portfolio mleary TD

Collection of Work – Portfolio for Training and Development 1

Collection of Work

Training and Development Portfolio

Created by,

Marady Leary

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Collection of Work

Biography

Marady Leary is the Director of Education and Fellowships at Hiring Our Heroes, a

program of the U.S. Chamber of Commerce Foundation. Leary serves as the national program

lead for the HOH Corporate Fellowship program. She also creates partnerships and training

programs with various educational institutions and community organizations to provide

certifications and career opportunities for military members and their spouses who are in

transition.

Leary has more than 10 years of experience in corporate development, fundraising, training,

education management and workforce development. She worked on capital campaign

fundraising programs for Catholic Charities, the Meals on Wheels Foundation, and El Valor. She

also facilitated veteran’s employment and disability programs on a national level with several

large corporations such as CVS Pharmacy, Jewel-Osco, Aon, and Compass Group.

She is a board member of the Illinois Comptrollers Valued Veterans Initiative and former chair

of the Development Committee at San Jose Obrero Mission. Leary served on the AFP Diversity

Board as a representative for issues related to disability awareness and Hispanic outreach. She

has a master’s degree in training and development from Roosevelt University in Chicago.

Leary and her husband, a United States Army Veteran, reside in Nevada with their two children.

Microsoft Office: Publisher, Excel, Word, PowerPoint, SharePoint

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Collection of Work

Exhibit 1

Instructional Design

Plan

Employer Best

Practices for Recruiting

and Retaining Military

Talent

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#1: Goal Statement and Main Steps

A. Overview of Training Initiative

This training is for companies that have little experience with launching veteran and military

spouse hiring initiatives and who are tasked with doing so at the local or regional level. This is a

2-hour interactive training that allows trainees to brainstorm and create sample plans for their

region on how to actively recruit and retain veterans and military spouses.

B. Goal Statement

HR managers and recruiters will be able to make plans to target specific regions of veteran

populations and create an individualized HR plan for the recruitment of military members.

C. Learning Domain

Use Domain Rationale

Verbal Information

X Intellectual Skills The learner will be able to make plans to target

specific regions of veteran populations and create

an individualized HR plan for the recruitment of

military members.

Psychomotor Skills

Attitudes

D. Main Steps

In the following table, enter the steps required for a learner to perform the instructional goal. You

should have a minimum of three steps and a maximum of seven steps.

1. 2. 3. 4. 5. 6. 7.

Identify

what

regions of

the trainee’s

company

are

planning for

hiring

expansion

and write

them down.

Create a

plan that

itemizes a

fast track

onboarding

process for

veterans.

Identify and

write down

what ADA

and OFCCP

regulations

need to be

known at

the

company.

Set a target

number of

military

service

members to

recruit year

1 and

record it on

paper.

Design the

ideal

situation for

a flexible

work

program in

a company.

Goal Analysis

1. Identify what regions of the trainee’s company are planning expansion and write them

down

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Items to be taught:

• How to target regions that correlate with big military populations

• Identifying types of military personnel that would fit in each region’s openings

What should learners already know?

• What the recruitment process consists of at their company

• What skill sets are needed in each region of their company

2. Create a plan that itemizes a fast track onboarding process for veterans

Items to be taught:

• How to create online fast track systems in the recruitment process

• How to advertise as military friendly on job postings that direct link to the application

page


• What the online application process is at their company

• What methods they currently use to create job postings

3. Identify and write down what ADA and OFCCP regulations need to be known at the

company

Items to be taught:

• Current rules and regulations that affect federal contractors in relation to hiring veterans

• Current ADA law as it affects recruitment of disabled veterans


• Older OFCCP regulations

• Older ADA laws as they relate to hiring of veterans with disabilities

4. Set a target number of military service members to recruit year 1 and record it on paper

Items to be taught:

• How to create a reasonable hiring benchmark

• How to commit to hiring veterans on public campaigns


• What last year’s benchmark for hiring is

• How to increase the benchmark based on workforce expansion

5. Design the ideal situation for a flexible work program in their company.

Items to be taught:

• How to create a flexible work program

• How to implement work from home positions


• What is flex work?

• What opportunities in their company could be done at home?

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Learner Analysis

Information

Categories

Data Sources Learner Characteristics

1. Entry behaviors Survey data from an

employer group of 50

people who have

attended similar

training at past Hiring

Our Heroes events

and webinars.

Interviews with 10

sponsor companies

Target learners

will have a

bachelor’s degree,

some masters in

HR or a related

field. They will

have experience

with blended

instruction.

2. Prior knowledge of

topic area

• Survey data from an

employer group of 50 people

who have attended similar

training at past Hiring Our

Heroes events and webinars.

• Interviews with 10

sponsor companies

• Some learners will be

former military or military

spouses so they will have

more knowledge than the

other learners. Most will have

a basic knowledge of military

structure and branches.

3. Attitudes toward

content







sponsor companies

• Learners will be eager

to learn as much as they can

about the topic. Most will

have been mandated

companywide to attend the

training and will be using the

materials to hit their hiring

benchmarks in the company.

4. Attitudes toward

potential delivery

system







sponsor companies

• Learners will have

experience learning through

webinars and in-person

groups; they will enjoy the

blended approach and will

engage in discussion in either

forum.

5. Motivation for

instruction (ARCS)







sponsor companies

• Learners will be either

from the HR or recruitment

teams at their respective

organizations so it is part of

their job to learn this material.

They will need to know what

is being presented to

effectively compete for viable

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candidates with other

companies.

6. Educational and

ability levels






• No test data or

biographical data exists outside

of company name and title from

the training registration

document

Learners will be either from

the HR or recruitment teams

with a minimum of a

Bachelor’s degree or Master’s

degree in HR or a related

field. Learners will have a

good retention rate for

information that is presented

and has a good sense of the

recruitment process. They

have also skilled in problem-

solving methods.

7. General learning

preferences






• Learners prefer in-

person presentations with a

question and answer format or

an interactive online seminar

where they can dialogue with

the presenter.

8. Attitudes toward

training organization

Same as above • Learners will be a

partner of some sort with the

training organization and

respect the organization as a

credible source. They are

happy to learn more about the

topic in a setting where they

can ask questions and have a

group dialogue with the

trainer.

9. General group

characteristics

Same as above • Size: there will be 50

learners per in person class,

200 via online seminar. They

will be of mixed gender, age,

race, social class, and work

experience. Instruction will

need to be energetic, engaging

and informative.

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Assignment # 4: Performance Objectives

Step Matching Performance Objective

1. 1. Identify what

regions of the

trainee’s company are

planning for hiring

expansion and write

them down.

1.1 When asked orally by the trainer (CN) To indicate which

regions the trainee’s company will target for military hiring in

writing (B) the trainee will write down at least 5 regions. (CR)

2. Create a plan that

itemizes a fast track

onboarding process

for veterans.

2.1 Given a template with fast track recruitment options (CN),

learners should write in the template (B) at least three

methods of fast track options for their company (CR).

3. Identify and write

down what ADA and

OFCCP regulations

need to be known at

the company.

3.1 Given the current ADA and OFCCP regulations (CN),

learners will record on paper (B) the ten most relevant

regulations to their organization for review with their peers

(CR).

