CSP Region Plan 2013 to 2017

Region 1 Workforce Development Services Plan July 1, 2013 through June 30, 2017

Page1of132

Table of Contents Region 1 Administration Designees and Contact Information Plan Signature Page Executive Summary .................................................................................................................................... 6 Purpose of the Regional Workforce Development Services Plan ............................................................. 6 Chief Elected Official Board and Regional Workforce Investment Board

8

Region 1 One‐Stop System Partner Contact Information and Site Information .................................... 14 A. Vision, Goals, and Priorities .............................................................................................................. 17 Mission Statement .................................................................................................................................. 16 Needs Assessment Process ..................................................................................................................... 17 Governor’s Vision ................................................................................................................................... 17 B. Economic and Workforce Information Analysis Analysis of Regional Economy……………………………………………………………………………………………………………17 Annual Profile for Region 1 (website link) .............................................................................................. 28 C. Regional Governance ………………………………………………………………………………...33 Chief Elected Official Board Roles and Responsibilities .......................................................................... 33 Region Workforce Investment Board Roles and Responsibilities ........................................................... 34 Joint Chief Elected Official and Region Workforce Responsibilities ....................................................... 34 Leverage of Workforce Dollars…………………………………………………………………………………………………………..36 Youth Advisory Council Role and Responsibilities .................................................................................. 37 D. Region 1 One-Stop System for Service Delivery ............................................................................... 38 Integrated Service Delivery Products and Services Available ................................................................. 38 Service Delivery System and Flowchart (including off‐site Partners Services ........................................ 41 Adult and Dislocated Worker Employment and Training Services and Activities................................... 42 Youth Services and Activities including 10 WIA Youth Elements ............................................................ 44 Individual Training Accounts ................................................................................................................... 45 Veterans Priority ..................................................................................................................................... 46 Services to Employers including Employers Council of Iowa Activities .................................................. 47 Outreach Efforts and Services for Targeted Populations........................................................................ 49 Skilled Iowa ............................................................................................................................................ 50 STEM Advisory Council ............................................................................................................................ 51

Page2of132

Regional Economic Development Partnerships ...................................................................................... 52 Planned Expenditures and Enrollments and Cost Per Participant Estimates ......................................... 53 Performance Summary and Anticipated Performance Levels ................................................................ 54 Negotiated Performance Goals ............................................................................................................... 55 E. Memorandum of Understanding and Resource Sharing .................................................................. 56 Memorandum of Understanding ............................................................................................................ 56 Partner Service Description .................................................................................................................... 67 MOU Partner Signatures (Attachment A)…………..…………………………………………………………………………….132 F. Region 1 Policies and Procedures........................................................................................................ 71 Integrated Service Delivery Policies and Procedures.............................................................................. 71 Eligibility, Verification and Participant Process for WIA Adult & Dislocated Worker Programs ............. 74 Adult & Dislocated Worker Services and Activities ................................................................................ 77 Financial Needs Determination Policy and Procedures ......................................................................... 79 Eligibility, Verification and Participant Process for WIA Youth Programs………………………………………….. 80 Youth Program Participant Services and Activities…………………………………………………………………………… 84 Incentive and Bonus Policy for Youth Programs ..................................................................................... 87 Complaint Policy and Procedures ........................................................................................................... 88 Policy and Procedures to Modify Region 1 WIA Title I Program Activities and Services ...................... 99 Policy and Procedures to Modify Region 1 Budget Allocations Among WIA Title I Programs ............. 101 Cost Sharing with Other Iowa Workforce Development Service Policy ............................................... 102 Local Review and Monitoring of Coordinating Service Provider and WIA Adult, Dislocated……………

Worker, and Youth Service Provider Policy and Procedures ......................................................... 102 Service Provider Selection Policy and Procedures ................................................................................ 104 Regional Workforce Investment Board Bylaws .................................................................................... 107 Conflict of Interest Policy ...................................................................................................................... 109 Open Meetings Policy ........................................................................................................................... 111 Procurement Policy and Procedures..................................................................................................... 111 Public Input Process and Legal Notices ................................................................................................. 115 Public Comments Received .................................................................................................................. 116 Other Region 1 Policies and Procedures ............................................................................................... 117

Page3of132

Plan Signature Page Approved by the Regional Workforce Investment Board on: ______________ Printed Name of RWIB Chair: Sally Falb Signature of RWIB Chair: __________________________________________________________ Date: ______________________________

Approved by the Chief Elected Official Board on: ______________ Printed Name of CEO Chair: Jerry Reis Signature of CEO Chair: __________________________________________________________ Date: ______________________________

Page4of132

Region 1 Administration Designees and Contact Information Fern Rissman, WIA Director Upper Explorerland Regional Planning Commission 312 Winnebago St. Decorah, Iowa 52101 563-382-0457 X 412 Ron Axtell, WIA Director East Central Intergovernmental Association 680 Main St. 2nd Floor Dubuque, Iowa 52001 563-556-5800 X 136 Marla Loecke, Regional Manager Iowa Workforce Development 680 Main St. 2nd Floor Dubuque, Iowa 52001 563-556-5800 X 129

Page5of132

Executive Summary Purpose of the Regional Workforce Development Services Plan: The purpose of the Region 1 Customer Service Plan is to establish the standards and guidelines to govern the services and operation of the region’s Workforce Development Center system.

Although this plan deals with the center system, an emphasis is placed on those services that are primarily funded by the Workforce Investment Act (WIA).

This plan also provides a description of programs and the dynamics of the region where those programs are operated.

The programs for youth, which are addressed in this plan, include:  Tutoring, study skills training, dropout prevention strategies  Alternative secondary school offerings  Summer employment opportunities directly linked to academic and occupational learning  Paid or unpaid work experience including internships, job shadowing, and career exploration  Occupational skill training including institutional skills training, on-the-job training, and entrepreneurial training  Leadership development opportunities  Supportive services  Adult mentoring  Follow-up services  Comprehensive guidance and counseling Other programs, which are addressed in this plan, include:              

Customized Training Career Exploration and Development Follow-up Services Guidance and Counseling Institutional Skill Training Entrepreneurial Training Work Experience Limited Internship Mentoring Objective Assessment On the Job Training Pre-employment Training Post Program Services Remedial and Basic Skill Training

Page6of132

      

Secondary Education Certification Skill Upgrading Staff Assisted Job Development Job Search and Placement Summer Activities Vocational Exploration Support Services

This Customer Service Plan is effective July 1, 2013 and will expire June 30, 2017, unless authorization from Iowa Workforce Development allows for the extension of this date through action of the Region 1 RWIB/CEO.

Page7of132

Region 1 One-Stop System Partner Contact and Site Information Required One-Stop System Partners: Chief Elected Official(s) Name of Chairperson: Jerry Reis County Name: Delaware Address: 301 E. Main St. Manchester, Iowa 52057 Phone: 563-923-3505 Email: supervisors@co.delaware.ia.us County Name: Allamakee Contact Person: Sherry Strub Address: 475 Knolls St. Lansing, Iowa 52151 Phone: 563-568-7422 Email: Sherry@kneiradio.com County Name: City of Dubuque Contact Person: Roy Boul Address: 2640 Becker Court Dubuque, Iowa 52001 Phone: 563-564-5455 Email: rdboul@cityofdubuque.org County Name: Winneshiek Name: Dennis Karlsbroten Address: 3871 Locust Road Decorah, Iowa 52101 Phone: 563-735-5765 Email: dennis.karlsbroten@co.winnshiek.ia.us

563-547-5063 mkubik@co.howard.ia.us

County Name: Chickasaw Name: Jason Byrne Address: 2925 210th St. Lawler, Iowa 52154 Phone: 563-238-2300 Email: Byrnesjs5@yahoo.com

Name: Revelyn Lonning Address: 107 11th St. NW Waukon, Iowa 52172 Phone: 563-568-4521 Email: rlonning@co.allamakee.ia.us Name: Kathryn Guilgot Address: 108 Woodland Drive Manchester, Iowa 52057 Phone: 563-927-2372 Email: kgret@iowatelecom.net Name: Sherry Mattke Address: 121 Russell St., Box 262 Fredericksburg, Iowa 50630 Phone: 563-237-5833 Email: smattke@yahoo.com Name: Cathleen Molumby Address: 24999 A. Ave. Box 284 Elgin, Iowa 52141 Phone: 563-423-5532 Email: molumby_cathy@valley.k12.ia.us

County Name: Howard Name: Mark Kubik Address: 121 5th Ave. W Cresco, Iowa 52136 Phone: Email:

Regional Workforce Investment Board Name of Chairperson: Sally Falb Address: 604 North Vine West Union, Iowa 52175 Phone: 563-380-0455 Email: sfalb@alpinecom.net

Name: James Vermazen Address: 820 E. Main St. Manchester, Iowa 52057 Phone: 563-927-4931 Email: Vermazen@iowatelecom.net Name: Dan White Address: 2919 White St. Dubuque, Iowa 52001 Phone: 563-556-1154 Email: dwhite7696@AOL.com

Page8of132

County Name: Fayette Name: Darrel Dolf Address: 114 N. Vine St. PO Box 267 West Union, Iowa 52175 Phone: 563-428-4482 Email: ddolf@co.fayette.ia.us

Name: Jim Waller Address: 2617 New Haven Dubuque, Iowa 52001 Phone: 563-583-3478 Email: jimwaller@mchsi.com

County Name: Clayton Name: Gary Bowden Address: 200 E. Bridge Elkader, Iowa 52043 Phone: 563-873-2308 Email: gbowden@claytoncountyiowa.net

Name: Richard Jones Address: 1270 Dunleith Ct. Dubuque, Iowa 52003 Phone: 563-556-3490 Email: rjones@cityofdubuque.org

County Name: Dubuque Name: Wayne Demmer Address: 720 Central Ave. Dubuque, Iowa 52001 Phone: 563-876-3094 Email: wjdemmer@iowatelecom.net

Name: Candace Drahn Address: 16751 Hwy. 13 Farmersburg, Iowa 52047 Phone: 563-536-2860 Email: candacedrahn@ms-machine.com Name: Les Askelson Address: 908 Pine Ridge Court Decorah, Iowa 52101 Phone: 563-382-3138 Email: les@kvikradio.com Name: Ronald Koppes Address:12612 Brentwood Court Peosta, Iowa 52068 Phone: 563-556-4773 Email: admin@dbqunitedway.org Name: David Gaylor Address: 0699 Blue Jay Drive Peosta, Iowa 52068 Phone: 563-582-2344 Email: dgaylor@dubuquebank.com Name: Kathy Gunderson Address: 29507 Harding Road Postville, Iowa 52162 Phone: 563-864-7016 Email: kgundcpa@neitel.net

Page9of132

WIA Grants Fiscal Agent Name of Organization: Upper Explorerland Regional Planning Commission Contact Person: Rachelle Howe Address: 325 Washington St. Decorah, Iowa 52101 Phone: 563-382-6171 Email: rhowe@uerpc.org WIA Programs Administrative Entity Name of Organization: Upper Explorerland Regional Planning Commission Contact Person: Rachelle Howe Address: 325 Washington St. Decorah, Iowa 52101 Phone: 563-382-6171 Email: rhowe@uerpc.org Region’s One-Stop Operator Name of Organization: CSP Members are: UERPC, ECIA, IWD, NICC & NEICAC Contact Person: Fern Rissman, WIA Director Address: 312 Winnebago St. Decorah, Iowa 52101 Phone: 563-382-0457 X 412 Email: fern.rissman@iwd.iowa.gov

WIA Programs Administrative Entity Name: East Central Intergovernmental Assoc.

Contact Person: Kelley Deutmeyer Address: 7600 Commerce Park Dubuque, Iowa 52002 Phone: 563-556-4166 Email: KDeutmeyer@ecia.org

Region Coordinating Service Provider(s) Name of Organization: Upper Explorerland RPC Contact Person: Fern Rissman, WIA Director Address: 312 Winnebago St. Decorah, Iowa 52101 Phone: 563-382-0457 X 412 Email: fern.rissman@iwd.iowa.gov Name of Organization: ECIA Contact Person: Ron Axtell, WIA Director Address: 680 Main St., 2nd Floor, PO Box 1595 Dubuque, Iowa 52004 Phone: 563-556-5800 x 136 Email: ron.axtell@iwd.iowa.gov

WIA Title I Programs (Adult, Dislocated, Youth) Name of Organization: UERPC Contact Person: Fern Rissman, WIA Director Address: 312 Winnebago St. Decorah, Iowa 52101 Phone: 563-382-0457 X 412 Email: fern.rissman@iwd.iowa.gov Name of Organization: ECIA Contact Person: Ron Axtell, WIA Director Address: 680 Main St., 2nd Floor, PO Box 1595

Other WIA Title I Programs Name of Organization: Proteus Contact Person: Sara Maduka Address: 1548 South Gilbert St. Iowa City, Iowa 52240 Phone: 319-248-0178 Email: SaraM@ProteusInc.net Name of Organization: Jobs Corps Contact Person: Stacia Hoff Address: 3420 University Ave. Suite G

Page10of132

Phone: Email:

Dubuque, Iowa 52004 563-556-5800 x 136 ron.axtell@iwd.iowa.gov

WIA Title II Programs (Adult Education and Family Literacy) Name of Organization: Northeast Iowa Community College (NICC) Contact Person: Dr. Wendy Mihm-Herold Address: Box 400, Calmar, Iowa 52132 Phone: 800-562-3263 Email: mihm-heroldw@nicc.edu

WIA Title III Programs (Wagner-Peyser, TAA, UI, Re-employment Services, Veterans) Name or Organization: Iowa Workforce Development Contact Person: Marla Loecke Address: 680 Main St. 2nd Floor Dubuque, Iowa 52001 Phone: 563-556-5800 X 129 Email: marla.loecke@iwd.iowa.gov My Iowa UI Questions: Phone: (888) 848-7442 Option 3 Email: iwduitax@iwd.iowa.gov WIA Older Americans Act Title V (Senior Community Employment Services) Name of Organization: SCSEP Contact Person: Christi Mason Address: 223 East 4th St. Waterloo, IA 50703 Phone: 888-234-0206 Email: cmason@aarp.org

WIA Title IV Program (Vocational Rehabilitation Services) Name of Organization: Voc Rehab Contact Person: Jeanne Helling Address: 820 Locust St. Dubuque, Iowa 52001 Phone: 563-588-4697 Email: Jeanne.Helling@iowa.gov Carl Perkins Vocational & Applied Technology Act (Post-Secondary Vocational Education) Name of Organization: Northeast Iowa Community College (NICC) Contact Person: Dr. Wendy Mihm-Herold Address: Box 400, Calmar, Iowa 52132 Phone: 800-562-3263 Email: mihm-heroldw@nicc.edu TANF (Iowa Department of Human Services, PROMISE JOBS, FaDSS)

Waterloo, Iowa 50701 Phone: 319-232-8240 Email: stacia.hoff@iwd.iowa.gov

Community Services Block Grant (CSBG, Community Action Agency) Employment and Training Programs Name of Organization: Northeast Iowa Community Action Corp.

Contact Person: Bill Iverson Address: 305 Montgomery St. Decorah, Iowa 52101 Phone: 563-382-8436 Email: ivy@neicac.org Housing & Urban Development (HUD) Employment and training Programs

Page11of132

Name of Organization: Dept. of Human Services Contact Person: Richard Uthoff, IMA Address: Eastern SA DHS 600 West 4th St. Davenport, IA. 52801 Phone: 563-326-8794 Email: ruthoff@dhs.state.ia.us

Name of Organization: Eastern Iowa Regional Housing Authority Contact Person: Michelle Schnier Address: 7600 Commerce Park Dubuque, Iowa 52002 Phone: 563-556-4166 Email: mschnier@ecia.org

PROMISE JOBS Name of Organization: Hawkeye Community College- IowaWORKS Cedar Valley Contact Person: Jeannie Wright Address: 3420 University Ave. Waterloo, Iowa 50701 Phone: 319-291-2705 X 281 Email: Jeannie.wright@iwd.iowa.gov

Name of Organization: City of Dubuque Housing & Community Development Dept.

Contact: Janet Walker Address: 350 West 6th St. Suite 312 Dubuque, Iowa 52001 Phone: 563-589-4230

Community Services Block Grant (CSBG, Community Action Agency) Employment and Training Programs Name of Organization: Operation New View Community Action Agency Contact Person: Tom Stovall Address: 1473 Central Ave. Dubuque, Iowa 52001-4853 Phone: 563-556-4402 Email: ivy@neicac.org : Additional One-Stop System Partners: Name of Organization: Goodwill NE Iowa Contact Person: Steve Tisue Address: 2640 Fall Ave. Waterloo, Iowa 50701-5790 Phone: 319-234-4626 Email stisue@gwneia.org

Name of Organization: Dept of the Blind Contact Person: Jamie Phipps Address: 524 4th St. Des Moines, Iowa 50309 Phone: 515-249-9137 Email: jamie.phipps@blind.state.ia.us

Page12of132

Youth Advisory Council: RWIB Member: Name: Dan White Address: 2919 White St. Dubuque, Iowa 52001 Phone: 563-556-1154 Email: dwhite@7696@AOL.com

RWIB Member: Name: Revelyn Lonning Address: 107 11th St. NW Waukon, Iowa 52172 Phone: 563-568-6176 Email: rlonning@co.allamakee.ia.us

Local Public Housing Authority: Name: Mindy Meyers, ECIA Address: 110 Peterson Drive, #25 Peosta, Iowa 52068 Phone: 563-556-5013 Email mmeyers@ecia.org

Parent Representative: Name: Linda Aulwes Address: 36251 Graham Rd Guttenberg, Iowa52052 Phone: 563-252-2141 Email: none

Former WIA Youth Participant: Name: Sean Callahan Address: 2829 JFK Road, Apt. #1 Dubuque, Iowa 52002 Phone: 563-451-6283 Email: bearsfanatic23@alive.com

Service Agency Representative: Northeast Iowa Community Action Corp.

Name: David Boss Address: PO Box 487 Decorah, Iowa 52101 Phone: 563-382-8436, Ext 117 Email: boss@neicac.org

Youth Serving Organization: Four Oaks, FaDDs Program Name: Danielle Peterson, Chairperson Address: 180 West 15th St. Dubuque, Iowa 52001 Phone: 563-557-3100, Ext. 2307 Email: dmpeterson@fouroakes.org

Youth Serving Organization: West Delaware Alternative High School Name: Winnie Vernon Address: 701 New Street Manchester, Iowa 52057 Phone: 563-927-1406 Email: None

Youth Serving Organization: Allamakee Co. Substance Abuse Prevention Name: Jean Bossom Address: 110 Allamakee St. Waukon, Iowa 52172 Phone: 563-568-2204 Email: jbossom@co.allamakee.ia.us

WIA Title I Programs (Adult, Dislocated, Youth) Name of Organization: UERPC Contact Person: Fern Rissman, WIA Director Address: 312 Winnebago St. Decorah, Iowa 52101 Phone: 563-382-0457 X 412 Email: fern.rissman@iwd.iowa.gov

Page13of132

Region One-Stop System Sites: The following sites are the locations for delivery of service for the above identified local One-Stop System: One-Stop Center in Region: Location: Dubuque 680 Main St, 2nd Floor, PO Box 1595 Dubuque, Iowa 52004-1595 Phone: (563) 556-5800 Fax: (563) 556-0154 Monday, Tuesday, Thursday & Friday, 8:30 AM - 4:30 PM Wednesday 9:00 - 4:30 PM Satellite Office: Decorah 312 Winnebago St. Decorah, Iowa 52101 Phone: 563-382-0457 Fax: 563-387-0905 Monday, Tuesday, Thursday & Friday, 8:30 AM - 4:30 PM Wednesday 9:00 - 4:30 PM WIA Satellite Offices: Postville: 134 West Greene St. PO Box 219 Postville, Iowa 52162 (By appointment only) Phone: 563-864-7551 Waukon: Allamakee County Courthouse, 110 Main St. Waukon, Iowa 52172 (By appointment only) 563-568-3048 Elkader: 600 Gunder Road Elkader, Iowa 52043 (By appointment only) 563-387-7493 Oelwein: State Hwy 150 South, RAMS Center Oelwein, Iowa (By appointment only) 563-387-7492 Cresco: 205 East 2nd St. Cresco, Iowa 52136 (By appointment only) 563-387-7492 New Hampton: 24 North Chestnut New Hampton, Iowa 50659 (By appointment only) 563-387-7492

Page14of132

Telephone Access  Toll-free access to file and request information regarding Unemployment Insurance  Toll-free access to contact the One-Stop center  Relay Iowa access: 711  Toll-Free Access to the Department of Economic Development IowaWORKS Virtual Access Point technology is located in public/community locations and school locations across the state of Iowa. This technology allows you to navigate your way through information for Students, Job Seekers, Unemployed, Veterans and Employers.

Hundreds of access points are available across the state. The department has dedicated workforce professionals ready to assist from 8:00 a.m. to 8:00 p.m. Monday through Friday and 10:00 a.m. to 2:00 p.m. on Saturday’s via live chat at an access point or by calling 866-239-0843. New access points are added on a regular basis and the map is updated instantly to reflect the points of service. Access Point services include:              

Job search and résumé development assistance Access to thousands of employment opportunities Skill assessment and testing tools Information for veterans Workforce data and trends Job posting assistance for employers Training opportunities Interview preparation Community information Employer Services Computer Training Career Planning College Aid Plus MUCH MORE

For a listing of Virtual Access Points: http://www.iowaworkforce.org/accesspoints Region 1 Website: http://www.iowaworkforce.org/region1/index.html Unemployment Insurance Claims: https://uiclaims.iwd.iowa.gov/weeklyclaims/

Page15of132

Regional Customer Service Plan for Region 1 IowaWORKS Northeast Iowa (Allamakee, Chickasaw, Clayton, Delaware, Dubuque, Fayette, Howard and Winneshiek) This Customer Service Plan will outline the employment and training programs provided by the Region 1 IowaWORKS partnership for the period beginning July 1, 2013. The plan period is from July 1, 2013 to June 30, 2017.

The plan serves residents of the following counties: Allamakee, Chickasaw, Clayton, Delaware, Dubuque, Fayette, Howard and Winneshiek.

Service delivery of the plan and its programs is the responsibility of the One-Stop Operator, the Coordinating Service Provider (CSP) in Region 1. The CSP includes Northeast Iowa Community College, Iowa Workforce Development, Upper Explorerland Regional Planning Commission, East Central Intergovernmental Association and the Northeast Iowa Community Action Corporation.

The One-Stop Center in Region 1 Dubuque and the satellite in Decorah is called IowaWORKS Partnership. It is staffed by both Iowa Workforce Development personnel and CSP personnel that deliver its many programs and services, i.e., WIA Title I programs (Adult, Dislocated Workers, and Youth), Wagner-Peyser, Employment Services and Unemployment Insurance, Promise Jobs, and Veterans services.

The Iowa Vocational Rehabilitation Services is not co-located within the One-Stop although has staff work one day a week in the One-Stop in Dubuque. Several partner agencies and/or staffs are located at the Region 1 offices. Vocational Rehabilitation, NICC and Hawkeye Community College provide staff on a regular basis. Regional partners have entered into Memorandums of Understanding with Workforce Development Partnership and those documents are contained in Attachment A. In addition to the Dubuque and Decorah offices, Region 1 also has WIA satellite offices in Cresco, Waukon, Elkader, New Hampton, Oelwein and Postville. These offices are utilized for appointment only access. Information on all programs and services is available at these offices The Region 1 IowaWORKS partnership is overseen by two local boards, the Chief Elected Officials (CEOs) and the Regional Workforce Investment Board (RWIB). The Chief Elected Officials are County Supervisors appointed by their local county boards and also the Mayor of Dubuque. The RWIB consists of 14 Governor-approved positions that consist of 5 business representatives, 5 organized labor representatives, and 1 representative each of a County Elected official, City official, Community College and School official. The CEOs and RWIB meet jointly 4 times a year. A Youth Advisory Council is established in the by-laws of the RWIB and they advise the board about youth activities.

Region 1 Mission statement: “Workforce Partners – Helping Iowa Work”

Page16of132

Workforce Needs of Region 1 A.

