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Mentors Do's and Don'ts

Mentors should:

  • Develop a training plan for your Fellow, including the areas of participation in the project, attendance in meetings, conferences, special courses, etc.
  • Clearly define the activities in which your Fellow will be involved. Let your Fellow know your expectations for progress, professional behavior, compliance, attendance, etc.
  • Assist your Fellow in getting settled at your site and in becoming a productive member of your community.
  • Provide the appropriate materials, equipment, safety training, technical and clerical support, and office space for your Fellow to conduct the project.
  • Provide ongoing technical guidance and advice.
  • Be accessible.
  • Periodically review the status of your Fellow's activities and give appropriate feedback.
  • Approve appropriate absences by your Fellow.
  • Make sure that ORAU is immediately informed if a stipend payment needs to be adjusted due to an adjusted schedule, an unpaid absence, or an early termination.
  • Immediately involve ORAU if your Fellow demonstrates an inability to function effectively within your environment.
  • Immediately involve ORAU if any concerning incidents occur or if your Fellow registers a serious concern.

Mentors should NOT:

  • Consider your Fellow an employee for any purpose. Fellows receive no salary or fringe benefits, but receive a stipend during their educational experience.
  • Consider your Fellow to be performing work.
  • Consider them as rendering advisory or personal services.
  • Consider them as providing expert advice.
  • Consider the appointment as a commitment to future employment by MLEF or others.
  • Consider the appointment as dependent upon the performance of any specific work or the delivery of a product.
  • Assign program management authority, signature authority, or official job titles to your Fellow