MENTORING ACADEMY CONTINUED FROM PAGE 1
Judith Turgeon, director of the
Mentoring Academy’s Central Steering
Committee, said that 52 faculty members
participated in the first of five requisite
modules in the master mentor training
series that began this past August.
Each department was asked to identify
a DMD, whose primary job is to ensure
that a functioning team is in place for all
junior faculty and that appropriate mentoring is occurring. “Several departments
have named more than one DMD. Internal
Medicine has identified nine,” said Turgeon,
a professor in the Department of Internal
Medicine’s Division of Endocrinology, Diabetes and Metabolism. The MIND Institute,
the Cancer Center and the Center for Neurosciences each have designated a center
mentoring director (CMD). Thus far, all but
two departments have appointed a DMD.
Turgeon meets individually with all DMDs
and CMDs to help them establish their programs and create their mentoring teams.
Faculty Development Office
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
DMD for the Department of Biochemistry
and Molecular Medicine, said two
considerations are pivotal when pairing
mentees with mentors in his department.
“First, each mentee is paired with a
senior faculty member who has been going
through the advancement process for many
years, because they can provide guidance to
mentees about departmental and university
expectations for advancement. Second, in
basic sciences departments such as ours,
research is a major component of our
scholarly activities. Consequently, each
mentee is additionally paired with a second
mentor with similar scientific interests, to
offer guidance with respect to experimental
design, publishing and funding,” Carraway
explained.
Lee applauds the flexibility that’s
ingrained in the Mentoring Academy
concept.
“One of the innovative aspects of this
program is the personalization it enables. It
a busy, far more senior faculty member.
And often the senior faculty member
does not anticipate the needs or concerns
of junior colleagues, so those concerns
often are never acknowledged,” Carraway
observed. “My hope is that the Mentoring
Academy will begin to address these
kinds of communication inequities so
that junior faculty can receive the tools
they need to excel from the outset.”
Turgeon credits the contributions of
Clinical and Translational Science Center
personnel, and acknowledges Jennifer
Popovich of the Academic Personnel
Office for managing the Mentoring
Academy’s database, and Cheryl Busman
of the Faculty Development Office for
scheduling training sessions. “Cheryl
has tremendous organizational skills,
and she has been invaluable in getting
the curriculum modules in operation,”
Turgeon said. Kathleen MacColl of
the Academic Personnel Office, and
steering committee member Edward J.
Callahan, associate dean for academic
personnel, also have been instrumental
in operation of the program. They
are helping to determine how the
contributions of mentors can be codified
in their promotion packets. “Everybody
appreciates high-quality mentoring, but
it takes a lot of time, and does need to be
recognized and rewarded,” Turgeon said.
She, Mark Lee and Kermit Carraway
encourage faculty members to participate
as mentors and mentees.
“It is out of my other responsibilities
and commitments that I became involved
in the Mentoring Academy,” said
Carraway, who declared his intention to
W. Ladson Hinton, professor of psychiatry and behavioral sciences (at left) and John Olichney, an
become certified as a master mentor. “I
associate professor of neurology in the Center for Mind and Brain, attended this Mentoring Acadhave a deep commitment to development
emy session in December with presenter Judith Turgeon (at right). (Photo by Emi Manning, UC Davis
of graduate students and postdoctoral
Medical Illustration)
fellows. I am an academic adviser for two
“Meeting with the DMDs and CMDs has is anything but a one-size-fits-all approach,” graduate programs, I am responsible for
been the most fun part of the job because
Lee said. “Participants select whatever
the scientific development of numerous
they have been universally enthusiastic
model they feel most comfortable with as
grad students and post-docs in my lab,
and thoughtful about the importance of
a means of motivation for success. The
and I am a member of the committee
mentorship coordination. Even though
program is optimized for the mentee, and
that makes recommendations for faculty
they’re incredibly busy, they dedicated
that’s how it should be.”
advancement and promotion within
time to conceive ways to implement their
Carraway notes that newly hired
the medical school. Involvement in the
program, and that’s been wonderful,”
assistant professors typically do not know
Mentoring Academy for me is not about
Turgeon said. “The DMDs and CMDs are
what to expect from mentors.
taking on a new responsibility, but is a
the critical links in this structure.”
“A green, newly arrived faculty member natural extension of many of the activities
Professor Kermit L. Carraway, the
may have difficulty expressing concerns to in which I am already involved.”
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Published by the Faculty Development Office
WINTER 2013
Workshops and other activities
22 Getting Your Point Across: The Art and Science of Effective Presentations (ECLP)
You are invited! We encourage you to
enroll in one of the various workshops,
programs and events sponsored by the
Faculty Development Office. For more
event details and to register, visit
www.ucdmc.ucdavis.edu/facultydev/
and click Enroll Online. (Event
co-sponsors are indicated within
parentheses.) Volunteer Clinical
Faculty members are also welcome
and encouraged to attend faculty
development events.
March
January
(CALENDAR FROM PAGE 1)
February
5 Workshop – Understanding Faculty Compliance (MCLP)
8 Negotiation Skills (ECLP)
11 Fostering a Research Program in your Department, Unit or Section (MCLP)
12 Breakfast with the Vice Chancellor/Dean
20 Scientific Writing for Publication (ECLP)
1 Leadership Styles, Part 1 (ECLP/MCLP)
9 Workshop – Balancing Elder and
Family Care and a Faculty Career:
Work-Life Integration Is Not Just
About Child Care
6 Workshops – Faculty Merits, Promotions and Tenure
facultyNEWSLETTER
Published quarterly by the Faculty
Development Office, which administers
and coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
Edward Callahan, Ph.D.
Associate Dean for Academic Personnel
Acting Director, Faculty Development
Cheryl Busman
Program Manager, Faculty Development
cheryl.busman@ucdmc.ucdavis.edu
EditPros LLC
Writing and Editing
www.editpros.com
8 Leadership Styles, Part 2 (ECLP/MCLP)
11 Dean’s Recognition Reception
11 Difficult Conversations, Part 1
(ECLP/MCLP)
15 Leadership Styles, Part 3 (ECLP/MCLP)
21 Leadership and Management Skills: Using MBTI to Your Advantage (ECLP/MCLP)
April
If UC Davis orthopaedic surgeon Mark
A. Lee could go back in time to change
some aspect of his early career, he
knows what he would do: find and
connect with a mentor.
“I never had a mentor, and I didn’t
know how to ask for help or even what
I should be asking for,” Lee said. That’s
why he enthusiastically signed on as a
department mentoring director (DMD)
with the recently established Mentoring
Academy for the UC Davis schools of
health.
“I recognized the need for this in
our department, and the Mentoring
Academy would have helped me
immensely. My involvement is an
opportunity to help my partners avoid
many of the early struggles in the
promotion process that I had to navigate
on my own,” said Lee, an associate
professor.
The Mentoring Academy
(www.ucdmc.ucdavis.edu/mentoring),
commissioned by Executive Associate
Dean Fred Meyers and Dean Claire
Pomeroy to develop the next generation
of independent, highly successful
academic faculty, is an infrastructure
for fostering and advancing personal
and professional growth in research,
teaching, and clinical and leadership
skills of junior faculty members,
postdoctoral fellows, and clinical and
research fellows. Aligned with this
is a reward and recognition system
for acknowledging the senior faculty
members who serve as mentors. The
Mentoring Academy operates with two
tiers of membership – a regular level
along with a master mentor level to
recognize scholarly achievement.
