Office of the Provost

Faculty Mentoring

download the mentor handbook

 

What is Mentoring?

Mentoring is often cited in the higher education literature as one of the few common characteristics of a successful faculty career.  Definitions and practices of mentorship for university faculty all place value on a relational process that provides learning and development necessary for faculty to enhance their overall scholarship and career success.

Overall Objectives of Mentoring

  • To foster academic and professional growth
  • To share knowledge about department and institution-specific standards and practices, as well as discipline-specific academic and career guidance
  • To offer feedback and ideas to enhance academic performance, disciplinary leadership, and career development

Benefits of Mentoring

BENEFITS TO MENTEES

  • Increased productivity, including more publications, grants, and an increased likelihood of publishing in a top-tier journal
  • Knowledge of the informal and formal rules for advancement
  • Enhanced tenure and promotion prospects
  • Increased sense of support for their research  
  • Heightened teaching effectiveness
  • Higher career satisfaction
  • Additional recognition and encouragement, with lower feelings of stress and isolation
  • Greater sense of fit – especially for women and faculty of color – which has been shown to be critical to job satisfaction and retention
  • Constructive criticism and informal feedback
  • Better balancing of teaching, research, committee work and other responsibilities
  • Improved access to career development opportunities
  • Demystifying departmental, college, and university culture
  • Access to important connections and enhanced visibility

BENEFITS TO MENTORS

  • Satisfaction in assisting the development of a colleague
  • Sense of contribution and accomplishmentRevitalized interest in their work
  • Exposure to fresh ideas and new perspectives
  • Satisfaction of contributing to overall climate change
  • Promoting a network of colleagues/an intellectual community

BENEFITS TO THE INSTITUTION

  • Increased organizational commitment
  • Higher productivity and job satisfaction
  • Better retention of faculty
  • Advance a more positive organizational climate
  • Social equity and diversity
  • Organizational learning

(Corcoran & Clark, 1984; Melicher, 2000; Trower 2012; Zellers et al. 2008)


 

mentoring


Rocket Mentoring Programs

The Rocket Mentoring Program is a new coordinated and comprehensive approach to providing various support and resources to UToledo Faculty. The goal of this initiative is to improve faculty success through matching faculty to a variety of programs and resources available throughout the university. Each of the resources are designed to meet the various needs of faculty in their professional development from assistant professor to associate professor and progressing on to full professor.

UToledo Tenure And Promotion Program

UToledo Associate to Professor Program (ATP)

UToledo Scholars Institute Program (SIP)

The Future of Higher Education Forums

UToledo Under-Represented Faculty Mentoring Program

UToledo Women's Mentoring Network

UToledo Launch Committees


 

UToledo Tenure And Promotion Program 

The UToledo Tenure and Promotion Program is a collaborative program between the Office of the Provost and the Faculty Senate. This program is designed to assist those faculty seeking either tenure or promotion to Associate Professor.

The goal of this program is to provide a series of workshops that provide faculty useful information that can be used to prepare for the tenure and promotion process including the development and submission of the faculty dossier.

A series of instructional workshops will be provided on a yearly basis to address various topics related to the tenure and promotion process.

The following is a listing of the workshop topics and the month they will be provided:

September: Understanding the UToledo tenure and promotion process and the collective bargaining agreement 

October: Constructing dossier narratives

February: Dossier submission and selecting external reviewers


UToledo Associate to Professor Program (ATP)

The UTOLEDO Associate to Professor program (ATP) is an opportunity designed to help prepare associate level faculty members to be promoted to the rank of full professor. Participation in the ATP program is open to all tenured faculty who are interested in going up for promotion in the fall. Preference will be given to those applicants who have been at the rank of associate professor for seven years or more. Participants in the ATP program will receive guidance in developing goals and a timeline for obtaining promotion, understanding college and department elaborations, examining progress towards promotion, and developing an updated dossier. Other topics will be selected based on the interests of the participants.

The  ATP program will convene in September, followed by twelve monthly sessions, and concludes in September the following year. Selected participants will meet once per month with their assigned mentor. Participation will be limited to 15 faculty members, and the monthly meetings will be scheduled based on the faculty member’s and mentor’s availability. In addition, there will be four quarterly meetings with all ATP program participants to discuss such issues as the benefits of being a full professors and overcoming barriers. 


UToledo Scholars Institute Program (SIP)

This opportunity is designed to help prepare researchers with preparing successful grant proposals and developing a fundable research program. Participation in the institute is open to all non-tenured faculty members who are within their first four years of hire. 

Participants will acquire broad perspectives and specific advice for developing an externally funded research program.

Topic areas include:

  • Preparing for grant submissions
  • Identifying external sources of funding
  • Effective proposal writing & the review process
  • Budgets & proposal research goals
  • Accessing UToledo resources
  • The proposal submission process
  • The award process & sponsor requirements 

At the conclusion of the workshops, all participants will provide a two-page draft proposal summary and will participate in peer-review of participant proposals.

Other topics may be selected based on the interests of the selected participants.

Who may participate?