4. Set a target number of

military service

members to recruit

year 1 and record it on

paper.

4.1 When asked orally by the trainer (CN), the learner will

record (B) an accurate number of service members that they

want to recruit for their program in the first year (CR).

5. Design the ideal

situation for a flexible work

program in a company

5.1 After reviewing the flexible workplace video (CN) the

learner will describe to the class (B) at least three practices

they can implement in the company to create a flexible work

program (CR).

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Assignment # 5: Assessment Plan

Performance Objective Parallel Test Item

When asked orally by the trainer

(CN) To indicate which regions

the trainee’s company will target

for military hiring in writing (B)

the trainee will write down at least

5 regions. (CR)

1. The trainee will record on paper five regions that

they would like to start recruitment efforts for

military personnel nationwide. The trainer asks

the trainees to share their work with the class

upon completion of the list.

Given a template with fast track

recruitment options (CN), learners

should write in the template (B) at

least three methods of fast track

options for their company (CR).

2. The trainee will be given a paper template to

record recruitment options for their company.

The trainee will complete the template in the

class with three recruitment methods and share

with a small group in class upon completion.

Given the current ADA and

OFCCP regulations (CN), learners

will record on paper (B) the ten

most relevant regulations to their

organization for review with their

peers (CR).

3. The trainee will site the ten most relevant

regulations in their workbook after the ADA

presentation and then stand up and share with the

class.

When asked orally by the trainer

(CN), the learner will record (B)

an accurate number of service

members that they want to recruit

for their program in the first year

(CR).

4. The trainee will record into their handbook the

number of recruitments per year at the end of the

module and turn it in at the end of the class for

the trainer to review.

Design the ideal situation for a

flexible work program in a

company

5. The trainee will stand up in a small group and

discuss the practices he or she will implement in

their workplace once they return to the office.

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Assignment # 6: Instructional Strategy

PREINSTRUCTIONAL ACTIVITIES

MOTIVATION:

The trainer will host an ice breaker session by showing a short video of a company that has

been successful in implementing a good military hiring initiative at their company. The trainer

will then ask each student to introduce themselves and voice what they want to learn in class.

Each student’s learning goal will be written on a white board for review during the training to

make sure that the teacher meets the needs of all the students.

ASSESSMENT

PRETESTS:

The instructor will give a brief written survey that will gauge the students’ knowledge on the

subjects that will be covered that day.

POSTTESTS:

The instructor will give a post-training survey at the end of the class that will gauge what the

student learned during the training.

FOLLOW-THROUGH ACTIVITIES

The instructor will create a LinkedIn group for all the trainees to continue sharing ideas and

strategies for their individual military hiring initiatives.

PERFORMANCE OBJECTIVES SUBORDINATE TO MAIN STEP 1

Objective: When asked orally by trainer to indicate which regions the trainee’s company will

target for military hiring in writing the trainee will write down at least 5 regions

Content Presentation

1. The trainer will show a heat map of where most veterans live and where they relocate

to after leaving the military.

2. The trainer will show trends of student veterans via graphs and power points and what

they major in.

3. The trainer will identify fast track industrial hot spots for veteran migration.

Student Participation

1. Students will engage in small group discussions on where they need to increase

military hires in their company and which locations would be the best to start in.

2. Students will engage with the instructor in addressing the current recruitment

challenges.

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3. Students will brainstorm their prospective target cities.

Feedback

The trainer will review the regions of 5 participants in class and discuss their selections with

the group.


Objective: Given a template with fast track recruitment options, learners should write in the

template at least three methods of fast track options for their company.


1. A short video on how to use fast track recruitment methods will be shown followed by

a case study discussion led by the teacher on Walmart’s 100000 hires mission.


1. Students will engage in small group discussions on what methods are currently in place

at their companies.

2. Students will engage with the instructor in addressing how to select the best method.

Feedback

The trainer will pick a leader from each group to report the group findings and discuss with the

class.


Objective: Given the current ADA and OFCCP regulations, learners will record on paper the

ten most relevant regulations to their organization for review with their peers.


1. A guest speaker will give a short overview of new regulations by power point.


2. Students will engage in Q and A with the guest speaker after the presentation.

Feedback

The trainer will pick a leader from each group to report the group findings and discuss with the

class.


Objective: When asked orally by trainer learner will record an accurate number of service

members that they want to recruit for their program in the first year


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1. The trainer will show 5 examples of company benchmarks by small to large businesses

for the students.

2. The instructor will discuss a case study on Starbucks recruitment increase followed by

group input on the case study.


1. Students will engage in Q and A with the instructor after the presentation.

2. Students will discuss last year’s benchmarks in a 1 on 1 breakout.

Feedback

The trainer will discuss the results of the case study with the group after the q and a session.


Objective: After reviewing the flexible workplace video the learner will describe to the class

at least three practices they can implement in the company to create a flexible work program


1. The trainer will show a video that features how to create a flexible workplace.


3. Students will engage in Q and A with the instructor after the presentation.

4. Students will discuss their ideas for initiating flex work with the group.

Feedback

The trainer will review individual flex work plans with each student before the class

concludes.

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Exhibit 2

Program Plan

Military Employment Workshop

Submitted by:

Marady Leary

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Table of Contents

I. Introduction and Overview of the Military Employment Workshop Program

II. Objectives of the Program

III. Target Audience

IV. Needs of Target Audience

V. Program Structure

VI. Evaluation tools

VII. Marketing and Promotional Plan

VIII. Program Budget

IX. Program Summary and Conclusion

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Introduction and Overview

The US Department of Labor estimates that the military discharges 160,000 Active service

members and 110,000 Reserve and National Guard members annually. Statistically, about

32,000 of those veterans will join the ranks of nearly 1 million veterans already unemployed. For

young, male veterans (18-24) the picture is even bleaker: in 2011, one out of every three was

looking for work, almost double the unemployment rate of their non-veteran peers.

Veterans struggle to market themselves effectively. Employers receive resumes every day from

veterans, but hiring managers have trouble understanding the military lingo and identifying

transferable skills.

One solution to the problem is to train job-seeking veterans to find and attain employment while

creating opportunities for employers to meet those veterans. Through employment workshops,

trainers can provide personalized employment assistance to US military veterans and their

spouses by managing realistic expectations, training in self-marketing, and identify transferable

skills from the military to private sector.

These Military Employment Workshops can accompany and supplement the numerous job fairs

that are hosted in communities throughout the United States. A workshop will typically convene

on the same day as the accompanying fair and will last approximately two hours. The first hour

is dedicated to group sessions on essential job-seeking skills, including presentations on “How to

Write a Resume” and “How to Work a Job Fair.” The second half of the workshop allows each

attendee to take advantage of an individual sit-down with a professional who will help them

develop an elevator pitch, participate in a mock interview, and create and print more effective

resumes and business cards. After the workshop, attendees can put their new skills and improved

resumes to work as they attend the job fair.

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Program Objectives

The Military Employment Workshop program is designed so that:

Upon completion of the employment workshop, trainees will write an effective resume,

network with industry leaders, present their elevator pitch and identify the resources

available to assist them with their job search.

Upon completion of the workshop, the trainee will obtain an interview or job offer by

effectively using the skills from the employment workshop.

