APPENDICES TO HANDBOOK AND GUIDELINES MENTORING PROGRAMME FOR UNIVERSITY WOMEN OF EUROPE

Transcription

1 APPENDICES TO HANDBOOK AND GUIDELINES MENTORING PROGRAMME FOR UNIVERSITY WOMEN OF EUROPE This project has been funded with support from the European Commission. This publication reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein. 1

2 Appendix 2.1 Mentor Questionnaire Mentoring is described as a long term, interactive process between a more experienced (or professional) person and a less experienced person. It is a supporting relationship, in which the more experienced person (mentor) takes the less experienced person (mentee) under her wings and provides her with direction and guidance. In this close, interactive relationship the mentor will act as counselor, advisor, educator and role model. Additionally, the mentor has the power to inspire and challenge the mentee through active communication, support and also as an important facilitator in the role socialization process. The aim of mentoring is to support the mentee in her personal development. 1. What is your age? years years years 61 + years 2. What is your level of education and specializations? Degree Area 3. What is your professional and working experience in leading and/or other positions? 2

3 4. What is your area of expertise (social, educational, administrative, financial etc.) in your present position? 5. What other expertise do you have, if any (Committee, Board, NGO, etc.)? 6. Do you have any experience as a mentor? Yes No (If no, please go to question 7) 6a. What do you think makes a mentoring relationship possible? 6b. Please identify any factors that assisted you in achieving a successful mentoring relationship 6c. What were the difficulties and challenges you faced during your previous mentoring relationships? 3

4 6d. What are the advantages and/or disadvantages you have observed during your previous mentoring relationships? 7. What are your expectations of a mentoring relationship? 8. Do you have any experience as a mentee? Yes No (If no, please go to question 10) 9. If you have experience as a mentee, what are the advantages and/or disadvantages you have observed during your previous mentoring relationships? 10. If you have mentoring experience, please make suggestions for the improvement of mentoring. 4

5 Appendix 2.2 Mentee Questionnaire Mentoring is described as an interactive process between a more experienced person and a less experienced person. It is a supporting relationship, in which the more experienced person (mentor) takes the less experienced person (mentee) under her wings and provides her with direction and guidance. In this close, interactive relationship the mentor will act as counselor, advisor, educator and role model. Additionally, the mentor has the power to inspire and challenge the mentee through active communication, support, and as an important facilitator in the role socialization process. The aim of the mentoring is to support the mentee in her personal development. 1. Please describe your educational background (degree etc.) 2. What professional qualities and experiences do you have? 3. What is your age? years years years years 5

6 4. Why would you like to have a mentor? 5. What issues and fields (e.g. professional, private) would you like to discuss with your mentor? 6. What kind of professional knowledge would you like your mentor to have? 7. What kind of experience would you like your mentor to have? 8. How would you like to communicate with your mentor? Face to face meetings Telephone Please note: Multiple choice is possible. 9. What are your goals and expectations? 6

7 10. How much time would you like to spend with your mentor? 11. Other issues? 7

8 Appendix 2.3 Mentoring Programme Evaluation (Mentor Impact) Thank you very much for taking a few minutes to provide this information. It will help us improve our programme and provide data to demonstrate the effects of mentoring on mentors and mentees. All the individual data from this survey will be kept anonymous. Date: Name of Mentor: Organisation: A. Programme Assessment 1. How do you evaluate the mentoring programme? Very Successful Successful Slightly Successful Unsuccessful 2. How satisfied were you with your mentee match? Very Satisfied Satisfied Moderately Satisfied Dissatisfied 3. Did you receive adequate assistance from the supporting organisation? Yes No Please explain: 8

9 4. To which extent do the following statements reflect your experience? Please rate each of the following programme components: Information about the programme at the recruitment session was enough Information about the mentee was satisfactory Mentor training was satisfactory Regular mentor support was good Interaction with the coordinator for the programme was satisfactory Networking with other mentors was helpful To a Great Extent Somewhat Not at all N/A 5. What is the single most important thing you got out of the programme? B. Mentoring Experience Assessment 6. How satisfied were you with your experience as a mentor? Very Satisfied Satisfied Slightly Satisfied Dissatisfied 7. How would you rate your effectiveness? Very Effective Effective Average Slightly Effective Not Effective Please explain: 9