  • Participation is open to all faculty and postdocs.
  • Participation will be limited to 35 faculty members.
  • Preference will be given to those who have not previously participated in SIP.

For further information.

For additional information regarding the SIP Program, please contact Dr. Constance Schall, associate vice president of research and sponsored programs, at constance.schall@utoledo.edu


THE FUTURE OF HIGHER EDUCATION FORUMS

At the University of Toledo, being prepared for the future of higher education is key to our long-term success. By advancing and readying our faculty in research, teaching, service, and leadership we advance the mission of the university and ensure UT makes a difference in the lives of people and improves the human condition.  UT has a responsibility to facilitate this by encouraging relevant, accessible, and comprehensive professional development for all faculty around pertinent issues in higher education. The best resources we have, are our own faculty experts.

The Office of the Provost in collaboration with the Office of Diversity and Inclusion, and the University Teaching Center is pleased to announce the second year of Future of Higher Education Forums. This program seeks participation and expertise from UT faculty in providing a platform for conversation in various topical areas impacting faculty and student success. Learn more.


UToledo Under-Represented Faculty Mentoring Program

The UToledo Under-Represented Faculty Mentoring program is for under-represented minority (URM) faculty and provides formal opportunities for mentoring beyond what is available at the department level.  This program is structured to offer the formation of mentor-mentee pairs, social events for junior faculty to engage in networking and group mentoring through workshops that present information uniquely tailored for URM faculty.  A  Faculty Mentoring Committee oversees the administration of the program and provides assistance to pairing mentors and mentees.

The Faculty Mentoring Committee for the program are designated to assist the university to help retain URM faculty, which is aligned with the University of Toledo’s Diversity and Inclusion Plan. The mentoring committee monitors the mentoring pairs and evaluates the success of the mentoring match and needs of the junior faculty member. The committee is co-chaired by the vice president of diversity and inclusion and the vice provost for faculty affairs. Each college dean will appoint one committee member to represent their respective college to the Faculty Mentoring Committee.

Diverse mentors provide the mentee with informal advice about the areas of teaching, research, and service, and assists the mentee to establish a professional network at UToledo and in the community. Both lecturers and tenure track faculty are eligible to participate. Participation is completely voluntary for both mentors and mentees. The mentee may remain with this original mentor indefinitely or may add another mentor at any time based on their needs. 


UToledo Women’s Mentoring Network

The UToledo Women’s Mentoring Network seeks to retain and support women faculty and staff across campus. Women faculty and staff who would like a peer mentor are asked to complete a brief online form here outlining their professional and personal interests.

Each participant is paired with a senior faculty or staff member who shares similar interests and has volunteered to serve as a mentor. This mentee/mentor match does not replace the department’s own mentoring programming but rather, it builds upon the work of departmental mentoring relationships. Senior faculty or staff members interested in serving as a mentor should fill out a brief online form to express their interests and willingness to serve.

In addition to pairing women mentees with mentors, there will be regular events sponsored by the Office of the Provost. Such annual events include: 

  • Mentoring Breakfast: attendees learn about the program, including the roles of mentor and mentee, receive information about mentoring resources and share tips about effective mentoring 
  • Coffee and Conversations: Various speakers will present each semester on issues of interest to women faculty. Time will also be offered to network with other women across campus

UToledo Launch Committees

As part of the comprehensive mentoring program at UToledo, Rocket M.A.T.C.H the Office of the Provost provides mentoring launch committees for first-year tenure track faculty members and first-year basic science faculty members at UTMC.  It is important for the university to assist in acclimating and helping the first-year faculty feel included.  By doing so, there will be increased job satisfaction, productivity, retention and institutional commitment.  While the focus of the mentoring program is on first-year tenure track faculty, the department chairs can request a mentor or a launch committee for other faculty members and these requests will be considered on a case-by-case basis.

COMPOSITION OF LAUNCH COMMITTEES

Each launch committee consists of a member of the Provost staff or designee, the faculty member’s department chair, a senior faculty member from the same department as the mentee, and a senior faculty member from outside of the mentee’s department in a similar or related field.  

PROCESS FOR THE MENTORING LAUNCH COMMITTEES

  • The department chair establishes the launch committee members no later than the first week of October each year.
  • The launch committee members and the mentees are introduced to the objectives of the mentoring process, a mentoring contract, the proposed timeline, and suggested agenda items for the mentoring meetings.  They will receive the UT Mentoring Handbook with additional resources.
  • The first launch committee meeting takes place no later than the first week in December each year.
  • Additional launch committee meetings take place at least one more time during the academic year.
  • Informal mentoring conversations are encouraged to continue to take place beyond year one. 

ASSESSMENT OF THE MENTORING PROGRAM

  • At the conclusion of the first year, feedback from the mentees will be obtained through an assessment instrument.
  • Changes to the program will be made, based on the assessment. 

For additional information contact Dr. La Fleur F. Small, Vice Provost for Academic Administration and Faculty Affairs at lafleur.small@utoledo.edu


 

Last Updated: 10/4/21