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Research mentoring scheme for academic staff
What is the mentor program?
The mentor program provides an opportunity for academic staff in the
Faculty of Education to enhance their research acumen. A mentor and mentee
together plan, activate and monitor a specific research outcome desired
by for the mentee. The focus of the Program is on the research needs
of the mentee; the issues discussed and the tasks will be unique and
confidential to each pair.
Benefits for the mentee
- Provides encouragement and assistance in enhancing research skills
- Increases confidence through the demonstration of progress
- Increases expertise
- Enhances understanding of research practices
Benefits for the mentor
- Enables the mentor to acquire further collegial and leadership skills
- Provides a chance to contribute actively to the development of the
research skills of a colleague
How does the mentor program work?
- The mentor and mentee discuss and analyse the research needs of the
mentee and develop objectives, specific plans and tasks for action.
- They will try to match these needs with the mentor's expertise, understanding
and experience.
- Objectives, plans and tasks will be directly related to the research
needs of the mentee and to the skills or understanding which she is
interested in developing.
- It will include a plan for monitoring progress.
- This will be discussed and acted upon at ongoing meetings until it
is mutually agreed that the mentoring relationship has achieved its
objectives.
What can be mentored?
- The mentoring relationship should be specific and task-focused (eg,
developing a research proposal, getting something published).
- Very often the initial need expressed by the mentee is quite general
and unfocused. It is important to spend adequate time discussing the
issues together to clarify the work situation and the real needs. The
mentee's needs are the guiding principle.
What is the time commitment for
the mentoring relationship?
- The mentoring relationship is finite and there should be no expectation
that it will continue longer than the duration of the program.
- The number of meetings will depend on the needs of the mentee and
the availability of the mentor. From five to ten meetings would be
normal.
- The important thing to remember is that the amount of time devoted
to mentoring is negotiated by both the mentor and the mentee and can
be renegotiated by them or even terminated if need be.
- It is important that both the mentor and the mentee keep each other
informed of any planned periods of absence form the University so that
it can be considered in planning tasks and meetings.
Timing of meetings
- This is of necessity based on the availability of both the mentor
and the mentee and the nature and timelines associated with particular
tasks.
- A record of meetings is kept by the mentee to aid memory, but also
to provide the mentor and mentee with a record of progress and achievement
and to assist them to monitor the process.
What are the stages of the process?
Stage 1
- Discuss the research development needs of the mentee
- Clarify objectives with priorities for meeting them
- Negotiate time commitment
- Agree on meeting times
Stage 2
- Break down objectives to specifics
- Design tasks for mentee to complete by future meeting
- Work out focus for feedback - criteria for success and agreed outcomes
Stage 3
- Discuss task outcomes with feedback based on expertise and experience
of the mentor
- Discuss any additional outcomes
- Develop a new task
- Decide on the next meeting date
Evaluation
At the end of the mentoring period, both mentors and mentees are invited
to attend the evaluation session on Wednesday 27 October: 11.00 - 12.00
in G19.
Who to contact
Ilana Snyder by phone x52773 or email
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