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About the Department

Program Overview


The Ohio State University Department of Surgery enjoys a national reputation for advancing scholarship through excellence in practice, education, research, and service. Development of both tenure-track and clinical faculty occurs through mentoring programs and through the provision of resources and opportunities.

The Department strives to help all faculty members achieve successful careers, realizing that career goals are highly individualized and continually in the process of re-adjustment. In a period of change and uncertainty, it is important that there be a coordinated, departmental support system to help faculty identify, keep in focus, and achieve their career goals. It is for this reason that a faculty development program for the Department of Surgery has been instituted: to assist faculty members in achieving career development goals in clinical care, research, education, administration, and/or community outreach.

This program does not replace the roles of the Chair or Division Directors in this effort, nor assume for them their responsibilities in this regard. Instead, this program intends to make existing efforts better and more understandable to the faculty and to those considering faculty positions as well as to implement and coordinate new faculty development efforts. The Faculty Development Program focuses on faculty in their first ten years at Ohio State, but is not limited to that group. It provides not only direction, but to be successful, it is dependent on participation from all faculty members.

The Program represents a formalized process by which the resources of the Department, intellectual and other, are made available for facilitation. While linked to the promotion and tenure process within the College of Medicine as a legitimate career and development goal, the Program is viewed in the broader context of career development. The program has developed as an expansion of existing activities with appropriate focus on the responsible parts of the organization. In the last analysis, however, the opportunity to serve on the Surgery faculty represents freedom and responsibility to develop one’s own skills and individuality, within a supportive infrastructure of facilitation.


  • To develop a mentorship program for junior and mid-level faculty that involves identifying mentors within the Department of Surgery and elsewhere in the University and country (within an individual’s discipline).
  • To provide a regular and effective means of monitoring individual career plans with encouragement, suggestions, and facilitation towards successful outcomes. This process may take different forms and involve different combinations of mentors as the faculty member’s career progresses.
  • To help faculty think-through, establish, and revise over time their own individual goals for career success, including facilitating opportunities for focused specialty practice.
  • To outline participatory expectations of junior and mid-level faculty, their chiefs, and their mentors.
  • To provide junior and mid-level faculty as well as residents and medical students visible and interactive role models of what academic surgery “success” looks like in the tenure- and clinical tracks.
  • To effectively and efficiently develop and maintain a departmental web site to serve as an up-to-date informational resource regarding career development that is deemed valuable by mentors and mentees alike.
  • To make all faculty aware of mentoring and its value.
  • To provide senior faculty with mentoring resources

To conduct organized orientation programs for incoming faculty related to reappointment/promotion/tenure/clinical track and to career development in its broader sense.