Career and Continuing Education

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CAREERS &

CONTINUING EDUCATION

Y o u r g u i d e t o e m p l o y m e n t o p p o rt u n i t i e s a n d h i g h e r e d u c at i o n f o r s e pa r at i n g a n d r e t i r i n g m i l i ta r y

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2 CAREERS & CONTINUING EDUCATION SUMMER 2012

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The contents of this special section are not necessarily the official views of or endorsed by the U.S. government, the DoD, the DoT or the U.S. Coast Guard. Opinions of contributing writers do not necessarily reflect the opinions of Military Newspapers of Virginia or The Flagship®. The availability of these newspapers and the appearance of advertising in these publications, including any inserts and supplements, do not constitute endorsement by the federal government, the DoD, the DoT, the U.S. Coast Guard or Military Newspapers of Virginia of products or services advertised. Military Newspapers of Virginia is a private firm in no way connected to the Department of Defense or United States Coast Guard.

Your guide to employment opportunities and higher education for separating and retiring military

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>?LRQ 'LFKFKD #LO@BP The two blog posts below were written by Brad Cooper, the Executive Director of Joining Forces. Learn more about the Joining Forces initiative: Visit JoiningForces.gov, like Joining Forces on Facebook and follow @JoiningForces on Twitter.

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ast November, more than 30 organizations, including businesses, government agencies, think tanks and veteran advocates, joined forces in New York City for a “best practicesâ€? summit on veteran employment. Keynote speakers included Richard D. Parsons, now former chairman of the board of Citigroup, and Mrs. Patricia Shinseki - two of the Joining Forces three-member advisory board. Recently, the results of the summit came to fruition with the release the Guide to Leading Practices and Resources Supporting the Employment of Veterans and Military Families. The guide was published by Syracuse University’s Institute for Veterans and Military Families (IVMF) and reects a collaborative contribution of major private-sector employers and others who agreed to share their own lessons learned and innovations with regard to effective recruitment, assimilation, retention, and development of veterans in the civilian workforce - all in an effort to advance employment opportunities for the nation’s veterans and military family members. With American troops out of Iraq and our responsible withdrawal from Afghanistan now well underway, more than 1,000,000 veterans are expected to transition out of the military in the coming years. This guide is timely, and an important resource for every company in America looking to recruit, employ and retain our nation’s veterans. We know that veterans are valuable additions to any company and are good for the bottom line. The White House Business Council has generated a “Guide to

Hiring Veteransâ€? and signiďŹ cant efforts are underway to address veteran and military spouse employment. More than 1,600 companies have hired 70,000 veterans and military spouses in the past year through Joining Forces. President Obama recently announced a new measure to help veterans secure meaningful work in the manufacturing sector. And now, Syracuse University and major companies in America’s private sector like Citigroup, AT&T, Google, Prudential, GE, Accenture, JP Morgan Chase, and BAE have come together and produced a ďŹ rst-of-its-kind guide that details a series of practices and policies backed by serious research that can positively impact

veteran employment. The guide is full of valuable information and references. Case studies showcase corporate best practices in veteran recruiting, employee assistance, training and development. And the consolidation of existing resources on veteran employment-related issues is top-notch. As the president has stated, “Nobody who fought for our country overseas should have to ďŹ ght for a job when they come back home.â€? Our troops and their families have stepped up and served this country in extraordinary ways. Here are a few things that you can do with this report to make a positive difference. „ If you are a company currently hiring

veterans, check out the guide and see if there are a few examples of opportunities to improve your current practices. „ If you are a business leader that has not yet invested in America’s veterans, check out the guide to get a better appreciation for what veterans can bring to your company. „ If you are a community leader, send a link to this guide to every business owner that you know – and encourage them to hire a veteran. „ If you are a blogger, or otherwise have a way to “spread the word,� send this blog or the link to this guide to business leaders in your community. – JoiningForces.gov

‡–‡”ƒ� •�ƒŽŽ „—•‹�‡•• ‘™�‡”•Š‹’ •’‹�‡• Great news coming out of the International Franchise Association’s Operation Enduring Opportunity campaign – an industry-wide effort to hire as team members and recruit as franchise business owners 75,000 veterans and military spouses by 2014: A new report by GI Jobs says that the total number of veteran-owned franchise businesses jumped at least 4,000 or 35 percent to a record 11,469 since the launch of Operation Enduring Opportunity last year with Joining Forces. This is a huge leap! More than 6,000 veterans have started careers in franchising as team members or franchise business owners since last year. And the numbers are growing. To be successful as a franchise business owner, you need to follow a system with precision, respect procedures and structure, be a good leader, and understand operational excellence. These are the same traits developed in military training and experience – and America’s veterans have them in spades.

That’s why the franchise industry started the VetFran program in 1991, launching a renewed effort last year with Joining Forces. In franchising, it is said that you’re in business for yourself but not by yourself. The structure and support systems work well for veterans entering civilian careers. Also, veterans tend to hire veterans. The average franchise business employs 10 people. And these companies are now renewing their efforts. The UPS Store, which has enabled 10 veterans to become franchise business owners by waiving all its franchise fees, just announced it will extend this opportunity to 10 more qualiďŹ ed veterans. WIN Home Inspection has allocated $1.2 million to offset start-up costs for qualiďŹ ed veterans joining its company as franchise business owners. This is great news for our veterans, and great news for America’s franchise brands. “From honor‌to owner,â€? goes the franchise slogan. VetFran’s Operation Enduring Opportunity is enabling veterans to become leaders in the U.S. economy and create the jobs we need. – JoiningForces.gov

4 CAREERS & CONTINUING EDUCATION SUMMER 2012

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With the economy strengthening, today’s job seekers have more of an opportunity to find a job than in years past. However, that hardly means that companies are taking the decision to hire lightly. With still unprecedented numbers of applicants vying for each open position, companies are putting a greater emphasis on choosing the best of the group, and they are armed with more weapons than ever to do just that. A heightened quest for information on prospective employees, coupled with the increased ease to administer assessments, means that job seekers are more and more likely to face some form of a pre-hire evaluation as part of the hiring process. “Pre-employment assessments have been one way to help companies make sense of who they have in the pipeline,” said Brian Penner, director of assessment and selection at Prudential Financial. “More and more companies have developed a strong appetite for measuring how people think and act – just think about Facebook to see the value in this. Pre-employment assessments provide information on difficult-to-measure human behaviors that give employers the ability to easily compare one candidate with another in an objective way.” Penner notes that it is important for job seekers to remain confident if asked to take an assessment. “The good news is that assessments cost money, which should signal to you that the company thinks you’re important enough to invest in.” Additionally, Penner shares his top seven tips for job seekers if they are asked to take an assessment as part of their application process:

Most assessments today are online and allow you to take the assessment wherever your computer has connectivity to the internet. This means convenience, but it also means that it is critical that you plan ahead so you can work in a distraction-free area. Get sleep the night before. Being well-rested and alert are the building blocks for success. Be yourself. It is easier to be yourself than someone else. Don’t guess who they want you to be. Remember, you’ve been invited to take the assessment because of your skills and experiences. Those who try to be someone different during the assessment don’t fare as well and come across with contradictory results. Stay relaxed, and as contrary as it may seem, try to have fun with the assessment. There are usually a number of factors that go into the hiring decision and assessments are just one piece of the puzzle. Some tests are timed. In these cases, work quickly and accurately. Instructions will tell you if you’re penalized for a wrong answer. If not, leave yourself time to guess the correct answer when time is running out. Research the employer. See if you can get information on the hiring process. Try to find practice tests. Lastly, almost all assessments measure more than one thing. This means if you mess up one section, don’t give up. Keep trying. Your performance on the entire assessment is what counts and everybody already knows that you’re not perfect, so don’t get frustrated in the middle of the test if you feel you’ve done less well on one part. – ARAContent

SUMMER 2012 CAREERS & CONTINUING EDUCATION 5

Ǧ In today’s competitive job market, employers can receive literally hundreds of responses to a posted job. A resume often creates the first impression a prospective employer will form about each candidate - and that first impression forms quickly. According to Business Insider, a career website, research shows “recruiters spend about six seconds before they make the initial ‘fit/no fit’ decision.” “When it comes to mistakes on resumes, I’ve seen it all - grammatical errors, misspelled words, and even omitted credentials,” said Amanda Rajotte, director of Career Services at Brown Mackie College-Hopkinsville. Rajotte helps students and graduates prepare for professional job searches and conducts workshops on the fundamentals of writing resumes. “I cannot stress enough that the resume is a gateway to an interview,” she said. “It’s worthwhile to put time and effort into creating it. If a resume contains mistakes, all the effort after that is wasted, no matter how many you send out.” A resume is an important marketing tool that introduces you to a prospective employer in the professional world. Rajotte likens it to a 30-second commercial for yourself. It’s all about the proper sequencing of information relevant to the employer. “You want to highlight the good qualities and attributes that employers want to see; things that tie into the specific opportunity,” she said. Think carefully about - and always double-check - spelling. “Incorrect spelling worries potential employers. Candidates should spell check and double check their work by proofreading,” Rajotte said. It can help to let someone else proofread the

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resume. An extra set of eyes often finds mistakes. What do spelling errors tell an employer about you? Monster says it tells them, “This person obviously doesn’t care.” Grammatical errors also throw up a red flag. “Bad sentence structure and incorrect word usage are common mistakes people make,” said Rajotte. “These decrease your level of competency in the employer’s mind, and they move on to the next resume. Other typical resume blunders include incorrect capitalization of words, and failure to spell out acronyms. Not everyone knows what acronyms mean. Each one should be spelled out the first time it appears.” The format of the resume is the next consideration. “The goal is to create a visually pleasing page,” Rajotte said. She recommends using a legible typeface and a readable point size. “This means scrap the script font, and stick to 10-point or 12-point type. Alignment is another big one. Always print a copy to see how it looks on paper. Don’t just look on screen.” Once the resume is in top form, you have a better chance of landing an interview. After the interview, it is appropriate to send a thank you note. “Not everyone sends a thank you. It can set you apart from other applicants,” said Rajotte. Quintessential Careers found that just 5 percent of job applicants follow through with a thank you note. “It’s a nice way to build a relationship,” she said. “You never know when you might run into that person again.” She advises applicants to write a draft of the note before writing on a card. “Grammar and spelling matter here just as much as they matter on the resume,” Rajotte said. – ARAContent

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re you considering going back to school? Many are doing just that. The National Center for Education (NCES) reports an increase in college enrollment for the last decade, with students who are 25 and older enrolling at a higher rate than younger ones. Through 2019, the NCES expects a rise of 23 percent of older students enrolling in college, and an increase

of just 9 percent for younger students. For those considering a different career, a criminal justice degree can offer more avenues to employment than you may think. A two-year associate degree can equip you to apply for a variety of entry-level positions in the field. A fouryear bachelor degree can open even more options. Peterson’s, a comprehensive guide to colleges, cites

criminal justice as one of the most popular majors in the country. “The field is wide open in terms of what you can do,” said Christie Bergman, chair of the criminal justice department at Brown Mackie College-Tulsa. “Graduates can search for employment in law enforcement, corrections, and private or criminal investigations. While there is overlap in the fields that

graduates with two-year and four-year degrees can enter, various positions require a bachelor’s degree. For instance, state and federal agencies typically require a bachelor’s degree.” The associate degree offers generalized knowledge in terms of how the criminal justice system works. “Students learn how the system as a whole should operate, from the Supreme Court to state-level criminal and local courts,” Bergman said. Understanding the functions and processes is a necessary skill for employment. The bachelor’s degree delves into the intricacies of how the system functions. “Students in the fouryear degree program study the foundation of constitutional law and how it applies to the criminal justice system,” Bergman said. “Either degree opens doors to multiple career paths.” Four-year bachelor’s degree options Law enforcement has traditionally been a common goal for criminal justice students. The state-level court system and law enforcement agencies offer more options for those with a four-year degree. Like the FBI at the federal level,

states have specialized law enforcement units. “Every state agency that has penalties associated with breaking rules will have investigators, including the state attorney’s office,” said Bergman. Graduates may also find employment at correctional institutions. Think of all the local, city, and county jails, as well as state prisons. “It takes a lot of people to run these facilities. They serve as administrators, detention officers and guards,” Bergman said. Probation and parole positions, too, can be sought in any department of corrections. Employment direction expands under the umbrella of criminal justice when you consider the separate systems for juveniles and adults. “The juvenile justice system has different offices, its own case workers and its own social servicesbased careers,” she said. “The emphasis here is on treatment rather than investigation.” Two-year associate degree options Security is one growing sector in the criminal justice field. “Security is a big one for us here in Oklahoma,” said Bergman. “Geographically, we have Indian reservations with

casinos that employ security guards, gaming surveillance guards and security for tribal towns.” Oklahoma Indian reservations include a network of individual townships, each with its own security force. The Native American Communications Office recognizes Indian tribes and villages well beyond Oklahoma that may offer opportunities. Nationally, the Bureau of Labor Statistics (BLS) reports an expected increase of 18 percent in security positions through 2020. “There is a whole host of other investigative type jobs,” Bergman said. These include fraud, computer forensics, loss prevention personnel for department stores, and corporate security, to name a few. Even greater opportunities for employment can be found for detectives and investigators. Companies that hire investigators range from law offices to hotels and insurance companies. Other job prospects can be found within the court system. Here, bailiffs maintain order in the courtroom, and correctional officers oversee people awaiting trial or sentencing. Courthouse security is another option to explore. – ARAContent

