InSHRM Mentoring Program

WORKING TOGETHER FOR SUCCESS

April 18, 2023

Prepared by Serafima Piskun

This program was designed as a tool to assist HR professionals in easily implementing a mentoring program within their organization.

Empower employees to share their experience, knowledge and leadership.

TABEL OF CONTENTSection A-

About the Program………………………………..………………………………..……………………………………….……….31.0 Objective 1.1 The Benefits 1.2 One On One Mentoring 1.3 Length Of Time 1.4 Matching Process

Section B- Program Director...................………………………………………….……..………………………………….................4

2.0 Program Director Characteristics 2.1 Responsibilities2.2 Benefits

Section C- Mentor………………………...……………………………………………..…………………………………………….................6

3.0 Mentor Characteristics3.1 Responsibilities3.2 Benefits 3.3 Enrollment Form3.4 Acceptance Letter3.5 Responsibilities Acceptance Form 3.6 Six Weeks Evaluation Form 3.7 Six Months Evaluation Form3.8 End Of Program Survey

Section D-Mentee…………………………………………………………………….….…………………………………………….................7

4.0 Mentee Characteristics4.1 Responsibilities 4.3 Benefits4.3 Enrollment Form4.4 Acceptance Letter 4.5 Responsibilities Acceptance Form 4.6 Six Weeks Evaluation Form 4.7 Six Months Evaluation Form 4.8 Unplanned Exit Form 4.9 End of Program Survey

Section E-Forms and Extra Resources ……………………………………..……………….………………………………….................8

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To Do Check Off List

After you have received top management approval for conducting the program, begin to:

Recruit a committed Program Director to run and facilitate the mentoring program.

Have the Program Director become familiarized with their responsibilities and the overall

program.

Start advertising, communicating the program; recruiting mentors and mentee

participants, at the same time.

Email the Enrollment Form (Section C- 3.3 and Section D- 4.3) to interested/ qualified

participants.

Have a meeting with all the mentors explaining Mentor characteristics, Responsibilities

and Benefits (Section C- 3.0 to 3.2 )

At the end of the meeting have the mentors sing the Responsibilities acceptance form

(Section C- 3.5)

Have a meeting with all of the mentors explaining Mentee Characteristics, Responsibilities

and Benefits (Section D- 4.0 to 4.2)

At the end of the meeting have the mentees sign the Responsibilities acceptance form

(Section C- 4.5)

Begin matching mentor and mentee pairs (one on one)

Have each mentor contact their mentee and schedule the time for the first meeting. The

Program Director must be present at the first meeting.

Have the mentor and the mentee meet at least once every two weeks for at least an hour.

Have the mentor refer to Extra Resources section, at the end, for addition insight

regarding ideas to run the meetings and additional development resources

Six weeks after the enrollment have the mentor and the mentee fill out the Six Weeks

Evaluation Form (Section C- 3.6 and Section D- 4.6)

Six months after the enrollment have the mentor and the mentee fill out the Six Months

Evaluation Form (Section C- 3.7 and Section D- 4.7)

At the end of the program have the mentor and the mentee fill out End of the Program

Survey (Section C- 3.8 and Section D 4.9)

Section A- About the Program

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1.0 Objective- Use current resources to help less experienced employees adapt and succeed in the company culture. Provide leadership and job satisfaction opportunities for successful employees. Retain the company success when experienced employees leave.

1.1 The Benefits

Provide employee satisfaction Develop leaders Teach new skills Retain new hires Enrich employees Make company more appealing to recruiters Form relationships Improve interpersonal skills Help understand corporate culture, mission, vision, values Bring employees together to establish a network of professionals Plan career strategies Learn new problem-resolution skills Resolve current work-related challenges Build and expands a professional network

1.2 One-On-One mentoring- One mentor is matched with one mentee, and a program Director monitors the progress. The goal of the relationship is to develop and retain the mentee while providing leadership experience for the mentor.

1.3 Length of time- For best and noticeable results the program should last 9 to 12 months. Mentor and mentee should meet at least once every two weeks, for at least an hour.

1.4 Matching Proses- Each mentee selects their three top mentor choices from a list of mentors. A list can be email to each mentee or they can personally bring their top three to the Program Director. Mentors and mentees can also be matched based on their goals, interests, positions. Refer to the Enrollment form for that information.

Note: This program does not define who can be a mentor/mentee. It only provides characteristics as a basis for guidance. It is up to the Program Director to determine best fit within their company.

