q1-2016 summit

Transcription

q1-2016 summit

Q1-2016 SUMMIT
Networking 6:30PM – 7:00PM
Summit Presentations 7:00PM – 9:15PM
Welcome
Our objective is to make Atlanta the #1 destination for Veterans
2015 Events
VETLANTA Q1 Summit hosted by Coca-Cola – Feb 26th
American Corporate Partners Event hosted by Coca-Cola – May 19th
VETLANTA Q2 Summit hosted by JWT – June 17th
Veteran Owned Business Summit hosted by UPS – August 25th
VETLANTA Q3 Summit hosted by McKesson – August 26th
Veterans Connect Dinner hosted by Emory – September 17th
American Corporate Partners Event hosted by UPS – September 22nd
VETLANTA Q4 Summit hosted by GA Power/Southern Company – October 28th
Homeless Veteran Event hosted by AT&T – November 5th
American Corporate Partners Event/Hire Heroes USA Seminar hosted by Coca Cola – November 12th
VA Clinic Shelving Project hosted by UPS/Soldiers Angels/Home Depot – November 14th
2016 Projected Activities
VETLANTA Summits (4)
Q1 – Jan 27th, Hosted by Turner
Q2 – April, Hosted by Georgia Tech
Q3 – August Hosted by UPS
Q4 – October, Hosted by GA Power/Southern Company
American Corporate Partners/HHUSA Events
April – UPS (Lloyd Knight, Project MNGR)
TBD – Coke (Patrick Haddock, Project MNGR)
TBD – Host Company & Project MNGR Needed
Military 101 Training
To be fielded in Spring 2016
Jordan Kellett (Project MNGR)
Looking for volunteers to assist with
curriculum development and for host
organizations. Plan is to have one company
host one showcase event open to all and then
several smaller internal company events
MISC Events
Homeless Veterans Event – Host Org/MNGR Needed
Emory Veterans Connect Dinner
VA Stand Down – Project MNGR Needed
Veteran Owned Business Summit (Bryan Wolfe, Project MNGR)
UPS VBRG Social, Jan 28th, (Kevin Horgan, Project MNGR)
Looking for ideas/Project MNGRs/hosts for socials
Service Related Events – Looking for ideas/Project MNGRS
6:30 – 7:00 Networking
7:00 – 7:20 Chairman Comments (Lloyd Knight)
7:20 – 7:30 Host Comments
7:30 – 7:35 Turner
7:35 – 7:40 AT&T
7:40 – 7:45 SunTrust
7:45 – 7:50 Georgia Tech
7:50 – 7:55 Coca-Cola
7:55 – 8:00 ESGR
8:00 – 8:05 Home Depot
8:05 – 8:10 Kimberly Clark Corporation
8:10 – 8:15 VYD & Associates
8:15 – 8:20 UPS
8:20 – 8:25 First Data
8:25 – 8:30 Georgia Power/Southern Company
8:30 – 8:35 Eaton
8:35 – 8:40 Lockheed Martin
8:40 – 8:45 ADP
8:45 – 8:50 Accenture
8:50 – 8:55 JWT
8:55 – 9:00 Deloitte
9:00 – 9:05 McKesson
9:05 – 9:10 Georgia National Guard
9:10– 9:20 Closing Comments (John Phillips)
9:20 Networking
VETLANTA Presentation
Positioning Statement
For all Turner business units and current /
future employees, Turner Vets serves as a
VETS.
strategic resource forv.cultural
diversity, by
supporting all efforts concerning the military
and veterans in areas including but not limited
to recruiting, employee retention, innovation,
and professional development, while
supporting growth and the achievement of
bottom-line results.
Mission & Vision
Mission – The mission of the Veteran’s Group is to
strengthen Turner’s marketplace, workplace and
workforce by empowering veterans and unifying the
Turner community.
Vision – Turner Vets will be a trusted source for veteran
talent acquisition, leadership pipeline development,
community outreach and media content support.
Branding Approach
Our Core
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Veteran Talent Acquisition
Leadership Pipeline
Career Development
Community Outreach
Media Content Support
Event Highlights – New York
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Black History Month Quiz
TNT & The USO Celebrates the
Military
Tunnel to Towers 5K
Toys for Tots
NY: 300 Letters/ ATL: 1000 Letters
Turner employees
dedicated over 1,300
toys to our local
communities in
Atlanta, Los
Angeles, New York
& Washington DC.
