 Good afternoon, everyone. We are going to talk a little bit about CTSI's career development programs and I just want to point out to begin with that our career development activities really break down into three main areas The first one is mentoring The second one is career advancement. That is trying to make sure that people who choose to be researchers at UCSF have a clear and successful career path and And then the third one is pilot funding So We are going to talk about all three of those things in this brief segment. Jeanette's going to talk about mentoring. She's the She's the leader of our mentor development program I'm going to talk a little bit about career advancement and diversity And then this presentation will be followed by a separate presentation By our SOS or strategic opportunity support program, which is our pilot funding program First I just have to say everything that I've learned about mentoring I've learned from Deborah Grady She can't stand it, but I love it Anyway, our mentor development program is training the next generation of mentors and building a community of excellence We have mid-career and early senior faculty 10 case-based seminars January to May every year a Toolbox of strategies and collective experience that is all on the web now. You can find it on the CTSI website And we have two publications and we're working on a third publication from this and national leadership We've been to over 10 different institutions in the last two years Describing our program and helping other CTSAs with development of their mentoring programs and we've trained 60 mentors Who now provide expertise advocacy and community for a community of excellence? This was our third MDP graduate Retreat we have one every year and I'm sure you'll recognize many people here from all the different departments and schools Do I have a pointer? Maybe not but What I think shows success in a program is that many of these graduates are now leaders and in our thank you Are now leaders in our Mentor development program Including let's see who we have up here. Well Kathy's old like me So she's been here, but oh We're all the same there, but she's from the School of Nursing. So you all know Kathy Lee Joe is another co Or assistant director from School of Pharmacy and we represent all the schools But Mandana Cahili who I don't think is here today, but she's heading up our mentor consultation unit They'll talk about Lawrence Huang. He is now one of the assistant directors and he started it in our first cohort Mitch Feldman you all know who would I love about this and I'm gonna mention it briefly is that we've really brought together both What's going on on the school or the campus-wide level and Mitch as you know heads up the faculty mentoring program and their Resources and our resources to have shared resources and really benefit everyone You might some of you may know let's see wrong button might now store it back here Okay, I got a hurry. Sorry. I got a push from my my thing the junior faculty mentoring program This is a great program. It aims to pair every junior faculty member with at least one mentor and this Mitch And I have been working on together We collaborate with the UCSF faculty mentoring program Mitch Feldman who would be here But he's in Japan working on mentoring things with a Fogarty grant each department has mentor facilitators And they're charged with ensuring junior faculty members and we train or we are in the process of training all Facility facilitators in the mentor development program New programs I mentioned mentor consultation service that goes along with what you heard previously from Mark Pletcher We use the consultation service Service portal to respond to questions and discuss issues that shining light on an issue Talmadge the Talmadge mentioned that often helps and Most of our moms are mentors of the month who take the consultations Are oh, I really have to hurry. Okay, because Deb has a bunch to say that's the total program. So I'm really got to be done We have mentor profiles, so those of you who have done profiles, you know, it's a great mechanism by which to have Find research colleagues where you can also find mentors and we have an electronic mentor evaluation. We're working on There we go. I'm going to just spend a very brief amount of time on our activities and career advancement We really we really are trying to ensure that as I said researchers have a clear career path and they can be successful We've tried to work on bringing more recognition to clinical and translational researchers by working with the Academic Senate, which One of our successes I think is now there are three annual lectures one for clinical one for translational one for basic science Researchers to recognize those folks each year We've also tried to work with the various HR Associate deans for HR at each of the schools to train department chairs division chiefs And we're trying to think about promotions committees in order to make sure that those people realize the value of Multidisciplinary and team base team-based research And finally we've been doing we've been looking at promotions materials to see if those do mention these kinds of research activities We also provide support for faculty who need to redirect or want to refocus their research by providing funding for many sabbaticals which usually springs the faculty member from their teaching or administrative roles for up to Six months, and this is the last slide I'm we really are trying to improve the diversity of our clinical and translational researchers This is really a long discussion, which I'd be happy to go into With any of you who have ideas about it, but we're trying to focus both on recruiting more underrepresented minorities To our faculty as well as retaining both our both our faculty, but also our wonderful students We have great diversity in our student