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PUBLIC WORKS/AIRPORT MENTORSHIP PROGRAM ~..~'j.,~ ~ <br /> The Mentorship Program has been established to provide each new, transferred or recently promoted employee <br /> with a guide to help with their introduction into the culture and working environment of their new position. <br /> I. AIRPORT MENTORSHIP PROGRAM GOALS <br /> A. To establish a confidential, trusting relationship between Mentor and Mentoree. <br /> B. Retain new staff by helping them become more familiar with the organizational culture, how to <br /> accomplish their jobs, and to be aware of Airport resources. <br /> C. Help staff grow and develop as Airport employees, encouraging a cooperative network among the staff <br /> by helping them meet and network with other employees. <br /> D. Contribute to employee morale, motivation, and a sense of community. <br /> II. AIRPORT MENTORSHIP APPLICATION AND SELECTION <br /> A. Once a year (or as needed) the Division Mentorship Coordinator will coordinate recruitment of new <br /> Mentors with the Airport Diversity Committee and the Airport Management Team to develop an updated <br /> list of new Mentors. <br /> B. An informational meeting will be held once a year (or as needed) to provide information to those wishing <br /> to become a new Mentor. Those interested in becoming Mentors will fill out a Mentor application. <br /> D. After reviewing the Mentor applications, the Airport Diversity Committee will forward it's <br /> recommendations to the Airport Management team and qualified Mentors will be placed in a pool for <br /> .assignment to a new employee upon hire. Airport Mentors, as well as the new employee, will have a 1:1 <br /> meeting with the Airport Manager. <br /> E. The selection of the Mentor will be made by the Supervisor responsible for the Mentoree in conjunction <br /> with the Airport Manager, .and Supervisor of the Mentor. The Mentor would typically be a person from <br /> the same work unit as the new hire, and preferably from the same shift. <br /> III. AIRPORT MENTORSHIP PACKETS <br /> A. At the first meeting, the Mentor will provide the Mentoree an information packet that will include <br /> (packets available from the Division Mentorship Coordinator): <br /> • Mentorship Program outline <br /> • Organizational Charts <br /> • Airport Staff Telephone List <br /> • A City Acronym List <br /> • Mentorship survey to show what will be asked to evaluate <br /> IV. THE MENTOR ROLE <br /> A. Typically, the Mentor will meet with the new hire once a week for the first six weeks. Thereafter, <br /> meetings will be on an as-needed basis, at least once a month for a minimum of up to six months. The <br /> duration of each meeting will typically range from 15-30 minutes. <br /> B. 1Vleeting activities may include but are not limited to: <br /> • Provide the Mentoree a general overview and an initial greeting and get-to-know-you opportunity <br /> • Review the information packet and reintroduce staff as necessary <br /> • Help Mentoree become familiar with the community and its resources <br /> • Help Mentoree to better understand City benefits and its resources <br /> • Provide a tour of other City offices, if the Supervisor has not already done so <br /> V. PROGRAM EVALUATION <br /> A. The Division Mentorship Coordinator will distribute evaluations to Mentors, Mentorees and Supervisors at <br /> the conclusion of their Mentorship in order to gather feedback about the program: <br /> <br /> - B. The Airport Mentorship Coordinator shall be responsible to ensure surveys are completed and annually <br /> compiled. The coordinator will present evaluation reports to the Airport Management Team each year, <br /> typically in January. <br /> 02/04 Page 1 of I Mentorship Program Outline <br /> <br />