Strengthening the Workforce of Veterans in America

1[House Hearing, 119 Congress]2[From the U.S. Government Publishing Office]34                      STRENGTHENING THE WORKFORCE5                         OF VETERANS IN AMERICA67=======================================================================89                                HEARING1011                               before the1213                        SUBCOMMITTEE ON ECONOMIC14                              OPPORTUNITY1516                                 of the1718                     COMMITTEE ON VETERANS' AFFAIRS1920                     U.S. HOUSE OF REPRESENTATIVES2122                    ONE HUNDRED NINETEENTH CONGRESS2324                             FIRST SESSION25                               __________2627                       TUESDAY, DECEMBER 2, 202528                               __________2930                           Serial No. 119-3631                               __________3233       Printed for the use of the Committee on Veterans' Affairs3435                [GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]3637                    Available via http://govinfo.gov38                                ______3940                  U.S. GOVERNMENT PUBLISHING OFFICE414262-606                    WASHINGTON : 20264344                     COMMITTEE ON VETERANS' AFFAIRS4546                     MIKE BOST, Illinois, Chairman4748AUMUA AMATA COLEMAN RADEWAGEN,       MARK TAKANO, California, Ranking49  American Samoa, Vice-Chairwoman      Member50JACK BERGMAN, Michigan               JULIA BROWNLEY, California51NANCY MACE, South Carolina           CHRIS PAPPAS, New Hampshire52MARIANNETTE MILLER-MEEKS, Iowa       SHEILA CHERFILUS-MCCORMICK,53GREGORY F. MURPHY, North Carolina      Florida54DERRICK VAN ORDEN, Wisconsin         MORGAN MCGARVEY, Kentucky55MORGAN LUTTRELL, Texas               DELIA RAMIREZ, Illinois56JUAN CISCOMANI, Arizona              NIKKI BUDZINSKI, Illinois57KEITH SELF, Texas                    TIMOTHY M. KENNEDY, New York58JEN KIGGANS, Virginia                MAXINE DEXTER, Oregon59ABE HAMADEH, Arizona                 HERB CONAWAY, New Jersey60KIMBERLYN KING-HINDS, Northern       KELLY MORRISON, Minnesota61  Mariana Islands62TOM BARRETT, Michigan6364                       Jon Clark, Staff Director65                  Matt Reel, Democratic Staff Director6667                  SUBCOMMITTEE ON ECONOMIC OPPORTUNITY6869                 DERRICK VAN ORDEN, Wisconsin, Chairman7071JUAN CISCOMANI, Arizona              CHRIS PAPPAS, New Hampshire,72ABE HAMADEH, Arizona                   Ranking Member73KIMBERLYN KING-HINDS, Northern       MORGAN MCGARVEY, Kentucky74  Mariana Islands                    DELIA RAMIREZ, Illinois75TOM BARRETT, Michigan                TIMOTHY M. KENNEDY, New York7677Pursuant to clause 2(e)(4) of Rule XI of the Rules of the House, public78hearing records of the Committee on Veterans' Affairs are also79published in electronic form. The printed hearing record remains the80official version. Because electronic submissions are used to prepare81both printed and electronic versions of the hearing record, the process82of converting between various electronic formats may introduce83unintentional errors or omissions. Such occurrences are inherent in the84current publication process and should diminish as the process is85further refined.8687                        C  O  N  T  E  N  T  S8889                              ----------9091                       TUESDAY, DECEMBER 2, 20259293                                                                   Page9495                           OPENING STATEMENTS9697The Honorable Derrick Van Orden, Chairman........................     198The Honorable Chris Pappas, Ranking Member.......................     399100                               WITNESSES101102                                Panel I103104Mr. Kenneth Smith, Executive Director at Education Service,105  Veterans Benefits Administration, U.S. Department of Veterans106  Affairs........................................................     5107108        Accompanied by:109110    Ms. Chantile Stovall, Acting Executive Director at Veterans111        Readiness and Employment Service, Veterans Benefits112        Administration, U.S. Department of Veterans Affairs113114                                Panel II115116Mr. Greg Hamm, Vice President of Field and Government Recruiting,117  Werner Enterprise, On behalf of the American Trucking118  Associations...................................................    20119120Mr. Gary LaBarbera Jr., Teamsters Local 282 Business Agent,121  Helmets to Hardhats Teamsters Trade Advisor, First Sergeant122  USMC, Ret......................................................    21123124Mr. Jerome A. Grant, Chief Executive Officer, Universal Technical125  Institute Inc..................................................    23126127Mr. David Bostic, Service Development Manager, Aftermarket &128  Customer Support for Region 4, Deere & Company.................    25129130Mr. Ying Vang, Human Resources Manager, ORC Industries...........    27131132                                APPENDIX133134                    Prepared Statements Of Witnesses135136Mr. Kenneth Smith Prepared Statement.............................    41137Mr. Greg Hamm Prepared Statement.................................    44138Mr. Gary LaBarbera Jr. Prepared Statement........................    50139Mr. Jerome A. Grant Prepared Statement...........................    53140Mr. David Bostic Prepared Statement..............................    55141Mr. Ying Vang Prepared Statement.................................    59142143                       Statements For The Record144145International Union of Elevator Constructors (IUEC) and the146  National Elevator Industry Educational Program (NEIEP) Prepared147  Statement......................................................    6114850strong Prepared Statement......................................    64149Helmets to Hardhats Prepared Statement...........................    82150National Association of State Approving Agencies Prepared151  Statement......................................................    84152National Association of Electrical Distributors (NAED) Prepared153  Statement......................................................    86154University of Health and Performance Prepared Statement..........    88155156                          APPENDIX--continued157158Wounded Warrior Project Prepared Statement.......................    88159The American Legion Prepared Statement...........................    94160161                      STRENGTHENING THE WORKFORCE162                         OF VETERANS IN AMERICA163164                              ----------165166                       TUESDAY, DECEMBER 2, 2025167168      Subcommittee on Economic Opportunity,169                    Committee on Veterans' Affairs,170                             U.S. House of Representatives,171                                                    Washington, DC.172    The subcommittee met, pursuant to notice, at 10:30 a.m., in173room 360, Cannon House Office Building, Hon. Derrick Van Orden174(chairman of the subcommittee) presiding.175    Present: Representatives Van Orden, Ciscomani, King-Hinds,176Barrett, Pappas, McGarvey, Ramirez, and Kennedy.177178        OPENING STATEMENT OF DERRICK VAN ORDEN, CHAIRMAN179180    Mr. Van Orden. Good morning. The subcommittee will come to181order. The chair may declare a recess at any time in case we182have to run across the street.183    Before I begin, I want to take a moment of silence to184recognize Sergeant Andrew Wolfe, who is currently recovering,185and Specialist Sarah Beckstrom, who was murdered by a terrorist186that came here from Afghanistan. Her sacrifice and his struggle187will not be forgotten. Please join me in a moment of silence.188    [Moment of silence.]189    Mr. Van Orden. Thank you. I want to thank our witnesses for190being here today to discuss ways to strengthen America's191workforce with one of the best populations of Americans. Those192are veterans. They know where to be, when to be, and what193uniform to be in, and they are not on drugs.194    The purpose of today's hearing is to examine how the U.S.195Department of Veterans Affairs (VA) provides opportunities for196veterans to explore nontraditional education, whether that be197through apprenticeship, on-the-job training, or the Transition198Assistance Program (TAP). I look forward to continuing the199nonpartisan spirit of the subcommittee along with Ranking200Member Mr. Pappas, great to see him after Thanksgiving, to201ensure that the VA is working in lockstep with today's job202market to meet the needs of today's veterans.203    Unfortunately, the U.S. Department of Labor (DOL) was204unable to come here today because the Senate has continued to205slow walk the confirmation process of President Trump's206appointees. I encourage them strongly to just get these people207in place. This is not a political issue. We need our political208leaders in the executive branch to be able to execute the209programs that we write for them.210    Last Congress, the Biden administration's U.S. Department211of Labor-Veterans' Employment and Training Service (DOL-VETS)212consistently failed veterans. We had multiple hearings about213that. By the end of the Congress, their employment statistics214were worse than a regular American job center. This committee215must hear how DOL-VETS is going to turn it around. I look216forward to having Mr. Workman testify shortly after he is217confirmed.218    On this note, we had a rather contentious meeting with Mr.219Tim Cummings, who is in place now. I would like to apologize to220him for getting a little senior chiefy on him, which I did. I221have the utmost confidence in Secretary Chavez-DeRemer and also222Secretary Collins to work this out for the betterment of the223veterans. That is very important for all of us. We do224understand that is a higher purpose.225    This hearing is not only getting these VA programs back on226track, but also to note the importance of shoring up American227manufacturing as a national security issue. I also serve on the228House Armed Services Committee, and I cannot tell you enough229how badly America needs to reenergize defense manufacturing so230that we are always ready for today and tomorrow to defend our231way of life. One of the best ways to do this is to show these232companies that have jobs available that there are thousands of233veterans ready to fill them.234    Many veterans use the GI Bill within a year of235transitioning out of the military, oftentimes as a fallback236option when they do not know what their next mission is.237Veterans using VA's On-the-Job Training (OJT) and238apprenticeship programs are able to supplement their income239with both a living stipend payment from the VA for the post 9-24011 GI Bill benefits as well as wages from their employer while241they are enrolled in these VA programs. At the end of their242training program, they are able to step right into a beneficial243career. I do not know of many major programs at institutions of244higher learning that can promise a job at the end of their245programs. This promise of employment through the apprenticeship246training is what makes the VA program so special and can help247combat underemployment and suicide in our veterans population.248    In VA's most recent annual benefits report, the number of249veterans using their post GI Bill to pursue OJT or250apprenticeship continues to decline. In 2023, there were only2511,008 apprenticeships and 776 OJT participants representing252less than 1 percent of the post GI Bill population. With some253states having zero individuals participating in this program,254we are spending around $241 million a year on administrative255expenses, which include staff salaries and counseling services,256for such a low success rate, and that is just pathetic. I mean,257that has just got to stop. The number of veterans in this258program and our administrative spending are concerning,259especially given the involvement--or the evolving needs of260today's workforce in the 21st century.261    In this Congress my subcommittee has championed key262legislatives regarding VA's apprenticeship programs. My bill,263H.R. 982, the Warriors Workforce Act, would increase the264monthly housing allowance that a veteran pursuing an265apprenticeship or on-the-job training receives during a 6-to26612-month from 80 to 90 percent. Additionally, Representative267Barrett led a bill that passed the House, H.R. 3055, the268Transitioning Retiring and New Service Members to Port Ocean269Rail and Truck (TRANSPORT) Jobs Act, which would connect270military veterans with supply chain employment while helping271veterans secure careers that put their skills and expertise to272use. My friend from Arizona, Representative Ciscomani, has an273important bill, H.R. 1458, that would expand GI Bill274opportunities to get veterans into mechanical fields. Even275Ranking Member Pappas, Chris, right here, has a bill which I am276co-sponsoring, H.R. 2954, the Veterans', excuse me, Transition277to Trucking Act, which will allow VA to access as a State278approving agent for apprenticeship programs in more than one279State to receive VA approval. It is an outstanding bill, Chris.280    Clearly this goal of getting veterans at the forefront of281critical positions in American economy is a nonpartisan issue.282    I would now like to yield to Ranking Member Pappas for his283opening remarks.284285       OPENING STATEMENT OF CHRIS PAPPAS, RANKING MEMBER286287    Mr. Pappas. Well, thank you very much, Mr. Chairman. Thanks288for the bipartisan spirit there as you highlighted some289important initiatives on the legislative front. I am really290glad to be here for this important hearing.291    Before I begin, I want to just state that I am disappointed292that DOL-VETS will not be joining this hearing and we will not293be hearing their testimony today. I am glad to have VA with us.294    There is an important issue that I wanted to address at the295outset here, and that is the issue of Chapter 35 benefits. I296think it is important to hear from VA about the fact that29775,000 survivors and dependents using Chapter 35 benefits have298seen delays over the last many months. Veteran survivors and299dependents across the country who rely on these benefits for300housing, education, or anything else have been left in limbo301with no acknowledgement of the issue or any indication from VA302when the problem will be resolved.303    Now, we have got a hearing in a few weeks on this topic,304but I was just discussing this with the chairman in advance of305this hearing. I am hopeful to hear more from Mr. Smith today306that he can communicate an update in terms of what is going on,307not just for us here in the room, but for the veterans,308families, and survivors at home that have been waiting for309their benefits for far too long. I am respectfully requesting310this because we are at the end of the semester, 4 months in,311beneficiaries have not been able to receive payments and cannot312wait another 2 weeks to find out what is happening and what the313status is. It is just unacceptable that VA has failed to314communicate when answers are needed today.315    We have been hearing from this in our office. To put a316human face on this, I have a disabled veteran from Laconia, New317Hampshire, who reached out to our office because his son's318benefits were delayed a couple months at that point in time.319Chapter 35 beneficiaries, they need to budget, they need to320sign leases, pay for textbooks and food, and they need answers.321At the hearing in 2 weeks, I expect VA to send a prepared322witness to directly respond to these challenges and to talk323about the substantive specific information that can help us324understand this situation. The witness should be a political325appointee that will not pass the buck.326    With tens of thousands of Americans lives impacted by VA's327error, it is absolutely unacceptable that not a single VA328official has bothered to respond to letters that have been sent329by Ranking Member Takano, Ranking Member Blumenthal, and myself330to the Department. It is unacceptable that the Department331canceled a briefing on this topic on October 1st. I know that332one will be conducted later, that it was over 2 months from333when this was originally requested. It is almost unbelievable334that we found out that the impacted beneficiaries grew from 750335people to over 75,000 through the press. There was no336communication from the Department to the committee about this.337    This is not a partisan issue. We all have student veterans338and survivors in our districts have waited months for any339information. In that spirit, Mr. Chairman, I hope we can work340together on this and focus on getting the answers that our341constituents deserve.342    Last, when we do convene a hearing on this, it is critical343that we hear directly from student veterans themselves, from344their families, from survivors to fully understand the impact345on this failure on their lives.346    Now to the topic at hand today, employment pathways for347veterans. There is a variety of government programs designed to348help veterans secure employment after their service, but we349frequently hear from companies that navigating all the programs350in the various agencies is confusing and it does not meet the351needs of employers. It is clear to me that much more progress352needs to be made to improve VA's, U.S. Department of Defense's353(DOD), and DOL's systems so that more employers are willing to354participate. When you compare the results for employment-355focused programs like Skill Bridge with education-focused356programs like Veterans Technology Education Courses (VET TEC),357it is clear that involving employers early is key to placing358veterans in jobs and careers.359    Data shows that programs run directly by employers, trade360groups, and unions, where veterans get on-the-job training,361upskilling, and certifications, continue to result in362successful job placements while companies save on recruiting363and salary and the government saves on training costs. It is a364win-win. This dynamic with the government paying a living365stipend and employers paying for training is a perfect example366of a public-private partnership that benefits everyone367involved, most importantly the veteran.368    That being said, we need to continue to ensure that these369partnership opportunities are not limited to big business.370Small-and medium-sized companies must have the opportunity to371participate, to train and hire veterans, which may be where372trade groups and unions come in. Our small businesses and union373partners strengthen communities and can provide veterans374opportunities closer to home.375    Today I would like to hear from our employer panel on their376interactions with various DOD, VA, and DOL-VETS programs, their377thoughts on if we should specialize different programs further,378and what a single point of entry for employers would look like,379and how we should advertise the benefits of participating in380these programs to the rest of the business community and who381should be responsible for that.382    In closing, I just want to note one difference between the383programs that we are talking about today and the GI Bill. Since384its inception in 1944, the GI Bill's educational component has385been about more than just going to school. It is a tool to help386reintegrate servicemembers back into civil society after their387service, to enmesh them back into their communities, and to388build connections after being gone in service of their Nation.389We must hold those 36 months of eligibility sacred, especially390now that the benefit does not expire, thanks to the Forever GI391Bill. We must resist the urge to water it down by using it to392pay for other benefits.393    If an employment program that we are talking about today394drains a veteran's GI Bill benefit, we must absolutely ensure395that, number one, it results in an actual gainful employment396and that the start of a career is meaningful and not a dead end397job. number two, that it protects veterans from bad actors who398take advantage of them. Number three, that it fulfills399Congress' original intent of the 1944 GI Bill by helping to400reintegrate servicemembers through community building and401substantive interaction.402    Thanks, Mr. Chairman. I yield back.403    Mr. Van Orden. You are welcome, sir. Thank you, Ranking404Member Pappas.405    I will just be frank, as long as I am the chairman of the406subcommittee and Mike Bost is the chair of the whole committee,407the GI Bill will not be touched, nor will the VA Home Loan408Guarantee program. It is interesting that you and I, I think,409are responsible for the two most successful programs the U.S.410Government has ever created. I am very proud to do that. I411gotcha.412    I will now introduce our witnesses. Our first witness is413Mr. Kenneth Smith, executive director at Education Services,414Veterans Benefit Administration at the Department of Veterans415Affairs. Accompanying Mr. Smith is Ms. Chanel--it is Chantile?416    Ms. Stovall. Correct, sir, Chantile.417    Mr. Van Orden. Chantile Stovall, acting executive director,418Veterans Readiness and Employment Service, Veterans Benefits419Administration at the Department of Veterans Affairs.420    I would ask that the witnesses please stand and raise your421right hand.422    [Witnesses sworn.]423    Mr. Van Orden. Very well. Thank you. You may sit. Let the424record reflect that the witnesses have answered in the425affirmative.426    Mr. Smith, you are now recognized for 5 minutes to deliver427your testimony on behalf of the Department of Veterans Affairs.428429                   STATEMENT OF KENNETH SMITH430431    Mr. Smith. Thank you. Chairman Van Orden, Ranking Member432Pappas, and members of the subcommittee, thank you for the433opportunity to testify today to discuss how we can strengthen434the veteran workforce. Joining me today is Chantile Stovall,435acting executive director of Veterans Readiness and Employment.436We are honored to speak with you about how VA is supporting437veterans as they transition from military to civilian life,438especially through vocational rehabilitation, noncollege degree439training, and employment-focused programs.440    Transition support begins early. The VA is committed to441supporting every servicemember transitioning from the military442to the civilian workforce as seamlessly as possible. Through443our partnership with the Department of War, VA reaches444approximately 200,000 servicemembers each year through the445Transition Assistance Program. TAP helps servicemembers446understand and access the full range of VA benefits including447education, employment, and healthcare.448    To further support transition, in 2019, Virginia launched449the VA Solid Start (VASS) program. Solid Start calls all450eligible veterans, regardless of their character of discharge,451at three key stages during the first year after separation from452active duty. These calls are unscripted and focus on connecting453veterans to the right resources at the right time. Since its454launch, VASS has successfully connected with nearly 75 percent455of eligible veterans, and these veterans are more likely to use456their other VA services critical to securing meaningful457employment.458    In addition to programs provided during service and459transition, VA supports veterans toward their pathways to460employment and career readiness, including the Veterans461Readiness and Employment Program benefits focused on education462and nongovernmental collaboration and support. Veteran463Readiness and Employment (VR&E) is the cornerstone of our464employment support through individualized counseling,465employment planning, and hands-on training for disabled466veterans seeking to overcome service-connected disabilities and467return to work. In Fiscal Year 2024 alone, VR&E conducted468nearly 20,000 one-on-one briefings with transitioning469servicemembers. The program also supports noncollege pathways,470like apprenticeships, on-the-job training, and the non-paid471Work Experience Program, helping veterans gain real-world472skills in fields like trucking, plumbing, and contracting.473    Personalized career planning and guidance (PCPG) counseling474is available to discharging veterans and ensures that they make475the most informed choice for their post military education and476employment path. PCPG helps veterans weigh options for college,477apprenticeships, certificate programs, on-the-job training, and478other high demand sectors to maximize career outcomes and479economic mobility.480    Noncollege degree training is a growing priority and VA is481ready to assist. President Trump issued Executive Orders 14278482and 14269 to optimize and target Federal programs and workforce483development for high-paying skilled trades and maritime484industries. In Fiscal Year 2024, over 17,000 post 9-11 GI Bill485beneficiaries began vocational or technical training and nearly4861,800 entered on-the-job or apprenticeship programs. Benefits487may be used for apprenticeships in OJT and high-paying skilled488trades, including advanced manufacturing, welding automation,489and industrial technology.490    Additionally, VA reimburses for licensing and certification491exams such as for commercial driving, home inspection, nursing492assistance, and artificial intelligence. VA will continue to493partner with Department of Labor and others to expand marketing494to assist employers in recruiting veterans and ensure veterans495are aware of the GI Bill opportunities, including496apprenticeships and OJT programs.497    In Fiscal Year 2026, the VA looks forward to the498implementation of the new VET TEC program authorized by the499Elizabeth Dole Act to connect veterans to high-tech training in500fields like cybersecurity, data analytics, and cloud computing.501During the pilot phase, over 16,000 veterans completed training502and more than 8,000 secured meaningful employment within 6503months, earning an average starting salary of over $65,000.504    In closing, VA is committed to ensuring that every505transitioning servicemember and veteran has access to the506tools, training, and support they need to succeed in the507civilian workforce, whether through college, vocational508training, or direct employment pathways.509    Thank you and I look forward to your questions.510511    [The Prepared Statement Of Kenneth Smith Appears In The512Appendix]513514    Mr. Van Orden. Thank you, Mr. Smith. The written statement515of Mr. Smith will be entered into the hearing record.516    We are now going to proceed with questioning, and I will517remind our members that you will each have 5 minutes for your518questions.519    I now recognize Ranking Member Pappas for 5 minutes.520    Mr. Pappas. Thanks very much, Mr. Chairman.521    Mr. Smith, if I could turn to you and just get at the522challenges that I presented in my opening remarks that veterans523are facing right now with respect to Chapter 35 of benefits for524veterans and their survivors. Can you talk and give us an525update on these Chapter 35 issues?526    Back in August, we received information that this was an527issue impacting about 750 individuals. Schools found out that528that number was more like 75,000. Where does that number stand?529Most importantly, when can these beneficiaries in districts530like ours receive their overdue payments?531    