U.S. Army All-American Bowl - The Nation's Premier High School All-Star Football Game - Saturday, Jan. 5, 2013 at the Alamodome, San Antonio, TX
East vs. West
|Score by Quarters
The U.S. Army All-American Bowl is the nation's premier high school football game, featuring the best 90 players in a classic East vs. West match-up every January in San Antonio's Alamodome and broadcast live on NBC. This year's attendance was 40,133.
Photo above - The 2013 Glen Davis Award presented to WEST wide receiver Corey Robinson. Pictured from left to right are: Honorable Thomas R. Lamont, Assistant Secretary of the Army Manpower and Reserve Affairs, Mr. Corey Robinson and Mr. Marcus Allen.
Photo left - Kenny Bigelow (left) and Derrick Henry (right) kiss the championship trophy after the East Team defeated the West, 15-8, in the 2013 U.S. Army All-American Bowl at the Alamodome on Saturday, Jan. 5, 2013. Photo: Kin Man Hui, Express-News / © 2012 San Antonio Express-News
As it has for more than a decade, this classic East versus West matchup featured an incomparable collection of tomorrow's college and NFL stars showcasing their talents for a national television audience. Joining the players in being honored as All-Americans and performing in the Alamodome was the U.S. Army All-American Marching Band, comprised of 125 of the nation's finest young musicians and color guard members who performed at halftime of the Bowl.
Photo right - James Quick (17) of Trinity High School in Louisville, Kentucky makes a leaping catch in front of Tahaan Goodman (05) from Rancho Cucamonga, California in the first half of the 2013 U.S. Army All-American Bowl at the Alamodome on Saturday, Jan. 5, 2013. Photo: Kin Man Hui, Express-News / © 2012 San Antonio Express-News
Selection as a U.S. Army All-American is an important and prestigious honor for these athletes and musicians. Only the strongest are chosen to wear the Army colors, and these young men and women truly embody the characteristics of the Army Strong Soldier – demonstrating Strength through Loyalty, Duty, Respect, Selfless Service, Honor, Integrity, and Personal Courage on a daily basis. Activities throughout Bowl Week helped connect these All-American athletes and musicians with Army Soldier Heroes from around the country and provide better understanding of what it takes and what it means to be an Army Strong Soldier.
The history and tradition of the U.S. Army All-American Bowl is unparalleled, highlighted by Heisman Trophy winners and more than 100 current NFL players counted among its alumni. Building upon the extraordinary players and incredible moments featured during each of the previous U.S. Army All-American Bowls, this year's Bowl delivered to provide the thousands in attendance, and millions more watching on NBC, an unforgettable look at the future of college and professional football.
The U.S. Army All-American Bowl is not just a game; it's a celebration of strength – the strength found throughout high school football and the strength like no other found in every one of America's Heroes, Army Strong Soldiers.
Bowl Week activities included community engagement activities; player and Soldier Hero challenges, an Awards Dinner; a performance by the U.S. Army All-American Marching Band; U.S. Army Coaches Academy, featuring a seminar and on-field coaching clinic with NFL and NCAA Coaches; and the U.S. Army National Combine, featuring 500 of the top underclassman athletes in the country.
Photo below - San Antonio Christian's Corey Robinson shakes hands with U.S. Army drill instuctors before the start of the 2013 U.S. Army All-American Bowl at the Alamodome on Saturday, Jan. 5, 2013. Photo: Kin Man Hui, Express-News / © 2012 San Antonio Express-News
Additionally, those in the San Antonio area were able to attend events throughout the week and learn what it means to be an Army Strong Soldier at the U.S. Army Strong Zone by meeting Soldiers from all around the country and exploring the Army's strength like no other though interactive experiences. San Antonio's Sunset Station, the Army Strong Zone featured family entertainment, games, food, music and much more.
Now in its sixth year, the U.S. Army All-American Marching Band returned to perform during halftime of the U.S. Army All-American Bowl. The U.S. Army All-American Marching Band features 125 of the finest high school senior marching musicians and color guard members from across the country.
The U.S. Army All-American Marching Band recognizes the Nation's leading high school band members. These young men and women demonstrate the U.S. Army core values of Loyalty, Duty, Respect, Selfless Service, Honesty, Integrity and Personal Courage in their everyday lives. Like the U.S. Army All-American football players, the national selection of All-American band members is based on a broad range of attributes that go beyond performance and include qualities such as academic achievement, leadership abilities and community service. Inclusion in the U.S. Army All-American Marching Band is a top-tier validation of their accomplishments.
Nominations for the 2014 U.S. Army All-American Marching Band are currently being accepted at http://www.menc.org/v/band/u-s-army-all-american-marching-band.html.
Photo right - The U.S. Army All-American Marching Band performs at halftime of the 13th U.S. Army All-American Bowl at the Alamodome on Jan. 5, 2013. MARVIN PFEIFFER/ email@example.com Photo: MaRVIN PFEIFFER, Express-News / Express-News 2012
Since 2001, the U.S. Army All-American Bowl has showcased the nation's premier high school football talent. The level of play in these games has demanded the absolute highest levels of mental, emotional and physical strengths for those participating. The expansive and continually growing list of prominent alumni featured in the U.S. Army All-American Bowl's history stands as proof of this strength and the extraordinary level of competition. Some of the most notable All-American alumni include: Adrian Peterson, Mark Sanchez, Tim Tebow, 2012 #1 NFL Draft Pick Andrew Luck, Marcus Lattimore and Robert Woods among many more.
