Soldier for Life/Transition
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Soldier for Life/Transition

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Soldier for Life/Transition

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Soldier for Life/Transition/ Credentialing


POC: Ms. Susan Schoeppler, TRADOC G-3/5/7, (757) 501-5431

. . . I established the Army’s Soldier for Life program to connect the Army, government agencies, non-governmental organizations, private companies, and communities across America in an effort to assist Soldiers, Retired Soldiers, Veterans, and their Families with the process of integrating into civilian society. . . . we are synchronizing the efforts of more than 46,000 organizations, allowing Soldiers to “Start Strong, Serve Strong, Reintegrate Strong, and Remain Strong.” -- GEN Raymond T. Odierno

Once a Soldier

, Always

a Soldier”


Background, Implementation, and Goal What is “Soldier-for-Life” (SFL)? What is the “Soldier-for-Life Transition Assistance Program” (SFL-TAP)? What is the “Transition Soldier Life Cycle” (SLC)? What is “Credentialing”? AG-Specific Credentialing Opportunities Conclusion





BACKGROUND Some veterans go through a difficult adjustment after leaving active duty High cost of unemployment compensation to DOD Employers do not understand military training or skills and experience of veterans Threat to volunteer Army The U.S. owes our Soldiers and veterans betterIMPLEMENTING THE SOLDIER FOR LIFE (SFL) PROGRAM Facilitate a culture change (Soldier-for-Life mindset) where Soldiers are encouraged to think long-term and plan for their future, and the Army is a partner in their long-term success. Provide credentialing opportunities that will give Soldiers increased professionalism and pride while serving and help them get credit for their military training and experience. Help Soldiers have a smooth transition to civilian life and employment (and continued service in the RC and their communities).

GOALPrepare Soldiers and Families for a smooth transition. They are successful in civilian life, continue serving in the RC and Veteran Service Organizations (VSO), and become leaders in their communities. Employers see the value of hiring veterans, and the next generation sees the value of military service.

SFL – Problem Statement & Endstate



Soldier for Life is both an organization and an over-arching philosophy Mission of DA Soldier for Life Office: Facilitate successful reintegration of Soldiers and Families into civilian life through a grass roots community-based approach. Serve as connector between Soldiers, Veterans, Families and civilian communities (employers, VSOs, local governments, civic organizations, etc.) Increase Veterans’ access to employment, education, and health care.

Soldier for Life Mindset: Once a Soldier, always a Soldier Transitioning Soldiers and Veterans are still valued team members

The Army is a partner in Soldiers’ lifelong success Command Team helps Soldiers have successful transitions What is Soldier for Life?


Army Career and Alumni Program (ACAP) Centers are now Soldier for Life Transition Centers. Program revamped and expanded as part of CSA-directed “rebranding”More components, more mandatory elements, process takes longerMany elements mandated by the “VOW to Hire Heroes Act” (the “VOW Act”) Support of Commanders and Supervisors is critical. Support your Soldiers; make sure that they get to their appointmentsTransitioning Soldiers are still members of the team Mission requirements and transition requirements can be balanced if Soldier starts his transition process

early All Soldiers completing at least 180 days of continuous active duty must meet the requirements of the VOW Act.

Goal is for Soldiers to have a successful transitions, leave with a positive view of the Army and the value of military training and experience, and continue serving in the RC (if applicable). 5What is SFL Transition Assistance Program?


Veterans Employment Initiative Task Force Report: Soldiers in Transition window are getting “fire-hosed” -- too much, too late “Transition Soldier Life Cycle” – Soldiers prepare for Transition throughout their careersCounter-intuitive to encourage Soldiers to start thinking about transition early, HOWEVER: Everyone gets off active duty eventuallyGood for everyone to spend some time “thinking long-term”

Many of the same things that will help with Soldiers’ ultimate transitions can also make them better Soldiers; e.g., education & professional credentialsAligning MOS/AOC and assignments with post-active duty goals can be a motivatorRequirements of “Transition Soldier Life Cycle” woven throughout Soldiers’ careers:

Long-term (post-active duty) goals included in counseling sessionsArmy-sponsored professional credentialing opportunitiesBriefings (such as this one) in PME coursesRequirement for draft resumes at mid-career – exercise in planning for futureIndividual Development Plan in Army Career Tracker (ACT)6

What is Transition Soldier Lifecycle?


