Presentation on theme: "Hero Health*Hire Talent Acquisition Leader Webinar Featuring: The Employer Support for the Guard & Reserve’s Hero2Hired (H2H) The Wounded Warrior Project’s."— Presentation transcript:
1 Hero Health*Hire Talent Acquisition Leader Webinar Featuring: The Employer Support for the Guard & Reserve’s Hero2Hired (H2H) The Wounded Warrior Project’s Warriors2Work Program (W2W) Wednesday, January 23, :30 pm – 3:00 pm EDT
2 Hero Health Hire Talent Acquisition Leaders’ Webinar Agenda Wednesday, January 23, :30 pm – 3:00 pm EDTIntroductions and Opening RemarksFeatured Speaker – Ferdinand Alsina of the Wounded Warrior Project’s Warriors to Work (W2W) ManagerFeatured Speakers – Daniel Allen and Kevin Little of the Employer Support of the Guard and Reserve (ESGR)’s program – Heroes 2 Hired (H2H)Review of H3’s 2013 Strategic PrioritiesFinal Closing AnnouncementsAdjournment
3 The Wounded Warrior Project’s Program Warriors to Work (W2W) Presented by Mr. Ferdinand Alsina, Warriors to Work Manager, Eastern Region (W2W)
5 WOUNDED WARRIOR PROJECT® Our Mission To honor and empower wounded warriors Our Purpose To raise awareness and enlist the public’s aid for the needs of injured service members; to help injured servicemen and women aid and assist each other; and to provide unique, direct programs and services to meet their needs. Our Vision To foster the most successful, well-adjusted generation of wounded service members in our nation’s history.
7 WWP PACKS COMFORT STARTS HERE Transition Care Packs (TCPs) are provided to warriors immediately after being injured on the battlefieldOnce they make it stateside to a military trauma center, they receive a WWP backpackFamily members receive a Family Support ToteEach is filled with clothing, toiletries, playing cards, and other essential care and comfort items
8 WWP ALUMNI SUPPORT THROUGH SHARED EXPERIENCES WWP serves warriors in communities across the country at every stage of their recovery; from newly wounded and throughout their life.
9 BENEFITS SERVICES A PARTNER IN THE PROCESS Helps warriors transition to life after injuryProvides detail on government benefits, Wounded Warrior Project programs, and community resources
10 INTERNATIONAL SUPPORT REACHING OUT TO WARRIORS OVERSEASInternational program improves hospital staff moraleProvides Wounded Warriors with comfort items before they transfer back to the US
11 WWP RESOURCE CENTER ONE-STOP SHOP FOR INFORMATION Proactively provides warriors and their families/caregivers with information on the best available programs and services to meet their needs
13 COMBAT STRESS RECOVERY PROGRAM TREATING THE INVISIBLE WOUNDS OF WAREases readjustment for returning warriors through mental health resources and access to care, while addressing interpersonal relationship issues1 in 5 warriors returning from Afghanistan and 1 in 3 returning from Iraq suffer from post-traumatic stress disorder (PSTD) and depression
14 PROJECT ODYSSEY™ USING NATURE AND RECREATION TO HEAL THE SPIRIT An outdoor, rehabilitative retreatHelps warriors overcome combat stress through shared experiences with peers and connecting with nature
15 RESTOREWARRIORS.ORGONLINE SUPPORT FOR COMBAT STRESS An anonymous website with resources and self-help strategies for warriors battling the invisible wounds of war
16 FAMILY SUPPORT RETREATS THE REALITY AFTER THE REUNIONGives family members an opportunity to get some much-needed rest and rejuvenationHeld at numerous locations around the countryOffers opportunities to build new friendships that continue long after the retreat
17 PEER SUPPORTHELPING EACH OTHER THROUGH THE RECOVERY Motivates Wounded Warriors by helping them develop one-on-one friendships with fellow warriors who are further along in the recovery process
19 PHYSICAL HEALTH & WELLNESS OPTIMIZING WARRIORS’ PHYSICAL RECOVERYProvides recreation and sports programs, nutrition and physical health strategies to help Wounded Warriors adjust to life after injury
20 SOLDIER RIDE® IT’S A RIDE, NOT A RACE An adaptive cycling event that allows warriors to ride alongside fellow injured service membersHelps warriors reclaim their confidence and strength in a supportive environment
22 CAMPUS SERVICESACADEMIC SUPPORT FOR LONG-TERM PROSPERITY Gives warriors the tools, policies, and services needed to help them achieve educational success at their respective academic or vocational institutions
23 TRACK™ PREPARING YOU FOR THE FUTURE The first education center in the nation designed specifically for Wounded WarriorsA one-year program based in Jacksonville, Florida and San Antonio, TexasTRACK is divided into academic and vocational phases
