Transcript Document

Participants will:
1. understand FY 2004 DVOP/LVER State Veterans Program
and Budget Plan.
2. understand DVOP specialists and LVER staff new roles &
responsibilities, integrated into Public labor exchange
systems and the need for distinction between the two.
3. understand DVOP specialists and LVER staff grant-based
measures & the weighting aspect.
4. understand incentives performance awards, the intent of the
award and who is eligible to receive the award in the state.
5. understand how the DVOP/LVER grant program
performance will be monitored.
6. understand the concept of “Priority of service” and what
DOL programs are effected, how veterans and program
eligibility fit together, ideas for processes that ensures
priority of service in the public labor exchange.
7. understand the Transition Assistance Program and how
funding for this program has been reorganized.
Public Law 107-288
(c)(2)(A) A state shall submit to the Secretary an
application for a grant or contract under
subsection (b)(5). The application shall contain
the following information:
(i) A plan that describes the manner in which a
state shall furnish employment, training, and
placement services required under this chapter
for the program year, including a description of
--
Public Law 107-288
(I) duties assigned by the State to DVOPs/LVERs
consistent with the requirements of section 4103A and
4104 of this title;
(II) the manner in which such specialists and
representatives are integrated in the employment service
delivery systems in the State; and
(III) the program of performance incentive awards
described in section 4112 of this title in the State for the
program year.
Public Law 107-288
(ii) The veteran population to be served.
(iii) Such additional information as the
Secretary may require to make a
determination with respect to awarding a
grant or contract to the State.
I. Planning and Coordination
Identify prevailing labor market conditions
in the State
1. General information
2. Veteran specific information
I. Planning and Coordination
Explain the procedures taken by the state
to ensure program integration and
coordination regarding services to
veterans.
DVOP Utilization P. L. 107-288
Section 4103A Subject to approval by the secretary, a State
shall employ such full or part-time disabled veterans’
outreach specialists as the State determines appropriate and
efficient to carry out intensive services under the chapter
to meet the employment needs of eligible veterans with the
following priority in the provision of services:
A. Special disabled veterans
B. Other disabled veterans
C. Other eligible veterans
DVOP Utilization VPL 11-02
1. Facilitation of intensive services to veterans with special
employment and training needs.
A. Conduct assessment (minimum requirement)
b. Develop and document a plan of action for
periodic review (minimum requirement)
c. Provide career guidance
d. Coordinate supportive service(s)
e. Provide job development contact(s)
f. Refer to job(s)
g. Refer to (goal-related) training
DVOP Utilization VPL 11-02
2. Conduct outreach activities with the purpose of locating
candidates who could benefit from intensive services and
market these services to potential clients in programs and
places such as the following:
(a) VR&E
(g) State Vocational Rehabilitation
(b) HVRP
Agencies
(c) Homeless shelters (h) Other Service Providers
(d) VA hospitals and Vet Centers
(e) Civic and service organizations
(f) Partners through WIA
DVOP Utilization VPL 11-02
3. Provide and facilitate a full range of employment
and training services to veterans, with the primary
focus of meeting the needs of those who are unable to
obtain employment through core services.
Hiring DVOP Staff VPL 09-03
Preference for hiring:
• Qualified service-connected disabled veterans
• Qualified eligible veterans
• Qualified eligible persons
*Note: Nonveterans serving in the DVOP position
for less than six months
Part-Time Positions VPL 09-03
No individual can be a half-time DVOP and a half time
LVER.
No current full-time DVOP position can be reduced to
half-time, if the incumbent will not be retained as a
full-time employee unless approved by the incumbent
and DVET.
Grant Based Measures for the DVOP
VPL 10-03
• Veterans Entered Employment Rate
• Veterans Entered Employment Rate Following Staff
Assisted Services
• Veterans Employment Retention Rate at Six Months
• Veterans Entered Employment Rate Following Case
Management Services
Veterans Entered Employment Rate
(VEER)
Of the number of veterans registered or served by DV/LV
staff, those who in the 1st or 2nd quarter following registration
earned wages from a new or different employer
divided by
Number of veteran applicants registered or re-registered or
served by DV/LV staff
Veterans Entered Employment Rate
Following Staff Assisted Services
(VEERS)
Number of veterans or eligible persons who received some
form of staff assisted services from DV/LV staff during the
quarter of registration or 1st or 2nd quarter after registration,
who entered employment
divided by
Number of veterans who received staff assisted services by
DV/LV staff during the quarter of registration or 1st or 2nd
quarter after registration
Veterans Employment Retention
Rate At Six Months (VERR)
Number of veteran applicants, served by DV/LV staff, age 19
and older at registration who in the 1st or 2nd quarter
following registration earned wages from a new or different
employer and continue to earn wages in the 3rd or 4th
quarters following registration
divided by
Number of veterans served by DV/LV staff who entered
employment in the first or second quarter following
registration
Veterans Entered Employment Rate
Following Case Management Services
(VEECM)
Number of veterans or eligible persons who received case
management services from a DVOP Specialist during the
quarter of registration or the 1st or 2nd quarter after registration,
who entered employment
divided by
Number of veterans who received case management services
from a DVOP Specialist in the quarter of registration or the 1st
or 2nd quarter after registration
P.L. 107-288 Section 4102A(f)(2)
(2) Such standards and measures shall-(A) be consistent with State performance
measures applicable under section 136(b) of the
Workforce Investment Act of 1998; and
(B) be appropriately weighted to provide special
consideration for placement of (I) veterans
requiring intensive services, such as special
disable veterans and disabled veterans
Intent of Weighted Measures
VPL 10-03
•Emphasize
- delivery of certain services
- delivery of service to target populations
- degree of specialization between DVOP and
LVER programs
Weighted Measures by Priority DVOP
All Veterans
Disabled Veterans
DVOP Measures
%
Weight
Wgtd
%
Weight
Wgtd
VEECM
74
x4
296
72
x6
432
VERR
68
x3
204
62
x5
310
VEERS
74
x2
148
72
x4
288
VEER
64
x1
64
60
x1
60
Sum
280
10
712
266
16
1090
Weighted Average
712/10=71.2
71%
1090/16=68.1
68%
Example of Negotiation Applied - DVOP
All Veterans
Disabled Veterans
DVOP Measures
%
Weight
Wgtd
%
Weight
Wgtd
VEECM
74
x4
296
72
x6
432
VERR
68
x3
204
62
x5
310
VEERS
74
x2
148
72
x4
288
VEER
64
x1
64
60
x1
60
Avg for each
population
70
10
71
67
16
68
VEER Avg
(64+60)/2 = 62%
Avg of all weighted
(71+68)/2 = 70%
III. DVOP Utilization
(state veteran’s plan)
A. Describe the duties the state assigns to DVOPs
B. Describe the state’s strategy for integrating DVOPs into
the workforce system to provide intensive services
C. Describe how veteran’s requiring intensive services will
be identified, assessed; how they will be assigned to
DVOPs
D. Describe the procedures for hiring DVOPs
LVER Utilization P.L. 107-288
“(b) Principal Duties-A principal duties, local veterans'
employment representative shall
(1) conduct outreach to employers in the area to assist veterans
in gaining employment, including conducting seminars for
employers and, in conjunction with employers, conducting job
search workshops and establishing job search groups;
and
(2) facilitate employment, training and placement services
furnished to veterans in a state under the applicable state
employment service delivery systems.”
LVER Utilization P.L. 107-288
(d) Reporting: Each LVER shall be administratively
responsible to the manager of the employment
service delivery system and shall provide reports,
not less frequently than quarterly, to the manager
of such office and to the “DVET” for the State
regarding compliance with Federal law and
regulations with respect to special services and
priorities for eligible veterans
LVER Utilization VPL 11-02
1. Ensure that veterans are provided the range of labor
exchange services needed to meet their employment and
training needs. Work with other workforce development
providers to develop their capacity to recognize and
respond to these needs. Responsibilities may include the
following activities:
a. Train other staff and service delivery system partners to
enhance their knowledge of veterans’ employment and
training issues.
a. Promote veterans as a category of job seekers in the
workforce development system who have highly
marketable skills and experience.
LVER Utilization VPL 11-02
2. On behalf of veterans, advocate for employment and
training opportunities with business and industry, and
community-based organizations. Responsibilities may
include the following activities:
a. Plan and participate in job fairs to promote services to
veterans
b. Work with unions, apprenticeship programs, and
business community to promote employment and
training opportunities for veterans
c. Promote credentialing and training opportunities for
veterans with training providers and credentialing
bodies
LVER Utilization VPL 11-02
3. Establish, maintain, and/or facilitate regular contact with
employers to develop employment and training
opportunities for the benefit of veterans. Responsibilities
may include the following activities:
a. Develop employer relations contact plans for the service
delivery point, to include identified federal contractors.
Components of the plan may include the following:
i. Telephone contacts
ii. Employer visits
iii. Ongoing research and analysis of local market
conditions and employment opportunities
b. Coordinate with employer relations representatives in
the service delivery point (SDP) to facilitate and promote
opportunities for veterans seeking jobs.
LVER Utilization VPL 11-02
4. Provide and facilitate a full range of employment and
training services, as appropriate, to meet the needs of
newly separated and other veterans in the workforce
development system and especially address the needs of
transitioning military personnel through facilitation of
TAP workshops. Responsibilities may include, but are
not limited to the following activities:
a. Conduct job search assistance workshops
b. Provide job development and job referrals
c. Provide vocational guidance
d. Provide labor market information
e. Provide referrals to training and supportive services
LVER Utilization VPL 11-02
5. Provide quarterly reports to the individual responsible for
the management of an SDP to which the LVER has been
assigned, and through the appropriate state agency
channels, to the Director for Veterans’ Employment and
Training (DVET) in the State. These reports are to review
the following components of the SDP:
a. Compliance with State directives on services to
veterans
b. Accomplishments towards meeting the State’s
performance standards for these services
*Note: Guidance for Manager’s Report in VPL 09-03
Grant Based Measures for the LVER
VPL 10-03
• Veterans Entered Employment Rate
• Veterans Entered Employment Rate Following
Staff Assisted Services
• Veterans Employment Retention Rate at Six
Months
Example of Negotiation Applied - LVER
All Veterans
LVER
Measures
Disabled Veterans
Newly Separated
Veterans
%
Weight
Wgtd
%
Weight
Wgtd
%
VERR
68
x3
204
70
X5
350
62
X4
248
VEERS
74
x2
148
72
x4
288
72
x3
216
VEER
64
x1
64
60
x1
60
60
x1
60
Avg for each
population
206
6
69
202
10
70
194
8
66
VEER Avg
(64+60+60)/3 = 61%
Avg of all
weighted
(69+70+66)/3 = 68%
Weight Wgtd
IV. LVER Utilization
(state veteran’s plan)
A. Describe the duties the state assigns to LVERs
B. Describe how the state ensures the required
quarterly Managers Report on Services to
Veterans
C. Describe the procedures for hiring LVERs
P.L. 107-288 Section 4215
Priority of service for veterans in Department of Labor job
training programs
`(2) The term `qualified job training program' means any
workforce preparation, development, or delivery program or
service that is directly funded, in whole or in part, by the
Department of Labor
`(3) The term `priority of service' means, with respect to any
qualified job training program, that a covered person shall be
given priority over nonveterans for the receipt of employment,
training, and placement services provided under that program,
notwithstanding any other provision of law.
Priority of service for veterans in Department of
Labor job training programs (continued)
`(b) ENTITLEMENT TO PRIORITY OF
SERVICE
(1) A covered person is entitled to priority of
service under any qualified job training program if
the person otherwise meets the eligibility
requirements for participation in such program.
Key Implementation Principles
 For all programs, veterans must first meet the
program’s eligibility provisions
 Veterans’ priority is not intended to displace the core
function of the program
 For programs with existing targeting provisions, the
veterans’ priority must be applied by assessing a
person’s status in light of both the existing program
provision(s) and the veterans’ priority provision
 The exact manner in which the veterans’ priority will be
applied will vary considerably depending upon the
services offered
State Veterans’ Program Plan
I.
Address how services will be provided to veterans
within the public labor exchange.
NEED TO DESCRIBE:
 How Priority of Service is provided to veterans
 The order of priority
 The processes that ensures priority of service is
provided by public labor exchange