U.S. GOVERNMENT PRINTING OFFICE

WASHINGTON : 

For sale by the Superintendent of Documents, U.S. Government Printing Office

Internet: bookstore.gpo.gov Phone: toll free (866) 512–1800; DC area (202) 512–1800

Fax: (202) 512–2104 Mail: Stop IDCC, Washington, DC 20402–0001

39–453 2008

LICENSURE AND CERTIFICATION OF 

TRANSITIONING VETERANS 

HEARING 

BEFORE THE

SUBCOMMITTEE ON ECONOMIC OPPORTUNITY 

OF THE

COMMITTEE ON VETERANS’ AFFAIRS 

U.S. HOUSE OF REPRESENTATIVES 

ONE HUNDRED TENTH CONGRESS 

FIRST SESSION 

SEPTEMBER 20, 2007 

Serial No. 110–44 

Printed for the use of the Committee on Veterans’ Affairs 

( 

rmajette on PRODPC74 with HEARING

ii 

COMMITTEE ON VETERANS’ AFFAIRS 

BOB FILNER, California, Chairman 

CORRINE BROWN, Florida 

VIC SNYDER, Arkansas 

MICHAEL H. MICHAUD, Maine 

STEPHANIE HERSETH SANDLIN, South 

Dakota 

HARRY E. MITCHELL, Arizona 

JOHN J. HALL, New York 

PHIL HARE, Illinois 

MICHAEL F. DOYLE, Pennsylvania 

SHELLEY BERKLEY, Nevada 

JOHN T. SALAZAR, Colorado 

CIRO D. RODRIGUEZ, Texas 

JOE DONNELLY, Indiana 

JERRY MCNERNEY, California 

ZACHARY T. SPACE, Ohio 

TIMOTHY J. WALZ, Minnesota 

STEVE BUYER, Indiana, Ranking 

CLIFF STEARNS, Florida 

JERRY MORAN, Kansas 

RICHARD H. BAKER, Louisiana 

HENRY E. BROWN, JR., South Carolina 

JEFF MILLER, Florida 

JOHN BOOZMAN, Arkansas 

GINNY BROWN-WAITE, Florida 

MICHAEL R. TURNER, Ohio 

BRIAN P. BILBRAY, California 

DOUG LAMBORN, Colorado 

GUS M. BILIRAKIS, Florida 

VERN BUCHANAN, Florida 

Malcom A. Shorter, Staff Director 

SUBCOMMITTEE ON ECONOMIC OPPORTUNITY 

STEPHANIE HERSETH SANDLIN, South Dakota, Chairwoman 

JOE DONNELLY, Indiana 

JERRY MCNERNEY, California 

JOHN J. HALL, New York 

JOHN BOOZMAN, Arkansas, Ranking 

RICHARD H. BAKER, Louisiana 

JERRY MORAN, Kansas 

Pursuant to clause 2(e)(4) of Rule XI of the Rules of the House, public hearing records 

of the Committee on Veterans’ Affairs are also published in electronic form. The printed 

hearing record remains the official version. Because electronic submissions are used to 

prepare both printed and electronic versions of the hearing record, the process of converting 

between various electronic formats may introduce unintentional errors or omissions. Such occurrences are inherent in the current publication process and should diminish as the process 

is further refined. 

rmajette on PRODPC74 with HEARING

iii 

C O N T E N T S 

September 20, 2007 

Page 

Licensure and Certification of Transitioning Veterans ........................................ 1 

OPENING STATEMENTS 

Chairwoman Stephanie Herseth Sandlin .............................................................. 1 

Prepared statement of Chairwoman Herseth Sandlin .................................. 24 

Hon. John Boozman, Ranking Republican Member ............................................. 2 

Prepared statement of Congressman Boozman ............................................. 24 

WITNESSES 

U.S. Department of Defense, Leslye A. Arsht, Deputy Under Secretary of 

Defense (Military Community and Family Policy) ............................................ 14 

Prepared statement of Ms. Arsht .................................................................... 31 

U.S. Department of Labor, John M. McWilliam, Deputy Assistant Secretary, 

Veterans’ Employment and Training Service .................................................... 16 

Prepared statement of Mr. McWilliam ........................................................... 34 

U.S. Department of Veterans Affairs, Keith M. Wilson, Director, Education 

Service, Veterans Benefits Administration ........................................................ 17 

Prepared statement of Mr. Wilson .................................................................. 36 

American Legion, Ronald F. Chamrin, Assistant Director, Economic Commission ........................................................................................................................ 3 

Prepared statement of Mr. Chamrin .............................................................. 25 

Veterans of Foreign Wars of the United States, Dennis M. Cullinan, Director, 

National Legislative Service ................................................................................ 5 

Prepared statement of Mr. Cullinan ............................................................... 27 

Vietnam Veterans of America, Richard F. Weidman, Executive Director for 

Policy and Government Affairs ........................................................................... 6 

Prepared statement of Mr. Weidman ............................................................. 29 

SUBMISSIONS FOR THE RECORD 

ASIS International, Alexandria, VA, statement ................................................... 36 

National Organization for Competency Assurance, James Kendzel, MPH, 

SPHR, Executive Director, statement ................................................................ 37 

MATERIAL SUBMITTED FOR THE RECORD 

Post-Hearing Questions and Responses for the Record: 

Hon. Stephanie Herseth Sandlin, Chairwoman, Subcommittee on Economic Opportunity, Committee on Veterans’ Affairs, to Keith M. Wilson, Director, Education Service, Veterans Benefits Administration, 

U.S. Department of Veterans Affairs, letter dated October 30, 2007 ....... 47 

rmajette on PRODPC74 with HEARING

rmajette on PRODPC74 with HEARING

(1) 

LICENSURE AND CERTIFICATION OF 

TRANSITIONING VETERANS 

THURSDAY, SEPTEMBER 20, 2007 

U.S. HOUSE OF REPRESENTATIVES, COMMITTEE ON VETERANS’ AFFAIRS, SUBCOMMITTEE ON ECONOMIC OPPORTUNITY, Washington, DC. 

The Subcommittee met, pursuant to notice, at 2:17 p.m., in 

Room 334, Cannon House Office Building, Hon. Stephanie Herseth 

Sandlin [Chairwoman of the Subcommittee] presiding. 

Present: Representatives Herseth Sandlin, and Boozman. 

OPENING STATEMENT OF CHAIRWOMAN HERSETH SANDLIN 

Ms. HERSETH SANDLIN. Good afternoon ladies and gentlemen. 

The Veterans’ Affairs Economic Opportunity Subcommittee Hearing on Licensure and Credentialing will come to order. 

Before I begin with my opening statement, I would like to call 

attention to the fact that Mr. Michael Stack, Executive Director for 

ASIS International, has asked to submit a written statement for 

the hearing record. I ask unanimous consent that his statement be 

entered for the record. 

Hearing no objection, so entered. 

[The statement of ASIS International appears on p. 36.] 

Over the past year, our Subcommittee has focused most of its energy on employment-related issues ranging from transition assistance to servicemembers, small business opportunities for veterans, 

and employment within the Federal Government. In today’s hearing, we will continue to examine these issues and hear valuable insight as to how to better provide veterans and returning servicemembers with the resources to make the transition back to civilian 

life and receive the opportunities they deserve. 

I look forward to hearing from veteran service organization 

(VSO) representatives on concerns their members have encountered when seeking certification or licensing in the civilian sector, 

to include enforcing laws to ensure those responsible are doing 

their job. 

I also look forward to hearing about the possibilities of expanding 

existing laws to provide more opportunities and resources to our 

Nation’s veterans seeking ways to start new careers in the civilian 

sector. 

Throughout my tenure in Congress, I have been approached by 

several of my constituents to find ways to improve existing laws 

such as the Montgomery GI Bill (MGIB). It is my belief that this 

Subcommittee has the opportunity to work together on these issues 

rmajette on PRODPC74 with HEARING

2 

with veteran service organizations, our colleagues in the Senate, 

and Administration officials. 

This Subcommittee and this Congress has a responsibility to help 

bridge the gap between military service and veteran status and assist these brave men and women as they transition back to the civilian sector to pursue new educational opportunities, start new careers, and establish themselves in the communities they help to 

protect. 

With that I now recognize the distinguished Ranking Member, 

Mr. Boozman, for any opening remarks you may have. 

[The prepared statement of Chairwoman Herseth Sandlin appears on p. 24.] 

OPENING STATEMENT OF HON. JOHN BOOZMAN 

Mr. BOOZMAN. Thank you, Madam Chair. And thank you also for 

highlighting the need to improve opportunities for veterans to have 

their military training and education counted toward qualifying for 

civilian occupations. 

As you remember we authorized the Veterans’ Employment and 

Training Service (VETS) to conduct a pilot licensing and certification project. I am very eager to hear what progress VETS has 

made toward implementing that authority. 

I am also a little bit concerned that the continuum of responsibility beginning with the Military Services to the U.S. Department 

of Labor (DoL) and the U.S. Department of Veterans Affairs (VA) 

and any of the States has really never been solidified. Without 

making the connections, veterans will continue to experience delays 

in qualifying for civilian occupations for which they have been 

trained during their military service. 

Taxpayers will also see valuable training dollars and experience 

wasted. States bear a measure of responsibility, too, by setting 

qualification standards for everything from commercial driver’s licenses (CDLs) to teachers and physicians. States are the final arbiter of whether military training will count toward qualifications. 

I am disappointed that the National Governors’ Association was 

not able to be with us today and I hope that they will come to talk 

to us soon about their role in this issue. 

Thank you, Madam Chair. I yield back. 

[The prepared statement of Congressman Boozman appears on 

p. 24.] 

Ms. HERSETH SANDLIN. Thank you, Mr. Boozman. I would now 

like to welcome our panelists testifying on the first panel before the 

Subcommittee today. Joining us is Mr. Ron Chamrin, Assistant Director on the Economic Commission for the American Legion; Mr. 

Dennis Cullinan, National Legislative Service Director for the Veterans of Foreign Wars of the United States (VFW); and Mr. Rick 

Weidman, Executive Director for Policy and Government Affairs for 

the Vietnam Veterans of America. 

I would like to remind our panelists that your complete written 

statements have been made part of the hearing record. Please limit 

your remarks to 5 minutes so we may have sufficient time to follow 

up with questions once everyone has had the opportunity to provide their oral testimony. 

rmajette on PRODPC74 with HEARING

3 

Mr. Chamrin, lets begin with you. You are now recognized for 5 

minutes. 

STATEMENTS OF RONALD F. CHAMRIN, ASSISTANT DIRECTOR, 

ECONOMIC COMMISSION, AMERICAN LEGION; DENNIS M. 

CULLINAN, DIRECTOR, NATIONAL LEGISLATIVE SERVICE, 

VETERANS OF FOREIGN WARS OF THE UNITED STATES; AND 

RICHARD F. WEIDMAN, EXECUTIVE DIRECTOR FOR POLICY 

AND GOVERNMENT AFFAIRS, VIETNAM VETERANS OF AMERICA 

STATEMENT OF RONALD F. CHAMRIN 

Mr. CHAMRIN. Thank you, Madam Chairwoman. It is an honor 

to be back and it is good to see you and Ranking Member Boozman. 

Once again, thank you for this opportunity to present the American 

Legion’s view of the licensure and credentialing of servicemembers 

and veterans to the Subcommittee today. 

The American Legion asserts that veterans have been trained, 

educated, disciplined, and molded by the greatest military that the 

world has ever seen, yet a large number of these skills are deemed 

non-applicable in the civilian sector. 

With all of these great skills and abilities, a casual observer 

would assume that veterans are easily employed and can transition 

their military experience to the private sector with ease. Unfortunately, that is not the case. 

The American Legion supports efforts to eliminate employment 

barriers that impede the transfer of military job skills to the civilian labor market and that the DoD take appropriate steps to insure 

that servicemembers be trained, tested, evaluated and issued any 

license or certification that may be required in the civilian workforce. 

The American Legion supports making the GI Bill available to 

pay for all necessary civilian license and certification examination 

requirements, including necessary preparatory courses. We also 

support efforts to increase the civilian labor markets acceptance of 

the occupational training provided by the military. 

Speaking of military training, the DoD provides some of the best 

vocational training in the Nation for it’s military personnel and establishes measures and evaluates performance standards for every 

occupation with the Armed Forces. There are many occupational 

career fields in the Armed Forces that can easily translate to a civilian counterpart. Additionally, there are many occupations in the 

civilian workforce that require a license or a certification. 

Upon separation, many foreign military personnel certified as 

proficient in their military occupational career are not licensed or 

certified to perform the comparable job in the civilian workforce, 

thus hindering chances for immediate civilian employment and delaying career advancement. This situation creates an artificial barrier to employment upon separation from military service. 

The VA and their potential impact on licensure and credentialing. 

The American Legion applauds the fact that since January of 

2006, all eligible veterans using the GI Bill programs can now receive reimbursement for licensing and certification tests. However, 

rmajette on PRODPC74 with HEARING

4 

the government is paying twice and sometimes three or more times 

for training and licensing of the same task. DoD also spends billions of American tax dollars each year training members of the 

military. Some civilian skills are very similar in nature to those duties performed while in the military, yet taxpayers may be funding 

training twice for the same individual through the DoD and then 

the VA, through the GI Bill program. 

This is financially irresponsible and counterproductive to individual veterans who must use their earned GI Bill benefits to take 

civilian proficiency tests. The American Legion also notes that 

there have been veterans who are reservists called to active duty 

that are losing their earned education benefits once they complete 

their service contract. Therefore, they must find alternative means 

for funding. 

The most recent visible example of this unjust denial of benefits 

is the demobilization of 2,600 members of the Minnesota National 

Guard who has just performed the longest, continuous combat tour 

in Iraq of any military unit to date. Mobilized for 22 months, they 

are ineligible to enroll in the GI Bill active duty because they fall 

short of the required 24-month deadline by only 2 months. If they 

wanted to use the GI Bill for licensing and certification after they 

are done with the National Guard and the Reserve Service they 

can’t, because they are no longer in the Reserves. 

Military transcripts. Military transcripts provided from each of 

the Armed Forces provide a very limited training education record 

and at times are incorrect, missing, or additional information is 

listed. I myself have three military occupational specialties (MOSs) 

from the Army but it has five listed in my military transcript. So 

I have to go through the steps to correct that and take off additional MOSs that I am not even qualified for. 

Once again, highlighting the Guardsman in Minnesota, many of 

them infantry, these servicemembers have enormous talents, skills, 

and attributes they have used while in theater. However, because 

tasks they performed are so unique and difficult to succinctly describe, they are left with an empty shell of a resume. 

We observe that Transition Assistance Program (TAP) modules 

are excellent avenues for each individual U.S. State to access 

transitioning servicemembers. When servicemembers are at these 

TAP sites around the country, each State workforce agency or credentialing board can provide important information. Better coordination, communication and interaction of credentialing boards and 

the training commands of each of our Nation’s Armed Forces are 

needed. Furthermore, military trainers, doctrine writers, and evaluation tests for military skills should coordinate with their civilian 

counterparts and attempt to synchronize military tests with their 

civilian counterparts. 

My final point will be the National Association of Boards and the 

Counsel of Licensure Enforcement and Regulation that has a database of national approving boards. Each TAP site should coordinate 

with boards to have a representative participate. Additionally, each 

U.S. State regulatory board should also coordinate with TAP personnel and brief on transitioning servicemembers the unique relevant requirements needed for certification. 

rmajette on PRODPC74 with HEARING

5 

In conclusion, there have been estimates that approximately 60 

percent of the workforce will retire by 2020 and competent, educated, and capable individuals must replace the workforce in order 

to assure the United States retains it’s competitive edge in the 

world. The veterans of this Nation make up a well-qualified disciplined pool of applicants. Increasing recognition of military training by integrating licensing and credentialing must be strengthened to assist our country’s finest to achieve their professional 

goals. 

Madam Chairwoman and Ranking Member Boozman, I appreciate the opportunity to present the American Legion’s views on 

these important issues. I would be happy to answer any questions 

you may have. 

[The prepared statement of Mr. Chamrin appears on p. 25.] 

Ms. HERSETH SANDLIN. Thank you very much for your testimony. 

Mr. Cullinan, you are now recognized. 

STATEMENT OF DENNIS M. CULLINAN 

Mr. CULLINAN. Thank you very much, Madam Chairwoman, Mr. 

Boozman. On behalf of the men and women of the Veterans of Foreign Wars, I want to thank you for inviting us to testify at today’s 

important hearing. 

As cited in the September 2005 ‘‘Study on Coordination of Job 

Training Standards with Certification Standards for Military Occupational Specialties,’’ our Nation needs an increasingly skilled 

workforce. We would all agree that there is no more deserving or 

valuable a group of American workers than our Nation’s servicemembers and veterans. Key to our facilitating a smooth and ready 

transition from the military to the private sector workplace is civilian credentialing. 

Civilian credentials maximize a servicemember’s ability to demonstrate that the skills acquired in the military are on a par with 

their civilian counterparts. This results in diminishing the periods 

of unemployment or underemployment that might otherwise occur 

when moving into the civilian workforce. 

The civilian workforce increasingly relies upon credentialing as a 

way to regulate entry into certain occupations and to promote accountability for performance and public safety. Its value to the 

military is also being increasingly recognized. Credentialing offers 

professional growth and development opportunities for individuals 

in the service and has been used by the Military Services for both 

recruiting and retention. 

The gaps that exist between the requirements for civilian occupational credentials and the world class education, training, and experience provided by the military continue to make it difficult for 

transitioning military to make a smooth entry into the appropriate 

civilian sector employment. 

Additional challenges to credentialing the servicemember include 

statutory fiscal constraints. Insufficient legal authority exists for 

the Armed Forces to expend appropriated funds for servicemembers 

to acquire civilian and or commercial occupational credentials. For 

example, absent specific statutory authority, appropriated funds 

may not generally be used to pay for commercial certifications, although appropriated funds may be used to pay for commercially 

rmajette on PRODPC74 with HEARING

6 

contracted training courses that include an examination leading to 

credentials if the examination logically relates to the training and 

is part of a purchase price of a course package. Reserve forces face 

additional constraints. 

