The document discusses programs and initiatives to help military service members transition successfully to civilian life and employment in Washington State. It notes that over 8,000 service members separate from Joint Base Lewis-McChord each year and face challenges like unemployment and "No Job Stress Disorder." In response, federal and state governments have partnered with workforce agencies, non-profits, and businesses to improve transition assistance programs, expand training and education opportunities, and connect transitioning service members with employers. Specific programs highlighted include the Transition Assistance Program, Northwest Edge cohort program, and Camo2Commerce initiative.
The document discusses the codes and conventions of the thriller genre. It states that thrillers use suspense, tension, and excitement to stimulate the viewer's emotions. It then lists the typical elements that make up a thriller genre, including the protagonist facing death, a mystery that must be solved, and themes of justice and morality. Finally, it outlines some common conventions, such as the use of busy locations, a narrative focused on an enigma, and violence as a key part of scenes.
The document discusses how marinas have evolved over time to adapt to changing markets and customer demands. It describes the transition from first generation modern marinas in the 1970-1989 period to second generation marinas in 1990-2009 that focused on customer service and amenities. Current marinas face challenges upgrading aging facilities within budget constraints. The future requires carefully assessing customer needs and financing renovation through incremental improvements or comprehensive planning. Continued progress relies on matching facilities to boat trends while finding funding solutions.
This document contains 3 math word problems. The first problem involves multiplying 2 x 8 x 4 and 4 x 4. The second problem involves multiplying 7 x 8 and adding it to 18 x 3 and then subtracting 1. The third problem involves squaring 15, multiplying it by 2 x 3, and then adding 6.
The document outlines a group's research methods for their project on promoting waste-free events on campus. Their research methods included observing how students seek information on events, interviewing event organizers, and testing poster designs. The goal is to identify more environmentally friendly ways to promote events given the excessive paper waste from printed posters on campus.
This document discusses recommendations for including on-the-job training programs in a federal jobs bill. It notes that over 27 million Americans were unemployed or underemployed in December 2009 and that job growth of over 580,000 per month is needed to return to pre-recession levels. It recommends strengthening current on-the-job training programs under the Workforce Investment Act by providing dedicated funding and making the programs more accessible to workers and businesses. It cites a Pennsylvania survey that found most employers would be more inclined to hire or recall workers if they received wage subsidies of 50-75% for on-the-job training of up to 8 weeks.
The Abuse Of Sporting Supplements Amongst AdolescentsKillian Vigna
This document is a student's submission form and essay on the abuse of sporting supplements among adolescents. The submission form provides the student's name, ID number, course of study, year, lecturer name, and date of submission. The essay introduction states that the research aims to discover factors influencing adolescent use of legal supplements and illegal anabolic steroids, and to determine what percentage of youth consume supplements and their reasons for doing so. The literature review summarizes two articles on influences on adolescent supplement use and androgenic steroid use among male adolescents. The proposed method of investigation is a quantitative survey distributed to sports clubs and gym users at the University of Limerick to answer the research questions.
The document discusses the codes and conventions of the thriller genre. It states that thrillers use suspense, tension, and excitement to stimulate the viewer's emotions. It then lists the typical elements that make up a thriller genre, including the protagonist facing death, a mystery that must be solved, and themes of justice and morality. Finally, it outlines some common conventions, such as the use of busy locations, a narrative focused on an enigma, and violence as a key part of scenes.
The document discusses how marinas have evolved over time to adapt to changing markets and customer demands. It describes the transition from first generation modern marinas in the 1970-1989 period to second generation marinas in 1990-2009 that focused on customer service and amenities. Current marinas face challenges upgrading aging facilities within budget constraints. The future requires carefully assessing customer needs and financing renovation through incremental improvements or comprehensive planning. Continued progress relies on matching facilities to boat trends while finding funding solutions.
This document contains 3 math word problems. The first problem involves multiplying 2 x 8 x 4 and 4 x 4. The second problem involves multiplying 7 x 8 and adding it to 18 x 3 and then subtracting 1. The third problem involves squaring 15, multiplying it by 2 x 3, and then adding 6.
The document outlines a group's research methods for their project on promoting waste-free events on campus. Their research methods included observing how students seek information on events, interviewing event organizers, and testing poster designs. The goal is to identify more environmentally friendly ways to promote events given the excessive paper waste from printed posters on campus.
