This document provides an outline and overview of mentor training for the mentoring program at UNT. It discusses the history and goals of the program, the roles and responsibilities of faculty/staff mentors and peer mentors, resources available to mentors, legal issues mentors may face, and an overview of the Emerald Eagle Scholars program. Mentors are expected to contact their mentee at least once a month and meet in person once a month. The training concludes with reminders and an optional quiz to test understanding of the program.
The document provides information about the TRIO Student Support Services (SSS) orientation at Daytona State College. It includes instructions for the orientation, an overview of the SSS program goals and services, descriptions of the main TRIO programs including Upward Bound and Educational Opportunity Centers, and details about student responsibilities and financial aid tips. The orientation concludes with a quiz to test knowledge about TRIO.
The document provides an overview of an orientation for mentors in the Professional Mentorship Program (PMP) at the University of Colorado Leeds School of Business. It includes an agenda for the orientation covering topics like program details, mentoring milestones, using a mentoring software, and a student and mentor panel. Key facts about the program are presented, such as that 100% of students would recommend the program and that PMP students are 40% more likely to secure a job upon graduation. Mentors are provided guidance on communicating with students, setting expectations, and utilizing resources to facilitate their mentoring partnerships.
MAGIC = More Active Girls in Computing. It is a mentoring program for middle and high school girls that was launched at the Grace Hopper Conference for Women in Computing 2007.
The document introduces ACM-W, UCLA's first computer science club for women, which was officially chartered in December 2014. The club aims to expose women to different CS topics and careers, build community, and address issues faced by women and minorities in tech. Upcoming events include talks on hackathons, networking dinners, panels of female engineers, and tea times with professors. The club advocates for increasing women's participation in all areas of computing.
This document summarizes the IBM Pathfinder Mentoring Program with NC State University for 2013-2014. The objectives of the program are to provide students insight into professional life and connect them with IBM professionals as mentors. Over the past year, activities included campus information sessions, networking events, site tours, and career panels. Feedback from students has been positive about the career knowledge and guidance gained from their mentors. The program has grown each year and been recognized for strengthening the partnership between IBM and NC State.
Portland 100 kick-off presentation public finalPDCshare
The Portland 100 is an initiative to scale Portland's most promising young firms and establish a robust pool of local companies. The program was formulated by Nitin Khanna about a year ago and with the help of Portland Development Commission has kicked off its initial class. What is the 100 in Portland 100? During the kickoff meeting Nitin explained,“The 100 in Portland 100 signifies $100 million. You (the companies) in Portland 100, are the companies that we believe can reach a $100 million in valuation or revenue in three to five years. We are here because we believe in you and believe this program will help you get to and exceed this level that has been such a rare occurrence for Portland companies in the last 2 decades.”
The 2015 Kick Off Meeting document outlines an event for a developers group that is open to all experience levels and aims to provide training, networking, mentoring, and career advancement opportunities through presentations, panel discussions, projects, and an advisory group. The group encourages staying connected through social media and working together on initiatives like GiveCamp and off-week deep dives and focus groups.
The document provides information about the TRIO Student Support Services (SSS) orientation at Daytona State College. It includes instructions for the orientation, an overview of the SSS program goals and services, descriptions of the main TRIO programs including Upward Bound and Educational Opportunity Centers, and details about student responsibilities and financial aid tips. The orientation concludes with a quiz to test knowledge about TRIO.
The document provides an overview of an orientation for mentors in the Professional Mentorship Program (PMP) at the University of Colorado Leeds School of Business. It includes an agenda for the orientation covering topics like program details, mentoring milestones, using a mentoring software, and a student and mentor panel. Key facts about the program are presented, such as that 100% of students would recommend the program and that PMP students are 40% more likely to secure a job upon graduation. Mentors are provided guidance on communicating with students, setting expectations, and utilizing resources to facilitate their mentoring partnerships.
MAGIC = More Active Girls in Computing. It is a mentoring program for middle and high school girls that was launched at the Grace Hopper Conference for Women in Computing 2007.
The document introduces ACM-W, UCLA's first computer science club for women, which was officially chartered in December 2014. The club aims to expose women to different CS topics and careers, build community, and address issues faced by women and minorities in tech. Upcoming events include talks on hackathons, networking dinners, panels of female engineers, and tea times with professors. The club advocates for increasing women's participation in all areas of computing.
