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United States Department of Labor

Implementation Plan
PROVET Replication Project 2003
TABLE OF CONTENTS

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


and spouses of military personnel as employee
Executive candidates. Having proven to be industry-

Summary flexible and multi-state friendly, PROVET will


further develop the Georgia pilot, using the
already introduced tools and lessons learned in
United States Department of planning.
Labor, Employment and
Training Services VETS, USES, and DOD
Office of Policy
The United States Department of Labor (DOL)
has established several pilot employment The Veterans Employment and Training Service
programs for the benefit of veterans and spouses (VETS) and the United States Employment
of military personnel. These initiatives are Service (USES) are the DOL agencies charged
positioned to meet the needs and challenges of with assisting in improving the quality of life for
these unique groups. They foster the growth of our nation’s veterans. The DOD’s Office of
portable careers, a seamless transition of skills to Policy is tasked with creating programs that
the civilian work force, recognition of enhance the quality of life for family members.
credentials and certification, and education and The VETS Transition Assistance Program
training that promote defined career paths. These (TAP), the USES One-Stop Career Centers, and
programs enhance employment and educational DOD Family Service Centers are all central to
options for veterans and spouses of military the success of program implementation.
personnel through the establishment of
employer/government working groups that focus
on these issues. Process for Implementation

This implementation plan focuses on one of the The process for successful implementation is
new pilot programs: Promoting Re-employment simple. A framework has been designed which
Opportunities for Veterans, or PROVET, an links resources and expertise of DOL, DOD, and
employer-focused job development and employers. Information delivery systems and
placement program. PROVET has pilots in four databases, services, and veteran and military
states, each unique in its own right. In 1999, families needs have been fused together for
Tennessee successfully targeted the electronics maximum impact.
and information technology industries.
Currently, Maryland and California are targeting The cornerstone of implementation is derived
health care, and Georgia is working with the from in-depth analysis of program effectiveness.
retail and wholesale industries. The California Analysis is continuous and includes the tracking
and Georgia pilots have included both veterans of candidate employment, education,

2 United States Department of Labor Implementation Plan PROVET Replication Project 2003
certification, and licensing, and the transfer of ❑ Department of Defense. While meeting the
skills from the military to the civilian workforce. needs of our nation’s security, the DOD
Analysis of results provide the DOL with the will also save the taxpayers billions of
information necessary to expand or alter dollars spent yearly on training new
programs for success. personnel because of turnover.
Implementation will assist the DOD in
The implementation process will be customer- attracting and retaining the force necessary
driven and flexible. The benefits of program to meet mission requirements. If families
implementation apply to various customers. are financially secure and spouses are
Implementation of the PROVET program begins gainfully employed without the fear of
and ends with the customer. These customers are losing a job after relocating, the military
worldwide and include: member is more likely to stay in service.

❑ Veterans and spouses of military personnel.


Marketing the Joint Services
Most veterans settle close to a military
of DOL and DOD
facility; spouses of personnel are also
located on or close to a base. The DOL and DOD jointly will promote
program implementation by using a triangulated
❑ Employers. Companies, national and approach. This includes:
international in scope, will be customers as
they provide the flexibility necessary to ❑ Creating awareness and support for the
meet the needs of this population. programs;
Employers will gain employees who are ❑ Identifying and building their customer
accustomed to relocating often and bring base; and
with them transferable skills, knowledge, ❑ Ensuring continuous use and growth of
and abilities. The companies will save programs by creating powerful tools for
millions of dollars in training, as these success.
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.

United States Department of Labor Implementation Plan PROVET Replication Project 2003 3
Spring 2002–Spring 2003
Part I
DOL decided in the spring of 2002 to expand the
Introduction concept and to implement it on a large base.

A History of Georgia PROVET ❑ Fort Benning was chosen as the location


for several reasons: economic data, CVS/
pharmacy locations, and a friendly state
Summer–Fall 2001 government that agreed to include in its
budget funding to assist with the
VETS created a straw man concept pilot
implementation.
program in Ohio with the Coast Guard, CVS/
pharmacy, Ohio DOL, and regional VETS
❑ Georgia provided funding to hire personnel
representatives. The original concept was to
to be placed at the base. Personnel were
have a national company train and hire Veterans
hired in April 2003 and are currently out-
and spouses of transitioning military members,
stationed at Fort Benning.
using the TAP sessions and the Family Service
Centers (FSC) relocation representative as the
❑ The Career Center in Columbus, Georgia,
conduits. When employees transfer, so do their
created a marketing piece to entice
jobs. After analysis of the pilot, USES became
employers. This tool, and marketing
involved. Now, active duty military spouses
experts going into the field, brought in
could also be served. This proved to be timely,
more then 15 employers. There are 20
as Defense Secretary Donald Rumsfeld and
registered PROVETS; 4 have obtained
Labor Secretary Elaine Chao met in August
employment, and 16 are active applicants.
2001 and agreed to explore the concept of the
agencies working together on veteran and
spouse employment programs.
Spring–Summer 2003

After monthly visits to Ohio, research, and The PROVET program and draft guidebook
interviews, a draft guidebook for PROVET was were introduced at 6 bases and 7 DOL Career
written, and then approved, by the Employment Centers in Georgia (Attachment A). Steps
and Training Administration (ETA) and VETS in included:
early 2002.
❑ Informing the US Armed Services Family
Policy Department about the site visits and
obtaining permission to visit the bases.