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Section B- Program Director Program Director provides essential ongoing support, training and coaching to participants. They identify opportunities and troubleshoot issues, working with participants to make ongoing adjustments to keep the program thriving. They promote the program to potential participants and serve as a program ambassador.

2.0 Program Director CharacteristicsHR Professional with at least 3 years of HR experience.

Knowledge of the organization’s mission, vision, and goals Knowledge of how the organization is structured Excellent time and project management skills The ability to meet deadlines Excellent written and oral communication skills Having a deep desire to help employees succeed.

2.1 Responsibilities

Meeting Planning, Coordination, and Evaluation: Plan program topics, format, meeting agendas, invite subject matter experts/flash mentors; coordinate happy hours for participants and alumni; facilitate mentoring meetings; arrange for catering/refreshments; help with set-up and clean-up after meetings; develop meeting evaluation/survey in order to collect participant feedback, compile meeting results, and share with the mentoring advisory board. Managing the overall program

Recruiting and Communications: Collect and compile alumni success stories for chapter newsletter on a monthly basis; conduct annual review and update of mentoring application; develop global e-mail and chapter newsletter recruitment messages and videos; manage mentoring alumni listserv, manage social network sites/groups.

Selection and Matching : Recruit, screen, train and supervise mentors. Review program applications; select and match applicants; contact applicants to make them aware of decision-status; prepare and send welcome communications to new participants. Have consistent procedures for recruiting new participants for the program.

Mentor Contact :Follow-up with participants to make sure that they complete their mentoring contract, check in regularly with participants to make sure that their peer mentoring relationships are progressing, troubleshoot any problems, act as a traditional mentor in some cases. Offer ongoing support.

Historian: Capture and archive relevant mentoring program materials, take photographs or capture video feed at major events, document history and evolution of mentoring program.

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Administrative Management: Develop budget and management structures, coordinate meeting space, develop and maintain program contact roster, serve as liaison with local chapter board members. Develop and maintain all records, policies and procedures. Document necessary improvements about program. Track program statistics; evaluate the program, including participants feedback, success rate.Maintain all the necessary external contacts and relationships for implementing and maintaining the mentor program.

2.2 Benefits Increase job satisfaction, organizational commitment, and diversity awareness Provides the fulfillment and satisfaction of helping others Expands effective communication skills Provides an opportunity to practice leadership skills Gives back for the support received from others in the past Gaining satisfaction in sharing your expertise with others Re-energizing your career Creates work allies Learning more about other areas within your organization Building a relationship with someone outside your area and thus increasing your networking

within the company

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Section C- Mentor 3.0 Mentor Characteristics

People Oriented: One who is genuinely interested in people and has a desire to help others develop and grow. A successful mentor is one who provides sufficient time with the mentee possesses good people skills and knows how to effectively communicate and actively listen. Active listening is a skill that includes paying attention to the body language and other sensory cues of the mentee. A mentor must also be able to resolve conflicts and give appropriate feedback.

Good Motivator: A mentor needs to be able to motivate a mentee through encouraging feedback and challenging work assignments. A mentor will expand a mentee’s experiences while noting the advantages and rewards associated with accepting new challenges.

Effective Teacher: A mentor must have the ability to listen and understand mentees challenges, difficulties, desires and goals. Know the skills and knowledge required by the mentee's position, and is able to effectively teach these skills to the mentee. A mentor also manages the learning of the mentee. Must have the ability to clearly and openly communicate without being offending, and provide praise and criticism appropriately.

Secure in Position: A mentor must be confident in his or her career so pride for the mentee's accomplishments can be genuinely expressed. A mentor should appreciate a mentee's developing strengths and abilities, without viewing these accomplishments as a threat. A mentor enjoys being a part of the mentee’s growth and expansion and strives to deliver the best assistance for the mentee. Willingly supports and wants the mentee to succeed.

Knowledgeable: A successful mentor is usually one who has been successful in their field of expertise and possesses the educational background and experience needed for achievement. A skilled mentor possesses and maintains current, up-to-date technological knowledge and /or skills; he/she takes on more responsibility than is required by the job and volunteers for additional activities/learning. A mentor attempts to inspire a mentee with the same drive for achievement.

Company Values and Work: A mentor takes pride in their company. A mentor understands company’s mission, vision, and values and supports company’s initiatives. A mentor is respected by his or her peers and management and serves as a role model. Keep in mind that a mentee looks to his or her mentor for guidance on interpreting policies and procedures. In order to provide this guidance, a mentor needs to know and understand this information.

