AIM. The purpose of this study is to clarify the role of personal mentors within the project Sykepleierutdanning for framtida in order to contribute ideas for good practice guidelines, which then can improve action learning processes and student retention. This study attempts to examine the mentor role from the perspective of tutors and leaders. Additionally, it investigates the management of the municipality expectations towards the trained mentors involved in the project. Furthermore, after understanding how the role is perceived and how learning process are initiated, the researcher aims to analyse if all the parts are more or less in line with the organization´s prospect. BACKGROUND. The pilot project Sykepleierutdanning for framtida is focused on capturing, developing and disseminating the knowledge and the skills required for competent nursing personnel in the future. The purpose of the project is to develop and implement a nursing program that qualifies for comprehensive patient work between the hospital and the community health services. The mentors are recruited from the local authority (preferably from Larvik), and they receive a mentor training for nurses of 30 ECTS at Vestfold University College. The program´s duration is one year (part-time). METHODS. Nineteen health professionals were interviewed on a one-to-one basis about their experiences within the project. The adoption of semi-structured interviews allowed covering the study objectives. RESULTS. The common role shared by the mentors appears to be defined by the ability to be a guide in the students clinical practice. The mentor was not perceived as an instructor, but as a supporter, who should stimulate critical thinking towards questions, explore students answers and provide feedbacks. A positive experience within the project was attested by most of the participants. Indeed, the majority hopes that the project will be implemented in the future, due to the importance of having a good personal tutor in the clinical practice. CONCLUSION. The organization is open to a constant dialogue with its members and mentors are not only the main actors, but also the principal individuals to actively challenge the existing system. However, the degree of awareness of the organization´ expectations appears to be low among the participants. This might be caused by lack of definition of the expectations within the pilot project. Perhaps, the organization did not stress enough its own objective towards the mentors, or the dialogue is more oriented in reporting facts and challenges rather then in confronting those with the organization´s perspective. The Larvik municipality plans to continue offering this program. FUNDING. No funding received. The author declares no conflict of interests.