United States Department of Labor Implementation Plan PROVET Replication Project 2003

Executive Summary .............................................................................................. 2 United States Department of Labor, Employment and Training Services(s) .............................................. 2 VETS, USES, and DOD Office of Policy .......................................................................................................... 2 Process for Implementation ............................................................................................................................ 2 Marketing the Joint Services of DOL and DOD .............................................................................................. 3

Part I: Introduction ................................................................................................ 4 Part II: The Customer ............................................................................................ 6 What We Learned about the Customer ........................................................................................................... 6 Employment Status .......................................................................................................................................... 6 Georgia PROVET Development ....................................................................................................................... 7 Implementation ................................................................................................................................................. 8 Initial Implementation Sites ........................................................................................................................... 10

Attachment A. April 2003 Georgia Site Visit Contact Information .................... 13 Attachment B. May 2003 FAQs from Meetings in Georgia ................................. 19 Attachment C. MOU between DOL and DOD ....................................................... 23 Attachment D. July 2003 Questionnaire and Responses from Installations ..... 31

Executive Summary
United States Department of Labor, Employment and Training Services
The United States Department of Labor (DOL) has established several pilot employment programs for the benefit of veterans and spouses of military personnel. These initiatives are positioned to meet the needs and challenges of these unique groups. They foster the growth of portable careers, a seamless transition of skills to the civilian work force, recognition of credentials and certification, and education and training that promote defined career paths. These programs enhance employment and educational options for veterans and spouses of military personnel through the establishment of employer/government working groups that focus on these issues. This implementation plan focuses on one of the new pilot programs: Promoting Re-employment Opportunities for Veterans, or PROVET, an employer-focused job development and placement program. PROVET has pilots in four states, each unique in its own right. In 1999, Tennessee successfully targeted the electronics and information technology industries. Currently, Maryland and California are targeting health care, and Georgia is working with the retail and wholesale industries. The California and Georgia pilots have included both veterans

and spouses of military personnel as employee candidates. Having proven to be industryflexible and multi-state friendly, PROVET will further develop the Georgia pilot, using the already introduced tools and lessons learned in planning.

VETS, USES, and DOD Office of Policy
The Veterans Employment and Training Service (VETS) and the United States Employment Service (USES) are the DOL agencies charged with assisting in improving the quality of life for our nation’s veterans. The DOD’s Office of Policy is tasked with creating programs that enhance the quality of life for family members. The VETS Transition Assistance Program (TAP), the USES One-Stop Career Centers, and DOD Family Service Centers are all central to the success of program implementation.

Process for Implementation
The process for successful implementation is simple. A framework has been designed which links resources and expertise of DOL, DOD, and employers. Information delivery systems and databases, services, and veteran and military families needs have been fused together for maximum impact. The cornerstone of implementation is derived from in-depth analysis of program effectiveness. Analysis is continuous and includes the tracking of candidate employment, education,


United States Department of Labor Implementation Plan PROVET Replication Project 2003

certification, and licensing, and the transfer of skills from the military to the civilian workforce. Analysis of results provide the DOL with the information necessary to expand or alter programs for success. The implementation process will be customerdriven and flexible. The benefits of program implementation apply to various customers. Implementation of the PROVET program begins and ends with the customer. These customers are worldwide and include: ❑ Veterans and spouses of military personnel. Most veterans settle close to a military facility; spouses of personnel are also located on or close to a base. Employers. Companies, national and international in scope, will be customers as they provide the flexibility necessary to meet the needs of this population. Employers will gain employees who are accustomed to relocating often and bring with them transferable skills, knowledge, and abilities. The companies will save millions of dollars in training, as these employees will stay with the company. States. States meet the needs of this population with many services, and they benefit from the huge economic impact of having bases located within their borders. States may be able to assist spouses and veterans as dislocated workers and provide the tools for education and on-the-job training. Welfare subsidies will be reduced and state economies will be improved.

Department of Defense. While meeting the needs of our nation’s security, the DOD will also save the taxpayers billions of dollars spent yearly on training new personnel because of turnover. Implementation will assist the DOD in attracting and retaining the force necessary to meet mission requirements. If families are financially secure and spouses are gainfully employed without the fear of losing a job after relocating, the military member is more likely to stay in service.

Marketing the Joint Services of DOL and DOD
The DOL and DOD jointly will promote program implementation by using a triangulated approach. This includes: ❑ ❑ ❑ Creating awareness and support for the programs; Identifying and building their customer base; and Ensuring continuous use and growth of programs by creating powerful tools for success.

United States Department of Labor Implementation Plan PROVET Replication Project 2003


Part I Introduction
A History of Georgia PROVET

Spring 2002–Spring 2003
DOL decided in the spring of 2002 to expand the concept and to implement it on a large base. ❑ Fort Benning was chosen as the location for several reasons: economic data, CVS/ pharmacy locations, and a friendly state government that agreed to include in its budget funding to assist with the implementation. Georgia provided funding to hire personnel to be placed at the base. Personnel were hired in April 2003 and are currently outstationed at Fort Benning. The Career Center in Columbus, Georgia, created a marketing piece to entice employers. This tool, and marketing experts going into the field, brought in more then 15 employers. There are 20 registered PROVETS; 4 have obtained employment, and 16 are active applicants.

Summer–Fall 2001
VETS created a straw man concept pilot program in Ohio with the Coast Guard, CVS/ pharmacy, Ohio DOL, and regional VETS representatives. The original concept was to have a national company train and hire Veterans and spouses of transitioning military members, using the TAP sessions and the Family Service Centers (FSC) relocation representative as the conduits. When employees transfer, so do their jobs. After analysis of the pilot, USES became involved. Now, active duty military spouses could also be served. This proved to be timely, as Defense Secretary Donald Rumsfeld and Labor Secretary Elaine Chao met in August 2001 and agreed to explore the concept of the agencies working together on veteran and spouse employment programs. After monthly visits to Ohio, research, and interviews, a draft guidebook for PROVET was written, and then approved, by the Employment and Training Administration (ETA) and VETS in early 2002.

