Each year approximately 200,000 veterans exit the US military, many with an immediate need to provide for their families but feeling as if they have no choice but to pursue conventional education. Why do businesses not target and inject these proven professional directly into their workforce; aiding in the difficult transition process of our nation's greatest assets, significantly combating their own retention rates and skill-gaps, all while leveraging public sector funds?!
The short answer: They don't know how!
After years of experience navigating the Department of Labor, Veterans Affairs, and many other regulatory bodies, Fleet to Force has established itself as a Subject Matter Expert on military benefits and their utilization within the private sector. Now were on a mission to share these valuable resources by educating clients on what's possible, providing a clear business case for investing in veteran talent, and supporting every step of the process. Our unique approach not only expedites the transition from military to civilian employment, it financially incentivizes employers to join the cause! And that, my friends, is we create 'win-win' pathways to veteran employment.
Apprenticeship and On-The-Job Training Programs
Apprenticeship and OJT Programs are custom built, to Department of Labor and Veterans Affairs specifications, and target veterans who are able to use their Post 9/11 Montgomery GI Bill. From business and administration to skilled labor and specialized needs, these programs are custom designed to close your specific skills-gaps!
Programs typically run anywhere from 12 to 24 months, but can last up to 4 years. Upon completion, graduates will have earned at least one nationally recognized credential and be fine-tuned to support their employers in areas that were needed most.
Benefits
Compensation within any Apprenticeship program, veteran and civilian alike, must starts at no less than 50% of what a fully trained employee would earn, while also adhering to state minimum wage requirements. By graduation, it is expected that they are at 100% and transition to full-time employment. These are the federal requirements of all Apprenticeship programs and sound great, in theory. In practice, good luck developing a pipeline of quality workers who are willing to start out earning 50% less a new-hire. By leveraging the benefits of the GI Bill veteran apprentices also receive a housing allowance from the government, throughout the duration of the program, and typically end up earning more than that of a fully trained new-hire, even when employers start their compensation at the 50% mark!
Throughout the duration of the program (1-4 years) employers average around 30% annual savings, per veteran apprentice.
Veteran Readniess & Employment
Program
VR&E Programs are custom built Apprenticeship and OJT programs that are designed to employ veterans who have a service-connected disability rating of 10% or higher. Federal agencies have set a quota of hiring people with disabilities at 12%, and while not a national requirement, we owe it to ourselves as citizens and certainly to our disabled veterans to outperform the government in this metric.
Benefits:
The Special Employer Incentive program is an initiative from the Department of Veterans Affairs and Veterans Readiness & Employment. Once approved for the program, a participating employer may begin to hire veterans who meet certain criteria. Those who employ qualifying veterans are able to receive up to 50% reimbursement of the veterans salary, for up to 6 months. They may also claim compensation for cost of instruction, loss of production due to training and for supplies and equipment for training. The VA will also provide tools, equipment, uniforms and other supplies to veteran participants. Qualified veterans are also eligible for the WOTC, WIOA, and many other incentives.
SkillBridge Program
SkillBridge programs are custom built on-the-job-training programs that are designed to target active duty servicemembers. Pending command approval, service members are able to spend, up to, their last 180 days of active duty reporting to participating employers, with the expectation that they will be hired full-time once they have completed their active service.
SkillBridge Programs are able to offer significant value to employers when structured properly, sometimes able to 'stacked' on top of other programs and doubling down on federal resources.
BENEFITS:
Companies who participate in SkillBridge programs have essentially free labor for up to 6 months! This time is used to onboard and train participants to. Service members who participate in SkillBridge programs continue to receive their government paycheck and remain on their government insurance until the end of their active service. Industry partners gain a valuable resource pool and early access to service members who bring experience, skills and unmatched work ethos into their workplace
