careers continuing education summer 2015

|

HOW TO

PROOF YOUR RESUME

4 TOP DEGREES FOR TODAY’S CAREER SEEKERS

GO FROM SERVICE TO STARTUP WITH

BOOTS TO BUSINESS

2 CCE – CAREERS + CONTINUING EDUCATION – SUMMER 2015

SUMMER 2015 – CCE – CAREERS + CONTINUING EDUCATION 3

(BPT) – The career outlook for tech-nology professionals remains highlypromising. With so many emergingemployment opportunities, The WhiteHouse announced the TechHire initiativein March to encourage American cities tooffer training to prepare the workforce forcareers in growing tech fields.

The U.S. has about five million openjobs today, which is more than at anypoint since 2001. Over half a million ofthose job openings are in informationtechnology fields like software develop-ment, network administration and cyber-security, many of which did not exist justa decade ago.

As an added incentive for Americansto pursue tech careers, the average salaryin a job that requires information technol-ogy (IT) skills – whether in manufactur-ing, advertising, retail or banking – is 50percent higher than the average private-sector American job.

“Our information technology studentstoday are enthusiastic about the futurejob,” says Dr. Rajin Koonjbearry, profes-sor and cyber security expert at DeVryUniversity. “Not only are traditional ITcareers standing out, but increasing pri-vate information online calls for cyber se-curity experts to help companies protectagainst threats.”

Here are some of the most valuabletech specializations and degree programsavailable to career seekers today:

1. Cyber SecurityCyber security has been listed by the

World Economic Forum as one of the topfive global risks in terms of likelihood,and has been ranked as a top concern infederal chief information officer surveys.The White House even released an execu-tive order aimed at improving critical in-frastructure cybersecurity.

Demand for cyber security profession-als continues to rise, with the Bureau ofLabor Statistics predicting a 37 percentincrease in information security analystjobs through 2022.

To meet this demand, colleges and uni-versities are starting to offer degrees incyber security. In May, DeVry Universityunveiled a new Cyber Security Program-ming specialization within its Bachelorof Science in Computer Information Sys-tems program, available on campus or on-line in select states.

The program includes Systems Secu-rity Certified Practitioner (SSCP) prepa-ration and exam facilitation, a key cre-dential employers may require in hiringcyber security professionals that has beenaccredited by the American NationalStandards Institute (ANSI).

2. Health Information SystemsAnother fast-growing tech specializa-

tion is in health information systems. TheNorth American healthcare technologymarket is predicted to grow significantly

to more than $31 billion by 2017, up fromapproximately $22 billion in 2012, ac-cording to Research and Markets’ NorthAmerican Healthcare IT Market Report.

Demand for health informatics special-ists is partly driven by the growing com-plexity of healthcare operations, govern-ment initiatives to promote IT in hospitalsand the shift toward paperless billing andpayment environments.

Students who earn a bachelor’s degreein computer information systems can pur-sue professional certification as a Certi-fied Associate in Healthcare Informationand Management (CAHIMS) to showemployers their knowledge and skills.

3. Systems Analysis and IntegrationComputer systems analysts play a

vital role in researching, planning and

recommending software and systemsthat best meet an organization’s busi-ness requirements. These analysts com-bine their knowledge of informationtechnology and business to manage theorganization’s overall computer system– from designing and developing newsystems to helping networks run moreefficiently and effectively.

According to a new market report,the global market for system integra-tion is expected to grow at a compoundannual growth rate of nearly 11 percentfrom 2014 to 2020. Following gradu-ation, students who want to stand outfrom the competition can pursue a post-baccalaureate certificate in InformationSystems and Management.

4. Web Development/AdministrationThe Bureau of Labor Statistics projects

about 20 percent employment growth forweb developers by 2022. During that pe-riod, about 28,500 new jobs will need tobe filled in an industry that already hasroughly 141,400 positions.

The expansion of e-commerce is ex-pected to fuel this high job growth in thecoming decade. Companies need webdevelopers who can design webpagelayout and solve code problems, helpexpand their online retail presence andsafeguard the site and end users’ privacy.

Given the high job growth rates ex-pected in these four areas, bachelor’sdegree candidates are increasinglylooking for programs that meet theirfuture career aspirations. A specializeddegree, especially when paired with aprofessional certification valued by em-ployers, can open doors to a rewardingcareer.

PUBLISHERLaura Baxter

MNV EDITOR/DESIGNERRebecca Soorani [email protected]

MILITARY EDITORMCC Nate Guimont

CREATIVE DIRECTORTricia Lieurance

The contents of this special section are not necessarilythe official views of or endorsed by the U.S. govern-ment, the Department of Defense (DOD), the Depart-ment of Transportation (DOT) or the U.S. Coast Guard.Opinions of contributing writers do not necessarilyreflect the opinions of Military Newspapers of Virginiaor The Flagship®.

The availability of these newspapers and the appearanceof advertising in these publications, including any in-serts or supplements, do not constitute endorsement bythe federal government, the DOD, the DOT, the U.S. CoastGuard or Military Newspapers of Virginia of products orservices advertised.

Military Newspapers of Virginia is a private firm in noway connected to the DOD or U.S. Coast Guard.

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TECHNOLOGYConsider these four top

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WOMENVeterans

Honoring

By Thomas Perez, Robert McDonald,and Katherine Archuleta | U.S. OFFICEOF PERSONNEL MANAGEMENT –It’s inspiring to see that after serving theircountry nobly in the U.S. armed forces, somany women and men veterans choose tocontinue working for the American peo-ple through federal civil service.

The President has made increasing thehiring of veterans, and particularly wom-en veterans, a top priority. As a result, infiscal year 2014, one in three new federalhires was a veteran. The actual rate was33.2 percent, up from 31 percent in fiscalyear 2013.

As leaders of the President’s Councilon Veterans Employment, we share thePresident’s commitment to making surethat women leaving the military can eas-ily transition to the federal civil service.That’s why we created a women veteransinitiative led by the Department of Home-land Security. Through that initiative,

the Council today released a report thatshows that nearly 24 percent of veteranshired in the civilian workforce in fiscalyear 2013 were women vets, althoughwomen represent just nine percent of allveterans.

We can build on that. We know thatwomen in general are underrepresentedin the federal workforce, especially in theskilled trades and law enforcement – twoareas where many women veterans havesignificant expertise. We also know thatwomen are statistically less likely to re-port their service when applying for newpositions. We want to encourage them tomake their military service known. Wealso want to help them find new oppor-tunities to continue to serve their coun-try through civilian public service, usingthe skills they honed while serving theircountry in the military.