Additional Internal Objectives

Create a registration and tracking system that will record and report data on the

demographics of the job seekers attending the training for a best practice report to be

written at the end of the year.

Work with the local communities in the 200 chosen cities to identify groups of

veterans that will benefit from the employment workshop training and help raise

awareness on how to participate in workshops.

Create a survey system that will be given to all job seekers who attend workshops to

evaluate the training and use feedback to improve the program for 2014

Target Audience

Service members who attend the training will be from the rank of entry level up to Officer.

All branches of the military will attend the workshops including the National Guard and

military spouses of any active duty service member. Service members from this group will

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have as little as 1 year in the military up to 25 years of service when they enter the training

session. Participants in the program do not need to be unemployed to attend the training.

They can be a Guard or Reserve member, Active Duty looking to transition out of the

military, recently separated from service, a veteran who is unemployed with work

experience, or part of the Wounded Warrior Transition Unit. All participants will have the

same interests of learning how to translate their military skills into civilian skills and how to

conduct a successful job search. They will be men and women of all nationalities, ethnicities,

ages, differing income levels and will have a variety of work experience. Everyone who

attends the training will have a minimum of a high school diploma with varying levels of

education up to Ph.D.’s in some cities.

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Needs Analysis

Depending on the education level and work experience of each veteran, needs will vary from

person to person in each city. The Military Employment Workshop will seek to focus on

addressing the basic employment assistance needs that each job seeker has. Research done

over the past year by the Hiring Our Heroes program has shown that veterans who attend

hiring fairs need job search techniques and tools such as resume writing, MOS skills

translation, and online application assistance and interview skills. Veterans are also in need

of financial planning assistance and VA benefits assistance if they are disabled veterans.

Some cities that are economically depressed may require additional programs such as

interview clothing, haircuts and transportation assistance depending on the economic

situation in that market.

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Program Structure

Program Format:

Military Employment Workshops will accompany and supplement the 200 job fairs that my

organization, Hiring Our Heroes hosts in communities throughout the United States. A workshop

will convene on the same day as the accompanying fair from 9 am until noon, broken up into two

sessions. Session one will start at 9 am and will run to 10:30 am or 11:00 am. Session 2 will last

from 11:00 am to 12:30 pm or 1:00 pm. The first hour of the workshop is dedicated to small

group sessions on essential job-seeking skills, including presentations on “How to Write a

Resume” and “How to Work a Job Fair.” The second half of the workshop allows each attendee

to take advantage of an individual sit-down with a professional who will help them develop an

elevator pitch, participate in a mock interview, and create and print more effective resumes and

business cards. These HR professionals would be recruited as volunteers from local chambers

and other non-profit organizations across the country. After the workshop, attendees can put their

new skills and improved resumes to work as they attend the job fair. The workshop will be

delivered in person by 1 trainer who utilizes a laptop and power point for the information to be

displayed to trainees. Each trainee will attend the 60-minute classroom session, followed by 30-

minute individual mock interview/resume review session. Times may vary from city to city

depending on class size, venue, and coordination of the day.

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Course List and materials needed:

Instructional materials (materials standard throughout program)

- Participants will need the following materials to complete each course:

• Pack of handouts provided to them by the trainer to follow along with the powerpoint

• A copy of their current resume

• Laptop if they want to write their resume revisions in class

• Pen and paper to take notes

Logistical Considerations: Each training will need to have the following setup per city:

• Classroom setup for 50 students

• AV hookup for presenter’s laptop with a projector or flat screen

• Paper copy of handout booklet for 50 students

• Pens and paper for each student

• Water coolers in classroom

• Well lit, noise free area that is conducive to learning

• 5 to 10 breakout tables for the mock interview sessions

• Flip chart if available

Assessment Plan: Each participant will complete a short post classroom evaluation form to

determine if they learned the objectives from each module. They will also engage in 1 on 1

resume review and mock interview evaluations with HR professionals after the classroom

session to determine if they retained what was taught in the classroom.

Transfer of Learning Plan (courses): Since all modules are delivered classroom style to a group,

transfer of learning techniques for the modules will be geared toward the individual learner’s

ability to give a successful mock interview, and produce a quality resume. The individual mock

interview/ resume review sessions after the classroom will help to ensure a total transfer of

learning through role play and practice with each item learned in the class.

Part 1 (15 minutes) Self-Assessment-

OBJECTIVE: By the end of this module the trainee will be able to identify what labor market

category he or she would best fit in using the self-assessment questions identified in the training.

Instructional strategy: slides will be taught via power point to trainees in class from instructor

Activity: Trainees will be taking notes on resume, brainstorming what labor market their resume

reflects

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Materials:





Assessment: instructor will ask questions to ensure learner understands what is covered in this

section.

Part 2 (25 minutes) Job Search Tools – Resume & elevator pitch

OBJECTIVE: By the end of this module the trainee will be able to identify what the key

components of a well-designed resume are and what they need to add or amend on their current

resume. They will also be familiar with the key components of a good elevator pitch.


Activity: Trainees will be taking notes on a resume, they will engage in a Q and A session with

the trainer on questions they may have.

Materials:






section

Part 3 (15 minutes) Networking

OBJECTIVE: By the end of this module the trainee will be able to identify 3 resources that he

or she can contact to get industry related information and contacts. They will also learn how to

create a LinkedIn profile and utilize current contacts to expand their job search


Activity: Trainees will they will engage in a Q and A session with the trainer on questions they

may have on networking

Materials:






section

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Part 4 (20 minutes) Interviewing

OBJECTIVE: By the end of this module the trainee will be able to identify what are the key

components of engaging in a successful interview and what not to do during an interview.


Activity: Trainees will create 5 answers to interview questions and elevator pitch in class

Materials:

Pack of handouts provided to them by the trainer to follow along with the powerpoint

A copy of their current resume

Laptop if they want to write their resume revisions in class

Pen and paper to take notes

Assessment: instructor will ask for the trainee to demonstrate 1 answer to an interview question

and vocalize their elevator pitch

Part 5 (5 minutes) Summary and Resources

OBJECTIVE: By the end of this module the trainee will be able to identify 3 resources that

will assist them with their continued job search and will know the main points from modules 1

through 4.


Activity: Trainees will receive take home handouts and instructions on how to access additional

job search resources.

Materials:


Pen and paper to take notes

Assessment: instructor will ask if there are questions at the end of the session

Part 6 (30 minutes to 1 hour) Mock interview/ Resume Review

OBJECTIVE: By the end of this module the trainee will be able to identify what parts of their

resume need to be changed and how to respond to interview questions correctly. This will be

done by one on one practice with HR volunteer professionals who are partners in the program.

Instructional strategy: One-one-One assistance (30 minutes to 1 hour per session)

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Activity: Elevator speech (target on “what do you want to do?”), Resume review/ talk through,

practice interview questions

1.“ Elevator speech”- “Tell me about yourself…. What type of job are you looking for? What

do you see yourself doing for your civilian career?” (Want them to focus as best they can-

whether they will directly translate their skills from the military into a civilian career, or use their

leadership skills and choose to do something different help them focus if possible.)

Materials:





Assessment: Mock interview professionals will assess whether the trainee has learned the skills

from the classroom through one on one observation and feedback.

