GUIDE TO LEADING POLIcIEs, PRAcTIcEs & REsOURcEs ...

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art IFurther, Figure 2 presents an overviewof the nation’s employment situation bysector, as a function of veteran status andgender. 4 These rates are unadjusted annualaverages for 2011 and represent the populationof individuals ages 18 and over.In summary, this data suggests that veteransare more likely to be employed bygovernment as compared to non-veterans,but the overwhelming majority of veteransare employed in private-sector, nonagriculturalindustries. The same amount of maleveterans are self-employed (7%) comparedto male non-veterans (7%), while theself-employment rate for female veterans(3%) is slightly less, as compared to nonveterans(5%).figure 2:Distribution of Employed by Veteran Status, Gender, and Industry, 2011100%90%80%70%60%50%40%30%20%10%0%2% 2%1% 1%7% 7%3% 5%11% 18%21% 29%80%70% 67%76%malefemaleVeterans Non-veterans Veterans Non-veteransAgriculture andRelated IndustriesSelf-EmployedWorkers,UnicorporatedGovernmentPrivate Industries10 INSTITUtE FOR veterans and military families
c.Projected Job CreationImpacting Veteran EmploymentData suggests that veterans have realizedsuccess finding employment in industrysectors projected to grow over the nextdecade. A recent study by the PayScaleResearch Center identified sixteen of themost frequent work roles held by veteransin the private sector, all of which arejobs that, according to the DOL, representgrowing industry sectors. Further, theseare work roles where the BLS suggests veteransare over-represented (as comparedto non-veterans). Figure 3 depicts the jobsthat are filled by veterans at a higherpercentage, as compared to non-veterans,and also illustrates the median annualpay of those vocations (with 5-8 years ofexperience). 5One reason cited by PayScale as explainingwhy veterans are over-represented in thesework roles relates to the skills that militarytraining confers; PayScale’s study identifiedthat veterans are more likely (as comparedto non-veterans) to hold technological skillsin areas such as computer networking, computersecurity, electronic troubleshooting,Microsoft SQL Server experience, informationsecurity risk management, and informationsecurity policies and procedures.Additional research by PayScale identifiedthe top 15 employers of veterans, highlightingfirms that employ veterans as anexplicit consequence of the specific skillsand competencies that veterans bring to theworkforce; that is, PayScale included onlyemployers–and positions at those employers–whichhad direct connections to themilitary service experience of the veterans,e.g., a cafeteria worker at a defense contractorwas not counted, while a technician oran engineer was counted. Among these employerswere Booz Allen Hamilton, Boeing,SAIC, and Lockheed Martin. 7figure 3: growth projections, median annual pay (5-8 years of experience), 2008-2018 6Business Development Manager$72,200Project Manager, ConstructionIntelligence AnalystFBI AgentProgram Manager, ITTechnical WriterFiremanHelicopter PilotSystems AnalystInformation Technology (IT) ConsultantNetwork Administrator, ITNetwork Engineer, ITSystems Engineer (Computer Networking/IT)Management ConsultantField Service Engineer, Medical EquipmentHVAC Service Technician$66,000$69,500$77,600$91,000$53,400$41,900$58,600$70,500$74,000$50,000$62,500$67,300$87,000$62,400$42,000All Veteran Jobs$52,9000% 5% 10% 15% 20% 25% 30%BLS growth Projectionsguide to leading policies, practices & resources 11
Page 1 and 2: GUIDE TO LEADING Policies, PRACTICE
Page 3 and 4: GUIDE TO LEADINGPOLICIES, PRACTICES
Page 5 and 6: AcknowledgementsFirst and foremost,
Page 7 and 8: Part IV 1001In Support of the Emplo
Page 10: art IWhat This Guide DoesThe “Gui
Page 15 and 16: Setting the ContextThis section is
Page 17: to work and to be economically enga
Page 21 and 22: ▶Health and Wellness Implications
Page 23 and 24: ment directly, e.g., the Veterans
Page 25 and 26: credit, the veteran may transition
Page 27 and 28: Ultimately, employment is a key to
Page 29 and 30: “Veterans are exceptionalindividu
Page 31 and 32: ue patterns of education and traini
Page 33 and 34: well, requiring affirmative steps t
Page 35 and 36: during a single 12-month period to
Page 37 and 38: guide to leading policies, practice
Page 39 and 40: In Part II of this publication we h
Page 41 and 42: Research studies focused on both mi
Page 43 and 44: ▶Veterans Have Experience/Skillin
Page 45 and 46: those efforts, New York State has m
Page 47 and 48: 3. Employer Challenge: Skills Trans
Page 49 and 50: Recommendations & Resources:▶ MOS
Page 51 and 52: ▶ Executive-level engagement prom
Page 53 and 54: 5. Employer Challenge: TrackingVete
Page 55 and 56: Strategies for Tracking Veterans in
Page 57 and 58: To create a veteran-engaged culture
Page 59 and 60: tion, as well as encouragement and
Page 61 and 62: ▶ When the veteran is hired, make
Page 63 and 64: In response to calls from employers
Page 65 and 66: in the firm, and is physically assi
Page 67 and 68: personnel to become better educated
Page 69 and 70:
.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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support for injured veterans, manag
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is to serve as a company resource o
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surviving parents, spouses, childre
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Challenges to Implementation andSca
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.▶ Furthermore, Walmart believest
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▶ American Corporate Partners (AC
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5. Teaming and Developing Small Bus
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▶ JPMC’s Supplier Diversity Net
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▶ Expand the presence of diverses
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1. In Support of the Employer: Issu
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TABLE 1:Summary of BLS Employment S
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figure 1:Unemployment Rates by Vete
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table 3:Unemployment Rate of Vetera
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figure 2: Number of Unemployed Vete
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UNEMPLOYME40%30%UNEMPLOFIGURE Afric
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elationships with family, and 44% f
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0%0%0%0%0%0%0%0%0%0%0%0%figure 6:So
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art IVAccess to HealthcareAccess to
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art IVResearchers have found that e
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art IV▶ ADA Disability and Busine
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art IVstudy that examined the preva
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art IV▶ Vision ImpairmentsThe Nat
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ummaryFor the better part of the pa
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AppendicesThe following resources,
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AppendicesAppendix B:Checklist for
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AppendicesAppendix D:Checklist for
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Appendices▶ The Veterans Opportun
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AppendicesPrivate Sector Initiative
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Appendices▶ Ryder System Inc., a
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AppendicesAppendix G:Summary of Sta
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Appendices144 INSTITUtE FOR veteran
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Appendicesof the education and expe
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CitationsPART I1Krier, D., Stockner
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Citations22Rodriguez, E., Lasch, K.
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Citations7Disability Case Study Res
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Citations14Student Veterans of Amer
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Citations43CSX Corporation Inc. (20
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Citations74Merrill Lynch (2008). Su
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Citations11Hall, R.E. (1972). Turno
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Citations38Kulka, R.A., Schlenger,
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700 University Avenue, Suite 303Syr
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