Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
Transitioning from Military Service
to the CivilianWorkforce
A Cultural Competency and How-to for
Human Resource Professio...
KEY POINTS
 CULTURAL COMPETENCY: Learn about
commonly shared attitudes, values,
goals and practices that often (but not
a...
Housing:
Permanent
Supportive +
Transitional
Employment +
Job Training
Health + Social
Services
Institute for
Veteran Poli...
United States Armed Forces
 The Army, Marine Corps, Navy and Air Force fall under
the jurisdiction of the Department of D...
National Guard/Reserves
WHAT MAKES
SERVICE MEMBERS
INTHE GUARD
DIFFERENT FROM
OTHER BRANCHES?
 Members of the Guard tend ...
Global War on Terror (GWOT) Includes Operation New Dawn,
Operation Enduring Freedom
Also Known As Overseas Contingency Ope...
Iraq & Afghanistan Veterans
How many Iraq and
Afghanistan veterans
are there?
Over 2.7 million men and women have been
dep...
Women Veterans
HOW
DOES
MILITARY
SERVICE
IMPACT
WOMEN?
 Women veterans represent 10%
of the total veteran population.
 T...
Diversity in the
Veteran Population
AGE, RACE AND ETHNICITY BY GENDER
67%
25%
15%
81%
13%
6%
Veteran Women Veteran Men
*PU...
Identify a Veteran
Identify a Veteran
Myths and Stereotypes
WHAT ARE
SOME
STEREOTYPES
ABOUTTHE
VETERAN
POPULATION?
 All veterans served in the infantry.
 All ...
Combat Related
Physical Injuries
 Severe physical injuries may include
muscle skeletal, paralysis, amputation,
burns, TBI...
The Elephant in the Room
POST-TRAUMATIC STRESS DISORDER AND MENTAL
HEALTH CONDITIONS
 26% of veterans have PTSD or anothe...
The Business Case for
Hiring Veterans
 Skills Transfer Across Contexts/Task
 Advanced Technical Training
 Adept in Disc...
Military Education
SERVICE MEMBERS RECEIVE STATE OF THE ART TACTICAL
AND TECHNICAL TRAINING
 Boot Camp
 Basic Training: ...
GI Bill: Types of Training
THE FOLLOWING ASSISTANCE IS APPROVED
UNDER THE POST-9/11 GI BILL
 Correspondence training
 En...
Corporate Initiative
GOT YOUR SIX is a campaign to bridge the civilian-military divide by creating a new
conversation in A...
The Bottom Line
Hiring veterans is
good for business
Materials
Materials “Do’s & Don’ts
DO’S
 Clearly state what the program is/does, who is eligible,
and how to apply/reach you for mo...
Materials “Do’s & Don’ts
DON’T
…be overly complex and try to fill every space on your
materials.
…use flags and other typi...
Skill Translation
Cryptology Linguist =
Marketing
Communications,
Security Intelligence
& Analysis
Multimedia
Illustrator ...
Skill Translation Tool
careerinfonet.org/moc/
Skill Translation Tool
careerinfonet.org/moc/
Service-Connected Veterans
VETERAN PRIORITY HIRING
Although the ADA prohibits discrimination, “On the basis of
disability,...
Veteran Affinity Groups
Veteran Affinity Groups
Veteran Friendly Job Ads
PLACING VETERAN FRIENDLY JOB ADS
Experience vs. Education
Include MOS or military job field (Not ...
Profile of a
Veteran Friendly Company
Linking up with
Veteran Service Organizations
SERVICES
Direct Placement
 “Job Broker” – Employer provides the veteran ser...
Onboarding
 Chain of command
 Veteran affinity group point of contact
o Mentorship
 EAP Military/veteran issues point o...
Create a Game Plan
Translate knowledge learned today into a
plan to become “veteran-friendly.”
Reach out to veteran servic...
Checklist
 Why Partner with Veteran Service Organizations
(VSOs)?
 Review brochures, recruitment materials, and
website ...
Checklist
 In the Interview
 Ask open-ended questions about military
experience.
 Be aware of other professional skills...
The Bottom Line
Being a veteran friendly
company will help you
gain and retain talent
What Questions
Do You Have?
Thank You for
Your Attendance
Copyright © 2015 by Swords to Plowshares
All rights reserved, including the right of
reprodu...
Upcoming SlideShare
Loading in …5
×

Combat to Community: Transitioning from Military Service to the Civilian Workforce

639 views

Published on

Swords to Plowshares’ Combat to Community Training is a series of cultural competency curricula developed by our Institute for Veteran Policy for community partners, including human resource specialists, clinicians, attorneys, law enforcement personnel, faith based communities and others, to address the challenges veterans face re-integrating into the community and the unique training and skill sets they acquire in service.

