Over 200,000 service members take off their uniforms every year and step into civilian life. That moment—what many call “the exit ramp”—is filled with promise and uncertainty. While the Department of Defense might initiate the transition, our communities, employers, and policy leaders shape what happens next.
In the first session of TPMA’s Veteran Ready Communities webinar series, we explored what the transition truly looks like—from the voices of those who lived it. The panel included:
- Victoria Molnar, U.S. Air Force veteran and Engagement Manager at INVETS
- Gary Allen, U.S. Air Force veteran and Workforce Development Administrator at the Ohio Department of Veterans Services
- Tim Hill, U.S. Army veteran and Local Veteran Employment Representative at Indiana’s Department of Workforce Development
- Bill Kieffer, U.S. Army veteran and Executive Director of Veteran Career Journey
Their insights offered more than stories—they provided a call to action for leaders across sectors.
What Communities Need to Know: 7 Key Takeaways
Veterans Are Not a Population to Serve—They’re a Talent Force to Engage
“Veterans aren’t monolithic,” said Bill Kieffer. “They’re logisticians, medics, engineers, IT professionals, and leaders.”
Too often, communities frame veterans as support recipients instead of strategic talent. Flipping that narrative unlocks leadership, resilience, and problem-solving capacity that can transform regional economies.
Transition Doesn’t Start at Separation—It Starts Early and Locally
“We shared calendars a year out,” said Victoria Molnar.
“You need a game plan before you hang up the uniform.”
Communities must coordinate with military installations, SkillBridge programs, and higher education systems before service members exit. Pre-separation partnerships ensure alignment between local jobs, credentials, and quality-of-life opportunities.
Economic Developers: Veterans Are Already in Your Region
“I paid off my car and moved back into my childhood bedroom,” recalled Gary Allen. “I was ready to contribute—but no one was hiring.”
Veterans are often overlooked in workforce strategies. State and regional planners should treat them as an embedded labor pool—already trained, ready to learn, and usually seeking long-term stability. Build veteran inclusion into sector strategies, talent pipeline programs, and grant investments.
Employers Are the Front Line—But They Need Translation Tools
“I told them I was a 90 Alpha 5 Papa 3 Romeo,” said Bill Kieffer. “They had no idea what that meant.”
Resume translation, MOS skill mapping, and culturally responsive hiring practices are essential. Employers don’t need to guess—they need support. Community partners can help decode military experience into relevant, actionable civilian roles.
Mentorship and Peer Networks Are the Missing Infrastructure
“Networking is one letter off from ‘not working,’” Molnar quipped.
Formal mentorship, peer navigators, and alumni-style veteran networks help prevent isolation and accelerate success. Fund those. Staff those. Prioritize those.
Veteran Policy Must Be Aligned with Reality
“We have to plan around VA appointments, mental health needs, and credential gaps,” said Tim Hill. “That’s not a barrier—it’s just the truth.”
Flexibility in employment policies, access to credit for prior learning, and clear career pathways are not luxuries. They’re what Veteran Ready looks like in practice, not just in words.
Veteran Friendly Isn’t Enough—Be Veteran Ready
“Free coffee and boot drives are fine,” said Gary Allen, “but that’s not what younger veterans are looking for.”
Being Veteran-Ready means crafting systems that see veterans as whole people: skilled, ambitious, diverse, and forward-focused. It’s time for local chambers, school systems, state agencies, and employers to stop treating veterans as a side initiative and start including them in every plan.
How TPMA Can Help
At TPMA, we don’t just talk about Veteran Ready strategy—we build it. Our team includes military-connected professionals, veteran workforce leaders, policy analysts, and program designers who understand both civilian systems and the lived military experience.
We help clients:
- Design Veteran Ready workforce and education strategies
- Conduct veteran-focused labor market analyses and credential audits
- Facilitate SkillBridge partnerships and Talent Pipeline Management (TPM) integration
- Build bridges across economic development, education, and veteran support networks
- Align employer engagement, HR practices, and public policy around military talent
We know how to translate strategy into systems that work—because veterans deserve more than recognition. They deserve results.
The Path Forward
Communities can’t outsource the exit ramp. It belongs to all of us—employers, policymakers, educators, workforce boards, and neighbors. We are the ones veterans meet when they step into civilian life.
Let’s be ready.
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