Veterans: A Highly Effective Workforce

Transcription

1 Veterans: A Highly Effective Workforce BROUGHT TO YOU BY THE PRIMARY CARE ASSOCIATIONS OF ALASKA, IDAHO, OREGON, WASHINGTON, THE NWRPCA AND CHAMPS This live program has been approved for 1.5 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at The program ID number will be provided on Certificates of Completion for those requesting credit for attendance. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre approved for recertification credit. Veterans: A Highly Effective Workforce How to Recruit and Retain Veterans in Community Health Centers Jeff Mengenhausen, MBA, COO Horizon Health Care, Inc. 1

2 Introduction Jeff Mengenhausen, MBA Chief Operating Officer Horizon Health Care, Inc. U.S. Navy SEAL Active Duty & Active Reserves Special Operations Chief/E-7 Horizon Health Care Inc. 11/14/2013 CHAMPS/NWRPCA 2

3 Learning Objectives Understand why Veterans are a good fit for health centers-- both as staff and potential board members Identify the different rank structures in the military and military terminology Develop recruiting strategies to obtain highly qualified Veterans Determine if a Veteran s skills/experience are appropriate for your health center Understand the general challenges and misconceptions about recruiting/hiring Veterans Military Branches Army Navy Air Force Marine Corps 3

4 Current Veteran Statistics 2.5 million Iraq and Afghanistan Veterans 400,000 service members have deployed 3 or more times 670,000 have service related injuries Veteran Unemployment Rate: Current 7.3% % 0.0% 2.0% 4.0% 6.0% 8.0% 10.0% 12.0% 14.0% Audience Interaction Question How many Veterans are currently employed in your organization? a. 0 b. 1-5 c d. 15+ e. Don t know 4

5 Military Core Values Army Loyalty, Respect, Honor, Selfless Service, Integrity Navy/Marine Corps Honor, Courage, Commitment Air Force Integrity First, Service Before Self, Excellence in All We Do Veterans Can Improve Your Team Health centers can benefit from the many strengths that Veterans bring to the workplace: Ability to learn new skills and concepts Strong leadership qualities Flexibility to work strongly in teams or work independently Diversity and strong interpersonal skills 5

6 Veterans Can Improve Your Team Ability to work efficiently and diligently in a fast-paced environment Respect for procedures and accountability Hands on experience with technology and globalization Strong personal integrity Strong sense of health, safety and property standards Triumph over adversity Veterans as Board Members Strong loyalty to their community Understand the value of good health care Willing to give back to the community Understands the benefit to serving/ volunteering Recognizes how to take an overall view of the organization 6

7 Veterans Pre-Qualified Security clearances Background Checks Secret, Top Secret, Top Secret/SCI Must have a high school diploma or GED Drug and alcohol standards Minimal criminal history Equal Opportunity/Affirmative Action As a recruitment source of Health Center Name please consider this as notice that we are an equal opportunity/affirmative action employer. All hiring decisions are based on nondiscriminatory factors without regard to race, color, sex, religion, national origin, disability, or status as a veteran of the Vietnam era, special disabled veteran, newly separated veteran and other protected veteran. In addition, Health Center Name engages in affirmative action efforts, where appropriate, to employ, train and promote qualified minorities, women, the disabled, Vietnam era veterans, special disabled veterans, newly separated veterans or other protected veterans. 7

8 Military Rank Structure and Military Terminology Audience Interaction Question What branch of the military do you have the most interaction with or understand the best? a. Navy b. Marine Corps c. Army d. Air Force e. None of the above 8

9 Military Rank Structure Why does the military have ranks? Immediate recognition of experience and responsibility Necessary in emergencies Two types of ranks Officer O1-O10 Enlisted E-1-E9 Generals and Admirals Army/Marine/Air Force Navy General Admiral Lieutenant General Vice Admiral Major General Rear Admiral (Upper Half) Brigadier General Rear Admiral (Lower Half) 9

