Post on 14-Dec-2015
transcript
Hero Health*Hire Talent Acquisition Leader Webinar
Featuring: The Employer Support for the Guard & Reserve’s Hero2Hired
(H2H) The Wounded Warrior Project’s Warriors2Work Program
(W2W) Wednesday, January 23, 2013 1:30 pm – 3:00 pm EDT
Introductions and Opening Remarks
Featured Speaker – Ferdinand Alsina of the Wounded Warrior Project’s Warriors to Work (W2W) Manager
Featured Speakers – Daniel Allen and Kevin Little of the Employer Support of the Guard and Reserve (ESGR)’s program – Heroes 2 Hired (H2H)
Review of H3’s 2013 Strategic Priorities
Final Closing Announcements
Adjournment
Hero Health Hire Talent Acquisition Leaders’ Webinar
Agenda Wednesday, January 23, 2013 1:30 pm – 3:00 pm EDT
The Wounded Warrior Project’s Program Warriors to Work (W2W)
Presented by Mr. Ferdinand Alsina, Warriors to Work Manager, Eastern
Region (W2W)
Our Mission
To honor and empower wounded warriors
Our Purpose
To raise awareness and enlist the public’s aid for the needs of injured
service members; to help injured servicemen and women aid and
assist each other; and to provide unique, direct programs and services
to meet their needs.
Our Vision
To foster the most successful, well-adjusted generation of wounded
service members in our nation’s history.
WOUNDED WARRIOR PROJECT®
COMFORT STARTS HERE
Transition Care Packs (TCPs) are provided to warriors immediately after being
injured on the battlefield
Once they make it stateside to a military trauma center, they receive a WWP
backpack
Family members receive a Family Support Tote
Each is filled with clothing, toiletries, playing cards, and other essential care and
comfort items
WWP PACKS
SUPPORT THROUGH SHARED EXPERIENCES
WWP serves warriors in communities across the country at every stage
of their recovery; from newly wounded and throughout their life.
WWP ALUMNI
A PARTNER IN THE PROCESS
Helps warriors transition to life after injury
Provides detail on government benefits, Wounded Warrior Project
programs, and community resources
BENEFITS SERVICES
REACHING OUT TO WARRIORS OVERSEASInternational program improves hospital staff morale Provides Wounded Warriors with comfort items before they transfer
back to the US
INTERNATIONAL SUPPORT
ONE-STOP SHOP FOR INFORMATION
Proactively provides warriors and their families/caregivers with
information on the best available programs and services to meet
their needs
WWP RESOURCE CENTER
TREATING THE INVISIBLE WOUNDS
OF WAR
Eases readjustment for returning warriors
through mental health resources and access
to care, while addressing interpersonal
relationship issues
1 in 5 warriors returning from Afghanistan
and 1 in 3 returning from Iraq suffer from post-
traumatic stress disorder (PSTD)
and depression
COMBAT STRESS RECOVERY PROGRAM
USING NATURE AND RECREATION TO
HEAL THE SPIRIT
An outdoor, rehabilitative retreat
Helps warriors overcome combat stress
through shared experiences with peers
and connecting with nature
PROJECT ODYSSEY™
ONLINE SUPPORT FOR
COMBAT STRESS
An anonymous website with resources
and self-help strategies for warriors
battling the invisible wounds of war
RESTOREWARRIORS.ORG
THE REALITY AFTER THE REUNION
Gives family members an opportunity to get
some much-needed rest and rejuvenation
Held at numerous locations around the
country
Offers opportunities to build new friendships
that continue long after the retreat
FAMILY SUPPORT RETREATS
HELPING EACH OTHER THROUGH THE RECOVERY
Motivates Wounded Warriors by helping them develop one-on-
one friendships with fellow warriors who are further along in the
recovery process
PEER SUPPORT
OPTIMIZING WARRIORS’ PHYSICAL
RECOVERY
Provides recreation and sports programs,
nutrition and physical health strategies to
help Wounded Warriors adjust to life
after injury
PHYSICAL HEALTH & WELLNESS
IT’S A RIDE, NOT A RACE
An adaptive cycling event that allows warriors to
ride alongside fellow injured service members
Helps warriors reclaim their confidence and
strength in a supportive environment
SOLDIER RIDE®
ACADEMIC SUPPORT FOR LONG-
TERM PROSPERITY
Gives warriors the tools, policies, and
services needed to help them achieve
educational success at their respective
academic or vocational institutions
CAMPUS SERVICES
PREPARING YOU FOR THE FUTURE
The first education center in the
nation designed specifically for
