Department of Pathology

Resident Mentoring Program


The Graduate Medical Education environment is well-suited to the institution of a mentorship program. The pairing of residents with learned faculty mentors helps developing physicians to maximize their potential and to reach professional and personal goals. Research in business, law and nursing fields has shown that mentoring leads to higher levels of career satisfaction and a higher rate of promotion in mentees, especially if implemented early in a person’s career. Montefiore Medical Center’s Pathology department recognizes the beneficial effects that a mentor program can engender. The faculty mentor serves as a guide, role model and an advocate for the resident mentee. Our goal is to provide residents with a positive, supportive environment in which they can explore and refine career goals with the guidance of experienced faculty members. The mentor program is a tool for monitoring and promoting resident career goals, research productivity, professionalism and personal growth.

Program Structure:

  • Keeping in mind that a key to a successful mentor program is enthusiastic participation.  
  • Each resident will be paired with one faculty member mentor. Residents should provide their faculty mentor with copies of updated CV and research publications. Residents and faculty mentors should establish early on in the relationship a mutually-agreed frequency of meeting and set of goals for the relationship.
  • Residents will be asked about career interests and faculty mentor preferences at the end of each academic year. Residents will complete a self-reflective essay to the mentor at the end of each academic year to assess the year’s progress and pinpoint future goals.
  • Pairing of mentors and residents will take into consideration career goals, interests, and faculty availability.
  • Faculty members will be assigned one resident per academic year.
  • The program recognizes that as a person’s career interests evolve, they may need to change to a more appropriate mentor. Their current mentor can serve as a guide in choosing a mentor who will be more tailored to their career goals.  
  • In the case of more than one senior resident with similar career interests requesting the same mentor, the decision to accept an additional mentee is at the discretion of the faculty mentor.
  • Proposed changes in mentor assignment must be communicated to Dr. Hébert, the program director’s office and all interested parties for approval. This ensures adequate documentation of mentorship relationships.  
  • The program director will discuss the mentorship pairing with the resident at the bi-annual resident review meetings.
  • A quarterly evaluation form will be completed by both the mentor and mentee as a way to monitor the perceived usefulness of the mentorship program. The evaluation will also serve as an impetus to regularly schedule faculty-resident meetings on at least a quarterly basis. This evaluation form is intended to be used as a tool to monitor the program and implement improvement strategies. This is not intended to be an individual evaluation of either mentors or mentees. The evaluation will be submitted to the program director’s office via the New Innovations web site on a quarterly basis.
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