NRCS Pennsylvania Mentoring Program

The Pennsylvania Mentoring Program is supported by the Pennsylvania Leadership Team.  It is administered by the Civil Rights Committee under the auspices of the Mentoring Coordinator with administrative guidance and assistance of Human Resources.

 MISSION

One mission of the Pennsylvania Civil Rights Committee is to develop, oversee, review and provide program maintenance for a successful Pennsylvania mentoring program.

 VISION

Diverse and successful mentoring partnerships that provide a connection to experience, knowledge, trust, diversity and improved personal and professional work environments.

OBJECTIVE

The purpose of the program is to draw on the expertise of the experienced workforce and share that expertise with employees who are in various stages of their career development.  This is accomplished by linking an experienced person (mentor) with a less experienced person (protégé) to foster the career development and professional growth of the protégé.  It is further designed to provide opportunities for career development in the following ways:

·          To broaden your technical skill and professional expertise, this will increase productivity and potential for higher-level jobs.

·          To discuss/establish career paths and goals

·          To develop existing skills and abilities and learn new ones

·          To receive guidance on training and development issues

·          Promote a unique partnership which is totally based on trust and confidence

·          Provide opportunity for personal and professional growth  

MENTORING PROCESS

Employees interested in participating in the Mentoring Program should complete the Protégé Application and forward to Lorraine Beinhaur, Mentoring Coordinator.  Together the Mentoring Coordinator and the protégé will coordinate a match between a suitable mentor and the protégé. 

ROLE OF THE SUPERVISOR

Providing employee development and employee guidance are the primary duties of the supervisor.  The mentor program does not absolve supervisors of this role.  The supervisor remains the primary source of guidance for employees. The mentor program supplements and reinforces these roles of the supervisor.

Mentoring does NOT replace and is not a substitute for the Employee Assistance Program (EAP), Civil Rights Program, Career Counseling, or other personnel development program.  Employees with concerns in those areas should contact the appropriate program manager. 

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