Virginia Values Veterans (V3)

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V3 PROGRAM MANAGER,ANDREW D. SCHWARTZ

THE VIRGINIA VALUES VETERANS STORY

Join the hundreds of companies in the Commonwealth who see the value of

hiring Veterans!

• Virginia has the fastest growing Veteran labor force in the

nation

• The Commonwealth recognizes its unique position to be

the most Veteran friendly state in the nation

• Dec 23rd, 2010, Governor McDonnell issues Executive Order

29, directing DVS to “identify the resources necessary to

create … a program to develop employment opportunities

for Veterans.”

• DVS partners with Federal, state agencies and the private

sector to create the V3 program

• June 12, 2012, first V3 conference held with 50 companies

• March 2013, Virginia General Assembly codified the V3

program

• Governor McAuliffe continues firm commitment to the

program

• By July 2015, 300 V3 Member Companies, pledges of over

12,000 Veterans and over 10,000 Veteran hires reported

• Executive Order 23 calls on 10,000 businesses to make

commitments to hiring Virginia Veterans.

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THE V3 MISSION

Through broad public and private partnerships the V3 program assists Virginia employers in meeting their recruiting, hiring, and retention needs. The V3 program will:

• Educate employers on the value of hiring Veterans

• Train organizations on how to effectively recruit, hire and retain Veterans and,

• Connect engaged companies with qualified Veterans

Together we ensure Veterans are valued in Virginia!

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Metric Number % Increase

New Companies

117 72.67%

Jobs Pledged

6,612 126.72%

Hires Reported

5,885 189.90%

Gov. McAuliffe’s Term

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PERFORMANCE METRICS

The number of Veteran Hires is how we measure success!

In three years:

•300 V3 Member Companies

•12,000 Jobs Pledged for Veterans

•10,000 Reported Veterans Hires

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LEGISLATIVE UPDATE 2015

Budget – V3/VTAP Operations:

• The FY2015 V3/VTAP budget was $600,000 (GF) and

$100,000 (NGF).

• The FY2016 increase will bring the V3/VTAP

operating budget up to $1,074,000 (GF) and

$200,000 (NGF).

• Increase the number of employer training events,

Veteran recruiting events, webinars with employers

and Veterans, and other activities to help

companies connect with qualified Veterans.

• Develop a comprehensive Public Relations

campaign

• Anticipated results: increases awareness of the

V3 Program and the value of hiring Veterans

• Increase public recognition efforts for

companies’ Veteran recruiting, hiring, and

retention efforts.

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Veteran Employment Grant Summary

• Company Requirements:• V3-certified• Fewer than 301 employees• Employer ID # / Tax ID #

• Veteran Requirements• Discharged from Active Duty within 1 year• Hired in a Full-time status• Paid at or above prevailing average wage• Retained for at least one year – After Jul 1,

2014

• The grant will be awarded to V3 certified companies, hiring veterans who are:• Recently discharged from service (one year or less)• Making a “competitive salary”– at least the

prevailing average wage in the locality in which the hiring business is located

• Retained at least one year in a full-time capacity

• One time $1,000 grant per veteran, not to exceed $10,000 total per company

• Total grant awards capped at $500,000 for Fiscal Year 2016

Structure and Implementation

• To learn more about the V3 Employment Grant and to see if you could qualify, visit www.dvsV3.com/V3Grant.

• Authority, definitions, and FAQs are online.• Grant Application available July 1, 2015

V3 Employment Grant

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DEVELOPING THE BUSINESS CASE

1. There is a compelling business case to hire Veterans.

1. There is a compelling business case to hire Veterans.

2. Socially responsible thing to do. Builds goodwill with • Employees• Customers• Community

2. Socially responsible thing to do. Builds goodwill with • Employees• Customers• Community

Distinctive capabilities:performance

oriented, teamwork, problem solving, etc.

Distinctive capabilities:performance

oriented, teamwork, problem solving, etc.

Valuable highly

technical skill sets

Valuable highly

technical skill sets

Tax Incentive

s

Tax Incentive

s (11, 12)

OFCCP/VEVRAA Compliance

(Federal Contractors)

OFCCP/VEVRAA Compliance

(Federal Contractors)

BEST PRACTICES IN RECRUITING VETERANS

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1. Design a Veteran Recruiting Strategya) Senior Leadership defines business case for hiring Veteransb) HR staff researches labor market on Veteran talent pool and with

Senior leaders sets realistic Veteran recruitment, hiring and retention goals and creates tracking systems. Determines current Veteran workforce data.

c) Senior leader communicates Business case and targets to workforce and key stakeholders

d) Senior HR and Hiring mangers know benefits of hiring Veterans and tax incentives and related labor laws (25) (26)

