Careers & Continuing Education Spring 2013

CAREERS &CONTINUING EDUCATION

WWW.MILITARYNEWS.COM | WWW.FLAGSHIPNEWS.COM | SPRING 2013

YO U R G U I D E TO E M P L OY M E N T O P P O RT U N I T I E S A N D H I G H E R E D U C AT I O N

2 CAREERS & CONTINUING EDUCATION SPRING 2013

You receive it on Graduation Day.But it’s never handed to you.Because when it’s a degree fromColumbia College, it’s a degree thatdemands effort and rewards hardwork. That’s a notion our studentsat 18 campuses on militarybases truly understand.

Offering Associate, Bachelor’s and Master’s Degrees.

Contact Columbia College’s local representativeJim Schermerhorn today at [email protected] call (757) 918-1900. GoForGreater.org

Go For Greater®

SPRING 2013 CAREERS & CONTINUING EDUCATION 3

MNV PUBLISHER | Laura Baxter

FLAGSHIP EDITOR | David Todd

CREATIVE DIRECTOR | Tricia Lieurance

MNV EDITOR/DESIGNERRebecca Soorani Hastings

[email protected]

GRAPHIC DESIGNERSAllyson Garner | Kyle RaymerRoss Froehlich | Susan Cofer

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The contents of this special section are not necessarily the officialviews of or endorsed by the U.S. government, the DoD, the DoTor the U.S. Coast Guard. Opinions of contributing writers do notnecessarily reflect the opinions of Military Newspapers of Virginiaor The Flagship®. The availability of these newspapers and the

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Careers andContinuing Education

This country owes a profound debt toall veterans and military families. In these tougheconomic times, we’re especially cognizant ofour service members transitioning to civilianlife, as well as our military spouses. And wemust give them the best possible tools tosucceed in professional pursuits.

From Former DefenseSecretary Leon E. Panetta:

What’s inside:

YOUR GUIDE TO EMPLOYMENTOPPORTUNITIES AND HIGHER EDUCATION

04 — What’s next

06 — G.I. Bill benefits

07 — Job interview tips

08 — In the news

10 — Vet-friendly communities

14 — Resources for veterans

16 — Blue-to-Green program

18 — Get Inspired/Career Options

20 — Using social media in job search

22 — VetFran helps veterans franchise


Military...NOW WHAT?

OUT OF THE

Are you currently considering thereality of where you would like to liveafter the service? It is important todo so carefully and choose wisely. Forexample, if you were a ship navigatorduring your military career, you couldhave a difficult time finding a similarjob in the Southwest. On the otherhand, if you were an Army nurse, youmay find several excellent opportuni-ties virtually anywhere.

Most career placement specialistsrecommend that job applicants choosethe type of job they want first, then gowhere the jobs are. In making a deci-sion to relocate, you might prioritizeas follows:

1. Job potential: Which community ismost likely to offer job opportunitiesthat match your skills, experience andcareer goals?

2. Affordability: Consider the not soobvious expenses in addition to thecost of living. Compare local, stateincome, property and sales taxes. Doesthe state tax your military retirementpay? Does the location have incomeand career potential?

3. Community: Do you have familyor friends there? Can you count onthem to help make your transition eas-ier? Do you need to be close to youraging parents for economic or medi-cal reasons? Are you seeking upwardmobility with the potential to move,or are you looking for a community tosettle for the long-term?

4. Environment: Would you be hap-piest living in a city, the suburbs, asmall town, or a rural area? Does theclimate suit you?

Moving out of the areaBefore moving, consult your nearest

Fleet and Family Support Center, thebest source of relocation informationand planning assistance. Other use-ful resources include: local Chamberof Commerce, libraries, bookstoresand the Internet. Use them to findout what you need in order to makeinformed moving decisions.

Chambers of CommerceMany communities across Americahave a Chamber of Commerce. EachChamber of Commerce promotes itscommunity and is a good source ofinformation about the surroundingarea: the local job market, housingcosts, local realtors, cost of living, localtaxes, climate, schools and availabilityof recreation or child care. Ask for theChamber’s booklet – much like therelocation packet you received abouta new installation when you changedstations. You can find any chamber ofcommerce office in the nation at www.chamberofcommerce.com.

Libraries and bookstoresEach of the Service Library Programsprovides electronic content throughtheir respective portals (www.nko.navy.mil; www.us.army.mil; www.my.af.mil).The electronic content provides infor-mation on relocating, career opportu-nities and educational opportunities.

Check out the

Welcome Aboard

special section for

more information

about relocation

services available!

http://bit.ly/MND5xJ

Get it all at CMU at Fort Lee and Online.Call 804-732-6082 or toll-free 877-268-4636 today!

cmich.edu/FortLee • [email protected]

Central Michigan University is accredited by the Higher Learning Commission of the North Central Association of Colleges and Schools.Central Michigan University is certified to operate in Virginia by SCHEV 101 North 14 Street, Richmond, VA 23219. CMU, an AA/EO institution,strongly and actively strives to increase diversity within its community (see cmich.edu/aaeo). cmich.edu/globalcampus 36129 3/13

Central Michigan University’s Global Campus at Fort Leedelivers the Master of Science in Administration degree withvarious concentrations to fit your career goals.

Convenience and Quality• No entrance exams required• Weekend classes• Open to military and civilians• Direct delivery of library materials

Military-Friendly UniversityCentral Michigan University has been repeatedlydesignated a military-friendly university by bothGI Jobs andMilitary Advanced Educationmagazine.Visit cmich.edu/military for details on CMU’smilitary tuition discounted rate.

Master of Science in Administration degree(Offered face-to-face andonline)Gain the knowledge and skills necessary to leadeffectively in various military, corporate, business,and agency settings.

Choose from 8 concentrations:• General Administration• Health Services Administration (face-to-face only)• Human Resources Administration• Information Resource Management• International Administration• Leadership• Public Administration (face-to-face only)• Research Administration (online only)

Excel in your careerwith help from CMU!