Respects Others: A mentor is one who shows respect for another's well-being. Every person, including the mentor, has certain vulnerabilities and imperfections that must be accepted. A mentor should learn to accept a mentee's weaknesses and minor flaws, just as the mentee must learn to accept the

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weaknesses and flaws of the mentor. Mentors can, in fact, help a mentee explore his or her vulnerabilities and imperfections. Without passing judgment, a mentor must also recognize that differences in opinions, values, and interests will exist. By accepting such differences, a mentor projects openness to others. Not all of these characteristics are equally found in every one.

Other Aspects: Individuals that have had positive formal or informal experiences with a mentor tend to be good mentors themselves. Good mentors are experienced individuals that have a good reputation for helping others develop their skills. Maintaining the confidentiality of the mentor/mentee relationship is also crucial for success. Good mentors must have the time availability and commitment.

3.1 Responsibilities

Mentors main roles Teach: Assisting mentee in setting developmental goals and plans to achieve them.Counselor: Discussing work-related concerns impeding performance or career growth.Guide: Sharing organizational knowledge gained from personal experience. Challenge: Providing objective and honest feedback

3.2 Benefits Increase job satisfaction, organizational commitment, and diversity awareness Provides the fulfillment and satisfaction of helping others Expands effective communication skills Increases experience and skills for career development Provides an opportunity to communicate corporate values Creates a sense of team within work group Creates work allies Makes a difference to the organization, profession and the mentee Gives back for the support received from others in the past Gaining satisfaction in sharing your expertise with others Re-energizing your career Gaining an ally to help promote your organization's well-being Learning more about other areas within your organization Building a relationship with someone outside your area and thus increasing your networking within

the company Gaining insights about your mentees background and history that enhance your professional and

personal development3.3 Enrollment form 3.4 Acceptance letter 3.5 Responsibilities acceptance form 3.6 Six weeks evaluation form 3.7 Six months evaluation form 3.8 End of Program survey

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Section D- Mentee

4.0 Mentee Characteristics

Eager to Learn: A mentee has a strong desire to learn new skills and abilities, or a desire to develop existing skills and abilities. A mentee seeks educational and/or training opportunities whenever possible to broaden his or her capabilities. A mentee strives to elevate his or her level of technical skills and professional expertise to gain a greater mastery of the job.

Team Player: A mentee usually must interact with many others as a part of the requirement of his or her position. It is important the mentee cooperate and communicate with these others. A mentee must be a team player and contribute as much as possible to the mentoring relationship. To do this, a mentee should:

1. Initiate and participate in discussions2. Seek information and opinions3. Suggest a plan for reaching goals4. Clarify or elaborate on ideas5. Accept differences7. Be open to praise and criticism

Patient: A mentee must be willing to put time and effort into the mentoring relationship. A mentee must persevere through the difficulties that arise during the learning process. A mentee should be realistic enough to know that career advancement doesn’t happen overnight.

Risk Taker: This means that a mentee must move beyond tasks that he or she has mastered and accept new and more challenging experiences. Task changes are never easy. A mentee must realize to grow professionally, it is necessary to assess oneself, to acquire needed skills, to develop new skills, and to make contact with others. A mentee must be willing to take chances!

Positive Attitude: This is the most important trait for a mentee to possess because it is a bright and hopeful attitude that can help a mentee succeed. An optimistic mentee is more likely to tackle difficulties and to stay on course. A mentee should not be afraid to fail. Just as a mentor is more than a teacher, a mentee is more than a student. A mentee, as a bright and motivated individual, is the future of an organization; the insurance that a well-trained, high-quality workforce will exist to meet long-term employment needs. Most people imagine a mentee to be new to the working world; however, there are two types of mentees. The first type is the person new to NASA, who needs to be taught everything about the workplace. The second type of mentee is the seasoned, sophisticated person who may have been promoted or transferred to a new assignment. This type of mentee already knows the "survival skills” and how to interact with others. The seasoned mentee typically needs to be instructed only on the inner workings and policies specific to his/her new assignment.

Other Aspects:

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A mentee should take the lead in the relationship evaluating his/her own strengths and weaknesses and in setting goals, initiating discussions, and maintaining communication. Mentees should also be appreciative of their mentor's time, follow through on commitments, and seek to maintain communication with their mentor after the formalized relationship is over.

