1. UENR conference Gill, Cal Poly March 15, 2008 College of Agriculture Food, and Environmental Sciences Faculty Mentoring Faculty Program Samantha Gill Natural Resources Management Dept. and BioResource & Agricultural Engineering Dept. College of Food, Environmental Sciences California Polytechnic State University

2. Gill, Cal Poly March 15, 2008UENR conference Outline History/background History/background Goals and intent Goals and intent Procedures Procedures Forms Forms Comments of participants Comments of participants

3. Gill, Cal Poly March 15, 2008UENR conference What is mentoring? Help by one person to another in making significant transitions in knowledge, work, or thinking Help by one person to another in making significant transitions in knowledge, work, or thinking

4. Gill, Cal Poly March 15, 2008UENR conference History/background Late 1990’s Late 1990’s –Many newer faculty not staying at Cal Poly –Why? –Survey conducted

5. Gill, Cal Poly March 15, 2008UENR conference Cal Poly: a great place

6. Gill, Cal Poly March 15, 2008UENR conference San Luis County is a beautiful place to live

7. Gill, Cal Poly March 15, 2008UENR conference But … Cost of living is really high Cost of living is really high –Median home price roughly $600,000 in 2006 Many felt their was not much support for new faculty Many felt their was not much support for new faculty –“good old boys network” –General lack of feeling connected with colleagues –Some women and minorities stated that they weren’t a good fit with the rest of the faculty

8. Gill, Cal Poly March 15, 2008UENR conference Programs initiated “Newish” faculty get-togethers “Newish” faculty get-togethers –Monthly –Special meetings Newish faculty list serve Newish faculty list serve “tenure challenged mentoring workshops” “tenure challenged mentoring workshops” –Very informal gatherings

9. Gill, Cal Poly March 15, 2008UENR conference Committee formed CAFES mentoring committee formed in Fall of 2004 CAFES mentoring committee formed in Fall of 2004 Roughly one member per department Roughly one member per department Charge Charge –Develop and implement the faculty mentoring program

10. Gill, Cal Poly March 15, 2008UENR conference Goals of mentoring program One method of assisting new faculty adjust to life at Cal Poly One method of assisting new faculty adjust to life at Cal Poly Completely voluntary Completely voluntary –For mentor –For mentee Distinct from Retention, Promotion, and Tenure process Distinct from Retention, Promotion, and Tenure process Any faculty member may request a mentor Any faculty member may request a mentor –More experienced faculty have requested mentors for help with expanding research opportunities

11. Gill, Cal Poly March 15, 2008UENR conference Objective of mentoring program To aid new faculty members with the numerous challenges typically encountered in the first years of teaching at Cal Poly. This program will benefit not only the mentee and the mentor, but the CAFES in general. To aid new faculty members with the numerous challenges typically encountered in the first years of teaching at Cal Poly. This program will benefit not only the mentee and the mentor, but the CAFES in general.

12. Gill, Cal Poly March 15, 2008UENR conference Administration Overseen by a mentoring Director Overseen by a mentoring Director –Faculty member assigned a small amount of release time to coordinate the mentoring program Mentoring committee of tenure-track faculty provides recommendations, feedback, and support Mentoring committee of tenure-track faculty provides recommendations, feedback, and support

13. Gill, Cal Poly March 15, 2008UENR conference Scope of mentor/mentee relationship Mentors and mentees matched by Director Mentors and mentees matched by Director Defined by those individuals Defined by those individuals Typically lasts one year Typically lasts one year –May be extended –“No fault” termination may happen at any time by either party Time spent negotiable Time spent negotiable –Once week to once a quarter is common At least once a quarter strongly encouraged At least once a quarter strongly encouraged

14. Gill, Cal Poly March 15, 2008UENR conference Mentor/mentee meetings Established by individuals Established by individuals –Can be very informal Off campus Off campus At homes At homes Over coffee, lunch, beers Over coffee, lunch, beers –Can be more formal Always on campus Always on campus In faculty offices or conference rooms In faculty offices or conference rooms

15. Gill, Cal Poly March 15, 2008UENR conference Qualifications of mentors Tenure track faculty Tenure track faculty –Been at Cal Poly at least 3 years –Does not need to be tenured Non-tenured or recently tenured may know RPT processes better Non-tenured or recently tenured may know RPT processes better Exceptions have been made Exceptions have been made –Some full time lecturers have been mentors for certain areas

16. Gill, Cal Poly March 15, 2008UENR conference Expectations of mentees Mentee owns the relationship Mentee owns the relationship Coordinate and arrange first meeting Coordinate and arrange first meeting Confidentiality maintained Confidentiality maintained –One reason separate from RPT process Trust is a major part of the relationship Trust is a major part of the relationship Treated as a peer Treated as a peer

17. Gill, Cal Poly March 15, 2008UENR conference Pairings of mentors with mentees Based on short survey Based on short survey Paired based on specific areas mentees indicate where they would like assistance Paired based on specific areas mentees indicate where they would like assistance Mentees may request a specific mentor Mentees may request a specific mentor May be from same department or from another department May be from same department or from another department Mentor should not be on RPT committee Mentor should not be on RPT committee –Exceptions made if both parties agree

