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Where to Find Specialized Military to Civilian Federal Jobs November 15, 2012

Posted by careerproglobalinc in Barbara Adams, CareerPro Global, Careers, Civilian Jobs, Federal Employment, Federal Jobs, military experience, Military Transition, USAJobs, USAJOBS.gov, veteran jobs, Veterans.
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Just because the holidays are approaching it is important that you continue your job search.  This month I found several non-traditional jobs posted on USAJOBS.gov that I thought would be helpful to bring to your attention.  The federal government is hiring and they will continue to hire.  With 2.8M employees they will always need great candidates.

If you need help finding federal jobs that you will qualify for you can call one of our Master Federal Career Advisors at 800-471-9201 and they will be glad to assist you.

The following positions are specifically for those with military experience.

https://www.usajobs.gov/GetJob/ViewDetails/331018300

Job Title: Intelligence Specialist (Operations)

Department: Department of the Army

Agency: U.S. Army Cyber Command

Job Announcement Number: WTST12155223783866

SALARY RANGE: $89,033.00 to $115,742.00 / Per Year
OPEN PERIOD: Monday, November 12, 2012 to Monday, November 26, 2012
SERIES & GRADE: GG-0132-13

https://www.usajobs.gov/GetJob/ViewDetails/331317200

Job Title: Intelligence Research Specialist (Intel Advisor)- China/East Asia

Department: Department Of The Treasury

Agency: Treasury, Departmental Offices

Job Announcement Number: 13-DO-089P

SALARY RANGE: $89,033.00 to $136,771.00 / Per Year
OPEN PERIOD: Wednesday, November 14, 2012 to Wednesday, November 28, 2012
SERIES & GRADE: GS-0132-13/14

 

https://www.usajobs.gov/GetJob/ViewDetails/330634800

Job Title: General Supply Specialist

Department: Department of the Army

Agency: Joint Activities

Job Announcement Number: WTST12181332780523

SALARY RANGE: $60,742.00 to $78,962.00 / Per Year
OPEN PERIOD: Wednesday, November 07, 2012 to Wednesday, November 21, 2012
SERIES & GRADE: GG-2001-11

 

https://www.usajobs.gov/GetJob/ViewDetails/330807000

Job Title: Human Resources Assistant (Military), GS-0203-06

Department: Department Of Homeland Security

Agency: U.S. Coast Guard

Job Announcement Number: 13-1005-WE-RW-D

SALARY RANGE: $34,907.00 to $45,376.00 / Per Year
OPEN PERIOD: Wednesday, November 07, 2012 to Wednesday, November 21, 2012
SERIES & GRADE: GS-0203-06

 

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Do You Have The Same MOS as Thousands of Other Military Members Sep 25 September 25, 2012

Posted by careerproglobalinc in CareerPro Global, Careers, Federal Employment, Federal Jobs, Military Transition, USAJobs, Veterans.
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What will set you apart from everyone else in the military with the same Military Occupational Specialty (MOS)? For starters, your accomplishments. Your military to federal resume should comply with federal application requirements and should be full of qualitative and quantitative results. Think about it; have you ever saved money on equipment, supplies, man-hours, etc.? You likely have, “gold nuggets” of information specific to your success in the military and what will set you apart from your competition, helping you earn a Best Qualified rating

Excellence in Government Fellows Program, Fall 2012 August 16, 2012

Posted by careerproglobalinc in CareerPro Global, Careers, Federal Employment, Federal Jobs, Military Transition, Senior Executive service, SES, USAJobs, Veterans.
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Excellence in Government Fellows Program, Fall 2012

APPLICATIONS
The deadline for applications for the Fall 2012 program is September 28, 2012

All applicants are required to complete an online application that includes:

•Background information
•Current resume
•Supervisor recommendation
•One essay

WHO SHOULD APPLY?
The Excellence in Government Fellows program is for GS-14 to GS-15 (or equivalent) leaders seeking to solve national challenges by driving innovation, inspiring employees and delivering results. Candidates must:

•Have a record of strong accomplishment and demonstrate high-potential in OPM’s Executive Core Qualifications

•Have the ability and interest to commit and contribute fully to the program

•Be GS-14s to GS-15s or the equivalent in the military, state or other pay systems (exceptional GS-13s are also encouraged to apply)

•Be capable of travelling to Washington and other locations for sessions

•Have the support of their agency or department

TIME COMMITMENT AND DATES
During the year-long program, Fellows remain in their full-time jobs, meet every six weeks and spend a total of approximately 20 days in session. Fellows also devote up to five hours per week to their projects.

