The CivilianJobs.com 2016 Most ValuableEmployers (MVE) for Military®

Below and on the pages that follow, please find employer profiles for the 2016 MVEs. The brief snapshots capture some of the highlights regarding why these military-friendly companies are recognized as winners, and why they are employers worth seeking out if you are a military-experienced job seeker.

www.accenture.com/military

Accenture (New York, NY): Accenture recently launched initiatives to attract veterans and reservists with aptitude to be successful in a technology, operations or consulting career. The

company also waived its standard college-degree requirement for some positions in which veterans are already job-ready with their skills. One initiative, the Accenture Veteran Technology Training Program, helps veterans become Java programmers. Accenture awards scholarships to a two-month course provided by Udacity, an online education company included in the White House TechHire Initiative. Other primary military recruiting initiatives include the Accenture Student Veteran Program and the Accenture Junior Military Officer Program. Accenture’s top five U.S. locations for veteran hires are: Washington, D.C.; San Antonio, TX; Atlanta, GA; Charlotte, NC; and Austin, TX.

www.aecom.com

AECOM (Los Angeles, CA): Nearly one-third (27 percent) of AECOM’s employees are veterans. The defense, aerospace and engineering firm provides services to more than 20 federal agencies, including Defense, NASA, Energy, Homeland Security and intelligence areas. AECOM conducts business in nearly 100 countries and veterans have access to opportunities in a network of any office globally, says Kenneth L. Reese Director, Talent Acquisition. “Our primary recruiting focus is on skilled trades with a preference for military experience,” he says. “Our recruiting strategy has been to develop and maintain solid working relationships with local (Department of Labor) offices, military transition offices and technical schools within the state.” AECOM has also held numerous job fairs on military installations.

Aetna (Hartford, CT): As one of the nation’s leading diversified health care benefits companies, Aetna serves an estimated 46.5 million people with health care resources. The company attends

multiple virtual veteran recruiting fairs throughout the year, says Joseph Motes, Senior Recruiter. “We have implemented a process that ensures every Veteran that applies to an open position be contacted within 21 days,” Motes says. He adds that the company performs “a competency-based screen” designed to translate veterans’ skill sets into Aetna’s open positions. Opportunities range from IT, to nurses and doctors, to customer service. Locations include Connecticut, Pennsylvania, Florida, Texas, Arizona and multiple work-at-home options. “Military values equate to Aetna values: Integrity, Excellence, Inspiration and Caring,” Motes says.

www.alliedbarton.com

AlliedBarton Security Services (Conshohocken, PA): The transition from a military career to AlliedBarton Security Services “is typically a very smooth one

due to the nature of our industry, as our operating procedures and organizational structure are often similar,” says Jennifer Jones, Director, Regional Recruiting. “They arrive with knowledge and experience in security practices that allow them to hit the ground running.” Jobs include: Security Officer, Supervisor, Account Manager, Field Operations Manager and Recruiter. AlliedBarton’s “Hire our Heroes” initiative involves a Veteran Hiring team leader, who oversees an effort to partner with many Veteran Service Organizations. The company also trains non-veteran recruiters on hiring the military and interpreting resumes.

www.aetna-veterans.jobs/

BNSF Railway (Fort Worth, TX): Today’s BNSF Railway is the product of nearly 400 different railroad lines that merged or were acquired during a 160-year period. The company has a strong military recruiting program with

a long tradition of hiring veterans. During the last 10 years, BNSF has hired more than 8,000 veterans, which equates to about 17 percent of its workforce, says John H. Wesley III. The railway offers enhanced and extended benefits for veteran employees called to active duty in support of Overseas Contingency Operations. Those include make-whole pay and company-provided sustained health care benefits for the duration of the orders, to include coverage for family members. BNSF also attends about 50 veteran-focused job fairs and recruiting events annually.

www.bnsf.com/careers/military

Bank of America (Charlotte, NC): Since 2009, Bank of America has provided more than $17 million in financial support to military nonprofits, including

$3.3 million in 2015. “We also had nearly 4,700 employees contribute more than nearly 40,700 volunteer hours at nearly 660 military events in 2015,” says O’Hentrice Love, Communications Manager. A world-leading financial institution, Bank of America offers investing, asset management and other financial and risk management services. The company provides veterans with career advancement programs, such as the Global Banking & Markets Veteran Associate Program and the Global Technology & Operations program. It also offers a Military Support & Assistance Group, which offers leadership development for veterans through networking, mentoring and information forums. MSAG has 36 chapters and more than 7,000 members.

www.bankofamerica.com/militarysupport

CACI International Inc. (Arlington, VA): CACI provides information solutions and services in support of national security missions, and nearly one-third of its 16,300 employees are veterans. “CACI offers ongoing peer support, mentorship and a culture of understanding where veterans can

continue to thrive and grow,” says Denyse Gordon, Senior Manager, Veteran Support Diversity & Inclusion. CACI will be adding military-experienced employees in every state, Western Europe and Asia. For the last four years, the company has hired 800 veterans on average per year, and during the first five months of fiscal year 2015, CACI hired over 900 veterans. Veterans are employed in 563 different job titles, and disabled veterans are employed in more than 300 different CACI job titles.

www.careers.caci.com

Archer Daniels Midland (Decatur, IL): Archer Daniels Midland employees support military colleagues, whether they are away for their two-week National Guard training or deployed for extended periods of time, says Dean Espenschied, Employee and Labor Relations Representative. “This can be through the distribution of care packages to the service member, checking in on family members who remain at home and making accommodations to ensure a smooth transition upon their return,” Espenschied says. The

company is one the world’s largest agricultural processors and food ingredient providers. It has partnered with the Illinois National Guard, ESGR and Illinois Department of Employment Security to host a hiring event, participated in 11 military career fairs in 2015 and worked with military installations to support transition assistance programs.

