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MENTORIN
G TO B
UILD
INTE
RNAL CAPA
CITY
AT
THE C
C
TODAY’S GOALS
• Introduction to Portland Community College
• Current Challenges
• Why Mentoring?
• Process for Implementation
• Participant Feedback
PORTLAND COMMUNITY COLLEGE
• Multi-campus
• Foot-print = RI
• Employees 3,318• Staff – 1,244• Faculty – 2,074
• Students – 94,634
THE CURRENT CLIMATE
• Large numbers of faculty and administrators retiring
• Large numbers of new hires
• Critical loss of internal talent and ‘tribal knowledge’
• Reduced funding for professional development
THE IMPACT
Talent Drain
Reduced Capacity
Unstable Environment
THE CHALLENGE
“How can staff & organizational development professionals help the community college build internal capacity to meet the challenges of the impending brain drain amid diminishing resources and increasing stressors?”
THE FIRST MENTOR
Guide
Teacher
Advisor
Guardian
WHY MENTORING?
• Supported by adult learning theory
• Supported by best practices research in organizational development
• Efficient
• Cost-effective
ADULT LEARNING THEORY & MENTORING
Adult Learning Theory
Mentoring
Experience matters X X
Adults autonomous learners
X X
Reflection & inquiry needed
X X
PCC’S MENTORING PROGRAM
• Year 2 of 3-year pilot
• Managers, Faculty Department Chairs, Academic Professionals
• 22 mentoring partnerships to date
• Voluntary
• Formal – informal structure
• October – August
PCC’S MENTORING PROGRAM (CONT’D)
Provide support for both mentors and mentees Mandatory training Monthly tips, updates, reminders via email and
SPACES Mid-year and end-of-year evaluation Mid-year mentor and mentee luncheons
PROGRAM OBJECTIVES
Support professional development
Build relationships
Improve communication
Break down silos
Deepen organizational understanding
Mentoring bench-strength
Mentoring Culture
TIMELINE
• Recruit - April-June
• Training – October
• Phone check-in – December
• Luncheons – February
• Mid-year check-in – February
• Mentor-Mentee Recognition Celebration – May
• End-of-year evaluation – June – August
• Monthly tools
MID-YEAR CHECK-IN / MENTORS
“I have the opportunity to not only provide assistance with problem solving, but I have been able to get to know someone at another campus and insights into the workings of another division.”
“I am enjoying supporting someone who wants to change and it makes me take the time to reflect on my own habits and practices.”
“It is a joy and very valuable for me as a mentor.”
MID-YEAR CHECK-IN / MENTEES
“An opportunity to meet with a high-profile leader at PCC and have conversations around topics of interest to me. My mentor is helping me to connect the dots and grow in my career. Specifically sharing things that will apply to my situation now and prepares me for opportunities in the future. I appreciate my mentor as a soundboard for ideas, challenges, opportunities etc...and I know I can share with them in a safe/confidential setting.”
MID-YEAR CHECK-IN / MENTEES
“I think I appreciate the stories of life and how we each found our ways into these careers. PCC is a daunting organization to try and navigate both for students and staff. This once a month chance to slow down, discuss our interests and share challenges has helped gain perspective on the work we do.”
