The Baltimore City Police Recruit Military Troops

Baltimore City Police Officers salute has Maj. Gen Adolph McQueen, of the military police command, and Fred Bealefeld, Baltimore city police commissioner signed the partnership July 23 that aims to recruit and hire members of the military to join the police department.


BALTIMORE, Md. - The Baltimore City Police Department joined more than 30 law enforcement organizations across the country when it signed a partnership with the Employer Partnership Office July 23.

Maj. Gen. Adolph McQueen, of the military police command, said that the uniforms might be different but the discipline engrained in the members of the Baltimore City Police Department and the United States Army is indistinguishable has was their desire to serve.

"It's the entirely right thing to do to recruit young men and women who have dedicated their lives, not by virtue of a job or uniform, but dedicated their lives to service," Fred Bealefeld, Baltimore City Police Commissioner told reporters at the event.

The partnership makes official, a trend that already exists. In the class that graduated the Baltimore Police Academy today, 12 officers also serve in the military.

"It certainly is an opportunity for us to assist those who are serving our country to have a second career or another opportunity to serve as they've done their entire lives," says Debbie Owens, deputy Baltimore police commissioner.

For more on the story visit WJZ Web site.

Four Employer Partners among the 2009 Secretary of Defense Employer Support Freedom Awards recipients

Consolidated Electrical Distributors, Inc., of Westlake Village, Calif., First Data Corporation, of Wilmington, Del., Microsoft Corporation, of Redmond, Wash., and TriWest Healthcare Alliance, of Phoenix, Ariz., were among the 15 employers for their outstanding support of their employees who serve in the Army National Guard and Army Reserve.

The 2009 Secretary of Defense Employer Support Freedom Award represents the highest recongnition awarded by the Department of Defense.

The 2009 recipients include:

FMC Technologies – Houston, Texas

AeroDyn Wind Tunnel LLC – Mooresville, N.C.

AstraZeneca International – Wilmington, Del.

Cambridge, MA Fire Department – Cambridge, Mass.

Consolidated Electrical Distributors, Inc. – Westlake Village, Calif.

First Data Corporation – Greenwood Village, Colo.

Jackson Parish Sheriff’s Department – Jonesboro, La.

Marks, O’Neil, O’Brien & Courtney, P.C. – Philadelphia, Pa.

Microsoft Corporation – Redmond, Wash.

Mid America Kidney Stone Association – Kansas City, Mo.

NetJets – Woodbridge, N.J.

Ohio Department of Public Safety – Columbus, Ohio

Perpetual Technologies, Inc. – Indianapolis, Ind.

Santa Ana Police Department – Santa Ana, Calif.

TriWest Healthcare Alliance – Phoenix, Ariz.

“In the eight years our nation has been at war, America's employers - almost universally - have done an outstanding job of supporting their Citizen Warrior employees, said Dennis M. McCarthy, assistant secretary of defense for reserve affairs. “These fifteen employers are the ‘best of the best’ this year. They reflect the powerful synergy that exists between the men and women of the National Guard and Reserve, and their employers.”

A record 3,200 National Guard and Reserve members or their family members from across the country nominated their employers for the Freedom Award this year. A national selection board comprised of senior Defense officials and business leaders selected the recipients. The Freedom Award will be presented to these employers during a formal ceremony Sept. 17, 2009 at the Ronald Reagan Building and International Trade Center in Washington, D.C.

The Freedom Award was instituted in 1996 under the auspices of the National Committee for Employer Support of the Guard and Reserve to recognize exceptional support from the employer community.

More information about the Freedom Award is available at http://www.FreedomAward.mil or by calling the ESGR office at (800) 336-4590.

U.S. Army Reserve Launches Partnership with Helmets to Hardhats

Partnership to Connect America’s Soldiers and Veterans with Job Opportunities

Lt. Gen. Jack Stultz, chief, Army Reserve, Maj. Gen. Raymond Carpenter, acting director, Army National Guard, and Darrell Roberts, executive director, Helmets to Hardhats sign an Employer Partnership agreement on July 2, 2009 at the Pentagon. For the first time since EPI’s inception, the Army National Guard will also benefit from this partnership.


WASHINGTON, D.C. – The U.S. Army Reserve launched a partnership July 2, under the Army Reserve Employer Partnership Initiative, with Helmets to Hardhats, a nonprofit program that connects America’s military service members with quality career opportunities in the building and construction trades. For the first time since EPI’s inception, the Army National Guard will also benefit from this partnership. This joint venture will enable each organization to recruit highly-skilled employees, support military families and contribute to a stronger national economy.

“I’m pleased to begin this partnership with Helmets to Hardhats, an organization that has been a great friend to the military. I look forward to collaborating with our newest valued partner to achieve mutual goals to attract, develop and retain a quality workforce,” said Lt. Gen. Jack C. Stultz, chief, Army Reserve. “This is a natural partnership because Army Reserve Soldiers are well trained and have the appropriate skill set for the building and construction industry.”

Through this partnership, both Army Reserve and National Guard Soldiers will gain opportunities for employment in the construction industry and the chance to learn a skilled trade through federally-approved apprenticeship training programs. The Army Reserve, National Guard and Helmets to Hardhats will work together to recruit and train qualified Soldier candidates.

Lt. Gen. Jack Stultz, chief, Army Reserve, commander U.S. Army Reserve Command, Maj. Gen. Raymond Carpenter, acting director, Army National Guard, Darrell Roberts, executive director, Helmets to Hardhats, and David Beckler, senior vice president of Labor Relations Tennesse Valley Authority sign an Employer Partnership agreement on July 2, 2009 at the Pentagon.

"The Army National Guard is excited to be partnering with the U.S. Army Reserve and American industry in the Employer Partnership Initiative Program. The men and women of the Army National Guard and the U.S. Army Reserve are highly motivated, seasoned professionals and some of the highest caliber potential employees for private industry. This program is good for our Soldiers, local communities and the Nation," said MG Raymond Carpenter, Acting Director, Army National Guard.

The Employer Partnership Initiative (EPI) establishes a process whereby employers and the Army Reserve secure and share the talents of trained professionals. Partners, like Helmets to Hardhats, benefit by receiving greater access to men and women with military values, knowledge and proven leadership skills.

“Helmets to Hardhats is excited to have this opportunity to help bring the Army Reserve and the National Guard; the Building and Construction Trades Department; AFL-CIO; America’s Building Trades Unions and the nation’s leading construction contractor associations together in support of America’s Citizen Soldiers and their Families,” said Darrell Roberts, Executive Director, Helmets to Hardhats.

Lt. Gen. Jack Stultz, chief, Army Reserve, Maj. Gen. Raymond Carpenter, acting director, Army National Guard, and Darrell Roberts, executive director, Helmets to Hardhats sign an Employer Partnership agreement on July 2, 2009 at the Pentagon.

Since its inception in April 2008, the EPI has joined forces with over 400 public and private employers, including Fortune 500 corporations, state agencies, police departments and medical facilities, in order to secure job stability for America’s Soldiers and Veterans.

ABOUT THE UNITED STATES ARMY RESERVE

The Army Reserve provides trained and ready units to complement the Army, ready to perform their mission during peacetime, overseas contingencies and war. Our Soldiers are highly skilled full-time patriots whom civilian employers share with the Army Reserve. The value the Army Reserve brings to America is embodied in these professional men and women who possess the skills and capabilities that can be used on the battlefield and in the civilian sector. The Army Reserve is a reservoir of trained and experienced professionals.

Army Reserve Soldiers have played a vital role in every American military and humanitarian mission of the past 100 years. Today, roughly 206,000 trained Army Reserve Soldiers in units across the country stand ready to serve the Nation when called upon by the President of the United States. The quality of our force has never been higher. Our Soldiers are one of the best returns on investment American citizens make for the security and freedoms they enjoy.

ABOUT HELMETS TO HARDHATS

Helmets to Hardhats is a free, nonprofit program that connects National Guard, Reserve, retired and transitioning active-duty military members with quality career training and employment opportunities in the construction industry.

Helmets to Hardhats is administered by the Center for Military Recruitment, Assessment and Veterans Employment (CMRAVE), a joint labor-management committee sponsored by the Building and Construction Trades Department, AFL-CIO; 15 Building and Construction Trades Unions, and nine leading construction contractor associations representing more than 80,000 employers in the construction industry.

Military personnel interested in securing a rewarding career in the construction industry are encouraged to register with Helmets to Hardhats online or to call 866-741-6210 (toll-free).

