Junior Faculty Development Program

From U of M Internal Medicine Wiki
Policies
Policy: Junior Faculty Development Program
Policy Nr: Sec 05 - 02
Target Review Date: 2019-08-01
Main Stakeholder: Managing Director


The Department of Internal Medicine has the mandate to develop plans and processes that:

  • identify senior residents with the potential for development as academic faculty – for research and/or clinical service
  • find ways to facilitate their development
  • successfully recruit them into the department.


Program Summary

In order to facilitate development of prospective faculty, the department will provide salary support to residents as they spend time building their skills and knowledge at the University of Manitoba, or other institutions, prior to being brought on as faculty.


Identification of Prospects

Section Heads and Postgraduate Program Directors will identify individuals within their programs who they believe have potential for development and training with a view to eventual recruitment to the Department of Internal Medicine.


Facilitating Development of Prospective Faculty

  • For core residents who wish to pursue sub-specialty clinical training elsewhere, the responsible Section Head, will determine whether that individual would be suitable for eventual recruitment. The goal would be to maintain contact with such individuals to ensure that no opportunities for recruitment are missed, and to leave open the possibility of departmental assistance in obtaining additional training where this would contribute to meeting the goals of both the individual and the department.
  • For residents at a later stage of training deemed to be suitable for recruitment, but who require additional training to help them meet the goals and requirements of the section and the department, a recruitment agreement will be negotiated which specifies clinical service expectations, financial support for agreed-on additional training by the resident, and job description outline at the completion of training.
  • Training eligible for departmental support may include development of needed clinical skills, or course work and research training enhancing the individuals’ academic productivity potential in either education or research. Training may be obtained at any appropriate institution, including local schools or laboratories.
  • Training periods may be of any duration (e.g. time required to obtain a Ph.D.) and may be extended when this is in the best interest of the individual and the department. Status and progress of trainees will be monitored by the responsible Section Heads. At a minimum this should include an annual update report from the resident's training supervisor to the Section Heads and to the Senior Advisory Committee.

Note: Those on research focused paths will be reviewed by the Research and Faculty Development Committee annually.


Clinical Path or Research Path?

Prospects will be categorized into one of two paths: research or clinical.

The Research path is for those candidates who are expected to return with protected time.

Clinical path is for those candidates who are expected to return with specialized clinic skills/knowledge that will enhance the ability to provide expert tertiary or quaternary care to Manitobans.


Research Path

The department expects that potential research path candidates also engage with and apply to the Clinician Investigator Program (CIP).

More information on the CIP program is available here: https://umanitoba.ca/faculties/health_sciences/medicine/education/pgme/CIP.html

It is the strong preference of the Department to coordinate with the CIP program, offering financial support to candidates versus sponsoring individuals not involved with the CIP program.

An appropriate member of the department should approach the prospect to discuss career development issues and offer help in defining clinical and research interest areas, finding training opportunities and setting long term goals.

The application for the funding must be supported by the Section Head. The Section Head will be invited to attend the Research and Faculty Development Committee meeting to present the application. This will be done annually in September. The required template for this application is available here:

File folder icon.png Application for the Junior Faculty Development Program

The Section Head will complete the application and send it to the Managing Director two weeks prior to the Research and Faculty Development Committee September meetings.


Criteria for the Committee to Base its Recommendation

(The list is not in priority order, nor are factors weighted, but forms the basis for consideration by the committee. The committee will prioritize all the requests, and make recommendations of support to the Department Head)

  • Experience will deepen the candidate’s abilities to become a successful independent researcher (PI).
  • Aligns with the department’s vision of, “To be a national leader in (tertiary) patient care, medical education, and bio-medical research with international recognition in priority areas.”
  • Credible recruitment plan.
  • Funding from other sources.
  • Individuals applying to a degree or diploma program.


Clinical Path

Candidates being considered for a clinical path are reviewed by the Junior Faculty Development Special Committee .

An appropriate member of the department should approach the prospect to discuss career development issues and offer help in defining clinical interest areas, finding training opportunities and setting long term goals.

The application for the funding must be supported by the Section Head. The Section Head will be invited to attend the Junior Faculty Development Special Committee meeting to present the application. This will be done annually in September. The required template for this application is available here:

File folder icon.png Application for the Junior Faculty Development Program

The Section Heads will complete the application and send to the Managing Director two weeks prior to the Junior Faculty Development Special Committee September meetings.


