Narrative: b.

DVOP: The role of the DVOP is to serve those veterans receiving services at WorkSource in accordance with Title 38, Section 4103A, and as outlined in VPL 03-14 VPL 04-14, at the Intensive/Work Skills level. Out state’s DVOPs will support eligible veterans by: • Providing intensive services to veterans with significant barriers to employment. All veterans receiving intensive services from a DVOP will have an assessment made to determine skills, interests, attitudes and aid in the creation of an IEP. These assessments and plans will be recorded in the case management system. Case notes will be used and recorded in SKIES, and appropriate hard copy files for information not recorded in case management system will be collected, for all veterans who are receiving services from a DVOP. The case management model implemented statewide on December 1, 2013 ensures a standardized and integrated approach to assisting veterans in overcoming SBEs and ultimately securing living wage employment (See Attachment 2). • Targeting intensive services to veterans with SBEs and eligible spouses. To accomplish this task, the DVOP coordinates services with other WorkSource partners and programs as well as veteran-focused programs, such as the VR&E program using the assistance of the ISC, HVRP program, food banks and shelters, community and faith based assistance centers, Stand Downs and veteran centers. • Outreach and relationship building, as time permits. DVOPs will continue to build relationships with key community partners that support veterans, to locate veterans with SBEs in need of intensive services. They will also continue to attend events, such as stand-downs, that attract veterans with SBEs. When appropriate, the DVOP will co-enroll veterans with other WIOA-funded programs, such as Dislocated or Adult Worker to address skill-based, educational, or support services gaps. WorkSource staff providing intensive services to veterans in other programs will coordinate those services with local DVOPs to provide a seamlessly integrated case management approach. LVER: The role of the LVER is to promote the hiring of veterans with employers, employer associations, and business groups in accordance with Title 38, Section 4104B, and as outlined in VPL 03-14. Our LVERs will support the hiring of veterans by: • Planning and participating in job and career fairs. The LVERs routinely host or partner in employment events focused on the hiring of veterans. These include specialized hiring events, such as a June 2014 one for Federal contractors that was attended by more than 70 employers with current job openings. At hiring events, the LVERs collect contact data and conduct outreach to promote One-Stop services and DVOP referral, where appropriate. • Conducting employer outreach. LVERs reach out to local employers to promote the hiring of veterans, explaining the practical advantages to hiring veterans, as well as the benefits, such as Work Opportunity Tax Credit and potential for funded OJTs. • Partnering with employers to conduct job searches and workshops. Washington State’s LVERs conduct job search workshops and establish job search groups/job clubs in conjunction with the needs of local employers. This has proven beneficial to both providing employers a better appreciation for the challenges faced by veterans in transitioning to civilian employment. This practice will be implemented statewide in this program period. LVERs also conduct job developments (on behalf of employers) and mine data from Labor Exchange job listings. • Coordinating with unions, apprenticeship programs and business organizations to promote training programs, credentialing and licensing for veterans. LVERs outreach to organizations and entities, such as their local business communities, Business Services Teams, professional organizations, and Chambers of Commerce to serve as an advocate for employing a veteran. Activities that support these efforts include planning and participating in veteran focused job fairs or hiring events, promoting credentialing, education and training opportunities, and direct entry into apprenticeship and skill-based training programs. The future LVER position that will be reallocated to Central Office will directly support these efforts on behalf of the state One-Stop centers. • Informing Federal contractors of the process to recruit qualified veterans. LVERs reach out to Federal contractors using Labor Exchange job listings, Federal contractor listings, VetCentral listings, company web-sites, and other places where employers may post job announcements. ESD has engaged with OFCCP to provide valuable information on Federal contractor participation in the state employment system. Additionally, LVERs work directly with contractors to advise them on the benefits and process for locating and hiring veterans into their workforces. Recently, the state program coordinator spoke at an event hosted by OFCCP to educate Federal contractors on utilizing the One-Stop system for veteran recruitment. We will continue this focus, with the future LVER position being hired to Central Office. • Working with other One-Stop staff to assist in development of the service delivery strategies for veterans and educating partner staff with employment initiatives and programs for veterans. Statewide, LVERs are providing training to AJC staff on serving veterans, which will be critical in promoting the new culture, where an anticipated 70% of veterans are being served by non-JVSG staff. The LVERs are using and promoting completion of the recently released online NVTI course for front line staff serving veterans. Washington is moving toward integrating LVER staff with Business Service Teams, where gains can be made in promoting the hiring of veterans with local employers. Effective 3rd Quarter FY 2014, LVER staff are reporting all categories of the above responsibilities in the quarterly site manager reports. Program staff will monitor these for best practices and compliance with the intent of VPL 03-14 regarding LVER duties.