REGIONAL WORKFORCE BOARD MIGRANT AND SEASONAL FARMWORKER (MSFW) OUTREACH PLAN REGION 5 GADSDEN, LEON & WAKULLA COUNTIES

Transcription

1 REGIONAL WORKFORCE BOARD MIGRANT AND SEASONAL FARMWORKER (MSFW) OUTREACH PLAN REGION 5 GADSDEN, LEON & WAKULLA COUNTIES August 24, 2016 Prepared By: Dee Robinson

2 MIGRANT AND SEASONAL FARMWORKERS (MSFW) OUTREACH AND SERVICES A. Assessment of Need: Must include a review of the agricultural and MSFW activity in the service area (crop activity, peak season, approximate number of MSFWs during peak season and low season, etc.). Must also include an assessment of the challenges/barriers faced by MSFWs and their unique needs. Such challenges and needs must include at a minimum: employment, training, language and housing. Summarize the agricultural employers needs as well. This information must take into account data supplied by the Farmworker Career Development Program local provider(s) in the service area, other farmworker organizations, and employer organizations. Response: Gadsden County is located in the northwestern part of Florida. Currently the county is approximately 32 miles long and 22 miles wide. A humid climate prevails, and rainfall is abundant. The county is one of the foremost agricultural counties in northwest Florida and the only significant region in this part of the state. Gadsden County produces beans, cucumbers, eggplant, greens, cantaloupe, watermelon, okra, onions, peas, peppers, potatoes, squash, corn, tomatoes, and mushrooms. The area is a top producer of tomatoes and squash for Florida. Farm workers harvest, plant, and pack many of the vegetables that are produced locally. Although it is difficult to determine an accurate number of workers in the area due to their transient nature, it is estimated that during the peak season (April November) there may be up to 500 workers in the area. Conversely, during the low season (December March), there could be as few as workers present. The number of seasonal farm workers greatly decreased in the area over the years due to strict immigration laws being passed in several key agricultural states and business closures. The concern over immigration laws being passed dictated whether farm workers would migrate or remain in areas where they felt less likely to be negatively impacted by the new immigration laws. Key agricultural business closures provided less opportunity for work in this area. The decrease in work has led many workers to bypass this area on their way to surrounding states with more work available. MSFWs experience many challenges due to the type of work being done and the requirement to migrate constantly. In the CSCR service area many MSFWs require assistance with: Training/education - GED, ESOL or other short-term training geared towards nonagricultural work Medical care lack of insurance for current health concerns Legal issues lack of understanding regarding their rights and authorization to work in the US Page 2 of 10

3 Transportation highly reliant on others for transportation for personal needs and in some instances travel to work Childcare insufficient number of organizations that assist with the care of young children who have not yet reached school age Other personal services lack of adequate food and clothing Although referrals are made to a host of community partners, the workers do not consistently follow-through; their primary concern is going to or finding employment. Due to strained relationships with the agricultural employers, it is more difficult to ascertain their needs. Based on the closures that have occurred over the years, CSCR believes that there is not enough demand for some of the produce being grown in the area. Couple that with a decrease in the number of workers available and it is evident why some of the business closures have occurred. Although CSCR has and will continue to make these employers aware of the services available through the career center, not many have taken advantage. B. Assessment of Available Resources: Include an assessment of the career center resources and partner resources that are available to meet the specific needs of the MSFWs and agricultural employers specified above in Part A. Response: The region has developed a list of available resources for the MSFWs. The list includes an extensive network of local organizations such as faith based groups and social service agencies which provide direct services to farm workers. Below is a list of service providers for CareerSource Capital Region. Services offered include the following: medical assistance, food assistance, legal services, literacy/education training, housing, transportation, and additional support services. If there is a situation for which there is no known local provider, the Outreach Specialist assumes responsibility for researching the area to determine if other providers are available to meet the worker s needs. The resource list is reviewed and updated annually. a. Catholic Social Services: North Shadow Street, Quincy, FL b. North Florida Legal Services: W Jefferson Street, Quincy, FL c. Jessie Furlow Medical Center: Strong Road, Quincy, FL d. Gadsden County Public Health: Lasalle Lefall Drive, Quincy, FL Page 3 of 10