Event Highlights - Atlanta

Atlanta All Veterans Job Fair - Partnership with Talent Acquisition
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Flanders House Remembrance
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Playing by the Unwritten Rules
Moving through PTSD
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Event Highlights - Atlanta
SunTrust Atlanta Veterans Teammate Network
• The Atlanta Network is part of a corporate-wide inclusion effort that has 10
veterans networks spanning SunTrust served communities in 8 states and
over 550 teammate (employee) members
• We undertake and implement corporate efforts like our company-wide
Moment of Remembrance, veterans hiring programs, and Homes for Heroes,
in addition to projects specific to the Atlanta metro area
2015 SunTrust Atlanta Veterans Teammate Network Accomplishments
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Increased teammate (employee) membership from 75 to over 150 participants
First year in supporting an Enterprise-wide Veterans Interests Council
In partnership with Military Warriors Support Foundation,
Provided a wounded Veteran and his Family:
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A mortgage-free home in Woodstock, GA & three years of financial education & counseling in support of
homeownership
SunTrust donated a total of six homes across our footprint since program inception last year
Attended 20 military Veteran career fairs (4 in Georgia)
Participated in Women Veterans Social Justice Conference at Kennesaw State University
Made contribution in support of the Atlanta Chapter of the Military Order of the Purple Heart
Led Atlanta SunTrust headquarters Memorial Day Moment of Remembrance with supporting Marine Color Guard
Organized annual effort to send over 250 holiday cards to active duty service members
Hosted SunTrust headquarters Veterans Day speaker event and luncheon
Provided veteran business leader panelist support for Coalition of Veteran owned Businesses
SunTrust Atlanta Veterans Teammate Network in 2016
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Increase active involvement of Atlanta Veterans Teammate (employee) Network
Provide at least one selected wounded Veteran and his/her Family:
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A mortgage-free home & three years of financial education & counseling in support of homeownership in partnership
with Military Warriors Support Foundation
Attend 24+ military Veteran career fairs (6 in Georgia)
Promote SunTrust, Atlanta Veteran Teammate Network activities (internal & external)
Collaborate & participate with other Atlanta employers on veteran community based projects
Organize annual effort to send holiday cards to active duty service members
Plan and lead events in honor of Veteran focused holidays (Memorial Day, Veterans Day)
Increase mentorship & sponsorship for transitioning service members
Share & solicit “Best Practices” on driving Veteran type activities
Veterans Education
Training and Transition
Program
2
(VET )
Program History
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Program first piloted August 2013 in Savannah, GA
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Originally developed for unemployed and
underemployed Veterans recently separated from
active duty
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Created using an experiential learning model that
allows service members access to the civilian
workplace through internship
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Seven corporate sponsors in the first year
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Approved as an active duty internship program June
2014 as part of DoD Instructions 1322.29
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Currently there are over 1100 active duty service
members and Veterans who have completed
interest requests in the program
– 18% Logistics & Supply
– 14% IT/Communications
– 14% Security/Law Enforcement
– 11% Maintenance/Repair
– 9% Human Resources/Administrative
– 7% Aviation
Measurable Outcomes
Selection Rate:
Program Completion:
Hired/Offered Employment:
(August 2013 – December 2015)
25%
93%
99%
Veterans Education Training and Transition (VET2)
“VET2 is a truly successful program that remains the only one of
its kind in the country.”
Lieutenant Colonel Steven M. George
Office of the Chief of the Staff of the Army
Soldier for Life Program
• Designed to facilitate the successful transition of service members as a
potential employee or new hire.
• Compatible with existing onboarding process
• Content provided by the employer to ensure relevance
First Active Duty Internship in the Country
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Active duty service members now authorized to
participate in internships with approved institutions of
higher education (DoD Instructions 1322.29)
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10,000 service members per year are projected to
transition from Georgia military installations from
2015-2020
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VET2 approved as an active duty internship
program at Fort Gordon, Fort Stewart, Hunter Army
Airfield & Robins AFB (Fort Benning pending)
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Service members must be in the last 180 days of
service & receive approval from their chain of
command to participate in an internship
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Active duty service members cannot receive
compensation from the employer (“unpaid
internship”)
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First Active Duty class completed January 2015 with
100% receiving a job offer
VET2 Graduates January, 2015
“Gulfstream is committed to military hiring.
The VET2 program provides a great
opportunity for Gulfstream to help members
of the military ease the transition to the
civilian workforce, and it also help us
source experienced professionals.”
Mark Burns, President Gulfstream Aerospace
Why this Program is Different
Benefits to the Service Member
Benefits to the Employer
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Income during the hiring process; active
duty military receive pay & benefits
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Decreased cost of hiring and onboarding veteran new hire
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Feedback on job performance and
marketability from an employer
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Extended interview process for the
evaluation of potential new hires
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Program flexibility to align with
separation date
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Program flexibility to align with
workforce training requirements
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Course content provided by the
employer
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Employee training through Georgia
Tech in a “high demand skillset”
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Education & Experience for the resume
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Networking with cohort members and
employer
Strategic Partnership with Georgia
Tech to provide education and
employment opportunities to our
military service members
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Training and job offer before the
separation date from the military
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Relocation costs for new hire covered
by the military
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Mentorship and support before, during
and after the job search
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A reliable and dependable employee!
What’s New for 2016
• VET2 Split Course Option
– Engage service members
earlier in their transition
• VET2 101: Resume Building and
Interview Skills (Online)
– Collaborative effort between
GTPE, “Boots to Loafers” and
the Georgia Department of
Economic Development
• Increased Internship Opportunities
for Companies in Remote
Locations
• Program Expansion to other States
• Overseas Career Skills Program
Opportunities for Service Members
For More Information
James R. Wilburn, Ed.D.
Academic Program Director, Military, Professional Education
Georgia Institute of Technology
210 Technology Circle, Savannah, GA 31407-3016
Office: 912-966-7951
Email: [email protected]
Website: www.gtpe.gatech.edu/
Patrick Haddock
2015-16 MVBRG
President
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Classified - Internal use
2015 Coca-Cola MVBRG Highlights
● American Corporate Partners (ACP) partnership continued
- 70 mentors and lengthy waiting list
● Veterans Day events
- Veterans Day employee event at our HQ
- USO “stuffing party” – employees put together care
packages for deployed troops
- Every employee Veteran received a challenge coin
- Storyboards at HQ to recognize veteran employees & family
- Hosted an ACP/HHUSA career workshop
● Signed up for the Army PaYS program
● VET2 internship program
● Testified at U.S. Senate hearing with Starbuck on status of
support of veterans
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2016 Coca-Cola MVBRG Plans
● American Corporate Partners (ACP)
● Veterans Day events
- Employee engagement event + USO + challenge coins
● Veterans Non-Profit Support
- Some details still being worked out
- Working with The Mission Continues on Atlanta expansion
● Enhance Veteran Recruiting Efforts
- TAP program lead visiting TCCC in Feb
● HHUSA resume and/or interview event
● Partner with TWI/EWI program and local participants
● International Officer visits from Maxwell AFB
● Liaison with HR for USERRA and company policy compliance
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Joe M. Shubert, CSM(Ret)
Georgia ESGR Administrative Support Technician
WE
ALL
SERVE!
