A r c h i v e d  I n f o r m a t i o n

Checklist for Mentoring Programs
from the National Mentoring Partnership

1. A Statement of purpose and a long- range plan that includes:

• Who, what, where, when, why and how activities will be performed.

• Input from originators, staff, funders, potential volunteers and participants.

• Assessment of community need.

• Realistic, attainable, and easy-to-understand operational plan.

• Goals, objectives and timelines for all aspects of the plan.

• Funding and resource development plan.

2. A recruitment plan for both mentors and participants that includes:

• Strategies that portray accurate expectations and benefits.

• Year-round marketing and public relations.

• Targeted outreach based on participants' needs.

• Volunteer opportunities beyond mentoring.

• A basis in your program's statement of purpose and long-range plan.

3. An orientation for mentors and participants that includes:

• Program overview.

• Description of eligibility, screening process and suitability requirements.

• Level of commitment expected (time, energy, flexibility).

• Expectations and restrictions (accountability).

• Benefits and rewards they can expect.

• A separate focus for potential mentors and participants.

• A summary of program policies, including written reports, interviews, evaluation and reimbursement.

4. Eligibility screening for mentors and participants that includes:

• An application process and review.

• Face-to-face interview and home visit.

• Reference checks for mentors, which may include character references, child abuse registry checks, driving record checks and criminal record checks where legally permissible.

• Suitability criteria that relate to the program's statement of purpose and needs of the target population. Could include some or all of the following: personality profile; skills identification; gender; age; language and racial requirements; level of education; career interests; motivation for volunteering; and academic standing.

• Successful completion of pre-match training and orientation.

5. A readiness and training curriculum for all mentors and participants that includes:

• Trained staff trainers.

• Orientation to program and resource network, including information and referral, other supportive services and schools.

• Skills development as appropriate.

• Cultural/heritage sensitivity and appreciation training.

• Guidelines for participants on how to get the most out of the mentoring relationship.

• Do's and Don'ts of relationship management.

• Job and role descriptions.

• Confidentiality and liability information.

• Crisis management/problem-solving resources.

• Communication skills development.

• Ongoing sessions as necessary.

6. A matching strategy that includes:

• A link with the program's statement of purpose.

• A commitment to consistency.

• A grounding in the program's eligibility criteria.

• A rationale for the selection of this particular matching strategy from the wide range of available models.

• Appropriate criteria for matches, including some or all of the following: gender; age; language requirements; availability; needs; interests; preferences of volunteer and participant; life experience; temperament.

• A signed statement of understanding that both parties agree to the conditions of the match and the mentoring relationship.

• Pre-match social activities between mentor and participant pools.

• Team building activities to reduce the anxiety of the first meeting.

7. A monitoring process that includes:

• Consistent, scheduled meetings with staff, mentors and participants.

• A tracking system for ongoing assessment.

• Written records.

• Input from community partners, family and significant others.

• A process for managing grievances, praise, re-matching, interpersonal problem solving and premature relationship closure.

8. A support, recognition and retention component that includes:

• A formal kickoff event.

• Ongoing peer support groups for volunteers, participants and others.

• Ongoing training and development.

• Relevant issue discussion and information dissemination.

• Networking with appropriate organizations.

• Social gatherings of different groups as needed.

• Annual recognition and appreciation event.

• Newsletters or other mailings to participants, mentors, supporters and funders.

9. Closure steps that include:

• Private and confidential exit interviews to debrief: participant and staff; mentor and staff; mentor and participant without staff.

• Clearly stated policy for future contacts.

• Assistance for participants in defining next steps for achieving personal goals.

10. An evaluation process based on:

• Outcome analysis of program and relationship.

• Program criteria and statement of purpose.

• Information needs of board, funders, community partners and other supporters of the program.

[Resources: Additional Profiles of Mentoring Programs]

[Resources: Mentoring Programs Profiled in This Book]