Attachment_A_-__NVTI_Course_Descriptions_and_Agendas_2016.pdf

ATTACHMENT A

U.S. Department of Labor Veterans' Employment and Training

Service (VETS)

National Veterans’ Training Institute (NVTI)

Courses 2016

Classroom Training

Facilitating Veteran Employment (3.5 days)

Course Competencies

1. Participants will gain knowledge and understanding in the relevant provisions of veteran-related legislation, including:

a. The roles of DVOP Specialists and LVER staff

b. Veteran eligibility

c. 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

3. Participants will have an understanding of how to maximize employment for veterans.

Identify veteran characteristics, traits and challenges

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

Research labor market dynamics and businesses

5. Participants will learn how to assist veteran clients to effectively communicate their abilities in the job search process and 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.

Course Agenda

Day 1

Legislation

Roles and Responsibilities

Veteran Eligibility

Improving Integration

Priority of Service

Meeting and Assessing the Client

Introduction to Employment Dynamics

Day 2

Researching Occupations

Utilizing Online Resources

Labor Market Dynamics

Apprenticeships, Licenses and Certifications

Informational Calling

Practical Application Exercise

Utilizing Online Resources

Job Postings/Openings

Researching Companies

Social Media

Day 3

Resumes

Traditional

Online

Interviewing

Learning Stations

Cultivating and Refining Relationships with Businesses

Day 4

Employment Dynamics Influencing Job Retention

Continuing Professional Development

Administrative/Graduation

Intensive Services (3.5 days)

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

3. Participants will learn strategies for providing:

Individual and group counseling

Career planning

Short-term prevocational services to strengthen:

o Learning skills o Communication skills o Interviewing skills o Punctuality o Personal maintenance skills o Professional conduct

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

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

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

Course Agenda

Day One

Significant Barriers to Employment

Scope of Work: Role of the DVOP

SBE Impact Review

Comprehensive & Specialized Assessments

Informal Assessments

Day Two

Formal Assessments

Skill Practice

Short Term Prevocational Services

Group Counseling

Day Three

Case Management Concepts

IS Time Management Decision Making

Goal Setting

Documentation o Case Notes o Individual Development Plans

Case Conferencing

Skill Practice

Day Four

Outreach Methods

Supportive Services

Coordination with LVER/BSR

Employer Outreach (3.5 days)

The following competencies correspond with the NVTI Employer Outreach course, which is intended to prepare LVERs for their outreach roles as outlined in the current

VPL.

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

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

Course Agenda

Day One

The Mission of the LVER: Outreach and Capacity Building

The Building Blocks of Effective Relationships with Employers

Inside the minds of Hiring Decision Makers

• Common business challenges and terms

• Special concerns of federal contractors

• Special concerns of apprenticeship committees

The Knowledge, Skills, Aptitudes, Traits and Certifications veterans can bring to a business

Calculating the value of your AJC’s services

Building and leveraging your networks

• Hiring decision maker networks

• Outreach partner networks

Day Two

Raising awareness and appreciation of what veterans offer

Using traditional and social media

Outreach: Consulting with individual businesses to promote the hiring of individual veterans

• Prospecting and Research

• Making the initial contact

• Exploration Conversations

• Inventory check: Coordinating with your DVOP and AJC partners

Day Three

Outreach

• Connecting Conversations

• Follow Up

• Integrative Exercise

Day Four

Organizing job fairs in conjunction with employers

Capacity Building

Continuing your professional development

Leadership for the Implementation of Veterans Services (2.5 days)

Participants will be able to…

Understand and have knowledge of Title 38 U.S.C. chapter 41 requirements, specifically the statutory roles of DVOP Specialists and LVER staff.

