CAREERS &
WWW.MILITARYNEWS.COM | WWW.FLAGSHIPNEWS.COM | WINTER 2013
CONTINUING EDUCATION YO U R G U I D E T O E M P L O Y M E N T O P P O RT U N I T I E S A N D H I G H E R E D U C AT I O N
2 CAREERS & CONTINUING EDUCATION WINTER 2013
You receive it on Graduation Day. But it’s never handed to you. Because when it’s a degree from Columbia College, it’s a degree that demands effort and rewards hard work. That’s a notion our students at 18 campuses on military bases truly understand.
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WINTER 2013 CAREERS & CONTINUING EDUCATION 3
“This country owes a profound debt to all veterans and military families. In these tough economic times, we’re especially cognizant of our service members transitioning to civilian life, as well as our military spouses. And we must give them the best possible tools to succeed in professional pursuits.” – Defense Secretary Leon E. Panetta
Careers and Continuing Education MNV PUBLISHER Laura Baxter FLAGSHIP EDITOR David Todd CREATIVE DIRECTOR Tricia Lieurance MNV EDITOR/DESIGNER Rebecca Soorani Hastings rebecca.hastings@flagshipnews.com GRAPHIC DESIGNERS Allyson Garner | Kyle Raymer Ross Froehlich | Susan Cofer ADVERTISING INFORMATION (757) 222-3990 | sales@militarynews.com CLASSIFIEDS (757) 222-3974
PUBLISHED BY Military Newspapers of Virginia 150 W. Brambleton Ave. | Norfolk, VA 23510 Phone: (757) 222-3990 | Fax: (757) 853-1634 The contents of this special section are not necessarily the official views of or endorsed by the U.S. government, the DoD, the DoT or the U.S. Coast Guard. Opinions of contributing writers do not necessarily reflect the opinions of Military Newspapers of Virginia or The Flagship®. The availability of these newspapers and the appearance of advertising in these publications, including any inserts and supplements, do not constitute endorsement by the federal government, the DoD, the DoT, the U.S. Coast Guard or Military Newspapers of Virginia of products or services advertised. Military Newspapers of Virginia is a private firm in no way connected to the Department of Defense or United States Coast Guard.
WHAT’S INSIDE
4 Out of the military
16 Six ways to use
– what next?
social media in your job search
6 Revamped program aids separating service members
7 Department of
18 Where the tech jobs are: in the ‘clouds’
19
8 20 Seconds is All
Three-year degree programs shorten the path to rewarding careers
You Get! Resumes that get you in the door
20 Blue-to-Green
Education offers financial aid programs
guide to effective interviewing tactics
gives service members opportunity to continue in Armed Forces
12 Get user savvy
21 Veterans growing
on your Montgomery, Post-9/11 G.I. Bill
as entrepreneurs
10 TAOnline’s
22
negotiating your way to a better salary
Top communities providing support for returning veterans
14 Resources for
23 How to make
Veterans, compiled by Joining forces
moving easier for military families
13 After the offer:
DID YOU KNOW?
INFOGRAPHIC COURTESY OF CENSUS.GOV
4 CAREERS & CONTINUING EDUCATION WINTER 2013
GETTING STARTED
Out of the military – what next? Are you currently considering the realities of where you’d like to live after the service? It is important to do so carefully and choose wisely. For example, if you were a ship navigator during your military career, you could have a difficult time finding a similar job in the Southwest. On the other hand, if you were an Army nurse, you may find several excellent opportunities virtually anywhere. Most career placement specialists recommend that job applicants choose the type of job they want first,
then go where the jobs are. In making a decision to relocate, you might prioritize as follows: 1. Job potential: Which community is most likely to offer job opportunities that match your skills, experience and career goals? 2. Affordability: Consider the not so obvious expenses in addition to the cost of living. Compare local, state income, property and sales taxes. Does the state tax your military retirement pay? Does the location have income and career potential?
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YOU ARE HERE. NOW WHAT?
3. Community: Do you have family or friends there? Can you count on them to help make your transition easier? Do you need to be close to your aging parents for economic or medical reasons? Are you seeking upward mobility with the potential to move, or are you looking for a community to settle for the long-term? 4. Environment: Would you be happiest living in a city, the suburbs, a small town, or a rural area? Does the climate suit you? Moving Out of the Area Before moving, consult your nearest Fleet and Family Support Center, the best source of relocation information and planning assistance. Other useful resources include: local chambers of commerce, libraries, bookstores and the Internet. Use them to find out what you need in order to make informed moving decisions.
starts Fall 2013 Both LIVE and ONLINE Classes Available
For more information, call Patti Ball at 757-683-5479 www.odubusinessgateway.com/pdc
Chambers of Commerce Many communities across America have chambers of commerce. Each chamber of commerce promotes its community and is a good source of information about the surrounding
Check out the welcome aboard special section for more information about relocation services available! http://bit.ly/MND5xJ area: the local job market, housing costs, local realtors, cost of living, local taxes, climate, schools and availability of recreation or child care. Ask for the chamber’s booklet – much like the relocation packet you received about a new installation when you changed stations. You can find any chamber of commerce office in the nation at www.chamberofcommerce. com. Libraries and Bookstores Each of the Service Library Programs provides electronic content through their respective portals (www.nko. navy.mil; www.us.army.mil; www. my.af.mil). The electronic content provides information on relocating, career opportunities and educational opportunities.
WINTER 2013 CAREERS & CONTINUING EDUCATION 5
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6 CAREERS & CONTINUING EDUCATION WINTER 2013 Defense Secretary Leon E. Panetta holds a joint press conference with Secretary of Veterans Affairs Eric K. Shinseki at the U.S. Veterans Affairs Building in Washington, D.C., Dec. 6, 2012.
WHAT’S NEW
Revamped program aids separating service members Major changes have been announced to the Transition Assistance Program that will revolutionize the way the military prepares people leaving the services, with mandatory participation in programs throughout their military careers to help set them up for a successful transition. The redesigned program, called Transition Goals Planning Success or Transition GPS, was unveiled by Defense Secretary Leon E. Panetta and Veterans Affairs Secretary Eric K. Shinseki. It is a multi-agency response to President Barack Obama’s call to improve career readiness for separating service members, explained Susan S. Kelly, principal director of the Defense Department’s Transition to Veterans Program Office. The president hinted at the mostsweeping change to the Transition Assistance Program in two decades during a speech this summer to the Veterans of Foreign Wars. Obama called it the centerpiece to a broader federal effort to help service members transition to civilian life and to reduce veterans unemployment. During the three-phase rollout of the Transition GPS program that will continue through 2014, the many, but often disconnected, activities conducted across the U.S. government to support veterans and their families will be melded into one comprehensive effort, Kelly said.
