Mentor Position Statement

This position statement sets out the criteria the Dental Council of NSW (the Council) applies when considering approval of a mentor and the Council’s expectations of an approved mentor. It should be read in conjunction with the Council’s Compliance Policy - Mentor, which sets out the obligations of a practitioner subject to mentor conditions.

Mentor conditions are intended to facilitate the development of a relationship between the practitioner and a respected, experienced practitioner in the same/similar area of practice, who acts as a support person for the practitioner. A mentor may provide assistance with professional and personal development, and help a practitioner to cope in the professional environment in which Council identified deficits in his/her practice, or from which he/she may have been absent for some time.

The Council expects a practitioner subject to mentor conditions to ensure that his/her practice (or specified aspects of their practice) is guided by a mentor approved by the Council.

By consenting to act as a Council-approved mentor, a mentor agrees to act as a support person for the practitioner, assisting with their professional and personal development. Mentors are expected to have regular communications at the required frequency with the practitioner, such as face-to-face meetings and/or telephone conversations and to be generally available to discuss issues relating to clinical practice and any topic areas required by the practitioner’s conditions. Mentors are also expected to identify and raise any areas of concern relating to the practitioner’s practice of his/her profession which may be beyond the required areas subject of the condition.

The role of the mentor is to be distinguished from that of a supervisor. Whilst both mentors and supervisors act in the public interest, a mentor is expected to be a source of support for the practitioner, while a supervisor essentially acts for the Council.

Whilst the mentoring arrangement may be at the imposition of the Council it is anticipated that the practitioner will over time recognise many benefits to him/herself, the workplace and patients. Some benefits include:

• The opportunity to self-reflect on levels of skills and knowledge and recognise areas requiring further improvement.

• Improving self-awareness and confidence in their decision making responsibilities.

• Development of professional support networks.

• Enhanced interpersonal skills and behaviours.

Owing to the supportive nature of a mentoring relationship, the Council will not usually intervene. The mentor should however, inform the Council immediately if he/she has any concerns about the practitioner, the mentoring arrangement, or if he/she is unable to continue in the role.

As part of their briefing, mentors will receive any documents that are relevant to the practitioner being mentored.

Other information may be provided, depending on the constraints of confidentiality in each particular case.

Effective mentoring usually depends upon the creation of a trusting relationship with open and honest communication between the practitioner and the mentor.

Guidance and support can be incorporated into a mentoring arrangement in many ways, including, but not limited to:

• Discussion of the personal and professional impact on the practitioner of the issues which brought him/her to the attention of the Council.

• Discussion of work related problems and solutions.

• The opportunity to discuss issues with an objective colleague.

• Discussion about participation by the practitioner in continuing education and professional groups and activities.

The following criteria will be taken into account when considering whether to approve a mentor:

1. A mentor should be an experienced practitioner in a relevant area of practice.

2. A mentor:

   a) Should be a registered dental practitioner and be in active clinical practice;

   b) Should not be the subject of current investigation, assessment, inquiry or proceedings in relation to conduct, health or performance matters;

   c) Should not have conditions imposed on his/her registration, and

   d) Should not have been the subject of an adverse finding in previous disciplinary proceedings, regardless of whether or not his/her registration remains subject to conditions.

3. The mentor should not be involved (in a material way) in the subject matter which gave rise to the imposition of mentor conditions.
4. Mentors must consent to undertaking the role of mentor.
5. The mentor must indicate that they are prepared to develop a mentor plan with the practitioner as well as provide feedback to the Council, in a prescribed format (template provided by the Council) and at the frequency prescribed by the mentoring condition, or as determined by the mentor.
6. A mentor must be prepared to notify the Council of any immediate concerns in relation to the practitioner’s compliance with the mentoring arrangement, or in relation to the practitioner’s conduct, performance or health, or if the mentoring arrangement ceases.

7. The relationship between the mentor and the practitioner should be at a purely professional level:

   a) A mentor must not be a relative, partner or close friend of the practitioner;

   b) A mentor must not be the practitioner’s Council-approved supervisor;

   c) Consideration will be given to relationships that might impact on the mentor’s ability to mentor the practitioner. Examples of such circumstances may include:

   • Relationships where there is a close social interaction;

   • Treating relationship;

   • Power imbalance within the relationship;

   • Financial/business relationship, direct or indirect, and

   • Employment relationship.

Nominees who do not meet these criteria may not be approved.

The Council may withdraw a mentor’s approval if a mentor is unable to fulfil the obligation of the monitoring role, or at any time at its discretion.

This Position Statement will be published on the Council’s website, provided to practitioners when mentor conditions are imposed, and provided to nominee mentors. It should be read in conjunction with the Council’s Compliance Policy - Mentor.