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1. WELCOME TO THE TRANSITION ASSISTANCE PROGRAM Introduction1 FO&D

3. Dept of Labor

4. Dept of Veterans Affairs

5. Dept of Homeland SecurityFO&D Introduction 2 FO&D

7. TAP Employment Workshops

8. VA Benefits Brief

9. Disabled Transition Assistance Program (DTAP)Introduction 3 FO&D

10. DOL TAP Employment Workshop DOL Veterans’ Employment and Training Service (VETS) exists to assure that Veterans succeed in the 21st Century Workforce. VETS has provided TAP Employment Workshops to separating and retiring military members and their spouses since 1990. Introduction 4 FO&D

12. Professionally trained facilitators

13. Focus on resumes, interviewing & job searches

14. Provide skills assessment & Labor Market InformationIntroduction 5 FO&D

16. Identify Strengths and Analyze Skills

17. Determine Work Preferences & Work-Related ValuesIntroduction 6

19. Assess Financial NeedsIntroduction 7

21. Researching Companies

22. Job Search Assistance & Employment Opportunities

23. Creating Effective ResumesIntroduction 8

25. Handling Questions & Answers

26. Body Language & “Dressing for Success”Introduction 9

28. Negotiate Job Offers

29. Communicating Your DecisionIntroduction 10

31. Dept of Labor

32. Dept of Veterans Affairs

33. Dept of Homeland Security

34. Small Business Administration

35. Federal Student AidIntroduction 11

36. Workshop Standards and Expectations Complete a hand-written DRAFT resume. Understand how to use the Key to Career Success Cards and know the resources available to you at a One-Stop Career Center. www.servicelocator.org Introduction 12

37. Workshop Standards and Expectations Conduct a mock interview and receive feedback you can use. Become familiar with the DVOP / LVER positions and how to contact a representative in the area you will be residing or searching for employment. Introduction 13

39. Meals

40. Dress

41. Participation

42. AttendanceYou are expected to attend each day of this workshop. Introduction 14

43. For a Successful Workshop Turn off cell phones and pagers Don’t return to your office or unit This is your time Take notes and ask questions Complete homework Come ready with a winning attitude! Introduction 15

44. SECTION 1.1 Objective: Recognize the importance of developing a stress reduction plan TAP Manual Page 2 1.1-1 Deal with Stress FO&D

45. What is Stress? “A mismatch between the demands in our lives, and the resources we have available to deal with those demands.” 1.1-2 Deal with Stress

47. It may be positive or negative

48. We can’t avoid stressStress is any change that you must adjust to... 1.1-3 Deal with Stress

49. Coping With Stress Develop and maintain a plan to manage the effects of stress Seek professional assistance if needed TAP Manual Page 3 1.1-4 Deal with Stress

50. Homelessness Among Veterans VA estimates that as many as 154,000 veterans are homeless on any given night.* More than twice that many experience homelessness over the course of a year.* *U.S. Department of Veterans Affairs www.va.gov/homeless 1.1-5 Deal with Stress

51. Why Are Veterans Homeless? Male veterans are twice as likely to become homeless, and female veterans are four times more likely to be homeless as their non-veteran counterparts. A large number live with post traumatic stress disorders and addictions acquired during or exacerbated by their military service. Lack of family and social networks due to lengthy periods away from their communities of origin. Government money is limited and serves only 1-in-5 of homeless veterans in need. 1.1-6 Deal with Stress

52. Prevention of Homelessness Among Veterans Military service separation process Participate in “preseparation” counseling process Participate in Transition Assistance Program (TAP) Employment Workshop Know about your VA Benefits Obtain income Seek early assistance for mental health and substance abuse issues 1.1-7 Deal with Stress

53. U.S. DOL – VETSHomeless Veterans’ Reintegration Program This program provides employment, training, and supportive services to assist in reintegrating homeless veterans into meaningful employment within the labor force. HVRP 1.1-8 Deal with Stress

54. U.S. DOL – VETS Veterans’ Workforce Investment Program VWIP provides employment, training, and supportive services to assist in reintegrating eligible veterans into meaningful employment within the labor force. VWIP 1.1-9 Deal with Stress

55. Helpful Contacts U.S. Department of Labor, Veterans’ Employment & Training Service – www.dol.gov/vets DVOP / LVER Representatives Department of Veterans Affairs – www.va.gov/homeless Medical Center Homeless Coordinator Benefits Administration Regional Office Homeless Coordinator VETS Center Staff State Office of Veterans Affairs – www.nasdva.com National Coalition for Homeless Veterans – www.nchv.org 1-800-VET-HELP 1.1-10 Deal with Stress

