Department of Internal Medicine "Mentoring Towards Promotion"
The ultimate goal of the Department of Internal Medicine (IM) Mentoring Program is to guide and develop junior faculty members through their first promotion. To ensure a successful career as defined by both personal and professional success, our goal is to provide each faculty member with the mentoring and resources necessary to become an excellent teacher, clinician and scholar as well as a good citizen of the Division, Department, University and to local, regional and national professional communities.
To achieve this goal, the Department has developed a mentorship program in which mentors provide a regular and effective means of developing, supporting and monitoring individual career plans. The Department has developed and will maintain an up-to-date departmental web site that will serve as a valuable career development informational resource for mentors and mentees alike. The Department will provide senior faculty with mentoring resources.
The IM mentoring program provides structure and a process to assist, motivate and encourage junior faculty to achieve their full potential in patient care, academic and extramural service, and research/scholarship, thus ultimately earning promotion and recognition in their field of medicine and the academic community. This program does not supplant the role of Chair or Division Chiefs in this effort, nor does it intend to minimize or detract from their responsibilities in this regard. Instead the program intends to build upon existing efforts and present information that is critical to one’s career advancement in a clear and concise format. While the mentoring program focuses primarily on junior faculty working toward their first promotion, it is not limited only to that group. Mentoring efforts appropriate to other faculty, especially mid-level faculty will also be addressed.
The purpose of mentoring our young faculty members is to create a unified culture within the Department of Internal Medicine which sets the standard for the practice of Internal Medical in Kansas City, the State of Kansas and the Mid-West region of the United States. We are prepared to invest our energies, passion and resources into the medical excellence that distinguishes the Department of Internal Medicine at the University of Kansas School of Medicine.
The mentoring program represents a formalized process by which the resources of the Department, intellectual and other, are made available for facilitation. While linked to promotion within the School of Medicine as a legitimate career and development goal, the Program is also viewed in the larger context of career development. In the final analysis, the opportunity to serve as a Medicine faculty represents freedom and responsibility to develop one’s own skills and individuality, within a supportive infrastructure of facilitation.
The IM Mentoring Program will focus on four critical skills:
The structure of the program has three important components which are intended to follow in this order:
1. A web-based Virtual Mentor has been created for new faculty members providing access and information for all orientation tasks and ensuring a smooth transition to KU School of Medicine
Begin with the Internal Medicine Department New Faculty TIMELINE
2. A Career or Project Mentor will be assigned to all new faculty members shortly after their arrival. It is expected that the primary mentor will remain with the mentee until after the faculty member has been awarded his/her first promotion. Additional mentors, as appropriate, are available to aid and assist the junior faculty member. Three examples, offered by OSARM - The Internal Medicine Office of Scholarly, Academic and Research Mentoring (previously called "CORE" - Center for Outcomes Research & Education) are supported by the Department. OSARM is focused on supporting the academic and scholarly growth of junior faculty (Assistant Professors) in the Department of Medicine.
3. The Department of Internal Medicine’s Promotion and Tenure Committee Members assist the faculty by conducting mid-cycle reviews for Tenure Track faculty members and recommendation letters to the Chair for all faculty members applying for promotion.
Within the essential structure of the University, School of Medicine, and Department of Internal Medicine and Divisions is an existing framework that is the basis for mentoring activity. While much assistance is conventionally available and operative, the Program serves to formalize some of the responsibilities and assure accountability, cohesion, and coverage. Programmatic success will be monitored continually to improve and formally evaluate the process. Two to three years from implementation, an assessment measuring the success of the program will be performed.
Traditional assistance is always available but this web site serves to define responsibilities as an Internal Medicine faculty member and provide easy accessibility to the most current promotion information consistent and in congruence with the School of Medicine guidelines and expectations. Faculty members are encouraged to find additional mentors outside the Department of Internal Medicine and from other institutions.
A FACULTY MEMBER'S CAREER IS HIS OR HER RESPONSIBILITY THE MENTORING PROGRAM IS DESIGNED TO HELP YOU BECOME SUCCESSFUL IN MAKING THE APPROPRIATE DECISIONS TO ADVANCE YOUR CAREER. MERIT, ADVANCEMENT AND/OR PROMOTION ARE ASSESSED ACCORDING TO THE MISSION CRITERIA OF EACH ACADEMIC TRACK IN THE SCHOOL OF MEDICINE |
1st -- Know Who's Who
- Internal Medicine Department
- Division Directors & Coordinators Contacts
- IM Mentoring & Faculty Development Committee
- List of all IM Committees & Organizations
- Campus-Wide
2nd -- Follow the steps in the Department New Faculty TIMELINE -- (beginning when an offer letter is signed)
NOTE: These documents will be useful for your 1st Annual Assessment
September, 2008 "The Jayhawk" Presented to for |
September, 2010 Excellence Achievement in Mentoring Award Presented to
for |
October, 2011
School of Medicine Faculty Awards
Presented to Internal Medicine Faculty
L-R:
- Mojataba Olyaee, MD - Excellence in Mentoring Award
- Amy O'Brien-Ladner, MD - Ruth Bohan Teaching Professorship
- Jared Grantham, MD - Lifetime Achievement in Mentoring Award "The Jayhawk" (over 42 years on the faculty)
- Barbara Lukert, MD - Lifetime Achievement in Mentoring Award "The Jayhawk" (over 40 years on the faculty)
Resources
How can this website help? The SQUIRE Guidelines help authors write excellent, usable articles about quality improvement in healthcare so that findings may be easily discovered and widely disseminated. The SQUIRE website supports high quality writing about improvement through listing available resources and discussions about the writing process.
Seminars & Faculty Development
The Department of Internal Medicine and the members of their Faculty Development & Mentoring Committee (FDC) would like to thank everyone for their collaborative contribution towards the development of this site. Credit for the development of Understanding SOM Ranks & Tracks and the SOM Abridged P&T Guidelines (per track) is due Susan Pingleton, MD, Professor of Medicine and credit is given to Daniel Hinthorn, MD, Professor of Medicine for developing the Internal Medicine Service Expectation Matrix for use with the Annual Faculty Assessment along with development of the Department Teaching Portfolio Guidelines. |
11.29.2011
©
The University of Kansas Medical Center
