Career and Continuing Education Guide

2 CAREERS & CONTINUING EDUCATION WINTER 2012

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WINTER 2012 CAREERS & CONTINUING EDUCATION 3

Military Newspapers of Virginia Publisher | Laura Baxter

The Flagship Managing Editor | David Todd

Creative Director | Tricia Lieurance

Cover Designer | Allyson Garner

Graphic Designer/Editor | Rebecca Soorani

Advertising information | (757) 222-3990 | [email protected]

Editorial | (757) 222-3970

Classifieds | (757) 222-3974

Published by Military Newspapers of Virginia

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Phone: (757) 222-3990 | Fax: (757) 853-1634

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endorsed by the U.S. government, the DoD, the DoT or the U.S. Coast Guard.

Opinions of contributing writers do not necessarily reflect the opinions of

Military Newspapers of Virginia or The Flagship®.

The availability of these newspapers and the appearance of advertising in

these publications, including any inserts and supplements, do not constitute

endorsement by the federal government, the DoD, the DoT, the U.S. Coast

Guard or Military Newspapers of Virginia of products or services advertised.

Military Newspapers of Virginia is a private firm in no way connected to the

Department of Defense or United States Coast Guard.

Table of Contents4..........Working for the DoD

6.......... Live hands-on training in an HVAC house

7.......... Learn about your benefits: Get user savvy

............ on your Montgomery and Post 9/11 G.I. Bill

8..........Deciding on where to relocate after the service

9..........Animal Behavior College students receive

............ funding through MyCAA

10........Workshops help separatees ‘TAP’ into good jobs

12........Know the effects of a career change

14........ Transition: Evaluate your educational options

15........ Star power: Stand out in a career fair

16........Department of Education financial aid programs

18........Orion International helps service members

............ find their niche

19........ Skilled veterans will meet labor

............ needs in the 21st century

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Advanced Technology Institute

(ATI) has implemented a training

house into its new shop area. The

house is a three-room, wooden-

frame mock residence built to cur-

rent residential construction codes.

Individual rooms represent a phase

of construction.

Room One allows a student to see

the rough phase of construction,

including exposed studs and fram-

ing. This allows the students to

understand and see what is behind

the drywall of a home and to see

how various types of insulation and

building codes affect heat loss and

heat gain of a structure.

Room Two is in the semi-finished

phase with hung drywall – this al-

lows the students to experience how

drywall or other wall panels affect

both the heat loss and gain, but also

how these factors interact with the

framing and finishing of a home.

Room Three is fully finished and

trimmed with painted walls, window

trim and vinyl flooring. This allows

students to experience working in a

finished house and to see how regis-

ter placement and air flow is critical

to home comfort.

Students get to design, fabricate,

and install HVAC (heating, ventila-

tion, and air conditioning) systems

in both the attic of the house as

well as the crawl space. This al-

lows the students to gain a real

world perspective of the intricacies

of installing a system into a cus-

tomer’s home. Students will first do

a Manual J heat load calculation on

the house using a software program

on ATI-provided iPads that they can

carry with them. They can take mea-

Live hands-on trainingin an HVAC house

surements and note the different

material and specifications required

to determine the size of the HVAC

system. Students will have the op-

portunity to design and discuss the

various types of duct systems that

can be used in the house using duct-

sizing software loaded on the iPads.

They will then have the opportunity

to make the metal ducting and fit-

tings on the sheet metal equipment

in the lab. Further, students will

install the ductwork in the house as

local and nation code requirements

are discussed and followed, includ-

ing sealing and insulating of the

duct system.

Once installed, the student will

have the opportunity to test duct

leakage rates, balance airflow and

also make changes to fittings and

registers to see how each affects

the airflow and comfort of a home.

Students will have the opportunity

to use various pieces of test equip-

ment, such as digital IR thermom-

eters and anemometers, thermal

imagining cameras and air cap-

ture hoods, to better their under-

standing of air flow and system

efficiency.

Instructors are able to insert

faults in the system, such as

blocked registers, collapsed ducts,

and improperly- sized ducts and

runs, and have the students trouble-

shoot these problems. Students can

further diagnose and repair these

faults in laboratory exercises de-

signed to reinforce skills and tech-

niques learned in the classroom.

