All
featured
Military Spouse
Health
Business
Finance
Career
Transitioning
Government
Events
Education
Sports
Lifestyle
military
Disability
Advocates
Wellness
Entertainment
Stories
PTSD
Resources
STEM
In Memoriam
Inclusion
environment

Guide to Veterans Affairs benefits and loans

FinanceGovernmentTransitioning

Smiling woman in camouflage holding cardboard box and looking at camera with blurred military man on background

In a nutshell…The U.S. Department of Veterans Affairs offers many benefits for eligible veterans, including VA loans, the GI Bill, job training, medical benefits and housing grants for disabled veterans.

After your time in military service, you may be eligible for numerous veteran benefits. The United States Department of Veterans Affairs, or VA, offers a range of services and assistance for eligible U.S. veterans and qualifying family members to help transition into civilian life.

Read on to understand the different benefits and loans available through the VA.

VA housing and homebuying assistance

One of the most well-known veteran benefits is VA housing assistance. It is meant to help veterans, service members and surviving spouses buy or build a home, refinance a home or make home improvements. Below are some of the specific programs and insights into each one.

VA home loans

A VA home loan is a type of mortgage loan that is backed by the Department of Veterans Affairs. Note that just because the loan is backed by the VA doesn’t mean it’s risk free. The VA backs the loan to protect the lender, not the borrower. If you miss payments, you still risk getting hit with late fees, decreased credit scores or — worse — possible home foreclosure. VA loans can be used to …

Buy a home
Build a home
Buy a home and fund improvements
Make energy-efficiency improvements to an existing home
Refinance an existing loan

Specific eligibility requirements can vary based on when you served. But veterans, surviving spouses and those joining the military today must generally meet one of the following eligibility criteria to qualify for a VA loan:

Served 90 total days of active service during wartime
Served 181 continuous days of active service during peacetime
Served six years of service in the National Guard or the Reserve
The applicant is a surviving spouse of a service member who died in the line of duty or passed away from a disability that resulted while serving.

Additional eligibility requirements apply in some circumstances, so check with the VA for specifics.

The VA offers just one type of direct loan — through its Native American Direct Loan program for purchases on qualifying tribal lands. Otherwise it offers borrowers indirect, VA-backed loans from private lenders that participate in the VA loan program. Be sure to shop around and compare mortgage rates to choose the best mortgage for you. Ask friends and family for lender recommendations and be sure to look at online reviews.

VA loan programs specify that the home purchase being financed must be for a property used as a primary residence. Here are some other rules to keep in mind:

Property requirements: VA loans are for single-family residences with one to four family units and must be primarily residential in nature.
Qualifying income considerations: VA loan rules on using rental income as qualifying income for the loan include having cash reserves for at least three months’ worth of mortgage payments and providing the previous two years of tax returns showing the rental income.

There are some key differences between VA loans and other types of mortgages that make VA loans so appealing. These differences are:

No down payment may be required: Most types of home loans generally require some form of down payment. The VA loan typically requires nothing down — although you can make a down payment if you want to try to lower your total loan amount and monthly payment. If your home is appraised at a lower value than the listing or asking price — or if the lender needs it to meet secondary market requirements — you may have to make a down payment.
The VA has no minimum credit score requirement: There are no credit score requirements set by the VA — however, the specific lender you go through to apply for a VA loan may have their own credit requirements.
You may not be subject to loan limits: Unlike FHA loans, VA loans of more than $144,000 do not have a borrowing limit, as long as you have full VA loan entitlement — meaning you have not already taken out a VA home loan, or you have fully repaid a previous VA loan.
You do not need mortgage insurance: Unless you put 20% down, lenders typically require mortgage insurance to protect themselves in case you don’t pay your mortgage. Since a VA loan is backed by the VA, you are not required to pay for mortgage insurance.
VA loans have a funding fee: VA loans may require a one-time funding fee. This fee can range from 0.5% to 3.6% of your loan, depending on a number of factors, and can be wrapped up in your loan if you’re unable to pay it outright.

Types of VA home loans

There are several types of VA loans that are designed especially for the varying borrowing purposes listed above. These are:

VA purchase loans: A loan program that qualifying individuals use to buy, improve or build a home
VA cash-out refinance loans: A loan program that allows qualifying veterans, service members or surviving spouses to replace an existing loan with a new one, allowing them to borrow against equity in their home or refinance a non-VA loan into a VA loan
VA interest rate reduction refinance loan (IRRRL): A program that allows qualifying individuals to refinance your VA loan under new terms, potentially allowing you to reduce your monthly mortgage payments or interest rate.

There are both fixed-rate and adjustable-rate VA mortgages. With fixed-rate mortgages, you lock in your interest rate for the life of the loan. With adjustable-rate mortgages, your interest rate fluctuates according to the index of interest rates. The VA no longer prescribes specific interest rates — adjustable-rate loan changes depend on whether the loan is a standard or hybrid adjustable rate mortgage. Be sure to talk with your lender about which option is best for you, and learn how often these rates are subject to adjustment.

Homeowners insurance for veterans

Like almost any type of mortgage, institutions offering VA loans will typically require the borrower to purchase homeowners insurance. Additionally, the VA requires borrowers to have a hazard insurance policy where appropriate (flood insurance, for example, in known flood zones), which may be included in the conventional homeowners policy required by your lender. It may be worth asking your insurer or agent about possible military discounts for these types of programs.

State-specific veterans benefits

If you do not qualify for a VA loan or you are simply looking for additional housing benefits, there are generally state-specific organizations and programs designed to help veterans and others with housing at the state level. Be sure to check with your local VA office to help point you in the right direction.

VA disability benefits and programs

If you became sick or injured while serving in the military, or have an existing condition that got worse as a result of military service, you may qualify for VA disability compensation. You can file a claim for VA disability compensation online or at your local VA regional office — or send the appropriate information via mail to the address below.