As of the start of NFL training camps, there are more than 200 U.S. Army All-American Bowl alumni on NFL rosters. During the 2012 NFL Draft, 22 U.S. Army All-Americans were selected, including six first round selections. An incredible total of 51 U.S. Army All-Americans have been selected in the past two NFL Drafts. More and more U.S. Army All-Americans enter the NFL each season as the Army All-American Bowl continues to produce some of the game's brightest stars on its biggest stage.
The Rotary Club of San Antonio hosted the 2013 U.S. Army All-American Bowl Awards Dinner at the Marriott Rivercenter Hotel in San Antonio, to celebrate the achievements of the All-American athletes and to honor Army Soldiers' and their families, Jan. 4, 2013.
Nearly 1,000 people attended the dinner, including senior Army leaders, professional athletes, and community members.
The dinner recognized the top football high school student athletes from across the country for their athletic and academic achievement.
Photo left - WEST quarterback Max Browne, awarded the Ken Hall Trophy as the 2013 U.S. Army Player of the Year. Pictured from left to right are: Honorable Thomas R. Lamont, Assistant Secretary of the Army Manpower and Reserve Affairs, Mr. Max Browne, Mr. Ken Hall and Sergeant Major of the Army Raymond F. Chandler.
Max Browne, quarterback from Skyline High School, Sammamish, Wash., won the U.S. Army Player of the Year award, which is given to the nation's most outstanding senior high school football player and considered one of high school football's highest honors.
Browne was presented a trophy modeled Ken "Sugar Land Express" Hall, who was high school football's all-time leading rusher. Winners of this award have demonstrated a commitment to excellence on the field and in their daily lives -- representing the same strengths and values demonstrated by Army Soldiers including loyalty, duty, respect, selfless service, honor, integrity and personal courage.
Photo left - EAST punter Johnny Townsend presented the 2013 Felix "Doc" Blanchard Award. Pictured from left to right are: Honorable Thomas R. Lamont, Assistant Secretary of the Army Manpower and Reserve Affairs, Mr. Johnny Townsend and Mr. Marcus Allen.
Johnny Townsend, punter from Boone High School in Florida, won the Felix "Doc" Blanchard Award. Wide receiver Corey Robinson, from San Antonio Christian School in San Antonio, won the Glenn Davis Award (photo top right.) The Blanchard and Davis Awards are given to the two players who best exemplify the U.S. Army's high standard of excellence in the community service, education, and athletic distinction.
Offensive lineman Steve Elmer, from Midland High School in Midland, Mich., won the Anthony Munoz Lineman of the Year Award.
Photo left - WEST offensive lineman Stevn Elmer was presented the 2013 Anthony Muñoz Lineman of the Year Award. Pictured from left to right are:
Lieutenant General Thomas P. Bostick, Chief of Engineers/Commanding General United States Army Corps of Engineers, Mr. Steve Elmer and Mr. Anthony Muñoz.
The inaugural U.S. Army - Pro Football Hall Fame Award for Excellence, which recognizes the top sophomore or junior student who exemplify similar strengths to Army Soldiers, winner was Nate Lowis.
Photo right - The U.S. Army - Pro Football Hall of Fame - Award for Excellence presented to Nate Lowis, of Sacred-Heart Griffin High School (Springfield, IL). Pictured from left to right are: General Robert W. Cone, Commanding General United States Army Training and Doctrine Command and Mr. Nate Lowis.
The keynote speaker was hall of famer Marcus Allen, who played 16 seasons in the National Football League, playing with the Los Angeles Raiders and Kansas City Chiefs. During that time he gained 12,243 yards rushing, 5,411 yards receiving, and scored 145 touchdowns.
Allen talked about his childhood experiences, the valuable lessons he learned in life, and his appreciation for all the speed bumps along the way.
"I worked extremely hard," Allen said. "I was committed. I studied. I stayed out of trouble, did not drink, did not smoke. I did not do any of those things. I wanted to make something of myself."
He challenged the players to commit to hard work, self discipline, to never get sidetracked, and to take the road less traveled. Allen also cautioned the athletes to not go to the next level with a chip on their shoulders or some sense of entitlement. Instead, have a "one-star attitude" and earn it.
"Practice is where you learn your skill and develop as a player," Allen said.
Photo left - Keynote speaker, Pro Football Hall of Fame running back Mr. Marcus Allen.
The dinner also honored Soldier Heroes who have served in Iraq and Afghanistan, as well as those who have been recognized for excellence throughout the Army.
All proceeds from the dinner benefit the Rotary Club's youth programs such as the Sam J. Riklin Rotary Diploma Plus Program, a unique dropout prevention program for local at-risk students; the Youth Educational Foundation, which provides college scholarships to San Antonio youth; and Kingdom for Kids -- a program to build state-of-the-art playgrounds at disadvantaged elementary schools in the San Antonio area.
The Rotary Club is an organization whose main objective is service in the community and throughout the world.
The Northeast Ohio Health Science & Innovation Coalition (NOHSIC) Joins Army Team
Photo right - Judy Murphy, NOHSIC Board President and Lieutenant Colonel David Barlet, the U. S. Army Cleveland Recruiting Battalion Commander, sign the PaYS Memorandum of Agreement.
The Northeast Ohio Health Science & Innovation Coalition (NOHSIC) hosted a press conference announcing their partnership with the U.S. Army via the Cleveland Recruiting Battalion on Tuesday, December 11, 2012 at 10 a.m. to provide priority hiring status to qualified Soldiers participating in the Partnership for Youth Success (PaYS) program. The event was held at the Lower Level Conference Room, U. S. Bank Building, Cleveland, Ohio.
