VCCBEP

Elements of Effective Practice

The Vermont Mentoring Partnershipis an advocate for the expansion of mentoring and a resource for mentors and mentoring initiatives statewide.

The Vermont Mentoring Partnership Mission:The Vision of the Vermont Mentoring Partnership is: To improve the lives of Vermont youth through quality mentoring relationships.

Responsible Mentoring:

• Is a structured, one-to-one relationship or partnership that focuses on the needs of the mentored participant.
• Fosters caring and supportive relationships.
• Encourages individuals to develop to their fullest potential
• Helps an individual to develop his or her own vision for the future.
• Is a strategy to develop active community partnerships.

A responsible mentoring program requires:

• A well-defined mission and established operating principles.
• Regular, consistent contact between the mentor and the participant.
• Support by the family or guardian of the participant.
• Additional community support services.
• An established organization of oversight.
• Adherence to general principles of volunteerism.
• Paid or volunteer staff with appropriate skills.
• Written job descriptions for all staff and volunteer positions.
• Adherence to EEO requirements.
• Inclusiveness of racial, economic, and gender representation as appropriate to the program.
• Adequate financial and in-kind resources.
• Written administrative and program procedures.
• Written eligibility requirements for program participants.
• Program evaluation and ongoing assessment.
• A long-range plan that has community input.
• Risk management and confidentiality policies.
• Use of generally accepted accounting practices.
• A prudent and reasonable rationale for staffing requirements that is based on:

  -the organization's statement of purpose and goals
  -the needs of mentors and participants
  -community resources
  -staff and other volunteers' skill level.

A Nuts-and-Bolts CHECKLIST for Mentoring Programs

1. A statement of purpose and long-range plan that includes:

• Who, what, where, when, why and how activities will be performed.
• Input from originators, staff, funders, potential volunteers, and participants.
• Assessment of community need.
• Realistic, attainable, and easy-to-understand operational plan.
• Goals, objectives, and timelines, for all aspects of the plan.
• Funding and resource development plan.

2. A recruitment plan for both mentors and participants that includes:

• Strategies that portray accurate expectations and benefits.
• Year-round marketing and public relations.
• Targeted outreach based on participants' needs.
• Volunteer opportunities beyond mentoring.
• A basis in your program's statement of purpose and long-range plan.

3. An orientation for mentors and participants that includes:

• Program overview.
• Description of eligibility, screening process, and suitability requirements.
• Level of commitment expected (time, energy, flexibility).
• Expectations and restrictions (accountability).
• Benefits and rewards they can expect.
• A separate focus for potential mentors and participants.
• A summary of program policies, including written reports, interviews, evaluation, and reimbursement.

4. Eligibility screening for mentors and participants that includes:

• An application process and review.
• A face-to-face interview and home visit.
• Reference checks for mentors, which may include character references, child abuse registry check, driving record checks, and criminal record checks where legally permissible.
• Suitability criteria that relate to the program statement of purpose and needs of the target population. Could include some or all of the following: personality profile; skills identification; gender; age; language and racial requirements; level of education; career interests; motivation for volunteering; and academic standing.
• Successful completion of pre-match training and orientation.

5. A readiness and training curriculum for all mentors and participants that includes:

• Trained staff trainers.
• Orientation to the program and resource network, including information and referral, other supportive services, and schools.
• Skills development as appropriate.
• Cultural/heritage sensitivity and appreciation training.
• Guidelines for participants on how to get the most out of the mentoring relationship.
• Do's and Don'ts of relationship management.
• Job and role descriptions.
• Confidentiality and liability information.
• Crisis management/problem solving resources.
• Communications skills development.
• Ongoing sessions as necessary.

6. A matching strategy that includes:

• A link with the program's statement of purpose.
• A commitment to consistency.
• A grounding in the program's eligibility criteria.
• A rationale for the selection of this particular matching strategy from the wide range of available models.
• Appropriate criteria for matches, including some or all of the following: gender; age; language requirements availability; needs; interests; preferences of volunteer and participant; life experience; temperament.
• A signed statement of understanding that both parties agree to the conditions of the match and the mentoring relationship.
• Pre-match social activities between mentor and participant pools.
• Team building activities to reduce the anxiety of the first meeting.

7. A monitoring process that includes:

• Consistent, scheduled meetings with staff, mentors, and participants.
• A tracking system for ongoing assessment.
• Written records.
• Input from community partners, family, and significant others.
• A process for managing grievances, praise, re-matching, interpersonal problem solving, and premature relationship closure.

8. A support, recognition, and retention component that includes:

• A formal kick-off event.
• Ongoing peer support groups for volunteers, participants, and others.
• Ongoing training and development.
• Relevant issue discussion and information dissemination.
• Networking with appropriate organizations.
• Social gatherings of different groups as needed.
• Annual recognition and appreciation event.
• Newsletters or other mailings to participants, mentors, supporters, and funders.

9. Closure steps that include:

• Private and confidential exit interviews to de-brief the mentoring relationship between:

  -participant and staff.
  -mentor and staff.
  -mentor and participant without staff.

• Clearly stated policy for future contacts.
• Assistance for participants in defining next steps for achieving personal goals.

10. An evaluation process based on:

• Outcome analysis of program and relationship.
• Program criteria and statement of purpose.
• Information needs of board, funders, community partners, and other supporters of the program.

Contact VMP for more information or a brochure