WORK SMART

2010 Secretary of Defense Freedom Award Nominations Now Open

2009-11-18T09:35:00.000-08:00

The Freedom Award is the U.S. Government’s highest recognition given to employers who provide outstanding support to their employees serving in the National Guard and Reserve and their families.

It is the highest in a series of employer recognition awards given by the Department of Defense who annually honors up to 15 employers with the award.

The open nomination season for the 2010 Freedom Award began November 2, 2009 and runs through January 18, 2010. Visit the Freedom Award page for more information.

Schneider National Announces Huge Discount on Previously Owned Tractor (Trucks) for Army Reserve Soldiers

2009-10-22T10:31:00.000-07:00

One of EPI's Employer Partners, Schneider National, Inc., out of Green Bay, WI, is offering Army Reserve Soldiers the opportunity to procure a "previously owned tractor" (truck) from its “Previously Fleet Owned Tractor Sales” while they are upgrading their fleet with newer tractors. A Schneider National Previously Fleet Owned Tractor may be an excellent value for an individual (Soldier) looking to start his or her own business as an Independent Owner/Operator.

For AR Soldiers, Schneider National can approve the following:

1. $15,000 for any '04 Freightliner Century 120 (500,000 – 800,000 miles) (The inventory can be reviewed at www.sfitruck.com)

2. Cash deal - “As Is” (Soldiers can Cherry Pick their unit)

3. The selection of tractors are located at their Operating sites in Gary, IN, Harrisburg, PA, Indianapolis, IN and Charlotte, NC..

If any Soldiers are interested, they should call Mr. Grailing Jones, Director, Previously Fleet Owned Tractor Sales, Schneider National Inc., Green Bay, WI at 920-592-6285 or their toll free number (800-635-9801).

Senior Leadership Positions Available to Women Veterans at Walmart

2009-08-31T09:28:00.000-07:00

Business & Professional Women Foundation has partnered with Walmart to recruit 15-20 women veterans for senior management positions (no retail experience is necessary). This hiring initiative targets women veterans who possess leadership skills and qualities making them excellent candidates.

If you are interested or know a woman veterans who would be please share this message. Selected candidates will be required to complete an additional screening process. Finalists will be notified no later than Sept. 30.

Submit resumes to wjf@bpwfoundation.org by Aug. 31st

Business & Professional Women/USA, a membership organization, recently merged with the BPW Foundation, located in Washington, DC. The former organization had developed a program called Women Joining Forces around 2006 as a means of assisting women transitioning from military service to the civilian workforce.

It's Official

2009-08-06T13:04:00.000-07:00

Collaborative signing ceremony first of its kind

The Army Reserve recently struck an agreement with the National Guard to better provide employment opportunities for Soldiers returning home from deployment. Lt. Gen. Jack C. Stultz, left, Chief of the Army Reserve, and Maj. Gen. R. Martin Umbarger, Indiana Adjutant General, signed Employer Partnership Initiatives Monday and Tuesday, which stated that the two components would work together with civilian employers to acquire better job resources for troops. (U.S. Army photo by Capt. Adam W. Jackson, 310th Expeditionary Sustainment Command)

By T.D. Jackson

Camp Atterbury Public Affairs

CAMP ATTERBURY JOINT MANUEVER TRAINING CENTER, Ind. – In a move the first of its kind, the Army Reserve struck a partnership with the National Guard to better provide employment opportunities for Soldiers returning home from deployment.

Lt. Gen. Jack C. Stultz, chief of the Army Reserve, and Maj. Gen. R. Martin Umbarger, Indiana's adjutant general, signed an agreement that the two components would work together with employers to acquire better job resources for troops. Several Indianapolis employers, the Indianapolis Fire Department, UPS, and ITT Educational Services, also signing the Employer Partnership agreement on Tuesday, Aug. 4.

Monday Columbus, Ind., Mayor Fred Armstrong and Steven Chancellor, chairman of AmeriQual Group LLC., one of the producers of the Army's Meals Ready-to-Eat, signed an agreement in a separate ceremony.

Lt. Gen. Jack C. Stultz, (far right) Chief of the Army Reserve, and Maj. Gen. R. Martin Umbarger, (far left) Indiana Adjutant General, signed an agreement Monday that the two components would work together to acquire better job resources for troops. Columbus, Ind., Mayor Fred Armstrong (second from left) and Steven Chancellor, chairman of AmeriQual Group LLC., one of the producers of the Army’s Meals Ready-to-Eat also signed the agreement which encourages them to send employment leads to the Reserve and Guard. (U.S. Army photo by T.D. Jackson, Camp Atterbury Public Affairs)

Stultz said often when Soldiers return from a deployment they are going back to jobs where they are underpaid and some, he said, don't have jobs at all.

"Everybody can benefit from this pact," said Stultz. "We're all one Army."

What the agreement states is the Army Reserve, Guard, and the employer partner agree to explore mutually beneficial initiatives that support the missions of each organization. The agreement encourages employers to post their job leads on the Army Reserve Web site that has a section dedicated to providing troops with better employment.

Roger Peterman of the Employer Support of the Guard and Reserve (ESGR) said this collaboration between the National Guard and Army Reserve with employers offers a variety of career opportunities to service members.

"We're ensuring that Warrior-Citizens are taken care of too," Peterman said. "We're very proud to join with the Army Reserve to best provide meaningful employment to servicemen and women.”

The adjutant general expressed his excitement about the milestone the state was setting.

"Indiana is the first state to sign this kind of agreement for the Guard," Umbarger said. "What this means is our very own Soldiers will now have access to this wonderful partnership which will pair them up with an employer who needs their specific skills."

Lt. Gen. Jack C. Stultz, chief of the Army Reserve, signed an autograph for Maj. Arthur Rabenhorst, an Army Reserve medical doctor at the Troop Medical Clinic here. (U.S. Army photo by T.D. Jackson, Camp Atterbury Public Affairs)

Stultz agreed. In his talks with various employers he found that the qualities they were looking for in a worker were the qualities that every Soldier already has, he said.

"The military is a great pool of talent that people are looking for," Stultz said. "Loyalty, dedication, responsibility … These are all the qualities that our Soldiers possess."

Stultz later explained a national strategy on how to maintain the force through the employer partnership is to match a Soldier's civilian skills with a similar job in the military - ensuring the Soldiers recieve the training they need to be a skilled worker and an experienced Soldier.

"For example you can build a force of nurses who already work in civilian hospitals, and as Reserve Soldiers they’ll work in military hospitals," he said. "Or like the Reserve Soldiers who, as civilians, are truck drivers for Conway. They’re doing it every day!"

Connecting Citizen-Soldiers with jobs that match their military skill sets is one of the goals of the Employer Partnership Office aims for, in addition to providing resources in a time when many are drying up.

Col. Todd Townsend, Camp Atterbury's commander, said he's excited about the three-fold agreement.

"It's great that the National Guard, Army Reserve and the civilian employers are coming together to support deploying Soldiers," Townsend said. "It's all about opening up the eyes of the civilian workforce and letting them know what Soldiers can bring to the table."

The Army Reserve recently struck an agreement with the National Guard to better provide employment opportunities for Soldiers returning home from deployment. Lt. Gen. Jack C. Stultz, (far left) Chief of the Army Reserve, and Maj. Gen. R. Martin Umbarger, (far right) Indiana Adjutant General, signed an agreement that the two components would work together to acquire better job resources for troops.

At the Indiana War Memorial Tuesday, Aug. 4, several local employers signed the Employer Partnership Initiative. Shown are Jim Lewis, UPS; Col. John Layton, Marion County Sheriff’s Office; Joe Opalka, Aero Industries; Larry Dewey, Allison Transmission; Honorable Paul Ricketts, Mayor, City of Lawrence, Ind.; Randy Reichmann, Old National Bank; Todd Mayse, ITT Educational Services, Inc.; Chief Dudley Taylor, Indianapolis Fire Department; Lorinda Peters, VA National Cemetery Administration, Indianapolis; and Thomas Mattice, Richard L. Roudebush VA Medical Center, Indianapolis. (U.S. Army photo by Capt. Adam W. Jackson, 310th Expeditionary Sustainment Command)

Chicago, Illinois State Employees Sign Public-Private Partnership

2009-08-05T11:09:00.000-07:00

Employer Partnership Initiative Supports Careers, Strengthens Economy

CHICAGO – The Army Reserve and the National Guard signed partnership agreements today with dozens of Chicago and Illinois State employers to work collaboratively to enhance job opportunities for America's Soldiers and Veterans. The alliances, launched as part of the Army Reserve Employer Partnership Initiative (EPI), will help strengthen the community, support Army Reserve and National Guard Soldiers and their Families, and maintain a strong economy.

"I'm pleased to begin lasting partnerships with the State of Illinois and so many of the Chicago area's leading employers. I look forward to collaborating with our newest valued partners 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 today's partners have always been great friends of the military."

Through the EPI, employers and the Armed Forces secure and share the talents of trained professionals. Businesses and organizations benefit from the employment of men and women with Army values, experience and proven leadership skills. Since its inception in April 2008, nearly 500 public and private employers have joined the initiative.

"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 partnership is good for our Soldiers, local communities in Chicago and around the Nation," said Maj. Gen. William L. Enyart, adjutant general, Illinois National Guard.

The Army Reserve and Army National Guard are teaming up with business leaders and public officials across the country to develop staffing solutions to meet industry demands, tackle the issue of workforce preparedness, and reinvigorate the employee base in order to remain competitive in the global economy.

