Outlines the key business results for the agency/unit.

Offers the direct report and the leader opportunity to write goals aligned with the agency goals that will be obtained in training.

The skills obtained during training are put into action and evaluated.

Impact Mapping

Understand NVTI training competencies and how these competencies crosswalk to staff responsibilities

COMPETENCY

JVSG staff hired on or after October 13, 2010 have 18 months to complete

specialized training.

LVER/DVOP Mandatory TrainingVPL 07-10

FACILITATING VETERAN EMPLOYMENT

FVE

1. Participants will gain knowledge and understanding in the relevant provisions of veteran-related legislation, including: • The roles of the LVERs and DVOP Specialists• Veteran eligibility• AJC and Priority of Service

 2. Participants will learn strategies for refining their relationships for and with:• integration within the AJC, • more effectively working with a diverse array of

veteran clients, • businesses, and • community based organizations 

FVE FVE will enhance the skills of the DVOP in providing direct services to veteran clients and the LVERs ability to enhance capacity building among AJC staff.

3. Participants will have an understanding of how to maximize employment for veterans. Upon completion participants will be able to: • identify veteran characteristics, traits and

challenges; and• connect veteran capabilities to employment

opportunities.

4. Participants will have the knowledge and ability to advise veteran clients on the use of online resources to:• increase access to apprenticeship, licensing

and certification opportunities; and • research labor market dynamics and

businesses.  

 

FVE FVE will enhance the skills of the DVOP in providing direct services to veteran clients and the LVERs ability to enhance capacity building among AJC staff.

5. Participants will learn how to assist veteran clients to effectively communicate their abilities in the job search process. Upon completion participants will be able to advise veterans concerning:• Job postings/openings• Application procedures• Resumes• Interviewing

 6. Participants will learn how to convey to veterans the importance of continuing self-directed professional development to maintain employment.

 FVE FVE will enhance the skills of the DVOP in providing direct services to veteran clients and the LVERs ability to enhance capacity building among AJC staff.

The ClientIndustry and Occupation

Business & Hiring Authority

Successful Career Development Process

S A R METHODS •Situation

A •Action

R •Result

Implied

INTENSIVE SERVICE

IS

1. Participants will increase their knowledge of the challenges faced by job-seeking veterans arising from significant barriers to employment (SBEs)

2. Participants will learn how to conduct initial and comprehensive assessments to identify a veteran’s strengths and barriers to employment

IS

3. Participants will learn strategies for providing: • Individual and group counseling • Career planning • Short-term prevocational services to

strengthen: Learning skills Communication skillsInterviewing skills PunctualityPersonal maintenance Professional conduct

skills

4. Participants will learn how to utilize a case management delivery strategy with clients who would benefit from a more structured approach to assistance.IS

5. Participants will gain the knowledge needed to grow and maintain a network of outside agencies, and coordinate the delivery by them of specialized intensive services to veterans

6. Participants will learn to assist clients with the creation, implementation, monitoring, and modification of Individualized Development Plans

7. Participants will gain the knowledge needed to coordinate with LVERs and American Job Center (AJC) Business Service Representatives to maximize placement of job-ready veterans

IS

8. Participants will learn strategies for conducting outreach with and through community entities to encourage veterans with SBEs to utilize services provided by DVOP specialists and the AJC

9. Participants will learn how to engage in continuing self-directed professional development upon return to their AJC

IS

CASE MANAGEMENT IS THE FAC IL ITAT ION AND COORDINATION OF SERVICES AT THE COMMUNITY LEVEL . THE PURPOSE OF CASE MANAGEMENT IS TO PROVIDE INDIV IDUALS WITH SPEC IF IC RESOURCES TO TAKE CONTROL OF H IS /HER L IFE .

I T REQUIRES THE CASE MANAGER TO FOCUS ON THE LONG AND SHORT TERM GOALS AN INDIV IDUAL HAS AND EMPOWER H IM/HER TO MAKE EDUCATED DECIS IONS ABOUT THEIR FUTURE.

Conduct an assessment interviewNote taking

Identify Barriers to Employment Note taking

Goal SettingCreate an IDP/Note taking

Track and monitor an IDPModify IDP/Note taking

Bring cases to closure Note taking

CASE NOTES

DATE anything you write

QUOTE exactly as stated

Recognize PERTINENT information

Write in SPECIFIC, OBSERVABLE and MEASURABLE terms

S If your OPINION, say so

REVIEWING IDPS

o Summary of the assessment information

o State specific goalso State who is responsibleo Dates for each step to be

accomplishedo Client’s and case manager’s

signatureso Client should be given a copyo Review and update regularlyo Can notes be deciphered

EMPLOYEROUTREACH

EO

1. Participants will increase their knowledge of strategies for creating a broad awareness about the value veterans can bring to businesses as employees, as well as the value of the services provided by American Job Centers (AJC) by: • Making presentations to business groups and

apprenticeship committees• Utilizing traditional media• Utilizing social media 2. Participants will gain the knowledge needed to consult with individual employers to promote the hiring of individual veterans

EO

3. Participants will learn how to collaborate with employers in the planning and implementation of job club workshops and job fairs

4. Participants will gain the knowledge needed to educate federal contractors about ways American Job Centers can help them comply with regulatory requirements

5. Participants will learn how to engage in continuing self-directed professional development upon return to their AJC

EO

CONNECTING

CapabilitiesContributions Challenges

EMPLOYMENT DYNAMIC

Total Cost of

Employment

Veteran

ValueT - traitsA – aptitude/abilityC - certificationsK - knowledgeS - skills

COMPETENCYGain knowledge of the importance of integrating staff within the AJC

STATE PLANS CHAPTER 41 -SECTION 4102 A (C) 2

Funds provided to States will be based upon an approved plan that describes:

The duties assigned to DVOP and LVER staff

The manner in which DVOPs and LVERs are integrated in the employment service delivery system

Explain the procedures taken by the state to ensure program integration and coordination regarding services to veterans.

Process to ensure that service providers and staff work together with DVOP and LVER staff to promote employment, training, and placement services for veterans.

State Plan Program Narrative Section: II, Part F

Specifically, the State Plan should describe:

How the grantee ensures that, beyond collocation, DVOP specialists and LVER staff and their functions are integrated into the delivery of services to veterans within One-Stop Career Centers, VA and state vocational rehabilitation centers, including the assignment of an DVOP specialist or other state agency staff to serve as a State ISC, and coordination with other appropriate locations where mediated labor exchange services are provided;

State Plan RequestF. Program Integration

INTEGRATION IDEAS

o Cross Awareness Training of programs

o Negotiated One-Stop MOUs

o NVTI training to all partners

o Part of teams, staff meetings

o VETS staff to give training

o Location of JVSG staff

COMPETENCYUnderstand the manager/leaders role in regards to JVSG staff

Good leadership involves responsibility to the welfare of the group, which means that some people will get angry at your actions and decisions. It’s inevitable, if you’re honorable.

Trying to get everyone to like you is a sign of mediocrity; you’ll avoid the tough decisions, you’ll avoid confronting the people who need to be confronted, and you’ll avoid offering differential rewards based on differential performance because some people might get upset.

Ironically, by procrastinating on the difficult choices, by trying not to get anyone mad, and by treating everyone equally “nicely” regardless of their contributions, you’ll simply ensure that the only people you’ll wind up angering are the most creative and productive people in the organization.

Quote/Unquote(s)~ Colin Powell ~