West Kent Mentoring - 2.2 Evaluation and Review

The mentoring programme will only achieve its aims if it operates within a well organised structure. This includes a defined process of monitoring and evaluation. Everyone involved in the scheme should be involved in this review process to ensure ongoing continuous improvement.

 

 

The Personal Mentor

 

By its very nature, this role will involve continuous review as the Personal Mentor and Candidate will be meeting on a regular basis to review progress.

 

It is the responsibility of the Personal Mentor to give feedback on progress to the Lodge Mentor. This will include how the mentoring relationship is progressing with the Candidate and will contain such points as:

 

  • How often do they meet? 
  • Have they met after each of the degree ceremonies? 
  • Does the Candidate make any positive/negative comments about any aspects of the Craft? 
  • Has the candidate taken part in any ritual or shown interest in doing so? 
  • Are there any recognisable skills that the Candidate has that may be useful to the Lodge in the future i.e. a head for figures (Treasurer), Compassion (Almoner)? 
  • Is the Candidate visiting other Lodges? 
  • Does he attend any social events? 
  • Any other general comments

 

The Personal Mentor can also give feedback on how he personally feels about the role he has agreed to undertake: does he enjoy it; has he had any good success; any best practice to share etc.

 

The frequency of these review sessions will depend upon the Lodge Mentor, but must occur at least once a year before he completes a Lodge Mentors Summary, in respect of each Candidate. 

 

 

The Lodge Mentor

 

As the Co-ordinator of mentoring within his Lodge, the Lodge Mentor needs to monitor and report on all mentoring activities to his Assistant Group Mentor.

 

This will involve both objective and subjective methods. Subjective evaluation will come from review discussions with Personal Mentors on Candidate progress. This will involve the areas mentioned above in the Mentor section, and will be mainly focussed on the nature of the relationship between the Candidate and his Personal Mentor.

 

More objective measurement can be made by taking note of a number of criteria for each candidate:

 

  • Number of attendances 
  • Progression in Lodge, if appropriate 
  • Number of Provincial seminars attended 
  • Number of visits made to other Lodges 
  • Attendance at Lodge of Instruction (if appropriate)

 

Whilst it is not wished to appear prescriptive, a degree of uniformity is necessary when considering the criteria to use, if a Provincial or national picture is to emerge. It is therefore important that the same criteria are used for each candidate in our Lodges and across our Province. However, merely a 'gut' feeling is unhelpful as it can lead to charges of inconsistency and bias. Judgements should be supported with evidence.

 

What should also be made clear is that these criteria give a judgement on the process and not on the person.

 

If the process is working well, it should result in a Candidate attending regularly, showing interest in the ritual, wanting to move on, eager to learn, asking questions and obviously enjoying his masonry.

 

Whatever judgements are made should be the basis for growth during the next year. Setting targets can be unhelpful and threatening, as well as instigating a culture of failure if targets are not met. What is positive and empowering is for the Candidate to indicate what he would like to do and the support he will require e.g. Learn some ritual, shadow the Inner Guard, visit another Lodge, or help in fundraising.

 

Once a year the Lodge Mentor should complete a Lodge Mentors Summary and return it to his Assistant Group Mentor by the specified date. This report allows the Lodge Mentor to give progress details at both individual Candidate and general Lodge levels.

 

 

 

West Kent Mentoring - Part 2.3 - Guidelines