At UT Southwestern:

WISMAC Career Development Series  The Women in Science and Medicine Advisory Committee (WISMAC) organizes and sponsors seminars/workshops to promote success of our trainees and/or junior faculty.  Read about past symposia belwo and on our Committee Accomplishments page.  Learn about our most recent and upcoming symposia on our Events page. 

Effective Negotiation Skills Linda Wilcox, ombudsperson for Harvard Medical was WISMAC's guest speaker in November 2009. She advised attendees on how to handle conflicts, achieve agreement and maintain relationships for the future.  A video recording of her presentation is available on the intranet (accessed only on a UT Southwestern campus-networked computer or via VPN):
http://www4.utsouthwestern.edu:8080/psc/video/Wilcox.cfm

High Achievers in Academic Medicine and Multi-tasking: Is it Good for Brain Health? was the title of a 20-minute presentation given by Sandra Chapman, Ph.D. in WISMAC's Career Development Series.   Her presentation was video recorded and made available on the intranet (accessed only on a UT Southwestern campus-networked computer or via VPN):
http://www4.utsouthwestern.edu:8080/psc/video/Chapman.cfm

Faculty Promotion & Tenure WISMAC organized a symposium on this topic in 2007 and video recorded the session.  Speakers included the medical school dean and chair of the Faculty Promotion & Tenure committee. The recording is available on the intranet (accessed only on a UT Southwestern campus-networked computer or via VPN): http://www4.utsouthwestern.edu:8080/psc/video/Gilman.cfm

Primary Care of Preschool Age Children Can Extend the "Tenure Clock" at UT Southwestern
Faculty on a tenure-accruing track generally must achieve tenure during an 8-year probationary period. As stated under "Extension of the Maximum Probationary Period" in the guidelines regarding "Faculty Appointments, Promotion, Tenure, Evaluation, and Non-Reappointment" on the UT Southwestern web site (http://www.utsouthwestern.edu/utsw/cda/dept237881/files/250817.html):
"A faculty member who determines that certain personal circumstances impede his or her progress toward demonstrating suitability for tenure may make a written request for extension of the probationary period, specifying the reason(s) for the request. Personal circumstances that may justify the extension include, but are not restricted to, disability or illness of the faculty member; status of the faculty member as a principal caregiver of a preschool child; or status of the faculty member as a principal caregiver of a disabled, elderly, or ill member of the family of the faculty member. It is the responsibility of the faculty member to justify the request and provide appropriate documentation.
 A request for extension must be limited to one academic year, although a request for an additional year's extension may be made, following the established process. The maximum duration of extension, whether consecutive or nonconsecutive, is two academic years."

Information from Elsewhere

Family Obligations & an Academic Career A new report, based on extensive original research, considers the impact of children and family obligations on women's willingness to pursue faculty positions, and identifies both when and why women and men with caregiving plans or responsibilities drop or opt out of the academic science career path.  The report is by Marc Goulden, Ph.D., Karie Frasch, Ph.D., and Mary Ann Mason, J.D., Ph.D., of the University of California, Berkeley, the Berkeley Center on Health, Economic, & Family Security and The Center for American Progress.  This info from the  11/13/2009 AAMC GREAT  email newsletter.  The report and executive summary are available at: http://www.americanprogress.org/issues/2009/11/women_and_sciences.html

SCIENCE & TECHNOLOGY LEADERSHIP PROGRAMS, Feb 1-5, 2010. Advanced Management program for women who are in position to take on a greater scope of responsibility in a science, technology or engineering organization. For information see:
http://www.smith.edu/execed/programs/ScienceTechnology/ [posted 11/09/2009]

Unconscious Bias in Faculty and Leadership Recruitment: A Literature Review A new Analysis in Brief released by the American Association of Medical Colleges reviews the the scientific literature on unconscious bias and how it relates to job recruitment and evaluations. Women and minorities have made strides in achieving equality in the workplace, but they are still underrepresented in the upper strata of organizations, including senior faculty and leadership positions at medical schools and teaching hospitals. Social science researchers have pursued the theory of "unconscious bias" as one barrier to workplace equality that may persist despite a commitment to increase diversity. Stereotypical [from AWIS Washington Wire, Sept. 2009 issue I]

