The P.E.P. Mentorship Programme

Prepare Engage Progress

Enterprise-led Mentorship Programme


Are you aware of what is holding your business back from getting to the next level?
Do you know you and your team’s blind spots?
Have you the skillset and know-how in your team to take on areas of opportunity?
How can you move your weaknesses into strengths?


The P.E.P. Mentorship Programme is focused on working with companies to accelerate the personal and professional development of their management and employees so as to identify their blind spots, grab onto opportunities and move positively to the next level.

This is achieved by providing mentees with guidance, advice and feedback from mentors with more experience than themselves.  We are very lucky in County Wexford Chamber Skillnet to have access to a high quality pool of experts in key areas such as leadership, people management, team development, business planning and strategy development, customer experience management, resilience and wellbeing, digital marketing, sales skills and many more.  We have found from speaking to members while developing P.E.P. that the main reasons for company’s to implement a mentorship programme are as follows:

  • Develop emerging leaders: helping high performing employees develop their leadership abilities.
  • Improve employee performance: increasing engagement among employees and developing high a potential workforce.
  • Promote diversity: mentorship programs encourage and empower employees from minority groups who may not currently be reaching the next level of career development.
  • Career development: assisting employees in meeting their career goals by honing new capabilities and skills.
  • Remote work: allow people to build their career and network in a remote work environment.
  • Improving culture: building productive relationships among co-workers can lead to a healthier workplace culture.
  • Employee retention: employees who perceive that the company cares about developing their career path and their future are more likely to stay with the company longer. Research done by Deloitte identified that younger employees who are given a mentoring opportunity are more likely to stay with that employer for longer.
  • Reputation building: organisations who show a commitment to their employees’ development will gain a reputation as a desirable place to work.
  • Planning for leadership succession: preparing for the next stage in the company’s life cycle.
  • Improve a skills gap:  turn employees weaknesses into strengths through mentoring and upskilling.


Why get involved in the P.E.P. Mentorship Programme?

For an organisation that starts a mentoring program, it’s a cost-effective and efficient way to boost employee engagement, strengthen company culture, and increase retention of high potential employees.  In short, companies that implement formal mentoring programs help employees become more effective in their roles and strengthens their connections with others in the workplace.  This in turn positively impacts the overall performance, productivity and image of the company and brings the company close to achieving their strategic goal.


Programme Criteria:

  • The P.E.P. Mentorship Programme is completed in 3-month blocks (a minimum of 4 contact days and can be extended) and can be started at anytime.
  • The programme is tailored and designed for you and your team’s needs, schedule and budget.
  • The minimum number for the programme is 3 and maximum is 5 and the programme allows for team and individual development.
  • It is our aim to provide you with a minimum of 2 proposals from different mentors based on your required objectives an you will have control to select the proposal that best fits your needs.
  • You will be required to complete a brief questionnaire at the beginning and end of the mentorship programme which will help identify progress.
  • Following the introductory session with the mentor, the Network Manager will make contact to ensure you are happy that the mentor is the right fit for your requirements.
  • The success of the programme is hugely dependent on the buy-in from all involved which includes senior management.


The Stages:


Prepare for change, development and further growth.

This stage is all about identifying:

  • Where you are right now in achieving your goals
  • What are you doing
  • Why are you doing certain activities
  • How well are you doing them

This is the  stage where it is crucial to get ‘Buy in’ from all involved in the mentorship process, including senior management.


  1. Identify purpose and objective for the P.E.P. Mentorship Programme – what you hope to accomplish with a mentoring program or what problems you’d like to resolve, who in the company will be mentored, what time commitment can you allow and budget available.  By defining the goals of mentorship, it will be easier to determine how to measure results and keep the programme on track for success.
  2. Complete P.E.P. Mentorship Needs Analysis Form and  pre-mentorship Audit and return to Network Manager.  The Network Manager will then set up a 30 minute ‘Kickstart’ call to confirm details and to get further clarity on your needs and requirements if needed.
  3. The Network Manager will invite suitable mentors from the panel to submit a proposal based on the outlined brief.  Proposals submitted will be sent to company for review and the Network Manager can help with selecting the best mentor to meet your outlined brief and objectives.
  4. Mentor is confirmed and the Network Manager organises a virtual meeting between all parties to confirm process for going forward.  Contract of agreement is sent to company and Mentor.
  5. Mentor has an on-site meeting with core management team to go through mentorship objectives, process, schedule and desired outcomes.  Required changes to initial proposal may be necessary at this step.
  6. Mentor receives ‘Buy-in’ from core management team to move to next step of the process.
This is the stage where the Mentor:

  • Identifies what needs to be implemented and why
  • Develops a plan in how to achieve the outlined goal and the steps involved
  • Equips the mentees with the ‘tools’ and knowledge to move forward
  • Provides advice, support and recommendations to mentees




7.  The Mentor completes a thorough audit on the current activities of the organisation to develop a complete  understanding of the strengths, weaknesses, opportunities and threats which are directly/indirectly impacting the performance of the mentees.   The audit may include some or all of the following:  surveying mentees and management; evaluation of systems an procedures; observation; interviewing customers and suppliers.

8. Results of Audit is presented to Management and recommendations for moving forward with mentee engagement and development is confirmed by both parties.  Schedule is developed and communicated with all concerned.

9. The Mentor Mentee engagement process begins with each session being focused on a specific  area with outcomes established.  Mentees will be required to complete prep and follow up work before and after each session.  It is important the management also engage in the process  and monitor and review the activities being completed as part of the programme.

10.  The Network Manager will frequently engage with both company and trainer to ensure the confirmed agreement from stage 4 is being followed and met.

11.  Mentor will continually link in with Manager to review engagement and progress throughout the programme.

The final stage is where the mentee is now equipped with the tools and knowledge to progress their role within the organisation.

This is the stage to:

  • Adapt
  • Implement
  • Continuously review

The success of the Progress stage involves commitment and drive from both management and the mentees.

12. Both the mentee and manager are asked to evaluate the P.E.P Membership Programme and the Mentor submits a final report to the management team.

13. The Mentor ensures that Company has access to all resources needed to progress following programme.

14.  The Network Manager requests Manager to complete the post-mentorship Audit and present findings from both pre and post audit to Manager.  This step will identify the progress already made since the start of the programme.

15.  Company implements learnings and new skills and ensure they align with overall company objectives.

16.  Approximately 4 weeks after completion of Programme, the Network Manager will link with Manager to review progress and next steps if needed.

How can you get started?

The first step is to contact the Network Manager, Therese O Connor who will send you out the P.E.P. Mentorship needs analysis form and answer any questions you may have.