At the University of Pittsburgh School of Medicine, there are many opportunities for continued career growth. Some faculty choose to continue along a successful trajectory within one of the Faculty Pathways, achieving greater administrative or leadership capacity to serve as mentors and influence the career development of other faculty within their lab groups, clinical divisions or departments. Others may be drawn to different types of administrative responsibilities with the University of Pittsburgh or UPMC, potentially focused upon medical education, hospital operations or departmental leadership.
Resources available to assist with continued career growth and transitions to meet evolving needs of the faculty member, department or institution include opportunities for Leadership Training and information on assembling an effective Administrative Dossier.
A variety of leadership training opportunities is available both locally and off-site. Several of these require nomination by your chair, who may be willing to offset registration costs. Most faculty also have access to Books/Dues/Travel type discretional funds.
One of the major responsibilities of leadership is managing the relationship between productivity and faculty wellness. In fields that require independent thought and judgement, wellness and productivity are intricately linked.
In contrast to the Curriculum Vitae, which serves as a record of scholarly and academic accomplishment, the Administrative Dossier is focused on documenting the ability to motivate people and to effect change. For some people, studying the impact of administrative policies can become a scholarly pursuit, but this is not essential for effective leadership.
Here is a template for documenting activities that demonstrate administrative leadership. If the document is extensive, it may be helpful to produce a 1-2 page executive summary of the dossier.
Another template that can be used in designing an administrative dossier.
This is an intensive one-year fellowship with networking, coaching and mentorship activities designed to increase numbers of women in positions of senior leadership in academic health centers. Applications should be developed in consultation with your departmental chair and submitted by early December to facaffairs@medschool.pitt.edu for the Dean’s approval.
This professional development program for mid-career and senior faculty focused on team building and inspiring outstanding team performance. Six workshop themes are intergrated into 9 once-a-month sessions, and requires an application and letter of nomination from Division Chief, Chair, Dean or Institute Director.
This multiday leadership seminar takes a culturally responsive approach to providing a blend of in-person seminars and virtual webinars designed to provide career skills and mentorship for becoming an academic leader.
This off-site, long weekend seminar includes interactive sessions designed to assist mid-career women faculty with strategic goal setting, mentorship and an introduction to negotiation, wellness and political education necessary to navigate the evolving landscape of academic health center leadership.
Resources for diversity, equity, and inclusion in the school of medicine
Resources for the different needs of our diverse community.
Mayo Clinic article highlighting nine organizational strategies to promote physician engagement and well-being
A grant program for Assistant and Associate Professors, whose primary focus is research (basic and clinical), to assist with personal responsibilities outside of work.
Editorial emphasizing the need for culture change in academic medicine
Editorial discussing conflicting allegiences imposed on physicians by the current healthcare system
This 2013 study highlights practices engaged by different universities that target mentorship and the continued career growth of mid-career faculty.
Article that examining factors that enhance physician fulfillment and those that contribute to burnout.
For questions or suggestions concerning resources targeting mid-career or senior faculty, please contact Dr. Charleen Chu .