Great Expectations with values added

A model comprehensive readjustment and Re-Entry Program for returning Military & Veterans

Cecil C. Byrd, IINatl Assn of Concerned Veterans

A Proposal Model for those who Served A Systems Approach to Successful Re entry

Background

• America went through phenomenal changes during the sixties: the Civil Rights movement, assassination of President John F Kennedy, assassination of Dr. Martin Luther King, Jr, the Cuban Missle Crisis, Vietnam and the Hippies

• These social and political challenges and upheavals impacted all of our institutions: education, religious, government, corporate, civilian and the military.

Background• When soldiers returned home from the military

during vietnam history tells us how they were received. Those who came home and returned to school found few programs and services for them other than the GI educational bill. Most of the Veteran Representatives and School Certifying Officials were of WW II vintage, had little empathy for these outspoken pushy young warriors. The typical response was: “get your hair cut, get a job and quit crying!”.

Background

• For these returning men and women there was little in place to help with the transition to civilian life. When asked while on active duty if they wanted to go through a debriefing program or go home to be with family, we know the answer.

• There was no acknowledgement of PTSD, no Agent Orange, no Judicial Review and few programs in DOL, HUD, SBA, VA, DOD or HEW specifically for veterans.

Background

• The traditional Veteran Service Organizations did little to welcome or reach out to the Vietnam vet. New groups came on the scene demanding changes, programs and services. With that came the VCIP program, Vet Rep on Campus, and the establishment of veterans employment and training services. The older WWII vets were replaced with Vietnam Era vets and gradually the older vet organizations began reaching out to Vietnam vets.

Background

• The first VSOs to begin accepting the Vietnam vets were PVA, BVA and DAV. Gradually the other groups reached out but primarily in order to survive.

• There were significant improvements for returning veterans, primarily in post secondary and higher education. The Vietnam era vet wanted to make sure that future vets never came home to what they had come home to.

Background

• 45 years later we are right back again where we were. The support for the men and women who served is, primarily, lip service demonstrated on Memorial Day and Veterans Day, but, other than a “thank you”, there is little else. The budget for the DC office of veterans affairs to serve its estimated 40K veterans is less than 10 dollars per vet per year. (This includes the family)

Needs and Rationale

• Returning troops need concentrated re adjustment and re entry assistance.

• Returning troops need support systems to assist with the challenges that face them when they return. The challenges include: stabilization; health and mental health; socialization; stress management; anger mgmt; housing; economic assistance; education, training & employment; faith, values and spiritual links, plus, relationship assistance.

Statement of the Problem:

• There is a need for a more effective strategy to successfully transition military personnel back into civilian life.

• We need a comprehensive seamless cost and time effective means to prepare, debrief, acclimate, assist, facilitate, and support that transition and readjustment process.

• The majority of America’s veterans are, with time, resources and services, able to successfully readjust to civilian life, yet, we can, and must, do better.

Statement of the Problem

• all military personnel and families could benefit from a viable transition and reintegration process focused on reintegration and reentry to civilian life.

• the current strategies are not always effective. • prevention, early intervention, proactive

interventions and access to reintegration and support services are essential.

Population• All military personnel need and can benefit from some

form of re entry program, like TAPS • 20% (est) of America’s veterans are unable to

successfully readjust to civilian life.• This may include 8,000 vets in the District and 20K in

Prince George’s County, MD.• If we extrapolate one can estimate yet another 30K in

Montgomery County, MD and Northern Virginia• These veterans make up the ranks of the homeless,

unemployed, incarcerated & ex offenders, mentally ill, substance abusers, and otherwise disenfranchised veterans.

Population and need

• Research has shown that veterans make up a disproportionately higher rate of those who are: homeless, have legal issues, incarcerated, unemployed, have mental health and substance abuse issues, are angry, aggressive and violent, not to mention at risk of suicide and homicide.

