McGill University Faculty of Engineering

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McGill UniversityFaculty of Engineering

• Career Path Development
• Mentoring
• Lawrence Chen, Engineering

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Career Guidance and Mentoring

• Available to all faculty
• Goals of career guidance
• Improve success of junior faculty
• Ensure high morale and productivity
• Improve quality of departments and schools
• Goals of mentoring
• Help junior faculty adjust to new role and
  environment
• Help junior faculty communicate with experienced
  faculty members and the department at large on
  academic and faculty-related matters
• Help faculty in the development of their career
  path
• Nurture collegiality
• Participation in the mentoring process is
  informal and voluntary

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Levels of Mentoring

• Between colleagues
• Junior faculty are paired in a mentoring
  relationship with an experienced member of
  academic staff
• Between academic staff and the unit
  Chair/Director
• At least one individual meeting per year, usually
  around the time of merit evaluation exercise
  (performance review)
• Between academic staff and the Faculty (Deans
  Office)
• At least one group meeting per year
• Discussion on reappointment and tenure, as well
  as providing tips on preparing dossiers
• Individual meetings or consultations as necessary

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Benefits of Mentoring

• Facilitate transition into new role (and new
  culture)
• Understand formal and informal structures within
  the university
• Develop skills in a structured manner
• Increase professional and personal networks
• Reflection process

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Expectations of the Mentee

• Meet with the mentor at regular intervals
• Discuss candidly any issues of concern
• Personal matters and development
• Research, teaching, and service

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Expectations of the Mentor

• Meet with the mentee at regular intervals
• Discuss candidly and provide feedback on any
  issues of concern to the mentee
• Provide advice to the mentee on the paths to
  professional development and success
• Report to the Department Chair/Director
• General feedback on the mentoring process (no
  specific details required)

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Expectations of the Chair/Director

• Assemble list of potential mentors
• Oversee the mentorship relation and process
• Inform junior faculty members of the
  reappointment and tenure processes, as well as
  corresponding criteria
• Inform faculty members of the promotion process,
  as well as corresponding criteria
• Meet with faculty yearly

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Expectations of the Deans Office

• Ensure that junior faculty members are receiving
  proper guidance
• Review junior faculty issues
• Oversee the mentoring process at the Faculty level

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