Vision, Goals & Priorities:

Governor’s Vision: In January of 2011, Governor Terry Branstad released a set of five-year goals aimed at improving the socio-economic environment of Iowans. These goals include creating 200,000 new jobs, increasing family incomes by 25 percent, providing Iowa’s youth with the best education in the nation and reducing state government costs by 15 percent.1 Governor Branstad’s goals to create new jobs also includes the development of a supply chain cluster that will encourage small businesses that supply key components to Iowa’s strong manufacturing sector to grow their facilities and create new jobs in Iowa with a focus on assisting Iowa’s surrounding towns to attract those smaller support businesses.2 The vision for Iowa also includes the need to further promote the Iowa Entrepreneur in order to increase Iowa’s ranking in the number of business startups from 44th in the United States to 25th in the United States.1 A recent Iowa State University survey found that 16 percent of ISU graduates started a new business, creating nearly 35,000 jobs. The creation and success of these new businesses creates wealth and increases family income. Governor Branstad has proposed that the Iowa Department of Education and the Iowa Economic Development Authority coordinate a statewide effort to take the knowledge and skills of entrepreneurship education to all Iowa students and include entrepreneurial education in the 21st Century Learning Skills for Iowa’s K-12 students.

Governor Branstad is committed to marketing Iowa aggressively to identify and create opportunities through constant outreach to Iowa’s exiting employers and economic development professionals to learn what Iowa is doing right and wrong when it comes to growing jobs.

The state of Iowa has many distinct advantages as a place to do business. Though its education system has faced challenges in recent years, Iowa has a well-deserved reputation as a state with an excellent education system. The strong K-12 schools combined with the state’s exemplary community college system, private colleges and regent universities contribute to the formation of the state’s strong workforce. Moreover, that excellent workforce drives the state’s top industries and industry clusters – agriculture, advanced manufacturing, biosciences, finance/insurance, transportation, and information technology.

Analysis of the Region Economy: The Workforce Needs of Region 1 take into consideration information about the eight counties that comprise the region. This information was based upon information provided by IWD’s Labor Market Information (LMI) Bureau for Region 1 and an analysis of the region.

The RWIB Executive Board met on August 28, 2012 along with service providers to discuss and review the CSP needs assessment. Members of this committee were Sally Falb, Ted Harms, Ron Axtell, Marla Loecke, and Fern Rissman. It was decided that that same group would attend the Northeast Iowa Business Network (NIBN), the local economic developers meeting and discuss

Page17of132

regional needs. NIBN is comprised of local economic developers, council of government, utility companies, community college and tourism groups. The NIBN group met again on October 16th prior to the RWIB meeting to review LMI information and identifies needs of the region. Those attending were: Rachelle Howe, Donna Boss, Randy Uhl, Bill Ziegler, Jason Passmore, Sally Falb and Darla Kelchen from the NIBN group. Others present were: Ted Harms, Ron Axtell, Marla Loecke, and Fern Rissman with Ardie Kuhse taking notes.

The LMI material from IWD was presented to the RWIB at their October 16, 2012 meeting. At that meeting the board drafted recommendations for customer services offered through the public workforce system in Region 1.

From the Labor Market Information, we know the following. The population of Region 1 in 2009 was 207,130 with a total labor force of 115,720. Of these 8,350 were unemployed making the unemployment rate for the region with an average of 7.2% in 2009. Two years later an analysis of data from the Bureau showed that the population of Region 1 was 208,605 with a total workforce of 117,450. Of these, 6,940 were unemployed making the unemployment rate for the region an average of 5.9% in 2011.

Region 1 Employment and Unemployment Statistics - Annual 2009/2011 Number of Unemployment Number of Region 1 Labor Force Unemployed Rate Employed Counties: 2009 2011 2009 2011 2009 2011 2009 2011 Allamakee 7,490 7,850 750 620 9.9 7.8 6,750 7,230 Chickasaw 6,900 6,810 590 430 8.6 6.3 6,310 6,380 Clayton 9,910 10,140 830 700 8.3 6.9 9,090 9,440 Delaware 10,800 10,850 700 600 6.5 5.5 10,100 10,250 Dubuque 52,500 53,300 3,400 2,900 6.4 5.5 49,100 50,300 Fayette 10,880 11,170 910 740 8.4 6.6 9,970 10,440 Howard 5,060 5,050 430 310 8.5 6.0 4,620 4,750 Winneshiek 12,180 12,280 740 640 6.1 5.2 11,440 11,640 Total 115,720 117,450 8350 6940 7.2 5.9 107,380 110,430 Note: The unemployment rate is widely recognized as an important economic indicator that is used to gauge the vitality of the labor market. The release of the monthly unemployment rate causes markets to react and analysts to speculate on the health of the economy. A low jobless rate indicates a strong economy where job seekers can find employment quickly, whereas a high rate may indicate a weaker economy. On the other hand, businesses can find employees more easily when the unemployment rate is high.

Source: Local Area Unemployment Statistics (LAUS)), www.iowaworkforce.org/lmi/pressrelease/index.html

From 2009 to 20011, the all eight counties experienced an increase in the number of individuals in the Labor Force; as well, all counties saw a decrease in the number of individuals unemployed.

The following chart looks at total percentage decrease in the number of unemployed. During the past two years, the percent of unemployed workers within Region 1 has decreased (-16.9%), while statewide rates has only decreased (-5.6%)

Page18of132

Region 1 Change in Unemployed Workers, 2009-2011 (Annual Averages)

Region 1

Number of Unemployed

Counties:

2009

2011

Allamakee

750 590 830 700 3,400 910 430 740 8350 2,000 103,800

620 430 700 600 2,900 740 310 640 6940 1,700 98,000

Chickasaw Clayton

Delaware Dubuque Fayette Howard Winneshiek Total Dubuque City STATE

Change 2009-2011 Number

-130 -160 -130 -100 -500 -170 -120 -100 -1410 -300 -5,800

Percent

-17.3% -27.1% -15.7% -14.3% -14.7% -18.7% -27.9% -13.5% -16.9% -15.0% -5.6%

Sources: Local Area Unemployment Statistics, Iowa Workforce Development, U. S. Bureau of Labor Statistics.

Demographics of Region 1 According to the following table of additional demographic data, the population of Region 1 is older (42.6 years of median age) than the state average age (38.1 years). A large proportion (17.1%) of the population is over 65 years old or over and a small portion (6.1%) is under 5 years of age when compared to the station portion (14.9% and 6.5% respectively). Region 1 per capita income is below the state average in every county. Median household income in 2010 (5yr American Community Survey Estimates) for Region 1 was $45,917 compared to $48,872 in the state. Per capita income in 2010 for Region 1 was $ 22,664 compared to $25,335 in the state.

However, there are slightly fewer families and individuals living below the poverty level than the state average (11.6%) in all but Fayette County (13.4%). The entire region as a whole is higher than the state average percentage of those who are high school graduates. All counties (20.65) but Dubuque County (25.3%) are lower than the state average of 24.5% of persons with a bachelor’s degree.

Page19of132

US Census Statistics Demographic Statistics by County and Region

REGION 1

Allamakee

Chickasaw

Clayton

Delaware

Dubuque

Fayette

Howard

Winneshiek

TOTAL FOR REGION 1

Population, 2000

14,675

13,095

18,678

18,404

89,143

22,008

9,932

21,310

207,245

2,926,538

281,421,906

Population, 2011

14,274

12,449

18,014

17,658

94,648

20,973

9,565

21,024

208,605

3,062,309

311,591,917

‐0.4%

0.1%

‐0.6%

‐0.6%

1.1%

0.4%

Z

‐0.2%

0.4%

0.5%

0.9%

Median Age, 2011

44.3

43.9

45.5

42.7

38.8

43.2

42.3

39.8

42.6

38.1

37.2

Persons under 5 year old, percent, 2011

6.4%

6.3%

5.8%

6.1%

6.3%

6.2%

7.0%

4.9%

6.1%

6.5%

6.5%

Persons over 65 years old, percent, 2011

19.7%

19.2%

19.7%

16.9%

15.3%

19.4%

19.2%

17.0%

17.1%

14.9%

13.3%

48.8%

49.6%

50.0%

50.1%

50.6%

50.1%

50.5%

50.5%

50.3%

50.4%

50.8%

High School graduates, percent age 25+, 5 yr estimate

86.9%

88.2%

90.2%

91.3%

89.4%

88.2%

86.8%

91.2%

89.3%

89.9%

85.0%

Associates degree, percent age 25+, 5 yr Estimate

N/A

N/A

N/A

N/A

N/A

N/A

N/A

N/A

N/A

N/A

N/A

13.5%

13.5%

14.9%

14.6%

25.3%

16.5%

11.5%

26.3%

20.6%

24.5%

27.9%

7.8%

4.5%

3.5%

1.5%

3.4%

3.7%

3.6%

3.6%

3.7%

6.8%

20.1%

Median household income, 2006‐2010

$46,623

$41,372

$45,873

$47,078

$48,573

$41,055

$46,068

$50,693

$45,917

$48,872

$51,914

Per capita money income, 2006‐2010

County

% change since 2010 Census

State of Iowa

United States

Gender: Female persons, percent, 2011 Education:

Bachelor's degree or higher, percent age 25+, 5 yr estimate Language other than English spoken at home, percent age 5+ Income:

$21,349

$22,447

$22,303

$22,578

$25,045

$21,566

$22,417

$23,608

$22,664

$25,335

$27,334

Families below poverty level, percent, 2011

N/A

N/A

N/A

N/A

N/A

N/A

N/A

N/A

N/A

10.4%

11.8%

Persons below poverty level, percent, 2006‐2010

11.0%

9.4%

11.3%

8.8%

9.1%

13.4%

11.2%

8.4%

9.9%

11.6%

13.8%

Z: Value greater than zero but less than half unit of measure shown

Page20of132

2011 Employment by Industry in Region 1

18,000 16,000 14,000

Axis Title

12,000 10,000 8,000

15,89 14,3 11,6 10,056 7,0 5,6

6,000 4,000

4 994 4,4

4,04 3,7

2,000

3,2 2,9 2,8

2,0 1,82 1,3

0

95 63

4

Axis Title

The chart above shows the largest private employment sectors in Region 1 based on the number of persons employed in each sector. The three largest sectors in 2011 are: 1) Manufacturing with 15,891 employees 2) Health Care and Social Assistance with 14,302 employees 3) Retail Trade with 11,667 employees These three large employment sectors are followed by one more similarly sized sector: 1) Education Services with 10,056 employees Other sizeable sectors include: 1) Accommodation and Services with 7,021employees 2) Construction with 4,994 employees 3) Finance/Insurance with 4,481 employees 4) Public Administration with 4,044 employees 5) Professional, Scientific, Technical Services with 3,752 employees 6) Transportation/Warehousing with 3,296 employees 7) Administrative/Waste Management Services with 2,909 employees 8) Other Services with 2,861 employees Page21of132

41

These figures represent persons who are employed, but do not include self-employed farmers.

Farm ownership is still a significant sector in the local economy.

Industry Wages  Region 1’s average weekly wage in 2011 was $682  Region 1’s average annual wage in 2011 was $35,457  The top three sectors in wage in Region 1 were:  Utilities $1,426 weekly wages $74,136 annual wages  Management of companies $1,125 weekly wages $58,505 annual wages  Professional, Scientific, Technical $1.045 weekly wages $54,349 annual wages Services Other sectors with both sizeable employment and high wages in Region 1 included the following:  Finance/Insurance $ 940 weekly wages $48,894 annual wages  Mining $ 935 weekly wages $48,609 annual wages  Manufacturing $ 909 weekly wages $47,242 annual wages  Construction $ 851 weekly wages $44,277 annual wages  Wholesale Trade $ 840 weekly wages $43, 705 annual wages

2011 Employment by Industry in Region 1

Ag/Natural Resources Mining Utilities Construction Manufacturing Wholesale Trade Retail Trade Transportation/Warehousing Information Finance/Insurance Real Estate/Rental Professional, Scientific, Technical Services Management of Companies Administrative/Waste Management Services Educational Services Health Care and Social Assistance

Employment 1,354 415 461 4,994 15,891 5,653 11,667 3,296 1,824 4,481 637 3,752 954 2,909 10,056 14,302

Page22of132

Average Annual Wage $ 27,326 $ 48,609 $ 74,136 $ 44,277 $ 47,242 $ 43,705 $ 21,846 $ 37,198 $ 41,315 $ 48,894 $ 23,614 $ 54,349 $ 58,505 $ 24,888 $ 32,210 $ 36,138

Average Weekly Wage $ 526 $ 935 $ 1,426 $ 851 $ 909 $ 840 $ 420 $ 715 $ 795 $ 940 $ 454 $ 1,045 $ 1,125 $ 479 $ 619 $ 695

Arts, Entertainment and Recreation Accommodation and Food Services Other Services Public Administration ALL

2,093 7,021 2,861 4,044 98,665

$ 21,314 $ 10,485 $ 22,310 $ 36,156 $ 35,457

$ $ $ $ $

410 202 429 695 682

Quarterly Census of Employment & Wages – Average Weekly Wage 2010 – 2011 Average Annual Wage 2010

2011

% Change

$34,193

$35,457

-3.56%

$34,261

$35,623

$25,720

Average Weekly Wage 2010

2011

% Change

Total All Industries

$658

$682

3.65%

-3.82%

Private Business

$659

$685

3.95%

$27,326

-5.88%

Ag/Natural Resources & Mining

$495

$526

6.16%

$42,318

$44,062

-3.96%

Construction

$814

$847

4.10%

$45,285

$47,242

-4.14%

Manufacturing

$871

$909

4.31%

$28,030

$28,981

-3.28%

Trade

$539

$557

3.40%

$42,052

$43,705

-3.78%

Wholesale Trade

$809

$840

3.89%

$21,555

$21,846

-1.33%

Retail Trade

$415

$420

1.23%

$42,162

$43,136

-2.26%

Transportation & Utilities

$811

$830

2.29%

$39,306

$41,362

-4.97%

Information

$756

$795

5.21%

$44,048

$45,746

-3.71%

$847

$880

3.86%

$41,820

$43,524

-3.92%

Finance, Insurance, Real Estate Professional & Business Services

$804

$837

4.10%

$34,458

$35,244

-2.23%

Education & Health Services

$663

$678

2.23%

$12,651

$12,909

-2.00%

Leisure & Hospitality

$243

$248

2.16%

$22,298

$22,359

-0.27%

Other Services

$429

$430

0.23%

$33,762

$34,360

-1.74%

Government

$649

$661

1.81%

$49,417

$51,550

-4.14%

State

$950

$991

4.35%

$32,194

$32,555

-1.11%

Local

$619

$626

1.14%

$44,937

$50,057

-10.23%

Federal

$864

$963

11.42%

Page23of132

Declining Occupations This list of declining occupations was complies by the Iowa Workforce Development Bureau of Labor Market Information. These are occupations that are expected to decline in employment numbers within the next years.

Although none of these occupations show significant (over 5%) annual projected employment decreases, the numbers may be taken as indicative of declining occupations. Every effort will be taken by the RWIB to avoid approval of training programs that prepare individuals solely for these occupations.

Declining Occupations by Annual Growth Rate for IWD Region 1

Occupational Title

2010 Estimated

2020 Projected

Employment

Employment

270

235

-1.3

7,605 595 655

7,400 590 645

-0.3 -0.2 -0.2

Postal Service Mail Carriers Farmers, Ranchers, and Other Agricultural Managers Bus Drivers, School or Special Client Cooks, Fast Food

Source: Long-Term Occupational Projections, Labor Force & Occupational Analysis Bureau, Workforce Development

Annual Growth Rate (%)

Iowa

Fastest Growing Occupations Among the fastest growing industries by employment for Region 1 which also produce higher wages are:  Management of Companies and Enterprises (53.6%)  Social Assistance (35.1%)  Heavy & Engineering Construction (34%)  Wood Product Manufacturing (32.6%)  Administrative & Support Services (28.6%)  Professional, Scientific and Technical Services (27.5%)  Machinery Manufacturing (26.8%)  Ambulatory Heath Care Services (26.6%)  Amusement, Gambling, & Recreation Services (26.6%)

Page24of132

Top 20 Growing Industries by Employment for IWD Region 1

Industry Description Ambulatory Health Care Services Nursing and Residential Care Facilities Professional, Scientific, and Technical Services Educational Services Machinery Manufacturing Administrative and Support Services Self Employed and Unpaid Family Workers Specialty Trade Contractors Social Assistance Hospitals Amusement, Gambling, and Recreation Industries Food Services and Drinking Places Management of Companies and Enterprises Wood Product Manufacturing Religious, Grant making, Civic, Professional Organizations Truck Transportation Fabricated Metal Manufacturing Heavy and Civil Engineering Construction General Merchandise Stores Merchant Wholesalers, Durable Goods Insurance Carriers and Related Activities

2010 Estimated Employment

2020 Projected Employment

Total Growth

Percent Change

3,680 4,515 3,360 12,860 3,045 2,710 9,890 2,850 1,780 3,730 1,895 5,885 840 1,335 2,865 1,455 2,305 985 2,080 2,145 1,295

4,660 5,495 4,285 13,785 3,860 3,485 10,600 3,500 2,405 4,235 2,400 6,375 1,290 1,770 3,260 1,815 2,645 1,320 2,400 2,445 1,595

980 980 925 925 815 775 710 650 625 505 505 490 450 435 395 360 340 335 320 300 300

26.6% 21.7% 27.5% 7.2% 26.8% 28.6% 7.2% 22.8% 35.1% 13.5% 26.6% 8.3% 53.6% 32.6% 13.8% 24.7% 14.8% 34.0% 15.4% 14.0% 23.2%

Source: Long-Term Industry Projections, Labor Force & Occupational Analysis Bureau, Iowa Workforce Development

When looking at the Hot Jobs projected for Region 1, many of those with the highest growth require at least a Bachelor’s Degree.  Software Developers, Systems Software - Bachelors degree  Software Developers, Applications – Bachelors degree  Computer Systems Analysis – Bachelors degree  Market Research Analysts and Marketing Specialists – Bachelors degree  Personal Financial Advisors – Bachelors degree Other hot jobs that do not require education past high school or equivalent are:  Brick masons and Block masons  Industrial Machinery Mechanics See the chart below for projected hot jobs.

Page25of132

IWD Region 1 Hot Jobs 2010 Estimated Employment

2020 Projected Employment

Annual Growth Rate (%)

2012 Mean Salary

215

260

2.3

$103,601

Software Developers, Systems Software

230

360

5.7

$94,743

Software Developers, Applications

200

275

3.8

$78,181

Occupational Title Master's Degree or Above Pharmacists Bachelor's Degree

Computer Systems Analysts

455

610

3.4

$76,012

Medical and Health Services Managers

190

220

1.8

$71,377

Social and Community Service Managers

170

205

2.1

$49,701

Personal Financial Advisors

205

285

3.9

$49,519

Market Research Analysts and Marketing Specialists

115

165

4.3

$46,078

Child, Family, and School Social Workers

415

485

1.7

$33,101

Dental Hygienists

175

220

2.6

$63,765

Registered Nurses

2,225

2,700

2.1

$52,562

Computer Support Specialists Heating, Air Conditioning, and Refrigeration Mechanics and Installers

420

515

2.3

$46,896

335

450

3.4

$39,558

Licensed Practical and Licensed Vocational Nurses

580

685

1.7

$38,842

Dental Assistants

235

280

1.9

$32,711

Insurance Sales Agents

310

415

3.4

$61,999

Loan Officers First-Line Supervisors of Construction Trades and Extraction Workers

250

310

2.4

$56,751

335

405

2.1

$56,259

Brick masons and Block masons

185

250

3.8

$52,227

Electricians

530

630

1.9

$46,833

Some College to Associate's Degree

High School Diploma or Equivalent

First-Line Supvs of Transportation and Material-Moving Machine and Vehicle Operators Operating Engineers and Other Construction Equipment Operators

195

230

1.8

$46,417

595

765

2.8

$45,923

Industrial Machinery Mechanics

340

490

4.6

$44,667

Plumbers, Pipefitters, and Steamfitters

170

205

2.1

$42,184

Automotive Service Technicians and Mechanics

520

620

1.9

$38,122

Computer-Controlled Machine Tool Operators, Metal and Plastic

590

760

2.9

$37,622

Machinists

420

515

2.3

$36,149

Carpenters

655

795

2.1

$35,190

Inspectors, Testers, Sorters, Samplers, and Weighers

390

455

1.7

$34,265

Team Assemblers

2,335

2,715

1.6

$33,614

Page26of132

Welders, Cutters, Solderers, and Brazers

865

1,075

2.4

$31,994

Bill and Account Collectors

185

235

2.7

$31,933

275

325

1.8

$34,577

Less Than a High School Diploma or Equivalent Parts Salespersons Cement Masons and Concrete Finishers

365

455

2.5

$34,061

Construction Laborers

790

985

2.5

$30,845

Source: Labor Force & Occupational Analysis Bureau, Iowa Workforce Development

Educational needs per occupation The graph below illustrates the level of education needed by industry. Needs of our top 4 industries in Region 1 are:  Manufacturing - 50% need education beyond high school  Health Care and Social Assistance – 79.9% need education beyond high school  Retail Trade – not listed  Education Services – 86.3% need education beyond high school

RWIB Needs Request Education

Median Wages

Some Level Beyond High School

Associate Degree

Undergraduate Degree

Postgraduate Degree

Salary Wages (per year)

NonSalary Wages (per hour)

Agriculture, Forestry, & Mining

40.5%

13.1%

14.3%

2.4%

$48,000

$10.50

Construction

64.6%

12.3%

10.8%

1.5%

$49,500

$19.67

Manufacturing

50.0%

13.8%

13.8%

3.0%

$55,000

$15.00

Transportation, Communication, & Utilities

58.2%

12.7%

12.7%

5.1%

$50,000

$18.25

Wholesale & Retail Trade

53.0%

12.9%

15.7%

1.6%

$43,250

$10.00

Finance, Insurance, & Real Estate

68.4%

21.1%

22.4%

3.9%

$43,000

$11.50

Healthcare & Social Services

79.9%

26.4%

19.0%

6.6%

$59,000

$15.00

Personal Services

72.5%

16.5%

17.6%

9.9%

$38,500

$10.62

Entertainment & Recreation

70.6%

*

17.6%

5.9%

*

$9.13

Professional Services

70.3%

14.9%

25.7%

12.2%

$35,000

$12.00

Public Administration & Government

79.4%

17.8%

22.4%

7.5%

$50,000

$18.32

Education

86.3%

11.2%

35.2%

32.0%

$50,000

$11.60

Industry

This table includes all respondents without consideration of employment status, willingness to change/enter employment, or occupation *Insufficient survey data/refused Source: 2011 Northeast Iowa Regional Laborshed Studies

Page27of132

Quarterly Census of Employment & Wages – Average Weekly Wage 2010 – 2011 Average Annual Wage 2010

2011

% Change

$34,193

$35,457

-3.56%

$34,261

$35,623

$25,720

Average Weekly Wage 2010

2011

% Change

Total All Industries

$658

$682

3.65%

-3.82%

Private Business

$659

$685

3.95%

$27,326

-5.88%

Ag/Natural Resources & Mining

$495

$526

6.16%

$42,318

$44,062

-3.96%

Construction

$814

$847

4.10%

$45,285

$47,242

-4.14%

Manufacturing

$871

$909

4.31%

$28,030

$28,981

-3.28%

Trade

$539

$557

3.40%

$42,052

$43,705

-3.78%

Wholesale Trade

$809

$840

3.89%

$21,555

$21,846

-1.33%

Retail Trade

$415

$420

1.23%

$42,162

$43,136

-2.26%

Transportation & Utilities

$811

$830

2.29%

$39,306

$41,362

-4.97%

Information

$756

$795

5.21%

$44,048

$45,746

-3.71%

$847

$880

3.86%

$41,820

$43,524

-3.92%

Finance, Insurance, Real Estate Professional & Business Services

$804

$837

4.10%

$34,458

$35,244

-2.23%

Education & Health Services

$663

$678

2.23%

$12,651

$12,909

-2.00%

Leisure & Hospitality

$243

$248

2.16%

$22,298

$22,359

-0.27%

Other Services

$429

$430

0.23%

$33,762

$34,360

-1.74%

Government

$649

$661

1.81%

$49,417

$51,550

-4.14%

State

$950

$991

4.35%

$32,194

$32,555

-1.11%

Local

$619

$626

1.14%

$44,937

$50,057

-10.23%

Federal

$864

$963

11.42%

Additionally, Region 1’s 2011 Annual Profile can be found at the following website: http://iwin.iwd.state.ia.us/iowa/Regions?area=000001

Page28of132

B. Economic and Workforce Information Analysis The Region 1 Workforce Investment Board and Chief Elected Officials approved these workforce recommendations through a process that included a review of available Labor Market Information.

