Colonel Larry Phelps Finds Employment After Service to Our Nation

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When the lights click on at the Contract Professionals, Inc. (CPI) offices long before 8 a.m., the CPI staff sets to work with one goal in mind; to put veterans to work. A global staffing top secret cleared technical solution company founded by Steve York in 1982, and headquartered in Waterford, Michigan; CPI has spent more than 34 years partnering with companies to provide work to veterans after they have been discharged from the military.

“As a veteran and the CEO of CPI, I feel a deep obligation to ensure that my fellow veterans are given the opportunity to thrive long after their military careers have ended,” said York. “When they succeed in the civilian marketplace, then CPI has done its job.”

Of particular note is the successful placement and career advancement of Colonel Larry Phelps. One of ABC’s Persons’ of the Week 2006, Colonel Phelps has made a career out of making a difference.

Responsible for notifying, comforting and working with families when a soldier loses their life in the line of duty or if they are lost in battle, Colonel Larry Phelps was the commander of the Army’s 1st Cavalry Rear Detachment. In short, he was responsible for the 18,000 families left behind as the troops went over seas to Iraq. Part of his job was to manage the process for those who made the supreme sacrifice. But more than the bearer of bad news, Colonel Phelps cared for every family member, attending to every possible need.

Colonel Phelps handled everything from getting lawns mowed to managing financial issues. He was also the last person to see every soldier before their deployment. “We really thought it was very important for each soldier to see the rear detachment commander as they boarded the plane. It was a tangible sign that we were taking care of them and their families. We took it all very seriously,” said Colonel Phelps. “We wanted to be there and give reassurance and shake their hands. If there was uncertainty in their eyes, we wanted them to know that we were standing watch.”

Colonel Phelps’s position was created after the first Gulf War. Before then, all of the care giving was the responsibility of the wives and husbands left behind.

Colonel Phelps enlisted in the Army in 1978. For the next 32 years, he would develop a highly advanced skill set, which would ultimately position him as an extremely desirable candidate for employment in the business sector.

As a Commander of a Sustainment Brigade, his last position in the Army, Phelps honed his skills in supply, maintenance, transportation, human resources, finances, health services, field services, and the entire process at it relates to the contracting and procurement of business.

Colonel Phelps also commanded various units throughout his Army career, which sharpened his leadership and personnel management skills. I rely on my leadership skills on a regular basis, now that I’m in the business community. I learned a great deal about planning, resourcing and directing large groups of people, in order to accomplish a common mission,” said Colonel Phelps. “The Army is a team. And team building is an important skill set, which you acquire and refine as you progress up the ranks in the Army. These leadership and team building skills are every bit as necessary in the business community.”

During his tenure in the Army, Colonel Phelps was also deployed on several combat tours. He reflects now on his time in the line of fire as an opportunity to differentiate between the important and the critical. “That sense of urgency and my ability to prioritize has certainly served me very well.”

Now retired from the United States Army, Phelps understands the power and synchronicity of finding and developing the right relationships at the right time. After all, he had spent part of his military career managing the lives of those who really needed his support. He was a friend, confident, brother, father, and the all around “go to” person rolled into one.

After completing his service in the Army, Phelps found himself in the unlikely position of looking for his own mentor; someone who could help him transition back into a civilian job. More specifically, he was looking for a way to put the expertise he had gained in the Army to good use. “As a veteran, it’s sometimes difficult to just get your foot in the door in the very competitive marketplace,” said Colonel Phelps. “I think that’s exactly what CPI can do. They can open doors and connect you to great companies.”

When Colonel Phelps got in touch with CPI, they knew he was uniquely qualified to take the skills and discipline he developed during his years of service, and apply it to the civilian workplace. Because CPI understands how to help veterans make a smooth transition from active duty to civilian employment, CPI’s team of recruiters set to work to find him the perfect fit.

Although smaller in scale, CPI is joining Fortune 500 companies across America in a concerted effort to employ veterans. The 100,000 Jobs Mission will hire an additional 100,000 U.S. military veterans by 2020. The coalition consists of companies from every industry including Detroit-based GM, BAE Systems, IBM, Aetna, Coca-Cola, Hershey, Halliburton, Western Union, Bridgestone, Merck, Grainger and several more. And there’s more. Companies like Disney, Starbucks and Capital One Financial all have their own programs that seek to target, train and employ veterans. CPI is proud to share the same vision of some of the best-known companies in the world.

