Faculty Retention & Support Initiatives

Multiple efforts have been undertaken at the department level towards enhancing medical school identified diversity categories for faculty (Black/African American, Hispanic/Latino and Female), related to retention efforts at COM, including:

  1. Creation of a Departmental Diversity and Inclusion Committee available to address diversity, inclusion, equity issues to departmental students, faculty and administrative staff and communicate with the COM D&I Office.
  2. Select a departmental Diversity and Inclusion Advocate.
  3. Include minority representatives' speakers in Grand rounds or educational efforts.
  4. Completion of AAMC online diversity training series by new residents and re-credentialing faculty.
  5. Faculty and Residents involved on residency candidates interviews and ranking should review AAMC training on implicit bias and minimizing effect on recruitment process.
  6. Departmental sponsorship to D&I efforts by students, residents, faculty and staff (i.e Minority Faculty committee, Student National Medical Association Annual Black History Month Gala, Latino Students Conference, etc).
  7. Participation in the COM Mentorship Programs.
  8. Review the AAMC Diversity 3.0 Learning Series online training module on institutional strategic planning and culture and climate assessment, and presentations, in faculty and resident meetings.
  9. Encourage departmental chair and faculty to become members of minority communities (i.e. Women in Medicine and Science).
  10. Ensure that the Departmental Promotion Committee reviews the unconscious bias training and equal, timely promotions are tracked for the entire Faculty.
  11. Support Departmental or Institutional D&I efforts.
  12. Participation of minority Faculty and Residents in the monthly minority meetings.
  13. Completion of Annual Department Diversity and Inclusion Report and Dashboard.

Department of Pediatrics

For example, the Department of Pediatrics supports a Women in Pediatrics Group that meets monthly (except summers) throughout the year. The group reviews others' (peer) curriculum vitae and discusses challenges and women's issues. The department also launched a new initiative for a culture of inclusion with a kick-off workshop for residents and faculty in fall 2018.

Psychiatry Department

Similarly, the Psychiatry Department has had a diversity committee for approximately two years. The committee has six members who are multidisciplinary in nature and reflects the current diversity of the department. The committee’s goal is to examine diversity issues within the department (i.e. recruitment, retention, curriculum). The committee also reviews departmental policies and provides recommendations for improvements over time. 

Recent Data and Future Plans

  • In 2017-18, 54 total faculty were hired, including 38 female faculty throughout the departments
  • Departmental Diversity Officers will work with The Associate Dean for Diversity and Senior Associate Dean for Faculty Affairs and Faculty Development

Upstate Scholar Development & Mentorship Program

The goal of this program is to support junior faculty career development, serving as an extended introduction to the university and to broad issues faced by junior faculty in terms of their own professional development. This is akin to a "survey course" - introductory material - to facilitate academic career development. This does not replace any existing programs and will need to be followed by more in depth activities that we will develop over time here as well as by professional development activities sponsored by various professional societies and elsewhere.

Format

  • Meetings of 60-90 minutes duration every other week at a time to be determined by the group, most likely at 5 PM.
  • Program leaders: Julio Licinio and Chris Morley
  • Program will last one calendar year
  • One single cohort with members from various departments will go through the program every year

Content

Over the course of approximately 15 meetings, we will have the following learning objectives and structure:

  • Networking within the cohort - learning to obtain peer support
  • How to identify a feasible scholarly/research project
  • How to negotiate for time and resources
  • Dealing with the IRB
  • Ethics and research design: small teams will design their own studies
  • The challenges and opportunities of accessing large databases
  • Writing and submitting meeting abstracts
  • Manuscript writing and submission strategies
Each COM Department can submit 1-2 candidates for this program by Friday, February 1, 2019, through Department Chairs. We will work with Chairs to prioritize nominations.

Faculty Diversity Program

As stated in the Faculty Recruitment page, The SUNY ODE&I administer the Faculty Diversity Program, which is designed to assist campuses with the recruitment, retention, and promotion of outstanding scholars from different backgrounds, including individuals from groups that have been historically underrepresented in higher education. Effective for the 2019-2020 award cycle, the total amount that will be allocated for each faculty member appointed under this initiative will increase to $145,000. Salary support will be allocated to the campuses as follows:

  • 2019-2020 - 80% of negotiated salary up to $80,000
  • 2020-2021 - 75% of negotiated salary up to $50,000
  • 2021-2022 - 25% of negotiated salary up to $15,000

Campuses are also eligible to receive up to $15,000 to develop competitive start-up packages for faculty appointed under this initiative.

 

 

Top