Employer Guide to Hiring & Retaining Veterans
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It’s hard to imagine anything more positive for a business, the local community and the country in general than hiring U.S. military veterans and successfully integrating them into a private sector organization. Find out how your organization can hire and retain veterans.
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Recommended
2016 TROOPS Brochure
T.R.O.O.P.S. (Training, Reintegration, Outreach & Opportunity Program Services) is a program that aims to empower veterans and help break the cycle of unemployment, poverty, and homelessness. It provides services like job placement assistance, career coaching, financial literacy workshops, and vocational training to help veterans find and retain employment. T.R.O.O.P.S. offers an assessment of each veteran's needs and strengths. It then works with them on a career development plan, connects them to employment opportunities, and provides ongoing case management support. The goal is for veterans to gain sustainable employment and achieve financial independence.
Veteran Employment Toolkit
This document provides information about a veteran hiring initiative toolkit created by NRECA to help electric cooperatives recruit and hire veterans. It outlines the business case for hiring veterans and highlights resources available to assist with veteran recruiting. The initiative aims to address workforce challenges at cooperatives and leverage veteran skills. It formed a coalition of cooperatives committed to increasing veteran employment and sharing best practices. The toolkit especially emphasizes opportunities to hire women veterans, who represent 10% of veterans but only 2% of working women.
Here’s what you generally can expect from your sponsor· You’ll .docx
Here’s what you generally can expect from your sponsor:
· You’ll typically be paired with a sponsor who is similar in rank and family status. If you’re the parent of a toddler, for example, it helps to be paired with a fellow mom or dad who will know the places for your little one to burn off energy.
· You will work with your sponsor throughout the moving process. Requirements for sponsors vary by service.
· Once you arrive, your sponsor may want to meet with you and your family to show you around or help you through in-processing.
Be sure not to confuse a moving sponsor with
command sponsorship. The military-wide sponsorship program is a resource available to all military families no matter where they are moving. In contrast, command sponsorship or “accompanied orders,” is a designation for families moving overseas. If you have command sponsorship, it will appear on your orders and provides several benefits to families during and after the move.
Sponsors are trained service-members who help newcomers settle in to a new duty station. Sponsors are available to all military families, no matter where you are moving. They are assigned through your unit, and usually have the same rank and family status as you do, so they can more easily understand your particular needs and help you get settled.
The Army's Sponsorship Program, as prescribed in AR 600-8-8, The Total Army Sponsorship Program, requires every first-term Soldier have a sponsor. The sponsor acts as a big brother or sister and helps the Soldier learn Army standards and develop a sense of responsibility and teamwork. After that initial assignment, TASP offers sponsors for every Soldier, Private through Colonel, and likewise for every Civilian in grades up to GS-15. A vital part of the Sponsorship Program that is often forgotten or overlooked is the rear detachment support provided to Family members of deployed Soldiers and Civilians.
So we have in our regulations a Sponsorship Program that covers all members of our community. I want to make sure that what is outlined on paper is also happening in our communities. Soldiers, Civilians and Family members will have a sponsor to provide information and support before, during and after transitions, mobilizations and deployments.
We must make sure sponsors are well-equipped for their important role. Sponsors must understand their role and have the necessary information and resources to fulfill it. Even more so, sponsors must be willing to reach out and make human contact, especially with new Soldiers, first-time Civilian employees, and Family members who are unfamiliar with the Army way of life.
Above all, I want to ensure that commanders are invested in the success of the Sponsorship Program within their community. TASP is a commander's program. Its success is contingent upon the commander's involvement and support. It is leadership's responsibility to send the message that sponsorship is something important to do and to .
Phwff slides 2010 with notes email2
Project Healing Waters Fly Fishing (PHWFF) was founded in 2005 to provide rehabilitation for disabled military veterans and service members through fly fishing. It began at Walter Reed Army Medical Center and has since expanded to 13 regions serving 77 programs across 34 states. PHWFF teaches fly fishing, fly tying, and related activities to help improve veterans' fine motor skills, concentration, relaxation, and confidence. The benefits of the program have been seen in success stories from veterans who credit PHWFF with aiding their physical and emotional recovery from injuries or illnesses. PHWFF stresses the need to be flexible, creative, sensitive, and ensure the activities remain fun in order to best serve veterans with a variety of disabilities and experiences.
