NOVA/Dulles SHRM Mentor Program
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Mentoring Program Information
What’s New: The NOVA/Dulles SHRM Mentoring Program is currently recruiting for the class of 2010. Download an application below!
Mentoring Program Overview: The NOVA/Dulles SHRM Mentoring Program combines aspects of several mentoring techniques, including: group mentoring, peer mentoring, and virtual mentoring. The NOVA SHRM Mentoring Program merged with the Dulles chapter in 2007 to create the NOVA/Dulles SHRM Mentoring Program. The NOVA chapter received the Greater Washington HR Leadership Award for Mentoring in 2008 and a Pinnacle Award for Excellence by the Society for Human Resource Management in 2003 for implementing a highly successful group mentoring model. Participation in the program has resulted in enhanced peer networking for 100 percent of our alumni and promotions, lateral career moves, and new job opportunities for over 70 percent of our alumni.
Mentoring Program Objectives: The NOVA/Dulles SHRM Mentoring Program has several objectives:
- Enhance the HR profession by increasing involvement of chapter members in value-added professional development activities
- Increase participants knowledge of and practical experience in group mentoring, peer mentoring, and virtual mentoring
- Share knowledge and resources among participants and alumni
- Develop the professionalism of chapter members so that they may increase the likelihood of promotions and other career moves
- Build a high potential talent pool for future chapter leaders
- Provide a sounding board for issues encountered by individuals engaged in HR activities
Mentoring Program Benefits: The NOVA/Dulles Mentoring Program can help to:
- Build a broad, collegiate network of HR professionals
- Clarify work expectations
- Identify options for overcoming career obstacles
- Learn group mentoring and career coaching skills
- Gain access to the alumni network and a career coach
- Earn credits towards PHR/SPHR/GPHR recertification
Feedback from Mentoring Alumni: Mentoring Program alums consistently report satisfaction with the program, as demonstrated by some of the quotes below:
“This is a well run and relevant program. Great people in the program!”
(Kristin Berry, Class of 2005)
“This program is a great networking tool and the peer mentor relationship that I formed was priceless. We will be friends forever!”
(Lisa Roberts, Class of 2005)
“I am a better HR professional because of the knowledge I collected from the meetings, speakers, and contact with other HR professionals. “
(Paul Mohnkern, Class of 2006)
“I was able to learn quite a bit from my colleagues and added to my ever-expanding and very valuable network of human resource professionals whom I can call-on if I have questions.”
(Lee Mariano, Class of 2006)
“I learned a ton from the group meetings. I was able to bring something back to my company after every meeting.”
(Carrie Blackburn, Class of 2006)
“Going in, there was no way to anticipate the impact this program would have for me. Meeting other HR professionals of varying levels and experience has been invaluable.”
(Amy Rigney-Gay, Class of 2007)
“I believe that I have benefited tremendously from this program and I have recommended it to several other people I know. “
(John Viarella, Class of 2007)
Mentoring Program Requirements: Mentoring Program participants must 1) Be a member in good standing in either NOVA or Dulles, 2) complete an application, and 3) be accepted into the program by the Mentoring Selection and Matching Committee. Since the program is based on the principles of group mentoring, a minimum of three years of HR experience is highly desirable. The Mentoring Program prefers individuals who seek challenges, take initiative, show an eagerness to learn, and accept personal responsibility.
Group Mentoring Meetings: Group mentoring links multiple individuals with one or more experienced colleagues. Group mentors share personal experiences and provide guidance and insight just like a one-on-one mentor would. We will hold 10 group mentoring meetings during the calendar year. You will be provided with an opportunity to learn from peers participating in the program as well as several external subject matter experts who will provide flash mentoring and help to facilitate our group mentoring meetings. Half of our meetings will focus on HR functional topics (Employee Relations, Benefits, HR Strategy, etc) and the other half will focus on individual development (coaching, networking tools and resources, work/life balance, etc).
Peer Mentor: A peer mentor is at a similar professional experience level, but with expertise in a subject area that their partner does not. A peer mentor provides feedback and helps their partner to improve on-the-job performance, working relationships, and personal satisfaction with work. Participants will be matched with a peer mentor during the program selection process. Matching is based on similar experience level, professional interests, and developmental goals. The role of the peer mentor is to assist his or her partner in making progress towards professional career goals (i.e., provide an accountability mechanism, offer support and guidance).
Mentoring Alumni Network: The alumni network is a trusted virtual mentoring community (listserv managed by the Mentoring Program Director as well as an exclusive LinkedIn site). Virtual mentoring is self-directed; it provides performance support and fingertip knowledge. The alumni network is a virtual mentoring community comprised of current mentoring participants and alumni of the program. Network members provide HR advice and guidance, share best practices, and post job opportunities. Network members must abide by the SHRM Code of Ethics.
Career Coaching: Each mentoring participant will have the opportunity to receive a one hour career coaching session with a professional coach. Please refer to the career coach bios section of the website for more information.
Learning Assignments: Participants will be provided with assignments to enhance their professional development during the program. Activities may include reading books and articles on mentoring techniques or sharing a favorite HR resource with the group.
Mentoring and Coaching Resource Materials: Participants in the program will receive mentoring and coaching journal articles and books.
Time Commitment: The NOVA/Dulles Mentoring Program requires a time commitment of approximately three to four hours per month.
For more information please e-mail the Mentoring Program Director, Mary Kitson, at
mkitson@mitre.org with the subject line "SHRM Mentoring Program."
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