[House Hearing, 110 Congress]
[From the U.S. Government Publishing Office]
LICENSURE AND CERTIFICATION OF
TRANSITIONING VETERANS
=======================================================================
HEARING
before the
SUBCOMMITTEE ON ECONOMIC OPPORTUNITY
of the
COMMITTEE ON VETERANS' AFFAIRS
U.S. HOUSE OF REPRESENTATIVES
ONE HUNDRED TENTH CONGRESS
FIRST SESSION
__________
SEPTEMBER 20, 2007
__________
Serial No. 110-44
__________
Printed for the use of the Committee on Veterans' Affairs
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COMMITTEE ON VETERANS' AFFAIRS
BOB FILNER, California, Chairman
CORRINE BROWN, Florida STEVE BUYER, Indiana, Ranking
VIC SNYDER, Arkansas CLIFF STEARNS, Florida
MICHAEL H. MICHAUD, Maine JERRY MORAN, Kansas
STEPHANIE HERSETH SANDLIN, South RICHARD H. BAKER, Louisiana
Dakota HENRY E. BROWN, Jr., South
HARRY E. MITCHELL, Arizona Carolina
JOHN J. HALL, New York JEFF MILLER, Florida
PHIL HARE, Illinois JOHN BOOZMAN, Arkansas
MICHAEL F. DOYLE, Pennsylvania GINNY BROWN-WAITE, Florida
SHELLEY BERKLEY, Nevada MICHAEL R. TURNER, Ohio
JOHN T. SALAZAR, Colorado BRIAN P. BILBRAY, California
CIRO D. RODRIGUEZ, Texas DOUG LAMBORN, Colorado
JOE DONNELLY, Indiana GUS M. BILIRAKIS, Florida
JERRY McNERNEY, California VERN BUCHANAN, Florida
ZACHARY T. SPACE, Ohio
TIMOTHY J. WALZ, Minnesota
Malcom A. Shorter, Staff Director
______
SUBCOMMITTEE ON ECONOMIC OPPORTUNITY
STEPHANIE HERSETH SANDLIN, South Dakota, Chairwoman
JOE DONNELLY, Indiana JOHN BOOZMAN, Arkansas, Ranking
JERRY McNERNEY, California RICHARD H. BAKER, Louisiana
JOHN J. HALL, New York JERRY MORAN, Kansas
Pursuant to clause 2(e)(4) of Rule XI of the Rules of the House, public
hearing records of the Committee on Veterans' Affairs are also
published in electronic form. The printed hearing record remains the
official version. Because electronic submissions are used to prepare
both printed and electronic versions of the hearing record, the process
of converting between various electronic formats may introduce
unintentional errors or omissions. Such occurrences are inherent in the
current publication process and should diminish as the process is
further refined.
C O N T E N T S
__________
September 20, 2007
Page
Licensure and Certification of Transitioning Veterans............ 1
OPENING STATEMENTS
Chairwoman Stephanie Herseth Sandlin............................. 1
Prepared statement of Chairwoman Herseth Sandlin............. 24
Hon. John Boozman, Ranking Republican Member..................... 2
Prepared statement of Congressman Boozman.................... 24
WITNESSES
U.S. Department of Defense, Leslye A. Arsht, Deputy Under
Secretary of Defense (Military Community and Family Policy).... 14
Prepared statement of Ms. Arsht.............................. 31
U.S. Department of Labor, John M. McWilliam, Deputy Assistant
Secretary, Veterans' Employment and Training Service........... 16
Prepared statement of Mr. McWilliam.......................... 34
U.S. Department of Veterans Affairs, Keith M. Wilson, Director,
Education Service, Veterans Benefits Administration............ 17
Prepared statement of Mr. Wilson............................. 36
______
American Legion, Ronald F. Chamrin, Assistant Director, Economic
Commission..................................................... 3
Prepared statement of Mr. Chamrin............................ 25
Veterans of Foreign Wars of the United States, Dennis M.
Cullinan, Director, National Legislative Service............... 5
Prepared statement of Mr. Cullinan........................... 27
Vietnam Veterans of America, Richard F. Weidman, Executive
Director for Policy and Government Affairs..................... 6
Prepared statement of Mr. Weidman............................ 29
SUBMISSIONS FOR THE RECORD
ASIS International, Alexandria, VA, statement.................... 36
National Organization for Competency Assurance, James Kendzel,
MPH, SPHR, Executive Director, statement....................... 37
MATERIAL SUBMITTED FOR THE RECORD
Post-Hearing Questions and Responses for the Record:
Hon. Stephanie Herseth Sandlin, Chairwoman, Subcommittee on
Economic Opportunity, Committee on Veterans' Affairs, to
Keith M. Wilson, Director, Education Service, Veterans
Benefits Administration, U.S. Department of Veterans
Affairs, letter dated October 30, 2007..................... 47
LICENSURE AND CERTIFICATION OF
TRANSITIONING VETERANS
----------
THURSDAY, SEPTEMBER 20, 2007
U.S. House of Representatives,
Committee on Veterans' Affairs,
Subcommittee on Economic Opportunity,
Washington, DC.
The Subcommittee met, pursuant to notice, at 2:17 p.m., in
Room 334, Cannon House Office Building, Hon. Stephanie Herseth
Sandlin [Chairwoman of the Subcommittee] presiding.
Present: Representatives Herseth Sandlin, and Boozman.
OPENING STATEMENT OF CHAIRWOMAN HERSETH SANDLIN
Ms. Herseth Sandlin. Good afternoon ladies and gentlemen.
The Veterans' Affairs Economic Opportunity Subcommittee Hearing
on Licensure and Credentialing will come to order.
Before I begin with my opening statement, I would like to
call attention to the fact that Mr. Michael Stack, Executive
Director for ASIS International, has asked to submit a written
statement for the hearing record. I ask unanimous consent that
his statement be entered for the record.
Hearing no objection, so entered.
[The statement of ASIS International appears on p. 36.]
Over the past year, our Subcommittee has focused most of
its energy on employment-related issues ranging from transition
assistance to servicemembers, small business opportunities for
veterans, and employment within the Federal Government. In
today's hearing, we will continue to examine these issues and
hear valuable insight as to how to better provide veterans and
returning servicemembers with the resources to make the
transition back to civilian life and receive the opportunities
they deserve.
I look forward to hearing from veteran service organization
(VSO) representatives on concerns their members have
encountered when seeking certification or licensing in the
civilian sector, to include enforcing laws to ensure those
responsible are doing their job.
I also look forward to hearing about the possibilities of
expanding existing laws to provide more opportunities and
resources to our Nation's veterans seeking ways to start new
careers in the civilian sector.
Throughout my tenure in Congress, I have been approached by
several of my constituents to find ways to improve existing
laws such as the Montgomery GI Bill (MGIB). It is my belief
that this Subcommittee has the opportunity to work together on
these issues with veteran service organizations, our colleagues
in the Senate, and Administration officials.
This Subcommittee and this Congress has a responsibility to
help bridge the gap between military service and veteran status
and assist these brave men and women as they transition back to
the civilian sector to pursue new educational opportunities,
start new careers, and establish themselves in the communities
they help to protect.
With that I now recognize the distinguished Ranking Member,
Mr. Boozman, for any opening remarks you may have.
[The prepared statement of Chairwoman Herseth Sandlin
appears on p. 24.]
OPENING STATEMENT OF HON. JOHN BOOZMAN
Mr. Boozman. Thank you, Madam Chair. And thank you also for
highlighting the need to improve opportunities for veterans to
have their military training and education counted toward
qualifying for civilian occupations.
As you remember we authorized the Veterans' Employment and
Training Service (VETS) to conduct a pilot licensing and
certification project. I am very eager to hear what progress
VETS has made toward implementing that authority.
I am also a little bit concerned that the continuum of
responsibility beginning with the Military Services to the U.S.
Department of Labor (DoL) and the U.S. Department of Veterans
Affairs (VA) and any of the States has really never been
solidified. Without making the connections, veterans will
continue to experience delays in qualifying for civilian
occupations for which they have been trained during their
military service.
Taxpayers will also see valuable training dollars and
experience wasted. States bear a measure of responsibility,
too, by setting qualification standards for everything from
commercial driver's licenses (CDLs) to teachers and physicians.
States are the final arbiter of whether military training will
count toward qualifications.
I am disappointed that the National Governors' Association
was not able to be with us today and I hope that they will come
to talk to us soon about their role in this issue.
Thank you, Madam Chair. I yield back.
[The prepared statement of Congressman Boozman appears on
p. 24.]
Ms. Herseth Sandlin. Thank you, Mr. Boozman. I would now
like to welcome our panelists testifying on the first panel
before the Subcommittee today. Joining us is Mr. Ron Chamrin,
Assistant Director on the Economic Commission for the American
Legion; Mr. Dennis Cullinan, National Legislative Service
Director for the Veterans of Foreign Wars of the United States
(VFW); and Mr. Rick Weidman, Executive Director for Policy and
Government Affairs for the Vietnam Veterans of America.
I would like to remind our panelists that your complete
written statements have been made part of the hearing record.
Please limit your remarks to 5 minutes so we may have
sufficient time to follow up with questions once everyone has
had the opportunity to provide their oral testimony.
Mr. Chamrin, lets begin with you. You are now recognized
for 5 minutes.
STATEMENTS OF RONALD F. CHAMRIN, ASSISTANT DIRECTOR, ECONOMIC
COMMISSION, AMERICAN LEGION; DENNIS M. CULLINAN, DIRECTOR,
NATIONAL LEGISLATIVE SERVICE, VETERANS OF FOREIGN WARS OF THE
UNITED STATES; AND RICHARD F. WEIDMAN, EXECUTIVE DIRECTOR FOR
POLICY AND GOVERNMENT AFFAIRS, VIETNAM VETERANS OF AMERICA
STATEMENT OF RONALD F. CHAMRIN
Mr. Chamrin. Thank you, Madam Chairwoman. It is an honor to
be back and it is good to see you and Ranking Member Boozman.
Once again, thank you for this opportunity to present the
American Legion's view of the licensure and credentialing of
servicemembers and veterans to the Subcommittee today.
The American Legion asserts that veterans have been
trained, educated, disciplined, and molded by the greatest
military that the world has ever seen, yet a large number of
these skills are deemed non-applicable in the civilian sector.
With all of these great skills and abilities, a casual
observer would assume that veterans are easily employed and can
transition their military experience to the private sector with
ease. Unfortunately, that is not the case.
The American Legion supports efforts to eliminate
employment barriers that impede the transfer of military job
skills to the civilian labor market and that the DoD take
appropriate steps to insure that servicemembers be trained,
tested, evaluated and issued any license or certification that
may be required in the civilian workforce.
The American Legion supports making the GI Bill available
to pay for all necessary civilian license and certification
examination requirements, including necessary preparatory
courses. We also support efforts to increase the civilian labor
markets acceptance of the occupational training provided by the
military.
Speaking of military training, the DoD provides some of the
best vocational training in the Nation for it's military
personnel and establishes measures and evaluates performance
standards for every occupation with the Armed Forces. There are
many occupational career fields in the Armed Forces that can
easily translate to a civilian counterpart. Additionally, there
are many occupations in the civilian workforce that require a
license or a certification.
Upon separation, many foreign military personnel certified
as proficient in their military occupational career are not
licensed or certified to perform the comparable job in the
civilian workforce, thus hindering chances for immediate
civilian employment and delaying career advancement. This
situation creates an artificial barrier to employment upon
separation from military service.
The VA and their potential impact on licensure and
credentialing.
The American Legion applauds the fact that since January of
2006, all eligible veterans using the GI Bill programs can now
receive reimbursement for licensing and certification tests.
However, the government is paying twice and sometimes three or
more times for training and licensing of the same task. DoD
also spends billions of American tax dollars each year training
members of the military. Some civilian skills are very similar
in nature to those duties performed while in the military, yet
taxpayers may be funding training twice for the same individual
through the DoD and then the VA, through the GI Bill program.
This is financially irresponsible and counterproductive to
individual veterans who must use their earned GI Bill benefits
to take civilian proficiency tests. The American Legion also
notes that there have been veterans who are reservists called
to active duty that are losing their earned education benefits
once they complete their service contract. Therefore, they must
find alternative means for funding.
The most recent visible example of this unjust denial of
benefits is the demobilization of 2,600 members of the
Minnesota National Guard who has just performed the longest,
continuous combat tour in Iraq of any military unit to date.
Mobilized for 22 months, they are ineligible to enroll in the
GI Bill active duty because they fall short of the required 24-
month deadline by only 2 months. If they wanted to use the GI
Bill for licensing and certification after they are done with
the National Guard and the Reserve Service they can't, because
they are no longer in the Reserves.
Military transcripts. Military transcripts provided from
each of the Armed Forces provide a very limited training
education record and at times are incorrect, missing, or
additional information is listed. I myself have three military
occupational specialties (MOSs) from the Army but it has five
listed in my military transcript. So I have to go through the
steps to correct that and take off additional MOSs that I am
not even qualified for.
Once again, highlighting the Guardsman in Minnesota, many
of them infantry, these servicemembers have enormous talents,
skills, and attributes they have used while in theater.
However, because tasks they performed are so unique and
difficult to succinctly describe, they are left with an empty
shell of a resume.
We observe that Transition Assistance Program (TAP) modules
are excellent avenues for each individual U.S. State to access
transitioning servicemembers. When servicemembers are at these
TAP sites around the country, each State workforce agency or
credentialing board can provide important information. Better
coordination, communication and interaction of credentialing
boards and the training commands of each of our Nation's Armed
Forces are needed. Furthermore, military trainers, doctrine
writers, and evaluation tests for military skills should
coordinate with their civilian counterparts and attempt to
synchronize military tests with their civilian counterparts.
My final point will be the National Association of Boards
and the Counsel of Licensure Enforcement and Regulation that
has a database of national approving boards. Each TAP site
should coordinate with boards to have a representative
participate. Additionally, each U.S. State regulatory board
should also coordinate with TAP personnel and brief on
transitioning servicemembers the unique relevant requirements
needed for certification.
In conclusion, there have been estimates that approximately
60 percent of the workforce will retire by 2020 and competent,
educated, and capable individuals must replace the workforce in
order to assure the United States retains it's competitive edge
in the world. The veterans of this Nation make up a well-
qualified disciplined pool of applicants. Increasing
recognition of military training by integrating licensing and
credentialing must be strengthened to assist our country's
finest to achieve their professional goals.
Madam Chairwoman and Ranking Member Boozman, I appreciate
the opportunity to present the American Legion's views on these
important issues. I would be happy to answer any questions you
may have.
[The prepared statement of Mr. Chamrin appears on p. 25.]
Ms. Herseth Sandlin. Thank you very much for your
testimony. Mr. Cullinan, you are now recognized.
STATEMENT OF DENNIS M. CULLINAN
Mr. Cullinan. Thank you very much, Madam Chairwoman, Mr.
Boozman. On behalf of the men and women of the Veterans of
Foreign Wars, I want to thank you for inviting us to testify at
today's important hearing.
As cited in the September 2005 ``Study on Coordination of
Job Training Standards with Certification Standards for
Military Occupational Specialties,'' our Nation needs an
increasingly skilled workforce. We would all agree that there
is no more deserving or valuable a group of American workers
than our Nation's servicemembers and veterans. Key to our
facilitating a smooth and ready transition from the military to
the private sector workplace is civilian credentialing.
Civilian credentials maximize a servicemember's ability to
demonstrate that the skills acquired in the military are on a
par with their civilian counterparts. This results in
diminishing the periods of unemployment or underemployment that
might otherwise occur when moving into the civilian workforce.
The civilian workforce increasingly relies upon
credentialing as a way to regulate entry into certain
occupations and to promote accountability for performance and
public safety. Its value to the military is also being
increasingly recognized. Credentialing offers professional
growth and development opportunities for individuals in the
service and has been used by the Military Services for both
recruiting and retention.
The gaps that exist between the requirements for civilian
occupational credentials and the world class education,
training, and experience provided by the military continue to
make it difficult for transitioning military to make a smooth
entry into the appropriate civilian sector employment.
Additional challenges to credentialing the servicemember
include statutory fiscal constraints. Insufficient legal
authority exists for the Armed Forces to expend appropriated
funds for servicemembers to acquire civilian and or commercial
occupational credentials. For example, absent specific
statutory authority, appropriated funds may not generally be
used to pay for commercial certifications, although
appropriated funds may be used to pay for commercially
contracted training courses that include an examination leading
to credentials if the examination logically relates to the
training and is part of a purchase price of a course package.
Reserve forces face additional constraints.
Even with these constraints and challenges, the
credentialing picture for our servicemembers transitioning into
the civilian workforce has improved markedly with the current
and continuing programs of each of the Military Services and
the cooperative efforts between DoD and Defense. Excuse me. The
Department of Labor and Defense.
It is clear, however, that much more needs to be done and
done quickly. The situation is especially urgent not only in
the context of doing the right thing by our young men and women
in uniform moving into civilian lives but in considering that a
high number of these important jobs are now being carried out
by baby boomers.
