Survey of Academic Departments Related to Anatomy

Faculty Data	Salary & Funding Data	Infrastructure	Training by Subject	Teaching Gross Anatomy
Verbatim Responses You indicated that you anticipate great or moderate difficulty in finding people to teach Gross Anatomy. How do you plan to fill vacancies in this field? What type of incentives does the institution provide for department faculty to augment their salaries from grant funds?

Faculty Data

Mean number of personnel and students per department in each of the categories listed.
	Full-time	Part-time	Tenured	Tenure- track	Non-tenure track	Male	Female	U.S. Citizen	Non-U.S. Citizen
Professor	5.6	1.3	5.8	1.8	0.9	5.2	1.5	5.6	1.2
Associate Professor	4.2	0.9	3.3	1.4	1.4	3.5	1.4	4.3	0.8
Assistant Professor	4.0	0.9	0.2	2.7	2.3	2.9	1.9	3.6	1.5
Instructor/Lecturer	1.3	1.0	0.1	0.0	1.8	1.2	1.3	1.7	0.8
Subtotals	15.1	4.1	9.4	5.9	6.4	12.8	6.1	15.2	4.3
Postdoctoral fellows	7.5	0.2	-	-	-	5.0	3.7	3.0	5.7
Medical students	73.0	7.4	-	-	-	44.9	45.1	51.2	12.3
Graduate students	12.2	1.3	-	-	-	7.3	7.3	10.8	4.4
Admin support	4.5	0.9	-	-	-	1.4	4.0	-	-

Mean number of authorized, but unfilled, full-time positions per department as of April 30, 2002:

1.4

Percent change anticipated in the number of full-time faculty positions per department in the next 5 years.
45% Increase	11% Decrease	38% No change	6% Not sure

Mean increase expected in the number of full-time faculty positions per department in the next 5 years (if an increase is expected).

2.1

Mean decrease expected in the number of full-time faculty positions per department in the next 5 years (if a decrease is expected).

3.4

Mean number of current full-time faculty members per department expected to do research more than 70% of the time.

6.4

Mean number of current full-time faculty members per department expected to teach more than 70% of the time.

3.4

Mean number of faculty members per department hired primarily to teach whose total salary is funded by the institution.

3.8

Mean number of full-time faculty members per department holding each degree.

M.D.	1.1
Ph.D.	12.8
DVM	0.2
DDS	0.4
Other	1.1

Salary & Funding Data

Salary of full-time faculty members in department hired primarily to teach relative to others of the same rank in the department.
0% Higher	28% Lower	49% Equivalent	11% There is no equivalent rank	12% Varies depending on the position	0% Not sure

Mean low and high salary for each of the following full-time positions.
	Low Salary	High Salary
Professor	82235.8	122374.6
Associate Professor	64541.5	80348.3
Assistant Professor	53271.7	65108.6
Instructor/Lecturer	37763.9	44588.5

Mean low and high starting salary for new full-time hires in each of the following positions.
	Low Salary	High Salary
Professor	72456.3	98401.2
Associate Professor	62294.0	72514.5
Assistant Professor	54949.1	62990.6
Instructor/Lecturer	29933.4	36604.9

Percent of departments for which the institution provides incentives for faculty to augment their salaries from grant funds.
61% Yes	39% No	0% Not sure

Mean total institutional funding for the department for Academic Year 2001-2002.

1443142.6

Mean percentage of department income derived from the following sources.
Institutional funding	60.6
Extramural research	41.8
Fundraising	1.0
Other/special funds	5.7

Mean benefits per department included in an average start-up package for each of the following positions
	% of salary funded by dept. for 1st year of hire	% of salary expected to be provided from extramural support after 1st year	Laboratory/office space (sq. ft.)	Start-up funds for equipment, technical support, etc.
Professor	74.5	38.9	961.9	$239700.8
Associate Professor	79.9	38.5	724.4	187628.2
Assistant Professor	90.8	32.0	600.3	206662.3
Instructor/Lecturer	83.8	26.6	177.8	1395.9

Infrastructure

Mean number of square feet per department

19599.2

	Yes	No
Does this include teaching space for formal courses	47%	53%

Mean department square footage excluding teaching space

11870.4

Mean funding per department received from institution during Academic Year 2001-2002 for renovation costs for department-related activities.

