leadership for the implementation of veteran services
TRANSCRIPT
Leadership for the Implementation of Veteran Services
COURSE COMPETENCIESBy the end of this training individual’s with responsibilities for program monitoring and success of DVOP/LVER staff will…o Gain knowledge of Title 38 U.S.C. 41
requirements, specifically the roles of JVSG staff
o Understand training competencies DV/LV’s receive at NVTI how these crosswalk to their duties and responsibilities
o Knowledge and understanding of the importance of integrating staff within the AJC
o Knowledge and understanding of priority of service in DOL funded programs.
o Understanding of program measurementso Understand the manager/leaders role in
evaluating employee behavior and strategies for increased productivity.
Serving our Veterans
ETA
WIA
DV
A
VETS
STATE
CO
UN
TY
PLES
ONE STOP
VETERANS
Goal: Partners Working Together
Understand the manager/leaders role in
regards to JVSG staff.
COMPETENCY
The most dangerous leadership myth is that leaders are born -- that there is a genetic factor to leadership. This myth asserts that people simply either have certain charismatic qualities or not.
- Warren G. Bennis
Balancing Leadership with Management
o Role of the LVER staff o Role of the DVOP specialistso Integration of the LVER/DVOPo Incentives awards o Weighted measures o Priority of Service o Half – time LVER/DVOPo Funding formulao Mandatory training o Staff training testing
Congressional Vision:
Grant Funding FormulaSection 4102 A (c) (2) B i
The Funding Ratio:– The Total Number of Veterans Residing in the State that are Seeking Employment
divided by– The Total Number of Veterans that are Seeking Employment in all States
Organizational Chart
LVER
Secretary of Labor
AJC
Director (DVET)
Regional Administrator (RAVETS)
DVOP
Assistant Secretary for Veterans Employment and Training Services
Assistant Director (ADVET)
Program Assistant (VPA)
DOL Employment Workshops
USERRA
Veterans
Preference
Employment Rights
Workforce Investment System
American Job Centers
Transition Services
VETS Programs
Congress and VETS
It is difficult to demonstrate the benefit of JVSG if the veterans served and services provided are similar to Wagner-Peyser.
Congress has questioned how JVSG differs from other DOL programs, especially Wagner-Peyser State
Grants
Disabled Veterans Outreach Program
Roles and Responsibilities4103A / VPL 3-14
Title 38 U.S.C. Chapter 41
Full or part-timeRole is Intensive Services/Facilitating Placements:
A. Special disabled veteransB. Other disabled veteransC. Other eligible veterans
Section 4103 A
Maximum emphasis in meeting the employment needs of veterans shall be placed on assisting economically or educationally disadvantaged veterans.
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 JVSGVeterans will receive priority of service
Statutorily-Mandated Responsibilities
conduct EO & JD in the local community, on behalf of all AJC
veterans
provide intensive services to veterans
with SBE*
are not to provide direct services to
participants
are not to provide services to any other
population.
DVOP Specialists LVER Staff
*or other populations as specified by the Secretary
DVOP Specialist DutiesVPL 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
Short-term pre-vocational services
Individual counseling / career planning
Group Counseling
1. Special disabled or disabled veteran (38 USC 4211)
2. Homeless (Homeless Assistance Act 42 USC 11302(a))
3. Recently-separated currently long term unemployed (27 consecutive weeks within the last 12 months)
4. Offender released in the last 12 months (WIA section 101(27))
5. Lacking a high school diploma or equivalent
6. Low-income (as defined by WIA sec. 101 (25)(B)
SIGNIFICANT BARRIER TO EMPLOYMENTVPL 03-14
ADDITIONAL POPULATIONSDVOP specialists may also provide services to the following populations:
As specified by the SecretaryVeterans, ages 18-24
As specified in the FY 2014 Omnibus AppropriationTransitioning service members in need of intensive services
Wounded Warriors in military treatment facilities and their family caregivers.
19
Total Veteran population(~21.2 million)
Veterans seeking AJC Services
(1.3 million participants)
Veterans with SBE (417,000 participants)
DVOP Specialists (328,000
participants)
Serving Veterans at American Job Centers
CM Components:
Case Management
Case management is a service delivery strategy
Conduct an assessment Develop a plan
Follow-up
LVER Utilization Title 38 U.S.C. Chapter 41
Section 4104 (b)
(1) Outreach to employers:
o conduct seminars for employers
o in conjunction with employers, conduct job search workshops and establish job search groups;
(2) Facilitate employment, training and placement services furnished to veterans.
LVER Utilization Title 38 U.S.C. Chapter 41
Section 4104 (b)
and
and
(e) Reporting
LVER Duties/Employer OutreachVPL 03-14
• Planning & participating in job & career fairs
• Conducting employer outreach
LVER Duties/Employer OutreachVPL 03-14
In conjunction with employers, conducting job searches & workshops, & establishing job search groups
LVER Duties/Employer OutreachVPL 03-14
Coordinating with unions, apprenticeship programs & businesses or business organizations to promote and secure employment and training programs for veterans
LVER Duties/Employer OutreachVPL 03-14
Informing Federal Contractors of the process to recruit qualified veterans.
Promoting credentialing and licensing opportunities for veterans
LVER Duties/Employer OutreachVPL 03-14
Coordinating and participating with other business outreach efforts
GAO QUOTEMost state workforce administrators surveyed reported that the
new legislation has improved both the quality of services to veterans and their employment outcomes. They credited the availability of case management for much of the improvement in employment.
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Hiring LVER/DVOP StaffVPL 07-10
Preference for hiring:
Qualified service-connected disabled veterans
Qualified eligible veterans
Qualified eligible persons
Part-Time PositionsVPL 07-10
No individual can be a half-time DVOP and a half time LVER.
Notification to Secretary if Non-Veteran employed as LVER or DVOP for 6 months
or more.
Other Critical Observations
DVOP Specialists do not devote the majority of their time to delivering intensive services
LVER specialists do not devote the majority of their time to employer outreach
Other Critical Observations
DVOP Specialists and LVER staff tend to devote the majority of their time to:
Delivering standard labor exchange services that are similar to the services delivered by Wagner-Peyser staff
Serving veterans whose reported characteristics are similar to those of the veterans served by Wagner-Peyser staff
FUTURE OF JVSG GRANT
NEED FOR DISTINCTION
SPECIALIZATION OF ROLES
OTHER STAFF RESPONSIBLE FOR SERVICES TO VETERANS
LEADERSHIP AND FEEDBACK
You will judge yourself by your intentions, whereas others will judge you by your behavior.
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LEADERSHIP AND FEEDBACK The Open Self – Information about yourself
that you and others know. The Blind Self – Information about yourself
that you don’t know but that others do know. The Hidden Self – Information about yourself
that you know but others don’t. The Unknown Self – Information about
yourself that neither you nor others know.
FEEDBACK TOOLS One-on-one meetings Skip-level sessions Stop-start-continue evaluations 360 degree evaluations Cross-evaluations