JOB ANNOUNCEMENT: Program Manager, eMentor Leadership Program
The eMentor Leadership Program: Helping People Excel Through Mentorship
AcademyWomen is a nonprofit organization dedicated to supporting the professional and personal growth of women from the nation's premier military academies and officer development programs. We are an organization created by and for academy women as a ready source of support, mentorship, personal and professional development. Since 2008, AcademyWomen has developed and managed award-winning online mentoring programs for over 3,000 women in the Navy (officer and enlisted), women in the Coast Guard, Air Force, and Marines, as well as the distinguished members of AcademyWomen, to include military officer women and veterans. eMentor has established a reputation as one of the most successful, compelling mentoring programs of its kind and one that is making a profound difference in participants’ lives.
AcademyWomen currently seeks a proactive Program Manager to join a dynamic, team leading the exciting, fast-growing, progressive eMentor Leadership Program. The position is currently available to a results-oriented individual who will manage key account relationships and programs for eMentor program partners and participants. We are looking for a performance-oriented person with excellent interpersonal skills. The ability to comfortably interact professionally and effectively with a range of personalities and skill levels including end-users, high-ranking executives, government and military personnel is essential. We are looking for someone who is passionate about helping members of the military community (uniformed, veterans and military spouses) find success through mentorship using our online mentoring programs which operate through a cutting edge social networking-type website. This is a part-time position that may become a full-time position within the year. It is a virtual position so that you may work from home when it is convenient for you. Below is a position description that includes candidate requirements.
Position Title: Program Manager (PM), eMentor Leadership Program
Supervised by: Director, eMentor Leadership Program
Summary of the position: The Program Manager works directly with the eMentor Program Director and serves as the primary liaison to one or several program Partner Organization(s) or eMentor Program clients such as the U. S. Chamber of Commerce. S/he assists and supports the Partner Organization and Program Director in the successful planning, execution, use, assessment and growth of the eMentor program. The Program Manager also acts as a liaison with the program’s technology team to resolve problems and envision and plan for program site improvements. The PM interacts directly with program users and is also responsible for the continuous improvement of the program.
Essential duties and responsibilities:
Account Management: (30%)
· Serve as the liaison and act as the primary point-of-contact for assigned organizational program partner(s) and participants.
· Lead day-to-day management and optimization of assigned partner program.
· Prepare and submit regularly scheduled reports that outline key program metrics.
· Regularly update and purge various elements of user accounts in the eMentor database to ensure current and accurate participant information.
· Oversee the expenditure of funds related to the assigned eMentor program partner within budget parameters
· Give input for proposed future budgets
· Assist in developing agenda items for routine meetings with program partner(s) to enhance communication and address issues and concerns of program participant.
End-User Support (30%):
· Assist mentees with mentor selection and respond to all other direct queries from participants.
· Conduct periodic email campaigns designed to help eMentor participants initiate, select and maintain successful mentoring relationships.
· Provide on-going customer support to program users as needed.
· Plan, publicize and conduct informational and training sessions for eMentor program users.
Program Planning and Evaluation (20%):
· Compile performance metrics and statistics which measure/assess trends and performance of the eMentor partner program(s).
· Proactively and continually monitor and evaluate program components to determine any unmet user needs and make recommendations to modify the program to better support participants and program partners.
· Participate in strategic and tactical planning to ensure the eMentor Program’s continued growth and improvement.
· Regularly consult with the eMentor Director to report on the progress of the program.
· Report annually in writing, or as required, regarding the success of the program.
· Assist in developing online surveys and in reporting key results to program partners.
· Maintain records on the eMentor program and its participants
Technology Management (20%):
· Act as primary liaison with eMentor’s technology partner for maintenance and constant improvement of the eMentor Platform.
· Prepare agenda for and attend twice monthly meeting with technology partner.
· Submit and track trouble tickets for platform.
· Submit plans for new features or desired upgrades and track implementation with the technology partner.