Even with these constraints and challenges, the credentialing 

picture for our servicemembers transitioning into the civilian workforce has improved markedly with the current and continuing programs of each of the Military Services and the cooperative efforts 

between DoD and Defense. Excuse me. The Department of Labor 

and Defense. 

It is clear, however, that much more needs to be done and done 

quickly. The situation is especially urgent not only in the context 

of doing the right thing by our young men and women in uniform 

moving into civilian lives but in considering that a high number of 

these important jobs are now being carried out by baby boomers. 

Over the next 10 years over half of this aging population will be 

retiring. It is very much in our national interest to make sure we 

have the right people in place to assume these very important, 

highly demanding occupations. This is a matter of our collective 

economic and governmental security. 

Madam Chairwoman and Members of the Subcommittee, Mr. 

Boozman, this concludes my testimony. I would urge you to review 

the attached VFW Resolution Number 618 entitled, ‘‘Licensure and 

Certification,’’ which urges in part a standardized licensure and 

certification requirement be adopted by the appropriate Federal 

and State agencies and that recently separated servicemembers be 

afforded the opportunity to take licensing and certification exams 

based on existing skills acquired while in the military. 

Thank you very much. I would be happy to respond to any questions you may have. 

[The prepared statement of Mr. Cullinan appears on p. 27.] 

Ms. HERSETH SANDLIN. Thank you very much for your testimony. 

Mr. Weidman you are now recognized for 5 minutes. 

STATEMENT OF RICHARD F. WEIDMAN 

Mr. WEIDMAN. Madam Chairwoman, Mr. Boozman, thank you 

very much, both of you, for your continued bipartisan leadership on 

these vital issues of employment and training and economic opportunities for America’s veterans. 

The subject this morning of licensure and certification to many 

seems a dry and arcane one, but it is by no means a dry and arcane one. It is a significant barrier to employment and more importantly to utilizing the skills for which the taxpayers have spent billions of dollars. The grand daddy of all training institutions is the 

United States military. They do it well. They do it extensively. 

They leave no one behind. And you have to get it right. There is 

no do over when you are doing explosive ordinance disposal. You 

either learn it and you learn it cold and you get it right coming out 

of school or you die. It is as simple as that. And that is just one 

example of many military occupations. 

But the occupations to run the United States military and work 

the modern battlefield cover virtually every type of work that our 

society needs performed today in order to remain competitive in the 

world and get our Gross Domestic Product up and to compete in 

rmajette on PRODPC74 with HEARING

7 

the global markets. Yet we are not certifying those acquired skills 

for which, literally, we have spent billions to teach people how to 

do this, to acquire this knowledge, to acquire these extraordinary 

skills. And for the lack of the civilian certification to be marketable 

in the job market once they come out of the military we are throwing all of those resources away that we can ill afford to let go. 

We are very grateful to the Congress for all of the increases in 

the Montgomery GI Bill and our hope is that we will return to a 

World War II style GI Bill for people in the future, but that is more 

billions. But in the meantime, lets capitalize off what we have already spent. With some thought and with bringing stakeholders together we can in fact begin to move forward. 

One of the most notable examples following the Vietnam War 

was the MEDEX program and it began with one program called the 

MEDEX program at the Dartmouth College it was then. It is now 

Dartmouth University in Hanover, New Hampshire. I was in 

Vermont and the Vermont State College System at that time and 

one of my other duties as assigned, if you will by my college president, was to help recruit medics and corpsmen for that first class 

in medics in Dartmouth, because I was in Northern Vermont. 

The whole profession of physician assistants (PAs) really grew 

from that one program and from the desire to capitalize off that 

wealth of experience, knowledge, and skills that we brought home. 

Many of us knew things far beyond what one would anticipate. I 

could not even get a job on an ambulance if I wanted it because 

I was not a certified emergency medical technician (EMT). However, in Vietnam, I delivered babies. Not of GI’s but of Vietnamese 

nationals. I did not just cryacheo tracheotomies but tracheotomies. 

I could do cut downs. I did inserted chest tubes. And I could go on 

and on and on. 

The point about it is, and I was not unusual as a medic. Many 

other people did the same thing and had those kinds of skills but 

there was no place to get them credentialed within our society. I 

think many of us know, and certainly in South Dakota and Arkansas and other rural-area physician assistants, have become an absolutely indispensable part of the medical network for delivery of 

medical care. This is just one example. And we can do this right 

across the board with forethought and with relatively little expenditure of funds. 

As part of Public Law 106–50, the Congress recognized that and 

created a credentialing element, if you will, but unfortunately put 

it in the Veterans Corporation. And the Corporation was not even 

up and running. It should have been at the Department of Labor 

all along. It should be placed at the Department of Labor today. 

And we should not just authorize it, but put some significant funds 

behind it. 

And how to do that, if I may be so bold as to suggest, is not in 

a formal hearing, but a roundtable bringing stakeholders together 

from DoD, from VA, particularly from VA Voc Rehab, Department 

of Labor, the Veterans Service Organization since Shirley, but also 

others like business leaders. I would call your attention to the fact 

that the business community is crying out for skilled workers and 

it is having a tough time recruiting. 

rmajette on PRODPC74 with HEARING

8 

One of the things that Vietnam Veterans of America does, and 

we are a full member of the United States Chamber of Commerce, 

is we are active on the Institute for a Competitive Workforce. And 

big business and small businesses are deeply concerned about finding people who can perform the tasks that they need performed. 

What we should be doing is credentialing those people coming 

out of the military so that they can get those jobs and help American business continue to grow our Domestic Product, Gross Domestic Product. We cannot have a strong defense if we can’t pay 

for it, so why in the world are we wasting the billions that we have 

used to train people who can help our economy stay strong, prosperous, and growing even more quickly than it is today. 

Madam Chairwoman, that concludes my statement. I would be 

happy to answer any questions that you or the Ranking Member 

may have. 

Once again, thank you very much for the opportunity to join you 

here today. 

[The prepared statement of Mr. Weidman appears on p. 29.] 

Ms. HERSETH SANDLIN. Well thank you. I appreciate the testimony from all three of you and the insights you have provided. 

Let me start with you, Mr. Chamrin. You had stated that we are 

essentially funding the same training twice. As my constituents in 

the audience leave to catch their flight back, this is an issue that 

is important. I will let them go. They are terrific folks with the 

American Legion from South Dakota. Jean and Reed, we will see 

you back in the State. 

As they are leaving, Reed brought up an issue to me that relates 

to this topic. In the Air National Guard, some of the mechanics 

trained to take care of the aircraft at Joe Foss Field, via a civilian 

Federal agency with the Federal Aviation Administration, mechanics must go through a different process by which to get the credentialing to work on planes on the other side of the runway. 

When we talk about paying for the training twice, have you done 

any analysis of what skills we are talking about where this is most 

frequently taking place in terms of the training provided at DoD? 

Then how is that training getting duplicated unnecessarily, in your 

opinion and in your testimony, to meet certain certification requirements once there is a transition to the civilian sector utilizing VA 

benefits? 

Have you done any kind of categorization or inventory of which 

skills-sets were the most frequent? 

Mr. CHAMRIN. Unfortunately, there are no studies, but I can provide you numerous letters from our constituents and our members 

to the American Legion. 

I was primarily focusing on the testing and having to use the GI 

Bill to pay for these licensing and certification testing when, if the 

DoD could provide a license through DoD dollars rather than having the veteran use their GI Bill benefits for the licensing and certification. 

Ms. HERSETH SANDLIN. Okay. I appreciate that clarification. 

On a similar line, I have a question for all three of you. Has 

there been any analysis done and you stated this in your testimony 

Mr. Chamrin where you make reference to the President’s Commission on Servicemembers and Veterans Transition Assistance? Of 

rmajette on PRODPC74 with HEARING

9 

the 105 military professions that require licensure and credentialing, which of the 105 are giving veterans the most difficulty when 

transitioning to the civilian sector? 

Do we have any inventory or analysis there? 

Mr. CHAMRIN. Thanks. Rick alluded to that. The medical fields 

are really difficult, because they are so precise and so technical. 

[To Rick Weidman.] If you know the exact ones, I don’t know the 

exact ones. 

But I know that if you were a GP in the military, it might be 

more easy to transfer that skill of general practitioner. But if you 

were a cardiologist or a specific skill, it is going to be really hard 

to get the military training—the military certification over to the 

civilian, unless you take that State Board and then you are certified there. 

I couldn’t talk about all 105, though. 

[To Rick Weidman.] Maybe, do you know? 

Ms. HERSETH SANDLIN. Before you follow up on that, I think Mr. 

Cullinan and you had stated in the resolution that you referenced 

what VFW has proposed. When you say if they have not taken a 

State Board, is the problem here the fact that there is DoD policy 

whereby funds don’t exist to pay while on active duty to meet State 

Board requirements or other certification requirements? 

Mr. CULLINAN. Well, there were a couple. I think it was alluded 

to earlier. You take the case of the Guard and Reserve, Ron, I 

think you mentioned that. You leave the Guard and Reserve, you 

don’t have an educational benefit anymore so you are out of luck. 

The other issue that we are looking at as an organization, there 

are certain skills that are acquired while in the military, be that 

as it may, if you want to go into a given profession, say you know 

electronics, the healthcare field. Oftentimes, the State will require 

you to go through a certain educational process before you can take 

the exam. 

What we are saying is if the military standards are equivalent 

that individual should either be able to take the exam without any 

kind of educational or minimal or reduced requirement. And that 

is our proposal. 

Ms. HERSETH SANDLIN. Thank you. Mr. Weidman, did you have 

a followup? 

Mr. WEIDMAN. A lot of it is not money. It is not going to cost you 

any money out of hand. I will use the example of the EMT with 

the Army medics. One of the things that we started with some 

other folks and it was actually started by a guy by the name of 

Doug Taylor, who is tired of listening to me crab about it, who was 

the veterans representative on the Job Training Partnership Council for the State of New York. And Doug took the lead and it was 

backed up by Jim Hartman who was a USD of Well Vets Director 

for the State of New York. And we got other folks, including the 

Governor, behind it. 

And we were able to get the attention of the services and particularly of the Army at Fort Sam Houston where all Army medics 

train. So since that time, and I think it is still going on, when people graduate from Fort Sam, from the Medical Training Center, 

they have the option of taking an EMT exam. What took 3 years 

was getting all 53 jurisdictions to agree to accept this one exam 

rmajette on PRODPC74 with HEARING

10 

that was a combination of written, oral, and practical. And they finally achieved that. 

And, therefore, you would have this credential even at the beginning of your Army career so when you came out you could always 

find a job. EMT’s are always in demand, whether you are in an 

urban area or a rural area, and particularly if you have hands on 

experience, which obviously medics since the advent of Operation 

Enduring Freedom/Operation Iraqi Freedom (OEF/OIF) have a 

great deal of hands on experience, more than enough to last seven 

lifetimes. 

Ms. HERSETH SANDLIN. I appreciate that. Before I recognize the 

Ranking Member, let me comment that when you bring up EMT’s 

as one example we have a number of National Guard and Reservist 

in South Dakota, and I am sure a lot of other States, that actually 

are EMT’s in their communities. In rural areas in particular. Time 

and again, and particularly both trips that I have made to Iraq, the 

comments of the generals are, ‘‘Oh, with the National Guard and 

Reserve, they bring all of these other skills to the table,’’ from their 

civilian careers. 

I would think that if we are transferring it more readily one way, 

then we should be able to transfer it more readily the other way. 

Let me now recognize Mr. Boozman for his questions. 

Mr. BOOZMAN. Thank you very much. I guess this is something 

that I have really been interested in and it just makes all the sense 

in the world, but it is difficult. It seems like there is really a couple 

things going on. You have the actual certification that you have to 

do. So if you are a truckdriver, and I just came back from Kuwait 

and Iraq and Afghanistan. We have a lot of National Guardsmen 

in Kuwait and that is the area where they are bringing all this 

stuff in and then they are trucking it over. And, in fact, they had 

an impromptu pinning of a couple of guys with Purple Hearts that 

were truckdrivers. About one in ten of the convoys get hit. And so 

these guys are driving these huge rigs that are up armored and 

stuff. And those same guys when they come back to the States, if 

they are on an interstate and driving an Army truck, it is perfectly 

all right to do. 

So the credentialing is a problem. It seems like there should be 

some mechanism that those guys get their commercial drivers license by basis of their Army training. That is one problem we have 

and it does not matter the profession. 

The other problem, though, is getting licensed in a State. And 

that is not just an Army or not just a military problem. I am an 

optometrist. I am from Arkansas and if I decided that I wanted to 

go and practice in a sunny, nice retirement State, it would probably 

be very difficult for me to get a license there. These licensures 

should be strictly just for competence but they are also designed to 

keep people out. 

And that is just the way it is. Now what has happened in the 

last several years that has been broken down to a large extent. 

When I started practice in Arkansas 30 years ago, you had to own 

property in Arkansas for a year before you could take the test. 

So we have these other problems. And that has all gone away 

now, but it does—most States now, have reciprocity where they 

work back and forth. Not all of them, but most of them do. So the 

rmajette on PRODPC74 with HEARING

11 

other thing is figuring out how the military is almost like a State 

where it has reciprocity like the rest of the States. 

So I guess what I am saying is that this thing is something that 

we have to get done. It is a commonsense thing, but there are some 

things out there that we have just got to work through. And some 

of the problems that we are dealing with aren’t inherent just to the 

military. 

The other problem, I think, is that again, if a guy has been in 

Iraq, say he has been in the military 10 years and he has been a 

truckdriver the whole time regardless of where he has been, he has 

run up and down the interstates, is getting credit for those 10 

years and that I think is really one of the bigger deals of all this 

is when he hires on at a major trucking company or an independent, that it is recognized, and that he has 10 years behind the 

wheel and so many miles. And many times, they don’t do that. 

Okay? 

So those are kind of the problems. You can comment about those 

things if you would like. I think the roundtable approach to some 

of these things might be a good idea because it is really difficult 

to kind of get to the root of some of this stuff, unless you aren’t 

just kind of visiting back and forth and maybe have some of the 

heads of the State Boards in different professions that can give us 

input. And, again, like I said, in some cases, I think we will find 

that this is not just a military problem, it is just a problem in general. 

Mr. CHAMRIN. Madam Chair, may I say something? Regarding 

the truckdrivers, in the Army because I am still a Reservist, there 

are badges for safe driving according to the number of miles. I 

think it is 10,000 then 20,000. I couldn’t tell you exactly, but there 

are badges. 

And we were talking about some skilled professions, doctors and 

PA’s, but just to transport ammunition you need a hazmat license 

and hazmat qualification. So people in my Reserve unit are going 

to Fort Meade, taking a class, getting a hazmat certification 

through the Army, transporting just M–16 rounds down to Fort 

A.P. Hill so we can fire them for a qualification. But that is only 

within the military. They can’t go to Virginia and drive hazardous 

materials through the State of Virginia. 

And, if I may, really quickly, going back to the Minnesota National Guard, a lot of them are 11–Bravo, which is infantry men. 

But many of us know that they have performed duties much, much 

more than infantry men such as like a chief advisor to a Mayor, 

a facilitator of incubators, maintenance at a local hospital, and 

more specified individual tasks. So if we can take those skills and 

also put it on the military transcript. 

I can just speak for the Army Training Requirements and Resource System, they can put that in there. Not just their 11–Bravo 

where they can shoot an M–16 and a 249 and specific weapons, but 

what they actually did in Iraq and Afghanistan on there. 

Ms. HERSETH SANDLIN. I think there is some agreement here, 

that is a very good point. Currently, what is the barrier to integrating that on the transcript? As you described some of these 

other duties that folks serving in Iraq and Afghanistan are undertaking, duties that are not specific to the particular mission of the 

rmajette on PRODPC74 with HEARING

12 

National Guard or Reserve Unit that are really on Nation building 

responsibilities. 

What is the current barrier to doing that? 

Mr. CHAMRIN. I don’t know if there is a barrier, but there are not 

a lot of mechanisms in place already. 

Ms. HERSETH SANDLIN. Okay. 

Mr. CHAMRIN. Because I believe the representative for the DoD 

can better answer this, but I know that for noncommissioned officers you have your evaluation reports. And that really contains 

what you do over the course of the year and that is also in your 

personnel records. But if you were just going to look in your military transcript then those duties aren’t involved in your schooling 

and your education. 

Mr. CULLINAN. And Madam Chairwoman, I would like to follow 

up on that, if I may? Something else we were discussing back in 

the office in a similar vein, another obstacle to people in the military pursuing a civilian sector job, be it EMT, truckdriver, avionic 

specialist, is there is so much uncertainty and differences from 

State to State as to what is required, what you have to do, what 

you have to do to get a license. Do you need a license? Is it simply 

a certification program? What is the educational requirements? 

And what occurs to us is that years ago there was a similar situation, about 40, 50 years ago when it comes to things like business 

law. At one point in time every State had it’s own business law 

practices. At a certain point in time a group of lawyers and business professionals got together and came together with a solidified 

code of business law and ethics. And it wasn’t imposed from the 

Federal Government on down. It was simply made available for 

adoption. And eventually that is what the States did. 

And I think there is something similar to happen along with the 

construction code. At one point every State had a different code, 

well engineering and other experts got together, came up with a 

code, presented it, made it available to the States for adoption. 

That is eventually what they did. And perhaps something along 

that line needs to be done with respect to credentialing and certification as well. 

I realize it goes outside of the purview of this Committee. It is 

a bigger issue than that. But what we are talking about is addressing an issue that touches the military and the civilian sector. We 

need some kind of unified code. We need the experts to get together 

and devise it and hopefully the States would adopt it. 

Mr. WEIDMAN. I think the major impediment is that nobody 

thinks it is their job. Now the military’s prime job is defending a 

nation. And the job of the military is to kill people and destroy 

property. That is what we do. And training and everything that 

contributes to forced readiness to be ready to be at optimum 

strength to defend the Nation is the job of the military. But they 

don’t see it as their job about what happens when people separate. 

