Swords to Plowshares’ Combat to Community Training is a series of cultural competency curricula developed by our Institute for Veteran Policy for community partners, including human resource specialists, clinicians, attorneys, law enforcement personnel, faith based communities and others, to address the challenges veterans face re-integrating into the community and the unique training and skill sets they acquire in service. Creating employment initiatives for veterans is more than a patriotic endeavor or a charitable cause. It’s simple: hiring veterans is good for business. Combat to Community: Transitioning from Military Service to the Civilian Workforce- A Cultural Competency and How-to for Human Resources Professionals and Hiring Managers- provides opportunities for recruiters, hiring managers and human resource professionals to learn practical ways to recruit, hire, and support their veteran employees. Participants will: Learn about military and veteran culture and resources, including how unique skill sets learned during military service can translate to the civilian workplace. Learn how to create a veteran-friendly workplace through supportive programs. Discuss obstacles and solutions for veteran recruitment, training, placement and supporting veterans in the workplace.

1. Transitioning from Military Service
to the CivilianWorkforce
A Cultural Competency and How-to for
Human Resource Professionals and Hiring Managers
Combat to Community
swords-to-plowshares.org
combattocommunity.org
INSTITUTE FOR VETERAN POLICY

2. KEY POINTS
 CULTURAL COMPETENCY: Learn about
commonly shared attitudes, values,
goals and practices that often (but not
always) characterize service in the
military.
 HOW TO BECOME "Veteran-Friendly"
What am I Going to Learn?

3. Housing:
Permanent
Supportive +
Transitional
Employment +
Job Training
Health + Social
Services
Institute for
Veteran Policy
Women
Veterans
Program
Legal Services
for
Disabled Veterans
An Overview of Services

4. United States Armed Forces
 The Army, Marine Corps, Navy and Air Force fall under
the jurisdiction of the Department of Defense (DOD).
 The Coast Guard reports to the Department of
Homeland Security during peacetime and to the DOD
(by way of the Navy) during wartime.
 Stateside and overseas assignments/deployments/active
duty/National Guard/Reserves.

5. National Guard/Reserves
WHAT MAKES
SERVICE MEMBERS
INTHE GUARD
DIFFERENT FROM
OTHER BRANCHES?
 Members of the Guard tend to
be older and have more
responsibilities “outside” military
service.
 They do not have the same military
support as active duty.

6. Global War on Terror (GWOT) Includes Operation New Dawn,
Operation Enduring Freedom
Also Known As Overseas Contingency Operations
Operation Iraqi Freedom (OIF)
Iraq combat operations from 4/19/2003 to 9/1/2010
Operation New Dawn (OND)
Refers to U.S. troops remaining in Iraq for non-combat operations
Operation Enduring Freedom (OEF)
Refers to the conflict primarily in Afghanistan, as well as other theaters of combat operations
Operation Inherent Resolve (OIR)
Refers to the ongoing operations in Iraq and Syria
Key Terms and Lingo
Areas of Combat Operations Around the Globe
CURRENT CONFLICTS

7. Iraq & Afghanistan Veterans
How many Iraq and
Afghanistan veterans
are there?
Over 2.7 million men and women have been
deployed in support of the wars in Iraq and
Afghanistan and over 56% of these veterans are
currently separated from the military.
How old are the
most recently
separated veterans?
Over 58% of Post-9/11 veterans are age 34 or
younger.
In 2014, Post-9/11 veterans have higher rates of
unemployment (7.2%) compared to all veterans
(5.3%) and civilians (6.2%).
How many Iraq and
Afghanistan veterans
are unemployed?

8. Women Veterans
HOW
DOES
MILITARY
SERVICE
IMPACT
WOMEN?
 Women veterans represent 10%
of the total veteran population.
 Thirty percent of women
veterans have served Post-9/11.
 Until recently, women did not
serve in official combat arms jobs,
but that does not mean they
didn’t participate in combat.

