pins leaders roundtable breakout session - the mentoring partnership
TRANSCRIPT
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
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.
TMP Video
Mentoring Made a Difference…
http://www.thementoringpartnership.com/newsevents/video-gallery/
Mentoring is a simple idea that helps immigrants:
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• 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
• 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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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
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Mentors and Mentees
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
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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 : 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
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[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
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[B021] Specialists in Human Resources
10 [D313] Other Assisting Occupations in Support of Health Services
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[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
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[A122] Computer and Information Systems Managers
5
[B012] Financial and Investment Analysts
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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. 19
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
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
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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
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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
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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.
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.
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.
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: [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]
Our Funders
Founding Partner
Q & A
Contact:Monica Brennan, Senior Manager, The Mentoring Partnership
Email: [email protected]
www.thementoringpartnership.com
Thank You
Implementation Planning (December 2014 – March 31, 2015) v3 41
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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)
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
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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?