VETLANTA Q1 2016 Summit

Q1-2016 SUMMIT

Networking 6:30PM – 7:00PMSummit Presentations 7:00PM – 9:15PM

Welcome

Our objective is to make Atlanta the #1 destination for Veterans

2015 Events

VETLANTA Q1 Summit hosted by Coca-Cola – Feb 26th

American Corporate Partners Event hosted by Coca-Cola – May 19th

VETLANTA Q2 Summit hosted by JWT – June 17th

Veteran Owned Business Summit hosted by UPS – August 25th

VETLANTA Q3 Summit hosted by McKesson – August 26th

Veterans Connect Dinner hosted by Emory – September 17th

American Corporate Partners Event hosted by UPS – September 22nd

VETLANTA Q4 Summit hosted by GA Power/Southern Company – October 28th

Homeless Veteran Event hosted by AT&T – November 5th

American Corporate Partners Event/Hire Heroes USA Seminar hosted by Coca Cola – November 12th

VA Clinic Shelving Project hosted by UPS/Soldiers Angels/Home Depot – November 14th

2016 Projected Activities

VETLANTA Summits (4)Q1 – Jan 27th, Hosted by TurnerQ2 – April, Hosted by Georgia TechQ3 – August Hosted by UPSQ4 – October, Hosted by GA Power/Southern Company

American Corporate Partners/HHUSA EventsApril – UPS (Lloyd Knight, Project MNGR)TBD – Coke (Patrick Haddock, Project MNGR)TBD – Host Company & Project MNGR Needed

MISC Events Homeless Veterans Event – Host Org/MNGR NeededEmory Veterans Connect Dinner VA Stand Down – Project MNGR NeededVeteran Owned Business Summit (Bryan Wolfe, Project MNGR)UPS VBRG Social, Jan 28th, (Kevin Horgan, Project MNGR)Looking for ideas/Project MNGRs/hosts for socialsService Related Events – Looking for ideas/Project MNGRS

Military 101 TrainingTo be fielded in Spring 2016Jordan Kellett (Project MNGR)Looking for volunteers to assist with curriculum development and for host organizations. Plan is to have one company host one showcase event open to all and then several smaller internal company events

6:30 – 7:00 Networking

7:00 – 7:20 Chairman Comments (Lloyd Knight)

7:20 – 7:30 Host Comments

7:30 – 7:35 Turner

7:35 – 7:40 AT&T

7:40 – 7:45 SunTrust

7:45 – 7:50 Georgia Tech

7:50 – 7:55 Coca-Cola

7:55 – 8:00 ESGR

8:00 – 8:05 Home Depot

8:05 – 8:10 Kimberly Clark Corporation

8:10 – 8:15 VYD & Associates

8:15 – 8:20 UPS

8:20 – 8:25 First Data

8:25 – 8:30 Georgia Power/Southern Company

8:30 – 8:35 Eaton

8:35 – 8:40 Lockheed Martin

8:40 – 8:45 ADP

8:45 – 8:50 Accenture

8:50 – 8:55 JWT

8:55 – 9:00 Deloitte

9:00 – 9:05 McKesson

9:05 – 9:10 Georgia National Guard

9:10– 9:20 Closing Comments (John Phillips)

9:20 Networking

VETLANTA Presentation

For all Turner business units and current / future employees, Turner Vets serves as a strategic resource for cultural diversity, by supporting all efforts concerning the military and veterans in areas including but not limited to recruiting, employee retention, innovation, and professional development, while supporting growth and the achievement of bottom-line results.

Positioning Statement

v. VETS.

Mission – The mission of the Veteran’s Group is to

strengthen Turner’s marketplace, workplace and

workforce by empowering veterans and unifying the

Turner community.

Vision – Turner Vets will be a trusted source for veteran

talent acquisition, leadership pipeline development,

community outreach and media content support.

Mission & Vision

Branding Approach

Our Core

Veteran Talent Acquisition

Leadership Pipeline

Career Development

Community Outreach

Media Content Support

Event Highlights – New York

Black History Month Quiz

TNT & The USO Celebrates the

Military

Tunnel to Towers 5K

Toys for Tots

NY: 300 Letters/ ATL: 1000 Letters

Turner employees

dedicated over 1,300

toys to our local

communities in

Atlanta, Los

Angeles, New York

& Washington DC.

Event Highlights - Atlanta Atlanta All Veterans Job Fair - Partnership with Talent Acquisition

Flanders House Remembrance

Playing by the Unwritten Rules

Moving through PTSD

Event Highlights - Atlanta

SunTrust Atlanta Veterans Teammate Network

• The Atlanta Network is part of a corporate-wide inclusion effort that has 10

veterans networks spanning SunTrust served communities in 8 states and

over 550 teammate (employee) members

• We undertake and implement corporate efforts like our company-wide

Moment of Remembrance, veterans hiring programs, and Homes for Heroes,

in addition to projects specific to the Atlanta metro area

2015 SunTrust Atlanta Veterans Teammate Network Accomplishments

• Increased teammate (employee) membership from 75 to over 150 participants

• First year in supporting an Enterprise-wide Veterans Interests Council

• In partnership with Military Warriors Support Foundation,

Provided a wounded Veteran and his Family:

• A mortgage-free home in Woodstock, GA & three years of financial education & counseling in support of

homeownership

• SunTrust donated a total of six homes across our footprint since program inception last year

• Attended 20 military Veteran career fairs (4 in Georgia)