57. Deal effectively with the strengths and challenges arising from military experience

58. Identify your transferable skills that can be used in a variety of jobs1.2-1 Create a Career Catalog

59. Types of Records MILITARY SERVICE • DD Form 214 – Separation Papers • Training Record • Honors and Awards • Military Transcripts • Service Record and Security Clearance • Medical and Dental Records (2-3 copies) • Benefits Information WORK EXPERIENCE • Work History (job titles, employers, dates, supervisors, duties and accomplishments) • Work Samples • Honors and Citations • Community Activities • Salary History • Licenses • Certifications TAP Manual Page 5 1.2-2 Create a Career Catalog FO&D

62. Men Under Age 26 If you will be under 26 years old at your separation you MUST check with the Selective Service to assure you are properly registered. www.sss.gov Failure to register can affect Veteran Benefits 1.2-4 Create a Career Catalog

64. Education and Training

65. Special Skills

66. Military Service

67. Work Experience

68. Other InformationTAP Manual Page 7 1.2-5 Create a Career Catalog

70. Discipline

71. Training

72. Accountability / Recordkeeping

73. Teamwork

74. Work with Diverse Groups

75. Work Under Pressure

76. Plan Systematically 1.3-1 TAP Manual Page 14 Identify Strengths and Challenges

78. Follow Directions

79. Drug Free

80. Maturity

81. Security Clearance

82. Initiative

83. Problem Solving

84. Work with Minimal Supervision1.3-2 Identify Strengths and Challenges

86. Stereotypes

87. Unrealistic Expectations

88. CredentialsTAP Manual Page 16 1.3-3 Identify Strengths and Challenges

89. Your Accomplishments Improved Safety Created a Program Increased Performance Increased Retention Improved Processing Time Reengineered Equipment Improved Service Delivery Solved Long-Term Problems Improved Administration Reduced Management Quantify Scope #’s TAP Manual Page 17 % 1.4-1 Analyze Your Skills

90. Truck Mechanic GOOD – Basic skill / Task description Repaired and maintained trucks. BETTER – More details Performed 90% of all truck repairs within 24 hours to assure maximum availability. Supervised 15 mechanics who repaired and maintained a 30 truck fleet. BEST – Accomplishment / Outstanding result Saved $30,000 annually by re-designing a truck part that had a high failure rate. Reduced motor pool service turnaround time 25% by creating a “fast track” team for easy repair jobs and routine services. 1.4-2 Analyze Your Skills

92. Determine your personal preferences

93. Explain why your work-related values and preferences are important in making job decisions1.5-1 Work Preferences

94. Preferences / Values What are Your Priorities? Location Job How do they direct your transition? Lifestyle TAP Manual Money Page 23 1.5-2 Work Preferences

96. Determine your financial needs as a way of estimating your salary requirementsTAP Manual Page 27 2.1-1 Career Research FO&D

97. Career Development Process Assessing Your: Purpose – what drives you? Motivations Passion – what are you passionate about? Interests Hobbies Volunteer Involvement What Energizes You? What Strengths Do You Enjoy Using? 2.1-2 Career Research

98. Career Development Process Assessing Your: Personality – who are you? What do you do for fun? Will you like this position? Will the team like you? Interpersonal Skills– how do you deal with difficult people? Emotional Control 2.1-3 Career Research

99. Career Development Process Assessing Your: Performance – what do you bring to the table? Experience Skills Strengths Education 2.1-4 Career Research

100. Career Development Process Career Exploration/Relationships Research & Create a Plan Research Career Opportunities Research Education Track Informational Interviews Create Contingency Plans (A, B and C) Set Goals Network Connections Individuals Organizations 2.1-5 Social Groups CareerResearch

101. Career Exploration Veterans’ Employment & Training Service www.dol.gov/vets Department of Labor Statistics www.bls.gov Occupational Outlook Handbook http://stats.bls.gov/oco/home.htm O*NET (Job Data & Skill Search) http://online.onetcenter.org TurboTAP 2.1-6 www.transitionassistanceprogram.com Career Research

102. Finance Keys in Transition Eliminate or reduce non-asset debt Get on a budget; reduce expenses to match projected income before you leave Check your credit record: www.annualcreditreport.com www.experian.com www.transunion.com www.equifax.com See your Financial Counselor for help Maximize contributions to 401(k), 403(b) plans at your next job TAP Manual Page 32 2.2-1 Financial Needs

103. Unemployment Insurance Benefits Each state has its own regulations Discharged under honorable conditions. States determine eligibility and benefit amounts. (need DD214 to apply). Usually payable every 2 weeks (duration of payments will vary) Active full-time job search required. Retirement pay usually offsets some or all of benefits payable; each state has its own rules. Long unemployment period can hurt your prospects of getting hired; do part-time work or school if you want a break. 2.2-2 Financial Needs

