MANAGER'S REPORT ON SERVICES TO VETERANS Quarter Reported 1 Program Year 2007/2008 (Enter 1, 2, 3 or 4) (Enter 4 digits for each year, e.g., 2005/2006) One-Stop Career Center Name and Address WorkForce One: Central, 2610 W. Oakland Park Blvd., Ft. Lauderdale, FL 33311 South, 7660 Davie Rd Ext., Hollywood, FL 33024 North, 2301 W Sample, Rd Bldg 4, Ste 7A, Pompano Beach, FL 33073 Regional Workforce Board (RWB)Name RWB Number 22 WorkForce One RWB Executive Director Mason Jackson Telephone, Ext. No. 954 535 2300 X 3065 (Example: 904-214-3900, X2033) One-Stop Center Director Ed Rosario Telephone, Ext. No. 954 677 5555 X 1401 Linda Main Telephone, Ext. No. 954-967-1010 X 132 Marie Avignon 954-969-3541 X 109 Veterans' Program Manager Roberta Carraway Telephone, Ext. No. 954 535 2300 X 3082 Name of LVER (s) Chris brooks Telephone, Ext. No. 954 677 5555 X 1516 JP Huller Telephone, Ext. No. 954-967-1010 X 236 Luis Pelez Telephone, Ext. No. 954-969-3541 X 113 SECTION I, Co-located Associates (List only those LVERs and/or DVOPs that are outstationed away from the One-Stop Career Center they are assigned, i.e., VA Clinic, TAP Site, etc.) LVER Name Location Hours Per Week or Month DVOP Name Raymond Moreau Jr. Location CH 31 Voc. Rehab. Office in Ft. Lauderdale Hours Per Week or Month DVOP Name 20 hours per week Location Hours Per Week or Month SECTION II, Short Term Goals Veterans' Entered Employment Rate for the Program Year thru this quarter. Source is J455 Report in OSMIS, MIS 752. (MIS 752: Percent Total Veterans Entered Employment.)
RWB 22 One-Stop Career Center WorkForce One A. Number of Chapter 31 (VA Vocational Rehabilitation) veterans assigned to this Center/Office for Case Management and Placement services during this quarter? 1. Number of Chapter 31 Veterans placed in suitable employment? 3 2. Number of Chapter 31 Veterans rehabilitated this quarter? 7 3. Number of Chapter 31 Veterans "discontinued" or "interrupted" by a VA approving authority? 1 19 B. Problems encountered with Chapter 31 participants. No issues are noted. SECTION III, Report Narrative A quarterly requirement of the Manager's Report is to provide management a written review/assessment of the Veterans' program. Address the following questions in narrative form, using any relevant information available to support a complete analysis of activities within the area covered by the report. A. Explanation of One-top Career Center processes and activities (Give a brief overview of the One-Stop processes, then how that process deals with Veterans and how priority of service is accomplished in that process. Additionally, how Veterans priority of service is incorporated in the other One-Stop programs, i.e., WIA, FSET, etc., and how the LVER and/or DVOP staff are integrated into these processes). 1. What One-Stop processes and activities are conducted in this One-Stop? An extensive variety of services are provided in the centers. Customers may register in EmployFlorida, and conduct self-service or staff assisted job searches, and referrals to a wide range of positions. Workshops are offered twice weekly on Resume Development, Job Searching, Interviewing Skills, Using a PC for Job Search, and our Professional Placement Seminar. In our Resource Center customers have access to internet connected computers; resume development software, as well as MS Word. Those seeking to improve their computer skills can use our computer labs to learn or practice. The labs have access to a full range of Microsoft learning software. Also located in the centers is information on VA, Hire-Vets-First, Veteran Community Services, Unemployment, WIA, WTP, FSET, Family Central, the Dept of Children and Families, AARP, OIC and Gulf Coast Community Care. Assessment and education offer opportunities for employment and training services, basic skills and interest inventories, career choices and financial aid, Federal Bonding, referral to community resources and labor market information. Youth services are provided to include job search assistance, resume development, eligibility and assessment, occupational skills training, support in securing and maintaining employment, interview tips and Job Corps. Positive Images offer dress consultation, substance abuse counseling, relapse prevention, job readiness and HIV/AIDS testing and counseling. 2. How is veterans' priority observed with regard to intake, job referral, and/or other One-Stop activities? Include analysis of compliance with the provision of priority of service in the Public Labor Exchange. Before priority of service can be given to veterans, proper identification is required and documented; center staff is trained to identify this target group. Once identified, the intake flow process is followed. When dealing with special disabled or disabled Veterans, special attention is offered. The Veteran is registered and the greeter routes the Veteran to the appropriate department. If conducting a self-directed job search, the veteran is directed to the Veterans reserved computers in the resource room. Veteran staff provides one on one job search assistance and referrals. Job orders are searched daily and matched against Veteran files. All One Stop partners and members are aware, that priority of service also includes registration, interviewing, counseling, testing, and referral to supportive services, job development, job referral and referral to training.
