1 U.S. Department of Labor Employment Workshop Transition from Military to Civilian Workplace
2 Welcome Icebreaker Logistics Prerequisites Required items Preseparation CounselingMOC CrosswalkPersonal FinanceRequired itemsVMET, Career Interest Inventory Results, 12-month budgetThis 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 PurposeThis 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 & ValidationSection 3: Job Search PlanSection 4: Build an Effective ResumeSection 5: Federal Hiring & ResumeSection 6: Skilled InterviewSection 7: Interview Post-AnalysisITP Employment SectionThank you for your Service!
5 Military TransitionAttending 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 PlanDevelop Job Search Plan: Personal AssetsCreate a Career CatalogComplete Master ApplicationComplete Transferable Skills InventoryMandatory 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 – 7Statistics 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 processParticipate in “Preseparation” counseling processParticipate in Department of Labor Employment WorkshopKnow about your VA BenefitsObtain a job and incomeSeek early assistance for mental health and substance abuse issuesDOL/VETS Homeless Veterans’ Reintegration Program (HVRP)Mention the VA Briefings offered as a part of the TAP-GPS.
11 Homeless Veteran Reintegration Program HVRPHomeless Veteran Reintegration ProgramFunded by U.S. DOL/VETSThis 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:RecordsMaster ApplicationWork Samples, if applicableAmong the types of records you should collect in your career catalog are:Military ServicePersonal IdentificationWork ExperienceEducation & TrainingPages 14-15Mandatory Exercise – Work on Master Application - PG pages 16-22
13 Personal Branding Marketing Plan ProductWhat skills, knowledge and experience do I have to offer?PromotionWhat will I use to show how I can benefit and bring added value to an employer?PricingHow much are my skills, knowledge, experience and added value worth in the marketplace?PackagingHow can I use my Professional Introduction, resume, interview, appearance, etc. to establish, maintain, and sell my brand?Perfect FitWhat 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 inventoryPages 23-32Mandatory Exercise – Master Skills Inventory - PG page 23Mandatory Exercise - Identify More of Your Skills - PG page 26Mandatory Exercise - Transferable Skills Inventory - PG pages
15 Explain Your SkillsActivity: Write an accomplishment statement using STARMention 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 statementCan 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)
18 Employment Data Bureau of Labor Statistics American Job Center American Job CenterMandatory Exercise – Show two websites for Employment Data - PG page 45
19 Job Search AssistanceAmerican Job Centers and State Workforce AgenciesWorkforce Investment Act (WIA)Office of Apprenticeship (OA), U.S. Department of LaborPrivate Employment ServicesCollege/University/School Career ServicesMilitary and Professional Associations and OrganizationsPhone and/or Industry DirectoryIndustrial and Craft UnionsJob Fairs and Hiring EventsChamber of CommerceMilitary and Family Support CentersPages 46-49Supplemental Page 46 – includes Workforce Innovation and Opportunity Act (WIOA) and Registered Apprenticeships
20 Appendix H Service Locator: www.servicelocator.org DOL Gold CardAppendix H Service Locator:Mandatory Exercise – Demonstrate how to locate their Gold Card - PG page 46Optional 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 EmployersMandatory Exercise – Demonstrate VEC (www.ebenefits.va.gov/ebenefits.jobs) – fits in with job boardsSee 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 ofReveal useful information and adviceRefer you to othersRead your resumeRevise your resumeRemember you for future references & job opportunities
24 Fact Finding CallsCalling a company to obtain information can result in valuable insights. Just make sure that you’re prepared!Research the companyWrite a script/outlineTake notesPages 58 – 65Mandatory 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 OrgsAttend CoursesMentor for Business & ProfessionAccount-ability PartnerDevelop Understanding of Business ConceptsBusiness 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 – 77Mandatory Exercise – Draft your Professional Introduction – PG page
28 Section 3 Job Search Plan Set GoalsScheduleNetworkUtilize Job Search MethodAnalyze Job PostingsComplete Application FormsMaking a plan for success.
