Competencies

1
Competencies
Participants will

• understand FY 2004 DVOP/LVER State Veterans
  Program and Budget Plan.
• understand DVOP specialists and LVER staff new
  roles responsibilities, integrated 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.

2

• understand incentives performance awards, the
  intent of the award and who is eligible to
  receive the award in the state.
• 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.

Competencies
3
Public Law 107-288
Section 4102A

• (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
  --

4
Public Law 107-288
Section 4102A

• (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.

5
Public Law 107-288
Section 4102A

• (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.

6
I. Planning and Coordination
Identify prevailing labor market conditions in
the State 1. General information 2. Veteran
specific information
7
I. Planning and Coordination
Explain the procedures taken by the state to
ensure program integration and coordination
regarding services to veterans.
8
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
• Special disabled veterans
• Other disabled veterans
• Other eligible veterans

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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
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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)   VRE (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
11
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.
12
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

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.
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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 divided by Number of veteran
applicants registered or re-registered or served
by DV/LV staff
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 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
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 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

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 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
19
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

20
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

21
Weighted Measures by Priority DVOP
22
Example of Negotiation Applied - DVOP
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III. 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

24
LVER Utilization P.L. 107-288
Section 4104
(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.
25
LVER Utilization P.L. 107-288
Section 4104

• (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

26
LVER Utilization VPL 11-02

• 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
• Train other staff and service delivery system
  partners to enhance their knowledge of veterans
  employment and training issues.
• Promote veterans as a category of job seekers in
  the workforce development system who have highly
  marketable skills and experience.

27
LVER Utilization VPL 11-02

• On behalf of veterans, 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

• 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.

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LVER Utilization VPL 11-02

• 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

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LVER Utilization VPL 11-02

• 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 States
  performance standards for these services
• Note Guidance for Managers Report in VPL
  09-03

31
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

32
Example of Negotiation Applied - LVER
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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

34
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.
35
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.
36
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 For programs with
existing targeting provisions, the veterans
priority must be applied by assessing a persons
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
37
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