VETERAN EMPLOYMENT TRANSITION (VET) TASK FORCE
TRANSITIONING
TO SUCCESS:
Private Sector Pathways to Long-Term Post-Military Career Opportunities
Veteran Employment Task Force Co-Chairs: Eric Eversole, Michael McDermott, Mark Goulart Transition Programs Working Group Co-Chairs: Eric Eversole, Jim Beamesderfer
The following organizations are members of the VET Task Force and Transition Programs Working Group. A representative from each organization attended one or more VET Task Force meetings and provided valuable input to the Transition Programs Working Group. The leadership of the VET Task Force thanks them for their commitment to the employment of transitioning Service members, Veterans, and military families.
VET TASK FORCE LEAD ORGANIZATIONS
TRANSITION PROGRAMS WORKING GROUP PARTICIPANTS
VET TASK FORCE
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VET TASK FORCE The Veteran Employment Transition (VET) Task Force is an outcomes-driven body focused on the effectiveness and sustainability of post-transition employment programs for veterans and their families. Representing a broad array of private, non-profit, and public sector organizations, the VET Task Force works to improve transition pathways for military talent into American businesses. In 2019, the VET Task Force convened working groups dedicated to entrepreneurship, community partnerships, data sharing, Veterans in the future of work, and transition programs. This report represents the analysis and recommendations provided by the Transition Programs working group. The working group intends for the recommendations set forth by this report to be a call to action for leaders in the private, public, and non-profit sectors to take bold steps to achieve the shared goal of ensuring the effective transition of our nation’s military Service members and their families into meaningful employment.
Disclaimer: This report is the product of the VET Task Force and Transition Programs Working Group. It does not necessarily represent the views or opinions of any single organization that participated in Task Force meetings and associated working groups. 3
VET TASK FORCE
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BACKGROUND Every year, approximately 200,000 men and women leave U.S. military service and return to life as civilians.1 According to a 2018 study by the Institute for Veterans and Military Families (IVMF), 55% of respondents identified finding a job as a key transitional challenge, closely followed by 39% identifying skills translation as an obstacle to employment. To support Transitioning Service Members (TSMs) throughout this period, there are numerous services and resources available. Over the past several years, those resources have evolved as unemployment rates declined and the focus shifted to achieving more meaningful
programs supplement what is provided during the Transition Assistance Program (TAP) and are primarily available for TSMs while serving on, or shortly after leaving, Active Duty. The career-related transition programs discussed in this report were developed to help Veterans find meaningful employment after leaving the military. The initial purpose of these programs was to help individuals who might have been at risk for an unsuccessful transition. Over time, however, these programs have evolved to meet more specific needs of the TSM population. For example, while Veteran unemployment is
Career-related transition programs are programs organized by a company or non-profit to provide employment focused opportunities, including skill development, certification training, and/or jobs, for TSMs, military spouses, and Veterans during the transition period.
employment and up-skilling or re-skilling to meet the demands of the future of work. In this report, the Transition Programs Working Group of the VET Task Force will discuss these emerging career-related transition programs. Career-related transition programs are programs organized by a company or non-profit to provide employment-focused opportunities, including skill development, certification training, and/or jobs, for TSMs, military spouses, and Veterans during the transition period. These VET TASK FORCE 1 2
currently low, nearly one-third of Veteran job seekers are underemployed – meaning they are overqualified and/or underpaid for the job they currently have. Veteran job seekers are underemployed at a rate 15.6 percent higher than non-Veteran job seekers.2 These programs work to address the lesser known issue of underemployment by helping TSMs develop the more advanced skills they need to earn and sustain rewarding careers today and into the future.
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Missing Perspectives: Servicemembers’ Transition from Service to Civilian Life, Syracuse University’s Institute for Veterans and Military Families (IVMF) Challenges on the Home Front: Underemployment Hits Veterans Hard, Call of Duty Endowment and Zip Recruiter
OUR
PURPOSE Given the recent emergence of many new career-related transition programs, the Transition Programs Working Group created this report to provide a highlevel overview of the various types of programs available, give examples of some successful private and non-profit programs, and strive to better understand why some of these programs are frequently under-utilized. While these programs can be very beneficial to TSMs, there are obstacles limiting their widespread awareness, support, and institutionalization. The private, public and non-profit sectors can better collaborate to address the obstacles that contribute to low participation rates and maximize the number of members in the military community that can benefit from these programs. This report examines several different types of available career-related transition programs, highlights common obstacles these career-related transition programs face, and concludes with four recommendations that will help strengthen and increase participation in career-related transition programs for TSMs, military spouses, and Veterans, effectively preparing them for long-term career success.
