Transcript Mentoring Partnerships & Other Tools in Career Development

MENTORING PARTNERSHIPS
& OTHER TOOLS IN CAREER DEVELOPMENT
Polly Hofmann, PhD
Associate Dean of Faculty Affairs, College of Medicine
Professor in Physiology
WOMEN AND ACADEMIC BENCHMARKS
60
Women (% of Total)
50
40
30
20
10
0
MD
MD
Instructor Instructor Assist Prof Assist Prof Assoc Prof Assoc Prof Professor Professor
Graduates Residents
PhD
MD
PhD
MD
PhD
MD
PhD
MD
Source: AAMC Website 2009-2010 data
Chair
Dean
CONTRIBUTING FACTORS TO A CEILING EFFECT
•
Pregnancy and Family
•
Real Differences:
• Academics and publication number for promotion
• Practice Group and a consistent contribution to move to the next level
•
Cultural Attitudes:
• Excused from teaching to be on an editorial board – acceptable
• Reduction in teaching due to pregnancy - a burden and commitment is questioned
•
Discrimination
•
Reduced Networking at Highest Levels
•
Self-Elimination
•
“Many women feel they have to be better than their male counterparts to be considered equal. […]
They worry that they will not be able to super-compete at a more advanced level”
Dr. Nancy Andrews , Dean School of Medicine Duke University, 2002 Nature Medicine 5:439-441
•
Burn out, throw in the towel prematurely, counterproductive tension
SELECT CHARACTERISTICS AND STARTING
SALARIES OF NEW PHYSICIANS BY GENDER
% of PHYSICIANS
MEAN STARTING SALARY
Men
Women
Men
Women
Difference
Group Practice
47.5
44.9
$195,781
$162,538
-$33,243
Hospital, Inpatient
18.6
18.1
$179,219
$159,290
-$19,929
Academic Health Center
2.8
3.7
$159,791
$140,092
-$19,699
30-39 hours
19.2
24.9
$184,793
$159,594
-$25,199
50 or more hours
37.3
23.4
$201,591
$174,635
-$26,956
Pediatrics, general
5.0
13.9
$125,343
$116,950
-$8,393
Internal Medicine, general
18.2
16.0
$154,900
$142,526
-$12,374
Obstetrics and Gynecology, general
2.5
10.5
$203,789
$182,047
-$21,742
Cardiology
4.1
1.3
$228,188
$204,671
-$23,517
PRACTICE TYPE
HOURS / WEEK
SPECIALTY
Source: Lo Sasso et al 2011 Health Affairs 30:193-201;
Data from New York state survey response of ~8000 residents that completed training in 1999-2008.
PROBING THE WIDENING SALARY GAP
• Why now? “……physician practices may now be offering greater flexibility
and family-friendly attributes that are more appealing to female practitioners
but that come at the price of commensurately lower pay.”
Lo Sasso et al 2011 Health Affairs 30:193-201
• Examples: on call, nights and weekend shifts
SALARIES OF PHDS BY GENDER
• Women university professors are compensated 90-92% of their male
colleagues.
Source: 2006 Survey by American Association of University Professors.
Match for rank, for public institutions which award doctorates, and is not
specific for academic health science centers
• Pharmaceutical Industry? For male and female managers (not science
specific), women earn roughly 77 cents for every dollar earned by men with
the same job description, qualifications, and hours worked.
Source: US Government Accountability Office 2010 Report
HOWEVER
• Academia, industry, and practice groups
are far more welcoming to women than in past
years. At entry level, the playing field is mostly
even.
• But…….navigation skills are needed………
DECISIONS ON THE HORIZON
• Medical specialty or area of scientific expertise?
• Academics, private practice, hospital inpatient, industry?
• Negotiating your first contract in a practice group or a start-up package in
research?
• Nuances of a specialty in science or medicine; i.e. the stuff not in journals?
• Promotion, how to?
• Board exams or grants?
WHY MENTORING?
• Scary not knowing what you are doing
• Expands scope and gets you thinking outside the box
• You cannot learn it all from a book
• Science and medicine careers are C-O-M-P-L-E-X
• Networking
WHEN IS THE RIGHT TIME TO FIND A MENTOR?
Classroom working as individual
▼
In the lab or in clinics working in small team
▼
Last year of residency or postdoctoral fellowship
▼
New Faculty or Member of Practice Group
HOW TO FIND A MENTOR?
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Access your needs and define your questions
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Identify possible mentors:
o
same area of research
o
practitioner in area you are interested in
o
senior member of dept or practice group
o
alignment of interests
•
Take the initiative
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Handling first contact:
o
request for appointment
o
e-mail defining request
o
don’t take “no” personally and don’t stop looking
FUNCTIONAL MENTORING
• Functional mentoring does not depend on personality but tasks
• Identify what you need and want out of relationship
• Go to or e-mail individual with DEFINED questions you are looking for
answers to or DEFINED tasks you face and would like some input
• At the first meeting set up goals and an informal timeline of meetings
• Return prepared for next meeting
• Remember:
Mentee has the primary responsibility for development of own career.
This is a change from being a student.
PEER MENTORING
• Share information
• Group thinking outside the box
• Be supportive and respectful
• The power of partnership
STAYING ON THE MENTORING TRACK
• Honor time
• Be concise and limit whining
• Be professional and stay in your own lane
• Be specific with goals and prepared at the next meeting
• Maintain communication
• Not all mentoring partnerships work out
• Have multiple mentors to get different perspectives
TOOLS IN CAREER DEVELOPMENT
• Mentoring Partnerships
• Individual Career Development Plan
INDIVIDUAL CAREER DEVELOPMENT PLAN
Academic Track: PhD or MD
Private Practice Group: MD
•
Appraisal of current skills
•
Appraisal of current skills
•
Identify short and long term goals
•
Identify short and long term goals
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Short term skills list, specific action, ~dates
•
Short term skills list, specific action, ~dates
o
New lab techniques
o
Maintaining ACGME competencies
o
Interpersonal
o
Interpersonal
o
Networking: local & national conferences
o
Networking: local & national conferences
o
Time management
o
Time management
o
Mentoring
o
Mentoring
o
Presentation
o
o
Grants and writing
Project and budget management
o
Office management
o
NIH / Funding Agency trends
o
Community Service
o
Teaching
o
Maintenance of license & certification
o
Yearly review of professional performance &
life satisfaction/balance
o
Continuing Education: formal & informal
o
o
Quality performance measures & Managed
Care Industry
Yearly review of professional performance &
life satisfaction/balance
TOOLS IN CAREER DEVELOPMENT
• Mentoring Partnerships
• Individual Career Development Plan
• Workshops:
•
Grant and Science Writing
•
Research and Medical Symposia
•
Composing CVs / Interviewing Skills / Applying for a Job
•
Personal Statements and Letters of Recommendation
•
Personal Contract/Compensation Negotiations
• Networking
• READ: in your field of interest but also on skills to help your career progress
Luck favors the prepared.
Louis Pasteur