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Societal Impact Statement: Botanical careers are more important than ever, given that environmental challenges such as climate change and deforestation threaten plants daily and because plants contribute to solutions to these problems. Plants act as our sources of food, medicine, textiles, and oxygen, which means finding ways to mitigate these environmental challenges is crucial. Despite this, little is known about what career opportunities exist for botanists outside of academia and how well academia is training graduate students for these careers. This study centers on the current state of academic botanical careers and how well students completing post‐baccalaureate degrees (herein referred to as graduate students) are being prepared to fill careers within the botanical workforce. Summary: Plant science plays a crucial role in our society and in ongoing efforts to address many global challenges, including food insecurity and climate change. Despite a predicted increase in botanical career opportunities, little is known about how well academia is training graduate students for careers outside of academia.To further our understanding of the current state of academic training for botanical careers, we surveyed 85 faculty and 40 graduate students working in academia in the plant sciences in the United States.We found that the top challenges to university professors in academia are lack of support staff and funding, whereas students completing their post‐baccalaureate degrees cited finances and lack of supportive mentoring as their top challenges. Despite the fact that most graduate students surveyed wanted a career at a research‐intensive university, many botanists in academia are retiring without being replaced by more botanists. Faculty expertise is also misaligned with needs from industry and government employers, causing challenges to training graduate students for these careers outside of academia. Although our data point to a lack of career opportunities within academia, we also note that current graduate student education still emphasizes such careers and is not properly preparing graduate students for the careers they are more likely to obtain within the private and government sectors.We discuss the implications of these findings and present several recommendations for preparing future generations of plant scientists for more realistic career trajectories. [ABSTRACT FROM AUTHOR]

Following the globalization of higher management education and the view of academics as autonomous professionals, academic careers in business schools are deemed to typify the boundaryless careers of the 21st century. We scrutinize the validity of this assumption, focusing on the language barriers internationally mobile management scholars are facing. Based on qualitative interviews with foreign faculty working at leading business schools in Finland, Japan, Spain, and the United States, we investigate how careers in different national academic systems are bounded by the dual challenge to speak both English and the local language. In revealing different degrees of linguistic challenges across national academic systems, we contribute to career research by presenting language barriers as an impediment to global careers in business schools and by establishing "knowing where" as a previously neglected career competency. Our study also maps the process of academic "Englishization," shows that different career antecedents are influenced by different types of language barriers, and suggests a classification scheme for national academic systems according to their "linguistic difficulty level" for foreigners. On this basis, we develop important practical recommendations for internationally mobile management scholars and business schools aiming to attract international faculty. [ABSTRACT FROM AUTHOR]

This study addresses stratification in the global higher education research community and the changing geography of country affiliations in six elite journals. The distribution of country affiliations is analyzed from a longitudinal perspective (1996–2018), and full-time and part-time authors in the field are contrasted. The prestige maximization model and principal-agent theory provide the theoretical framework for the study, which examines 6334 articles published in six elite journals in the context of 21,442 articles in 41 core journals. The findings indicate that about 3.3% of academics have authored at least five articles (full-timers). These authors constitute the publishing core of the research community, while the 80% who have authored one article (part-timers) constitute its periphery. Higher Education (HE) and Studies in Higher Education (SHE) emerge as elite global journals, with an increasing share of non-Anglo-Saxon authors. Previously globally invisible countries became visible almost exclusively through HE and SHE. Global trends include the diminishing role of American researchers and the increasing role of researchers from Continental Europe, East Asia, and the cluster of 66 "other" countries. The single biggest affiliation loser is the United States, which had 42.5% of country affiliations in 1996–2003 but only 26.9% in 2012–2018. This reflects both the increasing share of non-American affiliations and the increasing yearly volume of HE and SHE publications, in which US academics tend not to publish massively. [ABSTRACT FROM AUTHOR]