ABOUT THE UNITED STATES NATIONAL GUARD

The Army National Guard (ARNG) is one component of The Army (which consists of the Active Army, the Army National Guard and the Army Reserve.) The Army National Guard is composed primarily of traditional Guardsmen -- civilians who serve their country, state and community on a part-time basis (usually one weekend each month and two weeks during the summer.) Each state, territory and the District of Columbia has its own National Guard, as provided for by the Constitution of the United States.

The National Guard has a unique dual mission that consists of both Federal and State roles. For state missions, the governor, through the state Adjutant General, commands Guard forces. The governor can call the National Guard into action during local or statewide emergencies, such as storms, fires, earthquakes or civil disturbances.

In addition, the President of the United States can activate the National Guard for participation in federal missions. Examples of federal activations include Guard units deployed to Kosovo and the Sinai for stabilization operations, and units deployed to the Middle East and other locations in the war on terrorism. When federalized, Guard units are commanded by the Combatant Commander of the theatre in which they are operating.

When Johnny's Family Goes marching off ... Military Leave Under the FMLA

By Maj. Elizabeth Gagot
EPI Executive Officer

NEW ORLEANS - The Society for Human Resource Management (SHRM), 61st Annual Conference and Exposition in New Orleans offered Human Resource managers great sessions on intergenerational relationships, employment law and legislation, and skill development.

Matthew S. Effland, shareholder, Ogletree, Deakins, Nash, Smoak and Steward, P.C. of Indianapolis address military leave under the Federal Medical Leave Act.

In January 2008, Congress amended the FMLA for the first time in 15 years to add leave rights for employees who have family in the military. Unfortunately, Congress did not bother to describe how the law was supposed to work. Now the Department of Labor has issued regulations, and companies are scrambling to be compliant.

Effland talked about how active duty and caregiver leave work and how each will impact companies in the months and years ahead.

Know your rights:

Granting FMLA for employees who have family in the military. An employee by law, is now authorized to take "FMLA – for Active Duty and Caregiver leave" which authorizes employees to care for an injured service member for a maximum of 26 weeks (without penalty), beyond the already 12 weeks offered by FMLA.

FMLA is available for all employees for a maximum of 12 weeks within one calendar year.

Employees must be able to provide documentation (proof – medical documentation) for HR to grant the leave.

Having the Heart of a Lion

By Maj. Elizabeth Gagot
EPI Executive Officer

NEW ORLEANS - The Society for Human Resource Management (SHRM), 61st Annual Conference and Exposition in New Orleans offered Human Resource managers great sessions on intergenerational relationships, employment law and legislation, and skill development.

Margaret N. Morford, president of The HR Edge, Inc. in Brentwood, Tenn., spoke about management courage during "Having the Heart of a Lion."

Morford said both the manager and the employee have a responsibility to be direct and honest with one another.

"Managers are required to be forthright and direct with employees when speaking with employees about their work performance," Morford said.

She emphasized how important it was for managers to address negative behavior immediately. Corrective action should be applied immediately and not be avoided, she said.

She added this applies to employees also particularly if it impacts their work performance.

When employees are not truthful about issues that affect their performance it causes more issues for managers thereby exacerbating the problem.

However, it is just as important for managers to reward their employees for outstanding performance; some managers neglect to do so. Managers must quickly address employee negative work habits and be honest and direct during performance reviews. Hedging or "beating around the bush" does not foster open communication; direct and honest feedback provides employees with an opportunity to address concerns.

Question asked by patrons:

Does the military teach leadership courses that are geared towards building managerial skills?

Let us know what you think in the comment section.

Use mentoring relationships to bridge the Generation Gap

By Maj. Elizabeth Gagot
EPI Executive Officer

NEW ORLEANS - The Society for Human Resource Management (SHRM), 61st Annual Conference and Exposition in New Orleans offered Human Resource managers great sessions on intergenerational relationships, employment law and legislation, and skill development.

Diane Spokus, a faculty member at Penn State University, who teaches Health Policy and Administration talked about how managers could "Use mentoring relationships to bridge the Generation Gap."

Spokus said employers understand that employees have distinct personalities, work habits and motivators. She added employers also are cognizant that these differences sometimes cause friction between managers and Generation X born between 1961 and 1980 and Generation Y or Millennials, born between 1981 and 2001, employers who have education and experience unfamiliar to their managers.

She asked how managers use their knowledge of these differences to their advantage?

Mentoring is the key to get the best out of these young employees, Spokus told the crowd Monday. She also reminded attendees that these employees are well versed in new technology - Facebook, Twitter, LinkedIn and blogs.

As for managers, she told them they offer their experience in the industry and company to share with these younger employees. She said managers need to learn to balance the personalities within their team to promote a healthy and productive work environment.

Spokus said that "two way communication" is always important, it allows for both parties to learn from each other and broke it down during the seminar.

Managers should:

Be receptive to new ideas
Be able to build a team that are open to learning new things, successfully employ current company norms/traits to improve team work
Developing team building mechanisms to promote a positive work place
Know the differences between baby boomers, GEN X and Y and how to supervise them

Gen X and Gen Y/Baby Boomers should:
Be receptive to learning from the “older generation”
Be willing to share new technology with supervisors and peers alike
Use technology to promote and improve company performance.
Be honest and straight forward with supervisors

I asked how does HR interact with the military? What are the challenges that are faced by HR personnel when dealing with military veterans?

Employers in the seminar answered that Soldiers are not forthcoming with their military duty scheduled training (battle assemblies, AT, etc) – which affect shift schedules, etc., returning to the two way communication issue.

Questions asked by other patrons:

Why does the military provide such short notice when scheduling Soldiers for duty?
How are managers trained in the military?
How does the military fair with rewarding/disciplining their Soldiers?

Let us know what you think in the comment section.

ESGR helps Soldiers honor military-friendly employers

Leveraging Your Future

Sgt. Maj. Nelson Ildefonso, EPI's senior enlisted advisor, talks to Renee Castillo, a sergeant with the 396th Combat Support Hospital in Vancouver, Wash., about the EPI program.




By 1st Lt. Olivia Cobiskey
EPI Director of Marketing – Media

NEW ORLEANS – Renee Castillo isn't your typical college graduate.

The 25 year old spent a year in Afghanistan running the patient administration section for a tent hospital before she graduated from Portland State University with a bachelor's degree in Human Resources Management and Personnel Administration.

"It was really a great experience, I learned a lot," said Castillo, a sergeant with the 396th Combat Support Hospital in Vancouver, Wash.

Now she's looking for a job in Human Resources at the Society for Human Resource Management (SHRM), 61st Annual Conference and Exposition in New Orleans.

Like many Soldiers she was having difficulty translating her military experience as a patient administration specialist (68G) for civilian employers. Castillo said she was excited to find the Army Reserve booth at the conference and took a moment to get some advice from Sgt. Maj. Nelson Ildefonso, EPI's senior enlisted advisor.

"Our Soldiers are skill rich and multi-talented," Ildefonso said. "They posses the attributes that each employer wants - leadership, punctuality, and a willingness to excel and meet challenges.

More than 400 companies agree and have signed partnership agreements with the Army Reserve.

Ildefonso showed Castillo how to search and apply for jobs with those companies using the EPI's Web site and helped her identify the unique skills she has when competing for jobs in the current economy.

Although Castillo doesn't have HR experience, she recognized that her work in Afghanistan at Forward Operating Base Salerno did gave her experience that is similar to the tasked a HR assistant would be require to do.

Castillo had to be very organized to keep the hospital working. She was responsible for the doctors’ schedules, paperwork, data enter, and coordinating between the hospital staff and the flight staff to get patients to the larger hospital in Bagram.

"I worked with both local and military doctors, patients, nurses," Castillo said. "I have a lot of those skills that HR needs."

Working together to employ America

David J. Lemaire, a program support manager in Louisiana for EPI watches as Ted Daywalt signs the memorandum of agreement at the Society for Human Resource Management (SHRM), 61st Annual Conference and Exposition in New Orleans Monday.


By 1st Lt. Olivia Cobiskey
EPI Director of Marketing – Media

NEW ORLEANS - The Army Reserve Employer Partnership Initiative staff hit the ground running Monday.

Before the conference even opened Ted Daywalt, CEO and President of VetJobs, signed a memorandum of agreement to "maintain a deep commitment to hiring and supporting the brave men and women who protect and defend American," at the Society for Human Resource Management (SHRM), 61st Annual Conference and Exposition in New Orleans.

"The beauty of the EPI program is it emphasizes to the employer the importance of hiring member of the Reserve and National Guard," Daywalt said.