Other One Stop activities include: Working together with senior care which provides nutritional lunches, entertainment and daily activities, health screening and psychological services. Together with the Senior Community Service (AARP), we assist 55 or older population in reentering the job market. Veteran s priority is observed in many other ways throughout the WorkForce One Offices. Posters are hung throughout the One Stop Center saluting the veterans currently employed in our office. A Veteran wall and bulletin board is dedicated to topics, issues and announcements directly related to veterans. The WIA and WTP programs both recognize that a veteran status will greatly assist in meeting programmatic eligibility requirements. Marketing to employers includes information about the Citizen Soldier Program, where businesses can be reimbursed up to 50% of the difference between the employee s civilian pay and their active duty base pay and allowances, when they are deployed in the United States Armed Forces Reserves or Florida National Guard. The Hire-Vets-First Initiative assists in educating employers to the many benefits of hiring veterans. 3. How are the DVOP and LVER staff integrated into the One-Stop Career Center's processes? WorkForce One Centers have welcomed, accepted and assimilated both the LVER and DVOP staff into the One Stop process. Veteran staff, in cooperation with our One Stop members, has successfully created structured programs that benefit both the employer and job seekers. Veteran staff participates in all marketing efforts to include internal and external employer job fairs. The One-stop managers, supervisors and staff acknowledge their interest in the veterans program by providing preferential service to our veteran customers. The LVER is considered a team leader in the center and attends all Team Leader meetings. Additionally management has invited veteran staff to participate in planning meetings and to periodically re-educated staff on veteran's program updates. B. Outreach Activities (Although PL 107-288 changes the focus of LVER and DVOP duties, i.e., LVER doing more marketing and working with recently separated Veterans and DVOP doing more case management, there is still a requirement for both the LVER and DVOP to conduct outreach activities, employer visits and organizational contacts. Contacts outside of the center/office are accentual to us serving our respective Veteran clients.) 1. How have outreach activities been conducted (i.e., seminars, career days, public relations contacts, media releases, etc.)? Outreach activities are conducted by all veteran staff to include: visits and presentations to employers, public facilities and vocational institutions, partner agencies, VA facilities, local Reserve/Guard units, veteran services offices,, and anywhere veterans may congregate. Registered veterans are contacted via phone e-mail and mail: they are informed of our full range of services, job opportunities and invited to personally use our facilities. 2. How have outreach activities been targeted to the intended customers (i.e., employers, Veterans, Veterans' service organizations, community-based organizations, etc.)? Visits to employers help educate employers to the benefits of hiring veterans for their positions citing their training, ability to work alone or within a diverse group, recognizing the importance of completing tasks on time
and finishing a job, showing up for work and they are used to following orders/directions. We brief employers on the various grants and incentives available through WorkForce One, including the Employed Worker Training Program, OJT and Federal Bonding. We offer our services as a free extension to their Human Resources Department with Recruiting Assistance, No Cost Advertising and Professional Level Candidates. By visiting Federal Contractors, we assist them with their compliance in listing their available positions through WorkForce One and ensure they have the necessary information regarding provision of Veteran Preference in their hiring decisions. We provide local contact information of our ADVET, Oscar Fuentes, for all USERRA related issues. Continued education can be a very important step for many veterans, and through outreach to various schools, we can find a veteran point of contact within the administration, find out if the school is accredited and any other information a veteran may need for a confident initial visit. Veteran Service Offices include locations such as American Legion Posts, Disabled American Veteran Posts and County Service Offices. Veterans are provided with a wealth of procedural information as well as contacts with numerous other agencies. Employers and jobseekers alike visit these places and they provide a wonderful opportunity to inform new clients of our services. For our veteran jobseekers, we provide lists of Veteran Friendly employers, Federal Contractors and application assistance for Federal, State and Local Government positions. Other places veterans congregate may include the many homeless shelters, soup kitchens, libraries, faith based organizations and non-traditional outdoor locations. Outreach to veterans is conducted on an ongoing basis at the Broward County Veteran s Service Office, VFW Posts, American Legion Posts and the US Army Reserve Center, City Chambers Community, Hepburn center and The Family Success center. We have also received Business Outreach training sponsored by the United Way. 3. What is the intended result of these activities and what assessment, if any, can be made of their impact? The intended result is to continue to create a more open networking system with the maximum scope of services and contacts available, to educate the public in relation to the benefits of hiring veterans, providing veteran s preference and priority of service and to assist the veteran by all means possible in securing and maintaining an appropriate and satisfying career. C. Additional Comments (Occasionally answering a question or giving direction to a non-veteran is not considered a "service" and should not be reported. However, if an LVER or DVOP is being asked to perform duties outside the provision of Title 38, that should be noted. Also, if there are LVER or DVOP positions that are open or will become open, annotate that. It will help the SVPC and all others concerned keep accurate accounts of openings and duration of openings for funding and reporting purposes.) 1. What services, if any, have the LVER or DVOP staff provided to non-veterans? Explain. Technical Assistance and Training Visit of the Veterans Program: One of the topics of discussion focused on the issue above and were concentrated on the DVOP/LVER Roles and Responsibilities as well as the new EFM system and the use of certain entries and the results of those entries to insure that service to non veterans would not become an issue. 2. Are there significant actual or anticipated staffing issues, such as staff turnover? Central office: Chris Brooks hired as LVER July 07. South office: JP Huller transferred from DVOP to LVER, July 2007, Maggie McGoun hired as DVOP, August 07. Maggie McGoun has several years prior experience as a Veteran s Service Officer with the DVA. North office: Luis Pelez, LVER gave notice his last day is Oct 30.
