The American Legion Licensing and Credentialing Summit
Washington DC
February 2012
National Chamber of Commerce
Role of the Workforce System in Promoting Licensure
and Certification
of Service Members and Veterans
Bob Simoneau
NASWA
What is NASWA?
• National Association of State Workforce Agencies
• Represents Administrators of:
–
–
–
–
–
–
Unemployment Insurance laws
Employment Services
Job Training Programs
Labor Market Information
Veterans’ Employment and Training
Other Programs
MISSION of NASWA
• Promote -
• Engage
- in Liaison activities
• Facilitate
• Initiate
State Workforce Agencies
- information sharing
- training & development activities
SWAs SERVING VETERANS
• Jobs for Veterans State Grants
– DVOP and LVER
• Priority of Service for Veterans
– Wagner-Peyser (Employment Service)
– Workforce Investment Act (WIA)
– Other Programs
• Transition Assistance Program (TAP) Workshops
SWAs SERVING EMPLOYERS
• SWAs Serve Employers
– Solicit job openings – Reaching out
– Promote Hiring of Veterans
– Provide Technical Assistance
– Provide Resources and Tools
NATIONAL LABOR EXCHANGE
(NLX)
• What is the NLX?
• What does the NLX offer?
• Connecting Across State Borders
• Analytics:
– Developing Real-time Demand Information
– Traffic of Job Seekers
• Skills
• Location
• Interests
CREDENTIALING & LICENSING
• States’ Roles in Credentialing & Licensing
• Cross-Matching Tools for Occupational Codes
• Work with Governors’ Offices
Some State Initiatives
• Current Activity
• Planned Activity
• Challenges
Bob Simoneau
Deputy Executive Director
NASWA
(202) 434-8021
bsimoneau@naswa.org
USDOL / VETS
David B. Rich
Director
Mission of the Veterans’
Employment and Training Service
(VETS)
To provide Veterans and Transitioning Service members with the
resources and services to succeed in the 21st Century workforce
by maximizing their employment opportunities, protecting their
employment rights, and meeting labor market demands with
qualified Veterans.
Licensing and Credentialing Resources
 VETS Field Staff
 Jobs for Veterans’ State Grants (JVSG)
 Veterans’ Workforce Investment Program (VWIP) Grants
 Transition Assistance Program (TAP)
Jobs for Veterans Act (Public Law 107288)
 Jobs for Veterans Act, P.L. 107-288, requires priority of
service to veterans and spouses of certain veterans for the
receipt of employment, training, and placement services in
any job training program directly funded, in whole or in part,
by the Department of Labor.
 Amends the authorized activities of the Local Veterans’
Employment Representative (LVER) staff and Disabled
Veterans’ Outreach Program (DVOP) specialists.
Jobs for Veterans State Grants
(JVSG)
Approximately $160 million annually
Funds support almost 2,000 LVER staff and DVOP
specialist who provide intensive services for
Veterans and outreach to the business
community
Jobs for Veterans State Grants
(JVSG)
Located in One-Stop Career Centers in the 50
States, the District of Columbia, Puerto Rico, Virgin
Islands and Guam
Also assist Veterans who receive Vocational
Rehabilitation and injured and wounded Veterans
through the Recovery and Employment Assistance
Lifelines (REALifelines) Program
Nationwide Network
LVER staff facilitate the delivery of employment
and training opportunities and provide job
development services for Veterans while providing
employment outreach services to businesses and
organizations
DVOP specialists provide intensive services to
Veterans with barriers to employment
Veterans’ Workforce Investment Program
(VWIP)
 WIA Section 168 (29 U.S.C. 2913) authorizes VWIP
 Employment & Training Programs to meet the
employability and training needs of veterans:
 with service-connected disabilities;
 Veterans who have significant barriers to
employment including ex-offenders;
Veterans’ Workforce Investment Program
(VWIP)
 Employment & Training Programs to meet the
employability and training needs of veterans:
 veterans who served on active duty in the armed
forces during a campaign or expedition for which a
campaign badge has been authorized, and
 recently separated veterans (48 months).
