PRESENTED BYMichelle A. Tillman & Iris Ayala‐Swindell 

Iris’ Story

• U.S. Navy• Southern Illinois University

• UC San Diego• 2012 MPACE CMS Research Recipient

• Veteran Connections

Michelle’s Story

• My father is a U.S. Navy Veteran. • He served as an Electrician in the U.S. Navy for more than 20 years.

• Immigrated to the U.S. to live the “American Dream”.

• Served as a Vocational Educational and Rehabilitation Counselor.

• Currently serve as a point of contact for employers recruiting UCSD Veterans.

OverviewI. Introduction II. Needs AssessmentIII. DesignIV. Launch & 

ImplementationV. EvaluationVI. SWOT Analysis

Needs Assessment

BackgroundMilitary drawdown + Post 9/11 GI Bill 

• Surveyed 690 institutions• 2009  2012: +130%• 794,000  2 million student veterans • $23.7 billion invested in Post 9/11 GI Bill since 2009‐ U.S. Department of Education, 2011; U.S. Department of Veteran 

Affairs, 2012; Student Veteran of America, 2013

UCSD Veteran Enrollment

Fall 2012 Fall 2013

Veterans/Active Duty 221 251

Spouse of Veteran 1 3

Dependent of Veteran 74 131

CalVet Fee Waiver 414 409

Does not include veterans and dependents who are not using VA benefits.

(Linares, 2013)

Research Questions

1. Who are student veterans?

2. What are the career development needs of student veterans? 

3. How can the Career Services Center meet the career development needs of student veterans? 

Research Question #1

Who are student veterans?

Who are student veterans at UCSD? 

• 85% male / 15% female

• White/Caucasian 

• 25 – 34 years of age

• 60% fully separated

• Engineering majors

“It’s a culture shock! I’m learning to interact with civilians.” Student Veteran 6

Research Question #2

What are student veterans’ 

career development needs?

Career Development Needs

62%Job

57%Negotiate48%

Interview

45%Resume

43%Network

“I expect the career person to help me get

from A to B. Just tell me how to get there.”

Student Veteran 5

Research Question #3

How can the Career Services Center 

meet the career development needs 

of student veterans?

Meet Career Development Needs  

Connect• 75% one‐on‐one  • 17% workshops with other student veterans

Venue• 45% at Career Services Center• 25% online, on‐demand

Inform• 50% email• 15% website, 12% FB 

Advisor • Understand military • Understand benefits

Design

Employer Partners

Internal Partners

• Career Services Center• Student Veterans Organization• Veterans Association• Veterans Services Workgroup

Internal Partners

• Office of Development, Diversity Initiatives• Office of the Registrar• Office of Graduate Studies• Department of Sociology• Undergraduate Admissions• Human Resources

Target Audience

UC San Diego student veterans

Alumni

Prospective transfer and graduate student veteransVeterans

Timeline

• February– Decide on number of workshops and topics – Finalize date, time, and location for each workshop and INN 

– Determine estimated costs 

• March– Brand program– Set goals for each event:

• 15 student veterans at each workshop• 40 student veterans at Industry Networking Night

– Finalize budget 

Budget

• Venue ‐ $2,000 (Career Services Center)• Parking ‐ $60 (Career Services Center)• Refreshments ‐ $975 (Office of Development, Diversity Initiatives; Office of the Registrar; Office of Graduate Studies; Student Veterans Organization; Department of Sociology)

• Thank you gifts ‐ $100 (Career Services Center)

• Total: $3,135

Marketing Strategy

• Email• Facebook• Word‐of‐mouth• Flyers• Posters• Website

Veteran Connections

• Series of career and professional development workshops addressing the unique challenges faced by military veterans, which concluded with a panel discussion and networking reception

Launch and Implementation

Week 1: Career Explorations

Presented by

Week 2: Developing a Military‐to Civilian Resume

Presented by

Week 3: Effective Networking and Career Search Skills

Presented by

Week 4: Interview Techniques and Salary Negotiation

Presented by

Week 5: Industry Networking Night

Evaluation

Program Evaluation

Format+ Weekly Workshops

‐ Timing‐ Lecture‐based

Content+ Data‐driven

‐ Career Exploration

Transfer of Learning+ Real World Results‐ Pre/Post Assessment

Employer Partners+ Highly Rated

‐ Diversity of Veterans‐ Engineering Focus

Program Objectives

1. Cognitive ‐ Develop an understanding of the career search process as it relates to veterans. 

2. Behavioral – Effectively network with veteran‐friendly employers. 

3. Affective – Feel valued and understood. 

1. Understand Career Search Process 

3% Mod. Disagree

70% Moderately

Agree

10%Neutral

17% Strongly

Agree

Advising• Career Exploration• Resume Review• Company Research• Interview Prep• Salary Negotiations 

2. Network with Employers

6 Offers–3 fulltime–2 internships–1 apprenticeship 

Increased Engagement

– Employers– Student Veterans 

“Excellent! I quickly began communicating with SPAWAR and received a research internship for the summer.” 

3. Feel Valued and Understood

“Appreciated the effort and coordination put into the program.”

“I think this was a great idea! Please keep this program strong, you have a wonderful team!”

“I was very impressed with the entire event….Everyone had a POSITIVE attitude! I will 

definitely attend future Veteran Connections events!

Brainstorming Activity

SWOT Analysis

(Kerin, Hartley, Rudelius, 2007)

Strengths?

• What do we do exceptionally well?• What advantages do we have?• What factors demonstrate success?• What valuable assets/resources do we have?

• What do others identify as our strengths?

Strengths

• Support of management team• Buy‐in and commitment of 

Career Services Center staff• Structured timeline for entire 

program

Weaknesses?

• What could we do better?• What factors make us less effective?• What are we criticized for or received complaints about?

• Where are we vulnerable?• What should we avoid? 

Weaknesses

• Bureaucracy of organization• No infrastructure to track and keep a record of student veterans

• Services not designed to serve underserved populations, with specific needs

Opportunities?• What interesting transformations are taking part in our field?

• How is changing policy and legislation affecting us?

• How are shifts in student demographics and campus culture affecting us?

• Which emerging trends can we capitalize on? 

Opportunities• Military drawdown• Post 9/11 GI Bill• Veteran‐friendly companies were interested in hiring our veterans

• Partnership with Student Veterans Organization

Threats?• What obstacles do we face?• What are other organizations doing to serve student veterans?

• How are economic or resource factors affecting us? 

Threats

• Lack of a centralized center for student veterans services 

• No point of contact for student veterans to coordinate services 

• No budget allocated for programming 

SWOT Analysis

(Kerin, Hartley, Rudelius, 2007)

Strengths to Opportunities

• Matched student needs with employers’ expertise and services

• Leveraged Career Services Center and campus‐wide support

• Timeline held us accountable

Weaknesses to Strengths

• Brought everyone to the table• Sought buy‐in• Prioritized student veterans’ needs• Started to track student veterans

Threats to Opportunities

• Provided a consistent meeting day, time, and place for the program.

• Reduced barriers by serving as the main point of contacts.

• Fundraising  partnerships.

Pair up!

Roundtable Discussions

Michelle A. Tillmanmatillman@ucsd.edu

858‐534‐9197

Iris Ayala‐Swindelliris.swindell@gmail.com

619‐572‐2351

Thank You!