• Participated in Women Veterans Social Justice Conference at Kennesaw State University

• Made contribution in support of the Atlanta Chapter of the Military Order of the Purple Heart

• Led Atlanta SunTrust headquarters Memorial Day Moment of Remembrance with supporting Marine Color Guard

• Organized annual effort to send over 250 holiday cards to active duty service members

• Hosted SunTrust headquarters Veterans Day speaker event and luncheon

• Provided veteran business leader panelist support for Coalition of Veteran owned Businesses

http://militarywarriors.org/

• Increase active involvement of Atlanta Veterans Teammate (employee) Network

• Provide at least one selected wounded Veteran and his/her Family:

• A mortgage-free home & three years of financial education & counseling in support of homeownership in partnership

with Military Warriors Support Foundation

• Attend 24+ military Veteran career fairs (6 in Georgia)

• Promote SunTrust, Atlanta Veteran Teammate Network activities (internal & external)

• Collaborate & participate with other Atlanta employers on veteran community based projects

• Organize annual effort to send holiday cards to active duty service members

• Plan and lead events in honor of Veteran focused holidays (Memorial Day, Veterans Day)

• Increase mentorship & sponsorship for transitioning service members

• Share & solicit “Best Practices” on driving Veteran type activities

SunTrust Atlanta Veterans Teammate Network in 2016

http://militarywarriors.org/

Veterans Education

Training and Transition

Program

(VET2)

Program History

• Program first piloted August 2013 in Savannah, GA

• Originally developed for unemployed and underemployed Veterans recently separated from active duty

• Created using an experiential learning model that allows service members access to the civilian workplace through internship

• Seven corporate sponsors in the first year

• Approved as an active duty internship program June 2014 as part of DoD Instructions 1322.29

• Currently there are over 1100 active duty service members and Veterans who have completed interest requests in the program

– 18% Logistics & Supply

– 14% IT/Communications

– 14% Security/Law Enforcement

– 11% Maintenance/Repair

– 9% Human Resources/Administrative

– 7% Aviation

Measurable Outcomes

Selection Rate: 25%

Program Completion: 93%

Hired/Offered Employment: 99%

(August 2013 – December 2015)

Veterans Education Training and Transition (VET2)

• Designed to facilitate the successful transition of service members as a

potential employee or new hire.

• Compatible with existing onboarding process

• Content provided by the employer to ensure relevance

“VET2 is a truly successful program that remains the only one of

its kind in the country.”Lieutenant Colonel Steven M. George

Office of the Chief of the Staff of the Army

Soldier for Life Program

First Active Duty Internship in the Country

• Active duty service members now authorized to participate in internships with approved institutions of higher education (DoD Instructions 1322.29)

• 10,000 service members per year are projected to transition from Georgia military installations from 2015-2020

• VET2 approved as an active duty internship program at Fort Gordon, Fort Stewart, Hunter Army Airfield & Robins AFB (Fort Benning pending)

• Service members must be in the last 180 days of service & receive approval from their chain of command to participate in an internship

• Active duty service members cannot receive compensation from the employer (“unpaid internship”)

• First Active Duty class completed January 2015 with 100% receiving a job offer

“Gulfstream is committed to military hiring.

The VET2 program provides a great

opportunity for Gulfstream to help members

of the military ease the transition to the

civilian workforce, and it also help us

source experienced professionals.”

Mark Burns, President Gulfstream Aerospace

VET2 Graduates January, 2015

Benefits to the Service Member

• Income during the hiring process; active duty military receive pay & benefits

• Feedback on job performance and marketability from an employer

• Program flexibility to align with separation date

• Course content provided by the employer

• Education & Experience for the resume

• Networking with cohort members and employer

• Training and job offer before the separation date from the military

• Mentorship and support before, during and after the job search

Benefits to the Employer

• Decreased cost of hiring and on-boarding veteran new hire

• Extended interview process for the evaluation of potential new hires

• Program flexibility to align with workforce training requirements

• Employee training through Georgia Tech in a “high demand skillset”

• Strategic Partnership with Georgia Tech to provide education and employment opportunities to our military service members

• Relocation costs for new hire covered by the military

• A reliable and dependable employee!

Why this Program is Different

• VET2 Split Course Option

– Engage service members

earlier in their transition

• VET2 101: Resume Building and

Interview Skills (Online)

– Collaborative effort between

GTPE, “Boots to Loafers” and

the Georgia Department of

Economic Development

• Increased Internship Opportunities

for Companies in Remote

Locations

• Program Expansion to other States

• Overseas Career Skills Program

Opportunities for Service Members

What’s New for 2016

For More Information

James R. Wilburn, Ed.D.Academic Program Director, Military, Professional EducationGeorgia Institute of Technology210 Technology Circle, Savannah, GA 31407-3016Office: 912-966-7951 Email: [email protected]: www.gtpe.gatech.edu/

mailto:[email protected]

27 Classified - Internal use

Patrick Haddock

2015-16 MVBRGPresident

28

2015 Coca-Cola MVBRG Highlights

Classified - Internal use

● American Corporate Partners (ACP) partnership continued

- 70 mentors and lengthy waiting list

● Veterans Day events

- Veterans Day employee event at our HQ

- USO “stuffing party” – employees put together care packages for deployed troops

- Every employee Veteran received a challenge coin

- Storyboards at HQ to recognize veteran employees & family

- Hosted an ACP/HHUSA career workshop

● Signed up for the Army PaYS program

● VET2 internship program

● Testified at U.S. Senate hearing with Starbuck on status of support of veterans