24 TRANSITION TRAINING ACADEMY™ HELPING YOU SUCCEEDA program that helps warriors explore the information-technology (IT) field as a career choiceLearn valuable career skills with real-world applicationsOpportunity to earn industry certifications such as the CompTia A+, Network +, and the Security + certifications
25 WARRIORS TO WORK™ TRANSITIONING TO THE WORKFORCE AFTER INJURY Assists warriors with the transition back into the civilian workforceProvides career counseling services and job placement assistanceServices are open to family members and caregivers
26 POLICY AND GOVERNMENT AFFAIRS ADVOCATING FOR WOUNDED WARRIORS AND THEIR FAMILIES Works with Congress and the Federal government to create, advocate, and lobby for legislation, regulations, and programs that support warriors and their families
27 WOUNDED WARRIOR PROJECT® Find WWP online at:For more information on WWP programs and services visit: woundedwarriorproject.org.
28 The Employer Support of the Guard & Reserve (ESGR)’s Program – Hero2Hired (H2H) Presented by Mr. Daniel Allen, Director, H2H Mr. Kevin Little, Dep. Director, H2H
30 BackgroundThe Assistant Secretary of Defense (Reserve Affairs) and the Reserve Component Chiefs are responsible for the readiness of their units and service membersCivilian employment is critical to Guard and Reserve Service membersCivilian employment is linked to well-beingThe high unemployment rate within the Guard and Reserve is a Readiness issue
31 What is H2H?A SOLUTION:Hero2Hired (H2H) is a top-tier career readiness program powered by an enhanced website and mobile application.H2H.jobs offers a myriad of tools including a resume builder, a powerful search functionality, military skills translator, and boasts a direct line to jobs posted by military-friendly employers with a stated commitment to hiring Guard and Reserve Service members.Operating with the direct support of over 4,900 volunteers and 56 Employment Transition Coordinators, H2H is a leader in the field of career readiness and talent acquisition.And More…
32 EIP H2H Program Components Mobile Job StoreWeb SiteMobile AppKiosksSlide owner: FEPP (Mr. Ted Fessel)FEPP:The Family & Employer Programs & Policy (FEPP) stood up in 2010 as directed by, then, Secretary McCarthy where he placed these three programs under one Director.Purpose to allow for an opportunity to have these three programs and mission areas to work closely together, collaborate and coordinate in order to find synergy and efficiencies as a result, ultimately enhancing all three programs productivity and mission success.This new Directorate is responsible for the “TRIAD of SUPPORT”: Family, Service and Civilian Employer. Bottom line, a lot of compatibility inherent in all three missions and programs.FEPP Current programmed budget funding ($000k) and FTEs:ESGR Funding: , , , , , ,798FY FY FY FY FY FY-17YRRP Funding: , , , , , ,076ESGR FTEs:YRRP FTEs:**IFSP FTEs:** Note: IFSP FTE is an RA (WHS) resource not ‘counted’ under DHRA.Yellow Ribbon Reintegration Program (YRRP):During FY11, the Services conducted a total of 2,151 YRRP events across the country, providing vitalInformation and resources to 309,753 Service members, their families or designated representatives.More than 83% of survey respondents expressed high satisfaction with the events and 77% said theInformation presented increased their confidence to find and utilize vital resources.The Employment Initiative Program (EIP) launched Heroes to Hired (H2H.Jobs) to reduce unemploymentamong National Guard and Reserve Service members.ESGR KEY METRICS FOR FY11:Statements of Support= 45,140Employers influenced/briefed= 153,062Service members briefed= 473,891Patriot Awards= 16,560SECDEF Employer Support Freedom Award nominations= 4,049USERRA-Related Inquiries= 29,727USERRA Cases Assigned= 2,884USERRA Cases Resolved/Percentage Resolved= 2,302/79.8%Average # of Days to Mediate (resolve)= 8.77 Calendar DaysVolunteer Hours documented= 236,725FacebookVirtual Career FairsMedia PlanJob Fairs5
33 Simple is better!H2H.jobs is designed to be a useful, fast loading, results oriented web applicationOur mission is to connect RC Service members with career opportunities and jobs through engagement with employers
34 Key Data Points (Growth and Users) Average time on site ~ 9.36 minutesVisits to site ,749Job search results pages 3,715,317Total jobs posted millionFull Job Seeker accounts 58,000Employer accounts 8,000Total usage over 6,844,513 mins.
