Most of the outstanding faculty members join the institution. They need mentors to clarify the doughts and provide guidance to establish new programs and undertake research and development projects..
Newly joined faculty members need more support, guidance, and training for their professional career development and contribution. The senior faculty members should provide mentoring so that the institute can retain outstanding faculty members.
Newly joined faculty members need more support, guidance, and training for their professional career development and contribution. The senior faculty members should provide mentoring so that the institute can retain outstanding faculty members.
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Mentoring newly joined faculty developer [autosaved]
1. Mentoring Newly Joined Faculty
Developers
Thanikachalam vedhathiri, B.E., M. Tech., Ph.D., M.S., FIE., FIGS.,
FFIUCEE.
vthani2025@gmail.com
2. Broad Goals of Mentoring
To Realize the Vision and Fulfill the Mission
Caring Fairness Empathy
Honesty Responsibility Resiliency
Respect Perseverance Innovation
3. Promoting Mentorship Learning through
• Personal interactions
• The experiences of others
• Shared experiences
• Observations
• Long-term exposure
4. Mentor has to contribute to the development
of a new faculty by
• Functioning as an exemplary role model
• Providing support and inspiration to the upcoming leader
• Assisting the new faculty member in achieving their goals as an
engineering educator and researcher
• Assisting the new faculty member in becoming a more independent,
reflective professional who engages in critical and complex problem
solving and creates innovations.
• Acquisition of state-of-the-art knowledge, cognitive skills, and
innovative product development.
5. Faculty Achievement and Well being through
with
• Quality instruction, research and service
• Faculty engagement
• Equity and inclusive engineering education
• Faculty voice
• Authentic, Relevant, and Meaningful Learning Experiences
• Raising employer expectations
• Global citizenship
• Faculty supports
6. Responsible Stewardship of Resources by and
through
• Maximizing Investment in Academic Resources
• Technology Opportunities for Engineering Students
• Utilization of Space, Facilities and Services
• Aligning Resources with our Strategic Planning
• Consolidation of Resources
• Optimizing Human Resources
• Environment Stewardship
7. Building Relationships by
• Strengthening our understanding of the society we serve
• Strengthening Partnerships (Institute-Industry-Society)
• Fostering a Climate of Respect and Transparency
• Creating a Culture of Trust
• Developing Leaders
• Modelling Global Research Institutions
• Continuous Transformations to Excellence
8. Selection of Faculty Developers
• Assess his degrees, awards, projects, publications, certificates and
overall accomplishments.
• Assess his motivation and capability in designing a interdisciplinary
faculty development program and implement.
• Check his strength in various academic activities like Conducting
laboratory experiments, Planning a short-term courses, Training
Industrial Employees, Preparing a test and evaluation.
9. Pay fixation, Advanced Increments and Joining
Time
• Fix the pay as per the rules and don’t fix in a lower grade.
• If S/he has completed Ph.D., then grant advanced increments as per
the norm/rules.
• Send the selection order and provide minimum four months to
report for duty.
• S/He may have to give three months notice to get relief or he has to
pay three months pay and allowance, if he has to be relived early.
• Don’t threaten him that the appointment order will be cancelled, if
is not able to join immediately.
• S/He will lose motivation if threatened.
10. Assess his Potential and Accomplishment
• Review his/her motivation, leadership, accomplishments, research work,
awards received, publications, and strategic plans.
• Consider his/her goals, objectives, and commitment for faculty development.
• Take him/her around the departments and introduce the faculty members.
• Provide a copy of the curriculum.
• Evaluate his/her competencies in curriculum development, instructional
materials preparation and instructional design.
• Mentor him/her to join the team of high performing faculty developers.
• Introduce the state of the art in Engineering Education.
• Introduce to the library, departments, production studios, multidisciplinary
courses and ongoing programs.
11. Mentoring about the Current Courses
• Provide a copy of the course schedules for that quarter/semester.
• Discuss the needs of a new faculty.
• Explain the course objectives, participants, course materials and
instructional design.
• Provide a list of courses that s/he can review and choose.
• Based on his/her selection, you may offer the same course or
alternate course if needed.
• Explain the need for additional faculty members in the offered
course.
12. Mentoring him/her on the financial & tax
planning, option for pension scheme, etc.
• Introduce the available financial planning, medical reimbursements,
travel planning, leave travel concession, and government rules.
• Give him /her the source of information like Service and
Recruitment Rules, IT Rules, Conduct Rules. monthly contribution
towards income tax, provident fund, medical insurance, etc.
• Don’t misguide him.
• If the rules are likely to be modified, please inform him.
13. Mentoring through Faculty Development
• Encourage him/her to plan advanced courses based on his/her
competencies.
• Introduce the available equipment, facilities in Educational
Technology and Computer Science and Engineering.
• Offer available Faculty Development Courses like Summer Schools,
Training Needs Analysis, Developing Industry-Specific Courses,
Planning Short-Term Courses, Interdisciplinary Graduate/
Postgraduate Programs, Preparing Instructional Materials, Item
Banks, Leadership, Educational Administration, Research,
Institutional Development, Interdisciplinary Research Projects, etc.
