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

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

Pamphlet for Supervisors

PowerPoint for Supervisors

Framework for a Mentoring Program at UCR

Deliverables

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

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

Pamphlet 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

PowerPoint for Supervisors

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

Mentoring Program

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

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

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

Measures…Opportunity to

Advance16%

Staff Incentives10%

Work/Life Balance14%

Benefits18%

Good Pay/Bonuses18%

Mentoring12%

Leadership12%

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…

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