1. The Disabled Veterans Outreach Program (DVOP) and Local Veterans Employment Representative (LVER) Programs
Today we are going to discuss the Disabled Veterans Outreach Program, more commonly referred to as the DVOP program, and the Local Veterans Employment Representative program, more commonly referred to as the LVER program.
These programs are funded through grants provided by the U.S. Department of Labor, Veterans’ Employment and Training Service.
Funding is provided to each state, the District of Columbia, Puerto Rico and the Virgin Islands in the form of yearly grants distributed to the states based on a formula that considers the state’s percentage of the total number of veterans seeking employment in the United States.

2. Secretary of Labor RAVET DVET American Job Centers LVER DVOP
U. S. Department of Labor Organizational Chart
Secretary of Labor
Assistant Secretary for Veterans Employment and Training
LVER/DVOP Program
VWIP/HVRP/IVTP
DOLEW
FCJL
USERRA
Vet Preference
RAVET
This is an organizational chart of the Veterans’ Employment and Training Service (VETS). It is an agency within the U.S. Dept of Labor. This first section indicates those programs for which VETS provides funding and performs oversight responsibilities.
VETS is run by an Assistant Secretary for Veterans’ Employment and Training, known as the “ASVET”.
The programs for which the agency is responsible are:
The Local Veterans Employment Representative and the Disabled Veterans Outreach Program (the focus of this presentation).
The Veterans Workforce Investment Program – a training program directed at assisting veterans to obtain green jobs and become a more competitive job seeker. This grant program is awarded based on a competitive process.
The Homeless Veterans Reintegration Program – a grant program awarded based on a competitive process, to assist homeless veterans in successfully reintegrating into society.
The Transition Assistance Program – workshop for retiring and separating service members and their spouses on how to job search in the civilian market. Usually a 2 1/2-5 day workshop.
Federal Contractor Job Listing Program – requires Federal contractors to list most job openings with the public labor exchange. In addition, all federal contracts are required to provide affirmative action in the hiring of disabled, campaign badge, and recently separated (within 3 years after separation) veterans.
Uniformed Services Employment and Reemployment Rights Act which is handled by the Director of Veterans’ Employment and Training (DVET). This key piece of legislation applies to active duty members as well as Guard and Reservists who are activated for military service. The statue requires job protection rights for these individuals. If you have any specific questions regarding this program, the person to call is the DVET (Name and number).
This next group of positions are the Federal staff located in the states to provide oversight and technical assistance to grantees.
The Regional Administrator for our state is ………. located in ………
Each state has a DVET. Our DVET is …………….
The DVET has other staff such as an Assistant Director, Veterans’ Programs Specialist, and Veterans’ Programs Assistant.
This last point deals with the employment service delivery system or Public Labor Exchange System (PLE) (Wagner-Peyser). The public labor exchange is responsible for providing priority assistance to veterans who are seeking employment.
LVER and DVOP staff are to assist the state in accomplishing this task. These separately funded staff are to augment services to veterans and not to supplant other staff from providing priority service to veterans.
* See end of Section for additional information
DVET
ADVET
VPS/VPA
American Job Centers
LVER
DVOP

3. STATE PLANS Section 4102 A ( c ) 2
Funds provided to States will be based upon an approved plan that contains:
A description of services to be provided
The duties assigned to DVOPs and LVERs
The manner in which DVOPs and LVERs are integrated in the employment service delivery system
The veteran population to be served and
Incentive performance plan
Beginning in FY 2003, States provide a written plan that details how the DVOP and LVER programs will be run at the state level using new parameters referenced in Chapter 41, Section 4102 A (c) 2.
In the past, grant funds were provided to the States in a boilerplate manner. With the changes to Chapter 41, States now develop a plan that contains the items listed here to receive funds to support the hiring of DVOP and LVER staff. In addition, the state will be monitored according to the plan they have submitted, as negotiated and approved by VETS.
The emphasis throughout the law and the state plan is on DVOP and LVER duties and how these positions will be integrated into the One-Stop system or employment service delivery system in the State. With the variety of State systems in use today, this allows increased flexibility to design a plan that best fits the needs of the State and the veterans that are seeking employment in that State.
In addition, a new and more clearly defined role for DVOP specialist and LVER staff, as a way to clearly draw attention to the differences between the programs, is an important theme throughout the new law.
Congress desires that the two programs, DVOP and LVER, are separate and distinct. The changes under the Jobs for Veterans Act, or Public Law , are intended to make this distinction based on Congressional intent of the program.

