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Mentors in Teaching and Learning

Mentors are ‘critical friends’ who advise and support less experienced colleagues and have an important part to play within the different Academic and Professional Pathways (APPs) at Warwick. Anyone engaging with an APP will be allocated or asked to find a mentor who has already gained fellowship status and/or is familiar with the UKPSF. (The only exception to this is if a participant on the PGA in Technology Enhanced Learning has specifically asked for a technology mentor).

Mentors will normally be expected to:

  • Meet with their mentee regularly (as agreed between mentor and mentee, but at least twice during a twelve month period) to address any relevant questions, concerns and needs which may arise in a supportive and non-judgemental way;
  • Help applicants identify appropriate evidence from practice to support their case for fellowship;
  • Provide feedback on teaching through observation of practice, where relevant, and/or a draft application/presentation;
  • Where applications are rejected, to assist the applicant in responding to the feedback received (including a revised presentation).

Mentors may choose to undertake more than this, at their discretion and in discussion with their mentee. We recommend that we mentor and mentee complete a mentoring agreement at the start of the relationship to agree objectives and expectations. We have provided a template for a mentoring agreement (available from the right hand side of this page) which you can adapt to meet your needs.

Mentors should be familiar with the Academic and Professional Pathways that their mentee is undertaking. Further details about mentoring on specific programmes can be found via the links on the right hand side of this page.

Everyone undertaking a mentoring role must also adhere to the 'Code of Ethics'* for coaching and mentoring at Warwick outlined below.

  • Coaching and mentoring are confidential activities in which both parties have a duty of care towards each other. The coach or mentor will only disclose information when explicitly agreed with the client or when they believe there is a serious danger to the client or others if the information is withheld.
  • Participation – of both parties – is voluntary. Either party may break off the relationship if they feel it is not working. Both parties share responsibility for the smooth winding down and proper ending of their relationship.
  • The coach’s role is to respond in a non-judgmental and primarily non-directive manner to the client’s performance and development needs. The aim is to help the client to articulate and achieve goals. The coach will not impose their own agenda, nor will they intrude into areas that the client wishes to keep off-limits.
  • The mentor’s role is to understand how the client sees the world, and to offer an appropriate mix of listening and questioning, on the one hand, and advice and guidance, on the other hand, in order to help the client to clarify and achieve performance, development or career goals. The mentor will not impose their own agenda, nor will they intrude into areas that the client wishes to keep off-limits.
  • Both parties will respect each other’s time and other responsibilities, ensuring they do not impose beyond what is reasonable. Both parties will also respect the position of third parties.
  • The coach or mentor will be aware of and operate within the limits of their experience and expertise.
  • Both parties will be honest with each other about how the relationship is working.

*This is based on an adaptation of the Code of Practice published by the European Mentoring and Coaching Council.