reduce conflicts with family responsibilities by promoting scheduling of conferences and other activities within the standard work week
- Allocate financial resources equitably
- Reduce sexual harassment; initiate Institutional-wide education and awareness program
- Appoint an Associate Dean for Faculty with an infrastructure to accomplish the recommendations in the report.
- Institute faculty exit interviews
- Appoint standing Medical School Council Committee on Faculty Issues
V. Teacher-Learner Conduct Policy – Dr. Redonda Miller
Dr. Miller presented the proposal guidelines for conduct in teacher/learner relationships. This document has been proposed in response to the LCME standard that requires medical schools to have formal guidelines on teacher/learner relationships.
This document has been approved by the Educational Policy Committee, the MA-PhD Committee, and the Graduate Medical Education Committee. It is being presented as an informational item to the Medical School Council. Dr. Thomas Koenig, Associate Dean for Student Affairs, drafted the document with input from University Legal Counsel. Questions or comments may be directed to Dr. Koenig.
VI. Report from Postdoctoral Association (PDA) – Dr. Abbey Tesfaye
Dr. Tesfaye began her presentation with a brief update on the AY 05 activities of the Postdoctoral Association (PDA), which represents some 1,500 postdoctoral students in the School of Medicine.
The association recently participated in a national postdoctoral student survey conducted by the Sigma Xi Scientific Research Society. Over 7,600 postdoctoral students representing 46 institutions participated in the survey. At the School of Medicine, 483 (37%) postdoctoral students completed the survey. Dr. Tesfaye reported the following for the Johns Hopkins PDA participants:
53.5% male, 45.2% female
56% age 30-34
56% U.S. citizens
84.5% hold Ph.D. degree
Majority of respondents were Caucasian (67.4%) and Asian (21%)
- New INS rules have decreased mobility for international postdoctoral students.
- 62% of respondents were in their first postdoctoral appointment. Most expect to spend 3-5 years in training.
- Two-thirds are supported by their P.I. on grants.
- $40,197 is the mean salary. U.S. citizens are paid an average of $42,593 compared to non-citizens at $36,924.
- Institutional reputation, type of institution, and advisor’s reputation are main reasons for choosing JHU.
- 50% expected formal training in grant writing, general writing, and project management. More training was expected by non-citizens.
- 48% reported receiving adequate research guidance. 54% reported lack of advisor time as major obstacle to good mentoring.
- 88% anticipate an academic career.
With regard to areas for improvement, family health insurance, paid parking, and a retirement plan were major areas noted.
Seventy five percent reported being satisfied or very satisfied with their overall experience. There appeared to be a lack of understanding about a number of benefit plans now available to fellows.
The PDA has identified a series of recommendations for the School of Medicine to consider that will address issues raised in the survey.
VII. Introduction of New Members – Dr. Hillis
Each member of the Medical School Council was introduced for the benefit of new members.
VIII. Other Business
There being no further business this meeting was adjourned at 5:05 p.m.
Mary E. Foy