“This didn’t happen by accident,” said Colonel Phelps. “CPI was instrumental in helping me find a company where I was given the room to lead and grow. My Army team refined my leadership and technical skills during my time in the service, and now my employer, a large, DOD Michigan supplier is honing those skills even further.”

After accepting a contract position with CPI, Colonel Phelps went on to receive a direct hire position as a Senior Logistics Analyst. “CPI made it just as simple to move on to the DOD supplier, as it did for me to hire on to CPI in the first place, said Colonel Phelps. “I was armed with the great training and the experiences I had while I was employed as a contractor. After that, I felt fully prepared to take a full time direct position with my employer.”

Phelps was honored to accept an offer of full time, direct employment. “I think there were several factors that played into that decision. My time with CPI was one of them.”

Because CPI has employed over 2000 veterans since the year 2000, the company has already been leading the way. It would follow that CPI would join the nation wide movement to educate, train and provide employment to veterans. CPI is working everyday to give our veterans the opportunities they require to thrive in the new economy.

“We have a real opportunity to help companies increase their productivity and profitability. Veterans like Colonel Phelps bring a strong work ethic and the ability to seek out and fix weaknesses,” said Jim Cowper Pesident, CPI. “We aren’t doing anyone any favors. Putting veterans to work makes our economy stronger.”

One of the biggest challenges veterans face is the ability to find work that maximizes their skill set. Many vets go back to work but report that they are being under utilized. They take the job because they need to, not because they’ve been given the proper pay or the ability to utilize their advanced skill sets.

“CPI already has strong history of putting veterans to work. It’s simply a matter of bringing it to scale,” said Cowper. “Colonel Phelps is a perfect example of where opportunity, skill and positioning meet. We worked extremely hard to ensure his transition to contract work at the DOD supplier went flawlessly. We are very proud of the outcome.” Find out more about CPI at their website www.cpijobs.com

Find your new job: Retraining slots open for more than 2,700 airmen

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Little Rock Air Force Base

The Air Force this month has opened up retraining opportunities for as many as 2,773 active-duty airmen across its career fields in fiscal 2020.

According to retraining statistics provided by the Air Force Personnel Center, there are 1,708 slots available for first-term airmen to retrain into new jobs. There are also 797 retraining slots for staff sergeants, 258 slots for technical sergeants, and 10 slots available for master sergeants. In all, there are 111 career fields that need airmen.

That’s more than the 2,597 retraining opportunities the Air Force unveiled for fiscal 2019, which included 1,634 first-term airmen, 730 staff sergeants, 202 technical sergeants, and 31 master sergeants, and remains far higher than the retraining opportunities in the prior two years.

There are also 1,435 airmen in 63 career fields that are overmanned who need to retrain into other jobs. Only second-term airmen are eligible to retrain out.

In an Aug. 12 tweet announcing the opening of 2020 retraining, AFPC said that phase 1 of the non-commissioned officer retraining program, or NCORP, is open through Dec. 1.

If the Air Force does not get enough volunteers to retrain, it could move into a “mandatory retraining” phase.

AFPC said that these statistics, provided Aug. 19, are a snapshot in time that can fluctuate as needs change throughout the year.

The career field with the most retraining-in opportunities is 3P011 security forces, which has 312 vacancies among first-term airmen and staff sergeants. Education and training airmen in the 3F211 career field are short 140 first-term and staff sergeant airmen, and 4N011 aerospace medical service airmen have 231 vacancies in those categories.

There are also 120 first-term and staff sergeant vacancies among 1C111 air traffic controllers, as well as 112 1B411 cyber warfare operations vacancies and 100 1C311 command and control operations vacancies.

Continue on to the Air Force Times to read the complete article.

Make Your Next Job Fair Be Your Last

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veteran standing outside convention center wearing a suit carrying a briefcase

Job fairs are a great opportunity to network and be proactive in the employment process. In order to make the most of these opportunities, set realistic expectations for what you hope to achieve.

Prepare for the job fair like you would for an interview, have a plan for when you arrive, make a good impression with the recruiters, and be sure to follow up with any connections you make.