To enhance efforts to hire more womenveterans in the federal government, the

council’s report recommends adding asection on women veterans to the Veter-ans Recruitment and Employment Strate-gic Plan. Going forward, we will designstrategies to recruit women veterans forpositions across the government and im-prove outreach to women veterans bybuilding on relationships with veteransservice organizations, colleges, universi-ties, trade schools, and affinity groups. Inaddition, the report recommends that wegather data from federal agencies to con-

tinue to improve our recruitment strate-gies for women veterans now, and in theyears to come.

Veterans are just one of the many com-munities that will benefit from the workthat the Office of Personnel Management(OPM) is doing under its Recruitment,Engagement, Diversity, and Inclusion(REDI) Roadmap. By improving hir-ing tools like USAJOBS.gov, OPM willmake the process of finding a job in thefederal government much easier for ev-eryone, including veterans.

We may never be able to fully repayour nation’s veterans for the sacrificesthey have made, but we can ensure thatwe do all that we can to make their tran-sition to federal civilian service as seam-less and fulfilling as possible.

Thomas Perez is the secretary of laborand co-chair of the President’s Councilon veterans employment.

Robert McDonald is the secretary ofveterans affairs and co-chair of the Presi-dent’s Council on veterans employment.

Katherine Archuleta is the director ofthe office of personnel management andvice-chair of the President’s Council onveterans employment.

Courtesy of OPM.GOV

Virginia Beach - Newport News844-9-DEGREE


FFSC Norfolk – Change is a good thing, right? Ab-solutely! However, for those service members currentlytransitioning from military to civilian life, this changemay be quite intimidating. Transitioning service mem-bers find themselves asking various questions duringtheir transition. Where am I going to live? How am I go-ing to pay the bills? How am I going to get a job? Do Ineed to go to school? What benefits am I entitled to? Thelist goes on and on. The answers to these questions are, insome cases, not easily found, and may require the transi-tioning service member to seek the assistance of others intheir search for those answers. For those of you who mayrequire some assistance, here are the Top 10 resourcesfor transitioning service members:

1. National Resource Directory (nrd.gov)This directory is currently maintained by the Depart-

ment of Defense, Department of Labor (DOL) and theDepartment of Veterans Affairs (VA). As an online direc-tory, service members are able to connect 24/7 and receiveresources pertaining to Benefits and Compensation, Edu-cation and Training, Employment, Family and Caregiver

Support, Health, Homeless Assistance, Transportation andTravel, Volunteer Opportunities, and many more.

2. Department of Veterans Affairs (va.gov)Probably the most popular veterans organization,

the VA, provides services to men and women who haveserved in our armed forces. As the mission statement ontheir website states, “To care for him who shall have bornethe battle, and for his widow, and his orphan,” which ful-fills President Lincoln’s promise to serve and honor themen and women who are America’s veterans. The VA of-fers health care options for veterans and their families, aswell as other benefits including retirement compensation,education and training, home loans, life insurance, burialbenefits, and vocational rehabilitation. The VA eBenefitswebsite is an online portal that allows service members,veterans and their families research their benefits and haveaccess to these benefit options 24/7.

3. Department of Labor (dol.gov/vets)During their Transition Goals Plans Success (T-GPS)

five-day workshop, transitioning service members will re-

ceive a three-day presentation offered by representativesof the Department of Labor (DOL). The presentation fo-cuses on assisting service members in job searches, careerdecision-making, current labor market information, thedrafting of resumes and cover letters, skills analysis, andinterviewing techniques. Post-transition, the DOL assistsveterans with job seeker services through the DOL GoldCard. The DOL Gold Card enables unemployed post-9/11veterans with the follow-up services they need to succeedin their job search. Certain grants and other resources arealso available through the DOL.

4. Disabled American Veterans (dav.org)The Disabled American Veterans (DAV) organiza-

tion is dedicated to “Empowering veterans to leadhigh-quality lives with respect and dignity.” Manytransitioning service members feel the physical painassociated with injuries incurred while on active duty.However, some of these service members may notknow where to go to get the assistance they need. TheDAV assists service members, veterans, and their fam-ilies with filing disability claims, job search, transpor-

Resources to assist your transition

RESOURCESto assist you in your transition

Courtesy of Navy.mil

SUMMER 2015 – CCE – CAREERS + CONTINUING EDUCATION 7tation options, and other outreach programs. The DAVhas over 60 offices throughout the U.S., which enablesservice members to obtain assistance from virtuallyanywhere in the country.

5. FFSC (cnic.navy.mil/navylifema )Fleet and Family Support Centers (FFSC) provide ser-

vice members, veterans, and their families with numer-ous programs, including relocation assistance, new parentsupport, deployment services, clinical counseling servic-es, financial management, family employment services,family advocacy, and transition assistance programs.Transitioning service members are encouraged to stop byone of the FFSC offices and request information on up-coming events and workshops relating to their transition.

6. Job Fairs (vec.virginia.gov)One of the major hurdles for a transitioning service

member to overcome is obtaining a civilian job that willcater to their needs. Networking has a major influence onlanding that dream job, and one way to successfully net-work with employers is through job fairs. State websitesfrequently post job fairs, as do various military installa-tions. Being able to write one’s skills on a resume is onething, but connecting with employers face-to-face hasproven to be extremely effective.

7. Mentor Groups (acp-usa.com)Everyone needs a mentor, whether that mentor is a par-

ent, friend or business executive. Transitioning service

members find that connecting with individuals in theirdesired career field can be useful in gaining the knowl-edge needed to succeed. Certain mentor groups, such asAmerican Corporate Partners can provide this assistance.These groups are often free for transitioning service mem-bers and veterans, and offer a year of mentorship for thatindividual. Managerial level civilians offer their help andadvice to transitioning service members on the matters ofjob search, networking, education, and transition in gen-eral. Mentors are available to chat online, through phoneconversation and sometimes even in person.

8. College and Career Planning Services(dantes.kuder.com)

Some transitioning service members may find thatthey may need to pursue education opportunities post-separation in order to find a job that will benefit them.Others may feel as if they are undecided on which careerpath to pursue. In order to assist with questions associ-ated with choosing an educational program, or choosinga career path, certain skills assessments may be useful.The Kuder assessment is designed to assist individuals inanswering those questions. Services are free for servicemembers and veterans

9. GI Jobs Magazine (gijobs.com)The GI Jobs Magazine is issued monthly and delivered

to most military installations. Interested individuals mayalso subscribe to the magazine and pay a fee to have themagazine delivered to their house. This magazine includes

information on military friendly employers, military friend-ly schools, military friendly cities, and military franchiseopportunities. The GI Jobs website allows for individualsto navigate through their site, and connect with recruiters,receive assistance in resume writing, and information onbusiness attire.

