Children Savers Inc.

 

 

Creating A Trusting Relationship

With Children!

 

 

 

 

Children Savers Inc. is comprised of two USF students who are proud to be working with Mt. Zion Human Services providing a mentoring training manual to improve mentor count and sustainability.

 

 

 

 

 

Mission Statement

 

 

 

our mission is to provide a stable mentoring handbook in two different mediums. One is in traditional handbook style and the other will be in a power point presentation which can be used in training classes. Both can be easily accessed but the power point presentation can be easily changed based on the mentoring training and the supervisor of said mentoring program.

 

 

 

 

 

 

 

 

 

Proposal

 

 

 

We propose that we will look into already established mentoring models and comprise a handbook that ties into the mission statement, the teachings, needs, wants, and morals of the Mt. Zion Human Services. This first handbook will consist of how mentors can deal with toddlers through age five. As we continue to grow the mentoring program it will also involve age six and higher. The handbooks and presentations will then be changed to fit the at risk children in middle school and high school.

 

Conclusion

 

 

 

We conclude that with these handbooks we can produce better and long lasting mentors. The goal of a mentor is to help, save, and inspire. We hope that we can provide that for the Mt. Zion Human Services.

 

welcome

 

Welcome to Mt. Zion Human Services Mentoring Program. We are honored and appreciative that you have decided to particpate in a program that could save a life. Mt. Zion Human Services Mentoring Program is dedicated to start children out on the right path at an early age and help children that have fallen get back on their feet. As an organization we represent empowerment, self realization and self worth. After the child has completed the mentoring program we hope that the services we provide them with will give them the ability to make life decisions that have a positive affect on thier lives in the present and future. Thank you for being apart of our community saving effort.

 

OUTLINE

 

 

1. Introduction to the role of a mentor

 

Mt. Zion Human Resource Center is a local organization that is driven by the belief that every child deserves a good childhood. We work directly with children who face danger and disadvantage in their daily lives.

 

Mentoring gives someone to talk to, relax with and look up to. Mentors play and important role in supporting and advising young people on a variety of issues and subjects that they may wish to raise.

 

Mentors play a critical role in supporting and advising a child or young person, they are an independent and significant non-authoritarian, non-judgemental adult in a young person’s life.

 

Both mentors and young people benefit from the relationship. Research has shown that mentoring boosts young people’s confidence and self-esteem. It also has educational benefits – young people who have a mentor are 52% less likely to play truant from school. Those who are looking for work benefit from support in: searching for jobs; planning their CV; job applications; achievement of work-based qualifications, and money planning.

 

And mentoring is fun – each relationship between mentor and the young person is different. The aims of each young person and the skills and interests of each mentor will have an impact on their relationship, on why they are paired up and what the achievements will be.

 

2. Main tasks of a mentor

 

Who is the mentor:

 

 

• TEACHER- As a teacher, you may need to teach the mentee the skills and knowledge required to perform the job successfully. This role requires you to outline the "nuts and bolts" of the position and to share your experiences as a seasoned professional.
• GUIDE-As a guide, you help navigate through the inner workings of the organization and decipher the "unwritten office rules" for your mentee. This information is usually the "kernels of knowledge" that one only acquires over a period of time. The inner workings of the organization are simply the "behind the scenes" dynamics, or office politics, that are not always apparent, but are crucial to know. The "unwritten rules" can include the special procedures your office follows, the guidelines that are not always documented, and policies under consideration.
• COUNSELOR-The role of counselor requires you to establish a trusting and open relationship. In order to create a trusting relationship, you need to stress confidentiality and show respect for the mentee. You can promote confidentiality by not discloing personal information that the mentee whares with you. Show respect by listening carefully and attentively to the mentee and by not interrupting while your mentee is talking.
• MOTIVATOR-As a motivator, you may at times need to generate motivation in your mentee. Motivation is an inner drive that compels a person to succeed. It's not often you will find an unmotivated mentee. In general, most mentees are enthusiastic about their jobs. After all, mentees tend to be characterized as highly motivated individuals with a thirst for success. You usually perform the role of motivator only when you need to motivate your mentee to complete a difficult assignment or to pursue an ambitious goal. Through encouragement, support, and incentives, you can motivate your mentee to succeed.
• SPONSOR- A sponsor creates opportunities for the mentee--opportunities that may not otherwise be made available. These opportunities can relate directly to the job or indirectly to the mentee's overall professional development. The goal of a mentor is to provide as much exposure for the mentee as possible, with a minimum of risks. Opportunities should challenge and instruct without slicing away the mentee's self-esteem. A mentee should not be set up for failure. New opportunities can increase the visibility of your mentee, but you must be careful in selecting these opportunities.