ARTICLE BY DONNA MILES AMERICAN FORCES PRESS SERVICE
The Defense Department and departments of Veterans Affairs and Labor aligned their most successful programs to deliver better and more comprehensive services to help make service members “career ready” for civilian employment, officials said. They reached out to the Department of Education to integrate the latest teaching methods and tapped into the resources of the Office of Personnel Management and the Small Business Administration. One of the biggest changes in the new program is that participation is no longer voluntary. Based on a law that took effect on Nov. 21, 2012, service members can no longer opt out of the transition assistance program. All, including reservists and Guardsmen demobilized after 180 days of active duty, must now attend specific training sessions and take concrete steps to prepare for separation. During phase one of the rollout, being implemented immediately, all separating service members will receive counseling about Department of Veterans benefits, Kelly said. In addition, most will be required to attend newly revamped employment workshops run by the Department of Labor. These workshops incorporate new curriculum, such as how to explore career interests, use search tools to find job opportunities, write a resume, interview for a position and negotiate a salary, said John Moran, DOL’s deputy assistant secretary for Veterans Employment and Training Service.
DoD photo by Erin A. KirkCuomo
While fulfilling the congressional mandate to reach out to all separating service members, the interagency team went a step beyond the law to further enhance the effort, Kelly said. Separating service members must now take financial planning training, and complete a 12-month budget that factors in the cost of where they decide to live after leaving the military. They must evaluate how their military-acquired education, training and experience translate into civilian career qualifications and prepare an individual transition plan. The task force ran a pilot program last summer at seven installations to evaluate this core curriculum, gathering assessments from about 950 military members who participated. “Many in the pilot programs found it eye-opening,” said Kelly. The seven pilot sites continue to offer the DOL workshops, but the instruction will be available service-wide by January, Moran said. The program’s second phase, to be tested during 2013 and implemented by the year’s end, establishes requirements for separating service members who plan to go on to college or technical or career training or to start their own businesses.
Those electing higher education or other training will be required to show an acceptance letter from that institution, or have an application filled out and ready to submit, Kelly said. They also will be required to establish a contact with a counselor to follow up with after leaving the military. Also during phase two, service members who hope to become entrepreneurs will be required to connect with the Small Business Administration for help in drafting and evaluating their small business plans. The final phase of the rollout to be implemented by the end of 2014 will integrate transition preparation throughout the service member’s military career. The idea, Kelly explained, is to begin preparations for transition long before a service member prepares to leave the military. “The end state that we are shooting for is to embed this across the military lifecycle,” she said. Kelly also stated that each service will develop a plan designating points along a service member’s career path for this training. Danny Pummill from the VA called the Transition GPS program an unprecedented interagency effort that ensures service members have the time and resources to prepare for a smooth transition from the military.
DEPARTMENT OF EDUCATION OFFERS FINANCIAL AID PROGRAMS ederal Student Aid, an office of the U.S. Department of Education, offers over $80 billion dollars in financial aid that help millions of students manage the cost of education each year. There are three categories of federal student aid: grants, work-study and loans. Even if you are still on active duty, you can apply for aid, such as Pell Grants or Federal Stafford Loans.
F
Applying for Federal Student Aid You can get this aid by completing the free application for Federal Student Aid (FAFSA). You can apply online or on paper, but filing online is faster and easier. Get further instructions on the application process at www.fafsa.
ed.gov. You should also apply for a Federal Student Aid PIN (if you haven’t done so already). The PIN allows you to sign your application electronically, which speeds up the application process even more. Apply for a PIN at www.pin.ed.gov.
Federal Student Aid Eligibility Eligibility for Federal Student Aid is based on financial need and on several other factors. The financial aid administrator at the college or career school you plan to attend will determine your eligibility.
Filling out the FAFSA There is a series of eight questions on the application that ask about your dependency status. If you are a veteran, or are currently serving on active duty in the U.S. Armed Forces for purposes other than training, you are considered an independent student and would only include your information (and that of your spouse, if married). For more detailed information go to www.fafsa.ed.gov.
To receive aid from our programs, you must: • Demonstrate financial need (except for certain loans – your school can explain which loans are not needed). • Have a high school diploma or a General Education Development (GED) certificate, pass a test approved by the U.S. Department of Education, meet other standards your state establishes that the department
WINTER 2013 CAREERS & CONTINUING EDUCATION 7
approves, or complete a high school education in a home school setting that is treated as such under state law. • Be working toward a degree or certificate in an eligible program. • Be a U.S. citizen or eligible noncitizen. • Have a valid Social Security Number (unless you’re from the Republic of the Marshall Islands, the Federated States of Micronesia, or the Republic of Palau). • Register with the Selective Service if required. You can use the paper or electronic FAFSA to register, you can register at www.sss.gov, or you can call (847) 688-6888. (TTY users can call 1-847-688-2567.) • Maintain satisfactory academic progress once in school. • Certify that you are not in default on a federal student loan and do not owe money on a federal student grant. • Certify that you will use federal student aid only for educational purposes.
8 CAREERS & CONTINUING EDUCATION WINTER 2013
20 SECONDS IS ALL YOU GET! Resumes that get you in the door
This is the average time that a potential employer takes to review your cover letter and resume and determine whether you should be granted an interview or not. While you might have spent hundreds of dollar on resumes and thousands of dollars on education, you have 20 seconds to sell yourself to a prospective employer! Your resume must market you by projecting a professional image. Your resume and cover letter should present your abilities and what you have accomplished in your previous
ARTICLE BY ROBERT LINDSEY USED WITH PERMISSION FROM TAONLINE. ©2012 TAONLINE.COM
jobs. It should make the reader want to meet you by asking – “How did he or she accomplish that?” Eight steps to designing a successful resume: INVENTORY YOUR SKILLS – Review your skills, attributes, accomplishments, abilities, strengths, weaknesses, personal interests, desires, etc. to determine the most pertinent examples to include in your resume. DEFINE YOUR OBJECTIVE – Be as specific as you can. It will make you look as if you’ve done your homework. TARGET YOUR FIELD/INDUSTRY – Use a specific job objective, resume format
and appropriate language to target your chosen career field or industry. SPECIFY YOUR DESIRED EMPLOYER – Use a specific job objective, description of your accomplishments, skills and abilities, as well as the style and language of the employer’s corporate culture to target a specific company or agency. CHOOSE A RESUME FORMAT – Base your resume on one of two formats: Chronological, to emphasize your past experience, or Functional, to emphasize your skills. Either should be targeted at a specific industry and tailored to each individual employer. COVER THE BASICS – Make sure you
include in your resume at least the following basics: name, address, email address, phone and fax numbers, job objective, education and training, pertinent job experiences, relevant activities and interests. WRITE YOUR RESUME – Before actually writing your resume, it is wise to read a resume writing guide and to study the examples provided for different industries and formats. ADD A COVER LETTER – Always include (unless there is a specific request not to) an explanatory cover letter as to why you are submitting your resume. Paragraph one should include who you are and why you are writing. Paragraph two should summarize your strongest
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John Doe
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and most relevant skills and accomplishments and their importance to the job, employer and/or company/agency. Paragraph three should conclude with a suggested action, appreciation for being considered and relevant contact information. Ten tips for designing a successful resume: KNOW YOUR AUDIENCE – Use the vocabulary and language of your targeted industry. JOB OBJECTIVE – Write your job objective from the standpoint of what you can offer your prospective employer and/or company/agency. EXPERIENCES – Describe your experiences from an accomplishment point-of-view. PRESENT ALL INFORMATION POSITIVELY – If anything could be determined as negative, leave it out or rewrite it in the most positive way possible. Be honest, but don’t present an easy reason to eliminate you from the selection process. Remember, a resume just gets you in the door for an interview – don’t let a poorly written sentence eliminate you for even being considered!