www.ESGR.Mil
Family & Employer Programs & Policy (FEPP)
2/9/2016
(Version 1)
Uniformed Services Employment
& Reemployment Rights Act of 1994
USERRA
• Protects reemployment rights and benefits of all employees
who engage in military service as if he or she had been
continuously employed during a period of military service.
• This includes having the same level of seniority, status, pay
and benefits they would have accrued, if they were not
called up for military service.
2/9/2016
(Version 1)
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Military Responsibilities
Employer Responsibilities
• Provide prior or advanced notice
to employer (verbal or written)
• Allow Military leave of absence
• Serve for no more than 5
cumulative years away from the
workplace. However, there are 8
exception categories.
• Serve under honorable
conditions
• Prompt reinstatement of
employee
• Maintain employee seniority
• Reinstate employment benefits
• Training or refreshing of skills
• No discrimination or retaliation
• Return to work in accordance
with USERRA guidelines
2/9/2016
(Version 1)
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Who is covered under USERRA?
YES:
 Past and current employees with uniformed service
 Applicants for employment with uniformed service
 Witnesses to USERRA right infractions or violations
 Employers with even one employee
 Active Duty, Reserves, National Guard, National Disaster Medical System
NO:
 Guard members on State Active Duty for Floods, Fires, etc. (Will be protected
under the Governor’s state protection laws)
 Non-recurrent or Brief Employees, Clergy, Students, Independent-Contractors
** Non-recurrent employment meaning that the period of hire was not reasonable expected
to continue indefinitely or for a significant period.
2/9/2016
(Version 1)
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Questions about USERRA
1- 800-336-4590, option 1
or
www.ESGR.mil
2/9/2016
(Version 1)
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MAG Overview
January 6th, 2016
THD MAG Overview
 VISION: Provide a platform that provides professional development, outreach,
awareness, and integration for our military/veteran community and Home Depot
associates
 MISSION: Foster a symbiotic relationship between THD veterans, THD nonveterans, and the local veteran community through integration, education, and
development
 CORE COMPETENCIES:
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THD Memorial Day/Veterans Day events
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USO
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Community Projects (Toys 4 Tots, Habitat for Humanity, UMC)
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Veteran Hiring/THD HR Initiatives (Vetlanta, ACP)
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Support Veteran Non-Profits
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Adopt-a-unit/Letters/Care Packages
 MAG participated in and/or hosted over 50 events representing The Home Depot in
2015
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Board of Directors and Leadership Committee Set Up
 MAG currently has ~800 active members
 One of our main goals in 2016 is to focus on engaging our current membership through
the creation of leadership committees
Board of Directors
Board Position
Proposed Leadership Committee
Board Member
Committee Position
Chair
Don Stolzoff
Veterans Day
Co Chair
Fred Spano
Memorial Day
Comptroller
Compliance
Miscellaneous Events
Cindy Monk
Miscellaneous Events
Metrics/Membership
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Committee Member
USO
Communications
Christine Holloway
Veteran Hiring
THD Foundation
Tiffany Poole
Veteran Non Profits
Community Projects
Dan Sedrak
Community Projects
Veterans Day
Bethany George
Memorial Day
Rachel Gates
USO
Emily Knox
Veteran Hiring
Karen Lewis
Advisory Role
Ted Studdard
USN Liaison
Scott Long
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Expectations
One year commitment
Lead the committee responsible for specific event
or project
Attend LC meetings
Complete new member onboarding
SALUTE Roswell
Kimberly-Clark Corporation
Marcia Lucus
Family Support
Good Works
Build Talent
2016 Roswell Objectives
Objective: Deliver content and experiences to
recruit, retain and develop members
Objective: Create opportunities to
make a difference in our communities
Objective: Assist K-C military families
through the rigors of military life
• Quarterly leadership series
• Focused feedback from our veteran
employees
• K-C Volunteer Opportunity Day
• Support local 5K Run
• Missing soldiers table (Memorial
Day)
• Holiday Mail for Heroes
• USO Volunteer Day at Hartsfield
• Operation Baby Shower
Hire Heroes Volunteer Recruitment
Holiday Mail for Heroes
KCP Volunteer Event
Now Presenting:
VYD and Associates
On Deck:
UPS
In The Hole:
First Data
Women Veterans’ Employment Research
U. S. Department of Labor
VETS/Women’s Bureau
www.vydandassociates.com
Project Overview
DOL Women’s Bureau’s and VETS needed to identify gaps in research and employment policy to:
• Address the needs and issues of women veterans
• Provide understanding to the needs and issues unique to women veterans
• Support employer effects in hiring and retaining women veterans
• Inform the federal governments ongoing work in supporting employment and training
opportunities for women veterans who are transitioning into the workforce
Business Problem
 Women Veterans have an unemployment
rate of 8.3% versus 6.9% for men veterans.
