1. U.S. Department of Labor Employment Workshop Transition from Military to Civilian Workplace

2. Welcome Icebreaker Logistics Prerequisites Required items
Preseparation Counseling
MOC Crosswalk
Personal Finance
Required items
VMET, Career Interest Inventory Results, 12-month budget
This course was designed to build upon the other TAP Core courses and will continue to assist transitioning Service members and their spouses with planning. Emphasize how important these required items are to the overall success of the workshop.
Complete an Expectations chart to be revisited during the day three conclusions.
Mandatory Exercise – Icebreaker – FG page 4

3. Purpose
This course provides the tools for transitioning Service members to make an informed career decision based on best practices for job search and current industry hiring standards. This course is a required step to complete Career Readiness Standards for the Capstone event.

4. Course Overview Section 1: Transition Planning
Section 2: Career Exploration & Validation
Section 3: Job Search Plan
Section 4: Build an Effective Resume
Section 5: Federal Hiring & Resume
Section 6: Skilled Interview
Section 7: Interview Post-Analysis
ITP Employment Section
Thank you for your Service!

5. Military Transition
Attending this workshop will give you the advantage.
Good jobs are difficult to find.
Looking for work is a full time job.
You are selling and marketing yourself in a competitive environment.

6. Section 1 Transition Planning
Complete Individual Transition Plan
Develop Job Search Plan: Personal Assets
Create a Career Catalog
Complete Master Application
Complete Transferable Skills Inventory
Mandatory Exercise – Transition Quiz - PG page 3

7. Veteran Unemployment 2013 Statistics
Annual veterans’ unemployment rate in 2013 was 6.6%.
Young male veterans (those ages 18 to 24) who served during Gulf War Era II had an unemployment rate of 24.3%, higher than that of young male nonveterans (15.8%).
Female veterans who served during Gulf War Era II had an unemployment rate of 9.6%.
PG pages 6 – 7
Statistics in printed books are 2011 numbers. Slide is updated with most recent statistics.
Source: BLS 2013 Employment Situation of Veterans;

8. Homeless Veterans 2013 Statistics
On a single night in January 2013, 57,849 homeless veterans spent the night on the streets of America.
An estimated 136,128 veterans spent at least one night in an emergency shelter or transitional housing program in one recent year.
Source: BLS 2013 Employment Situation of Veterans;

9. Why Are Veterans Homeless?
Male veterans are twice as likely to become homeless, and female veterans are four times more likely to be homeless as their non-veteran counterparts.
A large number live with post traumatic stress disorders and addictions acquired during or exacerbated by their military service.
Lack of family and social networks due to lengthy periods away from their communities of origin.
Government money is limited and serves only 1-in-5 of homeless veterans in need.

10. Prevention of Homelessness
Military service separation process
Participate in “Preseparation” counseling process
Participate in Department of Labor Employment Workshop
Know about your VA Benefits
Obtain a job and income
Seek early assistance for mental health and substance abuse issues
DOL/VETS Homeless Veterans’ Reintegration Program (HVRP)
Mention the VA Briefings offered as a part of the TAP-GPS.

11. Homeless Veteran Reintegration Program
HVRP
Homeless Veteran Reintegration Program
Funded by U.S. DOL/VETS
This program provides employment, training and supportive services to assist in reintegrating homeless veterans into meaningful employment within the labor force.
The objective of HVRP programs is to enable homeless veterans to secure and keep jobs that will allow them to re-enter mainstream society as productive citizens.
Service members (who are homeless) can access this program through their veteran’s representatives at the American Job Center in their location/state.

12. Create a Career Catalog
In your career catalog you will have copies of:
Records
Master Application
Work Samples, if applicable
Among the types of records you should collect in your career catalog are:
Military Service
Personal Identification
Work Experience
Education & Training
Pages 14-15
Mandatory Exercise – Work on Master Application - PG pages 16-22

13. Personal Branding Marketing Plan
Product
What skills, knowledge and experience do I have to offer?
Promotion
What will I use to show how I can benefit and bring added value to an employer?
Pricing
How much are my skills, knowledge, experience and added value worth in the marketplace?
Packaging
How can I use my Professional Introduction, resume, interview, appearance, etc. to establish, maintain, and sell my brand?
Perfect Fit
What combination of location, environment, company, values, etc. would be best for me and an employer?