4 United States Department of Labor Implementation Plan PROVET Replication Project 2003
❑ Sending advance information including the ❑ Signing of Memorandum of Understanding
draft guidebook, a marketing piece by Secretary Chao and Secretary Rumsfeld
developed by Columbus, Georgia, Career to promote cooperative efforts between the
Center, a PowerPoint presentation Departments of Labor and Defense, to
developed by a contractor for US DOL as improve the quality of life for current and
background material, and a review of exiting military members and their
contact specifics. families, and to contribute to the quality of
the American labor force (Attachment C).
❑ During the site visits, a 30-minute
question-and-answer period ensued. ❑ Sending comments from questionnaire to
Contractor reviewed the comments and all participating Georgia bases
questions after each meeting and used (Attachment D).
them to develop FAQs and comments for
the DOL (Attachment B).

United States Department of Labor Implementation Plan PROVET Replication Project 2003 5
❑ Employers. The national employer base for
Part II retail and wholesale trade accounts for

The Customer 20% of all US employment. Retail and


wholesale industries are in every state,
close to every base, and employ more than
What we learned about the 25 million people. Projections of
customer employment for the year 2006 reach over
❑ Veterans. Every year about 250,000 26 million.
veterans separate from service. A large
percentage (69%) of these veterans are ❑ States are struggling to meet the demands
married, accounting for an additional of the current economy and adapt to
172,500 potential employees entering the changes in budgets arising from critical
work force. homeland security issues. The MOU does
not specify any funding; however, in some
❑ Spouses of military personnel. Some 53% cases the federal government is assisting
of military members are married; this states by granting emergency dislocated
equates to 693,793 spouses, of whom over workers funds to relieve some of the
70% are 35 years old or younger. In 2000, burden of unemployment payments and
the US civilian workforce saw over 55% of free up their tight budgets.
all enlisted spouses and 48% of officer
spouses working. About 8% of all spouses ❑ Department of Defense base locations have
who were not employed were seeking Family Service Centers on most bases.
work. They provide information and services to
family members; employment specialists
are among their current staffs.

Employment Status

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

6 United States Department of Labor Implementation Plan PROVET Replication Project 2003
Georgia PROVET Development

PROVET Development Tasks

Tasks Activities Milestones

Task 1 Conduct straw 1. Location: Ohio August–


man concept program 2. Company: CVS/pharmacy October 2001
3. MOU with DOL VETS, CVS/pharmacy,
US Coast Guard
4. Write guidebook and get approval for January 2002
draft from DOL

Task 2 Use guidebook 1. Location: Fort Benning, Georgia April 2002


at large base 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 August 2002
from base
6. Personnel hired: 15 companies recruited; April 2003
has 20 applicants, 4 hires

Task 3 Introduce PROVET 1. Inform all US service family policy departments March 2003
throughout Georgia about program introduction
2. Send advance information to participating bases March 2003
in Georgia and State-recommended One-Stop
Career Centers.
3. Introduce concept to 6 bases and 7 career centers April 2003
4. Develop FAQs based on site visits May 2003
5. Develop questionnaire as follow-up July 2003

Task 4 Create awareness and 1. Develop information sheets March 2003


support for PROVET 2. Develop Web information Fall 2003
3. Develop pamphlets and information packets Fall 2003
4. Base-to-base and regional DOL spokespersons Fall 2003
outreach, with speakers kit including
PowerPoint presentation
5. Hold roundtable of all companies involved Fall 2003
in Georgia, base personnel, and DOL

Task 5 Develop 1. Define regions for DOL August 2003


implementation strategy 2. Define bases in each region for targeting August 2003
3. Define industry leaders for mobilization of Fall 2003
PROVET, using VETS leadership roundtable
and the ETA business roundtable

United States Department of Labor Implementation Plan PROVET Replication Project 2003 7
Implementation ❑ Facilitate cross-state employment, which is
common for bases; they are frequently on
borders. The regional approach for DOL
Objective 1: Identify regions for rollout facilities would assist in this effort. For
of PROVET example, bases could have contacts at both
One-Stop Career Centers in Phenix City,
Major Challenges: Alabama, and Columbus, Georgia, both
serving Fort Benning personnel.
❑ VETS currently has 10 regions; ETA has 6 ❑ Remember that funding is always critical
regions. The ETA regions are similar to the success of any program. When
enough to correlate with VET regions. PROVET was introduced in Georgia, all
❑ Bases are located in every state, some in participants were informed that the
very rural areas guidebook was a value-added benefit to
helping them do their job. A few states
❑ Cross-state employment
have applied for and received dislocated
❑ Funding sources workers funding for training and
education. Health care PROVET in San
Key Strategies: Diego, California, is one example. Another
avenue to explore could be funding
❑ Initially roll out program in VETS Region provided through Workforce Investment
IV, ETA Region III; they are identical, and Board grants. The ultimate goal of this
Georgia is one of the states. government program is to provide seed
❑ Set the location within 50 miles of every money as start-up funds and eventually
base. Rural locations for bases are have self-sustaining implementation, with
common. One-Stop Career Centers are the states and installations using resources
located on-line by ZIP code. This would already available. Build the programs up
assist in developing closer contact between and out using the cornerstone principles of
the DOL One-Stop Career Centers and available services to encourage education,
DOD Family Service Centers. More career growth, and industry involvement,
veterans and spouses will be reached by all for the continued enrichment of our
using all facilities that use the common veterans and military families.
tools for success.

8 United States Department of Labor Implementation Plan PROVET Replication Project 2003
Objective 2: Gain cooperation of Objective 3: Foster relationships with
United States military installations large international and national
companies and have them sign the
national MOU
Major Challenges:

❑ All service branches have different Major Challenges:


bureaucratic levels and family policy
systems. ❑ Identifying companies

❑ Contractors run some of the service centers ❑ Gaining leadership in the industry
on base and may see this project in terms ❑ Clarifying the value of the MOU
of “turf” issues — i.e., in conflict with
services they offer. Key Strategies:
❑ Family Service Centers all want the
permission of their commanding officer or ❑ Leverage the Veterans Hire Employment
an even higher authority in order to Group and the DOL’s National Business
promote the program. Partnership for initial impact.

