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McGill University Faculty of Engineering

McGill University Faculty of Engineering. Career Path Development – Mentoring Lawrence Chen, Engineering. Career Guidance and Mentoring. Available to all faculty Goals of career guidance Improve success of junior faculty Ensure high morale and productivity

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McGill University Faculty of Engineering

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  1. McGill UniversityFaculty of Engineering Career Path Development – Mentoring Lawrence Chen, Engineering

  2. Career Guidance and Mentoring • Available to all faculty • Goals of career guidance • Improve success of junior faculty • Ensure high morale and productivity • Improve quality of departments and schools • Goals of mentoring • Help junior faculty adjust to new role and environment • Help junior faculty communicate with experienced faculty members and the department at large on academic and faculty-related matters • Help faculty in the development of their career path • Nurture collegiality • Participation in the mentoring process is informal and voluntary PAGE 2

  3. ‘Levels’ of Mentoring • Between colleagues • Junior faculty are ‘paired’ in a mentoring relationship with an experienced member of academic staff • Between academic staff and the unit Chair/Director • At least one individual meeting per year, usually around the time of merit evaluation exercise (performance review) • Between academic staff and the Faculty (Dean’s Office) • At least one ‘group’ meeting per year • Discussion on reappointment and tenure, as well as providing tips on preparing dossiers • Individual meetings or consultations as necessary PAGE 3

  4. Benefits of Mentoring • Facilitate transition into new role (and new culture) • Understand formal and informal structures within the university • Develop skills in a structured manner • Increase professional and personal networks • Reflection process PAGE 4

  5. Expectations of the Mentee • Meet with the mentor at regular intervals • Discuss candidly any issues of concern • Personal matters and development • Research, teaching, and service PAGE 5

  6. Expectations of the Mentor • Meet with the mentee at regular intervals • Discuss candidly and provide feedback on any issues of concern to the mentee • Provide advice to the mentee on the paths to professional development and success • Report to the Department Chair/Director • General feedback on the mentoring process (no specific details required) PAGE 6

  7. Expectations of the Chair/Director • Assemble list of potential mentors • Oversee the mentorship relation and process • Inform junior faculty members of the reappointment and tenure processes, as well as corresponding criteria • Inform faculty members of the promotion process, as well as corresponding criteria • Meet with faculty yearly PAGE 7

  8. Expectations of the Dean’s Office • Ensure that junior faculty members are receiving proper guidance • Review junior faculty issues • Oversee the mentoring process at the Faculty level PAGE 8

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