Roles

Roles: Coach, Mentor, Supervisor

During their secondment abroad the Young Experts receive guidance from three people: a manager, a mentor, and a coach, who are appointed to ensure the Young Experts have multiple channels of communication regarding work related or personal issues.

The role of the supervisor

The supervisor is the manager from the local organisation, who will mainly judge and supervise the Young Expert on work-related issues, and the progress that is made in the work field. The supervisor is also responsible for the annual performance by the Young Expert. He/she will focus on the following topics:

• Clear description of tasks and expectations to be achieved with regard to the end result, during the secondment
• Support in achieving the results of the Young Expert
• Time for personal guidance and feedback
• Time for progress meetings and informed judgments

The manager is the one who is able to observe the Young Expert on a day to day basis and can provide valuable feedback on work-related issues. It is the responsibility of the Young Expert to ask for feedback and to implement the advice of the manager.

The role of the mentor

The mentor is appointed by the organisation of employment, and will serve as the main link between the supervisor, the Young Expert, and the YEP programme bureau. Usually the mentor works from within the Netherlands. The mentor works independently from the supervisor and will not review the Young Expert on his/her work, but is knowledgeable in the field of work and knows all about the organisation. The mentor is available for at least two full days a year for instructions and training sessions by the YEP programme bureau. Topics that may be discussed with the mentor include:

• Content of work, and any problems that may arise
• Advise on and discuss the personal development plan (PDP)
• The Young Expert’s supervisor
• Networking skills and subsequent career opportunities

The role of the coach

The YEP programme bureau also appoints a coach, who will focus on the personal development of the Young Expert. He/she helps develop the learning objectives and is available for any personal matters as well. The coach acts independently from the organisation of employment, and has no direct interest regarding the work of the Young Expert.

Topics that may be discussed with the coach include:

• Developing the competencies of the Young Expert
• Defining next steps for personal development
• Learning to handle conflicts professionally
• Intercultural challenges the Young Expert faces
• Issues that may arise during the secondment
• Discuss uncertainties or any personal questions

The Young Expert should schedule regularly coaching sessions, usually once every 2 months.