This philosophy is inline with VetJobs, which also offers resources to help veterans find employment with military friendly companies.

Not an easy task today, said Daywalt, who testified for the Commission on the National Guard and Reserve in May.

Daywalt said three surveys by Business & Legal Reports, the Society of Human Resources Management (SHRM), and Workforce Management reveal that support for employees who are active in the National Guard and Reserve by employers is declining.

The is particularly reveling of the workforce survey, in which companies were asked if they had employees deployed in Iraq and if it was a hardship to their business. Of the 335 executive and human resource managers who answered 67 percent answered yes, said Daywalt.

The companies where also asked if they knew that a military Reserve or Guard Soldier could be called up and taken away from their job for an indeterminate amount of time, would you still hire a Citizen-Soldier, 54 percent answered no.

Daywalt told the commission, that returning members of the National Guard and Reserve are increasingly finding it difficult to obtain meaningful employment equal to their education and experience due to a perceived and real bias by employers who are concerned about the uncertainty of the time their employee would be needed during a potential mobilization.

"The U.S. Army Reserve and Guard system will not work if we do not have employer support," Daywalt said.

The EPI program was created to open a direct line of communication to employers to mitigate that strain. More than 400 employers have signed memorandums of agreement with the Army Reserve including Wal-Mart, IBM, Schneider National, Inc., General Electric and Sears Holding.

"EPI establishes a means by which the Army Reserve and employers can share personnel and collaborate on human resource issues and ideas," said Lt. Col. Kris Carle, an Outreach STRATCOM Officer with Army Reserve Communication, in her booth at the Convention Center Monday. "It creates a mechanism through which employers can raise with the Army Reserve concerns and issues associated with deployments and training and collaboratively resolve them."

Several other companies also signed Monday:

American Hospital Service Group (AHSG)
Illen Products Ltd.
Rehorn Professional Groups Inc.

National Guard and Reserve Mobilized as of April 28, 2009

Army National Guard and Army Reserve - 103,709
Navy Reserve - 6,750
Air National Guard and Air Force Reserve - 14,892
Marine Corps Reserve - 7,575
Coast Guard Reserve - 697

This brings the total National Guard and Reserve personnel who have been activated to 133,623, including both units and individual augmentees.

A cumulative roster of all National Guard and Reserve personnel who are currently activated can be found here.

A positive investment for America

Maj. Elizabeth Gagot, from the Army Reserve's Employer Partnership Initiative, talks to Pooja Chauhan, a Talent Acquisition for Abbott, about how the Army Reserve can help her company with recruitment issues.

By 1st Lt. Olivia Cobiskey
EPI Director of Marketing - Media

NEW ORLEANS - Job security continues to weigh on the minds of workers in the United States.

The number of employees who believe their job is "not at risk" dropped slightly to 47 percent compared with 51 percent roughly six months ago, while those who think their job is "significantly at risk" held steady at six percent.

The findings are detailed in a poll, "The Continued Economic Downturn: Employee Perspective," released Sunday by the Society for Human Resource Management (SHRM) at its 61st Annual Conference and Exposition in New Orleans.

Even as 50 percent of employees fret over pink slips, the importance of job satisfaction continued to rise for the third year -from 79 percent in 2007 to 86 percent in 2009, said Steve Williams, director of research at SHRM.

"Although employees say the weak economy has no negative impact on overall job satisfaction, the recession is the reason why job security is the top ranked factor to workplace satisfaction among HR professionals and employees in 2009," said SHRM President and CEO Laurence G. O'Neil. "Job security is the number one aspect for job satisfaction this year, topping benefits, compensation and feeling safe at work."

According to the 2009 Job Satisfaction Survey, employees at organizations "somewhat affected" by the recession are more likely to be satisfied than employees at organization that have been "greatly impacted" by the economy.

Employers have said the economy has directly affected employee benefits, according to the SHRM 2009 Employee Benefits Survey Report. Companies are scaling back on health care and welfare, housing and relocation, and business travel benefits.

"The recession plus rising health care costs are causing companies to evaluate all operating costs closely, even employee benefits, where a reduction in some benefits is required to survive the economic crisis," O'Neil added.

Mental health coverage was the only benefit in this category to be offered by more organizations in 2009 than 2008. More companies also started offering money management courses and retirement funds employees could contribute to.

Soldiers from the Army Reserve's Employer Partnership Initiative were on hand at the annual conference to help HR managers tackle some of those issues.

The EPI program is a new initiative with three interrelated training and credentialing, as well a potential health care sharing.
Employers who hire Army Reserve Soldiers will see a drop in employee costs for recruiting, training and health care benefits.

Army Reserve Soldiers are pre-screened, and can apply their credentials in the workplace almost immediately, said Lt. Col. Kris Carle, an Outreach STRATCOM Officer with Army Reserve Communication, in her booth at the Convention Center Sunday.

"The Army Reserve is a positive investment for America," Carle said.

Army Reserve Holds Initial IRR Muster in Tampa

Army Reserve Soldiers help Individual Ready Reserve Soldiers at the first IRR Muster at the James A. Haley Veterans Hospital in Tampa, Fla., this May. The United States Army Reserve Command will hold several more IRR Musters through August. Some of the services offered were identification cards, health assessments and access to Veterans Administration services.

by Sgt. Eric W. Jones
Army Reserve Medical Command Public Affairs

TAMPA, Fla. - In the first of many to come, the United States Army Reserve Command held the initial Individual Ready Reserve (IRR) Muster here in March. The IRR Muster will be an annual event, held at various locations around the country, where Soldiers assigned to the IRR report to a central location in order to maintain accoutabilty and update their files.

The James A. Haley Veterans Hospital hosted the initial event for local IRR Soldiers who have completed their Initial Active Duty or Reserve time. In order to fulfill their entire eight year contract, they are required to serve two to four years in the Individual Ready Reserve. Soldiers in the IRR are subject to recall to active duty if their skills are needed again by the active component.

While the main purpose of the IRR Muster is to maintain contact and accountability of the IRR Soldiers, it is also an opportunity for the Soldiers to review their records and wrap up any outstanding issues from their previous service.

Some of the services offered were identification cards, health assessments and access to Veterans Administration or employment search services. The Tampa Muster was offered in conjunction with a job fair organized by the Haley Veterans Hospital with over 100 employers represented to aid Soldiers with finding civilian employment.

Soldiers choose to go into the IRR for various reasons.

Sgt. Michael Garrison chose to join the IRR instead of a Reserve Unit for the remainder of his initial obligation due to family illness.

"It's not that I didn’t want to join a Reserve unit, it's my family," he said. "My dad is 68 years old and not in the best of health. Helping him keep going is the most important thing right now," he added.

Brig. Gen. William D. R. Waff, U.S. Army Reserve, deputy commanding general, Mobilization and REserve Affairs, U.S. Army Human Resources Command watches as Sgt. Michael Garrison was promoted to sergeant during the Tampa IRR Muster. In the IRR Soldiers continue to acquire time-in-service and grade and can be promoted.

In the IRR the Soldiers can continue to further their careers, as was the case with Garrison. He was promoted during the Tampa Muster from Specialist to Sergeant. Before leaving active duty, he had attended a promotion board, trying to get promoted before he separated - he was not successful. Once in the IRR however, he continued to acquire time-in-service and grade, and was eventually eligible for promotion.

Soldiers in the IRR have the same career opportunities that are available for other Soldiers. They can take advantage of an affiliation bonus of up to $10,000 for a three-year commitment to a Reserve unit with a 24 month non-deployment period.

They can also decide to reclass and use their new Military Occupation Specialties to find a job with one of the Army Reserve's nearly 500 partners. The Army Reserve's Employer Partner Initiative and civilian recruiters are helping find veterans jobs at the U.S. Army Human Resources Command (HRC) Individual Ready Reserve (IRR) musters.

At the Chicago muster June 6 and 7 12 of the 106 Soldiers who attended said they were unemployed. "A few needed advice on resume building and I sent them to the Tip of the Arrow for further support on the resume portion."

"They were really excited to know about the EPI program and how to work through the Web site," said Renee Chase, Program Support Manager for EPI.

The IRR Muster program was initiated in 2009 to help ensure all Soldiers within its' ranks are as ready as possible to return to active duty should they be needed again.

Muster or gathering is a new program from the Human Resource Command.

As the name implies, the Inactive Ready Reserve Soldiers play an integral and important part of the United States Army and the Army Reserve. They are trained Soldiers who are currently inactive, but are ready at a moment's notice to serve their country again. IRR Musters help ensure this integral part of our Armed Forces sustain their maximum deployability for times of need.

