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Research Insights Prepared by Patterson Research Group

Youth Mentoring Reform Survey

Research Insights prepared for Department of Local Government & Communities

July 20132

Agenda

Project Snapshot

Background & Objectives

Research Approach

Results

Youth Attrition Rates

Training & Mentoring

Opportunities for the Community Sector?

Summary & Recommendations

Appendix: Detailed Methodology

&Tables

Project Snapshot


July 20134

Project SnapshotPRG conducted a hybrid online and CATI survey among 51 Human Resources Managers in Perth Businesses. Each respondent had read an e-mail from the Department of Local Government & Communities on the purpose of the research and on the work currently done by the department in terms of youth mentoring.

• 20% of businesses consider youth attrition rates to be a ‘quite’/’major’ issue for their business : • Unsurprisingly, businesses where under 25s make

up more than a quarter of the workforce are significantly more likely to consider young worker attrition rates a really/quite major issue (42%)

• Just over 2 in 5 (42%) of businesses

currently offer a mentor program to employees:• 27% of businesses offer at least one form of

support/mentoring for youth employees in particular.

• Over half the businesses with any mentor program have no specific training at all for mentors. ( “they pick it up as they go”)

• Currently only 16% of businesses surveyed have mentors and offer training for mentors.

• Amongst businesses with mentor programs – over a third (36%) reported that there were instances where mentors were confronted with issues they were unable to manage.

• Just over a third of businesses (34%) that do not have mentor programs currently, reported at least some interest in developing a mentor program.

• Just over a quarter (27%) of all business expressed some interest in a youth mentor training / development program from the community sector.

Background & Objectives


July 20136

Background

The community sector has many skills in the selection, development and management of mentor programs aimed at assisting young people from troubled backgrounds or who are simply struggling with life skills, to make the transition from adolescent to adult. These same community organisations are struggling for funds.

On the other hand, it is believed that the commercial world has a need to engage mentors to help young people engage with and become effective members of the adult workforce. Evidence of the difficulties that young people often have is seen in the dropout rate of young apprentices, particularly in the construction and hospitality sectors.

This research explored the notion of a commercial role that the community sector could fulfil through a youth mentoring service on a fee basis, or a training package for mentors recruited from amongst “in house” employees.


July 20137

Objectives

Building on the knowledge gained from the qualitative work conducted for the department by Patterson Research Group (PRG),this research aimed to:

Measure commercial awareness of and concern about the adjustment of young workers to working life.

Establish the extent of youth mentoring currently offered across commercial organisations in WA

Quantify potential interest in tapping into the established practices of community organisations in the recruitment and development of youth mentors, and the implementation of youth mentoring programs.

Research Approach


July 20139

Research Approach OverviewIn previous focus group research conducted by the Patterson Research Group for the Department on Mentoring- it was discovered that often the definition of ‘mentoring’ in business is very different to that which is meant by the Department. This finding indicated the need for a ‘pre- task’ e-mail to be sent to respondents, explaining the mentor offering, prior to interviewing.

Recruitment

• Some 616 businesses in Perth were called by telephone interviewers. Only the 221 that had an HR managers were engaged for the survey. Of this number 125 agreed to take part in the survey and their name, and email contact details were noted.

E-mail

• An e-mail was sent to 125 HR managers explaining the purpose of the survey as well as the Department’s mentor offering. Respondents were invited to do the survey online or via the telephone.

Survey

• Recruited HR managers who did not complete the survey online were called by telephone interviewers in order to conduct this survey over the telephone. There was an effective 59% refusal rate.

• In total 51 HR managers completed the survey either online or via the telephone.

Results – Youth Attrition Rates

Youth Mentoring Reform SurveyJuly 2013 11

Key Findings - Youth attrition rates a “hidden” issue?The high respondent attrition rate after recruitment suggests a low level of interest amongst HR managers who had accepted the email but refused the survey.

Almost half the sample reported over a quarter of their workforce was aged under 25 years.

One in five overall assessed the attrition rate of young workers as at least a “quite major” issue for their business.

