Careers & Continuing Education | Summer 2013

2 CAREERS & CONTINUING EDUCATION SUMMER 2013

You receive it on Graduation Day.But it’s never handed to you.Because when it’s a degree fromColumbia College, it’s a degree thatdemands effort and rewards hardwork. That’s a notion our studentsat 18 campuses on militarybases truly understand.

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SUMMER 2013 CAREERS & CONTINUING EDUCATION 3

Are you currently considering thereality of where you would like to liveafter the service? It is important todo so carefully and choose wisely. Forexample, if you were a ship navigatorduring your military career, you couldhave a difficult time finding a similarjob in the Southwest. On the otherhand, if you were an Army nurse, youmay find several excellent opportuni-ties virtually anywhere. Most careerplacement specialists recommend thatjob applicants choose the type of jobthey want first, then go where the jobsare. In making a decision to relocate,you might prioritize as follows:

1. Job potential: Which communityis most likely to offer job opportuni-ties that match your skills, experienceand career goals?2. Affordability: Consider the not soobvious expenses in addition to thecost of living. Compare local, state in-come, property and sales taxes. Doesthe state tax your military retirementpay? Does the location have incomeand career potential?3. Community: Do you have familyor friends there? Can you count onthem to help make your transitioneasier? Do you need to be close to youraging parents for economic or medi-cal reasons? Are you seeking upwardmobility with the potential to move,or are you looking for a community tosettle for the long-term?4. Environment: Would you be hap-piest living in a city, the suburbs, asmall town, or a rural area? Does theclimate suit you?

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4 Veteransare growing asentrepreneurs

6 Get usersavvy on yourMontgomery, Post-9/11 G.I. Bill

7 Tips forpreparing andproof-reading theperfect resume

8 Reinventyourself! How tostart your own(creative) business

9 Making a careermove? Consider theinsurance field

10 Six ways touse social media inyour job search

12 States stepup to help veteransand spouses getback to work

13 Veteransoffered FinancialIncentives

14 OnlineResources forveterans, compiledby Joining Forces

16 The careerpaths that lead toeveryday acts ofheroism

17 Nurses leadrevolution towardimproved healthcare delivery

18 How to aceyour job interview

19 Blue-to-Green givesservice membersopportunity tocontinue in ArmedForces

WHAT’SINSIDE

CAREERSANDCONTINUINGEDUCATIONSUMMER 2013 EDITION

MILITARYNEWSPAPERSOF VIRGINIA

Out of themilitary. Now

what?

Moving out of the areaBefore moving, consult yournearest Fleet and Family SupportCenter, the best source of reloca-tion information and planningassistance. Other useful resourcesinclude: local Chamber of Com-merce, libraries, bookstores andthe Internet. Use them to findout what you need in order tomake informed moving decisions.

Chambers of CommerceMany communities across Ameri-ca have a Chamber of Commerce.Each Chamber of Commercepromotes its community and is agood source of information aboutthe surrounding area: the localjob market, housing costs, localrealtors, cost of living, local taxes,climate, schools and availabilityof recreation or child care. Ask forthe Chamber’s booklet – muchlike the relocation packet youreceived about a new installationwhen you changed stations. Youcan find any chamber of com-merce office in the nation atwww.chamberofcommerce.com.

Libraries and bookstoresEach of the Service LibraryPrograms provides electroniccontent through their respectiveportals (www.nko.navy.mil; www.us.army.mil; www.my.af.mil).The electronic content providesinformation on relocating, careeropportunities and educationalopportunities.


Brandpoint – Veterans returning home facemany challenges that weren’t present whenthey were serving in the Armed Forces. Be-tween adapting to civilian life, reacquaintingwith family and friends, and finding em-ployment, the adjustment can be a difficultprocess.

Unemployment numbers for veterans aredropping, but returning service membersoften struggle to compete for jobs due to lackof education, lack of experience, or in somecases, the stigma of returning from overseaswith post-traumatic stress disorder (PTSD).

This is why programs like Sprigster’s Boost aHero crowdfunding for military veterans andspouses are developed to help alleviate someof these career obstacles, like raising fundsfor entrepreneurial dreams. Crowdfundingprovides an opportunity where friends, familyand strangers can donate funds to support acause online. The need is great. Nearly onein 10 small businesses are veteran-owned, theU.S. Small Business Administration reports.

Tom Perez used Boost a Hero to raise moneyto open a Meineke Car Care Center in Pen-sacola, Fla. He is a 10-year veteran of the U.S.Navy, where he served as a police officer andalso earned a business degree. He currentlyemploys four veterans in his shop and will belooking to hire more as his business grows.

Perez decided to pursue owning his ownbusiness after he had applied and beenrejected for 100 jobs – even with his 10years of experience in the Navy. Then, he

approached Meineke Car Care Centers.Meineke’s Franchise Development teamworked closely with him to get his businessestablished. Between a discounted franchisefee and a low interest rate loan, Perez wasclose to having the money needed to starthis business. Boost a Hero helped him raisethe additional $10,000 he needed and hisshop opened in May.

