Jobs for Veterans Act Public Law 107-288

1. Jobs for Veterans ActPublic Law 107-288 Signed by President on November 7, 2002

2. Competencies • understand FY 2004 DVOP/LVER State Veterans Program Plan • understand DVOP specialists and LVER staff new roles & responsibilities, integration into Public labor exchange systems and the need for distinction between the two. • understand DVOP specialists and LVER staff grant-based measures & the weighting aspect. • understand how the DVOP/LVER grant program performance will be monitored. 5.  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.

3. Major Elements • New funding formula–to states • DVOP and LVER –revisions • Performance Accountability • Incentive Awards • Federal Contractor • Priority of Service

4. Grant Funding FormulaSection 4102 A (c) (2) B i • The Funding Ratio: • The Total Number of Veterans Residing in the State that are Seeking Employment divided by • The Total Number of Veterans that are Seeking Employment in all States

5. Grant Funding Formula Section 4102 A ( c ) 2 • Funds provided to States will be based upon an approved plan that describes: • A description of services to be provided • The duties assigned to DVOPs and LVERs • Incentive performance plan • The manner in which DVOPs and LVERs are integrated in the employment service delivery system • The veteran population to be served and • Other criteria as the Secretary may determine

6. MAIN FOCUS OF PROGRAM LVER/DVOP Staff are dedicated to SERVING VETERAN CUSTOMERS

7. Planning and Coordination • Explain the procedures taken by the state to ensure program integration and coordination regarding services to veterans Process to ensure that service providers and staff work together with DVOP and LVER staff to promote employment, training, and placement services for veterans

8. DVOP Public Law 107-288 • Section 4103A • Full or part-time disabled veterans’ outreach specialists • Intensiveservices • Priority of service: A. Special disabled veterans B. Other disabled veterans C. Other eligible veterans

9. DVOP VPL 11-02 • Facilitation of intensive services to veterans with special employment and training needs. a. Conduct assessment b. Develop and document a plan of action c. Provide career guidanced. Coordinate supportive service(s)e. Provide job development contact(s) f. Refer to job(s) g. Refer to training

10. DVOP VPL 11-02 2. Conduct outreach to locate veterans for intensive services & market services to clients in programs such as: (a)   VR&E (b)  HVRP (c)   Homeless shelters (d)  VA hospitals and Vet Centers(e)  Civic and service organizations(f)    Partners through WIA(g) State Vocational Rehabilitation Agencies(h) Other Service Providers

11. DVOP VPL 11-02 Section 4110 B 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.

12. Hiring DVOP Staff VPL 09-03 Section 4103 A (b) • Preference for hiring: • Qualified service-connected disabled veterans • Qualified eligible veterans • Qualified eligible persons

13. 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.

14. 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

15. 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

16. 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 who entered employment.

17. 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 and 2nd quarter following registration earned wages from a new or different employer and continue to earn wages in the 3rd and 4th quarters following registration

18. 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

19. P.L. 107-288 Section 4102 A (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 veterans requiring intensive services, such as special disabled veterans and disabled veterans

20. Intent of Weighted MeasuresVPL 10-03 Intent of Weighted Measures • Emphasize - delivery of certain services - delivery of service to target populations - degree of specialization between DVOP and LVER programs

21. Weighted Performance Measures DVOP Weighted Measures – by priority All Veterans Disabled Veterans

22. 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

23. LVER Utilization P.L. 107-288 Section 4104 (b) • 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.

24. LVER Utilization P.L. 107-288 Section 4104 (d) 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

25. LVER Utilization VPL 11-02 • Ensure that veterans are provided labor exchange services needed to meet their employment and training needs. Responsibilities may include: • Train other staff and service delivery system partners to enhance their knowledge of veterans’ employment and training issues. • Promote veterans in the workforce development system who have highly marketable skills and experience.

26. LVER Utilization VPL 11-02 • Advocate for employment and training opportunities with business and industry, and community-based organizations. Responsibilities may include the following activities: • Plan and participate injob fairsto promote services to veterans. • Work withunions, apprenticeship programs, andbusinesscommunityto promote employment and training opportunities for veterans. • Promote credentialing and trainingopportunities for veterans with training providers and credentialing bodies.