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Evaluation Tools

Program evaluations will be facilitated by the volunteer HR professionals who run the

mock interviews after the trainee attends the classroom session to see if what they learned has

been retained. The instructors who taught the classroom will also give the trainee a written self-

evaluation form to see what was learned and how the training could be improved.

The plan is to have every employment workshop attendee complete a 2-page training

evaluation form to identify what was learned. Then, the trainee will participate in one on one

mock interview and resume review to ensure that what was learned was retained and can be put

into use. The final component is for the trainee to attend the hiring fair directly after the training

and if they obtain a job or they are called in for an interview they will have proven the training to

be effective.

Written evaluation forms will be given to the trainees as soon as the classroom session

ends. Once the classroom ends an in-person mock interview will be given that day by an HR

professional to be sure what was learned in class is retained and transferred into the trainee’s

practical application.

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Sample Written Evaluation Form

Workshop Name: ____________________________________

Training Location: ____________________________________

Name of Instructor: ____________________________________

Participant Name (optional): ___________________________

Date: _______________

Branch of Service: __________________________________________

Status: Active Duty Veteran (Retired) Veteran (Separated)

Years in Service: ___ (Active Duty) _____ (Reserve) ____ (National Guard)

INSTRUCTIONS

Please circle your response to the items. Rate aspects of the workshop on a 1 to 5 scale:

1 = "Strongly disagree," or the lowest, most negative impression

3 = "Neither agree nor disagree," or an adequate impression

5 = "strongly agree," or the highest, most positive impression

Choose N/A if the item is not appropriate or not applicable to this workshop.

Thank you for attending today’s session. To help us serve you better in the future, please take the

time to fill out this short survey and return it to your instructor.

Your feedback is sincerely appreciated. Thank you.

--------------------------------------------------------------------------------------

1. WORKSHOP CONTENT (Circle your response to each item.)

1=Strongly disagree 2=Disagree 3=Neither agree nor disagree 4=Agree 5=Strongly agree on

N/A=Not applicable

a. I was well informed about the objectives of this workshop. 1 2 3 4 5 N/A

b. This workshop lived up to my expectations. 1 2 3 4 5 N/A

c. The content is relevant to my employment search goals. 1 2 3 4 5 N/A

2. WORKSHOP DESIGN (Circle your response to each item.)

a. The workshop objectives were clear to me. 1 2 3 4 5 N/A

b. The workshop activities stimulated my learning. 1 2 3 4 5 N/A

c. The activities in this workshop gave me sufficient practice and feedback.

1 2 3 4 5 N/A

d. The difficulty level of this workshop was appropriate. 1 2 3 4 5 N/A

e. The pace of this workshop was appropriate. 1 2 3 4 5 N/A

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3. WORKSHOP INSTRUCTOR (FACILITATOR) (Circle your response to each item.)

a. The instructor was well prepared. 1 2 3 4 5 N/A

b. The instructor was helpful. 1 2 3 4 5 N/A

c. The instructor encouraged audience participation/input. 1 2 3 4 5 N/A

4. WORKSHOP RESULTS (Circle your response to each item.)

a. I accomplished the objectives of this workshop. 1 2 3 4 5 N/A

b. I will be able to use what I learned in this workshop. 1 2 3 4 5 N/A

c. The workshop was a good way for me to learn this content. 1 2 3 4 5 N/A

d. How would you improve this workshop? (Check all that apply.)

___Provide better information before the workshop.

___Clarify the workshop objectives.

___Reduce the content covered in the workshop.

___Increase the content covered in the workshop.

___Update the content covered in the workshop.

___Improve the instructional methods.

___Make workshop activities more stimulating.

___Improve workshop organization.

___Make the workshop less difficult.

___Make the workshop more difficult.

___Slow down the pace of the workshop.

___Speed up the pace of the workshop.

___Allot more time for the workshop.

___Shorten the time for the workshop.

___Improve the materials used in the workshop.

___Add video to the workshop.

e. What other improvements would you recommend in this workshop?

f. What is least valuable about this workshop?

Sample Mock Interview/Resume Evaluation questions

One-one-One assistance (30 minutes to 1 hour per session)

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• Elevator speech (target on “what do you want to do?”), Resume review/ talk through,

practice interview questions

1. “Elevator speech”- “Tell me about yourself…. What type of job are you looking for?

What do you see yourself doing for your civilian career?” (Want them to focus as best they can-

whether they will directly translate their skills from the military into a civilian career, or use their

leadership skills and choose to do something different help them focus if possible.)

2. Resume- if they have a resume look at it and offer to make some annotations on one

copy if that is appropriate. Ask the veteran to talk you through their resume, describing their

experience in terms easy for anyone to understand. Have they zoned in on the experience that is

“most helpful” for the job they would like to find? Point out military jargon; help translate it for

them if you can.

3. Sample interview questions

a. What skills did you learn in the military that you think will help you in the “civilian

world”? How can you apply those skills at a company?

b. Tell me about a time you motivated a group of people to achieve results that were beyond

expectations…

Once the surveys are collected and the mock interviews are finished, a data center in DC

will tabulate the results of the surveys each month and provide a report for the administration on

what needs to be improved in the workshop program and what is working. The data center will

also provide numbers on the number of attendees and satisfaction rate per city for the team to

review. Each quarter the project lead for the employment workshop program will review data

and adjust the training to better fit the needs of the participants in each market. At the end of the

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Collection of Work

12 months, the data center will compile a cumulative report to see which objectives were

accomplished and which objectives still need to be accomplished.

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Marketing and Promotional Plan

The following strategies will be used to market the Military Employment Workshop Program.

Web Strategy

Develop a Web site that increases awareness about the employment workshops on my

company’s home page to increase registration for workshops via the web.

Marketing features to include on the site:

1. Testimonials from veterans who have attended the workshops

2. Live links to workshops happening across the nation with registration links

3. Newsletter signs up/registration.

4. Fresh, up-to-date content: how to write a resume, samples of resumes, video of workshops

5. Employer testimonials who have hired a workshop attendee, meet the trainer virtual chat

6. Map and address of all workshops happening in 2013-2014

Media Strategy

Create media presence that features the workshops and workshop attendee success stories to

encourage workshop registration.

Marketing features to include in media plan:

1. Testimonials from veterans who have attended the workshops and received a job because

of their training in a story on the news and in print newspaper

2. Print ads that run weekly before the hiring fair and workshop which advertise how to

register for the workshops

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Collection of Work

3. 30 second PSA’s in each city employment workshops are hosted on popular radio

stations that encourage registration online

4. Feature a veteran in each city that is looking for employment and cover their story as they

attend the workshop and look for work.

5. Video streaming of workshops on local NBC affiliates the day of the hiring fair to

promote awareness.

6. Social media notices on LinkedIn, Eventbrite, Facebook, and twitter to encourage

workshop registration in each market.

Word of Mouth Strategy

Create flyers/ connections with local partners to promote the workshops through word of mouth

advertising and other local connections.

1. Work with the VA, unemployment agencies and Legion Halls to post the workshop flyers

throughout the local communities in which workshops are being held.

2. Distribute workshop registration links to all hiring fair registrants 30 days, two weeks, 7

days, and 2 days out from the workshops to encourage online registration.