34917.2

Percentage of department using "mission-based" budgeting.
35% - Yes	48% - No	16% - Not sure

Impact of mission-based budgeting on the overall morale of department over the past year.
9% Positive	41% Negative	45% No change	5% Not sure

Impact of mission-based budgeting on the funding provided by the institution over the past year.
5% Increase	36% Decrease	50% No change	9% Not sure

Training By Subject

Gross Anatomy
Mean number of courses covering Gross Anatomy per department.	3.4
	Medical	Dental	Graduate Students	Postdoctoral Fellows
*For the types of student listed, percentage required to take* Gross Anatomy.**	89%	34%	37%
*For the types of student listed, percentage required to teach* Gross Anatomy.**	7%	3%	11%
Mean Gross Anatomy training per department for each type of student listed.
mean number of contact hours	158.6	117.5	134.9
mean number of lab hours	105.8	83.7	95.6
mean number of lecture hours	50.3	36.7	43.1
Mean number per department of current graduate students and postdoctoral fellows who have received or will receive training in Gross Anatomy			4.9	0.5

Histology
Mean number of courses covering Histology per department.	1.6
	Medical	Dental	Graduate Students	Postdoctoral Fellows
*For the types of student listed, percentage required to take* Histology.**	87%	30%	36%
*For the types of student listed, percentage required to teach* Histology.**	2%	2%	15%
Mean Histology training per department for each type of student listed.
mean number of contact hours	85.5	77.7	100.3
mean number of lab hours	46.8	43.1	67.3
mean number of lecture hours	38.5	35.3	41.7
Mean number per department of current graduate students and postdoctoral fellows who have received or will receive training in Histology			5.8	1.4

Cell Biology
Mean number of courses covering Cell Biology per department.	1.0
	Medical	Dental	Graduate Students	Postdoctoral Fellows
*For the types of student listed, percentage required to take* Cell Biology.**	56%	8%	81%
*For the types of student listed, percentage required to teach* Cell Biology.**	0%	0%	3%
Mean Cell Biology training per department for each type of student listed.
mean number of contact hours	37.4	21.7	62.2
mean number of lab hours	12.8	0.0	6.5
mean number of lecture hours	26.6	32.5	61.3
Mean number per department of current graduate students and postdoctoral fellows who have received or will receive training in Cell Biology			7.7	3.6

Neuroanatomy
Mean number of courses covering Neuroanatomy per department.	1.5
	Medical	Dental	Graduate Students	Postdoctoral Fellows
*For the types of student listed, percentage required to take* Neuroanatomy.**	89%	26%	39%
*For the types of student listed, percentage required to teach* Neuroanatomy.**	4%	0%	7%
Mean Neuroanatomy training per department for each type of student listed.
mean number of contact hours	75.0	25.1	69.7
mean number of lab hours	26.4	13.9	40.9
mean number of lecture hours	48.3	27.4	46.2
Mean number per department of current graduate students and postdoctoral fellows who have received or will receive training in Neuroanatomy			6.0	2.2

Embryology
Mean number of courses covering Embryology per department.	0.9
	Medical	Dental	Graduate Students	Postdoctoral Fellows
*For the types of student listed, percentage required to take* Embryology.**	87%	17%	30%
*For the types of student listed, percentage required to teach* Embryology.**	0%	0%	2%
Mean Embryology training per department for each type of student listed.
mean number of contact hours	24.6	28.5	21.7
mean number of lab hours	5.2	19.2	3.7
mean number of lecture hours	20.0	17.9	20.9
Mean number per department of current graduate students and postdoctoral fellows who have received or will receive training in Embryology			3.7	1.5

Developmental Biology
Mean number of courses covering Developmental Biology per department.	0.4
	Medical	Dental	Graduate Students	Postdoctoral Fellows
*For the types of student listed, percentage required to take* Developmental Biology.**	28%	0%	78%
*For the types of student listed, percentage required to teach* Developmental Biology.**	0%	0%	0%
Mean Developmental Biology training per department for each type of student listed.
mean number of contact hours	27.0	0.0	50.6
mean number of lab hours	0.0	0.0	0.0
mean number of lecture hours	27.0	0.0	48.8
Mean number per department of current graduate students and postdoctoral fellows who have received or will receive training in Developmental Biology			5.4	2.4

Teaching Gross Anatomy

Expected degree of difficulty in finding qualified people to teach the following subjects over the next 5 years.
	Great difficulty	Moderate difficulty	Little or no difficulty
Gross Anatomy	47%	36%	17%
Histology	9%	49%	41%
Neuroanatomy	8%	41%	51%

Mean number of full-time faculty per department in Academic Year 2001-2002 who had received training in Gross Anatomy.

6.1

Of those who had had training in Gross Anatomy, mean number per department who taught Gross Anatomy in Academic Year 2001-2002

4.6

Mean number of full-time faculty per department in Academic Year 2001-2002 who had instructed in Gross Anatomy at least once in the past 10 years.

