Technical Exhibit 16 - Career Skills Programs SOP.PDF

Headquarters Installation Management Command Army Career Skills Program (CSP)

Standard Operating Procedures

October 1, 2016 Version 1

Technical Exhibit 16 i

TABLE OF CONTENTS

References…………………………….........………………………………… Purpose

Scope………………………… General Overview of the Army Career Skills Program Roles and Responsibilities

HQ IMCOM

HRC

Region DHR Regional CSP Coordinator Garrsion DHR

ESO

TSM

CSP IA

Types of CSPs Apprenticeship/Pre-Apprenticeships Employment Skills Training or On-the-Job Training Internships Job Shadowing Initiating Vetting Packets Sources for CSP Partnerships Initial Vetting Documents Required Submission and Approval System Expansion Memorandum of Understanding (MOU) or Agreement (MOA) Local MOU/MOA Enterprise MOU/MOA Local Addendum to Enterprise Agreements Marketing the CSPs Metrics and Reporting Requirements Appendix 1: Abbreviations Appendix 2: CSP Coordinator Area of Responsibility Map Appendix 3: CSP Vetting Checklist Appendix 4: Local MOA Template……………….…………………..…………………...……………… 19 Appendix 5: Enterprise MOA Template Appendix 6: Local Addendum to Enterprise MOA Template

Appendix 7: COP Instructions………………………………………………………...……………………43

Career Skills Program Operations

References

1. Department of Defense Instruction 1322.25 Voluntary Education Programs, March 15, 2011, Incorporating Change 3, Effective July 7, 2014

2. Department of Defense Instruction 1322.29 Job Training, Employment Skills Training, Apprenticeships and Internships (JTEST-AI) for Eligible Service Members, January 24, 2014

3. Army Regulation 621-5 Army Continuing Education System, Rapid Action Revision, September 6, 2009

4. Army Regulation 600-81 Soldier for Life – Transition Assistance Program

5. Army Regulation 25-50, 2-6, May 17, 2013

6. Army Directive 2015-12, March 11, 2015 (rescinded upon publication of AR 600-81)

Purpose

To provide an outline of procedures, assign responsibilities, and outline the requirements and functions that the Regional CSP Coordinators and CSP Installation Administrators employed or contracted by Installation Management Command (IMCOM) are expected to perform. These requirements are intended to:

1. Develop a robust CSP footprint across the IMCOM and Army Enterprise

2. Increase access for transitioning Soldiers to CSP activities

3. Integrate employer/company partnerships

4. Standardize processes for creating and expanding CSP opportunities at installations

5. Identify best practices and implement across the organization to improve and gain efficiencies

Scope

All involved in CSPs should refer to this procedural guide in order to perform their baseline requirements for their positions. The content is designed to provide a standardized process for the development and execution of CSPs across the IMCOM and Army footprint, taking into consideration the lessons learned and best practices collected over the lifespan of the program.

General Overview of the Army Career Skills Program

The Department of the Defense (DoD) and the Department of the Army (DA) work collaboratively at all levels to assist Soldiers separating from military service and turn their hard earned skills and training into rewarding careers as they transition to the civilian sector upon completion of their military career.

In support of the Veterans Opportunities to Work (VOW) and the Hire Heroes Act of 2011, the Army has worked tirelessly with industry stakeholders, educators, Veteran Service Organizations (VSO), non-profit organizations and community leaders to create the Army Career Skills Program (CSP). The Headquarters, Installation Management Command (IMCOM) is responsible for management and execution of all CSP on installations and verification and reporting of Soldiers attending CSP.

The Army developed a three phase Soldier Life Cycle (SLC) aimed to prepare Soldiers to be “career ready” at transition and connect them to an array of training opportunities throughout their military career. During the last 36 months of service, Soldiers may participate in the Army Credentialing Program, to obtain industry-recognized credentials related to their military occupational specialty (MOS) in preparation for a post-military career. At 180 days prior to transition to civilian life, Soldiers may participate in a CSP to include apprenticeships, on-the-job training, job shadowing, employment skills training and internships. The Army’s Regulation 600-81, Soldier for Life -- Transition Assistance Program, provides guidelines for the Army’s implementation of the CSP.

The intent of the regulation is to enable Commanders at Army installations the approval to develop, vet, and execute Credentialing and CSPs and provide Soldiers with the opportunity to participate and integrate the programs as part of the SLC. The CSPs are designed to assist Soldiers in achieving their exit strategy as they begin their transition from military to civilian life focusing on the marketability of military skills and experience.1

1. To be eligible for these programs, a transitioning Soldier must have completed at least 180 days of active duty service in the U.S. Army and expect to be discharged or released from active duty within 180 days of the commencement date of participation in such a program. Soldiers assigned to Warrior Transition Battalion/Warrior Transition Unit/Community-Based Warrior Transition Unit (WTB/WTC/CBWTU) are considered un-programmed losses and may participate in any Career Skills Program, without regard to estimated time of release from active duty.

2. The approval authority to participate in these programs is the first Field Grade Officer with Uniform Code of Military Justice authority in the transitioning Soldier’s chain of command.

3. The company level unit commander shall put in place personnel accountability procedures as part of the condition of approval.

4. The approval authority may terminate a Soldier’s participation in a Career Skills Program for reasons of military necessity. Upon notification that participation is terminated, a participating Soldier must immediately withdraw from the program and report to the unit of assignment.

5. Appropriated funds may not be used to support Soldier travel associated with participation in a

CSP.

