Office of Faculty Affairs

  • Mentoring Structure

    For optimum effectiveness, faculty mentoring must be instituted at the departmental level. Each department is encouraged to structure a faculty mentoring system that fits the particular needs of the faculty and department. The Office of Faculty Affairs can assist departments in this effort by providing:

    • Guidance on the development of a successful mentoring program
    • Resources on successful mentoring Other assistance as identified

    The mentoring process should include:

    For New Faculty

    • Orientation to the merits, benefits, structure and expected outcomes of the mentor relationship.
    • Determination of the qualities the mentee would consider most desirable in a mentor.
    •  Encouragement to commit to a formal mentoring relationship for at least one (1) year.

    For Senior Faculty:

    • Senior faculty should be invited to serve as mentors based upon the recommendations of the Department Head and/or Division Director.
    • Prospective mentors should be selected based on skills, expertise, interest and qualities they would prefer in a mentoring relationship.
    • Senior faculty should be encouraged to commit to a formal mentoring relationship for at least one (1) year.

    Whatever the level of involvement, the critical ingredient in an effective mentoring relationship will be the willingness of senior faculty mentors to be available for new faculty, and the willingness of junior faculty to accept the support and guidance offered.

    Match Criteria

    1. Criteria and recommendations individualized to the Department
    2. Background information shared by mentor/mentee
    3. Interests, likes, preferences of mentor/new faculty (mentee)
    4. Perceived mentor/mentee strengths
    5.  Flexibility in changing unsuccessful mentor/mentee matches
    6. To ensure that the mentoring process is working, at least a minimal monitoring system must be established.