2023-2024 Office for Faculty Year in Review
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Office Mission: To advance and inspire growth, excellence and community among the faculty of Duke
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At the heart of our work in the Office for Faculty is a desire for each faculty member to have a sense of professional vitality. Throughout the 2023-2024 academic year, we honed our focus on programming, policies, and support to improve organizational culture and make Duke a better place for faculty to thrive. Our restorative justice, mentoring, and professional development programs sought to increase a sense of community and connection. Promotion and tenure and professionalism activities pushed the needle toward increased transparency and accountability for our shared values. And our leadership coaching initiatives aim to support our current and developing leaders throughout their leadership journeys. We know that there is much work to be done. As we head into the 2024-2025 academic year, we will be looking for ways to use our strengths as an office to respond to current challenges, maintain our commitment to equity, adapt our professional development offerings to stay responsive and wide-reaching, and build on our foundational work to address workforce well-being. We cannot do this work alone and look forward to sustained collaboration with so many of you.
Fondly,
Mara Becker, MD, MSCE, Vice Dean for Faculty
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Restorative Justice as a Framework for Workforce Well-being |
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Completed a 1-year pilot program co-sponsored by The Duke Endowment and the Offices for Faculty and Equity, Diversity, and Inclusion
- Convened a Restorative Justice (RJ) core of practitioners from campus, the Health System, and the School of Medicine to train and mentor 28 new restorative justice facilitators in the continuum of restorative practices
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Following classroom training, program participants incorporated restorative activities within their units and met monthly to share challenges, best practices, and to offer peer mentorship
- As of June 2024, 65 activities for 532 faculty/staff encounters were carried out
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A mixed methods evaluation led by Karen Steinhauser, PhD and Laura Fish, PhD, MPH is assessing feasibility, acceptability, and potential to scale
- Early analysis explored potential opportunities for individual and institutional culture change, including opportunities to shift toward restorative approaches to addressing harm and restoring community
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Early results presented at RJ Symposium in June 2024
- Office for Faculty incorporated restorative practices throughout our work with faculty, including using community building circles at New Faculty Orientation and in cohort-based leadership development programs.
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“I really appreciate, not just the additional tools that this has provided for me, but how it has challenged the fundamental thinking that we traditionally have around like what repair and restoration and addressing harm looks like.”
-RJ Pilot Program Participant
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Pilot program findings to be summarized in a white paper in fall, 2024
- Convening institutional stakeholders to determine next steps for scaling RJ within the school
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Appointments Promotion and Tenure (APT) |
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Developed and refined an extensive revision of the School of Medicine (SOM) non-regular rank (NRR) faculty appointment titles framework, received School and University approval of updated non-regular rank faculty appointment titles, including final BOT approval in May 2025. New appointment titles are to take effect January 1, 2025. New framework:
- defines requirements and expectations of faculty for a NRR title
- aligns NRR titles with School and DUHS roles, responsibilities, and oversight
- conveys relationship with Duke Health via titles
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recognizes critical roles and contributions of NRR faculty
- Reorganized and updated the APT website to improve navigation and access
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Authored and posted new policy, process, and guidance documents on a newly developed controlled access (SharePoint) section of the APT site including:
- requirements for regular rank faculty appointment
- regular rank faculty appointment APT checklist
- DMR reference guide for hiring new faculty.
- Updated template verbiage for all new faculty offer letters (templates housed on the DMR site)
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Partnered with Office for Equity, Diversity, and Inclusion to create analytics tools useful to report and assess faculty by race, gender, and time in rank by department
- Required the first annual department APT EDI reports, reflecting composition and actions of the department APT committees and analyses of faculty by race, gender, and time in rank
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Held educational sessions for faculty across multiple departments regarding APT and APT expressions of scholarship
- Selected Joan Dupont, PhD, to be the new SOM APT Director. Joan is a 15-year Duke employee who most recently has been responsible for APT in the Department of Medicine.
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National workshop presented at the AAMC National Learn Serve Lead meeting with requested follow up webinar:
- Professional Development workshop offered at Duke:
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- Completion and submission of JEDAI manuscript
- Deployment and implementation of the NRR framework, including conversion of existing faculty to new titles
- Approval and posting of multiple policy and process documents
- Tenured faculty transitions, formal date of promotion, emeritus appointments, faculty appointments for VA physicians, faculty appointments for APPs
- Development and implementation of SmartSheet APT Promotion Dossier Management System
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In academic year 2023-2024, the Office's faculty development programming supported more than 320 faculty from 23 different departments across the basic and clinical sciences. This is a 62% increase from FY 23, due in part to increased school-wide offerings.
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School-wide Professional Development Events |
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Our suite of cohort-based leadership development programs remains central to our faculty development offerings. Programs promote leadership skill development and contribute to the formation of peer networks. Each program provides differentiated learning experiences catered to the unique needs of the audience. In addition to connecting with Duke internal experts, participants also hear from outside speakers including Vincent Pellegrini Jr., Marquita M. Qualls, PhD, and Sharon Hull, MD, MHS, PCC.
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ADVANCE UP provides unique enrichment activities focused on experiences of underrepresented racial and ethnic faculty.
