COMDTINST 5350.24C
addition to the database, the e-Mentoring System supports mentors and mentees by creating a
mentoring agreement and providing just-in-time instructions and automated notifications for
key activities. This web site also contains a wealth of valuable resources, such as mentor and
mentee guides, an e-learning module, assessments on characteristics and skills for mentors,
assessments on characteristics and learning needs for mentees, a mentoring process
overview, an activity timeline, and frequently asked questions. These resources are available
on-line to everyone regardless of whether the member/employee enrolls in the data base.
(5) Local Mentoring Programs at the unit level are the foundation of mentoring in the Coast
Guard. Sponsorship programs, first tour programs, junior officer development programs,
civilian orientation programs and other locally designed and managed programs are an
integral part of organizational mentoring. Local mentoring initiatives ensure that Coast
Guard mentoring takes place within the parameters of organizational purpose while meeting
the development needs of the individual.
c. Supervisor Role. Supervisors play an important role in mentoring. They help to define purpose
and to establish organizational goals for both mentors and mentees. Ultimately, the success of a
mentoring partnership is determined by how well the mentee performs at work and the
supervisor's evaluation of his/her performance. All mentoring relationships have underlying
organizational purposes which give the partnership purpose--career planning, employee
development, succession planning to name a few.
6. RESPONSIBILITIES.
a. All Coast Guard active duty, reservists, civilian employees, and Auxiliarists are highly
encouraged to use the mentoring program as a method for increasing job satisfaction,
professional development and career advancement. Each member is ultimately responsible for
their own professional development and career advancement; participation in mentoring is
voluntary.
b. Retirees frequently have the time and interest to devote to mentoring relationships, it is simply a
matter of asking for their assistance. Their unique perspectives and extensive experience make
them a rich source of information and insights. Many retirees remain very current about the
Coast Guard through affiliation with professional organizations such as the Chief Petty Officers
Association, Chief Warrant Officers Association, spouses clubs, and National Retiree Council.
Units and individuals can use these organizations, in addition to local contacts, to seek retirees
willing to serve as mentors.
c. Mentees need to be concerned about planning their careers and getting maximum benefit from
the energy and time they devote to the Coast Guard. They should think about what they need to
learn for their current position and what they want to do next, setting goals and objectives
applicable to the unit, the Coast Guard, and themselves. It is the mentee's responsibility to
initiate contact with the mentor, to work with the mentor to develop a mentoring plan, to follow-
up and to do the things agreed to in the plan, to review that plan to determine the value of the
mentoring partnership, and to discuss changes or modifications to the agreement with the
mentor.
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