Mentoring. An increasing number of jurisdictions are expressing interest in being part of one or more international agreements that have as their main purpose the international benchmarking of engineering education or engineering practice standards. Accord signatories, when requested by the Committee, are willing to provide support, advice and guidance through a mentoring system to jurisdictions that are anticipating making formal application for provisional status or applying for upgrading to signatory of an Accord. The management of mentoring arrangements shall conform with any policy approved by the International Engineering Alliance in regard to risks to the safety and security of mentors.
Mentoring. A person who gives a younger or less experienced person, such as an apprentice, help or advice over a period of time. Usually at the onset of the apprenticeship a mentor is appointed who is happy to pass on some of what they’ve learned over their employment to an apprentice who will benefit from their experience. Industry Visits Any time which is spent out in industry counts towards ‘off-the-job’ training. The apprentice may be taken, via their training provider or employer, to an organisation similar to their own employer to learn new skills or see a different type of work in action. The visiting of a site other than their main place of work is an example of ‘Industry Visits’. Time Writing Assignments/Assessments The apprentice will be given research and assignments to complete by their assessor. It is important that they are given time to do this within their normal working hours. When completing any written work for the apprenticeship in this way, the time taken should be fully documented as ‘off-the-job’ training. Additional Learning Support If the apprentice requires additional support for learning so that they can get the most out of the apprenticeship then this will be organised with the employer. The support that is subsequently received to help you achieve the apprenticeship will be considered to be ‘off-the-job’ training.
Mentoring. The retention and development of faculty is critical for the health of the institution. These efforts can improve productivity, increase satisfaction and morale, and decrease faculty replacement costs. Experienced professors realize that teaching is a dynamic and reflective process. Successful mentoring programs can accomplish the following: Induct new faculty into the university through review of policies and procedures prior to the start of the semester. Induct new faculty into the department, College or School, and university expectations for teaching, scholarship, and service. Connect new faculty with their experienced peers to help integrate them into university life. Orient and re-orient faculty to the goals and objectives of department, College or School, and the university mission. Provide advice on campus committee involvement and scholarship opportunities. Create an atmosphere of reflection and the sharing of best teaching practices among faculty. All new faculty shall participate in mentoring, until tenure is achieved. In the first semester at NMHU, faculty mentors or mentoring teams shall be assigned by the Chair. Following the first semester, faculty members may select their mentor or mentoring team and report their selection to the Chair and the Xxxx. Mentors shall be other faculty members rather than administrators.
Mentoring. Each MCO that employs newly certified screeners shall have a formal program for mentoring new screeners (that is providing them with close supervision, on-the-job training, and feedback) for at least six months. This program shall be described in internal policy and procedures documents that are made available to new screeners and to the Department upon request. Each MCO will include activities that allow new screeners to:
Mentoring. Mentoring of other members of the instructional staff.
Mentoring. (i) Peer support services;
Mentoring. With the agreement of the Employer, Union Representatives will be allowed to observe a Management-scheduled grievance meeting for the purpose of mentoring and training. The Employer will approve exchange time, vacation leave or leave without pay for the Union Representatives to attend the meeting. Union-approved observers for mentoring and training purposes may be present with consent of the employee who is the subject of a disciplinary grievance.
Mentoring. Each MCO that employs newly certified screeners shall have a formal program for mentoring new screeners (that is providing them with close supervision, on-the-job training, and feedback) for at least six months. This program shall be described in internal policy and procedures documents that are made available to new screeners and to the Department upon request. Each MCO will include activities that allow new screeners to: Observe an experienced screener administering an actual screen; Complete practice screens on a paper version of the LTC FS; Be observed by an experienced screener while completing screens or to have his/her screens reviewed by an experienced screener; and Have the opportunity for discussion and feedback as a result of those observations or reviews. Screen Liaison Each MCO shall designate at least one staff member as “Screen Liaison” to work with the Department in respect to issues involving the screens done by the MCO. This person must be a certified functional screener and, at Department determined intervals, successfully pass the required continuing skills testing. This person’s current contact information must be provided to the Department. Screeners shall be instructed to contact the Screen Liaison with questions when they need guidance or clarification on the screen instructions, and shall contact the Screen Liaison whenever a completed screen leads to an unexpected result in terms of eligibility or level of care; The duties of the Screen Liaison are to:
Mentoring. The process in which a more experienced colleague is assigned to an inexperienced individual to offer guidance and general support. Protected Employee A protected employee is defined as:
Mentoring. Mentors will be volunteers approved by building administrators in accordance with guidelines set by the state. To the extent that approved volunteer mentors are available, the district will provide a mentor for every teacher new to the profession who requests one. Mentor stipends will be paid according to the rate set on an annual basis by the Kansas State Department of Education. Mentor stipends will be paid if funds are available from the state for that purpose.
