Analyzing AAMC Faculty Forward Survey: Part II

Throughout the month of February, the Office of Faculty Affairs and Leadership Development hosted a series of town halls to share results from the 2016 AAMC Faculty Engagement Survey. This week, we are taking a closer look at the reported average workweek, mentoring, and burnout.

If you missed last week's news item, read it here.

Basic Science and Clinical Faculty Report Similar Hours per Week

The average workweek reported by full-time faculty members did not vary significantly between Basic Science and Clinical Departments. However, the allocation of hours spent in each mission area were predictably different.


Performance Feedback and Mentorship

Faculty agree that receiving regular feedback about their job performance is important (81%), and they were generally satisfied with how frequently their unit head offered feedback to them (80%).

  • 62% of faculty indicated that having a formal mentor at the UNC SOM was important to them.
  • 83% indicated that they were satisfied with the quality of mentoring received.
  • 77% indicated the feedback received from their unit head is generally useful.
  • 52% of faculty indicated they would use a mentor for career planning and guidance. Other responses included learning the ropes in medical school (21%), getting started with research (19%), establishing non-research scholarship (18%), and professional networking (35%).

Symptoms of Burnout

With our continued commitment to the quadruple aim, we also asked respondents to rate their level of burnout.


A number of wellness initiatives exist to support faculty and staff, including the Mayo Well-Being Index, a brief, anonymous, online tool that evaluates multiple dimensions of stress. For more information on wellness resources please visit

Looking Ahead

Each of the above findings were of particular interest, as we think about the kind of offerings available through the Office of Faculty Affairs and Leadership Development. Over the past year, we have been rolling out a variety of new resources to support faculty (including the new faculty orientation; wellness initiatives; appointments, promotion, and tenure workshops; mentoring support for departments; and others), and these data help us to better refine these resources to be more responsive to faculty needs.

As always, faculty input is welcome; direct comments or inquiries to Lauren Westervelt, Assistant Director for Faculty Affairs and Leadership Development (

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