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:
d. The Incentive Award program implemented using the 1% grant allocation set aside for this purpose, as applicable;
Current Narrative:
The state shall request no more than1 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 01-22 attachment 5, 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 no more than 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 no more than 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 veterans served and total services rendered to those veterans within the parameters of these areas; Among the veterans served how many entered career employment.
- Outreach to veterans and subsequent flow of basic services that result in veterans becoming job ready, or the need for individualized career services;
- Outreach to and the comprehensive assessment of special target groups within the veteran community;
- Individualized career services through the case management framework and outcomes of those efforts;
- Job placements, in particular job developments, for veterans and disabled veterans;
- 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.
50% of the total award fund available shall be awarded to JVSG funded staff as follows:
Ten percent (10.0%) for first place; Nine percent (9.0%) for second place; Eight percent (8.0%) for third place; Seven and one half percent (7.5%) for fourth place; Five percent (5.0) for fifth place; Five percent (5.0%) for sixth place; Two and one half percent (2.5%) for seventh place; Two and one half percent (2.5%) for eighth place.
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 eligible partner agency service providers who provide services to veterans through an array of employment and training programs. The first place winner will receive 7.5%. The second place will receive 5.0%. Third place will receive 2.5%. 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. Amounts may be adjusted based on the total incentive award, yearly.
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.
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.