"It is our duty to take care of Veterans, who have answered the call to duty and bravely defended our country," said Gov. Pat Quinn. "I salute Helmets to Hardhats and all the partners here today. We join together in signing this memo of understanding so that we can help provide our Servicemembers and Veterans the jobs they deserve."

Among the partners who joined the EPI are: the State of Illinois, City of Chicago, Chicago 2016, Cook County, Teamsters Joint Council 25, The Chicago and Cook County Building Trades Council, Chicago Federation of Labor, and SEIU.

"The Teamsters are committed to ensuring Veteran Soldiers forever play a role in strengthening our economy and contributing to the future of our communities," said John T. Coli, president, Teamsters Joint Council 25. "Joint Council 25 is honored to bring the Army Reserve and National Guard together with so many of Illinois' esteemed employers in support of our Soldiers and their Families."

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 in transportation, management, law enforcement, health care, information technology, telecommunications, construction, engineering, and human resources, among other fields. 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. Our Soldiers are one of the best returns on investment American citizens make for the security and freedoms they enjoy.

ABOUT THE UNITED STATES NATIONAL GUARD

Since 1636, the U.S. National Guard has brought glory and honor upon itself and its soldiers through quiet and selfless service. The National Guard is an elite group of warriors who dedicate a portion of their time to serving their nation. It is the only branch of the military whose existence is actually required by the Constitution. The National Guard has a long a noble history of serving at home and abroad to ensure the safety and freedom of American citizens. We have combated natural disasters, supported regular Army troops, and when called upon, borne arms against America’s enemies. Nearly 400 years ago, the Guard mobilized for the first time to help neighbors in times of need. This is still our main role: helping the community during natural disasters and civil emergencies.

ABOUT TEAMSTERS JOINT COUNCIL 25

Founded in 1911, Teamsters Joint Council 25 is the governing body representing 22 Teamster local unions in the greater Chicagoland area. The Joint Council assists its local unions in coordinating Teamster activities, solving problems, and organizing.

Employers Continue to Support the Army Reserve

2009-08-04T10:13:00.000-07:00

Bill Crumlett, (left) executive director Human Resources, Ron Bouldin, Employer Partnership Program Support Manager, Seagoville, Texas and Rusti Clemens, assistant director, Human Resources.

WASHINGTON, D.C. - Employers continue to join the Employer Partnership and demonstrate their commitment to Citizen-Soldiers.

The Southwest Research Institute signed a partnership agreement with the Employer Partnership Office in San Antonio, Texas on 24 July 2009.

Southwest Research Institute mission is to benefit government, industry, and the public through innovative science and technology.

The staff of more than 3,300 specializes in the creation and transfer of technology in engineering and the physical sciences. The Institute occupies more than 1,200 acres in San Antonio, Texas, and provides nearly two million square feet of laboratories, test facilities, workshops and offices.

SwRI, a independent, nonprofit applied research and development organization, and a total revenue for fiscal year 2008 was $563 million.

Craig Anderson, a Reserve Soldier with the 807th Medical Deployment Support Command and owner of The Anderson Group and Sonic Drive-In #5079 signed a partnership agreement in Seagoville, Texas with 10 fellow Reserve Soldiers from the 807th MDSC, Lt. Col. Ed McFadden and Lt. Col. Francesaca McFadden attending.

Craig Anderson, owner of The Anderson Group and Sonic Drive-In #5079 and Ron Bouldin, an Employer Partnership Program Support Manager, signed the agreement.

Dozens of Chicago and Illinois State employers will sign a partnership agreement Aug. 5.

Among the partners who joined the Employer Partnership are: the State of Illinois, City of Chicago, Chicago 2016, Cook County, Teamsters Joint Council 25, The Chicago & Cook County Building Trades Council, Chicago Federation of Labor, and Service Employer International Union (SEIU).

This initiative facilitates strategic and mutually beneficial relationships between employers and associations to recruit and train soldiers who are interested in securing a position with Employer Partners, while they continue to provide service to our country. These soldiers will be training to fill needs in various fields like law enforcement, healthcare, construction, and transportation.

The Baltimore City Police Recruit Military Troops

2009-07-30T07:30:00.000-07:00

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

2009-07-29T12:51:00.000-07:00

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

2009-07-29T11:44:00.000-07:00

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

2009-07-29T11:40:00.000-07:00

Having the Heart of a Lion

2009-07-29T11:37:00.001-07:00

Use mentoring relationships to bridge the Generation Gap

2009-07-29T11:35:00.000-07:00

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

2009-07-29T08:28:00.000-07:00

Leveraging Your Future

2009-07-28T11:57:00.000-07:00

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

2009-07-28T11:48:00.000-07:00

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

2009-07-28T11:43:00.000-07:00

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

2009-07-28T11:32:00.000-07:00

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

2009-07-28T11:15:00.000-07:00

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

2009-07-28T11:09:00.000-07:00

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

2009-07-28T11:04:00.000-07:00

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

2009-07-28T10:41:00.000-07:00

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

2009-07-28T10:34:00.000-07:00

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

2009-07-28T10:33:00.000-07:00

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

2009-07-28T10:27:00.000-07:00

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

2009-07-28T10:04:00.000-07:00

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

2009-07-28T09:56:00.000-07:00

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?

2009-07-28T09:52:00.000-07:00

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

2009-07-24T13:18:00.000-07:00

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

2009-07-24T13:12:00.000-07:00

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

2009-07-24T13:10:00.000-07:00

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

2009-07-24T13:09:00.000-07:00

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

2009-07-24T12:54:00.000-07:00

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

Easter Seals New Hampshire Partners with U.S. Army Reserve

2009-07-24T12:50:00.001-07:00

Col. Stephen Falcone, commander of the 655th Regional Support Group gives Larry Gammon, CEO and president of the New Hampshire Easter Seals a copy of the Army Reserve Employer Partnership Initiative agreement signed by Lt. Gen. Jack C. Stultz.

MANCHESTER, N.H.— The U.S. Army Reserve launched a groundbreaking public-private partnership with the New Hampshire East Seals Tuesday.

“The United States Army Reserve works tirelessly to provide qualified, tested, skilled and ready Soldiers to support crucial national initiatives in times of both peace and war,” said Col. Stephen Falcone, commander of the 655th Regional Support Group and representatives for the U.S. Army Reserve and Employer Support of the Guard and Reserve. “Reserve members are well trained in a variety of skills critical to maintaining not only the strength and agility of the United States Army, but also the many industries and public agencies that form the backbone of the American economy.”

Easter Seals New Hampshire Veterans Count Club Board of Directors also attended the ceremony to celebrate the beginning the partnership which ties into their mission.

The club finds solutions to health and social service gaps that exist for veterans and their families throughout New Hampshire by connecting them to community-based support, family support sessions, direct services including medical and vocational services and an emergency spending fund.

Since Easter Seals launched Veterans Count in 2006, more than 600 veterans and their families have been served. Easter Seals Care Coordinators are currently managing more than 350 individual cases pre-deployment, deployment and upon returning home.

“Easter Seals New Hampshire employs, or seeks to employ, members of the Army Reserve and maintains a deep commitment to hiring and supporting the brave men and women who protect and defend America,” said Larry Gammon, president of Easter Seals New Hampshire and CEO. “These Warrior-Citizens have a well-earned reputation as exemplary employees with proven leadership, teamwork, discipline and grace under pressure that are immeasurably valuable to Easter Seals.”

Employer Partners make an impact for disabled veterans

2009-07-24T12:36:00.000-07:00

By Olivia Cobiskey
Director of Marketing - Media

Employer Partnership Initiative

QUANTICO, Va. - The buzz of hopeful and excited voices permeated the air at the Clubs at Quantico Tuesday. Nearly 250 people filled the room two hours into the five-hour career fair sponsored by Marine For Life, Wounded Warrior Regiment, and Marine Corps Community Services.

The first hour was dedicated to wounded warriors and Purple Heart recipients.

Denyse S. Gordon, Diversity and Disabled Veteran Recruiter for CACI/Recruiting Operations said CACI International, is committed to empowering disabled veterans.

"In 2007, the CEO said we really need to start giving back," said Gordon, who was a information manager = AFSC 3A071 in the Air Force. "He understood how talented veterans are - hardworking, adaptive, and highly skilled – he know that veterans would be an ideal resource."

As part of that commitment the company launched its Deploying Talent, Creating Careers program in August to recruit more qualified and provide meaningful careers for talented veterans with disabilities. A year later, it partnered with the Army Reserve Employer Partnership Initiative to expand that goal.

More than 40,000 wounded and disabled U.S. veterans have returned from Iraq and Afghanistan, according to a report by Department of Veterans' Affairs in October 2008.

As a member of the Air Force Reserves Gordon understands personally what a rich resource wounded warriors can be.

"Disabled veterans can take everything they’ve learned and build a new and meaningful career with CACI," said Gordon.

Another Employer Partner, CSC, focused on military spouses.

“The reason our company does this is to show support for the department of defense,” said Andrea Hall, the CSC/ASEP liaison.

Hall said CSC has a network of 33 companies that share resumes to help find military spouses employment. The Department of Defense is CSC’s largest clients and it also is partnered with Employment Readiness Program Managers (ERPM) on Army bases across the United States. Together these programs offer resume and interview coaching, job alerts, and career events to help spouses find jobs when the service member is relocated, Hall said.

