1. Mentoring in 2018 and Beyond
District 7 has an urgent need for mentors. We seem to be really good recruiters, but not so good at retention.
All the leadership books recommend assigning a person a mentor to help them integrate into the organization. In the Auxiliary we don’t do that as a matter of course.
As you will see further in this presentation, the need has gotten even more urgent with the new procedures for members joining the Auxiliary.

2. A New Role for Mentors
Traditional Mentor Roles will continue, but new ones are coming along:
Retention is down
ANSC 7068 Attestation form expects an active mentor to play an important part
For those flotillas that have successfully used mentors, those mentors will have a step up on newly minted mentors since they will have the experience. But, even they will have to learn some new duties.
The main problem we are encountering is that the successful recruiting of member candidates is being offset by their rapid disenrollment – often before becoming Initially Qualified (IQ) or Basically Qualified (BQ).
Yes, some of it could be a misunderstanding by the applicant about what’s involved in being a member of the CG Auxiliary. But that’s just one aspect of the issue. But, even in this situation, a mentor could have been a big help in getting the applicant to understand our missions and integrate them into the flotilla.
Additionally, the new ANSC 7068 Attestation Form requires a mentor to sign off to the Flotilla Commander about the new member.

3. Declining Retention
Membership numbers in D7 are declining – a retention issue vis-à-vis a recruiting issue
As we have stated earlier, we are good at recruiting, just not at retaining. Our District Commodore’s Operational Plan states:
Job #1: To recruit, mentor, and train new members. Increase # of members by 5% per year.
Membership has not expanded. New recruits are offset by disenrollments, retirements, etc.
A number of divisions have realized a decline in year over year membership.

4. Declining Retention
A significant number of new and newer members (AP and IQ/BQ) have resigned from the Auxiliary.
Most of the members who quit did not have mentors.
Job 1 of the Commodore’s Operational Plan states goes on to state:
To recruit, mentor, and train new members.
Train on “best practices” of retention. Improve retention rates by 2% a year.
We have failed to meet this goal by a substantial factor.

5. Declining Retention Strategy:
A mentoring plan that would accompany each new member through their first six (6) months, and more if required.
Retention of existing members has to be made a priority.
How can we fight declining retention and actually reverse the trend?
Retention of existing members has to be made a priority. Our members need to understand that their contribution, regardless of the level, is appreciated and valued.
Rather than retire after 15 years or more of service, our veteran members should be utilized for the breadth and depth of their experiences.
Mentoring is the key to help our new members integrate into the unit and as a means to value our more seasoned members.

6. ANSC 7068 Attestation Form
“Mentor has provided a positive endorsement based on general assessment of adherence to the Coast Guard core values of Honor, Respect and Devotion to Duty.”
There is a relatively new program being implemented for new members. Essentially a member will come in as a Provisional Member.
While they’re provisional members, at least 90 days, they are expected to be productive by attending meetings, gaining a specialty, helping out at a Public Affairs event, etc. all the while NOT wearing a uniform.
Not only will mentoring be desired as noted on the 7068, but with this quasi-state of membership, a mentor needs to be everything we use to define them – coach, advisor, goader, cheerleader, etc.

7. ANSC 7068 Attestation Form
“Q: What if the Auxiliarist does not have an assigned mentor?
A: The nature of attestation warrants all due effort to ensure every new Auxiliarist is assigned a mentor. If none is assigned, then the FC and FSO-HR must closely monitor the Auxiliarist during the attestation period in order to provide a firm enough basis to address assessment in Section III, adherence to the Coast Guard Core Values.”
As a mentor, you relate your knowledge of the Coast Guard Auxiliary to your mentee. You assume many roles – you’re a coach helping them excel; you’re an advisor leading them down the “career path” that will work for them in terms of time, skill and willingness; you’re a role model and lead by example.
Remember, you don’t need to know it all, but knowing where to find it, who to ask, how to complete it are your tasks.

8. Mentor Training
DSO-HR is collaborating to design a simple, but comprehensive PQS for mentors.
Rather than throw a mentor into the fray without knowledge of what is expected of them, the District Staff Officer for Human Resources is working with the Member Training Department to develop a Personal Qualification Standard.
This PQS will lead the mentor through the steps to be the best Coast Guard Auxiliary mentor possible.

9. Mentor Training Knowledge of Auxiliary’s missions and opportunities
Completed BQII
Certified and active in at least one mission of the Auxiliary
MANTR completed
7029 Hours +++
However, until the PQS is distributed and the mentor has successfully completed it, there are some things the mentor should do so they can begin the job right away.
These include taking and passing BQII, become or remain active in at least one certification, of course, stay current in all Mandated Training Courses, and submit, at a minimum, 7029 hours.

10. Mentor Training Coordinate with: FSO-HR FSO-MT FC and VFC
Staff Officer for mentee’s interest area
What exactly does a mentor do? The mentor is essentially a guide who leads the mentee through the different steps required to achieve their goals and to make them an Auxiliarist who will help us complete our missions. There are lots of tools on the cgaux.org website to help mentor and mentee determine what the mentee wants to do. Once they both agree on what direction the mentee will follow – vessel examiner, watchstander, crew, marine safety, instructor or a combination of many – the mentor does as much as possible to help the mentee achieve those goals.
Ideally, the mentor will direct the mentee towards the appropriate members in the flotilla and division to help the mentee become a success.

11. Mentor Training Scheduling meetings with mentee
Provide progress reports to FC and VFC
There’s a good chance a mentee isn’t going to be just like the mentor. That means the mentor must have the ability to determine how to best serve the mentee. Does the mentee need deadlines to complete a competency? Does the mentee need printed material instead of the web or vice versa? Can the mentee read a task and envision how to do it or does the mentor have to demonstrate it?
Whatever techniques are required, it’s going to take patience and a willingness to let the mentee find his or her way to be a great Auxiliarist along with the mentor’s guidance.
This requires regularly scheduled meetings with benchmarks and reports to the elected bridge.

12. Interim Mentoring
Until the program (PQS) is complete, mentors can still be effective with these guidelines:
Complete BQII
Ensure all uniforms are perfect
Regularly submit ANSC
Attend flotilla meetings and sit with mentee
Yes, a mentor must know where to look to expose the mentee to all the Auxiliary has to offer. This can include “C” schools, flotilla or division or even district programs, online resources, and formal classes. The mentor doesn’t have to know how to do every program, but it sure helps to know where to look or who to ask.
Essentially, the mentor leads by example. This includes the CG core values of honor, respect and devotion to duty; wearing the uniform correctly; attending flotilla meetings and helping the mentee meet other members and helping them get comfortable in the CG Auxiliary culture.

13. What’s expected of you as a mentor?
Your mission as a mentor is to adequately identify what the mentee has as a personal objective and to ensure that the objective is fulfilled.
There has to be a good rapport between the mentor and mentee so that both are on the same “page” on what the mentee wants to accomplish and to make sure it’s consistent with the goals and missions of the Coast Guard Auxiliary.
The idea is to integrate the member into the CG Auxiliary as soon as possible and to have them as productive members ASAP. And then, keep them as productive members for years and years.

14. What’s Next? Keep alert for the new D7 mentoring PQS announcement
Volunteer to help as a mentor in the interim
Recruit additional mentors
The DSO-HR will get the PQS up on the District 7 website ASAP and she will announce it via the HR Corner and an .
Meanwhile, you can sign up with your Flotilla Commander as a mentor even without the training.
And, you can take this and our mentor recruiting PowerPoint and present it at your flotilla and division meetings.

15. Questions?