This document discusses recommendations for including on-the-job training programs in a federal jobs bill. It notes that over 27 million Americans were unemployed or underemployed in December 2009 and that job growth of over 580,000 per month is needed to return to pre-recession levels. It recommends strengthening current on-the-job training programs under the Workforce Investment Act by providing dedicated funding and making the programs more accessible to workers and businesses. It cites a Pennsylvania survey that found most employers would be more inclined to hire or recall workers if they received wage subsidies of 50-75% for on-the-job training of up to 8 weeks.
The Abuse Of Sporting Supplements Amongst AdolescentsKillian Vigna
This document is a student's submission form and essay on the abuse of sporting supplements among adolescents. The submission form provides the student's name, ID number, course of study, year, lecturer name, and date of submission. The essay introduction states that the research aims to discover factors influencing adolescent use of legal supplements and illegal anabolic steroids, and to determine what percentage of youth consume supplements and their reasons for doing so. The literature review summarizes two articles on influences on adolescent supplement use and androgenic steroid use among male adolescents. The proposed method of investigation is a quantitative survey distributed to sports clubs and gym users at the University of Limerick to answer the research questions.
Met presentation step up savannah_final (october 2014)Step Up Savannah
The Metropolitan Education and Training Center (MET Center) is a strategic partnership located in St. Louis, Missouri that provides job training, placement, career development, and financial services. It is housed in a former factory building and offers programs in various in-demand industries. The MET Center utilizes an integrated service delivery model that bundles services like skills training, financial literacy courses, and job placement to help participants find employment and achieve career advancement and financial stability. Since 2006, over 19,000 individuals have been assessed, thousands have received skills training, been placed in jobs, and earned an average starting wage of $9 per hour through the MET Center's collaborative programs and services.
Monique Tremblay has over 20 years of experience working for Service Canada, including extensive experience developing and delivering training and providing guidance on Service Canada programs. She currently works as a Senior Program Advisor, providing functional direction and support to regions on service delivery. Prior positions include Business Expertise Advisor, where she delivered training and advised staff, and Citizen Service Officer, where she determined eligibility for benefits. She is fluent in both English and French and has a National Trainer Certification from Service Canada College.
Clayton State University's Office of Career Services has taken steps to increase collaboration with faculty and employers through programs like the Faculty Support Team and PACE initiative. The Faculty Support Team provides incentives for faculty to promote career workshops and events to students. PACE focuses on engaging students in community projects through courses across all majors. Additionally, programs like Career Bootcamp, Senior Career Academy, and EDGE work to prepare students for internships and careers through experiential learning opportunities and career development activities. Career Services has seen increased attendance at workshops and events through collaborations across campus.
The IT Infrastructure Bridging Program aims to help IT professionals find jobs in Canada by providing technical and career training. The 15-week program offers courses to help students transfer their skills to the Canadian job market and provides job search assistance including a career planning course and one-on-one support. Eligible students who complete the program will receive a Humber College certificate to help them find network administrator, systems administrator, and other IT-related roles in Canada.
The document is a resume for Raymond W. Blair that outlines his experience and qualifications for workforce development positions. Blair has over 10 years of experience in workforce development programs helping job seekers improve their skills and find employment. He also has experience coordinating rapid response efforts to assist employees during corporate restructurings and downsizing.
Kirkwood Community College partners with local employers and organizations to provide workforce training programs that align with regional labor market needs. Some of its initiatives include developing degree programs in high-demand fields like energy production and advanced manufacturing. It also partners with the Workforce Investment Board and IowaWORKS to support job training programs and connect students to employment opportunities. Kirkwood aims to increase its graduation rates and strengthen its role in developing Iowa's workforce through these collaborative efforts.
The document provides contact information for various finance-related tasks and programs within the School of Biological Sciences, including:
- Faculty research and travel awards and graduate travel awards administered by Michael Soo-Hoo and the Dean's office.
- TA allocations which are reviewed and approved by associate deans.
- Several recharge facilities like the machine shop, copy center, and autoclave overseen by various supervisors and backed up by Michael Soo-Hoo and Debbie Lee.
- The salary exchange program which allows faculty to charge up to 33% of their time to extramural funds with approval from chairs and the dean.
