Located in:
- Jobs for Veterans’ State Grants
The Jobs for Veterans’ State Grants (JVSG) are mandatory, formula-based staffing grants to (including DC, PR, VI and Guam). The JVSG is funded annually in accordance with a funding formula defined in the statute (38 U.S.C. 4102A (c) (2) (B) and regulation and operates on a fiscal year (not program year) basis, however, performance metrics are collected and reported (VETS-200 Series Reports) quarterly (using four “rolling quarters”) on a Program Year basis (as with the ETA- 9002 Series). Currently, VETS JVSG operates on a five-year (FY 2015-2019), multi-year grant approval cycle modified and funded annually.
In accordance with 38 U.S.C. § 4102A(b)(5) and § 4102A(c), the Assistant Secretary for Veterans' Employment and Training (ASVET) makes grant funds available for use in each State to support Disabled Veterans' Outreach Program (DVOP) specialists and Local Veterans' Employment Representatives (LVER) staff. As a condition to receive funding, 38 U.S.C. § 4102A(c)(2) requires States to submit an application for a grant that contains a State Plan narrative, which includes:
f. How the State Implements and Monitors the Administration of Priority of Service to Covered Persons;
Current Narrative:
The State provides priority of services in accordance with VPL 07-09. When a veteran is identified as having a barrier to employment, they are fast tracked on a priority basis to ensure that those barriers are resolved. Priority starts with the first workforce specialist that comes in contact with the veteran.
During the reception process, a series of questions identifies veteran status. Qualified veterans and/or eligible spouses are provided services prior to other customers and an initial assessment is completed by the first available Arkansas Workforce Center (AWC) staff. If during the initial assessment it is determined that the veterans has a significant barrier to employment (SBE) or is a member of another special category, they are immediately referred to a DVOP specialist.
When a covered person is identified as having barriers to employment, they are referred on a priority basis to ensure that those barriers to employment are resolved as soon as possible.
Covered persons receive priority for employment and job training opportunities available through WIOA funding, on the job training, skills development training, and youth contracts. Veterans can locate training opportunities through the Arkansas JobLink System (AJL) data base and receiving training at facilities which have been approved through the State Training Provider List.
The State closely monitors the provision of priority of service in conjunction with the local workforce centers. The Veteran Program Technician shall periodically conduct site checks to ensure all required priority of service signs are present and properly displayed, and the workforce center staff understands both the requirements of priority of service and its proper implementation. During the site visits, the Veteran Program Technician pays particular attention to the implementation of priority of service beyond career services.
All new job orders are not displayed in the AJL system for 48 hours, allowing workforce specialists to contact veterans first, providing priority to veterans for new job listings. Veterans receive priority for employment and training opportunities available through WIOA funding. If a veteran meets the eligibility criteria, their training costs are paid by the WIOA program through an Individual Training Account.
Local Veteran Employment Representative (LVER) staff identifies jobs and training opportunities for veterans, as they promote veterans as potential employees. These priority services are made available to veterans, transitioning service members, Chapter 31 veterans and veterans with significant barriers to employment.
The performance results are submitted to DOL ETA quarterly. Performance reports include: entered employment, employment retention, and six month average earnings. Priority of Service, performance measures and outcomes will be monitored at the state level using, but not limited to:
- Vets 9002 and 200 Reports
- Interviewing of AWC staff
- Site Visits
- Accompanying DVET during federal audits
- Quarterly Managers Reports
Measures needing improvement are identified and that information is relayed to the LOM and shared with the Area Operations Chief. In efforts to increase performance, the Managers Quarterly Report will be reformatted to include performance measures, by office, and the performance of individual staff providing services to veterans. This will improve the ability of each JVSG staff member to self-monitor performance.