Abstract:

Mentoring programs have been recently implemented in various sectors around the world aiming to improve the qualifications of employees and increase their motivation through the cooperation of colleagues. The Vilnius University program for new lecturers was prepared during the implementation of the EU-funded study project which was intended for newly recruited lecturers to the university (VU and Šiauliai cooperation project). The implementation period lasts from September 2022 to September 2023. The aim of the program is to ensure the quality of studies by helping new lecturers to integrate more successfully into the university community and to provide assistance in ensuring the quality of teaching, thereby contributing to their career development and increasing the attractiveness of the professional activity of lecturers. During the implementation stage of the mentoring program, the Vilnius University (hereinafter - VU) mentoring program for lecturers was piloted (or tested).
An empirical study was conducted the purpose of which was to evaluate the implementation of the piloted mentoring program for lecturers and to formulate recommendations for improvement. In cooperation with the participants of the piloted Mentoring program (mentors and lecturers-participants of the program), a qualitative case analysis was conducted on the principle of case study. The study was based on the case study strategy and consisted of 2 stages: evaluation of program stage activities (content analysis of documents), and observation of participants’ activities during reflections (method of activity observation, content analysis of diaries). The research was conducted during the implementation stage of the mentoring program from October 2022 until June 2023.
Participants of the mentoring program of Vilnius University took part in the study: as of 28 June 2023, 43 VU lecturers were registered in the program: 27 mentors and 16 lecturers-participants of the program. Participation in this program was voluntary and based on good faith.
After conducting a SWOT analysis of the mentoring program for lecturers, the following strengths were identified: organized reflections (meetings of program participants), the ability to feel safe, creating a community (a sense of being a part), actualization of personality, strengthening of self-esteem, self-development and improvement, volunteering, development of psychological resilience, the ability to be heard, the joy of being needed, etc. Weaknesses or areas for improvement: insufficient dissemination of information and publicity of the mentoring program, weak contact with the personnel management department, deans and vice-deans of Faculties, weak publicity of the importance of filling in the diary, weak motivation, the need for constant strengthening of mentors’ competencies, lack of recognition of the mentoring program in individual Faculties.
Vilnius University’s unique experience and unique practices may be useful for other universities intending to prepare mentoring programs.

Keywords:

Mentor, mentee, lecturer-program participant, pilot mentoring program, mentoring program challenges, obstacles for a mentoring program, success factor.