Promoting Psychology. Supporting Psychologists.

Guidelines for Mentors and Mentees

Mentors

  • Prerequisites
    • IPA membership in good standing
    • No history of licensure suspension
    • Licensed as an HSPP psychologist (or the equivalent) for a minimum of 5 years
  • Roles and responsibilities
    • Commitment to a minimum of one year to work with a given mentee with a minimum of one hour per month contact. Mentoring relationship can extend beyond one year as mutually agreed upon by mentor and mentee.
    • Initiate and establish individual mentoring goals and specific outcomes for the mentoring relationship to be mutually agreed upon by the mentor and mentee
    • Provide opportunities for a mutually agreed upon contact plan with mentee to meet mentoring goals established in 2 above.
    • Provide mentoring relationship and program evaluations as requested

Mentees

  • Prerequisites
    • IPA membership in good standing
    • Working toward Indiana HSPP licensure OR enrolled in an internship OR a psychology graduate program in Indiana
    • No history of licensure suspension
  • Roles and responsibilities
    • Work with mentor to establish personalized mentoring goals
    • Work with mentor to determine plan for contact at a minimum of one hour per month for a minimum term of one year. Mentoring relationship can extend beyond one year as mutually agreed upon by mentor and mentee.
    • Provide mentoring program evaluations as requested
 

Information and Suggestions for Mentors

Getting Started…

Setting goals.

  • It is helpful at the outset to collaborate with your mentee to determine and clearly define the goals of the mentoring relationship.
  • Some potential goals/directions could include:
    • Exploring areas of specialization not addressed in the mentee’s training program
    • Helping the mentee network in an area of special interest
    • Providing information about the mentee’s career interests
    • Providing insight or advice regarding the mentee’s preparation for their career of choice
    • Providing a “real world” view of what your position entails
    • Aiding the mentee in locating opportunities for involvement in an area of interest
    • Providing information about the current state of the field
    • Helping the mentee stay in touch with the recent developments or training opportunities in an area of interest
    • Aiding the mentee in the further development of a professional identity

Establish a meeting schedule.

  • Attempt to meet with your mentee at least once in person.
  • If meeting on a regular basis is not possible, maintain email or phone contact with your mentee on a monthly or quarterly basis.
  • The meeting schedule should be determined at the start of the mentoring relationship based on both parties’ respective schedules.

Possible activities for mentor/mentees.

  • Having a lunch meeting
  • Attending conferences or workshops germane to the mentee’s interests
  • Attending meetings of professional organizations that address an area of interest
  • Attending sessions at the annual IPA conference
  • Reviewing your mentee’s vitae and provide advice/feedback
  • Allow your mentee to conduct an informational interview with you or a colleague