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  • 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:

Planned Deployment of Grant–Funded Staff

JVSG funds allocated to Alabama this year will support 25 Full–Time Equivalent (FTE) DVOP positions and 10 FTE LVER positions. All LVER and DVOP representatives are state merit system employees. LVERs and DVOPs will be assigned to Alabama Career Centers in the American Job Center (AJC) network, and other service delivery locations where mediated labor exchange activities are provided to the public, to ensure maximum effectiveness and complete integration of grant activities and services on behalf of veterans.

As described in Title 38 U.S.C. Chapter 41, LVERs and DVOPs have distinctly different roles and responsibilities in support of Priority of Service to veterans and Eligible Persons in service delivery programs carried out by the AJC. The activities and functions of LVERs and DVOPs funded under the grant will be carried out in strict adherence to the Wagner–Peyser Act, as amended, the Workforce Innovation and Opportunity Act, and Title 38 U.S.C., Chapter(s) 41 and 42, as amended by the VOW to Hire Heroes Act, Public Law 112–56, and will be subject to the provisions of the grant, and supplementary operating requirements that may be promulgated through Veterans Program Letters (VPLs), and related guidance from Veterans Employment and Training Service. All LVER and DVOP representatives as required by the Jobs for Veterans Act, as amended, will attend training at the National Veterans Training Institute (NVTI) within 18 months of their hire date. Applications for NVTI mandated training will be submitted by the AJC manager to the State Director, Veterans Employment and Training Service, or designated NVTI coordinator, within one month of the hire date. LVER and DVOP assignments are made in consultation with the DVET.

DVOPs are to be located in proximity to community organizations and other entities serving veterans with significant barriers to employment (SBE), and where DVOP outreach is effective at locating veterans and eligible persons with SBEs in need of intensive services and case management, as prescribed in current VPL guidance, such as locations within the U.S. Department of Veterans Affairs that provide medical and benefits services, other U.S. Department of Labor grant recipients offering services to homeless veterans and veterans transitioning through ex–offender programs, with an emphasis on extending outreach to veterans and eligible persons who are educationally and economically disadvantaged. DVOPs assigned to work for managers of Alabama Career Centers in the American Job Center network will accept only veteran–clients referred by a career center representative and determined to have an SBE, as per the definition.

Alabama will fill LVER–DVOP vacancies by selecting applicants from hiring registers for the Employment Service provided by the State Personnel Department that only list qualified veterans and disabled veterans. Alabama, in consultation with the DVET, will immediately fill unplanned and unscheduled LVER–DVOP vacancies on a temporary basis with individuals who are currently in staff and are statutorily qualified for the LVER or DVOP position until a qualified veteran or disabled veteran can be hired on a permanent basis through the state merit system. This approach will help to keep planned expenditures on target and ensure that grant funds are applied at the planned locations as intended for providing services to veterans.

DVOP Staff

DVOP duties will be assigned in accordance with 38 U.S.C. § 4103A, as amended by VOW to Hire Heroes Act, Public Law 112–56. DVOPs are Employment Service (ES) staff, with principle duties to carry out intensive services to meet the employment needs of eligible veterans, and the following priority in the provision of services: (a) Special disabled veterans, (b) Other disabled veterans, (c) Other eligible veterans determined as priority, taking into account applicable rates of unemployment and the employment emphasis for covered veterans under federal contracts. DVOPs service only veterans with significant barriers to employment (SBE) as defined by current VPL guidance. Veterans using self–service to register on the Internet–based Alabama Job Link (AJL) will be identified from reports prepared for AJC managers to determine if the veterans may have a SBE and could benefit from DVOP follow up and intensive services.

DVOP Roles and Responsibilities Listed by Task and Activities:

Intensives Services

• DVOPs will facilitate intensive services under a strategy of case management to veterans with special employment and training needs due to a SBE, as defined by current VPL guidance. These services may include any combination of services listed below, but at a minimum, an assessment of employability and a written employment plan are required in a program of case management. All services are to be documented including, assessment, career guidance, and coordination with supportive services, referrals to job training, and referral of “Job Ready” clients to career center job placement specialists. • DVOPs prioritize services to veterans with SBEs who are economically and educationally disadvantaged, veterans enrolled as clients in a program of vocational rehabilitation administered by the U.S. Department of Veterans Affairs, veterans who are homeless, and other veterans identified as needing individual assistance and case management as determined by the Assistant Secretary for Veterans Employment and Training Services. • DVOPs develop and promote apprenticeship and OJT positions for veterans with SBEs. • DVOPs provide technical assistance to community–based organizations for employment and training services to veterans with SBEs. • DVOPs provide vocational and career guidance to veterans with SBEs. • DVOPs provide ES case management to veterans with significant obstacles and challenges to employment.

Outreach

• DVOPs will conduct outreach activities or providing services at alternative service locations to locate candidates who could benefit from intensive services and market these services to potential clients in programs and places such as Vocational Rehabilitation and Employment (VR&E), Homeless Veterans Reintegration Project (HVRP), and U.S. Department of Veterans Affairs (VA) hospitals and Vet Centers, with an emphasis on meetings the needs of those who are unable to obtain employment through core services.