 Public and private sector tools, services
and programs for veterans are designed
from a male dominated view
 Deficiency in research and literature
addressing the specific needs workforce
development needs of women veterans
 DOL needs to prepare for 1.5M
transitioning service members, which
includes women veterans
Benefit Realization
 Support the Women’s Bureau (WB) in the
expansion of its content knowledge on the
challenges facings women veterans in the
labor force
 Identifying what exist within this body of
knowledge
 Identifying what policies exist to integrate
women veterans into the workforce
 Identifying research gaps around women
veterans employment
 Research-informed policy decisions to
prepare for the unique needs of women
veterans.
Project Mission, Goals, Objectives
Challenge
 Women Veterans
have an
unemployment rate
of 8.3% versus 6.9%
for men veterans.
 Public and private
sector tools, services
and programs for
veterans are
designed from a
male dominated view
 Deficiency in
research and
literature addressing
the specific needs
workforce
development needs
of women veterans
 DOL needs to
prepare for 1.5M
transitioning service
members, which
includes women
veterans
Objective
Women’s Bureau seeks to
address the gaps in research
and employment policy to:
 Address the needs and
issues of women veterans
 Provide understanding to
the needs and issues of
women veterans
 Support employer effects
in hiring and retaining
women veterans
 Inform the federal
governments ongoing
work in supporting
employment and training
opportunities for women
veterans who are
transitioning into the
workforce
Mission
Goal
Support the Women’s
Bureau (WB) in the
expansion of its content
knowledge on the
challenges facings
women veterans in the
labor force by :
Research-informed
policy decisions to
prepare for the unique
needs of women
veterans.
 Identifying what exist
within this body of
knowledge
 Identifying what
policies exist to
integrate women
veterans into the
workforce
 Identifying research
gaps around women
veterans employment
Approach
The review process included
more than 275 articles,
reports, briefs, and other
resources. The information
found during this review was
analyzed to provide an
overview of labor market
characteristics of women
veterans, the challenges
women veterans face
compared to men veterans,
and to identify gaps in
published data as well as
directions for future research.
Focus on identifying gaps in available research and factors
impacting women veterans in the labor market.
WVER project focused on a
review of the literature
(academic, government,
policy research) regarding
women veterans’
demographics, employment
and unemployment,
occupations and earnings,
marital and parental status,
health and disability, and
socioeconomic status,
including homelessness.
Key Findings
Gender-differentiated data
• Many studies and evaluation of
services do not differentiate by
gender.
• Difficult to identify issues and
trends unique to women
veterans.
Demographics
• Women veterans are younger,
more diverse and more likely to
be single parents than their male
counterparts.
• Detailed comparisons including
demographics and impact on
employment not available.
Employment Best Practice
• Majority of women veterans are
doing well.
• Gulf War II era veterans have
higher unemployment than
male peers.
• Need to understand what
majority of women veterans are
doing well.
Identification & Utilization
• Women veterans less likely to
publically identify as veterans
than male peers.
• Women veterans less likely to
utilize services designed to
assist veterans.
UPS VBRG Overview 2015-2016
VETLANTA Q1
Bryan Wolfe, VBRG Chair
Q1 2016
ATL-VBRG Summary 2015 / Theme: “Put the B back in BRG”
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WG1 “Reputation Management”: Increase the profile of UPS in the veteran community
through fundraising, awareness, and speaking opportunities
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12 cross-functional VBRG team members contributing
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Provided three grants from locally including: $500 American Legion, $500 Catch a lift,
and $2000 Veterans Homeless Shelter directly aiding veterans in need
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Supported the local VA Hospital by building 6 storage shelving units onsite
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Blanket/Coat drive: 200 items gathered and distributed
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Held 2 Veterans Day Color Guard events at 55 Glenlake & Morris Rd, and raised $593 for
the United Way through our Chili Cook-off ticket sales
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WG2 “Growing the Business”: Network with Veteran Owned Businesses Networks, Veterans
Administration and DOD to help Veteran Owned Businesses (VOB) grow
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20 cross-functional VBRG team members contributing
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Hosted our first Veteran Owned Business (VOB) Summit with 85 companies in
attendance across 23 industries as well as 15 guest speakers/leaders from industry,
academia, and government helping to Inform, Equip, and Enable VOB’s for success
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Created 2 new ventures including a new Veterans Entrepreneurial COE program with
VETLANTA and new collaboration with the Coalition for Veterans Owned Businesses
(CVOB) starting in Q1 2016
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WG3 “Talent Management”: Work with veterans advocacy groups to increase employment
of qualified Veterans.
• 12 cross-functional VBRG team members contributing
• Developed a new veteran mentorship program for new hires
• Hosted 2 American Corporate Partner (ACP) events providing guidance on resume writing
and interviewing skills with 40 veterans in attendance at each event
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2016 High-level plan UPS ATL-VBRG
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APRIL: ACP and Hire Heroes: ALL DAY and early evening transition,
coaching, interviewing and resume writing workshop
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APRIL: Annual Food Drive.
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Late 2Qtr, early 3Qtr: Coat and jeans Drive
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SEPTEMBER: VETLANTA Summit - evening
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OCTOBER: Veteran Owned Small Business summit. Same formula as 2015
as part of the new VETLANTA Entrepreneurial COE
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NOVEMBER: Veterans Day recognition, morning Colors, etc.
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DECEMBER… Toys for Tots.
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Military Employment Overview
Savana Santiago
Military Recruiter
January 27, 2016
© 2015 First Data Corporation. All Rights Reserved.
