Mentoring/Succession ProgramMentoring/Succession ProgramElva M. Hyre, MSN, RNElva M. Hyre, MSN, RNAdministrative DirectorAdministrative Director

Division of Evaluation, Training & ResearchDivision of Evaluation, Training & Research

To better support our To better support our mission and values . . .mission and values . . .

SCDMH devised a mentoring/succession program to better provide an effective support system which would attract and retain a caring and skilled professional workforce which highly values collaborative work, effective leadership and a coordinated effort toward those shared goals.

As mandated in our agency's As mandated in our agency's mission statement . . .mission statement . . .

the SC Department of Mental Health supports the recovery of people with mental illness.

Mentoring/Succession ProgramMentoring/Succession ProgramInceptionInception

• The first Mentoring/Succession Program for SCDMH was designed, developed and implemented in February, 2004.

• The program materialized as a result of a concern by the SCDMH Governing Council that, over the next 3 to 5 years, SCDMH would lose much of its senior leadership to attrition.

Mentoring/Succession ProgramMentoring/Succession ProgramPurposePurpose

– Develop a cadre of potential leaders within SCDMH to relieve the anticipated void.

– Provide participants with sage advice from their mentors, focused feedback and networking resources.

– Enhance team building and greater loyalty to the institution.

Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign

– The program was designed using all in-house resources and remains a budget neutral endeavor for SCDMH.

– Class instructors are selected based on their knowledge and expertise in a given topic.

– Mentees are selected by their center or facility director using pre-established criteria.

– The mentors are either facility or center directors or their designees who have an expressed interest in the program.

Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign

– The program is strictly voluntary for all involved.

– There is an orientation to the program for both mentors and mentees.

– The program is launched by the State Director.

Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign

– The mentees attend class in Columbia for one day each month. They then work closely throughout the month to complete pre-established goals, objectives and written assignments for each.

– Class assignments are graded by the class instructors and written feedback is given to each mentee.

Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign

• The program is 10 months long.

• There is a formal graduation and those who successfully complete the program receive a certificate signed by the SCDMH State Director in acknowledgement of their achievement.

Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign

Topics include:

Human Resource Development Information Management Public Affairs Strategic Planning

Internal Audit OutcomesSystems of Care Finance/Procurement

Quality Improvement Risk ManagementBudget PlanningLegal IssuesLegislative IssuesCultural Competency

Root Cause Analysis

Mentoring/Succession ProgramMentoring/Succession ProgramProgram EvaluationProgram Evaluation

- Mentees evaluate the in-classroom instructors monthly.

- The mentee and mentor evaluate their mentoring experience monthly.- Final course evaluations are completed by both mentors and mentees.- Results of the evaluations are used to make improvements to the program.

Mentoring/Succession ProgramMentoring/Succession ProgramProgram ResultsProgram Results

Since it start in 2004, the program has been successful in graduating one individual who is now a center director, one individual who is an assistant center director and one who was selected as a center director before he could complete the program. The third class is scheduled to graduate on December 7, 2006. The program will continue in 2007.