Over the next 10 years over half of this aging population
will be retiring. It is very much in our national interest to
make sure we have the right people in place to assume these
very important, highly demanding occupations. This is a matter
of our collective economic and governmental security.
Madam Chairwoman and Members of the Subcommittee, Mr.
Boozman, this concludes my testimony. I would urge you to
review the attached VFW Resolution Number 618 entitled,
``Licensure and Certification,'' which urges in part a
standardized licensure and certification requirement be adopted
by the appropriate Federal and State agencies and that recently
separated servicemembers be afforded the opportunity to take
licensing and certification exams based on existing skills
acquired while in the military.
Thank you very much. I would be happy to respond to any
questions you may have.
[The prepared statement of Mr. Cullinan appears on p. 27.]
Ms. Herseth Sandlin. Thank you very much for your
testimony. Mr. Weidman you are now recognized for 5 minutes.
STATEMENT OF RICHARD F. WEIDMAN
Mr. Weidman. Madam Chairwoman, Mr. Boozman, thank you very
much, both of you, for your continued bipartisan leadership on
these vital issues of employment and training and economic
opportunities for America's veterans.
The subject this morning of licensure and certification to
many seems a dry and arcane one, but it is by no means a dry
and arcane one. It is a significant barrier to employment and
more importantly to utilizing the skills for which the
taxpayers have spent billions of dollars. The grand daddy of
all training institutions is the United States military. They
do it well. They do it extensively. They leave no one behind.
And you have to get it right. There is no do over when you are
doing explosive ordinance disposal. You either learn it and you
learn it cold and you get it right coming out of school or you
die. It is as simple as that. And that is just one example of
many military occupations.
But the occupations to run the United States military and
work the modern battlefield cover virtually every type of work
that our society needs performed today in order to remain
competitive in the world and get our Gross Domestic Product up
and to compete in the global markets. Yet we are not certifying
those acquired skills for which, literally, we have spent
billions to teach people how to do this, to acquire this
knowledge, to acquire these extraordinary skills. And for the
lack of the civilian certification to be marketable in the job
market once they come out of the military we are throwing all
of those resources away that we can ill afford to let go.
We are very grateful to the Congress for all of the
increases in the Montgomery GI Bill and our hope is that we
will return to a World War II style GI Bill for people in the
future, but that is more billions. But in the meantime, lets
capitalize off what we have already spent. With some thought
and with bringing stakeholders together we can in fact begin to
move forward.
One of the most notable examples following the Vietnam War
was the MEDEX program and it began with one program called the
MEDEX program at the Dartmouth College it was then. It is now
Dartmouth University in Hanover, New Hampshire. I was in
Vermont and the Vermont State College System at that time and
one of my other duties as assigned, if you will by my college
president, was to help recruit medics and corpsmen for that
first class in medics in Dartmouth, because I was in Northern
Vermont.
The whole profession of physician assistants (PAs) really
grew from that one program and from the desire to capitalize
off that wealth of experience, knowledge, and skills that we
brought home. Many of us knew things far beyond what one would
anticipate. I could not even get a job on an ambulance if I
wanted it because I was not a certified emergency medical
technician (EMT). However, in Vietnam, I delivered babies. Not
of GI's but of Vietnamese nationals. I did not just cryacheo
tracheotomies but tracheotomies. I could do cut downs. I did
inserted chest tubes. And I could go on and on and on.
The point about it is, and I was not unusual as a medic.
Many other people did the same thing and had those kinds of
skills but there was no place to get them credentialed within
our society. I think many of us know, and certainly in South
Dakota and Arkansas and other rural-area physician assistants,
have become an absolutely indispensable part of the medical
network for delivery of medical care. This is just one example.
And we can do this right across the board with forethought and
with relatively little expenditure of funds.
As part of Public Law 106-50, the Congress recognized that
and created a credentialing element, if you will, but
unfortunately put it in the Veterans Corporation. And the
Corporation was not even up and running. It should have been at
the Department of Labor all along. It should be placed at the
Department of Labor today. And we should not just authorize it,
but put some significant funds behind it.
And how to do that, if I may be so bold as to suggest, is
not in a formal hearing, but a roundtable bringing stakeholders
together from DoD, from VA, particularly from VA Voc Rehab,
Department of Labor, the Veterans Service Organization since
Shirley, but also others like business leaders. I would call
your attention to the fact that the business community is
crying out for skilled workers and it is having a tough time
recruiting.
One of the things that Vietnam Veterans of America does,
and we are a full member of the United States Chamber of
Commerce, is we are active on the Institute for a Competitive
Workforce. And big business and small businesses are deeply
concerned about finding people who can perform the tasks that
they need performed.
What we should be doing is credentialing those people
coming out of the military so that they can get those jobs and
help American business continue to grow our Domestic Product,
Gross Domestic Product. We cannot have a strong defense if we
can't pay for it, so why in the world are we wasting the
billions that we have used to train people who can help our
economy stay strong, prosperous, and growing even more quickly
than it is today.
Madam Chairwoman, that concludes my statement. I would be
happy to answer any questions that you or the Ranking Member
may have.
Once again, thank you very much for the opportunity to join
you here today.
[The prepared statement of Mr. Weidman appears on p. 29.]
Ms. Herseth Sandlin. Well thank you. I appreciate the
testimony from all three of you and the insights you have
provided.
Let me start with you, Mr. Chamrin. You had stated that we
are essentially funding the same training twice. As my
constituents in the audience leave to catch their flight back,
this is an issue that is important. I will let them go. They
are terrific folks with the American Legion from South Dakota.
Jean and Reed, we will see you back in the State.
As they are leaving, Reed brought up an issue to me that
relates to this topic. In the Air National Guard, some of the
mechanics trained to take care of the aircraft at Joe Foss
Field, via a civilian Federal agency with the Federal Aviation
Administration, mechanics must go through a different process
by which to get the credentialing to work on planes on the
other side of the runway.
When we talk about paying for the training twice, have you
done any analysis of what skills we are talking about where
this is most frequently taking place in terms of the training
provided at DoD? Then how is that training getting duplicated
unnecessarily, in your opinion and in your testimony, to meet
certain certification requirements once there is a transition
to the civilian sector utilizing VA benefits?
Have you done any kind of categorization or inventory of
which skills-sets were the most frequent?
Mr. Chamrin. Unfortunately, there are no studies, but I can
provide you numerous letters from our constituents and our
members to the American Legion.
I was primarily focusing on the testing and having to use
the GI Bill to pay for these licensing and certification
testing when, if the DoD could provide a license through DoD
dollars rather than having the veteran use their GI Bill
benefits for the licensing and certification.
Ms. Herseth Sandlin. Okay. I appreciate that clarification.
On a similar line, I have a question for all three of you.
Has there been any analysis done and you stated this in your
testimony Mr. Chamrin where you make reference to the
President's Commission on Servicemembers and Veterans
Transition Assistance? Of the 105 military professions that
require licensure and credentialing, which of the 105 are
giving veterans the most difficulty when transitioning to the
civilian sector?
Do we have any inventory or analysis there?
Mr. Chamrin. Thanks. Rick alluded to that. The medical
fields are really difficult, because they are so precise and so
technical.
[To Rick Weidman.] If you know the exact ones, I don't know
the exact ones.
But I know that if you were a GP in the military, it might
be more easy to transfer that skill of general practitioner.
But if you were a cardiologist or a specific skill, it is going
to be really hard to get the military training--the military
certification over to the civilian, unless you take that State
Board and then you are certified there.
I couldn't talk about all 105, though.
[To Rick Weidman.] Maybe, do you know?
Ms. Herseth Sandlin. Before you follow up on that, I think
Mr. Cullinan and you had stated in the resolution that you
referenced what VFW has proposed. When you say if they have not
taken a State Board, is the problem here the fact that there is
DoD policy whereby funds don't exist to pay while on active
duty to meet State Board requirements or other certification
requirements?
Mr. Cullinan. Well, there were a couple. I think it was
alluded to earlier. You take the case of the Guard and Reserve,
Ron, I think you mentioned that. You leave the Guard and
Reserve, you don't have an educational benefit anymore so you
are out of luck.
The other issue that we are looking at as an organization,
there are certain skills that are acquired while in the
military, be that as it may, if you want to go into a given
profession, say you know electronics, the healthcare field.
Oftentimes, the State will require you to go through a certain
educational process before you can take the exam.
What we are saying is if the military standards are
equivalent that individual should either be able to take the
exam without any kind of educational or minimal or reduced
requirement. And that is our proposal.
Ms. Herseth Sandlin. Thank you. Mr. Weidman, did you have a
followup?
Mr. Weidman. A lot of it is not money. It is not going to
cost you any money out of hand. I will use the example of the
EMT with the Army medics. One of the things that we started
with some other folks and it was actually started by a guy by
the name of Doug Taylor, who is tired of listening to me crab
about it, who was the veterans representative on the Job
Training Partnership Council for the State of New York. And
Doug took the lead and it was backed up by Jim Hartman who was
a USD of Well Vets Director for the State of New York. And we
got other folks, including the Governor, behind it.
And we were able to get the attention of the services and
particularly of the Army at Fort Sam Houston where all Army
medics train. So since that time, and I think it is still going
on, when people graduate from Fort Sam, from the Medical
Training Center, they have the option of taking an EMT exam.
What took 3 years was getting all 53 jurisdictions to agree to
accept this one exam that was a combination of written, oral,
and practical. And they finally achieved that.
And, therefore, you would have this credential even at the
beginning of your Army career so when you came out you could
always find a job. EMT's are always in demand, whether you are
in an urban area or a rural area, and particularly if you have
hands on experience, which obviously medics since the advent of
Operation Enduring Freedom/Operation Iraqi Freedom (OEF/OIF)
have a great deal of hands on experience, more than enough to
last seven lifetimes.
Ms. Herseth Sandlin. I appreciate that. Before I recognize
the Ranking Member, let me comment that when you bring up EMT's
as one example we have a number of National Guard and Reservist
in South Dakota, and I am sure a lot of other States, that
actually are EMT's in their communities. In rural areas in
particular. Time and again, and particularly both trips that I
have made to Iraq, the comments of the generals are, ``Oh, with
the National Guard and Reserve, they bring all of these other
skills to the table,'' from their civilian careers.
I would think that if we are transferring it more readily
one way, then we should be able to transfer it more readily the
other way. Let me now recognize Mr. Boozman for his questions.
Mr. Boozman. Thank you very much. I guess this is something
that I have really been interested in and it just makes all the
sense in the world, but it is difficult. It seems like there is
really a couple things going on. You have the actual
certification that you have to do. So if you are a truckdriver,
and I just came back from Kuwait and Iraq and Afghanistan. We
have a lot of National Guardsmen in Kuwait and that is the area
where they are bringing all this stuff in and then they are
trucking it over. And, in fact, they had an impromptu pinning
of a couple of guys with Purple Hearts that were truckdrivers.
About one in ten of the convoys get hit. And so these guys are
driving these huge rigs that are up armored and stuff. And
those same guys when they come back to the States, if they are
on an interstate and driving an Army truck, it is perfectly all
right to do.
So the credentialing is a problem. It seems like there
should be some mechanism that those guys get their commercial
drivers license by basis of their Army training. That is one
problem we have and it does not matter the profession.
The other problem, though, is getting licensed in a State.
And that is not just an Army or not just a military problem. I
am an optometrist. I am from Arkansas and if I decided that I
wanted to go and practice in a sunny, nice retirement State, it
would probably be very difficult for me to get a license there.
These licensures should be strictly just for competence but
they are also designed to keep people out.
And that is just the way it is. Now what has happened in
the last several years that has been broken down to a large
extent. When I started practice in Arkansas 30 years ago, you
had to own property in Arkansas for a year before you could
take the test.
So we have these other problems. And that has all gone away
now, but it does--most States now, have reciprocity where they
work back and forth. Not all of them, but most of them do. So
the other thing is figuring out how the military is almost like
a State where it has reciprocity like the rest of the States.
So I guess what I am saying is that this thing is something
that we have to get done. It is a commonsense thing, but there
are some things out there that we have just got to work
through. And some of the problems that we are dealing with
aren't inherent just to the military.
The other problem, I think, is that again, if a guy has
been in Iraq, say he has been in the military 10 years and he
has been a truckdriver the whole time regardless of where he
has been, he has run up and down the interstates, is getting
credit for those 10 years and that I think is really one of the
bigger deals of all this is when he hires on at a major
trucking company or an independent, that it is recognized, and
that he has 10 years behind the wheel and so many miles. And
many times, they don't do that. Okay?
So those are kind of the problems. You can comment about
those things if you would like. I think the roundtable approach
to some of these things might be a good idea because it is
really difficult to kind of get to the root of some of this
stuff, unless you aren't just kind of visiting back and forth
and maybe have some of the heads of the State Boards in
different professions that can give us input. And, again, like
I said, in some cases, I think we will find that this is not
just a military problem, it is just a problem in general.
Mr. Chamrin. Madam Chair, may I say something? Regarding
the truckdrivers, in the Army because I am still a Reservist,
there are badges for safe driving according to the number of
miles. I think it is 10,000 then 20,000. I couldn't tell you
exactly, but there are badges.
And we were talking about some skilled professions, doctors
and PA's, but just to transport ammunition you need a hazmat
license and hazmat qualification. So people in my Reserve unit
are going to Fort Meade, taking a class, getting a hazmat
certification through the Army, transporting just M-16 rounds
down to Fort A.P. Hill so we can fire them for a qualification.
But that is only within the military. They can't go to Virginia
and drive hazardous materials through the State of Virginia.
And, if I may, really quickly, going back to the Minnesota
National Guard, a lot of them are 11-Bravo, which is infantry
men. But many of us know that they have performed duties much,
much more than infantry men such as like a chief advisor to a
Mayor, a facilitator of incubators, maintenance at a local
hospital, and more specified individual tasks. So if we can
take those skills and also put it on the military transcript.
I can just speak for the Army Training Requirements and
Resource System, they can put that in there. Not just their 11-
Bravo where they can shoot an M-16 and a 249 and specific
weapons, but what they actually did in Iraq and Afghanistan on
there.
Ms. Herseth Sandlin. I think there is some agreement here,
that is a very good point. Currently, what is the barrier to
integrating that on the transcript? As you described some of
these other duties that folks serving in Iraq and Afghanistan
are undertaking, duties that are not specific to the particular
mission of the National Guard or Reserve Unit that are really
on Nation building responsibilities.
What is the current barrier to doing that?
Mr. Chamrin. I don't know if there is a barrier, but there
are not a lot of mechanisms in place already.
Ms. Herseth Sandlin. Okay.
Mr. Chamrin. Because I believe the representative for the
DoD can better answer this, but I know that for noncommissioned
officers you have your evaluation reports. And that really
contains what you do over the course of the year and that is
also in your personnel records. But if you were just going to
look in your military transcript then those duties aren't
involved in your schooling and your education.
Mr. Cullinan. And Madam Chairwoman, I would like to follow
up on that, if I may? Something else we were discussing back in
the office in a similar vein, another obstacle to people in the
military pursuing a civilian sector job, be it EMT,
truckdriver, avionic specialist, is there is so much
uncertainty and differences from State to State as to what is
required, what you have to do, what you have to do to get a
license. Do you need a license? Is it simply a certification
program? What is the educational requirements?
And what occurs to us is that years ago there was a similar
situation, about 40, 50 years ago when it comes to things like
business law. At one point in time every State had it's own
business law practices. At a certain point in time a group of
lawyers and business professionals got together and came
together with a solidified code of business law and ethics. And
it wasn't imposed from the Federal Government on down. It was
simply made available for adoption. And eventually that is what
the States did.
And I think there is something similar to happen along with
the construction code. At one point every State had a different
code, well engineering and other experts got together, came up
with a code, presented it, made it available to the States for
adoption. That is eventually what they did. And perhaps
something along that line needs to be done with respect to
credentialing and certification as well.
I realize it goes outside of the purview of this Committee.
It is a bigger issue than that. But what we are talking about
is addressing an issue that touches the military and the
civilian sector. We need some kind of unified code. We need the
experts to get together and devise it and hopefully the States
would adopt it.
Mr. Weidman. I think the major impediment is that nobody
thinks it is their job. Now the military's prime job is
defending a nation. And the job of the military is to kill
people and destroy property. That is what we do. And training
and everything that contributes to forced readiness to be ready
to be at optimum strength to defend the Nation is the job of
the military. But they don't see it as their job about what
happens when people separate. But it needs to be defined as a
national defense question. If you can't pay because our economy
is faltering for that defense machine, then we are in deep,
deep trouble.
So the question is, is it part of the job of the military
to assist in an active way with the certification? The answer
is yes. Is it--should it be them taking the lead? If DoD does
it, the people will start to listen. I am going to suggest that
Labor, that role needs to be defined and Labor needs to
exercise some proactive leadership for a change.