3. Work with the local chambers to get workshop information posted in the community

centers

4. Notify nearby military base contacts about workshop registration process.

5. Demo the workshops on military bases to generate word of mouth buzz.

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On Site Strategy

All workshops will also accept walk-in job seekers the day of the workshops for session # 2.

Here is the basic outline for session 2 promotion on the site:

1. The trainer will post 3 employment workshop promotional signs at the event site to

encourage onsite registration.

2. The trainer will pass out a 1-page workshop flyer and agenda with the exact room

location that the workshop is being held to all veterans who enter the hiring fair.

3. 10:45 am, event POC make a general announcement that classroom two will start and is

open to walk-ins, with room location

4. 9-11 am volunteers will inform vets about classroom 2 at 11 am during vet check in, vets

can sign up at the desk (sign in sheets will be provided)

This on the ground marketing strategy for the walk-in job seekers will be duplicated in each city

that a workshop is held in conjunction with a hiring fair.

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Collection of Work

Program Budget

The following resources will be needed for each workshop classroom session.

Standard projector and screen, with “house sound” for the ability to show a video.

Lavaliere, microphone, and handheld wireless mic for audience questions

2 large Flip Charts.

Pens and Paper

1 salary trainer per class

3 volunteer mock interview/ resume review staff members per class (no cost)

Clipboards

Handouts on Classroom

Space needed-

room large enough for 50 classroom style with the projector

Second room if possible with 20 “tables for 2” for the one-on-one portion.

Would also be good to subdivide the room into two sides- resumes on one and

interview on the other.

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Collection of Work

Individual Workshop Budget – Use the same font in all these tables.

Room Rental 500

Coffee and Water 200

Equipment (table and chairs) 500

FedEx Signage total printing and shipping 100

FedEx-Printing Program for 50 200

3- 4 volunteers to run mock interview sessions 0

Rental Car (Taxes and other fees included) for trainer 50

Hotel for trainer 150

Airfare 400

2 easels 75

Paper and pens, markers 50

TOTAL BUDGET PER EVENT: $2,225

The following is the total budget cost for the year at 150 classroom sessions:

PROGRAM BUDGET FOR MILITARY EMPLOYMENT WORKSHOPS

ANNUAL

Direct Training costs Total Cost

Room rental of 150 classroom sites at $500.00 per site $ 75,000.00

Printing costs for handouts at $5.00 a pack for 7,000

participants

$ 35,000.00

Operating/Technical AV costs at $300 per classroom

for 150 classrooms

$ 45,000.00

Pens and paper for 150 classrooms for 7000 people $ 7,000.00

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Collection of Work

Water for 150 classrooms at $30.00 per class for water

service

$ 4,500.00

Flyers for the training (200 per event at 150 events, 10

cents a copy)

$ 3,000.00

Ad space in local news with a budget of $250.00 per

event (150 events)

$ 37,500.00

Trainers for 150 locations at 800.00 per training $ 120,000.00

Travel for trainers to 150 sites at $600.00 per trip $ 90,000.00

Subtotal Direct Training Costs $ 255,000.00

ADMINISTRATIVE

PERSONNEL COSTS

Position/Title Rate per

Hour

# of hours

spent Total Cost

Consultant on training development $

75.00

120 $

9,000.00

Program Manager for the workshops $

30.00

1280 $

38,400.00

Executive Director of Workshop

Program

$

70.00

1280 $

89,600.00

Program Assistant $

15.00

1280 $

19,200.00

TOTAL

ANNUAL

411,200.00

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Exhibit 3

Military Spouse Fellowship Project Plan

Marady Leary

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Table of Contents

PROJECT CHARTER ..................................................................................................... 2

PROJECT PLAN .............................................................................................................. 3

PROJECT PROPOSAL ................................................................................................... 7

PROJECT WORK BREAK DOWN STRUCTURE ................................................... 15

PROJECT RISK LOG ................................................................................................... 18

PROJECT KICKOFF CHECK LIST .......................................................................... 22

PROJECT CONTROL CHECK LIST ......................................................................... 24

PROJECT MEETING AGENDA ................................................................................. 27

PROJECT CLOSURE REPORT .................................................................................. 29

APPENDIX A .................................................................................................................. 32

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1.) Military Spouse Fellowship Project Charter

Project Manager: Marady Leary

Sponsor: Hiring Our Heroes

Date: 9/1/3016

This charter serves to announce the initiation of the Military Spouse Fellowship Project Charter.

Hiring our Heroes will lead the project due to the rise in unemployment numbers among spouses

who are married to active duty service members. The unemployment rate for military spouses is

nearly 26% - more than 3x's the national average. Reports state that military spouses if

employed, make 38% less than their civilian counterparts. PCS moves, licensing requirements,

deployments and lack of opportunities can be blamed for such staggering statistics.

There are two central goals in this project:

The first goal is to engage with up to 150 military spouses in 2017 across five military

installations nationally. The goal of engagement will be to have an outcome of fellowship roles

at partner companies for each participant which will result in permanent and portable careers.

The secondary goal is to provide PMP, PHR and Green Belt Six Sigma, and many other industry

certifications and training during the 12-week fellowship that will enhance the client’s

marketability and retention within their fellowship host locations.

Marady Leary has been selected to lead this project.

Please provide your complete cooperation to the project and to Marady Leary.

Thank you.

[This charter formally authorizes the project manager and is sent out from the sponsor or project

selection board.]

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2.) Military Spouse Fellowship Project Plan

Company Name: Hiring Our Heroes

Project Name: Military Spouse Fellowship Project (MSFP)

My Name: Marady Leary, Project Manager

Stakeholders:

Senior Director/Chuck Hodges

MSEP/Blue Star Families

Elizabeth O’Brien, Director

Army Transition Staff

Marine Transition Staff

Communications Team

Design Team

National Fellowship Team

Part 1: Company Information and Background

Project Name: Military Spouse Fellowship Project


Part 1 (Background):

Hiring Our Heroes, a program of the U.S. Chamber of Commerce Foundation, launched in

March 2011 as a nationwide effort to help veterans and military spouses find meaningful

employment. Working with the U.S. Chamber of Commerce’s network of 1,600 state and local

chambers, and other strategic partners from the public, private, and non-profit sectors, our goal is

to create a movement across America in communities where veterans and their families are

returning every day. To date, Hiring Our Heroes has hosted more than 400 hiring fairs in all 50

states, the District of Columbia, and Puerto Rico, thus assisting 14,100 veterans and military

spouses find employment.

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Military Spouses find that one of the greatest impediments to achieving long-term career growth

is the difficulty they have building a professional network each time they relocate. This project

will seek to capitalize on opportunities to put more spouses into great paying, portable careers

through 12-week fellowship opportunities which will convert to full-time employment after

program completion for spouses nationally.

Part 2 (Project Description):

The Military Spouse Fellowship Project provides a wide variety of services to military spouses in

search of employment. In addition, it offers training and job placement (fellowships) to military

spouses which will enable them to secure remote work, flex work or portable jobs that will be

commensurate with their skills and experience. Hiring our Heroes announced last month that we

would include military spouses into our current corporate fellowship program that serves active

duty military but we were unsuccessful in the launch of the initiative because we did not have a

solid employer base to train spouses as fellows and we also did not have enough qualified spouse

applicants. We plan to relaunch the program in 2017 at 5 locations:

Camp Pendleton, Fort Leavenworth, Fort Hood, Fort Bliss, and Fort Carson.

