Soldier for Life: Transition Assistance Program (TAP) Formerly known as ACAP

Transcription

1 Soldier for Life: Transition Assistance Program (TAP) Formerly known as ACAP

2 WELCOME TO THE GREAT PLACE CELEBRATING 75 YEARS OF SERVICE TO OUR NATION Gatesville Waco McGregor Coryell McLennan 18 September 1942 Lampasas FORT HOOD Copperas Cove Killeen/Harker Heights Belton/Temple Burnet 45kms / 27 miles Bell Salado 2

3 Training, Readiness and Power Projection 4 Brigade Combat Teams most in Army 197,000 Ac. Maneuver Area (BN Force on Force Capable) State-of-the-Art Virtual & Constructive (Simulated) Training ~ New $22M Training Support Center (FY17) ~ New $46M Mission Training Complex (FY18) Power Projection Platform (MOB/DEMOB 3,500 Soldiers) Two Army Airfields: Air Traffic Control of 15,900 miles of airspace ~ Robert Gray: 10,000 foot runway / Joint Use with GRK ~ Hood Airfield: 3,700 foot runway / 285 helicopters Rail Deployment Infrastructure: 12 Rail Loading Spurs / 17 Sorting Tracks Stage rail cars / load 240 rail x 24 hours / Platforms x 24 hours Load and Deploy a Division in 7 days

4 Who We Support Retirees/Family NAF Soldiers Annual Economic Impact $35.4 BILLION 2016 Texas State Comptroller s Office On-post Family Members Off-post Family Members GS Employees Total Population Served: 382, 304 As of January 2017 Soldiers 33,232 On-post Family Members 13,112 Off-post Family Members 35,658 GS Civilian Employees 4,809 Service & Contractor Employees 7,554 Retirees/Family Members/Survivors 288,069 NAF Employees 862 Contract Fort Hood 175 Counties

5 The Fort Hood Community - The World's Premier Installation Departments of: Public Works Human Resources Emergency Services Logistics Operations Aviation Recreation 9 On-post Schools 643 Teachers (+staff) 24,707 students on/off post Comprehensive Soldier Fitness Training Facility (CSFTF) FIRST IN THE ARMY 72 motor pools miles of combat power LARGEST IN THE ARMY 9 Gyms 12 Chapels 6,728 Family Quarters 99 Barracks (10,868 rooms) 2 large department stores, 2 large grocery stores, and 121 Exchange Facilities State of the Art Hospital 54 Bed ER / 8 Babies a Day 4,258 Patients / 19 Surgeries / 4,160 prescriptions 5

6 Fort Hood SFL-TAP Overview Fort Hood SFL-TAP Program Community and Inter-Agency Relationships: Army s largest/busiest center (74 worldwide) TSM, 2xTSS, 1xBMM and 70 Contract Staff Built for 10,250 Separations a Year (854/month) FY16 (AC): 11,940 Soldier-Clients / 59,017 TAP visits FY16 (RC): 12,652 MOB/DEMOB (CRS in 14-Days) FY16 Total Service Population: 24,592 87% of Hood clients are E1-E6 and under age 26 Full-Service VA Center/On-Site Veteran Service Org. (Texas Vets, DAV, VFW, and American Legion) Stakeholders: DoL, VA, US SBA, CTC, Texas Veterans, HOTDA, and Workforce of Central Texas Communities/Business: ~US190 and I-35 Corridor Chambers of Commerce, Economic Development Councils, and local City Councils/Officials ~Deliver Army 101 to Industry Leaders/HR Departments Local College/University and Trade Schools: ~ ACES (Traditional Cont. Ed Programs/Vetting Trade Schools) ~ CTC Career Skills Program Umbrella West Region North East Region Central Region South-East Region

