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Proposal for faculty mentoring

Proposal for faculty mentoring. Academic Enterprise July 2011. Motivating factors. All junior faculty members would benefit from formal mentoring process A uniform approach does not exist Variable approaches Variable benefit Inconsistent communication

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Proposal for faculty mentoring

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  1. Proposal for faculty mentoring Academic Enterprise July 2011

  2. Motivating factors • All junior faculty members would benefit from formal mentoring process • A uniform approach does not exist • Variable approaches • Variable benefit • Inconsistent communication • Only a minority of faculty benefit from existing programs • APEL, PCAT, CHRCDA etc… • And often not early enough in their careers

  3. Approach taken • Several preliminary meetings • J. Carey, N. Dudley, F. Filloux, T.Westbrook, J. Bernard, B.Harman • Brainstorming • Recent meeting with other leaders: • J. Bale, W. Hobson of APEL • C. Byington, PCAT • current APEL scholars

  4. Recommendations • Establish formal mentoring process • Group meetings • Communication of information • Peer mentoring and collaboration • Individual “career mentor” • Identify upon hiring (in offer letter) • Establish standard expectations • Minimum number of meetings • Timing • Content • Availability (5-7% FTE)

  5. “Career mentor” • Distinct from research mentor • Identified upon hire • Has some requisite (mentoring) skills • Advises on: • Career choices • RPT process and expectations • Resources available • Leadership opportunities/conflict resolution • General life concerns; balancing career & personal life • Etc…

  6. Core skills required • Understanding of Department and University policies • RPT process • Understanding of appropriate career trajectory and milestones for trainee • Clinical • Research • Education • Administration • Communication skills • Active listening • Reframing • Conflict management • Providing constructive (actionable) feedback • Understanding and working across gender/generation/cultural differences • Strategic/Career planning • Network building • Work/Life balance • How to Motivate others • Mentor Responsibilities/Behaviors to avoid/Boundaries

  7. Specific proposal • Institute this process for all newly hired (junior) faculty asap • Identify core group of career mentors • Must be committed (5-7% FTE) • Have some mentoring experience/skills • Diverse backgrounds • Clinical,research; subspecialty, generalist etc… • Provide for further training of mentors in future • Develop a cadre of skilled career mentors

  8. Primary directive for now 1 • Each Division chief to identify one or several potential career mentors • Provide time for mentorship • Discuss importance and goals of career mentorship in Division meetings • Discuss importance of career mentorship with newly hired faculty 1. Assuming we agree with this proposal

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