wounded warrior hiring and support 1 approved for public release; distribution is unlimited gretchen...

Wounded Warrior Hiring and Support

1Approved for Public Release; Distribution is unlimited

Gretchen LizzaNational Director

Career Learning and Employment Centers

Why Hire Wounded Warriors?

Total Force replenishmentBenefit the federal serviceReduce unemployment levels of Wounded WarriorsEase of hiring processAchieve hiring goals for persons with disabilities


“Thank you [NAVSEA Wounded Warrior Team] for blowing through expectations, for setting the bar for the rest of America,

and for doing the heavy-lifting of true patriotism.” – Hon. Juan Garcia, ASN M&RA

Wounded Warrior Program Accomplishments

Stood up NAVSEA Hiring and Support Program

Held multi-agency conference on supporting and hiring Wounded Warriors

Signed Memoranda of Agreement with Army and Marine Corps

Expanded Career Learning and Employment Centers to Norfolk, San Diego, and Indianapolis

Expanded Career Training Pipelines for Wounded Warriors in Hospitals (Vital Program)


Memoranda of AgreementArmy WTC and Marine Corps WWR

WTC and MCWWR operate nationally to support and place Wounded Warriors. The national footprint of NAVSEA offers many opportunities in many locations. Great synergy as these organizations try to match supply and demand.Other Navy Commands are partnering with NAVSEA. 4

Walter Reed HospitalJanuary 13, 2010

Warrior Games in Colorado Springs, COMay 13, 2010

Approved for Public Release; Distribution is unlimited

Reasons for NAVSEA’s Success

Each of our 33 major sites has specific hiring goals - THIS IS THE KEY!♦ The Goals caused our hiring to go from ‘Push’ to ‘Pull’♦ A network of advocates at every NAVSEA site is

actively engaged in hiring Wounded Warriors (and making goal)

Established excellent relationships with the numerous Wounded Warrior (WW) Support Organizations

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In FY10 NAVSEA successfully hired 287 Disabled Veterans (30% disability or above) with rewarding jobs throughout our Command. Our hiring goal for FY11 is an ambitious 365!


The Education and Employment Initiative (E2I) Solution Concept

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Fixing the Problem

By

Addressing theProblems

Draft – Pre-Decisional 1

Targeted Hiring/Pull Process: RSMs will be hired into targeted Services, DoD, and Federal Civil Service, Sate and Local Govt career positions identified or enter an educational course with specific career objectives.

Existing Resources: Existing professional development and training programs and Service Civilian Internship Programs (CIP) resources should be leveraged however funding will be required to establish the program

Mentoring: RSMs will be mentored throughout their recovery as they train or learn new skills to better prepare them to return to duty (RTD) or, if they separate, find employment in the federal government or private sector and integrate into civilian life.

Early Intervention: RSMs will be engaged within 30 days of admission to MTF by their Medical and Non Medical Case Managers.

Comprehensive Assessment: An assessment will be conducted to measure aptitude, interest level, attitudes toward work, values, work motivation level, personality, and more to create an Individual Development Plan (IDP) for RSMs.

Fixing the Problem

by

Addressing thePROBLEMS

The Education & Employment Initiative (E2I) Solution

Candidate:

Must be medically cleared to participate;

Must have aptitude and ability to complete the training and education requirements; and,

Have expressed an interest in either returning to their Service or a DoD Federal/Civilian career.

A Candidate:Must be medically cleared to participateMust have the aptitude and ability to complete the

training and education requirementsHave expressed an interest in either returning to

their Service or a DoD Federal/Civilian career

Early Intervention: RSMs will be engaged within 30 days of admission to MTF by their Medical and Non-Medical Case Managers

Comprehensive Assessment: An assessment will be conducted to measure aptitude, interest level, attitudes towards work, values, work motivation level, personality, and more to create an Individual Development Plan (IDP) for RSMs

Mentoring: RSMs will be mentored throughout their recovery as they train or learn new skills to better prepare them to return to duty (RTD) or, if they separate, find employment in the Federal government or private sector and integrate into civilian life

Existing Resources: Existing professional development and training programs and Service Civilian Internship Programs (CIP) resources should be leveraged; however, funding will be required to establish the program

Targeted Hiring / Pull Process: RSMs will be hired into targeted Services, DoD, and Federal Civil Service, State and Local Gov’t career positions identified or enter an educational course with specific career objectives

Draft – Pre-Decisional 1

Targeted Hiring/Pull Process: RSMs will be hired into targeted Services, DoD, and Federal Civil Service, Sate and Local Govt career positions identified or enter an educational course with specific career objectives.

