Transcript Slide 1
Youth Mentoring Reform Survey
Research Insights Prepared by Patterson Research Group
Patterson Research Group | ABN 83 797 296 374
Suite 8 / 24 Riseley Street, ARDROSS WA 6153 Australia | PO Box 1511, Applecross, WA 6953
T (08) 9316 2322 | F (08) 9315 4747 | E [email protected] | W www.marketresearch.com.au
Agenda
Project Snapshot
Background & Objectives
Research Approach
Results
Youth Attrition Rates
Training & Mentoring
Opportunities for the Community Sector?
Summary & Recommendations
Appendix: Detailed Methodology
&Tables
Research Insights prepared for Department of Local
Government & Communities
July 2013
2
Project Snapshot
Project Snapshot
PRG 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.
•
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:
•
•
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.
20% of businesses consider youth attrition
rates to be a ‘quite’/’major’ issue for their
business :
•
•
•
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”)
Research Insights prepared for Department of Local
Government & Communities
July 2013
4
Background & Objectives
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 2013
6
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 Insights prepared for Department of Local
Government & Communities
July 2013
7
Research Approach
Research Approach Overview
In 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.
E-mail
Survey
• 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.
• 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.
Research Insights prepared for Department of Local
Government & Communities
July 2013
9
Results – Youth Attrition Rates
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 Survey
July 2013
11
Profile of Businesses Interviewed
Just 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 Survey
July 2013
12
Young Worker Attrition Rates
To what extent are young worker attrition rates an issue for
your organisation?
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%).
Net: 20%
43%
Not an issue at all
35%
A minor issue only
A quite major issue
16%
4%
A really major issue
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 Survey
July 2013
13
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.
Perceived main reasons for turnover among young
employees : Amongst those who feel turnover is an issue
Other
29%
Perceived lack of work ethic
21%
Travel/Relocation
14%
Better training/support elsewhere
14%
Better wages elsewhere
14%
Lack of readiness for workplace
11%
Better hourse elsewhere
Don't know
7%
“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 issuesthey
are
not
performing, fitness for
work issues.”
4%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
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)
Youth Mentoring Reform Survey
July 2013
14
Results – Training & Mentoring
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 Survey
July 2013
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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 Survey
July 2013
17
Current 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.
Training offered to employees
Inductions
90%
Job Skills training
84%
Health & Safety training
73%
First Aid training
57%
Management training
49%
Diversity training
33%
Other (please type in)
10%
We do not offer any training
Don't know
2%
0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90% 100%
Q5a: What training is offered to employees in the terms of their employment? Please select
all that apply Base: 51
Youth Mentoring Reform Survey
July 2013
18
Businesses which offer mentor support
3 in 5 businesses (60%) offer employees either ‘mentoring’ or an ‘employee assistance programme’
currently.
Training offered to employees
Mentoring
42%
Employee assistance programme
40%
None of these
26%
Other (please specify)
Don’t know
24%
0%
0%
10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Q5b: In addition to ongoing supervision, what other support/mentoring is provided to
employees in terms of their employment Base: 50
Youth Mentoring Reform Survey
July 2013
19
Average Spend on Worker Training / Mentoring
The 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 Survey
July 2013
20
Support/Mentoring offered to Young Workers in particular
27% 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).
What support or mentoring, if any, do you have for young
workers in particular? By ALL
No mentoring program at all
59%
None for youth workers in particular
12%
Internal mentoring
10%
Buddy/coaching system
6%
Other
6%
Graduate program
4%
External mentoring
2%
Don’t Know
2%
0%
10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Q7 What support or mentoring, if any, do you have for young workers in particular? Base:
51
Youth Mentoring Reform Survey
July 2013
21
Results – Sourcing & Training Mentors
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 Survey
July 2013
23
How mentors are found by businesses with a mentoring program
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.
77%
Internal staff only
Mix – some internal some external
9%
14%
External only
“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”
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)
“'Management and
Supervisors usually
adopt the role”
Youth Mentoring Reform Survey
July 2013
24
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
Youth Mentoring Reform Survey
July 2013
25
Results –Training Mentors –
Opportunities for Community Sector?
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 Survey
July 2013
27
Internal Mentor Training
Only 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 Survey
July 2013
28
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 Survey
July 2013
29
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.
“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.
“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.
“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 Survey
July 2013
30
Reasons given for not having a Mentor program
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.
Please tell us why you do not have a mentor program
currently?
Other
29%
Small company
21%
No business case/Don't understand
benefits
18%
Currently considering it but not in place
yet
“We are a small company, we
mentor the boys on site everyday
ongoing.
Informal
more
than
anything.”
14%
Don't know
Too much time/money required
“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.”
14%
4%
“We have never looked at it. Being
apprentices they are all under
training anyway. What actually is
mentoring,
what
is
actually
involved?”
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
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 Survey
July 2013
31
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)
Youth Mentoring Reform Survey
July 2013
32
Summary and Recommendations
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 Survey
July 2013
34
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.
Youth Mentoring Reform Survey
July 2013
35
Questions?
Please don’t hesitate to contact Patterson Research Group with any queries you
may have.
Keith Patterson
Principal
Patterson Research Group
Jochem Tubbing
Senior Research Consultant
Patterson Research Group
Stacey Hand
Research Consultant
Patterson Research Group
Suite 8 , 24 Riseley Street
Ardross WA 6153 Australia
PO Box 1511 Applecross 6953
Ph.: +61 (0)8 9316 2322
Mob: +61 (0)417 189 012
E: [email protected]
www.marketresearch.com.au
Suite 8 , 24 Riseley Street
Ardross WA 6153 Australia
PO Box 1511 Applecross 6953
Ph.: +61 (0)8 9316 2322
Mob: +61 (0)417 189 012
E: [email protected]
www.marketresearch.com.au
Suite 8 , 24 Riseley Street
Ardross WA 6153 Australia
PO Box 1511 Applecross 6953
Ph.: +61 (0)8 9316 2322
Mob: +61 (0)417 189 012
E: [email protected]
www.marketresearch.com.au
Research Insights prepared for Department of Local
Government & Communities
July 2013
36
Appendix: Detailed Methodology,
Response Rate and Tables
Research Method
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
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.
