Incoming Faculty Orientation: OAPD Resources

Transcript

• 00:01It's mostly just to make
• 00:02people aware of,
• 00:04the, Office of Academic and
• 00:06Professional Development,
• 00:08website.
• 00:10Associate dean,
• 00:13Jonathan Grauer, who, heads our
• 00:14faculty affairs,
• 00:16was really instrumental a couple
• 00:18years ago,
• 00:19essentially taking a lot of
• 00:21the documents that we had
• 00:22and procedures,
• 00:23policies, forms
• 00:25related to faculty development
• 00:28and getting them onto a
• 00:30website,
• 00:31which
• 00:32initially was kind of its
• 00:33own standalone website.
• 00:35And it's currently in the
• 00:36process, or actually is close
• 00:38to almost being finished with
• 00:40being fully integrated into the,
• 00:42Yale, School of Medicine website.
• 00:44So some of the titles
• 00:45that are up here will
• 00:46not be exactly what you
• 00:48see,
• 00:49but if you Google if
• 00:50you,
• 00:51type in Yale OAPD into
• 00:53the search bar,
• 00:55it will take you the
• 00:56first,
• 00:58place it will take you
• 00:59will be to our part
• 01:01of the Yale website,
• 01:02on this.
• 01:04And and so this is,
• 01:05I think, is also useful
• 01:06to just give a little
• 01:07bit of a sense of
• 01:08the structure of our office
• 01:09and some of the,
• 01:11services that are available.
• 01:15There's that. Type that into
• 01:17your browser, and it'll take
• 01:18you here.
• 01:19So OAPD has two offices.
• 01:22I'm the deputy dean for
• 01:23the Office of Academic Affairs,
• 01:25and a lot of that
• 01:26work focuses on the initial
• 01:28appointments
• 01:29and promotions of faculty,
• 01:32and and, other career development,
• 01:34issues. And then Bob Rorbaugh
• 01:36is the deputy dean of,
• 01:39professionalism and leadership development. So
• 01:41in addition to dealing with
• 01:42some of the more positive
• 01:44aspects of faculty career development,
• 01:46leadership development,
• 01:47Bob also has to deal
• 01:49with some of the,
• 01:50less than positive parts about
• 01:52that and and kind of
• 01:53dealing with faculty
• 01:55professionalism
• 01:56issues or or providing coaching
• 01:59on this.
• 02:00So one of the things
• 02:01that we tried to do,
• 02:03when when particularly when Jonathan
• 02:04was doing all the work
• 02:05on, the website development
• 02:08was to try to make
• 02:10the process of promotion be
• 02:13so much more transparent, at
• 02:15least than it was when
• 02:16I came up through the
• 02:17system or or or other,
• 02:20most of the presenters here
• 02:21who have come up through
• 02:22the Yale system went through.
• 02:23When I went,
• 02:24was promoted from assistant to
• 02:26associate and associate to full,
• 02:29and this is sort of
• 02:30before Linda Bockenstedt was the
• 02:32deputy dean. It was sort
• 02:33of a black box about
• 02:35what you had to do
• 02:36and and what were the
• 02:37stages in the process, and
• 02:39usually had to deal with
• 02:40one person in your department,
• 02:42and to try to get
• 02:43some of the information for
• 02:45that. So what we've really
• 02:45tried to do is to
• 02:47get as much of that
• 02:49onto our website as possible
• 02:51so that it's very transparent
• 02:53in terms of, you know,
• 02:55what are the committees that
• 02:56have to review people when
• 02:57they go up for promotion,
• 02:59both at the departmental level,
• 03:01and at the school level.
• 03:02It's a promotion at Yale
• 03:04is a very involved process,
• 03:07with multiple stages
• 03:09of departmental,
• 03:10you know, review to decide
• 03:12if there's gonna be support
• 03:13for going up for promotion,
• 03:15and then whether to go
• 03:16out for letters, and then
• 03:17they vote, and it comes
• 03:18to the medical school. And,
• 03:20Karen Basiglia, who's up here
• 03:22then kind of navigates all
• 03:23of that, and there's, you
• 03:24know, two committees that that
• 03:26things have to go through.
