Presentation on theme: "USDOL VETS Overview USDOL/VETS funded programs are those authorized under Title 38, as amended by P.L and through the Jobs for Veterans Act."— Presentation transcript:
1Veterans’ Program Staff Training JVSG Program Staff Roles & Responsibilities
2USDOL VETS OverviewUSDOL/VETS funded programs are those authorized under Title 38, as amended by P.L and through the Jobs for Veterans Act (JVA)Offer a noncompetitive Jobs for Veterans State Grants (JVSG) program to eligible veteransOffer competitive grants for veterans with special needsProvide Veterans’ program monitoring and training through service reporting, desk audit tool, and Technical Assistance Visits to provide guidanceThe vehicle by which USDOL-Veterans Employment and Training Services (VETS) delivers employment and training services is the Jobs for Veterans State Grant, which funds veterans program staff state-wide. In addition to this noncompetitive grant, USDOL/VETS funds competitive grants that target specific groups of veterans who have barriers to employment.Examples of these competitive grants include (1) the Homeless Veterans’ Reintegration Program that targets service delivery to homeless veterans and (2) the Homeless Female & Families Veterans Reintegration Program (HFVRP) as a way of improving their employability, and (3) the Veterans’ Workforce Investment Program (VWIP) that addresses the unique needs of veterans seeking employment, training, job counseling and related services to develop and promote maximum employment opportunities for eligible veterans.USDOL/VETS uses tools like reports, desk audits and technical assistance to assist state and regional efforts to maximize the impact and benefit of the programs to Florida’s veterans.
3USDOL VETS ProgramsHomeless Veterans’ Reintegration Program (HVRP)Homeless Female & Family Veteran Reintegration Program (HFVRP)Veterans’ Workforce Investment Program (VWIP)Transitioning Incarcerated Veterans’ Program (TIVP)VA work study programVocational Rehabilitation & Employment (VR & E) programThere are several other veteran support programs available to veterans state-wide. Those programs may include the Homeless Veterans’ Reintegration Program or HVRP; Homeless Female & Family Veteran Reintegration Program known as HFVRP; the Veterans’ Workforce Investment Program or VWIP; the Military Family Employment Advocacy Program; the VA Vocational Rehabilitation & Employment (VR&E) program; Transitioning Incarcerated Veterans’ Program; VA Work Study; and the Transition Assistance Program or TAP.Vet staff should be familiar with those programs that are available in their community and develop relationships with program representatives. The regional workforce board may wish to consider developing these programs in communities where they do not exist.
4Veterans Initiatives & Updates With the expected return of Soldiers, Sailors and National Guard members from Iraq and Afghanistan as well as an increase in Military draw downs for all services, new initiatives and policies are being established at the Local, State and National levels to promote the continued employment of our VeteransNATIONAL ECONOMIC COMMISSION March 23, 2012 report - the Pentagon is preparing to cut 123,900 troops by fiscal year 2017.USA Today article Pentagon helps troops move into civilian lifeGregg Zoroya, USA TODAY1:23a.m. EST December 7, 2012“With the Iraq war over, the Afghanistan conflict winding down and a downsizing of the military underway, 1.2 million soldiers, sailors, airmen and Marines will go through at least initial phases of the new transition effort in the next four years.”
5Veteran’s ProgramDEO administers the JVSG and services are delivered through RWB One-Stop Career CentersFrom to :Veterans, Eligible Persons, and TSMs served – 110,505Received Staff Assisted Services – 98,021Referred to Employment – 57,541Referred to WIA Services – 4,122Received Intensive Services – 8,361Entered Employment – 60,755 (54%)Florida’s workforce partners are placing, on average, more than 500 veterans into jobs each week.
6Florida’s Workforce System PolicyAdministration and OperationLocal Delivery SystemProgram Development & GuidancePerformance Management & OversightFederal Performance & Financial ReportingCompliance & Financial MonitoringTechnical Assistance & SupportWorkforce Staff Training & DevelopmentLabor Market StatisticsOperation of Local One-Stop Career CentersWorkforce Service Delivery to Job Seekers and EmployersLocal Workforce Plan Development & ImplementationLocal Compliance & Financial Oversight and AccountabilityLocal Workforce Performance & Financial Tracking and ReportingWorkforce Florida, Inc.Florida Department of Economic Opportunity24 Regional Workforce BoardsStrategic PlanningResearch & DevelopmentPolicy DirectionBudget ApprovalFunding AllocationsChartering Regional BoardsLocal Workforce Board Plan ApprovalWorkforce System Performance GuidanceThis slide gives you a better understanding on how the workforce system works in our State. Through a collaborative partnership, providing reemployment assistance to our State’s job-seekers is the number one priority.Florida’s Veterans Employment Program is Jointly managed by DEO and Regional Workforce Boards
7Office of Workforce Program Support Provide support services to Regional Workforce BoardsDisseminate program information, guidance, training and technical assistance, program monitoring, performance evaluation and federal reporting, management of workforce contracts and grants and financial systems and data tracking for workforce system.Manage the contract for Employ Florida Marketplace (EFM) system and coordinate required system enhancements, etc.
