Transcript ACAP Improvement Concept Plan

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
– 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 Veterans
Trying 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
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Education Track
Standard Track
Apprenticeship/Trade Track
Small Business Track
JBLM ACAP on Facebook
JBLM ACAP on LinkedIn
Hero 2 Hired
https://h2h.jobs
ACAP Workshops
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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: [email protected];
phone 253-967-1808, BB 253-686-0105
Leadership Group Email:
[email protected]
Job Fair Team email:
[email protected]
Website:
http://www.lewis-mcchord.army.mil/acap/
Questions