United States Department of Labor

Implementation Plan
PROVET Replication Project 2003
 TABLE OF CONTENTS

Executive Summary .............................................................................................. 2

United States Department of Labor, Employment and Training Services(s) .............................................. 2

VETS, USES, and DOD Office of Policy .......................................................................................................... 2

Process for Implementation ............................................................................................................................ 2

Marketing the Joint Services of DOL and DOD .............................................................................................. 3

Part I: Introduction ................................................................................................ 4

Part II: The Customer ............................................................................................ 6

What We Learned about the Customer ........................................................................................................... 6

Employment Status .......................................................................................................................................... 6

Georgia PROVET Development ....................................................................................................................... 7

Implementation ................................................................................................................................................. 8

Initial Implementation Sites ........................................................................................................................... 10

Attachment A. April 2003 Georgia Site Visit Contact Information .................... 13

Attachment B. May 2003 FAQs from Meetings in Georgia ................................. 19

Attachment C. MOU between DOL and DOD ....................................................... 23

Attachment D. July 2003 Questionnaire and Responses from Installations ..... 31


Executive
Summary
United States Department of
Labor, Employment and
Training Services
The United States Department of Labor (DOL)
has established several pilot employment
programs for the benefit of veterans and spouses
of military personnel. These initiatives are
positioned to meet the needs and challenges of
these unique groups. They foster the growth of
portable careers, a seamless transition of skills to
the civilian work force, recognition of
credentials and certification, and education and
training that promote defined career paths. These
programs enhance employment and educational
options for veterans and spouses of military
personnel through the establishment of
employer/government working groups that focus
on these issues.
This implementation plan focuses on one of the
new pilot programs: Promoting Re-employment
Opportunities for Veterans, or PROVET, an
employer-focused job development and
placement program. PROVET has pilots in four
states, each unique in its own right. In 1999,
Tennessee successfully targeted the electronics
and information technology industries.
Currently, Maryland and California are targeting
health care, and Georgia is working with the
retail and wholesale industries. The California
and Georgia pilots have included both veterans
2 United States Department of Labor Implementation Plan PROVET Replication Project 2003
and spouses of military personnel as employee
candidates. Having proven to be industry-
flexible and multi-state friendly, PROVET will
further develop the Georgia pilot, using the
already introduced tools and lessons learned in
planning.
VETS, USES, and DOD
Office of Policy
The Veterans Employment and Training Service
(VETS) and the United States Employment
Service (USES) are the DOL agencies charged
with assisting in improving the quality of life for
our nation’s veterans. The DOD’s Office of
Policy is tasked with creating programs that
enhance the quality of life for family members.
The VETS Transition Assistance Program
(TAP), the USES One-Stop Career Centers, and
DOD Family Service Centers are all central to
the success of program implementation.
Process for Implementation
The process for successful implementation is
simple. A framework has been designed which
links resources and expertise of DOL, DOD, and
employers. Information delivery systems and
databases, services, and veteran and military
families needs have been fused together for
maximum impact.
The cornerstone of implementation is derived
from in-depth analysis of program effectiveness.
Analysis is continuous and includes the tracking
of candidate employment, education,
certification, and licensing, and the transfer of
skills from the military to the civilian workforce.
Analysis of results provide the DOL with the
information necessary to expand or alter
programs for success.
The implementation process will be customer-
driven and flexible. The benefits of program
implementation apply to various customers.
Implementation of the PROVET program begins
and ends with the customer. These customers are
worldwide and include:
❑ Veterans and spouses of military personnel.
Most veterans settle close to a military
facility; spouses of personnel are also
located on or close to a base.
❑ Employers. Companies, national and
international in scope, will be customers as
they provide the flexibility necessary to
meet the needs of this population.
Employers will gain employees who are
accustomed to relocating often and bring
with them transferable skills, knowledge,
and abilities. The companies will save
millions of dollars in training, as these
employees will stay with the company.
❑ States. States meet the needs of this
population with many services, and they
benefit from the huge economic impact of
having bases located within their borders.
States may be able to assist spouses and
veterans as dislocated workers and provide
the tools for education and on-the-job
training. Welfare subsidies will be reduced
and state economies will be improved.
United States Department of Labor Implementation Plan PROVET Replication Project 2003
❑ Department of Defense. While meeting the
needs of our nation’s security, the DOD
will also save the taxpayers billions of
dollars spent yearly on training new
personnel because of turnover.
Implementation will assist the DOD in
attracting and retaining the force necessary
to meet mission requirements. If families
are financially secure and spouses are
gainfully employed without the fear of
losing a job after relocating, the military
member is more likely to stay in service.
Marketing the Joint Services
of DOL and DOD
The DOL and DOD jointly will promote
program implementation by using a triangulated
approach. This includes:
❑ Creating awareness and support for the
programs;
❑ Identifying and building their customer
base; and
❑ Ensuring continuous use and growth of
programs by creating powerful tools for
success.
3
 Spring 2002–Spring 2003
Part I
DOL decided in the spring of 2002 to expand the
Introduction concept and to implement it on a large base.

