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Expectations of the Program

 

Mentors and mentees commit to spending at least 3.5 hours per month to participate in the program.

This includes:

  • Two hours working as a mentor/mentee pair, e.g., lunch meetings, e-mails, telephone conversations, etc.
  • One-and-a-half hours attending group mentoring activities. Several of these programs are scheduled throughout the year. Although attendance is not mandatory at these events, participants are encouraged to make every effort to attend.


Each pair begins by completing a set of goals for both the mentor and the mentee. These goals serve as an important guide to assessing the needs of the participants and helping them get the most out of their mentoring experience. It is important for participants to note that the mentor-mentee relationship is a two-way relationship. Both should contribute to the experience and gain by it. The relationship is designed to last for the academic year. Some relationships last longer than the assigned year, although it is not expected that pairs will continue. There may even be a pair or pairs that do not last through the year. The committee matches the pairs based on the information in the applications, but sometimes two people just do not "click" in their mentoring relationship. It is not considered a failure on either part and participants should feel free to speak with committee members or the chair to discuss the situation and bring closure to the relationship.

Although both mentors and mentees note friendship as an important outcome of mentoring relationships, it is not expected that each pair needs to or will become friends. Many pairs have been successful at having a friendly mentoring relationship without becoming friends outside of the relationship. Likewise, while some mentees in past programs have gone on to other jobs within the University and elsewhere, this program is not designed to provide participants with new jobs. The program does, however, strive to enhance self and career awareness of participants, which may help to facilitate a job change.

Participants provide feedback about their experiences with the program by completing a midterm and final evaluation. These evaluations help the committee to provide the best possible training experience and to improve the program for future participants.

Committee members are assigned to each mentoring pair and are in contact with pairs on a regular basis. This contact provides informal identification of potential problems in the hope that they can be solved before becoming more serious. Participants are encouraged to give honest and constructive feedback about the program.

While these are standard expectations of the program, participants can expect that the Mentoring Program Committee will remain committed to the purpose of the program and to making this the best possible mentoring experience for everyone involved.