Now, Perez works closely with his customersand employees in finding the right service for

them, their car and their budget. His shopwas named one of the Top-5 finalists in thenational “Hiring Our Heroes” Award forSmall Business Veteran and Military SpouseEmployment by the U.S. Chamber of Com-merce. The award cited Perez for addressingthe challenges faced by veterans in findingemployment and transitioning from militaryto civilian life.

“Veterans like Tom have served our country –giving so much of themselves in the process,”said John Vitagliano, vice president of mar-keting for Meineke Car Care Centers.

“Offering career opportunities to veteransinterested in entrepreneurship is a way of giv-ing back – and crowdfunding opportunitieslike Boost a Hero provide veterans with thefinancial means to help make their entrepre-neurial dreams come true.”

For more information on Sprigster’s Boosta Hero program, visit their website at www.sprigster.com.

Veterans are growing as entrepreneurs

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Get user savvy on yourMontgomery, Post-9/11 G.I. Bill

Am I eligible?You may be eligible if you served at least 90 aggregate days on activeduty* after Sept. 10, 2001, or were honorably discharged from activeduty for a service-connected disability after serving 30 continuousdays following Sept. 10, 2001. *Includes active service as a NationalGuard member under title 32 U.S.C. for the purpose of organizing,administering, recruiting, instructing, or training and active serviceunder section 502(f ) of title 32 for the purpose of responding to anational emergency.

What will I receive?You may receive a percentage of the following payments (see chart).

A tuition and fee payment that is paid to your school on your behalfA Monthly Housing Allowance (MHA) (not payable to individuals

on active duty or those enrolled at half-time or less) that is equal to:Basic Allowance for Housing (BAH) payable for the zip code

of your school to a military E-5 with dependents for studentspursuing resident training.

One-half the BAH national average for students trainingsolely by distance learning.

The national average BAH for students pursuing training atforeign schools.

A books and supplies stipend of up to $1,000 per year.

How many months of assistance can i receive and howlong am i eligible?Generally, you may receive up to 36 months of entitlement under the Post-9/11 G.I. Bill.You will be eligible for benefits for 15 years from your last period of active duty of at least90 consecutive days.

What kind of training can i take?You can use the Post-9/11 G.I. Bill at colleges, universities, trade schools and for on-the-jobtraining, apprenticeships and flight schools. To see what programs are currently approved forVA benefits, visit www.gibill.va.gov. You can use the Post-9/11 G.I. Bill for tutorial assistance,licensing (attorney license, cosmetology license, etc.) and certification tests (SAT, LSAT, etc.).Note: If the program you are interested in isn’t on the website, contact your State ApprovingAgency (list available on www.gibill.va.gov) to see if it can be approved.

Can I transfer my entitlement to my dependents?You must be a member of the uniformed services to transfer your unused benefits to yourspouse or dependent(s). Generally, you must agree to serve four more years when transfer-ring benefits.

What is the Yellow Ribbon Program?The Post-9/11 G.I. Bill can cover all in-state tuition and fees at public degree grantingschools, but may not cover all private degree granting schools and out-of-state tuition.The Yellow Ribbon Program provides additional support in those situations. Institutionsvoluntarily enter into an agreement with VA to fund uncovered charges. VA matches eachdollar of not satisfied charges the institution agrees to contribute, up to the total cost of thetuition and fees.

Individuals serving an aggregate periodof active duty afterSept. 10, 2001, of:

Percentageof Maximum

Benefit Payable

At least 36 months 100%At least 30 continuous daysand discharged due to service-connected disability

100%

At least 30 months < 36 months 90%At least 24 months < 30 months 80%At least 18 months < 24 months 70%At least 12 months < 18 months 60%At least 6 months < 12 months 50%At least 90 days < 6 months 40%

[The G.I. Bill]producedhundreds ofthousands ofscientists andengineers,doctors andnurses, thebackbone ofthe largestmiddle classin history.”

- PresidentObama


Brandpoint – In today’s competitive job market, employers can receive lit-erally hundreds of responses to a posted job. A resume often creates the firstimpression a prospective employer will form about each candidate - andthat first impression forms quickly. According to Business Insider, a careerwebsite, research shows “recruiters spend about six seconds before theymake the initial ‘fit/no fit’ decision.”

“When it comes to mistakes on resumes, I’ve seen it all - grammaticalerrors, misspelled words, and even omitted credentials,” said AmandaRajotte, director of Career Services at Brown Mackie College-Hopkinsville.Rajotte helps students and graduates prepare for professional job searchesand conducts workshops on the fundamentals of writing resumes.

“I cannot stress enough that the resume is a gateway to an interview,” shesaid. “It’s worthwhile to put time and effort into creating it. If a resumecontains mistakes, all the effort after that is wasted, no matter how manyyou send out.”

A resume is an important marketing tool that introduces you to a prospec-tive employer in the professional world. Rajotte likens it to a 30-secondcommercial for yourself. It’s all about the proper sequencing of informationrelevant to the employer. “You want to highlight the good qualities andattributes that employers want to see; things that tie into the specific op-portunity,” she said.

