Professional Development Committee Report

APPA Mentoring Task Force

By: John P. Morris

December 2015

Task Force Membership

John Morris (RMA), Chair

Lisa Potter (RMA)

Nancy Yeroshefsky (ERAPPA)

Gerald Grimes (SRAPPA)

Bob Andrews (PCAPPA)

Shelton Riley (CAPPA)

Steve Gilsdorf (MAPPA)

Joe Fullerton (Emerging Professionals)

Robert Wall (HBCU Engagement Group)

Michelle Frederick (APPA Regional Representatives)

Ruthann Manlet (APPA VP PD)

Suzanne Healy (APPA, Staff Liaison)

Stages of Team Growth

·  Forming - Initial stage of excitement, enthusiasm, and optimism

·  Storming - Panic with realization of the work involved

·  Norming - Cohesion and beginning to fully understand the goals

·  Performing - Satisfaction that work is actually being accomplished

Developing a Mentoring Program

1.  Program Design and Planning. This is the first, and the key, element in building a program, because the design is the blueprint that will be followed in order to carry out all the other aspects of the program. The design and planning phase is a good time to think through all aspects of dealing with program participants, from recruitment, screening, orientation, training, to matching and supporting mentoring pairs. It is also the time to think about how to recognize the contributions of program participants and help mentors and mentees reach closure.

2.  Program Management. Ensuring that the mentoring program is well managed is crucial. A well-managed program promotes accuracy and efficiency; establishes credibility; enables the ability to gauge progress effectively; and identifies areas that need improvement. Well defined program management guidelines build a solid plan for managing the program.

3.  Program Operations. Efficient, consistent everyday operations are important to the success of any mentoring program. How well the people involved in the program fulfill their responsibilities can mean the difference between chaos and stability, confusion and clear-cut expectations, motivation and passivity.

4.  Program Evaluation. Ongoing quality improvement is a hallmark of effective mentoring programs. How well the program serves the mentees depends on how accurately the program is assessed to determine its success and identify areas that need improvement.

Time Frame

October 2015: Team formed and initial conference call held.

November 2015: Started working on the program framework.

December 2015: Report to PD BOD.

January – May 2016: Continue to Storm, Norm and Perform

June 2016: Initial Program outline complete

July 2016: Presentation to BOD and potential initial roll-out

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