SUMMER 2012 CAREERS & CONTINUING EDUCATION 7

Ƥ ǡ ơ If you are searching for a career that offers many opportunities, take a close look at the nursing profession. Nursing is projected to grow faster than average for all occupations through 2020, as reported in the 2012 Occupational Outlook Handbook, from the Bureau of Labor Statistics (BLS). The BLS attributes this expansion to technological advances and greater awareness of preventive care, in addition to the rising healthcare demands of the aging baby boomer population. A degree in nursing offers more options than you may think. Wendi Jakubiak, registered nurse and program administrator for Academic Affairs at Brown Mackie College - Oklahoma City, offers insight into the professional options available. Jakubiak worked as a nurse for 25 years before becoming a certified nurse educator. “I have watched changes happen over the years. Nurses are more involved than taking vital signs, giving medications and bathing patients. A more team-oriented ap-

proach has evolved in hospitals,” said Jakubiak. “Nurses don’t simply follow doctors’ orders. Critical thinking skills are required. Their patient loads are bigger, and patients are more complicated now. Idiosyncrasies occur in the care of individual patients because of varied medical histories. All members of the medical team rely on one another. “Nurses must be able to work through problems that don’t have a recipe solution,” Jakubiak adds. “If a life-threatening problem occurs, the nurse must take action within their scope of practice to save a patient. Nurses must have the ability to think on their feet and assure patient safety.” Nurses often go the extra mile to help their patients. Many people, especially the elderly, are reluctant to take a medicine prescribed by a doctor other than their regular doctor. “I often call a patient’s regular doctor to explain this type of obstruction to the patient’s current healthcare needs,” Jakubiak said. “There are a lot of things a nurse can do

other than work at a hospital,” Jakubiak said. “Not all aspects of nursing require physical, hands-on care.” One employment option, which appeals to those who don’t necessarily want to touch every patient physically, is to become a care manager or care coordinator. This position involves managing outpatient care to make sure needs are met and health is maintained when a patient leaves a medical facility. The home healthcare coordinator’s job is broadly based on patient education. Good health assessment skills and good nursing skills are necessary elements of care. These skills, plus teaching skills, help keep the patient as independent as possible. The care coordinator’s position at an

insurance company is similar to one employed by a hospital. “They work with an eye toward keeping treatment aspects in line with guidelines,” said Jakubiak. “A knowledge base is essential to perform the job. One must be able to be a manager, have a broad understanding of the body and a scientific background.” Education is another option for those with a nursing degree. A shortage of nurses, widely reported since 1998, has abated somewhat, due to a large number of nurses delaying retirement in a down economy, according to a recent report by Bloomberg. As the economy improves, another shortage of nurses is anticipated. According to the American Association of Colleges of Nursing, enrollment in entry-level baccalaureate nursing programs increased 5.1 percent in 2011. – ARAContent

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8 CAREERS & CONTINUING EDUCATION SUMMER 2012

Ȃ ǫ Are you currently considering the realities of where you’d like to live after the service? It is important to do so carefully and choose wisely. For example, if you were a ship navigator during your military career, you could have a difficult time finding a similar job in the Southwest. On the other hand, if you were an Army nurse, you may find several excellent opportunities virtually anywhere. Most career placement specialists recommend that job applicants choose the type of job they want first, then go where the jobs are. In making a decision to relocate, you might prioritize as follows: 1. Job potential: Which community is most likely to offer job opportunities that match your skills, experience and career goals? 2. Affordability: Consider the not so obvious expenses in addition to the cost of living. Compare local, state income, property and sales taxes. Does the state tax your military retirement pay? Does

the location have income and career potential? 3. Community: Do you have family or friends there? Can you count on them to help make your transition easier? Do you need to be close to your aging parents for economic or medical reasons? Are you seeking upward mobility with the potential to move, or are you looking for a community to settle for the long-term? 4. Environment: Would you be happiest living in a city, the suburbs, a small town, or a rural area? Does the climate suit you? Moving Out of the Area Before moving, consult your nearest Fleet and Family Support Center, the best source of relocation information and planning assistance. Other useful resources include: local chambers of commerce, libraries, bookstores and the Internet. Use them to find out what you need in order to make informed moving decisions.

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Chambers of Commerce Many communities across America have chambers of commerce. Each chamber of commerce promotes its community and is a good source of information about the surrounding area: the local job market, housing costs, local realtors, cost of living, local taxes, climate, schools and availability of recreation or child care. Ask for the chamber’s booklet – much like the relocation packet you received about a new installation when you changed stations.

You can find any chamber of commerce office in the nation at www.chamberofcommerce.com. Libraries and Bookstores Each of the Service Library Programs provides electronic content through their respective portals (www.nko.navy.mil; www.us.army.mil; www.my.af.mil). The electronic content provides information on relocating, career opportunities and educational opportunities.

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Become An Educator MILITARY CAREER TRANSITION PROGRAM

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The transition from military to civilian life is an excellent time to take a serious look at your options for future success. Now is the best time to evaluate your educational options.

the Department of Veterans Affairs (VA) Regional Office for assistance. With today’s technology, you do not have to live near a military installation to get help – it’s just a phone call or email away.

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cel and then relate them to specific occupations and careers in the civilian world. You can also contact the closest Department of Labor Career One Stop Center for assistance in getting a skill assessment. It’s also a valuable tool that can help you Career Assessment develop your education or training career Guidance Counseling If you are not sure what you want to do goals. After you return home, take some time to evaluate your education goals. Contact upon leaving the military, then you should a military installation education cen- talk to a counselor at your VA Regional Academic Planning ter nearest to where you live (by phone Office, closest education center, NCO, Once you have identified your career or email for those that do not live near a LLL or Career Transition Office (CT0). goal, you may find you need a formal edumilitary installation), Navy College Office Counselors at these various locations can cation to achieve it. An education coun(NCO), or Marine Corps LifeLong Learn- recommend aptitude tests or vocational selor can explore the possibilities with ing center (LLL). The counselors can pro- interest inventories to help clarify your you. Counselors can also advise you on vide assistance in determining the goals career goals. These tests can help you non-traditional educational opportunities that are right for you. You can also contact pinpoint job skills in which you might ex- that can make it easier for you to get a diploma, vocational certificate or college degree. These non-traditional opportunities include the following: Take “challenge exams,” such as a college-level equivalency exam. You can convert knowledge learned outside the classroom into credits toward a colPRACTICAL DENTAL ASSISTING OF VIRGINIA BEACH lege program. This can save you time and money. With Practical Dental Assisting of VA Beach’s Certificate program, you Go to school part-time while continucan train to be a Dental Assistant in either the A.M. or P.M. classes. ing to hold down a full-time job. This apThere has never been a better way – or a better time – to get the proach might make adult education more education you need for a career that is financially rewarding and practical. personally satisfying. See the veterans’ coordinator at the college, university or vocational school of your choice. The coordinator can help you understand your VA eduOur reputation and References Support our cational benefits and might lead you to special programs offered to former serOutstanding Placement Success. vice members. Register NOW for Friday classes starting May 2012 Determine if your military learning experiences can translate to course credit. Certified by SCHEV Check with your unit education officer or HIGH DEMAND PROFESSION an active duty military installation education center, NCO or LLL for assistance. *Through the MyCAA military program You can also go online and get a copy of your DD Form 2586, “Verification of MiliWWW.PRACTICALDENTALASSISTING.COM • 757.239.0652 tary Experience and Training” (VMET) Your DANB certification is transferable to 38 states. document at http://1.usa.gov/bCXUq0.

