2. Presented By: The Value of Hiring and Retaining Veterans October 16, 2012 Dennis Davis, Chief Translation Officer, Metafrazo

3. Presented By: Elevating workforce performance through sustainable veteran employment initiatives Dennis Davis, Chief Translation Officer, Metafrazo

4. Agenda Opening Remarks and Introduction Group Discussion – Veteran Stereotypes Military Demographics Value of Hiring Veterans

5. Introductions Dennis Davis, Chief Translation Officer, Metafrazo -13 th year of service, enlisted and officer -Over a decade of private sector hiring experience -College athlete, BA – Bethel University, MBA – University of Phoenix -Deployed twice in support of OIF/OEF (Dover Mortuary and Afghanistan) -2006 AF Reserve Command Company Grade Officer of the Year in my career field

6. Who fits your hiring profile? Candidate 1 22-24 years old 4 year degree Degree in your industry, little/no exp 1+ year of work exp (any industry) Candidate 2 22-24 years old No degree, 30+ credits toward AA 4+ years of work exp, none in your industry

7. Who fits your hiring profile? Candidate 1 26-28 years old 4 year degree Possible Masters, if so less work exp Degree in your industry 2-3 year of work exp (your industry) Candidate 2 26-28 years old 4 year degree Possible Masters, worked through school 4+ years of work exp, none in your industry

8. Group Discussion – Veteran Stereotypes Rules of Engagement Facilitated discussion – there are no right or wrong answers Non-attributional environment – it stays here Take the high road – agree to disagree Ask questions – provoke thoughtful discussion

9. Discussion Questions What are the general stereotypes people have about veterans?

10. Discussion Questions What are the general stereotypes people have about veterans? Are there challenges in hiring veterans?

11. Discussion Questions What are the general stereotypes people have about veterans? Are there challenges in hiring veterans? Are there benefits of hiring veterans?

12. Discussion Questions What are the general stereotypes people have about veterans? Are there challenges in hiring veterans? Are there benefits of hiring veterans? What transferable skills (if any) do you see veterans bringing to the workforce?

13. Discussion Questions What are the general stereotypes people have about veterans? Are there challenges in hiring veterans? Are there benefits of hiring veterans? What transferable skills (if any) do you see veterans bringing to the workforce? Is there a tangible ROI which comes with hiring a veteran?

14. Discussion Questions What are the general stereotypes people have about veterans? Are there challenges in hiring veterans? Are there benefits of hiring veterans? What transferable skills (if any) do you see veterans bringing to the workforce? Is there a tangible ROI which comes with hiring a veteran? Does your organization have a strategic plan for hiring veterans?

15. Discussion Questions What are the general stereotypes people have about veterans? Are there challenges in hiring veterans? Are there benefits of hiring veterans? What transferable skills (if any) do you see veterans bringing to the workforce? Is there a tangible ROI which comes with hiring a veteran? Does your organization have a strategic plan for hiring veterans? Will your organization take advantage of federal tax credits for hiring veterans?

16. Demographics Discussion

17. Demographics 175,000 annual separations from service Proposed budget cuts equate to 100,000 fewer serving over 5 years, in addition to annual separations, these are permanent job cuts Fall 2011 – MN vet unemployment rate 22.9% US rate 11.5% Spring 2011, 2 pts over non veteran rate Reserve component carries heavier burden than ever before, creates hesitant employers in private sector

18. Demographics 2.6 million active duty and ready reserve service members -Approximately 16% female -40.8% of active duty is diverse (minority), 33.6% of reserves -82.8% of active duty officers have a Bachelor’s degree or higher -5% of active duty enlisted have a Bachelor’s degree or higher -84.5% of reserve officers have a Bachelor’s degree or higher -8% of reserve enlisted have a Bachelor’s degree or higher -Majority of military training will get a member 2/3rds of the way or more to an associates degree

19. Value of Hiring Veterans Core Values – Integrity The soundness of one’s character – Courage Fearless, brave, intrepid boldness – Leadership To guide, direct or inspire the actions of others – Vision Vivid anticipation of what may be – Excellence To serve with merit, distinction, virtue

20. Value of Hiring Veterans Teamwork http://memorialriflesquad.org/videos.html

21. Value of Hiring Veterans Teamwork Accelerated learning curve – Don’t know job before they go in the service

22. Value of Hiring Veterans Teamwork Accelerated learning curve – Don’t know job before they go in the service – Cultural aspects of job

23. Value of Hiring Veterans Teamwork Accelerated learning curve – Don’t know job before they go in the service – Cultural aspects of job – Fog of war

24. Value of Hiring Veterans Teamwork Accelerated learning curve Diversity in Action – Military demographics

25. Value of Hiring Veterans Teamwork Accelerated learning curve Diversity in Action – Military demographics – Deployment experience/cultural sensitivity

26. Value of Hiring Veterans Teamwork Accelerated learning curve Diversity in Action – Military demographics – Deployment experience/cultural sensitivity – Communication skills

27. Value of Hiring Veterans Teamwork Accelerated learning curve Diversity in Action Discipline/Conscious of health and safety standards

28. Value of Hiring Veterans Teamwork Accelerated learning curve Diversity in Action Discipline/Conscious of health and safety standards Performance under pressure, triumph over adversity

29. Value of Hiring Veterans Teamwork Accelerated learning curve Diversity in Action Discipline/Conscious of health and safety standards Performance under pressure, triumph over adversity Technologically adept

30. Veteran Hiring – The “Basics”

31. Who fits your hiring profile? Candidate 1 22-24 years old 4 year degree Degree in your industry, little/no exp 1+ year of work exp (any industry) Candidate 2 22-24 years old No degree, 30+ credits toward AA 4+ years of work exp, none in your industry

32. Who fits your hiring profile? Candidate 1 26-28 years old 4 year degree Possible Masters, if so less work exp Degree in your industry 2-3 year of work exp (your industry) Candidate 2 26-28 years old 4 year degree Possible Masters, worked through school 4+ years of work exp, none in your industry

33. Not Your Average Joe: Profiles of Military Core Values and why They Matter in the Private Sector ___________________________________________________________________________ www.indiegogo.com/nyaj

34. Questions?