The Purpose of New SC Training and Orientation Is Three-Fold

A Guide to Being A Mentor

First, I would like to thank you for your interest in helping with the orientation/training of new SC’s. The success of training for new SC’s is due, in part, to the participation of mentors. This guide is an effort to assist you in playing that valuable role.

Purpose The purpose of new SC training and orientation is three-fold:  Help new SC’s learn the necessary skills and information to effectively support individuals  Reduce anxiety associated with a new job  Help new SC’s learn the culture and expectations at eitas- help them feel valued

In order for the training to be effective, it must accommodate individual SC’s support needs. To this end, I invite any information you can provide to assist with this.

Things to keep in mind  Different people with different experiences- so mentoring will not look the same for everyone  One of your best resources are other mentors  Training will be based on person’s experience- so let the support team know when additional supports are needed or if team needs to back off  Your role is a supportive role. You are not expected to provide supervision, nor are you expected to enforce policies. If you have concerns regarding an issue, please communicate this to your Supervisor or the FT.

Expectations The following is a list of expectations. It is important to note that this information will depend upon each individual SC’s needs. If you have any questions or concerns at any time, it is important that you share this information with me. 1. Support- expected to last approximately 1 year- more of a time commitment at the beginning- will be determined by each individual new SC and their needs a. Balancing the logging requirements and mentoring during the initial 3 months can be challenging, so it is important to keep this in mind. 2. Provide intentional opportunities to learn 3. You will be the go-to person-as a peer, they may feel more comfortable approaching you for information 4. Be available to answer questions- in person or via email 5. Provide support team with information regarding support/training needs a. Who you share info with will be determined by who you feel most comfortable (FT or Supervisor). b. Information is important to make sure orientation/training is tailored to be most effective. c. Remember the focus is helping person to learn skills to be successful. d. Information can assist with ensuring that the support can be provided early on instead of after issues have been allowed to develop and cement. 6. Your role in helping the new SC build their caseload will focus on supporting the new SC to figure out the pace. You may also advocate if the pace isn’t meeting the new SC’s needs. a. Remember, it is not our responsibility to enforce the timeline, simply to provide support. 7. Participate in Mentor huddles. These will be an opportunity for the mentors to check in to make sure everything is going smoothly. It will also be a good place to receive support from the other mentors. 8. The Phase 2 part of orientation focuses on either the FT or the Mentor shadowing the new SC to ensure they have learned the job. I am planning to take the lead during this time, but may need your assistance. If you are unable to help, please do not hesitate to let me know. 9. New SC’s will be trained on directives and best practices. This doesn’t always mesh with how current SC’s are performing their responsibilities. a. As such, you can provide that bridge that is necessary for consistency, since the new SC may be more comfortable approaching you to discuss these issues. 10. Provide encouragement and motivation- or let team know when this is needed. 11. Participate in regular check ins with the support team. a. During the first 90 days, this will most likely be every other week, then it will be monthly. 12. It is also important for you to communicate your support needs to your supervisor or to me. a. Remember, you are a very important part of the team, so it is vital that you also receive the support you need.

What has worked Information has been provided on the effectiveness of the mentors, so this section is the sharing of that info with you.  Daily check in is good, to see if person has enough to do. o Remember this is not solely your responsibility. I will help with this as well.  Seeing Mentor is great as go-to person- helps counter the feeling that “bugging” someone  Meet at the new SC at the Welcome check in. It also worked for the Mentor to meet prior to the start date with FT and Supervisor to determine roles for welcoming the new SC.  Informal check ins-way to gather information to ensure supports are tailored to be most effective  Orientation check list- so need to encourage them to use it  One thing that worked was the new SC sending emails to Mentor who answered them as they had time  Mentor made sure to include new SC in paperwork and other bits of the job that are better learned as they are done o Focus on making sure include new SC when do EMT, UR packet, plans, Children’s Division info, KCRO, DHSS, LOC, PON,