NOHSIC is an unprecedented regional health system consortium founded in 2007. Members include the Cleveland Clinic, Louis Stokes Cleveland VA Medical Center, Southwest General Health Center, EMH Healthcare, Summa Health System, The MetroHealth System and University Hospitals. “Throughout NOHSIC's existence, we have deliberately focused on providing career opportunities for our returning veterans and helping military personnel obtain employment in Northeast Ohio’s Healthcare Sector. Our strategies are designed to support the translation of their military skills into civilian skills, help them understand the culture of our civilian healthcare system, and assist them in gaining their necessary civilian certifications,” said Judith Murphy, NOHSIC Board President and Vice President for Human Resources at Southwest General Health Center.
Lieutenant Colonel David Barlet, the U. S. Army Cleveland Recruiting Battalion Commander announced the partnership between NOHSIC and the U.S. Army Partnership for Youth explaining the PaYS Program and how Soldiers would be placed in a database for future potential interview opportunities with NOHSIC. Maj. Gen. Robert P. Stall, Commanding General 108th Training Command (IET) and Medina Hospital President hosted a reception directly after the ceremony.
Photo above right - Left to right: Maj. Gen. Robert P. Stall, Commanding General 108th Training Command (IET) and Medina Hospital President, Lieutenant Colonel David Barlet, the U. S. Army Cleveland Recruiting Battalion Commander, Judy Murphy NOHSIC Board President, and NOHSIC employees.
Summit County Sheriff Department Shares Excitement in Joining Partnership
Photo left - Summit County Sheriff Drew Alexander
and Major Leon Melton, Cleveland Army Recruiting Battalion Executive Officer
Members of the Summit County Sheriff's Department, Medina Army Recruiting Company and PaYS partner Cuyahoga County Sheriff’s Department, joined the Cleveland Army Recruiting Battalion in a PaYS Signing Ceremony on 18 Dec 13. Held at the Summit County Sheriff Department in Akron, OH, the ceremony began with the Junior Reserve Officer Training Corps color guard posting the American Flag.
Photo below - Akron, OH Junior Reserve Officer Training Corps color guard
In front of a large gathering Major Leon Melton, Cleveland Army Recruiting Battalion Executive Officer, told how the Partnership for Youth Success program will benefit the Summit County Sheriff and their community by providing quality Veterans for potential employment in the force. Sheriff Bob Reid of the Cuyahoga County Sheriff's Department was the guest speaker for the ceremony and shared how his department joined the PaYS program in May of 2012 to "support the veterans who serve our nation and bring Army values with them to the workforce." Summit County Sheriff Drew Alexander expressed his excitement to partner with the Army in such a worthy endeavor.
Photo left - Summit County Sheriff Drew Alexander and Sheriff Bob Reid of the Cuyahoga County Sheriff's Department
On hand were Future Soldiers from the Medina Army recruiting company who saw firsthand how a tour in the Army can result in future employment in the civilian sector.
464 -TMC Transportation, Inc. - Minneapolis Bn -TMC Transportation, Inc.
recently pledged to hire 500 veterans by 2014 in conjunction with the U.S.
Chamber of Commerce "Hiring Our Heroes" program. Currently 25% of TMC's
fleet is comprised of Veterans. There are several career opportunities
awaiting veterans such as: customer service, accounting, human resources,
driver recruiters, mechanics, technicians, administrative assistants, and
IT. TMC Transportation operates in 25 midwest, north and southeastern
465 - Draftfcb, Inc. - Chicago Bn - Draftfcb, Inc. is an advertising and
marketing agency with offices worldwide providing advertising, branding,
strategic planning, commercials and video support to several Fortune 500
companies like Boeing, Fischer Price, Motorola, Sony, Nestle, Rubbermaid and
PACCAR. They will include RA/AR and ROTC Cadets for resource management,
administrative, recruitment, finance, human resources, and accounting
466 - Roush Industries, Inc. - Great Lakes Bn - Roush Enterprises, Inc.
provides services ranging from motorsports management to product design,
engineering, testing, and manufacturing. Through strategic planning and
acquisition, commitment, and hard work, Roush has developed an unparalleled
reputation for technical expertise, quality and value. They are located in
Detroit, MI, Livonia, MI, and Salem, MI. They have career opportunities for
RA/AR Soldiers & ROTC Cadets as analysts, mechanical engineers, truck
drivers and mechanics.
Amazon Among the Companies Hiring Veterans
By Mike Pare -- timesfreepress.com
Scot Newport quips that the Amazon distribution center in Chattanooga in December is like "a mini North Pole."
"It's a very exciting time of the year for Amazon," he said about the hectic Christmas season at the nation's No. 1 Internet retailer.
Newport, a former U.S. Army colonel who spent 27 years in the military, is now bringing his leadership skills to bear at Amazon for the holidays. The 48-year-old joined the Seattle-based company earlier this year after doing his research and finding what he termed Amazon's openness to vets.
"It has a very robust recruitment effort for veterans," Newport said.
As veterans increasingly transition to civilian life, they're finding it challenging like the rest of Americans to locate a job.
In fact, veterans who began their service after Sept. 11, 2001, face an unemployment rate of 10 percent, much higher than the national average of 7.7 percent, according to the U.S. Bureau of Labor Statistics.
A number of U.S. companies, including Chattanooga-based Unum, launched an initiative called the 100,000 Jobs Mission in 2011 with a goal of hiring 100,000 transitioning service members by 2020. Its website boasts that more than 28,000 veterans have been hired by its members as of Sept. 30.
