The goal of the mentoring program is to assist the mentee in developing professionally. Therefore, the mentoring relationship should focus on achieving goals that have been identified by both parties. At the same time, mentoring should also be flexible enough to adapt to changing needs as the relationship develops.
The mentoring program is designed to last up to one year, but may be shortened if requested by the mentee. The first three months will be considered a trial period. At the end of that period, the mentoring relationship will be assessed in consultation with the program coordinator to determine if program and individual goals are being met and if the relationship is working for the mentee. If either the mentor or the mentee feel that the relationship is not working satisfactorily, either party may request a change with the program coordinator after the trial period. At that time, the program coordinator will make every effort to find another mentor. However, neither party should be made to feel such a request is a personal failure.
At the end of one year or the conclusion of the mentoring relationship, the mentee will meet with the program coordinator to determine if program goals have been achieved. Under certain circumstances the mentoring relationship may be extended beyond a year, but only after agreement with the mentor, the program coordinator, and the mentee’s supervisor. The mentoring program will be evaluated by asking participants to complete an evaluation at the conclusion of the mentoring relationship.
Unless warranted, mentors are only allowed to work with one mentee at a time.
All staff in the program (both mentors and mentees) should inform their direct supervisor of their involvement. The mentoring relationship and other mentoring activities may take place at various times, but staff should be allowed full participation in the program during working hours. At the same time, employees should be sensitive to assigned duties and coverage of public service areas when making appointments with their mentors or mentees. The mentoring program coordinator will send a letter to the mentee’s supervisor notifying them of his/her official involvement in the program. Any conflict over involvement in the program should be directed to the program coordinator. Conflicts that cannot be resolved at that level should be taken, if necessary, to the Central University Librarian.
Both mentor and mentee must agree to the confidentiality of their discussions. Honesty, openness, and trust are important to the success of a mentoring relationship. Both mentor and mentee should be able to offer feedback to each other in order to make the relationship successful. Although negative feelings, complaints, and frustrations may come up occasionally, the mentoring relationship should not be viewed as a time for negative ventilation. Rather, the relationship should be based on constructive dialogue in which the goals of the mentee can be met. Mentors should be sensitive to the needs of mentees, and mentees should be willing to accept constructive feedback.
Mentoring within a formal program should allow for flexibility while at the same time providing some structure that develops and maintains a commitment to the relationship. To that end, the following time elements are suggestions that should be agreed upon by both the mentor and the mentee. Meetings should be scheduled in advance rather than a casual "drop by when necessary" approach. Mentees should be welcome to drop by at times, but scheduled appointments will usually result in a more constructive use of time.
Mentor Roles and Responsibilities