Mentoring of Black Graduate and Medical Students, Postdoctoral Scholars, and Early-Career Faculty in Science, Engineering, and Medicine Proceedings of a Workshop (2022) / Chapter Skim
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6 Program Models and Best Practices
6 Program Models and Best Practices
Pages 49-60
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From page 49... ...
. • An Individual Development Plan provides a way to set, account for, and revise professional goals (Dr.
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HAROLD AMOS MEDICAL FACULTY DEVELOPMENT PROGRAM Ms. Ardery described the Harold Amos Program supported by the Robert Wood Johnson Foundation.
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Building community also aids scalability, she stressed, because scholars do BOX 6-1 Harold Amos Program Results Of the approximately 325 alumni as of October 2020: • Greater than 80 percent have remained in academic medicine • 8 deans or presidents • 103 full professors • 81 associate professors • 62 assistant professors • 2 current and 1 former National Institutes of Health director • 18 in private practice, 13 in industry (in research) • Several presidents of societies • 2 state secretaries of health • 1 MacArthur "genius grant" recipient, astronaut, and person whose life story was optioned by Brad Pitt SOURCE: Nina Ardery, Workshop Presentation, December 8, 2020.
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The program at MSM included coaching in grant writing and other supports, such as a Collaboratory that consists of a Slack platform to engage investigators with each other and with coaches. A recent article published in PLOS One details the results across NRMN and found the 22 percent success rate exceeded the 2016–2018 success rate for new R01s (Weber-Main et al., 2020)
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Cobb/NMA, AAMP, and MSM scholars have access to the Journal of Racial and Ethnic Health Disparities, networking and coaching support through the NRMN, access to clinical trials GCP training, and participation as site principal investigators. Outcomes looked at will include grant submissions to NIH and foundations, scholarly presentations at national meetings, and peer-reviewed publications.
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COMMONWEALTH FUND FELLOWSHIP IN MINORITY HEALTH POLICY AT HARVARD UNIVERSITY Dr. Reede recalled conversations at Harvard in the 1990s that recognized the need to involve more minorities in policy making and leadership positions to narrow health disparities.
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These elements provide role models, make pathways transparent and accessible, provide real work exposure, and examine the written and unwritten rules of success in action. A "mentor posse" is developed so that each fellow has multiple mentors such as alumni, faculty, the CFFHU advisory committee and administrators, underrepresented minority leaders, health system leaders, and discipline leaders.
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Sy et al., Asian American Journal of Psychology, 2017.
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Reede said that CFFHU clearly shows there are minority individuals who have the potential, desire, and talents to move into leadership positions to create change. The issue is how to identify, nurture, and support them not just at one point in time, but also as they move forward across their careers.
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Ajijola said. Founded in 1995 by Linda Demer, M.D., Ph.D., and Alan Fogelman, M.D., it is designed for physicians interested in an investigative research career, allowing coordination of clinical specialty training with an advanced research program leading to a graduate degree.
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Twelve percent of current trainees and 10 percent of graduates self-identify as an underrepresented minority. STAR is now developing a model for postgraduate medical trainees to increase underrepresented minority representation in physician-scientist careers.
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2020. Grant application outcomes for biomedical researchers who participated in the National Research Mentoring Network's Grant Writing Coaching Programs.
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