Department of Veterans Affairs

Claims Intake Center

P.O. Box 4444

Janesville, WI 53547-4444

You will need the following documentation to submit your claim:

Military discharge papers (DD214 or any other separation documents you may have)
Any service treatment records
Medical treatment records that show proof of disability (for example, doctor reports, X-rays, test results, doctor orders/recommendations for treatment, mental status examination or operative reports)

Be sure to apply for disability compensation as soon as possible since the claims process can take a while — generally in the neighborhood of four to five months. The VA site regularly updates the average time it takes to approve or deny a claim — it was 134.4 days as of June 2021 and 139.6 days as of July 2021.

VA benefits for disabled veterans

Disability compensation: This is a tax-free monthly benefit paid to disabled veterans who are considered 10% disabled or higher. The exact dollar amount you receive each month fluctuates based on the degree of your disability and if you have dependents.
Clothing allowance: This is an annual allowance for eligible veterans and service members whose clothing has been damaged by prosthetics/orthopedic devices or topical medication for a skin condition.
Service-disabled veterans’ life insurance (S-DVI): This insurance benefit is for eligible veterans who may have service-connected disabilities but are in good health otherwise. The amount of premium you pay depends on your age, the type of plan and the amount of coverage you need.

The eligibility requirements and application process for each benefit can change, so be sure to check with your local VA center to determine whether you qualify and how to access the benefit.

VA disability housing programs

Home Improvements and Structural Alterations (HISA): The HISA program provides up to $6,800 in funding for home improvements and structural alterations to a disabled veteran’s primary residence. The intent behind the program is to improve home accessibility.
Specially Adapted Housing grants (SAH): The SAH grant helps certain veterans and service members with disabilities work toward independent living by creating barrier-free environments.
Temporary Residence Adaptation grant (TRA): The TRA grant may be available as part of the SAH program described and linked above. It is used to help veterans and service members make accommodations when living temporarily in a family member’s home that needs changes to meet their needs.

Automobile allowance for veterans

Although the VA does not offer specialized car loans for all veterans, it does provide an automobile allowance for veterans and service members with qualifying injuries. This is a one-time allowance for disabled veterans and service members to help them purchase a vehicle that better accommodates their needs.

Qualifying individuals can use this allowance to purchase a new or used vehicle that is already equipped with adaptive equipment, or they can purchase and install adaptive equipment to an existing vehicle.

VA education, training and employment benefits

The VA offers several education, training and employment benefits to veterans, service members and their qualified dependents to help with education costs, finding a training program or career guidance and counseling. Below are the different VA education and training benefits.

Veteran Readiness & Employment (VR&E): The VR&E program is designed to help veterans and service members with service-related disabilities with job training, employment accommodations, resume developments and job-search coaching. In some cases, these benefits may extend to dependents.
Personalized Career Planning and Guidance (PCPG): The PCPG program offers education/training, career, academic, resume and goal-planning counseling to eligible service members, veterans and dependents.
Dependents and Survivors Educational Assistance: This is a specialized program for spouses and children of veterans or service members who died or received permanent disabilities while serving. The program helps with tuition, housing, books and school supply costs.
Veteran Employment Through Technology Education Courses (VET TEC): The VET TEC program helps veterans with training and educational courses in high-demand areas of the tech industry. The training is for computer software, computer programming, data processing, information science and media applications.
VetSuccess on Campus: This program is designed to help veterans and service members transition from life in service to life on campus. Each school that is a part of the program has a VA Vocational Rehabilitation Counselor to help support veterans with assistance needed to pursue their educational and employment goals.
Montgomery GI Bill Selected Reserve (MGIB-SR): The MGIB-SR program pays for up to 36 months of education or training benefits for qualifying reservists and members of the Army National Guard or Air National Guard.
The National Call to Service Program: This program offers a choice between a $5,000 cash bonus, up to $18,000 of student loan repayment, or educational assistance for eligible veterans who performed a period of national service.
Veteran Rapid Retraining Assistance Program (VRRAP): The VRRAP is a temporary program that provides up to 12 months of tuition and schooling fees as well as a monthly housing allowance for qualified veterans who became unemployed because of the COVID-19 pandemic. Eligibility for other unemployment and education benefits can impact eligibility for this program.

Next steps

To find out if you are eligible for VA home loan programs, visit the VA website or your local VA regional office to discuss the programs and your service record.

Continue to read the complete article on CreditKarma.com

$3.5 Million in Grants to Support Veteran Small Business Owners

BusinessFinance

Slightly upward curved hundred us dollar bills lying on the us flag

The U.S. Small Business Administration (SBA) announced $3.5 million in grant awards to support outreach organizations focused on veteran small businesses. The grants provide critical funding to create new Veterans Business Outreach Centers (VBOCs) in Alaska, California, Colorado, Iowa, Nebraska, Nevada and South Carolina, strengthening training and counseling services for aspiring and existing veteran and military spouse small business owners. In the U.S., there are nearly two million veteran-owned small businesses, employing over five million people and generating over $1.3 trillion in annual revenue.

“Our service members have protected our nation with selfless honor and sacrifice, and the Biden-Harris Administration is committed to supporting them with resources and opportunities as they pursue their American dreams of business ownership,” said U.S. Small Business Administrator Isabella Casillas Guzman. “With this expansion of our veteran-focused network of small business centers, we can help more transitioning service members, veterans, National Guard and Reserve members, and military spouses start and grow their businesses and advance our economy.”

VBOCs are responsible for conducting Boots to Business classes for transitioning members and their spouses, aiding in putting together business plans, they provide mentorship and resources, and so on. These centers are available in nearly every state.