Presentation
The Unified Warrior Foundation is a non-profit organization that aims to help veterans suffering from PTSD. It does so by organizing outdoor activities that require teamwork and trust-building, similar to what veterans experienced during their military service. The Foundation also connects veterans to a network of mental health professionals and other organizations to ensure veterans have continued support. Its long-term goals include establishing offices nationwide staffed by volunteers and developing programs to assist veterans with paperwork, finding housing, and reconnecting with fellow veterans. The Foundation provides various outdoor activities as challenges and rewards to help veterans process their trauma and regain confidence through accomplishing goals.
Combat to Community: Transitioning from Military Service to the Civilian Work...
Combat to Community: Transitioning from Military Service to the Civilian Work...Swords to Plowshares
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.Veteran’s outreach
This proposal suggests a class for veterans at Walmart that teaches skills translation instead of resume/interview help. It would help veterans translate military skills like conflict management to civilian workplace skills. The targeted audience is unemployed/underemployed veterans. The week-long class would cover topics like conflict management, management principles, networking and local veteran resources. The goal is to expand Walmart's influence and help veterans find relevant employment.
Military Recruiting
Ryan Stene discussed military recruiting strategies for recruiters in Minnesota. He began by providing background on himself and his experience in recruiting and HR. He then discussed facts about the military labor pool and benefits of hiring veterans. Stene emphasized that veterans have skills in leadership, teamwork, and working under pressure that translate well to civilian jobs. He outlined strategies recruiters can use to engage military candidates, including developing veteran-focused content and actively recruiting from military-centered websites and events.
Recommended
2016 TROOPS Brochure
T.R.O.O.P.S. (Training, Reintegration, Outreach & Opportunity Program Services) is a program that aims to empower veterans and help break the cycle of unemployment, poverty, and homelessness. It provides services like job placement assistance, career coaching, financial literacy workshops, and vocational training to help veterans find and retain employment. T.R.O.O.P.S. offers an assessment of each veteran's needs and strengths. It then works with them on a career development plan, connects them to employment opportunities, and provides ongoing case management support. The goal is for veterans to gain sustainable employment and achieve financial independence.
Veteran Employment Toolkit
This document provides information about a veteran hiring initiative toolkit created by NRECA to help electric cooperatives recruit and hire veterans. It outlines the business case for hiring veterans and highlights resources available to assist with veteran recruiting. The initiative aims to address workforce challenges at cooperatives and leverage veteran skills. It formed a coalition of cooperatives committed to increasing veteran employment and sharing best practices. The toolkit especially emphasizes opportunities to hire women veterans, who represent 10% of veterans but only 2% of working women.
Here’s what you generally can expect from your sponsor· You’ll .docx
Here’s what you generally can expect from your sponsor:
· You’ll typically be paired with a sponsor who is similar in rank and family status. If you’re the parent of a toddler, for example, it helps to be paired with a fellow mom or dad who will know the places for your little one to burn off energy.
· You will work with your sponsor throughout the moving process. Requirements for sponsors vary by service.
· Once you arrive, your sponsor may want to meet with you and your family to show you around or help you through in-processing.
Be sure not to confuse a moving sponsor with
command sponsorship. The military-wide sponsorship program is a resource available to all military families no matter where they are moving. In contrast, command sponsorship or “accompanied orders,” is a designation for families moving overseas. If you have command sponsorship, it will appear on your orders and provides several benefits to families during and after the move.
Sponsors are trained service-members who help newcomers settle in to a new duty station. Sponsors are available to all military families, no matter where you are moving. They are assigned through your unit, and usually have the same rank and family status as you do, so they can more easily understand your particular needs and help you get settled.
The Army's Sponsorship Program, as prescribed in AR 600-8-8, The Total Army Sponsorship Program, requires every first-term Soldier have a sponsor. The sponsor acts as a big brother or sister and helps the Soldier learn Army standards and develop a sense of responsibility and teamwork. After that initial assignment, TASP offers sponsors for every Soldier, Private through Colonel, and likewise for every Civilian in grades up to GS-15. A vital part of the Sponsorship Program that is often forgotten or overlooked is the rear detachment support provided to Family members of deployed Soldiers and Civilians.
So we have in our regulations a Sponsorship Program that covers all members of our community. I want to make sure that what is outlined on paper is also happening in our communities. Soldiers, Civilians and Family members will have a sponsor to provide information and support before, during and after transitions, mobilizations and deployments.
