Breaking Down Barriers: Getting Veterans ACCESS to Lifesaving Care

1[House Hearing, 119 Congress]2[From the U.S. Government Publishing Office]34                          MISSION INCOMPLETE:5                     STRENGTHENING THE TAP PROGRAM6                   TO ENSURE A SMOOTHER TRANSITION TO7                  CIVILIAN LIFE FOR TOMORROW'S VETERANS89=======================================================================1011                                HEARING1213                               before the1415                        SUBCOMMITTEE ON ECONOMIC16                              OPPORTUNITY1718                                 of the1920                     COMMITTEE ON VETERANS' AFFAIRS2122                     U.S. HOUSE OF REPRESENTATIVES2324                    ONE HUNDRED NINETEENTH CONGRESS2526                             FIRST SESSION27                               __________2829                        TUESDAY, MARCH 25, 202530                               __________3132                           Serial No. 119-1233                               __________3435       Printed for the use of the Committee on Veterans' Affairs3637                 [GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]3839                    Available via http://govinfo.gov40                                ______4142                   U.S. GOVERNMENT PUBLISHING OFFICE434460-684                     WASHINGTON : 20254546                     COMMITTEE ON VETERANS' AFFAIRS4748                     MIKE BOST, Illinois, Chairman4950AUMUA AMATA COLEMAN RADEWAGEN,       MARK TAKANO, California, Ranking51  American Samoa, Vice-Chairwoman      Member52JACK BERGMAN, Michigan               JULIA BROWNLEY, California53NANCY MACE, South Carolina           CHRIS PAPPAS, New Hampshire54MARIANNETTE MILLER-MEEKS, Iowa       SHEILA CHERFILUS-MCCORMICK,55GREGORY F. MURPHY, North Carolina      Florida56DERRICK VAN ORDEN, Wisconsin         MORGAN MCGARVEY, Kentucky57MORGAN LUTTRELL, Texas               DELIA RAMIREZ, Illinois58JUAN CISCOMANI, Arizona              NIKKI BUDZINSKI, Illinois59KEITH SELF, Texas                    TIMOTHY M. KENNEDY, New York60JEN KIGGANS, Virginia                MAXINE DEXTER, Oregon61ABE HAMADEH, Arizona                 HERB CONAWAY, New Jersey62KIMBERLYN KING-HINDS, Northern       KELLY MORRISON, Minnesota63  Mariana Islands64TOM BARRETT, Michigan6566                       Jon Clark, Staff Director67                  Matt Reel, Democratic Staff Director6869                  SUBCOMMITTEE ON ECONOMIC OPPORTUNITY7071                 DERRICK VAN ORDEN, Wisconsin, Chairman7273JUAN CISCOMANI, Arizona              CHRIS PAPPAS, New Hampshire,74ABE HAMADEH, Arizona                   Ranking Member75KIMBERLYN KING-HINDS, Northern       MORGAN MCGARVEY, Kentucky76  Mariana Islands                    DELIA RAMIREZ, Illinois77TOM BARRETT, Michigan                TIMOTHY M. KENNEDY, New York7879Pursuant to clause 2(e)(4) of Rule XI of the Rules of the House, public80hearing records of the Committee on Veterans' Affairs are also81published in electronic form. The printed hearing record remains the82official version. Because electronic submissions are used to prepare83both printed and electronic versions of the hearing record, the process84of converting between various electronic formats may introduce85unintentional errors or omissions. Such occurrences are inherent in the86current publication process and should diminish as the process is87further refined.8889                         C  O  N  T  E  N  T  S9091                              ----------9293                        TUESDAY, MARCH 25, 20259495                                                                   Page9697                           OPENING STATEMENTS9899The Honorable Derrick Van Orden, Chairman........................     1100The Honorable Chris Pappas, Ranking Member.......................     2101102                               WITNESSES103104                                Panel I105106Mr. Alex Baird, Director, Defense Support Services Center, U.S.107  Department of Defense..........................................     4108109Mr. John Green, Acting Executive Director, Outreach, Transition,110  and Economic Development, U.S. Department of Veterans Affairs..     5111112        Accompanied by:113114    Ms. Regina Yount, Assistant Director, Outreach, Transition,115        and Economic Development, U.S. Department of Veterans116        Affairs117118Ms. Margarita Devlin, Deputy Assistant Secretary for Operations119  and Management, Veterans' Employment and Training Service, U.S.120  Department of Labor............................................     7121122                                Panel II123124Ms. Joy Craig, Associate Director, Service Member Affairs,125  Veterans of Foreign Wars of the United States..................    18126127Ms. Elizabeth O'Brien, Senior Vice President, Hiring Our Heroes..    20128129Ms. Barbara Carson, Managing Director of Programs and Services,130  D'Aniello Institute for Veterans and Military Families,131  Syracuse University............................................    21132133Mr. Brian Lewis, Executive Director of Customer Operations,134  Consumers Energy...............................................    23135136Ms. Kandi Tillman, Managing Co-Founder, 50strong.................    24137138                                APPENDIX139140                    Prepared Statements Of Witnesses141142Mr. Alex Baird Prepared Statement................................    39143Mr. John Green Prepared Statement................................    45144Ms. Margarita Devlin Prepared Statement..........................    49145Ms. Joy Craig Prepared Statement.................................    59146Ms. Elizabeth O'Brien Prepared Statement.........................    65147Ms. Barbara Carson Prepared Statement............................    87148Mr. Brian Lewis Prepared Statement...............................    91149Ms. Kandi Tillman Prepared Statement.............................    94150151                       Statements For The Record152153Hire Heroes USA Prepared Statement...............................   105154155                          APPENDIX--continued156157Veterans Association of Real Estate Professionals Prepared158  Statement......................................................   107159The American Legion Prepared Statement...........................   108160161                          MISSION INCOMPLETE:162                     STRENGTHENING THE TAP PROGRAM163                  TO ENSURE A SMOOTHER TRANSITION TO164                 CIVILIAN LIFE FOR TOMORROW'S VETERANS165166                              ----------167168                        TUESDAY, MARCH 25, 2025169170      Subcommittee on Economic Opportunity,171                    Committee on Veterans' Affairs,172                             U.S. House of Representatives,173                                                    Washington, DC.174    The subcommittee met, pursuant to notice, at 10:15 a.m., in175room 360, Cannon House Office Building, Hon. Derrick Van Orden176(chairman of the subcommittee) presiding.177    Present: Representatives Van Orden, Hamadeh, King-Hinds178Barrett, Pappas, McGarvey, Ramirez, and Kennedy.179180        OPENING STATEMENT OF DERRICK VAN ORDEN, CHAIRMAN181182    Mr. Van Orden. Good morning. The subcommittee will come to183order. I want to thank our witnesses for being here today to184discuss the Transition Assistance Program (TAP) and the role185that each one of these departments plays in helping our members186transition from being an active duty servicemember, a187productive member of the military, to a productive member of188society as a civilian.189    I want to make sure that we adhere to our strict190nonpartisan position, the spirit of this committee. I know Mr.191Pappas shares my intention there. He is a good man.192    As a former SEAL that served our country for 26 years and I193have first-hand knowledge of how difficult it can be to go from194being in a military member to being a civilian, and I am not195kidding you. I used to wake up for, like, 2 years after I196retired wondering where my gun was. That is not a joke.197    200,000 military personnel leave the service each year and198for many of them it is a time for them to grow. It is also a199time, that 24-month period of time, is when our servicemembers200wind up committing suicide because they lose their identity.201They lose their uniform. They lose the rank. The joke with202their spouses are twice the husband and half the paycheck and203you all know that. I see these old grizzly war dogs back there.204You know what I am talking about, right? Yes.205    We have got to do something. The bridging mechanism has to206start while we are in the service. Mr. Baird, you are here207today from the U.S. Department of Defense (DoD) and I cannot208tell you how thankful I am and I also cannot tell you how209pathetic it is that I have to be so thankful that you guys210showed up. Check?211    That is how these committees work, so thank you for being212here. Our office because I am on task and I have got your213paycheck now, too? I do not know. I do not care. You are here214and I appreciate it.215    We went from about 25 percent to 52 percent so that is an216extraordinarily huge failure rate for the people that go to217TAP. That is real and we have got everybody's Situation Reports218(SitReps) here and talk about this a little bit later, SitReps219and all yours or whatever. There is no block on here for220participation of troops that go to TAP. It is a 175-page221document. It is, like, 150 pages into a 175-page document from222the Navy. It mentions TAP and a single sentence. What my223intention is to make this work.224    I spoke to these three folks yesterday in my office in225private, and I appreciate you guys showing up to do that so we226could work through some things in long form interview, not like227this, but I do appreciate that, but we can do better, period.228We need to have metrics, so we understand if we are doing229better and I expect that out of you.230    2019 we worked to modernize the TAP program. I think we did231sort of a good job. I was not here at the time. Were you in232Congress then?233    Mr. Pappas. Yes.234    Mr. Van Orden. You were? Okay, so it is Mr. Pappas' fault.235I am just kidding. We did an okay job and we did not do the236best job and I get it.237    We got 48 percent of servicemembers that are beginning the238process of TAP and advanced 48 percent, gentlemen, ladies, and239that is unacceptable and we are just going to do better.240    Last year I introduced the Enhancing the Transitioning241Servicemember's Experience (ETS) Act to hold DoD accountable.242    That is the department what I have learned from being here243is I cannot hold a department or an office accountable, but I244want to hold individual officers accountable, make sure they do245not get promoted, they do not pass go, they do not get 200246bucks if there are people who are not going to TAP. If we start247burning these people down with shoulder boards, it will be248fixed immediately and that is my intent.249    With that, I would like to yield to my Ranking Member Mr.250Pappas for any comments he may have.251252       OPENING STATEMENT OF CHRIS PAPPAS, RANKING MEMBER253254    Mr. Pappas. Thank you very much, Mr. Chairman, for holding255this oversight hearing on the Transition Assistance Program. We256know before servicemembers leave the military we must ensure257that they are adequately prepared to rejoin civilian life.258    This includes having a plan for employment and housing, as259well as healthcare and other social supports. Under normal260circumstances over 150,000 servicemembers leave the military261each year and their ability to successfully reintegrate in262civilian life depends on many factors and the Federal263Government is spending more than $13 billion each year to264support these efforts.265    Without clear oversight of these programs, it is266challenging to know what will give our transitioning267servicemembers the best outcomes possible, so this is an area268of concern for me because the TAP data presented at this last269hearing in September 2024 indicates that DoD is struggling to270comply with the transition process 1 year in advance of271separating or 2 years in advance of retiring.272    While some might argue that this data indicates that DoD273might not prioritize TAP, there is a clear connection in how274servicemembers experience their transition to veteran status on275recruitment. The American Legion recently testified at the276joint House and Senate Veterans Service Organization (VSO)277hearing stating that, ``getting this right is a matter of278national security.'' I expect that DoD, all agencies, and279partners will treat TAP as a matter of national security as280well.281    We all need to recognize the history of TAP as it was born282out of DoD's drawdown in the 1990's and, unfortunately, we face283some similar economic forces today because of the284administration's use of Department of Government Efficiency285(DOGE) to dismantle agencies and the many services that they286provide.287    It should not be lost on anyone that our servicemembers288will be transitioning into a more volatile economy with rising289unemployment and a sinking stock market, and it will be our290Nation's heroes that could suffer consequences if they are not291able to rely upon the support of Federal agencies because of292hiring freezes and firings at agencies like U.S. Department of293Veterans Affairs (VA).294    Secretary Collins himself said to expect more cuts but295there has been no evidence from DOGE, the administration, or VA296that any of these actions are being redirected to provide297improved services and benefits to veterans. Rather the opposite298is happening.299    Our offices are inundated with calls and emails about how300veterans' services are being negatively impacted. In the last 2301months, citizens in my State in New Hampshire have held a302number of events at our State capitol. The latest one was303drawing hundreds of folks who were deeply concerned about the304projected 80,000 job cuts at VA.305    The American public does not want to see veteran benefits306and services targeted and with all these uncertainties support307systems are absolutely necessary. TAP is critical now more than308ever.309    I also want to express my concern about how the310administration is targeting a particular class of311servicemembers, our Lesbian, Gay, Bisexual, Transgender, and312Queer (LGBTQ) servicemembers and veterans, particularly the313transgender community, stating that being transgender is314incompatible with military service I believe is an affront to315our American values.316    As someone from the live free or die State, I find it317incomprehensible to discriminate against qualified transgender318Americans who are willing and capable of serving and are being319denied services that they bravely earned.320    As these servicemembers transition out of the military I321expect TAP to pay careful attention to their needs and provide322them with the support that they deserve.323    I want to thank you again, Mr. Chairman, for your spirit of324nonpartisanship on this subcommittee. Continuing to look to325work with you to identify ways that we can improve TAP. With326that, I yield back.327    Mr. Van Orden. Thank you, Ranking Member Pappas.328    I will introduce our witness panel. Morgan, hey, hey, hey,329you got a watch? You do not have watches in Kentucky. I love330that guy. Sorry.331    Our first witness is Mr. Alex Baird, director of the332Defense Support Services Center at the Department of Defense.333    Our next witness is Mr. John Green, acting executive334director of Outreach, Transition, and Economic Development at335the Department of Veterans Affairs. Mr. Green is accompanied by336Ms. Regina Yount, the assistant director of Outreach,337Transition, and Economic Development at the VA.338    Our final witness to this panel is Ms. Margarita, great339name Margarita Devlin, deputy assistant secretary of the U.S.340Department of Labor (DOL), Veterans Employment and Training.341    Please, I will ask you to rise everybody. Please raise your342right hand. Do you solemnly swear that the testimony you are343about to provide is the truth, the whole truth, and nothing but344the truth? Okay, thank you. You may be seated. Let the record345reflect that the witnesses have answered in the affirmative.346    Mr. Baird, you are now recognized for 5 minutes to deliver347your testimony on behalf of the Department of Defense.348349                    STATEMENT OF ALEX BAIRD350351    Mr. Baird. Good morning, Chairman Van Orden, Ranking Member352Pappas, and the distinguished members of the subcommittee.353Thank you for the opportunity to discuss the Transition354Assistance Program, commonly called TAP.355    Each of us across the department, our interagency partners,356are fully committed to making TAP the best it can be. A big357part of that is getting servicemembers to TAP early and358increasing the number of servicemembers who attend one of the359four 2-day tracks.360    Throughout 2020 and 2021, we focused on shifting in-person361TAP to delivering TAP in a 100 percent virtual environment. We362were successful in the redesigning coursework, information363technology (IT), and contract support in ensuring364servicemembers got to TAP.365    Throughout that challenging period, servicemembers366continued to provide high marks concerning TAP content367delivery, but our timeliness percentage fell short of both your368and our expectations. In mid-2022 we began a series of369corrective actions led by the military departments and370commanders. We are working together.371    We continue to improve TAP while putting procedures in372place to increase timeliness and improve 2-day track373attendance. By the end of 2023, timeliness percentage doubled374and 2-day track attendance increased by over 7 percent.375    We have not and will not stop there. We are confident that376the military department's corrective action will produce even377better results over time and that those results will further378validate our commitment to our transitioning servicemembers.379    Much of our success is due to the great working380relationship we have with VA, DOL, and the other members of the381transition executive committee. DoD, the military departments,382and our interagency partners are actively involved at every383level of the TAP to the working groups.384    We are proactive and championing and implementing change385and fully committed to supporting the warfighters and their386families. TAP is the foundation of that support and sets the387conditions for successful transition.388    Today TAP is very different and far more effective than the389program of 10, 5, or even 3 years ago and provides390servicemembers more comprehensive support than at any time391during our Nation's history.392    That is possible because TAP is a commanders' program with393commanders balancing national defense requirements with394individual transition goals and with results supporting395readiness, transition, recruiting, retention, reserve component396affiliation, and sustainment of the all-volunteer force.397    TAP is and will remain adaptive focused on three398fundamental tenets, effective counseling, servicemember buy-in,399and meaningful support connections throughout the transition400period.401    In closing, Mr. Chairman, I thank you and the ranking402member and the other members of this committee for your403outstanding unwavering support of the men and women who proudly404wear the uniform of our great Nation. Sir, I am very honored to405be here with you today.406407    [The Prepared Statement Of Alex Baird Appears In The408Appendix]409410    Mr. Van Orden. Well again, Mr. Baird, I am very thankful411that you are here. Your written statement will be entered into412the record.413    Mr. Green, you are now recognized for 5 minutes to deliver414your testimony.415416                    STATEMENT OF JOHN GREEN417418    Mr. Green. Good morning, Chairman Van Orden, Ranking Member419Pappas, and distinguished members of the subcommittee, thank420you for the opportunity to discuss the current State of421Transition Assistance Program sharing model efforts and explore422collaboration opportunities to improve the program.423    Joining me today is Regina Yount, assistant director from424Veterans Benefits Administration's (VBA) Outreach, Transition,425and Economic Development Program. We appreciate your ongoing426support for the Nation's veterans, their families and427caregivers and survivors.428    As a retired Army veteran, I understand the challenges429members face when leaving active duty. During this critical430time many transition and servicemembers are at increased risk431for suicide, homelessness, post-traumatic stress, and substance432use disorders.433    Connecting veterans to the benefits and services they have434earned acts to safeguard against these threats and supports435their overall well-being. VA recognizes that transition begins436well before a servicemember leaves the military and continues437long after separation making it essential for VA to stay438connected with veterans throughout their lives and provide439resources during critical times.440    While servicemembers are still on active duty, VA leads a4411-day benefits and services course as part of TAP. This course442helps servicemembers navigate VA resources, including excessive443benefits and services. In Fiscal Year 2024, benefit advisors444assisted over 200,000 transitioning servicemembers.445    We understand that information provided can be extensive so446we offer additional guidance and clarification through one-on-447one counseling sessions with benefit advisors, as well as those448online and training that can be accessed any time before or449after separation.450    We also welcome spouses to all TAP trainings as we451recognize the key role they play in the transition process. As452an example, our benefit advisors commitment to transitioning453servicemembers happened recently at Camp Foster, Okinawa,454Japan. The benefit advisors assisted a servicemember who was455overwhelmed with the transition process.456    Their one-on-one sessions with the advisor aided the457soldier in understanding the benefits available, explain the458timelines, and help the documentation requirements for459submission of the benefits delivery at discharge (BDD)460compensation claim.461    Upon excellent service, VA connects directly with each new462veteran through a VA Solid Start program providing one-on-one463sessions tailored to address challenges that may face and link464them to benefits and resources.465    For example, Jessica, who was on the verge of homelessness466when Solid Start contacted her and had no idea she was eligible467for health care and thought it was something only available to468officers.469    As the representative listened to Jessica, they decided to470talk with her about healthcare, guided her through how to file471a claim for compensation, and offer to connect her with a472representative at the VA national contact center for those at473risk of homelessness. By her last call with her Solid Start474representative, Jessica was receiving compensation payments,475had health care, and was living in an apartment.476    Since TAP's inception in 1991, transition supports has477significantly improved. VA offers several programs to support478servicemembers through transition and beyond, such as479personalized career planning and veteran and spouse transition480grant program. Ongoing assessment and modifications of TAP481ensure VA meets the evolving needs of transitioning482servicemembers.483    In 2024, veteran service organizations' participation was484added into the TAP course serving as a direct connection485between participants and service organization. The benefits and486services course includes a practical exercise to reinforce487critical information and highlight time-sensitive information488benefits such as life insurance.489    Last, VA modernized the silent process for scheduling one-490on-one assistance using quick response codes. The VA is491committed to maintaining a strong partnership with the492Department of Defense, Department of Labor, and other493interagency partners.494    We share Congress' goal to ensure transitioning495servicemembers, veterans, and their families are supported496during and after the transition from military to civilian life497and remain dedicated to strengthening our transition498initiatives.499    Chairman Van Orden, Ranking Member Pappas, and members of500the subcommittee this concludes my statement. I am happy to501respond to any questions you may have.502503    [The Prepared Statement Of John Green Appears In The504Appendix]505506    Mr. Van Orden. Thank you, Mr. Green. The written statement507of Mr. Green will be entered into the record.508    Ms. Devlin, you are now recognized for 5 minutes to deliver509your testimony.510511                 STATEMENT OF MARGARITA DEVLIN512513    Ms. Devlin. Chairman Van Orden, Ranking Member Pappas, and514distinguished members of the subcommittee, thank you for the515opportunity to testify before you today on the current state of516the Transition Assistance Program and everything we are doing517to continue modernizing and refining the program.518    The Department of Labor Veterans Employment and Training519Service, otherwise known as VETS, exists to support the520employment and career goals of transitioning servicemembers,521veterans, military spouses, national guardsmen, and reservists522as well.523    We have three core TAP workshops. Employment fundamentals524of career transition is the mandatory 1-day course. We also525provide two elective tracks. The employment workshop is, as it526sounds, additional support for direct transition to civilian527employment.528    The career and credential exploration workshop provides529support for navigating the labor market and non-college degree530credentialing options such as apprenticeship, licensure, and531certifications.532    Our satisfaction ratings for participants who take our533courses are consistently high. For example, 96 percent indicate534they would use what they learned in their own transition535planning. 94 percent reported that the course enhanced their536confidence in their transition planning.537    Classroom training is not enough and transition is not a538one-size-fits-all experience. I have been in this space for a539long time and whether it was during my tenure at VA or now at540DOL, there is one consistent bit of feedback we get.541Servicemembers want personalized support beyond the classroom.542    VETS answered that call when we pilot tested and developed543and implemented the employment navigator and partnership544program, or ENPP as we call it.545    This program, which is currently available at 40 military546installations, helps servicemembers and their spouses navigate547their post-military career journey. Navigators provide one-on-548one career guidance and job seeking skills support, as well as549referrals to vetted partner organizations who provide550additional services during and after separation from the551military.552    Navigators also facilitate warm handovers to a designated553point of contact at DOL-funded American job centers, and that554is especially important if the servicemember does not meet555career readiness standards.556    Data reflects that ENPP has been a great success. In Fiscal557Year 2024, 99 percent of survey respondents reported positive558feelings after meeting with their employment navigator and559would recommend ENPP to a friend or a colleague.560    Also, 96 percent of respondents felt ENPP partners met or561exceeded their employment related expectations. Even more562importantly, we now have outcome data.563    Our preliminary analysis shows, for example, that enlisted564servicemembers who worked with an employment navigator became565employed approximately 2 months sooner and earned about 11566percent more than their counterparts who did not work with the567navigator during their transition. This program is making an568impact on servicemembers' lives.569    The transition experiences of wounded warriors, caregivers,570and military spouses are also unique, so we developed and571implemented specialized courses like the Wounded Warrior and572Caregiver Employment Workshop and the transition employment573assistance for military spouses' workshop to address their574needs as well.575    We also know transition does not end with the issuing of576the DD-214. Veterans may have several transitions throughout577their careers and we continue to provide support after578separation with programs such as the off-base transition579training program.580    Facilitating successful military to civilian transitions581requires coordination between Federal and non-government582partners. DOL appreciates the strong partnership with our583interagency colleagues, including VA and DoD plus veteran584service organizations, State directors of Veterans Affairs, and585many other non-government partners.586    Our long-term strategic goal for TAP is for the Nation to587recognize military service as a path to high quality civilian588careers. The future of the all-volunteer force depends on it.589    We look forward to our continued work with this committee,590and we share in your commitment to ensuring servicemembers and591spouses have every opportunity for stable careers post-592military.593    Mr. Chairman, ranking member, distinguished members of the594subcommittee, thank you for this opportunity to testify before595you today, and I welcome your questions.596597    [The Prepared Statement Of Margarita Devlin Appears In The598Appendix]599600    Mr. Van Orden. Thank you, Ms. Devlin. The written statement601of Ms. Devlin will be entered into the record.602    We are going to go to questioning you guys, and the deal is603you--5 minutes is it. If you want to do a second-round 100604percent or a third or a fifth or a hundredth round I do not605care. We are going to get some answers this morning.606    I now recognize Ranking Member Pappas for 5 minutes for607questioning, sir.608    Mr. Pappas. Okay. Thank you very much to this panel and609your discussion about such an important program which for a610long time has been a work in progress and we need to continue611to see improvements over time.612    I want to turn to Mr. Baird first. In March 2024,613Government Accountability Office (GAO) found that DoD is not614reliably verifying whether warm handovers occur. GAO found that615over a 2-year period commanders or their designees verified616that a warm handover was provided to nearly 78,000617transitioning servicemembers who were not recorded as receiving618one.619    GAO recommended that DoD develop additional guidance to620commanders and their designees on verifying warm handovers and621on recording the verifications in the TAP data base. I am622wondering what steps DoD has taken to address this623recommendation?624    Mr. Baird. Thank you for that question, Ranking Member. We625have done a lot and the GAO report really caught our attention626and we have made a lot of changes. Just yesterday, a new course627stood up on the TAP site that is for military commanders and it628walks them through what their responsibility is in the TAP629space, and it mentions the warm handover.630    We have also...probably the strongest arm we have is the631service Inspector General (IG) teams and they have now, the632inspector generals are now taking a look at the TAP process633within the services to make sure that we are meeting all the634requirements. It is an education process and we will continue635to educate them until they get it right.636    Mr. Pappas. Thanks for that and we are interested in637continuing to engage with you as that all rolls forward in638making sure that those recommendations are, you know,639continuing to be addressed.640    We have also heard concerns from VSOs that enrollment in641SkillBridge is down. Our understanding is that the Navy and642Marines have scaled back eligibility. I am wondering if you can643explain why requirements might have changed?644    Mr. Baird. The Navy and the Marine Corps took a hard look645at who is going through SkillBridge and what they found was in646a lot of cases it was senior people and so they have changed647the rules.648    They have done policy. We see the same support for649SkillBridge today that we saw before. The services are just650getting better at determining who is the right person to go651through SkillBridge.652    Mr. Pappas. Thanks for that. I have seen the benefits of653that program and heard about it directly from participating654businesses, as well as transitioning servicemembers, and we655want to continue to support a strong SkillBridge program.656    If I can turn to VA now, I am wondering how VA is657collaborating with DoD to ensure that individuals with mental658health issues specifically are receiving the services that they659need during that crucial first year after