Last month, Amazon was named one of the top 100 military-friendly employers by G.I. Jobs magazine, coming in at No. 89.
According to Amazon, it launched a military talent program in 2010 to recruit people from all ranks and branches of service into its fulfillment network and across the company.
The program is managed by a team of military recruiters, all of whom have served in various branches. This year alone, the company has hired more than 600 veterans, the company said.
Amazon spokeswoman Kelly Cheeseman said Amazon has a half dozen military recruiters who go to hundreds of job fairs throughout the year.
Once veterans come on board, she said, Amazon has programs in place that they join for support.
"We're thinking about the transition from the military to civilian life and we want to support them," Cheeseman said.
Newport, senior operations manager for outbound shipping at the Chattanooga center, said he works the night shift at the giant facility at Enterprise South industrial park.
He said he spends his shift on the center's floor, interacting with other workers and making sure the array of goods slated to leave the site are packed and pushed to Amazon customers.
"My sweet spot is leadership," Newport said, adding he formerly commanded upwards of 15,000 troops. "Those leadership skills are what Amazon is looking for."
Newport said the internal veterans group with Amazon is an asset. They talk about how things are going and how to apply their skill sets to the job, he said.
Still, the Buffalo, N.Y., native added that vets don't want to be insulated from the bigger Amazon family.
"We don't want to overly rely on that," he said.
Newport said he sees himself staying with Amazon for the foreseeable future.
"I'm happy where I am," he said. "I want to stay with Amazon -- it's commitment to veterans, pay, the benefits are so good. I think Amazon is the place I want to stay at least for 10 to 15 years."
Amazon is employing about 9,000 people in Tennessee at its four distribution centers over the holidays, Cheeseman said.
An Amazon official earlier this year projected the retailer would have upwards of 5,000 people at its Chattanooga location and another in Bradley County.
At the Bradley facility alone, which handles larger items such as big-screen TVs and water heaters, it was projected to handle several hundred thousand units per week in the pre-Christmas crunch.
Army Offers Civilian Career Boost for 10 MOSs (Military Occupational Specialties)
By Lance M. Bacon - Staff writer Army Times
Posted : Wednesday Dec 19, 2012 7:09:55 EST
The Army next year will launch a credentialing program that will enable tens of thousands of
Soldiers in the 10 largest military occupational specialties to convert Army training and
experience into a civilian career and give them a leg up on promotions while they remain in
The number of soldiers in these MOSs is about half of the enlisted force.
Programs that help soldiers transition from the Army combat uniform to the blue collar are
nothing new. But this effort allows soldiers to get civilian certifications and licenses while on
active duty — the kind employers are looking for.
"The knowledge, skills and abilities soldiers possess are very valuable and marketable to civilian
employers," said Brig. Gen. Pete Utley, deputy chief of staff for operations and training at
Training and Doctrine Command. "What we are trying to do is work with civilian credentialing
agencies and TRADOC schools to identify credentialing opportunities for more MOSs."
High unemployment rates among young soldiers drove the credentialing initiative. The Army
pays half a billion dollars each year in unemployment compensation. That's as much as the rest
of the Defense Department. And those payments are likely to increase as the Army cuts its end
strength by 80,000 soldiers in the next five years.
But this is not just a money issue, officials said. One-third of Americans ages 18 to 24 are
unemployed, but that number doubles for veterans in the same age group, according to the
Department of Labor. Most employers have no idea the many skills a former soldier brings to the
table. Many soldiers also have more time and training at their job than Johnny on the block, but
the soldier lacks the piece of paper to prove it. That's where this program comes in. It is designed
to get everyone speaking the same language and to make soldiers more competitive when they
enter the civilian job market.
That news is well-received by soldiers such as Sgt. 1st Class Sharon M. Acosta Martinez, who
called it a "great idea."
"It will make some justice for those soldiers that are constantly deployed and have not taken the
time to get a proper education degree from any accreditable college," Acosta Martinez said. "I
have always seen the Army as the perfect career development for those individuals that have
chosen to serve the country over his or her personal goals. People out of this career have big
amounts of respect from our fellow comrades and, as they trust us on our service, they will trust
us as well in the civilian world. Thank you for making justice, those guys deserved it."
The 10 MOSs that will receive primary focus in the coming year are the Army's most populous,
including 11B infantryman, 12B combat engineer and 31B military police.
There are credentialing programs for other MOSs. More than 1,200 civilian licenses and
certificates have relevant connection to 96 percent of enlisted MOSs, and 91 percent of the
Army's 455,000 enlisted soldiers serve in these specialties, according to education officials.
Another 370 licenses and certificates are tied to warrant officer MOSs, and both lists continue to
grow. For example, the Combined Arms Support Command at Fort Lee, Va., is developing
credentialing programs for 27 of its 57 specialties.
But Training and Doctrine Command is using the aforementioned 10 specialties to lay a
foundation on which the program will expand in coming years, said Maj. Neil Wahab, training
staff officer at TRADOC. Officials will closely monitor pass rates and how closely Army training
meets civilian requirements.
"It's about time civilian credentialing for military members became more widespread in the
military as a whole," said 1st Lt. James Sullivan, a construction officer with the New Mexico
Army National Guard's 920th Engineer Company (Horizontal Construction). "Why is it only
physicians, nurses, lawyers, pilots, aviation mechanics, etc.? Why not engineers, truck drivers, or
other publicly licensed occupations, as well? Why not private certifications?"
Sullivan has plenty of experience in this. He has written different resumes for different jobs:
Each describes the same skills and experience, but each in different "languages" to be
understood by the civilian community.