CONTINUED ON PAGE 5
18 Difficult Conversations, Part 2
(ECLP/MCLP)
3 Putting Together Your Academic Packet (ECLP)
4 Workshop – The Art of Writing Good Multiple-Choice Questions
12 How We Decide: The Power of Mental Maps in Decision Making, Part 1
(ECLP/MCLP)
22 Workshop – Reflecting on
Reflections: The How and Why of
Fostering Reflective Capacity in Your
Learners
19 How We Decide: The Power of Mental Maps in Decision Making, Part 2
(ECLP/MCLP)
25 Difficult Conversations, Part 3
(ECLP/MCLP)
26 How We Decide: The Power of Mental Maps in Decision Making, Part 3
(ECLP/MCLP)
February
11 Breakfast with the Vice Chancellor/Dean
1 Difficult Conversations, Part 4
(ECLP/MCLP)
Event co-sponsors
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Participants enroll in master mentor certification module series
17 Workshop – Introduction to
MyInfoVault
ECLP: Early Career Leadership Program
MCLP: Mid-Career Leadership Program
5
MENTORING ACADEMY ADVANCES
FEBRUARY CONTINUED ON PAGE 6
6
Judith Turgeon (center, facing camera) conducted this Mentoring Academy session in December with
attendees that included (L-R) Carol Vandenakker-Albanese, associate professor of physical medicine
and rehabilitation; Primo N. Lara Jr., professor of internal medicine; and Sally J. Rogers, professor of
psychiatry and behavioral sciences. (Photo by Emi Manning, UC Davis Medical Illustration)
officeVISIT
facultyROUNDS
A WELCOME TO NEW
FACULTY COLLEAGUES
ONCOLOGIST GILBERT MANDELL PRAISED FOR
27 YEARS OF TEACHING MOMENTS AS A VOLUNTEER
Kaiser Permanente medical oncologist
Gilbert L. Mandell had been proctoring
UC Davis medical residents and students
at Kaiser’s South Sacramento hospital for
several years by the time he learned of
the decision to end UC Davis rotations
there. He had become so committed to his
attending role with the residents that he
wasn’t willing to end his relationship with
them. He sought and obtained permission
to adjust his Kaiser adult oncology clinical
schedule so he could travel to the UC
Davis Medical Center monthly.
“I enjoyed teaching, I wanted to
continue with it, and the UC Davis
Division of Hematology and Oncology was
interested in continuing my involvement
with students and residents, so it worked
out,” Mandell said. One afternoon each
month, he consults with fellows who
conduct clinics at the UC Davis Cancer
Center.
“When the fellows or residents see
their patients, I sometimes go into the
examination room with them, if the
patient has questions or if the fellow is
not sure about something. I’ll sometimes
examine patients if that’s appropriate,”
Mandell explained.
“In other cases, the fellow or resident
will just review the case with me, and I
don’t actually see the patient,” Mandell
said. He and a fellow may, for example,
discuss chemotherapy drugs and doses.
The fellows also may present progress
reports about cases in which Mandell
has previously consulted. “But in all
cases, I try to find a teaching moment for
discussion about ‘what are you going to do
if…’ or ‘what if this comes back positive
or negative’ – that sort of thing. Then they
return to the exam room, finish with the
BY LYDIA P. HOWELL AND
AMPARO VILLABLANCA
Barkmeier-Kraemer
FAMILY LEAVE SURVEY
DEBUNKS AGE AND
SEX STEREOTYPES
Zeki
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
a commendable model for trainees
throughout the past 27 years.
“After the inpatient rotations at Kaiser
for our fellows ended we met with Gil,
who been highly rated by learners, and
we were impressed with his strong motivation to teach,” Wun said. “Dr. Mandell
has done an outstanding job as a teaching
attending for our fellows. The fellows appreciate his real-world, practical approach
to patient care, as well as his broad
knowledge and experience in the field.”
Mandell, who is a diplomate of the
National Board of Medical Examiners
and the American Board of Internal
Medicine, obtained his M.D. degree from
Gilbert Mandell (Photo by Ronald Chew)
the University of Connecticut, served his
patient and send their notes to me, which residency in internal medicine at Hartford
Hospital, and completed a fellowship in
I review and co-sign.”
medical oncology at the National Cancer
It’s not as if Mandell didn’t already
Institute in Bethesda, Md. Mandell, who
have enough to do. In addition to
grew up in the Bronx, New York, lives
caring for 2,000 patients in his practice
in a rural area with his wife, Carol, and
in medical oncology, hematology and
a dozen or more cats, many of which are
internal medicine, he has been the Kaiser
facility’s chief of hematology and oncology, patients in Carol’s veterinary practice.
Mandell also enjoys gardening and caring
chief of its Division of Pharmacy and
Therapeutics, and he chairs the Pharmacy for numerous fruit trees on the couple’s
acreage. His main passions, though, are
and Therapeutics Committee and a drug
prescription evaluation committee. He also patient care and teaching.
“I believe that when you become
is a member of the Kaiser Medical Center’s
a
physician,
the two charges that you
tumor board, which he had administered
take on ethically are to practice your
for several years.
Mandell became a UC Davis volunteer profession as well as you can, and to
educate the next generation. That’s
clinical faculty member in 1985, when
why I volunteer at UC Davis,” he said.
he first joined Kaiser after moving from
Connecticut with his wife, Carol, who had “My work with residents and fellows
is important for me, and contact with
been accepted for a residency in the UC
people who are outside the academic
Davis School of Veterinary Medicine.
umbrella provides a balance to their
Ted Wun, chief of the UC Davis
education as well. I just try,” he modestly
Division of Hematology and Oncology,
adds, “to impart what little I know to the
praises Mandell as a devoted and
next generation.”
highly effective clinical teacher and
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
viewPOINT
Julie Barkmeier-Kraemer specializes
in vocal conditions
pulmonary disease (COPD). His basic
science research focuses on the role of
Clinically certified speech-language
the mevalonate cascade, which the statins
pathologist Julie M. Barkmeier-Kraemer, target, in airway inflammation and asthma
Ph.D., CCC-SLP, evaluates and treats
pathogenesis.
people for voice and swallowing problems.
Zeki practices outpatient and inpatient
She has expertise in neurolaryngology –
critical care and pulmonary medicine.
the study of neurologic functions of the
He works in the UC Davis Asthma
larynx during respiration, eating and voice Network (UCAN) Severe Asthma Clinic;
production. A professor in the Department at the VA Northern California Health
of Otolaryngology’s Voice and Swallowing Care System in Sacramento and Mather;
Center, she is a member of the faculty
and at the Genome and the Biomedical
for the UC Davis Neuroscience Graduate
Sciences Facility’s Center for Comparative
Group as well as an affiliated faculty
Respiratory Biology and Medicine. He is
member with the Neuroscience Center.
board-certified in pulmonary, critical care
Her research concentrates on the
and internal medicine.
underlying physiology and treatment of
Other new colleagues
vocal tremor, and on the anatomy and
n Pediatric anesthesiologist Charles B.
function of the primary nerve to the
Cauldwell, M.D, Ph.D., a clinical
larynx, notably age-related changes in
professor of anesthesiology and
the tissues that house and protect that
pain medicine, specializes in fetal
nerve to determine their possible role in
surgical anesthesia, as well as in
spontaneous or postsurgical dysfunction.
anesthetizing neonates, infants and
Damage to the nerve can impair the ability
children undergoing non-cardiac
to project the voice or to prevent food or
surgery and other invasive procedures,
liquids from entering the airway.
or MRIs and other non-invasive
Amir Zeki investigating statin drugs
for lung diseases
Amir A. Zeki, M.D., M.A.S. (master
of advanced studies), is investigating
the influence of orally ingested statin
medications on pathological airway
changes in chronic asthma patients, and
clinical outcomes in severe asthma. Zeki,
an assistant professor in the Division
of Pulmonary, Critical Care, and Sleep
Medicine, has expertise in airway epithelial
inflammation and airway remodeling
related to asthma and chronic obstructive
2
diagnostic procedures. Cauldwell,
who is board-certified in pediatrics
and anesthesiology, has completed
fellowship training in pediatric
anesthesiology and critical care.
n
Forensic psychiatrist William
J. Newman, M.D., an assistant
clinical professor of psychiatry and
behavioral sciences, is an attending
psychiatrist on the teaching service at
the Sacramento County Mental Health
Treatment Center, where he supervises
psychiatry residents and medical
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
students. Board-certified in general
psychiatry, Newman publishes on
topics such as the evaluation of sexual
offenders, prison overcrowding, and
the pharmacological management of
aggression.
n
n
Picture a married male in his late 30s who
began his career as a faculty member five
years ago. Picture an older female faculty
member who is past her child-bearing
years and is entrenched as an authority
in her medical specialty. Conventional
wisdom might suggest that those two
would be far less likely to struggle with
work-life imbalance than would, say, a
female assistant professor who recently
returned to work following a maternity
leave. The evolving demographics of the
medical profession have rendered those
stereotypes anachronistic.
