Military Spouse Corporate Career Network (MSCCN) Annual Report

Transcription

1 2013 Military Spouse Corporate Career Network (MSCCN) Annual Report Stacy Bayton Chief Operating Officer, CASY

2 Table of Contents Mission and Purpose Statement... 3 MSCCN 2013 Annual Report... 4 Military Spouse Employment Issues... 4 What Makes Us Different... 5 Our Focus... 5 Structure and Operational Support... 5 Capabilities & Compatibility... 6 Creativity - Agility - Adaptability... 6 Behavioral Capabilities... 6 Fully Rounded Program...7 Proven Success...7 MSCCN s Main Objectives for Employment Gaps Skills Training Tools and Resources Expected Program Outcomes Operational Program Report... 9 Overview of 2013 Outcomes Hires Report Conclusion The Way Forward in : YEAR IN REVIEW MSCCN Board of Directors... ii MSCCN Financials... iii Link to 2013 Form iii Link to 2013 Financial Review... iii MSCCN Form 990 (Pages 1 and 10)... iv Page 2 of 21

3 Mission and Purpose Statement The Military Spouse Corporate Career Network (MSCCN) was chartered in 2004 as a private sector non-profit organization that provides no-cost employment readiness, vocational training, and one-on-one job placement services for military spouses, and caregivers of war wounded. MSCCN operates as an employment partner to all branches of the Armed Forces, including the National Guard and Coast Guard, through Memoranda of Understanding (MOUs). Our state-of-the-art technology, built by Kenexa-IBM, provides real-time, verifiable tracking numbers and outcome reports to our employment partners, military services, and donors. Through our employment readiness training and job placement services, MSCCN works one-on-one with our employment partners and funding supporters to reduce the rate of unemployment to veterans, National Guard, reservists, and their spouses by preparing them for their job search (translating skills, preparing resumes, interview skills, etc.) while working directly with our corporate recruiters to match these military service members and veterans to jobs that complement and fully utilize their qualifications, experience, and education. Individual programs are also in place to serve caregivers to the war-wounded the extremely underserved military-affiliated applicants who have exceptional difficulty finding employment. Over the past five years, we have provided direct hire assistance to over 1 Million applicants and provided outreach and support to more than 160,000 others. MSCCN is committed to breaking barriers in employment for those within the military and veteran communities; increasing training, assistance, and employment opportunities for all military-affiliated job seekers; and ensuring our corporate partners fully understand and appreciate the service members qualifications and how they perfectly match the skills these organizations need. By pursuing these objectives, we will greatly improve the employment hiring numbers for those who have served and the families who support them. MSCCN was the first designated military spouse employment program in the nation and continues to be the only military spouse employment program which operates with a Talent Management Gateway and Applicant Tracking System. MSCCN is a proud recipient of the Better Business Bureau s Wise Giving Alliance distinction. Page 3 of 21

4 MSCCN 2013 Annual Report MSCCN has a unique way of approaching employment for our military-affiliated job seekers. Our programs not only expand employment opportunities and facilitate placements, but they also address key employment issues and offer innovative solutions that allow us to successfully plow through these employment hurdles and maximize the success of our mission. For military spouses, the hurdles in employment are vastly different from those faced by our service members and veterans. Transfers between duty stations are a fact of military life. As our military spouses transfer along with their service member, they leave their jobs and focus their attention on moving their family and realigning the family s needs in the new location. The stress of the move, coupled with the loss and career interruption the military spouse experiences, can detract from the military member s effectiveness and mission-readiness and, ultimately, overall retention rates for our military, and the financial wellbeing of our military families. Employment of the military spouse provides an increased quality of life for our military families and, in some cases, financial stability as the family encounters obstacles in both their civilian and military life. MSCCN operates from a direct-connect model backed by the first military spouse designated applicant tracking and case management hybrid technology that provides recruitment tools and capabilities. Military Spouse Employment Issues Employment gaps showing current work experience to employers. To most employers anything over a one year gap in employment becomes a red flag. All education with limited or no experience leaves military spouses uncompetitive with other job seekers. Skill and education gaps military spouses are one of the most educated groups of individuals; however, with current degree programs structured the way they are and the transfer from school to school that spouses face during their service member s tour, there are two problems that have been identified: - A college degree does not guarantee proficiency of skills sets that are sought out by companies seeking to fill their employment opportunities. Applicants are judged by education, experience, and skills that are required by the employer. Skill sets can be taught, but many applicants are not thinking of the skills they lack when they are applying for a job and many do not even understand the Page 4 of 21