4.1 Responsibilities Take initiative and be proactive in his/her own career development. Participate in open and honest discussions with the mentor. Keep track of when the meetings need to happen and remind the mentor. Be ready to accept advice and take curtain actions. Provide feedback on the effectiveness of the mentoring partnership Attend all scheduled meetings.

4.2 Benefits Provide professional development. Demonstrates the employer recognition of knowledge, skills and abilities of the mentee. Usually helps to advance career more quickly. Increases confidence. Develops creative and independent thinking. Helps adjust the mentee to his or her job and company culture more quickly. Assist in the transition to workplace and life after college for new graduates. Help off-site employees feel more in touch socially and professionally. Results in a greater awareness of organizational politics and culture. Provides an appreciation and effective use of networking. Develops proactive approaches to tasks and projects. Creates a movement toward “expert” status.

4.3 Enrollment form 4.4 Acceptance letter 4.5 Responsibilities acceptance form 4.6 Six weeks evaluation form 4.7 Six months evaluation form 4.8 Unplanned exit form 4.9 End of Program survey

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Section E- Forms and Extra Resources

Mentor Forms

3.3 Enrollment formMentor Application

Instructions: Please complete all questions on the application and attach a copy of your current resume after the last page. The application should be typed in MS Word (no handwritten applications please). Please email applications to (Name) at (Email).

Name:

Job Title:

Department:

Work Phone:

Work E-mail:

Years of experience in your field of work: ___________

Other Professional Work Experience (years):____________

Are you able to meet at least (once every two weeks, for at least an hour for the next 12 months)?

☐

Briefly describe the major responsibilities in your current position:

Since the time you have been hired how have you benefited and added value to the company?

Please describe your experience in any formal or informal mentoring relationship.

What is the most rewarding part of your job?

Please specify the amount (0% - 100%) of experience you possess in each category:

Respect others Good Motivator Effective TeacherSecurity in your position Interested in helping others Knowledge for success and achievementKnows and takes pride in company values and work

What are your most important career challenges right now, and how might participation in the mentoring program help you to tackle these issues?

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Yes

No

Describe a moment when you made a mistake and how did you resolved it?

What are some advices or recommendations you have given to your company, coworkers in the past twelve months?

Please describe three developmental goals (hint: must be measurable!) that you hope to make progress towards/achieve this year: (Examples: skill development/ enhancement, professional networking, sharing knowledge, receiving a promotion, changing jobs, receiving job satisfaction, practice leadership, create work allies).

Goal 1 –

Goal 2 –

Goal 3 –

What do you hope to get out from the mentoring program?

What specialized knowledge, lessons and skill would you be able to share with others during the mentoring experience?

Please describe any experience you have had with career coaching (e.g., familiar with the concept, earned a coaching certificate, engaged the services of a coach).

In ascending order (starting with #1 being the most important) what are your priorities for being matched with a mentee?

Same department Create work alliesSimilar career goals, interests Similar personal interests Learning more about other areas within your organizationOther__________________________________________

**Please note that the Mentoring Advisory Board will do its best to honor your request, but cannot make guarantees.

Thank you for your time and interest in the Mentoring Program. Please remember to attach a copy of your current resume. Please email your completed application package to (Name) at (Email). Your application must be received ON OR BEFORE January 31 in order to be considered for the program. Information gathered during the application process will remain strictly confidential and will be used solely for the purpose of the Mentoring Program.

Once finished click here to go back

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3.4 Acceptance Letter Mentor Acceptance Letter Congratulations, you’ve been accepted into the (Company Name) Mentoring Program!

This program combines one on one mentoring which consists of one mentor and one mentee, and a program Director monitors the progress. The goal of the relationship is to develop and retain the mentee while providing leadership experience to the mentor.

Your mentee is __________________________.

Our first meeting is on _______ Date at _______Time

The agenda for the first meeting will include a get-to-know you activities and provide an introduction to the various components of the program.

You will be introduced to your Program Director that will check in with you throughout the year to track the progress.

For the first meeting please write a half page bio about yourself, and be ready to share it with your mentee.

Once finished click here to go back

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3.5 Responsibilities acceptance form

By initialing under each requirement you are agreeing and accepting the responsibility.

______ Our meetings will begin and end on time

______ I will do my best to help my mentee succeed

______ In this program my primary focus will be my mentees needs

______ Responsibilities will be clearly explained

______ Each of us will actively participate in the relationship

______ Our communication will be open, candid, and direct

______ I will respect our differences and learn from them

______ I will honor each other’s expertise and experience

______ I will safeguard confidentiality

______ I will manage our time well

______ I will put interruptions aside

I_____________________ have read the all of the following requirements agree and accept them and will do my best to fulfill all of them.

