MSEEZ Playbook

I. ABOUT MSEEZ

ABOUT HIRING OUR HEROES

Hiring Our Heroes, a program of the U.S. Chamber of Commerce Foundation, launched in March 2011 as a nationwide initiative to help veterans, transitioning service members, and military spouses find meaningful employment opportunities. Working with the U.S. Chamber of Commerce’s vast network of state and local chambers and strategic partners from the public, private, and nonprofit sectors, our goal is to connect America’s most talented workforce with great businesses across the country.

HOH MILITARY SPOUSE PROGRAM

The Hiring Our Heroes (HOH) Military Spouse Program is dedicated to measurably impacting military spouse unemployment and underemployment by aligning with the HOH strategies of grassroots engagement and public-private partnerships. Also in collaboration with the U.S. Chamber of Commerce’s vast network of state and local chambers and strategic partners from the public, private, and non-profit sectors, our goal is to advance the narrative across America about the value of military spouses in the workplace and connect military spouses with continuous and meaningful employment opportunities.

MILITARY SPOUSE ECONOMIC EMPOWERMENT ZONES

Military Spouse Economic Empowerment Zones (MSEEZ) are focused on combatting the economic impact military spouse unemployment and underemployment have on 21st century military families by facilitating collaboration between local and national employers, educational institutions, and community resources. MSEEZ build robust employment networks for military spouses and develop workforces across the United States.

II. MILITARY SPOUSE RECRUITMENT: WHY AND HOW

III. MSEEZ WORKING GROUPS

ABOUT MSEEZ

Military Spouse Economic Empowerment Zones

MISSION STATEMENT

Hiring Our Heroes' Military Spouse Economic Empowerment Zones (MSEEZ) develop workforce solutions for military spouses at the grassroots level through collaboration with government, industry, and nonprofit partners.

OUR VISION

MMSEEZ will harness the power of local working groups to identify unique challenges that military spouses face in each distinct location. The ultimate focus of working groups will be to hire, train, and advocate for military spouses. Hiring Our Heroes recognizes that different states and regions face different barriers; through this grassroots approach the working groups can develop tailored solutions.

The working groups also act as a network of employers and service providers that can be utilized by the local Military Spouse Professional Networks (MSPN) for career opportunities, training, and an opportunity to expand their local contacts in a new location.

LEARN MORE

To inquire about MSEEZ launch and sponsorship opportunities, please reach out to the Hiring Our Heroes Military Spouse Program at HOHMilSpouse@uschamber.com.

BACKGROUND

In 2018, Hiring Our Heroes (HOH) Military Spouse Program launched 8 Military Spouse Economic Empowerment Zones (MSEEZ) across the country. Each location was chosen for having a high population of military spouses and a strong commitment from the community to improve employment opportunities for this underserved population.

In 2019, the program expanded to include 4 more statewide MSEEZ that are within the top military populated states and one state that is focusing its efforts on the National Guard and Reserve populations.

In order to maintain the MSEEZ designation, each working group must meet a minimum of quarterly and work towards the MSEEZ goals.

CURRENT LOCATIONS

Olympia, WA

State of Washington

Spokane, WA

GOALS

MSEEZ are designated all over the country, and each zone has its own unique barriers to military spouse employment. In an effort to provide guidance, but not impede creative solutions, Hiring Our Heroes has designated 3 overarching goals

Southern Nevada

San Diego, CA

Leavenworth, KS

State of Wisconsin

TO HIRE TO TRAIN TO ADVOCATE

Some examples and best practices seen executed in the existing MSEEZ are:

• HIRE

• Commit to and publicize the Hiring 100K Military Spouses initiative

• Conduct informational interviews for job seeking military spouses

• Execute military spouse focused hiring events

• TRAIN

State of Virginia

Northern Virginia

Central Virginia

Hampton Roads

State of North Carolina

Augusta, GA

State of Georgia

• Deliver industry training for military spouses on opportunities and job skills

• Provide training for hiring managers and applicable staff on military spouse resumes and benefits to hiring military spouses

• ADVOCATE

• Focus on fellowships; identify opportunities for spouses to integrate into these programs locally

• Develop military spouse hiring initiatives

• Encourage states to incentivize military spouse hiring

El Paso, TX

Colorado Springs, CO

State of Texas

San Antonio, TX

Tampa, FL

The Case for Military Spouse Employment

MILITARY SPOUSES represent an untapped segment of the workforce of the future. They provide employers with a rich talent pool of diverse and versatile candidates with an exceptional level of grit.

MILITARY SPOUSES ARE OFTEN OVERLOOKED AS CANDIDATES

BECAUSE THEIR RESUMES

“CONFUSE” EMPLOYERS.

They may have frequent relocations, multiple short-term positions, gaps in employment, career path changes, and varying levels of experience versus showing a traditional career path. Ask about their depth of experience to learn how they can contribute to your business and why they want to join your team.

Companies often say their people are their most valuable assets; military spouses are people of the highest caliber.

THEY ARE COMPETITIVE, DRIVEN, ENTREPRENEURIAL, RESILIENT, AND CREATIVE PROBLEM SOLVERS.

They have taken on a lifestyle many would decline and have been and continue to be the backbone of our nation’s forces. They are constantly forced out of their comfort zones yet perform and thrive in facing the unknown.

What the DATA TELL US

MILSPOUSES IN THE WORKPLACE

Our 2017 military spouse-focused employment survey, Military Spouses in the Workplace, showed a military spouse unemployment rate of 16%. Twentynine percent of military spouses report a consistent four to six month gap in employment as a result of relocation.

69 % REPORT HAVING MORE EDUCATION AND EXPERIENCE THAN REQUIRED FOR THEIR CURRENT POSITION.

As America’s gig economy grows and the workforce continues to shift toward freelance, project-based, short-term employment, military spouses are the model of the pipeline of talent positioned to build the nation’s workforce.

Connecting with the Military Spouse Talent Pool

“IF YOU HAVE A MILITARY HIRING INITIATIVE THAT DOESN’T INCLUDE SPOUSES, YOU ONLY HAVE HALF OF A PROGRAM." • Eric Eversole, President, Hiring Our Heroes

DO YOUR MILITARY spouse

recruiting efforts need a boost? Try implementing these strategies.

Get military spouses out of the fine print.

DON'T add "and military spouses" to your veteran hiring initiatives and collateral.

DO create a separate platform with clear messaging as to why you value military spouses on your teams and recognize them independently from veterans.

Interview military spouses.

DON'T bypass a candidate because you are confused by a resume with short-term experiences, gaps in employment, or career path changes.

DO create a separate platform with clear messaging highlighting why your organization values military spouses on your teams and recognize them independently from veterans.

Collaborate.

DON'T reinvent the wheel by building a program from scratch.

DO connect with HOH's Military Spouse Employment Advisory Council partners to learn about and continue to develop best practices in military spouse employment..

Connect with military spouses at the local level.

DON'T miss the opportunity to participate in Hiring Our Heroes event throughout the year. HOH hosts multiple hiring fairs and special events specifically for military spouses across the country. Attend as many of these free events as possible and ask how you can be more involved.

DO get involved with HOH's Military Spouse Professional Network.

DO leverage HOH's digital tools and referral network.

HOH'S MILITARY SPOUSE PROFESSIONAL NETWORK (MSPN)

HOH MSPN locations are local cohorts of career-minded military spouses in approximately 50 regions worldwide. Local networks meet monthly and provide military spouse professionals with a community of peers; professional development opportunities; connections to local industry, civic, and military leaders; and referrals to additional professional resources to measurably reduce gaps in employment and income. Network locations serve as a direct pipeline of experienced and educated talent to employers in their respective region.

Onboarding and Retaining Military Spouses

Developing your workforce

DON'T lump military spouses in veteran, working moms, or women’s cohorts.

DO implement support networks scaled to meet the needs of military spouses. Not all military spouses are veterans or women. Connect a new military spouse employee with a current military spouse employee.

Interview military spouses

DON'T assume military spouse employees know they are supported in the workplace. Military spouses have hesitated to self-identify for decades due to discrimination as a result of frequent relocation.

DO conduct focus groups with current military spouse employees. Encourage honest dialogue to demonstrate acceptance of the military lifestyle and welcome the sharing of experiences.

GET

CONNECTED

Learn more about HOH hiring events at HiringOurHeroes.org/events

Learn more about HOH's MSPN at HiringOurHeroes.org/MSPN

GET INVOLVED WITH MSPN

HOST informational interviews with military spouses and MSPN members to share information about your organization, employment needs and trends, and meet military spouse candidates through the local HOH MSPN.

SUPPORT MSPN events by providing career development advice such as current trends in resumes, interviews, and salary negotiation.

LEVERAGE MSPN to promote training opportunities and job openings for direct referrals to talent.

Solidifying the Committment

MSEEZ WORKING GROUPS drive each local MSEEZ. Use the information below to learn about working groups.

WHO PARTICIPATES IN THE WORKING GROUPS?

• Local Industries

• Industry partners must make a Hiring 100K commitment

• Civic Entities (City/State/Workforce/VA, etc.)

• Service Organizations

• Installation Partners (if applicable)

EXPECTATIONS OF WORKING GROUP CHAIR(S)

The Chair(s) will support the work of Hiring Our Heroes and provide on-site leadership and governance for the MSEEZ Working Group. The responsibilities of the Chair(s) will include, but are not limited to:

• Serve as the main point of contact for the Working Group

• Develop statewide or regional MSEEZ strategy and goals with MSEEZ Program Director and Committee Chairs

• Assist MSEEZ Program Director in identifying and recruiting Working Group members

• Lead Working Group meetings and follow up on action items

• Attend annual in-person MSEEZ Chair meeting and semi-annual virtual meetings

• Represent the MSEEZ at employer events and deliver remarks (as needed)

WORKING GROUP COMMITTEES

The Committee Chairs will support the Working Group Chair(s) and will lead the working group’s 3 Committees, which are aimed at achieving the 3 goals of each MSEEZ:

1) Hiring Committee 2) Training Committee 3) Advocacy Committe

Roles & Responsibilities in Statewide Working Groups

DURING THE INITIAL WORKING GROUP MEETING, using the MSEEZ Initial Working Group Meeting Worksheet (page 16-17), each MSEEZ will define the opportunities/goals for each of these Committees.

RESPONSIBILITIES OF STATE-LEVEL CHAIR(S)

The responsibilities of the Chair(s) will include, but are not limited to:

• Provide overarching support to regional MSEEZ locations, ensuring regional Working Groups align with the MSEEZ goals: Hire, Train, and Advocate.

• Collaborate and offer strategic level guidance during quarterly meetings with regional Working Group Chair(s).

• Drive annual planning goals, providing guideposts to regional Chair while maintaining an environment for regional Chairs develop grassroots solutions.

EXPECTATIONS OF REGIONAL CHAIRS COLLABORATING WITH STATE-LEVEL MSEEZ

• Act as subcommittee members to the state-level Working Group

• Convene quarterly with State Chairs to provide progress reports on MSEEZ goals, address challenges requiring State Chair guidance, and collaborate on the military spouse employment initiatives.

NOTES

REGIONAL WORKING GROUPS

Roles & Responsibilities in Regional Working Groups

DURING THE INITIAL WORKING GROUP MEETING, using the MSEEZ Initial Working Group Meeting Worksheet (page 16-17), each MSEEZ will define the opportunities/goals for each of these Committees.

RESPONSIBILITIES OF THE COMMITTEE CHAIRS

The responsibilities of the Chair(s) will include, but are not limited to:

• Convene their committee prior to the quarterly working group meeting

• Assist MSEEZ Program Director and Chair(s) in identifying and recruiting Committee members

• Brief their committee’s progress to the larger working group

• Represent the MSEEZ at employer events and deliver remarks (as needed)

EXPECTATIONS OF WORKING GROUP MEMBERS

• Commit to the Hiring 100K Military Spouses initiative (Industry only)

• Ensure representation at quarterly Working Group meetings

• Identify and recruit other Working Group members

• Identify employment resources and hiring events for inclusion on the MSEEZ Webpage

• Participate as an industry mentor during Hiring Our Heroes’ AMPLIFY sessions (if available)

• Participate as a host company for military spouse fellowships (if available)

NOTES

ACTIVITY 1: GAP ANALYSIS

Identify Barriers to Military Spouse Employment in your location:

Identify Existing Local Resources available to advance Military Spouse Employment:

Advocates Subcommittee Chair(s):

What are opportunities/goals for this subcommittee?

Opportunities to close gaps that remain:

ACTIVITY 2: DEVELOP GOALS

Hire Subcommittee Chair(s):

What are opportunities/goals for this subcommittee?

Who is missing?

Train Subcommittee Chair(s):

What are opportunities/goals for this subcommittee?

2020 SUGGESTED STATE-LEVEL MSEEZ MEETING AGENDA

1st Quarter Working Group Meeting

• Share and commit to 2020 mission/vision/goals

• Regional MSEEZ Chairs provide goals and challenges update (Hire, Train, Advocate)

• Provide update on engagement with key state stakeholders

2nd Quarter Working Group Meeting

• Regional MSEEZ Chairs provide goals update (Hire, Train, Advocate)

• State Chairs provide progress report on challenges

3rd Quarter Working Group Meeting

• Regional MSEEZ Chairs provide goals and challenges update (Hire, Train, Advocate)

• Provide update on engagement with key state stakeholders

4th Quarter Working Group Meeting

• Regional MSEEZ Chairs provide goals update (Hire, Train, Advocate)

• State Chairs provide progress report on challenges

• Establish mission/vision/goals for 2021

2020 SUGGESTED REGIONAL MSEEZ MEETING AGENDA

1st Quarter Working Group Meeting

• Share and commit to 2020 mission/vision/goals

• Subcommittees provide MSEEZ goals update (Hire, Train, Advocate)

• Plan joint MSEEZ/MSPN event

• Reassess documented employment challenges

JOINT MSEEZ/MSPN

EVENT EXAMPLES:

2nd Quarter Working Group Meeting

• Subcommittees provide MSEEZ goals update (Hire, Train, Advocate)

• Guest Presenter on military spouse employment

• Recap and Lessons Learned: Joint MSEEZ/MSPN event

3rd Quarter Working Group Meeting

• Subcommittees provide MSEEZ goals update (Hire, Train, Advocate)

• Plan joint MSEEZ/MSPN event

• Reassess documented employment challenges

Lunch & Learns, networking receptions, open houses, reverse hiring fairs, etc. Contact the Military Spouse Program team at Hiring Our Heroes can for brainstorming assistance.

WORKFORCE DEVELOPMENT

TOPIC EXAMPLES:

Earn and Learn opportunities, Leveraging Workforce Development Funds, and the Future of Work.

4th Quarter Working Group Meeting

• Subcommittees provide MSEEZ goals update (Hire, Train, Advocate)

• Guest Presenter on military spouse employment

• Recap and Lessons Learned: Joint MSEEZ/MSPN event

• Establish mission/vision/goals for 2021

EXAMPLES OF PRESENTERS

INCLUDE:

Department of Commerce, Economic Development, Small Business Administration, Department of Labor, Society for Human Resource Management, and organizations with spouse hiring initiatives.