This document summarizes the IBM Pathfinder Mentoring Program with NC State University for 2013-2014. The objectives of the program are to provide students insight into professional life and connect them with IBM professionals as mentors. Over the past year, activities included campus information sessions, networking events, site tours, and career panels. Feedback from students has been positive about the career knowledge and guidance gained from their mentors. The program has grown each year and been recognized for strengthening the partnership between IBM and NC State.
Portland 100 kick-off presentation public finalPDCshare
The Portland 100 is an initiative to scale Portland's most promising young firms and establish a robust pool of local companies. The program was formulated by Nitin Khanna about a year ago and with the help of Portland Development Commission has kicked off its initial class. What is the 100 in Portland 100? During the kickoff meeting Nitin explained,“The 100 in Portland 100 signifies $100 million. You (the companies) in Portland 100, are the companies that we believe can reach a $100 million in valuation or revenue in three to five years. We are here because we believe in you and believe this program will help you get to and exceed this level that has been such a rare occurrence for Portland companies in the last 2 decades.”
The 2015 Kick Off Meeting document outlines an event for a developers group that is open to all experience levels and aims to provide training, networking, mentoring, and career advancement opportunities through presentations, panel discussions, projects, and an advisory group. The group encourages staying connected through social media and working together on initiatives like GiveCamp and off-week deep dives and focus groups.
This document provides information and guidance for mentors in the QARI CONNECTS mentoring program. It outlines the program goals of helping participants adjust to life in America, explore post-high school options, and develop meaningful relationships. The document then discusses research showing benefits of mentoring, characteristics of effective mentors, communication skills, potential challenges, and policies to ensure healthy mentor-mentee relationships.
The document provides an overview of Nomad's HR department and initiatives for 2015-2017. It includes the HR org chart, key priorities of leadership and people development, and a roadmap outlining plans to improve performance management, training, benefits, and employee engagement over this period.
This document discusses mentoring at the American Society of Civil Engineers (ASCE). It provides details about the pilot mentoring program launched in 2014 and the full program launched in 2015. Key points include pairing mentees and mentors, providing training and guidelines, and collecting feedback. The program aimed to facilitate a culture shift at ASCE to emphasize core values like trust, teamwork and excellence. Lessons learned include ensuring mentors and mentees are a good match and maintaining expectations. The author provides their own experience being paired as a mentor and mentee.
This document discusses best practices for mentoring programs and provides a case study of M&T Bank's mentoring program. It begins by outlining critical components of successful programs, including defining goals, identifying mentees/mentors, program design, implementation, and evaluation. It then details M&T's program which was developed to increase engagement, productivity, and retention. Key aspects included a 10-month partnership, networking opportunities, and learning about the organization. Mentees and mentors were identified and paired through a multi-step process. The program was then designed, implemented and evaluated over two years, showing positive results for mentees such as increased learning, engagement, and career opportunities.
As you approach the end of your studies you may be looking to gain a competitive edge to help you stand out in your chosen industry. When it comes to professional benefits, career mentoring has so much to offer! From developing your knowledge and confidence to growing your industry networks, the USQ Industry Mentoring Program could be the key to kick-starting your graduate career. Visit our website to register your interest or contact the team at USQ Student Services to find out more about career mentoring.
Every company is unique, and so are its mentoring needs. Allow professionals with decades of experience, innovative e-mentoring software, and endless compassion and understanding to guide you in making the best choice.
At Management Mentors, we are those professionals. For over 25 years, we’ve been helping organizations implement successful corporate mentoring programs.
Contact us today to discuss your company's corporate mentoring needs. There's no obligation, nothing to lose. We look forward to hearing from you.
The document discusses developing an effective mentoring program, including defining the roles of mentors and mentees, the various stages a mentoring relationship progresses through, skills needed for mentoring, and tips for setting up a mentoring scheme. Mentoring can help with career development, psychosocial support, and organizational effectiveness when structured programs with goal-setting are implemented. Effective mentoring involves establishing trust, providing guidance and feedback, and supporting the mentee through career and personal growth.
Slide guide for consulting-style presentationsreallygoodppts
This document presents the guidelines used by top-tier consulting firms to craft effective presentations.