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

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

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

4 United States Department of Labor Implementation Plan PROVET Replication Project 2003
❑ Sending advance information including the
draft guidebook, a marketing piece
developed by Columbus, Georgia, Career
Center, a PowerPoint presentation
developed by a contractor for US DOL as
background material, and a review of
contact specifics.
❑ During the site visits, a 30-minute
question-and-answer period ensued.
Contractor reviewed the comments and
questions after each meeting and used
them to develop FAQs and comments for
the DOL (Attachment B).
United States Department of Labor Implementation Plan PROVET Replication Project 2003
❑ Signing of Memorandum of Understanding
by Secretary Chao and Secretary Rumsfeld
to promote cooperative efforts between the
Departments of Labor and Defense, to
improve the quality of life for current and
exiting military members and their
families, and to contribute to the quality of
the American labor force (Attachment C).
❑ Sending comments from questionnaire to
all participating Georgia bases
(Attachment D).
5

Part II
The Customer
What we learned about the
customer
❑ Veterans. Every year about 250,000
veterans separate from service. A large
percentage (69%) of these veterans are
married, accounting for an additional
172,500 potential employees entering the
work force.
❑ Spouses of military personnel. Some 53%
of military members are married; this
equates to 693,793 spouses, of whom over
70% are 35 years old or younger. In 2000,
the US civilian workforce saw over 55% of
all enlisted spouses and 48% of officer
spouses working. About 8% of all spouses
who were not employed were seeking
work.
Employment Status
55%
Employed
48%
Seeking work 8%
7%
Unemployed and 37%
not seeking work 45%
6 United States Department of Labor Implementation Plan PROVET Replication Project 2003
❑ Employers. The national employer base for
retail and wholesale trade accounts for
20% of all US employment. Retail and
wholesale industries are in every state,
close to every base, and employ more than
25 million people. Projections of
employment for the year 2006 reach over
26 million.
❑ States are struggling to meet the demands
of the current economy and adapt to
changes in budgets arising from critical
homeland security issues. The MOU does
not specify any funding; however, in some
cases the federal government is assisting
states by granting emergency dislocated
workers funds to relieve some of the
burden of unemployment payments and
free up their tight budgets.
❑ Department of Defense base locations have
Family Service Centers on most bases.
They provide information and services to
family members; employment specialists
are among their current staffs.
Enlisted Spouse
Officer Spouse
 Georgia PROVET Development
PROVET Development Tasks
Tasks
Task 1 Conduct straw
man concept program
Task 2 Use guidebook
at large base
Task 3 Introduce PROVET
throughout Georgia
Task 4 Create awareness and
support for PROVET
Task 5 Develop
implementation strategy
United States Department of Labor Implementation Plan PROVET Replication Project 2003
Activities Milestones
1. Location: Ohio August–
2. Company: CVS/pharmacy October 2001
3. MOU with DOL VETS, CVS/pharmacy,
US Coast Guard
4. Write guidebook and get approval for January 2002
draft from DOL
1. Location: Fort Benning, Georgia April 2002
2. Company, CVS/pharmacy
3. Parties involved: VETS and USES, US Army,
Columbus One Stop Career Center
4. Implement program
5. GA DOL funds personnel to run program August 2002
from base
6. Personnel hired: 15 companies recruited; April 2003
has 20 applicants, 4 hires
1. Inform all US service family policy departments March 2003
about program introduction
2. Send advance information to participating bases March 2003
in Georgia and State-recommended One-Stop
Career Centers.
3. Introduce concept to 6 bases and 7 career centers April 2003
4. Develop FAQs based on site visits May 2003
5. Develop questionnaire as follow-up July 2003
1. Develop information sheets March 2003
2. Develop Web information Fall 2003
3. Develop pamphlets and information packets Fall 2003
4. Base-to-base and regional DOL spokespersons Fall 2003
outreach, with speakers kit including
PowerPoint presentation
