EmployErToolkiT

Recruiting, Integration and Retention of Veterans

2

Table of ConTenTs

Introduction 3

ReadinessAssessment 4

Employer Action Plan GettingStarted 5

RecruitingandHiring 6

IntegrationandRetention7– 8

EmployerExamples 9

WebResources10–12

3

InTroduCTIon Recruiting, Integration and Retention of Military Professionals

AcrosstheTexasGulfCoastregion,anaverageof32,000veteransreturnannuallyfromallbranchesofthemilitary.

Manyveteransareseekingneworimprovedemploymentopportunities.Thispresentsareaemployerswithanopportu-

nitytohireexperiencedprofessionalsatalllevels.

WorkforceSolutionsisthepublicworkforcesystemlinkingemployerstojobcandidatesandpeopletojobs.Weprovide

comprehensivehumanresourceservicesforbusinessesandresidentssothatemployerscanmeettheirworkforceneeds

andindividualscanbuildcareers—helpingbothtocompetebetterintheglobaleconomy.

Weoperatemultiplecommunity-basedcareerofficesinthe13-countyHouston-Galvestongulfcoastregionwhereresi-

dentscanreceivehelptogetajob,keepajoborgetabetterjob.WorkforceSolutionsstaffincludesmanyveteranswho

areabletohelpwiththeprocessofre-enteringthecivilianworkforce.

AtWorkforceSolutions,helpingveteransandtheirfamiliesenterorreturntothenation’sworkforceisourprivilege.

WorkforceSolutionshelpsveteransassesshowskillsacquiredinthemilitarycantranslateintocivilianemployment.We

helpthemidentifywherethegoodjobsare,theskillsrequiredtogetthosejobsandthesupportavailabletoacquireor

adaptthoseskills.

Employersunderstandthatveteransofferdesirablequalitiesasanemployeeincluding:leadershipandtechnicalskills,a

highlevelofresponsibilityandaccountability,calmunderpressure,globalcitizenshipandloyalty.

To support employers seeking to employ veterans,Workforce Solutions has assembled this Employer Tool Kit forRecruiting, Integration and Retention of Veterans.

Thistoolkitcontainsresourcestohelpyouassessyourcurrentsituationanddevelopaplantoestablishandachieve

yourgoals.Weurgeyoutocarefullyreviewthistoolkitandemployitasreferencematerial.

4

Assessment

Understandingtheuniquequalificationsofmilitarypersonnelandthe

talenttheycanbringtoyourorganizationisthefirststeptodevel-

opingaplanofaction.Manyemployersattempttohiremilitary

professionalswithoutfullyknowingabouttheleveloftraining,

disciplineandtraitswhichtheypossess.

Before you invest in a lengthy and expensive recruiting

process,thefollowinginformationisprovidedtoassist

you.First,takethefollowingassessmenttodetermine

astartingpointforyourcompany.Thiswillhelpyou

developaplanusingtheguidelinesthatfollow.

Is your company Military Friendly? 1. Doyouknowhowmanyveterans,guard,orreservistsworkinyourcompany?

2.Doyouknowifyourcompanyiseligibletoreceivecreditsorotherbenefitsasaresultofhiringamilitaryprofessional?

3.Doyouhaveanetworkformilitaryemployeesandfamiliessimilartootheremployeenetworks?

4. Doyousupportregionalornationalmilitaryprograms?

5. Haveyouparticipatedinmilitarycareerfairs,workedwithmilitarysearchfirmsormilitaryonlyvirtualcareerfairs?

6.Doesyourcompany’sfoundationsupportmilitaryprogramsorschools?

7. Isyourcompanyorindustryconducivetohiringprofessionalswithdisabilities?

8.Doyouhavealistofjobsthatareideallysuitedformilitaryprofessionalsbasedontheirtechnicaltraining?

9.Doyouroutinelyadvertiseinmilitarymagazines?Orhasyourindustrybeenfeaturedinanymilitarypublications?

10.HasyourcompanyjoinedEmployerSupportoftheGuardandReserve(ESGR)http://esgr.org/about.asp?