Incentives
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.
Research Insights prepared for Department of Local
Government & Communities
July 2013
38
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
Research Insights prepared for Department of Local
Government & Communities
July 2013
39
Q2 Approximately how many employees does your
business have currently in Western Australia?
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less
than
25%
Less
than 50
50 or
more
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%
51
24
27
28
19
4
Column n
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
Q3 Approximately what proportion of your West Australian
work force is aged 25 or younger? by Std Banner
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less
than
25%
Less
than 50
50 or
more
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
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
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
Column %
Number of Employees in
Business
Proportion of work force
aged 25 or younger?
TOTAL
Less
than
25%
Less
50 or
than 50 more
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
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
Q4a Do you have an estimate of the $cost of that attrition
rate to your business? by Std Banner
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less
than
25%
Less
than 50
50 or
more
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%
29
9
20
12
15
2
Column n
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
Q4A_2: Do you have an estimate of the $cost of that
attrition rate to your business? by Std Banner
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less than 26% +
25%
Less than 50 or
50
more
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%
10%
4%
15%
11%
5%
25%
51
24
27
28
19
4
Don’t Know
Column n
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
Q4C_2: What do you think are the main reasons for
turnover among young employees in your work place? Coded by Std Banner
Column %
Number of Employees in Business
Proportion of work force aged 25 or
younger?
TOTAL
Less than
25%
Less than 50 50 or more
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
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
Q5A: What training is offered to employees in the terms of
their employment? Please select all that apply. by Std
Banner
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less than 26% +
25%
Less than 50 or
50
more
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
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
Q5b In addition to ongoing supervision, what other
support/mentoring is provided to employees in terms of
their employment by Std Banner
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less
than
25%
Less
than 50
50 or
more
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
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
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
Column %
Number of Employees in Business
Proportion of work force aged 25 or
younger?
TOTAL
Less than
25%
Less than
50
50 or more
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%
50
24
26
27
19
4
Column n
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
Q7: What support or mentoring, if any, do you have for
young workers in particular? Other Text - Coded by Std
Banner
Column %
Number of Employees in Business
TOTAL
Less than
50
Proportion of work force aged 25 or
younger?
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/coachi
ng 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
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
Q7_OTHER_2: What support or mentoring, if any, do you
have for young workers in particular? Other Text1 by Std
Banner
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less than 26% +
25%
Less than 50 or
50
more
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%
27%
21%
33%
25%
32%
25%
51
24
27
28
19
4
Other (SPECIFY) + Graduate
program + Buddy/coaching
system + Internal mentoring
+ External mentoring
Column n
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
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
Column %
Internal
staff only
Mix – some
internal
some
external
External
only
Column n
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less than 26% +
25%
Less than 50 or
50
more
Don’t
know
77%
67%
85%
92%
56%
100%
9%
22%
0%
0%
22%
0%
14%
11%
15%
8%
22%
0%
22
9
13
12
9
1
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
Q8c Is there any specific training offered to your internal
mentors and mentees about the process? by Std Banner
Column %
Number of Employees in Business
Proportion of work force aged 25
or younger?
TOTAL
Less than
25%
Less than
50
50 or
more
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
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
Is there any specific training offered to your internal
mentors and mentees about the process? 2 by Std Banner
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less
than
25%
Less
than 50
50 or
more
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
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
Q8d What is involved in that?
%
Up to half day session with internal HR
professional
More than half day session with internal
HR professional
38%
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
Column n
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; What is involved in that? SUMMARY; base n = 8
0%
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
Column %
Number of Employees in Business
Proportion of work force aged 25 or
younger?
TOTAL
Less than
25%
Less than
50
50 or
more
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%
22
9
13
12
9
1
Column n
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
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
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less
than
25%
Less
than 50
50 or
more
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
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
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
Column %
Number of Employees in
Business
Proportion of work force
aged 25 or younger?
TOTAL
Less
than
25%
Less
50 or
than 50 more
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%
22
9
13
12
9
1
Column n
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
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
Column %
Number of Employees in
Business
Proportion of work force aged
25 or younger?
TOTAL
Less
than
25%
Less
than 50
50 or
more
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
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
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
Column %
Number of Employees in Business
Proportion of work force aged 25 or
younger?
TOTAL
Less than
25%
Less than
50
50 or
more
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
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
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
Column %
Number of Employees in
Business
Proportion of work force aged 25
or younger?
TOTAL
Less than 26% +
25%
Less than 50 or
50
more
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
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
Q10a What would be the trigger for that?
%
New staff on board
38%
A problem emerges with an employee
31%
Other (SPECIFY)
15%
Don’t Know
15%
Column n
13
Patterson Research Group: Mentor Quantitative Survey Amongst HR Managers; What would be the trigger for that? SUMMARY; base n = 13
Q13_2: Please tell us why you do not have a mentor
program currently? - Coded by Std Banner
Column %
Number of Employees in Business
Proportion of work force aged 25
or younger?
TOTAL
Less than
25%
Less than
50
50 or
more
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
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
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
Column %
Number of Employees in Business
TOTAL
Less than
50
Proportion of work force aged 25 or
younger?
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
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
Q15 Would you be <insert> in youth mentor training
and support in your business?
Column %
Number of Employees in Business
TOTAL
Less than
50
Proportion of work force aged 25 or
younger?
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
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