Tracking the PaYS Program Interviews and Hires
Return on investment (ROI) is defined as a performance measure used to evaluate the efficiency of an investment or to compare the efficiency of a number of different investments. The purpose of the "return on investment" metric is to measure and decide whether or not to undertake or maintain an investment.
PaYS Partners can measure their ROI by tracking the amount of Soldiers interviewed and ultimately hired as a result of the PaYS Program. To assist partners in tracking Soldier activity the Partner Success Page includes a tracking device. This device allows the PaYS point of contact, once logged into the PaYS Information Exchange (PIX), to input Total Interviews/Hires as they occur.
Included in the PaYS Memorandum of Agreement the value of tracking hires is referred to as a "requirement to provide information on the ultimate placement of the PaYS veterans". The success of this program is in some part measured by the number of Soldiers and/or Cadets who interview with their designated partner. Release of interview/hiring information can be limited to raw numbers.
The user friendly tracking device allows partners a way to validate the program. PaYS Marketing Analysts continue to emphasize the importance of tracking individual partner's success during initial training and sustainment training. The aggregate numbers are important to the longevity of the program to both the Army and your organization. Since this information is voluntary it is imperative partners are aware of the value of this information.
Used as an analytical tool the information can provide indications that more overall positions may need to be loaded, individual positions are not being selected by Soldiers, or reports providing Soldier contacts are not being used effectively.
Take a moment and access your PIX account and review your Total Interview/Hires overall numbers. Contact your individual PaYS Marketing Analyst to discuss options to increase your bottom line and increase your PaYS ROI.
The 39th Annual National Society of Black Engineers (NSBE) Convention
Photos below -
The 39th annual National Society of Black Engineers (NSBE) Convention held March 27-31, 2013 in Indianapolis, Indiana.
The 39th Annual National Society of Black Engineers (NSBE) Convention was held March 27-31, 2013 in Indianapolis, Indiana, just miles from Purdue University, where in 1975 the Society was founded. The Annual Convention recognizes excellence among technical professionals, corporate, government, and academic leaders as well as university and pre-college students.
The National Society of Black Engineers (NSBE) is non-profit association owned and managed by its members. The organization is dedicated to the academic and professional success of African-American engineering students and professionals. NSBE offers its members leadership training, professional development, mentoring opportunities, career placement services and more. NSBE is comprised of 242 collegiate, 70 professional and 82 pre-college active chapters nationwide and overseas. NSBE is governed by an executive board of college students and engineering professionals and is operated by a professional staff at their Headquarters located in Alexandria, VA.
This year's convention featured the theme "Honoring Our Past, Driving Our Community Forward". Each day of the convention a special theme was addressed and a multitude of events were held. Numerous competitions and awards were held including the Try-Math-a-lon World PAT&TEC, Amazing Race: Math Edition, Middle School & High School Engineering Design Competition, PCI Science Fair, NSBE Math Counts Competition, TMAL World Quiz Bowl, and the iDesign App Development Competition.
The 16th Annual Golden Torch Awards closed the convention. The Golden Torch Awards (GTA) recognizes excellence among technical professionals, corporate, government and academic leaders, and university and pre-college students. These awards illustrate the possibilities that can be cultivated through support and responsibility. The proceeds of GTA are used to create college scholarships for gifted high school students.
PaYS Partners pictured here (BAE Systems, Shell Oil Company, Caterpillar, URS, Turner Corporation, USAA, General Dynamics Land Systems, AT&T, Cisco Systems, Goodyear and Deere & Company) served as both sponsors and maintained booths at the Career Fair.
Photos of PaYS Partners who served as both sponsors and maintained booths at the Career Fair - BAE Systems, Shell Oil Company, Caterpillar, URS, Turner Corporation, USAA, General Dynamics Land Systems, AT&T, Cisco Systems, Goodyear and Deere & Company.
To see a list of this year's winners visit - http://www.nsbe.org/Programs/NSBE-Programs/Golden-Torch-Awards/2013-GTA-Winners.aspx.
PaYS Partner Cintas Featured at the Las Vegas Army's Youth, Education Services, Y.E.S. Program
Photo above right - Phillip Mucker, the Northwest PaYS Marketing Analyst, joins Michael Velasquez of Cintas, Army driver Tony Schumacher and Las Vegas Army Recruiting Advertising and Public Affairs representative Martin Tardash.
Photo left - U.S. Army's Youth, Education Services, Y.E.S. program at the Summit Racing NHRA Nationals held April 5-7
High school students from Las Vegas and surrounding areas attended the Army’s Youth, Education Services, Y.E.S. program at the Summit Racing NHRA Nationals held April 5-7. Students participated in a compelling and informational session led by NHRA drivers, including U.S. Army Top Fuel driver Tony Schumacher, Staff Sergeant (SSG) Whitney, and PaYS representative Michael Velasquez. Participants also visited the U.S. Army’s Strength in Action Zone, an experience that explores the elements that give U.S. Army Soldiers strength like no other with a variety of fully-interactive fitness, educational, and other technical components.