Roy Holton will transfer from DVOP to LVER. The DVOP position has been posted and we anticipate filling it by November 1, 2007. 3. Does the One-Stop Director and/or other One-Stop staff wish to provide any additional comments? Central, Ed Rosario, One-Stop Manager: We have a dynamic team in need of a lot of training to bring them to their optimum efficiency. D. Other Suggested Content (Not required). The Best Practices, Special Projects and other activities will help the SVPC in preparing training that will distribute the things that are making Florida the leader in Veteran Services throughout the nation to all of Florida's Regional Workforce Board areas. 1. Success stories/best Practices (Describe any notable successes and explain how any Best Practices may have contributed to the successful outcome.) To address the current changes with AJB and federal contractors compliance and the use of EFM, Region 22 invited Lisa Chowning, Compliance Officer, U. S. Department of Labor/Employment Standards Administration to present a Free Compliance Assistance Workshop August 23, 2007, 16 attended. Vet staff gave the employer a tour of the north facility and JP Huller/LVER presented the value and use of EFM. Vet staff has been working closely with the Office of Federal Contract Compliance Programs (OFCCP) to increase contact through them with federal contractors. In September LVER JP Huller was invited by the U.S. Dept of labor/employment Standards, OFCCP to speak at their regional contractors meeting held in Miami, Fl. Mr. Huller spoke on veterans services provided at the One-Stop centers and using EMPLOY FLORIDA MARKETPLACE/employfordia.com. Over 75 employers attended. 2. Special Projects. (Describe and assess any new or unique DVOP and/or LVER projects, accomplishments, or other initiatives undertaken.) RWB 22 Vet Reps are in the initial planning stages of a "Stand Down" type event that we are calling "Veterans Helping Veterans" in cooperation with the Veteran Symposium group. 3. Other LVER/DVOP/One-Stop Activities. (Describe any other LVER/DVOP activities performed this quarter not previously addressed, such as career workshops, etc.) Active participation by the LVER/DVOP in UC Profile orientations. This orientation was targeted because as part of the UC program, it is a requirement to attend the orientation, with the results of more veterans coming to the centers, providing us with the opportunity to make personal contact and provide additional services. Region 22 s Professional Network Program created a quarterly newsletter with a section reserved for LVER JP Huller. http://www.wf1broward.com/upload/2649/ppn%20newsletter_v1-3a_2007.pdf SECTION IV, Forwarded for Review and Comments (The Manager's Report has been formatted for electronic signatures so that it can be emailed from signet to signet. This will also make it easier to combine the information into a Regional Workforce Board Roll-up (if desired) that will be emailed to the SVPC and DVET.) ONE-STOP CAREER CENTER DIRECTOR'S COMMENTS:
Signed: One-Stop Career Center Director Date: REGIONAL WORKFORCE BOARD EXECUTIVE DIRECTOR'S COMMENTS: Signed: Regional Workforce Board Executive Director Date: AWI VETERANS' PROGRAM COORDINATOR'S COMMENTS: With a dedicated VR&E DVOP to run the program, prior issues have been resolved and an increase in assigned Chapter 31 s to the centers has been noted, resulting in an increase in placement. Region 22 has a new LVER hire, 1 frozen DVOP position and 1 existing DVOP in the central office. A new DVOP hire, 1 frozen DVOP position, and a transfer of the existing DVOP to the vacant LVER position in the south. North has 1 exiting DVOP and 1 LVER position, the LVER will be vacated and filled by the end of October. The aforementioned steps will help resolve prior issues we were experiencing due to staff issues. Signed: Roberta Carraway Date: 10/10/2007 AWI Veterans' Program Coordinator U. S. DOL VETS COMMENTS: Signed: Florida DVET Date: