1. Wounded Warrior Hiring and Support 1 Approved for Public Release; Distribution is unlimited Gretchen Lizza National Director Career Learning and Employment Centers

2. Why Hire Wounded Warriors? Total Force replenishment Benefit the federal service Reduce unemployment levels of Wounded Warriors Ease of hiring process Achieve hiring goals for persons with disabilities 2 Approved for Public Release; Distribution is unlimited “Thank you [NAVSEA Wounded Warrior Team] for blowing through expectations, for setting the bar for the rest of America, and for doing the heavy-lifting of true patriotism.” – Hon. Juan Garcia, ASN M&RA

3. Wounded Warrior Program Accomplishments Stood up NAVSEA Hiring and Support Program Held multi-agency conference on supporting and hiring Wounded Warriors Signed Memoranda of Agreement with Army and Marine Corps Expanded Career Learning and Employment Centers to Norfolk, San Diego, and Indianapolis Expanded Career Training Pipelines for Wounded Warriors in Hospitals (Vital Program) 3 Approved for Public Release; Distribution is unlimited

4. Memoranda of Agreement Army WTC and Marine Corps WWR WTC and MCWWR operate nationally to support and place Wounded Warriors. The national footprint of NAVSEA offers many opportunities in many locations. Great synergy as these organizations try to match supply and demand. Other Navy Commands are partnering with NAVSEA. 4 Walter Reed Hospital January 13, 2010 Warrior Games in Colorado Springs, CO May 13, 2010 Approved for Public Release; Distribution is unlimited

5. Reasons for NAVSEA’s Success Each of our 33 major sites has specific hiring goals - THIS IS THE KEY! ♦The Goals caused our hiring to go from ‘Push’ to ‘Pull’ ♦A network of advocates at every NAVSEA site is actively engaged in hiring Wounded Warriors (and making goal) Established excellent relationships with the numerous Wounded Warrior (WW) Support Organizations 5 In FY10 NAVSEA successfully hired 287 Disabled Veterans (30% disability or above) with rewarding jobs throughout our Command. Our hiring goal for FY11 is an ambitious 365! Approved for Public Release; Distribution is unlimited

6. The Education and Employment Initiative (E 2 I) Solution Concept 6 Fixing the Problem By Addressing the Problems Fixing the Problem By Addressing the Problems A Candidate: Must be medically cleared to participate Must have the aptitude and ability to complete the training and education requirements Have expressed an interest in either returning to their Service or a DoD Federal/Civilian career Early Intervention: RSMs will be engaged within 30 days of admission to MTF by their Medical and Non- Medical Case Managers Comprehensive Assessment: An assessment will be conducted to measure aptitude, interest level, attitudes towards work, values, work motivation level, personality, and more to create an Individual Development Plan (IDP) for RSMs Mentoring: RSMs will be mentored throughout their recovery as they train or learn new skills to better prepare them to return to duty (RTD) or, if they separate, find employment in the Federal government or private sector and integrate into civilian life Existing Resources: Existing professional development and training programs and Service Civilian Internship Programs (CIP) resources should be leveraged; however, funding will be required to establish the program Targeted Hiring / Pull Process: RSMs will be hired into targeted Services, DoD, and Federal Civil Service, State and Local Gov’t career positions identified or enter an educational course with specific career objectives Approved for Public Release; Distribution is unlimited

7. Walter Reed Bethesda WTC / AW2 Brooke Safe Harbor Balboa USMC WWR VITALTM Return to Service Civilian Careers Formal Education Organizations “With the Jobs” Must be Connected to the Wounded Warrior Hiring Process CLEC/ E2I Bridge Leverage & Tailor Existing Training, Education, Internship, and Mentoring Programs NAVSEA NAVSEA CNIC CNIC NAVAIR NAVAIR Army MAT Cmd Army MAT Cmd Air Force MAT Cmd Air Force MAT Cmd DHS DHS DOE DOE State and Local State and LocalAgencies Private Industry Private Industry Suppliers of Jobs Hiring Challenges Vocational Rehab Transition and Support Programs for Wounded Warriors

8. Career Learning and Employment Centers (CLECs)/ E2I Successful Pilot Program at Crane Indiana stood up a non-profit [501(c)3] organization ♦Exceeded initial hiring goals by four fold - hired 84 disabled veterans from FY08 to present ♦Became the “Gold Standard” for other regional CLECs Successful CLEC/ E2I Model ♦Employment opportunities provided by local agencies and businesses ♦Created a comprehensive partnership/network team to leverage all necessary disabled veteran support programs ♦CLEC provides comprehensive wrap-around support for the veteran and family 8 Approved for Public Release; Distribution is unlimited

9. Northwest CLEC Puget Sound, WA Northwest CLEC Puget Sound, WA Northeast CLEC TBD Northeast CLEC TBD Tidewater CLEC Norfolk, VA Tidewater CLEC Norfolk, VA Southwest CLEC San Diego, CA Southwest CLEC San Diego, CA San Antonio Satellite Dallas, TX San Antonio Satellite Dallas, TX Crane CLEC Crane, IN Crane CLEC Crane, IN Crane Satellite Indianapolis, IN Crane Satellite Indianapolis, IN Southeast CLEC Jacksonville, FL Southeast CLEC Jacksonville, FL South Central CLEC San Antonio, TX South Central CLEC San Antonio, TX Heartland CLEC Midwest USA Heartland CLEC Midwest USA National Capital Region CLEC Washington, DC National Capital Region CLEC Washington, DC Tidewater Satellite North Carolina Tidewater Satellite North Carolina San Diego Satellite Pearl Harbor, HI San Diego Satellite Pearl Harbor, HI Planned Career Learning and Employment Centers 9 FY11 FY12 Approved for Public Release; Distribution is unlimited

10. Hiring WW – Lessons Learned Hiring Wounded Warriors is not easy – but it is well worth it! ♦Location is extremely important ♦Skills gap is hard to overcome ♦Effective mentoring and coaching essential ♦Leadership at the Command Level is critical ♦The system can completely overrun individuals ♦Outreach means Reaching Out! 10 In FY10 NAVSEA Received the Navy’s First Wounded Warrior Hiring Award Approved for Public Release; Distribution is unlimited

11. Human Capital - Lessons Learned Collaboration fostered a Pioneering Spirit ♦Policies and procedures needed adjustments ♦Worked through chain of command to initiate changes ♦Mindset of HC Specialists changed to consulting and continuous improvement One Team Approach renewed Commitment ♦Entire organization was mobilized in the effort ♦Engagement in the program translated to engagement on the job ♦New-found sense of pride in the organization Walking the Talk created a Learning Environment ♦Mentoring and training has received renewed attention ♦Self-development through service ♦Increased workforce capacity and capability 11 Approved for Public Release; Distribution is unlimited

12. What You Can Do Come Visit Our Booth! Contact Us! 12 NAVSEA Wounded Warrior Program actively partners With DoD Commands, Federal Agencies, and Private Industry Gretchen Lizza Gretchen.lizza@navy.mil 202-781-1364 Gretchen Lizza Gretchen.lizza@navy.mil 202-781-1364 Approved for Public Release; Distribution is unlimited Engage Leadership to establish and monitor goals Appoint a Dedicated Wounded Warrior Hiring Advocate Support Expansion of CLECs / E2I Support Career Mentors in Key Military Hospitals