Spring–Summer 2003
The PROVET program and draft guidebook were introduced at 6 bases and 7 DOL Career Centers in Georgia (Attachment A). Steps included: ❑ Informing the US Armed Services Family Policy Department about the site visits and obtaining permission to visit the bases.


United States Department of Labor Implementation Plan PROVET Replication Project 2003

Sending advance information including the draft guidebook, a marketing piece developed by Columbus, Georgia, Career Center, a PowerPoint presentation developed by a contractor for US DOL as background material, and a review of contact specifics. During the site visits, a 30-minute question-and-answer period ensued. Contractor reviewed the comments and questions after each meeting and used them to develop FAQs and comments for the DOL (Attachment B).

Signing of Memorandum of Understanding by Secretary Chao and Secretary Rumsfeld to promote cooperative efforts between the Departments of Labor and Defense, to improve the quality of life for current and exiting military members and their families, and to contribute to the quality of the American labor force (Attachment C). Sending comments from questionnaire to all participating Georgia bases (Attachment D).

United States Department of Labor Implementation Plan PROVET Replication Project 2003


Part II The Customer
What we learned about the customer
❑ Veterans. Every year about 250,000 veterans separate from service. A large percentage (69%) of these veterans are married, accounting for an additional 172,500 potential employees entering the work force. Spouses of military personnel. Some 53% of military members are married; this equates to 693,793 spouses, of whom over 70% are 35 years old or younger. In 2000, the US civilian workforce saw over 55% of all enlisted spouses and 48% of officer spouses working. About 8% of all spouses who were not employed were seeking work.

Employers. The national employer base for retail and wholesale trade accounts for 20% of all US employment. Retail and wholesale industries are in every state, close to every base, and employ more than 25 million people. Projections of employment for the year 2006 reach over 26 million. States are struggling to meet the demands of the current economy and adapt to changes in budgets arising from critical homeland security issues. The MOU does not specify any funding; however, in some cases the federal government is assisting states by granting emergency dislocated workers funds to relieve some of the burden of unemployment payments and free up their tight budgets. Department of Defense base locations have Family Service Centers on most bases. They provide information and services to family members; employment specialists are among their current staffs.

Employment Status
55% 48% Enlisted Spouse Seeking work 8% 7% Unemployed and not seeking work 37% 45% Officer Spouse



United States Department of Labor Implementation Plan PROVET Replication Project 2003

Georgia PROVET Development PROVET Development Tasks
Task 1 Conduct straw man concept program

1. Location: Ohio 2. Company: CVS/pharmacy 3. MOU with DOL VETS, CVS/pharmacy, US Coast Guard 4. Write guidebook and get approval for draft from DOL

August– October 2001

January 2002

Task 2 Use guidebook at large base

1. Location: Fort Benning, Georgia 2. Company, CVS/pharmacy 3. Parties involved: VETS and USES, US Army, Columbus One Stop Career Center 4. Implement program 5. GA DOL funds personnel to run program from base 6. Personnel hired: 15 companies recruited; has 20 applicants, 4 hires

April 2002

August 2002 April 2003

Task 3 Introduce PROVET throughout Georgia

1. Inform all US service family policy departments about program introduction 2. Send advance information to participating bases in Georgia and State-recommended One-Stop Career Centers. 3. Introduce concept to 6 bases and 7 career centers 4. Develop FAQs based on site visits 5. Develop questionnaire as follow-up

March 2003 March 2003

April 2003 May 2003 July 2003

Task 4 Create awareness and support for PROVET

1. 2. 3. 4.

Develop information sheets Develop Web information Develop pamphlets and information packets Base-to-base and regional DOL spokespersons outreach, with speakers kit including PowerPoint presentation 5. Hold roundtable of all companies involved in Georgia, base personnel, and DOL

March 2003 Fall 2003 Fall 2003 Fall 2003

Fall 2003

Task 5 Develop implementation strategy

1. Define regions for DOL 2. Define bases in each region for targeting 3. Define industry leaders for mobilization of PROVET, using VETS leadership roundtable and the ETA business roundtable

August 2003 August 2003 Fall 2003

United States Department of Labor Implementation Plan PROVET Replication Project 2003



Objective 1: Identify regions for rollout of PROVET

Major Challenges: ❑ VETS currently has 10 regions; ETA has 6 regions. The ETA regions are similar enough to correlate with VET regions. Bases are located in every state, some in very rural areas ❑ ❑ Cross-state employment Funding sources ❑

Facilitate cross-state employment, which is common for bases; they are frequently on borders. The regional approach for DOL facilities would assist in this effort. For example, bases could have contacts at both One-Stop Career Centers in Phenix City, Alabama, and Columbus, Georgia, both serving Fort Benning personnel. Remember that funding is always critical to the success of any program. When PROVET was introduced in Georgia, all participants were informed that the guidebook was a value-added benefit to helping them do their job. A few states have applied for and received dislocated workers funding for training and education. Health care PROVET in San Diego, California, is one example. Another avenue to explore could be funding provided through Workforce Investment Board grants. The ultimate goal of this government program is to provide seed money as start-up funds and eventually have self-sustaining implementation, with the states and installations using resources already available. Build the programs up and out using the cornerstone principles of available services to encourage education, career growth, and industry involvement, all for the continued enrichment of our veterans and military families.

Key Strategies: ❑ Initially roll out program in VETS Region IV, ETA Region III; they are identical, and Georgia is one of the states. Set the location within 50 miles of every base. Rural locations for bases are common. One-Stop Career Centers are located on-line by ZIP code. This would assist in developing closer contact between the DOL One-Stop Career Centers and DOD Family Service Centers. More veterans and spouses will be reached by using all facilities that use the common tools for success.