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VET TASK FORCE
TYPES OF
TRANSITION PROGRAMS With the broad range of career-related transition program offerings available to TSMs, military spouses, and Veterans today, it is important that Veterans select the program (or combination of programs) that best suit their needs and goals post-military. Building off this working group’s report from last year focused on TAP, Modernizing the Transition Assistance Program: A Review of Recent Improvement Efforts and Recommendations for the Way Ahead3, in this report, the Working Group reviews career-related transition programs and provides recommendations for the way forward. Programs are mapped to one of the following categories:
CERTIFICATION BASED TRAINING PROGRAMS Programs that help TSMs, military spouses, and/ or Veterans earn licenses or certifications, through classroom and/or structured training, that will help them in their chosen civilian career path.
APPRENTICESHIPS Programs where TSMs, military spouses, and/ or Veterans learn a trade or specific career skills rather than going through a formal education process. Veterans enter into apprenticeship training programs for a set period of time, which can range from weeks to months. At the end of the training program, the Veteran will either receive a job certification or achieve journeyman status.
ON-THE-JOB TRAINING
CAREER BUILDING PROGRAMS
Programs that provide on-the-job opportunities for TSMs, military spouses, and/or Veterans to learn in a less structured training environment. Many on-the-job training opportunities are similar in scope to an internship.
Programs that help TSMs, military spouses, and/ or Veterans develop skills and best practices specifically related to finding and succeeding in a civilian career, as well as learn to leverage existing skills that will help them in the civilian workforce.
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Modernizing the Transition Assistance Program: A Review of Recent Improvement Efforts and Recommendations for the Way Ahead, Veteran Employment Task Force
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It is important to note that many career-related transition programs are part of SkillBridge. As explained by the official SkillBridge website , SkillBridge is a DoD initiative developed to promote civilian job training to Service members in their final six months of military service. SkillBridge training programs provide Service members with opportunities to participate in first-class apprenticeships, on-the-job training, employment skills training and internships that provide valuable experience and often lead to full-time employment. TSMs are relieved of military responsibilities for the duration of the program, allowing them to concentrate on their training. Service members also continue to receive their military pay and benefits from the government while participating in SkillBridge programs, meaning they have the opportunity to obtain industry-recognized skills and move into high-demand and highly skilled careers at little to no cost.
SkillBridge training programs provide Service members with opportunities to participate in first-class apprenticeships, on-the-job training, employment skills training and internships that provide valuable experience and often lead to full-time employment at little to no cost.
These private sector and non-profit career-related transition programs are important because they provide specialized training and resources that TSMs are not getting through other channels during their transition period. Additionally, these programs are beneficial to the organizations and economy overall by teaching necessary skills that can fill critical gaps in the private, public, and non-profit sector. This section will explore the different types of programs available and provide examples of programs in each category, including some of their successes and what obstacles these programs still face to support TSMs, military spouses, and Veterans. The Transition Programs working group is not endorsing or recommending any specific career-related transition programs, whether they are included or not included in this report. The programs included are illustrative examples to highlight some of the leading practices around career-related transition programs. This is not an exhaustive list of available career-related transition programs. Data cited in the following sections was provided by the organizations offering the career-related transition programs. Additional information about the programs and their websites can be found in the appendix.
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DoD SkillBridge: Program Overview, DOD SkillBridge
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CERTIFICATION BASED
TRAINING PROGRAMS Certification Based Training Programs afford TSMs, military spouses, and/or Veterans the opportunity to earn licenses or certifications that will help them in their chosen civilian career path. These programs offer structured, formal trainings, some of which are classroom based, that can result in the participant leaving the program with a specific skill or certification. Certification Based Training Programs vary in whether a job offer is available at the end of the program. Participants should ask this question before starting a Certification Based Training Program to understand the expectations. Examples of Certification Based Training Programs include:
The Institute for Veterans and Military Families (IVMF) offers the Onward to Opportunity (O2O) program, which provides employment training, in-demand industry professional credentialing and job placement support to TSMs and military spouses. O2O partners with private sector companies committed to training and hiring military talent and their spouses earlier in the transition process. O2O funds one industry certification per participant, and each participant is assigned an IVMF Advisor or Installation Coordinator to assist them as they navigate through the program. To date, O2O has served more than 30,000 TSMs, Veterans, and military spouses.
