FleetGap at Smart Cities

The FleetGap Program

In Partnership with DoD SkillBridge®, NAFA®, and UPtime™ by SHzoom®

Designed to transition military-trained #fleet professionals into impactful civilian fleet roles. One Fleet. One Mission.

NAFA Leaders

Military FleetPros

The FleetGap Initiative

In Partnership with UPtime™ by SHzoom®, NAFA, and the U.S. Department of Defense SkillBridge Program.

FleetGap connects highly skilled military fleet professionals with real civilian fleet career opportunities, creating a pathway that honors their experience and gives employers access to talent they cannot afford to overlook.

Exclusively for NAFA Fleet Leaders

Exclusively for NAFA members, FleetGap offers a unique opportunity to engage early with a first of its kind pathway connecting highly skilled military fleet professionals to civilian fleet careers.

This is a chance for transitioning #MilitaryFleetPros to get seen, supported, and connected to real pathways into fleet, while giving employers access to a talent pipeline that did not exist before FleetGap.

Join Ingrid Cook Moravitz, CEO of SHzoom, and Bill Schankel, CEO of NAFA, at the 2025 NAFA Institute & Expo in Long Beach, CA!

Why It Matters

UPtime™ by SHzoom® is transforming fleet management by giving leaders real time control, clarity, and confidence. The FleetGap Initiative extends that mission to workforce readiness, ensuring that the next generation of fleet professionals comes equipped with military precision and purpose. Together with NAFA and DoD SkillBridge, we are closing the gap between military expertise and fleet industry need.

Take Action

SkillBridge Application Window: February 1–April 1, 2026

New to SkillBridge? Learn More

Watch past episodes here.

Eligibility & Investment

Participating organizations must be an active NAFA member in good standing for a minimum of three years.

Organizations must demonstrate a commitment to hiring, training, and mentoring military service members, veterans, or spouses transitioning into fleet leadership roles.

Ask how your time and resources can help to support program administration and outreach.

FleetGap Military Hiring Program Guidelines

The FleetGap Partner Company:

Will be subject to all DoD SkillBridge requirements and standards, thereby ensuring full compliance with all applicable federal guidelines.

Agrees to abide by predetermined training requirements for the designated apprenticeship role, aligned with DoD SkillBridge and industry standards.

May assume direct management of its SkillBridge partnership if desired, providing the company with full autonomy over program execution.

May discontinue participation in the FleetGap Program at any time, without penalty or further obligation.

FleetGap Recruitment Process

FleetGap is designed to transition military-trained #fleet professionals into impactful civilian fleet industry roles.
By blending mentorship, live networking, structured training, and on-the-job experience, FleetGap ensures both
candidates and employers are set up for long-term success.

Step 1

Acquaintance through FleetGap LIVE & Mentoring

Service members are introduced to the civilian fleet community through FleetGap LinkedIn LIVE sessions and mentoring matches. This step builds early awareness, confidence, and career direction.

How Leaders & Mentors Support

Share stories and expertise through FleetGap LIVE

Serve as a mentor match, guiding candidates one-on-one

Offer virtual job shadow experiences that reveal day-to-day realities of fleet leadership.

Shadow

Step 2

Matchmaking at NAFA I&E

During NAFA’s Institute & Expo, candidates meet hiring managers, mentors, and peers face-to-face. This matchmaking stage connects talent with opportunity in a live, high-value environment.

Employer Participation

Checkout the F.A.Q.

How Leaders & Mentors Support

Provide job-ready skills lists that clarify what your fleet values most

Make warm introductions to HR and decision-makers.

Guide candidates on cultural and technical expectations.

Step 3

Training and On-the-Job Experience

Service members are introduced to the civilian fleet community through FleetGap LinkedIn LIVE sessions and mentoring matches. This step builds early awareness, confidence, and career direction.

FleetGap military fleet professionals for civilian fleet careers through the NAFA Fleet Management Association’s highly regarded CAFM education and 3 months of OJT at the employer’s location, at no cost to the employer. Yes, you read that right. Thanks to our partnership with DoD-SkillBridge.

How Leaders & Mentors Support

Provide structured coaching and regular feedback.

Align candidate learning with NAFA standards and UPtime analytics.

Create real-world leadership opportunities that demonstrate readiness.

Step 4

Launch into Full-Time Roles

Graduates transition into civilian fleet leadership positions. Employers gain highly disciplined, mission-ready professionals who deliver operational clarity and leadership from day one.

How Leaders & Mentors Support

Deliver final performance evaluations

Extend full-time offers to successful apprentices.

Continue mentoring to strengthen long-term success.

A structured, standardized, pathway for transitioning military fleet pros and hiring NAFA leaders

Why Mentorship Matters

Fleet leaders are not just filling positions—they are shaping the future of fleets. Through mentorship, early introductions, and structured guidance, they ensure transitioning service members bring purpose, confidence, and skill into the civilian workforce.