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Vocational Services You can also learn about various vocational services available through a military education center, NCO or LLL, as well through the VA Regional Office. Counselors are available to help you understand the many vocational and technical school programs. The counselors at these centers can also show you how to get course credits for nontraditional learning experience, such as military certifications and on-the-job training. The counselors may also help you find out about certification and licensinements. The counselors can give you information on vocational and apprenticeship programs. Licensing/Certification There are several resources available to assist you in finding civilian requirements for licensing and certification: www.acinet.org: Department of Labor website. Go to “Career Tools” section to look up licenses by state, requirements for the license, and point-of-contact information for the state licensing board. www.dantes.doded.mil: DANTES website has information on certification programs. www.cool.army.mil/: Find civilian credentials related to your military occupational specialty, learn what it takes to obtain the credentials, and see if there are programs that will help pay credentialing fees. www.cool.navy.mil/: Find civilian credentials related to your Navy rating, learn what it takes to obtain the credentials, and see if there are available programs that will help pay credentialing fees. www.au.af.mil/au/ccaf/certifications. asp: Resource for Air Force personnel in increasing awareness of professional development opportunities applicable to USAF occupational specialties, crosswalks to CCAF degree programs, national professional certifications, certification agencies. – ARAContent

SUMMER 2012 CAREERS & CONTINUING EDUCATION 11

Š‡ ‡ƥ‡…–• ‘ˆ …ƒ”‡‡” …ŠƒÂ?‰‡ You have been in the military for a number of years and you are now making the transition back to civilian life. Understanding stress, and coping with it, is an essential skill you will need to get through this difďŹ cult time. The following information and resources will help you prepare for a successful transition. Leaving the Military Challenges Your Identity You have worked hard to become a captain, sergeant, or petty ofďŹ cer. When asked what you do, you probably replied, “I’m in the Army (Air Force, Navy, Coast Guard, or Marines).â€? Now you must start over as a civilian. Now you are just another civilian. Changing careers is a stressful undertaking, perhaps even more so for those leaving military service after many years. A service member may have worked for 30 years to achieve a rank or grade, but upon leaving the Armed Forces, he or she leaves this rank behind – and with it, a large portion of his or her identity. Some people ďŹ nd it easier than others to adopt new identities. Transition is traumatic and stressful, but it also opens up a whole range of possibilities. If you approach your transition as an opportunity to grow, you will have already taken a giant step toward reestablishing your identity. What Is Stress? Everybody knows what stress feels like. But what is it really? The experts tell us that stress is a state of being. It is not an attitude, it is not a sign of being unable to handle things. Stress is a physical response, which, if left unchecked, can lead to mental and physical exhaustion and illness. Natural stress in our lives is considered good. It allows our bodies to respond to danger. You know the expression, â€œďŹ ght or ight.â€? Unnatural stress comes from continued threats or dangers over which we have no control. The body is alert for long periods of time with no chance to relax. It is important to remember that the body, like any good machine, begins to wear out if it runs in high gear for too long. Life’s Most Stressful Events Certain events, such as loss of a special

relationship, such as divorce; events out of ones control, such as accidents; and events with lasting consequences, such as a terminal illness or the loss of your job; are considered some of live’s most challenging battles. Transitioning from the military can touch on all of theses events. In a sense, you lose many special relationships by losing the daily interaction with your co-workers. If you are transitioning involuntarily, you may be in a situation that is beyond your control. Transition, obviously, has permanent consequences and being involuntary separated may bring on some unforeseen stresses. When you change jobs, your life changes. The “Grieving Process� Is Normal Research has shown that most people go through major life changes in stages. These stages are present in a wide variety of major life traumas: „ Denial: “This is not really happening,� or “This is not happening to me.� „ Anger: Directed either at yourself or at others. „ Depression: Often accompanied by a sense of helplessness. „ Acceptance: The turning point, when you begin to accept your situation. „ Resolution: Begin to take the steps necessary to return to a normal state. Proceeding through each step is normal and the process should not be rushed. Often, however, people may progress out of a stage and then drop back into it. If uncontrolled, the bouncing back and forth between stages can continue for a long time. As you make your transition to civilian life, look for these stages in yourself and acknowledge your movements from one step to the next. Coping With TransitionRelated Stress The experiences of thousands of service members who have recently separated suggest that this transition is likely to be stressful for you and your family. Those that have transitioned in the past have found several tactics extremely important in dealing with the stress related to separation from the military: „ Get going: It is your transition – no one

„ Keep your family involved: Your family has a large stake in your transition. They are experiencing many of the same feelings, worries and uncertainties as you are. Do not keep your plans to yourself – get your family involved in this process. Let them in on your plans and ask for their input throughout the process. It’s their life too. can do it for you. Work through the transition process and do not procrastinate. Put your situation in perspective and get on with your life. After all, you are not the ďŹ rst person to go through transition and you will not be the last. You’ll do OK too. „ Sell yourself: You have a great product – you! So sell yourself! Now is not the time to be modest about your accomplishments. No one will come looking for you unless they know you are available. Once you let them know, you will ďŹ nd many people who will help you. „ Work at it: Work at planning your tran-

sition as if it were a job. However, if you spend every waking hour working on it, you will burn out. Take time for yourself and your family. „ Lighten up: This is probably the most important piece of advice. Do not lose your sense of humor. An upbeat disposition will see you through. „ Volunteer: Consider doing volunteer work. Your charitable actions will help others and assist you in getting to know the community beyond the military installations and enhance your networking. – ARAContent

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he Department of Labor (DoL) Transition Assistance Program (TAP) Employment Workshops are sponsored in conjunction with the installation Transition Assistance staffs. The DoL TAP Employment Workshops normally run 2.5 days. However, some local installations may combine this workshop with other specialty workshops. During your ďŹ rst visit to the Transition Assistance OfďŹ ce, or with your Command Career Counselor, you should ask to be scheduled to attend the next available workshop (your spouse should attend if space is available). You should plan to attend employment workshops at least 180 days prior to separation. Note: Not all installations and bases offer the DoL TAP Employment Workshop. If the workshops are not available at your installation or base, the Transition Counselor will refer you to other sources where similar information is available. At the TAP workshops, you will receive a participant manual. Among other valuable information, this manual contains points of contact around the nation for many of the services you will need after your separation. TAP workshops are open members of all services

– no matter which service may be hosting it. You can check with your particular service to determine the availability of the TAP workshops. For example, the Army Career and Alumni Program (ACAP) maintains an on online directory of ACAP Centers. ACAP centers can help you ďŹ nd a workshop in your area. Visit http://1.usa.gov/Lx6USQ to ďŹ nd an ACAP Center near you. You can also go to the MilitaryHOMEFRONT website and the Military Installation Locator at http://bit.ly/hGhqaO to ďŹ nd a speciďŹ c TAP ofďŹ ce near you. Job-Hunting Workshops Provide Fresh Perspective Besides the DoL Career One-Stop Centers and the DoL Employment Workshop, you will ďŹ nd other jobhunting programs sponsored by organizations in and out of your Guard or Reserve Component. Use them! By taking advantage of workshops and seminars, you will gain information about the same subject from different points of view. Different workshops emphasize different things. There are many good methods for ďŹ nding a job and many good programs to teach you how.

