The membership of the Nova Scotia College of Social Workers is growing, and we need more mentors to support our growing pool of candidates in the Candidacy Mentorship Program. We have many new graduates and transferring or returning social workers who are seeking mentorship from one of our many qualified, competent, and supportive social workers in Nova Scotia.
If you have ever thought about how you might want to contribute to the development of other social workers, this blog post describes the process of mentoring, highlights resources that are available to mentors, and shares key insights to what makes a strong mentor.
Both candidacy and mentorship have purpose
The Candidacy Mentorship Program (CMP) provides secondary assessment and professional support for new, transferring, and returning social workers in Nova Scotia. Unlike standardized exams used in many other provinces and jurisdictions to evaluate social worker competencies, the CMP takes a dynamic and inclusive approach.
Research has consistently shown that formal standardized exams, such as the Association of Social Work Boards (ASWB) exam, often fail to adequately measure critical thinking, practical application, and ethical decision-making. These exams have been widely criticized for their validity and reliability issues, alongside evidence of significant racial disparities in pass rates, disproportionately impacting equity-deserving groups.
By contrast, for over 30 years the CMP has supported thousands of professionals in building their knowledge and navigating real-world complexities in the social work field. At the heart of the CMP are the mentors who provide personalized guidance, fostering growth in professional and ethical practices while prioritizing reconciliation, equity, and cultural competence. This approach addresses systemic challenges within the profession and aligns with the commitment to create a more inclusive and effective regulatory framework for social work in Canada.
The new code of ethics launched by the Canadian Association of Social Workers (CASW) in 2024 outlines the importance of mentorship in our profession:
“Social workers contribute to the ongoing development of the social work profession and current and future social workers.
Context for Practice: Social workers in formal or informal supervisory, consultation, mentorship or in education roles strive toward excellence in the ongoing development of the profession and of current and future practitioners.”
CASW Code of Ethics & Standards of Practice (2024)
Value 7: Providing Competent Professional Services
Guiding Principle 7.3
Mentorship is not just an opportunity for giving back, it is an ethical priority for all social workers. Our profession is enriched by social workers contributing to the development of other social workers. It also is an empowering experience for many mentors and allows you to develop your own practice. Mentors are also allowed to track and report up to 12 hours of mentorship per year as part of their informal professional development.
In our Connection magazine issue from 2021 we interviewed Winnie Grant, who has been a mentor for over 15 years. She speaks to the power, importance, and value of mentoring candidates through our CMP.
“I consider it my role to teach the skills that are required to be successful in the field, to teach them to fish…To build their confidence and develop their own approach based on the profession’s shared ethics.”
– Winnie Grant
Many of our mentors report that the CMP is an enjoyable and enriching experience helping them to grow in their own practice and profession, while giving back to others.
Preparing for mentorship
Candidates are required to complete 32 hours (maximum 2 hours per month) of mentorship with their mentors while engaged in the CMP. Many CMP relationships take place over a period of two years but the program can be completed in as little as 16 months.
We have many resources available to potential mentors, and the first place to learn more is by reading the Mentor section on our CMP microsite.
To qualify as a Mentor, social workers are required to:
- Have completed candidacy and/or have been active as a Registered Social Worker (RSW) for a minimum of two-years and be approved by our Executive Director/Registrar or our Associate Registrar.
- Have space, energy, and capacity to meet with their Candidates for at least 2 hours a month for the duration of the CMP and contribute to the development of learning goals and the assessment of the CMP for the SWC.
There are no other prerequisites to be a Mentor, but we believe that the following competencies and attributes can be helpful:
- Personal Attributes: demonstrating effective communication and active listening; respect, patience, and a warm and positive attitude; believing in the potential of others; and demonstrating the willingness to take risks
- Modelling Excellence in Professional Practice: demonstrating a commitment to upholding equitable and ethical practice as guided the Code of Ethics and Standards of Practice; critical thinking and analysis; conflict-resolution skills; situational leadership.