United States Department of Labor Implementation Plan PROVET Replication Project 2003

Objective 2: Gain cooperation of United States military installations

Objective 3: Foster relationships with large international and national companies and have them sign the national MOU

Major Challenges: ❑ All service branches have different bureaucratic levels and family policy systems. Contractors run some of the service centers on base and may see this project in terms of “turf” issues — i.e., in conflict with services they offer. Family Service Centers all want the permission of their commanding officer or an even higher authority in order to promote the program. Major Challenges: ❑ ❑ ❑ Identifying companies Gaining leadership in the industry Clarifying the value of the MOU

Key Strategies: ❑ Leverage the Veterans Hire Employment Group and the DOL’s National Business Partnership for initial impact. Invite established DOD partnerships to participate, such as Adecco for the US Navy. Create value for the MOU by outlining advantages, such as the tax benefits for companies that hire veterans and spouses. Be flexible in industry affiliation; do not lock in on one industry per state or region. Do not place any undue reporting burdens on companies.

❑ Key Strategies: ❑ Use the July 11, 2003, Memorandum of Understanding between Secretary Chao and Secretary Rumsfeld as the umbrella for PROVET implementation. Issue DOL/DOD joint letters to all regional DOL and military service family policy branch heads establishing protocol for introduction and implementation. Hold roundtable discussion in each region, or nationally to introduce joint DOL/DOD programs.

United States Department of Labor Implementation Plan PROVET Replication Project 2003


Initial Implementation Sites
US Department of Defense Installation Locations US Department of Labor Region IV for VETS and Region 3 for ETA
Alabama, Florida, Georgia, Kentucky, Mississippi, North Carolina, South Carolina, Tennessee (53 installations)


Branch of Service
Air Force Army Army Army


Contact Phone Number
334-953-1110 256-235-4878 256-876-5397 334-255-3735 850-882-1110 813-828-1110 321-494-1110 904-283-1113 850-882-1110 888-547-4025 305-592-2635 904-542-2766 304-293-4408 904-270-6600 850-235-5800 850-452-5990x122 850-623-7177x16 800-872-4957x307 229-257-4211 478-926-1110 770-850-8762 706-545-4485 706-791-3579 912-353-2694 404-464-4070 912-767-5058 678-655-6061 912-573-4509


Zip Code


Maxwell-Gunter Anniston Army Depot Redstone Arsenal Fort Rucker Hurlburt Field MacDill Patrick Tyndall Eglin HQ SouthCOM Miami Recruiting. NAS Jacksonville NAS Key West NS Mayport CSS Panama City NAS Pensacola Whiting Field ISC Miami Moody Robins Atlanta Recruiting Fort Benning Fort Gordon Hunter Army Air Field Fort McPherson Fort Stewart NAS Atlanta NSB Kings Bay

Montgomery Calhoun Madison Dale Okaloosa Hillsborough Brevard Bay Okaloosa Miami-Dade Miami-Dade Duval Monroe Duval Bay Escambia Santa Rosa Miami-Dade Lowndes Houston Cobb Chattahoochee Richmond Chatham Fulton Liberty Cobb Camden

36112 36201 35898 36362 32544 33621 32925 32403 32540 33122 33166 32212 33040 32228 32407 32508 32570 33139 31699 31098 30080 31905 30905 31409 30330 31314 30069 31547


Air Force Air Force Air Force Air Force Air Force Army Army Navy Navy Navy Navy Navy Navy Coast Guard


Air Force Air Force Army Army Army Army Army Army Navy Navy


United States Department of Labor Implementation Plan PROVET Replication Project 2003


Branch of Service


Contact Phone Number


Zip Code


Army Army Army

Fort Campbell Fort Knox US Army Recruit Command

270-798-9322 502-624-6291 502-626-1080

Christian Hardin Hardin

42223 40121 40121


Air Force Air Force Army Navy Navy Navy

Columbus AFB Keesler AFB Jackson Recruiting NCBC Gulfport NAS Meridian NS Pascagoula Pope Seymour Johnson Fort Bragg MCAS Cherry Point Camp Lejeune MCAS New River Elizabeth City Charleston AFB Shaw Columbia Recruiting Fort Jackson NWS Charleston MCAS Beaufort MCRD Parris Island Arnold AFB NSA Mid-South

662-434-7322 228-377-4330 601-366-1244 228-871-3000 601-679-2360 228-761-2096 910-394-1110 919-736-5400 910-396-8683 252-466-4401 910-451-5340 910-449-5258 575-686-4030 843-963-1110 803-668-8110 803-748-8637 803-751-4868 843-764-7480 843-228-6401 843-228-2371 615-454-3000 901-874-5375

Lowndes Harrison Jackson City Harrison Lauderdale Jackson Cumberland Wayne Cumberland Craven Onslow Onslow Elizabeth City Charleston Sumter Richland Richland Berkley Beaufort Beaufort Coffee Shelby

39710 39534 39211 39501 39309 39595 28308 27531 28307 28533 28542 28545 27909 29404 29152 29201 29207 29445 29904 29904 37389 38054

North Carolina

Air Force Air Force Army Marines Marines Marines Coast Guard

South Carolina

Air Force Air Force Army Army Navy Marines Marines


Air Force Navy

United States Department of Labor Implementation Plan PROVET Replication Project 2003



United States Department of Labor Implementation Plan PROVET Replication Project 2003

Attachment A April 2003 Georgia Site Visit Contact Information
Population Served

NSB Kings Bay GA USN (Submarines)
Active Duty Family Members Retirees 5,597 9,677

Family Service Center FSC Director: Wilsonia Smith

Spouse Employment Rep. Vivian Hanson

GA Career Center Kings Bay Career Center Ms. Louise Mitchell Field Services Manager Gene Baker LVER/TAP Instructor

USS James Madison Ave., Bldg. 1051 Kings Bay, GA 31547-2606 DSN 573-4513 Commercial 912-673-4506 Fax 912-673-2042

USS James Madison Ave., Bldg. 1051 Kings Bay, GA 31547-2606 DSN 573-4513 Commercial 912-673-4506