❑ Invite established DOD partnerships to


Key Strategies: participate, such as Adecco for the US
Navy.
❑ Use the July 11, 2003, Memorandum of
❑ Create value for the MOU by outlining
Understanding between Secretary Chao
advantages, such as the tax benefits for
and Secretary Rumsfeld as the umbrella for
companies that hire veterans and spouses.
PROVET implementation.
❑ Be flexible in industry affiliation; do not
❑ Issue DOL/DOD joint letters to all regional
lock in on one industry per state or region.
DOL and military service family policy
branch heads establishing protocol for ❑ Do not place any undue reporting burdens
introduction and implementation. on companies.

❑ 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 9
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)

State Branch of Installation Contact Phone County Zip Code


Service Number

Alabama Air Force Maxwell-Gunter 334-953-1110 Montgomery 36112


Army Anniston Army Depot 256-235-4878 Calhoun 36201
Army Redstone Arsenal 256-876-5397 Madison 35898
Army Fort Rucker 334-255-3735 Dale 36362

Florida Air Force Hurlburt Field 850-882-1110 Okaloosa 32544


Air Force MacDill 813-828-1110 Hillsborough 33621
Air Force Patrick 321-494-1110 Brevard 32925
Air Force Tyndall 904-283-1113 Bay 32403
Air Force Eglin 850-882-1110 Okaloosa 32540
Army HQ SouthCOM 888-547-4025 Miami-Dade 33122
Army Miami Recruiting. 305-592-2635 Miami-Dade 33166
Navy NAS Jacksonville 904-542-2766 Duval 32212
Navy NAS Key West 304-293-4408 Monroe 33040
Navy NS Mayport 904-270-6600 Duval 32228
Navy CSS Panama City 850-235-5800 Bay 32407
Navy NAS Pensacola 850-452-5990x122 Escambia 32508
Navy Whiting Field 850-623-7177x16 Santa Rosa 32570
Coast Guard ISC Miami 800-872-4957x307 Miami-Dade 33139

Georgia Air Force Moody 229-257-4211 Lowndes 31699


Air Force Robins 478-926-1110 Houston 31098
Army Atlanta Recruiting 770-850-8762 Cobb 30080
Army Fort Benning 706-545-4485 Chattahoochee 31905
Army Fort Gordon 706-791-3579 Richmond 30905
Army Hunter Army Air Field 912-353-2694 Chatham 31409
Army Fort McPherson 404-464-4070 Fulton 30330
Army Fort Stewart 912-767-5058 Liberty 31314
Navy NAS Atlanta 678-655-6061 Cobb 30069
Navy NSB Kings Bay 912-573-4509 Camden 31547

10 United States Department of Labor Implementation Plan PROVET Replication Project 2003
State Branch of Installation Contact Phone County Zip Code
Service Number

Kentucky Army Fort Campbell 270-798-9322 Christian 42223


Army Fort Knox 502-624-6291 Hardin 40121
Army US Army Recruit 502-626-1080 Hardin 40121
Command

Mississippi Air Force Columbus AFB 662-434-7322 Lowndes 39710


Air Force Keesler AFB 228-377-4330 Harrison 39534
Army Jackson Recruiting 601-366-1244 Jackson City 39211
Navy NCBC Gulfport 228-871-3000 Harrison 39501
Navy NAS Meridian 601-679-2360 Lauderdale 39309
Navy NS Pascagoula 228-761-2096 Jackson 39595

North Air Force Pope 910-394-1110 Cumberland 28308


Carolina Air Force Seymour Johnson 919-736-5400 Wayne 27531
Army Fort Bragg 910-396-8683 Cumberland 28307
Marines MCAS Cherry Point 252-466-4401 Craven 28533
Marines Camp Lejeune 910-451-5340 Onslow 28542
Marines MCAS New River 910-449-5258 Onslow 28545
Coast Guard Elizabeth City 575-686-4030 Elizabeth City 27909

South Air Force Charleston AFB 843-963-1110 Charleston 29404


Carolina Air Force Shaw 803-668-8110 Sumter 29152
Army Columbia Recruiting 803-748-8637 Richland 29201
Army Fort Jackson 803-751-4868 Richland 29207
Navy NWS Charleston 843-764-7480 Berkley 29445
Marines MCAS Beaufort 843-228-6401 Beaufort 29904
Marines MCRD Parris Island 843-228-2371 Beaufort 29904

Tennessee Air Force Arnold AFB 615-454-3000 Coffee 37389


Navy NSA Mid-South 901-874-5375 Shelby 38054

United States Department of Labor Implementation Plan PROVET Replication Project 2003 11
12 United States Department of Labor Implementation Plan PROVET Replication Project 2003
Attachment A
April 2003 Georgia Site Visit Contact Information

Location NSB Kings Bay GA USN (Submarines)


Population Served Active Duty 5,597
Family Members 9,677
Retirees

Family Service Center Spouse Employment Rep. GA Career Center

FSC Director: Wilsonia Smith Vivian Hanson Kings Bay Career Center
Ms. Louise Mitchell
Field Services Manager
Gene Baker
LVER/TAP Instructor

