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February 6, 2019

February 6, 2019. State HR. Veteran Recruitment Plan. RCW 43.41.460. Military recruitment program for veterans—Development—Report

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February 6, 2019

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  1. February 6, 2019 State HR Veteran Recruitment Plan

  2. RCW 43.41.460 Military recruitment program for veterans—Development—Report (1) The office shall develop a military recruitment program that targets veterans and gives them credit for their knowledge, skills, and leadership abilities. In developing the program, the office shall consult with the department of enterprise services, department of veteran[s] affairs, the state military transition council, the veterans employee resource group, and other interested stakeholders. Program development must include, but is not limited to, identifying: (a) Public and private military recruitment programs and ways those programs can be used in Washington; (b) similar military and state job classes and develop a system to provide veterans with experience credit for similar work; and (c) barriers to state employment and opportunities to better utilize veterans experience. (2) The office shall report to the legislature with a draft plan by January 1, 2018, that includes draft bill language if necessary. [ 2017 c 192 § 4.

  3. Draft Plan (2) The office shall report to the legislature with a draft plan by January 1, 2018, that includes draft bill language if necessary. Multiple options were presented during the report. Legislation opted to appoint a fulltime FTE to conduct cost benefit and return on investment analyses, investigate successful recruitment processes in public and private organizations, gain a better understanding of how to bridge transitional gaps through stronger collaborative ties with local military installations, and identify resources needed to build a successful enterprise-level veteran recruitment team.

  4. Strategy Identify public and private military recruitment programs & ways those programs can be used in Washington. Identify similar military and state job classes & develop a system to provide veterans with experience credit for similar work. Identify barriers to state employment & opportunities to better utilize veterans experience.

  5. Plan Veteran Recruitment Team Implementation Veteran Employment Plan Enhancements Online Application System & Processes Modifications Veterans State Employment Experience Metrics Integration of Veteran Employment Resources Military Culture Training Embedded in the Hiring Processes Veteran Statewide Marketing Campaign & Community Presence Veterans’ Preference WACs & RCWs Review and Clarification Request

  6. Vote on live.voxvote.com PIN: 13448

  7. Survey Survey participants ranked initiatives by priority

  8. The question required an answer forcing participants to select a choice. Other includes those agencies that are not currently utilizing Veteran Employment Placement Programs.

  9. Q7. How can a veteran statewide marketing campaign be successful? A better understanding of how their experience translates to state work All the above. No one strategy will be sufficient. Attracting the best candidates for the available jobs. And tailored for current vacancies. Collaboration Communication of resources Connecting their service to public service. To continue their good work. For hiring managers to understand veteran "speak" and "military resumes" so they can see the value and not just that they don't understand how the skills are useful Good communication of process and ease of use. Help Veterans identify jobs where there skills will translate Influence from the Governor. A quota. Not sure at this time, would need to consider. One stop shopping for veterans. Resource sharing State HR does it for us Translating military experience into state classifications/positions. Ability to announce open positions to veterans. Understanding by candidates that jobs may not be immediately available. But, to get working for the state in their minds. Website

  10. Q8. Concerns about the Program • Agencies need a goal to reach, no matter what that goal is. • Agency resources to participate, especially from small agencies. • Educating hiring managers • Expectations • Loss of the ability to select the best candidate for the job. • Need more information in general related to the program. • No. I am excited to see the program get up and running. The state needs it. • No. We appreciate your efforts • None at the moment. Glad it's a focus! • Securing buy in from all agencies • That decisions aren't made without consulting with the agencies about impacts • Unsure • None

  11. FOR MORE INFORMATION: Flora Estrada, Veteran Strategist Workforce Strategies (360) 742-8569 Flora.Estrada@ofm.wa.gov

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