9. Diversity in the
Veteran Population
AGE, RACE AND ETHNICITY BY GENDER
67%
25%
15%
81%
13%
6%
Veteran Women Veteran Men
*PUMS, 2012
Median Age Women Veterans: 48 Women veterans more racially and
Median Age Veteran Men: 64 ethnically diverse than veteran men
4%
18%
20%
25%
18%
7%
4% 5%
1%
6%
9%
14%
22%
24%
17%
7%
17 to
24
25 to
34
35 to
44
45 to
54
55 to
64
65 to
74
75 to
84
85+
Veteran Women Veteran Men

10. Identify a Veteran

11. Identify a Veteran

12. Myths and Stereotypes
WHAT ARE
SOME
STEREOTYPES
ABOUTTHE
VETERAN
POPULATION?
 All veterans served in the infantry.
 All veterans are in crisis.
 All veterans have served in combat.
 Women do not serve in combat.
 All combat veterans have post-traumatic
stress (PTS).
 Veterans are rigid.
 Veterans with disabilities are
unemployable.
 All people who were in the military self-
identify as veterans.

13. Combat Related
Physical Injuries
 Severe physical injuries may include
muscle skeletal, paralysis, amputation,
burns, TBI and blindness.
 Moderate to minor physical injuries may
include back injuries, hearing damage,
nerve damage, knee, hip and other joint
injuries.

14. The Elephant in the Room
POST-TRAUMATIC STRESS DISORDER AND MENTAL
HEALTH CONDITIONS
 26% of veterans have PTSD or another mental health disorder.*
 26% of U.S. citizens have a diagnosable mental health condition each year.*
• Mental health issues are not as prevalent among veterans as many assume.
• Mental health issues are not unique to the veteran population.
• Dealing with mental health and disability is a daily function of doing business.
*Kessler RC, Chiu WT, Demler O, Walters EE. Prevalence, severity, and comorbidity of twelve-month DSM-IV disorders in the National Comorbidity Survey
Replication (NCS-R). Archives of General Psychiatry, 2005 Jun;62(6):617-27.

15. The Business Case for
Hiring Veterans
 Skills Transfer Across Contexts/Task
 Advanced Technical Training
 Adept in Discontinuous Environments
 Resiliency
 Systematic Planning and Organization
 Ability to Work Under Pressure and Meet Deadlines
 Client Customer Service Skills
*”Guide to Leading Policies, Practices & Resources: Supporting the Employment of Veterans and Military Families,” Syracuse University.
http://vets.syr.edu.employment/resources; and “Findings from the California Association of Veteran Service Agencies Veteran Engagement
Summit, “Swords to Plowshares. http://www.swords-to-plowshares.org/advocacy-and-policy/research-publications/.
 Team Building/Leadership/Membership
 Organizational Commitment
 Cross-Cultural Experiences
 Experience/Skill in Diverse Work-Settings
 Entrepreneurial
 Self-Direction
 Commitment to Excellence
BEYOND THE CLICHÉS*
Value of a Veteran

16. Military Education
SERVICE MEMBERS RECEIVE STATE OF THE ART TACTICAL
AND TECHNICAL TRAINING
 Boot Camp
 Basic Training: All enlistees learn weapons marksmanship, hand-to-
hand combat, physical fitness, first aid and survival techniques.
 Selection of specialty
 Specific individualized training is different for each career path which
can last anywhere from two months to two years which focuses on the
skills and day to day operations that lays the foundation for
understanding the military structure and the interlacing roles and
responsibilities.
 Continuing education in professional career fields
 In addition to continuous on the job training each career field has
intense professional development and leadership training that occurs
periodically and with promotions.

17. GI Bill: Types of Training
THE FOLLOWING ASSISTANCE IS APPROVED
UNDER THE POST-9/11 GI BILL
 Correspondence training
 Entrepreneurship training
 Flight training
 Independent and distance learning
 Institutions of higher learning undergraduate and graduate
degrees
 Licensing and certification reimbursement
 Vocational/technical training, non-college degree programs
 National testing reimbursement
 On-the-job training
 Tuition assistance top-up
 Tutorial assistance
 Vocational/technical training

18. Corporate Initiative
GOT YOUR SIX is a campaign to bridge the civilian-military divide by creating a new
conversation in America, so that veterans and military families are perceived as
leaders and civic assets.

19. The Bottom Line
Hiring veterans is
good for business

20. Materials

21. Materials “Do’s & Don’ts
DO’S
 Clearly state what the program is/does, who is eligible,
and how to apply/reach you for more information.
 Use good graphics/pictures.
 Pictures from good outreach materials:
www.wlac.edu/veterans/pdfs/outsidethewire.pdf.

22. Materials “Do’s & Don’ts
DON’T
…be overly complex and try to fill every space on your
materials.
…use flags and other typically patriotic imagery.
…use the term “female” use woman.

