The Duke Department of Medicine (DOM) has launched a new initiative designed to promote inclusive opportunities for career advancement for administrative professionals. The Duke Administrative Career Advancement Program (DACAP), spearheaded by Pamela Keels, administrative director for Hematologic Malignancies & Cellular Therapy and Medical Oncology and Beth Lassiter, director of Human Resources, provides clear pathways for professional development, focusing on creating opportunities for administrative support staff within the Duke School of Medicine and Duke Health Integrated Practice (DHIP).
"We’ve seen how successful career development programs are for our clinical and research staff. It became clear that administrative professionals deserve the same level of support and recognition,” said Keels, highlighting the driving force behind DACAP. “Our goal with DACAP is to ensure that these talented individuals, who are the backbone of our department, have the tools to grow and thrive."
Building a Foundation of Mentorship and Training
DACAP launched with a 10-member planning group and a cohort of 9 mentors who guide participants through their development. Mentors are pivotal in the program, providing personal guidance and helping participants navigate their career paths. As part of the program, each participant engages in monthly meetings with their mentor and undergoes training, including the Certificate of Executive Administrative Professionals (CEAP) program, which builds upon existing courses from Duke Learning and Organizational Development.
"We wanted the mentorship aspect to be a cornerstone of DACAP," explained Lassiter. "The relationships that are built between mentors and mentees are invaluable. They offer a space for participants to learn, share experiences, and support each other’s personal and professional growth."
To ensure mentors are fully equipped to guide their mentees, mentors receive regular training from Duke’s Learning and Organizational Development team. Marjorie Siebert plays an instrumental role in preparing these mentors, helping them cultivate the skills necessary to support the program’s participants effectively.
Expanding Horizons with Shadowing Opportunities
One of the most distinctive elements of DACAP is the inclusion of shadowing opportunities. Through this feature, participants have the chance to observe and learn from professionals in various administrative specialties across the institution. Whether in finance, human resources, or other fields, this hands-on experience allows participants to broaden their knowledge and explore new areas of interest.
"If someone loves being an administrative assistant and wants to excel in that role, we absolutely support that," Keels noted. "But for those curious about other areas, shadowing provides an opportunity to see other career paths up close.
For example, an administrative assistant at Level 7 might shadow an executive assistant supporting a department chair or explore a potential path into Graduate Medical Education by shadowing a coordinator. "These experiences allow participants to expand their horizons and see how their skills can be applied in different ways across the institution," said Keels.
Addressing Retention and Equity
The development of DACAP was driven, in part, by an increasing awareness that administrative staff often leave their roles due to a lack of advancement opportunities. Studies show that younger generations, particularly Millennials and Gen Z, are motivated by the prospect of growth and development in their careers. When they don’t see these opportunities, turnover rates tend to rise.
"DACAP addresses this issue head-on," Lassiter explained. "By providing structured career advancement, we’re hoping to retain talented staff and avoid the costs associated with recruitment and training new hires. It’s an investment in our people and our future as a department."
Moreover, DACAP is closely aligned with Duke’s diversity, equity, and inclusion (DEI) values. "This is one of the first staff-led, staff-focused DEI initiatives in the Department of Medicine," Keels pointed out. "We want to create an inclusive environment where every administrative professional has an equitable chance for advancement, whether they are clinical or non-clinical, and regardless of their role."
Scaling for the Future
As DACAP continues to evolve, its leaders are looking ahead to make the program a permanent and scalable part of Duke’s administrative structure. By embedding this program into the institution, Keels and Lassiter hope to ensure that new administrative staff are aware of these development opportunities from the outset rather than relying on supervisors to communicate them.
"Not every supervisor has the time or capacity to fully engage with each staff member’s development, and that can create unequal opportunities," Lassiter said. "DACAP helps level the playing field by making career advancement opportunities more visible and accessible for all."
Keels emphasizes the long-term vision for DACAP: "We want this program to be something that administrative staff know is available to them—something that’s built into the fabric of how Duke supports its employees. Our goal is to create a sustainable system that fosters growth for everyone."
As the pilot program unfolds, DACAP has already begun to transform the professional landscape for administrative staff at Duke. "Ultimately, we want to empower our staff to bloom where they’re planted," Keels concluded. "Whether they stay in their current roles or explore new opportunities, we want to provide the resources and support they need to succeed."