Mentoring programs are frequently used in companies as a systemic solution to increase the performance of employees. Although the concept of mentoring dates back to the time period of Greek Mythology, the study of mentoring and its role in the 21^st century workplace is vital due to the changing business climate, which involves an expected large exodus of executives, increase in the use of technology, and global competition. This study conducted a performance gap analysis of current mentoring programs in Fortune 1000 companies using an electronic survey targeted to human resource directors. The results of the study show that significant performance gaps exist in mentoring practices and purposes of mentoring programs. Additionally, in utilizing the systems viewpoint of performance and human performance technology techniques, data from this study on the features of mentoring programs and levels of evaluation show that adjustments to mentoring programs should be made in order to achieve the desired results. A little more than half of the companies in this study were not satisfied with their current mentoring program, desiring more features, time, and support to expand mentoring within their company. Results of this study will be valuable to companies, other organizations, and human performance specialists, because this study provides companies with the data necessary to begin the process of evaluating their current mentoring program and also provides companies with data necessary to develop a mentoring program.