USE STRONG ACTION VERBS – Achieved, directed, managed, initiated, created, developed, etc. And positive modifiers – Actively, substantially, effectively, efficiently, quickly, etc. for emphasis. MAKE YOUR RESUME EASY TO SCAN AND READ – Use a layout and formatting that allows for quick viewing. Leave lots of open space. Keep it short and to the point. Eliminate all typos – use a spell checker and have others read it.
BE FLEXIBLE – A resume is flexible, if you feel that the standard headings; Objective, Experience, Education, and Activities do not emphasize your strengths, try alternative section titles; e.g., Community Service, Professional Affiliations, Awards, Achievements, etc. Include specialty items like MOS’s, security clearances, ranks, etc. as many employers using resume databanks “search” using these criteria. TEST YOUR RESUME FOR RELEVANCY – All information should directly support your job objective or work skills and abilities and target the job, employer and industry. If it doesn’t, leave it out. REFERENCES – Develop and maintain a list of references and have it available upon request. Don’t clutter up your resume with references or include them in an initial mailing with your resume and cover letter. BE ACCURATE – Make sure that the information in your resume and cover letter are accurate and up-to-date. Call or email ahead, if necessary, to get the proper information for the cover letter. KEEP YOUR RESUME AND COVER LETTER SHORT AND TO THE POINT – The longer they are, the less likely they will be read!
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10 CAREERS & CONTINUING EDUCATION WINTER 2013
TAOnline’s comprehensive guide to interviewing tactics Interviewing: Design your resumes and cover letters for one purpose – to get an interview. The employment screening interview is a two-way street or a conversation with a purpose. It is an opportunity to provide and evaluate information. Your role is to provide adequate and accurate information to assist the interviewer in evaluating your skills, education, experiences, goals, objectives and personality for the position in question. You should also listen and obtain information from the interviewer about the employer, the position, the work environment and the company. Screening Interviews: In the screening interview the interviewer determines whether you are a viable candidate to invite for a follow-up interview. You have approximately 30 minutes to convince the interviewer that you have the skills, education and experience to be successful in the position. Remember you are a salesperson selling yourself to the interviewer as the best person for the position. Know yourself, your goals, your objectives and your skills. Research and analyze the company and its industry. Present an attitude and appearance that will allow the interviewer to be proud to present you to their fellow employees during follow-up interviews. A screening interview is designed to exchange information – so communicate effectively! The interview may have three parts, introduction, interview and close. The introduction is the ice-breaker to set the tone of the interview and put you at ease. You only get one chance to make a first impression – do it well! During the body of the interview, the interviewer will evaluate your self-confidence, motivation, attitudes, skills, knowledge, experience, initiative and responsibility. Remember that the interviewer is comparing you to an “ideal” candidate. Be positive! Be prepared to discuss the organization, job responsibilities, operations, policies,
ARTICLE BY ROBERT LINDSEY USED WITH PERMISSION FROM TAONLINE. ©2012 TAONLINE.COM
your career objectives, geographical preference and mobility. Don’t be “weeded out”! Only the interviewer should bring up salary and benefits. During the close, express a sincere interest in the job and leave knowing who contacts whom.
Arrive for the interview at least 10 minutes early and be appropriately dressed, neat and clean. If possible, try to schedule the interview on a non “casual” day so you can see how employees regularly dress, as well as being less self-conscious.
Interview Preparation: Do the following to prepare yourself for an interview:
Interview Presentation: Follow these basic guidelines during any interview:
• Record the exact time, place and directions to the interview (don’t be late!). • Record the correct name and address of the company. • Record the interviewer’s name and know how to pronounce it. • Do research on the company to show your interest and knowledge • Prepare questions for the interviewer.
• Don’t be late! And if you are unavoidably detained, call to let the interviewer know and reschedule as necessary. • Check your appearance before greeting the interviewer. • Greet with and formally use the interviewer’s last name until they allow first names. • Introduce yourself in a confident manner and express your interest in being there. • Shake hands firmly, but no “death grips!” • Remain standing until offered a seat. • Sit erect, not rigid, with your arms in your lap. • Avoid excessive note writing during the interview. • Use your voice and gestures to communicate enthusiasm. • Avoid being sidetracked from the topic at hand. • Avoid answering questions in a negative manner and maintain a pleasant demeanor. • Avoid talking ill of anyone, especially a past employer – always be positive! • When finished, shake hands again and thank them for their time and consideration. This is a good moment to ask when you might expect to be hearing from them again, or if they would prefer you to get back to them.
Some Questions To Prepare Beforehand: • How old is the company? • Where are its offices, stores, plants, facilities located? • What are its most successful products and/or services? • Who are its competitors? • What share of the market does it possess? • How has its growth within its industry been? • What is the industry’s outlook? • What sort of training programs does it provide? • If I am hired, what type of and/or size dept. would I likely be managing/supervising or working in? It is especially important that you practice being interviewed beforehand. This will help you frame your answers and rehearse your responses to difficult questions as well as ensuring you incorporate all the significant points you wish to make. Ask a friend or your spouse to help you. Record your practice interview if possible and afterwards critique it with your partner to improve your interviewing skills. Take note-taking materials to the interview and don’t be afraid to jot things down during the session, though don’t become so immersed in your note-taking that you ignore the interviewer!
Questions Often Asked By Interviewers: Prepare answers to the following questions (and any others you can think of) and practice answering them in a natural fashion, always pointing out the positive: • How would you describe yourself? • How would a friend describe you? • What are your greatest strengths and weaknesses? • What have you learned from your mistakes? • What major problems have you encountered? • How did you deal with them?
WINTER 2013 CAREERS & CONTINUING EDUCATION 11
For more articles specifically geared toward transitioning service members, visit http://content.taonline.com/ Transition-Guidance
• What motivates you? • What do you see yourself doing five years from now? • What are your goals for the next 10 years? • What are your long-range career objectives? • How do you plan to achieve your career objectives? • What rewards do you expect to achieve in your career? • What are your life goals? • Which is most important to you? Money, type of work, or time off? • What qualifications do you have to fill this position? • How do you determine success? • What do you think it takes to be successful in our company? • Why did you seek a position with this company? • What do you know about my company? • How can you immediately contribute to my company? • Why should I hire you? • What qualities should a manager possess? • What accomplishments have given you the greatest satisfaction? • What led you to select your career field? • Would you change your field if you could? • Do you have plans for additional education or training? • In what kind of a work environment are you most comfortable? • How well do you work under pressure? • How well do you work with other people? • Do you prefer to work alone or with others? • What size company would you prefer to work for? • What is your geographical preference?