Who’s hiring

According to the Bureau of Labor Statistics the economy lost 63,000 jobs in February. However, there was none of that doom and gloom at the career fair, employers had positions to fill. In fact, half a dozen employers, who wanted to attend the job fair were turned down because there just want enough room at the club, Michael Brinkley, employment coordinator for the Wounded Warrior Regiment, one of the event's sponsors.

EG&G Division was looking for a broad range of experience.

“We do everything from operations to maintenance to engineers who develop weapons systems,” said Tonia Burton-Bouchard, Recruiter for Engineering and Technology Services with EG&G. “There are a broad range of jobs but not everything is locally.”

Burton-Bouchard said candidates would have more options if they are willing to relocate.

“That’s always a challenge trying to find something they want in a location that they want,” she added.

Lockheed Martin, another Employer Partner, was looking for subcontract administrators and information technology professionals, said Damian Herring, the subcontract program manager.

Like CACI, Martin launched the Seamless Transition Apprenticeship Program for veterans in 2006. The apprenticeship program provides a combination of mentoring, on-the-job learning, and classroom instruction in areas such as financial management, project management, and business law.

Like many of the Employer Partners Lockheed Martin has more than 30,000 employees with prior military service. Veterans possess key knowledge of Department of Defense systems and the required skills to meet the critical needs of Lockheed Martin’s customers, said Herring a STAP participant.

“I retired on a Friday and started work on a Monday,” said Herring, who helped stand up the Wounded Warrior Program at Walter Reed Army Medical Center in 2007. “Being a Soldier myself, I can relate to the challenge and help them translate it into a positive, skill set and job.”

Measuring success

Members of the Wounded Warrior Regiment, one of the event’s sponsors, was excited by the companies eagerness to hire disabled veterans.

"Many of our employers have initiatives of their own to hire disabled veterans," Michael Brinkley, employment coordinator for the Wounded Warrior Regiment.

The Regiment plans to maximize on those initiatives.

"That’s important to us and our mission at the Wounded Warrior Regiment, to take care of these Marines at each stage of their recovery," said Marine Capt. Leticia Reyes, spokesperson for the regiment. "This is our chance to take care of our Marines and capitalize on what these organizations offer our wounded, ill, and injured."

However, ultimately the success of the event will be determined by how many attendees find jobs, said Brinkley. He’d like to see five to 10 percent of Tuesday’s job seekers employed by the 65 companies that attend the career fair.

U.S. Army Reserve and Three Austin Employers Launch Partnership

2009-07-24T12:09:00.000-07:00

In the front (left to right)Maj. Gen. Mari K. Eder; Jim Sylvester, chief deputy Travis County Sheriff's Office; Lee Leffingwell member of the Austin City Council; Allen Bergeron; (rear) Bruce Cummings, president, Gila Corperation, James Rebholz; Maj. Gen. Keith Lee Thurgood, commanding general Army and Air Force Exchange Service; Olin Brewster; Maj. Mark Sawa, human resource manger Sheriff’s Office; and Sgt. Maj. Nelson Ildefonso, vice president of operations, Employer Partnership Initiative.

AUSTIN, Texas - The U.S. Army Reserve, Austin City and two local employers agreed to work collaboratively to develop long-term staffing solutions for America's Soldiers and veterans Friday.

"I am proud the City of Austin will participate in the Employer Partnership Initiative," said Lee Leffingwell, a member of the Austin City Council. "Through our new 'Veterans Preference' program, we are working to ensure that qualified veterans interview for positions available at the city. The initiative will help us locate some of the best and brightest applicants for these jobs based on the experiences and skills developed during military service."

Leffingwell said the city government knows the kind of skills service members bring to work – 1,400 of its 12,000 employees are veterans. It also understands the stress employers and families experience when those Citizen-Soldiers deploy - 23 of the areas 270 active Army Reserve and National Guard units are currently deployed.

Regardless the city, one of eight Texas employers presented with a Pro Patria Award by the Texas Employer Support for the Guard and Reserve (ESGR) in 2008, and its committed to the service members and families is not unwavering, Leffingwell said.

Maj. Gen. Mari K. Eder, deputy chief, U.S. Army Reserve, credited ESGR’s relationship with the city for Friday’s success.

"The Employer Parnters signed in Austin were the direct result of our friends in the Texas ESGR promoting the program," said Maj. Gen. Mari K. Eder, who attended the signing. "I'd especially like to thank all the Texas ESGR valunteers for their spirit."

The Travis County Sheriff's Office and Gila Corporation also signed agreements.

Chief Deputy Jim Sylvester said with 66 of its 1,600 employees either Army Reserve or National Guard the department already understands the unique sacrifice Guard and Reserve members make to serve their country. However, the department appreciates the benefit of employing men and women with Army values, experience and proven leadership skills.

Currently it has openings for both officers and nurses.

Founded in 1991 the Gila Corporation as hired 160 new employees in the last year. The company, which outsources collections, payment processing and call center services to governmental entities, financial and higher education institutions nationwide, is looking for IT personal, client service managers, and bilingual account managers.

The Army Reserve’s Employer Partnership Initiative (EPI), allows these companies and the Austin City to recruit, train and employ individuals interested in serving the nation while pursuing diverse careers in government and private enterprise. Since April 2008, more than 200 of our nation’s leading employers have partnered with the Army Reserve on this initiative, including corporations, industry associations, state agencies and local law enforcement.

Career Fair

2009-07-24T11:47:00.001-07:00

By Olivia Cobiskey
Director of Marketing - Media
Employer Partnership Initiative

Marine Corps Base Quantico, Va. - Hoping to help service members in this foundering economy, Marine For Life and the Employer Partnership Initiative are joining forces at a Career Fair in Quantico, Va.

More than 65 companies, including seven Employer Partners, will attend the Quantico Career Fair at 3017 Russell Rd., Tue., March 31 from 10 a.m. to 2 p.m.. The event is sponsored by Marine For Life.

Kenneth Reese, a staffing manager for EG&G Division, a division of URS Corporation and Employer Partner, said his company hires veterans for a lot of reasons.

“Leadership – during their enlistment 17 to 24 year old Soldiers are given a lot of responsibility. They are team players, they know how to work on a team,” said Reese, a retired 1st Sgt. “They’ve lived the Army motto, ‘Work to standard not to time.’”

Another employer Steve Folan, vice president of Temple Inland, Inc., agreed military experience and training produces workers that posses integrity, a strong work ethic with the ability to think and perform under pressure.

"Marines readily accept responsibility and understand the importance of team work, of attention to detail, of training and to trust but verify. Marines are trained to lead and coach," said Folan, a retired Marine. "Many of the Marines we have hired have earned assignments of greater responsibility because of their ability to develop their crews so as to consistently achieve exceptional results."

It's also about trust, added Reese.

Of URS Corporation’s three divisions, the EG&G Division as a contractor for the U.S. federal government, including the Department of Defense, Department of Energy, Department of Homeland Security, the Defense Logistics Agency, and the National Aeronautics and Space Administration, hires the most veterans.

Reese said hiring individuals who already have security clearances help comply with the departments security needs.

Currently EG&G has several hundred jobs to fill in the engineering, administration, logistics and aviation and ground maintenance field.

All transitioning active duty members, veterans, Reserve Soldiers, National Guard, spouses, and Department of Defense employees are invited to attend Tuesday’s career fair.

Possible Military Occupational Skills that match EG&G needs:

Electrical-Electronic Engineering Assistant = 01B (Army – Enlisted)
General Engineering Supervisor = 21X (Army – Enlisted)
Administrative Specialist = 71L (Army – Enlisted)
Aviation Logistics = 15D (Army Commissioned Officer)
Acquisition, Logistics and Technology (AlandT) Contracting NCO = 51C (Army – Enlisted)
Ground Surveillance Systems Operator = 96H (Army – Enlisted)

Tips for the Career Fair

When you arrive, stop at the registration desk and pick up a copy of the exhibitor’s list.

Be sure to visit every employer’ booth. You never know what positions might be available. Plus, networking is key when conducting a career search. You may meet someone who could lead you to a new opportunity you may not have considered.

Show up at the door with at least 12 copies of your resume, but if a recruiter asks you to e-mail your resume to his/her company, don’t feel you are being brushed off. Some companies require their recruiters to direct job seekers to their sites to obtain HR information as required by law and to direct desirable job seekers to different departments -- a good reason for you to network for unlisted open jobs!

Don’t stand in a long line for one of your “A list” companies if the recruiters at a “B list” booth don’t look busy – - even if the event is in its last hour. Take advantage of the opportunity to tell your complete story to the “B” recruiters. It might be the practice you need to really “Wow” one of your “A list” companies and get the career you’ve always wanted.

Employer Partners attending:

CACI International, Inc.
CSC (Computer Sciences Corporation)
CSX Transportation
EG&G Division of URS
Kelly Services
L-3 Communication
Lockheed Martin

For more information contact ARCareers@usar.army.mil or visit the Quantico Web site http://www.quantico.usmc-mccs.org/

The State of Colorado and 11 Employers Launch Public-Private Partnerships

2009-07-24T10:44:00.000-07:00

Army Reserve Employer Partnership Initiative Builds Careers, Economy

Maj. Gen. Mari K. Eder, deputy chief, U.S. Army Reserve and Colorado Gov. Bill Ritter sign an agreement that solidifies the state and Army Reserve Employer Partnership at an official ceremony in Denver, Colo. photo by Jack Dempsey

DENVER - Today the U.S. Army Reserve launched a groundbreaking public-private partnership with the state of Colorado. The first state partnership, both parties agree the union will allow each to mutually recruit, train and employ individuals interested in serving the nation and pursuing a career in the state of Colorado.