Mr. Smith. Thank you for the question. We look forward to532addressing Chapter 35 questions in detail at the upcoming533hearing, as well as in our staff briefing this Friday. We have534continued to make progress through the 42 days of the shutdown535and the 13 business days since then, and we will have a full536set of statistics for you at that hearing or on Friday.537    Mr. Pappas. I am not asking for complete detail right now,538but just some assurance that VA is working on this issue and539making progress. We are talking about thousands and thousands540of veterans and their family members that have been impacted by541this. They deserve an answer today.542    We have sent a couple letters on this topic, one dated543October 3d to the Department, another dated November 13th. It544has been crickets. We have not heard anything back, and545veterans deserve an answer. Can you give them a little bit more546of an assurance how VA is working to address this?547    Mr. Smith. You have my assurance that we have been working548on it. Our field team of claims processors has been hard at549work doing this through the shutdown. I apologize for the550delays in these letters. It is my understanding that they are551working their way through the VA concurrence process and will552be released to you as soon as possible.553    Mr. Pappas. Where does that number stand? How many folks554are waiting right now?555    Mr. Smith. I cannot provide you an answer on that right556now.557    Mr. Pappas. Are you going to provide us with a briefing in558advance of the hearing in 2 weeks that will give us a little559bit more detail so that we can provide the oversight that560veterans and their family members deserve?561    Mr. Smith. Yes, sir.562    Mr. Pappas. Now, can you talk a little bit more about some563of the other challenges the Department has faced? I am just564wondering, in terms of the lapse of funding, who has made565decisions with respect to furloughing employees during the566shutdown? Is it your understanding that the White House's567guidance during the lapse in appropriations was that employees568supporting government-funded programs, including mandatory569programs, were to be essential in working during the shutdown?570    Mr. Smith. Sir, our VA contingency plan was published on571the website. I know decisions were made far above my level572about furlough status, so I would have to take that back for573the Department to respond to.574    Mr. Pappas. Who made those decisions in terms of the575programs we are talking about today?576    Mr. Smith. In terms of the overall VA posture, I cannot577say, sir. I would have to get the Department's opinion on that.578    Mr. Pappas. Well, we are going to need more detail there,579too.580    Ms. Stovall, if I can turn to you about VR&E. The American581Legion statement for the record highlighted concerns with582staffing numbers, and that is an ongoing challenge we have583discussed in this subcommittee quite frequently. What is the584current counselor to veteran ratio?585    Ms. Stovall. Currently the ratio is 1-to-200.586    Mr. Pappas. Okay. How many counselor job openings do you587have across the country? Can you just assess whether counselors588are keeping up with that workload, knowing that that ratio is589far above where the target is?590    Ms. Stovall. Yes, we have 1,310 positions allocated for our591Vocational Rehabilitation Counselor (VRC) VRSS, and we have592currently 1,010 onboarded.593    To the second part of your question, so we have implemented594our national case assignment strategy to help with those high595work--high caseloads at some of the stations that have lower596capacity to complete some of that work. We are also597implementing overtime for our VRCs on a voluntary basis. We are598also implementing help teams to complete orientations to get599veterans into entitlement decisions--see counselors for600entitlement decisions more quickly.601    Mr. Pappas. Yes. How have these issues impacted the veteran602experience? What are their wait times like for VR&E?603    Ms. Stovall. The current overall wait time is 81 days.604Prior to the shutdown, we were seeing a decline from 54 days605down to 50 days, and now we are currently at 81 days. Again, we606are using those help teams to help us make sure that we can get607veterans seen in entitlement decisions and plans written so608that they are able to start school in January.609    Mr. Pappas. Well, thank you. I appreciate your attention to610those matters.611    I yield back.612    Mr. Van Orden. The ranking member yields back.613    The chair now recognizes Mr. Barrett from the great State614of Michigan for 5 minutes.615    Mr. Barrett. Thank you, Mr. Chairman, and thank you to the616panel. Thank you both for being here today. Mr. Chairman, thank617you for the shout-out on the TRANSPORT Jobs Act. We are hopeful618that that will help kind of bridge the gap between members619leaving military service and finding employment in critical620sectors of the economy where we certainly have a shortage621taking place.622    You know, this really struck a chord with me recently as we623saw the tragic case out in California, where an illegal624Commercial Driver's License (CDL) operator, illegal immigrant625in the country, performed an illegal maneuver, led to, you626know, to the fatalities of Americans that were here. To me, I627am thinking about this, I am like, why are we operating a628system where it is benefiting people operating illegally when629we could be employing veterans who have trained and are630qualified in these ways, but may not have the appropriate631civilian licensing that is necessary? They have driven trucks,632they have done supply chain jobs in their military capacity,633but then they do not have the reciprocity with civilian634licensing to get that appropriate job and opportunity back635home.636    One of the original reasons, the very first reason I was637motivated to run for office a decade ago, I came home from the638Army and I saw that a whole host of my battle buddies that I639had served with were really struggling to find opportunities in640Michigan at the time. We were leading the country. We were the641second overall State in the Nation for veteran unemployment642rate. This is back in, you know, the 2000, mid-2000, 2015643timeframe. Michigan was coming out of this great recession at644the time, and we were hit predominantly hard in that effect.645Veterans always seem to suffer the worst brunt of economic646downturns. Having a robust ability for transitioning veterans647to come home is really important because I think it really648provides that stability, that purpose, and that fundamental649dignity that comes with being someone who is transitioning back650home and finding that next mission in life.651    The work that we do on this committee is really important652in that effort to really establish a framework for how we are653going to welcome people back home and provide them that self-654sufficient dignity that they deserve.655    I had a few questions for you about some of the shifts that656we have seen within the economy away from maybe some of the657traditional 4-year degree programs and into other skilled trade658or other skilled professions and things like that. I am curious659if you can give us any insight why we have still seen an660overwhelming preponderance of people going into the traditional6614-year degree fields and less inclined to go into the trade662opportunities that may be a better fit for them based on their663skills that they have acquired in the military.664    Mr. Smith. Thank you for the question, sir. I wish I had a665good answer for you, but, honestly, we do not have a survey666mechanism to ask veterans why they choose the path that they667choose. That would certainly be, you know, something that we--668--669    Mr. Barrett. Yes. Do you think it has anything to do with670the reimbursement rates and what they can qualify for under a6714-year program versus a trade opportunity, the apprenticeship672programs, and some of the just I guess, reimbursement and other673value ability of some of these programs that are available to674them?675    Mr. Smith. It could be. There are a number of instances676where if you look at a 4-year--you know, what we pay for a 4-677year college degree----678    Mr. Barrett. Yes.679    Mr. Smith [continuing]. the total package value would be680much higher than for a noncollege degree or an apprenticeship681program.682    Mr. Barrett. Okay. Then I know I actually was in Michigan a683few weeks ago in my district and met with a man who runs this684group, Workshops for Warriors. I think he has actually685testified in front of this subcommittee last Congress. He told686me that there is a cap. He runs a trade program, a skilled687trade apprenticeship-type program that gives certification to688veterans, things like that. I think he told me there is a cap689for an institution of how many of their students can receive GI690Bill and other veteran benefits. Is that true, that there is a691limitation there for institutions?692    Mr. Smith. There is a statutory requirement for 85 percent.693It is an 85-15 rule, up to 85 percent supportable through694government programs.695    Mr. Barrett. Is there a waiver available for that or would696that need to be provided in law?697    Mr. Smith. Yes. I am sorry, I said that backward, 85698percent nonfunded, 15 percent funded. We can give a waiver to699allow someone to exceed 35 percent as well, so that that waiver700opportunity is available.701    Mr. Barrett. Thank you. Appreciate it.702    With that, Mr. Chairman, I will yield back with 10 seconds703to go.704    Mr. Van Orden. The gentleman yields.705    The chair now recognizes Mr. Kennedy from the great State706of New York.707    Mr. Kennedy. Thank you. Thank you all for being here, your708testimony.709    The GI Bill is a sacred promise that helps veterans pursue710education, transition into civilian life, and provide for their711families, including the survivors and children of those who712have sacrificed everything. Our responsibility on this713committee is to ensure that that promise remains strong.714    A recent negotiated rule from the Department of Education715on loan limits for certain advanced graduate degrees has raised716serious concerns, especially for veterans pursuing fields like717nursing, education, physical and occupational therapy, social718work, and many other advanced degrees in healthcare,719particularly, but not exclusively. These are students and720veterans who rely on both GI benefits and Federal loans to721cover the full cost of their programs.722    We need answers about delays as well on Chapter 35 benefits723for survivors and dependents. The VA has not responded to724congressional inquiries and recent staffing cuts affecting725payment processing is certainly troubling. These issues require726immediate attention. The delay is beyond concerning. It is727infuriating, quite frankly.728    Mr. Smith, countless Americans, including future nurses,729therapists, and other essential healthcare providers, are730worried they may no longer be able to complete their graduate731professional degree programs under the Department of732Education's rule that restricts access to Federal loans for733certain healthcare professions. Veterans relying on GI Bill734benefits deserve immediate clarity. Is it your understanding735that GI Bill coverage for professional degree programs like736nursing, physical and occupational therapy, and others will737remain entirely separate from and completely unaffected by the738Department of Education's draft rule?739    Mr. Smith. Thank you for the question, sir. I am unaware of740the details of the Department of Education's draft rule, but we741do pay benefits up to the annual max amount set by Congress for742private schools. For public schools, there is no limit. As743well, the Yellow Ribbon program allows veterans to--and allows744schools to match 50 percent to exceed that the max cap that is745set each year.746    Mr. Kennedy. The rule that was passed in the Big Ugly Bill,747it cuts the ability for a student in half to achieve their748Federal loan need. My question is very simple. Will that impact749our veterans who also rely on the GI Bill?750    Mr. Smith. We will continue to administer GI Bill payments751just as we always have. I cannot imagine a deference to the752Department of Education on that.753    Mr. Kennedy. Okay. You do not know the answer?754    Mr. Smith. I do not know.755    Mr. Kennedy. Okay. Well, unfortunately, that does not756answer my question. Obviously, veterans, including those757pursuing these advanced degrees in healthcare, need clear758guidance and assurances. Many are still going to require759Federal loans even after using their GI Bill benefits. If those760loans are restricted under this rule, it is going to impede761their ability to afford their education. Hence, they are not762going to go into these healthcare roles where the need for763nursing by 2033, we are told from the Bureau of Labor764Statistics, we need to be hiring 200,000 nurses a year to765achieve where we need to be. We are already behind the eight766ball and we know our veterans make great nurses and healthcare767practitioners across the board.768    I am curious how the VA is assessing the impact on these VA769benefits. You know, how are our returning veterans that are770trying to go into these fields, how are they going to be771impacted?772    Mr. Smith. The statute allows us to pay 36 months of773benefits in the post--under the post 9-11 GI Bill program. We774will continue to deliver benefits to include both tuition and775fees, books and supplies, as well as the monthly housing776allowance to all veterans who are in the program.777    Mr. Kennedy. I think this is essential that the VA consider778moving forward is how to prevent veterans who have served our779Nation from being denied access or being pushed out of the780field that they would like to go into, especially with such a781great need for healthcare practitioners in this country.782    I yield back.783    Mr. Van Orden. The gentleman yields.784    The chair now recognizes Representative King-Hinds from the785beautiful Northern Mariana Islands.786    Ms. King-Hinds. Thank you, Mr. Chairman. Thank you to the787witnesses for the opportunity to have a conversation this788morning.789    You know, jobs, right, we are here because we want to talk790about how we get these vets employed. One of the things that I791always hear back home that makes me laugh, but makes me kind of792sad, is when I see certain vets, they are like, thank you for793your service, but where is the service for my service? Right? I794think there are gaps in terms of some of these programs that795they are entitled to, that is not translating into them after796leaving service to get into a career where some of these797benefits that are currently provided for is not leading to that798path.799    I also sit in the Small Business Committee. One of the800conversations that we had last week with some of the panelists801is, you know, just the shortage of workers in certain802industries, like manufacturing. Right? One of the panelists803said something that really struck me, which was, you know, it804is not--it should not be education for all, but careers for805all. What we are seeing as a trend across the country is that806there are all these jobs that are just very hard to fill807because we do not have the skilled labor.808    I am listening to the conversation that we are having about809the GI Bill and, you know, Rep. Barrett's question with regards810to the amount of benefits that are given for 4-year degree811programs versus these technical trade schools types of programs812that are available. Obviously, folks are going to be813incentivized to pursue the 4-year route, right, if you are814going to get more money.815    How do we look at that gap and create an opportunity where816trade school education has the same value as a 4-year degree817within the system? It is an open-ended question to both of you.818    Mr. Smith. Thank you for the question. I think we are819certainly willing to help Congress and we can meet with you as820well as with employers and other stakeholders to have that821conversation about the policy issues and how to resolve those822through new statute.823    Ms. King-Hinds. Did you want to chime in, Ms. Stovall?824    Ms. Stovall. I would say in my short 4 months that I have825been in this position, it has been rather exploratory. I do826know that we have some areas where we can focus more on827employment and that is one of the areas that I am looking to828improve. Currently, we do have 96 percent of our participants829that are following our employment through long-term services830track and only about 2.5 percent that are in our rapid access831track, which is the track that we use for veterans that have832skills and may just need resume development and job development833services to help them.834    I am looking into that to see what is driving that high835usage rate of our employment through long-term services track836to see how we can improve and leverage participation of our837other tracks that may be more appropriate. We do know that838veterans come out of the military with multiple skill sets and839so we need to figure out what we need to do to make sure that840we are utilizing them and we are looking at how we can return841them to the employment market.842    Ms. King-Hinds. Do you see some sort of perhaps an843accrediting system as something that would be beneficial? That844when, you know, folks are in the military who already developed845a certain skill, right, when they come out, some sort of an846accrediting body can now take whatever that skill level is so847that they are not now having to replicate the same training848that they have already had and that they have already been849doing, but could actually have physical paperwork to say I am850qualified, I am certified, I have the credentials.851    Ms. Stovall. Thank you for the question. I do believe that852it is, for VR&E, I think it is important for us to help them853identify how they are able to sell themselves and when they are854talking to employers.855    Mr. Van Orden. The gentlelady's time has expired.856    The chair now recognizes Mrs. Ramirez from the great State857of Illinois.858    Ms. Ramirez. Thank you, Chairman, and thank you, Ranking859Member, for having us in this hearing today. I want to thank860both of our witnesses who are joining us today.861    It has been a couple months since this subcommittee met and862a lot has happened in those 5 months. I want to go ahead and863start, since I am not sure when we will have another committee864hearing, to talk a little bit about the effects of the last 5865months. Really, I want to talk about the impact that the866government shutdown had on veterans.867    Mr. Smith, I want to go ahead and start with you. Mr.868Smith, for the record, did the government shutdown negatively869affect veterans? Yes or no?870    Mr. Smith. Yes.871    Ms.Ramirez. Thank you. Yes. Just for the record, I872appreciate you answering honestly here. 1.2 million veterans873were at risk of losing Supplemental Nutrition Assistance874Program (SNAP) benefits, as you know. More than 75,000 veterans875and their family members had their tuition and housing payments876delayed after the software problem stopped the automated877delivery of their benefits. We also know that 56 VA Regional878Benefit Offices were closed to the public, and more than 16,000879servicemembers preparing to leave the military were unable to880receive the VA transition briefings.881    Mr. Smith, recognizing that you saw the impact, did the882government furlough any veteran employees at the VA? Yes or no?883    Mr. Smith. Did we furlough----884    Ms.Ramirez. Did you furlough any veteran employees at the885Veteran Affairs Department?886    Mr. Smith. I am sure we did.887    Ms. Ramirez. Yes, you did. According to the VA press888release, 37,000 VA employees were furloughed, and estimates889that are about 120,000 veterans that work for the VA also were890impacted. It is likely that many, many veterans were891furloughed.892    Mr. Smith, did the government shutdown have any negative893impact on veterans trying to access educational benefits like894the GI Bill hotline or the VR&E counseling case management? Yes895or no?896    Mr. Smith. The education call center was closed during the897shutdown.898    Ms. Ramirez. It was impacted. Okay.899    Just for the record, I just want to make sure we note this900since we have not met for the last 5 months, and this shutdown901by the majority really had an impact. I want to make sure I put902this on the record. More than 900,000 veterans were unable to903get assistance from the GI Bill hotline. More than 100,000904enrolled veterans did not get their Veteran Readiness and905Employment program, counseling, or case management services. By906October 30, there was a backlog of new applicants for the907program of more than 61,988 applications. I want to make sure I908put that on the record.909    I also want to state that I was extremely frustrated that910my staff were working around the clock every single day and911they were unable to connect with the congressional liaison when912they were attempting to advocate on behalf of the veterans that913I represent. The Secretary directed leaders and staff within914the VA to use congressionally appropriated funds to send these915politically charged messages to veterans and congressional916staff about the shutdown, which I think is a clear violation of917the Hatch Act, instead of trying to work with us to try to help918them. I want to make sure that I note this because the shutdown919may have ended, but the impact is still there.920    With that, the last minute and a half I have, I want to921talk a little bit more about workforce opportunities here.922Access to a quality education is one of the promises we made to923veterans and we must deliver. The VET TEC is now drowning on GI924Bill benefits, yet VA's own data shows that the VET TEC's925employment rate is only at 49 percent within the 180 days of926program completion.927    Mr. Smith, when VA's own data shows that the VET TEC fails928to leave to employment for more than half of participating929veterans, is not restoring their GI Bill benefits essential so930veterans are not stuck paying the price when their training931fails to yield gainful employment?932    Mr. Smith. Thank you for the question. Based on the statute933and design of the VET TEC program authorized by the Elizabeth934Dole Act, if there is no remaining entitlement, the veteran is935allowed to train without cost, so they are allowed to enroll936and pursue the VET TEC program. Then they are charged937entitlement if they do have remaining entitlement.938    Ms.Ramirez. Yet half of the participating veterans are not939getting their restorated GI Bill benefits. I just want to make940sure I note that because the purpose is to be able to help them941get gainful employment. That is why, you know, I think some of942us have been working the last few years.943    I have 10 seconds left, Chairman. I worked on the Student944Veteran Benefit Restoration Act and I am going to be945reintroducing it. It will be really important for us to work946bipartisan the way we did before to make sure this bill finally947passes.948    With that, I yield back.949    Mr. Van Orden. The gentlelady yields back.950    The chair now recognizes my great friend, Mr. Juan951Ciscomani from the State of Arizona.952    Mr. Ciscomani. Thank you, sir. Thank you, Chairman. Thank953you all for the witnesses here for being here as well to954testify about this important topic.955    You know, as our country continues to face shortages in key956industries like electrical work, trucking, manufacturing, and957energy, this committee must ensure that veterans are made aware958of every pathway to a meaningful career. In a recent survey,959more than 70 percent of Veteran Readiness Employment960participants of the VR&E enter into an undergraduate program961where about 3-1/2 percent entered into a vocational or962technical program and participation rates on for on-the-job963training remain especially low. Given the robust wages and964impressive employment outcomes associated with these programs,965it is clear that significant improvements in outreach are966needed.967    My bill, H.R. 1458, the Veteran Education and Technical968Skills Opportunity Act, the Veterans Education and Technical969Skills (VETS) Opportunity Act, expands access to vocational and970technical training by extending educational benefits in the971post 9-11 GI Bill to include both in-person and hybrid versions972of skilled trade training programs in order to address skilled973trade labor shortages. Today's hearing is an opportunity to974learn how the VA is refocusing on all educational pathways,975degrees and non-degrees, and the best ways we can assist976veterans in obtaining high-paying jobs and strengthen the977American workforce and the shortages associated with that.978    I have got a--I want to start off with a question here979regarding the Dole Act. Now, Mr. Smith, this is for you. The980Dole Act was signed into law last January and it included981improvements to the VET TEC program that is very key to the982issues that we are talking about here. Now, the VA now it says983that it is going to implement the VET TEC program into the984first quarter of 2026. That is well over a year after this was985signed into law. This is, quite frankly, unacceptable. I am not986sure why it is taking so long, especially given that Congress987paid for the provisions to this almost immediately.988    I am also on the Appropriations Committee, so I know that989well. We had the legislation and we had the appropriated funds990for that as well. Why has it taken this long and why cannot we991implement it today?992    Mr. Smith. Sir, thank you for the question. We have been993working to build a payment or a claims processing and payment994system to support the VET TEC program. Because of the changes995to the underlying program, the requirements changed and we996needed to make changes to our claims processing tool.997    Second, our new payment processing system needs to be998updated so that it can also process and pay those. We are999looking to do that in third quarter of this year, be done in1000third quarter of this year, so that we can field that program.1001    Mr. Ciscomani. Third quarter of this year?1002    Mr. Smith. Yes, 2026.1003    Mr. Ciscomani. Okay, next year then you are talking about.1004    Mr. Smith. We are in Fiscal Year 2026. I am sorry.1005    Mr. Ciscomani. Okay, Okay. On the fiscal year, gotcha.1006    Well, there has got to be a way to be able to speed this1007up. I mean, the funds are there. The legislation was passed.1008This has a direct impact on where we want to go here with1009workforce, especially when we talk about the traits and so on.1010I am hoping to maybe get a little more concrete timeline or1011what is in the way of this. I do want to add some friendly1012pressure here because this is--time is of the essence here.1013    Again, it has been--it will be over a year by the time1014that, you know, your stated goal of quarter 1 gets implemented.1015Hopefully, we can get on that pretty quickly. I would1016appreciate an update on that when you have a more specific1017timeline.1018    Mr. Smith. Will do.1019    Mr. Ciscomani. Thank you. Now, let me move on to another1020question. I cannot see my time here, Mr. Chairman. One