The next 4 musters are:

Phoenix, Ariz., June 27, Phoenix VA health Care System
Denver, Colo., July 11, Eastern Colorado Health Care System (VA)
Temple, Texas, July 18, Central Texas Veterans Health Care System
Fort Meade, Md., July 25-26, Fort Meade Army Reserve Center

- 1st Lt. Olivia Cobiskey contributed to this story.

IRR Musters offer job opportunities

CHICAGO, Ill. - As an Individual Ready Reserve Soldier getting a letter asking you to report to an Army Reserve Center or a Veterans Affairs facilities might intimidate you.

Don’t let it. If you’re unemployed it might just be a blessing. The Army Reserve’s Employer Partnership Initiative and civilian service recruiters are helping find veterans jobs at the U.S. Army Human Resources Command (HRC) Individual Ready Reserve (IRR) musters.

“We now provide information in the initial letter about the muster to tell IRR Soldiers EPI and civilian service recruiters will be present, and to bring copies of both their civilian and military resumes,” said Brig. Gen. William D. R. Waff, U.S. Army Reserve, deputy commanding general, Mobilization and Reserve Affairs, U.S. Army Human Resources Command. “We can print off their 214s on site and when they call to tell us they will be present for the muster – at which time we publish their muster order – we remind them about job opportunities that they can check out with EPI.”

A Foot in the Door

At the muster in Houston, May 16 and 17 at the Marario Garcia Army Reserve Center, 12 unemployed IRR Soldiers were connected to employers on Saturday for interviews the following week.

“It doesn’t get easier than this,” Waff said.

The next muster is this weekend in Arlington Heights, Illinois – at the Paul G. Schulstad Reserve Center, 1515 W. Central Rd., June 6 and 7.

Who's Hiring

And the market looks great. According to Philip Dana, Manager, Specialty Talent Acquisition (Military & Diversity) for Sears Holdings Corporation, the company has over 30,000 openings.

“I have over 200 opportunities at HQ,” Dana said.

Kmart has assistant store manager positions open in Minneapolis, Minn, Wilwaukee, Wis., Chicago, he said. And store manager openings in Davenport, Iowa, Duluth, Minn., and Chicago.

There are six more Readiness Musters scheduled through August in Phoenix, Ariz.; Denver, Colo.; Temple, Texas; Fort Meade, Md.; Kansas City, Mo., Dallas, Texas.

Not in Chicago, don’t let that stop you from apply for jobs with Sears or other Army Reserve Employer Partners. Start your Job Search, Now!

Assistant Store Managers, Kmart

Minneapolis Minn.

Milwaukee Wis.

Rochester Minn.

Lacross Wis.

Omaha N.E.

Fargo N.D.

Chicago, Ill.

Store Managers in Training, Kmart

Milwaukee, Wis.

Davenport, Iowa

Burlington, Iowa

Duluth, Minn.

Chicago, Ill.

Minneapolis, Minn.

Now may be the time for advancing your education

As you navigate the employment world, you may want to consider boosting your education while you consider your career options. Now may be a good time, especially with the availability of The Post-9/11 Veterans Educational Assistance Act of 2008.

The Post-9/11 GI Bill is a new education benefit program for individuals who served at least 90 days on active duty on or after Sept. 11, 2001. It is also for individuals discharged with a service-connected disability after 30 days. You must have received an honorable discharge to be eligible for the Post-9/11 GI Bill. The Post-9/11 GI Bill will become effective for training on or after August 1, 2009.

This program will pay eligible individuals:

-- Tuition & fees directly to the school not to exceed the maximum in-state tuition & fees at a public Institution of Higher Learning. see chart listing 2008 - 2009 maximum rates

-- A monthly housing allowance based on the Basic Allowance for Housing for an E-5 with dependents at the location of the school. To determine the BAH for your school's ZIP code click here (link goes to a non-VA website) an annual books & supplies stipend of $1,000 paid proportionately based on enrollment

-- A one-time rural benefit payment for eligible individuals see comparison chart for more information.

This benefit is payable only for training at an Institution of Higher Learning (IHL) (See comparison chart for more information). If you are enrolled exclusively in online training you will not receive the housing allowance. If you are on active duty you will not receive the housing allowance or books & supplies stipend. This benefit provides up to 36 months of education benefits, generally benefits are payable for 15 years following your release from active duty.

How to make the cut

By Lily Whiteman
Federal News Career Columnist

When you apply for your next federal job, your application will likely first have to impress a computer. Before a human resources professional or selecting official decides whether to call you in for an interview, a computer scores your responses to short-answer questions to determine whether you have, in government lingo, “made the cert.”

Your answers to these questions — which will be formatted as true-false, check-the-boxes and tiered-response answers — may make or break your application.

Here’s why: Each potential response has a certain point value; the more types of experience and the more advanced experience each answer represents, the more points it is worth.

If the computer determines your total score, together with any veterans’ preferences points you have, falls below a predetermined threshold, your application will be rejected automatically, even before a human being has so much as glanced at it.

If your answers meet or exceed the threshold, your application will be forwarded to the selecting official for a possible interview.

Here is how to ace your short-answer questions: Troll through all of your educational and professional credentials, and interpret them liberally and leniently. Then give an answer — without lying — that represents your highest level of experience, biggest influence, most responsibility and most seniority. In tiered-response questions, this winning answer will not necessarily be positioned first or last in the list of possible answers. Then, in your résumé and application essays, support your short answers by further describing your credentials. Why? Because if you make the cert, a human resources official will cross-check your short answers against the rest of your application. If he determines that your answers aren’t corroborated, he will reject your application before forwarding it to the selecting official.

As you answer short-answer questions, remember that job applicants are not expected to judge themselves strictly or harshly. The heartless, soulless computer won’t give your application any points for candor; it will give your application points only for offering winning answers. Therefore, if you don’t judge yourself liberally and leniently, you may sabotage your own application.

This means that you should, for example, interpret vague terms in application questions to your advantage. So, where you are asked whether you are an expert in a certain field, answer affirmatively if you have significant educational or work expert in that field.

If you are asked if you have been a supervisor, answer affirmatively if you have allocated assignments and evaluated the work of members of a team you have led, even if you were not the first-line supervisor of team members.

If you don’t have a requested credential, give yourself full credit for any equivalent credential you do have. For example, if you are asked whether you took a course in a subject you never formally studied, answer affirmatively if you learned the subject through on-the-job experience, self-study or travel.

Your experience does not have to be earned on a federal job or your current job to count. Nor does it have to account for the majority or even a significant amount of your time to count.

If you cannot give yourself the winning answer for all or almost all short-answer questions on a particular application, your application probably won’t make the cut and will be rejected.

Therefore, your time would be better spent applying for other jobs.

If you do apply and are rejected from your target job, call the contact person identified on the vacancy announcement, and ask for your application’s point score and whether you “made the cert.”

The feedback should help you determine if your application approach is on the right track or warrants an overhaul.

Lily Whiteman is a public affairs officer at the National Science Foundation and author of “How to Land a Top-Paying Federal Job,’’ available from Federal Times’ Books & More at http://www.federaltimes.com.

Her Web site is www.IGotTheJob.net

AR Doc epitomizes Value Proposition

By Lt. Col. Andrew Morton
Guest Blogger

I wanted to share a few links regarding an Army Reserve Emergency Medicine physician who exemplifies what we believe the Army Reserve’s Value Proposition (ARVP) truly is. Dr. Kathryn Hall-Boyer, a colonel in the Army Reserve who is currently serving in Afghanistan (See 2nd link below). While not serving in uniform she is a professor and clinical instructor in the Emergency Medicine Department at Emory University. Hall-Boyer also serves as chair of the American Association of Women Emergency Physicians section of ACEP and is a member of the ACEP Ethics Committee. ACEP is a 25,000 member organization of Emergency Physicians from across the country.

Hall-Boyer’s awards, and recognition in both her civilian and Army circles are too numerous to mention. Clearly, the balance of working in Academic Medicine with the opportunity to practice clinically across the world in Afghanistan is a balance that all doctors aspire to have. Quite frankly, it’s a combination of opportunities, training, and experiences that epitomize both “making a difference” while also “gaining an edge.” Neither her civilian counterparts in her field or her active duty counterparts share these same incredible opportunities.

