buddy program powerpoint presentation

Creating a Buddy System at Work: A Complete Guide

One of the best ways to improve your new employee onboarding experience is by implementing a buddy system. A buddy program can help new employees fit in and speed up their time to productivity. In fact, according to a study conducted at Microsoft, new hires with buddies were 23% more satisfied with their overall onboarding experience, and 73% indicated that having a buddy system at work helped them to become more productive in their role.

In today’s in-depth guide we are going to cover every step of creating a buddy system for your organization. We’ll cover questions like “What is the buddy system?” and “What is an onboarding buddy?” We will share everything you need to know so that you can implement your own buddy system for new hires, including a handy checklist for each stage of the onboarding process.

What Is the Buddy System?

How does the buddy system work, why is the buddy system a good idea, how to implement a buddy system at work, buddy system at work checklist, onboarding buddy program examples.

• Learn More ABout Onboarding Employees with Factorial ✅

The buddy system is one part of a comprehensive onboarding process.

Employee onboarding is a new hire’s introduction to your company. It’s a vital stage for introducing a new hire to your organization’s structure, culture, vision, mission, and values. When done correctly, the employee onboarding process can help new hires become integrated, motivated, and productive members of your team. This might be through digital onboarding , remote onboarding or a more traditional office-based onboarding process.

One way to ensure your onboarding program is as effective as possible is to incorporate a buddy system in your company.

Buddy system meaning : A knowledge-sharing method used to onboard new employees. Each new employee is paired up with a more experienced member of staff who guides and supports them throughout their first few weeks or months on the job.

With the buddy system, a member of staff is assigned to a new employee on their first day at the office. The role of this buddy is to welcome the new hire, help them navigate their new surroundings, and answer any questions they may have.

For example, a buddy might give the new hire a tour of the office, introduce them to their new colleagues, or take them out for lunch. They can also help them understand company policies , and give them an overview of the organization’s culture, mission, vision and values.

All this helps the new employee feel more comfortable so that they can achieve a sense of belonging and integrate seamlessly into their new role. They also have someone to talk to if they have any questions that may not have been addressed by HR. This can be especially useful if a new starter is shy or doesn’t feel comfortable raising questions with their new boss.

Benefits of a peer buddy system include:

• Improves your onboarding process . An onboarding buddy can help new recruits feel welcomed and speed up the process of learning your internal systems and processes.
• Increases employee satisfaction . Pairing a new hire with an onboarding buddy is a great way to provide them with the support and training they need to handle their new role. This extra guidance reduces employee frustration and improves overall job satisfaction .
• Enhances the employee experience . With an onboarding buddy program, you can show new hires that you care about their experience at your company and that you want them to feel comfortable and settled as soon as possible.
• Boosts productivity . The sooner your new hires understand your culture and their role, the sooner they can become productive employees. Plus, if new hires feel welcomed, they are more likely to form friendships with their colleagues, helping them communicate and collaborate with their new teammates.
• Raises retention . If you provide a positive employee experience from day one, your new hires are far more likely to decide to stay at your company, increasing retention and reducing high turnover costs .
• Improved learning and development . A buddy reinforces the level of training that an employee receives from their first day at your company. And the more insights they get from their buddy, the faster they will develop new skills in your organization .
• Faster integration into your culture . The best way for a new hire to understand your company culture is to live it. A buddy helps new hires interact with different levels of your company so that they can become a part of your corporate culture much faster.
• The buddy system is also a great opportunity for you to identify emerging leaders and mentors amongst your existing staff.

Creating a buddy system for new hires is easy to implement and cost-effective. The key to creating an effective buddy system is choosing the right buddies, designing the right guidelines, and using the right tools to manage your program. This means choosing willing buddies with the right experience, creating an informative buddy guide, and setting clear expectations.

Select the Right Buddies

One of the most important aspects of creating a buddy system at work is choosing the right employees to be your buddies. Your buddies should ideally have been working at your organization for some time already. They need to have the right experience and understand your internal structure, processes and systems, as well as your culture, values and mission. That way, your buddies will have a fountain of valuable knowledge to pass onto your new recruits.

