Career In Oil Fields
Despite its misleading name, ACAP
is not an alumni association at all, but a
Department of the Army program to help
soldiers and their family members enter
the job market after their hitches in the
Army. In other words, ACAP helps Army
alumni find new careers.

ACAP delivers transition assistance
and job assistance services to separating
soldiers and their adult family members.
Congress created the program in 1990 to
ensure separating service members were
informed of their benefits and entitlements
before they left the service. Additionally,
the lawmakers directed the military services
to establish programs to further assist
transitioning soldiers and family members
by providing them counseling, training,
and employment assistance. ACAP is the
Army’s program to do just that.
Many soldiers come directly into the
military from high school or college.
Although they have acquired an impressive
list of skills, training, and experience
as a result of their service, most
don’t know how to prepare a resume, fill
out a job application, or locate the right
job. ACAP’s goal is to fill that gap and
provide them the knowledge, skills, and
self-confidence necessary to competitively
market their skills in the global
workforce.

Over the years, the Army has developed
ACAP into a network of 52 sites at
Army installations worldwide. Fort Hood
is the Army’s largest installation, with a
population of just more than 50,000 active
duty soldiers. It is therefore, not surprisingly,
also the home of the Army’s
largest ACAP Center.

The Fort Hood ACAP Center, with its
staff of 20, is among the busiest in the
Department of Defense. Between 600
and 700 soldiers, airmen, and officers retire
or separate from active duty from Fort
Hood every month. Additionally, hundreds
of mobilized National Guard and
Reserve soldiers return to civilian life at
the conclusion of their tours of duty.
Some already have jobs to return to, but
many don’t or are seeking a change.
The center provides career exploration,
skills assessment, workshops, resume
writing assistance, career counseling,
interviewing and job search training,
and much more. All these services are
available to transitioning service members
and their eligible family members
on a group or individual basis through
trained counselors. Soldiers leaving the
service are authorized time away from
work to participate in ACAP activities.

Planning Ahead
Since the best time to look for work
is when you have a job, soldiers may begin
using ACAP one year before separation
and up to two years prior to retiring.
This timeline gives soldiers the opportunity
to prepare for their futures while still
being available for unit training and missions.
The first step is training. The Texas
Veterans Commission, on behalf of the
Department of Labor, facilitates a threeday
transition assistance program workshop.
At Fort Hood the workshops are
held every week. Soldiers and spouses
learn to fill out job applications, write resumes
and cover letters, find out what to
take to an interview, get tips on dressing
for success, and more. The workshop provides
information and skills they can use
not just for the jobs they are seeking now,
but for the ones after that, for life. It is
time well spent.

Armed with the basics, soldiers are
ready for the actual hands-on. All ACAP
Centers are equipped with a computer
laboratory. An automated system, ACAP
XXI, provides tools to help clients prepare
for transition at their own pace.
Clients can complete self-assessments to
determine where their skills and aptitudes
are, work on their resumes and cover letters,
research occupations or companies
and salaries, search for jobs, schooling,
or scholarships, or even practice interviewing.
Counselors always are nearby
to provide as much or as little help as the
client wants, when he needs it. The ACAP
counselor guides the soldier through the
process, and charts his progress.
After they write a good resume, soldiers
are ready to begin the job search
and research process in earnest, using the
Internet, periodicals, recruiting materials,
and the like. A counselor guides them
through the process.

While ACAP is not a job placement center
per se, it quite often works out that way.
Employers routinely contact the ACAP
Center when they have opportunities or
short-term requirements. Additionally, the
Fort Hood center hosts about 20 employers
each month. Soldiers are free to talk to recruiters,
interview for jobs, and turn in applications
right on the spot. Some agencies,
such as police departments, the Secret
Service and U.S. Border Patrol, arrange to
administer entrance tests at the Fort Hood
ACAP Center. The Fort Hood Sentinel, the
installation’s official newspaper, lists the
dates and times of recruiting visits, test
schedules and other information. Recruiting
visits and tests also are advertised on fliers
and on the ACAP Web site at www.acap.
army.mil.