About ATI:Advanced Technology Institute’s

mission is to provide technically

current education and training to

individuals in Air Conditioning and

Heating, Automotive, Heavy Vehicle

Technology, Maritime Welding and

Commercial Driving by (1) meeting

and exceeding industry standards

and specifications; (2) continually

interacting with the community

and industry professionals through

the use of industry-based advisory

committees; and (3) a collaborative

team spirit developed by way of per-

sonnel programs, which, together

with facilities and services make

ATI the benchmark for quality of

life for its employees. For more in-

formation, visit www.auto.edu.

Courtesy photoStudents get to design, fabricate and install HVAC (heating, ventilation, and air conditioning) systems in boththe attic of the house as well as the crawl space.

Centura College. 10 Campuses NationwideIncluding Virginia Beach, Chesapeake,

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Put Your GI Bill toWork


Demands for job applicants to at-

tain a degree have drastically in-

creased with recent changes in the

economy. If you are getting out of

the Navy because of force shaping

initiatives like the Enlisted Retention

Board (ERB) and Perform to Serve

(PTS) programs, this can be a stress-

ful time for not only you, but your

family too.

The military offers many pro-

grams to help aid in your transition.

Some of the better known

programs available

are the Montgom-

ery (MGIB) and

Post-9/11 G.I.

Bill. These

programs are

making it eas-

ier than ever

to get in line

with civilian

counterparts,

or help start

a college fund

for your depen-

dents.

So what are the

differences and how

do you choose what’s

right for you? Here’s an easy

cheat sheet to the G.I. Bill to help

you decide and kick your degree

plan into high gear.

The MGIB requires a minimum

of two years of service and a $1,200

program enrollment fee. The pro-

gram pays a flat rate nationwide and

the rates are adjusted annually. Pay-

ments for the plan are sent directly

to veterans.

The Post-9/11 G.I. Bill is offered

to active duty service members who

have served after the attacks on the

twin towers for a minimum of 90

days of active duty or 30 continuous

days for veterans discharged with

a medical discharge. The bill pays

100 percent of in-state public school

tuition and up to $17,500 private

school tuition.

MGIB active duty users with three

or more yeas of service can expect

a payment of $1,473, effective as of

Oct. 1, 2011 and $1,158 per month

with less than three years. In addi-

tion, the veteran has 10 years after

separation to utilize it. MGIB can

only be used for schools approved

by the Department of Veterans

Affairs(VA). For members seeking

money to cover certification

tests, the cost are cov-

ered up to $2,000 per

test and you can

take the certifi-

cation test as

many times as

needed, al-

though each

submission

for reimburse-

ment reduces

your entitle-

ment benefit.

Other benefits

include a monthly

stipend for both liv-

ing expenses and books

or supplies. Living expens-

es are based on basic allowance for

housing of an E5 with dependents.

Full-time students will receive 100

percent, while part-time students will

receive a prorated amount and the

stipend will only be available when

classes are in session.

Qualified active duty service

members may also elect to transfer

up to 36 months of their benefits

to a spouse or child enrolled in the

Defense Eligibility Enrollment Sys-

tem. Transfer of benefits requires

members to have a minimum of six

years of service and they must agree

to serve an additional four years.

The spouse may begin using the

benefits immediately, while a depen-

dent must wait until the member

Learn about your benefits:Get user savvy on yourMontgomery, Post 9/11 G.I. Bill

has served at least 10 years of active

duty service.

Finally, as part of the Post 9/11

G.I. Bill, members are available to

utilize the Yellow Ribbon Program,

something that was not offered

with the MGIB. The program covers

contributions of up to half of the ad-

ditional fees for members eligible for

100 percent.

Interested service members can

apply to use the Post 9/11 G.I. Bill at

the Veteran’s Affairs website, https://

www.ebenefits.va.gov, or apply for

transferability of benefits at www.

dmdc.osd.mil/TEB/, however, they

should ensure their service obliga-

tion is reflected in their Electronic

Service Record at https://nsips.nmci.

navy.mil/.

what is included with the G.I. billThe Post 9-11 G.I. Bill will pay eligible individuals:

• Your full tuition & fees directly to the school for all public

school in-state students.

