Good Dissertation On Mentorship Policies

Mentor Recruitment

The mentorship program administration team will identify the goals, strategies, timeline, and budget relating to mentor recruitment prior to each 6-month mentorship cycle. Recruitment activities will be done twice a year.

Mentor Eligibility

Nurses interested to become mentors must undergo self-assessment, the results of which will be discussed with the coordinator. They must also fill out an application form. The applicant shall be informed within two business days if he/she is accepted into Garden State’s pool of nurse mentors.

Mentee Eligibility

All newly-hired nurses will be encouraged to undergo mentorship. Interested nurses must submit an application to become a mentee. He or she shall be informed within one business day if a mentor is available.

Inquiries

All questions and concerns or requests for information on the mentorship program shall be addressed to the program coordinator verbally or through e-mail. Responses shall be expected within the next 24 hours.

Mentor Education and Training

All mentors shall undergo periodic education and training to remain on the roster of mentors. The nurse educator shall keep track of mentor compliance and participation in learning activities. Updates and resources shall be made available to mentors as well.

Matching Policy

The bases of matching a mentor with a mentee are the similarities in interests and preferences (Holmes et al., 2010). Potential matches and the final decision will be deliberated by members of the program administration team.

Support to Mentors

Mentors shall enjoy the full support of management (Race & Skees, 2010). Mentors can request for a reasonable reduction in clinical workload when they are in a mentoring relationship. Workload concerns shall be communicated to the director of nursing in writing. Decisions will be conveyed after one business day. Mentors and mentees shall be assigned to the same shifts to enable a more productive relationship.

Terminating the Mentoring Relationship

Mentees may opt out of the mentoring relationship by filling out and submitting a request form. Mentors are discouraged from terminating the relationship prior to the 6-month duration. If, for any reason, there is a need to end the relationship, the mentor, mentee, and program coordinator will discuss the process of transitioning to another mentor. The outgoing mentor shall “hand over” the mentee to the incoming mentor to ensure continuity. After formal termination, the mentor and mentee can continue to engage in informal mentoring if they so desire.

Requesting for a Change in Mentor

A mentee may request for another mentor only once. The underlying reason must relate to incompatibility. However, the mentorship program encourages conflict resolution given that conflict is an unavoidable occurrence in the workplace and must be overcome (Grossman, 2012). As such, both parties with or without the presence of a third party shall attempt to resolve the conflict and efforts must be shown to be unsuccessful.

Documentation

Mentors and mentees shall submit documentations of their encounters using the appropriate tools to ensure the effectiveness and productivity of the relationship.

Confidentiality

The program administration team shall protect the privacy of mentors and mentees and the confidentiality of forms and reports collected by asking only for initials as identifiers. Plans, agendas, and forms submitted by dyads shall be properly stored and protected to prevent unauthorized use.

Mentor Recognition

Mentors shall receive formal recognition for their work in a ceremony held for this purpose. The aim is to increase awareness of the impact of mentors on the organization and give credit where it is due.

Program Evaluation and Revisions

The Garden State Correctional Facility mentorship program shall be evaluated annually to ensure adherence to best practices. Inputs shall be obtained from mentors, junior nurses, and new nurses using formal and informal methods to ensure relevant modifications to the program.

References

Grossman, S. (2012). Mentoring in nursing: A dynamic and collaborative process (2nd ed.). New York, NY: Springer Publishing Company.
Holmes, D.R., Hodgson, P.K., Simari, R.D., & Nishimura, R.A. (2010). Mentoring: Making the transition from mentee to mentor. Circulation, 121, 336-340. doi: 10.1161/CIRCULATIONAHA.108.798321.
Race, T.K., & Skees, J. (2010). Changing tides: Improving outcomes through mentorship on all levels of nursing. Critical Care Nursing Quarterly, 33(2), 163-174. Retrieved from http://www.nursingcenter.com/lnc/cearticle?tid=997576