SoldierforLife:TransitionAssistanceProgram(TAP)FormerlyknownasACAP

Copperas Cove

Killeen/Harker HeightsBelton/Temple

Gatesville Waco

Coryell

Lampasas

Burnet

Bell

McLennan

McGregor

Salado

FORT HOOD

WELCOME TO THE GREAT PLACE

CELEBRATING 75 YEARS OF SERVICE TO OUR NATION

2

18 September 1942

45kms / 27 miles

Training, Readiness and Power Projection

• 4 Brigade Combat Teams – most in Army

• 197,000 Ac. Maneuver Area (BN Force on Force Capable)

• State-of-the-Art Virtual & Constructive (Simulated) Training~ New $22M Training Support Center (FY17)~ New $46M Mission Training Complex (FY18)

• Power Projection Platform (MOB/DEMOB 3,500 Soldiers)

• Two Army Airfields: Air Traffic Control of 15,900 miles of airspace

~ Robert Gray: 10,000 foot runway / Joint Use with GRK

~ Hood Airfield: 3,700 foot runway / 285 helicopters

• Rail Deployment Infrastructure: 12 Rail Loading Spurs / 17 Sorting Tracks• Stage 500-600 rail cars / load 240 rail x 24 hours / 800-1200 Platforms x 24 hours• Load and Deploy a Division in 7 days

Soldiers On-post Family

Members

Off-post Family Members

GS Employees

Contract …

NAF Retirees/Family

Total Population Served: 382, 304 As of January 2017

Who We SupportAnnual Economic Impact

$35.4 BILLION2016 Texas State Comptroller’s Office

Soldiers 33,232On-post Family Members 13,112 Off-post Family Members 35,658GS Civilian Employees 4,809 Service & Contractor Employees 7,554Retirees/Family Members/Survivors 288,069 NAF Employees 862

Fort Hood175 Counties

2large“departmentstores,”2large“grocerystores,”and

121ExchangeFacilities

99Barracks(10,868rooms)

12Chapels

72motorpools--7.2milesofcombatpower

6,728FamilyQuarters

9On-postSchools643Teachers(+staff)24,707studentson/offpost

TheFortHoodCommunity - TheWorld'sPremierInstallation

ComprehensiveSoldierFitnessTrainingFacility

(CSFTF)

FIRSTINTHEARMY

5

LARGESTINTHEARMY

9Gyms

Departmentsof:PublicWorksHumanResourcesEmergencyServicesLogisticsOperationsAviationRecreation

StateoftheArtHospital54BedER/8BabiesaDay4,258Patients/19Surgeries/4,160prescriptions

FortHoodSFL-TAPOverviewCommunity and Inter-Agency Relationships:

• Stakeholders: DoL , VA, US SBA, CTC, Texas Veterans, HOTDA, and Workforce of Central Texas

• Communities/Business:

~US190 and I-35 Corridor Chambers of Commerce, Economic Development Councils, and local City Councils/Officials

~Deliver Army 101 to Industry Leaders/HR Departments

• Local College/University and Trade Schools:

~ ACES (Traditional Cont. Ed Programs/Vetting Trade Schools)~ CTC Career Skills Program Umbrella

FortHoodSFL-TAPProgram

• Army’slargest/busiestcenter(74worldwide)

• TSM,2xTSS,1xBMMand70ContractStaff

• Builtfor10,250SeparationsaYear(854/month)

• FY16(AC):11,940Soldier-Clients/59,017TAPvisits

• FY16(RC):12,652MOB/DEMOB (CRSin14-Days)

• FY16TotalServicePopulation:24,592

• 87%ofHoodclientsareE1-E6andunderage26

• Full-ServiceVACenter/On-SiteVeteranServiceOrg.(TexasVets,DAV,VFW,andAmericanLegion)

WestRegion

NorthEastRegion

South-EastRegion

CentralRegion

CommandTeamsandSeniorLeaders~

- Transition:single-largeststressoroneverySoldier- TAPisFederallyMandated(VOWACT)- UCX ImpacttoArmy- Commander’sProgram(AR600-81)- Enter365daysorLate– PERIOD-MEB/PEB/ChapterswhenIDENTIFIED- DAmandates100%CRS(HoodisREDPILOT)- QuarterlyTransitionServicesCouncil- CommunityServiceCouncil(Monthly)- NCOPD/OPD/UnitBriefs(75Annually)- CDR/1SGCourse(Monthly)

Soldiers~

-ParticipationisMandatory-StartNLT365daysPre-ETS-EarlyPlanningisKey- IndividuallyTailored-NewComersBrief(Weekly)-SoldierLifeCycle

