Mentor Expectations, Benefits, and Position Descriptions

Mentor Expectations 


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

Mentoring Meetings: At least quarterly; more frequent for Scholarly/Project Mentors (see below)


  • Associate or Full Professor rank
  • Sincere desire to be personally involved with junior faculty members to help them achieve their career and professional development goals
  • Ability to clearly communicate both openly and without judgment
  • Ability to actively listen, advocate, provide advice and constructive feedback
  • Ability to establish a relationship based on equal responsibility and respect
  • Practical problem-solving skills and ability to suggest options and alternatives
  • Sensitivity to individuals of different cultural, gender, racial, and ethnic backgrounds
  • Ability to be discreet and keep confidences 


  • Commit to the time and emotion required to make the mentoring relationship successful
  • Attend orientation and training sessions
  • Meet with mentee on a regular basis to establish working relationship and to support mentee in their career and professional development goals
  • Assist mentee in solving work-related and other issues that interfere with their success in academic medicine and science
  • Fill out all related mentoring forms and surveys as requested.


  • Satisfaction, joy and pride of seeing another person grow and succeed
  • Enjoyment of the mentoring experience
  • General faculty improvements
  • Success and recognition from mentee's work
  • Increased productivity
  • Professional growth
  • Personal growth
  • Friendship and support
  • Fulfillment of an obligation

Program Description

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 direct supervisor or department chair/section head
  • May or may not be a 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

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


Rita Groce
Program Manager


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Last Updated: 04-11-2014
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