All the top-tier management consulting firms have templates and ‘style-guides’ to ensure consistent quality. Until now, these guides have been locked up inside corporate firewalls. For the first time, ReallyGoodPowerPoints has made these building blocks for consulting-style presentations available to the public
Stress At Work (Tips to Reduce and Manage Job and Workplace Stress)Jodie Harper
While some workplace stress is normal, excessive stress can interfere with your productivity and impact your physical and emotional health. You can’t control everything in your work environment, but that doesn’t mean you’re powerless—even when you’re stuck in a difficult situation. Finding ways to manage workplace stress isn’t about making huge changes or rethinking career ambitions, but rather about focusing on the one thing that’s always within your control: YOU.
Shared by: http://www.familychiropractic.com.sg/
61 Beautiful & Inspirational Timeline Cover on FacebookConsonaute
The document repeatedly promotes using beautiful and inspirational covers on one's Facebook timeline. It provides the same message over 100 times, encouraging readers to decorate their Facebook profile with these types of covers.
This document provides an overview and introduction to a peer mentorship program at the Faculty of Kinesiology & Physical Education at the University of Toronto. The program aims to assist first-year students in transitioning from high school to university through personal stories and guidance from peer mentors about campus resources. Mentors can help students through various methods of communication and addressing common needs like course selection and social involvement. The overview outlines potential models for matching mentors to groups of students and responsibilities. It also provides resources for mentors, including program coordinators and an guidebook. Finally, it suggests initial steps for new mentors to take, such as self-introductions and setting boundaries.
The document provides information about the "Blazing the Trail Together" mentoring services program at NLC TRIO SSS. It aims to provide first-time college students with knowledge to navigate student services, resources, and skills to persist in their education. Mentees and mentors have weekly meeting expectations and cultural event attendance is encouraged. Mentoring sessions are one hour weekly for 25 weeks. Participants use an eCampus community and complete weekly objectives and mid/post program evaluations. The TRIO SMART scholarship provides financial assistance based on eligibility criteria like being a first-generation or low-income student in the TRIO program enrolled in at least 6 credit hours. Any questions can be directed to the Mentoring Services
This document outlines a career academy internship program partnership between Prince George's County Public Schools (PGCPS) and local businesses. It provides details on the internship program, including an overview of PGCPS career academies, the benefits of internships for businesses, a process for integrating internships, and dates for upcoming internship periods in spring/summer 2015. The goal is to match high school seniors in career-focused academies with internships in related fields to give them real-world career experiences.
Here are some key points on positive communication and interpersonal skills for peer coaches:
- Establish rapport by making small talk and making students feel welcome. Listen actively to understand their needs.
- Set clear expectations by asking students what they want to focus on and setting realistic goals for the session.
- Assess the situation by asking open-ended questions and paraphrasing to understand challenges. Inquire about study habits respectfully.
- Collaborate by having students explain concepts, look up information, and take notes. Avoid interrupting and assume an authoritative role.
- Summarize accomplishments, set goals, and offer to schedule follow-ups to close sessions positively.
The overall approach is to
Advising First-Generation College Students: Piloting a Mentoring and Summer B...Dr. Molly Morin
This presentation was shared at the NACADA 2013 Region 9 Conference and provides an overview of how the Promising Futures Program, a first-generation college student support program that I created and directed, piloted a summer bridge program and faculty/staff mentoring program to promote first-generation student success.
The document summarizes the Cosmetology program offered at Moultrie Technical College. The 1-year program prepares students for careers in cosmetology through courses in safety, sanitation, hair, skin and nails. Students will work with clients in a salon setting. The program is offered both day and evening and costs approximately $5,600 including books, supplies and certifications. Over 95% of graduates find employment with opportunities including salon ownership. The program instructors are introduced who are dedicated to students' success in the cosmetology field.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from co-ops/internships or service learning opportunities to apply their classroom knowledge and develop professional skills. The office provides resources to help students participate in experiential learning programs and sees participation from over 20,000 UCF students each year.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from over 20,000 experiential learning opportunities annually in a variety of fields. The office provides resources to help students find and apply for positions, understand the benefits, and develop professional skills needed for future success.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from over 20,000 experiential learning opportunities annually in a variety of fields. The office provides resources to help students find and apply for positions, understand the benefits, and develop professional skills needed for future success.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from over 20,000 experiential learning opportunities annually in a variety of fields. The office provides resources to help students find and apply for positions, understand the benefits, and develop professional skills needed for future success.
