ORIENTATION TO THE UCSF-GIVI CFAR MENTORING PROGRAM Jonathan Fuchs, MD, MPH and Monica Gandhi, MD, MPH October 23, 2015.

ORIENTATION TO THE UCSF-GIVI CFAR MENTORING PROGRAM

Jonathan Fuchs, MD, MPH and Monica Gandhi, MD, MPHOctober 23, 2015

Introductions

Name Where you are based Your research focus The origin of your name...

Overview

Definition of mentoring- M. Gandhi UCSF CFAR mentoring program- J.

Fuchs The Core Mentoring Program Expectations of the CFAR Mentoring

Relationship Next steps

UCSF-GIVI CFAR mentoring program

Our Team

Brenda SanchezCFAR Program AnalystDevelopmental CoreMentoring Program

Larkin CallaghanCFAR Program Manager

Cesar CadabesProgram AnalystCenter Events/

Communications

Jonathan FuchsCo-Director

Monica GandhiCo-Director

UCSF-GIVI CFAR Venn Diagram

To nurture and sustain innovative multidisciplinary HIV research at the intersections of the basic, clinical, and population- based scientific disciplines

Clinical Science

Population Science

Basic Science

MENTORING

Established components of the UCSF CFAR Mentoring Program

• Focused on post-doctoral fellows/early assistant professors

• Linkage with a senior career mentor • Individual Development Plans• Workshops/Seminars• Annual CFAR Mentoring Program Research

Symposium– Talks by ESIs and awards for excellence in basic, clinical,

and social and behavioral science

• Opportunities to network/increase visibility• Multidisciplinary collaboration• Peer support

Kahn JS, Greenblatt RM. Mentoring early-career scientists for HIV research careers. Am J Public Health. Feb 26, 2009

trans and cis-mentoring: Interdisciplinary

cis Mentor: Mentor from the same research discipline

trans mentor: Senior mentor outside the major area of the mentee's focus (basic science mentors for mentee whose research emphasizes clinical science.)Kahn and Greenblatt. Am. J. of Public

Health 2009

Monthly Career Development Workshops

• Draw expertise across AIDS Research Institute/CFAR– UCSF, Gladstone, VA,

SFDPH, BSRI• Target high yield career

development topics seldom discussed as formal part of training programs

• Participatory format (didactic, panel, discussion, readings)

• Promotions• Applying for first grants• Effective Networking• Work/Life Balance• Navigating Research

Networks• Negotiating a

position/package• Time management• How to Give a Talk• Team Management• Writing tips• Conflict resolution

CFAR/JFAR Leadership Retreat

• The 4 “Fs”– Friday– Focus (based on needs

assessment)– Fulfilling– Fun

2013 Leadership Retreat

• Alan Embry, DAIDS Project Officer

• Monica Gandhi- transition from K to R

Building Effective TeamsFireside Chat with Mike McCune

Building effective teams

2015 Retreat

– Emotional Intelligence and how do I build mine?

– Become more facile with managing conflict in the workplace

– Review helpful techniques to build personal resilience in our changing environment

Nancy Friedman

Lightening Rounds Specific Aims

• 5 minutes to read• 5 minutes to present the idea• 25 minutes to discuss – Questions– What works– What can be improved

PATIENCE AFULANI Community Health Sciences

MOLLY ALTMAN Midwifery

DAWN GANONeonatal Neurology

MELISSA MORGAN Neonatal-Perinatal Medicine

JOSEPH WANGIRA MUSANA Obstetrics & Gynecology

PTBi’s post-doctoral fellows will participate in the CFAR mentoring workshops

JENNIFER N. FELDERHealth Psychology

Mentoring is a brain to pick, an ear to listen, and a push in the right direction

John C. Crosby

Career Mentor

• The career mentor is responsible for overall career guidance and support for their mentee

• Not the primary research or scholarly mentor. • Scheduled meetings take place at least 2-3

times per year. – This type of relationship has been the focus of

our mentoring program

Transitioning the Mentoring Relationship

• The CFAR mentoring relationship is a minimum of 1 year; may extend beyond

• Be clear about why you want to end the relationship. If you've achieved your goals - celebrate! Let you mentor know how they have helped you, and show your appreciation

• If you're ending the relationship for other reasons, let your mentor know why – Perhaps the relationship is not moving you forward and you'd like to spend

time engaging in other professional development activities

• Regardless of the reason why you'd like to end the relationship, it's important to give your mentor clear feedback about what they did well and what might do differently

• Mentors frequently become collaborators …always appreciate that the future is unknown and will bring about a surprise

Indicate the assistance you received from the mentoring program

What’s next

Mentee/mentor matchmaking Contact your mentor to set up a first meeting Discuss the frequency of meetings/content/goals Follow-up with an email and brief summary of

major points discussed Participate actively in our monthly workshops

November 20, 2015: The UCSF Research Enterprise

Present your work at the CFAR symposium Attend the Leadership Retreat Participate in evaluation activities Enjoy free food!

Mentee/Mentor matches

Checking in: How’s it going?

We’ll check in! Formal evaluation

Don’t hesitate to get in touch!JonathanCell: 415 336-1290Jonathan.Fuchs@sfdph.org

Monica

Cell: 415 260-6709

Monica.gandhi@ucsf.edu

Acknowledgements

• Paul Volberding• Warner Greene• Our mentors• Brenda Sanchez• Larkin Callaghan• Cesar Cadabes• You!

• Funding: NIAID: P30AI027763

Questions?