- Fostering an Effective Mentor/Candidate Relationship: Establishing trust and maintain confidentiality; relational accountability; being approachable and welcoming; supporting, encouraging, and offering a safe(R) relational space; providing critical reflection and feedback; being open to sharing your experiences and wisdom; collaborative mindset in development of goals, processes, and boundaries; celebrating achievements; allowing the candidate to make their own decisions.
- Fostering Growth: Applying a coaching approach to the CMP relationship; encouraging candidates identify their own strengths, gaps, and growth potential; helping the candidate to set realistic goals; role modeling reflective and reflexive practice.
While mentoring requires an openness and supportive environment, it also requires honesty and courage.
“I have expectations with the candidates: we need to have honest conversations, they need to be courageous, they need to be willing to grow and learn to reach their full potential.”
– Winnie Grant
Mentors are also allowed to mentor more than one candidate at a time, and many mentors benefit from group mentoring arrangements. However, it is advised that mentors have no more than three candidates at one time.
This is just a brief overview, and we recognize that the richness of the CMP comes from the unique lived experiences of our Mentors and SWCs, thoughtful and achievable learning goals centred on the Code of Ethics & Standards of Practice, and the relationship Mentors and SWCs develop throughout the course of the program.
To learn more about the responsibilities of mentors, including reporting and assessment, read our section on mentor responsibilities.
What does a typical mentorship meeting look like?
Each CMP relationship is unique and specific to the needs, goals, and boundaries of the mentor and candidate. However, many mentors chose to meet with their in a two-hour virtual meeting, once a month.
The mentorship meetings can look like this:
- Relational check-in with questions like:
- How have you been since we last met?
- What is on your heart, mind, and spirit as we begin this meeting?
- Anything you are looking forward to discussing today?
- A summary of the time since you last met:
- What stands out as an impactful moment or moments at your place of employment since we last met?
- Going deeper:
- How do these moments relate to your learning goals?
- Setting a date for the next meeting
- Relational check-out with questions like:
- What are you taking away from this conversation?
- What are you looking forward to right now?
Many mentors include a 5–10-minute break during their CMP meetings. Mentors are also invited to share frameworks, resources, and educational content that has helped them in their career journey.
“I often share memes, content from social media, infographics, or concepts that have helped me in my career. My mentor also did this during our mentorship. This is where I learned about concepts like the Overton Window. In my mentoring group I share things about systems theory, anti-oppressive practice, decolonial and unsettling social work practice, and more. I find it helps guide the conversations and often the resources help the candidates go deeper in their reflections related to their learning goals and employment experiences.”
– Tyler Colbourne, Professional Development Consultant
However you decide to hold and construct your meetings with your candidate, it is important to be relational, have fun, have clear expectations, and be consistent in your approach and availability. Being a mentor doesn’t mean you are the primary source of support for candidates, it means you are there to coach and support. The candidate is meant to drive the learning experience as much as possible.
The NSCSW has mentor training available to mentors who would like additional knowledge and skill to support them in mentoring. It is not required for mentors to complete this training, but it is offered as a resource for those who would like to use it. This training also qualifies as formal professional development for those who engage with the resource.
The call to adventure
We have candidates right now who are looking for mentors. We often post announcements in our bi-weekly member newsletter from candidates who are searching for a mentor with practice experience, knowledge, and skill related to their learning goals. We are also seeing an increase in candidates from international communities and equity-deserving and oppressed groups. We would love to increase our pool of mentors to reflect the strengths, needs, experiences, and identities of these candidates. If you have ever considered becoming a mentor, now is the time to begin!
Mentorship offers a way to support others and yourself in the development of professional practice knowledge, skills, and values. It is a rewarding experience and greatly contributes to the ethical and equitable provision and delivery of social work in Nova Scotia. While the CMP might seem like a big commitment, it is simpler and more relational than it often first appears.
“I want to help my candidates understand that we are both members of the community and work on behalf of the community. There is a weight that we carry, and we can see it as a calling or a consequence.”
– Winnie Grant
Next steps
If you want to become a mentor or you have questions about the CMP, please reach out to Tyler Colbourne, Professional Development Consultant, ([email protected]), or Bria Symonds, Associate Registrar ([email protected]). We look forward to hearing from you.