L-3 Communications Group - Supporting Military Transition

The transition from a military career to a civilian career can be a difficult, unfamiliar event as well as one of the most challenging tasks that former armed services must face. Military personnel are highly-skilled professionals who have received extensive training and are experts in specific areas. The obstacle for them lies in not having produced their capabilities in a civilian setting.  There is a need for support for those moving into the corporate environment and at L-3 Communications, those support groups are our employees. Within L-3’s Technical and Management Services Division, 63% of our work force is former military and from those individuals 95% of these employees have been hired to work in a military environment. This result is an internal support group; a natural comradery that can help veterans with ease and alleviate some of the anxieties that come with the corporate world.

These current retired military employees at L-3 have experienced what the transition period is like and can give the new military hires the support they deserve. John Murray, the Deputy Department Manager for the Operations and Special Support Division, transitioned from the Navy 20 years ago. He gives advice to new employees coming straight from the military regarding different arenas such as; the impact of taxability, supplemental tri-care insurance, pay differential while serving in the reserves and much more. Walter Kellner is also a military retiree who left the Army reserves in 1993 and is currently the Technical and Management Services Division Director of Facilities/EH&S. Kellner is able to combine his military experiences with his corporate experiences to give guidance to the military personnel; “they need to take advantage of everything that is available to them. Whether that entails the GI Bill for education, benefits or anything medical related as well as knowing that they have a 6% cap on interest rates” states Kellner. L-3 provides 6 months of pay and benefits continuation for any of our employees who are recalled to active duty.  We also have the standard 2 weeks per year of paid military leave for those in the reserves.

Another outcome from the large percentage of our former military staff results in having a familiarity with the project work. Being that L-3 Communications is the 5th largest government integrator in the United States, our projects are mostly military contracts. This results in not only one, particular job a military retiree can fill but a variety of positions. This only enhances their familiarity and comfort level for the transitional phase because they have the ability to utilize a lot of their skills gained from the military. Due to their discipline, accomplishment and experience gained in the course of service, retirees are some of the most sought-after candidates for hiring managers.  Whether your background is within intelligence, engineering, logistics, analysis, acquisition specialty or program management; L-3 Communications encompasses the variety within our opportunities to help you utilize your skills and achieve career growth.

View article archive >

A home connection
From: GCN.com Defense IT News

Trust Digital mobile security meets DISA specs
From: GCN.com Defense IT News

Air Force tests new broadband IT
From: GCN.com Defense IT News

OSD delves into HR archiving
From: GCN.com Defense IT News

Pentagon tweaks MASINT methods
From: GCN.com Defense IT News

DISA’s Croom, agency leaders recognized
From: GCN.com Defense IT News

Scannable Resume
Resumes now have to meet two criteria: how does it appeal to the human eye and is it scannable. Following are some strategies for preparing a scannable resume. More…

Be Specific
Do you know what you want? Being specific in your approach to your career will help you in many ways than just finding a better position. More…

Networking
We tend to try things because someone we know has tried it – and shared it with us. This same principle applies in hiring. More…

Interviewing Successfully

To interview successfully, remember that interviewing is a two-way process.

You need to learn as much about the organization as you can to make a good decision and the employer needs to learn about you so it can make a good decision also. Each party is selling. One, both, or neither may buy.

Preparation Step 1

Get out all the information you have gathered: the ad or job lead, your research on the organization, and any contacts you may have there. Review it all and decide what else you might need.

If some time has passed since you applied, do the following:

• Do a search for new articles or press releases;

• Look at the Web site for anything new and explore the parts you did not look at before.

Preparation Step 2

Define the questions you want answered. You can bring them as notes so you remember them all. Some questions might be:

1. The Organization
   What is the strategy?
   What are the critical business issues facing the company?

2. Executive View of Function (especially critical information for more senior positions, helpful for any level position)
   What is the function's role within the company?
   Current view of critical issues for the function?
   What are the 'critical few' objectives for this position in next year?

3. For the Position's Immediate Supervisor
   What are the key projects linked to the strategic plan?
   What results are expected in the first year?
   How will performance be measured? Timetable?
   What is the function's role within the company? Is it effective as is?
   Why is the position open? Any internal candidates?
   If I asked the most recent incumbent, what would s/he say about the organization and this function?
   How would you describe the ideal candidate?
   What are the next step(s) in process and estimated timeline.

READ COMPLETE ARTICLE

Patricia Frame is an experienced human resources consultant who has helped a wide range of companies improve their recruiting and retention. She also has assisted many job seekers on their career development including many armed forces personnel who are making the transition to the private sector. Further information, check out her website. 

View Coach's Corner archive >