www.adm.com/en-US/careers/militaryrecruiting

The Boeing Company (Chicago, IL): Boeing “is fully committed” to supporting veterans by employing more than 21,000 veterans and backing a variety of veteran-

specific programs, says Sandra Parker, EEO Compliance Specialist. Boeing and its employees support more than 780 military- and veteran-related organizations and events annually and contribute more than $10 million dollars annually to military and veterans’ organizations and efforts. The company has invested heavily in The Mission Continues Fellowship Program, supporting 90 “fellows.” Additionally, as a lead partner of RallyPoint/6, Boeing works with the veteran service community in the Pacific Northwest to establish a community-based model of collective support. Boeing participates in numerous career fairs annually, such as the Veterans in Aerospace Symposium, which educates veterans on transitioning to aerospace careers.

www.boeing.com/careers/military-and-veterans/

CSX Corporation (Jacksonville, FL): All veterans are welcomed into CSX Corporation’s central training center, where they receive information about VA “On the Job” programs to see if they qualify for VA benefits while training at CSX. The company also has a military

Employee Resource Group, where all new Veteran employees are provided a military mentor at their new worksite, says Steve Toomey, Military Talent Advisor. The company also partners with over 40 active duty military facilities; Guard and Reserve Career contractors in 20 states; many technical schools and colleges with veteran students; military groups such as VFW, DAV, AL, VEC, FRA; and many local organizations such as Operation New uniform, Wounded Warrior Project and Jacksonville Military Veteran Coalition.

www.csx.com

Charles Schwab & Co. (San Francisco, CA): In 2012, Charles Schwab & Co. began work on a new strategy to propel veteran hiring, called, “Forward March: Taking the Next Step with Schwab.” It provides expanded training for Schwab talent advisors “in working with service members and their families, helping to translate military resumes and spot key talents and strengths most transferrable

to the work done at Schwab,” says Allison Hubbard, Sr. Team Manager. The program also provides training for hiring managers and help to new employees to get used to the company culture. Schwab offers the Military Veterans Network, an Employee Resource Group. Schwab also signed a statement of support with the ESGR. Beginning in 2012, numerous managers have received Patriot Awards.

www.aboutschwab.com/work-at-schwab/military

Capstone Corporation (Alexandria, VA): Veterans are in high demand at Capstone, a solutions and services provider that supplies mission-critical support to the federal

government. The company has several new pending contracts “that will require almost exclusively current and former military personnel to support our customers. In all, we expect to hire an additional 168 employees with military backgrounds in the next 12 months, an increase of 25 percent in the overall size of our company,” says John J McNally III, Senior Vice President, Growth. The company supports customers in over 20 states and six overseas locations. Most expert positions require security clearances. “We find that former military meet all these requirements and perform to our high expectations,” McNally says.

www.capstonecorp.com

DaVita Kidney Care (Denver, CO): As a national leading provider of dialysis services, DaVita Kidney Care treats patients with chronic kidney failure and end stage renal disease.

More than one-third of veterans hired in 2015 were licensed professionals, including registered nurses, registered dietitians and social workers. The company attended 17 military career fairs. DaVita partners with the Veteran Jobs Mission, Employer Support for the Guard and Reserve and Military Spouse Employment Partnership. Last year, DaVita launched Veterans 2 Village, a program to support current veteran employees and help new hires adjust to the company culture. “The program is still in its infancy but will be a great impact to DaVita and its veterans,” says Mike Blackburn, Military Recruiter.

www.careers.davita.com/military

Capital One (McLean, VA): Capital One’s military recruiting team has attended a veteran hiring event nearly every week since 2012, says Thomas Downs, Manager, Military and Diversity

Talent Acquisition. In addition to hiring more than 2,000 veterans and military spouses in the past three years, Capital One was awarded the Employer Support of Guard Reserve Freedom Award from the Secretary of Defense/Department of Defense in 2014. The company is also an active supporter of the U.S. Chamber of Commerce’s Hiring Our Heroes program. Capital One has a military network at every location for associates to join. Additionally, the company has a military mentorship program for new employees, to ensure their transition to corporate America is smooth, Downs says.

www.capitalonecareers.com/military

Eaton (Cleveland, OH): Eaton has developed a “Hire to Retire” philosophy, which is based on assessing and selecting talent “that demonstrates the best

potential to grow a long-lasting, rewarding career at the company,” says Jerome Richard, Senior Military Recruiter. The company hosts regular virtual meetings for those who are transitioning. It also has a Veteran Employee Support Group. And a Military Talent Scout Network ensures each Eaton U.S. facility has a local attraction and retention strategy. Additionally, to ensure an outstanding start to a military veteran’s career, Eaton has established a Buddy Program as part of the Military Talent Scout Network. “We often receive benchmarking requests from other companies so they can learn from the success we have enjoyed,” Richard says.

www.eaton.com/militarycareers

Domino Amjet (Gurnee, IL): Domino Amjet printers have electrical components, and the training provided in the military is “a great base for learning,” says Witney

Rightler, Human Resources Manager. “Domino has a strong commitment to sourcing for technical positions with military experienced candidates. Our experience has been these employees can get up to speed quickly with the technology and are committed to getting the job done right,” she says. Domino Amjet targets military-experienced personnel for many technical roles, specifically, Customer Service Engineers and Installation Engineers. This year, Domino is adding on-site meetings with the Great Lakes Naval Base to get the word out about opportunities. Eighteen percent of 2015 new hires were military, and overall, 13 percent of employees have military experience.