minute.1021Okay. Well, I do not have a lot of time, but so I will move to1022Ms. Stovall, if we can do that.1023    The VR&E meta data report highlights that, like I said,1024only 3-1/2 percent of veterans in the program pursue vocational1025or technical training and just about 0.4 percent participate in1026apprenticeships. What do you believe is driving such low1027participation in the career-building pathway, specifically on1028this one? What strategies can be implementing to increase1029awareness and enrollment in those programs?1030    Ms. Stovall. That is one of the areas that I am looking1031into, sir, to determine, you know, what is driving the high1032participation rates in training programs. What I have tasked my1033staff with is looking at what are our top 4-year degree1034programs and how can we match those with apprenticeships and1035OJTs that currently exist that may be a better route to help1036our veterans enter employment more quickly?1037    Mr. Ciscomani. I agree. Mr. Chairman, thank you. I would1038say that, you know, I think we, at least in Arizona or in1039Tucson, we may need not as many more attorneys, but we need1040more on the trades. We are missing that for sure. If we can----1041    Mr. Van Orden. The gentleman's time has expired.1042    Mr. Ciscomani. No offense to any of the attorneys in the1043room here, Mr. Chairman.1044    Mr. Van Orden. Not me.1045    Mr. Ciscomani. No, I am not looking at you. I am looking1046past you.1047    Mr. Van Orden. Okay.1048    Mr. Ciscomani. Okay.1049    Mr. Van Orden. We are good. Mr. Kennedy? Maybe. I do not1050know. The gentleman's time has expired.1051    The chair now recognizes Mr. McGarvey from the great State1052of Kentucky.1053    Mr. McGarvey. Thank you, Mr. Chairman.1054    This hearing is pretty simple. We want to make sure that1055our veterans, our men and women who put on the uniform, can1056build a good life and a good career after they transition away1057from the military. We know that there are some successful1058programs. The GI Bill has done a great job, but not all1059veterans need a 4-year degree. In fact, there are a lot of1060programs out there that can help, but the fact is veterans are1061not using these nondegree options.1062    We got to build some pathways. This is like, I hate using1063government speak. Let us not talk about pathways. Veterans need1064jobs and we got to make sure that they have what they need to1065get jobs. We have some things out there. Skill Bridge, these1066are registered apprenticeships, union training programs,1067industry partnerships. We know how this can work. Our1068collective responsibility, both on this committee and at the VA1069is to make sure that our veterans are not burning through their1070benefits only to be left with nothing really to show for it at1071the end.1072    We need accountability. We got to have some clarity. We got1073to have some employer partnerships that deliver results for our1074veterans. We got to make sure that our veterans who have1075already shown the initiative to put on that uniform, to go into1076the service, can take the skills they have there and use them1077in the civilian world to get a good job and have a good life1078for their families.1079    I look at this statistic. I am going to follow up on what1080Mr. Ciscomani said a minute ago. Fewer than 20 percent of their1081veterans right now use the GI Bill for nondegree options. Only108220 percent. Your testimony today has stated this may be due to1083a lack of wider awareness. Not using government speak, let us1084talk about this in a real way. What percentage of our veterans1085do you think should be using their GI Bill for nondegree1086options? What is the VA doing to make sure they know about1087these options and where they exist?1088    Mr. Smith. I will ask Ms. Stovall to respond in a second.1089First let me say I think there is an awareness problem. Both VA1090needs to be communicating with employers, partnering with1091employers to overcome that apprehension behind, you know,1092entering into a formal arrangement where they will be1093submitting enrollments and other documentation to VA.1094    Second, while we address this in PCPG, all of the pathways1095for education benefits, I think that we need to do a better job1096of other marketing around the idea of what opportunities are1097available for all of these different avenues.1098    You know, we are limited in some degree based on the1099statute. We deliver the benefit, we do not advise. That is1100where Ms. Stovall's team comes in, so I will ask her to add1101just a little bit to that.1102    Ms. Stovall. Under VR&E, the way that the statute is1103written, a veteran is able to identify a vocational goal and1104based on that vocational goal would receive the training,1105whether that is a degree, diploma, or certification. They1106receive the training that is recognized for entry into that1107field. Based on comprehensive assessments, the VRC, or1108vocational rehabilitation counselor, will work with them to1109determine what the most appropriate goal would be to get them1110to suitable employment.1111    Mr. McGarvey. 20 percent right now are using the GI Bill1112for nondegree options. Do you think that number should be1113higher or lower?1114    Ms. Stovall. I would defer that to Mr. Smith.1115    Mr. Smith. I do not have an opinion. I do not know what the1116right number should be.1117    Mr. McGarvey. Okay, Okay. Right now, it says that VR&E1118employment outcomes are at 74 percent for program completers.1119We have learned that counselor shortages and long wait times1120are part of this problem. Right now, VR&E employment outcomes1121are at 74 percent. That needs to be higher. Right? We have1122heard about counselor shortages, long wait times. How are we1123fixing this problem to make sure that veterans do not have to1124wait months just to start?1125    Ms. Stovall. Thank you for the question. We are looking at1126increasing--well, there is a couple things we are doing as far1127as our transformation efforts to make sure that we can render1128timely services. We have implemented a new case assignment1129system. We have--actually, I forgot to mention it earlier, but1130we do have 91 Full-Time Equivalent (FTE) that we will be1131onboarding this month to help with our vacant--fill those1132vacancies. We are also continuing to use some of our help teams1133to assist with backlogs.1134    Mr. McGarvey. We are out of time. I have more thing. I do1135want to point out, Mr. Chairman, graduation rates look Okay,1136but only half of graduates land meaningful employment within1137180 days. That is 6 months without a paycheck, so we got to do1138better.1139    Mr. Van Orden. Roger that. The gentleman yields back.1140    I now recognize myself for 5 minutes.1141    Part of this issue is back in the 1970's for some reason1142everybody thought that every single American needed to go to a11434-year college. They treated the rest of us that decided to1144join the military at 18 like we are less people, and that is1145not the case. The trades are where it is at. If you want to1146work with your hands, work with your hands because that is how1147America is built. America is not built because somebody has a1148degree in 13th century French poetry. It is because a dude went1149to one of these union shops and became a carpenter. Let us just1150remember that.1151    These numbers should be higher. The goal is employment. It1152is not a piece of paper on a wall. Let us always remember that.1153    A lot of these things I think, you know, my colleagues are1154concerned about. I am, too. I think we need to look at making1155sure that our TAP program addresses this more, that we educate1156our folks getting out of the military about the trades. Show1157them that, you know, you can make an exceptionally good living1158by being a tradesman.1159    I went, gee, it was last year, I was driving by, you know,1160doing doors and stuff when I was running for office, a year and1161a half ago, I guess. There was this dude there, he had this1162great house and this bitching boat and a truck and all this1163stuff. I stopped, I asked him what he did for a living. He said1164he is a lineman and his wife went to a tech school and she was1165an X-ray tech. You can live a very, very high-quality life by1166working with your hands. I just need to make sure that1167everybody understands that.1168    Mr. Smith, DOL-VETS is not here today, and we talked about1169that earlier. I think it is because of the intransigence of the1170Senate. We need to get those people in here. Can you tell me1171any redundancies between you and DOL-VETS? Between the1172Department of Veterans Affairs and the DOL-VETS.1173    Mr. Smith. I do not believe there is any redundancy. We1174certainly partner with DOL-VETS and we leverage their1175registration process for apprenticeships and we then accept1176them. We deem them as approved.1177    Mr. Van Orden. Mr. Smith, you guys have similar workforce1178programs, homeless programs. There are a lot of redundancies1179and we see these all the time. Can you tell me all these1180processing things that we have going on, it just seems like it1181is taking a long time. Do you guys use any type of innovative1182technologies to accelerate the process of registering? We have1183got a shortage of our counselors. What type of automated1184processes are in place to help speed along all of these1185functions?1186    Mr. Smith. In education, we are very interested in1187automation. Right now we are automating more than 50 percent of1188our claims to speed benefits to people. Mostly--or benefits are1189actually delivered in less than 15 minutes. You can apply for a1190certificate of eligibility and, you know, in a matter of1191minutes know that you are eligible to use your benefits for any1192number of programs.1193    Mr. Van Orden. Then it takes, what, 81 days, ma'am, to get1194rolling? Is that right?1195    Ms. Stovall. Eighty-one days in reference to?1196    Mr. Van Orden. Did not you say it takes 81 days to get1197these things done for the Army?1198    Ms. Stovall. The wait time.1199    Mr. Van Orden. The wait time.1200    Ms. Stovall. The wait time. Correct.1201    Mr. Van Orden. If it can be automated in 15 minutes, Mr.1202Smith, why does it take 81 days for completion?1203    Mr. Smith. That is on the education side, to provide an1204entitlement determination for the GI Bill.1205    Mr. Van Orden. Okay.1206    Mr. Smith. Vocational rehabilitation has a different1207process, you know, that requires some additional work on the1208front end.1209    Mr. Van Orden. Well, so I used VR&E, and I do not1210understand, I mean, you sit down and you fill out this battery1211of questions, then you talk to somebody. I do not know why that1212takes 81 days. I mean, I just--I simply do not understand that.1213    Ms. Stovall. We have, with our new case management system,1214Readiness and Employment System, or RES, we have been able to1215automate the eligibility process.1216    Mr. Van Orden. Yes.1217    Ms. Stovall. With that, that has reduced the wait time for1218a veteran to be seen by a case manager for an entitlement1219decision.1220    Mr. Van Orden. Yes, we have lower--we got a bill through1221the House that lowered the education requirement for these1222counselors; used to have a master's degree for this. I do not1223mean to disparage the folks that are doing this job, but it1224simply is not that complicated. More automation, more better.1225We just have to get over this institutional inertia that is the1226VA and focus on the veterans. I know that you guys are doing1227that pretty well.1228    With that, I yield back. We will--with that, I yield back,1229and we will be dismissing this panel. Thank you so much for1230your time. I appreciate it greatly. We will take a short break1231while we empanel the next question group.1232    [Recess.]1233    Mr. Van Orden. The committee will come to order.1234    On our second panel, we are going to hear from the1235following witnesses. Our first witness is Mr. Greg Hamm, vice1236president of field and government recruiting at Werner1237Enterprise, testifying on behalf of the American Trucking1238Associations (ATA). Our next witness is Gary LaBarbera, Jr.1239Where? There you are. Business agent, Teamsters Local 282, and1240Helmets to Hardhats trade advisor, testifying on behalf of the1241International Brotherhood of Teamsters. I want to thank First1242Sergeant LaBarbera for his service. He just retired. First1243shirt, good job. Semper Fi. We just had our 250th birthday.1244Kind of a big deal. Hope you had a good time. Woke up with a1245headache, probably. Our third witness is Mr. Jerome A. Grant,1246chief executive officer (CEO) at Universal Technical Institute1247(UTI). Our fourth witness is from the great State of Wisconsin.1248Mr. Vang, it is wonderful to see you. Human resources manager1249at ORC Industries. I want to thank Mr. Vang for being here and1250representing my home State. It is great to see you, sir. Our1251final witness is Mr. Dave Bostic, service development manager,1252aftermarket and customer support for Region 4, testifying on1253behalf of Deere & Company.1254    I would like all the witnesses to stand and raise your1255right hand, please.1256    [Witnesses sworn.]1257    Mr. Van Orden. Very well. You may be seated. Let the record1258reflect that all witnesses have answered in the affirmative.1259    Mr. Hamm, you are now recognized for 5 minutes to deliver1260your testimony.12611262                     STATEMENT OF GREG HAMM12631264    Mr. Hamm. Thank you. Chairman Van Orden, Ranking Member1265Pappas, and members of the subcommittee, thank you for inviting1266me to testify on behalf of the American Trucking Associations1267and Werner Enterprises. My name is Greg Hamm. I am the vice1268president of field and government recruiting at Werner1269Enterprises. As a proud U.S. Army veteran, I understand, both1270personally and professionally, the challenges that come with1271transition into the civilian role.1272    The Army transformed my life by giving me the discipline to1273do things the right way, even when no one is watching, the grit1274to push through when things get hard, and the commitment to1275finish what I start, and a sense of honor that comes from being1276part of something bigger than myself. These are the same1277qualities that I see in veterans embarking on civilian careers.1278It is why I am devoted to helping find them opportunities in1279the trucking industry.1280    At Werner, we take pride in being one of the Nation's1281largest and most dedicated employers of veterans and military1282families. Our average driver earns over $75,000 a year, and1283many earn well into the six figures. Approximately 20 percent,1284or 1 in 5, of our 13,000 associates are military-connected and1285our goal is to reach 25 percent, or 1 in 4. Our team of veteran1286recruiters has walked the same path as the men and women that1287we serve.1288    Veterans entering Werner can pursue careers ranging from1289professional drivers to technicians to safety roles,1290operations, logistics management. We extend educational1291support, tuition assistance, and military community resource1292groups to ensure that veterans and spouses have the tools they1293need to thrive.1294    Werner's holistic approach to career development has1295produced countless success stories. One example is Sergeant1296Eric Macedo, who served over 6 years in the Army as a mechanic.1297Despite his extensive experience maintaining complex equipment1298and leading soldiers, he struggled to translate his skills into1299the civilian career. By using his GI Bill benefits to enroll in1300Werner's Registered Apprenticeship program, he earned a CDL,1301quickly advanced at our company, and today he serves as a road1302team captain and as a mentor. Eric frequently tells us that the1303structure and the community that he rediscovered at Werner1304restored his sense of purpose that he felt in the service.1305    Eric's story underscores what is possible when policymakers1306and employers work hand in hand. The Federal Government can1307help more veterans like Eric by increasing funding for the1308Commercial Motor Vehicle (CMV) Operator Safety Training Grant1309program, CMVOST, which will expand access to quality CDL1310programs; passing Chairman Van Orden's Warriors to Workforce1311Act to ease the housing burden on veterans undergoing job1312training; passing the Veterans Transition to Trucking Act to1313reduce the VA's red tape on apprenticeship programs; and1314passing the TRANSPORT Jobs Act to make it easier for veterans1315and their spouses to find jobs in the supply chain.1316    Each year, approximately 200,000 servicemembers separate1317from the U.S. armed forces. In trucking and across the country,1318the benefits of hiring veterans are clear: the work ethic,1319leadership, adaptability, teamwork, high moral standard and1320character, and the ability to operate under pressure. Veterans1321bring the values that make the workplace and the supply chain1322stronger. Hiring them is not charity. This is smart business.1323    Ranking Member Pappas and Chairman Van Orden demonstrated1324their commitment to expanding meaningful career pathways for1325those who have served by spearheading the passage of the1326Veteran Improvement Commercial Driver's License Act last year.1327I am confident that this subcommittee will build on that1328progress to empower veterans and their families and employers1329to broaden and broaden our economy in the months ahead.1330    I appreciate the opportunity to join you here today and I1331hope to contribute constructively to your efforts to strengthen1332America's veteran workforce. I look forward to answering your1333questions. Thank you very much.13341335    [The Prepared Statement Of Greg Hamm Appears In The1336Appendix]13371338    Mr. Van Orden. The gentleman yields.1339    Mr. Hamm and Mr. Vang, I did not recognize your service,1340but you were in the Army so I am not supposed to. Just throwing1341that out there. Hey.1342    Sorry. That was for you for sure, for sure.1343    I now recognize Mr. LaBarbera, Jr., to deliver his opening1344statement.13451346                  STATEMENT OF GARY LABARBERA13471348    Mr. LaBarbera. Thank you. Chairman Van Orden, Ranking1349Member Pappas, and members of the subcommittee, thank you for1350the opportunity to testify today on these critical issues. My1351name is Gary LaBarbera, Jr., and I currently serve as a1352business agent for Teamsters Local 282 in New York City as well1353as the Teamsters trade advisor to Helmets to Hardhats, working1354to create employment opportunities for veterans working as1355Teamsters in the building construction trades.1356    I retired from the Marine Corps Reserves in 2023 as a1357company first sergeant, Company A-125, following two1358deployments for Operation Iraqi Freedom (OIF) and one for1359Operation Enduring Freedom (OEF). My experience is also one of1360a successful transition from military service to civilian union1361employment.1362    Following my first deployment, I obtained my commercial1363driver's license and began driving a truck while serving in1364Reserve status. Following my second deployment, I began my1365career as a Teamster in Local 282, driving trucks in the heavy1366construction industry in New York City.1367    In total, The Teamsters represent 1.3 million members,1368including tens of thousands of veterans currently serving1369Reservists and military spouses, and we appreciate the1370subcommittee's attention to this issue. We appreciate the1371committee's longstanding bipartisan efforts to improve the1372lives of veterans and to ensure that when they transition they1373can access careers that allow them to take care of themselves1374and their families. It is my hope that from today's hearing1375that the takeaway I can leave you with is the role that the1376Teamsters have and continue to play in securing employment for1377veterans like me, thousands of current members and future1378transitioning veterans.1379    As I mentioned, I am the Teamsters representative to the1380Helmets to Hardhats program, which provides opportunities1381within registered apprenticeship programs and careers in the1382unionized building trades and has connected nearly 55,0001383veterans to good paying careers since 2003, 13,000 of which1384over the past 5 years. We are able to achieve this through many1385partnerships with trade unions, employers, Department of Labor,1386and many others. I have worked with countless veterans1387connecting them to local training centers and employers,1388affording them opportunities to begin well paid careers as1389Teamsters in the construction industry.1390    I have also had many discussions with our locals and1391training centers who are committed to aiding our Nation's1392veterans and seek them out while looking to grow their1393workforce. I view this program to be a model of how labor can1394play an essential role in securing good jobs and careers for1395veterans.1396    The Teamsters' efforts in this area have been significant1397and wide-reaching. Over the years, our airline division1398membership realized that we were failing to transition military1399aircraft mechanics into civilian service. While we counted many1400veterans among the Teamster-represented pilots, we did not see1401this among the nearly 10,000 aircraft mechanics we represent,1402largely United Airlines. We led an effort to streamline the1403process in the Federal Aviation Administration (FAA)1404Reauthorization Bill, which the Federal Aviation Administration1405is currently working to complete. We thank Committee Chairman1406Bost for his leadership in securing that language.1407    Trucking has long been a strong source of employment for1408veterans, but also an industry where opportunity presents1409itself to work with Congress. For example, we thank1410Subcommittee Chairman Van Orden, Ranking Member Pappas, and1411other members of the committee for their leadership on the1412Veteran Improvement Commercial Driver License Act, which was1413signed into law last year and cut unnecessary red tape for CDL1414training.1415    Uniquely, Teamster Locals across the country also operate1416our own free or no cost CDL training programs which frequently1417work with transitioning veterans. Our programs graduate highly1418skilled drivers with pathways to stable and well-paid1419employment. The Teamsters are very interested in expanding our1420programs and searching for ways to do so in conjunction with1421Congress. For example, through a large expansion of the1422Department of Transportation's Commercial Motor Vehicle1423Operator Safety Training, CMVOST, Competitive Grant Program.1424Last year the program received less than $4 million in total.1425By increasing the funding for this program substantially,1426Teamster Locals can secure these available funds to expand1427existing programs, increasing offerings, and open new programs1428where they currently do not exist.1429    I should also note that the program is a perfect fit for1430today's discussion. The law already creates preference for1431programs which serve veterans, a requirement we strongly1432support. We are prioritizing expansion of CMVOST in ongoing1433surface transportation reauthorization discussions and hope for1434your support as negotiations on that bill continue.1435    Finally, we know that members of this subcommittee and the1436full committee have put forth numerous proposals on veteran1437employment and will continue to do so. The Teamsters are fully1438committed to working with all members on this shared goal and1439it is our hope we can both work with you on advancing those1440priorities and that in shaping proposals, programs, and new1441initiatives that you consider the ability of the Teamsters to1442be a partner in those efforts. We are proud to represent the1443greatest range of industries and occupations of any labor1444organization in this country and have a demonstrated track1445record of commitment to our Nation's veterans.1446    I appreciate the opportunity to testify before you today1447and look forward to any questions you may have.14481449    [The Prepared Statement Of Gary LaBarbera Appears In The1450Appendix]14511452    Mr. Van Orden. Thank you, First Sergeant. Both your and Mr.1453Hamm's record--or, excuse me, written testimony will be entered1454into the hearing record.1455    The chair now recognizes Mr. Grant for 5 minutes.14561457                   STATEMENT OF JEROME GRANT14581459    Mr. Grant. Chairman Van Orden, Ranking Member Pappas,1460members of the subcommittee, thank you for the opportunity to1461speak to you today. It is an honor to speak with you about1462something that is core to our work and essential to our1463Nation's future: creating strong, reliable, high-wage career1464pathways for America's veterans.1465    My name is Jerome Grant and I serve as CEO of Universal1466Technical Institute, which includes UTI and Concord Career1467Colleges. Across our 32 campuses we focus entirely on hands-on,1468career-focused education in fields that keep this country1469running: automotive, diesel technology, aviation, welding,1470electrical, and energy trades. On the Concord side, nursing,1471dental professions, respiratory therapy, surgical technology,1472and other critical healthcare fields.1473    Last year we educated more than 3,300 veterans and military1474affiliated students. Veterans are not a subset of our1475population. They are central to our mission. They bring1476discipline, maturity, problem solving, and leadership that1477elevate every classroom they are in. At UTI and Concord, we1478have built a support system around them: dedicated admissions,1479financial aid, counselors trained on VA benefits, military1480scholarships, salute to service tuition reductions, career1481coaching, and veteran recognition ceremonies.1482    Our measure of success is straightforward. Four out of five1483of UTI's graduates are employed in their field of study within1484a year. Our success is measured across the full employment1485cycle. We support graduates for life with placement assistance1486and continuing education that is complementary because, much1487like the military, they carry our name long after they leave1488ranks. With new campuses opening, this impact will continue to1489grow.1490    One of the most powerful examples of what works is our1491partnership with the Department of Defense through Skill1492Bridge. UTI operates three on-base programs at Fort Bliss, Fort1493Bragg, and Camp Pendleton. Out of the more than 3,500 Skill1494Bridge organizations nationwide, fewer than 200 operate on1495bases.1496    Our Skill Bridge programs offer free on-base housing for1497servicemembers, guardsmen, and revision reservists coming from1498other installations. It also is open to dependents because we1499support the whole military family, not just the servicemember.1500We are honored to be among them. We hope to see the base1501commands embrace these important transition opportunities for1502servicemembers.1503    These programs cost the servicemembers nothing. Over just150412 to 16 weeks, participants complete automotive and diesel1505technician training that leads to civilian jobs with starting1506wages above $50,000. There is no gap between leaving the1507military and entering the workforce. It is immediate with life-1508changing impact and we should be doing more of it.1509    We also work closely with the United Service Organizations1510(USO) and U.S. Chamber of Commerce