hiring veterans: a training program for...
TRANSCRIPT
Hiring Veterans: A Training Program for Employers
February 12, 2015
Hosted by Booz Allen Hamilton
Welcome Roger Waldron, President, The Coalition for Government Procurement Ken Mills, Senior Vice President, Booz Allen Hamilton
Wounded Veterans Program Panel: Programs Every Veterans Hiring Advocate Needs to Know
Hiring Wounded Heroes: A Training Program for Employers
Navy Wounded Warrior– Safe Harbor
Mr. Dave Pennington [email protected]
202-433-9163
UNCLASS 855-NAVY WWP (628-9997)
Supporting Sailors, Coast Guardsmen and Families http://safeharbor.navylive.dodlive.mil
15 40
5329
0
50
100
FY-2012FY-2013FY-2014FY-2015
Jobs Tracker
Navy Wounded Warrior Transition Veteran Support
Veteran Employment Snapshot (31 January 2015)
93% of enrolled Veterans have validated their employment status
37
99
182
234
491
Seeking
School
Employed
Unemployable
Not Seeking
UNCLASS 855-NAVY WWP (628-9997)
Supporting Sailors, Coast Guardsmen and Families http://safeharbor.navylive.dodlive.mil
Veteran Friendly Employer
Enable – Engage - Employ
Engage
• If one of our Wounded Warriors is seeking employment – I know about them
• Two pronged approach to employment matching
Enable
• Many of our Veterans need a fresh start in the workforce
• Training Pipelines – Internships have proven invaluable
• A Veteran “Battle Buddy” or mentor
• Pull along side with feedback on resume or interview process
• Human to human contact – our veterans struggle with Web-page fatigue
Hot List Job List Employers Veterans
Employ
• How can we put this veteran to work vice why we can’t put this veteran to work
Hiring Wounded Heroes: A Training Program for Employers
Mr John Chavis
Transition Section OIC
Wounded Warrior Regiment
5 Feb 2015
8 Wounded Warrior Call Center 24/7: 1.877.487.6299 -- Stay Connected -- www.woundedwarriorregiment.org
Transition Support
“We must lead our Marines to productivity and successfully transition them onto the next
stage of life.” Colonel Tomko, WWR Commanding Officer
WWR Careers and Education Specialists
Education Employment
GI Bill / VocRehab Job Training
Certifications Career Assessments
Enrollment Support Resume Development
Interviewing Skills
Job Placement
Good News:
• Increased visibility of Integrated
Disability Evaluation System phases to
allow for proactive transition planning.
• Improved coordination and collaboration
between DoD and VA at transition
points.
Needs:
• Coordinated mentorship opportunities in
local communities.
• Caregiver training and flexible
employment opportunities.
9 Wounded Warrior Call Center 24/7: 1.877.487.6299 -- Stay Connected -- www.woundedwarriorregiment.org
Wounded Warriors are highly-skilled,
employees who have demonstrated a unique
ability to overcome obstacles. However, they
each tend to share a few concerns regarding
civilian employment:
• Being placed in a job that is not a good fit for
them (education, skill level)
• Lack of confidence in self or abilities outside of
military service
• Employers not being aware/flexible with medical
appointments or medical limitations
* Remember that many Marines who transition through the WWR are not
combat-wounded; however, their service and sacrifice earn our assistance and
your consideration for employment
Challenges for Transitioning Warriors
10 Wounded Warrior Call Center 24/7: 1.877.487.6299 -- Stay Connected -- www.woundedwarriorregiment.org
• Employers and job-seekers both need a clear
understanding of the demands of the job:
– Skill and educational concerns can be mitigated
through effective recruiting efforts
– Using the WWR transition office to assist you in
connecting to Marines with the skill set you desire
• Employers who want to capitalize on the unique
qualities of a wounded warrior may:
– Offer flexible hours and job locations
– Provide a single POC at job location to prevent
frustrating confusion for a transitioning Marine
– Avoid announcing or introducing a Veteran as
wounded, ill, or injured or any other way that may
make them feel different or uncomfortable
Improving the Process
The key to facilitating a successful relationship for both the Veteran and
employer is a better understanding:
Wounded Warrior Call Center 24/7: 1.877.487.6299 -- Stay Connected -- www.woundedwarriorregiment.org
Sergeant Merlin German Wounded Warrior Call Center 1.877.487.6299
www.woundedwarriorregiment.org
Facebook.com/wwr.usmc
Our Marines and their Families are Still in the Fight! Thank you for your continued support.
