Embedded Files
Fall 2019
1. Dr. Yiyan Li. Shaihai Jiaotong University.
PostDoc Resources
OPA: OPA's goal is to help NC State postdocs achieve meaningful careers after their postdoctoral training. We encourage you to point your postdoc to the career exploration and development resources we have available on our webpage. Many of these resources center around the postdoc's creation of an Individual Development Plan (IDP) that allows them to chart out the steps they need to take to reach their career goals. Read more about the IDP's effectiveness here. While an IDP can take many forms, the key essence of one is laying out a plan for training and growth. We hope that you talk openly with your new postdoc about your expectations for them in their current role. In addition, we hope you are receptive to conversations your postdoc may have with you around various opportunities (which may extend beyond their postdoc job duties) they would like to pursue to further develop themselves while at NC State. Having and documenting this conversation around training and work expectations early will make completing the annual performance review (typically completed in June/July each year) of your postdoc(s) easier. You might even want to use the annual performance review worksheet (see also our performance planning worksheet) as a template to outline expectations. There are many resources available through OPA, the Graduate School, and other campus organizations to enhance your postdoc's career & professional development. A list of resources postdocs have access to can be found here.
Resources for NC State Postdoctoral Scholars: https://docs.google.com/document/d/1pxeG5t8DWsPVm1ZWZGc0XANgZS3AETHLTaHjWcQV9dY/edit
Post doc review
all postdocs should have yearly performance review meetings with their supervisor(s) in June of each year. This process should be documented using one of our two approved forms (your choice): Base review form for postdocs, Performance planning worksheet for postdocs and their supervisor(s). The performance planning worksheet is more detailed and more actively incorporates the postdoc’s voice in the process. In either case, both you and your postdoc should work to complete your sections of your preferred form before meeting to finalize it. So, please share the form you will be using in the process with your postdoc well in advance of your meeting.
You should submit the completed review form, endorsed by both the postdoc and you to your department and/or college (as appropriate) HR representative to place in the postdoc’s employment file by JUNE 30, 2020.
If your postdoc's position began on or after April 1, 2020, they are exempt from this year’s annual review. The Office of Postdoctoral Affairs (OPA) understands that the current remote work situation may require you to have your postdoc performance review meeting remotely this year. We encourage you to use Zoom or other platforms to schedule a one-on-one virtual meeting with each of your postdocs to discuss their performance from the July 2019 - June 2020 period as well as their training plan for the coming July 2020 - June 2021 period. OPA has developed a guide to effective postdoc mentoring plans, which you may want to reference before meeting with your postdoc for their performance review. OPA would like to emphasize that the evaluation and planning process for each year should be a two-way conversation between you and your postdoc where you can review your postdoc’s productivity and work from the past year, convey your expectations and goals for this coming year, and have your postdoc express their personal training and career development goals for the coming year. For more, please refer to our career development resources for postdocs webpage. By laying out a comprehensive set of expectations for both parties, you and your postdoc can stay accountable to your roles and commitments. Mentoring is multilayered and we hope you know that you don’t have to be the only mentor for your postdoc. OPA is here to help and can recommend additional career mentors for your postdoc, if needed.
Developing an Effective Mentoring Plan for Your Postdoc
As part of the annual review process for NC State postdoctoral scholars, the Office of Postdoctoral Affairs (OPA) strongly recommends faculty develop and review a mentoring plan with their postdoc(s) in addition to assessing their job performance.
All postdocs should have yearly performance review meetings with their supervisor(s) in June of each year using one of our two postdoc review forms.
Either as part of this process or, ideally before their arrival, you should set expectations for your postdoc for the coming year and how you will support them in their training via a mentoring plan (now required for NSF grants supporting postdocs).
The 2 primary features of any mentoring plan should be:
(1) professional development, including research development, which helps the postdoc become a productive and independent researcher
(2) career development, which provides guidance and resources for identifying and achieving the next career milestone
So, a mentoring plan needs to be both focused on your postdocs’ current skill development AND preparing them for a future career of the postdoc’s choosing: academic or otherwise.
Ideally, your mentoring plan will be developed with the postdoc’s assistance and input. The postdoc could draft the initial version of the plan and discuss it with you during the yearly performance review process. Ideally, this plan should help the postdoc obtain the Core Competencies outlined by the National Postdoctoral Association.
Planning & Proposing Training:
You can reference various opportunities available at NC State to assist your postdoc in their career & professional development. The Graduate School offers programming focused on teaching & communication, faculty career preparation (including the faculty application process), & industry career preparation.
Additional links & resources: OPA webpage for Faculty & HR resources; Mentoring Plan Guidance from the National Postdoctoral Association; NC State Office of Postdoctoral Affairs’ Career Development Resources; Example Mentoring Plans; Compact between postdocs & mentors
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