Leadership | Success for New Employees | Collaboration | Communication
Professional Development | Mentoring | Efficiency | Suggestions
Commenting on her position as Diversity at OSU Website, Coordinator Deb Burke stated, "Everything about my position has embodied the Campus Compact, allowing space for me to explore safely, to be supported for my ideas and thinking by the mentoring I have received. I've never experienced a work situation where I have been allowed so much freedom to fail or succeed. Even with the failure piece it doesn't feel like failure."
"Larry Roper and Jodi Nelson have always had a lot of meetings. So you get to interact with other people throughout the division. There have always been many mentors to choose from."
"At times it seems that the faculty of color are not mentored enough. This makes faculty of color difficult to retain..."
"I have not seen a great deal of direct mentoring in regards to the Compact. It is not a document that is visually present in our office, and although it is referred to at times, the focus does not seem to be around real discussion or higher-level application of the Compact. It seems to be up to the individual (as I guess it truly is anyway) to keep Campus Compact's importance ever-present."
Although there have been achievements in mentoring opportunities, there was a lack of comments mentioned in interviews pertaining to this topic. This may indicate a need to give mentoring of fellow employees some attention. Some interviewees expressed significant concern about the mentoring of new employees. Some have suggested that retirees should mentor the newcomers coming in to replace them to increase consistency of mission and increase the efficiency of transition periods.
