Purpose:

Transfer the lessons of greater experience in a workforce competency to improve the capability of other individuals or workgroups.

Objective:

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Description:

Mentoring relationships are designed for accomplishing specific objectives. At the Defined Level, mentoring and coaching are informal, and the knowledge and skills imparted by the mentor are defined more by their experience and judgment than by a documented combination of knowledge, skills, and process abilities to be imparted. Mentoring activities are organized around the knowledge, skills, and process abilities to be imparted. Mentoring activities are also used to deploy competency-based assets. Criteria are developed for selecting mentors, and those chosen are trained for their assignments.

Entrance Criteria:

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Exit Criteria:

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Process and Procedures:

• Commitment to Perform
• Ability to Perform
• Practices Performed

Tailoring Guidelines:

• None

Process Verification Record(s)

• A responsible individual(s) verifies that Mentoring activities are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses noncompliance.
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• Executive management periodically reviews Mentoring activities, status, and results; and resolves issues.
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Measure(s):

• Measurements are made and used to determine the status and performance of Mentoring activities.
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• Measurements are made and used to determine the effectiveness of Mentoring activities.
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References:

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