PaYS partner, Cintas, provided guest speaker, Michael Velazquez who shared his personal story with the students and guests during the Y.E.S. program. Michael shared how Army veterans "stand out" as quality employees because they "get the job done". Retired from the U.S. Army as a Master Sergeant, he spent time as a Special Forces Soldier and enjoyed numerous deployments in the Asia Pacific Theater. He received his Bachelor's Degree in Business and retired in 2006. His career with Cintas started when he was contacted by their military liaison and he quickly advanced as a management candidate. He is currently a General Manager of the Document Management Division in Salt Lake City, Utah.
Students also heard from a U.S. Army Soldier, SSG Whitney, who shared his Army experiences and the role education plays in being competitive for promotion. Tony Schumacher spoke about how his racing career is dependent on his team being prepared.
Tony Schumacher claimed his second win of the season and 71st of his career in Top Fuel as he drove to his seventh win at this track with a performance of 3.851 at 323.27 in his U.S. Army dragster, The Sarge, finishing just in front of runner-up Antron Brown’s Matco Tools dragster, which posted a 3.956 at 299.60.
Photo right - Tony Schumacher, Army SSG Whitney and Michael Velazquez, General Manager of the Document Management Division, Cintas
Military Veterans Once Again Dominate Detention Officer Graduation in Maricopa County Sheriff's Office
Story by Brandon Jones, Maricopa County Sheriff's Office PAO
(Phoenix, AZ) For the third time in as many classes, the new graduating class of detention officers set to begin working in the Sheriff's jail system is mostly made up of military veterans, Maricopa County Sheriff Joe Arpaio announced today. One member of this week's graduating class, a former Mexican national, began his military service with the Marine Corps while holding a permanent resident card and later became a U.S. citizen during his tour of duty.
On Thursday, March 21, 2013, a 4 p.m. graduation ceremony was comprised of 19 more former members of the U.S. Armed Forces who have completed the nine-week long Sheriff's Office Detention Academy. Together with the two graduating classes of last year, a total of 59 veterans have been employed by the Maricopa County Sheriff's Office since March of 2012.
This honors the commitment Sheriff Arpaio made eighteen months ago when he said the Office would dedicate itself to hiring men and women with military service for officer positions in its jails, including the 1993 established Tent City, which utilizes military tents from past wars. Arpaio's announcement came at a time when President Obama decided to bring home 45,000 troops serving in hot spots overseas.
"Respect should be given to all of our veterans returning to civilian life," said Arpaio. "The best way I can show my respect, and it's my top recruitment priority, is by giving them a decent employment opportunities." Arpaio continued: "Our brave men and women are having difficulty finding work, so we should all do our best to hire these highly trained and skilled people."
Sheriff Arpaio and guest speaker, decorated retired Army Colonel Joe Abodeely, will addressed the graduates at the Sheriff's Office Training Center. Ret. Col. Abodeely's decorations include among others the Combat Infantryman's Badge, the Legion of Merit, the Bronze Star, the Air Medal, the Vietnam Service Ribbon with Silver Star, and the Vietnamese Cross of Gallantry with a Palm.
4-414th Regiment Senior Reserve Officers' Training Corps Instructors Receive PaYS Training
Photo left - Phillip Mucker and SROTC Battalion Commander LTC Douglas E. Jones
Photo bottom right - Phillip Mucher giving his PaYS presentation
Around 40 members of the 4-414th Regt SROTC Battalion received a PaYS overview by Northwest Marketing Analyst, Phillip Mucker during a training session held at Fort Lewis, WA. Battalion Commander, LTC Douglas E. Jones, introduced the PaYS team to the Professors of Military Science (PMS). The 4-414th SROTC Battalion belongs to the 104th Division, Leader Training, 8th ROTC Brigade.
The briefing provided an update to many of the PMS's in attendance who work with the PaYS program. The briefing covered changes in the PaYS ROTC program and how Cadets now have the flexibility to select two PaYS partners. Cadets are also able to pull their own reservations and are no longer reliant upon the ROTC cadre for this functionality. The group discussed the best practices of when and how to introduce their Cadets to the PaYS program. PaYS' strong representation in the social media arena was used as a great resource for PMS and Cadets to engage in PaYS resources.
471 - BBVA Compass Bancshares, Inc. - San Antonio Bn - BBVA Compass Bank is a US financial holding company headquartered in Birmingham, AL with $65 billion in assets. BBVA Compass is one of the US's 25 largest banks with 716 branch locations in AL, AZ, CA, CO, FL, NM, and TX. The Bank President in San Antonio is an Army Veteran, active in Future Soldier speaking events and COI activities. They want Soldiers with IT, customer service and finance background.