Fellows are expected to attend all seven class sessions. While exceptions are made for family and work-related emergencies, applicants should review the class schedule and confirm their availability before applying for the program.

•Values, Vision, and Mission, October 22–25, 2012, Williamsburg, VA

•Results, December 4–6 or 11–13, 2012, Washington, D.C.

•Leading People, February 5– 7 or 12–14, 2013, Washington, D.C.

•Leading Change, March 18–21, 2013, Location TBD

•Building Partnerships and Coalitions, April 30–May 2, 2013 or May 7–9, 2013, Washington, D.C.

•Business Acumen, June 18–20 or 25–27, 2013, Washington, D.C.

•Synthesis and Celebration, August 13 –15, 2013, Washington, D.C.

TUITION
Tuition for the Excellence in Government Fellows program is $9,900* and includes:

•All coaching and facilitation;

•Course materials (e.g., books, articles and management tools);

•Assessments, one-on-one coaching and individualized development planning;

•Online collaboration tools;

•Access to the Partnership’s resources, expertise and networks; and

•Invitations to ongoing activities (e.g., events of excellence, continuing education programs).

*Sponsoring organizations are responsible for travel expenses associated with events held outside the greater Washington area. The estimated cost for these trips is $2,200 per fellow.

APPLY NOW!

If you are interested in the program and would like more information, please contact:

Chris Wingo
Senior Program Manager
Partnership for Public Service
(202) 464-2690
cwingo@ourpublicservice.org

“…the resume was so good that the folks who interviewed me commented on how well it was written.” August 2, 2012

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Why those of us at CareerPro Global love our jobs:

“Dear Peggi,

“Thanks goes out in a very large part to the wonderful resume that you prepared for me, I got a new job!!!!!!  I got a job as an Assistant Management Analyst with promotion potential to a Management Analyst.  The job is a big promotion for me and actually goes two grades higher than the job that I have now.

“The resume that you did for me was geared towards a Management Analyst position.  I got the job within my agency and it was the very first job I applied for since you did the resume for me.  In fact the resume was so good that the folks that interviewed me commented on how well it was written and one of them even said they were going to use some ideas for their resume as well.

“Thanks again,

“ E. R., Federal Reserve Board of Governors”

Federal Pathways Program open to students and recent graduates July 30, 2012

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Under direction from the White House and its jobs initiative hiring reform, the federal Office of Personnel Management offers its new Pathways Program to current college students and recent graduates. Through internships, graduate programs, and presidential fellowships, the government hopes to attract the best and the brightest into federal management positions while offering newcomers to the job force a great job with the added benefit of assisting with the operations of the country.

Click the links below to find out more about the Pathways Program and how it may be of assistance to you or a family member and to receive Program updates.

http://www.opm.gov/HiringReform/Pathways/

http://www.usajobs.gov/studentsandgrads/

May 2, 2012

Posted by careerproglobalinc in CareerPro Global, Careers, Federal Employment, Federal Jobs, Military Transition, USAJobs, Veterans.
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Category Rating Fact Sheet

The Presidential Memorandum – Improving the Federal Recruitment and Hiring Process issued on May 11, 2010, requires agencies to use the category rating approach (as authorized by section 3319 of title 5, United States Code) to assess and select job applicants for positions filled through competitive examining. Agencies would evaluate candidates and place them into two or more pre-determined quality categories. For additional guidance on using category rating, please refer to Chapter 5 of the Delegated Examining Operations Handbook on OPM’s website at http://www.opm.gov/deu.

Q. What is the purpose of category rating?
A. The purpose of category rating is to increase the number of qualified applicants an agency has to choose from for selection while preserving veterans’ preference rights. The category rating approach gives agencies the flexibility to assess and select from among applicants in the highest quality category without regard to the “rule of three.”

