Professional and personal skills development are supported through mentoring that focuses on such areas as acculturation, priority setting, networking, career planning and counseling related to the individual’s (mentee’s) identified goals toward advancement in their field.
Minimum areas for mentoring:
- Clarifying departmental criteria for tenure and promotion
- Advising on workload and departmental expectations for teaching, research, student advising, service and how each is evaluated or weighted
- Helping the mentee identify the support for attending conferences and acquiring needed scholarly resources or release time
- Providing constructive criticism, encouragement and praise when warranted.
Successful mentoring results in benefits to the mentee, mentor and the organization.
Benefits to the organization include:
- Retention of high-quality employees
- Reputation for investing in our employees’ success
- Enhanced awareness of possible contextual barriers resulting in early intervention and course correction for employee and organizational success
- Increased job satisfaction and morale
- Increased organizational productivity and outcomes.
Each level of the organization influences the relative success (or lack of success) of the process. Organizational valuing of mentoring is reflected through the stated emphasis on mentoring at each level of the university, the development of the website as a resource in support of mentors and mentees, and recognition of role models through the exemplary faculty mentors spotlight
Best Practice Exemplars
- Yale's Exemplary Junior faculty mentoring programs
- Mentoring systems: Benefits & Challenges of Diverse Mentoring Partnerships