Veteran Workforce Course by NVTSI

1. Your Next MISSION!
Armed Forces
INto the
SUCCESSFULLY TRANSITIONING FROM THE
USING EVIDENCE-BASED/FIELD TESTED METHODOLOGIES
TO ACHIEVE CAREER SUCCESS AFTER MILITARY SERVICE
Workforce
TM
Presented by: Maurice D. Wilson, MCPO, USN (Ret)
Founder/President, National Veterans Transition Services, Inc.
& Designer/Developer of the REBOOT WorkshopTM

2. About NVTSI/REBOOT
About ME
• Retired in 1998 (26 years USN)
• Director of Workforce Development at SDUL
• Transition Facilitator since 2000 (17 years)
• Got the (REBOOT) vision – Fall 2009
• Co-Founded NVTSI Winter 2010
• Launched REBOOT – Summer 2010
• White House “Champion of Change” - 2011
• San Diego 500 Most Influential Business Leaders
• 2017 Veteran of the Year
About NVTSI/REBOOT
• 501 © 3 Non-profit established in 2010
• Conducted 91 REBOOT WorkshopsTM
• REBOOTed over 1600 (TSM, RSS, Vets, Spouses)
• Expanded to other locations (SoCal, VA, MI)
• Experts in Transition/Reintegration/Workforce
• The only REVERSE BOOT CAMP in the country
MISSION
To assist veterans in making a successful transition from
military service to civilian life through applied behavioral
education.
VISION
To see all veterans achieving, within their potential, their goals
in the transition domains of: employment and career,
education, living situation, personal effectiveness/wellbeing,
and community-life functioning.

3. State of the American Veteran : Research Says…..
• 80% Don’t know what they want to do next
• 85% Don’t want to do the same thing
• 55% Turnover
• Many Aimlessly attend Career Fairs
• Many struggle with the resume
• Many struggle with translating their skills
• Many struggle with the interview
• Adjusting to disability – Mentally
• Adjusting to civilian life – Military Mindset
Veteran Reintegration Issues:
• Staffing Shortages in critical areas
• Access to qualified veterans
• Veteran (skill) readiness to work
• Resume
• Interviews
• Understanding Military Mindset/Culture
• Managing Disabilities in the workplace
• Retention/Turnover
Employer Hiring Issues:
The Biggest Challenge Veterans Face is Choosing Their Next Career

4. Where Do I Go from Here with My Life!
Source: What Color is Your Parachute

5. So Many Things To Consider!

6. Over 5.7 Million Jobs Available

7. Employer Issues/Expectations
Source: San Diego Workforce Partners Special Report – In Demand Jobs, The Occupational
Outlook in San Diego County, 2016
Employers who will need to hire in the next 12 months
face a number of reported challenges in finding what
they need in the workforce. The most common hiring
difficulty faced by employers is finding workers with
relevant work experience (Figure 3). Unsurprisingly, 88
percent of employers are looking for candidates with
relevant work experience.
Veterans Are A Priority Population

8. Different Behaviors Take Various Paths!
Sources: What Color is Your Parachute - MOC Crosswalk Participant Guide – NVTSI Student Surveys - SBA
A Service member who
has held a technical
military occupation and
wants to continue in
that occupational area
in the civilian
workforce. Example: An
Air Traffic controller in
the military who wants
to continue as one in
the civilian workforce.
A Service member
who wants to utilize
the general and
leadership skills
acquired through
military Service in the
civilian workforce.
Example: Senior NCO
with
instructional/training
background who
wants to serve as a
corporate trainer.
A Service member who
wants to pursue a
specific civilian
occupation that is
unrelated to military
occupation or
experiences. Example:
An electronics
technician who wants
to become a history
teacher.
A Service member who
has not decided on a
specific career path
within the civilian
workforce. Example: A
Service member who
wants to settle in a
specific geographic
location without a clear
career path.
A Service member who
wants to pursue a
combination of civilian
opportunities that may
include employment,
education, technical
training,
entrepreneurship, or
volunteerism. Example:
A medical corpsman
who is attending
college to become a
registered nurse while
concurrently employed
part-time as an
emergency medical
technician.80%
25%
86%
15%
8%

9. Civilian 2 Military Career Pipeline!

10. Military 2 Civilian Transition Domains
Employment/Career
Education
Living Situation
Personal
Effectiveness
Wellbeing
Community-Life
Functioning
Is a sequential process that
requires personal readiness
training and preparation.
Starts when you make the
decision to leave the military.

