HRIC's Mentor Program began in 2014 to support the personal, professional, and career-related development of faculty and staff members as they navigate significant transitions in knowledge, work and thinking. Mentoring is a developmental and mutually beneficial relationship in which all DU employees are welcome and encouraged to participate.
Benefits of mentor program participation include:
- Career development
- Increased productivity
- Access to resources, contacts, support, feedback, and a fresh perspective
- Enhanced onboarding support
- Leadership development
- Improved job performance
- Accelerated learning
- Expanded social circles and professional networks
- Insight into career paths at DU and beyond
- Skill development
View the Mentor Program guidelines to find out if it is right for you.View Guidelines
- Prospective protege first chooses two potential mentors from the Current Mentors Across Campus page.
- Prospective protege then completes the protege application.
- Once accepted, proteges will be contacted by the People Development team to go over the program, answer any questions, and confirm their mentor choice(s).
Establishing the Mentoring Relationship
- Both parties will be contacted once a match is confirmed.
- The mentor and protege must first participate individually in training via Talent@DU (Pioneer@Work.)
- During the first meeting, the mentor and protege must first agree to the Mentor Program guidelines listed below, and establish a regular meeting schedule.
Mentor Program Guidelines
The following guidelines must be discussed and agreed upon by both parties at the beginning of their first meeting. This common understanding helps establish the framework for your mentoring relationship.
View the Mentor Program Guidelines
- The mentor/protege relationship is voluntary and should be beneficial for both parties.
- It is recommended that you meet a minimum of three times during a three-month period (if possible). How, where, and when you meet is up to each mentoring team.
- The mentor's advice and opinions are their own and do not necessarily represent those of the University of Denver.
- It is the responsibility of the protege to drive this process. This means understanding what you hope to accomplish with a mentor, initiating meetings and asking for what you need.
- It's imperative to spell out expectations around confidentiality and trust in relation to your mentoring relationship.
- Keep your commitments to each other. Show up for scheduled meetings on time and notifying each other of cancellations ahead of time.
- Include a "no-fault" provision for ending the mentoring relationship.
- Define what a successful mentoring relationship looks like for both parties.
- Prepare to enjoy the mutual benefit of participating in an intentional professional development experience.