35 H2H Job Seeker Totals by Branch of Service as of 13 Jan 13
36 High Touch Network 56 Employment Transition Coordinators (ETCs) 4,900 ESGR Volunteers27 Yellow Ribbon Program Specialists40 USAR Field Support PersonnelOther support opportunities:NGB State support personnelFamily ProgramsACAPDOL - LVERs and DVOPsNon-profits
37 What are the benefits of H2H.jobs for employers? Search or Match CriteriaPromote Your CompanyUnlimited Free Job PostingsRecruiting made easyAutomatic NotificationsCertifications/CredentialsOFCCP CompliantTalent Platform System Integrative OptionalApplicant Tracking SystemCustomer Relations Management Tool
38 Why Hire a Person with Military Experience? Because they…. Are Proven LeadersMaintain ProfessionalismTake ResponsibilityUnderstand DiversityAre Physically Fit and Drug-FreeHave a “Can Do” AttitudeAre Calm Under PressureExude a First Class ImageAre On-Time, All the TimeHave a Global Perspective
40 Grade versus Rank Grade structure is common across all Services Junior Officer is an 0-1 to 0-3 and has between 1-9 years of experience at increasing levels of responsibility. Similar to a Department Head.Mid Grade Officer is an 0-4 to 0-5 has typically 9-21 years of experience, higher levels of leadership and education. Similar to Senior Manager or VP.Senior Officer is an 0-6 to 0-10 and has between years experience. Similar to a Senior VP, CEO.Rank equivalent to grades will differ for each ServiceCaptain in the Navy is an 0-6 with 20 +/- years of serviceCaptain in the Army is an 0-3 with 3-7 years of service
41 Understanding “Military Speak” Each service has a different name and acronym for their occupational code. Military Occupational Code (MOC) is a term understood by all service members.MOS (Army Enlisted, Marine Corps Officer and Enlisted)AOC (Army Officers)AFSC (Air Force Enlisted and Officers)NEC (Navy Enlisted)NOBC (Navy Officer)The civilian equivalent or translation of these codes can be confusing, BUT, there are tools out there to help.
42 Questions You May Want to Ask When are you available?Where is your geographical work location?Do you want to work within your military occupational position?Do you have any specialty skills?What is your clearance status?What is your rank/grade?
46 Enlisted PersonnelEnlisted – Enlisted personnel make up about 83% of the Armed Forces.Carry out the fundamental operations of the militaryHighly trained and training continues throughout their career.
