  |
||||||||||||||||
|
What
is the Mentoring Program? |
||||||||||||||||
 |
||||||||||||||||
|
What
is the Mentoring Program? The Mentoring Program provides
an opportunity for participating employees ("mentees") to grow
toward their professional goals by matching them with more experienced
employees ("mentors") who can provide advice, perspective and
wise guidance for their efforts. The mentoring program |
||||||||||||||||
|
|
||||||||||||||||
|
It is not a job skills training
program or a program that "grooms" participants for promotion
in the organization. Why does
Maintenance & Alterations have a Mentoring Program? The Mentoring Program is one
of the ways M&A encourages open communication and fosters an open
and harmonious work environment through employees helping each other to
grow and work toward their professional goals. Although an employee's supervisor,
manager and lead may often be sources of good advice and guidance, it
is often helpful to have a respected, experienced mentor from outside
one's own work group to talk to. The Mentoring Program is intended to
provide opportunities for new mentoring relationships to begin and grow.
Any permanent or probationary
classified, contract classified or professional staff employee of Maintenance
& Alterations may apply to participate. |
||||||||||||||||
 |
||||||||||||||||
|
A mentor acts a coach, an advisor
and a resource. A mentor may act as a sounding board, offer suggestions
and perspective, assist with goal setting and planning, and share his
or her experience and insight. If you are a mentor, you may be |
||||||||||||||||
|
|
||||||||||||||||
|
You will use |
||||||||||||||||
|
|
||||||||||||||||
the difference between what you do and do not know where your expertise
begins and ends what you should and
should not involve yourself in |
||||||||||||||||
| A mentor is not | ||||||||||||||||
|
a substitute supervisor or lead a job trainer a legal or medical
advisor an advocate, representative
or intermediary |
||||||||||||||||
|
Leads and Supervisors who are not in their first 6 months of a new job may be eligible to serve as mentors. Employees who are not currently leads or supervisors may be considered for the mentor role if they |
||||||||||||||||
|
|
||||||||||||||||
|
All participants must complete
the M&A Mentor Training program before becoming mentors. Employees who have been formally
disciplined or subject to "Final Counseling" within the last
two years may not be mentors. What
are the responsibilities of a mentor? Mentors are expected to support
the goals and values of Maintenance & Alterations, Facilities Services,
and the University, maintain and model the highest ethical standards,
comply with University rules and policies, and act within their appropriate
role at all times. Training is provided on applicable ethical rules and
relevant guidelines for mentoring in the University environment. Any classified, contract classified
or professional staff Maintenance & Alterations employee may apply.
Employees in their first six months of a new job, including newly promoted
leads and supervisors, may find it especially helpful to have a mentor.
What
are the responsibilities of a mentee? Mentees are expected to set
their own goals, make their own action plans, and take responsibility
for their own success. The mentee is responsible for initiating and maintaining
contact with the mentor, and for following up on action plans. Mentors are required to attend
the Mentor Training. A total of two hours of release
time will be provided for each mentor/mentee pair to use in the first
two or three months of the mentoring relationship to meet, get to know
one another, talk about the mentee's goals, and work on the mentee's action
plan. The duration of the mentoring
relationship is entirely up to the mentor and mentee to decide. Conversations
by phone or email on work time are allowed on a "de minimis"
basis-- that is, brief enough not to interfere with the performance of
work and not to represent a cost to the University. Meetings on an employee's
own time are not required by this program and, if they occur at all, should
only occur if both parties wish to spend personal time together. How
are mentors and mentees matched up? The Mentoring
Program Facilitator will match mentees with available mentors,
based on the stated needs and interests of the mentees and the expertise
and experience of the mentors. Program overview |
||||||||||||||||
|
|
||||||||||||||||
| Communication and coaching | ||||||||||||||||
|
|
||||||||||||||||
| return to top | ||||||||||||||||
|
The next Mentor Training series will be held on |
||||||||||||||||
|
Tuesday, October 19, 1:45 - 3:15 pm Tuesday, October 21, 1:45 - 3:15 pm Tuesday, October 26, 1:45 - 3:15 pm |
HUB 304F HUB 304F HUB 304F |
|||||||||||||||
|
Attendance at all three classes is required for participation in the program as a mentor. Information meetings for potential mentees If you are interested in having a mentor ("being a mentee"), plan to attend the next scheduled information meeting where you can hear more about the program. |
||||||||||||||||
|
Date: Time: Place: |
Wednesday, October 27, 2004 1:30 - 2:30 p.m. Plant Services Sheet Metal Shop lunchroom |
|||||||||||||||
|
Those interested in participating
should talk to their supervisors, and then complete an application. Print out a form from the link
below and send it to the Facilitator |
||||||||||||||||
|
For more information contact the Mentoring Program Facilitator: |
||||||||||||||||
|
Linda Tennant |
||||||||||||||||
| return to top | ||||||||||||||||
|
||||||||||||||||
provides employees with the opportunity to build skills that will help
them in shaping their working lives and reaching their goals
trains potential mentors in the skills that can help them be helpful to
other employees