Resources reviewed by the RWIB and CEO board membership included but were not limited to the following: 1. Northeast Iowa Business Network Workforce Needs Assessment covering Allamakee, Clayton, Fayette, Howard and Winneshiek Counties 2. Cedar Valley Regional Partnership Workforce Needs Assessment for Chickasaw County. (Covering Black Hawk, Bremer, Buchanan, Butler, Chickasaw, Grundy & Tama Counties.)

3. Prosperity Eastern Iowa Workforce Needs Assessment for Delaware and Dubuque Counties. (Covering Cedar Delaware, Dubuque, Jackson and Jones Counties) 4. 2011 Annual Profile for Region 1-Iowa Workforce Development 5. Iowa’s Workforce and the Economy, Iowa Workforce Development 2012 6. Workforce and Economic Development Regional Status Reports for Northeast Iowa Business Network, Cedar Valley Regional Partnership and Prosperity Eastern Iowa.

7. Laborsheds for all respective counties.

Workforce needs identified by the NIBN group were shared with the RWIB/CEO board at the regularly scheduled board meeting. Workforce recommendations were made by the boards on their analysis of the information discussed. This analysis was reviewed by the Youth Advisory Council (YAC) at their October 25, 2012 meeting. At that time the YAC made recommendations for several additional youth items.

At the January 29, 2013 RWIB/CEO regular board meeting the following recommendations were approved: Workforce Development Needs of Employers A concern of the employers has been the recruitment of people to live in the area as well as the readiness of the available labor force to enter employment. The Region 1 labor force population is decreasing and local employers cannot find workers to fill open positions.

Twenty percent of the population is 65 years of age and older and the per capita income is below the state average. Retirees are re-entering the workforce to fill needed positions for manufacturing. Basic skills which include literacy, numeracy (the ability to do arithmetic and reason with numbers), basic computer skills and organization skills, in addition to many of the “soft skills” necessary to be successful, were described as lacking. Included in these soft skills needs, employers identified social skills such basic work ethic, dress code, dependability and retention as necessary skills. Also noted by employers was a lack of availability of occupational skills including, specific occupational knowledge and experience in particular middle-skill occupations in the areas of healthcare, wholesale/retail trade,

Page29of132

welding, information technology, education, advanced manufacturing, industrial maintenance, transportation/logistics and skilled trades.

Recommendations to address the workforce needs of area employers: 1. Work in partnership with economic developers from the counties and cities in Region 1 to expand the knowledge of training opportunities available to new and expanding businesses.

2. Enhance the relationship between training providers and business employers in the region.

3. Identify and expand means to share information about training opportunities to entry-level workers - especially in tune with the preparation for under-utilized populations such as veterans, ex-offenders, disabled, non-English speaking minorities, older workers, youth and families on Temporary Assistance (TANF) in the region.

4. Increase the knowledge of employers in services that can prepare them in employing people in under-utilized populations.

5. Increase the availability of workers trained and certified in technical areas, including healthcare, wholesale/retail trade, welding, information technology, education, advanced manufacturing, industrial maintenance, transportation/logistics and skilled trades.

6. Encourage and expand ways to identify businesses that can be assisted by the workforce system.

Workforce Development Needs of Jobseekers Many job seekers are not aware of the products and services of workforce partners within their region. Jobseekers may need additional services beyond what they are able to access themselves.

Local/regional newspapers & media, regional IowaWORKS offices, Internet and College/University Career Centers are the predominant means for job recruitment. However, a review of the demographics of the population in Region 1shows the typical jobseeker in the region is older than the state average with a larger proportion 65 and older. The per capita income is lower than the statewide average and the entire region is below the state average in persons with a Bachelor’s degree. These jobseekers may need additional services to qualify for and fill the jobs available in the region.

Recommendations to address the workforce needs of area jobseekers: 1. Continue to work on marketing the availability of workforce products and services throughout the communities in the region. Electronic sharing of workforce services through the Virtual Access Points should be an important part of this connectivity.

2. Make a variety of workforce development partner services information available throughout the region in all partner locations.

3. Continue to work with communities to find ways to address the needs of an ever growing diversity of workforce, including veterans, ex-offenders, disabled, non-English speaking minorities, older workers, those on Temporary Assistance, and youth.

4. Make GED/English Language Learner training information more readily available.

Page30of132

5. Make information on citizenship training and the Skilled Iowa Initiative more readily available to the jobseeker.

6. Continue to work to develop and market a greater variety and number of skill upgrade and short term training programs to jobseekers.

7. Promote the use of the National Career Readiness Certificate as an assessment to better define job employment skills levels to the employer.

8. Promote the Skilled Iowa initiative as a means of connecting validated skilled Iowa workers to current and future jobs.

Workforce Development Needs of Low-Income Adults and Dislocated Workers In today’s increasingly competitive, fast paced world economy, economic growth and prosperity depend on the education and skills of the American workforce. The number of people who receive training and attain a degree or certificate through the Workforce Investment Act (WIA) Adult, Dislocated and Youth Programs, National Emergency Grants (NEG), Trade Adjustment Assistance (TAA) and other Department of Labor program initiatives must report the number of program participants with credentials. The goal of these programs shows continued emphasis on job training and attainment of industry-recognized credentials as a strategy for both enhancing earnings and employment for participants in the public workforce system to meet the economy’s need for more skilled workers.

Recommendations to address the workforce needs of area low-income adult and dislocated workers: 1. Increase the number of participants in programs that result in a credential.

2. Increase credential attainment of these participants.

3. Develop and refer older workers to more “retraining” opportunities in an effort that will allow them to reenter the workforce.

4. Encourage the creation of industry-recognized training programs by local approved training providers which lead to credentials.

5. Build the capacity of frontline workforce staff to help customers seeking training to invest their time in programs that will lead to industry-recognized credentials for jobs in demand in the regional labor force.

6. Continue linkages among WIA, TAA, PROMISE JOBS, Vocational Rehabilitation, and Ticket to Work to facilitate access to workforce services and educational programs.

Workforce Development Needs of Youth There is a strong need to continue to partner with other youth providers in the region to connect at-risk youth with caring, knowledgeable adults and to leverage resources. The demand for skilled labor is projected to grow significantly over the next decade. According to the Bureau of Labor Statistics (BLS) between 2008 and 2018, 21 of the 30 fastest growing occupations will require a postsecondary certificate or degree. A recent study from the Brookings Institution uses BLS data to project that nearly half of all openings over the next decade will be for “middle-skill” jobs, those requiring more than high school but less than a college degree. By 2018, 30 million new and replacement jobs will require some

Page31of132

postsecondary education. It is more important than ever for youth just entering the workforce to possess a high school degree or its equivalent, as well as some training to prepare them for the jobs that exist in the region and will position them for continued employment.

Since not all high school students are college bound, youth should be given a wide range of educational options including vocational technical careers. Youth need to be aware of these demand occupations leading to self-sufficiency that already exist within our region, but don’t require a college degree. In addition, high school occupational training courses should be available to provide internships for youth. While there is a definite need to educate youth on employer expectations such as soft skills and work ethic, employers would benefit from generational leadership training that would better prepare them to meet the needs of young workers. Also, a strategy should be developed to encourage youth workers to remain in our region or return home to fill open positions.

Recommendations to address the workforce development needs of youth 1. Build partnerships and collaboration between youth providers to increase the capacity of existing youth services in the region.

2. Collaborate with youth providers to promote opportunities to increase basic skills, social skills and life skills of youth in reading, math, computer literacy, financial literacy and budgeting.

3. Enhance life-long learning as a value for youth.

4. Further develop existing partnerships in an effort to better serve youth..

5. Promote Work Readiness Workshops like Six Steps to Success to increase the career skills of youth to help prepare them for employer expectations.

6. Emphasize the importance of credential attainment for youth.

7. Promote the National Career Readiness Certificate as an assessment to better define job employment skill levels to the employer.

RWIB/CEO Oversight Responsibilities for the Region The RWIB and CEO should use oversight responsibilities to promote services for special needs populations in the workforce. Whenever special needs populations are identified, such as veterans, ex-offenders, disabled, older workers, youth and families on TANF, the RWIB/CEO will seek to use its oversight to help build partnerships to address the needs of these special communities.

Training opportunities that meet the demands of business for a middle-skilled workforce should be promoted. These training demands include but are not limited to:  Health Care  Advanced Manufacturing  Welding  Industrial Maintenance  Information Technology

Page32of132

The RWIB/CEO will use its oversight to encourage certification and educational training in occupations that are in demand for skilled workers in the region.

C. Regional Governance The RWIB and CEO meet jointly four times a year. The board has a chair and a vice chair made up of the RWIB members. The CEO board has a chair and vice chair. Currently these individual serve on the executive board that meets on as needed basis. The RWIB and CEO boards meet jointly for all meetings. The CEO board is responsible for oversight of electing the RWIB members and meet when necessary to fill vacant positions on the RWIB. Notices about meetings are sent to interested parties and published on the UERPC and ECIA website as well as the IWD Region 1 website. The public announcement lists the agenda, meeting time and place.

In place of ex-officio members, the CEOs and RWIB have elected to obtain input on activities and services of the IowaWORKS centers by obtaining input from IowaWORKS center partners and other groups representing economic development, older workers, and disabled individuals by providing them notices of Board meetings and providing them with other opportunities for periodic and meaningful input regarding the operation of the system. These opportunities include regularly scheduled quarterly meetings with local Partners, Statewide Partners, and Coordinating Service Provider meetings. Written reports are shared with the Board along with presentations.

Chief Elected Official Board Roles and Responsibilities: The CEO structure follows state guidelines. A chairperson and vice-chairperson are elected each year at an annual meeting. There are no standing committees of the board. The board meets quarterly, with the RWIB and all meetings are open to the public. Notices about meetings are sent to interested parties and published on the UERPC and ECIA websites as well as the IWD Region 1 website.

The CEO Board primary responsibilities are:   

 

Solicit nominations from the required business, labor, education, and governmental entities upon notification of a RWIB vacancy.

The CEO board must submit a list of nominees for a board vacancy to IWD. The CEO board must submit at least two nominees for each vacancy to for the Governor’s review: The CEO board will review the response from the Governor and make the final selection of a person to fill a vacancy. If the revised list of candidates is not acceptable to the board, the CEO board may submit new candidates to the Governor for consideration and repeat the process until a candidate is appointed, The CEO board will send an appointment letter to the person selected to fill the vacancy on behalf of the chief elected officials and the governor Accepting liability for any misuse of WIA funds expended under the contract.

Page33of132

Regional Workforce Investment Board Roles and Responsibilities: The Regional Workforce Investment Board (RWIB), appointed by the Governor in consultation with the Chief Elected Official (CEO) board, plays a leading role in establishing policy for the region’s Workforce Development Center system. The RWIB also selects the WIA service providers, directs the activities of the Youth Advisory Council, and shares responsibility for many other duties with the CEO board, including selection of the Coordinating Service Provider and overseeing the regional Workforce Development Center system’s service delivery. See the Roles and Responsibilities Section for more information regarding the RWIB The RWIB structure follows state guidelines. A chairperson and vice-chairperson are elected each year at an annual meeting. There are no standing committees of the board. The board meets quarterly with the CEO Board, and all meetings are open to the public. Notices about meetings are sent to interested parties and published on the UERPC and ECIA websites as well as the IWD Region 1 website.

The Region 1 Workforce Investment Board and Chief Elected Officials are responsible for the development and oversight of the Regional Customer Service Plan. The partners mentioned above participate in the process in an advisory capacity. Additional RWIB responsibilities are: 

Establishing policy for the region’s IowaWORKS center system



Promoting the participation of private sector employers in the workforce development systems, and ensuring the availability of services to assist such employers in meeting workforce development needs.



Certifying eligible training providers.



Use of discretionary funds



Submitting an Annual Report to the State Workforce Development Board



Establishing cooperative relationships with other local boards.



Directing the activities of the Youth Advisory Council

At each RWIB/CEO meeting the boards review the employment and training activities within the region and hear reports on enrollments, obligations and expenditures and WIA performance. All partners participate and provide information relative to the employment and training activities within the region. Youth activities within the region are also detailed and monitored.

Board members are encouraged to make on-site visits as often as possible to their local center.

Joint Chief Elected Official and Regional Workforce Investment Board Responsibilities: 

Select the one-stop operators with the Agreement of the Chief Elected Officials.

Page34of132

The RWIB and CEO select the one-stop operator for the Region. Region 1’s Workforce Investment Board and the Chief Elected Officials Joint Board unanimously voted to continue with the current Region 1 Coordinating Service Provider as the One-Stop Operator at their September 15, 2011 joint meeting. The CSP was confirmed through the process outlined in the planning instructions.

The CSP consists of Iowa Workforce Development, East Central Intergovernmental Association, Northeast Iowa Community College, Northeast Iowa Community Action Corporation and Upper Explorerland Regional Planning Commission. 

Select the eligible youth service providers based on the recommendations of the youth council, and identifying eligible providers of adult and dislocated worker intensive services and training services.

The Region 1 youth service provider is selected by the RWIB/CEO after having received a recommendation from the Region 1 Youth Advisory Council that outlines their preference for selection.

The Region 1 Youth Service provider has been selected to perform outreach and intake services, conduct eligibility determinations and operate the Youth program. The Region 1 RWIB/CEO selected the Upper Explorerland Regional Planning Commission and East Central Intergovernmental Association as the youth service provider on February 1, 2012. This selection was made as a result of the recommendation of the Region 1 Youth Advisory Council and as a result of the process outlined in the planning instructions.

This designation will continue until it is either terminated or revised by the CEO/RWIB Board The Region 1 Adult and Dislocated Worker service provider is selected by the RWIB/CEO. The RWIB and CEO Board selected joint service providers Upper Explorerland Regional Planning Commission and East Central Intergovernmental to continue as the Adult and Dislocated Worker service provider. The service provider was selected to continue to perform outreach and intake services, conduct eligibility determinations and operate the Adult and Dislocated Worker program. This appointment was made on September 15, 2011.

This designation will continue until it is either terminated or revised by the CEO/RWIB Board.



Develop an annual budget for the purpose of carrying out the duties of the local board.

Upper Explorerland Regional Planning Commission (UERPC) and East Central Intergovernmental Agency (ECIA) will prepare an initial budget each year for review and approval by the RWIB and CEO Board. At a minimum the budget will include a separate budget for administrative expenses and program expenses.

Page35of132

Administrative expenses will include a budget estimate for the Regional Workforce Investment Board and Youth Advisory Council (YAC) for travel, meals, lodging, and miscellaneous expenses (e.g. registration, out-of-state travel, speakers, etc) associated with the continued education and support of the boards and YAC. A quarterly report will be provided to the RWIB and CEO Board by UERPC and ECIA clearly demonstrating how funds were used for administrative and program functions.

Format for the report will be determined at a later date.

The RWIB/CEO will continue to encourage the promotion of partnerships among agencies so that financial resources may be leveraged in a manner that helps stretch limited dollars which are available for skill training, job placement and supportive services.

Requests to amend the plan will be received by the One-Stop Operator for consideration and presentation to the RWIB/CEO Board. Original signature pages for this plan and attachments will be kept on file at the IowaWORKS Center office in Decorah.

Leverage of Workforce Dollars The RWIB/CEO recognizes that funding of services that meet the needs identified in Region 1 is limited. Toward that end the RWIB/CEO encourages the leveraging of funds by partnering with agencies that are signatories to the Memorandum of Understanding to provide services. Funds may also be leveraged by the development of training plans in conjunction with other agencies to share cost. The RWIB/CEO encourages the use of state funds for Emergency Intervention Grants and State Emergency Grants where appropriate. The National Emergency Grant should also be pursued when local conditions meet the eligibility criteria for application for NEGS. 

Negotiate and reach agreement on the region’s performance measures with Iowa Workforce Development.

The Region 1 Workforce Investment Board and Chief Elected Official board will negotiate performance measures with Iowa Workforce Development. Iowa Workforce Development, the Region 1 Workforce Investment Board and Chief Elected Official Board will evaluate regional performance and the appropriateness of the negotiated standards.

Iowa Workforce Development will establish a minimum acceptable level of performance for each measure, based upon levels established through negotiation between the state and the Department of Labor and historical data. Negotiation will focus on the adjusted level of performance, which will serve as the regional objective



Additional joint responsibilities are:

Page36of132

o Appointing a Youth Advisory Council. o Determining the role of the Coordinating Service Provider. o Designating and certifying the Coordinating Service Provider. o Developing a Chief Elected Official – Regional Workforce Investment Board Agreement, outlining how the two boards will cooperate and collaborate in establishing and overseeing the region’s Workforce Development Center system. o Developing and entering into a Memorandum of Understanding with the IowaWORKS center system partners. 

Coordinate workforce investment activities with economic development strategies and developing employer linkages.

Region one partners have a rich history of working with local economic developers on recruitment and retention activities with bringing in and retaining businesses. IWD provides labor wage and trends information and labor shed data/fringe benefits analysis for current businesses and new businesses wanting to expand, relocate, or comparison with existing companies. In fact, region one is one of the first in the state to provide customized reports based on communities and regional boundaries of economic developers.

The two main groups that one stop providers partner with our Prosperity Eastern Iowa with county and city economic developers from Clinton, Jones, Jackson, Dubuque, Linn and Delaware counties, which is not based on One stop boundaries, hence based on business needs and commuting patterns of employees. The Northeast Iowa Network is made of 6 counties and local city economic developers from Allamakee, Fayette, Clayton, Howard, Delaware and Winneshiek County. We partner by providing reports, sitting and chairing workforce committees and to gain input on what the local business skills needs are needed in the communities to assure retention of existing businesses.

Youth Advisory Council Role and Responsibilities: The Region 1 Youth Advisory Council provides guidance for, and exercises oversight of, local youth programs operated under the Workforce Investment Act. In addition the Council provides expertise in youth policy and assists the Regional Workforce Investment Board in:    

Developing and recommending local youth employment and training policy and practice; Broadening the youth employment and training focus in the community to incorporate a youth development perspective; Establishing linkages with other organizations serving youth in the local area; and Taking into account a range of issues that can have an impact on the success of youth in the labor market.

Page37of132

The Region 1 Youth Council performs the following duties and other functions as necessary and proper to carry out its responsibilities.     

Identify youth employment and training needs; Coordinate youth activities in the Region; Assist in developing the Youth section of the Regional Workforce Development Customer Service Plan; Make recommendations for funding of Workforce Investment Act youth programs; and Conduct oversight of selected service providers of youth activities.

The Region 1 Youth Advisory Council will consist of between seven and nine members, appointed to terms of two years each. Composition of the Region 1 Council will be as follows:      

Members of the Regional Workforce Investment Board that has a special interest or expertise in youth policy; Individuals representing youth service agencies; Individual representing local public housing authorities (if applicable); Parent of youth eligible for WIA youth services or that were served under a Job Training Partnership Act youth program; Individuals with experience relating to youth activities; and Up to two individuals nominated by the Chairperson of the RWIB.

The Region 1 Youth Advisory Council will carry out its primary responsibilities as follows:    

UERPC and ECIA will provide reports to the Region 1 YAC, updating the council on the region’s youth performance and progress towards meeting performance standards.

The Region 1 YAC will review and evaluate the youth performance and, if necessary, determine actions to be taken to improve performance; The Region 1 YAC will review and make a recommendation to the RWIB on the selection of the Region 1 Youth Service Provider.

The Region 1 YAC will conduct the Region 1Youth Needs Assessment and make a recommendation to the RWIB as to the Region 1 Youth priorities.

D. Region 1 One-Stop System for Service Delivery Integrated Service Delivery Products and Services Available: Core Services are offered in the eight counties (Allamakee, Chickasaw, Clayton, Delaware, Dubuque, Fayette, Howard, and Winneshiek) and include:    

Determination of eligibility for WIA Title I Programs Outreach, intake and orientation to the information and services available through the Workforce Development Center System Initial assessment of skill levels, aptitudes, abilities, and supportive service needs Job search and placement assistance, and where appropriate, career counseling

Page38of132

            

Provision of employment statistics information, including job vacancy listings, the skills necessary to obtain those jobs, and information relating to local occupations in demand and the earnings and skill requirements for those occupations Performance information and program cost information on eligible providers of training services Information on how the region is performing on the WIA performance measures, and the overall Workforce Development Center system measures Provision of accurate information relating to the availability of support services, including child care and transportation available in the local region and referral to such services as appropriate; Delivery system performance information; Information on other Workforce Development Center System Partner services and support services; Assistance regarding filing claims for unemployment compensation Assistance in establishing eligibility for programs of financial aid assistance for training and education programs Job referrals (informational, e.g. job scouts, referrals in non-exclusive hiring arrangements, short-term or seasonal placements); Internet browsing (job information and training searches); Internet accounts; Talent referrals (informational, e.g. talent scouts, staff referrals or resumes without further screening).

Follow-up services, including counseling regarding the workplace, for participants who are placed in unsubsidized employment

Region 1 has fully integrated centers located in Dubuque and Decorah, Iowa.

In integrated centers, all eligible (through self-attestation and verification of age) members will have the opportunity to participate in one of three service strategies developed using staff assisted core services.

Staff-Assisted Core Services offered at the above offices and on itinerant basis as needed include:    

Staff-assisted job search and placement assistance, including career counseling (JSP), (G&C); Screened job referrals (such as testing and background checks) (SJR); Staff assisted job development (working with an employer and job seeker) (SJD); and Staff assisted workshops, pre-employment training and job clubs (PET, JBC).

If members are not successful at finding employment or the assessments done through these staff assisted core services indicate a need for more intensive or training services members may be offered (if additional verifications of eligibility are provided and verified) the following array of services as identified and needed.

Intensive Services offered at the above offices and an itinerant basis as needed include: Page39of132



     

    

Comprehensive and specialized assessments of skill levels and service needs, including diagnostic testing and use of other assessment tools and in-depth interviewing and evaluation to identify employment barriers and appropriate employment goals; Development of an individual employment plan, to identify the employment goals, appropriate achievement objectives, and appropriate combination of services for the participant to achieve the employment goals; Out-of-area Job Search Leadership Development Individual counseling and career planning Case management for participants seeking training services Short-term prevocational services, including development of learning skills, communication skills, interviewing skills, punctuality, personal maintenance skills, and professional conduct, to prepare individuals for unsubsidized employment or training Short Term Skill Upgrading Limited Internships Mentoring Vocational Exploration Work experience

Training services offered at the listed offices and on an itinerant and as needed basis (these must be approved by the CSP designees – UERPC or ECIA) include the following activities:       

Occupational skills training, including training for nontraditional employment; Programs that combine workplace training with related instruction, which may include cooperative education programs; Training programs operated by the private sector; Retraining; Entrepreneurial training; Customized training; and Adult education and literacy activities are provided in combination with other allowable training services.

Following is the list of training services offered within the region:  Customized Training (CUS);  Entrepreneurial Training (ENT);  Institutional Skill Training (IST);  On-the-Job Training (OJT);  Remedial and Basic Skill Training (RBS); and  Secondary Education Certificate (SEC).

All Workforce Development Center System Partners agree to develop a common method to refer

Page40of132

customers among the partners. The “common intake/case management” system will be used by those partners providing services using Workforce Investment Act Title I funding and by some Iowa Workforce Development staff. If the common intake/case management system is not used, referrals will be made between partners in a timely manner and a follow-up contact will be made with the customer to ensure service was provided. The Coordinating Service Provider is responsible for conducting the overall case management to ensure that all customers referred for services are receiving needed services.

Customers, including employers, will be served by IowaWORKS staff and through internet services. Those services include:    

Job search and placement services for job seekers, including counseling, testing, occupational and labor market information, assessment, and referral to employers.

Appropriate recruitment services and special technical services for employers.

Providing services for workers who have received notice of permanent layoff or impending layoff.

Labor market and occupational information.

Adults, dislocated workers and youth will be served by WIA Title I service providers and by IWD service providers. The services will be provided at the primary One-Stop Centers in Dubuque and Decorah as well an itinerant WIA satellite offices as needed. Further descriptions of the services available are included later in this plan. WIA Partner services are further described in the Memorandum of Understanding.

