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Mentoring Checklist

Key Features of Successful Mentoring Programs

Australian research, and our own experiences with NZ mentoring, illustrates the diversity of possible structures which mentoring programs have been tried in terms of organisation, focus and participants. We are now able to advise you about the key features that lead to successful mentoring. There are several factors common to successful mentoring programs. These may be grouped into the four phases for developing a mentoring program. and should be used as a checklist of factors that need to be addressed.

Frontline Solutions Ltd provides facilitators, training workshops, and unique monitoring software to prepare your facilitators to successfully manage your mentoring.

Phase 1: Establishing a Program


Write a well-defined, purpose statement
Agreed outcomes set with involvement of all the stakeholders
Write clear administrative and program procedures - including a long-range plan that has school / sports body / organisation input
Include a safety net: - risk management, confidentiality policies and generally accepted reporting practices
Define paid or volunteer staff with appropriate skills and written role descriptions

Facilitator or Coordinator

Appoint good staff who liaise between mentors, sportspeople, teachers, support specialists, coaches and families. And arrange training.


Adequate financial, monitoring, training and in-kind resources - time, human and material resources need to be acquired
Staffing - based on organisation's goals, needs of mentors and participants, availability of specialist resources, staff and other volunteers' skill level.
Collaboration with diverse groups such as other professional organizations and mentoring support groups.
Internet access to resources should be made available, eg.

Phase 2: Selecting and Training Participants

Recruitment of Mentors

Written applications to be considered for mentoring
Written eligibility requirements for program participants
Appropriate screening, matching and training - use the mentor profiler available from Frontline Solutions Ltd
Good match between program goals and mentor expectations
Explain mentoring requirements to participants and recipients

Screening and Selection of Mentors

Careful selection of potential mentors - formal checks - plus ongoing supervision
Apply Mentor Profiler™ for training needs analysis

Preparing and Training Mentors

Train mentors and mentees eg active listening skills, learning styles, issues in various phases of the relationship
Preparation of mentors for the mentoring role with ongoing support and training

Selecting and Preparing Mentees

Ensure appropriate to program goals and resources
Obtain personal, organisation and family consent
Must be prepared before program i.e. expectations and behaviour

Matching Mentors and Mentees

Be sensitive to pairing, preferably allowing choice
Always determine a 'cool-off' period - no loss of faith
Manage ongoing monitoring of the relationships

Phase 3: Implementation


Manage regular, consistent contact between the mentor and mentee in early days
Ensure appropriate locations to meet

Activities for Mentors and Mentees

Offer specific tasks: diversity in activities while still allowing for individual choice
Arrange opportunities for program-supported social activities for mentors and mentees
Confine focus to personal development unless technical / coaching objectives are agreed.

Ongoing Support for the Program Participants

Formal support system provided for mentors - adequate communication and training - follow up meetings
Insist on confidentiality in relationships
Arrange support for mentoring process from organisations or communities eg reward and recognition system for mentors and mentees
Acknowledge partner, family or guardians as part of the support program


Quarterly and annual review and support
Appropriate conclusion and recognition

Phase 4: Evaluation

Why Evaluate?

Know if benefits or damages are occurring to all participants
Protection of stakeholders comes from program evaluation and ongoing assessment

Who should do the Evaluation?

All participants involved - preferably with independent evaluator

Review Both Process and Outcome Data

Data collected throughout with Student Profilerr™ and Mentor Profiler™ software programs
Check that activity and evaluation relates to program goals
Make use of other anecdotal reports

Use the Evaluation Data

To provide feedback and assess impact
To decide on continuing or changing mentors
To upskill and support mentors
To contribute to performance management

With acknowledgement to: Australian Commonwealth Department of Education, Training and Youth Affairs under the Quality Outcomes Programme. International Year of Older Persons Mentoring Research Project Report (29 September 1999)

Contact Frontline Solutions Ltd
   - for assistance with setting up and managing mentoring programmes,
   - for assistance and support when using the mentor profiling software.

Mentoring Online > Mentoring Checklist