Look to Veterans Transitioning to Civilian Jobs as Source for Drivers

Earlier this year, Flatow contacted Bill McMillian, Fort Bragg Transition Services manager, to discuss Fort Bragg’s various military jobs programs such as the Soldier for Life program, hiring events, and employer day. McMillian may be contacted at This email address is being protected from spambots. You need JavaScript enabled to view it.. The Soldier for Life program acts as a career resource center and was established by the Department of Defense in 2014. The program allows service members in their last six months of active duty to receive training that could provide them with job skills they can use after they transition out of the military. The training must begin at Fort Bragg, but can continue at a company’s facility or at Fort Bragg.

An agreement with a company is established stipulating that the transitioning veteran meets specific job qualifications. If qualifications are satisfactory, the employer and transitioning veteran are scheduled time for a job interview. Conditional employment may be granted during training, with the transitioning veteran given 20 to 30 days following training to report to the job site.

Regarding hiring events, three months prior to such events prospective employers may list specific job requirements on a database administered by Fort Bragg information technology vendor Columbia Southern Education Group (CSEG). Job seekers in the military can review the job postings and submit a resume. CSEG provides a targeted list between transitioning veterans and prospective employers. Employers contact veterans and schedule appointments at the hiring event. Employers can also invite the transitioning veteran to their facilities, as well as request a panel review following the initial interview at the hiring event. Hiring events are held once every quarter. Prospective employers may contact Mindy Simmons to request a link to a jobs portal. They may register on the portal for a fee of $300 and post job openings and requirements.

Employer day/job fairs allow prospective employers to visit at no cost and set up a table, which transitioning veterans may visit between 9 a.m. and 2 p.m. Veterans may choose to use the base career resource center, which can develop a schedule of rotating training and hiring. In addition to Fort Bragg’s hiring programs, there are also issues of CDL reciprocity and certain tax benefits associated with hiring transitioning veterans. Depending on the number of years a veteran has operated a commercial motor vehicle while in the military, they can go to the department of motor vehicles, take a test, and receive a commercial driver’s license. However, most, if not all, military vehicles have automatic transmissions, which may not be the case in post-military occupations. Fort Bragg does maintain a truck driver school that provides training on vehicles with manual transmissions. There are no training costs. Transitioning veterans may also complete training at an employer’s location.

Finally, employers receive a $5000 tax incentive for every veteran hired. “You know that the vast majority [of transitioning veterans] are hardworking and have a can-do attitude,” notes Flatow. “Sounds like folks you’d like to have on your team.” He adds that due to its investment in the Certified Employee Training Program (CETP) and corresponding CETP certification, the propane industry has the needed tools to train transitioning military personnel on the various propane-related tasks associated with operating vehicles such as bobtails, transports, and cylinder trucks.