Think carefully about - and always double-check - spelling. “Incorrect spell-ing worries potential employers. Candidates should spell check and doublecheck their work by proofreading,” said Rajotte. It can help to let someoneelse proofread the resume. An extra set of eyes often finds mistakes.

What do spelling errors tell an employer about you? Monster says it tellsthem, “This person obviously doesn’t care.”

Grammatical errors also throw up a red flag. “Bad sentence structure andincorrect word usage are common mistakes people make,” said Rajotte.“These decrease your level of competency in the employer’s mind, andthey move on to the next resume. Other typical resume blunders includeincorrect capitalization of words, and failure to spell out acronyms. Noteveryone knows what acronyms mean. Each one should be spelled out thefirst time it appears.”

The format of the resume is the next consideration. “The goal is to create avisually pleasing page,” said Rajotte. She recommends using a legible type-face and a readable point size. “This means scrap the script font, and stickto 10-point or 12-point type. Alignment is another big one. Always print acopy to see how it looks on paper. Don’t just look on screen.”

Once the resume is in top form, you have a better chance of landing aninterview. After the interview, it is appropriate to send a thank you note.“Not everyone sends a thank you. It can set you apart from other appli-cants,” said Rajotte. Quintessential Careers found that just 5 percent of jobapplicants follow through with a thank you note. “It’s a nice way to build arelationship,” she said.

Tips for preparing and proof-reading the perfect resume

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Brandpoint – Many graduates in creativefields like graphic design, interior design orWeb design are opting to start their ownbusinesses. This is because recent figures showonly a slight reduction in the unemploymentrate, and job growth is at its lowest in sixmonths. So, how can you make your businessa success? Bruce McCain, director of careerservices for The Art Institute of Tampa, abranch of Miami International University ofArt & Design, and Kathleen Holland, direc-tor of career services for The Art Institute ofCharleston, a branch of The Art Institute ofAtlanta, share five essentials they identified assuccess factors in starting a business.

1. Self-assess and research. It is imperativethat you are honest with yourself and trulyunderstand what you are good at and whatyou enjoy doing. Doing a SWOT analysis(a way to analyze Strengths, Weaknesses,

Opportunities and Threats) is a great wayof assessing that.

2. Know your niche. A business plan is highlyrecommended to help identify both thoseindustries with a need for your services andyour competition. This exercise will also helpidentify whether there might be a smaller andimportant niche market where your businesscan focus and be profitable. “If you’re a graph-ic designer, will you be a generalist, offeringservices to all types of industries, or do youhave specialized experience handling retailersthat you can build on?” asked McCain.

3. To incorporate or not to incorporate.Many students in creative fields are familiarwith taking on freelance work while still inschool. But after graduation, it is importantto formalize the business. It’s a good idea toinvest in some legal and accounting advice

to help you make the best decision about in-corporation. There are significant advantagesand disadvantages to each type of businessstructure.

4. Develop a stream of business. New busi-ness owners often envision being successfulwithin a short period of time. Developingand building a business from the groundup takes time, energy and hard work, but itcan be very rewarding. The industry researchyou did for your business plan will come inhandy in determining what a realistic rate ofgrowth means for your industry and area.

5. Network, network, network. Networkingmay be your only means of marketing for

quite some time – it is important to get infront of as many people as possible and givethem your “elevator pitch” (a quick storyabout your business that you can say in 90seconds or less). When meeting each person,make sure you take his or her business card;this comes in handy when writing a “nice tomeet you” note the next day. “In this note,you should mention where you met them,refer to your conversation, and remind themwhat your business does and how it can behelpful to them,” said Holland.

It takes a lot of hard work to be a creativebusiness owner and there are no shortcutsto success. So put in the time to reap therewards.

Reinvent yourself!How to start your own(creative) business


Brandpoint – Looking to start a new career? As you contem-plate your next career move, there’s one industry that mightnot be on your radar: insurance.

“The insurance industry usually isn’t what people think ofwhen they’re planning their careers or considering totally dif-ferent jobs,” said Charles Valinotti, Head of Underwriting &Product with insurer QBE. “In fact, most people who work inthe insurance field will tell you they fell into it by accident.”

Falling into an insurance career can be a good thing, ac-cording to CareerCast’s 2013 Jobs Rated Report. Of 200jobs, actuary ranked No. 1 as the best job of the year. Anactuary works for insurance companies and other businesses

that manage financial risk. Actuaries use statistics and studyuncertain future events – such as accidents and propertyloss from natural disasters – to set insurance premiums andreserves for paying claims. Two other insurance jobs rankedamong the Top-100. Underwriter landed in the 74th posi-tion, and insurance agent 78th.

CareerCast’s job ratings are based on factors includingincome and income growth potential, hiring outlook andphysical demands. Actuaries, underwriters and agents aren’tthe only insurance industry jobs available to those exploringemployment opportunities. “We take great people and givethem great careers,” said Valinotti. “In addition to providingtraining and professional development, we help open doorsand challenge people. No other industry does it as well.”

