Hero Health*Hire Talent Acquisition Leader Webinar Featuring: The Employer Support for the Guard & Reserve’s Hero2Hired (H2H) The Wounded Warrior Project’s.

Hero Health*Hire Talent Acquisition Leader Webinar

Featuring: The Employer Support for the Guard & Reserve’s Hero2Hired

(H2H) The Wounded Warrior Project’s Warriors2Work Program

(W2W) Wednesday, January 23, 2013 1:30 pm – 3:00 pm EDT

Introductions and Opening Remarks

Featured Speaker – Ferdinand Alsina of the Wounded Warrior Project’s Warriors to Work (W2W) Manager

Featured Speakers – Daniel Allen and Kevin Little of the Employer Support of the Guard and Reserve (ESGR)’s program – Heroes 2 Hired (H2H)

Review of H3’s 2013 Strategic Priorities

Final Closing Announcements

Adjournment

Hero Health Hire Talent Acquisition Leaders’ Webinar

Agenda Wednesday, January 23, 2013 1:30 pm – 3:00 pm EDT

The Wounded Warrior Project’s Program Warriors to Work (W2W)

Presented by Mr. Ferdinand Alsina, Warriors to Work Manager, Eastern

Region (W2W)

Wounded Warrior Project®

Our Mission

To honor and empower wounded warriors

Our Purpose

To raise awareness and enlist the public’s aid for the needs of injured

service members; to help injured servicemen and women aid and

assist each other; and to provide unique, direct programs and services

to meet their needs.

Our Vision

To foster the most successful, well-adjusted generation of wounded

service members in our nation’s history.

WOUNDED WARRIOR PROJECT®

ENGAGEMENT

COMFORT STARTS HERE

Transition Care Packs (TCPs) are provided to warriors immediately after being

injured on the battlefield

Once they make it stateside to a military trauma center, they receive a WWP

backpack

Family members receive a Family Support Tote

Each is filled with clothing, toiletries, playing cards, and other essential care and

comfort items

WWP PACKS

SUPPORT THROUGH SHARED EXPERIENCES

WWP serves warriors in communities across the country at every stage

of their recovery; from newly wounded and throughout their life.

WWP ALUMNI

A PARTNER IN THE PROCESS

Helps warriors transition to life after injury

Provides detail on government benefits, Wounded Warrior Project

programs, and community resources

BENEFITS SERVICES

REACHING OUT TO WARRIORS OVERSEASInternational program improves hospital staff morale Provides Wounded Warriors with comfort items before they transfer

back to the US

INTERNATIONAL SUPPORT

ONE-STOP SHOP FOR INFORMATION

Proactively provides warriors and their families/caregivers with

information on the best available programs and services to meet

their needs

WWP RESOURCE CENTER

MIND

TREATING THE INVISIBLE WOUNDS

OF WAR

Eases readjustment for returning warriors

through mental health resources and access

to care, while addressing interpersonal

relationship issues

1 in 5 warriors returning from Afghanistan

and 1 in 3 returning from Iraq suffer from post-

traumatic stress disorder (PSTD)

