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…
Leadership
12%
Opportunity to
Advance
16%
Mentoring
12%
Staff Incentives
10%
Good
Pay/Bonuses
18%
Work/Life
Balance
14%
Benefits
18%
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
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