Developing Science Librarians: How to Form a Mentoring Program


		Developing Science Librarians: How to Form a Mentoring Program Michael Fosmire Physics and EAS Librarian Purdue University fosmire@purdue.edu Steps in Program Formation: A Mission or Goal for the program Analysis of Target Market both proteges and mentors) Needs Assessment what do they want) Action Plan how do we give it to them) Mission Statement Why does the mentoring program exist? Allows for assessment of program’s successfulness Allows for continuity over time “The Mentoring Subcommittee of the Professional Development Committee facilitates one-on-one learning interactions between PAM members and the inclusion of new members in the activities of the Division.” Who Wants a Mentor? Depends on nature of organization. Sci-Tech targets student members; PAM targets beginning professionals Different populations will have different needs Do a survey/ needs assessment! Who Wants to be a Mentor? Get interest from Top Survey Members Find Skills of Members: Skills Assessment Potential Needs of a Mentee Involvement in Division (recruit new leaders) Subject Competency: collections, instruction, reference, publishers Resource people for challenges Network Growing Job Leads Professional Competencies: management, supervision, publications, promotion+tenure How Do We Meet Those Needs? Buddy Program Annual Conference Guide Maximize experience at conference Networking opportunities Involvement in Division Working the Vendors Invites to all the Good Parties! Short-term Event-Oriented Program Formal Mentoring Program “Types of Mentoring Relationships Include: Teacher, Trainer, Coach Positive Role Model Developer of Talent Opener of Doors Protector Sponsor Successful Leader”--The Mentorship Handbook, Special Libraries Association Formal Mentoring Long-term relationship ( ~1 yr) Individual, Personalized Experience Development as a science librarian As much time and effort as both parties desire Grooming for Leadership Roles How to Recruit/Assign Partners Sci-Tech Division: Find Mentors first, let mentees pick from possibilities Pro: Mentees know who is available Mentees know what skills available Con: Potential overload for mentors Temporarily fixed pool of mentors PAM Division Advertise for both at once, committee assigns ‘potential’ matches Pro: Distribute workload amongst mentors Can ask for new mentors/mentees to fill gaps Con: Participants have no choice More work for committee Preparation of Participants How to be a Mentor/Mentee? Intro Brochure ‘Tips for Mentors’ handout Bibliography (of course) Committee there for help Questions of the Month (proactive help) Let them know it’s ok to change partners Closing the Circle If Program is Successful, Mentees will become Mentors in turn, and continue the process Assessment, assessment, assessment Feedback from Participants What Works??? Help write next ‘Tips for Mentors’

				Page last updated: October 25, 2000