VWIP Objectives

To provide services to assist in reintegrating
veterans into meaningful employment within the
labor force.

To stimulate the development of effective
delivery systems that will address the complex
employment problems facing veterans.
VWIP Nationally
 $9.6 Million Dollars authorized for Program
Year (PY) 2011 Programs funds 22 Grantees
Nationwide (17 of 22 must compete in 2012)
 $14.5 Million Dollars PY 2012, up to $12.8
million to be competed in Spring 2012
Transition Assistance Program
(TAP)
 2.5 days of Instruction for Separating Service Members
 Career self-assessment, guidance, and decision-making; Resume
Development; Job Search and Interviewing; Labor Market Information;
Licensing and certification
 Presented at military bases where separation occurs
 CONUS (including Alaska and Hawaii)
 OCONUS (Overseas)
Transition Assistance Program
(TAP)
 Facilitators




LVER staff/DVOP specialists/other State staff
Contracted Staff
VETS Federal Staff
Trained by the National Veterans’ Training Institute
TAP
-
Nationally (2011)
 4,203 TAP Employment Workshops conducted CONUS and
601 conducted overseas in FY 2011
 144,242 Transitioning Service Members and spouses attended
workshops in the U.S. and 11,876 were assisted overseas last
year
 9 Million to fund States or provides contract support to
facilitate TAP workshops
Thank You
Rich.David@Dol.Gov
U.S. DEPARTMENT OF LABOR’S NATIONAL
APPRENTICESHIP SYSTEM
Franchella Kendall
Chief, Div of Standards and National Industry Promotion
WHAT IS REGISTERED APPRENTICESHIP ?
 Combines structured paid on-the-job learning with related
technical instruction
 Guided by a specific set of standards
NATIONAL APPRENTICESHIP ACT (29 U.S.C. 50)
ESTABLISHED BY CONGRESS IN 1937
Secretary of Labor is authorized and directed
to formulate and promote the furtherance of
labor standards necessary to safeguard the
welfare of apprentices.
Extend the application of labor standards by
encouraging their inclusion in contracts of
apprenticeship
Registered Apprenticeship
Two Regulations
 Code of Federal Regulations (CFR) 29/29 Apprenticeship
Programs Labor Standards for Registration
 Revised October 2008
 CFR 29/30 promotes Equal Employment Opportunity in
Apprenticeship
Revisions to CFR 29/29
 Apprenticeship completion: Three Approaches
 -Traditional, time-based
 -Competency-based
 -Hybrid
How Do you Set Up an
Apprenticeship Program?
Network of Federal Regional, State and State
Apprenticeship (SAA) Directors and Training
Representatives to assist employers
REGISTERED APPRENTICESHIP
The Office Of Apprenticeship and State
Apprenticeship Agencies Provides Technical
Assistance To Industry In the Following Areas:





Analysis of overall training needs
Analysis of training content and work process development
Development of related instruction curriculum
Program evaluation
Development of Affirmative Action Plan and Selection
Procedure
REGISTRATION OF AN
APPRENTICESHIP PROGRAM
A company or an association, with or without union
involvement, registers their program with the Office of
Apprenticeship ). This is accomplished through a set of
Standards which established the parameters under which the
program will operate and includes but is not limited to:
 On-the job work process
 Related Instruction syllabus
 Progressive wage rates
 Expected work conditions
 EEO pledge
EXAMPLES OF RECOGNIZED
APPRENTICEABLE OCCUPATIONS
 Airframe and Powerplant mechanic
 Electrician
 Nurse Assistant Certified
 IT Generalist
APPRENTICESHIP CREDENTIALS
 “Certificate of Training”
(Intermediate skills recognition)
 “Certificate of Completion of
Apprenticeship”
MILITARY APPRENTICESHIP
PROGRAMS (ACTIVE DUTY)
 United Services Military Apprenticeship Program
(USMAP)
(Navy, Marines and Coast Guard)
Have over 124 apprenticeable occupations
registered
Currently over 63,000 Active Military are
participate this program
MILITARY APPRENTICESHIP
PROGRAMS (ACTIVE DUTY)
 United States Army Apprenticeship
Program—Culinary Arts
The American Culinary Federation (ACF)
joined with the U.S. Army to enhance its
current foodservice training program by
incorporating the American Culinary
Federation Education Foundation’s (ACFEF)
apprenticeship program into the Army’s
foodservice training program
Military Apprenticeship Program
 Army National Guard (GAPI)
Army National Guard officially partnered with the
U.S. Department of Labor to launch the Guard
apprenticeship Program Initiative (GAPI), to be
administered locally by states. The aim of this
civilian employment assistance effort is to bridge
the gaps (real and perceived) between Soldiers’
military training and the application of their
training in civilian employment.
