1. APTA Human Resources Committee Webinar Series Developing Mentorship Programs: Successful Models and Pilots Wednesday, March 19, :00 – 3:30 p.m. Eastern Time Webinar Connection: Viewing the webinar: Your confirmation 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.

2. 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

3. 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

4. 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

5. 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

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

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

8. 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

9. 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

10. 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.

11. 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

12. 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

13. 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.

14. 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.

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

16. 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

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

18. Process Continued Initial Email Introduction Exchange resumes
Distribute Assignments

19. 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

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

21. 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?

22. Conclusions
Students
Mentors
Instructor
Win Win Win

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

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

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

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

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

28. 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.

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

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

31. Orange County Transportation Authority Mentor Program

32. 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

33. 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

34. 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

35. Background Creation of Program Launch Date Cycles
In 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)

36. 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.

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

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

39. 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.

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

41. 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

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

43. APTA Human Resources Committee Webinar Series Developing Mentorship Programs: Successful Models and Pilots Wednesday, March 19, :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.