6. Transitioning Service Members from other Services are not restricted from participating in Army CSPs unless workload or other unusual circumstances dictate. Reasonable effort will be made to accommodate all eligible personnel from other Services provided that the Army does not incur any additional costs for their participation.

DoD Instruction 1322.29: Job Training, Employment Skills Training, Apprenticeships, and Internships (JTEST-AI) for Eligible Service Members establishes policy, assigns responsibilities, and prescribes procedures for Service Members (including Active Duty and Reserve Components) who may participate in job training and employment skills training to include apprenticeships and internships.

Roles and Responsibilities

The development and execution of a successful CSP on an installation requires coordination on multiple levels. Each stakeholder should be familiar not only with the process of standing up a CSP, but understand his or her role in the process and the functions for which he or she is responsible.

1 Army Directive 2015-12 Implementation Guidance for Credentialing Program and Career Skills

Maintaining strong working relationships and good communication is paramount to the development of a successful program at an installation.

HQ IMCOM G1- Army Continuing Education System (ACES)

HQ IMCOM G1, ACES is responsible for the management and execution oversight of the CSP program. IMCOM serves in a strategic capacity, developing the strategic communications plan for the entire program; coordinating the vetting and approval process for partner packets; providing centralized recruitment and training of the CSP Coordinators and Installation Managers; monitors, evaluates and reports program outcomes to stakeholders; identifies, justifies funding requirements; and develops relationships with partners on an enterprise level.

HRC- Transition Division (TD)

HRC - TD provides final approval for CSP packets, except those that are free state or federal programs.

All vetting packets, not funded by a federal or state agency, are routed through HQ IMCOM to HRC for approval. The HRC TD defends CSP funding requirements in the VCAP POM.

Region Director of Human Resources (DHR)

The Region DHR is responsible for the selection and assignment of CSP staff, personnel management and the consolidation and forwarding of garrison reports and assessments required by HQ IMCOM.

The Regional DHR shall conduct oversight of garrison CSP efforts, coordinate with IMCOM for direction on strategic efforts and synchronize efforts for DoD in their area of responsibility.

Regional CSP Coordinator

Regional CSP Coordinators are responsible for:

a. identifying opportunities to provide skills training for transitioning Soldiers.,

b. coordinating the activities of all CSP partners within the area of responsibility.,

c. performing administrative, logistical and program planning duties.

d. keeping Garrison Commanders informed on policy, procedure and program trends within the area of responsibility (refer to AOR Map in Appendix 2).,

e. providing support where and when required by the Region.

f. consolidating metrics and assessments and forwarding to the Region DHR and HQ IMCOM G1-

ACES.

g. perform strategic functions to support the CSP program in the areas of development (conducting needs assessments), marketing and program evaluation.

h. provide guidance and support to the CSP Installation Administrators within their purview to ensure proper execution of the mission objectives.

Garrison DHR

The Garrison DHR is responsible for oversight of program staff, program development, execution and logistical support. The DHR ensures programs within his or her purview are properly developed, implemented and evaluated on behalf of the garrison commander. DHRs serve as a gatekeeper for the CSP program. In coordination with the Transition Services Manager, Education Services Officer and CSP staff, the DHR decides which programs should be presented to the Garrison Commander for implementation. The DHR ensures all CSPs are properly vetted and approved prior to commencement and will provide QA/QC of CSPs at the garrison.

ESO

The ESO provides guidance and input for new CSPs or expansions based on the results of the educational needs assessments conducted every three years. He or she effectively evaluates the academic component of a CSP and ensures delivery of quality education programs and stimulates program improvement. The ESO must perform a vetting process of the academic partner in CSPs IAW DoDI 1322.25 and ensure the academic partner complies with installation access rules and regulations.

Marketing of CSPs through GoArmyEd email is also coordinated and approved through the Education Services Officer. The DHR relies upon the coordination of the ESO, TSM, CSP Coordinator and CSP Installation Administrator to guide decisions on potential programs and submit to the Garrison Commander. In some cases, the ESO provides direct oversight for the CSP based on DHR guidance.

TSM

TSMs and the transition staff identify Soldiers within their windows of transition who can participate in CSPs. They provide additional industry and business contacts for new programs and support and assist with marketing opportunities of CSPs through targeted email blasts and job/ career fairs. TSMs provide guidance and input with respect to new programs or expansions at the behest of the garrison DHR. In some cases, the TSM provides direct oversight for the CSP based on DHR guidance.

CSP Installation Administrator

The CSP Installation Administrator works directly with the Regional CSP Coordinator and is responsible for;

a. CSP activities on the installation

b. initiate vetting packets

c. perform administrative, logistical and program planning

d. develop local marketing strategies.

e. plan and execute program graduation ceremonies as appropriate.

f. collect, verify and report key metrics to the local garrison and the Regional CSPC

g. Update the HQ IMCOM Common Operating Picture (COP) in a timely manner with CSP and mission success.