Industry/Agencies~

- SFL-TAPisONLYPointofEntry- DirecttoSoldierConnection- Staffing/Talent-ManagementAgenciesenterthroughSFL-TAP

CommandTeamsandSeniorLeaders~

- ByCSP Opportunities- ByLike-FunctionUnittoIndustryPartnering- ByTrackingSuccess/PerformancePercentages

Soldier~

-With200EmployersatMEGA/25atMini/BCT-With10OperationalCareerSkillsPrograms-WithRegion/NationalJobs(DirectMarketing)-With25Specific,TargetedHiringEvents

Industry/Agencies~

- ThruAdvocacyofSoldierHiringRegionally- ThruSupportinglocal/RegionalJobCreation- ThruCOMREL (CoC,EDC,&CivicLeaders)- ThruReceipt/VettingofIndustryJobs- ThruPromotion/Vetting/BuildingNEWCSP- ThruDirectConnection(Industry/Agencies)

FortHoodSFL-TAPProgramOverview

INFORM

35,000Soldiers/719Companies;250Battalionsand27Brigades

TRAINFY16- 9063AttendedVOWWeek

11,940Clientsmade59,017CenterVisitsand32,625PhoneCalls

CONNECT3,100IndustryConnections

325JobsPerWeek/16,900aYear

Command Teams and Senior Leaders ~

- Command Policy Letter (AR 600-81)- Internal Transition Programs- Unit Focal Point Advisors- Commander’s Reports- TAP XXI Dashboard- eForm Procedures

Soldier ~

- Expectation Management- PRESEP-IC/Individual Transition Plan- VA I and II/DOLEW- eBenefits and MyHealtheVet- Integrated 12-month budget - GAP Analysis; Civilian Skills Crosswalk- Individual Assessment Tool (Kuder/O*Net)- Resume/Job Search Process- Dress/Negotiations/Drop Jargon- Speaking to Industry in their Language- GPS Tracks (Ed/ENT/TECH)- Document via eForm

Industry/Agencies ~

-ARMY 101 (HOOD ONLY)- Internal HR Re-Tooling (Targeting/recruiting)

Declared Intent of Soldiers in Transition

Average 10,250 Soldiers Annually, at 250 per Week (5x50 Classroom),

41 Weeks each Year

4,613 a Year (113 a Week) Education*50% (2307 /56) – Plan to go in Texas*50% (2307/56) Disperse Nation-Wide

512 (5%) Consider Transition to Entrepreneurship/Other

(MAX of 12 Soldiers a Week, usually less)

5,125 (50%) a Year (125 a Week) Seek Full-Time Employment

*50% (2563 /63) – Look in Central Texas*50% (2653/63) Disperse Nation-Wide

~ AVG 125 of the 250 in VOW Each Week intend to work / CSP-Pool

~ AVG 113 of the 250 in VOW Each Week plan to go to College/University

~ AVG 12 of the 250 in VOW Each Week lean to Entrepreneurship or Other (Aka-Spouse works/Stay-at-Home)

32%DesiretoStayinTexas25%AdditionalWillStayforRightJob

USDepartmentofLabor:TheArmyclosedFY16withthelowestUCX forSoldiersin13years($172.8million).FY16isthefirsttimeArmyUCX dippedbelowthe$200millionmarksince2003,whereitclosedoutat$152million.Alltrendspredictions,basedon1stQTR FY17performanceindicatetheArmywillsurpassFY16’sperformancelevels.

RepresentativeMOSBreakdownbyLike-Function

InfantryArmorArtillery

MotorTransportUnitSupplyPetro-SupplyFoodServices

WheelMechanicsSpecializedMechanicsAviationRepairTrackMechanics

MilitaryPoliceAviationEngineersIntelligenceCBRNE

Texas Transitions for Active ComponentSoldier Relocation Information FY16 (ActiveComponent Only)

•15% of all AC Soldiers relocateto/stay in Texas

•59% ofsoldiers exiting a base inTexasstay withinthe state

3

All OtherLocations

52%

TX48%

FortHood

All OtherLocations

69%

TX31%

FortBliss

All OtherLocations

27%TX73%

FortSam Houston

All OtherLocations

85%

Total Army

TX15%

Metro area Soldiers* % ofSoldiers

Killeen-Temple, TX 1550 2.3%

San Antonio, TX 1318 1.9%

Dallas-Fort Worth, TX (C) 1309 1.9%

Houston-Galveston-Brazoria, TX (C)

