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Welcome to Colorado ESGR. Our purpose is to have an informative newsletter that will educate, inform, Welcome to Colorado ESGR. Our purpose is to have an informative newsletter that will educate, inform, Welcome to Colorado ESGR. Our purpose is to have an informative newsletter that will educate, inform,

and promote service by and to ESGR while fulfilling our mission of supporting Employers, Guard/Reserve and promote service by and to ESGR while fulfilling our mission of supporting Employers, Guard/Reserve and promote service by and to ESGR while fulfilling our mission of supporting Employers, Guard/Reserve

members, Military and Veteran Employment Initiatives and our COESGR Volunteers.members, Military and Veteran Employment Initiatives and our COESGR Volunteers.members, Military and Veteran Employment Initiatives and our COESGR Volunteers.

July 2014

FINDING EMPLOYMENT GOOD NEWS

FOR RETURNING VETS/ GUARD AND RESERVE

Thanks to many of our companies here in Colorado that ESGR is working with, the hiring picture for our returning veterans, our Guard and Reserve, is looking brighter. From the statements of such corporate leaders as Ben Fowke, CEO of XCEL Energy, to the positive steps that DaVita, Ball Aerospace and Technologies, and a host of other leading Colorado employers are taking, the unemployment rate for veterans in Colorado is now down to 5.4%, as opposed to the unemployment rate for nonveterans, which is at 6%. These are the most recent statistics reported by the U.S. Department of Labor (Veterans’ Employment & Training Services.)

While encouraged by these statistics, Retired Rear Admiral Dick Young, State Chairman of the Colorado Employer Support of the Guard and Reserve (ESGR), still thinks we have a way to go in Colorado.

“While these statistics are certainly heading us in the right direction, we need to get more corporate leadership pushing from the top down through their H.R. people to realize the many advantages of having in their work force soldiers, sailors, airmen and marines who bring their many skills and experience to their civilian job. We still see not enough improvement among the 18-24 year old soldiers, and among women service members being returned to civilian life. And the really bothersome aspect, he continued, is that a Guard or Reserve member who is unemployed or seriously underemployed often then has difficulties with his Guard and Reserve duties.”

Excel Energy Ball Aerospace & Technologies

DaVita, Inc.

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The employment efforts that ESGR is coordinating or supporting, now much better refined and effective, have grown out of a Memorandum of Understanding that the Commanding General of the Colorado National Guard, the Executive Director of the Colorado Department of Labor and Employment, the Colorado Director of the U.S. Department of Labor (VETS), the Director of the Regional Office of the U.S,. Department of Veterans Affairs, and the State Chairman of ESGR entered into back in 2011. These coordinated efforts have been joined into by many local chambers of commerce, Society for Human Resource Management (SHRM), and veteran related organizations.

Within ESGR, a group of dedicated ESGR Volunteers are spreading out and urging other companies to take the steps that Kaiser Permanente, Lockheed Martin, WJ Bradley, AIMCO, Level 2, and Frontier are taking, not just because it’s the patriotic thing to do, but because it makes good business sense. As several company executives have realized, they can significantly reduce their hiring costs through reducing their advertising expenses by utilizing the free tools that are available to them, such as the H2H Department of Defense computer system, by having preliminary screening done for them by governmental agencies that are equipped to professionally do this, and by lowering their training costs as the turnover rate is lower with military service members.

Leading the way in this effort is corporate executive Bill Lindsay, former head of the Denver

Chamber of Commerce and a senior key executive with Lockton Companies. Also helping are leaders like former Governor of Colorado, Bill Ritter, retired Judge Ron Crowder, Sandra Shreve, Chair of the Denver Foundation Board of Directors, well connected Jan Rutherford, Glenn Jones of cable television fame, well known radio station manager and a great supporter of veterans, Rick Crandall, Don Mares, former Executive Director of the Colorado Department of Labor and Employment, John Ikard, President of First Bank Holding Company, Dick Deane, retired former owner of Deane Buick, and Pete Coors. All are on our ESGR’s Senior Advisory Council.