Creating employment initiatives for veterans is more than a patriotic endeavor or a charitable cause. It’s simple: hiring veterans is good for business.

Combat to Community: Transitioning from Military Service to the Civilian Workforce- A Cultural Competency and How-to for Human Resources Professionals and Hiring Managers- provides opportunities for recruiters, hiring managers and human resource professionals to learn practical ways to recruit, hire, and support their veteran employees.

Participants will:

Learn about military and veteran culture and resources, including how unique skill sets learned during military service can translate to the civilian workplace.

Learn how to create a veteran-friendly workplace through supportive programs.

Discuss obstacles and solutions for veteran recruitment, training, placement and supporting veterans in the workplace.

Published in: Recruiting & HR
  • Be the first to comment

Combat to Community: Transitioning from Military Service to the Civilian Workforce

  1. 1. Transitioning from Military Service to the CivilianWorkforce A Cultural Competency and How-to for Human Resource Professionals and Hiring Managers Combat to Community swords-to-plowshares.org combattocommunity.org INSTITUTE FOR VETERAN POLICY
  2. 2. KEY POINTS  CULTURAL COMPETENCY: Learn about commonly shared attitudes, values, goals and practices that often (but not always) characterize service in the military.  HOW TO BECOME "Veteran-Friendly" What am I Going to Learn?
  3. 3. Housing: Permanent Supportive + Transitional Employment + Job Training Health + Social Services Institute for Veteran Policy Women Veterans Program Legal Services for Disabled Veterans An Overview of Services
  4. 4. United States Armed Forces  The Army, Marine Corps, Navy and Air Force fall under the jurisdiction of the Department of Defense (DOD).  The Coast Guard reports to the Department of Homeland Security during peacetime and to the DOD (by way of the Navy) during wartime.  Stateside and overseas assignments/deployments/active duty/National Guard/Reserves.
  5. 5. National Guard/Reserves WHAT MAKES SERVICE MEMBERS INTHE GUARD DIFFERENT FROM OTHER BRANCHES?  Members of the Guard tend to be older and have more responsibilities “outside” military service.  They do not have the same military support as active duty.
  6. 6. Global War on Terror (GWOT) Includes Operation New Dawn, Operation Enduring Freedom Also Known As Overseas Contingency Operations Operation Iraqi Freedom (OIF) Iraq combat operations from 4/19/2003 to 9/1/2010 Operation New Dawn (OND) Refers to U.S. troops remaining in Iraq for non-combat operations Operation Enduring Freedom (OEF) Refers to the conflict primarily in Afghanistan, as well as other theaters of combat operations Operation Inherent Resolve (OIR) Refers to the ongoing operations in Iraq and Syria Key Terms and Lingo Areas of Combat Operations Around the Globe CURRENT CONFLICTS
  7. 7. Iraq & Afghanistan Veterans How many Iraq and Afghanistan veterans are there? Over 2.7 million men and women have been deployed in support of the wars in Iraq and Afghanistan and over 56% of these veterans are currently separated from the military. How old are the most recently separated veterans? Over 58% of Post-9/11 veterans are age 34 or younger. In 2014, Post-9/11 veterans have higher rates of unemployment (7.2%) compared to all veterans (5.3%) and civilians (6.2%). How many Iraq and Afghanistan veterans are unemployed?
  8. 8. Women Veterans HOW DOES MILITARY SERVICE IMPACT WOMEN?  Women veterans represent 10% of the total veteran population.  Thirty percent of women veterans have served Post-9/11.  Until recently, women did not serve in official combat arms jobs, but that does not mean they didn’t participate in combat.
  9. 9. Diversity in the Veteran Population AGE, RACE AND ETHNICITY BY GENDER 67% 25% 15% 81% 13% 6% Veteran Women Veteran Men *PUMS, 2012 Median Age Women Veterans: 48 Women veterans more racially and Median Age Veteran Men: 64 ethnically diverse than veteran men 4% 18% 20% 25% 18% 7% 4% 5% 1% 6% 9% 14% 22% 24% 17% 7% 17 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74 75 to 84 85+ Veteran Women Veteran Men
  10. 10. Identify a Veteran
  11. 11. Identify a Veteran
