Conference Presentation, Panel
Fulfilling the Promise of National and Military Service
Milken InstituteKevin Klowden, Cutler Dawson, Susan Eisenhower, Mark Graham, Blaine Holt, Andrew Peek
- The disconnect between society and uniformed personnel, along with difficulties in military-to-civilian transition, is predicted to intensify, driven by civilian companies' failure to interpret military performance reports and a lack of proactive planning by service members.
- Active-duty members are advised to begin post-military career planning three to four years in advance, exploring fields such as business, medicine, or law, while financial concerns are currently being addressed too late, often only two to three months before separation.
- Failure to secure housing and employment prior to leaving service poses a significant risk, potentially forcing veterans to return to environments they originally joined the military to escape, whereas early employment can facilitate community embedding.
- Military transition assistance programs require massive overhaul, and creating pipelines for mid-career civilians to serve for two to three years is proposed to cross-pollinate cultures and help the military adapt to rapid technological changes.
- Civilian traits like risk management and problem-solving are in short supply, and a corporate culture focused on potential rather than constraints is expected to drive high competition and innovation among military hires.
- Specific corporate strategies include Goldman Sachs converting attention to detail into financial expertise, Amazon aggressively hiring mid- to senior-level officers, and Brady Industries aiming to fill one-third of roles with veterans starting at $65,000 plus bonus.
- Headhunters may disqualify veteran candidates as too risky unless hiring charters explicitly include them; however, E4s and E5s are expected to thrive with amazing learning curves if properly identified by employers.
- Community economic connections with the military are variable, with Jacksonville and San Diego maintaining strong ties while Long Beach lost its connection following base realignment.
- To address workforce retention and morale, suggestions include giving veterans latitude to think outside the box to avoid entry-level frustration and promoting spousal career security due to the prevalence of dual-income families.
- Industry initiatives to foster understanding include offering fellowships and internships, potentially with industry subsidies, though an explosion in industry training is not expected soon due to funding constraints.
- Proposed national service or mandatory service programs are expected to provide shared experiences, bridge socioeconomic divisions, and help young people recognize interests beyond themselves, though military leadership does not currently intend to reinstate the draft.
- Transition timelines remain critical, with over two years required to develop a capable mariner, soldier, or Marine, necessitating early intervention regarding degree planning and handshake agreements between leaders and young service members.