Types of CSPs

CSPs are any career or technical training or work experience in related occupations undertaken to facilitate a Service Member’s transition into private sector jobs and careers. They generally fall into one of four categories:

Apprenticeship/Pre-Apprenticeship Programs

Apprenticeship/Pre-Apprenticeship programs combine on-the-job-training and related classroom instruction under the supervision of a trade official. These programs are jointly sponsored by employer and union groups, individual employers, or employer associations. They must meet at least one of the criteria listed below.

a. Registered with U.S. Department of Labor (DOL) and/or registered in the state in which it operates - See U.S. DOL’s “List of State Apprenticeship Websites” -http://www.doleta.gov/oa/sainformation.cfm.

b. Be an “Education and Job Training Program” approved by the U.S. Department of Veterans Affairs (VA). See U.S. Department of Veterans Affairs “Search for Approved Education and Job Training Programs” web site -http://inquiry.vba.va.gov/weamspub/buildSearchInstitutionCriteria.do.

c. Be a certificate program accredited by the American National Standards Institute (ANSI). See ANSI’s “Directory of Accredited Certificate Issuers, Applicants, and Suspended Issuers” web site-https://www.ansica.org/wwwversion2/outside/CAPdirectory.asp?menuID=212.

d. Be accredited by an accrediting agency recognized by the U.S. Department of Education. See U.S. Department of Education’s “Database of Accredited Programs and Institutions” web site – http://www2.ed.gov/admins/finaid/accred/index.html.

Apprenticeship programs must also meet ALL of the following criteria:

a. Be offered by an industry-related organization that is a sponsor of or oversees the sponsorship of a registered apprenticeship program related to the training to be offered.

b. Documented in a MOU that establishes the parameters for cooperative support between the local Army installation and local business/industry/union. The MOU will define each party’s responsibilities and liabilities.

c. Have the potential to provide post-service employment once Soldiers successfully complete the apprenticeship/pre-apprenticeship and fulfill their military service commitment.

Employment Skills Training (EST) or On-the-Job Training (OJT)

Employment skills training is career or technical training focusing on the practical application of skills learned and leads to employment in a specific career or technical trade. OJT is employee training and tasks learned while performing an actual job and occurs in the particular working situation that an employee can expect to work in daily. An OJT or employment skills training program must have at least one of the criteria in paragraphs a through e below:

a. Be an “Education and Job Training Program” approved by the U.S. Department of Veterans Affairs (VA). See U.S. Department of Veterans Affairs “Search for Approved Education and Job Training Programs” web site – http://inquiry.vba.va.gov/weamspub/buildSearchInstitutionCriteria.do, or

b. Be accredited by an accrediting agency recognized by the U.S. Department of Education. See U.S. Department of Education’s “Database of Accredited Programs and Institutions” web site – http://www2.ed.gov/admins/finaid/accred/index.html, or

c. Be a certificate program accredited by the American National Standards Institute (ANSI). See ANSI’s “Directory of Accredited Certificate Issuers, Applicants, and Suspended Issuers” web site – https://www.ansica.org/wwwversion2/outside/CAPdirectory.asp?menuID=212, or

d. Be approved by National Association of State Approving Agencies (NASAA). See Search for Approved Education and Training Programs web site – http://www.nasaa-vetseducation.com/programs/default.aspx, or

e. Be a training program accredited by the Council on Occupational Education (COE). See COE’s list of accredited training programs at web site – http://www.council.org/accredited-institutions/.

Internships

An internship is a system of on-the-job-training offered by a provider to eligible Service Members to develop job and employment skills training assisting them to gain employment in the civilian sector.

They offer a type of work experience for entry-level job seekers. Internships may be completed in Federal, State or local government or in the private sector.

a. An eligible transitioning Soldier can participate in an internship program for a qualified private-sector organization (either for-profit or not-for-profit). Internships are not considered "unpaid" as defined by U.S. Department of Labor, Wage and Hour Division, in “Fact Sheet #71: Internship Programs Under the Fair Labor Standards Act" (April 2010). Participation in this program is based on strict adherence with all of the following criteria:

(1) The Soldier participant will receive full military pay and benefits for the duration of the internship and no compensation from the organization sponsoring the internship; and will be accounted for by their military unit while performing daily duties for the organization.

(2) The Soldier will work under close supervision of the organization's staff for the duration of the program.

(3) Under no circumstances will a participating Soldier be requested or permitted to work more than 40 hours in any work week.

(4) To the extent not covered in paragraphs 3a(1)-(3), the internships must comply with DoDI 1322.29, enclosure 4, paragraph 3, www.dtic.mil/whs/directives/corres/pdf/132229p.pdf, until such time that it is revised.

b. Internships will consist of OJT and work-experience at entry level positions. Soldiers are eligible for only one internship during their transition period, with the exception of WTU/CCU and IDES Soldiers, who may participate in more than one with the approval of the battalion- or squadron-level commander.

Job Shadowing

Job shadowing is normally performed in one day by observing the day-to-day operations of the employer/ workforce. There is no limit to the number of job shadowing opportunities in which Soldiers may participate.

Initiating Vetting Packets

Choosing the right corporate and academic partners is paramount to the CSP development process.

Once a potential provider is identified, an initial vetting should take place to ensure the goals and objectives of the entity align with the Army CSP goals and objectives and the local garrison commander. A packet is then developed, containing all necessary installation documentation and is then submitted to the Regional CSPC for forwarding to HQ IMCOM for vetting. If required, IMCOM will submit the packet to HRC for their approval. CSP packets will be returned to the CSPC and/or the CSP IA with final decision.

Sources for CSPs

The first step in identifying a potential CSP is through strategic engagements with organizations and agencies desiring to start a CSP. Once an organization has been identified as a potential candidate for a CSP submission they will be connected to the CSPC or CSP IA to assist them in their submission.

