U.S. Department of LaborEmployment Workshop

Transition from Military to Civilian Workplace

Welcome

• Icebreaker• Logistics• Prerequisites– Preseparation Counseling– MOC Crosswalk– Personal Finance

• Required items– VMET, Career Interest Inventory Results, 12-month

budget

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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.

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Course Overview

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Section 1Transition planning

• Complete Individual Transition Plan• Manage Change• Develop Job Search Plan: Personal Assets• Create a Career Catalog• Complete Master Application• Complete Transferable Skills Inventory• Identify Personal Factors for Job Search Plan

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Identify Stressors

Cognitive Symptoms:• Memory problems• Inability to

concentrate• Poor judgment• Pessimistic approach

or thoughts• Anxious or racing

thoughts• Constant worrying

Physical Symptoms:• Aches and pains• Diarrhea or

constipation• Nausea, dizziness• Chest pain, rapid

heartbeat• Loss of sex drive• Frequent colds

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Identify StressorsEmotional Symptoms:

• Moodiness

• Irritability or short temper

• Agitation, inability to relax

• Feeling overwhelmed

• Sense of loneliness and isolation

• Depression or general unhappiness

Behavioral Symptoms:

• Eating more or less

• Sleeping too much or too little

• Isolating oneself from others

• Procrastinating or neglecting responsibilities

• Using alcohol, cigarettes, or drugs to relax

• Nervous habits (e.g. nail biting, pacing)

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Manage Stress

What are some positive ways to manage stress?

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Homeless Veterans

2011 Statistics•Annual veterans’ unemployment rate in 2011 was 8.3%.– Young male veterans (those ages 18 to 24) who

served during Gulf War Era II had an unemployment rate of 29.1 percent, higher than that of young male nonveterans (17.6 percent).

– Female veterans who served during Gulf War Era II had an unemployment rate of 12.4.

Source: BLS 2011 Employment Situation of Veterans; www.VA.gov 9

Homeless Veterans

2011 Statistics•On a single night in January 2011, 67,495 homeless veterans spent the night on the streets of America.

•An estimated 144,842 veterans spent at least one night in an emergency shelter or transitional housing program in one recent year.

Source: BLS 2011 Employment Situation of Veterans; www.VA.gov 10

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.

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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)

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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.13

Decision Making

5-Step Decision Making Process

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Identify Support System

List people who:•You know and trust•Can help you to connect with others•Are accessible to you on an ongoing basis•Have varied talents and abilities who can provide assistance to you across a varied spectrum of needs

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Identify Support System

Support SystemSupport System

Family

Friends

Softball Team

Church

Neighbors

High SchoolHigh

School

MilitaryMilitary

JonesJones HudsacksHudsacks

NordquistsNordquists

Houghs

Nguyens

Garcias

Mr. White

Pastor Roberts

HS Employer

HS Employer

Deena

Rocco

Sgt. Li

BuckoZane

Josh Jeremy

Oginga

Mrs. Miller

Mr. Luigi

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Manage Change

Or change will manage you.

Develop your own customized change management plan.

Use your best resources and knowledge.

Pages 4-13

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Change Management Plan

Support System

Life Goals

BudgetSkills

Structures

Stressors

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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 14-15 19

Understand Your Skills

• Build a master skills inventory • 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.

Pages 23-3220

Personal Assets

Assess and Evaluate:–Skills–CLAMS–Values–PreferencesPages 33-42

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Motivators

• CHALLENGE• LOCATION• ADVANCEMENT• MONEY• SECURITYPage 33-36

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Section 2Career Validation & Exploration

• Research Industries, Occupations, Trends• Identify Job Search Assistance Resources• Develop Job Search Plan: Essential Tools• Develop Job Search Plan: Target Employers

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Job Search Assistance• State Workforce Agency (SWA) or One Stop Career Center• 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 46-49 24

Essential Job Search Tools

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Target Employers

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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.

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Business Concepts

Develop Understanding of Business Concepts

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Professional Introduction

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Section 3Job Search Plan

• Set Goals• Schedule• Network• Utilize Job Search Method• Analyze Job Postings• Complete Application Forms

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Short-range, Medium-range and Long-range Goals

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Setting Goals

RealisticTrackable

SMARTSMART GOAL

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Monday Tuesday Wednesday Thursday Friday8-10 8-10 8-10 8-10 8-10

Review Job Postings

Research Companies

Review Job Postings

Interview Review past week

10-12 10-12 10-12 10-12 10-12

Target Resumes Practice Answering Questions

Play Golf (network)

Send Thank you, Analysis

Review Skills, add more

12-1 12-1 12-1 12-1 12-1

Lunch Lunch Lunch Lunch Lunch

1-4 1-4 1-4 1-4 1-4

Complete online application,Calls

Interview,Network event

Send Thank you, Analyze Interview

Twitter, LinkedIn, Facebook

Target Resumes

4-5 4-5 4-5 4-5 4-5

Plan for tomorrow

Plan for the week

Cook Dinner with Friends

Walk Clean Office

Create a Schedule

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How Job SeekersLook for Jobs

Source: Bureau of Labor StatisticsAverage number of methods used: 2.03

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How Employers Look for Employees

Source: Bureau Labor Statistics 35

Job Search Plan

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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 9337

Application Forms

• Read the directions• Fill out application forms completely• Utilize your master application• Safeguard your right to privacy

Pages 94-96

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Section 4Effective 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 39

Section 4Effective Resume

Resume Screening Process

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Section 4Effective Resume

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Sections of a Resume

1. Contact Information2. Career/Job Objective Statement3. Summary4. Areas of Expertise5. Experience6. Employment History7. Education/Training

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Contact Information

Make sure your information is current and accurate:

Lynn Gweeney234 Brook Avenue, Englewood, Colorado 12345

(123) 456-7890Lynn.Gweeney@email.com

Page 11743

Career/JobObjective 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 118-11944

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 120-121 45

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 121-123

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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 statementsPages 125-134

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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 13648

Section 4Resume Lab

Choose:– Style– Formatting

Draft:– Sections– Content in sections– Focus on STAR accomplishment statements

Save Master Resume File:If using computer lab, email file to yourself

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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. Introduction2. Relevant Reason for Cover Letter3. Request for Action4. Respectful Sign OffPages 151-153

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Section 5Federal Resume

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Federal Jobs

• Classifications• Veterans’ Preference• Selection Processes• Find jobs• Apply for jobs

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Federal Jobs

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Section 6Skilled Interview

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Skilled Interview

Hiring Process

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Types of Interviews

• Face-to-Face• Panel or Committee• Meal Interview• Group• Stress• PhonePage 187-189

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Interview Stages

Skilled Interview

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Mock Interview

• Practice makes permanent• Practice to make it skilled• Take notes

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Prepare for Interview

• Research• Checklists• Questions• References

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Dress for Interview

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Follow-up

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The art of thank you!

Section 7Interview Post Analysis

• Evaluate the Interview—Continuous Improvement• Evaluate Job Offers• Negotiate Job Offers• Communicate a Decision to an Employer

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Update ITP

• Next steps• SMART Goals• Schedule• Additional education, certification,

skills

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Course Summary

• Manage Change• Personal Assets• Career Validation• Resume• Federal Job Search• Skilled Interview • Interview Post-analysis

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Wrap-up

• Expectations Met• Evaluations• Comments• What questions do you have?

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Transition Assessment

• Please go to: http://dodassessment.nlc.ucdenver.edu– Make up your own password– Complete Post TAP Assessment • AD member & spouse

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