This effort, under the leadership of ESGR Volunteer Directors David Pruett and Bev Skinner, is headed up in Denver by Jim Jensen, a recently retired corporate executive and Marine Corps veteran Paul Dunbar in Colorado Springs.

This effort is also aimed at the hundreds of small businesses in the state as well. The perfect example of our efforts is JGMS, a small minority owned business in Grand Junction. That company is in the finals to be selected as the Freedom Award winner this year, the highest award the Secretary of Defense can bestow on a company which has Guard and Reserve personnel as employees.

You will be hearing much more of this effort, so

stay tuned. And if you want to directly become

involved in this effort, please contact our State

Chair at dickyoung123@gmail.com.

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Serving Those Who Serve Us At DaVita’s Nationwide Manager Meeting, they have a tradition to

honor members of the armed forces with a special ceremony that

includes musical tribute, color guard and words of gratitude.

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WHY VETERAN’S MAKE THE BEST EMPLOYEES* An interview with Mr. Bill Lindsey

President of the Benefit Group at Lockton Companies

By: Logan Taulbee; ESGR- Denver

We at ESGR believe that National Guard, military service members and veterans make the very best employees. We also believe that it is our duty as an organization to encourage the hiring of Guard/Reserve members and veterans who have served our country. Promoting the support of hiring these veterans is the least we can do to thank those who have given up so much to protect our way of life and freedom as a nation. We work to ensure that our military service members have a high quality of life after their time in service by working diligently to promote veteran hiring within our communities.

What does a veteran bring to the table as an employee you might ask? A veteran hire will bring a true sense of urgency, a deep respect for policy and procedure as well as a sense of leadership that is rivaled by no-one else in the market today. Supporting the hiring of Guard and Reserve members as well as veterans, is one of ESGR’s core missions and we develop it further by partnering with like-minded decision makers in today’s leading corporations. Through building relationships with compatible establishments, we seek to understand internal hiring processes so that we can support veteran hire and employment on a fundamental level.

Bill Lindsay, the President of the Benefit Group at Lockton Companies, is a perfect

example of a decision maker within a successful organization that has made a

difference in the support of veteran employment. Bill himself comes with a military

background and can therefore speak directly to the impact his time in the U.S.

Marine Corps made in his ability to lead a company. We sought out a conversation

with Mr. Lindsey to better understand the value of a successful hire so that we can

provide our military service members with the tools of success needed to secure a

long-term, fulfilling employment.

Bill’s background is nothing short of impressive. He has held various leadership positions throughout his career and continues to be a pioneer within his industry. Bill has built a reputation of innovative problem–solving by being bold in his actions. Because he has never been one to turn down a challenge, he has built an irrefutable track record of success within his organization and industry. Bill Lindsey is a true leader through and through. He has become the epitome of a veteran-hire success story and we are thrilled to share it with our community.

Bill Lindsay began his career when he enlisted in the Marines in 1968. During his time in the Marine Corps,

he was a rifle commander in Vietnam and later served at the infantry training school in California. After his

successful career in the military, he went directly to work for a company called Aetna where he would

remain for the next 14 years. During his time at Aetna, Bill worked his way up through the ranks and

eventually became a regional manager for a 7-state region. He credits his success at Aetna and the

endeavors that followed, to his time in the military. Mr. Lindsey truly came to understand the concept of

leadership and what it takes to lead a team to success during his time in the Marines. Bill was eventually

relocated to Colorado and fell in love with his new home. When he was set to transfer out of state, he

opted out of the move and began his own company in 1984. Mr. Lindsey eventually sold his company

which is now known as Lockton Companies and currently serves as President of Lockton Companies’

Benefit Group in Denver where he actively supports the hiring of veterans within his organization.

I had the opportunity to sit down with Bill to discuss his time in service and his thoughts on how

we can further encourage the hiring of military service members and veterans. His input was truly

invaluable.

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*Note: Throughout this article we have used the terms, military service members, and Guard and Reserve which are totally inclusive with the term veteran as spoken about in the title and Bill Lindsey’s interview.

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ESGR: How have you supported the hiring of veterans within your organization?

Bill Lindsay: I have gone out of my way to support the hiring of veterans within Lockton Companies by

ensuring we have veteran candidates to interview for the open positions.

