SE3 Long-Term Mentorship Program: 2020-2021 Program Summary
Background
The SEAONC SE3 Long-Term Mentorship (LTM) Program was developed in 2019 to encourage and facilitate the formation of long-term mentee-mentor relationships, with the broader goal of boosting engagement and reducing attrition in the structural engineering profession. The goal was to provide less experienced engineers opportunities to network and build strong connections with engineers outside of their respective firms, gaining strategic guidance and career advice from more experienced engineers from the local community. In general, mentees appreciated having mentors outside of their firms because this allowed for more candid conversations, and provided insight into other perspectives within the profession.
In the 2018 NCSEA SE3 Survey, respondents indicated that having a mentor had positive effects on career satisfaction and retention. Respondents with a mentor were twice as likely as their non-mentored counterparts to plan to stay within the structural engineering profession within the next 5 years. 84% of survey respondents with a mentor reported being “satisfied” or “very satisfied” with their career advancement compared to 69% for respondents without a mentor.
The 2020-2021 SEAONC SE3 Long-Term Mentorship Program was the second iteration of the program and began in June 2020. In June 2021, the SEAONC SE3 Mentorship Committee held a virtual event for all program participants to conclude the Long-Term Mentorship Program year.
The SEAONC SE3 Long-Term Mentorship (LTM) Program was developed in 2019 to encourage and facilitate the formation of long-term mentee-mentor relationships, with the broader goal of boosting engagement and reducing attrition in the structural engineering profession. The goal was to provide less experienced engineers opportunities to network and build strong connections with engineers outside of their respective firms, gaining strategic guidance and career advice from more experienced engineers from the local community. In general, mentees appreciated having mentors outside of their firms because this allowed for more candid conversations, and provided insight into other perspectives within the profession.
In the 2018 NCSEA SE3 Survey, respondents indicated that having a mentor had positive effects on career satisfaction and retention. Respondents with a mentor were twice as likely as their non-mentored counterparts to plan to stay within the structural engineering profession within the next 5 years. 84% of survey respondents with a mentor reported being “satisfied” or “very satisfied” with their career advancement compared to 69% for respondents without a mentor.
The 2020-2021 SEAONC SE3 Long-Term Mentorship Program was the second iteration of the program and began in June 2020. In June 2021, the SEAONC SE3 Mentorship Committee held a virtual event for all program participants to conclude the Long-Term Mentorship Program year.
2020-2021 Program and Changes from Previous Year
The 2020-2021 Long-Term Mentorship Program had a total of 110 participants, who were divided by years of experience in the industry: 29 “Seasoned Professionals” (13+ years of experience); 29 “Mid-Level Engineers” (5 to 12 years of experience); and 52 “Entry-Level Engineers” (0 to 4 years of experience). Groups consisted of 3 to 5 total engineers, including a seasoned professional serving as the anchor of the group and 1 to 2 mid-level engineers and entry-level engineers each. This tiered structure was inspired by AIA SF’s long-term mentorship program and fostered multi-directional mentor-mentee relationships within the groups (especially with regards to the mid-level engineer, who has a pivotal role of being both a “mentee” and “mentor”). Mentorship groups met at a frequency collectively agreed upon at their initial meeting, ranging from once every two weeks to once every two months.
Unlike the first Long-Term Mentorship Program, which was held in 2019, this recent iteration was held entirely virtually due to the COVID-19 pandemic. The program began in June 2020, creating an environment for professionals to connect with others in the industry at a time when in-person interaction was limited. Group members were encouraged to discuss topics, such as their experiences with the remote work environment and concerns during times of great uncertainty, in addition to typical mentorship topics like general career advice, professional licensing, professional committees, and work-life balance. The virtual aspect of this year’s program had several unexpected benefits, including the ability to accommodate graduate students in mentorship groups, the ability for group members in different geographic areas to connect easily, and the ability for groups to meet more frequently due to non-existent travel and commute times to attend meetings.
The 2020-2021 Long-Term Mentorship Program had a total of 110 participants, who were divided by years of experience in the industry: 29 “Seasoned Professionals” (13+ years of experience); 29 “Mid-Level Engineers” (5 to 12 years of experience); and 52 “Entry-Level Engineers” (0 to 4 years of experience). Groups consisted of 3 to 5 total engineers, including a seasoned professional serving as the anchor of the group and 1 to 2 mid-level engineers and entry-level engineers each. This tiered structure was inspired by AIA SF’s long-term mentorship program and fostered multi-directional mentor-mentee relationships within the groups (especially with regards to the mid-level engineer, who has a pivotal role of being both a “mentee” and “mentor”). Mentorship groups met at a frequency collectively agreed upon at their initial meeting, ranging from once every two weeks to once every two months.