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ALICE targets mid-career women faculty with programming designed to address the widely known gender gap in mid to senior leadership roles.
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DCLP offers emerging clinical leaders insight into health system operations and strategy.
- LEADER empowers early career researchers to effectively lead their own research teams.
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* Includes one participant from the Pratt School of Engineering
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The image above contains a table with data. Access to data in excel document format is available here.
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| - Returned to in-person 2-day format
- Partnered with Vice Dean for Basic Sciences to continue offering tailored pathways for basic scientists and clinicians
- Added new content on restorative practices and well-being
- Strengthened collaboration with departments to encourage participation and ensure programming is meeting their needs
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External Professional Development Scholarship Pilot |
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To facilitate broader access to national professional development programs, the Office for Faculty piloted external professional development scholarships. These scholarships provide partial support to offset the cost of attending select external programs focused on broadly applicable leadership and career development skills.
In academic year 2023-2024, 8 scholarships were awarded to SOM faculty.
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| The image above contains a table with data. Access to data in excel document format is available here.
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| - Provided several advanced mentor trainings on topics including:
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The image above contains a table with data. Access to data in excel document format is available here.
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Collaborating with the National Research Mentoring Network (NRMN) and the Center for the Improvement of Mentored Experiences in Research (CIMER) to introduce "Culturally Aware Mentoring" training to the Duke community in the coming year.
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Leadership Recruitment and Support |
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Leadership Searches Underway |
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Vice President of Development
- Chief Research and Technology Information Officer
- Vice Dean of Education for SOM
- Chair of Radiation Oncology
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| Support for Duke SOM Leaders |
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New integrative coaching process for senior leaders has been fully implemented. Highlights:
- Updated 360 assessment and leadership competencies
- Executive coaching sessions to support the development of a leadership development plan in response to departmental reviews and 360 assessments
- Leadership group coaching pilot for Division Chiefs co-sponsored by the Department of Pediatrics and the Office for Faculty partnered with Duke Social Science Research Institute to evaluate the impact
- 8 pediatric division chiefs participated
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Curriculum followed strategic leadership pathway developed and facilitated by Mira Brancu, PhD, CEO of Towerscope
- Results showed increased leadership self-efficacy across all skills and attitudes measured
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Group coaching results presented by Kathleen Bartlett, MD and Mara Becker, MD, MSCE, at the Pediatric Academic Society meeting, Toronto, CA, May 2024.
- National Workshop presented at the AAMC Group of Faculty Affairs meeting on the integrative coaching process for leaders at session entitled: Institutional Perspectives for Assessing Department and Department Chair Performance at AAMC Group on Faculty Affairs meeting, July 16, 2024, New Orleans, LA
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Expand Leadership Group Coaching to include two cohorts of division chiefs from across the clinical departments in fall 2024
- Publish internal Leadership Hiring Toolkit - a resource repository to guide search committees through effective leadership searches
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Continued to foster connection and collaboration with departmental leadership and institutional offices including Human Resources, Office of Institutional Equity, Office of Audit, Risk and Compliance, Office of Counsel, and others to manage complex and highly confidential faculty professionalism cases across the SOM.
- Ongoing collaborations with the Duke Health Office of Employee Experience to offer support for faculty across Duke Health
- Metrics developed and managed for Basic Science Chairs and Center Directors to promote commitment to professionalism and accountability.
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Work with university committees and provost’s office to revise and update policies and practices related to faculty professionalism
- A taskforce (launched in summer 2024) has been developed to assist in the development of the Professionalism Advisory Council (PAC). Led by Greg Sawin, MD, MPH, PAC will:
- Serve as a consultative body to provide guidance and support to SOM Department, Center and Institute leaders on faculty professionalism-related issues
- Include departmental leaders with interest in faculty professionalism, as well as institutional representatives with responsibilities related to professionalism
- Incorporate a restorative approach to management of professionalism concerns, including opportunities to repair relationships following challenging situations
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- Plan to recognize Dean’s Staff Award winners at the 2025 annual spring faculty celebration
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Increased Engagement and Communication with Faculty |
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Planning opportunities for faculty to learn appropriate use of social media and tools for communicating impact.
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We bid a fond farewell to Annette Whitesell, retired APT Director, whose leadership and dedication in the APT office for over 15 years have been invaluable. Her contributions have significantly advanced our mission, and she will be greatly missed.
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Congratulations to Kyle Nunn who served as the Program Coordinator in the Office for Faculty for the last five years. We are excited to see him in his new role as Assistant Director on the Strategic Events team for Duke Health Development & Alumni Affairs.
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Thank you to Cathleen S. Colon-Emeric, MD, FACP, MHS, who stepped down from her role as the Associate Dean for Research Mentoring. She is now leading a multisite PCORI comparative effectiveness trial and participating as an Executive Leadership in Academic Medicine (ELAM) Fellow this year.
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Ann Brown, MD, MHS transitioned from Associate Dean for Faculty Professionalism to Professor Emeritus of Medicine. She remains a valued collaborator for the Office for Faculty and now offers 1:1 executive coaching through her private business.
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