However, attrition costs are “under the radar”Three out of four businesses who believe they have an issue with youth worker attrition rates have “no” or only a “rough” understanding of the cost of this attrition to their business. So one in four of those who rate youth attrition rates as an issue for the business have any idea of the cost to their business. This equates to approximately 12% of businesses overall have a good estimate of the cost of young worker attrition to their business. They believe that a “lack of work ethic” is the major factor in worker attrition.


Profile of Businesses InterviewedJust over 1 in 2 businesses (53%) interviewed had 50 or more employees working in Western Australia. While just over a third of business interviewed (34%) had over 200 employees.

37% of businesses interviewed had a work force where more than a quarter were aged under 25 years of age.

Q2 Approximately how many employees does your business have currently in Western Australia? Base: 51. Q3 Approximately what proportion of your West Australian work force is aged 25 or younger? Base: 51


Young Worker Attrition Rates

43% 35% 16% 4%

To what extent are young worker attrition rates an issue for your organisation?

Not an issue at all A minor issue only A quite major issue A really major issue

Net: 20%A fifth of HR managers consider young worker attrition rates to be an issue for their business. (Net really major/quite major issue: 20%)

Unsurprisingly, businesses where under 25s make up more than a quarter of the workforce are significantly more likely to consider young worker attrition rates a really/quite major issue (42%).

Only 12% of businesses felt that they had a quite or very good estimate of the cost of young worker attrition rates to the business.

Q4 We have found that there is a turnover of young workers in many industries. To what extent are young worker attrition rates an issue for your organisation? Base: 51. Q4a: Do you have an estimate of the $cost of that attrition rate to your business? Base: 51


Reasons for Young Worker Attrition Rates

Amongst those that felt that young worker attrition rates were an issue for their business, ‘lack of work ethic’ was the number one reason given for young employee turnover. They may not recognise the extent to which mentoring may assist with attrition rates.

Don't know

Better hourse elsewhere

Lack of readiness for workplace

Better wages elsewhere

Better training/support elsewhere

Travel/Relocation

Perceived lack of work ethic

Other

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

4%

7%

11%

14%

14%

14%

21%

29%

Perceived main reasons for turnover among young em-ployees : Amongst those who feel turnover is an issue

“The unpreparedness of the young person in relation to the employers expectation of sustained effort over a full working day.”

“Lack of enthusiasm and probably not ready to actually join the workforce.”

“Performance issues-they are not performing, fitness for work issues.”

Q4C: What do you think are the main reasons for turnover among young employees in your work place? Base: 28 (Those who think young worker attrition rates is an issue)

Results – Training & Mentoring


Key Findings - Training for Employees

Whilst effectively all businesses provide some form of employee training, just over 4 in 10 report that they provide some form of mentoring for employees.

And a similar proportion report that they offer an employee assistance package (External provider). One in four report no mentor or referral support at all.

16% report spending more than $50K PA on all training and mentoring activities, 35% from 11K - $50K, and 28% less than that (there was also 21% “don’t know” which we believe would also be in the under $11K level)


Key Findings - Young Employees Mentoring

71% report no specific youth mentor programs (though of this 71%, 12% reported a general mentor program that also included youth support without a specific youth focus)

So a Net of 41% had some form of employee mentor. This was made up of:

12% had a general program (that included youth)

10% specifically offered youth some internally sourced mentor support

6% referred to a “buddy” system for young employees.

6% “other support”

4% a graduate support program

JUST 2% of all respondents reported some external mentor support for young employees.


Current Training Offered to Employees

Don't know

We do not offer any training

Other (please type in)

Diversity training

Management training

First Aid training

Health & Safety training

Job Skills training

Inductions

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

0%

2%

10%

33%

49%

57%

73%

84%

90%

Training offered to employees

98% of businesses offer at least one training course to employees. 9 in 10 businesses offer inductions, 84% of job skills training while 73% offer health & safety training. Mentor training was asked separately and is shown in the following slide.

Q5a: What training is offered to employees in the terms of their employment? Please select all that apply Base: 51


Businesses which offer mentor support

Don’t know

Other (please specify)

None of these

Employee assistance programme

Mentoring

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

0%

24%

26%

40%

42%

Training offered to employees

3 in 5 businesses (60%) offer employees either ‘mentoring’ or an ‘employee assistance programme’ currently.