Criteria for the Committee to Base its Recommendation

(The list is not in priority order, nor are factors weighted, but forms the basis for consideration by the committee. The committee will prioritize all the requests, and make recommendations of support to the Department Head)

  • As tertiary care teaching hospitals, the skill/knowledge is critical and essential for us to provide.
  • A present, or an evidence based predicted need, for a service to be sustained/provided that will enhance and enrich patient care to Manitobans.
  • Aligns with the department’s mission of, “We train the next generation of academic internists and sub-specialists who innovate and excel in life-long learning.”
  • Credible recruitment plan.
  • Funding from other sources.
  • Individuals applying to a degree or diploma program.

Financial Support

Effective Date PGY6 PGY7 PGY8
July 1, 2016 $83,796 $88,929 $95,875
July 1, 2017 $84,634 $89,819 $96,833
  • Physicians recruited to the department contingent on completion of further academic development will, during the time dedicated to training activities, receive a maximum compensation consistent with the contract negotiated between PARIM and the Winnipeg Regional Health Authority (WRHA). The current contract is effective from July 1, 2014 to June 30, 2018. http://www.parim.org/contract-2/contract
  • By mutual agreement, opportunities for additional income through defined clinical activity may be made available. Clinical service should be limited to a maximum of six weeks of call, or six weeks clinical service, or one half day/week ambulatory care clinics.
  • Funding by the department will generally be partial, the balance being provided, through mutual agreement, from other sources which may include sections, industry (through agreements with the department meeting departmental guidelines for industry relations: see Relationships between the Department of Internal Medicine and Health Related Industries and Relationships Between the Pharmaceutical Industry and Internal Medicine Residents), fellowships, competitive awards from external agencies, hospitals or their affiliated foundations, or the regional health authority. A lesser amount may be given for clinical training where they are already receiving funding from sources other than the department.
  • In accordance with the Terms of Reference for the Research and Faculty Development Committee, the annual budget (as advised by the Managing Director) should not be exceeded.


Return of Service Requirements

Unless waived by the Department Head, it is expected that on completion of their extended training, an individual will be given an academic appointment and will provide two years of full-time service for each year of faculty development support.


Review

Research Path - Those with Research Protected Time

New faculty with protected research time will meet with the Research and Faculty Development Committee, as soon as possible, once they begin their full-time academic appointment. At this meeting, they should prepare a brief (maximum two pages) outline which includes the following:

  • Research area
  • Research plan
  • Names of two possible mentors (content mentor and a career mentor, which cannot be their section head)
  • Goals and milestones for year 1, 2 & 3

This allows the committee an opportunity to provide the best possible support so that new faculty members are able to start off successfully.

18 Months after joining faculty

An interim review should be submitted by the individual’s Section Head within 18 months of their academic appointment.

36 Months after joining faculty

The member will be given a full review by the department’s Research and Faculty Development Committee within 36 month of their academic appointment.


Clinical Path - Those with Specialized Clinical Training

New faculty returning with enhanced clinical skills will meet with the Senior Advisory Committee, as soon as possible, once they begin their full-time academic appointment (or earlier if possible). At this meeting, they should prepare a brief (maximum two pages) outline which includes the following:

  • Clinical area
  • Plan for utilizing and implementing their specialized clinical skills
  • Names of two possible mentors (content mentor and a career mentor, which cannot be their section head)
  • Goals and milestones for year 1, 2 & 3

This allows the committee an opportunity to provide the best possible support so that new faculty members are able to start off successfully.

24 Months after joining faculty

An update should be submitted by the individual’s Section Head to the Senior Advisory Committee within 24 months of their academic appointment.


Key Timelines for All Candidates

Annually in September: Applications for potential candidates are completed by the Section Heads and sent to the Managing Director.

Research path candidates will be presented to the Research and Faculty Development Committee during the regularly scheduled meeting.

Clinical path candidates will be presented to the Special Committee.

One year from start date of program: Status and progress of trainees will be monitored by the responsible Section Head. At a minimum this should include an annual update report from the training supervisor to the Section Heads who presents to the appropriate committee.


Related articles

Related articles:

Research and Faculty Development Committee