Introduction to The Mentoring

Partnership

Presentation to:

PINS Workshop January 2015

Agenda

1. Welcome and Introductions

2.The Mentoring Partnership - Background

3. Mentoring Building Blocks

4.Lessons Learned

5.Q&A

Introductions

1. Name

2.Organisation

3.What is your experience with

mentoring (…have you ever had a

Mentor? Been a mentee? Coordinate

a program? Etc.)

What is mentoring?

• A goal • A guide• A journey

Mentee and mentor grow together

5

The Mentoring Partnership uses a simple,

but powerful idea:

To help job-ready skilled immigrants build their professional networks in Canada and better leverage their experience and skills in the local

labour market.

The Mentoring Partnership

Launched by TRIEC in November 2004.

Skilled Newcomer

Professionals

Canadian Professionals

Mentors Mentees

Occupation-specific mentoring

relationships

Reconnect Mentee with their career

• 10,000 + mentoring matches to date over 1,250 / year

• 6,500 + mentors have joined and over 700 /year

• 25+ active employer partners

• 14 active service delivery partners

• 70% mentees are employed in their field at 6 months

• 97% of mentors were satisfied with their mentoring experience.

Program Milestones

TMP Video

Mentoring Made a Difference…

http://www.thementoringpartnership.com/newsevents/video-gallery/

Mentors and Mentees

Mentoring is a simple idea that helps immigrants:

11

• Build their professional networks

• Improve their job search strategies

• Enhance their understanding of how their profession is practiced in Canada

• Familiarize them with Canadian workplace culture

Mentee’s goal: Reconnect with their career

What is success?

Workplace Culture and understanding Canadian context of the occupation

Information sharing on occupation and industry

Networking and developing professional connections

12

• Occupation specific partnerships help to reconnect skilled immigrant mentees to their career;

• Partnership is 24 hours over four months (1.5 hours/week);

• Decide on focus, pace, meeting locations and times;

• Meet face-to-face, online or via telephone

• Identify goals and draft action plan together;

• A mentee only gets one mentoring opportunity

• Each Mentor-Mentee pair is supported by a dedicated mentoring coach, training and resources to manage an effective relationship;

• Partnerships focus on WIN areas.

How Does it Work?

13

14

Mentor Profile

• Willing to commit 24 hours over 4 months to mentor

• An established Canadian professional with a minimum of 3 years work experience

• Knowledge about the profession and industry e.g. labor market demands, industry trends and required competencies and skills

Typical Mentoring Activities• Mock interviews

• Cover letter and resume reviews

• Connect to informational interviews

• Attend industry or professional events together

• Share soft skills knowledge

Mentee Profile

• Newcomer to

Canada (less than 3

years) or in

academic or bridge

program in their

field;

• Internationally

trained but lacks

Canadian work

experience and

professional

networks’

• Currently

unemployed or

underemployed;

• Is otherwise job-

ready.

Job-Ready• Credentials

assessed and recognized

• High functionality in English

• Job-ready resume

• Minimum 3 years of professional work experience (mentees typically have 8-10 years of experience)

• Eligible to work in Canada

Mentee Suitability Criteria

Applicants must be skilled immigrants who are job-ready with current skillsand experience. They must also meet the following criteria:

• Legally entitled to work in Canada;• Lived in Canada for less than three years and have limited or no Canadian

work experience in their profession OR has re-engaged with their profession through academic training or bridging program within the past 2 years;

• Currently unemployed or underemployed i.e. not working in their field of expertise;

• Have English language skills to perform effectively in the workplace in their field (i.e. average CLB 7-8+);

• Have professional qualifications: a Bachelor’s Degree or equivalent post-secondary education and at least 3 years of international work experience in their profession;

• Be actively seeking work in their field.

Mentoring Readiness Criteria

Mentoring is an intervention intended for job seekers who are job

ready. To be ready for mentoring, an applicant must have:

• Employment skills;• Job search skills;• Supports;• Appropriate attitude.

Ensuring an accurate assessment is important to avoid frustration

and wasted efforts for the mentee, mentor, and mentoring coach.