Required Education/Skills: Candidates for this position must:
· Support the program's mission and relate to the program's value
· Be a motivated self-starter with past experience with and success in working independently and autonomously
· Hold at a minimum, a BS or BA degree
· Have moderate experience with program/project development and management
· Have outstanding interpersonal skills
· Have excellent oral and written communication skills
· Be proficient in Microsoft Office, particularly Excel, Word, and Power Point
· Have moderate experience using social networking or similar software/sites for business or personal use
· Have outstanding time management skills
· Have excellent organizational skills
· Have a demonstrated commitment to teamwork and performance results
Desired Skills: Preferred candidates will have:
· Previous program and client management experience
· Strong quantitative skills
· Advanced Microsoft Office skills, particularly Excel and Power Point
· Extensive experience with social networking or similar software/sites
· Moderate to extensive experience using social networking sites to market a program or event
· Moderate marketing and/or public relations experience
· Some to moderate experience with website design
· Moderate experience representing an organization at trade fairs or conferences
· Interest in leadership role within the program and organization
· Knowledge of best practices in the field of mentoring, industry news and trends
Salary: Commensurate with experience. This position will begin as a part-time opportunity without benefits and is expected to expand to a full time position with benefits in the future. Expansion to a full-time position is directly correlated with personal performance and the eMentor program's growth and success.
Special considerations: The PM will receive full training on the eMentor Leadership Program, its platform, the platform's reporting features, functions and all other responsibilities. This is a virtual position which means your geographic location in the U. S. is unimportant, you will work from home and can work your hours when it is convenient for you. This position closes at midnight on September 29.
Begin Work: If hired, the desired date to begin training for this position is October 8th. Work hours during the first two weeks of training will be less than ½ time.
Interested candidates should submit a resume to Stefanie Goebel at email@example.com . Call 520.955.3370 with questions.
DOD Opens More Jobs, Assignments to Military Women
DOD Opens More Jobs, Assignments to Military Women
By Karen Parrish
American Forces Press Service
WASHINGTON, Feb. 9, 2012 - Military women, particularly soldiers, will see more than 14,000 new job or assignment opportunities because of policy changes the Defense Department announced today.
The changes are included in a report the department submitted to Congress today, based in part on findings the Military Leadership Diversity Commission reported in March.
Today's report includes a "vision statement": "The Department of Defense is committed to removing all barriers that would prevent service members from rising to the highest level of responsibility that their talents and capabilities warrant."
A Pentagon news release accompanying the announcement quotes Defense Secretary Leon E. Panetta as saying women have proven themselves in and out of battle.
"Women are contributing in unprecedented ways to the military's mission," he said. "Through their courage, sacrifice, patriotism and great skill, women have proven their ability to serve in an expanding number of roles on and off the battlefield.
"We will continue to open as many positions as possible to women so that anyone qualified to serve can have the opportunity to do so," the secretary added.
The biggest barrier DOD is lifting is a 1994 policy prohibiting women from jobs -- such as tank mechanic and field artillery radar operator -- that take place near combat units. With that bar removed, more than 13,000 Army jobs will be available to women soldiers for the first time.
The second change is an "exception to policy" that will allow the Army, Navy and Marines to open select positions at the battalion level in jobs women already occupy.
The current policy, also set in 1994, bars women in jobs such as intelligence, communications and logistics from assignment at units smaller than a brigade. Nearly 1,200 assignments will open to women soldiers, sailors and Marines under the exceptions.
As the law requires, the Defense Department will not implement the new policies until Congress has been in continuous session for 30 days, which should happen later this spring.
The report notes the policy changes reflect conditions already common in the past decade's wars, where attacks can occur without warning and battle lines can shift to formerly "rear echelon" areas.
"The dynamics of the modern-day battlefield are non-linear, meaning there are no clearly defined front line and safer rear area where combat support operations are performed within a low-risk environment," the document's authors wrote.
Pentagon statistics show 144 military women have been killed and 865 wounded in combat and noncombat incidents in Iraq and Afghanistan. Some 20,000 of the 205,000 service members currently serving in Afghanistan are women, and they make up about 280,000 of the more than 2.3 million troops who have served in operations over the past decade.