 

• COACH- At times you may need to perform the role of coach to help a mentee overcome performance difficulties. Coaching is a complex and extensive process.
• ADVISOR- This role requires you to help the mentee develop professional interests and set realistic career goals. As the old saying goes, "If you don't know where you are going, you won't know how to get there." This saying holds true for mentee's professional development. In the role of advisor, you need to think about where the mentee wants to go professionally. That is, you need to help the mentee set career goals. There are several factors to consider when setting career goals.
• REFERRAL AGENT-Once career goals are set, you are likely to assume the role of referral agent. As a referral agent, work with your mentee to develop an action plan that outlines what knowledge, skills, and abilities a mentee needs to meet his or her career goals. There are several steps that you and your mentee should follow when developing a career action plan.

 

• ROLE MODEL- As a role model, you are a living example of the values, ethics, and professional practices of DOT. Most mentees, in time, imitate their mentors; as the saying goes, "Imitation is the sincerest flattery." Learning by example may be your most effective teaching tool. Your mentee will learn a lot about you while he or she observes how you handle situations or interact with others. For this reason, you should be careful how you come across to your mentee. You must strive for high standards of professionalism, solid work ethics, and a positive attitude. You should give your mentee an opportunity to learn the positive qualities of an experienced professional.

 

• DOOR OPENER- In the role of door opener, you will help the mentee establish a network of contacts within DOT, as well as outside the Department. A mentee needs a chance to meet other people to spur professional, as well as, social development. As a door opener, you can introduce your mentee to many of your own contacts to help build the mentee's own network structure.

 

*Which role you assume depends on the needs of your mentee and on the relationship you build with your mentee. On any given day, your mentee may require you to perform one of these roles, or all of them.

 

 

The main tasks of a mentor are to:

 

• visit and support a child or young person and contribute to the overall welfare of the young person by showing a real interest in their lives and a commitment to helping them achieve their aims

 

• listen and provide sound advice ensuring that the young person’s views and wishes are heard

 

• empower the young person to make decisions for themselves by discussing the options open to them

 

• encourage the young person participate in decisions that affect him/her

 

• To contribute to the welfare of the young person by promoting their social, emotional, educational, religious and cultural needs

 

• support the young person and his/her parents or carers, unless there are clear reasons not to, and keep in touch with others who have responsibility for the young person, as appropriate

 

• abide by the project’s confidentiality and child protection policies.

 

3. The young person’s role and involvement

 

The mentoring initiative exists for the benefit of children and young people. It is therefore essential that the child or young person should be informed and consulted at every stage and that his/her wishes and feelings are sought.

 

All adults who work with children and young people have a crucial role to play in shaping their lives. They have a unique opportunity to interact with children and young people in ways that are both affirming and inspiring. We work to ensure and establish safe and responsive environments that protect young people and reduce the risk of adults being falsely accused of improper or unprofessional conduct.

 

 

This will include the following:

 

• The young person has knowledge and understanding of the mentoring scheme.

• They are in agreement in principle to the appointment of a mentor.

• They are in agreement to the matching with a specific mentor.

• Their views are sought and represented through a young people’s questionnaire around what they would like from a mentor.

 

4. Mentor person specification

 

We will assess the suitability of a potential mentor through a series of interviews and formal training sessions that will give mentors ample opportunity to ask all relevant questions and receive extra support or advice required.

 

Essential criteria

 

*Mentors may be required to act as a responsible adult and therefore must be aged 18 or over.

 

 

Skills and abilities

 

• An ability to relate to children and young people.

• An ability to focus on a young person’s individual needs.

• The ability to form positive relationships with a variety of people who are involved with the child or young person and to understand their roles and responsibilities.

• The ability to use own initiative, but to also to know when to ask for advice and support.

• Good communication skills.

Experience and knowledge

• An understanding of a professional relationship and boundaries when working with young people and families.

• An appreciation of the issues relevant to children and young people, including how education and their social network can affect and contribute to their development.

• Some experience with children or young people, whether in a professional, personal or voluntary capacity.

Personal qualities

• Honesty and integrity.

• Self-awareness.

• Commitment to and interest in the welfare of children and young people.

• Sensitivity to the needs of children and young people, as well as their carers.

• Reliability and resilience.

• Commitment to children and young people’s rights.

Equal opportunities

• A commitment to equality and the rights of all individuals to respect and fair treatment.

• To be prepared to challenge all forms of discrimination.

 

 

5. Recruitment and selection procedure for mentors

 

6. Expectation of mentors

 

7. Training and induction programme

 

8. Child protection and confidentiality

 

9. Equal opportunities

 

10. Training and on-going support for mentors

 

11. Expenses

 

12. Complaints and disciplinary procedure

 

F.A.Q

 

1. Wiki website questionare

2. big brothers/big sisters volunteer program

3. backgroud checks/via schools in community

4. MENTOR/ one parent in jail/fill out application/provides backgroud checks

5. applications/how to display or decide the level of commitment of a mentor/marketing plan/evaluation

6. Job ad/credentials/cost effective/lead mentor/internship/gear ad towards HR of interest

7. onsight/offsight/verification

8. where mentoring ends and begin/contracts/education majors(ESE) long term mentoring/partnership/recomendation/universities

9. who to target/audience

 

http://pilotingpedagogies.pbwiki.com/For-Felesha-Project