Existing Resources: Existing professional development and training programs and Service Civilian Internship Programs (CIP) resources should be leveraged however funding will be required to establish the program

Mentoring: RSMs will be mentored throughout their recovery as they train or learn new skills to better prepare them to return to duty (RTD) or, if they separate, find employment in the federal government or private sector and integrate into civilian life.

Early Intervention: RSMs will be engaged within 30 days of admission to MTF by their Medical and Non Medical Case Managers.

Comprehensive Assessment: An assessment will be conducted to measure aptitude, interest level, attitudes toward work, values, work motivation level, personality, and more to create an Individual Development Plan (IDP) for RSMs.

Fixing the Problem

by

Addressing thePROBLEMS

The Education & Employment Initiative (E2I) Solution

Candidate:

Must be medically cleared to participate;

Must have aptitude and ability to complete the training and education requirements; and,

Have expressed an interest in either returning to their Service or a DoD Federal/Civilian career.


Walter Reed Bethesda

WTC / AW2

Brooke

SafeHarbor

Balboa

USMCWWR

VITALTM

Return to Service

Civilian Careers

Formal Education

Organizations “With the Jobs” Must be Connected to the Wounded Warrior Hiring Process

CLEC/ E2IBridge Leverage & Tailor

Existing Training, Education, Internship, and Mentoring

Programs

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Suppliers of Jobs

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VocationalRehab

Transition and Support Programs for

Wounded Warriors

Career Learning and Employment Centers (CLECs)/ E2I

Successful Pilot Program at Crane Indiana stood up a non-profit [501(c)3] organization

♦ Exceeded initial hiring goals by four fold - hired 84 disabled veterans from FY08 to present

♦ Became the “Gold Standard” for other regional CLECs

Successful CLEC/ E2I Model

♦ Employment opportunities provided by local agencies and businesses

♦ Created a comprehensive partnership/network team to leverage all necessary disabled veteran support programs

♦ CLEC provides comprehensive wrap-around support for the veteran and family


Northwest CLEC

Puget Sound, WANortheast

CLECTBD

Tidewater CLEC

Norfolk, VA

SouthwestCLEC

San Diego, CA

San Antonio Satellite

Dallas, TX

Crane CLEC

Crane, IN

Crane SatelliteIndianapolis, IN

Southeast CLEC

Jacksonville, FL

South Central CLEC

San Antonio, TX

Heartland CLEC

Midwest USANational Capital

Region CLECWashington, DC

Tidewater SatelliteNorth Carolina

San Diego SatellitePearl Harbor, HI

Planned Career Learning and Employment Centers

9FY11

FY12Approved for Public Release; Distribution is unlimited

Hiring WW – Lessons Learned

Hiring Wounded Warriors is not easy – but it is well worth it!♦ Location is extremely important ♦ Skills gap is hard to overcome♦ Effective mentoring and coaching essential♦ Leadership at the Command Level is critical♦ The system can completely overrun individuals♦ Outreach means Reaching Out!

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In FY10 NAVSEA Received the Navy’s First Wounded Warrior Hiring Award


Human Capital - Lessons Learned

Collaboration fostered a Pioneering Spirit♦ Policies and procedures needed adjustments♦ Worked through chain of command to initiate changes♦ Mindset of HC Specialists changed to consulting and continuous

improvement

One Team Approach renewed Commitment♦ Entire organization was mobilized in the effort♦ Engagement in the program translated to engagement on the job♦ New-found sense of pride in the organization

Walking the Talk created a Learning Environment♦ Mentoring and training has received renewed attention♦ Self-development through service♦ Increased workforce capacity and capability


What You Can Do

Come Visit Our Booth!

Contact Us!

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NAVSEA Wounded Warrior Program actively partnersWith DoD Commands, Federal Agencies, and Private Industry

Gretchen [email protected]

202-781-1364


Engage Leadership to establish and monitor goals

Appoint a Dedicated Wounded Warrior Hiring Advocate

Support Expansion of CLECs / E2I

Support Career Mentors in Key

Military Hospitals

wounded warrior hiring and support 1 approved for public release; distribution is unlimited gretchen...

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