The training is adapted to the specific needs of community professionals: Recruiters, Hiring Managers, and HR Specialists Learn practical ways to recruit, hire, and support veteran employees. Translate military service skill-sets to the civilian workplace. Create a veteran-friendly workplace through supportive programs. Learn solutions to remove obstacles for improved recruitment and retention HRCI Accreditation

1. Transitioning from Military Service to the Civilian Workforce
A cultural competency & how to for human resources professionals
Combat to Community
swords-to-plowshares.org
combattocommunity.org
INSTITUTE FOR VETERAN POLICY

2. 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

3. 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.
 All five branches have an Active Duty and Reserve component.
Only the Army and Air Force have National Guard components.

4. Common Types of Military
Service
Active Duty (AD)
Activated Guard and Reserve (AGR)
National Guard and Reserve members who have been
moved from their reserve status (mobilized) into active
duty, usually for a set period of time (six months, one
year, etc.).
Drilling Reserve
Part-time military service usually consisting of one
weekend a month plus two weeks a year. Includes the
Army Reserve, Marine Corps Reserve, Navy Reserve,
Air Forces Reserve, Coast Guard Reserve, Army
National Guard and Air National Guard. When reserve
forces are mobilized for full-time active duty service
they serve on active duty until demobilized, at which
point they revert back to drilling reserve status.
National Guard
A reserve component of the U.S. Armed Forces, the
National Guard is a state militia that answers first to
the governor but can be put into federal service by
order of the president. When activated for full-time
federal service Guard members are considered active
duty but are not included in total strength numbers of
the active duty Army/Air Force. If not on active duty
status their service obligation is one weekend a month
and two weeks a year and may be called-up for full
time service such as in the case of natural disaster
relief efforts. However, the state call-up is not
considered “active duty” service.
Full-time active service in the U.S. military (Army,
Marine Corps, Navy, Air Force, Coast Guard). This
includes members of the Reserve components serving
on active duty but does not necessarily include all
National Guard serving full-time.

5. 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

6. Iraq & Afghanistan Veterans
How many Iraq and
Afghanistan veterans
are there?
Over 2.6 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?
About 40% of recently separated veterans are under the
age of 25.
In 2013, Post-9/11 veterans have higher rates of
unemployment (9%) compared to all veterans (6.6%) and
civilians (7%).
How many Iraq and
Afghanistan veterans
are unemployed?

7. California Veterans
How many veterans
live in California?
California is home to 1.8 million veterans, more than any
state, and anticipates receiving 35,000-40,000 new veterans
every year for the next several years; more than any other
state.
What about Guard
and Reserves?
The California National Guard is the nation’s largest and
most frequently deployed force in the country with 40,000
deployed since September 11, 2001.
California veterans have high rates of unemployment
compared to other states and compared to the civilian
population, particularly Post-9/11 veterans (10.6%) and
National Guard and Reserves (5-10% higher than the state
average).
How many California
veterans are
unemployed?

8. Women Veterans
How does
military
service
impact
women?
 Women veterans represent 10% of the total
veteran population.
 30% of women veterans have served Post-9/11.
 Over 471,874 women have served in Iraq
and/or Afghanistan.
 Until 2015, women did not serve in official
combat arms jobs, but that does not mean
they didn’t participate in combat.

9. Identifying a Veteran

10. Identify a Veteran

11. Myths and Stereotypes
What are
some
stereotypes
about the
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.

12. Combat Related Physical
Injuries
 Severe physical injuries may include
muscle skeletal, paralysis, amputation(s),
burns, TBI and blindness.
 Moderate to minor physical injuries may
include back injuries, hearing damage,
nerve damage, knee, hip and other joint
injuries.

13. 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.

14. The Business Case for Hiring a
Veteran
 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

15. 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.

16. 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

17. Transition from Service
TRANSITIONAL ASSISTANCE PROGRAM (TAP), “NEW” TRANSITION GPS
The military’s Transition Assistance Program (TAP) was recently restructured for
the first time since its inception 20 years ago. It will now be called “Transition
Goals Plans Success,” or “Transition GPS.”
 Five day mandatory course for separating service members including
National Guard and Reserve
 Department of Labor three day employment block covering resume writing,
interview skills, and a job search.
 Modules on benefits, health, and family

