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Patterson Research Group | ABN 83 797 296 374Suite 8 / 24 Riseley Street, ARDROSS WA 6153 Australia | PO Box 1511, Applecross, WA 6953T (08) 9316 2322 | F (08) 9315 4747 | E answers@marketresearch.com.au | W www.marketresearch.com.au
Research Insights Prepared by Patterson Research Group
Youth Mentoring Reform Survey
Research Insights prepared for Department of Local Government & Communities
July 20132
Agenda
Project Snapshot
Background & Objectives
Research Approach
Results
Youth Attrition Rates
Training & Mentoring
Opportunities for the Community Sector?
Summary & Recommendations
Appendix: Detailed Methodology
&Tables
Project Snapshot
Research Insights prepared for Department of Local Government & Communities
July 20134
Project SnapshotPRG conducted a hybrid online and CATI survey among 51 Human Resources Managers in Perth Businesses. Each respondent had read an e-mail from the Department of Local Government & Communities on the purpose of the research and on the work currently done by the department in terms of youth mentoring.
• 20% of businesses consider youth attrition rates to be a ‘quite’/’major’ issue for their business : • Unsurprisingly, businesses where under 25s make
up more than a quarter of the workforce are significantly more likely to consider young worker attrition rates a really/quite major issue (42%)
• Just over 2 in 5 (42%) of businesses
currently offer a mentor program to employees:• 27% of businesses offer at least one form of
support/mentoring for youth employees in particular.
• Over half the businesses with any mentor program have no specific training at all for mentors. ( “they pick it up as they go”)
• Currently only 16% of businesses surveyed have mentors and offer training for mentors.
• Amongst businesses with mentor programs – over a third (36%) reported that there were instances where mentors were confronted with issues they were unable to manage.
• Just over a third of businesses (34%) that do not have mentor programs currently, reported at least some interest in developing a mentor program.
• Just over a quarter (27%) of all business expressed some interest in a youth mentor training / development program from the community sector.
Background & Objectives
Research Insights prepared for Department of Local Government & Communities
July 20136
Background
The community sector has many skills in the selection, development and management of mentor programs aimed at assisting young people from troubled backgrounds or who are simply struggling with life skills, to make the transition from adolescent to adult. These same community organisations are struggling for funds.
On the other hand, it is believed that the commercial world has a need to engage mentors to help young people engage with and become effective members of the adult workforce. Evidence of the difficulties that young people often have is seen in the dropout rate of young apprentices, particularly in the construction and hospitality sectors.
This research explored the notion of a commercial role that the community sector could fulfil through a youth mentoring service on a fee basis, or a training package for mentors recruited from amongst “in house” employees.
Research Insights prepared for Department of Local Government & Communities
July 20137
Objectives
Building on the knowledge gained from the qualitative work conducted for the department by Patterson Research Group (PRG),this research aimed to:
Measure commercial awareness of and concern about the adjustment of young workers to working life.
Establish the extent of youth mentoring currently offered across commercial organisations in WA
Quantify potential interest in tapping into the established practices of community organisations in the recruitment and development of youth mentors, and the implementation of youth mentoring programs.
Research Approach
Research Insights prepared for Department of Local Government & Communities
July 20139
Research Approach OverviewIn previous focus group research conducted by the Patterson Research Group for the Department on Mentoring- it was discovered that often the definition of ‘mentoring’ in business is very different to that which is meant by the Department. This finding indicated the need for a ‘pre- task’ e-mail to be sent to respondents, explaining the mentor offering, prior to interviewing.
Recruitment
• Some 616 businesses in Perth were called by telephone interviewers. Only the 221 that had an HR managers were engaged for the survey. Of this number 125 agreed to take part in the survey and their name, and email contact details were noted.
• An e-mail was sent to 125 HR managers explaining the purpose of the survey as well as the Department’s mentor offering. Respondents were invited to do the survey online or via the telephone.
Survey
• Recruited HR managers who did not complete the survey online were called by telephone interviewers in order to conduct this survey over the telephone. There was an effective 59% refusal rate.
• In total 51 HR managers completed the survey either online or via the telephone.
Results – Youth Attrition Rates
Youth Mentoring Reform SurveyJuly 2013 11
Key Findings - Youth attrition rates a “hidden” issue?The high respondent attrition rate after recruitment suggests a low level of interest amongst HR managers who had accepted the email but refused the survey.
