Design Your Exit Strategy Before You Submit Your Resignation from the Military

CPT Endre Barath, US ARMY

Design your exit strategy, or should I say your transition strategy, from the military to the civilian world. This is advice from someone who has discovered that the transition from the military to entrepreneurship is one of the most challenging and difficult journeys one can take, especially if there is lack of research, lack of knowledge and just a misplaced cocky attitude.

An exit plan should be addressed as early as possible, because transitioning from a military career to the civilian world is not as easy as most people imagine. For example, I left the military in 1983 as a young Airborne Ranger Infantry Captain and thought that I would be welcomed with open arms and have the civilian world in the palm of my hands.

There were many opportunities that I chose not to take. One of which was to enter the shadow world of the State Department and some of its subsidiary companies, i.e. their semi-civilian corporations. I did not reach out to the Military Industrial Sector, nor did I choose to go back home to become a fireman or a police officer. These were all good choices and opportunities that I did not pursue. Keep in mind that once you close these doors, there are no second chances.

Instead I went to a high-powered New York City recruiter for one of the largest head hunter companies of the time.  He, in turn, looked at my resume and said that Infantry Platoon Leader, Executive Officer, Acting Company Commander, and Brigade Headquarters’ Commandant for an Infantry Brigade were all very impressive milestones that I had achieved.  Then he suggested that I join one of the high-powered companies in the medical, biotech, or financial fields and become a sales trainee. He had high hopes that with my drive, I would succeed. I, on the other hand, was hoping to be a Senior Manager or a Company CEO. He smiled and said, “You are not a retiring General with connections. You need to start at the bottom and work your way up.”  

The military taught me to set goals, design a road map and work at it until it was achieved. The road has been colorful at best. I left behind a steady paycheck, retirement options, potential retirement benefits, health care benefits, etc. Just to keep it simple: there are no vacations or sick days and you are working 24/7 if you want to succeed.

I, instead, took the road less traveled. The road lead me to Contract Security Management and ultimately real estate for the past 20+ years in the Boston, MA and the Greater Los Angeles, CA real estate market. The competition is high and the opportunities are higher, but you can never take your eye off the goal.

This is universal to all businesses and particularly to the sales field. With true passion, perseverance, and focus, you will succeed. When you interview for a position, make sure that you get this point across and at the same time remember the interview is a two way street. Get to know the organization’s climate and see if it is a good fit for you. Do not focus on just getting the job, but rather focus on whether or not you can stay the course for years to come.

If this idea is too challenging, then you might consider staying the course and serving until retirement. Enjoy the camaraderie that is not as prevalent in the civilian world as it is in the military. Either way, best wishes for success in all your endeavors!

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Veteran Entrepreneur Overcomes Obstacles to Create Popular Mobile App

CPT Cameron Smith, US Army

Air Force pilot, Gregory Coleman, and fellow MBA candidate, Benjamin Young, realized they faced a problem while they attended the prestigious Wharton School of Business. Both men juggled family obligations, full-time work, and a rigorous academic schedule and had little time and energy to maintain a healthy lifestyle. They needed a solution.

Coleman, a 1995 graduate of the U.S. Air Force Academy and a pilot with over 60 combat and combat support missions, decided to solve this problem with the help of Young’s tech expertise. Together, the men founded Nexercise, a technology company that makes the popular Sworkit mobile app. Sworkit provides a simple way to workout anywhere, anytime with no need for equipment.

But, their entrepreneurial journey wasn’t easy. Coleman and Young graduated from business school in 2009 at the height of the global economic recession. Though their first product gained impressive traction, they wanted to create a breakout app and eventually pivoted their focus to the Sworkit project. Both men worked on the business during nights and weekends while maintaining other careers. In fact, Coleman still served as an active duty pilot in the Air National Guard when the two applied and were rejected from the famous Techstars accelerator.

However, the rejection led Coleman to a sister program called Patriot Boot Camp which targets Veterans involved in technology start-ups.