29

2016 Coca-Cola MVBRG Plans

Classified - Internal use

● American Corporate Partners (ACP)

● Veterans Day events

- Employee engagement event + USO + challenge coins

● Veterans Non-Profit Support

- Some details still being worked out

- Working with The Mission Continues on Atlanta expansion

● Enhance Veteran Recruiting Efforts

- TAP program lead visiting TCCC in Feb

● HHUSA resume and/or interview event

● Partner with TWI/EWI program and local participants

● International Officer visits from Maxwell AFB

● Liaison with HR for USERRA and company policy compliance

Family & Employer Programs & Policy (FEPP)

(Version 1)2/9/2016

Joe M. Shubert, CSM(Ret)Georgia ESGR Administrative Support Technician

WEALL

SERVE!

www.ESGR.Mil


(Version 1)2/9/2016 31

Uniformed Services Employment & Reemployment Rights Act of 1994

USERRA• Protects reemployment rights and benefits of all employees

who engage in military service as if he or she had been

continuously employed during a period of military service.

• This includes having the same level of seniority, status, pay

and benefits they would have accrued, if they were not

called up for military service.


• Provide prior or advanced notice

to employer (verbal or written)

• Serve for no more than 5

cumulative years away from the

workplace. However, there are 8

exception categories.

• Serve under honorable

conditions

• Return to work in accordance

with USERRA guidelines

• Allow Military leave of absence

• Prompt reinstatement of employee

• Maintain employee seniority

• Reinstate employment benefits

• Training or refreshing of skills

• No discrimination or retaliation

2/9/2016 32(Version 1)

Military Responsibilities Employer Responsibilities



(Version 1)2/9/2016 33


Who is covered under USERRA?

YES:

Past and current employees with uniformed service

Applicants for employment with uniformed service

Witnesses to USERRA right infractions or violations

Employers with even one employee

Active Duty, Reserves, National Guard, National Disaster Medical System

NO:

Guard members on State Active Duty for Floods, Fires, etc. (Will be protected under the Governor’s state protection laws)

Non-recurrent or Brief Employees, Clergy, Students, Independent-Contractors

** Non-recurrent employment meaning that the period of hire was not reasonable expected to continue indefinitely or for a significant period.


(Version 1)2/9/2016 34


Questions about USERRA

1- 800-336-4590, option 1

or

www.ESGR.mil

MAG Overview

January 6th, 2016

THD MAG Overview

VISION: Provide a platform that provides professional development, outreach,

awareness, and integration for our military/veteran community and Home Depot

associates

MISSION: Foster a symbiotic relationship between THD veterans, THD non-

veterans, and the local veteran community through integration, education, and

development

CORE COMPETENCIES:

- THD Memorial Day/Veterans Day events

- USO

- Community Projects (Toys 4 Tots, Habitat for Humanity, UMC)

- Veteran Hiring/THD HR Initiatives (Vetlanta, ACP)

- Support Veteran Non-Profits

- Adopt-a-unit/Letters/Care Packages

MAG participated in and/or hosted over 50 events representing The Home Depot in

2015

36

Board of Directors and Leadership Committee Set Up

37

Board Position Board Member

Chair Don Stolzoff

Co Chair Fred Spano

Comptroller

Compliance Cindy Monk

Metrics/Membership

Communications Christine Holloway

THD Foundation Tiffany Poole

Community Projects Dan Sedrak

Veterans Day Bethany George

Memorial Day Rachel Gates

USO Emily Knox

Veteran Hiring Karen Lewis

Advisory Role Ted Studdard

USN Liaison Scott Long

Board of Directors

Committee Position Committee Member

Veterans Day

Memorial Day

Miscellaneous Events

Miscellaneous Events

USO

Veteran Hiring

Veteran Non Profits

Community Projects

Proposed Leadership Committee

Expectations

• One year commitment

• Lead the committee responsible for specific event

or project

• Attend LC meetings

• Complete new member onboarding

MAG currently has ~800 active members

One of our main goals in 2016 is to focus on engaging our current membership through

the creation of leadership committees

SALUTE RoswellKimberly-Clark Corporation

Marcia Lucus

Bu

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nt

Go

od

Wo

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Fam

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up

po

rt

Objective: Deliver content and experiences to recruit, retain and develop members

• Quarterly leadership series• Focused feedback from our veteran

employees

Objective: Create opportunities to make a difference in our communities

• K-C Volunteer Opportunity Day• Support local 5K Run• Missing soldiers table (Memorial

Day)• Holiday Mail for Heroes

Objective: Assist K-C military families through the rigors of military life

• USO Volunteer Day at Hartsfield• Operation Baby Shower

2016 Roswell Objectives

KCP Volunteer EventHoliday Mail for Heroes

Hire Heroes Volunteer Recruitment

Now Presenting:

VYD and Associates

On Deck:

UPS

In The Hole:

First Data

Women Veterans’ Employment Research

U. S. Department of LaborVETS/Women’s Bureau

www.vydandassociates.com

Project Overview


DOL Women’s Bureau’s and VETS needed to identify gaps in research and employment policy to:

• Address the needs and issues of women veterans

• Provide understanding to the needs and issues unique to women veterans

• Support employer effects in hiring and retaining women veterans

• Inform the federal governments ongoing work in supporting employment and training

opportunities for women veterans who are transitioning into the workforce

Business Problem

Women Veterans have an unemployment

rate of 8.3% versus 6.9% for men veterans.

