Program Guidelines
The Faculty Mentoring Program at Stanford University School of Medicine is designed to help the younger faculty members plan their careers with the advice of more experienced colleagues. Because the program is set up for the benefit of the junior faculty, the younger partner in each mentor/mentee pair should take considerable responsibility for making the relationship work. The mentee is expected to contact the mentor to set up the first meeting, at which both parties should reach a clear understanding of what they expect from each other. They should agree on the frequency, duration, and place of meetings, and they should decide whether or not the mentor will have an "open door" policy so as to be available for mentees at any time. It should be made clear whether the mentor will act as go-between for the mentee and the Chair regarding promotion, salary setting, etc. Mentees should be encouraged to formulate their career goals clearly, define sharply any problems they perceive and bring specific problems to meetings for discussion. The mentor may wish to ask for some such material in writing.
Mentors cannot guarantee the happiness and work environment of mentees at Stanford and they cannot make promises as to salary equity, but they can offer support, encouragement and useful information. It is important to establish how issues of confidentiality will be dealt with. If total confidentiality is expected, the mentor might, for instance, find it difficult to approach a Chair on behalf of the mentee when there is a dispute among colleagues.
The mentor/mentee pair should agree to a no-fault conclusion of the relationship if either party feels that the intended goal is not being achieved, without either blaming the other.
Mentees can select more than one mentor, perhaps for different purposes, and mentors can counsel more than one mentee.
