Supervisor Resources and Guidelines for Creating a Veteran/Military Friendly Work Environment
description
Transcript of Supervisor Resources and Guidelines for Creating a Veteran/Military Friendly Work Environment
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Supervisor Resources and Guidelines for Creating a Veteran/Military Friendly Work EnvironmentKimberly Grossmann – Human ResourcesLuisa Levario – Chancellor/EVC ProvostKarolia Macias – Undergraduate AdmissionsBrittnee Meitzenheimer— OFSAAInkal Nakrani – GSOE
Making Excellence InclusiveDiversity Certificate Program
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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
Description of the Project Task
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Pamphlet for Supervisors
PowerPoint for Supervisors
Framework for a Mentoring Program at UCR
Deliverables
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Intent of Pamphlet
Provide supervisors with a tangible
resource they can take back to the office
Pamphlet for Supervisors
Highlight guidelines, resources,
and information on creating and
maintaining a Veteran/Military
Member friendly work
environment all in one place
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Content
Guidelines for creating a Veteran/Military Member
friendly environment
Campus Resources
Military Family Leave
PTSD/TBI Awareness
Pamphlet for Supervisors
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Distribution and Maintenance
New Staff Orientation
Supervisory Development Training (BCSC)
Will “live” on the HR website
HR responsible for keeping it updated
Pamphlet for Supervisors
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Intent of PowerPoint
Training Tool:
Supervisory unit meetings
Building Core Supervisory Competency (BCSC)
To be developed Veteran/Military Member
supervisory training
PowerPoint for Supervisors
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Content
Military culture
The act of debriefing
Awareness of potential medical
issues
Provide helpful resources
PowerPoint for Supervisors
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Maintenance
Available on the Human Resource website
Human Resources responsible for keeping it updated
PowerPoint for Supervisors
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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
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Development
Two phase mentoring program
Phase 1: e-Mentoring Program
Phase 2: Group Mentoring Program
Mentoring Program
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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
Challenges
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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.
Solutions
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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: Effectiveness of the Deliverable
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Measures…Opportunity to
Advance16%
Staff Incentives10%
Work/Life Balance14%
Benefits18%
Good Pay/Bonuses18%
Mentoring12%
Leadership12%
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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
Measures…
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ResourcesCurrent resources available at UCR and how to build upon them
Support Networks on campus
Need of additional training/resources
Team EnvironmentKeep 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
Lessons Learned