47 Total enlisted personnel in each occupation group What they do…..Table 1. Active Duty Enlisted personnel by broad occupational group and branch of military, and Coast Guard, August 2011EnlistedArmyAir ForceCoast GuardMarine CorpsNavyTotal enlisted personnel in each occupation groupOccupational GroupAdministrative occupations6,66115,3022,27411,66919,58555,491Combat Specialty occupations129,68463961632,7067,854192,499Construction occupations20,4995,185—5,0675,20635,957Electronic and Electrical Equipment Repair occupations40,21431,0484,47514,09848,118137,953Engineering, Science, and Technical occupations45,68447,4361,28825,29740,436160,141Health Care occupations31,31715,93569324,06872,013Human Resource Development occupations18,97412,5328,4074,10844,021QuestionsSource: U.S. Department of Defense, Defense Manpower Data Center
48 Development occupations Machine Operator and Production occupations5,3986,2341,9462,5329,59925,709Media and Public Affairs occupations8,2096,8481222,3813,85421,414Protective Service occupations27,38034,7382,8379,53411,95986,448Support Service occupations13,1091,4831,2182,1198,03225,961Transportation and Material Handling occupations63,56631,27910,90023,15438,148167,047Vehicle and Machinery Mechanic occupations52,97442,0325,55418,58647,022166,168Non-occupation or unspecified coded personnel3,44113,1171,6631,92660620,753Total enlisted personnel for each military branch and Coast Guard467,110263,80833,586178,476268,5951,211,575
49 OfficersOfficers make up the remaining 17% and are leaders of the military, supervising and managing activities in every occupational specialty in the militaryRequires a 4 year college degree for entryAdvanced civilian education for promotionMilitary and civilian education continues throughout their career
50 Performance Based Referral Network Employment InfographicsEmployment Assistance WorkshopsRC Recruiters TrainingMilitary Talent Corporate WebinarsMilitary Talent CEO RetreatsNew Recruit Employment PresentationCurrent Member Employment CounselingMobile JobAppsJob StoresMobile Job StoresVirtual Job FairsJobs MarketData CenterPerformance Based Referral Network
52 Hero*Health*Hire Strategic Priorities for FY 2013 Issued to the H3 Advisory Board in Draft - January 18, 2013
53 Purpose of the 2013 Strategic Planning Process “To map out a course of action and follow it to an end requires some of the same courage that a soldier needs.” -Ralph Waldo EmersonPurpose of the 2013 Strategic Planning ProcessClearly, every organization needs to go through a methodical process of identifying and prioritizing the key activities vital for achieving desired success for the year. This year’s Hero Health Hire’s process of identifying Strategic Priorities, how success is to be measured, what resources will be needed and a practical timeline for accomplishing this work is well-underway.We have proceeded through acceptance of the following principles:Strategic planning gives H3 the desired overall direction.Strategic planning is to involve input and feedback from the organization as a whole.It shall involve a small yet crucial number of priorities that will yield the greatest impact to moving Hero Health Hire toward greater levels of effectiveness in achieving our mission.It shall include the ability to measure our success on various levels.
54 Summary of the 2013 Planning Process This process began with the initiation of the H3 Advisory Board at the leadership group’s first meeting in June, 2012, in Washington, D.C. where draft 2013 Strategic Initiatives were reviewed, discussed and modified.The Advisory Board insights, ideas and modifications were incorporated into a second-generation draft for distribution to the H3 Partners.This draft are now being distributed to all Hero Health Hire Partners to solicit individual input and feedback to be provided within a set time period.Publication of the Hero Health Hire 2013 Strategic Priorities would complete the process in January.“By failing to prepare, you are preparing to fail.” -Benjamin Franklin
55 Summary of Hero *Health * Hire Today and Review of Year 1
56 Hero *Health* Hire 42 Partners AGIS NetworkAHIMAAmeritoxApollo Health StreetAPS Healthcare Florida BlueBlue Cross Blue Shield of LouisianaBlue Cross Blue Shield of Rhode IslandBlue Shield of CaliforniaBon Secours Health SystemBobby Dodd InstituteBooz Allen HamiltonCareCore National Centene Corporation CIGNA Comprehensive Health Services (CHS)CRC Health GroupDefense Logistics Health (DLH)Express-ScriptsHMSHealth Care Cost RecoveryHealth Net Federal ServicesHorizon Blue Cross Blue ShieldHumanaIndependence Blue Cross (IBC)LogistiCareLoyola Recovery FoundationMagellan Health ServicesMeridian Health SystemPerformantPricewaterhouseCoopersQualcommRegence Blue Cross Blue ShieldResCareSRA InternationalSynerMedTriWest AllianceUniversal Health ServicesUnited Health CentersUPMCValueOptionsWellPoint
