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On 16:04 Wed 21 Jan , Douglas Anderson wrote: |
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> On Wed, Jan 21, 2009 at 1:32 PM, Donnie Berkholz <dberkholz@g.o> wrote: |
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> > On 20:30 Tue 20 Jan , Donnie Berkholz wrote: |
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> >> It isn't necessarily obvious from a recruiter's interaction with a |
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> >> mentor whether he is good at the actual task of mentoring. |
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> > |
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> > We could take a tip from the Summer of Code and have both mentor and |
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> > mentee fill out a quick eval at the end of probation. This would perhaps |
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> > be more valuable over a longer probation. |
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> > |
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> |
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> The evaluation is a good idea, but it would have to be something maybe |
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> only devrel had access to. |
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How would mentors know what they need to improve upon? |
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One way to answer this is to have 2 sections -- 1 optional section that |
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only recruiters see, and 1 that the mentor sees. |
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> With the Summer of Code, many students leave the project after they're |
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> finished, |
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The best ones stay. And they fill out evals too, so it's clearly a |
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solvable problem. |
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> but with a new dev they're just starting a (hopefully) long |
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> relationship with their mentor. I personally would hesitate to point |
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> out the weak points of an experienced developer if I were just |
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> starting out here. Something to think about... |
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I would love to improve my mentoring, and suggestions to help me are |
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welcome. Pointing out unfixable weak points is also welcome because |
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those are areas I should avoid, instead focusing on what I'm good at. |
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-- |
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Thanks, |
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Donnie |
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|
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Donnie Berkholz |
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Developer, Gentoo Linux |
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Blog: http://dberkholz.wordpress.com |
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