Okaloosa County BOCC — April 19, 2016 — CareerSource Okaloosa 2016-2020 Plan for County Commissioners Review — reading text

contractors s. Provide services for Migrant and Seasonal Farm workers, if needed t. Provide services for Farm Labor Contractors, if needed u. Assist with Disaster Reemployment Assistance Claims Filing v. Skills Testing w. Core services for dislocated workers x. Resource Room Facilities Employer and job seeker customer services will be designed and implemented in accordance with the guidance and direction of the CareerSource Board and its Business Competitiveness Council and Career Council. The philosophy and position of the CareerSource Board is: “CareerSource has three basic customer groups and in order to provide excellence to one group, CareerSource must also provide excellent services simultaneously to the other groups.” The three groups are: a. Businesses and organizations that employ individuals; b. Job seekers who are seeking the first job, a better job, and/or who wish to reenter the workforce; c. The general public who fund CareerSource services through payment of taxes. To achieve customer satisfaction for all customer groups, it is essential to meet or exceed the employers’ expectations and hiring needs while meeting the training and employment needs of the job seeker. This provides a balanced approach to meeting the goals of the CareerSource Board and making sound expenditure of the public funding received from the general public. CareerSource Okaloosa Walton April 30, 2016 84 | P a g e Reemployment Services and Eligibility Assessment (RESEA) Program Preparing To Serve Unemployment Insurance (UI) Claimants and Customers These services are designed to significantly reduce the number of weeks an individual receives unemployment payments. Each RESEA participant will receive a career assessment or initial assessment interview to determine the employability needs of the individual. The initial assessment will be customer focused with the goal of empowering the participant to take responsibility for improving his or her economic circumstances. The initial assessment will start with an orientation that includes information on the full menu of CareerSource Okaloosa Walton services available to assist the participant with reemployment. The orientation will serve as the intake process where information can be gathered for the more in-depth one-on-one interview later on with the RESEA staff. The RESEA staff will bring their appointment calendars with them to the orientation to facilitate the scheduling of appointments. This approach may ease the fear of the reemployment services process and allow the participant time to reflect on what’s coming next on the road to reemployment. As a part of the orientation, information on available workshops should be provided to the claimants. Below are the services the participants should receive on the first visit to the CareerSource Okaloosa Walton Centers: a. An orientation that includes information on the full menu of CareerSource Okaloosa Walton services; b. Career Success Workshops attendance as appropriate; c. Labor Market Information tailored for the participants in attendance; and, d. An appointment for a one-on-one interview to address the specific needs of claimants. The RESEA Interview Requirements The RESEA Program has established specific requirements for the RESEA assessment that CareerSource staff must use when administering RESEA services. The following are the minimum requirements for the RESEA Program: a. The RESEA participants must have a one-on-one interview with the RESEA staff and receive an assessment of their employability skills, strengths, weaknesses, and barriers. The interview must include: (1) Providing labor market information; CareerSource Okaloosa Walton April 30, 2016 85 | P a g e  (2) Assisting participants in developing an Employability Development Plan, which must include: a) Strengths, weaknesses, barriers, and employment or training goals; b) Specific details regarding the assigned work search activities; c) Specific details to show who is responsible for each action; d) A statement to show that the EDP Responsibility Statement was reviewed with the participant to clarify program responsibilities for work search activities; e) Documentation of referrals to other appropriate services, as required; and, f) Assigned work search activities such as resume writing, interviewing skills, etc. (3) Referring participants for other employment services, including training when appropriate. b. The RESEA participants must be provided labor market information unique to their area of work experience using the EFM Occupational Profile as the primary LMI Tool. If the labor market information shows the participant’s occupation is in decline, they may be referred for training. c. The EDP must be signed by the participant and the RESEA staff. A copy of the EDP must be given to the participant. The original should be scanned and filed in the ATLAS System. d. The RESEA Staff should provide several job referrals to the participant as well as information on other CareerSource services. Referrals should be to jobs for which they are qualified for or suitable. e. After all services have been provided, the RESEA staff must result each participant’s attendance in EFM to either “Attended” or “No-Show”. If one of these is not marked, the region will not receive credit for the assessment. It is the RESEA staff’s responsibility to