10. Social Media (linkedin.com, etc.)Social media can be used in order for individuals

to be able to network with other professionals in theirchosen career field. LinkedIn, for example, has becomemore and more popular in the recent years for many dif-ferent reasons. The social network allows individuals toconnect with people in their career field for networkingpurposes. Individuals can also join interest groups inorder to share ideas and welcome feedback. LinkedInprovides job postings, as well as information on em-ployers, that may be beneficial for anyone looking toenter the workforce.

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By Jacey Eckhart, Flagship militaryspouse contributor – I see resumes thatare too long, have pushed out margins,boast a font size tiny enough to fit on agrain of rice. I often can’t even tell whatkind of job the person is seeking. Slog-ging through a resume like that isn’tresume fun. It is the resume equivalentof a mud-miler. Some think that first,ultra-complete, sweat-drenched, three-page resume is a finished documentthat someone will read and see exactlywhere we fit into their organization.So we should put in everything, right?

Wrong. The finished resume is reallylike a big business card. It is focused.It is functional. It is read in literally sixseconds by the people in your network(where 80 percent of all jobs in Americaare found).

The Dirty Little Resume – that docu-ment that everyone should throw togeth-er whether they are actively job seekingor not – isn’t meant for public sharing.The Dirty Little Resume is a thing meantto organize your thinking. To push backfear. To help you figure out just whatyou want.

RESUMEHow to proofread your

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SUMMER 2015 – CCE – CAREERS + CONTINUING EDUCATION 9How to write a Dirty Little Resume:1. Throw together a work history.

This isn’t a neat, clean, perfect little document. This is a straight shot here-is-all-the-work-I-have-ever-done – paid and unpaid. Lay the whole thing outchronologically starting from the minute you graduated from high school.

2. Yes, include every “little” thing you have done.Go ahead and include everything you have done – the jobs you liked, the

jobs you didn’t like. The volunteer work you couldn’t wait to get out of do-ing, the contractor job you wished you could have done forever. Do includeyour gig as a stay-at-home-mom (SAHM) or dad (SAHD). Add in youreducation even if you didn’t actually finish your degree. Partial degrees canbe very revealing.

3. Love it or list it.For each job or educational opportunity, write a little pro’s and con’s list.

Here are the things I liked. Here are the things I didn’t like. If you were/are a SAHM/SAHD, often the things you like or don’t like do not includechildcare per se. Instead think of things like whether you liked workingalone, on your own schedule, with people under three feet tall? Or maybeyou liked the opportunity to be creative or to spend a lot of time outside?

4. Print it.I don’t mean that you need to print this on bond paper for distribution.

I mean that when you hold something in your hand vs. look at it on thescreen, you see it differently. Your mind considers it differently. So print it.

5. Get it dirty.Break out the pencils, pens and markers, people. You are now going to

make your Dirty Little Resume even dirtier. Circle themes that you see

paths that you have taken. Patterns that emerge. You will probably seea path that goes along with your college coursework, like “Marketing,”“Teaching” or “Engineering.” You will also find themes about what youdid on the job, like “Military families,” “Details,” “Spreadsheets” or “ColdCalling.” You could see themes that are about a value or a skill like “Lead-ership,” “Justice,” “Health” or “Creativity.”

6. Use themes to suggest your next job goal.Seeking these themes might seems silly to you, but this the important

stuff. These themes tell you not only what kind of job you want, but theytell you what you should actually include on your next resume. Where isyour past work experience, your education, your strengths, your satisfac-tion leading you to? What is the next job for you?

7. Name that job.If you can’t name the kind of job, employer or field you seek, you aren’t

really ready to craft a resume. You aren’t quite ready to approach your net-work. You don’t need to be able to say, “I want to be a senior product man-ager for a mid-range firm selling software to furry-backed cabinet makerson the north side of the street in Midlothian, Virginia.” Instead, you saysomething like, “I want to work for a non-profit – I’m good at fundraisingand events,” or “I want to use my health care background in a businessenvironment this time.” You are even allowed to be seeking more than onekind of job at a time – as long as you have a resume for each job you want.

8. Ask for feedback.If you still aren’t sure what you are looking for, post your Dirty Little

Resume on the fridge or email it to a few trusted friends. Start asking thepeople who love you and what they think you would be good at doing.Write that stuff down.

Jacey Eckhartis the directorof Spouse andFamily Programsfor Military.com. Since 1996,Eckhart’s take onmilitary familieshas been featuredin her syndicatedcolumn, her book“The HomefrontClub,” and CDs“These Boots”and “I Married aSpartan?”

Most recently shehas been featuredas a militaryfamily subjectmatter expert onNBC Dateline,CBS morningnews, CNN, NPRand the New YorkTimes. Eckhart isan Air Force brat,a Navy wife andan Army mom.

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Am I Eligible?You may be eligible if you served at least 90 aggregate days on active duty* after Sept.

10, 2001, or were honorably discharged from active duty for a service-connected disabilityafter serving 30 continuous days following Sept. 10, 2001. *Includes active service as aNational Guard member under title 32 U.S.C. for the purpose of organizing, administer-ing, recruiting, instructing, or training and active service under section 502(f) of title 32for the purpose of responding to a national emergency.

What Will I Receive?You may receive a percentage of the following payments (see chart below).

A tuition and fee payment that is paid to your school on your behalf.A Monthly Housing Allowance (not payable to individuals on active duty or those

enrolled at half-time or less) that is equal to:Basic Allowance for Housing (BAH) for an E-5 with dependents, for students pursu-

ing resident training, payable for the zip code of your school.One-half the BAH national average for students training solely by distance learning.The national average BAH for students pursuing training at foreign schools.A books and supplies stipend of up to $1,000 per year.

How Many Months Of Assistance Can I Receive And HowLong Am I Eligible?

Generally, you may receive up to 36 months of entitlement under the Post-9/11 GI Bill.You will be eligible for benefits for 15 years from your last date of active duty, of at least90 consecutive days.

What Kind Of Training Can I Take?You can use the Post-9/11 GI Bill at colleges, universities, trade schools, on-the-job

training, apprenticeships and flight schools. To see what programs are currently approvedby the Department of Veterans Affairs (VA) for VA benefits, visit www.gibill.va.gov. Youcan use the Post-9/11 GI Bill for tutorial assistance, licensing (attorney license, cosmetol-ogy license, etc.), and certification tests (SAT, LSAT, etc.). Note: If the program you areinterested in isn’t on the website, contact your State Approving Agency (list available onwww.gibill.va.gov) to see if the program can be approved.