This document provides information and guidance for mentors in the QARI CONNECTS mentoring program. It outlines the program goals of helping participants adjust to life in America, explore post-high school options, and develop meaningful relationships. The document then discusses research showing benefits of mentoring, characteristics of effective mentors, communication skills, potential challenges, and policies to ensure healthy mentor-mentee relationships.
The document provides an overview of Nomad's HR department and initiatives for 2015-2017. It includes the HR org chart, key priorities of leadership and people development, and a roadmap outlining plans to improve performance management, training, benefits, and employee engagement over this period.
This document discusses mentoring at the American Society of Civil Engineers (ASCE). It provides details about the pilot mentoring program launched in 2014 and the full program launched in 2015. Key points include pairing mentees and mentors, providing training and guidelines, and collecting feedback. The program aimed to facilitate a culture shift at ASCE to emphasize core values like trust, teamwork and excellence. Lessons learned include ensuring mentors and mentees are a good match and maintaining expectations. The author provides their own experience being paired as a mentor and mentee.
This document discusses best practices for mentoring programs and provides a case study of M&T Bank's mentoring program. It begins by outlining critical components of successful programs, including defining goals, identifying mentees/mentors, program design, implementation, and evaluation. It then details M&T's program which was developed to increase engagement, productivity, and retention. Key aspects included a 10-month partnership, networking opportunities, and learning about the organization. Mentees and mentors were identified and paired through a multi-step process. The program was then designed, implemented and evaluated over two years, showing positive results for mentees such as increased learning, engagement, and career opportunities.
As you approach the end of your studies you may be looking to gain a competitive edge to help you stand out in your chosen industry. When it comes to professional benefits, career mentoring has so much to offer! From developing your knowledge and confidence to growing your industry networks, the USQ Industry Mentoring Program could be the key to kick-starting your graduate career. Visit our website to register your interest or contact the team at USQ Student Services to find out more about career mentoring.
Every company is unique, and so are its mentoring needs. Allow professionals with decades of experience, innovative e-mentoring software, and endless compassion and understanding to guide you in making the best choice.
At Management Mentors, we are those professionals. For over 25 years, we’ve been helping organizations implement successful corporate mentoring programs.
Contact us today to discuss your company's corporate mentoring needs. There's no obligation, nothing to lose. We look forward to hearing from you.
The document discusses developing an effective mentoring program, including defining the roles of mentors and mentees, the various stages a mentoring relationship progresses through, skills needed for mentoring, and tips for setting up a mentoring scheme. Mentoring can help with career development, psychosocial support, and organizational effectiveness when structured programs with goal-setting are implemented. Effective mentoring involves establishing trust, providing guidance and feedback, and supporting the mentee through career and personal growth.
Slide guide for consulting-style presentationsreallygoodppts
This document presents the guidelines used by top-tier consulting firms to craft effective presentations.
All the top-tier management consulting firms have templates and ‘style-guides’ to ensure consistent quality. Until now, these guides have been locked up inside corporate firewalls. For the first time, ReallyGoodPowerPoints has made these building blocks for consulting-style presentations available to the public
Stress At Work (Tips to Reduce and Manage Job and Workplace Stress)Jodie Harper
While some workplace stress is normal, excessive stress can interfere with your productivity and impact your physical and emotional health. You can’t control everything in your work environment, but that doesn’t mean you’re powerless—even when you’re stuck in a difficult situation. Finding ways to manage workplace stress isn’t about making huge changes or rethinking career ambitions, but rather about focusing on the one thing that’s always within your control: YOU.
Shared by: http://www.familychiropractic.com.sg/
61 Beautiful & Inspirational Timeline Cover on FacebookConsonaute
The document repeatedly promotes using beautiful and inspirational covers on one's Facebook timeline. It provides the same message over 100 times, encouraging readers to decorate their Facebook profile with these types of covers.