Here are some other ways to make the most of your next job fair:

•    Research: The week prior to a job fair, find out which companies are participating and learn more about them. What are some interesting things the company is currently working on? Does the company have new leadership or a new product? These tidbits can be used as conversation starters that will impress a recruiter and possibly open the door to a new opportunity for you.

•    Dress for an interview: Job fairs typically involve on-the-spot interviews, so present yourself as you would for any other kind of interview. A suit is most appropriate, even if you’re applying for a technical job. It’s always better to be overdressed than underdressed.

•    Prepare: For your top employment choices, consider preparing folders that include your resume, cover letter, recommendations and appropriate work samples.

•    Carry plenty of business cards: Give the business cards to recruiters and other job seekers you meet. They need not be expensive or fancy. A simple design will do. Make sure they contain your name and contact information: phone number, email and address.

•    Organize: You may want to carry a portfolio or clipboard to easily manage and collect information. Be sure to have a pen for taking notes.

•    Relax, breathe and smile: Do your best to make a strong first impression.

•    Walk around: Get the lay of the land, see where your top companies are located and plan your connection strategy.

•    Network: Talk to other job seekers and ask questions. Find out what types of positions they’re seeking, and tell them a little about yourself. You never know who they might know, or if you might be able to help them with an introduction. Don’t hesitate to exchange information if you make a connection.

•    Visit booths: You may want to start by practicing your personal pitch with recruiters who represent companies that may not be your top choice. Have a list of companies you really want to visit and check them off as you go. This will keep you from introducing yourself to the same recruiter twice by accident. Listen to the “interviews” in front of you to get an idea what to expect and develop questions based on what you hear.

Speaking to recruiters
•    Connect: Make eye contact, smile, state your name and shake her or his hand. Use a prepared elevator speech—a 10-second summary of your bio, your skills and your achievements. Make sure to rehearse the speech until it becomes comfortable.

•    Listen: Pay attention, respond to questions and ask for more information. When appropriate, hand your resume to the recruiter and pause for them to do a quick review. Be prepared for questions about specific examples of your experience.

•    Keep it brief: Recruiters are typically swamped, so be mindful that your conversation may be limited to a few minutes. If appropriate, ask questions about next steps, applicant qualifications or any suggestions they may have for you.

•    Get recruiter contact information: Request a business card, and if one is not available, ask the recruiter for their email address. Conclude the conversation by thanking them for their time.

•    Step aside: Make time to write conversation notes before you move on to the next recruiter. If the previous recruiter mentioned she went to Florida State, capture that information. If she told you the company will hire for your desired position soon, write it down. Summarize your job fair experiences immediately in order to take full advantage of the event.

•    Call or email: After a few days, call or send an email, thanking the recruiters for their time and the information they provided. If you send an email to the recruiter who mentioned she went to Florida State, it is appropriate to write, “I’m the administrative assistant at the job fair who discussed Florida State with you.” That reminder could help her recall the conversation. Just taking the time to follow up will separate you from many job fair attendees.

•    Stay in contact: If the recruiter responds back to you, stay in contact. Keep an eye open for articles about their organization or industry and don’t hesitate to forward them on with a note. If you see the perfect job for you in their organization, and you’re qualified, apply for the position and then email the recruiter and let him or her know you applied.

•    Build your network: If you connected with other job seekers and traded contact information, you should follow up with them as well. You never know when they might have a job prospect for you, or vice versa.

If you need information or personalized assistance with your employment search, or have questions about education opportunities, visit the Military OneSource SECO page, or call 800-342-9647 to talk with a career coach.

A Guide to Pursuing an MBA

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veteran student

By Ron Kness

Whether going to school or working for a company, an important component to success is fitting in and feeling like you belong there.

If the school or business is veteran friendly, you will feel like you are “part of the family”—just like when you were serving. Others around you will understand the military lingo that you still use.

They can relate to your experiences when you need someone to talk to.

And if you have this comfort level, you will do better in your coursework or at your job.

Even though the MBA program or job may seem like a perfect fit in the beginning, you’ll soon question if you made the right choice if that veteran friendliness is lacking.

Is Your MBA program military friendly?

