Veterans Education to Employment Elizabeth Ave. Charlotte, NC 28209

Transcription

1 Veterans Education to Employment

2 Center for Military Families & Veterans Veterans Education to Employment

3 Named a New Director New Director Air Force Veteran served 8 years in the military Served three tours in support of OEF/OIF Attended Central Piedmont Community College after leaving the military Completed bachelor s and master s degrees 3

4 Statement of Purpose Focus on how community colleges, employers and workforce development teaming can improve veteran underemployment rates.

5 CPCC s Mission for Military Families & Veterans At the CPCC Center for Military Families & Veterans we provide lifelong education and career development of those who have served and their family members consistent with their needs, interests, and abilities as they transition. CPCC s Vision for Military Families & Veterans Our vision is to help our clients develop 21 st Century Life Skills while enhancing the economic, social and cultural growth of our community.

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7 WHY? Why do you all think underemployment and unemployment rates are high for Veterans?

8 Post Traumatic Stress Disorder Anxiety Family Support Separation Network Retirement Relocation to the area Escaping current living conditions

9 OUR VETERANS U.S. Army separated in 2010 U.S. Marines separated in 2009 Moved from Washington D.C. Moved from St. Louis, MI Uses public transportation Lives in Fort Mill, SC

10 HOW? How can community colleges, employers and workforce development work together to improve underemployment and unemployment rates for Veterans?

11 Our Veterans Employment to Career Initiatives : College Credit for Military Experience College Credit for Military Experience (CCME) allows military veterans who have trained in specific Military Occupational Specialties and Air Force Specialty Codes, to participate in specialized fast-track training programs that will prepare them to enter high skilled careers. Mecklenburg County Veterans Apprenticeship The primary goal of this project is to meet staffing needs for ongoing Code Enforcement functions, while providing an opportunity for unemployed and underemployed veterans to find long-term sustainable employment while continuing to serve the community they live in. New Mission: Military Women As Entrepreneurs The Women s Business Center of North Carolina and Central Piedmont Community College's Small Business Center would like to honor woman Veterans sacrifice and hard work with a conference created to help them move forward in a new mission as an entrepreneur. Veterans Path To Career Success Unsure where to begin in making the transition from the military to a civilian career? This five-part program will help you identify your areas of interest, define new career goals and uncover opportunities. You will complete a personality/interest assessment and use personalized results to map out job search strategies and develop a personal marketing approach.

12 Scholarships for Veterans Established scholarships to assist student veterans who demonstrated financial need, including: Older veterans who have previously used their benefits or whose eligibility has expired. Veterans who do not receive full Chapter 33 Post 9/11 benefits because they did not serve 36 months on active duty. Veterans for whom their level of support is inadequate to address educational and related costs. 12

13 Final Thoughts! There are no home runs only singles! The Veteran population is an important population but, fragile at times. Start small, take baby steps and have a big impact.

14 Questions Nicholas Riggins Director, Center for Military Families & Veterans

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16 Queen Associates Award-winning information technology consulting firm Certified Woman Owned Business History of serving clients across multiple industries /geographies Core business provides the best talent to our clients, while promoting the hiring of veterans and minority candidates Small enough to provide personal touch to ensure positive experience Helps service members better understand how their military background translates to the civilian marketplace Serves as an advocate to help veterans realize their true value beyond the military Serves as an advocate to help clients understand the value of hiring veterans Partners with Veteran and military spouse groups to identify and hire talent on a local and national basis

17 Veterans in Mecklenburg County 50,600+ veterans live in Mecklenburg County Gender & Race 89% are Male and 11% are female 65% are Caucasian, 30% are African American, 3% are Hispanic and 2% Other Race Age Groups 32% are between the ages of % are between the ages of % are between the ages of % are 75 and older 9% are between the ages of Educational Attainment 23% have a high school education 38% have some college or an associates degree 35% have a Bachelor s degree or higher 4% have less than a high school education Median Income Mecklenburg veterans incomes are 43% higher than non-veterans Female veterans make 54% more than non-veterans Male veterans make 12% more than female veterans Male non-veterans make 48% more than female non-veterans

18 Finding employment Key Challenges Facing Veterans Loss of purpose/isolation after leaving military Navigating veterans benefits/services networks Managing depression Accessing and having access with postsecondary education Housing and financial instability Finding support for family members - spouses, children, etc.

19 The Value of Hiring Veterans Accelerated learning curve Shorter time to productivity Leadership Teamwork High levels of engagement Diversity and Inclusion in Action Efficient performance under pressure Excellent Work Ethic Adaptability Deadline driven they meet their deliverable deadlines! Respect for procedures Service oriented High Integrity Conscious of health and safety standards Triumph over adversity Military transition WOTC $2400/veteran or $9600 per disabled veteran paid to companies that hire veterans

20 Ensuring Success Target the right role Successful Onboarding First step to long-term retention of veterans Company culture Organizational structure What is preferred response/behavior Tips on acronyms Mentor/Buddy Program (Engagement & Retention & Productivity) Leverage current military personnel 6 months minimum Show them the ropes Set clear expectations Make introductions Day in the life Provide support for technical skills or work challenges Listen and support Partner with other hiring managers to help them understand the value of veterans

21 What We Can Do Raise your personal awareness Educate community leaders, employers, service providers, etc. Engage the business community to recruit and provide job opportunities More aggressively reach out to and engage veterans for employment Identify key areas to provide training and assistance Career Counseling what skills do they have, what is their passion Transition support what corporate jobs might apply to their military training Pre-employment and soft skills training Corporate Awareness understanding and navigating the corporate environment (similarities/differences to military) Soft Skills training Communication, effective corporate collaboration and navigation, working with cross functional teams, etc. Growing areas for opportunities Technology, fastest growing sector that will continue year over year growth. Potential roles: Infrastructure, cyber security, mobile development, etc.

22 Questions?