1712 Osborne Rd., Ste. L St. Mary’s, GA 31558-3257

912-673-6942 912-673-7077


louise.mitchell@dol.state.ga.us Eugene.Baker@dol.state.ga.us

Dec 2002 Labor Force Estimates Camden County Labor Force Employment Unemployment Number 18,022 16,594 1,428 Rate 7.9

KEY: Some workers sent to Jacksonville FL for employment

United States Department of Labor Implementation Plan PROVET Replication Project 2003


Population Served

Fort Stewart
Active Duty Family Members Retirees

USA 3rd Infantry Division (Mech)

Family Service Center Director: Ms. Lucia Braxton

Transition Services Mgr Ms. Louisa Sigman ACAP Manager Randy Knox (FMEAP) 1042 William W. Wilson Ave. Ste. 334 Fort Stewart, GA 31314

GA Career Center Mr. Gary Varner, Manager, Hinesville Career Center

GA District S-East Ms. Patti Fort Director, S-East

76 Linquist Rd., Bldg. 470 Fort Stewart, GA 31314-5152

740 Gen. Stewart Way 1801 Gloucester St., Ste. E Ste. 202 Brunswick, GA 31520 Hinesville, GA 31313-3217

DSN 870-9906 Commercial 912-767-9906 Fax 912-767-1018

870-1035 912-767-2381/2611 912-370-2595 912-554-3453 912-554-3416
Louisa.Sigman@stewart.army.mi Randy.knox@stewart.army.mil gary.varner@ dol.state.ga.us Patti.Fort@dol.state.ga.us

Dec 2002 Labor Force Estimates Liberty County Labor Force 19,260 Employment 18,115 Unemployment Number Rate 1,145 5.9


United States Department of Labor Implementation Plan PROVET Replication Project 2003

Population Served

Hunter Army Airfield 1st Battalion, 75th Ranger Regiment, 3rd Infantry Division Aviation Brigade
Active Duty Family Members Retirees 10,931 3,474 6,579

Family Service Center Director: Monica Battle

Relocation Mgr. Doris Clark

GA Career Center Mr. Cecil Wilkerson Manager Savannah Career Center 5520 White Bluff Rd. Savannah, GA 31403-2069

Army Community Service 369 North Middleground Rd., Ste. 101 Hunter Army Airfield, GA 31409-5005 DSN 971-2694 Commercial 912-353-2694 Fax 912-353-2601

DCAC/ACS Bldg. 1286 Haley Ave. Hunter Army Airfield, GA 31409-5005

912-356-2773 912-356-2790 doris.clark@stewart.army.mil cecil.wilkerson@ dol.state.ga.us

Dec 2002 Labor Force Estimates Chatham County Labor Force 112,825 Employment 108,728 Unemployment Number Rate 4,097 3.6

United States Department of Labor Implementation Plan PROVET Replication Project 2003


Population Served

Fort Gordon

15th Regimental Signal Brigade

12,000 soldiers and their families

Family Service Center

Army Career and Alumni Program Mr. Rowe

DOL Services Specialist Mr. Jack Baker, JR

GA Career Center

Army Community Service Officer: Vanessa Stanley, CSW Employment Readiness Program Manager: Kathryn Palmer Suite 367, Darling Hall Fort Gordon, GA 30905

Ms. Beverly Johnson, Manager Augusta Career Center

Lane Ave. Bldg. 28320, Rm. 367 Fort Gordon, GA 30905-5020

Georgia DOL ACAP 33800 Rice Rd. Fort Gordon, GA 30905

601 Greene St. Augusta, GA 30901-1427

DSN 780-3579 Commercial 706-791-3579 Fax 706-791-7880
stanleyv@gordon.army.mil palmerk@gordon.army.mil

780-7336 706-791-7336 706-791-7341 706-791-8767
valentinw@emh. gordon.army.mil Jack.baker@ dol.state.ga.us

706-721-3131 706-721-7680
beverly.johnson@ dol.state.ga.us

Wayne S. Beaty, Assistant Manager

George T. Champlin, DVOP
George.Champlin@ dol.state.ga.us

Michael J. Armstrong, Unit Supervisor
Mike.Armstrong@ dol.state.ga.us

Phylicia Fuller, DVOP
Phylicia.fuller @dol.state.ga.us

Dec 2002 Labor Force Estimates Richmond County
Labor Force 81,777 Employment 77,578 Unemployment Number 4,199 Rate 5.1

Columbia County* (Outside Gate 2)
Labor Force 46,228 Employment 44,920 Unemployment Rate 1,308 2.8

Key: Some workers sent to South Carolina for employment


United States Department of Labor Implementation Plan PROVET Replication Project 2003


Fort McPherson HQ US Army Forces Command HQ, US Army Central Command, US Army Reserve Command Fort Gillem 404-469-7311 (DSN 797-7311)
3,510 2,359 68,706 (this includes retiree families) 46,217 South Metro Career Center Mr. Alexi Henry 2636-14 MLK Jr. Dr. Atlanta, GA 30311 Active Duty Army Reserve Family Members Retirees

Population Served

Employment Readiness Program Director: Ms. Bobbi Burk 1350 Troop Row SW, Bldg. 62 Fort McPherson, GA 30330-1049 DSN 367-3266 Commercial 404-464-3266 Fax 404-464-4862 Bobbie.burk@forscom.army.mil George Bullock 404-464-2144

Army Community Service Director: Ms. Debbie Boxwell 1350 Troop Row SW, Bldg. 62 Fort McPherson, GA 30330-1049 367-3265 404-464-3265

404-699-6920 404-699-6933


alexi.henry@ dol.state.ga.us Patricia Sharpe, LVER Patricia.sharpe@dol.state.ga.us 404-699-6900

Dec 2002 Labor Force Estimates Fulton County Labor Force 429,167 Employment 405,779 Unemployment Number 23,388 Rate 5.4

United States Department of Labor Implementation Plan PROVET Replication Project 2003



