Guide to Mentoring Version 1.0, June 2016

Transcription

1 Guide to Mentoring Version 1.0, June 2016

2 Contents Part 1 Introduction... 4 Part 2 - VETS Background... 4 VETS Aim:... 5 Part 3 Requirements of a VETS Mentor... 5 Eligibility... 5 What is a Mentor?... 5 What Mentoring is not?... 5 What is expected of a VETS Mentor?... 6 Part 4 The VETS Approach... 6 Step 1: Access Registration & Assessment... 7 Source... 7 Registration... 7 Allocate Mentor... 7 Skills Profiling Step 2: Ready to Work... 8 Targeted Ready to Work Interventions Filling the Gaps... 8 Programme... 9 Stage 3: Job Application... 9 Job List Preparation Between Mentor and Veteran Feedback Stage 4: In Employment Support Mentor to Remain Accessible Throughout Part 5 Mentor Support VETS Mentor Toolkit The VETS Guide to Mentoring. The Guide to Mentoring (this document) is the reference document for Mentors, setting out their role and the VETS expectations Royal British Legion The VETS Armed Forces Skills Translator CV and Interview Guide

3 The VETS Hub Veteran Welfare Support

4 Part 1 Introduction The support and engagement of Mentors is a critical element of the VETS model. Many Service leavers and veterans have successfully made the transition from Service life to civilian employment. A significant number, however, either struggle to find employment, or end up in jobs which fall short of meeting their aspirations and do not optimise the skillset they have gained through military service. Our experience demonstrates that veterans who are successfully matched to a Mentor benefit significantly from their knowledge and insight to guide them through their transition process. Mentoring is a process in which one person actively encourages the development of another person outside the normal line management relationship for the benefit of both the individual and the organisation. This guide provides all of the necessary information to effectively support VETS mentors throughout the programme. Complemented by the Mentor induction briefing, it defines the role of the Mentor and details their involvement throughout each step of the VETS model. It references the available toolkit of information enabling mentors to effectively support their veterans throughout their transition and signposts them to further information to support those veterans requiring welfare support. Part 2 - VETS Background VETS was launched as a pilot scheme in September 2015 with the aim of supporting Service leavers and veterans to make the transition from Service life to civilian employment whilst providing employers with direct access to this sizeable, managed, and supported pool of talent. The programme provides a platform which ties together a number of existing support initiatives into a single, coherent, process which optimises the benefits for veterans and for employers who profit from the significant transferable skills gained through military service. Whilst there is a growing realisation among employers of the strengths and attributes which ex-service personnel bring to the commercial environment, many Service leavers and veterans are unsure of how to best translate their skillset in a way that resonates with civilian employers. Many employers are also unsure of how to access veterans as a pool of potential talent. VETS recognises the value of much sought after highly transferable skills and their intrinsic value to businesses such as leadership, adaptability, analytical skills, strategic thinking and programme and change management, all of which are underpinned by an inherent 4

5 proactive attitude and an ability to get the job done. Whilst Service personnel and veterans may not necessarily have the commercial experience of many of their civilian peers, these skills, if properly translated, add real value when engaged through a coordinated transition programme. By providing a gateway into the commercial environment, VETS not only enhances the employment prospects of this valued cohort of society, but it also provides businesses with direct access to a sizeable, well trained employment pool and could significantly reduce recruiting costs. VETS Aim: By working collaboratively with a coalition of willing partners from the Ministry of Defence, Career Transition Partnership, Service charities and the commercial sector, VETS aims to join up the existing transition support initiatives into a single programme that improves employment outcomes for all veterans and employers, in a manner that can be scaled, funded and sustained. Part 3 Requirements of a VETS Mentor Eligibility. Former military service is not a pre-requisite to be a VETS mentor; there are many extremely capable mentors within the VETS community who have no military experience. Anyone who feels that they can provide support and guidance throughout a veteran s journey to employment is strongly encouraged to join. What is a Mentor? A mentor is a volunteer and advisor who has been inducted into the VETS process. They can help veterans find the right direction and develop solutions to support their career goals. Mentors will provide guidance and encouragement to veterans to explore new ideas with confidence, make them more self-aware and focus their decisions on what they want from their career and how to make it happen. Effective mentoring requires focus and commitment from both parties. What Mentoring is not? Whilst the mentor will provide advice and guidance throughout the VETS transition process, their role does not encompass that of a tutor, sponsor or executive coach. The VETS onus is firmly on the veteran to set out their aspirations and chosen career path. The mentor will provide them with the necessary support to realise this. 5