1. Understand the training competencies DVOP/LVER staff receive at NVTI and how these competencies crosswalk back to their duties and responsibilities

2. Knowledge and understanding of the importance of integrating staff within the

One-Stop Delivery system

3. Knowledge and understanding of priority of service in DOL funded programs

4. Knowledge and understanding of program indicators and measurements, how to review and take action for overall program success

5. Understand the manager/leaders role in evaluating employee behavior and strategies that lead to increased productivity

Course Agenda

Day One

Leading vs. Managing

Defining the difference between leaders and managers

Review of leadership styles and communication

Developing/analyzing leadership vision

VETS Overview

VETS ORG chart/ programs

Funding formula

Refocusing VPL: DVOP Specialists and LVER staff roles and responsibilities

Day Two

Impact Mapping

NVTI Training for DVOPs/LVER staff

FVE

IS

EO

Leadership: Giving and Receiving Feedback

Integration

Definition

Methods/Best Practices

Priority of Service – Chapter 42 and ETA Guidelines

Definition

Methods/Best Practices

Day Three

Program Indicators and Measurements

Performance Measures

Audit

Red Flag Indicators

Quarterly and Manager Reports

Motivation

Resources and Action Planning

Uniformed Services Employment and Re-employment Rights Act.

(Distance Learning Phase: 5 days; Classroom Phase: 9 days)

Distance Learning Phase Competencies

Phase I

Participants will:

o Understand the meaning of “reasonable accommodation” with regard to resources, rights and application o Become familiar with ethics and confidentiality in relation to their personal liability when conducting investigations o Learn to determine when and what information should be shared with all parties o Become familiar with ethics and confidentiality in relation to legal requirements under the code of ethics for federal employees o Become familiar with ethics and confidentiality in relation to their role as a public employee o Become knowledgeable about applicable laws as they apply to witnesses o Understand the information employers are required to maintain

Phase II

Participants will be able to:

o 8. Write in a clear, accurate, legal manner in order to refer cases for litigation o 9. Write letters appropriate for investigations

Phase III

Participants will be able to:

o 10. Analyze documents and recognize the need for additional information o 11. Evaluate evidence to ensure that all issues have been addressed

Classroom Phase Competencies

Participants will

Understand, utilize, and implement USERRA law and regulations

Have knowledge of the documentation and letters utilized throughout the case processing process

Understand the case processing process

Understand the investigation concept

Understand the various case conferences and know when and how to conduct these conferences

Plan and conduct an effective interview with a variety of witnesses

Utilize a variety of communication techniques during an interview

Write complete, relevant and accurate notes when interviewing

Develop notes into accurate, signed witness statements at the time of the interview

Understand ethics and confidentiality for investigations in relation to basic issues of confidentiality when talking to any person involved in the investigation process

Know how and when to negotiate, in order to fairly benefit the parties involved and stay within the law

Retain information and documentation in such a fashion as to support litigation

(subpoena, testimony, deposition, etc.)

Course Agenda (Classroom Phase)

Tuesday

Welcome and Logistics

USERRA/Regulations/Preamble Review o Definitions o Discrimination o Eligibility

Operations Manual -- Lab

Wednesday

Operations Manual Review Introduction

Complaint Processing

General Guidelines and Definitions

Documentation

Model Case File

Complaint Intake and Case Opening

Determine Eligibility

USERRA and Regulations Review

Remedies

Thursday

Interviewing

Claimant Contact

Case Investigative Plans

Closing the Deal

Employer Contact

Friday

USERRA/Regulations/Preamble Review

Law Lab

Investigation and Evidence

Ethics and Confidentiality

Investigator Lab Assignment

Monday

Investigation Lab Review

Case Conferences

Negotiations

Interviewing Methods - Brock

Tuesday

Types of Respondent

Michaels Role Play

Interview Techniques - Millan

Credibility of Witnesses/Witness Statements

Introduce Incident #1

Wednesday

Operations Manual Protest Procedures and TA

Conduct Incident #1

Incident #1 Review

Introduce Incident #2

Thursday

Operations Manual MOR and QAR

Conduct Incident #2

Incident #2 Review

Friday

Final Resolution Conference

Case Closing

Post test

Certificates of Graduation

Adjourn

Veterans Employment & Opportunities Act (3.5 days)

Participants will be able to investigate veterans’ preference complaints.