Q5b: In addition to ongoing supervision, what other support/mentoring is provided to employees in terms of their employment Base: 50


Average Spend on Worker Training / MentoringThe approximate average spend for Perth businesses on worker training/ mentoring is $34,000 per annum.

Q6 Approximately how much on average does your company spend on worker training, mentoring and support in Western Australia – including any external or in house training? Base: 50


Support/Mentoring offered to Young Workers in particular27% of businesses offer at least one form of support/mentoring to young workers. Just over 7 in 10 businesses currently do not offer any form of support/mentoring for young workers in particular. 2% reported external Mentor support for young employees (2% of respondents were not sure of their offering).

Don’t Know

External mentoring

Graduate program

Other

Buddy/coaching system

Internal mentoring

None for youth workers in particular

No mentoring program at all

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

2%

2%

4%

6%

6%

10%

12%

59%

What support or mentoring, if any, do you have for young workers in particular? By ALL

Q7 What support or mentoring, if any, do you have for young workers in particular? Base: 51

Results – Sourcing & Training Mentors


Key Findings - Most “Mentors” are internally sourced

77% of those who have any form of mentor program source the “mentors” internally.

About one in 10 use a mixed approach, and 14% have externally sourced mentors only.

Even after the guidance from the email prior to interview, which outlined the mentor structure, most evidently regard “career coaches” as mentors. We suspect that only the externally sourced “mentors” are “whole of life” mentors. - this is found in about a quarter of those who have a mentor program – that is about 9 – 10% of businesses surveyed.

About one in five businesses reported an automatic assignment of mentors to all new young employees. A similar proportion only initiate a mentor arrangement if a need arises.


How mentors are found by businesses with a mentoring program

Internal staff only 77%

Mix – some internal some external 9%

External only 14%

Just over three quarters (77%) of businesses that have a mentoring program select their mentors from their own staff base. Just under a quarter (23%) of businesses that have a mentoring program use any external mentors. This 23% represents some 9-10% of all businesses that have an HR Manager.

“As a small company it generally ends up being their direct supervisor who is best placed to guide them in their role”

“Some departments have permanent mentor for cadets, other depts. choose from colleagues close to the young person's position”

“'Management and Supervisors usually adopt the role”

Q8. You mentioned that you have a mentor program currently. We would like to ask you some questions about this program. Are your mentors found from amongst your own workforce, or do you recruit mentors externally? Base: 22 (Those companies with a mentoring program)


Whether businesses have ongoing or “as needed” mentoring programmes

In 19% of Perth businesses, all new young employees have a mentor. In 18% of Perth businesses, young employees are only allocated a mentor if there is a specific problem emerging.

Just under a quarter (23%) of Perth businesses only identify and recruit mentors on an “as needed” basis. Just under a fifth of business (18%) recruit mentors as part of an ongoing process.

Q9. Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if there is a specific problem emerging? Base: 51 Q10. Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more on an as needed basis? Base: 51

Results –Training Mentors – Opportunities for Community Sector?


Key Findings - Training mentors

Most internally sourced mentors (about 6 out of ten internal

mentors) are left to “pick it up as they go” (about 22% of the total sample)

About 3 in ten internal mentors, (or 12% of the total

sample) are trained by HR personnel About 1 in ten internally recruited mentors have external training. This represents about 4% of businesses surveyed.

HOWEVER:

A third with any mentor arrangements report that mentors are sometimes confronted with situations they don’t know how to handle.

2% are very interested, 27% at least quite interested in mentor training from the community sector.


Internal Mentor TrainingOnly 16% of businesses overall offer staff mentor training. The majority of this training is done by the Human Resources Department. 4% of businesses overall offer their staff external mentor training.

Q14. 'Is there any specific training offered to your internal mentors and mentees about the process?? Base: 51


Amongst businesses with Mentor Programmes, are mentors confronted with circumstances they are unable to manage?

Over a third of mentors (36%) are confronted with circumstances they are unable to manage.

