Corporate Mentoring Program Check-Up

Simply having a corporate mentoring program isn't enough. In order for it to be effective, meaning your mentors and mentorees are getting the most they can out of their mentoring relationships, you need to monitor, evaluate, and adjust accordingly.

A mid-year evaluation makes sense, so we thought we'd devote our June issue of "The Mentoring Minute" to some of the standards you should use when evaluating your corporate mentoring program. At Management Mentors, we've developed such standards based upon our 20 years of experience as mentoring experts. Below are samples of these standards. How does your program measure up?

Evaluating Your Mentoring Program: Does Yours Cover These Standards?

There is a published list of at least five (5) clearly defined focus areas that indicate what mentorees may gain from the program and what mentors may provide.

If diversity is a component, the mentoring model or combination adequately allows for diverse mentors and mentorees to be reflected in the model(s).

Marketing materials have been developed to convey the definition of the mentoring program, including:

  • What it is and its purpose
  • Guidelines of the program
  • How a candidate enters the system
  • Learning goals of program
  • Stated deadlines for applying

Each match made has been made with a confidence level rating of at least 70% confidence.

At a minimum, the training session(s) covers the following topics:

  • Expectations of participants
  • Review of program guidelines
  • Practice session of how to communicate with your partner

The Mentoring Program Manager and other support staff have a clear, written description of their roles and responsibilities within the mentoring program.

If multi-year programs are in existence, data from the current year is compared to previous years to determine quality of current program. Adaptations are made based upon this comparison.

The program has clearly articulated to the participants the guidelines of confidentiality with respect to:

  • How written and verbal information about participants is handled
  • How information, if any, is shared with outside parties, e.g. senior management, the Mentoring Program Manager's supervisor, etc.
  • How records are maintained

The Mentoring Program Manager has created a system that allows for a sensitive and effective way of ending relationships that are not successful.

So, how well does your program meet these requirements? Contact us if you'd like us to review your program and help you maintain the quality of your mentoring initiative.

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