Workforce Innovation and Opportunity Act. Putting it to Action

Transcription

1 Michigan Department of Health & Human Services Michigan Rehabilitation Services Workforce Innovation and Opportunity Act Putting it to Action Putting people first, with the goal of helping all Michiganders lead healthier and more productive lives, no matter their stage in life.

2 Suzanne Howell MRS Director Tina Fullerton Division Director Western, Central, Northern Division Bill Colombo Division Director Innovation Division Jenny Piatt Division Director Business Network Division

3 Performance Indicators Field s Focus Pre-ETS & Transition Services Business Services

4 The spirit of the law enables workforce agencies to come together crafting a more unified workforce system for job seekers and MI businesses

5 MRS worked from a values-based foundation and three-prong approach 1. Evaluating internal systems to create more organizational efficiencies 2. Working Collaboratively with State Agencies Behavioral Health and Developmental Disabilities Bureau of Services to Blind Persons Centers for Independent Living Department of Education DD Council MI Works Social Security 3. At a National Level Co-Chair of the National Employment Committee TAP Talent Acquisition Portal (TAP) A National Network

6 Learn Share Adjust Repeat WIOA Performance Indicators

7 Provide individuals with disabilities the services they need to compete for and achieve high-quality employment in the 21st century global economy.

8 Strengthen alignment of the workforce development system through unified strategic planning, common performance measures, and the one-stop delivery system requirements Emphasize the achievement of competitive integrated employment by all individuals with disabilities Expanding services to support the transition of students and youth with disabilities from secondary education to postsecondary education and employment

9 Now PY 2019

10 6 Core Programs Adult Title I DTED Vocation Rehabilitation Title IV DHHS/LARA Wagner-Peyser Act Title III DTED Dislocated Worker Title I DTED Youth Title I DTED Adult Ed/Family Literacy Act Title II DTED

11 1 Employment Rate 2 nd Quarter After Exit 2 3 Employment Rate 4 th Quarter After Exit Median Earnings 2 nd Quarter After Exit Exit Based 4 Credential Attainment 5 Measurable Skill Gains 6 Effectiveness in Serving Employers

12 1 Employment Rate 2 nd Quarter After Exit 2 3 Employment Rate 4 th Quarter After Exit Median Earnings 2 nd Quarter After Exit Snapshot 4 Credential Attainment 5 Measurable Skill Gains 6 Effectiveness in Serving Employers

13 1 Employment Rate 2 nd Quarter After Exit 2 Employment Rate 4 th Quarter After Exit 3 Median Earnings 2 nd Quarter After Exit 4 5 Credential Attainment Measurable Skill Gains Training 6 Effectiveness in Serving Employers

14 1 Employment Rate 2 nd Quarter After Exit def The percentage of participants in unsubsidized employment during the 2 nd quarter after exit. 2 Employment Rate 4 th Quarter After Exit 3 Median Earnings 2 nd Quarter After Exit 4 Credential Attainment 5 Measurable Skill Gains 6 Effectiveness in Service Employers

15 1 Employment Rate 2 nd Quarter After Exit 2 Employment Rate 4 th Quarter After Exit def The percentage of participants in unsubsidized employment during the 4 nd quarter after exit. 3 Median Earnings 2 nd Quarter After Exit 4 Credential Attainment 5 Measurable Skill Gains 6 Effectiveness in Service Employers

16 1 Employment Rate 2 nd Quarter After Exit 2 Employment Rate 4 th Quarter After Exit 3 Median Earnings 2 nd Quarter After Exit def The median earnings of participants who are in unsubsidized employment during the 2 nd quarter after exit. 4 Credential Attainment 5 Measurable Skill Gains 6 Effectiveness in Service Employers

17 1 Employment Rate 2 nd Quarter After Exit 2 Employment Rate 4 th Quarter After Exit 3 Median Earnings 2 nd Quarter After Exit def Percentage of participants enrolled in a education or training program who attained: 4 Credential Attainment 1. Recognized postsecondary credential, or 2. Secondary school diploma or recognized equivalent GED 5 Measurable Skill Gains No OJT or customized training 6 Effectiveness in Service Employers

18 1 Employment Rate 2 nd Quarter After Exit 2 Employment Rate 4 th Quarter After Exit def The percentage of participants who, during a program year are: 3 Median Earnings 2 nd Quarter After Exit 1. In an education/training program that leads to a recognized secondary or postsecondary credential or employment, and 4 Credential Attainment 2. Are achieving measurable skill gains, defined as documented progress, toward such a credential or employment. Not an exit based measure 5 Measurable Skill Gains 6 Effectiveness in Service Employers

19 1 Employment Rate 2 nd Quarter After Exit 2 Employment Rate 4 th Quarter After Exit Retention def % of participants employed by same employer in the 2 nd and 4 th quarter after exit 3 Median Earnings 2 nd Quarter After Exit Repeat Business Customer % of employers using core program services more than once 4 Credential Attainment during the last 3 years 5 Measurable Skill Gains Employer Penetration Rate % of employers using core program services out of all employers in the state 6 Effectiveness in Service Employers

