Mentoring Program

Purpose

A mentoring program enhances professional development by assisting new faculty members in the areas of teaching, scholarship and service. Additionally, such a program helps them acclimate to the formal and informal processes necessary to become a valued and successful member of the Fisher community. In doing so, the College will be better positioned to attract and retain top talent, diversify the faculty, and ultimately become an “employer of choice” within the academic community.

Objectives

• Foster faculty development and satisfaction through the mentor/partner relationship
• Recruit and retain talented faculty
• Increase faculty diversity through improved connections and support of under-represented groups
• Enhance the success of under-represented groups
• Leverage the unique skills and talents that each new faculty member has to offer the college and students by supporting his/her learning and development
• Reduce the time necessary to bring a new faculty member up to full productivity
• Assist new faculty members in receiving tenure as quickly and efficiently as possible
• Provide a rewarding and satisfying experience for the mentor

Mentoring Program Benefits

To the Partner

• A safe and supportive listener to use as a sounding board
• Someone to help navigate the formal and informal systems of a new organization
• Improved performance and enhanced job satisfaction

To the Mentor

• Personal satisfaction in helping the partner
• Learning from the partner…ideas for about the mentor’s own teaching/scholarship/service

To the Department

• Enhancement of department quality
• Retention of faculty
• Knowledge sharing among faculty members

To the College

• Recruitment of top talent by demonstrating the college’s commitment to investing in its faculty, and reinforcing that the college is a place where new faculty can grow and develop.
• Retention of top talent because mentoring promotes a positive work environment and creates a sense of inclusion and community for new members
• Opportunity to enhance diversity of faculty
• Increase organizational effectiveness by bringing new faculty members up to speed with policies and procedures as well as the cultural/organizational nuances.
• Contributes to effective succession planning in areas or departments with expected retirements/turnover.

Roles & Responsibilities

Partner

• Communicate his/her goals and objectives
• Discuss problems/issues/concerns as they arise
• Keep commitments
• Adhere to agreed upon meeting times/schedules

Mentor

• Meet on a regularly scheduled basis
• Provide formal and informal advice relative to teaching, scholarship and committee work
• Help the partner feel like a welcomed and valued member of the Fisher community
• Assist the partner in becoming a productive and satisfied faculty member
• Commitment to the time and energy required of a successful mentoring relationship

Department Chair

• Facilitate the mentoring “match up”
• Oversee the mentoring process for the department
• Ensure the mentoring relationship is meeting the goals and objectives