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Module 2: Steps to Implementing a Direct Care Professional Peer Mentor Program

Develop an Implementation Plan

Hold a Meeting with the Selected DCP Mentors to Ready Them for the Mentor Training

Hold a brief orientation meeting with those selected to become mentors prior to their scheduled mentor training. The key here is to keep it very brief so as NOT to overwhelm them.  View it as a time to celebrate and answer any questions they may have before they attend the mentor training without setting too high expectations.  Below are some items that you may want to cover in the meeting:

Resource #15:  “Sample: DCP Peer Mentor Orientation Meeting Agenda”

Review or restate your organization’s philosophy about mentoring

Review their new job description and incentives.
Clarify what they can expect after they complete the training:

Share the training dates with them so they can add to their calendars.
Let them know if they will be paid during their time at the mentor training and whether you plan to pay mileage, etc.
Inform them about any overnight/hotel arrangements they need to know about.
Share and go over the objectives of the “A Call to Mentoring”: A Direct Care Professional’s Peer Mentor Educational Program”© with them so they have some idea of what to expect when they attend the mentor training.
Resource #16:  “What Direct Care Professionals Will Learn at “A Call to Mentoring”: A Direct Care Professional’s Peer Mentor Educational Program.©”
Let them know when incentives/mentor perks or benefits will go into effect (e.g. pay increase/bonus, issuance of a new name badge and title upon completion of the training).
Discuss the expectations for their new role (assure them it will be a gradual process until they are more comfortable in their new roles).
Provide encouragement.

Receive New DCP Mentor Graduates

Acknowledge their accomplishment and provide the incentives promised as soon as possible upon completion of their graduation from the mentor training.
Provide assignments.  The sooner mentors can begin their new roles, the better.  If there are no new staff members to mentor/orient, they can still use their skills and new role to be ambassadors to existing staff.  They can encourage, empower, and support all staff!
Provide ongoing support, problem-solving, and encouragement.

Evaluate the program periodically. (Prepare for the reality of each organization’s pattern.)

Module 2: Page 7