UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
WASHINGTON, D.C. 20460
U.S. E.P.A. Region HI
io:i *sei'irre Center
SOLID WASTE AN°OFEMERGENCV RESPONSE
MEMORANDUM
SUBJECT:
'*f
FROM:
TO:
OSWER Directive 9285.9-07
Implementing the Mentoring Program for Newly-Hired
OSCs/RPMs - Superfund Management Review Implementation Product
(Recommendation #458.1) //
Jonathan Z.
Acting Assistant
amin istra^or
Waste Management Division Directors, Regions \-X
Environmental Services Division Directors, Regions I, VI, VII
Emergency and Remedial Response Division Director, Region II
PURPOSE;
As explained in our memorandum of February 3, 1989, (OSWER Directive
#9285.9-01), we announced the initiation of a mentoring effort under the
OSC/RPM Support Program. The purpose of this memorandum is to formally
initiate mentoring in each Region, and provide instructions and suggestions
for implementing mentoring for all new OSCs and RPMs.
BACKGROUND;
The OSC/RPM Support Program's mentoring effort is designed to foster the
career development and professional growth of OSCs and RPMs. Mentoring
provides personalized guidance and instructions to newly-hired OSCs and RPMs
from those who are experienced with the Superfund Program. Mentoring is one"
of the OSC/RPM Support Program's components designed to meet the objective of
training EPA's employees and providing them with support and advancement.
Mentoring also provides the newly-hired employee the opportunity to be brought
up-to-speed more rapidly than if the employee were operating independently.
Several Regions already utilize the mentor approach to training new employees.
For those' who do, we ask that you incorporate your ongoing approach into this
more formal process.
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NOV
This process was developed with substantial input from OSCs, RPMs, and
their supervisors. In addition, the National Response Team assigned a U.S.
Coast Guard representative to work with us since they have a well developed
OJT (on-the-job training) system. The Superfund Management Review makes it
mandatory that mentoring be applied within each Region.
OBJECTIVE;
The objectives of this memorandum are to: (1) reinforce the importance
of mentoring in your Region; (2) outline the process for implementing
mentoring for all new OSCs and RPMs hired in your Region; and (3) request the
designation of an individual to serve as a contact within each Region for
receipt of the guides that will help you implement mentoring, and documenting
the mentoring process.
IMPLEMENTATION;
The OSC/RPM mentoring effort has been designed to be adaptable to each
Region's organizational structure and individualized needs. Guides have been
prepared for first-line supervisors, mentors, and proteges, providing
extensive information on how to implement mentoring in your Region. The
guides distributed to the Regions on May 22, 1989, should be used for this
process. We will soon review these guides and, based on comments received
from the pilot group of proteges, we will provide updated versions to the
Regions.
All new OSCs and RPMs hired on or after November 1, 1989, regardless of
grade or previous experience, must be assigned a mentor immediately. (For
additional information on mentoring, see May 22, 1989 memorandum from Henry L.
Longest and Bruce Diamond, Subject: Implementing Mentoring for Newly-Hired
OSCs/RPMs.)
The following guidelines should be followed in implementing mentoring:
1. Encourage mentor and protege to stay in regular communication with one
another during the mentoring assignment.
2. Assure that the mentoring assignment is included in both the mentor's
and the protege's performance appraisal discussion.
3. Mentoring assignments should last for three months, first-line
supervisors should remain in frequent communication with the mentor and
protege, and the mentor should encourage the protege to "shadow" him/her
whenever possible.
4. Mentoring assignments will be recorded for both the mentor and the
protege (on the assignment form in the First-Line Supervisor's Guide to
Mentoring) and will be credited toward each person's STEP (Structural
Training and Evaluation Program) level.
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Each Regional Division needs to assign an individual (e.g. an
Administrative Officer) to serve as a central contact for receiving and
distributing Mentoring Assignment Guides and, collecting, recording, and
forwarding Mentoring Assignment Forms to the OSC/RPM Mentoring
Coordinator, Marlene Suit, OSWER/OPMT, OS-110, USEPA, 401 M Street, SW,
Washington, D.C. 20460. Marlene can be reached at FTS 475-6647.
cc: Henry Longest, OERR
Bruce Diamond, OWPE
Robert Pavlik, OHRM
Tom Dunne, OA
OERR Division Directors
OWPE Division Directors
Thad Juszczak, OPMT
Meg KelIy, OPMT
Marlene Suit, OPMT
Colleen Carruthers, OPMT
Deb Truitt, BAH
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