“VBOCs are a one-stop shop for business training, counseling and resource partner referrals to transitioning service members, veterans, National Guard and Reserve members, and military spouses interested in starting or growing a small business,” said Timothy Green, acting associate administrator for the Office of Veterans Business Development. “The new centers will provide additional resources to increase support and access for nearly two million veteran-owned small businesses. The expanded locations aim to enhance the veteran small business owner experience with more opportunities for training and less appointment wait times.”

Organizations receiving grants from the SBA have demonstrated a commitment to addressing challenges that veteran-owned small businesses face and helping them succeed through the Department of Defense’s Transition Assistance Program. The VBOC program has expanded from 22 to 28 locations, fully servicing all 50 states, the District of Columbia, Puerto Rico, the U.S. Virgin Islands, Guam and American Samoa. Grants will support a range of services, including:

Business planning: Provides veterans with training and counseling on accounting, financial planning and management.
Accessing capital: Helps veterans understand the multitude of sources of capital available to them, as well as helps them access financing, loans and grants.
Marketing and outreach: Provides marketing and outreach services to promote veteran-owned businesses in their communities and beyond.
Transitioning: Provides Boots to Business instruction to help active-duty service members transition out of the military.

Grant recipients and the areas impacted:

Seattle Economic Development Fund- Business Impact Northwest: Seattle, Washington. Covering area: Alaska.
University of Texas Arlington College of Business: Arlington, Texas. Covering area: Nevada.
Carmel Veterans Service Center: Colorado Springs, Colorado. Covering area: Colorado.
Nebraska Enterprise Fund: Oakland, Nebraska. Covering area: Nebraska and Iowa.
The Citadel: Charleston, South Carolina. Covering area: South Carolina.
Long Beach City College: Long Beach, California. Covering area: California’s LA County, San Bernardino County, Ventura County, Orange County, Santa Barbara County and Riverside County.

For more information on these and other local VBOCs, visit sba.gov/vboc.

Source: U.S. Small Business Administration

5 Growing Careers in Mental Health

CareerTransitioning

An army soldier standing with his wife, speaking to a doctor.

The National Institute of Mental Health estimates that more than 1 in 5 U.S. adults live with a mental illness. Among adolescents and people of color, the prevalence of mental disorders can be even higher. Along with a growing awareness of the importance of mental health and the need for treatment, the demand for workers who can help is increasing.

If you’re interested in a career supporting mental health, you may want to consider these five occupations that the U.S. Bureau of Labor Statistics projects will grow much faster than average over the 2021–31 decade.

Together, they employed about 761,000 workers in 2021—and they are expected to have more than 91,000 openings on average each year through 2031. The education typically required to enter these occupations ranges from a high school diploma to a master’s degree, and they all pay around or more than the $46,310 median for all occupations in 2022.

Substance Abuse, Behavioral Disorder and Mental Health Counselors

Substance abuse, behavioral disorder and mental health counselors advise people on a range of issues, such as those relating to alcoholism, addictions or depression. They provide support, including for prevention, to help clients recover from addiction, modify problem behaviors or improve mental health. They may work with patients individually or in group sessions, helping those struggling with mental health, and may find ways to discuss their addiction or other problems with family and friends.

Projected growth: 22.1%
Average salary: $49,710
Education needed: Bachelor’s degree

Community Health Workers

Community health workers advocate for residents’ needs with health care providers and social service organizations. They implement wellness strategies by collecting data and discussing health concerns with members of specific populations. They typically work closely with health education specialists, but their expertise lies with direct interaction with those needing assistance in the forms of informal counseling, providing basic health services, advocating for individuals and conducting outreach programs.

Projected growth: 15.9% (Average growth is at about 7-8%)
Average salary: $46,190
Education needed: High school diploma

Marriage and Family Therapists

Marriage and family therapists help people manage problems with their family and other relationships. They bring a family-centered perspective to treatment and work with individuals, couples or even whole families to work out any issues they may be having. Marriage and family therapists are also responsible for evaluating family roles and development to understand how clients’ families affect their mental health and address issues, such as low self-esteem, stress, addiction and substance abuse.

Projected growth: 13.9%
Average salary: $56,570
Education needed: Master’s degree

Health Care Social Workers

Health care social workers help clients understand their diagnosis and adjust their lifestyle, housing or health care. They can help people transition from the hospital back into their communities, provide information about home health care services and support groups, and work with doctors to understand the effects that disease and illness have with mental and emotional health. Health care social workers may also receive a specialization in geriatric social work, hospice and palliative care, or medical social work.

Projected growth: 11.1%
Average salary: $60,280
Education needed: Master’s degree

Mental Health and Substance Abuse Social Workers

Mental health and substance abuse social workers help clients with mental illnesses or addictions. They provide information on services, such as support groups and 12-step programs, to help clients cope with their illness and are licensed clinical social workers who may perform some of the same tasks as health care social workers.

Projected growth: 11.1%
Average salary: $51,40
Education needed: Master’s degree

Sources: The Department of Labor, Bureau of Labor Statistics

Next Chief Master Sergeant of the Space Force: Chief Master Sgt. John Bentivegna

Government

After an in-depth evaluation, the U.S. Space Force has selected their next Chief Master Sergeant. In early May, Chief Master Sgt. John F. Bentivegna was selected to fill the position. He comes to the role with more than 25 years of space operator experience after beating out four other candidates for the role in an extensive selection process.

The four-day evaluation, including personal interviews with each candidate, helped Chief of Space Operations Gen. Chance Saltzman make his final decision by giving him data on how the chiefs performed in various exercises and assessments that vetted their skills and leadership capabilities. “I needed someone that would bring a perspective on our future that was articulated differently from mine,” Saltzman stated of the position. “Chief Bentivegna brings a wealth of operational experience, a dedication to caring for our Guardians, and the spirit needed to take our service to the next level.”

