The document discusses the University of Johannesburg's staff mentorship programme as a means to achieve world-class university status. It notes the university's history and strategic thrusts towards excellence. It defines mentoring and outlines challenges like limited funding, infrastructure issues, and scarcity of high-caliber academic staff. The presentation recommends designing a clear proposal and communication plan, integrating credit-bearing training, conducting cost analyses, rewarding staff involved, and ongoing evaluations to ensure quality and meet objectives. The overarching goal is to develop quality leadership through a structured mentorship programme.

1. Staff mentorship programme (SMP)
as means to achieve world class
university status
The Example of UJ
Presented by the University of Johannesburg staff members
Linda Mbonambi
Sibusiso Mdletshe
Guy Mihindou
George Letlhokwa
Emerging Leaders Development Programme
SYNDICATE Group 4
20 February 2014
Council Chambers

2. 1.Introduction: The status quo
• History of UJ
• Establishment of Strategic Thrusts
• Towards excellence – A world
class University
ELDP Syndicate Group 4

3. 1. Introduction – Our trajectory
• Quality Leadership
• Current leadership
• Future-fit leadership
ELDP Syndicate Group 4
Corresponds to Diagram from
Study school booklet 4: Page 44

4. 1. Introduction: Research statement
Focusing on mentorship as an instrument of growing our
own talent,
more specifically our own quality leadership.
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5. 2. The world class university: concept
ELDP Syndicate Group 4
QualityLeadership
Research
Teaching and
learning
Attraction and
retention
Culture of
excellence
Level 7
Level 1

6. 2. The African and specific university contexts
The Challenges
• Funding: limited
• Infrastructure
• Student profile: socio-economic variables
• High caliber academic staff: scarcity and retention
• Staff development: lack of formality and structure
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7. 3. The African and specific university contexts
Words of caution
• Enhancing national and international stature
• Maintaining fundamental necessities
• Sustained effort e.g. Academic Development and
Support (ADS)
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8. 4. Towards our Future-fit leaders
• A quality leader is a
person who mentors.
• However, in order to sustain
leadership excellence within
the leadership cycle,
structured mentorship is
imperative!!!
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9. 4. Definition of mentoring
“Mentoring is supporting and
encouraging people to manage their
own learning in order that they
maximize their potential, develop
their skills, improve their
performance and become the
person they want to be.”
Parsloe (2008) cited by Syndicate 4, 2014
ELDP Syndicate Group 4

10. 4. Mentorship: Terminology INSALA
ELDP Syndicate Group 4
Mentorship
Mentoring: The use of an experienced
individual to teach, guide and develop
someone with less knowledge or
experience in a given area.
Mentee: An individual who seeks
or needs specific knowledge or
experience in a given area.
Mentor: An individual with specific
knowledge or experience in a given
area of expertise, who is willing and
able to share that knowledge or
experience with another.

11. 4. Mentoring: Trends in South Africa
• Unstructured mentors
• Focusing on specific groups of employees
• Lack of training of mentors
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12. 4. Mentoring: UJ
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• Professional Staff Development within ADS
• Infancy
• Informal
• Sporadic: very few departments

13. 4. Mentoring: Challenges and limitations
• Challenges: Limited staff members servicing full
spectrum academic staff at UJ
• Ratio of 3 ADS staff: 9 faculties
• Minor impact
• Volunteerism
• Management: Evaluation of need for mentorship adhoc
• Non-systemic
• Advocacy
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14. Implications
• Leadership at all levels
• Financial
• Commitment from staff
• Human resources
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15. 5. Recommendations
• Design a clear proposal and communication plan.
• Integrate credit-bearing training in the institution’s Human Resources
Development Policy.
• Conduct cost analysis prior to the implementation of mentoring programmes.
• Reward the staff involved in mentoring programmes.
• Organise and increase the visibility of mentoring programmes.
• Work in consultation with the INSALA organisation, which is the specialist in
guiding NGOs and Universities in setting up mentorship programmes.
• Conduct ongoing formative evaluations to ensure quality and determine the
extent to which the objectives of the relevant programmes are met.
ELDP Syndicate Group 4

16. ELDP Syndicate Group 4

17. Company established 1996
Director: Christine De Kock
Assist companies: NGO, Universities is planning and implementing mentoring
programme
Some of the companies in partnership with INSALA
BRANCHES

18. Great Leaders are not defined by the
absence of weakness, but rather by the
presence of clear strengths.
—John Zenger
Thank You

