Mentoring
Mentoring staff
Introduction and Background
The University of Derby recognises the importance of providing an effective induction to the establishment, its values and its activities. The purpose of our mentoring scheme is:
- To help staff with an effective induction to the University
- To provide guidance and support to part time staff to enable them to deliver high quality teaching and learning focused on the needs of individual learners
- To aid communication and share good practice.
The Mentoring Process
The word mentor originates from Greek mythology. Odysseus, King of Ithaca had a trusted friend named Mentor. When Odysseus left to fight the Trojan War he entrusted his son Telemachus to the care and direction of Mentor.
The Concise Oxford Dictionary definition of mentor is: 'an experienced person in an institution who trains and counsels new employees or students'. During the course of history the word mentor has become alike with trusted advisor, friend, teacher or wise person.
Research has shown that the most successful people have benefited from a relationship with an individual who has served as a mentor to them.
The purpose of the University's mentoring pilot is to provide part time members of staff with guidance and support to help them function and develop successfully in accordance with the demands of their role.
The mentoring scheme also impacts on the other University policies and procedures including:
- Staff Induction
- Quality Assurance
- Staff Review.
The Role of the Mentor
Individuals have been identified to represent all areas of the University. These staff will be trained as mentors. As soon as is practicable the Mentoring contract should be negotiated between the Mentor and the Mentee. The Mentor is responsible for introducing the Mentee to:
- The University and departmental procedures
- Campus layout, services and facilities
- Relevant colleagues.
Mentors should check that mentees are familiar with the documents:
- Staff induction
Following the first meeting with the mentor the mentee should complete the questionnaire. The next stage of the mentoring relationship is to encourage and support the mentee to help manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become a successful member of staff.