5. Hold roundtable of all companies involved Fall 2003
in Georgia, base personnel, and DOL
1. Define regions for DOL August 2003
2. Define bases in each region for targeting August 2003
3. Define industry leaders for mobilization of Fall 2003
PROVET, using VETS leadership roundtable
and the ETA business roundtable
7
Implementation
Objective 1: Identify regions for rollout
of PROVET
Major Challenges:
❑ VETS currently has 10 regions; ETA has 6
regions. The ETA regions are similar
enough to correlate with VET regions.
❑ Bases are located in every state, some in
very rural areas
❑ Cross-state employment
❑ Funding sources
Key Strategies:
❑ Initially roll out program in VETS Region
IV, ETA Region III; they are identical, and
Georgia is one of the states.
❑ Set the location within 50 miles of every
base. Rural locations for bases are
common. One-Stop Career Centers are
located on-line by ZIP code. This would
assist in developing closer contact between
the DOL One-Stop Career Centers and
DOD Family Service Centers. More
veterans and spouses will be reached by
using all facilities that use the common
tools for success.
8 United States Department of Labor Implementation Plan PROVET Replication Project 2003
❑ Facilitate cross-state employment, which is
common for bases; they are frequently on
borders. The regional approach for DOL
facilities would assist in this effort. For
example, bases could have contacts at both
One-Stop Career Centers in Phenix City,
Alabama, and Columbus, Georgia, both
serving Fort Benning personnel.
❑ Remember that funding is always critical
to the success of any program. When
PROVET was introduced in Georgia, all
participants were informed that the
guidebook was a value-added benefit to
helping them do their job. A few states
have applied for and received dislocated
workers funding for training and
education. Health care PROVET in San
Diego, California, is one example. Another
avenue to explore could be funding
provided through Workforce Investment
Board grants. The ultimate goal of this
government program is to provide seed
money as start-up funds and eventually
have self-sustaining implementation, with
the states and installations using resources
already available. Build the programs up
and out using the cornerstone principles of
available services to encourage education,
career growth, and industry involvement,
all for the continued enrichment of our
veterans and military families.
Objective 2: Gain cooperation of
United States military installations
Major Challenges:
❑ All service branches have different
bureaucratic levels and family policy
systems.
❑ Contractors run some of the service centers
on base and may see this project in terms
of “turf” issues — i.e., in conflict with
services they offer.
❑ Family Service Centers all want the
permission of their commanding officer or
an even higher authority in order to
promote the program.
Key Strategies:
❑ Use the July 11, 2003, Memorandum of
Understanding between Secretary Chao
and Secretary Rumsfeld as the umbrella for
PROVET implementation.
❑ Issue DOL/DOD joint letters to all regional
DOL and military service family policy
branch heads establishing protocol for
introduction and implementation.
❑ Hold roundtable discussion in each region,
or nationally to introduce joint DOL/DOD
programs.
United States Department of Labor Implementation Plan PROVET Replication Project 2003
Objective 3: Foster relationships with
large international and national
companies and have them sign the
national MOU
Major Challenges:
❑ Identifying companies
❑ Gaining leadership in the industry
❑ Clarifying the value of the MOU
Key Strategies:
❑ Leverage the Veterans Hire Employment
Group and the DOL’s National Business
Partnership for initial impact.
❑ Invite established DOD partnerships to
participate, such as Adecco for the US
Navy.
❑ Create value for the MOU by outlining
advantages, such as the tax benefits for
companies that hire veterans and spouses.
❑ Be flexible in industry affiliation; do not
lock in on one industry per state or region.
❑ Do not place any undue reporting burdens
on companies.
9
 Initial Implementation Sites
US Department of Defense Installation Locations
US Department of Labor Region IV for VETS and Region 3 for ETA
Alabama, Florida, Georgia, Kentucky, Mississippi, North Carolina, South Carolina, Tennessee (53 installations)