Almost half the sample reported over a quarter of their workforce was aged under 25 years.
One in five overall assessed the attrition rate of young workers as at least a “quite major” issue for their business.
However, attrition costs are “under the radar”Three out of four businesses who believe they have an issue with youth worker attrition rates have “no” or only a “rough” understanding of the cost of this attrition to their business. So one in four of those who rate youth attrition rates as an issue for the business have any idea of the cost to their business. This equates to approximately 12% of businesses overall have a good estimate of the cost of young worker attrition to their business. They believe that a “lack of work ethic” is the major factor in worker attrition.
Youth Mentoring Reform SurveyJuly 2013 12
Profile of Businesses InterviewedJust over 1 in 2 businesses (53%) interviewed had 50 or more employees working in Western Australia. While just over a third of business interviewed (34%) had over 200 employees.
37% of businesses interviewed had a work force where more than a quarter were aged under 25 years of age.
Q2 Approximately how many employees does your business have currently in Western Australia? Base: 51. Q3 Approximately what proportion of your West Australian work force is aged 25 or younger? Base: 51
Youth Mentoring Reform SurveyJuly 2013 13
Young Worker Attrition Rates
43% 35% 16% 4%
To what extent are young worker attrition rates an issue for your organisation?
Not an issue at all A minor issue only A quite major issue A really major issue
Net: 20%A fifth of HR managers consider young worker attrition rates to be an issue for their business. (Net really major/quite major issue: 20%)
Unsurprisingly, businesses where under 25s make up more than a quarter of the workforce are significantly more likely to consider young worker attrition rates a really/quite major issue (42%).
Only 12% of businesses felt that they had a quite or very good estimate of the cost of young worker attrition rates to the business.
Q4 We have found that there is a turnover of young workers in many industries. To what extent are young worker attrition rates an issue for your organisation? Base: 51. Q4a: Do you have an estimate of the $cost of that attrition rate to your business? Base: 51
Youth Mentoring Reform SurveyJuly 2013 14
Reasons for Young Worker Attrition Rates
Amongst those that felt that young worker attrition rates were an issue for their business, ‘lack of work ethic’ was the number one reason given for young employee turnover. They may not recognise the extent to which mentoring may assist with attrition rates.
Don't know
Better hourse elsewhere
Lack of readiness for workplace
Better wages elsewhere
Better training/support elsewhere
Travel/Relocation
Perceived lack of work ethic
Other
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
4%
7%
11%
14%
14%
14%
21%
29%
Perceived main reasons for turnover among young em-ployees : Amongst those who feel turnover is an issue
“The unpreparedness of the young person in relation to the employers expectation of sustained effort over a full working day.”
“Lack of enthusiasm and probably not ready to actually join the workforce.”
“Performance issues-they are not performing, fitness for work issues.”
Q4C: What do you think are the main reasons for turnover among young employees in your work place? Base: 28 (Those who think young worker attrition rates is an issue)
Results – Training & Mentoring
Youth Mentoring Reform SurveyJuly 2013 16
Key Findings - Training for Employees
Whilst effectively all businesses provide some form of employee training, just over 4 in 10 report that they provide some form of mentoring for employees.
And a similar proportion report that they offer an employee assistance package (External provider). One in four report no mentor or referral support at all.
16% report spending more than $50K PA on all training and mentoring activities, 35% from 11K - $50K, and 28% less than that (there was also 21% “don’t know” which we believe would also be in the under $11K level)
Youth Mentoring Reform SurveyJuly 2013 17
Key Findings - Young Employees Mentoring
71% report no specific youth mentor programs (though of this 71%, 12% reported a general mentor program that also included youth support without a specific youth focus)
So a Net of 41% had some form of employee mentor. This was made up of:
12% had a general program (that included youth)
10% specifically offered youth some internally sourced mentor support
6% referred to a “buddy” system for young employees.
6% “other support”
4% a graduate support program
JUST 2% of all respondents reported some external mentor support for young employees.
Youth Mentoring Reform SurveyJuly 2013 18
Current Training Offered to Employees
Don't know
We do not offer any training
Other (please type in)
Diversity training
Management training
First Aid training
Health & Safety training
Job Skills training
Inductions
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
0%
2%
10%
33%
49%
57%
73%
84%
90%
Training offered to employees
98% of businesses offer at least one training course to employees. 9 in 10 businesses offer inductions, 84% of job skills training while 73% offer health & safety training. Mentor training was asked separately and is shown in the following slide.