We must make sure sponsors are well-equipped for their important role. Sponsors must understand their role and have the necessary information and resources to fulfill it. Even more so, sponsors must be willing to reach out and make human contact, especially with new Soldiers, first-time Civilian employees, and Family members who are unfamiliar with the Army way of life.
Above all, I want to ensure that commanders are invested in the success of the Sponsorship Program within their community. TASP is a commander's program. Its success is contingent upon the commander's involvement and support. It is leadership's responsibility to send the message that sponsorship is something important to do and to .
Phwff slides 2010 with notes email2
Project Healing Waters Fly Fishing (PHWFF) was founded in 2005 to provide rehabilitation for disabled military veterans and service members through fly fishing. It began at Walter Reed Army Medical Center and has since expanded to 13 regions serving 77 programs across 34 states. PHWFF teaches fly fishing, fly tying, and related activities to help improve veterans' fine motor skills, concentration, relaxation, and confidence. The benefits of the program have been seen in success stories from veterans who credit PHWFF with aiding their physical and emotional recovery from injuries or illnesses. PHWFF stresses the need to be flexible, creative, sensitive, and ensure the activities remain fun in order to best serve veterans with a variety of disabilities and experiences.
Presentation
The Unified Warrior Foundation is a non-profit organization that aims to help veterans suffering from PTSD. It does so by organizing outdoor activities that require teamwork and trust-building, similar to what veterans experienced during their military service. The Foundation also connects veterans to a network of mental health professionals and other organizations to ensure veterans have continued support. Its long-term goals include establishing offices nationwide staffed by volunteers and developing programs to assist veterans with paperwork, finding housing, and reconnecting with fellow veterans. The Foundation provides various outdoor activities as challenges and rewards to help veterans process their trauma and regain confidence through accomplishing goals.
Combat to Community: Transitioning from Military Service to the Civilian Work...
Combat to Community: Transitioning from Military Service to the Civilian Work...Swords to Plowshares
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.Veteran’s outreach
This proposal suggests a class for veterans at Walmart that teaches skills translation instead of resume/interview help. It would help veterans translate military skills like conflict management to civilian workplace skills. The targeted audience is unemployed/underemployed veterans. The week-long class would cover topics like conflict management, management principles, networking and local veteran resources. The goal is to expand Walmart's influence and help veterans find relevant employment.
Military Recruiting
Ryan Stene discussed military recruiting strategies for recruiters in Minnesota. He began by providing background on himself and his experience in recruiting and HR. He then discussed facts about the military labor pool and benefits of hiring veterans. Stene emphasized that veterans have skills in leadership, teamwork, and working under pressure that translate well to civilian jobs. He outlined strategies recruiters can use to engage military candidates, including developing veteran-focused content and actively recruiting from military-centered websites and events.
Running head WHAT IS NEXT FOR RETIRED MILITARY SPOUSE1.docx
Running head: WHAT IS NEXT FOR RETIRED MILITARY SPOUSE 1
What is next for Military Spouse Once the Active Duty Personnel Retires?
WHAT IS NEXT FOR RETIRED MILITARY SPOUSE 4
· PROBLEM:
· There is a lot of military’s spouse who chooses to stay at home while their spouse was active in the military. The reason can range from being new to state or country and not trusting or knowing anyone who can babysit their child. On the other hand, since one parent is away overseas and they did not want to subject their child to having one parent away and another parent gone for eight hours a day. Whatever the reason may be once the active duty personnel are retired what next for the stay at home parent. Their spouse income will dramatically decrease leaving the household in a bind. Some programs focused on the spouse of active duty personnel but not any programs that concentrate on the retired personnel spouse.
· OBJECTIVE
· The stay at home spouse of retired military personnel might have to go to work to help supplement their spouse’s retirement check. If the stayed at home spouse does not have the desired skills an employer seeks, that spouse might need to learn new skill s or brush up on their old skills to gain employment or to become employable.
· America still care about retired military families
· This program will put money back in the economy.
· Making people employable and educated
· Marrying employers with eager unemployed retired military personnel’s spouse
· Not only do retired personnel need to readapt into civilian world their spouses need the same training and education offer to their spouses.
· Right before an active duty a personnel decides to retire the military sends them to classes.
· Anywhere from resume’s writing classes, job fairs, and these classes is to help them to readjust to civilian life.
