Jobs for Veterans State Grants Program

The DVOP specialist provides intensive services to both, unemployed veterans, with SBEs, and who require such services to obtain employment; and to employed participants, with SBEs, who require such services to obtain or retain employment, leading to self-sufficiency. The DVOP specialists have placed maximum emphasis on assisting veterans who are economically and/or educationally disadvantaged. The DVOP facilitates the provision of direct services to eligible veterans and eligible spouses, requiring intensive services by providing career guidance, counseling, and additional assessments to identify training/ employment needs; individual employment plans; Job development; job-search assistance; and outreach activities to locate veterans, who could benefit from DVOP intensive services.

Serving Chapter 31 Veterans

When the Department of Veteran Affairs Vocational Rehabilitation and Employment (VR&E) program refers a participant to the state’s designated Central Point of Contact (the Intensive Service Coordinator), determines the closest American Job Center to the veteran’s residence and forwards the referral to the American Job Center supervisor. The supervisor assigns the referral to the appropriate DVOP staff member, who contacts the VA Case Manager, and informs them that they are assigned to work with the specific veteran. The DVOP contacts the veteran to describe the support and assistance available to them, and invites them to come to the American Job Center to discuss their job search, as it relates to the training and education received. The DVOP staff continues to maintain contact with the veteran for at least 60 days following entered employment.

DVOP Specialists

All Kansas DVOP specialists have/ will received extensive training in how to facilitate intensive services for disabled veterans with barriers to employment, through the National Veterans Training Institute (NVTI), within 18 months of their hire. Additionally, all new hire DVOP Specialist receive Ramp-UP training from the State Veteran Service Manager, which includes the history of the Wagner-Peyser, Employment Services, and the JVSG staff. This training also includes local operations, as they relate to all active and current VPLs, chapters 41 and 42 of Title 38. Other trainings includes that of which is conducted at the annual training conference, which includes staff development and skills improvement, integrated service models and their unique roles, effective intensive service delivery models, and other program related information sharing/ strategic planning/ performance measuring/ and systems training. Lastly, local job center training takes place by local managers and the One-Stop partners, which highlight location specific practices and our partners’ operations.

Primary Duties

DVOP specialists are primarily assigned to facilitate intensive services and facilitate placements to meet the employment needs of veterans, prioritizing service to special disabled veterans, other disabled veterans, and veterans with significant barriers to employment (SBEs); and other categories of veterans in accordance with priorities of VPLs 07-10, 01-14, 03-14 and 04-14. Other additional services that DVOP specialists provide to veterans with SBEs include a combination of the following: career guidance; comprehensive assessment; individual employment plan; job development contacts; referral to jobs; referral to training and supportive services; and conducting outreach activities to locate veterans and other eligible persons.

DVOP Targeted Services

DVOP Integration

Kansas has integrated all DVOP specialists into the American Job Center One-Stop system, by assigning one or more DVOP specialists to each Workforce Center. Kansas has assigned a DVOP specialist to the Manhattan Vet Center 40 percent of the time. Additionally, the AJC, One-Stop partners are included in the intake process for JVSG DVOP services. Upon entering the AJC, veterans are met by a front desk staff member, who asks several questions to help identify veterans and their needs. Upon identify the veteran’s purpose for visiting the AJC, staff conducts intake assessments to identify any significant barriers preventing employment. Upon identifying SBEs, partner staff refers the veteran to the DVOP using a paper document and the AJC’s operating system KANSASWORKS referrals. Those veterans who do not have SBEs, however still require employment services, are provided services by our AJC staff, and not from a DVOP. Furthermore, when necessary, LVER staff is often consulted with by AJC staff regarding military, DD-214, and other language translation; in addition to other employment/ service related questions, as needed.

JVSG, DVOP/ LVER, integration into the One-Stop extends beyond co-location. Veterans seeking services at a rural AJCs, that do not have DVOP or LVERs located within at that particular AJC, still receive priority of service. After staff identifies a veteran, AJC staff conducts initial needs assessment, which registers the veteran into KANSASWORKS, identifies the veteran’s needs and determines if additional assessments are necessary. Upon completing the registration and identifying the initial needs, a Veterans Intake Form is completed, which ask questions to help identify SBEs and additional barriers that may require intensive services from a DVOP. Upon identifying that the veteran has SBEs, the Veteran’s Intake Form and a referral form are forwarded to an assigned DVOP located in that region. The DVOPS within 24 hours, the DVOP makes contact and schedules an appointment to meet with the veteran, and proceeds with the subsequent intensive services. While the DVOP is making contact and scheduling the meeting, a list of core services will be provided by the One-Stop, to help address the veteran’s initial needs.