23. Skill Translation
Cryptology Linguist =
Marketing
Communications,
Security Intelligence
& Analysis
Multimedia
Illustrator =
Graphic Designer
Air Crewmen Avionics =
Computer/ Electronics/
Telecomm
Install/Maintain/Repair,
Electrical Design Drafter
A cryptology linguist is primarily responsible for identifying
foreign communications using signals equipment. Their
role is crucial as the nation’s defense depends largely on
information that comes from foreign languages.
Multimedia illustrators are primarily responsible for
operating multimedia-imaging equipment in order to
produce visual displays and documents. They produce
graphic artwork that is used in Army publications, signs,
charts, posters, television and motion picture productions.
Naval Air Crewmen Avionics (AWV) are members of a fixed
wing integrated tactical aircrew aboard maritime patrol
and reconnaissance and command and control aircraft.
Personnel are knowledgeable of all avionics systems,
safety equipment, emergency procedures, and aircraft
equipment.

24. Skill Translation Tool
careerinfonet.org/moc/

25. Skill Translation Tool
careerinfonet.org/moc/

26. Service-Connected Veterans
VETERAN PRIORITY HIRING
Although the ADA prohibits discrimination, “On the basis of
disability,” it does not preclude affirmative action on the behalf of
individuals with disabilities. An employer may—but is not required
to—hire a qualified veteran with a disability over other qualified
applicants with disabilities.
HIRING DISABLED VETERANS
An employer may ask an applicant if they are a “disabled veteran” if
they are seeking to hire someone with a disability. Employers may
also ask a veteran service employment agency to recruit a qualified
veteran who has a disability.
Strongly encouraged to apply

27. Veteran Affinity Groups

28. Veteran Affinity Groups

29. Veteran Friendly Job Ads
PLACING VETERAN FRIENDLY JOB ADS
Experience vs. Education
Include MOS or military job field (Not called MOS in
all branches)
Mention veterans in the workforce/leadership
positions/affinity groups
Promote through social media
Mention service connected veterans/women/etc
are strongly encouraged to apply
The same things that make an add appeal to
anyone.
 Growth opportunities
 Benefits
 Pay scale

30. Profile of a
Veteran Friendly Company

31. Linking up with
Veteran Service Organizations
SERVICES
Direct Placement
 “Job Broker” – Employer provides the veteran service
agency the job announcement, which is then recruited
through the agency’s employment collaborative.
Training/On-the-Job Training
 Community college/university partnership—veteran
cohort training and certification programs.
 Corporate CBO partnerships—development of mutual
training and recruitment strategies.
 Administration of Department of Labor, VA and state
grants.

32. Onboarding
 Chain of command
 Veteran affinity group point of contact
o Mentorship
 EAP Military/veteran issues point of contact (if any)
 Polices and paperwork
 Reasonable accommodations
 Take a moment and get other questions from the
veteran you have hired.

33. Create a Game Plan
Translate knowledge learned today into a
plan to become “veteran-friendly.”
Reach out to veteran service organizations in
your area to learn how to create veteran
hiring programs.
Create a relationship with the Employment +
Training Department at Swords to Plowshares

34. Checklist
 Why Partner with Veteran Service Organizations
(VSOs)?
 Review brochures, recruitment materials, and
website for veteran friendliness.
 Use Military Occupational Skills (MOS) Translator for
job skills.
 In Job Advertisements
 Military Occupational Skills.
 Service-connected veteran preference for hiring.
 Advertise to veteran and military groups (both
online and off).

35. Checklist
 In the Interview
 Ask open-ended questions about military
experience.
 Be aware of other professional skills gained through
military experience.
 On the Job
 Does your organization have a military/veteran
affinity group or mentorship program?
 Is your human resources department familiar with
military/veteran disabilities?
 Have employees at your organization taken any
courses on military/veteran cultural competency?
 Begin on the job training and job coaching.

36. The Bottom Line
Being a veteran friendly
company will help you
gain and retain talent

37. What Questions
Do You Have?

38. Thank You for
Your Attendance
Copyright © 2015 by Swords to Plowshares
All rights reserved, including the right of
reproduction in whole or in part in any form.
Swords to
Plowshares
Institute for Veteran Policy
1060 Howard Street
San Francisco, CA 94103
Geoff Millard
Policy Associate, Employment &
Community Outreach and
Education
(415) 252-4787, ext. 248
gmillard@stp-sf.org