Mentorship Committee Manual

Article I. Name

Section 1: Name

A. The name of this committee shall be the Division 22 Mentorship Committee.

Article II. Purpose & Objectives

Section 1: Purpose

A. The purpose of the Division 22 Mentorship Committee is to form and manage an organized network of professional Rehabilitation Psychology mentors across the career lifespan, to mentor identified mentees in career development and professional growth. Providing mentorship opportunities serves to promote the mission and objectives of Division 22, as well as to respond to the need from mentees across the lifespan for enriched training, networking, and professional development opportunities in the field of Rehabilitation Psychology. A strong mentoring relationship is built on collaboration and the commitment to the professional development of both of its participants. Many strong mentoring relationships provide an opportunity for both parties to learn from each other through the development of a caring and respectful professional partnership.

Section 2: Objectives

The objectives of the Mentorship Committee are:

A. To promote the exchange of knowledge and information among Division 22 Mentors and Mentees through a specialized professional mentorship relationship.

B. To identify qualified Mentors within Division 22, who are willing and able to provide professional mentorship, collaboration, and guidance for professional growth to an identified mentee.

C. To identify Mentees with interest in Division 22, who are seeking professional mentorship from a qualified professional to address professional career goals and interests.

D. To provide guidance and structure for Mentors and Mentees, outlining recommendations and guidelines for successful mentorship interactions

E. To develop a Mentorship Program that is sustainable, and will continue to fuel itself with future mentors and mentees across the career lifespan, to expand the Program for future members

F. To identify Committee Members to maintain tasks, ensure sustainability, and provide communication and feedback to the Executive Committee of APA Division 22.

G. To increase Mentorship and Mentor/Mentee participation and visibility in Division 22 and in events sponsored by Division 22.

H. To assist Division 22 Mentors and Mentees with problem-solving related to the mentoring process, including further matching or re-matching, or professional issues related to the field of Rehabilitation Psychology.

Article III. Program Structure & Responsibilities

Section 1: Structure and Responsibilities of the Mentorship Committee

A. The Division 22 Mentorship Committee will consist of seven (7) members:

i. One Chair, one Co-Chair and one Past-Chair will be appointed for a three year term by the Executive Committee for a three year term to include participation as Chair-Elect, Chair and Past-Chair. He/ she will be a mid to senior career member of the Division. These members will oversee all functioning of the Division 22 Mentorship Committee and submit a brief bi-annual report to the Executive Committee about the Mentorship Program’s activities.

ii. One trainee member appointed by the Student Representative and current Trainee Representative for a one-year term. This appointment may be extended for a second one-year term. The appointed trainee will be responsible for representing trainee mentorship interests and maintaining regular communication with the Student Representative and other trainee leadership in the Division.

iii. One early career member appointed by the Early Career Representative for a one year term. This appointment may be extended for a second one-year term. The appointed member will be responsible for representing early career mentorship interests and maintaining regular communication with the Early Career Representative.

iv. One member-at-large appointed by the Mentorship Committee Chair for a two-year term. This member will be responsible for maintaining communication with the Executive Committee. Trainees are not eligible to serve in this position.

v. One representative of the Communications Committee appointed by the Communications Committee Chair for a one-year term.

B. Responsibilities of the Mentorship Committee include:

i. Development and future revisions of the Committee Manual.

ii. Recruitment and vetting of Division 22 mentors and mentees.

iii. Maintenance of an up-to-date registry of mentors and mentees.

iv. Matching and re-matching of mentors and mentees will occur at least bi-annually and as needed on a rolling admissions basis.

v. Provide mentors and mentees an agreement describing the Mentorship Program as well as the rights and responsibilities for each role.

vi. Management of all formal Committee communications (i.e., advertisements, calls for applications, regular correspondence with members).

vii. At least biannual assessment of mentors’ and mentees’ feedback and needs following the RP Conference and the APA Convention via online survey mechanism, with forwarding of questions/concerns to the Committee and outcome data to the Division 22 Executive Committee in the biannual reports. viii. Development of mentorship programming, both formal and informal, for Division events such as at the annual Rehabilitation Psychology Conference and the annual convention of the American Psychological Association.

ix. Provide nominations to the Awards Committee for the Division 22 Mentorship Award at APA convention.

x. Assign a Committee member to the Awards Committee.

xi. Provide brief, bi-annual reports to the Division 22 Executive Committee to be submitted for the Mid-Winter and APA Convention Executive Committee meetings. This report and review may contain mentorship data and statistics (e.g., number of mentors and mentees, number and type of mentor/mentee interactions, satisfaction surveys).

Section 2: Structure and Responsibilities of Mentors and Mentees

A. Definition of terms.

i. Mentor. A mentor may be any member of Division 22 who has obtained a doctoral degree in psychology and demonstrates experience and professional interest in Rehabilitation Psychology.

ii. Mentee. A mentee may be any member of Division 22 at any stage of professional development (i.e., student to senior career) that wishes to engage in a professional development relationship with a more knowledgeable member in order to develop the range of competencies required to practice in the realm of Rehabilitation Psychology.

