Digital Repository Doctoral Projects Spring 2023 Mentoring New Members in Professional Organizations JoAnn Tolman Weber State University Follow this and additional works at: https://dc.weber.edu/collection/ATDSON Tolman, J. (2023). Mentoring New Members in Professional Organizations. Weber State University Doctoral Projects. https://cdm.weber.edu/digital/collection/ATDSON This Project is brought to you for free and open access by the Weber State University Archives Digital Repository. For more information, please contact archives@weber.edu. Mentoring New Members in Professional Organizations by JoAnn Tolman A project submitted in partial fulfillment of the requirements for the degree of DOCTOR OF NURSING PRACTICE Annie Taylor Dee School of Nursing Dumke College of Health Professions WEBER STATE UNIVERSITY Ogden, UT April 28, 2023 JoAnn Tolman, DNP-Executive Leadership, RN, CNE _______________________________ April 28, 2023 ______________________________ Student Name, Credentials (Electronic Signature) Date Diane Leggett-Fife, PhD, RN _______________________________ _April 28, 2023____________________________ DNP Faculty, Credentials (Electronic Signature) Date ______________________________ Melissa NeVille Norton DNP, APRN, CPNP-PC, CNE Graduate Programs Director April 28, 2023 ______________________________ April 28, 2023 Date MENTORING NEW MEMBERS 2 Table of Contents Abstract ........................................................................................................................................... 5 Mentoring New Members in Professional Organizations ............................................................... 7 Background and Problem Statement ........................................................................................... 7 Diversity of Population and Project Site ..................................................................................... 8 Significance for Practice Reflective of Role-Specific Leadership .............................................. 9 Literature Review and Framework ............................................................................................... 10 Search Methods ......................................................................................................................... 10 Professional Nursing Organizations .......................................................................................... 10 The Benefits of Membership ..................................................................................................... 11 Continued Education ............................................................................................................. 11 Networking ............................................................................................................................ 11 Leadership ............................................................................................................................. 12 Scholarship ............................................................................................................................ 12 Community ............................................................................................................................ 12 Personal Fulfillment .............................................................................................................. 13 The Role of Members ................................................................................................................ 13 Why Members Do Not Stay ...................................................................................................... 14 Member Retention Strategies .................................................................................................... 14 Organization Awareness ........................................................................................................ 14 Mentoring .............................................................................................................................. 15 Engagement and Inclusion..................................................................................................... 15 Framework ................................................................................................................................ 16 Discussion ................................................................................................................................. 16 Implications for Practice ........................................................................................................... 17 Project Plan ................................................................................................................................... 18 Project Design ........................................................................................................................... 18 Needs Assessment/Gap Analysis of Project Site and Population ............................................. 19 Cost Analysis and Sustainability of the Project ........................................................................ 19 Project Outcomes ...................................................................................................................... 20 Consent Procedures and Ethical Considerations ....................................................................... 20 Instrument(s) to Measure Intervention Effectiveness ............................................................... 20 Project Implementation ................................................................................................................. 21 MENTORING NEW MEMBERS 3 Project Intervention ................................................................................................................... 21 New Member Identification and Implementation Readiness .................................................... 21 Mentor Identification and Training ........................................................................................... 21 Mentoring .................................................................................................................................. 22 Member Survey ......................................................................................................................... 22 Project Timeline ........................................................................................................................ 23 Project Evaluation ......................................................................................................................... 23 Data Maintenance/Security ....................................................................................................... 23 Data Collection and Analysis .................................................................................................... 24 Table 1 ....................................................................................................................................... 25 Table 2 ....................................................................................................................................... 26 Table 3 ....................................................................................................................................... 26 Table 4 ....................................................................................................................................... 27 Table 5 ....................................................................................................................................... 27 Figure 1 ..................................................................................................................................... 28 Figure 2 ..................................................................................................................................... 28 Findings ..................................................................................................................................... 29 Strengths ................................................................................................................................ 30 Weaknesses ............................................................................................................................ 30 Discussion ..................................................................................................................................... 