Hiring Veterans: A Training Program for Employers
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1 Hiring Veterans: A Training Program for Employers February 12, 2015 Hosted by Booz Allen Hamilton
2 Welcome Roger Waldron, President, The Coalition for Government Procurement Ken Mills, Senior Vice President, Booz Allen Hamilton
3 Wounded Veterans Program Panel: Programs Every Veterans Hiring Advocate Needs to Know
4 Hiring Wounded Heroes: A Training Program for Employers Navy Wounded Warrior Safe Harbor Mr. Dave Pennington david.pennington.ctr@navy.mil
5 Navy Wounded Warrior Transition Veteran Support Veteran Employment Snapshot (31 January 2015) 93% of enrolled Veterans have validated their employment status Seeking Jobs Tracker School Employed Unemployable Not Seeking FY-2012 FY-2013 FY-2014 FY-2015 UNCLASS 855-NAVY WWP ( ) Supporting Sailors, Coast Guardsmen and Families
6 Veteran Friendly Employer Enable Engage - Employ Enable Many of our Veterans need a fresh start in the workforce Training Pipelines Internships have proven invaluable A Veteran Battle Buddy or mentor Pull along side with feedback on resume or interview process Human to human contact our veterans struggle with Web-page fatigue Engage If one of our Wounded Warriors is seeking employment I know about them Two pronged approach to employment matching Employers Hot List Job List Veterans Employ How can we put this veteran to work vice why we can t put this veteran to work UNCLASS 855-NAVY WWP ( ) Supporting Sailors, Coast Guardsmen and Families
7 Hiring Wounded Heroes: A Training Program for Employers Mr John Chavis Transition Section OIC Wounded Warrior Regiment 5 Feb 2015
8 Transition Support We must lead our Marines to productivity and successfully transition them onto the next stage of life. Colonel Tomko, WWR Commanding Officer WWR Careers and Education Specialists Education Employment GI Bill / VocRehab Job Training Certifications Career Assessments Enrollment Support Resume Development Interviewing Skills Job Placement Good News: Increased visibility of Integrated Disability Evaluation System phases to allow for proactive transition planning. Improved coordination and collaboration between DoD and VA at transition points. Needs: Coordinated mentorship opportunities in local communities. Caregiver training and flexible employment opportunities. Wounded Warrior Call Center 24/7: Stay Connected
9 Challenges for Transitioning Warriors Wounded Warriors are highly-skilled, employees who have demonstrated a unique ability to overcome obstacles. However, they each tend to share a few concerns regarding civilian employment: Being placed in a job that is not a good fit for them (education, skill level) Lack of confidence in self or abilities outside of military service Employers not being aware/flexible with medical appointments or medical limitations * Remember that many Marines who transition through the WWR are not combat-wounded; however, their service and sacrifice earn our assistance and your consideration for employment Wounded Warrior Call Center 24/7: Stay Connected
10 Improving the Process The key to facilitating a successful relationship for both the Veteran and employer is a better understanding: Employers and job-seekers both need a clear understanding of the demands of the job: Skill and educational concerns can be mitigated through effective recruiting efforts Using the WWR transition office to assist you in connecting to Marines with the skill set you desire Employers who want to capitalize on the unique qualities of a wounded warrior may: Offer flexible hours and job locations Provide a single POC at job location to prevent frustrating confusion for a transitioning Marine Avoid announcing or introducing a Veteran as wounded, ill, or injured or any other way that may make them feel different or uncomfortable Wounded Warrior Call Center 24/7: Stay Connected
11 Connect to the WWR Today! Sergeant Merlin German Wounded Warrior Call Center Facebook.com/wwr.usmc Download the mobile app on itunes (iphone or ipad) or Google Play (Android) by searching Wounded Warrior Our Marines and their Families are Still in the Fight! Thank you for your continued support. Wounded Warrior Call Center 24/7: Stay Connected
12 EMPLOYER SUPPORT OF THE GUARD AND RESERVE (ESGR) Feb. 10,
13 USERRA Uniformed Services Employment and Reemployment Rights Act Prior laws: Selective Training and Service Act of 1940 and Vietnam Era Veterans Readjustment Assistance Act of 1974 Enacted Oct. 13, 1994 Title 38 US Code, Chapter 43, Sect , Public Law Administered by US Dept. of Labor
14 USERRA Protection Against Discrimination Includes discrimination against employment, reemployment, termination, promotion and benefits Applies to past and current members and those who apply to be a member of a uniformed service Burden of proof is on the employer
15 USERRA: Who is Covered? Applies to: Regular military, Reserves, National Guard, National Disaster Medical System Past & current employees with uniformed service Applicants for employment with uniformed service Anyone assisting someone to obtain USERRA rights Employers with even 1 part time employee Successors in interest Federal USERRA statute does not apply to: Guard Members on state active duty (floods, fires, etc.) Non-Recurrent employees, Clergy, Students, Partners, Independent Contractors