- The contract and grants proposal review process
1. Workforce boards partner with educational institutions like community colleges to provide training programs that prepare job seekers for in-demand occupations and help local businesses find qualified workers.
2. Successful partnerships provide funding for tuition and support services, develop programs aligned with local industry needs, and track outcomes like job placement, retention, and wages.
3. Challenges include differing priorities between workforce boards focused on employment and colleges with broader missions, as well as restrictions on the types of programs and students boards can fund.
Investments and outcomes of the CareerSource Florida network have a major impact on our state. According to a new CareerSource Florida analysis, more than half a million individuals assisted by the network who found jobs earned a total of $9.8 billion in one year, supporting themselves and their families while boosting Florida’s economy.
Career Tracks is a youth employment center in Chilliwack, BC that offers various free employment services to youth ages 15-30. Services include resume and cover letter assistance, a job board, computer access, and referrals. Additional services like employment counseling, funded training programs, and workshops are available for unemployed or underemployed youth. Career Tracks collaborates with local organizations and has assisted over 96,000 youth in its 10 years of operation.
This document provides information on various workshops and seminars offered by the Soldier for Life-Transition Assistance Program at Joint Base Myer-Henderson Hall in Virginia. It lists dates and times for classes on topics like transitioning from military to civilian life, finding federal jobs, using VA benefits, higher education, career training, entrepreneurship, personal finance, and health care. Reservations are required for most classes, which are available to registered clients who have completed initial counseling.
Apprenticeship is a structured system of hands-on training designed to teach highly technical skills. It is designed to produce craftworkers that are fully competent in all aspects of an occupation, including knowledge, skill and proficiency on the job.
After successfully completing the prescribed hours of related classroom instruction and hands-on training, the apprentice will
graduate to a highly skilled "journey worker."
America’s workforce is aging. As the baby boomers begin to retire, they will take with them a lifetime of skills and expertise, leaving potential gaps in the labor force and a demand for
younger, skilled workers. Meanwhile, to compete in a global economy, employers need employees with increasingly specialized skills, and these employees are hard to find and keep.
A growing shortage of skilled workers, coupled with increased demand, means that industry and the trades will need to work hard to attract and retain qualified candidates.
Registered apprenticeships, where employees train under the direction of seasoned journeyworkers, are one good way that businesses can prepare for the shifting demographics of the workforce.
In contrast to previous generations, today’s workers are accustomed to holding many jobs with many companies, and are comfortable jumping from one employer to the next in search of higher wages, better benefits and more opportunities. Apprenticeships foster loyalty, provide a pathway to family wage jobs and provide employers with a significant return on investment
This document summarizes the Build Dakota scholarship program, which aims to address South Dakota's skilled workforce shortage by providing "full-ride" scholarships for students pursuing vocational training programs. Some key points:
- Build Dakota was created with $25 million each from Denny Sanford and the South Dakota Future Fund. It provides up to $5-10 million per year in scholarships.
- Scholarships are for students entering high-need workforce programs like healthcare, manufacturing, and construction. Recipients must live and work in South Dakota for 3 years after graduation.
- Over 300 scholarships were awarded in the first year, with over 1,400 applications. Build Dakota also partners with over 60 South Dakota businesses.
U.S. Forest Service Employer Information SessionTridentCADC
Mr. Robin Maes, HR Specialist with the U.S. Forest Service shares an overview of the agency and the hiring process. As a bonus, he shares some great resume tips for getting a government job
This presentation is designed to address the Chapter and Society leaders of the Nation's five service academies: United States Military Academy, United States Naval Academy, United States Air Force Academy, United States Merchant Marine Academy, and the United States Coast Guard.
Career Link is a not-for-profit, federally funded workforce development agency that provides career services, training services, and business services to job seekers and employers in Local Workforce Innovation Area 15. Services include assistance with job searches, skills training programs up to $22,000 in funding per individual, and workforce recruitment and talent development for businesses. To qualify for training services, individuals must meet income guidelines or employment status criteria. Career Link's Resource Center offers job search and skills development resources to the public at no cost.