Insurance companies see the possibilities in all job candi-dates, he said, regardless of their education level, collegemajor or experience. “We look for smart people who showthey can learn,” said Valinotti. “Those who are articulate,adaptable and good communicators would fit well in theinsurance field.”

Insurance has long battled the perception that its jobs areboring or focused solely on sales and claims. Not so, saidValinotti. For example:

Jobs from A to Z – Many college degrees and skills lend

themselves well to an insurance career. Your degree infinance, accounting, marketing, human resources, law, IT– even forestry – can land you a rewarding position in theinsurance field. In addition, job experience and special skills– such as chef, pilot and animal lover – can go a long wayin supporting insurance customers’ businesses that includerestaurants, airports and pet stores.

A plethora of career paths – Once people have insuranceexperience under their belts, the sky’s the limit for jumpinginto other careers the industry has to offer. According toValinotti, many insurance employees get their feet wet, thenmove into other positions to become adjusters, field investi-gators, product marketers, project managers and loss controlconsultants. “There are hundreds of different job titles andresponsibilities in insurance,” he said. “Most people have noidea what’s available.”

Internships – Even if you don’t see yourself in an insurancecareer, an insurance-related internship is a great way to tryout the industry, use your skills and gain exposure to dif-ferent business experiences. The knowledge you gain mightland you in a career you wouldn’t have otherwise considered.

And, along with its wide array of career possibilities, theinsurance industry provides something many others do not– stability. “The need for insurance is not going away,” saidValinotti.

Making acareer move?Consider theinsurancefield

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Brandpoint – Resume? Check. Coverletter? Check. Now you’re ready to beginthat job search, right? Wrong. There maybe some very important things you’reforgetting about that could dramaticallyenhance your job search.

Nowadays, job searches involve muchmore than simply submitting hundredsof resumes and cover letters. “Today’s jobsearch requires a strategy that uses socialmedia as well as traditional vehicles,” said

Wendy Wagner, career services director forThe Art Institute of Fort Lauderdale.

According to a 2012 Jobvite survey, 92percent of U.S. companies use socialnetworks to find talent, with LinkedIn themost popular. “Make sure you have a so-cial media strategy to augment traditionalmethods, such as face-to-face networkingand informational interviews,” said Lynd-say Cooper, career services director forThe Art Institute of Tennessee-Nashville, a

branch of The Art Institute of Atlanta.Wagner and Cooper offer the followingtips to give yourself an edge in your jobsearch.

Brand consistency. Make sure yourprofile is professional and reflects the jobyou’re looking for across all social mediaplatforms. Ensure your privacy settings aresecure (especially on Facebook). On Linke-dIn, make sure your profile is completeincluding skills and recommendations. On

Twitter, link to your website, blog or onlineresume. And don’t forget Pinterest, You-Tube, Google+ and Foursquare.

Know your audience. Your audience inFacebook is different from your audiencein Twitter or LinkedIn. Make sure yourupdates reflect that. On LinkedIn, sharearticles and blogs on industry-related top-ics. On Facebook, post more personal (butnot too detailed) updates to remind yourfriends that you’re in the job market.

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Ensure your privacysettings are secure!

Link to your website,blog, or resume!

Make sure it’s complete with yourskills and recommendations!

Be proactive. Use social media to connect with recruiters, employers and employees ofcompanies you’d like to work for. Join – and participate in – organizations, groups and blogsin your industry or alumni groups. Become an industry expert or thought leader.

Research. Use social media to create your target list of companies, then research thosecompanies and their employees. Use hashtags on Twitter to find jobs. For example, if youare interested in fashion, search #fashionjobs. Sites like Technorati or Twellow let you searchpeople’s bios and the URL’s in their bios – you can easily find, follow and engage key employ-ees of those companies so they get to know you before you approach them for a job. Preparefor a job interview by using social media to research the interviewer and find common topicsto break the ice.

Network online. Expand your network and engage others with similar interests by posting,sharing/forwarding, tweeting and retweeting relevant articles and blogs. This raises your onlineprofile and encourages others to do the same for you. Twitter works well for this.

Know your online profile. Google yourself and make sure what you see is what you wantit to be. Go to Klout.com so you can see your “klout” score, which reports how influentialand engaged you are across platforms. Another great site is wefollow.com, a Twitter directoryorganized by shared interests or categories. Users can add themselves to the categories that bestfit their interests.

Today, employers use LinkedIn, Twitter, Facebook and other social media to identify, recruitand check out new employees. The Internet has helped level the job search playing field by of-fering access to resources that enable you to identify and prepare for career opportunities. Butit’s also offered employers access to more talented job candidates. A smart social media strategycan help you stand out and land the job you seek.

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Posted by Gene Sperling | Joining Forces Blog – Over the last year and a half, President Obama has overseen the first re-design of the military’s transi-tion assistance program in twenty years; created new tax credits to spur veteran hiring; expanded re-employment services, including the Veterans Job Bank and the Veterans Gold Card; and launched a series of initiatives to expand the number of veter-ans that get jobs in health care and first responder fields. Additionally, under the great leadership of Michelle Obama and Jill Biden, Joining Forces has expanded hiring and training partnerships with the private sector in an effort to help our veterans and their spouses get back to work.

