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About the Department

Structure and Process


Structure

The essential structure of University, College of Medicine, Department of Surgery, and Surgical Divisions are an existing framework that is the basis of mentoring activity. Within the organizational structure and timeliness put forth by the Institution, specific responsibilities and activities should be accomplished. While much assistance is conventionally available and operative, the Program serves to formalize some of the responsibilities and assure accountability, cohesion, and coverage.

The structure of the Program has two principle components:

  1. The first is the existing structure of the Department Chair and Division Chiefs who will insure that when faculty members are hired, their career goals are consistent with administrative expectations and provide the day-to-day mentoring, as always.
  2. The second will be the Faculty Development Advisory Committee, which will meet monthly to review individual faculty development in the context of overall Departmental strategies. The members will also meet individually with faculty to help guide them in career development, providing a mentorship umbrella.
    1. This Committee will be chaired by the Chair of Surgery.
    2. It will present its findings quarterly to Division Chiefs.
    3. This group will oversee the development of the Departmental Faculty Development website, as part of the Department of Surgery website, to include information about career development, promotion and tenure, resources for academic activities, and institutional links.

Each junior faculty member will be assigned a facilitator from the Faculty Development Advisory Committee. That facilitator will aid the junior faculty member in identifying appropriate mentors not only in the Department of Surgery, but in other Departments at The Ohio State University and other institutions. Occasionally, the facilitator may serve as a mentor to their assigned junior faculty member, also. These mentors will serve as resources to faculty in pursuing career goals. It is expected that faculty may have several individuals who act as mentors, and that they may change with time and goals.

Each junior faculty member will be required to share a 5 year development plan (template to be developed) with his or her FDAC facilitator and the Committee.

Programmatic success will be assessed continually to improve the process, and evaluated formally in two to three years from expectations.

Process

  1. The FDAC will meet to discuss the above and come to an agreement on process. The division directors will be included in this discussion.
  2. After “ratification” of the plan, each FDAC member will be assigned 1-2 junior faculty members, preferably outside their own division.
    1. Simultaneously, each junior faculty member will be asked to complete their 5 year plan and submit it to their facilitator.
  3. The facilitator and junior faculty member will meet to review the 5 year plan and identify a mentor(s).
    1. The mentor may not be the mentee’s division director but could be another faculty member in their division
  4. The facilitator and junior faculty member will meet at least every 6 months to review the junior faculty member’s progress related to their plan.
  5. The FDAC will meet monthly for one hour. The progress of each junior faculty member will be reviewed semi-annually.
    1. Each month, a different division’s junior faculty will be considered. For smaller divisions, 2 divisions may be considered at a single meeting.
    2. The relevant division director will be asked to attend to participate in the discussion of his/her faculty.
    3. Based on the discussion at the meeting, the Chair will prepare a brief memo to the junior faculty member offering an assessment of their progress and any suggestions the committee may have.