Veterans’ Program Staff Training
Priority of Services &
Case Management
Objectives

Understanding of Priority of Services entitlement
Veterans and Covered Persons

Understanding Intensive Services and Case
Management

Using Tools in Employ Florida Marketplace (EFM)

Understanding of Perfomance Monitoring

Understanding Strategies for Success

Awareness of the State’s Areas of concern
for
References

Title 38, United States Code Section 101(2) (38 U.S.C.
38 U.S.C.; 38 U.S.C., Chapters 41 and 42
101(2));

CFR Part
Priority of Service for Covered Persons Final Rule, 20
1010, Fed. Reg. 78132 Dec. 19, 2008

Jobs for Veterans Act (JVA) – P.L. 107-288

Veterans’ Program Letter No. 07-09
(Implementing Priority)

Training and Employment Guidance Letter No. 10-09
(Implementing Priority)

Training and Employment Notice No. 15-10
(Protocol for Implementing)
What is Veteran’s Priority of Service?
The right of eligible veterans and covered persons to take
precedence over non-covered persons for the receipt of
employment, training, and placement services provided under
qualified job training programs. Furthermore; eligible veterans or
covered persons shall receive access to services or resources earlier
in time than the non-covered person.
Possible Misunderstanding
Priority can be confused with Preference and Veterans Program Eligibility
There is a difference!
 Priority Of Service applies to any program or service for workforce
preparation, development, or delivery that is directly funded, in whole or
in part, by the DOL
 Veterans Preference in hiring is special consideration to eligible veterans
looking for employment with the Federal Government
 Veterans Program eligibility for DVOP/LVER services in the one stop
career centers is established by the definitions for the program
5
Identifying Veterans
Priority of Service requires the broad definition of veteran
found in 38 U.S.C. 101(2)
The term “veteran” means a person who served at least one day in the active
military, naval, or air service, and who was discharged or released under
conditions other than dishonorable
(Functionally equivalent to WIA & applies to WIA program eligibility)
________________________________________________________
Differs from Wagner-Peyser definition of “eligible veteran”
Which includes 180-day criterion and applies to Jobs for Veterans program
eligibility and Wagner-Peyser program reporting
Identifying Eligble Spouses
In general, an Eligible Spouse is defined as:
 The spouse of a person who died of a service - connected disability
 The spouse of any member of the Armed Forces serving on active duty
who is missing in action
(90 Days), captured in the line of duty, or forcibly detained in the
line of duty by a foreign government or power
 The spouse of any person who has a total disability, permanent in
nature, resulting from a service- connected disability or died while a
disability was in
existence
7
Verification of Eligibility
It is neither necessary nor appropriate to require verification of the status of a
veteran or eligible spouse at the point of entry, unless the individual who selfidentifies:
a) is to immediately undergo eligibility determination and be registered or
enrolled in a program; AND
b) the applicable federal program rules require verification of veteran or
eligible spouse status at that time.
Informing Covered Persons
Florida’s eligible veterans and eligible spouses will be notified of programs
and/or services available at the
point of entry
Point of entry includes but is not limited to:
Physical locations, such as One Stop Career Centers
Employ Florida Marketplace Web Site
Career/Jobs Fairs
Mass Recruitments
Service Delivery
Remember
Veterans’ Priority of Service
is
EVERYONE’s
Responsibility
Initial Veterans Intake
Initial intake, assessment and/or core services for Veterans should be
performed by First Available One-Stop Center Staff
________________________________________________________
 Client should be aware of Veterans program & Veterans Staff availability
 If a Veteran does not require intensive services or request Veteran
Specific information and services the Veteran may not need to see an
LVER or DVOP
 Any One Stop Center staff should be able to assist them
EFM Point of Entry
 Many Veterans access the Employ Florida Marketplace (EFM)
through the updated Veterans Portal,
Employ Florida Vets
http://veterans.employflorida.com/portals/veteran/
 Approximately 75% of veterans self-register in EFM versus receiving
staff-assisted registrations
 Florida uses EFM as the employment service delivery system.
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Service Delivery System
EFM’s features include: Identifying all self-registered veterans and
eligible spouses, which includes Unemployment Insurance (UC)
Migration.
A messaging system: Direct communication with veterans,
providing information on job alerts, job fair and veterans related
information.
Virtual Recruiter: A search agent that automatically reviews job
postings and notifies the client of jobs that match their skills
13
EFM Priority of Service
Self-registering veterans and eligible spouses are presented with a “Veteran
Priority of Service” button, for information concerning their entitlements.
14
EFM Priority Service Codes
When clicked, the Florida Veteran Priority of Service page will be displayed.
The same information is located on EFM Veteran Service page.
EFM Service code 089: Notification of Veteran Priority of Service is added
to the service plan after a veteran self-registers and clicks on the Veterans
Priority of Service tab.
EFM Service code 189: Notification of Veteran Priority of Service is to be
added when a staff assisted service is provided and includes the provision of
information on Priority of Service to veterans and eligible person.
15
Intensive Services & Case Management
 All veterans who are pursuing employment will be
registered in the
EFM system.
 Veterans with barriers to employment will be
provided with the
necessary initial assessment and the required documented intensive
services, as well as case management where needed.
 Case Management can be established in the EFM.
 Assessments and Employment Development Plans (EDPs) can be
created in EFM.
16
EFM Services Reminders
 Complete Veteran registrations, including skills profile & Resume
 Case Management, Individualized Employment Plan (IEP)
 Provide meaningful service
(services with asterisks commence or extend participation)
 Accurate and concise case notes in EFM
 Veteran File Search and Skills/Job matching
 Identify self-registered veterans
 Client messaging for effective communication
 Alerts as reminders or triggers to veterans
17
Monitoring
During State monitoring and VETS Technical Assistance visits Review of
the following will be included:
 Priority of Service codes 089 and189
 Organizational and Employer Outreach E49 and E50
 Intensive Services provided by DVOPs compared to LVERs
 Services provided by other One Stop Staff compared to Veterans Staff
 Services to Non-Veterans
18
LVER First quarter 2012 Services
Served 22,217 veterans which equates to 17% of registered veterans;
Reportable services provided include:
 Career Guidance: 23.9 %
 Intensive Services: 2.6% (585 registered eligible veterans)
*Includes 71 Recently Separated veterans (less than 1/2%)*
 Job Search Activities: 45.8%
 Referred to Employment: 28.9%
 Referred to Federal Training: 5.4%
Proportionately, all LVER services dropped from last quarter with the
exception of Job Search activities, which dropped by 3%.
DVOP First quarter 2012 Services
Served 30,542 veterans which equates to 25% of registered veterans;
Reportable services provided include:
 Career Guidance: 23.8 %
 Intensive Services: 5.1% (1,623 registered eligible veterans)
*Includes 440 registered Disabled Veterans (Only 1.4%)*
 Job Search Activities:
46.7 %
 Referred to Employment: 23.8 %
 Referred to Federal Training: 5.4 %
Proportionately, all DVOP services continue to drop from last
quarter. DVOP intensive services should be higher.
Performance Measurements
State Negotiated PY 2011-12 Performance Measurement Targets
DVOP
Disabled Veterans EER
42%
Disabled Veterans ERR
77%
LVER
Recently Separated Veterans EER
48%
Recently Separated Veterans ERR
75%
DVOP/LVER Consolidated
Veteran EER-Weighted
46%
Veteran ERR
77%
Veterans’ Average Earnings (AE)
$14,700
Performance Targets for One-Stop Services for Veterans
Veterans Entered Employment Rate (EER)
44%
Veterans Employment Retention Rate (ERR)
77%
Veterans Average Earning (AE)
$14,800
Disabled Veterans EER
40%
Disabled Veterans ERR
76%
Disabled Veterans AE
$15,500
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Performance Measurements
Weighting: Assures that special consideration is given to disabled veterans
requiring intensive services.
The Entered Employment Rate (EER) is adjusted based on the proportion
that veterans who entered employment after receiving intensive services
represent among all veterans who entered employment.
VPL 05-08 Wtd EER Calculation - Tool
http://www.dol.gov/vets/VPLS/VPLDirectory.html
22
Service Strategies for Success
 Educate staff/partners (associates, managers, etc.)
 Stay current on veteran related programs; local, state and national
 Ensure staff have access to and are aware of available resources (job
tools, websites, Networks, training, etc.)
 DVOP/LVER staff need to coordinate and effectively communicate
with RWB One-Stop Center managers on veterans’ issues
 Seamless and fully integrated veterans’ employment
services
 Share Best Practices, Success Stories, New Ideas, Etc. on Quarterly
Manager’s Report and with other RWBs
23
Marketing Strategies for Success
 Marketing plans raise awareness among employers about veterans
Stop Career Center services.
as well as One-
 Effective program marketing includes planned and coordinated employer visits that
benefit RWB objectives as well as veterans.
 Marketing One-Stops to veterans should include serving employed
unemployed veterans.
as well as
Examples include, but are not limited to:

Job/Career fairs

Employer visits

Media outlets (coordinate with RWB management)

Community groups, Military organizations and service organizations
24
Florida’s Focus Areas
 Follow-up with contacts on referrals and Job Developments
 Intensive Services to veterans with barriers to employment
 Contacting EFM self-registered veterans
 Verifying veterans’ EFM registrations
 Requirements by Regional Workforce Boards (RWB)
 Reducing services to non-veterans by veteran employment representatives
 Your feedback on challenges and issues related to service delivery
25
Ultimate Strategy for Success
Follow-up !
Follow-up !!
Follow-up !!!
26
Questions
And Discussion
Contact Information
Shawn Forehand
Paul Furbush
State Veterans’ Program Coordinator
Asst. Veterans’ Program Coordinator
Phone:(850) 245- 7424 /Fax: (850) 921-3495 Phone:(850) 921-3867
shawn.forehand@deo.myflorida.com
paul.furbush@deo.myflorida.com
Additional Resources:
DEO Veterans’ Workforce program Resources
http://www.floridajobs.org/workforce-board-resources/program-resources/programresources
DOL VETS Veterans Program Letters
http://www.dol.gov/vets/VPLS/VPLDirectory.html
DEO best Practices
www.floridajobs.org/workforce-board-resources/policy-and-guidance/best-practices
An equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. All voice telephone numbers on this
document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.