The Research Track is designed for scientists who are key members of a research team, support the activities of multiple investigators or a Shared Resource Facility (SRF), or play a substantial institutional leadership role that broadly supports the School’s scientific enterprise. Faculty in this track are not expected to direct independent research programs but are expected to contribute in innovative and entrepreneurial ways to their programs and to the School.
Faculty in the Research Track may have backgrounds in academia, in government or in industry. Evaluation for initial appointment will rely on criteria tailored to the individual’s professional profile. Recruits who have built their careers in an academic environment will be expected to have a record consistent with that of traditional Research Track faculty, such as roles in publications and grant acquisition. In contrast, recruits whose careers have been primarily or entirely outside of academic investigation will be evaluated based on metrics relevant to their field and professional background. Such candidates might furnish evidence of participation in high impact research, patents or commercialization of discoveries, program development and leadership, or dissemination of their work.
Evaluation for appointment and promotion in the Research Track will be based on criteria and metrics relevant to the individual's career path. Candidates will be considered based on the totality of their experience and overall contributions and achievements rather than on the presence or absence of a particular factor.
Evaluation of a candidate's publication record will extend beyond the first and last authorship positions and include significant contributions as a middle author. Except in unusual cases, funding support for Research Track faculty will be derived largely from grants from extramural sources.
Eligibility for promotion in the Research Track can vary with the role of the individual. For example, key research team members or SRF directors must show evidence of increasing contributions to and scholarship in their areas of expertise. A defined, key role in the acquisition of grant funding can provide compelling evidence of achievement. In other cases, a candidate may have a demonstrable impact on the overall research environment in the School, e.g., through leading policy development and implementation, or identifying and overseeing provision of new equipment, technology and services broadly accessible to school users. Expanding external recognition of expertise and accomplishments is essential as an individual progresses in this track.
It is expected that as faculty advance in their academic careers, they will demonstrate increasing service and leadership in administrative and policy-making functions of the institution and the broader scientific and medical communities. Substantial contributions to committees that are critical to the mission of the school and its affiliated hospitals (such as Institutional Biosafety Committee) will be given consideration when faculty are under review for promotion. Additionally, outstanding service in an administrative leadership role (such as Vice-Chair, Program Director, or Dean) will also be considered during promotion review.
1. Assistant Professor
Appointment, reappointment or promotion to the rank of Assistant Professor in the Research Track may be extended to key members of a research team or serve an important function in a departmental core facility or SRF. In addition to demonstrating their commitment to research and scholarship, faculty are expected to practice collegial, professional behavior, and to support a diverse and inclusive environment.
Appointment and Term – Appointment to this position is at the discretion of the Department Chair. The term of appointment is one year.
Reappointment and Non-Reappointment – In the absence of an employment contract, the Chair will provide notice of reappointment or non-reappointment.
Reappointment may be for one year, at the discretion of the Chair. There is no limit on the number of reappointments permitted.
If a decision to reappoint a faculty member is made during a term extension as described in the section on notices of non-reappointment, the reappointment notice must be in writing from the Chair. The reappointment will commence retroactive to the first day following completion of the original term of appointment.
In the event of non-reappointment, the Chair will provide written notice.
Promotion – The Chair may, at any time, recommend promotion to the rank of Associate Professor.
2. Associate Professor
Appointment, reappointment and promotion to the rank of Associate Professor in the Research Track may be extended to key members of a research team serving a critically important function in a SRF, a departmental core facility, or departmental research program, or having an influential institutional role that advances the School’s research mission. Candidates are expected to play an important role in obtaining funding for the research projects of multiple investigators. In most cases, candidates are expected to have publications that demonstrate contributions to the body of scientific knowledge by either their research team or their core facility. They may develop or implement innovative approaches in their areas of expertise. Their contributions to the success of a large research program or leadership of a core facility should be recognized beyond the institution.
Diversity and Inclusion – Candidates are expected to contribute to creating and promoting a diverse and inclusive environment, both within and beyond their home department. This may involve developing and/or participating in programs to increase diversity, introducing innovations that encourage equity and inclusiveness, serving on committees aimed at improving diversity and inclusion, and other strategies.
Service, Professionalism, Mentoring and Citizenship – Candidates should have a strong record of professionalism and good citizenship. Furthering the goals of the department, school, health system or external organizations may be accomplished through a variety of activities, such as committee participation and fulfillment of administrative responsibilities. At all times, faculty should be role models and mentors to other faculty, postdoctoral fellows, and staff.