• A monthly housing allowance (MHA) based on the Basic

Allowance for Housing for an E-5 with dependents at the

location of the school.

• An annual books & supplies stipend of $1,000 paid

proportionately based on enrollment.

• A one-time rural benefit payment for eligible individuals.

Visit www.gibill.va.gov/ for more information.

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Animal Behavior College (ABC) is

currently enrolling military spouses

in three exciting animal-related

career courses thanks to the Depart-

ment of Defense’s (DoD) Military

Spouse Career Advancement Ac-

counts (MyCAA) program.

Funding by the DoD has enabled

ABC to enroll more than 1,800

military spouses in its Certified Dog

Trainer, Certified Dog Groomer and

Certified Veterinary Assistant pro-

grams since Aug. 2009.

“When I think of the sacrifice and

dedication of our Armed Forces, and

I consider all they do to keep us safe,

it is an honor for ABC to help mili-

tary spouses by affording them the

opportunity to learn the types of vi-

able, portable careers they can utilize

to assist their families,” said Steve

Appelbaum, ABC President. “ABC’s

unique distance learning technique

makes for a perfect fit with the high-

ly unpredictable and mobile lives

that our military families lead.”

Since ABC offers home learning

combined with a hands-on extern-

ship program, military spouses can

receive instruction anywhere in the

United States – even if they are re-

located during their education.

Amanda Hunt, a military spouse

and Norfolk resident, is one of

several ABC students who have

taken advantage of MyCAA. The

program offered Hunt the oppor-

tunity to graduate from ABC as a

Certified Dog Trainer and a Certified

Pet Groomer. She was also hired as

a dog trainer at Perfect Paws Pet

Training, located on the peninsula,

where she did her course extern-

ship.

“Being a military spouse has its

moments and schedules are hectic,”

said Hunt. “The home-learning pro-

gram was very flexible.”

Through the MyCAA program,

military spouses are eligible to re-

ceive $4,000 in education benefits to

pursue Associate’s degrees, certifi-

cates and licenses. After graduation,

many students find employment

through the businesses that host

their externships.

For more information on ABC and

the MyCAA program, visit www.

animalbehaviorcollege.com/tuition.

asp or call (888) 600-7220.

Animal Behavior Collegestudents receive fundingthrough MyCAA

Courtesy photo

Amanda Hunt with herhusband Steven andtheir two sons, Ian, 6,and Conner, 3. The familyalso has three dogs andtwo guinea pigs.

Amanda took advantageof the unique MilitarySpouse Career Advance-ment Accounts Program(MyCAA) to receive train-ing as a Certified DogTrainer and a CertifiedPet Groomer through theAnimal Behavior College.

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Know the effects of a career changeYou have been in the military

for a number of years and you are now making the transition back to civilian life. Understanding stress, and coping with it, is an essential skill you will need to get through this difficult time. The following information and resources will help you prepare for a successful transition.

Leaving the Military Challenges Your Identity

You have worked hard to become a captain, sergeant, or petty offi-cer. When asked what you do, you probably replied, “I’m in the Army (Air Force, Navy, Coast Guard, or Marines).” Now you must start over as a civilian. Now you are just another civilian.

Changing careers is a stress-ful undertaking, perhaps even more so for those leaving military

service after many years. A ser-vice member may have worked for 30 years to achieve a rank or grade, but upon leaving the Armed Forces, he or she leaves this rank behind – and with it, a large por-tion of his or her identity.

Some people find it easier than others to adopt new identities. Transition is traumatic and stress-ful, but it also opens up a whole range of possibilities. If you ap-proach your transition as an op-portunity to grow, you will have already taken a giant step toward reestablishing your identity.

What Is Stress?

Everybody knows what stress feels like. But what is it really? The experts tell us that stress is a state of being. It is not an attitude, it is not a sign of being unable to handle things. Stress is a physical

response, which, if left unchecked, can lead to mental and physical exhaustion and illness.