Composition of Mentee Pool

19

Finance, Accounting, Banking & Insurance 29%

Business & Administrative 18%

IT – Software, Analysts, Web Development 14%

Business Development, Retail, Sales, Marketing & PR 11%

Engineering & Technical 9 %

Education 3%

Policy/Program Officers/Public Administration/Research 3%

Health 3%

Legal & Protective Services 3%

Other - Trades, Transport and Equipment Operators and Related Occupations, Processing, Manufacturing and Utilities; Architects/Urban Planners/Surveyors Art/Culture/Recreation/Sports 3%

Physical & Life Sciences 2%

Social Work & Community Services 2%

Snapshot : Jan 5th 2015Occupations of mentors/mentees waiting

Mentors (+5 waiting) (Mentees Needed)

# Waiting

Mentees (+ 5 waiting) (Mentors Needed)

# Waiting

[A303] Other Business Services Managers

36 [C021] Biologists & Related Scientists

13

[B022] Professional Occupations in Business Service to Management

25 [C033] Electrical & Electronics Engineers

8

[E012] Lawyers & Quebec Notaries 20 [C012] Chemists 8[C071] Information Systems and Computer Analysts and Consultants

17 [C051] Architects 8

[A111] Financial Managers 16 [D313] Other Assisting Occupations in Support of Health Services

7

[A131] Sales, Marketing and Advertising Managers

16 [A373] Transportation Managers 6

[A302] Banking, Credit and Other Investment Managers

14 [E111] University Professors 6

[A122] Computer and Information Systems Managers

12 [B531] Accounting and Related Clerks

5

[B021] Specialists in Human Resources

12 [C141] Electrical and Electronics Engineering Technologists and Technicians

5

[B012] Financial and Investment Analysts

9 [E031] Natural & Applied Science Policy Researchers, Consultants & Program Officers

5

[E213] Employment Counselors 8[A114] Other Administrative Services Managers

7

[E212] Community & Social Service Workers

7

[E022] Social Workers 5[F024] Professional Occupations in Public Relations and Communications

5

Why Mentoring?

Behind the numbers:

• 1489 mentees reported to have

obtained employment this year

• Many mentees were hired by our

employer partners

Mentoring: Impact

*Reports Nov 1, 2013 – October 31, 2014

Outcomes 2014 At 12 monthsAfter Mentoring

Employed in their occupation or related field76%+

Key Findings •Unemployment decreased from 73% to 19% Nationally, 7% Toronto. •Average full-time earnings increased from $36,905 to $59,944•The percentage of those working in their field increased from 27% to 71%.

Additional benefits:•Successful mentees find employment faster than the average newcomer. Most mentees find work in their field. •Starting salaries (and future salary trajectory) are likely higher than those working outside their field of expertise and experience. •Most mentees find permanent work. They likely receive employee benefits, increasing their effective earnings.

ALLIES National Survey

Copyright @2012 Accenture. All rights reserved. 23

Benefits of mentoring: a mentees’ perspective

24

http://www.thementoringpartnership.com/video-gallery/erich-shih-mentee/

Mentees indicated improvement in their knowledge/skills•93% better understand the Canadian work environment.

•91% are better prepared for employment in their profession.

•90% have a better understanding of the interviewing and recruitment processused by companies in their field.

•90% feel their resume better reflects skills and qualifications

•89% can talk better about their skills and qualifications with confidence.

•86% better able to network effectively

Survey Results: MenteesMentees indicated improvement in their knowledge/skills that would lead to:

•Improved employment outcomes

•Increased integration into the Canadian workforce

25Surveys of Mentees who complete partnershipsfrom Nov. 1 2013- Oct. 31 2014

Survey Results: Mentors Mentors indicated their experience would lead to:

•Increased hiring and retention of skilled immigrants in the workforce

•Increased leadership and coaching skills development

Mentors indicated improvement in their knowledge/skills•97% better able to appreciate the talent and experience that skilled immigrants bring to

the workplace

•96% can better assist immigrant professionals in adapting to the workplace

•96% understanding the challenges and barriers that skilled immigrants face in the labour market

•95% increased understanding of some of the differences in workplace norms and expectations among different cultures

•94% better able to motivate, coach and develop people89 % more likely to interview and/or hire IEPs

Surveys of Mentors who complete partnershipsfrom Nov. 1 2013- Oct. 31 2014

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High Rate of Satisfaction 2014

• 94% of mentees were satisfied with their mentoring experience

• 98% of mentors were satisfied with their mentoring experience

Supporting Mentoring

• Orientation Session: An onsite information session & Introduction for mentee and mentor:–Roles and Program Information–Sharing of mentor support resources and tools–Interactive case discussions covering few mentoring situations.

•Mentoring Coach: Support starts from Matching and continues through the relationship until 12 months after completion of the match.

Online Resources:

•Mentoring Handbook http://thementoringpartnership.com/handbook

•New Mentoring Dashboard – An online platform with resources, links, tips and tools to support you and your mentor.

