1. Veterans’ Program Staff Training JVSG Program Staff Roles & Responsibilities

2. 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 (JVA)
Offer a noncompetitive Jobs for Veterans State Grants (JVSG) program to eligible veterans
Offer competitive grants for veterans with special needs
Provide Veterans’ program monitoring and training through service reporting, desk audit tool, and Technical Assistance Visits to provide guidance
The 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.

3. USDOL VETS Programs
Homeless Veterans’ Reintegration Program (HVRP)
Homeless Female & Family Veteran Reintegration Program (HFVRP)
Veterans’ Workforce Investment Program (VWIP)
Transitioning Incarcerated Veterans’ Program (TIVP)
VA work study program
Vocational Rehabilitation & Employment (VR & E) program
There 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.

4. Veterans 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 Veterans
NATIONAL 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 life
Gregg 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.”

5. Veteran’s Program
DEO administers the JVSG and services are delivered through RWB One-Stop Career Centers
From to :
Veterans, Eligible Persons, and TSMs served – 110,505
Received Staff Assisted Services – 98,021
Referred to Employment – 57,541
Referred to WIA Services – 4,122
Received Intensive Services – 8,361
Entered Employment – 60,755 (54%)
Florida’s workforce partners are placing, on average, more than 500 veterans into jobs each week.

6. Florida’s Workforce System
Policy
Administration and Operation
Local Delivery System
Program Development & Guidance
Performance Management & Oversight
Federal Performance & Financial Reporting
Compliance & Financial Monitoring
Technical Assistance & Support
Workforce Staff Training & Development
Labor Market Statistics
Operation of Local One-Stop Career Centers
Workforce Service Delivery to Job Seekers and Employers
Local Workforce Plan Development & Implementation
Local Compliance & Financial Oversight and Accountability
Local Workforce Performance & Financial Tracking and Reporting
Workforce Florida, Inc.
Florida Department of Economic Opportunity
24 Regional Workforce Boards
Strategic Planning
Research & Development
Policy Direction
Budget Approval
Funding Allocations
Chartering Regional Boards
Local Workforce Board Plan Approval
Workforce System Performance Guidance
This 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

7. Office of Workforce Program Support
Provide support services to Regional Workforce Boards
Disseminate 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.

8. DEO 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 services
Employment services must be provided under the guidance of the One-Stop operator
Local management direct the day to day activities of DEO staff
The Regional Workforce Boards determine how many staff based on the amount of funding

9. Local 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 services
DVOP specialists focus on providing Intensive Services to economically or educationally disadvantaged Veterans
LVER staff focus on conducting Employer Outreach on behalf of Veterans

10. JVSG 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 userra102
Veterans’ Benefits Online (Highly Recommended)
Labor & Employment Specialist (LES) Required for all staff
Case Management (CM) Required for DVOPs
Promoting Partnerships for Employment (PPE)
Required for LVERs
In 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.

11. DVOP 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.

12. Intensive 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.

13. DVOP 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 Management
Referral to supportive services & job- focused/outcome- driven training, certification, etc.
Job development services and employer visits for JD
Job Referrals
Maintain up-to-date Network Guide
Organizational 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.

14. EFM Services Reminders
Complete Veteran registrations, including skills profile & Resume
Provide meaningful service
(services with asterisks commence or extend participation)
Accurate and concise case notes in EFM
Veteran File Search and Skills/Job matching
Identify self-registered veterans
Client messaging for effective communication
Alerts as reminders or triggers to veterans
Keep 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.

15. LVER Roles & Responsibilities
LVERs primary role is Employer Outreach
Ensure priority for veterans in the One-Stop
Conduct Veterans' Program training for all One-Stop Career Center associates
Develop and maintain Federal Contractor List
LVERs 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.

16. LVER Advocacy Role Plan, conduct and participate in Job Fairs
Communicate with Unions, Apprenticeship Programs, Chambers of Commerce, Economic Development Units
Facilitate and participate in Employer Mass Recruitments for new and expanding firms
Facilitate Employer Recruiting Agreements
Communicate with other venues and organizations providing services to veterans
As 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.

17. Service 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’ issues
Promote full integration of veterans’ employment services
Share Best Practices, Success Stories, New Ideas, Etc. on Quarterly Manager’s Report and with other RWBs
In 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

18. Ultimate 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.

19. Summary USDOL/VETS Veterans initiatives & Updates
Organizational Relationships
DEO Veterans Program
JVSG staff Roles and responsibilities
In 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.

20. Additional Resources:
Contact Information
Shawn Forehand Paul Furbush
State Veterans’ Program Coordinator Asst. Veterans’ Program Coordinator
Phone:(850) /Fax: (850) Phone:(850)
Additional Resources:
DEO Veterans’ Workforce program Resources
DOL Vets Veterans Program Letters
DVOP/LVER Assistance | Laws, Rules & Regulations
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.
Refer to Chain of Command, Supervisor, Etc. 20