• Can you relocate? • Are you willing to travel? • Are you willing to spend at least X amount of time as a trainee? • What type of community would you prefer to live in? • What (some number) things are most important to you in your job? • What did you like most/least about your last/current job? • What did you like most/least about your last/current employer? • How do you evaluate the companies that you’re interviewing with? Questions Asked of Interviewers: Fill lulls in the conversation and impress interviewers with well thought-out questions. After your research, decide on specific questions, and show that you are interested in the industry and company and that you have done some homework on them. Here are a few examples: • What is the employer’s management philosophy? • What is the company’s culture? • What is the nature/extent of their training program? • What is the level of supervision you will initially be given? • What will be expected of me as a new employee? • Are there any aspects of the job that are especially significant? • How does the company’s performance review and evaluation program work? • Will I be required to relocate? How often? Follow-Up Interviews: If the interviewer is interested in you, you will receive an invitation to visit the employer for a follow-up interview. Promptly acknowledge the offer of the follow-up interview in writing, noting any scheduling difficulties. You will meet more employees during the follow-up, but the interviews should be similar to the initial screening interview. But be prepared! Do even more in-depth research on the company. Plan to spend an entire day at the employer’s location. It’s a stressful situation in respect to being “under the microscope,” so eat and sleep well the night before. Eighty percent of those asked to a follow-up interview receive job offers. You may even receive an offer before leaving, so be prepared to decide on the spot or ask for some additional time. Or, it’s possible the offer may come a few days later. After the inter-
view, review your notes in case you have any followup questions for the employer. Immediately write post-interview “thank you” letters to all the people that you interviewed with. Rejections Are Learning Opportunities: Employers often cite the following as reasons for not considering a candidate: • Sloppy resume, letters, or application form. • Late for interview. • Poor personal appearance. • Lack of eye contact during interview. • Extreme nervousness, often characterized by talking too much. • Lack of confidence and poise. • Timid, introverted, non-assertive. • Lack of interest and enthusiasm, passive, or indifferent. • Failure to participate fully in the interview process. • Inability to express oneself, poor diction, poor grammar. • Lack of career planning, no goals or no objectives. • Over-emphasis on money, interested only in offer. Poor scholastic record. • Unwilling to start at bottom, expected too much, too soon. • Ill-mannered, uncourteous. • Overbearing, conceited, know-it-all-attitude. • Made excuses, evasive on unfavorable factors in record. • Asked no questions about the job. • Lack of knowledge about the employer. • Indefinite response to questions. • Questionable long-term potential for advancement. • Unwilling to relocate. If you get a letter of rejection, turn that rejection into a learning opportunity. Remember that the average job candidate contacts 40 potential employers to get one suitable offer of employment. This means a lot of rejection letters! Don’t get discouraged – consider each rejection as being one step closer to an offer. See if you can decide why you failed to receive an offer. If you’re not sure why you were rejected, contact the employer or interviewer who rejected you and ask them for help. Ask them why you were not given consideration. Was it due to your resume, letter(s), interview(s), skills, education qualifications, etc.? Ask them if they know of another employer who might be interested in you. Be very tactful! Tell them, you are calling to improve yourself and your job search abilities. You’ll be surprised at how helpful they may be.
12 CAREERS & CONTINUING EDUCATION WINTER 2013
KNOW YOUR BENEFITS
Get user savvy on your Montgomery, Post-9/11 G.I. Bill D
So what are the differences and how do you choose what’s right for you? Here’s an easy cheat sheet to the G.I. Bill to help you decide and kick your degree plan into high gear. The MGIB requires a minimum of two years of service and a $1,200 program enrollment fee. The program pays a flat rate nationwide and the rates are adjusted annually. Payments for the plan are sent directly to veterans. The Post-9/11 G.I. Bill is offered to active duty service members who have served after the attacks on the twin towers for a minimum of 90 days of
• Your full tuition & fees directly to the school for all public school in-state students. • A monthly housing allowance (MHA) based on the Basic Allowance for Housing for an E-5 with dependents at the location of the school. • An annual books & supplies stipend of $1,000 paid proportionately based on enrollment. • A one-time rural benefit payment for eligible individuals. Visit www.gibill.va.gov for more information.
are based on basic allowance for housing of an E5 with dependents. Full-time students will receive 100 percent, while part-time students will receive a prorated amount and the stipend will only be available when classes are in session.
emands for job applicants to attain a degree have drastically increased with recent changes in the economy. If you are getting out of the Navy because of force shaping initiatives like the Enlisted Retention Board (ERB) and Perform to Serve (PTS) programs, this can be a stressful time for not only you, but your family too. The military offers many programs to help aid in your transition. Some of the better known programs available are the Montgomery (MGIB) and Post-9/11 G.I. Bill. These programs are making it easier than ever to get in line with civilian counterparts, or help start a college fund for your dependents.
ELIGIBLE INDIVIDUALS WILL RECEIVE:
active duty or 30 continuous days for veterans discharged with a medical discharge. The bill pays 100 percent of in-state public school tuition and up to $17,500 private school tuition. MGIB active duty users with three or more yeas of service can expect a payment of $1,473, effective as of Oct. 1, 2011 and $1,158 per month with less than three years. In addition, the veteran has 10 years after separation to utilize it. MGIB can only be used for schools approved by the Department of Veterans Affairs(VA). For members seeking money to cover certification tests, the cost are covered up to $2,000 per test and you can take the certification test as many times as needed, although each submission for reimbursement reduces your entitlement benefit. Other benefits include a monthly stipend for both living expenses and books or supplies. Living expenses
Qualified active duty service members may also elect to transfer up to 36 months of their benefits to a spouse or child enrolled in the Defense Eligibility Enrollment System. Transfer of benefits requires members to have a minimum of six years of service and they must agree to serve an additional four years. The spouse may begin using the benefits immediately, while a dependent must wait until the member has served at least 10 years of active duty service.
Finally, as part of the Post 9/11 G.I. Bill, members are available to utilize the Yellow Ribbon Program, something that was not offered with the MGIB. The program covers contributions of up to half of the additional fees for members eligible for 100 percent. Interested service members can apply to use the Post-9/11 G.I. Bill at the Veteran’s Affairs website, https:// www. ebenefits.va.gov, or apply for transferability of benefits at www. dmdc.osd.mil/TEB/, however, they should ensure their service obligation is reflected in their Electronic Service Record at https://nsips.nmci. navy.mil.
POST★9/11 A NEW BILL FOR G.I. BILL A NEW CENTURY POST 9/11 G.I. VETERAN’S AFFAIRS WEBSITE BILL HTTPS://WWW.EBENEFITS.VA.GOV TRANSFERABILITY MILCONNECT WEBSITE OF BENEFITS HTTPS://WWW.DMDC.OSD.MIL/MILCONNECT ELECTRONIC ESR WEBSITE SERVICE RECORD HTTPS://NSIPS.NMCI.NAVY.MIL (ESR)
AFTER THE OFFER:
NEGOTIATING YOUR WAY TO A BETTER SALARY BRANDPOINT — Your job search has ďŹ nally paid off. After all the networking events, resume re-do’s and mock and real interviews, you ďŹ nally got an offer for the job you wanted. So now what? Do you just take it or do you dare negotiate? “You should always negotiate a higher salary,â€? said Vanessa Jackson, assistant director of career services at The Illinois Institute of Art – Chicago. “Hiring managers expect this so they do not offer the highest salary in their range.â€? Be polite. “Say, ‘Thank you very much for this opportunity. I am so excited to join your company.’ Then move into the
negotiation,â€? added Shannon Delecki, assistant director of career services at The Art Institute of Michigan. But before you ever get that offer, make sure you’ve done your research.“Know the average salaries for the position and for the market,â€? said Delecki. And this isn’t a time to be modest about your potential value to the company. “Tell the company why you are worth more than you are being offered. Show them how you will contribute to the company’s proďŹ ts and help their bottom line,â€? advised Delecki. How much should you ask for? Jackson
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recommends anywhere from $3,000 - $5,000 above the company’s offer. After thanking your future employer, you should say something like, “but I’m hoping to negotiate a salary closer to $XX.â€? There are times that companies may not be able to budge on the dollar amount. This could be an opportunity to negotiate other beneďŹ ts like vacation time. “Ask the company whether they can be more exible about vacation or PTO days,â€? said Delecki.