Choosing an MBA degree program is an important educational and career decision. After all, an advanced degree serves as a key to career advancement—with the company, position and experience being other factors. Just the difference in starting wage between having an undergraduate and MBA degree is significant—$54,000 versus $70,000 (minimum) respectively. Graduates from the top MBA programs start at six figures right out of school. Run the salary difference between the two types of degrees out over a 30-year career and the number is staggering.

But the first mission is choosing an MBA program. While only you can make the final choice, here is a thought-provoking checklist to help you arrive at a decision:

Does the school have a veterans’ association chapter on campus?

Once out of the military, veterans miss the comradery. Schools having a veterans’ association on campus not only gives veterans a place to meet, but gives the school administration ideas on how to make a veteran’s experience better while at their school.

Is the MBA program also offered online?

Many veteran students are also stay-at-home dads, struggle with PTSD or just like the flexibility of being able to study whenever the time fits into their busy schedule, so an MBA program being offered online can be a deciding factor. More and more, schools are offering the same MBA program both on-campus and online … even with the same curriculum.

Is the school part of the Yellow Ribbon Program?

This can be a true indicator of just how much a school supports veterans. If they support an unlimited number of graduate students with a maximum contribution of at least $9,000 or more per year per student, they have a great Yellow Ribbon Program. It actually ends up being twice that amount because the VA will match whatever contribution the school provides – in effect doubling the amount.

Is the MBA cost-effective?

While cost won’t be much of an issue if attending a public school under the Post 9/11 GI Bill or a private school under the same GI Bill and Yellow Ribbon Program, it’s a primary consideration if not using either. While going the cheapest route is not always a good decision, going the most expensive may not be either. Choose a route that will get you the best education that you can use to reach your career goals.

Does the school have an accreditation that is recognized by the career field?

Some of the for-profit schools were in the news lately where graduates discovered their school’s accreditation wasn’t recognized by their chosen career field. Not only was it costly to get their degree but not any of it was of value in getting the job they wanted.

Funding MBA Programs for Veterans

Post 9/11 GI Bill

For veterans having entitlement left from their Post 9/11 GI Bill, this can be a major source of MBA funding. When shopping for schools, check the Weam’s School Search to see if the MBA program is in the school’s list of programs—double check by asking the question when visiting the school.

With the GI Bill, the VA pays the school directly up to the resident tuition cost and eligible fees. Monthly, students receive a housing allowance determined by the zip code of the school and number of credits taken. Also students receive up to $1,000 per academic year in a book stipend.

One housing allowance difference to be aware of is for students taking all online courses—in this case students are limited to about half of what they would get if attending classes on campus. A loophole that still exists is to take one class per semester that can be applied to your degree plan (and the rest of your credits that semester online) to get the increased housing amount.

Yellow Ribbon Program

To be eligible for the Yellow Ribbon Program, students must use the Post 9/11 GI Bill. Under this program, the school declares to the VA how much they will waive in tuition as well as how many students they will accept into their YRP each year, the degree levels covered and the maximum contribution per student. The VA pledges to pay an equal contributed amount.

The Weam’s School Search shows on the first page if the school is a Yellow Ribbon School or not, or you can visit the VA’s Yellow Ribbon School website to search by school.

Source: affordablecollegesonline.org

From One Battlefield to Another: 3 graduate programs for vets interested in politics

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Syracuse University

By Tom McCuin
ClearanceJobs.com

Thinking about running for office? There’s no better way to “put your money where your mouth is” than by throwing your hat in the ring.

Military service has always been a good starting point for entry into politics in America. Americans traditionally love war heroes, however broad the definition of that term might be. From George Washington, who was not only the commander of the Continental Army but a veteran of the French-Indian War, to George W. Bush, a Texas Air National Guard pilot. Thirty-two of the 44 men who have held the presidency served in uniform at some point, with 12 of them as general officers.

One of the high-water marks for veteran political activity was the election of 1946, the first held after the end of World War II. Seventy war veterans were elected to Congress that year, including three future presidents: John F. Kennedy, Richard M. Nixon, and Gerald R. Ford.

There are currently 96 veterans of all stripes serving in Congress—77 in the House and 19 in the Senate—but only 19 are freshmen. I believe we need to raise that number.

If you’re a veteran who wants to make a difference in politics, whether at the local, state, or national level, there are several programs where you can put your Post-9/11 G.I Bill benefits to use.

These programs give you the technical knowledge necessary to get a head start on your potential opponents, whoever they may be.