Fort Hood ACAP also serves the com-
Counselors at the Army Career and Alumni Program Center at Fort Hood, Tx., assist soldiers working on resumes and cover letters for their post-military careers.
SpecialReport: Human Resource Solutions
munity with semiannual job fairs in
January and June, and co-sponsors other
local community fairs in the spring and
fall. The two Fort Hood job fairs are the
largest job fairs in the Army. They are
open to the public, and attract scores of
local, state, and international employers
from both public and private sectors.
Each of the Fort Hood job fairs hosts
more than 170 employers and professional
organizations, such as Troops to Teachers
and the Central Texas Workforce Center.
The job fairs are exciting and very productive
for both job seeker and recruiters. More
than 3,500 job seekers from all over Central
Texas attend. Many employers use the Fort
Hood job fairs for a large percentage of
their hiring. They choose military job fairs
because of the special mix of skills and attributes they find in this unique population.
Employers today don’t always have the
ability or luxury of training someone from
scratch. They don’t want to have to hire,
then rehire for the same position because
they did not select well the first time. Hiring
a veteran takes out much of the guesswork.

Why Hire A Soldier?

Let’s start with the basics. The U.S.
Army is composed of a young, diverse,
educated workforce. About 81 percent of
separating soldiers are less than 35 years
of age. Even retirees are young, typically
under 40 years of age and eager to tackle
new careers. That means a workforce
that can stay a while. As for diversity,
women make up 15 percent of the service
and minorities another 38 percent.
Since high school is required to serve
in the Army, 82 percent of soldiers have
at least that degree, with the rest possessing
some college, all the way to a bachelor’s
or master’s. Many soldiers pursue
additional certifications in their specific
fields, such as Microsoft or ACE certification,
commercial drivers’ license, hazardous
materials qualification, A&P license,
or aviation ratings.

The variety of specialties is endless. The
Army trains engineers of all types, computer
programmers, project managers, logisticians,
system administrators, supervisors,
electronic and electrical technicians,
aircraft maintenance workers, machinists,
general construction workers, medical specialists,
and more. It is easy to see how these
specialties would easily cross over into their
civilian counterparts.
But by hiring a veteran, one gets more
than just great job skills. The HireVetsFirst
Web site (www.hirevetsfirst.gov) lists 10 attributes that make hiring a veteran a good bet:

•    Accelerated learning curve–Veterans
have a proven ability to learn new skills and
concepts. In addition, they can enter the
workforce with identifiable and transferable
skills, proven in real-world situations.
This background can enhance an organization’s productivity.

•    Leadership–The military trains
people to lead by example as well as
through direction, delegation, motivation,
and inspiration. Veterans understand
the practical ways to manage behaviors
for results, even in the most trying circumstances.
They also know the dynamics
of leadership as part of both hierarchical
and peer structures.

•    Teamwork–Veterans understand
how genuine teamwork grows out of a responsibility
to one’s colleagues. Military
duties involve a blend of individual and
group productivity. They also necessitate
a perception of how groups of all sizes
relate to each other and an overarching
objective.

•    Diversity and inclusion in action–
Veterans have learned to work side
by side with individuals regardless of race,
gender, geographic origin, ethnic background,
religion, and economic status as
well as mental, physical, and attitudinal
capabilities. They have the sensitivity to
cooperate with many types of individuals.

•    Efficient performance under pressure–
Veterans understand the rigors of
tight schedules and limited resources.
They have developed the capacity to
know how to accomplish priorities on
time, in spite of tremendous stress. They
know the critical importance of staying
with a task until it is done right.

•    Respect for procedures–Veterans have gained a unique perspective on the value of accountability. They can grasp
their place within an organizational framework,
becoming responsible for subordinates’
actions to higher supervisory levels.
They know how policies and procedures
enable an organization to exist.

•    Technology and globalization–Because
of their service experiences, veterans
are usually aware of international and
technical trends pertinent to business and
industry. They can bring the kind of global
outlook and technological expertise that
all enterprises of any size need to succeed.

•    Integrity–Veterans know what it
means to do “an honest day’s work.” Prospective
employers can take advantage
of a track record of integrity, often including
security clearances. This integrity
translates into qualities of sincerity and
trustworthiness.