Q8e Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or otherwise unable to manage? Base:22 (Those with mentor programmes)


Interest in the Youth Mentor training and support Amongst Perth Businesses

Just over a quarter of businesses (27%) expressed some interest in the youth mentor training and support offering.

“We would like to look at the options for the future. Our company is growing and we may have a need for it

“Attraction of younger people into our workforce. It would be highly beneficial to those people who are drawn to working in our Industry.

“My issue would be, what would the

company gain from it. Could it be

measurable, would we be training people up

so that then they might leave to an external

company? Would the mentor understand our

company values, and our process and

procedures.

“Every industry and business has its own mentoring requirements, Before government initiating this programs, it would be better to understand the

needs of each industry properly.

Q15 Would you be <insert> in youth mentor training and support in your business? Base: 51


Reasons given for not having a Mentor program

Too much time/money required

Don't know

Currently considering it but not in place yet

No business case/Don't understand benefits

Small company

Other

0%10%

20%30%

40%50%

60%70%

80%90%

100%

4%

14%

14%

18%

21%

29%

Please tell us why you do not have a mentor program currently?

Just over fifth (21%) of companies who do not have a mentor program currently cited ‘small company’ size as the reason that they do not have a mentor program. 18% of these businesses felt that there was no business case or they couldn’t fully understand the benefits of such an offer.

“We are more into the up-skilling of supervisors, I suppose mentoring is not understood and valued. Don't know what the real benefits of it are either.”

“We are a small company, we mentor the boys on site everyday ongoing. Informal more than anything.”

“We have never looked at it. Being apprentices they are all under training anyway. What actually is mentoring, what is actually involved?”

Q13: Please tell us why you do not have a mentor program currently? Base:28 (Those who do not have a mentor program currently)


Interest in Starting a Mentor Program amongst businesses who do not have a mentor program currently.

Just over a third of companies (34%) who currently do not have a mentor program, expressed some interest in starting a mentor program in the future. 1 in 10 of these businesses were ‘very interested’ in starting a mentor program.

Q14 Using the following scale, please tell me how interested your company is generally in starting a mentor program. Base: 28 (Those who do not have a mentor program currently)

Summary and Recommendations



While there may be two areas of need that the Community Sector COULD fill as a commercial service to business, we believe there is a prospect for one only.

Whilst a proportion of businesses would benefit from an investment in an external mentor program for young people, the businesses find it hard to justify such an investment in an individual who may or may not stay with an organisation.

So investing in an external mentor service is unlikely to provide a real return to business.

HOWEVER

The notion of investing in their own internally sourced mentors, to assist them in becoming better mentors for young people in particular would be justifiable.

In this instance the HR department would be investing in improving their internal support levels for all employees, not just individual young people. The individuals they invest in are also less likely to take those skills away from the company.



Currently almost all mentors are sourced internally, and that is unlikely to change

But the finding that 42% of respondents with a mentor program just leave it to mentors and mentees to “sort it out themselves” represents a real opportunity for the community sector

Note that a third of respondents with mentors reported that the mentors sometimes face situations that they were not equipped to deal with.

The service that the Community sector can offer is to help internally sourced mentors be better in that role.


July 201336

Questions?

Keith PattersonPrincipalPatterson Research GroupSuite 8 , 24 Riseley StreetArdross WA 6153 AustraliaPO Box 1511 Applecross 6953Ph.: +61 (0)8 9316 2322Mob: +61 (0)417 189 012E: [email protected]

Please don’t hesitate to contact Patterson Research Group with any queries you may have.