Q5a: What training is offered to employees in the terms of their employment? Please select all that apply Base: 51
Youth Mentoring Reform SurveyJuly 2013 19
Businesses which offer mentor support
Don’t know
Other (please specify)
None of these
Employee assistance programme
Mentoring
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
0%
24%
26%
40%
42%
Training offered to employees
3 in 5 businesses (60%) offer employees either ‘mentoring’ or an ‘employee assistance programme’ currently.
Q5b: In addition to ongoing supervision, what other support/mentoring is provided to employees in terms of their employment Base: 50
Youth Mentoring Reform SurveyJuly 2013 20
Average Spend on Worker Training / MentoringThe approximate average spend for Perth businesses on worker training/ mentoring is $34,000 per annum.
Q6 Approximately how much on average does your company spend on worker training, mentoring and support in Western Australia – including any external or in house training? Base: 50
Youth Mentoring Reform SurveyJuly 2013 21
Support/Mentoring offered to Young Workers in particular27% of businesses offer at least one form of support/mentoring to young workers. Just over 7 in 10 businesses currently do not offer any form of support/mentoring for young workers in particular. 2% reported external Mentor support for young employees (2% of respondents were not sure of their offering).
Don’t Know
External mentoring
Graduate program
Other
Buddy/coaching system
Internal mentoring
None for youth workers in particular
No mentoring program at all
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
2%
2%
4%
6%
6%
10%
12%
59%
What support or mentoring, if any, do you have for young workers in particular? By ALL
Q7 What support or mentoring, if any, do you have for young workers in particular? Base: 51
Results – Sourcing & Training Mentors
Youth Mentoring Reform SurveyJuly 2013 23
Key Findings - Most “Mentors” are internally sourced
77% of those who have any form of mentor program source the “mentors” internally.
About one in 10 use a mixed approach, and 14% have externally sourced mentors only.
Even after the guidance from the email prior to interview, which outlined the mentor structure, most evidently regard “career coaches” as mentors. We suspect that only the externally sourced “mentors” are “whole of life” mentors. - this is found in about a quarter of those who have a mentor program – that is about 9 – 10% of businesses surveyed.
About one in five businesses reported an automatic assignment of mentors to all new young employees. A similar proportion only initiate a mentor arrangement if a need arises.
Youth Mentoring Reform SurveyJuly 2013 24
How mentors are found by businesses with a mentoring program
Internal staff only 77%
Mix – some internal some external 9%
External only 14%
Just over three quarters (77%) of businesses that have a mentoring program select their mentors from their own staff base. Just under a quarter (23%) of businesses that have a mentoring program use any external mentors. This 23% represents some 9-10% of all businesses that have an HR Manager.
“As a small company it generally ends up being their direct supervisor who is best placed to guide them in their role”
“Some departments have permanent mentor for cadets, other depts. choose from colleagues close to the young person's position”
“'Management and Supervisors usually adopt the role”
Q8. You mentioned that you have a mentor program currently. We would like to ask you some questions about this program. Are your mentors found from amongst your own workforce, or do you recruit mentors externally? Base: 22 (Those companies with a mentoring program)
Youth Mentoring Reform SurveyJuly 2013 25
Whether businesses have ongoing or “as needed” mentoring programmes
In 19% of Perth businesses, all new young employees have a mentor. In 18% of Perth businesses, young employees are only allocated a mentor if there is a specific problem emerging.
Just under a quarter (23%) of Perth businesses only identify and recruit mentors on an “as needed” basis. Just under a fifth of business (18%) recruit mentors as part of an ongoing process.
Q9. Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if there is a specific problem emerging? Base: 51 Q10. Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more on an as needed basis? Base: 51
Results –Training Mentors – Opportunities for Community Sector?
Youth Mentoring Reform SurveyJuly 2013 27
Key Findings - Training mentors
Most internally sourced mentors (about 6 out of ten internal
mentors) are left to “pick it up as they go” (about 22% of the total sample)
About 3 in ten internal mentors, (or 12% of the total
sample) are trained by HR personnel About 1 in ten internally recruited mentors have external training. This represents about 4% of businesses surveyed.
HOWEVER:
A third with any mentor arrangements report that mentors are sometimes confronted with situations they don’t know how to handle.
