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Mentoring Academy

Mentoring Academy

About the Mentoring Teams

Who are the Mentees?

  • All assistant and newly appointed associate professors (Academic Senate and Federation) must have a
    Mentoring Team
  • Any faculty who requests a Mentoring Team can have one
  • As the Mentoring Academy progresses and grows, the definition of a mentee will expand to include other federation series and postdoctoral fellows.

What is a Mentoring Team?

  • A mosaic providing multidisciplinary expertise, skills, and outlook
  • The mentee plus 3-4 faculty members:
    • Department Mentoring Director (DMD)
    • Center Mentoring Director (CMD) for mentees with a significant Center association
    • mix of mentors from within and outside department is suggested
    • designated primary mentor
  • Team composition should reflect the mentee's career interests (clinical, research, education, leadership)

Roles of the Department or Center Mentoring Director

    UC Davis Health System Mentoring Academy Flow Chart
  • These key individuals will be the necessary administrative/executive link to ensure that a functioning team is in place and appropriate mentoring is occurring
  • Must be a member of the Mentoring Academy and qualify as a Master Mentor
  • Roles of the Department Mentoring Director (DMD)
    • help new faculty identify other potential mentors and guide mentee to resources
    • be part of the mentoring team
    • establish contract with primary mentors and mentee
    • for each mentee: track team membership, meetings, milestones (from contract), activities, feedback, outcomes, and evaluations in collaboration with the Mentoring Academy
    • liaise with chair/faculty to ensure mentor input is included in merit/promotion material and mentors get credit for mentoring activities
  • Roles of the Center Mentoring Director (CMD)
    • Partner with the DMD to accomplish the above for mentees having a significant Center association

Role of the Department Chair

  • Work with DMD to help new faculty identify potential mentors
  • Work with DMD and mentees to ensure well-rounded mentoring
  • Include quality and quantity of mentoring in annual assessments; give credit for mentoring roles of faculty
  • Be able to separate role as mentor from that as supervisor and administrative evaluator

Role of the Mentee

  • Take initiative/responsibility for identifying appropriate mentors (early and with help from DMD/CMD), meet with potential mentors to determine compatibility, and establish agreements with suitable mentors
  • Recognize when and how often mentoring input is needed and ask for it
  • Meeting frequency for new junior faculty:
    • Initially, with at least the primary mentor and the DMD: establish explicit goals (short and longer term) and set up contract (see below). Include information on meeting frequency agreement in contract.
    • Entire team meets at least once every year
    • Meet with at least one mentor every six months
  • File simple mentoring reports with DMD. This includes topics discussed, goals, and may include accomplishments, joys, frustrations, self-evaluation.
  • Seek additional mentors as needed, including ad hoc mentoring on specific topics

Mentor/Mentee Contracts

  • Contract is an agreement between mentee and primary mentor and de facto with other team members
  • Contracts are meant to be modifiable
  • Contracts establish expectations and responsibilities of mentee
  • Contracts establish expectations and responsibilities of mentor

When is the Mentoring Team formed?

  • For new faculty, offer letter should include contact information for DMD
  • Mentee should meet with DMD during first six weeks.
  • Ideally, the team should be established within the first six months by the mentee in consultation with the DMD; however, identifying the right personal fit can take mentoring
  • Team can change with time as needs and relationships change