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How The Faculty Mentorship Program Works

The chairperson or designee matches mentors and mentees according to the needs and interests they express on the forms provided for junior faculty to request a mentor and for senior faculty to express interest in mentoring. These matches are made across colleges or, when that isn't possible, across disciplinary areas or departments.

Mentoring takes place in the context of other workshop and coaching activities focused on specific skills or issues which are sponsored by the FCDC and open to all junior faculty.

Mentoring relationships will vary according to the needs and goals of individual mentees as they develop their abilities and accomplishments in their crucial areas for promotion and tenure.
 

EXPECTATIONS OF MENTORS AND MENTEES
Expectations of mentors

Keep regular and frequent contacts with your mentee, a minimum of three contacts per semester. At least one of these should be a face-to-face exchange.

Keep the content of discussions within the mentoring relationship confidential. All your exchanges with your mentee--both personal and professional--are subject to the expectations of professional confidentiality. Although this confidentiality is legally limited, neither of you should discuss the contents of your discussions with anyone else without the written permission of the other.

Mentors are NOT expected to evaluate a mentee’s work; rather, a mentor helps a mentee find resources to receive objective evaluations and feedback on performance.

Mentors should assess the mentoring relationship at least annually at the time of agreement renewal and to contact the Program Director for advice or needed changes. Annual survey forms are also distributed for this purpose.

Expectations of Mentees
Maintain regular and frequent contacts with your mentor, a minimum of three contacts per semester. At least one of these should be a face-to-face exchange.

Mentees are encouraged to share their career plans with the mentor, recount their initiatives for professional development, ask for advice, reflect on the mentor’s observations; and inform the mentor about the results of various efforts.

Keep the content of discussions within the mentoring relationship confidential. All your exchanges with your mentor--both personal and professional--are subject to the expectations of professional confidentiality. Although this confidentiality is legally limited, neither of you should discuss the contents of your conversation with anyone else without the written permission of the other.

Refrain from asking mentors for evaluative advice; rather, take advantage of the mentor’s suggestions about resources for feedback and objective evaluation.

Re-evaluate the mentoring relationship with the mentor annually. Survey forms and agreement renewal forms are distributed for this purpose.
 

WHAT IS THE NATURE OF THE MENTORING RELATIONSHIP?
A mentee is an achiever willing to take the initiative for his/her own development and make the most of available opportunities. Mentees are responsible for devoting their time to the mentoring relationship with on-going interaction with the mentor.  Face-to-face communication is critical to the success of the mentoring program. Both the mentee and mentor have a responsibility to create a committed relationship.  By establishing open lines of communication, mentees can develop life-long relationships.

Mentees are encouraged to:

  1. Work with mentors to establish a schedule of regular meetings
  2. Allow sufficient time to ask questions and discuss issues openly
  3. Arrive promptly to all appointments
  4. Share information and ideas
  5. Continuously seek feedback in order to understand and clarify issues or questions
  6. Listen non-defensively, expecting and accepting open and constructive ideas for change and how their actions/relationships affect others
  7. Take the initiative to make things happen
  8. Keep the mentor informed of academic progress/difficulties

 

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Page Updated 01/31/2014