Some surprising findings have come
out of a series of surveys that we began in
2010 to assess awareness, attitudes and
use of career flexibility policies among
UC Davis School of Medicine faculty
members. Our survey assessed faculty
use or intention to use existing UC Davis
work flexibility policies, awareness of
leave policies, and reasons for reticence
about using these policies. We looked for
differences between sexes and between
generations – faculty members born before
or since 1960.
Our anonymized survey revealed that
women are more likely than men to refrain
from use of flexibility policies even though
they wanted to use them, a trend that was
more pronounced among older women.
A substantial percentage of respondents
of both sexes who went on leave did so
hesitantly and did not take as much time
off as they had wanted.
Work–family conflict among men,
especially those in early career stages, is
Viyeka Sethi, M.D., an assistant
clinical professor of pediatrics who has
expertise in pediatric critical care, has
recently undergone additional training
in bronchoscopy. She has investigated
delayed brain development related to
abnormal circulation in infants with
congenital heart disease. Sethi also
is affiliated with Shriners Hospital
for Children — Northern California
and with Mercy Sacramento. She
is board-certified by the American
Academy of Pediatrics, and is eligible
for certification by the American
Pediatric Critical Care Board and by
the American Internal Medicine Board.
Naileshni S. Singh, M.D., an
assistant professor in the Department
of Anesthesiology and Pain Medicine,
is conducting research investigating
prescription opioid forgeries and
pain medicine procedures. In her
clinical practice, she treats patients
using a multimodal approach for
pain management. She has recently
published papers on postherpetic
neuralgia, which is characterized by
persistent pain following a shingles
outbreak, and on Behçet’s disease,
an autoimmune disease that most
commonly occurs in Middle Eastern
and Asian nations. Singh is boarded in
anesthesiology and pain medicine.
3
Lydia Howell
attributable in part to the phenomenon
of “the new dad” who wants to be an
equal participant in family life, which
differs from the traditional sociocultural expectation of fathers. The
assumption by faculty, perhaps wrongly,
that colleagues are not supportive of
flexibility for family needs can lead to
career dissatisfaction among young male
faculty.
Flexible family leave policies appeal
to older women faculty members
because they are twice as likely as men
to serve as caregivers for elderly family
members. Caregiving demands may
loom even larger for younger faculty
members whose aging baby boomer
parents will soon need attention.
“Flexible family leave
policies appeal to older
women faculty members
because they are twice as
likely as men to serve as
caregivers for elderly family
members. Caregiving
demands may loom even
larger for younger faculty
members whose aging
baby boomer parents will
soon need attention.”
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Amparo Villablanca
We want to learn more about the needs
of these faculty groups at risk for work-life
conflict and career dissatisfaction in order
to improve our policies and workplace
culture. In cooperation with the Faculty
Development Office, we are conducting
a series of workshops that began in
November with a session for “Working
Dads,” followed by a January 9 workshop
on “Balancing Elder and Family Care and
a Faculty Career.” We invite you to visit
http://www.ucdmc.ucdavis.edu/facultydev
to register for upcoming workshops and
share your thoughts with us on how the
School of Medicine can better respond to
the career flexibility needs and obstacles
facing our faculty.
Amparo C. Villablanca is professor
and Lazda Endowed Chair in Women’s
Cardiovascular Medicine; director of the
Women’s Cardiovascular Medicine Program;
and associate director of the Women’s Center
for Health.
Lydia P. Howell is professor and chair of
the Department of Pathology and Laboratory
Medicine.
Villablanca and Howell are co-PIs on a $1.27
million NIH grant to study women’s careers
in the biomedical sciences. The American
Council on Education and the Alfred P. Sloan
Foundation presented a $25,000 “innovator
award” to UC Davis in September in
recognition of the career flexibility studies that
Howell, Villablanca and Edward J. Callahan,
associate dean for academic personnel, are
conducting.
4
officeVISIT
facultyROUNDS
A WELCOME TO NEW
FACULTY COLLEAGUES
ONCOLOGIST GILBERT MANDELL PRAISED FOR
27 YEARS OF TEACHING MOMENTS AS A VOLUNTEER
Kaiser Permanente medical oncologist
Gilbert L. Mandell had been proctoring
UC Davis medical residents and students
at Kaiser’s South Sacramento hospital for
several years by the time he learned of
the decision to end UC Davis rotations
there. He had become so committed to his
attending role with the residents that he
wasn’t willing to end his relationship with
them. He sought and obtained permission
to adjust his Kaiser adult oncology clinical
schedule so he could travel to the UC
Davis Medical Center monthly.
“I enjoyed teaching, I wanted to
continue with it, and the UC Davis
Division of Hematology and Oncology was
interested in continuing my involvement
with students and residents, so it worked
out,” Mandell said. One afternoon each
month, he consults with fellows who
conduct clinics at the UC Davis Cancer
Center.
“When the fellows or residents see
their patients, I sometimes go into the
examination room with them, if the
patient has questions or if the fellow is
not sure about something. I’ll sometimes
examine patients if that’s appropriate,”
Mandell explained.
“In other cases, the fellow or resident
will just review the case with me, and I
don’t actually see the patient,” Mandell
said. He and a fellow may, for example,
discuss chemotherapy drugs and doses.
The fellows also may present progress
reports about cases in which Mandell
has previously consulted. “But in all
cases, I try to find a teaching moment for
discussion about ‘what are you going to do
if…’ or ‘what if this comes back positive
or negative’ – that sort of thing. Then they
return to the exam room, finish with the
BY LYDIA P. HOWELL AND
AMPARO VILLABLANCA
Barkmeier-Kraemer
FAMILY LEAVE SURVEY
DEBUNKS AGE AND
SEX STEREOTYPES
Zeki
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
a commendable model for trainees
throughout the past 27 years.
“After the inpatient rotations at Kaiser
for our fellows ended we met with Gil,
who been highly rated by learners, and
we were impressed with his strong motivation to teach,” Wun said. “Dr. Mandell
has done an outstanding job as a teaching
attending for our fellows. The fellows appreciate his real-world, practical approach
to patient care, as well as his broad
knowledge and experience in the field.”
Mandell, who is a diplomate of the
National Board of Medical Examiners
and the American Board of Internal
Medicine, obtained his M.D. degree from
Gilbert Mandell (Photo by Ronald Chew)
the University of Connecticut, served his
patient and send their notes to me, which residency in internal medicine at Hartford
Hospital, and completed a fellowship in
I review and co-sign.”
medical oncology at the National Cancer
It’s not as if Mandell didn’t already
Institute in Bethesda, Md. Mandell, who
have enough to do. In addition to
grew up in the Bronx, New York, lives
caring for 2,000 patients in his practice
in a rural area with his wife, Carol, and
in medical oncology, hematology and
a dozen or more cats, many of which are
internal medicine, he has been the Kaiser
facility’s chief of hematology and oncology, patients in Carol’s veterinary practice.
