Mentoring at Harvard Medical School and Harvard School of Dental Medicine: Faculty

The Office of Faculty Development at Children’s Hospital announced 2013-2014 Guidelines for Mentors and Junior Faculty, including content on Dr. Joanne Kamens’ Joint Committee on the Status of Women presentation (see Appendix 2 Structured Peer Mentoring) at Harvard Medical School, and checklists for Researchers, Clinicians and Medical Educators.

Guidelines for Mentors
http://www.childrenshospital.org/cfapps/research/data_admin/Site2209/Documents/GuidelinesJuniorFaculty.pdf
Guidelines for Junior Faculty
http://www.childrenshospital.org/cfapps/research/data_admin/Site2209/Documents/GuidelinesMentors.pdf

New and junior faculty may need guidance to become active participants in the mentoring relationship. OFD has developed guidelines for mentees and mentors. For those wishing to learn more about the mentoring process or its multi-faceted definitions, OFD developed an annotated list of mentoring resources, all of which are available from the library, on the OFD website, or on loan from the OFD Office.

The Brigham and Women's Hospital Mentoring Tool Kit was developed to help mentors and mentees in academic medical settings navigate the challenges of mentoring relationships, build effective “developmental networks,” and maximize the use of mentoring in career development. It consists of a collection of cases, readings and “pearls” on different mentoring topics, and finally, resources for mentor/mentee career development and for groups interested in creating mentor development programs.

Massachusetts General Hospital has implemented a mentor program, whereby a technologist is recommended by his/her manager for the role as mentor. These technologists shine in their dedication and commitment to teaching, their time and patience spent with each student and for being a positive role model to both students and peers. Each Mentor provides a unique experience for the students allowing them room to grow and utilize their own critical thinking skills.

The Office for Women’s Careers (OWC) at MGH is a branch of the Center for Faculty Development (CFD) and was created to foster a gender equitable environment to assure that women faculty will be given the same opportunity as men faculty to succeed in research and clinical careers at MGH.

The Center for Faculty Development (CFD) was established to facilitate career development of ALL MGH faculty. This umbrella organization addresses all aspects of faculty development, as well as, specializing on the clinical faculty through the Office for Clinical Careers (OCC), the research communities through the Office for Research Career Development (ORCD) and the women faculty through the Office for Women's Careers (OWC).

Harvard University is committed to developing scholars at all stages of the academic career ladder in order to maintain and build its academic excellence.

This section of the Office of Faculty Development and Diversity (FD&D) website presents materials and programs related to various topics of faculty interest such as media training, publishing guides, support for establishing and managing a lab, and grant management.

In the workplace mentors are not easily identified; this
is especially true for clinician-scientists who lead a ‘‘double-life.’’ Although there is little empirical evidence in
support of its efficacy, most of the literature supports
the mentoring process. This article will discuss concepts pertinent to mentorship in GI endoscopic research, often
taken from other disciplines.

The Radiology Alliance for Health Services Research sponsored a symposium at the 2005 Annual Meeting of the Association of University Radiologists, which focused on the issue of aligning mentor and mentee expectations to foster successful mentoring relationships. This article presents a summary of the informal discussion of the panelists’ individual experiences, common themes, and insights gained from the panel participants.