transition.660    You talked about Jessica, a veteran and her experience with661Solid Start. It was really important to hear about her example,662but I am wondering specific to mental health issues how we can663continue to see the kind of collaboration that is going to664help?665    Mr. Green. I will say that we continue to collaborate with666DoD in order for these transitioning servicemembers are667connected through mental health. We do connect them to VA in668transition and we also get an opportunity to follow them669through our VA Solid Start Program.670    There are three particular areas that we actually connect671with these transitioning servicemembers, 0 to 90 days, 91 to672180 days, and then 181 days or 365 day. We actually reach out673to those particular veterans upwards of seven times each one of674those particular time periods. If one of those calls is675answered, then we stop calling and we go to the next bucket of676dates. There is an opportunity for 21 calls to be made.677    Additionally, DoD provides a list to our VA Solid Start678Program. VA Solid Start prioritizes those programs and those679particular veterans or servicemembers to get an opportunity to680outreach and make sure that there are no additional issues that681may be there.682    Through transition, in transition meeting monthly, they get683an opportunity to see if there is any additional issues that684may be there that need to be addressed.685    Mr. Pappas. Just one more quickly, the most recent post-686separation TAP assessment, I am wondering if you can tell me687what that indicates about veteran satisfaction with TAP and688whether the program effectively addresses the challenges that689veterans are facing entering the civilian workforce?690    Mr. Green. Thank you, sir, for that question. Yes, the most691recent what we call post-separation transition assessment692program gives a satisfaction score of 96.3 percent, so it is693highly touted.694    During that particular study we did have a great695satisfaction rate that we were meeting exactly what696transitioning servicemembers needed.697    Mr. Pappas. Thank you. Thank you very much.698    I yield back.699    Mr. Van Orden. Thank you, sir. The gentleman yields back.700    I recognize Representative Hamadeh from the great State of701Arizona.702    Mr. Hamadeh. Thank you, Mr. Chairman.703    Mr. Van Orden. It is just--yes, Arizona is awesome.704    Mr. Hamadeh. There is so much better weather right now.705    Thank you to our witnesses for being here today. As both a706veteran and a member of this committee, I find it deeply707troubling that only 52 percent of our transitioning708servicemembers are receiving timely access to the Transition709Assistance Program, TAP. This is unacceptable.710    Now, when I served as an Army Reserve intelligence officer,711I witnessed first-hand how critical proper transition support712is for our warfighters. We expect excellence and accountability713from our servicemembers while they are in uniform, and we714should demand nothing less when your department is preparing715them for civilian life.716    Now, my first question is for Ms. Devlin. I was struck by717something you said during our pre-hearing call yesterday. You718mentioned that when servicemembers do not complete all parts of719TAP you consider it simply in the law and DoD's responsibility720not yours, yet your department's own data shows that721servicemembers who receive proper transition assistance through722your employment navigator program find jobs 63 days faster and723earn 11 percent higher wages.724    Now, how can the Department of Labor claim to prioritize725veteran employment outcomes while washing your hands of726responsibility for ensuring servicemembers actually receive the727Department of Labor's training?728    Ms. Devlin. Thank you for asking that question. Just to be729clear, we are involved in working with DoD on the730accountability that is required to make sure that731servicemembers do participate in TAP and have access to it.732Forgive me if my answer to that original question was not clear733in our meeting.734    We do we do take great pride in being a strong partner to735DoD, and we have a very active engagement in our interagency736council. We do look at the data. We brainstorm together737solutions to improve participation rates, how to help military738leaders understand the importance of TAP.739    We contribute to how that training should look if there is740training that is required. We definitely are very involved and741we recognize the importance of early intervention and742participation in TAP.743    Absolutely the navigator program, which is at 40744installations, has proven to be incredibly life changing for745these servicemembers who have access to it.746    Mr. Hamadeh. Section 1144 of Title 10 specifically tasks747the Secretary of Labor with quote, ``furnishing information on748employment and training assistance,'' so that is not optional.749The law does not say when DoD decides to let you. The law makes750clear that the Department of Labor is a key partner in this751process with responsibility for coordinating the employment752components.753    Let me ask you about accountability.754    At Fort Cavasos in Texas, servicemembers who attended TAP755on time reenlist at a rate of 60 percent compared to just 30756percent for those who do not. That suggests that TAP actually757helps retention which should motivate commanders.758    Ms. Devlin, given that your department's data shows759military members who use the employment navigator program find760jobs 2 months faster and earn higher wages, what specific761recommendations has the Department of Labor made to improve762unit commander accountability for TAP attendance?763    Ms. Devlin. Thank you for that question as well. I agree.764In many cases participation in TAP early enough helps the765servicemember really see their options clearly in terms of766remaining in the military for additional time versus767transitioning out at that point in their life. In many cases it768helps them to realize they might need more time to fully769prepare for a civilian transition.770    With respect to helping the servicemember transition and771any recommendations that we have for accountability, one of the772things we talked about in the committee, for example, in the773interagency committee is training for commanders to help them774understand the value of sending their troops to TAP, value in775terms of retention but also in terms of recruitment.776    Every veteran that, you know, becomes a veteran and leaves777the military is a walking billboard for either military service778or not based on the experience that they had in the transition.779    We have conversations around those kinds of things that are780maybe different approaches to tackling the problem. As we sit781through these committee meetings we are all very engaged in the782process.783    My colleagues at VA and DoD are very engaged in making sure784because we all believe it is important that servicemembers have785access to TAP early enough in the process.786    Mr. Hamadeh. Sure, I keep hearing that there are787conversations but what about accountability?788    Ms. Devlin. I will defer to my DoD colleague, if it is okay789with you, Mr. Baird, because I know that he has been working790with the military services on accountability that we have791talked about in our committee meetings.792    Mr. Baird. One of the things we ask in their questioning or793after they have finished with TAP is was there any barrier to794you getting to TAP, and that number has remained at about 1795percent.796    Mr. Hamadeh. Mr. Chairman, I yield back.797    Mr. Van Orden. Thank you, Mr. Hamadeh. If you want a second798round of question we are here. I mean, this is what we are799doing today, so I appreciate that tremendously. The gentleman800yields back.801    I now recognize Mr. McGarvey, my very dear friend from the802great State of Kentucky, for 5 minutes, sir.803    Mr. McGarvey. Thank you, Mr. Chairman.804    Thank you all for being here today. You know, we are805talking about a really important thing which is how we806transition active-duty soldiers into civilian life, what our807veterans do after that initial call to military service and the808Transition Assistance Program, TAP, what we are talking about809today, it really helps that transition go smoothly. It provides810the resources, the training, the support that our veterans need811whether they are going back to school, whether they are812starting a business, whether they are just preparing for life813finding a job outside of the military. It is like a guide that814helps servicemembers navigate what they are going to encounter815and to do it confidently.816    Just looking at this panel we can see how many different817agencies are involved in this, but with TAP shared between you818guys, collective responsibility also means shared819accountability. As part of that accountability is ensuring that820we have common, high-quality standards across the board so that821no matter where you go do your TAP you have a quality822experience that prepares you for life after the military.823    You know, in Kentucky, we have got Kentucky Fried Chicken824(KFC). This may seem like a trivial example, but one of the825things you do when you are training employees to work at a KFC826is you have to have training for every employee that ensures827you have that same quality no matter what restaurant you go to828anywhere in the world, right?829    We want to make sure that no matter where you go in the830military for your Transition Assistance Program you get that831same quality. Right now we are hearing from veterans that that832is not the case.833    Even the different branches of the service have different834transition assistance programs. They are frustrated. Veterans835are frustrated. They are not getting the level of support that836they feel they need. Sometimes it is available, but when it is837not available to them because of what city they are in or where838they are stationed that is frustrating.839    Mr. Baird, how are the DoD and the military branches making840sure that local leaders and unit commanders stick to the rules841and ensure servicemembers attend TAP on time?842    Mr. Baird. Thank you for that question. That is the very843reason we made it a service IG spotlight item so that they844would take a look at it. Commanders do what the IG looks at and845so we are hoping that in--prior to 2022 the services did not846have corrective action plans for how they were going to get.847    Those plans went to GAO. All those plans were accepted and848now they are executing those plans to reach their, you know,849higher numbers.850    Mr. McGarvey. I appreciate that because not only do we need851the quality we are hearing from veterans that there is a852disregard for the program at DoD. We want to make sure that853people are going.854    What changes are being made to shift the culture to855prioritize a quality TAP program and that people go?856    Mr. Baird. I think the emphasis is, one, coming through the857IG, and two, coming through the increased training we are going858to do for commanders. For the first time we now have a guide859that they can download and we also have an online class that860they can take to help them understand.861    I think when TAP first came out they saw it as just another862program that they had to do. Now, they are starting to see the863benefit of it. We need to get really, quite frankly, we need to864get to the new commanders and make sure we do training with the865new commanders right off.866    Mr. McGarvey. I appreciate that.867    Ms. Devlin, I want to switch to you for the last time we868have got remaining. You have talked about, especially in your869written testimony, the importance of tailoring the TAP program870to actually meet the demands of private industry and what871employers are looking for.872    How can the TAP program better involve employers to meet873the level of involvement that you would like to see to get the874needs of private industries and adapt to current job market875trends?876    Ms. Devlin. Some of the things that we do at the Department877of Labor is that as we engage with specific industries where878there is a high demand for employment and where they are really879looking to hire transitioning servicemembers and veterans.880Defense industrial base, for example, is an area that is in881high demand and important to national security.882    We engage with employers through our employer outreach883program and we bring that feedback from those employers back884into the department and we infuse it throughout our program. We885also take feedback from servicemembers about what they are886hearing and even after they leave the military and what their887experiences were like.888    Mr. McGarvey. Thank you very much.889    Like I said, you know, we want to make sure this is890actually a program that works for our veterans. It is so891important. To transition from military life to civilian life is892not always easy and we have got to do everything we can to help893them out. Thank you guys so much.894    I yield back Mr. Chairman.895    Mr. Van Orden. The gentleman yields.896    The chair now recognizes Representative King-Hinds from the897Northern Mariana Islands. Ma'am.898    Ms. King-Hinds. Thank you, Mr. Chairman. It only took me 2899days to get here this time, but I am here.900    Mr. Van Orden. I do not know how you do it, but God bless901you for being here. We appreciate it.902    Ms. King-Hinds. Thank you to all the witnesses for joining903us this morning. I find it very disconcerting that only 52904percent of servicemembers attended TAP on time, right? How do905we improve this?906    Should this be mandatory, a mandatory program or, you know,907where that it is compulsory for every servicemember? Is that908the case now or is that not the case? It is an open-ended909question to whoever wants to answer.910    Mr. Baird. Thank you for that question. Yes, TAP is911mandatory.912    Ms. King-Hinds. Why are the statistics the way they are?913    Mr. Baird. Quite honestly, I believe because we were not914keeping an eye on them close enough, but we are now. We look at915them at our level with the transition executive committee but916also, too, the department IG teams are looking at the numbers917to make sure that they are staying on track.918    Ms. King-Hinds. Okay. I see that there are different919agencies here who collaborate, right? Are there gaps or920legislative fixes that Congress can help with to ensure that921Department of Labor, Veterans Affairs, and whichever other922agency works together to be able to streamline the process of923helping the veterans and ensuring that they are getting the924assistance that they need?925    Ms. Devlin. I can jump in and just say that from the926Department of Labor standpoint we believe we have got what we927need with the committee that we have in place.928    For example, when we pilot tested the employment navigator929program and were able to demonstrate the success we went to the930committee and said, listen, we think we should expand this and931have more servicemembers have access to it.932    DoD and the military services were at the table. They were933eager to help. We brainstormed a solution. We developed a934strategy and we are going forward with implementation of the935expansion subject to funding, of course. Those partnerships are936really strong that we have.937    When it comes to the data on participation rates, we look938at that data on a quarterly basis and sometimes more regularly939in between those quarterly meetings and we ask questions. You940know, why is this one, you know, a little bit less here? What941is happening here?942    The military services are there and they help us either943answer the question on the spot or they go research it and come944back to us so we have a system that enables accountability945between our agencies.946    Ms. King-Hinds. All right. I come from a rural community. I947come from the Northern Mariana Islands where access to care and948services is very limited anyway for our veterans. How are we949ensuring that the folks who are coming out of the service are950getting the assistance that they need so that they are able to951go right into the workforce, that they are ready to go into the952workforce?953    Ms. Devlin. Part of getting ready to go into the workforce954is to understand what the individual's interests, aptitudes,955and abilities are and where we have the employment navigator,956they help them navigate all of that. Where we do not have it957there is still the course, right, so if they do the 1-day958course it is a lot.959    Sometimes we hear it is like drinking from a fire hose,960which is why we offered the two elective courses. Taking the961first course at TAP helps the servicemember understand what962they might want to do in their elective courses, right?963    If they really know that they just want to get into a job,964they feel like they have the skills already, maybe they965completed some college while in the military, they might go to966the employment workshop to learn more about how to do the967resume, interviewing skills, networking, all those kinds of968things.969    If they do not have the training maybe they want to learn970more hands-on, maybe they want to do an apprenticeship, they971can do the career credentialing workshop.972    After that the connection to our partners, I think, is973critical because once they get into their community, they can974still keep that connection to our partners. For example, the975American Workforce System being able to connect with the976Disabled Veteran Outreach Program coordinators, local veteran977employment representatives. That gives them the continued978support that they need after they get into their community so979that they can continue to keep working on getting that stable980job.981    Ms. King-Hinds. All right, thank you.982    Thank you, Mr. Chairman. I yield back my time.983    Mr. Van Orden. The gentlelady yields back.984    The chair now recognizes myself for 5 minutes in the third985person, which is never just going to not be weird. Hey, I am986going to take a point of personal privilege before we start987that clock. I just want to cover something that Mr. Pappas988referenced in his opening statements.989    Currently, the DoD is deployed to about 60 countries at any990given time and that is not going to change. When someone joins991the military and they decide to, you know, transition from one992gender to another, that is a 2 to 3 to 4-year process where993people are taking hormones then having some very, very994absolutely brutal, barbaric surgeries, and they are995nondeployable at that point.996    If someone decides to do this, and that is up to them,997Chris Beck is the first openly transgender Navy SEAL and he is998a really good friend of mine and he is a guy now again. You999know, he went back and forth, but he is a really good friend of1000mine and I have known him for 30 years and he is a good man and1001he is a solid operator.1002    He was a frogman, and we did not care what was going on but1003he got out of the military and then decided to do this. Here is1004why that is so important. When we say that people are overseas1005in 60 countries, I have to leave my wife and children or a wife1006has to leave her husband or, you know, wife, we do not care1007what you are doing in your personal time, but we have got to1008leave our kids and potentially get killed because someone is1009doing this.1010    That is, Mr. Pappas, the reason that I agree with the1011current policy. I understand. I respect you tremendously. I1012just want to make that very clear. Someone is going to leave1013their family to forward deploy at all times and that is all I1014have to say about that.1015    Ms. Devlin, I cannot tell you how excited I am that Lori1016Chavez-DeRemer is the new secretary. She said, oh, my gosh. We1017are--did you ever see the movie The Other Guys? Watch it, Marky1018Mark, Will Ferrell, it is great. They did fresh start, so we1019are doing a fresh start.1020    Now, I saw you sneak in there Rodriguez. Stand up, sir.1021Yes. Oh, yes, you tried to, yes, nice to see you. Oh, yes, yes,1022trying to sneak in. It did not work. Fresh start, ma'am with1023you guys, and I expect a lot out of you. I expect a lot out of1024Lori and I know she can perform.1025    President Trump expects a lot out of you and a lot out of1026Lori and so does the entire country, not just our veterans1027community. You guys are in good hands and I expect the best out1028of you. Okay, that is enough of that.1029    Okay. Mr. Baird, do you consider TAP a retention tool?1030    Mr. Baird. Yes, sir, I do.1031    Mr. Van Orden. Why?1032    Mr. Baird. Those folks who go out into the field and do TAP1033and if they do it right then they see the benefits of being in1034the military.1035    Mr. Van Orden. Yes.1036    Mr. Baird. I think it is a great retention tool.1037    Mr. Van Orden. Okay. You are correct, sir, and they talk to1038each other. Our vets talk to each other.1039    Mr. Baird. Yes, sir.1040    Mr. Van Orden. You know what I mean? It gets around if it1041is terrible. It is a retention tool and is, as Mr. Pappas said,1042it is a national security issue.1043    Mr. Green, you gave an anecdote about Jessica and one other1044person, right, but 52 percent of folks go to this program. That1045means 48 percent do not, 200,000 enlisted math, so about 96,0001046people you cannot give me an anecdote for a year. Although I1047appreciate Jessica and her job, there is 96,000 other people1048you cannot give me an anecdote for because they did not go to1049TAP and that, sir, is unacceptable.1050    We talked in private. Ms. Yount, I asked you a couple of1051questions yesterday and there is a Solid Start program. You are1052doing it. Here is the legislation and we pulled it up and this1053is highlighted. It says, ``VA employees must call veterans for1054outreach purposes,'' right?1055    Ms. Yount. Correct.1056    Mr. Van Orden. The survey indicates, ``Veterans preferred1057communication methods other than a phone call.'' They like1058texting and, you know, chatting and whatnot. Okay.1059    The Office of General Counsel (OGC) interpreted this to be1060a voice phone call when it says calling each veteran, so who is1061the OGC that made this decision?1062    Ms. Yount. That is VA's office of general counsel.1063    Mr. Van Orden. Who is the person? I asked you specifically1064yesterday.1065    Ms. Yount. Unfortunately, we were unable to get the1066individual's----1067    Mr. Van Orden. You are excused.1068    Ms. Yount [continuing]. his name.1069    Mr. Van Orden. You are excused.1070    Ms. Yount. Okay.1071    Mr. Van Orden. Now. You will respect this committee ma'am.1072    Mr. Green, there have been cuts by DOGE, and I will be very1073frank with you. The messaging and how these guys are getting1074the word out is not okay. They are just not doing a good job of1075it, Mr. Pappas. They are not. We are not beholden to any1076administration. We are not.1077    We are beholden to our constituents and our veterans, so I1078am just going to say it out loud. What they are trying to do is1079good and righteous at DOGE. How they are getting the message1080across is confusing it and it is terrifying our veterans,1081right?1082    I mean, he is getting calls. I am getting calls. Morgan,1083you get calls? You guys get calls? I want to ask you this1084question. Is there a measurable appreciative degradation of1085your ability from the Department of Veterans Affairs or the1086Department of Labor, ma'am, to deliver services to our veterans1087due to this DOGE stuff?1088    Mr. Green. No, sir.1089    Mr. Van Orden. Okay. Ma'am?1090    Ms. Devlin. No, sir.1091    Mr. Van Orden. Okay. Here is what we have got to do. We1092have got to quit fear mongering with veterans and our seniors1093and hungry kids. I was raised on welfare. I went to bed hungry.1094I do not like that. We are not cutting Supplemental Nutrition1095Assistance Program (SNAP) benefits. We are not cutting Special1096Supplemental Nutrition Program for Women, Infants and Children1097(WIC). As a matter of fact, we increased it by $500 million. We1098are not cutting veterans' benefits.1099    There were eight folks that were released from the Tomah VA1100healthcare center where I get my care and I love them. I just1101called Karen, she runs the place, and I said, ``Karen, has1102there been any degradation of your ability to provide medical1103care to our veterans?'' She said no.1104    I am just going to ask everybody on both sides of the aisle1105and external folks to quit fear mongering. Because when I asked1106you, Mr. Green, you are a subject matter expert, Ms. Devlin,1107subject matter expert and you know what you are talking about,1108right?1109    When you say there is no degradation of your ability to1110provide services to our veterans I take you at your word. Let1111us just stop doing that. That is all I am going to ask.1112    Mr. Pappas, do you have anything you want to wrap up with,1113sir, before we go to the second panel?1114    Mr. Pappas. I have no further questions. I am interested in1115engaging our second panel.1116    Mr. Van Orden. Okay, excellent. You guys are excused and I1117hope you stick around for the next panel and we will take,1118what----1119    Mr. Pappas. Five.1120    Mr. Van Orden. You know, everyone says 5 minutes. It is1121always 10 so let us just say 10 minutes. We will take a 10-1122minute recess. Thank you very much.1123    [Recess.]1124    Mr. Van Orden. The committee will come to order. Oh, sorry,1125my bad. I am now in the proper uniform of the day.1126    Our second panel we are going to be hearing from our1127witnesses Ms. Joy Craig, associate director of Service Member1128Affairs, the Veterans of Foreign Wars of the United States1129(VFW).1130    The next witness is Ms. Elizabeth O'Brien, senior vice1131president of Hiring Our Heroes (HOH), U.S. Chamber of Commerce.1132Nice to see you.1133    Our third witness is Ms. Barbara Carson, managing director1134of Programs and Services for the D'Aniello Institute for1135Veterans and Military Families (IVMF), Syracuse University.1136That is a very big title.1137    Our fourth witness is Mr. Brian Lewis, executive director1138of customer operations at Consumers Energy.1139    Our final witness to this panel is Ms. Kandi Tillman, the1140managing co-founder at 50'strong.1141    I would like to welcome you and ask you to stand please and1142raise your right hands. Do you solemnly swear that the1143testimony you are about to provide is the truth, the whole1144truth, and nothing but the truth? Okay, please be seated. Let1145the record reflect that all witnesses have answered in the1146affirmative.1147    Ms. Craig, you are now recognized for 5 minutes to deliver1148your testimony on behalf of the VFW.11491150                     STATEMENT OF JOY CRAIG11511152    Ms. Craig. Thank you, Chairman. Chairman Van Orden, Ranking1153Member Pappas, and members of the subcommittee, on behalf of1154the men and women of the Veterans of Foreign Wars of the United1155States and its auxiliary, thank you for the opportunity to1156provide our remarks on the Transition Assistance Program, or1157TAP.1158    Nearly 200,000 servicemembers leave the military each year1159with 80 percent separating before retirement. Military force1160management depends on a steady pipeline of new recruits to1161sustain operational readiness. This ongoing cycle underscores1162the importance of ensuring the Department of Defense delivers1163effective military to civilian transition programs.1164    For many servicemembers, joining the military is a means of1165securing stable employment or a path to upward mobility. It is1166a major life event and conversely so is transition.1167    Despite spending up to 6 months training new recruits, DoD1168provides only 5 days of preparation for their return to1169civilian life. Veterans who are not fully prepared face1170increased risks of underemployment, financial hardship, and1171suicide, especially within the first year after separation.1172    While DOD's primary mission is national security, it has1173legal obligations to provide transition services. Federal law1174mandates that all eligible servicemembers begin transition1175support no later than 1 year before separation. DoD must ensure1176timely TAP attendance and provide a warm handoff to community1177resources.1178    In October 2023, DoD testified before Congress that1179commanding officers frequently waived TAP attendance due to1180mission requirements, voluntary separations or personal choice.1181At the same hearing, the Government Accountability Office1182reported that 53 percent of all TAP waivers were approved with118322 percent of at-risk servicemembers skipping the mandatory 2-1184day track entirely.1185    DoD must allow more time for TAP participation, ensure1186command support for transition, tailor courses to different1187separation types, expand access for guard and reserve members,1188and better integrate spouses into the process.1189    VFW's transition survey shows that future veterans' primary1190concerns after separation include finding employment,1191navigating service-connected disabilities, maintaining1192financial stability, and losing their sense of purpose and1193camaraderie. It is unrealistic to assume that every1194servicemember has a job waiting or a safety net to catch them1195on the outside.1196    The VFW recommends integrating transition support early and1197at multiple points throughout a servicemember's career rather1198than relying solely on the Transition Assistance Program. Poor1199enforcement of TAP attendance disproportionately affects junior1200enlisted servicemembers who are the most vulnerable post-1201discharge.1202    The VFW's transition survey highlights other issues with1203TAP. An Army E-6 from Fort Riley reported their unit did not1204provide adequate time for a smooth transition and described TAP1205as an overwhelming fire hose of information with no time to act1206on what was taught.1207    One sailor from Quantico was repeatedly pulled from TAP1208classes for operational duties, while another missed crucial1209instruction because they were not released from deployment in1210time.1211    These reports reveal a culture of prioritizing operational1212needs over transition. One area showing improvement is VA's TAP12136.0 program which has increased access to benefits counseling1214allowing in-person accredited representatives to help1215servicemembers navigate VA claims.1216    Since its launch in January 2024, VFW has reached 13,0001217more members than the year prior, a 54 percent increase in1218engagement, which is why we urge Congress to pass the TAP1219Promotion Act to ensure all future veterans receive this1220essential assistance to claim their earned benefits as early as1221possible.1222    The transition experience can also have lasting effects on1223military recruitment. Poor transition can impact how veterans1224speak to their children and communities about the value of1225military service and could cause young people to be hesitant to1226join fearing their own post-discharge challenges.1227    To address these and other ongoing issues, which I have1228detailed in my written testimony, the VFW urges Congress to1229establish a key position within DoD to oversee transition. We1230recommend an undersecretary of defense for transition to1231oversee, coordinate, and modernize all transition programs.1232    As it stands, transition services are fragmented and1233inconsistently enforced at the unit level where operational1234priorities often take precedence. An undersecretary would1235provide Congress a single point of accountability and drive the1236necessary culture change within DoD.1237    Chairman Van Orden, Ranking Member Pappas, this concludes1238my remarks. I am happy to answer any questions you may have.12391240    [The Prepared Statement Of Joy Craig Appears In The1241Appendix]12421243    Mr. Van Orden. Thank you, Ms. Craig. The written statement1244Ms. Craig will be entered into the record.1245    Ms. O'Brien you are now recognized for 5 minutes to deliver1246your testimony.12471248                 STATEMENT OF ELIZABETH O'BRIEN12491250    Ms. O'Brien. Good morning, Chairman Van Orden, Ranking1251Member Pappas, and distinguished members of the subcommittee. I1252am Elizabeth O'Brien. I am the senior vice president of Hiring1253Our Heroes, an initiative of the U.S. Chamber of Commerce1254Foundation.1255    I have also been for the last 2 decades an active-duty1256military spouse and proud mother of three army brats during our1257Nation's longest conflicts. Thank you for allowing me the1258opportunity to speak on the need to update and modernize1259Transition Assistance Programs for servicemembers transitioning1260from active duty to the civilian workforce.1261    Since our inception at Hiring Our Heroes, we have served1262over 1 million members and currently support 80,000 military-1263connected individuals each year. Economic opportunity