Referral to Training

• DVOPs will work with Homeless shelters, civic and community agencies, Workforce Innovation and Opportunity Act (WIOA) partners in the American Job Center network, vocational rehabilitation agencies, the Alabama Industrial and Development Training (AIDT) program, and other training providers to locate and refer veterans to job–driven training and apprenticeship programs AIDT program. Veterans having a SBEs will be referred to DVOPs for intensive services. DVOPs will also be assigned to orientation sessions hosted by the U.S. Department of Veteran Affairs, Vocational Rehabilitation and Employment (VR&E) to assist potential VR&E clients to make good choices in their Chapter 31 occupational and career training.

LVER Staff

LVER duties will be assigned in accordance with 38 U.S.C. § 4104, as amended by the VOW to Hire Heroes Act, Public Law 112–56, the Special Grant provisions of the JVSG, and VPL 03–14 and 04–14, to exclusively benefit veterans and eligible persons by promoting the advantages of hiring veterans to employers, employer associations, and business groups, as well as those duties that facilitate employment, training, and placement services furnished to veterans through the career center within the American Job Center (AJC) network of providers.

LVERs are assigned as team members in Business Service Units to (1) advocate for all eligible veterans and Eligible Persons served by the AJC with business, industry, and other community–based organizations by participating in appropriate outreach activities such as job and career fairs, conducting job search workshops with employers, employer summits, coordinating with unions, apprenticeship programs and business organizations to promote and secure employment and training programs for all veterans and Eligible Persons; and (2) facilitate employment, training, and placement services furnished to veterans through the labor exchange services offered under the Wagner–Peyser Act and the Jobs for Veterans Act , as amended (Ref. 20 CFR part 1010.)

The purpose of conducting outreach to employers in the area is to develop relationships, jobs, training, or training opportunities for veterans and eligible persons and the purpose of conducting seminars and establishing self–directed job search work groups is to ensure a greater number of eligible veterans and eligible persons have the skills needed to find employment. Specific duties of LVERs are negotiated with the DVET.

Alabama LVER Roles and Responsibilities Listed by Tasks and Activities:

Expanding Capacity of the Workforce development System to Assist Veterans

• LVERs will assist and facilitate in expanding the capacity of other career center partners in the American Job Centers in providing assistance and training to veterans and Eligible Persons by taking actions to ensure veterans are provided easier access to the full range of labor exchange services needed to meet their employment and training needs. • LVERs will work with other workforce development providers to develop their capacity to recognize, and respond to these needs. Responsibilities may include the following activities: Train other staff and service delivery system partners to enhance their knowledge of veterans’ employment and training issues and promote the participation of veterans in employment and training, and refer veterans to training, supportive services, and educational opportunities with Career Center (One–Stop) partners and other community providers. Advocate for Veterans with Employers with Educational and Training Providers, Unions, Apprenticeships Programs, and the Business Community to Promote Employment and Training Opportunities for Veterans.

• AJCs will promote job–driven apprenticeship training to veterans under the GoBuildAlabama initiative offered through unions and the Alabama Construction Recruitment Institute. Established by the Alabama Legislature to increase outreach to unemployed and under–employed, and expand the involvement of community leaders, employers, labor unions, training programs, and veterans’ organizations, the GoBuildAlabama program is an excellent opportunity for veterans to enter OJT and apprenticeship in the trades, in addition to employment and training programs funded under WIOA. • LVERs will maintain current information on employment and training opportunities. • LVERs will plan and participate in job fairs and employer summits to promote veterans. • LVERS will encourage streamlining of credentialing and licensing for veterans with military training comparable to the requirements of credentialing agencies and entities.

Outreach to Employers on Behalf of Veterans

• LVERs as team members of Business Service Units will develop employer relations contact plans for career centers in the AJC network, to include identifying federal contractors and recruit jobs for all veterans from local employers. • LVERS will establish, maintain, or facilitate regular contact with employers to develop employment and training openings for all veterans. • LVERS will monitor job listings by federal contractors and encourage the referral of qualified veterans who may not have been referred to those job by the Alabama Job Link automated notification/referral system.

Monitor, Evaluate and Advise Management on Services and Training to Veterans

• LVERs are administratively responsible to managers of employment services provided by career centers within the AJC network, and will assist the managers in developing quarterly reports regarding compliance with law and regulations in respect to special services and Priority of Service (P–O–S) for eligible veterans and Covered Persons. Consistent with Special Provisions of the LVER grant and Title 38 USC, quarterly reports will be forwarded by AJC managers, through the line of administrative authority, to the Director of Veterans Employment and Training (DVET) regarding compliance with federal law and regulations with respect to special services and Priority of Service for eligible veterans and Covered Persons in the provision of employment services and training, as per 20 CFR part 1010. • LVERs will perform self–appraisal of procedures and outcomes with respect to negotiated performance measures and compliance with the law, applicable regulations, and state directives and federal grant provisions. • LVERs will analyze recorded performance data made available to them through the AJC Veterans Reports for the career center/AJC to which assigned to determine accomplishments or shortcomings towards meeting the state’s negotiated performance measures for outcomes.