Mentorship FAQs

CAS Mentorship FAQs

• Who can participate in the 2024-25 CAS Mentorship Program?

  All faculty members within the CAS are eligible to participate in the Mentorship Program based on their individual needs and interests.

   

• Since the mentorship program is primarily for faculty, what resources are available for staff?

  Staff can find mentorship resources through UW’s Professional & Organizational Development site. Resources include a mentoring toolkit, best practices around promoting staff professional and career development, and a video of a panel presentation on mentorship sponsored by UW Human Resources. The College will also work with the staff advisory council to discuss how to best support mentorship opportunities for our staff.

  In addition, the mentorship resources found in the repository are available for all faculty employees. 

• How are CAS mentor-mentee pairs determined?

  Mentor-mentee pairs in the CAS mentorship program are determined by participants through the mentorship portal. This allows for personalized matching based on individual preferences and needs. Participants can search for mentors based on a variety of criteria, ensuring they find connections that align with their professional development needs and shared interests.

   

• What is the definition of mentoring in this program?

  Mentoring is defined as "learning partnerships," where both mentors and mentees engage in mutual learning and sharing of knowledge, skills, and experiences. Roles can switch within the same partnership, allowing for reciprocal growth and flexibility. The role of “mentors” and “mentees” should be to promote work/life integration, community building, and deepen the overall quality of relationships across departments and areas. 

   

• Why should I participate in mentorship?

  Whether you are a mentor or mentee, participating in mentorship helps you become a better colleague or leader, gain new perspectives, positively influence or better navigate your surrounding environment, learn new or strengthen already existing skills, and build more supportive communities.

• What are the primary objectives of the program?

  The primary objectives are to:

  • Support dialogue and reciprocal partnerships
  • Promote professional development and advancement 
  • Enhance retention of faculty 
  • Foster community and collaboration
  • Advance EJI work within CAS
• What types of professional development opportunities are available?

  The program offers various professional development opportunities, including training, continued partnerships with UW offices such as the Center for Teaching and Learning (CTL), and Peer Coaching Groups. 

   

• What characterizes a successful mentor-mentee relationship?

  For more information, check out CAS’s EJI repository and explore the category Mentorship Guidance. 

   

• How does the program support EJI?

  The program organizes regular events such as professional training opportunities, informal social gatherings, and discussion groups to strengthen CAS’s academic and professional community. These activities create inclusive platforms where participants can share experiences, challenges, and successes, fostering a culture of EJI. 

   

• Is there funding available for other EJI-related projects?

  Yes, the College allocates funds for departments to support EJI-related projects and initiatives. Funding from other areas of campus may also be an option for mentor/mentee opportunities. You can explore the faculty and staff funding resources by clicking here. CAS’s Office of EJI will organize and update new funding resources as they become available. 

   

• How is the program evaluated?

  The program is regularly assessed through surveys, feedback sessions, and performance metrics to ensure its effectiveness and responsiveness to faculty needs as they evolve over time. Adjustments will be made based on participant feedback and evaluation results.

   

• What are the expected outcomes of the program?

  The expected outcomes include:

  • Increased retention and satisfaction of faculty 
  • Enhanced professional development and career advancement opportunities
  • Strengthened sense of community and collaboration within CAS
  • Measurable progress toward a more inclusive working environment
• How can faculty participants provide feedback about the program?

  Participating members will be invited to share feedback through formal and informal channels. Participants can share program feedback directly with Maya Smith, Associate Dean of EJI, or as part of anonymous survey feedback, which will be used to support the program throughout the year. 

   

• Who can I contact for more information about the program?

  For more information, interested community members can contact Maya Smith (mayaas@uw.edu), Associate Dean for Equity, Justice, and Inclusion. 

   

• What are important terms to know?
  • Accountability & Transparency: Upholding program values through regular assessment and feedback.
  • Advancement: Supporting career progression, including promotions and tenure.
  • Community-Building: Sustaining a professional network that supports mutually shaped goals.
  • Culturally Aware Mentoring: Effectively addresses cultural diversity in mentoring by recognizing how cultural backgrounds shape beliefs, perspectives, and judgments. Mentors understand the cultural differences and similarities influencing their relationships. Culturally Responsive Mentoring takes into account the diverse cultural experiences of both mentor and mentee, as well as the cultural context of the work environment, to foster more effective mentoring relationships. (adapted from Pitt’s School of Arts & Sciences) 
  • Dialogue: Open, consistent communication fostering mutual respect and learning.
  • Equity, Justice, and Inclusion (EJI): Co-creating equitable opportunities and meaningful relationships for all, especially those historically underserved and excluded in academia.
  • Mentoring:  "Mentoring" is defined as "learning partnerships," suggesting mutual learning and sharing of knowledge, skills, and experiences. In this dynamic relationship, the roles of mentor and mentee can switch within relationships, allowing for reciprocal growth and development.
  • Professional Development: Professional development encompasses activities and opportunities that enhance an individual's skills, knowledge, and effectiveness in their professional roles. This includes workshops, training sessions, and other educational experiences provided through the Faculty Mentor Program. Professional development can happen at the departmental level and/or will be sponsored by CAS’s Office of EJI, as well as other on and off campus resources. 
  • Reciprocal Partnerships: Mutually beneficial relationships where both parties grow.
  • Retention:  Ensuring that faculty remain at the University of Washington through engagement and support over time.