When a strategic engagement is made, the CSP IA or CSPC shall update the engagement list on the COP to reflect the nature and outcome of the contact.

https://army.deps.mil/army/cmds/imcom_G3/cop/SitePages/SFL/4.aspx

If additional programs are needed at a particular location, there are many sources a regional coordinator may use to identify potential providers:

Workforce development office

Chamber of Commerce

TSM

Job/Career Fairs

Community Technical Colleges

CSPCs and CSP IAs

Initial Vetting

Once an organization is identified, the initial vetting of the proposed program should take place. A CSP IA should work with the CSPC to ensure the program fits the needs of the garrison, based on the needs assessment. Some questions a CSP IA should ask a potential partner are:

http://www.dtic.mil/whs/directives/corres/pdf/132229p.pdf https://army.deps.mil/army/cmds/imcom_G3/cop/SitePages/SFL/4.aspx

What type of program do you have?

Where are you located?

Is there a military installation close by?

What type of positions are you looking to hire?

When are you expecting to start a program?

What installation are they interested in establishing a program?

Will the Service Member be guaranteed a job placement immediately after successful completion of the training?

What is the initial salary?

Will the Service Member receive a certificate or license?

Will the training be long term and reoccurring?

How long is the training (# of weeks)?

Who will pay for the training?

Tuition cost?

Do you have a current program in place? If so, where?

Is the training within a 50 mile radius from the closest installation?

After these questions are answered satisfactorily, a meeting should take place at the DHR’s direction with key stakeholders to determine if the program should be presented to the Garrison Commander for consideration. If the Garrison Commander approves the CSP, a vetting packet should be created by the CSP IA and submitted to the CSPC for review.

Documents Required

Documentation for a new CSP will include

a. the POI

b. JAG-reviewed MOU/A, and program packet to ensure compliance with AR 600-81

c. Vetting checklist, which at a minimum, shall include documentation of an overview of the program and its purposes and objectives

d. expected funding sources for training activities

e. dates of training and program location

f. description of the target population to be trained

g. criteria used by the training provider to select candidates

h. program scope with milestones and quantitative goals

i. expected return on investment.

The vetting checklist to be submitted is included in Appendix 2.

Submission and Approval Process

The following flow chart depicts the submission and approval process for CSP packets. When a negative decision is rendered by HQ IMCOM or HRC, a packet may be edited and submitted for reconsideration.

Expansion

Expansion of a CSP refers to an established CSP that would like to be replicated at additional locations. Since the program has already been approved, an email to the IMCOM ACES Chief and the IMCOM CSP Manager with the local MOA and legal review shall be submitted, and approvals will be uploaded to the Common Operating Picture (COP). Approval from the IMCOM G1 and HRC levels are not required for these programs. Care should still be exercised at the local level to include all stakeholders in discussions of bringing an established program to the garrison, especially when the CSP has an academic component and requires approval of the ESO.

Memorandum of Understanding (MOU) or Agreement (MOA)

A MOU/MOA is an instrument that outlines an arrangement between two parties. Generally speaking, MOAs are written when arrangements include agreements on use of real estate, money or other consideration; MOUs are not. At a minimum, these agreements should outline clearly what each party promises to provide, requirements of each party, quality control measures, statements of accountability, points of contact, and termination/expiration clauses. These agreements must receive a review and approval from JAG to ensure legality and enforceability. CSP IA and CSPC must manage the expiration dates of these agreements, and ensure renewed agreements with JAG review are forwarded to HQ

IMCOM.

Local MOU/A

CSP Installation Administrators and CSP Coordinators are responsible for creating local agreements for each CSP at the garrison. These agreements should include; an outline of what each party’s responsibilities are under the arrangement as well as points of contact at the local level; quality control measures; space requirements for on-post offerings; metrics, accountability, disenrollment, termination and expiration clauses; and an outline of interaction between third parties, if applicable. If the CSP is offered by or in conjunction with an educational institution, the agreement must be vetted with the ESO prior to submission to JAG for their review. An example of a local MOU is in Appendix 3.

Enterprise MOU/A

HQ IMCOM shall be responsible for creating enterprise MOU/As. An Enterprise MOU/A is developed at a higher level in order to facilitate an agreement with an enterprise expansion schedule. The MOU/A includes the same outline of party requirements and responsibilities, but is written in less specific language which allows for small variances to the agreement between installations. The HQ IMCOM JAG Office will review the document and provide their legal opinion to shortening the local approval process for the CSP. The local garrison is only responsible for writing a local addendum to the enterprise MOU/A and obtaining a legal review from their JAG of the document. An example of an enterprise MOA is in Appendix 4.

Local Addendum to Enterprise MOU/A

Appendix 5 includes a template of a local addendum to an enterprise MOU/A. These agreements address any changes that need to be made to the enterprise agreement to support the program successfully at the local level (space requirements, equipment, etc.). They will also include the installation POCs, cover any unique base access requirements, ensure accountability and attendance standards at the local level, and address any special monetary considerations. A local addendum must be vetted through JAG in a package including the enterprise MOU/A.

Marketing the CSPs

It is important for each garrison to have a robust plan for marketing the CSPs available at their installation. The CSP Installation Administrators shall leverage all available outlets for marketing including, but not limited to:

Community-wide emails (GoArmyEd, PAO)

Flyers

Briefings (SFL-TAP, Education, CDR/1SG)

Newspaper articles

Facebook posts (Installation, SFL-TAP, Education Center)

Electronic media

Tri-fold brochures

BOSS (Better Opportunities for Single Soldiers) meetings

Transition Councils

RCCC (Reserve Component Career Counselors)

CSP Alumni presentations

Career, Community or Education Fairs

National Transition Summits

Family Support Group Meetings

VSO briefings

A successful marketing campaign will include educating the community on upcoming CSP opportunities as well as showcasing program successes. It is worthwhile to consider including a “where did you hear about CSP?” question on sign-in sheets or surveys in order to measure where the marketing is most successful, and where efforts may need to be improved. The marketing efforts of a CSP should be addressed in each MOU/A to clearly delineate which party will be responsible for the content, material and dissemination of information.