Public and private sector tools, services

and programs for veterans are designed

from a male dominated view

Deficiency in research and literature

addressing the specific needs workforce

development needs of women veterans

DOL needs to prepare for 1.5M

transitioning service members, which

includes women veterans

Benefit Realization

Support the Women’s Bureau (WB) in the

expansion of its content knowledge on the

challenges facings women veterans in the

labor force

Identifying what exist within this body of

knowledge

Identifying what policies exist to integrate

women veterans into the workforce

Identifying research gaps around women

veterans employment

Research-informed policy decisions to

prepare for the unique needs of women

veterans.

Project Mission, Goals, Objectives


Challenge Objective Mission Goal

Women Veterans

have an

unemployment rate

of 8.3% versus 6.9%

for men veterans.

Public and private

sector tools, services

and programs for

veterans are

designed from a

male dominated view

Deficiency in

research and

literature addressing

the specific needs

workforce

development needs

of women veterans

DOL needs to

prepare for 1.5M

transitioning service

members, which

includes women

veterans

Women’s Bureau seeks to

address the gaps in research

and employment policy to:

Address the needs and

issues of women veterans

Provide understanding to

the needs and issues of

women veterans

Support employer effects

in hiring and retaining

women veterans

Inform the federal

governments ongoing

work in supporting

employment and training

opportunities for women

veterans who are

transitioning into the

workforce

Support the Women’s

Bureau (WB) in the

expansion of its content

knowledge on the

challenges facings

women veterans in the

labor force by :

Identifying what exist

within this body of

knowledge

Identifying what

policies exist to

integrate women

veterans into the

workforce

Identifying research

gaps around women

veterans employment

Research-informed

policy decisions to

prepare for the unique

needs of women

veterans.

Approach


WVER project focused on a

review of the literature

(academic, government,

policy research) regarding

women veterans’

demographics, employment

and unemployment,

occupations and earnings,

marital and parental status,

health and disability, and

socioeconomic status,

including homelessness.

The review process included

more than 275 articles,

reports, briefs, and other

resources. The information

found during this review was

analyzed to provide an

overview of labor market

characteristics of women

veterans, the challenges

women veterans face

compared to men veterans,

and to identify gaps in

published data as well as

directions for future research.

Focus on identifying gaps in available research and factors

impacting women veterans in the labor market.

Key Findings


Gender-differentiated data

• Many studies and evaluation of

services do not differentiate by

gender.

• Difficult to identify issues and

trends unique to women

veterans.

Demographics

• Women veterans are younger,

more diverse and more likely to

be single parents than their male

counterparts.

• Detailed comparisons including

demographics and impact on

employment not available.

Employment Best Practice

• Majority of women veterans are

doing well.

• Gulf War II era veterans have

higher unemployment than

male peers.

• Need to understand what

majority of women veterans are

doing well.

Identification & Utilization

• Women veterans less likely to

publically identify as veterans

than male peers.

• Women veterans less likely to

utilize services designed to

assist veterans.

Q1 2016

UPS VBRG Overview 2015-2016 VETLANTA Q1

Bryan Wolfe, VBRG Chair

48

ATL-VBRG Summary 2015 / Theme: “Put the B back in BRG”

• WG1 “Reputation Management”: Increase the profile of UPS in the veteran community through fundraising, awareness, and speaking opportunities

• 12 cross-functional VBRG team members contributing

• Provided three grants from locally including: $500 American Legion, $500 Catch a lift, and $2000 Veterans Homeless Shelter directly aiding veterans in need

• Supported the local VA Hospital by building 6 storage shelving units onsite

• Blanket/Coat drive: 200 items gathered and distributed

• Held 2 Veterans Day Color Guard events at 55 Glenlake & Morris Rd, and raised $593 for the United Way through our Chili Cook-off ticket sales

• WG2 “Growing the Business”: Network with Veteran Owned Businesses Networks, Veterans Administration and DOD to help Veteran Owned Businesses (VOB) grow

• 20 cross-functional VBRG team members contributing

• Hosted our first Veteran Owned Business (VOB) Summit with 85 companies in attendance across 23 industries as well as 15 guest speakers/leaders from industry, academia, and government helping to Inform, Equip, and Enable VOB’s for success

• Created 2 new ventures including a new Veterans Entrepreneurial COE program with VETLANTA and new collaboration with the Coalition for Veterans Owned Businesses (CVOB) starting in Q1 2016

• WG3 “Talent Management”: Work with veterans advocacy groups to increase employment of qualified Veterans.

• 12 cross-functional VBRG team members contributing• Developed a new veteran mentorship program for new hires• Hosted 2 American Corporate Partner (ACP) events providing guidance on resume writing

and interviewing skills with 40 veterans in attendance at each event

2016 High-level plan UPS ATL-VBRG

• APRIL: ACP and Hire Heroes: ALL DAY and early evening transition,

coaching, interviewing and resume writing workshop

• APRIL: Annual Food Drive.

• Late 2Qtr, early 3Qtr: Coat and jeans Drive

• SEPTEMBER: VETLANTA Summit - evening

• OCTOBER: Veteran Owned Small Business summit. Same formula as 2015

as part of the new VETLANTA Entrepreneurial COE

• NOVEMBER: Veterans Day recognition, morning Colors, etc.

• DECEMBER… Toys for Tots.

49

© 2015 First Data Corporation. All Rights Reserved.

