Please read the mentoring code of practice and sign the declaration.
Mentoring Code of Practice
The mentor’s role is to respond to the mentee’s needs and agenda; not to impose their own agenda on the process.
Mentors and mentees should respect the confidential nature, including business and personal information, of what is discussed as part of the mentoring relationship.
Mentors and mentees should respect each other’s time and other responsibilities and commitments, ensuring they do not impose beyond what is reasonable.
The mentee must accept increasing responsibility for managing the relationship. The mentor should empower them to do so and must generally promote the learner’s autonomy.
Either party may dissolve the relationship. Notice to do so must be made in writing to the NIBA Mentoring Committee. However, both the mentor and mentee have the responsibility to discuss the matter together as part of their mutual learning. They need to realise that this action should be a last step as they have made a commitment to complete the program in good faith.
Mentors need to be aware of the limits of their own competence in the practice of mentoring.
The mentor will not intrude on areas the mentee wishes to keep private until invited to do so. However, they should help the mentee to recognise how other issues may relate to these areas.
Mentors and mentees should aim to be open and truthful with each other and themselves about the relationship itself.
Mentors and mentees share the responsibility for the smooth winding down of the relationship when it has achieved its purpose – they must avoid creating dependency.
The mentoring relationship must not be exploitive in any way, neither may it be open to misinterpretation.
Mentors and mentees must abide by the commitment that the mentoring program is not to be used as an employment/recruitment possibility.
Mentors and mentees agree to attend all structured training sessions in the program.