Bentivegna joined the U.S. Air Force in August 1994, where he served for 26 years before transferring to the U.S. Space Force. He started his career as a precision measurement equipment lab technician at McGuire Air Force Base, New Jersey, before cross training to become a space operator in 1998.

Bentivegna has served in both maintenance and space operations career fields; and has held positions at the squadron, division, group, wing, Numbered Air Force, Field Command and Headquarters Air and Space Force levels. He served as the Senior Enlisted Leader of Space Operations Command, Peterson Space Force Base, Colorado, where he advised the commander on matters of health, welfare, morale and readiness of approximately 5,100 combat-ready intelligence, cyber, space and combat support forces responsible for providing space capabilities to the Department of Defense.

Soon after entering the Space Force in September of 2020, Bentivegna served as the Senior Enlisted Advisor to the Chief Operations Officer and is the Enlisted Space Systems Operations Career Field Manager at Headquarters Space Force, Washington, D.C. He was the primary advocate for the career field, addressing force development and training issues and coordinating functional concerns across various Space Force and joint staffs and shaped career field policy and guidance to ensure the career field is responsive to current and future Space Force needs.

During his service thus far, Bentivegna has received numerous awards and decorations for his work, including the Defense Superior Service Medal, the Legion of Merit with one oak leaf cluster, the Defense Meritorious Service Medal and many others.

“It’s overwhelming and incredibly humbling to be offered the opportunity to become the next Chief Master Sergeant of the Space Force (CMSSF),” Bentivegna stated of his new role. “I am really excited to have that opportunity to work next to Gen. Saltzman to help fulfill his vision for where the service needs to go. We have run really fast to develop the service and shape what it’s going to be,” Bentivegna continued. “We have charted a vision for the future, and I want to deliver that vision to our Guardians and the joint force. I know this is going to take collaboration, communication, policy and processes to make that happen. I am humbled that I get to be the one to champion these efforts for them in the future.”

As the CMSSF, Bentivegna will be appointed as the Space Force’s highest noncommissioned officer position, making him the second person in history to hold the title. He will act as the personal advisor to the CSO and the Secretary of the Air Force on all issues regarding the welfare, readiness, morale, proper utilization and development of the Space Force. He will also provide direction for the enlisted force and represent their interests, as appropriate, to the American public and those at all levels of government.

Source: U.S. Air Force

The Overseas Cost-of-Living Allowance Gets an Upgrade

Finance

The Defense Department has announced updates to the adjustment process for the overseas cost-of-living allowance (OCOLA), which is aimed at creating financial predictability for service members stationed outside of the continental U.S. OCOLA is a nontaxable allowance that varies based on a service member’s duty location, pay grade, time in service and number of dependents.

Under the policy announced in early May, reductions in OCOLA resulting from changes in cost-of-living and currency fluctuations will be implemented no more than once every six months.

The reductions took effect on May 15 and will be applied again on November 15. The new policy also stipulates that approved OCOLA reductions based on annual cost-of-living assessments will be split between the two six-month cycles. Reductions based on currency fluctuations will be implemented in full each cycle, and the department will continue to implement OCOLA increases continuously throughout the year when warranted.

The updated policy aligns with changes mandated by Congress in the National Defense Authorization Act for Fiscal Year 2023.

The rates are calculated based upon a living pattern survey, which measures where members shop—including the proportion of shopping performed on military installations, at local community outlets and online—and retail price surveys, which measure the cost of non-housing goods and services in the locations where members shop.

The rates for foreign locations also account for currency fluctuations.

In December of 2022, the department implemented a 90-day pause in OCOLA reductions to provide temporary relief to those subject to OCOLA reductions due to higher inflation in the continental U.S. as opposed to many overseas locations, as well as a strengthening U.S. dollar.

Reductions will resume later this month under the new adjustment process. Service members in affected locations will see reductions to their OCOLA reflected in their paychecks beginning on June 1.

“Many of the locations that we will see initially will be in areas such as Hawaii, Guam, Japan and other locations in the [U.S. Indo-Pacific Command] theater, although we are seeing some fluctuations as well in other locations in Europe and Australia due to either the price surveys or due to currency and exchange rate changes,” a senior department official said.

While previewing the updated policy, officials emphasized that even those affected by OCOLA reductions are unlikely to see a drop in their overall pay when compared to last year.

“It’s important to acknowledge that in January, service members received a 4.6% increase in basic pay, as well as an approximately 11.2% increase in basic allowance for subsistence,” a senior official said. “And even those locations where COLA rates will start to decline, pay in 2023 is still higher than it was in 2022, so many service members will still have a higher take-home pay even with OCOLA reductions than they received in 2022.”

Under the updated policy, officials will notify combatant commanders 30 days prior to implementing reductions to ensure service members are prepared. Combatant commanders will be given an opportunity to submit an appeal within 45 days of the announcement to request a review of OCOLA reductions affecting duty locations under their command.

Source: Department of Defense

First Palauan Marine to Achieve the Rank of Master Gunnery Sergeant

Government

Palauan Marine at Camp Blaz becomes first to achieve the rank of Master Gunnery Sergeant

By Gunnery Sgt. Rubin Tan

In a historic moment for the Republic of Palau, an island country republic of the United States, one of its own has achieved the rank of Master Gunnery Sergeant (E-9) in the United States Marine Corps. This achievement marks the first time a Palauan has attained the highest enlisted rank in the Marine Corps.

On May 12, 2023, Master Gunnery Sgt. Milton Donatus was frocked at Marine Corps Base (MCB) Camp Blaz, Guam, in front of a formation of Marines, family, Marine veterans and the Consul General of the Republic of Palau on Guam.

Donatus was born and raised in Ngkeklau in the state of Ngaraard.