2% are very interested, 27% at least quite interested in mentor training from the community sector.
Youth Mentoring Reform SurveyJuly 2013 28
Internal Mentor TrainingOnly 16% of businesses overall offer staff mentor training. The majority of this training is done by the Human Resources Department. 4% of businesses overall offer their staff external mentor training.
Q14. 'Is there any specific training offered to your internal mentors and mentees about the process?? Base: 51
Youth Mentoring Reform SurveyJuly 2013 29
Amongst businesses with Mentor Programmes, are mentors confronted with circumstances they are unable to manage?
Over a third of mentors (36%) are confronted with circumstances they are unable to manage.
Q8e Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or otherwise unable to manage? Base:22 (Those with mentor programmes)
Youth Mentoring Reform SurveyJuly 2013 30
Interest in the Youth Mentor training and support Amongst Perth Businesses
Just over a quarter of businesses (27%) expressed some interest in the youth mentor training and support offering.
“We would like to look at the options for the future. Our company is growing and we may have a need for it
“Attraction of younger people into our workforce. It would be highly beneficial to those people who are drawn to working in our Industry.
“My issue would be, what would the
company gain from it. Could it be
measurable, would we be training people up
so that then they might leave to an external
company? Would the mentor understand our
company values, and our process and
procedures.
“Every industry and business has its own mentoring requirements, Before government initiating this programs, it would be better to understand the
needs of each industry properly.
Q15 Would you be <insert> in youth mentor training and support in your business? Base: 51
Youth Mentoring Reform SurveyJuly 2013 31
Reasons given for not having a Mentor program
Too much time/money required
Don't know
Currently considering it but not in place yet
No business case/Don't understand benefits
Small company
Other
0%10%
20%30%
40%50%
60%70%
80%90%
100%
4%
14%
14%
18%
21%
29%
Please tell us why you do not have a mentor program currently?
Just over fifth (21%) of companies who do not have a mentor program currently cited ‘small company’ size as the reason that they do not have a mentor program. 18% of these businesses felt that there was no business case or they couldn’t fully understand the benefits of such an offer.
“We are more into the up-skilling of supervisors, I suppose mentoring is not understood and valued. Don't know what the real benefits of it are either.”
“We are a small company, we mentor the boys on site everyday ongoing. Informal more than anything.”
“We have never looked at it. Being apprentices they are all under training anyway. What actually is mentoring, what is actually involved?”
Q13: Please tell us why you do not have a mentor program currently? Base:28 (Those who do not have a mentor program currently)
Youth Mentoring Reform SurveyJuly 2013 32
Interest in Starting a Mentor Program amongst businesses who do not have a mentor program currently.
Just over a third of companies (34%) who currently do not have a mentor program, expressed some interest in starting a mentor program in the future. 1 in 10 of these businesses were ‘very interested’ in starting a mentor program.
Q14 Using the following scale, please tell me how interested your company is generally in starting a mentor program. Base: 28 (Those who do not have a mentor program currently)
Summary and Recommendations
Youth Mentoring Reform SurveyJuly 2013 34
Summary and Recommendations
While there may be two areas of need that the Community Sector COULD fill as a commercial service to business, we believe there is a prospect for one only.
Whilst a proportion of businesses would benefit from an investment in an external mentor program for young people, the businesses find it hard to justify such an investment in an individual who may or may not stay with an organisation.
So investing in an external mentor service is unlikely to provide a real return to business.
HOWEVER
The notion of investing in their own internally sourced mentors, to assist them in becoming better mentors for young people in particular would be justifiable.
In this instance the HR department would be investing in improving their internal support levels for all employees, not just individual young people. The individuals they invest in are also less likely to take those skills away from the company.
Youth Mentoring Reform SurveyJuly 2013 35
Summary and Recommendations
Currently almost all mentors are sourced internally, and that is unlikely to change
But the finding that 42% of respondents with a mentor program just leave it to mentors and mentees to “sort it out themselves” represents a real opportunity for the community sector
Note that a third of respondents with mentors reported that the mentors sometimes face situations that they were not equipped to deal with.
The service that the Community sector can offer is to help internally sourced mentors be better in that role.
Research Insights prepared for Department of Local Government & Communities
July 201336
Questions?
