Dislocated Workers & TAA Performance

1. Dislocated Workers & TAA Performance Title I/ TAA

2. What is the definition of a Dislocated Worker?

3. WIOA Performance Regulations and Guidance • TEGL 10-16 Change 1 Performance Accountability Guidance for Workforce Innovation and Opportunity Act (WIOA) Title I, Title II, Title III, and Title IV Core Programs • TEGL 19-16 Guidance on Services provided through the Adult and Dislocated Worker Programs under the Workforce Innovation and Opportunity Act (WIOA) and the Wagner-Peyser Act Employment Service (ES • TEGL 14-18 Aligning Performance Accountability Reporting, Definitions, and Policies Across Workforce Employment and Training Programs Administered by the U.S. Department of Labor • 20 CFR part 677; 34 CFR part 361; and 34 CFR part 463 Performance regulations

4. Primary Indicators of Performance

5. There are six (6) Primary Indicators of Performance for Dislocated Workers • Employment Rate 2nd Quarter after Exit (Education/Employment for youth) • Employment Rate 4th Quarter after Exit (Education/Employment for youth) • Median Earnings in the 2nd Quarter after Exit • Measurable Skills Gains • Credential Attainment Rate • of those who received training or education, excluding OJT or Customized Training • Effectiveness in Serving Employers

6. How is the National Office calculating these performance metrics?

7. Employment Rate 2nd Quarter after Exit Employment Rate 2nd Quarter after Exit is the percentage of participants who are in unsubsidized employment during the second quarter after exit from the program.

8. Employment Rate 4th Quarter after Exit The Employment Rate 4th Quarter after Exit is the percentage of participants who are in unsubsidized employment during the fourth quarter after exit from the program. Calculation includes all program participants.

9. Median Earnings – 2nd Quarter After Exit The median earnings of participants who are in unsubsidized employment during the second quarter after exit from the program, as established through: • Direct Unemployment Insurance wage record match • Federal or military employment records • Supplemental wage information

10. Measurable Skill Gains (continued) Calculation includes all participants: The number of program participants during the reporting period who are in an education or training program that leads to a recognized postsecondary credential or employment and are achieving measurable skill gains based on attainment of at least one type of gain DIVIDED by the number of program participants during the reporting period who are in an education or training program that leads to a recognized postsecondary credential or employment.

12. Credential Attainment Rate The Credential Attainment Rate is the percentage of participants enrolled in an education or training program who attain a recognized postsecondary credential or a secondary-school diploma during participation in or within one year after exit from the program. • High-School Equivalency diplomas are included • On-the-Job Training is excluded • Customized Training is excluded High-school diploma or its recognized equivalent is included in the percentage of participants who have attained a secondary school diploma or its recognized equivalent onlyif the participant also is employed or is enrolled in an education or training program leading to a recognized postsecondary credential within one year after exit from the program.

13. Credential Attainment

14. Effectiveness in Serving Employers(Three Approaches) WIOA Sec. 116(b)(2)(A)(i)(VI) requires the Departments to establish a primary indicator of performance for effectiveness in serving employers. This indicator will be measured as a shared outcome across all six core programs within each State. Each State must select two of these three approaches to report on this indicator. • Retention with the same employer • Repeat Business Customers • Employer Penetration Rate Tennessee is using Repeat Business Customers and the Employer Penetration Rate. Additionally the Governor may establish and report on a third Tennessee-specific approach for measuring effectiveness

15. Repeat Business Customers Repeat Business will be used to asses our American Job Center’s ability to develop and maintain relationships with employers over an extended period of time. This is a unique count of employers who use WIOA core programs more than once. A business that uses AJC services can only be counted once per reporting period.

16. Employer Penetration Rate Employer Penetration Rate addresses the programs’ efforts to provide quality engagement and services to all employers and sectors within a State and local economy. Note: For employers with more than one physical location, each work site that receives services should be counted separately when receiving services.

17. How is TN currently performing now in our Dislocated Worker Program?

18. Current DW Outcomes as of PY2018 Q3

19. National DW Rankings for PY2017

20. Measuring Dislocated Worker Performance

21. Step 1: Go to Reports>Select Federal Reports

22. Step 2: Select WIOA Performance

23. Step 3. Select the ETA 9173 Note: The ETA 9173 allows staff to have all data in one report that staff can break down.

24. Step 4. Select the Program WIOA and the Customer Group Dislocated Worker

25. Step 5. Choose your Region and LWDB

26. Step 6. Select Date Type of Rolling 4 Quarter, select the Year 2018 and check the box next to the quarter you wish to view, then hit Run Report

27. The 9173 will then populate…

28. Section D will show staff the current and previous quarter percentages of the performance indicators. If Staff hit the hyperlink, it will allow a deeper dive into what participants fall into that measure.

29. After staff hit the hyperlink, this report shows the individuals within that measure…..

30. The Numerator and Denominator are present on this report. By filtering properly, staff can see who has a negative result within the measure. Note: An “N” in the numerator column is a negative count against the measure.

31. All reports can be emailed or exported for further analysis and training.

32. Measuring TAA Performance

33. TAADI Scorecard

34. Trade Adjustment Assistance Data Integrity What are we doing to improve TAA outcomes and TAADI performance? • Monthly Program Technical Assistance Webinars for OSO’s, Lead’s, and Program Staff • Annual Training Conferences • Provider Training • Utilizing the TAADI Self-Check Score Card • Goals met • Goals missed • Unofficial Performance Results • Determine missing or incorrect data

35. TAADI Self-Check Score Card

36. TAADI Results Tab

37. Why should Dislocated Workers and TAA be co-enrolled?

38. TAA & DW Co-Enrollment Myth Busters Myth: Co-enrollment hurts WIOA performance. Busted: Performance improves with TAA participants are co-enrolled with Title 1 DW (left table). The same is true for DW participants co-enrolled with the TAA program (right table).

39. Current DW Outcomes vs. TAA Outcomes

40. TAA & DW Co-Enrollment Myth Busters Myth: DW has limited funds, so TAA participants should be limited to TAA funds. Busted: • Co-enrollment requires that WIOA program funds must contribute to at least one service, which could include case management alone (in either one-on-one, or group settings). • There is no requirement that any portion of the training costs for TAA participants be funded by WIOA where participants are co-enrolled. • There are many ways to coordinate co-enrollment that are a minimal cost burden for WIOA programs, including resume writing workshops, financial literacy, etc.

41. TAA & DW Co-Enrollment Myth Busters

42. TAA & DW Co-Enrollment Q & A

43. TAA & DW Co-Enrollment Q & A

44. TAA & DW Co-Enrollment Q & A

45. Any Questions?