Can I Transfer My Entitlement To My Dependents?You must be a member of the uniformed services to transfer your unused benefits to

your spouse or dependent(s). Generally, you must agree to serve four more years whentransferring benefits.

What Is The Yellow Ribbon Program?The Post-9/11 GI Bill can cover all in-state tuition and fees at public degree granting

schools, but may not cover all private degree granting schools and out-of-state tuition.The Yellow Ribbon Program provides additional support in those situations. Institutionsvoluntarily enter into an agreement with the VA and choose the amount of tuition and feesthat will be contributed. The VA matches each dollar of the institution’s contribution andissues payments directly to the institution.

Individuals serving an aggregateperiod of active duty after

Sept. 10, 2001, of:

Percentage ofMax. Benefit

Payable

At least 36 months 100%At least 30 continuous daysand discharged due to service-connected disability

100%

At least 30 months < 36 months 90%At least 24 months < 30 months 80%At least 18 months < 24 months 70%At least 12 months < 18 months 60%At least 6 months < 12 months 50%At least 90 days < 6 months 40%

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Department of Veterans Affairs (VA) –The GI Bill Comparison Tool is designedto make it easier for veterans, servicemembers, and family members to esti-mate their GI Bill education benefits andlearn more about the VA’s approved col-lege, university, and other education andtraining programs across the country. Italso provides key information about col-lege affordability and value so beneficia-ries can choose the best education pro-gram to meet their needs.

The VA successfully trademarked GIBill to prevent its fraudulent use for re-cruiting purposes and to protect this pub-licly-owned intellectual property.

“We are excited to see how veterans re-spond to the wealth of information nowavailable on the updated GI Bill Com-parison Tool,” said VA’s Undersecretaryfor Benefits, Allison A. Hickey. “We’regrateful for the chance to work with ourpartners at the departments of defense andeducation to ensure beneficiaries are in-formed education consumers.”

The updated version of the GI BillComparison Tool has new functional-ity, including a more robust GI Bill ben-efits calculator and additional informationpertinent to the veteran population (e.g.,identifies schools with student veterangroups, VetSuccess on Campus program,and those that have agreed to the 8 Keysto Success).

The GI Bill calculator provides a per-sonalized estimate of Post-9/11 GI Billtuition and fee, housing allowance, and

book stipend benefits that would poten-tially be paid to the student.

The calculator prepopulates the tuitionand fee estimates from the Department ofEducation’s Integrated Postsecondary Ed-ucation Data System. The veteran indica-tor section now contains new informationon schools’ student veterans groups, Vet-Success on Campus program and YellowRibbon agreement status.

The GI Bill Comparison Tool is oneitem in a series of resources the VA haslaunched in response to the President’sExecutive Order 13607, signed April 27,2012, which directs agencies to imple-ment and promote “Principles of Excel-lence” for educational institutions thatinteract with veterans, service membersand their families, and to ensure benefi-ciaries have the information they need tomake informed choices about VA educa-tion benefits and approved programs. Asstudents return to school this fall, the VAis committed to providing the support andinformation they need to succeed.

Since April 2012, the VA has deployedthe GI Bill Comparison Tool, the GI BillFeedback System, and offered a free aca-demic-readiness tool online. In addition,the VA, the Department of Education andDepartment of Defense have agreed tonew veteran-specific outcome measuresand signed a memorandum of understand-ing to exchange information, which willensure greater compliance from schoolsreceiving military and federal educationbenefits.

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(BPT) – Military families frequently relocate frombase to base all over the U.S. Even though these movesaren’t unusual, they can cause some stress for all mem-bers of the family, especially if the relocation happenswithout a lot of warning.

Permanent change of station (PCS) and personallyprocured moves (PPM) come with military assistance tohelp service members and their families make the transi-tion. Families can also take advantage of the do-it-your-self (DITY) option offered by the military, which couldmake the overall transition much smoother.

No matter how quickly the move happens, or whatkind of moving assistance your family requests, here aresome moving tips to keep in mind, from Penske TruckRental, which can help keep everything in order.

Planning – PCS notifications can come without a lotof warning, or families may know about a potential movefar in advance. For both instances, getting a plan in placeis a good start. Gather important information into onefolder, containing phone numbers, contact names, dates,receipts and checklists, so you can easily track every-thing about your move. For some planning tools that fo-cus specifically on military moves, visit the Department

of Defense website (www.defense.gov).Moving – Many families choose the DITY option be-

cause it gives them more control over the move and theycan also potentially make some money in the process.The military provides an allotted cost for moving, and ifyou can come under that cost through your own planning,the military will pay you the difference. For example,Penske Truck Rental offers active military personnel a

20 percent discount for every truck rental, and will price-match any competitive offers on one-way truck rentals aswell. Visit www.DITYmove.com to learn more.

Weights – Military rules require service members tocertify the weight of the rental vehicle when empty andafter it’s fully loaded. Weight limit reimbursements areset depending on a service member’s rank and depen-dents, but the traditional weights are estimated at 1,000pounds per room, excluding bathrooms and storage ar-eas. Then add in the estimated weight of large applianc-es, garage items and items in storage. Compare this num-ber to what is allowed and determine if you can reducethe load in any way to avoid paying overweight costs. Tohelp with weight certifications, Penske offers a certifiedpublic scale locator tool online to help DITY movers infinding weigh stations.

Contact info – File a change of address form at yourlocal post office so mail can be forwarded. Also makecertain your new information is updated with your spe-cific branch of military.

Explore – Get to know your new neighborhood, bothon and off-base. If you have children, explore the schoolsand the after school activities available. Learn a bit aboutthe city’s history and gather information on the servicesthe city offers so that on moving day, your water andelectricity will be available when it’s needed.

When in the military, a move is practically inevitable,but the process can be much less stressful on both emo-tions and finances with a little organization and planningfrom the get-go.

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Saint Leo University admits students of any race, color, religion, and national or ethnic origin. Regionally accredited, private, non-profit university.GI Bill® is a registered trademark of the U.S. Department of Veterans Affairs (VA). More information about education benefits offered by VA

is available at the official U.S. government Web site at www.benefits.va.gov/gibill.


(BPT) - Tiffany Fair initially ruled out a career inhealth care. She assumed most available positions werefor nurses, and she knew she could never get past her fearof seeing blood. Fair’s outlook on the industry changedquickly when she learned about the growing field ofhealth information technology (HIT).

