In 2003, the Fontana Police Department implemented a formalized Mentoring Program within the Department as a part of its 2000 Strategic Plan.  The Mentoring Program was developed to allow newly hired employees, both sworn and non-sworn, a smoother transition into the Department as well as a greater understanding of the organization’s culture and history.  New employees are also afforded the opportunity to enhance their work skills and identify future career goals while the Department experiences increased employee retention along with increased job satisfaction and loyalty.

Mentoring begins when a newly hired employee completes a confidential voluntary questionnaire about their general past history including past careers and personal interests.  A mentoring committee then reviews the questionnaire and compares the responses to those of previously selected mentors from within the Department.  The new employee, or protégé, is then assigned a mentor based on the responses with the hopes that some common interest may exist between the protégé and mentor.  Afterwards, the mentor is informed of the “pairing” and shortly thereafter will make personal contact with the protégé to introduce themselves. 

All new mentors receive a five hour in-house training course.  During the course they receive training on the origin of mentoring, communications techniques, ethics, as well as complete group exercises involving a variety of mentoring scenarios. 

Mentors are expected to maintain contact with their protégés either in person or by telephone and also tell the protégé how to make contact with them if any questions arise.  Additionally, mentors keep their protégés aware of any departmental functions or issues that may be important.  During the mentoring cycle, which extends throughout the protégé’s probationary period, either the mentor or the protégé can request a new mentor be assigned if either of them feel that the “pairing” is not compatible. 

Since its inception, the overall response to the Mentoring Program has been overwhelming positive.  Both mentors and protégés completing the mentoring cycle have completed exit surveys and the overall feelings of the program are that it provides a beneficial service to both the mentors and protégés involved as well as the Department and the community that it serves. 

For more information about the Mentoring Program please contact Sergeant Bob Morris at rmorris@fontana.org.

Original Proposal

Mentoring Program Guidelines

Mentoring Program Criteria

Mentor Overtime Guidelines

FBINA Mentoring Article

Mentoring Forms

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