“I remember growing up, and before going to bed, we would ask our grandmother to tell us stories about what it was like on the island during World War II. We didn’t have a TV back then,” said Donatus. “She would tell us stories about the Marines and how they saved groups of people who were going to be killed by the Imperial Japanese Forces. That’s when I knew all I wanted was to be a Marine.”

At 18, Donatus traveled 805 miles from Palau to Guam in hopes of joining the Marine Corps. Unfortunately, he was a couple of years too early as the Guam Marine recruiting station was closed down. He lived with his aunt and uncle and worked various jobs around the island until the recruiting station opened. Finally, on April 28, 2000, the recruiting station reopened, and Donatus was the first and only young man to enlist during the reopening ceremony.

At MCB Camp Blaz, Donatus serves as the operations chief and is responsible for the establishment, management and operation of the base’s current and future force laydown. He is also the base’s Marine Corps Martial Arts Program instructor.

“Master Gunnery Sgt. Donatus is a Marine’s Marine, and there’s no other Marine I would want as my operations chief,” said Lt. Col. Colter Bahlau, MCB Camp Blaz operations officer. “He exudes the patriotism that is rich within the Republic of Palau, and he sets the finest example when it comes to work ethic, physical fitness and leadership.”

This summer, Donatus moved to Twentynine Palms, California, to serve as the operations chief for 3rd Battalion, 7th Marines. Since joining more than 23 years ago, he’s served in various locations around the world. He deployed to Fallujah, Iraq, with 3rd Battalion, 5th Marines, and he deployed twice to Afghanistan with the 2nd Battalion, 5th Marines.

The calling to be a Marine is now entrenched in Donatus’ family. He is the oldest of four brothers who all joined the Marine Corps, and one of those brothers is a staff sergeant who continues to serve as a bulk fuel specialist. Donatus’ son, following in his father’s footsteps, is also a mortarman and an active-duty sergeant serving with the 1st Battalion, 5th Marines. Donatus’ daughter plans on joining the Marine Corps when she turns 18.

“I strive to live my life in a manner that inspires others to challenge themselves and take action to change their future. If I didn’t take action and listen to my grandmother, I wouldn’t be where I am today,” said Donatus. “Every day I strive to be like my mentors who inspired and continue to inspire me.”

Donatus recognizes that the rank he now wears is not a personal achievement but a reflection of his mentors and the community that raised him.

“There are only a handful of Palauans who have achieved the rank of E-8 in the Marine Corps,” said Donatus. “They paved the way for men like me, and when they return to the islands, they carry the pride and leadership qualities ingrained in Marines.”

As Donatus continues his service in the Marine Corps, he hopes his accomplishments will inspire future generations of Palauans to pursue their dreams and make a positive impact in their communities and beyond.

“I plan on staying in the Marine Corps until they are ready for me to get out,” explained Donatus. “I came here to do 20 years, and that flew by in a flash. I have seven more years that I can serve, and I’m intending to stay for the whole 30.”

Sources: DVIDS, Wikipedia

New Benefits for Growing Military Families

Finance

baby booties sitting next to military combat boots.jpg

Becoming a new parent can be daunting for anyone, let alone for military servicemembers and their spouses. But within the last year, a slew of new ordinances have been put in place to make your experience as a military parent and a military spouse easier. Here’s what you need to know:

Serving While Pregnant

Within the last year, several branches of the military have begun issuing free maternity uniforms for pregnant servicemembers. This not only dismissed the concern for ensuring that pregnant servicemembers has the correct uniforms, but eliminated the need to pay for them out of pocket.

The Air Force also loosened their guidelines for pregnant pilots, allowing them to continue flying certain air crafts under certain conditions during the first two trimesters of pregnancy.

Extended Parental Leave

In a memo signed by Gilbert R. Cisneros, Jr., the undersecretary of defense for personnel and readiness, the parental leave policy for servicemembers has been extended as of January 2023. According to the new memo, service members who give birth “will be authorized 12 weeks of parental leave following a period of convalescence to care for the child.” Service members who are the non-birth parent will also be authorized 12 weeks of leave to care for the child. Additionally, service members who are undergoing the adoption process or who have long-term foster care children placed with them will also be granted 12 weeks of parental leave.

“Members will be afforded the opportunity to take full advantage of the Military Parental Leave Program consistent with their desires [and the] operational requirements and training workloads of their unit,” Cisneros wrote. “It is important for the development of military families that members be able to care for their newborn, adopted or placed child or children.”

Affordable Housing

In October, the basic allowance for housing rates automatically increased in 28 areas where rent has skyrocketed by 20% or more. While the increase only lasted until the end of 2022, the new BAH rates were increased, averaging a raise of 12.1%. The DOD additionally increased the temporary lodging expense coverage to give families more flexibility to search for housing. These payments included a dislocation allowance to all eligible service members with rising prices for enlisted service members between the grades of E-1 to E-6 to help offset personal expenses for permanent changes of station.

Support for Military Spouse Employment

Just as transitioning veterans have a difficult time looking for employment, military spouses face their own unique set of struggles when it comes to being employed. For the last several months, the DOD has been working on new programs that will help spouses to gain and retain employment to lessen the roadblocks for spouses who are relocating.

“We know that one-third of military spouses must obtain new professional licenses every time they move to a new state,” Pentagon Press Secretary Air Force Brig. Gen. Pat Ryder stated in an October press conference. “”To ease this burden, we’ve accelerated the development of seven more interstate licensure compacts. We anticipate state approval starting in 2023.”

Childcare

For the last 10 years, the DOD has been sponsoring the “Military Childcare in Your Neighborhood-Plus” program, which provided free assistance to military families seeking quality childcare when on-base childcare was deemed unavailable. The program has expanded to include states that formerly didn’t have access to the program. This has allowed even more military families to locate and access high quality civilian childcare for their children.

