4.4.2 Mentoring for Faculty Promotion & Tenure
All instructors/assistant professors are entitled to receive formal mentoring to support an orderly and timely progression to promotion. Each Deartment and/or College shall maintain a formal mentoring protocol using available resources that is regularly appraised and updated for effectiveness. Chairs should consult with each assistant professor (mentee) in their unit to mutually identify a senior faculty mentor other than the chair. The minimum standard is one assigned mentor. The effectiveness of the mentor-mentee pairing should be evaluated by the faculty members at the end of each academic term. The main focus of formal mentoring is to support the mentee’s familiarity with departmental and institutional culture, timelines, and interpretation of policies and departmental practices. Formal mentoring begins as early as possible, once a faculty member accepts the position; it becomes especially important surrounding career development opportunities such as workload planning, learning about the cultural aspects of promotion and appraisal, etc. There should be regular formal meetings of the mentor and mentee, ideally several times a semester but at minimum once per semester. The mentor should be recognized by the chair for this service during appraisal and review.
The need for mentoring for the purpose of career development and promotion does not end after the probationary period. Therefore, each Department’s and/or College’s mentoring plan shall include formal mentoring protocols to provide advice for Associate Professors to support their advancement and growth. (Feb 2020)