ORIENTATION TO THE UCSF-GIVI CFAR MENTORING PROGRAM
Jonathan Fuchs, MD, MPH and Monica Gandhi, MD, MPHOctober 23, 2015
Introductions
Name Where you are based Your research focus The origin of your name...
Overview
Definition of mentoring- M. Gandhi UCSF CFAR mentoring program- J.
Fuchs The Core Mentoring Program Expectations of the CFAR Mentoring
Relationship Next steps
UCSF-GIVI CFAR mentoring program
Our Team
Brenda SanchezCFAR Program AnalystDevelopmental CoreMentoring Program
Larkin CallaghanCFAR Program Manager
Cesar CadabesProgram AnalystCenter Events/
Communications
Jonathan FuchsCo-Director
Monica GandhiCo-Director
UCSF-GIVI CFAR Venn Diagram
To nurture and sustain innovative multidisciplinary HIV research at the intersections of the basic, clinical, and population- based scientific disciplines
Clinical Science
Population Science
Basic Science
MENTORING
Established components of the UCSF CFAR Mentoring Program
• Focused on post-doctoral fellows/early assistant professors
• Linkage with a senior career mentor • Individual Development Plans• Workshops/Seminars• Annual CFAR Mentoring Program Research
Symposium– Talks by ESIs and awards for excellence in basic, clinical,
and social and behavioral science
• Opportunities to network/increase visibility• Multidisciplinary collaboration• Peer support
Kahn JS, Greenblatt RM. Mentoring early-career scientists for HIV research careers. Am J Public Health. Feb 26, 2009
trans and cis-mentoring: Interdisciplinary
cis Mentor: Mentor from the same research discipline
trans mentor: Senior mentor outside the major area of the mentee's focus (basic science mentors for mentee whose research emphasizes clinical science.)Kahn and Greenblatt. Am. J. of Public
Health 2009
Monthly Career Development Workshops
• Draw expertise across AIDS Research Institute/CFAR– UCSF, Gladstone, VA,
SFDPH, BSRI• Target high yield career
development topics seldom discussed as formal part of training programs
• Participatory format (didactic, panel, discussion, readings)
• Promotions• Applying for first grants• Effective Networking• Work/Life Balance• Navigating Research
Networks• Negotiating a
position/package• Time management• How to Give a Talk• Team Management• Writing tips• Conflict resolution
CFAR/JFAR Leadership Retreat
• The 4 “Fs”– Friday– Focus (based on needs
assessment)– Fulfilling– Fun
2013 Leadership Retreat
• Alan Embry, DAIDS Project Officer
• Monica Gandhi- transition from K to R
Building Effective TeamsFireside Chat with Mike McCune
Building effective teams
2015 Retreat
– Emotional Intelligence and how do I build mine?
– Become more facile with managing conflict in the workplace
– Review helpful techniques to build personal resilience in our changing environment
Nancy Friedman
Lightening Rounds Specific Aims
• 5 minutes to read• 5 minutes to present the idea• 25 minutes to discuss – Questions– What works– What can be improved
PATIENCE AFULANI Community Health Sciences
MOLLY ALTMAN Midwifery
DAWN GANONeonatal Neurology
MELISSA MORGAN Neonatal-Perinatal Medicine
JOSEPH WANGIRA MUSANA Obstetrics & Gynecology
PTBi’s post-doctoral fellows will participate in the CFAR mentoring workshops
JENNIFER N. FELDERHealth Psychology
Mentoring is a brain to pick, an ear to listen, and a push in the right direction
John C. Crosby
Career Mentor
• The career mentor is responsible for overall career guidance and support for their mentee
• Not the primary research or scholarly mentor. • Scheduled meetings take place at least 2-3
times per year. – This type of relationship has been the focus of
our mentoring program
Transitioning the Mentoring Relationship
• The CFAR mentoring relationship is a minimum of 1 year; may extend beyond
• Be clear about why you want to end the relationship. If you've achieved your goals - celebrate! Let you mentor know how they have helped you, and show your appreciation
• If you're ending the relationship for other reasons, let your mentor know why – Perhaps the relationship is not moving you forward and you'd like to spend
time engaging in other professional development activities
• Regardless of the reason why you'd like to end the relationship, it's important to give your mentor clear feedback about what they did well and what might do differently
• Mentors frequently become collaborators …always appreciate that the future is unknown and will bring about a surprise
Indicate the assistance you received from the mentoring program
What’s next
Mentee/mentor matchmaking Contact your mentor to set up a first meeting Discuss the frequency of meetings/content/goals Follow-up with an email and brief summary of
major points discussed Participate actively in our monthly workshops
November 20, 2015: The UCSF Research Enterprise
Present your work at the CFAR symposium Attend the Leadership Retreat Participate in evaluation activities Enjoy free food!
Mentee/Mentor matches
Checking in: How’s it going?
We’ll check in! Formal evaluation
Don’t hesitate to get in touch!JonathanCell: 415 [email protected]
Monica
Cell: 415 260-6709
Acknowledgements
• Paul Volberding• Warner Greene• Our mentors• Brenda Sanchez• Larkin Callaghan• Cesar Cadabes• You!
• Funding: NIAID: P30AI027763