31 Translation of Evidence into Practice ....................................................................................... 31 Implications for Practice and Future Scholarship ..................................................................... 32 Sustainability ......................................................................................................................... 33 Dissemination ........................................................................................................................ 33 Conclusion................................................................................................................................. 34 References ..................................................................................................................................... 35 Appendix A ................................................................................................................................... 40 Appendix B ................................................................................................................................... 41 Appendix C ................................................................................................................................... 42 Appendix D ................................................................................................................................... 43 Appendix E ................................................................................................................................... 45 Appendix F.................................................................................................................................... 46 MENTORING NEW MEMBERS 4 Appendix G ................................................................................................................................... 47 Appendix H ................................................................................................................................... 48 MENTORING NEW MEMBERS 5 Abstract A lack of engaged, participating members of professional nursing organizations limit the overall impact that an organization could make on global healthcare delivery, nurse leader development, and nursing excellence. Purpose: The project’s focus was to foster engagement and retention of new members in a professional organization that develops nurse leaders. The project involved implementing a mentoring program to engage new members in a local chapter of an international professional nursing organization to sustain the mission of improving healthcare globally. Methodology: Jean Watson's Philosophy and Science of Caring theory provided the framework for the project. The program used volunteer active members to mentor new members using suggestions from the Mentor Interaction Guide through email messages, phone calls, and face-toface conversations. Mentors listed each interaction with their new member on the Mentor Tracking Tool. After four months of mentoring, new members completed the Nu Nu Chapter Member Survey to obtain data on engagement, inclusion, and likelihood of renewing membership. Results: After four months of mentoring, survey results indicated that new members find personal contacts from their mentor meaningful, feel included in chapter activities, and engage with the organization by reading the chapter’s newsletter and visiting the chapter’s social media pages or website. Finally, 60% of new members said they are very likely to renew their membership in the organization. Implications for practice: New members of professional nursing organizations benefit from mentors who share information and encourage participation in the organization. Project findings indicate mentoring is a strategy to positively promote member engagement, inclusion, and the MENTORING NEW MEMBERS likelihood of membership renewal. In addition, this volunteer-based program is sustainable and adaptable to other professional organizations seeking to sustain their mission through membership engagement and retention. Keywords: Professional nursing organization, members, engagement, inclusion, renew membership, mentoring. 6 MENTORING NEW MEMBERS 7 Mentoring New Members in Professional Organizations The work of professional nursing organizations is vital to the nursing profession by advancing and promoting the perspective of nursing into policies, guidelines, and practice decision-making to create conditions for nursing care of the highest quality, enhancing the public image of the nursing profession. There is a critical need for active member engagement in professional nursing organizations to shape the future of nursing and improve healthcare everywhere (American Nurses Association, 2022; Sigma Theta Tau International Honor Society of Nursing, 2022b). The challenge facing many professional nursing organizations is maintaining membership engagement and retention levels that enable the organization to grow, or at least not decline (Shi et al., 2021). Membership commitment and engagement are of utmost importance. They can be influenced positively by engaging with new members through a mentor program that fosters relationships and involves new members participating in health policy, leadership, advocacy, and evidence-based practice to promote the nursing profession (Echevarria, 2018; Wang et al., 2020). The primary purpose of this project is to implement a mentor program and evaluate the influence on the likelihood of new members renewing membership, sustaining the mission and success of a professional nursing organization at a local level. Background and Problem Statement The Sigma Theta Tau International Honor Society of Nursing (STTI) is an international nursing organization in over 100 countries with more than 135,000 active members. In addition, there are over 500 chapters at more than 700 global higher education institutions. The organization works to advance knowledge, learning, and service. Additionally, the organization develops global relationships and delivers innovative resources to grow nurse leaders. The active members of individual chapters are vital in transforming and improving MENTORING NEW MEMBERS 8 healthcare everywhere. Members retain membership year after year and develop relationships with like-minded nurses who become mentors, respected peers, and friends (Sigma Theta Tau International Honor Society of Nursing, 2022a; Sigma Theta Tau International Honor Society of Nursing, 2022b). The Nu Nu Chapter of STTI, formed in 1992, has 165 active members out of 873 total memberships, indicating only 18.90% of the membership is active as of March 2022, suggesting a problem with member engagement and retention (Sigma Theta Tau International Honor Society of Nursing, 2022c). In addition, one gap identified in the Nu Nu Chapter is the absence of a mentoring program to communicate and connect early with new members who have recently joined the chapter to develop relationships and involvement. Diversity of Population and Project Site The mentor program project supports the Sigma Nu Nu Chapter at Weber State University in Ogden, Utah. The Nu Nu Chapter comprises registered nurse members in northern Utah and southern Idaho, with active elected officers and appointed committee members who manage the chapter consistent with chapter bylaws. Members are baccalaureate and graduate nursing students who demonstrate excellence in academic achievement and registered nurse leaders who demonstrate achievements in nursing (Sigma Theta Tau International Honor Society of Nursing, 2021). The mentor program benefits new members inducted into the Nu Nu Chapter and members who have transferred to the chapter within the last 90 days. Additionally, the mentor program supports the diversity of student and nurse leader members by providing them with a mentor close to their geographical location since nurse leaders may not continue to have an affiliation with Weber State University. Finally, the mentor program indirectly benefits nursing MENTORING NEW MEMBERS 9 professionals and the general public residing in northern Utah communities and healthcare recipients globally. Significance for Practice Reflective of Role-Specific Leadership This project aims to translate evidence into practice by applying an evidence-based strategy to positively affect the likelihood of retaining vital nurse members in an international nursing organization