ESGR: Can you please provide an example of a recent position in which you entertained and

interviewed a military service member for an internal opportunity?

Bill Lindsay: I was hiring for a very high level operations manager and had a choice between a

candidate with a CPA and MBA background and a former naval officer. Though the candidate with his

MBA was more qualified, I felt that he did not have the same kind of leadership potential as the former

Naval Officer. I hired the former naval officer because you can train up on many different levels of a role,

but you cannot teach someone how to be a natural leader.

ESGR: Do you have any additional examples of veteran hires you can provide?

Lindsay: In the Boots to Suits program I supported veteran hires in a number of different cases. In one

case I not only hired the veteran on a long-term contract but also found a position for his spouse.

ESGR: In your opinion, why do Guard and Reserve and veterans make good employees?

Lindsay: Veterans make quality employees because of their training and discipline. Veterans are used

to working in teams and are naturally self-sacrificing. Veterans are teachable and always thirsty to learn

more. They truly represent the classic idea of a perfect employee. As an employer, somebody who has

had a successful military experience embodies a great new hire.

ESGR: Why is it important that the key leaders of our corporations take the lead in helping military

service members get hired?

Lindsay: In HR they are seeking to match job characteristics to experiences. CEO’s understand the

importance of technically qualified candidates. However, we tend to look more at the individual’s

character and overall growth potential instead of just their hard qualifications. Based on my experience,

CEO’s tend to be more willing to overlook technical shortfalls in exchange for a natural leader with

outstanding growth potential. I think the key is neutralizing this difference nationwide; to bridge the gap

between technical qualifications and leadership capabilities and getting HR departments on the same

page as the decision makers within the company. I think CEOs need to take action by leading HR to

understand the value in veteran hires. Technical skills can be learned. Being a leader cannot.

ESGR: How do you think your time in the service contributed to you becoming such a valuable leader?

Lindsay: My time in the Marines taught me the principles of servant leadership and about the many

requirements it takes to be an effective leader. I also benefited greatly from the different leaders and

role-models I reported to. Training under such powerful leaders taught me to emulate what they did and

how they did it. It was the best and most valuable experience of my life. To train under such excellent

leadership was rewarding and fulfilling in such a positive way. I learned through experience that there is

a significant difference between leadership and management. These two words are used

interchangeably but they are dramatically different.

ESGR: What is the difference between a manager and a leader?

Lindsay: A manager manages things; such as debt lines, projects and budgets. A leader motivates,

builds and mentors people.

ESGR: What do you think we could do to improve the percentage of new veteran hires?

Lindsay: Most of the CEO’s I know would jump at the opportunity to support veteran employment.

Where I see improvement is through the systemizing of this fundamental idea. There will be a significant

number of military professionals looking for work. There needs to be a system of registry, a database

for CEO’s to attach to and a pipeline that is accessible. I cannot envision a CEO saying no to an

opportunity to support our country through veteran hire, but we need to have an organized system in

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ESGR: What does an ideal system look like if you needed to hire someone new and wanted to use a

military database?

Bill Lindsay: There is never going to be a direct cross walk. What I would like to see is a system that recognizes veterans by their affinities. I would like to access a database where CEO’s can hire vets by inventory. What I find most troubling is a pool of 2000 employers and a pool of 250,000 potential

employees with no system in place that finds the right match.

ESGR: Is there anything else you would like to address to our community regarding hiring military

service members?

Lindsay: We owe these men and women a lot. We don’t owe them a job, we owe them a chance. I

have every confidence that our veterans will rise to the occasion. I can’t even imagine why a company

would not want to participate. I remember getting out of the military and how hard that transition was.

When veterans were disparaged it was really challenging. I am hopeful that we are in a different time

and place where we can truly unite in supporting this cause.

Bill Lindsay has led by example in his advocacy for hiring of veterans. We can utilize Bill’s leadership experience by applying his aggressive and innovative approach to our own lives. Be a leader in your organization by speaking up on veteran hires. Don’t be afraid to ask the tough questions that hold our leaders accountable for this cause. Ask yourself what you could be doing to optimize your outreach and impact. Spread the word and be an advocate. Through seeking a deeper understanding of what makes an employee valuable in the market today, we

can better equip our veterans with the resources they need to secure employment after their time in service.