And I would also suggest that the private business sector,
and that is why I keep suggesting the Chamber, not just because
I am very familiar with it, but when the U.S. Chamber speaks,
people listen. They represent the backbone of the engine that
creates jobs and creates wealth in this country. And NFIB,
National Federation of Independent Business, National Small
Business United, they will all follow in the wake if in fact
you get the Chamber moving. And we would be glad to help
facilitate meetings with key people at the Chamber beginning as
early as next week at the Institute for Competitive Workforce.
But what the Congress can do is define it, and get DoD to
accept it as a role that they need to follow through on to
credential all those people on the way out the door or to
assist. And to achieve those many different agreements with the
53 jurisdictions for the certification and with the various
professions that has to be the Department of Labor to take it's
job seriously, to remove what is now a barrier to employment
and in the barrier to fullest possible employment of the skills
that we have spent billions to impart to these young men and
women separating from the military.
Mr. Chamrin. And one thing that I think we forgot to add
is, we are of the opinion that this will be a great recruitment
and then retention tool. You can recruit people into the
military if you are able to get a license when you leave the
military. And then if you were to--if you chose to re-enlist,
you know, it is usually senior NCOs and upper level captains or
above who get the more technical certifications and skills-
sets. So if they chose to remain in the military because they
are able to get this stuff while in the military, you can aid
in the retention of your total volunteer force.
Ms. Herseth Sandlin. Along that line, let us take just
recruitment and retention within the National Guard over the
last few years. Are any of you aware of any State Governor that
has looked into coordinating with his or her National Guard
adjutant to do precisely that?
Mr. Chamrin. I don't have any numbers. It is not because
they are not out there, I just haven't researched it.
Ms. Herseth Sandlin. Okay. I think it might be helpful that
we all look into that issue. Perhaps there is a model whereby
someone got creative on the State level with National Guard and
Reservist in their recruitment goals to coordinate the
licensing from State Boards with the training that is happening
in a transportation company, for example.
Let me ask one other question. Mr. Boozman, do you have a
followup question? Okay.
Mr. Chamrin, you have recommended expanding Montgomery GI
Bill benefits. Have you approached the VA or other VSOs
regarding this recommendation to expand the MGIB benefits to
include the examinations and preparatory courses for licensing
and certification requirements?
Mr. Chamrin. It is loosely. We do have a resolution that
says MGIB should be used for all education. And then that
covers all the licensing, certification, and tests associated
with that.
But formally approaching the VA, we have not.
Ms. Herseth Sandlin. Okay. Mr. Cullinan or Mr. Weidman,
would your organizations----
Mr. Cullinan. We have a similar resolution----
Ms. Herseth Sandlin. Okay.
Mr. Cullinan [continuing]. Calling for it to cover. And we
also support portability for the Guard and Reserve.
Ms. Herseth Sandlin. Yes.
Mr. Cullinan. That is a key obstacle right now. And for, as
you know, that falls under Title 10. So that is, there is
another problem. There is legislation out there to address that
issue but I will stop there.
Mr. Weidman. VA is committed to getting Senator Webb's bill
passed on both sides of the Hill and to folding Senator
Lincoln's provisions in there for the Guard and Reserve and to
expanding the entrepreneurial training and vocational training
and on-the-job training aspects of a brand new GI Bill for the
21st century.
Ms. Herseth Sandlin. Thank you. Mr. Boozman.
Mr. Boozman. No.
Ms. Herseth Sandlin. Okay. We want to thank all of you for
your testimony.
Mr. Boozman. Thank you.
Ms. Herseth Sandlin. We hope you will be able to stay and
then we will perhaps have time to visit with you after the
hearing to start coordinating some followup discussions on this
issue.
I would now like to invite our witnesses on the second
panel to the witness table.
Joining us on our second panel of witnesses are frequent
visitors as well. Ms. Leslye Arsht, Deputy Under Secretary of
Defense for Military Community and Family Policy in the U.S.
Department of Defense; Mr. John McWilliam, Deputy Assistant
Secretary for Veterans' Employment and Training Services in the
U.S. Department of Labor; and Mr. Keith Wilson, Director of
Education Service for the Veterans Benefits Administration in
the U.S. Department of Veterans Affairs.
Your complete written statement has been made part of the
record. Ms. Arsht, you are recognized for 5 minutes.
STATEMENTS OF LESLYE A. ARSHT, DEPUTY UNDER SECRETARY OF
DEFENSE (MILITARY COMMUNITY AND FAM-
ILY POLICY), U.S. DEPARTMENT OF DEFENSE; JOHN M. McWILLIAM,
DEPUTY ASSISTANT SECRETARY, VETERANS' EMPLOYMENT AND TRAINING
SERVICE, U.S. DEPARTMENT OF LABOR; AND KEITH M. WILSON,
DIRECTOR, EDUCATION SERVICE, VETERANS BENEFITS ADMINISTRATION,
U.S. DEPARTMENT OF VETERANS AFFAIRS
STATEMENT OF LESLYE ARSHT
Ms. Arsht. Thank you. Thank you, Madam Chairwoman. Thank
you for the opportunity to discuss the progress that we have
made, the Department of Defense, and the Military Services in
providing information and assistance to servicemembers
regarding licensure and credentialing.
Returning to private life after serving in the military is
a very complex undertaking. When separating, retiring, or being
released from active duty, the transitory servicemember's most
immediate goal is finding a job, accessing education to change
careers, and ultimately improving his or her long-term economic
quality of life.
The Department recognizes that the attainment of a civilian
credential is important to the servicemember's transition to
comparable civilian employment. Great progress has been made in
providing transition assistance during the past year. We have
succeeded in providing licensing and credentialing information
in a range of ways and in different formats in order to appeal
to individual learning styles and ensure the widest possible
dissemination.
The information is provided through classroom delivery from
an instructor, by online interaction, and through one-on-one
coaching so that servicemembers have the latest most accurate
information about transition assistance benefits available at
their fingertips in order to make informed decisions about
their future.
An integral aspect of licensure and credentialing is it is
being introduced to servicemembers early in their careers, not
just at the time of separation. But let me start with the
Transition Assistance Program (TAP). Transitioning
servicemembers and demobilizing National Guard and Reserve
personnel are provided information about licensure and
certification through TAP, our traditional Transition
Assistance Program. Now that offering is greatly enhanced by
TurboTAP, our newest transition portal developed in
collaboration with the Department of Labor and the VA.
TurboTAP's Pre-separation Guide for Active Component
Servicemembers, a Transition Guide for the Guard and Reserves
provides a wealth of information about credentialing programs.
Through TurboTAP's Employment Hub, servicemembers can access a
section entitled, ``Translating your Military Skills.'' This
hub also links to the Military Occupational Classification
Skills Translator which helps military personnel translate
their military specialties to civilian occupations.
Because we recognize that young servicemembers today are
very savvy when it comes to technology, we have made the site
easy to navigate and have deliberately placed access to
information in multiple locations on the site. It is all there
at their fingertips and accessible 24/7. I think you will agree
that the Military Services have significantly augmented their
focus on licensure and credentialing as well. The Army and Navy
have conducted extensive research to link each of the military
occupational specialties and Navy ratings to civilian jobs and
applicable civilian licenses and certifications.
Through the Army and Navy Credentialing Opportunities On-
line Web site referred to as ``COOL'' soldiers and sailors are
provided access to comprehensive information about
certification and licensure. This site helps them understand
what it takes to obtain the corresponding credentials and
identifies resources that will help pay credentialing fees.
Air Force emphasis on licensure and certification is linked
to associate degrees it provides to its enlisted force through
the Community College of the Air Force. The Air Force has
structured these degree programs to replicate certification
requirements for careers in the civilian sector.
The Marine Corps uses a variety of existing public and
private sector resources to assist servicemembers with
licensure and credentialing and funds one accredited
certification per marine for those who don't have a college
degree. Marine Corps Transition Assistance Management Program
personnel are Certified Workforce Development Professionals who
counsel marines one-on-one, helping to translate their military
experience and training into information relevant to
corresponding civilian careers.
The Department has stepped forward to take this commitment
yet a level higher. As part of the commitment made in the Task
Force Report to the President on ``Returning Global War on
Terror Heroes'' a special DoD-DoL Credentialing Working Group
is in the process of collecting and collating data on all
occupational specialties by military service including National
Guard and Reserves based on how many people are in each
specialty. The Department will use the outcome of this study to
identify adjustments that can be taken within the relevant
Service Schools to potentially generate certifications in
corresponding private sector jobs.
We acknowledge the importance of providing servicemembers
clear and definitive information on licensure and credentials
at many points in their military careers. Providing this
information early on allows servicemembers to plan and seek out
any additional required classes they need to complete and meet
civilian occupational requirements and their goals.
Madam Chairwoman, on behalf of the men and women in the
military today and their families, I thank you and the Members
of this Committee for your steadfast support during these
challenging times. Thank you.
[The prepared statement of Ms. Arsht appears on p. 31.]
Ms. Herseth Sandlin. Thank you very much. Mr. McWilliam,
you are recognized.
STATEMENT OF JOHN M. McWILLIAM
Mr. McWilliam. Madam Chairwoman and Ranking Member Boozman,
I appreciate the opportunity to talk with you today about the
role of the Department of Labor in helping transitioning
servicemembers and veterans in obtaining the licenses and
certifications required for civilian jobs. Our Nation needs an
increasingly skilled workforce. We recognize that the skills
obtained during an individual's military service can meet the
needs of the civilian workforce.
Since the start of the Global War on Terror, the Department
of Labor has increased it's focus on servicemembers
transitioning from military to civilian employment. Our
strategy is three-pronged. First, we work with the Department
of Defense to get more troops to the Transition Assistance
Program employment workshops. TAP is our earliest opportunity
to identify transitioning servicemembers that might need help
in obtaining licenses and certifications. That is one of the
topics covered during the workshops.
Second, we are educating servicemembers and employers on
their rights and responsibilities under the Uniformed Services
Employment and Reemployment Rights Act (USERRA) and vigorously
investigating complaints under the law.
And, finally, we reach out to employers through our
national ``HireVetsFirst'' Campaign, which highlights the value
veterans bring to the workforce.
In April of 2006, a joint Departments of Defense and Labor
Credentialing Work Group was formed to coordinate our efforts
on licensing and certification. The Work Group has incorporated
the guidance of Public Law 109-461. The group is focusing on
military occupations that comprise a high proportion of exiting
servicemembers and that can be matched to high-demand
occupations in high-growth industries.
The Work Group will assess the instruction used to train
servicemembers and contrast it to the civilian training that
leads to credentialing. Working with the Service Schools and
industries, the group will determine what military training is
relevant to certification for civilian occupations. Since the
enactment of Pubic Law 109-461, we have worked to identify
funding to support the authorized demonstration. We are
currently developing a competitive Solicitation for Grant
Applications using available program year 2007 funding that
will support a demonstration program for one MOS. The program
will last for 3 years. We intend to request additional funding
in the future years that will allow this single demonstration
program to expand to the authorized 10 MOSs.
In addition, we intend to include licensing and
certification for transitioning servicemembers as part of VWIP,
the Veterans' Workforce Investment Program, funding for program
year 2009. Currently, many of our VWIP grantees include
licensing and certification as part of their services, but they
base that on the individual's employment plan and military
experience. The new effort under VWIP will support the Work
Group by focusing on the Military Occupational Specialties
rather than the individual veteran.
In addition, Department of Labor has worked with business
groups and other organizations to acquaint them with military
training and ease the transition to a civilian credential.
Madam Chairwoman, this concludes my statement. I will be
pleased to respond to any questions.
[The prepared statement of Mr. McWilliam appears on p. 34.]
Ms. Herseth Sandlin. Mr. McWilliam, thank you. Mr. Wilson
you are recognized for 5 minutes.
STATEMENT OF KEITH M. WILSON
Mr. Wilson. Thank you. Good afternoon, Chairwoman Herseth
Sandlin and Ranking Member Boozman. I appreciate the
opportunity to appear before you today to discuss VA's
education benefits for licensing and certification testing.
My testimony will address the details and background of the
program for beneficiaries of the Montgomery GI Bill Active
Duty, Selected Reserve, Reserve Educational Assistance Program,
and Dependents Educational Assistance Program as they relate to
licensing and certification exams.
While licensing and certification test reimbursements
constitute a small portion of our overall payments, they
nonetheless play a vital role in helping veterans and
servicemembers make the transition from military to civilian
life. An individual eligible for MGIB-active duty or Dependents
Educational Assistance Program benefits can receive
reimbursements for licensing and certification tests taken on
or after March 1, 2001. Individuals eligible for MGIB-selected
reserve and the Reserve Educational Assistance Program can
receive reimbursements for licensing and certification tests
taken on or after January 6 of 2006.
We do not consider Military Occupational Specialties when
determining who gets reimbursed for taking an exam. The maximum
education benefit payment per approved test is $2,000. There is
no limit to the number of tests that may be taken, except that
an individual cannot exceed his or her maximum education
benefit entitlement.
It is not uncommon for an individual to take a series of
tests. For instance, a veteran or servicemember may take a
series of exams to certify programming skills in different
types of computer languages. Currently, there are over 4,300
exams approved for reimbursement benefits. Since the inception
of the program, VA has made approximately 31,500 payments to
14,300 individuals with an average reimbursement of $408 per
exam.
Recognizing the importance of licensing and certifications,
VA has appointed an individual with expertise in these areas to
serve as a member of the Veterans Advisory Committee on
Education. This individual provides advice concerning licensing
and certifications and how these benefits assist in the
transition from military to the civilian workforce.
We believe the continued provision of benefits for
licensing and certification tests will play a valuable role in
assisting eligible individuals with their readjustment to
civilian life and prepare them for the critical roles in the
twenty-first century.
Madam Chairwoman, this concludes my statement. I would be
pleased to answer any questions you or other Members may have.
[The prepared statement of Mr. Wilson appears on p. 36.]
Ms. Herseth Sandlin. Thank you, Mr. Wilson. Thanks to all
three of you for your testimony. Mr. Boozman.
Mr. Boozman. Mr. McWilliam, did you say that you had
identified the areas that you were going to look at as far as
the professions in the pilot.
Mr. McWilliam. There are two aspects, Mr. Boozman. One is
the credentialing Work Group you will have with the Department
of Defense. They are in the process of identifying all of the
MOSs to look at. As soon as we have that information from them,
we will use it to choose one of the first MOSs for the Veterans
Workforce Investment Program Solicitation for Grant
Applications later this year.
Mr. Boozman. Okay. Good. I really would like to sit down
with--because it is a complicated thing, you know. You have the
unions involved. You have, in the case of medicine, where you
have all 50 States, 53 entities, it is confusing. So that is a
whole different deal. Like I said with plumbing, things like
that, the unions are heavily involved. You have the unions
involved with truck driving and you have the independent
operator, that are very much not involved.
And so, if we could identify maybe, if you could give us a
list of professions that you know you feel like are going to be
there. And maybe you have some others that are on the border,
and you know if you are--but if we could get a few and just
kind of work through it and get the parties involved around a
table and just really go back and forth with really just
discussing it. You know how it works so that we can all
understand.
I think that would be real helpful and again that is
something that you know we will talk to our Chair about and see
if that is a possibility.
I don't have a lot of questions, but we just need to go
forward with this. And it is just a matter of getting it done.
As I said, we have the different things. We have the difference
of the credentialing when you are in the service. You have
issues of where we can figure out how to get the credential,
then taking that credential and then getting licensed by a
State.
And also in other professions having that credential and
then getting credit for the time that you have driven. I am
saying driven in the case of a truckdriver or whatever, a
plumber is another example. The fact that you have performed as
a master plumber for several years in the service. We would
like to see when they go into the private sector, after the
credentialing is squared away, that they get credit for that.
There are some things, again I think the truck driving is
just an easy example. You can be a great truckdriver in the
military and yet there are civilian rules that you have to show
that you have a knowledge of things. We are really committed to
do--I would like to move the thing forward. I would like to
have a regular update on the progress of the pilot as to what
we are doing, where it is going, what we have accomplished. And
again, see if we can get this thing done.
Mr. McWilliam. You point out some very good things, Mr.
Boozman. There are different ways to attack each one of these
occupations. The one that you have mentioned, transportation,
we have been working quite closely with some trucking companies
who have a great shortage in drivers and are in need of
drivers. And they have been working to attempt State by State
to change the rules to allow military experience and training
to count. So it is a very good point.
Mr. Boozman. Let me just ask one thing real quick. The
Legion mentioned the Council of Licensure Enforcement and
Regulation. Do you all have knowledge of this organization? Are
you dealing with that? Or?
Mr. McWilliam. I don't off hand. Mr. Boozman, I do not have
that information today, but I can get back to you on whether or
not we have had dealings with them.
[The information follows:]
The Department of Labor's Veterans' Employment and Training
Service (VETS) looked into this further and they have had no
contact nor did they seek out the Council of Licensure,
Enforcement and Regulation. This organization does not deal
with issues that might affect the trucking industry, as their
transportation issues surround transportation for hire such as
the taxicab industry.
The Council deals with professional practice services such as
nursing, dentistry, doctors, certified public accountants,
etc., which require individual State licenses to practice in a
particular State or local government entity.