14. Understand Your Skills
Use your VMET to identify skills.
Utilize MOC Crosswalk results.
Identify and list all of your skills gained through: education, military service, previous jobs, hobbies, interests, participation in professional organizations and community activities.
Activity: Complete skills inventory
Pages 23-32
Mandatory Exercise – Master Skills Inventory - PG page 23
Mandatory Exercise - Identify More of Your Skills - PG page 26
Mandatory Exercise - Transferable Skills Inventory - PG pages

15. Explain Your Skills
Activity: Write an accomplishment statement using STAR
Mention that a STAR statement does not always have to go in the order of S-T-A-R (as depicted by visual). A good accomplishment statement could list their Action then Result, then Situation and Task.
Mandatory Exercise – Write STAR statement
Can mention that the participant’s book contains additional information on determining each person’s work preferences and values. Great resources to help focus your job search and can lead to higher job satisfaction.

16. STAR Statements Accomplishments sell your potential; lead with results
Managed and maintained logistical resources in excess of $15 million over 43 geographically separate locations producing a savings of 28% annually.
Spearheaded one-of-a-kind action team to control outside costs; resulted in 17% cost reduction in radiology and 26% cost reduction in physical therapy in 1 year.
Developed a robust training curriculum; implemented, trained and evaluated training given to 200 personnel annually …(Complete this statement)

17. Section 2 Career Validation & Exploration
Research Industries, Occupations, Trends
Identify Job Search Assistance Resources
Develop Job Search Plan: Essential Tools
Develop Job Search Plan: Target Employers

18. Employment Data Bureau of Labor Statistics American Job Center
American Job Center
Mandatory Exercise – Show two websites for Employment Data - PG page 45

19. Job Search Assistance
American Job Centers and State Workforce Agencies
Workforce Investment Act (WIA)
Office of Apprenticeship (OA), U.S. Department of Labor
Private Employment Services
College/University/School Career Services
Military and Professional Associations and Organizations
Phone and/or Industry Directory
Industrial and Craft Unions
Job Fairs and Hiring Events
Chamber of Commerce
Military and Family Support Centers
Pages 46-49
Supplemental Page 46 – includes Workforce Innovation and Opportunity Act (WIOA) and Registered Apprenticeships

20. Appendix H Service Locator: www.servicelocator.org
DOL Gold Card
Appendix H Service Locator:
Mandatory Exercise – Demonstrate how to locate their Gold Card - PG page 46
Optional Exercise – Have participants find their DOL veteran’s representative through

21. Essential Job Search Tools
Good place to mention the Microsoft Home Use Program ( to get a full version of Microsoft Word or Office for less than $20. The participant must have a .mil account to be eligible to purchase through this program.

22. Target Employers
Mandatory Exercise – Demonstrate VEC ( – fits in with job boards
See Supplement page 55 – website National Labor Exchange (NLX)
PG pages 53 – 57

23. Informational Interview
The best way to get a job is to ask for job information, advice, and referrals; never ask for a job.
Engage prospects in the 5 R’s of
Reveal useful information and advice
Refer you to others
Read your resume
Revise your resume
Remember you for future references & job opportunities

24. Fact Finding Calls
Calling a company to obtain information can result in valuable insights. Just make sure that you’re prepared!
Research the company
Write a script/outline
Take notes
Pages 58 – 65
Mandatory Exercise – Show Bad Call/ Good Call video

25. Speak the Employer’s Language
Translating military to civilian is difficult but necessary.
Research the company and analyze the job posting to decide what “language” an employer speaks.
Communicate the skills and experiences you bring to the table—and what you can offer an employer. Speak the employer’s language.
PG pages

26. Business Concepts Read Business Publications Watch Business News
Join Professional Networking Orgs
Attend Courses
Mentor for Business & Profession
Account-ability Partner
Develop Understanding of Business Concepts
Business Concepts, business smarts, are the simple ways to say Business Acumen. Give an anecdote that illustrates why employers are interested in those who have business acumen.