4 e. PAEC Migrant Education: W King Street, Quincy, FL f. Department of Children and Families: South Key Street, Quincy, FL g. Women, Infant and Children (WIC): Lasalle Lefall Drive, Quincy, FL h. Pre-K Program: W King Street, Quincy, FL i. Gadsden Technical Institute: M.L. King Jr. Boulevard, Quincy, FL j. Triple Oaks/ Omega Villas: Strong Road, Quincy, FL k. Big Bend Transit: B W Crawford Street, Quincy, FL l. Gadsden Community Action: N Adams Street, Quincy, FL m. Mexican Consulate: W Washington Street, Orlando, FL n. Internal Revenue Service: N. Bronough Street, Quincy, FL o. Department Of Hwy Safety: Blue Star Hwy, Quincy, FL p. Red Cross Of Tallahassee: Easterwood Drive, Tallahassee, FL q. Reemployment Assistance Program: r. US Citizenship and Immigration Services: / Migrant workers that are participants in one of the programs operated by CSCR may also avail themselves of the support services provided by that particular program (i.e. transportation assistance, childcare assistance, training assistance, employment related services, etc.). Program staff will assess the worker s needs and barriers to employment and provide services or make appropriate referrals to partner programs/organizations. C. Proposed Outreach Activities: Page 4 of 10

5 a. Describe the strategies used to locate and contact MSFWs who are not being reached by normal intake activities. Outreach activities must be designed to meet the needs determined in part A. Include the tools and resources to be used to conduct outreach activities (for example, work-issued cell phones, laptops, tablets, printed materials, media, etc.). Note: Each MSFW outreach worker is required to have a minimum of five quality contacts of MSFWs per staff day. A quality contact is defined as an outreach contact with an MSFW where a reportable staff-assisted service is provided and documented. Response: The Outreach Specialist s primary responsibility is to visit potential MSFWs, identify workers as MSFWs, assist the MSFW and their families at the worksite or housing facility; provide them with the 511-N form advising them of the services and resources offered by CareerSource Capital Region. In addition to worksites and housing areas, the Outreach Specialist also frequents stores, laundromats, churches, sporting events, and attends events coordinated by other community partners. To assist in gaining the trust of the migrant workers, the Outreach Specialist provides value-added services such as delivering food bags, assisting with medical screening, etc. While conducting outreach, the Outreach Specialist makes referrals for supportive services, distributes brochures to community agencies, promotes CareerSource Capital Region services, determines if there are complaints/violations, refer MSFWs to non-agricultural jobs, documents services via the MIS and submits monthly logs to the Monitor Advocate. During outreach, eligibility questions are asked to determine if the customer is an MSFW. Once a determination is made regarding the eligibility of the Migrant Seasonal Farm Worker, a one on one assessment is performed to determine the needs of the career seeker. Assistance is offered in completing applications, providing referrals to jobs for which the career seeker is deemed eligible, and in conducting job developments to help the career seeker locate employment. The services noted are reportable and staff assisted. Provision of the services to the career seeker is considered a quality contact and is documented in the Management Information System (MIS). The log of daily outreach activities is completed, summarized and compiled into the Log Review Form to be submitted along with 1303 & 1659 Forms to the State Monitor Advocate at the end of each month. CareerSource Capital Region does not currently have established agreements with any agricultural employers. Nevertheless, the Outreach Specialist conducts visits to maintain communication with agriculture employers or labor contractors to learn about the type of crops that will be planted, identify the beginning of the season, determine when harvest activities will begin, find out the number of workers needed and offer services such as placing a job order. These visits also serve as a means to determine the needs of MSFWs in Gadsden County. All Page 5 of 10

6 services to both jobseekers and employers are annotated in the state reporting system, Employ Florida Marketplace. The Outreach Specialist utilizes an ipad (with internet access) and cell phone provided by CSCR to assist in conducting providing career seekers while in the field. b. Describe the strategy for coordinating outreach efforts with the Farmworker Career Development local provider(s) as well as community service agencies and other farmworker groups. Include any agreements with these partners that outline these strategies. Response: CareerSource Capital Region does not have a FCDP provider locally; however, the Outreach Worker develops relationships with other community service agencies and partner for outreach services. In specific, CSCR has developed a relationship with the local health department in Gadsden County to attend medical screening events in order to assist and outreach to migrant workers that may attend the event. Additionally, where possible, the Outreach Worker conducts outreach with the Panhandle Area Educational Consortium (PAEC) outreach staff, which provides a greater reach/access to workers than managed by our staff. c. Complete the MSFW Outreach Goals attachment. Estimated total goals must match or exceed those outlined in the Unified Plan. Response: Please see Attachment I. d. Described the strategy for increasing outreach worker training and awareness across one-stop partner programs, including Wagner- Peyser, WIOA Adult, Dislocated Worker and Youth, Vocational Rehabilitation, as well as Reemployment Assistance, to enhance assessment and referrals for MSFWs. Response: As a part of staff education (which includes staff from the onestop partner programs), the Wagner-Peyser Program Manager provides training on a quarterly basis. As a part of this training, the MSFW program is discussed in great detail to ensure staff has enough working knowledge to assist workers who are interfaced with in the career center, at community partner worksites or at community events. Further CSCR, has an MSFW Advocate at each of its career center who received training from the State Monitor Advocate and works closely with the Outreach Worker in Page 6 of 10

