Developing Expert Mentors for Procurement Community - EMPWR Mentoring Program

Exceptional Exceptional Mentoring Partnerships with Results (EMPWR Mentoring Partnerships with Results (EMPWR) ) 210 Formal Mentoring Program All Hands Presentation November 2019

Content I. Introduction (status, definitions, parameters, outreach) II. Expectations & Benefits II. Milestones III. Next Steps

Introduction What is the goal of EMPWR? What is the goal of EMPWR? Develop expert mentors within the procurement community to ensure that knowledge is transferred while developing and retaining a highly qualified procurement workforce Properly utilize those mentors to aid in the personal and professional growth while increasing employee satisfaction and cultivating a positive organizational climate Why Why did EMPWR get started did EMPWR get started? ? One of the goals of the Climate Advisory Team (CAT) II in 2018 was to develop a formal/informal Mentor/Prot g Program The idea was based on feedback and interest from the procurement community Research included benchmarking with other NASA Centers regarding their procurement specific mentoring programs, as well as, meeting with GSFC mentor/prot g program representative, and utilizing input from team members that had been part of the Center program

Status Where are we now? Where are we now? CAT III anticipates the launch of the EMPWR Mentoring Program in early calendar year 2020; working with OHCM to customize the existing Center Program (Mentoring Matters) specific to procurement. Anticipate starting with Pilot Program to aid in determining if any changes are needed to ensure future success All Mentors to participate by completing Profile sign-up application Method to identify a wide range of candidates to participate is in process

Definitions What is a Mentee/Mentor What is a Mentee/Mentor? Mentee Mentee: : An employee seeking to learn from the experience of the mentor; share and communicate goals to be achieved, discuss topics of interest and follow through with any identified developmental activities Mentor Mentor: : A trusted counselor and guide; an experienced, supportive, and knowledgeable employee who agrees to be a source of encouragement, foster an effective relationship/partnership, share organizational insights, help to expand network and facilitate the professional growth of a mentee. The The mentoring process mentoring process can be develop the develop the strengths and strengths and changing needs can be adapted over time to adapted over time to changing needs of the mentee of the mentee

Parameters What it is What it is An avenue to a network of resources; to increased learning and knowledge A means to develop career goals, growth and achievement It is meant to enhance interactions and teamwork across functions and groups and to gain diverse perspectives What it s not What it s not Does not replace the employee s immediate leadership in their office Not an avenue for shopping around for answers Not a means to complete specific work assignments that should be performed per the guidance of the mentee s office

Outreach Community Feedback Community Feedback Procurement community surveyed during the 2019 Summer Social to gauge interest in the proposed program Results Results Vast majority responded positively; expressing excitement about the Mentoring Program Community expressed most interest in the Knowledge Transfer and Career Goals/Growth aspects of mentoring

What do you consider are the most important pieces of information to be shared between the Mentee & Mentor? Knowledge Transfer Career Goals/Growth Career Advice Training Others: Career Experience, navigation, opportunities, templates, areas of improvement Procurement community had knowledge transfer policies, templates, routing matrix, PIC s and etc. are ever changing in our day to day functions. knowledge transfer as the most important piece of information. Procurement

Overall response on the implementation of a Mentoring Program was . Are you excited about the Mentoring Program? 40 35 30 25 20 15 10 5 0 Yes No Maybe N/A Are you excited about the Mentoring Program?

Expectations and Benefits Expectations Expectations All GS 14s and 15s will be eligible to serve as a Mentor Transfer knowledge Share strategies and approaches to career development through personal and professional experience Mentor and Mentees will be vested and engaged in this opportunity & partnership Provide practical advice, encouragement and support Establish boundaries and expectations at the beginning of the relationship Create a safe space which encourage open communication and honest exchange

Expectations and Benefits Benefits Benefits Provides a network of resources within the 210 organization Gain Continuous Learning Points (CLP) and meet 1102 Position Description (PD) performance requirements Access to Mentoring Program tools, resources and training opportunities Opportunity to give-back and improve the knowledge base within the 210 Organization Empower emerging and established Leaders Shared learning (Mentor-Mentee/Mentee- Mentor) Leverage knowledge, expertise and experience from Mid-Senior 1102s Flexibility in determining number and length of meetings Build and Foster relationships within the 210 Organization Meet when schedules permit Promotes professional and personal career growth

Milestones How it works? How it works? Eligibility Criteria: Mentees working in 210 at least 6 months; Mentors GS 14 & GS 15 Timeline (anticipated): Orientation: This presentation serves as the overview orientation Pilot Program: To begin in Jan/Feb 2020 Mentors & Mentees establish profiles/bios in Mentoring Connection EMPWR Portal Due Jan 2020 Matching Process (exploring use of Speed Mentoring Session for Pilot and Official Program ) Establish and Sign Mentoring Agreement (Flexible) Length of Agreement: 6 months 1 year Meetings : 30 min 1 hour; at least once a month Either partner has option to withdraw from mentoring partnership Orientation once matched/paired; focus session to be held (ground rules/roles & responsibilities) Training Available (training portal) Activities such as Group Mentoring Sessions, Subject Matter Expert Training Mid-point check in & Year End Check-In

Next Steps Mentees interested in volunteering for the pilot program to contact Dawn Fountain NLT NLT December 15, December 15, 2019 2019 Profile sign-up applications/bios will be due in the Mentoring Connections EMPWR Portal by the end of January 2020 Orientation and Training will be available prior to start

Next Steps Events Events Procurement Speed Mentoring Session Procurement-related SME Training Energizers Provided by OHCM Group Mentoring Sessions Virtual Mentoring Sessions Full year Mentoring Matters schedule of events to be provided by OHCM More information will be forthcoming

Reminders! Combined Federal Campaign now in full swing through January 12! Our CFC Directorate Representative is Keva Crossen Division keyworkers include Mayra Nieves-Torres (210.H) and Eboni Washington (210.P) Code 200 Holiday Party is December 10 at Rec Center! Code 210 Holiday Party is December 18 in Building 8 Auditorium!