Mentee Evaluation Form Template
Optimize your mentoring program with streamlined evaluations
Determining the effectiveness of your mentoring program can be challenging without the right tools. This Mentee Evaluation Form Template empowers you to assess your mentee's progress effectively, helping both you and them understand areas of growth and achievement. By using this template, you can facilitate constructive feedback, track development over time, and foster open communication, ensuring a productive relationship. Plus, it's designed with WCAG-aligned labels for enhanced accessibility. Feel free to explore the live template and see its benefits firsthand.
When to use this form
Use this template in mentoring programs across universities, companies, and nonprofits when you need structured feedback at mid-point or close. Deploy it after the first 46 sessions to check progress, or at the end of a cycle to decide on renewal. Program leads and HR can pair insights with a Staff supervision form to align coaching with performance goals. If you are building career pathways, link results to a Skill gap analysis report form to target training. After shadowing or lab sessions, add evidence using an Observation form. The outcome: clearer goals, better matches, and a data-backed plan for the next mentoring period.
Must Ask Mentee Evaluation Questions
- Which goals did you set for this mentoring period, and what measurable progress did you make?
This grounds feedback in outcomes, not impressions. It helps you compare progress across cohorts and identify what support moves the needle.
- How often did you meet with your mentor, and how productive were those sessions?
Linking cadence to session quality shows whether frequency, format, or timing needs a tweak. You can adjust schedules or switch to formats that deliver better results.
- Which skills improved, and which skills still need work?
Clear strengths and gaps guide training and project assignments. You get an immediate view of where to invest time next.
- How supported did you feel by your mentor, and what specific actions were most helpful or unhelpful?
This reveals behaviors to reinforce and areas to coach. Program leads can pair insights with an Employee assessment form to plan development conversations.
- What are your top three goals for the next period, and what resources or introductions would help you achieve them?
Forward-looking goals turn feedback into an action plan. It sets expectations and makes progress easy to track in the next review.
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