www.domino-printing.com

Devon Energy Corporation (Oklahoma City, OK): Devon Energy is a leading independent oil and natural gas exploration and production company. It has more than doubled its onshore North American oil production since 2011. The company was selected as a Freedom Award

recipient in fall 2015. Devon offers resume and interview workshops to local veterans. “We have combined our efforts with the local National Guard and Reserve bases to reach as many veterans as we can and we will continue to do so in 2016,” says Kalley Hamilton, Military Affairs and Recruiter. Devon sponsors events to bring military families together. Recently, the company donated over $30,000 worth of NBA tickets to military families. It also has a veteran knowledge network intranet site to help employees stay connected.

www.devonenergy.com/

Edward Jones (St. Louis, MO): Edward Jones has found veterans’ skills align with those needed to be a successful financial advisor, says John Boul, Global Media Relations Manager. Veterans-turned-financial advisors make up about 12 percent of financial

advisors. Veterans hired under the recruiting program, called FORCES, participate in extra branch training. When a financial advisor is called to active duty, the firm works one-on-one with the branch team to support the office during their absence. “It is common to hear stories from financial advisors who have returned from active duty talk about their families receiving gift baskets, being helped with home or yard repairs, in addition to their own receipt of care packages from other branch teams and clients while abroad,” Boul says.

www.careers.edwardjones.com

Deloitte (New York, NY): A significant portion of Deloitte’s military-experienced talent supports the company’s Federal practice, primarily based around Washington, D.C. However, Deloitte has over 100 office locations nationally, and military-experienced talent is in most of them, says Laura Cogan Cerria, U.S. Communications. “Many veterans utilize their experience and relationships as Specialists, which allows them to focus on specific industry/agency or role knowledge,” she says, adding that this “allows Deloitte to harness our military-experienced talent’s extensive knowledge base to bear to solve complex government and industry problems.” Deloitte participates in about 25 hiring events per year, including Service Academy Career Fair, Military Officer Job Opportunities, RecruitMilitary hiring events, MBA Veteran Hiring Event, as well as many local on-base events.

military-veteran-jobs.deloitte.com

First Data (Atlanta, GA): Through a strategy called “First Data Salutes,” the military community at First Data has access to career opportunities and “best-in-class education resources,” says Melissa Bird, Military Project Manager and Communications. Since the launch of First Data Salutes in 2014, the percentage of new hires has increased from 2.5 percent to 15 percent. In 2015 alone, First Data’s overall U.S.-based military-affiliated population grew from 6.4 percent to 7.8 percent. In early 2015, the company also launched the Military Affinity Group, a company-wide network. First Data opportunities span a wide variety of positions, including IT, security, operations and production, project management, human resources, finance and sales. First Data has signed several commitments with the Employer Support for the Guard and Reserve.

www.firstdatasalutes.com

First Command Financial Services Inc. (Fort Worth, TX): Forty-four percent of First Command’s workforce is former military. The company actively recruits

transitioning military service members and military spouses to work in its home office in Fort Worth, Texas, (as financial advisors) and to work in field offices in over 180 locations, primarily near military bases, says Susan Smith, Program Manager, Advisor Recruiting. Ten recruiters seek new hires through a variety of channels. First Command pays for each Advisor Trainee’s licensing materials and testing. Once they acquire their appropriate licenses, it provides a robust training program. All new advisors have mentors. First Command is also a supporter of Employer Support of the Guard and Reserve and a partner of the Military Spouse Employment Partnership.

www.wehireleaders.com

FDM Group (New York, NY): Veterans who come through the FDM Group’s employment program demonstrate “workplace know-how that puts them ahead of the curve for adapting to

the corporate work environment of our clients,” says Monica Thysell, U.S. Marketing Team Lead. The company aims to fill positions for entry level IT Consultants. “In addition, we will be recruiting more experienced veteran individuals for opportunities as Senior Project Managers,” Thysell says. FDM’s Head of Veteran Initiatives attended 57 veteran-specific career fairs in 2015 and visited various military bases. FDM also worked closely with the Department of Veterans Affairs to review training curriculum. “Eligible veterans are able to utilize generous education support benefits (including their G.I. Bill) while receiving their intensive IT training with FDM,” Thysell says.

www.fdmgroup.com

Fluor Corporation (Irving, TX): Much of Fluor’s overseas work was once the responsibility of the military. Positions include engineering, logistics, project controls, contracts, craft,

procurement, safety, administrative, project management and military-specific positions. “As Fluor takes on these assignments, we will continue to have opportunities to hire the military veterans who held similar positions while they were in uniform,” says Holly Snow, HR Recruiting Supervisor. She notes that Fluor’s greatest recruitment tool is its participation in the Chairman’s Circle of Hiring our Heroes’ Veteran Employment Advisory Council. Fluor also is connected to the ACAP and TAP offices at military bases worldwide. The company maintains a strong relationship with local Wounded Warrior groups and other veteran staffing agencies that provide veteran hire referrals.

www.fluor.com

Exelon Corporation (Chicago, IL): Exelon offers veteran employees the resources “to design, build and enhance a successful career,” says Griffin Goldin, Talent Acquisition Programs Manager. The company has 18 approved sites for the On-The-Job Training (OJT) Program, which offers an alternative way for veterans to use the VA (GI Bill) education and training benefits. Exelon’s approved programs include Nuclear Station Operators, Overhead Linemen, Equipment Operators, Instrument Maintenance Technicians, Reactor Operators, Electricians and Security Officers. The company also targets military candidates for the Cornerstone Program. This 12-week, comprehensive developmental training initiative is for leadership personnel as they enter the company and also is for seasoned veterans in the industry who desire to build upon their skills.

