Leagan Gaeilge   Text Version   Display: Zoom (-) (+)   View ( Normal High contrast ) Printer Friendly  A to Z  Sitemap

Nui galway academic mentoring scheme

 

The Mentoring Process at NUI Galway

An overview of the mentoring process at NUI Galway can be found in the document attached below

The mentoring process at NUI Galway

(i) How to get involved

The mentoring programme at NUIG is open to all academic staff and all new academic recruits.  Staff who are interested in becoming mentors or mentees should consult with their College Dean, Head of School and the HR Office to support them through the process. 

Mentor Profile: The mentor is an academic who has a proven track record in research, teaching and academic leadership

Mentee Profile: The mentee is typically an early or mid career academic or a new recruit to NUIG

(ii) Support and Training

All new mentees and mentors will be offered mentoring support and training prior to beginning a mentoring relationship.  Further details on training will be available from the Organisation and Staff Development Unit

(iii) Pairing of Mentors and Mentees

Mentees will be able to select a mentor match based on a potential fit to their needs.  Mentees can select mentors from any school, college or discipline, subject to availability.  If the first choice mentor is unavailable, HR will offer support through pairing them with an alternative mentor. 

(iv) Mentoring Meeting Format

• At the beginning of any mentoring relationship, both the mentor and the mentee will agree and sign the NUIG mentoring contract.  This will include the ground rules and code of ethics
  
  
• It is the responsibility of the mentee to drive the mentoring relationship
  
  
• A suggested format and topics for discussion for the Initial Mentoring Meeting are attached
  
  
• The mentee's development goals and actions will be agreed early in the relationship and will then be progressed from that starting point
  
  
• The mentoring relationship typically continues for 12 months with scheduled quarterly meetings, unless there is mutual agreement between mentor and mentee that there should be greater frequency of meetings or if the relationship should last longer
  
  
• Although the relationship tends to be informal, a record should be kept of points discussed and actions agreed in the mentoring meetings.  A summary of actions and goals agreed in each meeting should be recorded on the Record of Mentoring Meetings form
  
  
• Occasionally a mentor and mentee do not ’click’.  This sometimes happens and there is no value in remaining in a mentoring relationship that is not working.  If the mentoring relationship is not working or cannot be sustained for any reason, there is no problem in asking the Organisation and Staff Development team to find alternative matches for either or both parties
  
  

(v) Follow-Up

• Following the natural end to a mentoring relationship, the Organisation and Staff Development team will arrange meetings with mentors to share general insights gained from the mentoring relationships and to identify any changes needed to the programme.  These discussions will not breach the confidentiality of the individual mentoring relationships
  
  
• Feedback will also be gathered from mentees via an online questionnaire.  Feedback will be analysed collectively and refinements to the process made, where appropriate 
  

    

• Disclaimer
• Privacy
• Copyright
• Accessibility