Mentoring Program Department of Social Welfare Malaysia

by:

Chan Soak Fong

Senior Assistant Director

Planning and Development Division

Department of Social Welfare Malaysia

• The Mentoring Program was started in 2010.

• This program is in line with the government’s

initiative in encouraging continuing learning

to assure the productivity and performance

of its civil servant. (Pekeliling Perkhidmatan Awam Bil. 18 Tahun 2005: Aplikasi

Psikologi Dalam Pengurusan Sumber Manusia Sektor Awam)

• It also shows the initiative of DSW to ensure

the delivery of quality and professional

social welfare services in Malaysia through

the enhancement of the human resource.

cont…

April - Dec 2010

JKMM

(Headquaters)

Jun – Dec 2012

JKMN Peninsular Malaysia +

Sabah & Sarawak

June – Dec 2011

10 JKMN in

Peninsular Malaysia

Promoted New

recruits

PURPOSE : To enhance the competency in 4 aspects (4K)

Transferred

• Values

• Norms

• Knowledge

• Skills

• Techniques

• Expertise

• Human relationship with superior, colleagues, clients

• Attitudes

• Motivation

• Discipline

• Confidence

The Mentoring Program utilizes coaching approach

where mentors (senior officers) provide guidance,

advice, assistance and support to enable mentees

to work to the best of their ability..

Establish Mentoring Structure

Identify issues

Set actions/activities

Monitoring

Evaluation

MENTORING PROCESS :

Phase Focus Week

Phase 1 Develop trust /

confidence 1 2

Phase 2 Identify Competencies 3 4

Phase 3 Build Strategies 5 - 6 7 - 8

Phase 4 Enhance Strategies 9 -10 11

Phase 5 Evaluation, Report 12

MENTORING PLAN (12 SESSIONS) :

In overall, the mentoring program has successfully strengthened the competency

and skills of mentees in task management, communication and service delivering.

EVALUATION REPORT :

Year Location No. of Mentor-

Mentee

2010 Head quarters (JKMM) 11 pairs

2011 JKMN (Peninsular Malaysia) 41 pairs

TOTAL 52 pairs

by the Counseling and Psychology Division, DSW, April 2012

CONSTRAINTS:

• Lack of understanding

• Time – availability of mentors

• Logistic

• Duration

• Format program too ‘rigid’

• Couldn’t get along with

mentors

CONSTRAINTS: • Time

• Logistic

• Duration

• Too many forms

• Lack of trained professional

mentors

• Lack of courses/trainings to

enhance the

skills/competencies of

mentors

• Briefings

• Capacity building

• regular training sessions

• Team Building Program

• Approaches - email, telephone

• Regular meeting – coordinators, mentors and

mentees

• Needs a professional structured mentoring system

• Provides a pathway for mentees to

acquire additional knowledge and skills

required to perform task in a

competent, accountable and

professional manner.

• Helps mentees to recognize when they

are practicing beyond the scope of their

expertise or in a new environment and

need to refer to someone else.

• Helps strengthen the competency and

skills of mentees in task management,

communication and service delivering

I CAN DO

it !!

CONCLUSION