PLAN AND IMPLEMENT A MENTORING PROGRAM.

Running head: PLAN AND IMPLEMENT A MENTORING PROGRAM
Plan and implement a mentoring program
Name of the student:
Name of the university:
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PLAN AND IMPLEMENT A MENTORING PROGRAM
Table of Contents
Introduction....................................................................................................................1
Planning..........................................................................................................................2
1. Pre-Planning........................................................................................................2
1.1. Need Assessment.........................................................................................3
2. Pre-program Development..................................................................................3
2.1. Stakeholder Engagement Analysis..............................................................3
Communication Chart................................................................................................4
2.2. Communication plan of the program...........................................................5
3. Structure of the mentoring program....................................................................6
3.1. Purpose.........................................................................................................6
3.2. Type of the Mentee......................................................................................6
3.3. Need and goals of the program....................................................................6
Connect. Get involved. Make a difference!.........................................................6
3.4. Management plan diagram...........................................................................7
3.5. Model and Structure of the program............................................................8
6.1. Action plan of the program........................................................................11
7. Action plan to form an advisory committee......................................................13
8. Budget of the program......................................................................................14
Mentor/Mentee Recruitment and Selection.................................................................15
Mentor Recruitment.................................................................................................15
 Potential sources for recruitment...................................................................15
 Promotional materials....................................................................................16
 Public relations materials..............................................................................17
 Criteria for mentor selection..........................................................................17
Mentee Recruitment.................................................................................................17
 Criteria for mentee selection.........................................................................17
 How the organization determine whether the prospective mentees meet that
criteria?.................................................................................................................17
Mentor/ Mentee Selection........................................................................................18
 Procedures and processes for mentor recruitment.........................................18
 Step 1 — Promote, promote, promote...........................................................18
 Step 2 — Recruit...........................................................................................18
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PLAN AND IMPLEMENT A MENTORING PROGRAM
 Step 3 — Match.............................................................................................19
 Step 4 — Guide.............................................................................................19
 Selecting the mentor that fit to the established criteria.................................19
 Form for mentee enrolment into the program...............................................20
 Mentee/Mentee orientation............................................................................21
Matching......................................................................................................................25
1. Pre-matching.....................................................................................................25
1.1. Criteria for matching..................................................................................25
1.2. Matching the mentor and mentee...............................................................26
2. Kick-off meeting...............................................................................................28
3. Ongoing maintenance and support....................................................................28
3.1. Mechanism for getting regular feedback from mentors and mentees........29
Evaluation....................................................................................................................31
1. Evaluation plan to measure the outcomes.........................................................31
2. Process for data collection................................................................................31
2.1. Time to collect the data..............................................................................31
2.2. Collection methods....................................................................................32
2.3. Evaluating the collecting data....................................................................32
3. Review structure of the program and how the outcomes will be disseminated 34
4. Align the program to the legislations and keeping of data................................35
4.1. Keeping the collected data.........................................................................35
References.....................................................................................................................iv
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PLAN AND IMPLEMENT A MENTORING PROGRAM
Introduction
It is essential for any organisation to afford a program of mentoring in order to
maintain or sharp the abilities, skills and knowledge of a single person at a time
according to the environment change. Mentoring program is referred to as a program
that conducted between the mentee (person who all are having less skills and
experience) and mentor (who all are having more skills and experiences) where
mentor shares all their experiences and skills and help all the mentee in order to
improve or grow their capabilities (Murray and Owen, 1991). The work of a mentor is
to help the mentee and to sharpen their knowledge, abilities and skills in reference to
their past experience, skills and knowledge. After training the mentee is able to bring
improvement in their performances as well as achieve the objectives and goals of an
organisation.
Organization will increase the loyalty of the worker towards the organization
from the mentoring program which are conducted by them. Because, once the worker
build-up a relationship with the mentor, employees’ satisfaction and also the
motivation are going to be raised. Organizations square measure targeted to produce a
mentoring program during a formal means because it helps to realize the advantage to
the organization by utilizing the proficient human resources in economical means. For
that, organization conducting the mentoring program as educational program to share
the required skills and skill of the mentor with mentee.
It facilitates to boost the demand of the workers in any level of a geographical
point from a program of training and it enhance the employees’ information, skills
and performance to try to this job, gift job and facilitate to career progress within the
dynamic business world (Armstrong, 2001). In keeping with Goldstein and Ford
(2002), organization cannot drive to the success level, if they are doing not have
correct sure-handed and knowledgeable human resources within the organization.
Therefore, this type of coaching session of the organization helps the graduates to
boost their skills, information and skills that required to boost in keeping with the
dynamic business atmosphere. From that, they're going to be able to perform best
within the job and helps to travel to the highest of their career as they're privy to the
duty and their role before interact with it. It is a bonus to each worker and to the
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PLAN AND IMPLEMENT A MENTORING PROGRAM
organization as they will utilize the talents and information of the worker in
economical and effective means.
Planning
To be success in any activity or action, there should be a proper plan for that.
