What are the goals for this initiative?
The ADVANCE Faculty Mentoring Program provides professional support for tenure-track faculty, as they advance towards promotion and tenure. In particular, the program assists untenured faculty members to become socialized to the college and university and to become aware of opportunities and resources. It integrates untenured faculty into the existing college structure through socialization to its norms and expectations. Finally, through the expanded interconnections of college faculty, the intellectual community of the college is enhanced.
I am a lecturer. May I participate in this program?
At this time, the initiative is open only to junior faculty members on the tenure track. It will be expanded to include lecturers either in the spring or next fall.
How do I become a mentee?
If you are interested in becoming a mentee, fill out the “Request a Mentor” form and send it to the ADVANCE Office.
How do I become a mentor?
If you are interested in becoming a mentor, fill out the “Volunteer to be a Mentor” form and send it to the ADVANCE Office.
How are the matches made?
Junior faculty members complete a “Request a Mentor” form as their formal application to the program; senior faculty members complete a “Volunteer to be a Mentor” form. Interested mentees are matched with mentors by a small group of senior faculty members, including the dean and several department chairs.
What is my responsibility as a mentee?
A mentee is responsible for guiding the conversation. The mentee clearly identifies his/her goals for and expectations of the relationship. The mentee listens carefully and uses the mentor as a “sounding board” when appropriate. The mentee understands that relationships take an investment in time.
What is my responsibility as mentor?
The mentor provides guidance and direction in the areas identified by the mentee. The mentor recognizes and encourages accomplishments, provides informal feedback, discusses specific difficult situations and suggests actions, and provides assistance with time management issues.
Does this initiative replace the mentoring that occurs in departments and units?
The mentoring program is not intended to replace the disciplinary mentoring that occurs in departments and programs. Rather, this mentoring program is in addition to unit mentoring. It is simply another aid for the junior faculty member.
How much time will be involved?
The expectation is that mentees meet with their mentors face-to-face about once a month for an hour or two. There is also email and phone contact. While this is the minimum expectation, often the meetings occur more frequently when a mentee is working through a particular issue.
The mentoring is a professional relationship. Neither the mentor nor the mentee is expected to be available all day and every day.
Why am I matched with a colleague in another unit?
The mentor provides an additional perspective, external to the mentee’s unit, on college and university policies and procedures.
Because the mentor is from a unit other then the mentee’s unit, the mentor will not be placed in an evaluative position over the mentee at some future date. The mentor is a “safe” person with whom to consult about concerns that might arise from unit activities.
How can I be a mentor to someone who is not in my academic field(s)?
The mentor is able to provide an institutional perspective for the mentee. In addition, the mentor is aware of policies, procedures, resources, opportunities, etc. that the mentee may need to be aware of. The mentor helps the mentee become socialized into the broader culture of UNC Charlotte.
How long is my commitment to this program?
The commitment is for the academic year. Mentors and mentees may continue the relationship formally for as long as they mutually agree to do so.
What are the individual benefits of this program?
The mentee is socialized more quickly into the UNCC culture. He/she also feels that the institution is supportive of and invested in his/her success.
The mentee has the opportunity to discuss departmental matters that he/she may believe might impinge on his/her progress towards tenure and promotion with a supportive colleague who will respect confidentiality.
Communication of institutional expectations in research, teaching, and service, especially subtle aspects, is enhanced through interaction with the mentor.
The mentee has a willing and impartial ear with which to discuss sensitive issues and situations and how to handle them.
The mentee has a willing source of advice and input on issues of career advancement and time management
The mentee gains a fuller understanding of college and university resources that are available and how to use them.
The mentor exercises a professional responsibility and is rewarded by the successes of his/her mentee. In many cases, the mentor feels more connected to the university because of the interaction with the mentee.
The mentor, through interaction with the mentee, is in a direct way shaping the future of the university.
Mentees and mentors may find that they share similar scholarly interests and may each benefit from the conversations concerning the mentee’s research. The exchange of ideas and of work issues is satisfying on both parts.
What if the match does not seem to be working?
The mentoring relationship is a professional one. If the assigned match does not seem to be working out, for whatever reason, the mentee or the mentor should simply let the other party know, in a professional manner, and the agreement will be dissolved.
Who can I contact for more information about this program?
The ADVANCE Office is coordinating this initiative. The contact number is 704.687.8696 or mentoring@uncc.edu. This e-mail address is being protected from spam bots, you need JavaScript enabled to view it