that influences global healthcare. Additionally, the project offers leadership development and promotes collaboration through mentoring opportunities for nurses. Examination of the literature reveals a positive influence of mentoring on membership engagement and retention by providing support, knowledge, and insight, resulting in the sense of inclusion and belonging (Echevarria, 2018; Lucas & Ward, 2016; Wang et al.,2020). MENTORING NEW MEMBERS 10 Literature Review and Framework Members of professional nursing organizations promote the mission and goals of the organization. When membership decreases, the organization may become less effective. A literature review seeks to understand professional organizations, the impact of membership, and strategies to improve membership retention. Search Methods The EBSCOhost searched the databases of Academic Search Ultimate, CINAHL Complete, and Health Source: Nursing/Academic Edition for relevant literature and research studies on professional nursing organizations, associations, societies, membership retention, and mentoring. Unfortunately, articles about nursing and less than five years old were limited. Thus, additional reports from professions of radiology, medical physicians, and pharmacy inform the literature review. Professional Nursing Organizations Professional nursing organizations (PNOs) come together for a common purpose and are especially critical to maximizing nursing influence on public policy issues, health systems, professional standards, professional development, and education (Crumley, 2020; Mallory, 2010). Nurse members of PNOs collaborate with varied groups of culturally diverse colleagues, often with a specific focus such as generating and disseminating evidence-based practice to health professions, engaging in transformational leadership, and supporting the socio-economic welfare of nurses (Mallory, 2010; Morin, 2021; Peters et al., 2016; Ross et al., 2014; Solebello et al., 2016). PNOs partner with other healthcare organizations to assess local, national, and international nursing practice issues (Morin, 2021). Membership is valuable to both the organization and the member. MENTORING NEW MEMBERS 11 Professional organization membership signifies commitment, leadership, and advocacy for the nursing profession. Members have diverse expertise, including frontline nurses, advanced practice nurses, nurse educators, and scientists. Many organizations are available to nurses who join to experience collaboration, access educational and professional resources, serve communities, and achieve a sense of pride (Mallory, 2010; Schroeder, 2013; Sigma Theta Tau International Honor Society of Nursing, 2021). Members become involved in committees, task forces, and workgroups to advocate for the profession locally, regionally, or nationally (Eschevarria, 2018). PNO membership provides nurses with personal and professional benefits, plus leadership, scholarship, and service opportunities. The Benefits of Membership Potential members join nursing organizations for social, academic, and professional reasons and an opportunity to give back (Taylor et al., 2018). Pursuing membership includes the common themes of continued education, networking, leadership, scholarship, community support, and personal fulfillment. Continued Education Many PNOs offer continuing education opportunities to improve nursing skills. For example, the Sigma Theta Tau International Honor Society of Nursing provides members with engaging professional development content. Nurses and students who take advantage of continuing education gain professional skills and broaden their knowledge of nursing issues (Echevarria, 2018; Novakovich, 2017; Rigby & Bennett, 2020), allowing them to network with other professionals and form relationships. Networking MENTORING NEW MEMBERS 12 PNO membership often provides new nurses and students with their first opportunity for professional development, networking, and job searches, bringing fresh ideas to the profession. In addition, membership helps nurses become more marketable and improve their resumes and curricula vitae. Employment recruiters seek nurses who demonstrate engagement in their work and discipline and frequently advertise on professional organization career sites (Echevarria, 2018; Michael et al., 2017). Finally, networking with others may lead to leadership opportunities. Leadership Nursing organizations provide members with leadership development and experiences, contributing to a member's ability to serve as evidence-based practice leaders in practice settings (Mallory, 2010). In addition, a study by Ross et al. (2014) found that nurse leaders of PNOs emulate sought-after transformational leadership practices, such as inspiring a shared vision and enabling others to act (P < .05). Transformational leaders inspire nurses to increase their scholarship and skills. Scholarship Nursing organizations use publications, conference presentations, and peer-reviewed journals to support research studies relevant to nursing specialties. Additionally, PNOs, such as the Oncology Nursing Society, contribute funding to research studies that generate new knowledge to solve problems (Mallory, 2010). Research and scholarship can directly benefit local communities and public interests. Community PNOs have a significant role in enhancing the community by advocating for the local public interest. In addition, members volunteer in communities by providing their time to serve MENTORING NEW MEMBERS 13 the goals of charitable organizations. As a result, members experience increased self-worth, positive feelings, enhanced personal reputation, and fulfillment (Oh & Ki, 2019). Personal Fulfillment PNO membership may give nurse members opportunities to give back to the profession, increasing a sense of personal fulfillment. Nurses choose to become members of PNOs if the organization supports what they hope to gain from membership, is best aligned with their current role, and demonstrates nursing advocacy (Eschevarria, 2018; Schroeder, 2013; Taylor et al., 2018). In addition, professional organizations offer incentives and opportunities for nurses to collaborate to create guidelines for standards of care and serve in capacities that influence the profession (Peters et al., 2016; Solebello et al., 2016). The Role of Members Individuals who are active members of organizations experience a sense of identification and prestige from their membership. Identifying oneself with an organization is a strong indicator of supportive behavior toward the organization. Members' professional experience and perspective are essential in driving practice, informing policy development, and promoting the view of nursing in guidelines and decision-making. In addition, the more extended members stay in an organization, the more likely they value the organization's mission and believe that the organization benefits them or the profession (Cline et al., 2019; Crumley, 2020; Oh & Ki, 2019). Most PNO members incur a dues fee in return for valuable benefits. The PNO uses the funds responsibly, such as grants and scholarships for research and knowledge (Furnari, 2018). However, low levels of member participation limit the overall impact that nursing organizations could make on health and nursing issues (Catallo et al., 2014). MENTORING NEW MEMBERS 14 Why Members Do Not Stay Nurse members want PNOs to support them and help them tackle their professional problems. Understanding and responding to member needs is essential to encouraging membership renewal. Reasons for not renewing may be a poorly conceived value of membership, a lack of personal attention, or disengagement with the organization (Esmaeili et al., 2013; Hopkins et al., 2016; Taylor et al., 2018). Finally, professional organization membership committees may lack a facilitator role that empowers the organization toward membership goals (Tiberg et al., 2017). If members choose not to renew their membership, a professional organization becomes less effective at local and national levels. Member Retention Strategies Organizational commitment refers to how members see themselves as belonging, with a readiness to support one another and a solid need to maintain membership (Fragkos et al., 2020). Awareness, mentoring, and engagement can positively influence members' perception of belonging (Meisel et al., 2016; Wang et al., 2020). Organization Awareness