Bill Lindsay is a true pioneer in supporting veteran hire and we can only hope that more decision makers adopt a similar mindset and implement it into their current hiring process. Our veterans deserve a fair chance in today’s competitive job-market. By continuing to promote veteran employment through our communities, we are saying thank you and showing our veterans that we do care and want them to be successful after their time in service. Let’s bridge the transition to civilian life by identifying organizations who value committed, loyal and diligent leaders on their team. Let’s be diligent in conveying our appreciation to those organizations that are hiring our veterans. We owe our veterans a fair chance at gainful employment. Be a voice in your community. Your efforts and support could impact the life of a veteran dramatically for the better.

We at ESGR thank you for your support and look forward to seeing the difference our combined efforts will

State of Colorado: Colorado Veteran’s Resource Directory (CVR) http://www.colorado.gov/cvr

CVR is an online partnership of ―shared care‖ providing information and access to services and resources for wounded, ill and injured service members and veterans, their families and families of the fallen, and those who support them from recovery and rehabilitation to community reintegration. Services include information and resources on: · Veterans’ benefits and compensation · Education, training and employment programs, at both the national and federal level · Access to job bank search engines, career counseling services and locations, small business startup assistance and military to civilian skill transfer assistance · Family support programs, child care services, child and youth programs, counseling and support groups, medical care, psychological and behavioral conditions, treatment and support groups · Auto and housing grants and loans, home purchasing, rentals, renovation and assistive adaptations · Resources focused on financial and legal support, recreational programs, assistive technology and research · Updates on veterans related events in and around Colorado

Contact Information:

Colorado Department of Labor and Employment 633 17th St, Suite 1200

Denver, CO, 80202

(303) 318-8000 Veteran.Resources@state.co.us

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Contact: Laura Whitehead - Employment Coordinator - Colorado

Hero2Hired (H2H) Program C: 720-338-7171

lwhitehead@a-teamsolutions.com

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June 7, 2014, Ft. Carson, CO. The Colorado Army and Air National Guard held the CALFEX, a joint exercise that included displays and special combat capability demonstrations of the Colorado Army and Air National Guard and US Army. The public display included static displays of Black Hawk helicopters, Artillery Rocket Systems, and Paladin Cannons. Colorado Army and Air National guard conducted the exercise to demonstrate the capabilities of the active-duty and Guard Soldiers to the public.

After the salute to the nation’s colors, the event kicked off with ceremonial artillery and quickly transitioned to the exercise with narration explaining the details of the mission to the audience.

The 30-minute live fire exercise featured multiple operations carried out by the units. Infantry tactics were put on display by infantrymen. The soldiers also performed infiltration, exfiltration and combat medical evacuation with the help of UH_60 Black Hawk helicopters, with F-16 fighters providing air support for the simulation.

Soldiers fired rounds into the impact zone using High Mobility Artillery Rocket Systems and Soldiers displayed the power of the Paladin self- propelled howitzers.

Click photo for video of CALFEX on YouTube

Click here for Flickr photos

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Or Contact:

Laura Whitehead - Employment Coordinator - Colorado Hero2Hired (H2H) Program

Cell: 720-338-7171, Email: lwhitehead@a-teamsolutions.com

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Employer Support of the Guard and Reserve honored the Lake County Sheriff’s Department on Tuesday, July 1, for its work with National Guard and Army Reserve members. Jim Stanko, area chairman for the organization, presented Sheriff Rod Fenske and Undersheriff Fernando Mendoza with the organization’s Patriot Award. The Patriot Award recognizes organizations for hiring and working with Guard and Reserve members, Stanko said. Nominations must come from a Guard or Reserve member or spouse. Corporal Kyle Cage, United States Marine Corps, a deputy for the sheriff’s department, nominated Fenske and Mendoza. Cage noted that there were three or four deputies who were also members of the reserve or guard. The sheriff’s department is always willing to work with those deputies when they need to leave and take care of their guard or reserve duties. “They don’t give us any grief,” he said. Stanko noted that having deputies leave to handle guard or reserve duties can be a burden to the department and thanked Mendoza and Fenske for their support. Fenske said he was happy to support the Guard and Reserve members because of the services they provide to the country. “I’m tickled to death to receive this,” he said. “It’s always been my privilege to help these men and women out.”

