Post on 01-Jan-2016
transcript
Faculty Mentoring at NYULMC:
A New Paradigm
SCHOOL OF
MEDICINE
NEW YORK
UNIVERSITY
Georgeann McGuinness, MD Alan Frey, PhDDirector of Clinical Faculty Mentoring Director of Basic Science Faculty Mentoring
Office of Education, Faculty and Academic Affairs
Statement of Need• Historically, many faculty
• Were unaware that they are eligible for mentoring • Were uneducated as to the value of mentoring• Expressed dissatisfaction with existing mentoring• Would greatly benefit from mentoring
• Many departments lacked robust mentoring programs
• Mentoring is:• Vital to faculty development, and valuable to departments & the institution• Integral to being a world class institution• An expectation of the institution and the Dean
Office of Mentoring & Faculty Development
• Formed in FY13, to develop strong faculty mentoring programs for junior and mid level faculty
• Directors of Clinical and Basic Science Faculty Mentoring
• Steering Committee: Representatives from key faculty bodies
• Departmental Mentoring Champions– Identified and charged by Chairs– To assess need, implement, provide oversight and monitor
effectiveness of departmental mentoring programs– To identify & develop a pool of appropriate mentors– Participate in institutional mentoring initiatives
Faculty Survey June 2014I have a mentoring committee.
Answer Bar Response % 2011
Yes 92 81 % 54
No 21 19% 46
Total 113 100% 100
Tenure eligible
Answer Bar Response % 2011
Yes 164 67% 25
No 63 26% 68
I don't know
17 7% 7
Total 244 100%
NTT
Faculty Survey June 2014Do you know who is your department's mentoring champion?
Answer Bar Response %
Yes 73 61%
No 40 34%
I don't know
6 5%
Total 119 100%
Tenure eligible
Answer Bar Response %
Yes 138 58%
No 87 37%
I don't know
12 5%
Total 237 100%
NTT
Department Mentoring ChampionAnesthesiology Levon Capan Biochemistry & Molecular Pharmacology
Nicholas Cowan
Cardiothoracic Surgery
Ralph Mosca
Cell BiologyE. Lyn Wilson (NTT)Steve Burden (TT)
Child & Adolescent Psychiatry
Jess Shatkin
Dermatology Nicholas Soter Ehrman Medical Library
Jeffrey Williams
Emergency Medicine Maureen Gang Environmental Medicine
George Thurston
Medicine David SternMicrobiology Andrew DarwinNeurological Surgery Douglas Kondziolka Neurology Laura BalcerOBGYN William Schweizer Ophthalmology Roland SmithOrthopedic Surgery Thorsten Kirsch
Department Mentoring Champion
Otolaryngology Susan Waltzman
PathologyAylin Simsir Adrian Erlebacher
Pediatrics Arthur H. FiermanPhysiology and Neuroscience
Gyorgy Buzsaki
Plastic Surgery David T. Chiu
Population Health Mark D. Schwartz
PsychiatryMary Anne Badaracco (clinical)Donald Goff (research)
Radiation Oncology Peter B. Schiff
Radiology Georgeann McGuinness
Rehab Medicine Alex Moroz
Surgery Mark Hochberg
Urology Ellen ShapiroSkirball Institute of Biomolecular Medicine
Steve Burden (TT)E. Lyn Wilson (NTT)
Cancer Institute Mark Philips
Neuroscience Institute Gyorgy Buzsaki
Faculty Professsional Guidance
Faculty Member
Chair
DAPC(Department
Appointments & Promotion
Committee)
Mentoring Champion &
Mentors• Promotion applications• 3-year & 6-year tenure reviews• Tenure applications
OMFD Activities• 2013: Required mentoring for Tenure Eligible faculty
– Submission of annual Mentoring Letters
•Fall 2014: Expansion of required mentoring to include Non Tenure Eligible (NTE) researchers who fall under Academic Excellence Committee (AEC) guidelines
•March 2015: Mentoring Workshop for NTE researchers–Attendees•NTE Assistant Professors (Research Educators (RE), Clinician Investigator Educators (CIE)•Lab Directors•Core Directors
•Summer 2015: Launching required mentoring programs for ‘Educators’–Faculty with substantive role in education of students and trainees–Faculty whose role in education is the basis for promotion
Overview: Mentoring TT Faculty
• Mentoring team of at least 2 tenured faculty
• Minimum 2 meetings / year– At least 1 of 2 meetings should be the team– Remainder can be meetings with individuals
• Focus on promotion metrics for – Investigator Educator (IE) – Investigator/Clinician/Educator (ICE) track
• Annual Mentoring Summary Letter– On file in central repository– Meeting with Chair for discussion of the letter, signing– Used for discussions & assessment of applications for promotion /
tenure
Overview: Mentoring Non TT Faculty
• Mentors– Can be a single mentor– Can be group mentoring, faculty development
programs, etc.
