AdvanceVT Mentoring. Let’s Benchmark: Who Does Mentoring Well? 2008 Faculty Worklife Survey, 700...
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Transcript of AdvanceVT Mentoring. Let’s Benchmark: Who Does Mentoring Well? 2008 Faculty Worklife Survey, 700...
Let’s Benchmark: Who Does Mentoring Well?
Let’s Benchmark: Who Does Mentoring Well?
CALS
CAUS
CLAHS
CNR
COE
COS
CVM
PCOB
1.00
2.00
3.00
4.00
2008 Faculty Worklife Survey, 700 tenure-track faculty responses (53% RR); College RRs varied from 42%-70%
Mean responses to Question q2f: “I have received effective mentoring in my department,”
4-point agreement scale 4=strongly agree
Does CALS Really Do It Well Across the Whole College?
Does CALS Really Do It Well Across the Whole College?
AAECAPSC
AREC
BCHM
CSES
DASCENT
FST
HNFE
HORT
PPWS
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There is large variability across Departments in this College in perceptions of
mentoring
Which Departments Seem to Have Effective Mentoring?
Which Departments Seem to Have Effective Mentoring?
Department response rates varied from 22%-84%; 90% of Departments had ~35% or higher
COE
CLAHS
CLAHS
CALSCALS
CAUSCO
SCALS
COS
COS
COS
CLAHS
COE
CLAHS
CLAHS
PCOB
COS
COS
CAUS
CLAHS
CAUSCALS
CNRCALS
CLAHS
CLAHS
COE
CVM
PCOB
1.00
1.50
2.00
2.50
3.00
3.50
4.00Strongly Agree
Somewhat Agree
Somewhat Disagree
Strongly Disagree
What do THESE Departments do and how
do they do it?
Does Size of College or Department Seem to Make a Difference?
Does Size of College or Department Seem to Make a Difference?
50 100 150 2001.00
1.50
2.00
2.50
3.00
3.50
4.00
0 10 20 30 40 50 60 70 801.00
1.50
2.00
2.50
3.00
3.50
4.00
Formal or Informal Mentoring Program?Formal or Informal Mentoring Program?
“The formal mentoring program is formally set up to be “informal.”
We do not have a written document of expectations of mentors and mentees.. I try to see that each untenured faculty member
has 1-2 faculty who work with them on an as-needed basis.
The feedback I have received is that people prefer a more informal approach to this
versus having lots of procedures.”-- Dept Head
Are We Benchmarking the Right Departments?
Are We Benchmarking the Right Departments?
COE
CLAHS
CLAHS
CALSCALS
CAUSCO
SCALS
COS
COS
COS
CLAHS
COE
CLAHS
CLAHS
PCOB
COS
COS
CAUS
CLAHS
CAUSCALS
CNRCALS
CLAHS
CLAHS
COE
CVM
PCOB
1.00
1.50
2.00
2.50
3.00
3.50
4.00Strongly Agree
Somewhat Agree
Somewhat Disagree
Strongly Disagree
Themes Across Successful Mentoring ProgramsThemes Across Successful Mentoring ProgramsMost common themes: Formally assigned/selected mentor (at least one) Role of department head as additional mentor P&T Committee feedback – structured and frequent Alignment of performance evaluation process with P&T process
Additional characteristics of effective mentoring programs: Defined mentor role expectations Defined mentoring process (topics, minimum frequency of
meetings, timeline) in addition to informal activities Systematic way to orient new faculty to department policies,
resources, etc. Evaluation of mentors
Defining Mentoring ProcessDefining Mentoring Process
Be readily accessible Facilitate development of a network of persons with mutual
interests Discuss specific problems and assist in making contacts Encourage the development of a career plan Discuss peer evaluations of teaching
Mentor should:
To clarify job expectations so that career advancement is predictable
To facilitate the entry of new faculty into the faculty culture and interpersonal climate of the college
To instill the qualities and expectations of professionalism in new faculty
Increase sensitivity to issues of gender, culture, and diversity To provide a time-line marker to achieve key academic
accomplishments
Program Goals:
Defining Mentoring ProcessDefining Mentoring Process
Authorship etiquette Relative importance of journal papers, conference papers, book
chapters Support for assisting with grant preparation Defining research “niche” Time spent in teaching (line between sufficient and over-
preparation) Degree of freedom in defining course content Documentation need to keep related to teaching Time to spent in committees Importance of external professional service
Topics for discussion with mentor:
Through structured, albeit informal, interaction with senior colleagues, it is anticipated that (i) areas in need of improvement are identified early; (ii) junior faculty do not isolate themselves from the rest of the faculty; (iii) junior faculty can operate more efficiently by drawing on knowledge and expertise; and (iv) collaborations develop naturally.
Vision:
Issues Faced by Post-Tenure FacultyIssues Faced by Post-Tenure Faculty
Lack
of T
ime
for R
esea
rch/
Schola
rship
Servic
e Lo
ad
Lack
of R
esou
rces
Lack
of T
ime
Due to
Fam
ily/C
areg
iving
Burno
ut
Lack
of o
r Ine
ffect
ive M
ento
ring
Unclea
r Exp
ecta
tions
for P
rom
otion
Negat
ive Im
pact
Due
to S
uppo
rt of
PTF
Bias A
gains
t Wom
en in
Net
workin
g
Achiev
ing th
e Exp
ecta
tions
for P
rom
otion
Rewar
ds/R
ecog
nition
Lack
of R
espe
ct/S
uppo
rt in
my
Depar
tmen
t
Time
Spent
on
Advoc
acy
Sense
of I
solat
ion
0
5
10
15
20
25
30
# Comments
# Votes
Working session March 2009 with ~40 post-tenure women faculty across VT
Pre-session survey to identify obstacles & contributors, (n=29, organized into themes and ranked by frequency)
Session attended by ~40 women faculty, voted on top issues for further discussion
“No process in place for providing mentoring to post-
tenured faculty!”“Little guidance for getting
promotion to full”“No real mentoring as ‘what to do next’ with my career… towards full professorship.”
Examples of Mentoring Programs at Other UniversitiesExamples of Mentoring Programs at Other Universities• Stanford School of Medicine http://facultymentoring.stanford.edu/ • University of California – San Diego
http://academicaffairs.ucsd.edu/faculty/programs/fmp/default.htm • University of British Columbia Faculty of Medicine
http://www.med.ubc.ca/faculty_staff/mentoring.htm • Northern Illinois University:
http://www.niu.edu/facdev/services/newfacmentoring.shtml • University of Wisconsin-Oshkosh: http://www.uwosh.edu/mentoring/ • Washington State University:
http://provost.wsu.edu/faculty_mentoring/ • University of Michigan:
http://www.provost.umich.edu/mentoring/index.html • Giving and Getting Career Advice: A Guide for Junior and Senior
Faculty: http://www.umich.edu/~advproj/career%20advising.pdf