APTA Human Resources Committee 2014 Webinar Series Developing Mentorship Programs: Successful Models and Pilots Wednesday, March 19, 2014 2:00 – 3:30 p.m. Eastern Time Webinar Connection: Viewing the webinar: Your confirmation email from GoToWebinar provided you with your unique link to connect to the webinar. Audio: Once you connect to the webinar, the webinar screen provides you with a call in number and your unique PIN to hear the audio over the phone. You also may listen via the internet. This session is being recorded and will be made available to APTA members on the APTA web site.

Session Moderator & Presenter Dr. Jill Hough Chair, APTA’s Higher Education Subcommittee Program Director Upper Great Plains Transportation Institute Small Urban & Rural Transit Center, North Dakota State University, Fargo, ND

2014 Webinar Series TCRP Report 162: Building a Sustainable Workforce in the Public Transportation Industry - A Systems Approach – Completed Developing Mentorship Programs: Successful models and pilots – March 19 FMLA & Light Duty Assignments – April 16 Establishing a National Transit Industry Rail Vehicle Technical Training Program – May 21

2014 Webinar Series The 21st-Century Engineer: Elevating the Game in an Innovation Economy – June 18 Safety Practices for Transit Agency Employees – September 17 Developing Front-Line Workers - The industry’s Backbone – November 19 Affordable Care Act: Early Lessons Learned – December 17

Developing Mentorship Programs: Successful Models and Pilots Mentoring: Everyone’s responsibility Mentor programs: Develop, launch, sustain Academia and transit industry (public and private) partnerships: National mentor program Transit agency mentor program: Internal Opportunities for audience dialogues, lessons learned

Featured Industry Mentors Ms. Linda Bohlinger Principal, Strategic Consulting Parsons Brinckerhoff Mr. Robert Prince Vice President and Industry Liaison AECOM

Session Presenter Mr. Patrick Gough Executive Director of Human Resources & Organizational Development Orange County Transportation Authority Orange, CA

Industry Discussants Ms. Julie Espy Manager, Training & Development Orange County Transportation Authority Orange, CA Ms. Madeleine Colliere Mentor Program Coordinator Orange County Transportation Authority Orange, CA

What to Expect … NDSU Mentor Program Presentation National Industry Mentors NDSU Mentee Discussions and Audience Q&A OCTA Mentor Program Presentation Insights from OCTA staff Wrap up

Asking audience questions To submit a question or comment to the moderator during the session or during the Q&A, please type it into the Question box on your screen and then click on the send arrow located at the bottom of the box. To ask a question aloud during the Q&A , click the “raise your hand” icon and staff will call your name and unmute your phone.

Session Moderator & Presenter Dr. Jill Hough Chair, APTA’s Higher Education Subcommittee Program Director Upper Great Plains Transportation Institute Small Urban & Rural Transit Center, North Dakota State University, Fargo, ND

Developing Mentorship Programs: Successful Models and Pilot Programs APTA HR Committee Webinar Series Jill Hough, Ph.D. Small Urban and Rural Transit Center North Dakota Stat University

Why a Mentorship Program? The next generation of public transit workers can begin their learning while in school by participating in a mentorship program with industry experts. Connecting students with mentors and providing a structured opportunity for questions and answers can go a long way toward attracting and engaging the next generation.

Purpose of a Mentorship Program Connect students with industry experts to learn about the practicalities compared to the theories taught in class. Introduce students to public transportation Connects students with industry experts Learn about the practicalities of theories taught in class Greater understanding of the field, regardless of entry.

What is Necessary for the Program? Students Willing industry experts Topics or “structured” assignments Room for “unstructured” conversation Interaction – email, phone, face-to-face Reporting Evaluation

Process of Mentor Program at NDSU Network of industry professionals ASK them to serve as mentor Match students and mentors Provide Requirements Facilitate the Experience

Matched Students to Mentors Asked students about their interests. Easy to “hand” match when small group. Need more sophisticated approach with larger group.

Process Continued Initial Email Introduction Exchange resumes Distribute Assignments

Assignments Introduction Performance Metrics Fares Level of Service Topics Create Understanding Introduction Performance Metrics Fares Level of Service Economic Development Labor and Labor Relations Leadership

Assignments and Accountability Discussion with mentor Write up assignment and submit paper Discuss mentor responses with other students

Evaluations What do you like the most? What else should be included? What should be eliminated? What should be done differently? Please share 1, 2 or 3 things you liked MOST about the academic related Mentor/Mentee process. What would you like to see included in the academic Mentor/Mentee process? What do you think should be eliminated from the academic Mentor/Mentee process?

Conclusions Students Mentors Instructor Win Win Win

Featured Industry Mentor Vice President and Industry Liaison Mr. Robert Prince Vice President and Industry Liaison AECOM

Mentor Programs: Lessons Learned Dr. Jill Hough Moderator NDSU Mr. Robert Prince AECOM

Featured Industry Mentor Principal, Strategic Consulting Ms. Linda Bohlinger Principal, Strategic Consulting Parsons Brinckerhoff

Mentor Programs: Lessons Learned Dr. Jill Hough Moderator NDSU Ms. Linda Bohlinger Parsons Brinckerhoff

Featured Doctoral Student Mentee Mr. Elvis Mokake Ndembe Ph.D. Candidate North Dakota State University

Asking audience questions To submit a question or comment to the moderator during the session or during the Q&A, please type it into the Question box on your screen and then click on the send arrow located at the bottom of the box. To ask a question aloud during the Q&A , click the “raise your hand” icon and staff will call your name and unmute your phone.