5 skills mentioned in the job description, or know if they really possess these or not. - Regardless of degrees held, some applicants are found to be lacking in basic English and math education and use thereof; in this case, they are found not to be proficient in written and oral communication and needing assistance in these areas in order to be competitive with other job seekers or in the workforce. License transfer difficulties tend to create large obstacles for a military spouse transitioning to a different state. Often times there are large fees associated and additional education requirements that make transferability a very large employment issue. Access to long-term yet flexible employment that can be transferred with the military spouse as they follow their service member from installation to installation is difficult to obtain. What Makes Us Different Our Focus We are OUTCOME focused! We are not building a resume database and our candidates are not numbers; they are men and women who are highly trained, skilled, qualified, and ready for employment that is a match for their skills and abilities. Through our programs, our organizations DRIVE qualified, thoroughly screened, military-affiliated applicants who are employment-ready to the DESKTOPS of hiring managers and provide fully accountable job placement numbers to our companies by utilizing Kenexa s world-class Applicant Tracking and Case Management Technology. Structure and Operational Support Our organization, with its sister organization the Corporate America Supports You(CASY), has developed a strong, successful, sustainable model with our Applicant - Recruiter Connect Program which is supported by a three-tiered support system that includes our Recruiter Connect program; our world class 2xBrassRing technology, which is fully supported by Kenexa; and our Career Corps, consisting of credentialed, experienced, and trained military spouses, caregivers and veterans, which allows us to ramp up our personnel, overnight, to meet expanding needs and demands in all areas of our programs. All of these key parts of our program are as unique to our organization as our Memoranda of Understanding (MOUs) with EVERY branch of military service and our partnership with the DOD s Military Spouse Employment Partnership (MSEP). Page 5 of 21

6 MSCCN & CASY s programs and processes are a great deal different from those utilized by other organizations that assist with employment. Our focus is on directconnect opportunities that end in a placement for our candidates. Capabilities & Compatibility Our programs are meant to complement other employment programs led by military family centers and other military community organizations. Where most groups focus on basic employment readiness, MSCCN focuses on direct placement. MSCCN leads the industry with strong leadership, key support programs, and a credentialed and experienced team that has, over the last ten years, developed and honed this process to maximize success for our military job seekers and the companies that hire them without being redundant. Creativity - Agility - Adaptability We encourage our team to be creative, agile, and adaptable to changing needs. Too often, organizations get stuck in a rut on how they operate. MSCCN team members are ever aware of changing needs within the military, as well as changes in employment trends, hiring obstacles, and potential solutions. The program stays as creative and agile as it needs to be, while remaining structurally sound a balance between working mission and being active participants in identifying new program needs and solutions that can be created to meet those needs. Behavioral Capabilities The role of our Executive Team is to provide strong leadership, a successful and sustainable operational structure, key support programs that strengthen all operations, a strong team training and professional development platform that engages and drives our team to a higher level of productivity and success, and collaborative partnerships that support our organizations and allow us to leverage strengths and to be more agile and adaptable so as to respond more easily to changes necessary to meet mission. Page 6 of 21

