Mentoring FAQ

This is a non-exhaustive list of questions related to the 25/25 policy measure. The page will be regularly updated as the policy initiative develops. Please feel free to submit your questions at

Mentors serve as role models to participants, and help share their network, experiences with participants. From literature it is known that persons who have a mentor, have a higher chance of progressing in their careers than individuals who are not mentored. Mentoring also helps senior staff better understand the challenges confronting their colleagues and helps them make a substantive contribution to their mentees’ professional growth. 

Mentors are full professors (male or female) who support the participant in the process of preparing the portfolio, and also share advice on questions that participants have concerning their own career progression. 

To explain the roles of mentors and participants, a booklet with information will be provided to mentors and participants and during the kick off, further information about responsibilities and ways of working between the mentor and participant will be provided.

Participants and Deans/department heads will be asked to propose mentors when registering for the policy measure. 

In the nomination forms, we asked each participant to think of potential mentors, internal or external to EUR. At the kick-off meeting, participants will be provided a mentoring booklet outlining the mentoring process, some best practices, and guidelines for the mentor-mentee relationship including time investment and suggested frequency of meetings (e.g., 2-3 meetings in the duration of the program). Participants can then approach proposed mentor(s) from their list, inform them about the 25/25 policy measure and get their agreement to serve as mentor. We recommend that at least one, if not all, mentor-mentee meetings happens in person. If, for any reason, a participant does not find a mentor, we will help match them to a suitable individual. After all participants have a mentor, they are requested to share the details of their mentor with us via email ( so he/she can be invited to future events or workshops organized as part of the 25/25 policy measure.  

Some may ask if it is not advisable to first know the gaps in one’s portfolio and then identify a mentor who can help with those specific gaps. If you feel strongly about flipping the format (i.e., identifying gaps in the portfolio and then looking for a mentor), please go ahead. Our vision for the mentoring process is for the mentor to support you in the individual goals and development needs you identify for yourself. In other words, you are in the driver seat in steering the mentoring relationship and goals. However, if your experiences suggest otherwise, you are free to adapt the programme activities in a way that works best for you.

At this time, no mentor trainings are planned. In the mentoring guidelines, there are some resources that your mentors might find useful. If you or your mentor have specific questions, please let us know.

The role of the supervisor depends on your relationship. If you have a good relationship with your supervisor, s/he can certainly play a supportive and facilitating role especially if they have nominated you to the programme. Even if you nominated yourself but have a good relationship, you may indeed bring them on board, discuss your participation in the 25/25 policy measure, and/or seek their advice on your portfolio, for instance.

The project team regularly communicates with the deans, HR partners, and, as necessary, with research and operation directors in each faculty. To ensure that relevant actors (including supervisors and/or group heads) understand the programme and are kept informed of developments, the project team is looking at sending faculty-wide updates every 4-6 weeks. These will be circulated via the faculty secretariat to ensure a wider dissemination and a better understanding of what the 25/25 policy measure entails. In the meantime, if your supervisor has a question, please encourage her or him to email us.

The 25/25 policy measure is not a substitute for the P&D nor is it meant to impose on regular faculty processes. Also, faculties should continue their regular processes and not wait for the outcomes of the programme. For example, if someone is ready for promotion, their portfolio review should continue in a timely manner regardless of their participation in the 25/25 policy measure.

For further questions about the EUR 25/25 policy measure, please contact dr. Vidhi Chaudhri or dr. Katarina Putnik (

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