VETERANS
 Military Direct Entry
Veterans who completed military technical
training school and participated in a registered
apprenticeship program, or completed military
technical training school in a recognized
apprenticeable occupation, during their military
service, may be given direct entry into the
apprenticeship program.
UNITED ASSOCIATION VETERANS
IN PIPING
 Partnership between the United Association
of Plumbers and Pipefitters and he U.S.
Military
 Provides returning Veterans with 16 weeks
of accelerated welding training
 Training is free to Veterans
 200 veterans have completed the training
 This is a component of their National
Guidelines for Apprenticeship Standards
HELMETS TO HARDHATS
 Program Places quality men and women
from the Armed Forces into promising
building and construction careers
 The National Joint Apprenticeship and
Training Committee for the Electrical
Industry has expanded their Qualification
for Apprenticeship Section in their National
Guidelines for Apprenticeship Standards
Advantage to the Employees
 Classes offered from a variety of venues including
community colleges
 Incremental Salary Increase
 National and State Recognized Credentials
Why it works—Benefits to
employer
 Provides an effective Return on Investment
(ROI) for recruiting & training
employees
 Apprentices are productive while learning
 Ensures that apprentices attain the latest
skills required for current and future jobs
 Provides credentials that validate skills and
competencies
www.doleta.gov/oa
https://21stcenturyapprenticeship.workforce3one.org/
Thank you!
Franchella Kendall
Chief, Division of Standards
and National Industry Promotion
Office of Apprenticeship
Kendall.franchella@dol.gov
Grant Shmelzer
Exec Director, IEC- Chesapeake
Mid-Atlantic Region
State
DE
DC
MD
PA
VA
WV
Federally
Approved
Program
Yes
Yes
Yes
Yes
Yes
Yes
State
Apprentice-ship
Council
Yes
Yes
Yes
Yes
Yes
No
Become a
journeyman
electrician
8,000 hours of on
the job training
completed a NEC
Class within prior
2 years and 4
8000 hours of on
the job training
8,000 hours of on
the job training
and 144 hours in
class
No licensing
requirement
Four years of
practical
experience in
the trade and
240 hours of
formal training in
the trade
8,000 hours of on
the job training
Become a
Master
Electrician
6 Years under a
master
electrician
Worked as an
electrician for 8
years; 4 as an
apprentice and 4
years as a
journeyman
electrician
7 years experience
and pass a state
trade exam
No licensing
requirement
7 Years under a
master
electrician
5 years
 Military Veterans are eligible for advanced standing in
IEC Chesapeake’s Apprenticeship Programs
 IEC Chesapeake also offers job placement for each
apprentice in the program
www.iecchesapeake.com
Fortis Institute
All-State Career
*Fortis College
*Landover Campus only
Tony daRosa
President, Fortis Institute
Woodlawn
Education for Skilled
Professions
Medical Assistants
Dental Assistants
Dental Hygienists
Pharmacy Assistants
Medical Office Assistants
Insurance Coders
Medical Billers
Radiology Technologists
Surgical Technologists
Commercial Drivers
HVAC Technicians
Electrical System Technicians
Computer Support Technicians
Cosmetologists
Massage Therapists
Aestheticians
Biotechnicians
And more...