18. Gill, Cal Poly March 15, 2008UENR conference Benefits to mentee Greater career and job satisfaction Greater career and job satisfaction Sense of community and belonging Sense of community and belonging Better socialization within department, college, and university Better socialization within department, college, and university Collegial support Collegial support Enhanced self confidence and self esteem Enhanced self confidence and self esteem Reduced isolation and reduced stress Reduced isolation and reduced stress

19. Gill, Cal Poly March 15, 2008UENR conference Role of mentee Keep mentor informed of problems and concerns Keep mentor informed of problems and concerns Give mentor sufficient time to review any materials Give mentor sufficient time to review any materials Willingness to learn from others Willingness to learn from others

20. Gill, Cal Poly March 15, 2008UENR conference Expectations of mentor Encourage and support mentee Encourage and support mentee Meet regularly with mentee Meet regularly with mentee Discuss aspects of job as outlined in agreement Discuss aspects of job as outlined in agreement

21. Gill, Cal Poly March 15, 2008UENR conference Role of mentor Be available to mentee Be available to mentee Remember what it was like to be new to Cal Poly Remember what it was like to be new to Cal Poly –100% teaching appoints

22. Gill, Cal Poly March 15, 2008UENR conference Mentors assist in: Transfer of institutional knowledge Transfer of institutional knowledge –Support transition into new job RPT process RPT process –Help with this, although mentee-mentor relationship is NOT tied to RPT

23. Gill, Cal Poly March 15, 2008UENR conference Mentors assist in: Campus/college/department policies and procedures Campus/college/department policies and procedures –Travel forms –Order books –Field trip planning –Budgets –etc

24. Gill, Cal Poly March 15, 2008UENR conference Mentors assist in: Teaching Teaching –May visit classroom Professional development/research Professional development/research –Grants –Submitting publications –What is expected

25. Gill, Cal Poly March 15, 2008UENR conference Mentors assist in: Advising Advising –Faculty have 30-150 student advisees –Computer system for checking student records –Academic holds

26. Gill, Cal Poly March 15, 2008UENR conference Mentors assist in (secondary roles): Curriculum Curriculum –Learning existing –Developing Service Service –Which committees to serve on –When to say “no”

27. Gill, Cal Poly March 15, 2008UENR conference Mentor training Orientation session held annually Orientation session held annually –Expectations –Roles –Limitations

28. Gill, Cal Poly March 15, 2008UENR conference Feedback and evaluation Year end evaluation form Year end evaluation form –Mentee –Mentor

29. Gill, Cal Poly March 15, 2008UENR conference FORMS

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34. Gill, Cal Poly March 15, 2008UENR conference What mentees have to say about the program Comments from 2004-05 academic year Comments from 2004-05 academic year –Mentors should have more incentives to serve (possibly release time) –More events (with food) for all mentees and mentors –A fun and learning experience for me –Good idea and served it’s purpose –Valuable

35. Gill, Cal Poly March 15, 2008UENR conference What mentees have to say about the program continued –I have benefited greatly –My lack of involvement with my mentor is mostly a product of accessing support in other places and not feeling a “need” to connect with my mentor. Yet, I know he would have met more frequently, had I requested it. –Mentoring would have happened in my case without formal agreement

36. Gill, Cal Poly March 15, 2008UENR conference What mentors have to say about the program Comments from 2004-05 academic year Comments from 2004-05 academic year –I don’t really have any training as a mentor –Avoid having people assigned – pairings should happen naturally –Continue to have structured activities and workshops –Generally a good idea, but my guess is that it is much more effective when done within a department

37. Gill, Cal Poly March 15, 2008UENR conference What mentors have to say about the program continued The program provides a welcome opportunity for each participant to view the opposite side of the academic seasoning process. Each is exposed to the challenges of the newer or experienced faculty and (re) acquires empathy for the other. Has been very positive for me. The program provides a welcome opportunity for each participant to view the opposite side of the academic seasoning process. Each is exposed to the challenges of the newer or experienced faculty and (re) acquires empathy for the other. Has been very positive for me.

38. Gill, Cal Poly March 15, 2008UENR conference What mentors have to say about the program continued I see a bit of an unfortunate disconnect between my comments as a mentor and expectations from our department RPT committee. (related to professional development) I see a bit of an unfortunate disconnect between my comments as a mentor and expectations from our department RPT committee. (related to professional development) –Very difficult situation for all, but especially te mentee

39. Gill, Cal Poly March 15, 2008UENR conference Conclusions Mentoring program seems to be a success Mentoring program seems to be a success Mostly positive comments Mostly positive comments –Survey –Hallway conversations Program to continue Program to continue Almost every new faculty member participating Almost every new faculty member participating

40. UENR conference Gill, Cal Poly March 15, 2008 Questions? Comments? sgill@calpoly.edu Thank you!