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UCOP MENTORSHIP PROGRAM

Benefits of the Mentorship Program. For the Office of the PresidentStrengthen institutional cultureLeverage talent across organizationIncrease ?workplace satisfaction" of individuals involved in mentoringUncover latent talentIncrease communication within UCOP, particularly non-hierarchical pathwaysPositively impact retention.

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UCOP MENTORSHIP PROGRAM

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    1. UCOP MENTORSHIP PROGRAM University of California Office of the President

    2. Benefits of the Mentorship Program For the Office of the President Strengthen institutional culture Leverage talent across organization Increase “workplace satisfaction” of individuals involved in mentoring Uncover latent talent Increase communication within UCOP, particularly non-hierarchical pathways Positively impact retention 2

    3. Benefits of the Mentorship Program For Mentors Transference of expertise; opportunities to translate values and strategies into actions Gain insights and alternative perspectives about other areas of the University Investment of time in the expertise that will support the University in the future Increased support for the University’s missions and goals For Mentees Expansion of professional network Increased self-awareness and discipline Potential to accelerate development and growth Positive and constructive feedback on professional development issues 3

    4. The Facts about the Program The UCOP Mentorship Program IS a program that Allows successful individuals – mentors – to share wise counsel, knowledge, coaching, and advice with mentees Highlights mentors’ interpersonal skills Encourages mentees’ professional development The UCOP Mentorship Program is NOT An orientation program for new employees An automatic means for promotions A determination of level of performance (via acceptance into the program) 4

    5. Governance and Oversight The Steering Committee will approve the program’s design and implementation and be a source of support for the pairings Dwaine Duckett, Vice President – Human Resources (Sponsor) Nathan Brostrom, Executive Vice President – Business Operations Mary Croughan, Executive Director – Research Grants Program Dan Dooley, Senior Vice President External Relations; Vice President ANR Luanna Putney, Director of Research Compliance Marsha Sato, Deputy to VP – Budget & Capital Resources John Stobo, Senior Vice President – Health Sciences and Services William Tucker, Executive Director, Innovation Alliances and Services 5

    6. Governance and Oversight The Program Development Team will propose a design and process for the program Deanna Dudley, Interim Chief of Staff and Director of Policies – Human Resources (Sponsor) Andy Gerstenberger, Director – Health Sciences Planning & Program Development John Fox , Executive Director - Local Human Resources Carolyn McMillan, Managing Editor - Internal Communications Patti Meagher, Communications Coordinator – Internal Communications Nanette Grimm, UCSF Mentorship Program Kendall Moalem, BSA Mentorship Program Jeannene Whalen, Principal Analyst -- Employee Relations 6

    7. Participation in the Program Mentors Nominated by members of the Steering Committee Well-respected, loyal advisors and coaches who are willing to share their experiences Experienced UCOP managers and professionals (PSS 5 and above) Employed at UC for at least 2 years, 1 year at UCOP (recommended) Mentees Apply to the program (initial pilot limited to about 15-25 mentees, depending on size of mentor pool) Career employees at PSS 1 – 5 classifications Employed at UCOP for at least 2 years Please note that because of the limited pool, not all mentors or mentees who express interest may be selected during this pilot year. 7

    8. Timeline Overview for 2011 February Program announced Mentors invited Mentees begin applying (deadline March 11) March Evaluation of mentee applications Mentee Workshop Mentor Workshop April - May Reception for mentees and mentors to meet and mingle Mentees and mentors submit ranked preferences Mentee and mentor create written plan for terms of 12-mo mentorship relationship (May/June 2011 -- May/June 2012) 8

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