Coleman was able to attend the three-day Patriot Boot Camp in Washington, D.C. in 2012 and was exposed to a host of mentors and resources. More importantly, the program served as a community and support network for him. Entrepreneurship can often be a lonely journey and through the Patriot Boot Camp, Coleman was encouraged by the camaraderie of Veterans who were on a similar journey.

Armed with the experience and support from the Patriot Boot Camp, Coleman and Young reapplied to Techstars and were accepted to the 2013 cohort based in Chicago. This three-month program was a huge catalyst for their Sworkit app and propelled Coleman to eventually resign his full time role with the Air National Guard to focus solely on the business.

Since then, Sworkit has been a resounding success. In 2015 alone, it has grown from 200k monthly users to over 1.8 million. Today, Coleman serves as the COO of the company and manages execution and business operations. Like many Veterans, he brings valuable skills such as innovative problem solving and perseverance to the founding team. He also credits the great mentorship provided by Patriot Boot Camp and Techstars with providing key ingredients to Sworkit’s success.

Coleman’s story is a prime example of how military members can leverage their skills and “no fail” mentality to solve problems and make an impact. Coleman firmly believes that Veterans make great entrepreneurs, but that “taking the leap” is also where many Veterans stall..

Veterans can’t forget that the roadmap to entrepreneurial success is often marked with setbacks and obstacles. However, resources like the Patriot Boot Camp and finding mentors are essential to becoming a success story like Sworkit.

Visit http://sworkit.com/ to learn more about Sworkit. And if you’re an aspiring Veteran entrepreneur, check out Patriot Boot Camp!

Author: Cameron Smith is a former Army Officer who is taking the leap into entrepreneurship.

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3 Ways to Get College Credit from Your Joint Services Transcript (JST)

Capt Craig Gilman, USMC

As a military or veteran student, you’ve gained valuable training, skills, and experience while serving your country, which is documented in your Joint Services Transcript (JST). You’re probably aware that your JST can be used to earn transfer credit when applying to school, but are you taking full advantage of the different types of military college credits available? 

Step 1: Use Prior Learning Assessment (PLA) to Your Advantage

To understand how your JST can help get the most transfer credit into your chosen college degree, first you need to understand the variety of ways in which transfer credit can be achieved.

Generally, PLA refers to any means of bringing transfer credit into a degree program at any college. Common examples include:

· Prior college learning

· AP examinations from high school

· College-Level Examination Program (CLEP) scores

Some schools offer a structured PLA program to help you maximize the credit you can transfer into an academic program based on your military and life experiences. For adult students with real-world experience, seeking out such schools can be advantageous, because you may be able to graduate sooner and for less cost. 

Our PLA program at American Military University gives you the opportunity to earn credit for learning outside the confines of a traditional classroom, in addition to what may have been earned via the American Council of Education (ACE) or college-level testing. Our unique PLA process allows you to demonstrate this through:

· College-level knowledge

· Skills and abilities as the result of work experience

· Formal corporate or military training not evaluated by ACE

· Business ownership

· Volunteer work

· Independent study

· Travel and many other life experiences   

Documentation is Your Friend

Documentation will help you get as many credits as possible. It can include sample work products, training certificates, workplace evaluations, letters of recommendation, and photographs. As a military student, you have the advantage of providing your JST as documentation in support of these requirements. 

Consider a military intelligence analyst stationed abroad. While credit may be recommended on the JST due to the analyst’s formal intelligence training, the region-specific knowledge and skills the analyst attained while living abroad will not. However, the analyst can use the JST to verify training, in combination with a resume and narrative to demonstrate years’ worth of experience and observation in a local culture. This could demonstrate the analyst’s mastery of certain learning objectives of a particular course in a degree program, such as intelligence or international relations, and provide sufficient evidence to earn college credit awarded through the PLA process.

Before you apply to such PLA programs, which do require some time, effort and expense—be sure to maximize the more common means of transferring credits into a degree program.

Step 2: Maximize Transfer Credit Using Your JST

The Military Course Completions and Military Experience sections of the JST contain a list of all your military training and occupational assignments. Often, these have been recommended for credit and are certified by ACE. ACE specializes in translating military experience into recommended college credit. Verify that your JST is included with any application when enrolling at a college. First, ask the college to confirm that it will accept relevant credit recommendations from your JST.