National/State Coalitions and Partnerships
Veteran and Military Spouse Employment
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Our 2016 hiring goal is 15% of new US hires will
be veteran and military spouse hires.
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Launched Monster / Military.com microsite
o Microsite leverages the military translation
tool.
o Links from FirstDataSalutes.com.
o Integration with Salesforce.com.
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Dedicated Talent Acquisition and Military
Experience teams which support the training,
retention and improved performance of all
military affiliated hires.
Veteran Jobs Mission
•
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Founded in 2011 by First Data’s CEO while he was still at
JPMorgan Chase, the goal of the Coalition is for like-minded
companies (regardless of industry) that strongly identify with
the mission to hire U.S. veterans and their spouses.
o No cost to join the Veteran Jobs Mission;
o No hiring quota;
o Members make a commitment to hire veterans, report
veteran hires on a quarterly basis;
o Attend face-to-face quarterly meetings and share best
practices as it relates to veterans initiatives;
o Members are required to sign a memorandum of
understanding which outlines the aforementioned core
tenants of membership.
What Are the Benefits?
o Employers benefit by exchanging knowledge,
information and leading practices.
o Companies discuss leading practices around the entire
employment continuum.
Wounded Warrior and Caregiver Opportunities
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Transition Training Academy (TTA)
o Instructor-led information technology training for wounded
service members, veterans, caregivers, and military spouses.
o Candidates hired in to full-time positions across all roles and
locations within First Data.
•
Care Coalition
o Provides services for Special Operations Forces wounded, ill, or
injured service members and their families.
o Candidates placed into internships/fellowships.
o Opened to all positions at key sites in July 2015.
Owner-Associate Experience
The strength of our company is in our human capital, our owner-associates
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Improved Onboarding Experience
o Welcome letter from MVA team
o New hire welcome call
o Welcome packet
o Invitation to join the Military Affinity Group
(MAG)
o 90-day “check in” email
Diversify our Workforce: Military Awareness for
First Data Owner-Associates Training
o Target audience: hiring managers, supervisors,
recruiters, and owner-associates.
Military Affinity Group (MAG)
o Created to establish and lead a network for First
Data’s military-affiliated owner-associates:
veterans, Guard and Reserve members, military
spouses, family members, and civilian
supporters.
o The MAG connects and supports our members
through community building, networking
opportunities, and professional development.
o 165% increase in membership in 2015.
o Chapters located in eight FD locations
throughout the U.S.
Veteran Business Engagement
•
Veteran Business Offer
o Full launch of First Data’s comprehensive
package offer for veteran- and military
spouse-owned businesses in the SMB
Direct Channel.
•
Coalition for Veteran Owned Business
(CVOB)
o First Data and IVMF launched the
Coalition for Veteran Owned Business
(CVOB) on May 5th.
o CVOB / Southern Methodist University
Veteran Business Summit to be held
November 6th.
Looking ahead:
• Center of Excellence for Veteran
Entrepreneurship
o Create the Center of Excellence for
Veteran Entrepreneurship through
partnership with the Institute for Veterans
and Military Families at Syracuse
University to provide resources, education,
and commerce and supply opportunities
for VOSMB.
Ongoing Events / Activities
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Statewide collaboration – Developing liaisons/chapters
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Vets for Vets – buddy program to integrate transitioning vets
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Statewide student of the business training – lunch & learns
•
USO volunteer day
•
Memorial Day – Operation DVD/ Care packages
•
Veterans Empowerment Organization volunteer days
•
Atlanta Veterans Day Parade
•
Habitat Veterans Re-construction (Macon)
Hiring Activities/Initiatives
Eaton Military Talent Engagement and Retention
© 2013 Eaton. All Rights Reserved..
Military Recruiting – Strategy/Vision
Increase overall Vet hiring across the organization – all levels
• Measure current baseline and track incremental improvements to achieve
best in class standards
• Report military hiring at all levels on a monthly basis
• Use various channels to ensure Eaton is an “employer of choice” via
branding/job boards
• Participate in best in class competitions to achieve top military status
• Widen the window – provide operations great diverse talent with built in
leadership capabilities
• Use various tools to accomplish this goal – branding/recruiting/education
and training for MOP’s
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Why Hire Military
Many of the most admired companies in the US have a robust recruiting program
that focuses on hiring military talent because of the many positive attributes this
continuously replenished labor pool provides.
Core values – The core values of the military reinforce those of Eaton.
Eaton Core Values & Philosophy
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Customer Orientation •
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People
•
Accountability
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Trust
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Health and Safety
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Respect
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Inclusion
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Dignity
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Communication
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Integrity
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Compensation
•
Learning
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Innovation
•
Engagement
•
Environment and
Communities
Excellence
US Armed Forces Core Values
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•
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Loyalty
Duty
Respect
Selfless Service
Honesty
Integrity
Courage
Commitment
Devotion to Duty
Excellence
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Military Strengths/Competencies/Benefits
Service Mentality
• Contribute to something larger than you
Leadership laboratory
• Maturity and leadership beyond their years
• 1 in 12 Fortune 500 CEO’s is a Veteran
Diversity
• The military pioneered diversity in its workforce
• 38% of transitioning military members are minorities
Safety
• Well versed in safety and risk management
• Safety initiatives and policies tie to “I Choose Zero”
Learning Agility
• Provided continuous opportunities to learn new skills with little to no
previous knowledge – expected to become SMEs
64
Military Strengths/Competencies/Benefits
Continuous Training/Improvement
• US Military incorporates a continuous learning environment focused on
personal/professional improvement
Substance Abuse
• Zero tolerance policy
Ability to relocate
• Relocation is built into their DNA and military provides relocation assistance
upon transition
Tax Credit for hiring military
• Work Opportunity Tax Credit ($2,400 - $9,600)
Flexibility
• Open to multiple environments, work locations and different types of
opportunities
65
TMP/Vet Engagement
Various methods are used to engage
Transitioning Military Professionals (TMP)/Vets
before joining Eaton
•
•
•
•
•
•
Military Landing Page on Eaton website
Job Fair Participation
Web/Conference Calls
Internal Interview Events
Veteran ERG
Military Talent Scout Network
•
•
Adds an SME to each Eaton facility
Functions as “Buddy” or sponsor for new vet hires
66
Functional Areas of Focus for TMP/Vets
Why Manufacturing, Operations, Production and Supply Chain?