Savana Santiago

Military Recruiter

Military Employment Overview

January 27, 2016


National/State Coalitions and Partnerships


Veteran and Military Spouse Employment

• Our 2016 hiring goal is 15% of new US hires will

be veteran and military spouse hires.

• Launched Monster / Military.com microsite

o Microsite leverages the military translation

tool.

o Links from FirstDataSalutes.com.

o Integration with Salesforce.com.

• Dedicated Talent Acquisition and Military

Experience teams which support the training,

retention and improved performance of all

military affiliated hires.


• Founded in 2011 by First Data’s CEO while he was still at

JPMorgan Chase, the goal of the Coalition is for like-minded

companies (regardless of industry) that strongly identify with

the mission to hire U.S. veterans and their spouses.

o No cost to join the Veteran Jobs Mission;

o No hiring quota;

o Members make a commitment to hire veterans, report

veteran hires on a quarterly basis;

o Attend face-to-face quarterly meetings and share best

practices as it relates to veterans initiatives;

o Members are required to sign a memorandum of

understanding which outlines the aforementioned core

tenants of membership.

• What Are the Benefits?

o Employers benefit by exchanging knowledge,

information and leading practices.

o Companies discuss leading practices around the entire

employment continuum.

Veteran and Military Spouse EmploymentVeteran Jobs Mission


Veteran and Military Spouse EmploymentWounded Warrior and Caregiver Opportunities

• Transition Training Academy (TTA)

o Instructor-led information technology training for wounded

service members, veterans, caregivers, and military spouses.

o Candidates hired in to full-time positions across all roles and

locations within First Data.

• Care Coalition

o Provides services for Special Operations Forces wounded, ill, or

injured service members and their families.

o Candidates placed into internships/fellowships.

o Opened to all positions at key sites in July 2015.


Owner-Associate ExperienceThe strength of our company is in our human capital, our owner-associates

• Improved Onboarding Experience

o Welcome letter from MVA team

o New hire welcome call

o Welcome packet

o Invitation to join the Military Affinity Group

(MAG)

o 90-day “check in” email

• Diversify our Workforce: Military Awareness for

First Data Owner-Associates Training

o Target audience: hiring managers, supervisors,

recruiters, and owner-associates.

• Military Affinity Group (MAG)

o Created to establish and lead a network for First

Data’s military-affiliated owner-associates:

veterans, Guard and Reserve members, military

spouses, family members, and civilian

supporters.

o The MAG connects and supports our members

through community building, networking

opportunities, and professional development.

o 165% increase in membership in 2015.

o Chapters located in eight FD locations

throughout the U.S.


Veteran Business Engagement

• Veteran Business Offer

o Full launch of First Data’s comprehensive

package offer for veteran- and military

spouse-owned businesses in the SMB

Direct Channel.

• Coalition for Veteran Owned Business

(CVOB)

o First Data and IVMF launched the

Coalition for Veteran Owned Business

(CVOB) on May 5th.

o CVOB / Southern Methodist University

Veteran Business Summit to be held

November 6th.

Looking ahead:

• Center of Excellence for Veteran

Entrepreneurship

o Create the Center of Excellence for

Veteran Entrepreneurship through

partnership with the Institute for Veterans

and Military Families at Syracuse

University to provide resources, education,

and commerce and supply opportunities

for VOSMB.


Ongoing Events / Activities

• Statewide collaboration – Developing liaisons/chapters

• Vets for Vets – buddy program to integrate transitioning vets

• Statewide student of the business training – lunch & learns

• USO volunteer day

• Memorial Day – Operation DVD/ Care packages

• Veterans Empowerment Organization volunteer days

• Atlanta Veterans Day Parade

• Habitat Veterans Re-construction (Macon)

Hiring Activities/Initiatives

© 2013 Eaton. All Rights Reserved..

Eaton Military Talent Engagement and Retention

62© 2013 Eaton. All Rights Reserved..

Military Recruiting – Strategy/Vision

Increase overall Vet hiring across the organization – all levels

• Measure current baseline and track incremental improvements to achieve

best in class standards

• Report military hiring at all levels on a monthly basis

• Use various channels to ensure Eaton is an “employer of choice” via

branding/job boards

• Participate in best in class competitions to achieve top military status

• Widen the window – provide operations great diverse talent with built in

leadership capabilities

• Use various tools to accomplish this goal – branding/recruiting/education

and training for MOP’s


Why Hire Military

Many of the most admired companies in the US have a robust recruiting program

that focuses on hiring military talent because of the many positive attributes this

continuously replenished labor pool provides.

Eaton Core Values & Philosophy US Armed Forces Core Values

• Loyalty

• Duty

• Respect

• Selfless Service

• Honesty

• Integrity

• Courage

• Commitment

• Devotion to Duty

• Excellence

• Customer Orientation

• People

• Trust

• Respect

• Dignity

• Integrity

• Excellence

• Accountability

• Health and Safety

• Inclusion

• Communication

• Compensation

• Learning

• Innovation

• Engagement

• Environment and

Communities

Core values – The core values of the military reinforce those of Eaton.


