Support Staff Mentoring Scheme
Mentoring scheme for support staff
The University of St Andrews launched a successful Mentoring Scheme for Support Staff last year. The positive feedback from both mentors and mentees means that we will continue with the scheme in the future.
What the scheme looks like
The mentoring scheme will be administered centrally by CAPOD and will be based on the successful mentoring scheme for academic staff. CAPOD will match applicants, provide training and on-going support, and evaluate the success of the scheme.
In the majority of matches it is envisaged that mentors and mentees will be from differing Schools / Units which will promote cross-School / Unit working.
Mentees will be asked to arrange a meeting with their mentor approximately once a month and will be encouraged to meet in a neutral, private space (i.e. away from their normal place of work). We ask that Heads of Schools / Units and line managers be supportive of this.
Mentoring relationships are finite and should come to a natural end when the mentee’s objectives have been achieved.
To apply to join the Support Staff scheme, please complete this application form: https://mentoringscotland.org.uk/ss-form.php
Check out our Mentoring Blog: Making Mentoring Better - http://makingmentoringbetter.blogspot.co.uk/
Target groups of mentors and mentees
Mentors
Anyone can be a mentor if they have skills to pass on, with the only requirements being to have the time and commitment to participate. Mentors should be prepared to invest approximately one hour per month to the scheme, which mentoring partnerships running for approximately twelve months. Briefing sessions including training for mentors will be offered.
Mentees
Mentees can be any member of support staff who would find it useful to have a neutral mentor who can help them achieve specific objectives that they set for themselves. Mentees should be prepared to invest approximately one hour per month to the scheme for a period of approximately twelve months. Briefing sessions outlining the role of mentees will be offered.
What is mentoring?
The word ‘Mentoring’ originates from Greek mythology. Today a ‘mentor’ is defined as “an experienced or trusted adviser”. ‘Mentoring’ has long been used as a successful form of learning, training and development within the workplace, with the role of the ‘mentor’ being to assist and support the personal and professional development of their ‘mentee’.
Traditionally, a ‘mentor’ is a more experienced member of staff who seeks to pass their skills, expertise and knowledge of the workplace on to a (usually) less experienced member of staff, with a view of fostering their development.
Benefits of mentoring
Mentees
The mentoring scheme is focused on the mentee, allowing them to highlight areas where they feel advice and / or assistance is required. As such, participation can help improve skills within the workplace. Learning from an experienced member of staff may assist with the management of career development, particularly with regards to future roles. With mentoring often being conducted ‘informally’ it can be an excellent opportunity to discuss problems that may have arisen, and gain advice / support from a ‘neutral’ person.
Mentors
Mentors often express the satisfaction they gain from passing on knowledge and playing a role in the development of their colleagues, as well as the positive impact this can have on their organisation:
Mentoring gives me a real buzz and makes me feel unbelievably good that somebody can learn and develop with my help. It has enabled my influence to spread in the organisation.
(An NHS manager and mentor - taken from The Mentoring Pocketbook by Alred, Garvey and Smith).
mentoring scheme handbook (PDF, 213 KB)
Mentoring Briefing Slides (PowerPoint, 424 KB)