Volunteers for Europe

1. Volunteers for Europe • Providing Mentoring and Support

2. Providing Mentoring & Support • EVS Requirements • Each host organisation must identify a mentor who is directly responsible for training, personal support and language training for the volunteer and to whom the volunteer can turn in case of problems. The mentor should not be the volunteer’s supervisor or another person involved in the volunteer’s project.

3. Providing Mentoring & Support • VfE Requirements • The hosting Association must provide a mentor as well as a work leader for the volunteer. The role of the mentor is to provide personal evaluation, support and counselling and induction to the cultural environment.

4. Role of the Mentor • Inspires the volunteer to meet and possibly exceed his/her objectives • Supports and encourages learning and development • Acts as a sounding board as the volunteer explores and reacts to the dilemmas in the work placement and community environment • Helps the volunteer to recognise the outcomes of his/her actions and plans • Gives and receives constructive feedback

5. Mentor Responsibilities • Setting realistic expectations for the relationship, for volunteer achievement and for their own involvement • Maintaining consistent contact to help the relationship develop

6. A Mentor Is …. • A guide • A wise and trusted friend • A good listener, someone who cares • Someone who has ‘been there’ • Someone to help the volunteer get where he/she wants to go • A responsive adult

7. A Mentor Is NOT … • A surrogate parent • A therapist • A probation officer • A cool peer • A banker • A chauffeur • A nag

8. FAQ What if …. • my help isn’t wanted? • something really serious comes up? • I’m too different to relate well? • I do something wrong?

9. Why should Mentors get involved? • Because young people need positive, successful adult role models • Because young people need guidance in setting and achieving goals • Because young people need support in adjusting to cultural differences • Because a relationship works two way. They gain from the insights of a young person. Helping them is a great source of satisfaction

10. The Mentor • Choosing the right people • The person specification • The job description • The contact sessions

11. Support for the Mentor • Do not leave the Mentor feeling isolated • Contact the mentor within 2 weeks of the match • Continue this contact monthly for the first 3 months • Provide ongoing contact at least every 3 months

12. The Role of the YMCA • Monitor the Relationship • Identify a staff member who is responsible • Establish a schedule of regular check-ins • Identify how contact will be made • Use the questions to identify issues • Train the mentor in listening and problem-solving skills • Develop a system to ensure that there is follow-up on potential or actual problems • Take steps to ensure that all information remains confidential

13. The Role of the YMCA • Conduct ongoing training – potential topics could include: • Diversity and ‘cultural sensitivity • Skills for helping volunteers to set goals • Skills for setting limits with volunteers • Problem-solving skills • Disclosure – child abuse, neglect, domestic violence • Teen sexual activity and pregnancy advice • Alcohol and other drug issues

14. Role of the YMCA • Offer mentor support groups • Provide help with closure at the end of the relationship • Recognise the mentor’s contribution • Recognise the volunteer.