Mandell also enjoys gardening and caring
chief of its Division of Pharmacy and
Therapeutics, and he chairs the Pharmacy for numerous fruit trees on the couple’s
acreage. His main passions, though, are
and Therapeutics Committee and a drug
prescription evaluation committee. He also patient care and teaching.
“I believe that when you become
is a member of the Kaiser Medical Center’s
a
physician,
the two charges that you
tumor board, which he had administered
take on ethically are to practice your
for several years.
Mandell became a UC Davis volunteer profession as well as you can, and to
educate the next generation. That’s
clinical faculty member in 1985, when
why I volunteer at UC Davis,” he said.
he first joined Kaiser after moving from
Connecticut with his wife, Carol, who had “My work with residents and fellows
is important for me, and contact with
been accepted for a residency in the UC
people who are outside the academic
Davis School of Veterinary Medicine.
umbrella provides a balance to their
Ted Wun, chief of the UC Davis
education as well. I just try,” he modestly
Division of Hematology and Oncology,
adds, “to impart what little I know to the
praises Mandell as a devoted and
next generation.”
highly effective clinical teacher and
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
viewPOINT
Julie Barkmeier-Kraemer specializes
in vocal conditions
pulmonary disease (COPD). His basic
science research focuses on the role of
Clinically certified speech-language
the mevalonate cascade, which the statins
pathologist Julie M. Barkmeier-Kraemer, target, in airway inflammation and asthma
Ph.D., CCC-SLP, evaluates and treats
pathogenesis.
people for voice and swallowing problems.
Zeki practices outpatient and inpatient
She has expertise in neurolaryngology –
critical care and pulmonary medicine.
the study of neurologic functions of the
He works in the UC Davis Asthma
larynx during respiration, eating and voice Network (UCAN) Severe Asthma Clinic;
production. A professor in the Department at the VA Northern California Health
of Otolaryngology’s Voice and Swallowing Care System in Sacramento and Mather;
Center, she is a member of the faculty
and at the Genome and the Biomedical
for the UC Davis Neuroscience Graduate
Sciences Facility’s Center for Comparative
Group as well as an affiliated faculty
Respiratory Biology and Medicine. He is
member with the Neuroscience Center.
board-certified in pulmonary, critical care
Her research concentrates on the
and internal medicine.
underlying physiology and treatment of
Other new colleagues
vocal tremor, and on the anatomy and
n Pediatric anesthesiologist Charles B.
function of the primary nerve to the
Cauldwell, M.D, Ph.D., a clinical
larynx, notably age-related changes in
professor of anesthesiology and
the tissues that house and protect that
pain medicine, specializes in fetal
nerve to determine their possible role in
surgical anesthesia, as well as in
spontaneous or postsurgical dysfunction.
anesthetizing neonates, infants and
Damage to the nerve can impair the ability
children undergoing non-cardiac
to project the voice or to prevent food or
surgery and other invasive procedures,
liquids from entering the airway.
or MRIs and other non-invasive
Amir Zeki investigating statin drugs
for lung diseases
Amir A. Zeki, M.D., M.A.S. (master
of advanced studies), is investigating
the influence of orally ingested statin
medications on pathological airway
changes in chronic asthma patients, and
clinical outcomes in severe asthma. Zeki,
an assistant professor in the Division
of Pulmonary, Critical Care, and Sleep
Medicine, has expertise in airway epithelial
inflammation and airway remodeling
related to asthma and chronic obstructive
2
diagnostic procedures. Cauldwell,
who is board-certified in pediatrics
and anesthesiology, has completed
fellowship training in pediatric
anesthesiology and critical care.
n
Forensic psychiatrist William
J. Newman, M.D., an assistant
clinical professor of psychiatry and
behavioral sciences, is an attending
psychiatrist on the teaching service at
the Sacramento County Mental Health
Treatment Center, where he supervises
psychiatry residents and medical
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
students. Board-certified in general
psychiatry, Newman publishes on
topics such as the evaluation of sexual
offenders, prison overcrowding, and
the pharmacological management of
aggression.
n
n
Picture a married male in his late 30s who
began his career as a faculty member five
years ago. Picture an older female faculty
member who is past her child-bearing
years and is entrenched as an authority
in her medical specialty. Conventional
wisdom might suggest that those two
would be far less likely to struggle with
work-life imbalance than would, say, a
female assistant professor who recently
returned to work following a maternity
leave. The evolving demographics of the
medical profession have rendered those
stereotypes anachronistic.
Some surprising findings have come
out of a series of surveys that we began in
2010 to assess awareness, attitudes and
use of career flexibility policies among
UC Davis School of Medicine faculty
members. Our survey assessed faculty
use or intention to use existing UC Davis
work flexibility policies, awareness of
leave policies, and reasons for reticence
about using these policies. We looked for
differences between sexes and between
generations – faculty members born before
or since 1960.
Our anonymized survey revealed that
women are more likely than men to refrain
from use of flexibility policies even though
they wanted to use them, a trend that was
more pronounced among older women.
A substantial percentage of respondents
of both sexes who went on leave did so
hesitantly and did not take as much time
off as they had wanted.
Work–family conflict among men,
especially those in early career stages, is
Viyeka Sethi, M.D., an assistant
clinical professor of pediatrics who has
expertise in pediatric critical care, has
recently undergone additional training
in bronchoscopy. She has investigated
delayed brain development related to
abnormal circulation in infants with
congenital heart disease. Sethi also
is affiliated with Shriners Hospital
for Children — Northern California
and with Mercy Sacramento. She
is board-certified by the American
Academy of Pediatrics, and is eligible
for certification by the American
Pediatric Critical Care Board and by
the American Internal Medicine Board.
Naileshni S. Singh, M.D., an
assistant professor in the Department
of Anesthesiology and Pain Medicine,
is conducting research investigating
prescription opioid forgeries and
pain medicine procedures. In her
clinical practice, she treats patients
using a multimodal approach for
pain management. She has recently
published papers on postherpetic
neuralgia, which is characterized by
persistent pain following a shingles
outbreak, and on Behçet’s disease,
an autoimmune disease that most
commonly occurs in Middle Eastern
and Asian nations. Singh is boarded in
anesthesiology and pain medicine.
3
Lydia Howell
attributable in part to the phenomenon
of “the new dad” who wants to be an
equal participant in family life, which
differs from the traditional sociocultural expectation of fathers. The
assumption by faculty, perhaps wrongly,
that colleagues are not supportive of
flexibility for family needs can lead to
career dissatisfaction among young male
faculty.
Flexible family leave policies appeal
to older women faculty members
because they are twice as likely as men
to serve as caregivers for elderly family
members. Caregiving demands may
loom even larger for younger faculty
members whose aging baby boomer
parents will soon need attention.
“Flexible family leave
policies appeal to older
women faculty members
because they are twice as
likely as men to serve as
caregivers for elderly family
members. Caregiving
demands may loom even
larger for younger faculty
members whose aging
baby boomer parents will
soon need attention.”
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Amparo Villablanca
We want to learn more about the needs
of these faculty groups at risk for work-life
conflict and career dissatisfaction in order
to improve our policies and workplace
culture. In cooperation with the Faculty
Development Office, we are conducting
a series of workshops that began in
November with a session for “Working
Dads,” followed by a January 9 workshop
on “Balancing Elder and Family Care and
a Faculty Career.” We invite you to visit
http://www.ucdmc.ucdavis.edu/facultydev
to register for upcoming workshops and
share your thoughts with us on how the
School of Medicine can better respond to
the career flexibility needs and obstacles
facing our faculty.
