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Program and Compliance ManagementProgram and Compliance Management
Workshop: Workshop:
Serving Veterans within the Context of Priority of ServiceServing Veterans within the Context of Priority of Service
V I R T U A L L V I R T U A L L YY
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OUTLINEOUTLINE
• Introduction – About Veterans
• Serving Veterans – What American Job Center Staff Should Know
• Priority of Service – Getting it Right Every Time
• Policy Requirements
• Available Resources!
• Your Data / Your Story
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Introduction – Introduction – About VeteransAbout Veterans
Key DifferencesKey DifferencesVeteran and Non-Veteran AJC CustomersVeteran and Non-Veteran AJC Customers
• Over half of veteran participants at AJCs are 45+
• For veterans 45+ the EER is 40%
• For most age groups, unemployment rates for veterans are higher than for non-veterans
• Age and duration of military service interact to produce identifiable veteran subgroups
• Veterans of recent conflicts face new challenges in current labor market
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Facing Unique ChallengesFacing Unique ChallengesVeterans of Recent ConflictsVeterans of Recent Conflicts
• Heavy reliance of Armed Forces on Guard and Reserve units resulting in high numbers returning from deployments
– May need help with reinstatement of old job > Referral to VETS staff under USERRA
• Recent conflicts are resulting in disabilities such as PTSD and TBI
– Employers hesitant to take on risks
– Veterans hesitant to seek treatment and/or to disclose conditions for fear of consequences
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Most Helpful Workforce ServicesMost Helpful Workforce Services2010 Study of Key Veteran Subgroups2010 Study of Key Veteran Subgroups
Young and recently separated (UCX claimants): low intensity services, such as job search and referral
Mid-career, not recently separated (UI claimants): medium intensity services, such as job search and referral + career guidance
Older, recently separated (Retired): high intensity services like case management
Those with significant barriers (e.g., homeless): not included in study; referral to needed services
Question: Question:
How does How does this align this align with your with your
current current service service
design and design and delivery delivery
strategy?strategy?
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Serving Veterans – Serving Veterans – What AJC Staff What AJC Staff ShouldShould KnowKnow
What Local Staff Need to KnowWhat Local Staff Need to KnowPriority of Service Applies to ALL ServicesPriority of Service Applies to ALL Services
• POS applies to the full range of services offered by workforce programs
– Self-service*
– Staff-assisted core services
– Intensive services
– Training services
• POS is not restricted to program enrollment
*POS would apply to the extent access to
self-services is limited (e.g., computers in
resource rooms)
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What Local Staff Need to KnowWhat Local Staff Need to KnowExcluding Military IncomeExcluding Military Income
• Income earned while on active duty is disregarded when considering eligibility or low income status
– Also includes service-connected disability compensation
– See WIA Regulations (Sec. 667.255)
– Does not include DOD pension for retirees
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What Local Staff Need to KnowWhat Local Staff Need to KnowCoordinating Benefits to Fund TrainingCoordinating Benefits to Fund Training
• WIA requires coordination of “other grant assistance” when funding training (e.g., Pell grants)
– VA benefits such as the GI Bill are not other grant assistance,” meaning veterans do not have to exhaust VA benefits as a condition for receipt of WIA training
• TEN 29-11 (2/16/12) – Post-9/11 GI Bill
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What Local Staff Need to KnowWhat Local Staff Need to KnowVerification of Veteran StatusVerification of Veteran Status
• POS emphasizes immediate delivery of services to veterans and eligible spouses, not verification of status
• While awaiting verification, program staff may provide services on a priority basis, including intensive services
• While awaiting verification, services based on outside resources (such as classroom training) may not be delivered on a priority basis
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Priority of Service – Priority of Service – Getting it Right Getting it Right
Every TimeEvery Time
Highlights—What POS Highlights—What POS Actually MeansActually Means
• “Priority”
– Veterans and eligible spouses are entitled to precedence over non-covered persons to services – in other words, a covered person either receives access to a service earlier or earlier or instead ofinstead of the non-covered person
• If a non-covered person is already enrolled, POS does not mean that the veteran or eligible spouse can bump that individual
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How It Works Across ProgramsHow It Works Across Programs
• Universal Access Programs – No eligibility criteriaFirst priority level – Veterans and Eligible SpousesSecond priority level – Non-covered persons
• Programs with Eligibility Criteria – Conditions that all participants must meet (e.g., WIA DW)
First priority level – Veterans and Eligible Spouses who meet eligibility criteria
Second priority level – Non-covered persons who meet eligibility criteria
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Policy Policy RequirementsRequirements
From Joint GuidanceFrom Joint GuidancePolicies Needed!Policies Needed!