Connect to the WWR Today!
11
Download the mobile app on iTunes
(iPhone or iPad) or Google Play (Android)
by searching “Wounded Warrior”
http://www.esgr.mil
EMPLOYER SUPPORT OF THE
GUARD
AND RESERVE
(ESGR)
Feb. 10, 2015
http://www.esgr.mil
Uniformed Services Employment and
Reemployment Rights Act
• Prior laws: Selective Training and Service Act of 1940 and
Vietnam Era Veterans Readjustment Assistance Act of 1974
• Enacted Oct. 13, 1994
• Title 38 US Code, Chapter 43, Sect.4301-4335, Public Law 103-
353
• Administered by US Dept. of Labor
USERRA
http://www.esgr.mil
Protection Against Discrimination
• Includes discrimination against employment,
reemployment, termination, promotion and
benefits
• Applies to past and current members and
those who apply to be a member of a
uniformed service
• Burden of proof is on the employer
USERRA
http://www.esgr.mil
USERRA: Who is Covered?
Applies to: • Regular military, Reserves, National Guard, National Disaster Medical
System
• Past & current employees with uniformed service
• Applicants for employment with uniformed service
• Anyone assisting someone to obtain USERRA rights
• Employers with even 1 part time employee
• “Successors in interest”
Federal USERRA statute does not apply to: • Guard Members on state active duty (floods, fires, etc.)
• Non-Recurrent employees, Clergy, Students, Partners, Independent Contractors
http://www.esgr.mil
USERRA: DoL & DoJ
Administered by DOL:
• US Dept. of Labor Veterans Employment and Training
Service (VETS)
• Plain English Q&A (20 CFR Part 1002)
• Performs investigations
Cases can be referred to:
• US Attorney General
• Private legal counsel
http://www.esgr.mil
Who Are We?
• Employer Support of Guard and Reserve
(ESGR)
• A DoD agency established in 1972 to gain and maintain
employer support for the Guard and Reserve
• Comprised of a National Committee and 55 State and Territory
committees with over 4,500 volunteers
• Ombudsmen assist service members and employers in
resolving employer related problems or issues
• Develops and implements employer and military outreach
programs
http://www.esgr.mil
Virginia in 2014
• Military Outreach
– 3,063 Service Members Influenced in FY14
• Employer Outreach and Awards
– 3,341 Employers Influenced
– 1,203 Statements of Support Signed
– 317 Patriot Awards
• Ombudsman Services
– 93 Cases
– 76% Resolved
• Employment Initiatives
– 206 H2H Direct Hires
– 5.2% State Average Unemployment Rate
http://www.esgr.mil
STATEMENT OF SUPPORT FOR EMPLOYERS:
• Employers can publicly pledge support for RC members by signing an SoS
• Public pledge acknowledges: • Adherence to USERRA
• Commitment to educate managers and supervisor
• Commitment to employ Guardsmen, Reservists, and Veterans
• Commitment to support Service members and their families
http://www.esgr.mil
Patriot Award
Presented to outstanding:
•Supervisors
•Managers
•Bosses
Chief of Police Earl L. Cook, City of Alexandria (Va.)
Police Department (r.), receives a “Patriotic
Employer Award” from Lew Brodsky, Area
Chairman, Northern Virginia Committee for
Employer Support of the Guard and Reserve.
317 Awarded in 2014
http://www.esgr.mil
Awarded to USAA
21
Patriot Award
http://www.esgr.mil
Pro Patria Award
Presented Annually in each state to
•One small employer
•One large employer
•One public sector employer
This is the highest level award that
may be bestowed by a state ESGR
committee.
http://www.esgr.mil
Mike Younkers, Senior Director,
Cisco Systems Engineering
Pro Patria Award
http://www.esgr.mil
Jenzabar, INC
Pro Patria Award
http://www.esgr.mil
Freedom Award
http://www.esgr.mil
H2H is now on eBenefits, and It’s Free!
• For Service Members
– Search Veterans Job Bank
– Military Skills Translator
– Resume and Profile Builder
– Advice and Training (Resume, Interview)
– Upcoming Career Fairs
– Career Exploration (Skill Assessment)
– View Employer Commitments
http://www.esgr.mil
H2H is now on eBenefits, and It’s Free!
