- 3.A Establish an Advisory Group for the Company Mentorship Program
- 3.B Mentorship Agreement Form
- 3.C Clarify Promotion Criteria
- 3.D Mentor Program Guidelines
Appendix 3.A /
Establish an Advisory Group for the Company Menorship Program
To design a mentorship program, one must establish an Advisory Group to establish and evaluate the initiative.43 Here are the questions an Advisory Group will need to answer:
| Key Elements to be Determined by the Advisory Group | Notes |
| What are the key objectives of the program? | |
| What are the key skill gaps and training areas that can benefit from mentoring? | |
| Who is eligible to be a mentor? | |
| Who is eligible to be mentee? | |
| Where and when will training for participants occur? | |
| How often will mentors and mentees meet? | |
| What is the schedule to follow-up with participants to ensure they’re on track | |
| When will the program be evaluated? | |
| Other? |
Appendix 3.B /
Mentorship Agreement Form
Mentoring ensures that knowledge, resources, and advice can be transferred between employees. The following form is to help organize and solidify the relationship between mentor and mentee. It is to be filled out together.
The Following Are Key Skills/Training Objectives to be Covered
Key Activities to achieve goals outlined (above)
Responsibilities of the mentor (check all that apply)
Responsibilities of the mentee (check all that apply)
Our company’s interview process
We agree this information will be kept confidential.
Mentor and Mentee Printed Name and Signature with Date
Appendix 3.C /
Clarify Promotion Criteria
When drafting promotion criteria, many elements will be considered, including basic qualifications for the job itself and company-related work history. Below is an example of such a draft.
Upcoming Promotion Opportunity – [Job Title]
Job Description: The main responsibilities of this position are [give a detailed overview of the responsibilities of the position]. On a day-to-day basis, you will be expected to [list the main tasks associated with the job]. To achieve this, you will be working [alone, as part of a team, as leader of a team, etc.].
Promotion Requirements: Applicants will need to have [number of months/years] experience to be considered. She or he will need to have had positive performance evaluations [at each interval, over the past number of years, yearly, quarterly, etc.] with particular attention paid to performance in the following sectors [list key criteria, whether it’s teamwork, leadership, or specific skill sets]. Moreover, the applicant must have a dedication to the company, and high-potential for growth. This is determined based on [key criteria for measuring potential such as punctuality, innovation, meeting work goals, demonstrates continued learning, etc.].
General Requirements and Qualifications for the Position: We are looking for a [explain the type of person you are looking for: e.g. motivated, good leader, self-starter, etc.]. You must have completed [educational requirements] and will have a minimum of [years/qualifications] of experience in [type of work]. You will have demonstrated strong skills in [name skills, e.g. time management, organization skills, leadership, communications skills] and will be [note any special requirements that the person will need to meet; for example, willing to travel, available for weekend and evening work, available on short notice, able to lift 50 pounds, etc.].
Equal Opportunity Statement (such as Example 4, taken from Appendix 1.A): [Company name] is an Equal Opportunity Employer and Prohibits Discrimination and Harassment. All qualified applicants are welcome to apply and will receive consideration for employment based on company needs, job requirements and individual qualifications. Applicants will be considered without regard to gender, marital status, gender identity or expression, sexual orientation, national origin, race, color, religion or belief, age, physical or mental disability or any status protected by the Employment Equity Act.
How To Apply: Applications may be submitted by [mail, e-mail, fax, etc.] no later than [deadline for applications] to: [contact details].
Next Steps: The evaluation process will consist of [an interview, and internal review, supervisor recommendation, etc.]. Only those who are chosen for an interview will be contacted. The interview process will include [steps and quantity of interviews, for example: a preliminary phone call followed by a group interview with peers, or a skills-test interview, or a one-on-one interview, etc.]. The individual chosen for the position will begin on [start date].
Appendix 3.D /
Mentor Program Guidelines
Your Knowledge
- Be aware of your role and responsibilities – what you are supposed to be doing, and how things are to be done.
- Observe: Watch what is going on around you – be aware of the things that are happening, and not happening in the workplace.
- Learn: Be open to the learning opportunities surround us all the time. Try a different method or approach. Model continual learning!
Your Attitude
- Attitude determines how you interpret the things that come your way. Be positive. Choose to see things positively.
- Get to know people: Strike up a conversation during lunch or break. Work on building trust. Find out what interests people. You might have more in common than you know.
- Ask questions: Never be afraid to ask a question. If you do not get what you are looking for, try asking the questions a different way. Be aware of what you say, and how you say it.
- Listen: Remember that silence and listening are NOT the same thing. If you ask a question, be sure to really listen to the response.
Your Behaviour
- Be patient with yourself and those that you are working with.
- Do not be in too much of a rush. Do not rush your work.
- Take action: Show initiative. If you see something that needs doing, do it. This sets a great example for others.
- Give your best effort: Do things yourself the way you would want them to be done – Model best practices in what you do.