11. Military 2 Civilian Workforce Career Path
PRESEP BRIEF SKILLBRIDGET-GPS CAPSTONE CalTAP
12 – 24 Months 6 - 12 Months 3 – 6 Months 3 m - Separation Post Military
Career Navigation
• Promotes early career
decision-making
• Web-based Real-time
labor market
Information
• Links SM’s DNA to local
Industry training
providers
• 1-Day Industry
Seminars*
• Saves time/money
Industry Career
Technical Training
• Project Management
• Cybersecurity
• Information Tech
• Manufacturing
• Healthcare
• Clean Tech
• Entrepreneur
• Academy
Job matching
• Web-based Real-time
jobs
• Best fit for veterans
• National matches
• Supports local jobs
• Self guided
• Reduces turnover
• Promotes retention
Job Training & Placement
• CalJOBS Enrollment
• VEAP
• Career Coaching
• Matched to Employers
• Career Technical Training
• Supports local employers
• SDUNITED - Connects vets
to local resources
• Networking
• Ongoing support
• Workreadiness Certificate
• Referral Network
• Short-term vocational trng.
• Veterans Chamber of
Commerce
Required DoD Career
Readiness Standards
• Individual Transition
Plan
• VA Benefits Brief
• Post-Separation Budget
• Counseling
• Skills Evaluation
• Eligibility requirements
• Individual Assessment
• Gold Card (VEAP)
• Job Application
• Job Offer
Concept and design by National Veterans Transition Services, Inc. ©nvtsi170805
FEDERAL STATE
*NVTSI to begin offering a free 1-
day Industry Seminar to
transitioning service members in
October
Veterans Opportunity to Work (VOW) Veteran Employment Initiative (VEI)

12. Discover Your Career DNA
VETERANS DEFINED NATURAL ABILITY (DNA)
You have probably heard someone play the piano and could see that they knew how to read music and
play the notes consistently. But have you ever heard someone who really knows how to tickle the
ivory? The experience changes your frame of reference for what you call a good pianist versus a great
one! It’s usually easy to see when someone with a natural talent is doing what they do best, taking real
satisfaction in it.
The point is simple: If you look only at your ability to do a job, then your true greatness won’t shine.
You may have a reputation for doing many things well. However, if you are honest with yourself, some
of those tasks may not give you satisfaction. You may not get energy or excitement from doing them.
You have to separate ability from passion.
You’ve probably heard debates about nature versus nurture, and in a career, nature is so key. You
have to identify your natural responses. What are the things you do well almost without thinking and
take pleasure in doing? I call this your DNA: Defined Natural Ability.

13. Your DNA: Aptitude vs. Attitude
aptitude -
Acquired or natural ability (usually measurable with aptitude
tests), for learning and proficiency in a specific area or discipline.
Aptitude is expressed in interest, and is reflected in current
performance which is expected to improve over time with
training.

14. Job Satisfaction
Recommended Reading:
REBOOT Survival Guide

15. Using Your DNA To Match Personality and Jobs
“The evidence indicates that employee satisfaction is highest and turnover lowest when personality and
occupation are in agreement. social individuals, for instance, should be in social jobs, conventional people in
conventional jobs, and so forth.”
Source: Stephen R. Robbins Author of the six job personality and work environment types.

16. Knowing Your DNA Is Key to Making A Successful Career Change!
John Holland's Theory of Career Choice
(RIASEC) maintains that in choosing a
career, people prefer jobs where they
can be around others who are like
them. They search for environments
that will let them use their skills and
abilities, and express their attitudes and
values, while taking on enjoyable
problems and roles. Behavior is
determined by an interaction between
personality and environment. Holland’s
theory is centered on the notion that
most people fit into one of six
personality types:

17. What Will You Be happy Doing?
Source: What Color Is Your Parachute – Richard N. Bolles
Like a flower, you will flourish
in some job environments and
wither in others.
The flower diagram of yourself
is to help you identify what
kind of work environment you
will flourish in, and thus where
you will do your best work.
Your goals should be to be as
happy you can be at your job,
while at the same time doing
your most effective work.
Your Career Flower
Recommended Reading:
What Color Is Your Parachute

18. Do What You Are!
The Myers-Briggs Type Indicator (MBTI) personality test, which measures
preferences like introversion and extroversion, has been part of business
culture for decades. Today about 80% of the Fortune 500 and 89 of Fortune
100 companies use it to analyze the personalities of employees, in an effort
to get them in the right roles and help them succeed. BusinessInsider.com
Source: Do What You Are: Discover the Perfect Career for You Through the Secrets of Personality Type” By Paul D. Tieger, Barbara Barron, and Kelly Tieger
THE SUPERVISOR THE INSPECTOR THE PROVIDER THE PROTECTOR

19. Understanding Your DNA: Are You An Entrepreneur?
Small businesses are vital contributors to the U.S. economy, and veteran-owned small businesses are a historically important, and
presently growing, segment of U.S. small businesses. There are currently 2.5 million veteran-owned businesses in America representing
9.1 percent of all U.S. businesses that combined generate about $1 trillion in receipts and employ nearly 6 million Americans.
Source: SBA White Paper: Operation Boots to Business Veteran Entrepreneurship Assessment

20. Where Do You Want to Live: Unemployment by Location

21. Unemployment by LocationWhere Do You Want to Live: Unemployment by Location

22. Unemployment by LocationWhere Do You Want to Live: Unemployment by Location

23. What Is Your Industry Match?

24. Industry Sectors
TransportationPublic ServiceMarketing, Sales &
Service
Manufacturing &
Product
Development
Information
Technology
Hospitality, Tourism &
Recreation
Health Science &
Medical Technology
Finance & BusinessFashion & Interior
Design
Engineering &
Design
Energy & UtilitiesEducation, Child,
Family Services
Building Trades &
Construction
Arts, Media &
Entertainment
Agriculture &
Natural Resources
http://statecenter.com/resources/industry-sectors