5

GeTTInG sTarTed 1. ReviewHRpoliciestodeterminehowamilitaryfocusedprogramwillfitwithinyourcompany

2. Reviewmilitarytrainingandeducationalbenefits

a.Enlisted-www.gibill.va.gov

b.Officers-www.hrc.army.mil/site/education/VOTEC_Program.html

3. ReviewmilitarySpanofControlguidetoensurethatyouunderstandthecandidate’slevelofresponsibilityintheservice.

http://en.wikipedia.org/wiki/Battalion

4. Reviewmilitarytoprivatejobtranslator www.acinet.org/acinet/moc

5. WorkwithyourHRprofessionalstodeterminehowmanyemployeesareintheguard,reservistsorveterans.Knowingwhotheemployeesareandwhatrolestheyperformwillbeimportant.

6. Establishasupportsystemfornewmilitaryhires:Ifyouhaveemployeenetworks,willitbepossibletostartaMilitaryfocusednetwork?

a. Manycompanieshaveemployeenetworkswhichareselfmanaging

b. Somecompaniesestablishabudgetandoperatingguidelinesforthenetwork

c. DevelopingasimilarnetworkforMilitaryprofessionalsasitcanplayaroleinthehiring,integrationandretentionprocesses.

7. WorkwithyourHRandlegalstaffstodeterminetheappropriateprocesstoestablishamulti-yearmilitaryrecruitingplan.

8.Reviewthemilitarytoindustryrolemappingspreadsheet.Arethereequivalentrolesandtraining/certifications?Usethisknowledgetodeveloprecruitingplansforadvertisements,resumescreening,interviewing/selectionguides,andintegrationplanning.

Employer Action Plan:

6

reCruITInG and HIrInG1.Reviewyoustaffingplantodeterminetheappropriateresourcesneededforrecruiting.

a.StaffingScenarios:

i.Youroutinelyhire10–50Operationsprofessionalsperquarter:

1. Militarypublications–Workwitheditorstofocusonyourindustrywithperiodicarticlesandads.www.GIJOBS.com,www.militartytimes.com

2.EstablisharelationshipwithyourlocalMilitaryWivesandMomsgroup.www.militarymomsandwives.org

3.Ongoinglinkonvirtualcareerfairsitewww.hireherosusa.org,www.milspouse.org

4.PostpositionsonWorkinTexas

5.Contactlocalnewspapersandprovidearticles/pictureshighlightingcompanyeventsfocusedonmilitaryfamilies.

6.Holdopenhouseformilitaryrecruitmentanduseemployeereferralprogramtopre-screencandidates.

7.Contributetolocal/nationalmilitaryorganiza-tionstobecomearecognizedemployer.

8.Workdirectlywithabranchofthemilitarytoestablishanafterdeployment/serviceprogram.

ii.Youhire10Operationsprofessionalsperyearorless:

1.Annuallyplaceanadinamilitarypublication

2.EstablisharelationshipwithyourlocalMilitaryWivesandMomsgroup.

3.Annuallinkonvirtualcareerfairsitewww.hireherosusa.org,www.milspouse.org

4.PostpositionsonWorkinTexas

5.Contactlocalnewspapersandprovidearticles/pictureshighlightingcompanyeventfocusedonmilitaryfamilies.

6.Employeereferralprogramwillprovidegoodcandidates.

7.WorkwithlocalCommunitycollegerecruitingevents

Employer Action Plan:

8.Reviewresourcessectionfordirectcontactstolocalandnationalmilitaryorganizationsforassistance.

9.Contributetolocalmilitaryorganizationstobecomearecognizedemployer.

iii.YouhireonlyEngineersandDegreedProfessionals:

1.Militarypublications–Workwitheditorstofocusonyourindustrywithperiodicarticlesandads.

2.EstablisharelationshipwithServiceAcademiesandAlumniAssociationsunderResourcestab.

3.Placeadsinlocalnewspapersatmilitaryposts/bases.

4.EstablisharelationshipwithyourlocalMilitaryWivesandMomsgroup.

5.Contributetolocal/nationalmilitaryorganiza-tionstobecomearecognizedemployer.

6.Employeereferralprogramsareacosteffectiveoption.

7.Workdirectlywithabranchofthemilitarytoestablishanafterdeployment/serviceprogram.

b.Establishrecruitingbudgetforstaffingscenarioanddeveloptimelineforactions.

c.Clearlyidentifyrecruiting,integrationanddevelop-mentpathwayonwebsiteformilitarypersonnel.

