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Hero Health*Hire Talent Acquisition Leader Webinar Featuring: The Employer Support for the Guard & Reserve’s Hero2Hired (H2H) The Wounded Warrior Project’s.

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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, 2013 1:30 pm – 3:00 pm EDT

2  Introductions and Opening Remarks  Featured Speaker – Ferdinand Alsina of the Wounded Warrior Project’s Warriors to Work (W2W) Manager  Featured 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 Priorities  Final Closing Announcements  Adjournment Hero Health Hire Talent Acquisition Leaders’ Webinar Agenda Wednesday, January 23, 2013 1:30 pm – 3:00 pm EDT

3 The Wounded Warrior Project’s Program Warriors to Work (W2W) Presented by Mr. Ferdinand Alsina, Warriors to Work Manager, Eastern Region (W2W)

4 Wounded Warrior Project ®

5 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. WOUNDED WARRIOR PROJECT ®


7 COMFORT STARTS HERE  Transition Care Packs (TCPs) are provided to warriors immediately after being injured on the battlefield  Once they make it stateside to a military trauma center, they receive a WWP backpack  Family members receive a Family Support Tote  Each is filled with clothing, toiletries, playing cards, and other essential care and comfort items WWP PACKS

8 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. WWP ALUMNI

9 A PARTNER IN THE PROCESS  Helps warriors transition to life after injury  Provides detail on government benefits, Wounded Warrior Project programs, and community resources BENEFITS SERVICES

10 REACHING OUT TO WARRIORS OVERSEAS  International program improves hospital staff morale  Provides Wounded Warriors with comfort items before they transfer back to the US INTERNATIONAL SUPPORT

11 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 WWP RESOURCE CENTER


13 TREATING THE INVISIBLE WOUNDS OF WAR  Eases readjustment for returning warriors through mental health resources and access to care, while addressing interpersonal relationship issues  1 in 5 warriors returning from Afghanistan and 1 in 3 returning from Iraq suffer from post-traumatic stress disorder (PSTD) and depression COMBAT STRESS RECOVERY PROGRAM

14 USING NATURE AND RECREATION TO HEAL THE SPIRIT  An outdoor, rehabilitative retreat  Helps warriors overcome combat stress through shared experiences with peers and connecting with nature PROJECT ODYSSEY™

15 ONLINE SUPPORT FOR COMBAT STRESS An anonymous website with resources and self-help strategies for warriors battling the invisible wounds of war RESTOREWARRIORS.ORG

16 THE REALITY AFTER THE REUNION  Gives family members an opportunity to get some much-needed rest and rejuvenation  Held at numerous locations around the country  Offers opportunities to build new friendships that continue long after the retreat FAMILY SUPPORT RETREATS

17 HELPING 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 PEER SUPPORT


19 OPTIMIZING WARRIORS’ PHYSICAL RECOVERY Provides recreation and sports programs, nutrition and physical health strategies to help Wounded Warriors adjust to life after injury PHYSICAL HEALTH & WELLNESS

20 IT’S A RIDE, NOT A RACE  An adaptive cycling event that allows warriors to ride alongside fellow injured service members  Helps warriors reclaim their confidence and strength in a supportive environment SOLDIER RIDE ®


22 ACADEMIC 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 CAMPUS SERVICES

23 PREPARING YOU FOR THE FUTURE  The first education center in the nation designed specifically for Wounded Warriors  A one-year program based in Jacksonville, Florida and San Antonio, Texas  TRACK is divided into academic and vocational phases TRACK™

24 HELPING YOU SUCCEED  A program that helps warriors explore the information-technology (IT) field as a career choice  Learn valuable career skills with real- world applications  Opportunity to earn industry certifications such as the CompTia A+, Network +, and the Security + certifications TRANSITION TRAINING ACADEMY™

25 TRANSITIONING TO THE WORKFORCE AFTER INJURY  Assists warriors with the transition back into the civilian workforce  Provides career counseling services and job placement assistance  Services are open to family members and caregivers WARRIORS TO WORK™

26 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 POLICY AND GOVERNMENT AFFAIRS

27 Find WWP online at:      For more information on WWP programs and services visit: WOUNDED WARRIOR PROJECT ®

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

29 Employment Initiative Program Hero2Hired 29

30 Background The Assistant Secretary of Defense (Reserve Affairs) and the Reserve Component Chiefs are responsible for the readiness of their units and service members – Civilian employment is critical to Guard and Reserve Service members – Civilian employment is linked to well-being – The high unemployment rate within the Guard and Reserve is a Readiness issue 30

31 31 A SOLUTION: Hero2Hired (H2H) is a top-tier career readiness program powered by an enhanced website and mobile application. 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… What is H2H?

