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THE WASHINGTON DC CHAPTER OF THE ROCKS, INC. MENTORSHIP PROGRAM

 
ARMY MENTORSHIP HANDBOOK: http://www.armyg1.army.mil/HR/mentorship/docs/Army%20Mentorship%20Handbook%202005.pdf
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The ROCKS Inc. Mentoring Program:
 

 

The Washington DC Chapter of the ROCKS, INC. Mentoring Program is designed to:

-Assess the needs of Mentors and Mentees

 

-Establish and cultivate a personal, positive and productive Mentoring relationship

 

-Define personal, positive and professional goals and craft a plan to meet those goals.

 

-Model and advocate competence, communication, leadership skills, social acumen, and community service.

 

-Provide competent and available Mentors

 

-Provide a forum and process for an ongoing understanding of the history and traditions of the military and The ROCKS, Inc.

 


Expectations/ Roles:

Mentorship Committee

The Mentorship committee is expected to provide a framework to facilitate a dynamic, active Mentorship Program. The committee will work all issues pertaining to Mentorship program execution for the Washington, DC Chapter of the ROCKS, Inc.  The Mentorship committee will assist and work at the direction of the Executive Board, Washington DC Chapter of the ROCKS, Inc.  The Mentorship committee make up will be the Executive Board of the Washington DC Chapter of The ROCKS, Inc., Committee Chairman, Committee Action Officer, Committee Senior Mentors, Committee Lead Mentors and Mentees.  The committee will follow all directions and guidance as outlined in The ROCKS, Inc. SOP for Mentorship.


 

 

Senior and Lead Mentor

A Senior/lLead Mentor is someone who has achieved the rank of 05 or above, has demonstrated personal, professional and career success, and has demonstrated a willingness to offer the wisdom of his/her experiences The senior/lead Mentor provides guidance, encouragement , feedback and helps the Mentee or protégé develop skills to achieve his/her full potential.  A senior Mentor acts as a role model to advise and counsel individuals who are seeking to improve themselves, and who are interested in a particular field of expertise. A senior/lead Mentor focuses on the strengths and potentials of Mentees rather than their limitations.  In order to be successful, the senior/lead Mentor must have skills or develop new ones that pertain to coaching, counseling, teaching and relationship-building.   A senior Mentor must provide oversight and guidance to lead Mentors.


 

Responsibilities

-Provide guidance, support and encouragement to help the Mentee become more effective and efficient in achieving career plans and goals

 

-Maintain an effective Mentor-Mentee relationship on concerns related to career development and planning

 

-Participate in the orientation and exit interview with the Mentee.

 

-Suggest appropriate training and developmental opportunities to the Mentee in order to provide growth towards assuming positions of increased responsibility.

 

-Provide oversight and guidance to the lead Mentors in his community of practice (see Organization for Operations).


 The Mentor does not:

-Do the work for Mentees or make decisions for them.

-Represent the Mentee at job interviews.

-Set career goals for protégés.

- Attempt to soften an important, but critical observation about the Mentee just to spare feelings.

-Make any promises of jobs or promotions.


 

Mentee

The Mentee is a person who recognizes the responsibilities of self-development and the need for the guidance and support of a more knowledgeable person.  The Mentee is interested in learning from a Mentor whose experiences, wisdom and expertise may be drawn from personal success and knowledge.  The Mentee recognizes that in order to improve and enhance career development, there must be a willingness to change and grow. The Mentee must be willing to accept constructive criticism and participate in meaningful dialogue and communication.  The Mentee is responsible for:

-Objectively evaluates his or her own motivation and set realistic goals

 

-Maintain an effective Mentor-Mentee relationship on concerns related to career planning and development.

 

-Participate in the orientation and exit interview.

 

-Accept assignments as appropriate to acquire the needed depth and breadth of experience for positions of increasing responsibility and leadership.

 

-Work with the Mentor to prepare a career development plan.

 

-Consider the advice and guidance of the Mentor and take action for self-improvement.


Mentoring Phases


 

 

Please direct all questions and comments to: 

 

therocksdc@aol.com