There is a continuous challenge in academic health education to retain early career faculty members and staff. Attrition rates in the field can be as high as 42% in the first five years of an individual's career and are principally due to a sense that academic careers do not progress at a satisfactory rate. In response to this ongoing issue, the American Dental Education Association launched the Summer Program for Emerging Academic Leaders (ADEA EL) in 2012. The program has supported 301 participants from over 74 academic programs and private practice institutions. This current study describes data collected from program participants in an effort to conduct a thorough review of the program. In all, pre- and post-program data were assessed from faculty members and staff who have participated in the program over its eight-year history. The outcomes of this mixed-methods study describe an assessment of the curriculum (including changes that have occurred over the tenure of the program), the fit of the intended learning outcomes, reasons why a program such as the ADEA EL is needed, and what can be done to provide additional leadership resources and support for faculty members in dental education. This study represents the first time a longitudinal report of a professional development program designed exclusively for early-career faculty and staff has been described in the literature. Its outcomes are intended to be supportive of institutions and other programs focused on support and retention of early faculty and staff. [ABSTRACT FROM AUTHOR]

Objectives: Given public health's emphasis on health disparities in underrepresented racial/ethnic minority communities, having a racially and ethnically diverse faculty is important to ensure adequate public health training. We examined trends in the number of underrepresented racial/ethnic minority (ie, non-Hispanic black, Hispanic, American Indian/Alaska Native, Native Hawaiian, and Pacific Islander) doctoral graduates from public health fields and determined the proportion of persons from underrepresented racial/ethnic minority groups who entered academia. Methods: We analyzed repeated cross-sectional data from restricted files collected by the National Science Foundation on doctoral graduates from US institutions during 2003-2015. Our dependent variables were the number of all underrepresented racial/ethnic minority public health doctoral recipients and underrepresented racial/ethnic minority graduates who had accepted academic positions. Using logistic regression models and adjusted odds ratios (aORs), we examined correlates of these variables over time, controlling for all independent variables (eg, gender, age, relationship status, number of dependents). Results: The percentage of underrepresented racial/ethnic minority doctoral graduates increased from 15.4% (91 of 592) in 2003 to 23.4% (296 of 1264) in 2015, with the largest increase occurring among black graduates (from 6.6% in 2003 to 14.1% in 2015). Black graduates (310 of 1241, 25.0%) were significantly less likely than white graduates (2258 of 5913, 38.2%) and, frequently, less likely than graduates from other underrepresented racial/ethnic minority groups to indicate having accepted an academic position (all P < .001). Conclusions: Stakeholders should consider targeted programs to increase the number of racial/ethnic minority faculty members in academic public health fields. [ABSTRACT FROM AUTHOR]

This Point/Counterpoint considers whether providing dental students with academic career training and teaching experiences during their predoctoral education would be valuable to recruit dental academicians. While training the next generation of dentists continues to be the primary focus for dental schools, the cultivation and recruitment of dental faculty members from the pool of dental students remain challenges. Viewpoint 1 supports the position that providing dental students with exposure to academic career opportunities has positive value in recruiting new dental faculty. The advantages of academic careers training as a required educational experience in dental schools and as a potential means to recruit dental students into the ranks of faculty are described in this viewpoint. In contrast, Viewpoint 2 contends that such career exposure has limited value and argues that, across the board, allocation of resources to support preparation for academic careers would have a poor cost-benefit return on investment. Adding a requirement for educational experiences for all students would overburden institutions, students, and faculty according to this viewpoint. The authors agree that research is needed to determine how and where to make predoctoral curricular changes that will have maximum impact on academic recruitment. [ABSTRACT FROM AUTHOR]

