Workplace
Success Stories - Best Practices 2002
Recognition
Strategies for a Diverse Workforce
|
Practice
Name: Mentor-Protege Program |
Workplace
Issues Addressed: |
Description
of the practice
In
the Mentor-Protégé program, seasoned employees are trained
to mentor and provide support systems for other employees in specific
fields.
Benefits
of adopting the practice
This program helps to foster a continuing learning relationship
in a team environment and helps communicate resources and changes,
and creates a support system for those who often find themselves
in new and unfamiliar situations. It helps improve communication
and teamwork in a supportive environment. This program meets the
needs of a diverse workforce in the following ways: There is employee
input in the process--employees identified the need, developed
the program, and have a continuous feedback mechanism. This program
is designed to meet the needs of those entering specific fields
in Facilities Services.
How
this practice works
Based on feedback from staff, Facilities Services piloted their
mentor-protege program in fiscal year 2001. They hired an outside
consultant, Mandelay Associates, to assist with the development
of the program. The program is designed to allow more seasoned
Facilities Services employees to work with those entering the field
and the organization. This program helps to foster a continuing
learning relationship in a team environment and helps communicate
resources and changes, and create a support system.
What
you need in place to replicate this practice
Support from top management is needed. Seasoned employees
who are willing to serve as mentors to new employees. Resources/training
are needed to help mentors gain needed skills.
Tangible
improvements to the department as a result of adopting this practice
This
program fosters a continuous learning environment. It promotes
teamwork, improves communication, and provides a support system.
Employees feel acknowledged.
Why
this practice was so successful and is worth replicating
This
program is successful because management listens to staff needs
and supports them. The staff is included in the loop of what is
going on and has a say about how things are going for them through
the use of evaluation forms and direct access to and support of
managers. Mentors are available to everyone. The main thing that
is needed is support from the top. The vice chancellor comes and
participates in all trainings and is accessible to staff.
Related policies/guidelines
(1)
Policy
50: Professional Development.
(2) Policy 51: Reduced Fee
Enrollment.
(3) Guide
to Managing Human Resources, Chapter 11: Employee Development
Training.