Social media has emerged to share information and increase organizational awareness to attract and retain new members. Wang et al. (2020) studied the effect of social media on member engagement of the North Carolina Association of Nurse Anesthetists (NCANA) organization. They found that Facebook is cost-effective and is associated with higher readership and engagement. Additionally, the Virginia Association of Clinical Nurse Specialists used social media for six months to promote its organization and increased its membership numbers by 131% (Lucas & Ward, 2016). Website newsletters also raise organizational awareness. Meisel et al. (2016) conducted a randomized control trial using narrative stories in the American College MENTORING NEW MEMBERS 15 of Emergency Physicians website newsletter instead of summary text. They found that physician members were likelier to open the electronic newsletter containing narrative stories (odds ratio 3.07). Social media and websites attract members and may promote membership retention necessary for organizational growth. Mentoring Membership retention is influenced positively by engagement with members and mentoring (Wang et al.,2020). Oh and Ki (2019) surveyed 2156 members of six professional associations to examine factors affecting members' contributions and found that face-to-face solicitation significantly increases member contributions (p < .001). Mentors can convey to mentees what they gain from membership, how the organization aligns with their current nursing role, and how it demonstrates nursing advocacy. A cross-sectional survey of pharmacists found networking opportunities most influential on membership decisions (Eschevarria, 2018; Taylor et al., 2018). Additionally, elements of structural empowerment, such as information, support, resources, and collaboration, have a strong positive correlation with organizational commitment (p < .05) (Fragkos et al., 2020). Mentors can provide these elements to new members through face-to-face or electronic communications. In addition, mentors can participate in mentoring education to develop their competence. For example, nurses who participated in mentoring education significantly improved their competence (Tuomikoski et al., 2020). Finally, mentees gain support, knowledge, and insight, while mentors feel more fulfilled in their profession (Eschvarria, 2018). Engagement and Inclusion Membership engagement influences inclusion, belonging, and sustainment. Engaged members participate in activities, share information and ideas, attract and retain new members MENTORING NEW MEMBERS 16 and promote the growth and vitality of organizations (Lucas & Ward, 2016). Additionally, engaged members can influence cultural diversity and encourage inclusion amongst members of varied educational and specialty backgrounds (Peters et al., 2016; Solebello et al., 2016). Finally, nurse educators can promote engagement and inclusion of student members by discussing the benefits of professional membership and providing information about sponsored events or other educational opportunities in class (Michael et al., 2017). Framework Jean Watson's Philosophy and Science of Caring theory will provide the framework for this project. Watson's approach includes the human being as a significant concept. A human being is defined as a valued person in and of him or herself to be cared for, respected, nurtured, understood, and assisted (Nursing Theory, 2020). In addition, mentors are beneficial for one-onone encouragement of new members, promoting the development of self-confidence and relationships. Finally, the connection between mentor and mentee is synergistic and generates a caring relationship through respect and guidance (Melnyk & Fineout-Overholt, 2019). Discussion The literature was limited to robust studies on nursing organizations. Other reliable studies, such as randomized controlled trials, cross-sectional studies, and meta-analysis, examined other professional organizations, such as radiology, pharmacy, and physicians. The gap in studies on professional nursing organizations suggests the need for additional robust projects and research on nursing organizations. However, the literature displays the importance of active, engaged members in the sustainability and growth of a professional organization. Further, the literature shows that mentoring influences engagement, inclusion, and retention. MENTORING NEW MEMBERS 17 Implications for Practice The literature supports mentoring as a strategy to improve member engagement and retention. Therefore, the evidence supports a mentor program as a quality improvement project in a professional nursing organization, such as the Nu Nu Chapter of Sigma Theta Tau International Honor Society for Nursing. In addition, a mentor program will contribute knowledge to nurses and nurse leaders. Sigma Theta Tau International Honor Society of Nursing, a professional nursing organization, has more than 135,000 active members worldwide, with approximately 540 individual chapters at higher education institutions. Individual chapters of active members are vital in moving the professional organization forward to develop nurse leaders and promote nursing excellence in local communities (Sigma Theta Tau International Honor Society of Nursing, 2021). Unfortunately, the Nu Nu Chapter of this organization does not currently utilize mentoring to connect with new members during the first year of membership to promote inclusion and engagement with the organization's benefits and mission. This project will implement a mentoring program for new members and evaluate members' engagement, sense of inclusion, and the likelihood of renewing membership at the end of the implementation period. MENTORING NEW MEMBERS 18 Project Plan “Developing nurse leaders anywhere to improve healthcare everywhere” is the mission of STTI (Sigma Theta Tau International Honor Society of Nursing, 2022c). This project aimed to implement a Mentoring New Members program in the Nu Nu Chapter to sustain the mission of the global STTI organization at a local level. Mentors are current, active participants of the Nu Nu Chapter interested in connecting and leading new members during their first year to positively influence inclusion, engagement, and the likelihood of renewing membership after three to six months. Project Design The project is a process improvement strategy designed to utilize mentoring to strengthen the current membership process of the Nu Nu Chapter, adding additional steps explicitly targeted at new members for one-on-one nurturing and developing relationships (Melnyk & FineoutOverholt, 2019). In addition, the Mentoring New Members program project included tools adapted from the STTI organization’s membership engagement and retention resources (Sigma Theta Tau International Honor Society of Nursing, 2022a) to facilitate mentoring interactions with new members. Mentor Training Video. A voiceover video instructed mentors on their role and how to use the Mentor Interaction Guide and the Mentor Tracking Tool. The video was published on YouTube and linked to the Nu Nu Chapter website. See Appendix A Mentor Interaction Guide. A one-page reference tool obtained through the Nu Nu Chapter website included the mentoring goal, contact options, what to anticipate from new members, what to do or say during the member’s first three months, additional interaction option and tracking. See Appendix B. MENTORING NEW MEMBERS 19 Mentor Tracking Tool. Mentors use an online, collaborative document to record the date of interactions with new members in real-time from any electronic device connected to the internet. See Appendix C. Nu Nu Chapter Member Survey. A survey of new members after three to six months of mentoring using a Qualtrics survey instrument to obtain data for analysis and evaluation on inclusion, engagement, and the likelihood of renewing membership. See Appendix D. Needs Assessment/Gap Analysis of Project Site and Population The target population was new members inducted to the Nu Nu Chapter in March 2022, identified through the chapter membership directory (Sigma Theta Tau International Honor Society of Nursing (2022c). An analysis of the Nu Nu Chapter’s current new member process, compared with suggestions from STTI’s membership and retention guide (Sigma Theta Tau International Honor Society of Nursing, 2022a), revealed gaps in connecting with new members early