Mr. Boozman. Okay. Good. Very good. Okay. Again, thank you.
It is a very doable thing, though, but we have just got to move
forward. And I think the pilot program really will be a good
vehicle for us really to kind of root out all these different
little problems. But I do think that the Department of Labor is
going to have to be at the forefront of, as was stated by the
earlier group, at the forefront. Somebody has to have ownership
of this. And so, that is the key.
And I think that you all are the people that would
logically be the people to have ownership.
Thank you, Madam Chair.
Ms. Herseth Sandlin. Thank you, Mr. Boozman. Mr. McWilliam,
the joint Credentialing Work Group thus far has accomplished
what? Is the process of identifying the relevant MOSs based on
the highest level of unemployment for people with those MOSs?
How are you going about identifying the most appropriate ones
that need attention here?
Mr. McWilliam. Madam Chairwoman, the Work Group has been
looking at the number of people in those MOSs in the military
and matching them to the high-growth industries, which are the
occupations that we have identified as high-growth industries
within the United States to put the two of them together.
Ms. Herseth Sandlin. Right. Is that the same as the
President's High Growth Job Training Initiative, the same 14
identified sectors?
Mr. McWilliam. Yes.
Ms. Arsht. We are actually looking at the top 10 MOSs of
the population. The highest top 10 that have military people in
them and correlating them to the high-growth need. Part of the
complication is, as one person on the earlier panel said, the
largest MOS is Combat Arms. What we have found in the Working
Group is that we needed to be able to do exactly what the
panelist suggested, which is look at the sub-specialties within
that MOS to be able to align it to civilian demand.
So for instance, someone who had been in their career in
Combat Arms, the large number of them would become technical
trainers and technical trainers are in high demand in the
civilian workforce. So that would be a sub-specialty of Combat
Arms that could have a credential aligned to it.
Ms. Herseth Sandlin. I don't want to second guess how you
have structured this. I do hope that you will, to the extent
possible. In other Subcommittee hearings, we have talked about
whether it is in education benefits, whether it is other areas.
We have made reference to the President's High Growth Job
Training Initiative in the past.
To the extent that you can have that as a point of
comparison so that we are not deviating entirely from that
initiative, but looking for as much common area----
Ms. Arsht. Right.
Ms. Herseth Sandlin [continuing]. Reaching all these
various objectives----
Mr. McWilliam. Certainly.
Ms. Herseth Sandlin [continuing]. With some kind of nucleus
that we are working around.
When do we anticipate that they will identify, finish
identifying those relevant MOSs so that the demonstration
project can begin? Can you give us some sort of timeline? I
agree with Mr. Boozman that regular updates on the process
would be helpful, especially if we are going to be working in
conjunction, in a roundtable fashion, to have that information.
Can you provide a timeline for us for when this will be
complete?
Ms. Arsht. We expect to have identified MOSs by the end of
the year.
Ms. Herseth Sandlin. Okay. Mr. McWilliam, if they are
identified by the end of the year, then how much lead time do
you need to actually get the demonstration project underway?
How long do you anticipate that taking?
Mr. McWilliam. Madam Chairwoman, we plan to go ahead and
write the Solicitation for Grant Application and just fill in
the blanks when we identify the MOSs. So at the start of the
year, and we have anticipated making the award in early
springtime.
Ms. Herseth Sandlin. Okay. Mr. Wilson, when was the last
time we updated the $2,000 limit for use of taking a licensure
certification exam?
Mr. Wilson. I will have to get back to you. I don't have
the date on that.
Ms. Herseth Sandlin. Okay. Do you have any thoughts if the
average, as you have stated in your testimony, was $408 on the,
I think was it 35,000? I can't remember the number of veterans
you identified that have utilized----
Mr. Wilson. Roughly 14,000, I believe.
Ms. Herseth Sandlin. Fourteen thousand.
Mr. Wilson. About 35,000 separate tests for roughly----
Ms. Herseth Sandlin. Okay.
Mr. Wilson [continuing]. Fourteen thousand individuals.
Ms. Herseth Sandlin. Does the VA have a position on whether
or not the remaining almost $1,600 could be applied toward
preparatory courses in taking those exams?
Mr. Wilson. We have not looked into that at all. I would
add, though, that for the great majority of the training that
is needed to qualify for the fields that we are talking about,
VA does pay for the training for that. For example, if an
individual is looking to be certified as an EMT, in all
likelihood that individual has gone to a community college for
the EMT training, which was paid by the GI Bill.
The one small segment that we do not pay for are study
courses specifically geared toward an examination. So it would
be a very small segment that we would be looking at. But,
again, we have not looked at that specifically.
Ms. Herseth Sandlin. Okay.
Ms. Arsht. But DoD's Voluntary Education does cover course
work. So, servicemembers can draw from the different programs
to support getting their credentials. We cover course work in
voluntary education and the GI Bill covers the certification,
licensing fee.
Ms. Herseth Sandlin. Okay.
Mr. Wilson. I would be happy to investigate that a little
bit further though, concerning how we could take, for instance,
DoD's experience and apply it to veterans and see what we could
do to provide reimbursement for those.
Ms. Herseth Sandlin. Well, I think that would be helpful.
First, it brings us back to the point that Mr. Chamrin was
making on the training. You know where you have benefits that
apply to training, are we being duplicative? In terms of the
training they have already received on active duty and finding
a way to streamline that training.
If you could work to see what they are doing. I also think
we should be open and that would lead to another question that
I will submit to you in writing: If we can track the number of
veterans who are taking these exams and how many are passing.
I think that would lead us in a direction of having
additional information to determine whether or not that other
money, that $1,600 should be applied to preparatory courses. In
terms of just those of us that take exams to pass the State bar
exam and everything, they are useful reviews of some of the
more technical information and sometimes will be a benefit in
taking those exams.
Mr. Wilson. We would be happy to look at that.
Ms. Herseth Sandlin. Okay. One final question and then
there will be others that I will submit in writing.
I think that the Ranking Member and his counsel were
visiting about this a little bit too as it relates to TAP. I
think Mr. McWilliam you mentioned that TAPs provide the
earliest opportunity to identify veterans who may need
assistance in licensure and credentialing.
We know it is not mandatory, so we know we may be losing
some there, but is that too late? TAP gets us back to the issue
of can we somehow integrate earlier in one's military career in
a way in which to identify those MOSs that have the highest
level of unemployment or the most difficulty in getting their
military training and experience to match up with jobs in the
civilian sector?
Do any of you have any thoughts on that issue?
Ms. Arsht. Actually the Army is engaged in this process,
and has for a year included promotion points for certification
during active duty in line with your military career. And Navy
is doing this as well, in fact Navy has a credential aligned to
each one of it's rating levels.
So we are getting more and more closely aligned and
beginning to discuss this very early in the military career.
And we do see this discussion, understanding what career track
you are on and how that career might advance through your
military career and how it aligns to what your civilian
opportunities are, as part of a retention process.
One of the best examples I think of this is in the IT area
where most of the young people coming into IT recognize that
there are commercial certifications that they need that are
very valuable when they move into the civilian world. And so
they can acquire them during their active-duty period.
And so we believe that this conversation is getting bolder
earlier because it works both for your military career and
after the servicemembers have left us.
Ms. Herseth Sandlin. Mr. Boozman, do you have any followup
questions?
Mr. Boozman. No. The only thing I would comment, I think
your comment about looking at the test, looking at the courses
that help you prepare for tests--I guess my thing is, to me, we
really want stuff that is going to help people be successful
and complete their courses and it is just a different ball game
now. You know, those kind of things have almost become part of
the curriculum, to be successful.
And so, I also think I would really encourage you to look
at those, and make sure we are doing the right thing in that
regard. But that is something that is very helpful that again
can help people that have worked very hard to go ahead and
complete that last step and be successful in what they are
trying to do.
Thank you all very much for being here.
Ms. Herseth Sandlin. Yes, I want to thank you all, as well
as our witnesses on the first panel, again for your insight,
your testimony, and your ideas today. We always value it and
the ongoing service that you are providing for our Nation's
veterans. We'll look forward to seeing you again soon.
Again, thank you for the testimony. The hearing does stand
adjourned.
[Whereupon, at 3:24 p.m., the Subcommittee was adjourned.]
A P P E N D I X
----------
Prepared Statement of Hon. Stephanie Herseth Sandlin,
Chairwoman, Subcommittee on Economic Opportunity
Over the past year, our Subcommittee has focused most of its energy
on employment related issues ranging from transition assistance for
servicemembers, small business opportunities for veterans, and
employment within the Federal Government.
In today's hearing we will continue to examine these issues, and
hear valuable insight as to how to better provide veterans and
returning servicemembers with the resources to make the transition back
to civilian life and receive the opportunities that they deserve.
I look forward to hearing from veteran service organization
representatives on concerns their members have encountered when seeking
certification or licensing in the civilian sector, to include enforcing
laws to ensure those responsible are doing their job. I also look
forward to hearing about the possibilities of expanding existing laws
to provide more opportunities and resources to our Nation's veterans
seeking ways to start new careers in the civilian sector.
Throughout my tenure in Congress, I have been approached by several
of my constituents to find ways to improve on existing laws, such as
the Montgomery GI Bill. It is my belief that this Subcommittee has the
opportunity to work together on these issues with veteran service
organizations, our colleagues in the Senate and Administration
officials. This Subcommittee and this Congress have a responsibility to
help bridge the gap between military service and veteran status, and
assist these brave men and women transition back to the civilian sector
to pursue new educational opportunities, start new careers and
establish themselves in the communities that they helped protect.
Prepared Statement of Hon. John Boozman,
Ranking Republican Member, Subcommittee on Economic Opportunity
Good afternoon, Madam Chairwoman, and thank you for highlighting
the need to improve opportunities for veterans to have their military
training and education counted toward qualifying for civilian
occupations.
As you remember, we authorized the Veterans Employment and Training
Service to conduct a pilot licensing and certification project. I am
eager to hear what progress VETS has made toward implementing that
authority.
I am also concerned that the continuum of responsibility beginning
with the Military Services, through the Department of Labor and VA, and
ending with the States has never been solidified. Without making the
connections, veterans will continue to experience delays in qualifying
for civilian occupations for which they have been trained during
military service. The taxpayers will also see valuable training dollars
and experience wasted.
States bear a measure of responsibility, too. By setting
qualification standards for everything from commercial drivers'
licenses to teachers and physicians, States are the final arbiter of
whether military training will count toward qualifications.
I am disappointed that the National Governors' Association was not
able to be with us today and I hope they will come talk to us soon
about their role in this issue.
Madam Chairwoman, I yield back.
Prepared Statement of Ronald F. Chamrin,
Assistant Director, Economic Commission, American Legion
Madam Chairwoman and Members of the Subcommittee:
Thank you for this opportunity to present The American Legion's
view on the licensure and credentialing of servicemembers and veterans
to the Subcommittee today.
The American Legion asserts that veterans have been trained,
educated, disciplined, and molded by the greatest military the world
has ever seen and yet a large number of these skills are deemed non-
applicable in the civilian sector. The Department of Labor's Hire Vets
First lists attributes that make veterans marketable to the civilian
sector. The American Legion strongly agrees that veterans have
attributes to make them extremely productive in the civilian sector.
These attributes include an accelerated learning curve, leadership,
teamwork, diversity and inclusion in action, efficient performance
under pressure, respect for procedures, technology and globalization,
integrity, conscious of health and safety standards, and the ability to
triumph over adversity.
With all of these abilities, a casual observer would assume that
veterans are easily employed and can transition their military
experience to the private sector with ease. Unfortunately, that is not
the case.
The American Legion supports efforts to eliminate employment
barriers that impede the transfer of military job skills to the
civilian labor market and that the Department of Defense take
appropriate steps to ensure that servicemembers be trained, tested,
evaluated and issued any licensure or certification that may be
required in the civilian workforce.
The American Legion supports making the Montgomery GI Bill
eligibility available to pay for all necessary civilian license and
certification examination requirements, including necessary preparatory
courses. We also support efforts to increase the civilian labor
market's acceptance of the occupational training provided by the
military.
MILITARY TRAINING
The Department of Defense (DoD) provides some of the best
vocational training in the nation for its military personnel and
establishes, measures and evaluates performance standards for every
occupation with the armed forces. There are many occupational career
fields in the armed forces that can easily translate to a civilian
counterpart; additionally, there are many occupations in the civilian
workforce that require a license or certification.
In the armed forces, these unique occupations are performed to
approved military standards that may meet or exceed the civilian
license or certification criteria. Upon separation, many former
military personnel, certified as proficient in their military
occupational career, are not licensed or certified to perform the
comparable job in the civilian workforce, thus hindering chances for
immediate civilian employment and delaying career advancement. This
situation creates an artificial barrier to employment upon separation
from military service.
A study by the Presidential Commission on Servicemembers' and
Veterans' Transition Assistance identified a total of 105 military
professions where civilian credentialing is required.
DEPARTMENT OF VETERANS AFFAIRS IMPACT IN LICENSURE AND CREDENTIALING
The American Legion applauds the fact that since January 6, 2006,
all eligible veterans using the Montgomery GI Bill Active Duty (MGIB-
AD, Title 38, Chapter 30), Selected Reserve (MGIB-SR, Title 10, Chapter
1606), Veterans Education Assistance (VEAP, Title 38, Chapter 32),
Dependents Educational Assistance (DEA, Title 38, Chapter 35) and the
Reserve Education Assistance Program (REAP, Title 10, Chapter 1607) can
now receive reimbursement for licensing and certification tests.
However, the government is paying twice and sometimes three or more
times for training and licensing for the same task. DoD spends billions
of American tax dollars each year training members of the military.
Some civilian skills are very similar in nature to those duties
performed while in the military, yet taxpayers may be funding training
twice for the same individual through DoD and then the VA. This is
financially irresponsible and counterproductive to individual veterans
who must use their earned MGIB education benefits to take civilian
proficiency tests.
Most licenses or certifications have fees associated with them that
are charged by the credentialing board. Some of the typical fees paid
directly to a credentialing board include
Application Fees--from $20 to $200
Exam Fees--from $20 to $200
Renewal Fees--from $10 to $150 (typically renewed every 1
to 3 years)
The American Legion also notes that those veterans who have been
Reservists called to active duty are losing their earned education
benefits once they complete their service contract, therefore, they
must find alternative means for funding.
Ninety thousand members of the Reserve component are entering the
civilian sector each year. The most visible example of this unjust
denial of benefits is the demobilization of 2,600 members of the
Minnesota National Guard who have just performed the longest,
continuous combat tour in Iraq of any military unit to date. Mobilized
for 22 months, they are ineligible to enroll in MGIB-AD because they
fall short of the required 24-month deadline by 2 months. This travesty
is not unique to these guardsmen and passing of the Total Force GI Bill
would at least allow members of the Reserve components to apply their
earned benefits toward licensing and certification exams.
MILITARY TRANSCRIPTS
Military transcripts provided from each of the Armed Forces provide
a very limited training and education record and at times incorrect,
missing, or additional information is listed. The Army Training
Requirements and Resource System (ATRRS), Navy's Sailor Marine American
Council of Education (ACE) Registry Transcript (SMART), and the Air
Force Institute of Advanced Distributed Learning (AFIADL) are all
accepted by the American Council on Education.
Once again, highlighting the Guardsmen of Minnesota, (many of them
infantry), these servicemembers have enormous talents, skills, and
attributes that they have used while in theater. However, because the
tasks they performed are so unique and difficult to succinctly
describe, they are left with an empty shell of a resume.
When transitioning military careers to civilian careers, many
servicemembers can only list 11-B, Infantryman. It would be more
advantageous if they can write
11-B, Infantryman, chief advisor to mayor of Iraqi town, facilitator of
incubator maintenance at local hospital, and more specified individual
tasks. They, along with hundreds of thousands of OIF and OEF veterans,
have performed duties that could fall in line with many civilian
professions. If a system is devised that can translate to the full
nature of a servicemember's skills and abilities (as opposed to only
listing a military occupation code) individual veterans would be
positively affected.
ONLINE ASSISTANCE
There are so many Web sites for servicemembers and veterans to
visit that it can become extremely confusing and complex. The Army and
Navy COOL (Credentialing Opportunities Online) Web sites are excellent
tools for potential recruits, current servicemembers, and transitioning
veterans to use. The Air Force Personnel Center is also a useful tool.
The Career One Stop and the Operational Information Network Online, or
O*Net, both operated by the Department of Labor, are more helpful
tools.
These sites should be made easily accessible at all recruitment and
transitioning stations. However, for those individuals who are
constrained for time, have limited Web access, are deployed overseas,
and those with poor Internet savvy, these Web sites are just not
enough. The American Legion recommends more access of licensing and
credentialing services at TAP sites.
ACCESS AT TRANSITION ASSISTANCE PROGRAM FACILITIES
The American Legion observes that transition assistance modules are
excellent avenues for each individual U.S. State to access
transitioning servicemembers. The American Legion supports mandatory
TAP for transitioning servicemembers at least 180 days prior to the end
of their contractual obligation. When servicemembers are at these TAP
sites around the country, each State workforce agency or credentialing
board can provide important information.
