Combat to Community Transitioning from Military Service to the Civilian Workforce A cultural competency and how-to for human resources professionals

Transcription

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

2 Importance of the Course WHAT AM I GOING TO LEARN? Cultural Competency: Learn about commonly shared attitudes, values, goals and practices that often (but not always) characterize service in the military. Veteran Jobs: Identify potential recruitment and retention strategies for supporting veterans in the workplace as well as resources to refer veterans to supportive services. Statewide Collaboration Plan: Statewide employment initiative which connects corporate hiring professionals, veteran service organizations, universities/community colleges and community-based organizations. How to become Veteran-Friendly.

3 An Overview of Services Housing: Permanent Supportive, Transitional & SSVF Health and Social Services Employment and Job Training Legal Services Institute for Veteran Policy Swords to Plowshares Combat to to Community

4 United States Armed Forces The Army, Marine Corps, Navy and Air Force fall under the jurisdiction of the Department of Defense (DoD). The Coast Guard reports to the Department of Homeland Security during peacetime and to the DoD (by way of the Navy) during wartime. All five branches have an active duty and reserve component. Only the Army and Air Force have National Guard components.

5 United States Armed Forces The Army, Marine Corps, Navy and Air Force fall under the jurisdiction of the Department of Defense (DoD). The Coast Guard reports to the Department of Homeland Security during peacetime and to the DoD (by way of the Navy) during wartime. All five branches have an active duty and reserve component. Only the Army and Air Force have National Guard components.

6 Common Types of Military Service ACTIVE DUTY (AD) Full-time active service in the U.S. military (Army, Marine Corps, Navy, Air Force, Coast Guard). This includes members of the Reserve components serving on active duty but does not necessarily include all National Guard serving full-time. DRILLING RESERVE Part-time military service usually consisting of one weekend a month plus two weeks a year. Includes the Army Reserve, Marine Corps Reserve, Navy Reserve, Air Forces Reserve, Coast Guard Reserve, Army National Guard and Air National Guard. When reserve forces are mobilized for full-time active duty service they serve on active duty until demobilized, at which point they revert back to drilling reserve status.

7 Common Types of Military Service NATIONAL GUARD A reserve component of the U.S. Armed Forces, the National Guard is a state militia that answers first to the governor but can be put into federal service by order of the president. When activated for full-time federal service Guard members are considered active duty but are not included in total strength numbers of the active duty Army/Air Force. If not on active duty status their service obligation is one weekend a month and two weeks a year and may be called-up for full time service such as in the case of natural disaster relief efforts. However, the state call-up is not considered active duty service. ACTIVATED GUARD AND RESERVE (AGR) National Guard and Reserve members who have been moved from their reserve status (mobilized) into active duty, usually for a set period of time (six months, one year, etc.). Swords to Plowshares Combat to to Community

8 Current Conflicts COMBAT OPERATION AREAS AROUND THE GLOBE Global War on Terror (GWOT) Includes Operation New Dawn, Operation Enduring Freedom Also Known As Overseas Contingency Operations Operation Iraqi Freedom (OIF) Iraq combat operations from 4/19/2003 to 9/1/2010 Operation New Dawn (OND) Refers to U.S. troops remaining in Iraq for non-combat operations Operation Enduring Freedom (OEF) Refers to the conflict primarily in Afghanistan, as well as other theaters of combat operations Operation Inherent Resolve (OIR) Refers to the ongoing operations in Iraq and Syria

9 Who Are They? HOW MANY IRAQ/AFGHANISTAN VETERANS ARE THERE? Over 2.8 million men and women have been deployed since September, Forty percent have been deployed more than once. Almost 2 million Iraq and Afghanistan veterans are currently separated from the military, and 61 percent* have obtained VA healthcare. *Analysis of VA Health Care Utilization among Operation Enduring Freedom (OEF), Operation Iraqi Freedom (OIF) and Operation New Dawn (OND) veterans. September 2015.

10 California Veterans How many veterans live in California? What about Guard and Reserves? California is home to 1.8 million veterans, more than any state, and anticipates receiving 35,000 40,000 new veterans every year for the next several years; more than any other state. The California National Guard is the nation s largest and most frequently deployed force in the country with 40,000 deployed since September 11, How many California veterans are unemployed? California veterans have high rates of unemployment compared to other states and compared to the civilian population, at 5.4% for all California veterans.