Long Distance Love This recession has resulted in a huge jump in the number of people relocating in search of employment. Many two-career couples have been forced into long distance relationships, placing a financial and emotional burden on partnerships. The problem is greater than during previous recessions because of the increase in the number of two-career couples in recent times as women become more career focused. Long haul for working couples [from AWIS Washington Wire, Sept. 2009 issue II]

Science and CEOs Some of the world's largest companies are now headed by women who hold science and engineering degrees. Rather than traditional law or business backgrounds, it appears that a STEM background might be a more promising path for advancement of women in business. Good morning Ms. Chairwoman [from AWIS Washington Wire, Sept. 2009 issue II]

Lessons in Leadership from Linda Hudson Linda Hudson of BAE Systems recalls how she let a Nordstrom's clerk show her how to tie a scarf for the outfit she wore on her first day as the president of General Dynamics -- only to arrive at work the second day to see a dozen women wearing scarves the same way. In this interview with The New York Times, Hudson talks about the responsibilities leaders have, not just for the way they dress, but for how they behave, interact and communicate. Dress for success [from AWIS Washington Wire, Sept. 2009 issue II]

Unconscious Bias in Faculty and Leadership Recruitment: A Literature Review Although women and minorities have made significant strides in achieving equality in the workplace, they are still underrepresented in the upper strata of organizations, including senior faculty and leadership positions at medical schools and teaching hospitals. Within the last decade, social science researchers have pursued the theory of “unconscious bias” as one barrier to workplace equality that may persist despite a general commitment to increase diversity across the academic medicine workforce and other organizations. This AAMC Analysis in Brief reviews the scientific literature on the theory of unconscious bias, explores the role of unconscious bias in job recruitment and evaluations, and offers suggestions for search committees and others involved in hiring decisions at medical schools and teaching hospitals. As shown in Table 1, research on unconscious bias suggests that, given equal weighting on all other variables, people prefer males over females and white and Asian American individuals over individuals of other races in career-related evaluations. Read Analysis in Brief (PDF) [posted Aug. 2009]

The AAMC Mid Career Women Faculty Professional Development Seminar is scheduled for December 5-8, 2009, at the Westin Kierland Resort and Spa in Scottsdale, Arizona. Designed for women associate or full professors with clear potential for departmental and institutional leadership, the seminar's objectives are to:

• Visualize potential paths to leadership and develop career plans to advance towards that vision;
• Improve knowledge of institutional finance and departmental budgeting processes;
• Strengthen selected skills such as negotiation, communication, conflict, personnel and time management; and
• Expand networks of mentors and colleagues in academic medicine.

The full program and application materials are available at: http://www.aamc.org/meetings/wim/midwim/2009/start.htm The applications were due August 7, 2009. [posted June 30, 2009]

The Executive Leadership in Academic Medicine (ELAM) Program for Women  Established in 1995, ELAM offers an intensive one-year program of leadership training with extensive coaching, networking and mentoring opportunities aimed at expanding the national pool of qualified women candidates for leadership in academic medicine, dentistry and public health. http://www.drexelmed.edu/Home/OtherPrograms/ExecutiveLeadershipinAcademicMedicine.aspx [April, 2009]

More Women Breaking the Biotech Glass Ceiling Massachusetts has seen a sudden surge of women in the boardroom with three new female chiefs appointed to helm drug developers since last summer. Abbie Celniker of Taligen Therapeutics, Bonnie Fendrock of Hepregen and Katrine Bosle of Avila Therapeutics gained recognition and top jobs in the industry after years of hard work, notes the Boston Business Journal. And the Journal says that there are plenty more women coming up through the ranks of Bay State biotechs. Women moving up [from AWIS Washington Wire July 2009]

Top Paying Jobs for Women Even though there is a persistent wage gap, women are finding top paying jobs.  Pharmacist is the top-earning career for women, paying them $86,0000 a year on average. Other careers that make this list by Forbes are computer scientist and systems analyst. Raking it in [from AWIS Washington Wire July 2009]

"Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty" During the week of June 1, 2009, the National Academies released a report, by this name.  Although women are still underrepresented in the applicant pool for faculty positions in math, science, and engineering at major research universities, those who do apply are interviewed and hired at rates equal to or higher than those for men, says the report.  Similarly, women are underrepresented among those considered for tenure, but those who are considered receive tenure at the same or higher rates than men.  The report contains other findings of interest and the study panel makes specific recommendations for both research institutions and academic societies.  For more information, visit:   http://www.nas.edu/morenews/20090602.html [posted June 24, 2009]     