Sullivan said he is a strong supporter of the credentialing program for a number of reasons.
Topping the list is the fact that having these credentials would improve the employability of the
individual soldiers after they leave the military. But he also believes it would be beneficial to
allow soldiers to attend nonmilitary conventions and training.
"Having soldiers participate in the civilian credentialing process alongside nonmilitary peers
would show the public at large the technical and managerial skills that the military develops,
which would benefit all service members," he said.
Right now, the plan is to initiate most certifications at advanced individual training. This isn't a
matter of taking a quick test and getting a cheesy certificate.
Consider the food service specialist. His path to become a certified culinarian or pastry
culinarian in the American Culinary Federation begins at AIT, but requires an additional 4,000
hours of certified training and experience. It may sound like a hassle, but keep in mind he will
have far more than 4,000 hours under his belt when his hitch is up regardless.
How to sign up
Getting the ball rolling should begin with the soldier's first-line supervisor, who is responsible
for career counseling. Together, they should tailor a plan that fits the soldier's goals, whether
that is an Army career or four and out, Wahab said.
Of the MOSs with directly applicable civilian credentials, 10 percent easily can be earned during
a soldier's initial tour of service, usually three years, while 43 percent can reasonably be earned
during that period. The remaining 47 percent will probably take longer than a soldier's initial
Soldiers ready to commit can hit the Army Credentialing Opportunities On-Line website. It
provides information on everything from requirements and skill sets to cost and tuition
The promotion advantage
The benefits of doing so are not confined to the civilian sector. A recent update to the sergeant
and staff sergeant promotion system shows professional credentialing and licensure credits are
worth promotion points in 23 career management fields and more than 140 MOSs in combat
arms, combat support and combat service support. Soldiers will be awarded 10 points for each
earned civilian certification, up to a maximum of 50 points, when:
• The certification directly relates to the civilian equivalent of an MOS.
• The certification relates to a skill set acquired through MOS training or experience.
• The certification is remotely related to advanced or specialized skills supporting a soldier's
career path as determined by the MOS proponent, typically a branch service school or center.
Certificates also are reflected on the Enlisted Record Brief, the electronic form that documents a
soldier's service and professional qualifications. The ERB is a primary source of information for
career managers and the boards that select soldiers for promotion to sergeant first class, master
sergeant and sergeant major.
Warrior Transition Command Unveils "Hire a Veteran" Campaign Plan
WASHINGTON (Army News Service, Nov. 20, 2012)
Photo left - Brig. Gen. David J. Bishop, commander of the Warrior Transition Command, unveiled its three-pronged 'Hire a Veteran' education campaign plan, Nov. 19, 2012, which aims to help employers understand that wounded warriors can bring a wealth of leadership...
The Army's Warrior Transition Command unveiled its three-pronged Hire a Veteran education campaign plan Monday.
The plan aims to help employers understand that wounded warriors can bring a wealth of leadership experience and skills to the table and to their bottom line.
"This campaign is about setting conditions, not just preparing our Soldiers for a new career as a veteran, but also preparing employers about this unique population who has so much to offer," said WTC Commander Brig. Gen. David J. Bishop in kicking off Warrior Care Month at the National Press Club.
"Our goal for this campaign is for employers to gain clarity on how well military skills translate to civilian employment and that post-traumatic stress disorder and traumatic brain injury, known as PTSD and TBI, are treatable conditions which are not unique to the military and most individuals affected go on to lead successful productive lives," he said.
Bishop also noted that the campaign also hopes to get across to would-be employers that, "reasonable accommodation for wounded warriors is not difficult, not expensive, nor a burden when compared to the incredible value our wounded warriors bring to the civilian workforce given their unique training and experience."
To get those messages across to the civilian workforce, the WTC formed a partnership with The Society for Human Resource Management, or SHRM, the world's largest association devoted to human resource management and Orion International, the country's largest military recruiting firm, to produce a 10-minute video that addresses these top three misperceptions, the obstacles and solutions.
The video and an online toolkit are available for download and distribution to HR professionals and employers at www.WTC.Army.mil.
"Hire a Veteran -- Obstacles & Solutions" features the stories of Soldiers who spent more than six months with a Warrior Transition Unit recovering from severe wounds, illness or injuries and how they pulled themselves up and out into the civilian workforce.
One of those Soldiers, medically retired Staff Sgt. Paul "Rob" Roberts suffered second and third degree burns and other severe injuries including TBI from an improvised explosive device that destroyed his vehicle and killed two Soldiers and an Afghan interpreter in June 2009.
While he was recovering in a Warrior Transition Battalion he worked on his resume with the Soldier Family Assistance Center eventually securing an internship with the Drug Enforcement Administration where he worked until he was medically retired from the Army in January 2012.
"The internship with the DEA taught me that even though I'm a little bit slower, I'm still a valued part of the team, that my experience in the Army is what makes me valuable and that I still have the ability and desire to learn," he said.
After attending several job fairs at Fort Belvoir, Va., Roberts received several job offers, but took a position with the FBI.
"I can't really give details on my new job, but I can tell you that the skills I learned in the Army such as leadership, situational awareness, analysis and attention to detail transition perfectly into my new job," he said.
Tim Isacco, Orion chief operating officer said his organization since its founding in 1991 has found careers for more than 17,000 former enlisted service members and an additional 12,000 officers.
"Of the nearly 100 data points we track on every veteran job seeker, we have never kept record of whether or not our veterans are disabled," he said. "Why? It's never been relevant. Our clients appreciate the true value a veteran brings to their workforce, regardless of the presence or absence of a disability."
