Mentoring at UC Merced

Academics at UC Merced are advised to form a mentor network that consists of formal and informal mentoring. Mentoring is most often successful when it occurs naturally and informally. Formal mentoring provides access to senior colleagues to provide monthly check ins, review papers and proposals and provide introductions to key people on campus and in the field. Mentoring can address all aspects of life in academia including balancing professional and family obligations. 

We encourage all academic employees to seek a mentor both internal and external to UC Merced.

Why Mentoring?

Mentoring plays an invaluable role in faculty recruiting, retention, development and advancement. Research shows that the success of faculty mentoring is enhanced when mentoring is employee-driven, functional, and flexible. Research shows that mentoring enhances employee success and promotes a positive workplace climate. 

Benefits for Mentees

  • Support and advocacy from a senior colleague
  • Advice on responsibilities and professional priorities
  • Individual recognition and encouragement
  • Informal feedback and critical but constructive appraisal
  • Access to informal networks of communication

Benefits for Mentors

  • Satisfaction in enabling new employees to begin their careers with a sense of direction
  • Satisfaction of helping with the professional growth and development of a junior colleague
  • Satisfaction of contributing to overall institutional climate change
  • Provides opportunities for reflection and renewal of mentor’s own teaching and research career
  • More apt to keep abreast of new knowledge and techniques
  • More apt to keep abreast of institutional developments

For more information on the UC Merced Faculty Mentoring Program contact Becky Gubser at