Paid Parental Leave for Federal Workers One Step Closer to Reality  The House passed the Federal Employees Paid Parental Leave Act (H.R. 626) by a vote of 258-154, fending off criticism of its price tag. The bill would give federal employees four weeks of paid leave following the birth or adoption of a child, and would let the Office of Personnel Management grant an additional four weeks of paid leave through regulations. Those weeks would be within the 12 weeks of unpaid leave mandated by the 1993 Family and Medical Leave Act.  AWIS applauds efforts to secure paid parental leave [posted June 24, 2009]

Appearing to Be Family Friendlier  The University of Michigan Center for the Education of Women conducted a survey to gauge "family friendly" practices in both 2002 and 2007. Though statistically more likely to adopt policies that help balance work-life challenges, institutions are only marginally implementing these policies. In 2002 a four-year institution would have utilized, on average, 1.64 of 7 policies then available. As of 2007 that number only raised to 1.9 of the possible 7 policies. Even those policies adopted within the five year time span were policies posing the least burden on university costs and essentially not whirlwind improvements.  Small victories [posted June 24, 2009]

Career Advice for Academics When trying to balance the dual responsibilities of teaching and research, many in academia may feel there isn't enough time to do either well.  Additionally, for those on a tenure-track, teaching responsibilities may not carry as much weight with tenure committees as research obligations.  To maximize the return on the time invested in teaching, professors are advised to define realistic expectations.  By considering the variety in students' interests and crafting a teaching plan that works with, not against, that diversity, teaching can be a rewarding experience for both teacher and student.  Be All You Can Be [from AWIS Washington Wire, April 2009, Issue II]

Policy and Parental Leave Parental leave at some institutions has the consequence of a potentially 10 percent loss of salary. The definition of leave isn't always really leave, either. While professors are relieved of one course during the semester immediately following the birth or adoption of a child it does not clear them of other duties such as writing or researching to keep up with departmental expectations. And, the debate rages on. Time to Leave  [from AWIS Washington Wire, April 2009, Issue II]

Is Tenure a Trap for Women? Choosing family over career or vice versa is a constant theme in academe these days.  It becomes even more difficult as lifestyles of the modern professor change. Female leaders of higher education like Shirley M. Tilghman, first woman president of Princeton University, argue that the tenure system should be abolished.  Is that good or bad for women? Trapped  [from AWIS Washington Wire, April 2009, Issue II]

Men Advance Quicker Than Women A 2006 study recently released by the Modern Language Association reveals that women in English and foreign language departments take an average of 1.6 years longer than men to earn a promotion from associate to full professorship (6.6 years for men, 8.2 years for women).  This finding was consistent in both married and single female populations, with and without dependent children.  The study found that men devote more time to research, while women devote more time to teaching responsibilities.  The authors postulate that teaching and service obligations are less likely to be rewarded, and propose that  "microdifferences" in how women and men spend time (professionally and personally) account for the disparity in recognition.  The Race Is On  [from AWIS Washington Wire, April 2009, Issue II]

 "On Being a Scientist: A Guide to Responsible Conduct in Research" A new edition of this book offers researchers – particularly early-career scientists and their mentors -- guidance on how to conduct research responsibly and avoid misconduct such as fabrication and plagiarism.  The guide, issued by the National Academy of Sciences, National Academy of Engineering, and Institute of Medicine, includes new case studies and has been updated to reflect the emergence of electronic publishing and globalization of research.  For more information, please see:
http://www8.nationalacademies.org/onpinews/newsitem.aspx?RecordID=12192     [from March 30, 2009 GREATnews email message of the AAMC]

“Women in Biomedical Research: Best Practices for Sustaining Career Success” is a report posted on-line and is a product of the NIH Working Group on Women in Biomedical Careers. The report is available at: http://womeninscience.nih.gov/bestpractices/docs/BestPracticesReport.pdf [from April 8, 2009 GREATnews email message of the AAMC]

A Continuum of Leadership Development - A Model for Sustained Success for Women Leaders in Academic Medicine This article addresses the challenges of leadership development, paying particular attention to the circumstances of women leaders in academic medicine. It organizes the pathways to leadership as a leadership continuum, with specific phases supported by the development of fundamental competencies.  http://www.aamc.org/members/facultydev/facultyvitae/spring09/feature.htm [posted April 2009]

