2. PROGRAM OVERVIEW
The Operations Up! mentoring program will use facilitated
group mentoring to provide identified multi-cultural
professionals with a structured program of professional
growth.
Facilitated group mentoring allows a number of people to
participate in a learning group and to benefit
simultaneously from the experience and expertise of a
mentor or mentors. The richness of the experience
multiplies as each group participant brings personal
experiences into the conversation. The facilitator asks
questions to keep the dialogue thought provoking and
meaningful, shares their own personal experiences,
provides feedback and serves as a sounding board.
NOTE: This program does not address individual
mentoring.
 Employees who participate in mentoring programs and
learn on the job are less likely to leave the organization.
 A focused mentoring program can ease employees into
the culture of the organization.
 A focused mentoring program can help prepare
employees to move up within the organization or to
expand laterally to take on special responsibilities.
The Operations Up! Program supports Tufts Health Plan
Values to foster a productive and positive workplace, and
to motivate behaviors consistent with achieving our
Mission.
The mission of The Operations Up! Mentoring Program is to promote the professional growth
and development of multi-cultural staff through facilitated group mentoring.
Mission Statement
Initiative Goals Business Need
Strategic Value

3. PROGRAM OVERVIEW
 The pilot phase consist of 10 sessions and will
provide mentoring for 1 group. The groups will meet
monthly.
 Additional ad hoc group mentoring sessions will be
scheduled
 During the pilot phase, there will be frequent post-
session assessments for both the facilitators and the
group attendees. The assessment findings will used
as a “lessons learned” that will help improve the full
implementation phase.
 The Pilot Phase participants will be select upon
recommendation by Operations managers and
supervisors, and the Program Advisory Committee.
 The full implementation phase will be 10 sessions long
(excluding July and August) and will consist of 1 group.
The group will meet monthly.
 The Full Implementation participants will be selected
upon recommendation by Operations managers and
supervisors, and the Program Advisory Committee.
 The Program will identify a group of employees for both the pilot and full implementation
phase.
 The Program will also identify facilitators for each group. The Facilitator may change for
different monthly sessions.
 The Program will monitor employee and facilitator participation.
 The Program (via it’s Advisory Committee) will provide oversight and monitoring of program
objectives.
Scope
Pilot Phase Full Implementation
Program Phase
The Operations Up! Program will be implemented in two phases: a pilot program and a full
implementation.

4. Program Design

5. PROGRAM OVERVIEW
 Group members may be Black, Asian, Hispanic, Indian, or belong to other ethnic groups
 Minimum 3 years’ experience at organization
 Full time employee in good standing
 Commitment to meet at least once monthly for 10 months
 The employee is not involved in other leadership program, YMCA Achievers, or mentoring program
The group will consist of 6 full-time staff from entry level to Supervisor level.Group Definition
Criteria

6. PROGRAM OVERVIEW
 Willing to receive critical feedback in key areas, such as communications, interpersonal relationships, change
management, and leadership skills from both the facilitator and other group members.
 Open minded and willing to learn
 Willing to participate fully with the group, by both listening empathetically and offering constructive feedback.
 Able to keep all discussions and materials generated during the sessions confidential.
 Prepared for meetings by generating a list of appropriate questions, relevant topics for discussion, and completes
reading assignments prior to each session.
 Willing to punctual, well organized, and ready to give a brief update on recent progress and developments
 Prepared to follow through on action items identified in each session
The ideal group member is the employee who is a “diamond in the rough”. With the assistance
of a focused group mentorship and professional development program, this employee could be
valuable long-term asset to Tufts Health Plan.
Group Member
Profile
Criteria

7. PROGRAM OVERVIEW
 Manager level to Director level (internal or external resource)
 Facilitators may be selected to support/teach specific session curricula.
 Ability to facilitate the "journey" of the group: decisions, process, problem solving, team development,
strategic planning
 Demonstration of effective listening skills, keeping people on track, asking the right questions that probe
creativity and insight, analyzing and synthesizing issues, being comfortable with silence, being
substantively neutral during group discussions
 A commitment to the mission, principles and operating guidelines of the Operations Up program
 Time commitment (TBD)
Facilitators will facilitate each session and ensure that each meeting objective is met.
Facilitator
Definition
Criteria

8. PROGRAM OVERVIEW
 Provides guidance and constructive feedback.
 Respected by colleagues and employees in all levels of the organization.
 Is an active listener – does not disrupt the flow of the conversation, picks up important cues from what someone
says, is able to reflect back the relevant issues and checks understanding, minimizes assumptions and prejudices?
 Able to keep all discussions and materials generated during the sessions confidential.
 Is empathetic
 Has a good reputation for developing others, has good coaching skills
 Sensitive to diversity issues, in and out of the workplace
The well-chosen facilitator is a key component to the Operations Up! Program. The key
functions include listening, sharing information, advice, social support, coaching and
empowering the group members to greater competency.
Facilitator
Profile
Criteria