Under the Other Learning Experiences section, other training and real-world knowledge and experience is listed. Although no course credit is earned for these experiences, the information is valuable in proving competency for credentialing and qualification for employment. This is important for students attempting to earn additional transfer credits at colleges that offer a prior learning assessment option.

Step 3: Choose Your School & Program Wisely

Be aware that there are limits to the amount of transfer credit any reputable college or university will allow. Institutions of higher education that maintain expectations of academic rigor often have a residency requirement, which stipulates that students must take at least 25 percent of their program at their school in order to award a diploma. Schools that do not enforce this industry standard warrant a second look.

Selecting a specific degree program is a personal and important choice. It should be based on your long-term career and individual goals. If earning a degree in the shortest amount of time is critical to your goals, be sure to first review the degree requirements. Match them to any prior learning you already have, or to what you believe might earn you credit through a PLA program with your JST.

Consider schools that have a history of accepting legitimate transfer credit from legitimate sources, such as prior college credit, college-level testing and ACE-recommended military training. Do not ignore accreditation. As a general rule, for academic degree programs look for regional accreditation. Then, confirm that the school offers a formalized PLA process.

Different schools have different policies regarding the acceptance of transfer credit. Some accept minimal credit based on military training. Some do not provide sufficient military specific services that current and former Servicemembers deserve. So get another opinion. By using these three steps and knowing how PLA works to your advantage, you’ll be well-equipped to maximize the academic credits you may have already earned by serving your nation.

Read more Command Posts, here! 

Dispelling Civilian Expectations: What You Don't Know You Don't Know

Capt Whitney Davis, USMC

A little background on myself: I was an artillery officer in the Marine Corps from 2004-2012. I spent my time as an artillery liaison officer, forward observer, executive officer, and platoon commander. I also worked as an infantry platoon commander in Iraq and a JTAC/Firepower Control Team Leader in Afghanistan. I conducted a total of five deployments: Iraq twice, Afghanistan, and two Marine Expeditionary Unit deployments. I left the Marine Corps in 2012, was able to find a job before my separation date, and have worked in that job for nearly three years now. I work in the manufacturing industry, initially as a shift supervisor and after a promotion, as a superintendent.

I want to begin by dispelling some expectations you may have of the civilian job market place. For starters, no one is obligated to hire you. No one sees that you are a vet and immediately puts your resume in the “to hire” bin. Your status as a veteran does not necessarily help your job search. It doesn’t hurt in most cases, but do not expect anyone to roll the red carpet out for you. I have found that this is a common misperception that separating service members have. To be clear, there are companies that prefer veterans and there are companies that have veteran transition programs. When those resources are available, use them, but don’t assume you have a leg up. It’s better to expect and prepare for the worst case scenario and be pleasantly surprised than the other way around.

Now, as a veteran, you have some disadvantages. First, you don’t speak the same language as the people looking to hire you. Second, your career accomplishments are not in line with what hiring managers are typically looking for. Finally, you probably have a very limited network outside the military. For most of us the military is the only job we’ve known since leaving high school or college. As such, we don’t know a lot of professionals that aren’t family or service members. This disadvantage is probably the most significant, because a network is what will likely get you hired.

That leads me into my first piece of advice: start your transition early! I cannot overstate how important it is that you start transitioning at least 12 months out. That is the minimum. Ideally, I’d like you to start 18 months out. If you have less than a year before you separate I strongly suggest that you try to push your date out. You will need this time to polish your resume, work on interview skills, and most importantly to build the network that will get you a job.

How do you build that network though, and in what field should you focus? I can’t speak to anyone else, but I had no idea what I wanted to do outside of the military. I am willing to bet, though, that a lot of service members are in the same boat. As I said, most of us have never had a career outside of the military and don’t know where to even start figuring out what to do. I think this is why so many people end up in law enforcement, security, and government jobs after separating. There is nothing wrong with those careers, but don’t limit yourself just because they’re familiar.