Ambition and Gender Equality A study recently released by the Families and Work Institute reveals that women with children are just as ambitious in their careers as their childless counterparts.  In 2002, 48% of young mothers expressed a desire for more job responsibility; that number has grown to 66% today.  The study was not able to pinpoint the source of this motivation.  Another notable increase is in the number of men who experienced work-family conflicts.  In 1977, 34% of men and women surveyed reported work-life conflicts.   Today, 45% of men, compared to 39% of women, cite the same obstacles.  Additionally, a growing percentage of men and women report confidence that working women can be good mothers.  Those respondents who were raised by a working mother were much more likely to agree that working mothers are comparable caregivers to stay-at-home moms.  The New Workplace Equalizer: Ambition [from AWIS Washington Wire, April 2009]

The Art of Successful Nominations by Jocelyn Chertoff, M.D., M.S.  Well worded and supported letters are an integral part of gaining recognition and opportunities within the academic world, both internally and externally.  In academic medicine, recognition is gained through letters of support for positions, and professional opportunities are facilitated through promotions, grants, and awards.  Even when there is no formal nomination process, an organized approach to submission can bring your candidate or your candidacy well ahead of everyone else's.  This Leadership Lesson addresses how to put together a stellar nomination packet, how to secure nominations, and how to strengthen letters of support stereotypes.  http://www.aamc.org/members/facultydev/facultyvitae/spring09/leadership.htm [posted 5/8/09]

Stopping the Clock...On Grants For several years, college and university tenure committees have allowed for "stopping the clock" on tenure review for academics who need time for family responsibilities [including UT Southwestern, see above].  This same philosophy is behind legislation being proposed by Texas democratic Rep. Eddie Bernice Johnson.  Among other things, the proposed bill would require federal agencies like the NSF and the NIH to "extend" grant support for cases where a researcher is also a care-giver and to provide specific ways for researchers to hire "interim technical support" to keep laboratories running while an investigator is on a family leave.  The bill would also require federal agencies to organize workshops around the issue of promoting gender equity in science by examining the hiring process by science departments and the peer review and grants processes.  While many university officials are ambivalent about some of the changes that are called for in the bill, experts on women and academic careers see the legislation as a important step in achieving gender equity in the sciences.  Expanding the "Stop the Clock" Philosophy  [from AWIS Washington Wire, Mar. 2009]

Sticking Your Neck Out During the Recession
Worried about getting axed? A recent article in the Wall Street Journal offers this advice: advertise your value. The author recommends that women should make themselves "strategically visible" by volunteering for projects that can increase your exposure to upper management. Also, maintaining a positive attitude and keeping unemployment worries confidential will show you can contribute even in times of stress. Now is not the time to withdraw or even maintain the status quo, but rather to capitalize on opportunities to demonstrate your talents. Young Women More Vulnerable During Layoffs [from AWIS Washington Wire, Jan. 2009]

Survey Reveals Career Goal Changes of Graduate Students A survey of more than eight  thousand doctoral student respondents was recently completed across the University of California system to better understand the attitudes of the current generation of students.  The survey found that 84 percent of women and 74 percent of men were somewhat or very concerned about the family friendliness of possible career paths.  The survey also found that although 45 percent of men and 39 percent of women surveyed indicated that they wanted to pursue careers as professors with research emphasis when they started their PhD programs, only 36 percent of men and 27 percent of women stated that this was their career goal at the time of the survey.   For women, the most common reasons cited for shifting their career goal was other life interests, issues related to children, and negative experience as a PhD student. For men, the most common reasons were negative experience as a PhD student, other life interests, and professional activity too time-consuming.  The article is available online at:  http://www.aaup.org/AAUP/pubsres/academe/2009/JF/Feat/maso.htm   [from AAMC GREATmail, Jan. 15, 2009] 

Report from NIH Includes Chapter on Research Training & Career Development Dr. Raynard S. Kington, acting director of the National Institutes of Health (NIH), recently announced the publication of the first Biennial Report of the Director, a document that provides an integrated portrait of NIH research activities. The report makes it easier for Congress, advocates and patient groups, and the general public to understand the many programs within the agency.  The report, which includes a chapter on research training and career development, is available at:   http://biennialreport.nih.gov    [from AAMC GREATmail, Jan. 15, 2009]

