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

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Presentation on theme: "U.S. Department of Labor Employment Workshop Transition from Military to Civilian Workplace."— Presentation transcript:

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

2 Welcome Icebreaker Logistics Prerequisites – Preseparation Counseling – MOC Crosswalk – Personal Finance Required items – VMET, Career Interest Inventory Results, 12-month budget 2

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. 3

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! 4

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. 5

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 6

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%. Source: BLS 2013 Employment Situation of Veterans; 7

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; 8

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. 9

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) 10

11 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. 11

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

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? 13

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

15 Explain Your Skills 15 Activity: Write an accomplishment statement using STAR

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) 16

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 17

18 Employment Data Bureau of Labor Statistics American Job Center 18

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

20 DOL Gold Card Appendix H Service Locator: 20

21 Essential Job Search Tools 21

22 Target Employers 22

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 23

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 24

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. 25

26 Business Concepts Develop Understanding of Business Concepts 26

27 Professional Introduction 27

28 Section 3 Job Search Plan Set Goals Schedule Network Utilize Job Search Method Analyze Job Postings Complete Application Forms 28

29 Short-range, Medium-range and Long-range Goals 29 Career Goal Next Level Entry Level Skills Required Experience Education Required

30 Setting Goals Realistic Trackable SMART GOAL 30 ACTIVITY: Draft a short and long-range goal

31 MondayTuesdayWednesdayThursdayFriday 8-10 Review Job Postings Research Companies Review Job Postings InterviewReview past week Target ResumesPractice 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 Target Resumes 4-5 Plan for tomorrow Plan for the week Cook Dinner with Friends WalkClean Office Create a Schedule 31

32 How Job Seekers Look for Jobs Source: Bureau of Labor Statistics Average number of methods used:

33 How Employers Look for Employees Source: Bureau Labor Statistics 33

34 Networking Face-to Face Online Social Media Activity: Identify network contacts Pages 88 – 92 34

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 35

36 Job Search Plan Network Online In Person Effort Organize Schedule Focus Target Employers Resume 36

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 37

38 Application Forms Read the directions Fill out application forms completely Utilize your master application Safeguard your right to privacy Pages

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 39

40 Effective Resume Resume Screening Process 40

41 Effective Resume 41

42 Sections of a Resume 1.Contact Information 2.Career/Job Objective Statement 3.Summary 4.Areas of Expertise 5.Experience 6.Employment History 7.Education/Training 42

43 Contact Information Make sure your information is current and accurate: Lynn Gweeney 234 Brook Avenue, Englewood, Colorado (123) Page

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

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

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 46

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

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

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) 49

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

51 Resume Lab Choose: – Style – Formatting Draft: – Sections – Content in sections – Focus on STAR accomplishment statements Save Master Resume File: If using computer lab, file to yourself 51

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

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: 1.Introduction 2.Relevant Reason for Cover Letter 3.Request for Action 4.Respectful Sign Off Pages

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 54 Page 154

55 Section 5 Federal Hiring Federal Hiring Reform Job Classification Competitive Service Veterans’ Preference Excepted Service Special Hiring Authorities for Veterans Veterans Employment Initiative Finding Jobs Understanding the Vacancy Announcement Application Procedures Federal Interviewing Getting the Offer 55

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

57 Federal Government 3 Types of Service

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

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

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

61 Veterans Preference Preference Eligibility (5 and 10 point preference) Preference Groups (CPS, CP, XP, TP) Activity: Example of a Category-Based Referral Selection 61

62 Federal Jobs 62

63 Federal Jobs 63

64 Section 6 Skilled Interview Summary of the Hire Process Types of Interviews Interview Stages Introductory Stage Employer Questions Answer Questions Candidate Questions Closing Stage Prepare for the Actual Interview Communication in the Workplace Listening Skills Employment Tests Find Information about a Potential Employer Interpret Body Language First Impressions Follow-Up After Interview 64

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 65

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 66

67 Skilled Interview First Contact Phone Interview Face-to- Face Interview Tests Reference Checks Background Checks Offer & Negotiation Hiring Process 67

68 Types of Interviews Face-to-Face In person Virtual Panel or Committee Meal Interview Group Stress Phone Page

69 Interview Stages Skilled Interview 69

70 Prepare for Interview Research Checklists Questions References 70

71 Mock Interview Practice makes permanent Practice to make it skilled Take notes 71

72 Dress for Interview 72

73 Follow-up 73 The art of thank you!

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

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

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

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

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

80 Update ITP Next steps SMART Goals Schedule Additional education, certification, skills 80

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

82 Wrap-up Expectations Met Evaluations https://www.dmdc.osd.mil/tgpsp Comments Questions? 82


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