  12. 12. Myths and Stereotypes WHAT ARE SOME STEREOTYPES ABOUTTHE VETERAN POPULATION?  All veterans served in the infantry.  All veterans are in crisis.  All veterans have served in combat.  Women do not serve in combat.  All combat veterans have post-traumatic stress (PTS).  Veterans are rigid.  Veterans with disabilities are unemployable.  All people who were in the military self- identify as veterans.
  13. 13. Combat Related Physical Injuries  Severe physical injuries may include muscle skeletal, paralysis, amputation, burns, TBI and blindness.  Moderate to minor physical injuries may include back injuries, hearing damage, nerve damage, knee, hip and other joint injuries.
  14. 14. The Elephant in the Room POST-TRAUMATIC STRESS DISORDER AND MENTAL HEALTH CONDITIONS  26% of veterans have PTSD or another mental health disorder.*  26% of U.S. citizens have a diagnosable mental health condition each year.* • Mental health issues are not as prevalent among veterans as many assume. • Mental health issues are not unique to the veteran population. • Dealing with mental health and disability is a daily function of doing business. *Kessler RC, Chiu WT, Demler O, Walters EE. Prevalence, severity, and comorbidity of twelve-month DSM-IV disorders in the National Comorbidity Survey Replication (NCS-R). Archives of General Psychiatry, 2005 Jun;62(6):617-27.
  15. 15. The Business Case for Hiring Veterans  Skills Transfer Across Contexts/Task  Advanced Technical Training  Adept in Discontinuous Environments  Resiliency  Systematic Planning and Organization  Ability to Work Under Pressure and Meet Deadlines  Client Customer Service Skills *”Guide to Leading Policies, Practices & Resources: Supporting the Employment of Veterans and Military Families,” Syracuse University. http://vets.syr.edu.employment/resources; and “Findings from the California Association of Veteran Service Agencies Veteran Engagement Summit, “Swords to Plowshares. http://www.swords-to-plowshares.org/advocacy-and-policy/research-publications/.  Team Building/Leadership/Membership  Organizational Commitment  Cross-Cultural Experiences  Experience/Skill in Diverse Work-Settings  Entrepreneurial  Self-Direction  Commitment to Excellence BEYOND THE CLICHÉS* Value of a Veteran
  16. 16. Military Education SERVICE MEMBERS RECEIVE STATE OF THE ART TACTICAL AND TECHNICAL TRAINING  Boot Camp  Basic Training: All enlistees learn weapons marksmanship, hand-to- hand combat, physical fitness, first aid and survival techniques.  Selection of specialty  Specific individualized training is different for each career path which can last anywhere from two months to two years which focuses on the skills and day to day operations that lays the foundation for understanding the military structure and the interlacing roles and responsibilities.  Continuing education in professional career fields  In addition to continuous on the job training each career field has intense professional development and leadership training that occurs periodically and with promotions.
  17. 17. GI Bill: Types of Training THE FOLLOWING ASSISTANCE IS APPROVED UNDER THE POST-9/11 GI BILL  Correspondence training  Entrepreneurship training  Flight training  Independent and distance learning  Institutions of higher learning undergraduate and graduate degrees  Licensing and certification reimbursement  Vocational/technical training, non-college degree programs  National testing reimbursement  On-the-job training  Tuition assistance top-up  Tutorial assistance  Vocational/technical training
  18. 18. Corporate Initiative GOT YOUR SIX is a campaign to bridge the civilian-military divide by creating a new conversation in America, so that veterans and military families are perceived as leaders and civic assets.
  19. 19. The Bottom Line Hiring veterans is good for business
  20. 20. Materials
  21. 21. Materials “Do’s & Don’ts DO’S  Clearly state what the program is/does, who is eligible, and how to apply/reach you for more information.  Use good graphics/pictures.  Pictures from good outreach materials: www.wlac.edu/veterans/pdfs/outsidethewire.pdf.
  22. 22. Materials “Do’s & Don’ts DON’T …be overly complex and try to fill every space on your materials. …use flags and other typically patriotic imagery. …use the term “female” use woman.