We will run the program 3 times in 2017 as a pilot at each site for 12 weeks per session. We will

have our initial spouse fellowship session in January 2017 with a goal of 5-10 spouses per

location enrolled in a fellowship that results in a 90 percent placement rate for each group 30 day

after each session ends.

The following goals and objectives for the program are:

• Place spouses of active duty service members in high growth industry 12-week fellowships

such as IT, healthcare, management, hospitality, and education roles with partner employers

resulting in 90 percent of the clients receiving job offers upon completion of the program.

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• Create partnerships in each community we operate in that will help offset our costs, create

long-term sustainability, and allow for the program to marketed throughout the community.

• Create a highly marketable social media presence, resume and elevator speech for each spouse

that could result in a fellowship placement.

• Get spouses we serve certified in PMP, PHR, Six Sigma and other workforce development

certifications during the fellowship to increase earning potential by 20 percent.

I chose this project because I am a spouse of an Army veteran and I have many friends who have

lost their jobs because of a new duty assignment from their husband or wife and they are unable

to secure employment because employers do not want to hire military spouses who may be

moving with their service member in the coming months or years. I work for Hiring Our Heroes

and have been trying to get the military spouse fellowship program running for the last six

months with only 1 applicant thus far. I know that if I utilize the skills I learn in this class to

come up with a good project management plan I may be able to increase the success of the

program when we relaunch in 2016. When my husband’s job took us from Chicago to Las Vegas

I was sure that I would lose my job but my employer gave me the opportunity to work virtually

and travel as needed which saved my career. I feel that I owe spouses who are in the same

situation a solution that will help them keep their careers while supporting their spouse in their

service to the country.

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3.) Military Spouse Fellowship Project Proposal



Project Goal

The Military Spouse Fellowship Project (MSFP) seeks to assist spouses of active duty

service members with workforce training and internships that result in lasting careers for

those who enroll in our program. Hiring Our Heroes will collaborate with five military

bases and the surrounding communities in 2017 to source and train a target goal of 30

spouses per location in 12 months. Each location hosts three 12 week cohorts of ten

spouses per cohort. We collaborate with five to ten companies from each location who

have portable and flexible careers available for degreed spouses. All partner companies

who host a spouse as a fellow will provide 10 weeks of onsite training each cohort and

must have careers with salaries over $40,000.00 available for our candidates upon

successful completion of the program. We aim to have a 90 percent job placement rate

for all the spouses who go through our fellowship program. We also offer a workforce

certification to each spouse in the fellowship such as PMP, PHR, Agile, and much more

to allow them a twenty percent increase in earning potential. Another goal is to educate

the public on the many employment challenges which military spouses face in today’s

economy through a national media campaign on the fellowship program.

Problem/Opportunity Definition

The unemployment rate for military spouses is nearly 26% - more than 3x's the national

average. Recent Department of Labor reports state that military spouses if employed,

make 38% less than their civilian counterparts. PCS moves, licensing requirements,

deployments and lack of opportunities can be blamed for such staggering statistics. Per

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the In-Gear Career Military Spouse program, they find that one of the greatest

impediments to spouses achieving long-term career growth is the difficulty they have

building a professional network each time they relocate. Companies are hesitant to hire

military spouses because they do not want to lose an employee after training them. They

see spouses as a risky hire because of their uncertain living arrangements with an active

duty service member at home who may be required to move after a year or two.

Proposed Solution

The Military Spouse Fellowship Project provides a wide variety of career services to

military spouses in search of employment in five locations nationwide which have the

greatest need. The fellowship program will create lasting community partnerships with

local employers who can offer spouses portable and flexible careers upon completion of

the training and program. Each community partner will host a spouse and train them in a

career that is commensurate with their experience which will enable them to secure

remote work, flex work or portable jobs. Employers who train and hire our candidates

are getting a highly adaptable, trainable, educated and professional employee.

Project Selection & Ranking Criteria

Project benefit category:

X Compliance/Regulatory X Efficiency/Cost reduction Revenue increase

Portfolio fit and interdependencies This project in aligned with our overall mission to lower the unemployment

numbers for service members and military spouses across the nation. We

are already running a very successful fellowship program for active duty

service members who are transitioning out of the military with an eighty

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percent career placement rate. We have a team of highly skilled military

spouses on our staff who will be advisors to the program and help with

identifying the correct locations and outreach strategy in each location. We

will pull from our list of existing partners from the service member

fellowship program to build out the spouse program in 2017.

Project urgency This project will start in October 2016

Cost/Benefit Analysis

Tangible Benefits

Will provide fellowship positions for 150 military spouses nationwide

into portable good paying careers.

40-50 employers nationwide will participate in the program by hosting

a fellow.

150 military spouses will receive workforce training and certifications

resulting in a twenty percent increase in earning potential.

Intangible Benefits

Hiring Our Heroes will create a positive impact in the communities

where the military spouse program is implemented by fostering

awareness and action around unemployment issues for spouses.

We will foster innovation in our employment partners to create more

flexible and portable jobs for spouses.

Cost Categories Based on Five Locations

Tuition/pay for fellows $140,000.00

printing and flyer supply $10,000.00

travel for program support $11,000.00

graduation reception funds $50,000.00

program manager salaries $250,000.00

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TOTAL COSTS FOR 2017 - $461,000.00

Financial Return

non-profit, 501(c)(3) organization

Business Requirements 1. Each project site needs a part-time program manager on the military base with

office space and computers and mobile phones dedicated to each site. We need

this to successfully promote and run the program.

2. Hiring our Heroes must raise $500,000 in funding by Q2 to cover all program

costs.

3. A minimum of 5 companies per site must commit to hosting fellows in 2017.

Scope

Major project activities

1. Solidifying the five locations where the program will be run

2. Developing a curriculum for the fellowship training

3. Amending current program staff duties for each location

4. Securing funding for each location through workforce or sponsors

5. Identifying community partners and employers in each location

Out of scope activities that are critical to the success of the project

Finding employers with portable jobs

Support of the military bases where we operate

Creating a media campaign to support the program messaging

Major Obstacles 1.Finding the right sites to launch the program at to get quality candidates and

companies.

2.Having jobs at the back end of the program that are portable for when the spouse

relocates.

Risks 1.Not enough funding. If we cannot fund each spouse as a fellow to work at their host

site, they will not be able to enter the program. All participants need to be funded to

pay their hourly wage and insurance while they are fellows in the program.

2. Not enough applicants

3. Not enough employers committed to hosting and hiring fellows.

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Schedule Overview

Estimated Project Completion Date: 1/30/2018

Major Milestones November – 2016 – Have all sites selected

December- 2016 – have all managers hired and trained on project

Jan. 25, 2017 – launch first cohort

March 2017 – cohort 1 ends, publish first after action report

April 6, 2017 – Start cohort 2

July 2017 End cohort 2 second AAR published

Aug. 23 -Start cohort 3

September 2017 – Internal planning for end of year report

November 2- end of cohort three begin surveys

December – 2017 publish data and findings

External Milestones Affecting the Project Beginning of first cohort 1/27/2017

End of last cohort 11/10/2017

Impact of Late Delivery

A late delivery would change the number of cohorts we would be able to run in each

location and how many spouses would be able to participate in the program. It would

also negatively affect our relationship with the employers and partners on the ground.

