Table 6: Clinical Scientist Time and Effort Distribution
| Range | Typically | ||
| Teaching/Mentoring (Total) | 5-10 | 7.5 | |
| Didactic Teaching | 1-3 | 2.5 | |
| Bedside Teaching | 2-10 | 5 | |
| Research | 40-90 | 75 | |
| Clinical Service (Total) | 10-50 | 20 | |
| Direct Patient Care | 10-50 | 15 | |
| Bedside Teaching | 5-10 | 5 | |
| Leadership/Administrative Service | 0-10* | 2.5 | |
- Total Teaching/Mentoring Time combinations Didactic and Bedside Teaching
- Total Clinical Service Time combines Direct Patient Care and Bedside Teaching
- Note: Bedside Teaching is counted in both categories of Teaching/Mentoring and Clinical Service
Clinical Scientists play fundamental and vital roles linking research and discovery from both bench to bedside and from bedside to the community at large. Clinical Scientists are expected to participate in the full range of academic activities of the College, typically with emphasis placed on research and clinical care, and scholarship related to either or both of those mission areas. Qualifications for appointment and criteria for promotion on the Clinical Scientist Tenure Pathway and the Clinical Scientist Non-tenure Pathway to the ranks of Assistant, Associate, and Professor are specified within Table 7. The distinction between the Clinical Scientist-Tenure Pathway and the Clinical Scientist-Non-tenure Pathway is the existence of a probationary period and the potential of being awarded tenure for individuals appointed on the former pathway. The criteria for promotion on both of these pathways are identical. Excellence may be demonstrated and promotion may therefore be awarded without the candidate having fulfilled every single criterion noted on the table.
Table 7: Criteria for Appointment or Promotion as a Clinical Scientist
| Assistant Professor | Associate Professor | Professor |
| Qualifications: Terminal degree (M.D. +) and appropriate residency/fellowship; may also hold Ph.D. with appropriate postdoctoral training; the candidate must have completed 1 to 2 years of research training following a clinical residency or fellowship (which may include mentored research experience as an Instructor) | Qualifications: Service as an Assistant Professor with demonstrated excellence in laboratory, clinical and/or translational research, and demonstration of successful participation in teaching | Qualifications: Candidates must meet all of the criteria outlined for the rank of Associate Professor and have demonstrated excellence in independent research and successful continued participation in teaching. |
| Teaching/Mentoring Demonstrated potential to be an effective participant in medical and/or graduate student teaching | Teaching/Mentoring Active and effective participation in medical and/or graduate student education with favorable objective evaluations by students, peers, and supervisors Evidence of being an effective role model and mentor for students, residents, fellows, graduate students, and colleagues, with good evaluations from those formally mentored | Teaching/Mentoring The teaching performance of a candidate for Professor should serve as a standard of excellence for colleagues. Active and effective participation in medical/graduate student education, including mentoring, with favorable objective evaluations by students, peers, and supervisors Continued service as an effective role model and mentor for students, residents, fellows, graduate students, and colleagues, with good evaluations from those formally mentored Impact of teaching and mentoring excellence may also be recognized by the success/stature of trainees |
| Research/Scholarly Work A minimum of one peer-reviewed high quality journal publication as first or senior author Demonstrated serious commitment to original and independent basic and/or clinical research | Research/Scholarly Work Evidence of research productivity manifest as 1 – 3 peer reviewed journal publications per year in rank as Assistant Professor demonstrating seniority or major contribution to development of research ideas and their implementation. Note that the quality of the publications will be considered to be as important as the quantity. Recognition as an original independent investigator (PI) as demonstrated by the ability to generate financial support from external peer-reviewed funding agencies, whether federal or private foundations (e.g., NIH R01 or equivalent, CDC, NSF; Robert Wood Johnson Foundation, American Heart Association, etc.) Career development awards & other mentored funding mechanisms demonstrate a path toward research independence. Career development or mentored awards should be considered along with other factors for promotion to Associate Professor. Alternatively, substantial and clearly documented contributions as a Co-I on multiple extramurally funded research grants Establishment of professional recognition and reputation beyond UAMS COM through active participation and/or leadership roles in local, regional, and/or national professional organizations | Research/Scholarly Work Robust record of sustained extramural funding for research as demonstrated by being awarded at least two major extramural research grants (e.g., R01 or equivalent) or a single major grant that has been competitively renewed or alternatively, continued substantial and clearly documented contributions as a Co-I on multiple extramurally funded research grants. Evidence of outstanding contributions to the individual’s field(s) of expertise with typically 30 – 50 peer reviewed journal publications of original and innovative research findings of basic, clinical or translational studies, on roughly half of which the individual is first or senior author. Note that the quality of the publications will be considered to be as important as the quantity. Regional, national and typically international reputation for excellence in research/scholarly activity with recognition as being an authority in one’s area(s) of expertise National and/or international recognition may also be demonstrated through invitations to present research findings |
| Clinical Service Evidence of a high level of competence in a clinical area Board certification – see text within “Criteria for appointment and promotion on each compensated pathway” section | Clinical Service Continued evidence of a high level of competence in a clinical area Maintenance of board certification – see text within “Criteria for appointment and promotion on each compensated pathway” section Active participation and/or leadership in local, regional, or national medical and/or scientific professional organizations | Clinical Service Continued evidence of a high level of competence in a clinical area Maintenance of board certification – see text within “Criteria for appointment and promotion on each compensated pathway” section Continued active participation and/or leadership in local, regional, or national medical and/or scientific professional organizations |
| Leadership/Administrative Service Recognized interest in service to the academic institution, local and/or national organizations, and/or community organizations that foster health. | Leadership/Administrative Service Active participation in one or more committees of the Department, College or University May have leadership role in department or hospital May serve on editorial boards or as peer reviewer for journals in one’s discipline May serve on study sections or equivalent bodies that peer review grant applications May serve as an advocate for science and health care policy | Leadership/Administrative Service Demonstration of leadership within the department and/or institution May have leadership role in the department or hospital Leadership, service or committee work for professional organizations National and typically international reputation for excellence in research as evidenced by service on editorial boards and/or as peer reviewer for journals and/or reviewer on study sections May serve on external advisory committees for other academic institutions or commercial firms |
| Professional Recognition The Department Chair, on behalf of a candidate for promotion to Assoc Professor, must present to the Promotion & Tenure Committee at least three letters of recommendation, based on assessment of the candidate’s contributions to academic medicine, from recognized authorities in candidate’s field outside UAMS, typically Professors, who have neither trained nor employed the candidate. | Professional Recognition The Department Chair, on behalf of a candidate for promotion to Professor, must present to the Promotion & Tenure Committee at least three letters of recommendation, based on assessment of the candidate’s contributions to academic medicine, from recognized authorities in their field(s) outside UAMS, all Professors, who have neither trained nor employed the candidate. |