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The benefits of mentorship to individuals in post-secondary relate to wellbeing, satisfaction, and perceived success which translates to organizational commitment. Mentorship improves skills in academic roles and leadership, yet a disconnect remains on what mentees and mentors expect and what institutions provide. Supports are required for mentorship to be effective in empowering employees and creating a culture that espouses competence and autonomy through collaboration and creativity. The aim of this research was to replicate and advance an earlier study assessing nursing and health sciences in a polytechnic to describe the perceived mentorship culture for faculty, professional services, and leadership, across a provincial organization. This was accomplished through a sequential descriptive mixed methods study assessing the building blocks and hallmarks of a Mentorship Culture Audit. This paper reports on both the comparative assessment from 2013 and this new quantitative survey, along with a qualitative component enhancing the understanding of the mentorship culture within a polytechnic providing a variety of programming for vocational students. The audit revealed the employee perception of a mentorship culture to a mean of 4.52 on a seven-point Likert scale and noted areas of strength or infrastructure to be developed. Qualitative data portrayed further understanding where hallmarks of mentorship promoted or were lacking for informal or formal structures. Organizations benefit from mentorship. Tailoring mentorship to a framework ensures mentorship is anchored for success. This study is unique in its replication, the mixed methods approach, and its originality as an organizational level mentorship assessment.

Victims of sexual assault seek justice and financial compensation for their injuries through criminal charges and/or civil action against the perpetrator and civil action against the employing school board. This paper will focus on the legal obligations of the school board in the wake of an allegation of sexual misconduct by a school employee. Considering vicarious liability and negligence claims against school boards, and using examples from case law, the authors review the current practices, which are governed by law and by reported judicial decisions primarily in the courts of Canada. They also consider the general practice of school boards in dealing with such cases, as these boards balance their roles as guardians of student safety and well-being and as employers of teachers. [ABSTRACT FROM AUTHOR]