Initial Inventory of Workforce Development Programs that Align with High Dema...Fairfax County
Fairfax County Economic Success Plan recognizes that creating and sustaining a highly skilled workforce is a critical driver for economic success. However, the question is whether existing programs align with projected industry need? This initial inventory explores this question since the county's economic plan calls for coordination and efficient delivery of workforce and training programs and expanding STEM and STEAM training and preparation
Industry Partner / CBE Program Interface Faculty Development Model - Competen...Becky Lopanec
This document discusses the role of industry advisory boards in competency-based education (CBE) programs. It explains that advisory boards for CBE programs have three levels: Strategic Partners, a Business & Industry Team, and Program Advisory Boards.
Strategic Partners help identify workforce trends and design processes to gather employer needs data. The Business & Industry Team identifies current and emerging job needs and aligns curriculum with jobs. Advisory Boards advise on competencies, new developments, and provide feedback on curriculum and student progress.
The document provides examples of how each group contributes, such as helping to anticipate skills needs, create new curriculum, and revise existing programs. It also discusses best practices for qualifying and utilizing advisory
The document summarizes how self-service via SAP HR has changed processes at MIT. It provides an overview of demonstrations of the self-service system, including personal information maintenance, benefits enrollment, tuition assistance applications, and administrator proxies. It describes how self-service replaced paper-based processes, decentralized data maintenance responsibilities, reduced repetitive inquiries, and improved data access and integration across SAP modules.
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The Metropolitan Education and Training Center (MET Center) is a strategic partnership located in St. Louis, Missouri that provides job training, placement, career development, and financial services. It is housed in a former factory building and offers programs in various in-demand industries. The MET Center utilizes an integrated service delivery model that bundles services like skills training, financial literacy courses, and job placement to help participants find employment and achieve career advancement and financial stability. Since 2006, over 19,000 individuals have been assessed, thousands have received skills training, been placed in jobs, and earned an average starting wage of $9 per hour through the MET Center's collaborative programs and services.
Monique Tremblay has over 20 years of experience working for Service Canada, including extensive experience developing and delivering training and providing guidance on Service Canada programs. She currently works as a Senior Program Advisor, providing functional direction and support to regions on service delivery. Prior positions include Business Expertise Advisor, where she delivered training and advised staff, and Citizen Service Officer, where she determined eligibility for benefits. She is fluent in both English and French and has a National Trainer Certification from Service Canada College.
Clayton State University's Office of Career Services has taken steps to increase collaboration with faculty and employers through programs like the Faculty Support Team and PACE initiative. The Faculty Support Team provides incentives for faculty to promote career workshops and events to students. PACE focuses on engaging students in community projects through courses across all majors. Additionally, programs like Career Bootcamp, Senior Career Academy, and EDGE work to prepare students for internships and careers through experiential learning opportunities and career development activities. Career Services has seen increased attendance at workshops and events through collaborations across campus.
The IT Infrastructure Bridging Program aims to help IT professionals find jobs in Canada by providing technical and career training. The 15-week program offers courses to help students transfer their skills to the Canadian job market and provides job search assistance including a career planning course and one-on-one support. Eligible students who complete the program will receive a Humber College certificate to help them find network administrator, systems administrator, and other IT-related roles in Canada.
The document is a resume for Raymond W. Blair that outlines his experience and qualifications for workforce development positions. Blair has over 10 years of experience in workforce development programs helping job seekers improve their skills and find employment. He also has experience coordinating rapid response efforts to assist employees during corporate restructurings and downsizing.
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The document provides contact information for various finance-related tasks and programs within the School of Biological Sciences, including:
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- TA allocations which are reviewed and approved by associate deans.
- Several recharge facilities like the machine shop, copy center, and autoclave overseen by various supervisors and backed up by Michael Soo-Hoo and Debbie Lee.
- The salary exchange program which allows faculty to charge up to 33% of their time to extramural funds with approval from chairs and the dean.
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1. Workforce boards partner with educational institutions like community colleges to provide training programs that prepare job seekers for in-demand occupations and help local businesses find qualified workers.
2. Successful partnerships provide funding for tuition and support services, develop programs aligned with local industry needs, and track outcomes like job placement, retention, and wages.
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Apprenticeship is a structured system of hands-on training designed to teach highly technical skills. It is designed to produce craftworkers that are fully competent in all aspects of an occupation, including knowledge, skill and proficiency on the job.
After successfully completing the prescribed hours of related classroom instruction and hands-on training, the apprentice will
graduate to a highly skilled "journey worker."