Syracuse University Veterans in Politics Program

Syracuse University is the newest entry in this field. Banking giant JP Morgan Chase & Co. (where retired Army Chief of Staff Gen. Raymond Odierno is a senior advisor) provided a grant to Syracuse’s Maxwell School of Citizenship and Public Affairs to begin the program.

Mike Haynie, executive director of Syracuse’s Institute for Veterans and Military Families and vice chancellor for its strategic initiatives and innovation, said, “We hope to create the opportunity to put the veterans who participate in the program on a path to enacting their aspiration for office.” Syracuse participates in the Yellow Ribbon Program, which covers the difference between Post-9/11 G.I. Bill benefits and the cost of tuition, and has a robust veteran services office.

University of San Francisco Masters in Public Leadership

In conjunction with the Veterans Campaign, a non-partisan organization dedicated to preparing veterans to hold political office, the University of San Francisco runs a hybrid program of online courses and weekend seminars. The program leads to a MFA degree in public leadership. It’s designed to prepare all students, but especially veterans, for political office as well as for careers in legislative affairs, campaign management, advocacy and civic leadership.

The seminars are available in both San Francisco and the Washington, D.C. area. Like many professional graduate programs, the faculty come more from professional life than academia—a must when discussing the nuts and bolts of getting elected. Prominent among the adjunct faculty is Patrick Murphy, the first Iraq veteran elected to Congress.

George Washington University Graduate School of Political Management

The George Washington University. The Graduate School of Political Management was the first of its kind in the country. It began in New York in 1987, branching out to Washington in 1991. It formally became part of GWU in 1995.

If you want to learn about politics from the people who actually practice and study it alongside people who are currently working in it, then GSPM is for you.

The program offers master of professional studies degrees in three areas: political management, legislative affairs, and strategic public relations. Political management would be the best choice for would-be candidates, while legislative affairs is geared towards those looking to work on Capitol Hill or as a lobbyist. Strategic public relations prepares students to advise senior political and corporate leaders on their engagements with the public.

Continue on to clearancejobs.com to read the complete article.

Comcast NBCUniversal Expands Military Hiring Goal

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group of diverse employees seated in a row of chairs talking amongst each other

Comcast NBCUniversal will hire an additional 11,000 veterans, military spouses, and National Guard and Reserve members, bringing its total to 21,000 military hires by the end of 2021.

Comcast’s previous commitment, made in 2015, was to hire 10,000 military community members by the end of 2017, which it exceeded.

“Comcast NBCUniversal has greatly benefitted since we began our focus on hiring members of the military community in 2010, and we are pleased with our progress. We now have thousands of military employees across the country who have translated their valuable experiences in the armed forces to our workforce,” said Dave Watson, President and Chief Executive Officer of Comcast Cable. “We are so thankful that these individuals chose to serve our country, and we are proud to call them teammates as they now help to serve our customers and make a meaningful difference in our company.”

Comcast NBCUniversal has an expansive program to support veterans who have recently transitioned into the workforce, including peer-to-peer mentorship with other veteran employees, digital and in-person professional development opportunities designed specifically for veteran and military spouse employees, and opportunities to stay engaged with the military through volunteering with local veteran-serving organizations. The company also has an 8,400-member strong VetNet employee resource group dedicated to supporting our military workforce.

“I’m incredibly proud that the entire Comcast NBCUniversal family embraced our commitment, showing our support for the military community through not only our hiring efforts, but also through support of veteran-serving non-profit organizations and work with veteran-owned businesses,” said Brigadier General (Ret.) Carol Eggert, Senior Vice President of Military and Veteran Affairs at Comcast NBCUniversal.

The company announced that its Internet Essentials program expanded eligibility to low-income veterans, nearly one million of whom live within the Comcast’s service area. The expansion will be furthered through new nationwide partnerships with the Elizabeth Dole Foundation and the PsychArmor Institute, two of America’s leading veteran-serving non-profit organizations that will help support the creation of veteran-specific digital skills training videos and supplementary materials, which will be made available online and delivered in classrooms at Comcast-sponsored computer labs in 10 markets. The goal is to connect more low-income veterans to Internet resources, including: online social support networks, health benefits, access to colleges and scholarship programs, digital and technical skills training programs, as well as news, games, and entertainment.