Abstract: American Association of Physical Anthropologists (AAPA) membership surveys from 1996 and 1998 revealed significant gender disparities in academic status. A 2014 follow‐up survey showed that gender equality had improved, particularly with respect to the number of women in tenure‐stream positions. However, although women comprised 70% of AAPA membership at that time, the percentage of women full professors remained low. Here, we continue to consider the status of women in biological anthropology by examining the representation of women through a quantitative analysis of their participation in annual meetings of the AAPA during the past 20 years. We also review the programmatic goals of the AAPA Committee on Diversity Women's Initiative (COD‐WIN) and provide survey results of women who participated in COD‐WIN professional development workshops. Finally, we examine the diversity of women's career paths through the personal narratives of 14 women biological anthropologists spanning all ranks from graduate student to Professor Emeritus. We find that over the past 20 years, the percentage of women first authors of invited symposia talks has increased, particularly in the sub‐disciplines of bioarchaeology, genetics, and paleoanthropology. The percentage of women first authors on contributed talks and posters has also increased. However, these observed increases are still lower than expected given the percentage of graduate student women and women at the rank of assistant and associate professor. The personal narratives highlight first‐hand the impact of mentoring on career trajectory, the challenges of achieving work‐life satisfaction, and resilience in the face of the unexpected. We end with some suggestions for how to continue to improve equality and equity for women in biological anthropology. [ABSTRACT FROM AUTHOR]

Dental faculty recruitment and development are critical to replenish and cultivate sufficient and adequately prepared educators to educate future generations of dentists. At Rutgers School of Dental Medicine, the From Practice to Preceptor (FP2P) program, now in the last of its five years of funding from the U.S. Health Resources and Services Administration (HRSA), has an overall aim of recruiting, training, and retaining a diverse and well-prepared dental faculty workforce. The FP2P program introduced novel methods for recruiting and preparing new faculty members since its goal is to help participants transition from being practicing dentists to becoming part- or full-time faculty members. The recruitment and selection process has emphasized reaching community practitioners in general or pediatric dentistry, individuals from underrepresented groups, and those with a passion for teaching. The two-year program with weekly meetings was designed to develop participants' skills to meet the teaching, clinical, and administrative roles of dental faculty. The aims of this study were to determine if the program recruitment methods used would result in participants who were more ethnically and racially diverse than the school's current faculty and to determine if, after training, participants perceived they had increased knowledge, skills, and abilities in specified areas as compared to before training. Participants completed pre- and post-program surveys assessing their perceived level of preparedness in critical competencies for dental faculty. Surveys were completed by 94% of participants in cohorts one through four; 75% (n=15) of cohorts two and three completed both the pre- and post-program surveys, which were used for this analysis. Over 30% of the 35 participants to date were from an underrepresented group. Survey results suggest the participants increased their perceived preparedness in administrative, clinical, and educational competencies. Follow-up is needed to ascertain how many go on to become dental educators and whether they are better prepared to succeed as new faculty compared to nonparticipants. [ABSTRACT FROM AUTHOR]

The perception of career prospects in their own sector and elsewhere of recent PhD graduates in academia, non-academic research and outside research was studied. Data are from a survey of 1,133 respondents who obtained a PhD from one of five Dutch universities between early 2008 and mid-2012. Career prospects within academia are seen as slimmer than those outside. This is associated with the current sector of employment: outside academia the negative image of academic careers is still stronger than inside. This association remains when other factors, such as the appeal of certain job attributes and several personal characteristics are controlled for. The chance that PhDs seek employment outside academia because of career prospects depends on how they value positive job aspects, such as intellectual challenge. This leads to selection being biased against certain types of PhD graduates in academia, such as those with a taste for societal impact. [ABSTRACT FROM AUTHOR]

Academics undertake considerable efforts in order to define positions for themselves and for their peers that are meaningful and convey who they “are”. The current article examines how academics manage the practical task of making sense of one another by analyzing the way in which academic obituaries beget and consecrate research biographies. A qualitative analysis of 216 obituaries published in academic journals from the United States, United Kingdom, and Germany, in physics, history, and sociology, and from the 1960s to the 2000s reveals (e)valuative practices that consecrate academic subjects. The results demonstrate how obituaries: (1) categorize academic subjects by positioning them within spheres of academic knowledge and institutional posts, and (2) legitimize academic subjects by applying biographical narratives of talent and merit. This biographical (e)valuation evokes naturally talented, highly devoted academic subjects with coherent research profiles, and omits both biographical hurdles and the decedent’s gender and class. The insights shed light on underlying academic virtues and values. [ABSTRACT FROM AUTHOR]

The article offers the author's view on the changing nature of the social work education in the U.S. The author states that the change is an ongoing phenomenon which is difficult to anticipate the curriculum direction or plan the career path with high degree of certainty. The author mentions that the changes and evolution of social work education can be best demonstrated by reflecting on one's experience of working as a faculty member.