Service Delivery System and Flowchart In the integrated center in Region 1 the customer flow will be as listed below: Greet/Identify Purpose of Visit Determine Membership Status and/or Conduct Service Triage Recommend Services Membership Application Self-attestation Co-enrollment evaluation Introduce to Skills Development Team and/or Provide Appropriate Partner Referrals and/or Determine WIA eligibility for intensive/training services Integrated Customer Flow – Based on an initial basic assessment, customers will progress through services in a unified, standard flow organized by “function” rather than “program.” Customers start with membership services (stream-lined program enrollment and initial triage); advance to skill development services (to build occupational and job seeking skills), and then either referral to recruitment and placement services (with connections to hiring employers) or referral to more intensive and, if warranted, training services.

Page41of132

All Integrated Center customers will move through a standardized membership process that co-enrolls them into multiple programs based on eligibility. This unified customer pool will be shared and served by multiple partners within the Center. When eligibility permits, every member must be co-enrolled into all qualifying programs for staff assisted core services.

Within this flow, customers will be recommended to one of two general service cohorts: career advancement for new workers or workers in transition; and employment express to quickly return skilled workers to the workforce. Services will continue to be customized to meet individual customer needs.

Skill Development comprises a hub of employment and training service delivery.

Process steps and procedures are designed to meet one of the core missions of the workforce development system: that all individuals have the opportunity to “know their skills, grow their skills and get the best job possible with their skills.” To that end, an assessment of skills is a universal service delivered to each member of Skills Development. The outcome of service delivery in the Skills Development area is a relevant pool of talent – with skills in demand and job-search know-how.

When members have completed Skills Development, have the tools and knowledge for an effective job search, and meet specific criteria, they are introduced to the Recruitment and Placement Team/staff.

If additional services are identified as needed, the Skills Development Team will make the appropriate referrals to participate in WIA funded intensive and/or training services Adult and Dislocated Worker Employment and Training Services and Activities The Region 1 Workforce Investment Board and Chief Elected Officials selected UERPC & ECIA as Adult/Dislocated Worker Service Providers on September 15, 2011: UERPC & ECIA reserves unto itself the responsibility for conducting eligibility determinations for WIA Adults and Dislocated Workers.

The following is a summary of the activities and support services that have been identified for WIA Adults and Dislocated Worker participants.

Core Services are offered in the eight counties (Allamakee, Chickasaw, Clayton, Delaware, Dubuque, Fayette, Howard, and Winneshiek) and include:    

Determination of eligibility for WIA Title I Programs Outreach, intake and orientation to the information and services available through the Workforce Development Center System Initial assessment of skill levels, aptitudes, abilities, and supportive service needs Job search and placement assistance, and where appropriate, career counseling

Page42of132

            

Provision of employment statistics information, including job vacancy listings, the skills necessary to obtain those jobs, and information relating to local occupations in demand and the earnings and skill requirements for those occupations Performance information and program cost information on eligible providers of training services Information on how the region is performing on the WIA performance measures, and the overall Workforce Development Center system measures Provision of accurate information relating to the availability of support services, including child care and transportation available in the local region and referral to such services as appropriate; Consumer reports information and delivery system performance information; Information on other Workforce Development Center System Partner services and support services; Assistance regarding filing claims for unemployment compensation Assistance in establishing eligibility for programs of financial aid assistance for training and Job referrals (informational, e.g. job scouts, referrals in non-exclusive hiring arrangements, short-term or seasonal placements); Internet browsing (job information and training searches); Internet accounts; Talent referrals (informational, e.g. talent scouts, staff referrals or resumes without further screening).

Follow-up services, including counseling regarding the workplace, for participants who are placed in unsubsidized employment

Staff-Assisted Core Services offered at the above offices and on itinerant basis as needed include:    

Staff-assisted job search and placement assistance, including career counseling (JSP), (G&C); Screened job referrals (such as testing and background checks) (SJR); Staff assisted job development (working with an employer and job seeker) (SJD); and Staff assisted workshops, pre-employment training and job clubs (PET, JBC).

Intensive Services offered at the above offices and an itinerant basis as needed include: 

   

Comprehensive and specialized assessments of skill levels and service needs, including diagnostic testing and use of other assessment tools and in-depth interviewing and evaluation to identify employment barriers and appropriate employment goals; Development of an individual employment plan, to identify the employment goals, appropriate achievement objectives, and appropriate combination of services for the participant to achieve the employment goals; Group counseling Individual counseling and career planning Case management for participants seeking training services Page43of132



   

Short-term prevocational services, including development of learning skills, communication skills, interviewing skills, punctuality, personal maintenance skills, and professional conduct, and English as a Second Language, to prepare individuals for unsubsidized employment or training Short Term Skill Upgrading Relocation expenses Internships Work experience

Training Services offered at the listed offices and on an itinerant and as needed basis include:       

Occupational skills training, including training for nontraditional employment; Programs that combine workplace training with related instruction, which may include cooperative education programs; Training programs operated by the private sector; Retraining; Entrepreneurial training; Customized training; and Adult education and literacy activities are provided in combination with other allowable training services.

Following is the list of training services offered within the region:  Customized Training (CUS);  Entrepreneurial Training (ENT);  Institutional Skill Training (IST);  On-the-Job Training (OJT);  Remedial and Basic Skill Training (RBS); and  Secondary Education Certificate (SEC).

IST is normally conducted in a classroom setting. IST’s may only be provided for occupations for which there is a demand. Allowable costs for IST are tuition, books, fees, testing, uniforms, tools, or other training related costs. Consumable supplies, such as paper, pencils, notebooks, and computer disks will not be allowable in IST contracts. Appropriateness tab and Progress tab in I-Works will be completed for all Adult and Dislocated Worker participants in an IST activity.

Youth Services and Activities including 10 WIA Youth Elements The Region 1 Workforce Investment Board and Chief Elected Officials selected UERPC &ECIA as the Youth Service Provider on February 1, 2012: UERPC & ECIA will provide Title I Youth Services consistent with WIA requirements and regional goals and priorities that have been established.

UERPC & ECIA reserves unto itself the responsibility for conducting eligibility determinations for youth.

Page44of132

The following programs are made available to youth within Region 1:  Tutoring, study skills training, dropout prevention strategies (RBS)  Alternative secondary school offerings (SEC)  Summer employment opportunities directly linked to academic and occupational learning (SUM)  Paid or unpaid work experience including internships, job shadowing, and career exploration (WEP/LIN/VEP)  Occupational skill training including institutional skills training, on-the-job training, and entrepreneurial training (OJT/IST/CUS)  Leadership development opportunities (LDS)  Supportive services  Adult mentoring (MEN)  Post Program Services (PPS)  Comprehensive guidance and counseling (G&C) The following is a list of additional activities and services that are available in Region 1 to support the 10 required youth services available:     

Entrepreneurial Training (ENT); Job Club (JBC); Job Search and Placement Activities (JSP); Pre-Employment Training (PET); and Skill Upgrading (SUG)

Support Services are those services that are necessary to enable a youth to participate in activities authorized under WIA. The following types of support services are available in Region 1 for youth.     

Clothing Dependent Care Miscellaneous services Residential/Meals support Transportation

Given limited WIA funding, not all support services allowable through the Workforce Investment Act will be made available regionally. When a support service is not available through WIA in Region 1, every effort will be made to partner with various service providers in the region and appropriate referrals will be provided to participants.

Individual Training Accounts (ITA) With regard to Individual Training Accounts and related training activities, UERPC & ECIA

Page45of132

will utilize either the ITA or existing contract shells to contract with training providers. As such means of payment as electronic transfer of funds through financial institutions, credit vouchers, purchase orders, credit cards or other appropriate measures become more fully defined in terms of employment and training initiatives. The provider will consider transitioning from the contractual approach to these other means.

In terms of limits of individual funding and duration of funding for an ITA for the WIA Adult and Dislocated Worker services program, it is expected that funds will be obligated to a maximum of $1,200 per term per participant in occupational skills training.

Veterans Priority In the Jobs for Veterans Act, a veteran is an individual who served in the active military, naval or air service and was discharged or released from such service under conditions other than dishonorable. This includes National Guard or Reserve personnel called to active duty.

A military spouse is defined in the Act as an individual who is married to an active duty service member, including National Guard or Reserve personnel on active duty. The surviving spouse of an active duty service member that lost his or her life while on active duty service in Afghanistan, Iraq or other combat-related areas, is considered to be a military spouse.

Eligibility for the WIA Adult and Dislocated Worker program is not affected by the veterans’ priority. The Jobs for Veterans Act provides priority service only to veterans or military spouses who meet the program’s eligibility requirements.

Region 1 will give priority for enrollment into WIA for all levels of services to veterans and military spouses who seek assistance in WIA Adult and Dislocated Worker program. Veterans will be informed through verbal and written notice of this priority of service. If a person meets the eligibility and selection criteria for services and there are insufficient resources to cover all requests for assistance, Region 1 will give priority for services to eligible veterans and military spouses. If there is insufficient money for training or other services and activities eligible veterans and military spouses will be given preference for the remaining funds. When there are no funds for services a waiting list will be maintained. The eligible veterans and military spouses will be placed at the top of the waiting list in order of their application date.

In the Jobs for Veterans Act, a veteran is an individual who served in the active military, naval or air service and was discharged or released from such service under conditions other than dishonorable. This includes National Guard or Reserve personnel called to active duty.

A military spouse is defined in the Act as an individual who is married to an active duty service member, including National Guard or Reserve personnel on active duty. The surviving spouse of an active duty service member that lost his or her life while on active duty service in Afghanistan, Iraq or other combat-related areas, is considered to be a military spouse.

One Stop Center Partnerships are included as part of the training curriculum on veteran issues for the center. Topics covered in the training include topics dealing with VET preference, the referral process of veterans to obtain case management from DVOPS and sources for community Page46of132

service referrals for veterans. The WIA staff has access to the same information as the IWD staff in terms of serving our veteran clients. Each partner organization will serve as a gateway to workforce services, such as cross-referral, outreach, capacity building and cross training of staff.

In order to qualify for veteran’s preference a person must provide a copy of his/her DD214, which shows a discharge of “Honorable” and meet the eligibility criteria for the respective program.

The Employers Council of Iowa (ECI) – Northeast Iowa (Region 1) Business and Government Working Together for a Stronger Iowa 



 

Host two luncheon meetings annually (spring and fall) at no cost for all businesses, education, and organizations to update them on all of our current business services and obtain feedback to identify educational needs, improve our trainings and to ensure that we are working towards same workforce goals. This luncheon meeting is repeated in both Decorah and Dubuque.

Offer a minimum of four training events/year for businesses based on identified educational needs. Currently exploring the possibility of partnering with other ECI’s to offer webinar trainings for our businesses to better meet our business needs throughout the region.

Provide electronic blinded emailed newsletter every 6-8 weeks with updates on Skilled Iowa, employment law hot topics and information on upcoming business trainings.

Participate as financial member of State Employers Council of Iowa by attending quarterly meetings, bringing information/education back to our businesses and networking for ideas for educational training topics for businesses

Services for employers in Regions 1 include: 





 

Recruiting - IWD staff seeks to match job seekers against the employment needs of prospective employers, and to make appropriate referrals. No fees are charged and job listings are posted on several internet sites.

Outreach - Regions 1 provide area employers assistance with recruitment needs, coordination of large-scale recruitment such as career and employment fairs, and marketing of IWD products and services. Career and Employment Fairs offer employers and job seekers the opportunity to interact at a single location.

Testing Services - IWD staff can administer – at no charge to the employer or job seeker – proficiency tests for typing, 10 key and spelling. OPAC®— The Office Proficiency Assessment and Certification System is an office skills testing suite. With an array of over 30 tests the OPAC System is the perfect tool to measure job applicant PC and office skills.

Reverse Referrals - This service directs all interested job seekers to apply for openings at the IWD offices, freeing the employer’s time for other tasks.

Work Keys & NCRC - A system developed by American College Testing (ACT) for documenting and improving work place skills. Work Keys is implemented in three steps: Job Profiling, Assessments, and Training Targets. Work Keys allows employers to screen employees with needed skills, determine training needs of entry level and current

Page47of132







 





  







employees, and provide schools with information on how to prepare students for the workplace. The National Career Readiness Certificate (NCRC) is the work-related skills credential. The certificate provides fair and objective measurement of workplace skills that can be accepted nationwide.

Tax Credits - The Work Opportunity Tax Credit (WOTC) and Welfare to Work Tax Credit (WtWTC) offers employers federal income tax credit if they hire persons from certain qualified groups, such as the low income or disabled.

Labor Market Information - Current Labor Market Information is available on various economic trends and occupations, including data on prevailing wage rates and projected job outlooks.

Free Space – IowaWORKS offers free meeting rooms to businesses that utilize IowaWORKS services for job interviews (when available) and Resource Center space for employers to display and distribute job information.

Employers' Council of Iowa - This group of local employers holds regular meetings to discuss common concerns and to sponsor seminars on topics of interest.

Child Labor Forms - IWD staff authorizes Work Permits/Certificates of Age to young people seeking to enter the job market. Anyone who is less than age 18 and planning to go to work must secure this verification that they are old enough for the job in question, and that the job is safe for them to perform.

Required Posters - General requirements and ordering information is available for state and federal required employer posters. These posters are available at no cost to the public from IWD. Business Closings/Downsizing - Should a business experience closing or restructuring, IWD staff and its partners are ready to help employees make the transition to other employment. Laid-off workers are provided access to services, including financial support and training.

Tax Liability Information - IWD tax liability specialists are housed in Spencer to work with new and existing employer accounts.

Unemployment Insurance Tax Forms and Publications - A number of commonly required or requested forms are available on-line.

Unemployment Insurance Fraud - Iowa Workforce Development's fraud detection program attempts to prevent and detect unemployment benefits paid to claimants through willful misrepresentation or error by the claimant, through IWD error, or misrepresentation by others. Better detection and prevention of improper unemployment insurance benefit payments results in a decrease in benefits payouts, which in turn decreases employer taxes.

Six Step Workshops - This series of workshops is available for job seekers, dislocated workers, students, and other customers interested in updating their job seeking skills, deciding on a career, going back to school, budgeting, etc. There is no cost to attend any of these workshops.

Iowa Works - Businesses can use Iowa Works to submit job openings electronically, find the average wage paid for Iowa occupations, print posters required for Iowa workplaces, link their website to our Business Directory.

Business Workforce Alliance – host meetings twice a year to discuss their local workforce needs.

Page48of132

Outreach Efforts and Services for Targeted Populations Service providers of Northeast Iowa have always had an open relationship and often meet together to discuss how they can benefit one another as well as their mutual clients. As a result of this effort, there are many successful programs being operated in Region 1 that serve all categories of individuals.

All of these efforts will continue in the years ahead. In fact, there is more of an emphasis to expand upon what has been accomplished. This would mean more interagency meetings where staff can share. In a time of diminishing resources, it seems to be the most effective way for people most in need in Northeast Iowa to be served.

Lay Off Aversion and Rapid Response Services: The WIA Directors will be the primary contacts who will work with the Targeted Services Bureau, State Dislocated Worker Unit and the State Trade Adjustment Act Unit to provide Lay Off Aversion and Rapid Response services in Region 1.

Trade Adjustment Assistance (TAA) provides early intervention to worker groups on whose behalf a Trade Adjustment Act petition has been filed: Region 1 has a Rapid Response Team consisting of staff from Workforce Investment Act, Wagner-Peyser, and Trade Adjustment Assistance (once the petition has been certified). Whenever possible, the team conducts on-site presentations at the business location. Every effort is made to provide information sessions prior to the commencement of the lay-offs and/or plant closure. The presentation consists of an overview of the benefits and services that can be expected from each of the partner groups.

During these sessions, the emphasis is how the partner-agency staff will be working together as a team to offer the customer individualized comprehensive re-employment benefits and services.

Furthermore, as appropriate at such sessions or after layoffs occur, the joint Trade Adjustment Act/Workforce Investment Act applications are completed. Afterwards, customers begin to engage in further orientation and intake sessions.

Effective January 1, 2012, Governor Branstad changed the participant enrollment policy under Iowa’s Workforce Investment Act program to mandate co-enrollment for all Trade-certified and National Emergency Grant dislocated workers so that all customers would benefit from the service integration, functional alignment, and resources among these programs. All customers receive assessments, review labor market information, establish employment goals, and develop Individual Employment Plans that are shared and agreed upon among all partners/counselors involved. Leveraging of resources is utilized by having Workforce Investment Act take the in conducting assessments (i.e., basic education levels, aptitudes, interests, financial situation, barriers to employment success) from which the results guide all partners/ counselors in developing re-employment plans with the customers. These plans identify whether Trade Adjustment Act training is necessary to secure employment, any possible barriers to employment/training success, and how those barriers will be addressed. Both Workforce Investment Act and Wagner-Peyser staff conduct re-employment workshops for customers needing additional assistance in job search resources, resume writing, interviewing skills, etc.

Page49of132

Furthermore, all Trade Adjustment Act customers have access to any other resources provided

by Wagner-Peyser and Workforce Investment Act. Because specific Wagner-Peyser or Workforce Investment Act staff may have on-going direct connection to local and statewide employers and job openings, customers may be assigned to additional staff persons for assistance with intensive job search activities.

Case Management is shared between Workforce Investment Act counselors and Wagner-Peyser representatives. Because Workforce Investment Act and Wagner-Peyser have a shared computer system and all partners/staff have access to the Trade Adjustment Act computer system, case notes are accessible by either program, allowing staff to determine if monthly contact has been made. If contact has been made and the documentation shows ongoing progress toward goals with no issues, the contact will satisfy all programs’ requirements. Ongoing communication is stressed among all partners—Workforce Investment Act, Wagner-Peyser, and the State Trade Adjustment Act office, and each region have established its own processes. Examples include: periodic combined staff meetings to reinforce the open communication and ―staffing between a customer and relevant program representatives as needed to address customer needs or issues while working toward an integrated approach to address such needs and issues.

When it is determined that a customer needs retraining to be more competitive in the job market, Workforce Investment Act takes the lead in development of the training plans in accordance with the six criteria for Trade Adjustment Act-approved training. Thereby, the training plans are developed and justified based on test assessments, labor market information, assessment of the customer’s personal qualifications and financial ability, and training information. The State Trade Adjustment Act office then reviews all training requests and issues determinations. While Trade Adjustment Act will be the primary funding source for an individual’s training, Workforce Investment Act may offer assistance with supportive services (e.g., childcare, counseling, utility and rental assistance) as needed for a customer to be able to be successful in the chosen training program. Co-funding of training also may occur, if it is necessary to meet a customer’s needs.

Once a customer enters approved training, there is additional coordination with Wagner-Peyser and Unemployment Insurance for an individual’s ongoing income support.

Re-Employment Services Worker profiling and Reemployment Services are offered within the region and are designed to help persons identified as being at risk for long-term unemployment insurance eligibility to return to the workforce as quickly as possible. A variety of services are available, including but not limited to: career assessment, job search workshops and job search and job placement assistance.

Skilled Iowa Initiative: Governor Branstad announced the new Skilled Iowa Initiative on June 11, 2012. This is a new public- private initiative supported by the Governor’s Office, Iowa Workforce Development, and the National Career Readiness Certification in partnership with ACT, the Iowa STEM Advisory Council, and numerous Iowa businesses. Governor Branstad stated at the announcement of the initiative, “The Skilled Iowa Initiative is a critical step in improving the quality of the workforce

Page50of132

in Iowa. It is important Iowa’s government, private industry and our educational system work together to find innovative solutions”.

This new initiative addresses the skills gap issue within our state. Recent statistics show that 50 percent of Iowa’s current job openings fall within the middle skill range, however, only 33 percent of the workforce is qualified for these opportunities. Additionally, 18 percent of Iowa’s employment opportunities are considered low skilled, yet 38 percent of the current workforce have only the skill set to fill this type of job.

Skilled Iowa is an initiative between Iowa businesses, workforce, economic development and education to shrink this gap and ensure that Iowa’s workforce is aligned with the needs of our employers. The initiative is designed to increase the quality of Iowa’s labor force and create connections between unemployed Iowans and businesses with current needs. Overall, we are working toward a common goal of creating Skilled Iowa Communities – areas across the state that can demonstrate a highly skilled, certified workforce for current and expanding businesses.

One component of Skilled Iowa is an unpaid internship opportunity available to persons who currently have at least eight weeks remaining on their unemployment insurance claim. The initiative links job seekers with businesses looking to hire and willing to provide job skills training.

The NCRC is a tool that assists both job seekers and employers by determining a baseline of skills and providing resources to improve skills. The testing is readily available, at no cost, to those looking to add the certificate to their resume and more accurately display their skills to current and potential employers. NCRC measures competency in reading for information, locating information, and applied mathematics, and awards either a platinum, gold, silver or bronze credential based upon the individual’s test score.

STEM Advisory Council On July 26, 2011, Governor Branstad issued Executive Order 74 creating the STEM Advisory Council. This group of 40 individuals was identified by the Governor to advise him on ways to improve education, innovation and careers in science, technology, engineering and mathematics for the public and private sectors. In addition to the Department Directors of Education, Workforce Development and Economic Development, Governor Branstad appointed the presidents of the three regents’ universities for the state, state legislators, and members representing nonprofits, K-12 public schools, the healthcare industry and representatives of businesses who hire individuals with STEM skills. Lieutenant Governor Kim Reynolds and University of Northern Iowa President, Dr. Ben Allen co-chair the Advisory Council.

STEM is the acronym for Science, Technology, Engineering and Mathematics. These disciplines are vital for thriving in the 21st century whether managing STEM-based decisions of daily life or pursuing STEM careers. In today's complex world teachers, students, parents and communities need to understand how the STEM fields are the basis for innovative problem-solving and discovery which are best acquired through exploratory learning and active student engagement.

Page51of132

This Advisory Council has developed Executive Committee and the following working groups: Scale-Up Subcommittee, STEM Policy, STEM Teacher Recruitment and Preparation, STEM Post-secondary, STEM Economic Development, STEM Public Awareness, STEM for All, Technology-enhancement, and Regional Networks. The Department of Education serves as the board administrator and executive director for the Advisory Council.

The STEM Advisory Council is charged with the reform of STEM education for Iowa which requires programmatic level intervention coupled to policy-level support. An action plan has been developed and STEM Policy recommendations in draft form have been presented to the Executive Committee. In addition, in May 2012, six regional STEM hubs were identified and in August 2012, Governor Branstad appointed the advisory council members to each of the regional hubs.

For additional information on the STEM Advisory Council, please see the website, http://www.iowastem.gov/ Regional Economic Development Partnerships Economic development and workforce development programs have supported and complimented each other for years in the State of Iowa. The Region 1 RWIB/CEO boards feel this is an important linkage for the region. The economic development partners have been invited to participate in RWIB/CEO board meetings to ensure this relationship is ongoing within the region.

UERPC & ECIA share the distinction of being WIA Service Providers, along with being a United States Department of Commerce Economic Development Administration certified Economic Development District. What this means is that a second division of the agency, the Planning and Development Department, implements and carries out a Comprehensive Economic Development Strategy plan (CEDS) and related annually developed scope of work designed to provide economic development planning assistance to the cities and counties of the area. As a result, the region has been able to align the economic and workforce development goals and processes.

In regards to the relationship of the economic and workforce development programs across the state, Iowa has operated several years recognizing this marriage. In fact, until the late 1990s, the State administrated job training programs, primarily the Job Training Partnership Act and PROMISE JOBS, were under the direction of the Iowa Department of Economic Development.

The State also has recognized the importance of workforce development, and its role in economic development, by writing into economic development funding contracts the requirement to make contact with the local Workforce Offices.

In addition to the statewide efforts, the coordinating of workforce and economic development efforts has a long history in Northeast Iowa. Part of this is the result of the fact that the WIA service providers, UERPC and ECIA are area county organizations. This means that the CEOs also comprise a part of the UERPC & ECIA Policy Councils, along with city representatives and business and labor representatives.

Page52of132

Planned Expenditures and Enrollments and Cost Per Participant Estimates The following information contains cost information for Region 1 for the most recently completed program year. The Statewide information, for the given year, has also been included so an estimate can be made of anticipated costs for future years.

Region 1 WIA PY 2011 Participant Rates

Title or Program Adult Dislocated Workers Youth Total All Programs

Total Part.

Average Cost/Part.

3,244 450 93 3,787

$85 $866 $3,565 $334

Statewide WIA PY 2011 Participant Rates Total Part.

Average Cost/Part.

