Mentoring scheme for University staff: Who is it for

Separate schemes are available for:

• New lecturers
• Postgraduate researchers

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.

What mentoring can help with

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

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.

The differences between mentoring and other support

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.

Peer mentoring circles

Peer mentoring circles are supportive, collaborative and conversational spaces that enable colleagues to draw on their own experiences while learning from others. York is currently offering peer mentoring circles as a form of professional development for supervisors via the Next Generation Research SuperVision Project (RSVP).

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.

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

A mentor is not qualified to provide specialist training or advice, eg 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 vs mentoring

Please refer to our guidance on whether coaching or mentoring would meet you needs:

• What development approach is best for me? (Google Slides).