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AGENCY TESTIMONY
Plans for improving penetration and engagement with the veteran community
0:30:22
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126 sec
Commissioner Hendon outlines DVS's plans for improving engagement with the veteran community, including workforce development strategies and digital initiatives. He emphasizes the agency's commitment to incorporating veterans into its workforce and leveraging technology for better service delivery.
- Highlights that 31% of DVS positions are filled by military veterans, the highest proportion in NYC government
- Describes the use of military interns and VA work-study students to support agency operations
- Discusses the upcoming launch of the new VetConnect NYC platform to improve digital engagement and analytics
James Hendon
0:30:22
As I've briefed, we're engaging this issue directly.
0:30:24
The plan that we're currently executing will help us address these things.
0:30:28
For workforce development, we've spoken to the DVS two point o size, you know, early in this testimony.
0:30:33
When it comes when it comes to hiring, 12 out of 39 authorized billets at DVS are filled by US military service members past and present.
0:30:41
Apart from those twelve, two billets are filled by military spouses, one of whom is a gold star spouse.
0:30:46
Excluding spouses, thirty one percent of all of our agencies authorized billets, 12 out of 39 positions, are filled by military veterans.
0:30:54
This is the highest proportion in the New York City government.
0:30:56
For perspective, the proportion of NYPD members, uniformed and non uniformed, who are veterans, out of all billets, is 5.2%.
0:31:03
The proportion of FDNY members is 8.6%.
0:31:06
The same metric for the Department of Corrections is 5.4%.
0:31:10
Military connected persons comprise a large part of DBS's staff.
0:31:13
Beyond this, we host an average of six transitioning service members or military interns tied to the Department of Defense's Skill Bridge program each year.
0:31:20
During a given academic semester, DVS hosts 20 to 30 VA work study students who support our agency, assisting in areas ranging from communications to housing to information technology.
0:31:30
It is common practice for us to post job openings full time and ancillary on our agency's newsletter.
0:31:35
DVS significantly incorporates veteran community members into our workforce between direct and ancillary staff.
0:31:40
To be compliant with fair hiring practices, we and all of New York City government cannot discriminate against a job applicant on the basis of their status as a uniformed services member, past or present.
0:31:50
Also, we cannot discriminate against a job applicant on the basis of them not having been a member of the uniformed services.
0:31:56
For financial and resources management, my response to the suggestion that DBS audit and perform an impact analysis of every penny that the agency spends is in line with my response to the previous recommendation about auditing.
0:32:06
For digital government, many of the digital government recommendations will be accomplished through the rollout of our new VetConnect NYC platform at the beginning of FY twenty six, starting on 07/01/2025.
0:32:17
For measurement, analytics, and knowledge management, many of the measurement, analytics, and knowledge management recommendations will be accomplished through our new VetConnect NYC platform, which kicks off publicly on July 1.