Stacey HandResearch ConsultantPatterson Research GroupSuite 8 , 24 Riseley StreetArdross WA 6153 AustraliaPO Box 1511 Applecross 6953Ph.: +61 (0)8 9316 2322Mob: +61 (0)417 189 012E: [email protected]

Jochem TubbingSenior Research ConsultantPatterson Research GroupSuite 8 , 24 Riseley StreetArdross WA 6153 AustraliaPO Box 1511 Applecross 6953Ph.: +61 (0)8 9316 2322Mob: +61 (0)417 189 012E: [email protected]

http://www.marketresearch.com.au/



Appendix: Detailed Methodology, Response Rate and Tables


July 201338

Research Method

Participants were recruited by West Coast Field Services’ (WCFS’) fully training recruitment interviewers, over the telephone. Telephone numbers were drawn randomly from a database of Perth businesses. Each potential respondent was led through a screening questionnaire to ensure that they met the criteria. Appropriate respondents were then invited to participate in the research.As a means of ensuring the highest quality of data, WCFS routinely validate a proportion of all data. Effectively this means a random selection of respondents are re-contacted following their recruitment, and their recorded responses are checked to ensure the most accurate recording of data is upheld by the field team at all times.

The research was carried as a hybrid of online self-completion and telephone interviewing, survey fieldwork (including recruitment) took place between 8th July to 23rd July 2013.

Recruitment

Each participant was put in a prize draw to win a voucher worth $300 for dinner at a top Perth restaurant. Each participant will also be sent a summary of the research results.

Incentives


July 201339

Response Rate

Total no. organisations called 616

Recruited to send e-mail 125

Refusals 28

Not available - Total 81

Disconnected numbers 99

Business/fax numbers 9

Ineligible (quota full) (did not have HR manager) 215

Others - Total (specify end result…)number called more than 6 times. 59

Completes 51

Q2 Approximately how many employees does your business have currently in Western Australia?

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; The following questions are about your Western Australian business generally and the training currently offered to your staff and to young people in particular. Approximately how many employees does your business have currently in Western Australia? by Std Banner; base n = 51

Column % Number of Employees in Business

Proportion of work force aged 25 or younger?

TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Less than 50

47% 100% 0% 43% 58% 25%

51 to 200 20% 0% 37% 32% 5% 0%

201 to 400 12% 0% 22% 7% 16% 25%

401 to 1000 12% 0% 22% 7% 16% 25%

More than 1000

10% 0% 19% 11% 5% 25%

Column n 51 24 27 28 19 4

Q3 Approximately what proportion of your West Australian work force is aged 25 or younger? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Approximately what proportion of your West Australian work force is aged 25 or younger? by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Less than 25%

55% 50% 59% 100% 0% 0%

26% to 50% 31% 42% 22% 0% 84% 0%

51% to 75% 4% 4% 4% 0% 11% 0%

More than 75%

2% 0% 4% 0% 5% 0%

Don’t know 8% 4% 11% 0% 0% 100%

Column n 51 24 27 28 19 4

Q4 We have found that there is a turnover of young workers in many industries. To what extent are young

worker attrition rates an issue for your organisation? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; We have found that there is a turnover of young workers in many industries. To what extent are young worker attrition rates an issue for your organisation? by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Not an issue at all 43% 63% 26% 57% 21% 50%

A minor issue only 35% 13% 56% 36% 32% 50%

A quite major issue 16% 21% 11% 7% 32% 0%

A really major issue 4% 0% 7% 0% 11% 0%

NET: A minor issue only + A quite major issue + A really major issue

55% 33% 74% 43% 74% 50%

NET:A quite major issue + A really major issue

20% 21% 19% 7% 42% 0%

Don’t Know 2% 4% 0% 0% 5% 0%

Column n 51 24 27 28 19 4

Q4a Do you have an estimate of the $cost of that attrition rate to your business? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Do you have an estimate of the $cost of that attrition rate to your business? by Std Banner; Total sample; base n = 29



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

No estimate of cost to business

52% 56% 50% 50% 53% 50%

Rough estimate only

10% 11% 10% 17% 7% 0%

Quite a good feel for the costs

14% 11% 15% 8% 20% 0%

Very good estimate of costs

7% 11% 5% 0% 13% 0%

Don’t Know 17% 11% 20% 25% 7% 50%

Column n 29 9 20 12 15 2

Q4A_2: Do you have an estimate of the $cost of that attrition rate to your business? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q4A_2: Do you have an estimate of the $cost of that attrition rate to your business? by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Don't feel youth turnover is an issue

43% 63% 26% 57% 21% 50%

No estimate of cost to business

29% 21% 37% 21% 42% 25%

Rough estimate only

6% 4% 7% 7% 5% 0%

Quite a good feel for the costs

8% 4% 11% 4% 16% 0%

Very good estimate of costs

4% 4% 4% 0% 11% 0%

Don’t Know 10% 4% 15% 11% 5% 25%

Column n 51 24 27 28 19 4

Q4C_2: What do you think are the main reasons for turnover among young employees in your work place? - Coded by

Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q4C_2: What do you think are the main reasons for turnover among young employees in your work place? - Coded by Std Banner; base n = 28

Column % Number of Employees in Business Proportion of work force aged 25 or younger?

