the value of veterans: recruit, support, retain and...
TRANSCRIPT
THE VALUE OF VETERANS: RECRUIT, SUPPORT, RETAIN AND ENGAGE MILITARY TALENT.
BRADLEY WARD, MPA
DIRECTOR, VETERAN EDUCATION & EMPLOYMENT
OKLAHOMA DEPARTMENT OF VETERAN AFFAIRS
Since 2001, over three million American service members
have left active duty military service. Unemployment rates
for Post-9/11 Veterans remain slightly higher than the
national average and higher than those of Veterans from
all eras in the aggregate.
Female veterans appear to have greater difficulty finding
their first post-military job compared with their male
counterparts. They also reported higher instances of being
economically worse off after military service.
A civilian-military divide still exists, and greater efforts are
required as veterans transitioning, such as providing
training to help employers understand the unique
attributes and value of veterans in the workforce…..
• In 2017, 20.4 million men and women were veterans,
accounting for about 8% of the civilian noninstitutional
population age 18 and over. About 10% of all veterans
were women.
• The jobless rate for all veterans declined from 4.3% to
3.7% in 2017.
• About 41% of Post 9/11 veterans had a service-
connected disability in 2017.
• The unemployment rate for male veterans (3.6%)
declined over the year, and the rate for female
veterans (4.1%) changed little in 2017.
• Among the 370,000 unemployed veterans in 2017, 59%
were age 25 to 54, 37% were age 55 and over, and 4
percent were age 18 to 24.
Flexibility:Prepared to
handle changes & differences
Academic Abilities:
Out perform their student
peersVeteran
Qualities: loyalty, problem
solving, leadership,
respect, integrity, and teamwork
Worldly Outlook: Cultural
competency/ working with
others
• 22,000 military-connected students in Oklahoma higher
education.
• Student veterans using the Post-9/11 GI Bill are more likely
to graduate, to have a higher GPA, and to earn
academically-rigorous degrees in fields of business,
science, technology, math and engineering compared to
their peers.
• Student veterans’ GPA on average is 3.35 compared to
the national average of 2.94
• Since 2009, the Post-9/11 GI Bill has helped more than
500,000 student veterans complete a post-secondary
certificate or degree.
• 72% Success Rate
• Business is most popular
• 96,270 degrees awarded
• 4.5% of post-9/11 veterans have started their own
business
• 5.6% are new entrepreneurs
• California, Texas, Florida and Oklahoma lead states in
numbers of veteran-owned businesses
• STEM fields are very popular and growing
• 51,486 degrees awarded
• Often requires 5th year of school
• Average starting salary is 76k
• Criminal Justice
• 34,199 degrees awarded
America’s military service members and veterans deserve
support when returning home and retiring the uniform; and
an opportunity to demonstrate value as employees during
their transition to civilian life.
Best practices enable employers to tap into a desirable
market of veteran employees:
• Make a commitment to hire veterans
• Identify veteran skills needed in the workforce
• Create awareness of company opportunities within the
veteran community
• Target student veterans for training/internship positions
• Market the company brand as “Military-Friendly”
• Create a working culture supportive of veterans
• Assign a specific veteran recruiter (preferably a
veteran)
• Advertise internship and career opportunities at
universities and military bases
• Attend military and veteran hiring fairs and events
• Identify organizations within the community that can
assist with outreach and recruitment
• Have a veteran hiring goal or veteran preference
• Develop partnerships with universities to attract
student veterans
• Battle Buddy System – pair veterans with other veterans
which helps build self-esteem and morale
• Create a military-friendly culture and workplace
• Include military/veteran awareness training in
orientation or annual human resources training sessions
• Provide veterans with direction – lateral and upward
opportunities within the organization
• Develop a veteran-specific resource group or program
• Find unique ways to recognize veterans within the
organization
• Leverage the GI Bill to support education and training
opportunities for veterans
• The Work Opportunity Tax Credit (WOTC) is a Federal tax
credit available to employers who hire individuals from
eligible target groups with significant barriers to
employment
• WOTC can reduce an employer’s federal income tax
liability by as much as $9,600 per employee hired
•
• There is no limit on the number of individuals an employer
can hire to qualify to claim the tax credit
• Certain tax-exempt organizations can take advantage of
WOTC by hiring eligible veterans and receiving a credit
against the employer’s share of Social Security taxes
• Reject the misconceptions regarding veterans
• Join forces with local communities and businesses to
connect veterans with employers
• Connect with the ODVA to assist employers with veteran
employment
• Report veteran hiring and job placement with ODVA
• Give back to those who served our great nation by serving
them
