Onboarding Postdocs You Advise
When a postdoc you advise first arrives to campus, you should:
- Arrange to meet with them soon after they arrive. You should also try to introduce them to colleagues and locate their lab, office, or other work areas relevant to their position.
- Ask the postdoc to meet with your units Human Resources Administrator to:
- complete relevant employment paperwork, remembering to bring identification such as their driver’s license, passport, or birth certificate;
- obtain their University of Minnesota (UMN) identification number and their Internet ID, which they’ll need for University e-mail and other information systems;
- complete forms needed to obtain keycard access to their building;
- inform them of any other department-specific procedures and offer to answer any questions they might have.
- Encourage the postdoc to enroll in the appropriate University benefits plans.
- For International Postdocs Only: all immigration-related issues for the University of Minnesota employees and students are handled by the International Students and Scholars Services (ISSS). Their office is located at:
ISSS
190 Hubert H. Humphrey School
301 19th Avenue South
Minneapolis, MN 55455
[email protected] | (612) 626-7100 - Stress the importance of obtaining a U Card. Postdocs will retrieve their first U Card at the U Card Office in Coffman Memorial Union. They will need to bring with them official picture identification (passport, driver’s licence, et.c). For a full list, please visit the U Card Office website.
Best Practices in Postdoctoral Advising
Meaningful advising is critical to the success of postdoctoral scholars as they develop their original research ideas and achieve greater professional independence. Advising the next generation of scholars is also part of a faculty member’s responsibility to their field, and is central to the University’s mission of training future leaders across disciplines.
For suggestions on how to build and maintain healthy and productive relationships with the postdocs you advise, from Laying the Foundation for a Successful Advisor-Postdoc relationship to Cultivating an Atmosphere of Trust and Respect, click here.
Compact Between Postdoctoral Appointees and their Mentors (AAMC, 2017)
Addressing Implicit Bias in Search and Selection Processes
Search and selection (including hiring, admissions, scholarship selections, fellowship selections, and tenure and promotion processes) has a significant influence on the climate and culture of the University of Minnesota. Because these decisions bring together many perspectives, experiences, and values, cultivating awareness and skills for bridging differences is essential to equitable and effective search/selection committee outcomes.
This workshop explores how implicit and unexamined biases can influence evaluation and decision-making in hiring and selection processes. Grounded in research and dialogic engagement, participants will examine how cognitive shortcuts and institutional norms can narrow perspectives and limit whose qualifications and contributions are recognized.
The session emphasizes shared responsibility and practical strategies for strengthening inclusive, rigorous, and transparent selection practices that support excellence and belonging for all.
Learning Outcomes:
- Recognize how implicit bias and structural dynamics can shape hiring and selection decisions
- Identify and practice strategies to interrupt bias and support equitable, evidence-based decision-making
- Practice dialogic approaches that foster trust, accountability, and shared understanding for search/selection committees
- Utilize resources and promising practices to strengthen inclusive search and selection processes
Register for an upcoming session here
Handling Conflict
Interpersonal conflict, while often unwelcome, is the inevitable byproduct of a dynamic, complex, resource-constrained workplace. Unaddressed conflict can substantially reduce the happiness, engagement and productivity of those affected - yet most lack any training in how to address conflict effectively. If conflicts arise in your work with postdocs, the Office of Conflict Resolution serves all system campuses and is a neutral, independent office. The Office’s services, with very limited exceptions, are entirely confidential. University policy prohibits retaliation against any employee for using the conflict resolution services of the OCR.
OCR services include:
- Consultations
- Facilitated Dialogues
- Mediation
- Formal Dispute Resolution through a Peer Hearing Process
Learn more about OCR services.
Excellence in Postdoctoral Advising Award
In recognition of the central role that postdoctoral advising plays at the University, the Office of Postdoctoral Initiatives recognizes up to two faculty members each year for Excellence in Postdoctoral Advising. Awardees receive $250 and are recognized during National Postdoctoral Appreciation Week.
A call for nominations for the 2027 Award will be announced Spring semester 2027. Learn more about nominee eligibility and selection criteria and view past awardees.