1. High volume functions
Manuf/Ops/Prod/SCM volume accounts for 24% of external hires since 2010
YTD (SB07-SB11)
2. Historical success
Recently, Eaton hired 64 transitioning military professionals (SB06 – SB12) *
20 of the 64 (31%) were hired into SCM / Manufacturing
Production/Operations positions
50% of the hires were officers
3. Transferrable skills sets / Ease of entry
Military Officers focus on leading people in a technical environment and
managing processes
Business Function
Engineering
Environmental Health and Safety
Finance
Human Resources
Information Technology
Manufacturing
Marketing and Sales
Operational Excellence
Operations
Production
ProgramManagement
Quality
Supply Chain
Grand Total
Total
770
46
131
126
160
245
439
45
27
24
19
99
271
2402
Above numbers represent SB07-11 external hires
during period covered
* Does not include all veterans hired during this timeframe
67
Eaton Vet Engagement & Retention
Internal engagement & retention
• Veteran ERG
• Military Talent Scout Network
• Eaton Coin
• Eaton Culture and Environment
• Make a difference (your ideas are heard)
• Provide unrivaled customer value (do what’s important)
• Enjoy lifelong learning (learn and grow)
• Develop your career (be recognized and succeed)
• Experience and growing global company that’s committed
to the customers and communities it serves
68
Eaton Vet staffing results and plans
For 2015 we established a goal of having 7% of
our 2015 US hires be a military veteran—we
achieved 8%.
Our plan is to maintain or exceed this goal in 2016
We are looking to implement some processes
similar to our Early Talent (college campus
recruiting) Programs and apply it to our military
hiring initiative in 2016
69
70
Military / Veterans Employee
Resource Group (ERG)
~ It’s About Connecting Veterans and
Building Camaraderie ~
Mark Munoz, President
Veterans ERG Overview
Engagement
•
•
Pride for what we do and have done
What we do for the Warfighter
Speaker Series
•
•
Military veteran speakers
Sharing Our Stories
Professional Development
•
•
Lunch and Learns
Leadership Positions
Personal Development
• Veterans Benefit Advisors (external to company)
• Employee Assistance Program Briefs (internal)
Transition
• Recruiting Referral (who do you know?)
• Transition Assistance – acclimation to LM
Mentoring/Coaching
• Formal and informal
Networking
• Connect and Engage with other Veterans
• Connect with all Site ERGs
• Social Events
Veteran Info Example
Veteran Info Example
ADP – Military Strong BRG
VETLANTA Q1 Summit
Greg Poquette – National Board Treasurer
January 27, 2016
Copyright © 2015 ADP, LLC. Proprietary and Confidential.
Overview
• Founded as a resource
group in 2013
• National Board – Steering
Team
• Organized Regionally
–
–
–
–
–
SE
NE
West
Midwest
Virtual
• 500+ associates are
members
78
Habitat for Humanity
• 50-60 ADP volunteers in
each location
–
–
–
–
Newark NJ
Atlanta GA
Augusta GA
San Dimas CA
• ADP was awarded the
HFH Newark “Golden
Hammer” in 2015
79
RED Drives
• Collect, assemble, and
distribute care packages
for overseas service
members
• Twice annually; May and
October
• 200 + packages sent in
October 2015
80
We will be establishing a chapter in
Atlanta in 2016!
• Office locations
– Alpharetta
•
•
•
•
Windward Pkwy
Great Oaks
Westside Pkwy
Union Hill
– NW Perimeter
• New Northside Drive
• Contacts
[email protected]
(770) 360-2558
[email protected]
(678) 746-5287
81
Accenture’s Military
Commitment
John Thomas
linkedin.com/johnthomas2008
[email protected]
Accenture’s Commitment to Veterans
•
Accenture is a leading global professional services company,
providing a broad range of services and solutions in strategy,
consulting, digital, technology and operations with over 374,000
employees across 120 countries.
•
As a global consulting, outsourcing and technology company,
Accenture offers a wide range of career opportunities for military
personnel and veterans. Many chose to apply their functional
skills, such as IT, logistics, cyber security, or accounting, to work
with clients across industries while others prefer operating in the
government environment with Accenture Federal Services.
•
Consistently ranks in Top 100 Military Friendly Employers
•
Accenture gives veterans exposure to amazing training and
careers in technology
•
Accenture continuality searches for ways to serve both enlisted
and officers transitioning
83
Accenture’s Proof of Commitment to Veterans
(That would be me!)