Keith PattersonPrincipalPatterson Research GroupSuite 8 , 24 Riseley StreetArdross WA 6153 AustraliaPO Box 1511 Applecross 6953Ph.: +61 (0)8 9316 2322Mob: +61 (0)417 189 012E: Keith@marketresearch.com.auwww.marketresearch.com.au
Please don’t hesitate to contact Patterson Research Group with any queries you may have.
Stacey HandResearch ConsultantPatterson Research GroupSuite 8 , 24 Riseley StreetArdross WA 6153 AustraliaPO Box 1511 Applecross 6953Ph.: +61 (0)8 9316 2322Mob: +61 (0)417 189 012E: Stacey@marketresearch.com.auwww.marketresearch.com.au
Jochem TubbingSenior Research ConsultantPatterson Research GroupSuite 8 , 24 Riseley StreetArdross WA 6153 AustraliaPO Box 1511 Applecross 6953Ph.: +61 (0)8 9316 2322Mob: +61 (0)417 189 012E: Jochem@marketresearch.com.auwww.marketresearch.com.au
Appendix: Detailed Methodology, Response Rate and Tables
Research Insights prepared for Department of Local Government & Communities
July 201338
Research Method
Participants were recruited by West Coast Field Services’ (WCFS’) fully training recruitment interviewers, over the telephone. Telephone numbers were drawn randomly from a database of Perth businesses. Each potential respondent was led through a screening questionnaire to ensure that they met the criteria. Appropriate respondents were then invited to participate in the research.As a means of ensuring the highest quality of data, WCFS routinely validate a proportion of all data. Effectively this means a random selection of respondents are re-contacted following their recruitment, and their recorded responses are checked to ensure the most accurate recording of data is upheld by the field team at all times.
The research was carried as a hybrid of online self-completion and telephone interviewing, survey fieldwork (including recruitment) took place between 8th July to 23rd July 2013.
Recruitment
Each participant was put in a prize draw to win a voucher worth $300 for dinner at a top Perth restaurant. Each participant will also be sent a summary of the research results.
Incentives
Research Insights prepared for Department of Local Government & Communities
July 201339
Response Rate
Total no. organisations called 616
Recruited to send e-mail 125
Refusals 28
Not available - Total 81
Disconnected numbers 99
Business/fax numbers 9
Ineligible (quota full) (did not have HR manager) 215
Others - Total (specify end result…)number called more than 6 times. 59
Completes 51
Q2 Approximately how many employees does your business have currently in Western Australia?
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; The following questions are about your Western Australian business generally and the training currently offered to your staff and to young people in particular. Approximately how many employees does your business have currently in Western Australia? by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Less than 50
47% 100% 0% 43% 58% 25%
51 to 200 20% 0% 37% 32% 5% 0%
201 to 400 12% 0% 22% 7% 16% 25%
401 to 1000 12% 0% 22% 7% 16% 25%
More than 1000
10% 0% 19% 11% 5% 25%
Column n 51 24 27 28 19 4
Q3 Approximately what proportion of your West Australian work force is aged 25 or younger? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Approximately what proportion of your West Australian work force is aged 25 or younger? by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Less than 25%
55% 50% 59% 100% 0% 0%
26% to 50% 31% 42% 22% 0% 84% 0%
51% to 75% 4% 4% 4% 0% 11% 0%
More than 75%
2% 0% 4% 0% 5% 0%
Don’t know 8% 4% 11% 0% 0% 100%
Column n 51 24 27 28 19 4
Q4 We have found that there is a turnover of young workers in many industries. To what extent are young
worker attrition rates an issue for your organisation? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; We have found that there is a turnover of young workers in many industries. To what extent are young worker attrition rates an issue for your organisation? by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Not an issue at all 43% 63% 26% 57% 21% 50%
A minor issue only 35% 13% 56% 36% 32% 50%
