Administrative/Professional Staff Mentoring Programme
The ‘Mentoring & Career Development Programme’ is being re-designed at present so as to encompass a broader range of development activities and opportunities.
We will communicate details of the new initiative to all relevant staff and advertise on the HR website when available.
What is mentoring?
Mentoring is an approach to supporting the personal and career development of employees. Mentoring happens for the purpose of sharing of knowledge and information, wisdom and experience, and offering advice and help in a confident manner. Mentors focus on the development of the learner, giving time and attention beyond the extent of the manager. The process usually takes place "as required" at a pace which suits the individuals concerned.
Mentoring involves a more experienced colleague using his or her greater knowledge and understanding of the work or workplace to support the development of a more junior member of staff. Mentoring relationships work best when they move beyond the directive approach of a senior colleague ‘telling it how it is’, to one where both learn from each other. An effective mentoring relationship is a learning opportunity for both parties.
What is the focus of mentoring activities?
At the start of the Programme, Mentees are provided with a Career Development Plan template. Mentees complete a Career Development Plan and use that as the basis of discussions with their mentor. The focus is generally on the short to medium term career development of the mentee. It is also an opportunity to hone your team building, interpersonal skills and to develop a collegial network.
Who is it aimed at?
This Mentoring Programme is aimed at all Administrative/Professional/Technical staff throughout the University.
How much time is needed for mentoring?
The amount of time invested in the mentoring relationship depends on the expectations set by both the mentor and the mentee. We ask that only those who are interested in dedicating the time and effort required to build a solid and effective relationship participate in this programme. We recommend 4 to 6 meetings with your mentor over a year long mentoring partnership. Each meeting will generally last for an hour. The 4 to 6 mentoring meetings should be in the form of face-to-face meetings. This may be supplemented by phone calls or e-mail based on what both parties agree to.
What are the benefits for me as a Mentee?
- Improved capability, results and satisfaction.
- A safe place to try out ideas, gain perspective, get guidance and to grow.
- Access to information about how Trinity works and other networks and learning sources – an antidote to isolation.
- Gain individual recognition and encouragement, informal feedback and the knowledge of the informal and formal rules for advancement.
- Gain a greater understanding of the procedures of the University.
- A refined Career Development Plan.
What is expected of me as a Mentee?
The most important expectation of a Mentee is that you are willing to commit the time and energy to grow and learn from a Mentor. You are expected to work on developing skills and enhancing professional networks. You are also expected to put forward the effort to receive the maximum benefits of the mentoring partnership.
Are mentoring discussions confidential?
Yes. It is important that all discussions between Mentor and Mentee should remain confidential at the discretion of both parties. Mentoring is separate from other Trinity processes (e.g. Promotion, PMDS, and Probations etc).
The Administrative/Professional Staff Mentoring Programme is run by the Trinity College Learning and Organisation Development Team.