CNICS Mentoring CNICS Mentoring ProgramProgram

Mentoring for a purposeMentoring for a purpose

James Kahn MDJames Kahn MDProfessor of Medicine, AIDS Program, Professor of Medicine, AIDS Program,

SFGHSFGHUCSF-GIVI CFAR Mentoring Program UCSF-GIVI CFAR Mentoring Program

DirectorDirectorwww.cfar.ucsf.edu

What did we say we do?What did we say we do?

Develop to a model that fosters mentoring to Develop to a model that fosters mentoring to encourage successful career development for encourage successful career development for early and mid-career investigators focused early and mid-career investigators focused on HIV and the consequence of HIV infectionon HIV and the consequence of HIV infection

Complement other mentoring programs at Complement other mentoring programs at individual sites and provide linkages to individual sites and provide linkages to ongoing mentoring activities between CFARs ongoing mentoring activities between CFARs and CFARs and CTSIsand CFARs and CTSIs

Provide ongoing evaluation of key mentoring Provide ongoing evaluation of key mentoring endpointsendpoints

It Takes a VillageIt Takes a Village

It is important to understand that there are different roles for mentors. It takes a variety of mentors to provide support and direction to mentee.

Defining the mentorDefining the mentor

Scholarly or Research MentorScholarly or Research Mentor Co-MentorCo-Mentor Career MentorCareer Mentor AdvisorAdvisor

Scholarly or Research Scholarly or Research MentorMentor

Responsible for developing the creative and/or independent research careers of their mentees. The scholarly mentor must have expertise in the mentee’s area of scholarship and help provide resources to support the mentees work. Scheduled meetings take place 1-2 times per month.

Co-MentorCo-Mentor

Works with the mentee and scholarly mentor to provide specialized content area or methodological expertise. Scheduled meetings every 1-3 months.

Career MentorCareer Mentor

The career mentor is responsible for overall career guidance and support for their mentee. Often affiliated with a Faculty Mentoring Program, the career mentor should not serve as the scholarly mentor. Scheduled meetings take place at least 2-3 times per year.

This type of relationship will be the focus of our mentoring program.

AdvisorAdvisor

More limited role than a mentor. Provides guidance on an as-needed basis generally around a specific issue. No expectation for ongoing contact.

This will be a second focus for our mentoring program and will be project specific.

Mentors’ Mentors’ ResponsibilitiesResponsibilities

Is clear about expectationsIs clear about expectations Sets specific goals and accomplishmentsSets specific goals and accomplishments Encourages strategic thinkingEncourages strategic thinking Provides networking opportunitiesProvides networking opportunities Gives moral supportGives moral support Results orientated Conducts meetings on a one‑to-one

basis Keeps in touch Makes sure to provide written

communication Puts some “skin in the game”Puts some “skin in the game”

Mentees’ Mentees’ ResponsibilitiesResponsibilities

Contacts the mentorContacts the mentor Provides directed Provides directed

communicationscommunications Explicitly requests for helpExplicitly requests for help Open and willing to trustOpen and willing to trust Appreciates the mentor’s effortAppreciates the mentor’s effort Respects the mentorRespects the mentor Puts some “skin in game”Puts some “skin in game”

What might a Mentoring What might a Mentoring Plan Include?Plan Include?

1.    DEVELOPMENT AREA:  What specifically is your need?  1.    DEVELOPMENT AREA:  What specifically is your need?  Why do you have this need now?  How will you benefit?Why do you have this need now?  How will you benefit?

2.    EXPECTED OUTCOMES:  What do you expect to do this 2.    EXPECTED OUTCOMES:  What do you expect to do this year?  How will you know if this mentoring relationship year?  How will you know if this mentoring relationship help you accomplish your outcomes? help you accomplish your outcomes? 

3.    ACTIONS:  How will you gain the experience you are 3.    ACTIONS:  How will you gain the experience you are looking for to help you be successful? looking for to help you be successful? 

  4.    CHALLENGES, DEPENDENCIES AND SUPPORT:  What 4.    CHALLENGES, DEPENDENCIES AND SUPPORT:  What

challenges or obstacles must you address?  challenges or obstacles must you address?  

5.    PROGRESS REVIEW:  What progress has been made on 5.    PROGRESS REVIEW:  What progress has been made on your project?  What have you learned so far?  your project?  What have you learned so far? 

