Research In Action #3
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Transcript of Research In Action #3
Research in Action Series
Program Staff in Youth Mentoring Programs: Qualifications, Training, and Retention
Overview of Research in Action Series
• MENTOR has developed an innovative series - Research in Action
• Translates the latest research on mentoring into tangible strategies for mentoring practitioners.
• Makes the best available research accessible and relevant to the mentoring field.
• Using the Research in Action series, programs can ensure their practices are based on current research, resulting in improved services and better impacts for young people.
• 10 issues
• Each issue provides: – Research– Action – Resources
Overview of Research in Action Series
Research in Action Issues:1. Mentoring: A Key Resource for Promoting Positive
Youth Development2. Effectiveness of Mentoring Program Practices3. Program Staff in Youth Mentoring Programs:
Qualifications, Training, and Retention4. Fostering Close and Effective Relationships in Youth
Mentoring Programs5. Why Youth Mentoring Relationships End6. School-Based Mentoring7. Cross-Age Peer Mentoring8. Mentoring Across Generations: Engaging 50+ Adults
as Mentors9. Youth Mentoring: Do Race and Ethnicity Really
Matter?10. Mentoring: A Promising Intervention for Children of
Prisoners
Mentor Michigan Webinar Series
• www.mentormichigan.org
• Click on “Training & Technical Assistance”
Issue 3: Program Staff in Youth Mentoring Organizations
• Thomas E. Keller, Ph.D., Portland State University
• Download this issue by visiting http://www.mentoring.org/downloads/mentoring_384.pdf
Issue 3 - Overview
• Introduction
• Research– Staff Qualifications– Staff Training– Staff Retention
• Action– Checklists
• Resources
Staff Contributions to Program
• Design program models
• Support relationships
• Form relationships with participants
• Model attributes desired in mentors
• Implement program policies and procedures
Many Hats - Mentor Program Staff
Direct service
Volunteer managers
Case managers
Mentoring Programs: Parallel Fields
Nature of
WorkChild Welfare
Workers
Nature of
Workforce
Youth
Development
Staff Qualifications
• BBBS staff position descriptions
• National Afterschool Association Survey
• National Institute on Out-of-School Time Study
Educational Attainment
• Position descriptions – Bachelor’s Degree in a human services field– BBBS Employment Postings
• Staff in After-School Programs:– 67% had a two-year degree or higher– 55% had a four-year degree or higher– Additional 8% had completed a special certificate
or credential– Remaining 24% had a high school diploma
Most common field of study was education
National Institute on Out-of-School Time Study
Higher educationalattainment among program directors
and staff
Higher percentage of staff certified as
teachers
Positive Indicators of Program Quality
Higher staff wages
Staff Training
• Education and training opportunities help programs develop employees with varying qualifications and backgrounds into qualified program staff– Within an organization specific job-
related tasks– General training mentoring field
Transfer of Training to the Workplace
Factors affecting transfer:• Design of training• Trainee characteristics• Work environment characteristics
Barriers to transfer• Lack of managerial and peer support• Time and workload pressures• Resistance to new ideas• Short-term perspectives• Lack of opportunity or responsibility• Performance and reward structures• Organizational politics
Training for Mentor Program Staff
• Annual conferences• Online training sessions (e.g. webinars) • Training tools and resources available online
– Mentor Michigan• www.mentormichigan.org
– MENTOR – The National Mentoring Partnership• www.mentoring.org
– Public/Private Ventures• www.ppv.org
– The National Mentoring Center (NMC)• www.educationnorthwest.org/nmc
Staff Retention
• Staff retention as a priority• Perception of substantial staff turnover
in the field of youth mentoring
Impact of staff turnover:– Monetary– Burden on remaining staff– Disruption in the stability and quality
of services• Effect on the sustainability of matches
maintained by program staff
Factors for Staff Turnover
• Large amounts of time focused on difficult and emotionally charged issues
• Necessity to work evenings and weekends
• Pressures and anxieties associated with child safety issues
• Feelings of role overload and burnout• Emotional exhaustion
Predictors of Staff Retention
• Individual Factors
• Professional Perceptions
• Organizational Factors
Importance of Workplace Climate: – psychological impact of the work environment on
the individual worker– positive climates workers remain in their jobs
longer, demonstrate better attitudes about work, deliver higher-quality services, and achieve better outcomes for children
ARC Intervention Changing Organizational Culture and Workplace Climate
Principle: Translation to youth mentoring:
Mission-driven Motivating staff through the mission of serving youth
Results-oriented Recognizing and acknowledging what works, and what doesn’t
Improvement-directed Providing opportunities for growth, development, and innovation
Relationship-centered Fostering relationships among co-workers
Participation-based Encouraging worker participation in establishing the direction of the program
ARC Intervention Impact
• Caseworkers reported less emotional exhaustion, depersonalization, role conflict and role overload
• Dramatic reduction in staff turnover
Control Group:– 65% left within
one year
Intervention Group:– 39% left within
one year
Conclusions
• Greater attention should be devoted to the recruitment, training and retention of well-qualified and highly competent mentoring professionals.
• Learning more about the impact of staff in youth mentoring could guide the mentoring movement and ultimately improve the quality and quantity of services provided to young people.
Program Staff: Keys to Successful Mentoring
Staff Qualifications
Staff RetentionStaff Training
Mentoring Program Success
Staff Qualifications
Mentoring programs should hire staff who possess:
A strong commitment to the program’s mission
Strong interpersonal skills
The ability to role model behaviors for mentors
Previous experience in youth development work
Excellent written and oral communications skills
A degree in a field related to mentoring
A solid history of continuous employment
Staff Training
Mentoring programs should offer staff: An orientation to the program and work environment
Initial training on specific duties
An overview of research on the effectiveness and best
practices of mentoring
Training on positive youth development strategies
Opportunities to transfer knowledge from training into action
An individual professional development plan
Supervisory skills training
A role in evaluating the effectiveness of training received
Staff Retention
Mentoring programs should: Create a positive workplace climate
Understand and address the causes of staff turnover
Ensure that staff are recognized for high-quality work
Provide a framework for success
Budget appropriately to compensate high-quality staff
Provide access to internal and external mentors/coaches for
staff
General Organizational Practices
Develop: Policy and procedure
manual Understanding of
employment law Thorough job
descriptions Interview protocols New employee
handbook Evaluation of efforts
Conduct: Job analysis of each
position Background screening Assessment of barriers Assessment of
organizational culture Analysis of structures
and policies Regular performance
reviews
MENTOR
• The leader in expanding the power of mentoring to millions of young Americans who want and need adult mentors.
• Staff Development Section– http://www.mentoring.org/
start_a_program/management/staff_development/ Finding Qualified StaffFinding a Program Coordinator
National Youth Development Information Center
• Provides information and resources to youth workers about programming, policy, research, and training related to promoting positive youth development opportunities.– www.nydic.org
• Recognition and Rewards for Youth Development Workers
U.S. Department of Labor
Federal government agency with information and resources on employment.
– http://www.dol.gov/
– Information about employment laws for organizations • www.dol.gov/compliance/guide/index.htm
• Provides training and technical assistance to youth mentoring programs.– http://educationnorthwest.org/nmc
• Mentoring Forums – NEW! – http://
mentoringforums.educationnorthwest.org/
National Mentoring Center
This presentation provides an overview of
Research in Action Issue 3: Program Staff in Youth Mentoring Programs: Qualifications,
Training, and Retention
This tool was produced by MENTOR/The National Mentoring Partnership and can be
accessed at http://www.mentoring.org/access_research/research_in
_action/research_in_action_series/