Granted, from an advertising perspective her story may not resonate with the younger generation, and recommending her as a profile is not necessarily my recommendation here. I share this with all of you because as we move forward we are looking for these connections or set of circumstances across all demographics and occupational specialties. When we see a story of an Army Reserve Soldier doing great things in uniform our intuitive follow-up should be “what’s their civilian career?” Every story in uniform should have a civilian side to it, even for our AGR and mobilized Soldiers.

As Lt. Gen. Stultz has said providing civilian ready, transferable-skilled, and trained people back into the workforce is one of our strongest attributes. Hall-Boyer’s experience in Afghanistan could not more accurately personify this notion. Her story defies so many of the typical conventional wisdoms regarding service in uniform and it’s our goal in Recruiting Communications to find these profiles and share them.

http://whsc.emory.edu/press_releases2.cfm?announcement_id_seq=13987

http://www.army.mil/-news/2009/05/12/20943-doctor-confronts-maternal-mortality-in-afghanistan

Employer join partnership to hire reservists

From AUSA News, May 2009

At a time when the American economy is stressed and the nation’s security challenges demand a responsive, operational reserve force, the chief of the Army Reserve, Lt. Gen. Jack C. Stultz, has reached out to employers asking them to partner with the Army Reserve on employment strategies dealing with deployments and the challenges they face in supporting the deployments of their employees serving in the reserve.

The Reserve Employer Partnership Initiative has created an opportunity for employers who want to hire Army Reserve soldier to sign on as employer partners.

The U.S. Chamber of Commerce, military associations, professional associations and unions, are now contributing to this effort.

The Army Reserve – from its roots in 1908 as a small medical corps of 160 doctors to today’s fully operational force of over 202,000 highly-skilled men and women from diverse fields – has worked to keep our nation safe for over 100 years. From defending our borders to protecting our communities, Army Reserve soldiers have served in every major conflict since its inception, while contributing to our nation’s economy. Americans have supported these brave warrior-citizens – both in their military and civilian lives – as they continue to keep our nation strong as we fight the global war on terrorism.

The job opportunities American employers are providing through the Army Reserve Employer Partnership Initiative (EPI) support the reserve’s mission in a concrete and substantive way.The Employer Partnership Initiative, launched in April 2008, helps drive employment opportunities for soldiers by enhancing the relationship between the Army Reserve and employers who share common goals of strengthening the local community, supporting Army Reserve soldiers and growing a stronger economy.

EPI offers soldiers two careers – one as a citizen-soldier in the Army Reserve who brings his or her civilian job skills to the battlefield, and the other as a highly skilled employee, working for an employer partner whose civilian skills have been fine-tuned by military training and experience.

EPI gives a competitive edge to a soldier over his peers in both his civilian and military careers.

Stultz said the initiative also provides a way for the Army Reserve to provide tangible benefits to soldiers and their families. “The initiative gives our soldiers the opportunity to advance their private sector careers and provides their families the stability they often lack while the soldier continues to defend and protect our country,” he said.

The Army Reserve is adapting to meet new challenges. In the 20th century, Army Reserve soldiers trained one weekend a month and two weeks every summer. To meet the demands of the 21st century and the global battle against terrorist networks, the Army Reserve has transformed from a strategic reserve to an operational force that is an integral part of the Army. This has often meant longer deployments, increasing the burden on the civilian lives of reserve soldiers.

Stultz said, “This truly is an operational force, and if you join the Army Reserve today, you are going to deploy. We owe you help with your employer to make sure that you can maintain a civilian job while you’re serving your country.”

The Army Reserve’s first employer partner was the Inova Health System, the Northern Virginia-based healthcare system that offers opportunities for soldiers in areas of critical clinical support, such as radiology, respiratory therapy and surgical occupations.

The mutually beneficial agreement allows the Army Reserve and Inova to recruit personnel and then share the talents of trained medical professionals. The early link with Inova has given rise to partnerships with other healthcare organizations, including the Cleveland Clinic, Northeast Ohio Health Science & Innovation Coalition (NOHSIC) and the University of Pittsburgh Medical Center, among others.

The Army Reserve provides two-thirds of the Army’s medical capabilities, making healthcare partnerships – like those with Inova or NOHSIC – viable long-term opportunities for returning reserve soldiers or new enlistees looking for a career.

But it is not only the soldiers who benefit from these partnerships; our partners get some of the best trained medical practitioners available to anyone in the industry. “This is a win-win situation,” Maj. Gen. Robert Kasulke, deputy surgeon general for mobilization, readiness and reserve affairs, U.S. Army Reserve, said. “The hospital can get a decent employee, fully skilled, drug free and morally clean.”

As the healthcare industry expands and the demand for medical workers increases, the Army Reserve is a natural place to look.

The Summa Health System CEO, Tom Strauss, said, “This is a skilled workforce that has already been trained to come in and help us fill those needs so it’s a marriage made in heaven.”

The Employer Partnership Initiative, however, is not limited to the healthcare field. Meeting today’s economic needs, the program spans several industries from transportation and logistics to telecommunications, healthcare, law enforcement, and information technology. The initiative continues to gain tremendous support from many of America’s leading companies because partners are integrating highly skilled and talented soldiers into their work force.

General Electric Chairman and CEO Jeff Immelt said, “This partnership matches with GE’s commitment to hire talented people with uncompromising integrity.”

Close to 300 public and private employers – in nearly every state – have joined the initiative. Soldier employment opportunities now exist with Fortune 500 companies such as Wal-Mart, General Electric and Boeing; municipal organizations such as the New York Police Department and the D.C. Metropolitan Police Department; and state placement agencies in states including Oregon, Vermont, Missouri, and Florida, among others.

The Employer Partnership Initiative provides soldiers with the tools for professional development and advancement in their civilian career. As the partner list grows, job prospects widen as well. To see the various open positions, visit the Army Reserve Web site at www.ArmyReserve.Army.mil.

“I was impressed at the variety of jobs available and the diversity of occupations,” Arnel Albano, an Army Reserve captain, said.. “The Web site is a great service to soldiers who are looking for meaningful long-term careers. I hope this project continues on and continues to grow with more business partners.”The Army Reserve also has career counselors for soldiers as they explore the variety of job opportunities presented by Employer Partners.

Through the Employer Partnership, the Army Reserve assists its soldiers in maximizing their unique skills, training and advancement in both their military and civilian careers. Soldier employees undergo training to meet both Army and industry standards so that they will be more than qualified to fill multiple industry shortfalls and continue to strengthen our nation militarily – and economically.

For more information about joining the Employer Partnership Initiative, including a complete list of Employer Partners and job openings, visit the Army Reserve Web site at www.ArmyReserve.Army.mil.

(Editor’s note: This story is based on an article by Col. Dianna Cleven, chief operating officer, Employer Partnership Initiative).

EPI mitigates vet reemployment issues

The news media regularly runs stories on the issues Reserve members have, especially since Reserve members are being used in increasing numbers since 9/11. The recent online article "Returning reservists find military duty clashes with job protection" is one example.

The Employer Partnership Initiative mitigates potential reemployment issues when Army Reserve Soldiers return from a deployment to their civilian workplace.

The Employer Partnership Initiative is predicated on military-friendly employers hiring and supporting their Employee-Soldiers so they can more easily perform their military duties. EPI provides an open communication conduit between the Employer Partner and the Army Reserve so any problems can be handled at the lowest levels, eliminating the need to go to the Department of Labor.

How to Make the Cut

By Lily Whiteman
"Careers Columnist" for the Federal Times

When you apply for your next federal job, your application will likely first have to impress a computer. Before a human resources professional or selecting official decides whether to call you in for an interview, a computer scores your responses to short-answer questions to determine whether you have, in government lingo, “made the cert.”

Your answers to these questions — which will be formatted as true-false, check-the-boxes and tiered-response answers — may make or break your application.

Here’s why: Each potential response has a certain point value; the more types of experience and the more advanced experience each answer represents, the more points it is worth.

If the computer determines your total score, together with any veterans’ preferences points you have, falls below a predetermined threshold, your application will be rejected automatically, even before a human being has so much as glanced at it.

If your answers meet or exceed the threshold, your application will be forwarded to the selecting official for a possible interview.

Here is how to ace your short-answer questions: Troll through all of your educational and professional credentials, and interpret them liberally and leniently. Then give an answer — without lying — that represents your highest level of experience, biggest influence, most responsibility and most seniority. In tiered-response questions, this winning answer will not necessarily be positioned first or last in the list of possible answers. Then, in your résumé and application essays, support your short answers by further describing your credentials. Why? Because if you make the cert, a human resources official will cross-check your short answers against the rest of your application. If he determines that your answers aren’t corroborated, he will reject your application before forwarding it to the selecting official.