This study aimed to provide a first nationwide assessment of dental students' attitudes toward the importance of research and its integration into the dental curriculum. For this purpose, the American Association for Dental Research National Student Research Group developed an online survey that was distributed to 89 percent of U.S. dental students in May 2012. The survey consisted of twenty-one Likert-type items divided into three groups: importance of research in dentistry, barriers to research involvement, and exposure to research in the dental curriculum. There were 733 responses (3.9 percent response rate), including students in all stages of education representing fifty-eight out of sixty-one dental schools. Age and race/ethnic distri-butions corresponded with U.S. dental school enrollees. Results showed that 63 percent of respondents had conducted research before matriculation, and of the 34 percent that participated in research during dental school, only 27 percent were newcomers. Respondents strongly agreed that scientific research enabled their progress in dentistry. Inadequate time in the curriculum was an obstacle they perceived to research involvement during dental school. Respondents agreed that dental curricula emphasize evidence-based practices but may be inadequately teaching biostatistics and research methodologies. Students with research ex-perience tended to have stronger positive opinions about the importance of research in dental education. Efforts to foster research in schools have been well received by students, but several issues remain for enriching dental education through greater involve-ment of students in research [ABSTRACT FROM AUTHOR]

The prevalence of gender wage gaps in academic work is well documented, but patterns of advantage or disadvantage linked to marital, motherhood, and fatherhood statuses have been less explored among college and university faculty. Drawing from a nationally representative sample of faculty in the US, we explore how the combined effects of marriage, children, and gender affect faculty salaries in science, engineering and mathematics (SEM) and non-SEM fields. We examine whether faculty members’ productivity moderates these relationships and whether these effects vary between SEM and non-SEM faculty. Among SEM faculty, we also consider whether placement in specific disciplinary groups affects relationships between gender, marital and parental status, and salary. Our results show stronger support for fatherhood premiums than for consistent motherhood penalties. Although earnings are reduced for women in all fields relative to married fathers, disadvantages for married mothers in SEM disappear when controls for productivity are introduced. In contrast to patterns of motherhood penalties in the labor market overall, single childless women suffer the greatest penalties in pay in both SEM and non-SEM fields. Our results point to complex effects of family statuses on the maintenance of gender wage disparities in SEM and non-SEM disciplines, but married mothers do not emerge as the most disadvantaged group. [ABSTRACT FROM PUBLISHER]

Although it can be argued that directors of central academic development units (ADUs) are critical to the implementation of university teaching and learning strategies, it would appear there is a high director turnover rate. While research in the USA, the UK, and Australia illustrates that ADUs are frequently closed or restructured, that research has not considered the longevity of directors in their positions. This paper reports on the experiences of 19 Australian directors of academic development who retired between 2002 and 2007. The research highlights the high turnover (82% in five years) and the relatively early retirement of directors from their positions, in part related to disagreement with senior managers, lack of a career path, and stress related to the role. Conclusions include that the turnover of staff in director positions has the potential to have a negative impact on the implementation of institutional strategic plans, the retention of corporate knowledge and experience, and the renewal of the academic profession. [ABSTRACT FROM AUTHOR]

The faculty shortage in dental education has been reported for many years and is expected to increase. Some dental schools have developed "grow your own" programs that introduce students to academic careers and give them teaching experiences. These programs generally consist of teaching assistant, fellowship, and peer tutoring opportunities. In this study, a nineteen-item survey was sent to fifty-six U.S. dental schools to determine the extent to which such programs were being implemented. Thirty-six out of fifty-six dental schools responded, a response rate of 64 percent. Twenty-five schools or 69 percent of the respondents reported the existence of a formal teaching assistant, fellowship, or peer tutoring program in which students teach in some capacity. The main reasons reported for implementing these programs were to expose students to academia and to address faculty shortages. The respondents reported that positive outcomes for dental student teachers and their students were academic benefits and increased interest in academic life. Among the barriers reported were securing faculty and financial support and problems with scheduling. [ABSTRACT FROM AUTHOR]

