Key Information for Mentees - Peer Plus Mentoring Program
The Peer Plus Mentoring Program aims to provide mentee participants with an additional layer of career and professional development support during the early stages of their career working in/with the public sector, including opportunities to:
Develop relationships with experienced colleagues to explore career and professional pathways in a supportive, informal environment.
Develop personal skills and self-confidence.
Network and share professional learning with their peers
Gain a broader understanding of the public sector and the role of IPAA Victoria
Mentee Program Requirements and Registration
In 2019, there will be a limit of 6 Mentee positions per IPAA Victoria Corporate Member organisation. Successful applicants will be expected to:
Be available to attend the compulsory mentoring events on 13 March 2019 (full-day workshop) and 4 December 2019 (after-work function).
Honour a time commitment of approximately one hour mentoring contact per month, for a duration of nine months.
In selecting candidates, preference will be given to participants who:
Are in the first five years of working in or with the public service in Victoria (Local, State or Commonwealth)
Are not involved in any other mentoring program in their workplace in 2019
Are first time participants in the Peer Plus Mentoring Program
Demonstrate mentoring objectives that reflect the general attributes of participant success (listed above)
Registrations from Aboriginal and Torres Strait Islander staff working in or with the public sector are warmly welcomed. At least three positions in the Program are identified as Indigenous mentee positions.
General Attributes of Participant Success
The Peer Plus Mentoring Program is a voluntary activity which means that members must have a strong desire to participate as either a mentee or mentor. Experience in the program has shown that the following attributes contribute to participant success:
Availability of approximately one hour per month to focus on mentoring conversations, activities and building a trusting mentoring relationship
Willingness to build a mentoring relationship that is based on regular contact, open and honest discussions, respect for diversity in the mentoring partnership, and building a platform of respect and trust.
Acknowledgement that mentoring is not a substitute for other skill development practices (eg. coaching and training) or emotional support systems (eg. counseling) – mentoring is focused on career and professional development conversations.
Acknowledgement that participation in the program does not guarantee career progression or the achievement of specific positions working in or with the public service
Commitment to creating a realistic developmental agenda so that the mentoring partnership makes progress – this partnership is not just a social conversation.
Acceptance of personal accountability in relation to the role of Mentee and Mentor.