Employee mentor program
- What is mentoring?
- Role of a mentor
- Role of a mentee
- Trust and confidentiality
- Time commitment
- Finding your mentor
The employee mentoring program aims to facilitate mentoring relationships where experienced employees offer their professional knowledge, insight, perspective or wisdom in a trusting relationship that is beneficial to both parties.
The program offers employees an opportunity to learn from experienced colleagues, establish beneficial networks within and external to the University and use this to guide their career development and success.
All employees are welcome to express an interest in participating in the program, as either a mentor or mentee.
Mentoring is a partnership between two employees, where someone with valuable skills, knowledge and/or experience shares their knowledge to assist someone to enhance their professional and personal growth.
The mentoring program aims to assist employees to:
- enhance their skills and capabilities;
- prepare for taking on new challenges;
- identify opportunities that enhance career advancement or promotion prospects;
- build collaborative working relationships; and
- develop ongoing support networks.
Embedded in the mentoring relationship are the University’s values of collaboration and integrity. It is a mutually trusting and respectful relationship, where both mentor and mentee are supportive, patient, open and honest, willing to discuss failures and successes and learn from these experiences.
Mentors are experienced employees and positive role models who encourage mentees to think independently, creatively and develop innovative solutions. They are prepared to be open and honest with their mentee, in a constructive and respectful manner.
Being a mentor is a great opportunity to develop personal leadership, interpersonal and mentoring skills. It allows you to broaden your professional networks and provides an opportunity to make a difference in a person’s career development.
Mentees are goal-orientated, responsible for their own personal and professional development, open to challenge and embrace responsibility. Mentees are receptive to new ideas and perspectives, and keen to take action to develop their skills.
Be proactive in the mentoring relationship, clear about what you want to achieve. Be open and honest on goals and challenges, discuss matters with your mentor, actively listen and ask questions.
Take the lead in scheduling meetings, preparing agendas, meeting notes and actively progress agreed actions between meetings. Be respectful of your mentor’s time and the agreed goals for the mentoring relationship.
The mentoring relationship is a confidential arrangement. To build a trusting relationship that allows both parties to share issues and experiences openly, it is vital that both the mentor and mentee commit to and maintain confidentiality.
When deciding on appropriate places to meet, consider how the location will support a confidential conversation.
Normally the mentoring arrangements would span six months; however, mentors and mentees may extend this arrangement by agreement.
Mentors and mentees agree on the frequency and length of the time they meet. One hour once a month is the recommendation.
HR Services will identify a suitable mentor based on your expression of interest. Consultation with both the mentor and mentee will form part of the matching process.
In the event that the mentor/mentee find they are having difficulty in progressing the goals for the mentoring relationship or find that they are not compatible, HR Services, will assist to find an alternative arrangement.