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:
d. The Incentive Award Program Implemented Using the 1% Grant Allocation Set Aside for This Purpose, as Applicable;
Current Narrative:
The state shall request 1 percent of its annual allocation for each year’s JVSG grant as performance incentive awards for eligible staff. This award shall be used in accordance with VPL 02-07 or the most recent guidance from USDOL-VETS. The objective of the LWC incentive award program is to recognize, promote and reward superlative and exceptional performance in the provision of service to veterans within the context of statutes and regulations. The basic objective of the awards program is to create an awareness and continuous level of interest in the importance of priority of service for veterans and an environment that engenders continuous improvement in serving veterans across the spectrum of service. The award system shall continue to operate as defined in the applicable State Policy and as approved by USDOL.
The state anticipates that individuals and teams will recognize the value and process of the awards program and will, as a result, develop a competitive attitude within the agency that supports esprit de corps within the team while sharpening the focus on service to other eligible persons.
Incentive awards shall be expended up to and including 1 percent of the total grant amount for the fiscal year, which is set aside strictly for this purpose in the annual grant budget. Awards shall be determined based on a percentage of total award available for that fiscal year but shall not (in total) exceed 1 percent of the total available funds for a given fiscal year or the most current USDOL guidance on grant-funded incentive award amounts.
Exceptional merit is based on a number of factors, with the overriding concept being the value of the process. In essence this is determining both a quantitative and qualitative rating and merit based on the following factors:
- Total numbers of veterans served and total services rendered to those veterans within the parameters of these areas;
- Outreach to veterans and subsequent flow of core services that result in veterans becoming job ready, or the need for intensive services;
- Outreach to and the comprehensive assessment of special target groups within the veteran community;
- Intensive services, case management and outcomes of those efforts;
- Job placements, in particular job developments, for veterans and disabled veterans;
- Other successful outcomes for veterans who may not return to employment, but through community partner referral developed an improved situation and/or economic stability;
- Outreach to and partner development with employers and federal contractors in the support of creating job opportunities for veterans;
- Outreach to and partner development with community service agencies, other state and federal programs and internal agency components in creating a supportive service network for veterans with barriers to employment and who may need case management;
-Organization of, participation in and success in job fairs and other veteran center community activities;
- Any other innovative veteran-related activity.
The award process is restricted by state law, such that to operate all awards must be cash, and all cash awards must be presented directly to individuals. This means that offices (teams) receiving incentive recognition shall share equally in the overall office award, and the individual award amount shall be determined by the team composition.
Half the total award fund available shall be awarded to JVSG funded staff, 35% of the total award fund available shall be split between two offices (teams of which JVSG grant funded staff may be a part) and 15% of the total award fund available shall be awarded to three individual partner agency service providers. The two awards made to offices shall be split between one large office (6) full- time staff or and one small office (5) or fewer full-time staff.
Awards shall be administered and distributed as approved by the state of Louisiana Civil Service Board as detailed in the approved policy. For state merit staff awardees, the incentive will be paid out through the payroll system. For non-state merit employee, a separate payroll check will issued to the individual. Any employee contributions that result from the payment of the incentive will be charged to the JVSG grant.
An email request for team details and recommendations shall be sent to all Workforce Development Boards, local area coordinators, site supervisors, senior field leadership and JVSG-funded staff during August. Recommendations may come from anyone in the system, co-workers, supervisors, managers, coordinators, directors and JVSG staff.
Determination of the award shall be by a combination of objective and subjective data. Data compilation, analysis and award determination shall be by a team comprised of the veterans state coordinator and members of the management of information systems (MIS) staff. The final award approval shall be by the appointing authority, director of the Office of Workforce Development who is also the signatory authority for the JVSG grant relationship with USDOL.
Incentive award funds distributed shall be obligated by Sept. 30 each fiscal year and distributed not later than Dec. 31 of the same year in accordance with the regulation. The incentive award report shall be in compliance with USDOL VETS reporting requirements.
Winners shall be publicly recognized locally by their peers, local dignitaries and leadership for their exceptional performance on behalf of veterans. Winners shall also be recognized at a statewide conference or other similar large-scale event forum that provides the greatest positive publicity for the program.
Insufficient nominees: Because the entering arguments for eligibility are based on objective performance data, there shall be sufficient nominees. Unless, and in the unlikely and extraordinary circumstance that the appointing authority chooses not to make any award, all incentive award funds shall be distributed.
Tie breakers: If two or more individuals or offices (teams) score equally for their category, then those ties shall be broken by selecting the office that had the highest ratings on customer service reports during the review period, taken from the JVSG Customer Service Surveys, or for the individual by selecting the individual who had the most successful outcomes or the most successful job developments for the period.
Documentation: Documentation used for the award nominee selections shall be taken from the state proprietary employment system HiRE, veteran staff reports and job fair records. Data shall encompass the period of the first three federal fiscal quarters of the fiscal year. Credit for activities and services shall not be awarded without back-up documentation.