Signature _______________________________

Date___________________________________

Once finished click here to go back

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3.6 Six weeks evaluation form Note: This document will be provided to you prior to six weeks date and should be returned to the Program Director once completed, for comparison and improvement purposes.

1. What types of activities did you do with your mentee?

Job shadowing and provided feedback

Established meeting time and location with mentee

Discussed career goals

Created an action plan to achieve those goals

Created measurable guidelines by which to evaluate the success of established plan

Meet at least every two weeks

Other (please specify):

2. What can we improve on?

Time between registration and match with mentee

Better registration forms

Contact from staff in more timely manner

More assistance in facilitating the relationship/program.

Better selection of mentees

Follow-up during mentoring relationship

Other (please specify):

• What is not working in our current program? What should we have in place to improve the mentoring

program/relationship?

• What is working the best in our program? What do you benefit from?

• List three (3) things we are currently doing that we should STOP.

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-

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• List three (3) things that we should START that would improve the mentoring program.

-

-

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-

• List three (3) things we are currently doing in our program that should CONTINUE.

-

-

-

List positive outcomes that you have experienced so far through your relationship with your mentee.

What are some objectives, needs, expectations you have for the program and are they being meet? Please Explain.

Once finished click here to go back

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3.7 Six months evaluation formNote: This form is intended to evaluate you as well as your mentee. You will need to fill out two forms one for yourself and another for your mentee. This document will be provided to you prior to six months date and should be returned to the Program Director once completed for comparison and improvement purposes.

Please rate how frequently each of the following was done by you and your mentee. Not done, rarely, occasionally, often, or every time.

1.Actively listening

2.Receiving constructive feedback

3.Establishing a relationship based on trust

4.Improving communication

5.Scheduling the next meeting

6.Having the same expectations of each other

7.Working together to set career goals

8.Developing strategies to meet goals

9.Checking up on the goals

10. Having knowledge and experiences exchanged

11. Experiencing motivation

12. Having confidence build up

13. Being stimulated to succeed

14. Feeling acknowledged

15. Negotiating a path to professional success

16. Overcoming personal background differences

17. Receiving networking help from your mentor

18. Assisting in balancing work with personal life

19. Understanding your responsibilities

20. Being connected to other professionals

Once finished click here to go back

3.8 End of Program Survey

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Not Done Occasionally Every Time

1 2 3 4 5

N/A YE

S

NO

MAY

BE

DO

N’T

KN

OW

FINAL MENTORING EVALUATOINTo be completed by the Mentor

Feel free to comment (at the end) on any of the following questions

1. Was your mentee easy to approach and talk with?

2. Did your mentee accept advice and encouragement from you with respect to your independent goals?

3. Did the two of you meet regularly? (At least once every two weeks)

4. Did you provide regular feedback and constructive criticism?

5. Did you facilitate your mentee’s participation in professional activities outside of the company?

6. Did you involve your mentee in networking? Did you invite your mentee to informal gatherings of people from work?

7. Did you act as an advocate on your mentee’s behalf within the department or division?

8. Did you connect your mentee to other senior professionals who could "fill in the gaps" in areas where you might be less skilled?

9. Did you observe your mentee in a teaching situation and provide feedback on these critical skills?

10. Did your mentee exhibit integrity?

11. Did you hold yourself and your mentee to high standards?

12. Did you assist the mentee in establishing a plan in the beginning, including goals to be achieved?

13. Did you and your mentee develop an action plan to achieve those goals?

14. Did the two of you determine at the beginning of the relationship, guidelines by which to evaluate the success of mentees established plan?

15. Were the guidelines established at the beginning defining how often and/or when you would meet on a routine basis?

16. Were you happy with the frequency of meetings?

17. Were you happy with the style of mentoring in your relationship?

18. Did the relationship meet your expectations?

Please feel free to provide any additional information that can help us improve the program. You can also comment on any of the above questions.

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Please describe a typical meeting you had with your mentee. Be as specific as possible. Include all the likes and dislikes, recommendations and anything else beneficial for further improvement of the program.

Thank you for your time.

Once finished click here to go back

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Mentee Forms

4.3 Enrollment FormMentee Application

Instructions: Please complete all questions on the application. The application should be typed in MS Word (no handwritten applications please). Email applications to (Name) at (Email).