Better coordination, communication and interaction of credentialing
boards and the training commands of each of our Nation s Armed Forces
are needed. Furthermore, military trainers, doctrine writers, and
evaluation tests for military skills should coordinate with their
civilian counterparts and attempt to synchronize military tests with
their civilian counterparts.
The majority of the onus and responsibility is on the veteran to
contact authorization boards to ascertain what they will require to be
successful in the profession that they choose. However, these boards
should have two-way communication so that the onus is not completely on
the veteran, especially in a time of war when they are focusing on
their immediate tasks.
The Council of Licensure, Enforcement and Regulation has a database
of national approving boards. Listed below are selected members of this
national database. Each TAP site should coordinate with at least the
following boards to have a representative participate. Additionally,
each U.S. State regulatory board should also coordinate with TAP
personnel and brief on transitioning servicemembers the unique relevant
requirements needed for certification.
National Association of State Boards of Accountancy
(NASBA)
National Council for Architecture Registration Boards
(NCARB)
The Federation of Chiropractic Licensing Boards (FCLB)
National Association of State Contractor Licensing
Agencies (NASCLA)
American Association of State Counseling Boards (AASCB)
National Association of State Boards of Education (NASBE)
National Council of Examiners for Engineering and
Surveying
International Conference of Funeral Service Examining
Boards
National Association of Insurance Commissioners
Council of Landscape Architectural Registration Boards
National Association of Boards of Examiners of Long Term
Care Administrators
Association of Marital and Family Therapy Regulatory
Boards
The Federation of State Medical Boards (FSMB)
National Council of State Boards of Nursing (NCSBN)
Association of Regulatory Boards of Optometry (ARBO)
National Association of Boards of Pharmacy (NABP)
The Federation of State Boards of Physical Therapy
(FSBPT)
Association of State and Provincial Psychology Boards
The Association of Real Estate License Law Officials
(ARELLO)
Association of Social Work Boards (ASWB)
American Association of Veterinary State Boards (AAVSB)
Web sites and online interaction are great tools but nothing can
replace personal interaction. Personal visits by representatives of
national and State boards at TAP sites and training commands can assist
the transfer of military licensing and certification. At a minimum,
these boards can provide a pamphlet or information sheet to put into a
veteran's hand.
CONCLUSION
There have been estimates that approximately 60% of the workforce
will retire by 2020 and competent, educated, and capable individuals
must replace the workforce in order to assure the United States retains
its competitive edge in the world. The veterans of this Nation make up
a well-qualified disciplined pool of applicants. Increasing recognition
of military training by integrating licensing and credentialing must be
strengthened to assist our country's finest to achieve their
professional goals.
Madam Chairwoman and Members of the Subcommittee, this concludes my
testimony. I appreciate the opportunity to present The American
Legion's views on these important issues.
Prepared Statement of Dennis M. Cullinan,
Director, National Legislative Service,
Veterans of Foreign Wars of the United States
MADAM CHAIRWOMAN AND MEMBERS OF THIS SUBCOMMITTEE:
On behalf of the 2.4 million men and women of the Veterans of
Foreign Wars of the U.S. (VFW), this Nation's largest combat veterans'
organization, I would like to thank you for the opportunity to testify
today on the above noted subject.
As cited in the September 2005 ``Study on Coordination of Job
Training Standards with Certification Standards for Military
Occupational Specialties,'' our Nation needs an increasingly skilled
workforce. We would all agree that there is no more a deserving or more
valuable group of American workers than our Nation's service members
and veterans. Three key areas governing access to today's high paying
and highly technical job areas are the following credentials:
Licensure--Licenses are granted by government organizations to
regulate the practice of a profession. A license is a mandatory
credential.
Certification--Certifications are granted by industry
stakeholders to attest to an individual's attainment of knowledge and
skills. A certification is a voluntary credential, but often required
or preferred by employers.
Apprenticeship--Registered Apprenticeship is a training system,
combining on-the-job learning and related instruction, in which workers
learn the practical and theoretical aspects of a skilled occupation
leading to a nationally recognized Certificate of Completion of
Apprenticeship.
Civilian credentials maximize a servicemember's ability to
demonstrate that the skills acquired in the military are on a par with
their civilian counterparts. This results in diminishing the periods of
unemployment or underemployment that might otherwise occur when moving
into the civilian workforce.
We acknowledge that the Military Services have made significant
strides in addressing civilian credentialing. Even with these
accomplishments, however, there is no centralized oversight of civilian
credentialing. For most civilian occupations, there is no single entity
responsible for all of the aspects of credentialing. There is a lack of
accreditation of certification agencies and uniform standards and a
lack of centralized information on certification requirements of
information on civilian credentialing requirements across occupations.
This in itself offers a significant impediment to our men and women
leaving the military from transitioning smoothly into the modern
civilian workforce environment even though they are often highly
qualified for particular technical jobs.
The civilian workforce increasingly relies upon credentialing as a
way to regulate entry into certain occupations and to promote
accountability for performance and public safety. Its value to the
military is also being increasingly recognized. Credentialing offers
professional growth and development opportunities for individuals in
the service and has been used by the Military Services for both
recruiting and retention. Civilian credentialing can be viewed as an
opportunity for servicemembers transitioning to the civilian workforce
to demonstrate to employers the comparability and value of their
military education, training, and experience.
Occupational credentialing is an official recognition of a process
of meeting a set of defined standards, generally through education,
training, experience, and testing. Licensure, certification, and
Registered Apprenticeships are the primary types of occupational
credentialing.
The gaps that exist between requirements for civilian occupational
credentials and the world class education, training, and experience
provided by the military continue to make it difficult for
transitioning military to make a smooth entry into the appropriate
civilian sector employment.
Additional challenges to credentialing the servicemember include
statutory fiscal constraints. Insufficient legal authority exists for
the Armed Forces to expend appropriated funds for servicemembers to
acquire civilian/commercial occupational credentials. For example,
absent specific statutory authority, appropriated funds may not
generally be used to pay for commercial certifications, although
appropriated funds may be used to pay for commercially contracted
training courses that include an examination leading to credentials if
the examination logically relates to the training and is part of the
purchase price of the course ``package.'' Reserve forces face
additional constraints.
Even with these constraints and challenges, the credentialing
picture for our servicemembers transitioning into the civilian
workforce has improved markedly with the current and continuing
programs of each of the Military Services; and the cooperative efforts
between the Departments of Labor and Defense.
It is clear, however, that much more needs to be done, and done
quickly. The situation is especially urgent not only in the context of
doing the right thing by our young men and women moving from military
to civilian lives but in considering that a high number of these
important jobs are now being carried out by baby boomers. Over the next
10 years over half of this aging population will be retiring. It is
very much in our national interests to make sure we have the right
people in place to assume these very important and highly demanding
occupations--this is a matter of our collective economic and
governmental security.
Madam Chairwoman and Members of this Subcommittee, this concludes
my testimony, and I would urge you to review attached VFW Resolution
No. 618 entitled ``Licensure and Certification'' for additional
recommendations on this topic. I would be happy to respond to any
questions you may have.
Thank you.
__________
Resolution No. 618
LICENSURE AND CERTIFICATION
WHEREAS, every year, over 200,000 members of the armed forces leave
the military; and
WHEREAS, skilled servicemembers leaving the armed forces miss out
on the opportunity to quickly move into a career and/or long-term
employability because they must undergo lengthy and expensive
retraining in order to meet civilian licensure and certification
requirements; and
WHEREAS, many of those individuals clearly possess the skills and
knowledge to meet licensing and certification requirements due to their
military occupations; now, therefore
BE IT RESOLVED, by the Veterans of Foreign Wars of the United
States, that we urge a standardized licensure and certification
requirement be adopted by the appropriate Federal and State agencies;
and
BE IT FURTHER RESOLVED, that recently separated servicemembers be
afforded the opportunity to take licensing and certification exams
based on existing skills acquired while servicing in the military.
Submitted by Commander-in-Chief
To Committee on VETERANS SERVICE RESOLUTIONS
Approved by the 108th National Convention of the Veterans of Foreign
Wars of the United States.
Prepared Statement of Richard F. Weidman,
Executive Director for Policy and Government Affairs,
Vietnam Veterans of America
Good afternoon, Madame Chairwoman, Ranking Member Boozman and
distinguished Members of the Subcommittee. Thank you for giving Vietnam
Veterans of America (VVA) the opportunity to offer our comments
regarding licensure and certification activities that could, if put in
place, materially enhance the lives of the men and women retuning to
civilian lives from today's wars.
The United States military is still the largest and arguably the
most effective training institution in America. Skills are taught
ranging from computer programming to meteorology to flying to allied
health care professions to language proficiency to public relations to
virtually anything that one can think of as a type of work or skill
that would be required in any facet of our society. They do what they
do very well indeed. Servicemembers are able to acquire extraordinary
proficiencies and skills even in a short military career. The one thing
that is generally lacking, however, are ``civilian paper credentials''
that document what they know and can do in a manner that is
transferable and accepted in the civilian economy and the civilian job
marketplace. This lack often means that extraordinary skill and well
grounded subject knowledge is often lost to the individual as a
credential that can be marketed in the civilian world, and thus often
very expensive training paid for by the American taxpayer becomes an
economic opportunity loss to the Gross Domestic Product (GDP). It means
jobs not filled, leadership potential and skills not put to productive
use, and a general loss to our overall economic growth. Frankly, this
is an intolerable situation that the Nation can no longer tolerate.
The need for formal credentialing of skills, knowledge, and
training acquired in the military in a way that will be accepted in the
civilian world has been apparent to many for at least 35 years. One of
the major successes in capitalizing on experience and training began
with the MEDEX program at Dartmouth College in Hanover, New Hampshire
to train former Navy Corpsmen and Army Medics as Physician Assistants
or ``P.A.s'' that began in 1971. The entire profession in medicine now
known as Physician Assistants really began with that one program.
Physician Assistants are now widely accepted in civilian medical
settings, and in the military itself, where there are even P.A.s
serving as Commanding Officers of Medical Companies. In fact, Physician
Assistants are highly respected and have a broad range of practice
almost everywhere in U.S. medicine, except the Veterans Health
Administration of the Department of Veterans Affairs.
Two other successes also involved Army Medics, and occurred in the
late 1980s. One was an effort that began with one of the more forward
thinking State Directors in the Veterans Employment & Training Service
of the U.S. Department of Labor, and some of the staff of the State
government in his State who together helped initiate a dialogue that
led to all graduates of the Army's Medical Training Center at Fort Sam
Houston, Texas being offered the opportunity to take a certification
exam to be licensed as Emergency Medical Technicians (EMT) with a
credential that is recognized in all 50 States. It took almost 3 years
to achieve consensus and approval from the credentialing entities in
all 50 States. A similar effort to try and get automatic licensing of
Registered Nurses separating from the military in all 50 States did not
succeed, even though it made great sense, particularly in States that
have urban areas with the most acute nursing shortages. One thing that
did succeed, at least for a time, was to use Job Training Partnership
Act (JTPA) funds to pay for additional classroom and on-the-job
training of former Navy Corpsmen and Army Medics to become Organ
Transplant Coordinators. These were very good jobs, although tough in
hours and emotionally. However, they were paid $35,000 per year while
in training and average wages upon completing the 18 month training was
a starting salary in excess of $60,000 per year plus benefits (and this
was in 1990 dollars).
The Congress recognized that there was still a large unfilled need
when it passed the legislation that became Public Law 106-50, in 1999.
One provision created a mechanism for pursuing many additional fields
where servicemembers could obtain civilian recognized certification
that would enable them to market their skills and expertise acquired
during military service in the civilian job market. Unfortunately this
function was located in the National Veterans Business Development
Corporation (AKA--The Veterans Corporation) which was yet to get
organized, and which had more than enough of a challenge just getting
organized to try and meet their primary mandate.
Frankly, the function should be formally moved to the Department of
Labor, and impetus from the Congress marshaled to ensure that Labor
actually moves forward, in cooperation with the accrediting bodies for
the professions and skill trades in the States, to create smooth
transition for those separating today and in the future, especially
disabled veterans.
The best work we know of being done anywhere today is the National
Organization of Competency Assurance (NOCA). They were most interested
in the area following the enactment of Public Law 106-50, but became
disillusioned over time as there was no real movement toward getting
military cooperation and all parties moving to come to workable
solutions. It became clear early on the Veterans Corporation was not
able to handle this task, nor did they want it. While there was some
activity after the actual function, if not the legal responsibility,
was moved over to the Veterans Employment & Training Service at USDoL,
there has not been any major progress to our knowledge. They are having
a major conference on the rapidly changing field of skill certification
in San Antonio in November, which will
be attended by employers as well as certifying entities and professional
s in this field.
There are some tools and information available on the VETS Web site
regarding certification and credentialing, but actual certification
agreement and arrangements for military occupations does not appear to
be something that is being pursued. Frankly, there needs to be
clarification of responsibilities and accountability for pursuing this
effort, and funding provided if there is to be any serious effort to
capitalize on the considerable investment the Nation has already made
in the training and education of separating servicemembers.
The Nation's business community is very concerned with finding
skilled workers who are disciplined and ready, willing, and eager to
work. In fact VVA is a member of the United States Chamber of Commerce,
and active in the activities of the U.S. Chamber's Institute for a
Competitive Workforce, which is having a major conference here in
Washington, DC next week. I have made details of this event available
to your staff. VVA is pursuing a number of private efforts with
business and privately owned military job boards because we are getting
more return for our efforts per hour invested than with the Federal
entities that should be in the forefront of this effort.
The point is that businesses large and small are scrambling to
locate and hire good, trained workers at a time when military
separatees do not know where to turn, or do not have the civilian
certification of the actual skills they possess. This matter of skill
certification and proper matching of veterans with jobs is matter that
directly and materially affects the ability of the younger veterans in
being able to
quickly enter the civilian labor force at a level which will maximize th
eir competence.
May I be so bold as to suggest that it would be fruitful for this
Subcommittee to hold a semi-formal/informal ``roundtable'' in the next
few months that would involve members, business leaders, VETS/USDoL, VA
Vocational Rehabilitation & Education, DoD, veterans and military
organizations, representatives from the Institute for a Competitive
Workforce and similar entities, representatives from NOCA and similar
entities, as well as other stakeholders as determined by you to try and
articulate the needs, and ``brainstorm'' what might be a productive
course of action to meet the needs of both the returning veterans and
of American business in the second session of the 110th Congress.
Madame Chairwoman and distinguished Members of this Subcommittee,
that concludes VVA's formal statement. I welcome your comments, and
will be pleased to answer any questions you may have. Again, on behalf
of VVA National President John Rowan, the VVA National Board of
Directors, and our membership, thank you for allowing VVA to appear
here today to share our views.
Prepared Statement of Leslye A. Arsht, Deputy Under Secretary of
Defense
(Military Community and Family Policy), U.S. Department of Defense
Madame Chairwoman and distinguished Members of the Committee, thank
you for the opportunity to discuss the progress made by the Department
of Defense (DoD) and the Military Services in providing information and
assistance to servicemembers regarding licensure and credentialing.
We require a great deal from our Armed Forces and I want to affirm
the Department's commitment to all of our servicemembers--active,
National Guard, Reserves, and their families.
Returning to private life after serving in the military is a very
complex undertaking. At the point of separating, retiring or being
released from active duty as a member of the National Guard or
Reserves, the transitory servicemember's most immediate goal is finding
a job, accessing education to change careers, and ultimately to improve
his/her economic quality of life for the long term. DoD believes that
none of our efforts are more important than creating an uninterrupted
continuum of opportunities at every level, as our service personnel and
their families transition from military service to veteran status.
The Department recognizes that the attainment of a civilian
credential not only promotes professional growth, but communicates to
employers the transferability of military training and experience. It
is important for servicemembers to be able to capitalize on their
military experience in order to reach and achieve their employment
potential and aspirations in civilian life.
Great progress has been made in providing transition assistance
during the past year. We've succeeded in providing licensing and
credentialing information in a range of ways and in different formats
in order to appeal to individual learning styles and ensure the widest
possible dissemination. The information is provided through classroom
delivery from an instructor, by online interaction and through one-on-
one coaching so that servicemembers have the latest and most accurate
information about transition assistance benefits available at their
fingertips in order to make informed decisions about their future. An
integral aspect of licensure and credentialing is that it is introduced
to servicemembers early in their careers not just at the time of
separation.
TRANSITION ASSISTANCE PROGRAM (TAP)
The Transition Assistance Program (TAP) was created to assist
servicemembers once they decide to separate or retire. During TAP,
servicemembers receive information about licensure and certification.
TAP is a collaborative partnership among DoD and the Military
Services, the Department of Labor (DoL), the Department of Veterans
Affairs (VA), and the Department of Homeland Security (DHS). Each
agency is responsible for delivering its component of TAP.