Your buddies need to be friendly and approachable. They need to have a positive attitude and good communication skills. They also need to be willing. Never force somebody to be paired up as a buddy, as you may end up creating a negative first impression.

Here are a few other qualities and characteristics to look for in your buddies:

• Respected team member
• Fully assimilated within the company culture
• Strong and experienced performer
• Functional and organizational awareness
• Patience and kindness, as well as a desire to guide others
• Committed to involving new hires in social activities such as team lunches and external gatherings
• Skilled listener that will provide encouragement
• Actively seeking opportunities to learn and develop leadership and mentoring skills

When you ask potential buddies to volunteer, be clear about your expectations.

Create an Onboarding Buddy Guide

Once you’ve found a good group of buddies, you need to create a guide to help them understand what their new mentorship role will entail. Make sure you explain how the buddy program will work, what the purpose of the initiative is, and any ground rules and guidelines. You also need to be clear about what their role is so that there is accountability.

Consider the following when you design your onboarding buddy program:

• Responsibilities : Which tasks will the buddy take responsibility for, and which will be managed by HR?
• Schedule : Will they be provided with an onboarding buddy checklist? (more on this below)
• Duration . How long will the buddy program last?
• Frequency . How often should they meet with their buddies, and for how long?
• Conversation starters : What should they talk about? (For example, the buddy’s own onboarding experience; unwritten rules of the organization; things the buddy wishes they had known when they started, etc.)

Want to see a sample? Check out NYU’s new employee onboarding buddy guidelines .

Manage Goals & Expectations

You need to make sure you establish clear goals and expectations so that your buddies know what you want them to do. The best way to do this is to create an onboarding buddy checklist. This checklist should cover everything from onboarding documents to introductions, office tours, processes, software, and anything else you think your new hires need to know.

The aim here is for your buddies to pass on as much information as possible so that your new recruits can become productive team members as quickly as possible. Make sure you clarify exactly what you expect your buddies to do to achieve this goal . Be clear about any support and resources you will offer your employees as part of your buddy system at work initiative.

You should also make sure you consider the goals and expectations you will set for your new hires. How proactive do you expect new recruits to be? Should they reach out to their buddies whenever they need to, or wait for a scheduled check-in? What if they aren’t happy with the buddy they have been paired with – can they reach out to HR for support?

Use a Digital Onboarding Platform to Manage Your Buddy System

Finally, you need to make sure you use the right tools to manage your buddy program as efficiently as possible. If you don’t already have one, it’s a good idea to implement an HR onboarding software solution to help your program run as smoothly as possible.

You can use a digital onboarding platform to:

• Schedule every task in your onboarding buddy program so that all areas are covered for each new recruit.
• Create reminders and prompts to help keep buddies and new hires on track with the program.
• Program regular check-ins so that your buddy can meet with their paired new hire on a regular basis. You can also schedule check-ins with your buddies to gather valuable feedback that can help you improve your program.
• Provide new hires with a full introduction to your company’s structure, internal policies, processes, systems, values and goals.
• Create valuable and engaging employee onboarding programs to help get your new hires up to speed and productive as soon as possible.
• Enhance your overall onboarding experience.

The best way to ensure you design an effective buddy system that helps you integrate new hires is to create an onboarding buddy checklist. This will help you cover all areas of the onboarding process, including defining the role of your buddies and setting goals and expectations.

This checklist should be an extension of your general onboarding checklist (if you don’t already have one of these, check out Factorial’s onboarding checklist which helps you keep track of every stage of the onboarding process).

The following is an example of what you should include in your onboarding buddy program at work checklist. This checklist covers every stage of the preboarding and onboarding process.

Preboarding Tasks

• Speak to managers to find out anything specific you need to cover with the new hire during onboarding.
• Share onboarding buddy checklist and program materials with the assigned buddy so they can prepare for the new hire’s first day. Encourage them to review your buddy guidelines and reach out if they have any questions.
• Schedule the first meeting with the new hire on their first day so you can introduce them to their buddy.