32 EIP H2H Program Components Kiosks Mobile App Job Fairs Web Site Mobile Job Store FacebookVirtual Career FairsMedia Plan

33 33 Simple is better ! is designed to be a useful, fast loading, results oriented web application Our mission is to connect RC Service members with career opportunities and jobs through engagement with employers

34 Average time on site ~ 9.36 minutes Visits to site 710,749 Job search results pages 3,715,317 Total jobs posted 3.6 million Full Job Seeker accounts58,000 Employer accounts 8,000 Total usage over 6,844,513 mins. Key Data Points (Growth and Users)

35 H2H Job Seeker Totals by Branch of Service as of 13 Jan 13

36 High Touch Network 36 56 Employment Transition Coordinators (ETCs) 4,900 ESGR Volunteers 27 Yellow Ribbon Program Specialists 40 USAR Field Support Personnel Other support opportunities: – NGB State support personnel – Family Programs – ACAP – DOL - LVERs and DVOPs – Non-profits

37 What are the benefits of for employers? Search or Match Criteria Promote Your Company Unlimited Free Job Postings Recruiting made easy Automatic Notifications Certifications/Credentials OFCCP Compliant Talent Platform System Integrative Optional Applicant Tracking System Customer Relations Management Tool 37

38 Why Hire a Person with Military Experience? Because they…. Are Proven Leaders Maintain Professionalism Take Responsibility Understand Diversity Are Physically Fit and Drug-Free Have a “Can Do” Attitude Are Calm Under Pressure Exude a First Class Image Are On-Time, All the Time Have a Global Perspective 38

39 They have what you are looking for… The Military has over 7,000 job positions across more than 100+ functional areas and 81% of these jobs have a direct civilian equivalent. 39 Construction Contracting / Purchasing Food Service Welders HVAC Pilots Air Traffic Controllers Satellite Lawyers Nurses IT / Computer Doctors Telecommunications Finance / Accounting Material Handling Police / Security Mechanics Machinists Medical Specialties Human Resources / Training / Recruiting Transportation Intelligence Media / Graphic Arts Postal Operations Marine Specialties Engineers Supply Chain / Logistics ©2011 The Value of a Veteran (all rights reserved)

40 Grade versus Rank 40 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 21-30 years experience. Similar to a Senior VP, CEO. Rank equivalent to grades will differ for each Service Captain in the Navy is an 0-6 with 20 +/- years of service Captain in the Army is an 0-3 with 3-7 years of service

41 Understanding “Military Speak” 41 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? 42


44 POC Department of Defense Mr. Dan Allen Director Employment Initiative Program 44

45 Back Up Slides 45

46 Enlisted Personnel Enlisted – Enlisted personnel make up about 83% of the Armed Forces. Carry out the fundamental operations of the military Highly trained and training continues throughout their career. 46

47 Questions 47 Table 1. Active Duty Enlisted personnel by broad occupational group and branch of military, and Coast Guard, August 2011 EnlistedArmyAir ForceCoast GuardMarine CorpsNavy Total enlisted personnel in each occupation group Occupational Group Administrative occupations 6,66115,3022,27411,66919,58555,491 Combat Specialty occupations 129,68463961632,7067,854192,499 Construction occupations 20,4995,185—5,0675,20635,957 Electronic and Electrical Equipment Repair occupations 40,21431,0484,47514,09848,118137,953 Engineering, Science, and Technical occupations 45,68447,4361,28825,29740,436160,141 Health Care occupations 31,31715,935693—24,06872,013 Human Resource Development occupations 18,97412,532—8,4074,10844,021 What they do….. Source: U.S. Department of Defense, Defense Manpower Data Center

48 Development occupations Machine Operator and Production occupations 5,3986,2341,9462,5329,59925,709 Media and Public Affairs occupations 8,2096,8481222,3813,85421,414 Protective Service occupations 27,38034,7382,8379,53411,95986,448 Support Service occupations 13,1091,4831,2182,1198,03225,961 Transportation and Material Handling occupations 63,56631,27910,90023,15438,148167,047 Vehicle and Machinery Mechanic occupations 52,97442,0325,55418,58647,022166,168 Non-occupation or unspecified coded personnel 3,44113,1171,6631,92660620,753 Total enlisted personnel for each military branch and Coast Guard 467,110263,80833,586178,476268,5951,211,575 48

