2119 - Mentoring Leave
- Accounting Officers
- Employee Relations Officers
- Personnel Officers
- Provides definitions, eligibility, and application information about mentoring leave.
Governor Pete Wilson signed Executive Order W-132-96 on April 3, 1996, directing state agencies, departments, boards, and commissions to allow and encourage employees to engage in mentoring activities.
The State Employee Mentoring Program grants up to 40 hours of leave per year, on a matching basis, to eligible employees who mentor at-risk-youth (grades K-12). Mentoring activities include structured, one-to-one relationships which are focused on the needs of at risk children or youths organized through a bona fide mentoring organization. A bona fide mentoring organization is generally defined as an organization whose function includes mentoring services for children and youth.
Employees represented by Bargaining Unit (BU) 1, 2, 3, 4, 5, 7, 9, 10, 11, 12, 13, 14, 15, 16, 17, 19, 20, 21 and employees excluded from bargaining are eligible. Refer to each employee’s applicable Memorandum of Understanding (MOU) to determine eligibility. If the information below is in conflict with the MOU, the MOU controls.
To be eligible for "mentoring leave," an employee must:
- Have a permanent appointment, or a probationary appointment, having successfully completed a probationary period in another class, obtaining permanent civil service status; and
- Have committed to mentoring a child or youth through a mentoring organization that meets the quality assurance standards, for a minimum of one school year.
Eligible employees may receive up to 40 hours of mentoring leave per calendar year once they have used an equal amount of their personal time for these activities. An employee must use an equal amount of hours of their personal leave (i.e., annual leave, vacation, personal holiday etc., during the workday and/or personal time during non-working hours) prior to requesting mentoring leave. For example, if an employee requests two hours of mentoring leave, the employee must have used two verified hours of their own leave prior to receiving approval for the mentoring leave. Mentoring leave may not be used to travel to and from the mentoring location.
Permanent part-time employees may receive a pro-rated amount of mentoring leave based upon their time base. Permanent intermittent employees may earn 3.33 hours of mentoring leave for each 160 hours worked.
Requests for approval of the use of leave credits for mentoring activities are subject to approval requirements of the employee’s MOU, Government Codes, California Code of Regulations, and existing departmental policies. Requests for approval of mentoring leave are subject to operational needs of the department.
Mentoring leave does not have to be requested in the same week or month as the personal time was used. However, the mentoring leave does have to be requested and used before the end of the calendar year.
Prior to requesting mentoring leave, and in accordance with departmental policy, an employee shall provide his/her supervisor with verification of personal time spent mentoring from the mentoring organization.
- PML 1996-038: PML 1996-038 - 7/19/1996 - Executive Order W-132-96 (Mentoring)
- PML 1998-005: PML 1998-005 - 1/21/1998 - Mentoring Leave - Bargaining Units 2 and 16
- PML 2001-044: PML 2001-044 - 10/19/2001 - Mentoring Leave - Excluded Employees and Bargaining Units 10, 12, 16, 18, and 19
- PML 2001-056: PML 2001-056 - 11/19/2001 - Mentoring Leave - Bargaining Units 5 and 7.
- PML 2002-023: PML 2002-023 - 4/10/2002 - Mentoring Leave - Bargaining Units 1, 3, 4, 11, 15 and 21
- PML 2002-063: PML 2002-063 - 9/27/2002 - Mentoring Leave - Bargaining Units 9, 14, and 20
Personnel Services Branch
Personnel Program Consultant, Personnel Services Branch
Chief, Personnel Management Division