"It is my pleasure to add Colorado to the list of employers who will proactively seek to hire and retain Army Reserve Soldiers when they return home," said Gov. Bill Ritter. "This partnership with the Army Reserve expands the opportunities for the men and women who have made great sacrifices on our behalf. It is one more step towards attempting to repay the debt we owe our brave troops and veterans."

There are 110 Army Reserve units in Colorado that employ 408 Soldiers and civilians full-time and 2,813 Reserve Soldiers. Nearly 610 Colorado Reserve Soldiers are currently deployed.

The Army Reserve also signed agreements with 11 Denver employers including Adecco, BC Services, City of Denver, CICSCO, Front Range Airport, Loomis, NorthGlenn Dodge, Pennica Financial Group, Pepsi Bottling Group and Western Freightways, to work collaboratively to enhance job opportunities for America's Soldiers and veterans. The alliances, launched under the Army Reserve Employer Partnership Initiative (EPI) will help strengthen the community, support Army Reserve Soldiers and their Families, and maintain a strong economy.

"I am pleased to officially begin an enduring strategic partnership with so many of Denver's leading employers and the State of Colorado," said Maj. Gen. Mari K. Eder, deputy chief, U.S. Army Reserve. "I look forward to collaborating with our newest valued partners to achieve mutual goals to attract, develop and retain a quality workforce."

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 the roughly 204,000 trained men and women with Army values, experience and proven leadership skills.

Since its inception in April 2008, more than 225 public and private employers have joined the initiative, including Fortune 500 corporations, hospitals, industry associations, state agencies and local police departments.

Watch CBS 4 Denver news clip.

For additional information please visit http://www.armyreserve.army.mil/.

Army Reserve Employer Partnership Unfazed by Flagging Economy

2009-07-24T10:37:00.000-07:00

By Donna Miles
American Forces Press Service

WASHINGTON, March 20, 2009 – A program that links Army reservists with civilian employers is going strong -- despite record unemployment and gloomy hiring predictions -- as more employers sign on every month so they can hire qualified reservists.

The American Trucking Association and INOVA Health Systems of Northern Virginia broke new ground in April 2008 as the first formal members of the Army Reserve Employer Partnership Initiative. Within six months, 65 employers had joined, and the program hit a milestone in February with its 200th employer partner.

Now Army Reserve officials are laying plans for the University of Pittsburgh Medical Center to sign on in mid-April at the program’s first anniversary. That ceremony will bring the partnership to almost 300 employers.

“We have a huge success here,” Army Reserve Chief Lt. Gen. Jack C. Stultz said of the program he introduced to help the Army Reserve and civilian employers share the same talent pool. “We’ve got more than 200 companies that have signed up, and another 200 that want to talk to us,” he said.

The partners run the gamut, Stultz told about 200 reservists during a recent Pentagon town hall meeting. They include Fortune 500 companies like Wal-Mart Stores, Inc., and General Electric Company, the Metropolitan Police Department of Washington, D.C., mom-and-pop companies and everything in between.

Stultz called the partnership a win-win for everyone involved. Reservists get a leg up in a competitive job market. Employers who understand their military obligations guarantee interviews for qualified reservists, as well as priority placement for openings.

Meanwhile, the employers have a way to tap into a pool of trained, motivated workers. “With the skill sets we have in our force -- medical, law enforcement, transportation, engineering to name a few -- there’s a good demand out there,” Stultz said.

Even in a tight labor market, employers are clamoring for workers trained in these skills. One of the program’s big selling points is that employers can piggyback on training the military already provides.

INOVA Health System, for example, agreed to hire reservists the Army trains in radiology, respiratory therapy and surgical specialties. The arrangement is helping the company fill critical job shortages, while offering career opportunity to Pfc. Jason Black and other Army reservists.

Black, the first reservist INOVA hired through the partnership, is attending the yearlong Army radiology course at Fort Sam Houston, Texas. After he graduates this fall, he’ll start working as a radiology specialist at INOVA. At the same time, he’ll be assigned to the Army Reserve’s 48th Combat Support Hospital at Fort Meade, Md.

Enthusiasm for the employer partnership extends even to industries that have been particularly hard-hit by the financial crisis.

Kenneth Crowley, president and CEO of the Crowley Auto Group in Bristol, Conn., said he’s so impressed with the mechanics, accountants, information technology specialists and administrative staff he’s hired through the program that he’d like to expand it beyond his nine dealerships.

“We’re still involved with the program and will hire good, qualified people, absolutely,” he said. “This downturn in the economy isn’t going to last forever, and before you know it, we will be needing people and we won’t be able to find them.”

Fewer people may be buying new cars, but Crowley said that means they’re maintaining the ones they already have. That, in turn, drives up the demand for qualified mechanics he’s able to hire through the partnership program. “So it’s been a lifesaver to us, actually, because what we are lacking in sales, we are making up in maintenance,” he said.

Crowley’s such a fan of the partnership that he hopes to build on it to benefit the industry as a whole. He’s set up a meeting for early next month so representatives of the Army Reserve and a major auto maker can explore ways to award manufacturer-level diesel-technician certification to qualified Army Reserve mechanics.

This, Crowley said, would short-cut what’s typically a two-year process before mechanics can work on warranty claims and other specialized tasks.

Reservists would benefit from the arrangement, too. “My thought was, if I got the Army to work with the manufacturer, now these guys get trained while they are serving,” Crowley said. “I can hire them right away and start them at a much higher level of pay because they’re already certified.”

Like other partnership members, Crowley said he knows what he’s getting when he hires a reservist. “What makes me like hiring them so much is that they are serious, and they are there to do the job and do it properly and in a spirit of team effort,” he said.

Army Sgt. Maj. Nelson Ildefonso, noncommissioned officer in charge of the partnership program, said reservists have characteristics that make them particularly good employees.“They’re skill-rich, but they’re also good leaders,” Ildefonso said.

“They’re good followers. They’re drug-tested, and a lot of them have security clearances. They’re disciplined. They accept leadership and want to move ahead.“In a nutshell, they’ve got the characteristics that an employer looks for in an employee,” he said. “And that’s why the Army Reserve Employer Partnership Initiative has been such a success.”

But echoing sentiments of many fellow partners, Crowley said another big attraction of the program boils down to good, old-fashioned patriotism.

“Being an employer partner is more than just having access to great employees,” he said. “It is also a way for me to give back and say thank you to individuals who have dedicated themselves to serving our nation.”

Stultz got an indication of the demand for his soldiers, and the partnership’s reach, during a recent visit to Camp Bonsteel, Kosovo. A reservist who used the Employer Partnership Initiative Web site to seek out and apply for jobs told Stultz he’d hit pay dirt -- even while deployed thousands of miles from home.

“He went on the site and got three different job offers,” Stultz told the Pentagon town hall session.

“So his big challenge was deciding which of those offers to accept.”“So it’s working,” Stultz said of the program. “There’s no question about it. We get anecdotal evidence every day.”

Center for Energy Workforce Development Partners with U.S. Army Reserve

2009-07-24T10:28:00.000-07:00

Brig. Gen. William Waff, deputy commanding general, U.S. Army Human Resources Command and Ralph Izzo, head of CEWD and Chairman, President and CEO of New Jersey based PSEG paused for a moment after signing an agreement in Washington, D.C.

WASHINGTON, D.C. - The Center for Energy Workforce Development and the U.S. Army Reserve have agreed to work together to help Reserve Soldiers and returning military personnel pursue careers within the energy industry. The collaboration was made official last week with the signing of a memorandum of understanding by the leaders of the two organizations.

Ralph Izzo, head of CEWD and Chairman, President and CEO of New Jersey-based PSEG, says that the timing of the collaboration is good.

"With older workers retiring and utility work demands multiplying exponentially, opportunities for careers within the energy industry are expanding," Izzo said.

Izzo said coming retirements among high-impact utility positions – including engineers, line workers, plant operators and technicians – are going to place a premium on skilled workers like those in the reserves and those returning from military service overseas.

"We must have skilled workers for those jobs, and we know that military careers produce those workers," he said.

Skilled workers is something the Army Reserve has and can offer employers, said Lt. Gen. Jack C. Stultz, Chief, Army Reserve and Commanding General, U.S. Army Reserve Command.

"Even in the current economic situation we still have a lot of employers out there that are calling us every day. What employers are telling us is when they hire a Reserve Soldier, they don't just get an employee, they get somebody that has a great work ethic, that has integrity, that has loyalty, that has dedication, and the productivity goes up," Stultz said. "So it's a win-win situation for both of us now."

Through its Employer Partnership Initiative, the Army Reserve has been working to facilitate strategic and mutually beneficial relationships with employers and associations. Reserve members are well trained in a variety of skills critical to maintaining not only the strength and agility of the United States Army, but also the many industries and public agencies that form the backbone of the American economy.

Here is a list of jobs in the Energy Industry and how each translates into the Military Occupational Skills code.