This document provides an overview and introduction to a peer mentorship program at the Faculty of Kinesiology & Physical Education at the University of Toronto. The program aims to assist first-year students in transitioning from high school to university through personal stories and guidance from peer mentors about campus resources. Mentors can help students through various methods of communication and addressing common needs like course selection and social involvement. The overview outlines potential models for matching mentors to groups of students and responsibilities. It also provides resources for mentors, including program coordinators and an guidebook. Finally, it suggests initial steps for new mentors to take, such as self-introductions and setting boundaries.
The document provides information about the "Blazing the Trail Together" mentoring services program at NLC TRIO SSS. It aims to provide first-time college students with knowledge to navigate student services, resources, and skills to persist in their education. Mentees and mentors have weekly meeting expectations and cultural event attendance is encouraged. Mentoring sessions are one hour weekly for 25 weeks. Participants use an eCampus community and complete weekly objectives and mid/post program evaluations. The TRIO SMART scholarship provides financial assistance based on eligibility criteria like being a first-generation or low-income student in the TRIO program enrolled in at least 6 credit hours. Any questions can be directed to the Mentoring Services
This document outlines a career academy internship program partnership between Prince George's County Public Schools (PGCPS) and local businesses. It provides details on the internship program, including an overview of PGCPS career academies, the benefits of internships for businesses, a process for integrating internships, and dates for upcoming internship periods in spring/summer 2015. The goal is to match high school seniors in career-focused academies with internships in related fields to give them real-world career experiences.
Here are some key points on positive communication and interpersonal skills for peer coaches:
- Establish rapport by making small talk and making students feel welcome. Listen actively to understand their needs.
- Set clear expectations by asking students what they want to focus on and setting realistic goals for the session.
- Assess the situation by asking open-ended questions and paraphrasing to understand challenges. Inquire about study habits respectfully.
- Collaborate by having students explain concepts, look up information, and take notes. Avoid interrupting and assume an authoritative role.
- Summarize accomplishments, set goals, and offer to schedule follow-ups to close sessions positively.
The overall approach is to
Advising First-Generation College Students: Piloting a Mentoring and Summer B...Dr. Molly Morin
This presentation was shared at the NACADA 2013 Region 9 Conference and provides an overview of how the Promising Futures Program, a first-generation college student support program that I created and directed, piloted a summer bridge program and faculty/staff mentoring program to promote first-generation student success.
The document summarizes the Cosmetology program offered at Moultrie Technical College. The 1-year program prepares students for careers in cosmetology through courses in safety, sanitation, hair, skin and nails. Students will work with clients in a salon setting. The program is offered both day and evening and costs approximately $5,600 including books, supplies and certifications. Over 95% of graduates find employment with opportunities including salon ownership. The program instructors are introduced who are dedicated to students' success in the cosmetology field.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from co-ops/internships or service learning opportunities to apply their classroom knowledge and develop professional skills. The office provides resources to help students participate in experiential learning programs and sees participation from over 20,000 UCF students each year.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from over 20,000 experiential learning opportunities annually in a variety of fields. The office provides resources to help students find and apply for positions, understand the benefits, and develop professional skills needed for future success.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from over 20,000 experiential learning opportunities annually in a variety of fields. The office provides resources to help students find and apply for positions, understand the benefits, and develop professional skills needed for future success.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from over 20,000 experiential learning opportunities annually in a variety of fields. The office provides resources to help students find and apply for positions, understand the benefits, and develop professional skills needed for future success.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from co-ops/internships or service learning opportunities to apply their classroom knowledge and develop professional skills. The office provides resources to help students participate in experiential learning programs and sees participation from over 20,000 UCF students each year.
The document provides an overview of the Office of Experiential Learning at UCF which supports opportunities for students to gain practical work experience through programs like co-ops, internships, and service learning. It discusses the mission to enhance students' academic and career development while also benefiting community partners. Students can choose from co-ops/internships or service learning opportunities to apply their classroom knowledge and develop professional skills. The office provides resources to help students participate in experiential learning programs and sees participation from over 20,000 UCF students each year.
This presentation was designed for a project 3.3 in my English 333 class (technical writing). The project was given to the class with the goal of addressing an issue in the community. The issue I addressed was the lack of a proper mentor-ship program at University of Southern Mississippi.
This document provides information and guidelines for mentors working with student-athletes at the University of Texas at Austin. It outlines the responsibilities of mentors, which include helping students develop organization, time management, and study skills. Mentors must maintain professionalism, protect student information, know NCAA rules, and report any violations or concerns.
