I. Development of an Understanding of Mentoring Program Goals
- Forming partnerships between people who might not otherwise form spontaneous mentor relationships.
- Creating support networks.
- Providing protégés with exposure to senior management’s broader perspective of the system.
- Providing role models for high potential protégé’s.
- Creating a mentoring environment that provides protégés with personal and professional growth opportunities.
- Using mentoring to better orient new protégés.
II. Development of Program Guidelines
- Who should participate.
- Qualifications of mentor/protégé.
- Requirements/expectations of mentors/protégé.
- training
- meetings
- reporting
- Program length.
- Expected outcomes.
- Calendar of events.
- Tracking of progress.
- Mentor appreciation.
- Role of mentor program coordinator.
- Development of program reporting strategy.
- monthly reporting requirements
- quarterly mentor/protégé review meetings
III. Recruiting of volunteers.
IV. Mentor/protégé pairing.
V. Program announcement.
VI. Program kick off.
VII. Mentor/protégé training (tailored).
- expectations
- guidelines
- skills
VIII. Continual tracking and communicating of coordinator with participants.
IX. Program ending – show of appreciation.
X. Role-out of an expansive program if desired.
