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Reverse Mentoring Agreement

Ground Rules for Mentors and Mentees

  1. The reverse mentoring scheme exists as an intervention aimed at tackling differential attainment in postgraduate medical training.
  2. Mentoring is offered to trainers (mentee) from any ethnic background and trainees (mentors) from ethnic minorities at any stage of their training (Foundation to CCT, and those on OOPE).
  3. Mentoring sessions typically last between 45 to 60 minutes.
  4. We recommend six sessions, and these are completed within a six-month window.
  5. Mentoring sessions will usually be arranged virtually via an online platform or via phone. If for any reason a face-to-face meeting is agreed upon, then the mentor and mentee pair should agree on how to meet.
  6. The meeting place is a mutually convenient one and is typically more helpful if located away from the mentee’s office.
  7. The mentee will contact the mentor to set up the first meeting and subsequently they can agree and outline how they will work together. This may occur in an introductory phone call, or at the start of the first session.
  8. We recognise that sometimes the mentor and mentee pair is unable to continue with the relationship for several reasons, in which case either mentee or mentor is entitled to withdraw from the process via the mentoring administrator by emailing: england.professionalsupport.yh@nhs.net.

Mentor Agreement

  1. Mentors will attend the NHSE (working across Yorkshire & the Humber) mentoring induction and at least two out of three group supervision.
  2. Mentors will create and maintain an account on the MentorNet platform and use this to communicate with the mentee.
  3. Mentors should respond to mentee requests and messages within a reasonable timeframe (48 hours, unless a weekend or bank holiday, then as soon as possible afterwards). If the mentor does not respond to a message, after one week after of a message being sent on MentorNet, a reminder will be sent to the mentor.
  4. If a mentoring relationship cannot continue, please email the administrator on england.professionalsupport.yh@nhs.net to notify of this.
  5. Mentors will agree with their mentee the number, and the timeframe of sessions. It is advisable that sessions are booked ahead in block due to clinical activities.
  6. After each session the mentor will log activity via the MentorNet platform if possible.
  7. At the end of the session, a post reverse mentoring survey will be completed by the mentor.

Mentee Agreement

  1. At the conclusion of each meeting, the mentee and mentor will review their position and decide whether and how to arrange further meetings.
  2. All information supplied via MentorNet is confidential and will be available only to the reverse mentoring team.
  3. Mentoring will usually be arranged virtually. Face-to-face meeting can also be agreed between the mentoring pair.
  4. Participating in the reverse mentoring scheme as a mentee implies a commitment to the process, including a clear and timely communication with the mentor and keeping to scheduled meeting times.
  5. If a mentoring relationship cannot continue, please email the administrator on england.professionalsupport.yh@nhs.net to notify of this.
  6. Mentees will agree with their mentors on the number and the timeframe of sessions. It is advisable that sessions are booked ahead in block due to clinical activities.
  7. After each session the mentee can log reflections via the MentorNet platform if desired.
  8. At the end of the session, a post reverse mentoring survey will be completed by the mentee.

Ethical Framework for Mentors and Mentees

While the reverse mentoring agenda is the mentee’s, the mentee must always bear in mind the power imbalance between the mentoring pair within the healthcare context, in addition, the mentor is sharing personal experiences that could be sensitive, thus it is necessary to ensure a compassionate and nurturing environment. Opportunities for leadership skills to be transferred to mentors is encouraged during the mentoring relationship. It is hoped that the mentoring relationship will add value in terms of enhancing the motivation, performance and retention of NHS staff and thus tackle differential attainment.

Competence

  1. Mentees should continuously develop their skills through reflection and open conversations.
  2. Mentors should recognise any need for their own personal support/wellbeing, attend group supervision or link in with project facilitators as appropriate.
  3. It is advisable that preferred language terminology are clarified between the mentoring pair at the start of the relationship including use of BAME, ethnic minorities etc.

Professionalism

  1. Both mentors and mentees should treat each other as whole people with lives outside their working environment, with respect for their individuality and their diversity of cultures, beliefs, sexuality and lifestyles.
  2. Mentors must respect the mentee’s right to confidentiality and vice versa, within the constraints set by the law and by the Duties of a Doctor.
  3. Mentors and mentees should read the handbooks provided and ensure they engage in productive communication and remain responsive in the language they use and the way they manage the mentoring relationship and the process. They should ensure that the expectations of the mentees are clear and understood.
  4. Mentees should not go into a problem-solving mode as it is within their skills as trainers and supervisors. The mentoring relationship is purposefully tailored to be reflective and not problem-solving.
  5. Mentees must not exploit or abuse the mentor’s trust or vulnerability.

Integrity

  1. Mentors must be honest and open and act with integrity and kindness.

 

 

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