USS James Madison Ave., Bldg. 1051 USS James Madison Ave., Bldg. 1051 1712 Osborne Rd., Ste. L
Kings Bay, GA 31547-2606 Kings Bay, GA 31547-2606 St. Mary’s, GA 31558-3257
DSN 573-4513 DSN 573-4513
Commercial 912-673-4506 Commercial 912-673-4506 912-673-6942
Fax 912-673-2042 912-673-7077
Hansonvp@subasekb.navy.mil louise.mitchell@dol.state.ga.us
Eugene.Baker@dol.state.ga.us

Dec 2002 Labor Force Estimates


Camden County
Labor Force Employment Unemployment
Number Rate
18,022 16,594 1,428 7.9
KEY: Some workers sent to Jacksonville FL for employment

United States Department of Labor Implementation Plan PROVET Replication Project 2003 13
Location Fort Stewart USA 3rd Infantry Division (Mech)
Population Served Active Duty
Family Members
Retirees

Family Service Center Transition Services Mgr GA Career Center GA District S-East

Director: Ms. Lucia Braxton Ms. Louisa Sigman Mr. Gary Varner, Ms. Patti Fort
ACAP Manager Manager, Hinesville Director, S-East
Randy Knox (FMEAP) Career Center

76 Linquist Rd., Bldg. 470 1042 William W. Wilson Ave. 740 Gen. Stewart Way 1801 Gloucester St., Ste. E
Fort Stewart, GA Ste. 334 Ste. 202 Brunswick, GA 31520
31314-5152 Fort Stewart, GA 31314 Hinesville, GA
31313-3217

DSN 870-9906 870-1035

Commercial 912-767-9906 912-767-2381/2611 912-370-2595 912-554-3453

Fax 912-767-1018 912-554-3416

Lucia.braxton@stewart.army.mil Louisa.Sigman@stewart.army.mi gary.varner@ Patti.Fort@dol.state.ga.us


Randy.knox@stewart.army.mil dol.state.ga.us

Dec 2002 Labor Force Estimates


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

14 United States Department of Labor Implementation Plan PROVET Replication Project 2003
Location Hunter Army Airfield 1st Battalion, 75th Ranger Regiment,
3rd Infantry Division Aviation Brigade
Population Served Active Duty 10,931
Family Members 3,474
Retirees 6,579

Family Service Center Relocation Mgr. GA Career Center

Director: Monica Battle Doris Clark Mr. Cecil Wilkerson


Manager
Savannah Career Center

Army Community Service DCAC/ACS 5520 White Bluff Rd.


369 North Middleground Rd., Ste. 101 Bldg. 1286 Haley Ave. Savannah, GA 31403-2069
Hunter Army Airfield, GA 31409-5005 Hunter Army Airfield, GA 31409-5005

DSN 971-2694

Commercial 912-353-2694 912-356-2773

Fax 912-353-2601 912-356-2790

doris.clark@stewart.army.mil cecil.wilkerson@ dol.state.ga.us

Dec 2002 Labor Force Estimates


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

United States Department of Labor Implementation Plan PROVET Replication Project 2003 15
Location Fort Gordon 15th Regimental Signal Brigade
Population Served 12,000 soldiers and their families

Family Service Center Army Career and DOL Services GA Career Center
Alumni Program Specialist

Army Community Service Mr. Rowe Mr. Jack Baker, JR Ms. Beverly Johnson,
Officer: Vanessa Stanley, CSW Manager
Employment Readiness Augusta Career Center
Program Manager:
Kathryn Palmer

Suite 367, Darling Hall Lane Ave. Georgia DOL 601 Greene St.
Fort Gordon, GA 30905 Bldg. 28320, Rm. 367 ACAP Augusta, GA 30901-1427
Fort Gordon, GA 33800 Rice Rd.
30905-5020 Fort Gordon, GA
30905

DSN 780-3579 780-7336

Commercial 706-791-3579 706-791-7336 706-791-7341 706-721-3131

Fax 706-791-7880 706-791-8767 706-721-7680

stanleyv@gordon.army.mil valentinw@emh. Jack.baker@ beverly.johnson@


palmerk@gordon.army.mil gordon.army.mil dol.state.ga.us dol.state.ga.us

Wayne S. Beaty,
Assistant Manager
Wayne.Beaty@dol.state.ga.us
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 Columbia County* (Outside Gate 2)
Labor Force Employment Unemployment Rate Labor Force Employment Unemployment Rate
Number
81,777 77,578 4,199 5.1 46,228 44,920 1,308 2.8

Key: Some workers sent to South Carolina for employment

16 United States Department of Labor Implementation Plan PROVET Replication Project 2003
Location Fort McPherson HQ US Army Forces Command HQ,
US Army Central Command, US Army Reserve Command
Fort Gillem 404-469-7311 (DSN 797-7311)
Population Served Active Duty 3,510
Army Reserve 2,359
Family Members 68,706 (this includes retiree families)
Retirees 46,217

Employment Readiness Program Army Community Service South Metro Career Center

Director: Ms. Bobbi Burk Director: Ms. Debbie Boxwell Mr. Alexi Henry

1350 Troop Row SW, Bldg. 62 1350 Troop Row SW, Bldg. 62 2636-14 MLK Jr. Dr.
Fort McPherson, GA 30330-1049 Fort McPherson, GA 30330-1049 Atlanta, GA 30311

DSN 367-3266 367-3265

Commercial 404-464-3266 404-464-3265 404-699-6920

Fax 404-464-4862 404-699-6933

Bobbie.burk@forscom.army.mil Debbie.boxwell@forscom.army.mil alexi.henry@ dol.state.ga.us


George Bullock Patricia Sharpe, LVER
404-464-2144 Patricia.sharpe@dol.state.ga.us
404-699-6900