• Enlisted U.S. Army 1995-2006 2 Iraq tours
• Joined Accenture in 2015 through one of Accenture’s Veteran
hiring initiatives
• Currently a Big Data Software Engineer (Certified Apache
Cassandra Developer) with Accenture Digital & Analytics
•
Co-lead for Accenture’s Military Employee Resource Group in
Atlanta
• Off-duty super hero- I enjoy helping veterans finding
employment.
84
Atlanta Military – Mission/Vision
MISSION
Support the recruitment, development and
retention of our veteran community by
leading and participating in programs that
make a substantial impact in our veteran
community and deepen our relationships
with clients
Recruit
•Support 5/5
Mission
VISION
•Actively engage
transitioning
veterans across all
branches
•Identify new
veteran sourcing
channels
Develop
•Identify
veteran/spouses
development
needs within
Accenture
•Identify leadership
/mentorship
opportunities
within MERG for
our veterans
/spouses
Support
Retain
•Support veteran
initiatives across
•Foster a team
focused culture
•Local networking
/collaborating on
best practices and
employment
efforts
•Engage talent and
encourage
progression within
the organization
•Veterans in
reaching career
goals
85
FY16 – Planned Programs and Events
Company-Wide Programs
1. Hire 5,000 U.S. Veterans by 2020
2. Accenture Veteran Technology Training Program/Partnership with
Udemy
3.
Accenture Military Career Coach/Mentor programs
4.
Junior Military Officer Program
5.
Partnership with Institute for Veterans and Military Families (IMVF)
Local Projects Planned for FY16
1.
Panel Discussions
2.
Mock Interview/Resume Review days
3.
Technology Career Days
4.
Tech Careers Office Hours
5.
Local participation in college and job fairs
86
2016 Veterans Initiatives
J. Walter Thompson South/West
Presented to Vetlanta
January 27, 2016
J. Walter Thompson Co. – Over 150 Years
of Veteran Service and Support
Executive Summary
Founded by a veteran of the United States Armed Forces, our history as a company has
forged an enduring bond with the military community, including active duty, reserve,
veterans, and their families.
•
JWT support efforts and initiatives are organized into three primary areas:
• Active Business Initiatives
• Diversity and Inclusion
• Pro Bono Initiatives
•
Our 2015 activities supported the above areas and set the stage for continued
progress in 2016:
• Initiated a new contract with the Marine Corps for Recruitment Advertising
• Published a North American Diversity and Inclusion Plan that specifically
recognizes Veterans as a D&I priority for J. Walter Thompson
• Continued Veteran hiring efforts, retaining two new veteran employees
• Expanded pro bono support for Veteran Non-Profits, establishing a Veteran Pro
Bono platform
• The Veteran Platform approach allowed for broader support in the VNP
category vs. limitations imposed by case-by-case annual relationships
Active Business Initiatives
Doing Well by Doing Good in the Military/Veteran Community
As JWT approaches 70 years of active support for the United States
Marine Corps, we have expanded our efforts to benefit the veteran
community here in Atlanta and across the country.
• United States Marine Corps Recruiting
• Supporting the Marines and the DoD beyond Recruiting:
• Marine Corps Recruiting Command
• Marine Corps Embassy Security Group
• Manpower and Reserve Affairs
• Marine For Life
• Consultation to the Center For a New American Security
• The USO 75th Anniversary
Diversity and Inclusion
Recognizing the Evolution of D&I and Leading the Way
Consistent with our leading position in the advertising and communications industry, J.
Walter Thompson has been championing the evolution of Diversity and Inclusion, to
include the inherently diverse and progressive cohort of young veterans in the US.
•
In Q3 2015, J. Walter Thompson North America published a strategic plan for
Diversity and Inclusion that included Veterans as one of the five pillars for outreach,
attraction and engagement
•
For 2016, the J. Walter Thompson D&I plan calls for the following specific initiatives:
• Posting a minimum of five jobs on the Hire Heroes USA job board to increase
our reach and opportunity to bring more veterans aboard with JWT
• Posting additional job opportunities on RecruitMilitary.com and the LinkedIn
Veteran Mentor Network
• Providing facilities and personnel support to veteran transition activities
provided by D&I partners (Workshops, Photography, Networking)
Pro Bono Initiatives
Opportunities to support the Veteran community in Atlanta and around
the country
For 2016, JWT Atlanta has established a Veteran Platform to guide pro bono efforts.
Specific initiatives will include ongoing support to three Veteran Non-Profits whose
proven track records continue to enhance a range of opportunities for veterans,
their families, and communities.
•
The Travis Manion Foundation
•
Hire Heroes USA
•
The Bob Woodruff Foundation
We Look Forward to Working With
You
With over 100 team members who actively support military and veteran
efforts, we are proud to have the veteran experience as a central
component of who we are as a company.
Please feel free to contact us:
Marshall Lauck
J. Walter Thompson Atlanta
[email protected]
404-365-7323
Deloitte Atlanta
Armed Forces
Business Resource
Group
Helping Veterans Succeed at
Deloitte and Benefit their
Community
January 2016
Deloitte Armed Forces Business Resource Group (AFBRG)
Deloitte AFBRG Overview
• National network of more than 900 Deloitte professionals who are prior, current, and retired
service members, as well as their supporters
– The Atlanta Office contains more that 100 of the AFBRG members
• AFBRG Provides:
– Centralized group for veterans advocacy within Deloitte
– Opportunity to build camaraderie amongst veterans and veteran supporters
– Assist veterans transitioning into Deloitte
– Provide volunteer opportunities for Deloitte Practitioners
Deloitte AFBRG Locations
Seattle
Boston
Detroit
San
Francisco
Tri-State
Chicago
Maryland
Cincinnati
Denver
Washington DC
Hermitage
San
Diego
Dallas
Atlanta
Austin
Tampa
San
Antonio
94
Houston
Copyright © 2016 Deloitte Development LLC. All rights reserved.