Preboarding is also a perfect opportunity to complete as many onboarding documents in advance as possible so that your new employee can focus on getting to know their buddy on their first day. For example, if you work in manufacturing, you can share information about Good Manufacturing Practices in advance so that new hires can begin familiarizing themselves with materials and equipment.

You should also make sure you clarify the difference between onboarding vs. orientation so that your new hire knows what to expect when they arrive at the office on their first day.

• Welcome a new employee as soon as they arrive at the office and introduce them to their buddy
• Remind onboarding buddy to check in with new hire regularly
• Encourage buddy to take the new hire on a tour of the office to introduce them to their new colleagues
• Conduct creative new employee onboarding activities
• Show new hire their desk/workspace
• Help with answering questions or queries or offering support when needed

During First Week

• Introduce the employee to other departments
• Help the new hire with ordering equipment and other office supplies
• Explain employee role and expectations
• Complete any onboarding buddy tasks designed for new hire’s first week (icebreakers, social activities such as lunch or coffee with the team, etc.)
• Share employee handbook and explain all policies, benefits, perks such as wellness programs, etc.
• Set up new employee with software accounts, email, internal communication and collaboration tools, etc.
• Explain use of refrigerator, oven, microwave, break area, etc.
• Review and clarify all appropriate safety procedures
• Schedule a 15-minute meeting at the end of the first week to check-in
• Review what has already been covered in the checklist, and determine additional questions
• Remind new hire you are there to help with answering questions or queries or offering support when needed.

Following Months

• Conduct weekly check-in meetings with the new employee to see how they are settling in.
• Meet with buddy to see if they have any feedback or need any additional support.
• Track your onboarding metrics to evaluate the onboarding experience you are providing new hires
• Use surveys to evaluate your buddy system and make adjustments where necessary.

Finally, let’s finish by taking a look at a couple of examples of a successful buddy system to help inspire you to create your own program. Think about how these ideas might work in your organization.

Microsoft’s Buddy Program

Microsoft is constantly researching and adjusting its procedures in order to offer the best employee experience to both new and existing employees. They do this because they understand the impact employee satisfaction has on productivity and overall success. The company also understands the pivotal role an onboarding buddy program can have on successful onboarding experiences.

With this in mind, Microsoft designed a pilot buddy system at work program and launched it across the entire organization.

The company identified three key findings:

• Onboarding buddies provide a level of context that employees cannot get from an employee handbook.
• Meeting onboarding buddies frequently boosts productivity.
• Employees with onboarding buddies report greater satisfaction.

Microsoft has since expanded its new hire onboarding buddy program by creating an internal site for hiring managers to match new hires with current employees to buddy up.

According to the company’s general manager for employee career and development:

“Employees who have effective onboarding buddies are more satisfied with onboarding resources, more easily find the right contact for their questions, and feel that their buddies help them expand their networks and become more productive in their new role.”

Buffer’s Buddy Program

Buffer, a remote-first company, spent a lot of time perfecting its onboarding program. The aim was to create an onboarding process that promotes diversity, offers psychological safety, and enables new hires to enjoy the same benefits as other full-time employees.

As part of the company’s updated onboarding program, it has created a unique buddy system. This system is founded on the principles of communication and technology. What’s more, instead of assigning one buddy to each new hire, Buffer employs a three-buddy system with defined roles to help new hires:

• Leader buddy : a team member with lots of experience, such as a manager
• Role buddy : a peer who understands the new hire’s role
• Culture buddy : a seasoned employee who helps new hires learn about the company’s vision, culture, and strategy

In fact, Buffer’s buddy system has been such a success that even Google has adopted a similar program!

What will your buddy system look like? How can you improve your own onboarding experience?

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• Fares Laroui
• October 13, 2021

How to implement a successful buddy program

Starting a new job is an experience often filled with both excitement and a sheer amount of stress. At the end of the day, getting used to a new position, responsibilities surroundings and people can be overwhelming to say the least, especially in the absence of clear and concise processes.

