Engaging your employees in a youth mentoring program provides a range of
benefits for your business and the youth involved.

Learn more about connecting your employees to mentoring opportunities with the toolkit,
“Developing your Business as a Champion of Youth Mentoring.”

Explore a Program’s Effectiveness

If you are choosing to partner with an existing program, make sure the program adheres to the Elements of Effective Practice, rigorous national guidelines that help assure quality mentoring. Make sure the program offers comprehensive training, thorough screening of mentors, a process for matching mentors with mentees and ongoing support for both mentors and mentees.

Use the following checklists to assess the program.

Check to see if the program has:

• A defined mission and established operating principles?

• Guidelines for maintaining regular and consistent contact between the mentor/youth?

• Paid or volunteer staff with the necessary skills (leadership, management, etc.) and prior experience?

• Written job descriptions for all staff and volunteer positions, and written procedures for program administration?

• Policies that welcome all races, genders and economic levels, and that adhere to EEO requirements?

• Adequate financial and in-kind resources?

• A process for ongoing evaluation and assessment?

Does the program:

Screen candidates

• Require all prospective mentors go through an application process and review?

• Conduct reference checks for character, child abuse, and driving and criminal records
  (where such checks are legally permitted)?

• Screen candidates for suitability in terms of their skills, language, age, career interests,
  level of education, and motivation for volunteering?

• Require candidates to complete pre-match training and orientation before becoming mentors?

Train mentors

• Have trained staff/consultants conduct mentor training?

• Offer training that includes appreciation for a variety of cultures/heritages?

• Tell mentors about available program resources and information and
  referral networks should problems arise?

• Give mentors information about confidentiality and liability?

• Offer follow-up training sessions?

Match mentors with mentees using established criteria

• Have standard criteria for matching mentors appropriately with youth, such as
  language, age, needs, interests and preferences of the mentor/youth?

• Offer organized activities for prospective mentors/youth before matches are made?

Monitor the progress of mentor/mentee relationships

• Keep written records on each mentor/youth, including a progress assessment?

• Schedule regular meetings between staff, mentors and youth?

• Have a process for solving problems or re-matching, as needed?

Provide a support system

• Offer peer support meetings or ongoing training?

• Hold social gatherings for mentors, youth and their parents?

• Honor participants through an annual recognition/appreciation event?

• Communicate regularly with mentors, youth, supporters and contributors?

• Follow-up with the mentor/youth after the formal relationship is over?

Evaluate the program’s success

• Have a process for evaluating the effectiveness of its mentoring efforts?

• Evaluate how well it has met its stated criteria and purpose

The Indiana Mentoring Partnership can help you explore the issues noted, develop a formal strategy and provide tools to assist you in supporting quality youth mentoring. For additional details contact us at (800) 343-7060.