Wounded Warriors
A one-year program based in
Jacksonville, Florida and San Antonio,
Texas
TRACK is divided into academic and
vocational phases
TRACK™
HELPING YOU SUCCEED
A program that helps warriors explore
the information-technology (IT) field as a
career choice
Learn valuable career skills with real-
world applications
Opportunity to earn industry
certifications such as the CompTia A+,
Network +, and the Security +
certifications
TRANSITION TRAINING ACADEMY™
TRANSITIONING TO THE
WORKFORCE AFTER INJURY
Assists warriors with the transition back
into the civilian workforce
Provides career counseling services
and job placement assistance
Services are open to family members
and caregivers
WARRIORS TO WORK™
ADVOCATING FOR WOUNDED WARRIORS AND THEIR
FAMILIES
Works with Congress and the Federal government to create,
advocate, and lobby for legislation, regulations, and programs that
support warriors and their families
POLICY AND GOVERNMENT AFFAIRS
Find WWP online at:
http://facebook.com/wwpinc.fans
http://twitter.com/wwpinc
http://youtube.com/woundedwarriorprojec
http://flickr.com/wwpinc
http://connect.woundedwarriorproject.org
For more information on WWP programs and services visit:
woundedwarriorproject.org.
WOUNDED WARRIOR PROJECT®
The Employer Support of the Guard & Reserve(ESGR)’s Program – Hero2Hired (H2H)
Presented by Mr. Daniel Allen, Director, H2H
Mr. Kevin Little, Dep. Director, H2H
Background
• The Assistant Secretary of Defense (Reserve Affairs) and the Reserve Component Chiefs are responsible for the readiness of their units and service members– Civilian employment is critical to Guard
and Reserve Service members– Civilian employment is linked to well-being– The high unemployment rate within the
Guard and Reserve is a Readiness issue
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A SOLUTION:
•Hero2Hired (H2H) is a top-tier career readiness program powered by an enhanced website and mobile application.
•H2H.jobs offers a myriad of tools including a resume builder, a powerful search functionality, military skills translator, and boasts a direct line to jobs posted by military-friendly employers with a stated commitment to hiring Guard and Reserve Service members.
•Operating with the direct support of over 4,900 volunteers and 56 Employment Transition Coordinators, H2H is a leader in the field of career readiness and talent acquisition.
And More…
What is H2H?
EIP H2H Program Components
KiosksMobile App
Job Fairs
Web SiteMobile Job Store
Facebook Virtual Career Fairs Media Plan
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Simple is better!H2H.jobs is
designed to be a useful, fast
loading, results oriented web
application
Our mission is to connect RC
Service members with career
opportunities and jobs through
engagement with employers
• Average time on site ~ 9.36 minutes• Visits to site 710,749• Job search results pages 3,715,317• Total jobs posted 3.6 million• Full Job Seeker accounts 58,000 • Employer accounts 8,000• Total usage over 6,844,513
mins.
Key Data Points (Growth and Users)
High Touch Network
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• 56 Employment Transition Coordinators (ETCs)
• 4,900 ESGR Volunteers• 27 Yellow Ribbon Program Specialists• 40 USAR Field Support Personnel • Other support opportunities:
– NGB State support personnel– Family Programs– ACAP– DOL - LVERs and DVOPs– Non-profits
What are the benefits of H2H.jobs for employers?
• Search or Match Criteria• Promote Your Company• Unlimited Free Job Postings• Recruiting made easy• Automatic Notifications• Certifications/Credentials• OFCCP Compliant• Talent Platform System Integrative Optional• Applicant Tracking System• Customer Relations Management Tool
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Why Hire a Person with Military Experience? Because they….
• Are Proven Leaders • Maintain Professionalism• Take Responsibility • Understand Diversity • Are Physically Fit and Drug-Free • Have a “Can Do” Attitude• Are Calm Under Pressure • Exude a First Class Image • Are On-Time, All the Time • Have a Global Perspective
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They have what you are looking for…
The Military has over 7,000 job positions
across more than 100+ functional areas and 81%
of these jobs have a direct civilian equivalent.
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Construction
Contracting / Purchasing
Food ServiceWelders
HVAC
Pilots Air Traffic Controllers
Satellite Lawyers
NursesIT / Computer
Doctors
Telecommunications
Finance / Accounting
Material Handling
Police / Security
Mechanics Machinists
Medical Specialties
Human Resources / Training / Recruiting
Transportation
Intelligence
Media / Graphic Arts
Postal Operations
Marine Specialties
Engineers
Supply Chain / Logistics
©2011 The Value of a Veteran (all rights reserved)
Grade versus Rank
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• Grade structure is common across all Services• Junior Officer is an 0-1 to 0-3 and has between 1-9 years of
experience at increasing levels of responsibility. Similar to a Department Head.
• Mid Grade Officer is an 0-4 to 0-5 has typically 9-21 years of experience, higher levels of leadership and education. Similar to Senior Manager or VP.
• Senior Officer is an 0-6 to 0-10 and has between 21-30 years experience. Similar to a Senior VP, CEO.
• Rank equivalent to grades will differ for each Service• Captain in the Navy is an 0-6 with 20 +/- years of service• Captain in the Army is an 0-3 with 3-7 years of service
Understanding “Military Speak”
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• Each service has a different name and acronym for their occupational code. Military Occupational Code (MOC) is a term understood by all service members.
• MOS (Army Enlisted, Marine Corps Officer and Enlisted)
• AOC (Army Officers) • AFSC (Air Force Enlisted and Officers) • NEC (Navy Enlisted) • NOBC (Navy Officer)
• The civilian equivalent or translation of these codes can be confusing, BUT, there are tools out there to help.
Questions You May Want to Ask
• When are you available? • Where is your geographical work
location? • Do you want to work within your military
occupational position?• Do you have any specialty skills?• What is your clearance status?• What is your rank/grade?
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Enlisted Personnel
•Enlisted – Enlisted personnel make up about 83% of the Armed Forces. •Carry out the fundamental operations of the military •Highly trained and training continues throughout their career.
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Questions
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Table 1. Active Duty Enlisted personnel by broad occupational group and branch of military, and Coast Guard, August 2011
Enlisted Army Air Force Coast Guard Marine Corps Navy
Total enlisted personnel in each occupation group
Occupational Group
Administrative occupations
6,661 15,302 2,274 11,669 19,585 55,491
Combat Specialty occupations
129,684 639 616 32,706 7,854 192,499
Construction occupations
20,499 5,185 — 5,067 5,206 35,957
Electronic and Electrical Equipment Repair occupations
40,214 31,048 4,475 14,098 48,118 137,953
Engineering, Science, and Technical occupations
45,684 47,436 1,288 25,297 40,436 160,141
Health Care occupations
31,317 15,935 693 — 24,068 72,013
Human Resource Development occupations
18,974 12,532 — 8,407 4,108 44,021
What they do…..
Source: U.S. Department of Defense, Defense Manpower Data Center
Development occupations
Machine Operator and Production occupations
5,398 6,234 1,946 2,532 9,599 25,709
Media and Public Affairs occupations
8,209 6,848 122 2,381 3,854 21,414
Protective Service occupations
27,380 34,738 2,837 9,534 11,959 86,448
Support Service occupations
13,109 1,483 1,218 2,119 8,032 25,961
Transportation and Material Handling occupations
63,566 31,279 10,900 23,154 38,148 167,047
Vehicle and Machinery Mechanic occupations
52,974 42,032 5,554 18,586 47,022 166,168
Non-occupation or unspecified coded personnel
3,441 13,117 1,663 1,926 606 20,753
Total enlisted personnel for each military branch and Coast Guard
467,110 263,808 33,586 178,476 268,595 1,211,575
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Officers
• Officers make up the remaining 17% and are leaders of the military, supervising and managing activities in every occupational specialty in the military
• Requires a 4 year college degree for entry • Advanced civilian education for promotion• Military and civilian education continues
throughout their career
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Job StoresMobile Job Apps
Mobile Job Stores
Virtual Job Fairs
Employment Assistance WorkshopsRC Recruiters TrainingMilitary Talent Corporate WebinarsMilitary Talent CEO RetreatsNew Recruit Employment PresentationCurrent Member Employment Counseling
Performance Based Referral Network
Jobs MarketData Center
Employment InfographicsEmployment Infographics
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H2H Awareness Campaign
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• Marketing Kits• Print Ads• Social Media:
- Twitter, Facebook, Linked-In, Blogs
• Brand Management
Hero*Health*HireStrategic Priorities for FY 2013
Issued to the H3 Advisory Board in Draft - January 18, 2013
Purpose of the 2013 Strategic Planning Process
Clearly, every organization needs to go through a methodical process of identifying and prioritizing the key activities vital for achieving desired success for the year. This year’s Hero Health Hire’s process of identifying Strategic Priorities, how success is to be measured, what resources will be needed and a practical timeline for accomplishing this work is well-underway.