As you answer short-answer questions, remember that job applicants are not expected to judge themselves strictly or harshly. The heartless, soulless computer won’t give your application any points for candor; it will give your application points only for offering winning answers.

Therefore, if you don’t judge yourself liberally and leniently, you may sabotage your own application.

This means that you should, for example, interpret vague terms in application questions to your advantage. So, where you are asked whether you are an expert in a certain field, answer affirmatively if you have significant educational or work expert in that field.

If you are asked if you have been a supervisor, answer affirmatively if you have allocated assignments and evaluated the work of members of a team you have led, even if you were not the first-line supervisor of team members.

If you don’t have a requested credential, give yourself full credit for any equivalent credential you do have. For example, if you are asked whether you took a course in a subject you never formally studied, answer affirmatively if you learned the subject through on-the-job experience, self-study or travel.

Your experience does not have to be earned on a federal job or your current job to count. Nor does it have to account for the majority or even a significant amount of your time to count.If you cannot give yourself the winning answer for all or almost all short-answer questions on a particular application, your application probably won’t make the cut and will be rejected. Therefore, your time would be better spent applying for other jobs.

If you do apply and are rejected from your target job, call the contact person identified on the vacancy announcement, and ask for your application’s point score and whether you “made the cert.”

The feedback should help you determine if your application approach is on the right track or warrants an overhaul.

Lily Whiteman is a public affairs officer at the National Science Foundation and author of “How to Land a Top-Paying Federal Job,’’ available from Federal Times’ Books & More at http://www.federaltimes.com/ times.com. Her Web site is IGotTheJob.net.

Creating Partnerships for America

U.S. industry leaders and Army Reserve leadership met for two days in Washington, D.C. to discuss solutions for Soldier reintegration to the workplace, employability and deployment and training cycles, and overcoming challenging economic realities during the Employer Partnership Initiative CEO Conference April 27-28 at the Pentagon in Washington D.C.(photo by Staff Sgt. S. L. Vega - Army Multimedia Visual Information Directorate (AMVID)

Col. Dianna Cleven

Chief Operating Officer

Employer Partnership Initiative

Office of the Chief, Army Reserve

WASHINGTON, D.C. - On Monday, April 27th, Chief of the Army Reserve Lt. Gen. Jack C. Stultz, the Employer Partnership Initiative Board of Directors, and approximately fifteen industry leaders met in the Pentagon to talk about how to enhance the Army Reserve’s Employer Partnership Initiative (EPI) and to collaborate on a shared human capital strategy.

Secretary of the Army, the Honorable Pete Geren, and the Chief of Staff, Army Gen. George W. Casey, Jr. both addressed the diverse group. Attendees included representatives from assorted industries: trucking, defense, healthcare, human resources, retail, information technology, roofing, and finance. Nonprofits and for-profit organizations were included, as well as associations, the U.S. Chamber, and a state Chamber of Commerce.

After the day-and-a-half-long seminar, the business leaders told Stultz and Director of the Army Staff Lt. Gen. David L. Huntoon that EPI afforded a way for the Army Reserve to partner with business leaders on how to generate America's future competitive workforce. They indicated that they envisioned a total personnel and talent management system for those in or out of uniform. This included a predictable career path for Army Reserve Soldiers, which would integrate human resource management counseling such that Citizen Soldiers would have advice on how military or civilian career choices could shape outcomes in both their military and civilian careers. These leaders indicated developing such a workforce model would require innovation and would bring a deeper, richer relationship between the Army Reserve and employers. Under this model, business would create and identify jobs and career opportunities for Soldiers, and military and civilian career training would be synchronized. This would be accomplished by training to civilian certification requirements and leveraging existing virtual training mechanisms.

Collaboration on how to shape this future workforce will be accomplished via EPI Partners and EPI team member working groups that will meet every two weeks and monthly meetings of the larger group that met this week, who will evaluate progress. Industry leaders will populate the working groups with creative, talented persons in their own organizations, and these persons will work with the EPI team on pertinent issues. The group intends to come back to the Chief of Staff of the Army and the Chief of the Army Reserve with a completed plan by November 2009.

Some of the initial work the working groups will take on are the following: training-certification needs, alignment of EPI goals with legislation, collaboration with the education community, identifying civilian and military career opportunities (including connecting deployment to career paths - civilian and military - and matching military skills to civilian needs), benchmarking employer programs that can be leveraged by the military, identifying translator tools to facilitate placement in career opportunities commensurate with the Soldier’s experience and training, and developing program performance metrics to measure partnership success.

Lt. Gen. Jack C. Stultz, chief, Army Reserve and commanding general, U.S. Army Reserve Command, and Lt. Gen. David L. Huntoon, director of Army Staff, brain storm with U.S. industry leaders from G.E., Con-way, Volt Information Services, BAE Systems, American Trucking Association and Kelly Service during the Employer Partnership Initiative CEO Conference April 27-28 at the Pentagon in Washington D.C.(photo by Staff Sgt. S. L. Vega - Army Multimedia Visual Information Directorate (AMVID)

Gen. George W. Casey, Jr., chief of staff of the United States Army, talks to the U.S. industry leaders and Army Reserve leadership who participated in the Employer Partnership Initiative CEO Conference April 27-28 at the Pentagon in Washington D.C.(photo by Staff Sgt. S. L. Vega - Army Multimedia Visual Information Directorate (AMVID)

Lt. Gen. Jack C. Stultz, chief, Army Reserve and commanding general, U.S. Army Reserve Command and industry CEOs listen while Gen. George W. Casey, Jr., talks about the importance of partnership during the Employer Partnership Initiative CEO Conference April 27-28 at the Pentagon in Washington D.C.(photo by Staff Sgt. S. L. Vega - Army Multimedia Visual Information Directorate (AMVID)

U.S. Army Reserve, Customs and Border Protection Launch Jobs Partnership

Partnership to Assist Border Agency in Filling 11,000 Positions

Jason P. Ahern, acting commissioner, U.S. Customs and Border Protection (left) and Lt. Gen. Jack C. Stultz, chief, U.S. Army Reserve (right) sign the official Employer Partner Initiative agreement in Washington, D.C. on April 21, 2009. photo by Nick Crettier)

WASHINGTON, D.C. – The Army Reserve and U.S. Customs and Border Protection formally agreed today to work collaboratively to enhance job opportunities for America's Soldiers and Veterans. The alliance, launched under the Army Reserve Employer Partnership Initiative, will help strengthen the community, support Army Reserve Soldiers and their Families, and contribute to a strong economy.

"This formal alliance with U.S. Customs and Border Protection presents a remarkable opportunity for our some 10,200 trained and skilled Army Reserve Soldiers to potentially achieve their career goals with this federal agency," said Lt. Gen. Jack C. Stultz, chief, Army Reserve. "This formal partnership also sets the standard among other federal agencies and the Army Reserve."

Through the employer partnership, the Army Reserve is collaborating with public and private sector leaders across the country to develop staffing solutions to meet America's industry demands, tackle the issue of work force preparedness and reinvigorate America's human talent to remain competitive in the global economy. Since its inception in April 2008, nearly 300 employers have joined the initiative.

CBP is the first federal agency to join the Army Reserve's Employer Partnership.

"CBP maintains a deep commitment to hiring and supporting the brave men and women who protect and defend America," said Jayson P. Ahern, acting commissioner, U.S. Customs and Border Protection. "These Citizen-Soldiers have a well earned reputation as exemplary employees with proven leadership, teamwork, discipline and grace under pressure that are immeasurably valuable to any organization."

With an estimated 11,000 jobs opening in CBP, the partnership will aim to help Army Reserve Soldiers and Veterans find jobs in today’s economy.

Read the article in Tuesday's Washington Post: Border Agency to Hire More Army Reservists.

ABOUT THE UNITED STATES ARMY RESERVE

The Army Reserve is a positive investment for America. Community based and federally directed, the Army Reserve provides trained and ready units to complement the Army, ready to perform their mission during peacetime, overseas contingencies and war. Our Soldiers are highly skilled full-time patriots whom civilian employers share with the Army Reserve. The value the Army Reserve brings to America is embodied in these professional men and women who possess the skills and capabilities that can be used on the battlefield and in the civilian sector.

The Army Reserve is a reservoir of trained and experienced professionals in transportation, logistics, supply chain management, law enforcement and public safety, health care, telecommunications, information technology, construction trades, engineering, civil affairs, finance, legal services and human resources. Army Reserve Soldiers have played a vital role in every American military and humanitarian mission of the past 100 years. Today, roughly 206,000 trained Army Reserve Soldiers in units across the country stand ready to serve the Nation when called upon by the President of the United States. The quality of our force has never been higher. Our Soldiers are one of the best returns on investment American citizens make for the security and freedoms they enjoy.