www.exeloncorp.com/careers

Halfaker and Associates (Arlington, VA): Halfaker and Associates is not only hiring former military, but also supports charity organizations, says Adam Snow, Project Manager. All employees can join the Continuing to Serve Committee, which

plans and executes all of Halfaker’s “Corporate Social Responsibility” activities. The company also was a sponsor of the Department of Defense Warrior Games. Employees volunteered at the Warrior and Family Transition Fair and also at Swimming and Track and Field events. Halfaker creates technology solutions in the areas of Advanced Analytics, Software Engineering, IT Infrastructure and Cyber Security to help government organizations perform critical missions. In addition to using job fairs, military organizations and an extensive network to locate candidates, the company works closely with Wounded Warrior Project’s “Warriors to Work.”

www.halfaker.com

GE (Fairfield, CT): In 2012, GE’s CEO made a public commitment to hire a minimum of 1,000 veterans a year for five years. “We are entering our last year of that campaign and have hired 4,801 veterans through December 31, 2015,” says Kris Urbauer, Program Manager, Military Recruiting. “We plan to begin a renewed campaign once we reach the 5,000th hire,” she adds. The company has veteran talent in all of its businesses. It also has a world-class rotational program, the Junior Officer Leadership

Program, in which participants experience three business functions. GE has a Veterans Network affinity group, which helps with referrals and support. Last year, the company attended 35 hiring events and ran multiple referral campaigns to attract talent.

www.ge.com/veterans

G4S Secure Solutions, (USA) Inc. (Jupiter, FL): Since committing to the White House’s Joining Forces initiative in August 2011, G4S Secure Solutions has seen more than 16,000 veteran hires and has retained more than 50 percent of them, says Nikki Gordon, Director, Talent Acquisition. The

company focuses on advancing the security of businesses and governments and has operations in more than 100 countries. “Consistently, our new hire population is between 22 percent to 26 percent military veteran each year,” Gordon says. The company’s relationship with the U.S. military “is both valued and nurtured by everyone at G4S,” Gordon adds. For example, G4S assisted the Navy by participating in a review of basic training curriculum for the Master-at-Arms (MA) rating. G4S also attends career fairs at military bases nationwide.

www.usajobs.g4s.com

Heavy Equipment College of California (Stockton, CA): Instructors and Admissions Reps that are military are desired by Heavy Equipment College of California, due to their ability to easily connect and assist a military student population says Tina McGee, Veteran Education Representative. This Accredited Training Facility offers three training levels in heavy equipment operations and is also an approved testing site for the National Commission for the Certification of Crane Operators. In

2015, the school opened a new location in San Bernardino, CA, and it is in the process of opening a new location in Tacoma, WA. Instructors, Veteran Education Representatives, Admissions Representatives and Career Services Representatives are needed. Instructors receive training through the National Association of Heavy Equipment Training Services to become Certified Trainers.

www.CCC-NORTH.com

Frontier Communications (Norwalk, CT): Frontier Communications offers telecommunications products to small/medium town and rural areas in 28 states. The company is growing exponentially and wants to expand hiring to include not only military members

but also their spouses and partners, says Karlian Brown, Recruiting Specialist. Open positions include engineering, technology, sales, customer service, marketing, finance, accounting and field operations technician. “Frontier has training setup based on business units to ensure employees are getting the proper resources to complete their job,” Brown says. The company participates in veteran job fairs and maintains partnerships with Veterans Jobs Mission, Joining Forces, Armed Forces Foundation and Honor and Remember Foundation. Thirteen percent of the workforce is former military, and in 2015, the company hired 375 veterans.

www.frontier.com/careers/overview

Intel Corporation (Santa Clara, CA): Intel set a new Guinness World Record on Veterans Day 2015, when hundreds of employees at major U.S. sites suddenly dropped to their hands, en-masse, to do pushups. The goal was to break the existing Guinness World Records mark of 734 people sweating

out pushups all at one time. “We succeeded with a total of 1,286 employees sweating for vets at our site in Hillsboro, Oregon,” says Tonya Bowes, Sr. Marketing Manager, Global Diversity and Inclusion. As a result, Intel gave $100,000 to a pair of veterans’ non-profit groups as part of the national #GiveThem20 program. Intel is affiliated with the American Corporate Partners, Hiring Our Heroes, U.S. Chamber of Commerce Foundation and the Veteran Jobs Mission.

www.intel.com/go/veterans

Hyundai Motor America (Fountain Valley, CA): Hyundai Motor America has created a website (HyundaiCareers.com) where dealership managers can identify veterans and reach out to them via email regarding open positions. Hyundai targets veterans with logistics or diagnostics

experience, because they have some needed training already. The company visits career fairs and base career centers to offer advice for separating veterans and their spouses. Those who register on the site can take advantage of Hyundai Technical training at no cost online and in Hyundai Training Centers. The company has placed 116 veterans in dealerships in the last year and over 1,500 since 2007. Hyundai Motor America is an Army PaYS corporate partner. This spring, Hyundai headquarters launched an Employee Resource Group targeted toward veterans.

www.HyundaiCareers.com

Home Depot (Atlanta, GA): In 2012, The Home Depot committed to hire 55,000 veterans in five years. The company reached that goal in mid-2015, thanks in part to the hiring of 19,000 veterans last year, says Matthew Harrigan, Manager, Public Relations. The company offers a mentorship program for associates with military backgrounds. It also participates in the Army’s Transition Assistance Program. An employee resource group, called the “Military Appreciation Group,” assists activated

