Curious this mythical creature: The Mentor. A few years ago, we got new mgt(sort of) and many new "programs" and "attitudes" were "started". One was the mentor idea. Old hands spoke of it in the past. But once implemented, it quickly went away. Seems, only top hands were "selected" and well just because you are a top hand doesn't mean you are very good at anything. Some of our top hands are the sorriest, most unsafe, bad habit individuals in our operation. Mgt. quickly realized how much "unproductive" time was being consumed and the program ended before it really had any chance. Just like any promising idea at UPS. Once any avenue for more pay or any hint of leadership(of any sort) is detected, the Union quickly stops it dead in it's tracks unless a Steward can take over(safety and such)(usually a top hand).
Personally, I like the idea of experienced folks being involved in a new persons development instead of a 30 day wonder that's literally never done the job(this is stupid). However, I've NEVER had any mgt. care or even ask my thoughts on anything at UPS. Strange as a 40 year never injury, Circle of Honor driver survivor with tons of experience and training. But someone higher up thinks promoting anyone especially minority, gender biased, no experience is the way to go. Despite the dismal retention rate and safety record.
In flying, a new hire is paired with an experienced captain and they are "mentored" until experienced. Military same way as well as many other businesses.
In my opinion, the idea of experienced "employees" training of any sort will never work at UPS at it current configuration(Union based). The idea of Mgt. vs. Union is unworkable. The contract language and attitudes(us vs. them) won't allow it. Based on the idea of a mentor program "job" as a seniority bid simply won't work. Again, just because you are top seniority, doesn't mean you are good at anything or should be doing anything.
Mentoring works anywhere on the planet except UPS.
