Responsible for developing the creative and/or independent research careers of their mentees. The scholarly mentor must have expertise in the mentee’s area of scholarship and help provide resources to support the mentees work. Scheduled meetings take place 1-2 times per month.
Works with the mentee and scholarly mentor to provide specialized content area or methodological expertise. Scheduled meetings every 1-3 months.
The career mentor is responsible for overall career guidance and support for their mentee. Often affiliated with a Faculty Mentoring Program, the career mentor should not serve as the scholarly mentor. Scheduled meetings take place at least 2-3 times per year.
This type of relationship will be the focus of our mentoring program.
More limited role than a mentor. Provides guidance on an as-needed basis generally around a specific issue. No expectation for ongoing contact.
This will be a second focus for our mentoring program and will be project specific.
Is clear about expectations
Sets specific goals and accomplishments
Encourages strategic thinking
Provides networking opportunities
Gives moral support
Conducts meetings on a one‑to-one basis
Keeps in touch
Makes sure to provide written communication
Puts some “skin in the game”
Contacts the mentor
Provides directed communications
Explicitly requests for help
Open and willing to trust
Appreciates the mentor’s effort
Respects the mentor
Puts some “skin in game”
What might a Mentoring Plan Include?
1. DEVELOPMENT AREA: What specifically is your need? Why do you have this need now? How will you benefit?
2. EXPECTED OUTCOMES: What do you expect to do this year? How will you know if this mentoring relationship help you accomplish your outcomes?
3. ACTIONS: How will you gain the experience you are looking for to help you be successful?
4. CHALLENGES, DEPENDENCIES AND SUPPORT: What challenges or obstacles must you address?
5. PROGRESS REVIEW: What progress has been made on your project? What have you learned so far?
6. ACTIONS TO TAKE FORWARD
CNICS Mentoring Program
GOAL---Facilitate the successful growth and development of the next generation of HIV investigators to support and extend multidisciplinary HIV research.
1) One-on-one interactions between mentees and senior CFAR-CNICS mentors conducted at yearly CNICS meetings
2) A workshop series offering important information of a range of topics essential for academic career development to be tied to CNICS meetings
3) Enhanced opportunities for networking
The Trans Model of Mentoring
CNICS workshop topics
Working Productively with CNICS and an orientation to the database
First NIH Grants
Careers Promotion and Advancement
Lessons Learned: How to avoid being road kill on the academic highway
Life and Work Balance
International HIV Research: A primer
Mentoring the Mentors
Motivating & coaching your research team
Dealing with interpersonal conflict in your group
Creating a professional research group and a culture of excellence
Role and expectations of a mentor
Understanding scientific fraud and misconduct
Voluntary 360 degree review
Objective: To discuss the responsibilities of a mentor. What should be the value gained from this experience for both the mentor and those being mentored. Examples from best and worst case mentoring situations. How to wean a mentee from both a style and project basis Objective: To understand individual differences, cultural diversity and techniques for assisting others to reach their potential. Objective: To provide participants with basic fundamental team-related conflict- management concepts and techniques. To help them better engage in difficult conversations and gain confidence in mediating interpersonal issues Objective: To provide participants with techniques for making effective hiring decisions, clarifying and communicating expectations; and instilling accountability for work ethics, procedures, results and behavior. Behavior-based interviewing techniques will be shared to address the three multiple interfaces for lab success. A performance management model will also be discussed. Prepare a plan of action and a response consistent with UCSF and GIVI policies and understand the need for a formal process.
Critical component of career development & success
Outstanding mentors: insures pipeline
Success of C & T research enterprise: robust mentors
Dedicated, skilled mentors: need training
Few training programs
UCSF CTSI Mentor Development Program
Web site for a mentoring program
Content for mentees
Content for mentors
Launch of a social networking site
Baseline assessment of mentees and mentors
Matching mentees and mentors
Plan for national meetings and mentoring
Apply for new funding opportunities
Evaluate mentoring activities
Impact of the work on CNICS and locally
Original Peer Reviewed Publications
Other Refereed Dissemination
Research support---NIH, VA, national peer-reviewed grants K23, K01, R18,
Thematic Focus or Progression—survey based
Other mentoring themes
NIMH U24 (RFA-MH-10-050) (IS 29)
Focused on mentoring to increase the diversity of early career investigators with a focus on mental health and HIV/AIDS utilizing the CNICS data repository