Mentor Programs: Lessons Learned Mr. Elvis Mokake Ndebe Dr. Jill Hough Mr. Robert Prince Ms. Linda Bohlinger

Session Presenter Mr. Patrick Gough Executive Director of Human Resources & Organizational Development Orange County Transportation Authority Orange, CA

Orange County Transportation Authority Mentor Program

Agenda Program Overview Need for Mentoring Background Selection Process Measurements of Success Today I would like to give you a brief synopsis of OCTA’s Mentor Program. I will discuss: The Program Overview – what the program consists of The need for Mentoring – preserving institutional memory by sharing information and experiences from one to another Background – when the program was created and launched, how many cohorts to date and the number of people in each cohort Selection - process we used in selecting our mentors and mentees Measurements of Success – what were our performance measures

Program Overview Program Eligibility Commitment Application Matching Training Events We have all had mentors in our life Eligibility – the mentor program is open to all full-time OCTA employees Commitment – there is a one year commitment with a minimum of two hours per month meeting time with your mentor/mentee Application – all participants must fill out an application which is posted on our website. The application period is open for one month Matching – participants are matched through organizational matching and self matching Training – mentors and mentee go through an hour and a half training (first half hour is an orientation where they meet their mentor/mentee that they have been matched with and go over their partnership agreement, goal planning worksheet, and accountability tool worksheet) The next hour the mentors and mentees go through a separate informative training discussing their roles as mentors and mentees. Events – The program consists of quarterly events: Goal Setting Workshop – the purpose of this workshop is to help mentors teach mentees how to set realistic goals and stay on track MBTI Workshop – the purpose of this workshop is to provide mentors and mentees a personality assessment to help them better understand their own and each other’s personality, learning preferences, and communication styles Mentor/Mentee Mixer – mentors and mentees can share best practices and a panel of experts will be there to answer questions and share their experiences Luncheon – End of program luncheon and final evaluations of the program

Need For Mentoring Why a Mentor Program for OCTA? Mentoring attracts, develops, and retains talented employees Creates a sense of loyalty in workers as the organization demonstrates the value of developing employees Reinforces OCTA’s commitment of being an Employer of Choice and Workplace of Choice Knowledge transfer Soft skills development – inter-personal relationships

Background Creation of Program Launch Date Cycles In 2009 under my direction, the Training and Development Department Manager was tasked as the project lead for the creation of a new, formalized mentorship program at OCTA. The vision of the Mentor Program was to create and develop a mentor program to touch all levels of organizational development and provide professional development to mentors that builds and enhances coaching and mentoring skills. Repeatable, sustainable, viable The OCTA Mentor Program initially launched February 2010 Focused on developing mentors as well as mentees We have had 3 cohors to date – 2010/2011, 2011/2012, 2013/2014 – Cycle 1 (30pairs), Cycle 2 (20pairs) and Cycle 3 (24 pairs)

Measurements of Success Continued Participation Survey Feedback Continuation of participation – Continued matches were an early success indicator and continued participation (as either mentee or mentor) Positive survey feedback: I would like to share a few examples Examples – “I find the mentorship program to be very helpful. It has helped me create new goals for myself and find ways to improve my processes. Having a great mentor is everything. If I didn’t have a connection with my mentor then it would not be so beneficial. Thank you for offering this program and maybe one day I can become the mentor.” “After 4 years of employment with OCTA, I became a participant in the mentor program. The program is very helpful to me in networking and also in paving a career here at OCTA. I got to network with an IS Manager and it provided me with a better understanding of their roles and responsibilities in the organization. It also opened my eyes to potential future opportunities within OCTA. The relationship you build with your mentor is priceless. I would definitely recommend this program to anyone seeking career guidance and opportunities with OCTA “I found the mentorship program to be a very rewarding and informative experience. The program afforded me an opportunity to spend time with, and learn from, someone I would not have normally interacted with at OCTA. Not only did I learn a great deal from my mentor, but I also developed a lasting relationship with him. Being a mentee was a positive experience for me and I would highly recommend participating in the program.” Survey Statistics –– 78% of the Mentors said they guided their Mentees to make a commitment and followed through 81% of the Mentees said they received candid, independent feedback in a safe way from their Mentors 88% of the Mentors and Mentees said they were very committed to their partnership OCTA’s Mentor Program is definitely a path for progress. It is intended to help the participants realize their goals and potential and enhance their working relationships, whether they are a mentor or a mentee. Because I believe so much in this program, I myself am a mentor in the program.

Mentor Programs: Lessons Learned Dr. Jill Hough Moderator NDSU Mr. Paddy Gough OCTA

OCTA Mentor Program: Lessons Learned Ms. Julie Espy Dr. Jill Hough Ms. Madeleine Colliere

Asking audience questions To submit a question or comment to the moderator during the session or during the Q&A, please type it into the Question box on your screen and then click on the send arrow located at the bottom of the box. To ask a question aloud during the Q&A , click the “raise your hand” icon and staff will call your name and unmute your phone.

Mentor Programs: Lessons Learned Dr. Jill Hough Mr. Paddy Gough Ms. Madeleine Colliere Ms. Julie Espy

Mentor Programs: Lessons Learned Dr. Jill Hough Mr. Robert Prince Mr. Elvis Mokake Ndebe Ms. Linda Bohlinger Mr. Paddy Gough Ms. Julie Espy Ms. Madeleine Colliere

APTA Human Resources Committee Webinar Series Next scheduled webinar session: FMLA and Light Duty Assignments Wednesday, April 16, 2014 2:00 – 3:30 p.m. Eastern Time Registration flyer to be out in a few weeks.

APTA Human Resources Committee 2014 Webinar Series Developing Mentorship Programs: Successful Models and Pilots Wednesday, March 19, 2014 2:00 – 3:30 p.m. Eastern Time This session is being recorded and will be made available to APTA members on the APTA web site.