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
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
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
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
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
60.
61.
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
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
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
95.
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
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
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
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
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
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
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
148.
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
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
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
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
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
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
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
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
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
254.
255.
256. Highlight special honors such as graduated Cum Laude, with Honors, GPA (if recent grad and only if above 3.5)
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
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
278.
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
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
286.
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
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
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
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
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
330.
331. Starting Your Own Business Small Business Assistance for Veterans TAP Manual Page 159 6.5-1 Small Business FO&D
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