Name:Job Title:Department:Work Phone:Work E-mail:Years working at our company:____________Years of experience in your field of work: ___________Are you able to meet at least (once every two weeks, for at least an hour for the next 12 months)?☐

Briefly describe the major responsibilities in your current position:

Since the time you have been hired how have you benefited and added value to the company?

Please describe your experience in any formal or informal mentoring relationship.

What is the most rewarding part of your job?

What are your most important career challenges right now, and how might participation in the mentoring program help you to tackle these issues?

Describe a moment when you made a mistake and how did you resolved it?

On average, how much time do you dedicate each month to professional development?

Please describe three developmental goals (hint: must be measurable!) that you hope to make achieve this year: (Examples: skill development/ enhancement, professional networking, sharing knowledge, receiving a promotion, changing jobs, receiving job satisfaction, practice leadership, create work allies).

Goal 1 –Goal 2 –Goal 3 –

What do you hope to receive from the mentoring program? Setting professional goals and objectives Networking with other professionals/sharing knowledge and resources Developing/enhancing HR skills Developing/enhancing leadership skills Obtaining guidance for studying and passing the PHR/SPHR/GPHR exam Other (please specify) ___________________

In ascending order (starting with #1 being the most important) what are your priorities for being matched with a mentee?

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Same department Create work alliesSimilar personal interests Similar career goals, interests Learning more about other areas within your organizationOther__________________________________________

**Please note that the Mentoring Advisory Board will do its best to honor your request, but cannot make guarantees.

Thank you for your time and interest in the Mentoring Program. Please remember to attach a copy of your current resume. Please email your completed application package to (Name) at (Email). Your application must be received ON OR BEFORE January 31 in order to be considered for the program. Information gathered during the application process will remain strictly confidential and will be used solely for the purpose of the Mentoring Program.

Once finished click here to go back

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4.4 Acceptance letterMentor Acceptance Letter Congratulations, you’ve been accepted into the (Company Name) Mentoring Program!

This program combines one on one mentoring which consists of one mentor and one mentee, and a program Director monitors the progress. The goal of the relationship is to develop and retain the mentee while providing leadership experience to the mentor.

Your mentor is __________________________

Our first meeting is on _______ Date at _______Time

The agenda for the first meeting will include a get-to-know you activities and provide an introduction to the various components of the program.

You will be introduced to your program Director that will check in with you throughout the year to track the progress.

For the first meeting please write a half page bio about yourself, and be ready to share it with your mentor.

Once finished click here to go back

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4.5 Responsibilities acceptance form

By initialing under each requirement you are agreeing and accepting the responsibility.

______ Our meetings will begin and end on time

______ I will do my best to help my mentor help me succeed

______ I will take my mentors needs into consideration

______ Responsibilities will be clearly explained

______ Each of us will actively participate in the relationship

______ Our communication will be open, candid, and direct

______ I will respect our differences and learn from them

______ I will honor each other’s expertise and experience

______ I will safeguard confidentiality

______ I will manage our time well

______ I will put interruptions aside

I________________________________ have read the all of the following requirements agree and accept them and will do my best to fulfill all of them.

Signature _______________________________

Date___________________________________

Once finished click here to go back

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4.6 Six weeks evaluation form

Note: This document will be provided to you prior to six weeks date and should be returned to the Program Director once completed, for comparison and improvement purposes.

Your Name:

Mentor Name:

Date:

Please answer the following questions with as many specific details as you can provide.

1. How do you feel about your meetings and relationship with your mentor? (Comfortable, informative, etc.)

2. Have you already discussed your career goals, what you hope to achieve?

3. Have you talked about a plan of action to achieving your career goals?

4. Discuss the frequency of your scheduled meetings with your mentor and how happy are you with that?

5. Any example or situations when your mentor was helpful.

6. Do you feel your mentor approaches you as often as you need? How often did you approach them for assistance?

7. Were the meetings or contacts with the program director(s) helpful or informative?

8. What could be a strength and an area for improvement for your mentor?

9. Do you feel like your mentor is able to help you achieve your career goals?

10. Is there anything else that can make your experience more beneficial?

Once finished click here to go back

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4.7 Six months evaluation form

Note: This form is intended to evaluate you as well as your mentor. You will need to fill out two forms one for yourself and another for your mentor. This document will be provided to you prior to six months date and should be returned to the Program Director once completed, for comparison and improvement purposes.