Hiring Our Heroes program to1511deliver transition workshops, career preparation, and direct1512connections to employers. In every industry we serve, whether1513it is the skilled trades or healthcare, the message from1514employers is the same: we need more talent. Veterans are an1515ideal fit for these skilled collared careers that value1516discipline, teamwork, and technical ability.1517    We are proud to be recognized as a military-friendly school1518and veterans-friendly institution. What really matters is not1519the designation, it is outcomes. Our responsibility is ensuring1520veterans leave us with strong credentials and even stronger1521careers.1522    As for the opportunity to create more visibility into high-1523paying jobs and skilled trades, I could not agree more with1524what Jim Farley, the CEO of Ford, said just a couple weeks ago.1525The skill gap in the United States is no longer a distant1526warning. It is a present day crisis.1527    When companies like Ford have 5,000 high-wage technical1528jobs sitting unfilled it tells us one thing: our country must1529dramatically expand the training pipeline for skilled technical1530careers that keep America moving. Veterans are often well-1531suited for these skilled trade jobs.1532    At Universal Technical Institute and Concord Career1533Colleges, we are focused every day on solving this problem.1534Across our nationwide campuses, UTI trains students in1535automotive, diesel, Electric Vehicle (EV), hybrid systems,1536welding, aviation maintenance, electrical, and energy1537technology, the very roles Ford and the entire transportation1538and mobility sectors urgently need.1539    As part of UTI's success is our industry-leading1540partnerships and manufacturers allow us to offer both industry1541and company-specific training sought by our employers. We have1542manufacturer-specific advanced training programs with Ford,1543General Motors, Daimler Trucks, Cummins Engines, and several1544other incredible manufacturers.1545    We are eager to expand these partnerships with leading1546manufacturers to meet the needs of the moment. That includes1547scaling EV and next generation propulsion training, creating1548more Original Equipment Manufacturers (OEM) aligned curriculum1549and growing career pathways, opening additional on-base1550programs, and working together to recruit more veterans, career1551changers, and young adults to these skilled collared careers.1552    America cannot remain competitive without a strong1553technical workforce. UTI is ready to grow, innovate and1554partner----15551556    [The Prepared Statement Of Jerome Grant Appears In The1557Appendix]15581559    Mr. Van Orden. The gentlemen's time has expired. Sir, your1560written testimony will be entered into the record.1561    The chair now recognizes Mr. Bostic for 5 minutes.15621563                   STATEMENT OF DAVID BOSTIC15641565    Mr. Bostic. Chairman Van Orden, Ranking Member Pappas, and1566members of the subcommittee, thank you for the opportunity to1567testify today. My name is David Bostic and I am here on behalf1568of John Deere to share information about an issue that affects1569thousands of transition servicemembers every year, which is the1570successful reintegration into the civilian workforce.1571    As you know, our Nation's veterans bring unmatched skills1572and resilience to their communities. Yet despite these1573strengths, many face significant challenges transitioning from1574military service. This issue hits me close to home. In 1997,1575fresh out of high school, I started work as a technician at a1576John Deere dealership in Lexington, Illinois. Except for the1577years spent in college and in the Marine Corps, I have spent my1578career supporting John Deere customers, first with a wrench in1579my hand and then in every single corporate role I have held at1580John Deere for the past 18 years.1581    John Deere manufactures equipment and technology that1582enables our customers to produce the food, fiber, fuel, and1583infrastructure that supports a growing global population. To1584accomplish this, we employ over 30,000 employees across 16 U.S.1585states, including 250 employees in Chairman Van Orden's1586district. We do not do this alone. John Deere equipment is sold1587and serviced by a network of independently owned dealers, like1588United Ag and Turf and James R. Rosencrantz & Sons in1589Congressman Pappas' district. These are small businesses1590embedded in thousands of communities across the United States1591that employ an additional 50,000 people. Currently, these1592dealerships face a critical shortage of skilled workers,1593especially equipment technicians.1594    John Deere has always been a staunch supporter of this1595country's military and its veterans. Over the past several1596years, we have taken greater strides to advocate and support1597for veterans. In 2019, a team of fellow veterans and I launched1598John Deere's military hiring program. It was designed to help1599connect dealers with technicians to close the skilled trades1600gap.1601    Our goal was simple. We were set out to follow three key1602principles. First, be simple to navigate for servicemembers and1603dealerships. My team and I take on as much of the logistical1604and paperwork workload as possible. Second, add value to the1605servicemember and their potential employer. To do this, we1606provide free training to the candidates. This helps sets them1607up for success and it helps translate the skills that they have1608gained in the military into terms civilian employers can1609understand. Last, we stay focused on positive outcomes. Our1610goal is not charity or good press. Our goal is the successful1611employment of our participants.1612    Since 2019, our dealers have hired approximately 8001613veterans, including hosting over 300 Skill Bridge interns,1614which has become a cornerstone of our military hiring program.1615Today, I urge the subcommittee to consider stronger1616partnerships between the government and employers to manage1617transition programs like Skill Bridge.1618    Employers are on the front lines of the workforce1619development. We understand the skills needed, the gaps, and the1620potential that veterans can bring to their organizations. By1621involving employers directly, we can ensure programs are1622relevant and responsive to a rapidly changing labor market.1623    Here are three key recommendations. First, formalize1624employer advisory councils to help shape transition programs1625like Skill Bridge, ensuring alignment with industry needs.1626Second, expand incentives for small and midsize employers to1627hire veterans and participate in programs like Skill Bridge. At1628John Deere, we are able to leverage our size and infrastructure1629to help our independent dealers navigate this process. Many1630small businesses would benefit from a similar model. Third,1631create a centralized employer portal to streamline veterans'1632benefits, track outcomes, and share best practices across1633industries. Well-intentioned businesses often struggle to1634navigate the existing systems and connect with the right1635resources.1636    In closing, I ask for your leadership to create a future1637where the government, veterans, and employers have a clear path1638to create positive economic opportunities. It is often said1639that the best recruiting tool the military has is a1640servicemember that becomes a successful civilian.1641    Thank you for your time and commitment to those who have1642worn the uniform.16431644    [The Prepared Statement Of David Bostic Appears In The1645Appendix]16461647    Mr. Van Orden. The gentleman yields. Mr. Bostic, your1648written testimony will be entered into the record.1649    I am going to throw a little Semper Fi to you, too. Kilo1650Company, is that right?1651    Mr. Bostic. Yes, sir, Kilo 324.1652    Mr. Van Orden. Okay. Al Anbar? Al Anbar?1653    Mr. Bostic. Yes, sir.1654    Mr. Van Orden. Garden spot, was not it? It was not at all.1655Yes.1656    The chair now recognizes Mr. Vang for 5 minutes. Before I1657say this, Mr. Vang, I have been to your facility and it is1658remarkable. What you guys do there is life-changing for so many1659people. It gets not just the veteran side. I am talking about1660some of the other folks that are there. They take tremendous1661pride in getting up and going to work. They are part of a1662community. They are supporting themselves and their family. I1663want to personally thank you for changing the lives of1664thousands of people. It is just remarkable.1665    With that, sir, I yield to you for 5 minutes.16661667                     STATEMENT OF YING VANG16681669    Mr. Vang. Mr. Chairman, Ranking Member, members of the1670subcommittee, thank you for the opportunity to testify today on1671strengthening the veteran workforce through nontraditional1672career path in manufacturing. My name is Yang Vang. I am here1673on behalf of ORC Industries, a not-for-profit manufacturer1674dedicated to creating meaningful employment opportunities,1675especially for individual disabilities and for our veterans.1676    Across the country, manufacturers are facing a workforce1677shortage. National Association of Manufacturers estimates by16782030 up to 2.1 manufacturing positions will need to be filled.1679It is a readiness problem. It is an economic opportunity1680problem. For our veterans in particular, a missed chance to1681connect people who are ready to serve and work that truly1682matters.1683    One of the most overlooked part of the sector is cut-and-1684sew manufacturing. It is a highly specialized trade, but not1685unlike many fields, it does not require a 4-year degree. It1686does require training, discipline, precision, and the ability1687to show up every day to do the job right.1688    When a servicemember transitions out of the military, many1689of them are not looking for a traditional office job. They want1690to work. The work that they want is hands-on. They are used to1691being part of a team. They are motivated by mission and not a1692paycheck. They are exactly the conditions. These are the1693conditions, especially on a manufacturing floor: a shared1694mission, clear standards, and a culture where everyone's role1695matters.1696    Unfortunately, significant barriers keep many veterans from1697considering these paths. First, there is a awareness problem.1698When servicemembers go through transition counseling,1699manufacturing, especially cut-and-sew, is rarely presented as a1700high-value, long-term career. Many veterans simply do not know1701these jobs exist. We can change that. I urge Congress to ensure1702that career transitions explicitly include a pathway to1703manufacturing, including trades like cut-and-sew.1704    The Department of Labor register apprenticeship programs1705are powerful tools. We need to use it and we need to extend it.1706Provide additional training funding incentive for veterans in1707these role. These will increase the pipeline.1708    Second, there are constraints in the GI Bill that can be1709used. Many veterans need short-term, skill-focused training1710programs, not 2 or 4 years in classroom. Right now it can be1711difficult to fully utilize the GI Bill. We need to condense1712training stackable credentials in trades like cut-and-sew1713manufacturing, expand eligibility, and flexibility.1714    Third, the cost of training falls entirely on the employer.1715For a not-for-profit manufacturer, like ORC, and many other1716small mid-sized businesses, the desire to hire and train1717veterans is there. The margins are tight. Every dollar invested1718in training has to be carefully weighted. Congress can help by1719derisking the investments, targeted training grants, tax cut,1720tax credit, dedicated funding for veterans-focused1721apprenticeship, and work experience program.1722    ORC's mission is to employ individuals with disability1723while strengthening America's manufacturing base, including1724creating opportunity for veterans. Our cut-and-sew lines1725produce critical defense textile product. Veterans working on1726these products can see a direct line between their work and the1727readiness of the next generation of servicemember.1728    At ORC, we receive--employees receive an onsite training1729regardless of their educational background. We do not require a17304-year degree. We require willingness to learn to work as a1731team to meet with high-quality standard. We promote from1732within.1733    In closing, I want to emphasize three key points. First,1734cut-and-sew manufacturing, skilled trade more broadly, offers1735scalable, nontraditional career path for veterans that do not1736require a 4-year degree, but do offer dignity, purpose, and1737advancement. Second, better awareness of traditional programs,1738more flexibility. Third, when we do this, we do not just help1739veterans. We strengthen America's manufacturing capability, our1740national readiness. We close critical work gaps, support1741domestic production of defense textile, and other strategic1742goods, and demonstrate that this country still values skilled1743trades as a vital part of our economy.1744    Thank you for your time and for your commitment to1745expanding opportunity for those who serve.17461747    [The Prepared Statement Of Ying Vang Appears In The1748Appendix]17491750    Mr. Van Orden. The gentleman yields. Thank you, Mr. Vang.1751Your written testimony will be entered into the record.1752    For anybody that is wondering, in fact, everyone from the1753State of Wisconsin has the same tie. I know, right? It is kind1754of cool.1755    All right. We will now proceed to questioning.1756    The chair now recognizes Ranking Member Pappas for 51757minutes.1758    Mr. Pappas. Thank you, Mr. Chairman.1759    I want to thank our panelists for their testimony today. I1760think it is all important for us to consider as we think about1761how we match up the skills and potential of our veterans who1762are being separated from service with the opportunities that1763are out there and the need in so many critical sectors of our1764economy. I appreciate the work that you are all doing and how1765you are bringing together education and labor and the private1766sector to help solve this problem and to help make sure our1767veterans have everything they need to thrive.1768    Mr. Bostic, if I can start with you. I want to thank you1769for what you have put on the table here today and talking a1770little bit more about your military hiring program that you1771stood up. It sounds like you did it in a way that provided the1772best opportunity for veterans to have access to it. I thank you1773for the feedback that you have provided in terms of how we can1774improve things with respect to veteran employment. You talked1775about employer advisory councils to, you know, better reflect1776the feedback from the private sector; incentives for smaller1777employers to participate, which absolutely is something that1778Congress needs to focus on. It should not just be big business1779that is able to be able to navigate these programs and create1780opportunities for veterans, because we know most of our1781employers fall into the small business category.1782    I just want to see if I could get a little bit more detail1783from you on this central portal idea that you had. There are so1784many different programs out there with overlapping points of1785contact and employment coordinators with responsibilities that1786overlap with each other. Can you talk about the value in having1787this in one place and whether you think Congress needs to give1788better guidance to various departments to consolidate and1789delineate responsibilities and ensure that agencies are working1790together with the end goal of opening more doors to veterans?1791    Mr. Bostic. Certainly, and thank you for the question. Yes,1792absolutely. A centralized portal, some single point of1793communication that streamlines exactly what benefits a veteran1794qualifies for or what benefits an employer would qualify for1795would be extremely helpful. It kind of mirrors how I run the1796program. With our military hiring program we are the single1797point of contact for the veterans and the servicemembers that1798come to us as well as the dealers.1799    We do not get too heavily involved within the specific1800benefits. I am just the matchmaker between the veterans,1801servicemembers, and the dealerships. That process of having1802somebody that knows there is one phone call they can make,1803there is one email address they can send an email off to, or1804one website they can go to and get a single point of1805information is extremely helpful.1806    Mr. Pappas. Well, thanks very much for your feedback.1807    Mr. Hamm, if I can turn to you, thanks as well for talking1808a little bit about the career development focus that your1809company has had. I appreciate you relating some of the feedback1810from the American Trucking Association and talking about some1811of the legislation that we have considered and hopefully will1812consider soon to cut red tape and help more veterans secure1813employment in the trucking industry. I thank the ATA for1814supporting that legislation.1815    Has the ATA seen any impact on a bill that we already1816passed and was signed into law last year, the Veteran1817Improvement Commercial Driver's License Act? Do you have any1818recommendations on other steps Congress should be taking to pay1819close attention to this issue in terms of implementation?1820    Mr. Hamm. I thank the ranking member for his question. We1821have already seen impact across agencies, especially those that1822have multiple locations across multiple states. The old1823inability to have students access their GI Bill benefits just1824because you were in another State location of a corporation or1825an entity that had it already approved in another State was1826burdensome on the veterans trying to use their benefits. We1827have already seen, in just the short year that it has been in1828effect, we have already seen progress in students having access1829to funding through their GI Bill benefits to get quality1830education at these quality training providers.1831    Mr. Pappas. Well, thanks for that feedback. That is1832important.1833    Mr. LaBarbera, if I can talk to you a little bit about CDL1834as well. You mentioned in your written testimony about the bad1835actors that are out there. Can you talk a little bit more about1836the impact that this has on the lives of student veterans and1837what we should be paying attention to make sure that there are1838some guardrails and that we are protecting, ultimately,1839veterans to be able to get access to the right programming so1840that they can get the skills they need to have good-paying1841jobs?1842    Mr. LaBarbera. Yes. Thank you. Anywhere where somebody can1843gain a few dollars, I feel there are people out there that will1844do that. There are all these programs where they will bring a1845veteran in, they will spit them out with a license, and then1846you are on your own. That is not what we do as the Teamsters1847and the programs that we work with is you come in with us, we1848train you, and then you go into a good career that has--1849sustaining for your family and medical benefits and to be able1850to provide for your family for your whole life.1851    Mr. Pappas. Thanks very much. I yield back.1852    Mr. Van Orden. The gentleman yields.1853    The chair now recognizes Mr. Ciscomani from Arizona.1854    Mr. Ciscomani. Thank you, Mr. Chairman. Mr. Grant, welcome.1855Thanks for being here, sir.1856    You know, with Universal Technical Institute's headquarters1857and major campus being in Arizona, you connect firsthand with1858veterans that are looking for technical and vocational training1859programs. We talked a little bit about in the previous panel on1860the demand and the interest from veterans being way, way higher1861on the 4-year degree versus some of these vocational programs1862that, quite frankly, they are in a higher need, I was kidding1863around in the last panel, than any of the other maybe1864professions out there. More on the technical side, but yet we1865see 3-1/2 percent or so of the interest in that.1866    That is a challenge that I think we need to take as a1867society overall to say how do we promote that more, especially1868among our veterans that I think are eager to get in there. Most1869of the people that go to these programs graduate debt-free and1870they start making a good living, definitely more than what I1871was making with a bachelor's degree in political science right1872after college and with student loan debt as well.1873    What--so I am trying to get a gauge here. What policy or1874administrative barriers impede veterans from enrolling in1875technical programs like this? How can Congress help expand1876access to high-wage technical careers?1877    Mr. Grant. Sure. What a great question. It is come up a1878couple of different times in the conversations here, so I am1879glad it is part of the conversation.1880    First of all, the VETS Opportunity Act, H.R. 1458, starts1881to address some of the barriers that currently stand in the way1882of people picking these sort of careers. I think the best way1883to think about it is from ford of a high level. You are coming1884out of the military and you want to access your GI Bill. You1885can either go to a 4-year school or you could go to a technical1886school. Not every technical school and not every program in1887every technical school and not every technical school that has1888hybrid or online programs. Which one sounds easier for you to1889make a decision?1890    Mr. Ciscomani. Yes. No, I agree. Can you tell me why that1891is?1892    Mr. Grant. Well, because it is the way the statutes are1893written.1894    Mr. Ciscomani. The statutes are written that only certain1895technical programs apply?1896    Mr. Grant. To certain ways and certain accredited1897institutions can go or you could go to every 4-year school.1898When you are coming out and you want to take advantage of the1899GI Bill because it is well-earned and you are going to be a1900great person out there in the world, there is just a lot of1901having to think it through that happens when you are thinking1902about taking----1903    Mr. Ciscomani. It almost feels like the system is guiding1904our veterans or anyone to go into that 4-year degree route1905versus anything else. It almost seems like discouraging to go a1906different route.1907    Mr. Grant. Well, that gets to there is really two issues,1908that gets to the second issue, which is there is a very1909longstanding cultural bias----1910    Mr. Ciscomani. Yes.1911    Mr. Grant [continuing]. to go to 4-year schools. We have1912153 career counselors on high school campuses. There are1913hundreds of high schools that will not allow our students--our1914career counselors on their campuses because they do not want1915their kids to go to technical schools. We need to continue to1916break that down and get more programs into the high schools,1917into the community colleges, and then cleanup some of the1918language that makes it easier for servicemembers.1919    Mr. Ciscomani. I am all for that. I am running out of time.1920I cannot really see my time, but I feel that it is coming.19211:45. I am sitting in that one angle that you cannot see either1922clock here. It is not that my eyesight is that bad, I promise.1923    I want to continue this conversation with you. You know, we1924had a veteran, actually a plumber that came over to our house1925and when he was leaving and we looking at the invoice, I told1926my wife we are in the wrong business here. You know, this is a1927good-paying job and for our veterans, we love that this is1928happening and we need to encourage more people to get in there1929as well.1930    I will switch real quick with the time that I have left on1931CDL. Mr. Hamm, if I can ask you this. My dad who, you know,1932talk about the stigma and all this. My family, as I think some1933of you know this, immigrated from Mexico. When my parents were1934like, what do you want your son to be? Some careers were not1935what they would have preferred. Now looking back it is like,1936you know, it could have been, you know, for many people that1937perspective changing.1938    My dad had a CDL. He was a bus driver most of the time that1939we have been in this amazing Nation. The trucking industry1940reports a high need for commercial drivers, certified drivers,1941and highlights that 12.9 percent of veterans already hold the1942CDL. Right? I went one of the training sites and they focus1943heavily in recruiting veterans as well. Can you talk a little1944bit about that? What can the VA do better here in supporting1945and training these programs and the GI Bill with the VR&E1946program?1947    Mr. Hamm. I cannot really speak specifically to the VR&E,1948but I can tell you that, you know, interest in our--in the1949supply chain, interest in commercial driver's license is not1950just a--you know, it is a security issue, it is a national1951security issue. This is an area that we have to spend money on,1952we have to focus on. I think you know, multiple people on the1953panel have talked about CMVOST and the appropriate nature in1954which we fund----1955    Mr. Van Orden. The gentleman's time has expired.1956    The chair now recognizes Mrs. Ramirez from Illinois.1957    Ms. Ramirez. Thank you from the great State of Illinois.1958Thank you, Chairman. I want to thank all of you for being here1959with us today. Really appreciate the work that you do to ensure1960that our veterans are getting good-paying, living wage jobs so1961that they can retire with dignity.1962    Look, the work that we do in this committee is incredibly1963important and, frankly, it is our responsibility to ensure that1964we are safeguarding and protecting the full benefits our1965veterans earn and deserve. Access to quality education is one1966of those promises we have made to veterans and it is our job1967every single day to deliver for them.1968    However, in recent years student veterans have been1969targeted by bad actors, folks who are seeking to enrich1970themselves by exploiting veterans' GI Bill benefits. I find1971that unacceptable. I have been talking about it since I got1972here to Congress 3 years ago. Veterans should be able to choose1973an educational program that meets their needs while being1974confident that their choice is going to result in high-quality1975education that ultimately results in good paying jobs. When a1976student veteran is defrauded by bad faith actors, it is only1977the right to be able to have a recourse to restore their GI1978Bill benefits.1979    That is why almost 3 years ago I introduced the Student1980Veteran Benefits Restoration Act of 2025. The bill would ensure1981that veterans who have been victims of fraudulent practices by1982predatory institutions of higher education receive the1983educational benefits that they were entitled to so they could1984actually graduate and get the jobs that they deserve. We1985actually passed this bill out of the House with bipartisan1986support and with a lot of support from the chairman here last1987Congress.1988    I want to make sure that I, for the record, note that I am1989urging my colleagues to support the bill as a first step to1990protecting our veterans from this fraudulent behavior.1991    Now, I want to talk about 2017. Congress made a deliberate1992decision to exclude nondegree independent study programs from1993GI Bill eligibility due to the rampant