Mentoring/Succession Program Elva M. Hyre, MSN, RN Administrative Director Division of Evaluation,...
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Transcript of Mentoring/Succession Program Elva M. Hyre, MSN, RN Administrative Director Division of Evaluation,...
![Page 1: Mentoring/Succession Program Elva M. Hyre, MSN, RN Administrative Director Division of Evaluation, Training & Research.](https://reader035.fdocuments.in/reader035/viewer/2022062307/5515658855034685568b5cb9/html5/thumbnails/1.jpg)
Mentoring/Succession ProgramMentoring/Succession ProgramElva M. Hyre, MSN, RNElva M. Hyre, MSN, RNAdministrative DirectorAdministrative Director
Division of Evaluation, Training & ResearchDivision of Evaluation, Training & Research
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To better support our To better support our mission and values . . .mission and values . . .
SCDMH devised a mentoring/succession program to better provide an effective support system which would attract and retain a caring and skilled professional workforce which highly values collaborative work, effective leadership and a coordinated effort toward those shared goals.
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As mandated in our agency's As mandated in our agency's mission statement . . .mission statement . . .
the SC Department of Mental Health supports the recovery of people with mental illness.
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Mentoring/Succession ProgramMentoring/Succession ProgramInceptionInception
• The first Mentoring/Succession Program for SCDMH was designed, developed and implemented in February, 2004.
• The program materialized as a result of a concern by the SCDMH Governing Council that, over the next 3 to 5 years, SCDMH would lose much of its senior leadership to attrition.
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Mentoring/Succession ProgramMentoring/Succession ProgramPurposePurpose
– Develop a cadre of potential leaders within SCDMH to relieve the anticipated void.
– Provide participants with sage advice from their mentors, focused feedback and networking resources.
– Enhance team building and greater loyalty to the institution.
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Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign
– The program was designed using all in-house resources and remains a budget neutral endeavor for SCDMH.
– Class instructors are selected based on their knowledge and expertise in a given topic.
– Mentees are selected by their center or facility director using pre-established criteria.
– The mentors are either facility or center directors or their designees who have an expressed interest in the program.
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Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign
– The program is strictly voluntary for all involved.
– There is an orientation to the program for both mentors and mentees.
– The program is launched by the State Director.
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Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign
– The mentees attend class in Columbia for one day each month. They then work closely throughout the month to complete pre-established goals, objectives and written assignments for each.
– Class assignments are graded by the class instructors and written feedback is given to each mentee.
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Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign
• The program is 10 months long.
• There is a formal graduation and those who successfully complete the program receive a certificate signed by the SCDMH State Director in acknowledgement of their achievement.
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Mentoring/Succession ProgramMentoring/Succession ProgramDesignDesign
Topics include:
Human Resource Development Information Management Public Affairs Strategic Planning
Internal Audit OutcomesSystems of Care Finance/Procurement
Quality Improvement Risk ManagementBudget PlanningLegal IssuesLegislative IssuesCultural Competency
Root Cause Analysis
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Mentoring/Succession ProgramMentoring/Succession ProgramProgram EvaluationProgram Evaluation
- Mentees evaluate the in-classroom instructors monthly.
- The mentee and mentor evaluate their mentoring experience monthly.- Final course evaluations are completed by both mentors and mentees.- Results of the evaluations are used to make improvements to the program.
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Mentoring/Succession ProgramMentoring/Succession ProgramProgram ResultsProgram Results
Since it start in 2004, the program has been successful in graduating one individual who is now a center director, one individual who is an assistant center director and one who was selected as a center director before he could complete the program. The third class is scheduled to graduate on December 7, 2006. The program will continue in 2007.