But it needs to be defined as a national defense question. If you 

can’t pay because our economy is faltering for that defense machine, then we are in deep, deep trouble. 

So the question is, is it part of the job of the military to assist 

in an active way with the certification? The answer is yes. Is it— 

should it be them taking the lead? If DoD does it, the people will 

rmajette on PRODPC74 with HEARING

13 

start to listen. I am going to suggest that Labor, that role needs 

to be defined and Labor needs to exercise some proactive leadership for a change. 

And I would also suggest that the private business sector, and 

that is why I keep suggesting the Chamber, not just because I am 

very familiar with it, but when the U.S. Chamber speaks, people 

listen. They represent the backbone of the engine that creates jobs 

and creates wealth in this country. And NFIB, National Federation 

of Independent Business, National Small Business United, they 

will all follow in the wake if in fact you get the Chamber moving. 

And we would be glad to help facilitate meetings with key people 

at the Chamber beginning as early as next week at the Institute 

for Competitive Workforce. 

But what the Congress can do is define it, and get DoD to accept 

it as a role that they need to follow through on to credential all 

those people on the way out the door or to assist. And to achieve 

those many different agreements with the 53 jurisdictions for the 

certification and with the various professions that has to be the Department of Labor to take it’s job seriously, to remove what is now 

a barrier to employment and in the barrier to fullest possible employment of the skills that we have spent billions to impart to 

these young men and women separating from the military. 

Mr. CHAMRIN. And one thing that I think we forgot to add is, we 

are of the opinion that this will be a great recruitment and then 

retention tool. You can recruit people into the military if you are 

able to get a license when you leave the military. And then if you 

were to—if you chose to re-enlist, you know, it is usually senior 

NCOs and upper level captains or above who get the more technical certifications and skills-sets. So if they chose to remain in the 

military because they are able to get this stuff while in the military, you can aid in the retention of your total volunteer force. 

Ms. HERSETH SANDLIN. Along that line, let us take just recruitment and retention within the National Guard over the last few 

years. Are any of you aware of any State Governor that has looked 

into coordinating with his or her National Guard adjutant to do 

precisely that? 

Mr. CHAMRIN. I don’t have any numbers. It is not because they 

are not out there, I just haven’t researched it. 

Ms. HERSETH SANDLIN. Okay. I think it might be helpful that we 

all look into that issue. Perhaps there is a model whereby someone 

got creative on the State level with National Guard and Reservist 

in their recruitment goals to coordinate the licensing from State 

Boards with the training that is happening in a transportation 

company, for example. 

Let me ask one other question. Mr. Boozman, do you have a followup question? Okay. 

Mr. Chamrin, you have recommended expanding Montgomery GI 

Bill benefits. Have you approached the VA or other VSOs regarding 

this recommendation to expand the MGIB benefits to include the 

examinations and preparatory courses for licensing and certification requirements? 

Mr. CHAMRIN. It is loosely. We do have a resolution that says 

MGIB should be used for all education. And then that covers all 

the licensing, certification, and tests associated with that. 

rmajette on PRODPC74 with HEARING

14 

But formally approaching the VA, we have not. 

Ms. HERSETH SANDLIN. Okay. Mr. Cullinan or Mr. Weidman, 

would your organizations—— 

Mr. CULLINAN. We have a similar resolution—— 

Ms. HERSETH SANDLIN. Okay. 

Mr. CULLINAN [continuing]. Calling for it to cover. And we also 

support portability for the Guard and Reserve. 

Ms. HERSETH SANDLIN. Yes. 

Mr. CULLINAN. That is a key obstacle right now. And for, as you 

know, that falls under Title 10. So that is, there is another problem. There is legislation out there to address that issue but I will 

stop there. 

Mr. WEIDMAN. VA is committed to getting Senator Webb’s bill 

passed on both sides of the Hill and to folding Senator Lincoln’s 

provisions in there for the Guard and Reserve and to expanding 

the entrepreneurial training and vocational training and on-the-job 

training aspects of a brand new GI Bill for the 21st century. 

Ms. HERSETH SANDLIN. Thank you. Mr. Boozman. 

Mr. BOOZMAN. No. 

Ms. HERSETH SANDLIN. Okay. We want to thank all of you for 

your testimony. 

Mr. BOOZMAN. Thank you. 

Ms. HERSETH SANDLIN. We hope you will be able to stay and 

then we will perhaps have time to visit with you after the hearing 

to start coordinating some followup discussions on this issue. 

I would now like to invite our witnesses on the second panel to 

the witness table. 

Joining us on our second panel of witnesses are frequent visitors 

as well. Ms. Leslye Arsht, Deputy Under Secretary of Defense for 

Military Community and Family Policy in the U.S. Department of 

Defense; Mr. John McWilliam, Deputy Assistant Secretary for Veterans’ Employment and Training Services in the U.S. Department 

of Labor; and Mr. Keith Wilson, Director of Education Service for 

the Veterans Benefits Administration in the U.S. Department of 

Veterans Affairs. 

Your complete written statement has been made part of the 

record. Ms. Arsht, you are recognized for 5 minutes. 

STATEMENTS OF LESLYE A. ARSHT, DEPUTY UNDER SECRETARY OF DEFENSE (MILITARY COMMUNITY AND FAMILY POLICY), U.S. DEPARTMENT OF DEFENSE; JOHN M. 

MCWILLIAM, DEPUTY ASSISTANT SECRETARY, VETERANS’ 

EMPLOYMENT AND TRAINING SERVICE, U.S. DEPARTMENT 

OF LABOR; AND KEITH M. WILSON, DIRECTOR, EDUCATION 

SERVICE, VETERANS BENEFITS ADMINISTRATION, U.S. DEPARTMENT OF VETERANS AFFAIRS 

STATEMENT OF LESLYE ARSHT 

Ms. ARSHT. Thank you. Thank you, Madam Chairwoman. Thank 

you for the opportunity to discuss the progress that we have made, 

the Department of Defense, and the Military Services in providing 

information and assistance to servicemembers regarding licensure 

and credentialing. 

rmajette on PRODPC74 with HEARING

15 

Returning to private life after serving in the military is a very 

complex undertaking. When separating, retiring, or being released 

from active duty, the transitory servicemember’s most immediate 

goal is finding a job, accessing education to change careers, and ultimately improving his or her long-term economic quality of life. 

The Department recognizes that the attainment of a civilian credential is important to the servicemember’s transition to comparable civilian employment. Great progress has been made in providing transition assistance during the past year. We have succeeded in providing licensing and credentialing information in a 

range of ways and in different formats in order to appeal to individual learning styles and ensure the widest possible dissemination. 

The information is provided through classroom delivery from an 

instructor, by online interaction, and through one-on-one coaching 

so that servicemembers have the latest most accurate information 

about transition assistance benefits available at their fingertips in 

order to make informed decisions about their future. 

An integral aspect of licensure and credentialing is it is being introduced to servicemembers early in their careers, not just at the 

time of separation. But let me start with the Transition Assistance 

Program (TAP). Transitioning servicemembers and demobilizing 

National Guard and Reserve personnel are provided information 

about licensure and certification through TAP, our traditional 

Transition Assistance Program. Now that offering is greatly enhanced by TurboTAP, our newest transition portal developed in collaboration with the Department of Labor and the VA. 

TurboTAP’s Pre-separation Guide for Active Component Servicemembers, a Transition Guide for the Guard and Reserves provides 

a wealth of information about credentialing programs. Through 

TurboTAP’s Employment Hub, servicemembers can access a section 

entitled, ‘‘Translating your Military Skills.’’ This hub also links to 

the Military Occupational Classification Skills Translator which 

helps military personnel translate their military specialties to civilian occupations. 

Because we recognize that young servicemembers today are very 

savvy when it comes to technology, we have made the site easy to 

navigate and have deliberately placed access to information in multiple locations on the site. It is all there at their fingertips and accessible 24/7. I think you will agree that the Military Services have 

significantly augmented their focus on licensure and credentialing 

as well. The Army and Navy have conducted extensive research to 

link each of the military occupational specialties and Navy ratings 

to civilian jobs and applicable civilian licenses and certifications. 

Through the Army and Navy Credentialing Opportunities Online Web site referred to as ‘‘COOL’’ soldiers and sailors are provided access to comprehensive information about certification and 

licensure. This site helps them understand what it takes to obtain 

the corresponding credentials and identifies resources that will 

help pay credentialing fees. 

Air Force emphasis on licensure and certification is linked to associate degrees it provides to its enlisted force through the Community College of the Air Force. The Air Force has structured these 

rmajette on PRODPC74 with HEARING

16 

degree programs to replicate certification requirements for careers 

in the civilian sector. 

The Marine Corps uses a variety of existing public and private 

sector resources to assist servicemembers with licensure and credentialing and funds one accredited certification per marine for 

those who don’t have a college degree. Marine Corps Transition Assistance Management Program personnel are Certified Workforce 

Development Professionals who counsel marines one-on-one, helping to translate their military experience and training into information relevant to corresponding civilian careers. 

The Department has stepped forward to take this commitment 

yet a level higher. As part of the commitment made in the Task 

Force Report to the President on ‘‘Returning Global War on Terror 

Heroes’’ a special DoD–DoL Credentialing Working Group is in the 

process of collecting and collating data on all occupational specialties by military service including National Guard and Reserves 

based on how many people are in each specialty. The Department 

will use the outcome of this study to identify adjustments that can 

be taken within the relevant Service Schools to potentially generate 

certifications in corresponding private sector jobs. 

We acknowledge the importance of providing servicemembers 

clear and definitive information on licensure and credentials at 

many points in their military careers. Providing this information 

early on allows servicemembers to plan and seek out any additional 

required classes they need to complete and meet civilian occupational requirements and their goals. 

Madam Chairwoman, on behalf of the men and women in the 

military today and their families, I thank you and the Members of 

this Committee for your steadfast support during these challenging 

times. Thank you. 

[The prepared statement of Ms. Arsht appears on p. 31.] 

Ms. HERSETH SANDLIN. Thank you very much. Mr. McWilliam, 

you are recognized. 

STATEMENT OF JOHN M. MCWILLIAM 

Mr. MCWILLIAM. Madam Chairwoman and Ranking Member 

Boozman, I appreciate the opportunity to talk with you today about 

the role of the Department of Labor in helping transitioning 

servicemembers and veterans in obtaining the licenses and certifications required for civilian jobs. Our Nation needs an increasingly 

skilled workforce. We recognize that the skills obtained during an 

individual’s military service can meet the needs of the civilian 

workforce. 

Since the start of the Global War on Terror, the Department of 

Labor has increased it’s focus on servicemembers transitioning 

from military to civilian employment. Our strategy is threepronged. First, we work with the Department of Defense to get 

more troops to the Transition Assistance Program employment 

workshops. TAP is our earliest opportunity to identify transitioning 

servicemembers that might need help in obtaining licenses and certifications. That is one of the topics covered during the workshops. 

Second, we are educating servicemembers and employers on their 

rights and responsibilities under the Uniformed Services Employrmajette on PRODPC74 with HEARING

17 

ment and Reemployment Rights Act (USERRA) and vigorously investigating complaints under the law. 

And, finally, we reach out to employers through our national 

‘‘HireVetsFirst’’ Campaign, which highlights the value veterans 

bring to the workforce. 

In April of 2006, a joint Departments of Defense and Labor Credentialing Work Group was formed to coordinate our efforts on licensing and certification. The Work Group has incorporated the 

guidance of Public Law 109–461. The group is focusing on military 

occupations that comprise a high proportion of exiting servicemembers and that can be matched to high-demand occupations in 

high-growth industries. 

The Work Group will assess the instruction used to train servicemembers and contrast it to the civilian training that leads to credentialing. Working with the Service Schools and industries, the 

group will determine what military training is relevant to certification for civilian occupations. Since the enactment of Pubic Law 

109–461, we have worked to identify funding to support the authorized demonstration. We are currently developing a competitive Solicitation for Grant Applications using available program year 2007 

funding that will support a demonstration program for one MOS. 

The program will last for 3 years. We intend to request additional 

funding in the future years that will allow this single demonstration program to expand to the authorized 10 MOSs. 

In addition, we intend to include licensing and certification for 

transitioning servicemembers as part of VWIP, the Veterans’ Workforce Investment Program, funding for program year 2009. Currently, many of our VWIP grantees include licensing and certification as part of their services, but they base that on the individual’s employment plan and military experience. The new effort 

under VWIP will support the Work Group by focusing on the Military Occupational Specialties rather than the individual veteran. 

In addition, Department of Labor has worked with business 

groups and other organizations to acquaint them with military 

training and ease the transition to a civilian credential. 

Madam Chairwoman, this concludes my statement. I will be 

pleased to respond to any questions. 

[The prepared statement of Mr. McWilliam appears on p. 34.] 

Ms. HERSETH SANDLIN. Mr. McWilliam, thank you. Mr. Wilson 

you are recognized for 5 minutes. 

STATEMENT OF KEITH M. WILSON 

Mr. WILSON. Thank you. Good afternoon, Chairwoman Herseth 

Sandlin and Ranking Member Boozman. I appreciate the opportunity to appear before you today to discuss VA’s education benefits 

for licensing and certification testing. 

My testimony will address the details and background of the program for beneficiaries of the Montgomery GI Bill Active Duty, Selected Reserve, Reserve Educational Assistance Program, and Dependents Educational Assistance Program as they relate to licensing and certification exams. 

While licensing and certification test reimbursements constitute 

a small portion of our overall payments, they nonetheless play a 

vital role in helping veterans and servicemembers make the transirmajette on PRODPC74 with HEARING

18 

tion from military to civilian life. An individual eligible for MGIBactive duty or Dependents Educational Assistance Program benefits can receive reimbursements for licensing and certification tests 

taken on or after March 1, 2001. Individuals eligible for MGIB-selected reserve and the Reserve Educational Assistance Program 

can receive reimbursements for licensing and certification tests 

taken on or after January 6 of 2006. 

We do not consider Military Occupational Specialties when determining who gets reimbursed for taking an exam. The maximum 

education benefit payment per approved test is $2,000. There is no 

limit to the number of tests that may be taken, except that an individual cannot exceed his or her maximum education benefit entitlement. 

It is not uncommon for an individual to take a series of tests. For 

instance, a veteran or servicemember may take a series of exams 

to certify programming skills in different types of computer languages. Currently, there are over 4,300 exams approved for reimbursement benefits. Since the inception of the program, VA has 

made approximately 31,500 payments to 14,300 individuals with 

an average reimbursement of $408 per exam. 

Recognizing the importance of licensing and certifications, VA 

has appointed an individual with expertise in these areas to serve 

as a member of the Veterans Advisory Committee on Education. 

This individual provides advice concerning licensing and certifications and how these benefits assist in the transition from military to the civilian workforce. 

We believe the continued provision of benefits for licensing and 

certification tests will play a valuable role in assisting eligible individuals with their readjustment to civilian life and prepare them 

for the critical roles in the twenty-first century. 

Madam Chairwoman, this concludes my statement. I would be 

pleased to answer any questions you or other Members may have. 

[The prepared statement of Mr. Wilson appears on p. 36.] 

Ms. HERSETH SANDLIN. Thank you, Mr. Wilson. Thanks to all 

three of you for your testimony. Mr. Boozman. 

Mr. BOOZMAN. Mr. McWilliam, did you say that you had identified the areas that you were going to look at as far as the professions in the pilot. 

Mr. MCWILLIAM. There are two aspects, Mr. Boozman. One is the 

credentialing Work Group you will have with the Department of 

Defense. They are in the process of identifying all of the MOSs to 

look at. As soon as we have that information from them, we will 

use it to choose one of the first MOSs for the Veterans Workforce 

Investment Program Solicitation for Grant Applications later this 

year. 

Mr. BOOZMAN. Okay. Good. I really would like to sit down with— 

because it is a complicated thing, you know. You have the unions 

involved. You have, in the case of medicine, where you have all 50 

States, 53 entities, it is confusing. So that is a whole different deal. 

Like I said with plumbing, things like that, the unions are heavily 

involved. You have the unions involved with truck driving and you 

have the independent operator, that are very much not involved. 

And so, if we could identify maybe, if you could give us a list of 

professions that you know you feel like are going to be there. And 

rmajette on PRODPC74 with HEARING

19 

maybe you have some others that are on the border, and you know 

if you are—but if we could get a few and just kind of work through 

it and get the parties involved around a table and just really go 

back and forth with really just discussing it. You know how it 

works so that we can all understand. 

I think that would be real helpful and again that is something 

that you know we will talk to our Chair about and see if that is 

a possibility. 

I don’t have a lot of questions, but we just need to go forward 

with this. And it is just a matter of getting it done. As I said, we 

have the different things. We have the difference of the credentialing when you are in the service. You have issues of where we can 

figure out how to get the credential, then taking that credential 

and then getting licensed by a State. 

And also in other professions having that credential and then 

getting credit for the time that you have driven. I am saying driven 

in the case of a truckdriver or whatever, a plumber is another example. The fact that you have performed as a master plumber for 

several years in the service. We would like to see when they go into 

the private sector, after the credentialing is squared away, that 

they get credit for that. 

There are some things, again I think the truck driving is just an 

easy example. You can be a great truckdriver in the military and 

yet there are civilian rules that you have to show that you have 

a knowledge of things. We are really committed to do—I would like 

to move the thing forward. I would like to have a regular update 

on the progress of the pilot as to what we are doing, where it is 

going, what we have accomplished. And again, see if we can get 

this thing done. 

Mr. MCWILLIAM. You point out some very good things, Mr. 

Boozman. There are different ways to attack each one of these occupations. The one that you have mentioned, transportation, we 

have been working quite closely with some trucking companies who 

have a great shortage in drivers and are in need of drivers. And 

they have been working to attempt State by State to change the 

rules to allow military experience and training to count. So it is a 

very good point. 

Mr. BOOZMAN. Let me just ask one thing real quick. The Legion 

mentioned the Council of Licensure Enforcement and Regulation. 

