Why Join the DHM Family

Information for Potential New Faculty

Our Division is excited to potentially have you join our family! We are proud to beimage of signs that says we want you an inclusive hospital medicine division that strives toward: 1) providing the highest quality care for the patients we serve and 2) offering the tools/skills and cultivating an environment that allow our faculty and staff to thrive. We strongly believe that the two are inter-linked, and are continuously improving to meet these goals.

There are likely a variety of reasons you are considering during your job search. We’d like to highlight several reasons why we know that our Division is a very special place that values all individuals with different career interests and backgrounds.

Faculty Development and Mentorship

Division of Hospital Medicine Faculty Development and Mentorship

group pic of DHM team The mission of our Faculty Development and Mentorship program is to help faculty thrive by providing support and resources to advance their career and find purpose, fellowship, and joy in their work. The program is multi-faceted and consists of the following components:

First Year Faculty Program: All new hires and academic fellows participate.
  • New Faculty Bootcamp: ½ day event across all three UCSF hospital medicine groups SFVA, ZSFG, and UCSF Health) 

  • Stanford Faculty Development Teaching Course: Fall seminar series covering key principles of effective teaching 

  • Mentorship Program: Interest Matched with an Interest/Peer Mentor and a Career Faculty Mentor 

  • A Closer Look Series: A six part monthly series with Divisional leaders exploring key topics and scholarly domains 

Early to Mid-Career Faculty Development Program: 
  • Mentorship Program: Continue 1:1 meetings with faculty in years 2-5 in addition to annual career planning meeting, Mentoring Council 

  • Leadership Development Workshop: Week-long workshop series for faculty and staff focusing on core principles of self-awareness, communication, and change management 


Weekly DHM Monday meetings, monthly Grand Rounds, Visiting Professor Program, Cases and Conundrums conference

Diversity, Equity, and Inclusion:

DEI Grand Rounds, Co-Programming with the Social Medicine Core, Tea House Series

Annual Faculty Retreat:

Team building activities and strategic planning 

Point-of-Care Ultrasound Training:

With a commitment to keeping up-to-date with evolving technology in medicine, we offer a structured program to credential providers for use of ultrasound in daily medical care  

UCSF School of Medicine Faculty Development 

  • DEI Enact Training: All UCSF faculty and staff are offered this training to ensure a diverse, equitable, and inclusive environment for learning, discovery, and clinical care. This free training includes education on implicit biases and microaggressions, coaching in skills related to addressing these issues, and training in how to apply thoughtful, active listening and empathy.  

  • UCSF School of Medicine Faculty Mentoring Program: The resources and programming opportunities offered here enhances our Division’s internal mentorship program. Individuals can find more information on the promotions process at UCSF, which is more inclusive and values individuals with clinical and academic interests that are outside the traditional academic sphere of peer-reviewed publications and research.  

  • Teach for UCSF Program: These workshops are designed to build capacity in faculty and learners as educators and educational scholars. There are multiple tracks to choose from, including General Teaching, Simulation Teaching, Teaching for Equity and Inclusion, Teaching Quality Improvement and Patient Safety, and others. 

Division of Hospital Medicine Welcome and Onboarding

The purpose is to provide all of our new hires and fellows a very warm welcome to our Division and complete clinical and academic onboarding. Social events are organized and academic hospitalist faculty and fellows are paired with an Individual Welcome Ambassador in addition to the DHM mentorship program.

Protected Academic Time

All academic hospitalist faculty have 22% time (out of a 100% position) protected from clinical activities to develop their academic interests. Although the exact amount of time this equates out to varies based on an individual’s clinical activities (e.g. working more nights vs. working fewer nights), for most academic hospitalist, this is about two to three months of unscheduled time in an individual’s clinical calendar. This time can be spent attending any of the excellent faculty development opportunities listed above, meeting with potential mentors, working on projects, developing and delivering teaching materials, and anything that the individual deems as promoting their academic interests. 

Junior Faculty Diversity Award

This award is designed to support new junior faculty in our Division by providing additional 15% academic salary support in the first two years (on top of the above mentioned 22% protected salary) to focus on any facet of hospital medicine of interest to the candidate, such as quality improvement, medical education, research, informatics, social medicine, or clinical excellence. The individual may choose to focus on issues of diversity, equity, and inclusion, but are not required to do so.  

School of Medicine Dean’s Diversity Fund

The UCSF School of Medicine Dean’s Diversity Fund was established in 2015 to support the recruitment and retention of faculty who share the university’s commitment to diversity and our belief that we have the responsibility to care for underserved and vulnerable populations. The awards provide faculty with three-year, $75,000 per year support to develop their academic interests, as well as pursue activities that contribute to the community. The awards are named after Professor John A. Watson, a champion for diversity and an inspiring mentor and scientist. During his tenure as dean of admissions in the 1970s, he rapidly increased the number of women and minority students in the entering medical school classes. Since the fund's inception, the UCSF School of Medicine has supported 60 Watson Scholars representing 21 of our 28 departments. 

Faculty Discretionary Funds 

Depending on which track faculty are hired for (academic vs. clinical), faculty are provided annual discretionary funds that can be spent on CME courses, travel to conferences, and purchasing materials or equipment that contribute to academic and clinical work. The annual amount varies depending on the state of our budget each year. 

Data Core, Project Tracker, and Incubator

Although these DHM programs are outside of the faculty development program, all three help to support faculty and staff to be successful in academic projects. We heard from junior faculty about the challenges in designing a robust project with an evaluative plan, accessing data, and analyzing data sets, and built our Data Core and Project Tracker system to help address these needs. The DHM Incubator serves as a collaborative environment that promotes scholarship for UCSF trainees and faculty and has been proven to be an invaluable peer feedback forum.   

Clinical Opportunities 

graphic of patient and doctorAcademic and clinical faculty provide care to a diverse population of patients at three UCSF Health sites at Parnassus, Mission Bay, and Mt. Zion, as well as at our affiliate site, Dignity-St. Mary’s Medical Center. Please visit our Clinical Services page to learn more about the wide variety of clinical services we proudly staff at UCSF Health.  

  • Clinical Coaching Program: We are proud to present the Clinical Coaching Program this year, an additional support for first-year faculty interested in developing their clinical skills (e.g., clinical reasoning, disease management, reflection) by working with a designated coach to discuss management questions/concerns, and reflect on communication and equity issues related to patient care. 

Diversity, Equity, Inclusion and Belonging (DEI-B) 

We believe that it is critical to create a space of belonging for each and every provider in our division, asimage of hands well as the learners with whom we interact. There are many opportunities to become involved in DEI-B initiatives in DHM, as well as spaces to find support and wellness. 

  • DHM Women’s Council: Recurring meetings to discuss issues surrounding women in medicine, and find support from colleagues  

  • DHM Anti-Racist Task Force: A task force dedicated to discussing anti-racist strategies and policies within our division and beyond  

  • Internal Medicine Residency Diversity Committee: An opportunity for each DHM member to participate as mentors and support systems to our diverse residency program 

  • DHM Social Medicine Core: A group of hospitalists and staff who are committed to raising awareness about the social determinants of health that affect patient care, and creating patient advocacy practices on multiple levels to promote change 

  • DHM Newsletter: A monthly newsletter that not only provides updates from division leadership, but also celebrates the achievements of DHM providers and staff, and provides monthly DEI-B pearls for hospitalists 

  • DHM Happy Hour: Regularly scheduled happy hours to socialize with other DHM members outside of the professional setting 

  • DHM Well-Being Committee: A committee devoted to developing events for the division where we can come together and practice well-being, from volunteering at local food banks to participating in cooking classes on Zoom! 

Teaching Opportunities 

image of medical suppliesThere are ample opportunities to participate and contribute to undergraduate, graduate, and post-graduate teaching as DHM faculty. The time spent on teaching activities outside of clinical work is funded by protected academic time, and many DHM members have been successful in obtaining funded education leadership roles in the School of Medicine, Internal Medicine Residency Program, fellowship programs, and Continuing Medical Education. Click here to learn more


  • Academy of Medical Educators: The Haile T. Debas Academy of Medical Educator's (Academy or AME) core value is supporting the people who advance the education mission of UCSF by fostering an organizational culture that values education and accelerates advances in teaching and learning to improve health with an emphasis on community, diversity, advocacy, service, and innovation. 

Living in San Francisco and the Bay Area 

San Francisco and the Bay Area is a breath-takingly beautiful, diverse, and inclusive region that offersImage of painted ladies excellent indoor-outdoor living and year-round activities that match a wide-range of interests. Living in the Bay Area is expensive, and UCSF has proactively responded to the rising cost of living through the below programs. 

  • UCSF Faculty Housing: The focus of the Faculty Housing program is to provide below market rental rate housing for the recruitment and retention of UCSF faculty members. There are several options available, including the newly opened Mt. Zion housing. 

  • Landed Mortgage Program: Landed’s program accelerates the timeline to home ownership for UCSF employees. UCSF employees can receive down-payment support to purchase a home, up to $120,000 (up to 15% of the home’s value). In exchange for the down-payment support, Landed shares in the equity gain (or depreciation loss) at the time sold, refinanced, or when the mortgage term ends.  

  • Public Student Loan Forgiveness Program: UCSF faculty are eligible to participate in the Public Service Loan Forgiveness (PSLF) program offered by the US Department of Education. PSLF offers forgiveness on the remaining balance of your Federal Direct Loans after 120 qualifying monthly payments while employed at least full-time at a 501c3 tax exempt non-profit or US government organization. The remaining debt still owed would be cancelled and would also be tax-free. 

  • Faculty Salary: Faculty salary in the University of California is based on the level of academic appointment (“X” component of salary) and the Department of Medicine negotiated additional compensation (“Y” component of salary). UCSF Health is committed to ensuring that faculty are paid at levels commensurate with national benchmarks and is making progress towards raising salaries, primarily by raising the “Y” component. There is usually an annual 2-3% cost of living adjustment (COLA) that is applied to faculty salaries as well. 

  • Pre-tax Commuter Benefits: Tax savings by allowing UCSF employees to set aside tax-free money to pay for eligible commuting expenses like public transit and parking. 

Family Life 
  • Family Friendly Policies and Resources: In addition to UCSF-wide policies, the Department of Medicine provides paid parental leave (12 weeks paid) and has an innovative lactation return to work policy that provides the necessary time and facilities for lactating individuals to pump at work. For instance, DHM’s lactation policy reduces the total patient census cap to 1 less patient on the Goldman service for all lactating individuals.  

  • My Family @ UCSF: A resource hub to find information on campus child care centers, elder care resources, sitters/back-up care/home help, and programming activities. 

    cartoon image of people and pets