Employment

There is a diverse work force in the Kirtland AFB and Albuquerque Community. Effective Jan. 1, 2025, the City of Albuquerque minimum wage is $11.50 per hour. However, the State of New Mexico’s $12.00 per hour minimum wage supersedes the City’s minimum wage and is the prevailing wage. This prevailing wage is $12.00 per hour. Starting Jan. 1, 2025, the minimum wage for tipped employees will be $7.20.

For transitioning members and military spouses, it is important to keep all employment records and documents readily available, including resumes, transcripts, certificates/diploma, licenses, and letters of reference rather than including them in your household goods shipment. Having these documents will greatly speed up your job search.

The Transition Assistance Program provides information and training to ensure service members transitioning from active duty are prepared for civilian life - whether pursuing additional education, finding a job or starting their own business.

TAP is a cohesive, modular, outcome-based program that bolsters and standardizes the opportunities, services and training that service members receive to better prepare them to pursue their post-military career goals.

The TAP curriculum is outcome-based and is designed to provide service members with the resources, tools, services and skill-building training needed to meet Career Readiness Standards. Shortly before departing the military, service members demonstrate achievement of these standards to their command through a verification process called Capstone. This process includes an opportunity to connect service members who may need additional assistance to agency partners who provide them with additional support.

Career Readiness Standards (CRS) are the foundation of TAP and are the Department of Defense’s tangible measurements of a service member’s preparedness for a civilian career. CRS encompass common and specific standards, with associated products, that must be achieved to demonstrate a service member is ready to pursue post-separation goals. The standards capitalize upon the skills and experience that a service member has gained during military service, and are aligned to employment, technical training, and/or education competency areas. Although meeting the standards cannot guarantee a service member’s success upon transition, these standards evaluate the level of preparedness a service member has achieved within the context of his or her post-separation career goals.

The National Defense Authorization Act of 2019 authorized many significant changes to TAP. The purpose of TAP remains the same, but the FY19 NDAA requires a different TAP process. Here’s an overview of the updated TAP:

• TAP now starts with Initial Counseling no later than 365 days before separating or retiring. Service members should start TAP up to 24 months before retirement or up to 18 months before separation. Prior to initial counseling, service members complete and submit a personal self-assessment to the Airman & Family Readiness Flight and start the development of their Individual Transition Plan to identify their unique transition needs and post-transition goals. The self-assessment and ITP determine the service member’s tier, required Congressional Research Service, and mandatory TAP elements.
• Pre-separation counseling is step two of TAP and must be completed no later than 365 days before separation or retirement. Pre-separation counseling is available by attending a group briefing or individually by appointment and covers valuable information required by law including: benefits as well as entitlements and resources for eligible transitioning service members and their family members.
• Step 3 of TAP is the TAP Workshop and participation in the Two-Day Training Tracks. The TAP Workshop consists of:
  • Day 1: Department of Defense transition day, which includes resilient transitions, military occupational careers crosswalk and financial planning (mandatory)
  • Day 2: Veterans Affairs benefits and services briefing (mandatory)
  • Day 3: Department of Labor Employment Fundamentals of Career Transition (mandatory, unless exempt) 

The new TAP process also includes service member selection of one or more of the two-day track trainings. Service members may attend more than one track but must attend at least one track, unless exempt.

• DOL Employment Track 
  Service members seeking employment after separation/retirement learn various job search techniques, labor market information, résumé and interview skills, and much more.
• DOD Education Track 
  This track is designed to guide service members and those with transferred benefits through the variety of decisions involved in choosing a degree program, college institutions, and funding considerations, as well as completing the admissions process.
• DOL Career and Credential Exploration (C2E) 
  Service members pursuing technical training after separation/retirement receive guidance and help in selecting schools and technical fields. The vocational track addresses such topics as selection of a reputable career and technical training school, the application process from start to finish, how to use certification finder web tools and other internet resources that identify licensed occupations and translate military occupational code.
• Small Business Administration Entrepreneurship Track 
  Service members interested in exploring business ownership or other self-employment opportunities are led through the key steps for evaluating business concepts and providing foundational knowledge required to develop a business plan.

The Capstone event is last TAP event and must be completed no later than 90 days before separation/retirement. Capstone is a one-on-one meeting with KA&FRF staff to review the service member’s verification/documentation of CRS compliance. 