State Branch of Installation Contact Phone County Zip Code

Service Number

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

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

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

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

Georgia Air Force Moody 229-257-4211 Lowndes 31699

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

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

Kentucky Army Fort Campbell 270-798-9322 Christian 42223

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

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

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

North Air Force Pope 910-394-1110 Cumberland 28308

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

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

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

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

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

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

Location NSB Kings Bay GA USN (Submarines)

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

Family Service Center Spouse Employment Rep. GA Career Center

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

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

Dec 2002 Labor Force Estimates

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

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

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

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

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

DSN 870-9906 870-1035

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

Fax 912-767-1018 912-554-3416

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

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

Dec 2002 Labor Force Estimates

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

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

Family Service Center Relocation Mgr. GA Career Center

Director: Monica Battle Doris Clark Mr. Cecil Wilkerson

Manager
Savannah Career Center

Army Community Service DCAC/ACS 5520 White Bluff Rd.

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

DSN 971-2694

Commercial 912-353-2694 912-356-2773

Fax 912-353-2601 912-356-2790

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

Dec 2002 Labor Force Estimates

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

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

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

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

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

DSN 780-3579 780-7336

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

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

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

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

Wayne S. Beaty,
Assistant Manager
Wayne.Beaty@dol.state.ga.us
George T. Champlin, DVOP
George.Champlin@
dol.state.ga.us
Michael J. Armstrong,
Unit Supervisor
Mike.Armstrong@
dol.state.ga.us
Phylicia Fuller, DVOP
Phylicia.fuller
@dol.state.ga.us

Dec 2002 Labor Force Estimates

Richmond County Columbia County* (Outside Gate 2)
Labor Force Employment Unemployment Rate Labor Force Employment Unemployment Rate
Number
81,777 77,578 4,199 5.1 46,228 44,920 1,308 2.8

Key: Some workers sent to South Carolina for employment

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

Employment Readiness Program Army Community Service South Metro Career Center

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

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

DSN 367-3266 367-3265

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

Fax 404-464-4862 404-699-6933

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

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

Dec 2002 Labor Force Estimates

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

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

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

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

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

DSN 925-6062 ext 101

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

770-919-6061 ext 102

Fax 678-655-6060

Pat.patterson@navy.mil willie.johnson@ dol.state.ga.us

Dennis Budaj, Career Center Unit Supervisor
770-528-6126
Dennis.Budaj@dol.state.ga.us
Woodroe Booker, Career Center Assistant Mgr.
770-528-6104
Woodroe.booker@dol.state.ga.us
Margaret Tibbetts, Career Center Assistant Mgr.
770-528-6100
Margaret.tibbetts@dol.state.ga.us

Dec 2002 Labor Force Estimates

Cobb County
Labor Force Employment Unemployment Rate
Number
379,598 364,171 15,427 4.1

