NADR MENTORING GUIDE (For MENTORS and MENTEES) REVISED 03/21/22
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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 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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QUALIFICATIONS
REQUIREMENTS TO BECOME A MENTEE Mentees will be a current NADR member in good standing. A Mentee can be an attorney, a non-attorney rep who is not yet an EDPNA, or an EDPNA with limited experience. Mentees should be either actively representing claimants at some level in the SSA disability process OR planning to represent claimants in the foreseeable future. The mentoring program is designed to aid in addressing immediate concerns regarding the representation of disability claimants and to provide a safe place for Mentees to ask questions and seek guidance related to specific issues regarding clients that they are representing. EDPNA designation is not required to become a mentee. However, the mentoring program is NOT designed to help NADR members prepare for the EDPNA exam. Mentees are strongly encouraged to attend the annual NADR conference or Networking Weekend. If that is not possible, mentees should, at a minimum, actively participate in one or more NADR networking groups (small groups, NADR Connect, etc.) Mentees are also strongly encouraged to take advantage of other NADR resources, such as the Member Resource page on the website, NADR Talklist, monthly seminars, “Let’s Get Into It” podcasts, social media groups, and NADR Store. If the Mentee is preparing for the EDPNA exam, they should sign up for and participate in the EDPNA study course offered by NADR.
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DEFINITIONS
What is a MENTOR? An individual: •
Who possesses professional and technical knowledge of SSA disability programs.
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Who derives satisfaction from helping to develop the career of a mentee.
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Who is willing to share resources, and provide guidance and encouragement.
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Who is both a coach and a cheerleader.
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Who knows there is “no such thing as a dumb question” and responds accordingly.
“TO THE WORLD YOU MAY JUST BE SOMEBODY. BUT TO SOMEBODY, YOU MAY JUST BE THE WORLD.” ~ Anonymous
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QUALIFICATIONS
QUALIFICATIONS FOR MENTORS • Be a member of NADR in good standing. • EDPNA with at least 2 years of experience representing clients at the hearing level or above, or • Attorney with at least 2 years of experience in SSA work. • Must be willing to devote up to 5 hours per month to the mentoring relationship. (This may vary from pair to pair.)
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EXPECTATIONS
EXPECTATIONS OF A MENTOR • Establish the guidelines for frequency of meetings/calls. • Establish the guidelines for the length of mentoring program and for separation. • Establish trust and maintain confidentiality. • Facilitate professional development. • Act as a role model in how to provide disability representation. • Be reasonably accessible. • Provide wisdom, advice, counsel and coaching. • Provide feedback. • Be willing to share experiences and stories, including “things I would do differently next time”. • Maintain good communication skills. • Provide acceptance, encouragement, and moral support.
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DEFINITIONS
What is a MENTEE? An individual who: • Seeks to enhance their professional knowledge and skills. • Possesses a positive attitude. • Is self-motivated. • Is open to constructive criticism. • Is not afraid to ask questions, and understands that there is “no such thing as a dumb question.” • Wants to improve their career/business plan.
“Coming together is a beginning…keeping together is progress… working together is a success” ~ Anonymous
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EXPECTATIONS
EXPECTATIONS OF A MENTEE • Communicate with mentor on establishing mentoring format and priority issues for professional development and support. • Come prepared to each meeting/conference call with a list of questions or issues. • Be respectful of your mentor’s time. • Solicit feedback from your mentor, and be open to suggestions.
“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
Additonal Guidelines for a Successful Relationship • Mentors and mentees should be clear and upfront about setting expectations for the mentoring relationship. • Clear communication, positive regard, and respect are essential in the mentoring relationship. • Be punctual, reliable, and observe basic social etiquette. • A successful mentoring partnership can benefit both the mentor and mentee, and can be the start of a long-term, mutually beneficial, professional relationship.
“The doorstep to the temple of wisdom is a knowledge of our own ignorance.” ~ Ben Franklin
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GUIDELINES
“Icebreaker” Topics for New Mentor/Mentees One comment we heard a lot, particularly in our conversations with people who have been mentees or were thinking about becoming one (as well as from some of the mentors), is a worry about not knowing exactly what kinds of things to discuss in the mentor/mentee meetings. While, as already discussed, the primary source of mapping out the mentor/mentee relationship should be the mentee’s self-evaluation and identification of topics they want to discuss, we also understand that part of what comes with being a new rep is not always knowing what questions to ask. For this reason, we are happy to make that easier by providing the following (non-exhaustive) list of topics that mentees should consider including in their outline of topics they wish to discuss. These generally fall into three categories: (1) General Preparation for success; (2) Substantive Knowledge about SSA’s programs; and (3) Case Management and Client Management. 1. General preparation o Housekeeping items such as expectations and goals for mentoring experience; o Networking and continuing education opportunities within NADR - Annual Conference and Networking Event, NADR Connect, Monthly Networking Zoom Groups, NADR FB group, NADR Podcasts, Talklist, Webinars (frankly, a new rep (3 years or less) should be involved in all or most of these); o What happens at a hearing; o Brief writing development; o Arrangement for easy access to needed SSA authorities (the Act, regulations, SSRs, HALLEX, POMS) either through book purchases or online resources; o Purchasing well-regarded “go to” authorities, such as Tom Bush’s book. 2. Substantive Knowledge about SSA’s programs o Basic discussion about the “actors” in SSD cases: DDS, ALJ, Appeals Council;
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GUIDELINES
o In-depth discussions about all five steps of the sequential analysis, as well as RFC finding; o SGA and work-related issues; o Severe vs non-severe impairments; o Medical evidence and opinions, the claimant’s statements, and how this becomes the RFC; o How grid rules work; o DIB eligibility rules, especially DLI and PIA; o Eligibility for other benefits (disabled widows, child disability); o SSI eligibility rules (income, resources, living arrangements); 3. Case Management and Client Management o How to screen clients • Kinds of cases you might not want; o How to set expectations with clients; o Keeping clients updated on case status; o How ERE works; o Obtaining medical evidence • Hi Tech/HIPPAA • “5 Day Rule”; o How to obtain contact information for DDS, OHO and the AC; o Hearing scheduling; o The types of things claimants can do to help develop their case • Journaling • Obtaining third-party statements from friends/relatives, former employers/supervisors; o Reviewing a file in preparation for the hearing; o Prepping a client for the hearing; o How to read an ALJ decision; o Basic discussion about appeal issues and how to appeal.
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BEST OF LUCK TO ALL OF OUR MENTORS AND MENTEES!!! FROM YOUR NADR ORGANIZATION
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