27. Professional Introduction
PG pages 73 – 77
Mandatory Exercise – Draft your Professional Introduction – PG page

28. Section 3 Job Search Plan
Set Goals
Schedule
Network
Utilize Job Search Method
Analyze Job Postings
Complete Application Forms
Making a plan for success.

29. Short-range, Medium-range and Long-range Goals
Career Goal
Next Level
Entry Level
Skills Required
Experience
Education Required
Activity: short term goal (bottom level) long term goal is the top career goal they are aiming for.
PG pages

30. SMART Setting Goals ACTIVITY: Draft a short and long-range goal
Specific
Measurable
Adaptable
Realistic
Trackable
SMART
GOAL
Mandatory Exercise – Draft a short term and long term goal – PG page 82
ACTIVITY: Draft a short and long-range goal

31. Create a Schedule Monday Tuesday Wednesday Thursday Friday 8-10
Review Job Postings
Research Companies
Interview
Review past week
10-12
Target Resumes
Practice Answering Questions
Play Golf (network)
Send Thank you, Analysis
Review Skills, add more
12-1
Lunch
1-4
Complete online application,
Calls
Interview,
Network event
Send Thank you, Analyze Interview
Twitter, LinkedIn, Facebook
4-5
Plan for tomorrow
Plan for the week
Cook Dinner with Friends
Walk
Clean Office
PG page 83

32. How Job Seekers Look for Jobs
The important point is the average number of methods used – perhaps this means that to be successful, a job-seeker should diversify efforts.
PG pages 84-85
Supplement page 84 added American Job Centers and VEC to list of job search methods.
Average number of methods used: 2.03
Source: Bureau of Labor Statistics

33. How Employers Look for Employees
Discuss the hidden job market. PG pages
Source: Bureau Labor Statistics

34. Activity: Identify network contacts
Networking
Face-to Face
Online
Social Media
Activity: Identify network contacts
Pages 88 – 92
Mandatory Exercise – Identify Network Contacts - PG page 87

35. Veterans Employment Center
The single federal portal for connecting Veterans to meaningful career opportunities
Incorporates Department of Labor tools
Search private and public jobs
Page 93
Supplement page 92

36. Job Search Plan Network Effort Focus Target Employers Resume Online
In Person
Effort
Organize
Schedule
Focus
Target Employers
Resume
Be sure your networking plan aligns with your short term, mid term and/or long term career goals.

37. Analyzing Job Postings
Job postings provide information about the types of positions available, the skills required and the language an employer speaks.
Analyze postings for:
Experience needed
Qualifications
Salary
Skills
Page 93
Optional Exercise – Participants identify the keywords on their job announcements.

38. Application Forms Read the directions
Fill out application forms completely
Utilize your master application
Safeguard your right to privacy
Pages 94-96
Discuss the difference in applications and resumes. Applications are legal forms, usually requiring a signature; can be used for background checks and to request permission to run credit or background checks; use legal name (i.e. William). Resumes are a marketing document highlighting the candidates’ best qualifications; can take many forms/formats; can use commonly referred to name (i.e. Bill or “Skip”).

39. Section 4 Effective Resume
Understand the Resume Reader
Target Resumes and Master Resume
Sections of a Resume
Prepare References
Resume Types
Resume Formatting
Resume Review
Cover Letter
Salary History
Veteran Employment Center (VEC) - Resume
Mandatory Exercise – Resume Quiz - PG page 98

40. Resume Screening Process
Effective Resume
Interview
5-10 Called
20 Reviewed
100 Scanned
Resume Screening Process
PG pages

41. Effective Resume Resume Type Identify Customize Master Resume Step One
Career & Job Positions
Step Two
Resume Type
-Chronological
-Functional
-Combination
-CV
Step Three
Customize
Master Resume
with Keywords
PG pages 104 – 116
Mandatory Exercise – Resume Style Comparison - PG page 116

42. Sections of a Resume
Contact Information
Career/Job Objective Statement
Summary
Areas of Expertise
Experience
Employment History
Education/Training
PG page 117

43. 234 Brook Avenue, Englewood, Colorado 12345
Contact Information
Make sure your information is current and accurate:
Lynn Gweeney
234 Brook Avenue, Englewood, Colorado 12345
(123)
Page 117
Mandatory Exercise – Write Contact Information on Resume