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14 CAREERS & CONTINUING EDUCATION SUMMER 2012

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LKIFKB Visit www.whitehouse.gov/ joiningforces/resources to learn more about these programs and to check out the Veterans Job Bank widget (pictured right).

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resident Obama believes that no veteran should have to ďŹ ght for a job at home after they ďŹ ght for our nation overseas. On November 21st, the President signed The Vow to Hire Heroes Act of 2011, a law that combines provisions of the veterans’ tax credits from the President’s American Jobs Act , Chairman Murray’s Hiring Heroes Act and Chairman Miller’s Veterans’ Opportunity to Work Act into a comprehensive package that will aggressively attack the unacceptably high rate of veteran’s unemployment. The Obama Administration has also created resources to help veterans translate their military skills for the civilian workforce, built new online tools to aid their search for jobs, and partnered with the Chamber of Commerce and the private sector to make it easier to connect our veterans with companies that want to hire them:

6BP QEBOB >OB >MMP CLO QE>QÂż 0BB M>DB The Veterans Job Bank connects unemployed veterans to job openings with companies that want to hire them. The Obama Administration partnered with leading job search companies to create a new, easy to use online service that enables employers to “tagâ€? job postings for veterans. It launched with more than 500,000 job listings, a number that will continue growing as more companies tag the job postings on their own websites and add them to the Veterans Job Bank.

Hero 2 Hired (H2H) is a comprehensive employment program provided by the Department of Defense that offers everything a Reserve Component job seeker needs to ďŹ nd their next opportunity, including job listings, career exploration tools, education and training resources, virtual career fairs, a mobile app for IOS, Android and Windows Phones, an innovative Facebook application and a variety of networking opportunities. H2H also provides vast recruiting opportunities for military-friendly employers.

The Veteran Gold Card provides Post-9/11 veterans with extra support as they transition out of the military. Once a veteran has downloaded the Veteran Gold Card, he or she can access six months of personalized case management, assessments and counseling at the roughly 3,000 One-Stop Career Centers located across the country.

My Next Move for Veterans is an easy-to-use online tool created by the Department of Labor that allows veterans to enter information about their experience and skills in the ďŹ eld, and match it with civilian careers that put that experience to use. The site also includes information about salaries, apprenticeships, and other related education and training programs.

SUMMER 2012 CAREERS & CONTINUING EDUCATION 15

The U.S. Chamber of Commerce is committed to Hiring Our Heroes, and are sponsoring 100 hiring fairs for veterans and military spouses in local communities across the country between March 2011-March 2012. They have also created strategic partnerships to deal with speciďŹ c populations of veterans and their unique challenges in three other areas to include: a Wounded Warrior Transition Assistance Program, a Post 9-11 Student Veteran Internship and Employment Program, and a Women Veterans and Military Spouses Employment Program.

Milicruit’s virtual recruitment center allows service members, veterans, and military spouses the opportunity to meet and interact with military friendly employers in real time, and for anywhere they are located with an internet connection. Visit employers in their virtual booths, view/apply for jobs, and chat with recruiters all from the comfort and convenience of home. Register today and you will have immediate access to the virtual environment. You can also check the calendar of upcoming national or regional virtual career fairs at www.veteranscareerfair.com.

The Military Spouse Employment Partnership www.msepjobs. com/ (MSEP) is a comprehensive web-enabled recruitment and career partnership solution connecting military spouses to employers seeking a 21st century workforce with the skills and attributes possessed by military spouses. MSEP provides a digital recruiting platform for vetted FORTUNE 500 PLUS employers who have committed to identifying and promoting career employment opportunities for military spouses, posting job openings on the MSEP web portal, and to offering transferable, portable careers to relocating military spouse employees.

VetSuccess.gov provides comprehensive transition and employment resources for veterans, service members, and their families. VetSuccess.gov serves as a virtual employment resource center where veterans can browse job listings, post resumes and apply for positions online. VetSuccess.gov also provides links to over 8 million jobs on the VetCentral site.

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Actively recruiting for all departments. See www.sealiftcommand.com for a complete list of positions. Call 866-867-0879 to speak with a recruiter or visit us at this upcoming event.

Seafarer Day Wednesday, July 11, 2012 10:00 a.m. - 2:00 p.m. Chesapeake Marine Training Institute 3566 George Washington Memorial Hwy. Hayes, VA MSC is an equal opportunity employer and a drug-free workplace.

16 CAREERS & CONTINUING EDUCATION SUMMER 2012

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ederal Student Aid, an office of the U.S. Department of Education, offers over $80 billion dollars in financial aid that help millions of students manage the cost of education each year. There are three categories of federal student aid: grants, workstudy and loans. Even if you are still on active duty, you can apply for aid, such as Pell Grants or Federal Stafford Loans. Applying for Federal Student Aid You can get this aid by completing the free application for Federal Student Aid (FAFSA). You can apply online or on paper, but filing online is faster and easier. Get further instructions on the application process at www.fafsa.

ed.gov/. You should also apply for a Federal Student Aid PIN (if you haven’t done so already). The PIN allows you to sign your application electronically, which speeds up the application process even more. Apply for a PIN at www.pin. ed.gov/. Filling out the FAFSA There is a series of eight questions on the application that ask about your dependency status. If you are a veteran, or are currently serving on active duty in the U.S. Armed Forces for purposes other than training, you are considered an independent student and would only include your information (and that of your spouse, if married). For more detailed information go to www.fafsa.ed.gov/.

Federal Student Aid Eligibility Eligibility for federal student aid is based on financial need and on several other factors. The financial aid administrator at the college or career school you plan to attend will determine your eligibility. To receive aid from our programs, you must: Demonstrate financial need (except for certain loans – your school can explain which loans are not needed). Have a high school diploma or a General Education Development (GED) certificate, pass a test approved by the U.S. Department of Education, meet other standards your state establishes that the department approves, or complete a high school educa-

->VFKD CLO @LIIBDB Find out more by visiting www.federalstudentaid.ed.gov

tion in a home school setting that is treated as such under state law. Be working toward a degree or certificate in an eligible program. Be a U.S. citizen or eligible non-citizen. Have a valid Social Security Number (unless you’re from the Republic of the Marshall Islands, the Federated States of Micronesia, or the Republic of Palau). Register with the Selective

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Service if required. You can use the paper or electronic FAFSA to register, you can register at www. sss.gov/, or you can call (847) 688-6888. (TTY users can call 1-847-688-2567.) Maintain satisfactory academic progress once in school. Certify that you are not in default on a federal student loan and do not owe money on a federal student grant. Certify that you will use federal student aid only for educational purposes.

