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GUIDELINES
About the programme
The objective of the Institute’s Mentorship
Programme is to offer aspiring CPAs the opportunity
to learn from experienced members for the purpose
of their career development through consultation
and experience sharing.
A mentor-mentee relationship is built on mutual
respect and trust. The scope of mentoring includes,
among other things, essential skills of a successful
CPA on professional and ethical behaviour,
problem-solving, decision-making and self-
management. Anything discussed during the
mentor-mentee relationship is to be maintained
confidential.
Mentees’ applications are accepted on a
first-come-first-served basis, subject to successful
matching process.
Benefits for mentees
It is an invaluable opportunity for aspiring members
to enrich their individual learning and growth
through a “personalized” development opportunity
to address individual learning needs. The
programme also provides access to independent
and objective perspectives and helps mentees
broaden their mindsets in pursuing their career
direction and advancement. Based on the mentee’s
professional judgment, he/she may consider
including the mentoring learning process as part of
the non-verifiable CPD hours.
Who can be mentees?
Members with post-qualification experience of
three years or below are eligible to apply as a
mentee. Active participation and commitment are
essential to the success of a rewarding mentorship.
What are the roles of mentees?
A mentee should have clear objectives of what
he/she expects to achieve by participating in this
programme and ensure that his/her objectives are
discussed and agreed with his/her mentor at the
outset of the mentorship relationship. He/she
should determine the amount of help and guidance
needed.
Mentees are expected to:
•
Take the initiative to ask for help/advice including
organizing meetings with mentor.
•
Listen and respect the opportunities, limitations
and format of the relationship a mentor is able to
provide. Always act with courtesy and respect.
•
Prepare the goals and objectives you have for
your career development. Be prepared to ask for
specific guidance and advice. The more specific
you can be, the easier it will be for your mentor to
help you.
•
Use active listening skills during discussions with
your mentor. Take notes and ask questions at
appropriate times.
•
Take the initiative to ask for feedback.
•
Demonstrate that you are open to hear new ideas
and suggestions to bring out your best.
•
Tell your mentor how you prefer to get feedback
(e.g. direct or softened). Be gracious and don’t get
defensive.
•
Return phone calls promptly and be on time with
commitments or meetings. Do not extend the
meeting time with your mentor unless it is with
his/her consent.
•
Seriously consider the advice or suggestions
rendered by the mentor but you are accountable
for your own decisions. Keep the mentor informed
of the progress and express your appreciation
even if you have not fully taken his/her advice.
•
Assume the mentoring connection is strictly
professional. Do not intrude into your mentor’s
personal life or expect to be close friends with
your mentor. For a cross-gender connection, any
romantic involvement is inappropriate.
•
Keep confidentiality on matters discussed during
the mentoring process.
Mentees are not expected to:
•
Look to the mentor for answers to all of your
problems.
•
Contact your mentor at unreasonable hours.
•
Seek personal or career favours out of the
relationship.