18 United States Department of Labor Implementation Plan PROVET Replication Project 2003
 Attachment B
May 2003 FAQs from Meetings in Georgia
DOD and DOL FAQs (in bold) and contractor
response.
Q. What is the name of the program?
Contractor response: All sites feel the need to
have a “name” — not just PROVET, as it now
also involves spouses. The question will be
raised with DOL.
Q. What is the difference between this program
and what we already do?
Contractor response: The National
Memorandum of Understanding (MOU)
between the service branch, company, and DOL
is the critical piece and what separates this
program from all others. Thanks to the MOU,
spouses and veterans will be able to make
seamless transitions in the civilian workforce.
The veteran will not have a break in
employment or face undue financial hardships as
some veterans have experienced when leaving
the service. Spouses will be able to move with
their military member without facing the
prospect of not having gainful employment; they
will retain seniority and retirement benefits.
Both veterans and spouses will be able to
develop career pathways, not just jobs, upon
moving. Employers will save money in training
and, if appropriate, receive a tax credit.
Q. Who signs the MOU?
Contractor response: While Fort Benning is
working at the local level, it would seem
United States Department of Labor Implementation Plan PROVET Replication Project 2003
advantageous to have a national MOU for
transition purposes.
Q. If employer contacts are made locally, how is
the national headquarters informed?
Contractor response: It is a concern, and the US
DOL will be informed.
Q. Why Georgia?
Contractor response: Georgia is a friendly state
for military retirees, with an aggressive DOL
staff willing to do what it takes to make a
difference in veterans’ lives; there are a
cooperative base, good economic indicators, and
CVS/pharmacy locations in every area of bases.
Q. How do we connect to each other (meaning
DOL–DOD)?
Contractor response: The information sheets will
be updated and sent to all participants. It is
suggested that the DOL sites contact the DOD
base for next steps.
Q. How does the program cross borders to other
states? There are three bases in Georgia, which
currently cross borders for employment and living
purposes.
Contractor response: This issue has been
discussed with both site DOD and DOL
personnel. The state DOL offices cannot cross
borders, but the DOD Family Service Centers
can for placement and discussion with other
bases. This is a key issue, tied to state funding
19
for the DOL, and will need further attention and
discussion.
Q. What is the contractor role?
Contractor response: The contractor works on
behalf of the DOL to present self-help tools for
veteran and spouse employment, as well as to
gather information for the US DOL concerning
implementation progress, issues and concerns.
The contractor will follow up with all parties to
gain insight into how the program is being
implemented, analyze the results, and forward
the information to the US DOL. The DOL will
make an informed decision on any further
implementation plans.
Specific questions regarding DOL sites:
Q. Is there any funding attached and how will it be
implemented?
Contractor response: The State has provided
funding for a person to be hired in Columbus to
work as a half-time LVER for veterans and half-
time with Wagner Peyser funding for spouses. It
is unknown whether any additional funding or
grant proposals have been approved, although a
grant application may have been made.
Q. How is this different from the Home Depot
program?
Contractor response: I do not know a lot about
the program, but the MOU may have different
language attached to it.
20 United States Department of Labor Implementation Plan PROVET Replication Project 2003
Comments regarding DOL sites:
❑ DOL may be able to use regional offices in
order to utilize cross-state employment
opportunities.
❑ DOL employees all stated they were
anxious to get started, and were most
enthusiastic.
❑ This is a win–win development that
benefits everyone.
❑ There are economic concerns with
returning military reservists and lost jobs
resulting from plant closures and
downsizing.
❑ DOD has its own “mini” DOL. Why do
they need us?
❑ Work with DOL coastal regional offices to
plan and coordinate activities.
❑ Use TAP as an avenue to market program.
❑ We need to get companies involved on
employer committees at local DOL offices.
DOD questions:
❑ Will this trickle up or down the chain of
command?
❑ Clarify the role of the Family Service
Center and the cooperation with the DOL.
❑ Will this create jobs on the base? Is there
any funding attached?
❑ Why is the relocation manager involved?
❑ Does this have anything to do with the
spouse summit?
DOD comments:

❑ Networking is the key.

❑ DOD employees from Family Service

Centers sit on most DOL boards in small
towns. They already know each other very
well.

❑ We need an official letter of authorization

to begin.

❑ This is not a quick fix.

❑ This program could make use of the Hope

Scholarship program in Georgia.

❑ This program will encourage portable

skills.

❑ Is this program designed for companies to

obtain cheap labor?

United States Department of Labor Implementation Plan PROVET Replication Project 2003 21
22 United States Department of Labor Implementation Plan PROVET Replication Project 2003
 Attachment C
MOU between DOL and DOD

United States Department of Labor Implementation Plan PROVET Replication Project 2003 23
 OFFICE OF THE UNDER SECRETARY OF DEFENSE
4000 DEFENSE PENTAGON
WASHINGTON. D.C. 20301-4000

JUl 25 2003
PERSONNEL AND
READINESS

MEMORANDUM FOR DEPUTY ASSISTANT SECRETARY OF THE ARMY

(HUMAN RESOURCES)
DEPUTY ASSISTANT SECRETARY OF THE NA VY
(MILITARY PERSONNELPOLICY)
DEPUTY ASSISTANT SECRETARY OF THE AIR FORCE
(FORCEMANAGEMENT AND PERSONNEL)

SUBJECT: Memorandumof UnderstandingbetweenDepartmentof Defenseand

Departmentof Labor

On July 11, 2003, the Secretariesof the Department of Defense and the
Department of Labor signed a Memorandum of Understanding (copy attached) to
promote cooperativeefforts betweenthe two Departmentsto improve the quality of life
for Servicemembersand their families and to contribute to the quality of the American
labor force.

