Hiring Heroes Mentor Information Guide Mentor Questionnaire: Thank you for participating in this questionnaire so that we can appropriately match mentors and mentees. • In which branch of service did you serve and what was your specialty? • How long have you worked at the company and what positions have you held? • Do you have two to three hours a month to commit to the Wounded Warrior program? • Have you been part of a mentoring program before? If so, what lessons did you learn? • Would you be uncomfortable mentoring someone with Post-Traumatic Stress Disorder (PTSD)?
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Hiring Heroes Mentor Information Guide
Mentor Questionnaire:
Thank you for participating in this questionnaire so that we can appropriately match mentors and mentees.
• In which branch of service did you serve and what was your specialty?
• How long have you worked at the company and what positions have you held?
• Do you have two to three hours a month to commit to the Wounded Warrior program?
• Have you been part of a mentoring program before? If so, what lessons did you learn?
• Would you be uncomfortable mentoring someone with Post-Traumatic Stress Disorder (PTSD)?
MENTOR INFORMATION GUIDE
No duty is more urgent than that of returning thanks. – James Allen
This Information Guide is a resource for mentors to help you learn how you can support a Hired Hero to become successful as he or she enters a new corporate
role in our organization. Included inside:
Learn facts about physical and
emotional issues that challenge Hired Heroes.
Learn what is involved in your role as a mentor.
Learn how to provide guidance in learning new
skills or technology.
Expectations of being a Mentor
• Time and interest commitment in the development of the mentee
• Support, counsel and friendship
• Model leadership, interpersonal skills and constructive problem solving
• Career guidance
To have been selected as a mentor for a Hired Hero, you have demonstrated strong leadership and good performance, making you an
excellent candidate to provide guidance for a veteran.
Benefits to the Mentee
• Becoming more comfortable with the organization
• Increased self-confidence
• Understanding of organizational culture, attitudes and protocols
• Learning from mentor’s experience and knowledge
• Skill development
• Career advice and planning
There are many benefits to a person being partnered with a mentor, including the following:
Months 1 – 2
Get acquainted with each other
Complete your Mentoring Agreement
Review the mentee’s goals and assist in creating a development plan
Month 3
Continue meeting as planned
Complete three-month assessment
Check in with mentee for feedback on program
Months 4 – 11
Continue meeting as planned
Discuss transition of relationship:-Extend formal mentorship-Change to informal-Change to friends/associates
Month 12
Celebrate and express appreciation
Complete Final Review with partner
Mentoring Cycle at a Glance
Maintain a Successful Relationship
Use the Three-Month Progress Assessment and Development Plan worksheets
What to Discuss
• Any concerns or questions Mentee is having
• Feedback from the mentee about the program
• Career path guidance
• Future growth opportunities
• Educational opportunities and resources within the organization
* Timeframes may vary depending on individual needs
Three-Month Progress Assessment and Development Plan worksheets
Conclusion of Formal Mentoring
Use the Final Review worksheet
• Extend the formal mentorship
• Change to an informal relationship
• Change to friends/associates
• Thanks and goodbye
*Timeframes may vary depending on individual needs
You and your mentee have the following options:
Final Review Worksheet
• Re-adjusting to civilian life– May be grieving– May be adjusting to working through the Veterans Affairs’ systems– May not have consistent care– May feel like they don’t belong in a non-military environment– May find work chaotic due to a perceived lack of structure, order, and direction– May miss the intensity of combat duty
• Entering the corporate world for the first time– Not familiar with corporate politics and language– Not accustomed to [your company’s] culture– Don’t know how they will fit into the organizational structure– May not be familiar with business casual standards and interaction norms
• Post Traumatic Stress Disorder (PTSD)From 2000 to 2009, approximately 76,000 Department of Defense patients werediagnosed with PTSD.
• Traumatic Brain Injury (TBI)The Department of Defense & the Defense and Veteran's Brain Injury Centerestimate that 22% of all OEF/OIF combat wounds are brain injuries.
• Extremity injuriesBetween September 2001 and January 2009 there were 1286 military casesof limb amputations.