Job Details

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Title Regional Coordinator, Operation Warfighter
City Arlington
State VA
Description The Operation Warfighter (OWF) Education and Employment Initiative (E21) aims to partner with Veterans Affairs (VA), the Federal Government and the private sector to develop internships, education and employment program opportunities for recovering Service members (RSM). OWF and E21 are collaborative efforts, led by DOD with support from Federal, nonprofits, and private agencies, to address the synchronization, integration, and expansion of existing internships, education and employment support efforts for RSMs to improve their career readiness for placement opportunities prior to transition from active duty.

The Regional Coordinator (RC) shall develop, implement, and facilitate program goals to ensure proper administration, outreach, and management of the OWF and E21 programs. To the extent authorized by law, the RC engages with federal and private-sector entities to facilitate forming partnerships that enhance internship, education and employment opportunities for RSMs. The RC is responsible for establishing and managing the day-to-day operations of the region wide OWF and E21 program management and implementation.

Responsibilities:
The RC is required to synchronize collaboration across the spectrum of supporting agencies. The RC must perform the following.:
-Align the Operation Warfighter and Education and Employment Initiative in implementing regional and local practices. Adhere to program management protocols between the Program Manager and regional OWF/E21 RCs.
-Deploy to establish OWF/E21 operations regionally and locally.
-Develop, implement, govern and support OWF/E21 implementation throughout the Region. -Develop and support strategic partnerships at the national, regional, and local levels.
-Find and develop internship, education and employment opportunities, including increased access to career placement assistance.
-Identify career opportunities with employing organizations to determine qualifications and requirements.
-Find and develop opportunities for internships, education and training, including assistance in identifying and completing academic or vocational education.
-Conduct outreach to regional and local Veterans Affairs, Federal Government, the private sector and educational institutions, ensuring a foundation for seamless RSM movements between programs and organizations.
-Initiate, develop, nurture, and sustain relationships demonstrating community engagement.
-Support Military Services and facilitate RSMs reintegration.
-Working with RSMs to identify needs, support requirements, career interests, and education/training requirements.
-Collaborate with the internship/ training/employing institution to facilitate communications and candidate screening for RSMs.
-Develop individualized development plans for RSMs and identify training and certification opportunities to fill gaps in skills.
-Assist the Military Services to ensure the RSM has an advocate and mentor through the end-toend OWF/E21 transition process.
-Capture and submit performance standards and metrics, to include reporting templates and processes; respond to contract performance work statement requirements.
-Match resumes of candidates to internship opportunities identified by federal agencies
-Distribute resumes of eligible and approved candidates to interested federal agencies
-Upload RSMs resumes into a DOD resume database
-Update the database weekly to accurately reflect the status of all RSMs seeking internships
Requirements Qualifications:
-Bachelor's Degree
-Experience working with and engaging executive-level leadership
-Experience in employer outreach, strategic communications, team management or career placement
-Excellent Oral and written communication skills

Physical Requirements:
Sedentary work -Occasionally exerting up to 50 pounds of force by lifting, carrying, pushing, pulling or otherwise moving objects. Work involves sitting most of the time; walking and standing are required only occasionally.
Physical Activity:
Sitting, Standing, Walking
Travel:
Some travel is required
Security Checks (Current or Obtain/Maintain):


Our Equal Employment Opportunity Policy: Armed Forces Services Corporation (AFSC) is an equal opportunity employer. We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.

General Office Demands:

- Must be able to operate general office equipment including but not limited to: computer, phones and related media and information devices on most or all workdays
- Ability to communicate and interact with others, both in person and/or by telephone to conduct business
- Working under time pressure
- Working rapidly for long periods to meet deadlines
- Must be able to travel as needed and adhere to AFSC travel policies and procedures.
- Physical requirements can typically be characterized as sedentary to moderately active: work involves exerting up to 10 lbs. of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Position requires walking short distances between offices and meeting locations.

Major Job activities and mental requirements:

- Multiple concurrent tasks
- Ability to perform under stress
- Reading and comprehension
- Writing
- Problem solving
- Confidentiality
- Customer contact

  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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