16 USERRA: DoL & DoJ Administered by DOL: US Dept. of Labor Veterans Employment and Training Service (VETS) Plain English Q&A (20 CFR Part 1002) Performs investigations Cases can be referred to: US Attorney General Private legal counsel
17 Who Are We? Employer Support of Guard and Reserve (ESGR) A DoD agency established in 1972 to gain and maintain employer support for the Guard and Reserve Comprised of a National Committee and 55 State and Territory committees with over 4,500 volunteers Ombudsmen assist service members and employers in resolving employer related problems or issues Develops and implements employer and military outreach programs
18 Virginia in 2014 Military Outreach 3,063 Service Members Influenced in FY14 Employer Outreach and Awards 3,341 Employers Influenced 1,203 Statements of Support Signed 317 Patriot Awards Ombudsman Services 93 Cases 76% Resolved Employment Initiatives 206 H2H Direct Hires 5.2% State Average Unemployment Rate
19 STATEMENT OF SUPPORT FOR EMPLOYERS: Employers can publicly pledge support for RC members by signing an SoS Public pledge acknowledges: Adherence to USERRA Commitment to educate managers and supervisor Commitment to employ Guardsmen, Reservists, and Veterans Commitment to support Service members and their families
20 Patriot Award Presented to outstanding: Supervisors Managers Bosses Chief of Police Earl L. Cook, City of Alexandria (Va.) Police Department (r.), receives a Patriotic Employer Award from Lew Brodsky, Area Chairman, Northern Virginia Committee for Employer Support of the Guard and Reserve. 317 Awarded in
21 Patriot Award Awarded to USAA 21
22 Pro Patria Award Presented Annually in each state to One small employer One large employer One public sector employer This is the highest level award that may be bestowed by a state ESGR committee.
23 Pro Patria Award Mike Younkers, Senior Director, Cisco Systems Engineering
24 Pro Patria Award Jenzabar, INC
25 Freedom Award
26 H2H is now on ebenefits, and It s Free! For Service Members Search Veterans Job Bank Military Skills Translator Resume and Profile Builder Advice and Training (Resume, Interview) Upcoming Career Fairs Career Exploration (Skill Assessment) View Employer Commitments
27 H2H is now on ebenefits, and It s Free! For Employers Search Veteran Profiles Post Jobs Advice and Training on: How to hire and support Veterans Translating military skills to civilian skills Best practices and case studies Search Upcoming Career Fairs Make Employer Commitments
28 Network of Employment Transition Coordinators
29 56 EC s nationwide H2H case management system Number of hires - key metric VA EC 35 Hires accounted for since July Over 100 total current job seekers H2H cases balanced with event coordination and attendance Work closely with Virginia Employment Commission (VEC) and Virginia Values Veterans (V3)
30 Employment Assistance Workshops (EAWs) - Experienced HR professionals, VaESGR volunteers, and VEC staff provide training on: Writing effective resumes Successful behavioral interviewing skills H2H.jobs sign ups and job searching Hiring Events Done in conjunction with EAW s and V3 events Will have employers available to connect with job seekers
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35 Bryan Hicks DoD Contractor Mullins Armory 5901 Beulah Road Sandston, VA
36 Volunteers Wanted 36
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38 Contact Information Virginia Full Time Staff
39 Wounded Veterans Program Panel: Programs Every Veterans Hiring Advocate Needs to Know
40 Networking break with Veterans Organizations
41 Keynote Speaker: Commissioner John Newby, Virginia Department of Veterans Services
42 Industry Panel : The Path to Developing a Successful Veterans Hiring Program
43 Keys to Successful Veteran Employment Practices Recruit+Retain Train Leadership Support Train Recruit Retain Recommendations: Educate Hiring Managers about the valuable skills of veterans and military spouse candidates Train recruiters and HR professionals regarding postgovernment requirements, military benefits, company programs Recommendations: Join strategic partnerships (i.e. 100JMK, MSEP) Work with hiring managers to coordinate hiring goals to include veterans and spouses Identify community partnerships to expand company s brand and presence with the veteran community Recommendations: Establish affinity groups or employee resources groups (ERGs) for veterans and spouses Include transition training in new hire orientation Identify ways to communicate benefits and resources Leverage mentorship or OJT to facilitate transition
44 VETERANS HIRING: INDUSTRY PANEL Best Practices for Hiring, Supporting, and Developing our Veterans The Power of Partnership from Vision to Reality
45 L-3 At a Glance North America South America Europe Africa Asia Australia Prime for ISR, Aircraft Modernization, Logistics, Enterprise IT Supplier of Communication and Electronic Systems #6 in U.S., #9 Worldwide in Defense Sales Broad/Diverse Technologies, Customers $12.6B Annual Revenue (2013) 400+ Office Locations (151 International) 32 Countries ( = Country with L-3 office) 48,000+ Employees L-3 Business Segments National Security Solutions Cybersecurity Solutions, High-Performance Computing, Enterprise IT Services, Analytics, Intelligence Analysis Electronic Systems Electronic Systems Broad Range Of Products Including, Systems, Subsystems, Components and Related Services for Military and Commercial Platforms Aerospace Systems Products and Services For The Global ISR Market, Specializing In SIGINT and COMINT, and Modernization, Upgrades, Sustainment, Maintenance and Logistics Support For Various Aircraft Communication Systems Products and Services For The Global Communications Market, Specializing in Strategic and Tactical Communication Systems 2/12/2015 Customer Focused with Outstanding Performance