49 Officers Officers make up the remaining 17% and are leaders of the military, supervising and managing activities in every occupational specialty in the military Requires a 4 year college degree for entry Advanced civilian education for promotion Military and civilian education continues throughout their career 49

50 Job Stores Mobile Job Apps Mobile Job Stores Virtual Job Fairs Employment Assistance Workshops RC Recruiters Training Military Talent Corporate Webinars Military Talent CEO Retreats New Recruit Employment Presentation Current Member Employment Counseling Performance Based Referral Network Jobs Market Data Center Employment Infographics 50

51 H2H Awareness Campaign 51 Marketing Kits Print Ads Social Media: - Twitter, Facebook, Linked-In, Blogs Brand Management

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 Clearly, 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. “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 Emerson

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 Network AHIMA Ameritox Apollo Health Street APS Healthcare Florida Blue Blue Cross Blue Shield of Louisiana Blue Cross Blue Shield of Rhode Island Blue Shield of California Bon Secours Health System Bobby Dodd Institute Booz Allen Hamilton CareCore National Centene Corporation CIGNA Comprehensive Health Services (CHS) CRC Health Group Defense Logistics Health (DLH) Express-Scripts HMS Health Care Cost Recovery Health Net Federal Services Horizon Blue Cross Blue Shield Humana Independence Blue Cross (IBC) LogistiCare Loyola Recovery Foundation Magellan Health Services Meridian Health System Performant PricewaterhouseCoopers Qualcomm Regence Blue Cross Blue Shield ResCare SRA International SynerMed TriWest Alliance Universal Health Services United Health Centers UPMC ValueOptions WellPoint

57 WV/ 272 TN/266 ME/ 12 UT/57 NY/152 NC/633 SC/514 AL/18 8 MS/73 LA/136 AR/29 OK/389 KS/377 NM/18 NE/402 IA/316 SD/15 ND/7 WY/22 CO/51 MO/400 MN/40 WI/491 MI/543 IN/ 664 OH/253 MT/25 AZ/417 CA/973 NV/48 ID/314 OR/128 WA/379 KY/144 IL/182 VA/382 PA/1,043 NH/21 VT/149 MA/65 RI/7 CT/43 DC/22 HI/7 5 AK/49 PR/23 VI/8 Hero*Health*Hire PARTNER WORKSITES BY STATE 1-20 H3 worksites 21-40 H3 Worksites 41-65 H3 worksites 65+ H3 worksites NJ/757 DE/107 MD/399 Map Legend Total H3 Worksites now at 14,258 Covering all 50 states, the District of Columbia, Puerto Rico, and the US Virgin Islands TX/933 FL/ 597 GA/648 January 14, 2013

58 Hero*Health*Hire Review of Year-One Accomplishments Hero *Health* Hire Partner Organization Growth Have grown to 42 Partners as of December, 2012  H3 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/Workshops Organizational Development  H3 Advisory Board was formed /held three quarterly meetings in 2012.  H3 was separately incorporated in June, 2012 -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 Improvements Broadened Channels to Wounded Warrior Candidates Governmental Leaders, Other Public and Stakeholder Awareness Building Communication Vehicles Established / Expanded with H3 Partners

59 Review of Year-One Challenges  Effectively Linking with Govt. Agencies and the Military  Broadening Access to Wounded Warrior Candidates  Gaining Assistance with Translating Military Backgrounds with Top H3 Jobs  Getting Word out to Veteran Employment Advocates across the US  Tracking of Hiring Results  H3 Hiring Programs Being Developed/ Tracking Systems Upgraded  Some Reticence to Share Results  Engaging More Partners in WW Hiring Events  More H3 Participation in Military-Sponsored WW Employment Events  Carrying the H3 Banner where H3 Partners Attend Events  Sharing Candidates with other H3 Partners when Not Able to Hire Them  Gaining More Public Awareness  May Wish to Consider Assembly of H3 Task Forces  Fundraising to Ensure an Independent Hero Health Hire

60 Looking to the Future

61 Overview of 2013 Strategic Imperatives  Achieve Growth, Organizational Independence and Permanent Leadership  Deliver Optimal Functionality and Value to our Partners and Stakeholders  Drive Strong Networking among H3 Partners, WWs and WW Advocates  Align 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 Partners Broaden the Industry Segment Representation Generate 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.

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.

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.

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.

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

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