This Memorandumof Understandingprovidesthe framework for a broadrangeof

continuing and new partnershipefforts betweenthe Departmentsto easere-entry into the
civilian workforce and ensuremilitary skills are translatedinto civilian employment. The
Memorandum of Understanding will help military spousesestablish careers despite
having to transition among job markets due to frequent relocations. It will also
strengthen Labor's efforts to support returning reservists' job searches, employ
America's Job Bank to recruit for military jobs, expand employment infrastructure to
supportmilitary spouseemployment,and encouragecorporateAmerica to hire returning
reservistsand military spouses.

We will be standingup a working group in the next two months to focus on this
exciting new project.

.~
ohn M. Molino
De uty U der Secretaryof Defense
(Mili ornmunity and Family Policy)

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

This Memorandum of Understanding is enteredinto betweenthe United States

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

I. PURPOSE

The purposeof this Memorandumof Understandingis to promotecooperative

efforts betweenthe U.S. Departmentof Defenseand the U.S. Departmentof Labor to
improvethe quality of life for currentandexiting servicemembersand their families and
to contributeto the quality of the Americanlabor force. The patriotic servicesprovided
by military membersand their families aroundthe world havemadethe global economy
possibleand America the leadingnation in the world economy. The goal of this joint
effort by DOD andDOL is to enhancerecruitmentandretentionfor the military services
andto assistthetransitionandreentryof militarypersonnel
into the21st Century
workforce. In addition to enhancingretentionof and servicesto military personnel,this
cooperativeeffort seeksto ensurethat opportunitiesfor training, educationand
employmentare availableto military spouses.

DOD andDOL cooperativeefforts hereunderwill analyzepublic policy issuesrelated

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

II. BACKGROUNDAND AUTHORITY

The Departmentof Defenseprovidesfor the commondefenseof the nation with the

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

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

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

DOD shareswith DOL a particular interestin expandingservicesthat relateto

andsupportthe following:
1. Recruitment
2. Retention
3. Re-entry
Recruitmentand retentionof military personnelareessentialto military readinessand the
securityof the nation. Following their service,the reentry of membersof the military
into the 21st Centuryworkforce involves a significant transition. All three areasof
interestcanbenefit significantly by accessto the typesof educationandtraining
opportunitiesthat DOL providesand promotes,including expandingDOL participation
in TransitionAssistanceProgram(TAP) workshopsconductedat overseaslocations.

DOD andDOL arecurrently collaboratingin the following programs:

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

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

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

The Departmentsareenteringinto this Memorandumof Understandingto

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

FutureDOD andDOL collaborationwill include:

1 Enhancedcoordinationfor DOD logistical supportthat will facilitate the

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

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

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

2. The Departmentof Defensewill:

a. Inform the Military Servicesof the purposeand intent of this
Memorandumof Understanding.
b. Encouragethe Military Servicesto identify and establishcollaborative
. endeavors
in meetingthestatedpurposeof this Memorandum
of
Understanding.
c. Assign staff on a collateral duty basisto participatein a Working
Group taskedwith coordinatingthe implementationof this
Memorandumof Understanding.