Army Strong leads to a new campaign that captures what it means to be Ready and Resilient
What is Ready?
-The ability to accomplish assigned tasks or missions through resilience, individual and collective team training and leadership.
What is Resilient?
-The mental, physical, emotional, and behavioral ability to face and cope with adversity, adapt to change, recover, learn and grow from setbacks.
The Ready and Resilient Campaign integrates and synchronizes multiple efforts and programs to improve the readiness and resilience of the Army Family - Soldiers (Active Duty, Reserve, National Guard), Army Civilians and Families. Ready and Resilient creates a holistic, collaborative and coherent enterprise to increase individual and unit readiness and resilience. Ready and Resilient will build upon physical, emotional and psychological resilience in our Soldiers, Families and Civilians so they improve performance to deal with the rigors and challenges of a demanding profession.
Specifically, Ready and Resilient will...
• Integrate resilience training as a key part of the Army's professional military education throughout a Soldier's career from induction through separation or retirement.
• Synchronize and integrate key Army programs to reduce or eliminate suicide and suicidal ideations; sexual harassment and sexual assault; bullying and hazing; substance abuse; domestic violence; and any stigma or barriers associated with seeking help.
• Develop improved methods to provide Leaders and Commanders timely and accurate information and metrics to aid them in better identifying "at risk" and "high-risk" Soldiers, enabling early intervention.
• Continue to improve the Integrated Disability Evaluation System (IDES) to shorten processing times and improve the services provided to Soldiers and their Families.
Why Is It Important?
• A healthy mind and body are essential to individual and unit readiness
• Resilience combines mental, emotional, and physical skills to generate optimal performance (i.e. readiness) - in combat, healing after injury, and in managing work and home life
• Resilient individuals are better able to bounce back and overcome adversity by leveraging mental and emotional skills and behavior by seeking out training
• Individual resilience can be built, maintained, and strengthened when viewed as an enduring concept and acquired through regular training
An Army Soldier....
• Is a skilled professional who lives by the Soldier's Creed
• Works with strong Army Civilian teammates who embody the same resilient characteristics
• Is a valued member of the Army Team who treats all with dignity and respect
• Manages sleep, diet and mind/body conditioning to become stronger and optimize performance
• Bounces back from adversity to thrive and meet goals and objectives
• Is self-aware, seeks help when needed and intervenes to help others, treats all with dignity and respect
• Embraces challenges, solves problems, continuously learns, improves and strengthens
Army PaYS Program is included under the Transition Tab as part of the Army's campaign to make Soldiers Ready and Resilient as they prepare for their future after the Army.
Learn more about the Resilient Army Family, Civilian, Leader and Unit at www.army.mil/readyandresilient/
Young female veterans find jobs elusive
by Tanya Basu/MEDILL
March 19, 2013
Operation Iraqi Freedom veteran Jennet Posey (pictured right) is part of a growing population of female veterans who can't find a job that matches her skills.
As a 30-year-old veteran with a master's degree, prestigious internships under her belt, and stellar grades, Jennet Posey would seem to have employers fighting for the chance to hire her.
But Posey, who returned from a stint in Iraq in 2004, is underemployed and working as a housekeeper at the Jesse Brown VA Medical Center in Chicago. "It's not good enough," said Posey of her experience. "I'm so mad. I'm still just out here. I'm so frustrated." It took Posey several months to even land the housekeeping job, which she keeps so she can be independent.
Returning veterans have historically been plagued by chronic unemployment and underemployment. But for women returning from the latest conflicts in Iraq and Afghanistan, the numbers are astonishingly high--a disconcerting fact considering female veterans are fast rising in numbers. Seventeen percent of female veterans are unemployed, compared to 11 percent for their non-veteran counterparts, according to the National Center for Veterans Analysis and Statistics. Female veterans also have an increasing rate of poverty, 10 percent in the most recent report, – an unprecedented statistic.
Celia Renteria Szelwach, founder of the Women Veterans Network in North Carolina, thinks a combination of socioeconomic factors are to blame. "There's a number of reasons why women veterans are unemployed or underemployed," she said, pointing to transitioning from military to civilian work, health and education as primary factors.
For young female veterans like Posey, the job search can be excruciating, and finding any job, let alone one that matches professional qualifications, is daunting. "I don't know what I have to do," said Posey, who has a journalism degree from Columbia College in Chicago and a master's from Southern Illinois University in Carbondale. "I mean, it pays more than my unemployment but it's like, I don't care about that. It's just so frustrating. I'm at a loss."
