Nicholas Rinell

I often advise Veterans as they pivot from military to civilian life. One of my first questions is, "What do you want to do when you grow up?" The answer is invariably some version of Program or Project Manager--and I was that way, too. Amazingly, I discussed this with a Veteran the other day and while they wanted to be a PM, they didn't have a single reference/job/keyword/piece of evidence about Program or Project Management in their LinkedIn profile. So I doubt they are leaning forward and doing the things that Michael Quinn discusses in this post. Veterans, PLEASE read and heed what Michael says below. I guarantee you that it will help you as you make the most abrupt--and potentially the most important--pivot that you've ever made in your life.

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As always, Michael Quinn offers some great insights to transitioning servicemembers who want to move into a PM Role. Having done this myself, I can say it is exceedingly rewarding if you like a good mix of planning and execution. Here are a few of my insights to add: 1. Get your PMP Cerfiication - Your “Seasonded Leader with 20+ years of leading projects…” means much less without it. 2. Tech VS Industry - If you worked in a tech field in the military, you have a leg up. If not, you have a challenge ahead of you. Bring a PM means knowing enough of the details to be dangerous. If you don’t speak tech, consider other fields. I work primarily with engineers. While I am not an engineer, my science background allows me to understand their language. 3. Learn MS Project - Yes, there are much better programs out there, but project tends to be the industry standard. The PMI PMP Course does not teach it. Take a course on it online. 4. Milestones - Milestones are important. Unlike the military, Milestones are tied to invoices. Invoices are tied to monthly revenue. Revenue is tied to quarterly stock reports. Stock reports are tied to stock prices. Stock owners are your ultimate stakeholder. Working for the profit motive is a shock for many transitioning service members. 5. Matrixed Organization - “Matrixed Organization” translate to, “You are not in charge.” It is NOT like being on a military staff. Junior team members can and will take their marching orders from their supervisor. This is where that “Leadership” stuff comes in. Mike is correct on talking to at least 5 PMs before deciding if that is the path for you. I’m always open to talk to transitioning vets about the PM career path and most of us are! #militarytransition #veterans #PMP #projectmanagement

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I couldn't agree more. I got my PMP years ago and applying that knowledge along with continued learning in that arena has only broadened my understanding of project and program management.

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🔥 Attention Students and Recent Graduates 🔥 Check out this great opportunity shared by DoD Civilian Careers ! United States Department of Defense is hosting a Virtual Career Fair for YOU. Opportunity for student #veterans with benefits and opportunities for advancement. Roles include but not limited to: 🇺🇸 Auditor 🇺🇸 Engineering and Scientist Development Program 🇺🇸 Contract Specialist 🇺🇸 Logistics Management Specialist 🇺🇸 Financial Management Analysts 🇺🇸 Program Analyst 🇺🇸 Audit Intern 🇺🇸 Security Guard 🇺🇸 NCIS Honors Internship 🇺🇸 STEM 🇺🇸 Engineering 🇺🇸 Cyber and Information Technology A few REMOTE roles 😇….and a few “career LADDER roles” 😃 🥳 Link in the comments with more info about roles AND Agency. 🤔 Are you a veteran with questions about federal employment….there’s a link in the comments! 😎 Questions about the hiring path for “students” and “recent graduates” …..yep! There’s a link too! 🗣️ Reminder ‼️ (Veterans unable to apply due to service obligations have up to 6️⃣ years after degree completion to apply). 🤩 If you’re a veteran going federal , look into things such as “accrued leave” and “buy back”. I can send some info. DISCLAIMER: The list of positions and participating employers is subject to change. Please check back periodically for updates. You better call Tyrone

