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@@ -6,15 +6,15 @@ Mentoring is about helping each other expand and grow. It is a process in which | |
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| The Climatematch Impact Scholars Program aspires to the [mentorship standards set by Harvard University][harvard] in which mentors and mentees both establish their goals and expectations and actively collaborate to maintain a mutually beneficial mentoring relationship. | ||
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| ### **Mentor matching** (early October) | ||
| ### Mentor matching (early October) | ||
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| Mentors are matched to project groups based on subject expertise, preference, and, where possible, timezone compatibility. Mentors and mentees receive a joint introductory email from the program organizers. | ||
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| It is expected that mentors and mentees are committed to investing <u>a minimum of 1-2 hours per month</u> to establish and sustain a successful mentoring relationship throughout the program. | ||
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| Mentors are additionally expected to sign the Climatematch Volunteer Agreement. | ||
| Mentors are additionally expected to sign the [Climatematch Volunteer Agreement](https://airtable.com/app32npl2ZlbJvtXK/shrrFrKgFi8VNDiAu). | ||
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| ### **First interactions** (October) | ||
| ### First interactions (October) | ||
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| Mentorship can take place through synchronous meetings on a video conferencing platform and/or asynchronously via email or another, mutually agreed upon communication platform. | ||
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| - <u>work together to set specific, achievable goals for the next month</u>. These will help the mentees allocate responsibilities among themselves and will assist the mentor in their next interaction with the scholars. | ||
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| ### **Progress updates** (November, December) | ||
| ### Progress updates (November, December) | ||
| Subsequent mentoring interactions should be geared towards helping the scholars make progress on their project in line with the previously set expectations. | ||
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| This should involve, but need not be limited to, <u>guidance on analysis approaches, result interpretation and visualization, and the planning of next steps</u>. We suggest that the previously defined monthly goals are revisited and that new goals are set for the next period after progress evaluation. It is important to give the mentees an opportunity to share their successes and struggles alike. As part of this process, mentors are welcome to share learning and development resources to help their mentees achieve their collective and individual professional goals. | ||
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| Planning these interactions will keep the mentoring partnership on track and focused on significant objectives. | ||
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| In addition, we encourage mentors and mentees to regularly <u>assess the effectiveness of their collaboration</u> and to respectfully work to improve it. If either of the involved parties do not feel content with the partnership and is struggling to resolve it internally, please do not hesitate to reach out to the program organizers via email [email protected]. | ||
| In addition, we encourage mentors and mentees to regularly <u>assess the effectiveness of their collaboration</u> and to respectfully work to improve it. If either of the involved parties do not feel content with the partnership and is struggling to resolve the problems internally, please do not hesitate to reach out to the program organizers via email [email protected]. | ||
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| ### **End of program support** (December, early January) | ||
| ### End of program support (December, early January) | ||
| Mentor-mentee interactions should be organized with the program end date in mind such that the mentorship focus gradually shifts from data analyses and interpretation to result presentation. | ||
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| It is also important to understand that the end of the program and formal mentorship need not mean the end of the professional relationship between the mentor and the scholars. Your final interactions during the program are an excellent opportunity to share your overall experience with the program, celebrate achievements, and, if there is mutual interest, discuss ways for the partnership to continue beyond the program. For example, if the mentor and the scholars are keen to continue their collaboration and develop the project into a journal publication, we will try our best to facilitate the process by extending scholar access to computing resources. | ||
| It is also important to understand that the end of the program and formal mentorship need not mean the end of the professional relationship between the mentor and the scholars. Your final interactions during the program are an excellent opportunity to share your overall experience with the program, celebrate achievements, and, if there is mutual interest, discuss ways for the partnership to continue beyond the program. For example, if the mentor and the scholars are keen to continue their collaboration and develop the project into a journal publication or a conference presentation, we will try our best to facilitate the process and extend scholar access to computing resources. | ||
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| ### **Micropublication review** (12th January - 12th February 2024) | ||
| ### Micropublication review (12th January - 12th February 2024) | ||
| After scholars submit the final draft of their [micropublication](../output-guidelines/micropublications.md) (deadline: 12th January), the program organizers will forward it to the mentors who will have until **12th February** to provide written feedback on the piece. | ||
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| Considering that mentors will have guided the scholars through their analyses and result interpretation, it is expected that this feedback will focus primarily on the scholars' clarity of expression and result presentation without requesting additional analyses. | ||
| Considering that mentors will have guided the scholars through their analyses and result interpretation, it is expected that this feedback will focus primarily on the scholars' clarity of expression and result presentation without requesting additional analyses. Detailed review guidelines will be provided in due course! | ||
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| Scholars will then have time until the end of February to address the received feedback and submit a revised version for publication on the program website. | ||
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| Mentors and mentees should be aware of the [Climatematch Code of Conduct][coc]. Mentors must continually examine and reflect on their ethical values and how they can influence decisions in their mentoring practice. Mentors must take responsibility for the power they hold and never use it abusively over more vulnerable others. In Climatematch, we are committed to having an open and transparent reporting structure for any abuse of power. Please report any anomaly at [email protected]. | ||
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| --- | ||
| ## Mentoring best practices | ||
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| ### Mentors | ||
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| Immediately communicate any violation of our Code of Conduct to cisp organizers via [email protected] and let them handle the termination of the mentorship arrangement if necessary. | ||
| ``` | ||
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| ## Acknowledgement | ||
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| Substantial portions of this document were adapted from: | ||
| * [Open Science Lab Mentoring Guide][osl] | ||
| * [Harvard Mentoring Guide][harvard] | ||
| * [Mentor Me Programme of the Manchester Metropolitan University][mmu] | ||
| * [Guidelines for Mentors and Mentees from the AWB][awb] | ||
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| ## License | ||
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| This document incorporates and adapts content from [Open Science Lab Mentoring Guide][osl], which is licensed under the Creative Commons Attribution 4.0 International License (CC BY 4.0). To the extent that this document includes content from the original source, it is also licensed under CC BY 4.0. | ||
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| <!-- Links --> | ||
| [harvard]: https://hlc.harvard.edu/wp-content/uploads/sites/2412/2015/10/Mentoring_Guide.pdf | ||
| [mmu]: https://www.mmu.ac.uk/careers/students/mentor-me | ||
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