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Serving Student Veterans at UC San Diego-1 Year Later Final [Read-Only]
- 2. Iris’ Story • U.S. Navy • Southern Illinois University • UC San Diego • 2012 MPACE CMS Research Recipient • Veteran Connections
- 3. Michelle’s Story • My father is a U.S. Navy Veteran. • He served as an Electrician in the U.S. Navy for more than 20 years. • Immigrated to the U.S. to live the “American Dream”. • Served as a Vocational Educational and Rehabilitation Counselor. • Currently serve as a point of contact for employers recruiting UCSD Veterans.
- 4. Overview I. Introduction II. Needs Assessment III. Design IV. Launch & Implementation V. Evaluation VI. SWOT Analysis
- 6. Background Military drawdown + Post 9/11 GI Bill • Surveyed 690 institutions • 2009 2012: +130% • 794,000 2 million student veterans • $23.7 billion invested in Post 9/11 GI Bill since 2009 ‐ U.S. Department of Education, 2011; U.S. Department of Veteran Affairs, 2012; Student Veteran of America, 2013
- 7. UCSD Veteran Enrollment Fall 2012 Fall 2013 Veterans/Active Duty 221 251 Spouse of Veteran 1 3 Dependent of Veteran 74 131 CalVet Fee Waiver 414 409 Does not include veterans and dependents who are not using VA benefits. (Linares, 2013)
- 10. Who are student veterans at UCSD? • 85% male / 15% female • White/Caucasian • 25 – 34 years of age • 60% fully separated • Engineering majors “It’s a culture shock! I’m learning to interact with civilians.” Student Veteran 6
- 12. Career Development Needs 62% Job 57% Negotiate 48% Interview 45% Resume 43% Network “I expect the career person to help me get from A to B. Just tell me how to get there.” Student Veteran 5
- 14. Meet Career Development Needs Connect • 75% one‐on‐one • 17% workshops with other student veterans Venue • 45% at Career Services Center • 25% online, on‐demand Inform • 50% email • 15% website, 12% FB Advisor • Understand military • Understand benefits
- 15. Design
- 17. Internal Partners • Career Services Center • Student Veterans Organization • Veterans Association • Veterans Services Workgroup
- 18. Internal Partners • Office of Development, Diversity Initiatives • Office of the Registrar • Office of Graduate Studies • Department of Sociology • Undergraduate Admissions • Human Resources
- 20. Timeline • February – Decide on number of workshops and topics – Finalize date, time, and location for each workshop and INN – Determine estimated costs • March – Brand program – Set goals for each event: • 15 student veterans at each workshop • 40 student veterans at Industry Networking Night – Finalize budget
- 21. Budget • Venue ‐ $2,000 (Career Services Center) • Parking ‐ $60 (Career Services Center) • Refreshments ‐ $975 (Office of Development, Diversity Initiatives; Office of the Registrar; Office of Graduate Studies; Student Veterans Organization; Department of Sociology) • Thank you gifts ‐ $100 (Career Services Center) • Total: $3,135
- 22. Marketing Strategy • Email • Facebook • Word‐of‐mouth • Flyers • Posters • Website
- 30. Evaluation
- 31. Program Evaluation Format + Weekly Workshops ‐ Timing ‐ Lecture‐based Content + Data‐driven ‐ Career Exploration Transfer of Learning + Real World Results ‐ Pre/Post Assessment Employer Partners + Highly Rated ‐ Diversity of Veterans ‐ Engineering Focus
- 32. Program Objectives 1. Cognitive ‐ Develop an understanding of the career search process as it relates to veterans. 2. Behavioral – Effectively network with veteran‐friendly employers. 3. Affective – Feel valued and understood.
- 33. 1. Understand Career Search Process 3% Mod. Disagree 70% Moderately Agree 10% Neutral 17% Strongly Agree Advising • Career Exploration • Resume Review • Company Research • Interview Prep • Salary Negotiations
- 37. SWOT Analysis (Kerin, Hartley, Rudelius, 2007)
- 38. Strengths? • What do we do exceptionally well? • What advantages do we have? • What factors demonstrate success? • What valuable assets/resources do we have? • What do others identify as our strengths?
- 39. Strengths • Support of management team • Buy‐in and commitment of Career Services Center staff • Structured timeline for entire program
- 40. Weaknesses? • What could we do better? • What factors make us less effective? • What are we criticized for or received complaints about? • Where are we vulnerable? • What should we avoid?
- 41. Weaknesses • Bureaucracy of organization • No infrastructure to track and keep a record of student veterans • Services not designed to serve underserved populations, with specific needs
- 42. Opportunities? • What interesting transformations are taking part in our field? • How is changing policy and legislation affecting us? • How are shifts in student demographics and campus culture affecting us? • Which emerging trends can we capitalize on?
- 43. Opportunities • Military drawdown • Post 9/11 GI Bill • Veteran‐friendly companies were interested in hiring our veterans • Partnership with Student Veterans Organization
- 44. Threats? • What obstacles do we face? • What are other organizations doing to serve student veterans? • How are economic or resource factors affecting us?
- 45. Threats • Lack of a centralized center for student veterans services • No point of contact for student veterans to coordinate services • No budget allocated for programming
- 46. SWOT Analysis (Kerin, Hartley, Rudelius, 2007)
- 47. Strengths to Opportunities • Matched student needs with employers’ expertise and services • Leveraged Career Services Center and campus‐wide support • Timeline held us accountable
- 48. Weaknesses to Strengths • Brought everyone to the table • Sought buy‐in • Prioritized student veterans’ needs • Started to track student veterans
- 49. Threats to Opportunities • Provided a consistent meeting day, time, and place for the program. • Reduced barriers by serving as the main point of contacts. • Fundraising partnerships.
- 50. Pair up!