Additionally, there are several other programs that work with the military to find childcare for military children. To find out more about “Military Childcare in Your Neighborhood-Plus” and other great military-supported programs, visit childcareaware.org/fee-assistancerespite/.

Sources: Department of Defense, Child Care Aware, U.S. Air Force

2023 Non Commissioned Officers Association (NCOA) Conference Recap

EventsGovernment

award recipients at NCOA hold plaque together smiling

The San Antonio heat fueled the enthusiasm of NCOA members who gathered at the Holiday Inn San Antonio Riverwalk on July 18-21 for the 58th Annual NCOA Conference and Vanguard Awards Banquet.

The Resolutions Committee met to help set the Association’s legislative course for the coming year. NCOA’s Director of Government Affairs, Levi Sadr, facilitated the meeting. The Committee reviewed the Association’s resolutions for relevance and continued need.

The theme for the opening icebreaker was “Teamwork Makes the Dream Work.” Delegates donned their favorite team colors, jerseys and T-shirts, mixed and mingled, competed in a variety of Auxiliary-hosted games, and enjoyed plenty of Mexican-style fare—the perfect recipe for a night to remember!

Accomplishing the business of the Association kicked off on Wednesday with the opening ceremony. NCOA President Paul Kingsbury welcomed the delegates, as did Brigadier General Russell Driggers and CMSgt Casey Boomershine, the Commander and Command Chief Master Sergeant of the 502nd Air Base Wing and Joint Base San Antonio. Mrs. Janet Driggers briefed the delegates on the Five & Thrive Program, which aims to improve the Quality of Life challenges in five focus areas (childcare, education, healthcare, housing and spouse employment) by highlighting preventative measures, promoting best practices and fostering community partnerships.

Richard Schneider, NCOA’s long-time Director of State and Veterans Affairs, was inducted into the NCOA Hall of Fame with his four children—Rich Schneider, Kristin Bond, Leslie Schneider and Fiona Schneider—proudly in attendance.

As always, we are grateful to the Senior Enlisted Leadership Panel participants who took time from their busy schedules to attend the conference and update our delegates on what was happening in their respective services. Representing the Sergeant Major of the Army was CSM Brian Hester, Command Sergeant Major, U.S. Army Futures Command; representing the Sergeant Major of the Marine Corps was SgtMaj Michael Pritchard, Command Senior Enlisted Leader FMFLant, MARFORCOM, MARFORNORTH; representing the Master Chief Petty Officer of the Navy was FLTCM Delbert Terrell, Fleet Master Chief, Personnel, Manpower and Training; representing the Chief Master Sergeant of the Air Force was CMSgt Edwin Ludwigsen, Command Chief Master Sergeant, Air Force Personnel Center; and representing the Chief Master Sergeant of the Space Force was CMSgt Jacqueline Sauve, Advisor to the Chief Master Sergeant of the Space Force. SSG Martha Erosa, President of the Fort Sam Houston Audie Murphy Club, was moderating the panel.

NCOA collage of event attendees and award recipients

Photos left to right: Senior Enlisted Panel; NCOA Board of Directors; NCOA Auxiliary Board of Directors; Vanguard Award recipients, MSG Andrew D. Chapoton, USA, Sgt Shawn B. Henson, USMC, IT2 Thomas D. James, USN, and SSgt Austin S. Kier, USAF. ET1 Kurt P. Woodhouse, USCG recipient , was unable to be in attendance; Chairman of the Board CMSgt Gerald Morey and Banquet keynote speaker SgtMaj Michael Pritchard; Vanguard Banquet Master of Ceremonies James Sullivan, CMSgt, USAF (Ret); Hall of Fame Inductee Richard Schneider’s children with NCOA Grand Knight Sir Paul Siverson; Robert Barnett accepts the NCOA Chairman’s Award from Chairman of the Board CMSgt Gerald Morey.

Small and Large Regional Chapters of the Year were recognized during the awards luncheon. NCOA’s Military Vanguard recipients were presented with life memberships in the Association. Chairman of the Board Gerald Morey presented the NCOA Chairman’s Award to Robert Barnett. NCOA’s Executive Director, Joe Terry, presented Appreciation Awards to a number of sponsors who have been instrumental in supporting the Association—USAA, Doc-Development, United Healthcare, Korean Defense Veterans Association and KATUSA Veterans Association. The Awards Luncheon wrapped up with the traditional Parade of Checks. Thank you to the individuals and chapters that made donations to support the Association’s benevolent programs and membership development program.

Wrapping up a full day, delegates convened for the NCOA Annual Business Meeting where SMSgt Gerald Morey of Great Falls, Montana; Marine Corps veteran Vicky Hensley of Wingate, Texas and 1LT Ashley Gardner, USAFR, of Colorado Springs, Colorado, were elected to serve on the NCOA Board of Directors.

Meanwhile, members of the International Auxiliary attended the Auxiliary’s Annual Business Meeting, where Lee Fike of San Antonio, Texas, and Tammy Sullivan of Mather, California, were elected to serve on the Auxiliary Board of Directors. The Auxiliary’s Outstanding Performers were recognized, the Betsy Ross Top Recruiter Award for 2022 was presented to the Spirit of Sacramento Auxiliary, Barbara Weatherill received the Auxiliary Top Supporter Award, and the Auxiliary’s President’s Award was presented to Scott Rodowick.

Thursday kicked off with a variety of informative briefings by Tuesday’s Children, AAFES, USAA and Women Veterans Concerns; the Honorable James Rodriguez, Assistant Secretary of the Department of Labor VETS; Doc-Development; CMSgt Tanya Johnson, Senior Enlisted Leader of the Defense Health Agency; and Ms. Maureen Elias, Deputy Chief of Staff, Department of Veterans Affairs.