In this article, we analyse findings of the largest, most comprehensive survey of the career paths of social science PhD graduates to date, Social Science PhDs - Five+Years Out (SS5). SS5 surveyed more than 3,000 graduates of U.S. PhD programmes in six social science fields six to ten years after earning their PhD. The survey collected data on family, career and graduate school experiences. Like previous studies in Australia, the U.K., the U.S.A. and Germany, SS5 found that graduates several years after completing their education had mostly positive labour market experiences, but only after undergoing a transitional period of insecurity and uncertainty. Most SS5 doctoral students wanted to become professors, despite the difficult academic job market and the existence of a non-academic market for PhD labour. Many respondents' career pathways included a delayed move into a faculty tenure-track position, but exceptionally few moved from a faculty tenure-track position into another labour market sector. Respondents reported that their PhD programmes had not trained them well in several skills important for academic and non-academic jobs. Men's and women's career paths were remarkably similar, but, we argue, women 'subsidised' gender equality in careers by paying higher personal costs than men. We conclude with recommendations. [ABSTRACT FROM AUTHOR]

The scarcity of full-time clinical faculty members in dental schools across the country is a major crisis confronting dentistry. Dental schools are experiencing critical faculty shortages and are struggling to maintain appropriate faculty to student ratios. The adage of "doing more with less" applies, in many ways, to dental schools and their mission of educating future dentists. Solutions to the problem have included plans to recruit, develop, and mentor faculty members. However, progress has been slow. Dental schools have created incentive programs to help with faculty shortages and develop future educators in dentistry. This requires commitment and resources and will take years before these efforts and their impact can be assessed. Creative solutions need to be developed both nationally and locally to reverse the trend more rapidly. [ABSTRACT FROM AUTHOR]

Abstract: The various reasons for the current and projected shortages of dental faculty members in the United States have received much attention. Dental school deans have reported that the top three factors impacting their ability to fill faculty positions are meeting the requirements of the position, lack of response to position announcement, and salary/budget limitations. An electronic survey sent to program directors of specialty programs at all accredited U.S. dental schools inquired about the number of vacant positions, advertised vacant positions, reasons for not advertising, selection of advertising medium, results of advertising, and assistance from professional dental organizations. A total of seventy-three permanently funded full-time faculty positions were reported vacant, with 89.0 percent of these positions having been advertised in nationally recognized professional journals and newsletters. Networking or word-of-mouth was reported as the most successful ipethod for advertising. The majority of those responding reported that professional dental organizations did not help with filling vacant faculty positions, but that they would utilize the American Dental Association's website or their specialty organization's website to post faculty positions if they were easy to use and update. [ABSTRACT FROM AUTHOR]

Many researchers trained in Europe leave to work abroad, particularly in the USA. This brain drain phenomenon is the result of a lack of openness and competition in European academic systems. Some changes relating to the mobility of academic careers could make a difference in attracting – and maintaining – researchers, apart from serious structural reform. Performance-related salary policies, as well as proper working conditions, are key incentives to attract researchers. To some extent, efficient post-doctoral programmes and gender-equity policies should be considered too. [ABSTRACT FROM AUTHOR]

The article presents the findings of the 2007 ADEA Survey of Vacant Budgeted Faculty Positions conducted by the American Dental Education Association (ADEA). It cites that the survey instrument, which collects details like school demographics, was given to deans at all dental schools in the U.S. The information enable the exploration of trends in the faculty workforce, the impact of vacant position on dental schools, and the factors that influence faculty vacancies by discipline and appointment.

