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NCH Embedding Diversity Proposal for an Employee Mentoring Scheme Raj Patel Head of Change Management & Development. Purpose of Presentation. To inform employees about the proposed scheme To engage employees to ensure successful implementation Sign up.

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  1. NCH Embedding DiversityProposal for an Employee Mentoring SchemeRaj PatelHead of Change Management & Development

  2. Purpose of Presentation • To inform employees about the proposed scheme • To engage employees to ensure successful implementation • Sign up

  3. We know that we are not where we want to be, but we do have a clearer sense of direction and commitment. Our aim is to become an excellent organisation that promotes diversity in our services and where we value difference. We want to raise Company awareness and understanding of equality and diversity, but do not have sufficient role models to embed this Whole sections of some of our workforce do not reflect the diversity of the communities we serve We want to retain our best employees The Business Case For Mentoring

  4. What is a mentoring scheme? • Arrangement whereby less experienced individuals (mentees) receive guidance, advice and support from a more experienced person (mentor) • Normally the Mentor isn’t the direct line manager of the Mentee. • The Mentor won’t tell their Mentee how to complete a task or solve a problem, but, using their own experiences, discuss possible options guiding the Mentee to make their own decision.

  5. Does Mentoring Work? • Over a two year period the Audit Commission have seen 24 out of 112 (21.4%) progress into new roles • Mentees; 2 external and 6 internal promotions • Mentors; 4 external and 11 internal promotions • 1 Support Person; internal promotion • Employee survey showed a majority of BME staff record HIGHER levels of satisfaction on development & progression opportunities than other colleagues compared to before the programme was launched

  6. Benefits – For the Mentee • Increase understanding of management processes • Improved performance • Enhances problem solving skills • Enhanced confidence and motivation • Better management of career goals and improved potential for promotion • Widens horizons and increases knowledge • Opportunity to reflect on own work practices • No guarantees of job promotion…

  7. Benefits – For the Mentor • Satisfaction of developing colleagues and passing on knowledge, skills & expertise • Development of own interpersonal and communication skills • Increased self awareness • Gains insights from the mentee’s background and history that can be used in the mentor’s professional and personal development • Stimulate a renewed focus on the mentor’s own career development

  8. Benefits – For the Organisation • Employer of choice • Support achievement of organisational goals • Cost effective development

  9. The Proposal For An NCH Mentoring Scheme • Pilot • Target audience BME and disabled employees • Briefings and presentations – managers and employees • Transparent application process - ‘Informed’ Choice of Mentors • 6-8 pairs, 9- 12 month programme • Successful pilot leads to programme being extended • Outcomes • % employees that have progressed in current job role by undertaking additional stretch duties and responsibilities • % of employees achieving internal promotion, where vacancies arise • We want to see stronger employee groups working closely with management - % of actions delivered against agreed action plans

  10. Attend Workshop. Express an interest in becoming part of the mentoring scheme Fill in profile form allowing you to be matched to ideal mentor/mentee Each mentor/mentee supplied with a list. Choose 3 candidates you would like to see profiles for. Profile forms supplied. Mentors/mentees to inform us of any inappropriate matches. Matching undertaken. Mentor Mentee Overview of the Pilot Mentoring Scheme Undertake training Undertake training Meet mentor and agree objectives and desired outcomes Meet mentee and agree objectives and desired outcomes Record of meetings and progress on objectives /targets Agree dates for meetings Organise shadowing if appropriate Take part in ongoing evaluation Put learning into practice

  11. Profile Forms • Not in the business of form filling but a necessity for a successful programme • Consider outcomes you want to achieve from the arrangement and work back • Be honest in assessing your existing skills, knowledge and abilities • Template will be provide with an example. Support from the team to complete if required.

  12. Profile Questions • What outcomes do you want to achieve from the arrangement? • Employment Experience: E.g. jobs, roles, projects, initiatives, current work, qualifications/ professional membership and skills. • How will you ensure that the arrangement is a positive experience for the mentor/mentee and you? • What do you want from the mentor/mentee?

  13. Timescales

  14. 5 Critical Factors For An Effective Mentoring Scheme

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