Reservists and has developed transition programs for new hires, as well as community support for military families. And The Home Depot Foundation has committed more than $110 million to the improvement of 25,000 homes for veterans since 2011. Through Team Depot, an associate-led volunteer force, veterans can join the Foundation’s efforts.

www.careers.homedepot.com/military-commitment

JDog Junk Removal and Hauling (Berwyn, PA): Franchisor JDog Junk Removal and Hauling has expanded, both with locations and also in offerings to veterans wanting to open their own franchise operations. The company has grown from five to 33 locations, with a goal of having more than 100 locations by the end of 2016. Lauren Lampe, Marketing Director, says JDog has

a “sustainable competitive advantage,” because it franchises exclusively to military families. The franchisor wants to eventually employ 10,000 veterans. It has instituted a flat-rate royalty structure rather than a royalty based on sales, and it doesn’t charge franchisees for website support or any press exposure. “This enables the franchisee to retain more of their hard-earned revenue (and) enjoy the benefits and support they deserve,” Lampe says.

www.jdog.com

Hilton Worldwide (McLean, VA): “Operation: Opportunity” is Hilton Worldwide’s commitment to provide extensive support to military veterans and their families,

including helping 10,000 veterans, military spouses and dependents find a hospitality career, says Nina Madoo, Military Programs Contractor. Hilton Worldwide is one of the fastest growing hospitality companies in the world, with more than 4,600 properties in 100 countries and territories. The top five hiring states are Florida, Nevada, California, South Carolina and Hawaii. Veterans who self-identify and meet the basic qualifications for the position are given screening preference. The Military Programs team regularly reaches out via resume databases like Hiring our Heroes, Heroes 2 Hired, Indeed and LinkedIn. In addition, Hilton continues to seek and hire National Guard and Reservists.

www.hiltonworldwide.com/militarycareers

Lendmark Financial Services, LLC (Covington, GA): Aligning with its parent company, The Blackstone Group L.P., Lendmark Financial Services committed to supporting and hiring military veterans and their spouses last year. In January 2015, the company launched the Veterans Integration Program. Ten percent of new hires were veterans or military spouses. “Our recruitment strategy involved ESGR, National Guard, Hiring Our Heroes, Military Spouse Employment Program and DOL VETS,” says Paulette R. Jones, HR Program Manager. During the last quarter of 2015, Lendmark implemented a military buddy new hire onboarding program, designed to partner existing employees who are veterans with new military veterans for 12 months of adjustment. Lendmark also created a Veterans Forum, consisting of executives and veterans, “for ideas and proactive, real-time engagement,” Jones says.

www.lendmarkfinancial.com

Leidos (Reston, VA): Leidos designs and develops high-technology products. Those include customized and standard hardware and software such as automatic equipment identification technology, sensors and nondestructive imaging and security instruments. The company participates in over 100 veteran-related events annually and also in military events and job fairs, where it reaches hundreds of veterans each month. Open positions range from intelligence analysis, to systems/software engineering, to healthcare and biomedical research. “Our percentage of veteran employees rose from 15 percent to 17 percent and veteran hires rose from 17 percent to 18 percent from 2014 to 2015,” says Alex Verhulst, Talent Acquisition Specialist, Military Veteran Outreach. An employee resource group, called the Military Alliance Group, is dedicated to veteran-related efforts around the company.

www.leidos.com

Kaiser Permanente (Oakland, CA): During the past two years, Kaiser Permanente has been recreating its entire military recruitment process, says Tabitha S Harper, Project Manager, Veterans Recruiting. Kaiser Permanente is one of the nation’s largest not-for-profit health plans, serving 10.2 million members. The group has initiated a two-year Junior Military Officer Associate rotational program. Its website, kpcareers.org/military, includes a Military Skills translator and access to the Military Talent Network. Veterans may fill various roles including analyst, manager, project lead, director, RN and physician. In the past year, Kaiser Permanente hired a Manager of Military Recruiting and designated specific recruiters within each of the KP regions. The group also offers leadership courses to help veterans develop as they continue to grow within the organization.

www.kpcareers.org/article/military

Level 3 Communications (Broomfield, CO): Between 2013 and 2016, Level 3 Communications has been actively recruiting veterans into the Operations Tech Academy, a developmental opportunity as part of Level 3’s North American Operations team. The goal is to include 30 percent military recruits in 2016 classes, says Amy Dietrich, Director of Organizational Development & Effectiveness. Ops Tech Academy prepares employees for roles in Field Operations, Planning, Access Management, Managed Services, Service Management, Media Operations and Service Delivery. In 2015, Level 3 attended 19 career events on military bases. The company is a partner of Direct Employers, Recruit Military, LeaderQuest and organizations such as Employer Support of the Guard and Reserve and Hiring Our Heroes. Additionally, the company’s Veteran Employee Resource Group provides transition assistance.

www.level3.com

JPMorgan Chase & Co. (New York, NY): The JPMorgan Chase Military and Veteran Recruiting team, 80 percent of whom are veterans or Reservists, creates annual recruiting plans to support each Line of Business (e.g., Corporate & Investment Banking, Commercial Banking, etc.) in their veteran hiring goals, says Kim Morton, Communications Senior Associate. Just as integral to the firm’s success in hiring veterans and service members are its Military Veteran Internship and Military Officer Executive Development programs, she says. Initially launched three years ago in JPMorgan’s Corporate & Investment Bank, the 12-week paid internship program will be firm-wide in 2016 and is expected to double to approximately 70 participants. Additionally, the Office of Military and Veterans Affairs works with many teams to ensure veterans remain engaged and supported.

