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State Rail Train Crewing Pilot Mentoring Program
The Pilot Mentoring Program has been measured against the Mission and Objectives that could be assessed during the time frame. Informal feedback, along with suggested improvements, has remained extremely positive.
The following analysis is taken from monitoring the follow up telephone calls and focus groups, the midpoint workshop, and final evaluation of the Pilot program from questionnaires completed by School 9/97 (Group 1) and 10/97 (Group 2). Percentages quoted are from these more comprehensive questionnaire responses.
Bar charts of responses to specific questions are provided in Appendix A where relevant. The full analysis of the questionnaires has been provided to Train Crewing Management in the form of four detailed reports.
Additional comparisons with previous Guard Schools have also been included in the pilot assessment.
Interest in the Mentoring Program across State Rail and within Train Crewing continues to grow. The initial reaction, especially from some "old hands" was cynicism. Informal feedback indicates that the visible success of the two pilot groups is spreading a positive attitude across Train Crewing with an expressed desire for a trainee driver's program and one for established staff.
Some indicative comments from mentors about feedback from other guards and drivers about the mentoring program were:
Some typical comments from Mentors about gains from being a mentor in the program were:
The majority of the mentors (92%) in Group 1, 73% in Group 2 rated the program useful to very useful and all in both groups but one indicated they wanted to continue being mentors. All the mentors indicated they observed positive changes in their mentorees. The changes noted include improved technical knowledge, higher levels of confidence and improved work competence and friendliness.
 Some typical comments from the Mentorees on what they gained from the program were:
All the mentorees (100%) in both groups stated they benefited in some way from the mentoring program. These gains included confidence, skills, trust, understanding and a network of contacts and friends. Additional gains were often made which were less expected. One mentoree when asked said "my mentor fixed my stereo" and another has been taught to play the guitar by his mentor !
 Factors contributing to the success of the pilot are covered further in "Success Factors of the Pilot Program". Primary credit must go the commitment and generosity of the volunteer mentors, enthusiastic mentorees and a supportive management and unions. Train Crewing is to be congratulated for applying the resources and effort to create a positive model for other parts of State Rail to follow.
Comparisons With Previous Guard Schools With No Mentoring Program When asked if they perceived any difference between Schools 9 and 10 and previous schools without formal mentors, 92% of Group 1 mentors and 64% of Group 2 mentors (18% unsure) reported a positive difference. Most comments referred to more confidence shown by Trainee Guards in Schools 9 & 10/97. Other typical comments included:
First Six Months of Employment showed:
Comparison between Pilot Mentoring Program New Guards and previous two schools (up to Monday 25 January).
to identify the Guard. Source: Train Crewing Human Resources records - Mark Andrews. The significant benefits of the mentoring program are the increases in the areas of career direction and understanding together, a dramatic decrease of counselling sessions and no fines or suspensions. As with the previous mentoring pilot there were no exits.
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