Transcript Faculty Mentoring Program(FMP) at University of Texas at

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“A lot of people have gone further than they could
because someone else thought they could.”
Unknown
7/22/2015
Material Research Society
Mentoring Program
MENTORING DEFINED
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Mentoring means Enduring in Greek.
Mentoring opens communication, breaks down barriers and fosters
cultural change.
A supportive, safe relationship for those seeking advice, guidance and
candid feedback.
A means of comparing and contrasting across departments.
A vehicle of professional development at any level.
A personal development process for both mentor and mentee.
A measure of the elements of cultural and diversity
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MRS MENTORING PROGRAM
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Mission
To establish a MRS Graduate Students Mentoring Program to
support the advancement of students in the STEM fields.
Goals
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Provide the opportunities to see what the Material Science offers as a career
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Increase graduate students success by providing opportunities through improved
access to information, professional development and networking opportunities.
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Provide opportunities for students to broaden their perspective about their career
choices.
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Provide venues for dialogue on the demands of work and family, the diverse issues
of teaching, research, publishing, and proposal writing.
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SUCCESS FACTORS
Develops a robust process for selecting and matching mentees and mentors.
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Incorporates a process for monitoring the participation and commitment of both
mentors and mentees.
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Assesses the roles and responsibilities of mentors and mentees.
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Provides informational seminars on topics of interest
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Develops metrics to measure success.
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Provides training, tip sheets, and e-mail updates.
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Develops a well-recognized mentor listing from MRS members.
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Develop a system of awards and recognition.
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CONTRIBUTING FACTORS FOR
PROGRAM DEVELOPMENT
Lack of recruiting /retention/ graduation strategies for multicultural and
Women in STEM fields
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Gender gaps in the STEM fields
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Lack of diversity in faculty/industry/ Gov. Labs leadership roles
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Insufficient opportunities for cross-collegial discussions on climate and
cooperation
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Misperceptions about career choices
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Challenges for URM and Women in STEM development and promotion
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GUIDING PRINCIPLES FOR PROGRAM
DEVELOPMENT
Build upon UTD Graduate Mentoring Program to increase the number of
underrepresented faculty.
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Promote the fulfillment of the MRS Diversity mission.
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Develop Metrics to measure periodic success.
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Benchmark best practices of mentoring programs.
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Identify visible program champion from the MRS board of Directors.
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Formulate a dedicated committee.
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Establish relevant resources.
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Create an effective mentor/mentee matching process.
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PROGRAM DESIGN ELEMENTS
Initial Pilot Program Spring 2013.
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Participation in the program is voluntary.
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One year commitment is suggested.
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Best practices mentor/mentees at MRS meetings.
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Matching of mentee/mentor pairs is based on similar interests and career
goals and it is driven by the mentee.
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Composition of the initial program2/3 Academic/Government and 1/3
Corporate.
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Training component commitment for mentees/mentors MRS Fall 2012.
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Status review/evaluation at 1 month, 4 months, and 1 year.
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Annual refresh of mentor/mentee pool.
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Periodic informational sessions for mentor/mentee at the MRS publication
and website.
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Lessons Learned forums for program expansion.
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COMPONENTS
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Website with information about the program orientation, registration,
matching system, mentor/mentee relationship expectations and speaker
series listings, links relevant career development, finding mentors with
similar personal interests.
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Programs Offer workshops
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Guidance and Information on the qualities of a good mentoring
ACANS (Academic Career Advancement
Network Series) for graduate students addressing how to prepare to
pursue a career as a faculty, at a Gov. lab, or Industry, mentoring strategies,
publishing, women-specific challenges, grants-manship and balancing
work/life family issues.
relationship, tip sheets and guide to the mentoring process.
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OVERARCHING BENEFITS
 Increased capacity for developing a highly qualified, diverse MRS
membership.
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 Enhanced hiring, retention and promotion of women and minority.
 Improved climate of collegiality and cooperation.
 Opportunity to nurture institutional leaders
For Mentor
For Mentee
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Assistance in defining career goals.
Improves success in achieving career goals.
Train for leadership positions.
Improves access to MRS resources.
Links to organizational structure and
culture.
Practical advice on balancing work/family
through workshops.
Enhances professional and personal
development.
Provides networking opportunities across
campus and beyond.
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Joint research potential.
Improves mentoring skills.
Satisfaction of helping a colleague, rolemodeling.
Improves networking potential.
Practical advice on balancing work/family
through workshops.
Provides professional and personal
encouragement and problem-solving
strategies.
Provides an opportunity to build talent in
the field.
Supports MRS diversity goals.
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WHO CAN PARTICIPATE?
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All MRS members
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Mentees
Mentor
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MRS or non MRS members.
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Have an active research program.
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Possess personal commitment for contributing to career development for
the MRS community retention and positive climate.
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Faculty, Corporate, and Govern staff from other institutions and corporate
professionals.
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ATTRIBUTES OF A SUCCESSFUL MENTOR
Commitment to the program
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Respectful of confidentiality of discussions with mentee.
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Maintains commitment to coaching and feedback.
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Strives to have good listening skills.
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Genuine interest for the mentees need for development.
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Maintains time commitment with mentee- minimum of one monthly
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meeting.
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Desire to share information, experiences and knowledge.
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Strives to make the mentee feel safe in expressing themselves.
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Provides advice and resources to help the mentee achieve their goals
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Provides networking contacts.
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ATTRIBUTES OF A SUCCESSFUL MENTEE
Commitment to the program
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Has a genuine desire to grow both professionally and personally.
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Respects the privacy of discussions with mentor.
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Accepting attitude towards mentor’s suggestions and feedback.
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Comprehends his/her career goals.
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Acknowledges responsibility for his/her own career advancement.
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Understands that the mentor/mentee relationship is a supplement to
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succession in career planning.
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ARE YOU READY TO BE A MENTOR?
(ASSESSMENT TOOL FOR MENTOR READINESS)
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I have valuable knowledge that I would like to share with others
related to research, teaching, surveys, publishing, networking and
proposal writing.
I want to contribute to the overall success of the university.
I am ready to make the commitment to participate in this program.
I would value the opportunity to develop my coaching skills.
I want to network across departments and with other professional
colleagues.
I wish to improve my skills of developing others.
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ARE YOU READY TO BE MENTEE?
(ASSESSMENT TOOL FOR MENTEE READINESS)
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I have identified my career goals and I am committed to
professional growth.
I have a plan to accomplish my goals.
I am ready to make the time commitment to participate in this
program.
I want to understand UTD’s organizational structure and culture
better.
I need practical advice on balancing the faculty workload with
conflicting demands of personal life.
I want to network across departments and with other professional
colleagues.
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ANTICIPATED OUTCOMES
Increase and retain the number of women and minorities in the STEM fields.
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Increase the number of women and minorities with graduate degrees.
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Increase the number of URM and women attending and presenting at the MRS
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Increase the number of URM and women in faculty positions
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Increase the diversity of MRS memberships.
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Improve the quality of the research from URM and Women in STEM fields
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graduate students.
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Create a strong support network for URM and women in STEM fields
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Provide awards and incentives for excellence.
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TIMELINE
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Core Committee assembled
Program Design
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Mentor Recruitment
Mentee Recruitment
Matching
Initial Training (Web based)
Kick Off or Official Inauguration of the Program
Workshop and Professional Development at the MRS
Tip Sheets
Monitoring (3, 6, months surveys)
First Year event with Lesson Learned
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