· The program (METHOD)
· Will focus on retired military souse who is interested in going back into the workforce who lack the skills and or training
· Computer classes
· Resume writing classes
· All in one stop
· Job fairs
· Mock interviews
· Linking
· Social services
· Legal services
· To instill the skill development effectively to the spouses, effective methods will be employed.
· One of the methods is to expose the spouses to other spouses outside the military service running their small-scale businesses.
· The exposure will give the spouses a basic insight and confidence of running their own business.
· The second approach will involve introducing the group to a consultant to learn basic work skills and business plan development
· Funding (BUDGET)
· Grants
· Tuition
· Private scholarship
· Private funding
· Volunteers
· Partnership with the VA
· The grant fund been sought is intended for start-up expenses.
· This implies the on-going needs of the program will be financed by soliciting funds from different sources.
· The start-up costs includes acquiring the support equipment, hiring skill developers, raising a.
Military staffing
This document provides information on laws, organizations, and resources that protect the employment rights of veterans and support veteran hiring. It discusses the Uniformed Services Employment and Reemployment Rights Act (USERRA), the Equal Employment Opportunity Commission (EEOC), the Americans with Disabilities Act (ADA), and the Office of Federal Contract Compliance Programs (OFCCP). It also provides tips for understanding military experience, translating skills, overcoming biases, and identifying veteran-friendly employers and roles.
Military Veteran staffing slideshare
The document provides information for employers on staffing military veterans and understanding relevant laws and programs. It discusses USERRA, EEOC, ADA, and OFCCP and how they protect veterans' employment rights. It also outlines programs like TAP that assist with military transitions to civilian jobs. Resources for employers include organizations like Hiring Our Heroes that connect veterans with job opportunities. The document provides guidance on understanding military experience, translating skills, and strategies for recruiting and hiring veterans.
Nova slides final may 04 (2)
The document summarizes an HR presentation about employment opportunities at the VA Palo Alto Health Care System. It provides an overview of the application process, types of appointments, veterans' preference, and requirements for different positions. Contact information is given for questions.
Palo Alto VA - May 2010
The document summarizes an HR presentation about employment opportunities at the VA Palo Alto Health Care System. It provides an overview of the application process, types of appointments, veterans' preference, and requirements for different positions. Contact information is given for questions.
Palo Alto VA Presentation - May 2010
The document summarizes an orientation presentation for new employees at the VA Palo Alto Health Care System. It provides an overview of the application process, types of appointments, veterans' preference, and eligibility requirements. Key information includes how veterans' preference applies for competitive vs merit promotion announcements, the Veterans Employment Opportunities Act, Veterans Recruitment Appointment authority, and exceptions for disabled veterans.
2017 Veterans Well-Being Survey
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
CCC Nov 2015DRPS (2) (1)
This document discusses the career successes of several veterans in various fields. It profiles veterans who have found success in sales, social work, law enforcement, healthcare, public service, and government work. Each veteran discusses how their military experience and skills translated well to their chosen civilian career. They emphasize traits like leadership, teamwork, work ethic, and commitment that helped them succeed. The document argues that veterans can find fulfilling careers in many different fields if they pursue opportunities with perseverance and belief in themselves.
Cdrs packet example
This document contains an application for a sensitive duty assignment. It requests personal information from the applicant including name, rank, social security number, and answers to questions regarding any arrests, convictions, or police involvement in the last 12 months. The form notes that certain offenses would disqualify the applicant, such as sexual crimes, extremist activities, or court martials. It collects a signature from the applicant and recommending commander to verify the accuracy of the answers.
Acap august 2013 newsletter (1)
The document provides information about transition assistance services available through the Fort Stewart ACAP office. It discusses how ACAP assists soldiers, veterans, and their families with career transition goals through services like resume development, job searching, and interview preparation. It encourages leadership to promote ACAP and get soldiers involved in transition preparation to help ensure their future success after leaving the military.
Acap august 2013 newsletter (1)
The document provides information about the ACAP (Army Career and Alumni Program) center at Fort Stewart, Georgia. It discusses how ACAP assists soldiers transitioning out of the military to find civilian employment, education opportunities, or start their own businesses. The manager encourages leaders to promote ACAP and help soldiers prepare for career transition. ACAP offers transition services and helps soldiers compare reenlisting versus civilian opportunities. The goal is to set soldiers up for successful careers after the military to strengthen their own lives and communities.