105. Get OrganizedTAP Manual Page 37 3.1-1 Set Goals

106. Types of Goals Short-Range Intermediate-Range Long-Range TAP Manual Page 40 3.1-2 Set Goals

107. Example: Teacher Short-Range Goal (3 – 12 months) Acceptance by college to finish Bachelor’s Degree in Education Intermediate-Range Goal (2 – 4 years) A. Early – Receive Diploma B. Later – Obtain Teaching Certificate Long-Range Goal (6 – 20 years) School Principal 3.1-3 Set Goals

108. Employment Goals Employment goals need to be SMART: Specific Measurable Adaptable Realistic Trackable TAP Manual 3.1-4 Page 40 Set Goals

110. Understand how to conduct company research

111. Learn about job assistance resources

112. Understand how to begin using the Internet as part of the job search process

113. Analyze job announcements and ads for critical information3.3-1 Job Search Process

114. Looking for Work TAP Manual Page 44 3.3-2 Job Search Process

115. Transition Statistics Jobs via newspaper Jobs via recruiters & agencies Jobs via Internet (non-IT) Jobs via Internet Jobs via networking/direct contact 5-10% 5-15% 4-8% 15-40% 60-80% 0% 20% 40% 60% 100% 80% Goal: Hiring Managers per week (2) Goal: Network Contacts per week (40) Hours per week in job search 25 - 35 Accomplishment Statements 3.3-3 15 - 20 Job Search Process

116. Networking TAP Manual Page 45 3.3-4 Job Search Process

117. Informational Interview The best way to get a job is to ask for job information, advice, and referrals; never ask for a job. Engage prospects in the 5 R’s of Informational Interviewing Reveal useful information and advice Refer you to others Read your resume Revise your resume Remember you for future references & job opportunities 3.3-5 Job Search Process FO&D

118. Job Search Assistance 1. Internet 2. State Workforce Agency (Employment Office) 3. Local Veterans’ Employment Representatives / Disabled Veterans’ Outreach Program 4. Vocational Rehabilitation and Employment TAP Manual Page 50 3.5-1 Job Search Assistance

119. Job Search Assistance 5. Bureau of Apprenticeship and Training (BAT), U.S. Department of Labor 6. Headhunters / Private Employment Services 7. College / School Placement Agencies 8. Military and Professional Associations and Organizations 3.5-2 Job Search Assistance

120. Job Search Assistance 9. Telephone Directory, Yellow Pages, Industry Directory 10. Industrial and Craft Unions 11. Job Fairs 12. Transition Offices 13. Chambers of Commerce 3.5-3 Job Search Assistance

122. Available services vary by location.

123. Every center has a veterans’ representative to serve veterans.www.careeronestop.org 3.5-4 Job Search Assistance

124. Veterans’ Representatives – DVOP Disabled Veterans Outreach Program: Provides intensive services to meet the employment needs of disabled veterans and other eligible veterans, with the maximum emphasis directed toward serving those who are economically or educationally disadvantaged, including homeless veterans with barriers to employment. 3.5-5 Job Search Assistance

125. Veterans’ Representatives – LVER Local Veterans Employment Representative: Conduct outreach to employers and engage in advocacy efforts with hiring executives to increase employment opportunities for veterans, encourage the hiring of disabled veterans, and generally assist veterans to gain and retain employment. 3.5-6 Job Search Assistance

127. Employment Referrals

128. Skills Assessments

129. Computer / Internet Access

130. Unemployment Assistance

131. Labor Market Information

132. Vocational Guidance3.5-7 Job Search Assistance

134. Credentialing & Apprenticeships

135. State and National Job Banks

136. Child Care Resources

137. Transportation Assistance may be available

138. Workforce Investment Act

139. Veterans’ Priority3.5-8 Job Search Assistance

140. Finding a One-Stop Close to You 3.5-9 Job Search Assistance

141. Research Sites Personality: www.humanmetrics.comwww.personalitytype.com Find a City: www.findyourspot.com Salary Calculator, Community Calculator, Moving Wizard: www.homefair.com Salary Research: www.salary.com and www.wageweb.com TAP Manual Page 53 Major Job Search Engines: www.careerbuilder.com www.monster.com / 3.6-1 Job Search Online

142. Business Research Job Search Research Gateway: www.jobhuntersbible.com Company Research: www.hoovers.com (free & subscription) www.vault.com / www.prnewswire.com General Business Information Gateway Site: www.ceoexpress.com (free & subscription) Access 5900+ Newspapers Worldwide: www.thepaperboy.com 3.6-2 Job Search Online