Fortunately, there are methods to find out about various career fields. I used the local (San Diego) Chamber of Commerce and American Corporate Partners (ACP). The Chamber of Commerce was extremely helpful. They provided me with personality assessments and an idea of what fields I may fit in. They also gave me an opportunity to shadow people in those fields. This was great for two reasons: first, exposure to career fields I may not have considered (or, ones I did consider but was able to rule out), and second, it was an opportunity to start building a professional network outside of the military. The Chamber of Commerce has offices throughout the nation and, from my experience, is focused on helping veterans transition. It is a great idea to reach out to them and see what programs are available, both in the city that you’re separating from and in any city you’d want to move to.  ACP has a program that will link you up with a mentor in various fields. This mentor is a veteran with a few years of experience in the field you’re interested in. This can be a great resource for getting some detailed information on a career field you may be interested in, along with advice on how to get into that field and some contacts to help you do so. There are more resources out there, and if you’d like to get in touch I will be happy to provide some links, but I found those two most helpful. Look around a bit, be open-minded, and put yourself out there though you’ll find a lot of people willing to help you.

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Yellow Ribbon Programs: What You Should Know About Your Education Benefits

David Yoo, RallyPoint Civilian Careers.

BestColleges.com pulled a 2012 report from NBC News which noted that there are roughly 800,000 veterans of the U.S. Armed Forces currently attending college, but that many of those who attend do not complete their full time in the institution. Disheartening statistics of veteran college drop out rates, however, have bred more active responses from legislators, schools, and communities to adopt better measures to ease the transition to the civilian world. Of those measures, the Yellow Ribbon Program stands out in aiding veterans in covering often expensive tuition costs. 

In our previous post about noting important details about the GI Bill, we mentioned the Yellow Ribbon Program and how schools have partnered with the VA to help alleviate the costs of higher education for returning veterans. 

Going back to school after years of service can be a valuable way to pick up a few things that may help you in your transition to working in the private civilian sector. Many schools offer classes and degrees in technical areas and non-technical subjects. You can get a background in areas such as programming or business and marketing, which may be worth your time if you don't think your military experience is enough to land you a full-time job that you would like to work for.

So how do you get these benefits and what exactly is the Yellow Ribbon Program? We'll review some of the details we've mentioned before in our previous post but also go into more detail regarding the specific eligibility requirements and specific benefits.

So What is the Yellow Ribbon Program?

The Yellow Ribbon Program is essentially a component of the Post-9/11 GI Bill that help veteran students attend more expensive private universities by cutting tuition costs. Usually, the Post-9/11 GI Bill benefits for veterans attending private schools have a cap mandated by the national maximum, meaning costs are not always covered by GI Bill benefits. The maximum changes often and can can be tracked here. Currently the maximum is $20,235.02 and will change this year on August 1, 2015 to $21,084.89.

According to the VA, the Post-9/11 GI Bill will pay you: 

• All resident tuition and fees for a public school 

• The lower of the actual tuition and fees or the national maximum per academic year for a private school

"Your actual tuition & fees costs may exceed these amounts if you are attending a private school or are attending a public school as a nonresident student. 

Institutions of Higher Learning (Degree Granting Institutions) may elect to participate in the Yellow Ribbon Program to make additional funds available for your education program without an additional charge to your GI Bill entitlement. 

These institutions voluntarily enter into a Yellow Ribbon Agreement with VA and choose the amount of tuition and fees that will be contributed. VA matches that amount and issues payments directly to the institution."

Eligibility Requirements

The VA provides a list of requirements that you must meet in order to receive the Yellow Ribbon Program benefits. Here's the complete list that you can find on the VA's site:

• You must be eligible for the maximum benefit rate under the Post-9/11 GI Bill. 
• You must not be on active duty or a spouse using transferred entitlement. 
• Your school must agree to participate in the Yellow Ribbon Program. 
• Your school must have not offered Yellow Ribbon to more than the maximum number of individuals, as stated in their participation agreement. 
• Your school must certify your enrollment to VA and provide Yellow Ribbon Program information 

You may be eligible if you fit the following circumstances: 

• You served an aggregate period of 36 months in active duty after Sept. 10, 2001. 
• You were honorably discharged from active duty for a service-connected disability and you served 30 continuous days after Sept. 10, 2001. 
• You are a dependent eligible for Transfer of Entitlement under the Post-9/11 GI Bill based on the service eligibility criteria listed above. 