Dec 2002 Labor Force Estimates


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

United States Department of Labor Implementation Plan PROVET Replication Project 2003 17
Location NAS Atlanta US Marines Aircraft Group 42, Marine Light Attack Helicopter
Squadron 773, and Airborne Early Warning Squadron 77
Population Served Active Duty 1,483
Family Members 2,500
Retirees 12,000

Family Service Center TAMP/SEAP/ Cobb-Cherokee Career Center

CDR Mlinceck Employment Assistance Mgr. Mr. Willie Johnson, Manager


1000 Halsey Ave. and Relocation Mgr.: 465 Big Shanty Rd.
Code 016 Mr. Pat Patterson Marietta, GA 30066-3303
Marietta, GA 30060-5099

DSN 925-6062 ext 101

Commercial 678-655-6062 x 101 770-528-6100


770-919-6061 ext 102

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 Employment Unemployment Rate
Number
379,598 364,171 15,427 4.1

18 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 advantageous to have a national MOU for
response. transition purposes.

Q. What is the name of the program? Q. If employer contacts are made locally, how is
Contractor response: All sites feel the need to the national headquarters informed?
have a “name” — not just PROVET, as it now Contractor response: It is a concern, and the US
also involves spouses. The question will be DOL will be informed.
raised with DOL.
Q. Why Georgia?
Q. What is the difference between this program Contractor response: Georgia is a friendly state
and what we already do? for military retirees, with an aggressive DOL
Contractor response: The National staff willing to do what it takes to make a
Memorandum of Understanding (MOU) difference in veterans’ lives; there are a
between the service branch, company, and DOL cooperative base, good economic indicators, and
is the critical piece and what separates this CVS/pharmacy locations in every area of bases.
program from all others. Thanks to the MOU,
spouses and veterans will be able to make Q. How do we connect to each other (meaning
seamless transitions in the civilian workforce. DOL–DOD)?
The veteran will not have a break in Contractor response: The information sheets will
employment or face undue financial hardships as be updated and sent to all participants. It is
some veterans have experienced when leaving suggested that the DOL sites contact the DOD
the service. Spouses will be able to move with base for next steps.
their military member without facing the
prospect of not having gainful employment; they Q. How does the program cross borders to other
will retain seniority and retirement benefits. states? There are three bases in Georgia, which
Both veterans and spouses will be able to currently cross borders for employment and living
develop career pathways, not just jobs, upon purposes.
moving. Employers will save money in training Contractor response: This issue has been
and, if appropriate, receive a tax credit. discussed with both site DOD and DOL
personnel. The state DOL offices cannot cross
Q. Who signs the MOU? borders, but the DOD Family Service Centers
Contractor response: While Fort Benning is can for placement and discussion with other
working at the local level, it would seem bases. This is a key issue, tied to state funding

United States Department of Labor Implementation Plan PROVET Replication Project 2003 19
for the DOL, and will need further attention and Comments regarding DOL sites:
discussion.
❑ DOL may be able to use regional offices in
Q. What is the contractor role? order to utilize cross-state employment
Contractor response: The contractor works on opportunities.
behalf of the DOL to present self-help tools for
❑ DOL employees all stated they were
veteran and spouse employment, as well as to
anxious to get started, and were most
gather information for the US DOL concerning
enthusiastic.
implementation progress, issues and concerns.
The contractor will follow up with all parties to ❑ This is a win–win development that
gain insight into how the program is being benefits everyone.
implemented, analyze the results, and forward ❑ There are economic concerns with
the information to the US DOL. The DOL will returning military reservists and lost jobs
make an informed decision on any further resulting from plant closures and
implementation plans. downsizing.

❑ DOD has its own “mini” DOL. Why do


they need us?

Specific questions regarding DOL sites: ❑ Work with DOL coastal regional offices to
plan and coordinate activities.
Q. Is there any funding attached and how will it be
❑ Use TAP as an avenue to market program.
implemented?
Contractor response: The State has provided ❑ We need to get companies involved on
funding for a person to be hired in Columbus to employer committees at local DOL offices.
work as a half-time LVER for veterans and half-
time with Wagner Peyser funding for spouses. It DOD questions:
is unknown whether any additional funding or ❑ Will this trickle up or down the chain of
grant proposals have been approved, although a command?
grant application may have been made.
❑ Clarify the role of the Family Service
Center and the cooperation with the DOL.
Q. How is this different from the Home Depot
program? ❑ Will this create jobs on the base? Is there
Contractor response: I do not know a lot about any funding attached?
the program, but the MOU may have different
❑ Why is the relocation manager involved?
language attached to it.
❑ Does this have anything to do with the
spouse summit?

20 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 21
22 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 23
OFFICE OF THE UNDER SECRETARY OF DEFENSE
4000 DEFENSE PENTAGON
WASHINGTON. D.C. 20301-4000

JUl 25 2003
PERSONNEL AND
READINESS

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 UnderstandingbetweenDepartmentof 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 Departmentsto improve the quality of life
for Servicemembersand their families and to contribute to the quality of the American
labor force.

This Memorandumof Understandingprovidesthe framework for a broadrangeof


continuing and new partnershipefforts betweenthe Departmentsto easere-entry into the
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 encouragecorporateAmerica 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 Secretaryof Defense
(Mili ornmunity and Family Policy)

Attachment:
As stated
)
MEMORANDUM OF UNDERSTANDING
betweenthe
UnitedStatesDepartmentof Defense
and the
UnitedStatesDepartmentof Labor

This Memorandum of Understanding is enteredinto betweenthe United States


Departmentof Defense("DaD") andthe United StatesDepartmentof Labor ("DOL")
effective asof the last dateof signatureset forth below.