• Ideally 2 meetings / year
• Focus on metrics & career development for – Clinician Investigator Educator (CIE) – Research Educator (RE) track
The Mentoring ToolboxThe Faculty Mentoring Handbook
Catalogue of Faculty Development Resources
A Guide for Chairs
Templates for:Mentoring Encounters
Yearly LettersDepartmental Faculty Surveys
The Faculty Mentoring Handbook
Definition of a Mentor and Mentoring
• What Does it Mean to Be a Mentor? Why Be One? The Mentoring Process
• Setting up a Mentoring Program Guide to Mentoring According to Career Path
• Mentoring On the Tenure Track• Mentoring Off the Tenure Track
The Role and Responsibility of the Mentee Overview of the Promotion Process
Faculty Development Resources
A centralized catalogue & database of existing programs & resources available at the NYULMC
– Office of Sponsored Research(OSR) – Clinical & Translational Science Institute (CTSI)– Office of Developmental Learning (ODL)
• Developing mentors
• Developing junior faculty
• Leadership development and succession planning
• Developing as a researcher
Your Role as Mentee• Define expectations for yourself and your mentor
– Discuss these early in career (and frequently)
• Provide your mentor with information beyond your CV which will enhance the productivity of your meetings. – Your own vision, mission, or life goals
• Be respectful of time. – Agree on the frequency of meetings- you make the appointments
• Maintain a sense of humor and enjoyment
• Internalize positive and negative feedback– Expect to be held accountable to goals & deadlines—this is very valuable to you!
• Be grateful– Express thanks for the time & effort & expertise your mentor has voluntarily extended
Mentee Dissatisfaction?
• Mechanisms to provide feedback about the mentoring experience– To your Champion– To your Chair– In your 3-year and 6-year review documents (for tenure track)– In annual mentoring surveys
• Mechanisms to change mentors– Speak to your Mentoring Champion– Speak to your Chair– Speak to your DAPC Chair
In our mentoring program, which of the following are most important to you?
Answer Bar
Mentoring in research (identifying a project, project design and execution)
Manuscript preparation/writing/publishing
Guidance in obtaining funding
Interdepartmental opportunities in collaboration/team research with clinical and basic science colleagues
NYULMC or SOM networking (involvement in hospital/medical school committees such as medical school admissions committee, QA committees, etc)
International and national professional networking (involvement in professional committees, etc)
Planning long term career goals
People Management courses
Understanding academic tracks and the promotion process
Developing teaching skills
Learning time management
Balancing personal and professional demands
Effective communication with others
Understanding medical-legal issues in your practice
Tenure eligible
In our mentoring program, which of the following are most important to you?
Answer Bar
Developing a strong subspecialty expertise area
Mentoring in research (identifying a project, project design and execution)
Manuscript preparation/writing/publishing
Guidance in obtaining funding
Interdepartmental opportunities in collaboration/team research with clinical and basic science colleagues
NYULMC or SOM networking (involvement in hospital/medical school committees such as medical school admission committee, QA committee, etc)
International and national professional networking (involvement in professional committees, etc)
Planning long term career goals
People Management courses
Understanding academic tracks and the promotion process
Improving teaching skills
Learning time management
Balancing personal and professional demands
Mastering effective communication with others
Understanding medical-legal issues in your practice
NTT
Conclusion
• Mentoring is integral to the success of world class academic medical centers
• An effective mentoring program will benefit you and your department:– Providing a nurturing work environment– Advancing professional growth and achievement– Increasing career satisfaction of mentors and
mentees– Developing the next generation of leaders