Unlike the first Long-Term Mentorship Program, which was held in 2019, this recent iteration was held entirely virtually due to the COVID-19 pandemic. The program began in June 2020, creating an environment for professionals to connect with others in the industry at a time when in-person interaction was limited. Group members were encouraged to discuss topics, such as their experiences with the remote work environment and concerns during times of great uncertainty, in addition to typical mentorship topics like general career advice, professional licensing, professional committees, and work-life balance. The virtual aspect of this year’s program had several unexpected benefits, including the ability to accommodate graduate students in mentorship groups, the ability for group members in different geographic areas to connect easily, and the ability for groups to meet more frequently due to non-existent travel and commute times to attend meetings.
Mid-Year Event
On January 21, 2021, SEAONC SE3 held an event marking the mid-year point of the 2020-2021 Long-Term Mentorship Program. This casual event allowed participants to meet others in the mentorship program and discuss strategies to make the most of the mentorship opportunities. Altogether, 39 participants from 24 out of 29 groups attended.
Mentorship task group co-leads Alan Puah and Steve Earl kicked off the event with introductions. Then, Steve and program participants Allison DiGregio, Stefanie Rae Arizabal, and Jim Malley shared unique insights about their individual group dynamics and successes. Jim also provided perspectives on mentorship in general and its relation to SEAONC history.
Attendees then met in breakout rooms and discussed a variety of topics ranging from what they are enjoying about the program to tips on facilitating successful group discussions. Participants mentioned appreciating the mentorship program because it gave space to connect with engineers outside their firm during this work-from-home period.
On January 21, 2021, SEAONC SE3 held an event marking the mid-year point of the 2020-2021 Long-Term Mentorship Program. This casual event allowed participants to meet others in the mentorship program and discuss strategies to make the most of the mentorship opportunities. Altogether, 39 participants from 24 out of 29 groups attended.
Mentorship task group co-leads Alan Puah and Steve Earl kicked off the event with introductions. Then, Steve and program participants Allison DiGregio, Stefanie Rae Arizabal, and Jim Malley shared unique insights about their individual group dynamics and successes. Jim also provided perspectives on mentorship in general and its relation to SEAONC history.
Attendees then met in breakout rooms and discussed a variety of topics ranging from what they are enjoying about the program to tips on facilitating successful group discussions. Participants mentioned appreciating the mentorship program because it gave space to connect with engineers outside their firm during this work-from-home period.
End-of-Year Event
On June 24, 2021, the SEAONC SE3 Mentorship Task Group held a virtual event for all program participants to mark the end of the Long-Term Mentorship Program’s 2020-2021 year. This casual gathering involved a competitive game of trivia to celebrate a successful year of mentorship! Mentorship Task Group co-leads Alan Puah and Steve Earl created 40 trivia questions based on “Landmarks and Structures Around the World” and “2020 Rewind: Internet Sensations from the Stay-at-Home Era”.
On June 24, 2021, the SEAONC SE3 Mentorship Task Group held a virtual event for all program participants to mark the end of the Long-Term Mentorship Program’s 2020-2021 year. This casual gathering involved a competitive game of trivia to celebrate a successful year of mentorship! Mentorship Task Group co-leads Alan Puah and Steve Earl created 40 trivia questions based on “Landmarks and Structures Around the World” and “2020 Rewind: Internet Sensations from the Stay-at-Home Era”.
Conclusion
Despite being entirely virtual during the 2020-2021 year, the Long-Term Mentorship Program was able to thrive and successfully connect local engineers in the industry to provide networking opportunities, career guidance, and professional and personal support.
In the final program survey, 92% of the 73 respondents were “satisfied” or “very satisfied” with their mentorship meetings. Program participants reported that highlights included connecting with people and firms they would not have crossed paths with otherwise, meeting and developing relationships with other local engineers, hearing great stories, sharing experiences with younger engineers, talking through job transitions and difficult conversations, and most importantly, staying engaged with the profession.
The Mentorship Task Group relaunched the Long-Term Mentorship Program for the following year in January 2022.
Despite being entirely virtual during the 2020-2021 year, the Long-Term Mentorship Program was able to thrive and successfully connect local engineers in the industry to provide networking opportunities, career guidance, and professional and personal support.
In the final program survey, 92% of the 73 respondents were “satisfied” or “very satisfied” with their mentorship meetings. Program participants reported that highlights included connecting with people and firms they would not have crossed paths with otherwise, meeting and developing relationships with other local engineers, hearing great stories, sharing experiences with younger engineers, talking through job transitions and difficult conversations, and most importantly, staying engaged with the profession.
The Mentorship Task Group relaunched the Long-Term Mentorship Program for the following year in January 2022.