Isacco added that it was vital for corporate America to realize that while all veterans are trained within a military occupation that contain specific training and qualifications, veterans he said, universally possess many soft skills -- tireless work ethics, the ability to do more with less and proven performance under extreme duress -- and that makes veterans invaluable.
SHRM chief human resources and strategy officer Jeff Pon said his 260,000 members from businesses large and small across the nation were working to demystify and de-stigmatize PTSD.
"Forty-six percent of SHRM survey respondents said PTSD or other mental health issues are a challenge when hiring veterans," he said. "And, 61 percent believe that accommodating works with disabilities such as PTSD or traumatic brain injury required more effort on the employer -- but 83 percent said it was worth it."
Pon said that 83 percent figure signified awareness and education that can help demystify PTSD.
"Part of what SHRM is helping employers understand that not every veteran suffers from PTSD," he said. "Like many mental disabilities, you can't easily see or recognize PTSD, so it's misunderstood. More needs to be done in general to demystify mental disabilities, whether it's PTSD, autism or depression."
Still, two-thirds of the employers surveyed by SHRM said they had hired veterans within the past 36 months -- a significant jump from 2010 when just over half of organizations said they had done so, he said.
International Brotherhood of Teamsters Outreach to Veteran, Reserve, National Guard
"The Teamsters /Military CDL Licensing Program is by far the most productive program we have seen in transitioning military skills into the civilian sector. It will be utilized as a role model program for many of the transitioning and certification workforce efforts. We must as a military and civilian community partner and work together to define the best solutions necessary so that those who have honorably served will endure a career path that will best suite the skills they have developed while serving their country. It is a collaborated effort and I commend the Teamsters for the partnering support to our military and for the commitments they have made to the men a women who serve have honorably served this great nation."
Lt. General Jack C. Stultz, Chief United States Army Reserves
- Teamsters/Military Training Program / CDL Licensing Program – Under the guidance of the International Brotherhood of Teamsters Building Materials and Construction Trade Division the Teamsters have developed a 200 hour CDL training course for veterans, reserve and guard candidates to assist them in obtaining their certified Class A Commercial Truck Driving License at no cost to the veteran, reserve or guard candidate. This is by far the most important effort we have defined in support of our active military and veterans. In development of this program we brought all of the stakeholders related to CDL Licensing to the table. We identified the gaps in the military vs. civilian training with our military partners and state agencies and then through consensus of all parties defined a solution that could be recognized in every state. The protocol defined while developing this program is now a role model protocol and is recognized in ongoing efforts with the military, state agencies, Veterans Affairs and VSO organizations throughout the country. The ongoing development of this program is now in Illinois, California, Boston, New York, Washington State, Las Vegas and Texas. The Teamsters have partnered with the Army and Marine Corp as well as national and local Veterans Affairs office and state agencies. There is no cost to the candidates who take this course. After completion of the course we make the best possible efforts to connect them with affiliated employers both the union and the state are assisting us in connecting these candidates with a career path once they have the certified license.
The Military partner’s role in this effort is critical to the success of placement of candidates in the workforce. As the more candidates we can offer the program to the more candidates we can place. They will assist us in identifying the 88 mikes (equivalent military occupational skills) and will also assist on a prescreening and qualification efforts but also have the capability of providing the program to any candidate that has an interest in utilizing the license in their chosen career path.
States that are developing and have made commitment
DOD/TMAP Mobile Training effort – Jan 2013 - Illinois, North Dakota, California, Washington State
Massachusetts – 200 Hour CDL (waiting on final SAA approval)
Connecticut – 200 Hour CDL (waiting on final SAA approval)
Rhode Island – 200 Hour CDL (waiting on final SAA approval)
Washington State – 200 Hour CDL
California – Northern and Southern Region – Apprenticeship Program
Minnesota – 200 Hour CDL (Minnesota is piloting and funding their own program)
Minnesota Construction Conference is supporting the analysis/funding of mobile training efforts
Las Vegas – fork lift
States that currently have the training available
Illinois – 200 hour Class A CDL, Construction Apprenticeship Program, OCEA, HAZMAT
California – Apprenticeship Training
Las Vegas – Health & Safety & Forklift training
Minnesota – CDL and Apprenticeship
International Brotherhood of Teamsters Development Affiliates
IBT Building Materials and Construction Trade Division, IBT Health and Safety Department, IBT Communications, IBT Government Affairs
U.S. Army Guard
Soldiers for Life Program, General Lloyd Austin
DOD – Director Training Readiness and Strategy, Frank DiGiovanni
Joint Chiefs of Staff - Special Assistant to the Chairman of the Joint Chiefs of Staff Warrior & Family Services, Col. Anthony Henderson
U.S. Army Reserve – Lt. General Jack Stultz (RET)
Employee Partnership – LTC Jon Carrico
U.S. Marine Corp. – Lt. General Ron Coleman (Ret)
Marines for Life – National Director Col. Joseph Krumm
U.S. Veteran Affairs
Department of Labor
Illinois Secretary of State – Secretary Jesse White
Partnership with America – General Peter Cooke (Ret)
Veterans of Foreign Wars
State and Local affiliated agencies
Local Universities and Community Colleges
Affiliated IBT Companies
*Veteran, Reserve and National Guard Outreach and Support
POTENTIAL COURSES THAT CAN BE PROVIDED TO VETERAN, RESERVE AND GUARD CANDIDATES
The Teamsters NIEHS Worker Training Grants Program provides safety and health courses that Teamsters need to work on hazardous waste sites, Department of Energy sites, and to transport hazardous materials.