Lineworkers

Cable Systems Installer-Maintainer = 31L
Prime Power Production Specialist = 21P

Power Plant Operators

Power Generation Equipment Repairer = 52D
Prime Power Production Specialist = 52E
Aircraft Power Plant Repairer = 15B, 15D, 68B, 68D

Technicians

Metal Workers = 44B
Senior Electronics Maintenance Chief = 35Z, 25W
Maintenance Supervisor = 63Z
Mechanical Maintenance Supervisor = 63Z
Maintenance Management = 91 B

Electricians

Electrical-Electronic Engineering Assistant = 01B
Armament/Electrical/Avionics System Repairer = 15X

Electrical and Electronics Repairers, Powerhouse

Power Generation Equipment Repairer = 52D
Electronic Maintenance Chief = 94W

Nuclear Engineering Technician

Chemical Engineering Assistant = 01G
Combat Engineering Senior Sergeant = 12Z

Pipefitters/Pipelayers

Valve and Regulator Repairers

Engineers

Prime Power Production Specialist = 21P
Power Generation Equipment Repairer = 52D
Fuel and Electrical System Repairer = 63G
Professor of Electrical Engineering and Computer Science = 47D
Environmental Engineer = 72E

Dress for Success for Women

2009-07-24T10:26:00.000-07:00

You're preparing for an interview with one of the Army Reserve Employer Partners. Consider your attire for the meeting.

The standard job interviewing attire for women is a conservative dark navy or gray skirted wool blend suit. Job experts and employers seem split on the notion of pants suits, so a skirted suit is a safer choice.

Other conservative colors -- such as beige or brown -- are also acceptable. Red is a power color. A blazer with blouse and skirt is a possible second choice to a suit. You should always wear a jacket.

Skirt length should be a little below the knee and never shorter than above the knee -- no night club attire here. Avoid wearing a dress (unless accented with a jacket). Blouses should be cotton or silk and should be white, or some other light color. Shoes should be low-heeled.

Make-up should be minimal, with lipstick and nail polish conservative tones. Pantyhose should be flawless (no runs) and conservative in color. Do not have excessive body odor or cologne.

You should opt for a briefcase rather than a purse.

Dress for Success for Men

2009-07-24T10:22:00.000-07:00

You've landed an interview with one of the Army Reserve Employer Partners.

What's next? Consider your attire.

The standard job interviewing attire for men is a conservative dark navy or gray two-piece business suit (of natural fibers, such as wool, if possible), a white long-sleeved button-down dress shirt, a conservative silk tie (that matches the colors in your suit), and nicely polished dress shoes.

If you do not own a suit, or the company is a bit more informal, then you should wear a conservative sports coat (no plaids or wild patterns and preferably a dark color), nicely pressed dress slacks, a white long-sleeved button-down shirt, a conservative silk tie, and nicely polished dress shoes.

Your belt should always match your shoes.

If you have a beard or mustache, your facial hair should be neatly trimmed. If you have any visible body parts pierced, most experts recommend removing all jewelry, including earrings. Do not have excessive body odor or cologne.

From QuintCareers.com

New Army Reserve Web site

2009-07-24T10:17:00.000-07:00

The Army Reserve launched its new Web site this month.

That means that the Employer Partnership Initiative also has a new look and some new tools to help Soldiers find that perfect career. Check out the "Hot Jobs" page where a new job is posted every Monday. This month EPI has posted jobs from Dell, Inc., Ball Aerospace & Technologies Corp., Clevland Clinic and Wal-Mart.

Another new page will feature employer partners and give Soldiers a little more information about those companies who have joined the Army Reserve in this public-private adventure.

The Soldiers Get an Edge page got an overhaul with some great information and advice. Soldiers can start their JOB SEARCH now, or contact ARCareers@usar.army.mil.

Job market has a silver lining

2009-07-24T09:55:00.000-07:00

Use Today’s interactive map to research 14 industry groups state-by-state.

Who's hiring?

Two industries will see growth in 2009 – education and health services, and government, according to an article in USA Today.

Education and health services which includes office, medical labs, ambulatory, nursing and residential care are expected to see a growth of more than 2 percent in six states; Nevada, Arizona, Texas, Louisiana, Georgia, Indiana and the District of Columbia; 14 states will see more than a 1 percent growth while another 13 are expected to see at least a 1 percent growth, according to Moody’s Economy.com, an economic consulting firm.

Government jobs also are expected to see an increase in jobs – 33 states and the District of Columbia should see at least 1 percent to more than 2 percent of growth in 2009.

An article on Who's hiring on Yahoo!News agreed.

— The government: The U.S. Customs Department needs to fill 11,000 jobs, said Joseph A. Arata, assistant director National Recruitment Division of the U.S. Customs and Border Protection. Arata said 8,000 of those jobs are frontline uniform officers of which 4,000 will help patrol the U.S. border the other 3,000 are mission operation support positions.

EPI's first federal partner, U.S. Customs and Border Protection will have a signing ceremony April 14 to coincide with the Initiative's first anniversary.

Arata said it's a partnership that makes sense.

"We are a unique employee partner – we share the Army Reserve's mission – to protect the country," Arata said.

— Census Bureau: The national "once-a-decade" head count coming in 2010, the Census Bureau is hiring thousands of temporary part-time workers.

— Unemployment offices: Nope, that’s not a typo —the place where you pick up a check for being unemployed needs people to hand out those checks. Unemployment offices across the nation are being overwhelmed by the waves of layoffs. Pennsylvania, Washington and Rhode Island are hiring hundreds of temporary and full-time workers statewide to help with the crush. Check your state office to see if its office is hiring.

The job crisis has become a bipartisan issue.

A Pew Research Center poll showed 76 percent of Democrats and 72 percent of Republicans now rate jobs as a national priority.

However, a great deal of the predicted growth hinges on the $787 billion American Recovery and Reinvestment Act. President Obama's administration economists estimate the stimulus bill will create or save 3.5 million jobs.

The White House economic team concluded the spending from the stimulus package would directly create nearly 1.5 million jobs by the end of the fourth quarter of 2010. It also determined the indirect effects — the pass-along benefits of newly employed workers spending more — would create more than 2.2 million jobs. Included are 305,000 in direct energy jobs and 166,000 in direct health care jobs. Those jobs would, in turn, indirectly produce another 230,000 jobs, according to the analysis.

Find out how the stimulus bill will help your state.

Of course that's after more layoffs are announced predicted Moody's Economy.com, Monday.

In its forecast Moody's Economy.com anticipates a gloomy 2009 with more than 95 percent of U.S. cities ending the year with fewer jobs. Nationwide, employers are expected to cut 2.7 million jobs this year after eliminating more than 2 million positions in 2008.

Companies started cutting jobs early this year.

Employers cut 598,000 jobs in January, the most since 1974, the Labor Department reported Feb. 6. The unemployment rate rose to 7.6 percent, the highest since December 1974. More than 11.6 million people were unemployed last month, up 54 percent from a year earlier and the most since December 1982.

This is why it’s more important than ever for the Army Reserve to help Soldiers navigate the ever shrinking job market.

The Employer Partnership Initiative helps Soldiers identify available positions with military-friendly employers. The program saves the companies between $100 and $1,000 in recruiting costs and it saves the Soldier money by offering free resume guidance, personal counseling, and access to a national job search engine.

The rebound is expected to continue into 2011.

Another consulting firm, HIS Global Insight predicts the modest recovery in 2010 will be followed by "a more robust recovery in 2011."

Nariman Behravesh, chief economist at HIS Globel Insight, cited four positive factors: falling food and fuel prices; swift and coordinated responses from governments to the crisis and any aftershocks; and massive amounts of liquidity pumped into the system already by central banks – with more to come and further fiscal stimulus.

"Yes, the recession will be deep, but the recovery is also likely to be strong," Behravesh said.

Nevada, New Mexico and Texas are expected to have the strongest job growth from the end of 2008 until the end of 2012, when President Obama will be up for re-election.

Overall, U.S. employers are expected to boost jobs by an average of 1.3 percent each year during that time, according to Moody's Economy.com.

Get a Better Job

2009-07-21T13:47:00.000-07:00

Are you where you want to be in your professional life? Is it time for a new job, or should you invest your energy in learning fresh skills at your current job?

The Department of Labor's CareerOneStop Career Exploration tool provides step-by-step details to help you evaluate your own career path. Start by identifying your likes and dislikes, skills, and values. Also, think about your ideal job by asking yourself these questions:

What are you doing when time seems to fly by?

What do you look forward to doing?

Who do you know, real or fictional, who has your dream job?

Do you think you're ready for a career change, or at least a career shift?

Visit the Skills Profiler to help identify other occupations that require skills similar to your current job.

Research other occupations and industries.

Consider updating your skills.

Visit the Employability Checkup for a snapshot of your ability to find employment within a specific occupation at a particular wage and location.

In the military or recently separated from service? Visit the Military to Civilian Occupation Translator to match military skills and experience to civilian careers.

U.S. Army Reserve Partnership Perfect for Louisiana City

2009-07-21T13:41:00.000-07:00

Slidell Mayor Ben O. Morris signed a agreeement with the U.S. Army Reserve Feb. 23 while U.S. Army Reserve Col. James Lee commander, 377th Sustainment Command, and Dave Lemaire, Army Reserve Employer Partnership Initiative Program Support Manager watch.

SLIDELL, La. - The City of Slidell joined forces with the U.S. Army Reserve Feb. 23 to take advantage of the Army Reserve Employer Partnership Initiative, a unique program which offers businesses tangible incentives to hire Army Reserve soldiers.

"The United States Army has invested a tremendous amount of time and money training these individuals in a variety of skills," said U.S. Army Reserve Col. James Lee, who met with Slidell Mayor Ben Morris, EPI's National Program Manager Johnny H. Dwiggins and Program Support Manager David Lemaire to formalize the city's participation agreement. "Now we just need to find places these soldiers can utilize these skills."

