1. Facilitating Veteran Employment
Welcome to…
Facilitating Veteran Employment
Introduce that Title 38 is a consolidation of laws pertaining to veterans

2. Competency
Participants will gain knowledge and understanding in the relevant provisions of veteran-related legislation, including:
The Roles of the LVERs & DVOP Specialists
Veteran Eligibility
AJC and Priority of Service
Introduce that Title 38 is a consolidation of laws pertaining to veterans

3. Competency
Participants will learn strategies for refining their relationships for and with:
Integration within the AJC
Working with Veterans
Businesses
Community Based Organizations
Introduce that Title 38 is a consolidation of laws pertaining to veterans

4. Competency
Participants will have an understanding of how to maximize employment for veterans and upon completion will be able to:
Identify Veterans Characteristics, Traits, and Challenges
Connect Veteran Capabilities to Employment Opportunities.
Introduce that Title 38 is a consolidation of laws pertaining to veterans

5. Competency
Participants will have the knowledge and ability to advise veteran clients on the use of online resources to:
Increase Access to Apprenticeship, Licensing & Certification Opportunities
Research Labor Market Dynamics and Businesses.
Introduce that Title 38 is a consolidation of laws pertaining to veterans

6. Competency
Participants will learn how to assist veterans to effectively communicate their abilities in the job search process to advise veterans concerning:
Job Postings / Openings
Application Procedures
Resumes
Interviewing
Introduce that Title 38 is a consolidation of laws pertaining to veterans

7. Competency
Participants will learn how to convey to veterans the importance of continuing self-directed professional development to maintain employment.
Introduce that Title 38 is a consolidation of laws pertaining to veterans

8. Facilitating Veteran Employment
Introduce that Title 38 is a consolidation of laws pertaining to veterans

9. Secretary of Labor VETS Assistant Secretary of Labor RAVET Keith Kelly
U. S. Department of Labor Organizational Chart
Secretary of Labor
Thomas Perez
VETS Assistant Secretary of Labor
RAVET
Keith Kelly
Make sure you identify all DVETs – you can use the NVTI Orientation E-learning for this in class.

10. Region 1
Boston
Region 6
San Francisco
Region 4
Chicago
Region 2
Philadelphia
Region 5
Dallas
Region 3 Atlanta

11. Secretary of Labor VETS Assistant Secretary of Labor RAVET Keith Kelly
U. S. Department of Labor Organizational Chart
Secretary of Labor
Thomas Perez
VETS Assistant Secretary of Labor
RAVET
Keith Kelly
ADVET
VPA
DVET
Make sure you identify all DVETs – you can use the NVTI Orientation E-learning for this in class.
LVER
AJC
DVOP
SVC

12. Title 38 U.S.C. Chapters 41 & 42
Introduce that Title 38 is a consolidation of laws pertaining to veterans

13. Disabled Veterans Outreach Program Roles and Responsibilities
4103A / VPL
Used for debrief and DVOP discussion. DVOP is found in 38 USC Chapter 41, Section 4103A and in VPL

14. Title 38 U.S.C. Chapter 41 Full or part-time
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.
JVA allows for full-time and part-time DVOPs/LVERs.

15. LVER Utilization Title 38 U.S.C. Chapter 41 Section 4104 (b)
Used for debrief and LVER discussion.
LVER utilization is found in 38 USC Chapter 41, Section 4104 and in VPL
Let’s start with Title 38.

16. LVER Utilization Title 38 U.S.C. Chapter 41
Section 4104 (b)
Outreach to employers:
conduct seminars for employers
in conjunction with employers, conduct job search workshops and establish job search groups;
(2) Facilitate employment, training and placement services furnished to veterans.
and
and
(e) Reporting

17. Effects of Refocusing Across Programs
JVSG will serve fewer veterans and provide higher rates of intensive services
Wagner-Peyser/WIA’s workload of veteran clients will increase with fewer referrals to JVSG
Veterans will receive priority of service

18. Statutorily-Mandated Responsibilities
DVOP Specialists
LVER Staff
conduct ER outreach & JD in the local community, on behalf of all AJC veterans
provide intensive services to veterans with SBE*
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

19. Significant Barrier to Employment VPL 03-14
Special disabled or disabled veteran (38 USC 4211)
Homeless (Homeless Assistance Act 42 USC 11302(a))
Recently-separated currently long term unemployed (27 weeks within the last 12 months)
Offender incarcerated or released (WIOA Section 3(38)
Lacking a high school diploma or equivalent
Low-income (as defined by WIOA Sec. 3(36)

20. 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 in military treatment facilities and their family caregivers.

21. Serving Veterans at American Job Centers
Veterans seeking AJC Services
(1.3 million participants)
Total Veteran population
(~21.2 million)
Veterans with SBE (417,000 participants)
DVOP Specialists (328,000 participants)

22. 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
These next few slides contain excerpts from Veterans Program Letter (VPL) 07 – 10. VPLs are the vehicle by which VETS provides additional guidance to the states to clarify veterans program requirements.
This first duty for the DVOP specialist is Intensive Services. These 5 Items are those activities that a DVOP could perform to assist a veteran in support of this intensive service responsibility.
Not all veterans will require intensive services. However, if one or more barriers to employment are discovered, veteran customers could benefit from the provision of intensive services. The State has the flexibility to determine the method to be used to screen individuals for intensive services by DVOP specialists.
Short-term pre-vocational services

23. Case Management Case management is a service delivery strategy
CM Components:
Conduct an assessment
Develop an employment plan
Follow-up

24. LVER Utilization
VPL 03-14
LVER is described in more detail in VPL 07-05

25. LVER Duties/Employer Outreach
VPL 03-14
Planning & participating in job & career fairs
Conducting employer outreach
Title 38, Chapter 41, Section 4104 of the law briefly discusses the responsibilities of the LVER program. These are clarified in VPL The next few slides provide an overview of the LVER roles and responsibilities.
LVER duties relate directly to enhancing the opportunities for all veterans in the workforce. Working with other workforce development providers to develop their capacity to recognize and respond to the needs of the veteran customer can assist in accomplishing this responsibility.
Again, no longer is the focus of either program on providing service to all veterans as they walk in the door. In contrast to the intensive one-on-one focus of the DVOP specialist, the LVER staff advocate on behalf of all veterans within the one stop delivery system to enhance their overall opportunities for employment.

26. LVER Duties/Employer Outreach
VPL 03-14
In conjunction with employers, conducting job searches and workshops, and establishing job search groups
Title 38, Chapter 41, Section 4104 of the law briefly discusses the responsibilities of the LVER program. These are clarified in VPL The next few slides provide an overview of the LVER roles and responsibilities.
LVER duties relate directly to enhancing the opportunities for all veterans in the workforce. Working with other workforce development providers to develop their capacity to recognize and respond to the needs of the veteran customer can assist in accomplishing this responsibility.
Again, no longer is the focus of either program on providing service to all veterans as they walk in the door. In contrast to the intensive one-on-one focus of the DVOP specialist, the LVER staff advocate on behalf of all veterans within the one stop delivery system to enhance their overall opportunities for employment.

27. LVER Duties/Employer Outreach
VPL 03-14
Coordinating with unions, apprenticeship programs and businesses or business organizations to promote and secure employment and training programs for veterans
Title 38, Chapter 41, Section 4104 of the law briefly discusses the responsibilities of the LVER program. These are clarified in VPL The next few slides provide an overview of the LVER roles and responsibilities.
LVER duties relate directly to enhancing the opportunities for all veterans in the workforce. Working with other workforce development providers to develop their capacity to recognize and respond to the needs of the veteran customer can assist in accomplishing this responsibility.
Again, no longer is the focus of either program on providing service to all veterans as they walk in the door. In contrast to the intensive one-on-one focus of the DVOP specialist, the LVER staff advocate on behalf of all veterans within the one stop delivery system to enhance their overall opportunities for employment.

28. LVER Duties/Employer Outreach
VPL 03-14
Informing Federal Contractors of the process to recruit qualified veterans.
Promoting credentialing and licensing opportunities for veterans
Title 38, Chapter 41, Section 4104 of the law briefly discusses the responsibilities of the LVER program. These are clarified in VPL The next few slides provide an overview of the LVER roles and responsibilities.
LVER duties relate directly to enhancing the opportunities for all veterans in the workforce. Working with other workforce development providers to develop their capacity to recognize and respond to the needs of the veteran customer can assist in accomplishing this responsibility.
Again, no longer is the focus of either program on providing service to all veterans as they walk in the door. In contrast to the intensive one-on-one focus of the DVOP specialist, the LVER staff advocate on behalf of all veterans within the one stop delivery system to enhance their overall opportunities for employment.

29. LVER Duties/Employer Outreach
VPL 03-14
Coordinating and participating with other business outreach efforts
Title 38, Chapter 41, Section 4104 of the law briefly discusses the responsibilities of the LVER program. These are clarified in VPL The next few slides provide an overview of the LVER roles and responsibilities.
LVER duties relate directly to enhancing the opportunities for all veterans in the workforce. Working with other workforce development providers to develop their capacity to recognize and respond to the needs of the veteran customer can assist in accomplishing this responsibility.
Again, no longer is the focus of either program on providing service to all veterans as they walk in the door. In contrast to the intensive one-on-one focus of the DVOP specialist, the LVER staff advocate on behalf of all veterans within the one stop delivery system to enhance their overall opportunities for employment.

30. Special Disabled Veteran
Definitions:
Eligible Person
Special Disabled Veteran
Eligible Veteran
LVER is described in more detail in VPL 07-05

31. Eligible Person Chapter 41 Section 4101
The term “Eligible Person" means--
   (A) the spouse of any person who died of a service-connected disability,
   (B) the spouse of any member of the Armed Forces serving on active duty who, for a total of more than ninety days: (i) missing in action, (ii) captured in line of duty by a hostile force, or (iii) forcibly detained or interned in line of duty by a foreign government or power, or
   (C) the spouse of any person who has a total disability permanent in nature resulting from a service-connected disability or the spouse of a veteran who died while a disability so evaluated was in existence.

32. Special Disabled Veteran Chapter 42 Section 4211
The term “Special Disabled Veteran" means —
(A) a veteran who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary for a disability (i) rated at 30 percent or more, or (ii) rated at 10 or 20 percent in the case of a veteran who has been determined under section 3106 of this title to have a serious employment handicap; or
(B) a person who was discharged or released from active duty because of service-connected disability.

33. Eligible Veteran Chapter 42 Section 4211
The term “Eligible Veteran" means a person who: (A) served on active duty for a period of more than 180 days and was discharged or released with other than a dishonorable discharge; (B) was discharged or released from active duty because of a service-connected disability; or

34. Eligible Veteran Chapter 42 Section 4211
The term “Eligible Veteran" means a person who: (C) as a member of a reserve component under an order to active duty served on active duty during a period of war or in a campaign or expedition for which a campaign badge is authorized and was discharged or released from such duty with other than a dishonorable discharge. (D) Was discharged or released from active duty by reason of a sole survivorship discharge (as defined by section 1174(i) of Title 10)

35. This role conducts outreach to businesses as a main function of their position?
DVOP
LVER
AJC Staff
beef up to make more of a scenario – 32 yr old male army vet walks in….50 weeks unemployed….

36. Sally comes into the AJC office
Sally comes into the AJC office. She is a veteran and shows her Gold Card at the reception desk. Who would assist Sally?
DVOP
LVER
AJC Staff

37. When he arrives at the AJC, who would work with John?
John is a veteran who has been unemployed for the last 19 weeks – almost 6 months.
When he arrives at the AJC, who would work with John?
DVOP
LVER
AJC Staff

38. Who is the appropriate person to help Ray?
Ray is a recently separated veteran that tells the AJC staff member he received a dishonorable discharge.
Who is the appropriate person to help Ray?
DVOP
LVER
AJC Staff

39. Who works with the business services team?
DVOP
LVER
AJC Staff

40. Julie was released last month from the state prison.
She is a Marine who was honorable discharged in 2012.
Who would be the appropriate person to assist Julie?
DVOP
LVER
AJC Staff

41. This person has many roles, but their primary function is to outreach to employers?
DVOP
LVER
AJC Staff

42. One of the functions of this persons job is to work with apprenticeship programs?
DVOP
LVER
AJC Staff

43. Morgan is a veteran who lives with his sister and sleeps on her couch.
When he visits the AJC, who would assist him?
DVOP
LVER
AJC Staff
If Morgan self attests to being homeless, he is qualified to see a DVOP

44. Many individuals in the AJC provide IS.
This person provides IS for individuals who have SBEs…
DVOP
LVER
AJC Staff

45. The AJC manager wants to conduct a job fair next quarter
The AJC manager wants to conduct a job fair next quarter. Who would be the best person to ask to organize and manage the job fair?
DVOP
LVER
AJC Staff