NS2 Serves provides training to help TSMs, Veterans, Gold Star Spouses, National Guardsman and Reservists enter into high-tech careers. The program is designed to re-skill Veterans through an intensive, full-time course over two months. Graduates of the program earn SAP certifications and gain access to exclusive job fairs with potential employers. 100% of graduates are offered employment upon graduation, and more than 300 participants’ lives have been impacted so far.
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Microsoft Software & Systems Academy (MSSA) trains TSMs for careers in the technology industry, offering an 18-week training for high-demand careers in cloud development, sever and cloud administration, cybersecurity administration, and database intelligence administration. Program graduates gain an interview for a full-time job at Microsoft or one of the company’s 500 hiring partners. The program has been recognized as an industry leader in training active duty service members for STEM careers in the technology industry. More than 1600 Veterans have graduated from MSSA, and 96% of graduates are employed within 60 days of program completion.
Salesforce is the global leader in Customer Relationship Management (CRM), bringing companies closer to their customers in the digital age. Salesforce Military invests in service members, veterans, and military spouses, and skills them up to work in the Salesforce ecosystem through their workforce development program, Trailhead Military. Trailhead Military provides an on-ramp for the military community to tap into the booming Salesforce economy of high demand, high paying tech careers. Military community members have the opportunity to take classes and earn up to 13 certifications for free. Salesforce customers and partners can hire Salesforce certified military talent through the program for roles as admins, consultants, analysts, and developers. Additionally, partners and customers can join the Salesforce Military Alliance by committing to automatic interviews for any military community member who earns a certification
Home Builders Institute (HBI) is a national nonprofit that provides training, curriculum development, and job placement for the building industry. Program participants receive industry trades training, earn portable, industryrecognized credentials, and are placed in employment or in post-secondary education upon separation from the military. The program, operated in partnership with The Home Depot Foundation, takes place over 12 weeks, using HBI’s Pre-Apprenticeship Certificate Training (PACT) curriculum. PACT is 1 of 3 pre-apprenticeship curricula approved by the US Department of Labor and developed and recognized by the residential building industry. To date, over 900 individuals have enrolled in one of HBI’s programs, with 96% successfully earning a PACT certification.
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ON - THE - JOB
TRAINING
On-the-job training programs provide opportunities for TSMs, military spouses, and/or Veterans to learn in a less structured training environment. Participants have the opportunity to work for a company for a discrete period to understand what skills are required and whether they and the employer would be a good fit for a long-term position. Many on-the-job training opportunities are similar in scope to an internship, as they are less-structured training opportunities than a Certification-Based Training Program. However, participants have opportunities to learn informally from co-workers, employer provided trainings, and more. On-the-Job training programs do not necessarily provide a formal certification or dedicated training for a new skill. Examples of On-theJob Training programs include:
The Hiring Our Heroes Fellowship Programs are innovative programs that provide TSMs, veterans, and military spouses with professional training and hands-on experience in the civilian workforce with private sector host companies. The on-the-job training provides employers with an understanding of the level of talent leading to the meaningful employment of TSMs, veterans, and military spouses. Since 2015, the Fellowship Programs have grown rapidly to 20 locations nationwide working with more than 450 host companies. More than 2,400 active duty service members have participated in the program, yielding a job offer rate exceeding 92% with an average starting salary of $88,000. Over 150 military spouses have participated in the program, yielding a job offer rate of 88% with an average starting salary of $64,500.
VETalent is a work-study program offered by Prudential, in partnership with the non-profit Workforce Opportunity Services, that prepares Veterans and military spouses for specific career opportunities. This includes an on-thejob training period for participants to develop and demonstrate critical skills that can then lead to employment opportunities. Individuals participating in VETalent have a high retention rate (90%) and fill roles across Information Technology, Customer Service, and Project Management. 50% of participants in VETalent are military spouses.