ABOUT U.S. CUSTOMS AND BORDER PROTECTION

CBP is one of the Department of Homeland Security's largest and most complex components, with a priority mission of keeping terrorists and their weapons out of the U.S. It also has a responsibility for securing and facilitating trade and travel while enforcing hundreds of U.S. regulations, including immigration and drug laws.

The uniformed men and women of CBP make up the largest law enforcement organization in the nation and take a solemn vow to secure the homeland from terrorists and other threats.

CBP performs two crucial roles in facilitating trade to and from the U.S. and around the globe: securing it from acts of terrorism and assuring that goods arriving in the U.S. are legitimate and that appropriate duties and fees are paid.

Last year CBP safely welcomed more than 400 million people into the U.S., continuing America's tradition of being a welcoming country while also preventing dangerous people from entering.

What's your creed?

Chad Sowash
Guest Blogger

Can you imagine walking into work on your first day and being asked to memorize the company's creed? Creed? Yea, you know strong belief systems of which the company was predicated.

Where am I getting this crazy notion? Well, one of the very first items a new trainee must learn and memorize when arriving at the Fort Benning Reception Battalion, even before officially starting Basic Training, is The Soldier's Creed.

Here's how it goes ...

I am an American Soldier.

I am a Warrior and a member of a team. I serve the people of the United States and live the Army Values.

I will always place the mission first.

I will never accept defeat.

I will never quit.

I will never leave a fallen comrade.

I am disciplined, physically and mentally tough, trained and proficient in my warrior tasks and drills. I always maintain my arms, my equipment and myself.

I am an expert and I am a professional.

I stand ready to deploy, engage, and DESTROY the enemies of the United States of America in close combat.

I am a guardian of freedom and the American way of life.

I am an American Soldier. HOOAH!

On the very first day this creed helps trainees (employees) understand what they must do to become a professional Soldier in the United State Army. This creed is more than just a belief for it is a way of living, which includes expectations for all Soldiers to live by after basic training, in combat or even after leaving the military completely.

What's your company creed? Better yet… What's your personal creed?


* Sowash is vice president of Business Development for DirectEmployers Association, an Employer Partner through the Army Reserve's Employer Partnership Initiative. You can check out his column the Chad for more on why employers should hire employees with military experience.

Five More U.S. Companies Join U.S. Army Reserve Employer Partnership Initiative

WORCESTER, Mass. — Fallon Clinic, a large, multi-specialty medical group practice in Central Massachusetts, Friday signed a memorandum of agreement to partner with the U.S. Army Reserve to bring the Employer Partnership Initiative (EPI) to the Fallon Clinic workplace. This initiative facilitates strategic and mutually beneficial relationships between employers and associations to recruit and train soldiers who are interested in securing a position in the growing field of healthcare, while they continue to provide service to our country. These soldiers will be training to fill needs in various healthcare-related fields, such as respiratory therapy, radiology, and physical therapy.

"At Fallon Clinic we believe that our success is directly linked to the quality of the people we hire," said Randi Nichols, executive vice president, Human Resources and Operations Support Services. "By partnering with the U.S. Army Reserve, we will attract and hire dedicated employees who are proven leaders, and also strengthen Fallon Clinic's impact on the success of our country's active military and veterans."

In partnering with the Army, Fallon Clinic has promised to employ or seek to employ qualified members of the Army Reserve and maintain a commitment to hiring and supporting the dedicated women and men who protect and serve the United States. Through this program, the Army Reserve and Fallon Clinic will collaborate on workforce development issues, including training, professional development and credentialing.

"The Army Reserve Employer Partnership is a human capital strategy that recognizes and characterizes the interconnectedness of business America and the Army Reserve," said Lt. Gen. Jack C. Stultz, chief of the Army Reserve, and commanding general, U.S. Army Reserve Command. "My vision is that corporate America considers the Army Reserve the number one source of professional, well-trained and experienced leaders. Just as our nation recognizes the Army Reserve as a good return on investment, my hope is that similarly, companies recognize Army Reserve soldiers as a sound investment in human talent."

It was the end of a great week for Army Reserve Soldiers. Every day a new partner signed an agreement to help build and develop Americans talent with the U.S. Army Reserve. In Michigan a Service Disabled Veteran Owned Small Business, Ladlas Prince, became a partner Monday. Tuesday, Southwest Airlines landed long enough to join. The University of Pittsburgh Medical Center wasn't far behind on Wednesday and Thurday International chemical company BASF Corporation rounded it out.

The Army Reserve is a community-based federally directed force of highly-skilled, patriotic men and women that provides our nation with trained units and qualified Soldiers during peacetime, contingencies and war. Today, about 206,000 trained Army Reserve Soldiers in units across the country stand ready to serve the nation when called upon by the President of the United States.

About Fallon Clinic

Fallon Clinic, a non-profit organization, is a large, multi-specialty group practice in Central Massachusetts. Fallon Clinic physicians and healthcare professionals offer the region’s most comprehensive array of primary care and specialty services, supported with cutting-edge technologies and service-oriented processes. Founded in 1929 by a team of physicians from the Mayo Clinic led by Dr. John Fallon, Fallon Clinic continues to grow and thrive. Based in Worcester, Fallon Clinic has over 1,700employees and approximately 250 physicians who see patients in more than 20 locations, including the Worcester Medical Center. Fallon Clinic accepts a broad range of insurance coverage, including plans from all major Massachusetts’ payers. More information about Fallon Clinic can be found by visiting http://www.fallonclinic.org/.

About Ladlas Prince

Ladlas Prince helps organizations reengineer, rethink and remodel the way they do business by thinking for the people & technology i.e. using its international & local business skills and experience for the betterment of business relationship between technology, information security, business strategies, processes and people. With Ladlas Prince’s established consortium of international partnerships, services are provided on-site, enabling us to apply our complete range of experience, excellent value, high productivity and consistent quality.

About Southwest Airline

What began as a small Texas airline has grown to become one of the largest airlines in America. Today, Southwest Airlines flies over 104 million passengers a year to 64 great cities all across the country, and we do it more than 3,400 times a day. With over 500 aircraft, Southwest has one of the youngest fleets in the nation, with an average age of approximately nine years.

About UPMC

UPMC is an integrated global health enterprise and one of the leading nonprofit health systems in the United States serving the health needs of more than 4 million people each year. Through redefined models of health care delivery, technological innovation, and cutting-edge medical research, UPMC is improving lives in western Pennsylvania and beyond.

About BASF Corporation

BASF is the world's leading chemical company with about 97,000 employees, six Verbund sites and close to 330 production sites worldwide it serve customers and partners in almost all countries of the world.

Army Reserve and UPMC Join in Employer Partnership

Lt. Gen. Jack C. Stultz, chief, Army Reserve (left) and G. Nicholas Beckwith, III, chairman of the board, UPMC (right) sign the official Employer Partnership Initiative agreement partnering the two organizations at the McGowan Institute for Regenerative Medicine.

Innovative Public-Private Venture Builds Careers and Economy

PITTSBURGH – Yesterday the U.S. Army Reserve and the University of Pittsburgh Medical Center (UPMC) joined together in an effort designed to strengthen the community, support Army Reserve Soldiers and their Families, and maintain a strong economy. This effort is part of the Army Reserve’s groundbreaking Employer Partnership Initiative.

From this public-private employment partnership, both organizations will be able to recruit, train and employ talented Army Reserve Soldiers looking to serve both their nation and their community.

“I am pleased to have UPMC become a valued member of our Employer Partnership Initiative year after launching this ground-breaking enterprise,” said Lt. Gen. Jack C. Stultz, chief, Army Reserve. “Our alliance with UPMC is a natural since health care is one of our core capabilities. I look forward to working closely with an industry leader like UPMC to develop our greatest shared asset, our people."

Through the EPI, the Army Reserve is partnering with business leaders such as UPMC to develop staffing solutions to meet America’s industry demands, tackle the issue of workforce preparedness, and reinvigorate America’s human talent to remain competitive in the global economy.

“We are honored to be a part of this historic partnership,” said G. Nicholas Beckwith, III, chairman of the board, UPMC. “The Army Reserve employs some of the most dedicated and talented professionals in the country, and we are eager to utilize their unique knowledge and skills.”