Graduates of our MSA degree have foundsuccess in such careers as:• Military general • City manager• Corporate financial officer • Health services director• Information systems manager • Personnel analyst


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UNDERSTANDING YOURPOST-9/11 G.I. BILL

Individuals serving an aggregateperiod of active duty after

Sept. 10, 2001, of:

Percentageof Maximum

Benefit Payable

At least 36 months 100%

At least 30 continuous daysand discharged due to service-connected dis-ability

100%

At least 30 months < 36 months 90%





At least 90 days < 6 months 40%

BenefitsThe Post-9/11G.I. Bill is aneducation benefitprogram forindividuals whoserved on activeduty after Sept.10, 2001.

Am I Eligible?You may be eligible if you served at least 90 aggregate days on active duty* afterSept. 10, 2001, or were honorably discharged from active duty for a service-connected disability after serving 30 continuous days following Sept. 10, 2001.*Includes active service as a National Guard member under title 32 U.S.C. forthe purpose of organizing, administering, recruiting, instructing, or training andactive service under section 502(f) of title 32 for the purpose of responding to anational emergency.

What Will I Receive?You may receive a percentage of the following payments (see chart below).

A tuition and fee payment that is paid to your school on your behalfA Monthly Housing Allowance (MHA) (not payable to individuals on active

duty or those enrolled at half-time or less) that is equal to:Basic Allowance for Housing (BAH) payable for the zip code of your

school to a military E-5 with dependents for students pursuing residenttraining.

One-half the BAH national average for students training solely by dis-tance learning.

The national average BAH for students pursuing training at foreignschools.

A books and supplies stipend of up to $1,000 per year.

How Many Months Of Assistance Can I Receive And HowLong Am I Eligible?Generally, you may receive up to 36 months of entitlement under the Post-9/11 G.I. Bill. You will be eligible for benefits for 15 years from your lastperiod of active duty of at least 90 consecutive days.

What Kind Of Training Can I Take?You can use the Post-9/11 G.I. Bill at colleges, universities, trade schools andfor on-the-job training, apprenticeships and flight schools. To see what pro-grams are currently approved for VA benefits, visit www.gibill.va.gov. You canuse the Post-9/11 G.I. Bill for tutorial assistance, licensing (attorney license,cosmetology license, etc.) and certification tests (SAT, LSAT, etc.). Note: If theprogram you are interested in isn’t on the website, contact your State ApprovingAgency (list available on www.gibill.va.gov) to see if it can be approved.

Can I Transfer My Entitlement To My Dependents?You must be a member of the uniformed services to transfer your unused ben-efits to your spouse or dependent(s). Generally, you must agree to serve fourmore years when transferring benefits.

What Is The Yellow Ribbon Program?The Post-9/11 G.I. Bill can cover all in-state tuition and fees at public degreegranting schools, but may not cover all private degree granting schools andout-of-state tuition. The Yellow Ribbon Program provides additional supportin those situations. Institutions voluntarily enter into an agreement with VAto fund uncovered charges. VA matches each dollar of not satisfied charges theinstitution agrees to contribute, up to the total cost of the tuition and fees.

[TheG.I. Bill]producedhundreds ofthousandsof scientistsandengineers,doctors andnurses, thebackboneof thelargestmiddleclass inhistory.”

-PresidentObama


BRANDPOINT — Making it to thejob interview stage means your skillset and resume have caught the inter-est of a potential employer, who nowwants to determine if you’ll be a goodfit as an employee of a company. Acingthe interview is essential if you want toconvince the employer that you’re theright person for the job.

“Employers are open to bringing inseveral candidates for job interviews,and this is the time for both the em-ployer and the candidate to determineif they will be a good fit for eachother,” said Joe Seitz, director of careerservices at Everest Institute-GrandRapids.

Seitz and Everest Institute offer thesetips to ensure that you walk away fromyour job interview and receive eithera call back for a second interview or ajob offer:

Practice makes perfectHundreds of websites provide tradi-tional job interview questions, so thinkabout what kind of answers you’dgive for these questions. For example,“What is your worst quality?” couldbe turned into an opportunity to showyour future employer you identify yourfaults, but are able to recognize op-portunities to improve, with examplesof how you’ve already taken steps inthis direction. Employers ask thesekinds of questions in many differentways, so think of actual examples andprepare mini-sound bites to describeyour skills.

Be yourselfAlthough the interview is a great timeto sell yourself to a potential em-ployer, be careful not to go overboard.Embellishment may be tempting,

particularly for young graduates, butemployers want to know what you’vereally done. Communicate any careertraining you have and how it relates tothe position.

“New graduates have a lot going forthem, even if they don’t have a lotof experience,” said Seitz. “They canbring fresh ideas to the company andare trainable to perfectly match whatthe company needs.”

Be yourself, and in cases where youlack experience, display a willingnessand desire to learn the necessary skills.

Every interaction countsAnyone you encounter within proxim-ity to the interview setting can have adirect influence on its outcome. Hav-ing a positive and respectful attitudecreates a more welcoming environ-ment all around you and sets youup for success during the interview.“Smile, be polite and greet every per-son you meet, from the moment youget into your car to drive to the in-

terview to the time you arrive home,”said Seitz. “You never know when theperson standing in line in front of youat the coffee shop prior to your inter-view could very well be the person youinterview with later in the afternoon.”

Follow-upGood follow-through is important andshows a potential employer that a can-didate cares about the opportunity. Besure to send a note to everyone whointerviewed you thanking them fortheir time and consideration. Remem-ber the interview is a formal process,so hand-write a thank-you note andsend it through the mail.

Enhance your skillsSchools like Everest Institute cater tothe demands of non-traditional stu-dents by offering fast-track programs,flexible classes and online educationprograms in popular fields, such ashealth care and accounting, allow-ing students to work or interview forjobs while enhancing their skills in themeantime.

