Mentee Expectations and Benefits

Mentee Expectations2 

Expectations

Commitment Time: 1 year minimum, with anticipation that the mentoring relationship will extend beyond this minimum commitment.

Mentoring Meetings:

  • At least quarterly with Career and Content Mentors;
  • Monthly with primary Scholarly/Project Mentors and every 1-3 months for Scholarly Co-Mentors.

Qualifications:

  • Instructor or Assistant Professor rank. Clinical Affiliates are not eligible for this program at this time.
  • Genuine interest in receiving mentoring
  • Ability to establish a relationship based on equal responsibility and respect
  • Sensitivity to individuals of different cultural, gender, racial, and ethnic backgrounds
  • Ability to be discreet and keep confidences

Responsibilities:

  • Assume primary responsibility for your career and your own career development
  • Clarify mentoring needs and priorities, identify career goals
  • Commit to the time, emotion, and active participation required to make the mentoring relationship successful
  • Attend orientation and training sessions
  • Meet with mentor on a regular basis to establish working relationship
  • Provide feedback to your mentor
  • Respond to all requests for communication and information from Mentoring Program Manager, including phone calls, surveys and other mentoring related forms.

Benefits:

  • Receive guidance, encouragement, and intellectual stimulation
  • Enjoyment of the mentoring experience
  • Increased productivity
  • Professional growth
  • Personal growth
  • Friendship and support
  • Receive at least a Content-Specific Mentor and a Career Mentor

Mentor Position Descriptions

Content-Specific Mentor:

  • Senior faculty member from within department or section if one is available, otherwise from outside department
  • Provides speciality/discipline-specific career content expertise, information, development, and advice
  • Provides insight of department/section culture
  • Provides information about department/section expectations, role relations, resources, etc; "go to" person as a valuable "in-house" resource
  • To the extent possible, should not be mentee's direct supervisor or department chair/ section head
  • May or may not also be Scholarly Mentor; if not, should work with mentee to identify other senior faculty for that role, if desired.

Career Mentor:

  • Senior faculty from outside the department
  • Provides mentoring for overall career guidance, advice, development and support
  • Focuses on more global mentoring aspects of academic career (goals, activities, juggling priorities/efforts), transitioning into being a faculty member, transitioning to new community, making career choices/decisions, career promotion, work/life choices
  • Helps navigate through new general and political environment of academic medicine/science
  • Gives mentee broad overall perspectives
  • Helps mentee access campus resources
  • May or may not also be Scholarly Mentor; if not, should work with mentee to identify other senior faculty for role if desired

Scholarly/Project Mentor:

  • Responsible for developing a creative and/or independent scholarly/research specific project or career
  • Must have expertise in area of scholarship
  • May be more than 1 mentor to provide specialized content area or method expertise, e.g., biostatistics (Scholarly Co-Mentors); if >1, one of the Scholarly Mentors serves as the primary Scholarly Mentor
  • May be identified by junior faculty, Department Mentoring Facilitator, or Office of Faculty Development
  • May be inside or outside mentee's department
  • Meetings should occur as frequently as needed, but at least monthly for primary Scholarly Mentor; every 1-3 months for Scholarly Co-Mentors

Quick Reference

JUMP
Steven M. Block, MBBCH
Senior Associate Dean for Faculty Affairs and Career Development

336-713-5074

jump@wakehealth.edu

Rita Groce
Program Manager

336-713-5074

jump@wakehealth.edu

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Last Updated: 01-28-2014
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