All mentors should undergo an induction which is practical and serves as a transitional turning point for mentors as they take on a new role within the organisation. A thorough induction allows the mentor to be aware of the position’s responsibilities and tasks. A well-thought-out induction will also save time in the future, particularly the practical tasks within an office that can be taken for granted.
In the first instance, all applicants including ex-service users and those from outside the organisation, wishing to become mentors and or volunteers, should be made aware that they will be required to complete a Criminal Records Bureau Check. Written information should be provided to the applicant explaining what documentation will be required. This process should be undertaken after the interview process and when suitable recruits have been selected for the training programme. The CRB process should form part of the recruitment and selection process.
Best Practice Guide
- Give women the induction ahead of time so they know what to expect prior to their induction.
- Be open and honest to women about the professional and office etiquette required including dress policy, phone procedures etc.
- Be aware of the types of authority within your organisation or setting and how they may impact on newly inducted mentors.
- Give time for mentors to reviews policies and come back to you with any outstanding questions on the policies.
- Encourage shadowing and observation of mentors and staff.