I. PURPOSE

The purposeof this Memorandumof Understandingis to promotecooperative


efforts betweenthe U.S. Departmentof Defenseand the U.S. Departmentof Labor to
improvethe quality of life for currentandexiting servicemembersand their families and
to contributeto the quality of the Americanlabor force. The patriotic servicesprovided
by military membersand 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 enhancerecruitmentandretentionfor the military services
andto assistthetransitionandreentryof militarypersonnel
into the21st Century
workforce. In addition to enhancingretentionof and servicesto military personnel,this
cooperativeeffort seeksto ensurethat opportunitiesfor training, educationand
employmentare availableto military spouses.

DOD andDOL cooperativeefforts hereunderwill analyzepublic policy issuesrelated


to military quality of life andemploymentin America, andexploreareasfor
collaboration. This Memorandumof Understandingdefinesin generalterms the basison
which the Departmentswill cooperateto studypotential activities of mutual interestthat
may expandrecruitment,job searchservices,training, placement,licensing and
certification,and other servicesfor military personnelandtheir families, and eliminate
duplicationand wastein achievingthesecommongoals.

II. BACKGROUNDAND AUTHORITY

The Departmentof Defenseprovidesfor the commondefenseof the nation with the


primary taskto deterconflict, but shoulddeterrencefail, to fight and win the nation's
wars. The core of the force is comprisedof individuals of exceptionaldedicationand
ability - peopleof outstandingcharactercommittedto an ethic of selflessservice. The
DOD promotespolicy andbusinesspracticesto attract,retain, and motivate a high
quality, diverse,and sufficiently sizedforce to meetmissionrequirements,and
implementprogramsand servicesto enhancethe quality of life for the Armed Forces,
their families, and retireesacrossthe full humanresourcelife cycle.

In accordancewith 29 U .S.C. §551~~, the Departmentof Labor fosters,


promotesand developsthe welfare of job seekers,wageearners,and retireesof the
United Statesby improving their working conditions,advancingtheir opportunitiesfor
profitable employment,protectingtheir retirementandhealthcarebenefits,facilitating
effectivelinkagesbetweenemployersand workers,strengtheningfree collective
bargaining,andtracking changesin employment,prices,and other national economic
measurements.In carrying out this mission,the Departmentadministersa variety of
Federallabor laws including thosethat provide unemploymentinsurance,training and
otherreemploymentactivities,and thosethat guaranteeworkers' rights to safeand
healthfulworking conditions,a minimum hourly wageandovertimepay, and freedom
from employmentdiscrimination.

DOD shareswith DOL a particular interestin expandingservicesthat relateto


andsupportthe following:
1. Recruitment
2. Retention
3. Re-entry
Recruitmentand retentionof military personnelareessentialto military readinessand the
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 accessto the typesof educationandtraining
opportunitiesthat DOL providesand promotes,including expandingDOL participation
in TransitionAssistanceProgram(TAP) workshopsconductedat overseaslocations.

DOD andDOL arecurrently collaboratingin the following programs:


1. TAP, which providesvaluableemploymentand training servicesto
military personnelduring their separationfrom military service.
2. America's One-StopCareerCenters,whereaboutone million Anned
Forcesveteransregisterfor reemploymentserviceseachyear.
3. . America'sCareerOneStop,
whichincludesa websitecalled"DefenseJob
Service" with careeradvicefor personsseparatingfrom military service.
4. The SpouseTele-Work EmploymentProgram,a partnershipbetween
DOD, DOL, the Departmentsof Stateand of Transportation,the u.S.
CoastGuardand the GeneralServicesAdministration, to increaseportable
careercredentialsandprovide skilled workersto the private sector.
5. The Military SpouseResourceCenteris ajoint project betweenthe DOL
Women's Bureau,the EmploymentandTraining Administration and the
Office of Policy in cooperationwith the Departmentof Defense. This
online learningtool and resourceguide will help military spousesaccess
information, resourcesand opportunitiesrelatedto education,training and
employment.
6. . Veterans'
on civilianCertification
licensingand and Licensingrequirements
certification Projects,which disseminate
to current details
and former

military personnel.
7. The FederalContractorVeterans'EmploymentProgram,which requires
federalcontractorsand subcontractorsto report annually on veteranshired
and to take affirmative action to hire and promoteprotectedveterans.

2
8. The AdvancedDistributedLearningInitiative in which DOL and DOD are
key participantsin designing,developing,prototyping, and implementing
newlearningstrategies
for the21It Century.
9. CareerAdvanceCenters(CAC) at locationswith high military populations
(SanDiego, CA; Norfolk, VA; Fort Campbell,KY).

The Departmentsareenteringinto this Memorandumof Understandingto


leveragethe individual and combinedresourcesof the Departmentsand ensurethe
actionsnecessaryto meetcommongoals.This Memorandumof Understanding
establishesthe critical frameworkessentialto meetingthe challengesof today's changing
economyand global workplace. Ensuringthe smoothtransition of our military into our
nation's workforce, while at the sametime facilitating the recruitmentand retention
necessaryto meetour nation's securityneeds,is paramount.The Departmentsof
DefenseandLabor, therefore,will continueto strengthenthe quality of life for members
of the Armed Forcesand their families, andto contributeto the quality of the American
labor force.