  23. 23. Skill Translation Cryptology Linguist = Marketing Communications, Security Intelligence & Analysis Multimedia Illustrator = Graphic Designer Air Crewmen Avionics = Computer/ Electronics/ Telecomm Install/Maintain/Repair, Electrical Design Drafter A cryptology linguist is primarily responsible for identifying foreign communications using signals equipment. Their role is crucial as the nation’s defense depends largely on information that comes from foreign languages. Multimedia illustrators are primarily responsible for operating multimedia-imaging equipment in order to produce visual displays and documents. They produce graphic artwork that is used in Army publications, signs, charts, posters, television and motion picture productions. Naval Air Crewmen Avionics (AWV) are members of a fixed wing integrated tactical aircrew aboard maritime patrol and reconnaissance and command and control aircraft. Personnel are knowledgeable of all avionics systems, safety equipment, emergency procedures, and aircraft equipment.
  24. 24. Skill Translation Tool careerinfonet.org/moc/
  25. 25. Skill Translation Tool careerinfonet.org/moc/
  26. 26. Service-Connected Veterans VETERAN PRIORITY HIRING Although the ADA prohibits discrimination, “On the basis of disability,” it does not preclude affirmative action on the behalf of individuals with disabilities. An employer may—but is not required to—hire a qualified veteran with a disability over other qualified applicants with disabilities. HIRING DISABLED VETERANS An employer may ask an applicant if they are a “disabled veteran” if they are seeking to hire someone with a disability. Employers may also ask a veteran service employment agency to recruit a qualified veteran who has a disability. Strongly encouraged to apply
  27. 27. Veteran Affinity Groups
  28. 28. Veteran Affinity Groups
  29. 29. Veteran Friendly Job Ads PLACING VETERAN FRIENDLY JOB ADS Experience vs. Education Include MOS or military job field (Not called MOS in all branches) Mention veterans in the workforce/leadership positions/affinity groups Promote through social media Mention service connected veterans/women/etc are strongly encouraged to apply The same things that make an add appeal to anyone.  Growth opportunities  Benefits  Pay scale
  30. 30. Profile of a Veteran Friendly Company
  31. 31. Linking up with Veteran Service Organizations SERVICES Direct Placement  “Job Broker” – Employer provides the veteran service agency the job announcement, which is then recruited through the agency’s employment collaborative. Training/On-the-Job Training  Community college/university partnership—veteran cohort training and certification programs.  Corporate CBO partnerships—development of mutual training and recruitment strategies.  Administration of Department of Labor, VA and state grants.
  32. 32. Onboarding  Chain of command  Veteran affinity group point of contact o Mentorship  EAP Military/veteran issues point of contact (if any)  Polices and paperwork  Reasonable accommodations  Take a moment and get other questions from the veteran you have hired.
  33. 33. Create a Game Plan Translate knowledge learned today into a plan to become “veteran-friendly.” Reach out to veteran service organizations in your area to learn how to create veteran hiring programs. Create a relationship with the Employment + Training Department at Swords to Plowshares
  34. 34. Checklist  Why Partner with Veteran Service Organizations (VSOs)?  Review brochures, recruitment materials, and website for veteran friendliness.  Use Military Occupational Skills (MOS) Translator for job skills.  In Job Advertisements  Military Occupational Skills.  Service-connected veteran preference for hiring.  Advertise to veteran and military groups (both online and off).
  35. 35. Checklist  In the Interview  Ask open-ended questions about military experience.  Be aware of other professional skills gained through military experience.  On the Job  Does your organization have a military/veteran affinity group or mentorship program?  Is your human resources department familiar with military/veteran disabilities?  Have employees at your organization taken any courses on military/veteran cultural competency?  Begin on the job training and job coaching.
  36. 36. The Bottom Line Being a veteran friendly company will help you gain and retain talent
  37. 37. What Questions Do You Have?
  38. 38. Thank You for Your Attendance Copyright © 2015 by Swords to Plowshares All rights reserved, including the right of reproduction in whole or in part in any form. Swords to Plowshares Institute for Veteran Policy 1060 Howard Street San Francisco, CA 94103 Geoff Millard Policy Associate, Employment & Community Outreach and Education (415) 252-4787, ext. 248 gmillard@stp-sf.org

×