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ROOSEVELT YARD MENTORSHIP PROGRAM <br /> The Mentorship Program was established in 1999 to provide each new employee with a guide and counselor to <br /> help with their introduction into the culture and working environment of their new position. <br /> I. MENTORSHIP PROGRAM GOALS <br /> A. To help new 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 <br /> ,information ranging from simple questions to advice on how to deal with more complex personnel issues <br /> C. To help the new employee resolve any problems or concerns that might develop <br /> D. To provide a comfortable and respectful work environment which promotes retention <br /> II. MENTORSHIP APPLICATION AND SELECTION <br /> A. Four times a year the Division Mentorship Coordinator will recruit new Mentors to develop a list of staff <br /> interested in becoming new mentors <br /> B. An informational meeting will be held at least once a year (or more often as needed) to provide information <br /> and training to those wishing to become a new mentor <br /> C. After attending the informative meeting, those interested in becoming mentors will fill out a mentor <br /> application. <br /> D. After approval by the Division Management Team, qualified mentors will be placed in a pool for <br /> assignment to a new employee upon hire. Maintenance Mentors will have a meeting with the. PWM Division <br /> Manager. <br /> E. The. selection of the mentor will be made by the supervisor responsible for the mentoree in conjunction with <br /> the Section Manager, Division Manager, and supervisor of the mentor. The Mentor is a person from a <br /> different work group than the new hire, typically from the same work type (i. e. <br /> professionaUtechnicaUoperational). <br /> III. PACKETS <br /> A. At the first meeting, the Mentor will provide the mentoree an information packet that will include (packets <br /> available from. the Division Mentorship Coordinator): <br /> • A map of the Roosevelt Yard <br /> • Organization Charts for both divisions <br /> • A section overview list provided in the packet by the section manager <br /> A tool cnb description sheet <br /> • A city acronym list <br /> • Mentorship survey to show what you 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, meetings <br /> will be on an as-needed basis, at least once a month for a minirrn,m of up to six months <br /> B. To establish trust and develop a comfortable working relationship between mentor and mentoree, meeting <br /> 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 distnbute evaluations to Mentors, Mentorees and Supervisors at <br /> the 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 <br /> compiled The coordinator will present evaluation reports to the Division Management Teams, typically in <br /> January. <br /> <br /> . _ <br /> <br />