Veterans Employment and Training Programs

Veterans Employment and Training Programs

Leadership for the Implementation of Veteran Services COURSE COMPETENCIES By the end of this training individuals with responsibilities for program monitoring and success DVOP/LVER staff will o Gain

knowledge of Titleof38 U.S.C. 41 o o o o o requirements, specifically the roles of JVSG staff

Understand training competencies DV/LVs receive at NVTI how these crosswalk to their duties and responsibilities Knowledge and understanding of the importance of integrating staff within the AJC Knowledge and understanding of priority of service in DOL funded programs. Understanding of program measurements Understand the manager/leaders role in evaluating employee behavior and strategies for increased productivity.

Serving our Veterans COUNTY Goal: Partners Working Together ES PL S T VE

VETERANS ETA STATE O ST NE O P

DVA IA W COMPETENCY Understand the manager/leaders role in regards to JVSG staff. lancing Leadership with Managemen

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 Congressional Vision: 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 Grant Funding Formula Section 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 Organizational Chart Secretary of Labor Assistant Secretary for Veterans Employment and Training Servi

Regional Administrator (RAVETS) Director (DVET) Assistant Director (ADVET) Program Assistant (VPA) AJC LVER DVOP VETS Programs 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 Wagner-Peyser/WIAs workload of veteran clients will increase with fewer referrals to JVSG 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 family caregivers. in military treatment facilities and their 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 GAO QUOTE Most state workforce administrators surveyed reported that the 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.

Hiring LVER/DVOP Staff VPL 07-10 Preference for hiring: Qualified service-connected disabled veterans Qualified eligible veterans Qualified eligible persons Part-Time Positions

VPL 07-10 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

FUTURE OF JVSG GRANT NEED FOR DISTINCTION SPECIALIZATION OF ROLES

OTHER STAFF RESPONSIBLE FOR SERVICES TO VETERANS LEADERSHIP AND FEEDBACK You will judge yourself by your intentions, whereas others will judge you by your behavior.

LEADERSHIP AND FEEDBACK The Open Self Information about yourself that you and others know. The Blind Self Information about yourself that you dont know but that others do know. The Hidden Self Information about yourself that you know but others dont. The Unknown Self Information about yourself that neither you nor others know.

FEEDBACK TOOLS One-on-one meetings Skip-level sessions Stop-start-continue evaluations 360 degree evaluations Cross-evaluations

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