Average Salaries Lowest and Sex Gap Smallest at For-Profit Institutions The National Center for Education Statistics' annual report shows the pay gap in post-secondary institutions in the US is narrowing, and is smallest at for-profit institutions. However, salaries for Assistant, Associate, and Full professors are significantly less at private for-profit institutions. Faculty salary gaps are much narrower than that in the U.S. labor force in general. [from AWIS Washington Wire Jan. 2009] 
Pay Gap by Institution Type

Career Coaching  The Association of Women in Science coaching program offers individual and group coaching, specially designed for women in the fields of science, technology, engineering and math (STEM). General information is at http://www.awiscoaching.org/ [posted:  October 2008]

NIH New Investigator Policies NIH recently published a notice describing changes in NIH  New Investigator policies designed "to encourage early transition to independence." Under the policy, new investigators within ten years of completing their terminal research degree or within ten years of completing their medical residency will be designated Early Stage Investigators (ESIs). Traditional NIH research grant (R01s) applications from ESIs will be identified and the career stage of the applicant will be considered at the time of review and award. Thenotice lists various implementation details. [from the AAMC GREAT Group list serve, Oct. 10, 2008] For more information, see: http://tinyurl.com/nih-esi           

Re-thinking the Traditional Academic Career Ladder The dearth of junior leadership coming into the pipeline will have a direct impact on future leadership of academic institutions is examined in a new issue brief by the American Council on Education.  For example, women aged 45 or younger working in permanent positions make up only five percent of faculty at four-year institutions, and six percent of faculty at community colleges. Likewise, people of color aged 45 or younger working in permanent positions make up only four percent of faculty at four-year institutions and six percent of community college faculty. http://www.acenet.edu/AM/Template.cfm?Section=Home&TEMPLATE=/CM/
ContentDisplay.cfm&CONTENTID=28763 [from AWIS Washington Wire Sept. 2008 issue II]

Opting Out of Academe Science Magazine recently traced the 2008 employment of 11 women and 12 men who had enrolled in Yale's elite Molecular Biophysics and Biochemistry PhD program in 1991. Although they started graduate study expecting to end up as tenured faculty, almost two-thirds of both men and women are currently working in the corporate sector.  Among those who landed in academia, the men were more likely to have jobs in medical schools while the women were in non-medical universities, and among those working in industry the men were more likely to have supervisory positions than the women.  http://www.sciencemag.org/cgi/reprint/321/5896/1622.pdf [from AWIS Washington Wire Sept. 2008 issue II]

U.S. Gets Failing Grade for Parental Leave Policies In the U.S., the Family and Medical Leave Act guarantees up to 12 weeks of unpaid leave to recent parents, but because of exemptions, fully 40% of Americans get no guaranteed family leave at all.  The study by the Center for Economic and Policy Research, a Washington D.C. based think tank, focused on assessing the amount of guaranteed leave and the level of support provided for both fathers and mothers in 21 nations.  Sweden, Norway, and Germany topped the list for the most generous policies. [updated July 2009]  Parental Leave Policies in 21 Countries: Assessing Generosity and Gender Equality

Life Science Salaries On the Rise Are you earning what you're worth?  The Scientist's annual salary survey of life scientists in the U.S. reports a 13% increase in median total compensation from $74,000 in 2006 to $85,000.  The highest salaries and largest gains were reported by life scientists in publicly traded companies.  The survey also provides interesting insights into compensation differences between gender, race, and non-U.S. life scientists.  For example, female professors have a starting median salary of $126,000 at 15-19 years experience, while men with the same experience start at a median of $164,000, or 23% higher. [from AWIS Washington Wire September 2008 Issue I]. Life Sciences Salary Survey

Dual Academic Career Couples Stanford's Clayman Institute has released a major new report on dual-career academic couples. The report finds that "over 70 percent of faculty are in dual-career relationships; more than a third are partnered with another academic. This trend is particularly strong among women scientists and people in assistant professor positions." The Clayman study focuses on 9,000 professors at 13 U.S. research universities, 88 percent of those who negotiated a dual hire at their current institution. Most of the universities studied include a medical school and the report features some medical school-specific data. [from AAMC listserv, Aug. 2008]
http://www.stanford.edu/group/gender/ResearchPrograms/DualCareer/index.html