46 Commitment to Hiring Veterans L-3 s affinity and commitment to veterans is shown through our employment of more than 15,000 veterans Veterans represent ~30% of L-3 s overall workforce L-3 NSS averages veteran hires a year Decision in 2011 to enhance our military recruiting strategy Awards 2013, 2012, 2011 Champion of Veterans Enterprise Award 2013, 2012 Excellence in Partnership award from the Coalition for Government Procurement for Best Industry Veteran Hiring Program 2012 Secretary of Defense Employer Support Freedom Award 2/12/2015
47 Our Approach and Objectives To develop, implement, and maintain a full-scale Military transition program To develop and grow the L-3 NSS veteran new hires population To establish L-3 NSS as a Veteran Employer of Choice Maintain an active program to support the community and sponsor our active Military, Veterans and Wounded Warriors 2/12/2015
48 Quick Hit Recommendations Identify resources to support and network Build strategy Create a designated POC to stay in contact with during transition two way communication Create a dedicated internal and external web page Identify 2-3 government partners for this year Identify 2-3 opportunities for employees to get involved Recognition and taking the time to say thank you to your veteran employees- i.e. annual Veterans Day cards 2/12/2015
49 Active Participation in Efforts to Hire Veterans Partnered with the Employer Coalition Veteran Team, a group that helps veterans find jobs by holding job fairs, providing resume-writing assistance, and teaching interviewing skills Since 2012, attended more than 50 veteran hiring events and Transition Assistance Program (TAP) classes across the country Attended workshops Easter Seals offered in MD on hiring disabled veterans L-3 has actively committed to partnering and subcontracting with veteran-owned small businesses (VOSBs) to foster greater job opportunities in the marketplace Mentor veterans, military spouses and wounded warriors transitioning out of service through e-mentoring Partner in Operation Impact Network of Champions 2/12/2015
50 Involvement in the Community Financially supports Homes for Our Troops, an organization that builds homes for veterans Corporate Partner of the Wounded Warrior Project Hosted an L-3 Golf Tournament with the Wounded Warrior Project Member of the Employer Partnership of the Armed Forces Partner in Operation Healing Waters, and Operation Jump Start L-3 serves on a review board that provides grants to military organizations, their families, and Wounded Warriors (WWs) 2/12/2015
51 Involvement in the Community (cont.) Supporter of the Military Spouse Employment Partnership, which promotes hiring and helping military spouses searching for jobs L-3 participates in organizations that drive veteran business growth: Supports the Veteran Institute for Procurement program, training SDVOSBs and VOSBs how to succeed in the federal contracting market Sits on the Chamber of Commerce Military Affairs Committee Participated in Wreaths Across America four years in a row with 50+ employee volunteers 2/12/2015
52 Questions? At L-3, we foster an environment that encourages innovation, rewards accomplishment, values diversity, and promotes teamwork. Our veterans exemplify this ethos, showing a stellar work ethic and attitude, always putting the customer first, and proudly representing our L-3 culture. 2/12/2015
53 Operation IMPACT (Injured Mlitary Pursuing Assisted Career Transition) Karen Stang, Program Operations February 2015
54 Operation IMPACT (Injured Military Pursuing Assisted Career Transition) OUR HISTORY Grass roots program with mission to provide assistance with career transition to severely injured service members suffering from wounds, injuries or illnesses that were incurred while deployed in military combat operations following the events of September 11, 2001 OUR TEAM A dedicated core team to support program management, personalized placement assistance, community outreach and workplace accommodations OUR APPROACH Once in the program, candidates are actively marketed internally and throughout our Network of Champions Post employment support is also provided to assist with assimilation into Northrop Grumman culture 54
55 Our Commitment Personalized assistance through hiring process A personal point of contact who will assist with identifying potential job placement, review applications and proactively market candidate to hiring managers, assist with resume writing, provide support and mentoring through interview stage, hiring process and beyond Centralized process for review of reasonable accommodations Once a candidate has accepted an offer of employment, OI Health Services will conduct an assessment of job accommodations that should be required for the candidate to be successful. Pre and post-job support We host employment transition boot camps to prepare for transition and provide support post-hire as needed; i.e., mentor, training, etc. 55
