Faculty Development Summit

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The Faculty Development Summit will convene faculty development stakeholders from across OHSU School of Medicine departments and institutes for a day of peer-to-peer learning, discussion, discovery and planning.

There are many departmental level efforts in faculty development, and there is a good chance that your department is approaching faculty development in a way that is unique.

Whether meticulously designed and researched, or informal in their original formation, faculty development efforts that have a proven track record of success or offer lessons for other departments are worth sharing.

Summit information

By the end of this activity, participants will be able to: 

  • Identify partners in a FD community of practice.
  • Define opportunities for cross-departmental collaboration in FD efforts.
  • List barriers and opportunities for faculty development programming.
  • Construct an inventory of highlighted faculty development efforts.
  • Generate metrics for evaluation of faculty development programs.
  • Participate in strategic planning for SoM faculty development efforts.

The primary audience for the Summit are Department Chairs and Vice-chairs for Faculty Development, Department Promotion and Tenure Committee Chairs/Champions, and other faculty or staff responsible for planning and administering faculty development initiatives and supporting faculty members’ career development.

We also welcome current or prospective faculty (residents, Ph.D. candidates, graduate students) who are interested in learning more about how faculty development is being supported across OHSU.

We are aiming to host a summit that will highlight different approaches to supporting faculty in most of the following domains of faculty development:

  • Mentorship – E.g., How departments provide mentors to faculty and the types of targeted mentorship programs available.
  • Promotion and Tenure – E.g., How faculty’s readiness for promotion is reviewed, and the process for clearly communicating timelines and expectations. How departments provide review of promotion and tenure packets and offer support in finding letter writers.
  • Leadership Development – E.g., Internal leadership development programs that are offered, how departmental funds are earmarked for leadership development activities offered at OHSU and beyond, and the support services or training provided to aid in the successful transition to leadership positions.
  • Onboarding and Orientation – E.g., The ways in which departments go above and beyond standard OHSU onboarding.
  • Professional Development and CME – E.g., How departments allocate funds/time to allow faculty to seek professional development, and the implementation of innovative or adult-learning centered approaches to providing CME.
  • Well-being, Work-life Integration and/or Passion Projects – E.g., Ways in which faculty are supported in their in efforts to manage clinical burden with other obligations, support for faculty pursuing their interests outside of their clinical/research responsibilities, and resources that are made available to maintain personal and financial wellness.
  • Anti-racism and Diversity, Equity and Inclusion – Approaches to all of the above should hopefully be designed with an anti-racism or DEI lens, and those that demonstrate such are more likely to be featured. Additionally, we are interested in highlighting departmental efforts to engage faculty in DEI work by, for example, increasing faculty awareness of racial and gender disparities, teaching best practices and supporting equitable program design.

The summit will be an one-day, in-person event, to be held in the OHSU Auditorium (Old Library) on Marquam Hill, with remote participation options available.

After an initial opening address on the state of faculty development in the School of Medicine, there will be a series of lightning round presentation sessions, immediately followed by panel Q&A and discussions.

Each session will focus on one domain of faculty development. Presenters will give a 10-minute pitch on either their current approach to supporting faculty in that domain or a planned approach to supporting faculty in a given domain. Each session will feature up to five presentations.

The aim was to select presentations in an effort to provide a balanced mix of small and large departments, while also highlighting departments who have already begun to measure outcomes from their initiatives or who have identified a problem or gap for which they have designed and implemented a new approach and have a plan in place to measure outcomes. We also hope to highlight presenters whose departments are actively addressing diversity and inclusion and supporting equitable program design.

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