7 Fort Hood SFL-TAP Program Overview INFORM 35,000 Soldiers / 719 Companies; 250 Battalions and 27 Brigades Command Teams and Senior Leaders ~ - Transition: single-largest stressor on every Soldier - TAP is Federally Mandated (VOW ACT) - UCX Impact to Army - Commander s Program (AR ) - Enter 365 days or Late PERIOD - MEB/PEB/Chapters when IDENTIFIED - DA mandates 100% CRS (Hood is RED PILOT) - Quarterly Transition Services Council - Community Service Council (Monthly) - NCOPD/OPD/Unit Briefs (75 Annually) - CDR/1SG Course (Monthly) Soldiers ~ - Participation is Mandatory - Start NLT 365 days Pre-ETS - Early Planning is Key - Individually Tailored - New Comers Brief (Weekly) - Soldier Life Cycle Industry/Agencies ~ - SFL-TAP is ONLY Point of Entry - Direct to Soldier Connection - Staffing/Talent-Management Agencies enter through SFL-TAP TRAIN FY Attended VOW Week 11,940 Clients made 59,017 Center Visits and 32,625 Phone Calls Command Teams and Senior Leaders ~ - Command Policy Letter (AR ) - Internal Transition Programs - Unit Focal Point Advisors - Commander s Reports - TAP XXI Dashboard - eform Procedures Soldier ~ - Expectation Management - PRESEP-IC/Individual Transition Plan - VA I and II/DOLEW - ebenefits and MyHealtheVet - Integrated 12-month budget - GAP Analysis; Civilian Skills Crosswalk - Individual Assessment Tool (Kuder/O*Net) - Resume/Job Search Process - Dress/Negotiations/Drop Jargon - Speaking to Industry in their Language - GPS Tracks (Ed/ENT/TECH) - Document via eform Industry/Agencies ~ -ARMY 101 (HOOD ONLY) - Internal HR Re-Tooling (Targeting/recruiting) CONNECT 3,100 Industry Connections 325 Jobs Per Week /16,900 a Year Command Teams and Senior Leaders ~ - By CSP Opportunities - By Like-Function Unit to Industry Partnering - By Tracking Success/Performance Percentages Soldier ~ - With 200 Employers at MEGA/25 at Mini/BCT - With 10 Operational Career Skills Programs - With Region/National Jobs (Direct Marketing) - With 25 Specific, Targeted Hiring Events Industry/Agencies ~ - Thru Advocacy of Soldier Hiring Regionally - Thru Supporting local/regional Job Creation - Thru COMREL (CoC, EDC, & Civic Leaders) - Thru Receipt/Vetting of Industry Jobs - Thru Promotion/Vetting/Building NEW CSP - Thru Direct Connection (Industry/Agencies)

8 Declared Intent of Soldiers in Transition 32% Desire to Stay in Texas 25% Additional Will Stay for Right Job Average 10,250 Soldiers Annually, at 250 per Week (5x50 Classroom), 41 Weeks each Year 5,125 (50%) a Year (125 a Week) Seek Full-Time Employment *50% (2563 /63) Look in Central Texas *50% (2653/63) Disperse Nation-Wide ~ AVG 125 of the 250 in VOW Each Week intend to work / CSP-Pool 512 (5%) Consider Transition to Entrepreneurship/Other (MAX of 12 Soldiers a Week, usually less) ~ AVG 12 of the 250 in VOW Each Week lean to Entrepreneurship or Other (Aka-Spouse works/stay-at-home) 4,613 a Year (113 a Week) Education *50% (2307 /56) Plan to go in Texas *50% (2307/56) Disperse Nation-Wide ~ AVG 113 of the 250 in VOW Each Week plan to go to College/University US Department of Labor: The Army closed FY16 with the lowest UCX for Soldiers in 13 years ($172.8 million). FY16 is the first time Army UCX dipped below the $200 million mark since 2003, where it closed out at $152 million. All trends predictions, based on 1st QTR FY 17 performance indicate the Army will surpass FY16 s performance levels.