ACEYOURJob

INTERVIEW

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In the newsFROM JOINING FORCES

By Jake Wood and William McNultyJoiningforces.gov

Post-World War II military veteransreturned home to a community of veter-ans and a grateful nation that had sharedin the sacrifice of war. These veteransused the brick and mortar posts of theAmerican Legion and the Veterans ofForeign Wars (VFW) to maintain thatesprit de corps. They mentored youth,advocated on veterans issues, shared warstories and confided in each other overbeers. For generations, when veterans

took off their uniform, their desire toserve did not end. That’s just as truetoday. Some very creative Post-9/ll veterans’ charities have adapted tothis desire and have created models forcontinued service and engagement. The

Mission Continues provides fellow-ships for returning veterans to continuetheir service in the public sector. Ride2 Recovery and Team RWB use thetherapeutic effect of physical training torepair the physical and mental woundsof war. Our organization, Team Ru-bicon, uses continued service throughdisaster response as a means to maintainpurpose, community and a sense of self.Our work is inspired by our late friendClay Hunt, who took his own life afterleaving the service.

It’s a national emergency that everyday22 military veterans commit suicide.Also concerning is the increasing mag-nitude and frequency of natural disas-ters. Over the last five years, there havebeen 350 federally declared disasters inthe United States. A Civic Enterprises

report found that 92 percent of veteranswant to continue their service when theyreturn home. The Top-2 responses werehelping their fellow veterans and disasterresponse. Team Rubicon provided thatopportunity to over 350 veterans duringour response to Hurricane Sandy.On Feb. 8, we had the honor andprivilege to meet President Obama andsome of his advisors in the Oval Office.We discussed our response to HurricaneSandy, our model of continued serviceand how we think we can stem the tideof veteran suicide.

During the conversation, Obama said hedidn’t just want to just talk – he wantedto support Team Rubicon. He wanted tofind ways to work together to enhancecoordination following natural disasters.We thank the president for validating ourapproach to veteran reintegration anddisaster response. We look forward toworking together to improve these twocritical issues.

Jake Wood & William McNulty are theCofounders of Team Rubicon.

The changing face ofveteran reintegration

MORE NEWSTurn to page 12 to learnabout The Posse Foundationand how it helps vets continuetheir education.

HELPFUL LINKSwww.missioncontinues.orgwww.ride2recovery.comwww.teamrwb.orgwww.teamrubiconusa.org

INSURING THOSEWHO SERVE

Get the coverage you deserve.Call 800-628-6011, or visitwww.navymutual.org.

Covering youwhen and whereyou need it most.

Nonprofit, Member-Owned, Veteran Service Organization.

Photo courtesy of Department of Defense


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1. Pittsburgh, Pa.Pittsburgh earned the top spot in this year’s ranking by being an affordable metropoli-tan area with solid job prospects for former military members. The metro area recordedsome of the highest scores for government-related employment and job opportunitiesthat align with military skill sets. Recent job growth was 2.1 percent in the last year andthe unemployment rate is well below the national average. Pittsburgh has the infrastruc-ture of a mature city with excellent health facilities, diverse neighborhoods and abundantrecreational amenities. Unlike many parts of the country, Pittsburgh has weathered theeconomic downturn relatively well and is well positioned for future growth.

2. Phoenix, Ariz.The Phoenix metro area is recovering from the recent housing downturn, thoughan upside to the recent housing reset is that there are still home-buying bargainsto be found. Most appealing for the recently separated veterans are the job op-portunities. With an unemployment rate well below the national average, Phoenixscores very high in all of the study’s job categories – government, defense contrac-tors, managerial and other occupations related to military skill sets. As one of thelargest metro areas in the country, Phoenix has an abundance of resources for itsresidents, including professional sports, mass transit and a major airport.

4. Cleveland, OhioThe Cleveland metro area made a strong showing for managerial and supervisoryjobs, government-related jobs and those occupations that make particular use ofskills acquired in the military. Defense contracting, however, is not quite as preva-lent as in some of our other Top-10 metros. The area’s median home price is only$109,800, contributing to a cost of living well below the national average. Theunemployment rate is well below the national average and jobs have increased 1.6percent over the last year. Though not one of the larger metros, the Cleveland areafeatures strong recreational assets and excellent health resources for a city of its size.

5. Atlanta, Ga.Atlanta makes a strong showing on the list with the highest combined scoreamong our Top-10 places for jobs related to military skill sets. As the fifth-largestmetro area in the United States, Atlanta has a diversity of resources and amenitieswith a median home price of $109,700, making it an affordable option for formermilitary members and their families. While the unemployment rate is higher thanin other areas on our list, job growth over the last year is strong at 2.3 percent.Atlanta also provides a strong mass transit system and a major air hub.

3. Dallas, TexasThe Dallas metro area earns its No. 3 position with high marks in job op-portunities that use military skill sets. In addition, Dallas area housing priceshave remained stable throughout the recent housing downturn and are stillaffordable at a $130,000 median cost. As the seventh-largest metro areain the U.S., the “Big D” has plenty of resources for its residents includingmajor health care facilities, an airport hub, plus recreational amenities. TheDallas economy is healthy, with a low unemployment rate and job growth of2.2 percent over the last year.

PROVIDING SUPPORT FORRETURNING VETERANSCommunities

TopTen

6. Warren, Mich.The Warren metro area earns the No. 6 ranking with a strong manufactur-ing economy rich in managerial and supervisory jobs, defense sector oppor-tunities and other employment positions seeking military skills. The Warrenarea’s unemployment rate is the highest among our Top-10 places, butrecent job growth over the last year points to an improving local economyat 2.1 percent, which mirrors the recovering auto industry in the area. Costof living in the Warren area is higher than other metro areas on the list withmedian homes at $213,000.

7. Ann Arbor, Mich.The Ann Arbor metro area is near the University of Michigan, one of the largestuniversities in the United States. This college town offers a wealth of amenitiesdespite a smaller population, and the college provides a stable economic platformfor the area. Ann Arbor also has a high concentration of government jobs, thoughit offers fewer jobs in the defense industry and managerial positions. This metroarea boasts the lowest unemployment rate among our Top-10, and the highestemployment growth over the last year at 3.0 percent. These factors contribute toa strong housing market, with the median home price at $155,000.