We have proceeded through acceptance of the following principles:
Strategic planning gives H3 the desired overall direction.Strategic planning is to involve input and feedback from the organization as a whole. It shall involve a small yet crucial number of priorities that will yield the greatest impact to moving Hero Health Hire toward greater levels of effectiveness in achieving our mission. It shall include the ability to measure our success on various levels.
“To map out a course of action and follow it to an end requires some of the same courage that a soldier needs.” -Ralph Waldo Emerson
Summary of the 2013 Planning Process
This process began with the initiation of the H3 Advisory Board at the leadership group’s first meeting in June, 2012, in Washington, D.C. where draft 2013 Strategic Initiatives were reviewed,
discussed and modified.
The Advisory Board insights, ideas and modifications were incorporated into a second-generation draft for distribution to the H3 Partners.
This draft are now being distributed to all Hero Health Hire Partners to solicit individual input and feedback to be provided within a set time period.
Publication of the Hero Health Hire 2013 Strategic Priorities would complete the process in January.
“By failing to prepare, you are preparing to fail.” -Benjamin Franklin
Hero *Health* Hire 42 Partners• AGIS Network
• AHIMA• Ameritox• Apollo Health Street• APS Healthcare • Florida Blue• Blue Cross Blue Shield of Louisiana• Blue Cross Blue Shield of Rhode Island• Blue Shield of California• Bon Secours Health System• Bobby Dodd Institute• Booz Allen Hamilton• CareCore National • Centene Corporation • CIGNA • Comprehensive Health Services (CHS)• CRC Health Group• Defense Logistics Health (DLH)• Express-Scripts• HMS• Health Care Cost Recovery• Health Net Federal Services
• Horizon Blue Cross Blue Shield• Humana • Independence Blue Cross (IBC)• LogistiCare• Loyola Recovery Foundation• Magellan Health Services• Meridian Health System• Performant• PricewaterhouseCoopers• Qualcomm• Regence Blue Cross Blue Shield• ResCare• SRA International• SynerMed• TriWest Alliance• Universal Health Services• United Health Centers• UPMC• ValueOptions• WellPoint
WV/272
TN/266
ME/ 12
UT/57
NY/152
NC/633
SC/514
AL/188
MS/73
LA/136
AR/29
OK/389
KS/377
NM/18
NE/402 IA/316
SD/15
ND/7
WY/22
CO/51 MO/400
MN/40
WI/491 MI/543
IN/664
OH/253
MT/25
AZ/417
CA/973
NV/48
ID/314
OR/128
WA/379
KY/144
IL/182
VA/382
PA/1,043
NH/21
VT/149
MA/65
RI/7
CT/43
DC/22
HI/75
AK/49
PR/23
VI/8
Hero*Health*Hire PARTNER WORKSITES BY STATE
1-20 H3 worksites
21-40 H3 Worksites
41-65 H3 worksites
65+ H3 worksites
NJ/757
DE/107
MD/399
Map LegendTotal H3 Worksites now at
14,258Covering all 50 states, the
District of Columbia, Puerto Rico, and the US
Virgin Islands
TX/933 FL/
597
GA/648
January 14, 2013
Hero*Health*Hire Review of Year-One Accomplishments
• Hero *Health* Hire Partner Organization Growth• Have grown to 42 Partners as of December, 2012 H3 Partner worksites span the United States with more than 14,000
worksites (we have worksites in every State in the Union, the District of Columbia and the U.S. Territories of Puerto Rico and the Virgin Islands)
Conducted/Sponsored more than 25 educational programs, new Partner orientation webinars, Summit, etc.
Attended / Spoke at more than 10 WW and Veteran Conferences/Job Fairs/Workshops
• Organizational Development H3 Advisory Board was formed /held three quarterly meetings in 2012. H3 was separately incorporated in June, 2012 -IRS application underway
for 501c3 designation. The Advisory Board launched a funding campaign in October, 2012, to
support H3’s operations.