Do you all have knowledge of this organization? Are you dealing 

with that? Or? 

Mr. MCWILLIAM. I don’t off hand. Mr. Boozman, I do not have 

that information today, but I can get back to you on whether or not 

we have had dealings with them. 

[The information follows:] 

The Department of Labor’s Veterans’ Employment and Training Service 

(VETS) looked into this further and they have had no contact nor did they 

seek out the Council of Licensure, Enforcement and Regulation. This organization does not deal with issues that might affect the trucking industry, 

as their transportation issues surround transportation for hire such as the 

taxicab industry. 

The Council deals with professional practice services such as nursing, 

dentistry, doctors, certified public accountants, etc., which require individual State licenses to practice in a particular State or local government 

entity. 

rmajette on PRODPC74 with HEARING

20 

Mr. BOOZMAN. Okay. Good. Very good. Okay. Again, thank you. 

It is a very doable thing, though, but we have just got to move forward. And I think the pilot program really will be a good vehicle 

for us really to kind of root out all these different little problems. 

But I do think that the Department of Labor is going to have to 

be at the forefront of, as was stated by the earlier group, at the 

forefront. Somebody has to have ownership of this. And so, that is 

the key. 

And I think that you all are the people that would logically be 

the people to have ownership. 

Thank you, Madam Chair. 

Ms. HERSETH SANDLIN. Thank you, Mr. Boozman. Mr. McWilliam, 

the joint Credentialing Work Group thus far has accomplished 

what? Is the process of identifying the relevant MOSs based on the 

highest level of unemployment for people with those MOSs? How 

are you going about identifying the most appropriate ones that 

need attention here? 

Mr. MCWILLIAM. Madam Chairwoman, the Work Group has been 

looking at the number of people in those MOSs in the military and 

matching them to the high-growth industries, which are the occupations that we have identified as high-growth industries within 

the United States to put the two of them together. 

Ms. HERSETH SANDLIN. Right. Is that the same as the President’s 

High Growth Job Training Initiative, the same 14 identified sectors? 

Mr. MCWILLIAM. Yes. 

Ms. ARSHT. We are actually looking at the top 10 MOSs of the 

population. The highest top 10 that have military people in them 

and correlating them to the high-growth need. Part of the complication is, as one person on the earlier panel said, the largest MOS 

is Combat Arms. What we have found in the Working Group is 

that we needed to be able to do exactly what the panelist suggested, which is look at the sub-specialties within that MOS to be 

able to align it to civilian demand. 

So for instance, someone who had been in their career in Combat 

Arms, the large number of them would become technical trainers 

and technical trainers are in high demand in the civilian workforce. 

So that would be a sub-specialty of Combat Arms that could have 

a credential aligned to it. 

Ms. HERSETH SANDLIN. I don’t want to second guess how you 

have structured this. I do hope that you will, to the extent possible. 

In other Subcommittee hearings, we have talked about whether it 

is in education benefits, whether it is other areas. We have made 

reference to the President’s High Growth Job Training Initiative in 

the past. 

To the extent that you can have that as a point of comparison 

so that we are not deviating entirely from that initiative, but looking for as much common area—— 

Ms. ARSHT. Right. 

Ms. HERSETH SANDLIN [continuing]. Reaching all these various 

objectives—— 

Mr. MCWILLIAM. Certainly. 

Ms. HERSETH SANDLIN [continuing]. With some kind of nucleus 

that we are working around. 

rmajette on PRODPC74 with HEARING

21 

When do we anticipate that they will identify, finish identifying 

those relevant MOSs so that the demonstration project can begin? 

Can you give us some sort of timeline? I agree with Mr. Boozman 

that regular updates on the process would be helpful, especially if 

we are going to be working in conjunction, in a roundtable fashion, 

to have that information. 

Can you provide a timeline for us for when this will be complete? 

Ms. ARSHT. We expect to have identified MOSs by the end of the 

year. 

Ms. HERSETH SANDLIN. Okay. Mr. McWilliam, if they are identified by the end of the year, then how much lead time do you need 

to actually get the demonstration project underway? How long do 

you anticipate that taking? 

Mr. MCWILLIAM. Madam Chairwoman, we plan to go ahead and 

write the Solicitation for Grant Application and just fill in the 

blanks when we identify the MOSs. So at the start of the year, and 

we have anticipated making the award in early springtime. 

Ms. HERSETH SANDLIN. Okay. Mr. Wilson, when was the last time we updated the $2,000 limit for use of taking a licensure certification exam? 

Mr. WILSON. I will have to get back to you. I don’t have the date 

on that. 

Ms. HERSETH SANDLIN. Okay. Do you have any thoughts if the average, as you have stated in your testimony, was $408 on the, 

I think was it 35,000? I can’t remember the number of veterans 

you identified that have utilized—— 

Mr. WILSON. Roughly 14,000, I believe. 

Ms. HERSETH SANDLIN. Fourteen thousand. 

Mr. WILSON. About 35,000 separate tests for roughly—— 

Ms. HERSETH SANDLIN. Okay. 

Mr. WILSON [continuing]. Fourteen thousand individuals. 

Ms. HERSETH SANDLIN. Does the VA have a position on whether 

or not the remaining almost $1,600 could be applied toward preparatory courses in taking those exams? 

Mr. WILSON. We have not looked into that at all. I would add, 

though, that for the great majority of the training that is needed 

to qualify for the fields that we are talking about, VA does pay for 

the training for that. For example, if an individual is looking to be 

certified as an EMT, in all likelihood that individual has gone to 

a community college for the EMT training, which was paid by the 

GI Bill. 

The one small segment that we do not pay for are study courses 

specifically geared toward an examination. So it would be a very 

small segment that we would be looking at. But, again, we have 

not looked at that specifically. 

Ms. HERSETH SANDLIN. Okay. 

Ms. ARSHT. But DoD’s Voluntary Education does cover course 

work. So, servicemembers can draw from the different programs to 

support getting their credentials. We cover course work in voluntary education and the GI Bill covers the certification, licensing 

fee. 

Ms. HERSETH SANDLIN. Okay. 

Mr. WILSON. I would be happy to investigate that a little bit further though, concerning how we could take, for instance, DoD’s exrmajette on PRODPC74 with HEARING

22 

perience and apply it to veterans and see what we could do to provide reimbursement for those. 

Ms. HERSETH SANDLIN. Well, I think that would be helpful. First, 

it brings us back to the point that Mr. Chamrin was making on the 

training. You know where you have benefits that apply to training, 

are we being duplicative? In terms of the training they have already received on active duty and finding a way to streamline that 

training. 

If you could work to see what they are doing. I also think we 

should be open and that would lead to another question that I will 

submit to you in writing: If we can track the number of veterans 

who are taking these exams and how many are passing. 

I think that would lead us in a direction of having additional information to determine whether or not that other money, that 

$1,600 should be applied to preparatory courses. In terms of just 

those of us that take exams to pass the State bar exam and everything, they are useful reviews of some of the more technical information and sometimes will be a benefit in taking those exams. 

Mr. WILSON. We would be happy to look at that. 

Ms. HERSETH SANDLIN. Okay. One final question and then there 

will be others that I will submit in writing. 

I think that the Ranking Member and his counsel were visiting 

about this a little bit too as it relates to TAP. I think Mr. 

McWilliam you mentioned that TAPs provide the earliest opportunity to identify veterans who may need assistance in licensure 

and credentialing. 

We know it is not mandatory, so we know we may be losing some 

there, but is that too late? TAP gets us back to the issue of can 

we somehow integrate earlier in one’s military career in a way in 

which to identify those MOSs that have the highest level of unemployment or the most difficulty in getting their military training 

and experience to match up with jobs in the civilian sector? 

Do any of you have any thoughts on that issue? 

Ms. ARSHT. Actually the Army is engaged in this process, and 

has for a year included promotion points for certification during active duty in line with your military career. And Navy is doing this 

as well, in fact Navy has a credential aligned to each one of it’s rating levels. 

So we are getting more and more closely aligned and beginning 

to discuss this very early in the military career. And we do see this 

discussion, understanding what career track you are on and how 

that career might advance through your military career and how 

it aligns to what your civilian opportunities are, as part of a retention process. 

One of the best examples I think of this is in the IT area where 

most of the young people coming into IT recognize that there are 

commercial certifications that they need that are very valuable 

when they move into the civilian world. And so they can acquire 

them during their active-duty period. 

And so we believe that this conversation is getting bolder earlier 

because it works both for your military career and after the 

servicemembers have left us. 

Ms. HERSETH SANDLIN. Mr. Boozman, do you have any followup 

questions? 

rmajette on PRODPC74 with HEARING

23 

Mr. BOOZMAN. No. The only thing I would comment, I think your 

comment about looking at the test, looking at the courses that help 

you prepare for tests—I guess my thing is, to me, we really want 

stuff that is going to help people be successful and complete their 

courses and it is just a different ball game now. You know, those 

kind of things have almost become part of the curriculum, to be 

successful. 

And so, I also think I would really encourage you to look at 

those, and make sure we are doing the right thing in that regard. 

But that is something that is very helpful that again can help people that have worked very hard to go ahead and complete that last 

step and be successful in what they are trying to do. 

Thank you all very much for being here. 

Ms. HERSETH SANDLIN. Yes, I want to thank you all, as well as 

our witnesses on the first panel, again for your insight, your testimony, and your ideas today. We always value it and the ongoing 

service that you are providing for our Nation’s veterans. We’ll look 

forward to seeing you again soon. 

Again, thank you for the testimony. The hearing does stand adjourned. 

[Whereupon, at 3:24 p.m., the Subcommittee was adjourned.] 

rmajette on PRODPC74 with HEARING

(24) 

A P P E N D I X 

Prepared Statement of Hon. Stephanie Herseth Sandlin, 

Chairwoman, Subcommittee on Economic Opportunity 

Over the past year, our Subcommittee has focused most of its energy on employment related issues ranging from transition assistance for servicemembers, small 

business opportunities for veterans, and employment within the Federal Government. 

In today’s hearing we will continue to examine these issues, and hear valuable 

insight as to how to better provide veterans and returning servicemembers with the 

resources to make the transition back to civilian life and receive the opportunities 

that they deserve. 

I look forward to hearing from veteran service organization representatives on 

concerns their members have encountered when seeking certification or licensing in 

the civilian sector, to include enforcing laws to ensure those responsible are doing 

their job. I also look forward to hearing about the possibilities of expanding existing 

laws to provide more opportunities and resources to our Nation’s veterans seeking 

ways to start new careers in the civilian sector. 

Throughout my tenure in Congress, I have been approached by several of my constituents to find ways to improve on existing laws, such as the Montgomery GI Bill. 

It is my belief that this Subcommittee has the opportunity to work together on these 

issues with veteran service organizations, our colleagues in the Senate and Administration officials. This Subcommittee and this Congress have a responsibility to help 

bridge the gap between military service and veteran status, and assist these brave 

men and women transition back to the civilian sector to pursue new educational opportunities, start new careers and establish themselves in the communities that 

they helped protect. 

f 

Prepared Statement of Hon. John Boozman, 

Ranking Republican Member, Subcommittee on Economic Opportunity 

Good afternoon, Madam Chairwoman, and thank you for highlighting the need to 

improve opportunities for veterans to have their military training and education 

counted toward qualifying for civilian occupations. 

As you remember, we authorized the Veterans Employment and Training Service 

to conduct a pilot licensing and certification project. I am eager to hear what 

progress VETS has made toward implementing that authority. 

I am also concerned that the continuum of responsibility beginning with the Military Services, through the Department of Labor and VA, and ending with the States 

has never been solidified. Without making the connections, veterans will continue 

to experience delays in qualifying for civilian occupations for which they have been 

trained during military service. The taxpayers will also see valuable training dollars 

and experience wasted. 

States bear a measure of responsibility, too. By setting qualification standards for 

everything from commercial drivers’ licenses to teachers and physicians, States are 

the final arbiter of whether military training will count toward qualifications. 

I am disappointed that the National Governors’ Association was not able to be 

with us today and I hope they will come talk to us soon about their role in this 

issue. 

Madam Chairwoman, I yield back. 

f 

rmajette on PRODPC74 with HEARING

25 

Prepared Statement of Ronald F. Chamrin, 

Assistant Director, Economic Commission, American Legion 

Madam Chairwoman and Members of the Subcommittee: 

Thank you for this opportunity to present The American Legion’s view on the licensure and credentialing of servicemembers and veterans to the Subcommittee 

today. 

The American Legion asserts that veterans have been trained, educated, disciplined, and molded by the greatest military the world has ever seen and yet a 

large number of these skills are deemed non-applicable in the civilian sector. The 

Department of Labor’s Hire Vets First lists attributes that make veterans marketable to the civilian sector. The American Legion strongly agrees that veterans have 

attributes to make them extremely productive in the civilian sector. These attributes 

include an accelerated learning curve, leadership, teamwork, diversity and inclusion 

in action, efficient performance under pressure, respect for procedures, technology 

and globalization, integrity, conscious of health and safety standards, and the ability 

to triumph over adversity. 

With all of these abilities, a casual observer would assume that veterans are easily employed and can transition their military experience to the private sector with 

ease. Unfortunately, that is not the case. 

The American Legion supports efforts to eliminate employment barriers that impede the transfer of military job skills to the civilian labor market and that the Department of Defense take appropriate steps to ensure that servicemembers be 

trained, tested, evaluated and issued any licensure or certification that may be required in the civilian workforce. 

The American Legion supports making the Montgomery GI Bill eligibility available to pay for all necessary civilian license and certification examination requirements, including necessary preparatory courses. We also support efforts to increase 

the civilian labor market’s acceptance of the occupational training provided by the 

military. 

MILITARY TRAINING 

The Department of Defense (DoD) provides some of the best vocational training 

in the nation for its military personnel and establishes, measures and evaluates performance standards for every occupation with the armed forces. There are many occupational career fields in the armed forces that can easily translate to a civilian 

counterpart; additionally, there are many occupations in the civilian workforce that 

require a license or certification. 

In the armed forces, these unique occupations are performed to approved military 

standards that may meet or exceed the civilian license or certification criteria. Upon 

separation, many former military personnel, certified as proficient in their military 

occupational career, are not licensed or certified to perform the comparable job in 

the civilian workforce, thus hindering chances for immediate civilian employment 

and delaying career advancement. This situation creates an artificial barrier to employment upon separation from military service. 

A study by the Presidential Commission on Servicemembers’ and Veterans’ Transition Assistance identified a total of 105 military professions where civilian credentialing is required. 

DEPARTMENT OF VETERANS AFFAIRS IMPACT IN LICENSURE AND 

CREDENTIALING 

The American Legion applauds the fact that since January 6, 2006, all eligible 

veterans using the Montgomery GI Bill Active Duty (MGIB–AD, Title 38, Chapter 

30), Selected Reserve (MGIB–SR, Title 10, Chapter 1606), Veterans Education Assistance (VEAP, Title 38, Chapter 32), Dependents Educational Assistance (DEA, 

Title 38, Chapter 35) and the Reserve Education Assistance Program (REAP, Title 

10, Chapter 1607) can now receive reimbursement for licensing and certification 

tests. 

However, the government is paying twice and sometimes three or more times for 

training and licensing for the same task. DoD spends billions of American tax dollars each year training members of the military. Some civilian skills are very similar in nature to those duties performed while in the military, yet taxpayers may be 

funding training twice for the same individual through DoD and then the VA. This 

is financially irresponsible and counterproductive to individual veterans who must 

use their earned MGIB education benefits to take civilian proficiency tests. 

Most licenses or certifications have fees associated with them that are charged by 

the credentialing board. Some of the typical fees paid directly to a credentialing 

board include 

rmajette on PRODPC74 with HEARING

26 

• Application Fees—from $20 to $200 • Exam Fees—from $20 to $200 • Renewal Fees—from $10 to $150 (typically renewed every 1 to 3 years) 

The American Legion also notes that those veterans who have been Reservists 

called to active duty are losing their earned education benefits once they complete 

their service contract, therefore, they must find alternative means for funding. 

Ninety thousand members of the Reserve component are entering the civilian sector each year. The most visible example of this unjust denial of benefits is the demobilization of 2,600 members of the Minnesota National Guard who have just performed the longest, continuous combat tour in Iraq of any military unit to date. Mobilized for 22 months, they are ineligible to enroll in MGIB–AD because they fall 

short of the required 24-month deadline by 2 months. This travesty is not unique 

to these guardsmen and passing of the Total Force GI Bill would at least allow 

members of the Reserve components to apply their earned benefits toward licensing 

and certification exams. 

MILITARY TRANSCRIPTS 

Military transcripts provided from each of the Armed Forces provide a very limited training and education record and at times incorrect, missing, or additional information is listed. The Army Training Requirements and Resource System 

(ATRRS), Navy’s Sailor Marine American Council of Education (ACE) Registry 

Transcript (SMART), and the Air Force Institute of Advanced Distributed Learning (AFIADL) are all accepted by the American Council on Education. 

Once again, highlighting the Guardsmen of Minnesota, (many of them infantry), 

these servicemembers have enormous talents, skills, and attributes that they have 

used while in theater. However, because the tasks they performed are so unique and 

difficult to succinctly describe, they are left with an empty shell of a resume. 

When transitioning military careers to civilian careers, many servicemembers can 

only list 11–B, Infantryman. It would be more advantageous if they can write 

11–B, Infantryman, chief advisor to mayor of Iraqi town, facilitator of incubator 

maintenance at local hospital, and more specified individual tasks. They, along with 

hundreds of thousands of OIF and OEF veterans, have performed duties that could 

fall in line with many civilian professions. If a system is devised that can translate 

to the full nature of a servicemember’s skills and abilities (as opposed to only listing 

a military occupation code) individual veterans would be positively affected. 

ONLINE ASSISTANCE 

There are so many Web sites for servicemembers and veterans to visit that it can 

become extremely confusing and complex. The Army and Navy COOL (Credentialing 

Opportunities Online) Web sites are excellent tools for potential recruits, current 

servicemembers, and transitioning veterans to use. The Air Force Personnel Center 

is also a useful tool. The Career One Stop and the Operational Information Network 

Online, or O*Net, both operated by the Department of Labor, are more helpful tools. 