• For Employers
– Search Veteran Profiles
– Post Jobs
– Advice and Training on:
• How to hire and support Veterans
• Translating military skills to civilian skills
• Best practices and case studies
– Search Upcoming Career Fairs
– Make Employer Commitments
http://www.esgr.mil
Network of Employment Transition
Coordinators
http://www.esgr.mil
• 56 EC’s nationwide
• H2H case management system
– Number of hires - key metric
• VA EC
– 35 Hires accounted for since July
– Over 100 total current job seekers
– H2H cases balanced with event coordination and
attendance
• Work closely with Virginia Employment
Commission (VEC) and Virginia Values
Veterans (V3)
http://www.esgr.mil
• Employment Assistance Workshops
(EAWs) - Experienced HR professionals,
VaESGR volunteers, and VEC staff provide
training on:
Writing effective resumes
Successful behavioral interviewing skills
H2H.jobs sign ups and job searching
• Hiring Events
Done in conjunction with EAW’s and V3 events
Will have employers available to connect with
job seekers
http://www.esgr.mil
http://www.esgr.mil
http://www.esgr.mil
http://www.esgr.mil
http://www.esgr.mil
Bryan Hicks DoD Contractor
Mullins Armory
5901 Beulah Road
Sandston, VA 23150
804-236-7855
540-578-3134
http://www.esgr.mil
Volunteers Wanted
36
http://www.esgr.mil
http://www.esgr.mil
Contact Information
38
Virginia Full Time Staff
www.ESGR.mil/Virginia
804-236-7856
http://www.esgr.mil
Wounded Veterans Program Panel: Programs Every Veterans Hiring Advocate Needs to Know
Networking break with Veterans Organizations
Keynote Speaker: Commissioner John Newby, Virginia Department of Veterans Services
Industry Panel : The Path to Developing a Successful Veterans Hiring Program
Keys to Successful Veteran Employment Practices
Recruit+Retain Train
Train Recruit
Recommendations:
• Educate Hiring Managers
about the valuable skills of
veterans and military spouse
candidates
• Train recruiters and HR
professionals regarding post-
government requirements,
military benefits, company
programs
Recommendations:
• Join strategic partnerships (i.e.
100JMK, MSEP)
• Work with hiring managers to
coordinate hiring goals to
include veterans and spouses
• Identify community
partnerships to expand
company’s brand and
presence with the veteran
community
Recommendations:
• Establish affinity groups or
employee resources groups
(ERGs) for veterans and
spouses
• Include transition training in
new hire orientation
• Identify ways to communicate
benefits and resources
• Leverage mentorship or OJT
to facilitate transition
Leadership Support
Retain
The Power of Partnership – from Vision to Reality
VETERANS HIRING: INDUSTRY PANEL
Best Practices for Hiring, Supporting, and Developing our Veterans
L-3 At a Glance
• Prime for ISR, Aircraft Modernization,
Logistics, Enterprise IT
• Supplier of Communication and Electronic
Systems
• #6 in U.S., #9 Worldwide in Defense Sales
• Broad/Diverse Technologies, Customers
• $12.6B Annual Revenue (2013)
• 400+ Office Locations (151 International)
• 32 Countries ( = Country with L-3 office)
• 48,000+ Employees
North America
South America
Africa
Europe
Asia
Australia
National Security Solutions
Cybersecurity Solutions, High-Performance
Computing, Enterprise IT Services, Analytics,
Intelligence Analysis
Aerospace Systems
Products and Services For The Global ISR Market,
Specializing In SIGINT and COMINT, and
Modernization, Upgrades, Sustainment, Maintenance
and Logistics Support For Various Aircraft
Electronic Systems
Broad Range Of Products Including, Systems,
Subsystems, Components and Related
Services for Military and Commercial
Platforms
Communication Systems
Products and Services For The Global
Communications Market, Specializing in
Strategic and Tactical Communication
Systems
Customer Focused with Outstanding Performance
Electronic Systems
L-3 Business Segments
2/12/2015
Commitment to Hiring Veterans
• L-3’s affinity and commitment to veterans is shown through our employment of more than 15,000 veterans
• Veterans represent ~30% of L-3’s overall workforce
• L-3 NSS averages 400-500 veteran hires a year
• Decision in 2011 to enhance our military recruiting strategy
Awards
2013, 2012, 2011 Champion of Veterans Enterprise Award
2013, 2012 Excellence in Partnership award from the Coalition for Government Procurement for Best Industry Veteran Hiring Program
2012 Secretary of Defense Employer Support Freedom Award
2/12/2015
Our Approach and Objectives
• To develop, implement, and maintain a full-scale Military transition program
• To develop and grow the L-3 NSS veteran new hires population
• To establish L-3 NSS as a Veteran Employer of Choice
• Maintain an active program to support the community and sponsor our active Military, Veterans and Wounded Warriors
2/12/2015
Quick Hit Recommendations
• Identify resources to support and network
• Build strategy
• Create a designated POC to stay in contact with during transition – two way communication