1. Service Member Connects with FleetGap

FleetGap team shares available apprenticeship partners through the NAFA Job Website and the SkillBride Website search “FLEETGAP“

Service Member shares resume and indicates preferred position and location using the links above or via NAFA.

2. FleetGap Validates Company Readiness

Confirms the company can provide structured fleet management training during the service member’s transition window.

Ensures alignment with NAFA standards and verifies likelihood of a long-term fleet management role post-apprenticeship.

3. FleetGap Bridges Employer and Service Member

Employer point of contact schedules a discovery interview with FleetGap Representative.

Company evaluates cultural and technical fit.

Apprenticeship start and end dates are jointly determined.

4. Offer and Compliance Stage

Service Member finalizes SkillBridge approval with their education office and commanding officer.

FleetGap collects all compliance documentation, including company onboarding and screening requirements.

FleetGap ensures documentation aligns with DoD SkillBridge regulations.

5. Apprenticeship Completion & Transition

Employer delivers final evaluation, guided by NAFA-aligned performance metrics.

If apprenticeship objectives are achieved, companies extend offers a full-time employment, bridging the service-to-civilian career gap.

Keys for Success

Name a Fleet Champion.

Success depends on having a dedicated advocate from your company to serve as the FleetGap Liaison.

This FleetGap champion could be a veteran on your team, a FleetGap peer mentor, a fleet manager, or even a senior executive.

They don’t need hiring responsibilities, but they must ensure SkillBridge participants are supported and aligned with program goals.

Quick responses are our superpower.

If your company is offered the chance to interview or consider a SkillBridge service member for a FleetGap apprenticeship—act quickly!

Many service members choose FleetGap host companies because of the fast, respectful engagement they receive—from initial inquiry to interview scheduling.

Just like UPtime by SHzoom reduces downtime for fleets, FleetGap’s value is maximized when companies respond with speed and decisiveness.

Involve Military Veterans.

If you have military veterans or military spouses on your team, include them in the interview and onboarding process for FleetGap participants.

These individuals are your best ambassadors. They bring credibility, help bridge the culture gap, and ensure SkillBridge participants feel supported as they transition into fleet careers.

Their involvement also reinforces alignment with NAFA’s industry standards and the professional pathways available in fleet management.

Have a plan.

Document and share a clear training plan with the incoming apprentice. Service members value transparency and want to know exactly what they will learn.

Incorporate hands-on exposure to fleet accident technologies like UPtime and other key operation workflows to showcase best practices in real fleet operations.

Your plan should also include a tangible outcome—such as preparing the service member to pursue a NAFA certification or qualify for a role in your fleet organization.

What is FleetGap?

FleetGap is designed to transition military-trained #fleet professionals into impactful civilian roles. By blending
mentorship, live networking, structured training, and on-the-job experience, FleetGap ensures both candidates
and employers are set up for long-term success.

Is the FleetGap program partner responsible for a participant’s health, liability, or workers’ compensation?

No. During SkillBridge, participants remain on active duty and continue to receive pay, healthcare, and benefits through the DoD. The FleetGap employer partner is not responsible for health care or military benefits. However, if the training environment poses special risks, employers may carry their own liability coverage as standard workplace practice.

Is there a cost paid by the participant to take part in FleetGap?

No. SkillBridge is not a fee-based program. Participants cannot be charged for training, placement, or program access. FleetGap participation is free for service members.

Does the participant’s employer remain responsible for them while in FleetGap?

Yes. The participant’s military command remains their employer of record until separation or retirement. The command is responsible for pay, benefits, and military oversight. The FleetGap partner provides structured training and supervision, but the service member is still under DoD authority.

Can FleetGap partners require non-compete agreements?

Can an employer authorize FleetGap participation beyond 50 miles from a participant’s duty station or residence?

No, not unilaterally. Any opportunity more than 50 miles from the participant’s duty station or residence requires formal command approval. This safeguard ensures service members are not placed in undue hardship situations. FleetGap helps navigate this, but the decision rests with the participant’s chain of command.

How is the training plan and job description developed?

The FleetGap partner develops the training plan and job description in coordination with FleetGap and the
service member’s command. The plan must:
● Provide structured, skills-based training aligned to civilian fleet roles.
● Identify tasks, objectives, and supervision standards.
● Be approved by the command education office to meet SkillBridge requirements.
FleetGap ensures alignment with NAFA standards and validates that the plan creates a legitimate pathway to
civilian fleet careers.

Are participants able to participate in opportunities outside of their current location?

Yes, but with conditions. Service members may pursue opportunities outside their immediate location if:
● Their command approves the distance (especially beyond the 50-mile threshold).
● The training partner can provide structured oversight remotely or in a new location.
● Travel, lodging, or relocation is arranged without creating cost obligations for the service member