  6.    ACTIONS TO TAKE FORWARD6.    ACTIONS TO TAKE FORWARD

CNICS Mentoring ProgramCNICS Mentoring ProgramGOAL---Facilitate the successful growth and

development of the next generation of HIV investigators to support and extend multidisciplinary HIV research.

1) One-on-one interactions between mentees and senior CFAR-CNICS mentors conducted at yearly CNICS meetings

2) A workshop series offering important information of a range of topics essential for academic career development to be tied to CNICS meetings

3) Enhanced opportunities for networking

The Trans Model of The Trans Model of MentoringMentoring

CNICS workshop topicsCNICS workshop topics Working Productively with CNICS and

an orientation to the database First NIH Grants Careers Promotion and Advancement Lessons Learned: How to avoid being

road kill on the academic highway Life and Work Balance International HIV Research: A primer

Mentoring the MentorsMentoring the Mentors

1.1. Motivating & coaching your Motivating & coaching your research teamresearch team

2.2. Dealing with interpersonal Dealing with interpersonal conflict in your groupconflict in your group

3.3. Creating a professional Creating a professional research group and a research group and a culture of excellenceculture of excellence

4.4. Role and expectations of a Role and expectations of a mentormentor

5.5. Understanding scientific Understanding scientific fraud and misconductfraud and misconduct

6.6. Voluntary 360 degree Voluntary 360 degree reviewreview

Objective: To discuss the responsibilities of a mentor. What should be the value gained from this experience for both the mentor and those being mentored. Examples from best and worst case mentoring situations. How to wean a mentee from both a style and project basis

Objective: To understand individual differences, cultural diversity and techniques for assisting others to reach their potential.

Objective: To provide participants with basic fundamental team-related conflict- management concepts and techniques. To help them better engage in difficult conversations and gain confidence in mediating interpersonal issues

Objective: To provide participants with techniques for making effective hiring decisions, clarifying and communicating expectations; and instilling accountability for work ethics, procedures, results and behavior. Behavior-based interviewing techniques will be shared to address the three multiple interfaces for lab success. A performance management model will also be discussed.

Prepare a plan of action and a response consistent with UCSF and GIVI policiesand understand the need for a formal process.

Mentoring Background-Mentoring Background-CTSICTSI

1. Critical component of career development & success

2. Outstanding mentors: insures pipeline 3. Success of C & T research enterprise:

robust mentors4. Dedicated, skilled mentors: need training5. Few training programs6. UCSF CTSI Mentor Development

Program

http://ctsi.ucsf.edu

Program actionsProgram actions

Web site for a mentoring programWeb site for a mentoring program Content for menteesContent for mentees Content for mentorsContent for mentors

Launch of a social networking siteLaunch of a social networking site Baseline assessment of mentees and Baseline assessment of mentees and

mentorsmentors Matching mentees and mentorsMatching mentees and mentors Plan for national meetings and mentoringPlan for national meetings and mentoring Apply for new funding opportunitiesApply for new funding opportunities Evaluate mentoring activitiesEvaluate mentoring activities

OutcomesOutcomes

For MenteesFor Mentees1.1. Impact of the work on CNICS and locallyImpact of the work on CNICS and locally

2.2. Original Peer Reviewed PublicationsOriginal Peer Reviewed Publications

3.3. Other Refereed DisseminationOther Refereed Dissemination

4.4. Research support---NIH, VA, national peer-Research support---NIH, VA, national peer-

reviewed grants K23, K01, R18, reviewed grants K23, K01, R18,

5.5. Thematic Focus or Progression—survey basedThematic Focus or Progression—survey based

For Mentors:For Mentors: K24 AwardK24 Award Survey ResponseSurvey Response

Other mentoring themesOther mentoring themes

NIMH U24 (RFA-MH-10-050) (IS 29)NIMH U24 (RFA-MH-10-050) (IS 29) Focused on mentoring to increase the Focused on mentoring to increase the

diversity of early career investigators diversity of early career investigators with a focus on mental health and with a focus on mental health and HIV/AIDS utilizing the CNICS data HIV/AIDS utilizing the CNICS data repositoryrepository Mentoring MentorsMentoring Mentors Social Network platformsSocial Network platforms All CFARs and non-CFAR NIMH applicantsAll CFARs and non-CFAR NIMH applicants