Attachment 19 NRMN Mentor Skills Module

Attachment 19:

NRMN Mentor Skills Module
(Revised 7.31.17)
Note: This module will be part of the annual follow-up survey for selected respondents, so the general
information about survey purpose and information protection are described as part of the main survey.

OMB #0925-0747
EXP. 11/2019

Public reporting burden for this collection of information is estimated to average 10 minutes per
response, including the time for reviewing instructions, searching existing data sources, gathering and
maintaining the data needed, and completing and reviewing the collection of information. An agency
may not conduct or sponsor, and a person is not required to respond to, a collection of
information unless it displays a currently valid OMB control number. Send comments regarding
this burden estimate or any other aspect of this collection of information, including suggestions for
reducing this burden, to: NIH, Project Clearance Branch, 6705 Rockledge Drive, MSC 7974,
Bethesda, MD 20892-7974, ATTN: PRA (0925-0747). Do not return the completed form to this
address.

2

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1. Keeping in mind your role as a mentor or coach within a research context, please indicate how skilled you feel in each mentoring component listed below. Use a scale from 1 to
7 where 1 = “Not at all skilled” and 7 = “Extremely skilled.” If you cannot comment, indicate
N/A (not applicable) in the last column.

Active listening
Providing constructive feedback
Establishing a relationship based on trust
Identifying and accommodating different
communication styles
Employing strategies to improve communication with mentees
Coordinating effectively with your mentees’
other mentors
Working with mentees to set clear expectations of the mentoring relationship
Aligning your expectations with your mentees’
Considering how personal and professional
differences may impact expectations
Working with mentees to set research goals

Not at all
Skilled
(1)

Helping mentees to develop strategies to
meet goals
Accurately estimating your mentees’ level of
scientific knowledge
Accurately estimating your mentees’ ability
to conduct research
Employing strategies to enhance your mentees’ knowledge and abilities
Motivating your mentees
Building mentees’ confidence
Stimulating your mentees’ creativity
Acknowledging your mentees’ professional
contributions

(2)

Moderately
Skilled
(3)
(4)
(5)

Extremely
Skilled
(6)
(7)
(n/a)

(1)

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(4)

(5)

(6)

(7)

(n/a)

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(n/a)

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Not at all
Skilled
(1)

Negotiating a path to professional independence with your mentees
Taking into account the biases and prejudices you bring to your mentor/mentee relationship
Working effectively with mentees whose personal background is different from your own
(age, race, gender, class, region, culture,
religion, family composition etc.)
Helping your mentees network effectively
Helping your mentees set career goals
Helping your mentees balance work with
their personal life
Understanding your impact as a role model
Helping your mentees acquire resources
(e.g. grants, etc.)

(2)

Moderately
Skilled
(3)
(4)
(5)

Extremely
Skilled
(6)
(7)
(n/a)

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(n/a)

(1)

(2)

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(7)

(n/a)

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(7)

(n/a)

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(n/a)

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2. For the next set of questions we would like for you to think of your current or most recent
research mentoring relationship where the mentee was of a different racial/ethnic background than yourself. If you have not had a research mentoring relationship where the mentee was of a different racial/ethnic background then please think of your most recent mentoring relationship.
a. I created opportunities for my
mentees to bring up issues of
race/ethnicity as they arose.
b. I encouraged mentees to
think about how the research
relates to their own lived experience.
c. I was willing to discuss race
and ethnicity with my mentees,
even if it made me uncomfortable.
d. I reflected upon how the
research experience might
differ for mentees from different
racial/ethnic groups.
e. I raised the topic of race/ethnicity in my research mentoring
relationships when it was relevant.
f. I implemented specific strategies to address racial/ethnic
diversity in my research mentoring relationships.
g. I approached the topic of
race/ethnicity with my mentee(s) in a respectful manner.
3.

Never

Rarely

Sometimes Frequently

All of the I choose not
Time
to answer

How would you rate the overall quality of the mentoring you are providing to your
mentees?
Very low
1

2

3

Average
4

5

6

Very High
7

4. Overall, how satisfied are you with your mentoring/coaching/training relationships?
Not at all
1

2

3

Moderately
4

5

6

Completely
7

5. To what extent do you feel that you are meeting your mentees’ expectations?
Not at all
1

2

3

Moderately
4

5

6

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Completely
7