9 Representative MOS Breakdown by Like-Function Wheel Mechanics Specialized Mechanics Aviation Repair Track Mechanics Infantry Armor Artillery Motor Transport Unit Supply Petro-Supply Food Services Military Police Aviation Engineers Intelligence CBRNE

10 Texas Transitions for Active Component 3 Total Army TX 15% All Other Locations 85% Soldier Relocation Information FY16 (Active Component Only) Fort Sam Houston TX 73% All Other Locations 27% Metro area Soldiers* % of Soldiers Killeen-Temple, TX % San Antonio, TX % Dallas-Fort Worth, TX (C) % Fort Bliss TX 31% All Other Locations 69% Fort Hood TX 48% All Other Locations 52% Houston-Galveston % Brazoria, TX (C) El Paso, TX % Austin-San Marcos, TX % Corpus Christi, TX % 15% of all AC Soldiers relocate to/stay in Texas NOTE: Data is from OCT 2015 to SEP 2016 Active Duty only NOTE2: Data is self-reported prior to transition and should be used as estimate/approximation only NOTE3: Dishonorable discharges not included in data 59% of soldiers exiting a base in Texas stay within the state

11 Fort Hood s VOW Process at a Glance 365 Days PLUS = On Time 364 or LESS = LATE STANDARD: Achieve VOW and CRS or Requisite PILOT Standard 18 Months Out 17 Months Out Months Out Months Out 08 Months Out 07 Months Out 06 Months Out 05 Months Out 04 Months Out 03 Months Out 02 Months Out 30 days to Separation VOW Mandatory VOW Mandatory VOW Mandatory VOW Mandatory - PRESEP Counseling On Line: Initial Counseling (SFL:TAP) VA Benefits Briefing I and II DOL Employment Workshop Applications for VA Benefits: registration in e-benefits and MyHealtheVet An integrated 12-month budget GAP Analysis: Military Occupational Code (MOC) Crosswalk to Civilian EHO Skills Complete Individual Assessment Tool (Kuder/O*Net) 4 Individual Transition Plan Receive DoL Gold Card Job Search (Copeland) 2 UNK Visits to SFL:TAP Resume support (Copeland) 3 Visits to SFL:TAP Document Requirements Eligibility for Cert/Lic/Apprentice VOW Elective Education / Technical / Entrepreneur GPS (2 Days) At Education Services Job Search/lab support 2 UNK Visits to SFL:TAP Resume support (Copeland) 3 Visits to SFL:TAP Continued Military Service Brief Make-up missing CRS Job Search/lab support MUST HAVE: Resume/Reference List/ Two (2) completed job applications or Job University/VoTech LoA Complete Business Plan FINAL STAGE Complete CAPSTONE Event with Commander signature of DD Form 2958 VOLUNTARY PARTICIPATION IN HOST OF ABOVE BASE-LINE OPPORTUNITIES AT HOOD This process provides units 90 day windows to work within their training/operational schedules and with TAP staff to support their Soldiers completing each of these CRS Requirements

12 Above Base-Line Opportunities at Hood Baseline Above Baseline Opportunities Targeted Hiring Events (Changes Monthly) Dallas PD Verizon KBR/Haliburton AT&T Target Corporate First Data Career Fairs 3xMEGA (5500 PAX) 12xMini (200 PAX) NCOA CTC/A&M Military Edge Veterans Employed by Texas Hiring Our Heroes CivilianJobs.com Monthly Employer Days Specialized Training Seminars (30 PAX) Federal Resume Advanced Resume Troops 2 Teachers Universities Nation-Wide Trade Schools UTI CDL School ATDS (Trans) CyberTex (Army 101, Lunch (DFAC), Unit/Site Visit, Meet Soldiers in Transition Career Skills Programs VIP (16 PAX) SAP (20 PAX) Shifting Gears (30 PAX) Stevens Transport (25 PAX) Troop2Transport US Chamber Fellowship Additional Private-Sector Training/Education (Average 40 PAX Each) Texas Veterans Commission (Women) Kaufman FastTrack Workforce Center of Central Texas Copperas Cove EDC Business Seminars SCORE (Bankroll & Business Plan) Afterburner (USAA) William Penn-U (GEN-R Tommy Franks) Separation 13 Career Readiness Standards = Starts 18 Months Out with ID / Mandatory for all Components / 364=Late Individual Transition Plan Career Tracks - Employment (55%), Higher Education (45%), Entrepreneur (5%) ITP Requires 7 Days in classroom work + 40 hours of TAP Lab Work + 80 hours of homework = 22 Days to complete

