For the two-year period post-transition , former-ADF members can access a number of free services , resources and funding opportunities to assist them in their post-military life , including career development and assistance with pursuing tertiary study . Through the Joint Transition Authority , the ADF provide a full range of transition support services to ADF members and their families .
CONNECTING THE VETERAN COMMUNITY WITH REGIONS AND REGIONAL JOB OPPORTUNITIES Veterans are a largely untapped source of talent for civilian employers and regions more broadly . They offer distinct capabilities and valuable skills developed through real-world , high-pressure experience , with some personnel who exit regular service transitioning to reservist work as well as pursuing civilian roles .
However , connecting transitioning ADF members and veterans more broadly to regions and regional job opportunities is a challenge for several reasons :
• a lack of understanding from both veterans and employers about the translation of military skills and qualifications into civilian roles
• a lack of knowledge about regional job and lifestyle opportunities on offer , including for spouses of former-serving ADF members
• a lack of support services available to veterans in some localities
• stereotypical negative perceptions that exist in the community about veterans . For example , a perception that all veterans are ‘ broken ’ or traumatised by their military service and subsequently have severe mental health issues impacting their ability to cope with work / life .
The decision on where a military member and their family settles post-transition is multi-faceted . It generally follows the disruption caused by frequent military postings ( which often require interstate relocations that occur every 18 months to three years ), that impacts issues such as spousal employment / career opportunities and children ’ s education . Once ADF members leave the military , in most cases they also lose access to subsidised Defence housing and free medical care .
The decision as to where to live posttransition can be influenced by :
• proximity to family and other support networks
• the mode of separation from the ADF ( i . e ., voluntary or a medical discharge )
• the perception or actuality of future employment opportunities for the transitioning member and their spouse / family .
So how can regions in general , and in particular policymakers , economic development practitioners and employers attract and retain members of the veteran community to live and work in their localities , especially considering widespread and sustained skill shortages ?
HARNESSING MILITARY SKILLS IN THE CIVILIAN CONTEXT One of the significant barriers that transitioning ADF members face is being able to articulate their military skills and qualifications into easily understood civilian language . This can place transitioning ADF members at a relative disadvantage when job seeking . Difficulties associated with military skills translation can also be compounded by civilian Human Resource ( HR ) managers , who often lack the exposure to understand the transferability of the military skills of an applicant .
There are a number of resources and support services available to assist in more effective military to civilian skills translation . ADF Transition and Civil Recognition has produced several ADF Training and Skills Guides which explain the skills acquired during military service in civilian language . State and Territory Governments , including the South Australian Government , have also prepared Rank to Grade guides for public sector HR staff to better understand how military ranks can be compared to public sector classifications .
In many parts of regional Australia , the local Council is the biggest employer , and in recognition of this , the New South Wales Government has developed a Local Government Rank to Grade Guide . The guide outlines the requirements of the many roles that exist within councils and how veterans ’ military experience can fulfil these needs at all employment levels .
In addition to this , several NSW Councils have developed their own Veteran Employment programs . For example , Campbelltown City Council ’ s Veterans Program consists of integrated elements including :
• educating HR and Hiring Managers to have a greater understanding of the ‘ soft skills ’ that all veterans possess ; and how these skills and attributes are transferable to a wide range of positions within Local Government
• Defence Forces Reserves Leave where current reservists can access up to four weeks paid leave per financial year to attend Defence Force duties
• one on one coaching sessions with potential applicants
• short videos about transitioning from the ADF to Local Government .
Ex Service Organisations ( ESOs ) such as RSL Australia , Soldier On , Working Spirit , Prince ’ s Trust Australia as well as the Australian Government through the Department of Defence all offer job search preparation and career transition programs for veterans and in some cases , job matching services . Several of these services also offer support for partners and dependents / children .
At the national level , employers can pledge their commitment to veteran and partner employment through the Australian Government ’ s Veteran Employment Program . By publicly signing the Veterans ’ Employment Commitment , each organisation agrees to support greater employment opportunities for veterans and to recognise the skills , values and experience that veterans bring and commits to provide employment opportunities and support veteran employees .
In South Australia , the State Government recently established the South Australian Veteran Employer Network , bringing together an alliance of South Australian businesses dedicated to improving employment outcomes for veterans and defence / veteran partners . Through networking , education , and resource and candidate sharing , the network aims to bridge the gap between like-minded employers and create a supportive community fostering success in veteran employment .
ECONOMIC DEVELOPMENT JOURNAL VOL 17 NO 1 2024 11