www.jpmorganchase.com/veterans

Navy Federal Credit Union (Vienna, VA): Navy Federal is a member-owned, not-for-profit financial cooperative with almost 6 million members, a global workforce of more than 13,000

employees and more than $72 billion in assets. Nine percent of employees are veterans. “We frequently partner with centers on post or base, e.g., Fleet and Family Readiness Programs, to advertise job openings,” says Gina White, Communications Specialist II. The credit union focuses on professional development with its Learning and Development branch, which has offered 888 workshops and 159 virtual workshops attended by 14,996 employees. “We’ve had no layoffs during our nearly 83-year history. Even during economic downturns that have significantly affected other institutions in the financial industry, we have absorbed excess positions through attrition and reassignment,” White says.

www.navyfederal.org

Marsh & McLennan Companies (New York, NY): Marsh & McLennan Companies has publicly agreed to hire 500 veterans by the end of 2016 and has brought on a full-time veteran director to achieve the goal. In 2015, the company also hired a full-time veteran program manager to provide expert management of a Veteran Talent Initiative. Upon hire, new employees are encouraged to join the Veteran Colleague Resource Group, where they are assigned a “buddy,” or peer advisor. The company has grown that group to over 700 members in two years, says James Tongate, Program Manager of Military & Veterans Affairs. Marsh & McLennan Companies is a global professional services firm with 60,000 employees that offers advice and solutions in the areas of risk, strategy and people.

www.mmc.com/join-us/overview.html

ManTech International Corporation (Fairfax, VA): ManTech has a Military and Veteran Affairs Office dedicated to hiring and retaining veterans. “One of the MVAO’s responsibilities is to ensure that veteran resumes receive visibility from our recruiters and hiring managers,” says Charles Miles, Director of Military Programs. ManTech handles defense, intelligence, law enforcement, science, administration, health and other governmental needs worldwide. During 2015, ManTech recruiters attended 48 military oriented job fairs and connected with thousands of veterans, ultimately hiring 733, which accounted for 31 percent of ManTech’s total new hires last year. Many employees with military experience work overseas, supporting active military in missions of national importance. Therefore, ManTech’s “ConstantCare” program gives them and their families direct contact with knowledgeable ManTech HR staff to manage concerns.

www.mantech.com

OMNIPLEX World Services Corporation (Chantilly, VA): OMNIPLEX is not just a military-friendly company. Its work environment is similar to a military organization’s, says Matthew J. Keller, Director, Recruiting. “Our uniforms may be different than those formerly worn by our veterans, but the mission is the same,” he says. OMNIPLEX delivers high-quality background investigations and personnel security to government agencies. It has partnered with the Veteran’s Administration and has an approved training program designed by veterans. Veterans can receive monthly G.I. Bill payments while learning physical security, investigations and human resources skills. The company is also partnered with Employer Support for the Guard and Reserve and has policies to allow Reserve and National Guard personnel to attend trainings without losing full-time pay and benefits.

www.omniplex.com and www.omniplex.jobs

Lockheed Martin Corp. (Bethesda, MD): Global security and aerospace company Lockheed Martin has extensive veteran outreach, with longstanding partnerships with such organizations as Employment Partnership of the Armed Forces, Army Partnership for Youth Success and the Military Spouse Employer Partnership, among others. “It has redesigned a content-rich website for transitioning veterans and has enhanced a military skills translator to help veterans find appropriate positions,” says Teri Matzkin, Manager, Military Relations and Strategic Sourcing. Military Relations Managers attend approximately 200 military hiring events nationwide. In 2014, the corporation held its third annual enterprise-wide Military Veterans Leadership Forum, in which veteran senior leaders from all parts of the enterprise met to drive veteran-related projects.

www.lockheedmartinjobs.com/military.aspx

Puget Sound Energy (Bellevue, WA): Puget Sound Energy (PSE) is seen by the local military community as “a great option” for civilian employment, says Tyler Friess, Recruiter. “PSE is very

lucky in that we have local Army, Air Force, Navy and National Guard bases, where we participate in seasonal recruiting fairs and networking events,” he says. Former military employees work in a variety of departments, including, HR, Accounting, Executive, Administrative and Skilled trades. The company boasts “a strong core” of employees who mentor and provide resume and interview coaching. In 2015, the company attended 11 events focused on military outreach. “We also try to catch any new employees as they go through our New Employee Orientation and link them with the affinity group (for veterans),” Friess says.

www.pse.com

Pratt & Whitney (East Hartford, CT): Veterans can apply to all Pratt & Whitney’s (P&W) rotational/training programs, including shop floor, general management, finance and engineering, says Michael Flatley, Program Manager, Israel. Additionally, P&W is running both Quality and Tool Making apprentice programs and is making selections for a Machine Tool apprentice program. P&W has former and current military leaders serving across all areas of the company and at all levels, to include the President of Aftermarket, the Vice President of Military Engines Business Development and the Director for Military Engines Domestic and Aftermarket Business Development (who continues to serve as a Colonel in the Air Force Reserve). Pratt & Whitney is a world leader in the design, manufacture and service of aircraft engines and auxiliary power units.

www.pw.utc.com/

Patterson-UTI Drilling Company LLC (Houston, TX): Patterson-UTI Drilling has a “New To Industry” training program that assists veterans in making the transition to the corporate culture, say Rob Emr, Director of Talent Acquisition, and Methella Green, Military Recruiter. Patterson-UTI and its subsidiaries operate land-based drilling rigs, primarily in oil and natural gas-producing regions of the continental United States and western Canada. Given market conditions, Patterson-UTI is currently not hiring. However, the company works with various military organizations such as NextOp and LoneStar Vets, to help with resume writing, interview skills and to build a candidate pipeline for future positions. Employees also volunteer with Hiring Our Heroes and ESGR, among others. The company’s goal is to hire 40 percent military veterans. Thirty-two percent of employees are veterans.