46. Performance Measures
DVOP
LVER
AJC

47. JVSG Performance Measures (DVOP)
 DVOP only – (VETS-200A Report):
Veterans’ Entered Employment Rate (VEER Weighted);
The following measures will be negotiated for Program Year 2013:
JVSG Grants-Based Measures
Veterans’ Employment Retention Rate (VERR);
Six-month Average Earnings1 (VAE);
Disabled Veterans’ Entered Employment Rate (DVEER; Not Weighted);
Disabled Veterans’ Employment Retention Rate (DVERR);
(New!) The proportion of total individual veterans (participants) served by DVOP specialists (VETS 200A, Line 8, Column C - denominator) who received Intensive Services (Source: VETS-200A, line 11, Column C - numerator).
Six-month Average Earnings1 (DVAE); and, new for PY 20131
The following reported items will be reviewed but will not be negotiated for Program Year 2013:
o Individual Employers/Businesses Contacted (Includes Individual Associations to be addressed and Job Fairs attended.)
 LVER – Business Relations
 DVOP: - Median Earnings for Veterans and Eligible Persons and Disabled Veterans (Source: VETS-200A)
o Number of Individual veterans receiving Intensive Services from DVOP specialists for whom businesses will be contacted by LVER staff for job development.
(Source: Managers’ Reports Compilation)
Statewide Labor Exchange Measures
Source: ETA-9002D
 Disabled Veterans
(ETA-9002D, Column 7)
o Average Earnings (in Dollars) (VAE)
o Employment Retention Rate (VERR)
 All Veterans and Eligible Persons (ETA-9002D, Column 4 )
o Entered Employment Rate (VEER)
o Average Earnings (in Dollars) (DVAE)
o Entered Employment Rate (DVEER)
o Employment Retention Rate (DVERR)
The following reported items will be reviewed but will not be negotiated:
 Comparison of VEERs to a Uniform National Threshold Entered Employment Rate or UNTEER.
(Source: ETA-9002D)
 Median Earnings for Veterans and Eligible Persons and Disabled Veterans
o Individuals Receiving IS services from DVOP staff (Source: VETS-200A, Line 11) compared with the Total Veterans and Eligible Persons receiving IS (Source: ETA-9002 B, Line 14, Column 4 minus Column 5)
JVSG Performance Measures (DVOP)
VETERAN and DISABLED VETERAN
Entered Employment Rate
Employment Retention Rate
Six-month Average Earnings
Percentage of veterans served by the DVOP who receive IS.

48. JVSG Performance Measures (LVER)
 DVOP only – (VETS-200A Report):
Veterans’ Entered Employment Rate (VEER Weighted);
The following measures will be negotiated for Program Year 2013:
JVSG Grants-Based Measures
Veterans’ Employment Retention Rate (VERR);
Six-month Average Earnings1 (VAE);
Disabled Veterans’ Entered Employment Rate (DVEER; Not Weighted);
Disabled Veterans’ Employment Retention Rate (DVERR);
(New!) The proportion of total individual veterans (participants) served by DVOP specialists (VETS 200A, Line 8, Column C - denominator) who received Intensive Services (Source: VETS-200A, line 11, Column C - numerator).
Six-month Average Earnings1 (DVAE); and, new for PY 20131
The following reported items will be reviewed but will not be negotiated for Program Year 2013:
o Individual Employers/Businesses Contacted (Includes Individual Associations to be addressed and Job Fairs attended.)
 LVER – Business Relations
 DVOP: - Median Earnings for Veterans and Eligible Persons and Disabled Veterans (Source: VETS-200A)
o Number of Individual veterans receiving Intensive Services from DVOP specialists for whom businesses will be contacted by LVER staff for job development.
(Source: Managers’ Reports Compilation)
Statewide Labor Exchange Measures
Source: ETA-9002D
 Disabled Veterans
(ETA-9002D, Column 7)
o Average Earnings (in Dollars) (VAE)
o Employment Retention Rate (VERR)
 All Veterans and Eligible Persons (ETA-9002D, Column 4 )
o Entered Employment Rate (VEER)
o Average Earnings (in Dollars) (DVAE)
o Entered Employment Rate (DVEER)
o Employment Retention Rate (DVERR)
The following reported items will be reviewed but will not be negotiated:
 Comparison of VEERs to a Uniform National Threshold Entered Employment Rate or UNTEER.
(Source: ETA-9002D)
 Median Earnings for Veterans and Eligible Persons and Disabled Veterans
o Individuals Receiving IS services from DVOP staff (Source: VETS-200A, Line 11) compared with the Total Veterans and Eligible Persons receiving IS (Source: ETA-9002 B, Line 14, Column 4 minus Column 5)
JVSG Performance Measures (LVER)
LVER – Business Relations
Individual Employers/Businesses Contacted
Number of DVOP IS veterans whom businesses will be contacted by LVER staff for job development.
LV -- Includes Individual Associations to be addressed and Job Fairs attended.)

