MENTORING QUESTIONNAIRE EVALUATION REPORT Answers ...

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MEENNTTORRI IINNG Quueesst tti iioonnnnaai iir ree AAnnaal llyyssi iiss 5. The process 5.1 Holistic support, plans and steps 64% of respondents stated that they organised holistic support arrangements and plans for individuals. This response may indicate that mentoring in Scotland is used for highly predetermined means and does not necessarily allow for the same holistic approach as seen in other parts of the European Partnership. Without further research it is not possible to determine the full reasoning behind this but could be influenced by funding. It is interesting that although the majority of mentors are working with mentees to help then engage or re-enter the labour market the top two “paths” identified under the process were the following: Induction of the mentee with a goal of “re-socialisation” (84%) Develop an individual learning and action plan for the mentee (84%) Job search and training were the next highest ranking “paths” and equated to 80% of respondents votes each. 5.2 and 5.3 Optimal and imposed duration The results given within this section of the report relate do not relate to mentors who have a business start-up remit. 32% of the sample felt that the optimal duration for the mentor process was between 6 to 12 months. This duration is also the most frequently imposed duration (49%). 15% felt that 12 to 18 months was the optimal duration but interestingly none felt that this was an imposed time period. Very few respondents felt that the process should be less than 6 months (7%) although 14% stated that this was the amount of time that was imposed upon them. 5.4 and 5.5 Optimal and required number of mentees to be mentored at the same time 67% of respondents stated that optimal number of mentee they could mentor at one time was less than 30 and 72% said that this was the number that they are required to mentor at the same time. This would strengthen the hypothesis that many of the respondents are undertaking mentoring activities along side other duties within their role. Within Scotland there are very few situations where mentors are working in a full time capacity purely as mentors. In deed in many situations mentors are volunteers, this has a direct impact on the mentor mentee ratios. No respondents from the Scottish survey reported an optimal number of mentees in excess of 40 at any one time although 11% reported that they are required to have between 40-80. 5.6 Frequency of the meeting with the mentees 49% of the Scottish sample felt that they would meet their mentees as often as was required. After this frequency banding it is not possible from the responses to identify a common approach to the frequency of meeting across Scotland for mentors. It is likely that funding has an important affect on the timings and frequency of meetings. Scotland Final Report 10/23
MEENNTTORRI IINNG Quueesst tti iioonnnnaai iir ree AAnnaal llyyssi iiss 6. Criteria of results The penultimate section of the questionnaire asked respondents to look at results and goals that were required for their roles as mentors within Scotland. 6.1 Quantitative goals 54% of sample said that they had quantitative goals within their mentoring process. The qualitative goals identified by the Scottish respondents have clear links to funding streams at local and national levels. Access to sustainable job and keeping the job for at least 6 months (14%) Access to any type of job (8%) 6.2 Qualitative goals Mobility was seen as the least important of the pre-determined qualitative goals within the questionnaire (36%). In general all qualitative goals were felt to be of some importance by the sample. The most important qualitative goals were: Self Esteem (72%) Self Confidence (69%) Gaining Social Skills (67%) Coming off state benefits (59%) Gaining qualifications (59%) Reliability (59%) Positive change in personal/family life (59%) As with the quantitative goals many of these top seven qualitative goals have links to local and national priorities. 15% of the sample said that soft skills should be taken into account and 18% said they were taken into account in the evaluation of their results as a mentor. Some of the soft skills identified by the Scottish sample were: communication, team working, problem solving, participating in voluntary work, gaining social skills and personal development and life skills. 7. Factors of success The n°1 main factor of success was the confidence and trust established between the mentor and the mentee (50%) The n°2 factor was the knowledge, skills and qualities of the mentor (21%) The n°3 factor was the motivation of the mentee (8%) Scotland Final Report 11/23
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