These sites should be made easily accessible at all recruitment and transitioning 

stations. However, for those individuals who are constrained for time, have limited 

Web access, are deployed overseas, and those with poor Internet savvy, these Web 

sites are just not enough. The American Legion recommends more access of licensing and credentialing services at TAP sites. 

ACCESS AT TRANSITION ASSISTANCE PROGRAM FACILITIES 

The American Legion observes that transition assistance modules are excellent 

avenues for each individual U.S. State to access transitioning servicemembers. The 

American Legion supports mandatory TAP for transitioning servicemembers at least 

180 days prior to the end of their contractual obligation. When servicemembers are 

at these TAP sites around the country, each State workforce agency or credentialing 

board can provide important information. 

Better coordination, communication and interaction of credentialing boards and 

the training commands of each of our Nation s Armed Forces are needed. Furthermore, military trainers, doctrine writers, and evaluation tests for military skills 

should coordinate with their civilian counterparts and attempt to synchronize military tests with their civilian counterparts. 

The majority of the onus and responsibility is on the veteran to contact authorization boards to ascertain what they will require to be successful in the profession 

that they choose. However, these boards should have two-way communication so 

that the onus is not completely on the veteran, especially in a time of war when 

they are focusing on their immediate tasks. 

The Council of Licensure, Enforcement and Regulation has a database of national 

approving boards. Listed below are selected members of this national database. 

rmajette on PRODPC74 with HEARING

27 

Each TAP site should coordinate with at least the following boards to have a representative participate. Additionally, each U.S. State regulatory board should also 

coordinate with TAP personnel and brief on transitioning servicemembers the 

unique relevant requirements needed for certification. 

• National Association of State Boards of Accountancy (NASBA) • National Council for Architecture Registration Boards (NCARB) • The Federation of Chiropractic Licensing Boards (FCLB) • National Association of State Contractor Licensing Agencies (NASCLA) • American Association of State Counseling Boards (AASCB) • National Association of State Boards of Education (NASBE) • National Council of Examiners for Engineering and Surveying • International Conference of Funeral Service Examining Boards • National Association of Insurance Commissioners • Council of Landscape Architectural Registration Boards • National Association of Boards of Examiners of Long Term Care Administrators • Association of Marital and Family Therapy Regulatory Boards • The Federation of State Medical Boards (FSMB) • National Council of State Boards of Nursing (NCSBN) • Association of Regulatory Boards of Optometry (ARBO) • National Association of Boards of Pharmacy (NABP) • The Federation of State Boards of Physical Therapy (FSBPT) • Association of State and Provincial Psychology Boards • The Association of Real Estate License Law Officials (ARELLO) • Association of Social Work Boards (ASWB) • American Association of Veterinary State Boards (AAVSB) 

Web sites and online interaction are great tools but nothing can replace personal 

interaction. Personal visits by representatives of national and State boards at TAP 

sites and training commands can assist the transfer of military licensing and certification. At a minimum, these boards can provide a pamphlet or information sheet 

to put into a veteran’s hand. 

CONCLUSION 

There have been estimates that approximately 60% of the workforce will retire 

by 2020 and competent, educated, and capable individuals must replace the workforce in order to assure the United States retains its competitive edge in the world. 

The veterans of this Nation make up a well-qualified disciplined pool of applicants. 

Increasing recognition of military training by integrating licensing and credentialing 

must be strengthened to assist our country’s finest to achieve their professional 

goals. 

Madam Chairwoman and Members of the Subcommittee, this concludes my testimony. I appreciate the opportunity to present The American Legion’s views on these 

important issues. 

f 

Prepared Statement of Dennis M. Cullinan, 

Director, National Legislative Service, 

Veterans of Foreign Wars of the United States 

MADAM CHAIRWOMAN AND MEMBERS OF THIS SUBCOMMITTEE: 

On behalf of the 2.4 million men and women of the Veterans of Foreign Wars of 

the U.S. (VFW), this Nation’s largest combat veterans’ organization, I would like to 

thank you for the opportunity to testify today on the above noted subject. 

As cited in the September 2005 ‘‘Study on Coordination of Job Training Standards 

with Certification Standards for Military Occupational Specialties,’’ our Nation 

needs an increasingly skilled workforce. We would all agree that there is no more 

a deserving or more valuable group of American workers than our Nation’s service 

members and veterans. Three key areas governing access to today’s high paying and 

highly technical job areas are the following credentials: 

Licensure—Licenses are granted by government organizations to regulate the 

practice of a profession. A license is a mandatory credential. 

Certification—Certifications are granted by industry stakeholders to attest to 

an individual’s attainment of knowledge and skills. A certification is a voluntary 

credential, but often required or preferred by employers. 

Apprenticeship—Registered Apprenticeship is a training system, combining 

on-the-job learning and related instruction, in which workers learn the practical 

and theoretical aspects of a skilled occupation leading to a nationally recognized 

Certificate of Completion of Apprenticeship. 

rmajette on PRODPC74 with HEARING

28 

Civilian credentials maximize a servicemember’s ability to demonstrate that the 

skills acquired in the military are on a par with their civilian counterparts. This 

results in diminishing the periods of unemployment or underemployment that might 

otherwise occur when moving into the civilian workforce. 

We acknowledge that the Military Services have made significant strides in addressing civilian credentialing. Even with these accomplishments, however, there is 

no centralized oversight of civilian credentialing. For most civilian occupations, 

there is no single entity responsible for all of the aspects of credentialing. There is 

a lack of accreditation of certification agencies and uniform standards and a lack 

of centralized information on certification requirements of information on civilian 

credentialing requirements across occupations. This in itself offers a significant impediment to our men and women leaving the military from transitioning smoothly 

into the modern civilian workforce environment even though they are often highly 

qualified for particular technical jobs. 

The civilian workforce increasingly relies upon credentialing as a way to regulate 

entry into certain occupations and to promote accountability for performance and 

public safety. Its value to the military is also being increasingly recognized. Credentialing offers professional growth and development opportunities for individuals in 

the service and has been used by the Military Services for both recruiting and retention. Civilian credentialing can be viewed as an opportunity for servicemembers 

transitioning to the civilian workforce to demonstrate to employers the comparability and value of their military education, training, and experience. 

Occupational credentialing is an official recognition of a process of meeting a set 

of defined standards, generally through education, training, experience, and testing. 

Licensure, certification, and Registered Apprenticeships are the primary types of occupational credentialing. 

The gaps that exist between requirements for civilian occupational credentials 

and the world class education, training, and experience provided by the military 

continue to make it difficult for transitioning military to make a smooth entry into 

the appropriate civilian sector employment. 

Additional challenges to credentialing the servicemember include statutory fiscal 

constraints. Insufficient legal authority exists for the Armed Forces to expend appropriated funds for servicemembers to acquire civilian/commercial occupational credentials. For example, absent specific statutory authority, appropriated funds may 

not generally be used to pay for commercial certifications, although appropriated 

funds may be used to pay for commercially contracted training courses that include 

an examination leading to credentials if the examination logically relates to the 

training and is part of the purchase price of the course ‘‘package.’’ Reserve forces 

face additional constraints. 

Even with these constraints and challenges, the credentialing picture for our 

servicemembers transitioning into the civilian workforce has improved markedly 

with the current and continuing programs of each of the Military Services; and the 

cooperative efforts between the Departments of Labor and Defense. 

It is clear, however, that much more needs to be done, and done quickly. The situation is especially urgent not only in the context of doing the right thing by our 

young men and women moving from military to civilian lives but in considering that 

a high number of these important jobs are now being carried out by baby boomers. 

Over the next 10 years over half of this aging population will be retiring. It is very 

much in our national interests to make sure we have the right people in place to 

assume these very important and highly demanding occupations—this is a matter 

of our collective economic and governmental security. 

Madam Chairwoman and Members of this Subcommittee, this concludes my testimony, and I would urge you to review attached VFW Resolution No. 618 entitled 

‘‘Licensure and Certification’’ for additional recommendations on this topic. I would 

be happy to respond to any questions you may have. 

Thank you. 

Resolution No. 618 

LICENSURE AND CERTIFICATION 

WHEREAS, every year, over 200,000 members of the armed forces leave the military; and 

WHEREAS, skilled servicemembers leaving the armed forces miss out on the opportunity to quickly move into a career and/or long-term employability because they 

must undergo lengthy and expensive retraining in order to meet civilian licensure 

and certification requirements; and 

rmajette on PRODPC74 with HEARING

29 

WHEREAS, many of those individuals clearly possess the skills and knowledge 

to meet licensing and certification requirements due to their military occupations; 

now, therefore 

BE IT RESOLVED, by the Veterans of Foreign Wars of the United States, that 

we urge a standardized licensure and certification requirement be adopted by the 

appropriate Federal and State agencies; and 

BE IT FURTHER RESOLVED, that recently separated servicemembers be afforded the opportunity to take licensing and certification exams based on existing 

skills acquired while servicing in the military. 

Submitted by Commander-in-Chief 

To Committee on VETERANS SERVICE RESOLUTIONS 

Approved by the 108th National Convention of the Veterans of Foreign 

Wars of the United States. 

f 

Prepared Statement of Richard F. Weidman, 

Executive Director for Policy and Government Affairs, 

Vietnam Veterans of America 

Good afternoon, Madame Chairwoman, Ranking Member Boozman and distinguished Members of the Subcommittee. Thank you for giving Vietnam Veterans of 

America (VVA) the opportunity to offer our comments regarding licensure and certification activities that could, if put in place, materially enhance the lives of the 

men and women retuning to civilian lives from today’s wars. 

The United States military is still the largest and arguably the most effective 

training institution in America. Skills are taught ranging from computer programming to meteorology to flying to allied health care professions to language proficiency to public relations to virtually anything that one can think of as a type of 

work or skill that would be required in any facet of our society. They do what they 

do very well indeed. Servicemembers are able to acquire extraordinary proficiencies 

and skills even in a short military career. The one thing that is generally lacking, 

however, are ‘‘civilian paper credentials’’ that document what they know and can do 

in a manner that is transferable and accepted in the civilian economy and the civilian job marketplace. This lack often means that extraordinary skill and well grounded subject knowledge is often lost to the individual as a credential that can be marketed in the civilian world, and thus often very expensive training paid for by the 

American taxpayer becomes an economic opportunity loss to the Gross Domestic 

Product (GDP). It means jobs not filled, leadership potential and skills not put to 

productive use, and a general loss to our overall economic growth. Frankly, this is 

an intolerable situation that the Nation can no longer tolerate. 

The need for formal credentialing of skills, knowledge, and training acquired in 

the military in a way that will be accepted in the civilian world has been apparent 

to many for at least 35 years. One of the major successes in capitalizing on experience and training began with the MEDEX program at Dartmouth College in Hanover, New Hampshire to train former Navy Corpsmen and Army Medics as Physician Assistants or ‘‘P.A.s’’ that began in 1971. The entire profession in medicine now 

known as Physician Assistants really began with that one program. Physician Assistants are now widely accepted in civilian medical settings, and in the military 

itself, where there are even P.A.s serving as Commanding Officers of Medical Companies. In fact, Physician Assistants are highly respected and have a broad range 

of practice almost everywhere in U.S. medicine, except the Veterans Health Administration of the Department of Veterans Affairs. 

Two other successes also involved Army Medics, and occurred in the late 1980s. 

One was an effort that began with one of the more forward thinking State Directors 

in the Veterans Employment & Training Service of the U.S. Department of Labor, 

and some of the staff of the State government in his State who together helped initiate a dialogue that led to all graduates of the Army’s Medical Training Center at 

Fort Sam Houston, Texas being offered the opportunity to take a certification exam 

to be licensed as Emergency Medical Technicians (EMT) with a credential that is 

recognized in all 50 States. It took almost 3 years to achieve consensus and approval 

from the credentialing entities in all 50 States. A similar effort to try and get automatic licensing of Registered Nurses separating from the military in all 50 States 

did not succeed, even though it made great sense, particularly in States that have 

urban areas with the most acute nursing shortages. One thing that did succeed, at 

least for a time, was to use Job Training Partnership Act (JTPA) funds to pay for 

additional classroom and on-the-job training of former Navy Corpsmen and Army 

rmajette on PRODPC74 with HEARING

30 

Medics to become Organ Transplant Coordinators. These were very good jobs, although tough in hours and emotionally. However, they were paid $35,000 per year 

while in training and average wages upon completing the 18 month training was 

a starting salary in excess of $60,000 per year plus benefits (and this was in 1990 

dollars). 

The Congress recognized that there was still a large unfilled need when it passed 

the legislation that became Public Law 106–50, in 1999. One provision created a 

mechanism for pursuing many additional fields where servicemembers could obtain 

civilian recognized certification that would enable them to market their skills and 

expertise acquired during military service in the civilian job market. Unfortunately 

this function was located in the National Veterans Business Development Corporation (AKA—The Veterans Corporation) which was yet to get organized, and which 

had more than enough of a challenge just getting organized to try and meet their 

primary mandate. 

Frankly, the function should be formally moved to the Department of Labor, and 

impetus from the Congress marshaled to ensure that Labor actually moves forward, 

in cooperation with the accrediting bodies for the professions and skill trades in the 

States, to create smooth transition for those separating today and in the future, especially disabled veterans. 

The best work we know of being done anywhere today is the National Organization of Competency Assurance (NOCA). They were most interested in the area following the enactment of Public Law 106–50, but became disillusioned over time as 

there was no real movement toward getting military cooperation and all parties 

moving to come to workable solutions. It became clear early on the Veterans Corporation was not able to handle this task, nor did they want it. While there was 

some activity after the actual function, if not the legal responsibility, was moved 

over to the Veterans Employment & Training Service at USDoL, there has not been 

any major progress to our knowledge. They are having a major conference on the 

rapidly changing field of skill certification in San Antonio in November, which will 

be attended by employers as well as certifying entities and professionals in this field. 

There are some tools and information available on the VETS Web site regarding 

certification and credentialing, but actual certification agreement and arrangements 

for military occupations does not appear to be something that is being pursued. 

Frankly, there needs to be clarification of responsibilities and accountability for pursuing this effort, and funding provided if there is to be any serious effort to capitalize on the considerable investment the Nation has already made in the training 

and education of separating servicemembers. 

The Nation’s business community is very concerned with finding skilled workers 

who are disciplined and ready, willing, and eager to work. In fact VVA is a member 

of the United States Chamber of Commerce, and active in the activities of the U.S. 

Chamber’s Institute for a Competitive Workforce, which is having a major conference here in Washington, DC next week. I have made details of this event available to your staff. VVA is pursuing a number of private efforts with business and 

privately owned military job boards because we are getting more return for our efforts per hour invested than with the Federal entities that should be in the forefront 

of this effort. 

The point is that businesses large and small are scrambling to locate and hire 

good, trained workers at a time when military separatees do not know where to 

turn, or do not have the civilian certification of the actual skills they possess. This 

matter of skill certification and proper matching of veterans with jobs is matter that 

directly and materially affects the ability of the younger veterans in being able to 

quickly enter the civilian labor force at a level which will maximize their competence. 

May I be so bold as to suggest that it would be fruitful for this Subcommittee to 

hold a semi-formal/informal ‘‘roundtable’’ in the next few months that would involve 

members, business leaders, VETS/USDoL, VA Vocational Rehabilitation & Education, DoD, veterans and military organizations, representatives from the Institute 

for a Competitive Workforce and similar entities, representatives from NOCA and 

similar entities, as well as other stakeholders as determined by you to try and articulate the needs, and ‘‘brainstorm’’ what might be a productive course of action 

to meet the needs of both the returning veterans and of American business in the 

second session of the 110th Congress. 

Madame Chairwoman and distinguished Members of this Subcommittee, that concludes VVA’s formal statement. I welcome your comments, and will be pleased to 

answer any questions you may have. Again, on behalf of VVA National President 

John Rowan, the VVA National Board of Directors, and our membership, thank you 

for allowing VVA to appear here today to share our views. 

f 

rmajette on PRODPC74 with HEARING

31 

Prepared Statement of Leslye A. Arsht, Deputy Under Secretary of Defense 

(Military Community and Family Policy), U.S. Department of Defense 

Madame Chairwoman and distinguished Members of the Committee, thank you 

for the opportunity to discuss the progress made by the Department of Defense 

(DoD) and the Military Services in providing information and assistance to servicemembers regarding licensure and credentialing. 

We require a great deal from our Armed Forces and I want to affirm the Department’s commitment to all of our servicemembers—active, National Guard, Reserves, 

and their families. 

Returning to private life after serving in the military is a very complex undertaking. At the point of separating, retiring or being released from active duty as a 

member of the National Guard or Reserves, the transitory servicemember’s most immediate goal is finding a job, accessing education to change careers, and ultimately 

to improve his/her economic quality of life for the long term. DoD believes that none 

of our efforts are more important than creating an uninterrupted continuum of opportunities at every level, as our service personnel and their families transition from 

military service to veteran status. 

The Department recognizes that the attainment of a civilian credential not only 

promotes professional growth, but communicates to employers the transferability of 

military training and experience. It is important for servicemembers to be able to 

capitalize on their military experience in order to reach and achieve their employment potential and aspirations in civilian life. 

Great progress has been made in providing transition assistance during the past 

year. We’ve succeeded in providing licensing and credentialing information in a 

range of ways and in different formats in order to appeal to individual learning 

styles and ensure the widest possible dissemination. The information is provided 

through classroom delivery from an instructor, by online interaction and through 

one-on-one coaching so that servicemembers have the latest and most accurate information about transition assistance benefits available at their fingertips in order 

to make informed decisions about their future. An integral aspect of licensure and 

credentialing is that it is introduced to servicemembers early in their careers not 

just at the time of separation. 

TRANSITION ASSISTANCE PROGRAM (TAP) 

The Transition Assistance Program (TAP) was created to assist servicemembers 

once they decide to separate or retire. During TAP, servicemembers receive information about licensure and certification. 