FutureDOD andDOL collaborationwill include:

1 Enhancedcoordinationfor DOD logistical supportthat will facilitate the


provision of overseasTAP workshopsby DOL;
2. Expandedmilitary recruitmentthroughOne Stop CareerCenters,through
which DOL offers a full rangeof employmentand training services;
3. Enhancedutilization of DOL's America's Job Bank for recruitmentinto
the armedforces;
4. Establishmentof systematicmilitary recruitmentactivities through the
DOL Job CorpsProgram;
5 Enhancedretentionand reentryby identifying additional occupationsfor
registeredapprenticeshipprograms,which provide training and portable
certificationsrecognizedthroughoutan industry;
6. Establishmentof a commoncross-reference of occupationalcodes
betweenDOL's O*NET andDOD's MOS taxonomies;
1:. Establishmentof an index to measureemploymentamongmilitary
spouses;and
8. Consistentwith the requirementsof VeteransPreference,expanded
employmentservicesfor military spouses,leveragingthe resourcesof
DOD's Armed ForcesFamily CentersandDOL's One Stop Career
Centers.

ill. RESPONsmILI~
1. The Departmentof Labor will:
a. Inform all DOL Offices and stateworkforce agenciesof the purpose
and intent of this Memorandumof Understanding.

3
b. EncourageDirectors and Administratorsto identify and establish
collaborativeendeavorsin meetingthe statedpurposeof this
Memorandumof Understanding.
c. Assign staff on a collateral duty basisto participatein a Working
Group taskedwith coordinatingthe implementationof this
Memorandumof Understanding.

2. The Departmentof Defensewill:


a. Inform the Military Servicesof the purposeand intent of this
Memorandumof Understanding.
b. Encouragethe Military Servicesto identify and establishcollaborative
. endeavors
in meetingthestatedpurposeof this Memorandum
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 VeteransPreferencein federalhiring, with the
goalof increasingemploymentopportunitiesfor separatingservicemembersand other
veteransin the U.S. Government.

v. AGENCY AGREEMENTS

1. The Working Group identified in Sectionill aboveshall meet as


necessaryin orderto accomplishthe goalsof this Memorandumof
Understanding.
2. The Working Group shall submit,within 6 monthsof the executionof this
Agreement,a preliminary progressreport to both agencyheads. The
report shall identify areasof potentialcollaboration,barriersto be
addressed,andrecommendactionsto implementeachareaof
collaborationidentified.
3. The partiesrecognizeand agreethat no new program,activity, or project
may be initiated, nor an existing program,activity or project augmentedor
revised,without the approvalof eachagencyheador his or her Designee.
4. This Memorandumof Understandingdoesnot 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 accomplishedthrough other appropriate
documents.
5. Releasesto the press,public announcements, and communicationwith the
Congressconcerningjoint programsconductedunderthis Memorandum

4
of Understandingmay be madeby either agencyfollowing coordination
with the other agency.

VI. EFFECTIVE DATE


This Memorandumof Understandingis effective asdescribedin the first
paragraphaboveand shall continuein force indefinitely. It may be terminatedby either
agencyby giving 9O-daywritten notice to the other agency.

VI. EFFECT

1. Nothing in this Memorandumof Understandingshall be interpretedas


limiting, superseding,or otherwiseaffecting either Department=snormal
operationsor decisionsin carrying out its statutoryor regulatoryduties.
This Memorandumof Understandingdoesnot limit or restrict either
agencyfrom participatingin similar activities or arrangementswith other
entities.

2. This Memorandumof Understandingis an internal governmental


agreementdesignedto improve the efficiency of governmentand doesnot
confer any rights on any other parties.

US Department of Defense .
J
a
B~~iciiiii ~J0 F ~/J1E~i~SE:=7t~2jt#(
I .() L./ ""7 T (;>

: :::~~
il/o~SDeP mentOfLabo! I /I

Cl'~--.J()
-
7 / I (9 ~
BY: CRETARY FLABOR Date

5
30 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

1. Have you met as a group and developed Hanson, our Spouse Employment Program
an action plan? If so, please attach any Coordinator, contacted Mrs. Louise Mitchell,
information you have available — Manager of the local Kings Bay Georgia
minutes, agenda, plan, etc. Department of Labor, on 23 April 2003 to find
out what our local office was doing with this
Fort Gordon: I have met with Kathryn from
initiative and to date has received no response.
Army Career Services (ACS) and talked with the
We will be initiating another call to the
Manager of Human Resource from Home Depot
Department of Labor today to try and determine
(HD). HD is aware of the program and accom-
what actions they have taken, if any, on this
modates both active duty and spouses. Walgreen’s
initiative.
has a program called Bridge the Gap that pro-
vides the same benefits for military and spouses. Fort McPherson: A meeting has not been
conducted. However, I have visited several of
NAS Atlanta: No, waiting for direction from
the Metro Atlanta DOL One-Stops to participate
Department of Navy.
in the Employer Committee meetings and to
Kings Bay: The only meeting we have had was introduce myself. From my end there needs to be
with Mrs. Holst and her partner on 22 April more direction on who is supposed to do what,
2003. At that time, we were briefed on the CVS more definite benefits to the companies to really
initiative and were told to contact Georgia buy into this program, more time and/or more
Department of Labor for further action. Vivian personnel to assist with this. The information

United States Department of Labor Implementation Plan PROVET Replication Project 2003 31
also seems not to have made it to all who are Mrs. Louise Mitchell, from whom we are
involved or should be involved at all levels. awaiting further information.
Several DOL people that I have met didn’t know
Fort McPherson: No.
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
4. If applicable to your organization, have
federal program and not their program.
you marketed the program to any
employers?

2. Have you scheduled meetings or Fort Gordon: Only those mentioned above at
conference calls to update each other? this time.