and often, communication, mentoring, and inclusion efforts. See Appendix E for the chapter’s current process flowchart and Appendix F for the new process using mentoring. Cost Analysis and Sustainability of the Project STTI is a nonprofit organization, and participation in the chapter cannot include compensation through gains, profits, or dividends (Sigma Theta Tau International Honor Society of Nursing, 2021). However, the Mentoring New Members program does not involve compensation and is a volunteer program that does not require funding. As a result, the required budget for the project was minimal, sufficient, and sustainable. See Appendix G. Anticipated restraining forces for sustainability were unengaged mentors and an inability to contact new members. Conversely, an anticipated driving force for sustainability was the enthusiasm and motivation of the Nu Nu Chapter Membership Committee. MENTORING NEW MEMBERS 20 Project Outcomes The overarching project outcome was the engagement and inclusion of new members after three to six months of mentoring to positively influence the likelihood of renewing membership. Mentors were appointed and trained for their roles with a voiceover video on the mentoring process. The Nu Nu Chapter Membership Committee identified new members using the membership directory and assigned them to a mentor early in their first year. Mentors contacted their new member mentee at least monthly for three to six months. New members participated in a Member Survey on engagement, inclusion, and likelihood of membership renewal at the end of the mentoring period. Data were analyzed and evaluated for program improvements for sustainability. Consent Procedures and Ethical Considerations The project was submitted to the Weber State Institutional Review Board (IRB) and met the standards of a quality improvement activity with approval to proceed. The Member Survey included a permission statement to obtain consent for participation and inform participants that the responses were anonymous and confidential. Additionally, full names did not appear on the Mentor Tracking Tool Google Doc to protect the identity of new members. Instrument(s) to Measure Intervention Effectiveness The Nu Nu Chapter Member Survey instrument was a customized survey administered through Qualtrics to new member participants after three to six months of mentoring. Participation in the survey was optional, and responses were anonymous and confidential. The survey acquired aggregate data on inclusion, engagement, and the likelihood of renewing membership. See Appendix D. MENTORING NEW MEMBERS 21 Project Implementation The Nu Nu Chapter Membership Committee implemented the Mentoring New Members program in October of 2022 after establishing Member Involvement Leads in the main geographic areas of Utah that comprise the Nu Nu Chapter membership. Project Intervention The Nu Nu Chapter Membership Committee has Membership Involvement Leads who are active members of the chapter that reside in geographical areas of Cache County, Weber County, and Davis County. Chapter members prefer to interact with other members who live close to their hometown. Therefore, the Membership Committee wanted to assign the new members to a mentor who lived close to their exact geographical location. New Member Identification and Implementation Readiness The Membership Committee identified eleven newly inducted members for mentoring. Each new member was assigned a number on the Mentor Tracking Tool Google Doc and a geographic area based on the new member's address. Additionally, the Membership Committee ensured that the Mentor Training Video and Mentor Interaction Guide were accessible on the Nu Nu Chapter website. Finally, the Member Involvement Lead over each geography was made aware that a new member in their area needed mentoring. Mentor Identification and Training The Membership Involvement Leads decided to mentor some new members in their geography. In addition, other chapter board members volunteered to mentor a new member based on living in the same geographic area as the new member. As a result, five mentors were obtained and assigned to new members for mentoring. The ratio of mentor to new member ranged from 1:1 – 1:4. Using the chapter directory (Sigma Theta Tau International Honor MENTORING NEW MEMBERS 22 Society of Nursing, 2022c), the Membership Committee provided each mentor with their new members' contact information and corresponding member number for tracking, including resources to support their role. Each mentor received an email with the instructional Mentor Training Video link to learn about the Mentoring New Members program. Specifically, how to use the Mentor Interaction Guide and record the date of each interaction on the Mentor Tracking Tool. Additionally, the email included a pdf version of the latest edition of the Nu Nu Chapter Newsletter to send to their new member, a printable one-page Mentor Interaction Guide, and a hyperlink to the Mentor Tracking Tool Google Doc for easy access. Mentoring Mentors were encouraged to interact with their new members at least once per month for 3 - 6 months using suggestions from the Mentor Interaction Guide and record the interaction date on the Mentor Tracking Tool. In addition, the Membership Committee emailed information to mentors every three weeks, from October through January, about chapter events, activities, and involvement opportunities to convey to their new members. Finally, the Membership Committee monitored the Mentor Tracking Tool Google Doc every three weeks over the first three months, from October through January, to learn if mentors utilized the tool. Member Survey After three months of mentoring, the Nu Nu Chapter Membership Involvement Committee emailed the anonymous survey link to the eleven new members. It was open for six weeks, from January to February 2023. Additionally, a modification was submitted to Weber State IRB to send the survey link via text message and to offer an incentive for responses. The amendment was approved, and mentors were encouraged to text the survey link to their new MENTORING NEW MEMBERS 23 members and inform them of a random drawing for a $25.00 Amazon gift card if the survey received more than a 70% response rate. Project Timeline A review of the literature and evidence for the project idea began in September 2021, including a gap analysis of the Nu Nu Chapter's membership process compared with recommendations from STTI. Project deliverables, including a Membership Survey, were created, and a formal project presentation was given to the Nu Nu Chapter Board of Directors in June 2022 to obtain support for adoption. The Weber State IRB approved the quality improvement project in July 2022. Implementation began in October 2022 with two weeks of obtaining volunteer mentors, preparing membership lists, and disseminating mentoring tools to mentors. Mentoring interactions took place over three months, from October 2022 to January 2023. Finally, the Nu Nu Chapter Member Survey was emailed to new members and was open for six weeks from January – February 2023 to obtain responses. See Appendix H. Project Evaluation The summative evaluation of the Mentoring New Members program began by administering the Nu Nu Chapter Member Survey to the target population to gain data on engagement, inclusion, and the likelihood of renewing membership. In addition, the Mentor Tracking Tool Google Doc represented the frequency of mentor interactions for formative evaluation data. Finally, data were analyzed and evaluated for the strengths and weaknesses of the program. Data Maintenance/Security The Nu Nu Chapter Member Survey was administered through Qualtrics. A personal invitation with an anonymous link sent to new members via email and text message, including MENTORING NEW MEMBERS 24 reminders. The responses were held anonymous by not recording respondents’ IP addresses, location data, or contact information. Additionally, search engines could not include the survey in their search results. Only the project lead and project coordinator had access to survey data and permission to view responses. Data Collection and Analysis The Nu Nu Chapter Membership Involvement Committee emailed the anonymous Qualtrics survey link to new members three times from January 13 – February 3, 2023; however, there were few responses. As a result, an IRB modification was submitted on January 24, 2023 to allow the survey to be delivered by email, text message, social media, in-person, or the Nu Nu Chapter website, with reminders to participate in the survey and an incentive offer for responding to the survey. The Weber State IRB approved the modification on February 17, 2023. As a result, the mentors texted the anonymous survey link to their mentees in February, advertising a random giveaway of two $25 Amazon gift cards if the survey received a 70% response rate. Additionally, the Involvement Committee emailed two reminders from February 21 – 26, 2023, requesting survey responses and advertising the random gift card giveaway incentive to the new members. Forty-five percent of the target population responded to the survey. Quantitative data were analyzed using Crosstab iQ through Qualtrics. Percentages describe the responses to the variable list containing the survey questions. In addition, qualitative data were analyzed using Text iQ for the variable survey questions: “What could the Nu Nu Chapter do to help you feel more included?” and “Why are you unlikely to renew your membership?”