“HIT intrigued me because it enables individuals to playa key role in the health care system outside of the traditionalclinical setting,” she says. “The most satisfying career as-pect of HIT is that it continues to evolve as new technologyis introduced in the marketplace. That means my knowledgeand skills are always changing and expanding.”

Fair recently earned an associate degree in HIT andnow works for a large health information managementcompany processing patient’s medical records for legalor personal reasons to ensure the information is valid andcomplies with state and hospital laws and bylaws.

“For those who want to quickly enter the workforce,an associate degree in HIT provides the education andskills preparation needed to break into emerging healthcare professions that provide career mobility and fulfill-

ment,” says Dasantila Sherifi, professor and HIT pro-gram chair at DeVry University.

The U.S. Census Bureau projects that the populationof Americans, 65 and older, will more than double by2060. Workforce projections and population shifts signalemerging health care career opportunities in a variety ofroles, including:

Health information techniciansIndividuals who are highly organized and detail-ori-

ented can thrive in a career as a health information tech-nician. These professionals are responsible for organiz-ing and managing health information data in both paperand electronic systems, as well as coding and categoriz-ing patient information for clinical care, research and in-surance reimbursement.

Demand for health information technicians will con-tinue to rise with growing use of electronic health re-cords by hospitals and physician’s offices, especially inthe areas of data analytics and population health. Furthercompounding this demand is the pending implemen-

tation deadline of the new version of the InternationalClassification of Diseases, which expands the number ofdiagnostic codes from 14,000 to 69,000.

Medical and clinical techniciansA career as a medical or clinical technician requires

both analytical and scientific skills for procedures and pro-cesses that can have significant impact on patient health.Responsibilities include the study and analysis of bloodand tissue samples to determine normal and abnormalfindings. Technicians are also accountable for logging datainto a patient’s medical records and discussing results oflaboratory tests and procedures with physicians.

The growing aging population and diagnosis requestsfor chronic diseases, such as diabetes and terminal illnesseslike cancer, means careers in this field will continue to rise.According to the Bureau of Labor statistics, employmentwithin the medical records and health information techni-cian field is projected to grow 22 percent from 2012 to 2022.

Radiologic/MRI technologistsAmericans are living longer, so their total lifetime health

care needs are rising. Medical conditions such as brokenbones and fractures caused by osteoporosis are commonand frequent, as is the diagnosis of terminal illnesses, all ofwhich can require imaging for correct diagnosis.

To secure a position in these fields, individuals shouldidentify schools that offer degree programs or certificatesthat can prepare them for the constantly evolving field ofhealth care and increase their marketability.

HEALTH CARETECHNOLOGY

Two-year degree programs and one-year certificates can open doors in

can help you take command of your education and career

on base, on our campuses, or worldwide.

TCC offers many certificates that ladder to associate and

bachelor’s degree programs while fast-tracking you to employability.

TCC’s CMVE provides one-stop access to educational

planning, job skills training, and employment opportunities.

Contact us today!www.tcc.edu/military • Local: 757-822-7777 • Toll Free: 866-921-6289

International: 855-399-7480 • Email: [email protected]

Empowering military-related students

TO A BRIGHTER FUTURE

TCC’S CENTER FOR MILITARY & VETERANS EDUCATION (CMVE)


(BPT) –Laura Gilm-ore earned herBachelor of Sci-ence in Nursing(BSN) degree in 2012,more than five years after shegot her first job as a nurse. To-day, as the Magnet Coordinatorfor Cancer Treatment Centers ofAmerica (CTCA) in Zion, Illinois, Gilm-ore reflects on the decision to pursue herBSN.

“I didn’t need a bachelor’s degreeto be hired as a registered nursewhen I started working in2007,” Gilmore says. “To-day, the industry is chang-ing, and many hospitalsnow require nurses to holda bachelor’s degree. I knew Ineeded to go back to school to stay com-petitive and to improve the quality ofcare I provide to my patients.”

Healthcare leaders agree that nurseswith a BSN degree or higher possess abroader knowledge base of patient care,quality standards, business acumen andother skills that result in improved pa-tient outcomes.

A recent study from the American As-sociation of Colleges of Nursing (AACN)indicates that increasing the percentageof nurses with bachelor’s degrees in ahospital can significantly lower readmis-sion rates and shorten lengths of stay.That is why nearly half of hospitals andother healthcare settings have begun torequire incoming nurses to have a BSN,according to the study.

In 2013, when Gilmore’s hospitalearned magnet status, a prestigious des-ignation by the American Nurses Cre-dentialing Center (ANCC), it agreed to amagnet requirement that 80 percent of itsregistered nurses (RNs) hold a BSN by2020. According to the ANCC, health-care organizations achieving Magnet sta-tus provide higher-quality patient care,foster innovations in the nursing practiceand contribute to a more collaborativework culture.

Gilmore’s path to earn her BSN is notuncommon, but her motivation to pro-vide her patients with high quality careis extraordinary. Gilmore decided she

wanted to be a nurse during high schoolafter her brother underwent an extensivehospital stay for a brain tumor.

“I had the opportunity to witness the ex-traordinary care my brother’s nurses pro-vided during his hospitalization,” Gilmore

says. “Their compassionand professional-

ism inspiredme to at-tend nursing

school in the firstplace.”After secur-

ing her certifiednursing assistant cre-

dential, Gilmore chose tostudy for her RN license at a lo-

cal technical school so she could helpher mother care for her brother. He has

since made a full recovery.BSN-educated nurses are in demand.

A 2013 national survey from the AACNfound that 59 percent of new BSN gradu-ates had job offers at the time of gradu-ation. More than 43 percent of hospitalsand other healthcare settings now requireincoming nurses to have a bachelor’sdegree in nursing, and 78.6 percent saythey prefer BSN graduates.

This heightened focus on baccalaure-ate education puts a spotlight on nursingprograms that offer continuing educa-tion or degree-completion opportunitiesfor the many RNs who aspire to advancetheir careers. Nearly 700 RN to BSNprograms are available nationwide, in-cluding more than 400 offered at leastpartially online, according to the AACN.While their lengths vary, programs suchas Chamberlain’s allow RNs to earn theirBSN in as few as three semesters withyear round, full time enrollment.

Gilmore says earning her BSN hasmade her more confident as a practi-tioner, and enhanced her credibility asa healthcare professional. She recentlyimplemented a clinical update at her hos-pital that has improved care for a largenumber of patients.