7 order to serve as an information resource to staff when necessary. The MSFW Advocates are staff that are employed through one of the one-stop partner programs. D. Services Provided through the One-Stop Delivery System: a. Describe the process for providing the full range of career and training services to MSFW jobseekers through the one-stop delivery system. Response: At initial contact or as part of the registration process, customers are identified as MSFWs and provided with a verbal and written (511N Form) explanation of services available in the language of their choice (English, Spanish or Creole). An MSFW desk aide is provided to all staff to assist in identifying MSFWs. Additionally, there are MSFW Advocates at each office that may assist center staff with understanding how to discern whether the career seeker is considered an MSFW and the additional requirements in servicing this customer base. Basic and individualized career staff assisted services will be provided to MSFWs through outreach services as well as in the career center. MSFWs may utilize the state s employment database, EFM, as a self-service; however, they will not have the benefit of staff s assistance. The MSFWs knowledge, skills and abilities (KSAs), barriers, work history and education will be assessed to determine which services should be provided. Upon registration and assessment, workers are ready to receive job search assistance. MSFWs are referred to jobs for which they meet the employer s minimum qualifications. Career and training services will be provided as necessary to MSFWs. MSFWs may be enrolled and in some instances co-enrolled in other onestop programs (i.e. WIOA, WP). When enrolled in certain programs, the migrant worker can receive additional services to assist in training or job placement. Referrals will be made to ESL classes to reduce language barriers and job skills workshops to enable MSFWs to become more competitive in the workforce. Staff will also provide career guidance/planning and suggest training programs that would best serve the needs of those who are not job ready or those who are ready for a change in occupation. For those meeting the eligibility/suitability qualifications to receive training assistance, CSCR may assist with payment of the training program and securing other ancillary services. Other programs MSFWs may be referred to include VR (for disabled MSFWs), older workers programs and housing assistance agencies. Page 7 of 10

8 b. Describe the process for providing the full range of services to agricultural employers, such as outreach to the agricultural industry, employer job orders and other business services. Include efforts to market the Agricultural Recruitment System to employers and employer organizations. Response: CSCR provides the full range of services to employers within its service area to include agricultural employers through: Talent Sourcing job postings, recruitment and hiring events, applicant screening; Retention Strategies assessments, retention based tax incentives, workforce planning; Employee Development On-the-Job training, employed worker training, professional development onboarding assistance; and, Labor Market Analysis wage surveys, labor projections, industry trends, research and statistics. To increase employer participation, links have been established with employers, employer associations and other employer groups to identify potential employers seeking workers with similar skills as MSFWs. The Outreach Specialist, along with the assistance of Business and Employer Solutions Unit, performs outreach to agricultural employers, nonagricultural employers with positions that can be considered agricultural and those employers who are interested in hiring MSFWs. Through these efforts, staff will develop new employer contacts, maintain existing contacts and encourage job order creation through the local career centers. c. Describe the strategy for marketing the Employment Service Complaint System to MSFWs and farmworker advocacy groups. Response: As a part of the information provided to migrant workers, the Employment Service Complaint System is discussed and appropriate outreach materials are provided such as the 511N form, Florida Farmworker Helpline cards, and farmworker rights brochure. The Outreach Specialist also ensures their understanding of their rights and the steps that can be taken when their rights have been violated. The Employment Service Complaint System is marketed to other agencies that assist migrant workers to ensure that in the absence of the Outreach Specialist, the migrant worker may still receive information to file complaints. As a Page 8 of 10

9 mandatory reporter, the Outreach Worker is also vigilant in observing the conditions of the worksite and housing sites to determine where there may be apparent violations occurring. E. Significant Bilingual Office Plan: Significant MSFW career centers where ten percent or more of MSFW participants are estimated to require service provisions in Spanish (or other languages) must provide services in the MSFW s native language, such as job assistance. Describe how the language needs will be met at the significant center(s), including bilingual staff available. Response: CareerSource Capital Region makes every effort to ensure equitable access to services in the language in which the worker feels most comfortable communicating. Through outreach, CSCR has determined that the farm workers in the local area are mostly Spanish speaking/reading. The Outreach Specialist is bilingual and is fluent in Spanish. If it is determined that a career seeker has a language barrier, staff will identify internal staff that may be proficient in the language of the career seeker to provide assistance. There are three (3) staff members in the Gadsden One Stop that can assist Spanish speaking customers entering the office for assistance. In situations where it is determined that there are no staff fluent in the desired language, then the LLE-LINK (telephonic interpretive service) will be used. F. Indicators of Compliance: Describe the process for meeting the Equity Ratio Indicators and Minimum Service Level Indicators. Response: The Minimum Service Level and Equity Ratio Indicators refer to providing an equitable level of service to the migrant seasonal farm workers (MSFW) as provided to other non-msfw career seekers. It is the entire region s responsibility to provide services to MSFWs that will assist in meeting the equity ratio/minimum service level indicators. CSCR underwent a change in its service delivery process where staff will work with any customer regardless of program affiliation. Additionally, staff will work to proactively recruit candidates for each job order entered for the region. With this said, each career seeker registered in the MIS for the CSCR local area should have an equal opportunity for positions where they meet the minimum qualifications of the employer. The Outreach Specialist will work directly with those staffing positions in order to place qualified MSFWs. As with veterans, MSFWs will receive some level of priority when looking to staff certain job orders. This process will increase the number of referrals provided and the opportunities to gain employment. Our goal is to place career seekers, including migrant workers, into employment (agricultural or non-agricultural) at a self-sufficient wage that is long term in nature. Page 9 of 10

10 Another aspect of the Outreach Specialist position is providing leads to the Business and Employer Solutions Unit to obtain a job posting from agricultural/non-agricultural employers. The Outreach Specialist will, through outreach efforts, meet with employers to discuss hiring migrant workers for available vacancies. Any leads garnered will be provided services by the Business and Employer Solutions staff attached to the industry for the vacant position. In turn, the Business and Employer Solutions Unit will be responsible for follow-up with the employer to secure positions where it is possible for MSFWs to meet the minimum qualifications. Another tool used by CSCR is our list of employers with potential agricultural positions developed by the Business and Employer Services Unit. The Business and Employer Solutions Unit uses the list to conduct targeted outreach and employer focused activities to promote hiring of qualified MSFWs. G. Public Comment Response: Information will be solicited from organizations with a vested interest in the services provided to migrant workers for a period of 15 days. Any comments received will be considered for inclusion in the Agricultural Outreach Plan. The draft will be posted to the CSCR website and forwarded to our community partners for review and comments. The Outreach Specialist reviewed and provided information for inclusion in CSCR s Outreach Plan. Page 10 of 10

11 MSFW Outreach Plan Attachment PY PY 2019 MSFW Outreach Goals ACTIVITY July Aug Sept. Oct. Nov. Dec. Jan. Feb. March April May June FOCUS ON FARMWORKERS Visits to MSFWs at labor camps, work sites, gathering areas, etc Presentations to groups of MSFWs (migrant education/head Start parent meetings, ESL classes, churches, etc.) Visits to staff/staff meetings at organizations which serve MSFWs Attending MSFW interagency councils Regular outstation visiting/intake Other MSFW outreach activities* FOCUS ON EMPLOYERS TO PROMOTE HIRING MSFWs Visits to agricultural businesses Visits to non-agricultural businesses Presentations to meetings/groups of employers Other employer focused activities to promote hiring MSFWs (such as job fairs) Estimated outreach hours in month Estimated number of MSFW outreach contacts^ by month Estimated number of MSFW quality outreach contacts^ by month * Festivals, radio and other special events ^ Outreach contact estimates are the number of potential MSFWs spoken to through/during outreach; not estimated number of registered MSFWs. Estimated total outreach time for the 12 months: 185 Estimated total outreach contacts for the 12 months: 1160 Estimated total quality outreach contacts for the 12 months: 800 Number of individual staff estimated to participate in outreach for the 12 months: 1 Estimated number of: Ag Job Orders: 3 Ag Positions: 3 Ag Positions Filled: 3