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APPRENTICESHIP Apprenticeships are programs where TSMs, military spouses, and/or Veterans complete more formal company training programs. Administered by the Department of Labor (DOL), apprenticeships allow Veterans to learn a trade or specific career skills rather than going through a formal education process. Veterans enter into apprenticeship training programs for a stated period of time, which can range from weeks to months. At the end of the training program, the Veteran will either receive a job certification or achieve journeyman status. While Veterans participate in apprenticeships, VA will provide a tiered Monthly Housing Allowance (MHA) based on the duration of the apprenticeship or on-the-job training.5 The company will also pay the Veteran a salary, which must initially be at least 50% of the journeyman wage. Additionally, there are some apprenticeship programs where TSMs or Veterans can utilize their GI Bill to participate; however, this does have impacts on the MHA. TSMs/Veterans can only use their GI Bill once, so it is important to understand what they will be gaining from participating in a program. The Transition Programs Working Group’s definition of apprenticeships includes the Registered Apprenticeship Program (RAP), which is a proven model of apprenticeship that has been validated by the U.S. Department of Labor or a State Apprenticeship Agency. A Registered Apprenticeship is a structured employee-training program that combines both well-defined on-the-job learning with additional, classroom-based, industry-related technical instruction (RTI). Example Apprenticeship programs include:
Amazon’s AWS Apprenticeship is pioneering the apprenticeship model in technology, a non-traditional sector for apprenticeships. The model relies on formal instructor-led Training followed by on-the-job training. Amazon’s apprenticeship program was designed to bridge the technical skill gap that generally exists between many TSMs’ technical experience and the skills needed to be successful in an in-demand tech role with AWS. Upon completion of this program, participants can receive a range of credentials, from CompTIA to AWS credentials. To date, the AWS apprenticeship has been provided to 500 participants and over 100 have completed the program.
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Wells Fargo’s Veteran Employment Transition (VET) Program is a structured internship, designed for transitioning military talent. VET focuses on employing military talent across varied levels of leadership and multiple business groups. The program begins with a one-week cohort orientation which includes networking events, interactive sessions with senior leaders from across the organization, and a community support focus. All participants are eligible for promotion to a full-time role pending satisfactory completion of internship requirements and in 2019, 95% of the cohort were promoted into their intended full-time role.
CAREER BUILDING
PROGRAMS
Career Building Programs help TSMs, military spouses, and/or Veterans develop new skills, often specifically related to finding and succeeding in a civilian career. These programs also help participants leverage existing skills that will help them in the civilian workforce and articulate how these skills relate to opportunities in the market. The Career Building Programs typically focus on soft skills including leadership, career preparation, resume creation and review, interviewing, and more. Example Career Building Programs include:
Deloitte created the Career Opportunity Redefinition and Exploration (CORE) Leadership Program to help transitioning military Service members translate their leadership abilities into a business context. The program leverages Deloitte’s award-winning leadership curriculum to help the Veterans shift their mind-set to focus on their individual strengths and interests and encourages them to develop a career vision and pursue careers that they are passionate about. To date, more than 1,000 TSMs are alumni of the CORE Leadership program. 98% of alumni actively in the job market have found employment.
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Centurion Military Alliance (CMA) is a nationwide nonprofit organization in support of the Department of Defense (DoD) Transition Assistance Program (TAP) and DoD duly-authorized peripheral program(s). CMA’s provides a Multidisciplinary Curriculum, Transition Workshop, and Case Management Platform that directly supports transition and reintegration of active duty service members, Veterans, spouses, dependents and caregivers. On average, 1,000 individuals participate in CMA programs each year, with a current job placement rate of 87%
The Wounded Warrior Project® (WWP) Warriors to Work program provides career guidance and employment support services to WWP Alumni and family members interested in transitioning to the civilian workforce. The WWP supports veterans and their family members with a VA disability rating of 0% or greater. Warriors to Work specialists help WWP alumni and their family members to set goals, build an effective resume, prepare for interviews, network with local employers, and more. The Warriors to Work team also supports employers by helping them connect with qualified candidates. In FY 2019, Warriors to Work helped place over 1950 veterans and family members in employment, while also collaborating with Deloitte to deliver Employment Boot Camps and Creating IT Futures, a foundation of CompTIA, to enroll more than 900 Veterans in free IT training over the next three years
USO Pathfinder assists military service members, spouses and their families to create a plan for life after military service. Through free one-onone support, a USO Pathfinder Scout works with a service member and/ or military spouse to develop a personalized Action Plan that will provide step-by-step guide and applicable resources that will assist with a successful transition. USO Pathfinder is on trajectory to create more than 10,000 action plans in 2019, and an additional 10,000 touch points through complementary programming such as employment workshops and seminars.