The Knights of the Square Table held their annual assembly to accomplish the business of the Knights of the Square Table—new Knights were dubbed, existing Knights were elevated, fallen Knights were honored, and the course for the upcoming year was set.

The stars shined brightly on Thursday evening during the Vanguard Awards Banquet, where CMSgt (Ret) Jim Sullivan, chairman of the Central Valley Chapter, served as the Master of Ceremonies for the evening. Hats off to Jim for a job exceptionally well done!

NCOA’s superstar chapters were recognized. The Rogue Chapter from Medford, Oregon, was recognized as the 2022 Outstanding Large Chapter of the Year and the Magnum Force Chapter from Bridgeport, Michigan, was named the 2022 Outstanding Small Chapter of the Year. The Trails End Auxiliary from Portland, Oregon, received the 2022 Auxiliary Chapter of the Year Award.

The guest speaker for the evening was Sergeant Major Michael Pritchard. Then the focus turned to the reason for the evening—honoring this year’s heroic Military Vanguard Award recipients.

The amazing stories of MSG Andrew D. Chapoton, U.S. Army; Sgt Shawn B. Henson, U.S. Marine Corps; IT2 Thomas D. James, U.S. Navy; SSgt Austin S. Kier, U.S. Air Force; and ET1 Kurt P. Woodhouse, U.S. Coast Guard, had delegates glued to their seats with tears in their eyes. The Vanguard stories appear on the NCOA website.

Friday morning was the Breakfast with the Boards—nothing like a hot, hearty breakfast to start the day off right as delegates prepared to depart amid promises to keep in touch and choruses of “see you next year.”

We would be remiss if we didn’t thank our generous affinity partners and sponsors whose support helped make this year’s conference a resounding success. A huge THANKS to our Conference Partner: USAA; Platinum Sponsors: Korean Defense Veterans Association and KATUSA Veterans Association; Gold Sponsor: GEICO Military; and our Vanguard Sponsors: USAA, United HealthCare, Doc-Development, BlueCross BlueShield FEP Dental and Vision Programs, and the NCOA JROTC Program.

Special thanks to Army Air Force Exchange Service (AAFES), BeneFeds, Columbia Southern University, Conviva Care Center, Dixie Flag and Banner Company, Doc-Development, Excelsior University, GEHA, Grand Canyon University, Robert Haltiner, Humana Military, HEB, Jordan Ford, National Cemetery Administration, NCOA Air Academy Chapter, NCOA Knights of the Square Table, NCOA International Auxiliary, NCOA Mountain Post Chapter, NCOA Oregon State Advisory Council, Operation Gratitude, PGK Sir Ted Pilihos, Quilts & Crafts, Grand Knight Sir Paul Siverson, Southern New Hampshire University, PGK Sir Richard Steinberg, Sir Joseph Terry, NCOA Trails End Auxiliary, U.S. Veterans Magazine, The Wash Tub, Lady Barbara Weatherill, Western Governors University and Xpert Media Management.

Transitioning out of the military? Here’s your checklist and timeline

CareerTransitioning

soldier in Army uniform with flag in background typing scrolling on iPad

By Blake Stillwell, Army Times

Deciding to leave the military might be as big a step as deciding to join. Most of us come in when we’re young, naive, and unprepared. When we get out we’re just as unprepared. Most of us. It doesn’t have to be that way, though.

You had what it took to support and defend the Constitution of the United States. You certainly have what it takes to support you and your dependents. You just have to be smart about it – and ask the right questions. Will you be getting a civilian job, and if so, will it be the same thing that you did in the military? Is remote work for you? Or will you go to school? Where will you do these things? How will you prepare to pay for them while you wait for benefits? Do you know how to get into the VA system?

No matter what your answers are, there are things you need to do in the two years leading up to your departure from the military that will ensure a smooth and successful experience.

Two Years to 18 Months from Expiration – Term of Service (ETS):

Find a mentor who has faced the same problems you will likely face.
Choose your civilian career and make sure you’ll leave the military with an education or a certified skill that will help you in that career.
Learn about your G.I. Bill and decide what you plan to do with it.
Start to save money and be prepared for the possibility of a tight job market when you get out.
Start to build a network by meeting people in your desired career field or college.

One Year Out:

Review your pre-separation budget and make sure you’re on track.
If you’re going to school after leaving, choose where, what to study, and start applying.
Learn about both VA home loans and the process of buying a house. If you’re moving to a new area, you might be able to get house hunting orders.
Begin the process of getting out of the military, which includes informing your unit and command while starting relevant paperwork and taking transition assistance classes. You may even be assigned a counselor.

Six Months to Go:

Make sure your budget projections still make sense.
Write a resume, preferably with the assistance of a career counselor, and use it in your job search. Be sure to show this to your transition mentor and your civilian career mentor, too.
Request your last household good shipment. The military will pack up and send your belongings to your new location or home of record one last time.
Consider your post-military health care options. Unless your conditions are service-connected, your coverage will end. If you have a new employer who offers health care, enroll in that. You can also find health care coverage through the Affordable Care Act website. Tricare offers temporary health care coverage for newly-separated members under the Continued Health Care Benefit Program (CHCBP) and Transitional Assistance Management Program (TAMP).
Update your wardrobe, leaning on your career mentor and the professional network you’ve been developing.
Decide where you’ll roll your military blended retirement savings. For plans worth less than $100,000, consider a fiduciary app like Wealthfront.
Update your important documents while it’s still free.
Start your household goods shipments and other PCS/ETS procedures.

Three Months Left:

Begin working on your VA compensation claim paperwork. Declare everything on your outgoing medical exam. Your duty station and Veterans Service Organizations (like the DAV) will assist with this process. Some states have offices to help veterans get this done.
Review your budget one last time to ensure it’s still good to go.
No matter your age, review your life insurance options, especially Servicemembers’ Group Life Insurance (SGLI) vs. Veterans’ Group Life Insurance (VGLI).
Get copies of your medical and dental records to keep.
Visit your doctor for free one last time.

