The concept for a Santa Clara County Fire Department Mentor Program was initially discussed during our 1997 Department-wide Business Plan meetings. The Mentor Program is being developed as an integral part of County Fire's ongoing commitment to employee development and organizational participation. The primary focus of the Mentoring Program will be to pair a lesser skilled or experienced employee (protégé) with a more skilled or experienced Department employee (mentor) in a particular knowledge or skill area. The mentoring partnership is a voluntary one, and has as its core purpose the professional development of the protégé through the counsel and guidance of the mentor.
It is hoped that mentors and protégés will be widely represented from all levels and divisions of the organization; employees who are willing to share experiences and advice in a particular area of common interest. The County Fire Mentor Program is not a training or tutoring program; thus, the Mentor Program will be outside the parameters of the recruit academy and should not be viewed as a means for promotional testing assistance. Instead, the Mentor Program is a structured process, designed to create effective mentoring partnerships that result in the attainment of pre-determined developmental goals.
Both mentors and protégés should be open, committed, and ready for a dynamic and challenging partnership based upon trust, mutuality, and dedicated to professionalism. A successful mentoring partnership provides positive outcomes for both the protégé and the mentor through the expansion of knowledge, skill, energy, and creativity. Ultimately, successful mentoring partnerships will continue to cultivate a healthy, creative, and dynamic workplace.
Encourages cross-divisional exchange of ideas, knowledge, skills, and experiences; reduces "clique" or "territorial" behavior within the organization.
Promotes a safe environment that supports learning and risk taking.
Increases morale; reduces workplace apathy.
Increases knowledge and broadens perspectives on organizational issues.
Establishes and maintains informal organizational relationships within formally established parameters.
Encourages organizational communications.
Reinforces employee's responsibility for personal and professional development.
Recognizes the value and leadership potential of all Department employees.
Requires supervisory or management approval to participate in the Mentor Program.
Participants must be a Department employee with permanent status.
Participants must be supportive of Department's organizational philosophy and mission.
Participants must have a genuine interest and commitment to personal and professional growth.
Mentors and Mentor Liaisons must be able to make a one-year commitment to the Department Mentor Program. Mentoring partnerships between protégés and mentors will be flexible, dependent upon individual needs and specific arrangements.
A list of topics and corresponding mentor names that are available for possible mentoring partnership opportunities will be published and maintained for general reference. Those who are interested in being mentored on a particular subject matter will contact the mentor for that topic area and establish a mutually agreeable schedule.
Is open and receptive to mentor feedback and coaching; has a sense of curiosity and enthusiasm; and, exhibits a willingness to learn and take direction from others.
Is able to self-assess and evaluate own strengths and weaknesses; is willing to take risks; and, establish mutually clear developmental goals.
Is a risk taker; able to think independently.
Is interested in gaining information about the mission and goals of the organization.
Will commit to meet with the mentor at agreed-upon time intervals for feedback and planning.
Is able to distinguish between the role of the mentor and their immediate supervisor.
Desires to learn and grow both personally and professionally.
Sets high standards for themselves.
Is willing to work on Mentor Program projects or assignments on their own time.
Will consider mentoring someone in the future.
Exhibits patience and flexibility; creativity; and, encourages risk-taking and independent thought.
Has good interpersonal, listening, and communication skills.
Demonstrates a skill or knowledge achievement.
Is open-minded and able to value different perspectives, styles, ideas, and approaches.
Understands the benefits of mutual growth on both a personal and professional level.
Is a team builder.
Is willing to contribute to the personal or professional development of others by sharing experiences; takes a personal interest in helping others succeed; get involved; and, give something back to the organization.
Will commit to meet with the protégé at agreed-upon time intervals for feedback and planning.
Sets high standards for themselves.
Is a source of information and encouragement.
Will teach, share, coach, and be a role model in a safe and non-threatening environment.
Will maintain confidentiality, as appropriate.
Is a core group of mentors that, if asked, would assist with the pairing of protégés and mentors. Mentor liaisons will be available for assistance if questions, issues, and concerns arise during a mentoring partnership. The mentor liaison group would also function as the coordinators of the Mentor Program, and periodically meet to review the progress of the Mentor Program and to make recommendations for improvements. The Personnel Services section will serve as the Mentor Program Manager and will oversee the activities of the mentor liaisons, mentors, and protégés.
A substitute boss.
Someone to tell your personal troubles to.
A bridge or messenger between the protégé and their supervisor.
Someone to fight your battles for you.
Someone who will pave the way for your advancement within the organization.
Limited only to upper management staff.
| 
|
|
|
|
|
|