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TRANSITION PROGRAM
OBSTACLES & OPPORTUNITIES In communications with organizations offering all four types of programs outlined above, the Transition Programs Working Group observed several common obstacles that limited the number of TSMs, Veterans, and military spouses they could support. The working group further engaged with a variety of these programs to better understand the landscape they operate within and how they might be able to address these challenges to achieve greater impact in the future. This working group observed that both private and non-profit organizations often noted one or several of the following obstacles related to their career-related transition programs:
The availability of more centralized data on the effectiveness of career-related transition programs would help drive research and innovation to increase program participation. There is currently a lack of clear data about how career-related transition programs are impacting the intended audience – both individually and in aggregate. Data that have been collected on these programs is often inaccessible, which limits the ability for organizations with new and existing careerrelated transition programs to learn and make data-driven changes to improve delivery for TSMs and Veterans. A more comprehensive picture of program effectiveness would help career-related transition programs and the military identify solutions to increase participation in these programs.
Greater consistency in policy and its application across DoD and the Military Services would help improve the ability of TSMs, military spouses, and Veterans to participate in careerrelated transition programs. Opportunities for TSMs to take advantage of transition programs are often contingent on their branch of Service, command climate, and physical location. Further, there can be confusion about program applications, TSM eligibility requirements, and permissions due to inconsistent processes and requirements across military Services and installations. These inconsistencies can cause confusion for both the organizations offering transition programs as well as TSMs, military spouses, and Veterans. This working group recognizes that the mission and end strength requirements are ultimately paramount; however, clarifying processes for commander approval for TSMs to participate in these programs would certainly help TSMs make more informed decisions during the transition process.
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There can sometimes be a disconnect between where programs are offered and where there are relevant jobs. Additionally, some programs are offered in limited geographical areas, which may limit where a TSM can participate in a program. In some cases, not all TSMs have access to the kinds of programs they seek to participate in. This creates inequality between TSMs who are stationed at major, CONUS installations and those who transitioning from more remote or OCONUS locations. With regard to inconsistencies in DoD/Service policy as described above, it may be difficult for some TSMs to receive permissive TDY for programs outside of their immediate location.
There continues to be a “sea of goodwill” with many organizations offering career-related transition programs to Veterans; however, this can make it overwhelming for TSMs to sift through information and determine which program(s) may be most beneficial for them. In part because of the overload of information, potential participants are often unaware what options are available to them or how a career-related transition program might align with their goals. Depending on what a TSM needs, different programs can help teach technical skills that participants will need in their future careers, practice key soft skills, or refine career goals and next steps, among other benefits. The working group is encouraged by recent improvements to the DoD TAP curriculum, which provides mandatory counseling at the begin of the transition process to help TSMs better navigate available resources.
Legal concerns related to active duty service members who participate in a SkillBridge program and the Fair Labor Standards Act (FLSA). Many companies have raised concerns about the implication of the FLSA and how it impacts active duty service members who may participate in a SkillBridge program. While the DoD guidance makes clear that companies may not pay SkillBridge participants (because they are still being paid by DoD), some corporate counsel have questioned whether they still have an obligation to pay participants under the FLSA—which is enforced by DOL. The legal jeopardy caused by the apparent conflict is preventing many companies from participating in SkillBridge-related programs.
A wide variety of these career-related transition programs face these obstacles. The working group does not expect all these challenges to be fully resolved. Our recommendations are targeted at creating the most opportunity for the greatest number of programs to succeed and increase participation, not completely eliminating all obstacles related to career-related transition programs, some of which are unavoidable. Collaboration across sectors to address these obstacles will be essential to increasing program participation and maximizing the opportunities for TSMs to find meaningful employment that not only provides fulfilling work, but also provides economic stability to the Veteran and their family.
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OUR
RECOMMENDATIONS Based on the Transition Programs working group’s assessment of the most common obstacles and opportunities identified by career-related transition programs, the group collaboratively produced the following recommendations. This working group is focused on sharing a range of bold, innovative recommendations that will help advance career-related transition programs in both the short and long term.
Recommendation 1: Collect and review career-related transition program data to understand who is taking advantage of transition programs and identify common metrics of success
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Based on the Transition Programs working group’s assessment of the most common obstacles and opportunities identified by career-related transition programs, the group collaboratively produced the following recommendations. This working group is focused on sharing a range of bold, innovative recommendations that will help advance career-related transition programs in both the short and long term.
