Volunteers for Europe

Providing Mentoring and Support

Providing Mentoring & Support EVS Requirements

Each host organisation must identify a mentor who is directly responsible for training, personal support and language training for the volunteer and to whom the volunteer can turn in case of problems. The mentor should not be the volunteer’s supervisor or another person involved in the volunteer’s project.

Providing Mentoring & Support VfE Requirements

The hosting Association must provide a mentor as well as a work leader for the volunteer. The role of the mentor is to provide personal evaluation, support and counselling and induction to the cultural environment.

Role of the Mentor Inspires the volunteer to meet and possibly

exceed his/her objectives Supports and encourages learning and

development Acts as a sounding board as the volunteer

explores and reacts to the dilemmas in the work placement and community environment

Helps the volunteer to recognise the outcomes of his/her actions and plans

Gives and receives constructive feedback

Mentor Responsibilities Setting realistic expectations for

the relationship, for volunteer achievement and for their own involvement

Maintaining consistent contact to help the relationship develop

A Mentor Is …. A guide A wise and trusted friend A good listener, someone who cares Someone who has ‘been there’ Someone to help the volunteer get

where he/she wants to go A responsive adult

A Mentor Is NOT … A surrogate parent A therapist A probation officer A cool peer A banker A chauffeur A nag

FAQ What if …. my help isn’t wanted? something really serious comes

up? I’m too different to relate well? I do something wrong?

Why should Mentors get involved? Because young people need positive,

successful adult role models Because young people need guidance in

setting and achieving goals Because young people need support in

adjusting to cultural differences Because a relationship works two way.

They gain from the insights of a young person. Helping them is a great source of satisfaction

The Mentor Choosing the right people

The person specification The job description The contact sessions

Support for the Mentor Do not leave the Mentor feeling

isolated Contact the mentor within 2 weeks of

the match Continue this contact monthly for the

first 3 months Provide ongoing contact at least

every 3 months

The Role of the YMCA Monitor the Relationship

Identify a staff member who is responsible Establish a schedule of regular check-ins Identify how contact will be made Use the questions to identify issues Train the mentor in listening and problem-

solving skills Develop a system to ensure that there is

follow-up on potential or actual problems Take steps to ensure that all information

remains confidential

The Role of the YMCA Conduct ongoing training – potential

topics could include: Diversity and ‘cultural sensitivity Skills for helping volunteers to set goals Skills for setting limits with volunteers Problem-solving skills Disclosure – child abuse, neglect, domestic

violence Teen sexual activity and pregnancy advice Alcohol and other drug issues

Role of the YMCA Offer mentor support groups Provide help with closure at the

end of the relationship Recognise the mentor’s

contribution Recognise the volunteer.