lois k. evans, phd, rn, faan vanameringen professor in nursing excellence university of pennsylvania...
TRANSCRIPT
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Bridging the Student-to-Professional Gap: What
Institutions Can DoLois K. Evans, PhD, RN, FAAN
vanAmeringen Professor in Nursing ExcellenceUniversity of Pennsylvania School of Nursing
GSA, Boston *** November 20, 2011
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Learning a culture from the other side…
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Mastering ‘rules for success’…
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Achieving work-life balance…
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Requires…
Energy
Navigational Direction
Support
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Mentoring is a key strategy…
Employee Success
Am I On the Right track?
Who Will Help?
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Is crucial to thriving in the hypercompetitive world of academia and to producing the best possible academic work.
Helps prioritize among multiple, often competing, commitments...science & scholarship, teaching, patient care, service… while learning & mastering the politics of the academic culture.
Mentoring…
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The Value of Mentoring
Mentoring has been shown to:◦ Increase career satisfaction◦ Improve career advancement◦ Increase recruitment and retention
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GOAL: Career and Professional Development
Individual Components: ◦ Formal Mentor◦ Mentoring Committee◦ Department Chair◦ Senior Mentoring Facilitator
School-Wide Components◦ Training◦ Resources
http://www.nursing.upenn.edu/mentorship/Pages/default.aspx
Penn’s mentoring program
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Mentor-Mentee:◦ Match & appointment following dialogue◦ Orientation for mentors & mentees◦ Continuous minimally until promotion to Associate
Professor or as long as desired
Individual Components
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Collaborative Mentorship Team:◦ Comprises Department Chair, 1+ senior faculty,
mentee, primary mentor◦ Meets at least annually to review progress and
establish action plan◦ Confirms record of meeting made by mentee and
distributed to members
Individual Components
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Department Chair Mentoring:◦ Meets initially with faculty to establish teaching
responsibilities and set goals for research, practice and service
◦ Meets each semester to review progress, identify/resolve issues
◦ Makes annual progress report to dean
Individual Components
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Mentorship Facilitator:◦ Works closely with Department Chairs◦ Fosters mentoring culture◦ Assists with mentor match & balance ◦ Participates in orientation and training for
mentors, meets with mentor/mentee groups◦ Makes recommendations re: program evaluation
Individual Components
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◦ Training Orientation for new faculty Lectures and seminars Annual Personnel Committee presentations re: APT Excellence In Teaching seminars & workshops Leadership opportunities
◦ Resources Support for grant proposal & management processes Networking opportunities Visiting Scholars/consultants Support with APT processes Regular meetings with Dean and peer group Faculty Retreats
School-Wide Group Components
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Mentoring Career Advice How to navigate the University
Priorities and commitments ◦ Research: Grants and collaborators Manuscripts and journals Other publications (books, chapters, etc.)
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Mentoring Career Advice cont’d
Priorities and commitments ◦Teaching: Amount and type Teaching evaluations How to improve
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Mentoring Career Advice Priorities and commitments
Patient care University service
How much? What to do and what not to do
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Multiple Mentors
Area of Expertise Where to Find Them
Subject area Look for the best inside and outside of institution
Academic culture Within division or department
Work-life balance People with similar characteristics
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Resource on Mentoring
HHMI Guide - chapter on Mentoring (for postdocs and new faculty) http://www.hhmi.org/grants/pdf/labmgmt/ch5.pdf