Military Strengths/Competencies/Benefits

Service Mentality

• Contribute to something larger than you

Leadership laboratory

• Maturity and leadership beyond their years

• 1 in 12 Fortune 500 CEO’s is a Veteran

Diversity

• The military pioneered diversity in its workforce

• 38% of transitioning military members are minorities

Safety

• Well versed in safety and risk management

• Safety initiatives and policies tie to “I Choose Zero”

Learning Agility

• Provided continuous opportunities to learn new skills with little to no previous knowledge – expected to become SMEs


Military Strengths/Competencies/Benefits

Continuous Training/Improvement

• US Military incorporates a continuous learning environment focused on personal/professional improvement

Substance Abuse

• Zero tolerance policy

Ability to relocate

• Relocation is built into their DNA and military provides relocation assistance upon transition

Tax Credit for hiring military

• Work Opportunity Tax Credit ($2,400 - $9,600)

Flexibility

• Open to multiple environments, work locations and different types of opportunities


TMP/Vet Engagement

Various methods are used to engage

Transitioning Military Professionals (TMP)/Vets

before joining Eaton

• Military Landing Page on Eaton website

• Job Fair Participation

• Web/Conference Calls

• Internal Interview Events

• Veteran ERG

• Military Talent Scout Network• Adds an SME to each Eaton facility

• Functions as “Buddy” or sponsor for new vet hires


Functional Areas of Focus for TMP/Vets

Why Manufacturing, Operations, Production and Supply Chain?

1. High volume functions

Manuf/Ops/Prod/SCM volume accounts for 24% of external hires since 2010

YTD (SB07-SB11)

2. Historical success

Recently, Eaton hired 64 transitioning military professionals (SB06 – SB12) *

20 of the 64 (31%) were hired into SCM / Manufacturing

Production/Operations positions

50% of the hires were officers

3. Transferrable skills sets / Ease of entry

Military Officers focus on leading people in a technical environment and

managing processes

* Does not include all veterans hired during this timeframe

Business Function Total

Engineering 770

Environmental Health and Safety 46

Finance 131

Human Resources 126

Information Technology 160

Manufacturing 245

Marketing and Sales 439

Operational Excellence 45

Operations 27

Production 24

ProgramManagement 19

Quality 99

Supply Chain 271

Grand Total 2402

Above numbers represent SB07-11 external hires

during period covered


Eaton Vet Engagement & Retention

Internal engagement & retention

• Veteran ERG

• Military Talent Scout Network

• Eaton Coin

• Eaton Culture and Environment

• Make a difference (your ideas are heard)

• Provide unrivaled customer value (do what’s important)

• Enjoy lifelong learning (learn and grow)

• Develop your career (be recognized and succeed)

• Experience and growing global company that’s committed

to the customers and communities it serves


Eaton Vet staffing results and plans

For 2015 we established a goal of having 7% of

our 2015 US hires be a military veteran—we

achieved 8%.

Our plan is to maintain or exceed this goal in 2016

We are looking to implement some processes

similar to our Early Talent (college campus

recruiting) Programs and apply it to our military

hiring initiative in 2016


Military / Veterans EmployeeResource Group (ERG)

~ It’s About Connecting Veterans and

Building Camaraderie ~

Mark Munoz, President

Engagement

• Pride for what we do and have done

• What we do for the Warfighter

Speaker Series

• Military veteran speakers

• Sharing Our Stories

Professional Development

• Lunch and Learns

• Leadership Positions

Veterans ERG Overview

Personal Development• Veterans Benefit Advisors (external to company)• Employee Assistance Program Briefs (internal)

Transition• Recruiting Referral (who do you know?)• Transition Assistance – acclimation to LM

Mentoring/Coaching• Formal and informal


Networking• Connect and Engage with other Veterans• Connect with all Site ERGs• Social Events


Veteran Info Example

Veteran Info Example

Copyright © 2015 ADP, LLC. Proprietary and Confidential.

ADP – Military Strong BRG

VETLANTA Q1 Summit

Greg Poquette – National Board Treasurer

January 27, 2016


78

Overview

• Founded as a resource

group in 2013

• National Board – Steering

Team

• Organized Regionally

– SE

– NE

– West

– Midwest

– Virtual

• 500+ associates are

members


79

Habitat for Humanity

• 50-60 ADP volunteers in

each location

– Newark NJ

– Atlanta GA

– Augusta GA

– San Dimas CA

• ADP was awarded the

HFH Newark “Golden

Hammer” in 2015


80

RED Drives

• Collect, assemble, and

distribute care packages

for overseas service

members

• Twice annually; May and

October

• 200 + packages sent in

October 2015


81

We will be establishing a chapter in

Atlanta in 2016!

• Office locations– Alpharetta

• Windward Pkwy

• Great Oaks

• Westside Pkwy

• Union Hill

– NW Perimeter • New Northside Drive

• Contacts

[email protected]

(770) 360-2558

[email protected]

(678) 746-5287

Accenture’s Military

CommitmentJohn Thomas

linkedin.com/johnthomas2008

[email protected]

• Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations with over 374,000 employees across 120 countries.

• As a global consulting, outsourcing and technology company, Accenture offers a wide range of career opportunities for military personnel and veterans. Many chose to apply their functional skills, such as IT, logistics, cyber security, or accounting, to work with clients across industries while others prefer operating in the government environment with Accenture Federal Services.

• Consistently ranks in Top 100 Military Friendly Employers

• Accenture gives veterans exposure to amazing training and careers in technology

• Accenture continuality searches for ways to serve both enlisted and officers transitioning

Accenture’s Commitment to Veterans

83

• Enlisted U.S. Army 1995-2006 2 Iraq tours

• Joined Accenture in 2015 through one of Accenture’s Veteran

hiring initiatives

• Currently a Big Data Software Engineer (Certified Apache

Cassandra Developer) with Accenture Digital & Analytics

• Co-lead for Accenture’s Military Employee Resource Group in

Atlanta

• Off-duty super hero- I enjoy helping veterans finding

employment.