WINTER 2013 CAREERS & CONTINUING EDUCATION 13
And those extra beneďŹ ts don’t end there. Companies sometimes pick up the tab for day care, can offer ex time and even allow employees to work from home on certain days to defray commuting costs. “I’ve known people who negotiated immediate vesting in the company’s 401(k),â€? observed Jackson. She also stressed that the higher you are on the food chain, the more perks you’ll likely be able to negotiate. If you’ve just scored your ďŹ rst job, your new employer may not accommodate as many requests. And speaking of requests, make sure yours don’t sound like demands. If they do, you could negotiate your way right out of a job. The negotiation is a balancing act. You want a higher salary, but you have to remember that you’re looking to work with the person on the other end of the negotiation. So be gracious. “That’s why it’s important to say ‘thank you’ and ‘I was looking for a salary closer to,’â€? said Jackson.
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Stratford degree programs are designed to meet the educational needs of the Military ‡ Stratford has accelerated programs – 15 months for an A.A.S. degree, an additional 15 months for a B.S. degree and another 15 months for a M.S. degree. ‡ Flexible class schedules – Day, evening, and weekend classes ‡ Online degrees available in several programs ‡ Five entry points per year: January, March, May, August, October ‡ Career placement assistance ‡ Free tutoring available ‡ Veteran on staff for your assistance ‡ Stratford accepts transfer credits – Stratford University accepts transfer credit up to 75% for undergraduate and up to 50% for graduate degrees. Transfer credits are accepted from: AARTS, SMART, CCAF, ACE, DANTES, CLEP, other colleges and universities.
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14 CAREERS & CONTINUING EDUCATION WINTER 2013
Resources for veterans, compiled by Joining Forces
ONLINE Visit www.whitehouse.gov/ joiningforces/resources to learn more about these programs and to check out the Veterans Job Bank widget (pictured right).
WHITE HOUSE CREATED RESOURCES, PARTNERED WITH CHAMBER OF COMMERCE, PRIVATE SECTOR resident Obama believes that no veteran should have to fight for a job at home after they fight for our nation overseas. The president signed “The Vow to Hire Heroes Act of 2011,” a law that combines provisions of the veterans’ tax credits from the President’s American Jobs Act, Chairman Murray’s Hiring Heroes Act and Chairman Miller’s Veterans’ Opportunity to Work Act into a comprehensive package that will aggressively attack the unacceptably high rate of veteran’s unemployment. The Obama Administration has also created resources to help veterans translate their military skills for the civilian workforce, built new online tools to aid their search for jobs, and partnered with the Chamber of Commerce and the private sector to make it easier to connect our veterans with companies that want to hire them:
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The Veterans Job Bank connects unemployed veterans to job openings with companies that want to hire them. The Obama Administration partnered with leading job search companies to create a new, easy to use online service that enables employers to “tag” job postings for veterans. It launched with more than 500,000 job listings, a number that will continue growing as more companies tag the job postings on their own websites and add them to the Veterans Job Bank.
Hero 2 Hired (H2H) is a comprehensive employment program provided by the Department of Defense that offers everything a Reserve Component job seeker needs to find their next opportunity, including job listings, career exploration tools, education and training resources, virtual career fairs, a mobile app for IOS, Android and Windows phones, an innovative Facebook application and a variety of networking opportunities. H2H also provides vast recruiting opportunities for military-friendly employers.
The Veteran Gold Card provides Post-9/11 veterans with extra support as they transition out of the military. Once a veteran has downloaded the Veteran Gold Card, he or she can access six months of personalized case management, assessments and counseling at the roughly 3,000 One-Stop Career Centers located across the country.
My Next Move for Veterans is an easy-to-use online tool created by the Department of Labor that allows veterans to enter information about their experience and skills in the field, and match it with civilian careers that put that experience to use. The site also includes information about salaries, apprenticeships and other related education and training programs.
WINTER 2013 CAREERS & CONTINUING EDUCATION 15
The U.S. Chamber of Commerce is committed to Hiring Our Heroes, and are sponsoring 100 hiring fairs for veterans and military spouses in local communities across the country between March 2011-March 2012. They have also created strategic partnerships to deal with specific populations of veterans and their unique challenges in three other areas to include: a Wounded Warrior Transition Assistance Program, a Post-9/11 Student Veteran Internship and Employment Program, and a Women Veterans and Military Spouses Employment Program.
Veterans Recruiting Services connects employers and veterans through virtual career fairs. VRS offers services to assist veterans and their spouses as they transition to the civilian workforce, and helps employers find the right highly qualified, educated and well-trained veterans for their businesses.
The Military Spouse Employment Partnership www.msepjobs.com/ (MSEP) is a comprehensive web-enabled recruitment and career partnership solution connecting military spouses to employers seeking a 21st century workforce with the skills and attributes possessed by military spouses. MSEP provides a digital recruiting platform for vetted FORTUNE 500 PLUS employers who have committed to identifying and promoting career employment opportunities for military spouses, posting job openings on the MSEP web portal and to offering transferable, portable careers to relocating military spouse employees.
VetSuccess.gov provides comprehensive transition and employment resources for veterans, service members and their families. VetSuccess.gov serves as a virtual employment resource center where veterans can browse job listings, post resumes and apply for positions online. VetSuccess.gov also provides links to over eight million jobs on the VetCentral site.
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M.C. Dean Inc. is an electrical engineering, systems integration and technology firm. Founded in 1949, M.C. Dean provides design-buildoperate-maintain services for complex, mission-critical systems and facilities. With more than 3,500 employees in over 30 offices worldwide, we are looking for talented, passionate people to build their careers with us. Visit www.mcdean.com to learn more about M.C. Dean and possible career opportunities.
16 CAREERS & CONTINUING EDUCATION WINTER 2013
SEARCHING FOR A CAREER IN THE DIGITAL AGE
Six ways to use social media in your job search BRANDPOINT — Resume? Check. Cover letter? Check. Now you’re ready to begin that job search, right? Wrong. There may be some very important things you’re forgetting about that could dramatically enhance your job search. Nowadays, job searches involve much more than simply submitting hundreds of resumes and cover letters. “Today’s job search requires a strategy that uses social media as well as traditional vehicles,� said Wendy Wagner, career services di-
rector for The Art Institute of Fort Lauderdale. According to a 2012 Jobvite survey, 92 percent of U.S. companies use social networks to ďŹ nd talent, with LinkedIn the most popular. “Make sure you have a social media strategy to augment traditional methods, such as face-to-face networking and informational interviews,â€? said Lyndsay Cooper, career services director for The Art Institute of TennesseeNashville, a branch of The Art Institute of Atlanta.