• Create a dedicated internal and external web page
• Identify 2-3 government partners for this year
• Identify 2-3 opportunities for employees to get involved
• Recognition and taking the time to say ‘thank you’ to your veteran employees- i.e. annual Veterans Day cards
2/12/2015
Active Participation in Efforts to Hire Veterans
• Partnered with the Employer Coalition Veteran Team, a group that helps veterans find jobs by holding job fairs, providing resume-writing assistance, and teaching interviewing skills
• Since 2012, attended more than 50 veteran hiring events and Transition Assistance Program (TAP) classes across the country
• Attended workshops Easter Seals offered in MD on hiring disabled veterans
• L-3 has actively committed to partnering and subcontracting with veteran-owned small businesses (VOSBs) to foster greater job opportunities in the marketplace
• Mentor veterans, military spouses and wounded warriors transitioning out of service through e-Mentoring
• Partner in Operation Impact Network of Champions
2/12/2015
Involvement in the Community
• Financially supports Homes for Our Troops, an organization that builds homes for veterans
• Corporate Partner of the Wounded Warrior Project
• Hosted an L-3 Golf Tournament with the Wounded Warrior Project
• Member of the Employer Partnership of the Armed Forces
• Partner in Operation Healing Waters, and Operation Jump Start
• L-3 serves on a review board that provides grants to military organizations, their families, and Wounded Warriors (WWs)
2/12/2015
Involvement in the Community (cont.)
• Supporter of the Military Spouse Employment Partnership, which promotes hiring and helping military spouses searching for jobs
• L-3 participates in organizations that drive veteran business growth: – Supports the Veteran Institute for Procurement program, training SDVOSBs and
VOSBs how to succeed in the federal contracting market
– Sits on the Chamber of Commerce Military Affairs Committee
• Participated in Wreaths Across America four years in a row with 50+ employee volunteers
2/12/2015
Questions?
At L-3, we foster an environment that encourages innovation, rewards accomplishment, values diversity, and promotes teamwork.
Our veterans exemplify this ethos, showing a stellar work ethic and attitude, always putting the customer first, and proudly representing our L-3 culture.
2/12/2015
Operation IMPACT (Injured Mlitary Pursuing Assisted Career Transition)
Karen Stang, Program Operations
February 2015
54
Operation IMPACT (Injured Military Pursuing Assisted Career Transition)
OUR HISTORY
• Grass roots program with mission to provide assistance with career
transition to severely injured service members suffering from
wounds, injuries or illnesses that were incurred while deployed in
military combat operations following the events of September 11,
2001
OUR TEAM
• A dedicated core team to support program management,
personalized placement assistance, community outreach and
workplace accommodations
OUR APPROACH
• Once in the program, candidates are actively marketed internally
and throughout our Network of Champions
• Post employment support is also provided to assist with assimilation
into Northrop Grumman culture
55
Our Commitment
Personalized assistance
through hiring process
Centralized process for review of
reasonable accommodations
Pre and post-job support
A personal point of contact who will assist
with identifying potential job placement,
review applications and proactively market
candidate to hiring managers, assist with
resume writing, provide support and
mentoring through interview stage, hiring
process and beyond
Once a candidate has accepted
an offer of employment, OI
Health Services will conduct an
assessment of job
accommodations that should
be required for the candidate to
be successful.
We host employment transition
boot camps to prepare for
transition and provide support
post-hire as needed; i.e., mentor,
training, etc.
56
Program Support Model
5
6
Leadership Commitment/ Engagement
• Communicate commitment
• Engage & Educate Hiring Manager (HM) on program
• Discuss with customer on program
Workforce planning
• Workforce projections
• Focus recruiting efforts in targeted areas of business
• Identify skills needed to fulfill current and project workforce
• Evaluate plan quarterly & report out on progress
Pre-Recruitment
Efforts Outreach
• Select targeted areas to partner with key external stakeholders
• Boot Camps- Partner with internal stakeholders
Position Talent
• Identify and perform gap analysis
• Implement gap-closing strategies
• Partner with key internal stakeholders to review talent against position requirements
On Boarding
• Ensure OI candidate is supported throughout the process
• Partner and train management on EAP/ Accommodations
• Survey OI employees on over all experience “start, stop and continue?”