Needs and Rational• “Those that do not learn from history are destined

to repeat it”. • The challenges facing our returning military and

veteran personnel may be the greatest we have faced in over forty years. If we look at the rate of suicides and violent acts by military and prior service personnel, it has been reported as the highest in recent history.

• Successful transition from military to civilian life is not easy, not natural, not automatic and not guaranteed.

Needs and rationale cont’d

• One size does not fit all and existing readiness programs for personnel leaving the military are not always effective

• When given the option of going through a debriefing and transition program or returning to one’s family, it is almost always, “send me home, I’m fine!”

• Often the issues do not surface and manifest themselves until months, maybe years, later.

• Often neither the veteran nor friends/family have a clue as to what to expect or what to do.

Needs and rationale

• Experts have told us that the longer it is before these men and women receive the help they need the more severe the illness and the more difficult the prognosis for recovery and successful re entry.

Target population

• One size does not fit all. There are a variety of groupings we can and should consider.

• Some include “lifers or career” personnel. We may want to break out into other groups: officer, NCO, enlisted; or, by age, education, status, class, gender, intelligence, race, religion, combat or not, branch/MOS, personality type, married, sexual preference, and on and on.

Targeted groups

• Since the GE model depends on readiness, we suggest several approaches:

• One for those individuals who will definitely make a successful transition and who could benefit from a very brief approach that offers information, explanation, resources and support linkages within the community along with contacts to obvious providers, ie Office of Veterans Affairs, DVA, DOD, VSOs, community and faith based providers.

Targeted groups

• A second for those individuals returning who want to use their GI educational benefits at educational institutions, colleges, universities, trade, tech and vocational schools for degrees and certifications, etc.

• A third would be for those individuals who are high risk for homelessness, unemployment, self medication, mental health issues, and are experiencing significant stress, anxiety but still have support systems in place.

Targeted groups• A fourth would be for the veterans who have

joined the ranks of the homeless, the incarcerated, ex offenders, unemployed, substance dependence, mentally ill, with dysfunctional and severed relationship and family support.

• Within this group, the GE model will assess and select those who meet the readiness criteria and refer the others to readiness programs which may include shelters, detox programs, treatment programs through the DVA or community, state and local resource programs.

Assumptions

• There are assumptions that we can make. They may involve pre service history and patterns. They may include service connected traumas, ie injuries, medical issues (physical and psychological), etc.

• We may predict that more educated personnel are better equipped to deal with the experience and more able to transition.

• We may assume that some concentrated after service education and training experience may facilitate the successful transition.

The Process• In order for successful change to take place there are a

number of necessary conditions and processes. There are other components that can facilitate that process and enhance the rate and level of success.

• The conditions may include readiness, desire to change, support systems and resources, education, skill levels and aptitude, and a “buy in” of the program.

• Regardless of the individual, transition from the military back to civilian life requires a concentrated effort, time, a change in attitude, perspective and behavior. We know that it is easier for some than others.

The Model• Through years of experience, working with

thousands of veterans, hundreds of providers and institutions and numerous federal, state and local agencies (DOD, DVA, DOL, Education, HHS, SBA, etc) we have formulated a solid effective working model.

• The model seeks to meet numerous criteria but basically it is designed to be comprehensive, holistic, and dynamic.

• Step 1:Conduct an overall needs assessment & case management using the TOUCH prototype with program participants

The Model cont’d• It is a systems model. It is transactional. It operates

on wellness and readiness. It uses a myriad of accepted psycho-social and educational theory concepts, ie learning theory, reinforcement theory, behavioral theory, classical conditioning, developmental theory, maslow’s needs theory, habit family hierarchy, etc.

• It provides comprehensive training/readjustment services through a modular “applied self help” format

Goals and Objectives• The goal of this presentation is to introduce a model that

can be used at the State or local level for your military and veteran population. One that will support and improve the overall success of your current overall vision and mission for returning military/veteran personnel.