IV. JOINT RESPONSmIL~

Both the Departmentof Labor and the Departmentof Defensewill continueto

implementtheir strongcommitmentto VeteransPreferencein federalhiring, with the
goalof increasingemploymentopportunitiesfor separatingservicemembersand other
veteransin the U.S. Government.

v. AGENCY AGREEMENTS

1. The Working Group identified in Sectionill aboveshall meet as

necessaryin orderto accomplishthe goalsof this Memorandumof
Understanding.
2. The Working Group shall submit,within 6 monthsof the executionof this
Agreement,a preliminary progressreport to both agencyheads. The
report shall identify areasof potentialcollaboration,barriersto be
addressed,andrecommendactionsto implementeachareaof
collaborationidentified.
3. The partiesrecognizeand agreethat no new program,activity, or project
may be initiated, nor an existing program,activity or project augmentedor
revised,without the approvalof eachagencyheador his or her Designee.
4. This Memorandumof Understandingdoesnot constitutea financial
obligation or serveas a basisfor expenditures.Each agencywill utilize its
own resources,including expendingits own funds, pursuantto its statutory
authority,to implementthis Memorandumof Understanding.Any
obligation of funds will be accomplishedthrough other appropriate
documents.
5. Releasesto the press,public announcements, and communicationwith the
Congressconcerningjoint programsconductedunderthis Memorandum

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

VI. EFFECTIVE DATE

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

VI. EFFECT

1. Nothing in this Memorandumof Understandingshall be interpretedas

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

2. This Memorandumof Understandingis an internal governmental

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

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

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

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

5
30 United States Department of Labor Implementation Plan PROVET Replication Project 2003
 Attachment D
July 2003 Questionnaire and Responses from Installations

(NOTE: Not all installations responded.)

A. Kathryn B. Palmer and Jack U. Baker
Army Career Services and Ga. DOL, Augusta 07/14/2003
Fort Gordon
B. Eric (Pat) Patterson
Family Fleet Service Center 07/01/2003
Navy Air Station Atlanta (NAS)
C. Debra B. Lucas and Vivian P. Hanson
Mobility Support Office 07/03/2003
Kings Bay
D. Bobbi Burk
Employment Readiness Program 07/09/2003
Fort McPherson