Q. Are agencies required to use category rating for all competitive examinations or can they continue to use the traditional “rule of three?”
A. Yes. The Presidential Memorandum directs agencies to use the category rating approach in place of the “rule of three” approach.

Q. What does an agency need to have in place before implementing category rating?
A. An agency is required to have a category rating policy in place that describes how applicants will be evaluated and placed in two or more quality categories.

Q. How are quality categories defined?
A. Quality categories are defined through job analysis. The categories should be written to reflect the requirements to perform the job successfully and to distinguish differences in the quality of candidates’ job-related competencies or knowledge, skills, and abilities (KSAs). Each category has eligible candidates who have demonstrated through an assessment(s) similar levels of proficiency on the critical job-related competencies/KSAs. Some factors to consider when developing categories may include:

  • Breadth and scope of competencies/KSAs;
  • Increased levels of difficulty or complexity of competencies/KSAs;
  • Successful performance on the job; and
  • Level of the job.

The highest quality category definition should not be written in broad terms solely to increase the number of eligible candidates who may be considered for selection. Instead, the highest quality category definition should be written to identify the best qualified individuals for the position.

Example: Agency uses two quality categories: Highly Qualified and Qualified. In filling a Human Resources Specialist, GS-201-14, policy position, the agency might define the Highly Qualified category as experience in a senior level HR position writing regulations or agency policy or providing guidance to an agency on staffing, downsizing, realignment, classification, or compensation. The Qualified category might include senior level HR operations experience in staffing, downsizing, realignments, classification, or compensation.

More information on how to define quality categories, including examples, is located in the Delegated Examining Operations Handbook in Chapter 5, Section B, Rating Procedures (Category Rating) on OPM’s web site at http://www.opm.gov/deu.

Q. May agencies use category rating to fill any job that uses an assessment(s) that generates a numerical score?
A. Yes. Agencies may use test scores as part of the job-related criteria used to place candidates into categories, as long as the test assesses job-related KSAs/competencies. When establishing a category definition with numerical scores, agencies must be consistent with the technical standards in the Uniform Guidelines on Employee Selection Procedures (see 29 CFR Part 1607) with respect to the development of any applicant assessment procedure and comply with the laws, regulations, and policies of merit selection (see 5 U.S.C. § 2301 and 5 U.S.C. § 2302).

Q. How are candidates selected under category rating?
A. Agencies make selections from within the highest quality category regardless of the number of candidates (i.e., the rule of three does not apply). However, preference eligibles receive absolute preference within each category. If a preference eligible is in the category, an agency may not select a non-preference eligible unless the agency requests to pass over the preference eligible in accordance with 5 U.S.C. § 3318, and the request is approved.

If there are fewer than three candidates in the highest quality category, agencies may combine the highest category with the next lower category and make selections from the merged category. The newly merged category would then constitute the highest quality category. Preference eligibles must be listed ahead of non-preference eligibles in the newly merged category. Once again, as long as a preference eligible remains in the merged category, an agency may not select a non-preference eligible unless the agency receives approval to pass over the preference eligible in accordance with 5 U.S.C. § 3318.

Q. When does veterans’ preference apply?
A. Veterans’ preference applies after the candidates are assessed.

Q.  How are preference eligibles given preference in selection under category rating?
A. Preference eligibles who meet the qualification requirements are assessed and placed in the appropriate quality categories. Preference eligibles receive veterans’ preference by being listed ahead of non-preference eligibles within the same quality category in which they are placed.

Preference points, i.e., 5 or 10 points, are added to the preference eligibles’ rating. An agency may not select a non-preference eligible if there is a preference eligible in the same category unless the agency receives approval to pass over the preference eligible in accordance with 5 U.S.C. § 3318.

Q.How do preference eligibles who have a compensable service-connected disability receive preference in selection?

A.Preference eligibles who meet the qualification requirements for the position and who have a compensable service-connected disability of at least 10 percent must be listed in the highest quality category (except in the case of scientific or professional positions at the GS-9 level or higher). As noted above, an agency may not select a non-preference eligible over a preference eligible in the same category unless the agency receives approval to pass over the preference eligible in accordance with 5 U.S.C. § 3318.