49. Statewide Labor Exchange Measures
 DVOP only – (VETS-200A Report):
Veterans’ Entered Employment Rate (VEER Weighted);
The following measures will be negotiated for Program Year 2013:
JVSG Grants-Based Measures
Veterans’ Employment Retention Rate (VERR);
Six-month Average Earnings1 (VAE);
Disabled Veterans’ Entered Employment Rate (DVEER; Not Weighted);
Disabled Veterans’ Employment Retention Rate (DVERR);
(New!) The proportion of total individual veterans (participants) served by DVOP specialists (VETS 200A, Line 8, Column C - denominator) who received Intensive Services (Source: VETS-200A, line 11, Column C - numerator).
Six-month Average Earnings1 (DVAE); and, new for PY 20131
The following reported items will be reviewed but will not be negotiated for Program Year 2013:
o Individual Employers/Businesses Contacted (Includes Individual Associations to be addressed and Job Fairs attended.)
 LVER – Business Relations
 DVOP: - Median Earnings for Veterans and Eligible Persons and Disabled Veterans (Source: VETS-200A)
o Number of Individual veterans receiving Intensive Services from DVOP specialists for whom businesses will be contacted by LVER staff for job development.
(Source: Managers’ Reports Compilation)
Statewide Labor Exchange Measures
Source: ETA-9002D
 Disabled Veterans
(ETA-9002D, Column 7)
o Average Earnings (in Dollars) (VAE)
o Employment Retention Rate (VERR)
 All Veterans and Eligible Persons (ETA-9002D, Column 4 )
o Entered Employment Rate (VEER)
o Average Earnings (in Dollars) (DVAE)
o Entered Employment Rate (DVEER)
o Employment Retention Rate (DVERR)
The following reported items will be reviewed but will not be negotiated:
 Comparison of VEERs to a Uniform National Threshold Entered Employment Rate or UNTEER.
(Source: ETA-9002D)
 Median Earnings for Veterans and Eligible Persons and Disabled Veterans
o Individuals Receiving IS services from DVOP staff (Source: VETS-200A, Line 11) compared with the Total Veterans and Eligible Persons receiving IS (Source: ETA-9002 B, Line 14, Column 4 minus Column 5)
Statewide Labor Exchange Measures
All Veterans, Eligible Persons and Disabled Veterans
Entered Employment Rate
Employment Retention Rate
Average Earnings
IS services received from DVOP compared to AJC staff.

50. Refining Relationships for Integration
AJC
Veterans
Businesses
Community based organizations
Positives, challenges, communication for a “win-win”, strategies and techniques…

51. Priority of Service

52. Key Definitions
`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 (Chapter 42, section 4215)
20 CFR

53. Key Definitions
`Qualified job training program' is any workforce preparation, development, or delivery program or service that is directly funded, in whole or in part, by the Department of Labor (Chapter 42, section 4215)
20 CFR

54. Key Definitions Veteran [38 USC 101(2)] Active military service
Discharged under “other than dishonorable” conditions
20 CFR
This definition differs from the Wagner-Peyser definition that appears at 38 U.S.C. 4211(4)(A) and includes a “180 day” criterion

55. Key Definitions Eligible Spouse
Eligibility derived from a living veteran
Service member is missing in action, captured or forcibly detained
Veteran has total service-connected disability, per VA evaluation
Eligibility derived from a deceased veteran
Veteran died of a service-connected disability
Veteran died while a total service-connected disability, per VA evaluation, was in existence
20 CFR

56. Entitlement
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.
20 CFR

57. Priority Defined
20 CFR
The right to take precedence over non-covered persons – Depending on the type of service or resource being provided, taking precedence may mean:
Covered person gains access to service or resource earlier than the non-covered persons
Covered person receives service or resource instead of a non-covered person when resources are limited
AJC

58. Identifying and Informing
Identifying covered persons at point of entry
Implementing processes to ensure covered persons are made aware of:
Entitlement to priority of service
Other employment, training and placement services available
Eligibility requirements for those programs or services
20 CFR

60. Clarifying the Purposes
§ (b)(2) of the Rule states: The processes for identifying covered persons are not required to verify the status of an individual as a veteran or eligible spouse at the point of entry unless they immediately undergo eligibility determination and enrollment in a program. (emphasis added)

61. Priority of Service