Rewards of Mentoring – An Overview of CACC’s Mentoring Program

1. Rewards of Mentoring – An Overview of CACC’s Mentoring Program Robin Bernstein Charlotte Area Compensation Council

2. CACC – Who are we? • The Charlotte Area Compensation Council was formed in 1992 • We have approximately 160 members • We have 10 elected officers and a part-time, paid administrator

3. About CACC • Our MissionThe purpose of the CACC is to:(1) provide continuing professional education for its members;(2) facilitate networking and the exchange of information; and(3) enhance the professional level of its members within the compensation & benefits field. • Our EffectivenessThe effectiveness of the CACC depends on the support and participation of its membership, the quality of programs offered, the willingness of its members to share information and help others solve problems, and its sponsorship of WorldatWork certification courses and other programs of interest. • Our CommitmentCACC is committed to excellence in the advancement of the field of Total Rewards -- Compensation & Benefits, and to promoting the professional interests of those who are engaged in its practice throughout the Greater Charlotte area.

4. Why Mentoring? • In keeping with CACC’s mission, the Board discussed the opportunity to facilitate additional networking and knowledge sharing through inter-company mentoring • The Board saw an opportunity to strengthen ties to CACC, particularly of those with less Compensation and Rewards experience • Benefit of membership – attracting new members

5. How we got Started • Selected a program leader • Survey membership • Agree to program goals based on feedback • Establish budget • Facilitate pairing • Monitor progress • Celebrate • Measure and enhance

6. Can I get a Volunteer? • Board identified need to have a dedicated resource • Desired someone who had experience with mentoring programs • Desired a leader with the ability to create and implement the program Daryl Bennett CACC Director – At large Senior VP – Human Resources Transamerica

7. Survey Says – Part I • Conducted a survey of CACC member to gauge desired: • Interest in being a mentor or mentee • Outcomes from a program • Duration of a program • Time commitment (hours per month) • Formality of a program (structured or not) • Mentoring methods (phone, in-person, online)

8. The Results • We received 12 responses of interest in the program; 3 Mentors and 9 Mentees • recruited additional Mentors • Potential mentors wanted to give back to the profession and to build a relationship • Mentees desired increased compensation and general HR knowledge, a sounding board for ideas, career development suggestions, identify own gaps • 9 month program with 1-2 hours per month expected • Informal approach, guided by program participants

9. Speed Dating – Mentoring Style • Kicked off with a wine and cheese reception • Mentees spent about 10 minutes interviewing each potential mentor and had mentor bio • Mentors – seasoned Consultants and practitioners • Mentees – spanned array of industries (consulting, healthcare, retail, financial services, technology, etc.)

10. Speed Dating – Mentoring Style Mentees gave the program administrator (Daryl Bennett) their top three potential mentors Most participants got their top choice

11. I Now Pronounce you Mentor and Mentee • 9 pairs of mentors-mentees were established • Mentees were given the task of “owning” the relationship, making first contact, expressing their expectation from the relationship, etc.

12. Resources • Mentees were provided a self-assessment designed to help them reflect on how well they demonstrate the behaviors related to the six mentee competencies that support a successful mentoring relationship • The assessment was to be used for the mentee’s information in order to accelerate growth and manage development.  • The assessment shared with mentors only at the mentee’s discretion. • Participants were provide The Mentor’s Companion

13. Keep with the Program • Program administrator – facilitated dialogue with the participants • Communicated with participants throughout the program period to check on progress / issues • I know I need to contact my mentor… • Prompted people with emails

14. Survey Says – Part Two • End of program survey • All found the program the program a benefit of their CACC membership • All but one mentee indicated that they used their mentor effectively • All mentees would recommend the program • All mentors indicated that they would be interested in being a mentor again • Participants indicated the positive of getting to know each other and connect at member meetings

15. Survey Says – Part Two (cont.) Mentee testimonials/feedback “I wanted to get some reassurance on how I’ve used certain compensation practices and learn from the experiences of a mentor” “It’s not going to change you 180 degrees, but it’s going to build on what you have and make you more aware of things you don’t have.” “Sometimes it's a challenge as a mentee because you are not sure how to tap into the knowledge of our mentor. It's important to be proactive as a mentee to get the most out of the program.” “This has been an ‘outside of my box’ experience. My mentor's ideas, sharing of experiences, suggestions, reassurance, motivation have been priceless.” CACC

16. Survey Says – Part Two (cont.) Mentor testimonials/feedback “It’s been really rewarding. We’ve developed a relationship that is about sharing — of ideas, thoughts and experiences,” she said. “It’s not just limited to compensation, either. It goes well beyond that. We’ve talked about career development, career opportunities and HR issues in general.” “This is a great opportunity for all of the participants and really personalizes the CACC experience.” “The benefits are shared on both sides of the relationship.” “Opportunity to further develop coaching/mentoring skills that are also applied at my workplace. “

17. Strengths • Really liked the reference book and articles sent at other times as well • “Speed dating” • Building of relationships • Ability to connect with someone to help discuss issues and generate new ideas • Both mentors and mentees got something out of the program

18. OFIs • It doesn’t always work… • Mentee may be as experienced as the mentor • Meet as a group to discuss experiences • Some struggled to meet due to work demands

19. Key Learnings • Regular communication from Program Administrator keeps program from losing focus • Program administrator is like a trainer • Even experienced mentees get something from the program (specific gaps) • It is a benefit that may help attract and retain members

20. Need more information Daryl Bennett Daryl.Bennett@transamerica.com 704-330-5513 Robin Bernstein Robin_Bernstein@premierinc.com 704-733-5099