GUIDE TO LEADING POLIcIEs, PRAcTIcEs & REsOURcEs ...

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AppendicesAppendix D:Checklist for Employers: PhilanthropyWhen developing a program of philanthropy to support HR practices for the recruitmentof veterans, consider the following:▶ Consider and develop philanthropic opportunities based in financial and non-financial(in-kind) support. Programs of support may focus on wrap-around services andsupports, such as housing, healthcare, transportation, education, community reintegration,employment preparedness, and volunteer service.▶ Seek opportunities to leverage the firm’s core competencies, in the context of where/how these strengths can be most effective and applied to impact the employmentsituation of veterans.▶ Focus philanthropic support for veterans to align with the company’s non-veteranand veteran-related goals. Find alignment between the company’s goals and opportunitiesto integrate veterans and veteran-issues into existing initiatives. Engage theveteran community to identify overlapping goals.▶ Understand key issues for veterans in each of the company’s philanthropic activities.For instance, if the focus is on educating youth, create opportunities for veterans tomentor and engage with youth.▶ Engage with community organizations, aligned with corporate goals and involvedwith veterans.▶ Leverage multiple communication channels, including collaborations with VSOs andother organizations serving veterans, to create awareness of financial and non-financial(in-kind) giving.▶ Collaborate with other private sector firms to encourage information sharing,resource leveraging, and focused expertise. In turn, this will enable a more focusedphilanthropic effort, avoiding missed opportunities owing to a lack of understandingand knowledge about other programs and needs.▶ Develop strategic goals for veteran philanthropy that produce tangible outcomes forveterans and for the firm.▶ Support veteran-run organizations, those specific to veterans, and organizations notspecific to veterans or run by veterans, where appropriate.▶ Develop robust metrics and assessment tools to evaluate the efficacy of philanthropicefforts both during and at the conclusion of the grant period.134 INSTITUtE FOR veterans and military families
Appendix E:Select Initiatives Supporting Veterans’ EmploymentThe following initiatives, programs, and policy resources are positioned to support andotherwise impact the employment situation of veterans. This list is provided as a resourceto employers and is not all-inclusive. Further, the fact that a particular program islisted here (or not) does not represent an endorsement of that resource.Government Policy and Practice Initiatives▶ The Department of Labor’s Employment and Training Administration (ETA) and theVeterans’ Employment and Training Service (VETS) have joined forces to develop theGold Card Initiative. The program provides post-9/11 veterans with intensive and follow-upservices, necessary to their success in today’s job market. Eligible veterans canpresent their Gold Card at any One-Stop Career Center to obtain enhanced intensiveservices, including up to six months of follow-up, job readiness assessment, referral tojob banks, and much more. To learn more, visit http://www.dol.gov/vets/goldcard.html.▶ DOL/ETA have also created My Next Move for Veterans, an online tool that allowsveterans to enter information about their experience and skills in a field, and matchit with civilian careers that put that experience to use. The site also includes informationabout salaries, apprenticeships, and other related education and trainingprograms. To learn more, visit http://www.mynextmove.org/vets.▶ The National Resource Directory (NRD) is a partnership among the Departments ofDefense (DOD), Labor (DOL) and Veterans Affairs (VA). The information containedwithin the NRD comes from federal, state, and local government agencies; veteransservice and benefit organizations; non-profit and community-based organizations;academic institutions; and professional associations that provide assistance towounded warriors and their families. It provides access to services and resources atthe national, state, and local levels to support recovery, rehabilitation, and communityreintegration, and includes benefits and compensation, education and training,employment, family and caregiver support, health, homelessness assistance, housing,transportation, travel, volunteer opportunities and other services and resources.The NRD’s Veterans Job Bank connects unemployed veterans to job openings withcompanies that want to hire them. The partnership between leading job searchcompanies enables employers to tag job postings for veterans. It launched with morethan 500,000 job listings, and includes employer and job board job postings, taggedon their own websites. To learn more, visit http://www.nationalresourcedirectory.gov/ andhttp://www.nationalresourcedirectory.gov/home/veterans_job_bank.guide to leading policies, practices & resources 135
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GUIDE TO LEADING Policies, PRACTICE
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GUIDE TO LEADINGPOLICIES, PRACTICES
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AcknowledgementsFirst and foremost,
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Part IV 1001In Support of the Emplo
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art IWhat This Guide DoesThe “Gui
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Setting the ContextThis section is
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to work and to be economically enga
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c.Projected Job CreationImpacting V
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▶Health and Wellness Implications
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ment directly, e.g., the Veterans
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credit, the veteran may transition
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Ultimately, employment is a key to
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“Veterans are exceptionalindividu
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ue patterns of education and traini
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well, requiring affirmative steps t
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during a single 12-month period to
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guide to leading policies, practice
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In Part II of this publication we h
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Research studies focused on both mi
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▶Veterans Have Experience/Skillin
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those efforts, New York State has m
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3. Employer Challenge: Skills Trans
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Recommendations & Resources:▶ MOS
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▶ Executive-level engagement prom
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5. Employer Challenge: TrackingVete
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Strategies for Tracking Veterans in
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To create a veteran-engaged culture
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tion, as well as encouragement and
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▶ When the veteran is hired, make
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In response to calls from employers
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in the firm, and is physically assi
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personnel to become better educated
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.Additional Leading PracticeExample
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ing, and career coaching and mentor
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In the context of this research and
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2. Leading Practices: Training andP
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VETalent is expanding, and Prudenti
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utilize these shadowing opportuniti
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C. Summarysuch programs to include
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▶ A Transfer Guide: Understanding
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Leading Practices Models:WalmartSca
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An internal network of military vet
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Page 136 and 137: ummaryFor the better part of the pa
Page 138 and 139: AppendicesThe following resources,
Page 140 and 141: AppendicesAppendix B:Checklist for
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Page 146 and 147: AppendicesPrivate Sector Initiative
Page 148 and 149: Appendices▶ Ryder System Inc., a
Page 150 and 151: AppendicesAppendix G:Summary of Sta
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Page 154 and 155: Appendicesof the education and expe
Page 156 and 157: CitationsPART I1Krier, D., Stockner
Page 158 and 159: Citations22Rodriguez, E., Lasch, K.
Page 160 and 161: Citations7Disability Case Study Res
Page 162 and 163: Citations14Student Veterans of Amer
Page 164 and 165: Citations43CSX Corporation Inc. (20
Page 166 and 167: Citations74Merrill Lynch (2008). Su
Page 168 and 169: Citations11Hall, R.E. (1972). Turno
Page 170 and 171: Citations38Kulka, R.A., Schlenger,
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