10 Senior Level Officers Army/Marine/Air Force Navy Colonel Captain Lieutenant Colonel Commander Major Lieutenant Commander Junior Level Officers Army/Marine/Air Force Navy Captain Lieutenant First Lieutenant Lieutenant JG Second Lieutenant Ensign 10

11 Enlisted Rank Structure Army Navy Marines Air Force Enlisted Rank Structure Army Navy Marines Air Force 11

12 Senior Enlisted Rank Army Navy Marines Air Force Military Terminology Navy Enlisted Classification (NEC) US Navy Corpsman NEC: 8404 Army, Military Occupation Specialties (MOS) Army Health Care Specialist MOS: 68W Marine Corps MOS Supply Administration MOS: 3403 Air Force Specialty Codes (AFSC) Physical Medicine Specialist AFSC: 4J032 12

13 Military Terminology Standard Operating Procedures (SOPs) Area of Operation (AO) Permanent Change of Station (PCS) Forward Operation Base (FOB) Outside Continental United States (OCONUS) Commanding Officer (CO) Executive Officer (XO) Command Master Chief (CMC) Recruiting Strategies 13

14 Audience Interaction Question Is your organization currently trying to recruit Veterans? a. Yes, very successful b. Yes, somewhat successful c. Yes, not successful d. No e. Don t know Veteran Recruiting Nearly 250,000 service members transition out of the armed services every year Don t forget about the Veterans spouse and family 14

15 Where do Veterans want to go? Some Veterans want to return to their home of record Other Veterans stay in close proximity to their last assignment Other Veterans want to return to a past assignment Position your Health Center Develop a winning military recruiting strategy Leverage networks and your existing team members Market your health center as an employer of choice Utilize existing government and private initiatives 15

16 Position your Health Center Have supportive policies and practices in place for members of the National Guard and Reserve Provide orientation training to new Veteran employees on the organization s culture, services, etc. Develop and support a Veteran mentoring program Where to look for Veterans Military Bases or National Guard/Reserve Centers Military Organization Website Social Media Facebook Military Job Fairs Every state has at least one Department of Veterans Affairs Vocational Rehabilitation and Employment office 16

17 Active Duty Veterans Transitioning Transition Assistance Program (TAP) Washington 7 TAP Offices Colorado 6 TAP Offices Utah 3 TAP Offices Three day workshop Learn about Job Searches Career Decision Making Résumé and Interviewing Techniques Active Employer Presentations Veteran Recruiting Websites The Veterans and Employment and Training Service through the Department of Labor s web site. The Transition Assistance Program (TAP) was established to meet the needs of separating service members during their period of transition into civilian life by offering job-search assistance and related services. USAJOBS, created by the U.S. Office of Personnel Management, is the official job site of the Federal Government. Includes a function to search for veterans. America s Job Bank is a component of the One-Stop Career Center network. Here you can post job listings, created customized job orders and search resumes to find veterans highly trained in all types of skills. 17

18 Veteran Recruiting Websites This is a membership organization that provides a number of services to military personnel, including a job bank for employers looking for all military, from skilled enlisted ranks to experienced non-commission officers and junior military officers. A web site dedicated to helping members of the military community find civilian jobs, including active service members, veterans, and DoD civilians. A web site where former military personnel can seek careers and utilize their professional skills. The mission is to "Serve Those Who Served" by connecting veterans of America's armed forces with employers who value their experience and skills. HireVeterans.com is a Military Veterans Job Board Search Site for U.S. Veterans where Employers post jobs and Hire U.S. Military Veterans Personnel returning to civilian employment. Hire Veterans matches employment opportunities specifically for U.S. Veterans who seek work jobs with World Class Employers. Veteran Recruiting Website This web site contains a database to post job openings. It also links veterans to a number of resources to help them with their job search. The mission of USMAP (United States Military Apprenticeship Program) is to enable active duty military members to achieve a Department of Labor Certificate of Completion of Apprenticeship. This program can help qualify military personnel for specific civilian jobs once they leave the military. 18