Yet, our veterans still face major hurdles as they transition out of the military and into the civil-ian workforce. According to a 2012 survey by Prudential and Iraq and Afghanistan Veterans of America, 60 percent of survey respondents said they had trouble translating their military skills into civilian job experience, creating a significant barrier to employment. Many high-demand, good-paying jobs like paramedics, truck drivers, nurses, and welders, require either a national cer-tification or state occupational license to be hired, and currently our national and state systems make it very difficult for service members and veterans to obtain these civilian certifications and licenses that directly translate to their military training. Often times service members and veterans are required to repeat education or training in order to receive these occupational credentials, even though much, and in some cases, all, of their military training and experience overlaps with credential training requirements. And employers, many with significant needs for skilled workers, are left waiting for these military members to complete these, oftentimes lengthy, credentialing training programs – programs that many veterans could have taught themselves.

It makes no sense that our veterans should face barriers to obtaining credentials that would fast track their way into a good job. Especially when, as of March 2013, roughly 783,000 veterans were unemployed and looking for work, including

207,000 post-9/11 veterans, and, as we drawdown from the war in Afghanistan, one million service members are expected to leave the Armed Forces over the next several years.

Making it easier for service members, veterans, and their spouses to obtain civilian certification and licensure is a triple win. It’s a win for our veterans. It’s a win for our employers. And it’s a win for our economy. That’s why the Department of Defense established the Military Credentialing and Licensing Task Force last June, tasked with identifying and creating opportunities for service members to earn civilian occupational credentials and licenses through partnerships with national certifying bodies. And that’s why, in February, the Obama administration launched the next phase of its military credentialing and licensing efforts, partnering with the states to streamline state occu-pational licensing for veterans.

In remarks to the National Governor’s Asso-ciation, the First Lady issued a call to action to our Nation’s governors for all 50 states to take executive or legislative action to streamline state licensing for service members, veterans, and their spouses by the end of 2015. Recently, Maryland joined 12 states that have answered the First Lady’s call by passing legislation that streamlines the ability for service members and veterans to obtain civilian certification and licensure, and also joined seven states that, since February, have passed legislation that expedites professional licenses or certifications for military spouses when they move to a new state.

States step up to help veterans and spouses get back to work

As of April 2013

As of April 2013

ONLINE Joining Forces is a comprehen-sive national initiative to mobilize all sectors of society to give our service members and their families the opportunities and support they have earned. For more information, visit www.joiningforces.gov.


VetFran strategic initiative containsnearly 500 International Franchise As-

sociation (IFA) franchisor member compa-nies offering financial incentives, trainingand mentoring to veterans interested insmall business ownership and/or a careerpath in franchising.

“With the help of VetFran, veterans haveopened businesses as diverse as Abraka-doodle Art Education, Dunkin’ Donuts,RadioShack, Liberty Tax Service, TheUPS Store and TeamLogicIT,” said MaryKennedy Thompson, chairwoman of theVetFran initiative.

Starting out in 1991, VetFran was foundedby the IFA in an effort to support veteransreturning from the Gulf War transition tothe civilian economy. “VetFran works toraise awareness through the media, events,webinars and online tools and solutions

to educate veterans about opportunities infranchising,” said Thompson.

Many of the companies that comprise theVetFran initiative waive their franchise feesentirely for veterans. Others offer initiativeslike helping with financing, discountedroyalties and credits on purchases. Oneout of every seven franchise businesses areowned and operated by veterans of the U.S.military, according to a recent study.

“More than 66,000 veteran-owned franchisebusinesses in the U.S. provide jobs directlyfor 815,000 Americans and generate morethan $41 billion in GDP [gross domesticproduct],” said Thompson. “VetFran’s morethan 500 members stretch from AAMCOto Zoomin Groomin.”

With hundreds of thousands of servicemembers returning from Iraq and Afghani-

Veterans offeredFinancial Incentives

ONLINEVisit www.vetfran.comfor moreinformation.

stan, the IFA and franchised businesses havelaunched Operation Enduring Opportu-nity, a campaign to hire and recruit as fran-chise restaurant owners, 75,000 veteransand their spouses, and 5,000 WoundedWarriors by 2014.

VetFran’s website describes why veterans aresuccessful at franchising: “Veterans comeback with strong leadership skills and a

thorough understanding of teams. Militaryexperience includes leading people, improv-ing processes and accomplishing the mis-sion. Just like in the military, in franchising,the mission is accomplished by the team.”The initiative also has a Wounded Warriorcomponent which focuses on industriesthat may be particularly suited to disabledveterans, such as franchises in informationtechnology and tax preparation.