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

United States Department of Labor Implementation Plan PROVET Replication Project 2003 31
also seems not to have made it to all who are
involved or should be involved at all levels.
Several DOL people that I have met didn’t know
about this incentive or have heard just a little
about it and then a person who works with the
commissioner’s office told me that this is a
federal program and not their program.
2. Have you scheduled meetings or
conference calls to update each other?
Fort Gordon: We contact each other via e-mail
or telephonically when new developments occur
or as needed. As soon as the district manager of
CVS can be contacted, the three of us will meet.
NAS Atlanta: No.
Kings Bay: The SEAP staff meets regularly
with the Kings Bay, Georgia, Department of
Labor quarterly at the Employer Committee
meetings to update each other on all new
initiatives. However, this initiative has not been
mentioned by the Department of Labor at any of
these meetings.
Fort McPherson: No.
3. Have you appointed contacts?
Fort Gordon: Yes, We have names and phone
numbers for all three.
NAS Atlanta: No.
Kings Bay: The current Point of Contact (POC)
for the Fleet and Family Support Center (FFSC)
is Vivian Hanson, our Spouse Employment
Program Coordinator. At this time, the POC for
the Kings Bay, Georgia, Department of Labor is
32 United States Department of Labor Implementation Plan PROVET Replication Project 2003
Mrs. Louise Mitchell, from whom we are
awaiting further information.
Fort McPherson: No.
4. If applicable to your organization, have
you marketed the program to any
employers?
Fort Gordon: Only those mentioned above at
this time.
NAS Atlanta: No.
Kings Bay: No. We have not received any
marketing materials nor were we advised to
market this program. We were told that Georgia
Department of Labor was in charge of the
marketing.
Fort McPherson: Yes. I have passed out
information to several companies. I have shared
the book as well as a pamphlet that I revised
from the original info given to us.
5. If so, how many?
Fort Gordon: Three.
NAS Atlanta: NA.
Kings Bay: N/A.
Fort McPherson: Not sure.
6. Who are the organizations and what
type of industry do they represent.
Fort Gordon: Home Depot — home
improvement. Walgreen and CVS/pharmacy —
both are pharmacies and convenience stores.
NAS Atlanta: N/A.
Kings Bay: N/A.
Fort McPherson: To name a few, I remember
Sprint, Snyovus Financial, Volt Staffing, AT
Systems (security), FedEx Ground, FedEx
Freight, FedEx, Performance Data Systems, Inc.
(a HR consultant).
7. What has the response been?
Fort Gordon: The response has been positive
for Home Depot and Walgreen’s. CVS is still
pending a meeting with the District Manager.
HD has a history of employing active duty
military and their spouses. Everybody is very
upbeat about the program and I don’t perceive
any major problems.
NAS Atlanta: N/A.
Kings Bay: N/A.
Fort McPherson: They are excited about it but
once again, they want to know what the benefits
will be for them (besides getting great
employees). They want to know why they
should put in the extra time to start this type of
plan. Some companies already offer similar
types of benefits to all employees if they leave
the company on good terms, so they are not sure
why they should buy into this program.
Companies also want more direction on how to
set this up.
8. If applicable to your organization, what
are the methods used for candidate
recruitment? This applies to veterans
and/or spouses.
United States Department of Labor Implementation Plan PROVET Replication Project 2003
Fort Gordon: The ACS Employment
Readiness Program advertises through mass e-
mail to clients and those who pass through ACS.
Additionally, the ACS Website has an
employment link, Hire-Net, that advertises new
vacancies. We also provide information to
soldiers passing through ACAP
NAS Atlanta: NA.
Kings Bay: We market the Spouse Employment
Assistance Program as a whole to the spouse,
active duty and retiree population through
various news articles in the local base news-
paper, the cable channel for the base, at various
wives groups, through the Ombudsman, through
various fliers and brochures, through employer
visits, and by membership in the local Chamber
of Commerce, the Kings Bay Employer
Committee, and the local Board of Education.
Fort McPherson: Mass e-mail distribution, post
paper, and fliers.
9. Where are the best places and/or
methods to reach potential candidates?
Fort Gordon: For military family members and
soldiers, through the newcomers’ orientation,
command info meetings, signal paper, Family
Readiness Groups and mandatory development
classes such as Command Call, ODP, NCODP.
NAS Atlanta: NA.
Kings Bay: Through the Mobility Support
Office and the local Georgia Department of
Labor.
Fort McPherson: Mass e-mail, post paper,
fliers.
33
10. Have there been any veterans or spouses
hired? If so, how many and by which
companies?
Fort Gordon: Yes, they hire qualified
candidates when openings are available all the
time. Tracking tends to be a problem due to
clients not letting us know they have been hired.
NAS Atlanta: NA.
Kings Bay: N/A.
Fort McPherson: Not under this program. They
have been hired because of the networking I
have done with the companies previously.
11. What are the top three challenges facing
you when implementing a program like
this one?
Fort Gordon:
• Time
• Coordination and travel to business
locations
• Being able to track those that have been
hired.
NAS Atlanta: Unless I receive guidance from
Department of Navy I do not plan to move
forward until they have obtained the cooperation
of the major players in the business community.
I have met with the ADECCO on the accelerator
program and actively refer to them and plan on a
joint meeting with them and the Fort McPherson
Spouse Employment office.
Kings Bay:
• Receipt of information and materials.
• Formalized action plan with established
follow-up dates and deadlines
34 United States Department of Labor Implementation Plan PROVET Replication Project 2003
• Buy-in by all parties necessary to
implement the program
• Absence of large corporate employers in
remote locations such as Kings Bay
Fort McPherson:
• Time, of course, is always an issue, which
leads into my second challenge.
• Lack of assistance: For many Employment
Assistance Programs (ERPs) there is only
one person to do the networking, client
assistance, follow-up and any other
program responsibilities. Bringing this
program up requires a lot of dedication of
time. Allocating a contractor or being able
to recruit and retain a volunteer would be a
great benefit and asset.
• Lack of direction. More direction needs to
be spelled out regarding what is expected
from all involved (ERP, DOL and
employers), and who is responsible for
what. Have pre-designed SOPs, MOIs, and
MOAs, where all you would have to do is
basically fill in the blanks. Develop a
deskside guide so that all programs are
running the same. If left up to
interpretation it will create confusion from
installation to installation, employer to
employer, and employee to employee.
Offer training through DOL inviting all
military installations and employers
interested at that point to be involved and
teach everyone the same thing.