Faculty Advancement

The Emergency Medicine Faculty Advancement team supports and encourages all EM faculty as they grow and develop in scholarship, teaching, and service in pursuit of their career goals and interests, and growth as individuals and team members.

Goals

Develop a transparent, engaging, open-ended process for systematically recruiting and retaining faculty with attention to faculty equity, engagement and growth by:

• Increasing faculty understanding of the role of the advocates
• Partnering with deliberate structure and purpose with the Vice Chair of Education, Director of Innovation and Discovery in the Emergent and Acute Sciences (IDEAS), Director of Wellness, Equity, Diversity, and Inclusion (WEDI), Medical Directors, and other key stakeholders
• Increasing faculty recognition locally, regionally, and nationally in the domains of education, service, and innovation and discovery

Learn more about opportunities with the Emory University School of Medicine's Office of Faculty Academic Affairs and Professional Development by visiting this webpage, visiting and bookmarking the SOM Professional Development website, and reviewing the Professional Development Calendar of Events.

On this SOM webpage, you'll find categories focusing on:

The Emory University Office of the Ombuds operates under four basic principles: Confidential, Independent, Informal and Impartial. As identified by Emory’s faculty, we may assist faculty with issues, questions or concerns related to the following areas or appropriate topics. We are also guided by a Charter. Here are some Common Issues for Faculty:

• Status conflicts between junior and senior faculty
• Communication between faculty and administration
• Generational differences and workstyles
• Faculty mediations
• Old and new members with conflicts about past and innovative approaches
• Salary equity
• Intellectual Property Ownership
• Evaluative Relationships -those hierarchal relationships between senior and junior faculty, chairs and their faculty colleagues and other hierarchal relationships
• Lack of departmental cohesion
• Ineffective interdepartmental relationships
• Conflicts between junior faculty, lecturers and work distribution
• Managing Change
• Diversity and Cultural Competency and issues related to Discrimination and Harassment
• Funding cuts and lack of financial support
• Politics and resource allocation
• Negotiations and Sharing Office Space
• Unresolved anger and conflict
• Allegations of Bullying
• Allegations of Favoritism
• Consensual relationships
• Covid Related concerns

The office has a valuable tool designed to streamline your navigation of Emory’s extensive conflict management resources. This tool spans from informal guidance to formal complaint procedures, offering a comprehensive range of solutions for every type of concern. Simply select your concern and preferred approach, and the tool will guide you to the proper resources. To review and use the tool, click Conflict Management Tool. 

Learn more about the Office of the University Ombuds by visiting the website at www.ombuds.emory.edu, and schedule a private conversation at ombuds@emory.edu. 

Dr. Sheryl Heron Vice Chair of Faculty Equity, Engagement and Empowerment

Dr. Joshua Wallenstein Associate Chair, Advancement, Promotion and Tenure Committee

Dr. Michell Lall Vice Chair of Diversity, Equity, and Inclusion and Director, Wellness, Equity, Diversity, and Inclusion (WEDI)

Dr. Jonathan Rupp Director, Innovation and Discovery in the Emergent and Acute Sciences (IDEAS)

Dr. Laura Oh  Director, Awards and Recognition

Dr. Philip Shayne  Vice Chair of Education

Dr. Todd Taylor Curriculum Lead, EM Faculty Development 

Dr. Sharon Nieb, Administrative Lead for Advancement, Promotion and Tenure Committee

Erika Perricone, Senior Administrative Assistant