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Online resources forveterans, compiledby Joining Forces

The Veterans Job Bank connects unemployed veterans to job openings withcompanies that want to hire them. The Obama Administration partnered withleading job search companies to create a new, easy to use online service thatenables employers to “tag” job postings for veterans. It launched with more than500,000 job listings, a number that will continue growing as more companies tagthe job postings on their own websites and add them to the Veterans Job Bank.

My Next Move for Veterans is an easy-to-use online tool created by the Departmentof Labor that allows veterans to enter information about their experience and skills inthe field and match it with civilian careers that put that experience to use. The site alsoincludes information about salaries, apprenticeships and other related education andtraining programs.

The Veteran Gold Card provides Post-9/11 veterans with extra support asthey transition out of the military. Once a veteran has downloaded the VeteranGold Card, he or she can access six months of personalized case management,assessments and counseling at the roughly 3,000 One-Stop Career Centerslocated across the country.

Hero 2 Hired (H2H) is a comprehensive employment program provided by theDepartment of Defense that offers everything a Reserve Component job seeker needsto find their next opportunity, including job listings, career exploration tools, educationand training resources, virtual career fairs, a mobile app for iOS, Android and Windowsphones, an innovative Facebook application and a variety of networking opportunities.H2H also provides vast recruiting opportunities for military-friendly employers.

President Obama believes that no veteran should have to fight for a job at homeafter they fight for our nation overseas. The president signed “The Vow to HireHeroes Act of 2011,” a law that combines provisions of the veterans’ tax credits

from the President’s American Jobs Act, Chairman Patty Murray’s Hiring Heroes Act andChairman Jeff Miller’s Veterans’ Opportunity to Work Act into a comprehensive packagethat will aggressively attack the unacceptably high rate of veteran’s unemployment. TheObama Administration has also created resources to help veterans translate their militaryskills for the civilian workforce, built new online tools to aid their search for jobs andpartnered with the Chamber of Commerce and the private sector to make it easier to con-nect our veterans with companies that want to hire them:

White House created resources, partneredwith Chamber of Commerce, private sector

ONLINEVisit www.white-house.gov/joining-forces/resources tolearn more aboutthese programs andto check out theVeterans Job Bankwidget (pictured left).


The U.S. Chamber of Commerce is committed to Hiring Our Heroes and aresponsoring 100 hiring fairs for veterans, and military spouses in local communi-ties across the country between March 2011 - March 2012. They have also createdstrategic partnerships to deal with specific populations of veterans and their uniquechallenges in three other areas to include: a Wounded Warrior Transition AssistanceProgram, a Post-9/11 Student Veteran Internship and Employment Program, and aWomen Veterans and Military Spouses Employment Program.

The Military Spouse Employment Partnership (MSEP) is a comprehensiveweb-enabled recruitment and career partnership solution connecting militaryspouses to employers seeking a 21st century workforce with the skills andattributes possessed by military spouses. MSEP provides a digital recruitingplatform for vetted Fortune 500 Plus employers who have committed to iden-tifying and promoting career employment opportunities for military spouses,posting job openings on the MSEP web portal and to offering transferable,portable careers to relocating military spouse employees.

VetSuccess.gov provides comprehensive transition and employmentresources for veterans, service members and their families. VetSuccess.gov serves as a virtual employment resource center where veterans canbrowse job listings, post resumes and apply for positions online. Vet-Success.gov also provides links to more than eight million jobs on theVetCentral site.

Veterans Recruiting Services connectsemployers and veterans through virtual careerfairs. VRS offers services to assist veterans andtheir spouses as they transition to the civilianworkforce and helps employers find the righthighly qualified, educated and well-trainedveterans for their businesses.

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Brandpoint – The average person doesnot think about heroism until he or shesees it in action – when disaster strikesand ordinary people exhibit extraordinarycourage and compassion to help victimsin their time of need. The truth is, how-ever, that the best of human nature is ondisplay every day in the lives of millionsof Americans who work in public servicejobs across the country. Sometimes all ittakes to tap that inner hero is an opportu-nity – and the education – to serve others.

Numerous studies on job satisfactionshow that workers in a broad range offields say job satisfaction is important tothem. Public service jobs such as firefight-ing, teaching and therapy consistentlyrank among the top most-satisfying ca-reers in the General Social Survey con-ducted by the National Organization forResearch.

Whether you’re a recent high schoolgraduate looking for a direction in highereducation or an established professionallooking for a meaningful career change,public service holds many opportuni-ties. As with any career, it’s important toreceive the right training, education anddegree to ensure professional success. Hereare some degree paths that can lead topublic service careers:

Human services – A bachelor of sci-ence in human services can prepare youto work in a variety of fields, includingmental health, social services, education,

rehabilitation and even the courts. If youalready have an associate or bachelor’sdegree, you may be eligible for an acceler-ated degree path.

Education – Graduate programs aredesigned to serve educators and instruc-tors at every level, from colleges anduniversities to K-12 environments. Thereis also a bachelor in early childhooddevelopment that encompasses caring forthe educational needs of young childrenand can extend far beyond the elementaryschool classroom. This degree can opendoors to careers in childcare centers, HeadStart programs and other before and after-school care settings.