29 Short-range, Medium-range and Long-range Goals Career GoalNext LevelEntry LevelSkills RequiredExperienceEducation RequiredActivity: 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 SpecificMeasurableAdaptableRealisticTrackableSMARTGOALMandatory Exercise – Draft a short term and long term goal – PG page 82ACTIVITY: Draft a short and long-range goal
31 Create a Schedule Monday Tuesday Wednesday Thursday Friday 8-10 Review Job PostingsResearch CompaniesInterviewReview past week10-12Target ResumesPractice Answering QuestionsPlay Golf (network)Send Thank you, AnalysisReview Skills, add more12-1Lunch1-4Complete online application,CallsInterview,Network eventSend Thank you, Analyze InterviewTwitter, LinkedIn, Facebook4-5Plan for tomorrowPlan for the weekCook Dinner with FriendsWalkClean OfficePG 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 84-85Supplement page 84 added American Job Centers and VEC to list of job search methods.Average number of methods used: 2.03Source: Bureau of Labor Statistics
33 How Employers Look for Employees Discuss the hidden job market. PG pagesSource: Bureau Labor Statistics
35 Veterans Employment Center https://www.ebenefits.va.gov/ebenefits/jobsThe single federal portal for connecting Veterans to meaningful career opportunitiesIncorporates Department of Labor toolsSearch private and public jobsPage 93Supplement page 92
36 Job Search Plan Network Effort Focus Target Employers Resume Online In PersonEffortOrganizeScheduleFocusTarget EmployersResumeBe 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 neededQualificationsSalarySkillsPage 93Optional Exercise – Participants identify the keywords on their job announcements.
38 Application Forms Read the directions Fill out application forms completelyUtilize your master applicationSafeguard your right to privacyPages 94-96Discuss 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 ReaderTarget Resumes and Master ResumeSections of a ResumePrepare ReferencesResume TypesResume FormattingResume ReviewCover LetterSalary HistoryVeteran Employment Center (VEC) - ResumeMandatory Exercise – Resume Quiz - PG page 98
42 Sections of a ResumeContact InformationCareer/Job Objective StatementSummaryAreas of ExpertiseExperienceEmployment HistoryEducation/TrainingPG page 117
43 234 Brook Avenue, Englewood, Colorado 12345 Contact InformationMake sure your information is current and accurate:Lynn Gweeney234 Brook Avenue, Englewood, Colorado 12345(123)Page 117Mandatory Exercise – Write Contact Information on Resume
44 Career/Job Objective Statement Well-written career objectives areConcise, short and to the pointAnswer the question “For which position are you applying?”List the specific job and company to which you are applyingPagesMandatory Exercise – Write a Targeted Objective Statement - PG page 119
45 SummaryA 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 interestSelf-management skillsWork attributesSoft skillsPagesMandatory Exercise – Write A Summary - PG page 121
46 Tailor and TargetUse “Personal Branding” approach to craft Executive SummaryKeywords (company and industry specific)Soft skills vs. Hard skillsExecutive Resume samplesProfessional Summary, Professional Overview, Executive SummarySTAR statements
47 Area of ExpertiseA list of bullet points which provide a sense of what you can do for the company:Highlight key skills that support job goalMatch key words in job announcementInclude certifications/licenses requiredList security clearance if relevant for positionPagesMandatory Exercise – Draft Areas of Expertise – PG page 123
48 ExperienceUse civilian terms. Speak the employer’s language. Use key wordsBegin with an action verbAvoid “Responsible for”Quantify results: use numbers, percentages, statistics and examplesAvoid personal pronouns (I, me, my…)Wordsmith your statementsPagesMandatory Exercise – Draft Accomplishment Statements Using STAR - PG page 129Mandatory Exercise – Show Wordsmithing Video – PG page 132Mandatory Exercise – Build Keywords into Targeted Resumes – PG page 134Mandatory 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 firstPut “attended” if you never graduated to prevent the assumption that you have a degreeInclude certifications/licenses/training relevant to jobDepending 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 136Mandatory Exercise – Write Education Section – PG page 136
51 Resume Lab Choose: Draft: Save Master Resume File: Style Formatting SectionsContent in sectionsFocus on STAR accomplishment statementsSave Master Resume File:If using computer lab, file to yourselfMandatory Exercise – Resume Lab – PG page 142Put it all together in a draft document.