Examples: www.veteranstoenergy.com www.gecareers.com/GECAREERS/jsp/veterans.jsp www.searsholdings.com/communityrelations/

hero/military.htm

Other corporate sponsors listed at: www.armypays.com/

2.WorkwithHRtounderstandRecruitingandInterviewingProcess

a.Tips:

i.Includeformerorcurrentmilitaryemployeesontheinterviewingteam

ii.Rememberthatmilitarypersonnelreceiveextensivetechnicalandprofessionaltraining

iii.Askopen-endedquestionsaboutservice.Asinallindustries,themilitaryusesacronymsandjargon.Askintervieweequestionsifyoudon’tunderstand.

7

InTeGraTInG and reTaInInG During this phase, it is very important to ensure that the veter-an is well connected to the existing employees who may havesimilar interests and backgrounds. Providing company in-formation, safety guides, glossary of terms, websites, com-pany history, email addresses, code of conduct, and timeto absorb the material is a must do for any new hire.Veteran’s,guardandreservistswhoarenewtoyourindus-trywillneedtimetoacclimate.SomehavesaidthatitislikelearninganewlanguageonlythereisnoRosetteStone.Keepingthisinmindwillensureasuccessfultransitionandalongerretentionofyournewresource.Thefollowingareafewmorepointersforsuccess:

Employer Action Plan:

Important Check Points:1.Hastheveterancheckedinwiththelocalveteran’srepresentatives?Thisiscrucial.Veteran’shavecom-plexcompensationandbenefitsplanswhichneedtobeadministeredeffectively.Thereareadditionalresourcesthatthelocalrepresentativecanprovidetotheveteran,guardorreservist.Givinganewveterantimetoworkthroughthesecomplexitiesisveryim-portant.AddtionalresourcesareavailabletoveteranswhomayhavebeeninjuredorwoundedatREALifeLines1-202-693-4724or1-703-908-6296.

2.Hastheveteranbeenassignedamentor?Amentorornewhiretransitioncoachcanprovidevaluableassistanceonavarietyofsubjectsonarealtimebasis.ThisinformationmaybesupplementedbyHumanResourcesmaterialsifavailable.Assigningamentorwithinthefirstweekofemploymentisimportantforlongtermretentionofanynewemployee.

3.Hastheveteran’sfamilybeenwelcomedtotheneighborhoodand/orcompany?Whenchangingdutystations(relocating)inthemilitary,therearesupportservicesprovidedtohelpthefamilyfitintothenewpostorbaselifestyle.Theseservicescanbeverycomprehensive--caringfortheentirefamily.Withthisinmind,herearefewquestionstoaskyournewhirewithafamily:

8

Employer Action Plan:

a.Doesthefamilyhavelocalinformationonhospitals,benefits,schools,stores,banks,doctors,veterinarians,employmentservices,lawyersandchurches?

b.Doesthefamilyhaveadequatelivingaccom-modations?Anewfamilymayneedalittlehelpknowingwheretoliveandassistancewithlocatingservices.

c.Doesthefamilyneedrelocationassistance?Somemilitaryorganizationsassistwiththisphaseofthetransitiondependingonrankandbranch.Volunteerorganizationsmayalsobeofassistanceifneeded.

d.Doesthefamilyhaveanyspecialneeds?

4.Hastheveteran’seducationalbenefitsbeenactivat-edasappropriate?Someveteran’shaveadditionalbenefitsduetothemforfurthereducation.Ensur-ingthattheytakeadvantageofthesebenefitsisgoodforthemandfortheemployer.

5.Istheveteranstillonactiveduty(Guard/Reservist)?Knowingthestatusoftheveteranisimportantforplanningpurposes.Whethertheyarecalledtoactivestatusorareperformingnormaltrainingexercises,theyhavespecificrequirementstofollowwiththeU.S.Military.TalkingwiththeveteranandyourHRdepartmentaheadoftimewillensurethattherearenosurprises.AdditionalassistancecanbeprovidedbyEmployerSupportoftheGuardandReserve(ESGR)http://esgr.org/about.asp.ThewebsitehasahelpfulEmployersGuide,uptodatefederallaws,andlocalrepresentativescanassistyouwithanyquestions.

