1. Veterans & Eligible Spouse Intake Process

2. JVSG Refocus
Jobs for Veterans State Grant (JVSG) refocusing is a joint
VETS-ETA effort to best meet the employment needs of
veterans at CareerSource Centers.
(Ref: TEGL and VPL 03-14)
Establishes clear definition for Significant Barriers to Employment (SBE)
Clarifies roles and responsibilities of JVSG-funded staff
Emphasizes the requirement to provide intensive services to veterans with a SBE

3. CareerSource Staff Roles
Frontline/WP/WIA staff focus on providing Core Services and Initial Assessment to Veterans seeking employment assistance (majority of veterans will be served by Frontline/WP/WIA staff)
DVOP specialists provide intensive services to veterans with SBE (are not to provide services to any other population)
LVER staff conduct employer outreach and job development in the local community, on behalf of all CareerSource Center veterans (are not to provide direct services to participants)

4. _______________________________________________________
Identifying Covered Persons
Priority of Service and WIA requires the broad definition of veteran
found in 38 U.S.C. 101(2)
The term “veteran” means a person who served at least one day in the active military, naval, or air service, and who was discharged or released under conditions other than dishonorable
_______________________________________________________
Differs from JVSG definition of “eligible veteran”
found in 38 U.S.C. Chapter 42 § 4211 (4)
Which includes specific criterion for: 180-days or more of service; service connected disability; Reservists pursuant to Title 10; or campaign badge recipients and applies to program eligibility for DVOP services and Wagner-Peyser program reporting
WIA Veteran Definition is general to incorporate Individuals that have served 1 Day of Active service 4

5. Verification of Eligibility
It is neither necessary nor appropriate to require verification
of the status of a veteran or eligible spouse at the point of entry, unless the individual who self-identifies:
is to immediately undergo eligibility determination and be registered or enrolled in a program; AND
the applicable federal program rules require verification of veteran or eligible spouse status at that time.

6. Reccomended Intake The First Question should ALWAYS be:
“How may we help you today?”
________________________________________________________
Followed by:
“Are you registered in the Employ Florida Marketplace system?”
If it is a Veteran’s first visit to the CareerSource Center:
Have them complete the Veteran’s Initial Intake questionnaire and return to the front desk when form is completed
Direct them to First Available CareerSource Center Staff and provide completed Initial Intake form to the Staff Member
Identification of Veteran Status required at Point of Entry
However It should not impede priority of services provided by ALL one stop staff 6

7. Veteran Intake Form ** Indicates referral to DVOP is permitted
(Ref: VPL 03-14/TEGL and VPL 04-14/TEGL 20-13)
Must also meet program definition for “Eligible Person”; “Eligible Veteran” and/or “Covered Veteran” (Ref: 38 U.S.C. Chapter 41 § 4101 (5); Chapter 42 § 4211 (4) and/or § 4212 (3))

8. Priority Notification & Initial Assessment
Core Services for Veterans will be performed by
First Available CareerSource Center Staff
________________________________________________________
1. Notify client of Veterans Priority of Service (POS) (Code 189)
2. Review Intake Questionaire (part of Initial Assessment process)
3. Complete Initial Assessment (Code 102)
4. Refer to DVOP specialist if Significant Barriers to Employment (SBE) are identified during the Initial Assessment
5. Document identified SBEs in Case Note prior to referral
6. DVOP will first complete an Objective Assessment (Code 203) then proceed as appropriate for individual veteran job seeker 8

9. SBE Categories for DVOP Assistance
1. Special disabled or disabled veterans, are those:
Who are entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans’ Affairs; or,
Were discharged or released from active duty because of a service connected disability;
Homeless, as defined in Section 103(a) of the Stewart B. McKinney Homeless Assistance Act (42 U.S.C (a));
A recently-separated service member, as defined in 38 U.S.C. 4211(6), who at any point in the previous 12 months has been unemployed for 27 or more consecutive weeks;
An offender, as defined by WIA Section 101(27), who has been released from incarceration within the last 12 months;
Lacking a high school diploma or equivalent certificate; or
Low-income (as defined by WIA at Sec. 101(25)(B)).
Any veteran ages 18 to 24 (as defined in VPL and TEGL 20-13).
Vet Staff to support NOT Supplant other staff 9

10. Vet/EP Job Seeker Flow Chart
DVOP Specialist
‘First Time’ Vet/EP identified at CareerSource center
WP/WIA Staff
Vet/EP fills out Intake Form
Vet/EP is referred to first available WP/WIA staff
WP/WIA staff inform Vet/EP about POS (code 189), review Intake Form and conduct Initial Assessment (code 102)
DVOP’s Goal is to eliminate SBE and help Veteran become Job Ready. Conducts plan and utilized case notes to meet spirit of new guidance.
WP/WIA Staff’s Goal is to provide core services and help Veteran become Job Ready.
Eligible Vet/Person?
Yes No
SBE?
Yes No
Document SBE in EFM
VETERAN OBTAINS JOB!

11. Frontline Staff Training
To provide tools and resources on how to best serve
and assist veterans, the National Veterans Training
Institute (NVTI) has created a six-module, no cost,
eLearning tool called "Preparing Veterans for
Meaningful Careers" (PVMC). Registration is required.
PVMC eLearning course:
Basic "Welcome" information:
Topics areas and descriptions are:
Meet Your Veteran: Learn which AJC staff serves veterans, the different ranks and branches of service, and your role in helping veterans. Upon completion, you?ll have a better understanding of the environment veterans come from which will enable you to assist them in their job search.
Transferable Skills and Credentialing: Military service members come out of the military with a wide range of valuable skills. You will learn to translate those skills for a private sector job search.
Resumes: Transitioning service members and veterans often experience difficulty with translating their skills and experience when writing a resume. This module will help you assist them in writing a more effective resume which will get results?more interviews.
Interview: Employment interviews can make or break any candidates' opportunity to get the job. Veterans' experience with job interviews may be limited or non-existent. This module will help you learn ways to best build and improve veterans' interviewing skills and employment chances.
Disability Awareness & Resources: Some veterans will leave military service with disabilities. Learn how to assist and guide veterans with disabilities through their individual circumstances as they make career decisions.
Federal Laws & Programs: In this module we will discuss four specific federal programs or laws which may affect you and the veterans you serve. These programs will help you serve veterans and will allow them to access benefits they've earned.

12. Providing Services to Veterans
Service Delivery
Remember
Providing Services to Veterans is
EVERYONE’s
Responsibility 12

13. Questions
And Discussion 13

14. Contact Information
Florida Department of Economic Opportunity
Veterans and Military Family Employment Programs
600 S. Calhoun Street, Holland Bldg., Suite 155
Tallahassee, FL Fax: (850)
Shawn Forehand, State Veterans’ Program Coordinator
(850) /
Paul Furbush, Asst. Veterans’ Program Coordinator
(850) /
Fred Beckham, Asst. Veterans’ Program Coordinator
(850) /
An 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. 14