1153 1.7%

El Paso, TX 934 1.4%

Austin-San Marcos, TX 914 1.3%

Corpus Christi, TX 105 0.1%

NOTE: Data is from OCT 2015 to SEP 2016 – Active Duty onlyNOTE2: Data is self-reported prior to transition and should beused as estimate/approximation onlyNOTE3: Dishonorable discharges not included in data

00800.EHO.013.004

VOWMandatory

InitialCounseling(SFL:TAP)

• VABenefitsBriefingIandII• DOLEmploymentWorkshop• ApplicationsforVABenefits:

registrationine-BenefitsandMyHealtheVet

• Anintegrated12-monthbudget• GAPAnalysis:MilitaryOccupational

Code(MOC)CrosswalktoCivilianSkills

• CompleteIndividualAssessmentTool(Kuder/O*Net)

• IndividualTransitionPlanReceiveDoL GoldCard

• JobSearch(Copeland)2– UNK VisitstoSFL:TAP

• Resumesupport(Copeland)3VisitstoSFL:TAP

VOWMandatory

- PRESEP Counseling

OnLine:www.sfl-tap.army.mil

VOWMandatory

• ContinuedMilitaryServiceBrief• Make-upmissingCRS• JobSearch/labsupport

MUSTHAVE:

• Resume/ReferenceList/Two(2)completedjobapplicationsorJob

• University/VoTech LoA

• CompleteBusinessPlan

FINALSTAGE

• CompleteCAPSTONEEventwithCommandersignatureofDDForm2958

VOWMandatory

• DocumentRequirementsEligibilityforCert/Lic/Apprentice

VOWElective

• Education/Technical/EntrepreneurGPS(2Days)AtEducationServices

• JobSearch/labsupport2– UNK VisitstoSFL:TAP

• Resumesupport(Copeland)3VisitstoSFL:TAP

VOLUNTARYPARTICIPATIONINHOSTOFABOVEBASE-LINEOPPORTUNITIESATHOOD

16-12MonthsOut

11-09MonthsOut

08MonthsOut

07MonthsOut

06MonthsOut

05MonthsOut

18MonthsOut

17MonthsOut

02MonthsOut

03MonthsOut

04MonthsOut

30daystoSeparation

FortHood’sVOWProcessataGlance

Thisprocessprovidesunits90daywindowstoworkwithintheirtraining/operationalschedulesandwithTAPstafftosupporttheirSoldierscompletingeachoftheseCRSRequirements

STANDARD:AchieveVOWandCRSorRequisitePILOTStandard365DaysPLUS=OnTime 364orLESS=LATE

AboveBase-LineOpportunitiesatHood

13CareerReadinessStandards=Starts18MonthsOutwithID/MandatoryforallComponents/364=Late

IndividualTransitionPlanCareerTracks- Employment(55%),HigherEducation(45%),Entrepreneur(5%)

ITP Requires7Daysinclassroomwork+40hoursofTAPLabWork+80hoursofhomework=22Daystocomplete

CareerFairs

3xMEGA(5500PAX)12xMini(200PAX)

NCOACTC/A&M

MilitaryEdgeVeteransEmployedbyTexas

HiringOurHeroesCivilianJobs.com

CareerSkillsPrograms

VIP(16PAX)SAP(20PAX)

ShiftingGears(30PAX)StevensTransport(25PAX)

Troop2TransportUSChamberFellowship

AdditionalPrivate-SectorTraining/Education(Average40PAX Each)

TexasVeteransCommission(Women)KaufmanFastTrack

WorkforceCenterofCentralTexasCopperasCoveEDC BusinessSeminars

SCORE(Bankroll&BusinessPlan)Afterburner(USAA)

WilliamPenn-U(GEN-RTommyFranks)

SpecializedTrainingSeminars

(30PAX)

FederalResumeAdvancedResumeTroops2Teachers

TargetedHiringEvents(ChangesMonthly)

DallasPDVerizon

KBR/HaliburtonAT&T

TargetCorporateFirstData

TradeSchools

UTICDL SchoolATDS (Trans)CyberTex

Separation

MonthlyEmployerDays

(Army101,Lunch(DFAC),Unit/SiteVisit,MeetSoldiersinTransition

UniversitiesNation-Wide

Baseline

AboveBaselineOpp

ortunitie

s

OperationalCSPatHood(Cont.)