“Having a BSN has helped me in mycareer path, and it’s improved my abilityto provide excellent care to our patients,”Gilmore says. “I’m excited to see whatthe nursing profession will look like adecade from today.”

REGISTERED NURSESto earn bachelor’s degrees

Changing healthcare requirements prompt

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The Veterans Job Bank connects unemployedveterans to job openings with companies thatwant to hire them. It launched with more than500,000 job listings, a number that will continuegrowing as more companies tag the job post-ings on their own websites and add them to theVeterans Job Bank.

The Military Spouse Employment Partnership(MSEP) is a comprehensive web-enabled recruit-ment and career partnership solution connect-ing military spouses to employers seeking a 21stcentury workforce with the skills and attributespossessed by military spouses.

Visit the VeteransEmploymentCenter forJob Seekersto search joblistings aroundthe country:https://www.ebenefits.va.gov/ebenefits/jobs

JOINING FORCESEmployment resources by

Being in the military was hard work. Now you’re wondering whatto do next. You’ve always loved cooking and you’ve envisioned acareer working in professional kitchens.

It’s all about teamwork.Let us help you make it happen.

Our small classes and hands-on learning make NECI the first stepon your road to culinary success.

Come visit our campus in Montpelier, Vermont.Check out our benefits for military veterans atwww.neci.edu/militaryCall us toll-free at: 877.223.NECI (877.223.6324)

We’re not just military-friendly. We’re life-changing.NECI is a Military Friendly School and a proud partner of theYellow Ribbon Program

You’ve got the discipline. You’ve got the attitude. You’ve got the knowledge.

Take the Next Step.


The Veteran Gold Card provides Post-9/11 veter-ans with extra support as they transition out of themilitary. Once a veteran has downloaded the Vet-eran Gold Card, he or she can access six monthsof personalized case management, assessmentsand counseling at the roughly 3,000 One-StopCareer Centers located across the country.

My Next Move for veterans is an easy-to-use onlinetool created by the Department of Labor that allowsveterans to enter information about their experi-ence and skills in the field and match it with civiliancareers that put that experience to use. The site alsoincludes information about salaries, apprenticeshipsand other related education and training programs.

Hero 2 Hired (H2H) is a comprehensive em-ployment program provided by the Depart-ment of Defense that offers everything areserve component job seeker needs to findtheir next opportunity, including job listings,career exploration tools, education and train-ing resources, virtual career fairs, a mobileapp for iOS, Android and Windows phones,an innovative Facebook application and avariety of networking opportunities.

The U.S. Chamber of Commerce is committed toHiring Our Heroes and are sponsoring 100 hiringfairs for veterans, and military spouses in localcommunities across the country between March2011 - March 2012.

VetSuccess.gov provides comprehensive transi-tion and employment resources for veterans, ser-vice members and their families. VetSuccess.govserves as a virtual employment resource centerwhere veterans can browse job listings, post re-sumes and apply for positions online. VetSuccess.gov also provides links to more than eight millionjobs on the VetCentral site.

Veterans RecruitingServices (VRS) connectsemployers and veteransthrough virtual careerfairs. VRS offers servicesto assist veterans andtheir spouses as theytransition to the civil-ian workforce and helpsemployers find the righthighly qualified, educat-ed and well-trained veter-ans for their businesses.

Find out what John TylerCommunity College can do for you.

www.jtcc.edu/veterans

Let usserve you.Thank you for yourservice to our country.Now, let us help you planthe next steps in yourlife.

From finding a majorthat aligns with yourinterests and skills toproviding the supportand resources you need– John Tyler CommunityCollege’s staff andfaculty are here to helpyou achieve your goals.

odu

Police Dispatcher (#0115DI)

The University Police Department at Old Dominion University is seeking candidates for Emergency Coordinator I positions.

The primary purpose of these positions are to assure responsiveness to incoming calls from the public and to dispatch and provide status and other information to police offi cers. Additionally, these positions will ensure that timely and appropriate responses are given to emergency situations which may be potentially life-threatening in nature. These positions monitor fi re, panic, and intrusion alarms and operates two-way voice radio equipment in compliance with Departmental and FCC directives. This is a continuous recruitment which will accept applications through September 18, 2015.

To review position requirements and submit an application, please visit https://jobs.odu.edu and follow the on-line instructions.

AA/EOE


21st Century Sailor Office – Navy’s Transition As-sistance Program (TAP) has been completely rede-signed and will help Sailors who are retiring or sepa-rating, by giving them the skills, resources, and toolsnecessary to make a successful move to civilian life.This is not the old TAP class but rather a new compre-hensive program that includes an updated curriculum,now known as Transition Goals, Plans, Success (T-GPS).

T-GPS is designed so that Sailors receive the train-ing mandated by law, where the focus is on finan-cial planning, understanding Department of VeteransAffairs (VA) benefits and attending an employmentworkshop.

New DOD Career Readiness Standards (CRS) havebeen established, and while the classroom trainingwill help Sailors understand the skills and resourcesneeded for their next career, the redesigned programalso ensures Sailors are meeting the requirements andconnecting to the proper resources.

This is done as part of Capstone, a final check thatcommanders and TAP counselors undertake to makesure Sailors have meet career standards and all re-sources have been explained and provided to them.

To get started, contact your Command CareerCounselor or your Command Transition Officer des-ignated by your chain of command. Additional helpcan also be found at Fleet and Family Support Center(FFSC) and visit www.DoDTAP.mil and www.cnic.navy.mil/tgps4servicemembers

For leaders, Sailors, and their spouses, here are theimportant things you should know.

SailorsAll active and reserve personnel, who served 180

days or more on Title 10 active duty, are required toreceive pre-separation counseling, VA benefits brief-ing, and Department of Labor Employment Workshop(DOLEW) before separating or retiring, unless ex-empted.

The classroom portion of TAP was renamed T-GPSand provides a more robust curriculum for personalbudget preparation, job finding and interviewingskills, military to civilian transition and VA benefits.

Sailors who are geographically isolated by 50 milesor more from a T-GPS delivery site, as well as shortnotice administrative separations, may satisfy atten-dance requirements through Joint Knowledge Online(JKO) at https://jkodirect.jten.mil/. This exceptionmust be approved by your commanding officer.

In addition to the T-GPS core curriculum, Sailors

have the opportunity to participate in one or moretwo-day additional tracks to meet their personal andcareer goals: Accessing higher education, for thosepursuing a college education; career technical train-ing, for those seeking industry-recognized credentialsin shorter-term training programs; or Entrepreneur-ship, for those wanting to start their own business.