population It falls off as they become residents and fellows or graduate students And then it's pretty inadequate by the time they get to faculty So we have a number of programs focused on this great. Thank you career development Finish just in time saving us from from this thing to pull them off the stage And I never bothered to learn the need to try to pronounce it when the the World Cup was on and no I'm not gonna try today So I keep starting over here. Maybe we'll start on the other end this time David You want to start I'm just gonna keep it simple because when I was at Columbia University. I got here about four months ago There was a mentoring program that was put in place and everybody that was involved with that was looking at the website From here and you know trying to reach out. This really is a model program that's recognized all around the country and This is just a partial description of I think what's going on and how it is Representing all of the schools and and that I think is just a real model for programs In the University here, so No, this is Paula here Oh, that's true true that's right. I'm supposed to when he does say when Simon says nice things like that they mean something All right, Talmadge you want to go next? Well, I actually my This is one of those I shouldn't say what I'm about to say because I'm gonna get in trouble But as a chair of the department I don't know that I'm judged on whether I improved diversity in my department and I and I think if we want the school to be Better at it than we are then then that has to be one of the things that that somehow get dinged for and I don't Think that that happened Here's my boss anyway Tell me I guess you haven't been through your first stewardship review No, that's why I said I'll put my foot in my mouth because it's coming up But I have to point out that as CTSI while this is very very high on our list of important priorities we Obviously by ourselves cannot make this happen. So that's why we have in our renewal period now Are collaborating with Renee Navarro who's our new? Vice dean for diversity. She is vice chancellor. Sorry that's vice chancellor for diversity Who is the actual leader of the career development program? And I I do think we've been able to help quite a lot by focusing on clinical translational researchers Whereas Renee's purview is is everybody at UCSF But we we really need that kind of Cooperation at the top and the big picture across the University Great good Sam Jeanette, I would echo David's comments that great content, but if you want to be invited back next week work on the timing I guess my my question for for Deborah is you know, I've heard for a number of years that we have concerns about Career advancement for people who are participating in team Science or team research and just your sense of have we made progress is it's still a significant problem and In the in the groups that you mentioned that you're getting out and trying to educate about the issue You didn't mention specifically cap and I wonder where you think the problem is if there is still a problem This is one of those issues where I don't have hard and data so It's a little hard to answer, but our perception is that things are much improved but not optimal and We get this impression from a lot of individual stories of people who seem to be very Successful and team-based and and multidisciplinary research, but then have problems either with their department or division level Usually not a cap. I must say now Jeanette has been on cap for the last four or five years And I think her perception is the same that felt like four or five, but it's only been three But I think the perception is that it things are pretty good at cap, but this idea that the successful investigator is a Single PI who is the leader of everything the first author or the last author gets all the credit Is something that really has to change if we're going to be able to do research in the 21st century? Because that's just not gonna work anymore and the contributions of the entire team have to be recognized So we feel like we've made progress. I don't know Mike. This was one of your major concerns. Are you feeling like we've made progress? Yeah, I think I'd like the second third and fourth this I think this is a really important issue that's something that needs to be dealt with I also agree that most of the problems are not at the level of cap But at the level of below that and I think one of the things that I think CTS I can do that would be very helpful is to come up with a set of Metrics that could be used Quantifiable metrics that could be used to reward the kind of research that you're talking about It's one thing to say we should reward team research. I think that's great But the challenge I think is to come up with a set of metrics that are Comparable to the set of metrics that we've done over the decades for single investigators Or at least clear great great challenge Just in the Department of Medicine This has been a big issue for our executive promotions committee and one of the things that we are finding very helpful It's just so obvious and that is for people to tell us You know, I mean you sitting you look at an individual's application You can't figure out what they did and what they didn't do Involved in a project and so by just telling us That it that immediately changes the discussion well as a first step one of the things we've we worked with the the various school HR Associate deans to do is to have a in the format for the promotions materials There is a section where you are supposed to address this the the Faculty members supposed to address it the promotions committee or the chair whoever writes the letter is supposed to address it And we've actually surveyed the small schools and they do a very good job at this It's really the School of Medicine that what still has major problems