9. Columbus, OhioColumbus is home to Ohio State University, but the Columbus metro area islarger than a typical college town. The area scored well in defense contracting andgovernment jobs, as well as occupations that make use of skills honed during mili-tary service, such as medical services, logistics and protective services. However,the area has less of a manufacturing presence than other Ohio metros in our Top-10. Still, the unemployment rate is low and the area is seeing some job growth at1.4 percent over the last year. Former military members and their families will findan affordable cost of living in the area, with a median home price of $124,000.

10. St. Louis, Mo.St. Louis is another one of our Top-10 metros which received top marks for jobopportunities that align with military skill sets. However, the metro area has thehighest unemployment rate among the Top-10 and job growth for the last yearwas flat at 0.1 percent. But veterans will find that St. Louis’ cost of living is wellbelow the national average and the median home price of $121,500. And, asthe 15th largest metro in the U.S., the metro area has a bounty of recreationalassets to support a high quality of life.

8. Cincinnati, OhioThe Cincinnati area is another metro area with top scores for all of jobcategories, including government, defense contracting and other militaryskill occupations. With an unemployment rate below national average andemployment growth of 1.8 percent, the metro area currently has solid em-ployment prospects to offer former military. In addition, veterans and theirfamilies will benefit from a cost of living well below national average and amedian home price of $130,000. Cincinnati residents also can enjoy a rangeof professional sports teams and other recreational amenities.


BRANDPOINT — When veterans return home fromserving overseas, the support found in family, friendsand the community can make a huge difference for asmooth transition.

Pittsburgh ranks as the top place in the nation forveterans to transition from combat boots to civilianshoes, according to a study commissioned by USAAand Military.com.

The “Best Places for Veterans” list (left) identifiesU.S. metro areas that offer America’s most recentveterans more opportunities to find a job or go tocollege while providing a higher quality of life in anaffordable location.

“Today’s veterans are battling a highly competitivejob market and need to proactively plan for life afterthe military,” said Scott Halliwell, certified financialplanner at USAA. “This study allows us to help recentand soon-to-be veterans identify preferred locationsthroughout the U.S. where they can launch a civiliancareer and use the G.I. Bill to further their education.”

“The millions of young veterans who have already en-tered the workforce and the many more who will jointhem in the coming years have the opportunity touse the discipline and determination they’ve acquired

in the Armed Forces to make a significant impact intheir workplaces and communities,” said Ward Car-roll, editor of Military.com. “Best Places for Veteranswas commissioned to help equip this remarkablegroup with tools for a successful transition.”

USAA, a leading financial services provider focusedon serving the military and their families, and Mili-tary.com, the largest military and veteran membershiporganization, commissioned Sperling’s BestPlaces todevelop the list. Researchers reviewed variables for379 major U.S. metropolitan areas, including:

Employment opportunities and sectors that alignwith military skills sets, such as defense, engineering,medical services and aviation, as well as the overalljobs climate based on unemployment rate and recentjob growth.

Presence of colleges/universities, as well as qualityof local primary schools.

General quality of life and pocketbook issues, suchas affordability, crime rate, taxes and recreation op-portunities.

Each of the variables was weighted based on whatrecent and soon-to-be veterans said was importantto them and each metro area was then ranked basedon its total points for all variables. Metro areas withthe following attributes were excluded from the list:unemployment rate more than one percent above thenational average, median cost of living greater thanthe national average and total crime rate more than25 percent above the national average.

USAA and Military.com also commissioned a list ofthe top metro areas in each state to provide servicemembers with more choices. Veterans and soon-to-beveterans also have the opportunity to create a per-sonalized list with the new “Best Places for Veterans”calculator by identifying which criteria is most impor-tant in their military-to-civilian transition.

St. Louis, Missouri


IN THE NEWS, CONTINUED FROM PAGE 8

By Rosye CloudJoiningforces.gov

Battle buddies aren’t just for the Army.For the past quarter century, The PosseFoundation has been identifying tal-ented students from large urban publicschool systems and sending them inteams (posse’s) to some of the topcolleges and universities in the nation.Since 1989, close to 5,000 studentshave received $500 billion in scholar-ships from Posse’s 44 partner collegesand universities. These young peopleare graduating at a rate of 90 percent.

In an effort to increase the collegeattendance and graduation rates ofveterans at highly selective collegesand universities across the country,

The Posse Foundation in partnershipwith Vassar College, joined forces toannounce its Veterans Posse Program,a new college success initiative. Posseplans to expand this initiative to othercolleges and other cities over the nextseveral years.

By adapting the Posse model to serveU.S. veterans, Posse believes that it canexponentially increase the college-goingrates and success of veterans on elitecollege campuses. Vassar College hascommitted to adopting the program onits campus and will supplement G.I. Billand Yellow Ribbon funding to guaran-tee full tuition for each admitted vet-eran. Posse, using its unique recruitmentmethod, will each year identify, recruitand train the veterans. The Veterans

Posse will attend college together andreceive support from both Posse andVassar through to graduation.

This year’s recipients have demonstrat-ed exceptional leadership and remindus of the immense value that veteranscan bring to selective institutions ofhigher education and to the workforce.

The members of this first class ofveterans hail from all across thecountry, from communities big andsmall – from New York City to Cop-peras Cove, Texas. They have servedin Afghanistan and Iraq as specialistsin the Army, machine gunners in theMarine Corp and engine mechanics inthe Air Force, to name a few. Amongthem are:

A recipient of the Purple Heartwhose heroism in combat was matchedby the tenacity he displayed whilerecovering from severe head injuriessustained in battle.

A decorated veteran who led over150 missions as one of the youngesttank commanders in his division andwho, through community outreach andrelationship building with residents inmajor opposition strongholds, facilitatedsuccessful elections in Baghdad in 2005.