Public administration – Strong leadersare vital to the success of any organiza-tion, whether public or private. A master’sin public administration can help youqualify to serve in leadership roles in local,state or federal government agencies, avariety of organizations and non-profits.

Homeland security – With naturaldisasters and terrorist threats makingdaily headlines, the federal governmentsays demand for professionals quali-fied to work in homeland security andemergency response roles will increase. Amaster’s degree in homeland security andemergency management can help youfind a career in emergency preparednessand response, border and transportationsecurity, information analysis, homelanddefense and more.

The career pathsthat lead to everydayacts of heroism

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Brandpoint – The health care industry has evolvedsince a series of sweeping legislative reforms beganto take effect in 2010. New policies and regula-tions, millions of new patients and the introductionof advanced technology have added pressure to analready complex system. As this transformationcontinues, health care leaders are keeping an eyeon how the system is functioning to ensure thesechanges fuel improved health care delivery.

The health care system is comprised of teams work-ing with and among each other within the same“universe.” The core of the health care universeis the patient, and the group of people workingdirectly with the patient to provide care – fromfriends and family to nurses and physicians – iscalled the microsystem. In recent years, this mi-crosystem has become the focus of much researchand discussion, as its successful function directlyimpacts the delivery of care. A new revolution to-ward these improvements is being led by AdvancedPractice Registered Nurses (APRNs) with doctor of

nursing practice (DNP) degrees. Nurses with thisadvanced level of education have the knowledge tounderstand and apply research in the clinical settingto provide greater patient safety and continuousquality improvement.

“Doctorally prepared nurses are at the core of arevolution in health care,” said Dr. Carole Eldridge,director of graduate programs for ChamberlainCollege of Nursing. “By applying research tosolve problems, these nurses are reducing costsand increasing health care quality, which in turnimproves patient outcomes and transforms healthcare delivery.”

APRNs with DNP degrees are becoming increas-ingly valuable to employers, and the degrees arebringing these nurses rewarding career optionsand, in some cases, higher salaries. In fact, nursepractitioners with DNP degrees earn on average$7,316 more annually than those with master ofscience in nursing degrees. This trend illustrates

the expanding role nurses play within thehealth care system. As the largest segmentof the nation’s health care workforce, nursesare uniquely positioned to drive the qual-ity improvements necessary for its successfultransformation.

Where an associate degree innursing was once the standardfor registered nurses, a bach-elor of science in nursingdegree is quickly becomingpreferred, if not required,by employers. Similar-ly, as the health careuniverse grows andbecomes more modern-ized, industry leaderswill look to APRNswith DNP degrees toincrease efficiencies and lowercosts within the microsystem.

Nurses lead revolution towardimproved health care delivery

For more information about our graduation rates, the median debt of students who completed the programs, and other important information,please visit our website at www.bryantstratton.edu/disclosures. *Available at select campuses.

Personal Education. Lifetime Success.®Since 1854

Bryant & Stratton CollegeVeteranHelpful

To learn more, visit us at:http://www.bryantstratton.edu/admissions/military.aspx

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LIVES NEED SAVING START WITH YOURSAs our Virginia Beach community continues to grow, so does the need for emergency medical care. In 2012 the Volunteer Rescue Squads of Virginia Beach responded to over forty thousand 911 calls for help. Be a part of the Largest All Volunteer Based EMS System in the United States. Volunteers Save Lives.

Volunteer Opportunities in the following areas:• Emergency Medical Technical Basic to Paramedic. • Heavy Squad Truck • Marine Rescue Team• Search and Rescue Team • In Virginia Beach EMT training at all levels is FREE • There is no residency requirement for membership or training benefi ts. • If you already meet Virginia EMT certifi cation standards, you can be fast tracked to volunteering • FREE continuous training to the paramedic level • Many benefi ts for volunteers

Military Corpsmen can challenge the VA EMT-BLS Course and with permission of the VA Offi ce OF EMS, take the written test.

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Howto aceyour jobinterviewBrandpoint – Making it to the job interviewstage means your skill set and resume havecaught the interest of a potential employer,who now wants to determine if you’ll be agood fit as an employee of a company. Ac-ing the interview is essential if you want toconvince the employer that you’re the rightperson for the job. “Employers are open tobringing in several candidates for job in-terviews, and this is the time for both theemployer and the candidate to determine ifthey will be a good fit for each other,” saidJoe Seitz, director of career services at EverestInstitute-Grand Rapids.

Seitz and Everest Institute offer these tips toensure that you walk away from your job

interview and receive either a call back for asecond interview or a job offer:

Practice makes perfectHundreds of websites provide traditionaljob interview questions, so think about whatkind of answers you’d give for these ques-tions. For example, “What is your worst

quality?” could be turned into an oppor-tunity to show your future employer youidentify your faults, but are able to recognizeopportunities to improve, with examples ofhow you’ve already taken steps in this direc-tion. Employers ask these kinds of questionsin many different ways, so prepare youranswers beforehand.