Mentoring Support

29

New dashboard – Launched March 2013

Since its launch 1300+ mentors

have participated in PD events:

•Networking

•Workshops

•Webinars

•On-line courses

Mentors can claim PD credits

from HRPA and CPA.

TMP Professional Development Series for Mentors

PD Credit Recognition - CPA

PD Activity Hours that can be

AwardedMentors that complete the 24 hour mentoring partnership

5

Participation in Orientation session 1 Participation in a Mentor Networking Event

1

Webinar - Your Mentee and the Job Market – Making the Connection

1

Workshop 1: Becoming the Mentor you Want to Be – Effective Mentoring and Cross-cultural Competencies

2

Workshop 2: Solution-Focused Coaching Workshop

2

E-learning modules * to be developed 1 per hour

PD Credit Recognition - HRPA

PD Activity Points That Can Be Awarded

Mentors within a mentoring partnership

36 points based on a 24 hour relationship.

Your Mentee and the Job Market – Making the Connection Webinar

1.5 credits

Becoming the Mentor you Want to Be – Effective Mentoring and Cross-cultural Competencies Workshop

3 credits

Solution-Focused Coaching Workshop

3 credits

E-learning modules (to be developed)

1 hour = 1 credit

Program Structure

Mentors

Mentees

ProgramCoordination

35

Partner RolesThe Mentoring

Partnership

Service Delivery Partners deliver the program by

matching mentors with skilled immigrants and supporting the mentoring relationship

over four months.

The Mentoring Partnership team at TRIEC

manages the coordination of the program and supports the efforts of community and corporate partners

to develop effective mentoring relationships.

Corporate Partnerspromote the mentoring

opportunity internally to staff and identify suitable, qualified

mentors.

Coaches Mentees Individual Mentors are recruited by service

delivery partners.

Corporate Mentors are recruited by corporate

partners

TRIEC’s Role – TMP Staff

The Mentoring Partnership operates as a program of TRIEC

The TMP team has primary responsibility for:

• recruiting employer partners and managing employer partner relationships;• providing co-branded marketing material;• coordinating and delivering information and orientations sessions at

employer partner sites;• developing mentor support resources and professional development

opportunities;• managing the MentorMatch IT System and training partners on its use • ensuring program quality and continuous improvement;• providing aggregate reporting on program outcomes;• convening partners.

Service Delivery Partners

Service Delivery Partner

Service Delivery Partners• Organizations that provide employment services to skilled

immigrants• Obliged to adhere to and implement service delivery

quality standards

Service Delivery Managers/Coordinators• Responsible for the delivery of The Mentoring Partnership

within their organizations.• Participate in TMP Managers Committees – Quarterly.

Coaches• Are staff designated by service delivery partners they

are key contact for the program to clients and coach both mentees and mentors during their matches.

• They enter all the data into the IT system which enables us to support, track and analyse the program impact.

1. Recruitment registration

and screening of mentees

and mentors

2. Matching

3. Orientation

4. coaching and tracking

5. Partnership closure

6. Outcome tracking

TMP Service Delivery Cycle

TMP IT System – Mentor Match

The delivery of the program is supported by a centralized, web-based IT

system. The TMP IT system is an on-line system used to facilitate and integrate key processes to increase speed and accuracy of performance.

The main functions of the system are :

•Manages task workflow, saves administrative time;

•Manages mentor-mentee matching, tracking, outcome follow up and reporting;

•Ensures consistency of matching based on occupation/sector;

•One-step process registration and profiles creation for mentor and mentee;

•Mentor and mentee access the system to update information in their profiles;

•Coaches have a shared calendar and folders with program resources.

Agency Partner QA Framework- Operations And IT Manual – For training & Ensure clarity of all guidelines and content:•Describes all of the core delivery processes and protocols of program•Includes all program communication materials for co-branding.

- Partnership Agreement –signed Memorandum of Understanding:•Between delivery agency partners and TRIEC;•Establishes the framework for joint and coordinated delivery of service;•Describes the roles and responsibilities of the partners •Targets monitored on 2x yearly with each agency.

- Quality Assurance Framework:•Outlines the principles of quality for TMP and the quality elements, processes, tools and standards for the partnership•Monitored with each partner agency 2x yearly QA Site meeting and QA checklist

- Program Evaluation Framework:•Framework Redevelopment 2012•Mentee and Mentor On-line Survey. •Data Rolled Up, Shared with partners 2x yearly and monitored QA process

IEI Advisory Committee:• Multi-stakeholder representative body providing program strategic

direction. TMP Managers Committee:

• Addresses operational issues such as quality assurance, staffing, and capacity building.