Amparo C. Villablanca is professor
and Lazda Endowed Chair in Women’s
Cardiovascular Medicine; director of the
Women’s Cardiovascular Medicine Program;
and associate director of the Women’s Center
for Health.
Lydia P. Howell is professor and chair of
the Department of Pathology and Laboratory
Medicine.
Villablanca and Howell are co-PIs on a $1.27
million NIH grant to study women’s careers
in the biomedical sciences. The American
Council on Education and the Alfred P. Sloan
Foundation presented a $25,000 “innovator
award” to UC Davis in September in
recognition of the career flexibility studies that
Howell, Villablanca and Edward J. Callahan,
associate dean for academic personnel, are
conducting.
4
officeVISIT
facultyROUNDS
A WELCOME TO NEW
FACULTY COLLEAGUES
ONCOLOGIST GILBERT MANDELL PRAISED FOR
27 YEARS OF TEACHING MOMENTS AS A VOLUNTEER
Kaiser Permanente medical oncologist
Gilbert L. Mandell had been proctoring
UC Davis medical residents and students
at Kaiser’s South Sacramento hospital for
several years by the time he learned of
the decision to end UC Davis rotations
there. He had become so committed to his
attending role with the residents that he
wasn’t willing to end his relationship with
them. He sought and obtained permission
to adjust his Kaiser adult oncology clinical
schedule so he could travel to the UC
Davis Medical Center monthly.
“I enjoyed teaching, I wanted to
continue with it, and the UC Davis
Division of Hematology and Oncology was
interested in continuing my involvement
with students and residents, so it worked
out,” Mandell said. One afternoon each
month, he consults with fellows who
conduct clinics at the UC Davis Cancer
Center.
“When the fellows or residents see
their patients, I sometimes go into the
examination room with them, if the
patient has questions or if the fellow is
not sure about something. I’ll sometimes
examine patients if that’s appropriate,”
Mandell explained.
“In other cases, the fellow or resident
will just review the case with me, and I
don’t actually see the patient,” Mandell
said. He and a fellow may, for example,
discuss chemotherapy drugs and doses.
The fellows also may present progress
reports about cases in which Mandell
has previously consulted. “But in all
cases, I try to find a teaching moment for
discussion about ‘what are you going to do
if…’ or ‘what if this comes back positive
or negative’ – that sort of thing. Then they
return to the exam room, finish with the
BY LYDIA P. HOWELL AND
AMPARO VILLABLANCA
Barkmeier-Kraemer
FAMILY LEAVE SURVEY
DEBUNKS AGE AND
SEX STEREOTYPES
Zeki
Each edition of the Faculty Newsletter introduces several faculty colleagues who recently joined the UC Davis
Health System community. Watch for more new clinical and research staff members in the next issue.
a commendable model for trainees
throughout the past 27 years.
“After the inpatient rotations at Kaiser
for our fellows ended we met with Gil,
who been highly rated by learners, and
we were impressed with his strong motivation to teach,” Wun said. “Dr. Mandell
has done an outstanding job as a teaching
attending for our fellows. The fellows appreciate his real-world, practical approach
to patient care, as well as his broad
knowledge and experience in the field.”
Mandell, who is a diplomate of the
National Board of Medical Examiners
and the American Board of Internal
Medicine, obtained his M.D. degree from
Gilbert Mandell (Photo by Ronald Chew)
the University of Connecticut, served his
patient and send their notes to me, which residency in internal medicine at Hartford
Hospital, and completed a fellowship in
I review and co-sign.”
medical oncology at the National Cancer
It’s not as if Mandell didn’t already
Institute in Bethesda, Md. Mandell, who
have enough to do. In addition to
grew up in the Bronx, New York, lives
caring for 2,000 patients in his practice
in a rural area with his wife, Carol, and
in medical oncology, hematology and
a dozen or more cats, many of which are
internal medicine, he has been the Kaiser
facility’s chief of hematology and oncology, patients in Carol’s veterinary practice.
Mandell also enjoys gardening and caring
chief of its Division of Pharmacy and
Therapeutics, and he chairs the Pharmacy for numerous fruit trees on the couple’s
acreage. His main passions, though, are
and Therapeutics Committee and a drug
prescription evaluation committee. He also patient care and teaching.
“I believe that when you become
is a member of the Kaiser Medical Center’s
a
physician,
the two charges that you
tumor board, which he had administered
take on ethically are to practice your
for several years.
Mandell became a UC Davis volunteer profession as well as you can, and to
educate the next generation. That’s
clinical faculty member in 1985, when
why I volunteer at UC Davis,” he said.
he first joined Kaiser after moving from
Connecticut with his wife, Carol, who had “My work with residents and fellows
is important for me, and contact with
been accepted for a residency in the UC
people who are outside the academic
Davis School of Veterinary Medicine.
umbrella provides a balance to their
Ted Wun, chief of the UC Davis
education as well. I just try,” he modestly
Division of Hematology and Oncology,
adds, “to impart what little I know to the
praises Mandell as a devoted and
next generation.”
highly effective clinical teacher and
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
viewPOINT
Julie Barkmeier-Kraemer specializes
in vocal conditions
pulmonary disease (COPD). His basic
science research focuses on the role of
Clinically certified speech-language
the mevalonate cascade, which the statins
pathologist Julie M. Barkmeier-Kraemer, target, in airway inflammation and asthma
Ph.D., CCC-SLP, evaluates and treats
pathogenesis.
people for voice and swallowing problems.
Zeki practices outpatient and inpatient
She has expertise in neurolaryngology –
critical care and pulmonary medicine.
the study of neurologic functions of the
He works in the UC Davis Asthma
larynx during respiration, eating and voice Network (UCAN) Severe Asthma Clinic;
production. A professor in the Department at the VA Northern California Health
of Otolaryngology’s Voice and Swallowing Care System in Sacramento and Mather;
Center, she is a member of the faculty
and at the Genome and the Biomedical
for the UC Davis Neuroscience Graduate
Sciences Facility’s Center for Comparative
Group as well as an affiliated faculty
Respiratory Biology and Medicine. He is
member with the Neuroscience Center.
board-certified in pulmonary, critical care
Her research concentrates on the
and internal medicine.
underlying physiology and treatment of
Other new colleagues
vocal tremor, and on the anatomy and
n Pediatric anesthesiologist Charles B.
function of the primary nerve to the
Cauldwell, M.D, Ph.D., a clinical
larynx, notably age-related changes in
professor of anesthesiology and
the tissues that house and protect that
pain medicine, specializes in fetal
nerve to determine their possible role in
surgical anesthesia, as well as in
spontaneous or postsurgical dysfunction.
anesthetizing neonates, infants and
Damage to the nerve can impair the ability
children undergoing non-cardiac
to project the voice or to prevent food or
surgery and other invasive procedures,
liquids from entering the airway.
or MRIs and other non-invasive
Amir Zeki investigating statin drugs
for lung diseases
Amir A. Zeki, M.D., M.A.S. (master
of advanced studies), is investigating
the influence of orally ingested statin
medications on pathological airway
changes in chronic asthma patients, and
clinical outcomes in severe asthma. Zeki,
an assistant professor in the Division
of Pulmonary, Critical Care, and Sleep
Medicine, has expertise in airway epithelial
inflammation and airway remodeling
related to asthma and chronic obstructive
2
diagnostic procedures. Cauldwell,
who is board-certified in pediatrics
and anesthesiology, has completed
fellowship training in pediatric
anesthesiology and critical care.
n
Forensic psychiatrist William
J. Newman, M.D., an assistant
clinical professor of psychiatry and
behavioral sciences, is an attending
psychiatrist on the teaching service at
the Sacramento County Mental Health
Treatment Center, where he supervises
psychiatry residents and medical
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
students. Board-certified in general
psychiatry, Newman publishes on
topics such as the evaluation of sexual
offenders, prison overcrowding, and
the pharmacological management of
aggression.
n
n
Picture a married male in his late 30s who
began his career as a faculty member five
years ago. Picture an older female faculty
member who is past her child-bearing
years and is entrenched as an authority
in her medical specialty. Conventional
wisdom might suggest that those two
would be far less likely to struggle with
work-life imbalance than would, say, a
female assistant professor who recently
returned to work following a maternity
leave. The evolving demographics of the
medical profession have rendered those
stereotypes anachronistic.