5.7

	Number of Graduate students	Number of Postdoctoral fellows
Mean number per department of those who have received or will receive training in Gross Anatomy who intend to teach	2.0	0.5
Mean number per department of Graduate students and Postdoctoral fellows with training in Gross Anatomy In the past 10 years who have intended to teach.	3.6	0.7
Of those who have received training in Gross Anatomy in the last 10 years and intended to teach, mean number per department who were able to find a teaching position.	2.9	2.1

Verbatim Responses

You indicated that you anticipate great or moderate difficulty in finding people to teach Gross Anatomy. How do you plan to fill vacancies in this field?

Part-time Options

To contract part-time faculty of other school of medicine in Puerto Rico.
Non-tenure track, part-time faculty.
Part-time and train new faculty.
Part time if available.
Recruit additional part-time teachers.
Adjunct Faculty; Part-time Faculty, Instructor or Lecturer Positions; retired Clinical/Basic Science Faculty Conduct national search; resort to part-time instructors or call upon other faculty to fill-in as temporary solution.
Part-time faculty.
The need is for part-timers (lab instructors), so I will look locally, probably Masters degree level.

Train Existing or New Faculty

Train faculty to help with course.
Train faculty recruited on the basis of research.
Hire trained individuals, or train them here.
Train clinical anatomists through graduate programs to be developed in the Division in addition to aggressive recruitment efforts and utilizing part-time clinicians to help teach gross anatomy.
Recruit additional part-time teachers.
Retrain existing tenured faculty train research assistant professors with interest in receiving hard dollar salary support develop a graduate training program with the other medical school in the state base.
May train MS students or recruit from PT's and train them to teach Gross Anatomy.
Senior teaching faculty training newly recruited members who are not trained.
Train new faculty; hire part-time faculty.
We are training two graduate students in Human Anatomy with the goal of retaining one or both as faculty members in our teaching program.
By training new faculty to teach this discipline.
Teach good scientists how to teach the subject matter.

Advertise/Recruit

Advertise nationally and internationally.
Advertised National Search for cell biologist. Then ask cell biologist to learn to teach gross.part-time clinical or research faculty.
Advertise, word of mouth; selection by committee with senior administration approval.
Advertise.
Advertisements and active networking.
Advertise in Science.
Advertise in Journals. Also in Vancouver we often get foreign physicians or other refugee academics that can teach anatomy. We try to hire these into the lecturer/instructor/senior instructor (tenured) stream.
Not sure, possible advertisements.
Advertise.
We have "teaching" positions and have advertised for these separately. For these positions, we have had a number of well-qualified applicants.
Advertise nationally.
Advertise and personal contacts.
If any vacancies occur we will advertise in the Chronicle of Higher Education for all positions.
National Search for full time faculty, local search for part-time faculty.
Traditional search.
Traditional recruitment of active research scientists.
National advertising.
Nationwide searches and previous Ph.D. and Post Docs.
National recruitment..
International search.
Ads, inquiring at other departments and national meetings.
Recruit MD/PHD trained faculty.
Pending retirement of current Chair, a new Chair will be awarded positions to hire qualified candidates by recruiting for new faculty members.
By advertising and through contact with other institutions.
By recruiting individuals with training and/or experience in this academic area.
Recruitment, however we are now limited to recruiting only funded faculty. This may preclude recruitment of a gross anatomy teacher.

Recruit From Other Fields

By training cell biology doctoral candidates to teach Gross Anatomy.
Recruitment from areas like anthropology.
Probably anthropologists or retired surgeon. There are a number of medical school applicants who have taken a Masters in Anatomy who would initially apply and stay a year. We've had many students.
Use physical anthropologists (we have a small pool on campus) and hire foreign trained anatomists.
Recruit in functional morphology, physical anthropology.
Ask clinical faculty from the dental school or basic science faculty from the medical school to assist.
With MD as pathologist or radiologist.
Our last two hires in Gross Anatomy were Physical Anthropologists. We would consider hiring another physical anthropologist, although we cannot utilize them in other Anatomy disciplines.
Will do a search for investigators that are capable of teaching anatomy, although there are concerns whether there are enough trained.
Recruitment of retired faculty to handle specific teaching blocks, with the provision of solid salaries to support these efforts.