Q. Are the procedures used to pass over a preference eligible under category rating the same as those used in traditional numeric rating, ranking, and selection?
A.Yes. The procedures used to pass over a preference eligible under category rating are the same as those used in the traditional “rule of three” process. In the traditional and category rating processes, an agency may not select a non-preference eligible over a higher ranked preference eligible or a preference eligible within the same category, respectively, unless the agency receives approval to pass over the preference eligible in accordance with 5 U.S.C. § 3318.

Q. May an agency apply the “three consideration” rule under category rating?
A. No. The “three consideration” rule that is prescribed in 5 CFR 332.405 does not apply in category rating.

Q. Does the hiring manager have to interview all the candidates within the category?
A. OPM does not require the hiring manager to interview everyone within a category. All candidates within a category are considered equally qualified. The hiring manager may interview one or more applicants. Managers should refer to their agency-specific policy on this issue because it may vary by agency.

Q. Can an applicant appeal his or her rating under category rating?
A. Yes. Applicants will have the same right of appeal (reconsideration) on an examination rating as they do now. The agency must explain to the applicant why the applicant was placed in a particular category (see 5 CFR 300.104(b)). Each agency is required to have an appeal/reconsideration procedure in place.

Q. Are agencies required to evaluate their category rating process?
A. Yes. Agencies who have not already implemented their category rating policy must submit a report to Congress in each of the 3 years following the implementation of their policy.

Q. What are agencies required to send to Congress?
A. Under 5 U.S.C. 3319(d), agencies must include the following information:

  1. the number of employees hired under category rating;
  2. the impact category rating has had on the hiring of veterans and minorities, including those who are American Indian or Alaska Natives, Asian, Black or African American, and native Hawaiian or other Pacific Islanders; and
  3. the way in which managers were trained in the administration of category rating.

Q. Who in Congress is sent the report?
A. The reports are sent to the Speaker of the House and President of the Senate.

BREAKING: U.S. Army Completing Transition to DoD Enterprise Recruitment Tool (USA Staffing) Effective 5/1/2012 April 30, 2012

Posted by careerproglobalinc in CareerPro Global, Careers, Federal Employment, Federal Jobs, Military Transition, Senior Executive service, SES, USAJobs.
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From the Army Civilian Resume Builder and ANSWER Website:

ATTENTION APPLICANTS:

The Army will complete its transition to the DoD Enterprise Recruitment Tool (USA Staffing) effective, 1 May 2012. USA Staffing will be the single hiring process and tool used by all DoD components. Effective, 31 May 2012, the Army Resume Builder will no longer be available.

Resumes cannot be electronically transferred to USAJOBS/Application Manager. Applicants must manually extract their resume data prior to the system going off-line. Applicants are encouraged to pre-position their resume into USAJOBS to apply for Army positions. Applicants will be able to view the status of self-nominations from the old system via USAJOBS – My Account – Application Status.

Tips on application procedures can be found at: Tips on Application Procedure

Integrating the Competencies into Your “Leading People” Narrative April 19, 2012

Posted by careerproglobalinc in CareerPro Global, Careers, Federal Employment, Federal Jobs, Military Transition, Senior Executive service, SES, USAJobs, Veterans.
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by Barbara Adams, President and CEO of CareerPro Global, Inc.

With very few exceptions, almost every Senior Executive Service (SES) position you apply for will require you to submit Executive Core Qualification (ECQ) narratives. While it is obviously important to ensure the examples you provide match the ECQ titles of Leading ChangeLeading PeopleResults DrivenBusiness Acumen, andBuilding Coalitions, that’s actually not enough. The best way to write ECQs is to first select a topic that makes sense for that particular ECQ, and then look at the specific competencies and ask yourself whether you can address most or all of them effectively.

For example, let’s talk about Leading People. Imagine a senior military officer who is retiring after 20 years of distinguished service and trying to enter the SES. Now, imagine that he/she is writing his/her Leading People narrative. This individual is clearly a strong leader, and had led organizations of more than 1,000 people and provided executive oversight to 12 different organization comprised of more than 100,000 people stationed around the world.

Now, let’s say this individual provides a great description of all this leadership, but focuses purely on leadership philosophy and the complex missions the organization had to accomplish. Shouldn’t those folks in the Qualifications Review Board (QRB) still be able to tell what a great leader this person is? Maybe, but maybe not. Even though this individual is clearly a seasoned leader with worldwide experience in a variety of field and office environments, the ECQ likely won’t pass muster and the board will deny it.

