This poster describes the progress and lessons learned as a result of newly implemented Faculty Mentoring Program in the Indiana University School of Dentistry (IUSD)

Edwards, Paul C.

Kowolik, Michael J.

IUPUIScholarWorks

Empowering Department Chairs to Facilitate Faculty MentoringMichael J. Kowolik and Paul C. EdwardsIndiana University School of Dentistry (IUSD)ObjectiveTo develop a foundational module ofmentoring at IUSD that:i) focuses on the critical role of the Dept.Chair in guiding their faculty’smentoring planii) is supplemented with a web-basedmentor/mentee database to assistChairs and faculty members in theselection of overall career and researchmentors.Overall goal is to provide Chairs with boththe theoretical background and the dataresources to best guide the mentoringefforts of their faculty.Lessons	Learned• Planned completion timelines have been extended as a result of:• unanticipated critical staff shortages• difficulties identifying available meeting dates suitable to the majority of Chairs and facilitatorsResultsIntroductionDespite an abundance of evidence pointing tothe value of mentoring1,2,3, IUSD lacks aformal mentoring program.This deficit is highlighted in recent surveydata identifying a clear desire for mentoringamong faculty of all ranks and tracks:i) Faculty agreement varied from 12.5% re:availability of “sufficient mentorship fordeveloping career goals”; 18.7% “sufficientmentorship for developing researchopportunities”; to 26% “availability ofmentoring with respect to promotion”, 30%teaching, and 44% service, respectively.ii) Chairs recognized the need for strongerfaculty mentoring and expressed stronginterest in attending a series of workshops on“Best Practices in Mentoring” to assist inoverseeing and coordinating mentoringefforts for their faculty (100% agreement).Chairs unanimously recognized the value ofhaving access to a mentor/mentee database toserve as a resource to help guide their facultymembers in the selection of potentialmentors.Recognizing the explicit need to establish aformal mentoring program, our objective is todevelop an effective and sustainable in-housementoring program targeted to the uniquestructure of IUSD.References1. Wilder	RS,	Guthmiller	JM.	Empowerment	through	mentorship	and	leadership.	J	Evidence	Based	Dent	Pract 2014;14S:222-226.2. Bagramian RA,	Taichman RS,	McCauley	L,	Green	TG,	Inglehart MR.	Mentoring	of	Dental	and	Dental	Hygiene	Faculty:	A	Case	Study.	J	Dental	Ed	2011;	75:291-2993. John	V,	Papageorge	M,	Jahangiri L,	WheaterM,	Cappelli D,	Frazer	R,	Sohn W.	Recruitment,	Development,	and	Retention	of	Dental	Faculty	in	a	Changing	Environment.	J	Dental	Ed	2011;75:82-89.In consultation with the Chairs, primaryworkshop focus areas were identified:Logic	Model  Overarching Goals: 1) to develop a foundational module of mentoring at IUSD that focuses on the critical role of the department Chair as key player in guiding the mentoring plan for their faculty; 2) supplemented with a database to guide the selection of potential mentor: mentee relationships     PRIORITIES  INPUTS  OUTPUTS  OUTCOMES  IMPACT   Strategies Participation  Short Term ( 1-2 years)  Medium Term (3-5 years)  Long Term ( 6-10 years)             -Dept. chairs play critical role in success of their faculty, but	most have no training in Best Practices in Mentoring -Database of faculty interests needed to help chairs match mentees with potential mentors based on shared scholarly interests -Survey of Dept. Chairs confirms interest in formal mentoring training and mentor database -Academy for Academic Leadership survey: majority of early-career faculty members do not have support to develop as academicians or achieve professional goals” -New Faculty Peer Mentoring Group survey: 94% said mentoring “very” to “moderately” important   -Strong commitment on behalf of Chairs to success of their faculty -UITS commitment to help develop database -Strong support from Dean and Executive Associate Dean to success of project -Financial commitment from Dean to match funds from University Mentoring Academy (if funded) -Commitment from Dean to long-term funding of program -Commitment from Dean and Executive Associate Dean to expand mentoring program into other areas (under-represented faculty, clinical faculty, mid-career, pre-tenure, senior faculty with interest in administrative training) -Diverse range of interests/expertise among potential mentors in faculty  Recruit a workshop facilitator Office of Academic Affairs  Chair program: “best mentoring practices”  Dept. Chairs  Develop Mentee-Mentor  Database  UITS Chairs to help faculty identify mentors   Dept. Chairs and Faculty   Chairs to guide mentoring relationship  Dept. Chairs and Faculty  Full participation by chairs in “Chair’s Best Practices in Mentoring” program  Participation in mentoring database by 75% of eligible mentees/mentors  Ensure that all assistant professor and pretenure faculty members have a formal mentoring program in place  Chairs to develop their own self-sustaining “Chair’s Peer Mentoring Program” Expand mentoring program to focus on: -under-represented faculty -clinical faculty -visiting faculty -mid-career -senior faculty with interest in administrative aspects -chairs -staff Increased number of tenured associate professors receiving promotion to professor within 6 years  Increased number of clinical faculty receiving promotion  Decreased number of faculty switching from tenure to clinical track  Increased scholarly/ research activity  Increased faculty career satisfaction  Increased faculty retention   LOGIC ASSUMPTIONS Recognition in Dental Education Community of Need for Effective Faculty Mentoring  EXTERNAL FACTORS Supports IUPUI Strategic Plan; #10 (Develop Faculty and Staff): “Increase development … and mentoring”  Progress to date:§ Jan 2016 - Chairs’ workshop on “individual career development planning” § Sept 2017 - Beta testing of mentoring database (comprising 800 research/scholarly interest focus keywords, demographic data on mentors/mentees, experiences and expectations)§ Feb 2017 - Dean Guthmiller1 (Univ. of Nebraska School of Dentistry)  to guide a workshop on “best mentoring practices for chairs” and “identification of resources” Future plans:§ Summer 2017 -workshop on “maximizing effectiveness as a Chair” § 2 Chairs to be recruited as peer mentoring facilitators to guide development of a long-term Chair’s peer mentoring group.AcknowledgmentsWe are grateful to Danielle Calvert, ScottHemmerlein, Nicholas Tabor (UITS), ShelleyHall (IUSD Office of Academic Affairs) andDr. Gabe Chu (IUSD Office of Research) fortheir invaluable assistance.

Empowering Department Chairs to Facilitate Faculty Mentoring

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Empowering Department Chairs to Facilitate Faculty Mentoring

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