4. Performance Goals for the One-Stop Delivery System
For All Veterans and Disabled Veterans:
Veterans Entered Employment Rate
Veterans Employment Retention Rate
Veterans Average Earnings
Just as your programs are measured on performance in one way or another, the Public Labor Exchange system in the State is measured on services to veterans and disabled veterans. The levels of performance to be met are negotiated between the State and the DVET. These negotiated measures indicate a minimum acceptable level of service expected to be provided to veterans and disabled veterans being served within the entire Public Labor Exchange System.

5. Wagner-Peyser State Grants
CONGRESS AND VETS
Congress has questioned how JVSG differs from other DOL programs, especially
Wagner-Peyser State Grants
It is difficult to demonstrate the benefit of JVSG if the veterans served and services provided are similar to Wagner-Peyser
In 2002 when Title 38 was revised by the Jobs for Veterans Act, which preceded the Jobs for Veterans State Grant (JVSG), the primary areas that were revised are:
The need for distinction between the role of the DVOP and the LVER.
The need for specialization for the DV/LV. DVOP - Intensive service and LVER - Employer Outreach.
Other workforce center staff are responsible for services to veterans seeking jobs.
Congress based these primary revisions on the Government Accountability Office report that indicated the following “realities” of the workforce system at the time (1998):
1. DVOP specialist and LVER staff tend to devote the majority of their time to:
Serve veterans whose reported characteristics are similar to those of the veterans served by Wagner-Peyser staff.
Deliver standard labor exchange services that are similar to the services delivered by Wagner-Peyser.
2. The GAO report also indicated the following:
a. DVOP specialists do not devote the majority of their time to delivering intensive services.
b. LVER staff do not devote the majority of their time to employer outreach.
The more recent GAO study (2007) shows an increase in DVOP’s performing Intensive Services and LVER’s performing Employer Outreach, but the process needs to continue for a quality result/effect on the veteran job seeker to prove out.

6. DVOP/LVER Programs Qualified service-connected disabled veterans
VPL 07-10
Preference for hiring:
Qualified service-connected disabled veterans
Qualified eligible veterans
Qualified eligible persons
Preference in the hiring of either DVOP/LVER position is required; however, no matter what category, you must first be qualified for the DVOP/LVER position. See the following points below:
Service-connected disabled veterans are the highest category of preference for hiring DVOP specialists and LVER staff. The next category is eligible veterans.
The final category is eligible persons. 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, has been so listed 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.

7. DVOP Program Intensive services Priority in servicing veterans
Section 4103A
Full or part-time
Intensive services
Priority in servicing veterans
A. Special disabled veterans B. Other disabled veterans C. Other eligible veterans
Maximum emphasis on economically and educationally disadvantaged veterans
DVOP specialists are discussed in Section 4103A of Title 38, Chapter 41.
For the first time, DVOP specialists can be assigned as either full or part-time; part-time meaning not less than 50% of their time.
Intensive services is the primary duty of the DVOP.
The priority order in which DVOP specialists are to serve veteran customers is also clearly indicated in the law. A special disabled veteran is a veteran rated by the VA at 30% or higher for a service connected disability. A special disabled veteran can be a person who is rated at lower than 30% by the VA and is eligible for the VA’s Vocational Rehabilitation and Employment program, having a Special Employment Handicap [SEH]) or was medically discharged from the service.
In order to best serve Veterans effectively and efficiently, VETS requires DVOP
specialists to focus on their primary core role which is to provide intensive services
to targeted Veterans. This allows States to develop strategies that require DVOP
specialists to focus their efforts on those “economically or educationally
disadvantaged” Veterans who can reasonably be expected to benefit from improved
employability as a result of the receipt of intensive services.

8. DVOP Specialist Duties
VPL 07-10
Consistent with WIA Section 134(d)(3)(C), the intensive services category now is clarified to include:
Comprehensive assessment of education, skills, and abilities;
In–depth interviewing and evaluation to identify employment barriers and appropriate employment goals;
Group and individual career coaching;
Short-term pre-vocational services that may include development of learning and communication skills, interviewing skills, personal maintenance skills, and professional conduct to prepare individuals for career goals; and
Development of an individual employment plan that identifies employment goals, interim objectives, and appropriate services that will enable the Veteran to meet his or her employment goals.
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.