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Are you looking for SkillBridge opportunities? Here are some tips my buddy Dave Schantz, DoD SkillBridge Champion shared recently to help you in your search: 🔸Use LinkedIn Jobs: Search "SkillBridge" regularly to find new postings. 🔸Check the official SkillBridge website: Visit https://lnkd.in/ebpgp7Um weekly for approved organizations. 🔸Network: Reach out to points of contact to learn more about programs that interest you. 🔸Apply broadly: Don't limit yourself to one opportunity. Apply to multiple programs you're interested in. 🔸Join groups: The #DoDSkillBridge group on LinkedIn is a great resource. 🔸Explore other job boards: Check the National Labor Exchange site for additional listings. #SkillBridge #MilitaryTransition #VeteranJobs

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My thoughts for the day on organizations developing an endstate for their #DoDSkillBridge program and the fit of the program in the organization's overall Strategic Workforce Plan (SWP). ➡The DoD SkillBridge program should be apart of your organization's overall SWP and the workforce planning process. 👉This is not meant to be a SWP post but, if your organization does not have a SWP your organization is continuing to operate reactive versus proactive and you are losing talent, efficiencies, and competitiveness because of this (happy to discuss). ❓My hypothesis would be: Part of the reason we see organizations struggling with the SkillBridge program, to include the new DoD guidance for SkillBridge, is because they lack a coherent workforce plan, which the SkillBridge program would be apart of.🤔 Ok I digressed a bit. 🤣 Here is an example endstate for an organization for their participation in the DoD SkillBridge program (for example purposes I will use Serco NA as the organization).⬇ ➡Endstate: Serco-NA integrates highly skilled, trained and motivated transitioning service members into the Serco workforce, filling critical positions, skill gaps while developing and fostering long-term employment relationships that contribute to the Serco's growth and success. In doing this Serco is recognized as a preferred employer for veterans (sidenote--we are) and maintains a strong relationship with the DoD SkillBridge program, ensuring a continuous pipeline of skilled talent while supporting our transitioning veterans.💪👍 You can clearly see multiple goals in that statement while also using the program to support the overall strategic workforce plan. 💯With the endstate established (done first) and nested inside the organization's SWP you can now apply the ➡Ways (training programs, mentors, apprenticeship that align with the servicemember's skills AND the organizations needs) ➡Means (partnership, no cost training, skilled workforce access) to accomplish the goal.🥇 If anyone wants to talk further about any of this I am happy to do so. I would love to hear your thoughts. #veterans Kevin, Brynt, Jason, Valerie, Diane Chris

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I know I joked that as I transition out of the Army I have to figure out what I want to be when I grow up, a joke that I've heard from a lot of others as well. The truth is that other than the decision to join the Army and then rank in order my branch preferences (knowing it would be needs of the Army), I've never really had to think about what I wanted to do. Michael Quinn hits the nail on the head that one of the best ways to start figuring out what you might be interested in is talk to other people. Don't only talk to your friends or people with similar backgrounds, but talk to a variety of people if you can. If you only talk to pilots they will likely tell you all about being a pilot. If you don't want to be a pilot, talk to others in different fields. Talk to project managers. Talk to HR managers. Talk to data analysts. Talk to underwater basket weavers. Learn about other jobs. That was and still is the hardest thing for me in the transition, to not just be open to new things, but to proactively try to discover them as well.

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Military Recruiting 101 (Your reputation IS your currency) Your conduct & follow through ARE the product As a Military Recruiter, your reputation is your most valuable asset. It's how you connect with talented individuals,understand their goals, and guide them towards a fulfilling career in the service. Your follow-through ensures their service is facilitated, setting them up for success and our nation is secured! Follow up, follow through, and do not procrastinate tasks because you fear outcomes. That is just time wasted you could have used to just do the task and work to the desired outcome. #militaryrecruiting101 #recruiting The KEY Community Samantha Domingo, MBA Rey Domingo Shauna Hamilton Ray Jokie Michael Mehl Rick Jones, MBA Michael Quinn