DVOP specialists and/or WIOA partner representative are assigned 100 percent of the time to the Fort Riley and Fort Leavenworth, and McConnell Air Force Base’s Military Transition Facility (MTF) and Wounded Warrior Transition Unit/Battalion (WTB). The State of Kansas, through its integrated service delivery system, has some functional supervisors of DVOP specialists, who are employed through the One-Stop Operator, leading to closer integration. Veteran staff performance is monitored by Commerce and performance evaluations are completed by merit staff.

Identifying and Assessing Veterans for Intensive Services

Individuals entering the American Job Center are met with signage and are encouraged to identify themselves as veterans. Additionally, a front-desk American Job Center representative provides an appropriate greeting, and inquires by asking, "Have you or your spouse ever served in the Military?" When a veteran is recognized, they will complete an initial intake assessment, performed by Wagner-Peyser staff, and upon determining eligibility (disabled veteran or with a SBE), he/she is immediately referred to the DVOP specialist to receive intensive services, based on the veteran’s needs. Other intake processes, for example a Chapter 31 Veteran may circumvent the above intake/ referral process, based on their eligibility, predetermined by federal regulations that states JVSG will provide employment to Chapter 31 VR&E veterans. However despite their intake process, all veterans remain entitled to, and will receive, Veteran Priority of Service and subsequent staff assisted services.

The DVOP specialist utilizes a case management process, in which they provide the following services: comprehensive assessments, individualized employment counseling, career guidance, and the development of an individual employment plan. This individualized employment plan will include appropriate apprenticeship, other on-job training, and additional education opportunities, as needed to help the veteran overcome their significant barrier to employment. After assessing the needs and a plan is developed, the DVOP will reassess and may identify additional non-intensive services needed, which will require the DVOP to refer veterans to services provided by local partners, agencies, and other employment/ training program providers.

LVER Staff

All Kansas LVER staff has received extensive training in how to engage employers through the National Veterans Training Institute (NVTI), within 18 months of their hire. Additionally, all new hire LVERs receive Ramp-UP training from the State Veteran Service Manager, which includes the history of the Wagner-Peyser, Employment Services, the Jobs for Veterans Act and JVSG staff roles and responsibilities. This training also includes local operations, as they relate to all active and current VPLs, chapters 41 and 42 of Title 38. Other training include the annual training conference, where we will address staff development and skills improvement, integrated service models and their unique roles, effective intensive service delivery models, and other program related information sharing/ strategic planning/ performance measuring/ and systems training. Lastly, local workforce center training is provided by local managers and the One-Stop partners, which highlights location specific practices and our partners’ operations.

Primary Duties

The primary role of LVER staff, at the Kansas AJCs, is to conduct outreach to employers in the area, to assist veterans in gaining employment. Additionally, LVERs promote, plan and participate in job fairs and seminars for employers. Furthermore, LVERs promote veterans as job ready candidates, who have highly marketable skills and experience. Kansas LVERs advocate for veterans by promoting employment and training opportunities, coordinating with other business outreach representatives in the AJC to facilitate and promote employment, workshops, job searches, establishing job groups in conjunction with employers, and leverage other employment opportunities for veterans. Kansas LVERs establish, maintain, and facilitate regular contact with federal contractors, unions, apprenticeship programs and businesses or business organizations. Additionally our LVERs provides educational training to AJC staff, additional employer based training and other outreach services, in accordance with VPL 07-10 and VPL 03-14. The Department of Commerce ensures that there are no blending of roles, whereas LVERs provide monthly activity reports to the State Manager and are often consulted with by AJC supervisors about their activity. Furthermore, LVERs are encouraged to utilize referrals and other resources, such as the Department of Commerce/ KANVET Hire a Veteran Pledge program as a resource to locate veteran friendly businesses/ employers, who are seeking veterans first, to employ.

Employer Outreach

LVER staff establishes, maintains and facilitates regular contact with employers, to include federal contractors, and promote the advantages of hiring veterans, all the while seeking other employment and training opportunities for veterans. As part of their responsibility, LVER staff advocates, on behalf of all veterans to employers and labor unions to employ and provide on-the-job training and registered apprenticeship programs for veterans; advises employers of veteran’s issues; and plans and participates in job fairs to promote veterans to employers. The overall outcome expected for employer contacts is to increase employment, promotion and retention for veterans.

Additionally, a schedule is created by the LVER, approved by the state manager and local supervisors, for employer outreach. These measures are in place to ensure that the LVER is out of the office and searching for employment opportunities for veterans. With the intent to provide quality services, these measures also provide a basis for which the state manager and local supervisor can follow-up with the business to ensure that their needs are met.

LVERs are encouraged to use modern technology, such as social media, to locate employers who utilize these systems as their primary means to locate qualified candidates. Upon identifying employment opportunities, the LVERs are encouraged to outreach/ make contact with these businesses and promote hiring our job-ready veterans. This method has been successful, and runs parallel with many Kansas businesses, which have changed their job posting/ searching methods. However, LVERs are aware of the importance, and are encouraged, to primarily perform their employer contacts, in-person.