2. Create a Welcoming & Educated Workforcea) Military Recruiting office staffed by prior military (27)

b) Veteran Recruiting & Retention entity made up of Veterans to advocate and assist with recruiting, hiring and retaining (28) (29)

c) Hiring Managers, line workers and supervisors know the value of hiring Veterans, understand military culture and demystify Traumatic Brain Injury (TBI) and Post Traumatic Stress Disorder (PTSD)

d) Solicit a list of positions appropriate for a Veterane) Ensure job application process is Veteran friendlyRecrui

t

BEST PRACTICES IN RECRUITING VETERANS

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3. Actively Recruit Veteransa) Determine employment opportunities, create or review job

descriptions and application process to insure they do not eliminate Veterans unnecessarily

b) Develop recruitment literature using military language that conveys how you value Veterans (30)

c) Offer alternatives to full-time employment; internships, OJT and apprenticeships

d) Access multiple and credible resources for qualified Veteran candidates

e) Use high touch recruiting; HR Recruiters initiating contact with Veteran applicants to better understand military skills and experience (JPMC) (31)

f) Offer Referral incentives to employeesg) Use V3 Recruiting Days for targeted recruiting

4. Assessing the effectiveness of the Veteran Recruiting process and continually improve.

a) Assess quality of referral sources (32)

b) Solicit feedback on Veteran candidates from Hiring managers, Veteran candidates and hires

c) Make improvementsRecrui

t

BEST PRACTICES IN HIRING VETERANS

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1. Develop an effective Veteran Hiring process. Include elements of the following:

a) Use public-private partnerships to learn best practices of other employers; serve on Workforce Investment Boards (WIBs), Trade Associations, Community College Boards, etc.

b) Transition from a hiring model that offers a job opening in need of a veteran with specific, job ready skills, to a complementary approach where veterans with “raw skills” are hired and then provided specific work-role training (36)

c) Limit reliance on Military translators to assess Veteran fit for a role. Use internal Veterans to review and translate candidate resumes for military skills and experience

Hire

BEST PRACTICES IN HIRING VETERANS

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2. Prepare to Hire 

a) Review with hiring managers what can and cannot be asked during an interview; encourage them to ask Veterans to elaborate about their military training, experience in leading teams, certifications, and awards (37)

b) Use employees with military backgrounds on interview panels

c) Provide Veteran candidates with an overview of the interview process and the use of behavioral based questions

Hire

BEST PRACTICES IN RETENTION

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1. Develop a Veteran Retention Program. Key components include:a) Allocate human capital to support Veteran recruitment, hiring and

retention goalsb) Ensure a smooth hand-off process from recruitment to hiring to

retentionc) Leverage existing Veterans to explain company cultured) Managers detail role specifics and plan regular feedback meetingse) Develop an onboarding/assimilation process using Veteran employees

as trainers; convey how the firm will assist the Veteran by addressing the Veteran values:

Acknowledge Envision

Connect Train

Recognize

Retain

BEST PRACTICES IN RETENTION

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f) Create career paths for Veteran hiresg) Consider offering flexible work schedules to Veteran hires (39)

h) Offer hiring managers resources or training on the military educational process, anticipated transition issues, military culture and specific Veteran hiring issues.

i) Establish a Veteran affinity program, create a Veteran mentorship program for new Veteran hires, connect new hires to mentors (40)

2. Measure the effectiveness of program and continually improvea) Capture exit interviews from Veteran hires leaving the

organizationb) Obtain feedback from Veteran new hires, hiring managers, and

HR on efficacy of retention efforts and continually improve

Retain

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V3 CERTIFICATION PROCESS

1. Get Enrolled!

Submit application and letter to the Commissioner of Veteran Services requesting to enroll in V3 program and stating your Veteran hiring goal for one year.

2. Get Trained!

Within one year of enrolling, complete all V3 training requirements and register for Virginia Workforce Connect.

3. Get Certified!

Submit to DVS a copy of your Organizational Veteran Hiring Plan (OVHP). Upon approval, your company is V3 Certified!

www.dvsV3.com/join

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EMPLOYER BENEFITS

V3 Companies receive the following benefits:

• Veteran Employment Grant eligibility (<300

employees)

• Access to V3/VTAP Recruiting Days

• Virtual Employer Panels with transitioning service

members

• V3 Promotion of Veteran Hiring Efforts

• Public Service Announcements

• Governor’s Press Release

• Feature companies on Governor’s website

(coming soon)

• Listing on V3 website with link to career website

• Promotion of job-openings through social media

(coming soon)

• Cutting-edge best practices in Veteran Recruiting,

Hiring, and Retention.

• Annual Awards Ceremony for Employers

SHRM/HRCI

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The V3 Core Curriculum has been approved for continuing education credits

by both institutions!

We share SHRM/HRCI information with all attendees!

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PATRIOT PLEDGE

Gov McAuliffe has called on 10,000 businesses to make the “Patriot Pledge”• No numeric/percentage pledge• No training required• Can be done in 30 seconds• Go to www.dvsV3.com/pledge

• Does NOT equal V3-certification or receive certification benefits.

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UPCOMING V3 TRAINING EVENTS

Visit www.dvsV3.com/events to see a calendar of upcoming Employer Training Events

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Andrew SchwartzV3 Program Manager

andrew.schwartz@dvs.virginia.gov

Regan HertzlerV3 Assistant Program Managerregan.hertzler@dvs.virginia.gov

www.dvsV3.com