Please rate how frequently each of the following was done by you and your mentor. Not done, rarely, occasionally, often, or every time.

1.Actively listening

2.Receiving constructive feedback

3.Establishing a relationship based on trust

4.Improving communication

5.Scheduling the next meeting

6.Having the same expectations of each other

7.Working together to set career goals

8.Developing strategies to meet goals

9.Checking up on the goals

10. Having knowledge and experiences exchanged

11. Experiencing motivation

12. Having confidence build up

13. Being stimulated to succeed

14. Feeling acknowledged

15. Negotiating a path to professional success

16. Overcoming personal background differences

17. Receiving networking help from your mentor

18. Assisting in balancing work with personal life

19. Understanding your responsibilities

20. Being connected to other professionals

Once finished click here to go back

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Not Done Occasionally Every Time

1 2 3 4 5

4.8 Unplanned exit form

Your Name:

Mentors Name:

Date of first meeting:

Reason for cancelling:

Please Explain: I would like to exit the mentoring program and withdraw from all of its benefits due to

Note this would be kept confidential and would not be shared with your mentor

Once finished click here to go back

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4.9 End of Program survey

As part of our ongoing evaluation and improvement process, the (Company Name) Mentoring Program would like to learn about your experiences with the program and suggestions for improvement. Please let us know if any information that you provide is sensitive in nature so that we may handle it in a confidential manner. Thank you for your assistance! Please email your completed form to Name at Email

Name:

Job Title:

Mentors Name:

Overall Benefit 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

General Overview

What expectations did you have when you joined the mentoring program?

How did you benefit from participating in the mentoring program?

What is the best thing about the mentoring program?

What part of the mentoring program could be improved?

Experience with Peer Mentor

Tell us about your experience with your peer mentor.

How would you characterize your relationship?

How frequently did you meet with your peer mentor while participating in the mentoring program?

Going forward, what do you expect your relationship to be with your peer mentor?

Professional Networking

How do you expect to utilize the professional networks that you gained as a result of participation in the program?

If we created a mentoring alumni group on Face Book or Linked-in, would you be interested in joining?

Career Goals

Did your boss encourage or recognize your participation in the mentoring program or is participation in the mentoring program part of your individual development plan? Please explain.

Was this program beneficial to you in clarifying and making progress towards your goals? If so, what goals were you able to achieve.

Additional Feedback

Would you recommend the program to others? Why or why not?

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Developing Mentoring Goals This form can be used to assist the mentor in helping the mentee set up SMART goals.

You will set the tone of the relationship when you first meet with your mentee. In this meeting, the goal should be getting to know each other. If you are comfortable and ready, you can start helping the mentee setting up their goals and discussing ways to accomplish them. Preparation is the key to the success of this meeting. The points below outline what you can expect at your session and offer some ideas that may be helpful.

Meeting Agenda:

1. Introduce yourself and get to know each other:2. Have your mentee share his/her overall objectives for enrolling into the mentorship program.

Discuss his/her objectives and be prepared to describe the role you see yourself playing in this program.

3. Discuss meeting time, an appropriate schedule and methods for communicating in case of absences.

Tips for Success

1. Ask questions to get to know your mentee better and to understand his/her hopes and expectations for the mentorship program.

2. Be prepared to answer questions from your mentee. Getting to know you is an important step in your relationship with the student. Increasing comfort levels and building a sense of trust between the two of you is the foundation of a successful mentor relationship.

Charting Your Course: Mentoring Goals

In some mentor-mentee situations you may need to set clear, achievable goals. Aside from the ongoing tasks of getting to know each other, the first task in the mentoring program is to have the mentee define his or her goals for the mentorship. Use the following tips to work through the goal setting program with the mentee.

Mentee Preparedness

Your mentee should have some goal setting material prepared before involving you. He or she should have:

1. Consider his or her overall objective(s) for participating in the mentoring program. What does your mentee want help with? Are the objectives realistic?

2. Write goal(s) down, and brainstorm the actions he/she will have to take or behaviors they may have to work on to achieve the goals.

