Narrative: a.

Talent and Prosperity for All guiding principles and strategic priorities are reflected upon those who took a sacred oath to serve and protect our nation. Upon release from military service and without a dishonorable discharge, the Veteran will find themself economically disadvantaged compared to their same-aged peers who did not volunteer for service and were instead able to complete their education and enter the workforce sooner. When this already marginalized population is additionally compounded by key significant barriers to employment, it is critical for WorkSource entry-points (including partners) to screen for and refer those eligible to JVSG for the receipt of individualized services from specialized JVSG staff. Held accountable, JVSG staff are committed to assessing barriers, creating plans to overcome them, consistently remain in contact, and record the history and story from their WorkSource entry and to their exit. Performance metric results will consistently reflect a cherished customer entering the workforce, retention of employment, and median wages above the national average. 

(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. 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, Local Veterans' Employment Representatives (LVER) staff, and Consolidated DVOP/LVER staff.  In Washington State, Consolidated positions are titled Consolidated Veterans Service Representatives (CVSRs), and their actions are included when referring to both DVOP and LVER actions throughout this plan.  

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: 
 

DESCRIBE HOW THE STATE INTENDS TO PROVIDE EMPLOYMENT, TRAINING AND JOB PLACEMENT SERVICES TO VETERANS AND ELIGIBLE PERSONS UNDER THE JVSG PROGRAM. 

The Veterans Individual Case Management Model (Figure 1) implemented statewide on December 1, 2013, ensures a standardized and integrated approach to assisting Veterans and other eligible persons with Significant Barriers to Employment (SBEs) in overcoming barriers and ultimately securing living wage employment. 

Non-JVSG staff: 

Once a Veteran or other potential eligible person is identified by non-JVSG staff (from any WorkSource entry point, including those provided through virtual services), they are informed of Priority of Service (POS), and are offered a Veteran screening questionnaire (either verbally or in writing) to self-attest barriers to meet eligibility for a referral to a DVOP or CVSR. The customer is offered a basic assessment for job readiness and further screened for potential eligibility of all programs within a local WorkSource. Once determined to meet DVOP eligibility, the customer is referred to the DVOP or CVSR. If the DVOP or CVSR is not immediately available, or the customer did not meet eligibility, the non-JVSG staff will begin providing basic level services and as mentioned earlier, screen for and refer to other programs of eligibility. 

 DVOP and CVSRs Staff: 

Whether meeting in-person or through virtual platforms, if the DVOP or CVSR determines, through a comprehensive or specialized assessment, the eligible Veteran or person is experiencing a SBE and they are motivated to overcome those barriers, the DVOP or CVSR will enroll them into case management services and begin development of an Individual Participant Plan (IPP). The IPP identifies specific and measurable short and long-term goals to overcome barriers to obtain suitable employment or financial stability.  An example of a measurable short-term goal could be Improving job search skills by attending Job Hunter Workshops this week, and a long-term goal could be Expunging law violations, which would include all the steps necessary to do so.  The IPP is a fluid document tool as it ebbs and flows with the new and continuing issues and needs that the client may face in meeting their goals over the course of case management.  This plan, other assessments, basic and individualized services, along with case notes are recorded in our management information system. 

Through consistent contact, DVOPs and CVSRs serve case managed clients at least once every 14 days to assist the client in obtaining their goal of employment, meeting more frequently depending on the barrier(s) the client is experiencing.  Individualized, one-on-one career services between the client and DVOP or CVSR are framed by customer-first service delivery, building for trust and rapport, and helping our clients overcome self-defeating behaviors and actions.  The DVOP or CVSR coordinates with the client and other AJC staff to co-enroll in other suitable programs such as Basic Food Employment Training (BFET), WIOA Dislocated Worker, Adult or Youth programs, WorkFirst, State Vocational Rehabilitation, and other local partner programs to address skill-based, educational, or support service gaps. The DVOP or CVSR collaborates with both internal and external partners during periods of co-enrollment while continuing to provide Individualized Career Services (ICS). Non-JVSG WorkSource staff providing ICS to Veterans in other programs will coordinate those services with the local DVOP or CVSR to provide a seamlessly integrated case management approach, including but not limited to, those instances when the DVOP or CVSR is on leave, or the position is vacant. 

An example of an external partner with a period of co-enrollment while continuing to provide ICS would be how a DVOP or CVSR works with partners who manage our state’s Homeless Veterans’ Reintegration Program (HVRP) grant programs. The HVRP resource, along with local shelters, food banks, community and faith-based organizations connect Veterans with support systems, paving a pathway towards employment. These have proven critical for not only those Veterans experiencing homelessness, but also for those Veterans transitioning from incarceration. Incarcerated and previously incarcerated Veterans (per VPL 03-14, Changes 1 & 2, and VPL 02-23) receive ICS and support through DVOP or CVSR case management. Many are eligible for HVRP, and in coordination with correctional institutions, local jails, or through Veterans Court programs aid and help them integrate back into society as a legitimate workforce talent source and contributing members of the community. 

