As a member of the National Mentoring Partnership, NetMentors.Org subscribes to The National Mentoring Partnership's Elements of Effective Practice.

THE NATIONAL MENTORING PARTNERSHIP

We subscribe to the Elements of Effective Practice as developed by the National Mentoring Working Group.  In 1989, The National Mentoring Partnership and United Way of America convened a representative group of both national and community-based nonprofit organizations with significant experience in running mentoring programs. 

These leaders met regularly to discuss issues and practices which are emerging in their mentoring programs, focusing especially on how to promote the growth of responsible mentoring programs. They defined responsible mentoring programs as those which meet the needs of both the mentored participants and the volunteer mentors.

One of the most pressing needs identified by this group was for a set of guidelines, or common principles, to help guide the development of responsible mentoring programs. With this in mind, a volunteer subgroup, the National Mentoring Working Group, was formed in May 1990. It refined the full group's discussion of responsible mentoring into the elements of effective practice, which follow.

These elements of effective practice present program elements and policies that have proven effective in a wide range of existing mentoring settings.  Net Mentors, Inc. adheres to these proven practices and develops its plans and policies accordingly.  With our business processes and technology controls, we are well positioned to foster a safe mentoring environment and preserve the integrity of our program as described in our Code of Conduct.

NetMentors.Org Practices Responsible Mentoring.

• We support a structured relationship that focuses on the needs of the protégé and the mentor.

• We foster caring and supportive relationships.

• We encourage individuals to develop to their fullest potential.

• We help individuals to develop his or her own vision for the future.

• We pursue a strategy to develop active community partnerships.

Our Mentoring Program Offers All of the Fundamentals of Quality Mentor Programs.

• A well-defined mission and established operating principles.

• Regular, consistent contact between the mentor and the protege.

• Support by the family or guardian of the participant.

• Additional community support services.

• An established organization of oversight.

• Adherence to general principles of volunteerism.

• Paid or volunteer staff with appropriate skills.

• Written job descriptions for all staff and volunteer positions.

• Inclusiveness of racial, economic, and gender representation to the program.

• Adequate financial resources.

• Written administrative and program procedures.

• Written eligibility requirements for program participants.

• Program evaluation and ongoing assessment.

• A long-range plan that has community input.

• Risk management and confidentiality policies.

• Use of generally accepted accounting practices.

• A prudent and reasonable rationale for staffing requirements that are based on:

• organization's statement of purpose and goals;

• needs of mentors and participants;

• community resources; and

• staff and other volunteers' skill level.

Our Mentor Screening and Monitoring Processes are Designed to Develop and Sustain a Safe Mentoring Relationship.

Screening Process

• Our screening program is Net Mentors top priority and was among the first activities that our organization’s management team undertook;

• The screening program helps identify the prospective mentor's character, capacity for mentoring, and level of commitment to a mentoring relationship;

• Applications are required and reviewed by our organization;

• Personal in-depth information is required as a part of the application;

• Mentor needs and interests as well as motivational factors are identified.

Monitoring Process

• Qualified staff are assigned to supervise each mentoring relationship and communication occurrence;

• Mentoring relationships are closely monitored though our technology processes;

• A process is in place for proteges to report suspicious activity;

• We encourage the parent/guardian to become involved in the mentoring process and to get in touch with our staff for comments, questions, or concerns;

• Early signs of trouble within the mentoring relationship are detected and acted upon by staff;

• Mentors are held accountable by staff when they begin to slide on their commitments to the youth.

We Continually Assess and Improve Our Strategies and Plans Including the:

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

• Input form 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.

• 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 our program's statement of purpose and long-range plan.

• Program overview.

• Description of eligibility, screening process, and suitability requirements.

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

4. Eligibility screening for mentors and participants that includes:

• An application process and review.

• Analysis of personal information and professional credentials.

• Suitability criteria that relate to the program statement of purpose and needs of the target population. This includes skills identification, level of education, occupation, and professional experience.

• Successful completion of training and orientation.

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

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

• Skills development as appropriate.

• 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.

• Communications 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.

• A statement of understanding that both parties agree to the conditions of the mentoring relationship as defined in the Code of Conduct.

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, interpersonal problem solving, and premature relationship closure.

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

• A formal kick-off event.

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

• Ongoing training and development.

• Relevant issue discussion and information dissemination.

• 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 confidential exit interviews to debrief the mentoring relationship between:

• Protégé and staff.

• Mentor and 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 relationships.

• Program criteria and statement of purpose.

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