U.S. Department of Labor Employment Workshop Transition from Military to Civilian Workplace

1. U.S. Department of LaborEmployment WorkshopTransition from Military to Civilian Workplace

2. Welcome • Icebreaker • Logistics • Prerequisites • Preseparation Counseling • MOC Crosswalk • Personal Finance • Required items • VMET, Career Interest Inventory Results, 12-month budget

3. Purpose This course provides the tools for transitioning Service members to make an informed career decision based on best practices for job search and current industry hiring standards. This course is a required step to complete Career Readiness Standards for the Capstone event.

4. Course Overview

5. Section 1Transition planning Complete Individual Transition Plan Manage Change Develop Job Search Plan: Personal Assets Create a Career Catalog Complete Master Application Complete Transferable Skills Inventory Identify Personal Factors for Job Search Plan

6. Identify Stressors Cognitive Symptoms: • Memory problems • Inability to concentrate • Poor judgment • Pessimistic approach or thoughts • Anxious or racing thoughts • Constant worrying Physical Symptoms: • Aches and pains • Diarrhea or constipation • Nausea, dizziness • Chest pain, rapid heartbeat • Loss of sex drive • Frequent colds

7. Identify Stressors Emotional Symptoms: • Moodiness • Irritability or short temper • Agitation, inability to relax • Feeling overwhelmed • Sense of loneliness and isolation • Depression or general unhappiness Behavioral Symptoms: • Eating more or less • Sleeping too much or too little • Isolating oneself from others • Procrastinating or neglecting responsibilities • Using alcohol, cigarettes, or drugs to relax • Nervous habits (e.g. nail biting, pacing)

8. Manage Stress What are some positive ways to manage stress?

9. Homeless Veterans Source: BLS 2013 Employment Situation of Veterans; www.VA.gov 2013 Statistics • Annual veterans’ unemployment rate in 2012 was 7%. • Young male veterans (those ages 18 to 24) who served during Gulf War Era II had an unemployment rate of 20%, higher than that of young male nonveterans (16.4%). • Female veterans who served during Gulf War Era II had an unemployment rate of 12.5%.

10. Homeless Veterans Source: BLS 2013 Employment Situation of Veterans; www.VA.gov 2013 Statistics On a single night in January 2013, 57,849 homeless veterans spent the night on the streets of America. An estimated 136,128 veterans spent at least one night in an emergency shelter or transitional housing program in 2013.

11. Why Are Veterans Homeless? Male veterans are twice as likely to become homeless, and female veterans are four times more likely to be homeless as their non-veteran counterparts. A large number live with post traumatic stress disorders and addictions acquired during or exacerbated by their military service. Lack of family and social networks due to lengthy periods away from their communities of origin. Government money is limited and serves only 1-in-5 of homeless veterans in need.

12. Prevention of Homelessness • Military service separation process • Participate in “Preseparation” counseling process • Participate in Department of Labor Employment Workshop • Know about your VA Benefits • Obtain a job and income • Seek early assistance for mental health and substance abuse issues • DOL/VETS Homeless Veterans’ Reintegration Program (HVRP)

13. HVRP Homeless Veteran Reintegration Program Funded by U.S. DOL/VETS This program provides employment, training, and supportive services to assist in reintegrating homeless veterans into meaningful employment within the labor force.

14. Decision Making 5-Step Decision Making Process

15. Identify Support System List people who: You know and trust Can help you to connect with others Are accessible to you on an ongoing basis Have varied talents and abilities who can provide assistance to you across a varied spectrum of needs

16. Josh Jeremy Jones Identify Support System Hudsacks Softball Team Nguyens Family Oginga Nordquists Garcias Neighbors Mr. Luigi Support System HS Employer Houghs High School Rocco Deena Friends Mr. White Mrs. Miller Church Sgt. Li Military Pastor Roberts Zane Bucko

17. Manage Change Or change will manage you. Develop your own customized change management plan. Use your best resources and knowledge. Pages 4-13

18. Change Management Plan Structures Support System Life Goals Stressors Budget Skills

19. Create a Career Catalog In your career catalog you will have copies of: • Records • Master Application • Work Samples, if applicable Among the types of records you should collect in your career catalog are: • Military Service • Personal Identification • Work Experience • Education & Training Pages 14-15