B. Mentor and Mentee Responsibilities:

i. Mentors and mentees will engage in a one-year professional mentoring relationship aimed at 1) enhancing the mentee’s professional performance and development as a competent Rehabilitation Psychologist 2) providing a role model and support system for the mentee that provides lessons not only in professional development but also general work-life balance.

i. Mentors and mentees will maintain at least bi-annual verbal and/or written communication with designated mentors and mentee(s). Mentors and mentees will notify the Mentorship Committee at least one month in advance if at any time they are not able to fulfill the yearly agreement.

ii. Mentors and mentees will notify the Mentorship Committee within the first month of the initial match if they are experiencing difficulty making contact with their mentor or mentee

iii. Mentees will strive to engage in mentorship activities offered by the Division such as attending Division events and other formal mentorship modalities

Article IV. Committee Membership Eligibility & Selection Procedures

Section 1: Committee Membership Eligibility

A. Mentorship Committee Members: All Mentorship Committee members must be current members of APA Division 22 and have a demonstrated interest in serving the goals and interests of Division 22 and the Mentorship Committee. Although APA Membership is encouraged, Mentorship Committee Members are not required to be members of APA. Representation of members across the career lifespan is encouraged.

Article V. Meetings & Communication

Section 1: Mentorship Committee Meetings & Communication

A. The Mentorship Committee will hold a minimum of four (4) meetings per year to monitor fulfillment of responsibilities discussed above. Delegation of responsibilities (e.g., review of Mentor/Mentee database, preparation of bi-annual report) will be discussed in these meetings. It is recommended that two (2) of these meetings occur during the Mid-Winter Rehabilitation Psychology Conference (usually held in February) and the annual APA Convention (usually held in August). The remaining two meetings should occur over teleconference or videoconference as needed.

B. Regular (e.g., monthly) communication via email is recommended to maintain regular mentorship information and activities, particularly in the early stages of the development of the Mentorship Program.

C. The Mentorship Committee must submit a bi-annual report to the Division 22 Executive Committee detailing Mentorship Program and Committee activities.

D. The Mentorship Committee will collaborate with the Division 22 Communications Committee to establish a section on the Division 22 website for mentorship-related information.

E. The Mentorship Committee will appoint a member to the Awards Committee and recommend nominations to the Awards Committee to select a yearly recipient of the Division 22 Mentorship Award.

Article VI. Dissolution Procedures & Filling of Vacancies

Section 1: Dissolution Procedures

A. The Division 22 Executive committee may, by two-thirds vote, dissolve the Mentorship Committee. The Executive Committee is encouraged to discuss grievances or concerns with the Mentorship Committee prior to any formal dissolution efforts.

B. The Mentorship Committee assesses the eligibility of prospective Mentors and Mentees on an ongoing basis. This requires continuous involvement of approved Committee members, regular meetings and communication, and sufficient Mentor/Mentee involvement.

C. If a Mentor or Mentee fails to provide communication or feedback regarding their status and activities as a member of the Mentorship Program within the first three months post-assignment, they will be queried as to their continued interest, identify any barriers to their engagement and provided a warning. .They will be informed that they will be temporarily deactivated from the mentor/mentee status in one month’s time if their expressed compliance is not established. If they continue to have difficulty providing information or communication as required, they will be removed from the Program and will be required to re-apply, with an explanation of changes compelling their renewed participation.

Section 2: Filling of Vacancies

A. In the event of a vacancy in the Mentorship Committee, the responsible party for that appointment will immediately seek a replacement that meets the criteria. The new appointed member will fill the position for the remainder of the previous member’s term.

B. In the event that a mentor withdraws from the program or is unable to fulfill the remainder of the 12-month mentorship agreement, the Mentorship Committee will notify the mentee and make attempts to seek a replacement for the remainder of the term.

Article VII. Amendments

Section 1: Proposal of Amendments

A. Amendments to the Mentorship Manual may be proposed by any member in good standing of Division 22 by submitting a proposal to the Mentorship Committee in writing through the current Representative to the Executive Committee.

B. Proposals for amendments shall be considered at the next quarterly meeting of the Mentorship Committee, or can be discussed and disseminated via email.

Section 2: Ratification of Amendments

A. Upon approval of the amendment by at least a two-thirds vote of the Mentorship Committee, the proposal will be forwarded via email to all active Mentors and Mentees in good standing.

B. At least 14 but no more than 30 days shall elapse between dissemination of the proposal and vote on the proposal.

C. A two-thirds vote of those casting ballots is required for the adoption of the amendment.

D. Notification of the outcome of the voting shall be made to the Division 22 Executive Committee and Mentorship Committee members at the earliest opportunity.