How has feminism mattered in the lives of particular academic feminists? Three scholars in education whose careers developed during the era of second-wave feminism describe how their personal and political stances were affected by theories, methodological advances, the milieus of academia as well as legal, and political events in the USA. The article relies on three narratives, a popular feminist form, to suggest how discourses of second-wave feminism imbued the work of these women. [ABSTRACT FROM AUTHOR]

Drawing from social role theory, it is theorized that stereotypes about working mothers will drive biased perceptions about their attitudes toward work and family that will partially account for the 'maternal wall'. Survey responses from a sample of 166 junior faculty members with children and 93 of their senior colleagues suggested that parent gender influences superiors' ratings of junior faculty's work involvement, commitment, and flexibility. Moreover, after accounting for self-reports of these attitudes, senior colleagues' ratings partially explained the relationship between parent gender and advancement. Thus, this research provides evidence of maternal bias by demonstrating gender differences in perceptions of work--family attitudes that influence success. [ABSTRACT FROM AUTHOR]

This perspectives article written under the sponsorship of the Commission on Change and Innovation in Dental Education (CCI) of the American Dental Education Association (ADEA) summarizes data on the numbers of women and persons of color earning the D.D.S./D.M.D. degrees and entering the U.S. dentistry profession in the first decade of the twenty-first century and examines job factors of importance to recent graduates of doctoral programs in other academic disciplines that may have relevance for planning recruitment and retention strategies within academic dentistry. The characteristics and expectations of Generation X faculty are explored: who are they and what do they want from the academic workplace? The article describes the culture clash that often occurs when Gen Xers encounter policies and practices that were designed by and for prior generations (e.g., Traditionalists and Boomers) who filled the ranks of dental school faculty in the 1970s, 1980s, and 1990s. Recommendations for rethinking academic employment systems in ways that might make the university workplace more attractive to Generation X are described. [ABSTRACT FROM AUTHOR]

One hundred nine women faculty in psychology departments at small colleges through the United States responded to a survey about the benefits and challenges of establishing a career at a primarily undergraduate institution with an enrollment of 3,000 or fewer students. Participants reported high teaching and service loads, which made it difficult for them to spend time on their research and writing. Descriptions of campus climate were variable—from supportive to very unsupportive of feminist teaching and scholarship. Despite the challenges, the majority of the participants had no regrets about their career paths. Advice to new women psychology faculty at small colleges is presented. [ABSTRACT FROM AUTHOR]

This article describes the experience at the Massachusetts Institute of Technology after the publication of its report A Study on the Status of Women Faculty in Science at MIT. It starts by describing aspects of the academic career that make it difficult for women, or anyone with responsibilities outside of their academic work. It then outlines three definitions of gender equity based on equality, fairness, and integration, and probes the reasons behind persisting inequities. The MIT results fit well into the first two definitions of gender equity, but fall short on the last. Finally, the article analyses the factors that came together at MIT to produce the outcome described and indicates the lessons learned and those still to be learned. [ABSTRACT FROM AUTHOR]

To determine the characteristics of new dental faculty and what factors influenced them to choose academic careers, a survey was sent to deans at all U.S. dental schools to be distributed to faculty with length of service of four years or less. Responses were received from 240 individuals. About half of the respondents had been in private practice for an average of eight years, and 20 percent had military experience averaging almost sixteen years. A majority had postgraduate training and 60 percent had specialty training. Nearly 32 percent of new faculty were female and 80 percent were U.S. citizens. Analyses of responses to survey items indicated that correlated factors in the survey fell into the following empirical categories: teaching and scholarship, income and indebtedness, research, work schedule, influence of mentors and role models, and long-term aspirations. In general, the respondents identified factors relating to teaching and scholarship to be the most important influences on their choice of academic careers, while concerns about income and indebtedness were the most important negative considerations in this regard. Other positive factors identified by the survey related to the influence of mentors and role models, long-term aspirations, and research. Age, private practice experience, and military experience were found to particularly influence the new faculty members' responses to items concerning income and indebtedness, and citizenship influenced responses to factors relating to research. The data from this select group of dentists support the current view that inequities in income of dental faculty compared to private practitioners and student debt are important concerns in choosing academic careers. Importantly, the desire to teach and participate in scholarly activities are important attractions in academic careers. Mentoring activities and creation of opportunities for career development are crucial factors in developing interest in academics among graduate dentists. [ABSTRACT FROM AUTHOR]