A quite major issue 16% 21% 11% 7% 32% 0%
A really major issue 4% 0% 7% 0% 11% 0%
NET: A minor issue only + A quite major issue + A really major issue
55% 33% 74% 43% 74% 50%
NET:A quite major issue + A really major issue
20% 21% 19% 7% 42% 0%
Don’t Know 2% 4% 0% 0% 5% 0%
Column n 51 24 27 28 19 4
Q4a Do you have an estimate of the $cost of that attrition rate to your business? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Do you have an estimate of the $cost of that attrition rate to your business? by Std Banner; Total sample; base n = 29
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
No estimate of cost to business
52% 56% 50% 50% 53% 50%
Rough estimate only
10% 11% 10% 17% 7% 0%
Quite a good feel for the costs
14% 11% 15% 8% 20% 0%
Very good estimate of costs
7% 11% 5% 0% 13% 0%
Don’t Know 17% 11% 20% 25% 7% 50%
Column n 29 9 20 12 15 2
Q4A_2: Do you have an estimate of the $cost of that attrition rate to your business? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q4A_2: Do you have an estimate of the $cost of that attrition rate to your business? by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Don't feel youth turnover is an issue
43% 63% 26% 57% 21% 50%
No estimate of cost to business
29% 21% 37% 21% 42% 25%
Rough estimate only
6% 4% 7% 7% 5% 0%
Quite a good feel for the costs
8% 4% 11% 4% 16% 0%
Very good estimate of costs
4% 4% 4% 0% 11% 0%
Don’t Know 10% 4% 15% 11% 5% 25%
Column n 51 24 27 28 19 4
Q4C_2: What do you think are the main reasons for turnover among young employees in your work place? - Coded by
Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q4C_2: What do you think are the main reasons for turnover among young employees in your work place? - Coded by Std Banner; base n = 28
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50 50 or more Less than 25%
26% + Don’t know
Other 29% 44% 21% 25% 29% 50%
Perceived lack of work ethic
21% 33% 16% 0% 43% 0%
Better wages elsewhere
14% 11% 16% 25% 7% 0%
Better training/support elsewhere
14% 0% 21% 25% 7% 0%
Travel/Relocation 14% 0% 21% 17% 7% 50%
Lack of readiness for workplace
11% 22% 5% 0% 21% 0%
Better hours elsewhere 7% 0% 11% 8% 7% 0%
Don't know 4% 0% 5% 0% 0% 50%
Column n 28 9 19 12 14 2
Q5A: What training is offered to employees in the terms of their employment? Please select all that apply. by Std
Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q5A: What training is offered to employees in the terms of their employment? Please select all that apply. - Other (please type in)_OTHER - Coded by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Inductions (e.g.. overview when first start job)
90% 83% 96% 89% 89% 100%
Job Skills training (e.g.. learning how to make coffees/weld etc.)
84% 83% 85% 79% 95% 75%
Health & Safety training 73% 54% 89% 64% 79% 100%
First Aid training 57% 42% 70% 50% 63% 75%
Management training 49% 38% 59% 50% 53% 25%
Diversity training 33% 21% 44% 32% 26% 75%
Other (please type in) 10% 17% 4% 4% 16% 25%
We do not offer any training 2% 0% 4% 4% 0% 0%
Don't know 0% 0% 0% 0% 0% 0%
Column n 51 24 27 28 19 4
Q5b In addition to ongoing supervision, what other support/mentoring is provided to employees in terms of
their employment by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; In addition to ongoing supervision, what other support/mentoring is provided to employees in terms of their employment by Std Banner; base n = 50
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Mentoring 42% 33% 50% 44% 42% 25%
Employee assistance programme (provided by external organisation to help employees with non-work related issues)
40% 4% 73% 41% 32% 75%
Mentoring + Employee assistance programme (provided by external organisation to help employees with non-work related issues)
60% 38% 81% 59% 58% 75%
Other (please specify) 24% 25% 23% 19% 26% 50%
None of these 26% 42% 12% 30% 26% 0%
Don’t know 0% 0% 0% 0% 0% 0%
Column n 50 24 26 27 19 4
Q6 Approximately how much on average does your company spend on worker training, mentoring and support in Western Australia –