Prior to separating from active duty, you will par-ticipate in a Capstone event to verify you have a vi-able Individual Transition Plan (ITP) and meet CareerReadiness Standards (CRS). If additional support isneeded, you will be connected with the right agencypartner and the resources and benefits needed to en-sure a successful transition.

CommandersTAP is commanders’ business; as a commander you

are responsible for ensuring service members are pro-vided the mandatory portions of the TAP, as requiredby law, and the additional tracks as needed to meetCRS.

It is your responsibility to verify each service mem-ber meets CRS no later than 90 days prior to separa-tion.

SpousesAs a military spouse, you are encouraged to at-

tend TAP with your service member to take advan-tage of all the program has to offer. If you are unable

to attend the week long course with your spouse youhave access to the same T-GPS curriculum as Servicemembers, 24/7 through the eBenefits website, DOLVets, or Military OneSource websites.

The Military Spouse Employment Partnership(MSEP) MSEP is part of the Department of Defense’sbroader Spouse Education and Career Opportunities(SECO) initiative, which seeks to strengthen the edu-cation and career opportunities of military spouses. Itcurrently partners with more than 260 corporations,businesses and military serving organizations in aneffort to connect companies who are interested in em-ploying military spouses with potential employees.Website: https://msepjobs.militaryonesource.mil/

The Veterans Employment Center (VEC) is anonline tool that brings together public and privateemployers with real job opportunities, and providestransitioning service members, veterans, and theirfamilies with the tools to translate their military skillsinto plain language and build a profile that can beshared with employers who have made a public com-mitment to hire veterans. Connect here with the VECat www.ebenefits.va.gov/jobs.

Get started today by contacting your CommandCareer Counselor or designated Command Transi-tion Officer and your local Fleet and Family SupportCenter (FFSC).

Visit www.DoDTAP.mil and www.cnic.navy.mil/tg-ps4servicemembers for more info.

TRANSITIONASSISTANCEResources that Unlock the Future

Important things to knowfor Sailors, commanders,and military sposues

Courtesy of navy.mil


Troops to Energy Jobs is designed tohelp veterans make a successful transi-tion to a rewarding career in the energyindustry. This website will guide youstep by step in transferring your militarytraining to a new energy job, identifyingany additional education and credentialsyou may need, and supporting you inyour job search by utilizing an interac-tive Troops to Energy Jobs ROADMAP.

Energy jobs offer promising opportu-nities, whether you are an experiencedworker or just starting your career.These jobs are active, hands-on, re-warding, and available in every state, inan industry that is stable and growing.With many of the nation’s energy work-force either retiring or otherwise depart-ing their jobs during the next five years,the energy industry is working now todevelop programs to attract and trainnew workers for energy-related genera-tion, transmission, and distribution ca-reers.

In some cases, Troops to Energy Jobswill help you start working immediatelyin an energy industry-related job. Manycompanies hire professionals directlyfrom the military for certain positions,which we call “Ready Now,” becausethese veterans only require companytraining as they transition to energy in-dustry jobs. For others, some type ofpostsecondary education may be needed– in most cases, leading to a credentialor degree.

Regardless of which group you be-long, you will need to understand howwell the energy job that you are interest-ed in matches up with your knowledge,skills, and abilities acquired throughmilitary training and experience. Thiswill help you understand if you are aReady Now candidate or need to pursuefurther education to gain credentials.

For more on this program, visithttp://troopstoenergyjobs.com.

Connectingveterans toenergy careers

Transition program assistsveterans wishing to teach

From Navy Personnel Com-mand Public Affairs – Placingveterans in the nation’s class-rooms to serve again is thegoal for the Troops to Teach-ers program, officials saidApril 12.

“We are here as a counsel-ing and referral asset to helpeligible veterans transitioninto second careers as teach-ers,” said Cliff Yager, director,Troops to Teachers for Tennes-see and Northern Alabama,during a Transition GPS brief-ing at Naval Support ActivityMid-South.

The purpose of the Depart-ment of Defense program isto help eligible current andformer military personnel be-gin new careers as teachersin public schools where theirskills, knowledge and experi-ence are most needed.

Veterans possess many ofthe qualities that make a goodteacher; a sense of service,leadership, discipline, matu-rity and life experience, saidYager. He added that studiesshow that beginning teach-ers who are military veteransscore much higher in peer as-sessments and assessmentsfrom principals and superin-tendents than their peers com-ing to the classroom straightfrom college.

Service members can learnmore about Troops to Teach-ers and locate a state represen-tative at www.proudtoserve-again.com.P

RO

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We believe that the men and women who havehelped keep our nation secure deserve a financialally to help them keep their financial horizonssecure. And that’s why our life insurance andannuity products are always competitively pricedand never contain military restrictions or fine print.

To learn how we can help your familyvisit NavyMutual.org

WE TAKE CARE OF OUR OWN.

Photo Courtesy of theDepartment of Defense


Boots to Business rebootThe Small Business Administration (SBA)

will host Boots to Business: Reboot, an entre-preneurship training course for veterans in 12cities across the U.S. Each event, led by SBAResource Partners and industry experts fromSyracuse University’s Institute for Veteran andMilitary Families (IVMF), will host up to 100veterans for a two-day Introduction to Entre-preneurship class.

Boots to Business: Reboot, will introduceveterans to the fundamentals of business own-ership, and lead participants through the keysteps for evaluating business concepts and de-veloping a business plan. The program will alsointroduce participating Veterans to a networkof lifetime business support available locallyacross the U.S. by introducing them to SBA’snetwork of Veteran Business Outreach Centers,Women’s Business Centers, Small Business De-velopment Centers and SCORE Counselors.

Boots to Business: Reboot will adapt thecurriculum from the SBA-sponsored Boots toBusiness: From Service to Startup, a worldwideprogram offered as a component of the Depart-ment of Defense’s redesigned Transition Assis-tance Program (TAP) renamed Transition GPS.The curriculum, developed to introduce transi-

tioning service members to business ownershipand connecting them to resources in their lo-cal communities, will now be available to morethan 22 million veterans who have alreadytransitioned into civilian life.

Following the two-day training, participantswill also be eligible to register for “Founda-tions of Entrepreneurship” an eight-week, on-line course led by instructors from IVMF thatoffers in-depth instruction on the elements of abusiness plan and techniques and tips for start-ing a business. After completing Boots to Busi-ness: Reboot, participants will have the toolsand knowledge they need to identify a businessopportunity, draft a business plan, connectwith local resources and launch their smallbusinesses.

