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ENGINEERING DIVISION MENTORSHIP PROGRAM <br /> The Mentorship Program was established to provide each new employee with a guide and counselor to help with their <br /> ~ introduction into the culture and working environment of their new position. <br /> I. MENTORSHIP PROGRAM GOALS <br /> A. To help new, transferred, or recently promoted employees be successful in their new positions <br /> B. To provide the new employee a confidential forum with an experienced co-worker willing to provide information <br /> ranging from simple questions to advice on how to deal with more complex personnel issues <br /> C. To help the new employee resolve any concerns that might develop <br /> D. To provide a comfortable and respectful work environment which promotes retention <br /> II. MENTORSHH' APPLICATION AND SELECTION <br /> A. Four times a year the Division Mentorship Coordinators will recruit new mentors to develop a list of staff interested in <br /> becoming new mentors <br /> B. An informational meeting will be held at least once a year (or more often as needed) to provide information and training <br /> to those wishing to become a new mentor <br /> C. After attending the informational meeting, those interested in becoming mentors will fill out a mentor application. <br /> D. After approval by the Engineering Management Team, qualified mentors will be placed in a pool for assignment to a <br /> new employee upon hire_ <br /> E. The selection of the mentor will be made by the supervisor responsible for the mentoree in conjunction with the Section <br /> Manager„ and supervisor of the mentor. The mentor is a person from a different work group than the new hire, typically <br /> from the same work type (i.e. professionaUtechnicaUoperational). Mentors will need to be assigned before a hire letter is <br /> issued. <br /> III. PACKETS <br /> A. At the first meeting, the mentor will provide the mentoree an information packet that will include (packets available <br /> from the Division Mentorship Coordinator): <br /> • A mentorship check list <br /> A map of the Engineering Division downtown offices <br /> Organization chart for the division <br /> • A section overview (taken from work plan or other resources) <br /> • A city acronym list <br /> • Mentorship survey to show what you will be asked to evaluate <br /> • The Public Works Diversity Member Photo Sheet <br /> • The support staff A-Z who does what sheet <br /> • Employee Assistance Program Brochure (EAP) <br /> IV. THE MENTOR ROLE <br /> A. Typically, the mentor will meet with the new hire once a week for the fast six weeks. Thereafter, meetings will be on an <br /> as-needed basis, at least once a month for a minimum of up to six months <br /> B. To establish trust and develop a comfortable working relationship between mentor and mentoree, meeting activities may <br /> 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 Coordinators will distribute evaluations to mentors, mentorees and supervisors at the <br /> conclusion of their mentorship in order to gather feedback about the program. <br /> B. The Division Mentorship Coordinator shall be responsible to ensure surveys are completed and annually compiled. The <br /> <br /> i coordinators will present evaluation reports to the Engineering Management Team, typically in January. <br /> <br />