This is why companies often place the emphasis on onboarding in an attempt to quickly get new hires up to speed, guaranteeing both their short and long term engagement and avoiding unexpected and costly departures. However, as is the case with any process in the workplace, employee onboarding is greatly influenced by a multitude of factors including but not limited to: the corporate policy, the technologies in use, and of course, the culture. This requires businesses to take these factors into consideration and thoroughly study their existing positions as well as their teams’ needs to provide the ultimate onboarding experience .

In previous blog posts, we have focused on employee onboarding from a more or less formal or perhaps traditional perspective. We have looked at the role of the HR department and team managers and how they can jointly put together an effective employee onboarding process .

In today’s blog post, we are going to shed light on a less known yet highly effective onboarding method: Buddy programs . First, we will define buddy programs as a concept along with its benefits. Then, we will explore how digital workplace solutions can help you set up a buddy program .

1. What is a buddy program?

In a nutshell, a buddy program or system is an onboarding technique used by businesses to facilitate new employees’ integration through a less formal, cooperative and social approach. As opposed to traditional onboarding methods, a buddy program -as its name implies- uses “ buddies ” to assist new hires get going at their new jobs within their first weeks or months. Generally speaking, “ buddies ” represent selected employees within the company renowned for their soft and social skills. The ultimate goal of a buddy program is to build on the existing onboarding setup by leveraging the power of social interactions to get the most out of both the new employee and his/her buddy. Based, of course, on a well-documented process, the buddy program encourages both parties to continuously share their experiences, knowledge and best practices. 

Additionally, as a transparent and less formal process, buddy programs give new employees the chance to voice their opinion, provide feedback on the onboarding experience and share any concerns with their counterparts (something, they usually wouldn’t be willing to share with their managers and direct supervisors).

2. Why are buddy programs important?

• Foster social bonds and create an atmosphere of trust

A buddy program shares more or less the same benefits as your traditional onboarding process . The only difference though is in the personnel involved and the formalities of the whole process. Generally speaking, the main objective of a buddy program is to instore an atmosphere of trust and transparency where employees feel at ease to share their voice and provide feedback. 

The absence of such an atmosphere can lead to unwanted results, as new hires would be lost with no clear point of reference to show them around their new surroundings or help them properly understand their roles and responsibilities. Sure, using wikis, for example, can help employees get going. However, in addition to that, speaking to people (whether in person or using a messaging app) is proven to be a better (or complementary) approach as it helps in both communicating vital information and creating social bonds. The latter would eventually play a key role in engaging new hires and making them feel immediately welcomed at their new company.

• Build a strong knowledge sharing culture

It goes without saying that the essence of a successful onboarding experience is knowledge. There are a variety of ways with which companies can equip their new employees with the knowledge they need to start on the right foot. However, there is a small distinction between the types of knowledge in the workplace . Generally, there are two main types: Tacit and explicit.

In short, explicit or codified knowledge is the most common form of knowledge in the workplace . It represents the collection of information primarily stored within, for example, a document management system, wikis, or large databases. Examples of explicit knowledge include, corporate policies, formal training, among a host of other types. Although the cornerstone of onboarding as we know it, explicit knowledge on its own is not enough as it is not experience based and doesn’t give employees the chance to learn directly from their peers.

On the other hand, tacit or implicit knowledge comprises a combination of skills and experiences that can’t be easily processed via, or stored within, a knowledge management system . This is what buddy programs are designed for: allowing employees to exchange their own experiences, best practices and know how.

Upon starting a job, new employees need to familiarize themselves with a host of new procedures, methodologies and technologies. A combination of both explicit and implicit knowledge is the best approach to facilitate learning either via the company intranet , learning management system ( LMS ) or directly from their assigned “Buddies”. With this being said though, the buddy program doesn’t only concern new employees; existing employees can also benefit from the acquired knowledge of new hires which can bring benefits to the entire organization down the line.

• Guarantee high engagement rates

Employee engagement is a process that starts from day one (and even beyond stretching to the job interview itself). With this in mind, businesses need to consider first impressions and the impact they might have on long term employee engagement . 