Service Delivery Partners Senior Management Committee:• Deals with policy issues, strategic direction, partnership management

and other strategic issues.

TRIEC TMP Co-ordination

Active Employer Partners

Employer Partners RolesSupport the program by:

• identifying an executive sponsor/champion;

• identifying a mentoring coordinator;

• participating in a planning discussion at the start of the mentoring cycle

and review meetings;

• engaging and recruiting mentors within their organizations through at

least one mentoring cycle per year;

• hosting on-site information and orientation sessions for their mentors

• generating recommendations for program improvement.

Employer Partner Framework

The main objectives of this framework are to:

• Clarify responsibilities of TMP and the employer partner;

• Ensure consistency of participation• Establish and maintain basic program

delivery guidelines;• Ensure continuity: TMP participation

is embedded in our partners work plans and formally placed with appropriate staff.

Mentoring Schedule

Registration Matching Orientation Mentoring

Follow UpRecognition

Coach follows up with

Mentee for 12 months

following the match

Close Evaluation &

Follow-Up

16 weeks

Check-in with Mentoring Coach

monthly

Access to on-line mentoring resources

and Mentor Professional

Development Program

Orientation of Mentor & Mentee

Before the Start of Mentoring

Occupation Specific Matching

Mentor Match IT System

Matches reviewed by Coach, mentor

and mentee

MenteesRegister & Screened

by Service Delivery Partner

Mentors Register Online

or with Employer

Application Reviewed and Reference Check

Mentors

Register / Contacts

Mentors - To Register as a mentor go to online registration form http://www.thementoringpartnership.com/registermentor

Or for more information to join as an employer partner contact:

Monica BrennanI The Mentoring Partnership TRIEC, Senior ManagerT: 416- 944.1946 x 263Email: mbrennan@triec.ca

Mentees - To Register as a mentee find out which partner is nearest you athttp://www.thementoringpartnership.com/partners/service-delivery-partners

Or for more information contact:

Meena Sankaran I The Mentoring Partnership TRIEC, Program Delivery CoordinatorT: 416- 944.1946 x 269Email: msankaran@triec.ca

Our Funders

Founding Partner

Q & A

Contact:Monica Brennan, Senior Manager, The Mentoring Partnership

Email: mbrennan@triec.ca

www.thementoringpartnership.com

Thank You

Building Block Questions

Who, What and Why:

-What is the goal of the mentoring

relationship?

-Why is mentoring the solution?

- Who are your mentees? Where will you

find them?

-Who are your mentors? Where will you

find them?

-What type of mentoring is the best

solution?

How:

-How will you structure your program?

-How will you match your mentors and mentees?

-How will support the partnerships to be successful?

-How will you know if the relationships are going well?

-How will your resolve any problems or concerns of

mentors and mentees?

-How will you know your program is achieving its goal?

-How will you record the programs stories and success?

-How will you keep mentors involved?

-How will you involve your partners?

-How will you grow and enable your program?

Building Block Questions

Building Blocks1. Criteria and Preparation– Eligibility &

suitability.

2.Recruitment Mentors and Mentees –

Partnerships.

3.Orientation – Successful start, clarity of

goals & agreements.

4.Matching - Getting the match right &

balancing the pool.

5.Support – Touch point, coaching,

materials, training.

6.Data and Evaluation - Profile, Impact and

Feedback.

7.Program Delivery – Training, Quality

Assurance and PD.

8.Relationship Recognition – Mentors and

Partners.

9.Enable – Staffing, Marketing &

Technology.

Building Blocks

1. Criteria and Preparation– Eligibility &

suitability

Who is target group and why?

When are they ‘mentoring ready’?

How and who decides it they are ready?

If not mentoring ready – how do you

prepare them or refer them?

Mentee Suitability Criteria

Applicants must be skilled immigrants who are job-ready with current skillsand experience.

They must also meet the following criteria:• Legally entitled to work in Canada;• Lived in Canada for less than three years and have limited or no Canadian

work experience in their profession OR has re-engaged with their profession through academic training or bridging program within the past 2 years;

• Currently unemployed or underemployed i.e. not working in their field of expertise;

• Have English language skills to perform effectively in the workplace in their field (i.e. average CLB 7-8+);

• Have professional qualifications: a Bachelor’s Degree or equivalent post-secondary education and at least 3 years of international work experience in their profession;

• Be actively seeking work in their field.

Mentoring Readiness Criteria

Mentoring is an intervention intended for job seekers who are job

ready. To be ready for mentoring, an applicant must have:

• Employment skills;• Job search skills;• Supports;• Appropriate attitude.

