Mentoring Policy & Purpose

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The most understood purpose of faculty mentoring is to help advance a faculty member’s career. This includes:

  • Sharing advice on the process and requirements of gaining tenure.
  • Reviewing and commenting on works in progress.
  • Recommending professional development workshops.
  • Providing advice proposal writing, teaching, supervising graduate students, etc.

Mentors provide emotional support and guidance on topics that directly relate to the work environment, such as:

  • Offering advice about department politics.
  • Listening to and providing guidance on interacting with difficult colleagues.
  • Helping to work through issues of balancing obligations of research, teaching, and work/life balance.  


The benefits of mentoring for the mentee include:

  • Contributions to professional development,
  • Enhanced organizational commitments.
  • Career satisfaction.

The benefits of mentoring for the mentor include:

  • Information and feedback from the protégé.
  • Possible collaboration.
  • Satisfaction in helping others.
  • Improved career satisfaction.  

A positive culture of mentoring at the University at Buffalo is necessary to support a diverse and effective workforce. As soon as a faculty candidate accepts a position, the chair/dean should work with his/her colleagues to develop a mentoring plan in collaboration with the new faculty member. 

While the faculty mentoring program is designed to assist in enabling a faculty member’s success throughout their career at UB, the frequency and quality of mentoring is never a guarantee for achieving tenure and promotion.

Faculty Mentoring Policy