Transcript VETERANS EMPLOYMENT AND TRAINING PROGRAMS

Leadership for the
Implementation of
Veteran Services
By the end of this training individual’s with responsibilities for
program monitoring and success of DVOP/LVER staff will…
o Gain knowledge of Title 38 U.S.C. 41 requirements,
specifically the roles of JVSG staff
o Understand training competencies DV/LV’s receive at NVTI
how these crosswalk to their duties and responsibilities
o Knowledge and understanding of the importance of
integrating staff within the AJC
o Knowledge and understanding of priority of service in DOL
funded programs.
o Understanding of program measurements
o Understand the manager/leaders role in evaluating employee
behavior and strategies for increased productivity.
Serving our Veterans
ETA
VETERANS
STATE
Understand the
manager/leaders role in
regards to JVSG staff.
The most dangerous leadership myth is that
leaders are born -- that there is a genetic factor
to leadership. This myth asserts that people
simply either have certain charismatic qualities
or not.
- Warren G. Bennis
o Role of the LVER staff
o Role of the DVOP specialists
o Integration of the LVER/DVOP
o Incentives awards
o Weighted measures
o Priority of Service
o Half – time LVER/DVOP
o Funding formula
o Mandatory training
o Staff training testing
Organizational Chart
Secretary of Labor
Assistant Secretary for
Veterans Employment and Training Services
Regional Administrator (RAVETS)
Director (DVET)
Assistant Director (ADVET)
Program Assistant (VPA)
AJC
LVER DVOP
DOL
Employment
Workshops
American Job
Centers
Transition Workforce
Services Investment
System
Employment
Rights
USERRA
Veterans Preference
Congress and VETS
Congress has questioned how JVSG differs from
other DOL programs, especially Wagner-Peyser
State Grants
It is difficult to demonstrate the benefit of
JVSG if the veterans served and services
provided are similar to Wagner-Peyser.
Disabled Veterans
Outreach Program
Roles and Responsibilities
4103A / VPL 3-14
Title 38 U.S.C. Chapter 41
Section 4103 A
Full or part-time
Role is Intensive Services/Facilitating Placements:
A. Special disabled veterans
B. Other disabled veterans
C. Other eligible veterans
Maximum emphasis in meeting the employment needs of
veterans shall be placed on assisting economically or
educationally disadvantaged veterans.
EFFECTS OF REFOCUSING ACROSS
PROGRAMS
 JVSG
will serve fewer veterans and provide higher
rates of intensive services
workload of veteran clients
will increase with fewer referrals to JVSG
 Wagner-Peyser/WIA’s

Veterans will receive priority of service
Statutorily-Mandated
Responsibilities
DVOP Specialists
LVER Staff
provide intensive
services to veterans
with SBE*
conduct EO & JD in
the local community,
on behalf of all AJC
veterans
are not to provide
services to any other
population.
are not to provide
direct services to
participants
*or other populations as specified by the Secretary
DVOP Specialist Duties
VPL 03-14
Consistent with WIA Section 134(d)(3)(C), the intensive
services category now is clarified to include:
Comprehensive and specialized assessment
Develop an individual employment plan
Group Counseling
Individual counseling / career planning
Short-term pre-vocational services
SIGNIFICANT BARRIER TO EMPLOYMENT
VPL 03-14
1.
2.
3.
4.
5.
6.
Special disabled or disabled veteran (38 USC 4211)
Homeless (Homeless Assistance Act 42 USC 11302(a))
Recently-separated currently long term unemployed (27
consecutive weeks within the last 12 months)
Offender released in the last 12 months (WIA section 101(27))
Lacking a high school diploma or equivalent
Low-income (as defined by WIA sec. 101 (25)(B)
ADDITIONAL POPULATIONS
DVOP specialists may also provide services to the
following populations:
As specified by the Secretary

Veterans, ages 18-24
As specified in the FY 2014 Omnibus Appropriation

Transitioning service members in need of intensive services

Wounded Warriors in military treatment facilities and their
family caregivers.
Serving Veterans at American Job Centers
Veterans seeking
AJC Services
Total Veteran population
(~21.2 million)
(1.3 million
participants)
Veterans with
SBE (417,000
participants)
DVOP Specialists
19
(328,000 participants)
Case Management
Case management is a service delivery strategy
CM Components:
 Conduct an assessment
 Develop a plan
 Follow-up
LVER Utilization
Title 38 U.S.C. Chapter 41
Section 4104 (b)
LVER Utilization
Title 38 U.S.C. Chapter 41
Section 4104 (b)
(1) Outreach to employers:
o conduct seminars for employers
o in conjunction with employers, conduct job search
workshops and establish job search groups;
and
(2) Facilitate employment, training and placement
services furnished to veterans.
and
(e) Reporting
LVER Utilization
VPL 03-14
LVER Duties/Employer Outreach
VPL 03-14
• Planning & participating in job &
career fairs
• Conducting employer outreach
LVER Duties/Employer Outreach
VPL 03-14
In conjunction with employers,
conducting job searches & workshops,
& establishing job search groups
LVER Duties/Employer Outreach
VPL 03-14
Coordinating with unions,
apprenticeship programs & businesses
or business organizations to promote
and secure employment and training
programs for veterans
LVER Duties/Employer Outreach
VPL 03-14
Informing Federal Contractors of the
process to recruit qualified veterans.
Promoting credentialing and licensing
opportunities for veterans
LVER Duties/Employer Outreach
VPL 03-14
Coordinating and participating with
other business outreach efforts
state workforce administrators surveyed reported that the
“ Most
new legislation has improved both the quality of services to
veterans and their employment outcomes. They credited the
availability of case management for much of the improvement
in employment.
”
Preference for hiring:
 Qualified service-connected disabled veterans
 Qualified eligible veterans
 Qualified eligible persons
No individual can be a half-time DVOP and
a half time LVER.
Notification to Secretary if Non-Veteran
employed as LVER or DVOP for 6 months
or more.
Other Critical Observations
DVOP Specialists do not devote the majority
of their time to delivering intensive services
LVER specialists do not devote the majority
of their time to employer outreach
Other Critical Observations
DVOP Specialists and LVER staff tend to devote
the majority of their time to:
Serving veterans whose reported characteristics are similar
to those of the veterans served by Wagner-Peyser staff
Delivering standard labor exchange services that are
similar to the services delivered by Wagner-Peyser staff

NEED FOR DISTINCTION

SPECIALIZATION OF ROLES

OTHER STAFF RESPONSIBLE FOR SERVICES TO
VETERANS
“
You will judge yourself by your
intentions, whereas others
will judge you by your
behavior.
”
The Open Self – Information about yourself that
you and others know.
 The Blind Self – Information about yourself that
you don’t know but that others do know.
 The Hidden Self – Information about yourself
that you know but others don’t.
 The Unknown Self – Information about yourself
that neither you nor others know.

One-on-one meetings
 Skip-level sessions
 Stop-start-continue evaluations
 360 degree evaluations
 Cross-evaluations