Transitioning servicemembers and demobilizing National Guard and
Reserve personnel receive relevant information about licensure and
certification through the four components of TAP (Pre-separation
Counseling, DoL TAP Employment Workshop, VA Benefits Briefing, and the
Disabled Transition Assistance Program (DTAP)). National Guard and
Reservists receive a Uniformed Services Employment and Reemployment
Rights (USERRA) briefing in lieu of the Employment Workshop. However,
the Department of Labor has reached out to each State's Adjutant
General to provide TAP employment workshops whenever and wherever
desired.
During the mandatory pre-separation counseling phase of TAP,
servicemembers learn about licensing, certification, and apprenticeship
resources. These include resources such as the DoL ``America's Career
Info Net'' Web site, Army and Navy Credentialing Opportunities Online
(COOL) Web sites, the DoD Verification of Military Experience and
Training (VMET) document, the DoD/DoL U.S. Military Apprenticeship
Program, the DoL Occupational Information Net (O*NET), DANTES, and
TurboTAP. During pre-separation counseling, ``Licensure and
Certification'' is contained in a module on the DD Form 2648 and DD
Form 2648-1.
The Military Services also provide one-on-one counseling, coaching,
detailed briefings, guidance and other assistance required by the
servicemember. Various workshops are provided to assist them in writing
effective resumes, translating military skills to civilian skills, and
skills and self assessments.
The pre-separation counseling session also includes a discussion of
the Department of Labor's Web site, ``Career One Stop.'' In this
application, servicemembers link to the Credentials Center, which they
can use to locate State-specific occupational licensing requirements,
agency contact information and information about industry-recognized
certifications. There are also associated workforce education and
examinations that test or enhance knowledge, and experience or skills
in related civilian occupations and professions. These sites have been
developed and improved through close partnerships between DoD and DoL.
DoD also developed a DoD Pre-separation Counselor Training Course
in conjunc- tion with the National Learning Center, University of
Denver at Colorado. The curric- ulum provides the minimum standards all
counselors must achieve when explaining the licensing and certification
module during the preseparation counseling session.
TURBOTAP
Our newest tool for transitioning servicemembers is TurboTAP
(http://www. TurboTAP.org). The Department launched this new Web portal
on June 9, 2007. It was developed in collaboration with DoL and VA.
Among the many features of the site is a Pre-separation Guide for
Active Component Servicemembers, a Transition Guide for the Guard and
Reserves, and an Employer Hub. Both guides deal with Employment
Assistance, and provide a wealth of information on Employment
Assistance and Credentialing Programs. They also link directly to Army
and Navy COOL, the O*NET, the Occupational Outlook Handbook and many
other resources relating to licensure and credentialing. Through the
Employment Hub, servicemembers can access a section entitled
``Translating Your Military Skills.'' This hub also links to the
Military Occupational Classification (MOC) Skills Translator, developed
by O*NET to help military personnel translate their military
specialties to civilian occupations. It also provides them an
occupational profile and they can get detailed employment information
about that occupation.
Because we recognize that our young servicemembers today are very
``savvy'' when it comes to technology, we have made the site easy to
navigate and have deliberately placed access to information in multiple
locations through the site. It is all there at their fingertips and
accessible 24/7.
TASK FORCE REPORT TO THE PRESIDENT: ``RETURNING GLOBAL WAR ON TERROR
HEROES''
One of the recommendations in the Task Force Report to the
President: ``Returning Global War on Terror Heroes,'' calls for the
improvement in civilian workforce credentialing and certification. A
special DoD-DoL Credentialing Working Group was established to address
the actions required to implement this recommendation. A key tasking is
to identify 10 major Military Occupational Specialties (MOSs) that may
require minimal additional training or training adjustments to the
curriculum of relevant Service Skills Development Schools that could
result in certification in correlating civilian occupations. The
Working Group is in the process of collecting and collating data on ALL
MOSs by military service (including the National Guard and Reserves)
based on how many people are in each MOS. They will narrow that list
down to the top 10 MOSs based on how many people are in each MOS and
conduct a cross-walk of those MOSs that correlate with the 10 high-
growth civilian industries. We expect that the results of that analysis
will show the gaps between the MOSs and the credentialing requirements
for the top 10 growth industries. The final step in this process will
be to identify adjustments within the Service Schools required to
support certain credentials. More work remains, but the
final results will be a win-
win for our servicemembers and for the Nation's employers.
The Credentialing Working Group is developing appropriate goals,
objectives, and outcomes that will help remove credentialing barriers
that some veterans and transitioning servicemembers face today, such as
variations in State licensing requirements. The Group is developing
recommendations that will help us (1) map career pathways between
military occupations and civilian occupational employment, (2) promote
uniformity/reciprocity across States with regard to occupational
licensing, and (3) promote efforts to maximize the transferability of
military education and training for purposes of credit toward licensure
and certification requirements.
Now I would like to share with you some of the programs and tools
the military Services have in place to assist servicemembers with
licensure and credentialing.
MILITARY SERVICES PROGRAMS AND TOOLS
I think you'll agree that the Services have significantly augmented
their focus on licensing and credentialing.
ARMY
Since April 2002, the Army has embraced licensure and certification
as a key means of helping soldiers apply their military training and
work experience to the civilian workforce. They have conducted
extensive research to link each of the Military Occupational
Specialties (MOS) to civilian jobs and applicable civilian licenses and
certifications. The Army found that 95 percent of its enlisted MOSs
correlate with applicable civilian credentials; 93 percent of active
duty soldiers serve in these MOSs.
The extent to which soldiers are able to use their military
training and experience to attain civilian licenses and certifications
is determined through comprehensive gap analysis comparing MOS training
with civilian credentialing requirements. The gap analysis is conducted
on credentials determined to be most directly related to the MOS or to
the skills attained through MOS training and experience.
In conducting the gap analysis, an attainability rating is assigned
to each relevant credential. This rating indicates the estimated
ability of a first term soldier to obtain a given credential.
Attainability ratings reflect the likelihood of a soldier attaining the
corresponding credential during his or her first term of service,
attaining it in a subsequent enlistment, or encountering difficulty in
translating their military training and work experience to a civilian
credential.
The results of the research linking MOSs to civilian jobs and
credentials, along with the results of the gap analysis, are available
to soldiers through the Army Credentialing Opportunities On-Line (COOL)
Web site (https://www.cool.army.mil).
This robust site provides soldiers, counselors, family members, and
employers with comprehensive information about certification and
licensure relevant to Army MOSs. It helps soldiers find civilian
credentialing programs related to their Military Occupational
Specialties. It also helps them understand what it takes to obtain a
credential and identifies resources that will pay credentialing fees.
The Web site is designed to specifically aid soldiers in translating
their military training and work experience to the civilian workforce.
COOL Web site usage has been high. There have been over 4 million users
since the site was launched in April 2002. Two-thirds have been MOS-
specific. The evidence is clear. Users are particularly interested in
finding information specific to their MOS. Additionally, soldiers can
receive one-on-one counseling in licensure and credentialing from
education counselors at each installation.
NAVY
In 2006, the Navy followed the Army lead and created the Navy COOL
Web site (https://www.cool.navy.mil). Like the Army, sailors are able
to use their military training and experience to attain civilian
licenses and certifications by comparing rate training (Navy ratings
are the same as MOSs) with civilian credentialing requirements. The
Navy also conducted research and gap analyses on those credentials that
have been determined to be most related to the skills attained through
rating training and experience. It, too, has an attainability indicator
for each relevant credential. Navy COOL also provides sailors,
counselors, family members, and employers with comprehensive
information and counseling about licensure and certification relevant
to Navy ratings.
AIR FORCE
Air Force emphasis on licensure and certification is linked to
degrees conferred to its enlisted force by the Community College of the
Air Force (CCAF). CCAF confers associate degrees in each enlisted
members career field. The Air Force considers this to be the
equivalency to the civilian world's certification. Air Force policy is
to fund one license/certificate per Air Force career. Further, all Air
Force Specialty Codes translate to comparable civilian work experience.
MARINE CORPS
The Marine Corps uses a variety of resources to assist
servicemembers with licensure and credentialing. These include the
Department of Labor's America's Career InfoNet Web site, Army and Navy
COOL Web sites, the Verification of Military Experience and Training
Document (VMET), the U.S. Military Apprenticeship Program, the
Occupational Information Network O*NET, the Defense Activity for Non-
Traditional Education Support (DANTES) and TurboTAP, the newest DoD
Transition Assistance Program (TAP) Web site. Marine Corps Transition
Assistance Management Program (TAMP) personnel are Certified Workforce
Development Professionals and possess the skills necessary to assist
Marines in translating their military experience and training into
understandable civilian terminology.
CONCLUSION
We acknowledge the importance of providing servicemembers clear and
definitive information on licensure and credentials at many points in
their military careers. Providing this information early on allows
servicemembers to plan and seek out any needed additional required
classes to complete to achieve their personal objective.
Madame Chairwoman, this concludes my statement. On behalf of the
men and women in the military today and their families, I thank you and
the Members of this Subcommittee on Economic Opportunity for your
steadfast support during these demanding times.
Prepared Statement of John M. McWilliam,
Deputy Assistant Secretary, Veterans' Employment and Training Service,
U.S. Department of Labor
Madam Chairwoman and Members of the Subcommittee:
I appreciate the opportunity to appear before you today to talk
about the role of the Department of Labor's Veterans' Employment and
Training Service (VETS) in helping transitioning servicemembers and
veterans attain the licenses and certifications required for so many
civilian jobs. The Department is grateful for the interest of the
Committee on this very important issue for veterans, especially for
those veterans returning from the Global War on Terror who are
interested in obtaining a license or certification to either pursue a
career using a skill-set learned in the military or acquire a new
skill-set that requires a license or certification.
Our Nation needs an increasingly skilled workforce and both the
Department of Labor (DoL) and the Department of Defense (DoD) recognize
that the skills obtained during an individual's military service can
meet the needs of the civilian workforce.
Since the start of the Global War on Terror, VETS has increased
it's focus on servicemembers transitioning from military to civilian
employment. Our strategy is three-pronged:
First, we are working with the DoD to get more troops to the
Transition Assistance Program (TAP) employment workshops. TAP is our
earliest opportunity to identify transitioning servicemembers that
might need help in obtaining licenses or certifications to pursue
civilian careers. Through TAP, attendees are linked to the Federally
funded One-Stop Career Centers, where veterans receive priority for
employment and training services in their home towns. Licensure and
certification is one of the topics covered in the TAP employment
workshops. The instruction describes credentials and their purpose and
importance in the civilian job market. The workshops also point the
servicemember toward available resources, including electronic tools to
assist the servicemember in obtaining information on licensing and
certification.
At One-Stop Career Centers across the Nation, veteran employment
specialists are dedicated to identifying employment opportunities for
veterans, including those that require a license or certification.
Specialized assistance is available at the One-Stops to get veterans
the help they need to qualify for and obtain meaningful jobs with
career paths.
Specialized services are also offered to those returning Global War
on Terror veterans who are seriously wounded and injured through the
Department's Recovery and Employment Assistance Lifelines
(REALifelines) Program that provides one-on-one employment assistance.
Second, we are educating servicemembers and employers on their
rights and responsibilities under the Uniformed Services Employment and
Reemployment Rights Act (USERRA), and vigorously investigating
complaints under the law.
Finally, we continue to reach out to employers through our national
HireVetsFirst Campaign, which highlights the value that veterans bring
to their workforce. The HireVetsFirst Campaign is coordinating with
each State to stage at least one job fair between November 1st and the
15th. Overall, VETS expects there will be over 70 veteran-only job
fairs during this timeframe. Our goal is to achieve maximum visibility
and demand for veterans' employment with employers throughout the
United States.
Public Law 109-461
Section 604 of Public Law 109-461, December 2006, authorizes the
Assistant Secretary for Veterans' Employment and Training to carry out
a demonstration project on credentialing for the purpose of
facilitating the seamless transition of members of the Armed Forces
from service on active duty to civilian employment.
DoD/DoL Work Group
Prior to the enactment of P.L. 109-461, a joint Credentialing Work
Group was formed in April 2006 to coordinate efforts on licensing and
certification. This group is composed of representatives from the DoD,
DoL's Employment and Training Administration and VETS. The Work Group
has incorporated the guidance of
P.L. 109-461 into its efforts and is developing a strategy to work with
Service Schools, industries, and certifying bodies to develop new
pathways for obtaining qualifications and certifications for
transitioning servicemembers.
The Work Group considered various methods of identifying which
military occupations to target. We decided to focus on military
occupations that comprise a high proportion of exiting servicemembers,
and that can be matched to high-demand occupations in high-growth
industries. We anticipate that these selection criteria will result in
the greatest impact for the largest number of transitioning
servicemembers.
The group is gathering data on the most densely populated Military
Occupational Specialties (MOSs) in the services. They will then analyze
these MOSs and correlate them with high-demand, high-growth
occupations. The Work Group will also take into account factors such as
wage rates in identified civilian occupations, and types of credentials
such as State or Federal licenses, apprenticeship completion
certificates, or other certifications.
The Work Group will assess the curricula used to train
servicemembers for selected military occupations, and contrast it to
the civilian training that leads to credentials in corresponding in-
demand civilian occupations. Working with Service Schools and
industries, the Work Group will determine what military training is
relevant to certification for the civilian occupations. Finally, the
Work Group will work to identify qualifications and certifications that
take advantage of military skills and experience.
Our objective is to determine how to best align the military and
civilian training, and provide opportunities for servicemembers to
obtain civilian credentials either through their military training or
with minimal additional training.
Other Credentialing Initiatives
Both the Army and the Navy have Credentialing Opportunities Online
(COOL) Web sites (www.cool.army.mil and www.cool.navy.mil) that map
MOSs with civilian occupations, and identify the steps and
organizations that can help an individual obtain the necessary
credentials. The DoL-sponsored America's CareerInfoNet (ACINET)
includes a military to civilian occupation translator (www.acinet.org/
moc) that also helps servicemembers match military skills and
experience to civilian occupations, and identifies pathways to
certifications. The VMET (Verification of Military Experience and
Training) is another tool to transfer military skills to a civilian
career. It is a document provided to servicemembers that lists his or
her military experiences and any training they received. We are working
to familiarize private industry with the VMET and its value in
determining whether a veteran has the required skill-set to succeed in
a particular occupation.
Identification of Funding
Since the enactment of Public Law 109-461, VETS has worked to
identify funding to support these licensure and credentialing efforts.
We are developing a competitive Solicitation for Grant Applications
(SGA) using available program year 2007 funding that will support a
demonstration program for one MOS. The SGA will ask the applicants to
identify and resolve barriers faced by transitioning servicemembers in
obtaining a license or certification.
Because the civilian workforce increasingly relies upon
credentialing as a way to regulate entry into certain occupations, DoL
intends to request additional funding in future years that would allow
this single demonstration project to expand to cover 10 MOSs, thereby
creating easier, better, faster paths to certifications and licenses
from relevant military training and experience.
In addition to these focused efforts, we intend to include, as part
of the workforce investment activities funded by Veterans' Workforce
Investment Program funds for program year 2009, the identification of
barriers to licensure and certification for transitioning
servicemembers, and we encourage potential grantees to apply for grants
to address this issue.
Other Licensing and Certification Initiatives
In addition to the efforts of both Departments in the Work Group, I
want to describe some other initiatives DoL has with business groups
and other organizations.
One example is a trip VETS arranged for a site visit to the
Aberdeen Proving Grounds for members of the Trucking Renting and
Leasing Association including representatives from three major
companies. The purpose of the visit was to introduce the leaders of
these companies to how the military prepares its recruits to be truck
mechanics. They learned that selected Army MOSs for mechanics are
designed to meet the job specifications for Automotive Service
Excellence civilian licensing certifications through the National
Institute for Automotive Service Excellence.
While touring the Grounds, these industry representatives addressed
the monthly TAP employment workshop being held at the time and answered
questions about opportunities for transitioning servicemembers in their
industry.
We recognize that many servicemembers are interested in obtaining a
commercial driver's license (CDL) and working in the trucking industry
upon discharge. We have worked with the major trucking associations to
see how the acquisition of a CDL can be made easier. We are hopeful
that in time, the Army MOS for mechanics and drivers will be accepted
in the trucking industry without the need for extensive
recertification.
Madam Chairwoman, that concludes my statement and I would be happy
to respond to any questions.
Prepared Statement of Keith M. Wilson,
Director, Education Service,
Veterans Benefits Administration, U.S. Department of Veterans Affairs
Good afternoon, Chairwoman Herseth Sandlin, Ranking Member Boozman,
and Members of the Subcommittee. I appreciate the opportunity to appear
before you today to discuss Department of Veterans Affairs (VA)
education benefits for licensing and certification testing. My
testimony will address the details and background of the program for
beneficiaries of the Montgomery GI Bill Active Duty (MGIB-AD), Selected
Reserve (MGIB-SR), Reserve Educational Assistance Program (REAP) and
Dependents Educational Assistance Program (DEA) as it relates to
licensing and certification exams.