NAS Atlanta

US Marines Aircraft Group 42, Marine Light Attack Helicopter Squadron 773, and Airborne Early Warning Squadron 77
Active Duty Family Members Retirees TAMP/SEAP/ Employment Assistance Mgr. and Relocation Mgr.: Mr. Pat Patterson 1,483 2,500 12,000 Cobb-Cherokee Career Center Mr. Willie Johnson, Manager 465 Big Shanty Rd. Marietta, GA 30066-3303

Population Served

Family Service Center CDR Mlinceck 1000 Halsey Ave. Code 016 Marietta, GA 30060-5099 DSN 925-6062 ext 101 Commercial 770-919-6061 ext 102

678-655-6062 x 101


Fax 678-655-6060 Pat.patterson@navy.mil willie.johnson@ dol.state.ga.us Dennis Budaj, Career Center Unit Supervisor 770-528-6126 Dennis.Budaj@dol.state.ga.us Woodroe Booker, Career Center Assistant Mgr. 770-528-6104 Woodroe.booker@dol.state.ga.us Margaret Tibbetts, Career Center Assistant Mgr. 770-528-6100 Margaret.tibbetts@dol.state.ga.us

Dec 2002 Labor Force Estimates Cobb County Labor Force 379,598 Employment 364,171 Unemployment Rate Number 15,427 4.1


United States Department of Labor Implementation Plan PROVET Replication Project 2003

Attachment B May 2003 FAQs from Meetings in Georgia

DOD and DOL FAQs (in bold) and contractor response. Q. What is the name of the program? Contractor response: All sites feel the need to have a “name” — not just PROVET, as it now also involves spouses. The question will be raised with DOL. Q. What is the difference between this program and what we already do? Contractor response: The National Memorandum of Understanding (MOU) between the service branch, company, and DOL is the critical piece and what separates this program from all others. Thanks to the MOU, spouses and veterans will be able to make seamless transitions in the civilian workforce. The veteran will not have a break in employment or face undue financial hardships as some veterans have experienced when leaving the service. Spouses will be able to move with their military member without facing the prospect of not having gainful employment; they will retain seniority and retirement benefits. Both veterans and spouses will be able to develop career pathways, not just jobs, upon moving. Employers will save money in training and, if appropriate, receive a tax credit. Q. Who signs the MOU? Contractor response: While Fort Benning is working at the local level, it would seem

advantageous to have a national MOU for transition purposes. Q. If employer contacts are made locally, how is the national headquarters informed? Contractor response: It is a concern, and the US DOL will be informed. Q. Why Georgia? Contractor response: Georgia is a friendly state for military retirees, with an aggressive DOL staff willing to do what it takes to make a difference in veterans’ lives; there are a cooperative base, good economic indicators, and CVS/pharmacy locations in every area of bases. Q. How do we connect to each other (meaning DOL–DOD)? Contractor response: The information sheets will be updated and sent to all participants. It is suggested that the DOL sites contact the DOD base for next steps. Q. How does the program cross borders to other states? There are three bases in Georgia, which currently cross borders for employment and living purposes. Contractor response: This issue has been discussed with both site DOD and DOL personnel. The state DOL offices cannot cross borders, but the DOD Family Service Centers can for placement and discussion with other bases. This is a key issue, tied to state funding

United States Department of Labor Implementation Plan PROVET Replication Project 2003

for the DOL, and will need further attention and discussion. Q. What is the contractor role? Contractor response: The contractor works on behalf of the DOL to present self-help tools for veteran and spouse employment, as well as to gather information for the US DOL concerning implementation progress, issues and concerns. The contractor will follow up with all parties to gain insight into how the program is being implemented, analyze the results, and forward the information to the US DOL. The DOL will make an informed decision on any further implementation plans.

Comments regarding DOL sites: ❑ DOL may be able to use regional offices in order to utilize cross-state employment opportunities. DOL employees all stated they were anxious to get started, and were most enthusiastic. This is a win–win development that benefits everyone. There are economic concerns with returning military reservists and lost jobs resulting from plant closures and downsizing. DOD has its own “mini” DOL. Why do they need us? Work with DOL coastal regional offices to plan and coordinate activities. Use TAP as an avenue to market program. We need to get companies involved on employer committees at local DOL offices.

Specific questions regarding DOL sites: Q. Is there any funding attached and how will it be implemented? Contractor response: The State has provided funding for a person to be hired in Columbus to work as a half-time LVER for veterans and halftime with Wagner Peyser funding for spouses. It is unknown whether any additional funding or grant proposals have been approved, although a grant application may have been made. Q. How is this different from the Home Depot program? Contractor response: I do not know a lot about the program, but the MOU may have different language attached to it.

❑ ❑

DOD questions: ❑ Will this trickle up or down the chain of command? Clarify the role of the Family Service Center and the cooperation with the DOL. Will this create jobs on the base? Is there any funding attached? Why is the relocation manager involved? Does this have anything to do with the spouse summit?

❑ ❑


United States Department of Labor Implementation Plan PROVET Replication Project 2003

DOD comments: ❑ ❑ Networking is the key. DOD employees from Family Service Centers sit on most DOL boards in small towns. They already know each other very well. We need an official letter of authorization to begin. This is not a quick fix. This program could make use of the Hope Scholarship program in Georgia. This program will encourage portable skills. Is this program designed for companies to obtain cheap labor?