Armed Forces BRG Key Activities
In Support of Veterans Nationally
• Work with the USO and Hire Heroes USA to organize volunteers and career panels to
various Veteran Transition Workshops throughout the country (including the metro Atlanta
Area)
• Partner with American Corporate Partners and Student Veteran Association to assist in
mentoring Veterans entering a new career path
• Provide Pro-Bono consulting services to various Veteran focused Non-Profit Organizations
(NPOs)
• Sponsor Impact Day – an event the first Friday of June that allows all Deloitte employees
across the US to volunteer and support NPOs during the day
In Support of Veterans in the Atlanta Metro Area
• Continue to Volunteer and Support NPO:
• USO Atlanta Chapter (March)
• Veterans’ Empowerment Organization (May)
• Department of VA Stand Down (October/November)
• Witness to War
• Support Additional NPOs providing high quality services to Veterans:
• Volunteer and support locally run Veteran focused NPOs (September)
• Work with United Way initiatives focus on reducing the number of Homeless Veterans
95
Copyright © 2016 Deloitte Development LLC. All rights reserved.
Now Presenting:
Georgia National Guard
On Deck:
McKesson
In The Hole:
Closing Comments
McKesson Military Resource Group
Vision & Mission
Regional Chair Updates
Northeast Region
Central Region
•
West Region
•
AK,HI,CA,OR,WA,
NV,NM,
AZ,UT,CO,WY,ID,
MT
•
MO, IA, KS, IN,
MN,MI, WI, ND, SD,
OH,IL,KY, TX, OK,
LA, NE
KY,WVA,VA,NJ,NY,PA,V
T,NH, ME, RI,DE, CT,
MA, D.C.
Chair:Patrick Soos
Chair:Sam Oman
Southeast Region
Chair: Chris Savage
•
AR,TN,
SC,NC,MS, AL,
GA, FL
NATIONAL MMRG
Serves all MMRG members and boards
Chair: Terry Carrico
Executive Sponsor: David Evangelista
98
McKesson Corporation Confidential and Proprietary
Co-Chairs: Shreve Gould &
Bennett Holtzman
FOR INTERNAL USE ONLY/PROPRIETARY AND CONFIDENTIAL
Mission: The MMRG provides opportunities for all employees to recognize and
welcome veterans and their families to McKesson. In doing so, this group of like
minded employees strives to provide professional and personal development
opportunities, support the recruitment, hiring and retention of veterans, and work
within our communities to respect, honor, and support active duty military and
veterans.
The MMRG provides opportunities to:
- Connect with colleagues with similar military service, experiences, backgrounds and
interest
- Develop skills and relationships beyond our daily work
- Support active military, veterans and their families at McKesson and in our
communities
- Assist in the recruitment, hiring and retention of veteran talent
99
2/17/2015
FY16 Goals
GOAL #1: Engage MMRG Membership
Annual membership survey
Monthly National Chapter emails
Monthly Site leaders calls
Quarterly MMRG Chapter meetings
GOAL #2: Contribute to the recruiting, hiring and retention of
Veterans
Provide MMRG Members to support TA during recruitment events
GOAL #3: Celebrate Veterans and Memorial Days
Conduct National / Regional / Site events to Veterans and those
that gave all in the defense of our national beliefs
GOAL #4: Community Outreach: Say “Thank You” to Veterans
and/or Active Duty Military
Support an annual established event in your community that says
“thanks” to Vets or active duty military.
Plan and conduct your own event.
Conduct a fund raiser and contribute the proceeds to local
organizations that assist Vets and/or active duty military.
100
2/17/2015
FY16 Goals
GOAL #2: Contribute to the recruiting, hiring and retention of
Veterans
- Dean James (Emory GBS Dean ) Speaks at McK
- VETCONECT Hosted by Emory
GOAL #3: Celebrate Veterans and Memorial Days
- Memorial Day – Flags flown at ½ mast
- Nov 11th Pins for All Vets at McK Windward location
- Nov 18th McK Honors Vets – Hosted by Pat Blake
GOAL #4: Community Outreach: Say “Thank You” to Veterans
and/or Active Duty Military
- Team River Runner - Dan Brady
- Birdies for the Brave – Tom Sullivan
- Spring into Fitness – Shepherds Men – John Mann
- DAV – 5k
- Joint ERG event -Hands On Atlanta Day
(Celebrate Diversity and Demonstrate Inclusion)
- VA New Years – Vet Thank You letters
101
2/17/2015
McKesson Honors Vets
Employee Gathered in Atrium to thank Vets
Vets Networking Lunch with MTS Leaders
- Focus was on Soft Skills Vets Bring to McKesson.
103
2/17/2015
For the third year, a
group known as the
Shepherd’s Men, will
run to raise awareness
for the most common
injuries affecting
returning troops since
2001, Traumatic Brain
Injury (TBI) and Post
Traumatic Stress
Disorder (PTSD).
One in five service men and women
returning from Iraq and Afghanistan need
treatment for these devastating
conditions. Though undetectable visually,
TBI and PTSD devastate service members
and the families who suffer with them,
often leading to broken homes and suicide
Thank You

q1-2016 summit

Transcription

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