How Should the Scientometrics of the Chair Candidates be Assessed?
|Chair:||Gregory J. Gores, M.D., Dean for Research, Mayo Clinic, Rochester, MN, USA|
Paul Wouters, Ph.D., Director of Centre for Science and Technology Studie (CWTS),
|Members:||Alison Abbott, Ph.D., Correspondent, Nature, UK|
|Patrick Bossuyt, Ph.D., Chairman Clinical Epidemiology, University of Amsterdam, The Netherlands|
|Margit Osterloh, Prof. Dr.Dr. hc, Professor emeritus for Business Administration at the Institute for Organization and Administrative Science, University of Zurich, Switzerland|
Although scientometrics are easy to obtain and rank candidates by, they have several deficiencies and should not be heavily weighted in the candidate selection process. Therefore scientometric indicators should be used as supplements to qualitative approaches only. At the individual level, scientometric information can best be used in an integrated form with other types of evidence, such as in individual researcher portfolios or enriched Curricula Vitae. Career development is a key responsibility of a department chair. Thus, having successful mentees reflects positively on the candidate, and therefore should be a facet of the candidates’ assessment. Finally, candidates for research leadership positions must be able to delineate an approach for assuring research integrity of the department and institution, should be well educated in research methods, and must be able to set adequate incentives for his or her coworkers.