The document provides information and resources for mentors in a program that helps connect veterans transitioning to civilian life ("Hired Heroes") with mentors. It includes a mentor questionnaire, guidelines for the mentor's role, expectations for the mentoring relationship, potential challenges veterans face, and tips for maintaining a successful mentoring relationship over 12 months. The goal is for mentors to provide guidance to veterans on adapting to corporate culture and advancing their careers.

1. 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)?

2. 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.

3. 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.

4. 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:

5. 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

6. 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

7. Three-Month Progress Assessment and
Development Plan worksheets

8. 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:

9. Final Review Worksheet

10. • 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 were
diagnosed with PTSD.
• Traumatic Brain Injury (TBI)
The Department of Defense & the Defense and Veteran's
Brain Injury Center
estimate that 22% of all OEF/OIF combat wounds are brain
injuries.
• Extremity injuries
Between September 2001 and January 2009 there were
1286 military cases
of limb amputations.
Challenges Veterans Face

11. Symptoms of Post Traumatic Stress Syndrome

12. Symptoms of Traumatic Brain Injury