www.patenergy.com/drilling

Ryder System Inc. (Miami, FL): Ryder System Inc. offers a Veteran Buddy Program, pairing current Ryder veteran employees with new veteran employees. The “buddy” is available to help new hires assimilate to their work environment, says Michael Raley, Manager, Recruiting and Veterans Initiative. Ryder System is an active member of the Veterans Employment Advisory Council with Hiring Our Heroes through the U.S. Chamber of Commerce. Ryder attends multiple Veteran recruiting and transition events throughout the year, and nine percent of the workforce is former military. “We also have a veteran widget on our recruiting dashboards to alert each recruiter to a new veteran application immediately,” Raley says. The company is a leading provider of commercial transportation, logistics and supply chain management solutions.

www.ryder.com

Ortho Clinical Diagnostics (Raritan, NJ): Ortho Clinical Diagnostics makes in vitro diagnostics products. As the company continues to transform its organization, identifying top talent is critical, says Everette Brown, Head of Talent, North America. “We have recently this year hired veterans in director level roles down to analyst level, and these colleagues are acclimating and performing well,” Brown says. Last year, 25 percent of new hires were veterans, totaling 500 in all. Jobs where former military members are a good fit include Engineering (Electrical, Electro, Biomedical and Mechanical), Operations, Supply Chain, Sales, Marketing, Human Resources, Quality, Regulatory and Compliance and Finance. The company also goes to Fort Drum, NY, up to four times per year for Army Career and Alumni Program Career Fairs.

www.orthoclinicaldiagnostics.com

Southwest Airlines (Dallas, TX): At Southwest, voluntary turnover is less than two percent, and training and retention initiatives contribute to overall retention rates, says Tina Clanton, Military and Veteran Liaison. The airline likes hiring veterans with leadership potential for an 18-month job rotational program, called the Emerging Leader Development Program, or ELDP. Participants work as supervisors in three areas. Southwest also hires veterans for all positions across the country, including those at Headquarters, a state-of-the-art training facility and a Pilot Training Center, all in Dallas. Southwest also is proud of 12 national sponsorships with military-focused nonprofit organizations. “This represents our second-largest focus area of charitable contributions and was an investment of more than $1 million in 2014,” Clanton says.

www.southwest.com

Southern Company (Atlanta, GA): Many military veterans are immediately qualified to take on a growing number of roles at Southern Company, including positions in line

operations and maintenance, power plant and nuclear operations, as well as security and information technology. Southern Company actively recruits veterans at company facilities, including the integrated gasification combined cycle plant under construction in Kemper County, Miss., and the nuclear power units in development outside of Augusta, Ga., says Linda Sykes, Talent Acquisition Manager. Southern Company annually participates in more than 30 military recruitment events. Through the Military Veterans in Power employee resource group, the company provides internal support to help integrate veterans into the workforce. Ten percent of its 26,000 employees are veterans or National Guard and Reserve.

www.southerncompany.com/military

Science Applications International Corp. (SAIC) (McLean, VA): AIC designs and develops services that support diplomatic missions, warfighter requirements and advanced exploration of the ocean floor and outer space. “In addition to excellent work ethic, our veterans also hold security clearances vital to a timely and successful completion of our contract requirement,” says Lauren Presti, Sr. Media Relations Specialist. SAIC offers formal training courses and certifications based on the needs of specific job tracks. Veterans can sign up for a sponsor to help with their career transition through SAIC’s Military Alliance Group. The Reservist Support Network also assists SAIC employees who are being recalled to active duty. SAIC has established relationships with multiple nonprofits supporting veterans, including The Wounded Warrior Project, Paralyzed Veterans of America and Operation Homefront.

www.saic.com

Sprint (Overland Park, KS): Sprint uses its internal resources, including an existing network of employees with military experience, to easily integrate qualified military hires into their roles, says Summer Dean, Manager, Talent Acquisition. Some of Sprint’s activities to further military hiring efforts include training for recruiters on translating military skills, hosting military transition workshops, posting available positions on military bases and transition offices and a site that includes a Military Occupational Specialty (MOS) skills translator. The company also credits its success with veterans to an employee resource group, called

Veterans and Employees helping others Through Sprint (VETS). With more than 940 active members, the group provides professional-development and mentoring opportunities. The VETS ERG also supports employees’ families if someone is called to active duty.

www.sprint.com and careers.sprint.com

Schneider (Green Bay, WI): Transportation, like the military, is fast-paced and dynamic, says Janet Bonkowski, PR Manager. “We’re looking for associates who can hit the ground running with critical thinking skills, leadership and motivation. We find all of these characteristics in those with military experience,” she says. Currently, over 28 percent of associates have a military background, including many senior leaders. Schneider is a key partner with the ARMY EPO, PaYS, ESGR and the VETBIZ organizations. The company is also involved in Marine For Life programs and the 100,000 Jobs Mission. A notable veteran-friendly initiative is the Vet to Vet Training Program, which matches newly hired driving school graduates coming out of the military with Schneider driving training engineers with a military background.