18. Veterans’ Employment
Challenges
PERCEPTIONS AND EXPERIENCES OF TRANSITIONING FROM MILITARY TO
CIVILIAN LIFE REPORT*
PREPARED BY Prudential and Iraq and Afghanistan Veterans of America
http://www.prudential.com/veterans
69%
53%
50%
49%
48%
45%
36%
36%
35%
Finding a job as a civilian
Navigating system of veterans' benefits
Figuring out what's next
Relating to non-veteran civilians
Readjusting to social life
Others not culturally competent of veterans
Reacclimating to family life
Finding support to handle health issues
Capitalizing on training and educational…
Greatest Challenges in Transitioning to Civilian
Life
Source:

19. Veterans’ Employment
Challenges
PERCEPTIONS AND EXPERIENCES OF TRANSITIONING FROM MILITARY TO
CIVILIAN LIFE REPORT*
PREPARED BY Prudential and Iraq and Afghanistan Veterans of America
62%
60%
46%
43%
31%
30%
28%
24%
Current economic situation in the U.S.
Explaining how military skills translate
Competing with candidates in workforce…
Lacking required education
Employers don't understand or are insensitive
Finding comfort in non-military environment
Employers think veterans don't have…
Employers avoid hiring veterans
Greatest Challenges in Finding a Job
Source:http://www.prudential.com/veterans

20. The Bottom Line
Hiring veterans is
good for business

21. 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.

22. Corporate Initiative

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. Skill Translation Tool
careerinfonet.org/moc/

25. Skill Translation Tool
careerinfonet.org/moc/

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. Becoming “Veteran Friendly”
IMPORTANT STEPS TO HIRE VETERANS
Become culturally competent.
 Create educational programs for employees to learn
about veteran culture and resources.
Make plans for veteran recruitment and outreach beyond the
scope of normal activities.
 Examples:
• Attend veteran job fairs.
• Partner with on-base transition centers.
• Create relationships with service academies.
• Create relationships with community colleges.
• Utilize social networks.
• Create a veteran career webpage with desirable skills.
Establish a partnership with veteran service providers in your
area.
 Veteran service providers can provide tailored job
training, connect qualified veterans to employers as a “job
broker.”
VETERAN JOB
ADVERTISEMENT

28. Veteran Affinity Groups

29. Veteran Affinity Groups

30. Vow to Hire Heroes Act
RETURNING HEROES TAX CREDIT
A hiring tax credit that incentives firms to hire unemployed veterans.
 Short-term unemployed: A credit of 40 percent of the first $6,000 of wages
(up to $2,400) for employers who hire veterans who have been unemployed
at least four weeks.
 Long-term unemployed: A credit of 40 percent of the first $14,000 of wages
(up to $5,600) for employers who hire veterans who have been unemployed
longer than six months.

31. Vow to Hire Heroes Act
WOUNDED WARRIOR TAX CREDIT
Doubles the existing tax credit for long-term unemployed veterans with
service-connected disabilities.
 Maintain the existing Work Opportunity Tax Credit for veterans with service-
connected disabilities (currently the maximum in $4,800).
 A credit of 40 percent of the first $24,000 of wages (up to $9,600) for firms that
hire veterans with service-connected disabilities who have been unemployed
longer than six months.

32. Community-Based Services
CALIFORNIA ASSN. OF VETERAN SERVICE AGENCIES (CAVSA)
 Swords to Plowshares—San Francisco/Bay Area
 Veterans Resource Center of America—Northern California
 U.S. VETS—Los Angeles County
 Veterans’ Village of San Diego—San Diego County
 New Directions—Los Angeles County and the Inland Empire
 California Veterans Assistance Foundation—Bakersfield

33. Linking up with Community-Based
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.

34. Veteran System of Care
SYSTEM-OF-CARE can ensure that candidates can focus on civilian career
through provision of wraparound services during and after training and
placement.
 Housing stabilization and retention through supportive services for
veterans and their families grants.
 Materials, transportation and other needs.
 Cutting through the red tape of military and veteran benefits.
 Veterans Affairs healthcare.
 Saves you time, money and resources.

35. 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.
 Cleared pictures for good outreach materials:
https://blog.bufferapp.com/free-image-sources-list

36. 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.

37. What Employers Can Do
PEER MENTORING – MATCHING VETS WITH VETS
 Knowledge of veteran-specific resources
 Look at your Employment Assistance Program
Call Swords to Plowshares for help

38. 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.



39. 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).
 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.


40. The Bottom Line
Being a veteran friendly
company will help you gain
and retain talent

41. What Questions Do You
Have?

42. Thank You for Your Attendance
Copyright © 2016 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
Shannon Kissinger
Community Education Coordinator
shannon.kissinger@gmail.com
415-655-7253
Kevin Miller
Strategic Development and Communications
Coordinator
kmiller@stp-sf.org
(559) 681-3879