Participants will have a working knowledge of Veterans Employment

Opportunities Act of 1998: Public Law 105-339

Participants will understand who has Veterans’ Preference and how it is applied

Participants will understand Federal Hiring Process

Participants will understand Merit promotion and how it pertains to Public Law

105-339

Participants will understand Reduction-in-Force Regulations and how Veterans’

Preference applies

Participants will know the Case Elements for a Veterans’ Preference case

Participants will be able to effectively investigate USERRA Discrimination cases:

Participants will understand the Theories of Discrimination that apply under

USERRA

Participants will know the Case Elements for a USERRA Discrimination case

Participants will understand the process to investigating a USERRA

Discrimination case

Course Agenda

Tuesday

Competencies / Agenda /Introductions

Overview of the Federal Hiring Process

How Federal Jobs are filled

Merit System Principles / Prohibited Personnel Policies

Competitive Service vs. Excepted Service

Federal Hiring Laws, Regulations and Guidelines

Laws, OPM Regulations and other Guidelines

VetGuide and VetsInfoGuide

Qualifications, KSAs and Competencies

Qualification Requirements

Job Analysis

Ranking

Merit Promotion

Wednesday

Merit Promotion (Continued)

Special Hiring Authorities for Veterans and Others

Open Competitive Examining

Reduction in Force

Areas, Levels and Registers

Thursday

VEOA

Philosophy of Law

Overview of Law

Case Elements

Veterans Preference Case Exercise

USERRA Discrimination 4311

Motivating Factor

Discrimination Theories

Evidence

Friday

Stacy Fields Case

Investigative Plans

Key Questions

Bill Nicholson Case

Elements

Case Investigative Plans

Evidence

Administrative Details and Graduation

Advanced Grants Management (5 days)

1. Interim Modification Review and Evaluation

Participants will understand requirements of the interim modification guidance and use of the review checklist to identify errors, deficiencies, and non-responsiveness to that guidance with respect to:

Required assurances

Required documentation/forms

Amendments to the State Plan and their relation to the State Planning

Guidance

Forecast spending that is allowable, allocable, and reasonable

2. Fiscal Report Review and Analysis

Participants will

Be able to review grantee monthly and/or quarterly cost accounting reports to recognize anomalies that require validation of the costs relative to:

o Being allowable, allocable, and reasonable o Being charged as direct or indirect costs o Purchases of computer equipment and other supplies o Administrative/overhead costs o Advertising/marketing costs o Conference costs o Allowable incentive fund expenditures

Understand the role of the Grant Officer’s Technical Representative (GOTR) in the reallocation process and be able to implement the initial steps required to reallocate or shift funding.

Understand the principles of fifth quarter carry-in and first-in, first-out (FIFO) spending and will be able to make appropriate recommendations relative to fifth quarter spending plans.

3. Evaluating and Improving Performance

Participants will:

Understand the concept of trend analysis and will be able to analyze the grantee’s program performance reports to identify trends relative to the

“common measure” targets and negotiated performance goals for the grantee

Understand the GOTR’s role in helping the grantee identify internal operational processes and/or external factors that affect performance outcomes and will be able to determine whether or not remedial actions could correct or mitigate the impacts of negative factors

Understand and be able to identify other indicators of performance such as services to non-veterans, rate of referral for veterans compared to non-veterans, etc.

Understand VETS’ requirement to audit:

o The state’s compliance with the mandated roles and responsibilities of the

DVOP Specialist and LVER staff o The state’s compliance with the legislative prohibition against the provision of services to non-veterans by grant-funded staff.

Be able to use the VETS Audit Tool to:

o Make appropriate and timely recommendations as to whether or not a formal corrective action plan (CAP) is needed o Recommend other corrective actions, up to and including, a rescission of funding o Recognize viable and non-viable proposed corrective actions proposed by the grantee and respond appropriately

4. DOLEW Oversight and Monitoring

Participants will gain knowledge and skills in conducting a useful and productive annual review of the Department of Labor Employment Workshop (DOLEW) based upon an understanding of the program’s purpose, goals, curriculum, site requirements and assessment process