❑ ❑

United States Department of Labor Implementation Plan PROVET Replication Project 2003



United States Department of Labor Implementation Plan PROVET Replication Project 2003

Attachment C MOU between DOL and DOD

United States Department of Labor Implementation Plan PROVET Replication Project 2003




JUl 25 2003


MEMORANDUM FOR DEPUTY ASSISTANT SECRETARY OF THE ARMY (HUMAN RESOURCES) DEPUTY ASSISTANT SECRETARY OF THE NA VY (MILITARY PERSONNELPOLICY) DEPUTY ASSISTANT SECRETARY OF THE AIR FORCE (FORCEMANAGEMENT AND PERSONNEL) SUBJECT: Memorandumof Understanding betweenDepartmentof Defenseand Departmentof Labor On July 11, 2003, the Secretariesof the Department of Defense and the Department of Labor signed a Memorandum of Understanding (copy attached) to promote cooperativeefforts betweenthe two Departments improve the quality of life to for Servicemembersand their families and to contribute to the quality of the American labor force. This Memorandumof Understanding providesthe framework for a broadrangeof continuing and new partnershipefforts betweenthe Departments easere-entry into the to civilian workforce and ensuremilitary skills are translatedinto civilian employment. The Memorandum of Understanding will help military spousesestablish careers despite having to transition among job markets due to frequent relocations. It will also strengthen Labor's efforts to support returning reservists' job searches, employ America's Job Bank to recruit for military jobs, expand employment infrastructure to supportmilitary spouseemployment,and encourage corporateAmerica to hire returning reservistsand military spouses. We will be standingup a working group in the next two months to focus on this exciting new project.

ohn M. Molino De uty U der Secretary Defense of (Mili ornmunity and Family Policy) Attachment: As stated


MEMORANDUM OF UNDERSTANDING between the UnitedStates Departmentof Defense and the UnitedStates Departmentof Labor
This Memorandum of Understanding is enteredinto betweenthe United States Department Defense("DaD") andthe United StatesDepartment Labor ("DOL") of of effective asof the last dateof signatureset forth below.



The purposeof this Memorandumof Understanding to promotecooperative is efforts betweenthe U.S. Department Defenseand the U.S. Departmentof Labor to of improvethe quality of life for currentandexiting servicemembers their families and and to contributeto the quality of the Americanlabor force. The patriotic servicesprovided by military members and their families aroundthe world havemadethe global economy possibleand America the leadingnation in the world economy. The goal of this joint effort by DOD andDOL is to enhance recruitmentandretentionfor the military services

andto assist transition reentry militarypersonnel the21st Century the and of into

workforce. In addition to enhancing retentionof and services military personnel,this to cooperative effort seeksto ensurethat opportunitiesfor training, educationand employmentare availableto military spouses. DOD andDOL cooperative efforts hereunder will analyzepublic policy issuesrelated to military quality of life andemploymentin America, andexploreareasfor collaboration. This Memorandumof Understanding definesin generalterms the basison which the Departments will cooperate studypotential activities of mutual interestthat to may expandrecruitment,job searchservices, training, placement, licensing and certification,and other servicesfor military personnelandtheir families, and eliminate duplicationand wastein achievingthesecommongoals.



The Departmentof Defenseprovidesfor the commondefense the nation with the of primary taskto deterconflict, but shoulddeterrence fail, to fight and win the nation's wars. The core of the force is comprisedof individuals of exceptionaldedicationand ability - peopleof outstanding character committedto an ethic of selflessservice. The DOD promotespolicy andbusiness practicesto attract,retain, and motivate a high quality, diverse,and sufficiently sizedforce to meetmissionrequirements, and implementprogramsand servicesto enhance quality of life for the Armed Forces, the their families, and retireesacross full humanresource cycle. the life In accordance with 29 U .S.C. §551~~, the Department Labor fosters, of promotesand developsthe welfare of job seekers, wageearners, retireesof the and United Statesby improving their working conditions,advancingtheir opportunitiesfor

profitable employment,protectingtheir retirementandhealthcarebenefits,facilitating effectivelinkagesbetweenemployersand workers,strengthening collective free bargaining,andtracking changes employment,prices,and other national economic in measurements. carrying out this mission,the Department In administersa variety of Federallabor laws including thosethat provide unemployment insurance, training and otherreemployment activities,and thosethat guarantee workers' rights to safeand healthfulworking conditions,a minimum hourly wageandovertimepay, and freedom from employmentdiscrimination. DOD shares with DOL a particular interestin expandingservicesthat relateto andsupportthe following: 1. Recruitment 2. Retention 3. Re-entry Recruitmentand retentionof military personnelareessential military readiness the to and securityof the nation. Following their service,the reentry of membersof the military into the 21st Centuryworkforce involves a significant transition. All three areasof interestcanbenefit significantly by access the typesof educationandtraining to opportunitiesthat DOL providesand promotes,including expandingDOL participation in TransitionAssistance Program(TAP) workshopsconductedat overseas locations. DOD andDOL arecurrently collaboratingin the following programs: 1. TAP, which providesvaluableemploymentand training servicesto military personnelduring their separation from military service. 2. America's One-StopCareerCenters,whereaboutone million Anned Forcesveteransregisterfor reemployment serviceseachyear.



America's CareerOneStop, includes website which a called"Defense Job



6. . 7.

Service" with careeradvicefor personsseparating from military service. The Spouse Tele-Work EmploymentProgram,a partnershipbetween DOD, DOL, the Departments Stateand of Transportation,the u.S. of CoastGuardand the GeneralServicesAdministration, to increase portable careercredentialsandprovide skilled workersto the private sector. The Military Spouse Resource Centeris ajoint project betweenthe DOL Women's Bureau,the EmploymentandTraining Administration and the Office of Policy in cooperationwith the Departmentof Defense. This online learningtool and resource guide will help military spouses access information, resources opportunitiesrelatedto education,training and and employment. Veterans'Certification andLicensingrequirements current and former details on civilian licensingand certification Projects,which disseminate to military personnel. The FederalContractorVeterans'EmploymentProgram,which requires federalcontractorsand subcontractors report annually on veteranshired to and to take affirmative action to hire and promoteprotectedveterans.



The AdvancedDistributedLearningInitiative in which DOL and DOD are key participantsin designing,developing,prototyping, and implementing

newlearning strategies the21It Century. for


CareerAdvanceCenters(CAC) at locationswith high military populations (SanDiego, CA; Norfolk, VA; Fort Campbell,KY).

