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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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 should learners already know?
• 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
What should learners already know?
• 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 should learners already know?
• 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 should learners already know?
• 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
• 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
• 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
• 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
• 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)
• 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
• 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
• Survey data from an
employer group of 50 people
who have attended similar
training at past Hiring Our
Heroes events and webinars.
• 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
• Survey data from an
employer group of 50 people
who have attended similar
training at past Hiring Our
Heroes events and webinars.
• 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.
PERFORMANCE OBJECTIVES SUBORDINATE TO MAIN STEP 2
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.
Content Presentation
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.
Student Participation
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.
PERFORMANCE OBJECTIVES SUBORDINATE TO MAIN STEP 3
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.
Content Presentation
1. A guest speaker will give a short overview of new regulations by power point.
Student Participation
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.
PERFORMANCE OBJECTIVES SUBORDINATE TO MAIN STEP 4
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
Content Presentation
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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.
Student Participation
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.
PERFORMANCE OBJECTIVES SUBORDINATE TO MAIN STEP 5
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
Content Presentation
1. The trainer will show a video that features how to create a flexible workplace.
Student Participation
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:
• 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 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.
Instructional strategy: slides will be taught via power point to trainees in class from instructor
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:
• 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 questions to ensure learner understands what is covered in this
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
Instructional strategy: slides will be taught via power point to trainees in class from instructor
Activity: Trainees will they will engage in a Q and A session with the trainer on questions they
may have on networking
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 questions to ensure learner understands what is covered in this
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.
Instructional strategy: slides will be taught via power point to trainees in class from instructor
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.
Instructional strategy: slides will be taught via power point to trainees in class from instructor
Activity: Trainees will receive take home handouts and instructions on how to access additional
job search resources.
Materials:
Pack of handouts provided to them by the trainer to follow along with the powerpoint
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:
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: 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.
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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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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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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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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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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
Project Manager: Marady Leary
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 Manager: Marady Leary
Sponsor: Hiring Our Heroes
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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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 Manager: Marady Leary
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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Collection of Work
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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Collection of Work
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 Manager: Marady Leary
Sponsor: Hiring Our Heroes
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.