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