and depression

COMBAT STRESS RECOVERY PROGRAM

USING NATURE AND RECREATION TO

HEAL THE SPIRIT

An outdoor, rehabilitative retreat

Helps warriors overcome combat stress

through shared experiences with peers

and connecting with nature

PROJECT ODYSSEY™

ONLINE SUPPORT FOR

COMBAT STRESS

An anonymous website with resources

and self-help strategies for warriors

battling the invisible wounds of war

RESTOREWARRIORS.ORG

THE REALITY AFTER THE REUNION

Gives family members an opportunity to get

some much-needed rest and rejuvenation

Held at numerous locations around the

country

Offers opportunities to build new friendships

that continue long after the retreat

FAMILY SUPPORT RETREATS

HELPING EACH OTHER THROUGH THE RECOVERY

Motivates Wounded Warriors by helping them develop one-on-

one friendships with fellow warriors who are further along in the

recovery process

PEER SUPPORT

BODY

OPTIMIZING WARRIORS’ PHYSICAL

RECOVERY

Provides recreation and sports programs,

nutrition and physical health strategies to

help Wounded Warriors adjust to life

after injury

PHYSICAL HEALTH & WELLNESS

IT’S A RIDE, NOT A RACE

An adaptive cycling event that allows warriors to

ride alongside fellow injured service members

Helps warriors reclaim their confidence and

strength in a supportive environment

SOLDIER RIDE®

ECONOMIC EMPOWERMENT

ACADEMIC SUPPORT FOR LONG-

TERM PROSPERITY

Gives warriors the tools, policies, and

services needed to help them achieve

educational success at their respective

academic or vocational institutions

CAMPUS SERVICES

PREPARING YOU FOR THE FUTURE

The first education center in the

nation designed specifically for

Wounded Warriors

A one-year program based in

Jacksonville, Florida and San Antonio,

Texas

TRACK is divided into academic and

vocational phases

TRACK™

HELPING YOU SUCCEED

A program that helps warriors explore

the information-technology (IT) field as a

career choice

Learn valuable career skills with real-

world applications

Opportunity to earn industry

certifications such as the CompTia A+,

Network +, and the Security +

certifications

TRANSITION TRAINING ACADEMY™

TRANSITIONING TO THE

WORKFORCE AFTER INJURY

Assists warriors with the transition back

into the civilian workforce

Provides career counseling services

and job placement assistance

Services are open to family members

and caregivers

WARRIORS TO WORK™

ADVOCATING FOR WOUNDED WARRIORS AND THEIR

FAMILIES

Works with Congress and the Federal government to create,

advocate, and lobby for legislation, regulations, and programs that

support warriors and their families

POLICY AND GOVERNMENT AFFAIRS

Find WWP online at:

http://facebook.com/wwpinc.fans

http://twitter.com/wwpinc

http://youtube.com/woundedwarriorprojec

http://flickr.com/wwpinc

http://connect.woundedwarriorproject.org

For more information on WWP programs and services visit:

woundedwarriorproject.org.

WOUNDED WARRIOR PROJECT®

The Employer Support of the Guard & Reserve(ESGR)’s Program – Hero2Hired (H2H)

Presented by Mr. Daniel Allen, Director, H2H

Mr. Kevin Little, Dep. Director, H2H

Employment Initiative Program

Hero2Hired

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Background

• The Assistant Secretary of Defense (Reserve Affairs) and the Reserve Component Chiefs are responsible for the readiness of their units and service members– Civilian employment is critical to Guard

and Reserve Service members– Civilian employment is linked to well-being– The high unemployment rate within the

Guard and Reserve is a Readiness issue

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A SOLUTION:

•Hero2Hired (H2H) is a top-tier career readiness program powered by an enhanced website and mobile application.

•H2H.jobs offers a myriad of tools including a resume builder, a powerful search functionality, military skills translator, and boasts a direct line to jobs posted by military-friendly employers with a stated commitment to hiring Guard and Reserve Service members.

•Operating with the direct support of over 4,900 volunteers and 56 Employment Transition Coordinators, H2H is a leader in the field of career readiness and talent acquisition.

And More…

What is H2H?

EIP H2H Program Components

KiosksMobile App

Job Fairs

Web SiteMobile Job Store

Facebook Virtual Career Fairs Media Plan

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Simple is better!H2H.jobs is

designed to be a useful, fast

loading, results oriented web

application

Our mission is to connect RC

Service members with career

opportunities and jobs through

engagement with employers

• Average time on site ~ 9.36 minutes• Visits to site 710,749• Job search results pages 3,715,317• Total jobs posted 3.6 million• Full Job Seeker accounts 58,000 • Employer accounts 8,000• Total usage over 6,844,513

mins.

Key Data Points (Growth and Users)

H2H Job Seeker Totals by Branch of Service as of 13 Jan 13

High Touch Network

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• 56 Employment Transition Coordinators (ETCs)

• 4,900 ESGR Volunteers• 27 Yellow Ribbon Program Specialists• 40 USAR Field Support Personnel • Other support opportunities:

– NGB State support personnel– Family Programs– ACAP– DOL - LVERs and DVOPs– Non-profits

What are the benefits of H2H.jobs for employers?

• Search or Match Criteria• Promote Your Company• Unlimited Free Job Postings• Recruiting made easy• Automatic Notifications• Certifications/Credentials• OFCCP Compliant• Talent Platform System Integrative Optional• Applicant Tracking System• Customer Relations Management Tool

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Why Hire a Person with Military Experience? Because they….

• Are Proven Leaders • Maintain Professionalism• Take Responsibility • Understand Diversity • Are Physically Fit and Drug-Free • Have a “Can Do” Attitude• Are Calm Under Pressure • Exude a First Class Image • Are On-Time, All the Time • Have a Global Perspective

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They have what you are looking for…

The Military has over 7,000 job positions

across more than 100+ functional areas and 81%

of these jobs have a direct civilian equivalent.