This newsletter provides updates on mentorship, e-learning initiatives, clinical courses and educational audits from the CLCH Practice Placements Team. It highlights the launch of an online induction for nursing students, mentor updates and trainings. A mentor shares their experience of mentoring students and helping to shape their nursing careers. The newsletter also announces staff changes and the development of an End of Life Care Strategy to guide end of life care across CLCH.
The document provides information about various opportunities and resources for higher education (HE) students at Bridgwater College. It announces a new larger study room dedicated for HE students in the Learning Resource Centre, with computers, printers, and presentation facilities. It also describes voluntary leadership roles on the new Student Enrichment Team to promote sports, and financial support options for students struggling with costs, such as the Access to Learning Fund and Childcare Grant. Finally, it discusses plagiarism policies and the importance of properly citing sources in HE-level work.
The Office of Career Services and Student Employment and Placement Assistance held the University of Pittsburgh Fall 2010 Career Fair at the Peterson Events Center on September 30th, 2011. The ACPA Commission for Student Involvement featured the event in their newsletter.
This document provides guidance for faculty on supporting and supervising student internships for academic credit at Hartwick College. It addresses frequently asked questions about internship policies, procedures, registration, and the roles and responsibilities of faculty supervisors. Key points covered include eligibility requirements for faculty supervisors, registration deadlines, the learning agreement process, guidelines for developing academic objectives and evaluations, and how to partner with Career Services. The document aims to equip faculty with the information they need to advise students and oversee their internship experiences for academic credit.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
The chapter Lifelines of National Economy in Class 10 Geography focuses on the various modes of transportation and communication that play a vital role in the economic development of a country. These lifelines are crucial for the movement of goods, services, and people, thereby connecting different regions and promoting economic activities.
1. Mentor TrainingFall 2011 Orientation and Transition ProgramsUniversity Union, Suite 319p) 940-565-4198w) transition.unt.edu
2. Outline of Training Program History & Overview Faculty/Staff Mentor Role Peer Mentor Role Resources Legal Issues Overview of Emerald Eagle Scholars Program Reminders Next Steps Training Quiz (optional)
3. History This mentoring program was created in the fall of 2007 to serve first-year Emerald Eagle Scholars. The goals of this program are to connect new students to the UNT community, to encourage the use of campus resources, and to promote the four-year graduation plan. As it currently stands, our mentoring program serves several hundred Emerald Eagle Scholars with two components: faculty/staff mentors and peer mentors.
4. How it Works Emerald Eagle Scholars (EES) have the option to have a faculty or staff mentor during their first year at UNT. All EES students are paired with a peer mentor. Peer mentors track mentees’ involvement and will act as liaisons between the EES mentees, our office, and faculty and staff mentors.
5. Faculty/Staff Mentor Role What we expect from mentors: Commit to serving as mentor for full academic year (fall and spring semesters). Contact mentee(s) at least 1 time a month either by phone, e-mail, or social media, and meet 1 time per month in person on-campus. Read monthly newsletters (sent to your email). Complete a monthly questionnaire regarding the interactions with your mentee(s).
6. Peer Mentor Role Peer Mentors’ Role: Each of our 6 paid Peer Mentors has a cohort of 50-100 mentees. Contact EES mentees at least twice monthly regarding their involvement with the program and to help them transition into college. Hold regular office hours for students, plan programming, and monitor mentee engagement.
7. Resources for Mentors Orientation and Transition Programs provides: Monthly Newsletter Mentoring Handbook Mentoring Hot Spots Mentoring Tea Times Peer Mentors The Learning Center The Career Center The Emerald Eagle Scholars Suite Emerald Eagle Scholars Coordinator (Lilyan Prado-Carrillo) and Financial Aid Counselors TRIO Student Support Services
8. Legal Issues Mentors Face Confidentiality: Family Education Rights and Privacy Act (FERPA) We treat all information students share with us as educational records, which cannot be shared with anyone other than the student. For example, if your mentee’s mom calls to ask you what organizations your mentee is involved in, you cannot share that information with her. Jeanne Clery Act All crimes committed against persons on campus must be reported. If your mentee discloses information regarding a crime on-campus, help your mentee report that event to the UNT Police. Crimes can be reported anonymously Consensual Relationships UNT’s sexual harassment policy “It is the policy of the university that consensual relationships between faculty or staff members in positions of authority and their subordinates or their students are not permitted.”
