Importance of Mentoring
From career guidance to insights about navigating the Stony Brook culture, mentors
serve an invaluable role in your success. In addition to gaining an available confidant,
mentors can increase your personal satisfaction and provide assistance in preparing
for career advancement and future leadership roles. In fact, you may want to consider
having more than one mentor, as it is beneficial in bringing diverse perspectives
The keys to a successful mentoring relationship include:
- Mutual respect and understanding
- Meeting on a regular schedule
- Establishing clear goals and expectations
- Measuring outcomes
- Keeping discussions confidential — with no feedback being given to supervisors or
- The Provost’s office requests from each school/college a list of mentors (advanced
Associate and Full Professors). The list is compiled by the department/academic unit.
- Each junior faculty is assigned one mentor from the department/academic unit and one
mentor from a relevant field of scholarship outside the department/academic unit.
- Each mentors/mentee group is expected to meet at least twice / year. The mentors serve
both as ‘advisors’ and advocates of the mentee.
- The mentors/evaluators provide an annual short written report (written by the departmental
mentor) to the department chair/academic unit head, emphasizing achievements, work
in progress, teaching and service responsibilities, professional development opportunities,
as well as challenges that the mentee has faced/identified over the year; the report
is to be presented and discussed at a meeting of senior faculty members.
- The department chair/academic unit head meets annually with each junior faculty member
to discuss the mentoring report and senior faculty feedback, and assesses whether
the mentoring team is effective, or whether the composition should be re-evaluated.
- Affirmation of the mentors’ team and annual mentoring should be included in the 3-year
- For newly promoted Associate professors mentoring as above is also critical, probably
for 2 -3 years post tenure decision.
- Mentoring activities to be considered in the promotion evaluation from Associate to
Full (under the Service section).
- Mentors to be acknowledged through a mentoring award, college/school and/or university-wide,
with or without monetary compensation (under consideration).
- The Dean or Associate Dean of each school/college functions as an additional resource
of mentoring for the faculty
- Junior faculty are notified of their responsibilities in this relationship during