The Departments enteringinto this Memorandumof Understanding are to leverage individual and combinedresources the Departments ensurethe the of and actionsnecessary meetcommongoals.This Memorandumof Understanding to establishes critical frameworkessential meetingthe challenges today's changing the to of economyand global workplace. Ensuringthe smoothtransition of our military into our nation's workforce, while at the sametime facilitating the recruitmentand retention necessary meetour nation's securityneeds,is paramount.The Departmentsof to DefenseandLabor, therefore,will continueto strengthen quality of life for members the of the Armed Forcesand their families, andto contributeto the quality of the American labor force. FutureDOD andDOL collaborationwill include: 1 Enhanced coordinationfor DOD logistical supportthat will facilitate the provision of overseas TAP workshopsby DOL; Expandedmilitary recruitmentthroughOne Stop CareerCenters,through which DOL offers a full rangeof employmentand training services; Enhanced utilization of DOL's America's Job Bank for recruitmentinto the armedforces; Establishment systematic of military recruitmentactivities through the DOL Job CorpsProgram; Enhanced retentionand reentryby identifying additional occupationsfor registeredapprenticeship programs,which provide training and portable certificationsrecognizedthroughoutan industry; Establishment a commoncross-reference occupationalcodes of of betweenDOL's O*NET andDOD's MOS taxonomies; Establishment an index to measure of employmentamongmilitary spouses; and Consistentwith the requirements VeteransPreference, of expanded employmentservicesfor military spouses, leveragingthe resources of DOD's Armed ForcesFamily CentersandDOL's One Stop Career Centers.

2. 3. 4.




The Department Labor will: of a. Inform all DOL Offices and stateworkforce agencies the purpose of and intent of this Memorandumof Understanding.



Encourage Directors and Administratorsto identify and establish collaborativeendeavors meetingthe statedpurposeof this in Memorandumof Understanding. Assign staff on a collateral duty basisto participatein a Working Group taskedwith coordinatingthe implementationof this Memorandumof Understanding.


The Departmentof Defensewill: a. Inform the Military Servicesof the purposeand intent of this Memorandum Understanding. of b. Encourage Military Servicesto identify and establishcollaborative the

endeavors meeting stated in the purpose this Memorandum of of

Understanding. c. Assign staff on a collateral duty basisto participatein a Working Group taskedwith coordinatingthe implementationof this Memorandumof Understanding. IV. JOINT RESPONSmIL~

Both the Departmentof Labor and the Departmentof Defensewill continueto implementtheir strongcommitmentto VeteransPreference federalhiring, with the in goalof increasingemploymentopportunitiesfor separating servicemembersand other veterans the U.S. Government. in





The Working Group identified in Sectionill aboveshall meet as necessary orderto accomplishthe goalsof this Memorandumof in Understanding. The Working Group shall submit,within 6 monthsof the executionof this Agreement,a preliminary progress report to both agencyheads. The report shall identify areasof potentialcollaboration,barriersto be addressed, recommend and actionsto implementeachareaof collaborationidentified. The partiesrecognizeand agreethat no new program,activity, or project may be initiated, nor an existing program,activity or project augmented or revised,without the approvalof eachagencyheador his or her Designee. This Memorandumof Understanding doesnot constitutea financial obligation or serveas a basisfor expenditures.Each agencywill utilize its own resources, including expendingits own funds, pursuantto its statutory authority,to implementthis Memorandumof Understanding.Any obligation of funds will be accomplished through other appropriate documents. Releases the press,public announcements, communicationwith the to and Congress concerning joint programsconductedunderthis Memorandum


of Understanding may be madeby either agencyfollowing coordination with the other agency.



This Memorandumof Understanding effective asdescribedin the first is paragraph aboveand shall continuein force indefinitely. It may be terminatedby either agency giving 9O-daywritten notice to the other agency. by VI. EFFECT


Nothing in this Memorandumof Understanding shall be interpretedas limiting, superseding, otherwiseaffecting either Department=s or normal operationsor decisionsin carrying out its statutoryor regulatoryduties. This Memorandumof Understanding doesnot limit or restrict either agencyfrom participatingin similar activities or arrangements with other entities. This Memorandumof Understanding an internal governmental is agreement designedto improve the efficiency of governmentand doesnot confer any rights on any other parties.


US Department of Defense

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United States Department of Labor Implementation Plan PROVET Replication Project 2003

Attachment D July 2003 Questionnaire and Responses from Installations
(NOTE: Not all installations responded.) A. Kathryn B. Palmer and Jack U. Baker Army Career Services and Ga. DOL, Augusta 07/14/2003 Fort Gordon B. Eric (Pat) Patterson Family Fleet Service Center 07/01/2003 Navy Air Station Atlanta (NAS) C. Debra B. Lucas and Vivian P. Hanson Mobility Support Office 07/03/2003 Kings Bay D. Bobbi Burk Employment Readiness Program 07/09/2003 Fort McPherson


Have you met as a group and developed an action plan? If so, please attach any information you have available — minutes, agenda, plan, etc.

Fort Gordon: I have met with Kathryn from Army Career Services (ACS) and talked with the Manager of Human Resource from Home Depot (HD). HD is aware of the program and accommodates both active duty and spouses. Walgreen’s has a program called Bridge the Gap that provides the same benefits for military and spouses. NAS Atlanta: No, waiting for direction from Department of Navy. Kings Bay: The only meeting we have had was with Mrs. Holst and her partner on 22 April 2003. At that time, we were briefed on the CVS initiative and were told to contact Georgia Department of Labor for further action. Vivian

Hanson, our Spouse Employment Program Coordinator, contacted Mrs. Louise Mitchell, Manager of the local Kings Bay Georgia Department of Labor, on 23 April 2003 to find out what our local office was doing with this initiative and to date has received no response. We will be initiating another call to the Department of Labor today to try and determine what actions they have taken, if any, on this initiative. Fort McPherson: A meeting has not been conducted. However, I have visited several of the Metro Atlanta DOL One-Stops to participate in the Employer Committee meetings and to introduce myself. From my end there needs to be more direction on who is supposed to do what, more definite benefits to the companies to really buy into this program, more time and/or more personnel to assist with this. The information

United States Department of Labor Implementation Plan PROVET Replication Project 2003

also seems not to have made it to all who are involved or should be involved at all levels. Several DOL people that I have met didn’t know about this incentive or have heard just a little about it and then a person who works with the commissioner’s office told me that this is a federal program and not their program.