• 03:28So there's a lot of
• 03:28steps in it. So we
• 03:29try to get that
• 03:31all onto the website,
• 03:33including things like
• 03:35who sit on these committees,
• 03:37when do the committees meet,
• 03:39and then what are the
• 03:40procedures
• 03:41and processes that are involved
• 03:43in that.
• 03:45The other area that,
• 03:47my side of the office
• 03:48really focuses on is is
• 03:51kind of related to that
• 03:53appointment and promotion process. And
• 03:56after lunch, I'm gonna go
• 03:57into a bit more detail
• 03:58about what we mean when
• 04:00we're talking about faculty ranks
• 04:02and tracks. But all the
• 04:03information
• 04:04about the different,
• 04:06types of faculty appointments that
• 04:08you may have,
• 04:09coming into Yale will be
• 04:11on there,
• 04:12as well as some of
• 04:13the,
• 04:14sort of explanations of what's
• 04:16expected
• 04:17to get promoted. Not that
• 04:18that guarantees that that happens,
• 04:21but,
• 04:22but to just have some
• 04:23sense of what you're aiming
• 04:25for,
• 04:26as you begin your journey
• 04:27here.
• 04:28And so we really try
• 04:29to provide sort of a
• 04:30centralized,
• 04:32source of information
• 04:33for this, and if you
• 04:35just sort of go through,
• 04:37some of these kind of
• 04:39links down at the bottoms,
• 04:40you'll see what the different,
• 04:42tracks ranks,
• 04:43how to change tracks if
• 04:45that's something that you were
• 04:46wanting to do,
• 04:48who within your department are
• 04:49the people to go to
• 04:51for information about this as
• 04:53you begin the process.
• 04:54And then once it moves,
• 04:56kind of beyond the department
• 04:57review,
• 04:59kind of what happens there
• 05:00at the school level.
• 05:02The one area of our
• 05:04office where I'd say Bob's,
• 05:06Bob Rorbaugh's side and I
• 05:08overlap is in the area
• 05:09of of faculty development.
• 05:11We're both involved in coordinating
• 05:14different kinds of training opportunities
• 05:16or coaching opportunities,
• 05:18for faculty when when they're
• 05:19here, you know, including things
• 05:21like as people are assuming
• 05:22important leadership roles,
• 05:24providing, you know, small group,
• 05:27kind of educational
• 05:28opportunities and and one to
• 05:30one coaching for people,
• 05:32that are involved in that.
• 05:34The other thing I'll just
• 05:34sort of put a plug
• 05:35in for is,
• 05:37we have a, twice monthly
• 05:39seminar that will start,
• 05:41this it's on the second,
• 05:43fourth Wednesday
• 05:45of each month,
• 05:46from four to five. It's
• 05:47by Zoom,
• 05:48and we the invitations will
• 05:51go out to all of
• 05:51you and to all new
• 05:52faculty as well. And we
• 05:54really try to, kind of
• 05:56go through some of the
• 05:57resources that are available, and
• 05:59we do a lot of
• 05:59that
• 06:00from September to December
• 06:03and and try to provide
• 06:04a more detailed,
• 06:05review of what's available. So
• 06:08doctor Coleman and doctor,
• 06:10Ono Machado will be coming
• 06:12into those seminars and really
• 06:13get into more detail about
• 06:15some of the services that
• 06:16they offer.
• 06:17We'll have the medical library
• 06:19will come and and go
• 06:20through all the resource that
• 06:22are involved in that, and
• 06:23someone from the,
• 06:25from the clinical enterprise will
• 06:27come in and and, you
• 06:28know, talk about things like,
• 06:29you know, use of Epic
• 06:30or or other kinds of
• 06:31things that clinicians really need
• 06:33to know about. So we
• 06:34do that,
• 06:35through the end of the
• 06:36academic year. After the first
• 06:38of the year, we switch
• 06:39more towards trying to provide
• 06:41people information about if they
• 06:43are going up for a
• 06:44promotion review at that point.