Prepare a mentee to succeed in their mentoring relationship.

Mentor Suitability Criteria

• To be eligible, mentors must:

• have at least three years work

experience in Canada in the field in

which they will mentor;

• have an established network of

professional contacts;

• have current knowledge about the

profession and industry e.g. labor market

demands, industry trends and required

competencies and skills; and

• be available to mentor for 24 hours over

4 months.

Impact: Assessing Mentee Suitability

• Mentees fully understand and benefit from his/her mentoring relationship and gets the support at the appropriate time.

• Allows the mentor to be effective in supporting the mentee

• Mentors benefit from their mentoring relationship and become repeat mentors

• Increased number of employers participate in mentoring programs

• Successfully completes the mentoring relationship

Building Blocks

Recruitment Mentees

– How many mentees can you support?

–If more people want to join can they?

When can they join and do you have

mentors to match them.

–Will you reach out for more? Where will

you find them? What messages will you

use?

–Partnerships – to register, screen and

prepare mentees.

–Recruit mentees and then mentors – what

is the best order?

Building Blocks

Recruitment Mentors– Partnerships.

–How many mentors do you need?

–Where will you find them?

–What messages will you use?

–Reference Check?

–If more people want to join can they?

When ?

Recruitment and Screening of Mentors

TRIEC recruits corporate mentors internally through organized info sessions, or individuals apply directly through the TMP website.

•Employer partner mentors are screened by the partner before they register to become mentors.

•Individual mentors who register via the TMP website are not prescreened. The coach must do a reference check before accepting their first partnership with an individual mentor, unless otherwise instructed by TRIEC.

Service delivery partners recruit individual mentors. This involves steps:

•Providing information on the program to potential mentors;

•Screening Interview to ensure that applicants meet program suitability

•Reference checks for individual mentors must be done prior to the mentor’s registration.

Employers- Mentor Recruitment

• Gain quicker access to many prospective and quality mentors at once

• Saves time as the reference check is not required

• Easier to arrange group training and orientation for mentors

• Hidden job market will become accessible

• Employers become a champion in promoting skilled immigrant talent

Building Blocks

Orientation – Successful start, clarity of

goals & agreements.

Purpose of orientation:

• Formally establishes the mentoring match; sets expectations and tone

• Creates a shared understanding and approach towards boundaries• Provides information on key mentoring activities, supports and resources• Confidentiality and Partnership Agreements are signed.

• Mentors and mentees are introduced in supportive environment.

3:00 – 3:1515 minutes

Unit 1: Welcome and Introductions Introduction – by Employer ChampionIntroduction –The Mentoring Partnership FacilitatorMentor Introductions Review of session objectives and agenda

3:15 – 3:25 10 minutes

Unit 2: Purpose of the Partnership About the Mentoring PartnershipBenefits for mentees and mentors in the programOverview of the mentor and mentee commitment

3:25 – 3:30 5 minutes

Unit 3: Outlining RolesOverview of roles: Outline of the relationships between mentor, mentee and coach

3:30 – 3:355 minutes

Unit 4: Barriers for ImmigrantsAudience participates in naming barriers for immigrants and gauges knowledge using quiz

3:35 – 3:45 10 minutes

Unit 5: Mentoring Supports and Resources Overview of the WIN model, mentoring roadmap (stages of the relationship) and supports available to the mentor and mentee

3:45 – 4:00 15 minutes

Unit 6: Boundaries and RisksIn small groups, mentors discuss scenarios about issues that may arise during the partnership. Groups present their findings and possible solutions to the larger groupCourageous conversations

4:00 – 4:1515 minutes

Unit 7: Agreements and EvaluationsOverview of Orientation Evaluation, and Confidentiality, Code of Conduct and Partnership Agreements

4:15 – 4:4530 minutes

Unit 8: Meet Your Mentor/MenteeMentors meet their mentee and exchange contact information

Building Blocks

Matching - Getting the match right &

balancing the pool.

–“Recommended Match” – one or more,

who views and decides, how long does it

take to review it.

–Accepting or Rejecting the match –

mentee and mentor

• Check list

Partnership Checklist

Before confirming your Mentee's recommended match, please make sure that you checked thefollowing:

•Availability: Mentee is available and continues to be committed to participating in the program

•Location: Location is not a barrier. Mentee is able to meet at mentor's preferred location or

mentee/mentor have agreed on a suitable alternate meeting place.

•Professional compatibility: Confirm professional backgrounds are compatible.