All transitioning service members must provide verification of compliance with the required CRS during the Capstone. Capstone is not complete until the service member's commander verifies completion of CRS and a viable ITP by electronically signing the service member’s eForm.

TAP Virtual Curriculum

The learning management system (LMS) provides service members who are unable to attend brick and mortar TAP training access to all modules included in the standardized TAP Workshop and two-day tracks. 

Initial counseling, Preseparation Counseling and Capstone are not available online. 

Service members and their families can participate in parts of the virtual curriculum at any time during their military career. Service members with more than 60 days of remaining military service should complete Transition GPS curriculum via classroom training at the A&FRF. Service members at remote/isolated locations or with less than 60 days of remaining in service when notified of separation, have the option to complete requirements virtually or via the classroom if time/schedule allows.

No one is automatically exempt from participating in the DOL one-day. Legislation identifies all eligible separating service members as subject to mandatory TAP elements. However, per the Operational Service Division and Air Force policy, some categories of personnel can be exempt from the DOL one-day. Service members qualifying for an exemption are encouraged to participate.

The only exemptions from the DOL Employment Fundamentals of Career Transition are:

• Service members retiring after 20 or more years of active federal service
• Separating service members able to confirm full-time employment
• Separating service members able to confirm acceptance into an accredited technical training, undergraduate or graduate degree program
• Service members with specialized skills who, due to unavoidable circumstances, are needed to support a unit on orders to be deployed within 60 days
• Wounded, ill and injured recovering service members most likely to transition out of active duty, who are enrolled in the Education and Employment Initiative or a similar transition program designed to secure employment, further education or technical training post-separation
• If they have previously attended the DOL Employment Workshop, members of the Reserve Component who are being demobilized or deactivated after serving 180 continuous days or more on active duty

My Career Advancement Account (MyCAA)

For information on MyCAA and Military Spouse Education and Career Opportunities, visit Military OneSource.

REIMBURSEMENT FOR RE-LICENSURE / RECERTIFICATION COSTS FOR SPOUSES OF MILITARY MEMBERS

As of 13 May 2019, spouses whose positions require certifications will be eligible to be reimbursed up to $500 for re-licensure during CONUS to CONUS PCS/PCA moves. Contact the A&FRF for details.

Air Force Aid Society: https://afas.org/how-we-help/education-support/

Higher Education is a key to advancement and future success. Dependent children and spouses of Airmen and Guardians can work toward their dreams of a college degree with AFAS education grants, scholarships, and loans. Please review the different opportunities below, and each program’s individual eligibility criteria, to find the one that is right for you.

The General Henry H. Arnold Education Grant program is the centerpiece of the Society’s education support initiatives, awarding competitive education grants to eligible Air Force and Space Force dependents based on family financial need. This award is so integral to AFAS education programs, in fact, that the application process for the Arnold Education Grant serves as the platform to access other important AFAS education support opportunities.

AFAS MERIT SCHOLARSHIP: Each year AFAS awards a number of merit based scholarships as a complement to the needs-based support allocated through the hallmark Arnold Education Grant program. Students who are being considered for the Merit and Grit Scholarships will be asked to submit a video on a specific topic.

AFAS SUPPLEMENTAL EDUCATION LOAN PROGRAM: This no-interest loan program – also offered as a complement to the main Arnold Education Grant – is designed to help Air Force and Space Force families with incidental college expenses.

“BEE” ARNOLD SPOUSE TUITION PROGRAM: This program provides funding for spouses to pursue entry-level job training to help secure immediate, viable employment through short term programs/certifications (3-12 weeks) or spouses pursuing a PART-TIME undergraduate degree at an accredited 2-4 year college, university or vocational/trade school approved by the U.S. Department of Education for participation in federal aid programs. 

COLUMBIA SOUTHERN UNIVERSITY SCHOLARSHIP: Columbia Southern University (CSU) is partnering with the Air Force Aid Society to offer two, 60 credit hour scholarships to an enlisted U.S. Air Force Airman or U.S. Space Force Guardian spouse who is interested in attending CSU.