One Month Out:

Choose your health insurance.
Know your home state’s veterans benefits.
Stay on top of your VA disability claim.
Keep looking for work, using job fairs, LinkedIn, and other websites.
Meet with your school’s veterans benefits office.

This can all be overwhelming if you wait until the last minute to do everything. Remember that staying proactive and ensuring you arrive at each point when you’re supposed to will keep you from losing your mind as your ETS date approaches.

Then you’ll really be able to celebrate a job well done.

Read the full transition guide on Army Times here.

How to support your spouse during your shift to civilian life

Military SpouseTransitioning

Happy military man with his family at home

By Blake Stillwell, Military Times

Guess what, your spouse and family are transitioning to new lives just like you are. Gone are the days where Uncle Sam dropped a bag of money on your homes on the 1st and 15th of every month.

With this in mind, your husband or wife will likely need the same separation help you’re trying to get, except they aren’t forced to take a TAP class as part of their separation outprocessing checklist – but that doesn’t mean the options aren’t available. It just means you haven’t looked for them.

So the next time your spouse makes you mad, go sign them up for one of these spouse transition courses your base 100 percent definitely has available. In the Marine Corps, they’re called STARS, Spouse Transition and Readiness Seminars, and they’re three hours long. Remind your spouse it’s full of good information they need for the coming years and then go watch the latest Avengers movie without them. Treat yourself.

After he or she has all the information they need, they will likely feel as overwhelmed as you did when first presented with it all. Maybe it will be a good idea to help them plan their transition as any number of people are working to help you plan yours. Without telling your spouse you’re as overwhelmed as they are, sit down in a relaxing environment and have a frank discussion about their goals. Maybe stop at the local Red Lobster (treat yourself) and find out what they want to do when you no longer attached to the military lifestyle.

They might want to go back to school or start their own business if they haven’t already. Maybe they want to live closer to their family and not yours. Maybe they’ll question the entire premise of your marriage, considering you didn’t know they were already an HerbaLife partner and has been for years, that they wants a brick and mortar store in St. Louis, and how dare you watch Endgame, they can smell the popcorn on your clothes. It’s about time you started thinking of someone else for a change.

After you and your spouse make up for your blatant lack of cinematic consideration, get copies of their medical and dental records, update all your legal documents, and prepare financially for the new life you’re building for yourselves, all that’s left will be taking care of your children, if you have them. Luckily all you need to worry about is child care while you’re at school or work because the good folks at Sesame Street have this covered.

The bottom line is your spouse needs all the same information you do. Your family will soon be the only unit of which you are still a member, so whether you’re the commander or just the director of operations, be sure you disseminate necessary information accordingly so he or she can be as prepared as you’re trying to be.

Besides, everything goes better with a partner. There are a lot of people doing this on their own.

Read the complete article and more from Military Times here.

Get Hired: Tips to Connect Veterans with the Right Jobs

CareerTransitioning

man recently hired dressed in a suit with several other professionals in the background

By Nick Busse and Sean Loboda

Last year, the patriotic men and women who joined the military to defend the U.S. after the 9/11 attacks and remained in the service as a career started becoming eligible for retirement. Many are now seeking private sector jobs, along with veterans who served for shorter periods.

Whether you’re a veteran who spent three to five years or two decades in the military, companies are now looking for skilled employees up to the challenge, and your service qualifies. Here’s a look at why it makes sense for you to prioritize companies that recruit and retain veterans and some tips to help you find a civilian job where your skills are recognized and valued.

Why You Should Focus on Companies that Prioritize Hiring and Retaining Vets

Our company, Skillbridge Program connects veterans who are looking for a post-military career path with companies like ours that value veterans’ skillsets and have strong veteran recruiting and retention programs. It’s worth exploring opportunities for career training and development that are available through programs like SkillBridge. The Transition Assistance Program (TAP) from Veterans Affairs also provides valuable resources to service members.

What Veterans Need to Know About Private Sector Work

When making the transition to the private sector, some veterans find it difficult to adjust to the ambiguity inherent in civilian jobs. If that’s your experience, it’s understandable because military jobs are more highly structured, with clearly defined roles, paygrades, ranks, career paths, etc. You may wonder how to map your military job to civilian roles.

One solution is to focus on the skills you acquired during your service rather than the job you did. As a veteran, you have incredibly valuable skills, such as the ability to adapt and change direction quickly and the discipline to follow through on difficult tasks. So, that puts you ahead of the curve if you’re able to convey those skills to potential employers rather than focusing on the specific job you did in the military—unless it’s directly relevant.

LinkedIn, the social media site for professionals, is a great way to get that skills message across, so setting up a LinkedIn page is a must. Finding mentors through programs like Veterati or the K.E.Y. Mentor Group can also be valuable. Both are excellent groups for professional networking, and veterans who are reentering civilian life can get tips on setting up a LinkedIn account, building a résumé and presenting their skills in civilian-friendly terms during job interviews.

Bringing Veterans and Jobs Together

As a veteran, you have a unique skillset, so virtually any private sector organization should be able to find a role that is a good fit for you. That said, not all companies have made the commitment to put the assets in place to support veterans. To identify the ones that have, talk to veterans who are already in the organization if possible. Ask corporate recruiters about their veteran recruitment efforts and employee resource groups that focus on veterans.

Successfully transitioning from military duties to the civilian workforce requires commitment and flexibility from you as an individual. But it also requires a commitment from prospective employers. When you’re looking to get hired after your military service, find a company that expresses an obligation to extend a helping hand to veterans. You’ve earned it.