Natural stress in our lives is considered good. It allows our bod-ies to respond to danger. You know the expression, “fight or flight.” Unnatural stress comes from continued threats or dan-gers over which we have no control. The body is alert for long periods of time with no chance to relax. It is important to remember that the body, like any good machine, begins to wear out if it runs in high gear for too long.

Life’s Most Stressful Events

Certain events, such as loss of a special relationship, such as divorce; events out of ones control, such as accidents; and events with lasting consequences, such as a terminal illness or the loss of your job; are considered some of live’s most challenging battles.

Transitioning from the military can touch on all of theses events. In a sense, you lose many special relationships by losing the daily interaction with your co-workers. If you are transitioning involun-tarily, you may be in a situation that is beyond your control. Tran-sition, obviously, has permanent consequences and being involun-tary separated may bring on some unforeseen stresses. When you change jobs, your life changes.

The Stress-Health Connection

It is important to look for signs of stress overload. Here are some of the symptoms:

• Constant fatigue • Headaches • Trouble sleeping or sleeping

too much • Stomach problems • More frequent colds or other

illnesses • Smoking or drinking more

than usual

• Feeling nervous • Being irritable or angrier than

you want to be • Desire to be alone, away from

other people • Inability to eat or eating more

than usual If you are suffering from any of

these symptoms, it is likely they are stress related.

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WINTER 2012 CAREERS & CONTINUING EDUCATION 13The “Grieving Process” Is Nor-mal

Research has shown that most

people go through major life

changes in stages. These stages

are present in a wide variety of

major life traumas:

• Denial: “This is not really hap-

pening,” or “This is not happen-

ing to me.”

• Anger: Directed either at your-

self or at others.

• Depression: Often accompa-

nied by a sense of helplessness.

• Acceptance: The turning

point, when you begin to accept

your situation.

• Resolution: Begin to take the

steps necessary to return to a nor-

mal state.

Proceeding through each step is

normal and the process should not

be rushed. Often, however, people

may progress out of a stage and

then drop back into it. If uncon-

trolled, the bouncing back and

forth between stages can continue

for a long time. As you make your

transition to civilian life, look for

these stages in yourself and ac-

knowledge your movements from

one step to the next.

Coping With Transition-RelatedStress

The experiences of thousands of

service members who have re-

cently separated suggest that this

transition is likely to be stressful

for you and your family. Those

that have transitioned in the past

have found several tactics ex-

tremely important in dealing with

the stress related to separation

from the military:

• Get going: It is your transi-

tion – no one can do it for you.

Work through the transition pro-

cess and do not procrastinate. Put

your situation in perspective and

get on with your life. After all,

you are not the first person to go

through transition and you will

not be the last. You’ll do OK too.

• Sell yourself: You have a great

product – you! So sell yourself!

Now is not the time to be modest

about your accomplishments. No

one will come looking for you un-

less they know you are available.

Once you let them know, you will

find many people who will help

you.

• Work at it: Work at planning

your transition as if it were a job.

However, if you spend every wak-

ing hour working on it, you will

burn out. Take time for yourself

and your family.

• Lighten up: This is probably

the most important piece of ad-

vice. Do not lose your sense of

humor. An upbeat disposition will

see you through.

• Keep your family involved:

Your family has a large stake in

your transition. They are experi-

encing many of the same feelings,

worries and uncertainties as you

are. Do not keep your plans to

yourself – get your family in-

volved in this process. Let them

in on your plans and ask for their

input throughout the process. It’s

their life too.

• Volunteer: Consider doing

volunteer work. Your charitable

actions will help others and as-

sist you in getting to know the

community beyond the military

installations and enhance your

networking.

• Take a change management

course: Consider taking a change

management course before stress

appears, or at the first signs of

stress.

how to dealWork through the transi-

tion process, don’t procras-

tinate, lighten up and keep

your family involved! Volun-

teer work can be a great way

to spend your time between

jobs and can help with net-

working.

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The transition from military to ci-

vilian life is an excellent time to take

a serious look at your options for

future success. Now is the best time

to evaluate your educational options.

