SPEC Kit 323: Socializing New Hires · 125
University of Delaware
Mentoring Program Guidelines and Procedures
http://www.lib.udel.edu/udlaps/activities/mentoring.htm
University of Delaware Library -UDLAPS Mentoring Guidelines
http://www.lib.udel.edu/udlaps/activities/mentoring.htm[7/14/11 4:13:49 PM]
mentee. Activities may include any or all of the following:
assist individual mentees in identifying professional development activities such as
conferences, committees, publishing opportunities
introduce mentees to appropriate colleagues, committee chairs, etc., outside of the
Library. Inform mentee of appropriate volunteer opportunities
provide assistance in preparation and critique of mentee's dossier, and answer
questions about promotion process
assist mentee in locating resources for service or research activities related to
promotion
encourage mentees to attend appropriate UDLAPS programs, including the Dossier
Preparation Workshop and other professional development programs and
solicit feedback from the mentee and report progress to the Mentoring Coordinator.
Mentees
Mentors will not be held responsible for the outcome of any personnel actions involving
advancement, promotion, or continuing appointment of their mentees.
Establish contact with the chosen mentor formulate a program and schedule tailored to
the mentee's needs. Modify the program if and when needs change.
Be prepared to ask specific questions about professional activity, career, and promotion
criteria.
Use mentor to help focus career activities in appropriate ways. Pursue committee
opportunities and networking activities suggested by the mentor and participate in any
other activities that would be appropriate.
Provide feedback to the mentor and submit completed evaluation form to the Mentoring
Coordinator.
Activities chosen by participants may include the following:
dossier preparation assistance
introduction to Library and professional committees
introduction to leaders in regional and local organizations
assistance with figuring out "the system" in the Library: who knows what, who has
expertise, etc.
assistance with research, writing, and publishing and
assistance in selection of courses, degree-work, etc.
dossier preparation workshop and
publishing and writing workshops.
back to top
Professional Relationship
Characterized as the least structured mentoring relationship with a duration determined by
mentor and mentee.
Goals
Help professionals enrich their careers and find opportunities to focus within their
chosen specialty, or to break out into new areas.
Help mid- and upper-level professionals to change direction diversify their skills and
duties or develop management, specialty, or administrative skills.
Provide a means for upper-level management to pass on the benefits of their
experience to newly-emerging managers.
Criteria for Mentors
Mentors can be drawn from any level.
Mentors should be skilled in their job responsibilities, and/or active professionally,
and/or be considered an expert in their field.
Mentors can be either in the same reporting line or in a different division, but should not
be the direct supervisor of the mentee.
Mentors
Formulate goals with the mentee help the mentee develop his/her career in desired
ways.
Mentors may plan formal activities, depending on the goals of the mentee.
Mentees
Establish contact with the chosen mentor and formulate goals.
University of Delaware
Mentoring Program Guidelines and Procedures
http://www.lib.udel.edu/udlaps/activities/mentoring.htm
University of Delaware Library -UDLAPS Mentoring Guidelines
http://www.lib.udel.edu/udlaps/activities/mentoring.htm[7/14/11 4:13:49 PM]
mentee. Activities may include any or all of the following:
assist individual mentees in identifying professional development activities such as
conferences, committees, publishing opportunities
introduce mentees to appropriate colleagues, committee chairs, etc., outside of the
Library. Inform mentee of appropriate volunteer opportunities
provide assistance in preparation and critique of mentee's dossier, and answer
questions about promotion process
assist mentee in locating resources for service or research activities related to
promotion
encourage mentees to attend appropriate UDLAPS programs, including the Dossier
Preparation Workshop and other professional development programs and
solicit feedback from the mentee and report progress to the Mentoring Coordinator.
Mentees
Mentors will not be held responsible for the outcome of any personnel actions involving
advancement, promotion, or continuing appointment of their mentees.
Establish contact with the chosen mentor formulate a program and schedule tailored to
the mentee's needs. Modify the program if and when needs change.
Be prepared to ask specific questions about professional activity, career, and promotion
criteria.
Use mentor to help focus career activities in appropriate ways. Pursue committee
opportunities and networking activities suggested by the mentor and participate in any
other activities that would be appropriate.
Provide feedback to the mentor and submit completed evaluation form to the Mentoring
Coordinator.
Activities chosen by participants may include the following:
dossier preparation assistance
introduction to Library and professional committees
introduction to leaders in regional and local organizations
assistance with figuring out "the system" in the Library: who knows what, who has
expertise, etc.
assistance with research, writing, and publishing and
assistance in selection of courses, degree-work, etc.
dossier preparation workshop and
publishing and writing workshops.
back to top
Professional Relationship
Characterized as the least structured mentoring relationship with a duration determined by
mentor and mentee.
Goals
Help professionals enrich their careers and find opportunities to focus within their
chosen specialty, or to break out into new areas.
Help mid- and upper-level professionals to change direction diversify their skills and
duties or develop management, specialty, or administrative skills.
Provide a means for upper-level management to pass on the benefits of their
experience to newly-emerging managers.
Criteria for Mentors
Mentors can be drawn from any level.
Mentors should be skilled in their job responsibilities, and/or active professionally,
and/or be considered an expert in their field.
Mentors can be either in the same reporting line or in a different division, but should not
be the direct supervisor of the mentee.
Mentors
Formulate goals with the mentee help the mentee develop his/her career in desired
ways.
Mentors may plan formal activities, depending on the goals of the mentee.
Mentees
Establish contact with the chosen mentor and formulate goals.
