APPA MENTORING PROGRAM

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1 APPA MENTORING PROGRAM The APPA journey represents a continuum through ones career in educational facilities management. Early in one s career, APPA can assist with professional development such as the Supervisor s Toolkit, the APPA institute and the APPA Leadership Academy. APPA provides for both international and regional networking, and provides an opportunity for credentialing with the Educational Facilities Professional (EFP) and the Certified Educational Facilities Professional (CEFP). As one progresses along this journey, APPA provides opportunities to contribute and to share that wealth of knowledge gained through years of experience. It provides opportunities to contribute such as writing articles and presenting at various educational forums, assisting with the Facilities Management Evaluation Program (FMEP), conducting research through CFaR, teaching at the Institute or the Academy, or serving on regional and international boards. APPA also provides recognition for continuous contributions to the organization and the profession. Through this journey, professional relationships with peers create solid bonds and lasting memories, often more fulfilling than the journey itself. To compliment the APPA Professional Development Continuum and aid members through their APPA journey, APPA has created a mentoring program. The APPA mentoring program is designed to assist APPA members in advancing within their profession and to help members take full advantage of the offerings that APPA has to provide. 1 P age

2 1. Purpose - The purpose of the APPA mentoring program is to: (a) (b) (c) Support APPA in its mission to elevate the leadership and influence of educational facilities professionals. Recruit and mentor others to prepare for and fulfill leadership roles at their own institutions, within their region and within APPA. Help mentees achieve a level where they can then become mentors themselves. 2. Program Administration The common framework described below is to help regions and chapters develop a mentoring program that will be familiar to all APPA members. Although the program is designed to be administered at the local and regional level, APPA can assist with advertising, the mentor/mentee database, and developing mentor training programs. Each region should have a mentoring coordinator that will work with the other regional coordinators to help improve the program to ensure it provides the best mentoring opportunities for its membership. The regional mentoring coordinators will help to match potential mentees to mentors, help to market the program and provide recognition to the participants. 2 P age

3 3. Eligibility for Mentors - Members interested in being mentors are asked to have a certain professional skill set, along with a solid understanding of the portfolio that APPA and its regions have to offer. To become a mentor, members must achieve a minimum of fourteen (14) points. Points consist of any combination of the following. Note that (a) and (b) below are base requirements and each has a minimum requirement. If you feel you do not qualify to become a mentor, then please scroll down to item #4 below to learn more about to become a mentee. (a) (b) (c) (d) (e) (f) (g) (h) (i) Must be an APPA or regional member in good standing. Each year of membership counts as one point. All years of membership count; however a minimum of three (3) years is required to become a mentor. This is a base requirement. Attendance at a regional or chapter annual conference counts as one point for each year of attendance. All years of attendance count; however a minimum of three (3) annual conferences is required to become a mentor. This is also a base requirement in addition to 3(a). Attendance at an APPA annual conference counts as one point for each year of attendance. Participation as a regional or chapter Board member, Committee chair or State/Province representative. Each term on the Board counts as one point: for example serving as President-Elect through Senior Representative earns four points; and each year as Secretary, Treasurer, Communications Coordinator, Annual Meeting Coordinator, or Committee Chair earns one point. Each region or chapter may tailor these requirements as needed in order to align with their governances. Participation as a presenter at a chapter, regional or APPA annual conference. Counts as one point maximum per year. Additional years count as additional points. Participation on an annual conference host committee. Counts as one point. Chairing the host committee counts as two points. Graduation from or completion of the APPA Supervisor Toolkit, APPA Institute or APPA Leadership Academy is worth one point each. Successful completion of the APPA Educational Facilities Professional credential (EFP) and the Certified Educational Facilities Professional (CEFP) count as one point each. Publishing an article in the APPA Facilities Manager magazine counts as one point maximum per year. Additional years count as additional points. 3 P age

4 (j) (k) (l) (m) (n) Becoming a regional trainer such as a Supervisor s Toolkit Trainer, or a CEFP prep course trainer counts as one point each. Participating on an APPA Facilities Management Evaluation Program (FMEP) evaluation team counts as one point per year. Additional years count as additional points. Acceptance of a special assignments from the chapter, regional or APPA Board earns one point per completed assignment. Special assignments could include such things as participating on an APPA task force, etc. and may be defined as needed on a regional basis. Attainment of an APPA or regional recognition award, e.g., Pace Setter, Fellow, Meritorious Service, President s Award, etc., - earns one point per award. Being a mentee counts as one point. 4. APPA Mentees APPA members who wish to have a mentor assigned to them may contact their regional program coordinator who can assist with the application process. Additional information is also available on the regional websites. 5. Frequency of contact and length of pairing - Communication frequency will be informal and left up to the mentor and mentee, however frequent contact is encouraged. At a minimum, the mentor and the mentee are encouraged to agree to monthly contact via their medium of choice ( , telephone, social media, etc.). Set meeting times are recommended. The monthly meetings can be as short as 10 to 15 minutes in order to develop a relationship. Additional contact is recommended if the mentor or mentee have questions or need assistance. Additionally, connecting at annual conferences or related functions is highly recommended. The length of pairing for the mentor and mentee is suggested to be at a minimum of one year or until the mentee is qualified to become a mentor. The mentor and mentee can agree to continue or discontinue their mentoring relationship, once the mentee becomes a mentor. 6. Follow-up The regional program coordinators are encouraged to develop a process in which they reach out to the regional mentor/mentee partnerships in order to collect feedback from mentors and mentees. The feedback will help determine that the program is meeting its intended goals, to track the status of the matching process, and to assist with any concerns that may arise. 7. Recognition Achieving the status as a mentor is worthy of acknowledgement. Therefore, each region is encouraged to develop a process or program that recognizes its participants. For example, members who have applied for and meet the requirements to become a mentor can be recognized at the annual chapter or regional conferences. This public recognition encourages others to participate, and for mentees to strive to become 4 P age

5 mentors themselves. Regional representatives are also encouraged to seek out and publicize success stories. 8. Metrics In order to measure the success of the APPA Mentoring Program, regional program coordinators should develop common metrics. Metrics should include such things as the number of qualified mentors, the number of participating mentees, mentees who eventually become mentors, program participants who become more involved in the regional boards or become more actively involved in their regional activities, participant satisfaction, etc. The ultimate goal of the APPA mentoring program is to help and encourage mentees to become mentors themselves, thus helping others with their professional growth and through their own APPA journey. 5 P age