Let’s face it, if within the first couple of days, your new hire doesn’t feel welcomed and feels lost and confused, chances are that he/she would carry that first impression going forward.

Buddy programs come in handy to engage employees right from the start . With an assigned buddy, a new employee would immediately get a good first impression. They would feel welcomed, well informed and immediately part of the team and the organization as a whole.

• Enhance proficiency and performance

The amount of time required to get new employees proficient at their new job is indicative of their long term performance. 

This is why businesses often allocate a host of methods to shorten the learning curve and put their new hires in the best possible position to perform. According to an HCI report, 87% of organizations with a buddy program in place stated that it is an effective way to get employees proficient in the shortest amount of time. And the reason is fairly simple. With an assigned buddy, the new employee would have a point of reference that will help him/her learn the job’s requirements faster and be comfortable enough to voice any feedback. This makes the learning experience more interactive and conversational which eventually leads to a better business performance as a whole.

3. How to leverage your digital workplace to set up a buddy program?

Modern digital workplace solutions encompass a host of features that can be leveraged to properly set up a buddy program . These features cover the whole communication and collaboration scope which can help, launch the program, equip the involved parties with the tools to communicate, and later measure the program’s success.

• Generate interest

Like any new initiative in the workplace, it is crucial to first test the waters and later generate interest. In the case of a buddy program , make sure to check whether your employees are interested in the first place. For this, you can use brief surveys of a couple of questions in order to both check employees’ eagerness to participate and their schedule in case they are.

Then the digital workplace can act as your central communication hub. There you can share articles in which you will outline the program’s main objectives and goals, duration, buddies main responsibilities, and schedule.

• Match new hires with their workplace buddies

The process of matching new employees with their workplace buddies is one that requires you to consider many factors. Of course, the first thing you should look for is the feedback of the new hire. Check what type of buddy they want to be paired with in the first couple of weeks (be it a person who is involved in training, someone who periodically checks on them, etc.). 

Whether the process is manual or automated (using an algorithm to match participants), you can easily select the best suited buddy for your new employee and guarantee that the whole process starts on the right track.

• Foster Community mentoring

It is well known fact that Individuals can learn more from each other than from traditional or even modern learning techniques. Having a buddy program in place encourages and promotes community mentoring . Such programs are ideal for new hires as they provide the much needed guidance at the start of their new job. More experienced individuals can also benefit from such programs to learn new skills.

You can leverage the power of collaborative spaces within your digital workplace to group employees based on either work or non-work related activities. Each space comes equiped with a variety of apps and acts as a unifying space where employees can interact with each other, share their experiences and interests for specific topics.

• Schedule workflows

Once you have matched your new hire with his/her buddy, the next step is to create dedicated workflows to organize the whole process. Although buddy programs are renowned for their less formal approach, it is always important to follow a specified workflow. For example, regular or check-up meetings, training sessions and any other activities can be easily created and scheduled using your digital workplace built-in tasks management application. There, the participants along with, of course, team managers can check the progress of the entire process and intervene to make any changes.

• Enable constant communication

Buddy programs are all about communication. With remote working being on the rise lately, all forms of communication need to happen through digital channels. This is where you can leverage the power of your digital workplace to make sure all the involved parties are able to communicate in real-time through both chat or videoconferencing. This will ensure your new hire is in constant communication with his/her workplace buddies and helps create and maintain social bonds.

• Gamifiy the onboarding process

Onboarding, in general, is a tedious and (let’s face it), a broing process. This is why, we have seen many companies refer to gamification in an attempt to make the process more fun and encourage both new hires and existing employees to collaborate more often. Based on a points system, an integrated gamification system allocates points based on users’ activity. For example, every time a new hire completes a task such as a training course for example, he/she will earn a specific amount of points. On the other hand, everytime a buddy responds to a question or check in on a new hire, he/she will also earn points. The earned points will be visible on leaderboards, whcih can create some sort of a healthy competition among employees, and eventually lead to a more effective onboarding experience.