Appointment and Term – Appointment and promotion to the rank of Associate Professor is upon recommendation by the Department Chair, with subsequent approval by the Committee on Appointments, Promotions and Tenure. The length of the term of appointment can be one, two or three years.
Reappointment and Non-Reappointment – In the absence of an employment contract, the Chair will provide notice of reappointment or non-reappointment.
Reappointment at this rank in this track can be for a term of one, two or three years in length. Reappointment for a term of more than one year requires review and approval by the Office of the Dean. There is no limit on the number of reappointments permitted.
If a decision to reappoint a faculty member is made during a term extension as described in the section on notices of non-reappointment, the reappointment notice must be in writing from the Chair. The reappointment will commence retroactive to the first day following completion of the original term of appointment.
In the event of non-reappointment, the Chair will provide written notice.
Tenure – Under exceptional circumstances, an Associate Professor in the Research Track may be considered for tenure.
Candidates for tenure must exceed the requirements for their rank. Their careers must reflect continuous and sustained accomplishment. Whether a candidate is a member of a research team or a leader of a SRF, he/she must have a record of independent research, as evidenced by extramural funding support and original publications. National recognition is required.
The recommendation of exceptionally qualified faculty for tenure may be made at any time by the Chair, and requires approval by the Committee on Appointments, Promotions and Tenure.
Promotion – The Chair may, at any time, recommend exceptionally qualified faculty for promotion to the rank of Research Professor.
3. Professor
Appointment, reappointment and promotion to the rank of Professor may be extended to outstanding individuals renowned for their expertise. Professors play an indispensable and distinct senior role, whether as a member of a research team pursuing cutting edge science, serving as Director of an institutional shared research facility (SRF) that is critical to advancing the boundaries of science, playing a critical departmental research leadership role, or occupying an important institutional research leadership position. Although independent extramural funding is not required, the candidate must play an essential role in obtaining extramural funding for multiple projects and/or groups. Candidates who are part of an active research team must demonstrate creative scholarship through extensive contributions to peer-reviewed publications. Innovative, entrepreneurial approaches will be well received. All candidates for this rank are expected to have a national reputation. earned, for example, through invited scientific presentations, publications, consulting, use of a shared research facility by extramural scientists, participation or leadership in Federal or other governmental advisory boards or participation in the development and adoption of policies and innovative approaches at other academic or research institutions, governmental entities or professional organizations. Educational contributions may be demonstrated through such activities as training other scientists to run a shared research facility, training other scientists to function independently, or providing educational support on institutional or extramural levels.
Diversity and Inclusion – Playing an active role, particularly a leadership role, in activities that contribute to a diverse, inclusive work and learning environment should be documented. Such activities may be at the departmental, school or health system level, or in external organizations.
Mentoring, Service, Professionalism and Citizenship – A strong record of professionalism and good citizenship is essential. Candidates must be excellent role models and mentors, as well as active participants and even leaders in internal and external activities that advance the goals of the School and the profession. Significant administrative responsibility for a program will be highly valued, as will participation in external professional organizations that further scientific discovery, champion integrity and disseminate information to other scientists or the lay public in the candidate’s discipline or in broader fields of science.
Appointment and Term – Appointment and promotion to the rank of Professor are upon recommendation by the Department Chair with subsequent approval by the Committee on Appointments, Promotions and Tenure. The term of appointment can be one, two, three, four or five years.
Reappointment and Non-Reappointment – In the absence of an employment contract, the Chair will provide notice of reappointment or non-reappointment.
Reappointment at this rank can be for a term that is one, two three, four or five years in length. Reappointment to a term greater than one year in length requires review and approval by the Office of the Dean. There is no limit on the number of reappointments permitted.
If a decision to reappoint a faculty member is made during a term extension as described in the section on notices of non-reappointment, the reappointment notice must be in writing from the Chair. The reappointment will commence retroactive to the first day following completion of the original term of appointment.
In the event of non-reappointment, the Chair will provide written notice. The timing of notices of non-reappointment to the full-time faculty is determined by the length of the term of appointment.
Tenure – Under exceptional circumstances, Professors in the Research Track may be considered for tenure.
Candidates for tenure must exceed the requirements for appointment or promotion to the rank of professor and reflect sustained accomplishment. A member of a research team or leader of an SRF must have a record of independent research, as evidenced by extramural funding support and original publications. Candidates for tenure must be nationally recognized for, and may also be internationally competitive in, their contributions to biomedical research.
The recommendation of exceptionally qualified faculty for tenure may be made at any time by the Chair, and requires approval by the Committee on Appointments, Promotions and Tenure.
Updated March 2021