America’s workforce is aging. As the baby boomers begin to retire, they will take with them a lifetime of skills and expertise, leaving potential gaps in the labor force and a demand for
younger, skilled workers. Meanwhile, to compete in a global economy, employers need employees with increasingly specialized skills, and these employees are hard to find and keep.
A growing shortage of skilled workers, coupled with increased demand, means that industry and the trades will need to work hard to attract and retain qualified candidates.
Registered apprenticeships, where employees train under the direction of seasoned journeyworkers, are one good way that businesses can prepare for the shifting demographics of the workforce.
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- Build Dakota was created with $25 million each from Denny Sanford and the South Dakota Future Fund. It provides up to $5-10 million per year in scholarships.
- Scholarships are for students entering high-need workforce programs like healthcare, manufacturing, and construction. Recipients must live and work in South Dakota for 3 years after graduation.
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Similar to Hiring veterans to meet the demand for 21st century skills jblm (20)
2. −
13,000 Service Members separate DoD-wide
per year projected to make WA State their home
− 8,000 per year separate JBLM through 2016
(we forecast ~9,500 in the next year)
− Army pays $32-35 million Army Unemployment Compensation annually for WA State residents
- Air Force pays $3.5-4.5 million Air Force Unemployment Compensation annually for WA State residents
- DoD has announced significant force reduction initiatives increasing projected number of separations through 2016
No Job Stress Disorder (NJSD)
Anxiety developed by employment uncertainty of a service member transitioning from the military to civilian workforce.
WA State Military Transition Council The Community Response
State
Public
Non-Profit
Private
Federal
•
Improved the Transition Assistance Program
•
Authorizes DoD and Homeland Security to permit participation in apprenticeship or pre-apprenticeship programs for transitioning Service Members
•
Expands education & training opportunities
•
Translates military skills & training into civilian terminology
•
Provides tax credits for companies that hire Veterans
Veteran Opportunity to Work - VOW Act
The Challenge
3. The Updated Transition Program
Previous Requirements
Service Members attend the Pre-separation Briefing no later than 90 days prior to separation
Voluntary Services
•Dept of Labor Workshop
•VA Benefits briefing
Requirements as of Nov 12
•
Mandatory transition counseling and planning NLT 12 months prior to separation (Implemented NOV 12)
•
Individual Transition Plan (Implemented NOV 12)
•
Enhanced Dept of Labor Workshop (Implemented JAN 13)
•
Improved VA Benefits Briefing (Implemented DEC 12)
•
Mandatory Financial Planning Seminar to include 12 month budget (Implemented DEC 12)
•
Capstone Event (Annotated on the new DD Form 2958) monitoring career readiness standards (Implemented APR 13)
•
Additional Track Specific Required Training:
•
- 2 Day Boots To Business for Small Business Track (Implemented MAR 13)
•
- 2 Day Higher Education and Career Technical Track Modules (Implemented NOV 13)
•
- 2 Day Employment Track Curriculum (Implemented MAR 14)
4. Benchmark Transition Requirements OPR: R2C UNCLASSIFIED 4
Pre-Separation Brief
Department of Labor Employment (DoL) Workshop
VA Brief
Resume
Capstone
> 12 Months > 9 Months > 6 Months > 5 months > 90 Days
•
Classes can be taken in 5 straight days
•
Asynchronous option available
•
Specialty classes for Chapters, MEB/PEB, Retiree, Executives
•
Last 6 months focused on enhanced opportunities leading to employment
5. Standard Track
Higher Education
Track
Career Technical Training Track
Small Business Track
-
Designed for those Service Members whose goal is to go straight into another career
-
Provides advanced courses in resume writing, interview skills, networking, social media
-
Provides opportunities to connect with companies and agencies
-
Involves classes, events, individual opportunities
-
Approximately 45% of our Service Members select this track with an additional 12% selecting part-time employment combined with part time school
-
Designed for those whose goal is to start their own business or purchase a franchise
-
Includes on-site courses, online courses and mentorship and off- site visits to incubator programs
-
Approximately 5% of our Service Members select this track
Transition Track Definitions
-Designed for those whose goal is to transition into full time higher education resulting in a baccalaureate or advanced degree
-
Provides advanced courses in accessing higher education options, the application process and funding education
-
Involves classes, events, off-site campus tours, university presentations and individual opportunities
-
Approximately 40% of our Service Members select this track
-Designed for those whose goal is to transition into a program that integrates technical and career proficiencies with academic content
- Includes organized educational programs directly related to preparing individuals in paid or unpaid employment requiring other than a baccalaureate or advance degrees. Often results in a license or other credential.