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SUMMER 2012 CAREERS & CONTINUING EDUCATION 17

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I N V E S T I N YO U R S E L F

Recently ATI (Advanced Technology Institute) HVAC (Heating, ventalation, and air conditioning) students had the opportunity to research, design and build a wireless zone system trainer in ATI’s HVAC laboratory. Using Honeywell controls and “Red Link” technology, students are able to control an air handler set up with three separate zones areas tied into three wireless thermostats. Students are able to access the control system with ATI iPads from anywhere in the building. They can log into the system, change settings for heat or cooling, and set up parameters in the software that allow the system to send them a message on the iPad if the system needs service or goes out of any range of set points that they establish. The system has the capability to be controlled from virtually anywhere in the world where you can pick up wireless reception – on an iPad, smart phone or computer. Students are able to use the trainer to gain wireless control knowledge as well as trouble shoot faults and problems inserted by the instructors. HVAC is a constantly

>?LRQ AS>K@BA 1B@EKLILDV &KPQFQRQB Advanced Technology Institute’s mission is to provide technically current education and training to individuals in Air Conditioning and Heating, Automotive, Heavy Vehicle Technology, Maritime Welding and Commercial Driving by (1) meeting and exceeding industry standards and specifications; (2) continually interacting with the community and industry professionals through the use of industry-based advisory committees; and (3) a collaborative team spirit developed by way of personnel programs, which, together with facilities and services make ATI the benchmark for quality of life for its employees. changing technical field – ATI is constantly changing and updating its laboratory to ensure that a student is exposed to the latest technology and trends in the industry.

Programs include: • Accredited and Ranked MBA program with concentrations in Port and Maritime, Public Administration, Health Administration and more. • Professional Certificates in Human Resource Management, Certified Financial Planning, and Paralegal Studies. • Executive Management Certificate Program

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18 CAREERS & CONTINUING EDUCATION SUMMER 2012

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emands for job applicants to attain a degree have drastically increased with recent changes in the economy. If you are getting out of the Navy because of force shaping initiatives like the Enlisted Retention Board (ERB) and Perform to Serve (PTS) programs, this can be a stressful time for not only you, but your family too. The military offers many programs to help aid in your transition. Some of the better known programs available are the Montgomery (MGIB) and Post-9/11 G.I. Bill. These programs are making it easier than ever to get in line with civilian counterparts, or help start a college fund for your dependents. So what are the differences and how

do you choose what’s right for you? Here’s an easy cheat sheet to the G.I. Bill to help you decide and kick your degree plan into high gear. The MGIB requires a minimum of two years of service and a $1,200 program enrollment fee. The program pays a at rate nationwide and the rates are adjusted annually. Payments for the plan are sent directly to veterans. The Post-9/11 G.I. Bill is offered

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• With 18 campuses and a strong online program, Bryant & Stratton College offers you and your family a personal, career-focused education wherever you’re stationed. • Our degree programs in business, healthcare, technology and the legal field are approved by the U.S. Department of Veterans Affairs and we have special on-site military coordinators to help guide you through registration and beyond. • Convenient day, evening, weekend and online classes help active-duty, reserve and veteran personnel fit college into their lives. • A variety of scholarship and financial aid opportunities are available for those who qualify, including special“Salute To Spousesâ€? Scholarships at select campuses. Ask for details. • Career advisement can help you find a position when you graduate. • Servicemember Opportunity Consortium (SOC) College To learn more, visit us at: http://www.bryantstratton.edu/admissions/military.aspx or connect with us on Facebook at: facebook.com/BSCHampton facebook.com/BSCVirginiaBeach

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to active duty service members who have served after the attacks on the twin towers for a minimum of 90 days of active duty or 30 continuous days for veterans discharged with a medical discharge. The bill pays 100 percent of in-state public school tuition and up to $17,500 private school tuition. MGIB active duty users with three or more yeas of service can expect a payment of $1,473, effective as of Oct. 1, 2011 and $1,158 per month with less than three years. In addition, the veteran has 10 years after separation to utilize it. MGIB can only be used for schools approved by the Department of Veterans Affairs(VA). For members seeking money to cover certiďŹ cation tests, the cost are covered up to $2,000 per test and you can take the certiďŹ cation test as many times as needed, although each submission for reimbursement reduces your entitlement beneďŹ t. Other beneďŹ ts include a monthly stipend for both living expenses and books or supplies. Living expenses are based on basic allowance for housing of an E5 with dependents. Full-time students will receive 100 percent, while part-time students will receive a prorated amount and the stipend will only be available when classes are in session. QualiďŹ ed active duty service members may also elect to transfer up to 36 months of their beneďŹ ts to a spouse or child enrolled in the Defense Eligibility Enrollment System. Transfer of beneďŹ ts requires members to have a minimum of six years of service and they must agree to serve an additional four years. The spouse may begin using the beneďŹ ts immediately, while a dependent must wait

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until the member has served at least 10 years of active duty service. Finally, as part of the Post 9/11 G.I. Bill, members are available to utilize the Yellow Ribbon Program, something that was not offered with the MGIB. The program covers contributions of up to half of the additional fees for members eligible for 100 percent. Interested service members can apply to use the Post-9/11 G.I. Bill at the Veteran’s Affairs website, https://www. ebeneďŹ ts.va.gov, or apply for transferability of beneďŹ ts at www.dmdc.osd.mil/ TEB/, however, they should ensure their service obligation is reected in their Electronic Service Record at https:// nsips.nmci.navy.mil.

SUMMER 2012 CAREERS & CONTINUING EDUCATION 19

@LJJRKFQV @LIIBDB Danny Anderson is an American hero. He is also a role model – in more ways than one. Danny spent six years in the Army. He loved serving his country, and when he completed his time in the military, he was eager to ďŹ nd other ways to serve. So Danny decided to use his military beneďŹ ts to earn his degree and enrolled in Hopkinsville Community College’s nursing program. Through a partnership between Gateway Medical Center and Hopkinsville Community College in Kentucky, Danny became a registered nurse and is now employed in Gateway’s emergency care department. I met Danny last month when I traveled with Labor Secretary Hilda Solis on a ďŹ vestate “Community College to Careerâ€? bus tour to highlight the types of successful community college industry partnerships that are working and can serve as models for the nation. The impact Danny’s community college education had on his life is clear – and is one I see replicated on community college campuses across the country, as well as in my own 18 years as a community college professor. Hope and guidance “Community colleges give you hope and help guide you toward a better future,â€? Danny said. He couldn’t be more right. Workers who attend community college signiďŹ cantly increase their lifetime earning potential. The average community college graduate earns $8,320 more per year than someone with just a high school diploma. Not only is the math pretty simple, the effect on a community is truly inspiring. The sense of hope expressed by Danny is one I have seen in my classroom for years and is one we saw on every stop of our bus tour. Though the value of higher education has been a recent topic of debate, its tre-

