Jobs for Veterans Act Public Law 107288

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Jobs for Veterans ActPublic Law 107-288

• Signed by President on November 7, 2002

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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.

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Major Elements

• New funding formulato states
• DVOP and LVER revisions
• Performance Accountability
• Incentive Awards
• Federal Contractor
• Priority of Service

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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
  

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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

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MAIN FOCUS OF PROGRAM

• LVER/DVOP Staff are dedicated to
• SERVING VETERAN CUSTOMERS

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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

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DVOP Public Law 107-288

• Section 4103A
• Full or part-time disabled veterans outreach
  specialists
  
• Intensive services
• Priority of service
• A. Special disabled veterans B. Other
  disabled veterans C. Other eligible veterans

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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 guidance d.
  Coordinate supportive service(s) e. Provide
  job development contact(s) f. Refer to job(s)
  g. Refer to training

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DVOP VPL 11-02
2. Conduct outreach to locate veterans for
intensive services market services to clients
in programs such as (a)   VRE (b)  HVRP
(c)   Homeless shelters (d)  VA hos
pitals and Vet Centers (e)  Civic and service
organizations (f)    Partners through WIA(g)
State Vocational Rehabilitation Agencies(h)
Other Service Providers
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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.
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Hiring DVOP Staff VPL 09-03 Section 4103 A (b)

• Preference for hiring
• Qualified service-connected disabled veterans
• Qualified eligible veterans
• Qualified eligible persons

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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 ca
n be reduced to half-time, if the incumbent will
not be retained as a full-time employee unless
approved by the incumbent and DVET.
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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

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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
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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.
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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
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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
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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
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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

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Weighted Performance Measures DVOP
Weighted Measures by priority All Veterans
Disabled Veterans
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DVOP Utilization(state veterans plan)

• A. Describe the duties the state assigns to
  DVOPs
  
• B. Describe the states strategy for integrating
  DVOPs into the workforce system to provide
  intensive services
  
• C. Describe how veterans requiring intensive
  services will be identified, assessed how they
  will be assigned to DVOPs
  
• D. Describe the procedures for hiring DVOPs

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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.

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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
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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.

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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 in job fairs to promote
  services to veterans.
  
• Work with unions, apprenticeship programs, and
  business community to promote employment and
  training opportunities for veterans.
  
• Promote credentialing and training opportunities
  for veterans with training providers and
  credentialing bodies.

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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.

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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 through
  facilitation of TAP workshops.

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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 States
  performance standards for these services
  

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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

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Weighted Performance Measures LVER
Weighted Measures All
Newly Disabled by priority
Veterans Separated Veterans
Veterans
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IV. LVER Utilization (state veterans 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

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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.

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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.
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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.

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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

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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)

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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, Americas Job Bank, etc.
The contractor may exclude openings for executive
and senior management positions and positions
which are to be filled from within the
contractors organization and positions lasting
three days or less.
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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

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P. L. 107-288 Section 4215 (a) (2) (3)
Priority of service for veterans in Department of
Labor job training programs Qualified job traini
ng 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 be given
priority over nonveterans for the receipt of
employment, training, and placement services
provided under that program.
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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.
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Key Implementation Principles
  For all programs, veterans must first meet the
programs 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
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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

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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

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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