56 Program Support Model Retention Leadership Commitment/ Engagement Workforce planning Pre- Recruitment Efforts Outreach Position Talent On Boarding Communicate commitment Engage & Educate Hiring Manager (HM) on program Discuss with customer on program Workforce projections Focus recruiting efforts in targeted areas of business Identify skills needed to fulfill current and project workforce Evaluate plan quarterly & report out on progress Select targeted areas to partner with key external stakeholders Boot Camps- Partner with internal stakeholders Identify and perform gap analysis Implement gap-closing strategies Partner with key internal stakeholders to review talent against position requirements Ensure OI candidate is supported throughout the process Partner and train management on EAP/ Accommodations Survey OI employees on over all experience start, stop and continue? Follow up with OI hire year 1 quarterly; year 2 every 6 months Continual Evaluation 5 56
57 Initiatives and Activities OUTREACH Host pre-recruitment employment transition boot camps at the warrior transition units and/or military hospitals Serve as panel members or speakers at wounded warrior conferences/meetings Meet with DOD, VA and DOL leadership to promote OI program and solicit referrals RECRUITMENT Attend targeted wounded warrior career fairs Receive referrals from the Services wounded warrior programs, VA hospitals, non-profit organizations, etc Provide OI information at employment transition boot camps RETENTION Ensure on boarding activities include sponsor, connection with EAP, and workplace accommodations Connect OI employees with each other NETWORK OF CHAMPIONS (NOC) Continue to grow the NoC with committed partners Provide opportunities to share best practices and involve NoC employers in outreach activities 57
58 Network of Champions The Network of Champions (NOC) was established in May 2009 as a forum to: Provide wider network for employment opportunities for wounded warriors Build community partnerships Share information on various outreach activities Leverage best practices With prior written permission, Northrop Grumman will share the Operation IMPACT candidate s resume with our partnering NOC companies Candidate resumes are distributed to NOC members monthly All candidates referred meet the eligibility criteria for OI support Only resume and information regarding their skills and abilities are shared; no information on their disability is provided 58
59 In Summary Through our outreach efforts, Northrop Grumman s Operation IMPACT program is considered the national industry best practice that supports a specific cohort of wounded warriors The success of this program significantly enhanced of Northrop Grumman s image and is a national leader in providing career transition support to this cohort in the eyes of our customers This is a unique diversity effort and a different level of support is needed to make the program successful High-touch support and a candidate-centric approach to identifying employment opportunities is required Post-employment support is critical element of success for OI employees 59
60 Contact Us Website: Karen Stang J. Antonio Marroquin Program Operations Administrative Support
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62 CGI US Veteran Hiring Initiatives CGI Group Inc. 2013
63 Agenda Why We Hire Veterans Veteran Initiatives Veteran Hiring Successes Additional Tools Things to Consider 63
64 Why We Hire Veterans Experience and Expertise Core Values Company Loyalty Leadership Hiring Veterans is an integral piece of the CGI staffing model. CGI recognizes the value Veteran s bring to our organization. Work Ethic 64
65 Veteran Initiatives and Partnerships Get Involved! 100,000 Jobs Mission Virginia Values Veterans (V3) Sponsorship Initiatives ex: Fisher House Foundation Northern Virginia Technology Council (NVTC) Veterans Employment Initiative Hiring Events (Educational Institutions & Military Transition) Military Installation Proximity 65
66 CGI s Commitment In addition to our focused hiring efforts, CGI supports a wide range of charitable causes to help meet the life needs of service members and their families, including the following: The Fisher House Foundation Operation Care for the Troops Operation Homefront Wounded Warrior Project Army Marathon Soldiers' Angels Tank Support Program 66
67 Hiring Successes CGI Hires an average of 32 Veterans per month CGI Hires veteran hires from Oct 2013 Jan 2015 are consistently between 15-25% Over 50% of our members in offices near military bases are Veteran s or Veteran Affiliated (spouses, dependents and/or parents) Top Sources of Veteran Hires include: Referrals Job Boards Job Fairs 67
68 Things to Consider When Building Your Own Veteran Hiring Program Know Your Audience Recognize Transferrable Skills Utilize Resources Available To You Invest In Tools That Serve A Dual Purpose Skill Set Abundance in Veteran Only Populations ex: supply/logistics, intelligence Employer Training & Resources Development Veterans have skills that have been part of their everyday job that they don t realize they have Tools that can serve hiring teams and candidates can be invaluable. ex: MOS Crosswalk 68
69 Thank you.
70 Industry Panel : The Path to Developing a Successful Veterans Hiring Program
71 Thank you for your participation!
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