Since the Employer Partnership's launch in April 2008, cities across America have taken advantage of the program, employing Army Reserve soldiers as accountants, human resources managers, medical professionals, city planners, attorneys, transportation specialists, teachers, law enforcement officers, engineers, communication network experts, and more.

Joining the program is free and saves companies and cities money, Dwiggins said. To post a job on a commerical site for 30 days can cost from $99 to $385. If the employer uses a private placement company it can cost 20 to 30 percent of the employees salary or $25,000 for a $100,000 position.

It also saves partners in traning and health care costs.

The potential employees have already completed occupational specialty instruction through the Army Reserve, the City of Slidell will save money normally associated with on-the-job training, he added. Additionally, because Army Reserve soldiers must be healthy, physically fit and drug free to remain in the Army Reserve, the new employees will be, on average, healthier than the general population.

"So many of these soldiers complete their training and are ready to enter the workforce, but they don't have the means to find the employers who need someone with their skills," Dwiggins said. "The Employer Partnership Initiative makes it easy for the two to find each other."

Morris is confident that the partnership will enable the city to fill some of its vacant positions.

"This is a program that makes good business sense," said Morris, as he signed the paperwork. "The city is honored to be part of it."

Among those that joined the mayor in signing were Alex Gonzales, Sr. and Alex Gonzales, Jr. of Alex's Body Shop, Tye Tycer of Mount Tycer and Gerard Clade and Red Childers of MEW shuttle service.

After the signing ceremony, Lee presented Staff Sgt. Shane Leake a Certificate of Appreciation for setting up new computers purchased to support the Army Reserve Employer Partnership Initiative.

"Staff Sgt. Leake is a prime example of the many men and women whose services are available through the Reserve Employer Partnership," Lee said. "He's an outstanding Internet Technology Specialist. If I were a business, I'd leap at the opportunity to hire him."

Businesses interested in learning more about the program should contact Lemaire (985)649-7011 or 1-888-649-7011.

Tips to Get Your Resume Noticed

2009-07-21T13:39:00.000-07:00

Many corporate human resources recruiters and government agencies search the resumes they receive by keyword. It's important to include all the relevant and appropriate keywords in your electronic resume. Read the position description to get the keywords you should include in your resume. Also use keywords to define your skills, experience, education and professional affiliations.

Describe your work experience with concrete words. Quanity your experience in terms of the number of people you've supervised, the tangible improvements you've made, the size of the budget you've managed, the positive results of programs and projects you've developed and executed, and the like. Show prospective employers how you've benefited the bottom line.

Translate your military experience into civilian terms that people who have little or no exposure to the military will understand. Speak their language.

Use industry-specific jargon and acronyms where applicable.

It's not just a job, it's a career

2009-07-21T13:31:00.000-07:00

U.S. Army Reserve Pfc. Jason Black (standing) and U.S. Army Pfc. Nathan C. Fischer both of Bravo Company, 264th Medical Bn., practice their radiology training. Black demonstrates the use of the X-ray machine as part of his radiological specialist training at Fort Sam Houston, Texas. (Army Reserve photo by Lt. Col. William A. McCaskill Fort Sam Houston Public Affairs Office)

By 1st Lt. Olivia Cobiskey

Director of Marketing - Media

Employer Partnership Initiative

FORT SAM HOUSTON, Texas –Jason Black has a job lined up with Inova Health System as soon as he finishes the Army's radiology specialist program.

"I feel like I hit the lottery," Black said.

Black was the first person hired under the Army Reserve Employer Partnership Initiative, a public-private venture that allows the Army Reserve and employers to recruit, train and employ people interested in serving their country and in pursuing civilian careers fields like health-care, transportation, law enforcement and construction.

Black, who had worked on his associate's degree in general studies while an executive caterer with Capital One, decided to switch careers and had started his course work in radiology when a recruiter told him about the EPI.

The decision wasn't hard, Black said.

An Applied Science Degree in radiography at Northern Virginia Community College takes five semesters, which is 72 credits, including 10 prerequisite credits, and costs more than $20,000.

The Army's radiology specialist school is only 46 weeks – half the time, said Black, now a private first class in the Army Reserve and in the school's first phase.

"This allowed me to go to school and still handle my responsibilities as a father and take care of my family financially," said the 28-year-old Soldier. "I thought it was a win-win situation all around."

Black will complete his second phase, a 22-week practical internship at a military hospital in D.C., at Walter Reed Army Medical Center or in Virginia at Fort Belvoir Community Hospital to be close to his wife, Judith Rodriguez, a financial manager at Capital One, and their three-year-old daughter, Jasmine, in Woodbridge, Va.

Brig. Gen. Lie-Ping Chang, commander of the 807th Medical Command, agreed the partnership makes everyone a winner.

"It's win-win for everyone. It's good for the Soldier, for the employer and the community," said Chang, 59, a family practice doctor in Virginia. "In today's environment, it is very challenging to find a job and pay for school. The medical industry is one of the few sectors still hiring."

Three more individuals have taken advantage of the program and will be leaving for basic training this summer, Chang added.

Once the Soldiers graduate from the Army's radiology course they qualify to sit for the national exam of the American Registry of Radiologic Technologists (ARRT). Black plans to take the ARRT certification exam as soon as he finishes his internship. Soldiers also receive 57 college credits when they complete the radiology specialist school and 12 credits once they pass the certification exam.

"That's 69 credits, I can transfer 33 credits from my associate's degree, I believe, I'll only be six classes shy of receiving my bachelor's in radiology," said Black, who has both the G.I. Bill and tuition assistance. "I'm thinking about putting in my OCS packet after I get a little bit of training and my degree."

Daniel Nichols, director of Recruitment and HRIS (Human Resource Information System) for Inova, said a radiation technologist staring salary is $51,000. Black can expect to see a significant raise – anywhere between 3 and 10 percent – his first year, Nichols added.

Nichols said the partnership has helped fill positions throughout the five hospitals that make up Inova’s integrated health care system in Virginia. Inova has also hired a respiratory therapist and a surgical technician through the partnership.

One of the issues Inova was facing before the partnership, was there simply were not enough graduates from local schools to fill its positions. Now the Army Reserves is providing employees that have both clinical and leadership experience, Nichols added.

"You can't equal that in the civilian world," Nichols said. "The Army has a far more robust clinical training aspect to their program – which allows service member to hit the ground running."

Nichols recommends the program to anyone considering a career in health care. Positions in health care are portable – that means Citizen-Soldiers are able to find jobs nearly anywhere even internationally, Nichols said.

As nice as the pay raise sounds – a private first class makes around $20,000 a year - it isn't just about the money, Black said. The same thing that drew him to the Army Reserves drew him to radiology – service, he added.

"I like the fact that when I go to work, I'm helping somebody. I can go home feeling good about myself, that I've accomplished something as an individual and as a Soldier," Black said. "I'm a good role model to my daughter."

Black will drill with the 48th Combat Support Hospital at Fort Meade, Md., once he finishes his training and begins his job at Inova. Creating synergy between Soldier's military and civilian career helps maintain the Soldier's clinical competency in both their civilian and military careers, said Chang, who helped initiate the relationship between Inova and the Army Reserve.

"It's not just a job, it's a career," Chang said. Black agreed the Army Reserve has given him more than a career."It's been a good experience," Black said. "It's been hard, but if you can get through basic training at Fort Benning, you can accomplish anything."

Would your Employer make a good Partner

2009-07-21T13:23:00.002-07:00

Let us know if your employer would make a good Army Reserve Employer Partner by contacting us at ARCareers@usar.army.mil.

Lt. Gen. Stultz, chief of the Army Reserve, and commanding general of U.S. Army Reserve Command, is looking for new businesses and agencies to join him in a collaborative relationship to help you achieve your goals in both your civilian and military careers. He wants to partner with military-friendly companies that support your service and recognize that you bring value to the workplace because of your military training, leadership skills and real-world experience.

Start you Job Search today!

2009-07-21T13:23:00.001-07:00

Start your JOB SEARCH today on the Employer Partnership Initiative Web site!

If you can any other questions or concerns contact us at ARCareers@usar.army.mil.

Truly an Operational Force

2009-07-21T13:19:00.000-07:00

Lt. Gen. Jack C. Stultz, Chief, Army Reserve, and Commanding General, U.S. Army Reserve Command gives Keith Eugene Fiscus, a Wal-Mart greeter, a coin on Veterans' Day. Fiscus, 83, was captured by German forces and taken as a prisoner of war to Dachau concentration camp in Germany.

WASHINGTON - Lt. Gen. Jack C. Stultz, chief of the Army Reserve, answered questions from online journalists and bloggers Jan. 28.

"This is no longer, the Army Reserve that I came into way back in '79 that said, 'One weekend a month, two weeks in the summer; that's all we ask.' This truly is an operational force," Stultz, who is also commanding general United States Army Reserve Command, told journalists during the conference call.

Stultz talked about his recent trips to Iraq and Afghanistan and the operational role of the Army Reserve in today's U.S. Army. He also spoke of the employer partner initiative he began about a year ago.

Navy Lt. Jennifer Cragg wrote a story for U.S. Department of Defense and you can find transcripts and audio at DoDLive, The Department of Defense Bloggers Roundtable.