sustains1264the all-volunteer force, but success depends on effective1265career navigation.1266    Programs like SkillBridge and employment related pathways1267are vital ensuring today's warriors become tomorrow's best1268recruiters. As we all know in 2011, the United States faced a1269crisis in veteran unemployment as young veterans struggled with1270rates soaring up to 30 percent. The U.S. Chamber of Commerce1271Foundation launched Hiring Our Heroes and we united forces with1272State and local chambers, businesses, Department of Defense,1273and Department of Labor, and the VA.1274    The public-private effort helped cut post-9/11 unemployment1275from 12.1 percent to 5.8 by 2015. However, today, veteran1276unemployment remains below non-veterans at 4 percent.1277    However, the unemployment data reveals little about the1278true employment journey of transitioning servicemembers.1279Research shows from McKinsey and Company that while veterans1280generally out earn civilians, 60 percent of transitioning1281servicemembers earn less in their first civilian job than in1282the military.1283    Penn State University reported that 61 percent of veterans1284feel unemployed, citing a mismatch between their skills and the1285civilian job opportunities. Edelman found that 62 percent of1286transitioning servicemembers could not secure a job at their1287desired level and the LinkedIn veteran opportunity report1288revealed that veterans are half as likely as civilians to reach1289leadership roles, again pointing to a disconnect between1290military experience and employer recognition.1291    The U.S. still falls short in post-military career support.1292The Rand study confirmed GAO's 2020 findings that 451293overlapping programs across 11 agencies with less than 51294percent of funding for job placement or skills translation.1295Most transitioning servicemembers need employment support, yet1296TAP is not solely designated for that.1297    Rand's 2024 report urged greater investment in employment1298programs and stronger Federal and nonprofit collaboration.1299SkillBridge, a DoD initiative, is the sole Federal transition1300program that turns conventional transition outcomes on its1301head.1302    For over a decade at Hiring Our Heroes we have facilitated1303and worked as one of the largest intermediaries in support of1304SkillBridge. In the past 5 years we have connected 10,6001305fellows with 2,500 employers nationwide, inclusive of all1306ranks, 89 percent job offer rate within 3 months, $107,0001307average starting salary, which is double the pay of an E-6 with13088 years of service and 20 percent higher than an O-3.1309    What we know is that experiential bridge programs close the1310gap around poor transition.1311    Our strategic insight report surveyed 1,900 SkillBridge1312participants and 381 non-participants. Time to employment was1313much faster for fellows, with 63 percent being employed within13141 month of transition versus 38 of non-participants. Fellows1315were far more likely to take a job for positive reasons.1316    Fellows who were more likely to recommend service to future1317generations with 61 percent saying they would recommend service1318versus 54 percent. Also, military spouse employment is key to1319veteran transition success providing financial stability and1320allowing the veteran to find the right fit job or upskilling1321opportunity.1322    Currently, Hiring Our Heroes facilitates the Department of1323Defense's military spouse career accelerator pilot. Since 20221324of December, we have placed over 1,000 spouses with an offer1325rate of 85 percent and 60 percent remote placement.1326    As we look forward to the future, HOH recommends the1327following areas of focus. Focus on more employment related1328services as part of transition. They should be prioritized1329while reducing or eliminating duplicative programs.1330    Expand opportunities for SkillBridge and apprenticeships.1331The programs help servicemembers showcase their skills, create1332informed career decisions playing a crucial role in successful1333transition.1334    The military to civilian transition is not a one-time----1335    Mr. Van Orden. The gentlelady's time has expired.1336    Ms. O'Brien. Thank you. I look forward to your questions.13371338    [The Prepared Statement of Elizabeth O'Brien appears in the1339Appendix]13401341    Mr. Van Orden. You are sure welcome and thanks for that.1342Your written testimony will be entered in the record, which I1343actually read. I did.1344    Ms. Carson, you are now recognized for 5 minutes.13451346                  STATEMENT OF BARBARA CARSON13471348    Ms. Carson. Chairman Van Orden, Ranking Member Pappas, and1349distinguished members of the subcommittee, thank you for the1350opportunity to provide testimony today on behalf of the1351D'Aniello Institute for Veterans and Military Families at1352Syracuse University.1353    Even in the best of circumstances we know that military to1354civilian transition can present significant challenges, yet the1355bar for a successful transition is often quite low focusing on1356unemployment despite data showing 62 percent of veterans are1357underemployed after 6-1/2 years.1358    When exiting service veterans are qualified to get jobs1359that reflect and respect their service and training. We should1360not assume that those jobs are the same ones that they did in1361the military.1362    Securing meaningful employment can help avoid enormous1363financial, social, and personal costs. These costs also have1364implications for our all-volunteer force and in turn our1365national security.1366    Data from the Military Family Lifestyle Survey, our1367collaboration with Blue Star families, as well as recent data1368that was recently published by Ipsos with Call of Duty1369Endowment as well as Mission Roll Call, both point to the1370hesitancy to recommend or pursue military service for the1371younger generation despite the positive perception of veterans.1372    The available evidence is a fundamental starting point for1373how we might improve TAP and the transition process and where1374TAP alone is not sufficient.1375    First, as a mandatory program, TAP must continuously be1376assessed to ensure it is accessible and meets the evolving1377needs of transitioning servicemembers.1378    Despite recent progress many still fail to begin TAP as1379early as required by law and some fail to attend the required1380portion at all. At the same time, we recognize the inherent1381tension DoD faces between prioritizing mission readiness and1382focusing on preparation for post-service life.1383    We must explore options that preserve flexibility for1384commanders to meet their compliance goals but also include1385consequences for noncompliance, such as integrating TAP1386participation into those performance evaluations.1387    Beyond TAP, our system of support is complex and not always1388aligned with what people need or what works best. There are1389currently 46 programs across 11 agencies which Rand estimates1390represent $13 billion of expenditures every year. This1391investment skews heavily toward education services despite1392evidence that employment is the key component of most veterans'1393plans after service.1394    Budget and performance data for these programs is hard to1395come by making it difficult to address overlaps and gaps with1396existing programs. TAP is one of the few Federal programs that1397has been evaluated, and while it shows long-term employment1398benefits, effects on wages have been mixed.1399    Notably, wages were better when TAP was completed earlier1400and combined with access to other resources. The Veteran1401Metrics Initiative, or TVMI, a longitudinal study of post-9/111402veterans managed by Penn State University, found that in the1403months following separation, two-thirds of veterans used at1404least one program aside from TAP. A third used even more, and1405veterans who use more programs experience better outcomes.1406    Nonprofit initiatives like our Onward 2 Opportunity Program1407(O2O) contribute to these outcomes. O2O provides skilled1408training and credentialing to over 10,000 transitioning1409servicemembers, veterans of every era, and spouses each year.1410    As the only program that has been rigorously evaluated by a1411third party, O2O provides non-government efforts, many often1412operate more efficiently--excuse me. It shows that non-1413government programs operate more efficiently and effectively1414than some of the government counterparts.1415    In addition to data that is demonstrating the value of1416multiple programs aside from TAP, we know that transition is1417more than one moment in time.1418    Given this evidence, warm handovers must be easier between1419DoD, VA, and Labor, as well as to states and communities. We1420encourage appropriate data sharing with safety and other1421reduced barriers to enrollment and benefits and services at the1422Federal, State, and local level.1423    Further, though TAP can be a valuable resource, data1424suggests that only about half of military spouses engage with1425it. We encourage increasing their access and/or offering1426programs that are more tailored for them. Transition impacts1427the entire family unit and everyone benefits when spouses are1428prepared.1429    In sum, the evidence demands an accountable system of1430supports beyond TAP and government alone, empowering investment1431of scarce resources into programs that work best for veterans1432and their families during this critical time. Doing so not only1433impacts their well-being, successful transition benefits our1434communities, preserves the all-volunteer force, and ultimately1435strengthens our national security.1436    Thank you and I look forward to your questions.14371438    [The Prepared Statement Of Barbara Carson Appears In The1439Appendix]14401441    Mr. Van Orden. Thank you, Ms. Carson. Your written1442statement will be entered into the hearing record.1443    Mr. Lewis, you are now recognized for 5 minutes.14441445                    STATEMENT OF BRIAN LEWIS14461447    Mr. Lewis. Thank you, Chairman Van Orden, Ranking Member1448Pappas, and members of the subcommittee for the opportunity to1449discuss critical programs that support our Nation's veterans.1450My name is Brian Lewis, and I am the executive director of1451customer operations at Consumers Energy where I have worked for145212 years serving in a variety of customer-centric roles.1453Consumers Energy provides natural gas and electric service to1454nearly 7 million Michigan residents.1455    Prior to my civilian career I was a combat medic and a lab1456tech in the U.S. Army where I was entrusted with the lives of1457my fellow soldiers. When I transitioned to civilian life,1458however, I had to abandon medical aspirations as I found my1459Army training at that time had limited transferability limiting1460my job prospects.1461    The challenges veterans face finding transferable and1462meaningful civilian careers after service to our country are1463real and compelled me to seek out ways to advocate on their1464behalf, which I now support at Consumers Energy when veterans1465join the company.1466    At Consumers Energy we have more than 800 military veterans1467who take our pride of service beyond self, a passion we learned1468in the military, and apply it to a new mission, applying1469essential heat and light to our fellow Michiganders. Our1470company's efforts to support veterans is about our earnest1471desire to ease the often-difficult transition out of the1472military by providing a welcoming environment for colleagues1473with different backgrounds and experiences.1474    Our veterans-based resource group, the veterans advisory1475panel, provides space for employees to help drive policy change1476both within our organization and with external partners to1477better recruit, retain, and support veterans.1478    Today, the veterans advisory panel is one of the company's1479largest resource groups with over 500 members. Their feedback1480ushered in a partnership with the U.S. Department of Labor and1481led to the registration of seven different job roles as1482approved apprenticeship programs.1483    Now, our veterans can use their GI bill benefits while on1484apprenticeships that prepare them for rewarding, lifelong1485careers.1486    We have also recruited veterans for pre-apprenticeship1487programs referred to as energy style boot camps hosted at a1488training center located in Congressman Barrett's district. In1489partnership with the Utility Workers Union of America and Power1490for America, these gas and electric boot camps have prepared1491over 300 veterans for energy careers by providing a pathway to1492apprenticeships that lead to high-paying, in demand electric1493and natural gas careers.1494    As you can imagine though, demand for these programs1495outpaces availability and each time a new boot camp opens we1496receive more applicants than we have spaces to fill.1497    While programs like these are meaningful, there is still1498work to be done. We encourage Congress to strengthen the1499connection between the Transition Assistance Program offices1500and companies in states that are not close to active-duty1501military installations.1502    We also see great potential in the Department of Defense's1503SkillBridge program but believe further coordination with the1504Transition Assistance Program will improve connections between1505veterans and prospective employers.1506    If you are an active duty servicemember of the military or1507a military veteran listening today my message is simple.1508Consumers Energy is the ideal career destination for you. We1509value your heart of service and the unique skills you bring to1510the energy industry.1511    We will do everything we can to provide opportunities in1512the field, at a plant, or in an office. We will invest in your1513development and give you the opportunity to thrive in a team1514that is essential to providing energy to Michigan.1515    Thank you again for the opportunity to participate in this1516discussion. Consumers Energy stands ready, willing, and able to1517support policymakers in improving economic opportunity for our1518Nation's veterans. With that, I look forward to your questions.1519Thank you.15201521    [The Prepared Statement Of Brian Lewis Appears In The1522Appendix]15231524    Mr. Van Orden. Mr. Lewis, I want to thank you for your1525incredibly shameless pitch for your company. That was just so1526in your face. Let us just acknowledge it. Hey, thank you, sir.1527Did you go to Fort Sam?1528    Mr. Lewis. I spent a year at Fort Sam with a bunch of1529sailors.1530    Mr. Van Orden. That is right. Best year of your life----1531    Mr. Lewis. Best year.1532    Mr. Van Orden. Okay. Your written testimony will be entered1533into the record.1534    Ms. Tillman, you are now recognized for 5 minutes.15351536                   STATEMENT OF KANDI TILLMAN15371538    Ms. Tillman. Chairman Van Orden, Ranking Member Pappas,1539members of the subcommittee, thank you so much for giving me1540the opportunity to speak to you today. I am here on behalf of154150'strong, an impact first small business that my husband and I1542co-founded in 2020. He was a former junior enlisted1543servicemember that served two tours with the Army Rangers.1544    Our mission is simple, to help strong employers build1545strong pathways for military talent and to provide easy virtual1546connections for those in transition.1547    Just last Thursday, hundreds of military-affiliated job1548seekers registered for one 50'strong event that featured 201549employers. Of those that registered, 25 percent identified as1550E-1 through E-4 ranks, 54 percent were military-affiliated1551students, and many were transitioning military opting in on1552their own.1553    After this one short virtual event 90 percent of those that1554attended say they discovered new civilian employment pathways1555and 98 percent said they would recommend it to others.1556    We did this almost every week.1557    In 2024, we supported approximately 200 employers, 1001558education institutions, and nearly 13,000 military-affiliated1559job seekers. This was all done at no cost to those job seekers1560and at no cost to taxpayers. It is thanks to the support of 131561corporate partners.1562    Several years ago, a veteran at a Fortune 500 company said1563to me we want to hire more transitioning military. We do not1564know how to reach them efficiently. I still hear this every day1565from employers.1566    As a civilian with 20 years of experience in Fortune 500,1567this tells me that we need industry-enabled modern and1568accessible solutions that complement the critical role that1569government and nonprofit organizations play.1570    I will offer four areas today for us to consider together.1571First, we must recognize that employment is critical to1572military transition and therefore employers are a critical1573stakeholder for any related policy.1574    According to Military One Source, nearly three-quarters of1575all those leaving active duty separate versus retire. As a1576reminder to us all, the vast majority of transitioning military1577will need civilian employment and it is employers that offer1578employment.1579    Second, let us recognize that SkillBridge has1580revolutionized employer participation in military transition in1581the last 6 years.1582    As one strong example, Lowe's has established a SkillBridge1583program that enables opportunities at any of their locations1584across the country. Last year 95 percent of their SkillBridge1585participants received a full-time job offer at the end of their1586fellowship.1587    This means that a servicemember returning home to Oshkosh,1588Wisconsin, or Bedford, New Hampshire, or Buckeye, Arizona,1589where I live, has a pathway to a strong future in their home1590community on day one of post-active duty.1591    I will also highlight Cushman and Wakefield, a global real1592estate services firm. They have taken on over a hundred1593SkillBridge interns to more than 30 different types of roles1594with a 90 percent full-time offer rate. My thanks to the1595bipartisan leadership of the past three administrations toward1596this phenomenal growth.1597    Third, we must find solutions that work for employers of1598all shapes and sizes, including small businesses that employ 471599percent of private sector workers in the U.S. Importantly,1600State and local Chambers of Commerce and industry-driven1601business associations and business vertical-supported groups1602are often key drivers of small business enablement.1603    Finally, we must recognize that military transition1604includes the very large number of those that enroll in school1605in what I will refer to as extended military transition, yet1606there is no at skill support to help them translate their1607skills from the military. There is little tracking of1608employment outcomes once they complete their education.1609    Yes, we must protect this investment and also we must1610recognize that any education training or certification program1611should honor our promise to those who have served by leading to1612meaningful employment, not dead end pathways that exhaust their1613hard-earned education benefits. We must also ensure that the1614funding is used as intended to intentionally support military-1615affiliated students.1616    Based on this I have a few recommendations. First, include1617diverse employer voices in all congressional hearings and1618roundtables, enhance TAP curriculum with industry-driven1619virtual career preparation, continue to support DoD's efforts1620toward strong employment outcomes, modify SkillBridge1621Memorandum of Understanding (MOU) requirements to maintain1622flexible internship models, champion local collaboration in1623your communities, develop a tracking mechanism for employment1624outcomes for all transition programs, and encourage all schools1625receiving post----16261627    [The Prepared Statement of Kandi Tillman appears in the1628Appendix]16291630    Mr. Van Orden. The gentlelady's time has expired and,1631ma'am, your written testimony will be entered into the record.1632I read it, too, and you have some fantastic recommendations.1633You certainly do.1634    I now recognize the Ranking Member, Mr. Pappas, for 51635minutes to question the witnesses at his leisure.1636    Mr. Pappas. Well, thank you. I thought it appeared you were1637close to the end, but I think your recommendations are really1638important for the subcommittee.1639    Ms. Tillman. My last recommendation, thank you so much,1640sir, my last recommendation, encourage all schools receiving1641post-9/11 GI bill funds to allocate resources specifically for1642student veteran support services.1643    Mr. Pappas. Well, thank you for that, and maybe I could1644just turn to you for a question. You highlighted SkillBridge as1645a really important development, something that has been really1646working. Can you help us understand what the barriers are for1647more businesses to participate in SkillBridge and what we1648should be doing to ensure that that connection is made?1649    Because every time I am out in my district, I meet1650employers that have veteran employees and are incredibly eager1651to continue to find more. This is a time where most industries1652are continuing to hire, so talk about the need to make sure1653SkillBridge reaches more employers.1654    Ms. Tillman. Thank you so much for the question.1655SkillBridge is often an entry point for new employers that are1656trying to figure out how to engage with military talent. There1657was an important component of SkillBridge that has enabled so1658much growth and so much momentum in industry and that is the1659ability for employers to open internships through what we will1660refer to as third-party intermediary facilitators.1661    One recommendation I would like to make, I will point out1662that thanks to the DoD, the military to civilian transition1663office, tremendous efforts have been made to ensure strong1664outcomes in the last year's MOU updates.1665    There is one modification I would like to offer to ensure1666that new employers, particularly small businesses, can most1667flexibly engage in the program, and that is to delay Section16684.3.4 of the current MOU that requires individual MOUs for all1669host employers until a future date but mandate employment1670outcomes reporting immediately, as outlined in section 4.3.31671for the third-party facilitators that are making their1672participation possible.1673    Mr. Pappas. Well, thanks for that recommendation. I1674appreciate your focus on the small business community, too,1675which I know is valuable to all of our districts here.1676    Ms. Carson, if I can turn to you for a question? You1677highlighted your Onward 2 Opportunity Program, and can you tell1678us a little bit more about how that got started? What makes it1679unique and if there are lessons that can be translated from the1680success of that program to other initiatives that provide1681transition assistance?1682    Ms. Carson. Thank you for the question. The Onward 21683Opportunity Program began with a philanthropic effort by the1684Schultz Family Foundation and it continues to this day with1685both corporate and philanthropic support.1686    It is credentialing, not made-up ones that we say that you1687have a badge from Syracuse University but industry recognized1688credentials in cyber, IT, Human Resources (HR), and the Project1689Management Professional (PMP), for example. We make that1690available at no cost thanks to those funders that I just1691mentioned.1692    When combined with a connection to employers it is a very1693successful intervention that, as I shared in my testimony1694written and verbal, has been evaluated by third parties. That1695is exactly what we would like to see with other interventions.1696What are the outcomes you intend and are you achieving them?1697    Mr. Pappas. Thank you very much for that.1698    Ms. Craig, if I can turn to you? I appreciate your1699testimony here today and I think you identified that push and1700pull relationship that exists between those who are actively1701serving in their command when it comes to setting aside time to1702prepare for transition.1703    Right now, there is only a small amount of time for TAP and1704some describe it as an experience like drinking from a fire1705hose. We hear that term all the time.1706    What suggestions do you want to highlight to ensure that1707folks can manage the flow of that water and that every1708servicemember is given adequate time to be able to prepare?1709    Ms. Craig. Thank you for that question, Ranking Member1710Pappas. As I mentioned earlier, you know, DoD does spend1711anywhere between 6 weeks and 6 months training, onboarding1712servicemembers to become warfighters but they are lucky if they1713get 5 days when they prepare to leave the military.1714    The real question is why only 5? Why cannot TAP be longer1715or segmented in a way that members touch base with the program1716multiple times throughout their service? We do believe that1717that would be a great question for an undersecretary of defense1718to investigate further.1719    The fire hose of information that they receive during those1720TAP classes they are given very little time to actually act on1721all the long to-do list that they create for themselves. We1722believe that TAP should be either extended in time or that1723commanders could be a little bit more gracious in giving1724servicemembers time on the clock to prepare for transition.1725    Mr. Pappas. Thanks very much.1726    I yield back.1727    Mr. Van Orden. The gentleman yields back.1728    The chair now recognizes Mr. Hamadeh from the great State1729of Arizona for 5 minutes, sir.1730    Mr. Hamadeh. Thank you, Mr. Chairman.1731    Thank you to our witnesses and thank you Ms. Tillman for1732everything you and Kevin have done for promoting veterans and1733the entire Tillman family is near and dear to me.1734    You know, my first picture I hung up on my office wall was1735actually one of Pat Tillman and it is a constant reminder of1736the sacrifices our military servicemembers make. It reminds my1737staff and I always choose to hire veterans. I prioritize them1738first and foremost.1739    As we both know, Arizona's economy is growing and I want to1740make sure that our employers understand that the veteran pool1741is the best pool to, you know, to take from, especially with1742the growing economy and all the semiconductors coming in.1743    Ms. Tillman, I have got a question for you. What has been1744your experience working with the Department of Labor with the1745navigator program, the ENPP?1746    Ms. Tillman. Thank you so much for the question. I would1747like to offer when we first started 50'strong as a private1748small business, as you can imagine, navigating government here1749in DC was quite complicated for us. I will offer the Department1750of Labor VETS team was one of the first groups to welcome us1751in.1752    We have had the privilege of hosting and helping to host1753employer roundtables with Assistant Secretary Rodriguez and1754their team has been incredibly supportive and open to the1755employer community.1756    Also, as of January of this year, 50'strong is now an1757official partner of the DOL ENPP program. Referrals are just1758now starting to come in for that, but we do certainly look1759forward to further collaboration with their team. I am grateful1760for their team's efforts to include all types of organizations1761and employers.1762    Mr. Hamadeh. Do you have any other recommendations to make1763that program better?1764    Ms. Tillman. My recommendations are as what they would be1765for any other program. We have to continue to look toward1766outcomes. I will applaud the DOL team. They are tracking1767outcomes of the DOL ENPP program, and I appreciate that.1768    Mr. Hamadeh. What feedback have you received from the 2001769employers that 50'strong works with when it comes to hiring1770veterans?1771    Ms. Tillman. It is important to note that the vast majority1772of those 200 employers are opting into our services at no fee.1773Of those that are coming what we always tell them is if you get1774value then please continue to come back.1775    You know, as a small business we will no longer exist if we1776are not offering value to all in our community and making sure1777that we are doing it in a way that is trusted and honored.1778    The feedback that we are hearing from employers is that. I1779just heard a feedback from an employer that came to one178050'strong event for their first time. They found two great1781candidates and they ended up hiring one of them.1782    We are incredibly appreciative to the employers that are1783coming prepared, offering pathways, and importantly, offering1784much-needed industry-led career preparation as part of the1785employment search.1786    Mr. Hamadeh. Thank you.1787    Mr. Lewis, what gaps do you most often see in hiring1788transition servicemembers versus civilians?1789    Mr. Lewis. The gaps that we find--thank you for the1790question, Representative. I would say the gaps that we find1791most often is that they are still looking for the camaraderie1792that they had while serving and that is why we have been very1793diligent and investing in our veterans advisory panel that just1794led to hearing their challenges, their concerns, and their1795needs.1796    It is helped shape some of the benefit packages that we put1797forward, but I think that is it the most. They have rejoined1798the team at Consumers Energy, but they want to have the same1799level of esprit de corps that they had in their time in the1800service, so we are very deliberate about spending time,1801investing time in providing that social outlet so that they can1802feel a little what they had previously.1803    Mr. Hamadeh. How do you provide that?1804    Mr. Lewis. Our veterans advisory panel has weekly and1805monthly meetings. We have an annual event where we will bring1806everybody together for Veteran's Day to celebrate their1807service. We have outside parties come in and speakers.1808    We continue to invest in the benefits policies, so we have180930 days of paid military leave that is fully paid. We do not1810require any kind of a gap fill there. We offer 1 year of1811complete gap fill pay as well.1812    We provide different mental health offerings. It is just1813being intentional about spending time with veterans, listening1814to their needs, and finding programs that meet those needs.1815    Mr. Hamadeh. Has the feedback been positive from the1816veterans?1817    Mr. Lewis. Completely positive. I think the national1818average with self-identified veterans is around 7 percent. We1819have 12 percent at Consumers Energy and continue to fill that1820pipeline. We are intentional about going out and finding that1821talent.1822    Mr. Hamadeh. Very good, thank you. Thank you.1823    I yield back.1824    Mr. Van Orden. The gentleman yields back.1825    The chair now recognizes Ms. Ramirez from the great State1826of Illinois, my dear friend, ma'am, 5 minutes.1827    Ms. Ramirez. Thank you, Chairman and thank you ranking1828member for holding today's hearing.1829    Thank you for the witnesses that are here. We know that the1830current attacks on the VA's workforce and its funding are1831alarming, and I personally am deeply concerned about the1832impacts those attacks will have on all veteran programs and1833services.1834    However, we know that the unique importance of the1835Transition Assistance Program has on veteran lives. Having ran1836a homeless shelter where we served a number of veterans1837experiencing homelessness, I know that the transition from1838military service to civilian life is distinct and complex.1839    From employment assistance to mental health services,1840housing support and access to continued education, our veterans1841deserve an integrated, streamlined, comprehensive approach to1842TAP that recognizes their sacrifices, honors their needs, and1843also provides them with the necessary tools, the resources and1844the support they need so that they can succeed.1845    While we continue to fight for full funding and staffing at1846the VA, given today's conditions we also have to be1847particularly aware of programs like TAP that provide essential1848support at a moment of significant transition in veterans'1849lives instead of recklessly reducing resources and capacity in1850the VA, which has the potential to impact veteran access to and1851experience of TAP. We should be instead investing in1852improvements to the TAP program so that we can meet the diverse1853needs of our veterans.1854    I have a couple of questions. Ms. Craig, in your testimony1855you shared that you believe transitioning out of the military1856presents unique challenges. You said that this includes shifts1857and identity, needing further education, struggling with1858employment, and overall a lack of support.1859    What additional support do you believe is still needed from1860our Federal agencies, particularly