Presentation on theme: "Participants will: 1.understand FY 2004 DVOP/LVER State Veterans Program and Budget Plan. 2.understand DVOP specialists and LVER staff new roles & responsibilities,"— Presentation transcript:
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 --
(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. Public Law 107-288
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
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 1 st or 2 nd 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 1 st or 2 nd 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 1 st or 2 nd 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 1 st or 2 nd quarter following registration earned wages from a new or different employer and continue to earn wages in the 3 rd or 4 th 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 1 st or 2 nd 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 1 st or 2 nd 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 DVOP Measures All VeteransDisabled Veterans %WeightWgtd%WeightWgtd VEECM74x429672x6432 VERR68x320462x5310 VEERS74x214872x4288 VEER64x16460x160 Sum28010712266161090 Weighted Average712/10=71.271%1090/16=68.168%
Example of Negotiation Applied - DVOP DVOP Measures All VeteransDisabled Veterans %WeightWgtd%WeightWgtd VEECM74x429672x6432 VERR68x320462x5310 VEERS74x214872x4288 VEER64x16460x160 Avg for each population 701071671668 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 LVER Measures All VeteransDisabled Veterans Newly Separated Veterans %WeightWgtd%WeightWgtd%WeightWgtd VERR68x320470X535062X4248 VEERS74x214872x428872x3216 VEER64x16460x160 x160 Avg for each population 2066692021070194866 VEER Avg(64+60+60)/3 = 61% Avg of all weighted (69+70+66)/3 = 68%
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
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. P.L. 107-288 Section 4215
`(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. Priority of service for veterans in Department of Labor job training programs (continued)
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 Key Implementation Principles
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 State Veterans’ Program Plan I.