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Program Design and Structure

Inaugurated in 2013, the Arizona State University Commission on the Status of Women Staff Mentoring and Development Program pairs experienced and excelling staff members with staff who are interested in developing their career and leadership skills. The program is structured to provide support, networking opportunities, and professional development training to help staff members develop their careers and to become effective contributors to the New American University. Innovative in its design, the CSW Staff Mentoring and Development Program is one of the only university-wide mentoring programs of its kind offered at universities nationwide.

The program runs in summer cohort cycles, typically beginning in June and concluding in December. Currently, summer cohorts are limited to 40-45 mentoring pairs, as such participation in the program is selective. The program is open to both men and women staff members across the entire university. Interested individuals are required to apply.

Overview

The CSW Staff Mentoring and Development Program is a six month commitment and consists of one-on-one mentoring, development workshops, peer coaching groups, as well as additional resources.

Mentoring

Through one-on-one meetings, mentors and mentees may discuss and explore areas including professional strengths, career development and ASU organizational culture. Mentors and mentees are expected to meet once a month for the program duration (June-December), for a total of six meetings. The first meeting is generally an hour in duration, with all subsequent meetings lasting for at least 30 minutes. Participants are provided each month with optional mentoring questions to explore. 

Professional Development and Resources

All professional development workshops and events in the program are designed to promote the strengths and career potential of the mentees.  During the program, the CSW will provide seven to ten development workshops.

The workshops are designed to not only help mentees identify and promote their strengths and skills, but also to develop leadership skills.  Workshops in the CSW program are led by University leaders and instructors from ASU’s Leadership Workforce and Development Group.  All programs will take place at the Tempe Campus or via ZOOM.  Mentees are expected to attend at least six of the development workshops.  In the event that a mentee cannot attend a scheduled program in person, they can make arrangements with the CSW Office to substitute one workshop with a different professional development opportunity. 

The program will also utilize a skills/strengths based assessment and a variety of leadership development books/resources.  Copies of the books will be provided to all mentees and mentors.

Mentors are not required to attend any professional development events, but are invited to participate in all programs and take part in all resources, including the strengths assessment.  Many mentors take part in all programs and find it a great refresher for their own career.

Peer Coaching Groups

In addition to gaining a new relationship with one’s mentor, mentees in the program will have the opportunity to build strong relationships with other mentees in the program through peer coaching groups.  Peer Coaching Groups will be formed based on the interest and goals identified by mentees.  The CSW Office will assign people to groups based on those goals/interests.  The groups will meet once a month on dates identified by the CSW Office.  Through the groups, mentees will learn more about their colleagues and provide support for mentees in reaching the goals they identify for the program.

Certificate of completion

At the end of the program cohort, mentors and mentees that complete the program requirements receive a certificate of completion. Additionally, a notification of the program completion is provided to the participant’s supervisor. To complete the program, mentees [and mentors] must meet at least six times during the program cycle and complete all contracts and evaluations as part of the program cycle.

Participants will receive periodic information and reminders to help move the program forward. The program will provide additional resources for mentoring support including mentoring coaching by Kristen Young (ASU Leadership Workforce and Development Group) and Karen Engler-Weber (CSW Program Director). A special website provides all program information and resource articles to help support a successful mentoring relationship.

Goals

The CSW seeks to provide a rewarding and enriching experience for both the mentees and the mentors in the program. As such, the design of the program is focused on meeting the specific goals outlined for our participants:

Goals of CSW staff mentoring program for mentees

  • Provide an opportunity for mentees to learn from an experienced and excelling staff member at ASU through one-on-one informal mentoring sessions, where a mentor can share information on their own career development.
  • Provide an opportunity for a staff member to form new, collegial relationships.
  • Provide networking opportunities for mentees to meet other staff members and leaders at the university.
  • Provide a structured development program that provides workshops in which a mentee can learn more about the concept of the New American University and the organizational structure of the University.
  • Learn how to navigate organizational culture and practices at ASU.
  • Provide opportunities to attend a series of career development and leadership development workshops.  Workshop topics would include identifying skills and leadership development for non-managers, among others.
  • Develop a stronger understanding of University resources and programs available for staff.

Goals of CSW staff mentoring program for mentors

  • Provides an opportunity for mentors to help identify, support, inspire and develop staff members at the University.
  • Assist staff mentees in learning more about professional competencies in higher education, organizational structure at ASU, and resources for career development.
  • Provide an opportunity for a mentor to expand their professional network
  • Cultivation of important leadership and mentoring skills which may lead to career advancement

Ideal candidates

Due to limited space, participation in the program is selective. Interested staff are required to apply and pending application review, staff may be accepted into the program. The program is open to all staff (see eligibility notes below) and ideal candidates for the program display the following characteristics:

Qualities sought in mentors

  • excellent performance
  • professionalism
  • positive attitude
  • willingness to share career experience and skills
  • openness to new ideas and fresh perspectives

Qualities sought in mentees

  • excellent performance
  • professionalism
  • positive attitude
  • desire to learn more about the ASU
  • desire to grow professionally
  • openness to new ideas and fresh perspectives
  •  Two years of combinable work experience at ASU is preferred

Eligibility:

  • The program is open to ASU employees that are considered "staff" or "academic professional."  The program is not currently open to employees classified as faculty.
  • ASU staff applying for the program must be at least 50% FTE
  • Staff at all of ASU's campuses (including outside of Arizona) are welcome to apply.

NOTE: Participation in the CSW program does not in any way guarantee advancement, promotion or salary increases. The program is meant to inspire and support a rewarding and evolving career at ASU. The program is designed to help provide excelling staff members with support and resources to help grow their career.

Matching process

Mentees will be matched with a mentor who is not from the same unit as the mentee and is not in any type of supervisory or evaluative position over the mentee.

All mentors and mentees in the program are asked to provide information on their professional experience, strengths, areas of interest and program expectations. Based on the information provided, the CSW staff will try to match mentees with mentors who have experience in an area that the mentee would like to learn more about.

The mentoring process is intended to be a rewarding and enriching experience for both mentors and mentees, and that both parties are comfortable with the match that has been provided. If after the first meeting the mentor or the mentee are not satisfied with their match, CSW staff will make another attempt to find a match. Participants are allowed one rematch during the program cycle.

Time commitment

The program should inspire career growth and development, while not interfering or imposing upon an employee’s responsibility to their position, particularly with regards to release time. A mentee in the mentoring program can expect to devote approximately three to four hours a month toward the program and a mentor can expect to devote approximately 30 minutes to one hour a month (or  5-6 hours over a six-month period).

Per SPP 601, employees are provided with release time for professional development opportunities per year. Mentees and mentors will need to discuss and make arrangements with their respective supervisors about release time.

CSW mentoring program expectations for mentees

Estimated time commitment

Program orientation

1.5 Hours

First mentoring session

1.0 Hour

Mentoring sessions: months 2-6 at recommended 30 minutes per session

2.5 Hours

Professional development programming and events (6 sessions minimum)

9.0 Hours

Peer Coaching Groups

6.0 Hours

Strengths Finder 2.0 Assessment

1.0 Hour

Program evaluation and feedback (online)

0.5 Hour

Total anticipated time commitment

21.5 Hours

 

CSW mentoring program expectations for mentors

Estimated time commitment

Program orientation

1.5 Hours

First mentoring session

1.0 Hour

Mentoring sessions: months 2-6 at recommended 30 minutes per session

2.5 Hours

Program evaluation and feedback (online)

0.5 Hour

Total anticipated time commitment

5.5 Hours