the VA, to ensure that the1861TAP program equips veterans to successfully reintegrate into1862civilian life?1863    Ms. Craig. Thank you for that question, Congresswoman1864Ramirez. We, the VFW, believes that the VA is doing the best1865that they can with, you know, the resources that they have at1866the time. I am sorry. Do you mind do you mind rephrasing the1867question?1868    Ms. Ramirez. What additional support? Are there any1869specific gaps in resources that Congress should be addressing1870as it pertains to the TAP program?1871    Ms. Craig. I would not say necessarily gaps in resources1872right now. The VFW is highly supportive of the benefits1873delivery at discharge program, which the VA is gracious enough1874to allow our representatives to go into that 1 day of their TAP1875course.1876    Our BDD reps are able to engage with servicemembers as they1877are transitioning and link them to the VA at the point of1878discharge, which we know that when servicemembers get away from1879the military and do not connect with VA, particularly within1880that first year, they are even less likely to circle back to1881the VA and they miss out on crucial resources and services that1882the VA provides.1883    Ms. Ramirez. Thank you, Ms. Craig.1884    I want to shift gears now and ask a question to Ms. Carson.1885Your testimony highlights a key issue that many veterans face,1886the need for a longer period of plan separation from military1887service before that 1-year mark. Based on available research,1888what do you think is a recommended timeframe for servicemembers1889to begin that transition?1890    Additionally, as you are answering that question, how1891should we account for economic conditions when determining the1892timeframe? For example, if job growth is slowing or if certain1893industries are seeing layoffs, should we be adjusting the1894timeline or tailoring resources accordingly?1895    Ms. Carson. Thank you for your question, ma'am. This is a1896great one that has been looked at by TVMI, which I referenced,1897and they suggest, and we agree that at 1 year prior to1898separation it could be extended even more.1899    It is as easy potentially as making information available1900that is going to be provided at TAP available earlier. The VA1901does some of that right now at military it is part of the1902military lifecycle, being aware of the benefits that are1903available before you even begin to separate.1904    In terms of being sensitive to economic trends, we do need1905more data on that. That is not always available to those of us1906who are not within the government's data collection resources1907and that we could adjust and be more timely if that were1908provided.1909    One way to do that is to keep a longitudinal study and look1910in on servicemembers long before they have left service and1911continue long post-service. The TVMI would be, again, a great1912place to start the baseline for those questions to see that the1913four domains of health that have been identified are sustained.1914    Ms. Ramirez. Thank you, Ms. Carson, I appreciate that. I1915mean, I could not agree more. We have to improve the system1916coordination. We need to be streamlining dual enrollment1917processing, staff up more navigators, and conduct greater1918outreach for the program earlier.1919    Instead, however, we are trying to stop a staffing purge1920that will create needless hardship for veterans. The actions of1921this administration, let me say on the record, are not1922progress. They are adored to privatization and they put1923servicemembers' transition to civilian----1924    Mr. Van Orden. The gentlelady's time has expired.1925    Ms. Ramirez [continuing]. life in jeopardy and it is1926shameful.1927    Mr. Van Orden. The gentlelady's time has expired.1928    Ms. Ramirez. With that, I yield back, Chairman. Thank you.1929    Mr. Van Orden. The gentlelady yields back.1930    The chair now recognizes Representative King-Hinds from the1931Northern Mariana Islands for 5 minutes.1932    Ms. King-Hinds. Thank you, Mr. Chair.1933    I made a promise to our local VFW chapter to extend their1934half a day to the folks here in DC, who represent the VFW1935during these testimoneys and to say thank you on their behalf.1936    I hear from Ms. Craig and Ms. O'Brien about the importance1937of providing spouse services, that they are included as part of1938the TAP program, and I just wanted to, kind of, hear more on1939that subject because I do believe that, you know, when families1940transition into civilian life it impacts the entire family. I1941want to hear your thoughts on what that would look like?1942    Ms. O'Brien. Thank you for the question. First and1943foremost, for the duration of a military servicemember's career1944if they have a partner, if they are married, the military1945spouse is expected to come alongside and is a very active1946participant oftentimes.1947    As we near transition, we find that military spouses are1948often included only on an opportunity where there is space1949available for them to push in and to sit in. The reality is1950military spouses carry a huge burden to make a successful1951transition for the entire family.1952    We also know that military spouse employment, having the1953opportunity for spouses to go to work 5 to 6 years, especially19541 year before transition, has a direct impact on how the1955servicemember transitions out and the job that they select. If1956we have financial stability in the home, it provides the1957opportunity for the servicemember to make the right choice and1958the right fit in terms of employment.1959    Recommendation is certainly that military spouses are1960included in TAP, have the opportunity to come alongside and not1961only on a space available opportunity.1962    Ms. King-Hinds. Thank you for that. I agree. This question1963is also for you. You mentioned that in terms of transitioning1964back into civilian life one of the issues is not necessarily1965unemployment but underemployment. How can we help address that1966issue?1967    Ms. O'Brien. Well, in terms of what Ms. Carson recommended1968beginning that process at least a minimum of a year out in1969terms of transition. We know oftentimes because we are not1970plugging military servicemembers into TAP at the right time it1971puts them further and further behind and they are forced then1972to take a job because there is economic pressure to feed our1973families, to ensure that there is a pathway to economic1974opportunity.1975    If we can start that process at minimum a year out and it1976allows them to figure out what is the right career for them,1977what skills do they need to acquire, how can they better1978articulate their soft skills that they bring to employers?1979    Each of those mile markers becomes increasingly more1980important and we see those that do not have the time to1981participate in TAP fully and to participate in SkillBridge end1982up underemployed over and over again.1983    There are programs in place. There are nonprofits that have1984the ability to fill the gaps where needed and to step forward1985and so creating a tighter synergy in that warm handoff is1986absolutely important and going back to at least minimum of a1987year participation.1988    Ms. King-Hinds. Thank you, Mr. Chairman. I yield back my1989time.1990    Mr. Van Orden. The gentlelady yields back.1991    The chair now recognizes Mr. Barrett from the great State1992of Michigan. Sir.1993    Mr. Barrett. Thank you, Mr. Chairman, and thank you for1994hosting this committee today and want to thank the panelists1995for your time.1996    I know Ms. Tillman. I think you, kind of, were explaining1997through your remarks it reminded me a little bit of the1998difference between outputs and outcomes. The DoD will say,1999well, we put this many people through this program. This many2000people went through the TAP program and did this many briefings2001and everything else, but we never ask, well, what is the2002outcome of that?2003    We know how many outputs were done, but the outcome is2004still uncertain from there. I think that has got to be a shift2005in focus of what we do is less about how many people we run2006through a program and more about what the outcome of that is2007and the deliverable for it for the purpose of the veterans that2008it is supposed to be benefiting. I appreciate your2009acknowledgement of that distinct difference.2010    Also, Mr. Lewis, thank you so much for being here from2011Michigan. Appreciate the partnership with Consumers and the2012work that you do employing veterans. I know first-hand men and2013women that I served with in the military who ultimately went2014and worked at Consumers.2015    I think a big part of what veterans are looking for,2016whether they consciously think about it or not, is they are2017looking for their next purpose in life.2018    They have a distinct purpose in the military. They know2019that. They can feel it. There is a mission behind what we do2020every single day.2021    Then as you leave service, I think you want to feel that2022same sense of purpose or at least a degree of that. You2023understand that military and civilian life are going to be2024different and they are not going to be entirely exact but2025having that sense of purpose is very important.2026    I am curious if you have had any lessons learned through2027the program that you are doing along the way that you have been2028doing it for over a decade now, I believe, of some of how you2029build that connection through that sense of purpose perhaps?2030    Mr. Lewis. Thank you for the question, Representative. I2031know I am repeating myself but being intentional about it, like2032you have got to get started and I have seen too many employers2033that just do not get started.2034    Pulling a group of veterans together we will figure it out2035for you. We have opinions and we will share them, so I think2036really being intentional about providing time, getting that2037group together, hearing their voices. They are going to tell2038you how to recruit veterans, where you need to look, where we2039are falling short of a benefits package, and with that we can2040make those changes.2041    Veterans bring to the workplace a myriad of skills. They2042are dependable. They work safe. They show up on time. They2043execute. They know how to work in a team. If you get us2044together in a room, we will create the outcomes that are2045necessary. Just give us space.2046    It is an easy investment for companies to make. Far too2047often we fall short because we are focused on the task at hand2048where we can solve our own problems by getting folks engaged2049into their own futures.2050    Mr. Barrett. Do you think that--and thank you for that. Do2051you think Consumers has recognized, look, there is a real2052purpose behind what your company does, right? It is life2053critical for, you know, home heating, for electricity, for, you2054know, all the various things that go into that?2055    Do you feel that that provides a natural fit for veterans2056to really have a very clear answer of the purpose behind the2057work that they are doing?2058    Mr. Lewis. Absolutely. There is a purpose in our work.2059There is a beginning and an end. There is always a mission as2060we start the day. We ride in the literal storms sometimes to2061throw up power lines. Veterans connect with that very well2062because they are used to that.2063    They are used to being in uncomfortable positions for long2064periods of time because there are people in need and I think2065they find a greater outcome, a greater opportunity, a greater2066mission when they do work like providing energy to their2067citizens.2068    Mr. Barrett. Sure. Thank you and the partnership you have2069with the facility in Potterville that you mentioned, I have2070toured that facility. I have seen it first-hand some of the2071work what they do.2072    When I was in the State legislature we got them approved2073for some of the tuition assistance programs that are available2074to our National Guard men and women there. Can you tell me a2075little bit about how that has worked from the Federal2076partnership that you describe with the Department of Labor?2077    Mr. Lewis. Yes. Shout out to Amber Fogarty. She is my2078previous co-chair at the veterans advisory panel. She was very2079intentional with working with the Department of Labor to get2080seven different apprenticeship programs recognized.2081    I did not know that was an option when I was coming out of2082the service. I did not think about skilled trades. The fact2083that you can now take your GI bill and apply it to those2084apprenticeship programs and start making significant incomes2085immediately after service it is just, again, being intentional.2086    I know the Department of Labor has a program to have2087apprenticeships recognized. She went through that. I mean, it2088is a task for businesses to get involved in but the talent will2089follow those apprenticeship programs. Again, be intentional2090about it.2091    Mr. Barrett. Thank you.2092    Last I will just say to each of you thank you again for2093being here. I think this really demonstrates that work has--2094there is a dignity that comes along with working and having2095that continued mission.2096    Thank you, Mr. Chair.2097    Mr. Van Orden. The gentleman yields back.2098    The chair now recognizes myself for 5 minutes. Again, hey,2099I am just going to cover this again. I am going to ask Ms.2100Craig, how much money do you guys get from the government?2101    Ms. Craig. Actually, Congressman, I am not sure.2102    Mr. Van Orden. Ms. O'Brien.2103    Ms. Craig. I do not believe any.2104    Ms. O'Brien. We have one solar energy grant from the2105Department of Energy.2106    Mr. Van Orden. How about from the VA? From the VA? Do you2107get any money from the VA?2108    Ms. O'Brien. Do we?2109    Mr. Van Orden. Yes.2110    Ms. O'Brien. No.2111    Mr. Van Orden. Okay. Ms. Carson.2112    Ms. Carson. The IVMF receives Federal grants from the Small2113Business Administration and Commerce.2114    Mr. Van Orden. Okay but not the VA?2115    Ms. Carson. Correct.2116    Mr. Van Orden. Correct.2117    Mr. Lewis.2118    Mr. Lewis. No dollars from the VA.2119    Mr. Van Orden. Zero.2120    Ms. Tillman.2121    Ms. Tillman. No dollars from the VA.2122    Mr. Van Orden. Okay. Once again, I am not going to tolerate2123anybody fear mongering with my veterans period. We had the DoD2124here. We had everybody here. We had the VA here. There has not2125been a single incident that I can find anywhere where there has2126been even the most miniscule degradation of our ability to2127provide services or education benefits, medical benefits to our2128veterans, so knock it off.2129    Write that down. If any of you hear about any of that you2130call me personally. We are not going to tolerate it.2131    I met Elon Musk's number one person for the VA, not2132somebody cleaning the toilets. The first words out of his mouth2133was we will never cut our veterans' benefits period. I said2134that is great that was your opener because mine was going to be2135if you try cutting our veterans benefits I will rip it--oh, I2136almost was a senior chief just right there, okay?2137    We are not going to do it. They are not doing it. We are2138not doing it. He is not doing it so knock it off period. Done2139with that. It is stupid.2140    Ms. Craig, 11 agencies are involved in the Transition2141Assistance Program, is that correct?2142    Ms. Craig. I am sorry, Chairman, you said 11?2143    Mr. Van Orden. You said, like, 11 agencies are involved in2144the TAP.2145    Ms. Craig. I believe the number of----2146    Mr. Van Orden. Or Ms. Carson? Who said that?2147    Ms. Craig. I think the number is greater than that. Ms.2148Carson. Ms. O'Brien and I both said that.2149    Mr. Van Orden. Okay, so how many people, like, how many2150people are out of these 11 agencies full-time equivalents. Do2151you have any idea?2152    Ms. Carson. I do not know the answer to that.2153    Mr. Van Orden. Okay. Well, it is more than 11, I am going2154to say. If we have more than 11 agencies involved in something2155and we have a 52 percent success rate that is a failure. What2156we could probably, you know, surmise from this is that more2157agencies does not necessarily mean more better, okay? That is2158how I listen to people talk.2159    What we need to do is make sure across the board soldiers,2160sailors, airmen, Marines, everybody has the ability to go to2161this TAP program and here is what is going to change.2162    Oh, sorry, Mr. Lewis. This is what you were trying to say2163here. You want to hire veterans because they know where to be,2164when to be there, what to wear, and they are not high, right?2165Those are big things.2166    Mr. Pappas is in the restaurant business. He knows what I2167am talking about. Okay? Nothing is changing here. Nothing until2168it is on here in a line item that a commissioned officer is2169held responsible.2170    Let me tell you what I am talking about. The difference2171between the retirement pay for an O-5, which would be a2172squadron commander, a SEAL team commander, like a wing2173commander, you know, I mean, like Colonel Johnson and they are2174really a lieutenant colonel. That is a phone colonel.2175    The difference between the pay for an O-5 and an O-62176retirement is $3,000 a month. Hopefully, they live, what, 402177years like we did, 30 years? That is $1 million. It is $12178million difference between an O-5 and an O-6 retirement.2179    If I go to these screwballs and I am, like, hey, dude, you2180do not have your people going to TAP it is going to cost you $12181million. You will have a 100 percent, 100 percent attendance2182rate, and that is my intention.2183    Again, an E-7 is making $27,000 annually. These guys are2184making $78,000 a month annually, O-5, O-6s are $96,000 a month2185retirement. If I tell you right now if anybody is paying2186attention here, all you people in charge of stuff, I am coming2187for you. I am gunning for you O-5s and O-6s and you are trying2188to blame it on a first sergeant or a master chief? Nope.2189    It is on you and we will charge you $1 million if you do2190not use these programs because you are statutorily obligated to2191do so. I do not have any questions.2192    You guys think I am joking. I am not. Okay? What do2193veterans bring to the workplace? Anger apparently, I do not2194know.2195    Listen, I want to thank you all for being here today for2196both panels. You are awesome. I really appreciate your work.2197    Ma'am, you are killing it. However, Oshkosh is not in my2198district, sorry. You got his right though.2199    If there is anything we can do collectively as a committee2200we will do it. I know that Mr. Pappas' intention. He is a good2201man. We are going to do what we can to help you regardless of2202your political party affiliation or what you do in the privacy2203of your home. We do not care.2204    We just want better for our veterans and I know you do, and2205I thank you very much. I think you are doing God's work.2206    I now recognize Mr. Pappas for any closing comments that he2207may have.2208    Mr. Pappas. No, just a brief thank you. I really appreciate2209the contributions of this panel. You are all working in your2210own capacities to help meet the needs of those who wear the2211uniform of this country and their spouses and family members.2212    We are really grateful for it. I think there is a lot that2213I learned today from you all and the programs that you run, the2214way that you open doors of opportunity to veterans.2215    As I said before, you know, transition assistance has been2216a work in progress over a lot of years. It can continue to get2217better, but only if we engage, learn these lessons and help2218promote smart policies. We are all in on that proposition.2219    Thanks very much.2220    I yield back.2221    Mr. Van Orden. The gentleman yields back.2222    I ask unanimous consent that all members have 5 legislative2223days to revise and extend their remarks and include extraneous2224materials. Without objection, so ordered.2225    This hearing is now adjourned.2226    [Whereupon, at 12:02 p.m., the subcommittee was adjourned.]22272228=======================================================================22292230                         A  P  P  E  N  D  I  X22312232=======================================================================22332234                    Prepared Statements of Witnesses22352236                              ----------22372238                    Prepared Statement of Alex Baird22392240    Chairman Van Orden, Ranking Member Pappas, and distinguished2241members of the Subcommittee, thank you for the opportunity to discuss2242the Transition Assistance Program (TAP) and the collaborative2243relationship between the Department of Defense (DoD), the Department of2244Veterans Affairs (VA), the Department of Labor (DOL), and our other2245Federal agency partners.2246    DoD and our partners are working closely to improve the2247effectiveness, quality, timeliness, and efficiency of the delivery of2248military-to-civilian transition support and services, while enhancing2249interoperability and efficiency in our joint operations. We advance2250these goals primarily through the Joint Executive Committee (JEC), a2251VA-DoD interagency collaborative body co-chaired by the VA Deputy2252Secretary and the DoD Under Secretary for Personnel and Readiness, and2253the JEC's subordinate Transition Executive Committee (TEC). As a result2254of the JEC and TEC, we moved past the historically bifurcated view that2255DoD's role ends when the Service member separates from military2256service, to embrace a new appreciation of overlapping interests and2257dependent responsibilities across the Service member and Veteran2258journey.22592260Joint Framework for Transition Success22612262    The JEC is responsible for oversight and implementation of the2263Military to Civilian Readiness (M2C Ready) framework, which brings all2264interagency programs under one overarching umbrella, ensuring that2265transitioning Service members receive the necessary interconnected2266resources and support throughout the critical 365-days pre-to 365-days2267post-separation. The TEC, co-chaired by DoD, VA, and DOL, includes the2268Departments of Education and Homeland Security, the Small Business2269Administration, the Office of Personnel Management, and the Military2270Departments. The TEC is supported by tiered interagency collaborative2271groups that include a senior transition steering group, an overarching2272transition working group, a DoD/Military Departments transition2273coordinating council, and six standing focus area working groups2274(Employment, Performance Management, Curriculum, Integrated Reserve2275Components, Data Sharing/Information Technology, and Strategic2276Communications). and. In November 2024, the TEC established a2277subordinate interagency Mental Health Task Force to identify TEC inter-2278agency and intra-agency mental health touchpoints, resources, and2279tools; and assess information or data sharing connectivity and/or gaps2280across the full transition continuum. The desired outcome is2281synchronization closing the gap between clinical and non-clinical2282mental health support and services.2283    The JEC and TEC partnerships are best-in-class examples of2284effective Federal interagency collaboration and service delivery,2285providing leadership synergy and subject matter expertise that2286prioritizes our joint strategic goals, identifies challenges, and2287guides solutions to ensure continuous, meaningful improvement in TAP.2288The JEC and TEC support DoD's mission by ensuring readiness of our2289force; this includes preparing Services members and their families for2290transition. Over the last 7 years, DoD and our interagency partners2291have hosted numerous Military to Civilian Transition Summits that2292yielded two key outcomes: (1) we aligned disparate DoD and interagency2293transition activities into one overarching transition framework, and2294(2) we designated the year before and year after separation as the2295``critical transition period.'' These summits led to the development of2296the Military to Civilian Readiness (M2C Ready) Framework.2297    Under the auspices of the JEC and TEC, the Departments began2298implementation of a more interconnected and efficient transition2299process that aligns military-to-civilian transition activities along a2300continuum during the critical 365 days before separation and extending2301through the critical 365 days after separation. This 365-pre and 365-2302post transition time provides for comprehensive, standardized, and2303individualized assessments across DoD, VA, and the military services;2304and reinforces development of an individualized transition plan2305according to a Service member's unique circumstances.2306    As the new administration sets its priorities, there is a renewed2307commitment to working with our joint partners to establish new, bold,2308and transformative initiatives in transition support. The focus will be2309on creating a seamless continuum of care and assistance, leveraging2310data-driven insights, and strengthening partnerships to address2311emerging challenges. This collaborative vision will ensure that Service2312members, veterans, and their families receive holistic and adaptive2313support as they transition into civilian life. Through the JEC's2314stewardship of M2C Ready, and the TEC's collaborative forums, these2315priorities will drive forward-looking policies that enhance the long-2316term success of the transitioning military community.23172318Military to Civilian Readiness (M2C Ready) Framework23192320    M2C Ready is an overarching framework that aligns all the various2321activities during transition to provide transitioning Service members2322with an understanding of, and easy access to, all the benefits,2323services, and resources they are entitled to. Further, M2C Ready2324provides interagency support to facilitate a holistic and successful2325transition, and it guides policymakers toward areas of the process that2326need additional attention without creating duplicative programs or2327activities. The M2C Ready framework assists in identifying gaps in the2328transition process and facilitating agency efforts aimed at advancing2329the health, benefits, and support of Service members, Veterans, and2330their families.23312332Transition Assistance Program (TAP)23332334    DoD is committed to supporting our Warfighters and their families2335as they complete their active military service and navigate the2336transition from military to civilian life. TAP is the foundation of2337that support, setting the conditions for successful transition by2338providing approximately 200,000 Service members each year with a common2339level of support--regardless of location, Service, or component--at2340over 200 locations around the globe. TAP is proactive in championing2341and implementing change; is markedly different and exponentially more2342effective than the program of 10, 5, or even 3 years ago; and provides2343Service members more comprehensive transition preparation, information,2344support, and services than at any time during our Nation's history.2345    TAP is first and foremost a Military Departments' Secretary and2346Commander program executed while Service members are on active duty.2347TAP is a statutorily mandated program that Service members are required2348to attend upon meeting eligibility requirements. To be eligible, and2349thereby required to attend TAP, Service members must have completed 1802350days or more of continuous active duty in Title 10 active-duty status,2351to include Reserve Component members on active-duty orders. In the case2352of an anticipated retirement, pre-separation counseling must commence2353as soon as possible during the 24-month period preceding the2354anticipated retirement date. In the case of a separation other than a2355retirement, pre-separation counseling must commence not later than 3652356days before the anticipated date. If a retirement or other separation2357is unanticipated with less than 365 before the anticipated retirement2358or separation date, or in the event a member of a reserve component is2359demobilized or deactivated when, as determined by the Secretary2360concerned, operational requirements make the 365-day requirement2361unfeasible, pre-separation counseling must begin as soon as possible2362within the remaining period of service.2363    The Secretaries and Commanders are committed to supporting TAP as2364both a Service member support program and a strategic readiness2365program. DoD supports the Secretaries and Commanders by leading2366collaborative interagency development and delivery of TAP. This design2367ensures fully informed prioritization and preservation of national2368defense strategic, operational, and tactical priorities governing2369active duty Service member requirements balanced with effective and2370timely TAP delivery supporting individual transition goals. The results2371directly support and enhance readiness, transition, recruiting,2372retention, reserve component affiliation, and sustainment of the All-2373Volunteer Force.2374    The John S. McCain National Defense Authorization Act for Fiscal2375Year 2019 transformed TAP from a one-size fits all program to an2376individualized approach providing comprehensive, holistic, timely2377transition support focused on the Service member's needs and transition2378goals. Groups or cohorts transition on common timelines, but military-2379to-civilian transition is an individual activity. The unique personal2380circumstances, experiences, needs, and post-transition goals of each2381Service member determine whether that Service member requires2382employment, education, entrepreneurial, financial, housing, healthcare,2383or peer-to-peer support during their transition.2384    Today, TAP is agile and dynamic, and ensures both flexibility and2385relevance supporting Service member achievement of individual2386transition goals. Tailoring of the transition process to individual2387needs and goals provides flexibility. Service members receive2388information and resources that best support their individualized2389preparation for transition. Relevance, predicated on preparation for2390civilian life, ensures Service members' buy-in and active2391participation. Flexibility, relevance, and individualization ensure TAP2392works and empowers transitioning Service members to become successful2393veterans who attain their goals and reach their potential in their2394chosen civilian career paths, and in so doing, strengthens their local2395communities and the Nation.2396    Today's TAP is an individualized, robust program with alternate2397pathways and multiple levels of assistance. At each step of the2398process, Service members have access to trained counselors who guide2399the Service member and tailor the program, allowing Service members to2400be in control of their transition and use programs, resources, and2401information that fit their specific needs and align with their post-2402transition goals.24032404TAP Initial Counseling24052406    For Service members with an anticipated retirement or separation,2407the TAP journey begins with an Initial Counseling (IC) session2408initiated no later than 365 days prior to their separation or2409retirement. DoD strongly encourages Service members with an anticipated2410retirement to initiate IC as soon as possible during the 24 months2411preceding retirement. Service members with an unanticipated separation2412or retirement initiate IC as soon as possible within their remaining2413period of service.2414    In 2022, the Military Departments developed Corrective Action Plans2415(CAP) to improve IC timeliness. The CAPs have already produced marked2416improvement with 65 percent of Service members meeting IC timeliness2417requirements in 2023, including 52 percent of those with anticipated2418separations or retirements beginning TAP no later than 365 days prior2419to separation or retirement. The CAPs include updates to internal2420Service administrative regulations and changes to the Inspector General2421checklist to provide for stricter grading criteria on timeliness. CAPs2422also include marketing to Service members to ensure understanding,2423training for commanders and senior leaders on the requirement as well2424as the benefits of attending TAP early, and additional training for TAP2425counselors. The full impact of implementing the CAP changes will not be2426manifested in the data until 2026 at the earliest.2427    During the individualized counseling session with a trained TAP2428counselor, the Service member completes an Individual Self-Assessment2429and begins development of an Individual Transition Plan (ITP). Based on2430the self-assessment, counseling, and ITP, the TAP counselor assigns the2431Service member to a transition tier level. The assigned tier level--one2432(minimal assistance), two (medium assistance), or three (most2433assistance)--determines the transition assistance a Service member2434needs. Each individual Service member's tier assignment details which2435TAP components, courses, 2-day tracks, and Career Readiness Standards2436are mandatory.24372438TAP Pre-Separation Brief24392440    Once the IC and assessment are complete, the Service member attends2441the Pre-Separation Brief (Pre-Sep). Pre-Sep informs the Service member2442of various services, benefits, and resources available during and after2443transition. The Pre-Sep also familiarizes the Service member with2444available resources and content within the TAP courses. Pre-Sep2445provides the Service member with the knowledge and flexibility to2446determine when to use services based on their individual needs and2447transition timeline. October 2024 updates to Pre-Sep included addition2448of information on the U.S. Department of Agriculture Food and Nutrition2449Service programs and an interactive pdf resource guide.24502451TAP Courses and Tracks24522453    During TAP, Service members complete five core courses: Managing2454Your Transition, Military Occupational Code Crosswalk, Financial2455Planning for Transition, VA Benefits and Services, and DOL Employment2456Fundamentals for Career Transition. In 2024, the VA Benefits and2457Services course incorporated participation by Veteran Service2458Organizations identified by the VA.2459    Along with the core curriculum, TAP includes four 2-day workshops2460(tracks) to provide focused information and resources aligned with2461individual post-transition goals. The four tracks are Employment,2462Managing Your (MY) Education, Vocational (Career and Credential2463Exploration), and Entrepreneurship (Boots to Business). During initial2464counseling and regardless of their designated tier, Service members2465must elect a track based on individual post-transition goals and are2466encouraged to attend the track-specific course.2467    Only Service members designated as Tier Level 3 are required to2468attend the elected track. In 2022, the Military Departments developed2469Corrective Action Plans (CAP) to increase Tier 3 track attendance. The2470CAPs have already produced marked improvement with 83 percent (29.8K of247135.9K) of Tier 3 Service members attending a track in 2023. The CAPs2472include training for TAP counselors; reports for commanders identifying2473Service members who had attended and those who need to attend a track;2474and inclusion of track attendance in Inspector General checklists. The2475full impact of implementing the CAP changes will not be manifested in2476the data until 2026 at the earliest.2477    Military Departments may exempt Service members designated as Tier2478Level 2 from track attendance based on the results of their IC and2479self-assessment. Service members determined as Tier Level 1 are exempt2480from track attendance. In 2023 over fifty thousand Tier 1 and Tier 22481Service members attended a track (50.1K of 135K). Regardless of tier2482designation, DoD encourages every Service member to attend any or all2483the tracks in preparation for transition.24842485TAP Capstone24862487    Conducted no later than 90 days before transition from active duty,2488Capstone is the final component of TAP. During Capstone, the Commander,2489or Commander's designee, reviews the Service member's transition2490journey to determine completion of all applicable components and2491individual preparedness for transition. Service members identified as2492needing additional support require a warm handover by the Commander or2493designee. These warm handovers may include connection to Military2494OneSource for peer support, VA for housing assistance, or DOL for2495employment assistance. A warm handover creates a connection between the2496Service member and the appropriate partner or agency with the resources2497to assist in transition and beyond. Service members may also request a2498warm handover from the TAP counselor if they have a concern with their2499preparedness for transition beyond any identified by the TAP Counselor2500or Commander.25012502TAP Assessment25032504    DoD uses the Transition Assistance Participant Assessment (TAPA) to2505capture Service member experiences and knowledge gained throughout the2506TAP process. TAPA, along with assessments from both governmental and2507non-governmental entities, allows DoD to evaluate TAP, the perception2508of TAP, and the quality of the counseling and instruction provided. The2509TAPA also captures basic demographics, such as Service, component,2510grade, length of service, location, and sex. Participation in the TAPA2511is voluntary and anonymous. However, DoD encourages Service members to2512complete the TAPA after each TAP course to ensure continuous program2513improvement. 