Military recruiting strategies - Minnesota Recruiters 10/5/12
Ryan Stene led a discussion on military recruiting strategies for Minnesota recruiters. He began by providing background on his experience in talent acquisition and passion for recruiting productivity, branding, social media, and technology. Stene then discussed why companies should recruit from the military, noting that veterans have accelerated learning curves, leadership skills, and integrity. He outlined strategies companies can use to attract veterans, including developing military-focused content, attending career fairs, and translating military skills to civilian jobs. Stene emphasized creating veteran-friendly onboarding and promoting programs.
Homeward Deployed Internal Coach Training Program
Describes the internal coach training program that Homeward Deployed is developing to train veterans, especially wounded veterans, and military spouses, especially the spouses of the wounded and the fallen, to be coaches for Homeward Deployed.
June AR-RAP Newsletter
This document provides tips for Army Reserve recruiting assistants to successfully recruit new soldiers. It recommends that recruiting assistants talk to everyone they encounter about joining the Army Reserve, get creative in advertising the opportunity such as putting business cards in gas stations, and ensure they understand the qualification requirements. Recruiting assistants are encouraged to focus their efforts on their workplace, neighborhood, extracurricular activities, gyms and more to find potential recruits.
CampAlliancewebpage
Camp Alliance provides resources and support services to National Guard and Reserve units and their families. Their website outlines their mission, events, community involvement, and resources. The organization aims to channel donations and volunteer efforts into a centralized infrastructure to directly assist Guard/Reserve units with deployment/readiness. Their goal is to actively lead support for these part-time military members and families who are relied on more but receive less assistance than active duty forces.
Da 5427 website
This document contains a 23-item questionnaire for a company commander to assess a candidate's suitability for an assignment to Army recruiting duty. The commander is asked to rate the candidate on a scale of 1 to 5 based on qualities like leadership, communication skills, community involvement, family support, and ability to represent the Army professionally. Any rating of 3 or below requires an explanation. Biographical information about the candidate and commander is also collected.
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veterans-infographic.2016
The document provides 8 tips for attracting and retaining veterans in the workforce: 1) Develop cultural competency and empathy for veterans, 2) Educate managers to overcome misperceptions of veterans, 3) Customize job postings and messaging for veterans, 4) Target veterans directly through military bases or veteran organizations, 5) Identify and leverage existing veteran employees, 6) Mentor and support veterans through the onboarding process, 7) Leverage veteran employment resources for hiring support, and 8) Integrate corporate social responsibility projects related to military service.
Returning Military Veterans; how do they fit in?
Learning Objective: Increase knowledge awareness of employment opportunities for veterans in the energy field
When you get past the defense department jargon, it’s clear that the men and women returning from military service bring with them an array of skills, invaluable experience, and a work ethic second to none on the globe. Veterans return home to the United States with the knowledge that they have proven themselves in some of the most challenging remote environments in the world.
Military veterans, regardless of their particular areas of service, have all had:
• Intensive exposure to advanced technologies, even in careers in traditional "ground-pounder" forces.
• Extensive, government-paid education and training, in some of the world's best schools.
• Long experience working in remote, outdoor environments
• Extensive familiarity with jobs requiring work shifts longer than the traditional, eight-hour workday, and
• A highly developed sense of personal responsibility for the lives, welfare and safety of their colleagues, because of their training, operational requirements and the exposure of facing off against hostile foreign forces, while often at the same time facing up to unpredictable weather forces that often seem equally hostile.
This workshop will attract high interest from senior military officers as well as line and staff officer attendees.
At the end of this seminar, participants will be able to:
a. Examine strategies to discern the military resume and qualifications.
b. Explore the skillsets that military veterans can add to the corporate environment.
c. Discuss recruitment techniques for increasing veterans in the energy workforce.
Family Connection Newsletter October 2014
The document discusses resources for maintaining healthy relationships and preventing domestic abuse. It provides tips for building safe, respectful and positive relationships including communicating respectfully, compromising, showing support, and spending quality time together. It also promotes the Fleet and Family Support Program for helping with relationship skills and challenges.
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
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In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
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Similar to Employer Guide to Hiring & Retaining Veterans
Running head WHAT IS NEXT FOR RETIRED MILITARY SPOUSE1.docx
Running head: WHAT IS NEXT FOR RETIRED MILITARY SPOUSE 1
What is next for Military Spouse Once the Active Duty Personnel Retires?