For consumer information visit www.fortis.edu or www.allstatecareer.edu
Military experience and
training is a plus!
• Commercial Drivers
* Class A and Class B
• Radiologic Technologist
* program is accredited by the Joint Review Commission on Education in
Radiologic Technology (JRCERT)
• Surgical Technologists
* program is approved by Commission on Accreditation of Allied Health
Education Programs (CAAHEP)
Commercial Driver
“employment of commercial drivers is expected to increase nationally by about 13% from 2008
to 2018”.
(http://data.bls.gov retrieved on 2/2/12)
• Commercial Drivers’ License (CDL) is required
• Equivalent military specialty is Motor Transport (Army).
Due to state-by-state regulations, a military driver’s CDL is
not transferrable to a civilian CDL
Job growth and wage outcomes can and will vary by area of the country. Visit the Bureau of
Labor Statistics web site for local market information: www.bls.gov.
*Drive the Guard
at All-State Career
• Class A CDL Preparatory Driver Training
* 4 week customized training agreement
between All-State and the Maryland National Guard
• Entry into an industry with career opportunity
• We are proud of our job placement success rate
• Visit www.allstatecareer.edu for placement results
Radiologic Technologist
“employment of radiologic technologists is expected to increase nationally by about 17% from
2008 to 2018”.
(http://data.bls.gov retrieved on 2/2/12)
• Must
be certified by the American Registry of Radiologic
Technologists (ARRT)
• Equivalent military specialty is Radiology Specialist (Army).
Training is recognized/approved by ARRT; however, veterans
must complete approved course curriculum and pass
certification exam.
•Program prepares individuals for ARRT certification test
Job growth and wage outcomes can and will vary by area of the country. Visit the Bureau of
Labor Statistics web site for local market information: www.bls.gov.
*Radiologic Technologist
• 2 year program including clinical rotations
• Program prepares graduates to sit for the ARRT certification examination
• Fortis accepts direct transfer of applicable credits and military
experience
*program available in the Woodlawn location
Surgical Technologist
“employment of surgical technologists is expected to increase nationally
by about 25% from 2008 to 2018”.
(http://data.bls.gov retrieved on 2/2/12)
• Most employers prefer to hire Certified Surgical Technologists
• Equivalent military specialty is Surgical Services (AF). Training is not
recognized/approved by CAAHEP; veterans cannot become certified
without additional training and CST certification test.
Job growth and wage outcomes can and will vary by area of the
country. Visit the Bureau of Labor Statistics web site for local market
information: www.bls.gov.
Surgical Technologist
• 2 year program including clinical rotations
• Program prepares graduates to sit for the CST certification examination
• Fortis accepts direct transfer of applicable credits and military
experience
• programs vary by campus
Our Advantage
• Career-focused curriculum
• Nationally Accredited Institutions that vary by campus
• Fortis and All State Career will accept direct transfer of
applicable credits and military training
• Career placement assistance available for all graduates
Thank you for your time today!
For consumer information please visit:
www.fortis.edu or www.allstatecareer.edu
Contact Information
Bob Simoneau
- State WorkForce Agencies : bsimoneau@naswa.org
David B. Rich
- US DOL/VETS
: Rich.david@dol.gov
Kendall, Franchella
- ETA
:
Grant Shmelzer
- IEC Chesapeake
: GShmelzer@IEC-Chesapeake.com
Tony DaRosa
- Fortis Institute
: TDaRosa@edaff.com
Stan Seidel
- Easter Seals
: Sseidel@eseal.org
kendall.franchella@dol.gov