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Construction

Contracting / Purchasing

Food ServiceWelders

HVAC

Pilots Air Traffic Controllers

Satellite Lawyers

NursesIT / Computer

Doctors

Telecommunications

Finance / Accounting

Material Handling

Police / Security

Mechanics Machinists

Medical Specialties

Human Resources / Training / Recruiting

Transportation

Intelligence

Media / Graphic Arts

Postal Operations

Marine Specialties

Engineers

Supply Chain / Logistics

©2011 The Value of a Veteran (all rights reserved)

Grade versus Rank

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• Grade structure is common across all Services• Junior Officer is an 0-1 to 0-3 and has between 1-9 years of

experience at increasing levels of responsibility. Similar to a Department Head.

• Mid Grade Officer is an 0-4 to 0-5 has typically 9-21 years of experience, higher levels of leadership and education. Similar to Senior Manager or VP.

• Senior Officer is an 0-6 to 0-10 and has between 21-30 years experience. Similar to a Senior VP, CEO.

• Rank equivalent to grades will differ for each Service• Captain in the Navy is an 0-6 with 20 +/- years of service• Captain in the Army is an 0-3 with 3-7 years of service

Understanding “Military Speak”

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• Each service has a different name and acronym for their occupational code. Military Occupational Code (MOC) is a term understood by all service members.

• MOS (Army Enlisted, Marine Corps Officer and Enlisted)

• AOC (Army Officers) • AFSC (Air Force Enlisted and Officers) • NEC (Navy Enlisted) • NOBC (Navy Officer)

• The civilian equivalent or translation of these codes can be confusing, BUT, there are tools out there to help.

Questions You May Want to Ask

• When are you available? • Where is your geographical work

location? • Do you want to work within your military

occupational position?• Do you have any specialty skills?• What is your clearance status?• What is your rank/grade?

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QUESTIONS?

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POC

Department of Defense Mr. Dan Allen

DirectorEmployment Initiative

Program

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Back Up Slides

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Enlisted Personnel

•Enlisted – Enlisted personnel make up about 83% of the Armed Forces. •Carry out the fundamental operations of the military •Highly trained and training continues throughout their career.

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Questions

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Table 1. Active Duty Enlisted personnel by broad occupational group and branch of military, and Coast Guard, August 2011

Enlisted Army Air Force Coast Guard Marine Corps Navy

Total enlisted personnel in each occupation group

Occupational Group

Administrative occupations

6,661 15,302 2,274 11,669 19,585 55,491

Combat Specialty occupations

129,684 639 616 32,706 7,854 192,499

Construction occupations

20,499 5,185 — 5,067 5,206 35,957

Electronic and Electrical Equipment Repair occupations

40,214 31,048 4,475 14,098 48,118 137,953

Engineering, Science, and Technical occupations

45,684 47,436 1,288 25,297 40,436 160,141

Health Care occupations

31,317 15,935 693 — 24,068 72,013

Human Resource Development occupations

18,974 12,532 — 8,407 4,108 44,021

What they do…..

Source: U.S. Department of Defense, Defense Manpower Data Center

Development occupations

Machine Operator and Production occupations

5,398 6,234 1,946 2,532 9,599 25,709

Media and Public Affairs occupations

8,209 6,848 122 2,381 3,854 21,414

Protective Service occupations

27,380 34,738 2,837 9,534 11,959 86,448

Support Service occupations

13,109 1,483 1,218 2,119 8,032 25,961

Transportation and Material Handling occupations

63,566 31,279 10,900 23,154 38,148 167,047

Vehicle and Machinery Mechanic occupations

52,974 42,032 5,554 18,586 47,022 166,168

Non-occupation or unspecified coded personnel

3,441 13,117 1,663 1,926 606 20,753

Total enlisted personnel for each military branch and Coast Guard

467,110 263,808 33,586 178,476 268,595 1,211,575

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Officers

• Officers make up the remaining 17% and are leaders of the military, supervising and managing activities in every occupational specialty in the military

• Requires a 4 year college degree for entry • Advanced civilian education for promotion• Military and civilian education continues

throughout their career

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Job StoresMobile Job Apps

Mobile Job Stores

Virtual Job Fairs

Employment Assistance WorkshopsRC Recruiters TrainingMilitary Talent Corporate WebinarsMilitary Talent CEO RetreatsNew Recruit Employment PresentationCurrent Member Employment Counseling

Performance Based Referral Network

Jobs MarketData Center

Employment InfographicsEmployment Infographics

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H2H Awareness Campaign

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• Marketing Kits• Print Ads• Social Media:

- Twitter, Facebook, Linked-In, Blogs

• Brand Management

Hero*Health*HireStrategic Priorities for FY 2013

Issued to the H3 Advisory Board in Draft - January 18, 2013

Purpose of the 2013 Strategic Planning Process

Clearly, every organization needs to go through a methodical process of identifying and prioritizing the key activities vital for achieving desired success for the year. This year’s Hero Health Hire’s process of identifying Strategic Priorities, how success is to be measured, what resources will be needed and a practical timeline for accomplishing this work is well-underway.