27. LVER Utilization VPL 11-02 • Contact with employers to develop employment and training opportunities. Responsibilities may include : • a. Develop employer contact plans for the service delivery point, to include identified federal contractors. • b. Coordinate with employer relations representatives in the service delivery point (SDP) to facilitate and promote opportunities for veterans seeking jobs.

28. LVER Utilization VPL 11-02 • Provide and facilitate employment and training services to meet the needs of newly separated and other veterans in the workforce development system and especially address the needs of transitioning military personnel throughfacilitation ofTAP workshops.

29. LVER Utilization VPL 11-02 • Provide the manager reports quarterly to the SDP management. 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

30. 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

31. Weighted Performance Measures LVER Weighted Measures – All Newly Disabled by priority Veterans Separated Veterans Veterans

32. 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

33. Incentive Award Section 4112 (a) (1) (A) (B) • Encourage the improvement and modernization of employment, training, and placement services. • Recognize eligible employees for excellence in the provision of such services or for having made demonstrable improvements.

34. Incentive Award Section 4112 (b) Performance incentive awards will be administered by each state. Awards under such criteria may be a cash award or nonfinancial award as the Secretary may specify.

35. Incentive Award Section 4112 (d) • Eligible employees: • DVOP • LVER • An individual providing employment, training, and placement services to veterans under the Workforce Investment Act of 1998 or through an employment service delivery system.

36. Incentive Award • Selection • Criteria for award recipients must be based on performance or activities during the program year • States are encouraged to involve both objective and subjective data in developing selection criteria • States should consider employees who demonstrate outstanding outreach on behalf of veterans who have barriers to employment • States are discouraged from relying solely on performance data

37. Federal Contractor Program Section 4212 (a) (3) • Federal Contractor/Subcontractor to $100,000 • Modifies eligibility to include: • All disabled veterans • Veterans who served during an action for which a Campaign Badge was authorized • Veterans who received Armed Forces Service Medal • Recently separated veterans (3 years from discharge date)

38. Federal Contractor Program Section 4212 (a) (2) (A) Contractors are required to list all employment openings with the “employment service delivery system” and may list their openings with one-stop center, other appropriate service delivery points, America’s Job Bank, etc. The contractor may exclude openings for executive and senior management positions and positions which are to be filled from within the contractor’s organization and positions lasting three days or less.

39. Employment with the Federal Government “VRA” Section 4214 (b) • Changed “Readjustment” appointments to “Recruitment” appointments • Eligibility no longer limited by date of discharge • Eligibility same as for Federal Contractor Program • Process of placing veterans with at least 30% disability non- competitively in government jobs • Must meet eligibility requirements

40. P. L. 107-288 Section 4215 (a) (2) (3) Priority of service for veterans in Department of Labor job training programs `Qualified job training program' is any workforce preparation, development, or delivery program or service that is directly funded, in whole or in part, by the Department of Labor. `Priority of service' means, with respect to any qualified job training program, that a covered person shall begiven priority over nonveterans for the receipt of employment, training, and placement services provided under that program.

41. Priority of service for veterans in Department of Labor job training programs (continued) Section 4215 (b) (i) ENTITLEMENT TO PRIORITY OF SERVICE 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.

42. 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 ·  The exact manner in which the veterans’ priority will be applied will vary considerably depending upon the services offered

43. Elements of Assessment Section 4102 (b) (7) • The State Plan is the basis for all assessments • Assessments are conducted to: • Identify best practices • Ensure that the State Plan submitted and approved is being effectively implemented • Identify areas where technical assistance and training can be provided to improve on services to veterans

44. Elements of an Assessment Three Types • Self Assessments – Questions answered by the SDP Manager, LVER, and DVOP • Managers Report – Quarterly report by the LVER • On-Site Reviews by the DVET or designee

45. DVET should conduct an on site assessment if: • The state has requested a VETS assessment or technical assistance visit • Based on the results of the self-assessment, an on site assessment is warranted • It has not been assessed on site in the last five years (must in year 6) • It is randomly selected in the validation sampling