Data You’ll Need

ANNUAL VETS INDEXES EMPLOYER AWARDS

The VETS Indexes Employer Awards survey is mostly quantitative and will ask for specific data metrics. It will be much easier to fill out the survey if you gather this information before you start entering answers in the online form. This page details what information you will need.

For most of the metrics below, we ask for 2 years’ worth of data — covering either 2019 and 2020 or 2018 and 2019 (calendar years and fiscal years are both acceptable). We prefer more current information and would encourage you to wait until January to provide the data below, if doing so would allow you to provide 2020 data. You will have until the end of the day on February 1, 2021, to complete your survey response.

Information you provide will be kept confidential, so we strongly encourage you to provide as much as possible. The more data you provide, the better we can gauge your organization’s veteran-related efforts, which can help improve your organization’s evaluation and award level.

Please note that you can skip survey questions — either temporarily to return and answer them later, or permanently if we’re asking for data that you are unable to provide.

The VETS Indexes Employer Awards survey will ask for the following metrics:

Recruiting/employee population

• Employee population and new hire population, both overall and for veterans, protected veterans, disabled veterans, Guard/Reserve members, and military spouses
• Breakdown of veteran employee population by gender, enlisted/officer, and recently separated veterans
• Number of job fairs attended and number of people hired as a result of those job fairs, for both military-connected employees and all employees
• Number of recruiters and employee support personnel, for both military-connected employees and all employees
• Number of Work Opportunity Tax Credits received
• Number of positions at your company that require a TS-SCI security clearance, and overall number of positions
• Recruiting budget for both military-connected applicants and all applicants
• Which job categories have the most veterans at your organization
• Which academic fields are most relevant for jobs at your organization

Employee development/retention

• Budget for training organization departments in military career paths, culture, structure, jargon or other issues
• Availability and frequency of training for various organization departments in military career paths, culture, structure, jargon or other issues
• Budget for orientation/on-boarding of new hires, both military connected and overall
• Number of mentors and mentees, both military connected and overall
• Number of employees who leave the company — within the first 12 months, as well as overall — for both military-connected employees and all employees
• Number of employees, both military connected and overall, enrolled in technical/work skills training, supervisor/middle manager training, executive/senior manager training
• Distribution of employee population, both military connected and overall, across the following 5 seniority levels: 1. Entry-level and lower-level employees, 2. Mid-level employees and/or technical workers, 3. Mid-level managers and supervisors, 4. Senior managers and supervisors, 5. C-Suite, Board of Directors members, presidents and vice presidents
• Number of internal promotions, among both military-connected employees and overall

Company policies and culture

• Number of participants in DoD Skillbridge, American Corporate Partners, and GI Bill-eligible apprenticeship programs
• Number of current, active members in military/veteran employee resource group(s)
• Amount of money organization spent with vendors and suppliers, both veteran-owned and overall
• Pay and benefit type/duration offered to Guard/Reserve employees who miss work for military training or service
• Child care on-site availability, priority enrollment, and average reimbursement amounts, for military-connected employees and those with no military connection