MENTORING THE TRAINEE MARINE ENGINEER A Programme of the Institute of Marine Engineers (I) for Student Members.

MENTORING THEMENTORING THETRAINEE MARINE TRAINEE MARINE

ENGINEERENGINEER

A Programme of the Institute of Marine A Programme of the Institute of Marine Engineers (I) for Student MembersEngineers (I) for Student Members

Mentoring……Mentoring…… is a is a process whereby someone process whereby someone

with more experience or with more experience or expertise provides support, expertise provides support, counseling and advice to a counseling and advice to a

less experienced colleague or less experienced colleague or novicenovice

Mentor……Mentor……

• is the senior in the profession who acts as a role model and helps the trainee to pick up the nuances of the profession

Mentee ……Mentee ……

• is a new entrant to the profession undergoing mentoring process

Why Mentoring ?Why Mentoring ?

• The IMEI considers it vital that experienced members of the Marine Engineering Profession are involved in training students who are aspiring to enter the profession

• Mentoring can be a rewarding experience.

• Through the mentoring process the Mentor will learn and develop new skills and techniques

• Mentee shall benefit immensely.

The mentor is responsible for:The mentor is responsible for: 11

• acting as a guide, coach and role model for the trainee

• interacting periodically with the trainee to review experience gained and set objectives for the next period

• verifying the record of practical experience submitted by the trainee

The mentor is responsible for: 2The mentor is responsible for: 2

• helping the trainee prepare for the professional competence programme and verifying experience gained for enrolment purposes

• completing the mentor’s final report to accompany the trainee’s application for admission to the Institute as a trained Marine Engineer

• helping to transfer information to a new mentor if required

The trainee is responsible for: 1The trainee is responsible for: 1

• finding a mentor

• keeping a record of the experience s/he gains

• ensuring the records of experience are submitted to the mentor regularly completing the period of practical experience

The trainee is responsible for: 2The trainee is responsible for: 2

• advising the Institute of any changes in his/her situation (e.g. change of mentor, change of employer)

• enrolling in the professional competence programme when appropriate

• preparing for the professional competence programme and passing the professional competence examinations

Benefits of the Mentoring Benefits of the Mentoring ProcessProcess

For Mentee : • Improves self-confidence

• Offers professional development

• Provides advice and information

• Encourages reflection on practice

• Provides personal support

Benefits of the Mentoring Benefits of the Mentoring ProcessProcess

For Mentors:

• Refreshes own view of the profession

• Encourages self-reflection

• Develops professional relationships

• Enhances peer recognition

Benefits of the Mentoring Benefits of the Mentoring ProcessProcess

For the Institute:

• Enables meet its Objective of professional development of its current and future members

• Enhances members’ performance

• Encourages commitment to the Institute

Criteria for Becoming a Criteria for Becoming a Registered MentorRegistered Mentor

• Knowledge of the IMEI , DGS and IMO’s requirements for marine engineers at various levels

• Knowledge of the practical experience required for admission to the Institute

• Knowledge of issues facing the profession• Ability to counsel, advise, motivate, and direct • Interest in training future members of the IMEI• Recognition as a role model• Availability for regular consultation with the trainee

The Mentor – Mentee The Mentor – Mentee RelationshipRelationship

• A relationship must develop for effective mentoring to take place.

• Spend time getting to know your Mentee

• Let your Mentee know that teachers also make mistakes

• Constructively criticize

• Know the experience level of the Mentee

• Above all, maintain a sense of humour

The CommunityThe CommunityMentors need to make their Mentee aware of:

• the close relationship between home, community and institution

• the skills required to effectively liaise with parents, the importance of diplomacy and discernment in a parent/ mentor relationship;

• skills in organising and participating in parent / mentor interviews;

• Field work policy, and why protocol and departmental regulations are so important;

• the community involvement in the institution

• the diplomacy required when working with members of the community.

SkillsSkills

• Communication skills• Reflection Skills• Planning skills• Liaison skills• Collaboration skills• Analyzing and evaluation skills• Counseling and encouraging skills• Professional skills

Types of Contact for MentorsTypes of Contact for Mentors

Face-to-Face • Initiate a face to face meeting especially

for important issues

• Have a meal together

• Meet in the mentor's office or in the IMarE office if the subject matter is confidential

Types of Contact for MentorsTypes of Contact for Mentors

Email • Mentor and Mentee can email each other. • It is a good way for . . . • Mentor to alert Mentee to programs and new

information • Mentee to ask quick questions, seek direction • Reminders • Mentor can invite Mentee to attend various

programs

Types of Contact for MentorsTypes of Contact for Mentors

Phone • An occasional check on the part of the

mentors to be personnel

• An excellent way for Mentee needing to set up a strategy meeting.  Important when confidentiality and tone of voice are critical and email won't do.

Types of Contact for MentorsTypes of Contact for Mentors

• Creative Contact• Invite your Mentee to the Mentoring get-

togethers, Institute meetings, etc.. • Invite your mentor to attend workshops and

programs with you • Remind each other of monthly programming

events • Mentors:  Email programs you are attending to

Mentee and invite them to attend if appropriate

Potential PitfallsPotential Pitfalls

• Limited Time

• Lack of Skills

• Over-dependence

Objective of MentoringObjective of Mentoring

• The Objective of the Mentoring process is to provide the Mentee to associate with an experienced professional from his/her chosen profession who will guide him/her in his learning process so as to make the best of use facilities and resources available to the Mentee in the training institution.

How to become a mentor ?How to become a mentor ?

• Get a copy of the IMEI Guidelines for Mentoring

• Check if you are a suitable person

• Apply to IMEI for Registration

Start up of the Mentoring ProcessStart up of the Mentoring Process

• Obtain your registration as a Mentor• Get a list of Mentees assigned to you• Prefer all your Mentees to be from the same

training stream, 4 yr, 2 yrs or 1 yr• Obtain the relevant TAR book for the training

programme• Go through the TAR Book• Interact with the Trainers to understand the

training programme• Fix an initial , meeting with your mentees

Mentoring Process in OperationMentoring Process in Operation

• Get to know your mentee – his strengths , his weaknesses

• Advise him of the Opportunities & Threats

• Fix the date for the next interaction, its mode – personal meeting, phone call, e-mail etc.

• Allocate a task to the mentee

• Follow up on last interaction

IME Role in the Mentoring ProcessIME Role in the Mentoring Process

• Train the Mentors• Register progressively more Mentors• Provide forum for Mentors to interact with each

other. Fix frequency of such forums.• Get feed back from Mentors. Mentees and

Training Institutions• Publish the Mentoring Guidelines• Continuously update the Guidelines• Maintain documentation

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to maketo makeIndia’s India’s

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