NADR Mentorship Guide 9.8.20

NADR MENTORING GUIDE (For MENTORS and MENTEES)

INTRODUCTION

INTRODUCTION TO MENTORING The mission of the NADR mentoring program is to serve the membership’s needs in the area of professional development and to enhance the representation skills of the membership.

NADR seeks mentors who have developed expertise in one or more areas of representation and who are willing to share their knowledge and experience with less experienced members.

It is our expectation that the guidelines outlined in this book will serve as a guide to establishing the mentoring relationship, outlining expectations of both mentors and mentees; and establishing needs, time expectations, modes of communication, and length of mentoring relationships.

NOTE: “NADR will facilitate introductions between Mentors and Mentees but will have no ongoing active role in the Mentor/Mentee relationship. NADR is not responsible for the content of Mentor/Mentee interactions. Mentees understand that Mentors will give advice to the best of their knowledge and experience, but do not hold themselves out as experts in all areas discussed.

Mentees understand that representation of claimants before the Social Security Administration is an inexact process and results may vary depending on factors beyond the control of Mentors and Mentees, for example, which Administrative Law Judge is assigned to a case or the quality/quantity of medical treatment.

Mentors shall not be held liable for the information provided to Mentees.”

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DEFINITIONS

What is a MENTOR? • An individual who is both capable and willing to share resources and provide guidance and motivation.

• An individual with expertise who can help develop the career of a mentee and derives satisfaction from doing so.

• A Coach and leader.

• A Cheerleader • An individual who possesses firm but humble confidence.

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Someone who acts as a guide enabling him/her to undertake this journey successfully and without undue delay, thus allowing the mentee to enjoy and understand the NADR organization they have joined.

• An observer who shares resources.

“To the world you may just be somebody.

But to somebody, you may just be the world.” ~ Anonymous

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DEFINITIONS

What is a MENTEE? • An individual who seeks to enhance their professional knowledge and skills.

• An individual who wants to improve their career/business plan.

• An individual who observes how others perform.

• A person who is committed and satisfied.

• A person who is open to constructive criticism.

• An individual who is self- motivated.

• Someone who is willing to start with a self-assessment.

• An individual who is not afraid to ask questions and understand that there is ‘no such thing as a dumb question.’

• Someone who possesses a positive attitude.

“Coming together is a beginning…keeping together is progress… working together is a success” ~ Anonymous

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EXPECTATIONS

EXPECTATIONS OF A MENTOR • An experienced role model.

• Provides guidance.

• Be easily accessible.

• Provide feedback.

• Establishes trust and maintains confidentiality.

• Willing to share experiences and stories, including mistakes.

• Pays attention to their communication skills.

• Provides acceptance, encouragement, and moral support.

• Provide wisdom, advice, counsel and coaching.

• Facilitates professional development.

• Enjoys the opportunity to pass on their wisdom and knowledge.

• Seek a positive enjoyable relationship that will justify the extra time and effort.

• Establish the guidelines for frequency of meetings/calls.

• Establish the guidelines for the length of mentoring program and for separation.

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EXPECTATIONS

EXPECTATIONS OF A MENTEE • Communicate with mentor and establish mentoring format and priority issues for professional development and support.

• Be respectful of your mentor’s time.

• Solicit feedback.

• Come prepared to each meeting/conference call with a list of questions or issues.

“Bring your best to your mentors and expect nothing in return, then true value will be created.” ~ Richie Norton

“The question is not ‘can you wear your father’s shoes?’

The question is ‘can you walk in your father’s shoes?” It is one thing having a mentor and it is another thing to become like your mentor.” ~ Israelmore Aylvor

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GUIDELINES

GUIDELINES FOR A SUCCESSFUL RELATIONSHIP • A mentor should be clear and upfront about what the mentee can expect from a mentoring relationship.

• A mentor should guide the process, set appropriate boundaries, and create an environment in which the relationship can thrive.

• Mentors should train mentees on how to be effective.

• Communication is key for both mentor and mentee!!!

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From the mentee’s perspective, cultivate respectful behaviors such as punctuality, reliability, and the development of an independent work style.

Cooperate with the mentor in creating an environment in which the mentor can best meet the needs of the mentee. It helps the mentee to understand and value that the mentor relationship can be the start of a long-term, mutual, professional relationship that changes over time.

• Basic social etiquette should be observed in the mentoring relationship.

• Share positive regard for each other --- RESPECT! • The mentor and the mentee can benefit from each other over the course of the relationship.