. However, there were no responses from the data collection in the qualitative data fields. Finally, the data from the Mentor Tracking Tool Google Doc represents the type and MENTORING NEW MEMBERS 25 frequency of interactions between the mentor and new members. Table 1 Nu Nu Chapter Member Survey Quantitative Data % Variable Personal contacts from my Nu Nu Chapter Mentor are meaningful to me. The contacts from my mentor do not matter to me The contacts are not meaningful The contacts are somewhat meaningful The contacts are meaningful The contacts are very meaningful 0.0 0.0 20.0 60.0 20.0 A Nu Nu Chapter Mentor close to my home or work location benefits me. The location does not matter to me The location is not beneficial The location is somewhat beneficial The location is beneficial The location is very beneficial 0.0 0.0 0.0 40.0 60.0 I feel included in the Nu Nu Chapter activities Feeling included does not matter to me I do not feel included I feel somewhat included I feel included I feel strongly included 0.0 0.0 0.0 80.0 20.0 I have visited the Nu Nu Chapter website, Facebook, or Instagram page within the last 3 months. Yes No 20.0 60.0 I have read a Nu Nu Chapter newsletter within the last 3 months. Yes No 80.0 0.0 What Nu Nu Chapter events interest you most? (Select all that apply) Networking or social events Community service events Professional or leadership development events Humanitarian or fundraising events Educational or research events 0.0 60.0 0.0 60.0 40.0 What do you value about your membership in the Nu Nu Chapter? (Select all that apply) Honor and recognition of my accomplishments Professional networking An important addition to my resume Access to journals and nursing trends Continuing nursing education opportunities 0.0 20.0 40.0 40.0 40.0 MENTORING NEW MEMBERS How likely are you to renew your membership next year? 26 Community service opportunities Volunteer opportunities Scholarship opportunities 40.0 0.0 0.0 I will not renew my membership Unlikely to renew Somewhat likely to renew Very likely to renew 0.0 0.0 20.0 60.0 Note. n = 5. This table demonstrates participant responses in the Mentoring New Members program after three months of mentoring. Table 2 Engagement Variable % I have visited the Nu Nu Chapter website, Facebook, or Instagram page within the last 3 months. Yes No 20.0 60.0 I have read a Nu Nu Chapter newsletter within the last 3 months. Yes No 80.0 0.0 Note. n = 5. This table demonstrates responses to variables measuring engagement of new members within the Nu Nu Chapter. Table 3 Inclusion % Variable I feel included in the Nu Nu Chapter activities Feeling included does not matter to me I do not feel included I feel somewhat included I feel included I feel strongly included 0.0 0.0 0.0 80.0 20.0 Personal contacts from my Nu Nu Chapter Mentor are meaningful to me. The contacts from my mentor do not matter to me The contacts are not meaningful The contacts are somewhat meaningful 0.0 0.0 20.0 MENTORING NEW MEMBERS A Nu Nu Chapter Mentor close to my home or work location benefits me. 27 The contacts are meaningful The contacts are very meaningful 60.0 20.0 The location does not matter to me The location is not beneficial The location is somewhat beneficial The location is beneficial The location is very beneficial 0.0 0.0 0.0 40.0 60.0 Note. n = 5. This table demonstrates responses to variables measuring inclusion of new members within the Nu Nu Chapter. Table 4 Likelihood to Renew Membership Variable How likely are you to renew your membership next year? % I will not renew my membership Unlikely to renew Somewhat likely to renew Very likely to renew 0.0 0.0 20.0 60.0 Note. n = 5. This table demonstrates the likelihood of new members renewing their Sigma Theta Tau International Honor Society of Nursing membership. Table 5 Nu Nu Chapter Member Survey Qualitative Data Question: Why are you unlikely to renew your membership? Specific Deductive Reasoning General No responses Question: What could the Nu Nu Chapter do to help you feel more included? Specific Deductive Reasoning General No responses Note. n = 5. There were no responses from the data collection of these variables. MENTORING NEW MEMBERS 28 Figure 1 Number of Interactions Per New Member Per Month 3.5 3 2.5 2 1.5 1 0.5 0 1 2 3 4 October 5 6 November 7 8 December 9 10 11 January Note: Each bar indicates the number of interactions the mentor initiated with the new member from October 2023 to January 2023. Figure 2 Type of Interaction Initiated by Mentor with New Member 18 16 14 12 10 8 6 4 2 0 October Email November Face-to-face December Phone January Online social networking Note: The bar color indicates the form of interaction initiated by the mentor with the new member from October 2023 to January 2023. No other forms of interaction were listed on the MENTORING NEW MEMBERS 29 Mentor Tracking Tool Google Doc during the measurement period. Findings The Mentoring New Members program ran from October 2023 to January 2023. Five active members from the Nu Nu Chapter agreed to volunteer as a mentor and were instructed on the mentor role, how to use the Mentor Interaction Guide, and how to use the Mentor Tracking Tool. Eleven new members (n = 11) were enrolled in the Mentoring New Members program and were assigned to a mentor who resides within the same geography as the new member. The smallest ratio of mentor to mentee was 1:1, and the largest ratio was 1:5. The new members received 1 to 3 interactions per month from their mentors for 3 to 4 months after the program began (See Figure 1). The Mentor Tracking Tool Google Doc data showed that email was the only communication form used to initiate an interaction (See Figure 2). After three months of mentoring, new members responded to the Nu Nu Chapter Member Survey. The survey was open for six weeks to gather responses, and the project investigator reviewed data at the end of the survey period. Respondents (n = 5) indicate that personal contacts with a mentor are meaningful (60%), having a mentor close to home or work is very beneficial (60%), and respondents feel included or strongly included in Nu Nu Chapter activities (100%). (See Table 1 and Table 3). Additionally, 80 % of respondents have read a chapter newsletter within the last three months. Yet, only some indicate they have visited the Nu Nu Chapter website or social media page (20%) (See Table 2). Finally, 60% of respondents are very likely to renew their membership next year, and no respondents selected the variables of “will not renew” or “unlikely to renew” (See Table 4). Most respondents value their membership for continuing nursing education opportunities (40%), an important addition to a resume (40%), access to journals (40%), and community service opportunities (40%). Professional networking MENTORING NEW MEMBERS 30 was the least valuable (20%). Finally, respondents are most interested in community service events (60%) and humanitarian or fundraising events (60%), with some interest in educational or research events (40%) (See Table 1). Respondents for analysis entered no qualitative data (See Table 5). Strengths The Mentor Training Video and Mentor Interaction Guide were accessible at the mentor’s convenience. The Mentor Interaction Guide provides condensed, easy-to-read information that STTI considers vital for new members to