•Mentor interview: Mentor interview has been completed

•Reference check: Mentor reference checks completed (unless recruited by a corporate partnership through TRIEC)

•Mentor accepts match: Mentor has seen Mentee's resume and accepted match

•By confirming the recommended match, you confirm that you have completed all of the above items.

What is the wait time to be matched?

• Primary factor: Availability of mentees in your occupation in the pool at the time of registration – 300+ mentees currently in the pool.

• Wait times: Typically 4 to 8 weeks is an indicative time to be matched (may be longer for unique roles or occupations)

• Longer wait times some occupational areas where we have more mentors

• We orient you to the program even if you are unmatched and then when a mentee registered in your field a coach will contact you to see if you are still available to participate.

67

Matching Pool – Key Occupations

68

Finance, Accounting, Banking & Insurance 29%

Business & Administrative 18%

IT – Software, Analysts, Web Dev 14%

Business Development, Retail, Sales, Marketing & PR 11%

Engineering & Technical 9 %

Education 3%

Policy/Program Officers/Public Administration/Research 3%

Health 3%

Legal & Protective Services 3%

Other - Trades, Transport and Equipment Operators and Related Occupations, Processing, Manufacturing and Utilities; Architects/Urban Planners/Surveyors Art/Culture/Recreation/Sports 3%

Physical & Life Sciences 2%

Social Work & Community Services 2%

Snapshot : Jan 5th 2015Occupations of mentors/mentees waiting

Mentors (+5 waiting) (Mentees Needed)

# Waiting

Mentees (+ 5 waiting) (Mentors Needed)

# Waiting

[A303] Other Business Services Managers

36 [C021] Biologists & Related Scientists

13

[B022] Professional Occupations in Business Service to Management

25 [C033] Electrical & Electronics Engineers

8

[E012] Lawyers & Quebec Notaries 20 [C012] Chemists 8[C071] Information Systems and Computer Analysts and Consultants

17 [C051] Architects 8

[A111] Financial Managers 16 [D313] Other Assisting Occupations in Support of Health Services

7

[A131] Sales, Marketing and Advertising Managers

16 [A373] Transportation Managers 6

[A302] Banking, Credit and Other Investment Managers

14 [E111] University Professors 6

[A122] Computer and Information Systems Managers

12 [B531] Accounting and Related Clerks

5

[B021] Specialists in Human Resources

12 [C141] Electrical and Electronics Engineering Technologists and Technicians

5

[B012] Financial and Investment Analysts

9 [E031] Natural & Applied Science Policy Researchers, Consultants & Program Officers

5

[E213] Employment Counselors 8[A114] Other Administrative Services Managers

7

[E212] Community & Social Service Workers

7

[E022] Social Workers 5[F024] Professional Occupations in Public Relations and Communications

5

Mentor Outreach ScheduleOccupations November December

BDC Onboarding Meeting- November 5th

City Of Toronto Public Sector - Engineers, Urban Land Planners, Architects, Social and Community Services, Services, Purchasing and Procurement, Administration, etc.

COT Mentee/Mentor Recognition Event Nov. 17th

CMHA CMHA Conference – December 12th

Deloitte Accountants, Auditors, Financial, IT roles.

Orientation Session- Dec 10th

Government of Canada and CIC

Public Sector – Finance, Procurement, IT, May include biologists/chemists (TBC)

Information Session Date TBC

Orientation Date TBC

KPMG Finance, Consultancy, IT Review/Planning Meeting – Nov. 14th

TD Bank Banking, Retail, Financial Customer Service, Analysts, IT, Admin

Orientation SessionNovember 26th

TELUS Telecommunications Orientation Session – December 4th

Toronto Public Library

Admin, Finance, HR Orientation Session- Nov 18th

University of Toronto

Admin, Academic Teachers, HR Review & Planning Meeting –November 28th

TMP Program SnapshotNov 03, 2014

Data as of Nov. 3, 2014

Partnerships Started in Each Month Year & Month

A M J J A S O N D J F M Total

Target

% to year

2013 - 2014

114

128 91 10

187

110

103

117

72

112

106

158

1035

1300

80%

2014 - 2015

95

115

109 96 8

3128

126 75

21400

54%

Partnerships started (Activated from Oct 1 – Oct 31)

126

In a recommended match (pending confirmation) (on Nov 3)

135

Recommended matches confirmed (pending orientation or start of partnership) (on Nov 3)

42

Waiting for a recommended match (on Oct. 31)

Mentors - 161Mentees – 303

Building Blocks

Supporting

–Touch point –clairification, practical

challenges, etc

–Coaching – support throughout the

relationship

–Materials – handbook, resources, tips,

milestones.

