Prevention instead of remediation: changing the nature of faculty development.
This article suggests preventive measures for the elimination of continuous and costly faculty development remediation programs. Directors and deans may consider clear and reinforced communication of expectations, appropriate selection and hiring practices, identifying mentors, creating suitable role models, encouraging collaborative networks, and offering incentives as faculty motivators. The success-oriented faculty member should actively adopt effective preventive measures against failure by seeking continuous appraisal, formulating goals, arranging for a planned positive socialization process, and documenting achievements.
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School of Rehabilitation Medicine, University of British Columbia, Vancouver, Canada.
D000288:Administrative Personnel; D005178:Faculty / Q000592:standards; D005260:Female; D006801:Humans; D007587:Job Description; D008297:Male; D008611:Mentors; D009042:Motivation; D009937:Organizational Objectives; D012576:Schools, Health Occupations / Q000458:organization & administration*