Accenture’s Proof of Commitment to Veterans (That would be me!)

84

Atlanta Military – Mission/Vision

MISSION

VISION

Support the recruitment, development and retention of our veteran community by

leading and participating in programs that make a substantial impact in our veteran community and deepen our relationships

with clients

Recruit

•Support 5/5 Mission

•Actively engage transitioning veterans across all branches

•Identify new veteran sourcing channels

Develop

•Identify veteran/spouses development needs within Accenture

•Identify leadership /mentorship opportunities within MERG for our veterans /spouses

Support

•Support veteran initiatives across

•Local networking /collaborating on best practices and employment efforts

•Veterans in reaching career goals

Retain

•Foster a team focused culture

•Engage talent and encourage progression within the organization

85

Company-Wide Programs

1. Hire 5,000 U.S. Veterans by 2020

2. Accenture Veteran Technology Training Program/Partnership with Udemy

3. Accenture Military Career Coach/Mentor programs

4. Junior Military Officer Program

5. Partnership with Institute for Veterans and Military Families (IMVF)

Local Projects Planned for FY16

1. Panel Discussions

2. Mock Interview/Resume Review days

3. Technology Career Days

4. Tech Careers Office Hours

5. Local participation in college and job fairs

86

FY16 – Planned Programs and Events

2016 Veterans InitiativesJ. Walter Thompson South/West

Presented to Vetlanta

January 27, 2016

Founded by a veteran of the United States Armed Forces, our history as a company has

forged an enduring bond with the military community, including active duty, reserve,

veterans, and their families.

• JWT support efforts and initiatives are organized into three primary areas:

• Active Business Initiatives

• Diversity and Inclusion

• Pro Bono Initiatives

• Our 2015 activities supported the above areas and set the stage for continued

progress in 2016:

• Initiated a new contract with the Marine Corps for Recruitment Advertising

• Published a North American Diversity and Inclusion Plan that specifically

recognizes Veterans as a D&I priority for J. Walter Thompson

• Continued Veteran hiring efforts, retaining two new veteran employees

• Expanded pro bono support for Veteran Non-Profits, establishing a Veteran Pro

Bono platform

• The Veteran Platform approach allowed for broader support in the VNP

category vs. limitations imposed by case-by-case annual relationships

J. Walter Thompson Co. – Over 150 Years

of Veteran Service and SupportExecutive Summary

As JWT approaches 70 years of active support for the United States

Marine Corps, we have expanded our efforts to benefit the veteran

community here in Atlanta and across the country.

• United States Marine Corps Recruiting

• Supporting the Marines and the DoD beyond Recruiting:

• Marine Corps Recruiting Command

• Marine Corps Embassy Security Group

• Manpower and Reserve Affairs

• Marine For Life

• Consultation to the Center For a New American Security

• The USO 75th Anniversary

Active Business InitiativesDoing Well by Doing Good in the Military/Veteran Community

Consistent with our leading position in the advertising and communications industry, J.

Walter Thompson has been championing the evolution of Diversity and Inclusion, to

include the inherently diverse and progressive cohort of young veterans in the US.

• In Q3 2015, J. Walter Thompson North America published a strategic plan for

Diversity and Inclusion that included Veterans as one of the five pillars for outreach,

attraction and engagement

• For 2016, the J. Walter Thompson D&I plan calls for the following specific initiatives:

• Posting a minimum of five jobs on the Hire Heroes USA job board to increase

our reach and opportunity to bring more veterans aboard with JWT

• Posting additional job opportunities on RecruitMilitary.com and the LinkedIn

Veteran Mentor Network

• Providing facilities and personnel support to veteran transition activities

provided by D&I partners (Workshops, Photography, Networking)

Diversity and InclusionRecognizing the Evolution of D&I and Leading the Way

For 2016, JWT Atlanta has established a Veteran Platform to guide pro bono efforts.

Specific initiatives will include ongoing support to three Veteran Non-Profits whose

proven track records continue to enhance a range of opportunities for veterans,

their families, and communities.

• The Travis Manion Foundation

• Hire Heroes USA

• The Bob Woodruff Foundation

Pro Bono InitiativesOpportunities to support the Veteran community in Atlanta and around

the country

Please feel free to contact us:

Marshall Lauck

J. Walter Thompson Atlanta

[email protected]

404-365-7323

We Look Forward to Working With

YouWith over 100 team members who actively support military and veteran

efforts, we are proud to have the veteran experience as a central

component of who we are as a company.

mailto:[email protected]

Deloitte Atlanta Armed Forces Business Resource GroupHelping Veterans Succeed at

Deloitte and Benefit their

Community

January 2016

Copyright © 2016 Deloitte Development LLC. All rights reserved.94

Deloitte Armed Forces Business Resource Group (AFBRG)

Deloitte AFBRG Overview

• National network of more than 900 Deloitte professionals who are prior, current, and retired

service members, as well as their supporters

– The Atlanta Office contains more that 100 of the AFBRG members

• AFBRG Provides:

– Centralized group for veterans advocacy within Deloitte

– Opportunity to build camaraderie amongst veterans and veteran supporters

– Assist veterans transitioning into Deloitte

– Provide volunteer opportunities for Deloitte Practitioners

Deloitte AFBRG Locations

San

Francisco

San

Diego

San

AntonioHouston

Atlanta

ChicagoTri-State

Maryland

Washington DC

Tampa

Cincinnati

Dallas

Hermitage

Austin

Denver

Detroit

Boston

Seattle

Copyright © 2016 Deloitte Development LLC. All rights reserved.95

Armed Forces BRG Key Activities

In Support of Veterans Nationally

• Work with the USO and Hire Heroes USA to organize volunteers and career panels to

various Veteran Transition Workshops throughout the country (including the metro Atlanta

Area)

• Partner with American Corporate Partners and Student Veteran Association to assist in

mentoring Veterans entering a new career path

• Provide Pro-Bono consulting services to various Veteran focused Non-Profit Organizations

(NPOs)

• Sponsor Impact Day – an event the first Friday of June that allows all Deloitte employees

across the US to volunteer and support NPOs during the day

In Support of Veterans in the Atlanta Metro Area

• Continue to Volunteer and Support NPO:

• USO Atlanta Chapter (March)

• Veterans’ Empowerment Organization (May)

• Department of VA Stand Down (October/November)

• Witness to War

• Support Additional NPOs providing high quality services to Veterans:

• Volunteer and support locally run Veteran focused NPOs (September)

• Work with United Way initiatives focus on reducing the number of Homeless Veterans

Now Presenting:

Georgia National Guard

On Deck:

McKesson

In The Hole:

Closing Comments

McKesson Military Resource Group

Vision & Mission

McKesson Corporation Confidential and Proprietary98

Regional Chair Updates

• AK,HI,CA,OR,WA,

NV,NM,

AZ,UT,CO,WY,ID,

MT

West Region • MO, IA, KS, IN,

MN,MI, WI, ND, SD,

OH,IL,KY, TX, OK,

LA, NE

Central Region

Southeast Region

• AR,TN,

SC,NC,MS, AL,

GA, FL

• KY,WVA,VA,NJ,NY,PA,V

T,NH, ME, RI,DE, CT,

MA, D.C.

Northeast Region

FOR INTERNAL USE ONLY/PROPRIETARY AND CONFIDENTIAL

Serves all MMRG members and boards

NATIONAL MMRG

Chair:Sam Oman

Chair: Chris Savage

Co-Chairs: Shreve Gould &

Bennett Holtzman

Chair:Patrick Soos

Chair: Terry Carrico

Executive Sponsor: David Evangelista

2/17/201599


Mission: The MMRG provides opportunities for all employees to recognize and welcome veterans and their families to McKesson. In doing so, this group of like minded employees strives to provide professional and personal development opportunities, support the recruitment, hiring and retention of veterans, and work within our communities to respect, honor, and support active duty military and veterans.

The MMRG provides opportunities to:

- Connect with colleagues with similar military service, experiences, backgrounds and interest

- Develop skills and relationships beyond our daily work

- Support active military, veterans and their families at McKesson and in our communities

- Assist in the recruitment, hiring and retention of veteran talent

2/17/2015100

McKesson Military Resource GroupFY16 Goals

GOAL #1: Engage MMRG Membership

Annual membership survey

Monthly National Chapter emails

Monthly Site leaders calls

Quarterly MMRG Chapter meetings

GOAL #2: Contribute to the recruiting, hiring and retention of

Veterans

Provide MMRG Members to support TA during recruitment events

GOAL #3: Celebrate Veterans and Memorial Days

Conduct National / Regional / Site events to Veterans and those

that gave all in the defense of our national beliefs

GOAL #4: Community Outreach: Say “Thank You” to Veterans

and/or Active Duty Military Support an annual established event in your community that says

“thanks” to Vets or active duty military.

Plan and conduct your own event.

Conduct a fund raiser and contribute the proceeds to local

organizations that assist Vets and/or active duty military.

2/17/2015101

McKesson Military Resource GroupFY16 GoalsGOAL #2: Contribute to the recruiting, hiring and retention of

Veterans

- Dean James (Emory GBS Dean ) Speaks at McK

- VETCONECT Hosted by Emory

GOAL #3: Celebrate Veterans and Memorial Days

- Memorial Day – Flags flown at ½ mast

- Nov 11th Pins for All Vets at McK Windward location

- Nov 18th McK Honors Vets – Hosted by Pat Blake

GOAL #4: Community Outreach: Say “Thank You” to Veterans

and/or Active Duty Military - Team River Runner - Dan Brady

- Birdies for the Brave – Tom Sullivan

- Spring into Fitness – Shepherds Men – John Mann

- DAV – 5k

- Joint ERG event -Hands On Atlanta Day

(Celebrate Diversity and Demonstrate Inclusion)

- VA New Years – Vet Thank You letters

McKesson Honors VetsEmployee Gathered in Atrium to thank Vets

Vets Networking Lunch with MTS Leaders

- Focus was on Soft Skills Vets Bring to McKesson.

2/17/2015103


For the third year, a

group known as the

Shepherd’s Men, will

run to raise awareness

for the most common

injuries affecting

returning troops since

2001, Traumatic Brain

Injury (TBI) and Post

Traumatic Stress

Disorder (PTSD).

One in five service men and women

returning from Iraq and Afghanistan need

treatment for these devastating

conditions. Though undetectable visually,

TBI and PTSD devastate service members

and the families who suffer with them,

often leading to broken homes and suicide

Thank You

Documents

VETLANTA Q1 2016 Summit