• A second goal: To introduce and train professional practitioners to design and implement a comprehensive readjustment, transition and re entry program model for military and veteran personnel nation wide while collaborating with the public and private sectors using educational institutions as the lead vehicle and training site.

OutcomesSuccessful re entry by targeted vets who demonstrate through acquired coping and readjustment skills, independence in the areas of housing , employment, life skills, socializa-ation/relationships, sobriety, health and nutrition, economic self sufficiency and quality of life and spirituality, as well as, long-term tracking, monitoring and follow upthrough simple classical conditioning for attitude and behavior modification

Program Access Points• Participants will enter the GE model through one of

many access channels. They include: 1. A TAPS program prior to DEROS to a State side

unit; 2. A referral by their stateside unit, a medical

holding company or their guard or reserve unit; 3. The VAMC or DVA program; the Wounded

Warrior program, a grant and per diem or SSVF, etc or DOD

Program Access Points cont’d

4. State or municipal Military and Veterans Affairs Office;

5. Faith or community based organization; VSO post or department;

6. Post secondary institution (NAVPA member eligible) (perferrably SOC institution)

Model

• I . The model begins with one or all of the following: outreach, referral, in take, assessment and orientation components

• II. Based on the assessment the participant is assigned a case manager, and the “expectations” program model begins. The expectations for all the stake holders is presented, shared, clarified, formalized and agreed to in the form of a contractual agreement

Model

• III. Register for program modules: housing, education, training, career/vocation, sobriety, health and mental health, employment, economic stability, /socialization, spirituality, relationships, life skills, etc.

• During this component participants focus on knowledge, information, understanding … ie learn what, why and how and then apply.

Model• Level II module is the design and development

component which includes presentation and sale of individual plans, ie housing, employment, health and mental health, sobriety, socialization and relationships, spirituality, et al

• Level III module is the simulation and gaming component

• Level IV module is the execution and implementation component

• Level V is the maintenance and long term follow up

Methodology

• Participants will be trained through: a series of self-help modules, using simulations and applied evidenced-based practices;

• Highly structured case management;• “TOUCH” behavior modification techniques;• Resource and mentoring teams;• Values clarification and internalization;• Long-term follow up/EAP

Program example at post secondary level

• Participants are enrolled in GE applied re entry 101 which is a three credit course that meets 3 hours a week up to 15 hours per week. If the participant is a full time student, he or she may take the re entry class for three hours; if the vet is willing and able he or she can enroll in a 8-12-16 weeks clock hour program at any of the sites and go through the 30 hour per week modules which are a combination of concentrated training sessions as well as self paced and individualized learning modules coordinated by the case mgr, the mentors team, the TOUCH program and the execution modules

Operating Structure• Collaborative partnering and teaming program

implementation consisting of NACV, UMED, Core Service providers, Office of Veterans Affairs, state and local agencies, veterans service organizations, DVA, DOL, HHS, HUD, SBA, Education, and programs such as Second Genesis, and other long term partners to include APRA, DMH, Health education network (HEN) as well as CRRC and VA Medical Ctr, Wounded Warriors, WRAMC Bethesda, etc. all coordinated and orchestrated by the case mgr at the facilitative local site: ie DVA Medical Center, NAVPA member or SOC institution, etc

Program Structure• Lecture series, classroom training/virtual

classrooms• On line instruction/interactive web site• Individual and small group training• Independent Learning, + text, tweet, SRI, etc• Simulation Training• Applied experiences, OJT and implementation• Mentoring, peer counselors, success teams• Mental Health, health and faith based

interventions

Staffing• Executive/Project Director• Administrative Assistants• Assessment Specialists• Case Managers• Module Leads/professional

trainers/instructors (readjustment and re entry)

