For the businesses of New York State (NYS), success is largely dependent on the quality and skills of their employees. With technology and markets changing at an ever-increasing pace, job seekers who arrive unprepared for a high-performance workplace or fall behind the skills curve face an uncertain future. New York State has a vision of a highly skilled workforce prepared by a system that readily connects employers and job seekers and assists business in economic growth.
New York State's vision for its Workforce Development System, as detailed in New York's Workforce Development System: Report to Governor George E. Pataki (Attachment E), is based on a number of important principles. Those principles include: being customer/demand-driven; providing universal access; providing value-added service, and customer choice; addressing the service requirements of special needs and target populations as required for their full participation in the system; providing multiple levels of service and multiple access points; developing a continuum of education and training that spans a lifetime; establishing a continuous improvement system; integrating services; setting as a priority the development of true partnerships and honest collaboration at all levels and among all stakeholders; developing staff/capacity building; implementing a comprehensive accountability system; establishing system-wide, performance-driven, outcome-based measures; providing leadership, direction and assistance through the State Workforce Investment Board; integrating the system through technology; and marketing the system to the broad spectrum of customers throughout the State.
The challenge is clear. The new Workforce Development System must become demand-side driven. It must respond to business' need for qualified workers, based on the skills required for economic competitiveness. It must create a labor exchange function that is easy to use and change relationships with the employer community in radical ways. It must make employment and training services a competitive enterprise.
The Workforce Investment Act has provided us with the opportunity, structure and motivation to attain these goals, while underscoring and restating the principles upon which New York State's Workforce Development System is built.
It is imperative that New York State's Workforce Development System utilizes its resources more efficiently, increase the private sector involvement, and use a more inclusive approach to policy making and planning to enhance collaborative relationships. To encourage this, State policies will emphasize local engagement and flexibility in planning and decision making to meet the workforce needs of the Local Area. To achieve sustained, long-term benefits and expand community engagement, a coordinated local effort is imperative.
Over the next five years, NYS will continue to streamline services by further integrating systems and providing the State infrastructure. NYS will accomplish this by establishing technological and business processes to promote electronic data sharing and communications among its programs. The State will continue to integrate, and where appropriate and feasible, consolidate workforce investment and related programs through strong interagency collaboration (at both the State and local levels). It will foster a truly seamless delivery of services and reduce unnecessary program duplication.
During the first year of this plan, all local One-Stop systems will operate in accordance with the guidelines developed by the Local Boards and the One-Stop partners through Memoranda of Understanding (MOUs). The MOUs identify the operating protocols, structure and services for the local system as well as the roles and responsibilities of the partners in the system. Through continued negotiation with local partners and revision of this document over the next five years, the Local Boards will continue to guide the implementation of a common process and set of services for the local Workforce Investment Area.
One-Stop system operations will continue to be streamlined as common data systems, administrative procedures, and performance measures are further developed and utilized by the partners. Shared input and access to information by partners, cross- training of staff, and coordinated program planning will further streamline and enhance the services and operations in the One-Stop systems. Demographic information, including race, disability, gender, and any other required EEO data elements will be collected for all customers who register for any services provided through the local One-Stop system. Electronic self-service should eliminate long lines and paperwork and serve as the gateway to more intensive, personalized service by program specialists. This will facilitate the efficient use of staff resources.
Universal access to services will be achieved through a variety of means. Chief among these is access to various workforce development, employment, training and labor market information systems and applications through technology. Many of these systems will be accessed through customer self-service, both at the One-Stop and satellite sites and at other electronic access points or business and home computers. Facilitated access also will be available at the One-Stop sites for customers requiring additional assistance. Universal access will be assured through the local plan review and approval process, which will be managed at the State level.
In addition, all One-Stop centers and affiliate sites in the system will prominently display information concerning the non-discrimination rights of individuals seeking services under these programs and through the local One-Stop system. Each One-Stop will also provide the required notice of non-discrimination rights at the point of registration.
All required core services for the mandated and optional partner programs will be available at the local One-Stop center(s). Access to intensive and training services also will be provided at the One-Stop Centers, although the actual services may be provided elsewhere within the system. The actual range, method of provision, location of services to be provided by the partner programs, and the funding streams to support them, are identified in the local One-Stop system level MOUs. A general list of the partners, programs, services and funding streams is identified in later Sections of this planning document.