143. Researching a Location National Association of State Directors of Veterans Affairs – www.NASDVA.com State Benefits Tax Exemption Education Burial Allowance Auto License Plate 3.6-3 Job Search Online

144. Veterans’ Sites Veterans’ Employment & Training Service: www.dol.gov/vets Veterans Transition Master Websites: www.dol.gov/elaws/evets.htm www.taonline.com D.O.D. Transition Gateway Site: www.dodtransportal.org www.TurboTap.org Department of Defense Jobs: www.dod.jobsearch.org Homeland Defense Jobs: 3.6-4 www.usajobs.opm.gov/homeland.asp Job Search Online FO&D

145. Veterans’ Sites Veterans’ Employment & Training Service: www.dol.gov/vets Troops to Teachers: www.proudtoserveagain.com Veteran Job Postings: www.vetjobs.com www.militaryhire.com Union Jobs and Apprenticeships: www.helmetstohardhats.com Business Hiring Partnerships: www.nbpjobs.org 3.6-5 Job Search Online

146. Owning Your Own Business The Veterans Corporation www.veteranscorp.org Federal Resources for Entrepreneurs www.business.gov Small Business Administration/S.C.O.R.E. www.sba.govandwww.score.org National Association for the Self-Employed www.nase.org 3.6-6 Job Search Online

147. College Resources Choosing a College: www.collegedata.com http://collegenet.com Financial Aid and School Research: www.princetonreview.com Scholarship Search: www.fastweb.com 3.6-7 Job Search Online

149. Understand how to find opportunities for Federal Civil Service Employment

150. Understand how to initiate the federal application processTAP Manual Page 56 3.8-1 Application Forms FO&D

151. Federal Jobs www.usajobs.opm.gov http://federaljobs.net www.federaljobsearch.com NOTE: This site offers free job alerts and paid subscription packages. Check with your desired agency job sites for their specific rules. TAP Manual Page 58 3.9-1 Federal Employment

152. Veterans’ Preference You may be eligible for Veterans’ Preference in the federal hiring process. For more information refer to: Veterans’ Preference Advisor www.dol.gov/elaws/vetspref.htm 3.9-2 Federal Employment

153. Veterans’ Preference You may be eligible for Veterans’ Preference in the federal hiring process. For more information refer to: Veterans’ Preference Advisor www.dol.gov/elaws/vetspref.htm Veterans’ Employment Opportunity Act (VEOA) Veterans’ Recruitment Authority (VRA) www.opm.gov/veterans 3.9-3 Federal Employment

154. 12 Steps to a Federal Job Connect / network with federal employees ‘in the know.’ Learn the federal agencies and their application methods. Review job announcements carefully. Identify “core competencies.” 3.9-4 Federal Employment

155. 12 Steps to a Federal Job 5. Use “keywords” to match the job. Write your resume to meet agency requirements. (Some require Resumix) Create strong Knowledge, Skills & Abilities (KSA’s) in narrative form. “Mirror” their language. 3.9-5 Federal Employment

156. 12 Steps to a Federal Job Apply according to agency rules. Develop a tracking process and follow-up with the listed contact. Apply early and apply often. Get prepared for an interview if you are called. 3.9-6 Federal Employment

157. Federal Resume Keys Knowledge, Skills & Ability (KSA) statements are very different than civilian resumes KSA Format Position Held Specific Work Situations Activities Involved Results Gained 3.9-7 Federal Employment FO&D

158. SECTION 3.10 Create an Effective Resume Supplement 3.10-1 Effective Resume

160. Write career objectives and descriptive accomplishment statements

161. Construct a draft resume3.10-2 Effective Resume

162. Your Resume… Opens The Door In the job search, paper is the great equalizer. Most employers want to see you on paper before meeting you in person. 3.10-3 Effective Resume

163. Marketing Your Resume Basic Job Search Principle = Market Yourself! 3.10-4 Effective Resume

164. Purpose of a Resume Marketing Tool – sells YOU! Summarizes how your skills and abilities can contribute to their company Helps get you a Job Interview Employer screening tool 3.10-5 Effective Resume

165. The Importance of Career Decision Making To write the most effective resume, you need to know what career field you want. Research: The career field you would like to pursue Where the jobs are and who is hiring What qualifications and credentials you need to attain How to best market your qualifications 3.10-6 Effective Resume

167. Functional

168. Combination

169. Targeted3.10-7 Effective Resume

171. Easy for employers to follow your career history

172. Shows career progression and growth3.10-8 Effective Resume

174. Used most often when changing careers or if there are employment gaps3.10-9 Effective Resume

176. Highlights skills and provides the chronological work history that some employers prefer 3.10-10 Effective Resume

178. Written specifically to the employers’ needs3.10-11 Effective Resume

180. Curriculum Vitae

181. Hybrids of Several Styles3.10-12 Effective Resume

182. Resumes Which Resume is Best? The one that best positions your experience for the open position! 3.10-13 Effective Resume