Two Bosses, One Employee, Sharing the Talent

2009-07-21T13:13:00.000-07:00

Maj. Gen. Peter S. Cooke and Mr. Keith O. Rattie “shake on it” after signing a formal partnership between Questar Gas and the U.S. Army Reserve. (Army Reserve photo by Master Sgt. Stephen H. Leitch)

SALT LAKE CITY - The U.S. Army Reserve and Questar Gas agreed to work collaboratively to develop long-term staffing solutions for America's Soldiers and veterans. The partnership, launched under the Army Reserve Employer Partnership Initiative (EPI), allows both organizations to recruit, train and employ individuals interested in serving the nation and pursuing careers in diverse business industries within Questar Gas.

Keith O. Rattie, chairman, president, and CEO of Questar Gas, and Maj. Gen. Peter S. Cooke, commander of the 96th Regional Readiness Command, signed the agreement Tuesday. The agreement will allow the Army Reserve to post Questar Gas job vacancies to the job portal on the Army Reserve Web site making it easier for skill rich Reserve Soldier to apply for jobs with Questar Gas.

"It is important to not just talk about supporting, but to actually support those who have and are wearing the uniform," Rattie said, and promised that under his direction Questar will nurture this partnership to make the bonds even stronger.

Questar currently employs a number of Army Reserve Soldiers and maintains a deep commitment to hiring and supporting the brave men and women who protect and defend America. These Warrior-Citizens have a well-earned reputation as exemplary employees with proven leadership skills, are team oriented, and exhibit discipline and grace under pressure, all attributes that are immeasurably valuable to any organization.

Through EPI, the Army Reserve is partnering with business leaders such as Questar Corporation to develop staffing solutions to meet America's industry demands, tackle the issue of workforce preparedness, and reinvigorate America's human talent. This will allow both the Army Reserve and America's business leaders to remain competitive in the global economy by encouraging professional and high-quality employees to enlist in the Army Reserve and encouraging active Army Soldiers who are looking at their options and Army Reserve Soldier to pursue a career with Questar.

It's an initiative close to Lt. Gen. Jack C. Stultz, chief, Army Reserve and commanding general, U.S. Army Reserve Command, who created the Employer Partnership Initiative.

"It's really a human capital strategy, where we're looking at what are the needs of employers of America: what kind of skill sets, what kind of quality, what kind of attributes. We look for those same quality skills and attributes, and why don't we share those? We share the training, because I put them through a lot of training, in terms of technical training, as well as leadership training," Stultz said of the initiative. "When we have a Soldier in Iraq or Afghanistan, they're not only using their military skills, in a lot cases they're using their business skills."

Stultz gave the example of a senior military leader who was in Iraq on his last tour – about a year ago.

"The portion of Iraq he was working in was heavily unemployed. He said we have about 600 people working locally here and took some of our civil affairs guys and put them to work down there with the people. He said by the time they left, they had 6,000 employees. They were building fish tanks, trailers, and they were teaching them Internet marketing. Where do you think they learned that?" Stultz asked. "The military didn't teach them that, their business skills kicked in. They said we're going to teach these people how to build a business. The senior leader said, "I walk the streets without any flack vest on, because everybody's working and happy.

"That's partnership."

EPI featured on Soldiers Radio and Television

2009-07-21T13:12:00.000-07:00

Soldiers Radio and Television featured the signing between GE and the U.S. Army Reserve Jan. 15 at the Pentagon. For more information visit www.ArmyReserve.Army.mil

U.S. Customs and Border Protection partners with Army Reserve

2009-07-21T13:10:00.000-07:00

The U.S. Customs and Border Protection is the first federal agency to partner with the Army Reserve, and we formalized the agreement to explore efforts to jointly recruit, train, employ and retain qualified candidates at every opportunity.

Go to the Army Reserve Employer Partnership Initative Web site, complete a referral form if you haven't already, and check out the career opportunities with CBP.

GE Newest Army Reserve Partner

2009-07-21T13:08:00.000-07:00

By Guest Blogger Frank Taylor
Vice President and Chief Security Officer at GE

I’m back in familiar territory today at the Pentagon to sign a GE and U.S. Army Reserve memorandum of agreement. As a military veteran, I’m very excited about this signing to start an employer partnership to recruit and train Soldiers for positions across our company.

GE employs more than 11,000 active reservists and veterans in our U.S. workforce. As such we are experienced in helping veterans and reservists adjust to life in the private sector. As part of the partnership, we are guaranteeing priority consideration for job interviews for all qualified participating Soldiers no later than 30 days after completing military occupational specialty training.

This partnership is a great opportunity for us to interview qualified candidates with leadership, integrity and experience.

I joined Lt. Gen. Jack Stultz, Chief, Army Reserve, and Commanding General, U.S. Army Reserve Command, for the signing today at the Pentagon. It was such an honor to be a part of this event with this great man who created the Employer Partnership Initiative as a way to show his appreciation for the dedication of Army Reserve Soldiers and their Families, and to help them succeed in both their civilian and military careers.

* Employer Partnership Initiative
* GE Military Recruiting

AR NCO Who Works for Employer Partner Assists Transitioning Soldiers

2009-07-21T13:06:00.000-07:00

DirectEmployers Association is also an Army Reserve Partner. In fact, they provide the job search capabilities for our Web site. They also host a site for veterans called VetCentral. In addition to news coverage by NBC on Chad Sowash, an Army Reserve NCO and the vice president of Business Development for the DirectEmployers Association, National Public Radio also covered his story and his efforts to help veterans with their transition back to the civilian workforce. His efforts were also carried by CNN. He is a classic example of the skill-rich Soldiers found in the Army Reserve.

A nice feature of the VetCentral Web site is the Military Skills Translator found at O*Net. In addition to a terms and military occupational classifications database, it provides summary reports on career field requirements and wage and employment trends for the various states. O*Net also allows you to enter skill information and match that to occupations.

Consider a defense industry career with BAE Systems

2009-07-21T13:03:00.000-07:00

BAE Systems signed an agreement with the U.S. Army Reserve becoming an Employer Partner at the Association of the United States Army (AUSA) annual meeting held in October. The alliance enables both organizations to recruit, train, and employ individuals interested in serving the nation and pursuing a career in the private national or global defense industries.The Army Reserve's partnership with BAE Systems is the first of its kind in the private global defense industry, BAE Systems officials say. The agreement provides Army Reserve soldiers opportunities for employment with BAE Systems after they successfully complete their military occupational training (MOS). The Army Reserve and BAE Systems will work together to recruit, license, and offer training reciprocity to qualified soldier candidates.

"I'm honored to officially begin an enduring strategic partnership with a respected company like BAE Systems," says Lt. Gen. Jack C. Stultz, Chief, Army Reserve, and Commanding General, U.S. Army Reserve Command. "I look forward to collaborating with our newest valued partner to achieve mutual goals to attract, develop, and retain a quality workforce. This innovative human capital strategy is good for BAE Systems, good for the Army Reserve, good for our soldiers and their families, and good for America."

Under the initiative, BAE Systems commits to interviewing and considering all qualified, participating soldiers for employment upon completion of MOS training.

"With more than 500 employees across the company serving in the Guard and Reserves, of whom more than 100 are currently deployed, we are honored to partner with the U.S. Army Reserve in this valuable program," says Walt Havenstein, chief executive officer of BAE Systems.

The Army Reserve is collaborating with business leaders 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, BAE Systems officials say. The initiative will also help the Army Reserve continue to meet the operational demands of the ongoing global war on terrorism.

In addition, it aims to establish a process whereby employers and the Army Reserve may secure and share the talents of trained professionals. Partners such as BAE Systems, Inc. will benefit from the employment of men and women with Army values, experience and proven leadership skills.

Since its inception in April, the initiative has already recruited many business partners, including Inova Health Systems, American Trucking Associations, Sears, USAA, Con-way Freight, Schneider National Trucking, the Cleveland Clinic and the Metropolitan Police Department of Washington, D.C.More than 300 national, regional, and local businesses and agencies are working to formalize partnerships with the Army Reserve.

reprinted from BAE Newsletter Connections Issue 4 2008 "We Protect Those Who Protect Us"

Job Hunting Tips from BLS

2009-07-21T13:02:00.001-07:00

The Bureau of Labor Statistics offers tips on finding and applying for jobs, and evaluating job offers.

National Association of State Workforce Agencies

2009-07-21T12:59:00.000-07:00

If you are looking for a job in a particular state Army Reserve Soldiers have access to jobs in their states via partnership agreements that were facilitated by the National Association of State Workforce Agencies (NASWA). NASWA, because it is also an Army Reserve partner, reached out across its membership and made them aware of the initiative. States that have signed agreements are the following:

Alaska
Arizona
Arkansas
California
Connecticut
Delaware
Florida
Hawaii
Idaho
Indiana
Iowa
Maine
Massachusetts
Minnesota
Mississippi
Missouri
Nebraska
New Hampshire
North Carolina
Ohio
Oklahoma
South Dakota
Tennessee
Texas
Utah
Vermont
Wisconsin

These agreements mean that the Army Reserve job search engine's search will access any job postings at these state placement offices.

More opportunities in the New Year

2009-07-21T12:54:00.000-07:00

The silhouette of yet another battered and crippled year fades into the horizon, long unkempt beard fluttering behind him, while the bouncing baby's incessive and demanding scream greet the New Year.

Yes, that time of year is upon us - it's hard to believe 365 days are behind us but it's out with the old and in with the new. The Employer Partnership Initiative ended the year strong and like you is on to bigger and better things.

At the end of 2008, Grailing Jones, a retired Marine and the national executive director; strategic sourcing at Schneider National, Inc., one of EPI's partners, took a tour of the 416th Theater Engineer Command in Darien, Ill.