20. Understand Your Skills • Build a master skills inventory • Use your VMET to identify skills. • Utilize MOC Crosswalk results. • Identify and list all of your skills gained through: education, military service, previous jobs, hobbies, interests, participation in professional organizations and community activities. Pages 23-32

21. Personal Assets Assess and Evaluate: • Skills • CLAMS • Values • Preferences Pages 33-42

22. Motivators • CHALLENGE • LOCATION • ADVANCEMENT • MONEY • SECURITY Page 33-36

23. Section 2Career Validation & Exploration Research Industries, Occupations, Trends Identify Job Search Assistance Resources Develop Job Search Plan: Essential Tools Develop Job Search Plan: Target Employers

24. Job Search Assistance State Workforce Agency (SWA) or One Stop Career Center Workforce Investment Act (WIA) Office of Apprenticeship (OA), U.S. Department of Labor Private Employment Services College/University/School Career Services Military and Professional Associations and Organizations Phone and/or Industry Directory Industrial and Craft Unions Job Fairs and Hiring Events Chamber of Commerce Military and Family Support Centers Pages 46-49

25. Essential Job Search Tools

26. Target Employers

27. Speak the Employer’s Language Translating military to civilian is difficult but necessary. Research the company and analyze the job posting to decide what “language” an employer speaks. Communicate the skills and experiences you bring to the table—and what you can offer an employer. Speak the employer’s language.

28. Business Concepts Develop Understanding of Business Concepts

29. Professional Introduction

30. Section 3Job Search Plan Set Goals Schedule Network Utilize Job Search Method Analyze Job Postings Complete Application Forms

31. Short-range, Medium-range and Long-range Goals

32. Setting Goals SMART GOAL Trackable Realistic

33. Create a Schedule

34. How Job SeekersLook for Jobs Average number of methods used: 2.03 Source: Bureau of Labor Statistics

35. How Employers Look for Employees Source: Bureau Labor Statistics

36. Job Search Plan

37. Analyzing Job Postings Job postings provide information about the types of positions available, the skills required and the language an employer speaks. Analyze postings for: • Experience needed • Qualifications • Salary • Skills Page 93

38. Application Forms • Read the directions • Fill out application forms completely • Utilize your master application • Safeguard your right to privacy Pages 94-96

39. Section 4Effective Resume Understand the Resume Reader Target Resumes and Master Resume Sections of a Resume Prepare References Resume Types Resume Formatting Resume Review Cover Letter Salary History

40. Resume Screening Process Section 4Effective Resume

41. Section 4Effective Resume

42. Sections of a Resume Contact Information Career/Job Objective Statement Summary Areas of Expertise Experience Employment History Education/Training

43. Contact Information Make sure your information is current and accurate: Lynn Gweeney 234 Brook Avenue, Englewood, Colorado 12345 (123) 456-7890 Lynn.Gweeney@email.com Page 117

44. Career/JobObjective Statement Well-written career objectives are • Concise, short and to the point • Answer the question “For which position are you applying?” • List the specific job and company to which you are applying Pages 118-119

45. Summary A short paragraph used to highlight key words and marketable skills/experience, and recaps what you can offer, including: • Specific knowledge, talent or education that “ties” you to your career interest • Self-management skills • Work attributes • Soft skills Pages 120-121

46. Area of Expertise A list of bullet points which provide a sense of what you can do for the company: • Highlight key skills that support job goal • Match key words in job announcement • Include certifications/licenses required • List security clearance if relevant for position Pages 121-123

47. Experience • Use civilian terms. Speak the employer’s language. Use key words • Begin with an action verb • Avoid “Responsible for” • Quantify results: use numbers, percentages, statistics and examples • Avoid personal pronouns (I, me, my…) • Wordsmith your statements Pages 125-134

48. Education and Training • List most recent first • Put “attended” if you never graduated to prevent the assumption that you have a degree • Include certifications/licenses/training relevant to job • Depending on your background and the job for which you’re applying, Education & Training might be placed above Experience or Employment History on your resume. Page 136

49. Section 4Resume Lab Choose: • Style • Formatting Draft: • Sections • Content in sections • Focus on STAR accomplishment statements Save Master Resume File: If using computer lab, email file to yourself

50. Cover Letters Introduce yourself and sell the employer on how well your specific skills, abilities and attributes match the organization’s needs. Four main components: • Introduction • Relevant Reason for Cover Letter • Request for Action • Respectful Sign Off Pages 151-153