• 06:46We start going through all
• 06:47of the documents for that.
• 06:49All of that
• 06:50those documents will be on
• 06:51the website,
• 06:52but we try to do
• 06:53that. So we hope you
• 06:54will join us for,
• 06:56the OAPD
• 06:57seminar, and I think the
• 06:59first announcement of that will
• 07:00probably go out for, for
• 07:02Friday, because it's the not
• 07:04the not the first Wednesday
• 07:05after Labor Day, but the
• 07:07second Wednesday after Labor Day
• 07:08will be our our first
• 07:09one. And all of you
• 07:11actually could skip that one
• 07:12because I'm gonna be doing
• 07:14some version of my after
• 07:16lunch presentation
• 07:18along with some of the
• 07:19resources
• 07:20for,
• 07:21academic and professional development. But
• 07:23I'll go into more detail
• 07:24about that, So you're welcome
• 07:25to attend, but,
• 07:27if you if you can't,
• 07:28that's that would be fine.
• 07:30So I'm gonna pause here.
• 07:32Thanks so much, Sam. And,
• 07:33it's really great to, have
• 07:35a chance to come and,
• 07:36and talk with you all.
• 07:37When, when Dean Brown came
• 07:39to, become Dean at in
• 07:41twenty twenty,
• 07:42one of the first things
• 07:43that she did was to
• 07:44develop another aspect of the
• 07:46Office of Academic and Professional
• 07:48Development. So you heard a
• 07:49bit about the faculty affairs
• 07:52team,
• 07:53this morning. And I'm here
• 07:54to talk about the professionalism
• 07:56and and leadership team.
• 07:59She really wanted to to
• 08:00think about how can we
• 08:01improve the culture
• 08:03of the school.
• 08:04And so developed our team
• 08:06to, to think about how
• 08:07do we promote professionalism.
• 08:10How do we how do
• 08:10we think about developing better
• 08:12leaders for our,
• 08:14our clinical and and and
• 08:15research services.
• 08:17And also about,
• 08:19elevating faculty well-being.
• 08:21And so those are the
• 08:22three missions that
• 08:24I have and my team
• 08:26is in charge of. We're
• 08:27gonna talk mostly about professionalism
• 08:30today,
• 08:31but but we are also
• 08:32involved with, leadership development and
• 08:36and well-being. And I hope
• 08:37that we'll have an opportunity
• 08:38to to,
• 08:40have you in some of
• 08:41our leadership development courses
• 08:43And, that you'll get to
• 08:45experience some of our faculty
• 08:46well-being,
• 08:47programming as well.
• 08:51So,
• 08:52so
• 08:59So professionalism, you know, there's
• 09:01many, many, many definitions out
• 09:03there
• 09:04of professionalism.
• 09:05But it's really fundamentally
• 09:07about how do we,
• 09:09treat each other? How do
• 09:11we treat our patients and
• 09:12their families?
• 09:13And how do we hold
• 09:14ourselves accountable
• 09:16to the, the policies and
• 09:18guidelines
• 09:19that the university has,
• 09:21has established?
• 09:24We've collected all the professionalism
• 09:26policies that are that are
• 09:28governing,
• 09:30the school of medicine.
• 09:31But there's some at the
• 09:32university level. There's some at
• 09:34the school of medicine level.
• 09:35There's some within Yale Medicine.
• 09:37And we've collected all of
• 09:38those on our, on our
• 09:40website. And so you can
• 09:41can go and, and see
• 09:43that there.
• 09:45Academic integrity is also
• 09:47an important component of
• 09:50OAPD's work. So this is
• 09:52about how do we collect
• 09:53data in our research?
• 09:55How do we analyze that
• 09:56data? How do we disseminate
• 09:58that data?