WHAT IS NEXT FOR RETIRED MILITARY SPOUSE 4
· PROBLEM:
· There is a lot of military’s spouse who chooses to stay at home while their spouse was active in the military. The reason can range from being new to state or country and not trusting or knowing anyone who can babysit their child. On the other hand, since one parent is away overseas and they did not want to subject their child to having one parent away and another parent gone for eight hours a day. Whatever the reason may be once the active duty personnel are retired what next for the stay at home parent. Their spouse income will dramatically decrease leaving the household in a bind. Some programs focused on the spouse of active duty personnel but not any programs that concentrate on the retired personnel spouse.
· OBJECTIVE
· The stay at home spouse of retired military personnel might have to go to work to help supplement their spouse’s retirement check. If the stayed at home spouse does not have the desired skills an employer seeks, that spouse might need to learn new skill s or brush up on their old skills to gain employment or to become employable.
· America still care about retired military families
· This program will put money back in the economy.
· Making people employable and educated
· Marrying employers with eager unemployed retired military personnel’s spouse
· Not only do retired personnel need to readapt into civilian world their spouses need the same training and education offer to their spouses.
· Right before an active duty a personnel decides to retire the military sends them to classes.
· Anywhere from resume’s writing classes, job fairs, and these classes is to help them to readjust to civilian life.
· The program (METHOD)
· Will focus on retired military souse who is interested in going back into the workforce who lack the skills and or training
· Computer classes
· Resume writing classes
· All in one stop
· Job fairs
· Mock interviews
· Linking
· Social services
· Legal services
· To instill the skill development effectively to the spouses, effective methods will be employed.
· One of the methods is to expose the spouses to other spouses outside the military service running their small-scale businesses.
· The exposure will give the spouses a basic insight and confidence of running their own business.
· The second approach will involve introducing the group to a consultant to learn basic work skills and business plan development
· Funding (BUDGET)
· Grants
· Tuition
· Private scholarship
· Private funding
· Volunteers
· Partnership with the VA
· The grant fund been sought is intended for start-up expenses.
· This implies the on-going needs of the program will be financed by soliciting funds from different sources.
· The start-up costs includes acquiring the support equipment, hiring skill developers, raising a.
Military staffing
This document provides information on laws, organizations, and resources that protect the employment rights of veterans and support veteran hiring. It discusses the Uniformed Services Employment and Reemployment Rights Act (USERRA), the Equal Employment Opportunity Commission (EEOC), the Americans with Disabilities Act (ADA), and the Office of Federal Contract Compliance Programs (OFCCP). It also provides tips for understanding military experience, translating skills, overcoming biases, and identifying veteran-friendly employers and roles.
Military Veteran staffing slideshare
The document provides information for employers on staffing military veterans and understanding relevant laws and programs. It discusses USERRA, EEOC, ADA, and OFCCP and how they protect veterans' employment rights. It also outlines programs like TAP that assist with military transitions to civilian jobs. Resources for employers include organizations like Hiring Our Heroes that connect veterans with job opportunities. The document provides guidance on understanding military experience, translating skills, and strategies for recruiting and hiring veterans.
Nova slides final may 04 (2)
The document summarizes an HR presentation about employment opportunities at the VA Palo Alto Health Care System. It provides an overview of the application process, types of appointments, veterans' preference, and requirements for different positions. Contact information is given for questions.
Palo Alto VA - May 2010
The document summarizes an HR presentation about employment opportunities at the VA Palo Alto Health Care System. It provides an overview of the application process, types of appointments, veterans' preference, and requirements for different positions. Contact information is given for questions.
Palo Alto VA Presentation - May 2010
The document summarizes an orientation presentation for new employees at the VA Palo Alto Health Care System. It provides an overview of the application process, types of appointments, veterans' preference, and eligibility requirements. Key information includes how veterans' preference applies for competitive vs merit promotion announcements, the Veterans Employment Opportunities Act, Veterans Recruitment Appointment authority, and exceptions for disabled veterans.
2017 Veterans Well-Being Survey
Edelman conducted a survey between May-June 2017 to assess perceptions of veterans’ well-being in America.
