NRCS Wisconsin Mentoring Program

The Wisconsin Mentoring Program is supported by the Wisconsin Management Team.  It is administered by the Civil Rights Committee under the auspices of the Mentoring Coordinator with administrative guidance and assistance of Human Resources.

 MISSION

The Mission of the Wisconsin NRCS Mentor Program is to be an effective voluntary program that benefits both the employee and the employer by fostering career relationships and exchanging career information between the mentor and mentee.  This program will assist those who are interested in guidance, coaching, counseling, and confidence building throughout their careers. The program will initiate a mentor and mentee relationship that will expand the horizons and experiences of the entire workforce unit as a whole.

OBJECTIVE

The purpose of the program is to develop a support system and employee network connection to assist employees with an orientation to the structure of the NRCS in Wisconsin.  It is further designed to provide opportunities for career development in the following ways:

• Promote a confidential and safe mentoring relationship
• Provide opportunity for personal and professional growth
• Increase staff morale and job satisfaction
• Improve present job skills and abilities of employees, which will increase their productivity and potential for higher-level jobs
• Aid in retention and recruitment of employees

MENTORING PROCESS

Employees interested in serving as mentors may complete the “Application for Mentors” form and return the completed form to the Human Resources Office for record keeping. 

Employees may choose any employee from the list of mentors.  Factors the employees should consider are: compatibility of mentor and employee career tracks, supervisory relationships, and possibly geographic proximity.

It is suggested that supervisors not serve as a mentor for employees they supervise. The mentor should be someone outside the chain of command. 

Employees may also request the assistance of the Mentoring Coordinator and/or the Human Resources office in identifying potential mentors.  The Human Resources office will provide copies of completed mentor applications to the interested employee.  The employee is expected to initiate the contact with the mentor.

ROLE OF THE SUPERVISOR

Providing employee development and employee guidance are the primary duties of the supervisor.  The mentor program does not absolve supervisors of this role.  The supervisor remains the primary source of guidance for employees. The mentor program supplements and reinforces these roles of the supervisor.

Mentoring does NOT replace and is not a substitute for the Employee Assistance Program (EAP), Civil Rights Program, Career Counseling, or other personnel development program.  Employees with concerns in those areas should contact the appropriate program manager. 

The U.S. Department of Agriculture (USDA) prohibits discrimination in all its programs and activities on the basis of race, color, national origin, gender, religion, age, disability, political beliefs, sexual orientation, and marital or family status. (Not all prohibited bases apply to all programs.) Persons with disabilities who require alternative means for communication of program information (Braille, large print, audiotape, etc.) should contact USDA’s TARGET Center at 202-720-2600 (voice and TDD).   To file a complaint of discrimination, write USDA, Director, Office of Civil Rights, Room 326W, Whitten Building, 14th and Independence Avenue, SW, Washington, DC 20250-9410 or call (202) 720-5964 (voice or TDD). USDA is an equal opportunity provider and employer.

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