14. Mentor him/her on Prepare a Portfolio for
Probation Completion
• Method of maintaining the records, list of achievements,
instructional materials developed, papers published in the
conferences and journals, short-term courses offered, awards
received, etc.
• Proposed new courses.
• Proposed instructional packages.
• Assistance provided to organizing seminars/ conferences/industrial
visits.
• Perspective planning for next two years.
15. Mentor him/her to undertake Independent
Charge
• Now s/he has shown his accomplishment before the Peer
Assessment Committee.
• You can offer him/her some additional academic works.
• Preparing curriculum relevant materials like textbooks, drawing
manuals, laboratory manuals, project guides, etc.
• S/He can prepare video scripts through story-boards for the
production.
• S/He can plan some advanced courses in collaboration with other
professional organizations.
16. Mentoring for External Faculty Development
Programs
• If any external faculty development programs are available, s/he
may also be permitted to apply based on his seniority, skills, abilities
and accomplishments.
• If selected for such development programs, encourage him/her to
undergo.
• Don’t prevent him/her from participation.
• Support leadership development.
• S/He will maintain the reputation of the institute.
• S/He will develop other faculty members.
17. Permission to join the Program, if selected and the
application was routed through the Institute.
• Accord permission to accept the selection.
• His/Her expertise will be useful for further development of the
Institute
• Don’t say that “you never expected him/her to get the selection”.
• Don’t order him/her to withdraw from them program.
• After forwarding his/her application, don’t demand for a proof that
“his/her selection is based on the official application only”.
• If s/he requests for an extension of one semester, accord permission
and let him/her avail the leave at credit.
18. Mentor him/her to bid for Research and Development
Projects under International Development Agencies
• Mentor him/her to be a creative faculty.
• If s/he prepares technical and financial proposals for bidding for an
external project based on the terms and conditions, encourage him/her
to follow the standards.
• S/He has to take the risk and he can choose the competent team
members.
• If needed, review the proposal.
• After any correction or modification, forward it to the external
organization.
• Permit him/her to negotiate. If needed s/he can consult the CEO for
taking final decision to accept the revised terms, cost, etc.
19. Permission to Implement the Project
• Permit him/her to implement the project by following all norms,
rules and regulations.
• Don’t take the project from him/her and entrust to an external
agency.
• If needed additional supporting staff or adjunct faculty who should
be paid from the project allow their inclusion.
• Oversee the progress and support to overcome any obstacle or
bottleneck.
• S/He has to prepare the project completion report and submit to
the institute.
20. Mentor him/her to plan for Diverse
International Faculty Development Programs
• Now with his/her vast expertise, s/he can plan diverse global
projects under MNCs and IDAs.
• If s/he has prepared one, review and if needed give suggestion to
improve.
• Don’t deny approval for the well planned program
• Provide autonomy for the selection of the technical support staff
and adjunct faculty.
• After completion, provide a share from the project gains to the
faculty who implemented the project as per AICTE Rules.
21. Mentor him/her to Plan International
Conference
• Mentor him/her to plan international conference.
• If s/he has planned one already, approve him/her to conduct as per
the norms and standards.
• Don’t cancel the announced programs.
22. Higher Academic Grade (HAG)
• Follow the UGC rules and norms in awarding HAG to the best
accomplished faculty.
• Offer Dean posts to the outstanding faculty members as per the norms.
• The number of Ph.D. scholars got degrees under his/her guidance.
• Number of new interdisciplinary postgraduate programs planned and
implemented by him/her.
• Number of international projects completed by him/her.
• Number of intellectual properties established by him/her.
• Number of international papers, books and manuals published by
him/her.
• No need for a godfather!
23. Follow the UGC/ University Rules in permitting him/her
to guide the research scholars after retirement.
• Think of human capital and knowledge capital.
• If the super annulated faculty is willing to continue to guide the
research scholars as per the UGC/University Rules, please permit
them.
• Don’t stop the ongoing research work.
• Human capital is very important.
• Follow the reemployment norms of UGC.
• Offer Emeritus Professor Post for continuing their valuable
contribution.
24. Switching over to GPF cum Pension from CPF
• If the faculty members are selected through All India basis, they can
choose GPF cum Pension Scheme or switch over to it from CFP cum
GPF.
• The constitution guaranteed rights can not be overlooked.
• Follow the ethics.
• If the institute does not approve the legitimate changeover, it will
lead to appeal in the High Courts.
25. Benefits of Mentoring Outstanding Faculty
Members
• Outstanding contribution to a collaborative institute’s academic
environment
• Continuous efforts to minimize the gaps between the engineering
programs and industrial advancement
• Contribution to radical innovations in human capital and knowledge
capital development
• Developing continuous innovative multidisciplinary intellectual
products for the industry
• Improving regional competitiveness in the knowledge-based
economy.
