State & Regional Spotlight

Mentorship programs are a valuable tool for professional development. They can help mentees learn from experienced mentors, gain access to new networks, and develop their skills and knowledge. Mentors benefit by increasing their credibility, allowing them to engage others and hone their leadership skills. Mentorship programs can also help mentors give back to their communities and make a positive impact on the lives of others.

There are many different types of mentorship programs, but they all share some common goals. Mentorship programs typically aim to help mentees by:

• Providing mentees with guidance and support.
• Helping mentees develop their skills and knowledge.
• Connecting mentees with new networks.
• Promoting diversity and inclusion.

Mentorship programs can be found in various settings, including schools, businesses, nonprofits, and government agencies. They can be formal or informal, and they can be one-on-one, or group based.

Mentorship programs have been shown to be effective in a variety of settings. They can help mentees improve their job performance or advance their careers. Mentorship programs can also help mentees develop their leadership skills, build self-confidence, and make a positive impact on their communities. Organizations that support mentor programs improve succession planning and organizational retention.

CMPA’s Mentor Program

In late 2021, the California Mobility and Parking Association (CMPA) board of directors approved the launch of a pilot project to test the viability of a mentor program for members of its association. Within a year, the pilot had been successfully tested, and the board approved permanently adding a mentorship program to complement its suite of professional development offerings. This new program fits squarely and uniquely within CMPA’s mission to advance the public parking and mobility profession in California by providing a forum for its members to interact, exchange ideas and information, and provide technical and legislative support. We are pleased to share CMPA’s process to develop the pilot and permanent program, objectives, key features, evaluation, and lessons learned.

CMPA Mentor Program Pilot Schedule

• Nov. 9, 2021 — Program Announced
• Dec. 21, 2021 — Application Opens
• Jan. 2022 — Training
• Feb. 28, 2022 —Application Closes
• Mar. 11, 2022 — Pairing Completed, Pairs Announced
• Apr. 1, 2022 — Meetings Commence
• Sept. 30, 2022 — Meetings Conclude

Implementation

CMPA elected to pilot the program to test the offering’s marketability, work out process kinks, and determine how to manage a more permanent offering. The program was launched publicly through CMPA social media, an email campaign, and in-person at its annual conference. One month later, an online application process was launched which closed roughly two months later.

The application process proved critical to determining the best mentor/mentee pairs. CMPA used an online survey tool that, in addition to basic contact information, asked mentee applicants about their backgrounds and about career goals, the challenges and barriers they face, and what they hoped to gain through participation. Mentees were asked specifically to identify where they’d like to gain knowledge in the areas of leadership, management, career development and promotion, work/life balance, career change, networking, diversity, or others. Mentors were also asked about their backgrounds and special areas of expertise. Mentors and mentees listed their hobbies and interests.

A live virtual training session was held in the middle of the application period that:

1. Defined mentorships and discussed mentorship benefits.
2. Identified best practices for mentors and mentees in programs.
3. Provided a schedule of the program for prospective applicants.
4. Offered frequently asked questions and a question-and-answer period.

Taking this approach, CMPA received 22 applications and preliminarily set pairs. Some potential obstacles were identified, and the pairs were reset again. This process continued over until each pair had sufficient parity between mutual professional paths, goals, interests, and cohesive communication styles.

Within two weeks of the application window’s closure, mentor/mentee pairs were selected and announced. Pairs were instructed to meet at least monthly and to complete a monthly survey provided by CMPA.

The initial ten pairings dwindled to nine by the end of the program, an expected outcome as folks move into different roles or industries. Meetings commenced in April and concluded in September, completing the six-month pilot.

Program Management

A key initial decision was where and how the program would be best managed within the CMPA organization. The program could run independently or as part of one of CMPA’s standing committees, such as Professional Development or Membership. And if it were placed within a committee, would the committee chair lead the effort or a committee member? Ultimately, the decision was made to place the program in the Professional Development Committee and appoint a person to serve as program lead focusing on daily management, mentor and mentee engagement, and liaison to the board. This provided focus, accountability, and support in the form of the entire Professional Development Committee and facilitated collaboration between the mentor program and other professional development activities.

The Results

Program participants were surveyed monthly to ensure that meetings between mentors and mentees were happening at least weekly and to gauge sentiment throughout the pilot. An end-of-program survey was also conducted asking participants how often they’d met, if they thought the six-month timeframe was too long, too short, or just right, what else they might change, and if they’d participate again. Most participants thought six months was about right, 80% met four or more times (out of a minimum of six required times), and every respondent said they would participate again.

All participants were invited to a culmination celebration breakfast at the 2022 CMPA conference. There were two goals for this breakfast – to determine if this program was successful by soliciting feedback in an open discourse and celebrating the folks who had lent their time to a budding program. The celebration breakfast and commemorative giveaway to inaugural program participants were the only incurred costs for the pilot of approximately $4,000.