Lake County Undersheriff Fernando Mendoza,

left, and Sheriff Rod Fenske receive Patriot

Award from nominator Deputy Kyle Cage.

Lake County Sheriff Rod Fenske receives a handshake from

Jim Stanko, of Employer Support of the Guard and Reserve.

The organization recognized the sheriff’s department for its

work with National Guard and Army Reserve members.

Photos and story by Leadville Herald Democrat Staff Writer Danny Ramey

Lake County Sheriff’s Department Honored For Work With Guard, Reservists

Budget Blinds of Castle Rock

Mr. Sterling Stumf, owner of Budget Blinds in Castle

Rock was presented a Statement of Support by ESGR

volunteer Darrel Williamson on June 7, 2014.

July 1, 2014

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Contact: Colorado State Chair, Dick Young

at dickyoung123@gmail.com to learn more.

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The future is bright at Union Pacific as the company is hiring currently in the Train Crew, Mechanical, Engineering and other departments to match up with the attrition and growth we are experiencing. Electrician – Diesel Engines, Mechanic – Diesel Engines, as well as our Operations Management Trainee (OMT) Program are key areas we are hiring for. Union Pacific is divided into three regions – North, South and West – and we are hiring in all of these areas.

At Union Pacific we want you to succeed and provide the necessary training to do so. Our Electrical and Mechanical Diesel Engine areas require verifiable

documentation of electrical education and work experience totaling at least four years; or a minimum of four years of work experience in electronics, control systems, AC/DC motors, or electrical components, or a current journeyman’s electrical card. Experience in working with trucks, ships, farm equipment, airplanes and trains are huge bonus. Once an employee is hired, employees receive formal classroom and on-the-job training.

Through the OMT program, employees endure anywhere from 10 months to three years of class-room and on-the-job training, depending on discipline. We strongly prefer our engineering candidates to have Mechanical Engineering, Electrical Engineering, or Industrial Engineering degrees. Our Me-chanical department prefers Civil Engineering, Electrical Engineering or Construction Management degrees.

Retaining our veteran employees is just as important as recruiting them. To further improve retention of veteran hires, we implemented a new mentoring program in conjunction with UPVETS, our employee resource group for military veterans. Through this program, existing military veteran employees help mentor new military hires. Mentors help our new military hires learn about company processes and culture, as well as transition to the civilian workforce. For our military hires in the reserves, Union Pacific makes up any differential in military pay levels while they are on active duty, and allows deployed reservists and their dependents to maintain Union Pacific benefits.

Union Pacific offers many unique employment opportunities for veterans, including train crew, diesel mechanics, diesel electricians, assistant signal workers and track laborers. Engineers in the computer science, electrical, civil and mechanical areas will find leadership opportunities in the Information Technology department or through the company's Operations Management Training Program. Interested candidates can view job postings at www.UP.jobs. .

In 2013, 25 percent of Union Pacific’s hires In 2013, 25 percent of Union Pacific’s hires In 2013, 25 percent of Union Pacific’s hires were veterans, up from 22.7 percent in were veterans, up from 22.7 percent in were veterans, up from 22.7 percent in

2012. 12 percent of these hires were 2012. 12 percent of these hires were 2012. 12 percent of these hires were disabled veterans and today, disabled veterans and today, disabled veterans and today,

approximately 20 percent of all Union approximately 20 percent of all Union approximately 20 percent of all Union Pacific employees are veterans. The Pacific employees are veterans. The Pacific employees are veterans. The

military culture of leadership, decision military culture of leadership, decision military culture of leadership, decision making, teamwork, 24x7 lifestyle, extensive making, teamwork, 24x7 lifestyle, extensive making, teamwork, 24x7 lifestyle, extensive training, outdoor and shift work transfers training, outdoor and shift work transfers training, outdoor and shift work transfers nicely with the work environment at Union nicely with the work environment at Union nicely with the work environment at Union Pacific, making veterans the perfect fit for Pacific, making veterans the perfect fit for Pacific, making veterans the perfect fit for

our railroad.our railroad.our railroad.