The 1999 publication of the American Association of Dental Schools (AADS) President s Task Force on Future Dental School Faculty revealed a crisis in the shortages of dental school faculty. Stakeholders from around the nation have used the AADS Task Force report to address the crisis. In addressing one of the AADS Task Force recommendations, the American Dental Education Association (ADEA), formerly AADS, gathered additional data through a new survey of dental school deans to elucidate the current state of faculty shortages. Based on this research, ADEA projects that the number of unfilled budgeted faculty positions in U.S. dental schools now approaches 400. Survey respondents identified retirement as the leading reason for full-time faculty separations, while separation to enter private practice was the second most frequent reason for leaving the institution. Offering a salary competitive with that of private practice was identified as the most critical factor in recruiting future faculty. A number of short and long-range strategies to recruit and retain faculty are presented. Ultimately, the dental school faculty shortage places in jeopardy the general and oral health of the public. [ABSTRACT FROM AUTHOR]

The article focuses on the findings of the survey conducted to deans of the fifty-five dental schools in the U.S. that is intended to gather information on skills necessary for success of deans in dental schools. The participants were surveyed according to several skills and qualifications that include gender and ethnicity, degrees and certificates, and academic rank and tenure. Answers to the questionnaires of the survey are expected to give additional meaning to current dean turnover.

Background: An equal number of women and men are now graduating from dental school, but women dentists have lower income and are less likely to achieve positions of leadership, including within dental academia. Materials and Methods: Demographic information and academic rank were obtained for all faculty at the eight dental schools who received the most funding from the National Institute of Dental and Craniofacial Research in 2017. Years since dental school graduation, total number of PubMed-indexed citations, first- and last-author publications, and H-index were determined for each faculty member. Gender differences in productivity and advancement were evaluated. Results: Of 702 faculty members, 36.5% were female; only 24.4% of full professors were women. Men had significantly higher numbers of publications (30.2 [95% confidence interval [CI, 28.6-39.5] vs. 20.4 [95% CI 16.3-24.6], p  = 0.02) and higher H-index (8.2 [95% CI 7.1-9.1] vs. 4.7 [95% CI 3.9-5.5], p  < 0.0001). Women had graduated more recently than their male colleagues at all levels of academic advancement (overall 22.83 years [95% CI 21.29-24.39] vs. 30.19 years [95% CI 28.84-31.55], p  < 0.0001). When corrected for academic productivity and years since graduation, the association between gender and academic rank was not significant. Conclusions: Women are underrepresented at each academic rank except instructor; however, women may advance more quickly than their male counterparts. Increasing scholarship and mentorship opportunities for female faculty members may help improve gender equity in dental academia.

This case report describes a Teaching Honors Program (THP) at the UT Health San Antonio School of Dentistry and presents findings from an outcomes assessment covering the initial 11 years of the program. The program goals are to enhance dental students' awareness of academic career options, promote student and faculty collaboration on educational development projects, and provide students with training in teacher toolkit skills to increase their readiness for peer teaching during dental school and faculty roles early in their careers. The THP curriculum consists of six core courses and nine electives extending across the four years of dental school. THP graduates receive the academic designation "Distinction in Dental Education" at commencement. Outcomes data are organized by Kirkpatrick's Hierarchy of Educational Outcomes: reaction (participants' satisfaction with THP), indicators (students' attitudes and intentions pertinent to teaching and academic careers), learning (changes in knowledge and skills relevant to teachers' tasks), behavior (students' ability to apply teaching skills in classrooms, labs, and clinics), and results (changes in the infrastructure and capacity of the school as a consequence of the THP). Positive outcomes were found in multiple layers of the assessment hierarchy. In 2016, 51% of students participated in the THP, and 31 graduated with Distinction in Dental Education; in 2017, 50% participated, and 44 graduated with that honor. THP students provide approximately 1,400 hours of supervised peer teaching annually in the predoctoral curriculum and pre-matriculation programs, and 21% of the initial 106 THP graduates entered academic dentistry soon after graduation.

