“Moving the Science Forward”: Faculty Perceptions of Culturally Diverse Mentor Training Benefits, Challenges, and Support

This study applied social exchange theory to examine 74 faculty members’ perceptions of culturally diverse mentor training activities at 10 undergraduate institutions in the early stages of implementing grant-funded interventions focused on determining the most effective ways to engage and retain racially diverse students in biomedical research.

Climate Surveys of Biomedical PhD Students and Training Faculty Members in the Time of Covid

In July 2020, four months into the disruption of normal life caused by the Covid-19 pandemic, we assessed the institutional climate within the School of Medicine. Voluntary surveys were completed by 135 graduate students in 11 PhD-granting programs and by 83 members of the graduate training faculty. Several themes emerged. PhD students work hard, but the number of hours spent on research-related activities has declined during the pandemic. The students are worried about the pandemic's impact on their research productivity, consequent delays in their graduation, and diminished future job prospects. Many late stage PhD students feel they do not have adequate time or resources to plan for their future careers. Symptoms of anxiety and/or depression are prevalent in 51% of the students, based on answers to standardized questions. Most students report they have strong mentoring relationships with their faculty advisors and like their programs, but they identify to a lesser extent with the medical school as a whole. Faculty think highly of their graduate students and are also worried about the pandemic's impact upon productivity and the welfare of students. Students are interested in access to an Ombuds office, which is currently being organized by the medical school. Moving forward, the school needs to address issues of bias, faculty diversity, support for mentor training, professional development, and the imposter syndrome. We must also work to create a climate in which many more graduate students feel that they are valued members of the academic medicine community.

Investigating educative mentoring for provisionally certificated teachers in the New Zealand primary school

<p>The Guidelines for Induction and Mentoring and Mentor Teachers were published in 2011 by the New Zealand Teachers Council. The Guidelines signalled a shift from what had been an induction programme based on advice and guidance to one that involved educative mentoring. These guidelines were developed to support the provision of nationally consistent, high quality, and comprehensive support for provisionally certificated teachers (PCTs). This qualitative investigation used an interpretative case study approach to describe what educative mentoring looked like in three New Zealand primary schools. Data were gathered using an online survey, interviews, recorded meeting and analysis of documents. The findings were that mentors and provisionally registered teachers had differing levels of understanding of educative mentoring. While mentors espoused using educative mentoring components (Education Council of Aotearoa New Zealand, 2015a, pp. 25-26) this did not appear to be happening in practice. This suggests the need for mentor training if educative mentoring is to become embedded. Mentors need training to understand what educative mentoring really means. In particular the elements of deconstruction (describing, analysing, and discussing evidence) and co-construction (setting new personal goals) were missing to some degree in each relationship investigated. The process of induction and mentoring is to develop practice and ultimately for the provisionally registered teacher to attain the Practising Teacher Criteria. However this study revealed that the developmental process of practice appears to be more focused on meeting the Practising Teacher Criteria than developing understanding through the setting of personal goals.</p>

Investigating educative mentoring for provisionally certificated teachers in the New Zealand primary school

<p>The Guidelines for Induction and Mentoring and Mentor Teachers were published in 2011 by the New Zealand Teachers Council. The Guidelines signalled a shift from what had been an induction programme based on advice and guidance to one that involved educative mentoring. These guidelines were developed to support the provision of nationally consistent, high quality, and comprehensive support for provisionally certificated teachers (PCTs). This qualitative investigation used an interpretative case study approach to describe what educative mentoring looked like in three New Zealand primary schools. Data were gathered using an online survey, interviews, recorded meeting and analysis of documents. The findings were that mentors and provisionally registered teachers had differing levels of understanding of educative mentoring. While mentors espoused using educative mentoring components (Education Council of Aotearoa New Zealand, 2015a, pp. 25-26) this did not appear to be happening in practice. This suggests the need for mentor training if educative mentoring is to become embedded. Mentors need training to understand what educative mentoring really means. In particular the elements of deconstruction (describing, analysing, and discussing evidence) and co-construction (setting new personal goals) were missing to some degree in each relationship investigated. The process of induction and mentoring is to develop practice and ultimately for the provisionally registered teacher to attain the Practising Teacher Criteria. However this study revealed that the developmental process of practice appears to be more focused on meeting the Practising Teacher Criteria than developing understanding through the setting of personal goals.</p>

Share the Care: Study Design, Implementation, and Baseline Participant Characteristics of a Peer Mentoring Program to Improve Outcomes for Informal Caregivers of Homebound Individuals with Advanced Parkinson’s Disease (Preprint)