Internal marketing should also be a priority. CSP IA and CSPC should share program executive summaries, information papers, news articles and photos with HQ IMCOM G1-ACES to be included in the weekly SIGACTS and newsletters so that program successes can be shared across the IMCOM and Army enterprise.

Metrics and Reporting Requirements

Career Skills Programs are created not only to train transitioning Soldiers for a post-military career, but also to provide a high probability of employment after successful completion of the CSP. Organizations hosting a CSP are strongly encouraged to ensure cohorts have ample opportunity for interviews for employment prior to and after graduation from a program. The metrics for each CSP and cohort are collected on the IMCOM SharePoint site https://army.deps.mil/army/cmds/imcom_G3/cop/SitePages/SFL_CSP_RR1.aspx.

CSP Installation Administrators shall collect, verify and report all metrics required through the CSP COP, to include CSP type, partners, funding sources, applicants, enrollees by type, graduations and placements. IAW most MOU/A, partners shall report metrics and placements to the CSP IA at 30/60/90/180 days after completion of a cohort. For this reason, it is important for an CSP IA to keep a good working relationship with the organization hosting a CSP after a graduation, as follow-up will be necessary in order to obtain the prescribed metrics.

Once metrics are obtained, a CSP IA shall update and the CSP Coordinator shall verify the Common Operating Picture (COP) on SharePoint as soon as possible so internal stakeholders remain informed of the progress of placement and can follow up with garrisons or organizations if necessary. In-depth SharePoint/COP instructions are located at Appendix 6.

https://army.deps.mil/army/cmds/imcom_G3/cop/SitePages/SFL_CSP_RR1.aspx

Appendix

Appendix 1: Acronyms

AOR – Area of Responsibility COP – Common Operating Picture database CRC – Career Resource Center CSP – Career Skills Program CSPC – Career Skills Program Coordinator CSP IA – Career Skills Program Installation Administrator DHR – Director of Human Resources DOL – Department of Labor DoDI – Department of Defense Instruction ESO – Education Services Officer EST – Employment Skills Training HRC – Human Resources Command JAG – Judge Advocate General IM – Installation Management IMCOM – Installation Management Command MOA – Memorandum of Agreement MOU – Memorandum of Understanding OJT – On-the-Job Training POC – Point of Contact POM – Program Objective Memorandum SFL – Soldier for Life SLC – Soldier Life Cycle SOP – Standard Operating Procedure TD – Transition Division TSM – Transition Services Manager USAG – U.S. Army Garrison WTU – Warrior Transition Unit

Appendix 2: CSP Coordinator Area of Responsibility Map

Appendix 3: CSP Vetting Checklist: See attached appendix 3 Enclosure

Appendix 4: Local MOU Template

MEMORANDUM OF AGREEMENT BETWEEN

THE US ARMY GARRISON (USAG) (GARRISON NAME)

AND

((PARTNER NAME))

FOR

(CSP NAME) TRAINING PROGRAM

AGREEMENT NUMBER

This is a Memorandum of Agreement (MOA) between the USAG (Garrison name) and (PARTNER NAME). When referred to collectively, the USAG (Garrison name) and (PARTNER NAME) are referred to as the “Parties.”

1. PURPOSE: To define the agreed responsibilities of the USAG (Garrison name), STATE and ((PARTNER NAME)), (CSP NAME) Training Program to be held at (PARTNER NAME), ADDRESS.

2. RESPONSIBILITIES OF THE PARTIES:

2.1. The USAG (Garrison name) will –

2.1.1. Maintain a continuing liaison with (partner name) as well as uphold all responsibilities for inspections and the acceptance of (PARTNER NAME) services.

2.1.2. Keep (PARTNER NAME) informed of all rules, regulations and directives regarding USAG (Garrison name)’s Career Skills Program (CSP).

2.1.3. Ensure the training facility provides disability access or reasonable accommodations for participating Soldiers’ with disabilities.

2.1.4. Disseminate all marketing course documents/flyers to Twitter, Facebook, service members and spouses.

2.1.5 Provide a classroom space in the Education Center for 25 Soldiers with computer and internet access (if applicable).

2.2. ((PARTNER NAME)) will –

2.2.1. Take accountability of class participants and report all absentees to the military installation transition office or its designee immediately, as well as a provide a weekly attendance summary to the National Administrator.

2.2.2. Uphold responsibility for the selection of eligible students entering into the (PARTNER

NAME) (CSP NAME) CSP.

2.2.3. Assume overall responsibility for the execution of the (PARTNER NAME) xxx CSP at no cost to the service member. This program will consist of (length of course) covering four curriculum groups: PV Fundamentals, PV Design, Commissioning, Operations and Maintenance (DCOM), Safety, and Transition Solar preparing Soldiers to take the North American Board of Certified Energy Practitioners (NABCEP) Entry Level Exam.

2.2.4. Provide a dedicated training team of qualified instructors, classroom materials and equipment needed to conduct the (PARTNER NAME) (CSP NAME) Training Program. Class schedules and holidays will correlate with the IMCOM Holiday Observance Schedule and all Federal Holidays.

