Human Capital Management

NRCS Mentoring Overview

The NRCS National Mentoring Framework (NRCS Mentoring) offers NRCS employees the opportunity to further their professional development by learning new skills and sharing experiences and knowledge with fellow NRCS employees.

In a traditional mentoring relationship, the mentor, typically a successful and respected professional, works with the protégé, usually a less experienced but highly motivated professional, to grow and advance in the organization. The relationship generally requires a high degree of trust and openness between the mentor and protégé, as the protégé shares his or her goals and challenges with the mentor to provide focus for the relationship.  In turn, the mentor shares his or her experiences, knowledge, and advice with the protégé in order to support the protégé’s individual development.  

NRCS Mentoring Objectives

The Natural Resource Conservation Service developed the National Mentoring Framework (NRCS Mentoring) to provide consistent guidance and support for the implementation of mentoring programs throughout the agency.  NRCS Mentoring provides consistent structure, mentoring roles and responsibilities, tools and oversight to support mentoring across NRCS.  It also provides a framework for evaluating the effectiveness, impact, and value of the program.

NRCS Mentoring is designed to provide employees with opportunities to form new connections, broaden their experience, assist in developing goals, and cultivate new opportunities. NRCS Mentoring has four key objectives:  1) Transfer NRCS Institutional Knowledge, 2) Enhance Employee Skills, 3) Increase Employee Retention, and 4) Attract Top Talent.

1. Transfer NRCS Institutional Knowledge:  NRCS Mentoring provides an environment for experienced employees (mentors) to share their knowledge of NRCS practices, policies, and culture with the next generation of NRCS staff through working with a protégé.  Based on their knowledge of NRCS, a mentor can help the protégé understand how best to accomplish their goals, within the context of working at NRCS.  NRCS Mentoring will also create opportunities for mentors to pass along historical and institutional knowledge that may otherwise be lost as experienced NRCS employees retire and leave the agency.   

2. Enhance Employee Skills:  NRCS Mentoring provides the opportunity for both mentors and protégés to enhance their skills.  Mentors, who possess more advanced skills, can help their protégés identify methods and tools for focusing their skill development.  For example, the mentor may suggest specific training or on-the-job tasks and assignments that could help the protégé to develop his or her skills.  Through the mentoring relationship, mentors enhance their leadership, feedback, and coaching skills.  NRCS Mentoring also helps both mentors and protégés to enhance their communication and conflict resolution skills and develop an appreciation for different work styles.

3. Increase Employee Retention:  Mentoring is one way an organization can invest in its people.  NRCS Mentoring provides all participants with resources and opportunities for achieving their career goals at NRCS.  Mentoring can help new employees envision a long term career at NRCS.  In addition, mentored employees have stronger commitment to the organization and are less likely to leave.

4. Attract Top Talent: NRCS Mentoring will provide NRCS with an avenue to better compete with other organizations for top talent.  Organizations with formal mentoring programs have a competitive edge in attracting and retaining talented employees. 

Through these objectives, NRCS can strengthen its foundation and ensure a pipeline of talented, skilled, motivated employees for succession planning.