184. Scannable

185. Electronic3.10-14 Effective Resume

186. Paper (Traditional) Resumes: Presentation Tips & Guidelines Professional look and feel, good visual appeal, white space for readability Page Length One to Two Pages Font Tahoma, Arial, Times New Roman or Verdana Font Size 10 to 12 points 3.10-15 Effective Resume

187. Paper (Traditional) Resumes: Presentation Tips & Guidelines (Cont.) Bold, italics, & capitalizations to highlight key areas Font Styles Paper Color White, light gray or ivory Proofread and spell check Place your name and page number on all subsequent pages of your resume 3.10-16 Effective Resume

188. Presentation Tips and Guidelines Writing Style: Always Write in First Person – Omit “ I ” Yes No “Sergeant Jones led a 75-member training team that delivered 100% of all scheduled training seminars worldwide.” “Led a 75-member training team that delivered 100% of all scheduled training seminars worldwide.” 3.10-17 Effective Resume

189. Resume Types Scannable To be sent either electronically or in paper format. Enables employers in large companies to quickly scan your resume. 3.10-18 FO&D Effective Resume

191. Use fonts such as Arial or Times New Roman.

192. Minimum 11 point font size.3.10-19 Effective Resume

194. Spell out symbols like % and &

195. Place your name and page number on all subsequent pages of your resume3.10-20 Effective Resume

196. Electronic Resumes:Presentation Tips and Guidelines Resumes Sent as an Email Attachment Use “Printed” or “Traditional” Resume Format Professional Look and Feel, Visually Appealing Microsoft Word Most Common – Save as Rich Text Format (RTF) Unless Posting Suggests Otherwise Review it before you send it! 3.10-21 Effective Resume

197. Electronic Resumes:Presentation Tips and Guidelines Resumes Pasted in the Body of an Email Copy and Paste Resume into Email Always Check Formatting Before You Send Review it before you send it! 3.10-22 Effective Resume

199. Objective Statement

200. Summary of Qualifications

201. Experience

202. Employment History

203. Education / Training3.10-23 Effective Resume

204. Sections of a Resume:Contact Information Janis Jenkins 123 Pearl Street Rockville, Maryland 12345 Home: (301) 555-1111 Cell: (301) 444-2222 Janis-Jenkins@email.com JANIS JENKINS 123 Pearl Street Rockville, MD 12345 (301) 555-1111 (H) (301) 444-2222 (C) Janis-Jenkins@email.com 3.10-24 Effective Resume

206. Posting on a career website

207. Attending job fairs and handing out resumes3.10-25 Effective Resume

208. Writing Career Objectives Concise, short and to the point. Target your career objective whenever possible. Don’t make the employer guess. Be specific. - don’t write: “Seeking a challenging position with a large company that will provide an opportunity for growth and advancement.” What can you do for the employer? 3.10-26 Effective Resume

209. Exercise #1 Write Career Objective Statements 3.10-27 Effective Resume

211. Paragraph or bulleted list

212. Should include your Security Clearance if you have one

213. Time to “brag” about your best qualities – your “greatest hits”3.10-28 Effective Resume

215. Review your skills statements (from page 22 in the TAP Manual)

216. Select the skill statements that match the key words in the job posting

217. Researchthe company or industry – you may identify additional skills3.10-29 Effective Resume

218. Exercise #2 Write a Summary of Qualifications 3.10-30 Effective Resume

220. Not a job description

221. Answers the question, “What is this individual going to do for me?”

222. Use numbers, percentages, statistics, examples to illustrate achievements3.10-31 Effective Resume

224. Employers may overlook a military member because his or her resume is:

225. Filled with military job titlesand military skillsnot understood

226. Written using military jargon, acronyms and awards

227. Not targeted to job It doesn’t matter how qualified you are if the employer can’t understand your resume 3.10-32 Effective Resume

228. Military Experience – Civilian Terms Go here to convert your military skills into civilian terms Website Address: http://online.onetcenter.org 3.10-33 Effective Resume

229. Additional Websites Army COOL and Navy COOL https://www.cool.army.mil https://www.cool.navy.mil VMET https://www.dmdc.osd.mil/vmet America’s CareerInfoNet www.acinet.org/moc Jobsaurus www.taonline.com/jobsaurus Military.com Translate Your Skills www.military.com >Career>Skills Translator Military Skills Translator www.taonline.com/mosdot 3.10-34 FO&D Effective Resume