www.schneiderjobs.com

Union Pacific Railroad (Omaha, NE): Every year, United Pacific Railroad ships thousands of rail cars of ammunition, Humvees, tanks and other military equipment to support armed forces. “It was a Union Pacific employee who suggested, following 9/11, that we apply U.S. flags to our locomotives,” says Terry Huntington, Director, Recruiting. In 2015, 947, or 24 percent of total hires, were veterans. A total of 52 veteran hires (five percent) were disabled veterans. Today, approximately 19 percent of all employees are veterans. Last year, Union Pacific participated in 14 Hiring Our Heroes fairs, 11 military virtual career fairs and 135 other military recruiting events. Union Pacific is a member of the Army Reserve’s Employee Partnership Initiative and supports the Army Partnership for Youth Success program.

www.UP.jobs

TMC Transportation (Des Moines, IA): TMC has been hiring veterans well before it was a national initiative, says Cheryl Freauff, Driver Recruiting Manager. Currently, 35 percent of employees are veterans. TMC ensures that those who have National Guard and Reserve commitments are home in time for Drills. Over 300 veterans are enrolled in TMC’s Driver Apprenticeship Program, allowing each veteran to collect on their education benefits for up to two years. The company’s structured onboarding program involves pairing new hires with a Veteran Driver Trainer for the first five weeks, then assigning them to a veteran to discuss transition issues in the early months of employment. “We also engage with their spouse to ensure all their questions and issues are being addressed,” Freauff says.

www.tmctrans.com/drive-for-tmc/military-veterans.aspx

Summit Technical Solutions (Colorado Springs, CO): Summit Technical Solutions (STS) maintains a special focus on veterans, especially those operating in critical and classified fields, as well as those possessing active Security Clearances. The company offers technical

support and professional services to meet mission-critical needs of customers worldwide. “We maintain a special focus on recruitment for our three primary business focuses: Systems Engineering, Test and Training and Data Management, of which we find many skilled veterans,” says Jaime Socotch, Program Management Analyst. The company participates bi-monthly in Transition Assistance Program classes at Fort Carson, U.S. Air Force Academy, and Peterson AFB. STS has most recently participated in the Military Veterans Employment Expo and the Front Range Military, Veterans & Spouse Career Fair at the U.S. Air Force Academy.

www.sts-llc.com

United Rentals Inc. (Stamford, CT): The work environment at United Rentals places a high value on veterans’ skills while also providing them flexibility for National Guard or Reserves commitments. The company provides pay differential during active duty deployments and job protection during an active leave or medical leave. “We have 1,467 veterans employed across 607 of our approximately 900 locations, which is 68 percent of our locations,” says Laura Zattola, Director, HR, Corporate Operations. The Veterans Employee Resource Group leads the company’s focus on causes such as Fisher House, Soldier Socks/EKSO Suit, ECAD and Wounded Warrior Project. United Rentals has donated equipment to help build Fisher Houses nationwide. “We provide our employees the opportunity to get involved at a local Fisher House or Valour Place,” Zattola says.

www.unitedrentals.com

STANLEY Security Solutions (Indianapolis, IN): Jim Cannon, President of STANLEY Security Solutions, was an Armor Officer and Infantry Non-Commissioned Officer in the Army. “He has firsthand experience to know what it takes to be successful in the military, as

well as at STANLEY,” says Heather Halmi, Director, Talent Management. STANLEY produces state-of-the-art automatic entrance systems for an array of commercial, institutional, industrial and transportation applications. The company has designed a training program specifically for military new hires who may not have industry experience. They participate in a job shadowing program for the first four to six weeks with a more experienced technician and then receive three-day training to become Certified Alarm Technicians. The company also launched a veteran affinity group in 2015.

www.stanleysecuritysolutions.com/

Xcel Energy (Minneapolis, MN): It takes years of training to build up skills required for jobs at Xcel Energy, but veterans have already been taught many of these by the military, says Lacey Golonka, Veteran and Diversity Consultant. Xcel’s CEO is personally committed to hiring veterans and has spoken on Congressional panels, at veteran-related events and is a strong supporter of balancing priorities of active duty Guard and Reservists. The company is launching an internal veteran campaign to help educate employees on the value of veteran hiring. Xcel Energy has a dedicated veteran recruiter/consultant who works on supporting the CEO’s goal of having one in 10 new hires be a veteran.

www.xcelenergy.com

Werner Enterprises (Omaha, NE): In September 2015, Werner Enterprises became a Coalition Member of the “Veteran Jobs Mission,” which is committed to hiring 1 million veterans by 2020. To date, the mission has nearly 300,000 hires since 2011. The Werner Veteran Enrichment Toolkit website has reached out to nearly 300 associates and continues to grow since October 2015. “Associates are networking, mentoring each other, and collaborating on projects as part of an associate-wide affinity group,” says Rick Buchholz, Associate Director of Field and Government Recruiting. Additionally, based on the success of Werner’s apprenticeship program, the Department of Labor invited Werner Enterprises to become one of the Apprenticeship USA Leaders in the Transportation Industry in 2015. Approximately 15 percent of Werner’s workforce is veterans.

www.werner.com

Vinnell Arabia (Herndon, VA): Vinnell Arabia is an international corporation based in Saudi Arabia, dedicated to providing the best in military training, logistics and support to the Saudi Arabian Ministry

of the National Guard. Ninety-two percent of the total 760 employees are former U.S. military. They fill roles as military trainers. Vinnell Arabia’s expertise in designing, developing and executing training systems is only achieved by highly qualified former U.S. military and other U.S. government agency personnel, the company says. Vinnell Arabia lists open positions as: Infantry, Artillery, Armor, Snipers, Rangers, Security, Vehicle Maintenance, Aircraft Maintenance (Rotary), Medical Personnel, Logistics, Doctrine Developers, Combat Engineers and more. The company gives employees a contract completion bonus, in-house advancement, travel pay and other incentives.

www.vinnellarabia.com