PEER MENTORING FOR RESEARCH SUPPORT FACULTY (RSF)

The mentoring program for RSF began in 2007. The official policy for the program can be accessed here (pdf).

If you are interested in being mentored and/or volunteering as a mentor you can download interest forms here (mentee form pdf; mentor form pdf). Mentors will be added to a pool that we will use to match mentees with mentors.

Program objectives
1. Facilitate orientation and professional development of new and existing RSF
2. Assist employees in identifying and developing skills needed to excel in their profession
3. Improve communication and networking among employees.

FAQ’s on Mentoring
1. What is mentoring?
2. How can I benefit from being mentored?
3. Who can be mentored?
4. Who are the mentors?
5. Can I be a mentor?
6. Are the mentors specially trained?
7. What are the guidelines and ground rules?
8. How is the mentoring program implemented?
9. What is my role as a mentee?
10. What is the role of the mentor?
11. What are the potential pitfalls in a mentoring relationship?
12. What resources are available to mentors and mentees?

What is mentoring?
Mentoring is a confidential, supportive and non-directive dialogue for discussing work-related goals and challenges.

How can I benefit from being mentored?
You will receive:
• Support and guidance for career enhancement and professional development.
• Advice and guidance on the promotion process and developing your CV.
• Insight into the structure and culture of the Department and University.
• Honest criticism and feedback.
• Access to a sympathetic, confidential listener outside your work group.
• Guidance on responsibilities and professional priorities.

Who can be mentored?
Any RSF member in the College can be mentored. Please contact any member of the RSF Committee if you are interested.

Who are the mentors?
Mentors are RSF with a long track record of work experience in the College of Forestry. Alternatively, if you want to be mentored by a professor or someone outside the College, we will help align you with that person.

Can I be a mentor?
Yes, we are hoping that more senior level RSF step forward to be mentors. Please contact the RSF Committee if you would like to serve in this capacity.

Are the mentors specially trained?
All mentors are familiar with the guidelines and ground rules established in the mentoring policy. Access to additional resources and references are found on the mentoring resources page.

What are the guidelines and ground rules?
• Participation in the mentoring program is voluntary and should be approved by the employee’s supervisor. Concerns about time commitments for employee involvement in the mentoring program should be discussed with the Department Head.
• The mentee is expected to make progress toward their stated goals.
• Mentor and mentee agree on what will be discussed.
• Mentor and mentee share responsibility for and commitment to the relationship.
• Mentors and mentees must keep all information discussed in the sessions confidential and in accordance with University and Department policies on equal opportunity, diversity, inclusiveness, code of conduct and privacy.
• Mentors and mentees are urged to frequently “check in” with each other via informal phone calls or e-mails.
• The overall developmental needs of the mentee are the main focus within the mentoring relationship.
• Mutual learning is an integral aspect of the mentoring relationship.

How is the mentoring program implemented?
• Each employee requesting mentoring will be assigned an initial mentoring committee of three RSF.
• Pairing of mentee and mentor (or mentoring committee) will be outside the mentee’s supervisory chain of command.
• An employee’s mentoring committee will be assigned with consideration to gender and racial diversity.
• The mentoring committee will meet with the mentee within two months of the mentee’s request for mentoring.
• The mentee can choose one member (or more) of the mentoring committee as an individual mentor.
• Mentees should arrange to meet with their mentor(s) at least quarterly for a period of one year. At the discretion of the mentee and mentor, other sessions may be scheduled according to needs and interests.
• Mentee and mentor have the option of disengaging from the mentoring relationship if it is unworkable. In that event, the mentee can choose another mentor.

What is my role as a mentee?
• Take responsibility for identifying and achieving development goals.
• Initiate meetings with mentor or mentoring committee.
• Share expertise and experience.
• Meet with and listen with an open mind to advice given by the mentor.
• Weigh and judge advice before acting on the advice.
• Be willing to voice and explain concerns.
• Take advantage of opportunities for professional growth.
• Take responsibility, be an active agent and judge of appropriate course of action for career advancement.
• Ask for advice and welcome constructive criticism.
• Provide constructive feedback about mentoring.
• Be considerate of your mentor's time.
• Show appreciation for the time and assistance given to you by your mentor.
• Make only positive or neutral comments about your mentor to others.
• Respect and protect the confidential nature of the mentoring relationship.

What is the role of the mentor?
• Listen, ask questions, and help mentee identify goals and actions for achieving them.
• Provide the mentee with insights into building their career.
• Provide information on professional development.
• Help employees stay on track with professional goals.
• Ensure that information regarding departmental or university policies on professional development and advancement is current and correct.
• Encourage and motivate mentees.
• Act as a sounding board and confidante.
• Share expertise and experience.
• Be considerate of your mentee's time.
• Make only positive or neutral comments about your mentee to others.
• Be willing to voice and explain concerns.
• Do not undermine the authority of the mentee's formal supervisor.
• Respect and protect the confidential nature of the mentoring relationship.

What are the potential pitfalls in a mentoring relationship?
• Lack of commitment by one or both parties
• Lack of knowledge or skills for assisting mentee
• Mentee’s over-dependence on a mentor
• Not abiding by the confidentiality agreement or the university’s code of conduct. Concerns should be brought to the RSF Committee Chair or Vice-Chair’s attention to help determine appropriate course of action to take.