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POLICY

Mentoring Program Policy and Procedure
Approval Date: July 2014
Review Date:  2016
Review By: Continuing Education Program Committee, Education & Training Committee


Purpose

The RACMA Mentoring Program is part of the College’s Continuing Education Program and is supported by the College as an effective career development strategy.

The RACMA Mentoring Program is aimed at providing support in career development for new Fellows by the establishment of a variety of mentoring/support arrangements with (an) experienced Fellow(s) whose professional knowledge and management skills will assist career development and provide the opportunity for new Fellows to meet their ongoing learning objectives.

Background

In 2002, RACMA introduced a Mentoring Program as part of its Strategic Plan following a survey of new Fellows that indicated support for such a program.

In early 2007, the Chair of the Continuing Education Program Committee proposed that the responsibility for the Mentoring Program be formally included into the College’s CEP Program, and this was endorsed by the Board.

The Mentoring Program was reviewed by a working party in July 2010, and further following feedback incorporated from the 2010 CEP survey. In particular the program was reviewed to better accommodate the different requirements of the two streams of new Fellows – Accelerated Pathway and Standard Pathway.

It is envisaged that the program will in the future be supported by training and other resources.

Objective of the Mentoring Program

The objective of the Mentoring Program is to provide new Fellows with the opportunity to access support from experienced colleagues in progressing their careers to enable:

  • further understanding of their role in medical management
  • networking
  • insight into the politics of the health field
  • identification of preferred core competencies developments
  • establishment of ongoing support mechanisms, and
  • skills development in people management

A Mentor is an experienced Fellow, and who has agreed to provide their time and expertise to participate in the Mentoring Program.

Mentoring Program Procedures

The following procedures relate to the operational components of the Mentoring Program:

  1. At the time of completion of requirements for Fellowship, each new Fellow will be offered the opportunity to participate in the Mentoring Program. This will occur as part of the orientation session for new Fellows at the Annual Conference, and/or by letter, with particular reference to new Fellows who complete requirements at other times during the year.
  2. Mentors may include:
    • Continuing the relationship with a New Fellow's previous Preceptor
    • A new Mentor appointed with assistance by the College
    • As new Fellows' mentoring needs change over time, mentoring may be provided by support from a wider number of senior colleagues. This may also be the most appropriate model for new Fellows from the Accelerated Pathway.
  3. Experienced Fellows of the College who will be invited to participate in the Mentoring Program and in doing so will be asked to provide brief details of career, qualifications and experience. This will be facilitated by the local CEP Coordinators, supported by the National Office. The list of available Mentors will be reviewed by the CEP Committee on an annual basis. Mentees will be asked questions regarding their areas of interest, career goals and preferred location of Mentor.
  4. Details of the Mentors available will be provided to new Fellows, who will be asked to nominate preferences among the available Mentors, or in some jurisdictions this matching process may be undertaken by the State/Territory Committee. The Mentor is then asked if he/she is willing to accept that new Fellow as their Mentee and if agreed, the Mentee is then informed of this outcome.
  5. A further invitation will be extended to new Fellows up to 18 months after achievement of Fellowship, to encourage maximum participation in the program.
  6. It is proposed that the Mentor/Mentee relationship continue for a minimum of twelve months, and up to 3 years. This will enable review, turnover and opportunities for other participants.
  7. Mentoring arrangements between the Mentor and Mentee will be flexible. The parties may choose to meet regularly or when there is a need to focus on a particular issue. It is recommended however that regular face to face meetings be held and supported with telephone and e-mail communication as required.

    It is important that the Mentor encourages and/or initiates meetings and makes regular contact with the Mentee.
  8. If the Mentor/Mentee relationship is not successful then it is possible to put a new Mentor/Mentee arrangement into place. This should be initiated via contact with the local CEP Coordinator and/or via the National Office.


Some Key Considerations

Part of the role of the Mentor is to provide a confidential and personalised source of professional and career advice to the Mentee.

It will be necessary for the Mentor and Mentee to establish their goals based on the needs of the Mentee and over a period of twelve months it is envisaged that a range of issues will be covered which will require confidentiality to be observed by both parties.

Participation as a Mentor in the College’s Mentoring Program contributes to the Mentor’s own Continuing Education Program activities, and earns specified RACMA CEP points.

Roles and Responsibilities for the Mentoring Program

The Mentoring Program is part of the College's Continuing Education Program, and the CEP Committee and the Chair of the CEP Committee will oversight policy review and development.

The National Office will provide administrative support to ensure effective implementation of the operational components of the Mentoring Program, and will provide reports on progress to the CEP Committee.

The local CEP Coordinators will provide guidance in the matching of Mentors and Mentees, in the promotion of the Mentoring Program to Candidates and potential Mentors, and in the annual review of the College's list of Mentors.

Feedback on operational outcomes of the Mentoring Program will be provided by the National Office to the CEP Committee.

Evaluation of the Mentoring Program

It is proposed to evaluate the Mentoring Program by:

  1. Obtaining feedback from participating new Fellows and their Mentors as part of the annual RACMA CEP survey.
  2. Undertaking a formal review of outcomes and directions on a 3-5 yearly basis.



 

Last Updated on Monday, 21 March 2016 15:07