6 Mentors are also not in a position to provide psychological or personal support to veterans. However VETS has established processes, through the VETS Hub, to connect veterans to expert professional welfare advice from one of the relevant supporting agencies when it is required. What is expected of a VETS Mentor? The key requirements of the mentor throughout the various steps of the VETS programme are detailed in Part 4. The points below however provide the guiding principles and expectations. Once matched, make the initial engagement with the veteran to start building the relationship. Once the initial engagement has been undertaken, the onus is on the veteran to reach out for support. Ensure the veteran understands your availability and preferred means of contact. Always reply to requests from veterans via the VETS website promptly and courteously. Share knowledge and information that will be useful as the veterans develop and explore new ideas. Guide them without imposing solutions; your role is to listen, be supportive and pass on the benefit of your experience in a non-judgemental way. Help the veteran to understand their strengths, profile their skills and clarify their goals. Assist them with articulating their abilities in a way that resonates with employers. Support the veteran in identifying work avenues, events and opportunities to explore further. Help them with job applications, interview preparation and with reviewing feedback. Build trust and be honest with the veteran by providing regular and constructive feedback. Be clear on what you do and do not know; by sharing your own successes and failures you will encourage them to do the same. Part 4 The VETS Approach Working with this coalition of willing partners, and in close consultation with the Ministry of Defence, VETS has developed a 4 step process to get veterans into employment, with a fifth stage, Reserve Service, an option when successfully in work. Underpinning the four steps is the continual support and engagement from Mentors. 6

7 Step 1: Access Registration & Assessment Source. Veterans and Service leavers are accessed through an established network of Service charities, the MOD, the VETS partner companies, veterans groups, the Career Transition Partnership and directly through the VETS website. Registration. To register, veterans build a profile much like other social media platforms. Once registered, their details are held on the VETS database. Allocate Mentor. Once the veteran has successfully completed their profile, they will have the option of selecting a mentor. The IT platform will automatically select a number of mentors, both ex-military and civilian, based on their geographic location and their industry sector of choice. The veteran will also have the opportunity to manually select a mentor if they prefer. Skills Profiling. Once a mentor has been allocated, the mentor and veteran will have an initial meeting. This will allow them to analyse potential business sectors of interest, career aspirations and their transition support needs. The level of support will vary according to the needs of each individual veteran. 7

8 This initial meeting will also include an assessment of the veteran s skills. The skills profiling is undertaken using the online Royal British Legion Industries Skills Assessment Matrix and the VETS Armed Forces Skills Translator. The outcome of the skills profiling is for the mentor to identify any skills gaps and to determine what training the veteran may be required to undertake through the VETS programme in stage 2. This initial meeting also allows the mentor to assess any individual welfare requirements. Step 2: Ready to Work Targeted Ready to Work Interventions. VETS offers a range of Ready to Work interventions. Based on the outcome of the skills profiling in Step 1 veterans will be advised by their mentor on those activities they should seek to undertake and in which order, to best set the conditions for embarking on Step 3 of the model. The VETS website holds a directory of ready to work interventions, such as CV and interview workshops, military talent days and partner company insight days. Details on how to apply for these are available on the website. Placements and Internships with a variety of partner companies can be arranged through the VETS Hub. Filling the Gaps. Once Ready to Work interventions have been identified, the mentor will assess whether there are any additional activities which might need to be undertaken specific to the veterans preferred industry or role to enhance their employability. This 8

