Mentorship has long been a critical element of faculty development. Historically, new faculty reached out to senior faculty within their department to get support on career growth. While some departments and research offices offer training tools or additional support, the ad hoc nature of these relationships means they are largely unstructured. As a result, early-career faculty have varying experiences and support networks.
Now, chief research officers (CROs) are increasingly aware that faculty do not always receive the mentorship and support they need from their department. This is particularly worrisome, as competition for funding has increased (as has the complexity of the process to secure grant funding). This impacts new faculty career development and ultimately affects faculty members’ ability to develop research opportunities.
This resource is part of the Build a Comprehensive Faculty Research Development Program Roadmap. Access the Roadmap for stepwise guidance with additional tools and research.
This resource outlines the ten components of effective research mentorship programs that all CROs and research offices should consider. Explore the components below or download the full study to learn more.
Focus on specific groups of faculty that might struggle to find a good mentor within their department. Read more.
A defined time frame ensures a structured environment and clarifies the level of commitment. Read more.
An application requirement ensures mentee buy-in and commitment to the program.
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