Neurosciences Faculty Mentor Program
Mentoring Plan Overview
We have mentoring champions for the following areas: basic research (Peter Kalivas and Jackie McGinty), clinical research (Mark Chimowitz and Jacobo Mintzer), Technology Innovation (Bruce Frankel), Clinical Practice and Interdisciplinary activities (Sunil Patel and Jonathan Edwards). All mentors are also responsible for education. When a person is hired as an Assistant or Associate the mentoring champions will create a mentoring team of 1-3 senior faculty to meet at least quarterly with the faculty member, or more often on an as needed basis. The mentoring team will assist with all aspects of faculty development, including reading research grants, advising the chairs on possible committee or teaching opportunities for the faculty, and how to best structure balances between the teaching, clinical and research missions as suits the needs of the faculty to maximize their career potential and advancement towards promotion. Annually all faculty complete a promotion dossier, regardless of whether or not they are formally applying for promotion. For those not requesting promotion, they are reviewed by the P&T committee and comments provided to the co-Chairs by the mentoring champions (also chairs of the P&T committee). The department co-Chairs then compose a letter to each faculty outlining how that faculty member is on track for promotion and where deficiencies may lie. In addition, the letter will outline mechanisms for dealing with deficiencies that the mentoring team will help the faculty member enact.
In addition to the P&T process, a specific mentoring plan is triggered if a faculty member receives a rating of below satisfactory in any category during the annual contract review. The mentoring plan put into place may be a Performance Improvement Plan as stipulated by the faculty handbook if over 50% of the categories are rated below satisfactory. Otherwise it is a departmental process. This mentoring process is designed to help the faculty remediate any deficiencies towards a goal of satisfactory or better in the next annual contract review. The mentoring plan will be written and specific requirements for both the department chair and faculty member delineated. The faculty member and chair will meet at least quarterly during the year to review progress towards the mentoring goals. In addition to the chair and faculty member, the mentoring committee may also consist of the mentoring team if one exists (i.e. senior faculty will likely not have a mentoring team) or other persons felt important in the mentoring process by either the faculty member or chair.