Kimberly Grossmann – Human Resources

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Presentation transcript:

Supervisor Resources and Guidelines for Creating a Veteran/Military Friendly Work Environment Kimberly Grossmann – Human Resources Luisa Levario – Chancellor/EVC Provost Karolia Macias – Undergraduate Admissions Brittnee Meitzenheimer— OFSAA Inkal Nakrani – GSOE Making Excellence Inclusive Diversity Certificate Program

Description of the Project Task Create resources and guidelines for supervisors Help supervisors to maintain a Veteran/Military member friendly work environment at UCR Our solutions: Develop a pamphlet for supervisors Provide PowerPoint for training supervisors Establish and implement a mentoring program for both veterans and their supervisors

Deliverables Pamphlet for Supervisors PowerPoint for Supervisors Framework for a Mentoring Program at UCR

Pamphlet for Supervisors Intent of Pamphlet Provide supervisors with a tangible resource they can take back to the office Highlight guidelines, resources, and information on creating and maintaining a Veteran/Military Member friendly work environment all in one place

Pamphlet for Supervisors Content Guidelines for creating a Veteran/Military Member friendly environment Campus Resources Military Family Leave PTSD/TBI Awareness

Pamphlet for Supervisors Distribution and Maintenance New Staff Orientation Supervisory Development Training (BCSC) Will “live” on the HR website HR responsible for keeping it updated

PowerPoint for Supervisors Intent of PowerPoint Training Tool: Supervisory unit meetings Building Core Supervisory Competency (BCSC) To be developed Veteran/Military Member supervisory training

PowerPoint for Supervisors Content Military culture The act of debriefing Awareness of potential medical issues Provide helpful resources

PowerPoint for Supervisors Maintenance Available on the Human Resource website Human Resources responsible for keeping it updated

Mentoring Program Intent of Veteran/ Military Member Mentoring Program For all staff/faculty veterans and military members Design to help veterans transition back into work Provide a support group Provide a mechanism for policy questions, resources, and training opportunities

Mentoring Program Development Two phase mentoring program Phase 1: e-Mentoring Program Phase 2: Group Mentoring Program

Challenges Assigning a contact person in human resources Updating information in PowerPoint and pamphlet Structuring mentor program and its implementation Recruiting mentors Program assessment Time commitment from supervisors, Veterans/Military Members and mentors

Solutions Less time spent considering UCR policies Pared down ideas Framework for Mentoring Program Pamphlet for supervisors and departments Group members’ perspectives considered Maintaining resources and mentoring program.

Measures: Effectiveness of the Deliverable Survey conducted of the veteran population at UCR Currently, there are 51 self identifying staff and faculty veterans/military members Of these, we managed to collect 9 responses Gave us a return rate of 18%

Measures…

Measures… Supervisor Resources and Guidelines PowerPoint Track the number of hits on the UCLC transcripts CDEP End Year Survey Receive feed back from supervisors Used in departmental/organizatioinal unit meetings

Lessons Learned Resources Team Environment Project Current resources available at UCR and how to build upon them Support Networks on campus Need of additional training/resources Team Environment Keep idea/focus simple Spend less time on brainstorming Focus more time in the developing stage How to manage time Project Awareness of how to assist veteran/military member colleagues to adjust to the work environment Connecting diversity context to project