The survey examined audiences’ perceptions of veterans’ job skills, education and employment to understand how veterans may be viewed as potential employment candidates. In addition, the survey explored perceptions of veterans’ mental and physical health, as well as their role in society.
CCC Nov 2015DRPS (2) (1)
This document discusses the career successes of several veterans in various fields. It profiles veterans who have found success in sales, social work, law enforcement, healthcare, public service, and government work. Each veteran discusses how their military experience and skills translated well to their chosen civilian career. They emphasize traits like leadership, teamwork, work ethic, and commitment that helped them succeed. The document argues that veterans can find fulfilling careers in many different fields if they pursue opportunities with perseverance and belief in themselves.
Cdrs packet example
This document contains an application for a sensitive duty assignment. It requests personal information from the applicant including name, rank, social security number, and answers to questions regarding any arrests, convictions, or police involvement in the last 12 months. The form notes that certain offenses would disqualify the applicant, such as sexual crimes, extremist activities, or court martials. It collects a signature from the applicant and recommending commander to verify the accuracy of the answers.
Acap august 2013 newsletter (1)
The document provides information about transition assistance services available through the Fort Stewart ACAP office. It discusses how ACAP assists soldiers, veterans, and their families with career transition goals through services like resume development, job searching, and interview preparation. It encourages leadership to promote ACAP and get soldiers involved in transition preparation to help ensure their future success after leaving the military.
Acap august 2013 newsletter (1)
The document provides information about the ACAP (Army Career and Alumni Program) center at Fort Stewart, Georgia. It discusses how ACAP assists soldiers transitioning out of the military to find civilian employment, education opportunities, or start their own businesses. The manager encourages leaders to promote ACAP and help soldiers prepare for career transition. ACAP offers transition services and helps soldiers compare reenlisting versus civilian opportunities. The goal is to set soldiers up for successful careers after the military to strengthen their own lives and communities.
Military recruiting strategies - Minnesota Recruiters 10/5/12
Ryan Stene led a discussion on military recruiting strategies for Minnesota recruiters. He began by providing background on his experience in talent acquisition and passion for recruiting productivity, branding, social media, and technology. Stene then discussed why companies should recruit from the military, noting that veterans have accelerated learning curves, leadership skills, and integrity. He outlined strategies companies can use to attract veterans, including developing military-focused content, attending career fairs, and translating military skills to civilian jobs. Stene emphasized creating veteran-friendly onboarding and promoting programs.
Homeward Deployed Internal Coach Training Program
Describes the internal coach training program that Homeward Deployed is developing to train veterans, especially wounded veterans, and military spouses, especially the spouses of the wounded and the fallen, to be coaches for Homeward Deployed.
June AR-RAP Newsletter
This document provides tips for Army Reserve recruiting assistants to successfully recruit new soldiers. It recommends that recruiting assistants talk to everyone they encounter about joining the Army Reserve, get creative in advertising the opportunity such as putting business cards in gas stations, and ensure they understand the qualification requirements. Recruiting assistants are encouraged to focus their efforts on their workplace, neighborhood, extracurricular activities, gyms and more to find potential recruits.
CampAlliancewebpage
Camp Alliance provides resources and support services to National Guard and Reserve units and their families. Their website outlines their mission, events, community involvement, and resources. The organization aims to channel donations and volunteer efforts into a centralized infrastructure to directly assist Guard/Reserve units with deployment/readiness. Their goal is to actively lead support for these part-time military members and families who are relied on more but receive less assistance than active duty forces.
Da 5427 website
This document contains a 23-item questionnaire for a company commander to assess a candidate's suitability for an assignment to Army recruiting duty. The commander is asked to rate the candidate on a scale of 1 to 5 based on qualities like leadership, communication skills, community involvement, family support, and ability to represent the Army professionally. Any rating of 3 or below requires an explanation. Biographical information about the candidate and commander is also collected.
Army Essay
Military Customs and Courtesy Essay
Army Recruitment Essay
Why Accountability Is Important In The Military
Army Sustainment Essay
The Army Essay
THE SEVEN ARMY VALUES Essay
Duty: One Of The Army Values
Army Profession Essay
US Military Essay
Responsibility in the Army
Equal Opportunity in the Army
Essay On Army Values
Army Profession Essay
veterans-infographic.2016
The document provides 8 tips for attracting and retaining veterans in the workforce: 1) Develop cultural competency and empathy for veterans, 2) Educate managers to overcome misperceptions of veterans, 3) Customize job postings and messaging for veterans, 4) Target veterans directly through military bases or veteran organizations, 5) Identify and leverage existing veteran employees, 6) Mentor and support veterans through the onboarding process, 7) Leverage veteran employment resources for hiring support, and 8) Integrate corporate social responsibility projects related to military service.