• Follow up with OI hire year 1 – quarterly; year 2 every 6 months
Retention
Continual Evaluation
57
Initiatives and Activities
OUTREACH • Host pre-recruitment employment transition boot camps at the
warrior transition units and/or military hospitals
• Serve as panel members or speakers at wounded warrior
conferences/meetings
• Meet with DOD, VA and DOL leadership to promote OI program
and solicit referrals
RECRUITMENT • Attend targeted wounded warrior career fairs
• Receive referrals from the Services’ wounded warrior programs, VA
hospitals, non-profit organizations, etc
• Provide OI information at employment transition boot camps
RETENTION • Ensure on boarding activities include sponsor, connection with EAP,
and workplace accommodations
• Connect OI employees with each other
NETWORK OF CHAMPIONS (NOC) • Continue to grow the NoC with committed partners
• Provide opportunities to share best practices and involve NoC
employers in outreach activities
58
Network of Champions
The Network of Champions (NOC) was
established in May 2009 as a forum to: • Provide wider network for employment
opportunities for wounded warriors
• Build community partnerships
• Share information on various outreach
activities
• Leverage best practices
With prior written permission, Northrop Grumman
will share the Operation IMPACT candidate’s
resume with our partnering NOC companies • Candidate resumes are distributed to NOC members
monthly
• All candidates referred meet the eligibility criteria
for OI support
• Only resume and information regarding their skills
and abilities are shared; no information on their
disability is provided
59
In Summary…
Through our outreach efforts, Northrop Grumman’s
Operation IMPACT program is considered the national
industry best practice that supports a specific cohort of
wounded warriors
The success of this program significantly enhanced of
Northrop Grumman’s image and is a national leader in
providing career transition support to this cohort in the
eyes of our customers
This is a unique diversity effort and a different level of
support is needed to make the program successful
High-touch support and a “candidate-centric” approach
to identifying employment opportunities is required
Post-employment support is critical element of success
for OI employees
60
Contact Us
Website: http://www.northropgrumman.com/CorporateResponsibility/OperationIMPACT/Pages/default.aspx
Email: [email protected]
Karen Stang J. Antonio Marroquin
Program Operations Administrative Support
703-280-4292 703-280-4084
© CGI Group Inc. 2013
CGI US
Veteran Hiring Initiatives
63
Agenda
Why We Hire Veterans
Veteran Initiatives
Veteran Hiring Successes
Additional Tools
Things to Consider
1
2
3
4
5
64
Experience and Expertise
Core Values
Company Loyalty
Leadership
Work Ethic
Hiring Veterans is an
integral piece of the CGI
staffing model.
CGI recognizes the value
Veteran’s bring to our
organization.
Why We Hire Veterans
Veteran Initiatives and Partnerships
65
Northern Virginia Technology Council (NVTC) Veterans Employment Initiative
Hiring Events (Educational Institutions & Military Transition)
Sponsorship Initiatives ex: Fisher House Foundation
100,000 Jobs Mission
Virginia Values Veterans (V3)
Get Involved!
Military Installation Proximity
66
CGI’s Commitment
The Fisher House Foundation
Operation Care for the Troops
Operation Homefront
Wounded Warrior Project
Army Marathon
Soldiers' Angels Tank Support Program
In addition to our focused hiring efforts, CGI supports a wide range of
charitable causes to help meet the life needs of service members and
their families, including the following:
67
Hiring Successes
CGI Hires an average of 32 Veterans per month
CGI Hires veteran hires from Oct 2013 – Jan 2015 are consistently between 15-
25%
Over 50% of our members in offices near military bases are Veteran’s or
Veteran Affiliated (spouses, dependents and/or parents)
Top Sources of Veteran Hires include: Referrals
Job Boards
Job Fairs
68
Things to Consider When Building Your Own
Veteran Hiring Program
1 2 3 4
Know Your
Audience
Recognize
Transferrable
Skills
Utilize Resources
Available To You
Invest In Tools
That Serve A Dual
Purpose
Veterans have skills that
have been part of their
“everyday job” that they
don’t realize they have
Tools that can serve
hiring teams and
candidates can be
invaluable.
ex: MOS Crosswalk
Employer Training
& Resources
Development
Skill Set
Abundance in
Veteran Only
Populations
ex: supply/logistics,
intelligence
Thank you.
Industry Panel : The Path to Developing a Successful Veterans Hiring Program
Thank you for your participation!