Rewards of Mentoring – An Overview of CACC’s Mentoring ProgramRobin BernsteinCharlotte Area Compensation Council
2009 Total Rewards Conference & Exhibition
CACC – Who are we? The Charlotte Area Compensation Council was
formed in 1992 We have approximately 160 members We have 10 elected officers and a part-time, paid
administrator
2009 Total Rewards Conference & Exhibition
About CACC Our Mission
The purpose of the CACC is to:(1) provide continuing professional education for its members;(2) facilitate networking and the exchange of information; and(3) enhance the professional level of its members within the compensation & benefits field.
Our EffectivenessThe effectiveness of the CACC depends on the support and participation of its membership, the quality of programs offered, the willingness of its members to share information and help others solve problems, and its sponsorship of WorldatWork certification courses and other programs of interest.
Our CommitmentCACC is committed to excellence in the advancement of the field of Total Rewards -- Compensation & Benefits, and to promoting the professional interests of those who are engaged in its practice throughout the Greater Charlotte area.
2009 Total Rewards Conference & Exhibition
Why Mentoring? In keeping with CACC’s mission, the Board
discussed the opportunity to facilitate additional networking and knowledge sharing through inter-company mentoring
The Board saw an opportunity to strengthen ties to CACC, particularly of those with less Compensation and Rewards experience
Benefit of membership – attracting new members
2009 Total Rewards Conference & Exhibition
How we got Started Selected a program leader Survey membership Agree to program goals based on feedback Establish budget Facilitate pairing Monitor progress Celebrate Measure and enhance
2009 Total Rewards Conference & Exhibition
Can I get a Volunteer? Board identified need to have a dedicated resource Desired someone who had experience with
mentoring programs Desired a leader with the ability to create and
implement the program
Daryl BennettCACC Director – At largeSenior VP – Human ResourcesTransamerica
2009 Total Rewards Conference & Exhibition
Survey Says – Part I Conducted a survey of CACC member to gauge
desired:o Interest in being a mentor or menteeo Outcomes from a programo Duration of a programo Time commitment (hours per month)o Formality of a program (structured or not)o Mentoring methods (phone, in-person, online)
2009 Total Rewards Conference & Exhibition
The Results We received 12 responses of interest in the program; 3
Mentors and 9 Mentees o recruited additional Mentors
Potential mentors wanted to give back to the profession and to build a relationship
Mentees desired increased compensation and general HR knowledge, a sounding board for ideas, career development suggestions, identify own gaps
9 month program with 1-2 hours per month expected Informal approach, guided by program participants
2009 Total Rewards Conference & Exhibition
Speed Dating – Mentoring Style Kicked off with a wine and cheese reception Mentees spent about 10 minutes interviewing each
potential mentor and had mentor bio
Mentors – seasoned Consultants and practitioners Mentees – spanned array of industries (consulting,
healthcare, retail, financial services, technology, etc.)
2009 Total Rewards Conference & Exhibition
Speed Dating – Mentoring Style Mentees gave the program administrator (Daryl
Bennett) their top three potential mentors Most participants got their top choice
2009 Total Rewards Conference & Exhibition
I Now Pronounce you Mentor and Mentee 9 pairs of mentors-mentees were established Mentees were given the task of “owning” the
relationship, making first contact, expressing their expectation from the relationship, etc.
2009 Total Rewards Conference & Exhibition
Resources Mentees were provided a self-assessment designed to help them
reflect on how well they demonstrate the behaviors related to the six mentee competencies that support a successful mentoring relationship
The assessment was to be used for the mentee’s information in order to accelerate growth and manage development.
The assessment shared with mentors only at the mentee’s discretion.
Participants were provide The Mentor’s Companion
2009 Total Rewards Conference & Exhibition
Keep with the Program Program administrator – facilitated dialogue with the
participants Communicated with participants throughout the
program period to check on progress / issueso I know I need to contact my mentor…o Prompted people with emails
2009 Total Rewards Conference & Exhibition
Survey Says – Part Two End of program survey
o All found the program the program a benefit of their CACC membership
o All but one mentee indicated that they used their mentor effectively
o All mentees would recommend the programo All mentors indicated that they would be interested in
being a mentor againo Participants indicated the positive of getting to know
each other and connect at member meetings
2009 Total Rewards Conference & Exhibition
Survey Says – Part Two (cont.) Mentee testimonials/feedback
o “I wanted to get some reassurance on how I’ve used certain compensation practices and learn from the experiences of a mentor”
o “It’s not going to change you 180 degrees, but it’s going to build on what you have and make you more aware of things you don’t have.”
o “Sometimes it's a challenge as a mentee because you are not sure how to tap into the knowledge of our mentor. It's important to be proactive as a mentee to get the most out of the program.”
o “This has been an ‘outside of my box’ experience. My mentor's ideas, sharing of experiences, suggestions, reassurance, motivation have been priceless.”
CACC
2009 Total Rewards Conference & Exhibition
Survey Says – Part Two (cont.) Mentor testimonials/feedback
o “It’s been really rewarding. We’ve developed a relationship that is about sharing — of ideas, thoughts and experiences,” she said. “It’s not just limited to compensation, either. It goes well beyond that. We’ve talked about career development, career opportunities and HR issues in general.”
o “This is a great opportunity for all of the participants and really personalizes the CACC experience.”
o “The benefits are shared on both sides of the relationship.”
o “Opportunity to further develop coaching/mentoring skills that are also applied at my workplace. “
2009 Total Rewards Conference & Exhibition
Strengths Really liked the reference book and articles sent at
other times as well “Speed dating” Building of relationships Ability to connect with someone to help discuss
issues and generate new ideas Both mentors and mentees got something out of the
program
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OFIs It doesn’t always work… Mentee may be as experienced as the mentor Meet as a group to discuss experiences Some struggled to meet due to work demands
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Key Learnings Regular communication from Program Administrator
keeps program from losing focus Program administrator is like a trainer Even experienced mentees get something from the
program (specific gaps) It is a benefit that may help attract and retain
members
2009 Total Rewards Conference & Exhibition
Need more information
Daryl Bennett [email protected]
704-330-5513
Robin [email protected]
704-733-5099