member area

Mentorship Match Program (MMP)

Mission Statement

The primary purpose of the Mentorship Match Program (MMP) is to facilitate the development of effective mentoring opportunities for AASP student members. Joining forces with the Proactive Peer Undergraduate Mentorship Program (PPUMP), the revised MMP will extend across the spectrum of student development from undergraduate to graduate level. Mentees and mentors are matched based on factors that may include professional interests, work/supervision style, preferred mode of communication, and geographic location. Mentees and mentors work together to identify individual goals and action plans. They are invited and encouraged to share their experiences, as well as ideas for improving MMP, at the annual conference. Please note that MMP participation is open to current AASP student members only.

**MMP is not equivalent to CMPC® mentorship hours. To find an approved mentor while pursuing certification, please visit the Registry of Approved Mentors.


  • Identify student members of AASP who are interested in participating in the MMP.
  • Match participating mentors and mentees based on criteria such as professional interests, supervision, work style, time availability, and location.
  • Foster a mutually beneficial relationship between participants, such that the mentees gain the knowledge, skill, and experience of professional leadership, while the mentors receive assistance with their responsibilities.


  • Facilitate effective relationships for the current MMP pairs.
  • Have new pairs identified before the next conference.
  • Establish a pre-conference program so new MMP pairs can meet, spend time together, and set the foundation for the mentorship.

History of MMP

The MMP grew out of a previous initiative, the Student Leadership Pool Registry. The purpose of the registry was to encourage student leaders to continue to serve as leaders once they became professional members of AASP. Although the initiative proposal was accepted, the idea was put on hold until 2009 when the program was reinvented with a new name, clearer purpose, and detailed action plan for achieving its goals.

The pilot phase of the program took place over a ten-month period during the 2009-2010 year, with four professional members (who were themselves serving as committee chairs and on the executive board) and four regional representatives participating in a mentor-mentee relationship.

All corrrespondence should be directed to Keyana Spivey at