57 Total H3 Worksites now at 14,258 Hero*Health*Hire PARTNER WORKSITES BY STATEWA/379ID/314MT/25NH/21ME/12MN/40OR/128ND/7VT/149WI/491NY/152MI/543MA/65WY/22SD/15CA/973NV/48RI/7IA/316PA/1,043UT/57NE/402IL/182OH/253CT/43IN/664WV/272CO/51NJ/757VA/382MO/400DE/107KS/377KY/144MD/399AZ/417NC/633DC/22NM/18OK/389TN/266AR/29SC/514MS/73AL/188GA/648LA/136AK/49HI/75TX/933FL/597Map LegendPR/23Total H3 Worksites now at 14,258Covering all 50 states, the District of Columbia, Puerto Rico, and the US Virgin Islands1-20 H3 worksites41-65 H3 worksitesVI/821-40 H3 Worksites65+ H3 worksitesJanuary 14, 2013
58 Hero*Health*Hire Review of Year-One Accomplishments Hero *Health* Hire Partner Organization GrowthHave grown to 42 Partners as of December, 2012H3 Partner worksites span the United States with more than 14,000 worksites (we have worksites in every State in the Union, the District of Columbia and the U.S. Territories of Puerto Rico and the Virgin Islands)Conducted/Sponsored more than 25 educational programs, new Partner orientation webinars, Summit, etc.Attended / Spoke at more than 10 WW and Veteran Conferences/Job Fairs/WorkshopsOrganizational DevelopmentH3 Advisory Board was formed /held three quarterly meetings in 2012.H3 was separately incorporated in June, IRS application underway for 501c3 designation.The Advisory Board launched a funding campaign in October, 2012, to support H3’s operations.Hero Health Hire Website ImprovementsBroadened Channels to Wounded Warrior CandidatesGovernmental Leaders, Other Public and Stakeholder Awareness BuildingCommunication Vehicles Established / Expanded with H3 PartnersHero Health Hire Website ImprovementsIntroduced a new H3 Partner password-protected WW and Veteran candidate resume repository online and enhanced the WW Hiring Tool Kit of Best Practices, Calendar of Events, Candidate Routing to H3 Partner Online Career Sites, Government Programs and Funding Sources, notice of newly joining H3 Partners, video features of H3 and H3 Partner Veteran Hiring Events.Broadened Channels to Wounded Warrior CandidatesExecutive Director conducted numerous relationship development meetings with: each of the Military Branches’ Warrior Transition Commands and their WW Transition Units; VetSuccess, Dept. of Labor VETS, National Guard Bureau, ESGR, OPM, DAV, PVA, IAVA, US Chamber of Commerce, Red Cross, and others.Governmental Leaders, Other Public and Stakeholder Awareness BuildingMedia coverage achieved: USA Today, Military networks & magazines, much New H3 partner announcement coverage, etc. as well as speaking engagements, exhibits, workshops provided by H3 and H3 Partners at: NAVSEA’s Annual Wounded Warrior Employment Conference; the Annual US Army Wounded Warrior (AW2) Employment Conference;; Speech to the 76 Partner Companies of the 100,000 Jobs Mission (JP Morgan Chase). Chairman René Lerer, M.D. attended NGA, RGA, DGA and met with numerous Governors to gain commitments of support. Meetings with Congressmen, Senators and key governmental agencies were held by Michele Deverich to expand awareness of this important healthcare industry initiative.Communication Vehicles Established / Expanded with H3 PartnersNew Partner welcome binders/e-packets distributed to each H3 PartnerH3 New Partner orientation sessions via webinarEducational programming via webinar for H3 Partners (8+ per year)Monthly Hero Health Hire e-newsletter to H3 Partners and stakeholdersEstablishment of a password-protected area on the H3 Website to serve as a WW candidates’ /spouses’ resume repository for H3 Partner talent acquisition sources.Monthly notices about upcoming military or governmentally-sponsored Veteran/Wounded Warrior employment conferences, workshops & job fairsBi-annual H3 Partner surveys to target educational and resource needs from H3.Periodic compilation and distribution of hiring resource guides and WW / Veteran Hiring Advocate Directories by State.Introduced a quarterly WW / Veteran / WW Spouse employment tracking tool with CONFIDENTIAL quarterly reporting requirements.Preparing to introduce H3 Partner feedback collection and reporting – conduct bi-annual surveys to gain critical partner input – distribute summary of collective findings
59 Review of Year-One Challenges Effectively Linking with Govt. Agencies and the MilitaryBroadening Access to Wounded Warrior CandidatesGaining Assistance with Translating Military Backgrounds with Top H3 JobsGetting Word out to Veteran Employment Advocates across the USTracking of Hiring ResultsH3 Hiring Programs Being Developed/ Tracking Systems UpgradedSome Reticence to Share ResultsEngaging More Partners in WW Hiring EventsMore H3 Participation in Military-Sponsored WW Employment EventsCarrying the H3 Banner where H3 Partners Attend EventsSharing Candidates with other H3 Partners when Not Able to Hire ThemGaining More Public AwarenessMay Wish to Consider Assembly of H3 Task ForcesFundraising to Ensure an Independent Hero Health Hire