The array of services that will be available through the local One-Stop systems will benefit the general population as well as targeted audiences such as welfare clients. Universal access will assist all unemployed or underemployed workers in identifying relevant educational and support programs. The availability of counseling services will lead to more appropriate matches between skills and employment opportunities. Outreach efforts to targeted audiences, such as public assistance recipients, will increase awareness of the services available through the system. Close working relationships between the local welfare planning entities and the One-Stop partners will help assure that this critical population receives seamless workforce development services. New York expects this to increase the successful transition from welfare dependency to self-sufficiency. Similarly, close-working relationships will be established with applicable local entities to better serve the needs of other special populations (i.e. low income, disabled, substance abusers, older workers).
Outreach to the community will be accomplished through a number of activities and special services: DVOP services, Job Service Employer Committees, job fairs, economic development/ EDZ efforts, Welfare to Work services, Human Resources consultation for businesses, and Employment Services representatives. In addition, our state partner agencies have programs committed to outreach in the community and have agreed to continuing outreach in the Memorandum of Understanding signed by state partner agencies. The State will also promote the system and the Title 1 programs through a marketing campaign including a new logo for the State's workforce development system and a description of the various programs and services available. A contractor is working with the NYSDOL and the New York Association of Training and Employment Professionals (NYATEP) to develop the details of this campaign.
Customer access to WIA-eligible training programs is now available.. The New York State Department of Labor will continue to develop, house, maintain and disseminate a database of all eligible training providers in the State. This database will be compiled from information provided to NYSDOL by the local WIBs. This information will be available to the Local Areas, enabling individuals with individual training accounts to choose the training program that best meet their local labor market needs. A consumer report card system also will be developed as part of this listing of eligible training providers to assist customers (both businesses and job seekers) in making informed decisions regarding training providers or programs.
New York's Workforce Development System is designed to be more flexible, accessible and responsive to customers. Economic development will be enhanced by a system that's coordinated and readily available to businesses. Creating a single point of contact for businesses and providing centralized data access for them will make it easier to identify a trained worker pool or an appropriate training provider. Local flexibility allows communities to target the specific educational and training gaps of their existing workforce needs. By designing a Workforce Development System that is more consistent with the goals and needs of the welfare, education and economic development systems, New York is better able to serve and enhance the prospects of all its customers.
New York will ensure that Local Areas have the flexibility to develop programs to assist young people in accessing services to enhance and/or expand their education and employment skills. New York State will encourage Local Workforce Investment Boards to establish Youth Councils that represent a broad range of youth programming and advocacy so that strong linkages and collaboration will thrive in local Workforce Investment Areas.
The performance goals for PY 2000 are based on baseline data developed by the methodology specified in the USDOL Training and Employment Guidance Letter (TEGL) 8-99 for all Adult, Dislocated Worker and Older Youth measures, and the Younger Youth Skill Attainment Rate and Retention Rate. For the Younger Youth Diploma Attainment Rate and the two Customer Satisfaction measures, baseline data was not developed; the goals are the USDOL projected averages in the TEGL.
The data is based on JTPA terminees. For all Adult Dislocated Worker and Older Youth measures and the Younger Youth Skill Attainment Rate, data was used from the SPIR reports for individuals who terminated from October 1, 1997 to September 30, 1998. For the Younger Youth Retention Rate, SPIR data was used for individuals who terminated during Program Year 1998, because the SPIR for that period contains information on individuals who moved on to post-secondary education.
Adult measures were based on terminees from Title II-A. Dislocated worker measures were based on terminees from Title III, including substate and Governor's Reserve programs. Older youth measures were based on terminees from Title II-C who were age 19 or older on the date of application. Younger youth measures were based on terminees from Title II-C who were under age 19 on the date of application.