“The doorstep to the temple of wisdom is a knowledge of our own ignorance.” ~ Ben Franklin

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E-MENTORING

E-MENTORING

Most mentoring relationships will be conducted through E-mentoring because of the distance involved between members. E-mentoring can be conducted nationwide through: • E-MAIL • TEXT MESSAGE • TELECONFERENCING

BENEFITS OF E-MENTORING

• The satisfaction of creating skilled NADR members.

• Improved quality of your work product.

• Better skills/Improved Leadership skills.

• Improved internal office communication and with others outside of your office.

• Pride in sharing the work experience with others.

• Increased production.

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QUALIFICATIONS

QUALIFICATIONS FOR MENTORS • Member of NADR in good standing.

• Attorney with at least 2 years experience in SSA work, or EDPNA with at least 2 years experience representing clients at the hearing level or above.

• Person willing to devote up to 5 hours per month to the mentoring relationship.

REQUIREMENTS TO BECOME A MENTEE Mentees will be divided into three levels, based on training and experience. Level 1 Mentees will be given the highest priority and most mentor hours; level 2 Mentees will be given 2nd priority and fewer mentor hours; level 3 Mentees will be given the lowest priority and fewest mentor hours.

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MENTEE LEVEL 1

MENTEE : LEVEL 1 • Mentee will be a person who has not yet qualified as an EDPNA, but who is actively in the process of preparing for the EDPNA exam; • Mentee will be NADR member in good standing; • Mentee will agree to attend at least one NADR conference or networking event during the period of mentorship; •

Mentee will receive approximately 5 hours direct mentoring from their mentor per month. The format for communication between Mentor and Mentee will be established by each pair at the beginning of the relationship.

• The relationship will continue as long as both parties feel that it is beneficial, and/or until two years after the Mentee has passed his/her EDPNA exam.

• As the Mentee progresses, or once the Mentee is granted EDPNA status, it would be expected that the number of monthly mentoring hours will decrease.

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MENTEE LEVEL 2

MENTEE : LEVEL 2 • Mentee will be a person who has passed the EDPNA test, but who has less than 1 year experience representing clients at the hearing level.

• Mentee will be a NADR member in good standing; • Mentee will agree to attend at least one NADR conference or networking event during the period of mentorship; •

Mentee will receive approximately 3 hours direct mentoring from their Mentor per month. The format for communication between mentor and Mentee will be established by each pair at beginning of the relationship.

• The relationship will continue as long as both parties feel that it is beneficial, and/or until the Mentee has completed two years’ experience representing clients at the hearing level or above.

• As the Mentee progresses, it would be expected that the number of monthly mentoring hours will decrease.

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MENTEE LEVEL 3

MENTEE : LEVEL 3 • Mentee will be a person who has passed the EDPNA test, but who has less than 2 years’ experience representing clients at the hearing level.

• Mentee will be a NADR member in good standing; • Mentee will agree to attend at least one NADR conference or networking event during the period of mentorship; •

Mentee will receive approximately 1 hour of direct mentoring from their Mentor per month. The format for communication between Mentor and Mentee will be established by each pair at the beginning of the relationship;

• The relationship will continue as long as both parties feel that it is beneficial, and/or until the Mentee has completed two years’ experience representing clients at the hearing level or above.

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MATCHING / DISSOLUTION

MENTOR/MENTEE MATCHING AND DISSOLUTION PROCESS As applications are submitted, NADR will compile all the data, and members of the Mentor Committee will initiate the process of matching mentors to mentees. As matches are made, both will be notified by a committee member via email. At this point, it will be up to the mentor to establish guidelines for communication with the mentee. Mentees need to be respectful of the mentor’s time, understanding that mentors are volunteering their time and energy while at the same time pursuing their own practices.

Mentees should adhere to the time and communication guidelines established by the mentor, and mentors should be aware that mentees are in the learning process and attempt to respond to mentees questions within an appropriate time frame. Both parties should maintain open and honest communication with each other to minimize problems in the relationship. If problems become irreconcilable, and either of the parties wish to terminate the relationship, the assigned committee chairperson should be notified. Once the mentee has reached the point where mentoring is no longer required (2 years after passing the EDPNA exam, or earlier if appropriate), the committee chair should be notified that the mentor/mentee relationship has been completed. Mentors will be asked whether they wish to take on a new mentee at that point.

SHORT-TERM INTENSIVE MENTORING GROUPS From time to time a knowledgeable member may have an idea for a small group, short-term, more intensive mentoring experience, e.g.

VE cross examination. These ideas are welcomed and encouraged.

The member should submit a short proposal for the group outlining the idea, format, time frame, and appropriate level of mentee to the association manager/board for approval and promotion. The final format will be determined by the mentor and mentees.

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BEST OF LUCK TO ALL OF OUR MENTORS AND MENTEES!!!