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Principles, Goals, and Benefits of FSU's Faculty Mentoring Program

Principles of FSU’s Faculty Mentoring Program
  1. Multiple-mentor model
    Tenure track faculty members need more than one mentor. FSU’s FMP will pair a tenure track faculty member with a mentor outside his/her department. Junior faculty members will continue to benefit from having mentors within their departments.
  2. Effective communication on a regular basis
    Mentees and mentors must effectively communicate on a regular basis. Effective communication on a regular basis implies at least three (beginning, midterm and end) face-to-face meetings each semester.
  3. Confidentiality
    Confidentiality is expected regarding all discussions except in instances in which parties may be legally bound to reveal the contents of discussions such as (a) in situations involving threat to self or another person, or (b) if a legal subpoena is issued by a court of law.
  4. No-fault mentoring policy
    FSU’s FMP has a no-fault mentoring policy. Mentors and mentees may respectively terminate the relationship at any time.
Goals of FSU’s Faculty Mentoring Program
  • Provide a strong, centralized structure, resources, and leadership for faculty mentoring
  • Support and facilitate faculty development through mentor/mentee pairs
  • Build a mentoring database of processes and outcomes to support and evaluate mentoring activities at FSU
  • Provide an opportunity for junior faculty to secure interpersonal connections in informed and supportive career development
Benefits of the Faculty Mentoring Program

Benefits for Mentees

  • Support and advocacy from a senior member of the faculty
  • Advice on responsibilities and professional priorities
  • Individual recognition and encouragement
  • Informal feedback and critical but constructive appraisal
  • Access to informal networks of communication
  • Advice in defining and achieving career goals
  • Advice on scholarship and teaching
  • Advice on balancing teaching, research, committee work and other responsibilities
  • Gaining an understanding of the culture of the institution
  • Gaining knowledge of the informal and formal rules for advancement
  • Opportunities for collaboration with someone outside department
  • Reduction of stress (psychosocial support)
  • Feeling welcomed and valued through the initiation of mentoring

Benefits for Mentors

  • Satisfaction in enabling new faculty members to begin their careers with a sense of direction
  • Satisfaction of helping with the professional growth and development of a junior faculty member
  • Satisfaction of contributing to overall institutional climate change
  • Provides opportunities for reflection and renewal of mentor’s own teaching and research career
  • Respect and recognition from others in the university as an individual who has the ability to identify, encourage, and promote other colleagues
  • A network of former mentees
  • Expanded network of junior colleagues with fresh ideas
  • More apt to keep abreast of new knowledge and techniques
  • More apt to keep abreast of institutional developments
  • Increases stimulation from bright and creative new colleagues

Benefits for Fayetteville State University

  • Encouragement of a university environment that promotes collegiality
  • Increases commitment, productivity and satisfaction among tenure track faculty members
  • Minimizes faculty attrition and promotes faculty retention
  • Encourages cooperation and cohesiveness for those involved in the program
  • Increases collaboration among junior and senior faculty members
  • Develops faculty, enabling them to make full use of their knowledge and skills
  • Contributes to the general stability and health of the institution
  • Facilitates the development of future organizational leadership
A Constituent Institution of The University of North Carolina