In fact, in 2009, female veterans classified as "young women veterans," or those between the ages of 17 and 24, were 50 percent more likely to be unemployed than their civilian counterparts, according to the National Center for Veterans Analysis and Statistics. Szelwach, a former captain and paratrooper who served in the U.S. Army from 1990-1995, recently published an article exploring female veteran unemployment trends in rural areas.
Rural areas have been particularly hit hard, said Szelwach. Manufacturing plants that would have otherwise accepted workers without a college degree have shut down as the country has transitioned to being more service-oriented. Female veterans seeking jobs are also hampered by a lack of a support system, said Szelwach. "With this generation, there is no emphasis on developing networks outside the military," said Szelwach. "Access to network and people working in the industry is absolutely essential" for making the first step towards connecting with an employer for an interview.
There are also a multitude of health issues affecting this recent crop of veterans. "Their first need is to get themselves healthy. When they are healthy, they can get gainful employment," said Szelwach. Perhaps the biggest obstacle female veterans face in getting employed is education. Though grants are available to provide funding for education, female veterans often must balance lost time with childcare in their role as primary caregiver.
"If you're a young female veteran who is a junior enlisted soldier, you probably haven't had time to go to school to get your degree, "observed Szelwach. "In the current marketplace, many front end jobs require a bachelor's degree, putting the female veteran at a disadvantage."
Data suggests that older female veterans, particularly those who served in the first Gulf War of the 1990s, don't feel the direct effects of unemployment as much. Persian Gulf War veteran Michelle Malone believes the economic issues facing veterans is due to the recession –not necessarily discrimination. "I think it has a lot to do with the economy and what's going on in the world," said Malone. "If we weren't going through the economic struggles we were going through, it would have been easier for a veteran to find a job." Malone doesn't think that a stigma exists. In fact, she thinks being a veteran provides a leg up in the selection process.
"If you have a veteran looking for a job without a mental or social issue and if they had a bachelor's degree like a civilian, they have a better chance [at getting a job]," she said.
According to the VA, 76 percent of female veterans are employed, compared to 71 percent of non-veteran women. Employment rates would be arguably higher when considering that females in general have higher rates of taking off from work to raise children, being disabled, and/or pursuing higher education. Not so for Evan Aviles, 29, a veteran of Operation Iraqi Freedom. "I think the biggest [obstacle] was understanding, not discriminatory," she said. "I think they didn't know how to approach the topic or how to understand the work. It was difficult for them to understand what I did [in the military]." Aviles, who worked on Army training manuals initially sought work in an administrative capacity but found some initial hurdles. "No matter how much schooling we did and how much education we got, it was really difficult for us to get out. The stigma that there is of being veterans, especially in the last generation of veterans – it's prevented people from seeing beyond that."
Social programs are available to help female veterans transitioning from military status to civilian life. "Grants determine the amount of support [veterans] receive," said Malone. "We have a homeless veteran's reintegration program and some assist with employment and resume building. If they're lacking essential computer and interviewing skills, we provide that for all veterans." But Szelwach believes employers should do more.
"Employers have a responsibility to look at some of these jobs and see whether this person really needs to have a bachelor's degree to perform effectively in this position," said Szelwach. "Can someone who has been performing very effectively in the military and under a lot of stress for their country – can they perform this role?" Posey will keep working as a housekeeper while she continues her job search. "I'm not saying 'Give me the job,'" she said. "If you meet the minimum qualifications, you should at least be granted an interview to have a shot at it."
Story URL: http://news.medill.northwestern.edu/chicago/news.aspx?id=219569
Why I Like Veterans In My Classes
Wall Street Journal
April 2, 2013
Prof. Janice Frates, Ph.D., Long Beach, Calif.
Editor's Note: The op-ed referred to appeared in the Current News Early Bird, March 27, 2013.
Gen. David H. Petraeus and Sidney E. Goodfriend's op-ed piece, "Training Veterans for Their Next Mission" (op-ed, March 27), cogently explains why employers need to offer veterans meaningful work with opportunities for training and advancement. Veterans also need relevant education and may not realize what advantages their military experience provides for adult learning.
I teach health-care administration in a large state university. I can almost always spot veteran students, of either gender. They operate with a "get it done" mentality -- no fooling around, no whining, no missed deadlines. Natural leaders and organizers on team projects, they work hard themselves and expect everyone else to do their part. They wisely take advantage of my policy that students can submit a draft paper, then revise and resubmit it. They really want to learn, not just earn a grade or a degree.
Communications are courteous and formal. They say thanks for any advice, and they recognize my efforts to stimulate critical thinking with assignments that ask them to become familiar with both conservative and liberal health-policy organizations and views. Markedly more mature than their only slightly younger civilian counterparts, veterans enrich the classroom in myriad ways.
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 the PaysCoordinator 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 700
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