Mentorship Program

The mentorship program is designed to support aspiring employees in their careers with the involvement of senior and experienced team members of the company in guiding them in their professional growth.

This policy template is available for download in Word format.

With this Mentorship Program template, you can:

• Provide clarity to the program, including roles and responsibilities of both the mentor and mentee
• Provide guidelines on participation, time and effort
• Explain eligibilities for this program

In just a few minutes, you will be able to create a mentorship program. This policy covers rules to be followed with respect to:

• Basic introduction and information regarding the mentorship program
• Schedule of mentoring meetings and counselling programs
• Long and short-term career goals
• Evaluation of the mentee progress and mentor effectiveness

Mentorship Program

Objective

< Company Name here > strongly believes in attracting, retaining and engaging its employees in an effort to set up a dynamic workforce. The Company’s mentoring program objective is to provide employees with an opportunity to observe and learn skills from seniors or experts within the organisation.

Scope and Applicability

This policy applies to all employees of < Company Name here >. This policy is owned by < Name of the Person > and reachable @ < Contact Number > and < email address >

Program

Introduction and Plan

Introduction

The program will identify one Mentor who takes an employee under his/her wings and performs the role of a guide, counsellor or trainer

And

a Mentee who agrees to get trained or be guided under the Mentor.

Process

The HR will roll out a plan once in a year to the senior management or leadership team to participate in the program as a Mentor or participate in a panel of Mentors. Depending on their availability, the senior employee can provide their names and time slots for their support.

The list of Mentors will then be published by HR to employees on their intranet or communication for employees who wish to choose one of them and be their Mentees.

Once the Mentor/Mentee meet, they will discuss a plan of action and set a goal of achievement, which is time bound and very specific on the area of help and guidance needed by the Mentee.

As a Mentee

• Meet regularly with the Mentor and maintain frequent communication as per agreed timelines
• Look for specific topics and areas of learning to work on
• Review progress and calibrate as guided by Mentor towards identified goals

As a Mentor

• Serve as a mentor to provide guidance, oversight and encouragement in specific areas that will not only help the Mentee but also the organisation
• Provide honest feedback to Mentees regarding their progress and areas of improvement
• Meet in person or communicate regularly with Mentee

Formal Agreement

This agreement outlines the goals and expectations agreed upon by the mentor and mentee as listed in the Annexures below. Although the completion of this form is a requirement, it is understood that items will change and adjust naturally to fit the needs of both parties as the mentoring relationship grows. If at any time during the duration of the mentoring program either member of the mentoring pair feels like the other is unable or unwilling to fulfill the items agreed to, then the program can be mutually cancelled after consultation with < Contact Person Name >

A. Name of Mentor:

Department: _

Mentor’s Signature (may be electronic): Date:

B. Name of Mentee:

Department: _

Mentee’s Signature (may be electronic): Date: