pins leaders roundtable breakout session - the mentoring partnership

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Page 1: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership
Page 2: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

Page 3: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

• 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

Page 4: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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.

Page 5: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

TMP Video

Mentoring Made a Difference…

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

Page 6: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Mentoring is a simple idea that helps immigrants:

6

• 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

Page 7: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

• 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?

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Page 8: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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Page 9: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

9

Page 10: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Mentors and Mentees

Page 11: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

Page 12: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

Page 13: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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.

Page 14: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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.

Page 15: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Composition of Mentee Pool

15

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%

Page 16: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Snapshot : Mar 2th 2015Occupations of mentors/mentees waiting

Mentors (+5 waiting) (Mentees Needed)

# Waiting

Mentees (+ 5 waiting) (Mentors Needed)

# Waiting

[A303] Other Business Services Managers

41 [C021] Biologists & Related Scientists

11

[B022] Professional Occupations in Business Services to Management

33 [C033] Electrical & Electronics Engineers

9

[A131] Sales, Marketing, and Advertising Managers

25 [C012] Chemists 9

[E022] Lawyers and Quebec Notaries

22 [A121] Engineering Managers 6

[A302] Banking, Credit and Other Investment Managers

21 [B531] Accounting and Related Clerks

6

[A112] Human Resources Managers

12 [C051] Architects 6

[E212] Community and Social Service Workers

11 [C163] Inspectors in Public and Environmental Health and Occupational

6

[B021] Specialists in Human Resources

10 [D313] Other Assisting Occupations in Support of Health Services

6

[A111] Financial Managers 10 [A373] Transportation Managers 5[E022] Social Workers 9 [C034] Chemical Engineers 5[E213] Employment Counselors 7 [E031] Natural and Applied

Science Policy Researchers, Consultants, and Program Officers

5

[C071] Information Systems and Computer Analysts and Consultants

8 [E111] University Professors 5

[E033] Business Development Officers & Marketing Researchers and Consultants

8

[A301] Insurance, Real Estate, and Financial Brokerage Managers

7

[A122] Computer and Information Systems Managers

5

[B012] Financial and Investment Analysts

5

Page 17: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Why Mentoring?

Page 18: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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%+

Page 19: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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. 19

Page 20: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

20Surveys of Mentees who complete partnershipsfrom Nov. 1 2013- Oct. 31 2014

Page 21: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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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Page 22: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

High Rate of Satisfaction 2014

• 94% of mentees were satisfied with their mentoring experience

• 98% of mentors were satisfied with their mentoring experience

Page 23: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Supporting Mentoring

Page 24: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

• 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

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Page 25: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

New dashboard – Launched March 2013

Page 26: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

Page 27: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership
Page 28: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

Page 29: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

Page 30: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Program Structure

Mentors

Mentees

ProgramCoordination

30

Page 31: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

Page 32: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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.

Page 33: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Active Employer Partners

Page 34: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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.

Page 35: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Service Delivery Partners

Page 36: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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.

Page 37: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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

Page 38: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

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: [email protected]

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: [email protected]

Page 39: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Our Funders

Founding Partner

Page 40: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Q & A

Contact:Monica Brennan, Senior Manager, The Mentoring Partnership

Email: [email protected]

www.thementoringpartnership.com

Thank You

Page 41: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

Implementation Planning (December 2014 – March 31, 2015) v3 41

Cop

yrig

ht ©

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4 by

The

Bos

ton

Con

sulti

ng G

roup

, Inc

. All

right

s re

serv

ed.

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)

Page 42: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

The five-year engagement is in its first year, BCG strategy completed

SELECTSELECT PLANPLAN BuildBuild SCALESCALE ALUMNIALUMNI

Pre-engagementYear 2

2015-16Year 3-52017-19 Post- engagementYear 1

Strategy

Implementation Plan

People (Hiring & Governan

ce)

Systems (Process

& Controls)

Brand (Sales &

Marketing)

Resource Developm

ent

Reach

Effectiveness

Measurement &

Evaluation

Resource Developm

ent & Ongoing

Operations

Coaching

Community

Membership

Measurement &

Evaluation

Resource Developm

ent Support

Prospect &

Cultivate

Application

Process

Due Diligence Review & Alignment

Selection & Project Managem

ent

Today

Page 43: PINs Leaders Roundtable Breakout Session - The Mentoring Partnership

43

PINS Consultation

1. How can we support you to best refer your members to The Mentoring Partnership?

2. What have been barriers for you or your members in participating in The Mentoring Partnership?

3. In an idea world what would be the best way we could

Work with you to support you in participating as a referral or service delivery partner? What resources would you need?

Partner with you in the delivery of your mentoring programs?