More Information on Commitment to Veterans….

Named to Profiles in Diversity Journal’s

25 Most Influential Companies for

Veteran Hiring

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STAFF AND CONTACT INFORMATION

Brent Hamilton - Program Support Technician

720-250-1176 brent.l.hamilton2.ctr@mail.mil

Chandra Hance – AST-Administrative Support Technician 720.250.1189 chandra.l.hance.ctr@mail.mil

Laura Whitehead - Employment Coordinator - Colorado Hero2Hired (H2H) Program

C: 720-338-7171 lwhitehead@a-teamsolutions.com DoD Contractor - Team ATS/IFF Data Solutions

COESGR Business Office

12200 East Briarwood Avenue, Suite 160

Centennial, Co 80112 FAX: 720.250.1199

State ESGR Vice Chair Tom Mills, Brigadier General,

CONG (Ret).

EMPLOYER OUTREACH AREA CHAIRS

Boulder/Longmont Brad Gallup

Tonia Martinez

Colorado Springs John Schutt Mary Miller

Cortez Area Robert Valencia

Denver Area Bruce Erek Rick White

Douglas County Area

Jimmy Graham Bob Rotruck

Estes Park Area Chair Open

Fort Lyon/Tri County Leanne Wheeler

Larimer/Weld County Open

Grand Junction Lou Brackett

David Popham

Montrose Emil Smith

Melanie Kline

Pueblo Harry Vogel

Jon Brude

Steamboat Springs Jim Stanko

State ESGR Chair Richard E. Young, RADM, USN (Ret)

COLORADO ESGR

DIRECTORS

Military Outreach

CSM Rob Lawrence—Director

Pete Callaway - Dep. Dir.

Employer Outreach

Bev Skinner - Co-director Dave Pruett - Co-director

EO Coordinator, Major Corporations- Jim Jensen - Denver

Paul Dumbar - Colorado Springs Bill Price - Area Chair Coordinator

Ombudsmen

Bill Belz - Director Martin Cobb - Co- Director Aaron Lechner - Dep. Dir.

Lara Makinen - Coordinator

Training Lynn Albi

Paula Kauffman - Dep. Dir.

Special Programs

Fritz Ihrig - Co-Director Kip Cheroutes - Co-Director

National Guard Liaison Liz Kelpis

Public Affairs

Sandy Tiegen - Director

Employer Initiatives

Zach Jacobsen - Co-Director

Dawanta Parks - Co-Director

Chase Dinkler - Deputy

MVEE Coordinator - Jason Shireman

Bosslift Coordinator - Brian Bartony

National Site News and Information

Join Facebook and Twitter Become a fan of Colorado ESGR

COESGR COESGR Twitter COESGR LinkedIn

Events Calendar

July 19 - Colorado ESGR Volunteer Initial

Training

August 2-3 - 193rd Military Police Battalion,

30 -Day Pre Deployment Yellow Ribbon event

4th Marine Logistics Group Post Deployment

Yellow Ribbon Event, Inverness Hotel

August 8-10 - ESGR Volunteer Leadership

Training (VLTP) Crystal City, VA

August 19-22 - State Chair Leadership

Meeting, Alexandria, VA

Colorado’s ESGR Electronic Newsletter is published not only for the information and benefit of the members of the Colorado ESGR but most importantly to our Guard and Reserve members and their employers.

The contents of this newsletter highlight activities and events conducted by Colorado ESGR.

Send comments regarding this publication to the Newsletter Editor: James Garrett at ESGRcolorado@yahoo.com 12

A Thank You message from Xcel Energy!

“Thanks for joining us at the

Employer Support of the Guard and

Reserve (ESGR) signing event”

“ We depend on our service men and women

to keep our nation safe. They need to know

they can depend on us to keep jobs open for

them they return to civilian life.”

Ben Fowke Chairman, President and CEO