TAP is a collaborative partnership among DoD and the Military Services, the Department of Labor (DoL), the Department of Veterans Affairs (VA), and the Department of Homeland Security (DHS). Each agency is responsible for delivering its 

component of TAP. 

Transitioning servicemembers and demobilizing National Guard and Reserve personnel receive relevant information about licensure and certification through the 

four components of TAP (Pre-separation Counseling, DoL TAP Employment Workshop, VA Benefits Briefing, and the Disabled Transition Assistance Program 

(DTAP)). National Guard and Reservists receive a Uniformed Services Employment 

and Reemployment Rights (USERRA) briefing in lieu of the Employment Workshop. 

However, the Department of Labor has reached out to each State’s Adjutant General 

to provide TAP employment workshops whenever and wherever desired. 

During the mandatory pre-separation counseling phase of TAP, servicemembers 

learn about licensing, certification, and apprenticeship resources. These include resources such as the DoL ‘‘America’s Career Info Net’’ Web site, Army and Navy Credentialing Opportunities Online (COOL) Web sites, the DoD Verification of Military 

Experience and Training (VMET) document, the DoD/DoL U.S. Military Apprenticeship Program, the DoL Occupational Information Net (O*NET), DANTES, and 

TurboTAP. During pre-separation counseling, ‘‘Licensure and Certification’’ is contained in a module on the DD Form 2648 and DD Form 2648–1. 

The Military Services also provide one-on-one counseling, coaching, detailed briefings, guidance and other assistance required by the servicemember. Various workshops are provided to assist them in writing effective resumes, translating military 

skills to civilian skills, and skills and self assessments. 

The pre-separation counseling session also includes a discussion of the Department of Labor’s Web site, ‘‘Career One Stop.’’ In this application, servicemembers 

link to the Credentials Center, which they can use to locate State-specific occupational licensing requirements, agency contact information and information about industry-recognized certifications. There are also associated workforce education and 

examinations that test or enhance knowledge, and experience or skills in related cirmajette on PRODPC74 with HEARING

32 

vilian occupations and professions. These sites have been developed and improved 

through close partnerships between DoD and DoL. 

DoD also developed a DoD Pre-separation Counselor Training Course in conjunction with the National Learning Center, University of Denver at Colorado. The curriculum provides the minimum standards all counselors must achieve when explaining 

the licensing and certification module during the preseparation counseling session. 

TURBOTAP 

Our newest tool for transitioning servicemembers is TurboTAP (http://www. 

TurboTAP.org). The Department launched this new Web portal on June 9, 2007. It 

was developed in collaboration with DoL and VA. Among the many features of the 

site is a Pre-separation Guide for Active Component Servicemembers, a Transition 

Guide for the Guard and Reserves, and an Employer Hub. Both guides deal with 

Employment Assistance, and provide a wealth of information on Employment Assistance and Credentialing Programs. They also link directly to Army and Navy 

COOL, the O*NET, the Occupational Outlook Handbook and many other resources 

relating to licensure and credentialing. Through the Employment Hub, servicemembers can access a section entitled ‘‘Translating Your Military Skills.’’ This hub 

also links to the Military Occupational Classification (MOC) Skills Translator, developed by O*NET to help military personnel translate their military specialties to civilian occupations. It also provides them an occupational profile and they can get 

detailed employment information about that occupation. 

Because we recognize that our young servicemembers today are very ‘‘savvy’’ 

when it comes to technology, we have made the site easy to navigate and have deliberately placed access to information in multiple locations through the site. It is all 

there at their fingertips and accessible 24/7. 

TASK FORCE REPORT TO THE PRESIDENT: ‘‘RETURNING GLOBAL WAR 

ON TERROR HEROES’’ 

One of the recommendations in the Task Force Report to the President: ‘‘Returning Global War on Terror Heroes,’’ calls for the improvement in civilian 

workforce credentialing and certification. A special DoD–DoL Credentialing Working 

Group was established to address the actions required to implement this recommendation. A key tasking is to identify 10 major Military Occupational Specialties (MOSs) that may require minimal additional training or training adjustments 

to the curriculum of relevant Service Skills Development Schools that could result 

in certification in correlating civilian occupations. The Working Group is in the process of collecting and collating data on ALL MOSs by military service (including the 

National Guard and Reserves) based on how many people are in each MOS. They 

will narrow that list down to the top 10 MOSs based on how many people are in 

each MOS and conduct a cross-walk of those MOSs that correlate with the 10 highgrowth civilian industries. We expect that the results of that analysis will show the 

gaps between the MOSs and the credentialing requirements for the top 10 growth 

industries. The final step in this process will be to identify adjustments within the 

Service Schools required to support certain credentials. More work remains, but the 

final results will be a win-win for our servicemembers and for the Nation’s employers. 

The Credentialing Working Group is developing appropriate goals, objectives, and 

outcomes that will help remove credentialing barriers that some veterans and 

transitioning servicemembers face today, such as variations in State licensing requirements. The Group is developing recommendations that will help us (1) map career pathways between military occupations and civilian occupational employment, 

(2) promote uniformity/reciprocity across States with regard to occupational licensing, and (3) promote efforts to maximize the transferability of military education 

and training for purposes of credit toward licensure and certification requirements. 

Now I would like to share with you some of the programs and tools the military 

Services have in place to assist servicemembers with licensure and credentialing. 

MILITARY SERVICES PROGRAMS AND TOOLS 

I think you’ll agree that the Services have significantly augmented their focus on 

licensing and credentialing. 

ARMY 

Since April 2002, the Army has embraced licensure and certification as a key 

means of helping soldiers apply their military training and work experience to the 

civilian workforce. They have conducted extensive research to link each of the Military Occupational Specialties (MOS) to civilian jobs and applicable civilian licenses 

and certifications. The Army found that 95 percent of its enlisted MOSs correlate 

with applicable civilian credentials; 93 percent of active duty soldiers serve in these 

MOSs. 

rmajette on PRODPC74 with HEARING

33 

The extent to which soldiers are able to use their military training and experience 

to attain civilian licenses and certifications is determined through comprehensive 

gap analysis comparing MOS training with civilian credentialing requirements. The 

gap analysis is conducted on credentials determined to be most directly related to 

the MOS or to the skills attained through MOS training and experience. 

In conducting the gap analysis, an attainability rating is assigned to each relevant 

credential. This rating indicates the estimated ability of a first term soldier to obtain a given credential. Attainability ratings reflect the likelihood of a soldier attaining the corresponding credential during his or her first term of service, attaining 

it in a subsequent enlistment, or encountering difficulty in translating their military 

training and work experience to a civilian credential. 

The results of the research linking MOSs to civilian jobs and credentials, along 

with the results of the gap analysis, are available to soldiers through the Army Credentialing Opportunities On-Line (COOL) Web site (https://www.cool.army.mil). 

This robust site provides soldiers, counselors, family members, and employers 

with comprehensive information about certification and licensure relevant to Army 

MOSs. It helps soldiers find civilian credentialing programs related to their Military 

Occupational Specialties. It also helps them understand what it takes to obtain a 

credential and identifies resources that will pay credentialing fees. The Web site is 

designed to specifically aid soldiers in translating their military training and work 

experience to the civilian workforce. COOL Web site usage has been high. There 

have been over 4 million users since the site was launched in April 2002. Two-thirds 

have been MOS-specific. The evidence is clear. Users are particularly interested in 

finding information specific to their MOS. Additionally, soldiers can receive one-onone counseling in licensure and credentialing from education counselors at each installation. 

NAVY 

In 2006, the Navy followed the Army lead and created the Navy COOL Web site 

(https://www.cool.navy.mil). Like the Army, sailors are able to use their military 

training and experience to attain civilian licenses and certifications by comparing 

rate training (Navy ratings are the same as MOSs) with civilian credentialing requirements. The Navy also conducted research and gap analyses on those credentials that have been determined to be most related to the skills attained through 

rating training and experience. It, too, has an attainability indicator for each relevant credential. Navy COOL also provides sailors, counselors, family members, and 

employers with comprehensive information and counseling about licensure and certification relevant to Navy ratings. 

AIR FORCE 

Air Force emphasis on licensure and certification is linked to degrees conferred 

to its enlisted force by the Community College of the Air Force (CCAF). CCAF confers associate degrees in each enlisted members career field. The Air Force considers 

this to be the equivalency to the civilian world’s certification. Air Force policy is to 

fund one license/certificate per Air Force career. Further, all Air Force Specialty 

Codes translate to comparable civilian work experience. 

MARINE CORPS 

The Marine Corps uses a variety of resources to assist servicemembers with licensure and credentialing. These include the Department of Labor’s America’s Career 

InfoNet Web site, Army and Navy COOL Web sites, the Verification of Military 

Experience and Training Document (VMET), the U.S. Military Apprenticeship Program, the Occupational Information Network O*NET, the Defense Activity for NonTraditional Education Support (DANTES) and TurboTAP, the newest DoD Transition Assistance Program (TAP) Web site. Marine Corps Transition Assistance 

Management Program (TAMP) personnel are Certified Workforce Development Professionals and possess the skills necessary to assist Marines in translating their 

military experience and training into understandable civilian terminology. 

CONCLUSION 

We acknowledge the importance of providing servicemembers clear and definitive 

information on licensure and credentials at many points in their military careers. 

Providing this information early on allows servicemembers to plan and seek out any 

needed additional required classes to complete to achieve their personal objective. 

Madame Chairwoman, this concludes my statement. On behalf of the men and 

women in the military today and their families, I thank you and the Members of 

this Subcommittee on Economic Opportunity for your steadfast support during these 

demanding times. 

f 

rmajette on PRODPC74 with HEARING

34 

Prepared Statement of John M. McWilliam, 

Deputy Assistant Secretary, Veterans’ Employment and Training Service, 

U.S. Department of Labor 

Madam Chairwoman and Members of the Subcommittee: 

I appreciate the opportunity to appear before you today to talk about the role of 

the Department of Labor’s Veterans’ Employment and Training Service (VETS) in 

helping transitioning servicemembers and veterans attain the licenses and certifications required for so many civilian jobs. The Department is grateful for the interest of the Committee on this very important issue for veterans, especially for those 

veterans returning from the Global War on Terror who are interested in obtaining 

a license or certification to either pursue a career using a skill-set learned in the 

military or acquire a new skill-set that requires a license or certification. 

Our Nation needs an increasingly skilled workforce and both the Department of 

Labor (DoL) and the Department of Defense (DoD) recognize that the skills obtained 

during an individual’s military service can meet the needs of the civilian workforce. 

Since the start of the Global War on Terror, VETS has increased it’s focus on 

servicemembers transitioning from military to civilian employment. Our strategy is 

three-pronged: 

First, we are working with the DoD to get more troops to the Transition Assistance Program (TAP) employment workshops. TAP is our earliest opportunity to 

identify transitioning servicemembers that might need help in obtaining licenses or 

certifications to pursue civilian careers. Through TAP, attendees are linked to the 

Federally funded One-Stop Career Centers, where veterans receive priority for employment and training services in their home towns. Licensure and certification is 

one of the topics covered in the TAP employment workshops. The instruction describes credentials and their purpose and importance in the civilian job market. The 

workshops also point the servicemember toward available resources, including electronic tools to assist the servicemember in obtaining information on licensing and 

certification. 

At One-Stop Career Centers across the Nation, veteran employment specialists 

are dedicated to identifying employment opportunities for veterans, including those 

that require a license or certification. Specialized assistance is available at the OneStops to get veterans the help they need to qualify for and obtain meaningful jobs 

with career paths. 

Specialized services are also offered to those returning Global War on Terror veterans who are seriously wounded and injured through the Department’s Recovery 

and Employment Assistance Lifelines (REALifelines) Program that provides one-onone employment assistance. 

Second, we are educating servicemembers and employers on their rights and responsibilities under the Uniformed Services Employment and Reemployment Rights 

Act (USERRA), and vigorously investigating complaints under the law. 

Finally, we continue to reach out to employers through our national HireVetsFirst 

Campaign, which highlights the value that veterans bring to their workforce. The 

HireVetsFirst Campaign is coordinating with each State to stage at least one job 

fair between November 1st and the 15th. Overall, VETS expects there will be over 

70 veteran-only job fairs during this timeframe. Our goal is to achieve maximum 

visibility and demand for veterans’ employment with employers throughout the 

United States. 

Public Law 109–461 

Section 604 of Public Law 109–461, December 2006, authorizes the Assistant Secretary for Veterans’ Employment and Training to carry out a demonstration project 

on credentialing for the purpose of facilitating the seamless transition of members 

of the Armed Forces from service on active duty to civilian employment. 

DoD/DoL Work Group 

Prior to the enactment of P.L. 109–461, a joint Credentialing Work Group was 

formed in April 2006 to coordinate efforts on licensing and certification. This group 

is composed of representatives from the DoD, DoL’s Employment and Training 

Administration and VETS. The Work Group has incorporated the guidance of 

P.L. 109–461 into its efforts and is developing a strategy to work with Service 

Schools, industries, and certifying bodies to develop new pathways for obtaining 

qualifications and certifications for transitioning servicemembers. 

The Work Group considered various methods of identifying which military occupations to target. We decided to focus on military occupations that comprise a high 

proportion of exiting servicemembers, and that can be matched to high-demand occupations in high-growth industries. We anticipate that these selection criteria will 

rmajette on PRODPC74 with HEARING

35 

result in the greatest impact for the largest number of transitioning servicemembers. 

The group is gathering data on the most densely populated Military Occupational 

Specialties (MOSs) in the services. They will then analyze these MOSs and correlate 

them with high-demand, high-growth occupations. The Work Group will also take 

into account factors such as wage rates in identified civilian occupations, and types 

of credentials such as State or Federal licenses, apprenticeship completion certificates, or other certifications. 

The Work Group will assess the curricula used to train servicemembers for selected military occupations, and contrast it to the civilian training that leads to credentials in corresponding in-demand civilian occupations. Working with Service 

Schools and industries, the Work Group will determine what military training is relevant to certification for the civilian occupations. Finally, the Work Group will work 

to identify qualifications and certifications that take advantage of military skills and 

experience. 

Our objective is to determine how to best align the military and civilian training, 

and provide opportunities for servicemembers to obtain civilian credentials either 

through their military training or with minimal additional training. 

Other Credentialing Initiatives 

Both the Army and the Navy have Credentialing Opportunities Online (COOL) 

Web sites (www.cool.army.mil and www.cool.navy.mil) that map MOSs with civilian 

occupations, and identify the steps and organizations that can help an individual 

obtain the necessary credentials. The DoL-sponsored America’s CareerInfoNet 

(ACINET) includes a military to civilian occupation translator (www.acinet.org/moc) 

that also helps servicemembers match military skills and experience to civilian occupations, and identifies pathways to certifications. The VMET (Verification of Military Experience and Training) is another tool to transfer military skills to a civilian 

career. It is a document provided to servicemembers that lists his or her military 

experiences and any training they received. We are working to familiarize private 

industry with the VMET and its value in determining whether a veteran has the 

required skill-set to succeed in a particular occupation. 

Identification of Funding 

Since the enactment of Public Law 109–461, VETS has worked to identify funding 

to support these licensure and credentialing efforts. We are developing a competitive 

Solicitation for Grant Applications (SGA) using available program year 2007 funding 

that will support a demonstration program for one MOS. The SGA will ask the applicants to identify and resolve barriers faced by transitioning servicemembers in 

obtaining a license or certification. 

Because the civilian workforce increasingly relies upon credentialing as a way to 

regulate entry into certain occupations, DoL intends to request additional funding 

in future years that would allow this single demonstration project to expand to cover 

10 MOSs, thereby creating easier, better, faster paths to certifications and licenses 

from relevant military training and experience. 

In addition to these focused efforts, we intend to include, as part of the workforce 

investment activities funded by Veterans’ Workforce Investment Program funds for 

program year 2009, the identification of barriers to licensure and certification for 

transitioning servicemembers, and we encourage potential grantees to apply for 

grants to address this issue. 

Other Licensing and Certification Initiatives 

In addition to the efforts of both Departments in the Work Group, I want to describe some other initiatives DoL has with business groups and other organizations. 

One example is a trip VETS arranged for a site visit to the Aberdeen Proving 

Grounds for members of the Trucking Renting and Leasing Association including 

representatives from three major companies. The purpose of the visit was to introduce the leaders of these companies to how the military prepares its recruits to be 

truck mechanics. They learned that selected Army MOSs for mechanics are designed 

to meet the job specifications for Automotive Service Excellence civilian licensing 

certifications through the National Institute for Automotive Service Excellence. 

While touring the Grounds, these industry representatives addressed the monthly 

TAP employment workshop being held at the time and answered questions about 

opportunities for transitioning servicemembers in their industry. 

We recognize that many servicemembers are interested in obtaining a commercial 

driver’s license (CDL) and working in the trucking industry upon discharge. We 

have worked with the major trucking associations to see how the acquisition of a 

CDL can be made easier. We are hopeful that in time, the Army MOS for mechanics 

rmajette on PRODPC74 with HEARING

36 

and drivers will be accepted in the trucking industry without the need for extensive 

recertification. 

Madam Chairwoman, that concludes my statement and I would be happy to respond to any questions. 

f 

Prepared Statement of Keith M. Wilson, 

Director, Education Service, 

Veterans Benefits Administration, U.S. Department of Veterans Affairs 

Good afternoon, Chairwoman Herseth Sandlin, Ranking Member Boozman, and 

Members of the Subcommittee. I appreciate the opportunity to appear before you 

today to discuss Department of Veterans Affairs (VA) education benefits for licensing and certification testing. My testimony will address the details and background 

of the program for beneficiaries of the Montgomery GI Bill Active Duty (MGIB–AD), 

Selected Reserve (MGIB–SR), Reserve Educational Assistance Program (REAP) and 

Dependents Educational Assistance Program (DEA) as it relates to licensing and 

certification exams. 