Some Frequently Asked Questions (FAQ's)

Am I automatically eligible for the Yellow Ribbon Program if I am also eligible for the Post-9/11 GI Bill?

No. Only Veterans and dependents who received your benefit through a transfer are eligible. Active duty service members and spouses are not eligible. Also, the school or institution itself must be approved to participate in the Yellow Ribbon Program and you have to apply to the school.

If the school I intend to enroll in participates in the Yellow Ribbon Program, am I automatically going to receive the benefits?

No. The school or institution partners with the VA to help cover tuition, but the extent to which the school provides these benefits depends on the school. There are limits on the number of veterans who can receive benefits from the program, and this is determined on a first-come, first-served basis. You have to apply to the school and the school should notify you whether you were accepted into the program and thus eligible for the benefits. 

How do I know whether the school I want to attend participates in the Yellow Ribbon Program?

You can find schools that participate in the Yellow Ribbon Program through the VA's list of Yellow Ribbon participants on the GI Bill website. Here is a direct link, where you can find schools that participate in the Yellow Ribbon Program by state. 

You should also look into schools that have an overall more robust program that provide support for veteran students. You can find informative lists of institutions that offer more benefits for veteran students seeking higher education through some simple searching.

For more FAQ's and answers, check out the VA's page here. Join more discussions or learn more about transitioning in our employment and transition thread here. 

PSA: Online Presence is Important to Transition

David Yoo, RallyPoint Civilian Careers.

The importance of having online presence has become increasingly greater with the popularity of social networking sites in our daily lives. College administrators as well as hiring managers and recruiters have found social networking sites to be a great tool to find out more about candidates outside of the materials presented in the application process. 

In fact, a new survey discussed on CollegeRecruiter confirms what many of us already know: "the use of social media sites such as Twitter, Facebook, and LinkedIn have become an essential practice amongst human resource professionals with 92 percent of U.S. companies using social networks and media to find talent in 2012, up from 78 percent five years ago." 

The survey also found that nearly 3 out of 4 hiring managers and recruiters check candidates’ social profiles, and 48 percent of them always do so, even if they are not provided in the application.

All this information suggests that having an online presence is crucial to employment and transition. 

Most hiring professionals go to LinkedIn first in order to search for you and assess you based on relevant keywords. If you don't a LinkedIn profile, or an incomplete one with few relevant keywords, you’re probably going to have some trouble gaining visibility to them. 

The best advice for cultivating an online presence is the following:

• Have a broad presence in the social media world
• Exude and communicate professionalism
• Avoid uploading, posting, or being tagged in controversial material

Develop a Broad Online Presence

Expand your social networking presence and make sure that you have some presence in the major networks that employers use to scout or screen candidates. 

LinkedIn, Facebook, and Twitter tend to be the largest civilian social networks that many hiring managers sift through to get both a metaphoric and literal picture of you and the type of person you are while they consider your application. RallyPoint is the largest military network, and many hiring managers that work for companies that have a robust hiring process for veterans and service members are active in the site. So make sure that you've organized and completed your profile on these major sites and you should have your bases covered.

Exude and Communicate Professionalism

Part of cultivating a good online presence for your future employers and veteran recruiters to see involves making sure that your profiles on various social networking sites are completed and organized.

• You want to make sure you include information that is relevant to your skill set and experience, and fill out as much information as possible when describing when and where you've worked and what you did. Part of this discussion is mostly relevant to professional networking sites like LinkedIn and RallyPoint, where many hiring managers and veteran recruiters go to find talent for their job openings. Also make sure your Facebook profile doesn't include too many personal details that you wouldn't want your employer to know through a quick Google search of your name (e.g. extraneous information about when you expect a newborn or financial information). Adjust your privacy settings if you want to limit the amount of information available for strangers to see publicly. 

• Uploading a professional photo involves one that would help the employer see how you would fit with the company's culture. Sometimes wearing military uniform detracts from the employers' ability to envision you fitting in, so try to get a civilian and professional photo of you taken. 

