Overview

The UCSF Tech Leadership Development Program (formerly known as the IT/CS Development & Mentorship Program, or IT/CS DMP) is a year-long program that combines classroom learning with a one-to-one mentoring relationship to develop our Clinical Systems (CS), Information Technology (IT), and Health Informatics (HI) staff. Our goals are to foster a culture of collaboration across CS, IT, HI, and our partners, tie the work we do to UCSF’s mission, support our high performers, and nurture future leaders.

The program is run by a committee of CS, IT, and HI leaders with experience in staff development and mentorship. The UCSF CS, IT, and HI leaders own the program so that it represents each organization. The committee selects a cohort of 20 staff and matches them with technology leaders.

The mentoring pairs agree on their goals and expectations and meet at least once a month. Mentors help their mentees learn about UCSF CS, IT, HI and our connection to the UCSF mission, explore development and career opportunities, and provide support and encouragement. The mentees also meet once a month with a moderator and a presenter to learn about different areas of UCSF and to learn valuable professional skills. Finally, mentees will work on a team project, which they will present at the end of the program. Most teams spend approximately one hour per week on this project over the last four months of the program.

Executive Sponsors

Eligibility

To be eligible for the program, potential mentees must meet the following criteria:

  • Be a UCSF Health CS staff member (in a group that reports up the Vice President, Clinical Systems) or a UCSF IT staff member (in a group that reports up to the UCSF Chief Information Officer) or a UCSF Health Informatics staff member (in a group that reports up to the UCSF Health CHIO)
  • Have completed their probation period, or be in a position that doesn't require a probation period
  • Have at least 1 year of service at the time the program starts
  • Have at least a 50% career (type 2) appointment
  • Have at least a satisfactory or meets rating on their most recent performance evaluation
  • Be in career tracks grade 17-27 or equivalent
  • Commit to minimum participation of 3 hours per month for 12 months
  • Have supervisor's support to participate

Mentors should be respected CS, IT, or HI leaders with a strong interest in staff development, and be committed to the UCSF mission. We strongly encourage senior technologists, managers, and supervisors to apply to be mentors.

Mentee Application Process

Eligible staff members submit an application explaining why they want to participate in the program, what they can bring to the program, and what they hope to get out of the program. Applicants are encouraged to describe their commitment to UCSF and the mission, citing specific actions and examples where appropriate. Applications are reviewed by the committee, and mentees are selected on the merits of their applications and the balance they bring to the year’s cohort.

Please see the sample questions to prepare for the application. The mentee application for the class of 2022 will open in spring of 2022. Please stay tuned.

Mentor Application and Match

Once the mentee cohort is selected, the committee shares the resumes of the potential mentors with the mentees. Mentees meet potential mentors at the mentee/mentor mixer and interview potential mentors one-on-one. At the end of the interview period, both mentees and mentors rank their top choices. The committee pairs mentees and mentors using the highest mutual match. Mentees are guaranteed a mentor, but not all mentors are guaranteed a mentee.

Mentors will not be matched with mentees within their direct chain of command. For example, the Director of Customer Service will not mentor someone in their chain of command, but a manager in one area of Customer Service (e.g., Service Desk) can mentor someone in another area of Customer Service (e.g., Desktop Engineering).

The mentor application for the class of 2022 will open in spring of 2022. Please stay tuned.

Mentoring Agreement and Relationship

Once matched, mentees and mentors draft and sign a mentoring agreement. This agreement outlines the mentee’s professional development needs, the pair’s mutual goals and expectations for the mentorship period, the venue and frequency of their meetings, and communications. The pair returns the signed agreement to the committee within 2 weeks of match and checks their progress quarterly.

If a mentor leaves CS, IT, or HI during the program, the mentee will be given the choice of selecting a new mentor or participating in the program the following year (without having to reapply) with a new mentor.

Tech Leadership Development Program Purpose Statement

The Tech LDP exists to: 

  • Foster engagement among UCSF’s technical workforce. 
  • Create access and opportunity for leadership development designed for the technical workforce. 
  • Explore leadership as a concept, and as a practice, and support participants as they develop their own approach to leadership. 
  • Develop specific skills and knowledge required of effective leaders within the UCSF environment. 
  • Deliver value back to the organization through the development of excellent leaders. 

Program Target Audience 

  • IT, Clinical Systems, Health Informatics, Telehealth staff
  • Career appointments, grades 17-27 
  • Possessing drive and desire to grow as leaders and contribute to the mission of the organization
  • Proto-leaders, new leaders, or leaders new to the organization

Program Objectives 

  • Explore personal strengths and develop an understanding of how these relate to leadership and the development of strong teams.  
  • Consider and develop their own personal relationship to leadership including motivations for leading, as well as personal leadership values and how to embody them. 
  • Expand knowledge of technology management frameworks, including Lean, Agile, and ITSM. 
  • Become better acquainted with the structure and strategic objectives of UCSF as a whole 
  • Explore potential career paths and opportunities. 
  • Grow their professional network.

Develop specific skills, including:

  • Public speaking 
  • Problem identification and resolution 
  • Effective listening 
  • Navigating a diverse landscape 
  • Effectively providing and receiving feedback 
  • Creating and leading effective teams 
  • Effective situational communication 

Be challenged to growth leadership attributes, including: 

  • Confidence  
  • Courage 
  • Self-awareness  
  • Flexibility 
  • Inclusivity  
  • Empathy 
  • Resourcefulness 
  • Creativity