2.2.5. (Cover agreement on interviews and placements- “Guaranteed interview” “high probability of employment”) Make a concerted effort to provide job placement to all service members who successfully complete the (PARTNER NAME) (CSP NAME) Training Program.

(PARTNER NAME) commits that this program is very likely to result in employment for the participants and, when necessary, this employment will provide reasonable accommodations for participating Soldiers w i t h disabilities.

2.2.6. Fully comply with all rules, regulations and directives regarding (Garrison name)’s CSP, on post marketing rules and regulations, and other requirements or regulations which (Garrison name) deems necessary.

2.2.7. Provide the networking and connecting functions essential to successful employment and rewarding careers. (combine 10)

2.2.8. Provide the requested program data and metrics to (Garrison name) to evaluate program effectiveness to include participant contact information.

2.2.9. Maintain contact with participants after transitioning to the civilian sector in an effort to accurate report post transition employment data as requested by USAG (Garrison name) or the Department Of Energy at 30,60,90 and 180 days post transition.

2.2.10. Make a concerted effort to make partnering employers available to USAG (Garrison name) liaison to participate in job fairs, hiring events, informational sessions, and career day events.

2.3. Both parties will –

2.3.1. Continuously evaluate (CSP NAME) course length, curriculum, and training design to assure satisfactory outcomes for both military participants and the solar firms that participate.

Both parties anticipates periodic improvements to refine the (CSP NAME) training program based on feedback and evaluation.

2.3.2 Make available (Garrison name) Soldier transition and verifiable employment data to evaluate the effectiveness of partnering employers interviewing and hiring techniques and to develop best practices.

2.3.3. (Agreement on participation rate) Agree a minimum of 10 participants are required to conduct training.

3. PERSONNEL: Each Party is responsible for all costs of its personnel including pay and benefits, support, and travel. Each Party is responsible for supervision and management of its personnel.

4. GENERAL PROVISIONS:

4.1. POINTS OF CONTACT: The following points of contact (POC) will be used by the Parties to communicate in the implementation of this MOA. Each Party may change its POC upon reasonable notice to the other Party.

4.1.1. For the USAG (Garrison name) –

4.1.1.1. (Govt Lead) Position and phone number of Primary POC: Title, Office, Name,

(xxx) 867-5309, email address.

4.1.2. For ((PARTNER NAME)) –

4.1.2.1. Position and phone number of Primary POC: Title, Office, Name, (xxx) 867-5309, email address.

4.2. CORRESPONDENCE: All correspondence to be sent and notices to be given pursuant to this MOA will be addressed, if to the USAG (Garrison name), to –

4.2.1. (Govt Lead) Director of Human Resources, SFL-TAP, ATTN: William B. McMillian, 2175 Reilly Road, Stop A, (Garrison name), NC 28310-5000.

and, if to ((PARTNER NAME)), to –

4.2.1. (Govt Lead) Director of Human Resources, SFL-TAP, ATTN: William B. McMillian, 2175 Reilly Road, Stop A, (Garrison name), NC 28310-5000.

and, if to ((PARTNER NAME)), to –

4.2.2. ((PARTNER NAME)), ATTN: Charlene Callahan, P.O. Box 35236, 2201 Hull Road, Fayetteville, NC 28303.

4.3. REVIEW OF AGREEMENT: This MOA will be reviewed annually or on or around the anniversary of its effective date for financial impacts.

4.4. INTEGRATED AGREEMENT/MODIFICATION: Modification of this agreement, upon execution, contains the entire agreement of the Parties. This MOA may only be modified by the written agreement of the Parties, duly signed by their authorized representative.

4.5. DISPUTES: Any disputes-relating to this MOA will, subject to any applicable law, Executive Order, Directive, or Instruction, be resolved by consultation between the Parties in accordance with DoDI 4000.19.

4.6. TERMINATION OF AGREEMENT: This MOA may be terminated by either Party by giving at least 30 days written notice to the other Party. The MOA may also be terminated at any time upon mutual written consent of the Parties.

4.7. TRANSFERABILITY: This agreement is not transferable except with the written consent of the parties.

4.8. ENTIRE AGREEMENT: It is expressly understood and agreed that this MOA embodies the entire agreement between the Parties regarding the MOA’s subject matter.

4.9. EFFECTIVE DATE: This MOA takes effect beginning on the day after the last Party signs.

4.10. EXPIRATION DATE: This MOA expires on 31 October 2019.

5. NONENDORSEMENT: In accordance with the Joint Ethics Regulation, (Garrison name) is prohibited from endorsing or implying that will endorse any non-Federal entity, event, product, service, or enterprise. The parties recognize that this agreement does not represent (Garrison name)’s endorsment of any other party to this agreement.

6. LIABILITY: The U.S. Army is self-funded for liability purposes. ((PARTNER NAME)) is solely responsible for any injury, damage or loss sustained or incurred by any person as a result of any course of activity requirement, demonstration or exercise, or by the acts or omissions of their employees. ((PARTNER NAME)) agrees that it will fully indemnify the Army and/or U.S.

Government for any loss, judgement or expense resulting from any action filed against it or them in any jurisdiction arising from activities for which ((PARTNER NAME)) are solely responsible.

