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The article presents a report from the U.S. Government Accountability Office on preliminary observations on Department of Veterans Affairs (VA's) technology education pilot program. It mentions that U.S. Department of Veterans Affairs (VA) is conducting a pilot program, called Veterans Employment Through Technology Education Courses (VET TEC), that provides tuition and housing assistance to eligible veterans.

The article presents a detailed inventory of federal programs that assist military service members to achieve civilian employment or pursue education. Topics discussed include some of the programs such as the Departments of Defense (DOD), Labor (DOL), and Veteran Affairs (VA), and the Council on Veteran's Employment co-chaired by the Secretaries of Labor and Veterans Affairs.

A report is presented from the U.S. Government Accountability Office on Veterans Affairs' (VA) Appraised Value Offer (AVO) controls and its improved efforts in tracking the effects on recruitment and retention. Topics discussed include the AVO home sale count and expenditures, the strengthened controls of VA over AVO, and the implementation of AVO.

The article focuses on a report conducted by the U.S. Government Accountability Office on measures to expand the range of the U.S. Dept. of Veterans Affairs (VA) Post-9/11 GI Bill on-the-job training (OJT) and apprenticeship programs. Topics discussed include veterans to receive tax free and monthly housing payment from VA based on basic allowance for housing (BAH), and need for implementation measures to increased awareness of OJT.

The article focuses on a study conducted by the U.S. Government Accountability Office (GAO) related to a pilot program wherein the U.S. Department of Labor (DOL) would conduct employment workshops for veterans and their spouses. It mentions the review of federal laws, the U.S. Department of Veterans Affairs and workforce agencies by the GAO. It states that the workshops enhanced job search capabilities of veterans but the attendance goals of the workshops were not met.

The article discusses the necessity to understand to improve the services to veterans in the U.S., as well as in readjusting to civilian life. Topics include the role of the Department of Veterans Affairs (VA) in supporting veterans during their civilian life readjustment, the VOW to Hire Heroes Act of 2011(VOW Act), and several difficulties experience by veterans when adjusting to civilian life.

The article offers information on the proposed rule from the U.S. Department of Veterans Affairs (VA) related to implementation of amendment regulations concerning the Supportive Services for Veteran Families Program (SSVF). This rule will focus on several facts which includes focus of grantees on permanent housing to eligible veteran families who needs SSVF assistance at any cost, emphasizing the intended goals of SSVF and providing special services to all very low-income veteran families.

The article discusses a report by the U.S. Government Accountability Office (GAO) related to the implementation of the Transition Assistance Program (TAP) by the U.S. Departments of Defense, U.S. Departments of Labor and U.S. Departments of Veterans Affairs as of March 2014. Topics include TAP meant for helping servicemembers transitioning to civilian life and finding employment, interview of officials, and GAO's recommendations for collecting data about National Guard and Reserve members.

The article presents information on a report from the U.S. Government Accountability Office (GAO) to congressional committees. According to a report, about half of the veterans in the Vocational Rehabilitation and Employment (VR&E) program of the Department of Veterans Affairs (VA) in 2003 received employment. It has been found that veterans face several challenges that affect their ability in obtaining employment.

The article presents a U.S. Government Accountability Office (GAO) report on the Department of Veterans Affairs’ (VA)Independent Living (IL) track within the Vocational Rehabilitation and Employment (VR&E) program. Particular focus is given to characteristics of IL track veterans, the time frame for IL plans completion, and the extent to which regional offices successfully implemented the IL program.

The article reports on the move of the U.S. Department of Veterans Affairs (VA) Vocational Rehabilitation and Employment (VR&E) program to change its rehabilitation performance measure in fiscal year 2006. VR&E did not adequately disclose this change in several subsequent reports even though the change substantially increased the rate. Detailed information regarding the issue is further elaborated.

The article reports on the move of the U.S. Department of Veterans Affairs (VA) Vocational Rehabilitation and Employment (VR&E) program to add staff. It criticizes the insufficiency of the program's strategic workforce planning. Despite these staff increases, the VR&E regional offices still reported staff and skill shortages on a survey.