• 09:59Authorship disputes. And so if
• 10:01you're running into any of
• 10:02those sorts of issues, you
• 10:04should be in contact with
• 10:05us and we'll help you,
• 10:07sort that through. Doctor. Linda
• 10:08Mays is really the,
• 10:10the person in our office
• 10:11who manages that component.
• 10:15And then lastly, we wanna
• 10:17serve as a resource for,
• 10:18for you if you are
• 10:20running into situations in which
• 10:21you feel that you haven't
• 10:23been treated well. You know,
• 10:24that part of how do
• 10:25we treat each other,
• 10:27if that if that's if
• 10:28that's happening, that can be
• 10:30really,
• 10:31something that gets in your
• 10:32head. It can can can
• 10:34really derail you from the
• 10:36work that you're doing here
• 10:38on education and clinical care
• 10:40and research.
• 10:41And so we wanna we
• 10:42wanna help you address those,
• 10:44those issues
• 10:45if you experience them.
• 10:49So,
• 10:50you know, throughout the OAPD
• 10:52web pages and and even
• 10:53at other places on the
• 10:54website, you'll find this red
• 10:56button that says report a
• 10:58professionalism
• 10:58concern to Yale School of
• 11:00Medicine.
• 11:01And so
• 11:03you you can hit that
• 11:04button and use that, or
• 11:05you can just send me
• 11:06an email, and we can
• 11:07set up a time to,
• 11:09to talk about what's what's
• 11:10going
• 11:11on. We we really wanna,
• 11:13have
• 11:14this, ability to have a
• 11:16consultation with you and learn
• 11:18about what's what's going on,
• 11:20and then try to help
• 11:21you to work through that
• 11:22issue.
• 11:23Oftentimes,
• 11:25you know, just some some
• 11:26advice on how to, to
• 11:27manage a situation
• 11:29can be really helpful as
• 11:30you as you manage it.
• 11:33You might wanna talk to
• 11:34your leader about it,
• 11:35and help them have them
• 11:37help you to manage the
• 11:39situation.
• 11:39But we also recognize that
• 11:41there are times when either
• 11:43it's very hard for you
• 11:44to do it or to
• 11:46in involve your leader in
• 11:47these,
• 11:48these discussions. And so then
• 11:50OAPD,
• 11:51myself, and and our other,
• 11:53staff are are available to
• 11:55to help you work through
• 11:56these things.
• 11:59We're really good at keeping
• 12:00these issues confidential.
• 12:02So,
• 12:04you know, sometimes when you
• 12:05come to, to to a
• 12:07place, you worry that, oh
• 12:08my god. I'm gonna talk
• 12:09about this, and then somehow
• 12:10I'm gonna lose control of
• 12:11it. We're very aware of
• 12:13that concern, and we're really
• 12:14good at maintaining confidentiality
• 12:17on these, these issues.
• 12:19We We also don't move
• 12:20forward on addressing issues unless
• 12:22you tell us it's okay
• 12:24to do that.
• 12:25And we're gonna tell you
• 12:26exactly what we're going to
• 12:27do and who we're gonna
• 12:28talk to, and we want
• 12:29you to then approve that
• 12:31that's gonna be the way
• 12:32that we're going to, to
• 12:33move forward.
• 12:35So it's really important to
• 12:36us that
• 12:38that that this be a
• 12:39confidential,
• 12:40review and that,
• 12:42that you don't lose control
• 12:44of, of what you've you've
• 12:45talked to us about.
• 12:49You know, our our,
• 12:52office also maintains
• 12:54a,
• 12:55a database of
• 12:57the issues that we've that
• 12:58have been brought to us.
• 12:59Again, a confidential REDCap,
• 13:01database.
• 13:02And so we're able to
• 13:03look through those issues and
• 13:05see, you know, whether there
• 13:07are sections
• 13:08or departments that seem to
• 13:09be having more than the
• 13:11usual number of
• 13:13of concerns being raised, and
• 13:15that allows us to go
• 13:16in and do some,
• 13:18proactive kind of work to
• 13:20see whether there's something that's
• 13:21going on in that department,
• 13:23that that might be, creating
• 13:25a a situation that's that's
• 13:28leading to to more than
• 13:29you would expect
• 13:31number of, of professionalism concerns.