• Job Developers (subject matter experts)• Evaluator/tracking/follow up

Staffing continued

• Subject matter professional instructors• Administrative support• Job developers• Economic and business specialist• Housing specialists• Liaison and facilitators/mentors• Individual support teams for each vet• Evaluators/quality assurance specialists• EAP, long term follow up

Budget

• Estimated @$2,500/per program participant, plus a possible 1,000 dollar stipend

• Costs include a three year to life warranty and membership

Goal is to serve a minimum of 500 the first year; 2500 year two and 2500-5000 for each subsequent 3-5 year period

Staff can cover up to 100 vets per each 8-12 -16 week period as well as long term continual follow up services

Budget

• 2500-3500 dollars per vet for 8-12 week education/training and comprehensive readjustment package includes 30% financial assistance and also include three years EAP and Life skills follow up

• Program start up should serve 25 vets the first 8 weeks and then 50 veterans for the second cycle and up to 100 participants for the third and fourth 8-12 weeks cycles for an (est 275) veterans

budget cont’d

• Staffing budget will include case managers, program director, executive/admin assistant, employment trainer, housing trainer, life skills trainer, data and eval/QA lead, and transportation; operating costs/overhead will include facilities lease, utilities, maintenance, and board.

• Additional funds for stipends (also covered in 3500)

4-6 months Outcomes• 200 vets will complete individual modules• 200 vets will design and implement

individualized plan components • 200 vets will establish a Support Team• 200 vets will successfully experience and

internalize the TOUCH program • 200 vets will demonstrate evidence of

stabilization and independence, ie will have housing, mental health, life skills, employment, economic stability, internalized values, etc.

Schedule• Week 1: Identification, Selection, Assessment,

Orientation, Modules Selection, Begin course work/program

• Week 1b: Assignment of Case Managers & implement TOUCH component

• Week 2: Instructions in Plans Development• Week 3: Develop Plan, Present Plan, Defend

of plan – feedback and revision of Plan• Week 4: begin Simulations & gaming and

then, Execution of plan components

• Week 5: Execution/implementation of total Plan• Week 6: Employment, housing, and

stabilization• Week 7: Demonstrate Self Reliance and

maintenance• Week 8-12: Graduation, recognition and

celebration – EAP component, maintenance• Vary if 16 week program selected

Schedule for financing, mobilizing and program start up

• April solidify funding commitments, verification and vetting by all stake holders, funders, mayor and council

• sign one-three year contract 4/30/2016• Site preparation for participants, complete

staff selection and training, set up grounds and facilities, begin participant selection

• (CC, CRRC, etc)

Program schedule cont’d

• Pay first month’s operating costs: personnel, direct and indirect, admin, insurance, etc. security

• Begin first cycle of vets first of April program start up

Facility Sites (suggested)

• 1500 RI Ave NW Admin/operation CRRC offices• University District of Columbia • DC Office of Veterans Affairs• DYRS veterans warehouse site w/ DC OVA• Churches and schools and city wide program sites• Post Secondary Institutions• Community Based Organizations/Agencies• Corporate Locations• Walter Reed Army Medical Center• VA Medical Center/Community Resource and Referral

Center• Old Soldiers Home

Timelines: Start Up & Product

• April 1 pilot (April thru May 31, 2016• 25 vets will begin program every four weeks

with housing, employment, financial stability, support system, life plan, insurance and EAP, values clarification, goals and dreams, re unified family, etc as appropriate and complete the program in 8 weeks. This will be a demonstration model.

Partners/Donors

• Umed core service provider• Circle of Friends for American Veterans• National Vietnam and Gulf War Veterans Coalition• National Capital Veterans Coalition• International Graduate University• DC Office of Veterans Affairs• VA Medical Center, Regional Office, VISN, Central Office, Vet

Ctrs, Community Resource & Referral Ctr• Veterans Services Organizations• DC, local, state and federal Agencies• Faith and Community based organizations• Life Management Foundation• AACJC/Private Sector, NAVPA and SAA• Individual and private donors