A medic who risked his life saving a fel-low Soldier wounded by an ImprovisedExplosive Device (IED) in Iraq and wenton to become a researcher at the Institutefor Surgical Research, exploring ways toimprove battlefield treatments.

These are just a few of the many storiesof leadership that characterize this dis-tinguished group of men and women.(Cont. on next page)

The Posse Foundation selects first cohortof veterans for college success program

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It is Posse’s ultimate goal to develop a new kind of national leadershipnetwork – one that is truly diverse and better able to reflect the voices ofall Americans. Posse recognizes the important role that veterans will playin establishing this diverse network of leaders.

The Posse Foundation is one example of the many organizations aroundthe nation working to improve veteran success on campus. Educationalsuccess continues to be a key element of ensuring our veterans continueto reach their true potential when they return home. For more informa-tion on The Posse Foundation, visit www.possefoundation.org. To learnmore about what you can do to help veterans and military families, visitjoiningforces.gov.

One of this year’s MacArthur awardees – the

‘genius’ awards – is an innovator named Deborah Bial.

She proposed a model to identify promising students from

disadvantaged urban backgrounds using an alternative

set of qualities as predictors of success in college. …The

students that are selected form a ‘Posse’ and are provided

with extra supports, and end up graduating from

selective colleges with a very high success rate.

From President Obama:

For more information about our graduation rates, the median debt of students who completed the programs, and other important information,please visit our website at www.bryantstratton.edu/disclosures.

Personal Education. Lifetime Success.®Since 1854

Bryant & Stratton CollegeVeteranHelpful

To learn more, visit us at:http://www.bryantstratton.edu/admissions/military.aspx

or connect with us on Facebook at:facebook.com/BSCVirginiaBeach

facebook.com/BSCHampton

Certified by SCHEV to operate in Virginia.

YOUSERVEDPROUDLY.NOWWEWOULD BEPROUD TO

SERVE YOU.As our thanks to you for your service, Bryant & Stratton College offers you and your

family a personal, career-focused education.• Approved for Veteran’s Training. • Convenient day, evening, weekend and online classes.

• “Salute To Spouses”Scholarships available.• Career advisement can help you find a position when you graduate.

• Servicemember Opportunity Consortium (SOC) College. • Onsite childcare available.

Yellow RibbonProgram Participant

Virginia Beach/Hampton1.866.558.2581

Whether studying on campus, on base, or online,Tidewater Community College military-related students

enjoy customized education and career planning services.

Trust the TCC Center for Military and Veterans Educationto help you take command of your education

and go from here ... to anywhere.

• College Entry Services• Financial Aid Assistance• Military Transcript Reviews• Degree Planning• Servicemembers Opportunity Colleges (SOC)

Student Agreements• Certification and Certificate Program Planning• Continuing Education Programs• Programs for Student Success• Employment Resources• Community Support Services• Military-Related Student Clubs

1700 College CrescentVirginia Beach, VA 23453

757-822-7777email: [email protected]

Serving Active Duty, Reserve, National Guard,Coast Guard, veterans, and their families.

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The Veterans Job Bank connects unemployed veterans to job open-ings with companies that want to hire them. The Obama Administrationpartnered with leading job search companies to create a new, easy to useonline service that enables employers to “tag” job postings for veterans. Itlaunched with more than 500,000 job listings, a number that will continuegrowing as more companies tag the job postings on their own websites andadd them to the Veterans Job Bank.

My Next Move for Veterans is an easy-to-use online tool created by theDepartment of Labor that allows veterans to enter information about theirexperience and skills in the field and match it with civilian careers that put thatexperience to use. The site also includes information about salaries, apprentice-ships and other related education and training programs.

The Veteran Gold Card provides Post-9/11 veterans with extra supportas they transition out of the military. Once a veteran has downloaded theVeteran Gold Card, he or she can access six months of personalized casemanagement, assessments and counseling at the roughly 3,000 One-StopCareer Centers located across the country.

Hero 2 Hired (H2H) is a comprehensive employment program provided bythe Department of Defense that offers everything a Reserve Component jobseeker needs to find their next opportunity, including job listings, career explo-ration tools, education and training resources, virtual career fairs, a mobile appfor iOS, Android and Windows phones, an innovative Facebook applicationand a variety of networking opportunities. H2H also provides vast recruitingopportunities for military-friendly employers.

President Obama believes that no veteran should have to fight for a job athome after they fight for our nation overseas. The president signed “TheVow to Hire Heroes Act of 2011,” a law that combines provisions of the

veterans’ tax credits from the President’s American Jobs Act, Chairman Patty Mur-ray’s Hiring Heroes Act and Chairman Jeff Miller’s Veterans’ Opportunity to WorkAct into a comprehensive package that will aggressively attack the unacceptablyhigh rate of veteran’s unemployment. The Obama Administration has also createdresources to help veterans translate their military skills for the civilian workforce,built new online tools to aid their search for jobs and partnered with the Chamberof Commerce and the private sector to make it easier to connect our veterans withcompanies that want to hire them:

White House created resources,partnered with Chamber ofCommerce, private sector

FOR VETERANS, COMPILEDBY JOINING FORCESResources

ONLINEVisit www.white-house.gov/joining-forces/resources tolearn more aboutthese programs andto check out theVeterans Job Bankwidget (picturedleft).


The U.S. Chamber of Commerce is committed to Hiring Our Heroesand are sponsoring 100 hiring fairs for veterans, and military spouses in localcommunities across the country between March 2011 - March 2012. Theyhave also created strategic partnerships to deal with specific populations of vet-erans and their unique challenges in three other areas to include: a WoundedWarrior Transition Assistance Program, a Post-9/11 Student Veteran Intern-ship and Employment Program, and a Women Veterans and Military SpousesEmployment Program.

