The Baltimore City Police Recruit Military Troops

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


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

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

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

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

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

For more on the story visit WJZ Web site.

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

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

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


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

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

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

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

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

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

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

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

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

ABOUT THE UNITED STATES ARMY RESERVE

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

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

ABOUT HELMETS TO HARDHATS

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

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

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

ABOUT THE UNITED STATES NATIONAL GUARD

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

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

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

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

By Maj. Elizabeth Gagot
EPI Executive Officer

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

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

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

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

Know your rights:

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

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

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

Having the Heart of a Lion

By Maj. Elizabeth Gagot
EPI Executive Officer

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

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

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

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

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

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

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

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

Question asked by patrons:

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

Let us know what you think in the comment section.

Use mentoring relationships to bridge the Generation Gap

By Maj. Elizabeth Gagot
EPI Executive Officer

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

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

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

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

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

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

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

Managers should:

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

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

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

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

Questions asked by other patrons:

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

Let us know what you think in the comment section.

ESGR helps Soldiers honor military-friendly employers

Leveraging Your Future

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




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

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

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

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

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

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

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

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

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

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

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

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

Working together to employ America

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


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

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

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

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

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

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

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

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

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

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

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

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

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

Several other companies also signed Monday:

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

National Guard and Reserve Mobilized as of April 28, 2009

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

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

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

A positive investment for America

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

IRR Musters offer job opportunities

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

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

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

A Foot in the Door

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

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

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

Who's Hiring

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

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

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

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

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

Assistant Store Managers, Kmart

Minneapolis Minn.

Milwaukee Wis.

Rochester Minn.

Lacross Wis.

Omaha N.E.

Fargo N.D.

Chicago, Ill.

Store Managers in Training, Kmart

Milwaukee, Wis.

Davenport, Iowa

Burlington, Iowa

Duluth, Minn.

Chicago, Ill.

Minneapolis, Minn.

AR Doc epitomizes Value Proposition

By Lt. Col. Andrew Morton
Guest Blogger

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

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

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

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

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

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

Employer join partnership to hire reservists

From AUSA News, May 2009

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

EPI mitigates vet reemployment issues

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

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

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

How to Make the Cut

By Lily Whiteman
"Careers Columnist" for the Federal Times

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Keys to Interview Success

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

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