2023 TAPA results demonstrate that Service members2514perceived TAP as valuable and of high quality. 89 percent understand2515how to access post-transition resources; 87 percent plan to use what2516they've learned; and 86 percent feel prepared to meet their transition2517goals.2518    The TAPA also provides Service members the opportunity to self-2519identify barriers to TAP, with a 3-year average of only 1 percent of2520respondents perceiving a barrier (e.g., not allowed time away from work2521duties to attend TAP). While many operational, administrative, and2522individual factors contribute to this small percentage, DoD, Service2523Secretaries, and Commanders are focused on mitigating, reducing, and2524eliminating barriers.25252526Future TAP Enterprise Individual Self-Assessment25272528    In 2024, DoD completed a year-long pilot at 17 military2529installations of an Enterprise Individual Self-Assessment (EISA) to2530replace the current Individual Self-Assessment. EISA is a standardized,2531evidence-based self-assessment tool that will assist in determining the2532likelihood the Service member will face major readjustment, health2533care, employment, or other transition-related challenges across nine2534life domains: social & relational, resiliency, hope, financial,2535employment, housing, sense of belonging, mental health resource2536awareness, and physical health resource awareness. The Military2537Departments will administer EISA twice, during IC at the beginning and2538during Capstone at the end of TAP, to inform and improve counseling,2539risk mitigation, support connections, and warm handover protocols. DoD2540contracted development of a modernized transition and reintegration2541information technology capability that will support EISA worldwide2542implementation in 2026.25432544Transition Support25452546SkillBridge25472548    The highly popular SkillBridge program permits interested Service2549members to gain valuable civilian employment skills by providing job2550training, including apprenticeship programs, with defense industrial2551base employers as well as Federal, State, local, and private sector2552employers. In return, these businesses have access to the world's most2553highly trained and motivated workforce and can evaluate participants'2554suitability for future employment within their company. The program is2555voluntary, with the scope and individual participation defined by2556Service operational needs, force structure policy, and Service member2557interest.2558    In 2023, DoD realigned SkillBridge within the Office of the2559Assistant Secretary of Defense for Manpower and Reserve Affairs to2560improve program stability, governance, evaluation, and management.2561Those efforts include enhanced information systems, data collection,2562and data analysis. The DoD is conducting employer and stakeholder2563outreach engagements to ensure that the next evolution of SkillBridge2564is fully informed by DoD, Military Departments, Service member, and2565industry partner assessments and requirements.25662567Financial Readiness25682569    DoD's financial readiness program provides mandatory financial2570literacy training to members at specific milestones across the military2571lifecycle, including transition, following the best practices outlined2572by the congressionally established Financial Literacy Education2573Commission. DoD programs provide trusted, factual, objective, and2574unbiased education and counseling support to members and spouses free2575of conflict-of-interest, delivered in a nonjudgmental manner, allowing2576individuals to make informed financial decisions to meet their goals2577and navigate potential financial challenges.25782579Eligibility for Military OneSource After Separation25802581    Military OneSource's 24/7 call center, website, and mobile app with2582access to over 100+ support services for transitioning Service members2583and their dependents, are available for 365 days after separation.2584Military OneSource is a familiar and trusted resource for Service2585members and their families. The top three services requested by2586transitioning Service members and their families are non-medical2587counseling (relationship and readjustment counseling), tax services,2588and hometown information and referral services.25892590InTransition25912592    DoD's InTransition Program assists Service members who have used2593behavioral health care services while on active duty in finding new2594providers and maintaining continuity of care across transitions--2595including when relocating to another assignment, returning from2596deployment, transitioning from active duty to the reserve,2597transitioning from the reserve to active duty, or preparing to leave2598military service. This assistance takes the shape of worldwide,2599specialized, telephonic transition coaching to facilitate the2600connection to a new provider, such as VA, community, or other2601providers.26022603Benefits Delivery at Discharge26042605    DoD and VA encourage Service members to apply for VA Disability2606compensation benefits prior to separation and therefore coordinate2607closely in the execution of the Benefits Delivery at Discharge (BDD)2608program. BDD allows Service members who are separating and applying for2609VA disability to file their claim as early as 180 days prior to2610separation. DoD and VA are leveraging electronic pre-separation service2611treatment records as a foundation for considering Service members'2612applications for BDD. This eliminates burdensome requirements for2613Service members to obtain and transmit records to VA, reduces time-2614consuming administration at military medical treatment facilities, and2615speeds the application process.26162617Common Separation Health Assessment26182619    Improved collaboration across agencies and within DoD has led to a2620single, common Separation Health Assessment. This unified assessment2621supports both the VA disability compensation process and the required2622DoD health assessment at separation. By adopting a shared form for use2623by both VA and DoD, the need for Service members to complete multiple2624assessments is reduced. This change enhances the overall separation2625experience and boosts efficiency. The creation of a single Separation2626Health Assessment emerged from the JEC. Its purpose is to ensure2627continuity in both mental and physical healthcare during transition,2628increase awareness of the health effects of military service, and2629support Service members' eligibility for VA disability compensation,2630benefits, and services.26312632Enhanced Statement of Benefits26332634    After separation, a Service member is provided with a list of all2635the benefits, services, and health care to which they may be entitled,2636though that list is not tailored to each individual Service member.2637Under the direction of the JEC, DoD and VA are developing an online,2638authoritative, and individualized Enhanced Statement of Benefits, which2639will be hosted on VA.gov. This tailored, searchable listing of eligible2640DoD, VA, and DOL post-separation benefits will make it easier and2641faster for Veterans to identify eligibility; search for benefits,2642services, and health care; and apply for benefits.26432644VA Solid Start26452646    As a result of DoD, VA, and DOL's collaboration on M2C Ready, the2647VA's Solid Start program was launched in 2021. Solid Start contacts2648Veterans at three critical points during the first year of transition2649at the 90-, 180-, and 360-day mark in order to achieve early and2650consistent contact and support the transition to civilian life--from2651help getting a home loan, to health care, to returning to work to2652mental health support. Additionally, DoD data provided to Solid Start2653assists VA counselors in prioritizing outreach to Veterans.26542655DOL Employment Navigator and Partnership Program (ENPP)26562657    In response to feedback from Veterans who stated that, while their2658TAP classroom experience was educational, they desired a more2659personalized approach, DOL developed, piloted, and implemented the2660ENPP. DOL Employment Navigators provide one-on-one, tailored career2661guidance and job seeking skills support to transitioning Service2662members and their spouses, as well as referrals to vetted partner2663organizations. ENPP is currently available at 40 military installations2664worldwide and is expanding.26652666States: An Integral Partner in Transition26672668    State Department of Veterans Affairs (SDVA) offices play a critical2669role in transition as they have been tasked to specifically manage2670Veterans' affairs on behalf of their Governor and carry out the2671responsibility for Veteran services and programs in their respective2672states or territories. Additionally, SDVA's welcome Veterans and2673connect them to Federal and State benefits, support, high-quality care,2674and recognition they have earned. TAP curriculum includes introductory2675information and links to SDVAs for 54 states and territories and the2676District of Columbia.2677    Recognizing the importance of data, in both outreach and connecting2678Veterans to services and resources, DoD updated our data-sharing2679Memoranda of Understanding with SDVAs. In addition to sharing DD Form2680214: Certificate of Release or Discharge from Active Duty data with2681SDVAs, Service members can also share contact information from the DoD2682Form 2648: PreSeparation Counseling Checklist with SDVAs up to a year2683prior to separation, providing SDVAs the ability to proactively engage2684with and support Service members' transition experience.26852686Conclusion26872688    As illustrated in our recent Report to Congress and highlighted in2689this statement, the Military Departments achieved significant2690improvements in IC timeliness and Tier 3 track attendance.2691Additionally, the number of Service members reporting a perceived2692barrier to TAP remains low, demonstrating Commanders' commitment,2693prioritization, and support of TAP and their transitioning Service2694members. DoD will work with the Military Departments to ensure2695continuous improvement across TAP and are confident that improvements2696evidenced in 2023 will continue and further validate the positive steps2697the Military Departments put into place.2698    Thank you again for the opportunity to discuss the Transition2699Assistance Program. Military to civilian transition is an ever-2700evolving, complex, and multi-faceted environment in which the diversity2701of individual goals equals the number of transitioning Service members.2702TAP is and must remain adaptive while vigilantly maintaining2703programmatic focus on three foundational and complimentary tenets:2704effective counseling, Service member buy-in, and meaningful support2705connections throughout the transition period. Correspondingly, TAP will2706sustain emphasis on an individualized approach that best meets each2707Service member's post-transition goals. To that end, TAP will remain2708innovative, proactive, transparent, and collaborative. DoD, working2709closely with the Service members, Military Departments, interagency2710partners, and Congress, will continuously improve transition services2711while building upon current successes to achieve ever-improving2712outcomes for Service members through TAP.2713    In closing, Mr. Chairman, I thank you, the Ranking Member, and the2714members of this Subcommittee for your outstanding and unwavering2715support of the men and women who proudly wear the uniform in defense of2716our great Nation.27172718                    Prepared Statement of John Green27192720    Chairman Van Orden, Ranking Member Pappas, and distinguished2721Members of the Subcommittee, I appreciate the opportunity to appear2722before you today to discuss how we can strengthen the Transition2723Assistance Program (TAP). Accompanying me today is Ms. Regina Yount,2724Assistant Director, Outreach, Transition, and Economic Development,2725Veterans Benefits Administration (VBA). I appreciate your continued2726support of the Nation's Veterans, their families, caregivers, and2727survivors. Within the Department of Veterans Affairs (VA), our focus2728will always remain on keeping Veterans and their families at the center2729of everything we do.2730    The military to civilian transition period can present many2731challenges for Service members, including increased risk for suicide,2732homelessness, posttraumatic stress disorder (PTSD), and substance use2733disorders, to name just a few. Connecting Veterans to the benefits and2734services they have earned and deserve serves as protective factors,2735guarding against threats to their overall mental, physical, and2736financial well-being. VA recognizes that transition starts well before2737a Service member leaves the military and continues for months or even2738years, as they seek stability at home, at work, and in their community.2739    Established in 1991, TAP is an interagency effort, led by the2740Department of Defense (DoD) and designed to help more than 200,0002741transitioning Service members annually. Together, with interagency2742partners such as the Department of Labor (DoL), Small Business2743Administration, Office of Personnel Management, Department of2744Education, and Department of Homeland Security, TAP helps equip2745transitioning Service members with the tools they need to succeed in2746civilian life, including needed access to benefits and services. In2747partnership with these agencies, VA takes a comprehensive approach,2748ensuring the implementation of a tailored program that evolves with the2749changing needs of transitioning Service members. The connections VA2750makes during the TAP course are building blocks for the relationship we2751aspire to have with Veterans for a lifetime, as their needs evolve and2752change.2753    During classroom instruction, VA leads a 1-day Benefits and2754Services Course that helps Service members understand how to navigate2755resources available within VA, as well as how to access the benefits2756and services they have earned through their military service. Spouses2757and caregivers are also invited to participate in the course, as VA2758recognizes and values them. During Fiscal Year (FY) 2024, Benefits2759Advisors assisted over 206,000 transitioning Service members by2760delivering 6,039 Benefits and Services Courses (5,767 in-person and 2722761instructor led virtual) to over 153,000 transitioning Service members,2762Veterans, their families, and caregivers. Additionally, 52,8982763individuals completed the eLearning online VA Benefits and Services2764course through the VA Transition Online Learning at tapevents.mil.2765During the same period, the VA Benefits and Services Course had a2766satisfaction rate of 96.3 percent for in-person instruction and 93.62767percent for virtual classes.2768    As the needs of transitioning Service members evolve, so must the2769delivery of our transition services. To that end, VA has made the2770following updates to the 1-day Benefits and Services Course.2771    VA understands the integral role Veterans Service Organizations2772(VSO) have in assisting transitioning Service members. Knowing the2773importance of fostering supportive relationships, in January 2024, VA2774began inviting accredited VSO representatives (working on or near2775military installations) to directly connect with attendees during the2776VA Benefits and Services Course. The goal of these interactions is to2777increase benefit utilization through information sharing and by2778creating lasting connections with VSOs. Since the start of this2779initiative, VSOs have connected with over 53,000 transitioning Service2780members through the VA Benefits and Services Course. Surveyed course2781participants have an overall satisfaction rate of 95.7 percent for2782these VSO interactions.2783    TAP also goes beyond classroom instruction. VA Benefits Advisors2784provide one-on-one sessions for transitioning Service members and their2785families that are based on each individual's specific or unique needs.2786In Fiscal Year 2024, VA conducted more than 54,000 one-on-one sessions.2787    The most prevalent topics during one-on-one appointments with2788Benefits Advisors have been education benefits, disability2789compensation, and health care questions. The percentages of each topic2790are the following:27912792      42 percent (over 22,800) on claims and application2793support;27942795      42 percent (over 22,700) on education and training2796program benefits; and27972798      34.5 percent (over 16,000) on health care benefits and2799support services.28002801    To increase direct connections for transitioning Service members,2802VA modernized the sign-up process for one-on-one appointments. As of2803October 2024, Benefits Advisors are using Quick Response (QR) Codes to2804enable Service members to connect directly with them via e-mail to ask2805questions or to request a one-on-one session. Based on this2806enhancement, VA has seen an increase in the number of one--on-one2807appointments made, from 33 percent in quarter one of Fiscal Year 20242808to 40 percent in quarter one of Fiscal Year 2025.2809    VA continues to enhance access to critical information outside of2810the Benefits and Services Course. Military Life Cycles are 45-to 60-2811minute information sessions that can be accessed anytime throughout a2812Service member's career or after separation. Transitioning Service2813members and their spouses, who may need to refer to the information2814provided during the TAP week, can access information at their leisure.2815    In 2024, VA added a session for Service members discharged for2816Other Than Honorable conditions. Along with this new course, during the2817same period, 21,282 Service members, Veterans, and their spouses2818utilized Military Life Cycles that covered the following:28192820      Reserve Component Dual Payments;28212822      Social and Emotional Health Resources;28232824      Survivor and Casualty Assistance Resources;28252826      VA Benefits 101;28272828      VA Education Benefits;28292830      VA Home Loan Guaranty Program;28312832      VA Life Insurance Benefits;28332834      Vet Centers;28352836      Community Integration Resources;28372838      VA Education and Training Benefits for Spouses and2839Dependents;28402841      Mental Health for Families; and28422843      Disability Compensation.28442845    VA understands that major life transitions, including separation2846from the military, can lead to an increased risk of suicide. To address2847the increased risk, the Transition Executive Council has created a VA-2848DoD-DoL Task Force. Established in December 2024, the Task Force has2849been charged with the following:28502851        (1) Identifying and refining the mental health touchpoints2852        along the transition continuum.28532854        (2) Evaluating the effectiveness of the mental health2855        touchpoints connection through referral and warm handover2856        processes to resources and tools for mental health services2857        during the critical 365 days pre-separation to 365-days post-2858        separation.28592860        (3) Establishing a standardized referral process between VA and2861        DoD, which may leverage programs including inTransition,\1\2862        Military OneSource,\2\ and Solid Start, among others.2863---------------------------------------------------------------------------2864    \1\ https://www.health.mil/Military-Health-Topics/Centers-of-2865Excellence/Psychological-Health-Center-of-Excellence/inTransition2866    \2\ https://www.militaryonesource.mil/28672868    Further, VBA has been diligently working on updating communication2869to Veterans, to include trauma-sensitive written correspondence and2870forms. VA made several updates to letters including those addressed to2871Veterans who have experienced military sexual trauma. VBA is continuing2872to update its letter inventory to ensure a customer-centric approach.2873    VA's support of transitioning Service members does not end with2874separation. VA continues our support during the critical first year2875following release from active duty through the VA Solid Start Program.2876    VA research shows that during the first-year of transition,2877Veterans face increased challenges with homelessness, family2878reintegration, employment, PTSD, and substance abuse, all of which can2879increase the risk for suicide. The VA launched the Solid Start Program2880on December 2, 2019, to make early, consistent, and caring contact with2881newly separated Service members. On October 17, 2022, Solid Start was2882signed into law (P.L. 117-205), permanently authorizing VA to continue2883the program with DoD coordination.2884    In Solid Start, VA calls all eligible, recently separated Service2885members, regardless of their character of discharge, at three key2886stages (90-, 180-, and 365-days after separation) during their first2887year after separation from active duty. Using data provided by DoD,2888Solid Start provides priority contact to individuals meeting certain2889mental health risk factors, supporting continuity of care, and lowering2890any barriers to accessing mental health care treatment and support2891through VA. These representatives receive specialized training to2892recognize the signs of crisis and, when needed, can provide a warm2893transfer to the Veterans and Military Crisis Line for additional2894support. Since the launch of Solid Start through January 2025, VA has2895reached 57 Veterans who were actively in crisis at the time of the call2896and successfully connected them to the crisis line for support.2897    Solid Start representatives address challenges recently separated2898Service members may be facing by connecting the individual with the2899appropriate benefits or resources for assistance. Solid Start calls are2900not scripted, and they do not have any talk time limitations.2901Representatives ask open-ended questions that seek to establish the2902individual's status and potential needs. Follow-up materials or2903connected resources are also driven by these individualized calls and2904are unique to the Veteran's needs. By establishing a personal, one-on-2905one relationship with VA in the first critical year post-separation2906from active duty, Solid Start aims to increase the likelihood that2907transitioning Service members will stay connected to VA and utilize VA2908benefits and services, including mental health resources when needed.2909Since the launch of the program, Veterans who successfully connected2910with Solid Start have shown increased benefit utilization compared to2911those with whom Solid Start was unable to successfully connect.2912    Since its launch, through January 2025, Solid Start has2913successfully connected with 556,702 recently separated Service members,2914representing a 74.3 percent successful connection rate. In addition to2915improving successful connection rates year over year, VA analyzes2916benefit utilization rates for Solid Start-eligible, recently separated2917Servicemembers. For those who had successful connections, benefit2918utilization of compensation, education, health care, home loan, Veteran2919Readiness and Employment, and Personalized Career Planning and Guidance2920(PCPG) are higher than for those who did not successfully connect with2921a VASS representative.2922    To continue improving connections between active duty and Solid2923Start, TAP will be launching one-on-one data sharing with Solid Start2924using the Visitor Engagement Reporting Application (VERA) by April29252025. During one-on-one engagements with Benefits Advisors,2926transitioning Service members will be able to share information with2927Solid Start regarding VA benefits they are interested in or plan to2928enroll in or apply for. The goal is to provide Solid Start2929representatives with enhanced individualized information that enables2930VA to get to know the transitioning Service member and their interests2931before they separate.2932    Part of ensuring transitioning Service members, Veterans, and their2933families are cared for and experience a smooth transition into civilian2934life involves providing them with access to tools needed to address2935their overall economic well-being and enable their success as valuable2936community members and leaders. While multiple programs within VA2937provide pathways to financial well-being such as Education and Veteran2938Readiness and Employment services, two additional programs that help in2939this area are highlighted below.2940    The PCPG program is a critical VA benefit that provides career2941counseling, assessment, education planning, and guidance resources.2942This service is customized to each Veteran's needs, supporting them in2943achieving their personal, career, and education goals. PCPG, also known2944as Chapter 36 services, fulfills 38 U.S.C. Sec.  3697A requirements by2945providing these services to transitioning Service members, Veterans,2946and qualified dependents, who are within 6 months of leaving the2947military, to Veterans who have left the military within the past 122948months, or at any time to individuals who are eligible to use a VA2949education benefit. PCPG career and education counseling services2950include resume support, education and employment planning, detailed2951skills assessment, a personalized action plan to achieve education and2952career goals, adjustment counseling to successfully transition to2953civilian employment, and a direct connection to VA benefits and2954services. In Fiscal Year 2024, PCPG processed 14,931 applications2955requesting services.2956    The Veteran and Spouse Transitional Grant Program (VSTAGP) is a new29575-year grant program which was established to provide sustainable2958employment transition assistance services to former members of the2959Armed Forces who are separated, retired, or discharged from the Armed2960Forces and to their spouses. Transition services include resume2961assistance, interview training, job recruitment training,2962apprenticeships, employment training and education, and employment2963referrals, including placement and related services that may contribute2964to a successful transition into civilian life. Fiscal Year 2025 is the2965first year of performance for VSTAGP, which has 13 geographically2966dispersed recipients providing services to former Service members and2967spouses. As of January 2025, all grantees are signing up applicants and2968providing services, and, while VA expects our first performance data2969metrics from grantees to be available in April 2025, we already have2970some good news stories to share.2971    For example, a Veteran believed he was ineligible for VA services.2972After experiencing homelessness alongside his wife and two children, he2973felt hopeless, struggling to face his family under the weight of their2974circumstances. Fortunately, he learned about VSTAGP and connected with2975the Jewish Vocational Service (JVS) Southern California. Through their2976employment services, he not only regained confidence but also secured a2977stable job as a non-emergency ambulance driver, earning $24.22 per2978hour. Additionally, JVS was able to leverage other Veteran support2979programs to help the family secure permanent housing, providing them2980with the fresh start they so desperately needed. This story and many2981others like it exemplify the lifelong connection to VA that we are2982seeking to build so they know to come to us during the downturns in2983life.2984    VA also recognizes that the full transition to civilian life does2985not have a set end date and differs from individual to individual. VA2986ensures a Veteran, spouse, family member, or survivor can connect with2987VA at any time in their life journey by building positive lasting2988relationships with them before and after leaving active service.2989    Through a robust outreach program, VA provides a variety of2990benefits and services that can help reduce risk factors associated with2991suicide and promote protective factors for some Veterans. Outreach is2992conducted in local and regional areas by VA regional office personnel2993through in-person or virtual events. During these events, VA2994representatives address VA's benefits and services such as disability2995compensation, pension, and education/GI Bill benefits