GET THE TRAINING YOU NEED IN ONE OF THE FOLLOWING CAREER FIELDS
Wagner and Cooper offer the following tips to give yourself an edge in your job search. • Brand consistency. Make sure your proďŹ le is professional and reects the job you’re looking for across all social media platforms. Ensure your privacy settings are secure (especially on Facebook). On LinkedIn, make sure your proďŹ le is complete including skills and recommendations. On Twitter, link to your website, blog or online resume. And don’t forget Pinterest, YouTube, Google+ and Foursquare.
• Know your audience. Your audience in Facebook is different from your audience in Twitter or LinkedIn. Make sure your updates reect that. On LinkedIn, share articles and blogs on industry-related topics. On Facebook, post more personal (but not too detailed) updates to remind your friends that you’re in the job market. • Be proactive. Use social media to connect with recruiters, employers and employees of companies you’d like to work for. Join – and
THANK YOU FOR YOUR SERVICE.
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Bryant & Stratton College offers you and your family a personal, career-focused education wherever you’re stationed. • Approved for veterans training. • Convenient day, evening, weekend and online classes. • “Salute To Spousesâ€?Scholarships at select campuses. • Career advisement can help you find a position when you graduate. • Servicemember Opportunity Consortium (SOC) College.
WE OFFER: Hands-on Training, Graduate Employment Assistance, Day & Evening Classes and Financial Aid if Qualified. Approved for VA/TA. Certified to operate by SCHEV
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Bryant & Stratton College Personal Education. Lifetime Success.ÂŽ Since 1854 For more information about our graduation rates, the median debt of students who completed the programs, and other important information, please visit our website at www.bryantstratton.edu/disclosures.
WINTER 2013 CAREERS & CONTINUING EDUCATION 17
participate in – organizations, groups and blogs in your industry or alumni groups. Become an industry expert or thought leader. • Research. Use social media to create your target list of companies, then research those companies and their employees. Use hashtags on Twitter to find jobs. For example, if you are interested in fashion, search #fashionjobs. Sites like Technorati or Twellow let you search people’s bios and the URL’s in their bios – you can easily find, follow and engage key employees of those companies so they get to know you before you approach them for a job. Prepare for a job interview by using social media to research the interviewer and find common topics to break the ice. • Network online. Expand your network and engage others with similar interests by posting, sharing/forwarding, tweeting and retweeting relevant articles and blogs. This raises your online profile and encourages others to do the
same for you. Twitter works well for this. • Know your online profile. Google yourself and make sure what you see is what you want it to be. Go to Klout. com so you can see your “klout” score, which reports how influential and engaged you are across platforms. Another great site is wefollow.com, a Twitter directory organized by shared interests or categories. Users can add themselves to the categories that best fit their interests.
MAKE SURE IT’S COMPLETE WITH YOUR SKILLS AND RECOMMENDATIONS!
Today, employers use LinkedIn, Twitter, Facebook and other social media to identify, recruit and check out new employees. The Internet has helped level the job search playing field by offering access to resources that enable you to identify and prepare for career opportunities. But it’s also offered employers access to more talented job candidates.
ENSURE YOUR PRIVACY SETTINGS ARE SECURE!
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LINK TO YOUR WEBSITE, BLOG, OR RESUME!
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18 CAREERS & CONTINUING EDUCATION WINTER 2013
CAREER OPTIONS
WHERE THE TECH JOBS of our students are ARE: IN THE ‘CLOUDS’
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TCC IS BEHIND THEM 100%. THE CENTER FOR MILITARY AND VETERANS EDUCATION AT TCC Whether you’re studying on campus, on base or online, militaryrelated students enjoy customized educational and career planning services at TCC. Trust the expert advisors at TCC’s Center for Military and Veterans Education to help you take command of your education and career, and go from here...to anywhere. The CMVE serves active duty, reserve, National Guard and Coast Guard service members, veterans and their families on all TCC campuses and around the globe. •
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BRANDPOINT — The sky is the limit for cloud computing as it continues to drive job growth – garnering interest from Main Street, Wall Street, corporations and governments. A 2012 Microsoft-commissioned report by the International Data Corporation (IDC) indicated that spending on cloud services will generate nearly 14 million jobs worldwide by 2015. In the past decade, cloud computing pioneers, such as Amazon, Salesforce, Google and Apple, have developed comprehensive cloud services, platforms and applications. Now, traditional businesses of all kinds – even those that don’t operate in the technology space – are incorporating cloud services more frequently, laying the groundwork for cloud-related career paths that are rich with opportunity and growth. In fact, a related study from the Sand Hill Group suggests that cloud computing – driven by the 21st century surge in mobile computing, social networking and big data – may generate more job growth in the coming years than the Internet itself did during the 90s. Cloud computing provides the means through which technology-based services – from computing power and infrastructure to applications, processes and collaboration – can be immediately accessed by users through the Internet, or the “cloud.” This instant access can result in greater flexibility, reduced environmental impact, lowered costs and tightened security for businesses. Due to heightened demand for these benefits, business intelligence company WANTED Analytics reports more than 12,000 cloud-related jobs – from software engineers and software developers to cloud architects and security
specialists – were advertised online in April of 2012. That represents an increase of 50 percent from the previous year and more than 275 percent since April of 2010. As the nature of information technology continues to evolve, requiring its workforce to obtain cloud-based knowledge, understanding and technical skills, some higher education providers have launched degree programs that align with cloud-related fields. DeVry University, for example, offers bachelor’s degree programs in computer information systems and network and communications management, as well as a master’s degree program in network and communications management. Each program provides students with the skills and knowledge needed to implement software solutions for major corporations, not-for-profit organizations and government agencies that can also be used in cloud-related applications. “As cloud providers grow the scale of their service offerings, and more businesses embrace and capitalize on them, there will be increasing demand for professionals who possess cloud computing skills,” said Thomas Bieser, a solution architect for HP and graduate of DeVry University’s bachelor’s degree program in computer information systems. Hiring managers seeking to fill cloud computing and related positions desire candidates with problem solving skills, an eye for security concerns and good communication skills for working with professional teams or clients. Job seekers with these attributes and an applicable educational background may find career success in cloud computing.