Fort Gordon: We contact each other via e-mail NAS Atlanta: No.
or telephonically when new developments occur Kings Bay: No. We have not received any
or as needed. As soon as the district manager of marketing materials nor were we advised to
CVS can be contacted, the three of us will meet. market this program. We were told that Georgia
NAS Atlanta: No. Department of Labor was in charge of the
marketing.
Kings Bay: The SEAP staff meets regularly
with the Kings Bay, Georgia, Department of Fort McPherson: Yes. I have passed out
Labor quarterly at the Employer Committee information to several companies. I have shared
meetings to update each other on all new the book as well as a pamphlet that I revised
initiatives. However, this initiative has not been from the original info given to us.
mentioned by the Department of Labor at any of
these meetings.
5. If so, how many?
Fort McPherson: No.
Fort Gordon: Three.

NAS Atlanta: NA.


3. Have you appointed contacts?
Kings Bay: N/A.
Fort Gordon: Yes, We have names and phone
Fort McPherson: Not sure.
numbers for all three.

NAS Atlanta: No.

Kings Bay: The current Point of Contact (POC) 6. Who are the organizations and what
for the Fleet and Family Support Center (FFSC) type of industry do they represent.
is Vivian Hanson, our Spouse Employment Fort Gordon: Home Depot — home
Program Coordinator. At this time, the POC for improvement. Walgreen and CVS/pharmacy —
the Kings Bay, Georgia, Department of Labor is both are pharmacies and convenience stores.

32 United States Department of Labor Implementation Plan PROVET Replication Project 2003
NAS Atlanta: N/A. Fort Gordon: The ACS Employment
Kings Bay: N/A. Readiness Program advertises through mass e-
Fort McPherson: To name a few, I remember mail to clients and those who pass through ACS.
Sprint, Snyovus Financial, Volt Staffing, AT Additionally, the ACS Website has an
Systems (security), FedEx Ground, FedEx employment link, Hire-Net, that advertises new
Freight, FedEx, Performance Data Systems, Inc. vacancies. We also provide information to
(a HR consultant). soldiers passing through ACAP

NAS Atlanta: NA.

7. What has the response been? Kings Bay: We market the Spouse Employment
Assistance Program as a whole to the spouse,
Fort Gordon: The response has been positive
active duty and retiree population through
for Home Depot and Walgreen’s. CVS is still
various news articles in the local base news-
pending a meeting with the District Manager.
paper, the cable channel for the base, at various
HD has a history of employing active duty
wives groups, through the Ombudsman, through
military and their spouses. Everybody is very
various fliers and brochures, through employer
upbeat about the program and I don’t perceive
visits, and by membership in the local Chamber
any major problems.
of Commerce, the Kings Bay Employer
NAS Atlanta: N/A. Committee, and the local Board of Education.

Kings Bay: N/A. Fort McPherson: Mass e-mail distribution, post


paper, and fliers.
Fort McPherson: They are excited about it but
once again, they want to know what the benefits
will be for them (besides getting great
9. Where are the best places and/or
employees). They want to know why they
methods to reach potential candidates?
should put in the extra time to start this type of
plan. Some companies already offer similar Fort Gordon: For military family members and
types of benefits to all employees if they leave soldiers, through the newcomers’ orientation,
the company on good terms, so they are not sure command info meetings, signal paper, Family
why they should buy into this program. Readiness Groups and mandatory development
Companies also want more direction on how to classes such as Command Call, ODP, NCODP.
set this up.
NAS Atlanta: NA.

Kings Bay: Through the Mobility Support


8. If applicable to your organization, what Office and the local Georgia Department of
are the methods used for candidate Labor.
recruitment? This applies to veterans Fort McPherson: Mass e-mail, post paper,
and/or spouses. fliers.

United States Department of Labor Implementation Plan PROVET Replication Project 2003 33
10. Have there been any veterans or spouses • Buy-in by all parties necessary to
hired? If so, how many and by which implement the program
companies? • Absence of large corporate employers in
remote locations such as Kings Bay
Fort Gordon: Yes, they hire qualified
candidates when openings are available all the Fort McPherson:
time. Tracking tends to be a problem due to • Time, of course, is always an issue, which
clients not letting us know they have been hired. leads into my second challenge.
• Lack of assistance: For many Employment
NAS Atlanta: NA.
Assistance Programs (ERPs) there is only
Kings Bay: N/A. one person to do the networking, client
Fort McPherson: Not under this program. They assistance, follow-up and any other
have been hired because of the networking I program responsibilities. Bringing this
have done with the companies previously. program up requires a lot of dedication of
time. Allocating a contractor or being able
to recruit and retain a volunteer would be a
11. What are the top three challenges facing great benefit and asset.
you when implementing a program like • Lack of direction. More direction needs to
this one? be spelled out regarding what is expected
from all involved (ERP, DOL and
Fort Gordon:
employers), and who is responsible for
• Time
what. Have pre-designed SOPs, MOIs, and
• Coordination and travel to business
MOAs, where all you would have to do is
locations
basically fill in the blanks. Develop a
• Being able to track those that have been
deskside guide so that all programs are
hired.
running the same. If left up to
NAS Atlanta: Unless I receive guidance from interpretation it will create confusion from
Department of Navy I do not plan to move installation to installation, employer to
forward until they have obtained the cooperation employer, and employee to employee.
of the major players in the business community. Offer training through DOL inviting all
I have met with the ADECCO on the accelerator military installations and employers
program and actively refer to them and plan on a interested at that point to be involved and
joint meeting with them and the Fort McPherson teach everyone the same thing.
Spouse Employment office.

Kings Bay:
• Receipt of information and materials.
• Formalized action plan with established
follow-up dates and deadlines

34 United States Department of Labor Implementation Plan PROVET Replication Project 2003