• Part of communicating professionalism on online social networks is also making your profile viewable and understandable to the common civilian employer without military experience. Try removing military lingo that isn't readily understood. 

• Mention your civilian world achievements when you can. A lot of your accomplishments may be pertinent within the military community, but many civilian employers might not appreciate them and such information only serves to clutter your professional profile. Be concise but informative and relevant.

Avoid Controversy

Being careful with what you post in the online world may seem like common sense, but unfortunately many individuals still don't seem to truly understand how this impacts their professional careers. 

Remember the old adage that if you don't have anything nice to say, you shouldn't say it at all. Unsurprisingly, recruiters and hiring managers find negative content to be more harmful to their perception of the candidates than not having any content at all. 

This isn't to say that you shouldn't post anything at all, but that you should always be mindful of who might be reading the content you post online. Expressing your opinions on headline issues on Facebook, for example, is not off limits. But the type of language and the approach you use to speak about the issue at hand might merit some careful consideration. As mentioned before, you should also look into your privacy settings if you want to have more control over your profile's content.

The survey we've mentioned above talks about some of the content that are big "No's." 

• Content that recruiters especially frown on includes references to using illegal drugs (78 percent negative) and posts of a sexual nature (67 percent negative). 
• Profanity in posts and tweets garnered a 61 percent negative reaction. 
• 47 percent reacted negatively to posts about alcohol consumption. 
• Grammar or spelling mistakes on social profiles saw a 54 percent negative reaction.

Go through your profiles on Facebook/Twitter and other social networks to make sure that nothing sensitive or of that nature is linked back to you. Don't let the opportunity for a job interview be pre-determined by the type of inappropriate things that your friends tagged you in, the regretful things you wrote when you were serving, or other sensitive material that you wouldn't want your family members or hiring managers to see. 

Go fill out your RallyPoint profile and make the first step in attractively marketing yourself to veteran recruiters and hiring managers. Go reach out and contact companies in our career corner.

The infographic used throughout this post is from the Hollister Institute and has been modified in this piece. All rights and ownership to the infographic and any derivates belongs to the Hollister Institute.  The source for the information presented in the infographic is pulled from Staffing Industry Analysts, Career Builder's "Annual Social Media Recruitment Survey" - conducted between Feb. 11 & March 6, 2015 & article: "Number of Employers Passing on Applicants due to Social Media Posts Continues to Rise, According to New CareerBuilder Survey."

Learn Why Veterans Leave Their Jobs So You Can Find The Right One

LTC Chad Storlie, US Army

In 2014, the Institute for Veterans and Military Families (IVMF) and VetAdvisor sponsored a survey for military veterans to discover their job retention success.  The survey revealed three primary findings:

1.     ~50% stayed in their first post-separation position 12 months or less.

2.     The three employment-related issues of greatest importance to respondents were: opportunities to apply their skills and abilities; adequate benefits and pay; and meaningfulness of the work.

3.     Third, respondents’ biggest obstacle to obtaining initial employment was finding opportunities that match their military training and experience.

Source: Syracuse University Institute for Veterans and Military Families’ and VetAdvisor’s “Veteran Job Retention Survey Summary,” page 1, released 10/01/14.

The reason this study is so vital for veteran career success is that you have to ensure your position, company, and career possess the elements that caused other veterans to leave their positions. By understanding what drives people to leave, veterans discover what can cause them to join and to remain with a company that will help them have a successful post-military career.

Here are a few pointers how to discover what makes a great company:

Veteran Company Retention Point #1 – What Are the Steps to Your Next Three Positions.

As you interview and network within a company, ask what are the steps, timing, and qualifications necessary to move into the next three possible positions within the company. If people stumble, cannot cite examples, or state that everyone within their department has been their 10+ years, then promotion may not be something to expect in 2-3 years.

Veteran Company Retention Point #2 – Talk to Other Veterans In the Company.

The military has a unique view of promotions. In the military, after we complete assigned schooling, succeed in a position, and meet the qualifications for the next position; we EXPECT to be promoted. The military concept of promotion is unique and it’s best to talk to other military veterans to see how the company is similar and dissimilar in their concepts of advancement.  A veteran-to-veteran conversation is the best way to do this.

