Facilitator: Corey Manning

1. Mass Mentoring Partnership (MMP) exists to ensure the availability of high quality mentoring programs to meet the needs of youth statewide. Facilitator: Corey Manning Americorps Community Partnership ConferenceMentoring A-ZOctober 27, 2006Sheraton Midtown Atlanta Hotel188 14th Street Northeast – Atlanta, GA 30361

2. Definition of Mentoring: Mentoring is a structured and trusting relationship that brings young people together with caring individuals who offer guidance, support and encouragement aimed at developing the competence and character of the mentee.

3. Types of Mentoring: • Traditional mentoring: One adult to one young person. • Group mentoring: One adult to up to four young people. • Team mentoring: Several adults working with small groups of young people in which the adult-to-youth ratio is not greater than 1:4. • Peer mentoring: Caring youth mentoring other youth. • E-mentoring: Mentoring via e-mail and the Internet.

4. Locations of Mentoring: • Workplace • School • Faith-based organization • Juvenile corrections facility • Community setting • “Virtual community,” where e-mentoring takes place

5. Levels of Mentor Involvement: • Level 1: A regularly scheduled interaction between the mentor and the mentee, occurring a minimum of once a month. • Level 2: A short term (3-12 months) structured interaction occurring at a regularly scheduled biweekly or weekly interval. • Level 3: A long term (12 months or more) structured relationship occurring at a scheduled time, I.e., tow or more times each month.

6. Why Mentoring? • National research conducted on Big Brothers Big Sisters by Public/Private Ventures (1999; 2001) demonstrates that at-risk children in mentoring relationships were: • 52% less likely to skip school • 46% less likely to start using illegal drugs • 26% less likely to start drinking • 33% less likely to use violence • Massachusetts youth in mentoring programs receiving state funding have shown the following improvements due to their year-long relationship with a mentor:  • 85% of youth showed an increase in self confidence • 77% of youth showed an increase in self expression • 56% of youth showed an improved attitude towards school

7. Positive Effects of Mentoring: • In the recent book Stand by Me, Dr. Jean Rhodes, a leading expert on mentoring, writes that mentors influence young people in three important ways: • Enhancing social skills and emotional well-being • Improving cognitive skills through dialogue and listening • Serving as a role model and advocate • Recent research shows the four largest youth populations targeted for participation by mentoring programs face the following challenges: • Low-income families • Academic difficulties • Low self-esteem • Single-parent households

8. A Mentor is… • A friend, guide and coach • A positive role model • A good listener, patient and committed • A resource broker

9. A Mentor Is Not… • A parent/legal guardian • A social worker • A psychologist • An ATM

10. Stages of Relationship: • Developing Rapport and Building Trust • The Middle – Reaching Goals • Closure

11. Four Primary Task of A Mentor: • Establish a positive relationship • Help mentee develop life skills • Increase mentee’s ability to interact with people from different backgrounds • Help mentee to obtain additional resources

12. State Mentoring Partnerships • Increase the number of young people with mentors in the state; Increase resources in the state dedicated to mentoring; • Promote quality standards for mentoring programs; and • Expand mentoring programming and opportunities tailored to the needs and circumstances of young people.

14. Mentoring A-Z • The 10 Steps to a Quality Mentoring Program

15. Step 1: The planning process • Assess needs and existing services • Define program mission, goals, and objectives • Seek input from key stakeholders • Develop operational plan • Identify potential resources (both financial and human resources)

16. Step 2: The recruitment plan • Target recruitment based upon youth participant needs • Employ strategies that portray accurate expectations and benefits • Conduct year-round marketing and public relations • Incorporate volunteer opportunities beyond mentoring

17. Step 3: Information sessions(for potential mentors and mentees) • First step in the screening process, allows mentors/mentees to self-select out • Topics covered include: • Program overview • Eligibility, screening process, and suitability requirements • Level of commitment expected (time, energy, flexibility) • Expectations and restrictions (accountability) • Benefits and rewards

18. Step 4: Screening Process • Collect written applications from both mentors and youth • Conduct face-to-face interviews • Check mentor’s references • Run Criminal Background checks (C.O.R.I.) • Apply eligibility criteria that relates to the program mission and goals and the target population. • Require attendance at pre-match training

19. Step 5: Pre-Match Training • Critical to success of relationships • Topics should include: • Roles and responsibilities of a mentor • Overview of child/adolescent development • Effective communication skills • Cultural/racial sensitivity and appreciation training • School and community resources including: counseling, crisis interventions, hotlines, etc. • Specific program policies and procedures that must be followed

20. Step 6: Matching and Launching Relationships • Develop mentor and mentee profiles from data gathered in written applications • Assign matches based upon program goals and mentor/mentee common interests • Request both mentor and mentee sign a statement of understanding • Conduct structured, well planned "first meetings” between mentors and mentees

21. Step 7: Monitoring and Supporting Matches • Assign staff or volunteers to monitor and support relationships • Employ a system that includes consistent, scheduled meetings and phone contact with both mentors and mentees • Develop a process for managing complaints, interpersonal issues, troubled matches, and premature relationship closure • Offer ongoing training and peer support groups for both mentors and mentees

22. Step 8: Recognition and Retention • Plan an annual recognition and appreciation event for volunteer mentors • Cultivate support from “the top” • Encourage opportunities for mentors and mentees to gather in a social setting • Seek out opportunities to highlight mentor mentee pairs and the mentor program in local media and company newsletters • Take photographs to use in future promotional materials

23. Step 9: Relationship Closure • Conduct private and confidential exit interviews • Identify a clearly stated policy for future contact between mentors and mentees • Plan clearly understood strategies for mentee to access additional/ongoing support

24. Step 10: Evaluation • Collect both quantitative and qualitative program data • Conduct mentor and mentee written evaluations • Seek feedback from other key stakeholders (i.e., parents, teachers, counselors) • Gather information as required by board, funders, community partners, and other supporters of the program 

25. Visit us online Facilitator: Corey S. Manning, Sr. Mentoring Institute Director Mass Mentoring Partnership 105 Chauncy Street; Suite 300 Boston, MA 02111 (617)695-2436 office (617)695-2435 fax cmanning@mentoring.org www.mentoring.org/mass Americorps Community Partnership ConferenceOctober 27, 2006Sheraton Midtown Atlanta Hotel188 14th Street Northeast – Atlanta, GA 30361