Recommendation 2: Create and maintain a list of all available career-related transition programs and highlight “success stories” in a comprehensive online forum that is accessible for TSMs, Veterans, and military spouses This consolidated resource should look at transition opportunities nationally so that TSMs, Veterans, and military spouses have a full view of the resources available to them. This resource should also identify the career-related transition program regarding where it falls in the transition lifecycle. DoD recently launched a consolidated list of all SkillBridge programs, which is a valuable resource on which to build (https://dodskillbridge.usalearning.gov/ locations.htm). Within the next year, this resource should also include as many non-profit and privately-run programs as possible, ideally with search functionality. It should be kept as up to date as possible, given the ever-changing nature of the transition landscape. This tool should also collect and share “success stories” to increase participation by raising awareness about existing programs and demonstrating value to both military talent and employers.
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Recommendation 3: Improve consistency in how career-related transition programs are administered and approved across DoD and the Military Services Across Services, DoD should consider aligning on what costs TSMs are permitted to incur and if there are any geography-based limitations to program participation. DoD should also consider developing a standard, cross-Service approval process for TSMs to participate in career-related transition programs. A standardized approval process should include clear guidance and examples related to why commanders should approve or deny TSM requests. DoD should also consider lengthening the timeframe during which TSMs can participate in career-related transition programs, as has been done with TAP in recent years. This would enable commanders to mitigate impact to mission requirements that a TSM attending a transition program may cause. The organizations facilitating the programs should work with DoD to mitigate logistical challenges related to TSM participation, including housing and meals, particularly for Active Duty participants, where possible. It is the viewpoint of this working group that TSMs should be able to sign up for any career-related transition program if they meet eligibility requirements, there are spaces available, and they receive the necessary approvals.
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Recommendation 4: Clarify relationship between the Fair Labor Standards Act (FLSA) and include a section on career-related transition programs DoD and DoL should work collaboratively to issue clear guidance on the relationship between SkillBridge and the FLSA. Clear guidance will help broaden the number of companies participating in SkillBridge and eliminate legal uncertainty.
Adopting and implementing these four recommendations can help make career-related transition programs more widespread and impactful for TSMs, Veterans, and their families. It will take the commitment of all critical stakeholders to reach our ultimate goal of helping to ensure all TSMs have the opportunity to take advantage of the resources they need to be successful in their transitions and beyond.
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APPENDIX:
CAREER-RELATED TRANSITION PROGRAM OVERVIEWS Job Guaranteed Upon Successful Completion
Certification Upon Successful Completion
Available PreTransition
Available PostTransition
Available to Military Spouses
IVMF Onward to Opportunity (O2O)
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•
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NS2 Serves
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Microsoft Software & Systems Academy (MSSA)
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Salesforce Military
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•
•
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Home Builders Institute (HBI)
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Program Name
Prudential VETalent
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Hiring Our Heroes: Corporate Fellowship
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Amazon AWS Apprenticeship
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Wells Fargo VET Internship
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USO Pathfinder
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Deloitte CORE
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Centurion Military Alliance
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•
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Warriors to Work Certification Based Training
On-the-job Training
Apprenticeships
• •
Career Transition Support
For more information about these programs, please visit their websites, listed in the following page.
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CERTIFICATION BASED TRAINING PROGRAMS IVMF Onward to Opportunity (O2O) – https://ivmf.syracuse.edu/onward-to-opportunity NS2 Serves – https://ns2serves.org Microsoft Software & System Academy (MSSA) – http://military.microsoft.com/mssa Salesforce Military – http://salesforce.com/veterans Home Builders Institute – http://www.hbi.org/Programs/Training-Programs/Veterans-Program
ON-THE-JOB TRAINING PROGRAMS Prudential VETalent – https://www.prudential.com/links/about/veterans/veterans-initiative Hiring Our Heroes: Corporate Fellowship Program – https://hiringourheroes.org/corporatefellows
APPRENTICESHIPS Amazon AWS Apprenticeship – https://www.amazon.jobs/en/landing_pages/mil-apprentice Wells Fargo – https://www.wellsfargojobs.com/veteran-employment-transition-program
CAREER BUILDING PROGRAMS United Service Organizations (USO) Pathfinder – https://www.uso.org/programs/uso-pathfinder Deloitte CORE – https://www2.deloitte.com/us/en/pages/about-deloitte/articles/join-deloitte-coreleadership-program.html Centurion Military Alliance (CMA) – https://www.cmawarrior.org Wounded Warrior Project - Warrior to Work Program – https://www.woundedwarriorproject.org/ programs/warriors-to-work 19
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