fraud and exploitation1994in nondegree independent study programs.1995    Mr. Grant, I wanted to ask you a question. What do you1996think in your opinion has changed now to justify allowing1997nondegree independent study programs to use the GI Bill1998benefits when we know that they are still being exposed to the1999same risks that we saw back then? What has changed for you?2000    Mr. Grant. Well, thank you for the opportunity to respond2001to that. Number one, I will not pretend to be the voice of an2002entire educational industry. I can speak very highly for2003Universal Technical Institute and its outcomes.2004    I also would like to follow up on one of your other2005questions around the number of employed veterans that are out2006in the market after 6 months because your statistic is2007accurate, which gets to the notion of quality of education, but2008it is not complete. The reason is, is that because the military2009benefits are 36 months, many of our veterans, 3,300 we educated2010last year, go on and do another program. Once they graduate2011from one program, say it takes a year, they will go on and do2012another 6-month or 9-month program. They do not get credit for2013going to school for that other program.2014    Anyway, so we pride ourselves on their outcomes and the2015high degree of integrity around the industry alignment. We are2016very proud of what we put out in the market in terms of veteran2017graduates.2018    Ms. Ramirez. That is great. Let me ask you, I am really2019concerned about bad actors and veterans' education. I think you2020are as well and I know from the work that you do. I guess my2021question is like what are we doing to ensure that we are2022preventing these risks from continuing to happen?2023    Let me, I have a little bit of time so I just need to get2024to the next question.2025    Mr. Grant. Sure.2026    Ms. Ramirez. If I can, I will come back to you.2027    Mr. Grant. Sure.2028    Ms. Ramirez. Mr. Bostic, your company participated in the2029Skill Bridge, which has employment rates above 90 percent.2030Meanwhile, we are seeing the consequences of programs like VET2031TEC overpromising and undelivering. Mr. Bostic, what should the2032VA in Congress be looking for to distinguish high-quality2033training providers from those who offer training without real2034career opportunities at the end, where they end up having to go2035to other programs and other programs?2036    Mr. Bostic. That is a fantastic question. Thank you. I will2037allude to what is been mentioned several times in this2038testimony already is to track outcomes, especially in the2039skilled trades where we have such a deficit across all2040industries from transportation, manufacturing, repair, all of2041those. There is really no reason why a training institution or2042a company would not be able to put somebody through a training2043program and get them employed. For me, when looking at any2044program, and especially how I look at our own program and2045evaluate its success, is to look at, you know, how many2046veterans, how many servicemembers are we actually getting2047employed?2048    Ms. Ramirez. Let me ask one last question in 7 seconds. Do2049you believe restoring benefits to veterans who are defrauded2050would be beneficial for higher employment rates and veteran2051career progression?2052    Mr. Bostic. I believe so, it would, yes. Thank you.2053    Mr. Van Orden. The gentlelady's time has expired.2054    Ms. Ramirez. Thank you, and I yield back.2055    Mr. Van Orden. The gentlelady yields.2056    The chair now recognizes Representative King-Hinds from the2057Northern Mariana Islands.2058    Ms. King-Hinds. Thank you, Mr. Chair.2059    It is not too often where I sit in front of folks who have2060shared their successful transition from military life to2061civilian life and so I want to start with you, Mr. LaBarbera.2062Thank you for your service. Congratulations on your retirement.2063    You stated in your testimony that, you know, that journey2064has been successful for you. I just really want to hear more2065about it to better understand where the gaps are and how we can2066look at the system that we have in terms of policy to formulate2067some of these action plans.2068    Mr. LaBarbera. Sure. For my experience, I came out and I2069was fortunate enough to have an opportunity in my reserve2070status. I think that the big gap is education for the young2071servicemember that comes out. I know, you know, there is TAP in2072the services. There is a lot of different things that are out2073there, but there is so much information that comes out. From2074veterans that I talk to on a regular basis, what I see is they2075are just looking for opportunities on things to do and they are2076kind of, you know, I will use the analogy of throwing spaghetti2077at a wall and seeing what sticks sort of. I think just a little2078more education and a little more one-on-one time with them,2079maybe during that transition period on what is a viable option2080for them.2081    One thing that I have heard a lot today from everybody here2082is, you know, a skilled trade is really--you know, it is not2083something that people should be looking down on. It is a great2084career path, whether it be with the Teamsters or any other, in2085my opinion, organized union trade. That is something that2086people should be striving for.2087    Ms. King-Hinds. Did you actively seek out the opportunities2088that you have now or was this something that was connected to2089you through some nonprofit that directly deals with the VA?2090    Mr. LaBarbera. No, I was not through any nonprofit. It was2091a simple referral process. Somebody said, would you like to,2092you know, come work here and drive a truck? I said, sure. Then2093after my second deployment, when I had returned home, I had the2094opportunity through referrals to join Local 282 and begin my2095excellent story.2096    Ms. King-Hinds. Okay. Thank you for that.2097    My next question is to Mr. Bostic or Mr. Vang. You both2098spoke about incentivizing companies and I wanted to kind of2099further flesh out what that would look like in terms of policy,2100so.2101    Mr. Vang. I believe that, you know, it is really just2102opening up, you know, the door for veterans here, meaning that,2103you know, helping. You know, a lot of the costs, we as the2104employer take on that burden, especially with the training. For2105us at ORC, you know, I do have tuition reimbursement program2106for our employees, but the goal here is getting them trained,2107getting them in, taking them through the process. It costs a2108lot of money from my time, all of the management time, to the2109training time, to the employer's time, to the lead person time.2110Having incentive out there to help employers, especially when2111our budget is tight, would be beneficial to open that door.2112    Ms. King-Hinds. What would that look like specifically?2113    Mr. Vang. I mean, average, if you really look at it, you2114know, cost of training is between 3-to $5,000 per individual,2115an employee. You know, being able to take on that burden with2116subsidies coming in would really, really help us expand that2117door for all of our veterans.2118    Ms. King-Hinds. Okay. I have about a minute left. Mr.2119Bostic, can you chime in on some of those suggestions that you2120stated during your testimony, specifically the incentive part?2121    Mr. Bostic. Yes, ma'am. The--I will echo what was said2122earlier with the biggest--one of the biggest upfront costs is2123training. Remarkably very similar dollar figures on the2124equipment technician side.2125    In addition to wages, the training is one of the largest2126upfront costs. We are able to discount, provide for free a lot2127of our internal training to servicemembers. I know the2128dealerships that have hired our servicemembers, they provide a2129lot of training up front as well. Several of our dealers will2130even sponsor veterans to go on to an accredited community2131college, an actual diesel tech program, and do not require the2132servicemembers to use their own GI Bill benefits to do so.2133    Ms. King-Hinds. All right. Thank you for that. I yield my2134time.2135    Mr. Van Orden. The gentlelady yields.2136    The chair now recognizes Mr. McGarvey from the great State2137of Kentucky.2138    Mr. McGarvey. Thank you, Mr. Chairman.2139    Mr. LaBarbera, I wanted to start with you today. You warned2140about predatory CDL programs targeting veterans. What2141safeguards should Congress put in place to make sure that GI2142Bill funds only--and supports high-quality training providers?2143    Mr. LaBarbera. I am not sure I have an exact recommendation2144of what safeguards could go in place, but I think really2145looking at them and if you look at, like I said before,2146something that leads into a career and not just a CDL program,2147I think, you know, focusing the time and resources on that, I2148think will be beneficial.2149    Mr. McGarvey. Thank you. Mr. Bostic, John Deere's Skill2150Bridge program has already shown how veterans can move straight2151into dealership careers where employers are directly involved.2152Building on that success, what should VA do to formalize2153employer advisory councils and make it easier for small2154businesses to take part in Skill Bridge?2155    Mr. Bostic. I do not have a good answer. It is--it is a--2156honestly, it is a complicated issue as far as getting the right2157people involved at the right time for the right purposes.2158Again, I do not have a ton of interaction with the VA benefits.2159As I said earlier, I connect them with dealers. It is just in2160my own personal experience at trade shows or career shows or2161events similar to this one, when you have employers together2162talking about the gaps that they need filled, best practices,2163and especially when they have the ear of legislatures in the2164same area, those sort of conversations foster a lot of change2165and a lot of growth. Anything along those same similar lines2166would be beneficial.2167    Mr. McGarvey. Thank you. I think, you know, what you all2168are saying is what we want as well, right? Veterans do not just2169need programs. Veterans need jobs. We got to make sure that2170programs, even if they are well-intention programs up here, are2171actually leading to veterans getting jobs. We know that2172employer-focused pathways work. We know that short-term2173education programs need accountability. We know that there2174needs to be transparency from the VA, especially how they are2175implementing the Dole Act and Rudisill. You know, I want to2176make sure that transparency is there, accountability is there,2177and that when the rubber meets the road and our veterans who2178are motivated, who are skilled, are coming into civilian life,2179that we are able to help with that transition from the military2180to getting a good job, so they can take care of themselves,2181take care of their families, just as they took care of us when2182they have the uniform on.2183    Thank you so much, Mr. Chairman. I yield back.2184    Mr. Van Orden. The gentleman yields.2185    I now recognize myself for 5 minutes.2186    What has come up repeatedly is the education industrial2187complex. That is what that is. It has essentially turned into a2188racket. Let us be honest. We got these kids going to school.2189They get out with hundreds of thousands of dollars' worth of2190debt and zero ability to be employed. That is just wrong and it2191has got to stop.2192    You know, I guess I could say I have a complicated2193relationship with higher education because, you know, we need2194to have these schools. You got to remember someone did go to a21954-year institution and then maybe for a couple extra years and2196they got a master's in electrical engineering, but then they2197handed the plans to a dude that went to your training program2198who did the wiring. There is room for everybody here. We just2199got to understand that when we are out of foot soldiers, you2200cannot win a war. That is who you guys are representing just to2201be super clear.2202    Mr. Bostic, you made a very profound statement. One of the2203best recruiting tools is a highly employed and happy veteran. I2204need you to talk to your folks and I appreciate that2205tremendously. I want to know your Touch to the Transition2206Assistance Program. When is the last time your people have been2207on a military base and speaking to folks that are Active Duty2208that are on their way out of the service?2209    Mr. Bostic. I make it a point to be to as many on-base2210career fairs as possible. We are a corporate sponsor of several2211organizations, like Recruit Military, Hiring Our Heroes, and 502212Strong, and participate in them. Every time that I am on a2213military base, I make it a point to go and talk to the2214Transition Assistance Office to make sure that they are aware2215of our program and our benefits.2216    Mr. Van Orden. Okay. We got to--me and Chris got to make2217sure that you get there more often and that door is open for2218you.2219    Mr. Vang, have you guys ever been over to Fort McCoy or to2220Volk Field to talk to the folks that are separating?2221    Mr. Vang. Yes, actually, I am actually stationed right at2222Fort McCoy.2223    Mr. Van Orden. Okay.2224    Mr. Vang. I do work closely with the team there. Again, you2225know, especially in our manufacturing. It is actually really,2226really difficult. It is a skill set.2227    Mr. Van Orden. Yes.2228    Mr. Vang. Okay. It is tough.2229    Mr. Van Orden. If you guys do not know, they make our white2230hats, which is kind of cool. The Dixie cup, that is what your2231brains call it, I know.2232    Mr. Grant, what is your Touch to TAP program?2233    Mr. Grant. We have 26 employees who are former military2234that are on 26 bases around the country giving career2235counseling seminars on a regular basis.2236    Mr. Van Orden. Okay. Let us make that 50.2237    Mr. Grant. All right.2238    Mr. Van Orden. Okay? We got a lot of bases.2239    Mr. Grant. I would also like to say I did not get the memo2240on the tie. I am from the great State of Wisconsin.2241    Mr. Van Orden. Where are you from in Wisconsin?2242    Mr. Grant. I was born in Milwaukee, raised in Racine,2243University of Wisconsin-Milwaukee (UWM) graduate.2244    Mr. Van Orden. Oh, really? Okay. Well, let us get the memo2245out next time.2246    First Sergeant, what is your Touch to the TAP program?2247    Mr. LaBarbera. Our Touch is through the Helmets to Hardhats2248program, where there are regional managers that visit every2249site that is available to a member base anytime they are there.2250I think it is roughly 25,000 veterans they touch on a regular2251basis----2252    Mr. Van Orden. Okay.2253    Mr. LaBarbera [continuing]. that contact Helmets to2254Hardhats seeking a career.2255    Mr. Van Orden. Okay. Mr. Hamm.2256    Mr. Hamm. Thank you for the question. Yes, we are on the2257bases every single week. We have got a team of people that2258travel the country every single week and are attending the TAP2259program briefings and actively trying to recruit folks to come2260to our great industry.2261    Mr. Van Orden. Okay. We got some of my fellows back there2262with those funny hats on. We got to make sure that you guys are2263connected to our Veterans Service Organizations (VSO), also. It2264is critically important. We need the American Legion, we need2265the Veterans of Foreign Wars of the U.S. (VFW), Disabled Vets.2266She is in the back corner hiding from DVA. We got to make sure2267that you guys are connected. As Mr. McGarvey said before he2268departed, it is about jobs.2269    We have an issue with the Skill Bridge program, and we are2270trying to make sure--I mean, we have paid for this thing, and2271we are kind of getting the Heisman once in a while from the2272Active-Duty component. We are going to start working with those2273cats, because if we are not filling those billets or if they2274are going to a certain pay grade, which they are, you know,2275that is not Okay. We will be working--I am also on the House2276Armed Services Committee. We bring this up because we got to2277get those people into these programs that we have because they2278are critically important.2279    With that, I am going to yield back.2280    I want to thank you all for coming to discuss veterans'2281employment. It is critically important, as I just said. It is2282clear that this is an invaluable program for our veterans and2283something--we need more guarantees for jobs for our veterans2284when they get out. I hope to continue working with Chris, my2285friend, and the rest of the committee to improve the2286administration of these approved apprenticeship programs and2287enhance them in private sector and nonprofit sector to continue2288to help future generations.2289    With that, I would like to yield Mr. Pappas for any2290comments you may have.2291    Mr. Pappas. Well, thank you, Mr. Chairman. Appreciate the2292witnesses all attending today and for your testimony. I know it2293takes a lot out of your day to be able to travel here, but we2294benefit from having your voice in this conversation.2295    We need to be able to track skill growth, income, and2296career building within the industry long term to truly see if2297these employment programs that we have been talking about today2298are successful for veterans. I took notice that almost all the2299written testimony contained references to TAP. Getting2300employment wrong, especially during a transition out of the2301military or between duty statuses for our National Guard and2302Reserve component servicemembers, put the veteran and their2303family at risk for negative outcomes like housing insecurity,2304food insecurity, substance abuse, and suicidal ideations. That2305is why we need to ensure that veterans are protected from scams2306and programs that waste their time. TAP was not the subject of2307this hearing, but it is a crucial piece of this discussion. I2308hope to see improvements on the program in the upcoming2309National Defense Authorization Act (NDAA), including a TAP2310curriculum for spouses and families.2311    I was disappointed to read in the American Legion statement2312that the Department of Defense recently declined to meet with2313them on TAP, and I hope to continue rigorous oversight of that2314program with you, Mr. Chairman.2315    Thank you very much for everyone's contributions and I2316yield back.2317    Mr. Van Orden. The gentleman yields.2318    I ask unanimous consent that all members may have 52319legislative days to revise and extend their remarks and include2320extraneous materials. Without objection, so ordered.2321    This hearing is adjourned.2322    [Whereupon, at 12:29 p.m., the subcommittee was adjourned.]23232324=======================================================================23252326                         A  P  P  E  N  D  I  X23272328=======================================================================23292330                    Prepared Statements of Witnesses23312332                              ----------23332334                  Prepared Statement of Kenneth Smith23352336    Chairman Van Orden, Ranking Member Pappas, and distinguished2337Members of the Subcommittee, I appreciate the opportunity to appear2338before you today to discuss how we can strengthen the Veteran2339workforce. Accompanying me today is Chantile Stovall, Acting Executive2340Director, Veteran Readiness and Employment (VR&E) Service.2341    As critical members of the workforce, empowering Veterans2342continuously proves to be a catalyst for revitalizing and driving2343America forward. Congress has authorized several training and education2344programs to accomplish this and ensure Veterans have impactful civilian2345careers.23462347Service Member Support23482349    The Transition Assistance Program (TAP) provides support for2350transitioning Service members through an interagency effort led by the2351Department of War (DoW), Department of Labor, and the Small Business2352Administration, which is supported by VA and other Federal agencies.2353Every year, TAP prepares about 200,000 Service members to return to the2354civilian world. As part of the general 5-day TAP curriculum, there is a23551-day mandatory VA Benefits and Services course that covers many VA2356benefits and services available to Service members, their families, and2357caregivers. TAP serves as an important opportunity for introducing2358transitioning Service members to their education benefits, but it is2359only one touchpoint. As all Members on the Dais know, it takes several2360touches over a period and through a variety of media to commit this2361critical information to memory. Further, if a Veteran is not intending2362to use their education benefits immediately upon separation, they are2363less inclined to see the benefit of the information VA is providing2364through TAP.23652366Transition Support23672368    Understanding these challenges, VA launched the VA Solid Start2369(VASS) Program in 2019 to make early, consistent, and caring contact2370with newly separated Veterans.\1\ VASS requires VA staff to call all2371eligible Veterans at three key stages during their first year after2372separation from the armed forces. By doing this, VASS aims to increase2373the likelihood that recently separated Veterans will get connected to2374VA earlier and utilize VA benefits and services. VA also sends2375transitioning Service members comprehensive employment information2376through VA's early communications initiative which begins 1 year before2377separation.2378---------------------------------------------------------------------------2379    \1\ On October 17, 2022, VASS was signed into law (https://2380www.Congress.gov/117/plaws/publ205/PLAW-117publ205.pdf), permanently2381authorizing VA to expand VASS with DoD coordination.23822383---------------------------------------------------------------------------2384Post Separation Support23852386    Once a Veteran determines they wish to utilize their VA education2387benefits to upskill or improve their employability, VA has two pillar2388programs--VR&E and the GI Bill. For Veterans who are eligible for these2389programs, they can access supportive services with proven outcomes.23902391VR&E Engagement23922393    VR&E services and assistance are delivered through five tracks of2394service. Four of the five tracks focus on employment and employment-2395related services with Service members and Veterans. Across all tracks,2396Vocational Rehabilitation Counselors help Veterans and Service members2397develop a highly individualized plan, monitor their progress, and2398provide professional counseling and support. Service members and2399Veterans are also supported by Employment Coordinators whose role is to2400assist in direct job placement and sustainment.2401    VR&E leverages programs such as the Non-Paid Work Experience which2402enable participants to bridge the experience gap by gaining training2403and practical job experience. VR&E also includes use of on-the-job2404training (OJT) and registered apprenticeships to expand employment2405opportunities for Veterans. Through these initiatives, VR&E supports2406Veterans in developing marketable skills and trades via non-college2407degree programs with hands-on training experiences that offer quick2408entry into the labor market. Occupational programs in this area include2409contracting specialists, truck drivers, plumbers, and many more.2410    Veterans who complete a program of rehabilitation show2411significantly better outcomes compared to those who stop participating,2412such as higher employment rates (74 percent vs. 40 percent) and greater2413income earnings ($90,000 vs. $60,000). Additionally, their reliance on2414supplemental programs decreased (35 percent vs. 58 percent).