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4.) Military Spouse Fellowship Project Work Breakdown Structure

Work Breakdown Structure and Schedule

Project Manager Marady Leary

Date: 10/1/2016

Task ID Task Begin End

Duration

(Days or

hours) Assigned To

1.0 Identify funding streams for the project 10/16 10/19

4 days FM, DCFP, ED

1.1

Revise moa’s for each location to

include spouses if needed 10/19 10/21

20 hours DCFP, SD

1.2 Solidify CFP markets based on funding 11/1 11/5 4 days

SD, ED

1.3 Book classroom in each market 11/5 11/10

5 days DCFP

1.4 Find office space in each market 11/5 11/10 5 days

DCFP

2.0 Find local workforce partners 11/5 11/7 2 days

PM

2.1 Setup certification portal page 11/5 11/7 2 days

EP

2.2 Find local chamber partnership 11/5 11/7

2 days PM

2.3

Identify local mentorship partners for

classroom time 11/5 11/10

5 days PM, DCFP

2.4 Create partner agreements 11/7 11/10 3 days

DCFP

3.0

Run spouse fellow recruitment on

military installations 11/10 11/30

20 days PM

3.1

Run employer recruitment nationally -

email campaign/phone calls 11/10 11/30

20 days ED, SD, PM, DCFP

3.2 Initial fellow screening 12/1 12/5 4 days

PM, ESD, FL

3.2.1 Review resumes of fellow applicants 12/1 12/5 4 days

PM

3.2.2

Send acceptance letters of preliminary

acceptance to fellows 12/6 12/7

1 day

Pm

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Collection of Work

3.3

Create final list of partner employers

and send them best practice workbook 12/1 12/3

2 days PM, PC

3.4 Do employer and fellow interviews 12/10 12/15 5 days

PM, ESD, FL, PC

3.5

Create placement notification for

fellows 12/16 12/17

1 day

PM

4.0 Start education track for fellows 1/11 4/23

3

months

DCFP, PM, CP

ESD

4.1

Fellow corporate skills and interview

brief 1/11 1/12

2 days

Pm, FL

4.1.1

Employer briefing on program

schedule and protocol 1/11 1/11

1 day DCFP

4.2

Beginning (first day) of actual on-site

Fellowship w/PCs 1/20 4/23

3

months FL, PC

4.2.1 Orientation onsite at PC with Fellow 1/20 1/20 1 day

FL, PC

5.0 Program Graduation 4/23/ 4/23 1 day

FL, PC, PM

5.1 Collect data and publish aar 4/24 5/1 6 days

PM, PC, FL

5.2

Provide referrals for any fellows who

did not obtain employment 4/24 5/1

6 days PM

5.3

Program cohort 1 ends and close out

files for fellows 5/1 5/2

2 days

PM

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5.) Military Spouse Fellowship Project Risk Analysis


Project Team

1. How many people are on the team?

The total number of project members based on the WBS is 6:

PM = Project Manager (Marady)

SD = Senior Director (Chuck)

PC = Project Coordinator (Selyna)

CP = Certification Partner (Logan)

TP = Training Provider (Managers)

MSD = Military Spouse Director (Liz)

2. What percentage of the team is fully dedicated to the project?

50 percent of the team, the project manager, training provider and the project coordinator

are fully dedicated to the project. The MSD, SD and CP will all have oversight and input

into the program but this will not be their primary focus. The CFP team will be solely

focused on this project.

3. Which team members will spend 20% or less of their time working on this project?

The SD, CP, and MSD will spend less than 20 percent on this project because of their

other duties within HOH.

4. What is the experience level of the team?

All the staff has 5-20 years of experience in the education and training field except for the

project coordinator who only has 2 years of experience.

5. Have team members worked together before?

Yes. All team members have worked together over the past year on the current

fellowship program that is designed for active duty service members.

6. Is the team spread out geographically?

Yes, they are all located throughout the US.

Technology

1. Will there be technology that is new to the development team?

No

2. Will there be technology that is new to the users or customers?

The fellows will be required to use Simplilearn learning portals for the training.

3. Is there any new or leading-edge technology in the project?

There are not any new or leading-edge technologies in the project. This is on the job

training at each host site.

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4. Are the product requirements clearly documented and signed by all necessary

stakeholders?

N/A

5. Are the product requirements stable?

N/A

Executive Support

1. Is there a known project sponsor who is actively involved in the project?

Yes. The Senior Director is a known sponsor and actively involved.

2. Is there sufficient recognition, support, and involvement from all Senior

Management required for the success of the project? Yes, this project has been briefed and supported by all departments.

3. Is Senior Management setting deadlines or budget limitations independent of the

project manager’s schedule and budget estimations? If so, are these constraints

realistic?

Somewhat, further funding and plans need to be established to continue the project past

2017.

Risk

ID

WBS

Rank

Date

Found

Assigned

Descrip

tion

Strategy

Status

Close

Out

Date

1

1.1 1 10/1/1

6

PM, FM,

MSD

Funds

will not

be

secured

through

sponsor

ship

from

private

compan

ies

1.Identify funding

from local workforce

centers to pay for

fellowship.

2. Create an unpaid

intern model where

spouses can be a

fellow as an unpaid

intern.

Active:

Other funding

streams may

be available

but we must

first try to

secure private

sector

sponsors.

Risk: High

11/1/2

016

2 3.0 2 10/1/1

6

PM, PC,

MSD

We will

not find

enough

qualifie

d

military

spouse

1.increase outreach to

family members in the

community who will

notify spouses of the

program.

Ongoing:

PM will need

to actively

recruit in each

location until

the date that

1/1/20

16

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program

applican

ts

2. Allow caregivers

and women veterans

in the program.

interviews are

scheduled.

Risk:

Medium

3 3.1 3 10/1/1

6

PM, PC,

MSD

There

will not

be

enough

employ

ers who

want to

host a

fellow

with a

job

availabl

e upon

complet

ion

1. Find partners

who can offer

training but no

firm offer upon

completion

2. Limit number

of applicants to

less than 10

Active: Will

be based

approval

turnaround

time to report

after the

training.

Risk:

Medium

1/1/16

4 3.5 4 10/1/1

6

PM, PC Fellows

and

Employ

ers will

not

create

matches

to be

placed

into a

host/fell

ow

partners

hip

1.start with a small

cohort and then build

the program up in

cohort 2

Active:

Participants

and

Employers

may not want

to match after

interview day

but the

process won’t

be complete

until 12/1

Risk: Low

1/1/20

16

Description of fields:

Risk Id: A unique identifier

WBS: WBS number of the task(s) related to this risk

Rank: How important is this risk relative to others? Rank with 1=highest. No risks have the

same rank.

Date found: Date risk became known. mm/dd/yy

Assigned to: Person who is assigned to manage this risk

Description: High-level description of risk event, impact, and probability

Strategy: What will be done to reduce the probability, impact, or both?