Course Agenda

Day One

Course Overview

History of Jobs for Veterans State Grant

Refocusing of the DVOP and LVER Roles

VETS role in the Grant Process

Grant Process and Critical Elements

Day Two

Reporting

Annual Funding Modification

Interim Modifications Analysis

Day Three

Quarterly Report Analysis

Technical Performance Narrative (TPN)

Expenditure Detail Report (EDR), VETS 402A/B

Federal Financial Report (FFR), SF 425

Manager’s Reports

Quarterly Reports, ETA 9002

Quarterly Reports, VET-200

Awards Incentive Tracking Logs

Vocational Rehabilitation and Employment Tracking Reports

Composing the TPAR

Day Four

Audits

Director’s Memorandum

JVSG Audit Data Report Tool

Conducting an Audit (Skills Practice)

Day Five

Department of Labor Employment Workshop Monitoring

Concept Centers eLearning Courses

Competitive Grants Training (Eight eLearning Modules).

o Module 1: Participants will understand the Fundamentals of Competitive Grants.

Each trainee will understand the history, objectives, and lifecycle of Competitive

Grants.

o Module 2: Participants will understand the Role of VETS in Competitive Grant

Oversight. Each trainee will understand the Competitive Grant oversight responsibilities of VETS staff at every level, i.e. National Office, Regional Office and the DVET as the GOTR.

o Module 3: Participants will understand the Overview of the Competitive Grant

Administration Process.

o Module 4: Participants will understand the Pre-Award Stage of the Grant Cycle.

Each trainee will understand the basic requirements associated with the Pre-Award

Stage of the Grant Cycle.

o Module 5: Participants will understand the Overview of the Post Award Stage of the

Grant Cycle, Conducting an Effective Desk Audit and an Effective On-Site Review.

o Module 6: Participants will understand the VETS Operations and Program Activity

Report (VOPAR) System.

o Module 7: Participants will understand Performance Measures.

o Module 8: Participants will understand Stakeholder Outreach and Involvement.

Federal Hiring o 12 eLearning modules with imbedded videos, learning activities and challenge quizzes o Modules cover the federal hiring process

Orientation to Veteran Services o 11 module self-paced eLearning course that covers the roles and responsibilities of veteran representatives

State Grants Training o Required training for VETS staff who will attend Advanced Grants Management o 4 separate phases with multiple modules in each phase

USERRA 101

o Self-paced course covering basic USERRA knowledge o The purpose of this course is to learn the basics of USERRA law. It is intended for

Employer Support of the Guard and Reserve (ESGR) and Veterans' Employment and

Training Services (VETS) staff for knowledge and to receive certification in Basic

USERRA 101. It is also open to the general public and is accessed hundreds of times each month.

o Required training before attending classroom course

USERRA 102

o Self-paced course covering advanced USERRA issues o USERRA 102 is an interactive on-line course designed for ESGR Ombudsmen and

VETS employees. Service members, employers, human resource personnel and other interested parties are welcome to access the course to gain understanding about this important law.

o Required training before attending classroom course

USERRA Investigators o Required course for VETS USERRA Investigators o Competencies:

Participants will be knowledgeable of potential liability of VETS and individual investigators when conducting investigations under the proposed statute

Participants will be able to determine when and what information to share with all parties

Participants will be knowledgeable of applicable laws as they apply to witnesses

Participants will be knowledgeable of information employers are required to maintain

Participants will be knowledge of reasonable accommodation with regards to the American’s with Disabilities Act, Resources, Rights and Application

Participants will have a clear understanding of USERRA and VETS policy

Course covers Case File and Evidence Evaluation

USERRA VITAL

o Required course for VETS USERRA Investigators o The purpose of this program is to provide USERRA Investigators with the most accurate information available in order for them to successfully conduct USERRA

Investigations o Corse covers Regulations, Principles and Tools and Information Security

Veterans' Benefits Online o Instructor-led eLearning course o Participants must complete the course within two weeks o This is a self-paced class that covers the basics of Veterans' Benefits o 4 Modules:

Module 1 - VA Education Benefits and Programs

Module 2 - VA Disability Compensation & Pension

Module 3 - VA Health-Care Benefits

Module 4 - Other Programs and Community Services o Contains a discussion board and successful test completion is required to complete the course