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