11 Women Veterans WOMEN VETERANS share many of the short- and long-term physical and emotional consequences and needs that their male counterparts face as a result of serving their country. In addition, as women veterans they have unique experiences and needs.

12 Women in the Military BY THE NUMBERS 15%: Active duty force. 19%: National Guard and Reserves. 20%: New recruits. 10%: Veterans (projected to nearly double over next 20 years while the population of men is projected to decrease). 12% of active duty women and 16% of women Guard and Reserves are single mothers, compared to 4% who are single fathers.

13 Women in Combat 1994 COMBAT EXCLUSION POLICY States that women shall be excluded from assignment to units whose primary mission is to engage in direct combat on the ground. FEBRUARY 2012 REVISED COMBAT EXCLUSION POLICY Women fly combat aircraft, serve on combat ships, combat medics, military police, etc. but are still banned from serving in the infantry; 20% of positions still remain restricted to men.

14 Identify a Veteran

15 Identify a Veteran

16 Who is a Veteran? WHAT ARE SOME STEREOTYPES ABOUT THE VETERAN POPULATION? All veterans served in the infantry. All veterans are in crisis. All veterans have served in combat. Women do not serve in combat. All combat veterans have post-traumatic stress (PTS). Veterans are rigid. Veterans with disabilities are unemployable. All people who were in the military selfidentify as veterans.

17 Military-Related Stress and Injuries Physical injuries including musclo/skeletal, paralysis, amputation, burns and blindness Post-traumatic stress disorder (PTSD) Traumatic brain injury (TBI) Military sexual trauma (MST) Alcohol and/or substance abuse Depression/suicide

18 The Elephant in the Room POST-TRAUMATIC STRESS DISORDER AND MENTAL HEALTH CONDITIONS 26% of veterans have PTSD or another mental health disorder.* 26% of U.S. citizens have a diagnosable mental health condition each year.* o o o Mental health issues are not as prevalent among veterans as many assume. Mental health issues are not unique to the veteran population. Dealing with mental health and disability is a daily function of doing business. *Kessler, R.C.; Chiu WT, Demler, O.; Walters, E.E. Prevalence, severity, and comorbidity of twelve-month DSM-IV disorders in the National Comorbidity Survey Replication (NCS-R). Archives of General Psychiatry. Vol.62(6). pp: June 2005.

19 The Business Case for Hiring a Veteran BEYOND THE CLICHÉS* Value of a Veteran Skills Transfer Across Contexts/Task Advanced Technical Training Adept in Discontinuous Environments Resiliency Systematic Planning and Organization Ability to Work Under Pressure and Meet Deadlines Client Customer Service Skills Team Building/Leadership/Membership Organizational Commitment Cross-Cultural Experiences Experience/Skill in Diverse Work-Settings Entrepreneurial Self-Direction Commitment to Excellence * Guide to Leading Policies, Practices & Resources: Supporting the Employment of Veterans and Military Families, Syracuse University. and Findings from the California Association of Veteran Service Agencies Veteran Engagement Summit, Swords to Plowshares.

20 Military Education BOOT CAMP SERVICE MEMBERS RECEIVE STATE OF THE ART TACTICAL AND TECHNICAL TRAINING Basic Training: All enlistees learn weapons marksmanship, hand-to-hand combat, physical fitness, first aid and survival techniques. SELECTION OF SPECIALTY Specific individualized training is different for each career path which can last anywhere from two months to two years which focuses on the skills and day-to-day operations that lays the foundation for understanding the military structure and the interlacing roles and responsibilities. CONTINUING EDUCATION IN PROFESSIONAL CAREER FIELDS In addition to continuous on the job training, each career field has intense professional development and leadership training that occurs periodically and with promotions.