• “…recipients … should review and, if necessary, enhance their current policies and procedures to ensure that adequate protocols are in place.”
• “Each state … must develop policies for the delivery of [POS] by all qualified job training programs…”
• “[Policies] must require that processes are in place to ensure that veterans and eligible spouses are identified at the point of entry…”
• “Written copies of local [POS] policies should be maintained at all service delivery points…”
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Monitoring Priority of ServiceMonitoring Priority of Service
• The regulations require joint monitoring by:The Veterans’ Employment and Training Service
(VETS)
The Employment and Training Administration (ETA) as the DOL agency responsible for the program’s administration and oversight
Policy not yet developed but it’s comingSome regions use DV reviews as opportunity to
assess compliance with POS including R4
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Issues from Regional Data Issues from Regional Data Validation ReviewsValidation Reviews
• No priority of service provided
• Lack of signage /appropriate notification
• No/Outdated policies at state and/or local levels
• Requiring 180 days of active duty service
• Requiring a DD-214 before POS can be applied
• Veterans immediately shepherded to VETS staff
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RecommendationsRecommendations
• Review/Revise/Refine policies and procedures NOW
• …or develop them
• Get assistance from VETS
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Available Available Resources!Resources!
NRD – Veterans Job BankNRD – Veterans Job Bank
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www.nrd.gov
• Co-managed by DOL, VA, DoD
• Gives veterans the ability to search for jobs from thousands of military-friendly employers worldwide based on keyword, MOC (military occupation code) and/or location
• Easy to use tool to help veterans find job postings from companies looking to hire them
• >1M jobs posted and still growing
– Companies can post their announcements
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My Next Move for VeteransMy Next Move for Veterans
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www.MyNextMove.org/vets
• Allows veterans to enter their MOC and discover civilian jobs where their skills translate
• Veterans can browse over 900 career options
• Contains user-friendly information such as:– Who’s hiring in the area
– Overall hiring outlook in the area
– Earnings for different jobs
– Where to receive training needed to get hired
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Veterans’ Retraining Assistance Veterans’ Retraining Assistance Program – VRAP Program – VRAP
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Approved ApplicationsApproved Applications
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In TrainingIn Training
Gold Card InitiativeGold Card Initiative
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• Joint effort of ETA and VETS
• Entitles every post-9/11 veteran to get six months of one-on-one job assistance at an American Job Center
– Career assessments
– Individual Development Plans
– Direct referrals to open jobs
– Interview coaching
– Training referrals
• Our experience shows that veterans who get one-Our experience shows that veterans who get one-on-one job assistance have much greater success on-one job assistance have much greater success launching civilian careerslaunching civilian careers
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Gold Card Initiative HighlightsGold Card Initiative Highlights
IVMF PublicationIVMF Publication• Institute for Veterans and Military Families at
Syracuse University• IVMF published, in collaboration with a large cross-
section of the nation’s leading employers of veterans and military family members– Guide to Leading Policies, Practices & Resources: Guide to Leading Policies, Practices & Resources:
Supporting the Employment of Veterans and Supporting the Employment of Veterans and Military FamiliesMilitary Families
• Services to veterans• Innovations tied to recruitment, assimilation, retention
and advancement in the workforce• Best practices• Licensing and certification• Small business partnerships
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WOTCWOTC