• 13:36You know, after the consultation,
• 13:38we'll come up with a
• 13:39a plan.
• 13:40And
• 13:42and then,
• 13:43with that plan that you've
• 13:44agreed to, we'll think about,
• 13:47addressing those issues. And and
• 13:49we wanna come up with
• 13:50with ideas about how to
• 13:52remediate the faculty member that's
• 13:54that's acting in an unprofessional
• 13:56way.
• 13:57You know, most of us
• 13:58are not getting up in
• 13:59the morning saying, I'm gonna
• 13:59go in and act unprofessionally.
• 14:01There's something that that has
• 14:03happened that's that's caused that.
• 14:05And so we wanna try
• 14:06and and
• 14:08think through,
• 14:10how to help you and
• 14:11also how to help the
• 14:13the faculty member that's, that's
• 14:15acting in an unprofessional way
• 14:17towards you.
• 14:18And and the interventions
• 14:20are we want on both
• 14:21sides to be timely. This
• 14:22is this is stressful for
• 14:25individuals who's experiencing it as
• 14:27well as for the, the
• 14:28person whose,
• 14:30a concern has been raised
• 14:31about.
• 14:32We want it to be
• 14:33proportionate to whatever the issue
• 14:35was and and responsive to,
• 14:38to the concerns and, again,
• 14:39with the idea that we
• 14:40wanna remediate,
• 14:42faculty.
• 14:46So,
• 14:47so this is our phone
• 14:48number. This is our
• 14:52our email address.
• 14:54You can get get to
• 14:55it by the, the red
• 14:57button. But again, you've now
• 14:58you've now met me. And
• 14:59so I hope you might
• 15:00also just think about sending
• 15:02me an email, and we'll
• 15:03set up a a time
• 15:04to, to talk.
• 15:07If you are interested in
• 15:08doing an anonymous report,
• 15:10I'd I'd I'd suggest that
• 15:11you do it through the
• 15:13university hotline,
• 15:14which is managed by an
• 15:16external vendor.
• 15:17And so
• 15:19so you'll type in your
• 15:20concern,
• 15:21and they'll send it to
• 15:22us
• 15:23to address.
• 15:24And, again, it's completely anonymous.
• 15:27But what's cool with the
• 15:28university hotline is that you'll
• 15:30be given, like, a way
• 15:31to to
• 15:33access
• 15:34a box where
• 15:35where your concern will will
• 15:37be,
• 15:38continued.
• 15:39And we'll be able to
• 15:40ask you questions back and
• 15:42forth using that box because
• 15:44often the information that we
• 15:46receive in initial complaints
• 15:48don't don't really give us
• 15:49enough information to really act.
• 15:51And so
• 15:52so we'll be able to
• 15:53to continue to have a
• 15:55conversation
• 15:56while maintaining your your anonymity.
• 15:58So if you if you
• 15:59do feel that this is
• 16:00something you wanna do anonymously,
• 16:03please consider using the university
• 16:05hotline.
• 16:07We've already talked about, confidentiality.
• 16:10The university also has a
• 16:12very strong retaliation,
• 16:15process. And so as we're
• 16:16talking with individuals,
• 16:19about if a concern has
• 16:20been raised about their behavior,
• 16:22we say right now the
• 16:23concern is about this big.
• 16:25But if there's any any
• 16:26determination
• 16:27of retaliation,
• 16:28the concern becomes this big.
• 16:30And so so we really,
• 16:32actively work to make sure
• 16:34that,
• 16:35that there is no retaliation
• 16:37for, for individuals who report.
• 16:42Alright. So it's, it's again
• 16:43really nice to, to meet
• 16:44you. I know there's a
• 16:45a million things that you're
• 16:46learning,
• 16:47about today. The most important
• 16:49thing you learned is welcome.
• 16:50We're really glad to, to
• 16:51have you here.