9. Legal Issues Continued Liability Within the scope of the program Connect with mentee(s) either by phone, e-mail, or in person on-campus. Our program is liable for incidences on-campus. Outside the scope of the program If you choose to take your mentee off-campus, you do so as a friend, not as a mentor with our program. We cannot be held liable for incidences off-campus. NCAA Regulations/Student Athletes Ensure all actions are because student is your mentee, not because they are an athlete. For example, if you choose to buy your mentee a coffee, you do so because he is your mentee, not because he is the new basketball team star.
10. Emerald Eagle Scholars Program It is important to have a basic understanding of the EES program requirements (explained in this presentation) because you will likely be matched with an EES mentee. Our Staff will let you know if you have a EES mentee when you receive your mentee’s contact information.
11. Emerald Eagle Scholars Program How it works: The program began in the fall of 2007 with the first class of EES. It’s an access and success program, meaning it gives academically talented students coming from low-income families access to college and provides tools (like campus engagement) to help them be successful. There are three pillars to the program: Financial Support Academic Success Campus Connection
12. Emerald Eagle Scholars Program Financial Support All EES must turn in their FAFSA by March 31st of each year and have Adjusted Gross Income under the required amount set by EES. Students who meet the financial requirements sign a contract with UNT before the beginning of their freshman year. UNT guarantees that the average cost of tuition and fees will be paid all four years of the bachelors degree as long as students uphold GPA and hour requirements. Funding for the program comes from federal, state, and institutional sources. The program does not cover the cost of housing, books, or supplies.
13. Emerald Eagle Scholars Program Academic Success Students must maintain a cumulative UNT GPA of 2.5 or higher all 4 years of their bachelors degree (credits transferred from other colleges or universities do not count toward UNT GPA, they only count towards the hour total). Students must complete 30 credit hours per academic year (students may complete hours in the summer, as long as they are done by the next fall). Exceptions to this rule must be approved by the EES office. This is common for students with credits from high school or those taking labs.
14. Emerald Eagle Scholars Program Campus Connection Campus Connection is important because students who feel connected to their university are more likely to be successful and graduate from that university EES have three Campus Connection Path options from which to choose. One path must be completed each semester of the freshman year.
15. Emerald Eagle Scholars Program Campus Connection Path 1 Work on campus or participate in an approved Cohort Student Engagement Program per semester (complete list available online). Meet with Peer Mentor once a month. Attend 3 mentoring programming events per semester (Mentoring Kick-Off, Mentoring Hot Spots, or Mentoring Tea Times), which are offered several times a month.
16. Emerald Eagle Scholars Program Campus Connection Path 2 Participate in at least 10 activities from the approved list of Campus Connection Events, Programs, or Activities per semester – 5 of which should be Residence Hall Programs. Meet with Peer Mentor once a month. Attend 3 mentoring programming events per semester (Mentoring Kick-Off, Mentoring Hot Spots, or Mentoring Tea Times), which are offered several times a month.
17. Emerald Eagle Scholars Programs Campus Connection Path 3 Be matched with a Faculty/Staff Mentor and contact assigned Faculty/Staff Mentor once per month and meet in person once per month. Meet with Peer Mentor once a month. Attend 3 mentoring programming events per semester (Mentoring Kick-Off, Mentoring Hot Spots, or Mentoring Tea Times), which are offered several times a month.
18. Emerald Eagle Scholars You are not expected to memorize all EES program rules and procedures, we just wanted you to be familiar with your mentee’s responsibilities. Should you or your mentee have any questions about the program: For questions regarding financial or academic requirements contact the EES Suite at 940-369-5251 or visit them in person at the Eagle Student Services Building, room 136. For questions regarding Campus Connections, contact Orientation and Transition Programs at 940-565-4198, or visit in person in the University Union, suite 319.
