©SHRM D Workforce Readiness CLA Nancy Conway Field Services Director, SHRM Bhavna Dave, PHR Director of Talent SHRM member since 2005

©SHRM 2014 Community-Based Solutions to Source, Hire, Engage and Support Military Talent 2 The Premise For Engagement –State Councils –Affiliate Chapters –Local, State and National Objectives –SHAPING the future of veteran talent & employment

©SHRM 2014 Current Issues 3 Veteran Unemployment Rates – Sourcing Information Sourcing the Talent Bridging the Gaps - Uncovering Silos Taking the Lead Collaborations and Building Pipelines Making It Happen Getting In SHAPE Being A Part of Something Bigger – Wave Across America

©SHRM 2014 Veteran Unemployment Rates - Sourcing Information 4 National – U.S. Bureau of Labor Statistics – The U.S. Congress Joint Economic Committee – Veterans Day 2014: An Update on Employment Prospects for Returning Veterans 02b80637a b80637a369 The U.S. Congress Joint Economic Committee - State- by-State Snapshots - October 2014: includes jobs and unemployment data through September State Workforce Commissions - Boards

©SHRM 2014 Sourcing the Talent - Networking 5 Military Bases and Installations – Army, Navy, Air Force, Marines, Guard, Reserves, Coast Guard Community Based Warrior & Family Transition Centers - Wounded Warriors Project State Workforce Commissions – Boards State Veterans Commission Workforce Investment Boards –One-Stop Centers Army Career and Alumni Program (ACAP) Centers Marine Transition Assistance Management Program (TAMP) Employer Support for the Guard and Reserve (ESGR) – Representative in Every State VFW - American Legion Posts U.S. Department of Labor – U.S. Veterans Affairs Military One Source VETS Eagle State and Local Non-profit and For-profit Support Centers Local community groups with a veteran focus Colleges and Universities – Veteran Enrollment and Career Representatives Job Websites – Military.com, vetjobs.com, hireveterans.com, militaryhire.com The White House -

©SHRM 2014 Bridging The Gaps 6 There are Silos of Services vs. Collaborative Efforts There are significant gaps between the military branches and many US Employers concerning workforce readiness assessment, skill definition, job requirement relevancy, and the use of a common language to communicate and bridge relevant job qualifications. These gaps create veteran talent and civilian employment issues

©SHRM 2014 Getting Out of Overwhelm – Step By Step 7 Examine potential areas to make a difference Define and access available resources Look for potential partnerships Start your Business Planning Process - Vision, Strategic Goals, Operational Goals Research available resources - CLA’s collaborating for a mutual purpose to increase community presence and credibility as business leaders Begin laying out a plan, write it down and share it for

©SHRM 2014 Taking The Lead 8 Do an environmental scan to determine needs Bring community stakeholders together to discuss gaps and immediate needs related to sourcing, hiring and engaging veteran talent Develop and finalize your business case and strategy plan to address the issues Set goals, objectives, and key initiatives to address the issues and desired outcomes Develop and execute a strategically aligned tactical plan to accomplish goals, objectives and key initiatives Establish key measures and metrics to assess progress and overall results Communicate progress and periodically report findings and results to keep stakeholders engaged and apprised

©SHRM 2014 Building The Pipeline 9 Seek assistance and build collaborative partnerships with key stakeholders to develop, deploy and execute your plan –Rotary and Lions Clubs –Business Associations / Better Business Bureaus –Chambers of Commerce –Workforce Boards –Key Stakeholders - Offering Job and Career Fairs for Veterans –State ESGR Offices and Volunteers –Educational Institutions – Career Centers –U.S. Veterans Chamber of Commerce –Local and State-wide Organizations Focused on Veteran Talent and Assistance –Federal, State and Local Governmental Agencies – Veterans and Workforce Commissions, DOL, Veterans Affairs, Etc. –Stand Down and Yellow Ribbon Events –State and Local Military Leaders and Organizations – VFW / American Legion

©SHRM 2014 Making It Happen 10 Host a Summit, Symposium or Conference for Legislators, Community Services & Resources and Employers to Understand and Connect with the Talent Workshops delivered in collaboration with Workforce Investment Boards Creating understanding, awareness of the issues, benefits Include all potential industries (healthcare, manufacturing, Etc) Community Colleges, Universities, Private schools, Understanding PTS Translating Military Occupational Skills to Civilian Jobs Teach How to Interview Panel of local Employers that successfully hire veterans share their best practices Partnering with US Chamber of Commerce Hiring Our Heroes Job Fairs Engagement On-Boarding Mentoring / Coaching Engaging Affinity & Resource Groups

©SHRM 2014 Getting In SHAPE 11 ‒ Sourcing the Talent ‒ Bridging the Gaps ‒ Getting Out of Overwhelm ‒ Taking the Lead ‒ Creating a Pipeline of Collaborative Partners ‒ Making It Happen ‒ Measure Progress and Results ‒ Report on Success – SHAPE and Pinnacle Award

©SHRM 2014 Being A Part of Something Bigger 12 Making an impact doing what you do well, while being a part of something bigger that moves the needle … Creates opportunities to: Be strategic and make a difference Be a community leader and business partner Be a c hange agent and collaborator Become educated through participation Advance the HR profession through action Be an advocate for military veterans SHAPE the future of veteran talent and employment in your community Join the Wave Across America

©SHRM ©SHRM Questions?

©SHRM ©SHRM 2014 Best Practice Sharing Bruce Elliot Manager, Compensation & Benefits SHRM member since 2011

©SHRM Name Chapter State

©SHRM 2014 Keep Connecting! 16 Log onto the SHRM website (ID & last name) Select “Communities” Select “SHRM Connect” Search for “Workforce” Join the “Workforce Readiness & Development group” Starting connecting

©SHRM Workforce Readiness Schedule 17 February 13 May 7 August 20 November 12

©SHRM Nancy Conway, SPHR Field Services Director North Central Region IA, MN, ND, NE, SD, WI

©SHRM ©SHRM 2014 Sherrill A. Curtis, SPHR Principal and Creative Director Curtis Consulting Group, LLC

©SHRM ©SHRM 2014 Bob Cartwright, SPHR President / CEO Intelligent Compensation LLC Pflugerville, Texas

©SHRM 2014 (Please note that these slides are copyrighted material and may only be distributed to an audience at a SHRM speaker presentation. Further distribution is not allowed, except with permission by SHRM.) 21