Overview
While licensing and certification test reimbursements constitute a
small portion of our overall payments, they nonetheless play a vital
role in helping veterans and servicemembers transition from military to
civilian life. An individual eligible for MGIB-AD or DEA benefits can
receive reimbursement for licensing and certification tests taken on or
after March 1, 2001. Individuals eligible under the MGIB-SR or REAP can
receive reimbursement for licensing or certification tests taken on or
after January 6, 2006. We do not consider Military Occupational
Specialties when determining who gets reimbursed for taking an exam.
However, since Department of Defense (DoD) programs, such as the Army's
Credentialing Opportunities On-Line and Defense Activity for Non-
Traditional Education Support, provide such a valuable service in
helping individuals transition from the military to the civilian
workforce, we offer links to those programs on our GI Bill Web site for
interested individuals who may benefit from such assistance. (We would
defer to DoD as to which Military Occupational Specialties pose the
greatest challenge for veterans in transitioning from the military to
the civilian workforce. We also must defer to DoD as to how many
veterans and servicemembers receive credentialing while in the
military.)
The maximum education benefit payment per approved test is $2,000.
There is no limitation to the number of tests that may be taken, except
that an eligible individual may not exceed his or her maximum education
benefit entitlement. It is not uncommon for an individual to take a
series of tests. For instance, a veteran or servicemember may take a
series of exams to certify programming skills in different types of
computer language. Currently, there are over 4,300 exams approved for
reimbursement benefits. Since the inception of the program, VA has made
approximately 31,500 payments to 14,300 individuals with an average
reimbursement of $408 per exam.
VA appointed an individual with expertise in matters relating to
licensing and certification to serve as a member of the Veterans
Advisory Committee on Education (VACOE). This individual provides
advice concerning licensing and certification and how these benefits
assist in the transition from the military to the civilian workforce.
We believe the continued provision of benefits for licensing and
certification tests will play a valuable role in assisting eligible
individuals with their readjustment to civilian life and prepare them
for critical roles in a 21st century economy.
Madam Chairwoman, this concludes my statement. I would be pleased
to answer any questions you or any of the other Members of the
Subcommittee may have.
Statement of ASIS International, Alexandria, VA
ASIS International, with more than 35,000 members, is the largest
organization worldwide for security professionals. For over 50 years
ASIS, a not for profit entity, has been dedicated to increasing the
effectiveness and productivity of individuals working in the security
field, with a consistent focus on education, professional development
and certification. ASIS strongly believes that security industry
credentialing through ASIS certifications can help transition members
of the Armed Forces into high demand and well-paying civilian jobs.
ASIS offers three professional security certifications; Certified
Protection Professional (CPP); Professional Certified Investigator
(PCI) and Physical Security Professional (PSP). The CPP Certification
was established in 1977 and clearly it is not an opportunistic ``9/12''
security certification program. It is the security industry's highest
recognition of practitioners, and all ASIS certifications are SAFETY
Act Designated. In 2004, the U.S. Air Force Security Forces Directorate
integrated CPP Certification into the professional development of its
security forces. Earning ASIS certification increases both short-term
and long-term job prospects and for veterans can use their in-service
experience to satisfy ASIS certification eligibility requirements. For
government, military, or law enforcement professionals planning to
leave the public sector, ASIS certification provides a way to build on
previous experience and transition to a successful second career in the
private sector.
In 2007, the United States Marine Corps (USMC) commissioned a study
on behalf of all military branches to assess the value of ASIS security
certifications to military security professionals. The study undertook
``side-by-side'' comparisons of ASIS certifications with other security
professional development offerings and concluded that ``(t)he
professional development and certification opportunities available
through ASIS would provide significant, unique value to the USMC/DoD.''
It recommended that the Marines Corps and DoD ``should investigate
courses of action, to include ASIS professional development and
certifications, to build and sustain an all-inclusive career
development program for its Military and Civil Service security
professionals.''
ASIS International is ready, willing and able to work with the DoL,
DoD and the VA and Congress to create opportunities and provide
assistance for transitioning veterans to become ASIS certified.
Specifically, ASIS seeks to be included in the DoL Veterans' Employment
and Training Service (VETS) ``Demonstration Project on Credentialing
and Licensure of Veterans'' currently being set up pursuant to the
Veterans Benefits, Healthcare, and Information Technology Act of 2006.
The legislation states the program is to facilitate the transition of
members of the Armed Forces to civilian employment by reducing barriers
to certification in industries with high growth and high worker demand.
Given this worthy goal, the Subcommittee should encourage DoL VETS to
work with ASIS International to make ASIS security certifications more
accessible and obtainable for veterans, and thus increase their ability
and likelihood to gain successful and stable employment in the
increasingly important and burgeoning security field.
For more information on ASIS International please go to
www.asisonline.org.
Statement of James Kendzel, MPH, SPHR,
Executive Director, National Organization for Competency Assurance
The National Organization for Competency Assurance (NOCA)
appreciates the opportunity to submit testimony to the House Committee
on Veterans' Affairs Subcommittee on Economic Opportunity regarding its
hearing on the licensure and certification of transitioning veterans.
Often, a credential is the quickest and most efficient pathway to
employment, transitioning into a new occupation, or advancing in one's
current occupation, hence NOCA is pleased that the Subcommittee is
giving this issue its fullest attention.
NOCA's Longstanding Commitment to Assisting America's Veterans
NOCA has long been committed to reaching out to Federal agencies
and the veteran service organization (VSO) community to ensure that
veterans have access to occupational certification opportunities that
will allow their post-military careers to flourish.
NOCA has been significantly involved in military transition issues
for almost a decade. In 2001, NOCA leaders were appointed \1\ to serve
on the Professional Certification Advisory Board (PCAB). Established by
Sec. 202(a) of Public Law 106-50, the PCAB's statutory mission is to
advise the Board of Directors of the National Veterans Business
Development Corporation (NVBDC) in the creation of uniform guidelines
and standards for the professional certification of members of the
Armed Forces in order to aid in their efficient and orderly transition
to civilian occupations and professions, and to remove potential
barriers in the areas of licensure and certification. NOCA also worked
side by side with VSOs to secure startup appropriations for the
National Veterans Business Development Corporation.
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\1\ See NOCA Appointed to Professional Certification Advisory
Board, NOCA Press Release (2001). Available at http://www.noca.org/
portals/0/pcab.doc.
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The passage of the Veterans Benefits and Healthcare Improvement Act
of 2000 (Public Law 106-419) in November 2000 expanded opportunities
for veterans to use their Montgomery GI benefits to pay for
professional certification tests. NOCA strongly supported this
legislation and assisted the U.S. Department of Labor in developing
standards for organizations to achieve should they want their
certification tests to be eligible for Montgomery GI reimbursement.
NOCA has enthusiastically promoted this program to its members to
ensure that as many certification organizations as possible meet the
requirements.
NOCA leaders were appointed \2\ by the Secretary of Veterans
Affairs to serve on the Professional Certification and Advisory
Committee (PCLAC) in 2001. Established by Public Law 106-419, the
purpose of the PCLAC was to advise the Secretary of Veterans Affairs on
the requirements of organizations that offer licensing and
certification tests to veterans using their Montgomery GI benefits as
payment. As decreed in the PCLAC's enabling legislation, the PCLAC
ceased operations in December 2006.
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\2\ See NOCA Past President Appointed to Veterans' Advisory
Committee, NOCA Press Release (2001). Available at http://www.noca.org/
portals/0/pclac.doc.
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NOCA also supported Chairman Filner's efforts to expand the use of
education benefits under the Reserve Montgomery GI Bill for licensing
or certification tests. These enhanced benefits, enacted in 2006,
permit members of the Selected Reserve to use up to $2,000 of Reserve
Montgomery GI Bill educational assistance benefits for payment for
licensing or certification tests.
NOCA sought to provide additional resources to military personnel
and veterans by redesigning its Web site. A special section on NOCA's
Web site is designed to provide information to veterans about what
kinds of certifications exist in the private sector. NOCA has
encouraged other interested organizations to link to its Web site. The
site may be reached at http://www.noca.org/Advocacy/
MilitaryandVeterans/tabid/88/Default.aspx.
NOCA played an active role in the Task Force for Veterans
Entrepreneurship, a coalition of VSOs and other interested parties
which joined together a number of years ago to advocate for stronger
entrepreneurial opportunities for veterans. The Task Force is
especially committed to advocating the needs of service-disabled
veterans and the special challenges they face in returning to civilian
life.
NOCA's advocacy efforts on behalf of veterans have been recognized
with a 2002 ``Associations Advance America'' award from the American
Society of Association Executives (ASAE). The Associations Advance
America Awards program recognizes associations that propel America
forward, by recognizing innovative projects in education, skills
training, standards-setting, business and social innovation, knowledge
creation, citizenship, and community service.
NOCA also has plans to hold a 2008 educational event on Capitol
Hill that will allow legislators and staff to learn more about
occupational certification. Representatives from the U.S. Army and Navy
``Credentialing Opportunities Online'' (COOL) programs have indicated
they plan on partnering with NOCA for this important event.
More Work Needs to Be Done
Many Federal agencies are still not maximizing the use of the
Internet as a tool to reach the widest audience possible. Some
agencies, however, have made great strides toward providing
comprehensive, easy-to-use, online certification resources. The
Department of the Army's ``Credentialing Opportunities Online'' (COOL)
\3\ Web site is an exceptional example of how the Internet can be used
to reach out to servicemembers and veterans. NOCA provided assistance
and expertise to the Army as the COOL Web site was being developed. We
continue to partner with the Army to share information and expertise so
that Army personnel might benefit from COOL.
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\3\ Available at https://www.cool.army.mil/.
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The U.S. Navy has followed the Army's lead with the creation of its
own COOL Web site.\4\ The COOL Web site provides an excellent model for
other military branches interested in providing similar resources for
their service personnel and veterans.
---------------------------------------------------------------------------
\4\ Available at https://www.cool.navy.mil/.
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NOCA has continued to offer its expertise to the Veterans
Employment and Training (VETS) program at the U.S. Department of Labor
to reach the widest audience possible about credentialing
opportunities. NOCA hopes that Congress continues to provide adequate
levels of funding to VETS so that the agency has the necessary
resources to carry out its important mission. Of particular value would
be an extensive effort to identify the full universe of certification
programs that may offer additional transition opportunities for
servicemembers. We have previously recommended the creation of a ``one-
stop'' listing of all certification programs, highlighting the
education and training requirements and the administrative procedures
for applying for and taking test requirements. The Department of
Labor's Career One-Stop Web site appears to be just such a resource. In
addition to providing up-to-date information about credentialing
opportunities, the site contains information specific to military
personnel transitioning to the private sector.\5\ NOCA commends the
Department of Labor on the Career One-Stop project and hopes Congress
will continue to fund this innovative tool.
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\5\ Available at http://www.careeronestop.org/militarytransition/.
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NOCA has previously recommended that the full resources of the
certification community be brought to bear when attempting to create
more professional opportunities for military veterans. NOCA has
attempted to reach out to all branches of the armed services and
Federal agencies to share information, ideas, and ingenuity. We
continue to encourage the military branches to reach out to NOCA to
access our expertise in identifying new and existing certification
skill-sets and in establishing pathways to certification for military
personnel. To leverage the time and resources devoted to the men and
women in the armed services, their skills and training should have
identified pathways to certification and licensure.
Previously, NOCA identified the need for uniform standards to be
created for armed services certification programs to ensure that
military personnel receive the highest quality certification with
maximum transferability to the private sector. We continue to feel that
this is of the greatest importance. NOCA has developed standards \6\
for certification that can be used as a starting point for the
development of quality uniform standards for certification programs.
Professionals in a wide variety of fields work hard to earn their
credentials and rely on certification organizations to ensure that
certifications are relevant to performance on the job. Any effort to
``dumb down'' professional certification standards is a disservice to
military veterans--as well as the public, whom certification program
standards are designed to protect.
---------------------------------------------------------------------------
\6\ See http://www.noca.org/NCCAAccreditation/Standards/tabid/93/
Default.aspx.
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We note that legislation in previous years has been introduced to
create other Federal advisory boards purporting to advise the Secretary
of Veterans Affairs and others about military transition. We
respectfully suggest that the formation of additional advisory boards
is no longer necessary, but there may be some use in reforming the
Professional Certification and Licensure Advisory Committee. Upon its
sunset in December 2006, the PCLAC submitted its final report \7\ to
the Secretary as required by its enabling statute. The final report
contains a roadmap of recommendations for policymakers to follow to
enhance additional transition activity.
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\7\ The report is included in Appendix II of this testimony.
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About the National Organization for Competency Assurance (NOCA)
NOCA, the oldest and largest organization representing
certification agencies, testing companies, and consulting firms and
individuals involved in professional certification, was created in 1977
as the National Commission for Health Certifying Agencies (NCHCA) with
Federal funding from the Department of Health and Human Services. Its
mission was to develop standards for quality certification in the
allied health fields and to accredit organizations that met those
standards. With the growing use of certification in other fields,
NCHCA's leaders recognized that what is essential for credible
certification of individuals in the healthcare sector is equally
essential for other sectors. With this vision, NCHCA evolved into the
National Organization for Competency Assurance. NOCA is a nonprofit,
501(c)(3) organization, committed to serving the public interest by
ensuring adherence to standards that ensure the highest competence of
certification programs.
NOCA's membership is composed of more than 600 organizations
responsible for certifying specific skill-sets and knowledge bases of
professions and occupations at the national and international level.
Through certification, NOCA members represent more than 15 million
individuals around the world and include certification programs of some
150 professions and occupations, including 60 healthcare professions.
NOCA members certify individual skills in fields as diverse as
construction, healthcare, automotive, and finance. A current roster of
NOCA members is included in the appendix.
NOCA's mission is to promote excellence in competency assurance for
individuals in all occupations and professions. No other organization
has the presence in or commits the resources to the field of
certification. NOCA is proud of its position as the international
leader in competency assurance for certification programs, as well as
its role in promoting excellence in competency assurance for
practitioners in all occupations and professions.
What Is Certification?
The certification of professional and occupational skill-sets
affirms a knowledge and experience base for practitioners in a
particular field, their employers, and the public at large.
Certification represents a declaration of a particular individual's
professional competence. In some professions certification is a
requirement for employment or practice. Doctors, mechanics,
accountants, surveyors, and many others establish their credentials and
capabilities through certification. In all instances, certification
enhances the employability and career advancement of the individual
practitioner or employee.
The benefits of credentialing include:
Consumer confidence and safety through verification of
competence.
Protecting the general public from incompetent and unfit
practitioners.
Establishment of professional standards for individuals
in a particular field.
Assisting consumers in making informed decisions about
qualified providers.
Assisting employers in making more informed hiring
decisions.
A more productive and highly trained workforce for
employers.
A number of occupational certifications have been deemed so
rigorous by State regulatory bodies that passage of the certification
examination itself is often used as the basis of licensure.
Certification is distinct from licensure in that it is voluntary and
requires recertification to maintain the credential. Recertification
frequently requires continual education or periodic testing.
Recertification provides a reaffirmation of competency assurance by
ensuring that the certificant is up-to-date with the latest training
techniques, research, and methods for a particular field.
Accreditation of National Voluntary Credentialing Programs
The National Commission for Certifying Agencies (NCCA) is the
accreditation arm of NOCA. Accreditation provides a mechanism for
certification organizations to demonstrate to the profession it
represents and the general public it serves that its credentialing
program has been reviewed by a panel of impartial experts that have
determined that the certification program has met the stringent
standards of NCCA. NCCA accreditation provides certification programs
and many NOCA members with a way to answer the question ``who vetted
your certification program?''--a question often posed by members of an
occupation, employers, customers, and, sometimes, the courts.
Conclusion
Improving the prospects for employment of servicemembers when they
leave the military will go a long way toward meeting recruiting goals,
improving military morale, enhancing the quality of our civilian
workforce, and keeping our economy competitive. These men and women of
the armed services deserve access to the resources that will help
transition the training they received in military service into
marketable skill-sets in their post-military careers. NOCA stands at
the ready to assist in this mission.
Respectfully Submitted,
James Kendzel, MPH, SPHR,
Executive Director,
National Organization for Competency Assurance (NOCA)
__________
APPENDIX I
NOCA Organizational Members
NOCA's Organizational Members consist of the following
associations, certifying organizations, customer groups, and government
agencies:
AACE International
Academy of Ambulatory Foot and Ankle Surgery
Academy for Certification of Vision Rehabilitation and Education
Professionals
Academy of Lactation Policy and Practice
Accrediting Bureau of Health Education Schools
Aerobics and Fitness Association of America
Alliance of Information and Referral Systems
American Academy of Health Care Providers in the Addictive Disorders
American Academy of Nurse Practitioners
American Academy of Micropigmentation
American Academy of Pain Management
American Academy of Wound Management
American Association for Medical Transcription
American Association for Respiratory Care
American Association of Clinical Coders and Auditors
American Association of Colleges of Nursing
American Association of Critical-Care Nurses Certification Corporation
American Association of Medical Assistants
American Association of Medical Audit Specialists
American Association of Physician Specialists
American Association of Poison Control Centers
American Board for Certification in Orthotics and Prosthetics, Inc.