• USDVAWARTAC (11 Weeks) – National Centers

• COHORT ONE Execution / PILOT Ready:

Fort Hood Texas2016 Recipient of DA HRC Award for Highest Number of

Soldiers Employed using Career Skills Programs

CareerSkillsProgramsOverview

• AdmissionWindow180-daysbeforeSeparation• Upto22WeeksOn-DutyTraining• GoodStandingwithCommand(MOA)/Hub&Spoke

OperationalCSPatHood

• GM/Raytheon(ShiftingGears)- (12Week)- Auto

• VeteransinPiping(VIP)- (18Week)- Pipe

• HeroesCorp.FellowAcad.– (13Weeks)- Intern

• CommercialDrivers– (4weeks)– Nationwide

• CityofAustin(20 Weeks) – Within City Services

FortHoodCSPSnapshot

JAN 2016: Fort Hood, TX; Acting SECARMY, Patrick Murphy stated:

"Fort Hood is really the model when it comes to the Soldier for Life Program. As Acting Secretary of the Army, we need to expand on those types of programs around the country."

HowareWeDoing

$0

$20,000,000

$40,000,000

$60,000,000

$80,000,000

$100,000,000

$120,000,000

$140,000,000

$160,000,000

FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15

ArmyUnemploymentCostsbyQuarter

1stQtr 2ndQtr 3rdQtr 4thQtr

VOWACTImplemented

Separations ServiceSessions Timeliness VOW CRS

Mid- FY17 6,930/1,150Month 25,083Visits 21%(Hood) 94.9% N/A- Hoodis

CRSPILOTSITE

FY2016ForComparison

11,940/995Month 59,017Visits 22%(Hood)

41%(Army) 94.3% 83%

TheArmyself-fundsUCX.

ArmyclosedoutFY16withthelowestamountofUCX in13years;sawfirstdipunder$200millionsince2003.

10%oftheArmy’send-strengthhousedatFortHood

HoodCSP operationsaloneaccounted463Soldiersdirectlyemployed.

ThisresultedinadirectUCXcostavoidanceof$4.6MillionfromthisCommand’sOperationalfunds.

BabyBoomers(50+)~WORK/FAMILY/FRIENDS~

NOTRetiring

GenerationX(35-49)~FAMILY/WORK/FRIENDS~

DominateWorkforce

Millennials(34-)~FRIENDS/FAMILY/WORK

27%Unemployment

GenerationalChallengesinEmployment

EmployersWant:1.Specific Skills2.RelevantWork Experience3.Soft Skills and Social Competency4.Educational Attainment

CriticalElement:Knowledgetransferbetweengenerations

BenefitstoHiringSoldiers• Innovative,OutoftheBoxthinkersandComplexProblemSolvers

• Taxincentivesrangingfrom$2400to$9600(SeeyourAccountantforDetails)

• Loyal,drivenandcompetitive;real–worldexperiencedinaustereenvironments

• Adaptedtoworkingindependently,orasmembersofhighlydiverseteams

• Educatedandhighlyskilled.Manyholdcollegedegrees,tradeschoolcredentials,and/oradvanceddegrees

• Vettedwithclearancesandyearsofdrug-freeperformance

• Trainedtothehigheststandardsofprofessionalconduct;ethicaltreatmentofothers;andadheretoestablishedstandardsofperformance

• Proficientinriskmitigation/reduction;faithfulstewardsofcompanyresources;andhighlyskilledinkeepingdetailedwrittenreportsandfiles

WhatTransitioningSoldier’sSeek

• TransitioningSoldierswantaCareer– aprofession- notjustajob

• Soldiersexpectloyaltyinreturnfortheirloyalty.

• Soldierswanttoworkhardandhavetheirhardworkrewarded(awards/pay)

• Soldiersarelookingtomoveuporlaterally;tofacechallenges

• Soldiersseekjobstability,coupledwithqualitytimewithfamilyandfriends

• Soldierswantindustrytotakeactionwhenfellowemployeesunderperform

• Soldierswantwhattheydotomatter--tobepartofateam

TOPFiveSoldierDesiredCareers

1. LawEnforcement2. Medical/Healthcare3. Management/Business4. InformationTechnology5. EquipmentRepair/Logistics

Employment/JobPursuitDemographics

• YoungerSoldierstendtoexpectciviliansalarieslargerthantheirbasepayandhigherthanmedianciviliansalariesofsimilareducationlevels

• Soldiersseekingeducationpost-transitiontendtobecareerchangers(EducationexternaltoMOS)

• Soldiersseekingemploymentpost-transitiontendtolookatfieldssimilartotheirArmyMOS

DegreeLevel AnnualMedian

HSDiploma,NoCollege $25,064SomeCollege/

AssociatesDegree $27,664

Bachelor'sDegree $38,688

AdvancedDegree $49,556

JuniorEnlisted(Entry/LaborLevel)