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mendous and unique value is indisputable. The types of partnerships we saw are exactly what President Obama hopes to grow with his “Community College to Career Fund,â€? an $8 billion budget proposal to connect community colleges with businesses to train 2 million workers in high-growth industries with skills that will lead directly to jobs. Community colleges are key to meeting the president’s goal of having the best-educated, most competitive work force in the world by 2020. Public-private collaboration At our ďŹ rst stop in Ohio, we heard from formerly unemployed workers who had completed training through industry partnerships with Columbus State Community College and are now back to work in the high-growth ďŹ elds of information technology and logistics. On our way to Dayton, Ohio, we heard about how a bioscience industry partnership with six community colleges is preparing workers for high-demand jobs in the growing bioscience industry. Another Ohio partnership is helping low-income and displaced workers move into health careers. In Tennessee, veterans are being trained to become engineers – and through a unique partnership receive a guaranteed internship that leads to a job. In Virginia, we heard from mid-career employees who are trained in new technologies to stay current and grow in their careers through a partnership with Wytheville

Community College. We wrapped up our bus tour in North Carolina, where we saw how Davidson County Community College has grown partnerships with area companies to train workers with speciďŹ c skills – whether that is electronics engineering or computer manufacturing. It’s clear these partnerships are working, and that’s why we want businesses and community colleges across the country to replicate the kinds of successes we heard about on our tour. Not only are community colleges meeting the speciďŹ c needs of employers in their region, they are also helping get workers into good-paying jobs that allow them to provide for their families and give them a renewed sense of hope and conďŹ dence. – By Dr. Jill Biden | Courtesy of Whitehouse.gov.

!O GFII FABK >KA QEB GLFKFKD CLO@BP FKFQF>QFSB The First Lady and Dr. Biden have met with military families, learned about their successes and challenges, and made it their priority to support them. Joining Forces is a comprehensive national initiative to mobilize all sectors of society to give our service members and their families the opportunities and support they have earned.

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20 CAREERS & CONTINUING EDUCATION SUMMER 2012

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ith recent downsizing in the Navy and Air Force, many service members are being faced with the reality of leaving the Armed Forces. In an effort to combat this, the Army is helping service members continue to serve their countries without a break in service time. According to the GoArmy website (www.goarmy.com), the Blue-to-Green Program was established to help good Sailors and Airmen to continue serving their country after being told they don’t “make the cut.” “During this period of ‘right sizing’ the Air Force and Navy, the Army recognized the need for our Armed Forces to retain highly qualified men and women in our ranks. Operation Blue-toGreen will allow you to continue to serve

your country, to maintain the benefits the military service and to expand your horizons by gaining new training and try new things.” The program was established in 2004 after an announcement from the Air Force and Navy that stated a plan to cut troops by nearly 24,000 members between the two services. When the program began, the Army was working to formulate a four-week course for service members who were utilizing the Blue-to-Green Program, although with the numbers of transfers dropping from 186 Sailors in 2006 to just 43 Sailors in 2010, the Army has removed the training, stating it is no longer feasible to offer the shorter course. Service members, other than Marines,

Ǧ Ǧ will now be required to complete the full 10-week Basic Combat Training (BCT), which consists of three phases. The first phase of the training is the Red Phase, “the Army makes sure every recruit is physically and mentally prepared to start basic training. Upon determining this, recruits are given a haircut, issued Army uniforms and are ready to start training,” said Sergeant Star, the Army’s automated help system for the Blueto-Green Program. The second phase is the White Phase, “recruits go through marksmanship and combat training to learn to rappel at the Warrior Tower. This training teaches vital Soldier skills and instills them with more confidence,” said Star. The third phase is the Blue Phase,

“after becoming familiar with the use of automatic weapons and hand grenades in U.S. Weapons training, recruits put their training to the test as they negotiate the night infiltration course,” said Star. After passing all three phases and all challenges, the recruits are gathered for the Rites of Passage, also known as graduation. According to the GoArmy website, “Basic Combat Training has pushed the recruits’ mind and bodies to new limits, giving them a deeper respect for themselves and those around them. Now, the time has come to celebrate their efforts and strengths they’ve gained. This is the day that their families and friends gather to watch them transition from citizens to Soldiers.”

SUMMER 2012 CAREERS & CONTINUING EDUCATION 21

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$L OJV TB?PFQB Even before going to the BCT, there are many requirements that a service member must meet in order to be considered a good candidate for the program. The Army has established that Sailors and Airman must be within three months of their discharge dates, unless authorized an early out by their commanding officer. Marines and Coast Guard must fulfill their service obligations. “In order to enlist for both active duty and the Army Reserve, you must be within your window to transfer, a U.S. citizen or permanent resident alien, have a high school diploma, be 17 to 35 years old, be healthy and in good physical condition,” said Star. Candidates must be physically fit and able to pass the Army Physical Readiness Test, which includes a 60-yard shuttle run, one-minute rower, standing long-jump, one-minute push-ups and a

one and a half mile run according to armyprt.com, a site established to list physical requirements of Army Soldiers. “They must also be in good moral standing and be singled or married with no more than two children under the age of 18. Some jobs may have additional requirements. You should contact your local recruiter to get started,” said Star. Taking the step out of the blue and into an “Army of One” can have may perks including: higher advancement rates, possible enlistment bonus for some jobs and more relaxed high-year-tenure allowing E-5’s to stay active duty for 20 years, six years longer than the Navy allows. Most importantly, the program allows service members to continue serving and receiving benefits and opens the possibility of retirement for many Sailors and Airman who otherwise wouldn’t be allowed to serve their country.

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Your prior military service could qualify you to continue to serve your nation at the Central Intelligence Agency. Opportunities for qualified applicants are available in the U.S. and abroad. If you join the CIA, your military service could affect the benefits you earn as a federal employee. The following information offers a concise description of what to expect in terms of benefits when transitioning from the military to a career at CIA. The Central Intelligence Agency is an independent U.S. Government agency responsible for providing national security intelligence to senior U.S. policymakers.

LKIFKB Visit www.cia.gov/ careers/militarytransition.html to learn more about how your military service can translate to a career in the CIA.

