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首页> 外文期刊>Academic Pathology >The Role of Compensation Criteria to Minimize Face-Time Bias and Support Faculty Career Flexibility: An Approach to Enhance Career Satisfaction in Academic Pathology
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The Role of Compensation Criteria to Minimize Face-Time Bias and Support Faculty Career Flexibility: An Approach to Enhance Career Satisfaction in Academic Pathology

机译：补偿标准在最小化面对面偏差和支持教师职业灵活性方面的作用：一种在学术病理中提高职业满意度的方法

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Work-life balance is important to recruitment and retention of the younger generation of medical faculty, but medical school flexibility policies have not been fully effective. We have reported that our school’s policies are underutilized due to faculty concerns about looking uncommitted to career or team. Since policies include leaves and accommodations that reduce physical presence, faculty may fear “face-time bias,” which negatively affects evaluation of those not “seen” at work. Face-time bias is reported to negatively affect salary and career progress. We explored face-time bias on a leadership level and described development of compensation criteria intended to mitigate face-time bias, raise visibility, and reward commitment and contribution to team/group goals. Leaders from 6 partner departments participated in standardized interviews and group meetings. Ten compensation plans were analyzed, and published literature was reviewed. Leaders did not perceive face-time issues but saw team pressure and perception of availability as performance motivators. Compensation plans were multifactor productivity based with many quantifiable criteria; few addressed team contributions. Using these findings, novel compensation criteria were developed based on a published model to mitigate face-time bias associated with team perceptions. Criteria for organizational citizenship to raise visibility and reward group outcomes were included. We conclude that team pressure and perception of availability have the potential to lead to bias and may contribute to underuse of flexibility policies. Recognizing organizational citizenship and cooperative effort via specific criteria in a compensation plan may enhance a culture of flexibility. These novel criteria have been effective in one pilot department.
机译：工作与生活的平衡对招募和留住年轻医学系很重要，但是医学院的灵活性政策还没有完全有效。我们已经报告说，由于教职员工担心自己对职业或团队的投入不足，我们学校的政策没有得到充分利用。由于政策包括休假和住宿，会减少人的存在，因此教师可能会担心“面对面的偏见”，这会对评估工作中未见过的人产生负面影响。据报道，面对时间偏差会对薪水和职业发展产生负面影响。我们研究了领导层的面对时间偏差，并描述了旨在减轻面对时间偏差，提高知名度并奖励对团队/小组目标的承诺和贡献的薪酬标准。来自六个合作伙​​伴部门的领导人参加了标准化的采访和小组会议。分析了十种补偿计划，并审查了已发表的文献。领导者没有察觉面对时间的问题，但将团队的压力和对可用性的感知视为绩效的动力。补偿计划是基于许多可量化标准的多要素生产率。很少提及团队的贡献。利用这些发现，基于已发布的模型开发了新颖的薪酬标准，以减轻与团队观念相关的面对时间偏差。包括组织公民身份以提高知名度和奖励团体成果的标准。我们得出结论，团队的压力和对可用性的感知有可能导致偏见，并可能导致灵活性政策使用不足。通过薪酬计划中的特定标准认可组织公民身份和合作努力可以增强灵活性。这些新颖的标准在一个试点部门已经有效。

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