Post Doctoral Fellows and Junior Faculty

1. Post Doctoral Fellows and Junior Faculty Patricia A. Arean, Ph.D. University of California, San Francisco

2. Mentorship Quadrants Warning: Steaming Swamp of Co-dependence

3. Postdoctoral Fellows OBJECTIVE: To solidify a research or clinical direction and teach basic skills to further their success in their career.

4. The developmental perspective

5. Major Goals • Advance theircareer by providing opportunities for: • Enhancement of research/clinical skills; • Engagement in scholarly endeavors (writing publishing); • Introduction into professional, management and leadership skills.

6. Major Tools • The Individualized Development Plan • Regular meetings to discuss career development activities • Opportunities to Teach/Supervise • Conference Participation • Publications • Small award opportunities • Leadership issues • 360o Evaluations • Goal Evaluation

7. The IDP • Covers fellows current short and long term goals • What they want from the post doctoral experience • What skills do they need to work on • Research • Teaching • Clinical • Writing • Leadership • Methods for reaching goals • Timeline for reaching goals

8. Goal Evaluation • Specificity • Has your mentee identified specific short and long term goals? • Are the goals definite and precise? • Measurability • Are your mentee’s goals quantifiable in nature? • Has your mentee determined how to measure success? • Work Plan • Does your mentee have an action plan to achieve their goals? • Has your mentee considered the outcome of achieving these • goals? • Reality Check • Are your mentee's goals realistic given the circumstances? • Has your mentee determined a completion date? • Can success be achieved within the time allocated? • Will additional resources or tools be needed to achieve • Success?

9. 360o Evaluation • Used as a leadership/interpersonal tool • Everyone evaluates everyone else and themself • Meant to be positive: • Strengths and areas for growth

10. Junior Faculty Objective: In addition to career advancement, you are to help your mentee succeed in academia.

11. The developmental perspective

12. Mentoring Tools • Same tools apply, but the goals will be more developmental and focused on promotion. • Focus on: • Grant Support • What is expected of faculty to promote (educational portfolios, research, number of publications and type)

13. Mentoring Tools • Same tools apply, but the goals will be more developmental and focused on promotion. • Focus on: • Grant Support • What is expected of faculty to promote (educational portfolios, research, number of publications and type) • Assist with the academic review • Career mentor is usually not lab director, supervisor!

14. New concept…We always need mentoring • Leadership coaching • Harvard Macy Medical Education Leadership • CORO center for Leadership training

15. Discussion on Mentoring

16. The developmental perspective

17. Special considerations • Ethnic minorities • Cultural differences in respect of authority (as leaders and team members) • Family priorities • People raised with SES disadvantage • Prior educational issues • Financial constraints • Disabilities • Accommodations for physical/cognitive limitations • Gender • Don’t assume gender perspectives are uniform

18. Model Mentoring Programs: • UCSF faculty and post doctoral mentoring program: • http://acpers.ucsf.edu/mentoring/ • NIMH Summer Research Institute • http://sri.ucsd.edu/theprogram.html • NIMH Advanced Research Institute • http://www.cornellpsychiatry.org/research/ari.html • OBSSR Summer Research Institute • http://obssr.od.nih.gov/training_and_education/annual_Randomized_Clinical_Trials_course/RCT_info.aspx

19. Q&A