Introduction
In September, 1998, the LSU Libraries began a formalized mentoring program to assist untenured faculty in meeting their promotion and tenure requirements. The first year served as a pilot project, and the results were evaluated as the second year began. A committee consisting of two tenured and one untenured faculty has been formed to administer the program.
The Participants
Any tenured faculty member can serve as a mentor, and while the participation of tenured faculty is vital to the success of the program, it is strictly voluntary. Tenured faculty will submit to the Committee the attached "Mentor" form, containing contact information, listings of their particular strengths or experience, and the maximum number of protegees they will accept.
All tenure-track faculty members are required to participate in the program until they have finished the tenure process. They will submit the attached "Protegee" form to the committee on which they will provide contact information, particular interests, and the names of preferred mentors, if any. General librarians may participate as protegees if they wish.
As new tenure-track faculty begin work at LSU Libraries, a peer partner will be assigned by the Mentoring Committee to assist with orientation and the process of requesting a mentor. After three months the new faculty member will submit a "Protegee" form and the Committee will match individuals into teams, subject to the review of the Dean. If a team proves to be unacceptable to one individual or the other, the coordinator will reassign the protegee. On the other hand, successful team relationships can carry on for as long as the individuals wish.
Mentors will not be teamed up with individuals who report to them directly.
The Process
1. Participants attended a training workshop on mentoring relationships in 1998. This workshop included a discussion of LSU's mentoring program. Workshops of this kind will be held periodically for program review.The Calendar
2. Teams will work together to develop a set of attainable research and service (not job performance) goals for the year. This should be done each January, and copies will be due to the Coordinator on February 1.
3. The mentor and protegee should agree upon the number of meetings they wish to have during the coming mentoring year.
4. The coordinator of the Mentoring Committee may call periodic meetings of all participants during the year to discuss the program and its effectiveness.
5. Protegees will write a brief report on their progress in meeting the goals set earlier in the year, and will include documentation of the meetings held. This will be turned in to the coordinator of the Mentoring Committee by December 15. The protegee may choose to share this with the mentor, but the Committee will keep it confidential.
6. In the past, a representative of the tenured faculty met with each untenured faculty member to discuss the results of the tenured faculty's annual review of progress toward promotion and tenure. Henceforward, the mentors will serve in this capacity.
The mentoring "year" will follow the calendar year. Calendar adjustments will be made for new faculty members.
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As needed - Committee distributes forms, makes assignments and notifies participants
February 1 - Teams meet to establish goals for the year and send to Coordinator
July 1 - Mentoring Committee and Coordinator named by Dean
December 1 - Mentoring year ends
December 15 - Reports due to from Protegees to Coordinator