Guidance Counseling

After you return home, take some

time to evaluate your education

goals. Contact a military installation

education center nearest to where

you live (by phone or email for those

that do not live near a military

installation), Navy College Office

(NCO), or Marine Corps LifeLong

Learning center (LLL). The counsel-

ors can provide assistance in deter-

mining the goals that are right for

you.

You can also contact the Depart-

ment of Veterans Affairs (VA) Re-

gional Office for education assis-

tance. With today’s technology, you

do not have to live near a military

installation to get help. Assistance is

just a phone call or email away.

Career Assessment

If you are not sure what you want

to do upon leaving the military,

then you should talk to a counselor

at your VA Regional Office, closest

education center, NCO, LLL or Career

Transition Office (CT0). Counselors

at these various locations can recom-

mend aptitude tests or vocational

interest inventories to help clarify

your career goals. These tests can

help you pinpoint job skills in which

you might excel and then relate them

to specific occupations and careers

in the civilian world. You can also

contact the closest Department of

Labor Career One Stop Center for

assistance in getting a skill assess-

ment. It’s also a valuable tool that can

help you develop your education or

training career goals.

Academic Planning

Once you have identified your

career goal, you may find you need

a formal education to achieve it. An

education counselor can explore the

possibilities with you. Counselors

can also advise you on non-tradi-

tional educational opportunities

that can make it easier for you to

get a diploma, vocational certificate

or college degree. These non-tra-

ditional opportunities include the

following:

• Take “challenge exams,” such

as a college-level equivalency exam.

You can convert knowledge learned

outside the classroom into credits

toward a college program. This can

save you time and money.

• Go to school part-time while

continuing to hold down a full-time

job. This approach might make adult

education more practical.

• See the veterans’ coordinator at

the college, university or vocational

school of your choice. The coordina-

tor can help you understand your VA

educational benefits and might lead

you to special programs offered to

former service members.

• Determine if your military

learning experiences can translate

to course credit. Check with your

unit education officer or an active

duty military installation education

center, NCO or LLL for assistance.

You can also go online and get a copy

of your DD Form 2586, “Verification

of Military Experience and Training”

(VMET) document at https://www.

dmdc.osd.mil/appj/vmet/index.jsp.

Vocational Services

You can also learn about vari-

ous vocational services available

through a military education center,

NCO or LLL, as well through the

VA Regional Office. Counselors are

available to help you understand

the many vocational and technical

school programs. The counselors at

these centers can also show you how

to get course credits for non-tradi-

tional learning experience, such as

military certifications and on-the-job

training.

The counselors may also help you

find out about certification and licen-

sinements – for example, how to get

a journeyman card for a particular

trade. The counselors can give you

information on vocational and ap-

prenticeship programs.

Licensing and Certification

There are several resources avail-

able to assist you in finding civil-

ian requirements for licensing and

certification:

• www.acinet.org: Department of

Labor website. Go to “Career Tools”

section to look up licenses by state,

requirements for the license, and

point-of-contact information for the

state licensing board.

• www.dantes.doded.mil/dantes_

web/danteshome.asp: DANTES web-

site has information on certification

programs.

• www.cool.army.mil/: Find ci-

vilian credentials related to your

military occupational specialty, learn

what it takes to obtain the creden-

tials, and see if there are available

programs that will help pay creden-

tialing fees.

• www.cool.navy.mil/: Find civil-

ian credentials related to your Navy

rating, learn what it takes to obtain

the credentials, and see if there are

available programs that will help

pay credentialing fees.

• www.au.af.mil/au/ccaf/certifica-

tions.asp: A valuable resource for

Air Force personnel in increasing

awareness of professional devel-

opment opportunities applicable

to USAF occupational specialties,

crosswalks to CCAF degree pro-

grams, national professional certifi-

cations, certification agencies, and

more.

Transition: Evaluate your educational options

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Transitioning to the civilian job

force can be a very challenging ex-

perience for those who have recently

separated from the Armed Forces.

In conjunction with a decline in job

availability and a weakened econo-

my, military members often compete

for potential jobs with a similar skill

set. Below are some key factors to

consider when looking for a new job

as a military veteran and some tips

to help your resume shine to poten-

tial employers at career fairs.

