The Engineering Services Group launched a Mentoring Program in 2013 to help develop employees and strengthen the group’s succession pipeline. To date, more than 180 employees have benefited from the program and the feedback has been overwhelmingly positive.
This program would not be successful without staff who are committed to succession planning and workforce development. “Based on the positive feedback and support, I’m excited and look forward to what the future holds for mentoring, not just in Engineering, but for the District,” said Program Coordinator
Volunteer senior-level staff and managers are paired for a six-month program.
Mentees reap the benefit of new connections and the chance to work with staff who can provide inside knowledge and understanding that would otherwise take years to learn. Mentors share their knowledge and experience.
Onsite activities include trips to construction projects and facilities, a flash mentoring session with managers, opportunities to attend board meetings and dry run presentation sessions.
Through a close partnership with HR, participants attend leadership classes, personal development assessments, coaching sessions – as well as Engineering’s Brown Bag lunchtime sessions.
Like all educational opportunities, it’s a win-win for all participants. And for Metropolitan.