19. Final Reminders Watch your in-box for the names and contact information of mentee(s) in mid-August. You’ll receive them via email. Save the date for the Mentoring Kick-Off: Wednesday, August 31, 2011 Silver Eagle Suite of the University Union from 4:00 pm to 5:00 pm
20. Mentor Training Conclusion You have completed Mentor Training! If you have any questions or comments, contact us at Christine.Bloczynski@unt.edu, in person at the Union Suite 319, or by phone at 940-565-4198. We rely on the honor system, so you do not need to turn in any verification of training. Upon completion of training you may want to take an (optional) quiz to check your understanding of the program (see next slide).
21. Mentor Training Quiz To test your understanding of our program and procedures, we’re providing the Mentor Training Quiz. It is 10 questions long. Quiz begins on next slide.
22. Question 1 If your mentee tells you that he or she was robbed on campus, you should: A. Take your mentee to Best Buy. B. Tell all your friends. C. Encourage your mentee to report the incident with UNT Police or help them report the incident anonymously.
23. Correct Answer If your mentee tells you that he or she was robbed on campus, you should: C. Encourage your mentee to report the incident with UNT Police or help them report the incident anonymously.
24. Question 2 How often should you contact your mentee; how often should you meet in-person with your mentee? A. Once a month; once a month. B. Twice a month; once a month. C. Three times a month; twice a month.
25. Correct Answer How often should you contact your mentee; how often should you meet in-person with your mentee? A. Once a month; once a month.
26. Question 3 What should you do if your mentee does not respond to your communications? A. Give up on them. B. Let Mentoring Staff know about your troubles. C. Do nothing.
27. Correct Answer What should you do if your mentee does not respond to your communications? B. Let Mentoring Staff know about your troubles.
28. Question 4 Who should your mentee contact if he or she has questions on the Emerald Eagle Scholars Program Requirements that are financial or academic related? A. Mentoring Program Staff B. Emerald Eagle Scholars Suite C. Financial Aid Office
29. Correct Answer Who should your mentee contact if they have questions on the Emerald Eagle Scholars Program Requirements? B. Emerald Eagle Scholars Suite
30. Question 5 Who should your mentee contact if he or she has questions on the Emerald Eagle Scholars Program Requirements that are related to campus connections? A. Mentoring Program Staff B. Emerald Eagle Scholars Suite C. Financial Aid Office
31. Correct Answer Who should your mentee contact if he or she has questions on the Emerald Eagle Scholars Program Requirements that are related to campus connections? A. Mentoring Program Staff
32. Question 6 If your mentee is an Emerald Eagle Scholar, he or she also has a: A. Peer Advisor B. Peer Leader C. Peer Mentor
33. Correct Answer If your mentee is an Emerald Eagle Scholar, he or she also has a: C. Peer Mentor
34. Question 7 If your mentee is an Emerald Eagle Scholar, he or she has chosen to complete: A. Path 1 (Having an on-campus job) B. Path 2 (Attending 10 programs) C. Path 3 (Mentoring)
35. Correct Answer If your mentee is an Emerald Eagle Scholar, he or she has chosen to complete: C. Path 3 (Mentoring)
36. Question 8 Which of the following information is treated as an Educational Record under FERPA according to our mentoring Program: A. Mentee’s Academic Record B. Mentee’s Personal Information C. Both, Mentee’s Academic Record & Mentee’s Personal Information
37. Correct Answer Which of the following information is treated as an Educational Record under FERPA according to our mentoring Program: C. Both, Mentee’s Academic Record & Mentee’s Personal Information
38. Question 9 When and where should you expect to receive your mentee’s contact information? A. In the mail in August B. In your e-mail in August C. In your department mailbox in August
39. Correct Answer When and where should you expect to receive your mentee’s contact information? B. In your e-mail in August
40. Question 10 Where will you be on August 31, 2011 from 4:00 to 5:00 pm? A. In the University Union’s Silver Eagle Suite for the Mentoring Kick-Off Event. B. In your office. C. In your car.
41. Correct Answer Where will you be on August 31, 2011 from 4:00 to 5:00 pm? A. In the University Union’s Silver Eagle Suite for the Mentoring Kick-Off Event.
42. Thanks! Thanks for competing Mentor Training and the Mentor Training Quiz! Orientation and Transition ProgramsUniversity Union, Suite 319p) 940-565-4198w) transition.unt.edu
Editor's Notes
A mentor or mentee must speak with the Coordinator of Student Success to officially discontinue the relationship.