2009 University-Wide Mentoring Scheme for Women

Information for Mentees and Mentors

Deadline for Applications:  Wednesday, 11^th March 2009 

·        Application Form for Mentees (pdf) (Word) 

·        Application Form for Mentors  (pdf) (Word)  

Mentoring is an arrangement where one person offers help, guidance, advice and support to facilitate the learning or development of another person.  Mentoring relationships occur in all aspects of life but are often a feature of organisational life where more experienced staff assist with the professional development of less experienced staff by offering on-the-job support, career advice, access to organisational knowledge and support in setting and reaching career goals.

2009 University-Wide Mentoring Scheme for Women

The University-Wide Mentoring Scheme, which is run every 2 years, involves matching individual women (academic and professional) with more senior staff members (female and male) who will then meet as pairs at regular intervals.  Prior to meeting as pairs, participants must complete a 3 hour preparation/training session.  Separate sessions will be held for mentees and for mentors.

Mentoring Scheme Timeline

·        Applications close Wednesday, 11^th March 2009

·        Mentor/mentee matches made between 20^th March – 9^th April

·        Preparation Sessions for mentees and mentors held between 23^rd April – 11^th May

·        Mentoring pairs meet regularly between mid May and early December

·        Program evaluated mid December

The following staff may apply to be mentees:

·        Female Academic staff Level A to Level E

·        Female Professional staff up to and including HEW Level 10A

The following staff may apply to be mentors:

·        Academic staff (male and female) at Level C (senior lecturer) and above

·        Professional staff (male and female) at HEW Level 7 and above

Benefits to mentees may include:

·        Developing new skills

·        Identifying areas for professional growth

·        More strategic career planning

·        Gaining or increasing knowledge of organisational culture, structure and processes

·        Access to new networks and contacts

·        Increased confidence in abilities

·        Increased job satisfaction

·        Enhanced career opportunities

Benefits to mentors may include:

·        Developing skills in coaching, modelling and listening

·        Enhanced self-esteem through recognition of professional abilities

·        Increased organisational knowledge, especially from the viewpoint of the mentee

·        Developing and demonstrating management skills

·        Enhancing leadership skills

·        Gaining a sense of satisfaction in assisting a more junior colleague to develop

·        Increased job satisfaction

·        Enhancing interpersonal skills

The benefits to an organisation in which mentoring relationships are encouraged and supported include:

·        Retention and development of talented staff

·        Cost effective way of developing employees’ skills

·        Developing potential leaders internally with good organisational knowledge

·        Utilisation and advancement of staff within the organisation

·        Increased productivity from staff who feel motivated and supported

·        Enhanced relations amongst staff

Time Commitment

Participating in the Scheme, as either a mentee or mentor, does not require a large time commitment.  Initially, you will need to set aside time for the 3 hour preparation session.  Feedback from previous programs has established that the mentoring partnership is more likely to succeed when both mentee and mentor have participated in a preparation session.  Following this, you can reasonably expect to meet with your mentor/mentee between 7 to 10 times between mid May and early December 2009.  

Mentee Preparation Session (3 hours)

The aim of this session is to assist mentees to develop a clear understanding of their role and the role of their mentor.  It will also help mentees to prepare an outline of what they wish to achieve through the mentoring partnership.  The session will cover the stages of a mentoring relationship and how to negotiate a mentoring agreement.

Mentor Preparation Session (3 hours)

The aim of this session is to condense a range of materials that clarify the roles of the mentor and mentee in a mentoring relationship, assist with developing effective mentoring skills and provide a model of mentoring to enhance the already considerable skills and knowledge of the mentor.

Why Mentoring for Women?

Monash University runs the University-Wide Mentoring Scheme for academic and professional female staff in support of equal employment opportunity for women.  The program aims to increase women’s access to mentoring relationships.  The continuing low representation of women at senior levels indicates an ongoing need to provide programs that specifically address the career needs of female staff. 

Supervisor’s Support

Mentees are required to seek support for their application from their supervisor to formalise their involvement in the Scheme and legitimise the time spent with a mentor.  Mentors are also requested to seek support from their supervisor, if required.  Please refer to the 'Information for Supervisors' document. 

Other Staff Development Programs

Monash University offers a broad range of staff development programs for academic and professional staff supporting organisational, team and individual learning through the Staff Development Unit.  Further details can be found at the Monash University Staff Development website.

Facilitator

Linda Betts, is the director and principal consultant of Linda Betts and Associates, a company that specialises in organisational cultural analysis, mentoring and coaching programs.  Linda has significant experience in providing tailored mentoring programs for a number of large, multi-site organisations, including other universities.

Applications 

• Application Form for Mentees  Pdf  Word
• Application Form for Mentors   Pdf  Word

 Please complete the appropriate form and send to:

Robyn Meyers

Project Officer

Women’s Leadership & Advancement Scheme

Equity and Diversity Centre

Building 55

Monash University Clayton

For further information contact Robyn Meyers by email or phone on 9905 5903.

We may need to limit the number of mentee/mentor teams in the Scheme.  Selection will be aimed at obtaining a balance in terms of departments, campuses, levels and academic and professional staff positions.