The Provost’s Office is committed to the success of our faculty. Part of this success can be aided through formal mentoring programs for full-time junior faculty that address their professional needs. Full-time junior faculty from underrepresented groups may benefit from additional opportunities for constructive support and guidance from senior colleagues.
The Mentoring Program for Diverse Faculty administered by the Vice Provost for Faculty, Arts, Humanities & Diversity, adds a resource to those already provided by the university and individual schools. It aims to enable colleagues from underrepresented groups to realize their full aspirations at the University, and to contribute at the highest level to research, teaching and service.
All junior faculty members are part of structured, formal mentoring and review processes already established by their department and school. The responsibility of regular performance reviews, guidance and feedback rests with department chairs and/or deans.
While there is no standard model of mentorship, the Mentoring Program for Diverse Faculty provides certain effective strategies for supporting junior faculty from underrepresented groups (in their respective fields). These strategies will be tailored to the nature, traditions and values of individual departments and schools, but also address university-wide expectations for professional success at NYU. The Mentoring Program for Diverse Faculty matches junior faculty with senior colleagues in similar or related fields, based on mutual interest. The mentor may or may not be in the same department or school. The Program is an additional resource for diverse junior scholars to take advantage of the expertise, experience and guidance of senior faculty who are attentive to mentoring across differences, such as gender, race, culture, or who share similar experiences as junior scholars.
The senior colleague’s role is to understand the needs, interests and aspirations of the junior colleague, and assist in facilitating these aspirations that translate into success at NYU. The senior colleague’s role should consist of regular meetings with the junior faculty to provide guidance and constructive feedback. Since trust is an essential part of every mentoring relationship, junior faculty will be consulted about the selection of potential mentors.
The Vice Provost’s Office will offer a regular series of workshops and roundtables for junior minority faculty on issues such as building a cv; grant writing; publications; work-life balance; balancing the requirements of research, teaching, and service; university policies and guidelines.
To ensure that the mentoring relationship is effective and productive, the Vice Provost will meet annually with the mentor and junior faculty member to evaluate the process. The Vice Provost’s office will offer resources, in the form of a specially designated research fund of $2,500 to supplement the junior colleagues’ school-based support, for needs identified jointly by both the junior faculty member and the senior colleague for professional development and advancement. Such funding might cover attendance at professional and scholarly conferences, research expenses, or other services covered by university guidelines for research expenses. Individual schools and the university will recognize the mentorship role of senior faculty as part of their service in annual performance evaluations.
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