Some surprising findings have come
out of a series of surveys that we began in
2010 to assess awareness, attitudes and
use of career flexibility policies among
UC Davis School of Medicine faculty
members. Our survey assessed faculty
use or intention to use existing UC Davis
work flexibility policies, awareness of
leave policies, and reasons for reticence
about using these policies. We looked for
differences between sexes and between
generations – faculty members born before
or since 1960.
Our anonymized survey revealed that
women are more likely than men to refrain
from use of flexibility policies even though
they wanted to use them, a trend that was
more pronounced among older women.
A substantial percentage of respondents
of both sexes who went on leave did so
hesitantly and did not take as much time
off as they had wanted.
Work–family conflict among men,
especially those in early career stages, is
Viyeka Sethi, M.D., an assistant
clinical professor of pediatrics who has
expertise in pediatric critical care, has
recently undergone additional training
in bronchoscopy. She has investigated
delayed brain development related to
abnormal circulation in infants with
congenital heart disease. Sethi also
is affiliated with Shriners Hospital
for Children — Northern California
and with Mercy Sacramento. She
is board-certified by the American
Academy of Pediatrics, and is eligible
for certification by the American
Pediatric Critical Care Board and by
the American Internal Medicine Board.
Naileshni S. Singh, M.D., an
assistant professor in the Department
of Anesthesiology and Pain Medicine,
is conducting research investigating
prescription opioid forgeries and
pain medicine procedures. In her
clinical practice, she treats patients
using a multimodal approach for
pain management. She has recently
published papers on postherpetic
neuralgia, which is characterized by
persistent pain following a shingles
outbreak, and on Behçet’s disease,
an autoimmune disease that most
commonly occurs in Middle Eastern
and Asian nations. Singh is boarded in
anesthesiology and pain medicine.
3
Lydia Howell
attributable in part to the phenomenon
of “the new dad” who wants to be an
equal participant in family life, which
differs from the traditional sociocultural expectation of fathers. The
assumption by faculty, perhaps wrongly,
that colleagues are not supportive of
flexibility for family needs can lead to
career dissatisfaction among young male
faculty.
Flexible family leave policies appeal
to older women faculty members
because they are twice as likely as men
to serve as caregivers for elderly family
members. Caregiving demands may
loom even larger for younger faculty
members whose aging baby boomer
parents will soon need attention.
“Flexible family leave
policies appeal to older
women faculty members
because they are twice as
likely as men to serve as
caregivers for elderly family
members. Caregiving
demands may loom even
larger for younger faculty
members whose aging
baby boomer parents will
soon need attention.”
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Amparo Villablanca
We want to learn more about the needs
of these faculty groups at risk for work-life
conflict and career dissatisfaction in order
to improve our policies and workplace
culture. In cooperation with the Faculty
Development Office, we are conducting
a series of workshops that began in
November with a session for “Working
Dads,” followed by a January 9 workshop
on “Balancing Elder and Family Care and
a Faculty Career.” We invite you to visit
http://www.ucdmc.ucdavis.edu/facultydev
to register for upcoming workshops and
share your thoughts with us on how the
School of Medicine can better respond to
the career flexibility needs and obstacles
facing our faculty.
Amparo C. Villablanca is professor
and Lazda Endowed Chair in Women’s
Cardiovascular Medicine; director of the
Women’s Cardiovascular Medicine Program;
and associate director of the Women’s Center
for Health.
Lydia P. Howell is professor and chair of
the Department of Pathology and Laboratory
Medicine.
Villablanca and Howell are co-PIs on a $1.27
million NIH grant to study women’s careers
in the biomedical sciences. The American
Council on Education and the Alfred P. Sloan
Foundation presented a $25,000 “innovator
award” to UC Davis in September in
recognition of the career flexibility studies that
Howell, Villablanca and Edward J. Callahan,
associate dean for academic personnel, are
conducting.
4
MENTORING ACADEMY CONTINUED FROM PAGE 1
Judith Turgeon, director of the
Mentoring Academy’s Central Steering
Committee, said that 52 faculty members
participated in the first of five requisite
modules in the master mentor training
series that began this past August.
Each department was asked to identify
a DMD, whose primary job is to ensure
that a functioning team is in place for all
junior faculty and that appropriate mentoring is occurring. “Several departments
have named more than one DMD. Internal
Medicine has identified nine,” said Turgeon,
a professor in the Department of Internal
Medicine’s Division of Endocrinology, Diabetes and Metabolism. The MIND Institute,
the Cancer Center and the Center for Neurosciences each have designated a center
mentoring director (CMD). Thus far, all but
two departments have appointed a DMD.
Turgeon meets individually with all DMDs
and CMDs to help them establish their programs and create their mentoring teams.
Faculty Development Office
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
DMD for the Department of Biochemistry
and Molecular Medicine, said two
considerations are pivotal when pairing
mentees with mentors in his department.
“First, each mentee is paired with a
senior faculty member who has been going
through the advancement process for many
years, because they can provide guidance to
mentees about departmental and university
expectations for advancement. Second, in
basic sciences departments such as ours,
research is a major component of our
scholarly activities. Consequently, each
mentee is additionally paired with a second
mentor with similar scientific interests, to
offer guidance with respect to experimental
design, publishing and funding,” Carraway
explained.
Lee applauds the flexibility that’s
ingrained in the Mentoring Academy
concept.
“One of the innovative aspects of this
program is the personalization it enables. It
a busy, far more senior faculty member.
And often the senior faculty member
does not anticipate the needs or concerns
of junior colleagues, so those concerns
often are never acknowledged,” Carraway
observed. “My hope is that the Mentoring
Academy will begin to address these
kinds of communication inequities so
that junior faculty can receive the tools
they need to excel from the outset.”
Turgeon credits the contributions of
Clinical and Translational Science Center
personnel, and acknowledges Jennifer
Popovich of the Academic Personnel
Office for managing the Mentoring
Academy’s database, and Cheryl Busman
of the Faculty Development Office for
scheduling training sessions. “Cheryl
has tremendous organizational skills,
and she has been invaluable in getting
the curriculum modules in operation,”
Turgeon said. Kathleen MacColl of
the Academic Personnel Office, and
steering committee member Edward J.
Callahan, associate dean for academic
personnel, also have been instrumental
in operation of the program. They
are helping to determine how the
contributions of mentors can be codified
in their promotion packets. “Everybody
appreciates high-quality mentoring, but
it takes a lot of time, and does need to be
recognized and rewarded,” Turgeon said.
She, Mark Lee and Kermit Carraway
encourage faculty members to participate
as mentors and mentees.