13 Fort Hood CSP Snapshot Career Skills Programs Overview Admission Window 180-days before Separation Up to 22 Weeks On-Duty Training Good Standing with Command (MOA) / Hub & Spoke Operational CSP at Hood GM/Raytheon (Shifting Gears) - (12 Week) - Auto Veterans in Piping (VIP) - (18 Week) - Pipe Operational CSP at Hood (Cont.) US DVA WARTAC (11 Weeks) National Centers COHORT ONE Execution / PILOT Ready: Fort Hood Texas 2016 Recipient of DA HRC Award for Highest Number of Soldiers Employed using Career Skills Programs Heroes Corp. Fellow Acad. (13 Weeks) - Intern Commercial Drivers (4 weeks) Nationwide City of Austin (20 Weeks) Within City Services JAN 2016: Fort Hood, TX; Acting SECARMY, Patrick Murphy stated: "Fort Hood is really the model when it comes to the Soldier for Life Program. As Acting Secretary of the Army, we need to expand on those types of programs around the country."

14 How are We Doing The Army self-funds UCX. Army closed out FY16 with the lowest amount of UCX in 13 years; saw first dip under $200 million since % of the Army s endstrength housed at Fort Hood Hood CSP operations alone accounted 463 Soldiers directly employed. This resulted in a direct UCX cost avoidance of $4.6 Million from this Command s Operational funds. $160,000,000 $140,000,000 $120,000,000 $100,000,000 $80,000,000 $60,000,000 $40,000,000 $20,000,000 $0 Army Unemployment Costs by Quarter VOW ACT Implemented FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 1st Qtr 2nd Qtr 3rd Qtr 4th Qtr Separations Service Sessions Timeliness VOW CRS Mid - FY17 6,930/ 1,150 Month 25,083 Visits 21% (Hood) 94.9% N/A - Hood is CRS PILOT SITE FY 2016 For Comparison 11,940/ 995 Month 59,017 Visits 22% (Hood) 41% (Army) 94.3% 83%

15 Generational Challenges in Employment Baby Boomers (50+) ~ WORK / FAMILY / FRIENDS ~ NOT Retiring Generation X (35-49) ~ FAMILY / WORK / FRIENDS ~ Dominate Workforce Millennials (34-) ~ FRIENDS / FAMILY / WORK 27% Unemployment Employers Want: 1. Specific Skills 2. Relevant Work Experience 3. Soft Skills and Social Competency 4. Educational Attainment Critical Element: Knowledge transfer between generations

16 Benefits to Hiring Soldiers Innovative, Out of the Box thinkers and Complex Problem Solvers Tax incentives ranging from $2400 to $9600 (See your Accountant for Details) Loyal, driven and competitive; real world experienced in austere environments Adapted to working independently, or as members of highly diverse teams Educated and highly skilled. Many hold college degrees, trade school credentials, and/or advanced degrees Vetted with clearances and years of drug-free performance Trained to the highest standards of professional conduct; ethical treatment of others; and adhere to established standards of performance Proficient in risk mitigation/reduction; faithful stewards of company resources; and highly skilled in keeping detailed written reports and files

17 What Transitioning Soldier s Seek Transitioning Soldiers want a Career a profession - not just a job Soldiers expect loyalty in return for their loyalty. Soldiers want to work hard and have their hard work rewarded (awards/pay) Soldiers are looking to move up or laterally; to face challenges Soldiers seek job stability, coupled with quality time with family and friends Soldiers want industry to take action when fellow employees underperform Soldiers want what they do to matter--to be part of a team

18 Employment/Job Pursuit Demographics Younger Soldiers tend to expect civilian salaries larger than their base pay and higher than median civilian salaries of similar education levels Soldiers seeking education post-transition tend to be career changers (Education external to MOS) Soldiers seeking employment post-transition tend to look at fields similar to their Army MOS TOP Five Soldier Desired Careers 1. Law Enforcement 2. Medical/Healthcare 3. Management/Business 4. Information Technology 5. Equipment Repair/Logistics Degree Level Annual Median HS Diploma, No College $25,064 Some College/ Associates Degree $27,664 Bachelor's Degree $38,688 Advanced Degree $49,556

19 Army Ranks and Responsibility O Other Branches of Service Differ in Appearance and Culture Enlisted Responsibilities Officer E1-E4 Junior Enlisted (Entry/Labor Level) O1 E4-E5 First Line Supervisors and Counselors O3 E6-E8 Complex Problem Solvers, Personnel, Operations, Logistics, Department Heads, and Mentors O4 Training, Operations, Logistics and Human Resources Managers E8 E9 Training Developers, Motivators, Program Managers, Operations and Human Resources Experts, Highly experienced in Large Organization Vision, Resourcing, and Budgets O5 O6 W1-5 Experts on the Fields of: Maintenance, Logistics, Felony Criminal Investigation, Human Resources and Intelligence

20 Army Jargon 101 Time: is expressed in the 24 hours manner. At 12:00 noon just keep counting. 1:00PM is 1300; 2:00PM is 1400 etc. up to midnight or It all starts over after that (0001 one minute after midnight) Units: Team/Squad/Section (3-15 people); Platoon (20-30); Company (70-150); Battalion ( ); Brigade (3-5K); Division (10-20K). Yes No Sir/Ma am: a basic training instilled professional courtesy. All civilians and officers are addressed with sir or ma am. They are not saying yes-no sir/ma am because you look old. PCS: (Permanent Change of Station) they transferred with the company [Army] ETS: (End Term of Service) the day their enlistment contract is up Leave: Vacation Terminal: (Terminal Leave is a type of leave) the first day of Terminal Leave at 0001 hours the Soldier can start working for you. TDY: (Temporary Duty Yonder) business travel to another location to train or work Deployed: spent from 6 to 12 months away from family, in a foreign land (may/may not mean combat) Transportation/House Hold Goods: moving their entire family and belongings at government expense from their military location to a new location

21 Effectively Marketing/Recruiting Soldiers SFL-TAP: assist with direct marketing via counselor one-on-one with qualified clients; command and staff communications channels; and offers access to Soldiers via Mini/MEGA Job Fairs and tailored hiring events : Multi-Media marketing to Soldiers is critical, and should focus on what the company offers for opportunities. Topics to highlight include: Stability and Flexibility (time, vacation, within the job) Potential (promotion, responsibility, supervision) Compensation (Money in the bank account) Benefits (health, life, cost of living off-sets, retirement, and moving costs) Locations (options to move if they desire, advantages of those communities) Training Required/Offered (partnerships with local trade schools/universities, industry certifications, internships)

22 HIRING your FIRST Veteran The FIRST Veteran You Hire is critical. Soldiers are disciplined, motivated and hard-working. They are also a microcosm of society. As with all candidates, due diligence is a MUST and requires experience reading between the lines. Recommendation: NEW to veteran hiring, or a larger employer; FIRST comb your ranks for a successful, post-9/11 veteran already on staff. If none, then consider hiring a former Senior NCO or HR Warrant/Officer from the preponderant service in your area. Position a Post 9/11 Veteran within your HR department and empower them in a role directly assisting with recruiting, vetting, hiring, and integration of veterans through their probationary period. The ROI to your company includes: -Skilled at detecting and investigating intangible indicators of undisclosed issues -Expert counselors, plan of action developers, and support service advocates -Proficient in discerning performance nuances in veteran documents (DD214, etc) -Service culture experts that assist in translating resume/interview -Professional mentor, sounding board, and advisor (rewards/reprimands)

23 Questions / Comments Industry Recruiters Contact the Fort Hood SFL-TAP Director of Marketing: