1. Promoting Partnerships for Employment

2. COMPETENCY Role of LVER Staff as outlined in the law and in relation to partners and resources

3. LVER Utilization Chapter 41 Section 4104 (b) LVER Utilization Chapter 41 Section 4104 (b) 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.

4. LVER Utilization Chapter 41 Section 4104 (b) (2) Facilitate employment, training and placement services furnished to veterans.

5. LVER Utilization Chapter 41 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 and eligible persons.

6. LVER Duties/Employer Outreach VPL 07-10 LVER staff work with other service providers to promote the advantages of hiring Veterans to employers and employer groups. They market job seeking Veterans as individuals who have highly marketable skills and experience.

7. Planning and participation in job and career fairs; LVER Duties/Employer Outreach VPL 07-10 LVER staff serve as an advocate for Veterans with business, industry, and other community-based organizations by participating in a variety of outreach activities such as: Coordination with unions, apprenticeship programs, and business organizations to promote employment and training programs for Veterans;

8. LVER Duties/Employer Outreach VPL 07-10 LVER staff serve as an advocate for Veterans with business, industry, and other community-based organizations by participating in a variety of outreach activities such as: Promoting credentialing and licensing opportunities for Veterans. Informing Federal Contractors of their responsibility to recruit qualified Veterans; and

9. LVER Duties/Individualized Job Development VPL 07-10 Job development by LVER staff should include efforts to increase job opportunities for Veterans through direct employer contact Individualized job development should center on each Veteran’s needs, skills, abilities, goals, and physical abilities and limitations

10. LVER Duties/Individualized Job Development VPL 07-10 LVER staff should provide services such as the following to improve positive job development referrals: Job search assistance workshops for Veterans Individualized vocational guidance and labor market information Targeted referral to training and supportive services

11. LVER Duties LVER staff any time that a Veteran requires an intensive service and a DVOP specialist is not available to provide that service, the LVER should provide the intensive service. VPL 07-10 LVER staff may provide the full range of employment and training services available to Veterans, Transitioning Service Members, and other eligible persons. LVER staff may also conduct other employer outreach activities that support job development and the referral of Veterans to appropriate job openings.

12. LVER Grant Program NEED FOR DISTINCTION SPECIALIZATION OF ROLES OTHER STAFF ALSO RESPONSIBLE FOR SERVICES TO VETERANS

13. LVER Utilization Problem or Not a Problem LVER Utilization Problem or Not a Problem

14. LVER Utilization Problem or Not a Problem LVER Utilization Problem or Not a Problem a. scheduled for resource room b. scheduled for portion of job search workshop each week c. set up to see and register each veteran that comes in door d. responsible to monitor veteran services at a one-stop e. responsible for case management of veterans

15. Overall Labor Market and how to gather information of value to workforce centers. COMPETENCY

16. LMI Phases 1.LMI Data Analysis 2.Industry Evaluation 3.Occupation Evaluation

17. Promoting Partnerships for Employment