Located in:
- Jobs for Veterans’ State Grants
(OMB Control Number: 1225-0086)
The Jobs for Veterans’ State Grants (JVSG) are mandatory, formula-based staffing grants to States (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 quarterly on a Program Year basis (as with the ETA-9002 Series). Currently, VETS JVSG operates on a 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:
b. The duties assigned to DVOP specialists and LVER staff by the State; specifically implementing DVOP and LVER duties or roles and responsibilities as outlined in 38 U.S.C. § 4103A and 4104. These duties must be consistent with current guidance;
Current Narrative:
The primary function of the state’s DVOP specialist team is to provide individualized career services for veterans identified to have an SBE in accordance with 38 U.S.C. § 4103A, VPL 07-10 and VPL 03-14, or the most recent USDOL policy, and those veterans that are a member of a special population in accordance with VPL 04-14, or the most recent USDOL policy.
Prior to conducting any other individualized career service, DVOP specialists shall conduct a comprehensive assessment, which shall be an “individualized interviewing process” and may also include the use of an Interest Inventory, Work Keys, WIN Assessment or other assessment tool. Once the comprehensive assessment has been completed, the DVOP shall, with the cooperation of the veteran, develop and implement an Individual Employment Plan (IEP), and continuous consistent contact. DVOP specialists shall always, and as a minimum, complete these three individualized career services. Case management continues to be an appropriate delivery strategy or framework within which intensive services may be delivered and in most cases, shall be followed. To enhance the implementation of the IEP career guidance, supportive services, job development contacts, job referrals and individualized career services and training may also be provided. Depending on the needs of the individual, the goal of the IEP may be to obtain education, training or employment. Training or education may be short- or long-term depending on the certification, licensing or skills being acquired to optimize successful employment outcomes. The DVOP specialist may receive assistance with these functions by other career specialists who are also specifically trained to facilitate case management. The state requires DVOP specialists to conduct outreach to locate veterans with an SBE with the purpose of providing individualized career services and to form partnerships with external and internal supportive services programs that can provide those services. Examples of the programs are listed below.
The DVOP will work closely with the following partner programs or organizations:
- Veterans' Readiness and Employment
- Homeless Veteran Reintegration Programs
- VA VET Centers
- Homeless and Halfway Shelters
- Civic and Veteran Service Organizations
- Workforce Innovation and Opportunity Act partners
- Louisiana Vocational Rehabilitation facilities
- Veterans' Upward Bound Program
- State Veterans' Affairs Representatives
- Local College and Universities and Vo-Tech Veterans' Service Representatives
- Veterans' Service Organizations
- Department of Social Services TANF initiatives for veterans
- Parish Veteran Service Officers
The LVER responsibilities are specifically targeted to promote the advantages of hiring veterans to employers, employer associations and business groups. LVER roles and responsibilities are consistent with 38 U.S.C. § 4104, VPL 07-10 and VPL 03-14. As such, the LVER serves an important role in the state’s Business Services Delivery Model. In coordination with the other members of the business services team, the LVER advocates for employment and training opportunities for all veterans through outreach to employers, training facilities, unions, apprenticeship programs and private and government businesses. The LVER also participates in job fairs, promotes programs that offer licensing and credentialing opportunities and develops and makes presentations to employers. Each LVER must provide a monthly report to the state veterans coordinator detailing their outreach activities. LVER Staff members conduct outreach to perform the following activities:
• Conducting employer outreach;
• In conjunction with employers, conducting job searches and workshops and establishing job search groups;
• Coordinating with unions, apprenticeship programs and businesses or business organizations to promote and secure employment and training programs for veterans;
• Informing federal contractors of the process to recruit qualified veterans;
• Promoting credentialing and licensing opportunities for veterans; and
• Coordinating and participating with other business outreach efforts.
The state intends for LVER staff to play a central role in facilitating the provision of services to veterans. This is accomplished through building partnerships, especially with AJCs in their assigned regions, providing subject matter expertise and promoting the efficient and effective integration of all employment services provided to veterans. Within each AJC, LVER staff shall coordinate closely with the local area coordinator (LAC) to provide training and technical assistance on priority of service, best practices for providing effective services to veterans, relevant external partners, the role of DVOP specialists, integration of DVOP specialists into the AJC service delivery model, and best practices for conducting outreach to employers.
To maximize the impact of the streamlined LVER staff, the state takes a top-down, cooperative approach to employer outreach. LVER staff shall coordinate with their business service team partners, and other state agencies or programs such as Louisiana Rehabilitative Services (LRS), to conduct outreach to employer associations at the state and regional level. In this way the maximum number of employers can be efficiently and effectively incorporated into the promotion of hiring of veterans. This outreach will educate employers on the advantages of hiring veterans, and inform employers on how to find qualified veteran applicants by leveraging the State workforce system and AJCs. The state intends to increase veteran employment by making a sound business case to employers regarding the advantage of hiring veterans and providing employer’s tools and contacts to do so effectively.
The Veterans Opportunity to Work (VOW) Act amended USC Title 38, Sections 4103A and 4104, to state that Disabled Veterans’ Outreach Program specialists, Local Veterans’ Employment Representatives, are prohibited from performing non-veteran related duties that detract from their ability to perform their statutorily-defined duties related to meeting the employment needs of eligible veterans.