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TEJ Workshop Agenda

TEJ Workshop Agenda. Overview TEJ Assessment Company Readiness Building Talent Pipeline Internal Alignment Retention of Veteran Talent Closing the Gaps/ Action Planning. Troops to Energy Jobs. Before Hire. After Hire. Troops to Energy Jobs National Template and Implementation Wizard.

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TEJ Workshop Agenda

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  1. TEJ Workshop Agenda • Overview • TEJ Assessment • Company Readiness • Building Talent Pipeline • Internal Alignment • Retention of Veteran Talent • Closing the Gaps/ Action Planning

  2. Troops to Energy Jobs Before Hire After Hire Troops to Energy Jobs National Template and Implementation Wizard Professional Society to help new employees transition and to provide professional development opportunities for existing veteran employees Roadmap for Transitioning Military and Veterans

  3. Company Responses

  4. What Matters Most to Companies In Veteran Workforce Development Readiness • Internal commitment to support veteran recruiting and hiring • Availability of resources to support military recruitment, hiring & retention Employee Development and Retention Recruiting and Hiring Building the Talent Pipeline • Longer term (2-5 years) retention of new veteran hires • Translating Military skills into industry requirements • Attracting military/ veterans to industry • Technical skills of veteran applicants • Employability skills of veteran applicants for your jobs • Building partnerships to recruit more veterans • Hiring manager understanding of military skills/experience • Attracting military/ veterans to your company • Company ability to convert veteran applicants into new hires

  5. TEJ Recruitment, Hiring and Retention Assessment

  6. TEJ National Template - Implementation Wizard

  7. Company Readiness Where are we now? Strategy, Goals and Action Plans GAP Where do we want to go?

  8. Readiness Resources • Strategic Workforce Planning Template • What Matters Most Survey • Assessment Checklist • Interview Guide for Executives • Veteran Interview Guide • Veteran Interview Summary Template/Sample • CEWD Troops to Energy Jobs Resource Guide • Business Case for Troops to Energy Jobs • Troops to Energy Job Gap Analysis • Sample Action Plan

  9. TEJ Workbook • Complete Pages 2 and 3

  10. Workforce Development Readiness Recruiting and Hiring Building the Talent Pipeline Employee Development and Retention

  11. Support and Resources Needed • Executive Champion • Funding • Communication Support • Internal and External focused • Policies and Practices aligned to support veteran hires

  12. TEJ Workbook • Complete Page 4

  13. CEWD Strategic Workforce Planning Metrics Readiness: Workforce Development Assessment Tool Employee Development and Retention Recruiting and Hiring Building the Talent Pipeline • Value: Improved candidate quality and diversity • Metrics: • Veteran pass rates on pre-employment screening • % of diverse veteran applicants to total veteran hires • # of hires with industry credentials • % of hires from pipeline organizations • Value: Increased employee retention • Metrics: • Veteran non-retirement attrition by years of service (eg within first 5 years of hire), critical jobs, demographics, business unit • Value: Increased effectiveness of talent pipeline initiatives • Metrics: • Number of veteran graduates from pipeline programs • Number of applicants from veteran pipeline organizations • Number of veteran diverse applicants • Responsibility: • Human Resources • Management • Responsibility: • Workforce Development • Education Institutions • Responsibility: • Human Resources • Hiring Managers

  14. Building the Talent Pipeline • National Template • Psych Armor Education Videos • SkillBridge Program Overview and SkillBridge Checklist • Troops to Energy Jobs Veterans Database Summary

  15. Veteran Database • Over 2500 veterans registered • 53 companies registered on the database • Ability to search by desired work location, by MOS, or by skill

  16. TEJ Workbook • Complete Page 5

  17. How easy it for veterans to find your company

  18. Help Veterans Find Your Jobs • TEJ Roadmap • Job Postings • TEJ Commitment / TEJ Employer Badge • Military Webpage on TEJ Roadmap • Education partners listed on GIE Training Program Locator • Troops to Energy Job Logo and Link • MOS Translator

  19. Attracting Veterans Resources • Troops to Energy Jobs Flyer • Troops to Energy Jobs Business Card • Troops to Energy Jobs Work Ready Bootcamp Curriculum and Guide • Resume Writing Presentation • Interviewing and Networking Presentation • Credits2Careers

  20. This Photo by Unknown Author is licensed under CC BY

  21. TEJ Workbook • Complete Page 6

  22. Veteran Retention • Veterans Mentoring Program Toolkit • Veterans Human Resources Policies and Promising Practices Guide • Checklist for review of HR Policies • Links to Guides on Federal Laws • Psych Armor Videos • Using ERGs to Increase Diversity • New Employee Orientation Process for Veterans • “I Got into Energy “Social Media Campaign • Veterans in Energy

  23. Veterans in Energy

  24. Workforce Development Readiness: Coordinate internally and align policies Plan, measure and provide feedback Building the Talent Pipeline Recruiting and Hiring Employee Development and Retention • Connect Recruiting to Education Pathways and Talent Pipelines • Recognize Military Skills/ Experience • Provide Support to Hiring Managers • Define Career Progression • Provide veteran focused support • Provide Training, Re-training and Upskilling • Improve Employee Retention • Career Awareness and Support • Implement Education Pathways • Develop External Partnerships

  25. CEWD Strategic Workforce Planning Metrics Readiness: Workforce Development Assessment Tool Employee Development and Retention Recruiting and Hiring Building the Talent Pipeline • Value: Improved candidate quality and diversity • Metrics: • Veteran pass rates on pre-employment screening • % of diverse veteran applicants to total veteran hires • # of hires with industry credentials • % of hires from pipeline organizations • Value: Increased employee retention • Metrics: • Veteran non-retirement attrition by years of service (eg within first 5 years of hire), critical jobs, demographics, business unit • Value: Increased effectiveness of talent pipeline initiatives • Metrics: • Number of veteran graduates from pipeline programs • Number of applicants from veteran pipeline organizations • Number of veteran diverse applicants • Responsibility: • Human Resources • Management • Responsibility: • Workforce Development • Education Institutions • Responsibility: • Human Resources • Hiring Managers

  26. TEJ Workbook • Complete Page 9 and 10

  27. TEJ Workshop • What did you learn? • What was most helpful? • If you have further questions or need assistance, reach out to your CEWD Consultant • Beth Britt, Midwest • Ray Kelly, Northwest, West, South • Rosa Schmidt, MidAtlantic, Northeast, and Southeast

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