Additionally, this year, the company became a founding partner of the U.S. Chamber of Commerce Foundation’s Hiring 100,000 Military Spouses campaign, which is raising awareness of military spouse unemployment and encouraging employers to make military spouse hiring commitments, ultimately resulting in a combined 100,000 military spouses hired by the end of 2021. Military spouses are still unemployed at a rate of 16 percent, over four times the rate of their civilian counterparts, and Comcast NBCUniversal is committed to helping to close that gap and hiring these talented individuals who have already given so much to our country.

Source: Comcast Corporation

Military Background the Foundation for Success

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Soldire stands in uniform next to rock called The Rock

It is no secret that companies benefit from a diverse mix of employees, including those who have served our country. We at ON Semiconductor are fortunate to employ many of our active and retired service men and women across the country.

One of these amazing individuals is retired Lieutenant Colonel Darren P. Hooks, based at our corporate headquarters in Phoenix, Arizona. Our diversity and inclusion initiative wanted to take some time to ask Lt. Col. Hooks about his time in the military and how it helped him transition to civilian life.

 

Diversity and Inclusion Initiative (D&I):

What branch of the military did you serve in and for how long?

Darren Hooks (DH): I was in the United States Air Force for over 24 years and retired as Lt. Col.

D&I: Why did you join?

DH: My love for structure, discipline and service motivated me to join. This originated from my passion and progression within the Boy Scouts of America.

D&I: Why did you choose the U.S. Air Force?

DH: The U.S. Air Force chose me. Starting with the Boy Scouts, I transitioned to Army Junior ROTC in high school where I eventually progressed to the highest rank of Battalion Commander. During enrollment in college, I also intended to continue participation in the Army ROTC. During freshman registration, outside on a hot and humid Alabama summer day, both Army and Air Force ROTC recruiters were set up side by side. Strategically, only the Air Force ROTC recruiters offered free hot dogs, sodas and chips. That is how the Air Force chose me.

D&I: Do you come from a military family?

DH: I am the first and only (within a family of 10) to join the U.S. military.

D&I: What was your job/assignment?

DH: Throughout my extensive military service, I served in multiple career fields that include civil engineering, communications, and command and control squadrons.

D&I: Where are some of the places you were deployed?

DH: Military deployments to Qatar, Iraq, Afghanistan, Saudi Arabia, United Arab Emirates and Kuwait.

Lt. Colonel Hooks poses in uniform in front of Helicopter

D&I: Once your service ended, what were your next steps? Did you work or go back to school?

DH: Following military retirement, I focused solely on my career with ON Semiconductor.

D&I: What led you to ON Semiconductor and what do you do now?

DH: Motorola recruited me right out of Tuskegee University. I started at Motorola Government Electronics Group before going to Intel Corporation for a period, before returning to ON Semiconductor (formerly Motorola) for a 16-year tenure as a project/program manager.

D&I: How did your military experience influence your career? Do you see connections between your time in the military and your time with ON Semiconductor?

DH: The military instilled within me structure, discipline and teamwork. I credit the military as the foundation of my success at ON Semiconductor. Our company and coworkers supported me tremendously during my multiple military deployments and made coming back to civilian life easier than it might have been otherwise.

D&I: Looking back on your military service, do you consider it to have had a positive impact on your life?

DH: Yes. The military has taught me immeasurable life lessons, and I would not change it for the world.

U.S. Department of Labor Announces Award of $48.1 Million In Grants for Workforce Reintegration of Homeless Veterans

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Homeless Veteran on the street in the cold

U.S. Secretary of Labor Alexander Acosta today announced the awarding of 149 Homeless Veterans’ Reintegration Program (HVRP) grants totaling $48.1 million. This funding will provide workforce reintegration services for more than over 18,000 homeless veterans.

The Department will award funds on a competitive basis to state and local workforce investment boards, local public agencies and nonprofit organizations, tribal governments, and faith-based and community organizations. Homeless veterans may receive occupational skills, apprenticeship opportunities, and on-the-job training as well as job search and placement assistance.

This year’s HRVP awards provide 51 first-year grants totaling $16.9 million. Previous awardees will receive first- and second-option year grants totaling $31.2 million.