9 might include completing a PRINCE2 or APMP Project Management qualification, completing a NEBOSH Health and Safety qualification or acquiring a Construction Skills Certification Scheme for example. The VETS Hub can provide advice and guidance on how to undertake these courses. Programme. Once all of the necessary Ready to Work interventions have been identified, the mentor and veteran will agree a career roadmap together, setting out the order and timeline for completing them, ultimately leading to their chosen career. Stage 3: Job Application Job List. Job opportunities provided by participating organisations will be published on the VETS website. With appropriate guidance from their mentors, veterans will review the job list and identify those roles which best suit their experience and aspirations. Preparation Between Mentor and Veteran. Once the veteran has identified a potential role from the jobs list, the mentor will assist them with the application process. This will include advice on how to tailor their CV for the role, as well as providing guidance on submitting the application and the level of research to be undertaken on the organisation and position. If called forward for interview, the mentor will help ensure that they are fully prepared; this may include mock interview practice in line with the job description and 9

10 interview format. If it is a multi-stage interview, the mentor will be on-hand to provide advice and guidance throughout. The mentor is likely to have been through a number of interviews and it is highly likely that they may have conducted them as well. Feedback. If the candidate is unsuccessful following an application for a role, the programme remains open to them and they can re-enter at whatever stage is considered to be most appropriate. The mentor will provide advice and guidance to support this decision based on the feedback received from the interview process. The veteran may wish to make use of the VETS courses and business exposure opportunities offered in Step 2, or they may wish to remain in Step 3 and continue with job applications. The choice is that of the veteran however, this decision should be made in consultation with the mentor. Stage 4: In Employment Support Mentor to Remain Accessible Throughout. Before the candidate starts their new position, the mentor will be on hand to support them through these early steps. The mentor can provide advice on a number of issues including salary, benefits and how to maintain an effective work/life balance. Mentors may continue to work with the veteran for as long as both parties agree the relationship still has value. 10

11 Part 5 Mentor Support VETS Mentor Toolkit. The Mentor Toolkit is accessible to all mentors on their Mentor Dashboard on the VETS website. Mentors will require to be logged in to their accounts to be able to access this. The mentor toolkit currently consists of the following material: The VETS Guide to Mentoring. The Guide to Mentoring (this document) is the reference document for Mentors, setting out their role and the VETS expectations. Royal British Legion Industries Skills Assessment Matrix. The Skills Assessment Matrix is an online tool which helps identify the skills which veterans have, how experienced and confident they are in each of them and which skills they are most interested in using in a new career or job. This is a vital tool to assist with the skills profiling in Step 1. Access to the Skills Assessment Matrix is accessed by the veteran through the veteran s online toolkit. The link is: The VETS Armed Forces Skills Translator. This document sets out the various ranks of each Service of the Armed Forces, their seniority and equivalent management position in the commercial environment. The document also details the key transferable skills and the level to which they are relevant to each rank. This is also a key tool to assist with the skills profiling in Step 1. CV and Interview Guide. Based on good practice and in line with what is delivered at the CV and Interview workshops, this guide provides a useful aide memoire for mentors when advising veterans on CV content and preparing them for interview. Advice to Military Leaders for Landing the Right Job Guide. This guide captures a number of pointers, based on the experience of veterans and employees, to maximise veterans chances of landing the right job. The VETS Hub. VETS is managed by a central Hub who are primarily responsible for providing the introductory point of contact for veterans and Service leavers and ensuring that their progress is tracked throughout the first 4 stages of the VETS model. As well as being the central focal point for all administrative requirements, the Hub is also responsible for ensuring the continual improvement of the programme by recording feedback from mentors, candidates and businesses and implementing good practice. Additionally, the HUB 11

12 provides an interface at all stages of the process, as VETS recognises that every Service leaver and veteran s situation and journey are unique and all have different requirements. The VETS Hub can be contacted at: team@veteranemployment.co.uk Veteran Welfare Support. It is possible that mentors may feel that their mentees are suffering from a welfare issue such as financial difficulties, problems with housing or medical issues. If mentors suspect that a veteran requires welfare support, advice is available from the VETS Hub. 12