•    Conscious of health and safety standards–
Thanks to extensive training, veterans
are aware of health and safety protocols,
both for themselves and the welfare
of others. Individually, they represent a
drug-free workforce that is cognizant of
maintaining personal health and fitness.
On a company level, their awareness and
conscientiousness translate into protection
of employees, property, and materials.

•    Triumph over adversity–In addition
Soldiers and family members attend one of the transition assistance program’s workshops
offered at the Army Career and Alumni Program Center at Fort Hood, Tx.
SpecialReport: Human Resource Solutions
to dealing positively with the typical issues
of personal maturity, veterans frequently
have triumphed over great adversity. They
likely have proven their mettle in missioncritical
situations demanding endurance,
stamina, and flexibility. They may have
overcome personal disabilities through
strength and determination.

Using Military Talent
Want to know how a company can
connect with this great source of talent?
Because all separating and retiring soldiers
must go through ACAP, employers
have learned that they can connect through
ACAP Centers. Most centers have very
full job boards, with job announcements
received by mail and e-mail.
Many centers host recruiting visits or
career days, although it is not permitted
at all installations. At Fort Hood, as many
as three recruiters visit Tuesdays through
Thursdays. That is during the three-day
workshop, so soldiers are in the center
anyway. The recruiters are a popular feature.
The Fort Hood Sentinel runs the
weekly schedule. Additionally, the schedule
appears on fliers and is posted on the
ACAP Web page, www.acap.army.mil.
Each ACAP center has a feature page on
the site, which also includes announcements
and general information about job
fairs and other activities.
However, not all Army installations
are equally good sources of employees
for all specialties. Installations vary in
size, purpose, and types of specialties
they support. Some installations are devoted
to training only, and therefore do
not have large numbers of separating soldiers.
Others provide hospital support or
a headquarters only. Contacting the installation
ACAP Center is an important
step to selecting the right place to recruit.
As home station for two heavy divisions,
a corps headquarters, and a corps
sustainment command, among other
units, Fort Hood is a perfect fit for companies
specializing in transportation and
maintenance. Lots of big machines means
lots of mechanics, drivers, fuel handlers,
aviators, aviation repair specialists, logistics
workers, technicians, and every kind
of support personnel one can think of. Its
location in the heart of Texas makes it ideal
for the oil and gas industry. Fort Sill,
Ok., and Fort Leonard Wood, Mo., also
may be good fits.

The first step is to check out the ACAP
Web page. The site lists every ACAP center’s
contact information. Recruiters can
call or e-mail the local transition services
manager, who can answer questions about
occupational specialties available at that
location, what recruiting is allowed, where
to send job announcements, etc.
The ACAP Web site provides information
about upcoming job fairs and other
events. Most military job fairs are inexpensive
but well worth the time. Also,
companies may post their own Web links
on the Web page at no cost. Just click on
“Employers” and follow the simple instructions.
Companies also may schedule recruiting
visits. If the installation allows, visit
the site and recruit in person. Bring plenty
of recruiting materials.

Military training turns out thousands
of highly skilled technicians in many
fields. Many have skills that are directly
transferable to the oil and gas industry.
Once they have completed their military
service, these highly skilled professionals
will need new careers–ones that offer
good pay and benefits and interesting,
challenging work. Major energy companies
have already discovered that veterans,
with their job skills and other attributes,
are just the employees they need to
be successful. And on top of that, they
feel proud to be able to help a deserving
young soldier get a start in an exciting
new field after having served the nation.
It’s a great match–and everyone wins. ❒
Editor’s Note: Fort Hood ACAP
Center is in the Copeland Soldier Service
Center, Building 18010, on Hood Road
and Battalion Ave, Fort Hood. Get additional
information about ACAP by visiting
www.acap.army.mil.

Linda Christ, the ACAP transition
services manager at Fort Hood, is a retired
Army colonel, and no stranger to
the ACAP process. She credits ACAP
with helping her get that job. When she
signed up for the transition assistance
workshop and saw how soldiers were
being helped, she decided that was
what she wanted to do. She started as
an ACAP counselor and hired on in
Civil Service as the transition services
manager shortly thereafter.