Current Status and Performance Evaluation Systems of Faculty in Korean Medical Schools
10.17496/kmer.2019.21.1.41
- Author:
Eunbae B YANG
1
;
Tae Seon LEE
;
Myung Ja CHO
Author Information
1. Department of Medical Education, Yonsei University College of Medicine, Seoul, Korea. nara@yuhs.ac
- Publication Type:Original Article
- Keywords:
Health personnel;
Social responsibility;
Reference standards;
Reward
- MeSH:
Compensation and Redress;
Education;
Faculty, Medical;
Health Personnel;
Humans;
Korea;
Mass Screening;
Reward;
Schools, Medical;
Social Responsibility
- From:
Korean Medical Education Review
2019;21(1):41-50
- CountryRepublic of Korea
- Language:Korean
-
Abstract:
The aim of this study is to analyze the current status and performance evaluation systems of faculty in Korean medical colleges and professional graduate medical schools (called medical schools). We developed a research tool based on previous studies and distributed it to 40 medical schools from July to October 2017. The response rate was 100%. We calculated the number of faculty members and analyzed the faculty evaluation systems and awareness according to national and private medical schools. As of 2017, the number of medical faculty in Korea was 11,111 (4,973 faculty were employed by their alma mater, which is 44.76% of the total), with non-medical doctor faculty accounting for 754 of the total. The medical schools reflect research achievements as most important for re-appointment and screening to promote faculty, and the area of education is secondary excepting clinical faculty of private medical schools. However, important issues in the faculty evaluation deal with the relevance of research achievement and the need for qualitative assessment. Some medical schools revised or have been revising the faculty evaluation system in areas such as minimum standards of education for promotion and separation of promotion and tenure review. Opening non-tenure track lines for faculty show positive effects such as increasing the number of positions for hire and easing the financial burdens of medical schools. Downfalls include inconsistencies between the responsibilities and actual practices of tenure not being available and the instability of faculty's status. In conclusion, medical schools need to prepare a faculty evaluation system that fits the position of faculty members and attempt to establish a reasonable compensation system.
