Who is mentoring for?

The University Mentoring Scheme is open to all academic (i.e. research, post-doc, teaching and scholarship staff), professional services, and technical staff, including those on fixed-term contracts who will be employed for the full duration of the next mentoring cycle. 

The mentor pool comprises staff from across the university's directorates, facilitating constructive mentor-mentee matches that support cross-knowledge sharing.

The mentoring scheme is recommended for staff who have completed their probation period. It is distinct from the induction process, with the assumption that informal mentoring and/or buddying is in place for those currently within their probation period.

A separate scheme is available for new lecturers.

 

What is mentoring for?

When considering mentoring, it is important to understand what a mentor-mentee relationship can support you with:

Achieving Objectives

A mentor is there to help you develop your own solutions to meeting your mentoring objectives. Ensure you are clear on what your mentoring objective is, and the outcome(s) you are seeking. 

Your mentor will facilitate this process by actively listening, challenging, raising different viewpoints, and, when suitable, sharing their own experiences. While a mentor cannot solve your problems, they can enable and empower you to achieve your objectives.

 

What are the differences between mentoring and other support?

Buddying

Buddying and mentoring both help staff to learn from each other and achieve their goals. There are, however, fundamental differences which help identify what type of relationship is most suitable for your objectives. 

Buddying refers to an informal support role offered by a colleague, typically of a similar role or level of responsibility. Generally, no specialised training is necessary to be a buddy. This role is commonly established to aid new employees during their initial transition into a new position and is short-term. Please talk to your Line Manager if this is something you feel you would benefit from.

What is the difference between a buddy and a mentor? Mentoring is a formal and structured relationship, typically involving a colleague who holds a higher position or possesses greater expertise in an area. It is expected that the mentor has undergone training. The primary emphasis is on helping the mentee achieve specific short-term and long-term career objectives, alongside fostering personal and professional growth.

Line Manager

Your mentor plays a different role to your Line Manager. Managers coordinate processes and resources to support development but also need to focus on performance and deliverables in the role.

The mentor is solely a supportive role, there to assist you in achieving your personal and professional objectives. The mentee directs the mentor-mentee relationship and the outcomes from mentoring. 

Specialised Training

Please note that a mentor is not qualified to provide specialist training or advice (e.g. HR processes, IT Systems). However, your mentor can assist you in identifying resources and pathways to access the appropriate specialist information and support. Advice in these areas should be sought from qualified professionals and relevant training programmes.

Coaching

Please refer to our guidance about the differences between coaching and mentoring to support you in deciding on the right support for you. Still have questions? Please contact us at mentoring@york.ac.uk.