19 Veterans Appropriate Skills and Experience Appropriate Documentation What is a DD214? Certificate of Release or Discharge from Active Duty", but generally referred to as a "DD 214", A document of the United States Department of Defense, issued upon a military service member's retirement, separation or discharge from activeduty military. It will state schools, awards, time spent in the military and etc. 19

20 Appropriate Documentation Honorable or Dishonorable Discharge Health centers cannot employ dishonorable discharged Veterans Check the Veterans DD214 and make a copy Have the Veteran supply all the appropriate licenses and qualifications as any civilian candidate Specific Skills for Health Centers Physicians PA/NP RN/LPN/CMA/NA Dentists Hygienist Dental Assistant Front/Admin Office Information Technology Management Finance/Accounting Project Manager 20

21 Federal Military Colleges United States Military Academy West Point, New York United States Naval Academy Annapolis, Maryland United States Coast Guard Academy New London, Connecticut United States Merchant Marine Academy Kings Point, New York United States Air Force Academy Colorado Springs, Colorado Military Physician Process Military physician has the same process as a civilian physician Same College Courses Same Residency Requirements Same Licenses Military Medical School: Uniformed Services University Bethesda, Maryland 21

22 Military Enlisted Schools Navy/Marine Corps Corpsman Army Health Care Specialist Air Force Medic Civilian Nurse Aid Equivalent Enlisted Veterans have to go through the same requirements to obtain their RN/LPN/CMA licenses as civilian nurses. Military Occupation Translator 22

23 General Challenges and Misconceptions of Veterans 23

24 Audience Interaction Question Do any of these issues concern you about hiring Veterans into your organization? a. Veterans with Post-Traumatic Stress Disorder (PTSD) b. Communication problems with Veterans c. Veterans with Drug and Alcohol Problems d. Hiring Service Disabled Veterans e. None of the above Top 6 Toxic Stereotypes of Veterans 1. Less Educated 2. Drug and Alcohol Problems 3. They have PTSD 4. Ticking Time Bombs 5. No Transferable Skills 6. Veterans are too Military 24

25 Differences in Veterans Short Time: Spent 1-4 years in the Military Mid-Term: spent 8-12 years in the Military Career: 20 + years in the Military How Veterans React to Leadership Allow Veterans to voice their opinions/ concerns Veterans will support their leaders and will have a loyalty towards the organization Veterans are used to rules, regulations, deadlines and being held accountable Veterans expect their leaders to lead 25

26 Rural and Urban Issues Most military bases are located near urban areas These areas are used to the military and have a better understanding of the military Rural areas have more interaction with National Guard or Reserve units Rural areas have minimal interaction with active duty service members How do Veterans Think Veterans are continually looking at getting promoted or gaining more responsibility Why is this? Turn it into a benefit Veterans are highly adaptable to change and can usually lead the change 26

27 How do Veterans Think Veterans are taught to be competitive and be better then their peers Veterans will have an unspoken respect for other Veterans There are a different set of rules in the military compared to the civilian workforce How to Communicate to Veterans Veterans have different communication styles Be straightforward and direct in all communications, including written and spoken Give clear expectations and deliverables When assigning work to a team, make sure there is an identified leader or point person Be clear about standards for promotion and what types of activities will help an employee work toward that goal 27

28 Health Center Initiatives Patient Centered Medical Home (PCMH) Meaningful Use ICD-10 Outreach and Enrollment 19 HRSA Requirements Audits Summary of Objectives Understand why Veterans are a good fit for health centers-- both as staff and potential board members Identify the different rank structures in the military and military terminology Develop recruiting strategies to obtain highly qualified Veterans Determine if a Veteran s skills/experience are appropriate for your health center Understand the general challenges and misconceptions about recruiting/hiring Veterans 28

29 Any Questions? Jeff Mengenhausen, MBA Chief Operating Officer Horizon Health Care, Inc