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| Full Citation |
| Material Information |
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Title: |
Smathers Libraries mentoring program |
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Physical Description: |
Training session |
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Creator: |
Swanbeck, Jan
Smith, Bonnie |
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Publisher: |
George A. Smathers Libraries, University of Florida |
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Place of Publication: |
Gainesville, Fla. |
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Publication Date: |
2011 |
| Notes |
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Abstract: |
The focus of this session is on the following two areas:
1. the Libraries’ current mentoring program process and documentation, with a brief history of mentoring in the Libraries
2. mentor/mentee best practices and tips for a rewarding relationship |
| Record Information |
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Source Institution: |
University of Florida Institutional Repository |
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Holding Location: |
University of Florida |
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Rights Management: |
All rights reserved by the source institution and holding location. |
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System ID: |
AA00004598:00001 |
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| Downloads |
This item has the following downloads:
( PDF )
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| Full Text |
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PAGE 1
Mentoring Program Smathers LibrariesBonnie Smith Assistant Program Director Human Resources Jan Swanbeck Chair, Government Documents and Maps Library
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Be able to describe the current Smathers mentoring process Understand the goals of the mentoring program Identify 3 best practices to bring to your mentor/mentee relationship Learning Objectives
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Brief History of Mentoring in the Libraries Libraries Current Process The Value of Mentoring Mentor/Mentee Best Practices Questions Agenda
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1990s Informal Mentoring by the Tenure Support Group 2003 Mentoring required by UF 2004 Mentoring Program formalized by Libraries 2009 Mentoring Program revised after discussion groups and survey 2010 Approved by Faculty Assembly and implemented University of Florida Libraries Mentoring Program History AGENDA History Process Value Best Practices Questions
PAGE 5
70% of mentees wanted extension to award of tenure More structure Trainings/workshops Process for evaluating mentoring relationship Opportunities to socialize/informal gatherings University of Florida Libraries Mentoring Program Survey AGENDA History Process Value Best Practices Questions
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Formalized goals Formalized mentor selection process Added signed Mentoring Agreement Formalized the feedback Extended eligibility to staff pursuing or holding a degree in librarianship Changed duration of relationship usually 6 years until end of tenure process Changes implemented AGENDA History Process Value Best Practices Questions
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http://www.uflib.ufl.edu/Pers/cdh/ University of Florida Libraries Mentoring Program Process AGENDA History Process Value Best Practices Questions
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No matter what you do or how busy you are, you were new to the profession once, in need of support. Were you fortunate enough to have someone to welcome and guide you?Aniko Halverson Nijhoff American Libraries Magazine July/August 2011 Food for Thought AGENDA History Process Value Best Practices Questions
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Compliance with University regulation Fosters personal and professional growth Easier socialization and communication for new hires Additional support for staff development Improved quality of professional engagement Improved leadership skills Opportunities for information exchange Higher retention of employees Greater organizational stability The value of library mentoring For the Libraries AGENDA History Process Value Best Practices Questions
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Sharing knowledge and expertise Improved leadership skills Opportunities for information exchange Opportunity to stay current in the field Sense of satisfaction New professionals career Service to the profession Increased job satisfaction The value of library mentoring For the Mentor AGENDA History Process Value Best Practices Questions
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Integration into the work environment Assistance prioritizing responsibilities Tenure and Promotion guide reviewer Socialization into scholarly community Greater success for tenure & promotion Confidential advice outside supervisory structure Advocate and supporter Increased job satisfaction The value of library mentoring For the Mentee AGENDA History Process Value Best Practices Questions
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every mentor has a different view of what constitutes the mentoring role, no two mentors undertake this important task in the same way. no two junior faculty have the same understanding of mentoring, nor have the same idea of what to expect of the [] relationship, nor have the same needs. Administrators charged with the creation and assessment of mentoring programs also differ in their definitions of mentoring and indices of success University of Maryland A Guide for Mentors (and Mentees) Food for thought AGENDA History Process Value Best Practices Questions
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Orientation Supervision A friendship (only) A guaranteed path to tenure etc.. A guarantee of success A substitute for training Complete support no matter the issues, activities, performance Alternative way to communicate with supervisor or supervisor to communicate with employee Mentoring is not AGENDA History Process Value Best Practices Questions
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Meet early on Become acquainted Define expectations and greatest needs Set some clear goals Complete the Mentoring AgreementKeep communication open Stay in touch formal/informal calendar appointments Be available be proactive & responsive Share personal/professional Prepare for your meetings Address misunderstandings as they arise Best Practices AGENDA History Process Value Best Practices Questions
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Mentor Construct a framework for your mentoring agreement Assist in identifying professional service activities Assist in balancing professional responsibilities, service and scholarship Be encouraging Be honest constructive feedback Be aware of the T&P process/deadlines and mentors role Best Practices AGENDA History Process Value Best Practices Questions
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Mentee Be proactive this is your career Construct a framework for the mentoring relationship what do you need, what format (how) and when? Share your vulnerable areas/anxieties Share your performance goals annually Be prepared to accept honest feedback Engage your mentor Best Practices AGENDA History Process Value Best Practices Questions
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What are your strengths? What are you most anxious about? What expectations do you have for this relationship? When do you think you will need the most coaching/feedback? How would you like to give and receive feedback? How will you determine if your relationship is meeting expectations? Best Practices Tool AGENDA History Process Value Best Practices Questions
PAGE 18
Take a few minutes to think about 3 new best practices that you will bring to your mentee/mentor relationship. Food for Thought AGENDA History Process Value Best Practices Questions
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Questions? AGENDA History Process Value Best Practices Questions
PAGE 20
Resources used: Educause Mentoring Kit ACRL Mentoring Tip Sheets Vincent J. Novara, Phillipa Brown, M. Jane Williams. Mentoring when Librarians have Faculty Status. Information Resources Management Association Diana Farmer, Marcia Stockham and Alice Trussell Revitalizing a Mentoring Program for Academic Libraries Center for Research Libraries 70.1 (January 2001): 8-25 SELA Mentoring Program Rutgers University Libraries Mentoring Program Julie Todaro. The Mysteries of Mentoring: The Perfect Mentor and Perfect Mentee LLAMA San Diego January 2011 Pre -Conference Thank you AGENDA History Process Value Best Practices Questions
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