44. Career/Job Objective Statement
Well-written career objectives are
Concise, short and to the point
Answer the question “For which position are you applying?”
List the specific job and company to which you are applying
Pages
Mandatory Exercise – Write a Targeted Objective Statement - PG page 119

45. Summary
A short paragraph used to highlight key words and marketable skills/experience, and recaps what you can offer, including:
Specific knowledge, talent or education that “ties” you to your career interest
Self-management skills
Work attributes
Soft skills
Pages
Mandatory Exercise – Write A Summary - PG page 121

46. Tailor and Target
Use “Personal Branding” approach to craft Executive Summary
Keywords (company and industry specific)
Soft skills vs. Hard skills
Executive Resume samples
Professional Summary, Professional Overview, Executive Summary
STAR statements

47. Area of Expertise
A list of bullet points which provide a sense of what you can do for the company:
Highlight key skills that support job goal
Match key words in job announcement
Include certifications/licenses required
List security clearance if relevant for position
Pages
Mandatory Exercise – Draft Areas of Expertise – PG page 123

48. Experience
Use civilian terms. Speak the employer’s language. Use key words
Begin with an action verb
Avoid “Responsible for”
Quantify results: use numbers, percentages, statistics and examples
Avoid personal pronouns (I, me, my…)
Wordsmith your statements
Pages
Mandatory Exercise – Draft Accomplishment Statements Using STAR - PG page 129
Mandatory Exercise – Show Wordsmithing Video – PG page 132
Mandatory Exercise – Build Keywords into Targeted Resumes – PG page 134
Mandatory Activity – Analyze Job Posting for Keyword Integration – PG page 135

49. STAR Statements Accomplishments sell your potential; lead with results
Managed and maintained logistical resources in excess of $15 million over 43 geographically separate locations producing a savings of 28% annually.
Spearheaded one-of-a-kind action team to control outside costs; resulted in 17% cost reduction in radiology and 26% cost reduction in physical therapy in 1 year.
Developed a robust training curriculum; implemented, trained and evaluated training given to 200 personnel annually …(Complete this statement)

50. Education and Training
List most recent first
Put “attended” if you never graduated to prevent the assumption that you have a degree
Include certifications/licenses/training relevant to job
Depending on your background and the job for which you’re applying, Education & Training might be placed above Experience or Employment History on your resume.
Page 136
Mandatory Exercise – Write Education Section – PG page 136

51. Resume Lab Choose: Draft: Save Master Resume File: Style Formatting
Sections
Content in sections
Focus on STAR accomplishment statements
Save Master Resume File:
If using computer lab, file to yourself
Mandatory Exercise – Resume Lab – PG page 142
Put it all together in a draft document.

52. Prepare References
Job seekers should have six professional references ready to provide to an employer.
Professional vs. Personal References
Get Permission to Use Someone as a Reference
Keep Reference Contact Information Updated
Pages
Mandatory Exercise – Brainstorm Potential References – PG page 139
Discuss resume types (paper, scannable, electronic) and formatting (fonts, margins). Reference the resume checklist. PG page

53. Cover Letters
Introduce yourself and sell the employer on how well your specific skills, abilities and attributes match the organization’s needs.
Four main components:
Introduction
Relevant Reason for Cover Letter
Request for Action
Respectful Sign Off
Pages
Optional Exercise – Draft a cover letter.
PG page 154 – Mention how important it is to know your salary history even if a potential employer never requests it.

54. Veterans Employment Center Profile and Resume Builder
Activity
Use your Electronic Master Resume to build your VEC resume
Copy and paste pertinent sections as you build your profile/resume on the VEC
Preview resume and make it public
Supplement Page 154
Mandatory Exercise – VEC Resume Builder Lab. The resume/profile must be made public in order to save the profile.
Page 154

55. Section 5 Federal Hiring
Federal Hiring Reform
Veterans Employment Initiative
Job Classification
Finding Jobs
Competitive Service
Understanding the Vacancy
Veterans’ Preference
Announcement
Excepted Service
Application Procedures
Special Hiring Authorities for Veterans
Federal Interviewing
Getting the Offer
Veterans make up roughly 25% of the 2.6 million federal government employees not including uniformed military personnel. (source – It is likely that some in this class are looking at joining the federal workforce. This is a short *overview* of the federal hiring and veteran’s preferences.