Why?

Because the competencies were not addressed. The important thing to remember here is that the Office of Personnel Management (OPM) has been very specific about HOW it wants examples presented. So, even though every example is different, every career is different, and there is no “cookie-cutter” way to write an ECQ narrative, there are certain criteria that a strong ECQ should meet. First, OPM wants specific examples presented in the Challenge-Context-Action-Result (CCAR) format. However, more importantly, OPM wants the examples to be expressed through the “lens” of the competencies. If these criteria (along with a few others) are not met, the board will probably reject the applicant’s ECQs.

Let’s get back to our example. It’s not enough that this individual provided an example that clearly “proves” his/her leadership experience. Unfortunately, this applicant failed to tell the story though the lens of the competencies. In other words, while providing this great story of leading large organizations through major challenges, this individual failed to describe how he/she built the team, developed individual members of the team, leveraged diversity, and managed conflict (the four competencies required for Leading People).

One of the best ways to ensure you address the competencies in any ECQ is to turn those competencies into questions, and then answer those questions in the “action” section of your narrative. Regardless of what a great leader you are, and how logical it seems that your Leading People examples demonstrate your leadership, go back to the competencies. If you don’t weave those into the narrative, you are at serious risk of being rejected by the QRB. Here are some of the questions you might ask when writing up your Leading People narrative:

  • What did you do to specifically build a more cohesive team environment? Did you hold weekly meetings or social gatherings, or provide incentives, awards, time off, etc.? (team building)
  • Did you have to handle conflicts between two or more employees or offices? What did you do to resolve the situation constructively? (conflict management)
  • Did you provide opportunities for or encourage staff to enroll in professional development opportunities or extend anyone’s responsibilities to a higher level of job description or expectation? (developing others)
  • Did you encourage female candidates in a traditionally male-dominated field or recruit to minority groups? (leveraging diversity)
  • Did you select teams for projects that included a diverse mix of individuals—professionally, educationally, culturally, etc.? (leveraging diversity)
  • Did you utilize intern programs, fellowships, or other professional development programs to recruit young talent? Did you then arrange for them to be mentored into the mainstream? (developing others/leveraging diversity)

You can find job-winning, OPM-approved samples of SES application packages and a complete set of ECQ builders in our book, Roadmap to the Senior Executive Service. Get your copy today by clicking on this link or searching the title on Amazon.

 

Barbara Adams is the President and CEO of CareerPro Global, Inc. (CPG). She has been on the leading edge of SES application development for decades. Committed to providing world-class service, she has also built an SES writing team that has assisted more than 2,500 clients develop their application materials. Ms. Adams has been featured on TV and radio and as a presenter at numerous career conferences. CPG recently sent a team to instruct senior officials at Warner Robins Air Force Base, Georgia, in best practices for developing their SES application materials. She is the co-author of the new book, Roadmap to the Senior Executive Service: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application.

New SES Development Program Seeks to Improve Diversity December 15, 2011

Posted by careerproglobalinc in CareerPro Global, Careers, Federal Employment, Federal Jobs, Military Transition, Senior Executive service, SES, USAJobs, Veterans.
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CareerPro Global president and CEO Barbara Adams is featured monthly in the Career Tip of the week Column in FedManager.com, a free interactive weekly e-report for Federal Executives, Managers, and Supervisors. Below is her latest column. Subscribe to FedManager.com to be sure not to miss another column.

New SES Development Program Seeks to Improve Diversity 

by Barbara Adams

The Asian American Government Executives Network (AAGEN) is doing their part to enhance diversity among the ranks of the Senior Executive Service. Specifically, they have launched a pilot SES Development Program with support from the White House Initiative on Asian Americans and Pacific Islanders (AAPI), the U.S Office of Personnel Management, and the U.S. Equal Employment Opportunity Commission.