know within the first three months of membership (Sigma Theta Tau International Honor Society of Nursing, 2022a). New members were partnered with a mentor who resides in the same geography of Utah, which benefited the new member. The Mentor Tracking Tool Google Doc was easily accessible by all mentors and provided formative data to monitor that the mentor interactions were taking place. Additionally, this is the first time the Nu Nu Chapter has used a valid and reliable instrument to measure new member engagement, inclusion, and the likelihood of renewing membership. Finally, the findings revealed what new members value about their membership and the chapter events that interest them most to guide future chapter programming. Weaknesses There are limitations to this project. First, the number of respondents to the Nu Nu Chapter Member Survey could be higher. Initially, email was the only form of survey delivery listed on the IRB proposal, which necessitated the need to submit a modification to allow other forms of delivery, such as text messaging, and to allow an incentive for achieving at least a 70% response rate to the survey. The IRB modification was approved; however, a response rate of 45% was achieved. In addition, it was unknown if the new member acknowledged the mentor MENTORING NEW MEMBERS 31 interactions initiated by email. Also, the implementation period began seven months after the new members joined the organization, possibly diminishing the program's impact. Additionally, the chapter’s social media website links were not functional during the first seven weeks. Finally, the mentor's experience within the mentoring relationship and the program still needs to be discovered. Discussion The Nu Nu Chapter of STTI successfully developed and implemented a program to mentor new members of the professional organization using a team of active members to volunteer as mentors. The goal was to promote engagement, inclusion, and the likelihood of renewing membership for new members in their first year. Translation of Evidence into Practice Notably, several outcomes from this project correlated with evidence in the literature. First, this project utilized mentoring, an evidence-based nurturing strategy that fosters relationship development, and found that mentoring promotes inclusion and the likelihood of membership renewal (Wang et al., 2020) in an international nursing organization that influences global healthcare. For example, mentor interaction ideas listed in the Mentor Interaction Guide, such as sharing information about organization activities and resources (Fragkos et al., 2020), positively correlated with this project’s engagement and inclusion results. The outcomes of the variables that measured inclusion and the measurement of the likelihood to renew membership suggest that new members see themselves as belonging (Fragkos et al., 2020). Using active members as mentors to share information and encourage inclusion with new members supports the likelihood that members will renew their membership, sustaining the organization’s growth. Second, partnering the new member with a mentor close to their home or work location was MENTORING NEW MEMBERS 32 beneficial. The interactions were meaningful, aligning with the effects of networking on the likelihood of membership renewal (Eschevarria, 2018; Taylor et al., 2018). Third, this project revealed that new members value opportunities to receive continued nursing education (Echevarria, 2018; Novakovich, 2017; Rigby & Bennett, 2020) and to participate in community and humanitarian services (Oh & Ki, 2019). In contrast to the literature suggesting that social media is associated with high readership (Lucas & Ward, 2016; Wang et al., 2020), more new members of the Nu Nu Chapter engaged with the organization by reading the chapter newsletter (Meisel et al., 2016) instead of visiting the chapter’s social media page or website. Implications for Practice and Future Scholarship Sigma Theta Tau International Honor Society of Nursing is a professional nursing organization with more than 135,000 active members worldwide, with approximately 540 individual chapters at higher education institutions. Individual chapters of active members are vital to sustaining the mission of a professional organization (Sigma Theta Tau International Honor Society of Nursing, 2021). The PNO may benefit from implementing a mentoring program for new members in their first year of membership to promote engagement, foster inclusion, and increase membership retention. Indirectly, a mentor program in a professional organization that influences healthcare benefits local communities and healthcare recipients globally. This project offers opportunities for future scholarship. First, when designing a summative evaluation survey, selecting various delivery methods for disseminating the survey is essential. It should include many forms, such as email, text messaging, social media messaging, and website advertisement, to increase the likelihood of obtaining responses. Another potential quality improvement initiative may be to obtain the qualitative context of the mentor interactions MENTORING NEW MEMBERS 33 to understand if the context influences the receptiveness of new members’ engagement in the mentoring relationship. Finally, future mentoring programs in professional organizations may benefit from examining the effect of face-to-face mentoring interactions to influence engagement and inclusion versus email interactions (Oh & Ki, 2019), and measuring the effects of a 12month mentoring relationship, within a shared geography, on the likelihood of membership renewal. Sustainability STTI is a nonprofit organization. Fortunately, the Mentoring New Members program is a volunteer-based program that does not require funding nor provide compensation and uses minimal funds to operate. As a result, the budget for a mentoring program is negligible, sufficient, and sustainable. The Nu Nu Chapter also has a Membership Involvement Committee that drives sustainability to include the Mentoring New Members program in the standard chapter programming as new members join the chapter at the annual Induction ceremony. Also, enrollment of new members in the Mentoring New Members program within their first three months of membership will maximize the effect on engagement, inclusion, and the likelihood of membership renewal. Dissemination The Mentoring New Members project and findings are shared with the professional community at the Western Institute of Nursing Conference titled “Leveraging Technology to Advance Nursing and Equity in Research, Practice, and Education” in Tucson, Arizona, April 19 – 22, 2023 (Western Institute of Nursing, 2023). In addition, the project findings appear in the Sigma Repository of STTI, a free digital resource for nurses, students, organizations, hospitals, and healthcare systems (Sigma Theta Tau International Honor Society of Nursing, 2022). MENTORING NEW MEMBERS 34 Finally, the project poster will be displayed at the STTI Nu Nu Chapter Induction Ceremony on March 22, 2023. Conclusion Professional organizations provide a platform for mentoring programs designed to improve the engagement and inclusion of new members. New members nurtured and assisted in developing relationships and participating in chapter activities will likely renew their membership. In addition, partnering new members with a mentor who resides close to their home or work location is beneficial for engagement. Mentoring fosters the perception of belonging, further promoting member retention. 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Western Institute of Nursing (2023). 