52 Prepare ReferencesJob seekers should have six professional references ready to provide to an employer.Professional vs. Personal ReferencesGet Permission to Use Someone as a ReferenceKeep Reference Contact Information UpdatedPagesMandatory Exercise – Brainstorm Potential References – PG page 139Discuss resume types (paper, scannable, electronic) and formatting (fonts, margins). Reference the resume checklist. PG page
53 Cover LettersIntroduce yourself and sell the employer on how well your specific skills, abilities and attributes match the organization’s needs.Four main components:IntroductionRelevant Reason for Cover LetterRequest for ActionRespectful Sign OffPagesOptional 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 ActivityUse your Electronic Master Resume to build your VEC resumeCopy and paste pertinent sections as you build your profile/resume on the VECPreview resume and make it publicSupplement Page 154Mandatory 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 ReformVeterans Employment InitiativeJob ClassificationFinding JobsCompetitive ServiceUnderstanding the VacancyVeterans’ PreferenceAnnouncementExcepted ServiceApplication ProceduresSpecial Hiring Authorities for VeteransFederal InterviewingGetting the OfferVeterans 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 ProcessesFind jobsApply for jobsPG 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-15Scientific and Professional (ST)Senior Level (SL)Operate and oversee government activity in approximately 75 federal agenciesExecutive Core Qualifications (ECQs)Leading Change, Leading People, Results Driven, Business Acumen, Building CoalitionsVeteran’s Preference does NOT applySES 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 RatingQualified, Well Qualified, Highest QualifiedVeteran’s preference DOES applyCompetitive 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 requirementsExceptions authorized by Federal law or OPM authorizationSchedule A, B, and CVeteran’s preference DOES apply unless stated otherwise*Possible reasons for exception:1.Agency requires stricter or less strict hiring requirements than competitive service2 Agency needs to recruit applicants in highly specialized fields (example: Nuclear Scientist) which requires a better pay and benefit package and different recruitment strategies3. 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 SelectionMandatory Exercise – Show and explain Veteran’s Preference Chart – PG page 163
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 ProcessPrepare for the Actual InterviewTypes of InterviewsCommunication in the WorkplaceInterview StagesListening SkillsIntroductory StageEmployment TestsEmployer QuestionsFind Information about a Potential EmployerAnswer QuestionsInterpret Body LanguageCandidate QuestionsClosing StageFirst ImpressionsFollow-Up After InterviewMany 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 contractorsVeteran employment rights under Americans with Disabilities Act (ADA)Percentage of veterans with service-connected disabilities has risen in recent years25 percent of recent veterans report having a service-connected disabilityADA protectionsProhibits unfavorable treatment in hiring, promotions, job assignments, etc.Provides for reasonable accommodationsEEOC ADA Guide for VeteransSupplement 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 authorizedArmed Forces service medal veteransVoluntary self-identification as “protected veteran”Affirmative action provisions require contractors to invite applicants to self-identifyTakes place during pre-offer and post-offerSupplement page 184
67 Skilled Interview Hiring Process First Contact Phone Interview Face-to-Face InterviewTestsReference ChecksBackground ChecksOffer & NegotiationHiring ProcessPG pages 184 – 186Emphasize the reference, background, credit and/or social media checks.
68 Types of Interviews Face-to-Face Panel or Committee Meal Interview In personVirtualPanel or CommitteeMeal InterviewGroupStressPhonePageThe 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 IntroductionCompany HistoryInfo about the positionEmployer QuestionsBehavioralContextualResume basedSTAR methodCandidate QuestionsAppropriate QuestionsFollow-upClosingAsk for the jobThank youInterview StagesPG pages 189 – 202Mandatory Exercise – Practice Answering Questions – PG pages 194 – 198Mandatory Exercise – Negative to Positive Reframing – PG page 199
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 ImprovementEvaluate Job OffersNegotiate Job OffersCommunicate a Decision to an EmployerEvaluate the Interview – PG pages
75 Evaluating Job OffersEvaluate all aspects of the job offer before responding to your potential new employer.Personal PreferencesTotal Compensation (Pay + Benefits)Industry, Company and PositionPagesMandatory Activity – Review Job Evaluations Factors Checklist – PG pages75
77 Negotiating Job Offers Do your researchKnow salary ranges in the area/industryCheck local cost of livingNegotiate in person if possiblePagesMandatory Exercise – Find Median Salary Information – PG page 229Cover communicating your decision to employer on PG pages 233 – 237.
79 Your Bargaining Position Salary NegotiationToo LateOffer accepted!Best time to negotiateOffer ExtendedYou’re our candidate!You’re in the running!Your Bargaining PositionYou might be a fitToo EarlyWho are you?FO&D
80 Update ITP Next steps SMART Goals Schedule Additional education, certification, skillsComplete 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 ResumeFederal Job SearchSkilled InterviewInterview Post-analysis
82 Wrap-up Expectations Met Evaluations Comments Questions? https://www.dmdc.osd.mil/tgpspCommentsQuestions?Mandatory Exercise – Complete the online class evaluation.