The Military Spouse Employment Partnership (MSEP) is a compre-hensive web-enabled recruitment and career partnership solution con-necting military spouses to employers seeking a 21st century workforcewith the skills and attributes possessed by military spouses. MSEP pro-vides a digital recruiting platform for vetted Fortune 500 Plus employerswho have committed to identifying and promoting career employmentopportunities for military spouses, posting job openings on the MSEPweb portal and to offering transferable, portable careers to relocatingmilitary spouse employees.

VetSuccess.gov provides comprehensive transition and employ-ment resources for veterans, service members and their families.VetSuccess.gov serves as a virtual employment resource centerwhere veterans can browse job listings, post resumes and apply forpositions online. VetSuccess.gov also provides links to more thaneight million jobs on the VetCentral site.

Veterans Recruiting Services connectsemployers and veterans through virtualcareer fairs. VRS offers services to assistveterans and their spouses as they transi-tion to the civilian workforce and helpsemployers find the right highly qualified,educated and well-trained veterans fortheir businesses.

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Blue-to-GreenDuring this period of downsizing in the Navy

and Air Force, many service members are be-ing faced with the reality of leaving the Armed

Forces. In an effort to combat this, the Army is helpingservice members continue to serve their countries with-out a break in service time.

According to the GoArmy website (www.goarmy.com), Operation Blue to Green was establishedto help good Sailors and Airmen continue servingtheir country after being told they don’t “make thecut.” “During this period of ‘right sizing’ the AirForce and Navy, the Army recognized the need forour Armed Forces to retain highly qualified menand women in our ranks. Operation Blue to Greenwill allow you to continue to serve your country,to maintain the benefits the military service and toexpand your horizons by gaining new training andtry new things.”

The program was established in 2004 after an announce-ment from the Air Force and Navy that stated a plan tocut troops by nearly 24,000 members between the twoservices.

When the program began, the Army was working toformulate a four-week course for service members whowere utilizing the program, although with the num-bers of transfers dropping from 186 Sailors in 2006to just 43 Sailors in 2010, the Army has removed thetraining, stating it is no longer feasible to offer theshorter course.

Service members, other than Marines, will now berequired to complete the full 10-week Basic CombatTraining (BCT), which consists of three phases.

The first phase of the training is the Red Phase, “TheArmy makes sure every recruit is physically and mentally

prepared to start Basic Training. Upon determiningthis, recruits are given a haircut, issued Army uniformsand are ready to start training,” said Sergeant Star, theArmy’s automated help system for Operation Blue toGreen.

The second phase is the White Phase, “Recruits gothrough marksmanship and combat training and learn torappel at the Warrior Tower. This training teaches vitalSoldier skills and instills them with more confidence,”said Star.

The third phase is the Blue Phase, “After becom-ing familiar with the use of automatic weapons andhand grenades in Weapons Training, recruits puttheir training to the test as they negotiate the NightInfiltration Course. After passing all their tests andchallenges, they congregate for Rites of Passage,”said Star.

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ONLINEVisit http://bit.ly/bSuJgA formore information on OperationBlue to Green.

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GetOpportunities inSelf-employmentBRANDPOINT — Americanswere born to make lemonade. Ifyou have any doubt about the re-siliency of U.S. workers, considerthe many reports that indicatemillions of Americans are turninglife’s lemon of layoffs into an op-portunity to work for themselves.With unemployment rates stillhigh, many people are looking toself-employment to create stable,rewarding careers for themselves.

Self-employment offers many advantages, includingmore flexible work schedules, less job uncertainty andthe satisfaction of working for yourself. If you’re con-sidering a career change to self-employment and wantto start your own business, insurance may be the fieldfor you. It’s one of four fields, including child care,accounting and financial planning, that the Bureau ofLabor Statistics (BLS) predicts will see double-digitgrowth in the next few years.

Opportunities in the insurance industry for salesagents will grow 22 percent between now and 2020,according to the BLS’s Occupational Outlook Hand-book. Agents help clients understand their insuranceneeds and choose policies that best fit those needs andprotect the things that are most important: homes,automobiles, businesses and above all else, lives.

The insurance field offers quick entry, even for thosewith only a high school diploma, and profitability canbe even more accessible for those who pursue profes-sional training. Companies like Farmers Insurance,which is expanding into Eastern states from its basein California, offer self-employment opportunities forthose who wish to run their own agencies. Farmersprovides training and can even assist with start-up fi-nancing at attractive terms. Along with all the benefitsof self-employment, including a more flexible workschedule and the potential to work at home, agentswho align themselves with an established companylike Farmers can enjoy the benefit of working with awell-recognized brand.

Choosing a career in insurance, financial planning oranother industry that anticipates double-digit growthin the next decade can help many career-changersachieve their dream of becoming successful entre-preneurs and help them make lemonade out of life’slemons.

NEEDHELP?See page 22to learn aboutVetFran, anorganizationhelping veteransstart their ownbusinesses.

BRANDPOINT — The saying goes: success iswhen preparation meets opportunity. As technolo-gy continues to affect our lives, workers in today’sever-changing labor market need to be preparedwith skills to adapt and succeed in the workplace.

Job opportunities in technology are growing up tothree times faster than other career fields in the U.S.– long gone are the days of a linear education andcareer trajectory as technology continues to reshapethe world’s workplace landscapes. Nowadays, thecareer paths of most individuals resemble a scaffoldrather than a conservative straight line.

Changes in the education and workplace landscapenot only impact job seekers, but educators andemployers as well. It’s estimated that by 2025, theU.S. could have 20 million jobs without enoughqualified people to fill them, according to a reportby Georgetown University.

Daniel Burrus, a globally renowned corporatestrategist and author of six books including TheNew York Times and Wall Street Journal best-seller“Flash Foresight,” recently released his inauguralcertainties list, based on a scientific method aimedat providing various employment sectors with aclearer outlook of their respective futures. As astrategist, he advises a wide range of Fortune 500firms to develop projections by analyzing trends.

Burrus’ list of certainties, which highlights 12technologies that will continue to transform pres-ent and future careers, uses his proprietary scien-tific method of separating “Hard Trends,” trendsthat will happen, from “Soft Trends,” trends thatmight happen.