The 1.4 million-member active-duty force now serving includes about 205,000 women.
The report notes the changes will expand career opportunities for women, provide a greater pool of troops from which combatant commanders may draw, reduce the operational tempo for "male counterparts" by increasing the number of service members available to support direct combat forces, improve consistency in assignment policy, and give field commanders more flexibility in meeting combat-support mission requirements.
Pentagon Press Secretary George Little told reporters the policy changes follow an extensive review that involved input from all the services.
"We believe it is very important to explore ways to offer more opportunities to women in the military," he said.
Little said the department will continue to look for ways to increase opportunities for military women. He acknowledged most of the positions involve the Army, as the nation's primary ground force.
"Most positions in the Air Force are already open to women," Little noted. "The vast majority of positions in the Navy are already open to women, so most of these positions do involve the United States Army."
The report states that 99 percent of all Air Force positions, officer and enlisted, are open to women. The figure is 66 percent for the Army, 68 percent for the Marines, and 88 percent for the Navy.
The 1994 Direct Ground Combat Definition and Assignment Rule identified five elements affecting women's military service: direct ground combat, berthing and privacy, collocation, long-range reconnaissance and special operations forces, and physically demanding tasks.
Today's report addresses two of these with full or partial policy changes, and addresses the others by stating department officials are working to establish gender-neutral job standards.
"This will mean a thorough analysis of job-related physical requirements ... expected of service members," the report reads in part. "These standards will help determine which specific positions presently excluded under the special operations and physical standards criteria are suitable for general assignment of both genders."
The report's authors acknowledged there are "practical barriers that require time to resolve to ensure the services maximize the safety and privacy of all service members while maintaining military readiness."
The secretary directed the services to report results, six months after the policies take effect, on their implementation of the new assignment standards and their progress developing gender-neutral physical standards.
AcademyWomen and U.S. Chamber of Commerce Launch Mentoring Program for Military Spouses
Unemployment among military spouses stands at 26%, largely due to their high mobility and lack of a traditional career track network. As part of the White House’s Joining Forces initiative to support veterans and military spouses, AcademyWomen has partnered with the U.S. Chamber of Commerce’s Hiring Our Heroes to address this challenge by launching the MilSpouse eMentor Program, the nation’s premiere virtual career-building network for military spouses.
The program will launch in conjunction with the Hiring Our Heroes - Military Spouse Career Forum, Washington DC Job Fair, on January 13, 2012 from 8:30am-2:30pm at the Walter E. Washington Convention Center.
Mentors and spouses will be able to register and connect online, creating a national and international support pipeline that extends far beyond the spouse’s current duty station. Through connections with a diverse pool of mentors, the program allows spouses to increase their job stability and upward mobility, two of the most challenging employment issues for military spouses.
The program offers protégés three types of mentors: Corporate Mentors from military spouse-friendly employers, Career Mentors representing various industries or career fields, and Peer Mentors who can advise fellow military spouses on professional and personal issues relevant to military families.
The innovative web-based eMentor platform is designed to afford flexibility to both mentors and protégés while enabling very meaningful dialog. A wide range of particpation levels is offered, from forming one-to-one ongoing mentoring relationships to simply responding to or posting questions in group discussion forums.
For more information or to register in the MilSpouse eMentor Program please visit www.ementorprogram.org/p/milspouse or contact the program’s director, Stefanie Goebel at firstname.lastname@example.org or 520.955.3370.
AcademyWomen is a 501c3 nonprofit organization founded in 2003 as a leadership and professional development organization supporting all current, former and future women military officers to achieve their highest potential as leaders. Through the eMentor Leadership Program, AcademyWomen also serves uniformed men, enlisted servicewomen/veterans and military spouses.
In March of 2011, the U.S. Chamber of Commerce launched its Hiring Our Heroes program, a year-long nationwide effort to help veterans and their spouses find meaningful employment.