7 Without strong leadership and sound operational structures, organizations cannot sustain their processes. MSCCN is sustainable. Fully Rounded Program Too often we encounter organizations struggling with providing successful and sustainable programs due to: - Lack of proper technology - Lack of experience needed to meet mission needs - Lack of strong leadership - Lack of a strong, successful model - Lack of key support that sustains and drives successful operations - Inability of the organization to quickly adapt and launch programs MSCCN was structured with avoidance of these typical failing points in mind so as to ensure the organization was geared for success from day one. Proven Success MSCCN & CASY are two of the only nonprofit organizations that track and report the metrics of their programs. In 2014 MSCCN was vetted by the Better Business Bureau s Wise Giving Alliance. The Wise Giving Alliance designation is given to nonprofit organizations who meet the BBB s 20 standards of Governance, Finances, Fundraising, and measured effectiveness. Through this process, MSCCN was vetted and evaluated through an audit of all MSCCN programs and finances. According to the findings, MSCCN, through IRS confirmation, proved that 92 cents of every dollar was used towards mission and that MSCCN s cost per hire was less than $200, showing further proof that MSCCN is focused on the actual success and outcome for each candidate in the program and not on padding numbers of participants. The number of participants does not matter it is how many find success through the program that is important. MSCCN s Main Objectives for 2014 MSCCN has designed programs to meet the employment readiness needs that are impacting the ability of our military spouses to identify and secure employment as they transition from base to base with their service member. A few of these programs include our Career Stepping Stone campaigns (Career Corps and Work from Home programs) and our Virtual Training Platform. In the past four years, MSCCN has built up its virtual training programs to focus on topics with which our military-affiliated job seekers need assistance. In addition to job readiness topics, MSCCN is expanding its training platform to include skills preparation to meet the Page 7 of 21

8 needs of military spouses who lack proficiency in areas that are crucial for their particular industry. Skills training sessions are conducted weekly in two to four week segments per topic. Our Career Stepping Stones campaigns address gaps in skills and experience. Career Corps was launched in the latter end of 2011 to provide military spouses with current work experience that is a match for the position to which they are applying; also, to provide the introduction and training of new skills that make them more attractive candidates to recruiters they are applying with. The MSCCN Work from Home program was actually started in 2007, but has seen continued to growth by identifying additional opportunities and overcoming hiring obstacles for the employers in new industries that offer work from home. The MSCCN Work from Home program continues to be one of the most popular programs for our military spouse applicants. It is our goal that, through these programs, and our focus on identifying portable jobs for spouses, MSCCN will continue to increase the employment success rate for our military spouses throughout the world, increase the quality of life for our military families, and contribute to military retention of highly qualified and needed service members who otherwise would be seeking to separate from service due to these and other issues. Employment Gaps- To assist in decreasing gaps in employment that count against military spouses as they seek employment, MSCCN programs give military spouses current career experience while helping to prepare them in their job search and assist with finding employment opportunities for them from within their local community. Skills Training- By helping military spouses qualify for positions which, based on missing skills or experience, they otherwise would not be qualified to apply for, MSCCN provides skills training that teaches military spouses much-needed skills required in their industry, or helps them improve upon skills they have but may need to update for their industry. Tools and Resources- Providing military-affiliated jobseekers with the tools and resources needed to overcome the 30% unemployment rate they are experiencing. Expected Program Outcomes Military spouses will receive skills training that will make them more competitive with civilian job seekers applying for the same positions. Page 8 of 21

9 Military spouses will receive opportunities to obtain current work experience through the Career Corps volunteer program as MSCCN Employment Specialists help them apply for and secure permanent employment. Programs that address career gaps and misalignment of skills that military spouses experience and focus on the validation of skills with recruiters inside the MSCCN Applicant - Recruiter Connect Program. Address the need for portability with positions or relocation opportunities work with military spouses and recruiters to identify solutions to issues associated with relocation for military families and the loss of employment that military spouses experience. Educate the military spouse community on industries with successful transferability opportunities allowing for long term employment opportunities. Assist military spouses in finding certifications or licenses that may increase their long-term employability. Connect military spouses with vetted partner organizations that will enhance their lives within the military community through Spouse Nation. Final outcomes of these goals are increased employment opportunities and increased placement of military spouses in qualified positions and a better understanding of the strong talent pool available in the military spouse community Operational Program Report MSCCN saw a 92% increase in military spouses and dependents seeking assistance through our employment readiness, connection and training. Together, CASY and MSCCN continued to hone the Applicant Job Placement Case Management and Applicant Tracking Technology and One-on-One Employment Readiness Model, which revolutionized the way military-affiliated applicants are handled by recruiters in direct one-on-one fashion. Employment counselors from other agencies and organizations have started to mimic MSCCN s employment model because of the proven successes reported each month. The MSCCN team continued to identify additional tools and resources that helped to streamline the job placement model and maximize the time spent with our job seekers as we help them work through to placement. MSCCN began development of a Learning Management System (LMS) in partnership with Ed4Online. All virtual training courses will be placed inside LMS for easy access 24/7, tracking and reporting, and the addition of Professional Development Page 9 of 21