Be yourselfAlthough the interview is a great time to sellyourself to a potential employer, be carefulnot to go overboard. Embellishment may betempting, particularly for young graduates,but employers want to know what you’vereally done. Communicate any career trainingyou have and how it relates to the position.“New graduates have a lot going for them,even if they don’t have a lot of experience,”said Seitz. “They can bring fresh ideas to thecompany and are trainable to perfectly matchwhat the company needs.” In cases whereyou lack experience, display a willingness anddesire to learn the necessary skills.

Every interaction countsAnyone you encounter within proximity tothe interview setting can have a direct influ-

ence on its outcome. Having a positive andrespectful attitude creates a more welcomingenvironment all around you and sets you upfor success during the interview. “Smile, bepolite and greet every person you meet, fromthe moment you get into your car to drive tothe interview to the time you arrive home,”said Seitz. “You never know when the personstanding in line in front of you at the coffeeshop prior to your interview could very wellbe the person you interview with later in theafternoon.”

Follow-upGood follow-through is important and showsa potential employer that a candidate caresabout the opportunity. Be sure to send a noteto everyone who interviewed you thankingthem for their time and consideration.

Enhance your skillsSchools like Everest Institute cater to the de-mands of non-traditional students by offeringfast-track programs, flexible classes and onlineeducation programs in popular fields, such ashealth care and accounting, allowing studentsto work or interview for jobs while enhancingtheir skills in the meantime.


Your prior military service could qualify you tocontinue to serve your nation at the CentralIntelligenceAgency (CIA).Opportunities forqualified applicants are available in the U.S.andabroad. If you join the CIA,your military servicecould affect the benefits you earn as a federalemployee.The following information offers a concisedescription of what to expect in terms of benefitswhen transitioning from the military to a career atCIA. The CIA is an independent U.S.governmentagency responsible for providing national securityintelligence to senior U.S.policymakers.

With recent downsizing in the Navy and Air Force, many service membersare being faced with the reality of leaving the Armed Forces. In an effortto combat this, the Army is helping service members continue to servetheir countries without a break in service time. According to the GoArmywebsite (www.goarmy.com), the Blue-to-Green Program was established tohelp good Sailors and Airmen to continue serving their country after beingtold they don’t “make the cut.” “During this period of ‘right sizing’ the AirForce and Navy, the Army recognized the need for our Armed Forces toretain highly qualified men and women in our ranks. Operation Blue-to-Green will allow you to continue to serve your country, to maintain thebenefits the military service and to expand your horizons by gaining newtraining and try new things.”

The program was established in 2004 after an announcement from the AirForce and Navy that stated a plan to cut troops by nearly 24,000 membersbetween the two services. When the program began, the Army was workingto formulate a four-week course for service members who were utilizing theBlue-to-Green Program, although with the numbers of transfers droppingfrom 186 Sailors in 2006 to just 43 Sailors in 2010, the Army has removedthe training, stating it is no longer feasible to offer the shorter course.

Service members, other than Marines, will now be required to completethe full 10-week Basic Combat Training (BCT), which consists of threephases. The first phase of the training is the Red Phase, “the Army makessure every recruit is physically and mentally prepared to start basic train-ing. Upon determining this, recruits are given a haircut, issued Armyuniforms and are ready to start training,” said Sergeant Star, the Army’sautomated help system for the Blue-to-Green Program. The second phaseis the White Phase, “recruits go through marksmanship and combattraining to learn to rappel at the Warrior Tower. This training teachesvital Soldier skills and instills them with more confidence,” said Star. Thethird phase is the Blue Phase, “after becoming familiar with the use ofautomatic weapons and hand grenades in U.S. Weapons training, recruitsput their training to the test as they negotiate the night infiltrationcourse,” said Star.

After passing all three phases and all challenges, the recruits are gathered forthe Rites of Passage, also known as graduation.

Blue-to-Green gives service membersopportunity to continue in Armed Forces

Work for the CIA

Visit www.cia.gov/careers/military-transition.html tolearn more about how yourmilitary service can translateto a career in the CIA.

ONLINE

Benefits

ENLISTEDE1 through E5 will retain their grade and

same date of rank.All E5’s and above will have grade and Mili-

tary Occupational Specialty determined by EISIAW with para 5 above (E5s will retain currentrank, unless, current MOS is over strength andthey refuse to retrain in an MOS that allows E5entry level training).

Training – AFSCs or Rates that convert toArmy MOS will attend Basic Combat Training.Retraining an into other Army MOS may bepossible based on individual’s qualifications andtraining vacancies.

Bonuses may be available for selected Mili-tary Occupational Specialties that convert froman AFSC or Rate.

Assignments – may be available for AFSC orRate that convert to an Army MOS.

OFFICEROfficers will retain their grade and date of rank.Officers will receive branch-specific training

as needed.Find More about Officer Interservice Trans-

fers (with AKO account)

Requirements

Must be physically fitMust meet Army height and weight standardsMinimum term of service is three yearsMust have approved DD Form 368

Learn more at www.goarmy.com/benefits/addition-al-incentives/blue-to-green.html.

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Careers & Continuing Education | Summer 2013