• Measure the program’s impact

Measuring the impact of a buddy program is a bit tricky. There are a lot of metrics to keep track of and the results -at times- can’t be effectively visualized only after a couple of months if not years (we are talking about long term engagement and retention). However, in terms of initial feedback and job satisfaction, surveys are your best bet. Try to send engagement surveys to both new hires and their buddies in order to get their feedback on the whole experience and pinpoint any areas of improvement. You can also use your digital workplace analytics module or a third party analytics tool such as Google 

Analytics to look for more quantified data. For example, you can check the number of spaces a new hire joined, which type of content they share or interact with, how many tasks they have completed during the onboarding process and much more. This data can be indicative of a new hire’s initial level of engagement and involvement, although it lacks the more qualitative dimension (which can only be gathered through surveys or direct interviews).

Get in Touch with our Experts

Learn how we can help your teams collaborate and get things done, what is a buddy program.

In a nutshell, a buddy program or system is an onboarding technique used by businesses to facilitate new employees’ integration through a less formal, cooperative and social approach.

➝ See the full buddy program

What is an intranet?

intranet is a term used with abundance whenever the subject of internal communication and collaboration is brought up which makes defining it a bit challenging. In its simplest form, an intranet is an internal website for your organization. It is used mainly for top-down communication where employees can access corporate news, policies and announcements.

➝ See the full definition of intranet

Why are buddy programs important?

➝ Discover the benefits of buddy programs

How to implement a successful buddy program?

➝ Find out how to leverage your digital workplace to set up a buddy program

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The Buddy Program: - PowerPoint PPT Presentation

The Buddy Program:

Why run a buddy program ... individual buddy partnerships are arranged through the office of the dean of ... feedback - buddies. being able to help someone out. ... – powerpoint ppt presentation.