The Teamsters provide these courses:
Teamsters/Military CDL Licensing Program
In 2006 the Teamsters held their first meeting with affiliates from the Secretary of State, Military (Army Guard & Reserves and Marine Corp) US Veterans Affairs, Illinois State Affiliates for CDL Licensing and Department of Transportation with regard to addressing the impediment and challenges veterans, reserve and guard are faced with regard to obtaining a Class A Commercial Drivers License. Under the umbrella of the Helmets to Hardhats program the Teamsters were subjected to interviews with many veteran candidates that had access to a military CDL License and could not transition the license into the civilian sector. Those men and women driving sophisticated vehicles in the military had no opportunity to transition that license into the civilian sector. The License is a federal license but the regulations are state wide regulations. As leaders in the transportation with a commitment to support our veterans reserve and guard it became our mission to bring the industry experts and stakeholders in transportation industry to the table in an effort find solutions and supporting mechanisms to advance their civilian workforce efforts.
In November of 2012 the Teamsters met with the DOD and have made commitment to a partnering DOD/TMAP strategic training to placement pilot program. The program is now in its early stages of development.
The Teamsters have taken a lead –role as with the American Legion Licensing and Credentialing summit that took place in Feb. 2012 and a second follow-up summit in June 2012. There will be a series of follow-up submits to address and educate stakeholders in every industry on these very important issues. TMAP will utilize its knowledge and expertise based what we have discovered along with the industry leaders and stakeholders to develop and sustain best practices in transitioning CDL Licensing practices from the military to the civilian sector.
The protocol defined by the Teamsters in development of the Teamsters/Military CDL Licensing Program is a national model that is addressing the gaps and impediments of transitioning military training into the civilian sector. The program addresses a comparative analysis, fiscal responsibility and is currently implementing support to provide best practices and immediate programming solutions state by state.
Efforts Pay Off to put Minnesota's Military Veterans in Civilian Jobs
by Jessica Mador, Minnesota Public Radio
January 3, 2013
Photo right- Captain Jeff Pratt, a member of the Minnesota National Guard, photographed Friday, Dec. 21, 2012 in Rosemount, Minn. (Jennifer Simonson/MPR Photo/Jennifer Simonson)
ST. PAUL, Minn. — An intensive effort to help Minnesota's military veterans find civilian jobs is paying off.
Most of the 2,700 National Guard soldiers from Minnesota 34th Infantry "Red Bull" Division who returned from the Middle East last spring have found work, Guard officials say.
The National Guard wanted to help returning soldiers get back to work as quickly as possible and avoid problems that can stem from joblessness — among them drug and alcohol abuse and family conflict. To that end, guard officials launched an all out assault on unemployment.
So far, the strategy is working. Of the more than 500 service members who returned from the Middle East without civilian jobs, guard officials say only 35 are still looking for work.
"It's been a great accomplishment for the brigade," said Capt. Ron Jarvi Jr., who helps soldiers connect with unemployment resources.
For National Guard and reserve troops who split their time between military deployments and civilian lives, looking for a job can be tough after their tours of duty are over. They have to drop everything when called to serve, often with very little notice. That can scare off employers.
A 2011 Guard survey of 1st Brigade Combat Team soldiers found that 28 percent did not expect to have civilian jobs when they returned home from Kuwait.
Unemployment was a problem for returning service members in the Minnesota National Guard, Jarvi said.
"Anywhere from the young soldier who just graduated from high school and came back from basic training and deployed right away," he said, "to the more seasoned soldier that has had civilian work experience, that has had multiple jobs, that has had a great educational background and perhaps they were just looking for a new career because they didn't want to go back to that career that they had before."
GIVING HELP EARLY
To help soldiers prepare for the workforce, guard officials did not wait for the troops to come home before helping them. Instead, they took the help to them, overseas. Last spring, a team of military officials accompanied government, education and business leaders to Kuwait.
Representatives of Target, U.S. Bank, Best Buy, the Minnesota State Colleges and Universities system and the St. Paul Area Chamber of Commerce spent a week on a military base and led troops through a rigorous set of exercises designed to help prepare them to job hunt. The exercises included sessions on resume writing and career planning and mock interviews.
Employers found the soldiers focused and energetic, said Bruce Kiefner a recruiter for Best Buy. He said hiring veterans is a priority for the company.
"They have that get-the-job-done attitude, and that is what has really attracted us to them," Kiefner said. "They are serious yet they have a personal side and that is where we like to bridge that gap. We want the serious leader but we also want someone that can take a breath and have fun with the team — and those are typically our best leaders."
With a little coaching on corporate culture, most veterans make excellent civilian employees, he said.
National Guard officials decided to send the team to Kuwait to allow soldiers to think about civilian jobs before they became overwhelmed with thoughts of coming home.
"The reality is that you're trying to reintegrate with your spouse or with your kids or getting your paperwork filed with the state and reinstating your license and doing all of the different things that you have to do to reintegrate," Jarvi said.
Once soldiers were stateside, the initiative to help them intensified. Employment specialists connected returning guard members with job and education resources through a coordinated network of private companies and the state Department of Employment and Economic Development.
The program aims to connect veterans with regional workforce centers, make sure their resumes are updated and posted online and determine what they are missing in terms of experience or education so soldiers can concentrate on filling those gaps. It also encourages them to be persistent in their job search.
MORE PRODUCTIVE JOB HUNTS
Officials say the three-step process works, even for hard-to-place veterans.
