Announcing The 2015 Most Valuable Employers (MVE) for Military® D-Ed
Article Sponsored by: Devon Energy
Below and on the pages that follow, please find employer profiles of the 2015 MVEs. The brief snapshots capture some of the highlights regarding why these military-friendly companies were recognized as winners, and why they are employers worth seeking out if you are a military-experienced job seeker.
DaVita Kidney Care (Denver, CO): Since January 2010, DaVita Kidney Care has hired more than 2,000 veterans - more than 400 during the past year. “Hires vary, from Patient Care Technicians to the Chief Development Officer,” says Jennie Lacey, Project Lead Employment Strategy and Branding. DaVita Kidney Care has received the Freedom Award from the Department of Defense, the highest recognition given to employers for exceptional
support of Guard and Reserve employees. In 2014, the company attended 10 military career fairs and joined the 100,000 Jobs Mission as a representative of health care organizations. In addition, DaVita continues to partner with the Employer Support for the Guard and Reserve and Military Spouse Employment Partnership.
Deloitte LLP (New York, NY): Deloitte employs more than 1,000 former military personnel, with nearly three-quarters employed in its Federal Practice arena. Deloitte’s Armed Forces Business Resource Group also provides development and networking opportunities. “Once veterans join the Deloitte family, our focus shifts to turning their skills into business talents. Through our Veteran Practitioner Program, veterans are paired with experienced practitioners of similar backgrounds,” says David Coyle, Senior Consultant. To support retention and provide a sense of community, Deloitte created the Armed Forces Business Resource Group. And its Military Leave Policy offers supplemental payment of salary and benefits continuance for those called back to active duty.
Devon Energy (Oklahoma City, OK): In 2014, Devon Energy raised the bar for hiring veterans to seven percent. “We currently sit at nine percent,” says Adam Ward, Recruiter, Military Affairs. Devon became a member of the Military Spouse Employment Partnership in 2013 and added applicable tracking programs for spouses in 2014. Retention efforts include full pay for deployed members for the first three months of activation and differential pay for the following nine. All deployed employees receive full benefits for one year. The company holds multiple military appreciation events at games for Oklahoma City’s minor league teams. It also attends Service Academy Career Conferences and multiple military career fairs, and holds in-house workshops for veteran talent.
Domino Amjet, Inc. (Gurnee, IL): “In hiring for technical roles, Domino has found that military employees have the skills to learn equipment quickly,” says Witney Rightler, Human Resources Supervisor. “The majority of the roles targeted with military experienced talent are in our Service department. Domino plans to create new jobs for Field Technicians in 2015,” Rightler says. In 2014, 26 percent of all new hires were military and 11 percent of employees were veterans. Domino’s Corporate Trainer is a Reservist who helps new military hires. All new Field Technicians go through three to six weeks of training to learn specific technologies. They also “shadow” another technician before they start doing their own calls.
Eaton (Cleveland, OH): Eaton focuses specific attention and resources to two specific military populations: Junior Military Officers and transitioning military professionals. “The corporation participates at career fairs at the Service Academy Career Conference, Military MOJO, Corporate Gray, Navy Nuclear Power Officer Career Conference and base/post sponsored events,” says George Bernloehr, Senior Military Talent Acquisition Consultant. Eaton also has launched a Veterans Employee Resource Group. In addition, it deployed a Military Talent Scout Network, which assists transitioning veterans with resources and support as they start their careers and educates managers about the military. In 2014, veteran hires equaled 6.7 percent of Eaton’s new U.S. hires.
Edward Jones (St. Louis, MO): Hiring veterans is ingrained in Edward Jones’ history, stemming from the tenets of founder Edward D. Jones who served in the Navy in World War I. In 2012, the company introduced a first-of-its-kind program featuring tailored training, mentoring and a structured compensation package for the unique needs of veterans. “FORCES tailored training has been found to be conducive to military veterans’ learning style and provides them with an added advantage when they open their branch,” says John Boul, Global Media Relations Manager. At the start of 2014, Edward Jones set a target hiring figure of 450 veterans and ended up hiring 471 by the end of the year.
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