Overview 

While licensing and certification test reimbursements constitute a small portion 

of our overall payments, they nonetheless play a vital role in helping veterans and 

servicemembers transition from military to civilian life. An individual eligible for 

MGIB–AD or DEA benefits can receive reimbursement for licensing and certification 

tests taken on or after March 1, 2001. Individuals eligible under the MGIB–SR or 

REAP can receive reimbursement for licensing or certification tests taken on or 

after January 6, 2006. We do not consider Military Occupational Specialties when 

determining who gets reimbursed for taking an exam. However, since Department 

of Defense (DoD) programs, such as the Army’s Credentialing Opportunities OnLine and Defense Activity for Non-Traditional Education Support, provide such a 

valuable service in helping individuals transition from the military to the civilian 

workforce, we offer links to those programs on our GI Bill Web site for interested 

individuals who may benefit from such assistance. (We would defer to DoD as to 

which Military Occupational Specialties pose the greatest challenge for veterans in 

transitioning from the military to the civilian workforce. We also must defer to DoD 

as to how many veterans and servicemembers receive credentialing while in the 

military.) The maximum education benefit payment per approved test is $2,000. There is 

no limitation to the number of tests that may be taken, except that an eligible individual may not exceed his or her maximum education benefit entitlement. It is not 

uncommon for an individual to take a series of tests. For instance, a veteran or 

servicemember may take a series of exams to certify programming skills in different 

types of computer language. Currently, there are over 4,300 exams approved for reimbursement benefits. Since the inception of the program, VA has made approximately 31,500 payments to 14,300 individuals with an average reimbursement of 

$408 per exam. 

VA appointed an individual with expertise in matters relating to licensing and 

certification to serve as a member of the Veterans Advisory Committee on Education 

(VACOE). This individual provides advice concerning licensing and certification and 

how these benefits assist in the transition from the military to the civilian workforce. 

We believe the continued provision of benefits for licensing and certification tests 

will play a valuable role in assisting eligible individuals with their readjustment to 

civilian life and prepare them for critical roles in a 21st century economy. 

Madam Chairwoman, this concludes my statement. I would be pleased to answer 

any questions you or any of the other Members of the Subcommittee may have. 

f 

Statement of ASIS International, Alexandria, VA 

ASIS International, with more than 35,000 members, is the largest organization 

worldwide for security professionals. For over 50 years ASIS, a not for profit entity, 

has been dedicated to increasing the effectiveness and productivity of individuals 

working in the security field, with a consistent focus on education, professional development and certification. ASIS strongly believes that security industry credentialing through ASIS certifications can help transition members of the Armed Forces 

into high demand and well-paying civilian jobs. 

rmajette on PRODPC74 with HEARING

37 

1See NOCA Appointed to Professional Certification Advisory Board, NOCA Press Release 

(2001). Available at http://www.noca.org/portals/0/pcab.doc. 

ASIS offers three professional security certifications; Certified Protection Professional (CPP); Professional Certified Investigator (PCI) and Physical Security Professional (PSP). The CPP Certification was established in 1977 and clearly it is not 

an opportunistic ‘‘9/12’’ security certification program. It is the security industry’s 

highest recognition of practitioners, and all ASIS certifications are SAFETY Act 

Designated. In 2004, the U.S. Air Force Security Forces Directorate integrated CPP 

Certification into the professional development of its security forces. Earning ASIS 

certification increases both short-term and long-term job prospects and for veterans 

can use their in-service experience to satisfy ASIS certification eligibility requirements. For government, military, or law enforcement professionals planning to leave 

the public sector, ASIS certification provides a way to build on previous experience 

and transition to a successful second career in the private sector. 

In 2007, the United States Marine Corps (USMC) commissioned a study on behalf 

of all military branches to assess the value of ASIS security certifications to military 

security professionals. The study undertook ‘‘side-by-side’’ comparisons of ASIS certifications with other security professional development offerings and concluded that 

‘‘(t)he professional development and certification opportunities available through 

ASIS would provide significant, unique value to the USMC/DoD.’’ It recommended 

that the Marines Corps and DoD ‘‘should investigate courses of action, to include 

ASIS professional development and certifications, to build and sustain an all-inclusive career development program for its Military and Civil Service security professionals.’’ 

ASIS International is ready, willing and able to work with the DoL, DoD and the 

VA and Congress to create opportunities and provide assistance for transitioning 

veterans to become ASIS certified. Specifically, ASIS seeks to be included in the 

DoL Veterans’ Employment and Training Service (VETS) ‘‘Demonstration Project on 

Credentialing and Licensure of Veterans’’ currently being set up pursuant to the 

Veterans Benefits, Healthcare, and Information Technology Act of 2006. The legislation states the program is to facilitate the transition of members of the Armed 

Forces to civilian employment by reducing barriers to certification in industries with 

high growth and high worker demand. Given this worthy goal, the Subcommittee 

should encourage DoL VETS to work with ASIS International to make ASIS security certifications more accessible and obtainable for veterans, and thus increase 

their ability and likelihood to gain successful and stable employment in the increasingly important and burgeoning security field. 

For more information on ASIS International please go to www.asisonline.org. 

f 

Statement of James Kendzel, MPH, SPHR, 

Executive Director, National Organization for Competency Assurance 

The National Organization for Competency Assurance (NOCA) appreciates the 

opportunity to submit testimony to the House Committee on Veterans’ Affairs Subcommittee on Economic Opportunity regarding its hearing on the licensure and 

certification of transitioning veterans. Often, a credential is the quickest and most 

efficient pathway to employment, transitioning into a new occupation, or advancing 

in one’s current occupation, hence NOCA is pleased that the Subcommittee is giving 

this issue its fullest attention. 

NOCA’s Longstanding Commitment to Assisting America’s Veterans 

NOCA has long been committed to reaching out to Federal agencies and the veteran service organization (VSO) community to ensure that veterans have access to 

occupational certification opportunities that will allow their post-military careers to 

flourish. 

NOCA has been significantly involved in military transition issues for almost a 

decade. In 2001, NOCA leaders were appointed 1 to serve on the Professional Certification Advisory Board (PCAB). Established by Sec. 202(a) of Public Law 106–50, the 

PCAB’s statutory mission is to advise the Board of Directors of the National Veterans Business Development Corporation (NVBDC) in the creation of uniform guidelines and standards for the professional certification of members of the Armed 

Forces in order to aid in their efficient and orderly transition to civilian occupations 

and professions, and to remove potential barriers in the areas of licensure and cerrmajette on PRODPC74 with HEARING

38 

2See NOCA Past President Appointed to Veterans’ Advisory Committee, NOCA Press Release 

(2001). Available at http://www.noca.org/portals/0/pclac.doc. 3 Available at https://www.cool.army.mil/. 

4 Available at https://www.cool.navy.mil/. 

tification. NOCA also worked side by side with VSOs to secure startup appropriations for the National Veterans Business Development Corporation. 

The passage of the Veterans Benefits and Healthcare Improvement Act of 2000 

(Public Law 106–419) in November 2000 expanded opportunities for veterans to use 

their Montgomery GI benefits to pay for professional certification tests. NOCA 

strongly supported this legislation and assisted the U.S. Department of Labor in developing standards for organizations to achieve should they want their certification 

tests to be eligible for Montgomery GI reimbursement. NOCA has enthusiastically 

promoted this program to its members to ensure that as many certification organizations as possible meet the requirements. 

NOCA leaders were appointed 2 by the Secretary of Veterans Affairs to serve on 

the Professional Certification and Advisory Committee (PCLAC) in 2001. Established by Public Law 106–419, the purpose of the PCLAC was to advise the Secretary of Veterans Affairs on the requirements of organizations that offer licensing 

and certification tests to veterans using their Montgomery GI benefits as payment. 

As decreed in the PCLAC’s enabling legislation, the PCLAC ceased operations in 

December 2006. 

NOCA also supported Chairman Filner’s efforts to expand the use of education 

benefits under the Reserve Montgomery GI Bill for licensing or certification tests. 

These enhanced benefits, enacted in 2006, permit members of the Selected Reserve 

to use up to $2,000 of Reserve Montgomery GI Bill educational assistance benefits 

for payment for licensing or certification tests. 

NOCA sought to provide additional resources to military personnel and veterans 

by redesigning its Web site. A special section on NOCA’s Web site is designed to 

provide information to veterans about what kinds of certifications exist in the private sector. NOCA has encouraged other interested organizations to link to its Web 

site. The site may be reached at http://www.noca.org/Advocacy/MilitaryandVeterans/ 

tabid/88/Default.aspx. 

NOCA played an active role in the Task Force for Veterans Entrepreneurship, a 

coalition of VSOs and other interested parties which joined together a number of 

years ago to advocate for stronger entrepreneurial opportunities for veterans. The 

Task Force is especially committed to advocating the needs of service-disabled veterans and the special challenges they face in returning to civilian life. 

NOCA’s advocacy efforts on behalf of veterans have been recognized with a 2002 

‘‘Associations Advance America’’ award from the American Society of Association Executives (ASAE). The Associations Advance America Awards program recognizes associations that propel America forward, by recognizing innovative projects in education, skills training, standards-setting, business and social innovation, knowledge 

creation, citizenship, and community service. 

NOCA also has plans to hold a 2008 educational event on Capitol Hill that will 

allow legislators and staff to learn more about occupational certification. Representatives from the U.S. Army and Navy ‘‘Credentialing Opportunities Online’’ (COOL) 

programs have indicated they plan on partnering with NOCA for this important 

event. 

More Work Needs to Be Done 

Many Federal agencies are still not maximizing the use of the Internet as a tool 

to reach the widest audience possible. Some agencies, however, have made great 

strides toward providing comprehensive, easy-to-use, online certification resources. 

The Department of the Army’s ‘‘Credentialing Opportunities Online’’ (COOL) 3 Web 

site is an exceptional example of how the Internet can be used to reach out to 

servicemembers and veterans. NOCA provided assistance and expertise to the Army 

as the COOL Web site was being developed. We continue to partner with the Army 

to share information and expertise so that Army personnel might benefit from 

COOL. 

The U.S. Navy has followed the Army’s lead with the creation of its own COOL 

Web site.4 The COOL Web site provides an excellent model for other military 

branches interested in providing similar resources for their service personnel and 

veterans. 

NOCA has continued to offer its expertise to the Veterans Employment and Training (VETS) program at the U.S. Department of Labor to reach the widest audience 

possible about credentialing opportunities. NOCA hopes that Congress continues to 

provide adequate levels of funding to VETS so that the agency has the necessary 

rmajette on PRODPC74 with HEARING

39 

5 Available at http://www.careeronestop.org/militarytransition/. 

6See http://www.noca.org/NCCAAccreditation/Standards/tabid/93/Default.aspx. 

7The report is included in Appendix II of this testimony. 

resources to carry out its important mission. Of particular value would be an extensive effort to identify the full universe of certification programs that may offer 

additional transition opportunities for servicemembers. We have previously recommended the creation of a ‘‘one-stop’’ listing of all certification programs, highlighting the education and training requirements and the administrative procedures 

for applying for and taking test requirements. The Department of Labor’s Career 

One-Stop Web site appears to be just such a resource. In addition to providing upto-date information about credentialing opportunities, the site contains information 

specific to military personnel transitioning to the private sector.5 NOCA commends 

the Department of Labor on the Career One-Stop project and hopes Congress will 

continue to fund this innovative tool. 

NOCA has previously recommended that the full resources of the certification 

community be brought to bear when attempting to create more professional opportunities for military veterans. NOCA has attempted to reach out to all branches of 

the armed services and Federal agencies to share information, ideas, and ingenuity. 

We continue to encourage the military branches to reach out to NOCA to access our 

expertise in identifying new and existing certification skill-sets and in establishing 

pathways to certification for military personnel. To leverage the time and resources 

devoted to the men and women in the armed services, their skills and training 

should have identified pathways to certification and licensure. 

Previously, NOCA identified the need for uniform standards to be created for 

armed services certification programs to ensure that military personnel receive the 

highest quality certification with maximum transferability to the private sector. We 

continue to feel that this is of the greatest importance. NOCA has developed standards 6 for certification that can be used as a starting point for the development of 

quality uniform standards for certification programs. Professionals in a wide variety 

of fields work hard to earn their credentials and rely on certification organizations 

to ensure that certifications are relevant to performance on the job. Any effort to 

‘‘dumb down’’ professional certification standards is a disservice to military veterans—as well as the public, whom certification program standards are designed to 

protect. 

We note that legislation in previous years has been introduced to create other 

Federal advisory boards purporting to advise the Secretary of Veterans Affairs and 

others about military transition. We respectfully suggest that the formation of additional advisory boards is no longer necessary, but there may be some use in reforming the Professional Certification and Licensure Advisory Committee. Upon its sunset in December 2006, the PCLAC submitted its final report 7 to the Secretary as 

required by its enabling statute. The final report contains a roadmap of recommendations for policymakers to follow to enhance additional transition activity. 

About the National Organization for Competency Assurance (NOCA) 

NOCA, the oldest and largest organization representing certification agencies, 

testing companies, and consulting firms and individuals involved in professional certification, was created in 1977 as the National Commission for Health Certifying 

Agencies (NCHCA) with Federal funding from the Department of Health and 

Human Services. Its mission was to develop standards for quality certification in the 

allied health fields and to accredit organizations that met those standards. With the 

growing use of certification in other fields, NCHCA’s leaders recognized that what 

is essential for credible certification of individuals in the healthcare sector is equally 

essential for other sectors. With this vision, NCHCA evolved into the National Organization for Competency Assurance. NOCA is a nonprofit, 501(c)(3) organization, 

committed to serving the public interest by ensuring adherence to standards that 

ensure the highest competence of certification programs. 

NOCA’s membership is composed of more than 600 organizations responsible for 

certifying specific skill-sets and knowledge bases of professions and occupations at 

the national and international level. Through certification, NOCA members represent more than 15 million individuals around the world and include certification 

programs of some 150 professions and occupations, including 60 healthcare professions. NOCA members certify individual skills in fields as diverse as construction, 

healthcare, automotive, and finance. A current roster of NOCA members is included 

in the appendix. 

NOCA’s mission is to promote excellence in competency assurance for individuals 

in all occupations and professions. No other organization has the presence in or 

commits the resources to the field of certification. NOCA is proud of its position as 

rmajette on PRODPC74 with HEARING

40 

the international leader in competency assurance for certification programs, as well 

as its role in promoting excellence in competency assurance for practitioners in all 

occupations and professions. 

What Is Certification? 

The certification of professional and occupational skill-sets affirms a knowledge 

and experience base for practitioners in a particular field, their employers, and the 

public at large. Certification represents a declaration of a particular individual’s 

professional competence. In some professions certification is a requirement for employment or practice. Doctors, mechanics, accountants, surveyors, and many others 

establish their credentials and capabilities through certification. In all instances, 

certification enhances the employability and career advancement of the individual 

practitioner or employee. 

The benefits of credentialing include: 

• Consumer confidence and safety through verification of competence. 

• Protecting the general public from incompetent and unfit practitioners. 

• Establishment of professional standards for individuals in a particular field. 

• Assisting consumers in making informed decisions about qualified providers. 

• Assisting employers in making more informed hiring decisions. 

• A more productive and highly trained workforce for employers. 

A number of occupational certifications have been deemed so rigorous by State 

regulatory bodies that passage of the certification examination itself is often used 

as the basis of licensure. Certification is distinct from licensure in that it is voluntary and requires recertification to maintain the credential. Recertification frequently requires continual education or periodic testing. Recertification provides a 

reaffirmation of competency assurance by ensuring that the certificant is up-to-date 

with the latest training techniques, research, and methods for a particular field. 

Accreditation of National Voluntary Credentialing Programs 

The National Commission for Certifying Agencies (NCCA) is the accreditation arm 

of NOCA. Accreditation provides a mechanism for certification organizations to demonstrate to the profession it represents and the general public it serves that its credentialing program has been reviewed by a panel of impartial experts that have determined that the certification program has met the stringent standards of NCCA. 

NCCA accreditation provides certification programs and many NOCA members with 

a way to answer the question ‘‘who vetted your certification program?’’—a question 

often posed by members of an occupation, employers, customers, and, sometimes, 

the courts. 

Conclusion 

Improving the prospects for employment of servicemembers when they leave the 

military will go a long way toward meeting recruiting goals, improving military morale, enhancing the quality of our civilian workforce, and keeping our economy competitive. These men and women of the armed services deserve access to the resources that will help transition the training they received in military service into 

marketable skill-sets in their post-military careers. NOCA stands at the ready to 

assist in this mission. 

Respectfully Submitted, 

James Kendzel, MPH, SPHR, 

Executive Director, 

National Organization for Competency Assurance (NOCA) 

APPENDIX I 

NOCA Organizational Members 

NOCA’s Organizational Members consist of the following associations, certifying 

organizations, customer groups, and government agencies: 

AACE International 

Academy of Ambulatory Foot and Ankle Surgery 

Academy for Certification of Vision Rehabilitation and Education Professionals 

Academy of Lactation Policy and Practice 

Accrediting Bureau of Health Education Schools 

Aerobics and Fitness Association of America 

Alliance of Information and Referral Systems 

rmajette on PRODPC74 with HEARING

41 

American Academy of Health Care Providers in the Addictive Disorders 

American Academy of Nurse Practitioners 

American Academy of Micropigmentation 

American Academy of Pain Management 

American Academy of Wound Management 

American Association for Medical Transcription 

American Association for Respiratory Care 

American Association of Clinical Coders and Auditors 

American Association of Colleges of Nursing 

American Association of Critical-Care Nurses Certification Corporation 

American Association of Medical Assistants 

American Association of Medical Audit Specialists 

American Association of Physician Specialists 

American Association of Poison Control Centers 

American Board for Certification in Orthotics and Prosthetics, Inc. 

American Board for Certification of Teacher Excellence, Inc. 

American Board for Occupational Health Nurses 

American Board of Cardiovascular Perfusion 

American Board of General Dentistry 

American Board of Industrial Hygiene 

American Board of Lower Extremity Surgery 

American Board of Multiple Specialties in Podiatry 

American Board of Nursing Specialties 

American Board of Opticianry 

American Board of Pain Medicine 

American Board of Registration of Electroencephalographic and Evoked Potential 

Technologists, Inc. 