10 courses and Continued Education courses that lead to a certification or license required by industries. Citi Women s DTP Team adopted MSCCN & CASY in their evolution project. Through this project, our organizations were gifted top-of-the-line training software, Articulate, which is compatible with our LMS. The first two trainings have been recorded, using the software, and loaded inside LMS. - Basic Resume Development - Job Interview Prep MSCCN continued to expand the Applicant-Recruiter Connect Program which connects applicants directly to recruiters and employers from our corporate partners in order to facilitate hires. The network of employers grew to over 2,000 in MSCCN expanded the MSCCN Work at Home program, bringing in more companies that provide long-term portable work at home opportunities perfect for the military community and its skillset. The Military Service Employment Journal (MSEJ) was distributed monthly through our military, veteran, and government networks for all those within the military and veteran communities. The MSCCN-CASY MSEJ team developed a contact management system which allows a better push-out of the journal from an online platform. The MSEJ was taken to monthly distribution and more efficient tracking and reporting mechanisms were put in place. Readership directly with military spouses and veterans, beyond distribution through Headquarters for each Branch, is growing steadily. Peer-to-Peer Mentorship MSCCN direct-connect and outreach to military-affiliated job seekers. In 2013 MSCCN continued to work with CASY to expand relationships with other military and veteran organizations that helped expand outreach efforts throughout the military and veteran communities. Partnerships were formed with five new organizations in 2013 through Spouse Nation. Spouse Nation provides the opportunity for military spouse to find their path or paths towards their goals as military spouses. Expansion of Recruiter and Corporate Connections direct-connect partnerships with recruitment teams to connect/match qualified military-affiliated job seekers within their open positions. Distinct partnerships and support from DirectEmployers Association and our association partners helped MSCCN expand Recruiter Connect relations in Train the Trainer - Best Practices Training for Employment Counselors. Page 10 of 21

11 - Over the years many military employment counselors have attended MSCCN s virtual training programs to garner information that helped them better assist military family members with employment. In 2013, our team was asked to continue offering training specifically for military employment counselors through the CASY-MSCCN Train the Trainer Program which covers Best Practices Training for Employment Counselors. All MSCCN staff are highly trained and/or credentialed in HR and recruitment; all staff are required to go through the Train the Trainer program as they are brought on the team. Through this program, MSCCN provides Military Employment Counselors the same robust employment training that it uses to train MSCCN staff. - It is our goal to increase the employment success rate for all militaryaffiliated job seekers and, in turn, increase the quality of life for military families overall. The programs under MSCCN and CASY are essential to accomplishing this goal, as is the direct cooperative work we do with affiliate organizations and agencies. Overview of 2013 Outcomes MSCCN & CASY s programs provide essential tools, resources, and opportunities that help prepare military-affiliated applicants succeed in their career endeavors. The MSCC & CASY Program produced the following outcomes in 2013: - Program outreach and assistance for 2013 was over 185,000 for new military-affiliated applicants; assistance was given inside MSCCN as well as through military family centers and other nonprofit partners. - There were 4,789 reported hires during There were over 1,900 Recruiter contacts. - Social Media Contacts averaged over 1,000 per month military-affiliated job seekers attended Virtual Trainings. - _415 military counselors attended virtual trainings. - 4,238 applicants attended on-site events with MSCCN & CASY. - MSCCN & CASY trained 108 Employment Professionals for the National Guard Employment Program. - MSCCN & CASY developed their small and mid-size business campaign with Center for America under the American Jobs for America s Heroes campaign and implemented work efforts with over 1,000 mid-size companies nationwide. - Corporate relations in 2013 expanded by 55% bringing the total of corporate and small business partners to over 2,000. Page 11 of 21