-Involves classes, off-site visits and opportunities to participate in various apprenticeship programs
-Approximately 10% of our Service Members select this track
6. Standard Track
Higher Education Track
Career Technical Training Track
Small Business Track
-
Advanced Resume/ Interview Workshops
-
Social Media Workshop
-
Hiring Events/Employer Events
-
Career Days
-
Federal and State Application Seminars
-
Updated Department of Labor Employment Workshop
-
Center For Advanced Manufacturing Puget Sound (CAMPS) Orientations/Training
-
Operation Good Jobs On-Site
-
Hire America’s Heroes Pipeline Project
-
NW Edge Program for those staying in WA (partnership with Governors Veteran’s Employee Resource Group, ProLango, UW and Economic Development Council)
-
Boots To Business Workshops
-
Veterans Outreach for Training and Education (VOTE) Series (9 week course, 4 hours each week)
-
Starting a Business Seminar
-
UW-T Incubator Program
-
Off-site Incubator Visits in conjunction with Boots To Business Workshops
Transition Track Support on JBLM
-Higher Ed Track classes and Campus Visits -College 101 Workshops
-
Professional Educational Counseling Sessions
-
Assessment and College Placement/Credit Testing
-
Graduate Degree Admission Testing
-
Troops to Teachers
-
College and Apprenticeship Fairs
-
GI Bill Information Sessions
-
College Application Seminars
-
GoArmyEd 101
-
Financial Aid Application and Scholarship Seminars
-
Army Credentialing Opportunities Online (COOL)
-
Experiential, Joint Services Transcript and Community College of the Air Force Evaluations
-Veterans in Piping (VIP) -Helmets to Hardhats -Career and Technical Colleges Orientation -Veterans in Construction Electric (VICE) -Joint Aerospace Training Center -Center for Advanced Manufacturing -Union Sponsored Training and Placement Programs -Career Technical Track Training and off-site visits -Heating, Ventilation, Air Conditioning and Refrigeration (HVAC-R) training on-post
-
Microsoft Software & Systems Academy
7. Transition Program Enablers
•
Center for Advanced Manufacturing Puget Sound
•
Operation Good Jobs (Goodwill Grant)
•
Hire America’s Heroes
•
Washington Employment Security Department
•
Camo2Commerce
•
Rally Point 6
8. 7 week program, meeting every Tuesday, facilitated by different partnering agencies providing specialized transition workshops covering:
NW Edge Program
Cohort
Participants
Hired
Information Interview/ Interview
1
Jan 14-
Feb 18
22
5
75%
2
Apr 1-
May 13
33
6
80%
3
Jun 10-
Jul 22
25 currently registered, 10 on wait status
Speaking Civilian (UW, Dylan Medina)
Social Media-LinkedIn (ProLango, Paul Anderson)
WA State Economic Demographics (EDC, Michael Cade)
Resume Tailoring (Owner, of THROC, Nancy Zellers)
Interview Workshop (ACAP, CPT Reiter)
Mock Interviews (partnering with, private, corporate, state and federal)
WA State Opportunities (WA State VERG & HR)
NW Edge Social (The Roadhouse Bistro at Russell’s Landing)
10. Major Upcoming JBLM Transition Events
•
10 Jun - NW Edge Orientation
•
19 Jun - Veteran Resource Networking Event
•
20 Jun - Hire America’s Heroes Symposium (Air Force Focus) 0800-1500 @ JBLM
•
16-17 Jul- Employer Spotlight: Patterson/UTI, 0900-1600 @ Hawk Transition Center Auditorium (Immediate hiring opportunities with drilling company)
•
6 Aug- Hiring Heroes Career Fair, 0900-1400 @ McChord Co-located Club, Bldg 700
•
27 Aug- Work Force Central Boots 2 Work Military Career Fair, 0900-1500 @ Cheney Stadium, Tacoma
•
5 Sep – Hire America’s Heroes Career Day 0900-1500 @ Tacoma Convention Center
https://www.facebook.com/JBLM.ACAP
For More Information See Our Facebook Page Under Events At:
11. •
Participate in or sponsor a networking event:
–
1st Wednesday of the month in Seattle with Marine For Life or 3rd Thursday in Pierce County
–“Brown Bag” lunch network event during Transition Assistance Program workshops – as requested at ACAP Center
How to Connect with Service Members (1 of 2)
12. •
Conduct workshops for transitioning Service Members
–
“How to:” Interview/ Write a Resume/ Network
•Provide Mentorship/ Site Visit Opportunity
•Employment /Employer Events
–ACAP Center Employer Events (Monthly)