We have proceeded through acceptance of the following principles:

Strategic planning gives H3 the desired overall direction.Strategic planning is to involve input and feedback from the organization as a whole. It shall involve a small yet crucial number of priorities that will yield the greatest impact to moving Hero Health Hire toward greater levels of effectiveness in achieving our mission. It shall include the ability to measure our success on various levels.

“To map out a course of action and follow it to an end requires some of the same courage that a soldier needs.” -Ralph Waldo Emerson

Summary of the 2013 Planning Process

This process began with the initiation of the H3 Advisory Board at the leadership group’s first meeting in June, 2012, in Washington, D.C. where draft 2013 Strategic Initiatives were reviewed,

discussed and modified.

The Advisory Board insights, ideas and modifications were incorporated into a second-generation draft for distribution to the H3 Partners.

This draft are now being distributed to all Hero Health Hire Partners to solicit individual input and feedback to be provided within a set time period.

Publication of the Hero Health Hire 2013 Strategic Priorities would complete the process in January.

“By failing to prepare, you are preparing to fail.” -Benjamin Franklin

Summary of Hero *Health * Hire Today and Review of

Year 1

Hero *Health* Hire 42 Partners• AGIS Network

• AHIMA• Ameritox• Apollo Health Street• APS Healthcare • Florida Blue• Blue Cross Blue Shield of Louisiana• Blue Cross Blue Shield of Rhode Island• Blue Shield of California• Bon Secours Health System• Bobby Dodd Institute• Booz Allen Hamilton• CareCore National • Centene Corporation • CIGNA • Comprehensive Health Services (CHS)• CRC Health Group• Defense Logistics Health (DLH)• Express-Scripts• HMS• Health Care Cost Recovery• Health Net Federal Services 

• Horizon Blue Cross Blue Shield• Humana • Independence Blue Cross (IBC)• LogistiCare• Loyola Recovery Foundation• Magellan Health Services• Meridian Health System• Performant• PricewaterhouseCoopers• Qualcomm• Regence Blue Cross Blue Shield• ResCare• SRA International• SynerMed• TriWest Alliance• Universal Health Services• United Health Centers• UPMC• ValueOptions• WellPoint

WV/272

TN/266

ME/ 12

UT/57

NY/152

NC/633

SC/514

AL/188

MS/73

LA/136

AR/29

OK/389

KS/377

NM/18

NE/402 IA/316

SD/15

ND/7

WY/22

CO/51 MO/400

MN/40

WI/491 MI/543

IN/664

OH/253

MT/25

AZ/417

CA/973

NV/48

ID/314

OR/128

WA/379

KY/144

IL/182

VA/382

PA/1,043

NH/21

VT/149

MA/65

RI/7

CT/43

DC/22

HI/75

AK/49

PR/23

VI/8

Hero*Health*Hire PARTNER WORKSITES BY STATE

1-20 H3 worksites

21-40 H3 Worksites

41-65 H3 worksites

65+ H3 worksites

NJ/757

DE/107

MD/399

Map LegendTotal H3 Worksites now at

14,258Covering all 50 states, the

District of Columbia, Puerto Rico, and the US

Virgin Islands

TX/933 FL/

597

GA/648

January 14, 2013

Hero*Health*Hire Review of Year-One Accomplishments

• Hero *Health* Hire Partner Organization Growth• Have grown to 42 Partners as of December, 2012 H3 Partner worksites span the United States with more than 14,000

worksites (we have worksites in every State in the Union, the District of Columbia and the U.S. Territories of Puerto Rico and the Virgin Islands)

Conducted/Sponsored more than 25 educational programs, new Partner orientation webinars, Summit, etc.

Attended / Spoke at more than 10 WW and Veteran Conferences/Job Fairs/Workshops

• Organizational Development H3 Advisory Board was formed /held three quarterly meetings in 2012. H3 was separately incorporated in June, 2012 -IRS application underway

for 501c3 designation. The Advisory Board launched a funding campaign in October, 2012, to

support H3’s operations.