including any external or in house training? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Approximately how much on average does your company spend on worker training, mentoring and support in Western Australia – including any external or in house training? by Std Banner; base n = 50
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more Less than 25%
26% + Don’t know
Less than $10,000 24% 46% 4% 26% 21% 25%
NET: From $11,000 – $50,000
30% 33% 27% 33% 32% 0%
NET: From $50,001 PLUS
14% 8% 19% 15% 16% 0%
From $11,000 – $30,000
22% 25% 19% 22% 26% 0%
From $30,001 – $50,000
8% 8% 8% 11% 5% 0%
From $50,001 – $70,000
6% 8% 4% 4% 11% 0%
From $70,001 – $100,000
8% 0% 15% 11% 5% 0%
Over $100K 14% 0% 27% 15% 16% 0%
Don’t Know 18% 13% 23% 11% 16% 75%
Column n 50 24 26 27 19 4
Q7: What support or mentoring, if any, do you have for young workers in particular? Other Text - Coded by Std
Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q7_OTHER_2: What support or mentoring, if any, do you have for young workers in particular? Other Text - Coded by Std Banner; base n = 21
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more Less than 25%
26% + Don’t know
None 29% 25% 31% 42% 13% 0%
Internal mentoring
24% 25% 23% 17% 25% 100%
Other (SPECIFY)
14% 13% 15% 8% 25% 0%
Buddy/coaching system
14% 13% 15% 8% 25% 0%
Graduate program
10% 0% 15% 17% 0% 0%
Don’t Know 5% 13% 0% 0% 13% 0%
External mentoring
5% 13% 0% 8% 0% 0%
Column n 21 8 13 12 8 1
Q7_OTHER_2: What support or mentoring, if any, do you have for young workers in particular? Other Text1 by Std
Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q7_OTHER_2: What support or mentoring, if any, do you have for young workers in particular? Other Text1 by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
No mentoring program at all 59% 67% 52% 57% 58% 75%
None 12% 8% 15% 18% 5% 0%
Other (SPECIFY) 6% 4% 7% 4% 11% 0%
Don’t Know 2% 4% 0% 0% 5% 0%
Graduate program 4% 0% 7% 7% 0% 0%
Buddy/coaching system 6% 4% 7% 4% 11% 0%
Internal mentoring 10% 8% 11% 7% 11% 25%
External mentoring 2% 4% 0% 4% 0% 0%
Other (SPECIFY) + Graduate program + Buddy/coaching system + Internal mentoring + External mentoring
27% 21% 33% 25% 32% 25%
Column n 51 24 27 28 19 4
Q8 You mentioned that you have a mentor program currently. We would like to ask you some questions about this program. Are your mentors found from amongst your own workforce, or do you recruit mentors externally? by Std
Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; You mentioned that you have a mentor program currently. We would like to ask you some questions about this program. Are your mentors found from amongst your own workforce, or do you recruit mentors externally? by Std Banner; base n = 22
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Internal staff only
77% 67% 85% 92% 56% 100%
Mix – some internal some external
9% 22% 0% 0% 22% 0%
External only
14% 11% 15% 8% 22% 0%
Column n 22 9 13 12 9 1
Q8c Is there any specific training offered to your internal mentors and mentees about the process? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Is there any specific training offered to your internal mentors and mentees about the process? by Std Banner; base n = 19
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
No – they pick it up as they go
58% 75% 45% 82% 29% 0%
HR dept. trains them
32% 25% 36% 9% 57% 100%
Have external training
11% 0% 18% 9% 14% 0%
Don’t Know 0% 0% 0% 0% 0% 0%
Column n 19 8 11 11 7 1
Is there any specific training offered to your internal mentors and mentees about the process? 2 by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Is there any specific training offered to your internal mentors and mentees about the process? 2 by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
No internally selected mentors
63% 67% 59% 61% 63% 75%
No – they pick it up as they go
22% 25% 19% 32% 11% 0%
HR dept. trains them
12% 8% 15% 4% 21% 25%
Have external training
4% 0% 7% 4% 5% 0%
Don’t Know 0% 0% 0% 0% 0% 0%
Column n 51 24 27 28 19 4
Q8d What is involved in that?