Status: On-going log of changes to risk, in order from most recent to oldest. Format: mm/dd/yy

– action/update

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6.) Military Spouse Fellowship Project Kick-off Checklist

Project

Manager

Marady Leary

Stakeholder Participation

The project sponsor has clearly communicated the project goal to the project team.

The project goal is understood and accepted by the project team.

The project team understands how the project fits into the overall goals of the organization.

Team members understand their specific assignments and how they fit into the overall

project.

Part-time team members and support organizations within the firm understand their

contribution to the project and have agreed to fulfill this role.

Functional managers who contribute personnel to the project understand the work required

from their personnel and have committed to support these people in fulfilling their project

duties.

The customer is represented and has agreed to a regular plan for communication.

Project Process

The project plan has a baseline budget and schedule.

The project plan shows specific tasks and responsibilities and is easily accessible to all

project team members.

There is an accepted process for team members to record progress against their task

assignments.

There is a change management process in place.

An issue log has been established and it is easily accessible to all project team members.

A configuration management plan has established the location of all project documents,

naming conventions, and version control.

Management has agreed to a format and frequency for reporting project status.

There is a schedule established for project team meetings.

Project Team

The team has established ground rules for team behaviors.

All team members understand the contributions that other team members will be making.

All team members understand the experience and skills other team members bring to the

project.

There are activities planned to build relationships within the team, including improving

communication among team members.

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7.) Military Spouse Fellowship Project Control Checklist

Project

Manager

Marady Leary

Stakeholder Participation

The project sponsor is fully aware of the state of the project, including revised schedule

and budget estimates.

The customer is fully aware of the state of the project, including revised schedule and

budget estimates.

The project team is fully aware of the state of the project, including revised schedule and

budget estimates.

Team members understand their specific assignments and how they fit into the overall

project.

Part-time team members and support organizations within the firm understand their

contribution to the project. These expectations are clearly communicated both well in

advance and again just prior to their involvement to give them the opportunity to plan to

meet these expectations.

The responsibility matrix is accurate.

All stakeholders who need to be informed of project progress have adequate access to

project information.

Project Process

The project plan is routinely updated to reflect the near-term action plan.

Progress against the baseline budget and schedule is recorded and understood by the team.

The baseline budget and schedule continue to be realistic.

An issue log has been established and it is being used to track issues.

Continuous risk management activities reveal new risks, which are evaluated and assigned

to team members.

Known risks are monitored and, where possible, mitigation strategies are followed to

reduce the probability or impact.

The project team meets on a regular basis to discuss accomplishments, plan for near-term

activities, and share new information about the project.

Project Team

The team has established ground rules for team behaviors and follows them.

The team understands and has internalized the project goal.

Team members practice active listening skills.

Team members actively attempt to adjust their communication or problem-solving styles to

accommodate other members of the team whose styles are different.

Good meeting management practices are followed, including sending out agendas in

advance and documenting decisions and action items in the meeting minutes.

The team has an articulated problem-solving process and displays good problem analysis

skills.

The team can use multiple decision modes, including effectively reaching consensus.

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Collection of Work

The team demonstrates the ability to work through conflict, reaching better decisions and

maintaining positive relationships.

Project Leadership

I lead by example, showing a positive attitude and commitment to the project goal.

I am accessible to team members so they can easily discuss problems or concerns with me.

I hold myself and others accountable to project responsibilities.

I consciously work to develop a positive team environment.

I consciously work to develop collaborative problem-solving skills among the team.

I treat all team members and stakeholders with respect.

KEY:

Green – Completed

Yellow – In Progress

Red- Not Started

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Collection of Work

8.) Military Spouse Fellowship Project Meeting Agenda

Meeting Date Meeting Time Location

10/16/2016 0800 – 1000 Hiring Our Heroes DC office

Meeting

Leader

Marady Leary

Meeting

Purpose

To discuss project plan and formally launch project with all teams

Project

Purpose

To assist active duty service member’s spouses with employment

services via fellowship placements.

Participant Names Attended?

Marady Leary -Project Manager Yes

Charles Hodges -Senior Director Yes

Selyna Buie -Program Coordinator Yes

Stephanie Watson – Military Spouse Liaison Yes

Ciara O’Dea – Fundraising Lead Yes

Jack Norton -Marketing Lead Yes

Eric Eversole -President Yes

Agenda Item

Who’s

Responsible

Time Allotted

1. Introductions Marady Leary 15 min

0800-0815

Each team member will introduce themselves to the group and explain what role they will

play in the military spouse fellowship project.

2. Review plan and due outs Chuck

Hodges

45 min

0815-0900

Each team member will discuss where they are with the project due to outs, any issues they

are facing and a plan to keep the project on track.

Whiteboard pictures of project resolutions to be emailed to each team member post meeting.

3. Data and tracking Ciara O’Dea 30 minutes

0900-0930

Review current methods for collecting participant data and review of grant documents that

need to be turned in quarterly for continued funding.

Project Manager and Project Coordinator will receive additional training on data collection

system to enter in reporting data.

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Collection of Work

4. Review of site employer partners

Stephanie

Watson

15 minutes

0930-0945

Discuss the current fellowship employment partners in each site and brainstorm what

additional employer contacts we have in each region.

Project Manager will email all additional contacts information on the program post meeting.

5. Close out and next steps Marady Leary 15 minutes

0930-0945

Answer any outstanding questions from the group and schedule next meeting.

PM will place a meeting marker on the team’s calendar to do monthly in person check ins

on the project.

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Collection of Work

9.) Military Spouse Fellowship Closure Report



Project Goal

The mission of Hiring Our Heroes Military Spouse Fellowship Project (MSFP) is to assist

spouses of active duty service members with workforce training and internships that result in

lasting careers for those who enroll in our program. Hiring Our Heroes will collaborate with five

military bases and the surrounding communities in 2017 to source and train a target goal of 30

spouses per location in 12 months.

Project Objectives & Results

Objectives from Statement of Work Results

1 Provide training and workforce

certifications to military spouses.

100%

2 Provide fellowship host sites for

participants.

90%

3 Conversion to full-time employment

for fellows.

90%

Scope Comparison

Additional scope

Created additional spots in the program for military caregivers in communities where

we did not have enough active duty spouse applicants.

Decreased scope N/A

Schedule Performance

Approved Actual

Project completion date 1//11/2018 12/26/2017

Explanation of schedule variance:

We ended earlier to secure more funds for 2018

Major Obstacles Encountered 1 We needed to provide more employer education on the benefits of hiring military

spouses to bring a broader employer base to the project.

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Collection of Work

2 We needed to work more on the messaging around gaps in employment and how to

address the many moves spouses made that are reflected on their resume to get them

more interviews with host companies.

Lessons Learned that are Relevant to Other Projects 1 The employers involved did not always have jobs available for the spouses upon

completion of the project which brought down our placement rate. We need to actively

seek employers who are willing to hold a position open for a fellow and not close it until

the fellowship is done.

2 We need to work on diversifying our funding streams outside of government funds

through workforce partnerships to be able to pay a higher wage for program participants.

Appendix A: References

Verzuh, E. (2016). The Fast Forward MBA in Project Management. Hoboken.: Wiley.

Documents

portfolio mleary TD