OTHER SCHOLARSHIP RESOURCES

• Military.com Education Resources
• Federal Student Aid – U.S. Department of Education
• GI Bill Benefits – U.S. Department of Veteran Affairs
• Higher Education for Children (Military One Source)
• Spouse Education and Career Opportunities (Military One Source)

Montgomery GI Bill^®

There are two Montgomery GI Bill programs; The Montgomery GI Bill Active Duty (MGIB) and the Montgomery GI Bill Selected Reserve (MGIB-SR).

The MGIB-AD can help you pay for education and training if you’ve served at least two years on active duty and honorably discharged. You must enroll in this program and contribute $100 per month for the first 12 months to receive MGIB-AD benefits.

If you are in the Reserve or National Guard, you should know about the Montgomery GI Bill Selected Reserve (MGIB-SR). This program provides education benefits to Service members through a flat rate monthly payment to full-time students. Please note you must use this benefit while still serving in the Selected Reserve or National Guard. Usually you cannot use the MGIB-SR after discharge.

Benefits and Eligibility MGIB-AD and MGIB-SR

The Montgomery GI Bill Active Duty and the Montgomery GI Bill Selected Reserves both provides up to 36 months of education benefits. You have 10 years from your last day on active duty to use your MGIB-AD benefits, but if you have unused benefits, you may be eligible for a refund. Eligibility for MGIB-SR usually ends the day you leave the Selected Reserve. But there are exceptions to this rule.

You can still qualify for MGIB-SR benefits for 14 years from the date of your first 6-year obligation if any of these descriptions are true for you.

At least one of these must be true:

• You separated because of a disability that wasn’t caused by misconduct, or
• Your unit was deactivated between October 1, 2007, and September 30, 2014, or
• You involuntarily separated (not by choice) for reasons other than misconduct between October 1, 2007, September 30, 2014

Other Factors to Consider

The MGIB-AD and MGIB-SR sends funds directly to you.

Post-9/11 GI Bill^®

If you have at least 90 days of aggregate active duty service after Sept. 10, 2001, and are still on active duty, or if you are an honorably discharged Veteran or were discharged with a service-connected disability after 30 days, you may be eligible for this VA-administered program. Purple Heart recipients, regardless of length of service, are qualified for Post-9/11 benefits at the 100% level. Certain members of the Reserves who lost education benefits when REAP was sunset in November 2015, may also be eligible to receive restored benefits under the Post-9/11 GI Bill.

Whether you want to apply your GI Bill benefits to college classes or an on-the-job training program, the GI Bill Comparison Tool will help you make the most of them.

If you have eligibility for the Post-9/11 GI Bill and any other GI Bill program you must make an irrevocable election of the Post-9/11 GI Bill before you can receive any benefits. For more information see our Frequently Asked Questions (FAQ).

The Post-9/11 GI Bill has a few specific components that are unavailable in other GI Bill programs:

• Yellow Ribbon Program https://www.benefits.va.gov/gibill/yellow_ribbon.asp
• Transfer of Entitlement Option https://www.benefits.va.gov/gibill/docs/factsheets/Transferability_Factsheet.pdf

The Marine Gunnery Sergeant John David Fry Scholarship (Fry Scholarship) for dependents of Service members who died in the line of duty after Sept. 10, 2001 https://www.benefits.va.gov/GIBILL/Fry_scholarship.asp

Types of Training and Assistance

The following is approved under the Post-9/11 GI Bill:

• Correspondence training
• Cooperative training
• Entrepreneurship training
• Flight training
• Independent and distance learning
• Institutions of higher learning undergraduate and graduate degrees
• Licensing and certification reimbursement
• Vocational/technical training, non-college degree programs National testing reimbursement
• On-the-job training
• Tuition Assistance top-up
• Tutorial assistance
• Vocational/technical training

Benefits and Eligibility

For approved programs, the Post-9/11 GI Bill provides up to 36 months of education benefits.

If your release from active duty was before January 1, 2013, there is a 15-year time limitation for use of benefits. For individuals whose last discharge date is on or after January 1, 2013, the time limitation has been removed.

Institutions of higher learning participating in the Yellow Ribbon Program may make additional funds available for your education program without an additional charge to your GI Bill entitlement. The following payments may also be available:

• Monthly housing allowance
• Annual books and supplies stipend
• One-time rural benefit payment

Some Service members may be eligible to transfer unused GI Bill benefits to their dependents.

