1. 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

2. 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

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

4. 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

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

6. 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

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

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

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

10. 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

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

12. 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

13. 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.

14. 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%

15. Measures…

16. 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

17. 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