Faculty Development

Our goal

Faculty development aims to offer the clinical, teaching, and research skills needed for academic success and career satisfaction.

This is unpublished

Key people

Dr. Cynthia KoDr. Cynthia Ko is the associate chair for faculty affairs. In this role, she leads the development of more robust and visible departmental resources for faculty, in support of a more equitable and inclusive working environment, and assists the chair and other department leaders on faculty interpersonal conflict and conduct issues, faculty performance and advancement, and faculty career development.


Dr. Trish KritekDr. Patricia (Trish) Kritek is the associate dean for faculty affairs. The mission of the School of Medicine Faculty Affairs is to foster a thriving community of faculty by helping individuals develop as clinicians, educators, scientists, and leaders over the course of their career; promoting a climate of inclusion, support, and collaboration; and advocating for equity and courageous innovation.

Annual reviews

The purpose of regularly established conferences with you and your division head (or, in some cases, your section chief) is to help you plan and document your career progress and goals. 

NOTE: While the documentation of those goals will be part of your record for subsequent determinations of merit, this regular conference should be distinct from the merit review process (per faculty code).

Who gets reviewed?

  • Every year: acting faculty, assistant and research assistant professors, paid clinical faculty
  • Every 2 years: associate and research associate professors
  • Every 3 years: professors and research professors

Discussion and documentation

Your annual review should include:

  1. A review of your overall academic progress including scholarly productivity, teaching activities, and patient care
  2. Your accomplishments and how your duties and responsibilities have contributed to the overall mission(s) of the division/department
  3. Your strengths and weaknesses, including suggestions and strategies for how to improve
  4. A review of your teaching and clinical evaluations 
  5. Establishing goals for the coming year(s)

You should be provided a write-up of the meeting. If you disagree with the summary, you may comment in writing. Your division head or section chief may elect to withdraw and revise the summary or may reaffirm the initial summary. Copies of this documentation should be provided to the chair.

Want more information?

The faculty code, section 24-57, item D outlines your options if you do not agree with the annual meeting summary.

Faculty coaching program

The Faculty Coaching Program is focused on professional development of our mid-career faculty given the positive impact on leadership development, well-being, and supporting them and their teams. This program is growth-oriented with a goal of improving job satisfaction and providing support for faculty at career transition points, particularly those who have moved into or are considering leadership roles. Faculty in biomedical research or clinical departments are welcome to apply.

Awards and Recognition

Opportunities to award our faculty are abundant and embraced.

Awards are given by the School of Medicine, Department of Medicine, UW Medicine, and the University of Washington. There are also divisional awards, as well as external awards by local, regional, national, and international associations and societies, and plenty of other ways our faculty are honored.