7. NO WAIVER: No failure to exercise and no delay in exercising, any right, power or remedy hereunder on the part of the Army, (Garrison name), ((PARTNER NAME)) will operate as a waiver thereof, nor will any single or partial exercise of any right, power or remedy prevent any other or further exercise thereof or the exercise of any other right, power or remedy. No express waiver will affect any event or default other than the event or default specified in such waiver, and to be effective, any such waiver must be in writing and will be operative only for the time and to the extent expressly provided by the Army, (Garrison name) and ((PARTNER NAME)) therein. A waiver of any covenant, term or condition contained herein will not be construed as a waiver of any subsequent breach of the same covenant, term or condition. Nothing in this agreement will be construed as a waiver of any sovereign immunity of the Army or (Garrison name).

AGREED:

For USAG (Garrison name) – For ((PARTNER NAME)) –

GARRISON COMMANDER POINT OF CONTACT

COL, IN Position Commanding Company

(Date) (Date)

Appendix 5: Enterprise MOA Example

MEMORANDUM OF AGREEMENT

BETWEEN

US ARMY INSTALLATION MANAGEMENT COMMAND

AND

(ENTITY)

1) Purpose: The Memorandum of Agreement (MOA) defines the relationship, functions and responsibilities between the US Army Installation Management Command (IMCOM)/US Army

Garrisons (USAGs) and (ENTITY) and its Corporate and Academic Partners for the purpose of providing the (CSP NAME) for Service members who are either separating or retiring from military service.

2) Scope: The operation of the (CSP NAME).

3) References: The references are provided for information purposes. The Parties agree that although the references do not specifically apply to (ENTITY), they establish policy, procedures, and guidelines that IMCOM is required to enforce with participating academic or corporate institutions in order to implement the Career Skills Program.

a. DoDI 1322.29, Job Training, Employment Skills Training, Apprenticeship, and Internships

(JTEST-AI) for Eligible Service Members.

b. DODI 1322.25, Voluntary Education Programs.

c. Army Regulation 600-81, Soldier for Life Transition Assistance Program.

d. Army Regulation 621-5, Army Continuing Education System.

4) Organizations: HQ IMCOM and (ENTITY) have partnered to offer a suite of CSPs for transitioning Service members interested in careers in management, auto collision repair, HVAC/R, welding, pipefitting, computer technician, computer sales, diesel technician or truck driving, etc. IMCOM handles the day-to-day operations of US Army installations around the globe. Their mission is to deliver and integrate base support to enable readiness for a self-reliant and globally responsive all-volunteer Army. (ENTITY)’s mission is to challenge itself and its corporate partners/sponsors to hire veterans to fill the talent pipelines in various high growth employment sectors with trained Service members/Veterans. The (CSP NAME) offer training and opportunity for employment. Students enroll in classes through a designated Academic or

Corporate Partner, as described in Addendum 1. Tuition for the academic or corporate training shall normally be borne by the (ENTITY) Corporate Partner, or may be covered by the Service member’s GI Bill benefit, scholarship or through self-funding in some unique CSP offerings.

Upon transition from military service and successful completion of the academic or corporate training, Service members are guaranteed an interview with (ENTITY) partners.

5) Understandings, Agreements, Responsibilities, Support and Resource Needs:

a. IMCOM will:

i. Provide enterprise management and oversight of the (CSP NAME) to include expansion input and selection of garrisons.

ii. Provide connection to Regional Directors, Regional CSP Coordinators, garrison

Directors of Human Resources (DHR), Education Services Officers (ESO) and

Transition Service Managers (TSM) at select USAGs in support of the (CSP

NAME).

iii. Meet at least bi-annually with (ENTITY) to discuss (CSP NAME) efficacy, metrics, program health, and employment results.

b. USAGs will incur no monetary obligations except the cost to:

i. Allow Service members and veterans selected for (CSP NAME) to attend classes at designated classrooms on or near select garrisons.

ii. Provide a dedicated and secure classroom/lab space, as well as limited equipment for on-base (CSP NAME) classes if requested. (ENTITY) CSP class will normally be conducted off the installation utilizing academic or corporate partner facilities.

Classroom and equipment requirements are outlined in Addendum 2.

iii. Provide base and facility access to (ENTITY) in accordance with base access requirements for the scheduled meeting space to conduct (CSP NAME) interviews and additional (CSP NAME) meetings as requested.

iv. Obtain the proper real estate instrument for (ENTITY)/Academic or Corporate

Partner for use of the garrison classroom/computer lab space from the servicing US

Army Corps of Engineers office.

c.

Directors of Human Resources at select USAGs will:

i. Appoint an Army representative to maintain a continued liaison with a designated

(ENTITY) representative and Academic or Corporate Partner. The Army liaison will provide assistance to the (CSP NAME) representatives for military and Army connection as needed.

ii. Provide information to unit commanders on the (CSP NAME) objectives and operating model expectations.

iii. Provide a Public Affairs Office (PAO) POC to coordinate (CSP NAME) marketing efforts with (ENTITY).

iv. Share and distribute marketing materials as developed and disseminated by

(ENTITY) or its marketing partners.

v. Feature the (CSP NAME) in information or transition seminars and invite (ENTITY) engagement team representatives to speak at the program when deemed appropriate by the Army liaison.

vi. Designate an Education Center representative to participate as a non-voting member in interview screenings with (ENTITY) and its Academic or Corporate

Partner to pre-screen students according to defined student eligibility requirements outlined in Addendum 3.

d. (ENTITY) will:

i. Enter into an agreement with its Academic or Corporate Partner(s) to assume responsibility for the academic or corporate execution of the (CSP NAME), which will consist of programs of classes of varying lengths, depending on the CSP type and curriculum, to be addressed in each (ENTITY) Corporate Partner CSP addendum.

