In higher education, as in many professions, employees new to their positions are advised to seek a mentor--an experienced individual who knows the profession and the academy and is invested in his or her mentee's success. Mentoring has long been recognized as an effective method for enabling new employees to develop the knowledge, skills, attitudes, and behaviors required to successfully discharge their responsibilities; in addition, mentors can help new employees better understand the organizational culture and institution-specific norms. Increased professional demands on new employees today make rapid integration into their careers and the culture more vital than ever before (Ensher, Thomas and Murphy 2001). For many reasons (discussed within this article), the single mentor of years past has given way to a mentoring network. The network has emerged as an efficient and valuable way for new employees to gain the skills and knowledge they need. This article describes the development of a comprehensive mentoring program for faculty. The program evolved to include the design and use of alternative mentoring models and employs strategies easily adapted for staff and administrators.