while also2996connecting them to healthcare resources. During Fiscal Year 2024, VBA2997conducted 62,661 hours of outreach across 18,526 events. Out of these2998events, 1,003 were held at military installations, demonstrating VA's2999continued dedication to providing access across the transition3000continuum.3001    In addition to the VA-led efforts for outreach, VA supports DoL's3002Off-Base Transition Training (OBTT) Program. VA facilitates virtual,3003bi-weekly 45-minute VA benefits overview sessions providing active-duty3004Service members, Veterans, spouses, survivors, and their families with3005the information they need to access their earned benefits. Each session3006includes time for questions to be answered and participants receive a3007resource list to connect them with more information on the benefits and3008topics that were discussed during the session. Since launching the3009collaborative effort in June 2024, VA has facilitated 16 VA benefits3010overview sessions. VA and DoL will continue to collaborate and improve3011the OBTT program.3012    VA transition support has undergone major enhancements since the3013inception of TAP in 1991. Ongoing program modifications ensure VA's3014support continues to meet the changing needs of all transitioning3015Service members. VA is committed to ensuring that the partnership3016between VA and DoD is aligned, enduring and strong, with a shared focus3017on putting the needs of Service members, Veterans, and their families3018first. We seek continuous improvements, recognizing the driving factors3019are the major life events impacting Veterans and their families today.30203021Conclusion30223023    VA shares Congress' goal of ensuring Service members and their3024families are supported as they transition from military to civilian3025life and will remain dedicated to strengthening our transition3026initiatives. Chairman Van Orden, Ranking Member Pappas, this concludes3027my testimony. I am happy to respond to any questions you or the3028Subcommittee members may have.30293030                 Prepared Statement of Margarita Devlin30313032[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]30333034                    Prepared Statement of Joy Craig30353036    Chairman Van Orden, Ranking Member Pappas, and members of the3037subcommittee, on behalf of the men and women of the Veterans of Foreign3038Wars of the United States (VFW) and its Auxiliary, thank you for the3039opportunity to provide our remarks on this important topic.30403041Background30423043    The all-volunteer force is continually evolving as service members3044complete their terms of service and transition to civilian life.3045Pentagon data shows that approximately 80 percent of enlisted personnel3046separate from the military before reaching retirement eligibility. This3047reflects the military's structured approach to force management, which3048depends on a steady pipeline of new recruits to sustain operational3049readiness and force structure. This ongoing cycle, coupled with the3050fact that nearly 200,000 service members exit the force each year,3051underscores the importance of ensuring the Department of Defense (DOD)3052delivers robust and effective military-to-civilian transition programs.3053    Recognizing the importance of a strong transition, DOD has taken3054steps to support service members as they reintegrate into civilian3055life. Just as military training instills discipline, skills, and3056resilience, an effective transition process empowers veterans to apply3057those strengths in new careers, communities, and personal endeavors. A3058well-prepared service member leaving the military can become a3059thriving, productive member of society who brings leadership,3060adaptability, and experience into the civilian workforce.3061    The critical nature of military-to-civilian transition cannot be3062understated. It is a major life event that, if navigated well, can lead3063to the reintegration of productive members of society. But new veterans3064who are not fully prepared for the challenges ahead can just as easily3065falter and struggle to become stable. However, transitioning out of3066service presents unique challenges. Leaving the military is often3067complicated by injuries or illnesses, shifts in identity and support3068networks, and the need for education or training to embark on a new3069career. For those unprepared for these changes, the transition can be3070disorienting, leading to struggles with employment, well-being, and3071overall security. Tragically, veterans face an increased risk of3072suicide during their first year after leaving service, underscoring the3073urgent need for focused support during this time.3074    To ensure the long-term success of veterans, comprehensive and3075well-structured transition programs must be a top priority. While the3076military invests months and sometimes years indoctrinating civilians3077into military service, transitioning service members (TSMs) often3078receive only a few days of formal preparation for reintegration.3079Strengthening transition resources, ensuring early access to support,3080and fostering a culture that prioritizes a successful post-service life3081are all essential to maintaining the health and stability of those who3082have served.3083    While DOD's primary mission is national security, supporting3084successful transitions is an extension of that mission. The military3085builds warriors, but it must also ensure that those warriors are3086prepared to succeed beyond their time in uniform. By fully embracing3087transition as a critical component of military service, DOD can3088solidify its commitment to those who have served by helping them not3089only to leave the military, but to thrive in the next chapter of their3090lives.30913092DOD's Legal Obligations30933094    Title 10 of the United States Code (U.S.C.) Sec. 1142 requires DOD3095to provide individual pre--separation counseling to all service members3096preparing to leave active duty. Additionally, the National Defense3097Authorization Act (NDAA) for Fiscal Year 2019 (Sec. 552) places the3098responsibility for delivering the Transition Assistance Program (TAP)3099squarely with DOD. The law mandates that all eligible service members3100begin transition support services on time, which should be no later3101than 365 days before their expected separation.3102    Although TAP is a core part of the transition process, Title 103103U.S.C. Sec. 1142 also mandates that DOD connect TSMs with external3104support systems in the communities where they will reside. This3105includes not only employment assistance but also local health care3106options, housing resources, peer support networks, and mental health3107services. The Fiscal Year 2020 NDAA requires collaboration between DOD3108and the Department of Veterans Affairs (VA) to ensure the most at-risk3109service members receive a ``warm handoff''--a process in which TSMs are3110directly referred to VA services and connected to veteran-specific3111community programs upon discharge.3112    Despite these mandates, there is a persistent belief within DOD3113that any gaps in transition services will be addressed by VA after a3114service member has left the military. This assumption that ``VA will3115take care of them on the other side'' can lead to critical gaps in3116support at a time when service members need it most.3117    Additionally, junior enlisted service members face significant3118challenges post service. Research from The Veterans Metrics Initiative3119(TVMI) at The Pennsylvania State University shows that this group3120experiences disproportionately high rates of underemployment, financial3121instability, substance abuse, housing and food insecurity, and even3122suicide.3123    Alarmingly, only 65 percent of veterans feel fully transitioned 33124years after separation, and 61 percent remain underemployed even six-3125and-a-half years later. TVMI researchers also found that within the3126first 3 months after leaving the military, veterans struggled most with3127employment and financial stability. However, the challenges do not end3128there. Up to 78 months after separation, veterans continue to3129experience difficulties with social connections, and mental and3130physical health.31313132The Current State of TAP31333134    The benefits of attending TAP courses, both tangible and3135intangible, are difficult to measure, but ensuring service members3136attend TAP fully and on time is critical to their post-service success.3137On January 17, 2025, DOD submitted a report to Congress detailing TAP3138participation in 2023. While the report showed progress in attendance3139rates from previous years, still just more than half attended on time.3140    According to DOD's report, nearly 177,000 service members attended3141TAP in 2023. Of these, 65 percent began pre-separation counseling at3142least 365 days before separation or retirement, as required by law.3143However, 35 percent still failed to meet this requirement, leaving them3144with less time to prepare for civilian life.3145    Among those service members with planned separations, only 523146percent met the requirement to begin counseling at least 1 year before3147leaving the service. In contrast, 100 percent of service members with3148unplanned separations began counseling as soon as possible after3149receiving their separation orders. This contrast underscores an3150important opportunity for improvement. When required by operational3151needs, DOD effectively ensures that service members attend TAP, as seen3152with those undergoing unplanned separations. For those with planned3153separations--who make up the majority of TSMs--attendance has improved3154but remains inconsistent. While the increase in compliance is3155encouraging, further progress is needed to ensure all service members3156receive the full benefits of early transition preparation.3157    Under current law--Title 10 U.S.C. Sec.  1144(c)(2)(A)-(B)--service3158secretaries have the authority to waive the mandatory TAP instruction3159of Two-Day Tracks if a service member is deemed unlikely to face3160significant challenges in readjustment, health care, or employment.3161Additionally, waivers may be granted for those with specialized skills3162who are essential to supporting a unit's imminent deployment due to3163unavoidable circumstances. However, in practice, waivers are often3164issued for reasons beyond these intended exceptions, frequently tied to3165mission requirements or administrative convenience rather than a3166service member's actual transition needs.3167    In October 2023, DOD testified before Congress that commanding3168officers frequently waive TAP attendance due to mission requirements,3169involuntary separations, or even personal choice. At the same hearing,3170the Government Accountability Office testified that 53 percent of all3171TAP waiver requests were approved, with 22 percent of Tier-III service3172members (those identified as being at the highest risk for transition3173challenges) not attending the mandatory 2-day course at all.3174    DOD's own January 2025 report further highlights the widespread use3175of waivers by commanders, showing that 55 percent (74,000 TSMs) who3176were eligible for exemptions in 2023 did not attend the 2-day course.3177Of the Tier III TSM's who were required to attend the full TAP3178curriculum, 17 percent (33,000 service members) did not attend an3179employment, education, or entrepreneurship track. Tier III personnel3180who miss out on TAP lack the individualized support necessary for a3181smooth transition and leave the military without being properly3182connected to VA resources. If commanders can prioritize getting every3183service member to weapons qualification or other mandatory training,3184they must also recognize that preparing them for civilian life and3185educating them about their earned benefits is just as mission critical.31863187VFW Survey Data31883189    The VFW conducts a post-transition survey with service members who3190participated in VA's Benefits Delivery at Discharge (BDD) program,3191gathering firsthand insights into their experiences with TAP. The3192feedback reveals common challenges faced by TSMs and highlights areas3193where DOD can improve TAP to better prepare future veterans.3194    For many, transitioning from military to civilian life is an3195overwhelming process. A separating Air Force E-5 described it as3196``dealing with a bunch of important life decisions'' without enough3197guidance. An Army E-6 from Fort Riley, Kansas, said the unit did not3198give enough time to complete a smooth transition. Many reported feeling3199rushed through TAP, with one participant describing it as a ``firehose3200of information'' with no time to act on what was being taught. Because3201most service members must still perform their regular duties while3202attending TAP, they often struggle to focus fully on their transition.3203Several suggested that TAP should incorporate dedicated time to begin3204working on transition tasks rather than just presenting information.3205    When facing transition out of the military, TSMs share that their3206primary concerns are finding employment and living with the impacts of3207their service-connected disabilities. They worry about the loss of3208their sense of purpose and mission, as well as the camaraderie and3209dependable network they have come to know. They are concerned about3210paying their living expenses, finding and affording health care, and3211housing and food security. It is unwise to assume every service member3212has a job waiting or a ready support network.3213    For National Guard and Reserve members, TAP presents additional3214frustrations. An Air Force O-5 noted that ``we need more support for3215guardsmen. We're the most complicated group of all, and I don't think3216there's enough support for our unique circumstances.'' Additionally,3217several TSMs emphasized that the core 3-day TAP course is too short,3218recommending either an extension or a second round of participation. A3219Navy O-5 in Washington, DC, remarked, ``One should attend TAP twice or3220at least have access to review materials more than once. It's too much3221information to absorb in 1 week, and some of it becomes more relevant3222later in the transition process.'' Others suggested the need for ``pre-3223TAP'' at the 18-year service mark to allow for earlier preparation.3224    Many TSMs also reported significant barriers caused by their parent3225commands. A retiring Army E-7 admitted that the workload made it3226difficult to focus on transition, saying, ``the 82d keeps on trucking3227along, regardless of folks moving on.'' A sailor from Quantico,3228Virginia, noted being constantly pulled from TAP classes to assist with3229unit operations, making it difficult to focus. Another service member's3230TAP experience was rushed due to not being released from deployment in3231time to complete the program properly. The common theme was clear--3232units prioritize operational readiness over transition, leaving many3233service members scrambling. The lack of personalization within TAP was3234another frequent concern. Multiple respondents suggested that TAP3235should be tailored to separation type, such as retirement, medical3236discharge, or end of service contract, so that service members receive3237information relevant only to their situation. A soldier from Fort3238Bragg, North Carolina, explained, ``TAP could be improved if each3239cohort was broken up by separation type so that only relevant info is3240provided.'' A Navy E-7 echoed this, saying the program ``lacks the3241bandwidth to individualize for non-standard retirees.'' Others3242expressed frustration over limited TAP availability, with a sailor from3243Naval Support Activity Annapolis, Maryland, struggling to register3244because the first open session was not available for 3 months.3245    Many also highlighted the need for greater spouse and family3246involvement. An Army O-5 retiring from Fort Belvoir, Virginia, said,3247``They need to encourage family attendance. It wasn't clear when and3248where to include them.'' A Navy E-6 agreed, saying, ``Spouses should be3249encouraged to attend. It's a wealth of information, and as a team, more3250can be retained.'' These insights suggest that better outreach and3251flexibility are needed to integrate families into the transition3252process. Despite these challenges, some found elements of TAP3253effective. A soldier retiring from Fort Cavazos, Texas, praised the3254executive TAP course for being ``time-effective and relevant to the3255audience.'' However, others found TAP ``surprisingly stressful'' with3256one participant stating, ``We reviewed each section of the book, which3257I can do on my own. TAP lacked details that would actually benefit my3258transition.''3259    These survey responses underscore the need for DOD to improve TAP3260by allowing more time for participation, ensuring units prioritize3261transition, tailoring courses to different separation types, expanding3262access for Guard and Reserve members, and integrating spouses into the3263process. By addressing these gaps, TAP can become a more effective3264bridge to civilian life, helping future veterans to be better prepared3265for success beyond military service.32663267Gaps in TAP32683269    While DOD has made significant strides in supporting service3270members' transitions, there are still areas for improvement,3271particularly for junior enlisted personnel and those at high risk. As3272stated earlier, despite legal requirements many service members do not3273attend TAP classes on time and commanders can waive attendance for3274mission requirements or operational needs. As a result, junior enlisted3275personnel, who often benefit the most from early transition3276preparation, may not receive the same level of access as their senior3277counterparts.3278    VFW staff have observed disparities in TAP participation. According3279to VFW's accredited BDD representatives, senior enlisted personnel and3280officers attend TAP at significantly higher rates than junior enlisted3281service members. For example, during one particular week at Fort Bragg,3282out of 28 disability and compensation claims submitted by VFW's BDD3283representative, only six came from junior enlisted service members,3284even though they constitute a much larger share of those leaving the3285military. This suggests that many junior enlisted personnel are not3286receiving the same level of guidance and time to file for their3287benefits as their senior counterparts. Addressing this gap would help3288ensure that all service members, regardless of rank, receive the full3289range of support needed for a smooth and successful transition. TAP has3290proven to be effective for senior enlisted personnel and officers, who3291often have greater stability, education, and resources. However, junior3292enlisted service members--who are statistically more vulnerable to3293challenges such as underemployment, homelessness, and mental health3294struggles--may require additional outreach and command encouragement to3295fully engage in the program. By strengthening engagement efforts for3296this population, DOD can enhance TAP's impact and better equip all3297service members for life after service.3298    Additionally, while TAP offers specialized tracks tailored to3299different career paths, not all service members receive sufficient3300counseling to help them select the most suitable option. Those3301uncertain about a post-military path may benefit from more in-depth3302guidance to explore available opportunities effectively and make3303informed decisions about the future.3304    Another opportunity for improvement lies in structured post-3305separation follow up. While TAP focuses heavily on pre-separation3306preparation, many veterans struggle in the critical first six to twelve3307months after leaving the military. Expanding follow-up support during3308this critical period could further enhance the success of TSMs long3309term.3310    Finally, continued efforts to foster a culture that fully supports3311transition preparation will be key. While TAP is a valuable program,3312some service members, particularly those leaving involuntarily, may3313feel disengaged due to lingering cultural stigma or varying levels of3314command emphasis on transition planning. By reinforcing the importance3315of TAP across all ranks and ensuring that every service member is3316encouraged to participate fully, DOD can further strengthen its3317commitment to set up TSMs for long-term success.33183319Successes of VA's TAP 6.033203321    With the establishment of TAP 6.0 in January 2024, VA has taken a3322proactive approach by ensuring TSMs receive direct, in-person counsel3323on navigating the VA benefits system. TAP 6.0 includes accredited3324representatives who provide crucial guidance on the complex process of3325filing a VA disability and compensation claim through the BDD process.3326These accredited representatives assist TSMs in filing claims,3327expediting disability ratings, and ensuring continuity of essential3328care including mental health services. This access has significantly3329increased the number of TSMs receiving benefits upon discharge.3330Codifying it into law would secure its long-term impact at no3331additional cost.3332    Since the implementation of TAP 6.0, the VFW has had no difficulty3333accessing military installations to support its portion of the VA TAP3334day. Although VFW representatives are typically allocated only 153335minutes during the Veterans Service Organization (VSO) briefing, they3336prefer to be scheduled at the end of the day to maximize their3337opportunity to engage with TSMs. After the briefing, they often remain3338available to answer questions, schedule appointments, and discuss3339various aspects of VA disability and compensation claims, including3340time requirements, necessary documentation, and evidentiary criteria.3341Representatives distribute their business cards and encourage TSMs to3342contact them for follow-up appointments. When accredited3343representatives write their contact information on the classroom3344whiteboard, nearly every TSM takes a photo for future reference. It is3345important to note that VFW representatives do not file claims or3346request TSMs to sign any forms during TAP courses.3347    During the first year since TAP 6.0 became effective, the VFW3348briefed 13,000 more TSM's than the year prior, a 54 percent increase in3349contact. This effort resulted in a 25 percent increase in establishing3350service connection for VA benefits for service members seeking claims3351assistance. The VFW's accredited representatives alone briefed nearly335224,000 TSMs in 2023, and in 2024 they briefed 37,000 TSMs, achieving a335326 percent increase in awards.3354    The VFW urges Congress to pass the TAP Promotion Act to codify this3355practice and ensure that all TSMs have access to this essential3356benefits assistance before leaving the military.33573358Community Connections33593360    As TSMs step away from the structured environment of the military,3361they are faced with a multitude of new and often complex challenges.3362Connections to local resources are essential for service members'3363successful transitions, as they can significantly impact outcomes3364including those related to military sexual trauma. However, VFW survey3365data indicates that one third of respondents were either unaware of3366these resources or reported not being connected to them. While DOD3367prioritizes warm handoffs for those identified as most in need of3368transition assistance, expanding these connections to all TSMs, as3369outlined in the law, would help ensure that every TSM has access to the3370support they need to thrive in civilian life.3371    To address this, the VFW urges Congress to ensure that all service3372members are consistently connected to reliable community resources,3373especially those specialized transition organizations receiving Federal3374grants. The National Resource Directory is a resource for vetted3375organizations that could be designated to support these connections.3376Additionally, VA's partnership with Onward Ops provides trained3377volunteer sponsors to guide approximately 25,000 service members each3378year during their first year of civilian reintegration.3379    While no national transition services exist in every city, many3380organizations specialize in specific industries or locations. For3381example, TSMs seeking education can be connected with Student Veterans3382of America chapters. Those interested in technology jobs in Texas can3383connect with VetsinTech, and those pursuing finance in New York City3384with can connect with FourBlock. Specialized organizations like The3385Honor Foundation serve members from U.S. Special Operations Forces.3386These resources cannot be fully effective if they are underutilized or3387not well-known to those who need them.33883389Successful Suicide Prevention Efforts - VA's Veteran Sponsorship3390    Initiative33913392    Building on DOD's responsibility to connect TSMs with community3393resources, VA's Veteran Sponsorship Initiative (VSI) takes a targeted3394approach to supporting those at the highest risk for suicide, ensuring3395they receive personalized, life-saving assistance during transition.3396VSI plays a critical role in linking TSMs at risk to essential3397services, including VA medical care, mental health and wellness3398support, housing assistance, financial aid, vocational training, and3399peer mentorship. A key feature of the program is the DOD STARRS3400Practical Risk Calculator for Suicidal Behavior, a predictive analytics3401tool designed to identify service members at the highest risk for3402suicide. This questionnaire, which has been administered to 18,0003403active duty TSMs, has demonstrated remarkable accuracy by identifying340493 percent of potential suicide attempts among the top 30 percent of3405at-risk individuals. Those flagged as high risk receive rapid access to3406VA health care and peer-certified sponsors through Onward Ops, an3407organization that provides structured, veteran-led sponsorship to3408ensure a smoother and more supported transition. Results from VSI show3409a reduction in suicide attempts after military discharge. By3410integrating data--driven risk assessment with personalized support, VSI3411and Onward Ops are ensuring that vulnerable TSMs receive the critical3412assistance they need. To enhance suicide prevention, the VFW urges DOD3413to expand VSI and mandate universal participation by all TSMs in the3414STARRS Practical Risk Calculator for Suicidal Behavior risk assessment.34153416Impact on DOD's Force Readiness34173418    Proper transition support for TSMs is vital to sustaining the long-3419term strength and readiness of the force. Ensuring that service members3420successfully transition to civilian life not only helps maintain their3421well-being but also fosters a culture of support and commitment in the3422military. When transitions are well managed, service members are more3423likely to remain advocates for military service, whether by rejoining3424in the future, supporting the military in civilian roles, or3425encouraging their families and communities to consider service.3426    Data from the Pew Research Center shows that perceptions of3427military service are evolving, with younger generations expressing more3428concerns about challenges post service. These concerns influence3429recruitment efforts, especially among families who have traditionally3430been strong supporters of military careers. If potential recruits3431perceive gaps in the military's transition support, they may hesitate3432to enlist because of uncertainty about long-term benefits, career3433options, or challenges after leaving service.34343435VFW's Recommendations for Improving DOD's Transition Services34363437    To enhance DOD accountability and support TSMs, the VFW recommends3438that Congress pass legislation to create an Under Secretary of Defense3439for Transition (USD-T) within DOD. This office would oversee and3440coordinate all transition programs, ensuring comprehensive and3441standardized support for service members as they prepare for life after3442military service. The USD-T would enforce compliance with TAP3443requirements, hold commanders accountable for participation, and3444address cultural stigmas around transition assistance, reinforcing that3445it is a key part of career development. The office would also implement3446targeted interventions for service members at high risk for post-3447transition challenges such as suicide, substance use disorders, and3448mental health issues.3449    The VFW urges Congress to pass the TAP Promotion Act that would3450strengthen transition support across all branches of service. To ensure3451service members receive the support to which they are entitled, we3452recommend that Congress mandate TAP compliance and timeliness by3453requiring DOD to create an accountability system. Commanders should be3454incentivized to prioritize transition services by establishing3455performance metrics and reporting requirements that evaluate their3456support for transition preparation. Waivers for TAP attendance should3457be granted only in exceptional circumstances, under strict criteria,3458rather than for administrative convenience. A cultural shift within the3459military is needed to ensure that transition preparation is viewed as3460equally mission critical as other mandatory training.3461    To expand and strengthen transition programs, the VFW recommends3462enhancing collaboration with transition service organizations,3463especially those receiving Federal grants, and increasing integration3464with programs like Veteran Sponsorship Initiative and Onward Ops.3465Additionally, the VFW calls for DOD to expand the use of the STARRS3466Practical Risk Calculator for Suicidal Behavior throughout the3467Department, ensuring all TSMs are screened.3468    Finally, the VFW recommends integrating transition support early3469and at all levels of a service member's career. Transition education3470should be expanded beyond TAP and introduced at multiple points,3471including a ``Pre-TAP'' program around the 18-year service mark for3472those approaching retirement. TAP itself should also be tailored to3473different transition paths, ensuring more relevant guidance for each3474service member's unique situation. Moreover, increasing family and3475spouse involvement in TAP sessions and improving scheduling flexibility3476will ensure a smoother transition for the entire family.3477    The VFW urges Congress and DOD to take decisive action in3478establishing the USD-T and implementing these critical reforms. By3479embedding transition preparation into military culture, enforcing3480accountability for TAP participation, and expanding access to3481specialized transition resources, DOD can better equip service members3482for life after service. Recognizing transition as a core mission within3483DOD will not only improve veterans' well-being but also enhance3484recruitment, retention, and the overall quality of life for all who3485have served. This approach will ultimately make it easier for every3486service member to transition successfully.3487    Chairman Van Orden and Ranking Member Pappas, this concludes my3488testimony. I am prepared to answer any questions you or the3489subcommittee members may have.34903491Information Required by Rule XI2(g)(4) of the House of Representatives34923493Pursuant to Rule XI2(g)(4) of the House of Representatives, the VFW has3494not received any Federal grants in Fiscal Year 2025, nor has it3495received any Federal grants in the two previous Fiscal Years.34963497The VFW has not received payments or contracts from any foreign3498governments in the current year or preceding two calendar years.34993500                Prepared Statement of Elizabeth O'Brien35013502[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]35033504                  Prepared Statement of Barbara Carson35053506Introduction: Our Work and Policy Priorities35073508    Mr. Chairman, Ranking Member, and distinguished Members of the3509Committee, thank you for the opportunity to provide testimony today3510about transition and the Transition Assistance Program (TAP) on behalf3511of the D'Aniello Institute for Veterans and Military Families' (IVMF)3512at Syracuse University.35133514About the IVMF35153516    The IVMF was founded in 2011, as higher-education's first3517interdisciplinary academic institute singularly focused on advancing3518economic, social, and wellness outcomes on behalf of the Nation's3519military, veterans, and their families. In support of that mission, the3520IVMF team designs and delivers class-leading programs and supportive3521services to the military-connected community, positioning them for a3522successful transition from military to civilian life. Each year, more3523than 20,000 service members, veterans, and family members engage IVMF3524programs and services, which are provided at largely no cost to3525participants. Our offerings