Veteran Company Retention Point #3 – Determine How to Translate Military Skills to Your New Career.

For the vast majority of veterans (I was an Infantry and a Special Forces officer), there will be little direct relationship between your assigned military duties and your future civilian career.  However, there will be hundreds of highly valuable indirect points of value from planning, competitive intelligence, creating safe working conditions, leading, and conducting After Action Reviews (AAR’s) that your employer will find incredibly valuable. It is translated military experience applied to business challenges that are valuable – you have to determine how to translate and apply your military skills.

Veteran Company Retention Point #4 – What Are Company Sponsored Professional Development Opportunities.

Distinct professional development opportunities tell a lot about a company.  Ask about both formal and informal opportunities to learn, develop, and share skill sets.

If your current company or future company does not have all of these opportunities for professional development or future advancement, do not despair. Realize that you will have to exercise initiative to create opportunities for your own advancement and development. Remember, on the battlefield, the enemy rarely says, “It would be great if you could attack me here – I will leave this spot undefended.”  Likewise, success in your current and future career depends on your own initiative and development.

Further Research and Reading on Success & Challenges to Veteran Post-Military Careers:

1.     Veteran Job Retention Survey Summary - http://vets.syr.edu/wp-content/uploads/2014/10/VetAdvisor%20Report(FINAL%20Single%20pages).pdf

2.     Monster Veteran Talent Index (2011 – 2014) - http://www.monster.com/about/veterans-talent-index

3.     Center for New American Security - Employing America's Veterans: Perspectives from Businesses - http://www.cnas.org/sites/default/files/publications-pdf/CNAS_EmployingAmericasVeterans_HarrellBerglass.pdf

4.     RAND – Veteran Employment: Lessons from the 100,000 Jobs Mission - http://www.rand.org/content/dam/rand/pubs/research_reports/RR800/RR836/RAND_RR836.pdf

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Job Hunting & Frustration

1SG Daniel Thorstad, US Army

After completing over 20 years in the Army, I thought finding a civilian sector job would be a piece of cake. I had leadership and training experience and I could make difficult decisions in very stressful situations without batting an eye. I live by the values I learned in the military. What employer wouldn't want these traits in his/her company? They all say they want to hire Veterans because we bring these intangibles. I led and trained hundreds of troops, so how hard could job searching be? Tough…tougher than anything I had ever done.

The Army trains to prepare you for a myriad of situations you may find yourself in. But when you leave the military, you leave that support group that you had grown accustomed to. You are on your own and it's the most frightening feeling you can have.

I was getting really anxious after 4 months of searching! So much so that when I finally got a job offer as a satellite TV installer, I jumped right on it! I didn't care that I was over 40 with a bad back, arthritic knees (the military is tough on a person), and I'd be installing satellite dishes in the middle of North Dakota winters. I just wanted a job and a chance to prove myself. I would have worked through the pain and been the most dedicated satellite installer in the company! I took some painkillers and pushed myself through the physical and occupational test. I steeled myself for the upcoming training and winter! Luckily for me, I found another job and was hired before I had to sacrifice my body to these installations.

I felt your frustrations. In some ways, I still feel it. More of my life was spent in the military than being a civilian. There are days when I wish I would've pulled my retirement packet and lingered in the Army until mandatory retirement. I still struggle with assimilating but it gets better every day.

If you are still searching and considering relocating, North Dakota has the lowest unemployment rate and the fastest growing economy in the nation. There are always 25,000 jobs to be filled, and they are not all oil or energy related. Fargo has a very robust and diverse economy.

If you have time, you can visit: http://www.experience.nd.gov/live/ to learn more or give me a shout. Best of luck!

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Top 5 Jobs That Pay Over $80,000 For Veterans

David Yoo, RallyPoint Civilian Careers.

1.  Chief Information Security Officer

With major cybersecurity threats and data breaches becoming more common, chief information security officers are facing more challenges than ever. This officer is charged with evaluating, reporting, and suggesting ideas that involve enhancing security measures and addressing problems that the company currently faces.