\2\ In2415Fiscal Year 2025, VR&E exceeded its previous record with 10,5272416employment outcomes out of 19,372 positive outcomes for Veterans2417exiting the program.2418---------------------------------------------------------------------------2419    \2\ Fiscal Year 2023 Veteran Readiness and Employment (VR&E)2420Longitudinal Study (https://www.benefits.va.gov/VOCREHAB/docs/FY2023-2421longitudinal-study.pdf)24222423---------------------------------------------------------------------------2424Utilizing Education Benefits24252426    Separate from VR&E, VA's pathway for Veterans to develop skills to2427enter the workforce is the GI Bill, which allows for non-4-year2428programs including an array of vocational or technical training,2429including certificate programs, licensing and certification exams, and2430OJT and registered apprenticeship opportunities. During Fiscal Year24312025, 15,290 Post-9/11 GI Bill beneficiaries began training at2432vocational/technical schools and 2,219 Post-9/11 GI Bill beneficiaries2433began an OJT or apprenticeship program. During the same time period,243478,382 individuals began training in undergraduate or graduate degree2435programs under the Post-9/11 GI Bill.2436    GI Bill entitlement can also be used to cover the costs of licenses2437and certifications required for certain jobs following completion of2438these educational programs, even if the individual does not pass the2439test. During Fiscal Year 2025, 3,541 Veterans received GI Bill benefits2440for test reimbursement.2441    VA can also pay for new employee training in vocational fields2442through approved OJT and registered apprenticeship programs.2443Individuals who qualify receive a monthly payment for living expenses2444that varies based on the GI Bill program used. However, as demonstrated2445by the numbers above, fewer than 20 percent of Veterans this Fiscal2446Year have opted to use their GI bill benefit to pursue a non-degree2447option. VA recognizes that this is in part an awareness issue, and the2448agency will do more to ensure Veterans are informed of all the2449potential uses of the GI bill entitlement and explain how an2450apprenticeship can be a better option because it would equip2451individuals with the skills needed to more quickly secure employment.24522453The Importance of Partnerships24542455    One area which continues to expand is our internal and external2456partnerships. This starts with VA identifying high-demand career2457pathways and partnering with organizations that can further the growth2458for the American workforce. In the past, VA partnered with the2459Department of Labor's Bureau of Labor Statistics to compile lists of2460high demand occupations for the implementation of the Veterans2461Retraining Assistance Program (VRAP) and the Veterans Rapid Retraining2462Assistance Program (VRRAP). VA will also continue to work with DOL-VETS2463to develop outreach and marketing to employers who may be able to2464expand their workforce through Veteran-focused recruitment. VA would2465seek to reduce employer apprehension of administrative burden by2466providing marketing tools for use in conjunction with their recruiting2467efforts and demonstrating current tools to manage benefits, thereby2468demonstrating how employers can support Veterans using Post 9/11 GI2469Bill apprenticeship and OJT benefits. One example is VA's partnership2470with private companies such as the International Business Machines2471Corporation (IBM) to scale the IBM SkillsBuild program access to2472certifications and training in high-demand industries. This free,2473credentialed online program gives veterans access to information2474technology (IT) skills and builds pathways to meet current2475technological demands in rapidly expanding fields like Data Analytics,2476Cybersecurity, Artificial Intelligence, and Cloud Computing. After2477successful completion, all participants earn IBM-branded digital2478certificates to certify their relevant skills in emerging technologies2479and related proficiencies to prepare them for successful careers in2480technology. Although participation in the IBM SkillsBuild program for2481Fiscal Year 2025 is still underway, we have already seen an increase in2482participants from 12,215 to 14,368 learners to date. Individuals can2483learn more about this program at https://www.va.gov/education/other-va-2484education-benefits/ibm-skillsbuild-program/.2485    Internally, VA partners with DoD to offer the Warrior Training2486Advancement Course (WARTAC), a national-level VBA training program for2487active-duty Service members seeking employment as VA claims processors.2488VA has successfully trained 2,893 transitioning Veterans through the2489WARTAC program since its inception in 2014, and most graduates remain2490employed with VA today, many of whom have transitioned into leadership2491positions within the organization.2492    Other key initiatives aimed at helping Veterans who face employment2493challenges are the Special Employer Incentives and Veteran Employment2494Through Technology Education Courses (VET-TEC) programs, which provide2495job training and experience with little or no risk for employers.2496Through both of these programs, VA maintains partnerships with2497employers such as Amazon, Google, Microsoft, Department of2498Transportation, Social Security Administration, and many more.24992500Challenges and Opportunities25012502    VA acknowledges the Nation's rapidly evolving labor market demands2503a nimble workforce, and Veterans are uniquely equipped to meet many of2504our employers' emerging needs. However, to achieve this and ensure2505Veterans are informed of all their education and training benefits, VA2506must reassess how we communicate.2507    Additionally, substantive changes enacted by Congress in its2508reauthorization of the VET TEC program are leading to considerable2509implementation delays, due to the need for multiple system and business2510process changes required to manage entitlement and payments. Given the2511defined opportunity window for VET TEC 2.0, with the program only being2512authorized until September 30, 2027, VA is looking at low-code solution2513options and expects to have a viable solution identified in Quarter 1,2514Fiscal Year 2026.2515    Despite the IT delays, VA has made forward progress with other VET2516TEC 2.0 requirements. For example, VA has revised the training provider2517and student applications, updated training provider and expert2518credentials checklists, and drafted training and communications2519documents.2520    Another area of concern is our limited engagement with2521transitioning Service members during TAP courses. The 2019 National2522Defense Authorization Act authorizes 1 day for VA to cover health care2523and benefits during the 1 week of TAP. Education, Personalized Career2524Planning and Guidance (PCPG), and VR&E are covered in the curriculum.2525But a single day, which amounts to 6 classroom hours after lunch and2526breaks, is a very condensed time period for Service members to receive2527such a large amount of information. We regularly revise our curriculum2528based on Service member feedback to regularly improve the Service2529member experience within the allotted time.25302531Conclusion25322533    Chairman Van Orden, Ranking Member Pappas, this concludes my2534statement. We would be happy to answer any questions you or other2535Members of the Subcommittee may have.25362537                    Prepared Statement of Greg Hamm25382539[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]25402541                  Prepared Statement of Gary LaBarbera25422543    Chairman Van Orden, Ranking Member Pappas, and members of the2544Subcommittee, thank you for the opportunity to testify today on2545``Strengthening the Workforce of Veterans in America.''. The2546International Brotherhood of Teamsters represents 1.3 million2547hardworking people in the United States, Canada, and Puerto Rico, in2548nearly every congressional district, including tens of thousands of2549veterans, currently serving reservists, and military spouses.2550    I currently serve as a Business Agent for Teamster Local 282 in New2551York City, as well as the Teamsters Trade Advisor to Helmets to2552Hardhats, working to create employment opportunities for Veterans2553working as Teamsters in the Building and Construction Trades. I retired2554from the Marine Corps Reserves in 2023, as Company First Sergeant,2555Company A, 1st Battalion, 25th Marine Regiment, following two2556deployments in support of Operation Iraqi Freedom and one in support of2557Operation Enduring Freedom.2558    My experience is also one of a successful transition from military2559service to civilian employment. Following my first deployment, I2560received my Commercial Drivers License and began driving a truck while2561serving in reserve status. Following my second deployment, I began my2562career as a Teamster in Local 282, driving trucks in the heavy2563construction industry in New York City.2564    The most important message I hope to leave the Subcommittee with is2565the value and the promise of a union contract and union career to our2566Nation's veterans--and the ability and dedication of the Teamsters2567union to secure such a career.2568    Not only do I come from a union household, but the strong wages,2569working conditions, and opportunities provided by union jobs, and union2570training programs have provided real careers for hundreds of thousands2571of my brothers and sisters leaving the Armed Services.2572    The Teamsters have long been heavily engaged in these efforts -2573both creating and operating our own training programs, working in2574conjunction with other labor organizations, and advocating for common-2575sense legislative proposals in Congress.25762577Helmets to Hard Hats25782579    The Teamsters have long been proud participants in Helmets to2580Hardhats (H2H), a national program that assists veterans, transitioning2581service members, and Guard and Reserve members in finding opportunities2582within registered apprenticeship programs and careers in the unionized2583building trades. Since 2003, H2H has connected nearly 55,000 veterans2584to good-paying, stable careers providing solid middle class lives for2585the families of the brave young men and women who served our country.2586    H2H collaborates with the 14 major building trades unions under2587North America's Building Trades Unions, nearly 80,000 contractors2588nationwide, the Department of Labor Veterans' Employment and Training2589Service, Hire Our Heroes, the National Guard Association of the United2590States, and the Army Reserve's Public-Private Partnership. These2591partnerships ensure veterans aren't just placed in jobs but launched2592into meaningful careers that value their discipline and leadership.2593    While working with Helmets to Hardhats, I have worked with2594countless veterans connecting them to locals, training centers, and2595employers, affording them opportunities to begin well paid careers as2596Teamsters in the construction industry. I have also had many2597discussions with our locals and training centers who are committed to2598aiding our Nation's veterans and seek them out while looking to grow2599their workforce.26002601Commercial Drivers Licensure26022603    Across the country, Teamsters local unions in 20 states have2604established training trusts or apprenticeship programs to train and2605certify our members and other workers as CDL drivers, as well as2606offering training in hazmat, passenger, school bus and doubles/triples2607endorsements--all at little or even no cost to students. Our programs2608graduate CDL holders who not only have the actual skills needed to be2609safe drivers but also obtain a pathway to employment, and we are proud2610to have trained many veterans through these programs.2611    Not only are these programs high-quality, but they serve as an2612important bulwark against predatory CDL programs persist across the2613country. As the Commercial Vehicle Training Association (CVTA) stated2614in a recent letter to Transportation Secretary Sean Duffy, ``the2615continued presence of non-compliant entities on the TPR [training2616provider registry] allows these bad actors to offer substandard2617training services, resulting in students paying out-of-pocket for2618instruction that does not meet Federal standards. These students are2619often left unable to pass the CDL skills test, obtain employment, or2620operate safely; creating a significant risk to all who share the2621road.'' It benefits no one to generate ``graduates'' who can't pass a2622skill tests or, if they can, are not able to operate safely.2623    Regrettably, these programs have been to know to target2624transitioning veterans, taking advantage of both their personal2625resources and resources available through the G.I bill. As discussed2626later, the pervasiveness of these programs necessitates both2627congressional interventions broadly, and specifically in support of2628high-quality programs like those offered by Teamsters locals.26292630Transition Assistance Program26312632    The International Brotherhood of Teamsters includes 315 Local2633Unions throughout all 50 States, and represent a vast array of2634industries, we sometimes refer to as workers ``from A to Z, Airline2635Pilots to Zookeepers''. Our nation-wide, multi-industry structure puts2636the Teamsters Union in a strong position to assist those who may be2637entering the workforce for the first time or re-entering the workforce2638after a long absence. Veterans have skills that are in demand and many2639military skills can be parlayed into family sustaining careers as2640Teamsters where a member will earn top wages, superior health insurance2641benefits for his/her family and secure retirement benefits.2642    Given the deep breadth of our membership and occupations, we2643believe that there are future opportunities for the Teamsters Union2644would to more closely partner with the Department of Defense Transition2645Assistance Program (DoDTAP) to assist returning service members with2646career assistance as they transition to civilian life, and commit to2647working with any member of the Committee in ensuring that participants2648in TAP have the opportunity to pursue the vast array of careers our2649members work in.26502651Congressional Priorities26522653    The Teamsters have been deeply involved in numerous legislative2654efforts intended to strengthen veteran employment pipelines and career2655opportunities in Teamster represented industries. We believe that2656working in conjunction with your Committee, and other committees of2657jurisdiction, we can accomplish critical legislative changes to improve2658the pipeline and increase the availability of good jobs to veterans.26592660Aircraft Maintenance26612662    The Teamsters are proud to represent approximately 10,000 aircraft2663mechanics, the majority of whom work for United Airlines. While it has2664long been the case that much of our commercial pilot workforce is made2665of veterans who flew military aircraft, the same is unfortunately not2666the case for individuals who performed military aircraft maintenance -2667in fact less than 10 percent of military aircraft mechanics are able to2668make the transition to civilian commercial service. In part, this gap2669existed because of failure of the Departments of Transportation,2670Defense, and Veteran's Affairs to work cooperatively to address the2671needs of these workers as they transition out.2672    This includes failures to educate service members on resources2673which already exist, such as the Joint Service Aviation Maintenance2674Technician Certification Council (JSAMTCC) process, a pathway for2675military members to meet the requirements for an FAA Airframe &2676Powerplant (A&P) mechanic certificate based on their military training2677and experience. It also includes limitations in those programs, such as2678requiring separating services members to participate in duplicative2679testing or qualification which may be unnecessary.2680    To close this gap, the Teamsters led efforts during the FAA2681Reauthorization bill to create similar pathways that exist for pilots2682for mechanics, which ultimately included in the enacted legislation.\1\2683We thank particularly thank Committee Chairman Bost for his advocacy in2684ensuring the provision was included in the bill.2685---------------------------------------------------------------------------2686    \1\ Sec. 426. Military aviation maintenance technicians rule2687---------------------------------------------------------------------------2688    The provision requires FAA to create new regulation, including2689creating a written competency test for military mechanics to reduce2690testing burden and consider developing an Airman Certification Standard2691to qualify eligible military maintenance technicians for a civilian2692mechanic certificate. The Teamsters are pleased that the FAA has2693already tasked the Aviation Rulemaking Advisory Committee in developing2694these requirements, as well as identifying other actions that can be2695taken to streamline the FAA mechanic certification process for military2696applicants. We call on FAA to complete its tasking and these2697requirements expeditiously.26982699Supporting High-Quality CDL Training27002701    While we are proud to run the CDL training programs discussed2702previously, our locals are limited in resources, which has constrained2703our ability to both operate new programs, and expand existing programs.2704To that end, we believe that Congress can play an important role in2705expanding access by increasing competitive grant opportunities for2706high-quality CDL training. Currently, Congress has funded driver2707training though the Commercial Motor Vehicle Operator Safety Training2708(CMVOST) grant program.2709    The program is small in scope--in 2024 it awarded a total of $3.52710million to 27 awardees, and most awards are targeted at advanced safety2711training for previously licensed drivers.\2\ As Congress debates2712surface transportation reauthorization, we strongly support an2713expansion of that program to include significantly higher funding2714levels, and a focus on initial licensure.2715---------------------------------------------------------------------------2716    \2\ https://ai.fmcsa.dot.gov/Grants/CMVOST.aspx2717---------------------------------------------------------------------------2718    By doing so, Congress and the Department of Transportation can2719partner with the Teamsters and other quality operators to provide CDL2720training, including to veterans. CMVOST is also a particularly good fit2721for these efforts, as existing law requires that the ``Secretary shall2722award priority to grant applications for programs to train former2723members of the armed force'' \3\, a tasking we are prepared to meet.2724---------------------------------------------------------------------------2725    \3\ 49 U.S. Code Sec.  31103(c)2726---------------------------------------------------------------------------2727    Additionally, we have previously supported common-sense legislation2728which improves the pathway to careers as a commercial driver. The2729Teamsters were proud to endorse the Veteran Improvement Commercial2730Driver License Act, which was signed into law last year, and thank many2731members of the Committee, including Subcommittee Chairman Van Orden and2732Ranking Member Pappas for their sponsorship of the bill. In short, the2733legislation allows veterans to make use of G.I. funds at new CDL2734training schools, provided it is a new campus of an existing program,2735making use of the existing curriculum. This resolved a problem with2736G.I. bill restrictions for new facilities and we were pleased to see it2737become law.2738    Similarly, we have previously endorsed the Veterans' Transition to2739Trucking Act, led by Ranking Member Pappas and Representative Kiggans,2740further cosponsored by Subcommittee Chairman Van Orden, which would2741allow the VA to streamline the approval of apprenticeship programs in2742the trucking industry.2743    In sum, we believe that trucking offers tremendous career2744opportunity for transitioning veterans, and hope to continue to work2745closely with this Subcommittee and Congress to assist veterans in2746finding careers in the industry.27472748Rail Benefits27492750    It is also critical that existing statute does not create2751unnecessary barriers or deterrents for veterans to pursue particular2752careers. In the rail industry, workers receive unemployment and2753sickness benefits through the Federal Railroad Retirement Board.2754However, current Federal law excludes railroad workers who are also2755receiving military retirement pay from receiving rail unemployment or2756sickness benefits that they have otherwise earned. This exclusion harms2757veteran rail workers without logical cause and should be addressed - to2758that end we support the enactment of H.R. 10109, the Veteran Benefits2759Enhancement Act, led by Representative Stansbury.27602761Other Legislation27622763    The Teamsters are also committed to working with Congress and this2764Subcommittee on legislation to improve pathways to employment for2765veterans which are not inherently specific to the transportation2766industry. We have previously endorsed both the Servicemember2767Apprenticeship Act and the College Opportunities for Servicemembers2768Act, led by Reps. Sherrill and Kiggans, which would expand access to2769Registered Apprenticeship programs that are available to servicemembers2770in the Skillbridge Program, and foster cooperation between colleges and2771the Department of Defense with regards to veterans' entrance into2772Skillbridge programs, respectively.2773    We know that numerous members of this Subcommittee and the full2774Committee have also introduced various pieces of legislation on this2775important subject, and we welcome the opportunity to work closely with2776members on advancing proposals which will improve the veteran2777employment pipeline moving forward.27782779Conclusion27802781    The Teamsters have been proud to work for decades at various2782initiative to ensure the men and women of the Armed Forces have2783opportunities for good careers, with strong wages and benefits which2784can support them and their families upon transitioning out of the2785service. We fundamentally believe that we, the Nation's strongest labor2786union representing workers in nearly every industry, have a unique and2787critical role to play in this effort. It is our hope that we can2788continue to, and grow, our partnerships with Congress and the Federal2789Government in our effort to achieve these shared goals.27902791                   Prepared Statement of Jerome Grant27922793    Chairman Van Orden, Ranking Member Pappas, and Members of the2794Subcommittee thank you for the opportunity to be here today. It's an2795honor to speak with you about something at the core of our work and2796essential to our Nation's future: creating strong, reliable, high-wage2797career pathways for America's veterans.2798    My name is Jerome Grant, and I serve as CEO of Universal Technical2799Institute, which includes both UTI and Concorde Career Colleges. Across2800our 30+ campuses, we focus entirely on hands-on, career-focused2801education in fields that keep this country running: automotive and2802diesel technology, aviation, welding, electrical and energy trades, and2803on the Concorde side--nursing, dental professions, respiratory therapy,2804surgical technology, and other critical healthcare roles.2805    Last year, we educated more than 3,300 veterans and military-2806affiliated students. Veterans are not a subset of our population--they2807are central to our mission. They bring discipline, maturity, problem-2808solving, and leadership that elevate every classroom they're in.2809    At UTI and Concorde, we've built a support system around them:2810dedicated admissions and financial-aid counselors trained on VA2811benefits, military scholarships, Salute to Service tuition reductions,2812career coaching, and veteran recognition ceremonies. Our measure of2813success is straightforward: four out of five of our graduates are2814employed in their field of study within a year. Our success is measured2815across the full employment cycle. We support graduates for life with2816placement assistance and continuing education, because--much like the2817military--they carry our name long after they leave our ranks. And,2818with new campuses opening, that impact will continue to grow.2819    One of the most powerful examples of what works is our partnership2820with the Department of Defense through SkillBridge. UTI operates three2821on-base programs--at Fort Bliss, Fort Bragg, and Camp Pendleton. Out of2822more than 3,500 SkillBridge organizations nationwide, fewer than 2002823operate on base. Our SkillBridge programs offer free on-base housing2824for service members, Guardsmen, and Reservists coming from other2825installations. It's also open to dependents because we support the2826whole military family, not just the service member. We're honored to be2827among them. We hope to see base command embrace these important2828transition opportunities for service members.2829    These programs cost the service member nothing. Over just 12 to 162830weeks, participants complete automotive and diesel technician training2831that leads to civilian jobs with starting wages at or above $50,000.2832There's no gap between leaving the military and entering the workforce.2833It is immediate, with life-changing impact. And we should be doing more2834of it.2835    We also work closely with the USO and the U.S. Chamber of Commerce2836Hiring Our Heroes program to deliver transition workshops, career2837preparation, and direct connections to employers. In every industry we2838serve--whether it's the skilled trades or healthcare--the message from2839employers is the same: We need more talent. And veterans are an ideal2840fit for these ``skilled--collar'' careers that value discipline,2841teamwork, and technical ability.2842    We're proud to be recognized as a Military Friendly School and a2843Veteran Friendly Institution, but what truly matters is not the2844designation--it's the outcomes. Our responsibility is ensuring veterans2845leave us with strong credentials and stronger careers.2846    As for the opportunity to create more visibility into the high2847paying jobs in skilled trades, I could not agree more with what Jim2848Farley the CEO of Ford said a couple of weeks ago. The skills gap in2849the United States is no longer a distant warning--it is a present-day2850crisis. When companies like Ford have 5,000 high-wage technician jobs2851sitting unfilled, it tells us one thing: our country must dramatically2852expand the training pipeline for skilled, technical careers that keep2853America moving and veterans are often well suited to these skilled2854trades jobs.2855    At Universal Technical Institute and Concorde Career Colleges, we2856are focused every day on solving this problem. Across our nationwide2857campuses, UTI trains students in automotive, diesel, EV and hybrid2858systems, welding, aviation maintenance, electrical and energy2859technologies--the very roles Ford and the entire transportation and2860mobility sectors urgently need.2861    A part of UTI's success is our industry leading partnerships with2862manufacturers which allow us to offer both industry and company-2863specific training sought by our employers. We have manufacturer2864specific advanced training programs with Ford, General Motors, Daimler2865Trucks, Communis Engines, and several other incredible manufacturers.2866    We are eager to expand our partnerships with leading manufacturers2867to meet this moment. That includes scaling EV and next-generation2868propulsion training, creating more OEM-aligned curriculum, growing2869career pathways, opening additional on-base programs, and working2870together to recruit more veterans, career-changers, and young adults2871into these skilled-collar careers.2872    America cannot remain competitive without a strong technical2873workforce. UTI is ready to grow, innovate, and partner even more2874aggressively to help close the skills gap and ensure employers have the2875talent they need to power the next century of American manufacturing.2876    That's why we strongly support the VETS Opportunity Act, H.R. 1458,2877led by Congressman Ciscomani and Congressman Davis with the support of2878Chairman Van Orden. This bill is simple, bipartisan, and urgently2879needed. It modernizes the GI Bill to allow veterans to use their2880benefits for accredited hybrid and flexible certificate and diploma2881programs--programs that match the realities of today's workforce.2882    This legislation would expand opportunities in fields where demand2883is high, wages are strong, and veterans thrive. It would reduce2884underemployment, strengthen our workforce, and allow more veterans to2885pursue careers in the skilled trades and healthcare--sectors where2886shortages are persistent and nationally significant.2887    At a moment when many white-collar entry-level markets are2888tightening, the skilled trades and healthcare fields are wide open.2889Veterans deserve to walk through those open doors. Passing the VETS2890Opportunity Act is one of the most important steps Congress can take to2891ensure veterans have access to the jobs of today and the careers of2892tomorrow.2893    Chairman Van Orden, Ranking Member Pappas, Members of the2894Subcommittee--thank you for your leadership and for your commitment to2895helping every veteran transition into a meaningful, well-paid civilian2896career. At UTI and Concorde, we are privileged to serve those who have2897served, and we stand ready to work with you to expand opportunity and2898strengthen outcomes for America's veterans.2899    Thank you, and I look forward to your questions.29002901                   Prepared Statement of David Bostic29022903[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]29042905                    Prepared Statement of Ying Vang29062907The Opportunity29082909      The manufacturing sector is currently experiencing a2910significant workforce shortage. According to the National Association2911of Manufacturers, an estimated 2.1 million manufacturing positions may2912remain unfilled by 2030.29132914      Cut & sew manufacturing represents a specialized trade2915that, while having considerable barriers to entry, offers comparatively2916lower obstacles for initiation; this field does not necessitate a 4-2917year degree, but instead relies on training, discipline, and2918precision--qualities inherent to many veterans.29192920      Veterans transitioning from military service frequently2921seek roles characterized by hands-on engagement, teamwork, and mission-2922oriented environments, attributes commonly found within manufacturing2923settings.29242925Why Veterans & Manufacturing Align29262927      Transferable Skills: Veterans bring attention to detail,2928proficiency with complex equipment, and the ability to follow2929procedures under pressure.29302931      Non-Traditional Pathways: Roles such as sewing, machine2932operation, quality assurance, and logistics can be acquired