19. References
• Academic Development and Support (2012) University of Johannesburg. Annual Report 2012.
• Buckley, S. C. (undated). Staff mentoring resources at the University of Iowa, Available from:
http://provost.uiowa.edu/mentoring/staff.htm
• Clarke, P. (2010) Mentoring for all Academic staff at Deakin University: Guidance for Faculties and Schools,
Institute for Teaching and Learning, Australia.
• Central NSW Councils (2013) Mentoring for Sustainability: A guide to running a mentoring program for your council
• Cureton D, Green P and Meakin, L. (2010) Peer mentoring for staff development in a changing work environment,
International Journal of Evidence Based Coaching and Mentoring, 8(2): 79 -89.
• Deakin University, (2010) Mentoring for all academic staff at Deakin University. Guide for Faculties and Schools,
Australia.
• Greyling, L. and Rhodes B.G., (undated) Promoting High Quality Performance through mentoring: A Programme
for Higher Education. Unpublished Paper.
• Guardian Professional, (2012) Africa's early career researchers need support and so do their universities.
Available from: http:// www.theguardian.com/ higher- education- network. Accessed on 07 February 2014.
• Humtech, (undated) Individual Learning Strategies: Mentoring. Available from:
www.humtech.com/opm/grtl/ils/ils4.cfm . Accessed on 05 February 2014.
• Levin, H.M., Jeong, D.W., and Ou, D. (2006) ‘What is a World Class University?’, Paper prepared for presentation
at the 2006 Conference on the Comparative and International Education Society, Honolulu, Hawaii, 16 March
2006.
• Management Mentors, (2013) Business Mentoring Matters – What is group mentoring? Available from:
www.management- mentors.com/about/corporate-mentoring-matters-blog/bid/80030/. Accessed 05 February
2014.
• MENA’s Higher Education Leadership Forum proceedings, (2013) ‘Becoming a ‘World-Class University’ on a
modern context: Challenges, opportunities and strategies forward’, The 1st Annual Higher Education Leadership
Forum: Inspiring the leaders of today, 12-13 November 2013, Dubai, United Arab Emirates.17
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20. • Mgqibela, L. (2008). Comprehensive university reality 'fraught and complicated' 29 January 2008 Issue
No: 1 http://www.universityworldnews.com/article.php?story=20080129095708408
• Naidoo, K and De Kadt, E. (2013) Unpublished Discussion Document: Career Development as a
Component of Staff Development Early-Career, Mid-Career and Late-Career Development of Academic
Staff.
• Ndebele, C., van Heerden, J and Chabaya, O. (2013) Development and Implementation of a Mentoring
Programme at Historically Disadvantaged South African University. Journal of Social Science, 34 (2), 123
- 133.
• Parsloe, E. (2008). What is Mentoring? MentorSET. Available from:
http://www.mentorset.org.uk/pages/mentoring.html Accessed 10 February 2014
• Pillay, S. (2002) Educators' perceptions on factors influencing performance appraisal systems. Available
from: https://ujdigispace.uj.ac.za/handle/10210/5447 (dissertation).
• Scandura, T A. (2009) Mentoring: A Review of the Science and the State of the Art, in White Paper
Series, the Johnson An Edsomwan Leadership Institute, University of Miami.
• UJ’s STRATEGIC THRUSTS: 2011 – 2020. Available from:
http://www.uj.ac.za/EN/AboutUJ/TransformationOffice/Documents/Strat%20Thrusts%202011-
2020%20(13%20May%202011)%20(2).doc. Accessed on 09 February 2014.
• UJ’s STRATEGIC THRUSTS FOR THE NEXT DECADE (PPT) ELG Breakaway 7-8 February 2011,
Available from:
https://www.google.co.za/search?q=UJ%E2%80%99s+STRATEGIC+THRUSTS+FOR+THE+NEXT+DE
CADE&oq=UJ%E2%80%99s+STRATEGIC+THRUSTS+FOR+THE+NEXT+DECADE&aqs=chrome..69i5
7.752j0j7&sourceid=chrome&espv=210&es_sm=93&ie=UTF-8. Accessed on 02 February 2014.
• Unknown Author, (2013) Emerging leaders development programme, School Number 3, University of
Johannesburg.
• Wächter, B. and Kemp K., (undated) Internationally Competitive Universities: A Study for Arengufond
(undated). Available from: http://www.arengufond.ee/upload/Editor/English/publications/Estonian-
Development-Fund-Internationally-Competitive-Universities.pdf . Accessed on 08 February 2014.
ELDP Syndicate Group 4