The article reports on the move of the U.S. Department of Veterans Affairs (VA) Vocational Rehabilitation and Employment (VR&E) program to collaborate with organizations added staff. It states that VR&E lacks a strategic approach to workforce planning. Detailed information on the issue is further elaborated.

The article reports on the move by the U.S. Department of Veterans Affairs (VA) Vocational Rehabilitation and Employment (VR&E) program to implement the Five-Track Employment Process and strengthen the program's focus on employment. The delineation of program services into five tracks is designed to accommodate the different needs of veterans. Related information is further discussed.

The General Accounting Office has completed a review of selected agencies' compliance with veterans' preference and the "Rule of 3" in federal hiring. This review was requested by Congressman Lane Evans, Ranking Minority Member of the House Committee on Veterans Affairs, and Senator Tom Daschle. As agreed with the requesters, because of continuing oversight of agencies' delegated examining units (DEU) and ongoing review of veterans' preference, we are providing the results of our review for possible follow-up. The requesters specifically asked us to review the results of job announcements for fiscal year 2001 for five selected agency personnel offices in the Washington Metropolitan Area: the National Aeronautics Space Administration (NASA) headquarters, NASA's Goddard Space Flight Center, the Department of Housing and Urban Development (HUD), the Defense Logistics Agency (DLA) and the Broadcasting Board of Governors (BBG). As agreed with the requesters, we reviewed: (1) advertised full-time positions (both permanent and temporary) at the GS-7,9,11,13, and 15 levels as identified by the selected agency, (2) the use of multiple certificates in filling these positions, (3) the resulting certificates of eligibilities, including how often veterans headed these certificates and were selected, and (4) the reported reasons why veterans were not selected if they headed these certificates. Multiple certificates were used extensively. Most of the 258 announcements reviewed resulted in agencies issuing multiple certificates, including multiple DEU certificates and certificates for merit promotion. Multiple DEU certificates were typically issued for multiple vacancies at different grades or locations. In a few cases, multiple DEU certificates were issued for the same position at the same grade. In general, agencies use of multiple certificates was consistent with the OPM guidance. Selections were made more often from certificates without veterans listed. Specifically, of the 214 announcements for which DEU certificates were issued, selections occurred more often when the certificates included no veterans than when veterans were on the certificates. Out of 134 announcements reviewed with no veterans on the certificates of eligibles, 90 (67 percent) nonveterans were selected. Out of 77 announcements reviewed with veterans on the certificates of eligibilities, 21 (27 percent) veterans were selected. Agency files suggested a variety of reasons why veterans were not selected from certificates, including: (1) a nonveteran with a higher score on the DEU certificate was selected; (2) a nonveteran was selected from another source, for example, merit promotion, noncompetitive appointment; (3) the vacancy/certificate was canceled; and (4) the veteran withdrew his/her name. Of the 258 announcement cases reviewed, there were 41 for which we could not determine the disposition of hiring action. At one agency, for 18 out of 78 case files we reviewed the status of the vacancy announcements could not be determined. Further, there were 11 addtional cases where no case file could be located. Additionally, in at least one location, all the application files fitting our criteria may not have been provided for our review. We would suggest that as OPM's evaluation efforts go forward, the number of cases reported in agency case files be compared with the relevant listings in USAJOBS. A few cases may warrant further review by OPM. In cases in which selections were made from a certificate listing a veteran on top, the veteran was usually selected. However, in a few cases the top-ranked veteran on top, the veteran was usually selected. For example, at one agency the top-ranked veteran was not selected because officials said they were unable to contact him. However, the telephone number that the agency noted as being disconnected was not the veteran's listed home number on the application. In addtion, a note in the file said that the agency tried to contact the veteran with a letter sent via Federal Express. The letter was not in the file. In another case, a nonveteran was chosen over a veteran with the same score. There was no explanation in the file for this action. [ABSTRACT FROM AUTHOR]