Go from Sailorto Soldier withOperation BlueTo Green

During this period of “right sizing” the AirForce and Navy, the Army recognizes the needfor our armed forces to retain qualified men andwomen.

Operation Blue to Green will allow you to con-tinue to serve your country, maintain the benefitsof military service and expand your horizons bygaining new training in another military branch.The program allows qualified Air Force and Navypersonnel to transfer to active duty service in theArmy. Enrollment in the program depends onyour current active service obligation, and yourbranch’s willingness to release you to the Army.

Selected members of the Marine Corps or CoastGuard, who are otherwise qualified, may be eli-gible for opportunities in the Army. However, Ma-rines and Coast Guard members will be requiredto complete their current terms of active service.

For more on this program, visit www.goarmy.com.

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Cyber Security: Learn current cyber strategies, practices and policies that will help you lead the fight against cyber threats.

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Engineering Management: Learn the managerial skills that complement technical knowledge to develop leaders for technically— oriented organizations.

Organizational Leadership and Learning: For both managers and human resource professionals, this program focuses on the five key areas that will help student’s design and lead change that supports an organization’s strategic direction.

Education Leadership and Administration: For emerging leaders in K-12 education, you will gain knowledge, skills and credentials to move from teaching into school administration with a master’s degree, post master’s certificate or education specialist degree from GW.

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A proud Yellow Ribbon participant


(BPT) – Pop culture tends to portrayaccountants as number-obsessed manag-ers tethered to their desks. But this picturedoesn’t reflect the reality of the professiontoday. Accounting work environmentsaren’t limited to the desks of public ac-counting firms, and accounting job re-sponsibilities are far more diverse thanpreparing taxes. Today’s accountants haveopportunities to provide financial leader-ship and support in almost every industry,including entertainment, sports and travel.However, a recent survey by DeVry Uni-versity revealed that the incoming work-force might not be aware of the real op-portunities the profession offers.

The survey sheds light on the evolving,dynamic world of accounting to attracttalent to the field. It revealed that only18 percent of respondents described ac-counting as “exciting,” and half believeaccountants spend all day at their desks.

On the contrary, accounting offers in-teresting and specialized career tracks inmany industries and job settings. Wheth-er individuals have a case of wanderlustor a desire to work in Hollywood or thecompetitive world of sports, they can findan accounting role that’s suited to theirpassions and goals.

“Everyone has unique interests; how-ever, they may not seamlessly transitioninto a career that provides both financialstability and gratification,” says JoyceBarden, senior professor of accountingat DeVry University. “A degree in thegrowing field of accounting can facili-tate opportunities to break into industriesthat complement an individual’s passionpoints, providing a unique blend of pur-pose and self-fulfillment.”

Barden says every industry requiresskilled accountants, including entertain-ment, professional athletics, travel andnonprofit organizations, so the possibili-ties to parallel your favorite pastime withcareer opportunities are endless.

Entertainment accountingIf a behind-the-scenes look at star-

studded Hollywood piques your interest,you could find your way in through anaccounting career. Celebrities need ac-

countants to help manage assets, invest-ments and estate planning. A job workingfor entertainment’s elite may take time tosecure, however, once you do, you couldmake as much as 5 percent of your client’sannual salary, according to the AmericanInstitute of CPAs.

Studios, production companies andrecord studios also provide employmentopportunities for accountants, as theseprofessionals can provide oversight onproduction costs, valuation of companiesand budgets for concert tours.

Sports accountingDon’t have what it takes to be a pro-

fessional athlete, but have a desire tosupport your favorite team from the side-lines? Sports accountants determine ath-lete salaries, manage budgets and controlpayroll.

Christine Harms joined the ArizonaCardinals Football Club as senior ac-countant following a brief hiatus to raiseher children. She says the key to landinga coveted accounting position is network-ing and knowing your strengths.

“In my first interview, I was askedwhere I wanted to be in five years,”Harms says. “I said I wanted to be con-troller. Within five years, I was. I enjoyoverseeing operational efficiencies andworking with a dynamic team. MeetingNFL players doesn’t hurt, either.”

In addition to team organizations,broadcasting companies, recreationalsports centers and apparel manufacturersare just a few of the sports-oriented orga-nizations that need accountants to man-age budgets and balance sheets.

International accountingThe increasingly global economy has

opened up a world of opportunity forinternational accountants. The risingnumber of global companies, removal ofbarriers to international trade and rapidgrowth of hotel chains, tourism boardsand travel companies, are creating manynew jobs. International accountants keeptabs on local tax laws to ensure a com-pany’s growth abroad aligns with interna-tional rules and regulations and furthers

their bottom line.Accounting managers and tax accoun-

tants in this sector of the industry workoverseas with contractors, coordinate au-dits and prepare tax returns. If you con-sider yourself a globetrotter, a career inaccounting can be the catalyst for seeingthe world and working alongside col-leagues from different backgrounds andcultures.

Non-profit accountingMore than 1.5 million non-profit or-

ganizations in the U.S. need accountantsto develop financial policies and ensuretheir donations are being used efficient-ly. Professionals who are committed to aspecific cause may find fulfillment cer-tifying that its dollars go far. Non-profit

accounting provides this ideal combina-tion of personal and professional satis-faction.

You’ll need a bachelor’s degree in ac-counting to launch a career in the field,and most employers require a CPA desig-nation. You can improve your marketabil-ity by honing your skills in an internship,which can be a stepping stone to a full-time position.

According to the Bureau of Labor sta-tistics, accounting openings are expectedto grow 13 percent by 2022. The possi-bilities for employment in a hybrid careerpath that fuses education and personalpassions in a dynamic industry make theold adage “if you do what you love, you’llnever work a day in your life” a reality formany job seekers.

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Who is eligible for GI Bill?If you know you are eligible for GI Bill benefi ts, please visit our website at www.liberty.edu/online/military for further information including detailed benefi ts of each GI Bill, or contact a Liberty University Military Affairs counselor for assistance, phone: (855) 355-4947, email: [email protected], chat: www.liberty.edu/chat. If you are unsure of your eligibility or entitlement, please contact the U.S. Department of Veteran Affairs at (888) 442-4551.

Liberty University has trained professionals to assist you with the use of your Department of Veterans Affairs benefi ts, including the Montgomery GI Bill, Survivors’ and Dependents’ Educational Assistance Program, Reserve Education Assistance Program as well as those who qualify for the Post 9/11 GI Bill and Vocational Rehabilitation.

For more information please visit our websitewww.liberty.edu/online/military

careers continuing education summer 2015

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