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Taken from a fellow Veteran who attended a work convention for her component… “18 million people apply for a position on USA Jobs a year and only 250 thousand people are hired annually.” I guess the real question is, do you have a Subject Matter Expert (SME) in your corner? Why is having a SME regarding USAJOBS in your corner important? Well, by learning from someone else’s experience, you have an opportunity to make less mistakes, focus on what is relevant, and to learn about upwardly mobile positions that you had no idea existed. Just ask the many transitioning Service Members, Veterans, and Military Spouses that received some sort of consultation or job lead from yours truly. Their results speak for themselves. #MilitaryMentorship #VeternsHelpingVeterans #FederalEmployment

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#TuesdayTips - Soldiers can ask transition counselors at the Army Transition Assistance Program (TAP) various questions to ensure a smooth and successful transition to civilian life. Some helpful questions include: 1. What are the available career paths that align with my military skills and experience? 2. Can you provide information on educational benefits and how to utilize the GI Bill? 3. What resources are available for resume writing and job interview preparation? 4. Are there any workshops or training programs that can help improve my civilian job prospects? 5. How can I access veteran-specific job boards and employment fairs? 6. What are the best practices for networking within civilian industries? 7. Can you help me understand my VA benefits and how to apply for them? 8. What financial planning resources are available to help me manage my transition? 9. How can I find housing and relocation assistance? 10. Are there mental health resources and support groups available for transitioning soldiers? 11. What opportunities are there for entrepreneurship and starting my own business? 12. How do I translate my military certifications and licenses to their civilian equivalents? 13. Are there mentorship programs available that connect veterans with industry professionals? 14. What should I know about the healthcare services available to me as a veteran? 15. Can you provide information on family support services during the transition? The following questions are meant to assist Soldiers in transitioning successfully. TAP Counselors will cover these questions during your sessions. #TAP #HireaSoldier #GoEarlyGoOften #TAPInvestsinSoldiers

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As I’m transitioning out of the Army, I’ve discovered that things have been moving along pretty decently, mostly because I probably started to look into my next move waaay sooner than most people who are planning to get out of service. However, some skills that I can brush up on: 1.) Understanding how to negotiate salary. ✅ Even before I joined, this is something I’ve never done or been asked. I didn’t have much experience to leverage initially, however over the course of my military service, in addition to my work experience prior to joining, I have quite a bit of experience/value; I’ve also attained more education. I have more than enough to warrant more income. 2.) Accepting that the military is an occupation like no other, and explaining what I actually do on paper is not so simple. ✅ I have several skills, that I’ve translated into several different resumes, and taking the time to really dissect my duties as a Commissioned Officer has taken some time to explain and make sense to a non-military component. Still a work in progress, but improvements have been made. 3.) Lastly, the pros and cons of a future career cannot be compared to the last one (military). ✅ I am taking the time to reset my mental, and let each endeavor be its own experience. I do my best to know compare the military to whatever I’m taking in next. Although it’s easier said than done, I think separating each experience allows me to have a better focus on what’s most important to me at that time. Just a few thoughts 💭

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Navigating Career Change: Transitioning from Military to Civilian Life from a Shipmates’ perspective…. ⚓️ Making the leap from military service to civilian employment can feel daunting and certainly one that some people don’t engage with until the VERY last minute ✋ Whether you’ve served for a few years or dedicated your entire career to the Armed Forces, stepping into a civilian role involves adapting to new norms and redefining your professional identity (you don’t have to do what you did in the MOB anymore if you don’t want too 👀) However, the skills and experiences you’ve gained in the military are incredibly valuable and can set you up for success. Here’s a guide to help smooth your transition and set you on a path toward a fulfilling civilian career. 1. Identify Transferable Skills 📝 Start by taking stock of your skills. Leadership, problem-solving, discipline, and adaptability are all hallmarks of military service that are highly sought after in civilian roles. But translating military jargon and achronyms into civilian language is crucial. For example, if you managed the buffers dept on board HMS NONSUCH or was on the RAS BATS STBD SIDE at sea replenishment, highlight your experience in team leadership as “Departmental manager for a staff of xxx personnel, “or experience as “refueling at sea fueling communications co-ordinator”. Using language familiar to recruiters can help your resume resonate more effectively. 2. Leverage Available Resources 💡 There are numerous resources tailored specifically to veterans transitioning to the civilian workforce. Organisations such as Forces Employment Charity & Heropreneurs offer amazing support with things like career guidance, mentoring, CV assistance, and interview techniques. 3. Network Strategically 🛜 🤝 Networking is a powerful tool, and it’s not just about meeting people—it’s about meeting the right people. Use platforms like LinkedIn to connect with veterans who have already made the transition and professionals in industries you’re interested in. Join veteran-specific groups such as GenDitNetwork, attend webinars, and consider reaching out to OPPOs from your previous jobs who are now in civilian roles. Having a solid network can often open doors that aren’t accessible through traditional job applications 👀 4. Be Open to Starting Fresh 🌱 While your military rank and achievements are impressive, some employers may not immediately recognise the full scope of your experience! So be patient and think about what you’ve learnt in your career that’s got you to you’re position, rather than the jobs you did. Finally… 🚀 The transition process can take time(10 months in and still feels like I’m on annual leave 😂) It’s natural to feel frustrated or disheartened if things don’t progress as quickly as you’d like. Keep in mind that this is a journey, not a race. Stay patient, keep refining your approach, and don’t hesitate to seek support from fellow veterans, mentors, or career coaches

