Considering that volunteers accepted into the STEM Corps High School Program are Information Technology (IT) or Marketing practitioners who have gained the technical skills necessary to transfer knowledge to their students in the STEM Corps Program, the following roles and responsibilities are set forth prescribing interaction by these mentors with students, parents, client companies (501(C)3 entities and other non-profits whose projects are taken on by students and CMG management. The following applies to both paid and unpaid mentors.
Be present for any scheduled meeting with student and/or client. This is the most important role of the mentor.
Provide a student with exposure and insight into the professional workforce.
Serves as a role model by demonstrating commitment and dependability.
Assist student in developing a project plan including budget and timeline.
Provide one-on-one direct training assistance for student to complete project.
Monitor student progress to complete project.
Guide and encourage the student in career choices and higher education.
Note: It is the desire of the program that it is not the mentor whom actually completes the project, but instead that the mentor would guide and assist the student to complete the project.
Research areas beyond personal expertise if required to assist the student in completing the project.
Be available to student by phone or email for follow-up and scheduling.
Assist student in setting and achieving goals relevant to industry and career exploration.
Take initiative in phoning student or exchanging e-mails.
Follow through with commitments, and contact the student and CMG staff regarding any changes in plans.
Communicate immediately to your student, parent, and program director any changes (address, phone #, etc.) or the need to withdraw from the program.
Communicate questions, concerns, changes immediately to program director.
Provide weekly verbal and/or email update to the program director.
Serve as Project Manager for the relevant project liaising between student, client, and program director.
[tab class=”active” type=”tab” href=”#dws_first_tab62″ title=”Becoming a Mentor”]
[tab class=”” type=”tab” href=”#dws_tab139706850366762″ title=”Screening Procedure”]
[tab class=”” type=”tab” href=”#dws_tab139706854712562″ title=”Background Check Requirements”]
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Here is the flow of becoming a mentor:
1. Mentors complete a volunteer application.
2. Mentors complete a background check.
3. Mentors are interviewed by program staff.
4. Mentor makes a career presentation at a student class.
6. Mentors are placed with a student working on getting skills or building a project. This assignment may be for a single class or the duration of the project.
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The screening process is extremely important as volunteers may have occasion to work with youth in unsupervised situations. The screening process will be as thorough as possible and include risk management procedures designed to protect the agency, its clients and volunteers.
The following practice and procedure shall form the basis for the recruiting and selection of all mentors in the STEM Corps High School Program:
No applicant shall be considered unless a fully completed written application is submitted by that applicant. The mentor’s application shall, among other things, contain at least their full name and any alias, list of three (3) references for the applicant providing the name, address, and telephone number of each reference (not family), full and complete disclosure of all criminal history – including but not limited to any and all administrative actions taken against the applicant by any agency under regulatory authority of this State or any other State of United States or foreign country.
Written consent to a complete background check. Applicants shall provide valid Florida Driver’s License (Photo copy to be taken). If no driver’s license is provided, a full explanation must be submitted. Written consent for a full driving record check.
Each applicant who meets minimum requirements shall be interviewed by the program director or executive director The interviewer shall make a written assessment of the applicant using uniform and consistent evaluation criteria.
Each potential mentor may be required to complete a mentor orientation. The course may be a combination of training provided directly by CMG and training provided by other agencies. Any cost for training will be borne by CMG and the requirements to complete the training will be provided to the potential mentor upon acceptance into the program.
The decision to accept a mentoring applicant into the program shall be the decision of the program director in consultation with the HR Manager if (1) their is a need for additional mentors and (2) the applicant meets the requirements set forth under the background check.
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Mentors may fall into the following three categories:
These applicants meet the requirements of the background check and are otherwise eligible for selection as a mentor.
The following guidelines are to be viewed as general rules to utilized when reviewing the eligibility of applicants with previous or pending criminal history. Applicants who have been convicted, have had adjudication withheld, have been placed on probation, or have had pretrial intervention for a felony/forcible felony involving drugs, homicide, acts of violence, child abuse, sexual abuse/battery, lewd and lascivious acts, child pornography, child sexual offender, sexual predator, are not eligible for selection as a mentor. Applicants who have been convicted, placed on probation, have had adjudication withheld, or placed on pretrial intervention for a misdemeanor will be considered if it does not involve solicitation/prostitution, exposure of sexual organs, lewd and lascivious acts.
Applicants with open or pending cases encompassing any of the above disqualifying charges will not be considered until final disposition has been determined in writing through official court documents.
Applicants with criminal histories that involve non-disqualifying felonies or misdemeanors as described above may be considered for selection after an interview with the program manager in which the facts and circumstances surrounding any criminal history is fully disclosed. Based on that interview, the program manager shall may a recommendation to the executive director setting forth his reasons for selection or non-selection of an applicant. The Executive Director shall review the recommendation of the program manager and make the final decision as to selection. [/tcontent]