43,337 3,221 1,304 47,862

$73 $1,385 $3,145 $291

Title or Program Adult Dislocated Workers Youth Total All Programs

Page53of132

Estimated Cost per Participants

Title or Program Adult Dislocated Workers Youth Total All Programs

Planned Enrollments

Planned Cost Per Participants

3,000 350 80 3,430

$85 $866 $3,565 $334

Performance Summary and Anticipated Performance Goals UERPC & ECIA will also provide the RWIB and the CEO boards with performance and fiscal data on a quarterly basis and as requested. The boards will use that information and public comment to evaluate performance and to determine the need for continuous improvement activities.

UERPC & ECIA staff has developed and implemented performance tracking documents that helps to ensure that the region will meet the negotiated performance standards. In addition, UERPC & ECIA conducts ongoing in-house training for staff relative to “good enrollment decisions” and WIA performance. UERPC & ECIA staffs regularly run performance reports to monitor progress toward meeting the negotiated standards.

Region 1 has a long history of working collaboratively with various partners within the region.

Ongoing partner meetings have been held with multiple providers to determine what services are currently being offered through various programs and identify gaps within the current service structure. In this way, partners are able to maximize services and funding levels and the participants benefit by having a more complete, comprehensive service plan to reach selfsufficiency. In turn, the region is more likely to meet performance goals.

The Performance Oversight policies of the CEO and RWIB include:  UERPC & ECIA will provide quarterly reports to the CEO and RWIB, updating the boards on the region’s performance and progress towards meeting performance standards. 

The RWIB and CEO boards will evaluate the performance and, if necessary, determine actions to be taken to improve performance. If a significant problem with WIA performance is identified, the RWIB/CEO will conduct an evaluation of the service provider.

 The RWIB and CEO will review and if appropriate make comment on all federal and state monitoring reports as provided by those monitoring/auditing entities.

Page54of132

Performance Goals Required performance measures are primarily focused on job seeker customers. Iowa Workforce Development and Region 1 are committed to achieve and exceed our negotiated performance indicators. (Statutory WIA measures have been waived and replaced with Common Measures) WIA Requirement at Section 136(b)

Adults: Entered Employment Rate Employment Retention Rate Average Six-Months Earnings Certificate Rate Dislocated Workers: Entered Employment Rate Employment Retention Rate Average Six-Months Earnings Certificate Rate Youth, Aged 19-21: Entered Employment Rate Employment Retention Rate Six-Months Earnings Certificate Rate Youth, Aged 14-18: Skill Attainment Rate Diploma or Equivalent Attainment Rate Retention Rate Youth Common Measures1 Placement in Employment or Education Attainment of Degree or Certification Literacy and Numeracy Gains Customer Satisfaction: Participant Customer Satisfaction Employer Customer Satisfaction W-P Requirement at Section 13(a) Entered Employment Rate Employment Retention Rate Average Six-Months Earnings

Iowa Statewide Performance Goal for PY13 (July 1, 2013 through June 30, 2014)

Region 1 Performance Goal for PY13 (July 1, 2013 through June 30, 2014)

65% 82% $11,700 Not applicable

65% 82% $11,700 Not applicable

77% 92% $15,000 Not Applicable

77% 92% $15,000 Not Applicable

Not Applicable for Common Measure States

Not Applicable for Common Measure States

Not Applicable for Common Measure States

Not Applicable for Common Measure States

74.6% 56.2% 35%

74.6% 56.2% 35%

Not Applicable for Common Measure States

Not Applicable for Common Measure States

Performance Goal 65% 82% $13,000

65% 82% $13,000

* Areas that have negotiated and been approved for local PY 2013 standards should insert their final approved local standards.

Page55of132

E Memorandum of Understanding and Resource Sharing MEMORANDUM OF UNDERSTANDING Between the Region 1 Chief Local Elected Officials, Local Workforce Investment Board and the One-Stop System Partners Effective July 1, 2013 – June 30, 2017

I.

PURPOSE OF MEMORANDUM OF UNDERSTANDING

A.

PURPOSE: The purpose of this Memorandum of Understanding (MOU) is to provide information about the relationship between the above mentioned parties regarding their respective roles, duties, obligations and responsibilities for implementation of the provisions of section 121(c)(2) of Title I of the Workforce Investment Act (WIA) of 1998. This MOU is also intended to contribute to a cooperative and mutually beneficial relationship between the Chief Local Elected Officials, Local Workforce Investment Board, and the various partners, to coordinate resources to prevent duplication and ensure the effective and efficient delivery of workforce services, and to establish joint processes and procedures that will enable partners to integrate the current service delivery system resulting in a seamless and comprehensive array of activities that increase the employment, retention, and earnings of participants, and increase occupational skill attainment by participants, and, as a result, improve the quality of the workforce, reduce welfare dependency, and enhance the productivity and competitiveness of the region.

Parties to this document propose to coordinate and perform the activities and services described herein within the scope of legislative requirements governing the parties’ respective programs, services and agencies. This MOU also documents the importance of WIA performance measures and continuous improvement initiatives.

B.

PERIOD OF RELEVANCE: This MOU was designed to serve as a record of the relationship of the signatories from July 1, 2013 through June 30, 2017 unless modified by the partners. All parties' MOU will be renewed for each State Fiscal Year biennium period based on the annual reviews and subsequent modification and/or amendment.

II.

INTRODUCTION/BACKGROUND

A.

BACKGROUND: The Region 1 Workforce Investment Board, and the Coordinating Service Providers (East Central Intergovernmental Association, Upper Explorerland Regional Planning Commission & Iowa Workforce Development, Northeast Iowa Community College, & Northeast Iowa Community Action Corporation) developed this memorandum of understanding to ensure that the following principles of the Workforce Investment Act of 1998 are implemented:

Page56of132

Universal Eligibility: All customers, including those with special needs and barriers to employment, will have access to a core set of services at each one-stop center, designed to provide information to make career and labor market decisions. Core, intensive, training and support services will be made accessible on-site.

One-Stop Approach: All customers may explore work preparation and career development services and have access to information on a range of employment, training and adult and occupational education programs. Services will be made available through the one-stop center.

Individual Choice: Customers will have access to a multitude of career, skill, employment and training information to obtain the services and skills they need to enhance their employment opportunities, based on their individual needs.

Regional Development: To develop a workforce development system that upgrades the regional area workplace skills and enhances the economic development of the area.

Services such as tax credits and labor market information will be made accessible on-site.

Cost Effective: All customers will have access to a system that minimizes costs, enhances participation of employers and job seekers served through the system, and eliminates duplicative services.

Region 1 Mission statement: “Workforce Partners – Helping Iowa Work” PARTIES TO THE MEMORANDUM OF UNDERSTANDING A.

PARTIES AND THEIR ROLES: The Workforce Investment Act clearly identifies the one-stop system as the service delivery system for programs funded under the Act and its partner programs. The Region 1 system is a collaboration of site partners that are responsible for administering workforce investment, educational and other human resource programs and funding streams. The following parties are involved in the administration of the WIA and the local area one-stop system: East Central Intergovernmental Assoc.

680 Main St., 2nd Floor Dubuque, Iowa 52001 Ron Axtell, WIA Director 563-556-5800 Ext 136 Ron.Axtell@iwd.iowa.gov

Upper Explorerland Regional Planning Commission 312 Winnebago St. Decorah, Iowa 52101 Fern Rissman, WIA Director 563-382-0457 Ext 412 Fern.Rissman@iwd.iowa.gov

1. Region 1 Chief Local Elected Officials (CEO) who oversee the local workforce development system and represent the local governing authorities.

2. Region 1 Workforce Investment Board (RWIB), designated to work in partnership with the CEO Board and to establish policies and oversee the workforce development system.

Page57of132

3. Upper Explorerland Regional Planning Commission (UERPC) is designated by the CEO board as the fiscal agent for Title I WIA funds and other related funding sources allocated for workforce development activity.

4. The Coordinating Service Provider was designated by the Region 1 RWIB as the onestop operator responsible for administration, management and coordination of activities at the physical one-stop site. The CSP consists of Iowa Workforce Development, East Central Intergovernmental Association, Northeast Iowa Community College, Northeast Iowa Community Action Corporation and Upper Explorerland Regional Planning Commission.

5) On Behalf of the Region 1 Workforce Investment Board, the Coordinating Service Provider will: a) Facilitate the implementation of the Board’s strategic priorities documented in the Regional Customer Service Plan. b) Coordinate the activities of the required partner agencies and the other agencies selected by the RWIB in the operation of the Region 1 Workforce System. The Coordinating Service Provider will support the partner agencies in fulfilling their roles in making their services available through a one-stop service delivery system described in the Memorandum of Understanding that the partner agencies have with the RWIB and the Region 1 Chief Elected Official. c) Coordinate a collaborative system approach in responding to the needs of regional businesses, workers, job seekers and youth through its role in facilitating regular partner agency meetings. d) Facilitate the collaborative response to measureable service performance. The Coordinating Service Provider will make performance reports to the RWIB on quarterly basis, as supplied to us by the state. e) Maintain, as a part of the Regional Customer Service Plan and the MOU between the boards and partner agencies, a comprehensive description of the one-stop service system and the tangible description of the resources that partner agencies have contributed to a collaborative system response to regional communities (Resource Sharing Agreement). The Coordinating Service Provider will assure that contribution of the partner agencies is included in developing the collaborative system and how it is documented. f) Facilitate RWIB action in changing the Regional Customer Service Plan as progress is made with strategic activity, as economic and other conditions might suggest considerations of change in priorities and as other changes occur in the service delivery system. g) Facilitate RWIB activity in local policy development. h) Evaluate and report to the board on access to employment services by targeted populations.

Page58of132

6) Required One-Stop System partners: a. ECIA and UERPC are designated as the administrative entities for WIA Title I federal workforce investment programs (WIA Adult, Dislocated Worker and Youth programs) in Region 1. b. Iowa Department of Human Services is responsible for Temporary Assistance to Needy Families (TANF) services, which include the Iowa PROMISE JOBS (Promoting Independence and Self-sufficiency through Employment, Job Opportunities and Basic Skills), FaDSS (Family Development and Self Sufficiency Program in-home case management program, child care, transportation and other support services. c. Iowa Department of Education is the grant recipient and administrative entity of WIA Title II funds for Adult Education and Family Literacy Programs. d. Northeast Iowa Community College is the provider of post-secondary vocational education activities under the Carl Perkins Vocational and Applied Technology Education Act. e. Iowa Vocational Rehabilitation Services is the recipient of funds under WIA Title IV for the administration and provision of vocational rehabilitation services and employment assistance to eligible individuals with disabilities. f. Iowa Workforce Development is the recipient of funds under WIA Title I and Title III for the administration and provision of Wagner-Peyser program activities, Unemployment Insurance, Worker Re-employment Services, Trade Adjustment Assistance, NAFTA Transitional Adjustment Assistance and Veterans Employment and Training Programs (under Chapter 41, Title 38 U.S.C.). In addition, Iowa Workforce Development provides coordination of the PROMISE JOBS – IWD SDR Component in collaboration with Iowa Department of Human Services. g. Northeast Iowa Community Action Corporation and Operation: New View Community Action Agency are the grant recipients and provider of services under the Community Services Block Grant for employment and training activities to the economically disadvantaged through various educational, child care, health, employment, emergency food and medical support services. h. Iowa Department of Aging is the grant recipient and provider of services the Title V Older Americans Act program (Senior Community Services Employment Program). i.The Eastern Iowa Regional Housing Authority (EIRHA) provides family selfsufficiency services through HUD funds for individuals who are participants on the Section 8 HCV program, Public Housing Program and Tax Credit Programs.

These services include assisting the participants in: finding employment,

Page59of132

obtaining a GED, enrolling in college, increasing self-esteem, analyzing and organizing finances, rebuilding credit, developing a resume, and connecting with social service agencies j. The City of Dubuque Housing Services provides family self-sufficiency services through HUD funds for individuals who are participants on the Section 8 HCV program k. Iowa Workforce Development is the grant recipient and provider of services of WIA Title I funds for the Migrant and Seasonal Farm Worker Program and the Veteran’s Workforce Program. In addition, when applicable, Iowa Workforce Development will serve as the grant recipient for Youth Opportunity Grants, and/or Demonstration/Pilot Programs, and/or National Emergency Grants. l. Proteus, Inc., is the grant recipient for the National Farmworker Jobs Program from the Department of Labor under the Workforce Investment Act. Proteus provides employment and training services for seasonal and migrant farm workers and their dependents. Services include tuition assistance, case management, emergency services, stipend for time spent in training, job placement assistance, nutritional assistance, day care assistance, and other services. m. AARP Foundation Senior Employment AARP Foundation administers the Senior Community Service Employment Program (SCSEP) in Delaware, Dubuque and Jones counties. SCSEP assists low income job seekers, age 55+, to re-enter the workforce. Our services include part-time paid training assignments, job search assistance, tuition for short term training, and on-the-job-training.

The primary location for job training is the Host Agency, a non-profit or public agency that serves as a work training site. Participants train 18 hours per week and earn minimum wage. AARP Foundation assists participants in transitioning into unsubsidized employment by offering trial employments as an incentive for local businesses to hire our mature workers. There is no fee for AARP Foundation services. n. Job Corps is a free education and training program that helps young people learn a career, earn a high school diploma or GED, and find and keep a good job.

For eligible young people at least 16 years of age that qualify as low income, Job Corps provides the all-around skills needed to succeed in a career and in life IV.

PARTNER RESPONSIBILITIES – RESOURCE AND COST SHARING

A.

RESOURCE SHARING - SERVICES TO BE PROVIDED: Each partner is responsible for the provision of services associated with the one-stop system site. The levels of service begin with a core set of services available to the universal population. Further assessments may necessitate the need for more intensive and/or training services. These services, customized and based upon Region 1 needs are described in a detailed narrative and is outlined in matrix format in the Attachment A documents.

Page60of132

1. Partner Services Responsibilities and Shared Services Pool Matrices: Attachment A includes, in addition to the master matrix of partner service responsibilities, a sub-matrix that outlines shared service responsibilities that all partners participate in to ensure that integration and nonduplication of services is addressed. These matrices are identified in Attachment A as Partner Service Matrix In addition, the Partner Description also reflects common services provided by specific partners that all partners may benefit from. Nothing in this MOU requires any partner to engage in an activity that is not allowed or covered by their legislation or regulations.

2. Methods of Referral: The referral process provides convenience of services to individuals and businesses using the Region 1 One-Stop Center and makes available all Core Services at the system site(s). This process also provides for a continuum of services and follow-up to ensure individual and business needs have been met. All partners agree to follow the Region 1 One-Stop Center referral process outlined in Attachment A via the following documents: a. Customer Work Flow: A description of the Region 1 One-Stop Center customer work flow and descriptions of referral methods is outlined in the Region 1 Customer Service Plan. b. Partner Referrals: Referrals will be tracked using the Region 1 common intake/referral form that is part of the I-Works case management system.

Eligibility requirements in certain programs require that specific criteria be met prior to accepting a referral from a partner.

For the Iowa Workforce Development State Veterans Program, any veteran or eligible spouse is considered a universal core customer until such time as an assessment has been completed and/or it has been determined that a barrier to obtaining employment exists.

Upon this determination by a partner, a formal referral can be made to the Iowa Workforce Development State Veterans Program.

The Region 1 Coordinating Service Provider, as the designated one-stop operator, is responsible for ensuring the consistency of the common intake referral process, maintenance of records and quarterly reporting to the Region 1 RWIB. B.

COST SHARING – ONE-STOP OPERATIONAL COSTS: The provision of direct services to individuals and businesses is a key component in the Region 1 One-Stop System. Each partner serves various segments of the population and provides services that benefit those individuals.

Each partner is responsible for the funding of their direct program services.

The Region 1 One-Stop System includes operational expenses at the comprehensive site in Dubuque and at the satellite office in Decorah located respectfully at 680 Main St. in Dubuque and 312 Winnebago in Decorah. All partners will share proportionate responsibility for the costs, based on FTE’s, of the operational expenses of the sites.

1. Operational Budget: The total operational budget for the Region 1 One-Stop Center is outlined in the Resource Sharing Attachment. Each partners’ individual budget is available by contacting the respective partner.

2. Cost Sharing: The Resource Sharing Attachment includes an overview of each partners fair share of the operational costs, the cost sharing expense items and the contributions of the

Page61of132

partners.

The Region 1 Coordinating Service Provider, as the designated one-stop operator is responsible for record keeping, accounting and maintenance of this budget and will do soon a monthly basis.

A monthly reconciliation of budget and actual costs will be conducted and cost sharing budgets will be adjusted, as needed, based on this reconciliation.

V.

GENERAL PROVISIONS

A.

PERFORMANCE GOALS: All partners have agreed to work together to meet and exceed the WIA Performance Measures for the Region 1 One-Stop System. These measures are for Adult, Dislocated Worker, Older Youth, Younger Youth, and Customer Satisfaction. The Region 1 Coordinating Service Provider, as the designated one-stop operator, will report quarterly on the progress of these measures, as supplied to us by the state. The WIA Performance Measures are included in the CSP plan. A partner that is an eligible training provider will post the Eligible Training Provider performance information at the service delivery location. All partners also agree to work collaboratively on attaining the DOL common Performance Measures which became effective July 1, 2006 and involve a number of required partners. This collaboration includes strategizing on approaches to attain these measures and providing data to the performance reporting system.

B.

PERFORMANCE REPORTING: All partners housed in the one-stop have agreed to participate in a common intake, referral and individual tracking system Whenever WIA funds are expended in part or whole for service on an individual, all partners housed in the one-stop agree to enter/maintain that individual information into the I-Works automated system. Partners agree to work together in implementing data collection processes to address the DOL Common Performance Measure reporting needs for one-stop systems.

C.

CONTINUOUS IMPROVEMENT: All partners will participate in a process of program review and continuous improvement to offer the best possible services and seize opportunities for further integration. To assure that services are responsive to the needs of the community, partners will survey customers to obtain feedback on customer satisfaction. All partners will participate in the ongoing development and improvement of the Region 1 One-Stop Center procedures, policies and operational management. All partners will be part of a joint planning process that will continuously review the needs of the Region 1 workforce and business community and refine the services of the one-stop system based upon those needs.

In addition, the partners will encourage, accommodate staff, and/or provide training and cross training, as deemed appropriate, to ensure that all partner staff are familiar with all programs represented within the Region 1 One-Stop System in order to integrate services, reduce duplication and improve overall service delivery.

D.

INFORMATION SHARING/CONFIDENTIALITY: All partners housed in the one-stop agree to share information and maintain confidentiality. Workforce Development Partners, including Iowa Workforce Development, Upper Explorerland Regional Planning Commission, East Central Intergovernmental Association, Northeast Iowa Community College, Northeast Iowa Community Action Agency, DHS, Iowa Vocational Rehabilitation, Operation New View Community Action Agency, AARP, HUD, Proteus, Goodwill, Iowa Dept. of the Blind, and Job Corps will abide by the confidentiality standards written in the Iowa Administrative Code 217.30. These standards

Page62of132

allow the employees of the partner agencies to release safe data (as defined by policy) to other partners, only on an as need to know basis. If a partner does not follow the standards of Iowa Administrative Code 217.30, then the agency will need to show they abide by comparable standards by requesting a standards test review to the Memorandum of Agreement (MOA) support team. As allowed by Iowa Administrative Code 217.30, or approved comparable standards, safe data can be released to all partners needing to know without requiring a written consent. All partners will abide by their policies of confidentiality when exchanging customer secured data. Exchanging customer information with non-partners will follow agency policies of confidentiality.

E.

AMENDMENTS: (1) (a) Except as set forth in paragraph (2), the information contained in this MOU may be modified or amended by written consent of all of the partners. Any request to amend a provision should be made in writing to the Region 1 RWIB and must be agreed to by all partners. The Region 1 RWIB will notify the other partners of the details of any modification request. (b) The MOU may be modified from time to time to add new one-stop partners. These new members may sign the MOU in its existing form as of the time that they are being added. All partners to the MOU will be notified in writing of additional parties joining in the MOU. Any adjustment of resource/cost sharing items will be reviewed prior to adding additional partners.

(2) It is understood by the parties that each should be able to fulfill its one-stop role in full accordance with any federal and state laws and policies which govern or affect their activities. If at any time any party is unable to perform its functions under this MOU consistent with federal, state or local statutory, regulatory or policy mandates, the affected party should immediately provide written notice to all other parties of their intent to amend or modify the Agreement at least 30 days in advance of effectuating the amendment or modification. No consent from the other parties will be requested if an amendment or modification is made pursuant to this provision.

(3) Periodically the Resource/Cost Sharing Attachment may require adjustments based upon reconciliation of projected costs to actual expenses and/or minor adjustments to cost sharing items. In addition, other non-substantive modifications to the MOU, such as grammatical corrections, clarifications, etc., may be needed from time to time. Minor adjustments/modifications of this type will not require a formal amendment signed by all partners to the MOU but it is agreed partners will be notified by Region 1 Coordinating Service Provider, as the designated one-stop operator or UERPC as the fiscal agent of any such written amendments/modifications.

F.

SUPPLEMENTAL AGREEMENTS: To ensure utmost flexibility for all partners, it is understood that the Region 1 RWIB may enter into separate legally enforceable agreements with each partner, or a combination of partners, which will specify the rights and obligations of that particular partner and the Region 1 RWIB. The Region 1 Coordinating Service Provider, as the designated one-stop operator will provide copies of any such agreements to all other partners.

G.

IMPASSE RESOLUTION: In the event that an impasse should arise between the partner(s) and/or the Region 1 RWIB regarding terms and conditions, the performance, or administration of this MOU, the following procedure will be initiated: (1) A written document detailing the impasse will be submitted to the Region 1 Coordinating Service Provider, as the designated one-stop operator The Region 1 Coordinating Service Provider, as the designated one-stop operator will attempt to resolve the issue. The Region 1 RWIB and the partner(s) should document the negotiations and efforts that have taken place to

Page63of132

resolve this issue.

(2) If the impasse is not resolved, the Executive Committee of the Region 1 RWIB will appoint a special committee to review and attempt resolution of the impasse.

(3) In the event an agreement cannot be reached, the Region 1 RWIB Chairperson will meet with the local elected official(s) and/or the partner(s) and/or the CSP based on the nature of the impasse to resolve the issue and will make a recommendation within thirty (30) working days of receiving the dispute. The whole process should be completed within ninety (90) days.

(4) Impasses involving state level partners will have the participation of their respective executive director/administrator, or their designees, in all resolution activities.

H.

WITHDRAWAL: Partners having legally enforceable agreements relating to their participation in the Region 1 One-Stop System may be bound by the terms contained therein, but since this is an informational document, any partner to this MOU may withdraw as a signatory from this MOU. It is requested that written notice be provided to all other parties setting forth their intent to withdraw at least thirty (30) days prior to their last anticipated day as a signatory. Withdrawal by one or more partners to the MOU will only result in withdrawal of the MOU for the remaining partners if the service or funds provided by the withdrawing partner(s) is/are essential to the continuing viability of the Region 1 One-Stop Center, and the withdrawing partner(s) cannot be easily replaced.

I.

NON-DISCRIMINATION: All partners to this MOU are equal opportunity employers. All understand they must comply with 29 C.F.R. 37.30 which states it is against the law for a partner to discriminate on the following basis: against any individual in the United States, on the basis of race, color, religion, sex, national origin, age, disability, political affiliation or belief; and against any beneficiary of programs financially assisted under Title I of the Workforce Investment Act of 1998 (WIA), on the basis of the beneficiary's citizenship/status as a lawfully admitted immigrant authorized to work in the United States, or his or her participation in any WIA Title I-financially assisted program or activity, including Section 188 of the WIA. The recipient must not discriminate in any of the following areas: deciding who will be admitted, or have access, to any WIA Title I-financially assisted program or activity; providing opportunities in, or treating any person with regard to, such a program or activity; or making employment decisions in the administration of, or in connection with, such a program or activity.

J.

MISCELLANEOUS: (other recommended provisions) 1) NO INDEMNIFICATION AND LIABILITY: By executing this MOU each partner agrees to work together to deliver Region 1 one-stop services for employers, employees and those seeking employment. However, the partners are not legally “partners” to the extent that term encompasses joint and several liabilities. Each partner under this MOU is responsible for its own employees, representatives, agents and subcontractors. This MOU is not a legally binding MOU. Each partner shall have the ability to renegotiate resource sharing at any time upon written notice to all partners. No partner shall be held accountable to supply an amount of resources that is equal to what is listed in the MOU. However, it is the intent of each partner to provide a fair share of resources to ensure all costs are allocated based on the benefits received by each partner.