The data was matched to UI Wage Records to determine employment outcomes. Wage record data was acquired for:
The following individuals were excluded from the calculations:
The following individuals were included from the calculations:
| WIA Requirement at Section 136(b) | Corresponding Performance Indicator | Previous Year Performance | Performance Goals for: | |||
|---|---|---|---|---|---|---|
| PY 2000 | PY 2001 | PY 2002 | ||||
| Adult | ||||||
| Entry into Unsubsidized Employment | Entered Employment Rate | 69% | 69% | 71% | 73% | |
| 6-Months Retention in Unsubsidized Employment | Employment Retention Rate | 80% | 80% | 81% | 82% | |
| 6-Months Earnings Received in Unsubsidized Employment | Average Earnings Gain | $4190 | $4190 | $4232 | $4274 | |
| Attainment of Educational or Occupational Skill Credential | Credential Attainment Rate | 56% | 56% | 58% | 60% | |
| Dislocated Workers | ||||||
| Entry into Unsubsidized Employment | Entered Employment Rate | 72% | 72% | 74% | 76% | |
| 6-Months Retention in Unsubsidized Employment | Employment Retention Rate | 85% | 85% | 86% | 87% | |
| 6-Months Earnings Received in Unsubsidized Employment | Earnings Replacement Rate | 97% | 97% | 97% | 97% | |
| Attainment of Educational or Occupational Skill Credential | Credential Attainment Rate | 57% | 57% | 59% | 61% | |
| Older Youth 19-21 | ||||||
| Entry into Unsubsidized Employment | Entered Employment Rate | 58% | 58% | 60% | 62% | |
| 6-Months Retention in Unsubsidized Employment | Employment Retention Rate | 75% | 75% | 76% | 77% | |
| 6-Months Earnings Received in Unsubsidized Employment | Average Earnings Gain | $3303 | $3303 | $3336 | $3369 | |
| Attainment of Educational or Occupational Skill Credential | Credential Attainment Rate | 42% | 42% | 43% | 44% | |
| Youth 14-18 | ||||||
| Attainment of Basic, Work Readiness and/or Occupational Skills | Skill Attainment Rate | 65% | 65% | 67% | 69% | |
| Attainment of Secondary School Diplomas/Equivalents | HS Diploma/GED Attainment Rate | 55% | 57% | 59% | ||
| Placement and Retention in Post-Secondary Education/Training, or Placement in Military, Employment, Apprenticeships | Retention Rate | 40% | 40% | 41% | 42% | |
| Customer Satisfaction | ||||||
| Participant Customer Satisfaction | Customer Satisfaction Score of Participants | 68% | 70% | 72% | ||
| Employers' Customer Satisfaction | Customer Satisfaction Score of Employers | 66% | 68% | 70% | ||
| WIA Requirement at Section 136(b) | Corresponding Performance Indicator | PY 2002 Original Negotiated |
New Negotiated Goals for: | |||
|---|---|---|---|---|---|---|
| PY 2002 | PY 2003 | PY 2004 | ||||
| Adult | ||||||
| Entry into Unsubsidized Employment | Entered Employment Rate | 76% | 71% | 70% | 71% | |
| 6-Months Retention in Unsubsidized Employment | Employment Retention Rate | 88% | 79% | 79% | 80% | |
| 6-Months Earnings Received in Unsubsidized Employment | Average Earnings Gain | $4463 | $3565 | $2575 | $2600 | |
| Attainment of Educational or Occupational Skill Credential | Credential Attainment Rate | 58% | 58% | 60% | 61% | |
| Dislocated Workers | ||||||
| Entry into Unsubsidized Employment | Entered Employment Rate | 80% | 80% | 79% | 80% | |
| 6-Months Retention in Unsubsidized Employment | Employment Retention Rate | 91% | 88% | 87% | 88% | |
| 6-Months Earnings Received in Unsubsidized Employment | Earnings Replacement Rate | 97% | 97% | 87% | 87% | |
| Attainment of Educational or Occupational Skill Credential | Credential Attainment Rate | 61% | 51% | 52% | 53% | |
| Older Youth 19-21 | ||||||
| Entry into Unsubsidized Employment | Entered Employment Rate | 63% | 63% | 62% | 63% | |
| 6-Months Retention in Unsubsidized Employment | Employment Retention Rate | 83% | 77% | 76% | 77% | |
| 6-Months Earnings Received in Unsubsidized Employment | Average Earnings Gain | $3505 | $3403 | $2850 | $2900 | |
| Attainment of Educational or Occupational Skill Credential | Credential Attainment Rate | 44% | 40% | 42% | 43% | |
| Youth 14-18 | ||||||
| Attainment of Basic, Work Readiness and/or Occupational Skills | Skill Attainment Rate | 68% | 68% | 69% | 70% | |
| Attainment of Secondary School Diplomas/Equivalents | HS Diploma/GED Attainment Rate | 43% | 39% | 42% | 43% | |
| Placement and Retention in Post-Secondary Education/Training, or Placement in Military, Employment, Apprenticeships | Retention Rate | 43% | 43% | 46% | 47% | |
| Customer Satisfaction | ||||||
| Participant Customer Satisfaction | Customer Satisfaction Score of Participants | 69% | 69% | 71% | 72% | |
| Employers' Customer Satisfaction | Customer Satisfaction Score of Employers | 66% | 66% | 68% | 69% | |