25. Unemployment by LocationSan Diego Industry Clusters
Life Sciences
Maritime
Defense
Technology
Convention/Tourism
Cleantech
Healthcare
Aerospace
Source: San Diego Association of Governments (SANDAG) - Traded Industry Clusters in the San Diego Region

26. Unemployment by LocationWho Do You Want to Work For: Veteran-Friendly Employers

27. Soft Skills Vs. Hard Skills
According to Forbs, as organizations place greater emphasis on retaining their workforces,
88% are now looking for the “right cultural fit” as opposed to hard skills or professional qualifications.
According to Universum, of the surveyed employers, the five most important traits
they’re looking for but also having difficulty finding are as follows:
1.) Professionalism (86%)
2.) High-energy (78%)
3.) Confidence (61%)
4.) Self-monitoring (58%)
5.) Intellectual curiosity (57%)
According to the Association of American Colleges & Universities, 93% of 318 surveyed CEOs, presidents
and other C-level executives agree, “A candidate’s demonstrated capacity to think critically, communicate
clearly, and solve complex problems is more important than their undergraduate major.”
Training Magazine recently conducted a survey of 700 HR managers, 67% of which said they would rather
hire an applicant with exceptional soft skills whose technical capabilities were lacking.
According to Manpower’s Talent Shortage Survey, which features feedback from more than 38,000
employers across the globe, 35% of companies are struggling to fill jobs due to lack of available talent.
SOURCE: http://cielotalent.com/blog/cielos-hr-leader-blog/talent-acquisition-facts-hiring-the-person-not-the-resume/
What Are your Transferrable Skills?

28. Transferable Skills Most Sought By Employers

29. Military Occupational Codes (MOC) Crosswalk
The Department of Navy Credentialing
Opportunities On-Line (DON COOL) website
represents the joint effort, close
coordination and shared resources that
support the Navy and Marine Corps COOL
programs. Credentialing is becoming ever
more important across the DoD, adding
value for Sailors and Marines while they
serve and as they transition to civilian life.
DON Civilians can also benefit from
credentialing as part of their personal and
professional development.
Credentialing
Opportunities On-Line

30. Tools To Help You Find Careers Matched To Your DNA!
Geo-Career/Training locator
Job Matching AI App
www.onetonline.org/mynextmove

31. Resources To Help You Find Careers Matched To Your DNA!
GR8Transtions4U offers The Transitioning Military Series, helping military service
members evaluate and understand their potential for transforming themselves into a
marketable commodity within the public and private sectors. Each career-based book
enables a personalized translation of the military experience to the commercial
world. Insight, through a single lens provides those seeking a post military career an
exciting and lucrative approach.
Discover Your Transferable skills and Determine Your Next Career!
Career Focus and Translation Commercial Market Exploration Transitional Preparedness
Individual Assessment Personal Strategic Roadmap
A unique combination of features offered through this book series include:
https://www.gr8transitions4u.com

32. Resources To Help You Find Careers Matched To Your DNA!

33. THE ULTIMATE TOOL: REBOOT WorkshopsTM
 Series of cognitive-behavioral educational seminars.
 Designed for service members, veterans and family members.
 Promotes a successful social transition from military service to civilian life.
 Addresses transition domains of:
“REBOOT is a three-week program that reintegrates service members and
veterans back into civilian life while keeping their military core values intact.”
“REBOOT has been carefully designed to address reintegration issues at their root cause by focusing on the
(service member’s) positive attributes and teaching attendees how to understand and control thoughts. The
workshop works through numerous scenarios and guides them through various situations providing them with peer-
to-peer advice and sound cognitive education. The workshop validates their experience and teaches them how to
manage thoughts and develop social cohesion for their return home.”
Ronne Froman, RADM (Ret), Co-Founder/Chair
Employment and Career, Education, Living Situation, Personal Effectiveness/Wellbeing,
and Community-life Functioning.
RELEARN REBUILD REBRAND

34. OUTCOMES/ROI
97% Career/Life: REBOOT WorkshopTM
97% Employment/Education
93% Retention After One Year
OUTC
OMES
Reboot has been externally evaluated by the University of San Diego’s
Caster Center for Nonprofit and Philanthropic Research through a
independent study funded by the Kisco Foundation of New York.
VALIDATI
ON
RETURN ON
INVESTMENT
• Reduced veteran unemployment
• Reduced criminal justice costs
• Improved job placement
• Reduced veteran homelessness
• Improved Job stability & retention
• Improved productivity prior to transition
• Improved economic productivity
• Improved military morale
• Improved individual & family health & well-being
• Improved military recruitment & retention
• Reduced social services costs
• Improved public perception of veteran treatment

35. OPEN
DISCUSSI
YOUR TURN
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