3. Think about what resources he/she needs and has access to in trying to achieve the goals.

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With Your Mentee

During the goal setting session with your mentee:

1. Review your mentor goal(s).2. Apply the SMART goals test to each of their goals.

Each goal should be:

o Specific (Define what exactly they will be able to do)

o Measurable (Described how they will know when the goal is achieved?)

o Achievable (Identify how to acquire the means to achieve the goals)

o Realistic (Describe a path for reaching the goal?)

o Time-related (Set a date or time frame)

1. Help your mentee identify additional goals if necessary.2. Review the list of actions for achieving your mentee’s goal(s). Are any actions missing?3. Brainstorm additional ways of achieving the goals.4. Help your mentee write an action plan for each goal. Identify the actions he/she will take to5. achieve the goal and connect those actions with timelines and resources (people, finances,

courses, etc.)

Examples of Goals:

Goals may vary from mentee to mentee. While our program is not structured as a college readiness program, most of our students are thinking about college, if only abstractly. Some maybe thinking about pursuing a career in media and others may be uncertain. Some may be uncertain as to what they want to get out of mentoring relationship. That’s ok. The goals can be revised over time. The purpose of exercise is to get mentee thinking what they want to get out of relationship. Not every meeting needs to be structured. Sometimes you may want to just hang back and have fun.

Career Exploration The College Admission Program Researching sources of financial aid Writing a college essay What is College Life Like? Creating a Resume Learning a new software program Assisting in classroom media project Working on time management skills Discussion of personal life issues

Example:

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Specific: Explore career paths in media

Measurable: Identified six-career paths to research and complete worksheets detailing information about respective careers. Decide what information you want to collect.

Achievable: Access to computer, library

Realistic: Working with mentor to conduct research online, access career books from library, talking to people who work in respective fields

Time-related: 3 months (however, could vary depending upon what other goals may be working on simultaneously).

Goals Worksheet

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Each goal should be:

o Specific (Define what exactly they will be able to do)

o Measurable (Described how they will know when the goal is achieved?)

o Achievable (Identify how to acquire the means to achieve the goals)

o Realistic (Describe a path for reaching the goal?)

o Time-related (Set a date or time frame)

Goal #1:Specific: _______________________________________________________________________________________Measurable:______________________________________________________________________________________________________________________________________________________________________________Achievable:______________________________________________________________________________________________________________________________________________________________________________Realistic:______________________________________________________________________________________________________________________________________________________________________________Timerelated:____________________________________________________________________________

Goal #2:Specific: _______________________________________________________________________________________Measurable:______________________________________________________________________________________________________________________________________________________________________________Achievable:______________________________________________________________________________________________________________________________________________________________________________Realistic:______________________________________________________________________________________________________________________________________________________________________________Timerelated:____________________________________________________________________________

Goal #3:Specific: _______________________________________________________________________________________Measurable:______________________________________________________________________________________________________________________________________________________________________________

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Achievable:______________________________________________________________________________________________________________________________________________________________________________Realistic:______________________________________________________________________________________________________________________________________________________________________________Time related:____________________________________________________________________________

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This guide was compiled from many different excellent resources not limined, but including:

www.homeinc.org/documents/ DevelopingMentoringGoals .pdf http://www.jodidavis.com/pdfs/8stepsmentoring.pdf http://chronus.com/wp-content/uploads/2012/01/10-Tips-for-Starting-a-Successful-Mentoring-

Program.pdf http://www.mentoring.org/downloads/mentoring_418.pdf http://www.management-mentors.com/Portals/41809/docs/corporate%20mentoring%20models

%20-%20one%20size%20doesn%27t%20fit%20all.pdf http://www.mentoring.org/downloads/mentoring_1222.pdf file:///E:/sima/MENTOR%20SIMA%20FOLDER/Material/Examples%20of%20different%20types

%20of%20Mentoring%20Programs.htm http://www.australiacouncil.gov.au/__data/assets/pdf_file/0020/2954/getting_connected.pdf http://www.mentoring.org/downloads/mentoring_413.pdf http://www.shrm.org/communities/volunteerresources/documents/

324va_nova_dulles_mentoring_program_toolkit_april2012.pdf https://www.opm.gov/Wiki/uploads/docs/Wiki/OPM/training/Mentoring%20Toolkit%203-18-

10.pdf http://www.google.com/url?

sa=t&rct=j&q=&esrc=s&source=web&cd=3&ved=0CC8QFjAC&url=http%3A%2F%2Fwww.shrm.org%2Ftemplatestools%2Fsamples%2Fpowerpoints%2Fdocuments%2F08-ppt-mentoring%2520programs_final.ppt&ei=GMEgVM7ZDOXt8AGKl4G4Dg&usg=AFQjCNEedJlXJxTlrIdWl-fwTpEzNLcIjw&bvm=bv.75775273,d.b2U

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