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Army Career and Alumni Program (ACAP). What is ACAP. Primary Mission Assist Soldiers in Making Appropriate Career and Transition Decisions Prepare Transitioning Soldiers and Families for a Successful Career Change Associated Priorities Connect Soldiers to Job Opportunities
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What is ACAP • Primary Mission • Assist Soldiers in Making Appropriate Career and Transition Decisions • Prepare Transitioning Soldiers and Families for a Successful Career Change • Associated Priorities • Connect Soldiers to Job Opportunities • Offer Soldiers Opportunities to Network with Private Sector Employers
Current Conditions • Extremely Competitive Job Market • National Jobless Rate: 9.1% • West has Highest Unemployment Rate: 10.4% • There are 4.2 Unemployed Workers for every Job Opening • Employment Rates for Veterans are Higher than the National Average • Young Veterans Aged 18-24 Returning from Iraq & Afghanistan have an Unemployment Rate of 22% *Economic News Release: Regional and State Employment and Unemployment Summary (October 2011)
Challenges for VeteransTrying to Compete • Translating Extensive Military Experience into Understandable Civilian Resume • Lack of Educational Degrees, Certifications or Minor Requirements for Position even though they Posses the Skills • Networking Skills – What is that?? • Interviewing Skills – How to Talk Effectively • Educational Background – Undergraduate Degrees and/or Beyond • Military Language Barriers • Individual Expectations
Unique Talent Pool • Approximately 6,000 Soldiers Transition out of the Army from JBLM each Year • In General, Employers Agree on the Top Qualities Soldiers Offer to the Workplace: • Self Discipline • Teamwork • Leadership • Problem Solving Skills • Code of Ethics / Integrity
Unique Talent Pool • Military Training Prepares Soldiers with Unique Skills • Security Clearance • Highly Specialized Skill Training • Technical Training • Proven Success • Longer Retention Rates • Efficient Performance Under Pressure • Triumph Over Diversity
Federal Legislation • VOW to Hire Heroes Act of 2011 • Expands Education & Training Opportunities • Improvement of Transition Assistance Program (TAP) • Acquiring Veteran’s Preference Earlier • Translating Military Skills and Training • Tax credits for Companies that Hire Veterans • Up to $9,600 for Hiring an Unemployed Veteran With Service Connected Disabilities • Up to $5,600 for Hiring an Unemployed Veteran *VOW to Hire Heroes Act of 2011: House Committee on Veteran’s Affairs
VOW TO HIRE HEROES - 5 Best Practices - GET THE WORD OUT: • educate human resources teams about the benefits of hiring veterans (Amazon), and • Figure out how skills learned in the military translate to the work a company does (Boeing) • Hire or designate a military/veteran recruiter and/or outreach person (Microsoft) • Include a veteran working in your company on your interview/hiring panels (General Plastics) PROVIDE JOB TRAINING & RESOURCES: • Target transitioning service members • capitalize on skills developed during military service and incorporate on-the-job training • Partner with a local community college/university who can help supplement training • Help a veteran employee create a career development plan with your company that incorporates potential use of their GI Bill benefits TARGET YOUR JOBS TO VETERANS: • Publicize job openings with Veterans Service Organizations (VFW, American Legion, DAV) • Develop relationships with the local military bases to help connect veterans with jobs (JBLM & NBK, NSE), • work with local One-Stop Career Centers (Work Source). INTERNAL MENTORSHIP PROGRAMS: • develop an internal veterans group within your company to mentor recently discharged veterans, CREATE A PIPELINE: • reach out to local community colleges and universities to help develop a pipeline of the many, many veterans that are using GI bill benefits to gain employment in your particular area (Clover Park) • Reach out to local military installations and let them know what you need in employees (PSNS & Olympic College)
WA State Legislation • HB 1432 (Washington State) • Allows Corporate Veteran’s Preference Program • Currently, Washington is the Only State Allowing/Encouraging Private Companies to Advertise and Hire Based on Veteran’s Preference
Improved Transition Process • Begins 18 months From Separation Date With Counseling from Unit Career Counselor Followed By at Least 5 More Individual Counseling • At 12 Months From Separation Date Service Member Must Begin Transition Process by Attending TAP Class and Counseling with Transition Counselor • There are Four Tracks For Service Members to Proceed With • Education Track • Standard Track • Apprenticeship/Trade Track • Small Business Track
ACAP Workshops • Transition Assistance Program (TAP) - Mandatory • VA Benefits Briefing - Mandatory • Advanced Resume Writing • Interviewing Workshop • WA State Application Seminar • Federal Application Workshop • Disabled Transition Assistance Program (DTAP) • Small Business Administration (SBA) Course • Introduction to Trades Information Session • VA Disability Claims Session
Other Ways ACAP Helps • Mentorship/Job Shadowing Opportunities • Hire America’s Heroes • Boots to Shoes • Networking Venues • Employment /Employer Events • “Brown Bag” Presentations at TAP Class • Job Posting Opportunities in Computer Lab and on Social Media Sites • Employer Specific Career Day at ACAP Center
How to Connect with Soldiers (1 of 2) • Participate in or sponsor a networking event: • 1st Wednesday of the month in Seattle with Marine For Life – next one 1 August, 11-2 at Fado’s Irish Pub • 3rd Thursday of the month in Pierce County with ACAP – next one 21 June, 2-5 @ the Great American Casino • “Brown Bag” lunch network event during Transition Assistance Program workshops – every Wednesday at ACAP Center
How to Connect with Soldiers (2 of 2) • Conduct workshops for transitioning Soldiers • “How to:” Interview/ Write a Resume/ Network • Provide Mentorship/ Job Shadow Opportunity • Employment /Employer Events • ACAP Center Employer Events (Monthly) • ACAP Employment Fairs ( 2-4 per year) – next one 8 NOV at Camp Murray • Company Interview/Hiring Event (As requested) • List employment opportunity • ACAP Center/ACAP Facebook page • H2H.jobs • Present Company and/or opportunity brief to Career Counselors
Key Points Of Contact • Robin Baker – Transition Services Manager: • Email: robin.baker@us.army.mil; • phone 253-967-1808, BB 253-686-0105 • Leadership Group Email: jblmimcomdhracap@conus.army.mil • Job Fair Team email: jblmimcomdhracapjobfairteam@conus.army.mil • Website: • http://www.lewis-mcchord.army.mil/acap/