department of human resource management - v3 …€¢ dispelling myths of ptsd / tbi ... wounded...
TRANSCRIPT
TIPS FOR HIRING VETERANS
Department of Human Resource Management
July 27, 2016
2
DHRM & DVS Partnership
Special thanks to the Department of Veterans Services
July, 2016
3
V3 Certification
“All agencies in the executive branch of state government and all public institutions of higher education shall, to the maximum extent possible, be certified in [the Virginia Values Veterans (V3) program] in accordance with this section. Such agencies and institutions may request a certification waiver from the Governor if they can demonstrate that (i) the certification is in conflict with the organization's operating directives or (ii) they have in place an alternative program that meets the requirements of this section.”
July, 2016
4
https://www.dvsv3.com/information-for-state-agencies/
Application form and agency cover letter
Complete approximately 6 hours of training within one
year. Visit www.dvsV3.com/events
• V3 Core Curriculum – (~2.5 hrs.)
• Uniformed Services Employment and Re-employment Rights –
(~30 minutes)
• Building an On-the-Job Training or Apprenticeship Program –
(~30 minutes)
• Services of the Virginia Employment Commission – (~30 minutes)
• Dispelling myths of PTSD / TBI – (~30 minutes)
• “Vet” is a Big Word: The Value of Hiring a Virginia National
Guardsman – (~30 minutes)
V3 Certification
July, 2016
5
Today’s Agenda
What Veterans Bring to your Organization
Develop a Strategy for Hiring Veterans
Create a Welcoming Workplace
Actively Recruit Veterans
July, 2016
6
Today’s Agenda
Hire Qualified Veterans; Make Accommodations as Needed
Proactively Retain Veterans
Tools and Resources
July, 2016
What Veterans Bring to Your Organization
Disciplined approach to work
Ability to work as the member of a team
Respect and integrity
Ability to perform under pressure
Leadership skills
7 July, 2016
What Veterans Bring to Your Organization
Problem-Solving Skills
Ability to adapt quickly
Attitude of perseverance
Communication skills
Strong technical skills
8 July, 2016
Prepare Your Agency to Welcome Veterans
Promote your organization as veteran-friendly
Have an understanding of the military culture
Prepare for differences in military versus civilian cultures
Keep lines of communications open
9 July, 2016
Prepare Your Agency to Welcome Veterans
Educate hiring managers
Implement a mentoring program
Provide ongoing training opportunities
Ensure resources are available
10 July, 2016
Market Your Agency as an
Employer of Choice
Virginia Values Veterans Program (V3)
Build agency brand in the military community
Highlight veterans that work in your agency
Create veteran specific websites, social media, and brochures
Develop a toolkit of veteran specific resources and contacts
July, 2016 11
Develop an Agency Veteran
Hiring Plan
Network with veteran organizations and existing veteran workforce
Transition Assistance Programs (TAP)
Wounded Warrior Project and other veteran organizations
Meet with veteran employees and solicit referrals
12 July, 2016
Actively Recruit Veterans
Create job announcements that attract veterans
Publicize internships/apprenticeships
Become familiar with acceptable/unacceptable interview questions
Be attuned to the needs of “trailing spouses” for employment opportunities
13 July, 2016
Actively Recruit Veterans
Post Open Positions on Military Job Boards
Attend Military Job Fairs
Use social networks
Subscribe to veterans assistance organizations’ newsletters
Know How to Translate Military Jargon into Civilian Skills
14 July, 2016
Translating Military Experience
to Civilian Employment
Civilian-to-Military Occupation Translator
Civilian-to-Military Occupation Translators match civilian occupations to military occupations
The tool translates civilian position requirements into duties of specialized military occupations
Translators match on education, training, skills, and experience
Translator data maintained by Defense Manpower Data Center, Dept. of Defense, Dept. of Labor's Occupational Information Network (O*NET)
15 July, 2016
Translating Military Experience to Civilian Employment
What is a Military Occupation Code (MOC)?
Military Occupation Codes (MOC) or Military Occupational Specialty Codes (MOSC) are a set of military codes established to classify military occupations
16 July, 2016
Translating Military Experience to Civilian Employment
Military Occupation Specialty Codes
ARMY: Military Occupational Specialty Code (MOSC) 9-digit code for Army Personnel; used for personnel classification above a job specialty; two numbers followed by a letter; first two numbers field and rank of member
MARINES: Military Occupational Specialty (MOS) 3-digit code for Marines; first two numbering from 01-99 occupational fields; last digit specialty.
NAVY: Naval Enlistment Classification (NEC); ratings 2 or 3-digit code; Naval Officers use a “Designator”
COAST GUARD: Military Occupational Specialty similar to the Army & Marines; divided by groups Administration, Aviation, and Scientific
AIR FORCE: 5-digit code; Armed Forces Specialty Code for enlisted airman, and a 4-digit code for officers
17 July, 2016
Translating Military Experience to Civilian Employment
Military Experience & Training Document
DD Form 2586 -Verification of Military Experience & Training (VMET)
includes military job experience and training history,
recommended college credit information, and
civilian equivalent job titles
July, 2016 18
Recruitment Management System (RMS)
19 July, 2016
RMS Veterans Resources
20 July, 2016
Hire and On-Board Veterans
Ensure that job descriptions and performance expectations are shared immediately
Review the organization chart and discuss protocols
Have a transition plan to the new role; ensure that training/orientation is provided
July, 2016 21
Hire and On-Board Veterans
Ensure that discussions regarding any accommodations needed take place and that accommodations are made
Recognize the needs of military families (trailing spouses, transitions)
July, 2016 22
Retention Tools
Veterans want career progression plans and regular feedback
Recognition
Strong orientation, training opportunities
Establish affinity groups to assist in transitions and reintegration into civilian life
Understand your obligations under USERRA
July, 2016 23
Retention Tools
Access resources and use tools available
Ensure that veterans know how to access the Employee Assistance Program
Provide mentoring opportunities
Ask current veterans for feedback and referrals
July, 2016 24
Resources - Translators
Military.com
http://www.military.com/veteran-jobs/skills-translator/
Career One Stop (Civilian-to-Military Occupation Translator)
http://www.careeronestop.org/businesscenter/Civilian-to-Military/civilian-to-military-translator.aspx?frd=true
Career One Stop (Military-to-Civilian Occupation Translator)
http://www.careerinfonet.org/moc/
O*NET
https://www.onetonline.org/crosswalk/MOC/
July, 2016 25
Resources - Toolkit
Virginia Jobs http://jobs.virginia.gov/
Veterans Outreach http://www.dhrm.virginia.gov/agencyhumanresourceservices/veteransoutreach
U.S. Department of Labor Hiring Veterans – A Step-by-Step Toolkit for Employers https://www.dol.gov/vets/ahaw/recruit.htm
Department of Veterans Services http://www.dvs.virginia.gov/education-employment/employment-v3/
Virginia Employment Commission http://www.vec.virginia.gov/veterans
July, 2016 26
Largest Employer in Virginia
Commonwealth of Virginia = the single largest employer in Virginia
Support from the General Assembly and Governor for V3 certification
Goal is to be nationally recognized for best practices so they too can learn how to implement nationally recognized best practices in recruiting, hiring, and retaining Veterans.
8.5% of Va. population comprised of veterans
July, 2016 27
28
Questions? Need more information?
July, 2016
29
Follow-up Questions…
Presentation on DHRM website
RMS – Recruitment - Translators
Pat Waller [email protected]
Policy – Veterans Preference
Diane Anderson [email protected]
July, 2016