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; What is involved in that? SUMMARY; base n = 8
%
Up to half day session with internal HR professional
38%
More than half day session with internal HR professional
0%
An external course of up to a half day 13%
An external course of more than half a day 13%
Other Specify 38%
Don’t Know 0%
Column n 8
Q8e Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or otherwise
unable to manage? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or otherwise unable to manage? by Std Banner; base n = 22
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Yes 36% 44% 31% 17% 67% 0%
No 50% 44% 54% 58% 33% 100%
Don’t Know
14% 11% 15% 25% 0% 0%
Column n 22 9 13 12 9 1
Q8E_2: Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or
otherwise unable to manage? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q8E_2: Have you found that Mentors are sometimes confronted with circumstances that they are not trained for or otherwise unable to manage? by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
No Mentoring Program
57% 63% 52% 57% 53% 75%
Yes 16% 17% 15% 7% 32% 0%
No 22% 17% 26% 25% 16% 25%
Don’t Know
6% 4% 7% 11% 0% 0%
Column n 51 24 27 28 19 4
Q9 Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if
there is a specific problem emerging? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if there is a specific problem emerging? by Std Banner; base n = 22
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
All new young employees have a mentor
45% 67% 31% 42% 56% 0%
Mentor arrangements only created for specific cases
41% 33% 46% 50% 33% 0%
Other (Specify) 14% 0% 23% 8% 11% 100%
Column n 22 9 13 12 9 1
Q9_2: Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if
there is a specific problem emerging? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q9_2: Do you have an automatic mentor system for young people, or do you only put mentors and mentees together if there is a specific problem emerging? by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
No Mentoring Program
57% 63% 52% 57% 53% 75%
All new young employees have a mentor
20% 25% 15% 18% 26% 0%
Mentor arrangements only created for specific cases
18% 13% 22% 21% 16% 0%
Other (Specify) 6% 0% 11% 4% 5% 25%
Column n 51 24 27 28 19 4
Q10 Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more
on an as needed basis? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more on an as needed basis? by Std Banner; base n = 22
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
On-going process
41% 33% 46% 33% 44% 100%
Only as needed
55% 67% 46% 67% 44% 0%
Other (Specify)
5% 0% 8% 0% 11% 0%
Column n 22 9 13 12 9 1
Q10_2: Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more
on an as needed basis? by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q10_2: Do you have an ongoing process of identifying and recruiting Mentors from within your organisation, or is it more on an as needed basis? by Std Banner; base n = 51
Column % Number of Employees in Business
Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
No Mentor Program
57% 63% 52% 57% 53% 75%
On-going process
18% 13% 22% 14% 21% 25%
Only as needed
24% 25% 22% 29% 21% 0%
Other (Specify)
2% 0% 4% 0% 5% 0%
Column n 51 24 27 28 19 4
Q10a What would be the trigger for that?
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; What would be the trigger for that? SUMMARY; base n = 13
%
New staff on board 38%
A problem emerges with an employee 31%
Other (SPECIFY) 15%
Don’t Know 15%
Column n 13
Q13_2: Please tell us why you do not have a mentor program currently? - Coded by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Q13_2: Please tell us why you do not have a mentor program currently? - Coded by Std Banner; base n = 28
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more
Less than 25%
26% + Don’t know
Other 29% 27% 31% 25% 22% 67%
Small company 21% 33% 8% 31% 11% 0%
No business case/Don't understand benefits
18% 13% 23% 19% 22% 0%
Don't know 14% 7% 23% 13% 11% 33%
Currently considering it but not in place yet
14% 13% 15% 13% 22% 0%
Too much time/money required
4% 7% 0% 0% 11% 0%
Column n 28 15 13 16 9 3
Q14 Using the following scale, please tell me how interested your company is generally in starting a mentor program.
Would you say that you are: by Std Banner
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; Using the following scale, please tell me how interested your company is generally in starting a mentor program. Would you say that you are: by Std Banner; base n = 29
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more Less than 25%
26% + Don’t know
Very interested
10% 7% 14% 6% 10% 33%
Quite interested
24% 20% 29% 25% 30% 0%
Not very interested
21% 27% 14% 25% 20% 0%
Not at all interested
28% 33% 21% 31% 30% 0%
Don’t Know 17% 13% 21% 13% 10% 67%
NET: Interested
34% 27% 43% 31% 40% 33%
NET: Not interested
48% 60% 36% 56% 50% 0%
Column n 29 15 14 16 10 3
Q15 Would you be <insert> in youth mentor training and support in your business?
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; The WA Department of Communities is interested in understanding what opportunities there might be for community mentoring agencies to work with companies to get best practice youth mentoring into their businesses. The community sector has already been established by Std Banner; base n = 51
Column % Number of Employees in Business Proportion of work force aged 25 or younger?
TOTAL Less than 50
50 or more Less than 25%
26% + Don’t know
Very interested
2% 0% 4% 0% 5% 0%
Quite interested
25% 21% 30% 21% 37% 0%
Not very interested
33% 38% 30% 29% 37% 50%
Not at all interested
25% 33% 19% 36% 16% 0%
Don’t Know 14% 8% 19% 14% 5% 50%
NET: Interested
27% 21% 33% 21% 42% 0%
NET: Not interested
59% 71% 48% 64% 53% 50%
Column n 51 24 27 28 19 4
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