Our company’s Veteran Leadership Program enhances the leadership skills of veteran employees by pairing veterans with a company executive whose role and responsibilities correspond to the leadership experience of the veteran. Veterans are identified early in their employment and are integrated into leadership roles by an assigned company executive whom the veteran shadows while they perform their daily responsibilities. The veteran participates in feedback sessions and discussions with the executive during this phase of their mentorship. As the corporate leadership experience of our company’s veterans increases they are paired with a company leader whose role and responsibilities correspond to the veteran’s next logical leadership position. This professional development plan continues throughout the veteran’s employment with our company and is monitored by the company’s human resources office.

Responsibility for veteran hiring is shared across the entire recruiting team at our organization. Two recruiters and two leaders (2 full-time equivalent) are responsible for veteran recruitment. Our human resources director for training and talent management oversees a team of eight people (2 full-time equivalent) who share responsibility for development (training) and mentoring (retention) of veteran employees. Additionally, one director-level employee, the president of the employee resource group, and several contractors (4 full-time equivalent) work on veteran/military engagement, morale, and retention activities throughout the year.

The HR department has supported veterans in many ways. First, we have outreach with the American Job Center and made a hire through them this calendar year. Through this partnership with the local workforce center, our recruiters work with veteran employment specialists to actively recruit veteran job seekers and participate in community veteran networking events. Second, we provide additional training through our company at no cost to the employees. It is based on their job and is available to them either at the work-site or after hours and is paid. Third, in order to retain our veteran employees, we ensure that every client is flexible with work schedules to accommodate appointments. We have accommodations in place for service animals and employees with PTSD, hearing impairments, vision impairments and ensure facilities are accessible to those with physical limitations.

This company is committed to complying with all aspects of the Uniformed Services Employment and Reemployment Rights Act. For military leave less than one work week, employee will continue to receive full pay. For military leave exceeding one work week, the company will pay the difference between the employee’s military pay and the employee’s company salary for as long as the employee is on active duty.

Our organization has a tuition reimbursement program that will reimburse up to $5,500 per calendar year for all employees who seek to continue their education. We support continuing education with bachelor’s or post graduate degrees. We have also widened the parameters of the program to allow for technical training to be reimbursed to assist with enhancing job skills and knowledge.