We analyzed how often and in what ways the Journal Impact Factor (JIF) is currently used in review, promotion, and tenure (RPT) documents of a representative sample of universities from the United States and Canada. 40% of research-intensive institutions and 18% of master's institutions mentioned the JIF, or closely related terms. Of the institutions that mentioned the JIF, 87% supported its use in at least one of their RPT documents, 13% expressed caution about its use, and none heavily criticized it or prohibited its use. Furthermore, 63% of institutions that mentioned the JIF associated the metric with quality, 40% with impact, importance, or significance, and 20% with prestige, reputation, or status. We conclude that use of the JIF is encouraged in RPT evaluations, especially at research-intensive universities, and that there is work to be done to avoid the potential misuse of metrics like the JIF., Competing Interests: EM is a member of the DORA Steering Committee and an advisor for the Metrics Toolkit, both volunteer positions. LS, CM, LM, MN, JA No competing interests declared, (© 2019, McKiernan et al.)

Objective: A Faculty Development Task Force surveyed the American Association of Directors of Psychiatric Residency Training membership to assess faculty development for graduate medical education faculty in psychiatry departments and barriers to seeking graduate medical education careers., Methods: An anonymous Survey Monkey survey was emailed to 722 American Association of Directors of Psychiatric Residency Training members. The survey included questions about demographics, the current state of faculty development offerings within the respondent's psychiatry department and institution, and potential American Association of Directors of Psychiatric Residency Training faculty development programming. Two open-response questions targeted unmet faculty development needs and barriers to seeking a career in graduate medical education. Results were analyzed as frequencies and open-ended questions were coded by two independent coders. We limited our analysis to general psychiatry program director responses for questions regarding faculty development activities in an attempt to avoid multiple responses from a single department., Results: Response rates were 21.0% overall and 30.4% for general program directors. General program directors reported that the most common existing departmental faculty development activities were educational grand rounds (58.7%), teaching workshops (55.6%), and funding for external conference attendance (52.4%). Of all survey respondents, 48.1% expressed the need for more protected time, 37.5% teaching skills workshops, and 16.3% mentorship. Lack of funding (56.9%) and time (53.9%) as well as excessive clinical demands (28.4%) were identified as the main barriers to seeking a career in graduate medical education., Conclusions: Despite increasing faculty development efforts in psychiatry departments and institutions, real and significant unmet faculty development needs remain. Protected time remains a significant unmet need of teaching faculty which requires careful attention by departmental leadership.

This study aimed to provide a first nationwide assessment of dental students' attitudes toward the importance of research and its integration into the dental curriculum. For this purpose, the American Association for Dental Research National Student Research Group developed an online survey that was distributed to 89 percent of U.S. dental students in May 2012. The survey consisted of twenty-one Likert-type items divided into three groups: importance of research in dentistry, barriers to research involvement, and exposure to research in the dental curriculum. There were 733 responses (3.9 percent response rate), including students in all stages of education representing fifty-eight out of sixty-one dental schools. Age and race/ethnic distributions corresponded with U.S. dental school enrollees. Results showed that 63 percent of respondents had conducted research before matriculation, and of the 34 percent that participated in research during dental school, only 27 percent were newcomers. Respondents strongly agreed that scientific research enabled their progress in dentistry. Inadequate time in the curriculum was an obstacle they perceived to research involvement during dental school. Respondents agreed that dental curricula emphasize evidence-based practices but may be inadequately teaching biostatistics and research methodologies. Students with research experience tended to have stronger positive opinions about the importance of research in dental education. Efforts to foster research in schools have been well received by students, but several issues remain for enriching dental education through greater involvement of students in research.