1 / 24

OVERALL RESULTS, LESSONS LEARNED AND OVERALL RECOMMENDATIONS FOR FINAL EVALUATION OF THE

Welcome to:. OVERALL RESULTS, LESSONS LEARNED AND OVERALL RECOMMENDATIONS FOR FINAL EVALUATION OF THE PILOT MENTORING PROGRAMME. Agenda. Background to Mentoring Overall Results Mentees Mentors Line Managers Mentoring Process Approaches Used Key Findings & Future Recommendations

erelah
Download Presentation

OVERALL RESULTS, LESSONS LEARNED AND OVERALL RECOMMENDATIONS FOR FINAL EVALUATION OF THE

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Welcome to: OVERALL RESULTS, LESSONS LEARNED AND OVERALL RECOMMENDATIONS FOR FINAL EVALUATION OF THE PILOT MENTORING PROGRAMME

  2. Agenda • Background to Mentoring • Overall Results • Mentees • Mentors • Line Managers • Mentoring Process • Approaches Used • Key Findings & Future Recommendations • Overall Recommendations for Mentoring

  3. Background to Mentoring • Pilot mentoring initiative setup by OHM in early 2001 • Sites included in the pilot are: • NEHB, NWHB, MWHB and ECAHB • Beaumont and Mater Hospitals • On average, had 12 pairs per site • Pairs have been up and running for over 1 year

  4. Objectives of the Pilot • To achieve a positive learning culture within the organisation • Enhance communication across the organisation • Broaden the knowledge base of our staff and sharing best practice • Strengthen the management capability of the organisation • Facilitate personal growth and professional development • Help individuals plan their careerdevelopment within the service • Retain staff who will feel valued and supported

  5. Overall Results Results in this presentation represent the nationalresults for all organisations involved with the pilotmentoring programme.

  6. Overall MENTEE Results • Mentoring Programme has achieved significant results for individuals.

  7. Mentee Satisfaction with Positive Impact of Mentoring on Management Skills

  8. MENTEE Top Attributes Positively Impacted by Programme • Increase in confidence has led to increases in the other attributes

  9. Overall Line Manager Results • Very positive feedback on results of programme

  10. Mentoring has Increased Knowledge of the Organisation • Knowledge is Power!

  11. Mentee Mentor Overall Results for Reflection “Reflection must become routine for all of us”

  12. Overall MENTOR Results • Results clearly indicate, significant positive results for mentors personal development and management skills

  13. OVERALL RESULTS, LESSONS LEARNED • AND OVERALL RECOMMENDATIONS • FOR APPROACHES TO: • Nomination • Selection

  14. Nomination Selection Adequately Informed of Why You Were Chosen Nomination and Selection Results • Results indicate that SELF-NOMINATION was the preferred option for the pilot • Longer-term, JOINT-AGREEMENT WITH LINE MANAGER is the preferred option (tied to PDP)

  15. Communications to Line Manager • Communications to line managers were minimal • Received initial mentoring documentation and requested to nominate employees • Resulted in some cases to incorrect nomination of some employees • Communications on progress were left to mentees • Resulted in mentoring ‘being forgotten about’ in some cases

  16. Timeframe for Pilot Programme • The initial timeframe was 12 months • 57% of mentees feel this was sufficient • 30% feel it should be longer • Average meetings per pair was 6 • Recommend that 12 month timeframe continues • Recommend that pairs have 10 – 12 meetings a year

  17. Types of Issues Discussed

  18. Overall Recommendations (1) • Mentoring is a proven, successful, cost-effective, internal form of one-to-one development • Almost all agreed that mentoring was a valuable addition to existing forms of development • Provides a ‘safe’ place for mentees to discuss issues • Mentoring does not suit everyone

  19. Overall Recommendations (2) • Prospective mentees should choose prospective mentors outside their discipline area • Mentoring should be decided jointly by line manager and staff member • Best achieved through a Personal Development Planning (PDP) process

  20. Overall Recommendations (3) • Mentoring should be introduced to all as part of the Induction process • Mentoring should be available to all, but particularly for: • First Time Managers / Supervisors • New Recruits • Existing Staff in a New Role / New Work Setting

  21. Training & Development Programmes Mentoring People Strategy (HR, APPM, OD, L&D) Personal Development Planning (PDP) HR & Change Programmes Mentoring must have a place in the overall People Strategy “People Serving People”

  22. Overall Recommendations (4) • Mentoring should continue to be offered in each health board to: • Maximise on the trained cohorts • Build on the momentum • Offer a cost-effective, internal form of development “The worst thing would be to stop and do nothing”

  23. Overall Recommendations (5) • Review the results and identify where mentoring fits in to their people strategy both in the short and long-term • Need to setup a support /network for both mentees and mentors • All staff to be educated on mentoring and its benefits • The timeframe between training and the first mentoring meeting should be a maximum of 4 – 6 weeks • Mentoring SHOULD NOT replace other forms of development

  24. Overall Recommendations (6) • Those engaged in conducting PDPs, to be aware of all of the development interventions available and the differences between them • Need to resource adequately for a mentoring coordinator role

More Related