• Hero Health Hire Website Improvements

• Broadened Channels to Wounded Warrior Candidates

• Governmental Leaders, Other Public and Stakeholder Awareness Building

• Communication Vehicles Established / Expanded with H3 Partners

Review of Year-One Challenges

Effectively Linking with Govt. Agencies and the Military Broadening Access to Wounded Warrior Candidates Gaining Assistance with Translating Military Backgrounds with Top H3

Jobs Getting Word out to Veteran Employment Advocates across the US

Tracking of Hiring Results H3 Hiring Programs Being Developed/ Tracking Systems Upgraded Some Reticence to Share Results

Engaging More Partners in WW Hiring Events More H3 Participation in Military-Sponsored WW Employment Events Carrying the H3 Banner where H3 Partners Attend Events Sharing Candidates with other H3 Partners when Not Able to Hire Them

Gaining More Public Awareness May Wish to Consider Assembly of H3 Task Forces

Fundraising to Ensure an Independent Hero Health Hire

Looking to the Future

Overview of 2013 Strategic Imperatives

Achieve Growth, Organizational Independence and Permanent LeadershipDeliver Optimal Functionality and Value to our Partners and StakeholdersDrive Strong Networking among H3 Partners, WWs and WW AdvocatesAlign with Strategic Partners who lend services, ideas, resources, support and practical reciprocity.Enhance, Measure and Report our Effectiveness in Fulfilling our Mission

GOAL: Achieve Growth and Organizational

Independence

Objectives: • Expand the Number of New H3 Partners

• Broaden the Industry Segment Representation

• Generate the Needed Funding for Hero Health Hire to Operate Independently – We have Created an Annual Budget Needed to Support Activities and a Permanent Leadership Team but have Fallen Short of Raising the Funds.

• Establish a Permanent Leadership Team to Operate H3 into the future.

GOAL: Deliver Optimal Functionality & Value to

Our H3 Partners and Stakeholders

Objectives: • Strengthen the content & functionality of the H3 website to provide

an enhanced resource for H3 Partners, WWs and Disabled Veteran Advocates.

• Deliver More Supportive Educational Programming and Leading Practice Tools.

• Forge a Cooperative Arrangement with Non-Profit Entities to help Screen, Recruit, and Train Veterans, Wounded Warriors and Veterans with Disabilities for Jobs with H3.

GOAL: Drive Strong Networking Among H3 Partners Candidates and Employment Advocates

Objectives:

Begin New Regional and Local Networking Events among H3 Partners, Veteran/Wounded Warrior Employment Candidate Sources and other Non-Profit 501c3s that will help us train and place wounded warriors and veterans with disabilities into our organizations.

These activities involving New Regional and Local Networking Events among H3 Partners, Veteran/Wounded Warrior Employment Candidate Sources and other Non-Profit 501c3s that will help us train and place wounded warriors and veterans with disabilities into our organizations will begin in February 2013.

GOAL: Align with Strategic Partners to Foster Additional Sharing and Access ResourcesObjectives:

Align with Strategic Partners who lend services, ideas, resources, support and practical reciprocity. Establish alliances and partnerships that can assist us in

furthering the awareness of H3 to key stakeholder communities in an effort to provide: Additional financial or programmatic support and resources; Improved assess to best practice hiring and retention tools

and methods; Broader access to veteran, wounded warrior and spouse

employment candidates; To provide assistance with screening, preparing / training

and placing wounded warriors and disabled veterans for entry into our H3 open positions to reduce the strain on H3 Partners’ needs to provide extensive training and to affect the resulting greater levels of candidate retention.

GOAL: Enhance, Measure and Report

Effectiveness in Fulfilling the H3

MissionFormalize and Implement Measurements to Establish the Level of Success H3 has Achieved in 2013 include: Growth of Number of New H3 Partners brought on. Expansion of the Segments of the Health Care Industry Represented in

H3. New Leading Practices Developed, Shared and Implemented. Degree of H3 Participation in H3 Functions and other Hiring Events for

Wounded Warriors. Improved Tracking and Reporting of Wounded Warriors, Veterans with

Disabilities, WW Spouses and Veterans by H3 Partners to Enable Some Hiring Result Reporting.

Initiation of a Mechanism in H3 Partner Companies for Tracking Retention Rates of these Hires.

The mechanisms for measuring these results will include a combination of individual routine reporting, via H3-sponsored, periodic surveying of H3 Partners, Tracking reports on hires and retention results, etc.

“If you don’t know where you are going, you may not get there.” - Yogi Berra

Thank You for Your Support and Contributions to the Process and

to Hero *Health* Hire