21 G.I. Bill: Types of Training Correspondence training Entrepreneurship training Flight training THE FOLLOWING ASSISTANCE IS APPROVED UNDER THE POST-9/11 GI BILL Independent and distance learning Institutions of higher learning undergraduate and graduate degrees Licensing and certification reimbursement Vocational/technical training, non-college degree programs National testing reimbursement On-the-job training Tuition assistance top-up Tutorial assistance Vocational/technical training

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

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

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

25 The Bottom Line Hiring veterans is good for business

26 Corporate Initiative GOT YOUR SIX is a campaign to bridge the civilian-military divide by creating a new conversation in America, so that veterans and military families are perceived as leaders and civic assets.

27 Corporate Initiative

28 Skills Translation A cryptology linguist is primarily responsible for identifying foreign communications using signals equipment. Their role is crucial as the nation s defense depends largely on information that comes from foreign languages. Multimedia illustrators are primarily responsible for operating multimedia-imaging equipment in order to produce visual displays and documents. They produce graphic artwork that is used in Army publications, signs, charts, posters, television and motion picture productions. Naval Air Crewmen Avionics (AWV) are members of a fixed wing integrated tactical aircrew aboard maritime patrol and reconnaissance and command and control aircraft. Personnel are knowledgeable of all avionics systems, safety equipment, emergency procedures, and aircraft equipment. Multimedia Illustrator = Graphic Designer Cryptology Linguist = Marketing Communications, Security Intelligence & Analysis Air Crewmen Avionics = Computer/ Electronics/ Telecomm Install/Maintain/Repair, Electrical Design Drafter

29 Skills Translation Tool

30 Service-Connected Veterans Strongly encouraged to apply VETERAN PRIORITY HIRING Although the ADA prohibits discrimination, On the basis of disability, it does not preclude affirmative action on the behalf of individuals with disabilities. An employer may but is not required to hire a qualified veteran with a disability over other qualified applicants with disabilities. HIRING DISABLED VETERANS An employer may ask an applicant if they are a disabled veteran if they are seeking to hire someone with a disability. Employers may also ask a veteran service employment agency to recruit a qualified veteran who has a disability.

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

32 Veteran Affinity Groups

33 Veteran Affinity Groups Swords to Plowshares Combat to to Community

34 Veteran Corporate Employment Initiative SERVICES Direct Placement Job Broker Employer provides the veteran service agency the job announcement, which is then recruited through the agency s employment collaborative. Training/On-the-Job Training Community college/university partnership veteran cohort training and certification programs. Corporate CBO partnerships development of mutual training and recruitment strategies.

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

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

37 Community-Based Organizations SERVICES Direct Placement Job Broker Employer provides the veteran service agency the job announcement, which is then recruited through the agency s employment collaborative. Training/On-the-Job Training Community college/university partnership veteran cohort training and certification programs. Corporate CBO partnerships development of mutual training and recruitment strategies. Administration of Department of Labor, VA and state grants.

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

39 Collateral Do and Don t DO S Clearly state what the program is/does, who is eligible, and how to apply/reach you for more information. Use good graphics/pictures. Pictures from good outreach materials. (Example:

40 Collateral Do and Don t DON T be overly complex and try to fill every space on your materials. use flags and other typically patriotic imagery. use the term female use woman; male use man.

41 What Employers Can Do PEER MENTORING: Matching veterans with veterans Knowledge of veteran-specific resources Look at your Employment Assistance Program CALL SWORDS TO PLOWSHARES FOR HELP

42 Create a Game Plan Translate knowledge learned today into a plan to become veteran-friendly. Reach out to veteran service organizations in your area to learn how to create veteran hiring programs. Create a relationship with the Employment & Training Department at Swords to Plowshares.

43 Checklist Why Partner with Veteran Service Organizations (VSOs)? Review brochures, recruitment materials, and website for veteran friendliness. Use Military Occupational Skills (MOS) Translator for job skills. In Job Advertisements Military Occupational Skills. Service-connected veteran preference for hiring. Advertise to veteran and military groups (both online and off). In the Interview Ask open-ended questions about military experience. Be aware of other professional skills gained through military experience. On the Job Does your organization have a military/veteran affinity group or mentorship program? Is your human resources department familiar with military/veteran disabilities? Have employees at your organization taken any courses on military/veteran cultural competency? Begin on the job training and job coaching.

44 The Bottom Line Being a veteran-friendly company will help you gain and retain talent

45 Questions

46 Thank You For Your Attendance