Grantees in the HVRP program will network and coordinate their efforts with other federal programs such as the Veterans Affairs Supportive Services for Veteran Families program, and the Department of Housing and Urban Development Continuum of Care program.

More information on the Department’s unemployment and re-employment programs for veterans is available at www.dol.gov/vets. For questions about these grant awards, please contact the Department’s Kia Mason at (202) 693-2606 and for more information about the Department’s Veterans’ Employment and Training Service (VETS) please visit www.veterans.gov or follow on twitter @VETS_DOL.

For a full list of HVRP grant recipients click here.

Successful Transition Begins with Backward Planning

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man thinking about his next career

By Mike Olivier

There are a few transitions in life that are inevitable; of that number there are fewer still where the day and time are certain. The transition from the military to civilian life is one of those transitions.

For those entering the civilian workforce, now is a good time. The military is heartily supported by all sectors of society, the economy is good, and unemployment is very low. That means getting a job is most likely not as difficult as it has been in the past. Nevertheless, there is no one standing outside the base gate handing out hundred dollars bills and employment contracts. Which means finding a good job is going to take work, and it is still going to require planning.

The good news is that the transition date for your departure from military life is certain, and you have advance notice. For some, this transition is seamless—they will go to work in the family business, a few will change their military uniform for civilian clothes and go back to work at the same desk, and some will go to college. Most will venture into the unknown and look for work. It doesn’t matter if you’re going on to school, to work, or going back to the family farm—getting there successfully is going to require a degree of planning.

One thing that most likely rubbed off during your time in the military is an acknowledgement of the value of planning. There is not much in the military that is not the result of planning, good or bad; and knowing when you are released from active duty provides you the opportunity to plan your next step. This ability to backward plan is going to provide you with options, and it is going to give you a better chance of succeeding in your transition. The military now offers a number of transition classes, and there are countless programs and agencies that will help point you in the right direction. Taking advantage of these resources is about the most common-sense action one can take. Even if they are incomplete in some respect, these resources can provide you with options and direction.

Networking is successful quote

Before you can plan, you will need to identify a goal: even if this is a leap into the unknown, there has to be somewhere to land. In this process, the question is often framed as “What do you want to do?” It is good to think about this holistically; that is, where do you want to live, what do the others in your life want, and, practically, what do you need? The answer to these and other related questions may align with one another, or, more likely, the answers will point you in opposite directions. Nevertheless, it is important to understand that this is a discovery process, and that answers to these questions may only eliminate options, but that’s a good thing. As you narrow your options, the remaining few provide direction to your transition goal.

In terms of backward planning, the milestones in the plan are going to be set by the objective. If the goal is to go to school to gain skills or to complete a degree, then identifying and getting accepted into the school is going to take time. The planning elements are gathering up transcripts, completing forms and applications, and meeting deadlines. Applying for a job also takes time as you determine what skills you need to be competitive, complete a resume, attend job fairs, and schedule meetings with recruiters. About 80 percent of people get a job through networking. If you have been in the military and out of the job market, out the network, you have to be proactive to establish your network. This is not a weekend task. You will need to establish your network by focusing on the industry. All industries have associations and events, and you create your industry-specific network by attending these events and meeting people. Volunteering at these events is another good way to get to know key people in the industry. If you want to be part of the successful 80 percent, you need to be known within the network.
Transition, for most, is stressful and challenging—it is a culture change, it is a risk. Improve your success and reduce risk and stress by backward planning. Knowing when you get out, where you want to end up, and the tasks to be completed are all elements of the plan. The most important point is don’t wait—start the plan and execute. When you get out, be where you want to be, not struggling to get there.

Practical Resume Advice for Military Veterans

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Man holding a sign that says "Sell Your Skills"

Switching careers takes courage. And veterans know a thing or two about courage. But when military personnel finish serving their country and look to re-enter civilian life, they need more than just strong nerves to make the transition to a new career. Finding a job demands practical strategies.

For veterans, the struggle is often aligning the skills and experiences they’ve gained in the military with the types of jobs that exist outside the military. On top of that, long-serving veterans don’t have a lot of experience with resume making.

Not to worry. This post is all about helping those that have served in the armed forces create resumes as they seek out civilian positions.

We love bringing insights from job recruiters into the products and resources we offer. So, after talking with recruiters about their experiences hiring veterans, we’ve focused this post on the following areas:

Keep in mind that there are plenty of other considerations when making a resume. So be sure to also see our guide on how to build a resume in 2019.

