Molly Watkins

This document details the comprehensive Match Timeline for the Class of 2026 medical students. It outlines the phased progression through clinical skills examinations, USMLE assessments, and clerkship pathways, alongside critical deadlines for residency applications through ERAS and NRMP. The timeline prioritizes structured career planning, specialty mentorship, and preparation for various match programs, with the ultimate objective of guiding students successfully to residency placement and medical school graduation.

The 'State of the School' address from the Dean of Case Western Reserve University School of Medicine provides an update on the current strategic plan (2021-2026) and outlines key priorities for the upcoming plan (2027-2031). The plan aims to improve global health through innovation, research, and a world-class medical education ecosystem. Strategic pillars include enhancing research funding and faculty recruitment, fostering translational science and commercialization, and recognizing faculty achievements. The institution also focuses on advancing medical and graduate education, expanding clinical and translational research, and developing population and community health initiatives. Future research efforts will concentrate on areas such as cancer, neurosciences, mental health, and immunology, while embracing new technologies and venture funding.

This position paper advocates for the integration of financial literacy education into the medical school curriculum. It proposes a three-block program covering health systems overview, healthcare costs and physician's role in cost control, and personal finance management including debt, investing, and negotiation skills. The overarching goal is to empower future physicians to make informed financial decisions within the healthcare system and in their personal lives.

This document outlines the School of Medicine's FY2026 Incentive Plan Adjustment, designed to align financial incentives with performance metrics, particularly for tenure-track research faculty. The plan features an "at-risk" incentive compensation model, capped at 17% of base and merit pay, which is contingent upon faculty maintaining at least 50% external salary support from sources such as the NIH, evaluated over a rolling three-year average. The plan also incorporates a secondary review for teaching contributions to retain incentives for those below the external funding threshold, outlines evaluation metrics determined by department chairmen, and specifies faculty exclusions.

This document provides comprehensive guidelines, processes, and procedures for nominating full-time faculty for promotion to Associate Professor or Professor on the non-tenure track at the Case Western Reserve University School of Medicine for the 2026-2027 cycle. It outlines the detailed timeline, required application materials, and multi-stage review process by departmental, school, and university committees, with specific criteria for independent and team scientists, ensuring a transparent and structured approach to faculty advancement and recognition.