ensure all of the 4-pack of services are provided and “resulted” in EFM. Documenting RESEA Services The following RESEA services are required for all RESEA participants and will be provided as part of the intensive one-on-one interview: a. Orientation: RESEA staff must provide an orientation about all of the CareerSource Okaloosa Walton services with particular emphasis on accessing available labor market and career information. This activity should be manually entered and resulted in EFM by the facilitator following the end of the orientation. Staff will use Activity Code: 101, Staff Assisted Orientation for this activity. CareerSource Okaloosa Walton April 30, 2016 86 | P a g e  b. Initial Assessment: RESEA staff must conduct a one-on-one assessment interview with the RESEA participants to review their employability skills, strengths, weaknesses, and barriers. In additional to the assessment tools mentioned in the local operating procedures (LOP), other tools may also be used such as Florida Ready to Work Credentialing Program, CHOICES360, ProveIt!, Barriers to Employment Success Inventory (BESI), etc. When using these assessments, staff should not set additional standards for participants to attain in order to be shown as successful completers. The only standards that may be used are those included with the assessment tool. Staff will use Activity Code 102, Initial Assessment for this activity. c. Labor Market Information (LMI): RESEA staff must conduct a briefing on the Provision of Labor Market Information unique to the RESEA participant’s experience, skills and desired occupation. Staff will use Activity Code 107, Provision of Labor Market Information for this activity. d. Employability Development Plan: RESEA staff must assist the participants with developing an Employability Development Plan (EDP) unique to their challenges, skills, and goals discovered during the initial assessment. The EDP should be thorough and complete as it provides a road map for the participant to follow. Staff will use Activity Code 205, Develop Service Strategies (IEP, ISS, and EDP) for this activity. (8) Priority for Services: Describe the local policy and procedures that have been established to give priority to recipients of public assistance, other low- income individuals, and individuals who are basic skills deficient in the provision of individualized career services and training services in the Adult program. WIOA Enhanced “Priority of Service” WIOA includes enhanced “priority of service” requirements to ensure that recipients of public assistance and other hard-to- serve populations are able to access critical employment and training services through the one-stop system. CareerSource will review the Temporary Assistance for Needy Families (TANF) program to enhance priority of service policies to ensure that TANF recipients are prioritized under such policies and that they are offered services that meet their needs. Under WIOA, CareerSource was required to provide priority for intensive and training services to recipients of public assistance and other low-income individuals in instances where local funds were “limited.” WIOA strengthens this requirement by eliminating the conditional language relating to “limited” funding, and adding individuals who are basic skills deficient to the categories of WIOA participants who must receive priority of service. These statutory changes will help to address concerns that individuals with barriers to employment were often underserved through the one-stop system under WIOA, and ensure that resources are more equitably allocated to support those with the greatest needs. CareerSource Okaloosa Walton April 30, 2016 87 | P a g e WIOA section 134(c)(3)(E) states in part, that with respect to funds allocated to a local area for adult employment and training activities under paragraph (2)(A) or (3) of WIOA section 133(b), priority shall be given to recipients of public assistance, other low- income individuals, and individuals who are basic skills deficient for receipt of career services described in paragraph (2)(A)(xii) and training services. The CareerSource Board will instruct CareerSource staff to ensure these priority groups receive priority of services without consideration to limited funding. CareerSource Okaloosa Walton supports WIOA new regulation implementing the new priority of service requirements, including designating those career services subject to the priority of service requirements as “individualized” services. How to Apply Priority of Services for Veterans and Eligible Spouses Eligibility for Priority of Services For the purpose of implementing priority of services in LWDA 2, the CareerSource Board will use the broad definition of veteran found in 38 U.S.C. 101(2). Under this definition, the term “veteran” means a person who served at least one day in the active military, naval, or air service, and who was discharged or released under conditions other than dishonorable, as specified in 38 U.S.C. 101(2). “Active service” includes full-time Federal service in the National Guard or a Reserve component. This definition does not include full-time duty performed strictly for training purposes (i.e., often is referred to as “weekend” or “annual” training); nor does it include full-time active duty performed by National Guard personnel who are mobilized by State rather than Federal authorities (usually occur in response to events such as natural disasters). The