Over the past five years, Burrus has collected certain-ties from thousands of senior executives from everyindustry around the world, providing a clear pictureof the direction different sectors are heading.

“The goal is to give people a road map regardinghow technology will transform their careers andhow to ensure they’re not caught in disappear-ing careers, but rather preparing and positioningthemselves for the predictable changes in theircurrent fields as well as emerging careers with real,long-term demand,” said Burrus. According to thecertainties list, some of the technologies that willtransform our world and careers include:

3-D web and 3-D printingEmployment for graphic artists, designers and pro-grammers will grow as the web-surfing experiencetransforms from a one-dimensional “flat” page to adynamic 3-D experience for the user. Additionally,the manufacturing industry will be revolutionized by3-D printing, which will allow any size company tomanufacture goods quickly, locally and at lower cost.

Gamification of educationBoth employees and students will have trainingand teaching methods delivered to them in a high-ly-personalized and accelerated way, through theuse of simulations and skill-based learning systemstransmitted through smartphones and tablets.

Cloud services and virtualizationAs more organizations maintain and store informationusing cloud computing, the demand for professionalsskilled in information technology is expected to rise.Employees who can safeguard important company andclient data will be vital to business success.

Trends provide guidance astechnology shapes careers landscapes


BRANDPOINT — One upside to theburgeoning obesity epidemic is that it’sfueling the growth of jobs in the fitnessindustry.

The bureau of labor statistics reports“employment of fitness trainers andinstructors is expected to grow by 24percent from 2010 to 2020, faster thanthe average for all occupations.”

According to Jeff Rosga, director of edu-cation at Life Time Academy, the trainingand certification organization for LifeTime – The Healthy Way of Life Com-pany, weight loss is a primary driver forpeople who seek out a personal trainer.

“There is a very large population ofboomers with the economic means tohire a personal trainer,” he said. “Theirrequirements are substantial – they wanta high-quality experience in training, aswell as in-depth knowledge. Some areinjured, have functional issues, or simplywant to be more physically active andneed assistance in learning how to over-come their challenges.”

Demand for personal training is also get-ting a boost as businesses and insurancecompanies see the relationship betweenhealthier employees and lower healthcare costs by persuading employees andmembers – by virtue of various incentives– to get fit.

Phyllis Soltis, 59, from Lakeville, Minn.,has worked in administration and waseven a police officer at one time. Shewas drawn to personal training while amember of Life Time Fitness, where shelost 70 pounds.

“All the jobs I’ve had involved workingwith people,” said Soltis. Exercise hadalways been a part of her life, and as sheconsidered what sort of job change she

could make at her age, she turned to per-sonal training and applied to Life TimeAcademy.

Choosing the right certification programmatters. “When you earn a certificationyou are directly linked to the certificationbody,” said David Van Daff, vice-presi-dent of business development and publicaffairs with the National Academy ofSports Medicine (NASM). “The reputa-tion of the certification, both positive andnegative, will impact how you are per-ceived as a fitness professional.”

Choosing the right personal trainingcertification can be confusing, he said,who recommended the following consid-erations when choosing a program:

Industry standards: Earning a certi-fication that is not accepted by respectedemployers is a waste of time and money.Contact local fitness centers and ask whatcertifications they accept. If a certificationis not universally accepted, don’t buy it.

Curriculum/faculty: What youstudy and learn in a certification pro-gram should have practical application.In addition, research the credentials andreputation of the faculty. Evaluate theirbackground, accomplishments, testimoni-als and contributions to the industry.

Advanced specializations: Mostsuccessful personal trainers specialize in aparticular area. Investigate what specialtycredentials and certifications are offeredby the certification organizations you areconsidering.

References: Ask a manager at a fitnessfacility which certifications best preparenew personal trainers. Having managedpersonal trainers with varying certifica-tions and education backgrounds, theycan provide insight into the value of vari-ous certification programs.

A 2012 NASM study found that certifiedpersonal trainers who were not previ-

ously employed in the fitness industry,on average, found employment in lessthan one month. That was true for Soltis,who graduated from Life Time Acad-emy in December and was immediatelyemployed at Life Time Fitness in Eagan,Minn. Soltis said one of the benefits atLife Time Academy were the weekly in-club labs, something not offered by manyother programs. The 120 hours of hands-on experience allowed her the confidenceto go from student to trainer seamlessly.

“I have specialty certifications throughthe Academy’s partnership with NASMin corrective exercise and performanceenhancement,” said Soltis. Other partnersinclude Yoga Alliance, American Councilon Exercise and Peak Pilates. She hasplans to use her knowledge in power lift-ing training and competitions to attracta clientele of “women of a certain age”who want to strength train. “Weight lossis a big one too, because of my own ex-perience. I understand it from a personalperspective,” she adds.

Pay for non-certified personal trainersrange from $18,000-$31,000. As a grad-uate of Life Time Academy, Soltis knowsshe can expect to eventually earn morethan $40,000 a year and the possibility tomake more than she has in other jobs. “Isee the potential to make more becausethere are no limits. It’s like being in busi-ness for yourself, but not by yourself.”

BRANDPOINT — The earli-est accounting records date backthousands of years to the use ofan abacus, a rudimentary count-ing tool. As the workplace hasprogressed, so has the role of theaccounting professional. This hasbeen particularly evident in recentyears – the integration of technol-ogy in accounting has createdmany specializations and job op-portunities within the field – fromforensic accounting to health careIT auditors.

The need for accountants withprofessional specializations is onthe rise. The demand for foren-sic accountants, for instance, hasexpanded with the fallout fromhigh-profile financial scandalslike Enron and Lehman Broth-ers. These accountants focus ondisputes or litigation in civil orcriminal law and often investigatecorporate and securities fraud, in-surance and personal injury claimsand computer fraud.

Environmental, or “green” ac-counting, is also a growing field.With sustainability and environ-mental protection becoming moreprominent objectives in today’sbusiness world, green accountantswill be employed to help leadersmake more informed decisions.