Infrastructure Changes

Don't know. The few remaining people will work even harder and we will rely on students teaching students. All this for 32K tuition !!!!!
Likely to rely on non-tenure track teachers with primary appointments in either our department or Pathology.
Position sharing with medical school.
We plan to develop an environment that will attract and reward faculty members who can provide good teaching and good scholarship.
Transition current faculty into positions.
Patchwork of instructors and retired physicians.
Identify non-tenure track faculty.
Fourth year medical students course to teach Gross Anatomy to PhDs who may not want to pursue a research career/Apprenticeships of current faculty with Course Director.

Other

Unknown at this time.
We will have to look, and keep looking.
Do not anticipate filling this area.
Hire recent graduates.
We have a student graduating who is interested in the position.

What type of incentives does the institution provide for department faculty to augment their salaries from grant funds?

Formula that depends on increments over 50% of salary obtained on grants results in return to faculty member as income or funds for dept/lab.
Supplements.
There is a supplement based on the percentage of salary brought in on grants.
For an extramural grant that pays salary and overhead, an investigator may be paid a salary supplement of up to 50% of grant paid salary funds. relief from teaching and promotion.
All salaries are fully covered from institutional funds. Salary recovered from a grant is partially reimbursed to the investigator. 23% of the recovered salary is set aside in an incentive account
Faculty are given a small amount of money in return for covering their salary; it is not for salary but for research supplies.
base salaries can go "above scale" by as much as an additional 50 % if grant funds are plentiful and if negotiated with chair.
Summer salaries.
We are on 10-month positions and some grant recipients can fund summer work
Potential to augment salaries up to 25%
Research support.
Research grants.
Salary savings program where 30% of salary "saves" is returned to faculty as additional "incentive" pay.
Augment salary.
Higher overall salaries for funded faculty; salary support in excess of 50% can be returned to investigators for lab support or placed in a savings account for rainy day salary support; possibility of bonus salary.
Each department has their own plan. Our department permits each faculty to offset their grant funds. One third of the offset goes to the department to use to enhance the research/teaching environment. Faculty with >25% of salary released on grant will have their base raised to the AAMC median (for all public schools) (Time in rank factor is 94% of median for 1-2 years, median for 3-5 years, and 106-110% 300 $ award1. Fully fund stated salary. 2. Salary return above stated salary. 3. Return excess to support research activities.
Merit increases on salary base
A faculty member must receive a second extramural grant with salary and then they can augment their salary 10-15% from the second grant.
Increased salary level.
After 45% of salary on grants, get a monetary return of money; plus get 8% of indirects returned.
You can bring your salary up to the 80th percentile in the Northeast region.
The policy is new, and I have not seen the final copy. It involved augmentation of salary from recaptured salary monies. It has been approved, but not yet implemented.
A percentage of the grant funds is given to the faculty member as additional salary....but I do not know the exact percentage
Up to 25% from grant return dollars Compensation limit: Full Professor: $147,000; Associate Professor: $110,000; Assistant Professor: $82,000; Instructor: $61,000.
Faculty can supplement their salaries up to 30% of base salary from extramural grants.
A portion of released institutional funds are made available to faculty and can be used for discretionary expenses at the institution or taken as direct payments to the faculty member.
Supplemental salary increases can be based on grant success.
A percentage of Salary Return Savings.
All faculty may supplement their base salaries from grant funds up to the 80th percentile AAMC "total basic science" salary for their rank. 10% of indirect costs (those actually spent during a year) are returned to the faculty. Faculty who do not have an administrative title have the choice of taking the returned dollars as a lump sum salary. The school plans to institute a new procedure whereby any amount of salary offset above and beyond 25% of one's total salary is placed in an account with the Dean, who then returns half of that to the faculty person as a bonus.
A percentage to a maximum of 25% of funds to department and, in some cases, individual faculty generating funds.
Return of funds to department and, in some cases, individual faculty generating funds.
Investigators receive 50% of their base salary savings per annum (not including fringe benefits) of grant(s) support as a bonus to be distributed at the end of the grant fiscal year. Grants must have a salary savings of at least $4,000 a year to qualify.
Our full-time employment, paid by University funds, is for four days per week. Grant money can be used to augment one's salary for the fifth day.
Percentage (negotiated) of release salary goes to faculty member.
A bonus program equivalent to about 33% of their guaranteed base salary, e.g. if the guaranteed base is $75K they can earn an additional $25K in bonus from extramural grants.
Faculty recover 50% of their faculty salary dollars paid by grants. These funds can be used to supplement salaries with the chairman's approval, or can be used for research.
Faculty may receive a cash award representing a small percentage of the funds generated by their extramurally funded grant.
Performance increase awarded partially based on grant revenue Department provides administrative support for grant application process.

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