Best resume format for military veterans

There are three different resume formats that are typically used for resumes. For veterans, the most suitable choice is what is called a “functional” or “skills-based” resume format.

Why this? Well the logic behind the functional format is that it gives greater attention to the skills a person has developed. This stands in contrast to the “reverse chronological” resume format, which offers more space for a person to outline a long employment history in order to demonstrate career progression.

Many veterans have spent much of their working life in the military, so their employment history is really one employer – even if they have progressed through different roles or ranks.

That being the case, listing all the positions and responsibilities over a military career often isn’t the best strategy for persuading recruiters in the public or private sector.

This is because recruiters often aren’t familiar with the types of work military personnel undertake, and therefore may not see the applicability of military experience.

To avoid this problem, veterans should focus less on describing their former roles/responsibilities, and instead focus on highlighting the skills they have gained that are directly relevant to the position they are seeking.

Sample of a Military to Civilian Resume

military veteran resume example

Continue on to Novoresume.com to begin building your resume!

Husband & Wife – Both Military Vets – Launch #1 Mobile Flooring Brand Together

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Lorrie, Lewis Willey stand posing in front of their Floor Coverings van in Colorado Springs, CO

When you are thrown a few curveballs in your working career, you sometimes have to take control of your own destiny, and that’s just what Lewis and Lorrie Willey did when they each decided to leave their jobs and make the most of their new life in Colorado Springs by becoming franchisees with Floor Coverings International, whose representatives visit customers’ homes in a Mobile Flooring Showroom stocked with thousands of flooring samples from top manufacturers.

Both Lewis (U.S. Air Force) and Lorrie (U.S. Army) are veterans. Although the couple had spent many years living in Amarillo, Texas, Lewis had always said he would like to retire to Colorado Springs after having been stationed at the Air Force Academy and the couple frequently vacationed in the area. Working as a dialysis nurse, Lewis had the opportunity to relocate to Colorado Springs in 2017. They moved that fall and Lorrie had hoped to continue her executive career with a large insurance company by working remotely from Colorado Springs, but she “retired” after being unable to do so.

Complicating matters even more after their relocation, Lewis was asked to work at a clinic in Alamosa – a three-hour drive from Colorado Springs – several days each week. “He would drive down on Monday and drive back Wednesday or Thursday,” Lorrie said. “It was not what we had in mind when we moved to Colorado and it did not fit our lifestyle ideas. We started looking for other opportunities and got connected with a franchise broker. He showed us what a franchise could do for us in terms of working together to build a future in preparation for retirement down the road.”

Now the couple couldn’t be happier. Lewis had previous experience as a property claims adjuster and he’s been putting those skills to work as a Design Associate, visiting customers’ homes and advising them on appropriate flooring types for their needs. “His knowledge of housing materials, measuring and estimating made him a great fit for that role,” said Lorrie, who will be overseeing the office manager and project coordinator, as well as building community relationships and the Floor Coverings International brand.

In Floor Coverings International, the Willeys found a company that has tripled in size since 2005 by putting a laser focus on consumer buying habits and expressed desires, its impressive operating model, growth ability, marketing, advertising and merchandising. Floor Coverings International further separates itself from the competition through its customer experience, made up of several simple and integrated steps that exceed customers’ expectations. Floor Coverings International also has a very strong commitment to community involvement, led by CEO Tom Wood.

“We assessed six different business models and decided that Floor Coverings International had the best business model, the best match for us in terms of utilizing our existing skill sets, and enough moving parts to really challenge us,” Lorrie said. “We also identified closely with their moral code of ethics, their customer service model and their community involvement with Ronald McDonald House, Habitat for Humanity and St. Jude Children’s Research Hospital.”

ABOUT FLOOR COVERINGS INTERNATIONAL

Floor Coverings International is the #1 Mobile Flooring Franchise in North America. Utilizing a unique in-home experience, the mobile showroom comes directly to the customer’s door with more than 3,000 flooring choices. Floor Coverings International has 150-plus locations throughout the U.S. and Canada with plenty of opportunity for continued expansion in 2019. For franchise information, please visit flooring-franchise.com and to find your closest location, floorcoveringsinternational.com.