According to AAGEN’s website, “Asian Americans and Pacific Islanders are underrepresented in the Federal government’s Senior Executive Service. The SES Development Program will identify potential SES candidates and help AAPI employees develop the skills they need to advance their careers…”

Further guidance indicates that they are currently seeking 20 individuals (GS-15 or higher), whom they will help prepare for the SES selection process through intensive training, education and mentoring. Selected candidates must become AAGEN members, and “pay it forward,” by participating as an AAGEN Mentor to other lower GS level equivalent candidates.

This program represents another boost in the momentum towards diversity in the federal workforce that has been growing for the past several years. In 2009, President Obama signed Executive Order 13515, reestablishing the White House Initiative on Asian Americans and Pacific Islanders and the President’s Advisory Commission on Asian Americans and Pacific Islanders.

Since then, the Initiative and Commission have partnered with people across the country on critical issues of importance to the AAPI community. For instance, they have hosted over 200 events including national summits, and workshops in 23 states and 50 cities, reaching more than 22,000 people.

In August 2011, President Obama signed another Executive Order (13583), this one designed to establish a government-wide initiative for promoting diversity and inclusion.

Candidates for the AAGEN SES Development Program can only participate if they obtain permission from their managers, and if their agencies agree to cover travel-related costs. For more information on applying, visit the AAGEN website.

Most importantly, agencies must get their applications in by December 16, 2011.

Barbara Adams is the President and CEO of CareerPro Global, Inc. (CPG). She has been on the leading edge of SES application development for decades. Committed to providing world-class service, she has also built an SES writing team that has assisted more than 2,500 clients develop their application materials. Ms. Adams has been featured on T.V. and the radio, and as a presenter at numerous career conferences. CPG recently sent a team to instruct senior officials at Warner Robins Air Force Base, Georgia in best practices for developing their SES application materials. She is the co-author of the new book, Roadmap to the Senior Executive Service: How to Find SES Jobs, Determine Your Qualifications, and Develop Your SES Application.

HHS joins White House initiative to put veterans to work November 2, 2011

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Would anyone else like a break from talking about the Office of Personnel Management and the USAJobsweb site? I’d love to bring you some positive news today. Taken from www.govexec.com, this news is especially welcome right before the celebration of Veteran’s Day:

HHS joins White House initiative to put veterans to work

“The Health and Human Services Department is getting involved in the Obama administration’s efforts to hire more veterans, officials announced Tuesday.

“HHS, in coordination with the White House veterans task force, unveiled new initiatives, including an order to its network of 8,000 community health centers to hire 8,000 veterans during the next three years. A separate initiative gives veterans priority in physician assistant training programs.

“To help with veteran hiring, community health centers will use roughly $2.58 billion provided them through the 2010 Patient Protection and Affordable Care Act.

“Tom Van Coverden, president of the National Association of Community Health Centers, expressed support for the hiring initiative. “Our national organization has embraced it fully and is ready to accept that challenge,” he said.

“The initiatives follow a recent push to engage the help of the private sector in creating jobs for veterans, rather than going through the legislative process.

“President Obama in August proposed the Returning Heroes tax credit of $5,600 for private firms that hire veterans, and the Wounded Warriors tax credit of $9,600 for hiring veterans with combat-related injuries. Both are part of the American Jobs Act legislation that Congress has yet to pass.

“The second initiative announced Tuesday would give priority grants to physician assistant programs that focus on training veterans and build on previous military medical experience, when possible.

“Physician assistant programs require some previous health care experience, which is why the administration is focusing on veterans with battlefield medic experience. The field is expected to be high growth. According to Bureau of Labor Statistics, the sector should increase by more than 29,000 between 2008 and 2018.

“Ensuring veterans know about these opportunities will be a challenge for the White House and HHS, officials said.

“‘All of us at HHS, Labor and [Veterans Affairs] are making sure we connect vets to community health center openings as soon as they’re available,’ said Mary Wakefield, administrator of the Health Resources and Services Administration.

“Matt Flavin, director of the White House Veterans, Military Families and Wounded Warrior Task Force said the administration plans to include the Defense Department in creating outreach solutions for veterans before they leave active-duty service.

“The administration also hopes the physician assistant training programs will introduce effective outreach ideas to recruit veterans said Flavin, who stressed this is one small part of a comprehensive initiative and more solutions will be announced by Veterans Day.”

(Original story at http://bit.ly/sTTuS6)