Page 2 Raytheon’s Case for Hiring Veterans: Experienced in using our technology, products, and services. Familiarity with our customers and their missions. To recognize our veterans for their contributions to our company, as we share a mutual bond in our desire to help protect our country and our families. An integral part of our Diversity & Inclusion focus. They bring technical and leadership skills, enhanced through military experience, that can be applied to our positions. Many have security clearances through DOD or other agencies, and all have integrity and ethics. It’s the right thing to do for our Nation’s service members!
Page 3 RTN Armed Services Support: We’ll provide NoDoubt™ solutions that work flawlessly We’ll support your families while you’re deployed We’ll support you if you were wounded or injured during combat We’ll support you as you enter the next phase of your life We’ll support you as you gain new skills to compete for 21st Century IT jobs We’ll support you as you transition to the civilian workforce
Page 4 Raytheon’s Veteran & WW Hiring Strategy: How we attract, network, and recruit both veterans and wounded warriors...
Page 5 Operation Phoenix Mission To attract, recruit, and retain Military Veteran Talent Vision Build a strong and cooperative partnership with the military community to attain win-win solutions Develop a talent pipeline with military departments and support agencies to establish and maintain a steady stream of highly qualified and diverse military candidates to fill the myriad number of open positions nationally at Raytheon Continue to proactively assist Veterans, Wounded Warriors and spouses to obtain meaningful and productive employment with Raytheon Develop a Community of Practice to support and mentor Raytheon military veterans Objective Deploy a fully standardized Operation Phoenix recruiting plan across the enterprise in 2012
Page 6 Operation Phoenix Our approach to attracting, recruiting and retaining veterans and their spouses and/or caregivers to Raytheon. Working to leverage the enterprise for attracting military talent through our Talent Acquisition (TA) efforts: – RTN attends veteran-related career fairs, hiring expos, and outreach events each year across the country. (Look locally and near VA & DOD facilities too!) – TA is seeking to capture our outreach efforts & to be more “systematic” in order to yield positive, measureable recruiting-results. (ie: Interviews & Hires!) – RTN’s outreach & recruiting, support, and involvement with military related associations, advocates, and government agencies are growing rapidly Department of Labor “Toolkit for Employers”: (It’s Great!) (http://www.americasheroesatwork.gov/forEmployers/HiringToolkit.)http://www.americasheroesatwork.gov/forEmployers/HiringToolkit
Page 7 Operation Phoenix: Raytheon TA-Team RMS: (1) Eric RTSC: (1) Jeff IDS: (1) Bill IIS: (1) Linwood NCS: (1) Kevin SAS: (1) Jaime Corp HR: (1) Bob Corp Communications: (1) Derek (and a supporting Raytheon team of approximately 71,000.)
Page 8 Tips to Consider: Don’t seek to source or network at DOD/VA hospitals. (They’re for healing not hiring.) *Wounded Warriors; *Service-Connected Disabilities. HR-Build a “Vet Mentor” network internally to help new veteran-hires, but don’t get hung up on “process.” Think about workforce development & careers for vets. Vets trust vets: Advocate for & use your vet-team both internally & externally. Be creative… Leadership commitment is ESSENTIAL for success. Our “USBLN Network” is invaluable- Reach out!