TOTAL Less than 50 50 or more Less than 25%

26% + Don’t know

Other 29% 44% 21% 25% 29% 50%

Perceived lack of work ethic

21% 33% 16% 0% 43% 0%

Better wages elsewhere

14% 11% 16% 25% 7% 0%

Better training/support elsewhere

14% 0% 21% 25% 7% 0%

Travel/Relocation 14% 0% 21% 17% 7% 50%

Lack of readiness for workplace

11% 22% 5% 0% 21% 0%

Better hours elsewhere 7% 0% 11% 8% 7% 0%

Don't know 4% 0% 5% 0% 0% 50%

Column n 28 9 19 12 14 2

Q5A: What training is offered to employees in the terms of their employment? Please select all that apply. by Std

Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q5A: What training is offered to employees in the terms of their employment? Please select all that apply. - Other (please type in)_OTHER - Coded by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Inductions (e.g.. overview when first start job)

90% 83% 96% 89% 89% 100%

Job Skills training (e.g.. learning how to make coffees/weld etc.)

84% 83% 85% 79% 95% 75%

Health & Safety training 73% 54% 89% 64% 79% 100%

First Aid training 57% 42% 70% 50% 63% 75%

Management training 49% 38% 59% 50% 53% 25%

Diversity training 33% 21% 44% 32% 26% 75%

Other (please type in) 10% 17% 4% 4% 16% 25%

We do not offer any training 2% 0% 4% 4% 0% 0%

Don't know 0% 0% 0% 0% 0% 0%

Column n 51 24 27 28 19 4

Q5b In addition to ongoing supervision, what other support/mentoring is provided to employees in terms of

their employment by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; In addition to ongoing supervision, what other support/mentoring is provided to employees in terms of their employment by Std Banner; base n = 50



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Mentoring 42% 33% 50% 44% 42% 25%

Employee assistance programme (provided by external organisation to help employees with non-work related issues)

40% 4% 73% 41% 32% 75%

Mentoring + Employee assistance programme (provided by external organisation to help employees with non-work related issues)

60% 38% 81% 59% 58% 75%

Other (please specify) 24% 25% 23% 19% 26% 50%

None of these 26% 42% 12% 30% 26% 0%

Don’t know 0% 0% 0% 0% 0% 0%

Column n 50 24 26 27 19 4

Q6 Approximately how much on average does your company spend on worker training, mentoring and support in Western Australia –

including any external or in house training? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Approximately how much on average does your company spend on worker training, mentoring and support in Western Australia – including any external or in house training? by Std Banner; base n = 50


TOTAL Less than 50

50 or more Less than 25%

26% + Don’t know

Less than $10,000 24% 46% 4% 26% 21% 25%

NET: From $11,000 – $50,000

30% 33% 27% 33% 32% 0%

NET: From $50,001 PLUS

14% 8% 19% 15% 16% 0%

From $11,000 – $30,000

22% 25% 19% 22% 26% 0%

From $30,001 – $50,000

8% 8% 8% 11% 5% 0%

From $50,001 – $70,000

6% 8% 4% 4% 11% 0%

From $70,001 – $100,000

8% 0% 15% 11% 5% 0%

Over $100K 14% 0% 27% 15% 16% 0%

Don’t Know 18% 13% 23% 11% 16% 75%

Column n 50 24 26 27 19 4

Q7: What support or mentoring, if any, do you have for young workers in particular? Other Text - Coded by Std

Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q7_OTHER_2: What support or mentoring, if any, do you have for young workers in particular? Other Text - Coded by Std Banner; base n = 21