There are varied educational pathsfor accountants, but most posi-tions require at least a bachelor’sdegree. Many professionals in thefield choose to earn a master’sdegree and certification, such asbecoming a Certified Public Ac-countant (CPA), to enhance theirresume and marketability.

The evolutionof accounting:new careers inthe languageof business

Want to get paid to goto the gym? Become apersonal trainer


BRANDPOINT — Resume? Check.Cover letter? Check. Now you’re readyto begin that job search, right? Wrong.There may be some very importantthings you’re forgetting about that coulddramatically enhance your job search.

Nowadays, job searches involve muchmore than simply submitting hundredsof resumes and cover letters. “Today’sjob search requires a strategy thatuses social media as well as traditionalvehicles,” said Wendy Wagner, careerservices director for The Art Instituteof Fort Lauderdale.

According to a 2012 Jobvite survey, 92percent of U.S. companies use socialnetworks to find talent, with LinkedInthe most popular. “Make sure you havea social media strategy to augment tra-ditional methods, such as face-to-facenetworking and informational inter-views,” said Lyndsay Cooper, careerservices director for The Art Instituteof Tennessee-Nashville, a branch ofThe Art Institute of Atlanta.

Wagner and Cooper offer the follow-ing tips to give yourself an edge inyour job search.

Brand consistency. Make sure yourprofile is professional and reflects thejob you’re looking for across all socialmedia platforms. Ensure your privacysettings are secure (especially on Face-book). On LinkedIn, make sure yourprofile is complete, including skills andrecommendations. On Twitter, link toyour website, blog or online resume.And don’t forget Pinterest, YouTube,Google+ and Foursquare.

Know your audience. Your audi-ence in Facebook is different fromyour audience in Twitter or LinkedIn.

Make sure your updates reflect that.On LinkedIn, share articles and blogson industry-related topics. On Face-book, post more personal (but nottoo detailed) updates to remind yourfriends that you’re in the job market.

Be proactive. Use social media toconnect with recruiters, employersand employees of companies you’dlike to work for. Join – and participatein – organizations, groups and blogsin your industry or alumni groups.Become an industry expert or thoughtleader.

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Research. Use social media to create your target list of companies, thenresearch those companies and their employees. Use hashtags on Twitter to findjobs. For example, if you are interested in fashion, search #fashionjobs. Siteslike Technorati or Twellow let you search people’s bios and the URL’s in theirbios – you can easily find, follow and engage key employees of those compa-nies so they get to know you before you approach them for a job. Prepare for ajob interview by using social media to research the interviewer and find com-mon topics to break the ice.

Network online. Expand your network and engage others with similarinterests by posting, sharing/forwarding, tweeting and retweeting relevantarticles and blogs. This raises your online profile and encourages others to dothe same for you. Twitter works well for this.

Know your online profile. Google yourself and make sure what you see iswhat you want it to be. Go to Klout.com so you can see your “klout” score,which reports how influential and engaged you are across platforms. Anothergreat site is wefollow.com, a Twitter directory organized by shared interestsor categories. Users can add themselves to the categories that best fit theirinterests.

Today, employers use LinkedIn, Twitter, Facebook and other social media toidentify, recruit and check out new employees. The Internet has helped levelthe job search playing field by offering access to resources that enable you toidentify and prepare for career opportunities. But it’s also offered employersaccess to more talented job candidates.

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VetFran strategic initiative containsnearly 500 International Franchise

Association (IFA) franchisor membercompanies offering financial incentives,training and mentoring to veteransinterested in small business ownershipand/or a career path in franchising.

“With the help of VetFran, veterans haveopened businesses as diverse as Abraka-doodle Art Education, Dunkin’ Donuts,RadioShack, Liberty Tax Service, TheUPS Store and TeamLogicIT,” saidMary Kennedy Thompson, chairwomanof the VetFran initiative.

Starting out in 1991, VetFran wasfounded by the IFA in an effort to sup-port veterans returning from the GulfWar transition to the civilian economy.“VetFran works to raise awareness

through the media, events, webinars andonline tools and solutions to educateveterans about opportunities in franchis-ing,” said Thompson.

Many of the companies that comprisethe VetFran initiative waive their fran-chise fees entirely for veterans. Othersoffer initiatives like helping with financ-ing, discounted royalties and credits onpurchases. One out of every seven fran-chise businesses are owned and operatedby veterans of the U.S. military, accord-ing to a recent study conducted for theIFA Educational Foundation based onU.S. Census data. These businesses havebeen beneficial to veterans, the job forceand the economy. “More than 66,000veteran-owned franchise businessesin the U.S. provide jobs directly for815,000 Americans and generate more

than $41 billion in GDP [gross domes-tic product],” said Thompson.

“VetFran’s more than 500 membersstretch from AAMCO to Zoomin Groo-min,” said Thompson.

With hundreds of thousands of ser-vice members returning from Iraq andAfghanistan, the IFA and franchised busi-nesses have launched Operation Endur-ing Opportunity, a campaign to hire andrecruit as franchise restaurant owners,75,000 veterans and their spouses, and5,000 Wounded Warriors by 2014.

VetFran’s website describes why veteransare successful at franchising: “Veteranscome back with strong leadership skillsand a thorough understanding of teams.Military experience includes leading

people, improving processes and ac-complishing the mission. Just like in themilitary, in franchising, the mission isaccomplished by the team.”

The initiative also has a Wounded Warriorcomponent which focuses on industriesthat may be particularly suited to disabledveterans, such as franchises in informationtechnology and tax preparation.

Support for VetFran comes from manydifferent organizations. “The IFA haspartnered with the White House Join-ing Forces initiative, VFW, the MilitaryOfficer’s Association of America, the U.S.Department of Veterans Affairs, the SmallBusiness Administration, the U.S. Cham-ber of Commerce and others to facilitateaccess to opportunities in franchising,”said Thompson.

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Careers & Continuing Education Spring 2013

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