1. Ensure its Academic or Corporate Partner(s) will order or facilitate providing students access to student learning materials required by (CSP NAME) on subjects covered in this MOA.

2. Partner with Academic or Corporate Partner to ensure students are pre-screened according to defined student eligibility requirements outlined in

Addendum 3.

3. Appoint and designate a (ENTITY) representative to maintain liaison with the

IMCOM CSP Manager, Regional CSP Coordinator, and the garrison DHR-appointed Army liaison.

ii. Facilitate corporate partner interviews for all (ENTITY) CSP participants who successfully complete the CSP training and pass appropriate certifications as required.

iii. Comply with the U.S. Army Corps of Engineers real estate instrument requirements and bear any costs as required for on-installation training.

iv. Provide (ENTITY) mentors to share business relevant examples and Q&A support for (ENTITY) CSP participants.

v. Provide standardized marketing materials and coordinate with garrison liaison and

PAO POC for on-base marketing.

vi. Designate a representative to maintain continuing liaison with garrison-appointed (ENTITY) CSP representatives.

vii. Participate in a stakeholder meeting ((ENTITY), Academic or Corporate Partner, and appointed garrison liaison) to create a rubric for screening prospective students for approved (CSP NAME). These eligibility criteria will be shared with garrison representatives who will assist in referring Soldiers who meet basic eligibility requirements to the CSP trainers.

viii. Engage in job placement activities on behalf of the (CSP NAME) graduates, including developing hiring company/employer capacity, with the objective of eliciting a high probability of post-service employment for (CSP NAME) graduates in the target sectors.

ix. Report (CSP NAME) results and metrics to select garrison liaisons. Provide 30-

60-90 day updates and a final program close-out report to include employment of students in the (CSP NAME). In addition, aggregate reporting will be provided within 7 business days of the bi-annual meeting with MCOM. These aggregated metrics will include, but are not limited to:

Number of cohorts filled/offered

Number of graduates

Qualitative and quantitative survey feedback

Graduate outcomes: percentage employed, percentage who successfully completed the program, and status if known, of non-completers to include reason of non-completion

List of companies who have hired graduates

Rank of employed graduates

Average salary of employed graduates

6) Termination:

a. An Army garrison may terminate this agreement if (ENTITY), or organizations with which it contracts to provide said (CSP NAME) academic or corporate training, is in default of any material provision of this agreement, provided that the defaulting Party shall have 30 days to cure any such default after receiving written notice from the Army garrison.

b. This MOA may be terminated by any of the Parties with a 30-day written notice and to coincide with the completion of any term currently in session.

c. Once termination is agreed upon:

i. No new students will be accepted into the (CSP NAME).

ii. The teach-out plan for currently enrolled (CSP NAME) students will require continued instruction until each (CSP NAME) student completes the program or otherwise leaves the program on their own accord.

iii. During the teach-out, Academic or Corporate Partners will continue to teach the

(ENTITY) CSP students and provide career counseling, job placement support and other related services, as required by garrison.

d. A USAG may terminate this agreement for its respective installation with notification to HQ

IMCOM, with a 30-day notice to (ENTITY), the IMCOM CSP Manager and Region Director of Human Resources if the garrison determines that it can no longer meet the terms of this

MOA based on military operational requirements or national emergency or other specific reason.

7) Non-Endorsement: IMCOM recognizes (ENTITY) as a reputable company that focuses on providing Soldiers and Families opportunities to develop skills that can positively assist in their transition from active duty service to civilian life. This MOA does not constitute an express or implied endorsement of (ENTITY) and its Academic or Corporate Partner(s) by the US Army, IMCOM, or the USAGs.

8) Integrated Agreement/Modification: This MOA, upon execution, contains the entire agreement of the Parties. No prior agreement, written or oral, can alter these provisions and any changes to this MOA must be made in writing and agreed to by the Parties.

9) Review of MOA: The delegated offices for the signatories below will review this MOA every two years from its effective date and will initiate MOA updates as required or whenever there is significant program criteria changes.

10) Effective Date: This MOA becomes effective upon the date of the last signature thereto and will remain in effect until amended, revised, superseded, or terminated.

11) Information Disclosure: The information (including, without limitation, the content of the courses) shared under this agreement is confidential information. Neither Party will disclose to any third party, any non-public information which is designated as such, or which, under the circumstances of disclosure ought to be treated as confidential. (ENTITY) confidential information includes details of the academic or corporate program, including training and exams and job placement for students.

For (ENTITY).: For IMCOM:

SIGNATURE AUTHORITY SIGNATURE AUTHORITY

Title Director of Human Resources, G1

Company US Army Installation Management Command

Address 2405 Gun Shed Road

City, State, ZIP JBSA Fort Sam Houston, TX 78234-1223

Phone: (xxx) xxx-xxxx Phone: (xxx) xxx-xxxx

Email: partner@email.com Email: government@mail.mil mailto:partner@email.com mailto:government@mail.mil

ADDENDUM 1:

(CSP NAME) Academic or Corporate Partner

1) (CSP NAME) Academic or Corporate Partner Selection Criteria

(ENTITY) will work with an Academic or Corporate Partner, which shall meet the following requirements to deliver the (ENTITY) CSP training at select Army garrisons:

a. Currently delivers corporate training as a part of an extended learning division.

b. Has technically competent instructors.

c. Has signed the DoD Voluntary Education Partnership…