American Board of Surgical Assistants 

American Board of Transplant Coordinators 

American Board of Veterinary Practitioners 

American Certification Agency for Healthcare Professionals 

American Chiropractic Board of Radiology 

American Chiropractic Board of Sports Physicians 

American Chiropractic Neurology Board 

American Chiropractic Registry of Radiologic Technologists 

American Clinical Board of Nutrition 

American College of Sports Medicine 

American College of Veterinary Ophthalmologists 

American Construction Inspectors Association 

American Council on Exercise 

American Fitness Professionals and Associates 

American Health Information Management Association 

American Hospital Association Certification Center 

American Institute of Certified Public Accountants 

American Indoor Air Quality Council 

American Manual Medicine Association 

American Medical Massage Association 

American Medical Technologists 

American Midwifery Certification Board 

American Nurses Credentialing Center Commission on Certification 

American Occupational Therapy Association 

American Optometric Association Commission on Paraoptometric Certification 

American Organization for Bodywork Therapies of Asia 

American Physical Therapy Association 

American Registry for Diagnostic Medical Sonographers 

American Registry of Magnetic Resonance Imaging Technologists 

The American Registry of Radiologic Technologists 

American Society for Metabolic and Bariatric Surgery 

American Society for Clinical Pathology 

American Society of Anesthesia Technologists and Technicians 

American Society of Military Comptrollers 

American Speech-Language-Hearing Association 

American Staffing Association 

American Veterinary Chiropractic Association, Inc. 

American Veterinary Medical Association 

APICS—The Association for Operations Management 

Aquatic Exercise Association, Inc. 

Architectural Woodwork Institute 

rmajette on PRODPC74 with HEARING

42 

Art Therapy Credentials Board 

ASIS International 

Association for Death Education and Counseling 

Association for Investment Management and Research 

Association of Christian Alcohol and Drug Counselors 

Association of Government Accountants 

Association of Regulatory Boards of Optometry 

Association of Surgical Technologists, Inc. 

Association of Water Technologies, Inc. 

Axiom Resource Management, Inc. 

Behavior Analyst Certification Board 

Biofeedback Certification Institute of America 

Board for Certification in Clinical Anaplastology 

Board for Certification of Addiction Specialists 

Board for Certification in Pedorthics 

Board for Orthotist/Prosthetist Certification 

Board of Canadian Registered Safety Professionals 

Board of Certification for Emergency Nursing 

Board of Certification in Professional Ergonomics 

Board of Certification of Medical Illustrators 

Board of Certified Safety Professionals 

Board of Environmental, Health & Safety Auditor Certifications 

Board of Pharmaceutical Specialties 

Board of Registered Polysomnographic Technologists 

Breining Institute 

California Association for Alcohol and Drug Educators 

California Association of Alcoholism and Drug Abuse Counselors (CAADAC) and the 

California Certification Board of Alcohol and Drug Counselors (CCBADC) 

California Association of Drinking Driver Treatment Programs 

California Certifying Board for Medical Assistants 

California-Nevada Section, American Water Works Association 

California Water Environment Association 

Canadian Alliance of Physiotherapy Regulators 

Canadian Board for Respiratory Care, Inc. 

Canadian Chiropractic Examining Board 

Canadian Council of Professional Engineers 

Canadian Nurses Association 

Center for Credentialing and Education 

Certification Board for Music Therapists 

Certification Board for Radiology Practitioner Assistants 

Certification Board for Sterile Processing and Distribution 

Certification Board for Infection Control and Epidemiology 

Certification of Disability Management Specialists Commission 

Certified Financial Planner Board of Standards, Inc. 

Certified Fund Raising Executive International 

Certified General Accountants Association of Canada 

Certified Mine Safety Professional Certification Board 

Certifying Board for Dietary Managers 

Chartered Realty Investor Society 

College and Association of Registered Nurses of Alberta 

College of Massage Therapists of Ontario 

College of Medical Laboratory Technologists of Ontario 

College of Medical Radiation Technologists of Ontario 

College of Occupational Therapists of Ontario 

College of Pharmacists of British Columbia 

College of Physiotherapists of Ontario 

College of Respiratory Therapists of Ontario 

Commission for Case Manager Certification 

Commission for Certification in Geriatric Pharmacy 

Commission on Dietetic Registration of the American Dietetic Association 

Commission on Graduates of Foreign Nursing Schools 

Commission on Rehabilitation Counselor Certification 

Competency and Credentialing Institute 

Convergys 

The Cooper Institute 

Council of Landscape Architectural Registration Boards 

Council on Certification of Health, Environmental, and Safety Technologists 

Council on Certification of Nurse Anesthetists 

rmajette on PRODPC74 with HEARING

43 

Council on Licensure, Enforcement and Regulation 

Council on Professional Standards for Kinesiotherapy 

Crane Operator Certification Authority 

CFA Institute 

CSI Global Education 

Dental Assisting National Board 

Department of Environment and Labor Province of Nova Scotia 

Entertainment Technician Certification Program (ETCP–ESTA) 

Esthetic Skin Institute 

Examination Board of Professional Home Inspectors 

Financial Planning Standards Board 

Financial Planners Standards Council 

Financial Planning Association of Australia 

Florida Certification Board 

Fundac ̧a ̃o Luis Eduardo Magalha ̃es Hand Therapy Certification Commission, Inc. 

The Healing Oasis Wellness Center 

Healthcare Compliance Certification Board 

Healthcare Financial Management Association 

Healthcare Information and Management Systems Society 

Healthcare Quality Certification Board 

Human Resource Certification Institute 

Illinois Department of Financial & Professional Regulation 

Infocomm International 

International Medical University of Natural Education (IMUNE) 

Indian Alcoholism Commission of California 

Infusion Nurses Certification Corporation 

Institute for Safety and Health Management 

Institute of Certified Construction Financial Professionals 

Institute of Certified Management Accountants 

Institute of Hazardous Materials Management 

Institute for Supply Management 

International Accounts Payable Professionals, Inc. 

International Air Filtration Certifiers Association 

International Alliance for Fitness Professionals 

International Association for Colon Hydrotherapy 

International Association of Eating Disorders Professionals Association 

International Association of Forensic Nurses 

International Association of Healthcare Central Service Materiel Management 

International Board of Lactation Consultant Examiners 

International Code Council 

International Executive Housekeepers Association, Inc. 

International Fitness Association 

International Lactation Consultant Association 

International Pilates Certification 

International Society for Clinical Densitometry 

International Society of Arboriculture 

International Society for Performance Improvement 

Irrigation Association 

ISA, The Instrumentation, Systems, and Automation Society 

Joint Commission on Allied Health Personnel in Ophthalmology 

Kassian Dyck & Associates 

Knowledge Assessment Calculator (formerly American Payroll Association) 

Lamaze International 

Liaison Council on Certification for the Surgical Technologist 

Marketing Research Association 

Medical Massage National Certification Board 

Michigan Institute for Health Enhancement 

NAA Education Institute 

NAADAC—The Association for Addiction Professionals 

National Academy of Sports Medicine 

National Alliance Wound Care 

National Assistant at Surgery Council 

National Association of Medical Staff Services 

National Association for Health Professionals 

National Association of Boards of Pharmacy 

National Association of Certified Valuation Analysts 

National Association of College Stores 

rmajette on PRODPC74 with HEARING

44 

National Association of Federal Credit Unions 

National Association of Forensic Counselors 

National Association of Legal Assistants 

National Association of Mortgage Brokers 

National Association of Social Workers 

National Association of State Contractors Licensing Agencies 

National Asthma Educator Certification Board, Inc. 

National Athletic Trainer’s Association Board of Certification 

National Board for Certification in Hearing Instrument Sciences 

National Board for Certification of Hospice and Palliative Nurses 

National Board for Certification of Orthopaedic Technologists 

National Board for Certification in Occupational Therapy 

National Board for Certification of Orthopedic Physician Assistants 

National Board for Certified Counselors 

National Board for Professional Teaching Standards 

National Board for Respiratory Care 

National Board of Certification for Community Association Managers, Inc. 

National Board of Chiropractic Examiners 

National Board of Examiners in Optometry 

National Board of Nutrition Support 

National Board of Orthodontics, U.S. 

National Board of Surgical Specialists 

National Business Aviation Association 

National Center for Competency Testing 

National Certification Board for Diabetes Educators 

National Certification Board for Therapeutic Massage and Body Work 

National Certification Commission for Acupuncture and Oriental Medicine 

National Certification Corporation for the Obstetric, Gynecologic, and Neonatal 

Nursing Specialties 

The National Commission for Health Education Credentialing 

National Commission for Certification of Continuing Medical Education 

Professionals 

National Commission for the Certification of Crane Operators 

National Concrete Masonry Association 

National Contact Lens Examiners 

National Council for Interior Design Qualification 

National Council for Therapeutic Recreation Certification, Inc. 

National Council of Architectural Registration Boards 

National Council of Examiners for Engineering and Surveying 

National Council of State Boards of Nursing, Inc. 

National Council on Strength and Fitness 

National Credentialing Agency for Laboratory Personnel 

National Dental Hygiene Certification Board 

National Enrichment Teachers Association 

National Examining Board of Ocularists 

National Exercise Trainers Association (NETA) 

National Exercise and Sports Trainers Association (NESTA) 

National Federation of Professional Trainers 

National Fitness Professionals Association 

National Ground Water Association 

National Healthcareer Association 

National Institute for Automotive Service Excellence 

National Institute for Certification in Engineering Technologies 

National Institute for Metalworking Skills 

National Kitchen and Bath Association 

National League for Nursing 

National Occupational Competency Testing Institute 

National Paramedical for Technician and Assistants 

National Recreation and Parks Association 

National Registry of Emergency Medical Technicians 

National Registry of Food Safety Professionals 

National Strength and Conditioning Association (NSCA) Certification Commission 

Natural Therapies Certification Board 

Nephrology Nursing Certification Commission 

North American Board of Certified Energy Practitioners 

North American Registry of Midwives 

North Carolina Substance Abuse Practice Board 

The Nuclear Medicine Technology Certification Board 

rmajette on PRODPC74 with HEARING

45 

Oncology Nursing Certification Corporation 

Ontario College of Pharmacists 

Ontario College of Social Workers and Social Service Workers 

Ophthalmic Photographers’ Society, Inc. Board of Certification 

Pediatric Nursing Certification Board 

Petrofac Training International 

Pharmacy Examining Board of Canada 

Pharmacy Technician Certification Board 

Pilates Method Alliance, Inc. 

Professional Golfers’ Association of America 

Professional Healthcare Institute of America 

Professional Landcare Network 

Professional Photographers of America 

Psychiatric Rehabilitation Certification Program 

Radiology Coding Certification Board 

Registry of Interpreters for the Deaf, Inc. 

Rehabilitation Engineering and Assistive Technology Society of North America 

Rocky Mountain Masonry Institute 

School Nutrition Association 

Society of Actuaries 

Society of American Foresters 

Society of Cable Telecommunications Engineers 

Society of Certified Senior Advisors 

The Society of the Plastics Industry 

Society of Tribologists and Lubrication Engineers 

Software Engineering Institute 

Southern California Crane and Hoisting Certification Program 

Transportation Professional Certification Board, Inc. 

UCSD—Center for Criminality Addiction Research, Training, and Application 

(CCARTA) 

Universal Public Purchasing Certification Council 

U.S. Green Building Council 

Veterinary Hospital Managers Association 

The Wedding Planning Institute 

Wound, Ostomy, and Continence Nurses Certification Board 

APPENDIX II 

Professional Certification and Licensure Advisory Committee, 

Department of Veterans Affairs, 

Washington, DC 

April 10, 2007 

The Honorable R. James Nicholson 

Secretary of Veterans Affairs 

810 Vermont Avenue, NW 

Washington, DC 20420 

Dear Mr. Secretary, 

The Professional Certification and Licensure Advisory Committee (PCLAC) met in 

Washington, DC, on October 26, 2006. The meeting marked the final assembling of 

members as the PCLACs sunset occurred on December 31, 2006. The following 

members attended the meeting: 

Sandra L. Winborne, Ph.D., Chair Ms. Lisa Lutz 

Mr. Michael Clark William G. Harris, Ph.D. 

Mr. Wade B. Delk Ms. Donna H. Mooney, RN 

Roy Swift, Ph.D. Ms. Carolyn Baker (Ex-Officio, DoD) 

Department of Veterans Affairs Staff Present: 

Mr. William Susling 

Mr. Salminio Garner 

Guests Present: 

Mr. Joseph Sharpe (American Legion) Ms. Devon Siebert (HVAC) 

Mr. Juan Lara (American Legion) Mr. Ron Horne (DoD) 

Mr. Jim Kendzel (NOCA) 

Giles Larrabee (Ret. Ed Service) 

rmajette on PRODPC74 with HEARING

46 

PCLAC members discussed the legacy of the committee and emphasized the importance of having their concerns for the Veterans Affairs’ certification and licensure 

programs under the Montgomery GI Bill (MGIB) be somehow incorporated into another advisory group’s domain for future discussions. Perhaps the Education Advisory Committee is best suited for this. PCLAC developed a list of six recommendations that we feel the Department of Veterans Affairs should consider for future 

directions on how professional certification and licensure is handled by the agency. 

The recommendations are found on page three of this document. 

PCLAC members attempted to address the magnitude of the changing workforce 

and how veterans need to understand those changes where professional certification 

and licensure may be necessary to obtain employment or maintain employment. The 

Montgomery GI Bill’s long history of association with traditional education makes 

it reasonable to explore ways to expand veterans’ understanding of professional certification and licensure and the possibilities that it may enhance their career opportunities should they explore it. 

I personally want to thank you, Mr. Secretary, and your staff in Education 

Services who provided many hours in meetings and follow-up to ensure that PCLAC 

remained on task and oriented toward the mission as stated under Public Law 106– 

419. I also thank each member of PCLAC who are experts in professional certification and licensure and I sincerely hope that if the committee is resurrected that 

you would invite each member to return to a position. 

In closing, I appreciate my selection as chair of PCLAC and I am available for 

consultation on professional certification and licensure issues. My contact information is 850.452.1111 Ext. 3213. 

Respectfully, 

Sandra L. Winborne, Ph.D. 

Chair 

Attachment (1) Final PCLAC Recommendations 

Attachment (2) October 26, 2006 PCLAC Meeting Minutes 

Attachment (1) 

The Professional Certification and Licensure Advisory Committee (PCLAC) 

Final Recommendations 

1. Add a component of licensure and certification to quality assurance process. 

• This should be similar to the education process to fulfill VA’s oversight responsibility. 

2. Due to the increase of credentialing agencies and the decrease in the number 

of veterans utilizing the benefit, immediately improve current outreach activities. 

a. Improve 

b. Analyze 

c. Expand for new entitlements 

3. VA should strengthen partnerships with other Federal agencies with credentialing organizations and their accrediting bodies, as well as other experts in 

the field of certification and licensure. Maintaining and enhancing VA’s existing knowledge through this partnership can accomplish this. 

4. Reconstitute the Committee under the VA. 

5. Develop a policy to mandate that credentialing organizations perform a periodic review of licensure and certification programs to ensure and continue compliance with the DVA approval criteria. 

6. Recommend legislation that would expand the GI Bill benefit to include payment for tutorial assistance needed to pass licensing and certification exams. 

rmajette on PRODPC74 with HEARING

47 

POST-HEARING QUESTIONS AND RESPONSES FOR THE RECORD 

Committee on Veterans’ Affairs 

Subcommittee on Economic Opportunity 

Washington, DC 

October 30, 2007 

Keith M. Wilson 

Director, Education Service 

Veterans Benefits Administration 

U.S. Department of Veterans Affairs 

810 Vermont Ave., NW 

Washington, DC 20420 

Dear Mr. Wilson: 

Please review and respond to the enclosed hearing questions by the close of business on November 30, 2007. These questions are in reference to our House Committee on Veterans’ Affairs Subcommittee on Economic Opportunity hearing on 

‘‘Licensure and Credentialing’’ on September 20, 2007. 

In an effort to reduce printing costs, the Committee on Veterans’ Affairs, in cooperation with the Joint Committee on Printing, is implementing some formatting 

changes for material for all Full Committee and Subcommittee hearings. Therefore, 

it would be appreciated if you could provide your answers consecutively on letter 

size paper, single-spaced. In addition, please restate the question in its entirety before the answer. 

Due to the delay in receiving mail, please provide your response to Ms. Orfa 

Torres by fax at (202) 225–2034. If you have any questions, please call (202) 225– 

3608. 

Sincerely, 

Stephanie Herseth Sandlin 

Chairwoman 

Questions for the Record 

The Honorable Stephanie Herseth Sandlin, Chairwoman 

Subcommittee on Economic Opportunity 

House Committee on Veterans’ Affairs 

September 20, 2007 

Hearing on Licensure and Credentialing 

Question 1: When was the last time VA updated the $2,000 limit reimbursement 

for classes taken toward a credential or licensure? 

Response: The $2,000 limit for reimbursement is for the examination fee itself, 

not for classes taken toward license or certification. Classes taken toward a license 

or certification exam could potentially be payable under regular Montgomery Gl Bill 

(MGIB Chapter 30) benefits if the classes are approved as part of the individual’s 

program of education. 

The $2,000 reimbursement limit for license or certification examination fees was 

established by law under section 122 of Public Law 106–419, and would have to be 

amended by Congress. It should be noted, however, that a brief review of our 

records found no reimbursements that have approached the $2,000 threshold. 

Question 2: What is the number of veterans per year who take a licensure and 

credential exam? How many pass? 

Response: In fiscal 2007, the total of all individuals who received a reimbursement for a license or certification exam was 4,094. The Department of Veterans 

Affairs (VA) does not maintain records on the pass/fail rate for individuals taking 

license or certification exams. 

Æ 

rmajette on PRODPC74 with HEARING