The EPI establishes a process whereby employers and the Army Reserve secure and share the talents of trained professionals. Partners Employers will benefit from the employment of men and women with Army values, experience and proven leadership skills.

Since its inception in April 2008, more than 260 public and private employers have joined the initiative, including Fortune 500 corporations, hospitals, industry associations, state agencies and local police departments.

The Army Reserve provides nearly 60 percent of the Army’s medical capabilities. These Soldiers bring their valuable training and experience from the Army Reserve into the civilian workforce. Correspondingly, they bring their valuable civilian training and skills to battlefield and other Army missions.

Keys to Interview Success

Here are a few keys to interview success that could help reduce your chances of being rejected by a potential employer. Before you go into an interview, maximize your knowledge about:

• The company
• Your skill set
• The abilities needed for the job
  

Use This Online Tool to Determine Veterans' Preference

Determine if you qualify for Veterans’ Preference by visiting the Department of Labor Web site and using the Veterans Preference Advisor online tool.

The U.S. Office of Personnel Management (OPM) administers entitlement to Veterans’ Preference in Federal employment under title 5, United States Code, and oversees other statutory employment requirements in title 5 and 38.

However, the veterans’ preference laws do not guarantee veterans a job, nor do they give veterans preference in internal agency actions such as promotion, transfer, reassignment and reinstatement.

Take Advantage of Veterans' Preference

Since the time of the Civil War, Veterans of the Armed Forces have been given some degree of preference in appointments to Federal jobs. Recognizing that sacrifices are made by those serving in the Armed Forces, Congress enacted laws to prevent veterans seeking Federal employment from being penalized because of the time spent in military service.

By law, veterans who are disabled or who served on active duty in the Armed Forces during certain specified time periods or in military campaigns are entitled to preference over non-veterans both in hiring from competitive lists of eligibles and in retention during reductions in force.

Preference does not have as its goal the placement of a veteran in every vacant Federal job; this would be incompatible with the merit principle of public employment. Nor does it apply to promotions or other in-service actions. However, preference does provide a uniform method by which special consideration is given to qualified veterans seeking Federal employment.

Preference applies in hiring from civil service examinations, for most excepted service jobs, and when agencies make temporary appointments or use delegated examining authorities from the U. S. Office of Personnel Management.

General Requirements for Preference

To be entitled to preference, a veteran must meet the eligibility requirements in section 2108 of title 5, United States Code. This means that:

- An honorable or general discharge is necessary.
- Military retirees at the rank of major, lieutenant commander, or higher are not eligible for preference unless they are disabled veterans.
- Guard and Reserve active duty for training purposes does not qualify for preference.
- When applying for Federal jobs, eligible veterans should claim preference on their application or resume. Applicants claiming 10-point preference must complete form SF-15, Application for 10-Point Veteran Preference. The SF-15 is available online at: http://www.opm.gov/forms/pdf_fill/SF15.pdf .

TYPES OF PREFERENCE

5-Point Preference

Five points are added to the passing examination score of a veteran who served:

- During the period December 7, 1941, to July 1, 1955; or
- For more than 180 consecutive days, any part of which occurred after January 31, 1955, and before October 15, 1976; or
- For more than 180 consecutive days, any part of which occurred during the period beginning September 11, 2001, and ending on the date prescribed by Presidential proclamation or by law as the last day of Operation Iraqi Freedom; or- During the Gulf War from August 2, 1990 through January 2, 1992; or
- In a campaign or expedition for which a campaign medal has been authorized, including El Salvador, Grenada, Haiti, Lebanon, Panama, Somalia, Southwest Asia, Bosnia, and the Global War on Terrorism.
- Medal holders and Gulf War veterans who enlisted after September 7, 1980, or entered on active duty on or after October 14, 1982, must have served continuously for 24 months or the full period called or ordered to active duty. The service requirement does not apply to veterans with compensable service
-connected disabilities, or to veterans separated for disability in the line of duty, or for hardship.

10-Point Preference

Ten points are added to the passing examination score of:

- A veteran who served any time and who (1) has a present service
-connected disability or (2) is receiving compensation, disability retirement benefits, or pension from the military or the Department of Veterans Affairs. Individuals who received a Purple Heart qualify as disabled veterans.
- An unmarried spouse of certain deceased veterans, a spouse of a veteran unable to work because of a service-connected disability, and
- a mother of a veteran who died in service or who is permanently and totally disabled.

PREFERENCE IN EXAMINATION

Veterans meeting the criteria for preference and who are found eligible (achieve a score of 70 or higher either by a written examination or an evaluation of their experience and education) have 5 or 10 points added to their numerical ratings depending on the nature of their preference.

For scientific and professional positions in grade GS-9 or higher, names of all eligibles are listed in order of ratings, augmented by veteran preference, if any.

For all other positions, the names of 10-point preference eligibles who have a compensable, service-connected disability of 10 percent or more are placed ahead of the names of all other eligibles on a given register.

The names of other 10-point preference eligibles, 5-point preference eligibles, and non-veterans are listed in order of their numerical ratings.

Entitlement to veterans' preference does not guarantee a job. There are many ways an agency can fill a vacancy other than by appointment from a list of eligibles.

FILING APPLICATIONS AFTER EXAMINATIONS HAVE CLOSED

A 10-point preference eligible may file an application at any time for any positions for which a non-temporary appointment has been made from a competitive list of eligibles within the past 3 years.

In addition, a person who is unable to file for an open competitive examination because of military service may file after the closing date. In either of the above situations, the veteran should contact the agency that announced the position for further information.

POSITIONS FOR PREFERENCE ELIGIBLES ONLY

Certain examinations are open only to preference eligibles as long as such applicants are available. These are custodian, guard, elevator operator and messenger.

SPECIAL COMPLAINT PROCEDURES FOR VETERANS

Veterans who believe that they have not been accorded the preference to which they are entitled may file a complaint with the U. S. Department of Labor's Veterans Employment and Training Service (VETS).

The Department of Labor's Office of the Assistant Secretary for Policy and Veterans' Employment and Training Service developed an "expert system" to help veterans receive the preferences to which they are entitled.

Two versions of this system are currently available, both of which, help the veterans determine the type of preference to which they are entitled, the benefits associated with the preference and the steps necessary to file a complaint due to the failure of a Federal Agency to provide those benefits. The Internet address for the veterans' preference program is http://www.dol.gov/elaws/vetspref.htm. (State Employment Service Offices have veteran representatives available to assist veterans in gaining access to this information.)

DISABLED VETERANS AND OTHER VETERAN OPPORTUNITIES

Any disabled veteran can contact the Department of Veterans Affairs, Vocational Rehabilitation and Employment Offices for information on veterans' benefits and related employment services. Certain veterans may also be considered under special hiring programs for disabled veterans with disability ratings of 30% or more or Vietnam Era Veteran Readjustment Act opportunities. Federal agencies have the authority, by law, to give noncompetitive appointments to any veteran who has a service-connected disability of 30% or more. Like the VRA, this authority is discretionary with the agency.

WHO IS ELIGIBLE?

To be eligible, you must be a disabled veteran who has a compensable service-connected disability of 30% or more. The disability must be officially documented by the Department of Defense or the Department of Veterans Affairs.

GRADE LEVEL OF JOBS THAT CAN BE FILLED

This authority covers all grade levels and occupations.

REASONABLE WORKPLACE ACCOMMODATIONS

Sometimes it may be necessary or advisable for Federal hiring officials to make "a reasonable workplace accommodation," if requested, in either the duties of the job, or where and how job tasks are performed.

The Department of Defense (DoD) established Computer/Electronic Accommodations Program (CAP) to eliminate employment barriers for employees with disabilities. CAP serves as the government's centrally funded program to provide assistive technology and services free of charge to Federal agencies that have a partnership agreement with CAP. CAP provides accommodations to individuals who are blind, have low vision, are deaf, hard of hearing, or have a dexterity, communication, cognitive, or learning disability.

Examples of workplace reasonable accommodation include:

- Providing interpreters, readers, or other personal assistance.
- Modifying job duties.
- Restructuring work sites.
- Providing flexible work schedules or work sites.
- Obtaining accessible technology or other workplace adaptive equipment.
- Such forms of accommodation make it easier to successfully perform the duties of the position. - CAP supports Federal employees throughout the employment lifecycle, including; recruitment, placement, promotion, and retention of people with disabilities.

In an effort to make the Federal government a model employer for people with disabilities, it is important that you contact CAP to work together to provide real solutions for real needs.

Additional information on Veterans' Preference is located at http://www.opm.gov/veterans/index.asp