8DEO Staff at Local One-Stops Chapter , Florida Statutes requires:Regional Workforce Boards enter into a Memorandum of Understanding with DEO to govern the delivery of employment servicesEmployment services must be provided under the guidance of the One-Stop operatorLocal management direct the day to day activities of DEO staffThe Regional Workforce Boards determine how many staff based on the amount of funding
9Local Veteran’s Program Florida’s One-Stop Career Centers are staffed with professionally trained Local Veterans’ Employment Representatives (LVERs) and Disabled Veteran Outreach Program specialists (DVOPs) to fill a particular niche in the overall set of services for Veterans and provide specialized servicesDVOP specialists focus on providing Intensive Services to economically or educationally disadvantaged VeteransLVER staff focus on conducting Employer Outreach on behalf of Veterans
10JVSG Staff Training Orientation to Veteran Services (LES Prerequisite) All DVOP and LVER staff will complete National Veterans’ Training Institute (NVTI) required courses within 18 months of hire.Orientation to Veteran Services (LES Prerequisite)USERRA 101 & 102 (Recommended) userra101 userra102Veterans’ Benefits Online (Highly Recommended)Labor & Employment Specialist (LES) Required for all staffCase Management (CM) Required for DVOPsPromoting Partnerships for Employment (PPE)Required for LVERsIn order to function most effectively as a veterans’ employment representative; the U.S. Department of Labor, Veterans Employment and Training Service, or VETS, has established minimum training and certification requirements for the LVER and DVOP staff. Each designation has specific requirements.Both LVERs and DVOPs will complete Orientation to Veterans Services and Labor & Employment Specialist training. LVERs must also complete Promoting Partnerships for Employment. DVOPs must complete Case Management training. These training requirements must be completed within 18 months of appointment to their position as a veterans’ employment representative. The final required training is on the Transition Assistance Program or TAP. Prior to actually facilitating a TAP session, LVERs and DVOPs must have completed the TAP facilitator training.
11DVOP Roles & Responsibilities Disabled Veterans Outreach Program (DVOP) specialists prepare economically or educationally disadvantaged veterans & veterans with significant barriers by providing intensive services to reduce or eliminate potential employment obstacles.DVOP staff facilitate services to veterans with special workforce needs through case management and provide referrals to employers for qualified Veterans.The DVOP has a focus on providing intensive services to veterans, prioritizing those identified as Special Disabled, Disabled and other eligible veterans. Further, DVOPs will facilitate other services to veterans with barriers to employment and to those with special workforce needs.
12Intensive Services & Case Management All veterans who are pursuing employment will be registered in the EFM system.Veterans with barriers to employment will be provided with the necessary initial assessment and the required documented intensive services, as well as case management where needed.Case Management can be established in the EFM.Assessments and Employment Development Plans (EDPs) can be created in EFM.Providing intensive services is the responsibility of LVERs and DVOPs. LVERs and DVOPs are not intended to provide routine core services, as stated in Florida’s Veterans Program State Plan. This enables LVERS and DVOPs to provide intensive services and case management for veterans needing additional assistance in accomplishing their employment goals. Not all veterans receiving intensive services require case management, but all veterans receiving case management do receive intensive services. A presentation covering documenting assessments and case management tools in EFM is also available.
13DVOP Activities & Services To prepare disadvantaged veterans for employment, match them with support services and reduce or eliminate barriers to employment DVOPs provide:Assessment, Counseling, Intensive Services & Case ManagementReferral to supportive services & job- focused/outcome- driven training, certification, etc.Job development services and employer visits for JDJob ReferralsMaintain up-to-date Network GuideOrganizational Outreach (to be discussed in detail later)The DVOP roles and responsibilities are heavily focused on intensive services to (1) prepare the disabled veteran for employment (2) match them with support services and (3) reduce or eliminating their barriers to employment. These intensive services may include assessment, counseling, services referrals, referral to job-focused and outcome-driven training and/or certification and job development services.