Mrs. Louise Mitchell, from whom we are awaiting further information. Fort McPherson: No.


If applicable to your organization, have you marketed the program to any employers?


Have you scheduled meetings or conference calls to update each other?

Fort Gordon: Only those mentioned above at this time. NAS Atlanta: No. Kings Bay: No. We have not received any marketing materials nor were we advised to market this program. We were told that Georgia Department of Labor was in charge of the marketing. Fort McPherson: Yes. I have passed out information to several companies. I have shared the book as well as a pamphlet that I revised from the original info given to us.

Fort Gordon: We contact each other via e-mail or telephonically when new developments occur or as needed. As soon as the district manager of CVS can be contacted, the three of us will meet. NAS Atlanta: No. Kings Bay: The SEAP staff meets regularly with the Kings Bay, Georgia, Department of Labor quarterly at the Employer Committee meetings to update each other on all new initiatives. However, this initiative has not been mentioned by the Department of Labor at any of these meetings. Fort McPherson: No.


If so, how many?

Fort Gordon: Three. NAS Atlanta: NA. 3. Have you appointed contacts? Kings Bay: N/A. Fort Gordon: Yes, We have names and phone numbers for all three. NAS Atlanta: No. Kings Bay: The current Point of Contact (POC) for the Fleet and Family Support Center (FFSC) is Vivian Hanson, our Spouse Employment Program Coordinator. At this time, the POC for the Kings Bay, Georgia, Department of Labor is

Fort McPherson: Not sure.


Who are the organizations and what type of industry do they represent.

Fort Gordon: Home Depot — home improvement. Walgreen and CVS/pharmacy — both are pharmacies and convenience stores.

United States Department of Labor Implementation Plan PROVET Replication Project 2003

NAS Atlanta: N/A. Kings Bay: N/A. Fort McPherson: To name a few, I remember Sprint, Snyovus Financial, Volt Staffing, AT Systems (security), FedEx Ground, FedEx Freight, FedEx, Performance Data Systems, Inc. (a HR consultant).

Fort Gordon: The ACS Employment Readiness Program advertises through mass email to clients and those who pass through ACS. Additionally, the ACS Website has an employment link, Hire-Net, that advertises new vacancies. We also provide information to soldiers passing through ACAP NAS Atlanta: NA.


What has the response been?

Fort Gordon: The response has been positive for Home Depot and Walgreen’s. CVS is still pending a meeting with the District Manager. HD has a history of employing active duty military and their spouses. Everybody is very upbeat about the program and I don’t perceive any major problems. NAS Atlanta: N/A. Kings Bay: N/A. Fort McPherson: They are excited about it but once again, they want to know what the benefits will be for them (besides getting great employees). They want to know why they should put in the extra time to start this type of plan. Some companies already offer similar types of benefits to all employees if they leave the company on good terms, so they are not sure why they should buy into this program. Companies also want more direction on how to set this up.

Kings Bay: We market the Spouse Employment Assistance Program as a whole to the spouse, active duty and retiree population through various news articles in the local base newspaper, the cable channel for the base, at various wives groups, through the Ombudsman, through various fliers and brochures, through employer visits, and by membership in the local Chamber of Commerce, the Kings Bay Employer Committee, and the local Board of Education. Fort McPherson: Mass e-mail distribution, post paper, and fliers.


Where are the best places and/or methods to reach potential candidates?

Fort Gordon: For military family members and soldiers, through the newcomers’ orientation, command info meetings, signal paper, Family Readiness Groups and mandatory development classes such as Command Call, ODP, NCODP. NAS Atlanta: NA. Kings Bay: Through the Mobility Support Office and the local Georgia Department of Labor. Fort McPherson: Mass e-mail, post paper, fliers.


If applicable to your organization, what are the methods used for candidate recruitment? This applies to veterans and/or spouses.

United States Department of Labor Implementation Plan PROVET Replication Project 2003

10. Have there been any veterans or spouses hired? If so, how many and by which companies? Fort Gordon: Yes, they hire qualified candidates when openings are available all the time. Tracking tends to be a problem due to clients not letting us know they have been hired. NAS Atlanta: NA. Kings Bay: N/A. Fort McPherson: Not under this program. They have been hired because of the networking I have done with the companies previously.

• •

Buy-in by all parties necessary to implement the program Absence of large corporate employers in remote locations such as Kings Bay


What are the top three challenges facing you when implementing a program like this one?

Fort Gordon: • Time • Coordination and travel to business locations • Being able to track those that have been hired. NAS Atlanta: Unless I receive guidance from Department of Navy I do not plan to move forward until they have obtained the cooperation of the major players in the business community. I have met with the ADECCO on the accelerator program and actively refer to them and plan on a joint meeting with them and the Fort McPherson Spouse Employment office. Kings Bay: • Receipt of information and materials. • Formalized action plan with established follow-up dates and deadlines

Fort McPherson: • Time, of course, is always an issue, which leads into my second challenge. • Lack of assistance: For many Employment Assistance Programs (ERPs) there is only one person to do the networking, client assistance, follow-up and any other program responsibilities. Bringing this program up requires a lot of dedication of time. Allocating a contractor or being able to recruit and retain a volunteer would be a great benefit and asset. • Lack of direction. More direction needs to be spelled out regarding what is expected from all involved (ERP, DOL and employers), and who is responsible for what. Have pre-designed SOPs, MOIs, and MOAs, where all you would have to do is basically fill in the blanks. Develop a deskside guide so that all programs are running the same. If left up to interpretation it will create confusion from installation to installation, employer to employer, and employee to employee. Offer training through DOL inviting all military installations and employers interested at that point to be involved and teach everyone the same thing.

United States Department of Labor Implementation Plan PROVET Replication Project 2003