2) MUTUAL RESPECT OF ORGANIZATIONAL PRACTICES: All partners identified in this MOU or in supplemental agreements to this MOU will respect each other’s organizational practices and management structures in the provision of services under the MOU.

Page64of132

3) RECORDS MAINTENANCE: The Region 1 Coordinating Service Provider, as the

designated one-stop operator is responsible for all records pertaining to the administration and operation of the Region 1 One-Stop Center. This includes all fiscal and accounting records, budgets, performance measures, referral tracking records, customer service surveys and any other pertinent records. In addition, Region 1 Coordinating Service Provider, as the designated one-stop operator will provide all partners with an annual report that outlines budget expenditures/reconciliations, services provided and populations served and performance information. These records will be made available to all partners upon request. When a partner’s record retention policies are not equal the most stringent of these policies should be applied to all partners in regard to any Region 1 One-Stop System costs. (Reference 29 CFR 97.42) 4) CROSS-TRAINING: The partners will encourage, accommodate staff and/or provide training and cross-training, as deemed appropriate, to ensure that all partner staff are familiar with all programs represented within the Region 1 One-Stop System in order to integrate, reduce duplication and improve overall service delivery.

5) PRIORITY OF SERVICE FOR VETERANS AND ELIGIBLE SPOUSES: All U.S. Department of Labor funded programs administered by any One-Stop partner will follow state and local area “Priority of Service for Veterans and Eligible Spouses” policies and ensure priority of service will be extended to veterans and/or covered persons as established by Title 38 U.S.C., Ch.42, §4215 and the Jobs for Veterans Act P.L. 107-288.

6) ONE-STOP POLICIES AND PROCEDURES: The Region 1 Coordinating Service Provider, as the designated one-stop operator have agreed to maintain operational control and responsibility for staff assigned to the Region 1 One-Stop, while assuring staff adhere to policies and procedures of the Region 1 One-Stop System. Any partner specific variances with the Region 1 One-Stop policies and procedures should be documented in a supplemental MOU separate to this MOU. The Region 1 One-Stop policies and procedures are outlined in the Region 1 Customer Service Plan. All partners will follow the Region 1 One-Stop policies and procedures as applicable. Where there is a conflict between those policies and procedures and those of a partner agency, the partner agency’s policies and procedures shall take precedence. The partner agencies and the Region 1 One-Stop shall work together to minimize such conflicts.

Attachments to the Memorandum of Understanding Attachment A:

MOU Partner Signatures

Page65of132

SIGNATURE PAGE By signing this Memorandum of Understanding, all partners have reviewed the MOU and find it accurately reflects a general understanding of their involvement in the Region 1 OneStop System.

______________________________________________________________________ Chair, Sally Falb, Workforce Investment Board

Page66of132

Date

Partner Service Description  AARP Foundation Senior Employment AARP Foundation administers the Senior Community Service Employment Program (SCSEP) in Delaware, Dubuque and Jones counties. SCSEP assists low income job seekers, age 55+, to re-enter the workforce. Our services include part-time paid training assignments, job search assistance, tuition for short term training, and on-the-job-training.

The primary location for job training is the Host Agency, a non-profit or public agency that serves as a work training site. Participants train 18 hours per week and earn minimum wage. AARP Foundation assists participants in transitioning into unsubsidized employment by offering trial employments as an incentive for local businesses to hire our mature workers. There is no fee for AARP Foundation services. 

Eastern Iowa Regional Housing Authority (EIRHA), established in 1978, operates as a division of East Central Intergovernmental Association (ECIA), which provides staff and administrative support to EIRHA. EIRHA was organized pursuant to Chapter 28E, Code of Iowa, and was established and created as a regional housing authority for Dubuque, Delaware, Cedar, Jackson, Jones and Clinton Counties in Iowa. The only cities EIRHA does not serve in this region are Dubuque and Clinton, as they have their own housing authorities established.

The goal of the Eastern Iowa Regional Housing Authority (EIRHA) is to provide decent, safe and affordable housing for eligible households: to provide opportunities and promote self-sufficiency; create economic independence; and provide homeownership opportunities for program participants.

EIRHA operates two main programs, Public Housing and Housing Choice Voucher Rental Assistance. Within those programs, there are several other programs and sources of funding which include Family Self-Sufficiency, Elderly Self-Sufficiency, Homeownership, and Housing Counseling.



The Iowa Department for the Blind (IDB) is the state agency providing vocational rehabilitation and independent living services to Iowans who are blind or severely visually impaired. The Department also houses the Iowa Library for the Blind and Physically Handicapped which provides library services and materials in alternative media to Iowans who, because of physical limitations, cannot easily read standard print.

The Iowa Department for the Blind agrees to the General Provisions and to otherwise abide by the Memorandum of Understanding for Region 1 as set forth below for the IowaWORKS delivery system.

IDB Core Services: To be eligible for services from IDB, an individual must have a qualifying visual impairment that substantially limits his/her ability to work and he/she must need vocational rehabilitation services to be able to prepare for, enter, or retain a job. IDB will deliver client services as described below:

Page67of132

         

Eligibility determination Diagnostic and/or evaluation services Pre-vocational and vocational training Guidance & counseling Career exploration, job placement & job retention counseling Skills training in alternative techniques of blindness Adaptive devices for training and employment Employer development Library and informational services Independent living services

An Individual Plan for Employment (IPE), which identifies all services necessary to overcome the barriers to that person getting and keeping a job, is developed with each eligible individual. Only IDB counselors can determine eligibility and agree to provide services. IDB staff can only be supervised by other IDB staff. IDB must comply with confidentiality requirements and the provision of mediation and a fair hearing process as stated in the Rehabilitation Services Act of 1973 as amended.

Location and Hours of Service: Main Office: 524 Fourth Street Des Moines, IA 50309-2364 Hours of Operation: 8 am to 4:30 pm - Monday through Friday, excluding established holidays.

Regional Services and Resources: IDB services are provided statewide by Vocational Rehabilitation Counselors. VR Counselors travel to clients in their assigned territory and work with the client in their community and/or workplace. They also work with businesses and employers in their territory. The IDB VR Counselor territories do not perfectly align with the workforce regions. As a consequence one VR Counselor may serve counties in multiple workforce regions. Similarly, one workforce region may be a part of two or more IDB VR counselor’s territories. Two IDB VR counselors serve Region 1 and counties in neighboring workforce regions.

Funding for services and equipment is provided on an individual basis to meet clients' needs as indicated by their Individualized Plans for Employment. 

Iowa Vocational Rehabilitation Services 1) Eligibility determination for Vocational Rehabilitation Services.

2) Individualized services to eligible individuals with disabilities, which may include items 3 through 11 below: 3) Diagnostic and/or evaluation services needed to assess employability and vocational rehabilitation potential of individuals with disabilities.

4) Physical and mental restoration services for eligible individuals with disabilities.

5) Vocational training for eligible individuals with disabilities.

6) Guidance and Counseling for eligible individuals with disabilities.

Page68of132

7) Career exploration, job placement and retention counseling for eligible individuals with disabilities.

8) Adaptive devices for eligible individuals with disabilities.

9) Business Consultation for disability related services 10) Other appropriate services and programs for individuals with disabilities.

11) Representative on the Regional Workforce Investment Board, as requested. 

PROMISE JOBS: Iowa’s model for providing assistance to Family Investment Participant’s (FIP) through specialized services. A partnership with the Department of Human Services assists in providing comprehensive work based services to help participants obtain financial independence through a Family Investment Agreement.

Orientation Classroom Training Case Management Assessment Work Experience

Life Skills Adult Basic Education Transportation Parenting Skills Employment

Family Self-Sufficiency Grant General Education Diploma Childcare Job Seeking/Keeping Skills Family Development



Family Self-Sufficiency Grant: A one-time cash grant to families in need of immediate financial assistance that would allow them to quickly obtain employment or prevent them from losing employment. Allowable expenses include car insurance, car repairs, clothing and other items deemed appropriate.



Northeast Iowa Community Action Corporation (NEICAC) is private non-profit “Community Action” agency that has been serving the residents of northeast Iowa since December of 1966. NEICAC’s geographic service area consists of the seven counties of: Allamakee, Bremer, Chickasaw, Clayton, Fayette, Howard and Winneshiek.

NEICAC’s mission is to help meet the primary needs of people and create opportunities for basic self-sufficiency through community partnership, education and the provision of services. Through eight (8) Family Service Offices, located in the county seats of each county, plus an additional office in Oelwein, we assist individuals and families through a wide variety of programs. Currently NEICAC’s major programs include: Emergency Services, Housing, Homeless Prevention, Energy Assistance, Early Childhood Programs (Head Start and Early Head Start), Health Programs (WIC and Family Planning), Weatherization, Family Development and Self-Sufficiency (FaDSS), Regional Transit, Food Closets, Prescription Assistance, Daycare Provider Nutrition Assistance, and Volunteer Coordination



Operation: New View Community Action Agency is a private non-profit “Community Action” agency that has been serving the residents of northeast Iowa since 1974 in the geographic service area of Delaware, Dubuque and Jackson Counties. Their programs include Emergency Assistance, Energy Assistance, Weatherization, Head Start, Child and Adult Care Food Program, Santa’s Helper, Coats for Kids, Earned Income Tax Credit, Volunteer Income Tax Assistance Program, and Financial Literacy.

Page69of132



Proteus, Inc., is the grant recipient for the National Farmworker Jobs Program from the Department of Labor under the Workforce Investment Act. Proteus provides employment and training services for seasonal and migrant farm workers and their dependents. Services include tuition assistance, case management, emergency services, stipend for time spent in training, job placement assistance, nutritional assistance, day care assistance, and other services.



Northeast Iowa Community College Training & Economic Development: The College delivers outreach and training services through the 260E and 260F programs. The 260E program provides training for new and expanding businesses and the 260F program provides training for incumbent workers.

These programs are administered by NICC and all applicable college policies will be applied. Allowable costs under 260E and 260F may be charged as appropriate, subject to Iowa Department of Economic Development (IDED) approval.

Service contracts are negotiated with the customer and a contract agreement is completed.

The College is a strong player in working with established business partnerships in providing training. The Northeast Iowa Community College Economic Development team has a strong tie with businesses and is focused on bringing workforce training to our region and strategizing over community workplace needs. The College and the Iowa Department of Economic Development are key contributors to serving businesses' training needs through 260E & 260F programs. (Funding opportunities for eligible new, expanding and existing businesses) NICC will provide certificate (Skills Upgrading) training in advanced manufacturing, health, and information technology careers and will partner with various grants to assist clients to become employed in high demand occupations through payments for WIA services, sharing resources and providing input through our various business groups.

NICC will provide Carl Perkins Career and Technical programming with our high schools throughout the district, by assisting with Career Facilitation, Career Pathways, training of instructors, consulting on high school curriculum and facilities/equipment needs for vocational tech programs.

ABE/GED - NICC will continue to provide the Adult Literacy (GED Services), available in the eight counties at various outreach sites with onsite services in Calmar and Dubuque, to provide a method of obtaining an equivalent to a high school diploma. The GED is awarded upon successful completion of a series of five tests in various subject areas. A fee of $75 is required for testing and diploma. The cost for admission into the program is $25 and the cost for books and supplies is $24-$30.



Job Corps is a free education and training program that helps young people learn a career, earn a high school diploma or GED, and find and keep a good job. For eligible young people at least 16 years of age that qualify as low income, Job Corps provides the all-around skills needed to succeed in a career and in life.

Page70of132

F Region 1 Policies and Procedures Integrated Service Delivery Products and Services Available: Core Services are offered in the eight counties (Allamakee, Chickasaw, Clayton, Delaware, Dubuque, Fayette, Howard, and Winneshiek) and include:                 

Determination of eligibility for WIA Title I Programs Outreach, intake and orientation to the information and services available through the Workforce Development Center System Initial assessment of skill levels, aptitudes, abilities, and supportive service needs Job search and placement assistance, and where appropriate, career counseling Provision of employment statistics information, including job vacancy listings, the skills necessary to obtain those jobs, and information relating to local occupations in demand and the earnings and skill requirements for those occupations Performance information and program cost information on eligible providers of training services Information on how the region is performing on the WIA performance measures, and the overall Workforce Development Center system measures Provision of accurate information relating to the availability of support services, including child care and transportation available in the local region and referral to such services as appropriate; Delivery system performance information; Information on other Workforce Development Center System Partner services and support services; Assistance regarding filing claims for unemployment compensation Assistance in establishing eligibility for programs of financial aid assistance for training and education programs Job referrals (informational, e.g. job scouts, referrals in non-exclusive hiring arrangements, short-term or seasonal placements); Internet browsing (job information and training searches); Internet accounts; Talent referrals (informational, e.g. talent scouts, staff referrals or resumes without further screening).

Follow-up services, including counseling regarding the workplace, for participants who are placed in unsubsidized employment

Region 1 has fully integrated centers located in Dubuque and Decorah, Iowa.

In integrated centers, all eligible (through self-attestation and verification of age) members will have the opportunity to participate in one of three service strategies developed using staff assisted core services.

Staff-Assisted Core Services offered at the above offices and on itinerant basis as needed include:

Page71of132

   

Staff-assisted job search and placement assistance, including career counseling (JSP), (G&C); Screened job referrals (such as testing and background checks) (SJR); Staff assisted job development (working with an employer and job seeker) (SJD); and Staff assisted workshops, pre-employment training and job clubs (PET, JBC).

If members are not successful at finding employment or the assessments done through these staff assisted core services indicate a need for more intensive or training services members may be offered (if additional verifications of eligibility are provided and verified) the following array of services as identified and needed.

Intensive Services offered at the above offices and an itinerant basis as needed include: 

     

    

Comprehensive and specialized assessments of skill levels and service needs, including diagnostic testing and use of other assessment tools and in-depth interviewing and evaluation to identify employment barriers and appropriate employment goals; Development of an individual employment plan, to identify the employment goals, appropriate achievement objectives, and appropriate combination of services for the participant to achieve the employment goals; Out-of-area Job Search Leadership Development Individual counseling and career planning Case management for participants seeking training services Short-term prevocational services, including development of learning skills, communication skills, interviewing skills, punctuality, personal maintenance skills, and professional conduct, to prepare individuals for unsubsidized employment or training Short Term Skill Upgrading Limited Internships Mentoring Vocational Exploration Work experience

Training services offered at the listed offices and on an itinerant and as needed basis (these must be approved by the CSP designees – UERPC or ECIA) include the following activities:      

Occupational skills training, including training for nontraditional employment; Programs that combine workplace training with related instruction, which may include cooperative education programs; Training programs operated by the private sector; Retraining; Entrepreneurial training; Customized training; and Page72of132



Adult education and literacy activities are provided in combination with other allowable training services.

Following is the list of training services offered within the region:  Customized Training (CUS);  Entrepreneurial Training (ENT);  Institutional Skill Training (IST);  On-the-Job Training (OJT);  Remedial and Basic Skill Training (RBS); and  Secondary Education Certificate (SEC).

All Workforce Development Center System Partners agree to develop a common method to refer customers among the partners. The “common intake/case management” system will be used by those partners providing services using Workforce Investment Act Title I funding and by some Iowa Workforce Development staff. If the common intake/case management system is not used, referrals will be made between partners in a timely manner and a follow-up contact will be made with the customer to ensure service was provided. The Coordinating Service Provider is responsible for conducting the overall case management to ensure that all customers referred for services are receiving needed services.

Customers, including employers, will be served by IowaWORKS staff and through internet services. Those services include:    

Job search and placement services for job seekers, including counseling, testing, occupational and labor market information, assessment, and referral to employers.

Appropriate recruitment services and special technical services for employers.

Providing services for workers who have received notice of permanent layoff or impending layoff.

Labor market and occupational information.

Adults, dislocated workers and youth will be served by WIA Title I service providers and by IWD service providers. The services will be provided at the primary One-Stop Centers in Dubuque and Decorah as well an itinerant WIA satellite offices as needed. Further descriptions of the services available are included later in this plan. WIA Partner services are further described in the Memorandum of Understanding.

Service Delivery System and Flowchart In the integrated center in Region 1 the customer flow will be as listed below: Greet/Identify Purpose of Visit Determine Membership Status and/or Conduct Service Triage Recommend Services Membership Application Self-attestation Page73of132

Co-enrollment evaluation Introduce to Skills Development Team and/or Provide Appropriate Partner Referrals and/or Determine WIA eligibility for intensive/training services Integrated Customer Flow – Based on an initial basic assessment, customers will progress through services in a unified, standard flow organized by “function” rather than “program.” Customers start with membership services (stream-lined program enrollment and initial triage); advance to skill development services (to build occupational and job seeking skills), and then either referral to recruitment and placement services (with connections to hiring employers) or referral to more intensive and, if warranted, training services.

All Integrated Center customers will move through a standardized membership process that co-enrolls them into multiple programs based on eligibility. This unified customer pool will be shared and served by multiple partners within the Center. When eligibility permits, every member must be co-enrolled into all qualifying programs for staff assisted core services.

Within this flow, customers will be recommended to one of two general service cohorts: career advancement for new workers or workers in transition; and employment express to quickly return skilled workers to the workforce. Services will continue to be customized to meet individual customer needs.

Skill Development comprises a hub of employment and training service delivery.

Process steps and procedures are designed to meet one of the core missions of the workforce development system: that all individuals have the opportunity to “know their skills, grow their skills and get the best job possible with their skills.” To that end, an assessment of skills is a universal service delivered to each member of Skills Development. The outcome of service delivery in the Skills Development area is a relevant pool of talent – with skills in demand and job-search know-how.

When members have completed Skills Development, have the tools and knowledge for an effective job search, and meet specific criteria, they are introduced to the Recruitment and Placement Team/staff.

If additional services are identified as needed, the Skills Development Team will make the appropriate referrals to participate in WIA funded intensive and/or training services 

Eligibility, Verification and Participant Process for WIA Adult & Dislocated Worker Programs a) Program Eligibility ECIA and UERPC will be responsible for conducting all eligible determination of participants for the adult and dislocated worker program. Verification of participant

Page74of132

eligibility will include an examination of the criteria upon which the eligibility determination is based, for one hundred percent (100%) of the participants enrolled, prior to enrollment. The case manager’s immediate supervisor will be responsible for reviewing and certifying eligibility for this sample. In the event that an ineligible participant is enrolled, the service providers will be responsible for the reimbursement of these costs.

To be eligible to participate in the WIA Adult and Dislocated Worker Program, an applicant must meet criteria as set forth in the Act. b. Selection for Enrollment into WIA WIA-funded core services that are self-service or informational will be provided without registration or eligibility determination to any customer in need of them.

However, any further services (staff assisted core services, intensive services or training services) require that the customer be determined eligible and enrolled into WIA. The Act requires that, in the event that funds allocated to a region for Adult employment and training activities are limited, priority for intensive and training services funded with Adult funds must be given to recipients of public assistance and other low income individuals in the region. Since the Adult Program funds are limited, Region 1 has determined that this prioritization will be demonstrated if 55 percent of the Adult Program participants are welfare recipients or low-income individuals. An additional 40 percent have a family income that does not exceed 150 percent of the lower living standard income level. Five percent of the participants may have incomes that exceed 150 percent of the Lower Living Standard Income Level (LLSIL) as long as they meet specific criteria developed by the Region.

[See section (iii) “Selection for Intensive and Training Services”.] c. Selection for Intensive and Training Services Should an individual be unable to secure employment at the level of self-sufficiency through staff assisted core services, then intensive services may be provided.

Employment at the level of self-sufficiency for Adults is defined as employment which when combined with the wages of all other family members, brings the entire family income to at least 150% of the LLSIL. Employment at the level of self-sufficiency for Dislocated Workers is defined as employment, which pays a minimum of 90% of the individuals wage at dislocation. a. In the event that available funds are insufficient to provide intensive services for all those meeting the eligibility guidelines the following criteria will be applied when determining priority for enrollment:  Residents of Region 1 (Adult Program only)  Individuals dislocated from an employer within Region 1 (Dislocated Worker only)

Page75of132

Note: Residents of Region 1 dislocated from a business outside of the region will be referred to their region of dislocation for services.  Those most likely to benefit from the services provided and to realize a return on investment, for the region; or  Those most in need of assistance in order to obtain employment at a level of self-sufficiency. (“Most Likely to Benefit” and “Most in Need” will be given equal weight when making enrollment decisions.) b. For purposes of this plan, the characteristics used to determine those applicants who are “most in need” include:  Unemployed or underemployed;  Income needs;  Significant segment/target groups;  Skill deficiencies or lack of education;  Physical, mental or emotional limitations; and  Other real or artificial barriers to employment c. For purposes of this plan, the characteristics used to determine those applicants who are “most likely to succeed” include: Applicant interests;  Applicant abilities;  Applicant motivation;  Expectation of employment;  Earning from employment (self-sufficient level); and  Availability of services d. Final selection for enrollment will be made by the case managers from ECIA and UERPC. The reason for the decision shall be documented. Individuals with service needs incompatible with WIA resources will not be enrolled. If either the needs or benefit criteria cannot be demonstrated, enrollment will be deferred or denied until services needs diminish or sufficient resources become available. Generally, persons with advanced degrees or skills in available occupations will not be enrolled unless other barriers to employment exist. e. Five percent of the participants enrolled into WIA may have family incomes exceeding 150% of the LLISL providing they meet one of the following criteria:  Single Parents;  Individuals with a disability;

Page76of132

 Individuals who are offenders;  Individuals without a high school diploma or recognized equivalent;  Individuals who are basic skills deficient; and  Individuals who, within the previous six months, have experienced a significant and long term loss of family income. f. Should an individual be unable to secure employment at the level of selfsufficiency through intensive services, then training services may be provided.

Employment at the level of self-sufficiency for Adults is defined as employment which when combined with the wages of all other family members, brings the entire family income to at least 150% of the LLSIL. Employment at the level of self-sufficiency for Dislocated Workers is defined as employment which pays a minimum of 90% of the individuals wage at dislocation.  Adult and Dislocated Worker Services and Activities a. Self-service Core Services (Can be provided by any one stop partners)  Determination of eligibility to receive assistance;  Outreach, intake (which may include profiling), and orientation to the Regional Workforce development system;  Initial assessment of skill levels, aptitudes, abilities, and support service needs;  Labor Market Information;  Job Match and job search assistance;  Provision of employment statistics information, including the provision of accurate information relating to local, regional, and national labor market areas, including;  Job Vacancy listings in such labor market areas;  Information on job skills necessary to obtain the jobs listed, and  Information relating to local occupations in demand and the earnings and skill requirements for such occupations.  Consumer reports information and delivery system performance information;  Provision of performance and program cost information on eligible providers of training services;  Provision of information regarding how the local area is performing on the local performance measures and any additional information with respect to the Workforce Development Center System in the local region;  Provision of accurate information relating to the availability of supportive services including child care and transportation available in the local region, and referral to such services as appropriate;

Page77of132

 Information on other Workforce Development System Partner services and support services;  Information on filing Unemployment Insurance(UI) claims;  Assistance in establishing eligibility for programs of financial aid for assistance for training and education programs that are not funded under the Act and are available in the region;  Job referrals (informational, e.g. job scouts, IWD referrals in non-exclusive hiring arrangements, short-term or seasonal placements);  Internet browsing (job information and training searches);  Internet accounts (Career Kit and Personnel Kit); and  Talent referrals. b. Staff Assisted Core Services (Can be provided by any one-stop partners)  Staff assisted job search and placement assistance, including core services;  Screened job referrals;  Staff assisted job development, and  Staff assisted workshops, PET, and job clubs. c. Intensive Services  Comprehensive and specialized assessments of skills levels and service needs, including diagnostic testing and use of other assessment tools, and in –depth interviewing and evaluation to identify employment barriers and appropriate employment goals;  Development of an individual employment plan, to identify the employment goals, appropriate achievement objectives, and appropriate combination of services for the participant to achieve the employment goals;  Case management for participants seeking training services;  Skill upgrade is a short term prevocational service, including development of learning skills, communication skills, interviewing skills, punctuality, personal maintenance skills, and professional conduct, to prepare individuals for unsubsidized employment of training;  Out-of-area job search assistance;  Relocation expenses;  ESL;  Internships; and  Work experience.

