Executive Summary Job Driven NEG Self-Assessment. Coordination Services Site Visit Luzerne/Schuylkill Workforce Investment Area
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1 Executive Summary Job Driven NEG Self-Assessment Coordination Services Site Visit Luzerne/Schuylkill Workforce Investment Area LWIB LWIB Site Visitation Performance Dashboard Enrollments Expenditures Actual Planned Percent Actual Planned Percent Luzerne/Schuykilll % $79,492 $26, %* *NOTE: Enrollments & Expenditures are based on total contract award Through September, 2015 Report Background: On September 24, 2015 Dr. Robert G. Garraty, representing Community Workforce Advancements, met with the following representatives from the Luzerne/Schuylkill Workforce Investment Area (LSWIA):! Ms. Patricia Lenahan, Executive Director, Luzerne/Schuylkill Workforce Investment Board (LSWIB);! Ms. Trina Moss, Project Manager for Job Seeker and Employer Services, Luzerne/Schuylkill Workforce Investment Board (LSWIB);! Ms. Christine Jensen, Site Administrator, Luzerne County PA CareerLink. The purpose of this meeting was to conduct a Coordination Services Site Visit to support the Job Ready - National Emergency Grant (JD-NEG) Initiative. Prior to the meeting the participants had an opportunity to review JD-NEG Self-Assessment material in order to prepare for the site visit. During the course of the meeting the participants discussed a number of items including the WIB s initial plan, on-going revisions to that plan, the work to date, potential adjustments and innovative changes the WIB plans to make for the balance of the year. Also discussed was what has been learned via the implementation of this initiative that will impact the LSWIA as it prepares for the requirements and expectations of the Workforce Innovation and Opportunity Act (WIOA). Overview: There is a strong sense among those in attendance that, despite the current low number of JD-NEG supported participants, the LSWIA will have no problem in reaching both their spending and performance goals for this grant. This opinion is based on their creation of an organizational infrastructure that is extremely supportive of providing services to long-term employed (e.g. constant contact system, employer forums and 1
2 apprenticeship formation plans). Their view is that, to date, they have been moderately successful in meeting their original plan. Given the number of delays connected with the overall start-up of the initiative (including, but not limited to, the various impacts of dual over-lapping time periods for grants as Innovation Consideration #1 identified in the Berks County WIB JD-NEG The WIB is promoting the use of what is Report), the initiative did not have the focus it known as a Vestibule type of Individual now has. There were some issues raised that Training Account (ITA). The reviewer could lead to system innovations. 1. JD-NEG On-the Job Training: state. The WIB links together an ITA with an One initial concern that was raised by OJT for the same long-term unemployed the participants was the difficulty in applicant. promoting On-the-Job Training (OJT) initiatives with employers. There is a negative condensation with OJT because of the excessive paperwork required by employers (see Tri-County JD-NEG Coordination Services Site Visit Report). Many times the area employers do express an initial interest in the possibilities of OJT for their operation. However, employers tend to disengage when their corporate offices realize the necessary formalities. In this age of internet-based communication, the feedback from the employers usually indicates that a paper-based application and accountability format is inferior to their normal way of doing business. As in other areas, it has been suggested by a number of employer that if the OJT format was digitally translated into a structure where employers could more easily keep track of the necessary bookkeeping associated with the program, more employers would utilize the public workforce development system OJT process. 2. Employer Forums: The LSWIB and the PA CareerLinks for Luzerne and Schuylkill Counties hosted employer forums on May 12 and 13, 2015 to educate employers about training programs available to them, including the JD-NEG related training opportunities. These events were successful in attracting approximately 50 employers, significant media coverage and followed-up by 12 employer visits to discuss training. Calls continue to come in from employers as a follow0-up to these forums. The LSWIB should consider the use of JD-NEG funds to help support this type of employer engagement as it fits the requirements of the overall grant. 3. Apprenticeship: believes that this is an example of an innovation because it combines two different activities and should be encouraged by the 2
3 This WIB should be proud that it is one of the few areas that is actively pursuing the creation of apprenticeships as part of this JD_NEG. The WIB is partnering with representatives from one of the premier workforce development organizations in the country, the Boston-based Jobs for the Future. This organization recently received $5.5 million from the United State Department of Labor (USDOL) to work with national and regional labor-management partnerships to establish and promote the new Industrial Manufacturing Technician hybrid apprenticeship model. The funds will also be used to create 1,450 industrial manufacturing technician apprenticeships across eight states: Wisconsin, Minnesota, Indiana, Kentucky, Ohio, Michigan, Pennsylvania, and Illinois. Perhaps, based on this WIB s experience with Jobs for the Future, apprenticeships could be initiated across the commonwealth. 4. PREP Success: This grant has made it possible to not only help long-term unemployed; it also has helped with getting veterans employed and UI recipients that have been profiled as likely to exhaust their benefits. The PREP initiative has been the main vehicle allowing the WIB to provide immediate employment and training opportunities utilizing the JD-NEG grant. For example, a participant that was an REA recipient on the verge of exhausting her benefits was able find a part-time job through the workforce development system to supplement her benefits. This participant was interested in LPN training and with the combination of WIOA DW funding and a JD- NEG grant, she was able to enroll in LPN training with a lower out-of-pocket cost. Another example involves the recently closed employer - Newell Rubbermaid. Six (6) participants were selected through PREP. The JD-NEG grant allowed three (3) dislocated workers from Rubbermaid to attend ITA training which will be complete prior to the exhaustion of UC benefits. The remaining three (3) participants selected through PREP have been placed in employment through OJT with an average wage of $ In all cases, the OJT participants have started new jobs that are paying them either very close to, or more than, their ending wage at their previous employer. The focus on PREP selectees and the use of JD-NEG funding to support them, has provided immediate opportunities for short-term in-demand training and employment for these dislocated workers. Finally, give the emphasis on veterans, the WIB developed three (3) OJT s supportd by JD-NEG funds with an average wage of $ Conclusion: The Luzerne/Schuylkill WIB is expected to meet initial expectations and should be congratulated for pursuing the true intentions of this grant. *Please note that attached is a copy of the completed JD-NEG Self-Assessment for this area. 3