230. Skills and Experience = In the business world Military Military Platoon Leader, Leading Petty Officer, Section Leader, etc. Front Line Supervisor Quantify and Qualify with: #’s, %’s, and $’s wherever possible! 3.10-35 Effective Resume

232. Conducted high quality training for groups up to 25

233. Improved staff productivity & efficiency by 30%

234. Planned and executed logistical support for team with outstanding results

235. Enforced 100% of company policies and procedures

236. Submitted comprehensive and timely reports to supervisor

237. Worked under pressure, multi-tasked, and met tight deadlines3.10-36 Effective Resume

238. Writing Accomplishment Statements Allows employers to visualize your contribution. Statements should contain: Value added results Action you took to achieve results 3.10-37 Effective Resume

239. Identify Your Skills and Accomplishments Use the Transferable Skills Inventory Select the skills that relate to the job you want Read it Before You Send It! Sell your resume by highlighting your major accomplishments and achievements Employers want to know… “What skills can you offer me?” 3.10-38 Effective Resume

241. Start with an action verb

242. Don’t use “Responsible for”

243. Write in past tense for previous jobs

244. Write in present tense for current job

245. Quantify resultswhen possible. Use:

246. Numbers

247. Percentages

248. Statistics

249. Examples 3.10-39 Effective Resume

250. Your Accomplishments Improved Safety Created a Program Increased Performance Increased Retention Improved Processing Time Re-engineered Equipment Improved Service Delivery Solved Long-Term Problems Improved Administration Reduced Management Quantify Scope #’s $$$ % 3.10-40 Effective Resume

251. Examples GOOD – Basic skill / task description Provided medical logistics support. BETTER – More details Ordered and inventoried over $1.2M in medical equipment and supplies. Managed staff, equipment, and supplies for a 100 bed medical treatment facility. BEST – Accomplishment / Outstanding result Saved $30,000 annually by re-designing a supply ordering system that reduced order backlog. Reduced supply delivery time 25% by creating a “fast track” ordering system for routine office supplies. 3.10-41 Effective Resume

252. Examples Inventory Control: “Managed company’s 500-item, $10M stock inventory warehouse with 100% accountability.” Logistics: “Processed over 700 annual shipments of personal property and household goods valued in excess of $30M with 98% accuracy.” Security:“Supervised the security of $100M of highly sensitive equipment with zero loss.” Management: “Developed and managed an annual budget of $50M consistently meeting department’s profit goals.” 3.10-42 Effective Resume

253. Exercise #3 Write Some Accomplishment Statements 3.10-43 Effective Resume

256. Highlight special honors such as graduated Cum Laude, with Honors, GPA (if recent grad and only if above 3.5)

257. Include certifications, licenses and course work relevant to job applying for

258. List only military training that supports your job goal!3.10-45 FO&D Effective Resume

259. Exercise #4 Develop the Education and Training Section of Resume 3.10-46 Effective Resume

261. Age

262. Race

263. Photograph

264. Salary

265. Hobbies

266. References

267. Height & Weight

268. Religious or Political Affiliations

269. Names, Ages and Number of Children3.10-47 Effective Resume

270. Exercise #5 Now let’s tie all of the elements together and start drafting your resume! 3.10-48 Effective Resume

271. Resume Review Carefully review your resume Poorly written resumes and typographical errors result in being “screened” out Suggested Reviewers: Transition / ACAP Office Staff Veterans’ Representatives at your Local One-Stop Career Center HR Professional Co-workers/Colleagues Professional in the Career Field 3.10-49 Effective Resume

273. Scannable Resume

274. Electronic Resume3.10-50 Effective Resume

275. Marketing Your Resume Networking - #1 Method! Personal Referrals Professional Associations In-Person Cold Calls Newspaper or Print Ads Job Fairs Targeted Job Search Campaigns Posting your Resume Online Responding to Online Job Postings Corporate Websites 3.10-51 Effective Resume

276. Summary… Resumes: Speak for you when you’re not there Serve as a marketing tool Must highlight your ability to do the job Should result in you getting an interview 3.10-52 Effective Resume

277. You are now well on your way to completing your resume Remember your resume is a “work-in-progress” Use this draft resume as a guide to develop and fine tune your final product Use the resources at your TAP/ACAP Offices They are there to assist you Make an appointment today! 3.10-53 Effective Resume

279. Prepare to take employment tests as part of the interview process4.1-1 InterviewProcess

280. Types of Interviews Phone Screening One-on-One Interview 4.1-2 InterviewProcess

281. Types of Interviews Stress Panel Demonstration / Observation 4.1-3 InterviewProcess FO&D

282. Interview Stages 1. Introductory Stage 2. Employer Questions 3. Applicant Questions 4. Closing Stage TAP Manual Page 109 4.1-4 InterviewProcess