Dress for the Occasion

Making a good first impression is

a key factor when interviewing with

potential employers. Always ap-

proach a career fair as if it is a

formal interview. Many em-

ployers may decide to inter-

view on the spot for a job, so

be ready. If you don’t have a

suit, a coat and tie will suffice.

Women must have equivalent

attire. Some dry cleaners

will even offer free ser-

vices for those who

are seeking jobs.

Leave it at Home

Don’t carry your

backpack, large

purse, or other

paraphernalia

with you. Carry

your resume in

a professional-

looking portfolio

or small brief-

case. It will keep

your resume neat

and handy, and

gives you a

place to file

business

cards of

recruiters

that you

meet.

Be Early

Don’t come during the last half

hour of a career fair. Many employ-

ers come a long distance to attend

the fair and may need to leave early.

If you come late, you may miss the

organizations you wanted to con-

tact.

Have a Positive Attitude

When talking to recruiters at a

job fair, always be courteous and

professional. You never know who

you will speak too – it could possi-

bly be a hiring manager or a po-

tential boss, so treat everyone with

respect. A smile, a strong hand-

shake and a positive attitude

will go a long way. Be ener-

getic when you share basic

information about yourself

and your career interests,

and don’t underestimate

anyone you might en-

counter.

Plan Ahead

You can never

know too much

about poten-

tial employ-

ers, and with a

little planning,

you could eas-

ily gain some

knowledge that

can give you

an edge. Most

career fairs

have employer

directories, so

it’s easy to look

up information

about the com-

panies ahead of

time. Researching

a company can also

help you to refine

your questions.

Have Clear, Easy to Read Resume

Job fairs can be hectic at times,

so it is important to have a resume

that is easy to navigate. Keep your

resume to one page if possible, and

veterans should stay clear from

overusing military acronyms. Just

highlight your key skills and com-

petencies. Use a font that is easy to

read and easy to scan. Bring mul-

tiple versions of your resume to the

career fair so that you can target

specific companies and career fields.

You should also prepare a general

resume without a specific objective

so that you can be prepared for any

situation you may encounter at the

fair. Always spell check to ensure

your resume is free from typo-

graphic errors.

Bring Supporting Documents

Additional documents can help

support your qualifications. These

items may include: a cover letter,

professional portfolio, transcripts

(usually for new graduates), refer-

ence list, letters of recommendation

and job applications.

Follow-up

Request a business card from

each hiring manager and jot down

notes immediately after each con-

versation. This will help refresh

your memory when you follow-up.

Email or mail a thank-you note

within 24 hours of the job fair.

Star power: Standout in a career fair

resume tips

Keep your resume to one

page if possible, and veter-

ans should stay clear from

overusing military acronyms.

Just highlight your key

skills and competencies.

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Orion International helps servicemembers find their niche

Orion International touts itself

as the nation’s largest military

recruiting firm. They hire veterans

for sales and recruiting teams, and

specialize in placing technicians,

engineers and junior military of-

ficers into specialized job fields with

Fortune 500 companies.

“We have two sides to the house

– we have the side that deals with

candidates, and we have the account

executives who deal only with the

companies,” said Phillip Miller, a

retired Navy chief petty officer who

works for the company as candidate

recruiter and base realignment co-

ordinator. “In reality, the companies

are paying us to find particular can-

didates with a particular skill set,

regional requirements and salary

requirements. We set the interviews

up between the company and the

candidates.”

Candidates come in two types.

“Degreed and non-degreed,” said

Miller. “On the enlisted side, we

look for engineering and technical

types – anyone with mechanical,

electrical or electronics in their

background. On the officer side,

the prime candidates are junior

military officers from O1 – O4 with

15 years of service max. They don’t

have to have any particular skill

set, just the degree.”

Orion recruiters contact military

service members in different ways.

When in Norfolk, Miller goes out to

the waterfront to look for talent, but

outside Norfolk recruiters contact

Fleet and Family Service Centers

and Transition Assistance Program

(TAP) class educators to tell them

that a recruiter will be in the area.

