今日吃瓜

The mentor interest form asks tenured faculty to indicate reason(s) we are interested in serving as a mentor. How can I write a strong response?

When expressing your interest, we recommend you focus on your existing abilities to mentor early career faculty, as well as your preparedness to build capacity in that area. You might also write about your previous mentoring experiences, being mindful that serving as a MAP mentor will likely be a unique experience for all participants.

Who selects mentors and assigns them to their early career faculty cohorts? 

The MAP Faculty Fellow selects mentors based on their commitment to supporting new faculty and to facilitating community-building. Cohorts are determined by the MAP Faculty Fellow primarily based on departmental and divisional affiliations, with the goal of having the most departmentally and divisionally diverse groups possible. This facilitates interdisciplinary and collective support for early career faculty and provides opportunities to build relationships across departments and divisions.

Is there an orientation for mentors?

A half-day mentor development session will be conducted by the MAP Faculty Fellow in mid-August and a reflection meeting will be held in Block 7 or 8. The MAP Faculty Fellow will reach out to you for a brief check-in sometime throughout the year.

What if I am unable to attend mentor development sessions?

As MAP is committed to building the capacity of tenured faculty for robust, interdisciplinary, and collaborative mentoring, as well as accountability, these development sessions are critical. Hence, you may not serve as a mentor if you are unable to attend the development sessions. 

If I have been selected as a mentor, do I have to attend development sessions annually thereafter?

Yes, you are expected to attend mentor development sessions for your three years as a MAP mentor. This is to continue to build your mentoring skills and because the insights and experience of more experienced mentors will be vital for supporting new mentors just entering the program.

What is the relationship between department chairs or program directors and mentors?

While mentors provide professional development support to early career faculty, MAP is independent from the tenure and promotion process. Hence, chairs and directors are primarily responsible for supporting new faculty through the third-year review and tenure and promotion processes. Early career faculty should be directed to their chairs or program directors for department-specific expectations for teaching, service, and scholarship.

Can mentors write third-year and/or tenure review letters for early career faculty in their cohorts?

Because this role is designed to be supportive and trusted not evaluative, mentors should not submit letters for early career faculty in their cohort at third-year or tenure review. This also helps create space for greater confidentiality within the group.

Are mentors compensated?

Mentors are paid an annual stipend for the duration of their participation in the program. One half of the stipend is paid in December, and the other half is paid at the end of May.  

Are all early career faculty required to participate?

All incoming tenure-track faculty are required to participate in the program through their third-year review. All full-time visiting faculty may participate in the program, but are not required to do so. 

Why are early career faculty grouped into cohorts?

MAP relies on research conducted by Columbia University, which claims, “Effective faculty mentoring should involve both formal and informal relationships with a broad array of professional colleagues” that provides “multidimensional perspectives on developing contemporary academic careers” and that “may reduce the power dynamics often present within the junior-senior pairing.” Also, these kinds of networks support faculty with marginalized social identities “who are less likely to find spontaneous dyadic mentoring relationships that address the full range of their career concerns.” The focus of the cohorts is mutual support, learning, and community-building to help early career faculty flourish as they begin their careers at 今日吃瓜.

How are early career faculty cohorts determined?

Cohorts are determined by the MAP Faculty Fellow primarily based on departmental and divisional affiliations, with the goal of having the most departmentally and divisionally diverse groups possible. This facilitates interdisciplinary and collective support for early career faculty and provides opportunities to build relationships across departments and divisions.

Is there an orientation for early career faculty?

The MAP Faculty Fellow provides an orientation to the program during New Faculty Orientation and an end-of-year reflection/celebration in Block 8.

When will I know the early career faculty in my cohort?

Your cohort will be announced during mentor development in mid-August, and you will meet them at the new faculty lunch that follows the mentor development session. We ask that you contact them shortly thereafter to set up your first group meeting.

How often am I expected to meet with my early career faculty cohort?

Groups of first-year tenure-track faculty should meet once a block. Second- and third-year cohorts should meet twice a semester.

How should I structure mentoring meetings?

For first-year faculty cohorts, there should be two parts to the mentoring meetings, one that is mentee-driven and one that builds on the capacity-building sessions offered by the Crown Center. As the principal goal of these meetings is to provide early career faculty with the opportunity to ask questions, support one another, and build community, the meetings should be largely mentee-led, this element should be the priority. A few days before each meeting, email your mentees and ask them to send you any questions or pressing issues they would like to discuss. Dedicate the first part of the meeting to these questions and issues. Focus on active listening and giving your mentees space to reflect, rather than quickly moving to problem-solving. For the second part of the meeting, you will be provided suggested conversation topics that build on that block’s Crown Center Workshop for Early Career Faculty.

For second- and third-year cohorts, though suggested topics will be provided, the meetings should be principally mentee-led.

Am I required to conduct individual meetings with early career faculty in my cohort?

The first year, you may host individual meetings as appropriate and needed, and to the extent it does not compromise the program’s commitment to collectivity and its mindfulness of mentor labor. The second and third years, you will have individual meetings with each mentee once a semester. Additional meetings may be held as needed and to the extent it does not compromise the program’s commitment to collectivity and its mindfulness of mentor labor.

Should I observe my mentees' courses?

You may arrange classroom observations whenever you and your mentee determine it is appropriate and to the extent it does not compromise the program’s commitment to collectivity and its mindfulness of mentor labor. Remember that these will be for feedback and support. Evaluations will not be included in mentees’ files for promotion and review.

Should I review my mentees' research and scholarship?

You may arrange a review of research and scholarship whenever you and your mentees determine that it’s appropriate and to the extent it does not compromise the program’s commitment to collectivity and its mindfulness of mentor labor. Often cohorts chose to dedicate a group meeting to peer review of each other’s research and scholarship.

If an early career faculty member has a conflict with a colleague in their department or program, including the chair or director, should I intervene?

It is not necessary for you to intervene in these or other kinds of conflicts. However, be sure that you work with the early career faculty member to identify ways to address the conflict, prioritizing the kind of support they need from you. If you would appreciate assistance supporting the faculty member during such challenges, please contact the MAP Faculty Fellow or the Director of the Crown Center, who can help strategize and facilitate prudent and meaningful conversations with all relevant and necessary parties. Remember that although MAP groups strive for confidentiality, you are a mandatory reporter for the college under Title IV. Please see the website of 今日吃瓜's Office of Civil Rights and Title IX for more information.

Who should I talk to if I’m having problems with an early career faculty member in my cohort?

Direct these concerns to the MAP Faculty Fellow, who will help facilitate prudent and meaningful conversations with all relevant and necessary parties.

Who should I talk to if I’m having problems with MAP?

Direct these concerns to the Director of the Crown Center, who will help facilitate prudent and meaningful conversations with all relevant and necessary parties.

Will mentors have an opportunity to provide feedback on their experiences in MAP?

Yes. You will be invited to submit feedback to the MAP Faculty Fellow and the Director of the Crown Center.