Page78of132

d. Training Services  Customized Training (CUS);  Entrepreneurial training (ENT);  Institutional Skills Training (IST);  On-the-Job training (OJT);  Remedial and Basic Skills training (RBS); and  Secondary Education Certification (SEC) e. Supportive Services Supportive services are payments made to participants or to service providers that enable participants to take part in a WIA program. 

Financial Needs Determination (FND) o All Adult and Dislocated Worker IST enrollments will require the completion of a Financial Needs Determination, form supplied by the state. If the total for all expenses exceeds the total for all resources, then WIA assistance for tuition, books, fees, and support services (if applicable) may be provided, up to the amount of, but not exceeding the net need. Adult IST will use the full form and Dislocated Worker IST will use Education related Resources and Expenses only.

When computing household income and resources, actual figures will be used. o Note: Youth will no longer need a Financial Needs Determination. f. Individual Training Accounts (ITA) Individual Training Accounts are the standardized methodology by which a participant’s training costs are funded. It is the mechanism through which funds will be used to make payment only for Adults and Dislocated Workers for purchasing training services from eligible training providers. Participants have the opportunity to select an eligible training provider, maximizing participant choice, in addition to consultation from the participant’s case manager. The participant will be referred to the selected training provider unless program funds are insufficient or exhausted. Region I enrollment selection process for an ITA will follow the same process as for selection into WIA. For residents of Region I, the actual implementation of an ITA will involve the Adult or Dislocated Worker service providers, Upper Explorerland Regional Planning Commission (UERPC) or East Central Intergovernmental Association (ECIA). ITAs are subject to cost limitations listed in the Institutional Skills Training (IST) section above.

ITAs will be issued only for approved training programs, and only after career counseling (including Labor Market Information) has been provided by the case manager and documented on the appropriateness screen.

All payments issued through an ITA must be warranted through the FND. Participants

Page79of132

will be required to apply for financial aid with their selected training provider. 

Eligibility, Verification and Participant Process for WIA Youth Program a.

Eligibility

ECIA and UERPC will be responsible for conducting all eligible determination of participants for the youth program. Verification of participant eligibility will include an examination of the criteria upon which the eligibility determination is based, for one hundred percent (100%) of the participants enrolled, prior to enrollment. The case manager’s immediate supervisor will be responsible for reviewing and certifying eligibility for this sample. In the event that an ineligible participant is enrolled, the service providers will be responsible for the reimbursement of these costs.

To be eligible to participate in the WIA Youth Program, an applicant must meet criteria as set forth in the Act. The act requires that low-income youth meet one of a number of characteristics in order to be determined eligible for WIA. One of those characteristics is “an individual who requires additional assistance to complete an education program or to secure and hold employment.” Region 1 defines this category as: a. A potential drop-out (for those youth enrolled in a secondary school); b. A student enrolled in an alternative school; c. A person with a disability (including a learning disability); d. A single parent; e. A person whose primary language is not English; f. A child of a parent who is a dislocated worker; or g. A person meeting special circumstances as determined by the Youth Advisory Council.

The Act also allows that up to five percent of youth participants need not meet the income criteria if they meet one or more of a number of characteristics. One of those is “face serious barriers to employment.” Region 1 defines this category as: a. A potential drop-out (for those youth enrolled in a secondary school); b. A person whose primary language is not English; c. A single parent; or d. A person meeting special circumstances as defined by the Youth Advisory Council. b. Outreach and Recruitment Service provider staff will be responsible for all outreach. Recruitment will be accomplished through a variety of means. Personal visits will be made with all agencies/institutions in Region I that offer youth services to explain the WIA youth programs and services and the referral process. News releases, public service announcements, and posters/fliers will be developed and distributed. While all eligible applicants will be considered for services, drop outs, potential drop-outs and

Page80of132

pregnant/parenting youth, will be targeted as a priority for services.

Special efforts will be made to inform area secondary schools of available programs and to coordinate WIA services with existing school services. Specifically, administrators, counselors, and/or school to work staff will be contacted personally to ensure that WIA information is received and understood, appropriate referrals for service are made, and that, to the extent possible, coordination of services is accomplished. After initial contact with school personnel, personal follow-up visits will be made, as necessary, to ensure that WIA services are implemented effectively and are coordinated with existing programs.

Parental involvement is a critical element in successful career planning for youth 14-18 years of age. Therefore, a copy of the individual service strategy will be made available to the parent or legal guardian.

ECIA and UERPC service providers will provide a comprehensive and inclusive youth service system. While all participants will be eligible for any available service, we would anticipate that 14-15 year olds will be primarily involved in preparatory activities necessary to succeed in tomorrow’s workforce, such as; basic skills, high school completion, work readiness skills, leadership, decision making, and positive social behavior. Whereas, youth 16-21 will be primarily involved in acquiring job specific skills including career counseling, job seeking/keeping skills, work experience, on-thejob training, and post-secondary education. It is ECIA and UERPC’s philosophy that many times, in order to be effective, services to youth must be provided for the longterm. This could necessitate providing services sequentially, with one set of services at the beginning of the enrollment and yet another type of services toward the end of participation.

The above service delivery structure will address the specific needs identified by the Youth Advisory Council as priority areas of service to the Youth of our Region. These priorities will be addressed as follows: a. Soft skills and life skills training to develop stronger skills in: Problem solving; Communication; Team work; Job readiness ECIA and UERPC will be responsible for providing many of the above activities directly. Service providers may also sub-contract with other local entities for some of these activities. These services will be provided on a one-to-one basis or in small groups, depending upon the demand for this service and the geographic location of the participants. b. Career Development – ECIA and UERPC believes that there are basic sets of skills needed in the working world today. These skills will be developed through the following activities.

Page81of132

Career counseling Career exploration Career Assessment and testing Job seeking and Job keeping skills ECIA and UERPC will provide career counseling and conduct career assessment and testing for all participants. Career exploration will be provided through various means including work experience, job shadowing, written information, job seeking, and job keeping skills. c. Post secondary job training – There is a need to identify those industries that are growing and those occupations will be in greatest demand. ECIA and UERPC will strive to assure that our young people are trained for these occupations.

Where appropriate, post secondary job training will be provided. This training will be provided only in high demand, high wage occupations as determined by the Region 1 Workforce Investment Board. Labor market information and career counseling, as required, will be provided to assist participants in selecting areas of training. d. Aggressive Outreach – Youth service providers must extend themselves to the schools, youth, and businesses in an effort to identify the most needy youth, and determine the services that are needed, and make the connection with the needs of employers.

ECIA and UERPC will be responsible for all outreach. Personal visits will be made with all agencies/institutions in Region I that offer youth services to explain the WIA youth programs and services and the referral process. Special efforts will be made to inform area secondary schools of available programs and to coordinate WIA services with existing school services. e. Case management for students – ECIA and UERPC feels this service is necessary to assure that the individual needs of the youth are identified and the most appropriate service is made available. Selected service providers will provide case management for all participants. f. Adult Mentoring – Youth need the added influence of a positive adult role model.

ECIA and UERPC will be responsible for assuring that adult mentor services are available to youth having a demonstrated need. Mentoring will last for a minimum of twelve months and may occur as a program activity or follow up activity depending upon the needs of the participant. c.

Selection for Enrollment in WIA Youth Program

Page82of132

In the event that available funds are insufficient to provide required services to all youth meeting the eligibility guidelines the following criteria will be applied when determining priority for enrollment:    

Residents of Region I or individuals attending a secondary school within Region I; Youth who are single parents; Those most likely to benefit from the services provided and to realize a return on investment, for the region; or Those most in need of assistance in order to obtain employment, complete their education, or obtain specific employment competencies.

(“Most Likely to Benefit” and “Most in Need” will be given equal weight when making enrollment decisions.)

For purposes of this plan, the characteristics used to determine “most in need” include:         

Individuals deficient in basic literacy skills; Individuals who are school dropouts; Individuals who are homeless, a runaway, or a foster child; Individuals who are pregnant or a parent; Individuals with a disability (including learning and mental disabilities); Individuals who are offenders; Individuals one or more grade levels below the grade level appropriate to the individuals’ age; Individuals who are potential drop-outs (for those youth enrolled in a secondary school) and; Individuals who are single parents.

Potential Dropout – An individual in secondary school who is likely to drop out of school for one of the following reasons: a)

Poor attendance in school: At the time of intake, the applicant has a 10% or greater absenteeism rate for the most recently completed semester.

b)

Poor grades/failing: At the time of intake, the applicant’s current test scores or records indicate: i)

ii)

An academic deficiency two (2) or more grades below the grade level appropriate to the age of the individual in reading comprehension or math computation; OR The applicant is four or more units behind normal progress toward high school completion; OR Page83of132

iii)

The applicant is currently failing a majority of his/her required courses.

c)

Suspension: At the time of intake, the applicant had received two or more school suspensions in the current or most recently completed semester.

d)

Unable to continue: The applicant would not have been able to continue in school at the time of intake without assistance. (e.g. The applicant must have a job in order to support the family due to the death of a parent or impending marriage or birth, the applicant is responsible for the care of a child, etc. Enrollment in special education does not constitute “unable to continue” without other specific documented reasons.)

e)

Previous Dropout: The applicant has previously withdrawn from school, or has previously been dropped from a school’s official enrollment roster.

For purposes of this plan, the outcomes used to determine those youth who are “most likely to succeed” include youth who are most likely to achieve the following results: For youth age 14-18:  Basic skills, work readiness or occupational skills;  Attainment of a high school diploma or GED and;  Placement and retention in post secondary education, advanced training, military service employment or qualified apprenticeships.

For youth age 19-21:  Entry and retention into unsubsidized employment;  Earnings received in unsubsidized employment and;  Attainment of recognized credentials in educational or occupational skills.

Final selection for enrollment will be made by the service provider’s case managers. The reason for the decision shall be documented. Individuals with service needs incompatible with WIA resources will not be enrolled. If either the needs or benefit criteria cannot be demonstrated, enrollment will be deferred or denied until services needs diminish or sufficient resources become available. Generally, persons with advanced degrees or skills in available occupations will not be enrolled unless other barriers to employment exist. 

Youth Program Participant Services and Activities a. Youth Activities Region 1 proposes a comprehensive system of youth services designed to encompass and coordinate a variety of local program components. This system will follow specific

Page84of132

individuals throughout their entire preparation for entry into the world of work. Services will begin with at time of registration and continue until the youth is able to secure and maintain meaningful employment. East Central Intergovernmental Association (ECIA) and Upper Explorerland Regional Planning Community (UERPC) will assure equitable geographic distribution throughout the eight county area of Region I. o Required Youth Services: 

Tutoring, study skills training, and instruction leading to secondary school completion, including dropout prevention strategies; ECIA and UERPC will assure that tutoring and study skills are available on an individual or group basis.

Instruction leading to secondary school completion will be provided by all local school districts as part of their overall educational system.

In addition, GED instruction will be provided at regular locations throughout the region.

ECIA and UERPC will work collaboratively with local agencies/institutions to implement dropout prevention strategies.

Potential dropouts will be targeted as a priority for program services.



Alternative secondary school offerings; Most secondary students in the Region have access to alternative school offerings. ECIA and UERPC will support the existing system of alternative schools and the establishment of additional alternative schools, in any way possible, to ensure that all students are able to successfully complete their secondary education.



Summer employment opportunities directly linked to academic and occupational learning; ECIA and UERPC will provide summer employment opportunities through a comprehensive program including paid work experience, academic and occupational learning, and enrichment activities in reading, math and writing. This will be a comprehensive component of the participants overall year round individual service strategy and linked directly to their occupational goal.



Paid and unpaid work experiences, including internships and job shadowing; ECIA and UERPC will select service providers who will provide the above activities directly, and choose the particular component most applicable to the participant’s needs and occupational goal.

Page85of132



Occupational skill training; ECIA and UERPC will select service providers who will provide for work site occupational skills training by contracting with appropriate local businesses for work experience, on-the-job training, etc.

Occupational skill training requiring post-secondary education will be Contracted to certified educational institutions. Policies regarding OJT’s for youth will be the same as those for adult and dislocated worker. (See OJT procedures in adult/dislocated worker section.)



Leadership development opportunities, which may include such activities as positive social behavior and soft skills, decision making, team work and other activities; ECIA and UERPC will select service providers who will contract for all of the above activities. These services will be available, as needed, on an individual or group basis.



Supportive services; ECIA and UERPC will select service providers who will be directly responsible for the providing support services. Services including assistance with child care and transportation costs, job related clothing, equipment and health care costs (tetanus shots, tuberculosis tests, etc.) and housing assistance will be made available.



Adult mentoring for a duration of at least twelve (12) months that may occur both during and after program participation; ECIA and UERPC will select service providers who are responsible for assuring that adult mentor services are available to youth having a demonstrated need. Mentoring will last for a minimum of twelve months and may occur as a program activity or follow up activity depending upon the needs of the participant.



Follow up services; ECIA and UERPC will offer a wide variety of follow-up activities including: job shadowing -- youth career day -- group or one-on-one meetings to discuss educational or career options -- use of technology to explore web sites -- mentoring and tutoring – exposure to postsecondary educational opportunities -- organizational and team work training -- leadership training -- decision making -- citizenship training -- life skills (i.e. parenting, employer expectations, money management) -- positive social behavior training (positive attitudes,

Page86of132

self-esteem, cultural diversity) -- linkages to community services – support services -- regular contact with youth participant’s employer – formation of job clubs -- assistance in securing better paying jobs – tracking the progress of youth’s employment after training.

Region 1 will select service providers who will be responsible for providing many of the above services directly (i.e. job shadowing, career days, career counseling). Service providers may also subcontract with other local entities for some follow up services. 

Comprehensive guidance and counseling, including drug and alcohol abuse counseling, as well as referrals to counseling, as appropriate to the needs of the individual youth.

ECIA and UERPC will select service providers who will directly provide all necessary career counseling. Identified counseling needs beyond the scope of the service providers professional expertise (mental health counseling, alcohol substance abuse counseling etc.) will be referred to the appropriate agency or institution.

Service provider staff will be responsible for administering the objective assessment and developing, along with the participant and his/her parent or legal guardian, the individual service strategy. The above processes may take place at the school attended by the youth or in a workforce center depending upon which is most convenient for the youth.



Incentive and Bonus Payment Policy All youth (age 14 – 21) enrolled in the Workforce Investment Act (WIA) in Region 1 will be eligible to receive an incentive or bonus if they meet the following criteria: o Youth must be enrolled in the Workforce Investment Act (WIA) Youth Program. o This policy will apply to any WIA Youth activities or combination of activities. o Youth must successfully complete the activity or combination of activities as outlined in the Individual Service Strategy (ISS). Successful completion will be defined as completing any activity or combination of activities at the expected level of completion as defined in the ISS. o Youth must complete the activities or combination of activities in the timeframe outlined in the ISS. o Youth must submit on a timely basis the time and attendance reports, claims, and/or progress reports. Timely basis will be defined as receiving the report by the 15th of the month following the reporting period. o Progress reports completed by the training provider (institution, worksite, school, etc.) must reflect above average evaluations. This evaluation will be based on the abilities of the individual being evaluated. Thus a rating of “excellent” in each category is not required to be eligible for the bonus/incentive.

Page87of132

 Complaint Policies and Procedures 1.

Applicability of the Complaint Procedure

These procedures indicate and specify the minimum requirements for resolving program complaints and discrimination or equal opportunity complaints. A program complaint is any complaint by a participant, a sub-grantee, a subcontractor or any other interested person alleging a violation of the Workforce Investment Act, regulations, grant or other agreements under the WIA by the Region 1 Service Providers, Regional Workforce Investment Board (RWIB), sub-grantee or subcontractor. Program complaints include issues arising from actions such as audit disallowances or the imposition of sanctions taken with respect to audit findings, investigations or monitoring reports. A discrimination complaint is any complaint which states as a reason for the alleged discriminatory action one of the following prohibited factors: race, color, national origin, sex, religion, age, disability, political affiliation or belief, or, for beneficiaries only, citizenship or participation in WIA. These procedures do not apply to proceedings that determine law or policy of general applicability ability based on legislative fact nor to automatic grant adjustments for classes of contractors, subcontractors or participants when said adjustments are required by state or federal law.

Complaints may be brought by participants, sub-grantees, subcontractors and other interested persons. The Service Providers may also initiate complaints on its own motion or as required by statute or constitution in order to determine the legal rights, duties or privileges of a party which are at issue.

Employers of participants under this Act must continue to operate, or establish and maintain, a grievance procedure relating to the terms and conditions of employment. Such employer may operate their own grievance procedure or use the grievance system established by the Service Providers. Employers shall inform participants of the grievance procedure they are to follow and of their right to have the employer's decision reviewed by the Service Providers.

A complaint involving fraud, waste, abuse, or criminal activity shall be reported directly to The Department of Labor Office of Inspector General.

2.

Publication, Distribution and Notification of Complaint Procedures Participants will be provided, upon enrollment into WIA, with a written description of the Complain procedure including notification of their right to file a complaint and instruction on how to do so. Individuals with disabilities will be furnished appropriate auxiliary aids or services where necessary to ensure that communications with individuals with disabilities are as effective as communications with others. Persons not familiar with English shall be provided with a written or oral translation into the language understood by them. The description will also include an explanation that when there is an alleged violation of the labor standards in Workforce Investment Act, as an alternative to filing a complaint under the normal complaint procedure, a grievance may be submitted to a binding arbitration

Page88of132

procedure, if a collective bargaining agreement covering the parties to the grievance so provides. When a person is illiterate or semi-illiterate such person shall be advised of each right to the satisfaction of that persons' understanding. The Service Provider’s shall provide a copy of the complaint procedure, filing instructions and notice of right to file a formal complaint upon request.

Upon filing a complaint, and at each stage thereafter, each complainant shall be notified in writing the next step in the complaint procedure.

3.

Confidentiality

The identity of any person who has furnished information relating to, or assisting in, an investigation of a possible violation of WIA shall be kept confidential to the extent possible, consistent with due process and a fair determination of the issues.

No individual shall be discharged or discriminated against in any manner because the individual filed complaint or has testified in any proceeding or investigation relating to WIA. 4.

Program Complaint Procedure A.

Timeline for Filing a Program Complaint:

Complaints must be filed within one year of the alleged occurrence, except for allegations of fraud or criminal activity.

B.

Where to File a Complaint:

All complaints against the Service Providers, RWIB/CEO's, subcontractor or sub grantee alleging a violation of the WIA, regulations, grant or other agreement under WIA, and complaints arising from auditing, monitoring or investigations shall be filed with: ECIA Executive Director 7600 Commerce Park Dubuque, IA 52002

UERPC Executive Director 325 Washington St. Decorah, Iowa 52101

Complaints alleging a violation of the labor standards in Workforce Investment Act, as an alternative to filing under the normal complaint procedure, may be submitted to a binding arbitration procedure, if a collective bargaining agreement covering the parties to the grievance so provides. Binding arbitration decisions are not reviewable by the state or the Secretary of Labor.

No party may file a complaint with the State Administrative Entity until the

Page89of132

Service Providers’ procedures have been exhausted unless a decision has not been issued within the specified time period.

C.

What to Include in a Program Complaint:

Program complaints must be clearly portrayed as such by the complainant, and must satisfy the following requirements:

D.

1.

Complaints must be legible and signed by the complainant or the complainant's authorized representative;

2.

Complaints must pertain to a single subject, situation or set of facts;

3.

The name, address and phone number (or TDD number) of the complainant must be clearly indicated. If the complainant is represented by an attorney or other representative of the complainant's choice, the name, address and phone number of the representative must also be indicated on the complaint;

4.

Complaints must state the name of the party or parties complained against and, if known to the complainant, the address and phone number of the party or parties complained against;

5.

Complaints must specify the set of facts, situation or conditions which are the subject of the complaint, the date of occurrence prompting the complaint and must state the provisions of the Act, regulations, grant or other agreement believed to have been violated;

6.

Complaints must state the relief or remedial action(s) sought; and

7.

Documents supporting or referred to in the complaint must be attached.

Acknowledgement of Complaint and Notice of Opportunity for Hearing

A complaint will be considered filed when it has been received by the WIA Complaint Officer in a form which satisfies the requirements listed in section C above.

Within seven (7) days of the receipt of a complaint in proper form, the Service Provider(s) will send a copy of the complaint and a letter of acknowledgement and notice to the respondent and complainant. The letter of acknowledgement and notice will contain the filing date and notice of the following: 1.

The opportunity for informal resolution of the complaint at any time

Page90of132

before a hearing is convened; 2.

The opportunity for a hearing, if requested within seven days of receipt of the acknowledgement. The hearing, if requested, will be held within thirty days of the date the complaint is filed;

3.

The opportunity to present evidence and question others who present evidence;

4.

The right to be represented by an attorney or other individual of his or her own choice, at his or her own expense;

5.

The opportunity to have relevant records and documents kept by the Service Provider(s) or it's sub-grantees produced;

6.

The right to a written impartial decision based strictly on recorded evidence, within sixty (60) days of filing the complaint;

7.

The right to request a review of the complaint, by the Complaint Officer , Division of Workforce Development Center Administration, Iowa Department of Workforce Development, if a party receives an adverse decision or if there is no final written decision within sixty (60) days of the date the complaint was filed. To be considered, the request must: a.

Be filed with the State Administrative Entity within ten (10) days of receipt of the adverse decision or fifteen (15) days from the date on which a decision should have been received;

b.

Be filed with the: Complaint Officer, Iowa Workforce Development 680 Main St. 2nd floor Dubuque, Iowa 52001

c.

Include the following: i)

The date of filing the request for review;

ii)

The names and addresses of all parties involved;

iii)

A clear statement of the facts, including relevant dates, and the grounds upon which the review is requested;

iv)

The date the complaint was filed with the region and

Page91of132

the date the region decision was issued or should have been issued; v)

The signature of the party requesting the review; and

vi)

A copy of the region level decision, if a written decision was issued.

8.

Notice that the state will issue a written decision within thirty (30) days of receipt of a completed request to review;

9.

An explanation of the right to request federal review by the Secretary of Labor should the state fail to issue a decision within thirty (30) days of the filing of a completed request for review. Appeals to the Secretary of Labor must be filed within fifteen (15) days of the date a decision should have been issued by the state; and contain the following information: a.

The name, telephone number, and address of the person making the complaint;

b.

The name(s) and address(es) of the respondent(s) against whom the complaint is made;

c.

A clear and concise statement of the facts, including pertinent dates, constituting the alleged violation;

d.

The provisions of the Act, regulations, grant or other agreement under the Act believed to have been violated;

e.

A statement indicating whether proceedings involving the subject of the request have been commenced or concluded before any federal, state or local authority, and, if so, the date of such commencement or conclusion, the name and address of the authority, and the type of case; and

f.

A statement of the date the complaint was filed with the state, the date on which the state should have issued a decision, and an attestation that no decision was issued; and

10. Notice that the Secretary of Labor will act within ninety (90) days of receipt of a request for review.

E.

Waiver of Right to a Hearing

Failure to request a hearing within seven (7) days of receipt of the acknowledgement

Page92of132

Constitute a waiver of the right to a hearing. If no hearing is requested, the WIA Complaint Officer will make a decision based upon available evidence.

F.

Informal Settlement of a Complaint

A controversy may, unless precluded by statute, be informally settled by Mutual agreement of the parties. The settlement will be affected by a settlement agreement or a statement from the complainant that the complaint has been resolved to his or her satisfaction. An opportunity for an informal resolution and a hearing must be completed within 30 days.

G.

Procedure for Requesting a Hearing

A request for a hearing will be made to the WIA Complaint Officer within seven (7) days of the receipt of the acknowledgement. The request for hearing must be made in writing.

H.

Notice of Hearing

Upon receipt of a timely request for hearing, the WIA Complaint Officer will give all parties at least seven (7) days written notice of the hearing. Notice of the hearing will include: 1.The date, time and place of the hearing; 2.The opportunity to be represented by an attorney or other representative of their choice at their own expense; 3.The opportunity to respond and present evidence, have witnesses, and question others who present evidence at the hearing; 4.The opportunity to have relevant records and documents kept by the Service Providers or it's sub-grantees produced.

5.The right to receive a written decision within sixty (60) days of the date the complaint was filed.

I. Hearing Procedure The hearing will be held within thirty (30) days of the filing of the complaint.

The hearing officer will receive in evidence the testimony of witnesses and any Documents which are relevant and material to the matters at issue.