• An initiative from the Office of the Dean of Students in the Division of Education, Arts Social Sciences
• Role of the Dean of Students in Division of Education Arts and Social Science
• Why run a buddy program?
• What is the Buddy Program?
• How is it implemented?
• What are the outcomes?
• Future Directions for the Buddy Program
• 1 of 4 Divisions in UniSA
• 8 Schools teaching in broad range disciplines
• Communication, media cultural studies
• International studies
• Architecture design
• Social work social policy
• Indigenous and Australian studies
• Approximately 9000 students and 400 staff members
• The scope of the Dean of Students role within the Division which includes
• being a contact point for students who may be having problems with their program of study
• monitoring students academic experience with the aim of improving that experience and
• the implementation of a variety of strategies for the benefit of students and staff including equity initiatives and planning.
• While fulfilling other objectives of for both buddies and buddy recipients the program is an equity Initiative.
• The Universitys positioning statement, UniSA 2010 states that the Universitys diverse student population will reflect our commitment to ethical action, access and equity, lifelong learning and internationalisation (p. 1).
• The program is for new and continuing students, and aims to match students who are having difficulty settling into life at University with a student who has more experience and is willing to offer advice and support on an informal basis.
• Individual buddy partnerships are arranged through the Office of the Dean of Students and are confidential.
• Once established the collaborating pair develops their own way of working together.
• The partnership may continue over several semesters, or may end when a particular goal has been achieved or when the collaboration no longer meets the needs of either party.
• The majority of buddy partnerships are successful. However, if the match does not work students are encouraged to contact the Office of the Dean of Students so that alternative arrangements can be negotiated.
• A buddy can assist with activities such as
• Familiarising a student with their UniSA Campus and the services available to students
• Helping a student to improve their conversational English, if they are from a linguistically or culturally diverse background
• Assisting a student to settle into Adelaide if they are from a rural, regional or remote part of Australia, or from another country
• Simply providing a friendly ear from time to time
• Once students committed to being a buddy or requested to have a buddy they are matched by the Office of the Dean of Students.
• Buddies are asked to be available to their buddy partner for approximately one hour per week over one or two Semesters.
• The relationship is best described as professional and does not necessarily involve friendship.
• It is not intended to involve individual academic or personal counselling students requiring that type of assistance are referred to the relevant UniSA services
• The most effective buddy partnerships occur when both parties have a clear understanding their mutual expectations.
• For this reason we encourage both parties to fully discuss expectations for the match and document their goals.
• Buddy Program was launched in 2001
• Collaborative initiative with the Golden Key International Honour Society.
• Golden Key was to assist in the promotion of the Program to its members
• Members would provide the buddy service as part of their commitment to promote altruistic conduct through voluntary service.
• The program was launched
• 6 successful matches across the year
• Less attention was given to marketing
• 2 matches only 1 successful
• Re-launched the program
• Increased marketing to students and staff
• Formed closer links with other student support services and academic staff
• Streamlined systems
• 40 successful matches across the year
• Over 90 students (buddies and recipients) involved in the program
• Marketing to students and staff
• Posters and Fliers
• Direct email
• Registering Process
• Student indicates interest or is directed to service
• Enter into database
• Matched by Dean of Students
• Students are notified by email or phone and asked to confirm match
• Once confirmed students are sent email contact details of their match
• Follow-up and Review
• Current Statistics for 2004
• Registered Buddies 38
• Registered Recipients 25
• Confirmed Matches 23
• Difficult to measure expect from student responses and anecdotal
• Feedback from students and staff has been very positive
• 2003 survey of students and 2004 survey of Office of Dean of Students
• It gave me the confidence to go on further 
• To know that there is people out there who understand what difficulties that students have to face while studying.
• It is a great program for commencing and even continuing students if everyone is like my buddy. Good luck with the program this next year and I hope now with the knowledge I have I am able to continue by myself. Thank you to Philip and yourself Jo for a job well done.
• I want to say thank you for providing me with a buddy ). I hope that this program will be kept running because students can't get through difficulty without this buddy program. Thank again for your support )
• I think the Buddy Program is a great idea especially from a more mature age student. 
• The explanation of the buddy programme was clear and concise and I was provided with the contact details of a student who required a 'Buddy'.
• Being able to help someone out.
• Meeting a lovely lady who has the courage to extend herself under difficult circumstances.
• The feeling of helping someone and seeing them achieve their goals and feeling confident about what they are doing.
• helping someone, feeling that I was making a difference for her.
• Its a great program, and I would love to involved again its a matter of time, thats all. Keep up the good work!
• Short term buddies for orientation
• Group buddies
• Mentoring for High School students

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The Buddy Program:

Mar 31, 2012

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The Buddy Program:. An initiative from the Office of the Dean of Students in the Division of Education, Arts & Social Sciences. Introduction. Context Role of the Dean of Students in Division of Education Arts and Social Science Why run a buddy program? What is the Buddy Program?

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• unisa campus
• individual buddy partnerships
• registered recipients
• diverse student population

Presentation Transcript

The Buddy Program: An initiative from the Office of the Dean of Students in the Division of Education, Arts & Social Sciences

Introduction • Context • Role of the Dean of Students in Division of Education Arts and Social Science • Why run a buddy program? • What is the Buddy Program? • How is it implemented? • What are the outcomes? • Future Directions for the Buddy Program

Context:Division of Education, Arts & Social Sciences • 1 of 4 Divisions in UniSA • 8 Schools teaching in broad range disciplines • Communication, media & cultural studies • Education • International studies • Architecture & design • Psychology • Social work & social policy • Art • Indigenous and Australian studies • Approximately 9000 students and 400 staff members

Context:The role of the Dean of Students The scope of the Dean of Students role within the Division which includes: • being a contact point for students who may be having problems with their program of study; • monitoring students’ academic experience with the aim of improving that experience and; • the implementation of a variety of strategies for the benefit of students and staff including equity initiatives and planning.

Context:Why run a buddy program? • While fulfilling other objectives of for both buddies and buddy recipients the program is an equity Initiative. • The University’s positioning statement, UniSA 2010 states that the “University’s diverse student population will reflect our commitment to ethical action, access and equity, lifelong learning and internationalisation” (p. 1).