through2933practical experience, short-term training programs, or apprenticeships.29342935      Career Progression: Opportunities exist to advance from2936entry-level sewing positions to advanced technical operator roles,2937supervisory capacities, and ultimately plant leadership.29382939Barriers and Proposed Solutions29402941      Barrier: Lack of awareness of manufacturing (and2942especially cut & sew) as a high-value career path.29432944        Solution: Expand and enhance career transition counseling to2945        include pathways into manufacturing. Utilize and strengthen the2946        Department of Labor Registered Apprenticeship Programs (RAPs)2947        designed for veterans, and advocate for expanded funding2948        incentives to encourage employers to hire veterans into2949        apprenticeship roles.29502951      Barrier: GI Bill constraints regarding coverage for2952short-term, skills-focused training initiatives.29532954                Solution: Expand eligibility and time for technical2955                certifications and apprenticeships in cut & sew2956                manufacturing. Streamline the conversion of military2957                training into civilian licenses, such as transitioning2958                medics to EMT or paramedic roles, leadership2959                certifications to senior management, and engineers to2960                construction project management certifications. Support2961                the growth and extended eligible length of time with2962                the Department of Defense's Credentialing Opportunities2963                Online (COOL) program.29642965                Maximize GI Bill benefits through an extended eligible2966                period beyond 2 years, stackable credentials, and rapid2967                upskilling modules. These alternatives offer efficient2968                pathways to employment without requiring traditional2969                degrees.29702971      Barrier: Training expenses are predominantly borne by2972employers.29732974        Solution: Provide incentives to employers through training2975        grants, tax credits, and funding targeted explicitly to veteran2976        apprenticeship and work-experience programs.29772978Stories That Resonate/Case Study: ORC Industries29792980      Mission: Dedicated to employing individuals with2981disabilities while strengthening America's manufacturing base2982capabilities, including employment opportunities for veterans.29832984      Cut & Sew Capabilities: Manufactures key defense textile2985products such as Army tarps, Navy ``Dixie Cup'' caps, shelters, and2986more.29872988      Career Pathways for Veterans: Sewing/machine operators2989receive onsite training regardless of educational background.2990Supervisory, quality assurance, and other indirect roles are promoted2991internally, leveraging both training and leadership abilities.2992Advancement into management or technical fields is further supported2993through ORC's educational benefits.29942995      Educational Support: ORC provides $3,000 annually in2996tuition reimbursement for technical or associate degrees and $5,000 per2997year for bachelor's degrees.29982999Takeaway/Conclusion30003001      Cut & sew manufacturing presents a scalable, non-3002traditional career pathway for veterans. Enhanced recognition of3003skilled trades in the US, support for employer-driven training, and3004expanded funding for short-term credentials will empower veterans to3005obtain stable, well-compensated employment without the prerequisite of3006a 4-year degree, while simultaneously helping to address the Nation's3007critical manufacturing workforce deficit.30083009                       Statements for the Record30103011                              ----------30123013  Prepared Statement of International Union of Elevator Constructors3014 (IUEC) and the National Elevator Industry Educational Program (NEIEP),30153016    Chairman Van Orden, Ranking Member Pappas, and Members of the3017Subcommittee: Thank you for the opportunity to share the union skilled3018trades perspective on veteran apprenticeship programs and Post-9/11 GI3019Bill utilization. I am Jason Gray, a proud veteran and the National3020Chairman of the IUEC Veterans Assistance Program. We submit this3021statement on behalf of the International Union of Elevator Constructors3022(IUEC) and the National Elevator Industry Educational Program (NEIEP),3023in solidarity with other union apprenticeship programs.3024    We are concerned that although the Post-9/11 GI Bill was expanded3025in 2011 to cover apprenticeships and on-the-job training, these3026pathways remain underutilized by veterans. Based on DOL VETS data, in30272024, only 0.31 percent of Post-9/11 GI Bill participants enrolled in3028OJT/APP (On-The-Job/Apprenticeship) programs. These numbers have3029dropped substantially over the last 6 years: in 2024, 140,000 fewer3030apprentices utilized the GI Bill for OJT/APP programs than in 2019.3031This indicates that tens of thousands of veterans are missing out on3032valuable ``earn-and-learn'' career opportunities in the skilled trades.3033    We submit this statement of record to explain the issues and3034provide recommendations to improve veteran participation in skilled3035trades apprenticeships.30363037GI Bill Apprenticeships: A Largely Overlooked Opportunity30383039    When Congress opened the Post-9/11 GI Bill to apprenticeships in30402011, it created a powerful tool for veterans. In a registered3041apprenticeship, veterans work as paid apprentices in industries such as3042construction, utilities, and manufacturing while simultaneously3043receiving GI Bill benefits, including tax-free money for books and3044supplies, and a monthly housing allowance during training. Unlike a3045traditional college path, the union apprenticeship model charges no3046tuition - training costs are covered by joint labor-management3047programs, meaning veterans incur no student debt. An apprentice earns3048wages from day one (with regular raises) and often receives3049collectively bargained benefits, such as healthcare and pensions. The3050GI Bill benefits essentially serve as a boost to help cover rent,3051utilities, childcare, and other living expenses for the veteran as they3052advance through a 3-5-year apprenticeship that leads to journeyman3053status, including journeyman wages and benefits.3054    In the elevator industry, the IUEC represents about 32,000 elevator3055and escalator mechanics and apprentices in the United States and3056Canada. The IUEC has collective bargaining agreements with 6153057employers in the industry, including large corporations such as Otis,3058KONE, Schindler, and TK Elevator. NEIEP is the apprenticeship program3059run by a joint board of Trustees with equal representation from the3060union and employers. It provides a 5-year, state-of-the-art3061apprenticeship program in over 65 locations across the country, where3062apprentices ``learn as they earn'' from day one, while incurring no3063debt for their education. When apprentices graduate from the program3064and become elevator and escalator mechanics, they join a trade that has3065consistently ranked as the highest-paying blue-collar job in the United3066States. (Forbes.com). And other trades--from plumbers and pipefitters3067to electricians, ironworkers, cement masons, bricklayers, painters, and3068more--offer tens of thousands of similar opportunities.3069    Despite these advantages, veteran usage of GI Bill benefits for3070apprenticeships remains very low. The overwhelming majority of eligible3071veterans still choose to use their education benefits for college or3072other schooling. This gap is not due to a lack of ability or interest3073among veterans, but rather a lack of awareness and access. Many3074transitioning service members are simply not informed about3075apprenticeship opportunities during their transition or by VA3076educational counselors.3077    The GAO concluded in 2015 that VA needed to improve outreach and3078ease administrative hurdles for the OJT/apprenticeship benefit, and VA3079concurred with all the recommendations. Unfortunately, from our vantage3080point in the skilled trades, this outreach gap persists today--too few3081separating service members ever learn about programs like ours. The3082result is a largely overlooked opportunity: veterans who could thrive3083in high-demand trade careers are missing the chance to use their hard-3084earned GI Bill benefits to pursue them. What's more, these industries3085are missing out on attracting qualified, skilled workers to fill a3086critical skilled labor shortage in construction.3087    The following recommendations outline how VA and Congress can3088collaborate to achieve these goals, generating positive economic3089impacts for veterans, employers, and communities alike.30903091Recommendation 1: Leverage Partnerships and Portals to Connect Veterans3092with Apprenticeship Opportunities30933094    VA should strengthen and expand partnerships with industry-3095affiliated programs to improve awareness and access to skilled trades3096apprenticeships for transitioning service members and veterans.3097    One existing resource the VA can immediately leverage is Helmets to3098Hardhats (H2H). H2H is a national nonprofit portal that connects3099transitioning service members and veterans to registered apprenticeship3100programs in the construction and building trades. Backed by 15 major3101construction trade unions and contractor associations, H2H serves as a3102comprehensive navigator for veterans into these careers. Since 2003,3103H2H has helped close to 50,000 military members transition into3104civilian construction trades careers. It aggregates over 82,0003105contractors and 1,600 training centers across 65 different crafts on a3106single platform, essentially offering a one-stop shop for veterans to3107explore trade opportunities nationwide. Through H2H, a veteran can3108learn about apprenticeships for electricians, plumbers, carpenters,3109ironworkers, and more, and be directly referred to local union3110apprenticeship training centers. Importantly, H2H also educates3111veterans on how to use their GI Bill stipends during apprenticeship to3112supplement their entry-level wages - helping them financially sustain3113the ``earn while you learn'' period. Given this proven track record, VA3114should formally collaborate with Helmets to Hardhats (and similar3115programs) to amplify its reach.3116    For example, VA can integrate H2H into the Transition Assistance3117Program (TAP) curriculum and VA websites, so every separating service3118member learns about this pipeline to the building and construction3119trades. The Department of Labor has already worked to include3120apprenticeship information in TAP classes; a coordinated VA endorsement3121would further validate this route.31223123Recommendation 2: Remove Barriers and Provide Incentives for3124Apprenticeship Program Participation31253126    Oftentimes, the red tape surrounding approval of OJT/APP programs3127through State Approving Agencies (SAAs) stands in the way of veterans3128capitalizing on their earned education benefits. Even if a company or3129union has a Registered Apprenticeship Program certified by the3130Department of Labor (or a State apprenticeship agency), they must3131separately apply to their state's SAA for VA approval. This parallel3132process can be redundant and time-consuming. Moreover, if the3133apprenticeship sponsor operates in multiple states, historically, it3134has needed approvals in each State.3135    For example, NEIEP currently operates over 65 locations across the3136country. Although each facility uses the same curriculum and3137instructional methods, they must individually apply and reapply to3138SAAs, creating inefficiencies and administrative burdens. The 20173139VALOR Act made some progress in reducing these burdens by allowing3140multi-state apprenticeship sponsors to work with a single3141``headquarters'' SAA for approval and accelerating multi-state program3142certification. Despite this advancement, unions, which typically do not3143meet the criteria under the VALOR Act, are still at a disadvantage with3144regards to the application process. A thorough review and revision of3145the VALOR Act could simplify approval processes and broaden access to3146union apprenticeships for veterans.3147    Ideally, VA, DOL, and SAAs should work together on data-sharing3148systems so that when a program is registered or a veteran enrolls in a3149registered apprenticeship program, the approval for education benefits3150is almost automatic. This collaboration would establish a single,3151unified approval process instead of two separate tracks. If legislative3152changes are necessary, Congress should amend Title 38 to recognize DOL3153registration as fulfilling SAA requirements or further revise the VALOR3154Act to cover all multi-state scenarios.31553156Recommendation 3: Enhance Financial Support for Veteran Apprentices -3157Especially Housing Allowances31583159    To attract more transitioning service members into skilled trades3160apprenticeships, we need to ensure that veterans participating in these3161programs receive sufficient financial support, comparable to what they3162would get attending traditional college programs. Specifically, the3163housing allowance for apprentices under the Post-9/11 GI Bill should be3164improved to eliminate disincentives. Currently, a veteran using the GI3165Bill in an apprenticeship or on-the-job training program receives a3166Monthly Housing Allowance (MHA) that begins at the same rate as a full-3167time student's allowance but then decreases by 20 percent every 63168months of training. This means that as a veteran advances and3169presumably gains more skills (and possibly increases family3170obligations), their VA housing support significantly declines. In one3171analysis, after 2 years, a veteran apprentice only receives 20 percent3172of their original allotment, turning what was once a robust living3173allowance into a small sum that barely covers groceries.'' Conversely,3174a veteran attending a university continues to receive their full3175housing stipend throughout their entire education. The financial3176disparity can be striking. For example, in Fiscal Year 2025, both the3177University of Connecticut (UConn) and IUEC Local 91 (Connecticut) will3178have a Monthly Housing Allowance (MHA) of $2,646. Over 4 years, an in-3179state UConn student would receive about $95,000 in MHA, along with3180$20,366 in tuition coverage per year--totaling roughly $175,000 in3181benefits. In comparison, a veteran in the IUEC/NEIEP apprenticeship in3182Connecticut would receive just over $57,000 in total MHA, a difference3183of approximately $118,000. This stark disparity discourages many3184veterans from choosing OJT/APP pathways.3185    Congress should take action to level the playing field by offering3186full housing allowance support throughout a veteran's apprenticeship3187training. H.R. 982 - The Warrior to Workforce Act, sponsored by Rep.3188Van Orden, is a positive step. We strongly endorse this bill, but it3189should be viewed as the start of broader efforts to close the GI Bill3190value gap for veterans in OJT/APP programs. Removing the stepped-down3191reduction would ensure fair housing aid for OJT learners, as experts3192recommend. This change would make apprenticeships far more financially3193appealing. Allowing veterans to fully use their GI Bill for living3194expenses during apprenticeships will support their families' financial3195stability and enable them to focus on learning their trade. It also3196clearly shows that trades are valued equally with college education.3197There's no reason a veteran who, for example, wants to become an3198elevator mechanic or HVAC technician, should have to forfeit thousands3199of dollars in benefits compared to peers attending college. By aligning3200the housing allowance policy, Congress and VA would eliminate a major3201disincentive that currently discourages some veterans from pursuing3202apprenticeships.32033204Key Steps Moving Forward32053206    By supporting organizations like Helmets to Hardhats, veterans are3207more likely to find careers in labor organizations. Simplifying the3208process for GI Bill approval allows these organizations to enroll3209veterans quickly, enabling them to receive their earned education3210benefits. Continuing efforts to close the gap in the use of education3211benefits for OJT/APP programs and traditional universities will3212encourage more veterans to pursue careers in labor and strengthen the3213veteran workforce in America. We urge the Committee to review the3214benefits structure to ensure fair access for all eligible veterans,3215whether they choose a university or an apprenticeship path. In support3216of that goal, we respectfully submit these recommendations.32173218                     Prepared Statement of 50strong32193220[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]32213222               Prepared Statement of Helmets to Hardhats32233224[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]32253226 Prepared Statement of National Association of State Approving Agencies32273228Introduction32293230    Chairman Van Orden, Ranking Member Pappas and members of the3231Subcommittee on Economic Opportunity, on behalf of the fifty-three-3232member State agencies of the National Association of State Approving3233Agencies (NASAA) and their over 220 staff members, thank you for the3234opportunity to provide comments on strengthening the workforce of3235American veterans.3236    State approving agencies are State approving agencies responsible3237for approving standard college degrees, preparatory courses, residency3238courses, license and certification exams, non-college degree (NCD),3239apprenticeship (APP), and on-the-job training (OJT) programs for the GI3240Bill. As such, we review programs to ensure they align with our mission3241and provide high-quality instruction and training that prepares3242veterans and their beneficiaries for lucrative careers as they make3243their transition from the military to civilian life. As pointed out by3244Chairman Van Orden, we are concerned that APP and OJT programs now3245account for less that 1 percent of the veterans using the GI Bill, a3246continual decline over the last decade due to a lack of awareness and3247little incentive to utilize this benefit to pursue workforce training.3248For example, the Department of Veterans Affairs (VA) reports that3249during Fiscal Year 2025, only 2,219 Post-9/11 GI Bill beneficiaries3250began an OJT or apprenticeship program. During the same period, 78,3823251individuals began receiving the same benefit while enrolled in3252undergraduate or graduate degree programs. We believe that the3253underutilization of this important benefit is partially due to lack of3254veteran awareness. Furthermore, VA admits that this benefit has been3255inadequately promoted and more should be done to ensure veterans are3256informed of all the potential uses of their GI Bill entitlement. It is3257important that the value of an apprenticeship and how it can equip3258individuals with the skills needed to quickly enter the workforce be3259properly explained.3260    Veterans that enroll in an APP or OJT can effectively use their3261benefit to transition more quickly into the civilian workforce while3262for themselves and their families. For this reason, we strongly support3263H.R. 982, the Warriors to Workforce Act of 2025, introduced by Chairman3264Derrick Van Orden in February of this year. This important legislation3265would increase the benefits that veterans receive during their first3266year of an apprenticeship by changing the law so that after 6 months of3267training, the amount of benefit veterans receive will increase to 903268percent as opposed to the current 80 percent prescribed by law. This3269increase will provide a needed incentive for veterans to use this3270program, while enhancing the likelihood that they will persist in their3271training, enter the workforce, and support their families. The sooner3272veterans identify a career path and training program that aligns with3273their goals, their chance for successful transition to civilian life3274increases significantly.3275    Over the past several decades, Congress has greatly increased the3276financial incentives for veterans to seek a college degree, but little3277has been done for veterans who seek practical on-the-job training3278rather than a college degree. While in the military, many3279servicemembers work in occupations that are more hands-on and can3280utilize these transferable skills that are greatly needed in the3281civilian workforce. With this increase in their APP/OJT benefit,3282veterans could be better incentivized to join the workforce3283immediately, thereby securing gainful employment, becoming a tax paying3284citizen and contributing to their local communities and families.3285    NASAA also strongly supports H.R. 1458, the Veterans Education and3286Technical Skills (VETS) Opportunity Act, which expands access to high-3287quality, high-demand skilled trade and technical training programs for3288those who served. Introduced by Rep. Juan Ciscomani earlier this year,3289this legislation ensures that GI Bill benefits can be used for in-3290person and hybrid skilled-trade programs offered at accredited3291institutions approved by State Approving Agencies. By requiring3292regular, substantive interaction between students and instructors, this3293bill protects the integrity of VA education benefits as students are3294prepared for employment in high-skill technical fields. As Rep.3295Ciscomani noted, this commonsense reform will expand the benefits that3296veterans earned to cover the costs of high-skilled training programs3297and allow veterans to receive training to address nationwide shortages3298in trades like welding, pipe fitting, HVAC, and advanced manufacturing3299fields. Similarly to H.R. 982, this bill can help to encourage more3300veterans to seek training in high demand occupations and provide3301pathways to successful careers in today's workforce. These bills better3302align training and education with employer demand while upholding3303quality standards and allowing veterans to use their transferable3304skills to pursue vocational and technical careers and contribute to the3305rebuilding of our Nation's infrastructure.3306    Finally, NASAA is concerned with some provisions of H.R. 2954, the3307Veterans' Transition to Trucking Act of 2025. While we agree with the3308noble intention of this legislation to address a shortage of drivers in3309our Nation, we have reservations about the fact that this legislation3310removes State Approving Agency (SAA) oversight of trucking programs, an3311important protection for veterans and their families. Legislation3312currently exists that provides for the approval of national3313apprenticeship programs without removing SAA protections such as3314ensuring only high-quality programs are approved. SAAs have dedicated3315staff in each State to provide compliance oversight and training to3316approved truck driving schools, whereas the VA may face challenges3317conducting thorough inspections at these institutions. NASAA welcomes3318the opportunity to work with the sponsors of this legislation to3319address these concerns and ensure that veterans can more quickly and3320efficiently use their earned education benefits to enter high-quality3321training programs--no matter where they live or relocate to, without3322the loss of the protections which SAA approval and oversight can3323provide for them.33243325Information Required by Rule XI2(g)(4) of the House of Representatives33263327Pursuant to Rule XI2(g)(4) of the House of Representatives, NASAA has3328not received any Federal grants in Fiscal Year 2025, nor has it3329received any Federal grants in the two previous Fiscal Years.33303331NASAA has not received payments or contracts from any foreign3332governments in the current year or preceding two calendar years.33333334 Prepared Statement of National Association of Electrical Distributors3335                                 (NAED)33363337[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]33383339       Prepared Statement of University of Health and Performance33403341    Chairman Van Orden, Ranking Member Pappas, and distinguished3342members of the Subcommittee:33433344    Thank you for the opportunity to submit written testimony for the3345record on behalf of the University of Health and Performance (UHP). My3346name is Matt Hesse, and I am the CEO of UHP, a vocational school3347located in Gentry, Arkansas. Our institution is dedicated exclusively3348to empowering former servicemembers as they transition to civilian3349life, providing them with the skills, certifications, and community3350support needed to thrive in high-demand, non-traditional industries. I3351appreciate the Subcommittee's focus on exploring alternative career3352pathways for veterans beyond the traditional 4-year degree, and I am3353eager to share how UHP's innovative model contributes to strengthening3354America's veteran workforce and boosting our economy.3355    UHP was founded with a singular mission: to serve those who have3356served our Nation. We focus exclusively on former servicemembers,3357creating a tailored educational environment that honors their unique3358experiences and needs. Unlike conventional programs, UHP replicates the3359structure and intensity of active military training to ease the3360transition out of service. Our programs prepare veterans for missions3361in civilian life, emphasizing short-duration, high-intensity coursework3362in areas such as personal training, integrative health coaching, and3363culinary nutrition. This compressed, immersive approach allows students3364to complete their training in just 18 days--or 140 hours--compared to3365the months or years required in traditional 4-year degree programs or3366even standard semester-based vocational schools. By condensing the3367timeline without sacrificing quality, we enable veterans to quickly3368enter the workforce, often within weeks of separation from service,3369addressing the critical first-year post-separation period when many3370utilize their GI Bill benefits.3371    What sets UHP apart is our veteran-centric model, which not only3372delivers practical skills but also fosters fellowship and wellness3373through a community of peers. Veterans train alongside other veterans3374in a supportive, familiar environment that cultivates the values they3375adopted during their time in service--discipline, resilience, and3376camaraderie. This shared experience promotes mental and physical3377wellness, helping participants rebuild confidence and purpose. Our3378dedicated staff, many of whom are veterans themselves, serve as3379positive role models, creating a space where students can sustain and3380build upon the productive habits honed in the military. The result is3381not just skill acquisition, but holistic personal growth, as veterans3382find renewed motivation and a sense of belonging that traditional3383educational settings often fail to provide.3384    Our success metrics demonstrate the effectiveness of this approach.3385Based on survey data from our graduates:33863387      91 percent are employed following completion of the3388program.33893390      35 percent work directly in the health and fitness3391fields.33923393      37 percent report an increase in income after graduating,3394with 93 percent passing accreditation exams on their first attempt.33953396      98 percent describe the program as ``effective and3397valuable.''33983399      78 percent apply UHP's core framework--``Think, Train,3400Feel, and Lead''--in their daily lives.34013402      98 percent have referred or would refer a friend to UHP.34033404    These outcomes highlight how UHP equips veterans with marketable3405certifications and real-world readiness, leading to meaningful careers3406in high-paying industries that align with their strengths.3407    In conclusion, programs like UHP are vital for expanding non-3408traditional educational opportunities. UHP exemplifies how targeted,3409accelerated training can empower veterans to build prosperous civilian3410careers, strengthen our economy, and enhance their overall well-being3411through community and purpose. I urge the Subcommittee to support3412policies that promote these alternative pathways, ensuring more3413veterans can access the opportunities they deserve.3414    Thank you for your time and commitment to our Nation's heroes.34153416             Prepared Statement of Wounded Warrior Project34173418    Chairman Van Orden, Ranking Member Pappas, and Members of the3419Subcommittee - thank you for the opportunity to share Wounded Warrior3420Project's (WWP) perspective on opportunities to improve employment3421pathways for veterans. We appreciate the Subcommittee's leadership in3422examining how military-to-civilian transition, education, and3423employment programs can better support veterans pursuing non-3424traditional, skills-based professions.3425    Supporting long-term financial independence has been an enduring3426component of WWP's mission to honor and empower wounded warriors.3427Beyond the services WWP offers to support veterans' mental and physical3428well-being, our Warriors to Work program provides high-touch, career3429coaching services to warriors and family support members to prepare3430them for employment and enhance their overall financial wellness. In3431Fiscal Year 2025, we provided over 62,000 services to help over 1,2003432warriors and family members achieve employment. Our national service3433officers and partnership network extend our impact even further - all3434free of cost to those we serve. Collectively, our engagements with3435warriors across the country have shaped our perspective on how the3436community is meeting veterans' employment needs, including for those3437pursuing high-skilled vocations and apprenticeships.3438    The modern labor market increasingly rewards skills, credentials,3439apprenticeships, and hands-on training. According to the Bureau of3440Labor Statistics, nearly 60 percent of new jobs created between 20203441and 2030 will be in occupations that do not require a college3442degree.