TOTAL Less than 50


26% + Don’t know

None 29% 25% 31% 42% 13% 0%

Internal mentoring

24% 25% 23% 17% 25% 100%

Other (SPECIFY)

14% 13% 15% 8% 25% 0%

Buddy/coaching system

14% 13% 15% 8% 25% 0%

Graduate program

10% 0% 15% 17% 0% 0%

Don’t Know 5% 13% 0% 0% 13% 0%

External mentoring

5% 13% 0% 8% 0% 0%

Column n 21 8 13 12 8 1

Q7_OTHER_2: What support or mentoring, if any, do you have for young workers in particular? Other Text1 by Std

Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q7_OTHER_2: What support or mentoring, if any, do you have for young workers in particular? Other Text1 by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

No mentoring program at all 59% 67% 52% 57% 58% 75%

None 12% 8% 15% 18% 5% 0%

Other (SPECIFY) 6% 4% 7% 4% 11% 0%

Don’t Know 2% 4% 0% 0% 5% 0%

Graduate program 4% 0% 7% 7% 0% 0%

Buddy/coaching system 6% 4% 7% 4% 11% 0%

Internal mentoring 10% 8% 11% 7% 11% 25%

External mentoring 2% 4% 0% 4% 0% 0%

Other (SPECIFY) + Graduate program + Buddy/coaching system + Internal mentoring + External mentoring

27% 21% 33% 25% 32% 25%

Column n 51 24 27 28 19 4

Q8 You mentioned that you have a mentor program currently. We would like to ask you some questions about this program. Are your mentors found from amongst your own workforce, or do you recruit mentors externally? by Std

Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; You mentioned that you have a mentor program currently. We would like to ask you some questions about this program. Are your mentors found from amongst your own workforce, or do you recruit mentors externally? by Std Banner; base n = 22



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Internal staff only

77% 67% 85% 92% 56% 100%

Mix – some internal some external

9% 22% 0% 0% 22% 0%

External only

14% 11% 15% 8% 22% 0%

Column n 22 9 13 12 9 1

Q8c Is there any specific training offered to your internal mentors and mentees about the process? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Is there any specific training offered to your internal mentors and mentees about the process? by Std Banner; base n = 19


TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

No – they pick it up as they go

58% 75% 45% 82% 29% 0%

HR dept. trains them

32% 25% 36% 9% 57% 100%

Have external training

11% 0% 18% 9% 14% 0%

Don’t Know 0% 0% 0% 0% 0% 0%

Column n 19 8 11 11 7 1

Is there any specific training offered to your internal mentors and mentees about the process? 2 by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Is there any specific training offered to your internal mentors and mentees about the process? 2 by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

No internally selected mentors

63% 67% 59% 61% 63% 75%

No – they pick it up as they go

22% 25% 19% 32% 11% 0%

HR dept. trains them

12% 8% 15% 4% 21% 25%

Have external training

4% 0% 7% 4% 5% 0%

Don’t Know 0% 0% 0% 0% 0% 0%

Column n 51 24 27 28 19 4

Q8d What is involved in that?

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; What is involved in that? SUMMARY; base n = 8

%

Up to half day session with internal HR professional

38%

More than half day session with internal HR professional

0%

An external course of up to a half day 13%

An external course of more than half a day 13%

Other Specify 38%

Don’t Know 0%

Column n 8

Q8e Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or otherwise

unable to manage? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or otherwise unable to manage? by Std Banner; base n = 22


TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Yes 36% 44% 31% 17% 67% 0%

No 50% 44% 54% 58% 33% 100%

Don’t Know

14% 11% 15% 25% 0% 0%

Column n 22 9 13 12 9 1

Q8E_2: Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or

otherwise unable to manage? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q8E_2: Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or otherwise unable to manage? by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

No Mentoring Program

57% 63% 52% 57% 53% 75%

Yes 16% 17% 15% 7% 32% 0%

No 22% 17% 26% 25% 16% 25%

Don’t Know

6% 4% 7% 11% 0% 0%

Column n 51 24 27 28 19 4

Q9 Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if

there is a specific problem emerging? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if there is a specific problem emerging? by Std Banner; base n = 22



