• Create a regular forum for discussions of work-life integration
• Establish programs targeted toward work-life integration
• Invite family members to select Department events to encourage a family-oriented culture
• Establish citizenship and service components of your Department bonus structure
• Consider time spent on all four areas [clinical, research, education, and administration] in annual performance reviews
• Include faculty in Department strategy and finance discussions
• Create a regular forum for faculty to present preliminary grant ideas at Department meetings
• Create a Department diversity committee to consider the needs of diverse Department members
• Conduct annual salary reviews across gender, race/ethnicity, and rank

• Ensure that junior faculty have multiple mentors across clinical, research, teaching, work-life
• Ensure that junior faculty have multiple mentors across rank
• Consider cross-Division or cross-Department mentorship programs
• Provide opportunities for cohorts of junior and mid-level to meet with one another over lunch and dinner
• Conduct regular assessment of your mentorship program

• Use Department meetings for specific skills-building activities for all faculty (e.g., leadership skills, managing teams, public speaking, conflict management)
• Ensure regular dissemination information related to the A&P Process for junior and mid-level faculty
• Appoint a specific point person for faculty development in your Department
• Use grand rounds as an opportunity for junior faculty to make connections
• Fund seed grant programs for junior faculty

Radhika, a full professor on the MCL line, just celebrated her 63rd birthday. She still loves seeing patients, teaching residents, and publishing. Her husband, Ravi, who had a successful career as a high-technology executive, just completed a succession plan for his company and announced that he would retire at the end of the year – he hopes to write a book about the future of Cloud Computing. Radhika and Ravi sit down to discuss their future – should Radhika retire too? Even if she wanted to retire, can they really afford it? What about healthcare coverage? Radhika is also not sure she is prepared to go from her full schedule to no work. Could she retire and still continue doing research?

Solutions

• Retirement should be discussed with Department leadership. For an initial consultation, contact Ellen Waxman
• Review Stanford’s Retirement Checklist
• Review Senior Faculty Transitions Retirement information