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Welcome Icebreaker Logistics Prerequisites Required items

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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 (www.microsofthup.com) 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 (www.ebenefits.va.gov/ebenefits.jobs) – 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
https://www.ebenefits.va.gov/ebenefits/jobs 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?
https://www.dmdc.osd.mil/tgpsp Comments Questions? Mandatory Exercise – Complete the online class evaluation.


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