–ACAP Employment Fairs ( 2-4 per year) – next one 22-23 OCT at JBLM
–Company Interview/Hiring Event (As requested)
•List employment opportunity
–ACAP Center/ACAP Facebook page
–H2H.jobs
•Present Company and/or opportunity brief to Career Counselors
How to Connect with Service Members (2 of 2)
13. Questions/Contact Info
Robin Baker – Transition Services Manager, JBLM ACAP, robin.j.baker10.mil@mail.mil;
Office 253-477-4752 or BB 253-686-0105
Elisabeth Rocha – Employer Liaison; elisabeth.m.rocha.ctr@mail.mil
ACAP Job Fair Email Group: usarmy.jblm.imcom.list.dhr-ACAP-job-fair- team@mail.mil.mail.mil
14. A PROJECT OF PACMTN, WORKFORCE CENTRAL, AND ITS PARTNERS:
15.
16. U.S. Department of Defense:
JBLM Transition Plan
Federal Government:
VOW to Hire Heroes Act of 2011
State of Washington: Governor’s Transition Council
Public Workforce System:
Camo2Commerce
17. C2C Vision
To fully integrate the public workforce system into the transition services provided on military installations. Through one on one career coaching and job placement services, we will enable the transitioning service member to seamlessly shift into the civilian workforce, and specifically into high demand career opportunities.
18. Career Counselors
Placement Specialist
Employers
Customers
A New Mindset
Customers are transitioning service members.
Career Counselors use their market knowledge to prepare customers for their career transition into the civilian workforce.
Placement Specialist develop career opportunities based on the workforce availability.
Employers actively recognize the transitioning military workforce as an asset and hire from regional installations.
19.
Seamless Transition to Civilian Life
Enroll 900 Transitioning Service Members
Prevention of Unemployment
Positively Place At Least 84% In Full- Time/Permanent Employment
Connect Employers with a Quality Workforce
20. PARTNERS Service Members Employers Military Community Government
TOOLS One on One Career Counseling Job Placement Support Services On-The-Job-Training (OJT) Hiring Fairs Academies Short Term/Rapid Certifications Math Boot Camps Apprenticeship Fairs Business Outreach Entrepreneurship Training Partner Organization Referrals
21. Goals/Deliverables
Goal:
Integrate the public workforce system into military transition services.
Deliverable: Streamline processes allowing for smooth transition from JBLM to the civilian workforce.
Goal:
Connect high demand sector driven careers with transitioning service members.
Deliverable:
Develop short- term training modules in high demand sectors.
Develop tools such as NW Edge and materials for our Career Counselors to educate service members on high demand regional sectors.
Goal:
Develop models of short term/national certified, employer driven training for service members.
Deliverable:
In partnership with large region employers, develop short term training that will allow for a guaranteed interview, and an upper hand for service members working to secure employment.
Goal:
Streamline the process for service members looking to become entrepreneurs.
Deliverable:
Help to organize region field trips for service members going through Boots2Business.
Provide at least 30 service members with entrepreneurship training.
Goal: Leverage resources provided by other government/non- profit organizations to better support service members in all facets of transition. Deliverable: Develop formal partnerships and MOU’s when possible, with local, regional, state, and national organizations to better leverage funding to serve transitioning service members.
Goal: Develop regional best practices for resume formatting – federal, state/local, and private sector. Deliverable: Partner with JBLM, state, and other private entities to standardize resume formats, so consistent training is provided.
Goal:
Replicate the model into other installations.
Deliverable:
Provide Camo2Commerce to transitioning service members at other installations around the state, and possibly the country.
22. Pacific Mountain Workforce Development Council
Cheryl Fambles - CEO
(360) 570-4240
Cheryl@pacmtn.org
Camo2Commerce
Sean Murphy – Project Director
(360) 470-3162
sean@pacmtn.org