12 - MSCCN & CASY trained 27 Yellow Ribbon Employment Counselors working under H2H. - Career Corps Members donated over 18,460 hours of volunteer time in 2013 giving a cost savings of over $184,600 to MSCCN and CASY for the entire year. - There were over 1.3 million hits to the CASY and MSCCN Websites during Hires Report In 2013 CASY & MSCCN reported a total of 4,789 military-affiliated applicants hired. The hires fall into the following categories: Military Spouses 661 Military Spouse of Disabled Veteran 1 Dependant 19 Active Duty 104 Caregiver 2 Veteran 211 National Guard 3,737 Reservist 14 Army Family Program 1 Retired 32 Drilling Guard (M-Day) 3 Veteran/Military Spouse 3 MSSCN User 1 Total 4,789 Conclusion The Way Forward in 2014 Today, MSCCN & CASY are leaders in the area of military and veteran employment. For over nine years we have been developing and honing a direct placement process that is successful for both our military and veteran job seekers and the companies that have hired them. Our focus has been, and continues to be, on placement. For some, that may mean targeting language so they become visible to recruiters. For others, this may mean gap skills training, assessments and validating skills sets for employers to show a match for a position, or a Work at Home program that provides portable careers that fit the military family lifestyle. Regardless of what is needed in order to help a military spouse meet eligibility requirements for employment, MSCCN remains a strong and focused assist. That focus is on the end result the outcome the placement! Page 12 of 21

13 In 2014 our organization will continue to focus on expanding employment opportunities and relationships with recruiters to facilitate placement, training and preparedness of our military spouses as we move them into position for placement, and solutions that help overcome hiring obstacles. MSCCN & CASY has been working tirelessly for the last nine years to ensure that service members, veterans, and their families find success in the civilian world and that every opportunity is made available to ensure this is possible. In 2014 we will continue to forge ahead in finding solutions for hiring obstacles in the industries, mentoring other military, veteran and military spouse employment groups to ensure they have the best information and tools necessary to aid their military-affiliated job seekers, and increasing the numbers of military and veteran job seekers who are trained, readied, and placed in positions that are a fit for their skills and abilities. Page 13 of 21

14 February 2013: YEAR IN REVIEW 2/19-21 CASY-MSCCN COO Stacy Bayton attended the annual AJAH Campaign Advisory Council (CAC) Council meeting in Washington D.C. 2/21-22 CASY-MSCCN COO Stacy Bayton attended a meeting with Citi, NBC Publishing and Reconnect in New York City Joining Forces Meeting March 3/6-7 Stacy Bayton attended a National Guard Roundtable meeting in Wisconsin 3/13 MSCCN CEO Deb Kloeppel attended a dinner with Joining Forces, OCEN partners, Stacy Bayton and Jennifer Quimby from CASY-MSCCN. Joining Forces Event 3/14 MSCCN Executive Director Erin Voirol attended the Hampton Road Employment Council Meeting in Norfolk, VA. 3/19 Stacy Bayton presented at a Marines4Life event in Camp Lejeune, NC. April 4/16 Stacy Bayton attended a meeting with several employer partners to discuss how they can better support hires for military spouses, veterans, and transitioning military. 4/30 Stacy Bayton attended meetings in San Antonio, TX with Steve Nowlan from Center For America 4/30 Deb Kloeppel and Erin Voirol attended a Joining Forces event at the White House May 2013 MSOY Event 5/9 Stacy Bayton and Erin Voirol attended the Military Spouse of the Year (MSOY) event in Washington, DC. 5/10 Erin Voirol attended and was a panelist at the Military Spouse Summit in Washington, DC. 5/10 Stacy Bayton attended a meeting in New York City with the Citi Developing Talent Program (DTP) Team. Page 14 of 21 Evening Under the Stars Event