“It is out of my other responsibilities
and commitments that I became involved
in the Mentoring Academy,” said
Carraway, who declared his intention to
W. Ladson Hinton, professor of psychiatry and behavioral sciences (at left) and John Olichney, an
become certified as a master mentor. “I
associate professor of neurology in the Center for Mind and Brain, attended this Mentoring Acadhave a deep commitment to development
emy session in December with presenter Judith Turgeon (at right). (Photo by Emi Manning, UC Davis
of graduate students and postdoctoral
Medical Illustration)
fellows. I am an academic adviser for two
“Meeting with the DMDs and CMDs has is anything but a one-size-fits-all approach,” graduate programs, I am responsible for
been the most fun part of the job because
Lee said. “Participants select whatever
the scientific development of numerous
they have been universally enthusiastic
model they feel most comfortable with as
grad students and post-docs in my lab,
and thoughtful about the importance of
a means of motivation for success. The
and I am a member of the committee
mentorship coordination. Even though
program is optimized for the mentee, and
that makes recommendations for faculty
they’re incredibly busy, they dedicated
that’s how it should be.”
advancement and promotion within
time to conceive ways to implement their
Carraway notes that newly hired
the medical school. Involvement in the
program, and that’s been wonderful,”
assistant professors typically do not know
Mentoring Academy for me is not about
Turgeon said. “The DMDs and CMDs are
what to expect from mentors.
taking on a new responsibility, but is a
the critical links in this structure.”
“A green, newly arrived faculty member natural extension of many of the activities
Professor Kermit L. Carraway, the
may have difficulty expressing concerns to in which I am already involved.”
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Published by the Faculty Development Office
WINTER 2013
Workshops and other activities
22 Getting Your Point Across: The Art and Science of Effective Presentations (ECLP)
You are invited! We encourage you to
enroll in one of the various workshops,
programs and events sponsored by the
Faculty Development Office. For more
event details and to register, visit
www.ucdmc.ucdavis.edu/facultydev/
and click Enroll Online. (Event
co-sponsors are indicated within
parentheses.) Volunteer Clinical
Faculty members are also welcome
and encouraged to attend faculty
development events.
March
January
(CALENDAR FROM PAGE 1)
February
5 Workshop – Understanding Faculty Compliance (MCLP)
8 Negotiation Skills (ECLP)
11 Fostering a Research Program in your Department, Unit or Section (MCLP)
12 Breakfast with the Vice Chancellor/Dean
20 Scientific Writing for Publication (ECLP)
1 Leadership Styles, Part 1 (ECLP/MCLP)
9 Workshop – Balancing Elder and
Family Care and a Faculty Career:
Work-Life Integration Is Not Just
About Child Care
6 Workshops – Faculty Merits, Promotions and Tenure
facultyNEWSLETTER
Published quarterly by the Faculty
Development Office, which administers
and coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
Edward Callahan, Ph.D.
Associate Dean for Academic Personnel
Acting Director, Faculty Development
Cheryl Busman
Program Manager, Faculty Development
cheryl.busman@ucdmc.ucdavis.edu
EditPros LLC
Writing and Editing
www.editpros.com
8 Leadership Styles, Part 2 (ECLP/MCLP)
11 Dean’s Recognition Reception
11 Difficult Conversations, Part 1
(ECLP/MCLP)
15 Leadership Styles, Part 3 (ECLP/MCLP)
21 Leadership and Management Skills: Using MBTI to Your Advantage (ECLP/MCLP)
April
If UC Davis orthopaedic surgeon Mark
A. Lee could go back in time to change
some aspect of his early career, he
knows what he would do: find and
connect with a mentor.
“I never had a mentor, and I didn’t
know how to ask for help or even what
I should be asking for,” Lee said. That’s
why he enthusiastically signed on as a
department mentoring director (DMD)
with the recently established Mentoring
Academy for the UC Davis schools of
health.
“I recognized the need for this in
our department, and the Mentoring
Academy would have helped me
immensely. My involvement is an
opportunity to help my partners avoid
many of the early struggles in the
promotion process that I had to navigate
on my own,” said Lee, an associate
professor.
The Mentoring Academy
(www.ucdmc.ucdavis.edu/mentoring),
commissioned by Executive Associate
Dean Fred Meyers and Dean Claire
Pomeroy to develop the next generation
of independent, highly successful
academic faculty, is an infrastructure
for fostering and advancing personal
and professional growth in research,
teaching, and clinical and leadership
skills of junior faculty members,
postdoctoral fellows, and clinical and
research fellows. Aligned with this
is a reward and recognition system
for acknowledging the senior faculty
members who serve as mentors. The
Mentoring Academy operates with two
tiers of membership – a regular level
along with a master mentor level to
recognize scholarly achievement.
CONTINUED ON PAGE 5
18 Difficult Conversations, Part 2
(ECLP/MCLP)
3 Putting Together Your Academic Packet (ECLP)
4 Workshop – The Art of Writing Good Multiple-Choice Questions
12 How We Decide: The Power of Mental Maps in Decision Making, Part 1
(ECLP/MCLP)
22 Workshop – Reflecting on
Reflections: The How and Why of
Fostering Reflective Capacity in Your
Learners
19 How We Decide: The Power of Mental Maps in Decision Making, Part 2
(ECLP/MCLP)
25 Difficult Conversations, Part 3
(ECLP/MCLP)
26 How We Decide: The Power of Mental Maps in Decision Making, Part 3
(ECLP/MCLP)
February
11 Breakfast with the Vice Chancellor/Dean
1 Difficult Conversations, Part 4
(ECLP/MCLP)
Event co-sponsors
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Participants enroll in master mentor certification module series
17 Workshop – Introduction to
MyInfoVault
ECLP: Early Career Leadership Program
MCLP: Mid-Career Leadership Program
5
MENTORING ACADEMY ADVANCES
FEBRUARY CONTINUED ON PAGE 6
6
Judith Turgeon (center, facing camera) conducted this Mentoring Academy session in December with
attendees that included (L-R) Carol Vandenakker-Albanese, associate professor of physical medicine
and rehabilitation; Primo N. Lara Jr., professor of internal medicine; and Sally J. Rogers, professor of
psychiatry and behavioral sciences. (Photo by Emi Manning, UC Davis Medical Illustration)
MENTORING ACADEMY CONTINUED FROM PAGE 1
Judith Turgeon, director of the
Mentoring Academy’s Central Steering
Committee, said that 52 faculty members
participated in the first of five requisite
modules in the master mentor training
series that began this past August.
Each department was asked to identify
a DMD, whose primary job is to ensure
that a functioning team is in place for all
junior faculty and that appropriate mentoring is occurring. “Several departments
have named more than one DMD. Internal
Medicine has identified nine,” said Turgeon,
a professor in the Department of Internal
Medicine’s Division of Endocrinology, Diabetes and Metabolism. The MIND Institute,
the Cancer Center and the Center for Neurosciences each have designated a center
mentoring director (CMD). Thus far, all but
two departments have appointed a DMD.
Turgeon meets individually with all DMDs
and CMDs to help them establish their programs and create their mentoring teams.
Faculty Development Office
Sherman Building, Suite 3900
UC Davis Health System
2315 Stockton Blvd.
Sacramento, CA 95817
DMD for the Department of Biochemistry
and Molecular Medicine, said two
considerations are pivotal when pairing
mentees with mentors in his department.
“First, each mentee is paired with a
senior faculty member who has been going
through the advancement process for many
years, because they can provide guidance to
mentees about departmental and university
expectations for advancement. Second, in
basic sciences departments such as ours,
research is a major component of our
scholarly activities. Consequently, each
mentee is additionally paired with a second
mentor with similar scientific interests, to
offer guidance with respect to experimental
design, publishing and funding,” Carraway
explained.
Lee applauds the flexibility that’s
ingrained in the Mentoring Academy
concept.
“One of the innovative aspects of this
program is the personalization it enables. It
a busy, far more senior faculty member.