20 Establish Baseline Mo July 16 Tu We Th Fr Sa Su PY June 18 Mo Tu We Th Fr Sa Su

21 1. SUPPORT a. Rehabilitation Services Administration (RSA) i. Technical Assistance ii. Conferences iii. Convening Sessions b. Workforce Innovation Technical Assistance Centers (WINTAC) c. Websites d. Technical Assistance i. Webinar ii. Calls iii. Visits to States e. MRS Subject Matter Experts (SMEs) f. Field Advisory Teams g. Field/Partner Advisory Teams h. Tool Kits

22 2. COMMUNICATION a. Leadership Council b. DM/SM meetings c. Counselor Forums d. Bi-weekly update meetings e. SME support i. Tool kits ii. Procedures iii.intensive Technical Assistance iv.field visits

23 3. IMPLEMENTATION STRATEGIES and EFFORTS a. Alpha Testing b. Beta Testing c. Begin d. Policy Procedure Guidance Building e. Continuous Improvement i. What s Working? ii. What s Not Working? iii.what Can Be Done Differently?

24 4. TRAINING (ON-GOING) a. Specialized Training (Pre-ETS, Prior to Application Section 511) b. Cohort Groups c. Webinars d. Training Center Based Sessions e. One-on-One in District f. Atypical Policy is Following Training i. Guidance in form of tool kits ii. Informational Memos

25 5. MONITORING & EVALUATION a. As we go b. WIOA Policy developed as programs test c. Budget, Fund Sources, Services Rendered, etc.

26 An Intentional Direction Bridging Business & Government Jenny Piatt, Division Director MI Department of Health & Human Services Michigan Rehabilitation Services Business Network Division

27 Federal Directives Innovation and Opportunity Act (WIOA) Section 503 amendments to Rehab Act 1973 State Directive/Order Executive Directive Employment First Business-Customer Driven Supply & Demand Diverse Workforce

28 VR SERVICES - BUSINESS Dual Customer Model Funded to serve people with disabilities and businesses Careers tied to employment needs of business 1 Million+ in the VR Talent Pool 328,000 individuals with disabilities across the U.S. who have benefited from VR career services 184,00 individuals with disabilities who found jobs or advanced their careers with help from VR 8,300 trained VR counselors who coach job candidates with disabilities

29 STARTING OUR PARTNERSHIP WITH VR AND BUSINESS ACROSS STATE LINES National Employment Team: Response to Business The National Employment Team-VR, (NET) - a national connection to a single point of contact in all 50 states, the District of Columbia and the territories Connection to qualified applicants, resources and services whenever and wherever our business needs the support Sue Howell, MRS Bureau Director serves as the cochair of the CSAVR-NET Employer Subcommittee with the Virginia Blind VR Director

30 THE FUTURE OF ACCESSING QUALIFIED CANDIDATES WITH DISABILITIES Talent Acquisition Portal Built with a dual customer approach National and Centralized Partnerships future development: VA and AIR, general public Candidates with a range of skill sets and geographic availability Building career strategies with the future workforce Voluntary Self-disclosure

31 MRS-BUSINESS SERVICES ROADMAP Dual Customer Approach Continued 2-Prong System: o Job Seeker (Individual w/disability) o Business

32 MRS-BUSINESS NETWORK DIVISION Rehabilitation Counselors, Occupational Therapists, Business Relations Consultants provide services statewide: Talent Development Connection to Partner Assets and Services Accommodation Services Risk Management/Staff Retention ADA Services Point of Contact for MiWorks! including our state workforce and economic development partners

33 COMMUNITY EXPANSION: C.N.A. Training Programs: Battle Creek Calhoun County Medical Care Facility Benton Harbor Kinexus and Royalton Manor Detroit (Resource Network) Grand Rapids (Michigan Works!) Muskegon (Adult Ed) Home Health Care Benton Harbor Kinxeus Manufacturing: Oceana Food Producers Allegan Adult Ed Culinary KPEP Michigan Job Challenge Assessments MI Youth Challenge Assessment Mini Pert Plainwell Alternative Education Weatherization Home Energy Professional Trainings Apprenticeship springboard

34 PROGRAM EFFECTIVENESS Recognized post-secondary educational provider by the U.S. DOE Fully accredited by the CARF and the Council on Occupational Education Graduates % Classroom Retention Rate 84% Placement Rate 87% Employment Retention Rate 90 days 87% Employed in Trade

35 Our collaboration with MRS has exceeded expectations. Initially, we were looking to develop a partnership that would lead to greater recruitment and hires of persons with disabilities. What we ve gained is a relationship that has resulted not only in increased hiring of persons with disabilities, but also increased retention, training support and an overall strategy for a more inclusive work environment. Whatever the initiative, our partners at MRS continue to make themselves available offering lasting solutions and support. Christine Evans, Consultant, Employee/Labor Relations, Compliance, & Workforce Diversity Henry Ford Health System We have partnered with MRS since And this truly is a partnership. We leverage MRS for candidate referrals who not only meet our basic qualifications but who are pre-screened to be a cultural fit for us as well. MRS has consistently provided quality candidates who have turned into very successful, high-performing, well-compensated, long-term employees. Bravo! Rebecca Dioso, HR Vice President Alta Equipment Company

36 Do not go where the path may lead, go instead where there is no path and leave a trail. Ralph Waldo Emerson

37 Implementing a Unified Workforce System "must haves": 1. Dual customer voice-job seeker and business customer 2. One Agenda 3. Strong values-based foundation