All Soldiers must meet these requirements well before the transition date on their DD Form 214. (1)* Pre-separation Counseling (DD Form 2648/-1)

(2)* VA Benefits Briefings I & II (3)* Department of Labor (DOL) Employment Workshop (4) Individual Transition Plan (ITP) (5) VA eBenefits registration (6) 12-month post-separation budget (7) MOS Crosswalk-Gap Analysis (8) Complete job application package OR received job offer letter a. Private or Federal resume and references b. Two submitted job applications (9) Documented continued Military Service opportunity (AC only)

(10) Complete individual assessment tool (11) Capstone with DD Form 2958 (12) Career Tracks (Accessing Higher Education, Vocational/Technical, Entrepreneurship) IAW Soldier’s ITP a. Accessing Higher Education / Vocational/Technical Training; requirements are:

Assessment to identify aptitudes interests, strengths, and skills Comparison of academic or training institution choice College, university, or technical training application or acceptance letter Confirmation of one-on-one counseling with a college, university, or technical institution advisor or counselor b. Entrepreneurship Track* Statutory requirementsIndividual Soldier-in-Transition Requirements



Credentialing is the process of meeting certain professional and technical standards and earning industry recognition in the form of a credential.Certification from a non-government credentialing agencyNon-DOD government license (e.g., FCC, FAA, state government) Credentialing is NOT: Awarded by the military

A jobs program or linked to a specific vacancy or employer Focused exclusively on the soldier in the ACAP/transition window A degree-completion program

Must fulfill the requirements of the non-DOD credentialing agencyA professional credential is one of the best ways of translating skills and experience into terms that civilian employers understandWhat is Credentialing?


AG Corps’s Input to WebCOOL

Credentialing Opportunities On-Line (WEBCool) Professional in HR (PHR) Senior Professional in HR (SPHR) HRCI; all directly related to CMF/AOC 42

Global Professional in HR (GPHR) Certified Manager (CM) – Institute of Certified Professional Managers (ICPM); directly related

Certified Records Manager (CRM) – Institute of Certified Records Managers; directly related Certified Administrative Professional (CAP) – Int’l Assn. of Admin Professionals; directly related Certified Payroll Professional (CPP) Fundamental Payroll Certification (FPC)

American Payroll Association; skill related

Pilot Program for Army-funded PHR credentialing is in development


Professional in HR – HRCI Credential

Take Aways:Works to bridge the gap between Army HR and civilian HRHRCI credentials are EXPERIENCE-BASED

(must demonstrate qualifying experience in HR to sit the exam) Targeting experienced

Soldiers of all ranks and composMPHR dL course is available now; preps for PHR and SPHRSkillport also provides PHR credentialing prep materialCredentialing Pilot Program – PHR Credential from HRCI

Pilot program approved & fully funded as a “Soldier for Life” initiative (all compos)

AGS is developing process/criteria to identify the pilot participants

Pilot participants will sit HRCI’s Professional in HR (PHR) exam in spring 2015

MPHR prep course – blackboard based, self-paced, open and free to anyone with a CAC

AG Corps recognizes 8 total certificates on the Army


portal (including PHR)


Job Title

Credentialing Agency







Human Resources


Career Counselor

Human Resources Certification Institute


Approved Credentialing Program


in Human Resources (PHR) credential in pilot program


emonstrated HR experience (military HR counts) & written test

Prep course builds body of knowledge but does NOT certify

On-line PHR/SPHR Prep Course on SSI Blackboard

- course catalog – search “MPHR” – self-enroll


The Soldier for Life Transition Assistance Program has counselors and staff world-wide, including mobile teams to support the RC at home and demobilization stations. The 24-hour, 7-days a week SFL-TAP Virtual Transition Center is available at or 1-800-325-4715.

