VETS’ Proposed Measures Hold Promise, But Some Concerns Remain

VETS’ proposed performance measures are a significant improvement over current measures, but certain aspects of these measures raise concerns that VETS may need to address. The strategic plan suggests that states focus their efforts on providing staff-assisted services to veterans, including case management. Yet, none of the proposed measures specifically gauges whether more staff-intensive services are helping veterans get jobs. Now, under the proposed system, VETS will track the increase in the number of federal contractor jobs listed with the state’s ES office—a process-oriented measure. Proposed Data Source for New Measures Is An Improvement But Will Bring Some Challenges

The proposed data for the new measures will greatly improve the comparability and reliability of these measures, but this change will bring some challenges that VETS will need to address. Using a single, standardized source for collecting data will improve VETS’ ability to compare performance across states. Currently, states are using various data sources for performance-reporting purposes. First, states should find ways to identify interstate job placements. Because the UI wage record system resides within each state, states generally do not have access to wage records from other states, making it difficult to track individuals who receive services in one state but get a job in another. Therefore, the UI system will not be able to track and count veterans who get these types of jobs. Other Measurement Issues Affect Comparability of States’ Performance Data

There are other issues not related to the use of UI wage records that VETS should consider as it finalizes its performance-reporting requirements. In an environment in which self-service is becoming more common, we found that states vary in whether they register veteran job seekers who access self-service tools, such as internet-based job listings or resume writing software. In addition, VETS maintains a measure related to federal contractors—one that is beyond the control of DVOPS and LVERs. Appendix I: Comparison of VETS, ES, and WIA Performance Measures

Similar to Workforce Investment Act (WIA) programs, the Employment Service (ES) and the Veterans’ Employment and Training Service (VETS) are proposing that their programs use Unemployment Insurance wage records to report on performance measures.
Why GAO Did This Study

This report discusses the proposed performance measurement system at the Department of Labor's Veterans' Employment and Training Service (VETS). Specifically, GAO reviews (1) VETS' proposed performance measures, including possible concerns about the measures; (2) the proposed data source for the new system; and (3) other measurement issues that would effect the comparability of states' performance data.

What GAO Found

GAO found that VETS' proposed performance measures would improve performance accountability over the current system, but some aspects of the new measures raise concerns. VETS' strategic plan suggests that states focus their efforts on providing staff-assisted services to veterans, including case management. Yet none of the proposed measures specifically gauge the success of these services. In addition, VETS' proposal includes one measure--the number of federal contractor jobs listed with local employment offices--that is not only process-oriented but also focuses on outcomes that are beyond the control of staff serving veterans. VETS proposes that all states use a single data source--Unemployment Insurance wage records--to identify veterans who get jobs. Using these data will greatly improve the comparability and reliability of the new measures. Although using these data will improve some aspects of data collection, the data present some challenges. States generally do not have access to wage records from other states and, therefore, should find ways to track individuals who receive services in one state but get a job in another. Other issues that affect the comparability of states' performance-related data should be considered. For example, states vary in whether they register and count, for performance reporting purposes, job seekers who use only self-service tools, such as internet-based job listings.