Multiple activities take place in Washington State to aid the integration of services for Veterans and other eligible persons with SBEs. DVOPs assigned to major military installations outreach to and facilitate follow-up workshops with the Transition Assistance Program (TAP), the Soldier For Life transition assistance program, Joint Base Lewis McChord (JBLM) Family Resource Center, multiple Navy Fleet and Family Support Centers, and the Fairchild Airforce Base Airman and Family Readiness Center; to meet eligible Transitioning Service Members (TSMs), Veterans, and other eligible persons while also promoting the resources and services available to job seekers at WorkSource and other AJCs across the nation. This includes making warm handoffs to other state AJCs. 

The DVOPs out stationed to the American Lake Veteran Affairs medical center provide employment information and ICS to a large homeless Veteran population, in addition to ill, wounded, and injured Veterans using the facility. DVOPs and CVSRs across the state work closely with local Veteran coalitions that serve Veterans who are in crisis. These partnerships offer employment services coupled with ICS services to help Veterans overcome life and employment barriers to successfully enter the workplace or, in some cases, retain existing employment. 

A portion of outreach that DVOPs and CVSRs accomplish includes building and strengthening relationships with Veterans Navigators at colleges, universities, and other training centers. They partner in helping Veterans and other eligible persons with SBEs determine appropriate career paths based on interest and labor market information, ultimately leading to marketable skills and employment, and reducing the time between training completion and career employment.  

Depending on the many potential needs of the client, DVOPs and CVSRs assist Veterans and other eligible persons in moving forward with their lives, such as: 

• Skills identification (gained both inside and outside the military) and matching those skills through assessments with suitable career pathways. 
• Paving pathways for retraining, whether using VA education benefits (including Veteran Readiness and Employment [VR&E]), registered apprenticeships, or short-term training in addition to partial and on-occasion full funding sources. 
• Helping reframe how the client speaks about their military and civilian experiences, so they can quantify and qualify their most marketable skills, abilities, experiences, and knowledge for the specific careers they are pursuing. 
• Collaborate and coordinate with LVERS to assist job ready case managed customers to be introduced to hiring managers. DVOPs will provide LVERs with targeted resumes and position descriptions for submitted position applications. This gives the LVER the ability to promote Veteran talent to specific opportunities and different hiring authorities, while also introducing applicable tax credits, the YesVets and HIRE Vets Medallion Program (HVMP) initiatives and the overall benefits of hiring a Veteran. 

LVER and CVSRs and Business Service Teams: 

The LVER and CVSR work in collaboration with Local Workforce Development Boards (LWDB), Business Services Teams (BST), and the Washington State Small Business Liaison Team (SBLT) to help educate businesses on the talent offered by Veterans while creating access to and building opportunities for all Veteran job seekers. This may be in the form of conducting employer site visits, executing in-person and virtual hiring events with priority for Veterans, assisting with job postings, or coordinating On-the-Job Training (OJT) opportunities or work experiences for Veterans.  

Washington’s Statewide LVER is adept at overcoming the challenges that exist in developing relationships with our state’s largest employers, leveraging virtual tools to meet corporate stakeholders anywhere, providing warm handoffs to local area LVER and CVSRs through a collaborative and peer-type partnership. LVER and CVSRs use their Society for Human Resource Management (SHRM) memberships to develop hiring manager relationships and to promote WorkSource services to employers. LVER and CVSRs conduct outreach to employers at business centers of influence and professional organizations (such as SHRM) to engage employers in the Workforce system on a regular basis through presentations at industry focused events. As an example of how SHRM is leveraged, a LVER or CVSR can arrange a Veteran spot-light event at a local chapter meeting, allowing Veterans an opportunity to share their 60-second commercial and resumes to HR professionals in attendance.  

LVER and CVSRs utilize available lists of federal contractors/sub-contractors, Veteran, women, and minority-owned businesses, newly created business WorkSourceWA.com accounts, information provided through chambers of commerce, coordination with union, apprenticeship programs, and business organizations to proactively outreach, promoting training programs, credentialing, and licensing for Veterans. 

LVER and CVSRs also participate in cross functional teams to further build and maintain professional relationships, such as partnering with local employers to conduct mock interview workshops, job clubs, and other job search strategies. These activities have proven beneficial in providing employers a better appreciation for the challenges faced by Veterans in transitioning to civilian employment as well as providing employer’s insight to the benefits of military skills and experience while creating innovative ways to introduce Veteran talent to these employers.  

LVER and CVSRs additionally participate in the Washington State Military Transition Council’s Community of Practice for Apprenticeship and Career Connected Learning Committee to actively engage registered apprenticeships and other training providers to learn of and secure priority opportunities for Veterans and other eligible persons with SBEs a pathway into the trades.