WINTER 2013 CAREERS & CONTINUING EDUCATION 19
DEGREE OPTIONS
Three-year degree programs shorten the path to rewarding careers BRANDPOINT — Three-year bachelor’s degree programs are gaining popularity as many students look for ways to enter the workforce faster. Though these programs are common in Europe and Canada, condensed programs are now attracting greater interest in the United States as students and education providers realize the unique beneďŹ ts. Students might identify three-year options as a swifter path to earning a bachelor’s degree, particularly as the value of a college education rises in the current marketplace. The median family income for those with a bachelor’s degree or higher was $99,716, compared with $48,332 for those with only a high school diploma, according to “Trends in College Pricing 2011â€? – a report detailing ďŹ ndings from the College Board’s Annual Survey of Colleges. Some leaders in higher education are exploring three-year degree programs as a solution to growing workforce issues. Many professional ďŹ elds are growing faster than students can acquire the necessary education to ďŹ ll the positions, and three-year degree programs reduce the time it takes for candidates to graduate and enter the job market. The healthcare industry, for example, is grappling with a nationwide shortage of workers in several disciplines, such as healthcare information technicians and clinical laboratory technicians, which U.S. News and World Report listed among its “25 Best Jobs in 2012.â€? Three-year bachelor’s degree
programs are available for prospective students looking to enter both ďŹ elds. Perhaps one of the most widely acknowledged healthcare worker shortages is registered nurses (RNs). More than half of the RN workforce is close to retirement, according to the American Nurses Association. This issue is to become more acute as the industry responds to the patient needs of a growing population of aging baby boomers and the demands of a changing healthcare environment. Threeyear degree programs allow graduates to ďŹ ll these in demand roles and launch a career in nursing before their peers in traditional four-year programs. “As a Bachelor of Science in Nursing [BSN] degree becomes the standard requirement for many entry-level nursing positions, a three-year degree program is an efďŹ cient route to a desired career,â€? said Patrick Robinson, dean of undergraduate curriculum and instruction at Chamberlain College of Nursing. “A shorter program can be more intense with the same curriculum standards as typical four-year degree programs. However, for motivated, organized students, the professional reward can be worth the hard work.â€? Chamberlain offers a BSN degree program that enables students to earn their degree in as few as three years of year-round study, instead of the typical four years with summers off. Mary Flemister, a June 2012 graduate of Chamberlain’s program, is currently employed as a nurse at a family practice in Virginia.
“It was important to me to ďŹ nd a program that balanced expediency with diversiďŹ ed classroom and clinical experience – Chamberlain’s year-round structure was ideal,â€? she said. “I had transfer credits so I was able to earn my BSN degree in only two years – the same length of an associate degree program. However, I am more competitive in the job market because I earned a bachelor’s degree.â€?
Recent industry data illustrates that demand is mounting for degree programs with this structure. According to the American Association of Colleges of Nursing, the number of three-year BSN degree programs increased from 31 to 230 between 1990 and 2010. This trend is expected to continue as factors contributing to the national nursing shortage escalate, and the industry necessitates BSN degrees.
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20 CAREERS & CONTINUING EDUCATION WINTER 2013
ith recent downsizing in the Navy and Air Force, many service members are being faced with the reality of leaving the Armed Forces. In an effort to combat this, the Army is helping service members continue to serve their countries without a break in service time.
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According to the GoArmy website (www.goarmy.com), the Blue-toGreen Program was established to help good Sailors and Airmen to continue serving their country after being told they don’t “make the cut.” “During this period of ‘right sizing’ the Air Force and Navy, the Army recognized the need for our Armed Forces to retain highly qualified men and women in our ranks. Operation Blueto-Green will allow you to continue to serve your country, to maintain the benefits the military service and to expand your horizons by gaining new training and try new things.” The program was established in 2004 after an announcement from the Air Force and Navy that stated a plan to cut troops by nearly 24,000 members between the two services.
The first phase of the training is the Red Phase, “the Army makes sure every recruit is physically and mentally prepared to start basic training. Upon determining this, recruits are given a haircut, issued Army uniforms and are ready to start training,” said Sergeant Star, the Army’s automated help system for the Blueto-Green Program. The second phase is the White Phase, “recruits go through marksmanship and combat training to learn to rappel at the Warrior Tower. This training teaches vital Soldier skills and instills them with more confidence,” said Star. The third phase is the Blue Phase, “after becoming familiar with the use of automatic weapons and hand grenades in U.S. Weapons training, recruits put their training to the test as they negotiate the night infiltration course,” said Star. After passing all three phases and all challenges, the recruits are gathered for the Rites of Passage, also known as graduation.
When the program began, the Army was working to formulate a fourweek course for service members who were utilizing the Blue-to-Green Program, although with the numbers of transfers dropping from 186 Sailors in 2006 to just 43 Sailors in 2010, the Army has removed the training, stating it is no longer feasible to offer the shorter course.
According to the GoArmy website, “Basic Combat Training has pushed the recruits’ mind and bodies to new limits, giving them a deeper respect for themselves and those around them. Now, the time has come to celebrate their efforts and strengths they’ve gained. This is the day that their families and friends gather to watch them transition from citizens to Soldiers.”
Service members, other than Marines, will now be required to complete the full 10-week Basic Combat Training (BCT), which consists of three phases.
Even before going to the BCT, there are many requirements that a service member must meet in order to be considered a good candidate for the program.
The Army has established that Sailors and Airman must be within three months of their discharge dates, unless authorized an early out by their commanding officer. Marines and Coast Guard must fulfill their service obligations. “In order to enlist for both active duty and the Army Reserve, you must be within your window to transfer, a U.S. citizen or permanent resident alien, have a high school diploma, be 17 to 35 years old, be healthy and in good physical condition,” said Star. Candidates must be physically fit and able to pass the Army Physical Readiness Test, which includes a 60-yard shuttle run, one-minute rower, standing long-jump, one-min-
ute push-ups and a one and a half mile run according to armyprt.com, a site established to list physical requirements of Army Soldiers. “They must also be in good moral standing and be singled or married with no more than two children under the age of 18. Some jobs may have additional requirements. You should contact your local recruiter to get started,” said Star. Taking the step out of the blue and into an “Army of One” can have may perks including: higher advancement rates, possible enlistment bonus for some jobs and more relaxed high-year-tenure allowing E-5’s to stay active duty for 20 years, six years longer than the Navy allows.
WORK FOR THE CIA Your prior military service could qualify you to continue to serve your ur nation at the Central Intelligence Agency (CIA). Opportunities for qualified applicants are available in the U.S. and abroad. If you join the CIA, your military service could affect the benefits you earn as a federal employee. The e following information offers a concise description of what to expect in terms of benefits when transitioning from the military to a career at CIA. The CIA is an independent U.S. government agency responsible for providing national security intelligence to senior U.S. policymakers.
ONLINE Visit www.cia. gov/careers/ militarytransition.html to learn more about how your military service can translate to a career in the CIA.
