Mentor Recruitment and Screening

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1 Mentor Recruitment and Screening January 23, 2015 Presenter Estrella Garcia United Way of Stanislaus County

2 Objectives of Workshop Learn best practice strategies on how to recruit quality mentors Learn a best practice screening process Share and discuss your current best practices and experiences.

3 RECRUITMENT Recruiting appropriate mentors

4 Recruitment Plan MENTOR/MENTEE RECRUITMENT AND SELECTION: Mentor Recruitment Mentee Recruitment Mentor/Mentee Selection Document Data about Mentees Identify potential sources for recruitment. Develop public relations materials. Make contacts and mail marketing/public relations information. Follow up on all sources. Develop criteria for mentee selection. Determine if prospective mentees meet criteria. Select only those who fit the established criteria. Choose data to document on the basis of the outcomes you wish to accomplish. Also, disseminate a prementoring survey to mentees. The Maryland Mentoring Partnership, Vision to Reality: Mentoring Program Development Guide Mentoring Partnership of Long Island, The ABC s of Mentoring

5 Mentor Recruitment Define the Need and Expectations Identify Organization s Need(s) Determine Expectations and Commitment Rewards and benefits Challenges and obstacles Time commitments Document this in a job description

6 Mentor Recruitment continued Draft a timeline Create informational material Identify avenues for recruitment Community and business relationships 3 rd party conduit Colleges continuously improve the plan

7 Mentor Recruitment continued Recruiting through a 3 RD party Can act as a initial filter when recruiting mentors Provide them with your job description, including requirements Finger printing TB Test Qualifications Provide them with supporting outreach material

8 Other Resources Lend a Hand Get Connected Business magazines Social Media

9 Mentee Selection Is this going to be voluntary or required? Are mentees going to be selected, or referred? Is it first come first serve, or based on need? Is the need behavior based or academic based, both?

10 Graduation Coach Program Example Mentor Selection: (1) Determined the need tutoring and mentoring services Defined expectations and qualifications (2) Identified sources for mentors Feeder High School- cross age mentoring/tutoring Existing Mentoring Program Stanislaus County

11 EXAMPLE Mentee Recruitment Example Mentee Recruitment- Established concrete set criteria: GPA Attendance Grades Behavior referrals

12 SCREENING

13 Why Screen? To identify people who: have the sensitivity, commitment and sense of responsibility to be great mentors have the potential to harm youth or the program Also to: mitigate legal risk for the organization

14 10 Screening Procedures for Potential Mentors Orientation event or meeting Written application Face-to-face interview Character references Child abuse registry State sex offender registry Driving record Fingerprint criminal background check Live scan background check based on social security number Resume

15 Criminal Record Checks Name-based Can usually be done online Usually cost less Be aware: you could be provided with a false name and Social Security number Could miss criminal records because of mistakes in spelling, differences in last names, etc. Be aware: many names are similar, you can get a false positive

16 Criminal Record Checks Con t Fingerprint-based More accurate than name based checks Has to be done in person at an approved location Usually costs more In many states, fingerprint checks are not available to mentoring organizations Be aware: If someone was not convicted, the crime will not be on record

Interview Warning Signings Identifies wanting to work with a particular child Requirement for a background check results in anger or extreme

17 Interview Warning Signings Identifies wanting to work with a particular child Requirement for a background check results in anger or extreme offense Unusually interested in one on one time with children Character immaturity THE ABCS OF MENTORING, MENTORING PARTNERSHIP OF LONG ISLAND, 2003

18 Program Do s Develop a standard screening mechanism List of disqualifying results and mitigating factors Preform background checks, etc. Be aware: screening isn t the only thing that keeps mentees safe Be in compliance with all school and district policies

Program Dont s Require skills, education, licenses, or other credentials that aren t necessary Invade an applicant s privacy any more than is necessary

19 Program Dont s Require skills, education, licenses, or other credentials that aren t necessary Invade an applicant s privacy any more than is necessary to fulfill due diligence Rely only on background checks Nothing replaces intuition and gut feeling Don t be afraid to tell someone no thank you or reassign

20 The Process Isn t Perfect There is no single database for checking a person s history (or character) Background checks can be expensive Applicants may feel uncomfortable or inconvenienced Applicants may not willingly give their Social Security number or other personal information Applicants may be insulted that you don t trust them

21 RESOURCES See handouts Websites Indicators of Potential Child Molesters

22 Thank you for your time! Discussion

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