span a variety of categories, from3526entrepreneurship and career training to connecting individuals with3527local resources in their communities. The IVMF's programs are3528underpinned by the Institute's sustained and robust data collection,3529applied research on the most pressing issues impacting veteran well-3530being, and evaluation services for public and private partners who also3531serve the military-connected population.3532    Accordingly, the IVMF's policy priorities are directly informed by3533insights from our programmatic, research, and evaluation efforts, as3534well as from engagements with the IVMF's many external partners3535including from the public sector, higher education, national and3536community nonprofits, philanthropy, and the private sector. We remain3537committed to contributing to the effort to knit together the patchwork3538of government and non-government support greatly needed to support3539successful transition.35403541Key Message35423543    We commend the Committee's continued dedication and progress to the3544improvement of TAP and the broader transition process, including the3545attention to measurement and oversight. While important strides have3546been made, more must be done to ensure veterans and their families are3547equipped to thrive in their post-service lives.3548    Below, we offer for consideration:35493550      Relevant insights from the available evidence about the3551transition experience and associated outcomes, as well as the limits of3552what TAP alone can achieve.35533554          Key takeaway: Successful transition is essential to3555        individual and family well-being and our national security.35563557          Key takeaway: Transition can be difficult, but3558        preparation and support beyond TAP are associated with better3559        outcomes.35603561      Recommendations for changes that would optimize TAP given3562its role in the overall transition process, based on areas where TAP3563currently provides value and where it falls short in its design,3564implementation, and results.35653566          Key takeaway: TAP remains an important part of the3567        transition process and therefore requires greater3568        accountability through compliance, standards, and evaluation.35693570          Key takeaway: TAP should be part of a broader3571        connected system of support that includes high quality public,3572        nonprofit, and private sector programs that align with3573        transitioning service member needs.35743575State of Current Evidence35763577Defining the Problem35783579    Every year, an estimated 200,000 service members transition out of3580the military. When we include military spouses, National Guard members,3581and reservists, the number of individuals navigating this transition3582each year is even higher. Many face challenges during the critical3583first 3 years outside the service, and data shows that more than half3584of veterans find the transition to civilian life difficult. Researchers3585from the Department of Veterans Affairs (VA) have even referred to the3586first year after separation as ``the deadly gap'' for transitioning3587veterans due to an even more elevated risk for death by suicide. The3588ability to establish meaningful employment and financial stability are3589critical to a service member's successful transition from active duty3590to civilian life, and can help avoid enormous economic, social, and3591personal costs.3592    These costs have broader implications for our national security.3593There is evidence to suggest hesitancy to recommend or pursue military3594service for the younger generation, which in turn influences our3595ability to recruit and sustain a robust All-Volunteer Force. In the3596most recent annual Military Family Lifestyle Survey (MFLS) report, a3597collaboration with Blue Star Families, we found that while seven in ten3598respondents say military service has added value to their family's3599life, only one-third would recommend military service to a young family3600member.3601    Additionally, recent data published by Ipsos with Call of Duty3602Endowment and Mission Roll Call indicated that 55 percent of adults are3603unlikely to recommend military careers to teens, and that 80 percent of3604teens are uninterested in military service as a viable career path--3605despite positive perceptions of veterans overall. The study also found3606that roughly half of adult respondents believed challenges in military3607recruitment pose a significant risk to national security.36083609Transition and the Programmatic Landscape36103611    Data shows that most veterans are seeking employment after service,3612even those also interested in school or starting a business. Further,3613about 62 percent of veterans are underemployed after 6.5 years. Yet,3614per a recent report from RAND, 95 percent of Federal spending on3615military-to-civilian transition programs focus on general education3616services despite those services being utilized by just 41 percent of3617participants.3618    More broadly, per U.S. Government Accountability Office (GAO)3619classifications, there are 45 Federal programs overseen by 11 Federal3620agencies that help veterans transition--now 46 with the addition of the3621new Veteran and Spouse Transitional Assistance Grant Program--which3622RAND estimated collectively represent over $13 billion of expenditures3623per year.3624    Critically, RAND found it difficult to compile dependable budget3625information about these programs, and that almost none have been3626rigorously or independently evaluated, including 27 programs that serve3627few individuals and for which almost no budget or performance data3628exists.3629    RAND's assessment made clear that the current state of Federal3630programming includes overlaps across the existing programs, but also3631noted that gaps remain, particularly with employment assistance.3632Nonprofits have created programs that fill these and other gaps that3633TAP and the Federal Government may not be best suited to address. For3634example, 8 years ago the IVMF launched the Onward to Opportunity (O2O)3635program. O2O provides career exploration and employability skills3636training, along with access to industry-recognized certifications to3637over 10,000 transitioning service members, veterans, and spouses every3638year at no cost. The program operates on 19 military communities,3639reaching over 70 installations across the country and provides virtual3640training to participants in all 50 states.3641    Importantly, O2O is the only program that has undergone a rigorous3642third-party evaluation to prove its efficacy at helping transitioning3643service members--especially those leaving the military from junior3644enlisted ranks--secure better salaries. While a second report from RAND3645noted challenges nonprofits face with measurement of their employment3646services, some are already tracking spending and performance to a fair3647extent. This data suggests there are currently organizations that3648deliver evidence-based programs more efficiently than the government.3649    Relatedly, the Ipsos study found there were high levels of support3650for enhancing certain services for former service members.3651Specifically, despite generally believing veterans are employed in jobs3652appropriate for their experience and education, respondents still3653overwhelmingly backed the expansion of programs focused on job3654placement.36553656Transition Experience for Individuals in Context36573658    Our programmatic support and advocacy for those who have served3659acknowledge that there are differing needs among transitioning service3660members. We also recognize that the timeline to military transition can3661vary from one individual to another. Specifically, and in reference to3662an earlier section of this testimony, we know that even in the best of3663circumstances, the military transition process can be difficult. Cross-3664sectional annual data from the MFLS demonstrate that year after year,3665roughly half of veteran respondents described their transition3666experience as ``difficult'' or ``very difficult.'' This finding is3667dismaying. Yet, further data supports that ``preparedness'' lessens the3668challenges associated with military transition.3669    There are multiple ways to foster preparation for military3670transition. First is through giving transitioning service members more3671time for this change. For example, 61 percent of veterans agreed with3672the statement ``I needed time to figure out what to do with my life3673during my transition.'' Additionally, while many veterans do not get a3674lot of lead time before separation, preliminary data also show that 823675percent of veterans who prepared for transition three or more years3676before separating felt ``prepared.'' Among those veterans who said they3677were not able to prepare for transition, only 21 percent felt prepared.3678    Another aspect of having enough time for military transition is3679recognizing that the transition process can extend beyond the specific3680moment of military separation. Additional evidence from The Veteran3681Metrics Initiative (TVMI), a national longitudinal study of post-9/113682veterans managed by the Clearinghouse for Military Family Readiness at3683Pennsylvania State University, found prevalent utilization of3684transition support programs and services from approximately a year3685prior to separation through 3 years after separation. Furthermore, even3686at 5 years post-service, only 81 percent of veterans say they felt3687fully transitioned, demonstrating that military transition can be a3688lengthy and uneven process for many service members and veterans.3689    As outlined above, there is compelling evidence to validate that3690transitioning out of the military presents challenges and is more than3691a moment in time, which requires us to think more broadly about3692military transition. We know that veterans and their families have3693varying needs before, during, and after the point of transition. They3694also require different levels of support to meet these needs and3695struggle to navigate to the right programs at the right time.3696Preliminary evidence shows that being prepared for military transition3697can pave the way for a smooth transition but at the same time, we must3698acknowledge the Department of Defense (DoD) priority of warfighting.3699This dichotomy highlights an inherent tension between prioritizing3700mission readiness and focusing on preparation for post-service life.37013702TAP Challenges and Opportunities37033704Compliance and Evaluation37053706    TAP has significantly changed over the years and will continue to3707require adjustment to meet the needs of different generations of3708veterans in years to come. This necessary evolution means what is and3709is not working will also shift over time. This fact, coupled with TAP3710being the transition intervention available to the broadest swath of3711transitioning service members, reinforces how vital it is to monitor3712compliance and formally evaluate it for effectiveness.3713    While improving compliance has been a stated focus of DoD and a3714priority of this committee, data suggests that many service members3715still fail to begin TAP as early as required by law, and that a subset3716fail to attend the required portion at all. We know this varies by3717service branch and installation, and acknowledge the challenges faced3718at smaller or more remote locations. However, GAO reports have3719consistently recommended that DoD identify and address reasons for non-3720participation, including reducing the reliance on waivers.3721    In addition to making ongoing monitoring and reporting of key3722measures at the installation level more robust, other options should be3723explored to better support and hold commanders accountable for3724achieving compliance. Options should preserve flexibility to ensure3725transition can be prioritized in parallel with mission readiness, but3726also be paired with more consequences for noncompliance, such as3727integrating TAP participation into performance evaluations.3728    To date, potentially because of past periods where veteran3729unemployment rates were quite high, the bar for a successful transition3730was accordingly set quite low: employed vs. not employed and3731unemployment compensation spending. We should aspire to more than this3732bare minimum. Walking out of the service, veterans should be able to3733get jobs that reflect and respect their service and training, without3734assuming those jobs should be the same as the ones they did in the3735military. That is not to say that the first job out of the service will3736or needs to be the perfect long-term fit; it is to say that it's3737unacceptable to have to take huge leaps backward or start over, and3738it's certainly unacceptable to be underemployed after 6 years.3739    However, TAP is one of the few transition programs to have3740undergone more formal evaluation. Results have generally been mixed,3741though there appear to be some important long-term benefits, such as3742higher labor force participation. One study found that Department of3743Labor (DOL) employment workshop participants comparatively found jobs3744more quickly and remained employed longer--but, they had significantly3745lower wages. Wages were higher if participants also attended sessions3746on VA benefits and completed the workshops earlier, reinforcing ways3747TAP might be structured to help with preparation.3748    Overall, it is time to build on existing evaluations and3749standardize metrics for TAP, using measures validated by existing3750evidence. As programs outside the government continue to adopt these3751measures, this approach will increase oversight, comparability, and3752ultimately help us improve the overall system of transition supports.37533754Value of TAP and Transition Programs37553756    It is important to consider the role TAP plays during the3757transition process. There is data to indicate the circumstances under3758which it may offer the most value, as well as how it can be augmented3759to offer further value.3760    One way TAP has value for preparedness is through provision of3761necessary resources. MFLS data shows that veteran respondents tend to3762turn to multiple sources (e.g., word of mouth, TAP, engagement with3763veteran-and military-serving organizations) to gather information about3764military transition. And among those veterans who used these needed3765resources during military separation, 41 percent indicated that the3766resources were shared with them at TAP. However, despite the broad3767availability of transition resources, data from TVMI also showed that3768of the 19 percent who did not feel fully transitioned, many were not3769using services, specifically citing lack of awareness of what was3770available and confusion about their eligibility.3771    TVMI findings also show that during the first 3 months after3772transition, 66 percent of veterans use at least one program aside from3773TAP and 33 percent of veterans use multiple programs and services.3774These additional programs include both public and private offerings,3775and veterans who utilized more programs experienced better outcomes.3776    Empowering family members, such as spouses, to be part of the3777process of military transition through TAP can also create more3778capacity to tackle the transition process. Unpublished data from the37792024 MFLS showed that among veteran spouses who have experienced3780military transition, 32 percent are already engaging with resources3781through TAP and found it helpful.3782    At the same time, 17 percent of veteran spouses said they used TAP3783but found it unhelpful, and 51 percent said that they did not engage3784with TAP during their family's military transition. Anecdotally,3785spouses of veterans and separating service members have cited numerous3786reasons for not engaging with TAP, including scheduling difficulties,3787lack of understanding about what TAP is, and/or little to no knowledge3788that their attendance is encouraged.3789    Additionally, among those spouses who had been through this3790process, 36 percent indicated that they found the varying sets of3791transition resources they used through information given to them at3792TAP. So, while families deploy many informal networks (such as friends,3793coworkers, neighbors, etc.) in their transition information-seeking3794process, formal channels such as TAP remain important and relevant,3795particularly for those who may not necessarily have a robust informal3796network of supports.3797    To provide tailored and more useful support, Congress might explore3798options to work with MSOs and VSOs to develop a separate or targeted3799transition program for spouses and family members. A program3800specifically for this population--not a duplication of TAP--would3801improve awareness of and connection to resources, both at the point of3802separation and beyond. Congress might also consider legislative3803solutions that make it easier for military spouses to navigate to TAP3804and other resources, as they are often the ones managing household3805finances and their children's education goals. In general, providing3806opportunities for spouses may distribute responsibility and resources3807across the family unit in ways that help with preparation.3808    Taken together, these insights underscore that TAP can be an3809essential component for both veterans and their families, but they also3810demonstrate the clear need for additional and complementary supports.38113812Connections Outside DoD38133814    Given the importance of connecting transitioning service members3815and their families to public and private offerings alongside TAP and3816after separation, we need to make warm handoffs easier between DoD, VA,3817and DOL, as well as between the Federal Government to states, counties3818and communities--the places where individuals in fact transition into3819civilian life.3820    These linkages can be integral to crisis prevention. When they are3821unaware of a veteran's presence, government and community services3822cannot effectively address needs in a timely manner. We encourage3823Congress to come to an agreement on recent legislative proposals that3824would support data sharing and enrollment in benefits and services at3825the VA, DOL, State, and local levels for those that choose to do so3826once they officially separate from the military. To do this efficiently3827and effectively, we need to decrease barriers for the individual to3828move between the DoD and new systems of care. Doing so has the added3829benefit of empowering better oversight and evaluation long-term.38303831Conclusion38323833    In light of the available evidence, our collective approach to3834transition requires us to consider interventions further upstream and3835downstream, moving beyond TAP and government alone. We must also3836implement more oversight to set veterans and their families up for3837success during what we know is a critical time.3838    Finally, setting measurement standards and evaluating TAP and other3839Federal programs against these standards will help us restructure and3840enact holistic, systemwide reforms that put resources to their first3841best use. This system should also include stronger connective tissue3842between agencies and with the nonprofit sector, including ways to3843empower allocation of resources to effective, evidence-based nonprofit3844programs that deliver positive outcomes.3845    The ability of veterans and their families to thrive in their post-3846service lives depends on getting transition right. Doing so not only3847impacts their well-being. Successful transitions benefit our3848communities, preserve our All-Volunteer Force, and ultimately3849strengthen our national security.3850    We thank the Committee again for the opportunity to provide3851testimony on this topic, and for your enduring commitment to improve3852transition. We stand ready to continue sharing insights from our3853research and programs in support of this vital goal.38543855                   Prepared Statement of Brian Lewis38563857    Chairman Van Orden, Ranking Member Pappas, and Members of the3858Subcommittee, thank you for devoting time to the discussion of3859essential programs that provide economic opportunity for veterans and3860thank you for the opportunity to testify about the critical role3861employers, like Consumers Energy, can play in helping veterans as they3862move from military to civilian life including ways to leverage industry3863partnerships through the Transition Assistance Program and SkillBridge3864Program. My name is Brian Lewis, and I am Executive Director of3865Customer Operations at Consumers Energy.3866    I've worked at Consumers Energy for 12 years, serving in a variety3867of customer centric roles. As the leader of our customer operations3868team, I oversee our contact centers, complaints resolution, revenue3869operations, energy assistance and our digital channels. I am also a3870proud veteran having served as a Combat Medical Specialist and Medical3871Laboratory Specialist in the U.S. Army and Army Reserve from 1994 to38722002. During my years of service, the Army entrusted me with the lives3873of my fellow soldiers. However, despite having been trained to provide3874life-saving support, operate a blood bank or even oversee a3875microbiology bench, when I transitioned to a civilian life I found my3876Army training had limited transferability to the civilian medical field3877and my job prospects were extremely limited. While I'm grateful for the3878time spent serving my country, I felt underprepared and under resourced3879to navigate the transition from military to civilian life and I3880ultimately abandoned my medical aspirations. My experience led me to3881seek out other ways to serve and contributed to my desire to advocate3882on behalf of other veterans, helping them navigate the transition to3883civilian roles. I know firsthand the challenges that veterans can face3884entering a new career path after national service. It Is because I know3885those challenges firsthand that I helped found the Consumers Energy's3886Veterans Advisory Panel and served as a past co-chair of this employee3887resource group.3888    Our company--Consumers Energy--provides natural gas and electric3889service to nearly 7 million Michigan residents. We are the state's3890largest utility with customers in every county within the Lower3891Peninsula. My Consumers Energy colleagues and I take pride in serving3892our customers each and every day. This pride of service beyond self is3893something I, along with the over 800 other military veterans employed3894by Consumers Energy, have carried with us from our time serving our3895Nation into our new civilian mission to provide essential heat and3896light to our fellow Michiganders. Serving our customers can sometimes3897demand personal sacrifice as they count on us to keep power on around3898the clock and respond to emergencies during nights, weekends, or3899holidays, a similar sacrifice that our military men and women are3900accustomed to as well.3901    Consumers Energy has a longstanding commitment to provide3902opportunities for our military veterans. This commitment to veterans is3903backed up by the numbers. Our workforce is made up of 12 percent3904military veterans--far greater than the national average of 7 percent.3905The company has also partnered with the Michigan Veterans Trust Fund to3906support energy vulnerable Veterans, giving nearly $550,000 to that3907organization since 2020. Through our efforts to support veterans3908Consumers Energy has been recognized by the Michigan Veterans Affairs3909Agency as a gold-level ``Veteran-friendly Employer'' for 9 years3910running. This designation recognizes our Company's efforts to recruit,3911train, and retain veteran employees, helping us fill critical positions3912across our electric and gas operations.3913    Our efforts to support veterans have been further recognized by the3914Department of Defense. In 2023 Consumers Energy received the Secretary3915of Defense Freedom Award in recognition of our support for employees3916serving in the National Guard and Reserve capacities. This award is the3917Department of Defense's highest recognition for a civilian employer and3918demonstrates the Company's efforts to support our employees that3919transition from active duty to a reserve capacity by providing3920stability that helps them balance their continued national service with3921career aspirations and other aspects of civilian life.3922    The Company's efforts to support our veterans is about more than3923awards or accolades, it is about our earnest desire to help ease, what3924can often be, the difficult transition out of the military by providing3925a welcoming environment for colleagues with different backgrounds or3926experiences. Our Veteran's Advisory Panel Business Employee Resource3927Group is one way we continuously seek input from our veteran employees3928to help drive policy change within our organization and with external3929partners. Today the Veteran's Advisory Panel is one the Company's3930largest resource groups with over 500 members. The group provides3931essential support for employees and in recruiting and retaining3932veterans.3933    Consumers Energy employees are also active in Veterans in Energy--a3934national organization founded by veterans for the purpose of providing3935professional support for veterans working in the energy industry.3936Employee engagement through Veterans in Energy includes annual3937leadership trainings, peer-to-peer networking, benchmarking and best3938practices sharing, and advocacy on behalf of veterans' issues. Through3939engagement with Veterans in Energy, Consumers Energy employees have3940been instrumental in advocating for policy changes that have improve3941Department of Labor apprenticeship programs and demystifying the self-3942identification process for veterans so employers can have a better3943understanding of veterans in the workforce.3944    Consumers Energy has also recognized the importance of providing3945training and technical skills programs to help develop the highly3946skilled workforce needed for careers in energy. In partnership with the3947U.S. Department of Labor, the Company has registered seven different3948job roles to ensure that veterans can use their GI bill benefits toward3949apprenticeships that prepare them to work in gas or electric fields.3950    One way the Company has recruited potential, new apprentices is3951through electric and gas worker boot camp programs at our training3952center in Potterville, Michigan. In partnership with the Utility3953Workers Union of America and Power for America, these training programs3954have, to date, helped prepare over 300 veterans for careers in electric3955and natural gas fields. Not only do these boot camp programs help3956connect graduates with high starting wage jobs, they also provide a3957pathway to placement in apprenticeship programs that can ultimately3958lead to careers in the energy sector with even higher earning3959potential. Each time we open a new boot camp the demand from applicants3960is significantly higher than the number of spaces we have to fill. We3961believe, and the demand for the programs affirms, that training3962programs are a win-win for veterans and Consumers Energy because the3963programs make the Company more attractive for job seekers while3964providing future employees with a pathway to essential and rewarding3965career opportunities.3966    Building a skilled, dedicated energy workforce isn't just in3967Consumers Energy's best interest, its vital to America's national3968interest. The demand for energy is growing at rate not seen in decades.3969Whether its increasing energy demands from data centers to power3970artificial intelligence or to support an American manufacturing3971renaissance, the Nation's gas and electric utilities are making3972significant investments in our energy systems to ensure businesses have3973the energy supplies they can rely on to thrive. Meeting this moment is3974going to require more and more lineworkers and gas construction3975crewmembers. We believe that fostering the talent pipeline from the3976Nation's military to careers in energy will be an essential strategy to3977fill these critical roles.3978    Even with all our past efforts and success, Consumers Energy3979recognizes there is more to be done to help serve the roughly 200,0003980service members who transition out of military service each year.3981Through our past partnerships with State and Federal agencies we've3982found many ways to help ease this transition, however we acknowledge3983there is always opportunity for continuous improvement. We believe that3984more can be done to strengthen the connection between Transition3985Assistance Program offices and companies in states that don't have the3986same proximity to our nations active-duty military installations.3987Because Michigan does not have large numbers of active-duty personnel3988it's been more challenging to make connections with the TAP offices.3989Additionally, we see more potential with the Department of Defense's3990SkillBridge program to make more direct connections between employers3991and prospective employees. However, SkillBridge is not accessible to3992all veterans and coordination with Transition Assistance Program needs3993to be improved. We believe that further funding for SkillBridge and3994making this platform more accessible for veterans will vastly improve3995engagement between veterans and prospective employers.3996    Thank you again for the opportunity to participate in this3997discussion. Consumers Energy stands ready, willing, and able to support3998policymakers in improving economic opportunity for our Nation's3999veterans.40004001                  Prepared Statement of Kandi Tillman40024003[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]40044005                       Statements for the Record40064007                              ----------40084009                 Prepared Statement of Hire Heroes USA40104011Introduction40124013    Chairman Van Orden, Ranking Member Pappas, and distinguished4014members of the Subcommittee, thank you for the opportunity to submit a4015written statement for the record regarding the Transition Assistance4016Program (TAP) on behalf of Hire Heroes USA.4017    Hire Heroes USA is one of the leading veteran employment nonprofit4018organizations in the Nation. Founded in 2005, we have secured4019employment for more than 100,000 transitioning service members,4020veterans, and military spouses. We provide comprehensive, one-on-one4021employment services in all 50 states to 20,000 individuals annually at4022no cost to our clients. With nearly 40 percent of our staff, including4023our CEO, being veterans, we understand the unique strengths, values,4024and insights inherent in our veteran, transitioning service member, and4025military spouse clients.4026    The transition to civilian life is more than just the point-in-time4027marked by separation from the military--it is, at times, a years-long4028process of adjusting to a new way of life. To meet and overcome our4029clients' challenges, Hire Heroes USA implements a highly individualized4030one-on-one approach, pairing each client with a Transition Specialist4031who walks with the client on the road to employment. The relationship4032between client and Transition Specialist often extends beyond the point4033in time when a client is employed, providing ongoing and continued4034support as the service member adjusts to the civilian workplace. Hire4035Heroes USA is focused not only on the quantity of clients served, but4036on the quality of the service they receive.4037    A 2022 Government Accountability Office (GAO) study found that4038nearly 25 percent of service members who need maximum transition4039support did not attend TAP's mandatory 2-day class, and many did not4040enroll in TAP the requisite year before separation.