FirstLineSupervisorsandCounselors

ComplexProblemSolvers,Personnel,Operations,Logistics,DepartmentHeads,andMentors

Training,Operations,LogisticsandHumanResourcesManagers

TrainingDevelopers,Motivators,ProgramManagers,OperationsandHumanResourcesExperts,Highlyexperiencedin

LargeOrganizationVision,Resourcing,andBudgets

ArmyRanksandResponsibilityO

OtherBranchesofServiceDifferinAppearanceandCulture

ExpertsontheFieldsof:Maintenance,Logistics,FelonyCriminalInvestigation,HumanResourcesandIntelligence

Enlisted OfficerResponsibilities

E1-E4

E4-E5

E9

E6-E8

E8

O1

O4

O5

O6

O3

W1-5

ArmyJargon101Time: isexpressedinthe24hoursmanner.At12:00noonjustkeepcounting.1:00PMis1300;2:00PMis1400etc.uptomidnightor2400.Itallstartsoverafterthat(0001oneminuteaftermidnight)

Units: Team/Squad/Section(3-15people);Platoon(20-30);Company(70-150);Battalion(300-1000);Brigade(3-5K);Division(10-20K).

Yes–NoSir/Ma’am:a basictraininginstilledprofessionalcourtesy.Allciviliansandofficersareaddressedwithsirorma’am.Theyarenotsayingyes-nosir/ma’ambecauseyoulook“old”.

PCS: (PermanentChangeofStation)– theytransferredwiththecompany[Army]

ETS:(EndTermofService)– thedaytheirenlistment“contract”isup

Leave: Vacation

Terminal: (TerminalLeaveisatypeofleave)– thefirstdayof“TerminalLeave”at0001hourstheSoldiercanstartworkingforyou.

TDY: (TemporaryDutyYonder)– businesstraveltoanotherlocationtotrainorwork

Deployed: spentfrom6to12monthsawayfromfamily,inaforeignland(may/maynotmeancombat)

Transportation/HouseHoldGoods:movingtheirentirefamilyandbelongingsatgovernmentexpensefromtheirmilitarylocationtoanewlocation

EffectivelyMarketing/RecruitingSoldiers

SFL-TAP:assistwithdirectmarketingviacounselorone-on-onewithqualifiedclients;commandandstaffcommunicationschannels;andoffersaccesstoSoldiersviaMini/MEGAJobFairsandtailoredhiringevents

______: Multi-MediamarketingtoSoldiersiscritical,andshouldfocusonwhatthecompanyoffersforopportunities.Topicstohighlightinclude:

• StabilityandFlexibility(time,vacation,withinthejob)

• Potential(promotion,responsibility,supervision)

• Compensation(Moneyinthebankaccount)

• Benefits(health,life,costoflivingoff-sets,retirement,andmovingcosts)

• Locations(optionstomoveiftheydesire,advantagesofthosecommunities)

• TrainingRequired/Offered(partnershipswithlocaltradeschools/universities,industrycertifications,internships)

HIRINGyourFIRSTVeteran• TheFIRSTVeteranYouHireiscritical.Soldiersaredisciplined,motivatedandhard-working.Theyarealsoamicrocosmofsociety.Aswithallcandidates,duediligenceisaMUSTandrequiresexperience“readingbetweenthelines”.

• Recommendation: NEWtoveteranhiring,oralargeremployer;FIRSTcombyourranksforasuccessful,post-9/11veteranalreadyonstaff.Ifnone,thenconsiderhiringaformerSeniorNCOorHRWarrant/Officerfromthepreponderantserviceinyourarea.

• PositionaPost9/11VeteranwithinyourHRdepartmentandempowertheminaroledirectlyassistingwithrecruiting,vetting,hiring,andintegrationofveteransthroughtheirprobationaryperiod.TheROItoyourcompanyincludes:

-Skilledatdetectingandinvestigatingintangibleindicatorsofundisclosedissues-Expertcounselors,planofactiondevelopers,andsupportserviceadvocates-Proficientindiscerningperformancenuancesinveterandocuments(DD214,etc)-Servicecultureexpertsthatassistintranslatingresume/interview-Professionalmentor,soundingboard,andadvisor(rewards/reprimands)

Questions/Comments

IndustryRecruitersContacttheFortHoodSFL-TAPDirectorofMarketing:

MrRobert“Bob”Schumacherat(254)288-0827orRobert.c.Schumacher.civ@mail.mil