61 Overview of 2013 Strategic Imperatives Achieve Growth, Organizational Independence and Permanent LeadershipDeliver Optimal Functionality and Value to our Partners and StakeholdersDrive Strong Networking among H3 Partners, WWs and WW AdvocatesAlign with Strategic Partners who lend services, ideas, resources, support and practical reciprocity.Enhance, Measure and Report our Effectiveness in Fulfilling our Mission
62 GOAL: Achieve Growth and Organizational Independence Objectives:Expand the Number of New H3 PartnersBroaden the Industry Segment RepresentationGenerate the Needed Funding for Hero Health Hire to Operate Independently – We have Created an Annual Budget Needed to Support Activities and a Permanent Leadership Team but have Fallen Short of Raising the Funds.Establish a Permanent Leadership Team to Operate H3 into the future.Objectives:Expand the Number of New H3 Partners and Broaden the Industry Segment Representation:Challenge Each H3 Partner to Recruit at least 2 new Partners in 2013.Gain Greater Awareness within the Industry through Networking Opportunities, e.g. conference attendance, media outreach, etc. News Coverage, Achieve Growth and Organizational Independence.Employ Creative Use if Social Networking Channels to Further the Awareness of H3 among Talent Acquisition Leaders, Human Resources Executives in Health Care, Civilian-Employed Military Executives in Health Care Organizations.Ensure all Current H3 Partners Display their Support of H3 on their Corporate Websites.Generate the Needed Funding for Hero Health Hire to Operate IndependentlyAppoint H3 Officers to Help Drive more new Partner recruitment and FundraisingBroaden the H3 Partner Donations to Include Currently Non-Contributing PartnersConduct Selective Fundraising Activities from Outside Philanthropic OrganizationsAlign with select non-profit organizations who screen, train and place candidates for greater efficiencies and effectiveness for H3 Partners with some remuneration considered for each placement to go to H3.
63 GOAL: Deliver Optimal Functionality & Value to Our H3 Partners and Stakeholders Objectives:Strengthen the content & functionality of the H3 website to provide an enhanced resource for H3 Partners, WWs and Disabled Veteran Advocates.Deliver More Supportive Educational Programming and Leading Practice Tools.Forge a Cooperative Arrangement with Non-Profit Entities to help Screen, Recruit, and Train Veterans, Wounded Warriors and Veterans with Disabilities for Jobs with H3.Objectives:Strengthen the content & functionality of the H3 website to provide an enhanced resource for H3 Partners, WWs and Disabled Veteran Advocates by:Raising Partners’ awareness /usage of H3’s website candidate repository to access wounded warriors’ and spouses’ resumes, reporting of hires, etc.Enhancing the H3 website links connecting WW candidates and veteran employment advocates to H3 Partners’ online career sites by adding contact information on assigned Talent Acquisition staff at each H3 Partner organization.Establishing a resume posting area for WWs and spouses seeking employment.Deliver More Supportive Educational Programming and Leading Practice Tools:To further assist all H3 Partners become fully operational in Wounded Warrior hiring & retention by expanding the number of practices to include development of apprenticeships, on-the job training programs, cadre training approaches, etc.To expand leading practices that will inspire H3 Partners’ pursuit and usage of available government tax credits and training funding.To create the functionality through H3 arrangements or alignments to assist H3 Partners with screening and matching resumes to top 10 open positions.To publish an updated Hero *Health*Hire Resource Directory for H3 Partners containing information about military candidate job posting websites, local veteran employment advocate rosters, military installation contacts, etc.New Ideas and Topics for Future Educational Programming:Wounded Warrior Cadre Apprentice Hiring Program DevelopmentThe Experience and Challenges of Transitioning Service WomenHow to Avail of the New Tax Credits and Other Funding Sources – H3 Company (ies’) Experiences / Other Speakers:The Returning Heroes Tax CreditShort-term Unemployed FundingLong-term Unemployed FundingThe Wounded Warrior Tax CreditThe Existing Work Opportunity Tax CreditNew Credit of 40% of first $24,000 of wages (up to $9,600) for hiring Veterans with Service-Connected Disabilities who have been Unemployed for >6 monthsThe Tragedy of Veteran / WW Suicide Rates – Can We Help?
