Administrative procedures for recruitment in hiring tenure-track faculty adhere to the same procedures of the different academic units. However procedures to administer the university-wide mentoring program involve several features designed exclusively for this program.

Because the Minority Faculty Mentoring Program is designed for the benefit of the junior faculty, the mentee should take considerable responsibility for making the relationship work. The mentee will choose the mentor, and is expected to contact the mentor to set up the first meeting. Here, both parties should reach a clear understanding of what they expect from each other. They should agree on the frequency, duration, and place of meetings, and the availability of the mentor.

Possible mentees and mentors are asked to complete a Mentee or Mentor Informational form if they wish to participate in the mentoring program. The form includes a description of the role of the mentor, and several questions regarding the nature of the mentoring relationship. Questions regarding the information form should be directed to the Senior Faculty Associate for Underrepresented Faculty, Professor Cora Ann Presley at After the mentoring pair has been established, the mentor and mentee will be asked to provide short statements no longer than a page in length giving the objective(s) of the mentoring relationship tailored to the needs of the mentee, and how they plan to achieve them. The formal mentoring relationship is anticipated to last for one year, but may be extended or terminated at the request of either member of the team, without need to state a reason. In cases of changing commitments, incompatibility, or where the mentoring relationship is not mutually fulfilling, either the mentee or mentor should seek confidential advice from the Senior Faculty Associate for Underrepresented Faculty. The mentee, in any case, should be encouraged to seek out additional mentors as the need arises.

Office for Underrepresented Faculty