Chamber highlights programs matching employers, veterans

Federal programs that help employers train and hire veterans as they exit military service were highlighted during a June 30 event by the Springfield Area Chamber of Commerce.

The U.S. Department of Defense created programs to help military personnel successfully transition to civilian jobs. They link soldiers to employers who provide training that builds on the experience and skills they gained in uniform.

The Career Skills Program and SkillBridge program, which are similar, help match soldiers to potential employers.

Springfield area employers in the manufacturing, government, energy, retail, agriculture, education and skilled trades sectors attended a “60 Minutes to Success” lunch meeting about the program.

Craig Wright, chair of the chamber’s Small Business Council, said there was “little risk to employers” because the military personnel are still paid by the U.S. government during the training period, prior to when they retire or exit the service.

“This program creates a meaningful pathway for our military service members to enter careers while helping employers connect with skilled and motivated talent with workforce needs continuing to develop across our region,” Wright said.

Chamber officials said they sponsored the luncheon to increase usage of the option in the Springfield area and to show employers how they can train – and potentially hire – veterans.

Walter Harris manages the Transition Assistance Program at Fort Leonard Wood. He said active and reserve service members can access on-the-job training, internships, skills training and apprenticeships during their final months in uniform.

They work up to 40 hours a week on a job site but are paid by the military during the training period. Military personnel also receive help with resumes, interview preparation, career exploration and job placement prior to leaving service.

Harris said up to 1,800 military personnel cycle out of Fort Leonard Wood into civilian life each year and typically 20-30 sign up for the programs each month.

After the training period is complete, the employers can extend a job offer, and the military personnel can determine if they want to take the job or not.

“The career skills program at Fort Leonard Wood has an 87% hire rate, which is pretty good,” Harris said. “So 87% of those individuals that participate in the program usually stay with the company and work for them.”

Harris said the program was created to reduce high rates of homelessness, unemployment and suicide among veterans.

He said employers of any size, from “mom and pop shops” to major manufacturing companies can sign up to train transitioning service members.

“We can direct specific individuals to you if you’re looking for a specific skill set,” Harris said.

Kengai Wilberding, who works for the Missouri Department of Higher Education and Workforce Development, served in the U.S. Marine Corps and participated in training through the program.

He chose to participate in the career skills program to beef up his resume while he pursued a college degree.

“I was really blessed with the employment I have now. Over half of my colleagues are veterans,” he said.

Harris said veterans exit military service with skills that make them desirable to employers.

“They’re adaptable, they’re accountable. You don’t have to tell them to lead or take charge. They’re going to be on time…they’re going to come ready to work,” he said.

Jessica Crocker, organizational culture director at City Utilities of Springfield, said veteran outreach has been a priority.

“We have about 10% of our workforce that are veterans, and it just naturally works very well with the industry that we’re in, as far as technical skills,” Crocker said. “It’s two-fold. We wanted to do it to increase our technical talent pool and support veterans but then also to be able to provide more of that transition assistance.”

CU has participated in the program for a year and offers a streamlined orientation for military veterans. She said CU creates a customized training plan based on the experience of the potential employee and their career interests.

“Our focus is for them to get a good grasp of careers in energy, and we provide them a lot of resources,” she said. “We give them a lot of networking opportunities because it’s about making them feel comfortable with their skills and how they translate.”