After the tour and a short brief on the Army Reserves, Jones took Col. Ron Bacci, the local Program Support Manager for EPI and 416th leadership to Schneider's new facility nearby in Chicago."It was great having a Marine visit the 416th TEC last week," said Lt. Col. Donald Gardiner, executive assistant, command group and command provost marshal. "We look forward to a long and worthwhile friendship with Schneider National."

The visit went off so well, Jones will represent Schneider National at the Command's NCO Summit in Dallas, Texas, January 22 -25.This means more opportunities for both our Soldiers and Employer Partners in the New Year.

At the summit, Schneider will give a presentation of the company's history and career opportunities with the transportation company. The company's "Ride of Pride," military unit will be present and (Ret.) Sgt. Vince Hagen, a driver for Schneider, will be available to answer Soldiers questions about the transportation industry. The company's Dallas Operation Group will also provide a tour and open house of its operation center.

When we foster these types of relationships with our Employer Partners it makes the difference between an agreement and a true partnership, said Sgt. Maj. Nelson Ildefonso. EPI is considering an FTX for Employer Partners in the spring or summer."If our Employer Partners meet our Soldiers they will like them and hire them - our Soldiers sell themselves," Ildefonso said. If you'd like more information on the NCO Summit in Dallas please

contact:
Lt. Col. Donald GardinerExecutive Assistant - Command Group and Command Provost Marshal
416th Theater Engineer Command (TEC)
10 S. 100 South Frontage Road - Room 212Darien, IL 60561-1780
Toll Free: 800-315-6327 ext. 184(630) 729-4099 ext. 184
Donald.Gardiner@us.army.mil

RecruitMilitary Connects Job Seekers With Employers

2009-07-21T12:53:00.000-07:00

RecruitMilitary is an online recruiting firm that focuses exclusively on connecting veterans and their spouses with employers. The firm offers free comprehensive job search and career transition services including resume writing, networking, and interviewing tips. RecruitMilitary claims to provide the largest number of career fairs in the country.

One Stop for Career Information

2009-07-21T12:47:00.000-07:00

Check out Career One Stop, a rich source of employment information. Sponsored by the US Department of Labor, the resource is designed to inspire and help you manage your career. At the site you can explore careers, obtain resume and interview advice, plan your search, find schools, pay for education and training, how to negotiate salary, and more.

2009 Industry Outlook

2009-07-21T12:45:00.000-07:00

With a shaky economy and an uncertain job market in certain sectors, it's likely you're wondering where the job opportunities might be in 2009. GI Jobs takes a look at 10 industries that might be worth considering as you plan your next career move. What's interesting is that many of the industries noted in this column are exactly the career fields in which Army Reserve Soldiers serve - health care, transportation, law enforcement, telecom. Professional Army Reserve Soldiers like you bring the right mix of real-world experience, top-notch skills, and leadership capabilities to the civilian workplace. Army Reserve Employer Partners recognize the value of employing Army Reserve Soldiers and are eager to consider you for positions for which you are qualified.

2008 GI Jobs Top 50 Employers

2009-07-21T12:41:00.000-07:00

I'm sure many of you have visited the GI Jobs web site, or seen GI Jobs magazine. For the sixth year, GI Jobs has published its list of the Top 50 Employers - many of them are Army Reserve Employer Partners. Rich McCormack, GI Jobs general manager and publisher, has previous Navy experience, and knows first hand what it takes to transition from the military to the corporate world.

Laid Off and Looking

2009-07-21T12:36:00.000-07:00

In the blog so ably named The Wall Street Journal follows eight out-of-work M.B.A.s as they search for jobs in a post-meltdown world. One of the contributors, Mr. Murphy, 35, writes, about the difficulty he has translating his military experience into applicable skills for their potential employer.

"One of the challenges I face as a career switcher who spent almost a decade in the service is trying to translate my prior military work experience to potential employers. I also have to dispel any preconceived notions that the interviewer harbors regarding my strengths and weaknesses; it seems that since I've spent such a significant amount of time in uniform, some interviewers question my ability to operate in a corporate environment, as well as my willingness to take on a lower-level position again," Murphy wrote. "Still, I realize that my background as a Marine officer and pilot is what differentiates me; the tough part is being able to convey that to someone during a typical 30-minute interview. I almost always stress that I posses a significant amount of leadership and general management experience, which is uncommon to find in a recent M.B.A. grad."

It's a feeling parroted in dozens of posts after the blog entry.

One of the best responses was from DennyTheTech because it was relevant to so many of our service members looking for jobs.

"Mr. Murphy, when an interviewer gets around to pointing out my lack of experience in their field, I like pull out my favorite interview line. I tell them "I have never gotten a job with prior experience in a company's core business." It throws the interviewer off a little, and gives me a chance to explain that I have a very deep background and can pick up new technologies quickly.This applies to nearly everyone all of the time, but it is an unusual point of view, and it gets you noticed. This line gives you a good opening to explain situations where you used your background to resolve a new problem. One example might be your experience in night landings. I bet you didn't become a Marine aviator based on your experience landing at night.Before you use this line, you ought to have a little script ready and rehearsed. Keep it brief and add details as necessary."

Another good response was from ExNavy Finance Rep. His advice was more specific, however, extremely useful for service members in finance.

"I made the transition in 2001 following the dot-com bubble and struggled for 6-12 months before landing with my current employer. My most fruitful efforts were working with my ex-military network and a JMO recruiter.In terms of translating skills in a Finance interview, when screening JMO's for Finance positions I listen for them to communicate two things: 1 - How they intend to lead in a corporate role, and how their experiences have helped them develop this leadership breadth. More specifically the increasing role of influence and consensus building as opposed to just direct authority. 2 - how they have processed vast amounts of data quickly and efficiently. Any conflict situation requires the skill, but many JMO interviewees don't realize it's value which tells me they don't really know what their career choice entails."

While not all the comments are positive there are nuggets of gold to be had. Many people offered encouragement and wrote that as employers they would hire a qualified applicant with military experience over one who did not.

Drive Your Military Career With the Employer Partnership

2009-07-11T09:11:00.000-07:00

Imagine you're driving your "dream" car on a favorite route close to home or somewhere across the country. You're following your road map, controlling the speed and the direction.

Now imagine you're traveling on the road map you've laid out for yourself in your careers - the one in the Army Reserve or the National Guard and the one in the civilian workplace. Always looking for options, you check out the Employer Partner "job connection" site.

At the Employer Partnership site, you'll find a meeting space where you can connect with employers who recognize the value you and your fellow Guard and Reserve Soldiers bring to the workplace, and are eager to consider you for employment if you meet their requirements.

At the "job connection" site you'll find Fortune 500 companies and a host of other businesses in the industries in which professional and experienced Soldiers like you are trained - health care, law enforcement, information technology, telecommunications, intelligence, civil engineering, human resources, and more.

Book mark the Employer Partnership site, and check back often, because new employer partners are constantly being adding.

If you have any questions, please contact the Employer Partnership team at ARCareers@usar.army.mil

WORK SMART

2010 Secretary of Defense Freedom Award Nominations Now Open

Schneider National Announces Huge Discount on Previously Owned Tractor (Trucks) for Army Reserve Soldiers

Senior Leadership Positions Available to Women Veterans at Walmart

It's Official

Chicago, Illinois State Employees Sign Public-Private Partnership

Employers Continue to Support the Army Reserve

The Baltimore City Police Recruit Military Troops

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

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

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

Having the Heart of a Lion

Use mentoring relationships to bridge the Generation Gap

ESGR helps Soldiers honor military-friendly employers

Leveraging Your Future

Working together to employ America

A positive investment for America

Army Reserve Holds Initial IRR Muster in Tampa

IRR Musters offer job opportunities

Now may be the time for advancing your education

How to make the cut

AR Doc epitomizes Value Proposition

Employer join partnership to hire reservists

EPI mitigates vet reemployment issues

How to Make the Cut

Creating Partnerships for America

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

What's your creed?

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

Army Reserve and UPMC Join in Employer Partnership

Keys to Interview Success

Use This Online Tool to Determine Veterans' Preference

Take Advantage of Veterans' Preference

Easter Seals New Hampshire Partners with U.S. Army Reserve

Employer Partners make an impact for disabled veterans

U.S. Army Reserve and Three Austin Employers Launch Partnership

Career Fair

The State of Colorado and 11 Employers Launch Public-Private Partnerships

Army Reserve Employer Partnership Unfazed by Flagging Economy

Center for Energy Workforce Development Partners with U.S. Army Reserve

Dress for Success for Women

Dress for Success for Men

New Army Reserve Web site

Job market has a silver lining

Get a Better Job

U.S. Army Reserve Partnership Perfect for Louisiana City

Tips to Get Your Resume Noticed

It's not just a job, it's a career

Top Ten Questions from Army Reserve Soldiers

Would your Employer make a good Partner

Start you Job Search today!

Truly an Operational Force

Two Bosses, One Employee, Sharing the Talent

EPI featured on Soldiers Radio and Television

U.S. Customs and Border Protection partners with Army Reserve

GE Newest Army Reserve Partner

AR NCO Who Works for Employer Partner Assists Transitioning Soldiers

Consider a defense industry career with BAE Systems

Job Hunting Tips from BLS

National Association of State Workforce Agencies

More opportunities in the New Year

RecruitMilitary Connects Job Seekers With Employers

One Stop for Career Information

2009 Industry Outlook

2008 GI Jobs Top 50 Employers

Laid Off and Looking

Drive Your Military Career With the Employer Partnership