| Radiology |
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| Surgery 1 |
Mentorship program for junior entry-level faculty with a midcareer boost; includes mentors from other departments, affiliates, and even outside HMS Wellness Committee offers free coaching, but mostly as a component of remediation Promotion adviser available for faculty 2 full-time employees available to write promotion letters, letters of recommendation, and help with grants
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| Surgery 2 |
Engage trainees in academic efforts early in their careers: Departmental faculty mentor trainees through a Clinical Scholarship Program and Surgical Program in Innovation, which allow for scholarship to advance for faculty as well; expectations of accountability are built into the program Strong clinical research infrastructure that includes coordinators and biostatisticians, with guidance provided around protocol development and research training: Facilitating Innovative Research and Surgical Trials Program
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| Ophthalmology |
Harvard-wide Ophthalmology Mentoring program: each promotable faculty has 2 mentors assigned; mentors and mentees sign a contract to meet regularly Encourage faculty to attend the HMS leadership course and national leadership courses within ophthalmology societies Harvard-wide retreat, which often has a theme of wellness and how to promote this across the workforce Wellness Committee
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| Emergency medicine |
2 faculty members each year participate in the affiliate’s leadership program 1 female faculty member each year participates in a separate leadership development program for women 6 faculty in entry-level leadership positions are mentored by senior departmental leaders in an Emerging Leaders Program, which offers coaching, mentoring, and readings Every individual has a senior mentor and is mentored by the division or section chief
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