The Department of Otolaryngology Head & Neck Surgery Mentoring program was created to promote the professional and personal development of its faculty members at all levels. The goals of our program are to support career advancement and satisfaction which leads to faculty retention, and ultimately enhancement of the department's clinical, education, and research programs.
Dr. Dianne Durham
Department of Otolaryngology faculty sponsor
Faculty Mentoring Program
The Department of Otolaryngology-Head and Neck Surgery has developed a mentoring program with the goals of supporting all of its faculty members for promotion and retention. Criteria for career advancement and promotion have been developed for both tenure and non-tenure tracks, and faculty members are informed of their progress towards promotion through feedback as well as educational programs specific to career advancement.
Each academic year, the Mentoring Chair and committee reviews the Deavn's CV (curriculum vitaes) of all faculty members and provides a summary to the Department Chair. This review includes the faculty member's term of appointment, status on current track, and identifies individuals who are ready for promotion on either tenure or non-tenure tracks. The committee provides open lines of communication with the faculty as well as the chair in preparation for application for promotion. Department specific guidelines have been established by the Department P & T Committee, and faculty members have availability to this information at all times. The Mentoring Committee members consists of junior, mid-career, and senior members so that needs of all faculty regardless of career status are addressed.
Each faculty member has an annual review with the Department Chair during which he/she has provided a summary of the academic achievements for the previous 12 months. Goals set from the previous year as well as goals set for the next year are reviewed. Publications and research efforts are also reviewed at this time, and the Department Chair provides feedback regarding faculty member's performance in both clinical duties and teaching responsibilities.
Professional development for our department faculty in areas of teaching and assessing medical students occur formally at our Annual Department Educational Retreat, where faculty and residents experience actual didactic program as well as open discussion in group setting regarding issues of career development, managing career burnout, fatigue, professionalism, and leadership. Women faculty who quality or are interested are supported to apply to the AAMC Early or Mid-Career Women Faculty Professional Development Seminar and if accepted the Department has provided financial and time support to the faculty for attendance. Faculty members are informed and encouraged to attend all available programs such as grant writing, leadership, work/life balance, and mentoring established by the Professional Development Faculty Affairs from our School of Medicine. In addition, we identify and nominate our faculty for the Faculty Leadership Academy (FLA) program, which is a joint effort of the University of Kansas School of Medicine and the University of Kansas Hospital created to help improve the management and leadership skills of physician and basic science faculty members. We have had several of our faculty complete this 2 year course.
The Otolarynglogy-Head and Neck Surgery Mentoring Program provides formal and informal structures to support every faculty member to realize their full academic potential and experience a total engagement of their academic career through excellence in clinical care, teaching, as well as scholarship manifested through not only traditional research but also curriculum development and innovation regarding education and leadership. Mentoring efforts are not limited to the traditional "senior" faculty to "junior" faculty, one-on-one approach, but we recognize the importance of "Co-Mentoring" or "Peer-Mentoring" especially for mid-career faculties.
The Otolaryngology-Head and Neck Surgery Mentoring Program will focus on:
•· Helping faculty develope a successful clinical practice and reputation of clinical excellence regardless of his/her area of expertise or subspecialty
•· Understanding the various academic ranks, tracks, and criteria for promotion for tenure and non-tenure tracks
•· Support faculty to develop a regional and national visibility in both the otolaryngology as well as each faculty's subspecialty through academic leadership, research, and service
•· Help faculty achieve improved work/life balance through open dialogue, peer-learning, and practical curriculum
Faculty Mentoring Program Committee
•· Dianne Durham, PhD
•· David Kriet, MD
•· Hinrich Staecker, MD, PhD
•· Jim Lin, MD
•· Carrie Francis, MD