“I travel up and down the East

Coast to commands to talk to Sail-

ors,” said Miller.

Miller, himself, was looking for

a job in the Tidewater area and was

approached by Orion.

“This particular area is saturated

with former military that all want to

stay here,” he explained. “I was the

same type and I had actually been

looking for quite some time. I kept

seeing the gentleman from Orion at

job fairs and he finally approached

me and asked me if I was interested

in working for Orion.”

Miller, having wanted to become

an instructor and recruiter while

in the Navy, jumped at the chance.

He also sees this is going to become

a very busy time for him and the

other recruiters.

“I talk to people who are getting

PTS or ERB out of the Navy,” Miller

said, stressing that the Sailors he

works with have to have a good

record. “The companies that do

business with us are paying us to

screen these candidates to make

sure there are no criminals.”

Some things can be overlooked

though.

“If they had something like PRT

(Physical Readiness Test) failures,

the civilian companies are not much

concerned about that,” he said.

Even once you have been recruit-

ed by Orion it doesn’t mean that

you have a job, just that your foot

is in the door.

“One of the hardest parts of the

job search is to get your foot in the

door for a job interview,” said Andy

Pero, a former Army officer and

Orion regional sales manager. “You

put your resume on USAjobs.com or

monster.com and you just sit back

and wonder why no one is calling

you or contacting you. Companies

hire and trust us to find people that

are right for their positions, and we

will get you the job interviews.”

“It’s a symbiotic relationship. We

are going to work just as hard as

you are, but you have to pull your

weight,” said Matthew Clingon, a

former Marine and Orion candidate

recruiter. “We only take the job

search as seriously as the candidate.

If we put more time and interest

into their job search than they are,

we will have to make a professional

business decision and cut ties.”

Luckily for sea service members

they are a large portion of Orion

placements.

“About two-thirds of the people

we place come from the Navy and

Marine Corps,” said Clingon.

They consider themselves to be

pretty effective at finding jobs for

those who are really putting in an

effort to get them.

“How effective are we? I’d have

to say 25,000 people (have been)

placed since 1991,” said Clingon.

To the service members, Orion

offers them a chance to find new

venues to market their skills.

“This is the second interview I

have done with them,” said Dwayne

Martinez, a petty officer on ter-

minal leave who came looking for

a job. “Without Orion I probably

wouldn’t even know these compa-

nies existed, let alone that they

were hiring.”

Orion International,recognized by theJoining Forcesinitiative, enablesveterans withcertain technologyspecific qualifica-tions and juniorofficers to find jobs.

To make it eveneasier on servicemembers, most ofthe Orion consul-tants are formermilitary servicemembers.

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Today’s job market demands increasingly

sophisticated and technological skills –

skills that are well suited for those leaving

military service. American veterans are

superbly qualified and capable of meeting

the needs of the current and future civilian

labor force. Today’s defense occupations are

diverse and numerous: senior management,

executives, civil engineers, medical special-

ists, auditors, caseworkers, nuclear engi-

neers, food service managers, mechanics,

heavy equipment operators, qualified and

skilled people in information technology

and telecommunications, to name a few.

Most positions correspond closely to pri-

vate sector occupations. It is true that a few

military specialties have no direct applica-

tion. However, the training and discipline

required to master those specialties clearly

demonstrate the potential to learn and mas-

ter other skills required in the private sec-

tor. Below are some of the many advantages

veterans have in today’s job market:

• Today’s Soldiers, Sailors, Airmen, Ma-

rines and Coast Guardsman are the highest

quality military personnel in our nation’s

history.

• The men and women serving the De-

partment of Defense (DoD) and Department

of Homeland Security are competent, posi-

tive, selfless and oriented toward mission

accomplishment.

• They perform skillfully using today’s

sophisticated military equipment, which in-

cludes computers, electronics and avionics.

• They demonstrate their ability to learn

sophisticated skills on short notice.

Check out the Initiative sponsored by the

Department of Labor at www.dol.gov/dol/

jobs/veterans.htm.

Skilled veterans will meetlabor needs in the 21st century

Career and Continuing Education Guide

Documents

Transcript of Career and Continuing Education Guide