Module 1 - Orientation to Candidacy/Mentorship
Learning objectives: Describe the role, responsibilities, characteristics, and competencies of effective mentors; Explore best practices for mentoring; Assess your own mentoring competencies
Module 2 - Preparing, Assessing and Evaluating Learning Agreements
Learning Objectives: Explain the importance of writing learning objectives; Guide candidates in preparing appropriate learning objectives; Link learning objectives to the Standards of Practice and Codes of Ethics; Practice writing learning objectives as a mentor; Evaluate activities to match learning objectives.
Module 3 - Supporting Candidate and Advancing Learning
Learning Objectives: Explain the principles of adult learning and appreciate their relevance for creating a positive learning environment for candidates; Consider how to incorporate the principles into your mentorship approach; Explain the importance of reflective thinking; Practice a critical reflection process.
Module 4 - Feedback and Evaluation
Learning Objectives: Explain the process when a candidate’s competence is in question; Explore the goals of feedback for candidates; Explore best practices for giving effective feedback in the mentoring process; Practice the elements of effective feedback; Evaluate factors to consider when giving effective and valuable feedback in a mentoring session.
By the end of this module, mentors will be able to:
Explore the goals of feedback for candidates
Explore best practices for giving effective feedback in the mentoring process
Practice the elements of effective feedback
Evaluate factors to consider when giving effective and valuable feedback in a mentoring session
Explain the process when a candidate’s practice may be contrary to the code of ethics and standards of practice is in question
Feedback and evaluation
As a mentor it is your obligation to help the candidate identify and learn the skills and knowledge needed for a successful career. Frequent feedback allows you to acknowledge your candidate’s strengths and motivate the candidate to work on areas of weakness. Feedback is an ongoing process, not something that is simply scheduled.
Don’t wait too long between exchanges — the candidate could end up wasting time and effort without regular check-ins to ensure they are still working in the right direction. The candidate will have the best chance at correcting and improving upon their behaviors if feedback is given immediately following a completed task, when the work is still freshest in their mind.
If you believe the candidate’s competence is in question, it is your obligation to review the complaints/ discipline section of the NSCSW website and follow the complaint protocol.