9. DVOP (a) VR&E (b) HVRP, IVTP and VWIP grantees
VPL 07-10
Conduct outreach to locate veterans for intensive services such as:
(a)   VR&E
(b)  HVRP, IVTP and VWIP grantees
(c)   VA Medical centers and Vet Centers
(d)  Homeless Shelters
(e)  Civic and service organizations
(f)    Community Stand Downs
Military Installations
WIA partners
State Vocational Rehabilitation Services
This duty goes hand in hand with providing intensive services. Some DVOP specialists will work in an office where the number of veterans needing intensive services might be limited. DVOP specialists need to outreach to locate those veterans with employment barriers. Some locations that are appropriate for outreach are listed here.
Outreach should be provided at locations where job seeking veterans, or veterans interested in becoming employed, might be located. If the DVOP is over loaded with veterans needing intensive services, then they will probably not be doing as much outreach as other DVOP specialists.

10. Case Management Case management is a service delivery strategy
VPL 07-10
Case management is a service delivery strategy
Case Management services are:
Conduct an assessment
Develop an employment plan
Follow-up
IS can be delivered separately from CM
It is the intent to retain VETS’ traditional practice with respect to case management, while clarifying that intensive services constitute a category of activities that is distinct from, but related to, case management.
Case management continues to be an appropriate service delivery strategy or framework within which intensive services may be delivered. However, intensive services may also be delivered separately from the case management framework.

11. LVER Program Section 4104
(b) Principle Duties (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; (2) Facilitate employment, training and placement services furnished to veterans. (e) Manager’s Report
The LVER principle duties are defined in law. Outreach to employers, or employer relations, to assist veterans in obtaining employment and connecting veterans with employers is a primary duty.
The LVER is also responsible to facilitate employment, training, and placement services for veterans.
The Manager’s report is also mentioned in VPL
The VPLs identify the LVER duties in relation to the duties mentioned in the law. The VPL typically defines the duties in a more descriptive manner.

12. 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.
Together, they market job seeking Veterans as individuals who have highly marketable skills and experience.
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.

13. 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:
Planning and participation in job and career fairs;
Coordination with unions, apprenticeship programs, and business organizations to promote employment and training programs for Veterans;
Informing Federal Contractors of their responsibility to recruit qualified Veterans; and
Promoting credentialing and licensing opportunities for Veterans.
This responsibility is pretty straightforward and also crosswalks to the statute. It is Congressional intent that LVER staff will work on building the capacity and increasing opportunities for veterans to become employed.
In this capacity, LVER staff could be a part of a team working with employers rather than necessarily striking out on their own. How LVER staff might accomplish this responsibility would be appropriate to include in the development of the State plan.
Probably the biggest issue with this duty is that across the nation, LVER staff have not been accomplishing this role. Instead, they have been in the office providing direct services to veterans as they walk in the door.

14. LVER/DVOP Mandatory Training
VPL 07-10
According to Title 38 USC, § 4102A, LVER and DVOP staff are required to receive specialized training provided by NVTI..
Those hired on or after October 13, 2010 have 18 months to complete their specialized training.
According to Title 38 USC, § 4102A, LVER and DVOP staff appointed from
January 1, 2006 to October 12, 2010 are required to receive specialized training provided by NVTI by April 12, 2010.
Those hired on or after October 13, 2010 have 18 months to complete their specialized training.
Each covered LVER must complete two mandatory training classes – NVTI’s Labor and Employment Specialist course and the Promoting Partnerships for Employment course – within the required timeframe. Each covered DVOP specialist must complete two mandatory training classes – NVTI’s Labor and Employment Specialist course and the Case Management course – within the required timeframe.

