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Quality Military Spouse Employment 📣 What’s that even look like?! 💡 A day in the life: - I’m a mom of 3 active kiddo’s. My oldest is a Girl Scout & enjoys lifting in our home gym with me. My middle kiddo is a competitive cheerleader - this season we’ll travel from #Hershey, PA to #Orlando, FL & everywhere in between for cheer. My youngest is an avid soccer & baseball player. - I’m Operation Gratitude’s Military & Family Programs Manager. I manage 2 of our most prominent programs supporting U.S. #deployed service members & their families. In 2023 we placed an OG hand-assembled Battalion Buddy 🐻 in the hands of 23,402 #militarychildren wading through the waters of deployment. In 2023 we assembled & shipped 54,664 individual care packages to deployed personnel within every branch of the military, in every corner of the world. - My spouse is active-duty & away far more often than they’re home. So what does that mean? Well…it means Cheer, Scouts, baseball, school shenanigans, etc all fall on me typically. While working with deployed units, FRG’s, etc, I’m also either preparing, in the midst of, or working through reintegration from deployment/s as well. 💡But here’s some additional facts: - Phone calls with units are often at odd times of the night or early in the morning because…well…time differences. - Our Operation Gratitude care package assemblies that occur throughout the nation are my FAVORITE!! Phew, they are some work but I devour every second. I cannot wait to see more! (SEND ME! 🫡) - I can’t tell you how many times I’ve listened to spouses vent & get stuff off their chest while simultaneously coordinating large shipments of Battalion Buddies 🐻. Because while they’re often barely hanging on by a string, they’re *still* focused on their units families knowing they have a support system & that’s something I admire beyond words. - I CAN count the # of times I’ve received a message or phone call from a unit requesting if an additional round of care packages would be possible…but with “one less”. One less. Let that soak in. Sometimes more than one less. Because incidents occur & life-altering decisions are made even while on deployment. (For the record, that number is 6. I’ve received that difficult call/message 6x & every, single time we’ve honored that support to show the rest of the unit they’re loved, supported, & that there’s a lot of folks out there eagerly awaiting their safe return.) To put it mildly, I work my behind off for what feels like 24/7 .. but cherish every, single second of it. Military Spouses know Time Management. Passion. Hard Work. Quality. Compassion. Team Work. We know Balance. We know how to put our all into a project, but still make time to curl up with the kids & soak their childhood up. 💡Military Spouse Unemployment has jumped to 38% compared to civilian counterparts at 18%. (Hiring Our Heroes) Military Spouses are top notch. Hire us. #militaryspouse #operationgratitude

Came across this in my email today, while sitting at Walter Reed waiting to find out when I will likely need surgery. Military Spouses want to work. We have an amazing amount of soft skills, a propensity to learn new things and a diverse view on the world. Many times we end up with an employer who sees us as temporary hires (even though we generally stay longer than a new hire would anyway) and pass on us. Our resumes are scrutinized because we have too many cities, gaps, or the wrong address and our education is overlooked because we may not have been able to find employment in our field during our last move. Remote work is clutch and having some flexibility in scheduling is so important. This absolutely transcends the military spouse world and as we see more companies require RTO, we will see more caretakers drop out of the workforce again. Consider making a commitment if you can, it changes lives. Or learn more about some amazing organizations who want to help you find that talent and cover some of the costs! https://lnkd.in/eWT5pAVD

The lack of young Americans or Generation Z recruits is causing the U.S. military to face its biggest recruiting crisis in decades. Gen Z tends to be cynical, melancholy, and inclined toward professions better suited for reclusive people. I want to share this piece with you as a concerned citizen and a proud veteran because it looks at the causes of the U.S. military's Generation Z recruiting dilemma. In it, two authorities on the subject—Weiss and Kurdian—who have authored books on the subject, share their insights on overcoming obstacles and seizing possibilities while interacting with this generation. The author of "We Don't Want YOU, Uncle Sam: Examining the Military Recruiting Crisis with Generation Z," Weiss, contends that the military must be more truthful and aggressive with its perks offerings since Gen-Z appreciates openness and trust. He also makes the point that the military may provide Gen-Z with a sense of purpose and community through its community and mission. Retired U.S. Navy captain named Kurdian emphasizes that the military needs and wants Gen-Z since they have the knowledge, drive, and other attributes necessary for the security and prosperity of the country. Additionally, he issued a warning, saying that the military should uphold its tradition of excellence rather than cut corners or compromise on quality. I concur with them both that Gen-Z has much to offer the military, and the military has plenty to offer Gen-Z. To connect with this generation and meet their wants and goals, I also think the military must modify and modernize its recruiting practices. Here are some possible ways the military could recruit Gen Z: Emphasize the significance and intent of military service. The military can provide Gen Z with the opportunity to change the world, as they seek meaning and connection in their job. Provide mentorship. Gen Z looks to its leaders for guidance and encouragement, and the military may provide them with a strong sense of belonging. Modify the incentives and pay scale. Gen Z is worried about their financial future and wants to be compensated for their achievements. The military can provide them with competitive benefits, including education, retirement, and bonuses. Make use of their practical knowledge and abilities. Because Gen Z is eager to learn and develop, the military can provide them with a variety of demanding situations that can improve them. I am: 🛫 🔷 Retired US Air Force Flight Engineer/First Sergeant 🇺🇲 Disabled Veteran 🛩 Government Contractor/Subject Matter Exper supporting AFSOC/SOCOM 📖 Published Self-Help Author   I discuss:   ✨ Leadership ✨ US Military ✨ Aviation ✨ Personal Development     Click Adam Thompson and Follow Checkout my: Website: www.thompsonscribe.com Facebook: Adam J. Thompson - Author Instagram: adam.j.thompson.1     #hardtokeephappy #adamjthompsonauthor #personaldevelopment #selfhelp #happiness #financialliteracy #healthandwellness #relationships

Tune in tomorrow to learn how YOU can support military spouse employment and retention!

Let’s talk about transitioning from active duty to the civilian sector. Over the last 15 months, I’ve been preparing to make this transition, moving from active duty in the U.S. Coast Guard to a federal sector career. I’ve been fortunate in my current role, which has given me hands-on professional training daily, through specialized courses and conferences. My background is in law enforcement and search and rescue. Still, this special assignment has provided me with what I’d call a comprehensive skill-building program, working alongside highly qualified Equal Opportunity (EO) professionals—some of whom have also transitioned from military to federal careers. At the 14-month mark before my retirement, I started applying for EO positions I felt well-suited for. Like many, I encountered the dreaded “not selected” emails or messages stating I was ineligible due to being beyond 180 days from my end of service. But after months of persistence, taking advice from colleagues, and refining my approach, I’m excited to share that I’ve received my first tentative job offer (TJO)! However, as someone with experience in EO, I know that a TJO isn’t the final step. There’s still the background check, the possibility of funding delays, and other factors that could affect the outcome. My strategy now is to respond promptly to any inquiries and hope that everything aligns for a final job offer (FJO). I’m holding off on naming the agency until everything is official, but what I want to emphasize to my peers is the importance of networking and resilience. You have to be willing to face setbacks. During my virtual interview, I made sure to paint a clear picture of the type of employee I am. I also wasn’t afraid to ask tough questions, such as, “How would your employees define your leadership style?” It was bold, but this is a place where I plan to invest my time and skills, and like any relationship, I need to ensure it’s a good fit. I’ll keep you all updated, whether the news is good or not, because I believe the right fit is out there for both the employer and myself. #usajobs #eeoc #eeo #mediator #veterans #hireaveteran #hiremilitary #veteranshelpingveterans #uscg #veteransupport #complaince

I made it to Bath! Trust me that's way more of an achievement than you might think but those are tales for another day. What was I in Bath for? On Wednesday, Richard Hilton and I joined Stephanie Hill on Radio Bath for a fantastic conversation about our CIC, What Makes the Difference CIC, that we set up to help Serving and Veteran members of the Armed Forces community, First Responders, and their families adjust their relationships, values, and boundaries to find their place in civilian life. Thanks Stephanie for a great afternoon. An Armed Forces career brings many benefits that it sometimes feels are overlooked or misunderstood in the civilian arena. Focus on support at the point of leaving for the majority is on job search and accommodation. What is overlooked is the emotional impact of leaving a wrap around career that also includes your community. It literally can form the structure of your entire life. Shared language, shared experiences, shared values, shared or anticipated responses. Recreating this in civilian life can be overlooked yet these are the things that start to add up to a sense of belonging and fit. These can be recreated, but this might not be a skill you have or have had to use for a very long time. It means adjusting boundaries, clarifying expectations and renegotiating relationships. That's what Rich and I at What Makes the Difference CIC help you learn to do. For you the leaver, and if you have a partner and kids, we can work with them too. You all leave this community and they may be struggling too. So drop us a DM, and let's chat because everyone deserves to transition well. It's way more than just a change of career. #whatmakesthedifference #earmworms #ArmedForcesCovenant #ArmedForcesCommunity #veteransupport #veteranshelpingveterans #militarytociviliantransition #serviceleaver

#MyDCMA features dedicated professionals within the organization. Today, the agency highlights Maura O'Hagan, executive assistant to the DCMA Central Region commander and deputy director. Learn more about O'Hagan in her feature article!

The Marine Corps has historically focused its retention efforts on first or second-term Marines, but I advocate for allocating resources and attention to career Marines (mid-level management) as well. These mid-level managers serve as ambassadors to junior Marines, influencing their decisions to stay or leave. By prioritizing their well-being and development, we not only retain experienced leaders but also inspire junior Marines to envision a rewarding future within the Corps. Here are key areas that can significantly enhance the quality of life of mid-level management and boost retention rates: Enlisted Education: Unlike officers, enlisted Marines often lack dedicated time for education and skill development. By providing opportunities for enlisted education, including degree programs, we invest in cultivating a more knowledgeable and capable pool of mid-level managers. This investment not only improves leadership effectiveness but also demonstrates a commitment to the professional growth and advancement of all Marines. Autonomy: While empowerment is often discussed, granting junior Marines and mid-level managers true autonomy remains a challenge. Personal experience has shown me the transformative impact of leaders who trust their subordinates with autonomy. This not only fosters a sense of ownership and pride but also encourages innovation and initiative, essential elements for mission success. Empowering Marines at all levels cultivates a culture of accountability and excellence. Work-Life Balance: Achieving a healthy work-life balance is crucial for the well-being of Marines and their families. Over the years, I've witnessed the toll that long hours and demanding schedules can take on family life. By prioritizing work-life balance, we demonstrate our commitment to the holistic welfare of Marines and their loved ones. Retaining the family is integral to retaining the Marine; it's a fundamental principle that must guide our planning and decision-making at all levels. In humble opinion , addressing these areas—enlisted education, autonomy, and work-life balance—not only improves the quality of life for mid-level management but also strengthens retention efforts within the Marine Corps. By investing in the professional development, empowerment, and well-being of our Marines, we not only retain valuable talent but also foster a culture of excellence and resilience that ensures the long-term success of the organization. https://lnkd.in/eUuYhrTF