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:
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:
DVOPs will be required to provide intensive services to eligible veterans and other eligible persons, as mandated in VPL 03-14, in order to meet their employment needs. They will prioritize services to special disabled and other disabled veterans as defined by 38 U.S.C. 4211. The Secretary of Labor has identified veterans, ages 18-24, as eligible for DVOP services because of this population’s high rate of unemployment. DVOPs will initiate and foster ongoing and active lines of communication with local organizations that provide services to targeted veterans groups or others with significant barriers to employment. They will be expected to actively maintain contact with County Veteran Service Officers and detention facilities within their area. Arkansas plans to increase outreach activities to Veterans Centers, Community Based Outreach Clinics, and other similar organizations and agencies that serve veterans in the identified target groups.
In conjunction with using Arkansas’ labor market information, DVOP specialists will be required to utilize the Transferable Occupation Relationship Quotient (TORQ) which is a web-based assessment system. TORQ assists in identifying a veteran’s knowledge, skills and abilities acquired during previous work experience. It then utilizes that information to rank alternative demand occupations based on the ability to easily move into that occupation by identifying any skills gap the veteran may have. The system combines Arkansas state and local labor market information, which includes the median wage and job outlook in the area for the suggested occupations, with O*Net knowledge, skills and abilities, and current job posting information (from Job Central, Simply Hired, Indeed and Arkansas Job Link) to provide veterans with the most relevant and up-to-date information and assist them in identifying any possible career change.
DVOPs will be required to work with veterans to provide assessments, develop individual employment plans, and manage referrals to services to address identified barriers to employment. DVOP specialists will be expected to provide a full range of services to veterans including but not limited to:
- Comprehensive assessment of skill levels and service needs;
- Development of an individual employment plan with identified employment goals;
- Appropriate achievement objectives and an appropriate combination of services for the veteran to achieve employment goals;
- Individual and group employment counseling, and career planning;
- Short term pre-vocational services that may include academic skills, communication skills, punctuality, personal maintenance skills, and personal conduct to prepare individuals for unsubsidized employment or training.
Once significant barriers to employment are identified by Wagner-Peyser staff, veterans will be directed to the nearest DVOP for a comprehensive assessment and the development of an Individual Employment Plan (IEP), if necessary. DVOP staff providing intensive case management services will be required to use Arkansas JobLink (AJL) to record services, case notes, referrals, and follow-up services.
Arkansas LVER staff will advocate, on behalf of veterans, with businesses and industries. LVERs will perform the full range of employer outreach activities outlined in VPL 03-14, which are offered through the workforce system. Staff will report outreach activities, on a quarterly basis, in the Manager’s Quarterly Report. This includes the facilitation of employment, training, and placement services furnished to veterans through the state’s employment service. They are, but are not limited to:
- Planning and participating in job and career fairs;
- Conducting employer outreach;
- Conducting job search workshops, and establishing job search groups;
- Coordinating with unions, apprenticeships programs and business 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.
LVERs will also have an active partnership with community-based organizations that provide or coordinate an array of services to veterans.
LVERs will inform AWC partner staff of current employment initiatives and programs for veterans. The LVER may also serve as part of the AWCs Business Services Team. The activities of the Business Services Teams, ideally, result in increased job developments and an increased demand for veterans that may reduce the length of time a veteran must rely on unemployment insurance compensation.