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For State and Local StaffFor State and Local StaffOn-Line TutorialOn-Line Tutorial
• Short, interactive tutorial providing highlights regarding– Service to veterans– Reporting services to veterans– Providing priority of service to covered
persons
• www.doleta.gov/performance Look under “Tutorials”
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Your Data / Your StoryYour Data / Your Story
Just to Clarify Up FrontJust to Clarify Up Front
• This is WIA data, not Labor Exchange data
• Information from public WIASRD file
– Four quarters of data through PY12 Q1
• It’s the data reported by your state, which begins with data collection at the AJC level
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WIA Service Levels for WIA Service Levels for VeteransVeterans
StatesStates NEW (Veteran) ParticipantsNEW (Veteran) ParticipantsQtr Ending
12/31/11Qtr Ending
3/31/12Qtr Ending
6/30/12Qtr Ending
9/30/12
Montana 18 21 12 7
North Dakota 4 9
South Dakota 15 27 17 27
Utah 3,402 4,985 2,435 4,537
Wyoming 5 5 6 8
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WIA Service Levels for WIA Service Levels for Veterans (2)Veterans (2)
StatesStates Veterans Veterans SERVED*SERVED*Qtr Ending
12/31/11Qtr Ending
3/31/12Qtr Ending
6/30/12Qtr Ending
9/30/12
Montana 245 233 205 166
North Dakota 30 24 26 22
South Dakota 77 95 97 102
Utah 12,272 15,369 16,652 19,205
Wyoming 27 28 29 34
Served = new participants plus those already on board
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Receipt of Staff-Assisted Services Receipt of Staff-Assisted Services by (New) Veteransby (New) Veterans
Numbers Numbers ServedServed VeteranVeteran Disabled Disabled
VeteranVeteranRecently Recently
SeparatedSeparated
Montana Staff Assisted Services 514 58 7 10 Core 13 1 Intensive 225 18 4 4 Training 276 39 3 6
North Dakota Staff Assisted Services 306 13 3 Core 2 Intensive 80 4 2 Training 224 9 1
South Dakota Staff Assisted Services 1,067 86 17 5 Core 551 51 10 4 Intensive 219 12 3 1 Training 297 23 4
Utah Staff Assisted Services 176,397 15,359 2,290 2,338 Core 146,046 13,405 2,060 1,947 Intensive 26,542 1,815 218 363 Training 3,809 139 12 28
WyomingStaff Assisted Services 317 24 2 5 Core Intensive 48 6 2 Training 269 18 2 3
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Looking at Provision of Staff-Looking at Provision of Staff-Assisted Services Over Time as a Assisted Services Over Time as a
Proxy for Looking at POS*Proxy for Looking at POS*
StatesStates Percentage of NEW Veterans Receiving Percentage of NEW Veterans Receiving Staff-Assisted ServicesStaff-Assisted Services
Qtr Ending 12/31/2011
Qtr Ending 3/31/2012
Qtr Ending 06/30/2012
Qtr Ending 09/30/2012
Montana 12.1% 11.7% 9.7% 11.5%
North Dakota 0.0% 4.3% 7.8% 0.0%
South Dakota 7.9% 8.1% 6.4% 9.7%
Utah 7.3% 6.9% 6.4% 23.1%
Wyoming 8.5% 6.3% 8.3% 7.5%
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*The Full Story*The Full Story
Qtr Ending 09/30/2012
Qtr Ending 06/30/2012
Qtr Ending 3/31/2012
Qtr Ending 12/31/2011
Rec'd Staff-
Assisted Service
%age of veterans
Rec'd Staff-
Assisted Service
%age of veterans
Rec'd Staff-Assisted Service
%age of veterans
Rec'd Staff-
Assisted Service
%age of veterans
Montana New Participants 61 124 180 149 Veteran 7 11.5% 12 9.7% 21 11.7% 18 12.1% Not a Veteran 54 112 159 131 North Dakota New Participants 23 115 93 75 Veteran 9 7.8% 4 4.3% Not a Veteran 23 106 89 75 South Dakota New Participants 279 266 332 190 Veteran 27 9.7% 17 6.4% 27 8.1% 15 7.9% Not a Veteran 252 249 305 175 Utah New Participants 19,615 37,934 72,369 46,479 Veteran 4,537 23.1% 2,435 6.4% 4,985 6.9% 3,402 7.3% Not a Veteran 15,078 35,499 67,384 43,077 Wyoming New Participants 106 72 80 59 Veteran 8 7.5% 6 8.3% 5 6.3% 5 8.5% Not a Veteran 98 66 75 54
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Uniform National Uniform National Threshold EER for Threshold EER for
VeteransVeterans• Final Rule published 3-11-13
• Uniform National Threshold Entered Employment Rate (UNTEER) for veterans for use in evaluating state performance in assisting veterans to meet their employment needs (WP and JVSG, not WIA)
• States’ Actual EER compared to UNTEER
– If below [90%] threshold, it may reflect a deficiency in performance or factors beyond state control
• If deficiency, there is a procedure for CAPs and delivery of TA
• Effective May 10, 201340