Captain Jeff Pratt helped unemployed soldiers find work through his former job with the Minnesota National Guard, which entailed helping veterans transition from military to civilian life. He's also a success story himself.
Besides two deployments to Iraq in the last decade, Pratt, of Owatonna, Minn., also had decades of civilian work experience as a 401k administrator and financial services salesperson.
But after nearly 20 years in the National Guard, even he had difficulties landing the kind of civilian job he wanted.
Using the guard's new program, Pratt, 46, finally found the position he was hoping for.
He began working this week as a risk-management analyst for United Health Group.
"I feel great about it. I am very excited," he said. "In the military I'm a logistician, out in the world I was a 401k administrator and salesperson, and the two really drove me into how do you solve problems. And the idea behind solving problems is just risk management. So it really came full circle for me."
Pratt said the guard program made his job hunt more productive.
"When you don't have a job or you're looking for a job, there are hundreds of websites you can go on," he said. "But if you don't know what you're looking for, you're spraying and praying and it never works out very well.
"This program is designed to channel you into one spot and work that one spot and by doing that your propensity for finding what you're looking for dramatically goes up, and it just works."
Despite successful efforts to help returning soldiers get jobs, a higher percentage of veterans remain unemployed in the state compared to civilians.
The most recent federal American Community Survey estimates the unemployment rate for Minnesota's military veterans at just over 8 percent. That's nearly a percentage point higher than the unemployment rate for the state's population as a whole.
US Army Brings SGT. STAR App to Google Play Store
05 December 2012 by Eric Abent
Joining the Army is a big decision and a life-changing event for many people, so it makes sense that you might have a lot of questions if you’re thinking about enlisting. Normally, heading off an Army recruiter is a good idea if you have some questions to ask, but starting today, you can get at least some of the answers you’re after on your phone. The US Army has released an app on Google Play called SGT. STAR, and it’s intended to help you get the answers you need about the Army.
SGT. STAR is a free app, and it actually seems to work quite well. We downloaded it and gave it a spin, asking the Sarge a number of questions to see his responses. The questions range from ones that a potential Army recruit might actually have to ones that no one would ever ask someone in the Army, and to our surprise, his responses were pretty solid each and every time.
For instance, when asked if basic training is hard, he said that while it is demanding and challenging, it should also be viewed as an opportunity to build strength and skill. When we asked how he felt about Pokemon, on the other hand, he told us about the different apps, widgets, and video games the US Army offers. In other words, this app at least knew that Pokemon was a video game, when Pokemon has nothing to do with Army whatsoever.
Another nice thing about SGT. STAR is that the app provides links to other resources, so if the answers given don't completely satisfy, you can look up more information through one of the links offered. All in all, it's a handy little app that should help you out if you're currently deciding on whether or not to enlist in the Army. It's available now on the Google Play Store so be sure to give it a look.
To see SGT Star on line visit www.goarmy.com.
In support of Army efforts to reduce cost across all commands, the Fort Knox garrison is currently executing a phased update of their email application. Starting in 2012 and continuing into 2013 the Windows Operations team will be converting from the current command structured email system over to the Army Enterprise Email system. What does that mean to the Army PaYS Program, Soldiers and partners? Currently email addresses used by the staff of the PaYS program have changed. This change over will affect the helpdesk, marketing analysts, operations, and marketing coordinator. PaYS partners can expect an e-mail from their marketing analyst from their enterprise email account once the migration is complete. The good news is that the old @usaac.army.mil email address will forward to the enterprise address for up to 6 months after the migration. Please bear with us during this transition. Through it all we expect there will be no interruption of service.
PaYS Releases Updated Logo
The PaYS logo has been updated to align with the Army Brand.
PaYS partners are encouraged to use the new logo on their web sites and various recruitment products to show affiliation with the Army recruiting incentive program. Soldiers who have selected the PaYS program at enlistment or during their college ROTC program will recognize the Army PaYS logo and instantly associate your company as an Army friendly employer.
The new logo will be available within the next few weeks to be downloaded from the PaYS Information Exchange (PIX) tab located on the PaYS web site www.armypays.com.
Take advantage of our over 6,000 facebook fans and let us post your current openings. Several partners are having success advertising on our facebook and receiving contact from Soldiers and their friends. If your employer restricts internet usage or does not have a facebook page send us your current positions and we will post them on our page.
We are always looking for content for both our newsletter and facebook page. Send content to firstname.lastname@example.org or your PaYS Marketing Analyst.
ACAP Job Fairs
for current job fairs.
PaYS Program on Twitter
As the Army PaYS Social Media Division continues to ascend, in the hopes of bringing better awareness of the Army PaYS Program to a larger social media audience the program initiated a Twitter account. The Army PaYS Facebook Page has seen tremendous growth and outreach in the past year with over 6,000 fans. We are hoping for a similar response to our Twitter account, a consistent following. The Army PaYS Facebook page remains the premier outlet for recruiters to inform their Soldiers about how the program works, and to highlight the kind of interaction we maintain with our Partners. However, with a venue such as Twitter a new, yet similar and diverse audience, should respond well to the program! Follow us on Twitter: https://twitter.com/ArmyPaYS !
Now you can watch PaYS testimonial videos on YouTube!
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Partnership for Youth Success
DEPARTMENT OF THE ARMY
US ARMY MARKETING AND RESEARCH GROUP
1600 SPEARHEAD DIVISION AVE DEPT 600
FORT KNOX KY 40122-5600
Army Marketing and Research Group
ATTN: PaYS Program Manager
200 Stovall Street
Hoffman II, Room 4N51
Alexandria, Virginia 22332
Email the PaYS Program Manager