An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12,...
-
Upload
thomasina-spencer -
Category
Documents
-
view
214 -
download
0
Transcript of An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12,...
![Page 1: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/1.jpg)
An independent licensee of the Blue Cross and Blue Shield Association
Mentoring Program February 12, 2009
![Page 2: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/2.jpg)
The Company
3.7 million members3.7 million members
8 NC locations8 NC locations
4900 employees 4900 employees
![Page 3: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/3.jpg)
Business Drivers for Talent Development
−Larger and more global organizations
−Leaner organizational structure
−Demographic trends
−Increasing importance of human capital
−Economic uncertainty
![Page 4: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/4.jpg)
Talent Development• Companies are increasingly relying on career development as
a retention tool.
• A strong source of competitive advantage is developing the skills, knowledge and behavior of existing talent.
• Corporate Leadership Council studies indicate that employees develop first and foremost from feedback and relationship activities.
• An employee’s direct manager is the key to talent development through coaching, development activities, and individual development plans.
![Page 5: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/5.jpg)
Add title for transition slide
Blue Xchange: The Program
![Page 6: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/6.jpg)
Blue Xchange – Why Mentoring?• Informal mentoring was already taking place…
we wanted to support the effectiveness of mentoring relationships.
• Mentoring ranked 5th in importance to leaders out of 17 development programs.
• Mentoring ranked highest in importance to women and young leaders.
• “Conduits of informal learning, e.g., mentors, can have up to a 26% impact on discretionary effort.” – CLC study2.
![Page 7: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/7.jpg)
Blue Xchange Background
•A diverse work team designed and launched Blue Xchange in 1999.
• In 2004, Training Magazine recognized Blue Xchange as a best practice in mentoring.
•Blue Xchange has made mentoring an integral part of our culture.
![Page 8: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/8.jpg)
Blue Xchange Program Goals
Identify, retain and develop high-performing employees
Focus on diversity
Develop networking opportunities
Provide cross-divisional exposure
Enhance recruitment and retention
![Page 9: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/9.jpg)
Blue Xchange Roles• Mentors—from all areas and
levels of the company—provide guidance, coaching and advice to Mentees.
• Mentees are high-performing individual contributors and people leaders.
• Steering Committee determines guidelines, manages and monitors the mentoring program. Facilitates the application, selection and pairing of mentors and mentees.
![Page 10: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/10.jpg)
Program Process
Mentoring Meetings
Development Plan
Mini-Workshops
Orientation
Evaluation
Agreement Form
Program Components
Application Interview Selection /
Matching Notification Orientation /
Kickoff
![Page 11: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/11.jpg)
Blue Xchange Today
• There are 64 active mentor/mentee pairs in the 2008-2009 program.
• 40% of the current mentors were once mentees.
• Program is open to all employees after 1 year of service.
• Cohorts show an increase in promotions, transfers and title changes within the second year following program participation.
![Page 12: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/12.jpg)
Program Participant Outcomes% Merit Increase by Cohort
0.00%
2.00%
4.00%
6.00%
8.00%
10.00%
12.00%
14.00%
16.00%
2001 2002 2003 2004 2005
Year
Averag
e %
Merit
In
crease
Cohort 1
Cohort 2
Cohort 3
Cohort 4
Cohort 5
BCBS
Attrition by Cohort
0
1
2
3
4
5
2001 2002 2003 2004 2005
Year
# P
eop
le w
ho left B
CB
S
Cohort 1
Cohort 2
Cohort 3
Cohort 4
Cohort 5
• Since the program’s inception, program participants surpass the company’s average % merit increase every year
• On the average, employees receive the highest % merit increase in the second year following participation in the
program
Very few employees leave BCBSNC following participation in the program
![Page 13: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/13.jpg)
Observations
• Percent merit increase averages for Mentees are consistently higher than overall employee averages
• Employees receive highest percent merit increases in the second year following program participation
• Program supports employee retention
• Most cohorts increase in promotions, transfers, and title changes 2-3 years following program participation
• Most participants receive promotions, transfers, or title changes within two years of program participation
![Page 14: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/14.jpg)
Blue Xchange Lessons Learned
• Obtain visible senior level support and involvement
• Manage expectations of participants
• Be clear about purpose, audience and measurements
• Communicate clearly, consistently and regularly
• Evaluate and improve continuously
• Set pairs up for success
![Page 15: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/15.jpg)
Expanding the benefits of Mentoring
• New Manager Assimilation−Provides support for transition to people leader
• Key Talent −High potential development−Paired with internal coach and mentor−Mentors include company officers and other senior
leaders
![Page 16: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/16.jpg)
Add title for transition slide
Overall Talent Program Effectiveness
![Page 17: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/17.jpg)
EmployeeRetention
Index
EmployeeCommitment
Index
EmployeeEngagement
Index
MarketOpportunity
Index
ManagerQuality Index
Offer Fit Index
Company overall Blue Xchange Participants Mentorees Blue Xchange Participants Mentors
Source: Employee Preference Survey, BCBSNC, 2006
BlueXchange Participants Have a Good Relationship with the Company-2006
![Page 18: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/18.jpg)
2008 Employee Preferences Survey2008 Employee Preferences Survey
CompanyKey
TalentMentees Mentors
Employee Commitment Index 0.32 0.50 0.47 0.53
Employee Engagement Index 0.62 0.79 0.70 0.80
Indication…
When employees are provided more individualized development, they are more committed to the company and engaged in their work.
![Page 19: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/19.jpg)
Talent Development Journey
JobShadowing
Blue Xchange
Career Development
EmployeeNetworks
Career Navigator
DevelopmentalAssignments
VolunteerOpportunities
ContinuingEducation
Coaching
![Page 20: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/20.jpg)
![Page 21: An independent licensee of the Blue Cross and Blue Shield Association Mentoring Program February 12, 2009.](https://reader030.fdocuments.in/reader030/viewer/2022032804/56649e445503460f94b3903e/html5/thumbnails/21.jpg)
Thank you!