Over the past two years, I’ve started the GI Bill certification process for over 27 employers. To date, only 3 have completed it. The biggest obstacle for most employers is simply the amount of red tape involved.

Reflections on a year working with a veteran and skilled trade employer.

First and foremost, employers need workers with character. Veterans need a job that addresses their unique reintegration challenges: income, skill-gap, and changing identity. The current “sea of goodwill” is not linking these populations effectively. This is where we come in.

We are rebuilding the American Dream to be just, sustainable, and inclusive.

It’s possible that only 1% of eligible veterans use their Post 9/11 GI Bill® for on-the-job training or apprenticeships.

I’ve noticed a disturbing trend: Many veterans believe they must succeed on their own and most don’t see themselves as worthy of success.

“For the small percentage of young veterans, like Dan, who secure a civilian job before separation, their challenges are just beginning.”

“Veterans are somewhat paradoxical…”

Now, it’s time to consider how to use your Post 9/11 GI Bill.* For the most part, this boils down to four possible pathways…

So, the Post 9/11 GI Bill is your best option based on the previous flow chart. Now what?

Look at each of your GI Bill options as different routes to navigate the same terrain. Each route has unique requirements that need to be worked out on a case by case basis.

One specific outcome of the status quo is that admitting vulnerability is a professional liability.