DON’T MISS The PROFILES Of the Most valuable employers for Military - Page 12 CivilianJOBS.com’s
The Essential Military-to-Civilian Transition Resource May - June 2015
militarytransitionnews.com
by Heidi Lynn Russell Contributing Editor
W
hen Wade Ward received the call that his son was critically injured in Afghanistan, he says he realized “the lives of my family could have been instantaneously turned upside down.” Ward, a disabled veteran himself, was heartened however when his employer, ManTech International Corporation, immediately took action on his behalf. Ward is a senior project manager at ManTech. “It started with a generous monetary donation and offerings of support from the company president. The support seemed to come from across the company, from peers of every level. (I received) leave donations, family assistance and assisting with the modification of the government contract I work on to allow me to work remotely at the Brooks Army Medical Center, where my son was recovering,” he says. “Having an employer who supports its employees the way ManTech does had the positive impact that I needed, when I needed it. The support we received from ManTech was world-class, and I’m proud to be part of the ManTech family.” Ward’s testimonial is just one of dozens from veterans who work for the 2015 Most Valuable Employers (MVE) for Military.
“We’re honored to present this recognition and excited to help veterans identify these employers who, like Noranda, are committed to employ service members and veterans who made the transition to the private sector and still continue their mission,” says Layle K. (Kip) Smith, President and Chief Executive Officer of Noranda Aluminum. The company’s commitment is evident in their formal employee military support group, their military paid leave policies that extend beyond USERRA requirements as well as their annual military care package drives. Smith continued, “It’s important to honor our nation’s transitioning service members and veterans by providing employment that honors their service and puts their unique skills and leadership ability to use. I congratulate all of these companies on their achievement and urge others to join this important initiative.” Nowadays, when hiring veterans has become more and more commonplace, many companies are simply following the trend or pursuing veteran hiring just to meet government mandates. But CivilianJobs.com’s MVEs go above and beyond, combining innovative recruiting and retention programs with discrete acts such as ManTech’s care of Ward in his time of need, or the example of veteran support set by Noranda’s
ANNOUNCING THE
2015 Most Valuable Employers (MVE) for Military® senior leadership. That can mean anything as complex as family care during deployments, to offering a helping hand for a simple task that can be daunting to veterans. Ron Barry is Sprint’s senior product manager and also the president of Sprint’s “VETS” employee resource group. Barry was a lieutenant colonel who directed planning, training and mobilization at Fort Leavenworth, Kan. He’d served in the Army 21 years. The reason he chose Sprint? A Sprint employee who was a Navy veteran offered to review - his resume. Other companies extend tributes that are acutely felt not only by veteran employees, but also their family members. Several years ago, Alaska Airlines maintenance employees took the initiative to develop a formal protocol for the dignified transport of human remains, which includes the use of a specially designed and adorned
transport cart. The cart, bearing the seals of the five military service branches, was recently blessed by a group of multi-denominational, multi-service chaplains, to honor and protect fallen soldiers “during the last phase of their journey,” says Eileen Bergmann, Manager of Organizational Development & Effectiveness. Over the years, Alaska Airlines has received numerous letters of thanks from family members and even other passengers regarding the very professional, sacred process that the company uses in
delivering military members back to their homes and loved ones. “Each time we transport human remains, our team is called into action to prepare a plan for the movement,” Bergmann says. “Other airlines have followed in our footsteps to create a similar program.” There’s more. Turn to page 12 to learn about the recruiting, training and retention programs that the 2015 Most Valuable Employers for Military are delivering for military veterans.
“It’s important to honor our nation’s transitioning service members and veterans by providing employment that honors their service and puts their unique skills and leadership ability to use.” Layle K. (Kip) Smith, President and Chief Executive Officer of Noranda Aluminum
Avoiding Career Transition Pitfalls Two veterans turned Allstaters share their job transition stories by Janet Farley, Contributing Editor
T
he facts are crystal clear. Service members making a military-tocivilian career transition understand how complicated, competitive and confusing a job search can be. It is why it’s important to explore all options and even some of the
programs available to assist in that transition. One program you may want to consider learning more about is the Allstate Military Veterans Associate Agent Insurance Training Program. It just might be the path you seek if you like the idea of continuing to take care of others in your postuniform life.
Military-experienced candidates who have been honorably discharged may qualify for a virtual insurance sales training program with the opportunity to begin a career in an Allstate agency. continues page 6
INSIDE THIS MONTH’S MOST VALUABLE EMPLOYER ISSUE Transition Talk:
Finance:
Spouse Series:
Career Coach’s Corner:
Job Fairs:
What MVE Means to Job Seekers ....................page 3
Your Retirement Account ..........page 8
The Tough Decisions .............page 10
MVPs for MVEs ..................page 26
Polish Up Your Resume ..... page 30