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What Makes an Organization Veteran-Friendly

What Makes an Organization Veteran-Friendly. Revised October , 2013.

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What Makes an Organization Veteran-Friendly

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  1. What Makes an Organization Veteran-Friendly Revised October, 2013

  2. This Department of Veterans Affairs Training Series on Veteran-Friendly Organizations is designed to help employers understand the benefits to hiring Veterans and military service members (National Guard and Reserve) and the practices that could be implemented to attract and retain Veteran employees. Introduction

  3. The suggestions in this guide are being offered in an effort to improve Veteran retention in the workplace. It is understood that not all these practices can be implemented for every organization. Some variation may be required in order to comply with each organization’s policies and procedures. Introduction

  4. There are many reasons why companies are seeking to hire Veterans: They bring with them the skills to do the job in a timely and efficient manner They have both the hard and soft skills coveted by employers, such as leadership, management, teamwork, accountability, and responsibility There are tax incentives associated with hiring Veterans, such as the Work Opportunity Tax Credit (WOTC) and the American Recovery and Reinvestment Act of 2009 Why Hire Military?

  5. Employers and organizations can benefit from the many strengths that Veterans bring to the workplace: Working well in a team Having a sense of duty Experiencing self-confidence Being organized and disciplined Possessing a strong work ethic Having the ability to follow through on assignments Possessing a variety of cross-functional skills Being able to problem solve, adapt to changing situations, and follow rules and schedules Strengths of Veteran Employees

  6. The Department of Veterans Affairs conducted the Veterans in the Workplace study to gain insight into improving Veteran retention in the workplace. Organizations wishing to attract and retain Veteran employees can benefit from the Veteran-friendly practices derived from this study and additional resources. An organization does not have to implement all these practices but can choose the practices that are the best fit for the company. Veterans in the Workplace Study

  7. Some Veteran-friendly practices to consider: Have a strong Veteran recruitment and hiring program Have supportive policies and practices in place for members of the National Guard and Reserve Support affinity groups for Veterans and military service members Provide orientation training to new Veteran employees on the organization’s culture, services, etc. Develop and support a Veteran mentoring program Overview of Practices

  8. More Veteran-friendly practices to consider: Provide Veteran-friendly EAP services Recognize employees for their military service Provide training to supervisors on Veterans’ issues and available resources Give preference to Veteran-owned businesses when seeking product or service vendor support Support a military-focused philanthropic effort Overview of Practices

  9. Recruitment and hiring practices to consider: Have dedicated military recruiters Advertise job openings on military job boards and social media sites Attend military job fairs, both traditional and virtual Have a dedicated military section on the organization’s website Encourage Veteran employees to refer fellow Veterans for job openings Develop a PR campaign to market your organization as military-friendly Veteran Recruitment and Hiring Program

  10. Implement the practices from the Department of Veterans Affairs Training Series on Supporting National Guard & Reserve Member Employees found on the Veterans Employment Toolkit (www.va.gov/vetsinworkplace) Use the Employer Support of the Guard and Reserve (ESGR) website and resources for policy information and advice (www.esgr.mil) Support National Guard and Reserve Member Employees

  11. View the Department of Veterans Affairs’ Training Series on Affinity Groups for Veterans found on the Veterans Employment Toolkit (www.va.gov/vetsinworkplace) Start a Veteran Affinity Group in your organization, or support and provide information and resources for one that already exists Support Veteran Affinity Groups

  12. Offer transition assistance and civilian workplace culture training Use the Society for Human Resource Management’s (SHRM) guide titled “Helping Military Members Transition to the Civilian Workplace”: www.shrm.org/multimedia/webcasts/Documents/12rosser.pdf Outline internal and external resources, including the Department of Veterans Affairs’ services Explain available EAP services Discuss steps for seeking assistance Provide opportunities for mentorships with seasoned employees who are also Veterans Provide Orientation for New Veteran Employees

  13. Mentoring program practices to consider: Facilitate matching employees with military experience to Veteran employees, as desired Develop and implement a Veteran Mentoring Program, or support one that already exists Refer to the Department of Veterans Affairs Training Series on Veteran Mentoring Programs found on the Veterans Employment Toolkit (www.va.gov/vetsinworkplace) Offer resources, assistance, and support when needed Organize Mentoring

  14. Provide EAP services offered by professionals trained in Veterans’ issues Ensure EAP providers are screening for Veteran status of employees seeking assistance or their family members Ensure EAP providers are screening for PTSD Ensure EAP providers are knowledgeable on Veteran resources Provide Veteran-Friendly EAP Services

  15. Celebrate holiday remembrances, such as Veterans Day and Memorial Day Highlight Veteran employees in organization newsletters, at employee gatherings, etc. (share their stories) Encourage supervisors and fellow co-workers to thank Veteran employees for their military service Recognize Military Service

  16. Educate management on the resources available to their Veteran employees within and outside the organization (e.g., Department of Veteran Affairs services) Create a workplace culture that encourages employees to seek assistance for professional or personal issues with no fear of retribution Train supervisors and managers on military culture and Veterans’ issues, including issues regarding PTSD Train Supervisors & Managers

  17. For companies needing vendor support: Let Veteran-owned businesses know you are seeking their support Make your supplier diversity website easy to find and clearly welcoming to Veteran-owned businesses Set clear guidelines on doing business with your organization Dedicate resources to develop and lead the supplier diversity program, if needed Vendor Preference to Veteran-Owned Businesses

  18. Get your organization involved in active duty and military Veteran causes Care packages to the military Housing assistance for returning Veterans Transition assistance to returning Veterans Encourage internal Veteran affinity groups to lead these efforts and support them with resources Military-focused Philanthropy

  19. Is Your Organization Veteran-Friendly? Is Your Organization Veteran-Friendly? Does your organization have a strong Veteran recruitment and hiring program? Does your organization have supportive policies and practices in place for members of the National Guard and Reserve? Does your organization support affinity groups for Veterans? Does your organization provide orientation training to new Veteran employees? Does your organization have a mentorship program for new Veteran employees? Does your organization recognize employees for their military service? Yes No Yes No Yes No Yes No Yes No Yes No

  20. Is Your Organization Veteran-Friendly? Is Your Organization Veteran-Friendly? Does your organization provide training to supervisors on Veterans’ issues and available resources? Does your organization offer EAP services provided by professionals trained in Veterans’ issues? Does your organization encourage employees to seek assistance for professional or personal issues? Does your organization give preference to Veteran-owned businesses when vendor support is needed? Does your organization support a military-focused philanthropic effort? Yes No Yes No Yes No Yes No Yes No

  21. Burton Blatt Institute at Syracuse University & Corporate Gray. (2013). Veterans in the workplace final report. Washington, D.C.: Department of Veterans Affairs. Today's Military-Friendly Corporation. Rep. Victory Media, n.d. Web. http://www.navoba.com/uploadedFiles/Site_Components/Todays_Military_Friendly_Corporation_White_Papers.pdf. "Why Veterans Make Good Employees." Department of Veterans Affairs, National Center for PTSD, 6 Apr. 2012. Web. http://www.va.gov/vetsinworkplace/docs/em_goodemployees.html. "Veterans Hiring Toolkit." Americas Heroes at Work, n.d. Web. http://www.americasheroesatwork.gov/forEmployers/HiringToolkit. “Helping Military Members Transition to the Civilian Workplace.” Society for Human Resource Management, n.d. Web. http://www.shrm.org/multimedia/webcasts/Documents/12rosser.pdf. Sources

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