15 5/10 Bianca Nafpliotis and Robert Herbin attended a Military Job Fair in Virginia Beach, VA. 5/16 Erin Voirol attended an Army Wife Network Field Exercise at Fort Eustis, VA. 5/30 Erin Voirol, Bianca Nafpliotis, Robert Herbin, and Stacey Cummings attended the Hampton Roads Military Spouse Evening Under the Stars. July 7/1 Erin Voirol and Robert Herbin attended the Thomas Nelson Community College Resume Workshop in Hampton, VA. 7/11 Stacy Bayton attended the first annual Phillips 66 Open House in Houston, TX. 7/15-16 Deb Kloeppel and Stacy Bayton attended the first Military Spouse Employment Roundtable in Washington, DC. August 8/1 Jennifer Quimby, Admiral Kloeppel and Deb Kloeppel attended a meeting with the Jacksonville Military and Veterans Coalition (JMVC). 8/14 Stacy Bayton and Erin Voirol attended a meeting in Washington, D.C. with Navy Family Programs. September 9/22 Amy Rossi attended a meeting in New York City with the Citi DTP team. 9/22 Erin Voirol attended a meeting in Washington D.C., with Military Family Advisory Network (MFAN). 9/30 Erin Voirol attended the Joining Forces Veterans and Military Family Summit at the White House. October 10/12 Annual CASY & MSCCN Board Meeting in St. Louis, MO. Stacy Bayton, Admiral Kloeppel and Deb Kloeppel were in attendance. Thomas Nelson Community College Resume Workshop Military Family Advisory Network (MFAN) Meeting AUSA Conference Meeting with Freddie Mac MCCS Career Fair 10/17 MSCCN Operations Manager Odetta Delsol attended the Fort Meyer MSEP Career Fair at Henderson Hall. Page 15 of 21 Citi Halloween Fundraiser, NYC

16 10/20 Stacy Bayton attended the annual Direct Employers Association Conference in San Diego, CA. 10/29 The Citi DTP team hosted a Halloween Fundraising event for MSCCN. November 11/5 Stacy Bayton and Erin Voirol attended the Military Spouse Employment Partnership (MSEP) Signing in Washington, DC. MSEP 11/5 Dan Kloeppel and Stacy Bayton attended the Veterans to Work Meeting in Washington, DC. 11/5 Jennifer Quimby attended the 4 th Annual USAA Influencer Conference at the company s headquarters in San Antonio, Texas. 11/8 CASY CEO, Admiral Dan Kloeppel, attended a meeting with the Call of Duty Endowment and accepted the Call of Duty Seal of Distinction Award for the organization. 11/14 Erin Voirol attended the Thomas Nelson Community College Veterans Job Fair in Hampton, VA. 11/14 MSCCN was upgraded to an A+ Rating on the Better Business Bureau Wise Giving Alliance rating system. 11/18 Erin Voirol attended the Peninsula Council for Workforce Development in Hampton, VA. December Call of Duty Endowment (CODE) Award Ceremony USAA Influencer conference 12/4 Robert Herbin attended the Flagship Newspaper Still Serving Awards Reception as a nominee in Norfolk, VA. Robert Herbin Still Serving Award Nominee Page 16 of 21

17 Addendum

18 MSCCN Board of Directors Name Title, Company Board Membership Deborah A.M. Kloeppel Dan L. Kloeppel Lee W. Tuveson D. Edward Greene Founder and CEO, MSCCN; President, CASY CEO, CASY President, DK Consulting, LLC Vice President of Finance, Magellan Health Services, Inc Freddie Mac Director - Operational Risk Management Non-Voting MSCCN Board Member Non-Voting Chairman, MSCCN Finance Committee Chairman MSCCN Board MSCCN Corporate Secretary Richard S. Carey Healthcare Consultant MSCCN Board Member Conrad C. Chun AC Butch Giessman Curtis L. Hazel Andrew Jackson Lee J. Metcalf Simone A. Murray Chris Page Richard A. Parr Saul Perez Director of Communications for Boeing Military Aircraft CEO, Chairman of Board, and Founder, AVMATS President, Hazel Partners, LLC President IBM Kenexa Government Solutions Daugherty Business Solutions & RADM Metcalf, US Navy (ret) Vice President, Member Services. DirectEmployers Assn Co-Founder Army Week, NYC General Counsel, HCR ManorCare, Inc. Military Transitional Liaison, Swift Transportation MSCCN Board Member MSCCN Board Member MSCCN Corporate Treasurer MSCCN Board Member MSCCN Board Member MSCCN Board Member MSCCN Board Member MSCCN Board Member MSCCN Board Member Addendum Page ii

19 MSCCN Financials Beginning of Year Balance $358,223 Total Income $297,817 Total Program Expenses $298,452 Total Fund Raising Expenses $1,385 Total Administrative Expenses $7,568 Total End of Year Net Assets $348,635 Link to 2013 Form Link to 2013 Financial Review Addendum Page iii

20 MSCCN Form 990 (Pages 1 and 10) Addendum Page iv

21 Addendum Page v