56. Federal Government Classifications Veterans’ Preference
Selection Processes
Find jobs
Apply for jobs
PG pages

57. Federal Government 3 Types of Service
The federal government consists of 3 types of services: Senior Executive Service (SES), Competitive Service, and Excepted Service. SES makes up the smallest group, Excepted Service employs almost half, and Competitive Service is the largest group.
PG pages

58. Federal Government Senior Executive Service (SES)
Executive Leadership, Managerial, or Policy Making/Determining Positions above GS-15
Scientific and Professional (ST)
Senior Level (SL)
Operate and oversee government activity in approximately 75 federal agencies
Executive Core Qualifications (ECQs)
Leading Change, Leading People, Results Driven, Business Acumen, Building Coalitions
Veteran’s Preference does NOT apply
SES positions include positions classified above GS-15 that are executive, managerial, scientific or professional in nature.
Resource to learn more about SES:
PG page 159

59. Federal Government Competitive Service
Must go though a competitive process (examining)
Written test , evaluation of education and experience, or evaluation of attributes necessary for successful performance.
Job classifications, such as Wage Grade and General Schedule, determine experience and educational requirements and level of pay.
Category Rating
Qualified, Well Qualified, Highest Qualified
Veteran’s preference DOES apply
Competitive service jobs are under OPM's jurisdiction and subject to the civil service laws passed by Congress to ensure that applicants and employees receive fair and equal treatment in the hiring process.
*The agency can determine their own examining guidelines. However, the guidelines must be clear, specific, objective and align with OPM hiring requirements.
Resource to understand category rating:
PG page

60. Federal Government Excepted Service
Certain agencies, jobs or classification of jobs are exempt from Competitive Service hiring requirements
Exceptions authorized by Federal law or OPM authorization
Schedule A, B, and C
Veteran’s preference DOES apply unless stated otherwise
*Possible reasons for exception:
1.Agency requires stricter or less strict hiring requirements than competitive service
2 Agency needs to recruit applicants in highly specialized fields (example: Nuclear Scientist) which requires a better pay and benefit package and different recruitment strategies
3. Job confidential in nature or deal with confidential information (example: CIA)
4. Qualifications can’t be judged as specifically as others (attorneys, chaplains, special agents, etc.)
5. Job may be temporary in nature
**It’s a good idea to check the websites and network with people within the agency to learn about jobs in the Excepted Service. Because they do not have to follow the same hiring guidelines as Competitive Service, you may not find the jobs listed on USAJOBS. The “exception” gives the agency the authority to follow their respective agency policies for recruitment and hiring.
Resource to learn more about Excepted Service:  
Schedules A, B, C, and D (Excepted Service)
PG page

61. Veterans Preference Preference Eligibility (5 and 10 point preference)
Preference Groups (CPS, CP, XP, TP)
Activity: Example of a Category-Based Referral Selection
Mandatory Exercise – Show and explain Veteran’s Preference Chart – PG page 163

62. Federal Jobs
PG page 170

63. Federal Jobs www.FedsHireVets.gov PG page 171
Mandatory Exercise – Show occupational quiz on USAJobs announcement. Tips on PG page 174.

64. Section 6 Skilled Interview
Summary of the Hire Process
Prepare for the Actual Interview
Types of Interviews
Communication in the Workplace
Interview Stages
Listening Skills
Introductory Stage
Employment Tests
Employer Questions
Find Information about a Potential Employer
Answer Questions
Interpret Body Language
Candidate Questions
Closing Stage
First Impressions
Follow-Up After Interview
Many people interview, some of them practice various techniques. We want every participant to become skilled at interviewing.