Returning Military Veterans; how do they fit in?
Learning Objective: Increase knowledge awareness of employment opportunities for veterans in the energy field
When you get past the defense department jargon, it’s clear that the men and women returning from military service bring with them an array of skills, invaluable experience, and a work ethic second to none on the globe. Veterans return home to the United States with the knowledge that they have proven themselves in some of the most challenging remote environments in the world.
Military veterans, regardless of their particular areas of service, have all had:
• Intensive exposure to advanced technologies, even in careers in traditional "ground-pounder" forces.
• Extensive, government-paid education and training, in some of the world's best schools.
• Long experience working in remote, outdoor environments
• Extensive familiarity with jobs requiring work shifts longer than the traditional, eight-hour workday, and
• A highly developed sense of personal responsibility for the lives, welfare and safety of their colleagues, because of their training, operational requirements and the exposure of facing off against hostile foreign forces, while often at the same time facing up to unpredictable weather forces that often seem equally hostile.
This workshop will attract high interest from senior military officers as well as line and staff officer attendees.
At the end of this seminar, participants will be able to:
a. Examine strategies to discern the military resume and qualifications.
b. Explore the skillsets that military veterans can add to the corporate environment.
c. Discuss recruitment techniques for increasing veterans in the energy workforce.
Family Connection Newsletter October 2014
The document discusses resources for maintaining healthy relationships and preventing domestic abuse. It provides tips for building safe, respectful and positive relationships including communicating respectfully, compromising, showing support, and spending quality time together. It also promotes the Fleet and Family Support Program for helping with relationship skills and challenges.
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Running head WHAT IS NEXT FOR RETIRED MILITARY SPOUSE1.docx
Running head WHAT IS NEXT FOR RETIRED MILITARY SPOUSE1.docx
Military recruiting strategies - Minnesota Recruiters 10/5/12
Military recruiting strategies - Minnesota Recruiters 10/5/12
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The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
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哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
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原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
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Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
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Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
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Employer Guide to Hiring & Retaining Veterans
- 1. *bls.gov/news.release/pdf/vet.pdf veterancardonations.org Employer Guide to Hiring & Retaining Veterans Why Hire Veterans Veterans have much to offer any employer. Agility They are used to changes and surprises. Loyalty They have a strong sense of mission. Work Ethic They do whatever it takes to get the job done. Teamwork They’ve done critical work in big and small groups. Skill Many vets have extensive technical training. Performance They know how to work under pressure. Where to Find Veteran Job Candidates In addition to the Department of Veterans Affairs (VA), employers have many recruitment options. Here are some top resources. VA Vocational Rehabilitation & Employment Program VA Compensated Work Therapy Program (CWT) VA Employment Center VA Homeless Veteran Supported Employment Program (HVSEP) U.S. Chamber of Commerce Foundation — Hiring Our Heroes Department of Labor — CareerOneStop Department of Defense — Warrior Transition Command Official Wounded Warrior Programs (Offered by each military branch) Disabled American Veterans (DAV) National Veterans Foundation (NFV) 10% of veterans are women.* 19 million U.S. veterans.* 284,000 unemployed veterans in the U.S.* How to Interview Veterans Veterans have much different work and life experience. Remember: They aren’t boastful — probe for details about their experience. They’ll be very formal, so encourage them to relax. Ask open-end questions to get them talking. Ask them to describe their work in the military. Don’t ask for details about combat, discharge and redeployment. Concerned about a possible disability? Simply ask if he/she can perform the work. Thank veterans for their service. Veteran unemployment rates vary from 0.9% to 6.1% by state.* How to Onboard Veterans You can help a new veteran feel welcome and boost performance this way: Accommodate any disability energetically. Ask for feedback early and often. Assign a mentor — another veteran, ideally. Communicate company values and mission. Show appreciation for their military service. Support their ongoing duty — veterans may have commitments to the Reserves, etc. Support their ongoing education and training. Train managers in how to work with veterans. Train co-workers in creating an inclusive atmosphere.