The ADVANCE-IMPACT mentoring program involves a three-tiered approach that includes programming for early and mid-career faculty.
For early career mentoring, we will adopt the University of Michigan’s (MICH) Launch Committees, which are composed of the newly hired faculty member, department chair, and three senior faculty members (one from the home department, one from outside the department, and one who convenes and moderates the meetings). This team approach allows new faculty to create a mentoring network and enables an early-career faculty to onboard at the department and college level quickly and smoothly.
For mid and late-career faculty mentoring, we will adopt MICH’s Leadership and Integration at Faculty Transitions (LIFT) program that addresses the needs of mid- and late-career faculty by offering day-long seminars for recently promoted associate and full professors. The ADVANCE-IMPACT team will launch the Advancement and Initiatives for Mid-Career Support (AIMS) program at GSU that will partner with the Office of Faculty Affairs to provide seminars for associate and full professors. Topics will address Work-Life Balance, Careers after Tenure, Pursuing Promotion to Professor, Post-Tenure Review, Managing Service Commitments, and Transitions to Leadership. We will also coordinate with the workshops and seminars that are already offered throughout the year by the Office of Faculty Affairs (e.g., New Faculty Orientation, P&T Workshops, Leadership for the Advancement of Women Faculty). In addition, the Office of Faculty Affairs will provide training for mentors and faculty interested in serving in this capacity on models of mentoring, mentoring pre-tenure faculty, and mentoring mid-career faculty.
Finally, to promote community, we will revise and enhance the Office of Faculty Affairs’ mentoring webpage (https://faculty.gsu.edu/faculty-mentoring/) to further expand the mentoring network guidance and highlight the work of the Office of Faculty Affairs in the area of mentoring (e.g., Mentor Advocates Program, mentoring-related trainings). To do so, we will partner with the existing Faculty Affinity Groups at GSU to create Faculty Mentoring Networks that are specific to each community.
Dr. Corrie Fountain
Dr. Fountain’s responsibilities include faculty recruitment, retention, and support. She creates and facilitates faculty development workshops, seminars, and other trainings for faculty, manages faculty awards, and assists with the promotion and tenure process. Dr. Fountain also co-leads the mentoring initiatives for the university and consults with colleges and departments on DEI and faculty belonging. In addition to the ADVANCE-IMPACT team, Dr. Fountain also serves as a Guiding Team Member on a Robert Wood Johnson Foundation Grant – REBELS (Re-envisioning Equity to Build Excellence in Leadership and Scholarship). Dr. Fountain’s academic field of interest is education and intersectionality within higher education, and she holds an academic appointment as Professor of Cultural and Behavioral Science in Perimeter College at Georgia State.
Citations and Resources
Steward, A.J., Malley, J.E., & Linderman, J.J. (2021) Launching new faculty careers: Building a strong foundation for a diverse faculty. Journal of Women and Minorities in Science and Engineering, 27 (1) 85-106.
Turner, C.S.V. & Gonzalez, J.C. (2015). What does the literature tell us about mentoring across race/ethnicity and gender? In C.S.V. Turner & J.C. Gonzalez (Eds.), Modeling mentoring across race/ethnicity and gender: Practices to cultivate the next generation of diverse faculty. (pp. 1-41). Sterling, VA: Stylus Publishing LLC. Link
Zambrana, R.E., Espino, M.M., Castro, C., Cohen, B.D., & Eliason, J. (2015). “Don’t leave us behind”: The importance of mentoring for underrepresented minority faculty. American Educational Research Journal, 52(1), p. 40-72. Link