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One of our first project at the Office for Senior Faculty Affairs (OSFA) was a listening tour across the MGH department chairs to learn what issues they thought a newly formed senior faculty office should tackle. Below are a few commonly raised topics and insights:
- There was widespread consensus for bringing increased focus to senior faculty needs, concerns, and representation—in other words, for having an OSFA. Many chairs noted the untapped potential of senior faculty to contribute unique expertise and insights in mentoring, career-building, and clinical/research practice.
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A frequently raised topic was the particular needs of mid-career faculty rising to senior levels: How to build the needed skillset and a portfolio of leadership experiences? Readiness—or not— for Professor promotion? How are Professor of Clinical X promotions being reviewed?
- Another consistent theme was the challenge for senior faculty leaders transitioning out of leadership positions. Leadership turnover is a good and necessary process for bringing fresh ideas and opening opportunities to rising (and potentially more diverse) mid-career faculty. But few senior faculty leaders have a defined transition plan and many hesitate to transition out because of uncertainties regarding their post-leadership careers.
- Chairs also pointed to the lack of knowledge and resources on the nuts-and-bolts of partial or full retirement. What happens to salary and benefits? Can faculty keep their HMS title, library access, and email?
- And, finally, the sensitive topic of senior faculty with concerns about declining cognitive, procedural, or interpersonal skills. How do faculty really know when they are not performing at the required level? How can retirements be managed with the proper respect and gratitude for a career of service?
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