Chief Information Security Officers are very familiar with information technology and oversee teams of highly-skilled technicians, programmers, and engineers who are charged with the responsibility of protecting the company's data and information systems as well as shaping its security apparatus. With a new focus on combatting compromising cybersecurity threats, veterans are often well qualified to use their knowledge and skills to similar positions in the private sector. This position is also about leading, which is why military experience and skills transfer along well.

In fact, according to PayScale, veterans are more than six times as likely to work in this position than a civilian. The median salary for this position is $139,860. Follow the unofficial page for Chief Information Security Officers on RallyPoint here.

2. Capture Manager

Capture managers are tasked with overseeing a company's bids for new business opportunities (especially those that involve government contracts). According to PayScale, veterans are ten times as likely to hold this position than their civilian counterparts. 

Lisa Rosser, the founder and CEO of The Value of a Veteran, a consulting company that coordinates efforts with private organizations to streamline internal veteran hiring programs, has described the position as a "fancy sales position" that requires an individual who is familiar with business and government relationships and also capable of highlighting the value of the product. 

PayScale details the types of duties and responsibilities of a Capture Manager:

• Recruit and inform the capture team, setting schedule, and assigning tasks.
• Set strategy, budget, and timelines for selected proposals.
• Review potential projects, research funders, and competitors, and evaluate likelihood of success.
• Work with contractors, build relationships with funders, and increase client base.

The median salary is $118,589. Check out the RallyPoint followers page for Capture Managers here.

3. IT Security Architect

An Information Technology (IT) Security Architect is, like the Chief Information Security Officer, responsible for the network and computer security for the company. 

During the early stages of the company's security "life cycle," the IT Security Architect is essentially the project leader and is in charge of planning, researching, and ultimately designing the most important elements of the company's information security. The IT Security Architect begins the project by creating a general design and planning the features and functionalities that are needed. The IT Security Architect is also responsible for delegating important tasks to members that are capable of programming and developing the necessary modules for the ultimate security structure. 

Once the individual pieces are created, the IT Security Architect is responsible for integrating and synthesizing the pieces and testing the final security structure to ensure that it is behaving according to plan. He/she is then responsible for developing the standard operating procedures and company policies for how the security systems will be used for the business. 

The median salary for this position is $113,664. Be a part of a network of security architects on RallyPoint here and here. 

4. Auditing Manager

An Auditing Manager is responsible for "overseeing a company's process or procedure to ensure that it runs smoothly and that the company is following necessary laws and regulations." The act of auditing is simply a systematic review or assessment of something. Therefore, audit management is the process of "oversee[ing] the internal/external audit staff, establishes audit programs, and hires and trains the appropriate audit personnel."

For example, an Auditing Manager may be responsible for invoices, examining invoice receipts and ensuring they are fulfilled as binding legal contracts. They may also be involved with internal company affairs ranging from ensuring that the company's employees are all acting ethically and keeping a record of company finances to check for embezzled, lost, or stolen funds. 

Veterans with a keen eye for numbers and attention to detail are particularly fit for this position, which many larger companies require in order to run effectively. 

The median salary of an Auditing Manager is $83,057. 

5. Supply Chain Manager

Supply Chain Managers are responsible for overseeing and coordinating key parts of the franchise supply chain, as the name of the title would imply. The three main responsibilities include "promoting teamwork between the sales team and customer service team, developing and maintaining policies on general logistics and procedures, and maintaining overall inventory based on demand." 

A supply chain manager is also responsible for remaining in direct communication with suppliers and should be able to analyze the cost-benefit analysis of contracts. They must "provide leadership and guidance to a team of store managers within the supply chain," and veterans with years of military service have the know-how of leading with purpose while being mindful of logistical details. 

Veterans are perfect candidates for this type of position as they have experience working with large teams and coordinating teamwork among disparate sections or cross-divisions. It is important for the Supply Chain Manager to have his hands in many constant projects and being on top of things.

The median salary for Supply Chain Managers is $81,782. Be a part of a network of Supply Chain Managers on RallyPoint here.


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