65. Affirmative Action & Employment Protection for Veterans
DOL’s Office of Federal Contract Compliance Programs (OFCCP) enforces laws requiring equal employment opportunity and affirmative action by federal contractors
Veteran employment rights under Americans with Disabilities Act (ADA)
Percentage of veterans with service-connected disabilities has risen in recent years
25 percent of recent veterans report having a service-connected disability
ADA protections
Prohibits unfavorable treatment in hiring, promotions, job assignments, etc.
Provides for reasonable accommodations
EEOC ADA Guide for Veterans
Supplement page 184

66. Affirmative Action & Employment Protection for Veterans
The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) requires covered federal government contractors to take affirmative action to employ and advance specified categories of protected veterans, and prohibits discrimination against such veterans.
VEVRAA “protected veterans”
disabled veterans,
recently separated veterans (within 3 years of discharge or release from active duty)
veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized
Armed Forces service medal veterans
Voluntary self-identification as “protected veteran”
Affirmative action provisions require contractors to invite applicants to self-identify
Takes place during pre-offer and post-offer
Supplement page 184

67. Skilled Interview Hiring Process First Contact Phone Interview
Face-to-
Face Interview
Tests
Reference Checks
Background Checks
Offer & Negotiation
Hiring Process
PG pages 184 – 186
Emphasize the reference, background, credit and/or social media checks.

68. Types of Interviews Face-to-Face Panel or Committee Meal Interview
In person
Virtual
Panel or Committee
Meal Interview
Group
Stress
Phone
Page
The slides breaks out Virtual interviews such as Skype or VTC (Video TeleConferences) covered on page 189.

69. Skilled Interview Interview Stages Building Rapport Employer Questions
Introduction
Company History
Info about the position
Employer Questions
Behavioral
Contextual
Resume based
STAR method
Candidate Questions
Appropriate Questions
Follow-up
Closing
Ask for the job
Thank you
Interview Stages
PG pages 189 – 202
Mandatory Exercise – Practice Answering Questions – PG pages 194 – 198
Mandatory Exercise – Negative to Positive Reframing – PG page 199

70. Prepare for Interview Research Checklists Questions References
PG pages 202 – 208
Mandatory Exercise – Listening Self-Assessment – PG page 202

71. Mock Interview Practice makes permanent Practice to make it skilled
Take notes
Mandatory Exercise – Mock Interview – PG page 202

72. Dress for Interview PG pages 208 – 212
Mandatory Activity – Non-Verbal Checklist – PG page 212

73. The art of thank you! Follow-up PG pages 213 – 215
Mandatory Exercise – Update ITP

74. Section 7 Interview Post Analysis
Evaluate the Interview—Continuous Improvement
Evaluate Job Offers
Negotiate Job Offers
Communicate a Decision to an Employer
Evaluate the Interview – PG pages

75. Evaluating Job Offers
Evaluate all aspects of the job offer before responding to your potential new employer.
Personal Preferences
Total Compensation (Pay + Benefits)
Industry, Company and Position
Pages
Mandatory Activity – Review Job Evaluations Factors Checklist – PG pages 75

76. Understanding Salary Ranges
Job Salary Range
$90K - $120K
Midpoint or Market Value
$100K
Beginner Range
$90K - $95K
Experienced Range
$95K - $115K
Highly Qualified Range
$115K - $120K

77. Negotiating Job Offers
Do your research
Know salary ranges in the area/industry
Check local cost of living
Negotiate in person if possible
Pages
Mandatory Exercise – Find Median Salary Information – PG page 229
Cover communicating your decision to employer on PG pages 233 – 237.

78. Negotiation Items Vacation/Sick Leave Flexible Work Hours
Health/Life/Disability
Education Assistance
Flexible Spending Accounts
Stock Options
Transportation
Credit Card
Signing bonus
Uniforms

79. Your Bargaining Position
Salary Negotiation
Too Late
Offer accepted!
Best time to negotiate
Offer Extended
You’re our candidate!
You’re in the running!
Your Bargaining Position
You might be a fit
Too Early
Who are you?
FO&D

80. Update ITP Next steps SMART Goals Schedule
Additional education, certification, skills
Complete their ITP.
Be sure and mention where service members go after this class – complete TAP-GPS briefings, additional classes or one-on-one appointments with SLF, A&FRC, FFSC, etc.

81. Course Summary Transition Planning Personal Assets Career Validation
Resume
Federal Job Search
Skilled Interview
Interview Post-analysis

82. Wrap-up Expectations Met Evaluations Comments Questions?
Comments
Questions?
Mandatory Exercise – Complete the online class evaluation.