\1\ Many of the fastest-growing, best-paying jobs, such as wind3443turbine technicians, solar installers, industrial machinery mechanics,3444commercial pilots, and community health workers, are built on3445apprenticeships, on-the-job training (OJT), or short-term credentials3446rather than 4-year degrees.\2\3447---------------------------------------------------------------------------3448    \1\ U.S. BUREAU OF LABOR STAT., CAREER OUTLOOK: FAST-GROWING3449OCCUPATIONS THAT PAY WELL AND DON'T REQUIRE A COLLEGE DEGREE (June34502022), available at https://www.bls.gov/careeroutlook/2022/article/3451occupations-that-dont-require-a-degree.htm.3452    \2\ Id.3453---------------------------------------------------------------------------3454    Despite these trends, many of the Federal systems designed to3455prepare veterans transitioning to civilian life remain oriented toward3456a ``college-first'' model. Commitments to higher education at the3457Department of Veterans Affairs (VA) can and should continue; however,3458to keep pace with labor-market realities, Congress can help set new3459strategies to optimize veterans' chances of finding successful and3460fulfilling careers after military service. We believe that meaningful3461progress can be made by reversing underutilization trends for OJT and3462apprenticeships; creating more consistency in VA's Veteran Readiness &3463Employment (VR&E) program; and embracing innovation in connecting3464veterans to jobs in emerging fields.34653466Underutilization of OJT and Apprenticeships34673468    Veterans have several avenues to pursue non-traditional careers,3469but current outcomes and observations suggest that existing structures3470are funneling fewer individuals toward these opportunities than might3471be expected. Across the past five fiscal years (FY2020-FY2024),3472participation in GI Bill OJT and apprenticeship programs has remained3473strikingly low, averaging only 1,700-2,300 veterans per year,3474representing well under one-half of 1 percent of all GI Bill users in3475any year.\3\ In Fiscal Year 2024, those figures broke down to3476approximately 776 apprenticeships and 1,008 OJT participants under the3477Post-9/11 GI Bill, versus 454,179 veterans and Service members using3478the GI Bill in that fiscal year.\4\3479---------------------------------------------------------------------------3480    \3\ U.S. DEP'T OF VET. AFF., VET. BENEFITS ADMIN. - ANNUAL BENEFITS3481REPORT FISCAL YEAR 2024 157 (2025); U.S. DEP'T OF VET. AFF., VET.3482BENEFITS ADMIN. - ANNUAL BENEFITS REPORT FISCAL YEAR 2023 154 (2024);3483U.S. DEP'T OF VET. AFF., VET. BENEFITS ADMIN. - ANNUAL BENEFITS REPORT3484FISCAL YEAR 2022 154 (2023); U.S. DEP'T OF VET. AFF., VET. BENEFITS3485ADMIN. - ANNUAL BENEFITS REPORT FISCAL YEAR 2021 150 (2022); U.S. DEP'T3486OF VET. AFF., VET. BENEFITS ADMIN. - ANNUAL BENEFITS REPORT FISCAL YEAR34872020 151 (2021).3488    \4\  U.S. DEP'T OF VET. AFF., VET. BENEFITS ADMIN. - ANNUAL3489BENEFITS REPORT FISCAL YEAR 2024 157 (2025).3490---------------------------------------------------------------------------3491    These results may be explained by how responsible Federal agencies3492coordinate their efforts. The Department of Defense (DoD) oversees the3493Transition Assistance Program (TAP), a multi-day event attended by3494Service members as a part of their out-processing from the military3495that includes several briefings, including Department of Labor (DOL)3496workshops, Small Business Administration information on3497entrepreneurship, Office of Personnel Management Federal employment3498information, and a VA-led seminar on VA benefits.\5\ While these three3499programs aim to support transitioning veterans and their families,3500these programs lack interoperability and consistent communication,3501often leaving veterans and their families alone to piece together3502fragmented resources across three separate cabinet-level agencies.3503Further, RAND and Government Accountability Office (GAO) have both3504noted a commonality among these programs - that they have historically3505emphasized college enrollment over helping veterans translate military3506skills into civilian jobs or apprenticeships. \6\, \7\ RAND3507also found that more than 95 percent of Federal transition program3508funding goes to education-related programs, while very few resources3509support direct employment or vocational pathways.\8\3510---------------------------------------------------------------------------3511    \5\ Transition Assistance Program, U.S. Department of Labor https:/3512/www.dol.gov/agencies/vets/programs/tap.3513    \6\ U.S. GOV'T ACCOUNTABILITY OFF., GAO-16-51, VA BENEFITS:3514INCREASING OUTREACH AND MEASURING OUTCOMES WOULD IMPROVE POST-9/11 GI3515BILL ON-THE-JOB TRAINING AND APPRENTICESHIP PROGRAMS 2 (2015).3516    \7\  Meredith Kleykamp et al., RAND, FEDERAL PROGRAMS TO ASSIST3517MILITARY-TO-CIVILIAN EMPLOYMENT TRANSITIONS LIMITED SCRUTINY AND3518SUBSTANTIAL INVESTMENT IN EDUCATION PROGRAMS 51 (2024), available at3519https://www.rand.org/pubs/research_reports/RRA1363-12.html.3520    \8\  Id. at 55.3521---------------------------------------------------------------------------3522    Fortunately, improvements are underway. TAP has undergone reforms3523and now includes a standardized curriculum. DoD provides optional in-3524depth workshops to prepare Service members for civilian employment3525through advanced job search strategies and networking (Employment3526Track) and to guide them in exploring technical careers and obtaining3527necessary certifications (Vocational Track). DOL VETS administers three3528employment-focused workshops worldwide. The Employment Fundamentals of3529Career Transition (EFCT) is a mandatory, 1-day course that provides all3530transitioning Service members with foundational employment preparation,3531including labor-market awareness, transferable skills identification,3532and basic resume concepts. After completing EFCT, Service members may3533participate in optional 2-day workshops. The Department of Labor3534Employment Workshop (DOLEW) offers in-depth instruction on resume3535development, interviewing, and networking. The Career and Credential3536Exploration (C2E) track uses structured assessments to guide3537participants toward vocational pathways, apprenticeships, and industry-3538recognized credentials. All three workshops are delivered by DOL VETS3539facilitators through in-person, virtual, and online learning formats.3540These modules constitute the employment and skills-development3541components of TAP and are intended to support Service members in3542meeting DoD's Career Readiness Standards. EFCT is typically delivered3543early in the TAP sequence, immediately after initial counseling and3544DoD's ``Transition Day.'' DOLEW and C2E are scheduled later based on3545the Service member's tier level and Individual Transition Plan.3546    While these programs provide high level links to information on GI3547Bill OJT/apprenticeships, non-degree training, and licensure/3548certification reimbursement, they do not go deeply into navigation of3549these benefits, nor do they cover programs such as Compensated Work3550Therapy (CWT), Individual Placement and Support (IPS), or VetSuccess on3551Campus counseling. Anecdotal evidence from WWP's Warriors to Work3552program indicates that many warriors are unaware of the available3553benefits - which in this context may include VR&E services, GI Bill3554OJT/apprenticeships and non-degree training, licensure/certification3555reimbursements, VetSuccess on Campus counseling, CWT and supported3556employment programs, and TAP-related career services - and do not learn3557that these benefits exist until years after separation. This concern3558was underscored in a Government Accountability Office (GAO) 20153559report, which found that VA's mandatory TAP benefits briefings heavily3560emphasized degree programs while offering limited practical guidance on3561apprenticeships or OJT.\9\3562---------------------------------------------------------------------------3563    \9\ GAO-16-51 at 2.3564---------------------------------------------------------------------------3565    VA has since implemented GAO's recommendations by expanding OJT and3566apprenticeship content in TAP (a separate offering from DoD's Career3567and Credential Exploration track); publishing an employer guide on DoD3568and Department of Labor - VETS webpages; allowing electronic submission3569of employer monthly certifications confirming the veteran's3570participation; and, as of August 2020, modifying its data system so it3571can track how many veterans complete their OJT or apprenticeship3572experience.\10\ Despite this progress, many veterans continue to have3573an incomplete picture of the opportunities available to them due, in3574part, to inconsistent counseling and limited real-time information3575presented during TAP about non-degree employment routes.3576---------------------------------------------------------------------------3577    \10\ Id. at 22-23.3578---------------------------------------------------------------------------3579    To improve outcomes, DoD's TAP transition counselors should ensure3580they are guiding veterans to options that match their goals, disability3581profiles, family circumstances, and local workforce needs, especially3582when a skills-based pathway would be more appropriate than a degree3583program.\11\ Even if warriors are aware of these nontraditional3584avenues, a 2023 GAO report explained that some institutions (with3585nontraditional training such as outdoor recreation certificate3586programs) are unable to accept GI Bill funding because they are3587concerned about the administrative burden pursuing GI Bill approval may3588create.\12\ Thus, multiple factors are operating to move veterans away3589from pursuing tracks to high-skilled apprenticeships and vocational3590trades. While VA has tools that can help veterans explore and pursue3591those options, many service-connected disabled veterans remain unaware3592about VR&E and specifically the other program features that the GI Bill3593does not offer, including special equipment to help them mitigate or3594overcome the effects of their disability, such as mobility aids and3595voice recognition software.\13\ Moreover, approval processes are slow,3596guidance is inconsistent, and modern credential programs often fall3597outside VA GI Bill eligibility rules even when employer demand is3598strong.3599---------------------------------------------------------------------------3600    \11\ Id. at 21.3601    \12\ U.S. GOV'T ACCOUNTABILITY OFF., GAO-23-106149, VETERANS3602EMPLOYMENT: GI BILL BENEFITS CAN HELP LEAD TO OUTDOOR RECREATION3603CAREERS 9 (2023).3604    \13\ U.S. GOV'T ACCOUNTABILITY OFF., GAO-21-450, VA COULD BETTER3605INFORM VETERANS WITH DISABILITIES ABOUT THEIR EDUCATION BENEFIT OPTIONS36068 (2021).3607---------------------------------------------------------------------------3608    In conclusion, veterans cannot take advantage of pathways they do3609not know exist, are unsure how to access, or are pushed toward programs3610that are not the right fit or do not lead to viable careers. To improve3611use of apprenticeships, OJT, and other non-degree routes, DoD, DOL, and3612VA could modernize their outreach, strengthen TAP counseling, and3613ensure veterans receive clear, reliable information long after3614separation. Doing so will allow more warriors to pursue employment3615options that match their skills, health needs, and family realities.36163617Inconsistencies with Veteran Readiness & Employment36183619    Among VA's most notable occupational training programs, VR&E3620provides job training, employment, resume development, and job-seeking3621skills coaching for veterans whose service-connected disabilities make3622it hard to prepare for, obtain, or maintain employment. A meaningful3623number of WWP warriors - one in five (21.1 percent) - have used, or are3624using, the VR&E program according to 2023 Warrior Survey data. VR&E's3625recent challenges with high counselor-to-veteran ratios and geographic3626wait time disparities are becoming more pronounced, but there are other3627issues which deserve attention.3628    While VR&E has great potential to help veterans, inconsistent VA3629VR&E counselor guidance and decision-making can materially shape3630veterans' long-term employment outcomes. Highly variable experiences3631with VR&E counselors - ranging from those who fully support OJT/3632apprenticeships to others who strongly steer toward degree programs -3633lead to structural barriers and unequal access to the full range of3634employment opportunities veterans are entitled to consider. In 2019,3635GAO found inconsistent decision-making among counselors where veterans3636with similar disabilities, experiences, and goals may receive entirely3637different training plans based solely on individual counselor3638discretion.\14\ Labor-market data is not incorporated consistently,3639which can result in veterans being guided toward degree programs even3640when apprenticeships or OJT would better align with regional workforce3641needs as well as the veteran's own strengths.3642---------------------------------------------------------------------------3643    \14\ U.S. GOV'T ACCOUNTABILITY OFF., GAO-20-28, VA VOCATIONAL3644REHABILITATION AND EMPLOYMENT: ADDITIONAL ASSESSMENT COULD ENHANCE3645CONSISTENCY AMONG COUNSELORS 7 (2019).3646---------------------------------------------------------------------------3647    GAO also found that VR&E lacked a mechanism to assess whether3648counselors were applying common planning factors consistently, raising3649concerns about unequal treatment of similarly situated veterans who may3650be denied benefits in a non-standard and arbitrary manner. VA3651subsequently conducted a counselor consistency study in early 2020 and3652provided targeted refresher training later that year, leading GAO to3653close its recommendation as implemented.\15\ Even so, VR&E still does3654not measure or publish outcomes by training track, making it difficult3655to evaluate whether degree, OJT, credential, or apprenticeship channels3656produce the strongest long-term results. Without transparent outcomes3657across training types, veterans cannot make fully informed choices, and3658Congress cannot effectively oversee and evaluate the programs it funds.3659Even employers who are deeply committed to hiring veterans tell us the3660process to participate in VA-supported OJT/apprenticeships is3661confusing, administratively burdensome, and unpredictable. Small and3662mid-sized employers frequently cite administrative burdens and3663consistently lack the human resource capacity to navigate VA paperwork,3664limiting the number of veterans who can access these options.3665---------------------------------------------------------------------------3666    \15\ Id. at 13.3667---------------------------------------------------------------------------3668    The impact of the VA VR&E inconsistencies is even more pronounced3669for warriors with the highest support needs. WWP's Independence Program3670participants, many of whom live with severe physical, cognitive, or3671psychological injuries, face unique barriers in traditional classroom3672environments. Yet structured employment, supported apprenticeships, and3673individualized technical training models have shown strong promise when3674paired with coaching, memory supports, workplace accommodations, and3675employer education regarding invisible injuries. These models can open3676channels to independence for warriors who might otherwise be excluded3677from the workforce, yet they remain difficult to access through current3678VA programs.3679    Current VR&E eligibility rules are also limiting the program's3680potential for improving the lives of veterans who are seeking to return3681to work as their disability picture changes. Under current law,3682veterans who left the military prior to January 1, 2013, must apply for3683VR&E benefits within 12 years of separation (38 U.S.C. Sec.  3103),3684which means every Post-9/11 veteran who got out prior to this date has3685now passed that window of eligibility.\16\ For many wounded, ill, and3686injured veterans, this window may have closed just as they reached the3687point of stability needed to pursue retraining.3688---------------------------------------------------------------------------3689    \16\ 38 C.F.R. Sec.  21.41.3690---------------------------------------------------------------------------3691    Veterans registering for WWP services do so on average 9 years3692after discharge, and nearly half of veterans responding to our most3693recent Warrior Survey report chronic physical or mental health3694conditions that worsen over time. GAO and VA longitudinal data3695similarly indicate that veterans with traumatic brain injury, post-3696traumatic stress disorder, chronic pain, and other complex conditions3697often delay pursuing education or employment services until well beyond3698the 10-year mark due to extended treatment cycles and fluctuating3699symptoms.\17\ As a result, many veterans become ready for3700apprenticeships, OJT, or industry credentials only after their VR&E3701eligibility has expired.3702---------------------------------------------------------------------------3703    \17\ See, e.g., U.S. DEP'T OF VET. AFF., POST-SEPARATION TRANSITION3704ASSISTANCE PROGRAM OUTCOME STUDY: 2021 LONGITUDINAL SURVEY REPORT3705(2022).3706---------------------------------------------------------------------------3707    Eliminating the delimiting eligibility date would ensure veterans3708can access training when they are medically and functionally prepared3709to benefit from it, rather than losing eligibility because recovery3710took longer than the statute anticipates. To bring parity across all3711generations of service, we believe that the 12-year delimiting date3712should be removed for all veterans. VA already has the authority to3713waive the 12-year rule on a case-by-case basis if the veteran is3714determined to have a ``serious employment handicap.'' However, the3715standards used to make that determination are not clear and, without3716specific guidance to follow, a Vocational Rehabilitation Counselor3717(VRC) is left to make a subjective decision whether to grant the3718veteran eligibility to the program. Wider and more predictable3719participation should be the goal.3720    Wounded Warrior Project is grateful for legislative progress3721already being made on several of these issues. We are proud to support3722Representative Hamadeh's bill, H.R. 1793, the Veterans Readiness and3723Employment Transparency Act, which would improve outreach by requiring3724informational sessions, and enhancing reporting measures to ensure3725better veteran outcomes. Furthermore, we thank this Committee and bill3726sponsor Representative Ciscomani for advancing H.R. 3579, the Veterans3727Readiness and Employment Program Integrity Act out of the House of3728Representatives this year; this bill seeks to impose limits to protect3729VR&E counselor workloads and to require the publication of current wait3730times sorted by regional office. We are hopeful that both pieces of3731legislation are signed into law during this 119th Congress.37323733Innovative Approaches as Gateways to Employment37343735    Innovative approaches to employment include short-term, industry-3736recognized credentials that open doors to high-growth careers without3737requiring a traditional degree. Entry-level information technology and3738cybersecurity roles increasingly rely on certifications such as the3739Computing Technology Industry Association (CompTIA) Information3740Technology Fundamentals (ITF+), CompTIA A+, or CompTIA Network+, rather3741than two-or 4-year programs. Skilled trades and infrastructure3742employers prioritize Occupational Safety and Health Administration3743(OSHA)-10, OSHA-30, and National Center for Construction Education and3744Research (NCCER) Core credentials to demonstrate safety and job3745readiness. Cloud computing pathways, one of the fastest-growing sectors3746in the economy, often begin with the Amazon Web Services (AWS) Cloud3747Practitioner certification. Process-improvement roles across3748healthcare, logistics, and government frequently accept Lean Six Sigma3749Yellow Belt, while emergency response and healthcare careers open3750through short-term credentials such as Emergency Medical Technician-3751Basic (EMT-Basic). These programs can be completed in weeks, not years,3752yet lead to stable, well-paid careers, reinforcing that many of today's3753strongest labor-market opportunities are built on skills and3754credentials rather than traditional degrees.3755    As we work to ensure VA's education and employment systems reflect3756the opportunities available in today's labor market, we must ensure3757more veterans are entering high-growth, skills-based occupations; have3758shorter periods between separation and stable employment; improve3759outcomes for historically underserved populations; and have clear,3760reliable data demonstrating that non-degree channels can produce wages3761and career progression comparable to or greater than those achieved3762through traditional degrees.3763    One example of how innovative, non-traditional training models can3764meet these needs in the field is Wounded Warrior Project's Drone3765Certification initiative, which demonstrates how innovative, non-3766traditional career avenues can support veterans' whole health while3767opening doors to meaningful employment. Through WWP's new Drone3768Initiative, warriors receive hands-on, employer-aligned training that3769prepares them for FAA Part 107 commercial drone certification, an3770accessible credential that does not require prior drone experience or a3771traditional college degree. This model directly addresses several of3772the most persistent barriers veterans face in the civilian workforce,3773including difficulty translating military skills, limited exposure to3774emerging technical fields, and uncertainty navigating nontraditional3775career ladders. By embedding this program within Warriors to Work, WWP3776ensures veterans receive not only skills-based training but also career3777counseling, resume writing support, and a bridge to employment3778opportunities in sectors such as construction, infrastructure3779inspection, public safety, agriculture, and environmental mapping.3780    Most importantly, the program's impact extends beyond career3781readiness to veterans' mental, emotional, and physical well-being.3782Drone operations promote focus, reduce stress, encourage outdoor3783activity, and stimulate cognitive engagement - benefits comparable to3784mindfulness practices and rehabilitative therapy. The WWP Warrior3785Survey found that warriors report renewed confidence, restored purpose,3786and meaningful social connection through team-based instruction and3787peer engagement. The program is also highly adaptable for veterans with3788physical injuries or mobility limitations, allowing them to develop3789technical expertise, contribute to mission-driven work such as disaster3790response or search-and-rescue, and retain a sense of service and3791identity. In short, WWP's Drove Initiative is more than a skills3792program - it is a holistic model that strengthens wellness, reduces3793barriers to employment, and empowers veterans to succeed in rapidly3794growing, nontraditional industries.3795    In conclusion, innovative, skills-based pathways like drone3796certification illustrate why VA's education and employment systems must3797be flexible enough to meet veterans where they are, aligning training3798choices with each veteran's goals, disability profile, family3799circumstances, and the workforce needs of their local community. By3800modernizing these systems to recognize short-term credentials,3801employer-aligned training, and holistic supports, we can ensure more3802veterans access meaningful careers that honor their service and sustain3803long-term well-being.38043805Concluding Remarks38063807    Wounded Warrior Project stands ready to support the Economic3808Opportunity Subcommittee's efforts and to work alongside VA, DoD, DOL,3809employers, and our fellow veteran service organizations (VSO) to ensure3810every warrior can pursue the training pathway that best fits their3811goals and circumstances. Veterans bring extraordinary potential to3812America's workforce, and our systems must help unlock it. Thank you for3813the opportunity to submit this statement for the record. We look3814forward to working with you to help improve employment outcomes for3815veterans.38163817               Prepared Statement of The American Legion38183819[GRAPHIC(S) NOT AVAILABLE IN TIFF FORMAT]38203821                                 [all]