10 8. To which extent do the following statements reflect your experiences? How did mentoring affect you personally? (please check all applicable responses) To a Great Extent Somewhat Not At All N/A I learned new things about myself I found it easy to be a mentor My motivation at work increased Mentoring was time consuming I feel more productive at work after mentoring I was happy to share my achievements It was difficult to share my failures 9. What advice do you have for your organisation regarding the mentoring programme? 10

11 Appendix 2.4 Check List The below is a check list that can be used by the organizing association when planning and implementing a mentoring programme. 1. Organisation 1.1 Ensure that the mentoring programme has the necessary support and commitment from the organising association 1.2 Ensure that the necessary resources are available, e.g. a programme coordinator 2. Defining the aims of the programme 2.1 Set the aims and the objectives for the programme 2.2 Define the target groups, i.e. who can participate in the programme 2.3 Indicate the time commitment required from mentors and mentees 2.4 Identify the areas/topics that should be evaluated at the end of the programme 2.5 Prepare necessary questionnaires and other documentation needed for the programme 3. Recruitment 3.1 Prepare and distribute information regarding the programme through e.g. brochures, websites, advertisements to attract mentors and mentees 3.2 Provide information on recruitment procedure 4. Orientation and training 4.1 Arrange briefing sessions for mentors and mentees so that they understand the purpose and the roles and responsibilities of participating persons 4.2 Arrange training sessions for mentors to prepare them for the mentoring process 5. Matching and monitoring 5.1 Assist in finding a suitable mentor for each mentee considering the mentee s objectives 5.2 Arrange for a coordinator who acts as the primary point of contact for the mentors and mentees in case of questions or need of assistance 11

12 6. Evaluation 6.1 Arrange for the evaluation of the programme based on the aims and objectives identified when planning the programme 6.2 Ask the mentoring pairs to give their feedback on the programme 7. Networks and mentoring 7.1 Assess the need for establishing a network system for the mentors in order to facilitate interaction between mentors and the possibility to share and discuss experiences and support each other 12

13 Appendix 2.5 Mentoring Agreement Name of mentor Name of mentee This agreement outlines the terms, goals and expectations that have been agreed upon for the mentoring relationship between the above mentoring pair. Preferred form of interaction Phone Calls Meeting Duration s Joint participation at relevant seminars or other events 6 months 1 year This mentor agreement can be terminated at any time by either party by giving notice thereof to the other party. Frequency of meetings/calls Weekly Monthly Every second month Quarterly At the end of each mentoring session, the mentor and the mentee shall agree on the date, time and place for the next session. In the event that the mentor or the mentee needs to reschedule agreed sessions, the other party shall be notified thereof as soon as the need for such rescheduling has occurred. Are there specific days or hours that you normally wouldn t be available? 13

14 Mentor: Mentee: Duration of each mentoring session 1-2 hours Other: Meeting arrangements (chat, , face-to-face meetings): Expected outcomes (mentor and mentee): Expected activities (mentor and mentee): Confidentiality 14

15 The parties hereto acknowledge that the mentoring process is confidential. The mentor commits to keep any information disclosed or discussed between the mentor and the mentee under the mentoring process as confidential and not to disclose such information to any third party without the prior consent of the mentee. Disclaimer and Waiver of Liability The mentee acknowledges that there is no way to ascertain that the mentoring process will result in any actual benefit for the mentee or that that mentoring process or the mentor will be able to meet the expectations of the mentee in respect of the mentoring process or the expected benefits or experiences gained by the mentee. The mentee acknowledges and accepts that the mentor assumes no liability for the expected or actual outcome of the mentoring process. This agreement has been executed in two identical copies, one for each party hereto. Place and Date: [Name] Mentor [Name] Mentee 15