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Federal Employment Tip of the Week THIS JOB IS OPEN TO This week’s Federal Employment Tip of the Week gives an at-a-glance view of who can apply for the job using hiring paths. “WHO MAY APPLY” Is the area of consideration on the vacancy announcement. The Area of consideration allows the selecting official to have multiple options when determining the location, source, or type of applicant pool that will be established when filling vacancies. To help job seekers quickly identify jobs that match their eligibility status, USAJobs has included hiring paths iconography and descriptions into the job announcement. The purpose of the hiring paths is to help agencies describe more specifically who is eligible to apply to a job announcement and what hiring authorities they can use to hire an applicant. Hiring paths help staffing specialists: Better show who is eligible to apply to a job. Explain specific hiring authorities used to choose an applicant for the position in a visual way to help applicants understand their eligibility for federal jobs. Hiring paths help job seekers: Identify jobs that match their eligibility status. Apply to jobs that match their background and experience. When used correctly, hiring paths can: Reduce applicants applying for jobs for which they are ineligible, saving time for both applicants and staffing professionals.   This Job Is Open To (Hiring Path Description) Open to the public U.S. citizens, nationals or those who owe allegiance to the U.S. Federal employees Current or former federal employees in the competitive or excepted services. (It may be one or the other) Veterans Veterans of the U.S. Armed Forces. Military spouses A spouse of an active duty member of the armed forces, or whose spouse is 100% disabled or died while on active duty. National Guard & reserves Current members, those who want to join or transitioning military members. Students & recent graduates Current students enrolled in or who have graduated from an accredited educational institution within 2 years (6 years if a veteran) Senior executives Individuals looking for an executive level job and who meet the five Executive Core Qualifications (ECQs). Individuals with disabilities Individuals who are eligible under Schedule A. Family of overseas employees Family members of a federal employee or uniformed service member who is, or was, working overseas. Native Americans Native Americans or Alaskan Natives with a tribal affiliation. Peace Corps & AmeriCorps VISTA Individuals who have served at least 2 years with the Peace Corps or 1 year with AmeriCorps VISTA. Special authorities Individuals eligible under a special authority not listed above but defined in the federal hiring regulations. IF you receive a notification saying you were not in the "area of consideration" then that means the job was not open to you as an applicant.