–Training – increasing your mentors

skills set.

73

• The Mentoring Coach continues to stay in touch – checks in every four weeks.

• Email Tips from The Mentoring Partnership Dashboard monthly.

• In person and recurring meetings work well to sustain the energy of the relationship.

• Mentoring hours and PD program recognised by HRPA and CPA for Credits

• At the end you can request a certificate from your coach and give us your feedback on the

program.

Registration Matching Orientation MentoringClose

Evaluation & Follow-Up

Mentoring and Follow Up

•Mentoring Coach: Support starts from Matching and continues through the relationship until 12 months after completion of the match.

Online Resources:

•Mentoring Handbook http://thementoringpartnership.com/handbook

•New Mentoring Dashboard – An online platform with resources, links, tips and tools to support you and your mentor.

Mentoring Support

74

Mentoring Support

75To Log Into My Mentoring Dashboard http://thementoringpartnership.com/dashboard

Mentor Professional Development Series

Including:

Networking EventsWorkshopsWebinars

Online Modules

Recognised for PD credit by HRPA & CGA

1300+ mentors have participated since its launch.

Coaching Support

The coach supports the mentoring relationship by:

• Clarifying the communications protocols between mentors/mentees

• Providing guidance, answering questions

• Providing information and referrals to other resources/programs

• Problem-solving when expectations are not being met, facilitating communication or addressing boundary issues arising, etc.

• Receiving feedback regarding relationship, program etc.

Coaching Check-Ins

Coaches check in with both mentor and mentee on a monthly basis, either by telephone and/or e-mail to ensure that:

• Mentor and mentee have connected; • Learning goals have been developed;

• Relationship is on track with schedule of weekly meetings and making progress towards their goals;

• Coaching support is provided as needed; problems or issues are identified and proactively addressed.

Coaches must enter result notes from each check in the IT System including

information on frequency of meetings and assessment of progression towards goals.

Partnership Closure

There are several steps to closing a partnership. Appropriate follow up is key to theprogram. The following steps are required:

Step 1: Evaluation• Post- program evaluation surveys are administered to mentees automatically through

MentorMatch. You should remind your mentee at close of partnership to complete the survey.

Step 2: Thank you letter• At the end of the four month partnership, coaches send a formal letter to the mentor (found

in shared resources folder)

Step 3: Certificate• At completion of partnership, coaches provide mentees and mentors with a recognition

certificate (found in shared resources folder) this should be signed by Agency’s Mentoring Mangers or Director.

Step 4: Tracking success stories• Coaches/managers track mentoring success stories and share these with the TMP and

communications team at TRIEC for potential promotional opportunities.

Building Blocks

Data and Evaluation• Profile Data – who you are serving and comparison

for impact/outcome

• Outcome Data – how do you measure your outcome goal

• Impact and QA Data – feedback survey – satisfaction, growth, QA implementation

• Demonstrates the value mentoring brings to participating immigrants, employers, partners and the community

• Monitors the quality of the program and identifies opportunities for growth and improvement

• Retains and increases the level of employers’participation

• Assists in finding new funding to continue or expand the program

• Helps build a business case for scaling-up mentoring

Evaluation Partners

Involve partners at the start and embed evaluation into all of the program elements :

•Ensures we are measuring what they need measured.

•This ensures increased uptake – all partners see the value in promoting uptake of program evaluation tools and therefore data set stronger.

•It builds common understanding between partners on the program outcomes – and what is valuable to each partner about the program

•Embeds evaluation collection into the program processes

•Embeds analysis of data into the partnership processes – and ensures that sense making of data has depth

•Builds review of evaluation into program processes – thus increasing relevance of data to program learning and future program development

Quality Assurance Tip 6:Document & Tell the Story

• Document how the program impacted immigrants, mentors, employers and community partners

• Invite immigrants, mentors, employers and community partners to tell their success

• Develop videos and blogs that tells the story

• Develop partnerships with local media to promote the success of your program

Building Blocks

Program Delivery –

Training Staff/Volunteers – PD Coaching,

Updates Program, etc

Quality Assurance - Frameworks – Clarity

and Measures

- Delivery

- Partners

Agency Partner QA Framework- Operations And IT Manual – For training & Ensure clarity of all guidelines and content:•Describes all of the core delivery processes and protocols of program•Includes all program communication materials for co-branding.

- Partnership Agreement –signed Memorandum of Understanding:•Between delivery agency partners and TRIEC;•Establishes the framework for joint and coordinated delivery of service;•Describes the roles and responsibilities of the partners •Targets monitored on 2x yearly with each agency.

