Cnics mentoring program


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Cnics mentoring program

  1. 1. CNICS Mentoring Program Mentoring for a purpose James Kahn MD Professor of Medicine, AIDS Program, SFGH UCSF-GIVI CFAR Mentoring Program Director
  2. 2. What did we say we do? <ul><li>Develop to a model that fosters mentoring to encourage successful career development for early and mid-career investigators focused on HIV and the consequence of HIV infection </li></ul><ul><li>Complement other mentoring programs at individual sites and provide linkages to ongoing mentoring activities between CFARs and CFARs and CTSIs </li></ul><ul><li>Provide ongoing evaluation of key mentoring endpoints </li></ul>
  3. 3. It Takes a Village <ul><li>It is important to understand that there are different roles for mentors. It takes a variety of mentors to provide support and direction to mentee. </li></ul>
  4. 4. Defining the mentor <ul><li>Scholarly or Research Mentor </li></ul><ul><li>Co-Mentor </li></ul><ul><li>Career Mentor </li></ul><ul><li>Advisor </li></ul>
  5. 5. Scholarly or Research Mentor <ul><li>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. </li></ul>
  6. 6. Co-Mentor <ul><li>Works with the mentee and scholarly mentor to provide specialized content area or methodological expertise. Scheduled meetings every 1-3 months. </li></ul>
  7. 7. Career Mentor <ul><li>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. </li></ul><ul><li>This type of relationship will be the focus of our mentoring program. </li></ul>
  8. 8. Advisor <ul><li>More limited role than a mentor. Provides guidance on an as-needed basis generally around a specific issue. No expectation for ongoing contact. </li></ul><ul><li>This will be a second focus for our mentoring program and will be project specific. </li></ul>
  9. 9. Mentors’ Responsibilities <ul><li>Is clear about expectations </li></ul><ul><li>Sets specific goals and accomplishments </li></ul><ul><li>Encourages strategic thinking </li></ul><ul><li>Provides networking opportunities </li></ul><ul><li>Gives moral support </li></ul><ul><li>Results orientated </li></ul><ul><li>Conducts meetings on a one‑to-one basis </li></ul><ul><li>Keeps in touch </li></ul><ul><li>Makes sure to provide written communication </li></ul><ul><li>Puts some “skin in the game” </li></ul>
  10. 10. Mentees’ Responsibilities <ul><li>Contacts the mentor </li></ul><ul><li>Provides directed communications </li></ul><ul><li>Explicitly requests for help </li></ul><ul><li>Open and willing to trust </li></ul><ul><li>Appreciates the mentor’s effort </li></ul><ul><li>Respects the mentor </li></ul><ul><li>Puts some “skin in game” </li></ul>
  11. 11. What might a Mentoring Plan Include? <ul><li>1.    DEVELOPMENT AREA:  What specifically is your need?  Why do you have this need now?  How will you benefit? </li></ul><ul><li>2.    EXPECTED OUTCOMES:  What do you expect to do this year?  How will you know if this mentoring relationship help you accomplish your outcomes?  </li></ul><ul><li>3.    ACTIONS:  How will you gain the experience you are looking for to help you be successful?  </li></ul><ul><li>  </li></ul><ul><li>4.    CHALLENGES, DEPENDENCIES AND SUPPORT:  What challenges or obstacles must you address?   </li></ul><ul><li>5.    PROGRESS REVIEW:  What progress has been made on your project?  What have you learned so far?  </li></ul><ul><li>  </li></ul><ul><li>6.    ACTIONS TO TAKE FORWARD </li></ul>
  12. 12. CNICS Mentoring Program <ul><li>GOAL---Facilitate the successful growth and development of the next generation of HIV investigators to support and extend multidisciplinary HIV research. </li></ul><ul><li>1) One-on-one interactions between mentees and senior CFAR-CNICS mentors conducted at yearly CNICS meetings </li></ul><ul><li>2) A workshop series offering important information of a range of topics essential for academic career development to be tied to CNICS meetings </li></ul><ul><li>3) Enhanced opportunities for networking </li></ul>
  13. 13. The Trans Model of Mentoring
  14. 14. CNICS workshop topics <ul><li>Working Productively with CNICS and an orientation to the database </li></ul><ul><li>First NIH Grants </li></ul><ul><li>Careers Promotion and Advancement </li></ul><ul><li>Lessons Learned: How to avoid being road kill on the academic highway </li></ul><ul><li>Life and Work Balance </li></ul><ul><li>International HIV Research: A primer </li></ul>
  15. 15. Mentoring the Mentors <ul><li>Motivating & coaching your research team </li></ul><ul><li>Dealing with interpersonal conflict in your group </li></ul><ul><li>Creating a professional research group and a culture of excellence </li></ul><ul><li>Role and expectations of a mentor </li></ul><ul><li>Understanding scientific fraud and misconduct </li></ul><ul><li>Voluntary 360 degree review </li></ul>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.
  16. 16. Mentoring Background-CTSI <ul><li>Critical component of career development & success </li></ul><ul><li>Outstanding mentors: insures pipeline </li></ul><ul><li>Success of C & T research enterprise: robust mentors </li></ul><ul><li>Dedicated, skilled mentors: need training </li></ul><ul><li>Few training programs </li></ul><ul><li>UCSF CTSI Mentor Development Program </li></ul><ul><li> </li></ul>
  17. 17. Program actions <ul><li>Web site for a mentoring program </li></ul><ul><ul><li>Content for mentees </li></ul></ul><ul><ul><li>Content for mentors </li></ul></ul><ul><li>Launch of a social networking site </li></ul><ul><li>Baseline assessment of mentees and mentors </li></ul><ul><li>Matching mentees and mentors </li></ul><ul><li>Plan for national meetings and mentoring </li></ul><ul><li>Apply for new funding opportunities </li></ul><ul><li>Evaluate mentoring activities </li></ul>
  18. 18. Outcomes <ul><li>For Mentees </li></ul><ul><li>Impact of the work on CNICS and locally </li></ul><ul><li>Original Peer Reviewed Publications </li></ul><ul><li>Other Refereed Dissemination </li></ul><ul><li>Research support---NIH, VA, national peer-reviewed grants K23, K01, R18, </li></ul><ul><li>Thematic Focus or Progression—survey based </li></ul><ul><li>For Mentors: </li></ul><ul><ul><li>K24 Award </li></ul></ul><ul><ul><li>Survey Response </li></ul></ul>
  19. 19. Other mentoring themes <ul><li>NIMH U24 (RFA-MH-10-050) (IS 29) </li></ul><ul><li>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 </li></ul><ul><ul><li>Mentoring Mentors </li></ul></ul><ul><ul><li>Social Network platforms </li></ul></ul><ul><ul><li>All CFARs and non-CFAR NIMH applicants </li></ul></ul>