64 GOAL: Drive Strong Networking Among H3 Partners Candidates and Employment Advocates Objectives:Begin New Regional and Local Networking Events among H3 Partners, Veteran/Wounded Warrior Employment Candidate Sources and other Non-Profit 501c3s that will help us train and place wounded warriors and veterans with disabilities into our organizations.These activities involving New Regional and Local Networking Events among H3 Partners, Veteran/Wounded Warrior Employment Candidate Sources and other Non-Profit 501c3s that will help us train and place wounded warriors and veterans with disabilities into our organizations will begin in February 2013.Begin New Regional and Local Networking Events among H3 Partners, Veteran/Wounded Warrior Employment Candidate Sources and other Non-Profit 501c3s that will help us train and place wounded warriors and veterans with disabilities into our organizations.The purposes of these events are:To encourage closer collaboration among H3 Partners at a local level who operate worksites on common ground to work together in our pursuit of hiring and retaining wounded warriors and veterans.To introduce at a local level, H3 Partners to Veteran and Wounded Warrior Employment Advocates at a local level such as DVOPS, LVERs, Transition Assistance Advisors, VR&E Employment Counselors, representatives from the ESGR, Wounded Warrior Project.To introduce at a local level, other organizations like Bobby Dodd Institute aligned with H3 that will assist in providing screening, training (to fill our most common entry level jobs), place and do their best to ensure wounded warriors who are placed as a result, stay in the job and thrive.These activities involving New Regional and Local Networking Events among H3 Partners, Veteran/Wounded Warrior Employment Candidate Sources and other Non-Profit 501c3s that will help us train and place wounded warriors and veterans with disabilities into our organizations will begin in February 2013.How we will proceed with these arrangements is as follows:Selection of the targeted areas of the country where we will first introduce these sessions will be done through analysis of a variety of factors, e.g. degree of veteran and WW population density/presence of key military installations; number of H3 worksites located there and related number of job openings routinely present.We will either hold these network meetings in person, where we can as we ask H3 Partners to share in sponsoring such events or via webinar or video conference when necessary.We are planning for at least 10 of these events to occur in various strategic locations around the country generally on a monthly basis for the remainder of 2013.
65 GOAL: Align with Strategic Partners to Foster Additional Sharing and Access Resources Objectives:Align with Strategic Partners who lend services, ideas, resources, support and practical reciprocity.Establish alliances and partnerships that can assist us in furthering the awareness of H3 to key stakeholder communities in an effort to provide:Additional financial or programmatic support and resources;Improved assess to best practice hiring and retention tools and methods;Broader access to veteran, wounded warrior and spouse employment candidates;To provide assistance with screening, preparing / training and placing wounded warriors and disabled veterans for entry into our H3 open positions to reduce the strain on H3 Partners’ needs to provide extensive training and to affect the resulting greater levels of candidate retention.Examples may include such organizations as: WalMart, 100,000 Jobs Mission, Joining Forces, Ability One; Wounded Warrior Project; US Chamber of Commerce, Center for New American Security, Network of Champions, Business & Professional Women’s Association – Transitioning Service Women’s Mentoring Program, and others.
66 GOAL: Enhance, Measure and Report Effectiveness in Fulfilling the H3 Mission Formalize and Implement Measurements to Establish the Level of Success H3 has Achieved in 2013 include:Growth of Number of New H3 Partners brought on.Expansion of the Segments of the Health Care Industry Represented in H3.New Leading Practices Developed, Shared and Implemented.Degree of H3 Participation in H3 Functions and other Hiring Events for Wounded Warriors.Improved Tracking and Reporting of Wounded Warriors, Veterans with Disabilities, WW Spouses and Veterans by H3 Partners to Enable Some Hiring Result Reporting.Initiation of a Mechanism in H3 Partner Companies for Tracking Retention Rates of these Hires.The mechanisms for measuring these results will include a combination of individual routine reporting, via H3-sponsored, periodic surveying of H3 Partners, Tracking reports on hires and retention results, etc.“If you don’t know where you are going, you may not get there.” - Yogi Berra
67 Thank You for Your Support and Contributions to the Process and to Hero *Health* Hire