WINTER 2013 CAREERS & CONTINUING EDUCATION 21
VETERANS GROWING AS ENTREPRENEURS BRANDPOINT — Veterans returning home face many challenges that weren’t present when they were serving in the Armed Forces. Between adapting to civilian life, reacquainting with family and friends, and finding employment, the adjustment can be a difficult process. Unemployment numbers for veterans are dropping, but returning service members often struggle to compete for jobs due to lack of education, lack of experience, or in some cases, the stigma of returning from overseas with post-traumatic stress disorder (PTSD). This is why programs like Sprigster’s Boost a Hero crowdfunding for military veterans and spouses are developed to help alleviate some of these career obstacles, like raising funds for entrepreneurial dreams. Crowdfunding provides an opportunity where friends, family and strangers can donate funds to support a cause online. The need is great. Nearly one in
10 small businesses are veteran-owned, the U.S. Small Business Administration reports. Tom Perez used Boost a Hero to raise money to open a Meineke Car Care Center in Pensacola, Fla. He is a 10-year veteran of the U.S. Navy, where he served as a police officer and also earned a business degree. He currently employs four veterans in his shop and will be looking to hire more as his business grows. Perez decided to pursue owning his own business after he had applied and been rejected for 100 jobs – even with his 10 years of experience in the Navy. Then, he approached Meineke Car Care Centers. Meineke’s Franchise Development team worked closely with him to get his business established. Between a discounted franchise fee and a low interest rate loan, Perez was close to having the money needed to start his business. Boost a Hero helped him raise the additional $10,000
he needed and his shop opened in May. Now, Perez works closely with his customers and employees in finding the right service for them, their car and their budget. His shop was named one of the Top-5 finalists in the national “Hiring Our Heroes” Award for Small Business Veteran and Military Spouse Employment by the U.S. Chamber of Commerce. The award cited Perez for addressing the challenges faced by veterans in finding employment and transitioning from military to civilian life. “Veterans like Tom have served our country – giving so much of themselves in the process,” said John Vitagliano, vice president of marketing for Meineke Car Care Centers. “Offering career opportunities to veterans interested in entrepreneurship is a way of giving back – and crowdfunding opportunities like Boost a Hero provide veterans with the financial means to help make their entrepreneurial dreams come true.”
ONLINE Sprigster is the dedicated crowdfunding platform for the franchise industry. Boost A Hero brings crowdfunding to benefit military veterans starting small businesses. For more information, visit www. sprigster.com.
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22 CAREERS & CONTINUING EDUCATION WINTER 2013
TOP COMMUNITIES PROVIDING SUPPORT FOR RETURNING VETERANS
BRANDPOINT — When veterans return home from serving overseas, the support found in family, friends and the community can make a huge difference for a smooth transition. Pittsburgh ranks as the top place in the nation for veterans to transition from combat boots to civilian shoes, according to a study commissioned by USAA and Military.com. The “Best Places for Veterans” list identifies U.S. metro areas that offer America’s most recent veterans more opportunities to find a job or go to college while providing a higher quality of life in an affordable location. Here is the entire top 10 list: 1. Pittsburgh, Pa. 2. Phoenix, Ariz. 3. Dallas, Texas 4. Cleveland, Ohio 5. Atlanta, Ga. 6. Warren, Mich. 7. Ann Arbor, Mich. 8. Cincinnati, Ohio 9. Columbus, Ohio 10. St. Louis, Mo, “Today’s veterans are battling a highly competitive job market and need to proactively plan for life after the military,” said Scott Halliwell, certified financial planner at USAA. “This study allows us to help recent and soon-to-be veterans identify preferred locations throughout the U.S. where they can launch a civilian career and use the G.I. Bill to further their education.” “The millions of young veterans who have already entered the workforce and the many more who will join them in the coming years have the opportunity to use the discipline and determination they’ve acquired in the Armed Forces to make a significant impact in their workplaces and communities,” said Ward Carroll, editor of Military. com. “‘Best Places for Veterans’ was commissioned to help equip this remarkable group with tools for a successful transition.”
USAA, a leading financial services provider focused on serving the military and their families, and Military.com, the largest military and veteran membership organization, commissioned Sperling’s BestPlaces to develop the list. Researchers reviewed variables for 379 major U.S. metropolitan areas, including: • Employment opportunities and sectors that align with military skills sets such as defense, engineering, medical services and aviation, as well as the overall jobs climate based on unemployment rate and recent job growth. • Presence of colleges/universities, as well as quality of local primary schools. • General quality of life and pocketbook issues such as affordability, crime rate, taxes and recreation opportunities. Each of the variables was weighted based on what recent and soon-to-be veterans said was important to them, and each metro area was then ranked based on its total points for all variables. Metro areas with the following attributes were excluded from the list: unemployment rate more than one percent above the national average, median cost of living greater than the national average and total crime rate more than 25 percent above the national average. USAA and Military.com also commissioned a list of the top metro areas in each state to provide service members with more choices. Veterans and soon-to-be veterans also have the opportunity to create a personalized list with the new “Best Places for Veterans” calculator by identifying which criteria is most important in their military-to-civilian transition. To see the entire list of best places and access the best places for veterans calculator, visit usaa.com/bestplaces.
WINTER 2013 CAREERS & CONTINUING EDUCATION 23
How to make moving easier for military families BRANDPOINT — Military families frequently relocate from base to base all over the United States. Even though these moves aren’t unusual, they can cause some stress for all members of the family, especially if the relocation happens without a lot of warning. Permanent Change of Station (PCS) and Personally Procured Moves (PPM) come with military assistance to help service members and their families make the transition. Families can also take advantage of the do-it-yourself (DITY) option offered by the military, which could make the overall transition much smoother. No matter how quickly the move happens, or what kind of moving assistance your family requests, here are some moving tips from Penske Truck Rental to keep in mind to help keep everything in order. Planning – PCS notifications can come without a lot of warning, or families may know about a potential move far in advance. For both instances, getting a plan in place is a good start. Gather important information into one folder, containing phone numbers, contact names, dates, receipts and checklists in this folder so you can easily track everything about your move. For some
planning tools that focus specifically help with weight certificaon military moves, visit the U.S. De- tions, Penske offers a Certified Public Scale locator tool online partment of Defense website. to help DITY movers in finding Moving – Many families choose the weigh stations. DITY option because it gives them more control over the move and Contact info – File a they can also potentially make some change of address form money in the process. The military at your local post office provides an allotted cost for moving, so mail can be forwardand if you can come under that cost ed. Also make certain through your own planning, the mili- your new information is tary will pay you the difference. For updated with your specific example, Penske Truck Rental offers branch of military. water and electricity will be available active military personnel a 20 percent discount for every truck rental, Explore – Get to know your new neigh- when it’s needed. and will price-match any competi- borhood, both on and off-base. If you tive offers on one-way truck rentals have children, explore the schools and When in the military, a move is pracas well. Visit www.DITYmove.com to the after school activities available. tically inevitable, but the process can Learn a bit about the city’s history and be much less stressful on both emolearn more. gather information on the services the tions and finances with a little organiWeights – Military rules require ser- city offers so that on moving day, your zation and planning from the get-go. vice members to certify the weight of the rental vehicle when empty and after it’s fully loaded. Weight limit reimbursements are set depending on a service member’s rank and depenWe are a virtual services company specializing in utilizing the skills, energies and talents of our dents, but the traditional weights are The Veteran and Military Spouse Workforce Military Veterans and their families. estimated at 1,000 pounds per room, Network excluding bathrooms and storage ar100% USA-based, consisting of Military eas. Then add in the estimated weight Veterans,their spouses, wounded of large appliances, garage items and warriors and other qualified individuals items in storage. Compare this numwho work remotely (telecommuting) or on/near premises. ber to what is allowed and determine Join our Job Seeker Portal for FREE today! if you can reduce the load in any way 757.373.6517 www.MobileAmerica.us to avoid paying overweight costs. To
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