22 CAREERS & CONTINUING EDUCATION SUMMER 2012

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rion International touts itself as the nation’s largest military recruiting ďŹ rm. They hire veterans for sales and recruiting teams, and specialize in placing technicians, engineers and junior military ofďŹ cers into specialized job ďŹ elds with Fortune 500 companies. “We have two sides to the house – we have the side that deals with candidates, and we have the account executives who deal only with the companies,â€? said Phillip Miller, a retired Navy chief petty ofďŹ cer who works for the company as candidate recruiter and base realignment co-

0BB M>DB CLO >KLQEBO @LJM>KV PRMMLOQFKD SBQBO>KPÂż ordinator. “In reality, the companies are paying us to ďŹ nd particular candidates with a particular skill set, regional requirements and salary requirements. We set the interviews up between the company and the candidates.â€? Candidates come in two types. “Degreed and non-degreed,â€? said Miller. “On

the enlisted side, we look for engineering and technical types – anyone with mechanical, electrical or electronics in their background. On the ofďŹ cer side, the prime candidates are junior military ofďŹ cers from O1 – O4 with 15 years of service max. They don’t have to have any particular skill set, just the degree.â€? Orion recruiters contact military service members in different ways. When in Norfolk, Miller goes out to the waterfront to look for talent, but outside Norfolk recruiters contact Fleet and Family Service Centers and Transition Assistance Program (TAP) class educators

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to tell them that a recruiter will be in the area. “I travel up and down the East Coast to commands to talk to Sailors,â€? said Miller. Miller, himself, was looking for a job in the Tidewater area and was approached by Orion. “This particular area is saturated with former military that all want to stay here,â€? he explained. “I was the same type and I had actually been looking for quite some time. I kept seeing the gentleman from Orion at job fairs and he ďŹ nally approached me and asked me if I was interested in working for Orion.â€? Miller, having wanted to become an instructor and recruiter while in the Navy, jumped at the chance. He also sees this is going to become a very busy time for him and the other recruiters. “I talk to people who are getting PTS or ERB out of the Navy,â€? Miller said, stressing that the Sailors he works with have to have a good record. “The companies that do business with us are paying us to screen these candidates to make sure there are no criminals.â€? Some things can be overlooked though. “If they had something

like PRT (Physical Readiness Test) failures, the civilian companies are not much concerned about that,â€? he said. Even once you have been recruited by Orion it doesn’t mean that you have a job, just that your foot is in the door. “One of the hardest parts of the job search is to get your foot in the door for a job interview,â€? said Andy Pero, a former Army ofďŹ cer and Orion regional sales manager. “You put your resume on USAjobs.com or monster.com and you just sit back and wonder why no one is calling you or contacting you. Companies hire and trust us to ďŹ nd people that are right for their positions, and we will get you the job interviews.â€? “It’s a symbiotic relationship. We are going to work just as hard as you are, but you have to pull your weight,â€? said Matthew Clingon, a former Marine and Orion candidate recruiter. “We only take the job search as seriously as the candidate. If we put more time and interest into their job search than they are, we will have to make a professional business decision and cut ties.â€? Luckily for sea service members they are a large

,OFLK &KQBOK>QFLK>I BK>?IBP SBQBO>KP TFQE @BOQ>FK QB@EKLILDV PMB@FCF@ NR>IFCF@>QFLKP >KA GRKFLO LCCF@BOP QL CFKA GL?P 1L J>HB FQ BSBK B>PFBO LK PBOSF@B JBJ?BOP JLPQ LC QEB ,OFLK @LKPRIQ>KQP >OB CLOJBO JFIFQ>OV portion of Orion placements. “About two-thirds of the people we place come from the Navy and Marine Corps,â€? said Clingon. They consider themselves to be pretty effective at ďŹ nding jobs for those who are really putting in an effort to get them. “How effective are we? I’d have to say 25,000 people (have been)placed since 1991,â€? said Clingon. To the service members, Orion offers them a chance to ďŹ nd new venues to market their skills. “This is the second interview I have done with them,â€? said Dwayne Martinez, a petty ofďŹ cer on terminal leave who came looking for a job. “Without Orion I probably wouldn’t even know these companies existed, let alone that they were hiring.â€?

SUMMER 2012 CAREERS & CONTINUING EDUCATION 23

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͘ ơ ǡ Incremental Systems has the Power4Vets™ Military Training & Placement Program and we pride ourselves as one of the up and coming leaders in placement with the utilities industry. Incremental Systems Corporation is facilitating the Power4Vets program to recruit, train, certify, and place United States Military veterans in energy management careers across the country. The industry has a need to fill the gap of the Senior System Operation positions, as well as other energy management positions all across the country. Incremental Systems is looking for veterans who have hands on experience and skill sets in System Operations such as load dispatching, interchanging and balancing – an excellent avenue for veterans who have nuclear training with experience in bulk power operations. David Miranda, a former Navy Retired Master Chief, who is a Recruiter for Incremental Systems Corporation and the Power4Vets program, visits the local transitioning facilities on a consistent basis and attend job fair events to assist on capturing highly qualified, skilled and trained military veterans into the program. “Our program is ideal for transitioning service members who wish to pursue landing a career management job with a utility company anywhere in the country. The program is a perfect match for the industry, as well as the military, since many system operating jobs in the civilian industry are opening up all across the country and the military is encountering a surge of veterans leaving the service due to PTS, ERB and or normal transitioning desires.” “Our Power4Vets Placement program starts from cradle to grave. We do the recruiting, provide the free training (which is done on-line, self-paced), coordinate to have the service member take their NERC Reliability Coordinator Certification which is covered by the 9-11 G.I. Bill, so there is

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no out of pocket expense to the veteran for taking the certification exam. We also provide coaching and interview techniques to all the candidates in our program. The best part of the entire program is that it doesn’t stop there – we also assist in the placement process.” We have the ability to take your resume and present you to potential utilities organizations for positions all across the United States while you work on and complete the training in parallel, dependent on your prior military experience and skill sets. The North American Reliability Corporation (NERC) Reliability Coordinator Certification is a required industry certification for these types of positions and it is a very marketable item to have on your resume which can set you apart from other interviewing candidates. A combination of Incremental Systems and SOS International training tools are currently being used by over 50 percent of NERC certified operators in the industry. These same tools are being made available at no cost to qualified veterans thru our program. Life-like simulation exercises will bring Power4Vets students years of experience. If you’re interested in pursuing a new career, you can visit us at www.incsys.com/ power4vets so we can get you started and have our placement team assist you find a career management job in the power industry. If you have the experience and skills sets we are looking for, feel free to send your resume to david.miranda@incsys.com for review or call (757) 237-4083. – By David Miranda | IncSys Recruiting Specialist

After 30 years of service to his country retired veteran David Miranda is helping veterans to get career jobs in the utility industry as a Recruiter Specialist. “Incremental Systems Corporation and the Power4Vets program enabled me to use my talents to assist veterans to find career management jobs in the utility industry. After 30 years of service to my country, I would have never imagined having such an opportunity of a lifetime to do what I am doing today. Serving as a Recruiter Specialist for Incremental Systems Corporation has been truly rewarding and exciting. It is such a pleasure to work for an organization that pays it forward to our veteran population. Our program “Power4Vets” places veterans at the tip of the spear to land career jobs with a utility companies all across the country. There is no other placement program out there that matches what we have to offer veterans.”

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