SLIDE 1
MCG Office for Faculty Success
- Describe contributing factors to creation of the Office
- Present the goals and structure for the Office
- Discuss the three primary initiatives of the Office
- Solicit feedback from faculty
MCG Office for Faculty Success MCG Faculty Senate - - PowerPoint PPT Presentation
MCG Office for Faculty Success MCG Faculty Senate - - PowerPoint PPT Presentation
MCG Office for Faculty Success MCG Faculty Senate Presentation-Revised August 24, 2018 MCG Office for Faculty Success Objectives Describe contributing factors to creation of the Office Present the goals and structure for the Office
SLIDE 2
SLIDE 3
MCG Office for Faculty Success
- Creation of the MCG Faculty Affairs Committee (FAC) in 2017
under the leadership of Dr. Vaughn McCall, Executive Vice Dean and Associate Dean of Faculty Affairs
- The FAC identifies faculty concerns, brings these to the
attention of the Dean, and makes recommendations for improvement
- Issues like mentorship, promotion and tenure, and well-
being are primary issues of concern identified this year
- Faculty Senate Executive Committee voted to bring faculty
mentorship as a top priority to the Dean in May 2018
Contributing Factors to Creation of the Office
SLIDE 4
MCG Office for Faculty Success
The MCG Office for Faculty Success will: 1) Oversee, promote, and build mentoring resources and capacity 2) Foster meaningful career development for faculty at all stages of their careers 3) Support and expand promotion and retention efforts critical to ensuring a diverse, skilled, and engaged MCG faculty
Goals and Structure
SLIDE 5
MCG Office for Faculty Success
MCG Dean’s Office MCG Office for Faculty Success MCG Faculty Affairs
Program Coordinator
Intern Tina Hall Yan Liang, PhD, MSc
Lara M. Stepleman,PhD
Director
Goals and Structure
SLIDE 6
MCG Office for Faculty Success
Initiatives
Faculty Mentoring Career Development Faculty Retention
SLIDE 7
Faculty Mentoring
Faculty Mentoring
- Automate Faculty Academic Development Plan (FADP)
- Increase rate of FADP completion and use at annual
review
- Providing department training in use of the FADP
Standardizing Mentoring
- Create a compendium of mentoring resources
- Facilitate assessment of mentor skillsets
- Train mentors in areas for growth (i.e., coaching)
Developing Mentoring Competency
- Build a mentor database for mentor/mentee matching
- Enable the routine evaluation of mentors
- Recognize mentors
- Provide relevant workshops
Improving the Mentorship Experience
- Provide department-level needs assessment,
consultation and training
- Develop department-specific metrics and evaluation
methods for mentoring initiatives
Mentorship Program Growth within Departments
SLIDE 8
Career Development
Career Development
- “Preparing for promotion from Day 1”
- “Creating scholarship as an educator and clinician”
- “Getting unstuck in rank”
- “I’m a full professor, now what?”
- “Career ownership: It’s about you”
Workshops for All Career Stages
- Assist in assessing readiness to apply for P&T
- Gap analysis of items inhibiting a faculty’s advancement
- Guidance in P&T packet preparation
Individual P&T Consultations
- Participate on the Faculty Success Mentorship Taskforce
- Engage in research on an aspect of Faculty Success
- Create and/or lead trainings in content areas of expertise
- Guidance to junior mentors as a “Mentor Thought Leader”
Opportunities to Participate in Faculty Success
- In areas such as negotiating for resources, building your
promotion portfolio, preparing for leadership, demonstrating value, networking within and across disciplines, understanding the culture of academic medicine, increasing productivity, etc.
Online Resources for Succeeding in Academic Medicine
SLIDE 9
Faculty Retention
Faculty Retention
- Revise the faculty exit survey and
distribution methods using best practices in survey administration
- Increase exit survey participation
Improving the Exit Survey Process
- Pilot collaborative exit interviewing
between HR and the Office for Faculty Success
- Extend personalized exit interview
invitations to departing faculty identified as critical losses
Expanding the Exit Interview Process
- Pilot “stay interviews” to identify critical factors in
retention
- Pilot “intent to leave” interviews
- Consider implementing follow-up surveys of
departed faculty
- Leverage all sources of MCG faculty data to make
recommendations to improve retention efforts
Collecting Additional Sources of Faculty Data
SLIDE 10