Silver Award

Pillar 1 - Aims

1. The programme has a clear purpose, objective or aim(s).
2. Literature or websites clearly communicate the purpose, objective, outcomes or aim(s).
3. The programme inspires, motivates or introduces life or career development1.
4. The matching process ensures that mentors/mentees are suitable for the programme and enable participants to develop and that mentees are not matched with managers or those involved in appraisal of their performance.
5. The programme is non-compulsory and can be accessed by all, not just those in difficulties.

Evidence examples

• Screenshots
• PowerPoints
• Leaflets
• Adverts

Pillar 2 - Training for staff and student mentors (There is training provided for mentors covering: )

1. Helping mentees to trust them and feel safe in mentoring sessions.
2. Structuring mentoring conversations.
3. Practicalities of delivering mentoring, such as times or intervals between sessions.
4. Safeguarding protocol.
5. Boundaries, communication with mentees and confidentiality.
6. Supporting overwhelmed mentees.
7. Support available for mentors.
8. Ending mentoring relationships.
9. Signposting mentees to appropriate services.
10. Aims, roles and responsibilities within the programme.

Evidence examples

• Training plans
• Presentations

Pillar 3 - Support

Mentors.

1. Mentors have access to support for their wellbeing.
2. There are developmental activities undertaken on a regular basis for mentors (at least annually) and these can be informed by identified skills gaps.

Mentees.

1. Mentees can access information that helps them understand the purpose and potential outcomes of mentoring.
2. Mentors support mentees to identify their own goals, aims or outcomes from receiving mentoring.

Evidence examples

• Leaflets
• Screenshots
• Websites
• Procedures/policies
• Handbook
• Guidance

Pillar 4 - Administration

1. Programme has clear sign up, application and matching process.
2. Complaints procedures or policy are in place.
3. Professional conduct requirements are explained and expected (e.g. lateness, confidentiality, cancellation or behaviour).
4. Operational plan, strategy, communication plan, delivery methods or procedures are in place (covering as a minimum Health & Safety guidelines and or wellbeing).
5. Management guidelines are in place including data management and privacy.
6. There are a clear role description or expectations for mentors and mentees, including knowledge skills and behaviours.
7. There is a system in place to allow the mentee to change mentor depending on their needs or changes in circumstances.

Evidence examples

• Leaflets
• Screenshots
• Websites
• Procedures/policies
• Handbook
• Guidance

Pillar 5 - Awareness

1. Details of and about the mentoring programme are published and include dates, closing date and clear registration/sign up and contact details.
2. Webpages and documents are kept up to date.
3. The programme raises awareness of the positive benefits and impact of mentoring.
4. Key stakeholders recognise the role of mentoring.

Evidence examples

• Screenshots
• Leaflets

Pillar 6 - Diversity and Inclusion

1. The programme is open to a diverse cross-section of the population.

Evidence examples

• Leaflets
• Screenshots
• Emails
• Mailshots
• Social Media

Pillar 7 - Celebration

1. The work of the mentors, mentoring activities or successes of the mentees is celebrated, such as in the lead up to National Mentoring Day.

1. Mentees can access information that helps them understand the purpose and potential outcomes of mentoring.
2. Mentors support mentees to identify their own goals, aims or outcomes from receiving mentoring.

Evidence examples

• Leaflets
• Screenshots
• Emails
• Mailshots
• Social Media