Are unproductive relationships in your faculty mentoring program going unchecked?
To see high rates of productivity, retention, and satisfaction in your early career faculty, you’ll need a well-defined mentoring program. How should you structure your program for success? What services should you provide, and how should you customize for your department, school, or campus?
Join us online to rethink your current faculty mentoring program or start building an intentional mentoring program from scratch. You will learn from Dr. David Kiel, who has helped create mentoring programs at The University of North Carolina at Chapel Hill in professional school units and Arts and Sciences departments. Drawing on his study of exemplary programs nationwide, he will share a comprehensive overview of effective mentoring programs – ones that resolve conflict and decrease faculty turnover.
- The Essentials of a Well-Defined Mentoring Program
- Seven key decisions to make
- Creating your own model
- Services Your Mentoring Program Should Include
- Five areas of support for early career faculty
- Clarifying what your faculty needs to be successful
- Quick Tips to Implement on Your Campus
Who should attend?
Anyone looking to design or improve mentoring programs for early career faculty will benefit from this session. Rather than addressing one specific problem of faculty mentoring programs, we will share more broadly the cornerstones of effective programs to help you benchmark yours.
Our training will apply to mentoring programs for both tenure- and non-tenure-track faculty, and we’ll offer examples from a range of higher education institutions, including both research-intensive institutions and community colleges.