And often the senior faculty member
does not anticipate the needs or concerns
of junior colleagues, so those concerns
often are never acknowledged,” Carraway
observed. “My hope is that the Mentoring
Academy will begin to address these
kinds of communication inequities so
that junior faculty can receive the tools
they need to excel from the outset.”
Turgeon credits the contributions of
Clinical and Translational Science Center
personnel, and acknowledges Jennifer
Popovich of the Academic Personnel
Office for managing the Mentoring
Academy’s database, and Cheryl Busman
of the Faculty Development Office for
scheduling training sessions. “Cheryl
has tremendous organizational skills,
and she has been invaluable in getting
the curriculum modules in operation,”
Turgeon said. Kathleen MacColl of
the Academic Personnel Office, and
steering committee member Edward J.
Callahan, associate dean for academic
personnel, also have been instrumental
in operation of the program. They
are helping to determine how the
contributions of mentors can be codified
in their promotion packets. “Everybody
appreciates high-quality mentoring, but
it takes a lot of time, and does need to be
recognized and rewarded,” Turgeon said.
She, Mark Lee and Kermit Carraway
encourage faculty members to participate
as mentors and mentees.
“It is out of my other responsibilities
and commitments that I became involved
in the Mentoring Academy,” said
Carraway, who declared his intention to
W. Ladson Hinton, professor of psychiatry and behavioral sciences (at left) and John Olichney, an
become certified as a master mentor. “I
associate professor of neurology in the Center for Mind and Brain, attended this Mentoring Acadhave a deep commitment to development
emy session in December with presenter Judith Turgeon (at right). (Photo by Emi Manning, UC Davis
of graduate students and postdoctoral
Medical Illustration)
fellows. I am an academic adviser for two
“Meeting with the DMDs and CMDs has is anything but a one-size-fits-all approach,” graduate programs, I am responsible for
been the most fun part of the job because
Lee said. “Participants select whatever
the scientific development of numerous
they have been universally enthusiastic
model they feel most comfortable with as
grad students and post-docs in my lab,
and thoughtful about the importance of
a means of motivation for success. The
and I am a member of the committee
mentorship coordination. Even though
program is optimized for the mentee, and
that makes recommendations for faculty
they’re incredibly busy, they dedicated
that’s how it should be.”
advancement and promotion within
time to conceive ways to implement their
Carraway notes that newly hired
the medical school. Involvement in the
program, and that’s been wonderful,”
assistant professors typically do not know
Mentoring Academy for me is not about
Turgeon said. “The DMDs and CMDs are
what to expect from mentors.
taking on a new responsibility, but is a
the critical links in this structure.”
“A green, newly arrived faculty member natural extension of many of the activities
Professor Kermit L. Carraway, the
may have difficulty expressing concerns to in which I am already involved.”
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Published by the Faculty Development Office
WINTER 2013
Workshops and other activities
22 Getting Your Point Across: The Art and Science of Effective Presentations (ECLP)
You are invited! We encourage you to
enroll in one of the various workshops,
programs and events sponsored by the
Faculty Development Office. For more
event details and to register, visit
www.ucdmc.ucdavis.edu/facultydev/
and click Enroll Online. (Event
co-sponsors are indicated within
parentheses.) Volunteer Clinical
Faculty members are also welcome
and encouraged to attend faculty
development events.
March
January
(CALENDAR FROM PAGE 1)
February
5 Workshop – Understanding Faculty Compliance (MCLP)
8 Negotiation Skills (ECLP)
11 Fostering a Research Program in your Department, Unit or Section (MCLP)
12 Breakfast with the Vice Chancellor/Dean
20 Scientific Writing for Publication (ECLP)
1 Leadership Styles, Part 1 (ECLP/MCLP)
9 Workshop – Balancing Elder and
Family Care and a Faculty Career:
Work-Life Integration Is Not Just
About Child Care
6 Workshops – Faculty Merits, Promotions and Tenure
facultyNEWSLETTER
Published quarterly by the Faculty
Development Office, which administers
and coordinates programs that respond to the
professional and career development needs of
UC Davis Health System faculty members.
2315 Stockton Blvd.
Sherman Building, Suite 3900
Sacramento, CA 95817
(916) 703-9230
www.ucdmc.ucdavis.edu/facultydev
Edward Callahan, Ph.D.
Associate Dean for Academic Personnel
Acting Director, Faculty Development
Cheryl Busman
Program Manager, Faculty Development
cheryl.busman@ucdmc.ucdavis.edu
EditPros LLC
Writing and Editing
www.editpros.com
8 Leadership Styles, Part 2 (ECLP/MCLP)
11 Dean’s Recognition Reception
11 Difficult Conversations, Part 1
(ECLP/MCLP)
15 Leadership Styles, Part 3 (ECLP/MCLP)
21 Leadership and Management Skills: Using MBTI to Your Advantage (ECLP/MCLP)
April
If UC Davis orthopaedic surgeon Mark
A. Lee could go back in time to change
some aspect of his early career, he
knows what he would do: find and
connect with a mentor.
“I never had a mentor, and I didn’t
know how to ask for help or even what
I should be asking for,” Lee said. That’s
why he enthusiastically signed on as a
department mentoring director (DMD)
with the recently established Mentoring
Academy for the UC Davis schools of
health.
“I recognized the need for this in
our department, and the Mentoring
Academy would have helped me
immensely. My involvement is an
opportunity to help my partners avoid
many of the early struggles in the
promotion process that I had to navigate
on my own,” said Lee, an associate
professor.
The Mentoring Academy
(www.ucdmc.ucdavis.edu/mentoring),
commissioned by Executive Associate
Dean Fred Meyers and Dean Claire
Pomeroy to develop the next generation
of independent, highly successful
academic faculty, is an infrastructure
for fostering and advancing personal
and professional growth in research,
teaching, and clinical and leadership
skills of junior faculty members,
postdoctoral fellows, and clinical and
research fellows. Aligned with this
is a reward and recognition system
for acknowledging the senior faculty
members who serve as mentors. The
Mentoring Academy operates with two
tiers of membership – a regular level
along with a master mentor level to
recognize scholarly achievement.
CONTINUED ON PAGE 5
18 Difficult Conversations, Part 2
(ECLP/MCLP)
3 Putting Together Your Academic Packet (ECLP)
4 Workshop – The Art of Writing Good Multiple-Choice Questions
12 How We Decide: The Power of Mental Maps in Decision Making, Part 1
(ECLP/MCLP)
22 Workshop – Reflecting on
Reflections: The How and Why of
Fostering Reflective Capacity in Your
Learners
19 How We Decide: The Power of Mental Maps in Decision Making, Part 2
(ECLP/MCLP)
25 Difficult Conversations, Part 3
(ECLP/MCLP)
26 How We Decide: The Power of Mental Maps in Decision Making, Part 3
(ECLP/MCLP)
February
11 Breakfast with the Vice Chancellor/Dean
1 Difficult Conversations, Part 4
(ECLP/MCLP)
Event co-sponsors
facultyNEWSLETTER | Winter 2013 | www.ucdmc.ucdavis.edu/facultydev
Participants enroll in master mentor certification module series
17 Workshop – Introduction to
MyInfoVault
ECLP: Early Career Leadership Program
MCLP: Mid-Career Leadership Program
5
MENTORING ACADEMY ADVANCES
FEBRUARY CONTINUED ON PAGE 6
6
Judith Turgeon (center, facing camera) conducted this Mentoring Academy session in December with
attendees that included (L-R) Carol Vandenakker-Albanese, associate professor of physical medicine
and rehabilitation; Primo N. Lara Jr., professor of internal medicine; and Sally J. Rogers, professor of
psychiatry and behavioral sciences. (Photo by Emi Manning, UC Davis Medical Illustration)