Attracting the female candidate
If you want to recruit women there are a few key things you must do to diversify your candidate pool, according to a new study presented to the American Sociological Association. The study found advertising in publications geared toward women in science resulted in larger female candidate pools. Men appeared to have a "information advantage" for available openings, so action to balance that helps draw more women.. Another key effort was including a female on the search committee. This did not affect the number of female applicants, but it did increase their chance of becoming a semi-finalist and ultimately being offered the position. [AWIS Washington Wire: July Issue 2] Keys to Hiring Women in Science

Faculty Retention A 2008 AAMC Analysis in Brief investigates 10-year faculty retention rates-with special attention to first-time assistant professors. The analysis found that after 10 years, 52 percent of medical school faculty remained at their medical schools, 10 percent switched medical schools, and 38 percent left academic medicine. First-time assistant professors were more likely than faculty overall to leave academic medicine, with a 43 percent attrition rate versus versus a 38 percent attrition rate. The authors of this study are Hershel Alexander, Ph.D., director, Medical School and Faculty Studies, and Jonathan Lang, senior database specialist, both of the AAMC.  To read the full issue, please visit: http://www.aamc.org/data/aib/  [from June 18, 2008 AAMC GREAT Group email message; posted June 23, 2008]

Supreme Court Decision Impacts Women in Academia Women in academia suffer from significant pay disparities in the workplace even when they hold the same rank as men. The recent Ledbetter decision by the United States Supreme Court holds a number of important lessons for women in academia.[Posted June 2008]

NIH announces Women in Biomedical Careers, a new Web site that provides information about the recently created NIH Working Group on Women in Biomedical Careers. The Working Group was appointed by NIH Director Elias A. Zerhouni, M.D. to develop innovative strategies and tangible actions to promote the advancement of women in biomedical research. http://womeninscience.nih.gov/ [From NIH Nexus/May 2007; posted July 07]

How to Write a Good Letter of Recommendation We all know letters of recommendation are critically important, whether they are for new job seekers, or for faculty members seeking promotion or tenure. But what exactly makes a good letter? How does a letter for a job applicant differ from one for a tenure candidate? And what do both types of letters often fail to mention? Read what administrators and faculty members have to say as they share their experiences with both kinds of letters. There is also a link to a 2003 article in Discourse and Society, by Frances Trix and Carolyn Psenka, entitled "Exploring the Color of Glass: Letters of Recommendation for Female and Male Medical Faculty," which explores the differences between letters for men and women and advises careful attention to the language used when describing male and female candidates to avoid biased evaluations. Tips for Writing a Letter of Recommendation [from AWIS Washington Wire 02/14/08]

New Investigators Web Site  The National Institutes of Health has established a web site targeted to new investigators. The site describes current policies and offers helpful hints and resources. NIH New Investigators  This is a useful resource for early career faculty. posted:  December 2004

WOMEN IN CELL BIOLOGY
What Else Can I Do?: Exploring Opportunities in Business and Management
The logical answer to "What are you going to do when you finish your doctorate?" is research and, possibly, teaching. But you may wonder - as you look for the right postdoc position or later in your career-" what else is out there?" The good news is that there are options, although few paths are as clear as that of research in academia or industry. Despite the hardships and pitfalls you can encounter in securing a fulltime research position, you know the drill through your mentors and advisors who know how to work the system and help you with recommendations and connections. If you are contemplating a career in business or management, connections may not be as readily available. Ask yourself: How do I know whether it's a good fit for me? How do I get the training or education I need? Can I make it without formal training? Click here ASCB to read the complete article.  [Edited February 2008]

Suggested Reading on Career Development
A short selection is shown here; for a more extensive list of articles please click on, Suggested Reading under Quick Links (at upper right of this web page)

A Plan for Professional Reading Frustrated with the task of "keeping up" with the literature?  You are not alone-this is a universal concern among faculty and trainees.  Even though there is not a magical solution, this article by Susan R. Johnson, MD, MS has some observations and a framework to get you started: Career Watch. 

Getting E-mail Under Control by S.R. Johnson, M.D. Academic Physician & Scientist June 2006 pages 4-6.

Organizing Your Work and Time by S.R. Johnson, M.D. Academic Physician & Scientist September 2004 pages 2-3.

Family Matters: Stopping Tenure Clock May not Be Enough by Y.Bhattacharjee, Y.: Science 306: 2031 (2004) http://www.sciencemag.org/cgi/reprint/306/5704/2031.pdf Letters in response to this article: Science 307: 1720 (2005) http://www.sciencemag.org/cgi/reprint/307/5716/1720a.pdf