Other Factors to Consider

Full tuition and fees are paid directly to the school for all public school in-state students.

For those attending private or foreign schools, tuition and fees are capped at the national maximum rate. Learn more here.

If you're attending a private or a public institution of higher learning (either private or public) as a nonresident, out-of-state student you may be eligible for the Yellow Ribbon Program and entitled to additional education-related costs not covered by VA. Not everyone is eligible for this assistance.

The law requires the monthly housing allowance (MHA) to be calculated based on the zip code of the campus where the student physically attends the majority of classes, rather than the location of the institution of higher learning where the student is enrolled. This applies to the first enrollment in an educational program on or after August 1, 2018.

If you have two or more qualifying periods of active-duty service, you may qualify for up to 48 months of entitlement. You must be eligible for the Post-9/11 GI Bill and the Montgomery GI Bill Active Duty (MGIB-AD).

You may be eligible for more than one GI Bill program if you have at least two separate periods of qualifying service, such as a reenlistment. If you are eligible for more than one program, keep in mind that you may use only one VA education or training benefit at a time.

Please contact the VA Benefits Advisor in the M&FRC at (505) 846-1003 or Kirtland Education Center at 505-846-8955/9933 for additional information.

Military spouses are covered by special legislation in 46 states, including New Mexico. However, you may not qualify for trailing military spouses benefits if you do not meet other rules.

To protect yourself and ensure your future benefits, you should try to give your current employer at least 30 days' notice before leaving your job. If you are forced to move on shorter notice, document this as well as you can to support your unemployment claim in your new state. If you are a military spouse, make sure you have a copy of your spouse's transfer paperwork to take to the unemployment office with you. File for unemployment benefits in your new state as soon as possible to ensure you miss no deadlines.

For more information contact the New Mexico Department of Workforce Solutions.

Unemployment rate for the State of New Mexico was 3.4% and for Albuquerque 2.7% in May 2023. Unemployment compensation may be available for the spouse of a newly assigned military member or civilian employee. For more information contact the New Mexico Employment Security Division. Median household income according to the US Census Bureau in Albuquerque is $56,366 (2017-2021) and $54,020 for New Mexico (2021).

MILITARY ONE SOURCE

SECO-Spouse Education and Career Opportunities provide military spouses one-on-one sessions with Career Counselors to reach their education and career goals. Career Counselors provide assistance with career exploration, licensing and credentialing, individual career plans and education guidance. More information is available on the SECO website.

MyCAA Scholarship-Offers up to $4,000 of financial assistance to eligible military spouses who are pursuing a license/certification, certificate, or associates degree in a portable career field or occupation. Spouses of active duty service members in pay grades E-1 to E-6, W-1 to W-2 and O-1 to O-3 on Title 10 military orders are eligible for the scholarship. Call 1-800-342-9647 or visit Military OneSource.

Employment Services

The Employment Services that Military & Family Readiness Center offers are monthly resume classes, federal and private sector, LinkedIn classes, and career path/resume workshops geared towards military spouses. Hiring events are offered monthly with employers that are federal, federal contract, local, and national. Resume reviews are also available by appointment. Contact M&FRC at 505-846-0741/0751.

NM Workforce Connections provides Employment Services geared towards veterans. Local Veteran Employment Representative (LVER) and Disabled Veteran Outreach Program Specialist (DVOP) are available for assistance with employment.

Re-licensure for Military Spouses

Assistance with transferring a professional license is available for military spouses. In 2019 House Bill-30 was passed allowing for the expedited transfer of licensing for military spouses. Fees associated with the actual license transfer are waived for military spouses when the previous license is in good standing. For any other fees associated with the transfer, spouses can take advantage of the Military Spouse Re-certification for Re-licensure. This is a reimbursement of up to $1000 for fees associated with the transfer of a professional license from one state to another when all criteria are met. For assistance navigating this process, contact the A&FRF at 505-246-0741/0751.

License/certification requirements vary by state; however, some examples include but are not limited to teaching, cosmetology, real estate, or nursing. Learn more about licensing and certifications from your installation Airman & Family Readiness Center, the Department of Labor (DOL) website, and the DoD Spouse Education and Career Opportunities (SECO) Program.