The training year begins with a needs assessment of the fellow’s training needs and goals for the year. This will include a conversation with the fellow’s internship director in order to better understand the needs of the fellow transitioning into postdoctoral training, as well as a self-evaluation. Goal setting meetings will occur within the early supervision meetings between the fellow and supervisors and an individualized fellowship plan will be created.
For year-long rotations, supervisors will complete formal written evaluations of the fellow’s progress every semester, both at the mid-point and end of the semester (4 evaluations total). For minor (6-month rotations), supervisors will complete written evaluations at the mid-point and end of rotation (2 evaluations total). Meetings will be scheduled between the fellow and supervisors to discuss the evaluations and to set goals for the upcoming semester. The goal of this frequent feedback is to address any issues in a timely manner to allow the fellow to make modifications early. Also, the meetings will allow opportunity to identify areas to extend skill development.
Fellows will complete evaluations each semester on each supervisor and provide feedback to the supervisor or director. This feedback is very important to help the supervisors tailor their training strategies to the needs of the fellow. At the end of the training year, fellows will complete a program evaluation and evaluation of the training director.
Our training program has clear due process and grievance procedures in place. Fellows will be expected to review our procedures on the first day of the year and indicate that they understand and are in agreement with the policies. The goal of our due process and grievance procedures is to be able to address concerns in the early stages with clear plans for remediation to address any problem areas.