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

All new young employees have a mentor

45% 67% 31% 42% 56% 0%

Mentor arrangements only created for specific cases

41% 33% 46% 50% 33% 0%

Other (Specify) 14% 0% 23% 8% 11% 100%

Column n 22 9 13 12 9 1

Q9_2: Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if

there is a specific problem emerging? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q9_2: Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if there is a specific problem emerging? by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

No Mentoring Program

57% 63% 52% 57% 53% 75%

All new young employees have a mentor

20% 25% 15% 18% 26% 0%

Mentor arrangements only created for specific cases

18% 13% 22% 21% 16% 0%

Other (Specify) 6% 0% 11% 4% 5% 25%

Column n 51 24 27 28 19 4

Q10 Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more

on an as needed basis? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more on an as needed basis? by Std Banner; base n = 22


TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

On-going process

41% 33% 46% 33% 44% 100%

Only as needed

55% 67% 46% 67% 44% 0%

Other (Specify)

5% 0% 8% 0% 11% 0%

Column n 22 9 13 12 9 1

Q10_2: Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more

on an as needed basis? by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q10_2: Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more on an as needed basis? by Std Banner; base n = 51



TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

No Mentor Program

57% 63% 52% 57% 53% 75%

On-going process

18% 13% 22% 14% 21% 25%

Only as needed

24% 25% 22% 29% 21% 0%

Other (Specify)

2% 0% 4% 0% 5% 0%

Column n 51 24 27 28 19 4

Q10a What would be the trigger for that?

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; What would be the trigger for that? SUMMARY; base n = 13

%

New staff on board 38%

A problem emerges with an employee 31%

Other (SPECIFY) 15%

Don’t Know 15%

Column n 13

Q13_2: Please tell us why you do not have a mentor program currently? - Coded by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q13_2: Please tell us why you do not have a mentor program currently? - Coded by Std Banner; base n = 28


TOTAL Less than 50

50 or more

Less than 25%

26% + Don’t know

Other 29% 27% 31% 25% 22% 67%

Small company 21% 33% 8% 31% 11% 0%

No business case/Don't understand benefits

18% 13% 23% 19% 22% 0%

Don't know 14% 7% 23% 13% 11% 33%

Currently considering it but not in place yet

14% 13% 15% 13% 22% 0%

Too much time/money required

4% 7% 0% 0% 11% 0%

Column n 28 15 13 16 9 3

Q14 Using the following scale, please tell me how interested your company is generally in starting a mentor program.

Would you say that you are: by Std Banner

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Using the following scale, please tell me how interested your company is generally in starting a mentor program. Would you say that you are: by Std Banner; base n = 29


TOTAL Less than 50


26% + Don’t know

Very interested

10% 7% 14% 6% 10% 33%

Quite interested

24% 20% 29% 25% 30% 0%

Not very interested

21% 27% 14% 25% 20% 0%

Not at all interested

28% 33% 21% 31% 30% 0%

Don’t Know 17% 13% 21% 13% 10% 67%

NET: Interested

34% 27% 43% 31% 40% 33%

NET: Not interested

48% 60% 36% 56% 50% 0%

Column n 29 15 14 16 10 3

Q15 Would you be <insert> in youth mentor training and support in your business?

Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; The WA Department of Communities is interested in understanding what opportunities there might be for community mentoring agencies to work with companies to get best practice youth mentoring into their businesses. The community sector has already been established by Std Banner; base n = 51


TOTAL Less than 50


26% + Don’t know

Very interested

2% 0% 4% 0% 5% 0%

Quite interested

25% 21% 30% 21% 37% 0%

Not very interested

33% 38% 30% 29% 37% 50%

Not at all interested

25% 33% 19% 36% 16% 0%

Don’t Know 14% 8% 19% 14% 5% 50%

NET: Interested

27% 21% 33% 21% 42% 0%

NET: Not interested

59% 71% 48% 64% 53% 50%

Column n 51 24 27 28 19 4

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Documents

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youth employees

perth businesses

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project snapshot slide

youth mentoring service

terms of youth mentoring

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