284. Prepare for the interview4.3-1 30-Second Commercial

285. Interview Tips Be prepared Be punctual Look professional Watch body language Be enthusiastic Carry a portfolio Say thank you Smile TAP Manual Page 113 4.4-1 Prepare For Interview

287. Professional Presence Look your best when on an interview! You’ll need to look: Professional Confident Competent 4.5-2 Dress For Success

288. Impressions During a study, sociologist Albert Mehrabian found that when a person is speaking the listener’s attention is divided three ways: 7% - What is being said 55% - Appearance 38% - Tone of voice & Body movement 4.5-3 Dress For Success FO&D

289. Interview Attire Make sure it’s appropriate to the job for which you are applying TAP Manual Page 115 4.5-4 Dress For Success

290. Dress for Men A navy blue or gray suit, single breasted, white or pinstripe dress shirt and conservative patterned tie Suits: Navy blue or gray jacket; coordinated gray, tan, or charcoal slacks, white or pinstripe dress shirt and conservative tie 4.5-5 Dress For Success

291. Options White, pastel, or pinstripe dress shirt and conservative tie; coordinated navy blue, gray, charcoal, or khaki slacks. Plain sports shirt; coordinated navy blue, gray, charcoal, or khaki slacks. Clean sports shirt and clean casual pants. 4.5-6 Dress For Success

292. Tips for Men Hair trimmed, clean shaven; if a beard or mustache, neatly trimmed Glasses with up-to-date frames, clear lenses Only one ring on each hand 4.5-7 Dress For Success

293. Dress for Women A seasonal business suit in solid color or conservative pattern with tailored skirt Blouse in a complimentary solid color such as white, cream or pastel Coordinating blouse and tailored skirt in appropriate length TAP Manual Page 116 4.5-8 Dress For Success

294. Options Tailored Pants Suit Tailored dress in solid color or conservative print or pattern and appropriate length 4.5-9 Dress For Success

295. Tips for Women In general, hair style, jewelry, make-up and shoes should be stylish, but conservative! 4.5-10 Dress For Success

296. Remember… You only get ONE chance to make a first impression! Make it count. 4.5-11 Dress For Success

298. Interpret body language4.6-1 Listening Skills

299. Sharpen Listening Skills Control distractions Focus on key words Use nonverbal signals Ask clarifying questions Take notes Paraphrase TAP Manual Page 117 4.6-2 Listening Skills

300. The Way We Communicate TAP Manual Page 118 4.7-1 Body Language

302. Prepare questions to ask of employers4.8-1 Answer Questions

303. Your Answers Should: 1. Be brief 2. Use specific examples 3. Show thought 4. Make connections to the job / company 5. Describe how you work 6. Show results, numbers, figures, quantities TAP Manual Page 120 4.8-2 Answer Questions

304. Mock Interview Guide Introductions Review position to be discussed Each panel member asks one question “Tell me about yourself.” Pick two other questions from pgs 121 – 123 Candidate asks one question Closing Critique / Feedback Switch roles and repeat 4.8-3 Answer Questions FO&D

306. Write thank you letters as a follow-up to an interview

307. Analyze a rejection subsequent to an interview4.10-1 Follow-Up After Interview

308. Interview Follow-up Evaluate your interview Post interview checklist Analyze why you didn’t get the job Send thank you card or letter Contact Company Set a follow-up timeline at close of interview TAP Manual Page 131 4.10-2 Follow-Up After Interview

309. Why You Might Not Get The Job A situation at the company Your match at the company Your interview performance 4.11-1 Why You Did Not Get The Job

310. Why You Might Not Get The Job Sometimes the Company: Hires from within Hires a more experienced applicant Does not hire 4.11-2 Why You Did Not Get The Job

311. Why You Might Not Get The Job Sometimes You: Are over or under qualified Have a conflicting work style 4.11-3 Why You Did Not Get The Job

312. Interview Tips Interview preparation Show enthusiasm, confidence and interest Good eye contact and body language Have positive language 4.11-4 Why You Did Not Get The Job FO&D

313. Interview Tips (Cont.) Avoid evasive or vague answers Be pleasant and have appropriate attitude Positive responses about everything Positive body language 4.11-5 Why You Did Not Get The Job

314. Be Aware of Communicating Lack of goals Short terms needs Cynical or defensive attitude Differing values from the organization 4.11-6 Why You Did Not Get The Job