Planning is a process of establishing organizational directions and formulates
strategies to achieve the organizational goals and objectives. Proper planning helps to
make the impossible into possible. Like that, to implement a successful mentoring
program, organization should have a proper plan. From that, the organization can
achieve its ultimate objectives of the program by planning a successful mentoring
program.
1. Pre-Planning
All international students must have applied for and have been accepted for full-
time study in a registered program, or part of a program, by ECA Graduate Institute
before they can apply for a student visa. An electronic Confirmation of Enrolment
(eCoE) form issued by ECA Graduate Institute offering a place in a program is proof
of acceptance for visa purposes.
Students wishing to undertake a package of programs (e.g. English language
followed by a VET course and a university degree program) must apply and be
accepted into each program in the 'package'. Students offered a 'package' program
must apply for the visa subclass applicable to the principal program of the 'package'.
Student visas are divided into seven subclasses. Each subclass is based on the
education sector or level of the principal program of study (e.g. Higher
Education; Masters and Doctorates; Vocational Education and Training sector;
ELICOS; Foundation Program). Each student visa subclass is given an Assessment
Level (AL) according to the country of nationality of the international student.
There are 5 Assessment Levels (AL1 to AL5), with AL5 having the most stringent
requirements. The assessment factors for each level include financial ability, English
language proficiency, likely compliance with the conditions of the student visa and
other matters considered relevant to assessing each visa application. International
students must meet the assessment factors applicable to the AL level of the student
visa subclass of their principal program.
International students must also satisfy the general requirements applicable to all
student visa applicants. The general requirements include being of good character and
sound health, having acceptable health insurance for the period of time in Australia
and having no outstanding debts to the Commonwealth of Australia. Details of the
student visa subclasses and related conditions are available at the Department of
Home Affairs website.
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PLAN AND IMPLEMENT A MENTORING PROGRAM
1.1. Need Assessment
Aside from language abilities, another key area in any Express Entry application
for permanent residence and in assessing your ranking within your candidate pool is
your education. In order for Immigration, Refugees and Citizenship Canada (IRCC,
formerly Citizenship and Immigration Canada or CIC) to assess the validity of your
foreign degree, diploma, or certificate, you will have to submit to an Educational
Credential Assessment, or ECA.
In order to be eligible for the Federal Skilled Worker Program (FSWP) as a
principal applicant, you will need an ECA.
If you are an Express Entry applicant under the Federal Skilled Trades
program (FST) or the Canadian Experience Class program (CEC), then an
ECA is the only way for you to receive points for your foreign education. This is
always a good idea as it boosts your ranking and improves your odds, within your
pool of candidates, of being invited to apply for permanent residence.
In the case of the FSWP, as well as the FST and CEC cases, you must include your
ECA results in your online Express Entry Profile to be awarded points.
If you already possess a Canadian degree, diploma, or certificate, then you do not
need an ECA.
If you wish to work in a regulated profession in Canada, you will need to be licensed
by the provincial or territorial government’s licencing body in the province or
territory in which you wish to live and work. This is in addition to having your degree
or diploma assessed through an ECA. You should contact the relevant regulatory
body in the province or territory you wish to live in as soon as possible to see what the
requirements are for getting your foreign credentials assessed.
2. Pre-program Development
2.1. Stakeholder Engagement Analysis
A stakeholder is someone or a party with an interest in a matter or venture.
Engagement is no more than the involvement of a party – with head (ratio), heart
(emotion), and hands (action). Stakeholder project management and stakeholder
analysis aims at influencing what people say, do, or want. Awareness of the social
dynamics and underlying needs foster respect and stability
Unit aim
Introduces students to the design, management and evaluation of effective
stakeholder engagement processes in engineering environments. Theories and
frameworks are explored to enable students to consider appropriate strategies for
managing participation. A case study will provide students with the opportunity to explore
stakeholder engagement, and reflect on and evaluate effective engineering management
processes.
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PLAN AND IMPLEMENT A MENTORING PROGRAM
Communication Chart
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ECA Graduate Institute
management
Consulting design team
of ECA
Department Mangers Mentors
Mentees
Indirect communication
Direct communication

PLAN AND IMPLEMENT A MENTORING PROGRAM
Communicati
on Type
Objectives Medium Frequency Audience
Team
meeting
Explaining the
program
objectives,
allocating tasks
and
responsibilities
Face to
face
Twice a week  ECA consulting
design team
 Mentors
Kick-off
meeting
Deciding and
introduction of
the program
Face to
Face
meeting
once  ECA
management
 ECA consulting
design team
Program
status
To provide the
progress of the
program
E-mail or
face to
face
Once a month  Management of
ECA graduate
institute
 ECA consulting
team
 Managers of the
department
 Mentors
Implementin
g the
program
To implement
the program
Face to
face
Once a month  Mentor
 Mentees
Meeting with
the
department
managers
To explain the
program
objectives and
program
content
Face to
face or
through e-
mail
Once  ECA consulting
team
 Mangers of the
departments
 Mentors
2.2. Communication plan of the program
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