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Administration of the Mentoring Program
- Mentors are
volunteers from a pool of highly respected and successful professionals
who have chosen the role on the basis of their availability and
interest. Criteria considered in accepting mentors into the program
are he/she :
- Is considered
a role model in their position or area
- Has obtained
the respect of others at the university
- Has and
is willing to commit time to be a mentor
- Possesses
the knowledge and influence needed to be a mentor
- Possesses
good interpersonal communication skill
All mentors
must participate in a mentor training workshop.
- Match
Process:
- A Mentoring
Program Team member (listed on front cover) covers the highlights
of the Mentoring Program during an orientation session with
a new or transferring employee and indicates that a mentor will
be offered. The employee is given a program application form
and a brochure/flyer on the program.
- When the
mentoring application form is received from either a new, transferring,
or current employee, a member of the Mentoring Program Team
contacts the employee by phone or email to give detailed explanation
of the program, determine any special needs or interests, and
discuss the employee’s goals and expected outcomes for the program.
A short one-on-one meeting may be set up to have the employee
expand on their goals and expectations if necessary.
- The employee
participates in "Mentee Training" on a group or one-on-one
basis, depending on availability.
- A member
of the Mentoring Program Team reviews the list of available
mentors and recommends one or more potential mentors. The employee
makes the final choice considering:
-similarity
of backgrounds
-similarity
of interests
-areas
of expertise/strengths of the mentor
-same
college or division if a new or transferring employee
-mentor
is outside mentee’s line organization
- priority
consideration is given to a mentee who requests a specific mentor
and vice versa
- the program
match process allows for "spontaneous" matching of mentor/mentee
if a mutual professional relationship has evolved
- Although
the mentee makes the first contact with the mentor, the mentor
is given the name, location, phone and email of their mentee by
a member of the Mentoring Program Team.
- Mentor
and mentee are officially matched for a period depending on the
goals of the mentee. Mentoring may continue after that time or a
mentor may be matched with another mentee.
- Orientation
goals = 3 - 6 months
- Growth
& Development goals = 6 months - 1 year
Continued participation
by the mentee after the initial mentoring period is voluntary. He/she
can also be matched with another mentor if desired.
- The
mentor and mentee will jointly determine objectives and expectations
for the relationship by completing a "Goals Form" that
is only shared by the two of them.
- In the beginning,
mentors will take a more active role in establishing the mentor/mentee
relationship. Over time, the mentor should encourage more individualism
and help guide the mentee into more independent thought and action.
- The Mentoring
Program Team will remain in contact with the mentor and mentee to
evaluate the progress of the mentoring relationship. Additional
workshops beyond the initial training will be offered to both mentors
and mentees on various topics of interest. Additional support for
mentors will be offered to improve their mentoring skills.
- The mentoring
relationship is based on trust, honesty, and truthfulness. Information
shared within the relationship is handled with discretion and with
respect to privacy. The mentee will only use the mentor’s authority
with the mentor’s consent, and the mentee will only communicate
his/her knowledge of the mentee to other parties with the mentee’s
consent.
The mentor-mentee
relationship is not to be construed as a counseling relationship
however. The mentor is not trained as a mental health professional.
Accordingly, assessment of mental health problems or cause to
believe that such problems exist is not considered part of the
mentoring relationship. Confidentiality will be honored in the
spirit of the law
For the well
being of the university community however, respect for privacy cannot
be offered in the following situations:
- The mentee
talks about suicide
- The mentee
discusses intentions to harm another person
- After
one month, the mentor and mentee will be contacted by a member of
the mentoring team to ask if they are suited for each other. If
the match is not working beyond that time, the mentor or mentee
should feel free to contact the program coordinator, Beth Heuer,
for reassignment.
- If the
mentee fails to contact and/or meet with the mentor after repeated
requests, and vice versa.
- If unexpected
personal circumstances impede the ability to function effectively
in the mentor/mentee role.
- The goals
of the mentee have been met with the mentoring relationship.
- The mentor
is not able to help the mentee meet his/her goals for the program.
- If either
the mentor or mentee wants to continue in the program but wants
a new match.
Referral
Procedures
(found
at http://www.uwosh.edu/handbook/
)
The following
sections of the Faculty & Academic Staff Handbook are
to be used by the mentor in referring a mentee to the appropriate
representative in cases of potential complaints:
I. Sexual
Harassment Policy
GEN 1.19,
pp. 145-148
Definition:
"Sexual harassment is a form of sex discrimination. It occurs
in a variety of situations which share a common element: the inappropriate
introduction of sexual activities or comments into the work, learning
or living situation. Often, sexual harassment involves relationships
of unequal power, and contains elements of coercion--as when compliance
with requests for sexual favors becomes criterion for granting
work, study, or grading or other benefits. However, sexual harassment
may also involve relationships among equals, as when repeated
sexual advances or demeaning verbal behavior have a harmful effect
on a person’s ability to study or work in the academic setting.
. ."
GEN 1.19D
Procedures (p. 147) "Inquiries may be addressed to the following
persons: Director of Affirmative Action, Sexual Harassment Access
Persons, Dean of Students, department chairs, deans, and other
administrative officers or directors."
II. Racist
and Discriminatory Conduct Policy
GEN 1.17, pp.
139-141
Definition:
"Racist or discriminatory conduct means intentional conduct,
either verbal or physical, that explicitly demeans the race, sex,
religion, color, creed, disability, sexual orientation, national
origin, ancestry, or age of an individual or individuals, and
that either: (1) has the purpose or effect of interfering with
education, university-related work, or other university-authorized
activity of an university student, employee, official or guest;
or (2) creates an intimidating, hostile or demeaning environment
for education, university-related work, or other university-authorized
activity."
GEN 1.17C Complaint
Procedures (p. 140)
(3) "Informal
complaints or expressions of concern about possible racist and other
discriminatory conduct . . . may be addressed to the University’s
Director of Affirmative Action."
(4) Formal
Complaint Procedures.
(b) Faculty
(c) Academic
Staff
(d) Classified
Staff
III. Complaints
Chapter Sixteen,
pp. 353-355
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