316. Negotiate terms of employment

317. Effectively communicate decisions to employersTAP Manual Page 137 5.1-1 Evaluate Job Offers

318. Understanding Salary Ranges Job Salary Range $40K - $60K Midpoint or Market Value $50K Beginner Range $40K - $45K Experienced Range $45K - $50K Highly Qualified Range $50K - $60K 5.2-1 Note: Probable actual maximum: $57.5K NegotiateJob Offers

319. Before You Negotiate Delightful What would absolutely delight you? $45K Offer Industry Standard What is the industry standard? $36K What do you absolutely need? $34K Need TAP Manual Page 142 5.2-2 NegotiateJob Offers

320. Negotiation Tips Know employer’s salary range Know the industry standard Communicate your worth, not needs 5.2-3 NegotiateJob Offers

321. Negotiation Tips (Cont.) Present accomplishments in a manner that will clearly show how their company will benefit. ALWAYS show added value! Compare your skills to their requirements Remember salary does not include benefits 5.2-4 NegotiateJob Offers

322. When to Negotiate Salary Best Time to Negotiate Too Late Offer accepted! Offer Extended You’re our candidate! You’re in the running! Your Bargaining Position You might be a fit Too Early Who are you? 5.2-5 NegotiateJob Offers FO&D

323. Defer the Salary Question “If you don’t mind, I’d prefer to give you a specific answer after I know more about the position.” “I have completed extensive industry salary research and was wondering what the salary range is in your company for a person with my qualifications?” 5.2-6 NegotiateJob Offers

324. Defer the Salary Question “Before we discuss salary, I would like to make sure that this is the best fit for both of us.” 5.2-7 NegotiateJob Offers

325. Defer the Salary Question Do your research and be prepared! (You may at least have to give a salary range) 5.2-8 NegotiateJob Offers

326. Total Compensation Package Indirect Direct BASE PAY BENEFITS AND PERKS Exempt Non-exempt Sales All Employees Paid Vacations / Holidays / Sick Health, Life and Disability Discounted Stock Purchases Education Assistance Employee Assistance Program Elder Care / Child Care Funds 401(k) VARIABLE PAY Bonus Commission Spotlight Awards / Stock Options 5.2-9 NegotiateJob Offers FO&D

327. Negotiations Internal Equity How much others in the company are making above and below your position External Equity How much the position pays among others in the industry for that geographic area Personal Equity How much you need to make it fit within your budget and needs 5.2-10 NegotiateJob Offers

328. Before you Respond, Check Out: Who will you be working for and at what level in the organization? Who would you be working with and how many people would you be supervising? Is performance or seniority most important for compensation increases and promotions? Does this job involve extensive travel? 5.2-11 NegotiateJob Offers

329. Remember… Don’t accept a job offer until... You’ve gotten to know them You know what the job entails You’ve decided you want to work there They’ve seen you at your best They can see how you match They’ve said “We want you” 5.2-12 NegotiateJob Offers

331. Starting Your Own Business Small Business Assistance for Veterans TAP Manual Page 159 6.5-1 Small Business FO&D

333. Microloans

334. Military Reservist Economic Injury Disasterwww.sba.gov/disaster_recov/loaninfo/militaryreservist.html

335. Venture Capital

336. Surety Bond Guarantee Program6.5-2 Small Business

338. Online Training Federal Contracting Assistance

339. Advocacy

340. Regulatory Fairness6.5-3 Small Business

342. Support and Assistance Federal Student Aid Overview Federal Student Aid- 1

343. What is Federal Student Aid? Federal Student Aid An office of the U.S. Department of Education ensures that all eligible individuals can benefit from federally funded or federally guaranteed financial assistance for education beyond high school. “We consistently champion the promise of postsecondary education to all Americans —and its value to our society.” Federal Student Aid- 2

344. What is Federal Student Aid? Most basic eligibility requirements are that you must: Demonstrate financial need Be a U.S. citizen (or, for most programs, an eligible noncitizen) Have a valid Social Security number and, Be qualified to obtain a postsecondary education Possess either a high school diploma or General Education Development (GED) certificate Federal Student Aid- 3

345. How To Apply Complete the Free Application for Federal Student Aid (FAFSA) Review your Student Aid Report (SAR) Contact the school(s) you might attend Contact financial aid office Federal Student Aid- 4

346. For More Information Visit the Web Site: www.federalstudentaid.ed.gov or call Federal Student Aid Information Center (FSAIC) 1-800-4-FED-AID (1-800-433-3243) TTY 1-800-730-8913 1-319-337-5665 (not a toll free number) Federal Student Aid- 5

347. Closing CRITIQUES EXPECTATIONS MET FOLLOW-UP SERVICES Closing-1

348. Closing THANK YOU FOR YOUR SERVICE AND COMMITMENT TO THE NATION! Good Luck! Closing- 2 FO&D