2023 WIN conference. https://www.winursing.org/2023win-conference MENTORING NEW MEMBERS 40 Appendix A Mentor Training Video Mentor Training Video Link: https://youtu.be/RR3K_IoptV0 MENTORING NEW MEMBERS 41 Appendix B Mentor Interaction Guide Goal Connect with new members at least once per month to promote engagement and inclusion with the Nu Nu Chapter. Contact Options Face-to-face, phone, email, online/social networking. Use the member’s preferred method. What to Anticipate from a New Member? Wondering how this membership will benefit them directly Confused about what to “do” next Unsure of how to get in contact with the chapter Eager to get involved What to Do or Say During the Member’s First Three Months Welcome the new member to the Chapter and establish the mentoring relationship. Share the link to a new member landing page: https://www.sigmanursing.org/whysigma/sigma-membership/sigma-new-member-benefits-and-resources Share the link to the Nu Nu Chapter website: https://nunu.sigmanursing.org/home Share the link to Facebook: https://www.facebook.com/sigmanunuchapter Share the link to Instagram: sigmanunuchapter Send the new member the recent edition of the Nu Nu Chapter Newsletter. Explain the norms of communication from the Chapter. Additional Interaction Options Invite the new member to join in a chapter event or project. Invite the new member to join a chapter committee. Share knowledge of volunteer opportunities. Share personal Nu Nu Chapter experiences. Take an interest in the new member’s awards, honors, or nursing specialty. Discuss academics or future career goals. Invite the new member to share ideas about partnering with organizations. Inform new members about The Circle as a way of connecting nurses around the world. Tracking Track interactions with the new member using the Mentor Tracking Tool. Reference: Sigma Theta Tau International Honor Society of Nursing (2022). Membership experience and retention. https://issuu.com/stti/docs/membership_experience_and_retention MENTORING NEW MEMBERS 42 Appendix C Mentor Tracking Tool New members are identified by number, not name. Mentors record the date of each interaction with the new member for three to six months. After that, the interaction frequency is monthly, at a minimum. Contact methods: Face-to-face, phone, email, online/social networking. No interaction is too small to count. Member Interaction Interaction Interaction Interaction Interaction Interaction Number #1 Date #2 Date #3 Date #4 Date #5 Date #6 Date 1 2 3 4 5 6 7 8 9 10 11 12 13 14 New members are identified by number, not name. Mentors record the date of each interaction with the new member for three to six months. After that, the interaction frequency is monthly, at a minimum. Contact methods: Face-to-face, phone, email, online/social networking. No interaction is too small to count. Member Interaction Interaction Interaction Interaction Interaction Interaction Number #1 Date #2 Date #3 Date #4 Date #5 Date #6 Date 1 2 3 4 5 6 7 8 9 10 11 12 13 14 MENTORING NEW MEMBERS 43 Appendix D Nu Nu Chapter Member Survey The following is an online survey that takes approximately 5 minutes to complete. The survey questions will be about your satisfaction with membership in the Sigma Nursing Nu Nu Chapter. By participating in this survey, you are giving your consent. The results of this survey are reported using aggregated data, keeping responses anonymous and confidential. Data will be used for educational or quality improvement purposes to improve outcomes. If you have any questions, please contact joanntolman@weber.edu. o I agree to participate o I do not agree to participate Q2 Personal contacts from my Nu Nu Chapter Mentor are meaningful to me. o The contacts from my mentor do not matter to me o The contacts are not meaningful o The contacts are somewhat meaningful o The contacts are meaningful o The contacts are very meaningful Q3 A Nu Nu Chapter Mentor close to my home or work location benefits me. o The location does not matter to me o The location is not beneficial o The location is somewhat beneficial o The location is beneficial o The location is very beneficial Q4 I feel included in the Nu Nu Chapter activities o Feeling included does not matter to me o I do not feel included o I feel somewhat included o I feel included o I feel strongly included Q5 What could the Nu Nu Chapter do to help you feel more included? ________________________________________________________________ Q6 I have visited the Nu Nu Chapter website, Facebook, or Instagram page within the last 3 months. o Yes o No Q7 I have read a Nu Nu Chapter newsletter within the last 3 months. o Yes o No MENTORING NEW MEMBERS Q8 What Nu Nu Chapter events interest you most? (Select all that apply) o Networking or social events o Community service events o Professional or leadership development events o Humanitarian or fundraising events o Educational or research events Q9 What do you value about your membership in the Nu Nu Chapter? (Select all that apply) o Honor and recognition of my accomplishments o Professional networking o An important addition to my resume o Access to journals and nursing trends o Continuing nursing education opportunities o Community service opportunities o Volunteer opportunities o Scholarship opportunities Q10 How likely are you to renew your membership next year? o I will not renew my membership o Unlikely to renew o Somewhat likely to renew o Very likely to renew Q11 Why are you unlikely to renew your membership? ________________________________________________________________ 44 MENTORING NEW MEMBERS 45 Appendix E Current New Member Process of the Nu Nu Chapter MENTORING NEW MEMBERS 46 Appendix F New Process for Mentoring New Members of the Nu Nu Chapter Step 1 Step 4 Step 2 Step 3 MENTORING NEW MEMBERS 47 Appendix G Budget Cost per Unit Number Total Cost Mentor Training $0.00 0 $0.00 Training Materials (ex. Handouts) $0.15 15 $2.25 Amazon Gift Card for New Member Survey Raffle Prize (#1) $25.00 1 $25.00 Amazon Gift Card for New Member Survey Raffle Prize (#2) $25.00 1 $25.00 Mentor Volunteer Certificates from Nu Nu Chapter $0.30 14 $4.20 Mead Clasp Envelopes, 9” x 12”, 20 CT $6.01 1 $6.01 Total $56.46 32 $62.46 Cost per Unit Number Total Cost Staff Time – volunteer time only $0.00 0 $0.00 Mentor Volunteer Certificates from Nu Nu Chapter – Annual $0.30 15 $4.50 Mead Clasp Envelopes, 9” x 12”, 20 CT $6.01 1 $6.01 Total $6.31 16 $10.51 Items Ongoing Expenses Items Funding Items None Total Amount $0.00 $0.00 MENTORING NEW MEMBERS 48 Appendix H Timeline Mentoring New Members in Professional Organizations TASK Literature Review and Gap Analysis Project Start: Tue, 9/21/2021 1 Display Week: ASSIGNED TO START END Project Lead Quantitative and qualitative evidence gathered on key words 9/21/2021 4/10/2022 Gap analysis of Nu Nu Chapter membership process 1/26/2022 1/31/2022 Compare Sigma Theta Tau resources on membership and mentoring 1/31/2022 2/10/2022 Membership retention project proposal design 1/31/2022 2/14/2022 Introduce project idea to Nu Nu Chapter Board of Directors 2/16/2022 2/16/2022 Development of Project Deliverables Project Lead Development of the deliverables; Mentor Interaction Guide, Mentor Training Video, Mentor Tracking Tool Development of Membership Survey in Qualtrics to measure project outcomes Project Presentation to Nu Nu Chapter IRB proposal and submission IRB approval 5/29/2022 6/1/2022 Project Lead Formal presentation of project to Nu Nu Chapter Board of Directors IRB Approval 5/20/2022 6/20/2022 6/15/2022 6/15/2022 Project Lead 7/4/2022 7/16/2022 7/29/2022 7/29/2022 MENTORING NEW MEMBERS New Member Identification and Implementation Readiness 49 Membership Committee Identify new members inducted in March 2022 from the Chapter Directory. 10/3/22 10/8/22 Identify the new member's residential geography in preparation for mentor assignment. 10/3/22 10/8/22 Assign each new member to a number on the Mentor Tracking Tool. 10/3/22 10/8/22 Ensure the Mentor Training Video and Mentor Interaction Guide links are accessible on the Nu Nu Chapter Website 10/3/22 10/8/22 Invite current Nu Nu Chapter board members to be mentors during a Nu Nu Chapter board meeting. 9/19/22 10/2/22 Distribute new member name/contact information, Mentor Training Video, Mentor Interaction Guide, Mentor Tracking Tool, and the Nu Nu Chapter website address. 10/10/22 10/15/22 Send each mentor their assigned new member's number on the Mentor Tracking Tool 10/10/22 10/15/22 Interact with new member at least monthly, using the Mentor Interaction Guide 10/13/22 1/30/23 Send mentors email reminders, updated newsletter, social media links, activity reminders every 3 weeks throughout the first 3 months. 10/10/22 1/30/23 Monitor the Mentor Tracking Tool every three weeks for the first 3 months. 10/10/22 1/30/23 Mentor Identification and Training Mentoring Survey and Evaluation Membership Committee and Project Lead Mentors and Membership Committee Membership Committee MENTORING NEW MEMBERS 50 Send Nu Nu Chapter Member Survey to new members 1/13/23 2/28/23 Analyze the Mentor Tracking Tool Google Doc 12/28/23 2/28/23 Evaluate survey responses and project outcomes 1/15/23 3/4/23