The Mentoring Program of MCPS provides mentors to both new employees and existing staff to help them excel in their role, direct them to training and on-thejob work experiences, and prepare them for career development opportunities.

 Is voluntary
 Pairs a volunteer MCPS employee mentor with an employee who is interested in working with a mentor/coach
 Helps new employees adjust to their jobs
 Helps existing employees excel in their jobs

 Provides an opportunity for employees to learn about career advancement opportunities
 Provides employees with guidance on useful training to work towards personal professional goals

Mentoring…
 Fosters satisfied and productive employees
 Sustains a culture of respect
 Improves recruitment
 Boosts retention
 Increases organizational agility and capacity
 Builds a professional learning community
 Creates a positive work environment in a selfrenewing organization

 Training – new driver participates in extensive driver and safety training
 Tutoring – a buddy is assigned to a new driver for a two-day period to review the
MCPS DOT policies and procedures; new driver drives a run
 Coaching – a BRS rides along with a new driver to ensure understanding
 Mentoring – an employee with supervisory and interview skills assists a bus driver who wants to apply for a BRS position

 Mentee selects mentor from the
Supporting Services Mentoring Program conference folder on Outlook
 Mentee initiates the contact with the mentor
 Mentee reviews mentoring objectives
(mentor request form) with mentor

 If both agree that prospects are positive, they schedule a meeting
 They sign a Mentor – Mentee Agreement and submit copy to mentor coordinator
 They may maintain official mentoring relationship for up to 12 months
 If prospects are not positive, mentee seeks another mentor candidate

What Kinds Of Support Should A
Mentor Provide…And A Mentee
Expect?
 Strategize career opportunity paths within the system
 Explore possibilities for new kinds of work
 Suggest sources of training, coaching, and tutoring
 Model successful employee practices

What Kinds Of Support Should A
Mentor Provide…And A Mentee
Expect?
 Offer tips for contributing to positive workplace environment
 Recommend ways to cope with difficult situations
 Provide encouragement and empathy
 Direct towards resources in and out of
MCPS for personal and professional counseling

 Be with MCPS for at least five years, be in good standing, and be willing to assume this responsibility
 Have a breadth of experience, e.g., participation in MCPS committees and/or collaboration committees, volunteer activities and work experiences outside of MCPS

 Commit to confidentiality of content as it relates to mentor relationship
 Employed by MCPS (not restricted to supporting services personnel)*
* cannot be a supervisor of the mentee

 Communicates effectively (written and verbal)
 Possesses strong interpersonal and relationship-building skills
 Demonstrates professionalism
 Exhibits leadership qualities

 Possesses high level organizational skills
 Solves problems efficiently and effectively
 Commits to MCPS and its stakeholders

 Establish a supportive relationship with the mentee
 Help the mentee identify skill areas for development
 Meet with the mentee for four hours a month
 Maintain a mentor log and submit it online every month

 Suggests ways to communicate effectively with others
 Promotes awareness about various positions in supporting services departments at MCPS
 Provides resources and access to networking opportunities

 Have permanent status
 Not in PAR or on special evaluation
 Submit a mentor request form

 Commit to the process and be willing to meet before and after duty hours
 Be willing to act on feedback from mentor
 Provide feedback on the program

 Complete mentor request form
 Review mentor profiles
 Select mentor and initiate contact

Contact the Mentor Coordinators:
Betty Montgomery
Nathalie Bourdereau www.montgomeryschoolsmd.org