American Board for Certification of Teacher Excellence, Inc.
American Board for Occupational Health Nurses
American Board of Cardiovascular Perfusion
American Board of General Dentistry
American Board of Industrial Hygiene
American Board of Lower Extremity Surgery
American Board of Multiple Specialties in Podiatry
American Board of Nursing Specialties
American Board of Opticianry
American Board of Pain Medicine
American Board of Registration of Electroencephalographic and Evoked
Potential
Technologists, Inc.
American Board of Surgical Assistants
American Board of Transplant Coordinators
American Board of Veterinary Practitioners
American Certification Agency for Healthcare Professionals
American Chiropractic Board of Radiology
American Chiropractic Board of Sports Physicians
American Chiropractic Neurology Board
American Chiropractic Registry of Radiologic Technologists
American Clinical Board of Nutrition
American College of Sports Medicine
American College of Veterinary Ophthalmologists
American Construction Inspectors Association
American Council on Exercise
American Fitness Professionals and Associates
American Health Information Management Association
American Hospital Association Certification Center
American Institute of Certified Public Accountants
American Indoor Air Quality Council
American Manual Medicine Association
American Medical Massage Association
American Medical Technologists
American Midwifery Certification Board
American Nurses Credentialing Center Commission on Certification
American Occupational Therapy Association
American Optometric Association Commission on Paraoptometric
Certification
American Organization for Bodywork Therapies of Asia
American Physical Therapy Association
American Registry for Diagnostic Medical Sonographers
American Registry of Magnetic Resonance Imaging Technologists
The American Registry of Radiologic Technologists
American Society for Metabolic and Bariatric Surgery
American Society for Clinical Pathology
American Society of Anesthesia Technologists and Technicians
American Society of Military Comptrollers
American Speech-Language-Hearing Association
American Staffing Association
American Veterinary Chiropractic Association, Inc.
American Veterinary Medical Association
APICS--The Association for Operations Management
Aquatic Exercise Association, Inc.
Architectural Woodwork Institute
Art Therapy Credentials Board
ASIS International
Association for Death Education and Counseling
Association for Investment Management and Research
Association of Christian Alcohol and Drug Counselors
Association of Government Accountants
Association of Regulatory Boards of Optometry
Association of Surgical Technologists, Inc.
Association of Water Technologies, Inc.
Axiom Resource Management, Inc.
Behavior Analyst Certification Board
Biofeedback Certification Institute of America
Board for Certification in Clinical Anaplastology
Board for Certification of Addiction Specialists
Board for Certification in Pedorthics
Board for Orthotist/Prosthetist Certification
Board of Canadian Registered Safety Professionals
Board of Certification for Emergency Nursing
Board of Certification in Professional Ergonomics
Board of Certification of Medical Illustrators
Board of Certified Safety Professionals
Board of Environmental, Health & Safety Auditor Certifications
Board of Pharmaceutical Specialties
Board of Registered Polysomnographic Technologists
Breining Institute
California Association for Alcohol and Drug Educators
California Association of Alcoholism and Drug Abuse Counselors (CAADAC)
and the
California Certification Board of Alcohol and Drug Counselors
(CCBADC)
California Association of Drinking Driver Treatment Programs
California Certifying Board for Medical Assistants
California-Nevada Section, American Water Works Association
California Water Environment Association
Canadian Alliance of Physiotherapy Regulators
Canadian Board for Respiratory Care, Inc.
Canadian Chiropractic Examining Board
Canadian Council of Professional Engineers
Canadian Nurses Association
Center for Credentialing and Education
Certification Board for Music Therapists
Certification Board for Radiology Practitioner Assistants
Certification Board for Sterile Processing and Distribution
Certification Board for Infection Control and Epidemiology
Certification of Disability Management Specialists Commission
Certified Financial Planner Board of Standards, Inc.
Certified Fund Raising Executive International
Certified General Accountants Association of Canada
Certified Mine Safety Professional Certification Board
Certifying Board for Dietary Managers
Chartered Realty Investor Society
College and Association of Registered Nurses of Alberta
College of Massage Therapists of Ontario
College of Medical Laboratory Technologists of Ontario
College of Medical Radiation Technologists of Ontario
College of Occupational Therapists of Ontario
College of Pharmacists of British Columbia
College of Physiotherapists of Ontario
College of Respiratory Therapists of Ontario
Commission for Case Manager Certification
Commission for Certification in Geriatric Pharmacy
Commission on Dietetic Registration of the American Dietetic
Association
Commission on Graduates of Foreign Nursing Schools
Commission on Rehabilitation Counselor Certification
Competency and Credentialing Institute
Convergys
The Cooper Institute
Council of Landscape Architectural Registration Boards
Council on Certification of Health, Environmental, and Safety
Technologists
Council on Certification of Nurse Anesthetists
Council on Licensure, Enforcement and Regulation
Council on Professional Standards for Kinesiotherapy
Crane Operator Certification Authority
CFA Institute
CSI Global Education
Dental Assisting National Board
Department of Environment and Labor Province of Nova Scotia
Entertainment Technician Certification Program (ETCP-ESTA)
Esthetic Skin Institute
Examination Board of Professional Home Inspectors
Financial Planning Standards Board
Financial Planners Standards Council
Financial Planning Association of Australia
Florida Certification Board
Fundacao Luis Eduardo Magalhaes
Hand Therapy Certification Commission, Inc.
The Healing Oasis Wellness Center
Healthcare Compliance Certification Board
Healthcare Financial Management Association
Healthcare Information and Management Systems Society
Healthcare Quality Certification Board
Human Resource Certification Institute
Illinois Department of Financial & Professional Regulation
Infocomm International
International Medical University of Natural Education (IMUNE)
Indian Alcoholism Commission of California
Infusion Nurses Certification Corporation
Institute for Safety and Health Management
Institute of Certified Construction Financial Professionals
Institute of Certified Management Accountants
Institute of Hazardous Materials Management
Institute for Supply Management
International Accounts Payable Professionals, Inc.
International Air Filtration Certifiers Association
International Alliance for Fitness Professionals
International Association for Colon Hydrotherapy
International Association of Eating Disorders Professionals Association
International Association of Forensic Nurses
International Association of Healthcare Central Service Materiel
Management
International Board of Lactation Consultant Examiners
International Code Council
International Executive Housekeepers Association, Inc.
International Fitness Association
International Lactation Consultant Association
International Pilates Certification
International Society for Clinical Densitometry
International Society of Arboriculture
International Society for Performance Improvement
Irrigation Association
ISA, The Instrumentation, Systems, and Automation Society
Joint Commission on Allied Health Personnel in Ophthalmology
Kassian Dyck & Associates
Knowledge Assessment Calculator (formerly American Payroll Association)
Lamaze International
Liaison Council on Certification for the Surgical Technologist
Marketing Research Association
Medical Massage National Certification Board
Michigan Institute for Health Enhancement
NAA Education Institute
NAADAC--The Association for Addiction Professionals
National Academy of Sports Medicine
National Alliance Wound Care
National Assistant at Surgery Council
National Association of Medical Staff Services
National Association for Health Professionals
National Association of Boards of Pharmacy
National Association of Certified Valuation Analysts
National Association of College Stores
National Association of Federal Credit Unions
National Association of Forensic Counselors
National Association of Legal Assistants
National Association of Mortgage Brokers
National Association of Social Workers
National Association of State Contractors Licensing Agencies
National Asthma Educator Certification Board, Inc.
National Athletic Trainer's Association Board of Certification
National Board for Certification in Hearing Instrument Sciences
National Board for Certification of Hospice and Palliative Nurses
National Board for Certification of Orthopaedic Technologists
National Board for Certification in Occupational Therapy
National Board for Certification of Orthopedic Physician Assistants
National Board for Certified Counselors
National Board for Professional Teaching Standards
National Board for Respiratory Care
National Board of Certification for Community Association Managers,
Inc.
National Board of Chiropractic Examiners
National Board of Examiners in Optometry
National Board of Nutrition Support
National Board of Orthodontics, U.S.
National Board of Surgical Specialists
National Business Aviation Association
National Center for Competency Testing
National Certification Board for Diabetes Educators
National Certification Board for Therapeutic Massage and Body Work
National Certification Commission for Acupuncture and Oriental Medicine
National Certification Corporation for the Obstetric, Gynecologic, and
Neonatal
Nursing Specialties
The National Commission for Health Education Credentialing
National Commission for Certification of Continuing Medical Education
Professionals
National Commission for the Certification of Crane Operators
National Concrete Masonry Association
National Contact Lens Examiners
National Council for Interior Design Qualification
National Council for Therapeutic Recreation Certification, Inc.
National Council of Architectural Registration Boards
National Council of Examiners for Engineering and Surveying
National Council of State Boards of Nursing, Inc.
National Council on Strength and Fitness
National Credentialing Agency for Laboratory Personnel
National Dental Hygiene Certification Board
National Enrichment Teachers Association
National Examining Board of Ocularists
National Exercise Trainers Association (NETA)
National Exercise and Sports Trainers Association (NESTA)
National Federation of Professional Trainers
National Fitness Professionals Association
National Ground Water Association
National Healthcareer Association
National Institute for Automotive Service Excellence
National Institute for Certification in Engineering Technologies
National Institute for Metalworking Skills
National Kitchen and Bath Association
National League for Nursing
National Occupational Competency Testing Institute
National Paramedical for Technician and Assistants
National Recreation and Parks Association
National Registry of Emergency Medical Technicians
National Registry of Food Safety Professionals
National Strength and Conditioning Association (NSCA) Certification
Commission
Natural Therapies Certification Board
Nephrology Nursing Certification Commission
North American Board of Certified Energy Practitioners
North American Registry of Midwives
North Carolina Substance Abuse Practice Board
The Nuclear Medicine Technology Certification Board
Oncology Nursing Certification Corporation
Ontario College of Pharmacists
Ontario College of Social Workers and Social Service Workers
Ophthalmic Photographers' Society, Inc. Board of Certification
Pediatric Nursing Certification Board
Petrofac Training International
Pharmacy Examining Board of Canada
Pharmacy Technician Certification Board
Pilates Method Alliance, Inc.
Professional Golfers' Association of America
Professional Healthcare Institute of America
Professional Landcare Network
Professional Photographers of America
Psychiatric Rehabilitation Certification Program
Radiology Coding Certification Board
Registry of Interpreters for the Deaf, Inc.
Rehabilitation Engineering and Assistive Technology Society of North
America
Rocky Mountain Masonry Institute
School Nutrition Association
Society of Actuaries
Society of American Foresters
Society of Cable Telecommunications Engineers
Society of Certified Senior Advisors
The Society of the Plastics Industry
Society of Tribologists and Lubrication Engineers
Software Engineering Institute
Southern California Crane and Hoisting Certification Program
Transportation Professional Certification Board, Inc.
UCSD--Center for Criminality Addiction Research, Training, and
Application
(CCARTA)
Universal Public Purchasing Certification Council
U.S. Green Building Council
Veterinary Hospital Managers Association
The Wedding Planning Institute
Wound, Ostomy, and Continence Nurses Certification Board
__________
APPENDIX II
Professional Certification and Licensure Advisory Committee,
Department of Veterans Affairs,
Washington, DC
April 10, 2007
The Honorable R. James Nicholson
Secretary of Veterans Affairs
810 Vermont Avenue, NW
Washington, DC 20420
Dear Mr. Secretary,
The Professional Certification and Licensure Advisory Committee
(PCLAC) met in Washington, DC, on October 26, 2006. The meeting marked
the final assembling of members as the PCLACs sunset occurred on
December 31, 2006. The following members attended the meeting:
Sandra L. Winborne, Ph.D., Chair
Ms. Lisa Lutz
Mr. Michael Clark
William G. Harris, Ph.D.
Mr. Wade B. Delk
Ms. Donna H. Mooney, RN
Roy Swift, Ph.D.
Ms. Carolyn Baker (Ex-
Officio, DoD)
Department of Veterans Affairs Staff Present:
Mr. William Susling
Mr. Salminio Garner
Guests Present:
Mr. Joseph Sharpe (American Legion)
Ms. Devon Siebert (HVAC)
Mr. Juan Lara (American Legion)
Mr. Ron Horne (DoD)
Mr. Jim Kendzel (NOCA)
Giles Larrabee (Ret. Ed Service)
PCLAC members discussed the legacy of the committee and emphasized
the importance of having their concerns for the Veterans Affairs'
certification and licensure programs under the Montgomery GI Bill
(MGIB) be somehow incorporated into another advisory group's domain for
future discussions. Perhaps the Education Advisory Committee is best
suited for this. PCLAC developed a list of six recommendations that we
feel the Department of Veterans Affairs should consider for future
directions on how professional certification and licensure is handled
by the agency. The recommendations are found on page three of this
document.
PCLAC members attempted to address the magnitude of the changing
workforce and how veterans need to understand those changes where
professional certification and licensure may be necessary to obtain
employment or maintain employment. The Montgomery GI Bill's long
history of association with traditional education makes it reasonable
to explore ways to expand veterans' understanding of professional
certification and licensure and the possibilities that it may enhance
their career opportunities should they explore it.
I personally want to thank you, Mr. Secretary, and your staff in
Education Services who provided many hours in meetings and follow-up to
ensure that PCLAC remained on task and oriented toward the mission as
stated under Public Law 106-419. I also thank each member of PCLAC who
are experts in professional certification and licensure and I sincerely
hope that if the committee is resurrected that you would invite each
member to return to a position.
In closing, I appreciate my selection as chair of PCLAC and I am
available for consultation on professional certification and licensure
issues. My contact information is 850.452.1111 Ext. 3213.
Respectfully,
Sandra L. Winborne, Ph.D.
Chair
Attachment (1) Final PCLAC Recommendations
Attachment (2) October 26, 2006 PCLAC Meeting Minutes
__________
Attachment (1)
The Professional Certification and Licensure Advisory Committee (PCLAC)
Final Recommendations
1. Add a component of licensure and certification to quality
assurance process.
This should be similar to the education process to
fulfill VA's oversight responsibility.
2. Due to the increase of credentialing agencies and the decrease
in the number of veterans utilizing the benefit, immediately improve
current outreach activities.
a. Improve
b. Analyze
c. Expand for new entitlements
3. VA should strengthen partnerships with other Federal agencies
with credentialing organizations and their accrediting bodies, as well
as other experts in the field of certification and licensure.
Maintaining and enhancing VA's existing knowledge through this
partnership can accomplish this.
4. Reconstitute the Committee under the VA.
5. Develop a policy to mandate that credentialing organizations
perform a periodic review of licensure and certification programs to
ensure and continue compliance with the DVA approval criteria.
6. Recommend legislation that would expand the GI Bill benefit to
include payment for tutorial assistance needed to pass licensing and
certification exams.
POST-HEARING QUESTIONS AND RESPONSES FOR THE RECORD
Committee on Veterans' Affairs
Subcommittee on Economic Opportunity
Washington, DC
October 30, 2007
Keith M. Wilson
Director, Education Service
Veterans Benefits Administration
U.S. Department of Veterans Affairs
810 Vermont Ave., NW
Washington, DC 20420
Dear Mr. Wilson:
Please review and respond to the enclosed hearing questions by the
close of business on November 30, 2007. These questions are in
reference to our House Committee on Veterans' Affairs Subcommittee on
Economic Opportunity hearing on
``Licensure and Credentialing'' on September 20, 2007.
In an effort to reduce printing costs, the Committee on Veterans'
Affairs, in cooperation with the Joint Committee on Printing, is
implementing some formatting changes for material for all Full
Committee and Subcommittee hearings. Therefore, it would be appreciated
if you could provide your answers consecutively on letter size paper,
single-spaced. In addition, please restate the question in its entirety
before the answer.
Due to the delay in receiving mail, please provide your response to
Ms. Orfa Torres by fax at (202) 225-2034. If you have any questions,
please call (202) 225-3608.
Sincerely,
Stephanie Herseth Sandlin
Chairwoman
__________
Questions for the Record
The Honorable Stephanie Herseth Sandlin, Chairwoman
Subcommittee on Economic Opportunity
House Committee on Veterans' Affairs
September 20, 2007
Hearing on Licensure and Credentialing
Question 1: When was the last time VA updated the $2,000 limit
reimbursement for classes taken toward a credential or licensure?
Response: The $2,000 limit for reimbursement is for the examination
fee itself, not for classes taken toward license or certification.
Classes taken toward a license or certification exam could potentially
be payable under regular Montgomery Gl Bill (MGIB Chapter 30) benefits
if the classes are approved as part of the individual's program of
education.
The $2,000 reimbursement limit for license or certification
examination fees was established by law under section 122 of Public Law
106-419, and would have to be amended by Congress. It should be noted,
however, that a brief review of our records found no reimbursements
that have approached the $2,000 threshold.
Question 2: What is the number of veterans per year who take a
licensure and credential exam? How many pass?
Response: In fiscal 2007, the total of all individuals who received
a reimbursement for a license or certification exam was 4,094. The
Department of Veterans Affairs (VA) does not maintain records on the
pass/fail rate for individuals taking license or certification exams.