Credentialing Program POCMAJ Arron LummerProponency & Leader Development Chief

803-751-8445Alternate POCSGM Kinzell Hendricks


& Leader Development SGM


FJSC Education Center


Brenda Johnson

Education Services Officer


FT Jackson SFL Center



4600 Strom Thurmond Blvd


Contacts & Resources


More than 125K HR professionals in 100 countries maintain HRCI credentials / HRCI in service since 1976 97% of Fortune 500 companies have certified HR professionals actively managing, innovating, growing, and leading. (HRCI, 2012) Pilot program is for PHR at a reduced cost of $275 (member cost less the $75 application fee)

PHR exam focuses on the technical and operational aspects of HR practices, US laws and regulations. PHR is $400 ($350 for members); 175 mc questions in 3 hrsBodies of Knowledge are: Business Mgmt & Strategy Workforce Planning and Employment HR Development Compensation and Benefits Employee and Labor Relations Risk Management

PHR requires: 1 yr professional experience w/ a master’s degree or higher 2 yrs professional experience w/ a bachelor’s degree

4 yrs professional experience w/ less than a bachelor’s degree SPHR exam focuses on the strategic and policy-making aspects of HR management in the US. SPHR is $525 ($475 for members); 175 mc questions in 3 hrs SPHR requires: 4 yrs experience w/ master’s degree or higher 5 yrs experience w/ a bachelor’s degree 7 yrs experience w/ less than a bachelor’s degree Testing windows are MAY-JUL and again NOV-JAN Computer-based testing through Prometric Testing Centers global network Certificate is valid for 3 yrs. Must re-certify with 60 recertification credits or take the exam again. Credits granted for: Continuing education (OPDs, PME, pursuing advanced degree)

Instruction (OPDs, classroom as an instructor, etc.)

OTJ experience

Research/publishing (SHRM, 1775, etc.)

Leadership (AGCRA roles, job position, etc.)

Professional Membership (AGCRA)

PHR and SPHR Back-up Data


Command Team’s Responsibility

Arrival at unit Ensure leaders work with new Soldiers to develop and/or update Soldier’s Individual Development Plan; document in Army Career Tracker (ACT).Soldier Life

Cycle Encourage Soldiers to consult Army Continuing Education Services (ACES) for civilian education and Army Community Services (ACS) for family employment and financial /budget assistance. Use Career Counselors for MOS Crosswalk-GAP Analysis, individual self assessment, and the Army Learning Management System (ALMS) to assist in military education and training.

Transition Decision Support career counselor activities to the greatest extent in practical IAW current policies and regulations. Eliminate stigma of transition decisions; support the Soldier. Continuously engage SFL-TAP personnel and use ACAP XXI reporting system to track transition data.Transition Actions Soldier must begin NLT

12 Months


to transition from active duty.

Be aware of exemption policies and consult SFL-TAP

prior to exempting any Soldier




in attending

local TAP when available or use virtual services (remote duty or Reserve units not located near installation) to assist; consult SFL-TAP to determine appropriate time requirements for Soldier.

Validate Soldier’s career readiness skills (process in development;

consult SFL-TAP

for most current requirements).



Soldier Tasks(officer and enlisted) At AIT/IET,

receive MOS Credential/Information

At AIT/IET, receive 8 hrs of Financial Readiness Training Register for eBenefits

Complete Self Assessment

Develop a budget

Develop IDP



Transition Soldier Life Cycle Overview



Begin Transition NLT 12


prior to transition date, upon MEB referral, during mobilizations

CRS during







Pre-Sep Counseling



(job application/ job offer)


VA Benefits Briefings I & II

Gap Analysis



Self Assessment



(school application/school acceptance letter




to RC Continuum



Initial phase

0-1 year

Service phase

1+ years

Transition phase begins

12-18 months prior to Transition

(1 yr after completing AIT or BOLC)

Career Preparation

- Soldiers work toward their education or occupational goal through traditional education, technical training, MOS credentials, and military experience

Careerist SLC (10+ years)

Prior to attending SLC, WOSC, or ILE, develop a resume and references list



Annual Review

(Promotion, PCS, Life Events)

Update IDP

Assess Financial Resilience

CRS introduced early and throughout a Soldier’s career with touch points at the following:

first duty station-home station drill/first year of service/reenlistments/deployment-mobilization/promotion/transition


- MOS Crosswalk-Gap Analysis

- Occupation Interest Self Assessment

RC unemployed/at-risk

- Resume

- Attend Career Tracks (Education, Vocational/Technical, Entrepreneurship)


Army Distributed Transition Timeline