PMECR

Career RisingPMEntoring for Aspiring PMEs

Mentees’ BriefingSENSE College

MISSION To drive excellence by creating alternative pathways to enhance the competitiveness and confidence of

the students and workers

VISIONA premier social enterprise in championing

lifelong learning

STRATEGIC THRUSTS

Create alternative pathways for better career opportunities

Promote the spirit of lifelong learning in the MM community

Ensure profitability

SENSE SCHOOL OF LEARNING

School of MathsSchool of EnglishSchool of Science

School of Parenting Skills

School of Soft skillsSchool of Workplace Literacy

School of Workplace NumeracySchool of ICT Skills

School of Service Excellence

Private N O and A Level College(January 2013)

Skills Centre for Logistics, Business and Aged Care

Pre-

Test

(Age

4 to

18)

Care

er

Prep

arati

on (A

ge

18 &

abo

ve)

Career Pathway

Job ReadinessCareer

Progression

1. Students scoring below 55

2. School drop-outs

3. Parents from low-income families

1. 10,000 students

2. 50 over locations island-wide

3. 1200 qualified tutors

1. Low Skilled Workers

2. Back-to-work women& Single mothers

3. Contract & casual worker

4. Aspiring PMETs

1. Training places 12,000

2. Jobseekers 2,000

3. Placement rate of 50%

4. One-third move up after training

Target Group Outcomes

Targ

et G

roup

Structured programfor contract workers

Programme for Aspiring PMEs

Back-to-work Women programme

Public Career Fairsfor low skilled workers

Institute of Soft skills Institute of Workplace Literacy

Institute of ICT skillsInstitute of Service Excellence

@ S

ENSE

Insti

tute

s

Foundational Skills @ CET

@ S

ENSE

Insti

tute

s

Partnering other CET centres to

bring functional training to workers

Two research projects were conducted on Malay/Muslim (M/M) Professional Managers and Executives led by Dr Tan Khee Giap:

• 2009 – A report on understanding Employers and Employees expectations for Tertiary Education M/M Singaporeans– Key findings related to Skills and Employability:

• Disadvantaged when it comes to information dissemination and social networks

• Lack of professional networking opportunities• Lack of career guidance including professional soft skills• Self-exclusion to jobs in business and engineering sectors

Background Strictly Confidential

• 2011 – 3-year longitudinal study on ‘Comparative Employability and Career Advancement for Tertiary Educated M/M and Chinese Singaporeans also led by Dr Tan Khee Giap

– Key Findings related to Skills & Employability (first 2 years of study):• Lack of preparedness in job search• Higher % of M/M workers get jobs in sectors not in the field of

their study• Lower % of M/M workers have mentors for their career planning• Relationship with superiors/bosses less favorable • Lack of supervisory and leadership skills

Background

SENSE Clients• SENSE achieves approximately 14,000 training places per year

(approximately 4000 workers per year)• 10% of these training places are taken up by workers aspiring

PME jobs• Transition to PME jobs after training is less than one-third• Transitional challenges through anecdotal evidence shows:

– Lack of confidence among workers to take up PME jobs– Lack of networks and possible need to enhance networking skills– Anxiety in delegating– Need to improve working relationships with peers and supervisors

11

Career RisingPMEntoring for Aspiring PMEs

Mentees’ BriefingSENSE College

18 October 2013

GOALS

1) Identify Malay/Muslim workers in the workforce who have the potential for PME (Professional, Managerial, Executive) jobs.

2) Prepare workers to take on PME jobs through skills training and career coaching.

3) Support workers during the transition to PME jobs through case work, mentorship & financial assistance.

ROLES & RESPONSIBILITIES(MENTEE)

The Mentee’s role is to tap on the expertise and experience of the mentor in order to maximise the knowledge base presented to him/her.

The Mentee will not impose their own agenda, nor will they intrude into areas that the mentor wishes to keep off-limits.

The Mentee will actively seek to clarify doubts, and aim to achieve specific goals set out for him/her at the commencement of the mentoring process.

At no point shall the mentee request the mentor to complete his/her work on his/her behalf.

ROLES & RESPONSIBILITIES(MENTOR)

The Mentor’s role is to respond in a non-judgmental and primarily non-directive manner to the mentee’s performance and development needs. The aim is to help the mentee to articulate and achieve goals.

The mentor will not impose their own agenda, nor will they intrude into areas that the mentee wishes to keep off-limits.

The mentor shall offer an appropriate mix of listening and questioning, and advice and guidance, in order to help the mentee clarify and achieve performance, development or career goals.

The mentor will be aware of and operate within the limits of their experience and expertise.

OUTCOMES

More Malay/Muslim workers in the workforce are able to take on PME jobs. The community is more

able to help workers improve their career prospects and social mobility.

PROGRAMME MODEL

PLANNED ACTIVITIES(FOR MENTEES)

• Outreaching• Career Coaching • Networking – How To Sessions• Networking Sessions

• Job Placement Exercise• Industry Based Talks • Mentoring Space• Seminar

24 Hours Fundamental Training

– Leadership and management awareness workshop– Process improvement skill – Project Management – Managing change – Effective delegation – Coaching for an improved work performance

PROFILE OF MENTEES

• Age: 28 years & above/working at least 5 years• Diploma & above and/or WPLN Level 5• Recently promoted, assumed a bigger role or

received a salary increment

Standard Acceptance Letter be given to Mentees.

LAUNCH

• Date: February 2014• Time: 10am• Venue: SENSE • Guest of Honour: Dr Fatimah Lateef

Thank you Good Luck