의학교육논단 (Korean Medical Education Review)

  • 제21권1호
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  • Pages.41-50
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  • 2019
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  • 2092-5603(pISSN)
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  • 2093-6370(eISSN)
연세대학교 의과대학 (Yonsei university college of medicine)
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의과대학 교원 현황과 업적평가제도 특징 분석

Current Status and Performance Evaluation Systems of Faculty in Korean Medical Schools

  • 양은배 (연세대학교 의과대학 의학교육학교실) ;
  • 이태선 (연세대학교 대학원) ;
  • 조명자 (경북대학교 대학원 간호학과)
  • Yang, Eunbae B. (Department of Medical Education, Yonsei University College of Medicine) ;
  • Lee, Tae Seon (Graduate School of Medical Humanities and Social Science, Yonsei University) ;
  • Cho, Myung Ja (Graduate School of Nursing, Kyungpook National University)
  • 투고 : 2018.11.07
  • 심사 : 2019.01.21
  • 발행 : 2019.02.28
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초록

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.

키워드

Table 1. Number of full-time faculty in medical schools (N=40)

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Table 2. Assessment weights of faculty activities for faculty promotion (unit: %)

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Table 3. Problematic issues of faculty evaluation system perceived by medical schools

OHKOCT_2019_v21n1_41_t0003.png 이미지

Table 4. Number of medical schools which made efforts to improve their faculty evaluation system (N=35)

OHKOCT_2019_v21n1_41_t0004.png 이미지

Table 5. Positive and negative effects of non-tenure track faculty appointments

OHKOCT_2019_v21n1_41_t0005.png 이미지

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