15. SUMMARY OF DVOP and LVER Programs
NEED FOR DISTINCTION
SPECIALIZATION OF ROLES
OTHER STAFF ALSO RESPONSIBLE FOR SERVICES TO VETERANS
In summary, these three keys points indicate the direction these programs need to be heading to ensure Congress vision of the DVOP and LVER Programs are accomplished.
The first item – Need for Distinction – is important in that DVOP specialist and LVER staff need to be distinct from each other. Congress funds 2 separate programs with 2 different roles to be achieved as we have covered in this presentation. Program standards have been developed to indicate the importance that DVOP specialists and LVER staff remain different from each other.
Second, is that DVOP specialists and LVER staff are specialized in their roles and how they fit into the One Stop System. Congress continues to monitor this program to ensure veterans receive additional services from LVER staff and DVOP specialists greater than core services which can be provided by regular employment service staff.
The new role of DVOP specialists and LVER staff is like other separately funded staff, such as WIA. Regular employment staff or Wagner-Peyser funded staff continue to hold the responsibility to provide priority assistance to veterans seeking employment. DVOP and LVER staff were never meant to be the main or sole providers of core services to veterans. They are to assist in services to veterans appropriate with their roles and responsibilities as outline in law. They do not supplant employment service staff.
It is now necessary to keep these programs on track so that both DVOP and LVER staff are doing what Congress intended.

16. Definition of Priority of Service
‘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
The key is the covered person (veteran, eligible spouse) must first meet the qualification requirements of the program before priority can be provided.

17. Title 38 Chapter 42
Section CFR
Priority of service for veterans in Department of Labor job training programs
“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.
Priority of service for veterans has been around for many years. It was previously written in the Code of Federal Regulations. This gave priority of service to veterans in referral to jobs. Typically through the 80’s and 90’s most states had a 24 or 48 hour hold on all job orders in order to accomplish a file search for veteran referrals before non veteran referrals.
The passage of priority of service for veterans has now been written into Title 38, Section 42, U.S.C. Under these changes, the State is responsible for ensuring that veterans receive priority consideration in all Department of Labor funded job training programs. The changes have and will make an impact on many Department of Labor programs.
For example, if a veteran meets the program qualifications to be enrolled in a WIA program, then that veteran has priority over non-veterans in program enrollment.

18. Training and Employment Guidance Letter 10-09
20 DOL-Funded workforce programs are covered by section 4215:
WIA Adult and Dislocated Worker
Wagner-Peyser Employment Services
Trade Act Programs
National Emergency Grants
Senior Community Service Employment Program (SCSEP)
Migrant and Seasonal Farm Worker Program
Indian and Native American Program
Job Corps
WIA Demonstration Projects
Labor Market Information Grants
Career One-Stop Electronic Tools
Other Internet-based self-service tools operated by DOL programs
This is a laundry list of programs affected by the passage of the priority of service legislation. This list is not all encompassing, but provides a good idea of the number of affected programs in which priority enrollment of qualified veterans exist.

19. Definition of a Veteran
Veteran [38 USC 101(2)]
Active military service
Discharged under “other than dishonorable” conditions (regulations)
20 CFR
In other words they could be a one day veteran and be eligible, although still not eligible to see a DVOP or LVER.
Reference Section VI, VPL 07-09, page 3.
It is important to note that this definition differs from the Wagner-Peyser definition that appears at 38 U.S.C. 4211(4)(A) and includes a “180 day” criterion.

20. Definition of 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 dies while a total service-connected disability, per VA evaluation, was in existence
20 CFR
Eligible spouses also receive priority of service as well as veterans.
Here is the definition of an eligible spouse who receives priority of service in Department of Labor funded programs.

21. 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
It is part of every service delivery point ‘s responsibility when covered persons are identified to let the veteran or eligible spouse know that they are entitled to priority of service in your office and exactly what programs and services apply.

22. Providing Priority of Service
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
20 CFR
Individuals who are qualified will get services or resources earlier than or instead of others wanting the same services or resources.
Reference Section VII in VPL Be certain to explain the “bump” example (top of page 4), which provides clarification regarding classroom training programs.

23. Monitoring of Compliance
Joint monitoring of Priority of Service by:
The Veterans’ Employment and Training Service (VETS)
The DOL agency responsible for the program’s administration and oversight
20 CFR
As part of priority of service, the regulations require reporting and statistics. In order to assist programs with meeting the priority of service requirement, VETS and the DOL agency will be part of the monitoring and oversight. As Veterans’ Representatives, part of our job is to assist the team in successfully providing priority of service to covered persons.
Reference Section XII, page 7, VPL