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Introduction for Evaluation Workshop

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Help individuals plan their career development within the service ... Need to setup a support /network for both mentees and mentors ... – PowerPoint PPT presentation

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Title: Introduction for Evaluation Workshop


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 career development
    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
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 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
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
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