What is the Buddy Program? Overview • The program is for new and continuing students, and aims to match students who are having difficulty settling into life at University with a student who has more experience and is willing to offer advice and support on an informal basis. • Individual buddy partnerships are arranged through the Office of the Dean of Students and are confidential. • Once established the collaborating pair develops their own way of working together.

What is the Buddy Program? Overview • The partnership may continue over several semesters, or may end when a particular goal has been achieved or when the collaboration no longer meets the needs of either party. • The majority of buddy partnerships are successful. However, if the match does not work students are encouraged to contact the Office of the Dean of Students so that alternative arrangements can be negotiated.

What is the Buddy Program?Activities A buddy can assist with activities such as: • Familiarising a student with their UniSA Campus and the services available to students • Helping a student to improve their conversational English, if they are from a linguistically or culturally diverse background • Assisting a student to settle into Adelaide if they are from a rural, regional or remote part of Australia, or from another country • Simply providing a friendly ear from time to time

What is the Buddy Program?Being a Buddy and having a Buddy • Once students committed to being a buddy or requested to have a buddy they are matched by the Office of the Dean of Students. • Buddies are asked to be available to their buddy partner for approximately one hour per week over one or two Semesters. • The relationship is best described as professional and does not necessarily involve friendship.

What is the Buddy Program?Being a Buddy and having a Buddy • It is not intended to involve individual academic or personal counselling – students requiring that type of assistance are referred to the relevant UniSA services • The most effective buddy partnerships occur when both parties have a clear understanding their mutual expectations. • For this reason we encourage both parties to fully discuss expectations for the match and document their goals.

What is the Buddy Program?History • Buddy Program was launched in 2001 • Collaborative initiative with the Golden Key International Honour Society. • Golden Key was to assist in the promotion of the Program to its members • Members would provide the buddy service as part of their commitment to promote altruistic conduct through voluntary service.

2001 to 2002 2001 • The program was launched • 6 successful matches across the year 2002 • Less attention was given to marketing • 2 matches – only 1 successful

2003 • Re-launched the program • Increased marketing to students and staff • Formed closer links with other student support services and academic staff • Streamlined systems • 40 successful matches across the year • Over 90 students (buddies and recipients) involved in the program

How is it implemented? • Marketing – to students and staff • Posters and Fliers • Direct email • Registering Process: • Student indicates interest or is directed to service • Enter into database • Matched by Dean of Students • Students are notified by email or phone and asked to confirm match • Once confirmed – students are sent email contact details of their match • Follow-up and Review

2004 Program Current Statistics for 2004 • Registered Buddies: 38 • Registered Recipients: 25 • Confirmed Matches: 23

Outcomes • Difficult to measure expect from student responses and anecdotal • Feedback from students and staff has been very positive • 2003 survey of students and 2004 survey of Office of Dean of Students

Feedback –Recipients • ‘It gave me the confidence to go on further’  • To know that there is people out there who understand what difficulties that students have to face while studying. • It is a great program for commencing and even continuing students if everyone is like [my buddy]. Good luck with the program this next year and I hope now with the knowledge I have I am able to continue by myself. Thank you to Philip and yourself Jo for a job well done. • I want to say thank you for providing me with a buddy :). I hope that this program will be kept running because students can't get through difficulty without this buddy program. Thank again for your support :) • I think the Buddy Program is a great idea especially from a more mature age student.  • The explanation of the buddy programme was clear and concise and I was provided with the contact details of a student who required a 'Buddy'.

Feedback - Buddies • Being able to help someone out. • Meeting a lovely lady who has the courage to extend herself under difficult circumstances. • The feeling of helping someone and seeing them achieve their goals and feeling confident about what they are doing. • helping someone, feeling that I was making a difference for her. • It’s a great program, and I would love to involved again… it’s a matter of time, that’s all. Keep up the good work!

Future Directions • Short term buddies for orientation • Group buddies • Mentoring for High School students

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Powerpoint Templates and Google slides for Buddy

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