BACKGROUND Homebound individuals with advanced Parkinson’s Disease (PD) require intensive caregiving, the majority of which is provided by informal, family caregivers. PD caregiver strain is an independent risk factor for institutionalization. There are currently no effective interventions to support advanced PD caregivers. Studies in other neurologic disorders, however, have demonstrated the potential for peer mentoring interventions to improve caregiver outcomes. In the context of an ongoing trial of interdisciplinary home visits, we designed and piloted a nested trial of caregiver peer mentoring for informal caregivers of individuals with advanced PD. OBJECTIVE To test the feasibility of peer mentoring for caregivers of homebound individuals with advanced PD and to evaluate its effects on anxiety, depression, and caregiver strain. METHODS Single-center pilot study of 16 weeks of caregiver peer mentoring nested within a yearlong controlled trial of interdisciplinary home visits. We recruited 34 experienced former or current family caregivers who completed structured mentor training. Caregivers enrolled in the larger interdisciplinary home visit trial consented to receive 16 weeks of weekly, one-to-one peer mentoring calls with a trained peer mentor. Weekly calls were guided by a curriculum on advanced PD management and caregiver support. Fidelity to and satisfaction with the intervention were gathered via biweekly study diaries. Anxiety, depression, and caregiver strain were measured pre- and post-mentoring intervention at Home Visits 2 and 3. RESULTS Enrollment and peer mentor training began in 2018, and 65 caregivers enrolled in the overarching trial. The majority of mentors and mentees were white, female spouses or partners of individuals with PD, and mentors had a mean of 8.7 years of caregiving experience (SD 6.4). Thirty-three mentors were matched with at least one mentee. Mentoring concluded in late 2020, with data analysis underway. CONCLUSIONS This is the first study of caregiver peer mentoring in PD and may establish an adaptable and sustainable model for disease-specific caregiver interventions in PD and other neurodegenerative diseases. CLINICALTRIAL ClinicalTrials.gov NCT03189459; http://clinicaltrials.gov/ct2/show/ NCT03189459.

Anti-Racism Education and Training for Adult Mentors Who Work With BIPOC Adolescents

Racism and White supremacy culture shape the experiences of youth and adults in mentoring programs, which is detrimental to the development of BIPOC youth. The aims of this paper are to a) show why anti-racism training and education for adult mentors is necessary for promoting the positive development of BIPOC youth and b) offer a framework for anti-racist education and training for mentors. We review research showing how mentors’ attitudes about race, ethnicity and culture can harm their relationships with BIPOC youth and research on general mentor training, anti-racism training for mentors, and general diversity and anti-bias training in the workplace. Crossing disciplinary boundaries to inform developmental science, we draw upon critical mentoring, culturally relevant and sustaining pedagogy, and ethnic/racial identity frameworks, and propose four components for anti-racist education and training for mentors: a) acknowledging, confronting, and interrupting racism, b) facilitating youth critical consciousness, c) supporting positive identity development in youth, and d) mentors and mentees as active agents and partners. At the foundation of these pillars is decentering and interrupting Whiteness and youth as co-constructors of knowledge. We offer suggestions for future research and practice in anti-racism training for mentors, which also have implications for youth-adult relationships across settings.

Participants’ perceptions of a residency teaching certificate program: the quality, impact and benefits

Background: Currently, there are no accreditation requirements for pharmacy resident teaching certificate programs (RTCPs) but rather suggested guidelines and documents for individual programs to follow. RTCP curriculums are often “handed-down” from past personnel and vary based on individual interpretation. Quality improvement may be overlooked when programs do not report to governing bodies. Objective: The primary objective of this quality improvement project was threefold: 1) to identify past RTCP participants’ perceptions regarding program seminars, activities, and requirements; 2) to determine the short-term and long-term impact on participant careers and interaction with learners; and 3) to improve the program to meet participants' needs. Methods: A 25 item Qualtrics survey was sent to 93 past pharmacy residents who completed the RTCP. Delivery of the survey was confirmed to 89 previous residents. Participants provided consent and were given 12 days to complete the survey. Data was collected and coded by the research team independently. Results: The participants hold positions in a variety of roles, with 68.3% of participants currently holding a non-academia position. The top five most beneficial activities during the RTCP were: giving a large room lecture, facilitating small group learning, developing test questions, delivering professional CE, and meeting with their teaching mentor. Most seminar topics were beneficial to residents during the RTCP, with over two-thirds of the topics (n=23) found beneficial by at least 90% of the participants. A total of 92.9% of respondents said that the most beneficial aspect of having an assigned mentor was the teaching advice and feedback provided. Conclusions: The perceptions and beliefs of past RTCP participants were obtained regarding how beneficial the programming, activities, and mentorship offered were during and after RTCP completion. Quality improvement ideas from this work include redistribution of time in seminars compared to hands-on activities, the adoption of tracks or concentrations within the RTCP, and the creation of mentor training and development.

“A brain to pick, an ear to listen and a push in the right direction” (John C. Crosby)

This paper provides the context and background to a ‘Student Peer Mentoring’ scheme that was co-created with students and piloted within the Business Faculty in University of Greenwich. We reflect on sharing this experience at the annual SHIFT1 conference on Teaching, Learning and Assessment and the lessons learned that will support the further development of this scheme. Key themes that arose were around the value of mentoring to support first year students and the benefit for mentors in terms of their own self confidence and development as evidenced by their contribution to SHIFT. Lessons learnt were the need to provide more guidance to mentees in preparation for mentoring and providing supervision support to mentors to allow them to reflect on issues that arise out of mentoring. Our complex approach to evaluation was challenged given the small numbers of numbers of mentors and mentees. We concluded that qualitative evidence gives enough support for the success of this scheme. It is planned to provide mentor training to all students on a voluntary basis leading to enhanced peer relationships and support.