Staff Mentoring Program

The Gallaudet University Staff Mentoring Program is an initiative established through a collaborative partnership with the Gallaudet Staff Council and Human Resources Services.

The Gallaudet University Staff Mentoring Program provides an opportunity for seasoned employees to share their knowledge and experience with new and existing staff. New and existing staff gains from the coaching, guidance, and encouragement mentors provide including leadership and career advancement opportunities. Experienced staff gains a fresh perspective and develops new relationships. The University builds a stronger, more cohesive community.

The purpose of the Gallaudet University Staff Mentoring Program is to develop relationships and facilitate interaction among staff, resulting in a stronger, more collaborative environment. Specifically, the goal is to provide new and existing staff with a valuable resource, a mentor, who offers support and encouragement, and is point of reference for many additional resources.

The mentor/mentee matching program is available to all exempt and nonexempt employees regardless of classification or division. Those interested in being a mentor or being mentored can register online and are notified as potential matches become available. Specific objectives:

  • Accelerate the time required for new and existing staff to acclimate to the University;
  • Increase the level of productivity for new and existing employees;
  • Allow experienced staff to gain new perspectives, develop new relationships and grow professionally;
  • Enhance the likelihood of retaining new staff; and,
  • Improve the quality of services provided to the campus community.

For the Mentees:

  • Improved career strategies;
  • Extended networks;
  • Increased knowledge of the field;
  • Enhanced self-knowledge, confidence and professional identity;
  • Understanding of ethical practice and decision-making;
  • Identification of areas for professional growth;
  • Greater understanding of promotions processes and how to negotiate these effectively; and,
  • Greater understanding of the mentoring process and improved capacity to mentor.

For the Mentors:

  • The opportunity to extend contribution to the University through a new initiative;
  • The satisfaction of sharing knowledge and experience;
  • The opportunity to have a formal role in developing the next generation of academic and professional staff;
  • A context for productive reflection on their own leadership and enduring contribution;
  • A learning opportunity through relationships with mentees whose experience may be very different to their own;
  • The opportunity to see a familiar world through a different lens;
  • Greater understanding of the mentoring process and improved capacity to mentor; and,
  • Enhanced self-esteem through recognition of continuing professional contribution.

Once applications are collected, the matching process will begin by finding the mentee a mentor that has the skills and knowledge the mentee is seeking for. Both the mentor and mentee need to be open and forthcoming about their mentorship throughout the program. Not every match will be a success. If either individual determines the relationship is not working, they must communicate this fact with each other. Explain why the relationship is not working, thank the individual for their time and willingness to participate and then end the mentor/mentee relationship. Contact HRS for assistance with finding a better match. 

Human Resources Services (HRS) is designated as administrator of the program and corresponding procedures and all questions should be referred to HRS.