373rd MEETING OF THE MEDICAL SCHOOL COUNCIL
3 p.m., Wednesday, September 17, 2008
School of Medicine Administration, Board Room 103
PRESENT: Drs. Armstrong, Barker, Brayton, Chou, Chuck, Cooke, Cromwell, DeLeon, Fine, Geller, Green, Halushka, Honeycutt, Herman, Honeycutt, Ishii, Li, Maragakis, McCarthy, McGrath-Morrow, Molinaro, Nussbaum, Reading, Resar, Sargent, Schramm, Wong, Yaster, Zellars, Zhen, Mss. Fairman, Nguyen, Oliver, and Foy.
ABSENT: Drs. Allaf, Bergles, Efron, Flynn, Goldstein, Huang, Leahy, Magaziner, Mooney (excused), Pidcock, Pomerantz, Robinson, Stivers, Tompkins, Tufaro, Yehia,
GUESTS: Drs. Clements and Dover, Ms. Lisa Heiser
The minutes of the June 18, 2008 meeting were approved.
II. Chair’s Report – Dr. Honeycutt
Dr. Honeycutt welcomed the new members and reviewed the responsibilities of membership. Duties include attending monthly meetings or sending a substitute, communicating Medical School Council business to one’s constituency, and bringing concerns of the faculty forward.
Dr. Honeycutt urged the council to continue business started during 2007-2008. She focused on the council’s intent in having faculty representation in the decision making process for benefits. Dr. Honeycutt noted there is no school-wide faculty sick leave or vacation policy which has resulted in some departments creating their own policies.
Dr. Honeycutt reported the results of the 2007 Faculty Salary Survey and Faculty Survey will be available in the next few months. She commented on the updated web-site that is now powered by Google.
Dr. Honeycutt thanked the Medical School Council for the support afforded to her during her tenure as Vice-Chair and Chair.
III. Diversity 2020- Drs. Janice Clements and George Dover
Dr. Clements circulated and reviewed a document entitled “Diversity and Inclusion Vision 2020” that summarized the work of the diversity effort of the last several years and outlined the Johns Hopkins Medicine diversity goals for the future.
The overall goal by 2020 is to have Johns Hopkins Medicine recognized by peer institutions, patients, and the community as the leading model for diversity and inclusion. Specific goals and suggested measures in three areas, Patient & Community, Workplace, and Talent Pipeline were addressed.
The document will be posted on the MSC website at: http://www.hopkinsmedicine.org medschoolcouncil /index.html.
Dr. Dover reviewed the Johns Hopkins Medicine Mission, Vision, and Core Value Statements, noting that diversity and inclusion have been included in the statements. He presented a four year summary of percent black at each level of training; medical school, graduate school, postdoctoral fellow, housestaff, and faculty, as well as the number of black faculty by rank. Data was also presented for total unrepresented minority (URM) faculty as a percent of faculty by rank. He noted black faculty has increased at the Assistant Professor rank since 2004 due to a variety of recruitment efforts.
Dr. Dover pointed out that identification of race and ethnicity is not presently self-reported. The gold standard is self-reporting and the University is exploring ways to make that happen.
Data was presented on percent resignations per year for URM and white/other faculty. It appears that over an eight year span the Institution may not be retaining URM faculty in the same proportion as white/other faculty.
Dr. Dover expanded on the activities the Diversity Committee will be taking to accomplish the goals outlined in the “Diversity and Inclusion Vision 2020” report. He commented on each of the three initiatives:
Patient & Community
- Address barriers to access and disparities in quality of care and outcomes at Johns Hopkins Medicine
- 75% of our community residents will view Johns Hopkins Medicine as a trusted partner
- 90% of each employee segment will view Johns Hopkins Medicine’s culture as a diverse and inclusive workplace.
- 90% of employees will perceive Johns Hopkins Medicine leaders and employees across the organization as culturally competent
- All levels of both medical and non-medical personnel will be representative of the talent pool
- 20% of Johns Hopkins Medicine’s top 100 medical and administrative leaders will be underrepresented minorities.
- 20% of the next 200 of Johns Hopkins Medicine’s medical and administrative leaders will be underrepresented minorities.
The Diversity Committee will be measuring the current baseline for each initiative, will develop action plans for each goal, share entity and department specific initiatives and best practices, and determine appropriate metrics and measure progress.
Dr. Clements reported two new dean level positions have been filled; an Associate Dean for Diversity, and an Assistant Dean for Minority Students.
Dr. Honeycutt thanked Drs. Clements and Dover for their presentation and for the important work of the Diversity Committee.
IV. Election of Officers
Dr. Honeycutt reviewed the duties of the Chair and Vice-Chair and opened the nomination process. Dr. Deborah Armstrong from Oncology, and Dr. Joseph Herman from Radiation Oncology were nominated for Chair and Vice-Chair, respectively. As there were no additional nominees, Drs. Armstrong and Herman were elected by acclamation.
As is customary, a member-at-large will be elected at the October meeting.
V. Other Business
Items suggested for discussion at future meetings included faculty sick leave and vacation policy and shuttle service between Greenspring Station and JHMI.
Dr. Honeycutt asked for volunteers to serve on the Medical School Council Agenda Committee and the Joint Oversight Committee on Faculty Development and Gender.
There being no further business this meeting was adjourned at 4:50 p.m.
Mary E. Foy
Future Medical School Council meetings:
All meetings will be held in the School of Medicine Board Room (SOM 103), 3:00 to 5:00 p.m.
October 15, 2008
November 12, 2008
December 10, 2008
January 21, 2009
February 18, 2009
March 18, 2009
April 15, 2009
May 20, 2009
June 17, 2009