Faculty of Medicine

Foster a Culture where Health, Wellbeing and Resiliency are Promoted

Ecosystem of Collaboration

Ecosystem of Collaboration


We will foster a culture where health, wellbeing and resiliency are promoted across our enterprise.

We will develop a comprehensive Faculty Wellness Program that engages our clinical, rehabilitation science and basic science sectors, and collaborates with our TAHSN partners. In addition, we will develop a Faculty Professional Values Program that relates to faculty wellness.

We will review and update current policies and procedures relevant to promoting faculty wellness and professional values. We will utilize technology to ensure access to wellness and professional values resources for faculty. Technology will also enable us to collect data and adopt a QI approach to these endeavours.

The Team

Decanal Sponsor: Lynn Wilson

Key Collaborator(s)

  • Julie Maggi

Working Group Members:

Janet Bodley, Obstetrics & Gynecology; Shelley Dev, Medicine; Giuseppe Papia, Surgery; Carol-Anne Moulton, Surgery (participation to be confirmed); Anaesthesia (TBD), Family and Community Medicine (TBD), Tony Pignatiello, Associate Dean, Health Professions Student Affairs; Psychiatry (TBD); Bonnie Kirsh, Occupational Science & Occupational Therapy; Rita Kandel, Chair, Lab Medicine & Pathology; faculty member LMP (TBD); Leah Cowen, Chair, Molecular Genetics; faculty member MolGen (TBD), Ari Zaretzky, VP Education, SHSC; Brian Hodges, Executive VP Education and CMO, UHN (participation to be confirmed); Joy Albuquerque, Medical Director, Physician Health Program, OMA

Staff Support: Meera Rai (project management), Diana Crozier (EA)

The Action Plan

Strategies:

  1. Develop a leadership role and comprehensive strategy to advance health, wellbeing and resilience across the Faculty
  2. Build on comprehensive Faculty survey data to create a set of metrics and programs that support a culture of wellness
  3. Create tangible opportunities to reward professionalism and health-supporting behaviours from Faculty leaders
  4. Explore a joint FOM/TAHSN shared equity and wellness initiative that will support faculty and be integrated with learner and staff initiatives

Steps:

Year 1:

  1. Conduct a comprehensive literature review of faculty wellness programs and visit/speak with North American institutions with best practices
  2. Build on comprehensive Faculty survey data, the literature, and other programs to create a set of metrics
  3. Develop options and make recommendations to the Dean for an ongoing Faculty Wellness Program
  4. Create a community of practice around research and KT in the area of faculty wellness
  5. Develop a proposal for a Professional Values Program in relation to faculty wellness, and in collaboration with the Learning Environment Working Group
  6. Hire a Faculty Professional Values lead for the FOM
  7. Hire a Faculty Wellness Education Researcher for the FOM 8. Hire a research associate to support faculty wellness and professional values initiatives

Year 2:

  1. Create and evaluate wellness and professional values programming for FOM faculty.
  2. Make recommendations for reporting on wellness and professionalism activities in annual reviews of Chairs and Vice Deans
  3. Make recommendations for seed funding to support research and innovation in wellness, resilience and professional values
  4. Develop recommendations for awards for faculty for activities impacting wellness and professional values
  5. Make recommendations for advancement support for wellness activities
  6. Make recommendations for a joint FOM/TAHSN shared equity and wellness initiative that will support faculty and integrate with learner and staff initiatives.

Timeline

Mid-January: First meeting of the Faculty Wellness WG; hiring of Faculty Wellness Education Researcher; development of job description for a Faculty Professional Values Lead

Mid-February: Confirm leadership and membership of Wellness Action Teams (data and QI; local and external scans; professional values; wellness literature review)

Mid-March: Development of work plans by Wellness Action Teams; hiring of Faculty Professional Values Lead

End-March: Second meeting of the Faculty Wellness WG to review/discuss the Action Teams’ work plans

Mid-April –Mid-November: Implement Year 1 work plans (Action Team meeting schedules TBD)

Mid-June and End-September: Third and fourth meetings of the Faculty Wellness WG to review progress-to-date of Wellness Action Teams and to make recommendations for early programming with respect to wellness and professional values

Mid-November: Fifth meeting of Faculty Wellness WG to review Year 1 actions and achievement of goals and to refine plans for Year 2

Metrics:

Below are proposed eventual program outcome and process metrics. (Note that these are initial ideas, and the final metrics will be dependent to some degree on the program structure and activities that are decided upon by the Faculty Wellness WG.)

  • Faculty wellness scores over time (if we can integrate a validated instrument into the ‘Voices Of’ surveys)
  • # of wellness/professional values consultations to departments with regards to developing local programs
  • # of wellness and professional values events
  • # of faculty participating in wellness events
  • # of faculty participating in professional values events
  • # of faculty accessing online resources
  • Faculty satisfaction with wellness and professional values events
  • # of departments with faculty wellness leads
  • # of departments with professional values leads
  • # of peer support contacts
  • Metrics related to leadership development/evaluation