4 Commonwealth of Pennsylvania Job Driven NEG Self-Assessment Coordination Services Site Visit Site Visit Pre-Visit Review The Job Driven NEG grant is in place for one more year. As part of the overall contract with the state for the coordination of services within this grant, Community Work Advancements will be conducting a technical assistance site visit over the next 3 months at the LWIAs involved with this grant. In preparation for the site visit, we have developed this selfassessment to structure the discussions during the site visits. This self-assessment does not require LWIAs to document any of their observations on the issues raised but to be prepared to discuss them in-depth. Primarily, we would like you to review your initial plan, update the success to date and project what potential adjustments and innovative changes you may wish to make for the balance of the year. Also, in preparation for the site visit, we would like to address the effective practices that have led to your successes in your implementation of the Job Driven National Emergency Grant. Then, finally, review the areas of proposed activity under this grant that you believe will help you prepare your LWIA for the requirements and expectations of the Workforce Innovation and Opportunity Act (WIOA). Please use these framing questions as points of discussion and completion prior to our site visit. This site visit is not designed as a regular monitoring intervention but as a provision of technical assistance, a qualitative and quantitative analysis of where we are, and a charting of the most important coordination services over the next year. We ll use this and the BWDA Desk Review Tool (adapted for JD NEG) to efficiently complete our discussion. 4
5 Self-Assessment 1. How would you characterize your Job Driven NEG effort to date based on your original plan? Very successful X Moderately successful We have some work to do Explain and discuss, including specific reasons for your rationale. Also include your performance and expenditure compared to plan through 9/18/2015. Updated from Septemeber 2015 Report (see page one) 2. Are there any local success stories you would like Community Work Advancements to write up for you that demonstrate how this initiative has improved services to employers or job seekers? OJT s have provided employers additional cost savings during training due to the sliding scale reimbursement method. The program has allowed us to offer additional financial support to a WIA eligible training participant, therefore reducing her out-of-pocket expenses as she works toward completion of LPN training. 3. What type of activities has your LWIA pursued that you would like to share with other LWIAs across the Commonwealth that demonstrates improved services? We held Employer Forums in each county in our LWIA. These forums were attended by approximately fifty (50) total employers. The purpose of the forums was to educate employers about the Jobs Driven/NEG program, and other programs available through the PA CareerLink. Many relationships were established as a result of the forums. Many leads were made and follow up continues with employers. 4. What are your effective practices in any of the following areas: Outreach to LTU, Target Groups, others? Individual service orientations to veterans and weekly PREP sessions. Employer Engagement? Business Service Team Lead promoting program personally to every HR professional contacted. Program implementation? Special Program Implementation? Social Media? Technology? The program is advertised through our blast communications as well as advertised throughout social media links. We recently conducted a survey through Constant Contact regarding training needs and have followed up with still other employers. Other (Specify) 5
6 4. What challenges have you encountered with the JD NEG (or other similar ITA, OJT, Apprenticeship, or Short Term Training in other funding streams)? What remedies would you propose (within the context of WIOA perhaps) that would address these needs? Our challenge continues to be finding program-eligible customers, who are interested in, qualified for, and willing to commit to working/training in the designated industry sectors. 5. What kinds of innovative activities do you feel you ve included as you worked this initiative? Just a regular OJT/ITAs or have activities really been different? Leveraging regular ITA/OJT. 6. What are your most effective employer-engagement activities? This would include talking to employers about successes or failures connected with this initiative. In fact, many times failures involve more learning than successes. The challenge is often getting employers to focus on the guideline associated with the program so that they can participate. 7. What are your most critical issues during the transition to WIOA? How does JD NEG help address those issues? There are so many transition issues; I don t see where/how JD NEG has anything to do with it. 8. WIOA is designed to improve services and not continue the status quo of WIA. How would you improve services currently offered using JD NEG to address these (WIOA suggested) areas? Services to target groups (LTU, Veterans, Persons with Disabilities, Ex- Offenders, etc.) Eliminate eligibility criteria for target groups. Proof they fit into a target group should be the eligibility. Outreach to partner organizations (both in and outside the PA CareerLink Offices) Career Services Redesign Use of Technology (for case management, instruction, employer and job seeker contact) 9. We would like to look at the policy/operational interaction and its impact on outcomes.? 10. How would you suggest we best share effective practices with other LWIAs (both within PA and others) Convene quarterly webinar for the sole purpose of sharing effective best practices. 11. Based on what you know already about WIOA, do you expect WIOA to enhance or hamper your current JD NEG efforts? It may help, because the up-front customer flow process we re experimenting with, has customers being seen 1-on-1 for intake/assessment, so we may capture more interested/eligible customers. 6
7 12. If you are expecting WIOA to hamper your current efforts or negatively affect your performance, what are you specific concerns? N/A 13. What Issues have we missed?? 7
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