6.Hastheveteranreceivedajobdescriptionandhaveyouagreedtoasetofgoalsforthefirst90daysandbeyond?Withinthemilitary,aperson’sjobiswelldefinedwithspecificdutiestobeperformed

onaregularbasis.Intheprivatesector,employeesareoftenconsideredempoweredtocontroltheirdailyactivitiesandjobdescriptionscanbefluiddependingontheoccupation.Providingtheveteranwithacopyofajobdescriptionanddiscussingthecritical-to-successtaskswillensurethatthereisnoconfusion.

7. HastheveteranreviewedallmaterialprovidedbyHR?SometimesnewhiresfullyintendtoreviewthebenefitsandinformationpackagesfromHRbuttheygetsidetrackedwithwork.TheremaybetimecriticalformsthatneedtobesentbacktoHR–offeringtohelptheveteranwiththesewillbegreatlyappreciatedbyall.Also,ifyourcompanyhasanEmployeeAssis-tanceProgram,itisimportanttoexplaintheprogramtotheveteranandthefamily.Returningfromwarischallengingforeveryone.Themilitaryisverycon-cernedaboutassistingthoseinneed.CompanyEAPprogramscanalsoofferassistanceandcounselingonavarietyoftopics.Ensurethatyournewhirehasthisinformationavailable.

8.Hastheveteranjoinedtheemployeenetworkforveterans?Establishinganetworkforcurrentandpriormilitaryemployeesisimportantformoraleandretention.Ascitedabove,thesenetworkscanprovideassistancetothenewemployeeandtheirfamily.Theycanalsoassistwiththerecruitmentphaseforfuturehiringneeds.Militaryfamiliesstayconnectedacrossthenationandoftenhelpeachotherfindemploy-ment.Supportinganemployeenetworkisbeneficialfortheemployees,theirfamiliesandtheemployer.

9.Hastheveteranreferredamilitaryfriendtoworkforyou?Ifso,youshouldconsideryourcompanytobe“OneoftheBestPlacestoWorkforVeterans”.Congratulations!Letusknowaboutyoursuccesses.ContactthelocalWorkforceSolutionsofficeandshareyourstories.

Continued from previous page...

9

Employer Examples

area employers foCusInG on mIlITary professIonalsManyemployersareinterestedinworkingdirectlywithmilitaryprofessionalsseekingnewandimprovedopportunities.Belowisashortlistofthoseemployerswhoactivelyhireandtrainmilitaryprofessionals.ManyoftheseemployersaremembersofARMYPAYS(www.armypays.com/),whichisaPartnershiptoreconnectmilitaryprofessionalswiththeprivatesectorcompanies.

AerospaceLockheedMartinHoneywellTheBoeingCompanyUnitedSpaceAllianceSAIC

Oil and GasAnadarkoApacheBPChevronDevonEnergyExxonMobilHalliburtonMarathonOilSchlumbergerShellOilURSCorporation

Refining and PetrochemicalsBASFBayerChevronPhillipsConocoPhillipsDowChemical S & B Engineers and Constructors, Ltd.LyondellBasell

Power and Energy CenterpointEnergySTPNuclear

Construction FlourBechtel

10

Service Academy Alumni Associationswww.westpointaog.orgwww.usma.army.milwww.usna.navy.milwww.usafa.orgwww.cgaalumni.org/ng/

Houston Service Academy Alumni Associationswww.west-point.org/society/wps-houstonwww.usna.com/chapters/us/tx/gulfcoast/

Service Academy Affiliates TheonlyB2Bforallmilitarywww.isabrd.com

Careerprogramforserviceacademygradstransitioningoutofmilitaryhttp://sacc-jobfair.com

AssociationofMilitaryofficerswww.moaa.org

Direct InterfacesArmy–www.us.army.milNavy–www.us.navy.milAirForce–www.us.airforce.milCoastGuard–www.uscg.milMonster.comsiteformilitary–www.military.com

Redeployment Stations Ft.Polk,LA–www.polk.army.milFt.Benning,GA–www.benning.army.milFt.Bliss,TX–www.bliss.army.milFt.Lewis,WA–www.lewis.army.milFt.Carson,CO–www.carson.army.mil

Web Resources

National siteswww.esgr.org/www.dol.gov.vets/welcome.htmlwww.careeronestop.org/militarytransition/militarySpouses.aspxwww.legion.org/homepage.phpwww.dav.org/www.vfw.org/www.gibill.va.gov/www.collegefortexans.com/military/www.military.com/spouse?ESRC=ggl_mem_spouse.kw

State siteswww.tvc.state.tx.us/www.texasvfw.org/

County siteswww.brazoria-county.com/veterans/www.co.galveston.tx.us/Veterans/index.htmwww.vso.hctx.net/www.co.chambers.tx.us/offices/veteranofficer.htmlwww.co.montgomery.tx.us/veteran/index.shtmlwww.co.liberty.tx.us/veterans.html

Local organization of Mothers and Wiveswww.militarymomsandwives.org/

City siteswww.houstonreturningvets.org/?id=1www.impactahero.org/

11

Web Resources

Veterans WebsitesVAhomepagehttp://www.va.gov

VAconsumeraffairshttp://www.va.gov/customer/conaff.asp

VApublicaffairsandspecialeventshttp://www.va.gov/opa/

VA Benefits and Health Care InformationVAcompensationandpensionbenefits.http://www.vba.va.gov/bln/21/

VAbenefitsonlineapplicationhttp://vabenefits.vba.va.gov/vonapp

Healthbenefitsandserviceshttp://www.va.gov/vbs/health/

Burialandmemorialbenefitshttp://www.cem.va.gov/

Educationbenefitsandserviceshttp://www.gibill.va.gov/

VAhomeloanguarantieshttp://www.homeloans.va.gov/

BoardofVeterans’Appealshttp://www.va.gov/vbs/bva

Benefits&servicesoutsidetheU.S.http://www.vba.va.gov/bln/21/foreign/

TRICAREhttp://www.tricare.osd.mil/

CHAMPVAhttp://www.va.gov/hac/

VAformshttp://www.va.gov/forms

Employment AssistanceInformationforveteranshttp://www.opm.gov/veterans/index.htm

Veterans’hiringpreferencehttp://www.opm.gov/veterans/html/vetguide.htm

Federalgovernmentjobopeningshttp://www.usajobs.opm.gov/

U.S. Veterans SitesTheVeteransofForeignWarswww.vfw.org

TheAmericanLegionwww.legion.org

TheDisabledAmericanVeteranswww.dav.org

AirForceSergeantsAssociationwww.afsahq.org

MilitaryOfficersAssociationofAmericawww.moaa.org

BlindedVeteransAssociationwww.bva.org

BlindedAmericanVeteransFoundationwww.bavf.org

12

Web Resources

U.S.ArmyWarrantOfficersAssociationwww.usawoa.org

The45THInfantryDivisionwww.45thdivision.org

LeagueofVeteranandMilitaryVoterswww.lvmv.com

ParalyzedVeteransofAmericawww.pva.org

PolishLegionofAmericanVeterans,USAwww.plav.org

TheRetiredEnlistedAssociationwww.trea.org

International SitesVietnamVeteransAssociationofAustraliawww.vvaa.org.au

Special SitesMulti-NationalForceIraqwww.mnf-iraq.com

InternationalSecurityAssistancewww.nato.int/ISAF

CombinedJointTaskForce-82www.cjtf101.com

CommandUSCentralCommandwww.centcom.mil

U.S.EuropeanCommandwww.eucom.mil/

USPacificCommandwww.pacom.mil

DefenseLINKwww.defenselink.mil

Resources TheWhiteHousewww.whitehouse.gov

TheVeteransAdministrationwww.va.gov

TheKoreanWarDefenseLinkSpecialwww.defenselink.mil/specials/koreanwar

Tricarewww.tricare.mil

Featured Veterans & Historical SitesLeagueofVeteranandMilitaryVotershttp://www.lvmv.com

TheVeteran’sMuseuminTexashttp://www.TheVeteransMuseuminTexas.org

Workforce Solutions is administered by the Gulf Coast Workforce Board and its staff at

the Houston-Galveston Area Council.

Houston-Galveston Area Council

3555 Timmons Lane, Suite 120 Houston, Texas 77027

P.O. Box 22777 Houston, Texas 77227-2777

713.627.3200

YOu CAn ALSO ViSiT uS On THe inTerneT

@ www.wrksolutions.com

1-888-469-JOBS (5627)713-688-6890 Employer Services

Workforce Solutions is an equal opportunity employer/ program. Auxiliary aids and services are available upon request to individuals with disabilities.

Texas relay numbers: 711 or 1-800-735-2989 (TDD) 1-800-735-2988 (voice)