14EFM Services Reminders Complete Veteran registrations, including skills profile & ResumeProvide meaningful service(services with asterisks commence or extend participation)Accurate and concise case notes in EFMVeteran File Search and Skills/Job matchingIdentify self-registered veteransClient messaging for effective communicationAlerts as reminders or triggers to veteransKeep in mind that the Employ Florida Marketplace, or EFM, has many helpful features to increase the effectiveness of service delivery. It is important to maintain clear and effective case notes in the veterans’ EFM profile. Actively working the EFM veteran files will assist veterans in achieving their employment goals and reflect the level of services provided to Florida’s veterans.Remember to record services provided for assisting veterans with their registration, providing case management, developing an individual employment plan, assisting with their resume, performing a file search for vacancies that match the veterans’ skill set and sending client messages. Other activities that should be performed in EFM include maintaining accurate and concise case notes, identifying self-registered veterans and sending alerts and reminders of critical appointments and opportunities.
15LVER Roles & Responsibilities LVERs primary role is Employer OutreachEnsure priority for veterans in the One-StopConduct Veterans' Program training for all One-Stop Career Center associatesDevelop and maintain Federal Contractor ListLVERs also serve as advocates for employment and training opportunities with businesses, industries and community organizations.To secure more employment opportunities for veterans, LVERs should focus on the functional oversight of local veterans programs. This would include educating one-stop staff and employers about the veterans’ employment benefits and issues, and performing outreach to employers and community groups.LVERs are responsible for ensuring veterans are provided the full range of priority workforce services in the one-stop career center and over-seeing the veterans’ program. LVERs also serve as advocates for employment and training opportunities with businesses, industries and community organizations.
16LVER Advocacy Role Plan, conduct and participate in Job Fairs Communicate with Unions, Apprenticeship Programs, Chambers of Commerce, Economic Development UnitsFacilitate and participate in Employer Mass Recruitments for new and expanding firmsFacilitate Employer Recruiting AgreementsCommunicate with other venues and organizations providing services to veteransAs an employment and career advocate for veterans, the LVER is expected to plan, conduct and participate in job fairs for veterans. The LVER is also expected to contact unions, apprenticeship programs, chambers of commerce and economic development entities. An LVER will also coordinate and form partnerships with the local one-stop business services unit to maximize veterans’ employment opportunities.
17Service Strategies for Success Educate staff/partners (associates, managers, etc.)Stay current on veteran related programs (local, state, US)Become aware of and utilize available resources (job tools, websites, Networks, training, etc.)Coordinate and effectively communicate with One-Stop Center managers on veterans’ issuesPromote full integration of veterans’ employment servicesShare Best Practices, Success Stories, New Ideas, Etc. on Quarterly Manager’s Report and with other RWBsIn order to be successful in the veterans’ employment program it is important to have and use effective strategies. Successful strategies include orienting all One-Stop Career Center staff on veteran issues; staying current on veteran-related programs; ensuring staff have access to the latest job tools; effective marketing of the veterans’ programs; marketing the one-stops to veterans; DVOP and LVER staff coordination and effective communication with the One-Stop Career Center managers on veterans’ issues; and a seamless service delivery at the One-Stop Career Center.The most critical of these strategies is effective communication with your One-Stop Career Center team members. To be successful, the veterans program must be an integrated and seamless element of employment services delivery with a strong focus on supporting veterans.17
18Ultimate Strategy for Success Follow-up !Follow-up !!Follow-up !!!Regardless of how many ways and methods are used to meet the local needs of veterans and employers in the community, follow-up is critical to raising and maintaining awareness of the veterans’ program among veterans and employers.
19Summary USDOL/VETS Veterans initiatives & Updates Organizational RelationshipsDEO Veterans ProgramJVSG staff Roles and responsibilitiesIn summary; this training was intended to establish awareness of the VETS grant requirements, improve comprehension of LVER and DVOP roles and responsibilities, increase understanding of the State Veterans Plan, increase awareness of other available programs and to address state-level concerns for the delivery of veterans’ services.
20Additional Resources: Contact InformationShawn Forehand Paul FurbushState Veterans’ Program Coordinator Asst. Veterans’ Program CoordinatorPhone:(850) /Fax: (850) Phone:(850)Additional Resources:DEO Veterans’ Workforce program ResourcesDOL Vets Veterans Program LettersDVOP/LVER Assistance | Laws, Rules & RegulationsAn equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. All voice telephone numbers on this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.Refer to Chain of Command, Supervisor, Etc.20