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For those of you who have something to say about our military transition process, this is for you ⤵️ Caroline Ramos doctoral candidate and #MilitarySpouse. Her research aims to contribute to the successful reintegration of #veterans into civilian life. The focus of her study is on discerning the variances in the reintegration experiences between #CombatVeterans, non-combat veterans, and veterans who've never deployed, while conscientiously accounting for the impact of public stigma. The inadequate support for veterans during the transition and reintegration process into civilian life is a prevailing concern. Caroline's investigation concentrates on the phenomenon of public stigma, discovering that even veterans who have not been deployed, whether in combat or non-combat roles, encounter societal stigma simply by virtue of their veteran status. In order to make Caroline's study viable she needs 30 participants per group... 👉 Veterans who have served in a combat zone 👉 Veterans who have deployed but NOT to a combat zone 👉 Veterans who have never been deployed If you, or anyone you know, has exited the military between 2019 and now, please consider sending them my survey link. This survey is 💯 anonymous and took me 10 minutes to complete. Here are the minimums in order to participate in this survey... ⏺️Over the age of 18 ⏺️United States citizen ⏺️Detached from military service within the last 5 years ⏺️Started reintegrating into civilian life ⏺️Not National Guard This study is part of the doctoral program for Caroline Ramos, a doctoral student at Walden University. The survey will be open until she reaches 30 participants per group (combat zone, non-combat zone, never deployed). Questions should be directed to [email protected]. The link to participate is in the comments. Your support in facilitating the dissemination of this survey would be invaluable in advancing this research and fostering a better understanding of the challenges faced by veterans during reintegration. Thank you for your time and consideration.

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Ok, so I’m talking today about what not to do when transitioning to a project management career from the military (or other career). ❌ Use the same resume for every project management job. Each job is different and you need to tailor your resume to the specific job. There is likely some industry experience requested. Tailor your resume to what is specifically requested (and nothing else). ❌ Apply blindly to project manager jobs right out of the military. You can be much more effective by joining your local professional organization (I recommend your local chapter of Project Management Institute). Network and develop relationships, volunteer and show your capability (we aren’t usually great at explaining it on a resume right away). Then apply where you have someone that can refer you or provide a recommendation. ❌ Try to transition to project management without certifications. Look, it’s possible to land a project management job without certifications, but if you don’t know the framework that is expected in corporate industry, and you can’t speak the language, you are going to fail. A PMP cert shows you can walk the walk- and studying for it is going to give you a new perspective on how to do project management, teach you the industry language, and provide you the expected framework. ❌ Try for too high of a role. So, I don’t know your actual experience level. But you are going to need to be confident enough in your civilian project management abilities to back up your talk. If you can’t back up the position you are applying to, then you fail and look bad, you may lose your job. Alternatively, you can choose to take a slightly lower position where you are likely to excel and then create a trajectory for your career that will launch you to the moon! Only you know where to start. ❌ Rule out government jobs. Here’s the thing. I totally ruled out government jobs. I didn’t want to work for the federal government (they are slow and bureaucratic) or the state government (maybe I’ll move one day and it looks like they are trying to tax government employee pensions even when they move out of state). Turns out, I only delayed myself from getting hired. I delayed 3-4 months to apply for federal jobs and waited until I was within 2 months of retirement. Then I was ultimately hired for a federal job and I feel like it’s a good fit. Keep your options open. (Also they have great benefits!) Ok, so there’s my list of my mistakes. Do you want to talk specifics? Send me a message. I’m here to help.

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Edit: Thanks to Sarah Payne, Ed.S. and other who have commented, some of this may still be in the works and is not set in stone as of now. Keeping most of the post intact as I am a fan of owning my mistakes. -break- As someone who greatly benefited from the SkillBridge program in its current form, this WOULD BE* a massive blow to transitioning service members and organizations participating in the program. There are bases and posts (think Cannon AFB or Fort Johnson) with job markets that cannot facilitate face-to-face interaction, which forces service members in those markets to have to leave home and pay their own way in another market in order to have the same opportunities as those stationed in metro areas. Furthermore, this requires them to either leave their families at home or completely move to their new area before starting an internship. Absolutely empty-headed decision by the DoD IF IMPLEMENTED*. To say this is to decrease unemployment claims, in my opinion, is asinine. How could decreasing training and internship opportunities possibly equate to lower unemployment? This seems more like an attempt to prevent members from participating in the program. I will be contacting my congresspeople about this IF FINALIZED* and I would ask you to do the same.

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