The Residency Program Committee for the Orthopaedic Training Program at McMaster University is proud to announce the new Mentorship Program. The success of this program will lead to a strengthening of the relationship between orthopaedic surgeons and trainees, and aid in conflict resolution, career planning, and lead to an overall positive morale amongst residents and staff. Below are a list of weaknesses identified on other mentorship programs, followed by a detailed list of the strengths and objectives of the MacOrtho Program.
Weaknesses observed in other mentorship programs:
- no leadership
- no administrative support
- not a primary priority of the residency program
- random mentor and mentee pairing
- pairs remain constant for duration of residency
- no flexibility in changing mentors
- no objectives
- no documentation of meetings or progress
- no avenues for mentee support or conflict resolution
- no feedback
Strengths and Objectives of the McMaster Mentorship Program:
1. Leadership role of mentorship program director by Dr. Ben Deheshi, with support from the Residency Program Committee (RPC).
2. Administrative support by Roxanne Ashbee, current Orthopaedic Surgery program coordinator who is familiar with residents and faculty.
3. The mentorship program was implemented by Dr. Brad Petrisor, Program Director, and Dr. Michelle Ghert, Associate Program director and fully supported by the RPC.
4. The mentor and mentee pairing process is based on a survey of individual residents and their subspecialty interests.
5. There will be a junior, senior, and chief mentorship pairing. PGY-1 residents will be assigned a mentor suited to their subspecialty interests at the time. At the beginning of PGY-3 year, they will be assigned a new mentor as their subspecialty interest evolves. The chief residents will have the option to choose their mentors based on their fellowship plans and subspecialty interest.
6. Given the importance of mentorship influence in residency, if there are issues between a mentor or mentee, arrangements will be made to switch mentors to allow for a positive experience, and the specific issues will be addressed on a case by case basis by the Mentorship Program Director, in collaboration with the RPC.
7. A detailed list of objectives to be met will be provided to the mentors. Details of discussions between the mentor and mentee will remain confidential.
8. A minimum of 3 meetings per year (every 4 months) are to be documented by the mentors and both parties signing a checked objectives list. Additional meetings would be encouraged, but don’t require documentation. Meetings will be scheduled and objective forms will be sent via WebEval.
9. The mentors should provide contact information to mentees for easy access during times of crisis, acting like a “support line” at times of need. The mentors should also take the responsibility of helping their mentee with social or academic conflicts and setbacks when appropriate.
10. Mentees will be given feedback evaluations, which will be kept confidential, but will be used to evaluate the mentors and the mentorship program by the mentorship program director. Feedback evaluations will also aid in providing better mentorship support for future residents.
In summary, the role of the mentor should be similar to that of a parent or an older sibling. The mentor should act as a role model for the resident, while providing him/her with guidance during the personal and professional challenges of residency training. The mentors are also taking responsibility for their individual resident mentees and are encouraged to get involved in resolving conflicts and issues the resident may face during his/her training. This process prevents the “falling through the cracks” of resident concerns and focuses attention on the education and training of each individual resident.
Documents of Importance to be a successful mentor
Mentorship Director Description
Objectives for Mentorship
Faculty Development Courses
Article: Mentoring The Pharos