\1\ While there is a4041need to strengthen and improve the rates at which transitioning service4042members participate in TAP, there is a simultaneous need to strengthen4043programs where individuals are currently receiving services.4044---------------------------------------------------------------------------4045    \1\ Government Accountability Office. Servicemembers Transitioning4046to Civilian Life: DOD Could Enhance the Transition Assistance Program4047by Better Leveraging Performance Information. May 17, 2023. https://4048www.gao.gov/products/gao-23-106793.40494050---------------------------------------------------------------------------4051Employment Navigator and Partnership Program40524053    The Employment Navigator & Partnership Program (ENPP) was initially4054created in response to transitioning service members' feedback4055regarding TAP's lack of personalized services. ENPP addresses this gap4056by connecting transitioning service members to employment service4057providers to assist with career preparation and job placement services.4058Available at 40 installations and with over 70 private and nonprofit4059partners, ENPP takes a critical first step in addressing the need for4060continuity of services beyond the point of separation from the4061military.4062    In its short tenure, the ENPP has successfully complemented TAP:4063initial Department of Labor (DOL) data show high satisfaction and4064strong employment outcomes among ENPP participants. ENPP's one-on-one4065career services, offered by DOL staff and partnering organizations,4066directly address transitioning service members' needs and have4067demonstrated strong employment outcomes. DOL data show high4068satisfaction and strong employment outcomes among ENPP participants. In4069Fiscal Year 2024, 99 percent of program participants reported4070satisfaction with their Employment Navigators and said they would4071recommend the program to a friend. Furthermore, 96 percent of4072participants reported that ENPP partners met or exceeded employment-4073related expectations. The DOL Veterans' Employment and Training Service4074(VETS) also reports that compared to their counterparts who do not4075participate in ENPP, transitioning service members who participate in4076ENPP experience a time from military separation to employment that is407763 days faster. Additionally, these same service members earn 114078percent higher wages than those who do not participate in ENPP on4079average.4080    ENPP's success lies in the one-on-one career services, offered by4081DOL staff and high-performing, nonprofit partners, that directly4082address transition issues and have demonstrated stronger employment4083outcomes. An original partner of the ENPP program, Hire Heroes USA4084fills a critical gap in service provision for veterans and4085transitioning service members. Top requests from ENPP clients--4086including mentoring, industry-specific training, webinars, and virtual4087career fairs--reflect this.4088    Hire Heroes USA has supported over 2,400 client referrals from the4089program since 2021. Of these referrals, Hire Heroes USA provided4090services to over 1,900, resulting in over 1,100 confirmed hires. For4091Hire Heroes USA's ENPP referrals, the 2024 average salary upon hire was4092$64,485. According to DOL VETS, ENPP served more than 17,7004093individuals as of June 2024.\2\ These numbers demonstrate that through4094referrals, Hire Heroes USA is serving nearly 11 percent of the total4095ENPP participants. These services are provided free of charge to the4096client because Hire Heroes USA incurs the cost, without compensation4097from the Federal Government. At a cost of approximately $1,500 per4098participant placed, Hire Heroes USA commits significant financial4099resources to serving ENPP clients.4100---------------------------------------------------------------------------4101    \2\ Department of Labor Veterans' Employment and Training Service.4102``Employment Navigator and Partnership Program (ENPP) Factsheet,''4103August 5, 2024. https://www.dol.gov/sites/dolgov/files/VETS/files/ENPP-4104Factsheet-2024-08--05.pdf.41054106---------------------------------------------------------------------------4107Opportunities for Improvement41084109    While the program has early indicators of positive success, there4110are concerns regarding program sustainability and evaluation of its4111effectiveness. Without standardized performance metrics to evaluate4112outcomes, public and private leaders and decision makers cannot4113adequately determine the efficiency of the program. ENPP, as well as4114other Federal programs like TAP and SkillBridge (a DOD program to4115jumpstart transitioning service members' civilian career through4116internships, trainings, and apprenticeships with private sector4117companies), requires increased emphasis on standardized outcomes4118metrics over outputs and volume of clients served.4119    The RAND Corporation's recent investigation of the Federal and4120nonprofit landscape of transition programs demonstrates these problems.4121A June 2024 report found that the Federal Government spends over $134122billion on 45 different programs across 11 agencies to support military4123transition each year. Approximately 97 percent of these funds are spent4124on education services rather than employment services.\3\ Upon further4125investigation into the role of nonprofit organizations in the4126transition process, RAND found that these organizations fill a critical4127gap to supplement Federal transition programs and initiatives,4128particularly in providing individualized employment services.\4\4129---------------------------------------------------------------------------4130    \3\ RAND Corporation. Federal Programs to Assist Military-to-4131Civilian Employment Transitions: Limited Scrutiny and Substantial4132Investment in Education Programs, 2024. https://doi.org/10.7249/4133RRA1363-12.4134    \4\ RAND Corporation. The Role, Effectiveness, and Sustainability4135of Nonprofit Organizations That Provide Employment Support for4136Veterans, 2024. https://doi.org/10.7249/RRA1363-10.4137---------------------------------------------------------------------------4138    Hire Heroes USA recommends examining the key takeaways from these4139reports-including standardizing reporting requirements, outcomes, and4140metrics in both the public and privatesectors-to improve ENPP and other4141government military-to-civilian transition programs. Such4142standardization would increase transparency and improve oversight by4143allowing for more rigorous program evaluation to determine4144effectiveness. Furthermore, there is a need for increased public-4145private partnerships to grow effective transition programs. Rather than4146risk duplicity by creating new programs, the government should4147strengthen existing programs by partnering with nonprofit organizations4148that are already producing positive outcomes for those they serve. In4149these partnerships, RAND cites the need for nonprofit partners to be4150appropriately funded to do this work. Private organizations, relying on4151philanthropic support, have mitigated TAP's shortcomings, but declining4152resources jeopardize the private sector's continued sustainment of4153ENPP.4154    ENPP's continued success depends on the involvement of non-4155governmental partners that have dedicated and experienced staff, data-4156backed best practices, and local relationships that the government4157cannot provide. The ENPP partnership model should include compensation4158for private sector nonprofits providing the highest impact on4159transitioning service members. All ENPP partners participating in the4160program ought to continue doing so, but those organizations devoting4161significant operational resources to supplanting DOL's mission in TAP4162cannot continue an unsustainable and uncompensated business model.4163    A limited number of veteran employment organizations are currently4164positioned to provide high-quality services at a national or4165international scale. The sustainability of the current model relies on4166nonprofit partners' continued, voluntary participation funded through4167limited, private resources.4168    For veterans and their families, the military-to-civilian4169transition is not merely a career or lifestyle change; it represents a4170fundamental challenge that they should not face alone. For many of our4171clients, this is the first time they've navigated the civilian4172workforce, including searching for jobs, creating a resume,4173interviewing for a role, negotiating compensation, and adjusting to the4174workplace after securing employment. ENPP partners provide effective4175resources and support to help veterans and transitioning service4176members navigate transition; however, without compensation to referral4177partners and evaluation of program outcomes, the longevity and impact4178of ENPP is at risk.4179    Thank you for the opportunity to contribute to this important4180discussion. Hire Heroes USA looks forward to working with the4181government to improve services and outcomes for all who have served our4182country.41834184Prepared Statement of Veterans Association of Real Estate Professionals41854186    Chairman, Ranking Member, and Members of the Committee:41874188    On behalf of the Veterans Association of Real Estate Professionals4189(VAREP), we appreciate the opportunity to submit this Statement for the4190Record on H.R. 1814 and its impact on veteran homeownership and4191foreclosure prevention. As the only HUD-approved Veteran Service4192Organization (VSO) dedicated to housing and financial stability, VAREP4193supports stronger foreclosure prevention measures, including HUD-4194approved counseling, a Partial Claim Program, and structured borrower4195engagement--initiatives that align with industry leaders such as the4196Mortgage Bankers Association and Freedom Mortgage.41974198Support and Enhancing H.R. 1814 to Better Serve Veterans41994200    While H.R. 1814 is a positive step forward, additional provisions4201would strengthen its impact and ensure more effective foreclosure4202prevention:42034204      Require servicers to refer delinquent VA borrowers to4205HUD-approved housing counselors by the 31st day of missed payment to4206prevent further hardship.42074208      Implement structured action plans that help struggling4209borrowers actively resolve delinquencies with professional support.42104211      Enhance coordination between the VA and HUD-approved4212housing counselors to align foreclosure prevention strategies with4213veterans' financial realities.42144215      Establish third-party VSO representation for VA loan4216default cases to provide case management and borrower advocacy.42174218The Absence of VSO Advocacy for Veteran Borrowers42194220    At the March 11, 2025, Subcommittee on Economic Opportunity4221Hearing, no Veteran Service Organizations (VSOs) addressed H.R. 1814,4222VA loan defaults, or foreclosure prevention. Similarly, at the March 4,42232025, Joint House and Senate VSO Hearing, multiple VSOs testified, yet4224none focused on veteran financial security, home retention, or loss4225mitigation.4226    Unlike VA healthcare and benefits claims, where VSOs play a4227critical advocacy role, veterans facing foreclosure have no dedicated4228representation. This gap leaves them vulnerable to financial4229uncertainty, predatory servicing practices, and unnecessary4230foreclosures.42314232Closing the Advocacy Gap: A HUD-Certified VSO for Veteran Borrowers42334234    To address this critical issue, VAREP urges the Committee to4235establish a federally chartered, HUD-certified VSO dedicated to veteran4236housing stability, foreclosure prevention, and financial security.42374238      Purpose--Serve as the official advocate and resource for4239veterans struggling with mortgage challenges.42404241      Responsibilities--42424243          Provide direct financial counseling and foreclosure4244        prevention assistance.42454246          Act as a liaison between VA, servicers, and veteran4247        borrowers to ensure fair servicing practices.42484249          Monitor and report servicer performance to Congress4250        for greater oversight and accountability.42514252          Ensure veteran borrowers have a permanent voice in4253        legislative discussions impacting VA housing policies.42544255    By integrating these crucial improvements, H.R. 1814 can deliver4256real, lasting solutions for veteran homeowners at risk of foreclosure.42574258               Prepared Statement of The American Legion42594260    Chairman Van Orden, Ranking Member Pappas, and distinguished4261members of this subcommittee, on behalf of National Commander Jim4262LaCoursiere Jr., and more than 1.6 million dues-paying members of The4263American Legion, we thank you for the opportunity to offer our4264statement for the record on the Transition Assistance Program (TAP).4265The American Legion is guided by active Legionnaires who dedicate their4266time and resources to serve veterans, service members, their families,4267and caregivers. As a resolutions-based organization, our positions are4268directed by more than 106 years of advocacy and resolutions that4269originate at the post level of our organization. Every time The4270American Legion testifies, we offer a direct voice from the veteran4271community to Congress.4272    Through its founding principles, The American Legion offers a4273unique perspective on this issue--especially as TAP straddles both the4274service member and veteran community. As Congress knows, the TAP is4275critical to ensuring that those leaving the military have the proper4276tools and resources to transition back into civilian life. Military4277Commanders are responsible for a full range of tasks that are paramount4278to the success of units across the globe. Unfortunately, operational4279requirements frequently overshadow a service members' transition needs4280as they enter their final phase of military service.4281    As our Nation's technology capabilities and data collection4282improves, it is imperative that the TAP program is continuously4283modernized and streamlined. Transition is not a one-size-fits-all4284journey. Addressing the innumerable needs of transitioning service4285members requires the program to impart all available information to4286them ahead of their unique journey. Additionally, the experience and4287requirements for active-duty service members are vastly different than4288those in the National Guard or the Military Reserves. The American4289Legion believes that TAP must meet service members and their families4290where they are to provide the most effective information for their4291unique needs, which will require change.4292    To ensure the success of our service members transitioning back to4293civilian life, TAP must continue to improve to better serve those who4294are embarking on this major life shift. As The American Legion is a4295resolution-based organization, the following resolutions support and4296inform the recommendations below: Resolution No. 100: Accountability of4297the Department of Defense's Transition Assistance Program (TAP),\1\4298Resolution No. 13: Transition Assistance Program App,\2\ and Resolution4299No. 81: Transition Assistance Program Employment Workshops for National4300Guard and Reserve Members.\3\ The American Legion looks forward to4301continuing to work on improvements with both the veterans and armed4302services committees.4303---------------------------------------------------------------------------4304    \1\ ``Resolution No. 100: Accountability of the Department of4305Defense's Transition Assistance Program (TAP).'' Resolution No. 100:4306Accountability of the Department of Defense's Transition Assistance4307Program (TAP) - Digital Archive, n.d. https://archive.legion.org/node/4308586.4309    \2\ ``Resolution No. 13: Transition Assistance Program App.''4310Resolution No. 13: Transition Assistance Program App - Digital Archive,4311n.d. https://archive.legion.org/node/15147.4312    \3\ ``Resolution No. 81: Transition Assistance Program Employment4313Workshops for National Guard and Reserve Members.'' Resolution No. 81:4314Transition Assistance Program Employment Workshops for National Guard4315and Reserve Members - Digital Archive, n.d. https://archive.legion.org/4316node/328.4317---------------------------------------------------------------------------43184319                           Background on TAP43204321    According to the congressional Research Service, the U.S.4322Department of Defense (DOD) estimates that more than 200,000 service4323members (both the active and reserve component) transition to civilian4324life each year--joining the more than 18 million veterans4325nationwide.\4\ This transition to civilian life is not the first major4326life transition that the service member has faced, but for many it can4327be the most difficult. Often, a service member's transition is filled4328with financial instability, lack or loss of purpose, food insecurity,4329familial and marital hardship, all while struggling to navigate the4330Veterans Health Administration (VHA) and the Veterans Benefits4331Administration (VBA).4332---------------------------------------------------------------------------4333    \4\ Military transition assistance program (TAP): Background and4334issues for Congress - Congress.gov - library of Congress, n.d. https://4335www.Congress.gov/crs-product/R48114.4336---------------------------------------------------------------------------4337    TAP was established through the Fiscal Year (FY) 1991 National4338Defense Authorization Act (NDAA). At its inception, TAP was designed to4339be a cooperative Federal interagency effort led by the DOD, the4340Department of Veterans Affairs (VA), the Department of Labor (DOL), The4341Department of Education, the Department of Homeland Security, and the4342Office of Personnel Management to provide assistance, resources, and4343training to retiring or separating active duty service members,4344National Guard and Reserve members, and their spouses.\5\ TAP is4345governed by both the Deputy Secretary of Veterans Affairs and the Under4346Secretary of Defense for Personnel and Readiness who co-chair the4347Department of Veterans Affairs-Department of Defense Joint Executive4348Committee (JEC). The JEC oversees the Transition Assistance Program4349Executive Council (TAP-EC), which is responsible for the oversight of4350the TAP course curriculum, performance management, communication,4351supportive services, and data sharing with input from various working4352groups.4353---------------------------------------------------------------------------4354    \5\ Text--H.R. 4739--101st Congress (1989-1990): National Defense4355Authorization Act for Fiscal Year 1991 - Congress.gov - library of4356Congress, n.d. https://www.Congress.gov/bill/101st-congress/house-bill/43574739/text.4358---------------------------------------------------------------------------4359    The most significant recent changes to the TAP took place in the4360Fiscal Year 2019 NDAA with the requirement that service members need to4361begin the TAP curriculum no later than 365 days before their4362anticipated separation or release from active duty, or 24 months prior4363to their retirement date.\6\ The updated program was comprised of the4364following mandatory days of instruction: DOD Transition Day, VA4365Benefits and Services Day, and the DOL Employment Fundamentals Day.4366Once these 3 days are completed, service members are then required to4367complete the final 2 days known as career tracks, covering4368entrepreneurship, employment, educational, and vocational pathways. The4369Fiscal Year 2019 NDAA also required inclusion of immigration status on4370pre-separation checklists, and authorized Federal agency participation4371in Skillbridge, a program later codified in the Fiscal Year 2023 NDAA.4372The TAP's most recent updates came from the Fiscal Year 2024 NDAA in4373which the counseling pathways and requirements for the Skillbridge4374program were amended.\7\4375---------------------------------------------------------------------------4376    \6\ Text--H.R. 5515--115th Congress (2017-2018): An Act to4377authorize appropriations for Fiscal Year 2019 for military activities4378of the Department of Defense, for military construction, and for4379defense activities of the Department of Energy, to prescribe military4380personnel strengths for such fiscal year, and for other purposes -4381Congress.gov - library of Congress, n.d. https://www.Congress.gov/bill/4382115th-congress/house-bill/5515/text.4383    \7\ Military transition assistance program (TAP): Background and4384issues for Congress - Congress.gov - library of Congress, n.d. https://4385www.Congress.gov/crs-product/R48114.4386---------------------------------------------------------------------------4387    Service members are assigned to one of three tiers based on their4388preparedness level for transition as identified in their pre-TAP4389counseling. Factors for the tiers include rank, time in service,4390disability, health, military occupational specialty, and previous4391employment history. Service members who are placed in tier one requires4392minimal support and only need to attend the first 3 days of TAP. Those4393placed in tier two are also only required to take the first 3 days of4394TAP but are encouraged to participate in the career track portion.4395However, service members assigned to tier three are required to4396complete the TAP curriculum in full. Following the completion of the4397required curriculum, all service members must complete the Capstone4398certification showing that they have a verified individual transition4399plan approved by the commander at least 90 days prior to separation.44004401              Force Readiness and Accessibility Challenges44024403    The American Legion holds a unique position and perspective, in4404that our advocacy is not simply rooted in veterans' issues. As an4405organization, we advocate for our veterans, service members, their4406families, America's youth, and on occasion, the general public. Because4407of our position and perspective, we understand that the highest4408priority for the DOD is to ensure our country's security needs are met,4409but without proper recruiting and retention within the department,4410security needs cannot be accomplished. Additionally, to ensure DOD can4411accomplish its mission, military leaders must ensure that service4412members return to society as successful citizens. To achieve this,4413service members must be permitted to complete the necessary TAP4414training activities to be best prepared for their transition back to4415the civilian world. Frequently, force readiness requirements create4416competing priorities for commanders, leading to service members being4417prevented from completing the entire TAP program. Lack of participation4418in TAP leads to an ill-prepared veteran and future challenges.4419    In December 2022, the U.S. Government Accountability Office (GAO)4420released a report on TAP that found 22 percent of service members in4421tier three did not attend or did not complete the required 2-day career4422track portion of the curriculum. Further, GAO found that 70 percent of4423servicemembers failed to meet the statutory requirement to initiate TAP4424counseling at least 1 year in advance of separation. GAO brought forth4425recommendations for the DOD to remediate the identified4426deficiencies.\8\ However, GAO has not determined if DOD implemented4427said recommendations, nor have they been able to measure the4428recommendation's impact. By delaying TAP participation, the window in4429which service members have to participate in or learn about post-4430service programs, apply for earned benefits, or prepare for their4431transition properly is drastically reduced. Systemic delays must be4432remedied to ensure service members thrive rather than struggle in life4433post military service.4434---------------------------------------------------------------------------4435    \8\ Office, U.S. Government Accountability. ``Servicemembers4436Transitioning to Civilian Life: DOD Could Enhance the Transition4437Assistance Program by Better Leveraging Performance Information.''4438Servicemembers Transitioning to Civilian Life: DOD Could Enhance the4439Transition Assistance Program by Better Leveraging Performance4440Information - U.S. GAO, November 9, 2023. https://www.gao.gov/products/4441gao-23-106793.4442---------------------------------------------------------------------------4443    The American Legion believes that as long as a service member is4444operationally ready in their primary occupational specialty or who is4445deployed or on temporary duty during the transition phase, the4446challenges GAO noted will not be resolved. If service members are not4447in an operationally ready status during their transition phase,4448participation and compliance in the TAP as codified in law can be4449ensured. Similarly, participation in the Skillbridge program is less4450likely as service members must remain operationally ready and employed4451in their primary duties. Far too often, we have heard from veterans4452that they simply could not participate or plan for life after service4453because they were needed for training, field operations, exercises, or4454because they were deployed until weeks or months prior to the end of4455their service. With these factors in mind, military leaders must ensure4456that service members have all the training they need before deployments4457that are close to the end of a service member's career. Veterans who4458experience a turbulent transition will surely influence how friends,4459family, and siblings view service in the military. The American Legion4460supports legislation that would identify service members who express an4461intent to complete their current contract and separate from the4462military. Once said service member has been identified, they will only4463report to their respective command to ensure that military operations4464do not interfere with the transition process.44654466                  TAP Modernization Through Technology44674468    Beyond the TAP curriculum, there are a wide array of resources4469available to separating service members and veterans, but the most4470common hurdle lies in finding resources that are reliable. The VA4471currently offers Military Life Cycle (MLC) modules that centralize4472reliable information for separating service members and their families.4473The MLC's robust modules, which consist of 14 distinct sessions,4474address a wide range of topics in-depth, including VA Education4475Benefits, the VA Home Loan Guaranty Program, Community Integration4476Resources, and other critical areas that support service members'4477transition from military to civilian life.\9\ The modules are offered4478in-person or online--allowing users to access information at their own4479pace.4480---------------------------------------------------------------------------4481    \9\ ``TAP ONLINE COURSES.'' Tapevents.mil, n.d. https://4482tapevents.mil/courses.4483---------------------------------------------------------------------------4484    The MLC module's structure, while currently underutilized, appears4485to be the most promising approach in reaching a wider audience in a4486faster and more efficient manner. MLC modules offer a promising model4487for government agencies involved in military transition to promote4488easily accessible micro-learning opportunities and increase awareness4489of benefits long before military separation. Simply creating4490educational content is insufficient if the intended recipients are not4491fully aware of its availability or relevance to their needs.4492    With the ever-evolving landscape of media and artificial4493intelligence, Congress should take advantage of emerging technologies4494to make TAP more accessible. The American Legion believes that the4495creation of a mobile application would serve as a powerful alternative4496to existing virtual offerings--providing servicemembers with an4497extensive toolkit of on demand, easily accessible, transition-related4498content. By making TAP resources available on smartphones and tablets,4499the application would enable the military-connected community to access4500critical information any time and place, facilitating consistent4501engagement with the material. Moreover, the application would offer4502personalized features, allowing users to tailor their career and4503transition plans to their unique circumstances--ensuring the4504information they receive is relevant to their specific needs. Finally,4505the application would ideally incorporate offline capabilities so that4506personnel deployed in remote or low-connectivity areas could still4507access essential resources without interruption.4508    The American Legion cautions that the development of such an4509application must be done thoughtfully, ensuring it is user-friendly,4510effective, and accessible. The application should not be rushed into4511design but rather implemented with careful consideration of the diverse4512needs of servicemembers, veterans, and their families. Last, it is4513critical that interagency partners, community resource groups, and4514veterans service organizations, such as The American Legion, be4515actively involved in the design process to provide feedback and suggest4516potential improvements to ensure that the final product meets the needs4517of its users and maximizes its impact on transition readiness.45184519  Establishing Separate Pathways for Active Duty, National Guard, and4520                                Reserve45214522    Currently the benefits earned for military service to this country4523are varied based on the component in which an individual served. The4524requirements and ability to use the Post 9/11 GI Bill differ based on4525whether the service member was active duty, National Guard, or Reserve.4526Additionally, the transition process for active-duty service members is4527different than those in the Guard and Reserves.4528    In 2023, GAO identified that information disseminated through TAP4529was applicable for active duty members but not the National Guard and4530Reserves--leading to numerous TAP managers and counselors raising4531concerns regarding how the program meets their unique needs.\10\4532Because of the identified gap, there is a need for an alternative4533pathway for National Guard and Reserve service members to complete TAP4534so that they have the best information possible when pursuing their4535transition back to civilian life.4536---------------------------------------------------------------------------4537    \10\ Office, U.S. Government Accountability. ``Servicemembers4538Transitioning to Civilian Life: DOD Could Enhance the Transition4539Assistance Program by Better Leveraging Performance Information.''4540Servicemembers Transitioning to Civilian Life: DOD Could Enhance the4541Transition Assistance Program by Better Leveraging Performance4542Information - U.S. GAO, November 9, 2023. https://www.gao.gov/products/4543gao-23-106793.4544---------------------------------------------------------------------------4545    Challenges faced by National Guard and Reserve component service4546members do not mirror those faced by active-duty service members.4547Members who serve in the National Guard or Reserves have a civilian4548profession and have utilized the Uniformed Services Employment and4549Reemployment Rights Act while activated, therefore not requiring as4550much in-depth training on seeking employment. Occasionally, some4551service members need additional services to enter a new occupation due4552to injuries sustained while activated. Within the National Guard and4553Reserve pathway, the objective is to clarify which VHA, VBA, and4554retirement benefits are available to the National Guard and Reserves in4555comparison to their active-duty counterparts.4556    The unique experience of being deployed 1 day and then returning to4557a civilian job the next is a transition that needs to be facilitated4558with resources and a potential warm handoff to one or multiple Federal4559agencies, which will assist in the process of assimilating back into4560the general public. Recently, there has been a wave of confusion4561regarding the benefits available to service members who are activated4562under Title 32 versus Title 10 orders. The American Legion has4563previously supported legislation that would improve TAP by specifically4564tailoring the program for National Guard and Reserve members, such as4565The Improving TAP for Guard and Reserve Servicemembers Act.\11\ The4566modification of the TAP program through this bill would ensure all4567service members, regardless of component, receive quality and4568informative transitional assistance.4569---------------------------------------------------------------------------4570    \11\ H.R. 8336--118th Congress (2023-2024): To amend title 10,4571United s Code, to establish a counseling pathway in the Transition4572Assistance Program for members of the reserve components of the Armed4573Forces., n.d. https://www.Congress.gov/bill/118th-congress/house-bill/457410545/text.4575---------------------------------------------------------------------------45764577                               Conclusion45784579    Chairman Van Orden, Ranking Member Pappas, and distinguished4580members of the subcommittee, The American Legion thanks you for your4581leadership and for allowing us the opportunity to provide our insight4582on the Transition Assistance Program.4583    The American Legion stands ready to work with the subcommittee on4584changes as they develop, and we look forward to sharing the feedback we4585receive from our membership. For 106 years, The American Legion has4586never shied away from the responsibility of being a voice for veterans,4587and we will not start now.4588    Questions concerning this testimony can be directed to Eric C.4589Johnson, Legislative Associate, at ejohnson@legion.org.45904591                                 [all]