- Quality Assurance Framework:•Outlines the principles of quality for TMP and the quality elements, processes, tools and standards for the partnership•Monitored with each partner agency 2x yearly QA Site meeting and QA checklist

- Program Evaluation Framework:•Framework Redevelopment 2012•Mentee and Mentor On-line Survey. •Data Rolled Up, Shared with partners 2x yearly and monitored QA process

Quality Assurance Framework

Program Element

a) Service Delivery Partner – TRIEC Coordination

f) IT System Admin & Task Management

b) Coordinated Training & Professional Development for Program Delivery Staff

g) Matching

c) Establishment & Management of CP Relationships

h) Mentor/Mentee Orientations

d) Recruitment and Screening of Mentees i) Coaching Support to Matches

e) Recruitment and Screening of Mentors j) Tracking of Matches

k) Communications: Branding and Media

Employer Partner Framework

The main objectives of this framework are to:

• Clarify responsibilities of TMP and the employer partner;

• Ensure consistency of participation• Establish and maintain basic program

delivery guidelines;• Ensure continuity: TMP participation

is embedded in our partners work plans and formally placed with appropriate staff.

Framework Components

• Memorandum of Understanding

• Program Delivery Guidelines

• Program Manual and Appendices

Building Blocks

Relationship Recognition – Mentors and

Partners.

–Builds Retention

–Develops Identification with Program

–Profiles

–Mentor Recognition – certificates and

events

–Milestone Awards – Employers 100,

500,1000, Mentors 10+, Mentees who

become mentors

Building Blocks

Enable – Staffing, Marketing & Technology.

IT Systems – enable growth and manage

relationship and tracking, cost money,

require support and development.

Marketing – development of messaging,

materials, updating.

Staffing – volunteer driving and/or staffing

support.

Lessons Learned

• Value of Partnerships

• Quality Assurance

• Relationship Management

• Valuing and supporting your mentors

• Value of evaluation

• Balancing Growth

• Ongoing Development and Change –

IT, Coms, Resources – Cost vs.

Benefit.

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LEAP: The Centre for Social Impact has begun afive-year partnership to support TMP as of Sept 2014

LEAP: Centre for Social Impact model

Massive social change:

by accelerating andscaling the charities

who do great work and demonstrate

measurable social impact

Smartmoney:

Strategicinvestors

Leading knowledge:

Best advisors & networks

Great ideas:High potential

charities addressing

social issues

It is the combination of great ideas that address social issues, with smart money and leading knowledge, which can lead to

massive social impact

The Pecaut Legacy

Three years ago a group of social entrepreneurs and corporate partners launched the Pecaut Centre for Social Impact. All of us had spent years working closely with David Pecaut and were inspired by both his passion for social impact and his ability to bring together

thought leaders from all walks of life. When he passed away in 2009 we searched for a way to honour his legacy and expand his reach …

which was the genesis of the Pecaut Centre.

Sector Partners

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OptimizeTo achieve more value with current

resources

EnableTo ensure a sustainable

model

GrowTo impact a

greater number of mentees, mentors & partners

Refined strategy developed to optimize & grow TMP

1

2

3

Enhancements to overall program

Enhance marketing

Increase funding

Update technology Evolve organization

Grow mentors Grow mentees Build national model

• Enhance curriculum and model, incl. networking (also shift mentor commitment ask)• Streamline coach activities (reduce coach time per mentee to increase capacity)• Streamline workflow & tracking (key milestones, address pairing issues earlier)• Driver greater mentor retention (increase recognition, build community)• Improve employment outcomes (e.g. offer EPs visibility into mentee talent pool)

• Grow current EPs and confirm targets

• Pursue high priority new EPs

• Fill eng/science/supply chain & other gaps

• Grow current SDPs and confirm targets

• Pursue new SDPs, immigrant associations

• Establish approach for underemployed segment

• Align on vision & areas for collaboration

• Identify partners, establish governance

• Confirm resource requirements

• Add/reallocate resources

• Update governance• Support change mgmt.

• Address matching issues

• Determine future state IT platform incl. CRM

• Refine msgs, enhance materials & channels to EPs, mentors, mentees

• Establish & execute strategy to seek increased gov't funding (for GTA & nationally)• Pursue new & diversified sources of funding (foundations, HNW individuals,

corporations)

Q & A

Contact:Monica Brennan, Senior Manager, The Mentoring Partnership

Email: mbrennan@triec.ca

www.thementoringpartnership.com

Allies Mentoring Toolkits http://alliescanada.ca/resources/toolkits/

Thank You