“Mentor and mentee roles and responsibilities are clearly identified during all phases of the relationship so that outcome evaluation is automatic and natural.” (Smith et al., 2001) p105.

Mentor effectiveness is the extent to which the mentor was able to guide the mentee in the development and re-examination of their own ideas, learning and personal and professional development. 

There are two views of external assessment of mentor effectiveness. Those who do not agree with monitoring mentors and the mentoring process take the view that monitoring disrupts the philosophy and spirit of the mentoring concept.  Those who encourage monitoring take the view that a mentoring relationship is “an ongoing, changeable organism that is constantly monitored” to ensure it remains healthy and productive (from (Murray & Owen, 1991) p 146, also (Ricer et al., 1995),(Treasury Board, 1995)).

Self-assessment in order to evaluate one’s effectiveness as mentor is an important mentor role regardless of the type of mentoring (formal or informal).  Self-assessment can encourage and strengthen the mentor’s ability for self-assessment, give insight into the process of mentoring and the corresponding self-assessment in which the mentee may participate.  In a formal mentor program where the contrived relationship is at odds with true mentoring, evaluation of mentors and the menteam experience may be appropriate to determine whether the desired outcomes of the program are being achieved. 

Some examples of criteria that could be used to measure menteams:

Periodic “ok” report by mentors and mentee Progress report or learning plan by mentee Mentor/mentee meetings or interviews Mentor/mentee satisfaction surveys Track career progress of former mentee(s)

For Mentors
Some options to improve your mentoring skills are:

Ask for and receive feedback Self-reflection and assessment Take mentor training and development (there are many methods including workshops, Internet or CD-Rom, videotapes and companion texts – see Mentoring Tools, Resources and References) Network with other mentors and discuss experiences, challenges, strategies (see Mentoring Tools - Support)

References: (Ricer et al., 1995),(Jonson, 1998),(Treasury Board, 1995),(Murray & Owen, 1991),(National Academy of Sciences, 1997),(Zachary, 2000)

The following are samples of mentor evaluation:

Evaluation Of	Evaluation By	Purpose of Evaluation	Samples
Mentor	Mentor	Mentor self-reflection	(Zachary, 2000) p 46,53-56, 76, 78, 158
Mentor	Mentee	Feedback	http:/www.nap.edu/ readingroom/books/mentor
Mentoring Relationship – the Dyad or Menteam	Organization Program Leader/ Coordinator	To identify opportunities for training and development To ensure that the impact on participants is not harmful