MENTORING AT KEELE
4.2.2 What a scheme co-ordinator does is:
• Prepare the scheme communication and
guidance. This provides information about the
mentoring scheme for prospective mentors
and mentees including how mentors and
mentees will be identified and the matching
process for mentors and mentees. It also
includes information for line managers.
• Prepare documents, as appropriate, for
use by mentors and mentees. These may
include templates for mentor profiles, mentee
application forms, a mentoring agreement
form, recording key actions and outcomes
from a mentoring meeting and for reflecting
on the mentoring process, learning and
outcomes. The scheme may also require
forms for reviewing progress along the way
and for evaluating the mentoring at the end
of the mentoring relationship.
• Co-ordinate the learning and development
offer for mentors and mentees and maintain
records of completion. This may include the
provision of updating and briefing sessions
for mentors and mentees as well as events
or materials for experienced staff. In all cases,
this activity is provided to ensure there is a
shared understanding among mentors and
mentees about and expectations related to
the mentoring scheme, and to promote
consistent practice.
• Maintain secure records of mentoring
relationships, their duration and all formal
feedback/evaluation related to the scheme.
• Work with the scheme sponsor to establish
selection/nomination criteria to assure a
level of quality in the approach to mentoring.
In some formal mentoring schemes the
mentors may be allocated/invited to be
mentors. For others formal mentoring
schemes mentoring may be a voluntary
activity. In the latter case, the scheme will
need to be communicated to potential mentors
with information about how mentors can apply
and find out more about the scheme.
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• Work with the scheme sponsor to establish
how the scheme will be reviewed to assess
impact, ensuring that confidence in the
scheme is not compromised and that the
outcomes can be reviewed without breaching
the principle of confidentiality. This includes
identifying the measures to be used, how
to capture the outcomes for mentees and
mentors and how to assess the impact of the
scheme and the benefits to the university.
For some schemes a longitudinal evaluation
may be used to assess the benefits and
impact over time.
4.2.3 What a mentor does is to:
• Help the mentee. For example, as a new
employee to settle in to an organisation, or
through the process of study for a qualification
or while on a development programme.
• Help the mentee to a clearer picture of
themselves and how they are progressing.
• Provide help and support to the mentee
in identifying the opportunities that will
help the individual grow as an individual
and a professional.
• Help the mentee develop the confidence
to tackle the problems and issues they
encounter in their working life.
• Maintain good standing with the mentoring
scheme expectations for the mentor to
engage in relevant training or learning and
development associated with the role.
• Provide feedback on the mentoring
relationship (with due regard for the
principle of confidentiality) to improve
the mentoring scheme.