• Hero Health Hire Website Improvements
• Broadened Channels to Wounded Warrior Candidates
• Governmental Leaders, Other Public and Stakeholder Awareness Building
• Communication Vehicles Established / Expanded with H3 Partners
Review of Year-One Challenges
Effectively Linking with Govt. Agencies and the Military Broadening Access to Wounded Warrior Candidates Gaining Assistance with Translating Military Backgrounds with Top H3
Jobs Getting Word out to Veteran Employment Advocates across the US
Tracking of Hiring Results H3 Hiring Programs Being Developed/ Tracking Systems Upgraded Some Reticence to Share Results
Engaging More Partners in WW Hiring Events More H3 Participation in Military-Sponsored WW Employment Events Carrying the H3 Banner where H3 Partners Attend Events Sharing Candidates with other H3 Partners when Not Able to Hire Them
Gaining More Public Awareness May Wish to Consider Assembly of H3 Task Forces
Fundraising to Ensure an Independent Hero Health Hire
Overview of 2013 Strategic Imperatives
Achieve Growth, Organizational Independence and Permanent LeadershipDeliver Optimal Functionality and Value to our Partners and StakeholdersDrive Strong Networking among H3 Partners, WWs and WW AdvocatesAlign with Strategic Partners who lend services, ideas, resources, support and practical reciprocity.Enhance, Measure and Report our Effectiveness in Fulfilling our Mission
GOAL: Achieve Growth and Organizational
Independence
Objectives: • Expand the Number of New H3 Partners
• Broaden the Industry Segment Representation
• Generate the Needed Funding for Hero Health Hire to Operate Independently – We have Created an Annual Budget Needed to Support Activities and a Permanent Leadership Team but have Fallen Short of Raising the Funds.
• Establish a Permanent Leadership Team to Operate H3 into the future.
GOAL: Deliver Optimal Functionality & Value to
Our H3 Partners and Stakeholders
Objectives: • Strengthen the content & functionality of the H3 website to provide
an enhanced resource for H3 Partners, WWs and Disabled Veteran Advocates.
• Deliver More Supportive Educational Programming and Leading Practice Tools.
• Forge a Cooperative Arrangement with Non-Profit Entities to help Screen, Recruit, and Train Veterans, Wounded Warriors and Veterans with Disabilities for Jobs with H3.
GOAL: Drive Strong Networking Among H3 Partners Candidates and Employment Advocates
Objectives:
Begin New Regional and Local Networking Events among H3 Partners, Veteran/Wounded Warrior Employment Candidate Sources and other Non-Profit 501c3s that will help us train and place wounded warriors and veterans with disabilities into our organizations.
These activities involving New Regional and Local Networking Events among H3 Partners, Veteran/Wounded Warrior Employment Candidate Sources and other Non-Profit 501c3s that will help us train and place wounded warriors and veterans with disabilities into our organizations will begin in February 2013.
GOAL: Align with Strategic Partners to Foster Additional Sharing and Access ResourcesObjectives:
Align with Strategic Partners who lend services, ideas, resources, support and practical reciprocity. Establish alliances and partnerships that can assist us in
furthering the awareness of H3 to key stakeholder communities in an effort to provide: Additional financial or programmatic support and resources; Improved assess to best practice hiring and retention tools
and methods; Broader access to veteran, wounded warrior and spouse
employment candidates; To provide assistance with screening, preparing / training
and placing wounded warriors and disabled veterans for entry into our H3 open positions to reduce the strain on H3 Partners’ needs to provide extensive training and to affect the resulting greater levels of candidate retention.
GOAL: Enhance, Measure and Report
Effectiveness in Fulfilling the H3
MissionFormalize and Implement Measurements to Establish the Level of Success H3 has Achieved in 2013 include: Growth of Number of New H3 Partners brought on. Expansion of the Segments of the Health Care Industry Represented in
H3. New Leading Practices Developed, Shared and Implemented. Degree of H3 Participation in H3 Functions and other Hiring Events for
Wounded Warriors. Improved Tracking and Reporting of Wounded Warriors, Veterans with
Disabilities, WW Spouses and Veterans by H3 Partners to Enable Some Hiring Result Reporting.
Initiation of a Mechanism in H3 Partner Companies for Tracking Retention Rates of these Hires.
The mechanisms for measuring these results will include a combination of individual routine reporting, via H3-sponsored, periodic surveying of H3 Partners, Tracking reports on hires and retention results, etc.
“If you don’t know where you are going, you may not get there.” - Yogi Berra