At the discretion of the hearing officer, hearings may be conducted in whole or in part by telephone when it is impractical to conduct an in-person hearing.

Page93of132

J. Failure to Appear at a Hearing If a party fails to appear at the hearing after proper service of notice, the hearing officer may: 1.Proceed with the hearing and make a decision in the absence of the party; or 2. Adjourn and decide the matter without an oral proceeding based on available evidence.

K.

Decision

A written decision will be delivered to all parties by personal service or certified mail within sixty (60) days of the date the complaint was filed.

The decision will include: 1. A synopsis of the facts; 2. The decision and a statement of the reasons for the decision; 3. A notice of the right to request a review by the Division of Workforce Development Center Administration, Iowa Workforce Development, within ten (10) days of receipt of an adverse decision.

5.

Discrimination Complaint Procedure

Any person who believes that he or she or any specific class of individuals has been or is Being subjected to discrimination on the basis of race, color, national origin, religion, sex, age, disability, political affiliation or belief, and, for beneficiaries only, citizenship or participation in WIA, may file a discrimination complaint.

A.

Timeline for Filing a Discrimination Complaint

Complaints must be filed within 180 days of the alleged discrimination. Only the Director, Directorate of Civil Rights may extend the filing deadline.

B.

Where to File a Discrimination Complaint

Complaints alleging discrimination based on race, color, national origin, religion, sex, disability, age, political affiliation or belief, or, for beneficiaries only, citizenship or participation in WIA, may either be filed with: ECIA

UERPC

Page94of132

Executive Director 7600 Commerce Park Dubuque, IA 52002

Executive Director 325 Washington St. Decorah, Iowa 52101 or with:

Iowa Workforce Development Regional Manager 680 Main St. 2nd Floor, Dubuque, Iowa 52001

Director Directorate of Civil Rights U.S. Department of Labor 200 Constitution Ave. N.W. Room N-4123 Washington, D.C. 20210

The WIA Complaint Officer will provide the complainant with the Directorate's Complaint Information and Privacy Act Consent forms and assistance in the completion and filing of the complaint. If the complainant chooses to file with the Service Provider, he or she must allow the Service Provider sixty (60) days to process the complaint.

C.

What to Include in a Discrimination Complaint

Discrimination and Equal Opportunity complaints must be filed in writing and must: 1)

Be signed by the complainant or his or her authorized representative;

2)

Contain the complainant's name and address (or specify another means of contacting him or her), and, if applicable, the name and address of his or her representative;

3)

Identify the respondent; and

4)

Describe the complainant's allegations in sufficient detail to allow a determination as to whether:

a. b. c.

D.

The recipient of the complaint has jurisdiction over the complaint; The complaint was timely filed; and The complaint has apparent merit, i.e., whether the allegation, if true, would violate any of the nondiscrimination or equal opportunity provisions of WIA. Determination of Jurisdiction

A complaint will be considered filed when it has been received by the WIA Complaint Officer in a form which satisfies the requirements listed in section C above.

Page95of132

Upon receipt of a complaint in proper form, the WIA Complaint Officer Shall Determine whether the Service Provider has jurisdiction over the complaint, whether the complaint has apparent merit, and whether it has been timely filed.

E.

Notification of Non-Acceptance

Within seven (7) days of the receipt of a complaint, if the WIA Complaint Officer Determine that the Service Provider has no jurisdiction over the complaint, or that the complaint lack apparent merit or has not been timely filed, the Service Provider will send a Notice of Non-Acceptance. If the complaint contains insufficient information, the Service Provider shall seek the needed information from the complainant prior to making a determination. If the complainant is unavailable after reasonable means have been used to locate him or her, or the information is not furnished within 15 days of the receipt of the request, the file may be closed without prejudice upon notice sent to the complainant's last known address. The Notice of Non Acceptance will contain the following: 1.The date of receipt of the complaint; 2.The reason for non-acceptance; a.

If the CSP lacks jurisdiction: i.

ii. b.

c.

An explanation indicating why the complaint falls outside the Coverage of the nondiscrimination and equal opportunity provisions of WIA; and

Where possible, a referral to the appropriate federal, state or local entity.

If the complaint lacks apparent merit or has not been timely filed: i.

An explanation of the basis for the determination; and

ii.

A statement that the complaint will not be investigated.

If the complaint contains insufficient information: i. ii.

A description of the attempts made to obtain the needed Information from the complainant; and

A statement that the file is being closed without prejudice.

3. The right to file the complaint with the Directorate of Civil Rights within thirty (30) days of receipt of the notification.

Page96of132

F.

Notification of Acceptance

Within seven (7) days of the receipt of a complaint, if the WIA Complaint Officer Determine that he or she has jurisdiction over the complaint, the Complaint Officer will send by personal service or certified mail, a Notice of Acceptance to the complainant and to the respondent. If a complaint contains insufficient information to make a determination of jurisdiction, the Complaint Officer will seek the needed information from the complainant prior to sending a Notice of Acceptance. The Notice of Acceptance will contain the following: 1.

The date the complaint was received;

2.

An acknowledgement of acceptance of the complaint for investigation;

3.

The issues over which the Complaint Officer has jurisdiction;

4.

Notice of the specific charges and the responses to those charges;

5.

The right of the complainant and the respondent to be represented by an attorney or other individual of his or her own choice at his or her own expense;

6.

The right of each party to present evidence and to question others who present evidence;

7.

Notification that either the complainant, respondent or their authorized representative(s) may contact the Complaint Officer for information regarding the complaint;

8.

The right to receive a written resolution made strictly on recorded evidence, within 60 days of the complaint being filed;

9.

The right to file a complaint with the Director of the Directorate of Civil Rights, within thirty (30) days of the receipt of a resolution proposal, if the resolution which is offered within the 60 day period is not satisfactory to the complainant;

10

The right to file a complaint with the Director of the Directorate of Civil Rights within 30 days of the expiration of the 60 day period, if no resolution is offered.

G.

Conduct of an Investigation

The Complaint Officer may determine the most appropriate method for conducting An investigation of a discrimination complaint. Appropriate methods of conducting

Page97of132

an investigation include, but are not limited to: 1.

Obtaining oral testimony from the complainant, respondent and witnesses to obtain pertinent information; and/or

2.

Requesting written material and documents which are relevant to the case; and/or

3.

Conducting a hearing, either in-person or via telephone. If a hearing is to be held, the Complaint Officer will give all parties at least seven (7) days written notice of the hearing. Notice of a hearing will include: a.

The date, time and place of the hearing;

b.

The opportunity to be represented by an attorney or other representative of their choice at their own expense;

c.

The opportunity to respond and present evidence and have witnesses at the hearing;

d.

The opportunity to have relevant records and documents kept by the Service Providers or it's sub-grantees produced.

e.

The right to receive a written decision within sixty (60) days of the date the complaint was filed.

H.

Failure to Appear at a Hearing

1.

Proceed with the hearing and make a decision in the absence of the party; or

2.

Adjourn and decide the matter without an oral proceeding based on available evidence.

I.

Decision

A written decision will be issued within sixty (60) days of the date the complaint was filed. A decision will include: 1.

The specific findings of the investigation;

2.

A proposed resolution, including proposed corrective or remedial action and the time by which the corrective or remedial action must be completed. If a no cause determination is made (i.e., no reasonable cause to believe there has been a violation of equal opportunity provisions), that fact will be stated;

Page98of132

3.

Whether it will be necessary for the respondent to enter into a written conciliation agreement that addresses each cited violation, specifies the corrective action to be taken within a stated period of time to come into compliance, provides for periodic reporting on the status of the corrective or remedial action, provides assurance that violations will not recur, and provides for enforcement for a breach;

4.

The opportunity to enter into voluntary compliance negotiations; and

5.

The right to file a complaint with the Directorate of Civil Rights within 30 days of the receipt of the determination.

J.

Complaint Records

The Service Providers will maintain a complaint log and a record of each complaint filed.

Copies of all discrimination complaints filed and the resolution of such complaints will be forwarded to the State Administrative Entity to the attention of: Iowa Workforce Development , Regional Manager 680 in St. 2nd Floor, Dubuque, Iowa 52001 

Policy and Procedures to Modify Region 1 WIA Title I Program Activities and Services

The following is the process that is to be used when modifying the Regional Customer Service Plan to change Regional WIA Adult, Dislocated Worker, or Youth program policies: • The Regional WIA Director will submit a proposed modification to the appropriate state-level program coordinator(s) for review at least 30 days prior to the date of the RWIB/CEO Board meeting at which the modification will be addressed. The proposed modification shall be submitted in writing or electronically accompanied by a brief narrative describing or highlighting the proposed change(s).

• Within 10 working days of receipt, state program staff will review the proposed modification and notify the Regional WIA Director, in writing or electronically, of any recommendations and required changes to the proposed modification. Any necessary changes will need to be resubmitted, within 10 working days, to the appropriate state program coordinator for review.

• State program staff will send written or electronic notice to the regional WIA Director that the proposed modification is approvable and is to be referred to the RWIB and CEO Boards for approval.

The effective date of the RCSP modification is the date of the RWIB and CEO Board’s approval,

Page99of132

whichever date is latest.

Once the RCSP modification is approved by the local RWIB and CEO Board, copies of the approved modification and a completed and signed Customer Service Plan Modification Transmittal Form will be sent to: Division Administrator Iowa Workforce Development Division for Workforce Center Administration 150 Des Moines St. Des Moines, IA 50309 • At a minimum, a plan modification includes: a. A transmittal form outlining the changes to the plan (when submitting a modification electronically, the signed transmittal form may follow via mail); b. The pages of the local RCSP that the modification changes; and c. Any additional necessary information or documentation.

• Within 10 working days of the receipt of the modification and signed Customer Service Plan Modification Transmittal Form transmittal form, a letter will be sent to the RWIB Chair and CEO acknowledging the receipt of the modification and noting the effective date of the modification.

It is intended that the majority of correspondence take place electronically and that the entire process take place in a timely manner. When submitting a local RCSP modification, submit the changes directly into the CSP section(s) where changes are in a color contrasting to the text. At a minimum, if plans are not available electronically, a detailed summary of the proposed modifications must accompany the request. A detailed summary would include such things as section headings, page numbers, paragraph numbers, etc.

General Modification Procedure This procedure applies to all non-WIA program specific portions of the RCSP, including the Attachments.

• Once the RCSP modification is approved by the local RWIB and CEO Board, copies of the approved modification and a completed and signed Customer Service Plan Modification Transmittal Form will be sent to: Division Administrator Iowa Workforce Development Division for Workforce Center Administration 150 Des Moines St. Des Moines, IA 50309 • At a minimum, a plan modification includes: a. A transmittal form outlining the changes to the plan (when submitting a modification electronically, the signed transmittal form may follow via mail).

Page100of132



Policy and Procedure to Modify Region 1 Budget Allocations Among Title I Programs

The following is the process that is to be used when modifying the Region 1 Budget allocations among Title I Programs, as part of the Customer Service Plan.

• The Regional WIA Director will submit a proposed modification to the appropriate state-level program coordinator(s) for review at least 30 days prior to the date of the RWIB/CEO Board meeting at which the modification will be addressed. The proposed modification shall be submitted in writing or electronically accompanied by a brief narrative describing or highlighting the proposed change(s).

• Within 10 working days of receipt, state program staff will review the proposed modification and notify the Regional WIA Director, in writing or electronically, of any recommendations and required changes to the proposed modification. Any necessary changes will need to be resubmitted, within 10 working days, to the appropriate state program coordinator for review.

• State program staff will send written or electronic notice to the regional WIA Director that the proposed modification is approvable and is to be referred to the RWIB and CEO Boards for approval.

The effective date of the RCSP modification is the date of the RWIB and CEO Board’s approval, whichever date is latest.

Once the RCSP modification is approved by the local RWIB and CEO Board, copies of the approved modification and a completed and signed Financial Modification Transmittal Form will be sent to: Division Administrator Iowa Workforce Development Division for Workforce Center Administration 150 Des Moines St. Des Moines, IA 50309 • At a minimum, a plan modification includes: a. A transmittal form outlining the changes to the plan (when submitting a modification electronically, the signed transmittal form may follow via mail); b. The pages of the local RCSP that the modification changes; and c. Any additional necessary information or documentation.

• Within 10 working days of the receipt of the modification and signed Financial Modification Transmittal Form transmittal form, a letter will be sent to the RWIB Chair and CEO acknowledging the receipt of the modification and noting the effective date of the modification.

Page101of132

It is intended that the majority of correspondence take place electronically and that the entire process take place in a timely manner. When submitting a local financial modification, submit the change directly into the CSP section(s) where changes are in a color contrasting to the text.

At a minimum, if plans are not available electronically, a detailed summary of the proposed modifications must accompany the request. A detailed summary would include such things as section headings, page numbers, paragraph numbers, etc.

General Modification Procedure This procedure applies to all non-WIA program specific portions of the RCSP, including the Attachments.

Once the RCSP modification is approved by the local RWIB and CEO Board, copies of the approved modification and a completed and signed Financial Modification Transmittal Form will be sent to: Division Administrator Iowa Workforce Development Division for Workforce Center Administration 150 Des Moines St. Des Moines, IA 50309 At a minimum, a plan modification includes: a.

A transmittal form outlining the changes to the plan (when submitting a modification electronically, the signed transmittal form may follow via mail). 

Policy for Cost Sharing with Other Iowa Workforce Development Service Region’s There will not be any formal cost sharing across regional boundaries affecting Region 1.



Local Review and Monitoring of Coordinating Service Provider and WIA Adult, Dislocated Worker and Youth Service Provider Policy and Procedure: Regional Monitoring 1)

ECIA and Upper Explorerland will ensure that participant and contract monitoring activities are conducted annually.  A random sample of ten percent (10%) of all non-OJT financial contracts under $25,000 that start during the quarter.  A random sample of ten percent (10%) of all non-financial activity of service contracts which start during the quarter; and  A random sample of ten percent (10%), but not less than 10, of all participant files of participants enrolled or transferred into adult, dislocated worker and youth programs during the quarter.

Page102of132

 All On-the-Job (OJT) training contracts will be monitored during the second thirty-day period of activity under the contract and at least every 90 days thereafter.

2)

ECIA and Upper Explorerland will report to the Regional Workforce Investment Board (RWIB), year to date information on budget status, performance status, and regional activities within the programs. As well as, the annual reports on performance and expenditures.

3)

Process for system evaluation by the RWIB and CEO Board On a quarterly basis, the RWIB will review attainment of performance standards for the Adult, Dislocated Worker, and Youth programs of the WIA. In addition, the CSP will report on the attainment of system goals at the same time.

The RWIB will not only evaluate the numerical achievements and standards, but how the goals of the CSP and system partners are moving forward the priorities of the Board.

As priorities are met, new ones will be negotiated with the service providers to continue to improve the system. In the event, goals and/or standards are not being met, the RWIB will conduct a dialogue and work with the CSP to offer ideas on how to resolve the issues.

Upper Explorerland Regional Planning Commission (UERPC) and East Central Intergovernmental Agency (ECIA) will prepare an initial budget each year for review and approval by the RWIB and CEO Board. At a minimum the budget will include a separate budget for administrative expenses and program expenses.

Administrative expenses will include a budget estimate for the Regional Workforce Investment Board and Youth Advisory Council (YAC) for travel, meals, lodging, and miscellaneous expenses (e.g. registration, out-of-state travel, speakers, etc) associated with the continued education and support of the boards and YAC. A quarterly report will be provided to the RWIB and CEO Board by UERPC and ECIA clearly demonstrating how funds were used for administrative and program functions. Format for the report will be determined at a later date.

State Monitoring 1) Financial Monitoring  Iowa Workforce Development (IWD) will conduct financial monitoring twice a fiscal year for the fiscal agent and the WIA service providers.

Page103of132

2) Program Monitoring  Iowa Workforce Development (IWD) will conduct program monitoring annually. A random sample of ten percent (10%) with a minimum of fifteen (15) of all participant files in adult, dislocated worker and youth programs will be monitored.  The United States Department of Labor in collaboration with Iowa Force Development (IWD) staff will conduct program reviews of all National Emergency Grants, as required by Regional policy. 

Service Provider Selection and Policy and Procedures

Coordinating Service Provider (CSP) The CSP is the entity, or consortium of entities, which coordinates the operation of the regional Workforce Development Center system.

Eligible Entities The Coordinating Service Provider may be a public or private entity of demonstrated effectiveness, or a consortium of entities, located in the region. Eligible entities may include, but are not limited to the following:  The current Coordinating Service Provider;  A post-secondary educational institution;  An Employment Service agency established under the Wagner-Peyser Act on behalf of the local office of the agency (Iowa Workforce Development);  A private nonprofit organization (including a community based organization);  A private for-profit entity;  A government agency; or  Another interested organization Designation Process Options To designate a Coordinating Service Provider, the RWIB must utilize one of the three processes listed below. The RWIB may pursue more than one option concurrently.

1) An Agreement with the Governor to designate the Coordinating Service Provider (CSP) that was in place on August 7, 1998; In order to utilize this option, the chairpersons of the RWIB and CEO must provide a written notice to IWD indicating that both boards have taken appropriate action and desire to pursue this option.

Or 2) A competitive process; At a minimum, the competitive process to designate the Coordinating Service Provider must include the following: a) Public Notice

Page104of132

A public notice must be published. The public notice must indicate that the RWIB and CEOs will be holding a joint meeting to select the Coordinating Service Provider(s) for the Region. The notice must list the criteria that will be used in the selection of the Coordinating Service Provider(s). The notice must also require that written proposals be submitted by a specific date, and should invite interested entities to give presentations and answer questions relating to the selection criteria listed below at the joint public meeting. Notices must also be mailed to potentially interested entities within the local region. b) Public Meeting Since the RWIB and CEO board must agree on the designation of the CSP, at a minimum, the RWIB and CEO must conduct a public meeting to review the written proposals received, obtain any additional information from entities submitting written proposals, and reach an Agreement as to the selection(s).

Criteria for Selecting Coordinating Service Provider(s) The following criteria are to be considered and addressed in the selection of a CSP: • The effectiveness of the agency or organization in delivering comparable or related services based on documentation of: achievement of performance and service level requirements, previous audit and monitoring reports and capability of the agency’s fiscal unit to manage a similar type of program or project;  The likelihood of meeting program goals based upon factors such as past performance, staff commitment, and availability and location of staff;  The effectiveness of the agency or organization in minimizing the duplication of services, while at the same time maximizing the coordination with other agencies and organizations to provide the highest quality activities and services to the participants in the programs; and  Other criteria as determined by the RWIB and CEO. OR 1) An agreement between the RWIB and a consortium of entities that, at a minimum, includes three (3) or more of the Required Partners. In order to utilize this option, at a minimum, the RWIB and CEOs must notify all Partners that they are willing to consider proposals from Mandatory Partners.

Adult and Dislocated Worker Service Provider The Workforce Investment Act requires that core and intensive services for the Adult program and the Dislocated Worker program be provided through the Workforce Development Center.

The Act also indicates that these services, for the two separate WIA programs, may be provided by one entity or a number of different entities. If the role of the CSP includes the provision of core and intensive services for adults and dislocated workers, then the selection of adult and youth service providers may be combined with the selection of the CSP. The RWIB and CEOs must therefore determine the most effective and efficient manner to provide these services in the

Page105of132

Region. The RWIB and CEOs must also determine which Service Providers will be responsible for ensuring that WIA performance standards are met, and that the Service Provider(s) responsible for performance have the authority to make enrollment decisions for the participants for whom they are responsible for performance. In selecting Service Providers under WIA, the RWIB may use the following procedure, or may develop a more formal procurement procedure.

Designation Procedure At a minimum, the procedure to designate the Adult/Dislocated Worker Service Provider(s) in Region 1 must include the following: 1) Public Notice A public notice must be published. The public notice must indicate that the RWIB will hold a meeting to select the Service Provider(s) to provide core and intensive services for the Adult and Dislocated Worker programs under Title I of the Workforce Investment Act. The notice must list the criteria that will be used in the selection of the Service Provider(s), and must also invite interested entities to give presentations and answer questions relating to the selection criteria listed below. Notices should also be mailed to potentially interested entities within the local region.

2) Public Meeting The RWIB must conduct a public meeting to obtain information from entities interested in providing core and intensive services in the local region and to reach an Agreement as to the selection of the Service Provider(s).

3) Criteria for Selecting Service Providers The following are examples of criteria that could be considered and addressed in the selection of a Service Provider.  The effectiveness of the agency or organization in delivering comparable or related services based on documentation of: achievement of performance and service level requirements, previous audit and monitoring reports and capability of the agency’s fiscal unit to manage a similar type of program or project;  The likelihood of meeting performance goals based upon factors such as past performance, staff commitment, and availability of staff; and  The effectiveness of the agency or organization in minimizing the duplication of services, while at the same time maximizing the coordination with other agencies and organizations to provide the highest quality activities and services to the participants in the program. Other criteria as determined by the RWIB. Youth Services Service Providers The Act requires that Youth Service Providers be selected via a competitive process, and based on recommendations of the Youth Advisory Council. Since the delivery of the youth services could be accomplished through a number of different Service Providers, the RWIB should initially designate a Youth Service Provider to coordinate the operation of the Youth Program and to provide eligibility, enrollment, objective assessment and individual service strategy services for youth. Additional Youth Service Providers could be designated at a later date.

Page106of132

Designation Procedure At a minimum, the procedure to designate the Youth Service Provider(s) must include the following: 1) Public Notice A public notice must be published. The public notice must indicate that the RWIB will hold a public meeting to select a Youth Service Provider to coordinate the operation of the Youth Program, and to provide eligibility, enrollment, objective assessment and individual service strategy services for youth. The notice must list the criteria to be used in the selection of the Youth Service Provider(s) and must require that written proposals be submitted by a specific date. The notice must also invite interested entities that have submitted written proposals to give presentations and answer questions relating to the selection criteria at the public meeting. Notices must also be mailed to potentially interested entities within the local region.

2) Public Meeting The RWIB must conduct a public meeting to review the written proposals received, to obtain any additional information from entities submitting written proposals, and reach an Agreement as to the selection(s).

3) Criteria for Selecting Youth Service Providers The following are examples of criteria that could be considered and addressed in the selection of a Service Provider:  The effectiveness of the agency or organization in delivering comparable or related services based on documentation of: achievement of performance and service level requirements, previous audit and monitoring reports and capability of the agency’s fiscal unit to manage a similar type of program or project;  The likelihood of meeting performance goals based upon factors such as past performance, staff commitment, and availability of staff; and  The effectiveness of the agency or organization in minimizing the duplication of services, while at the same time maximizing the coordination with other agencies and organizations to provide the highest quality activities and services to the participants in the program.  Other criteria as determined by the RWIB.

 Regional Workforce Investment Board BY-LAWS -Region 1 1. Board Officers The officers of the Regional Workforce Investment Board of Directors are the Chairperson and Vice Chairperson.

2. Election and Term of Office a. The Chairperson and Vice Chairperson shall be elected for a two year term. b. Selection of the Chairperson and Vice chairperson shall be done by the Regional Workforce Investment Board in May of each year. c. The chairperson and Vice chairperson shall assume office upon election.

Page107of132

d. If the position of Chairperson or Vice Chairperson becomes vacant, the vacancy shall be filled by Regional Workforce Investment Board action.

3. Chairperson a. The Chairperson shall represent the Regional Workforce Investment Board and has the authority to speak on its behalf at local forums, public hearings, etc. b. The Chairperson shall preside at the meetings of the Regional Workforce Investment Board. c. The Chairperson shall appoint chairs and members of all standing committees and may appoint such other ad hoc committees as deemed necessary. d. The Board shall meet at the call of the Chairperson or when a majority of members of the Board file a written request with the Chairperson for a meeting. Written notice of the time and place of each meeting shall be given to each member of the Regional Workforce Investment Board. e. The Chairperson shall provide leadership to the Regional Workforce Investment Board and shall orient the new Regional Workforce Investment Board.

4. Vice Chairperson a. The Vice Chairperson shall in the absence of the Chairperson, perform the duties of the Chairperson. b. The Vice Chairperson shall assist the Chair in the orientation of new Regional Workforce Investment Board members. c. The Vice Chairperson shall perform other duties assigned by the Chairperson or the Regional Workforce Investment Board.

5. Alternate and Ex Officio Members a. Regional Workforce Investment Board members may select alternates to represent them during the Regional Workforce Investment Board meetings. Alternates do not have voting privileges. b. Ex Officio members are allowed at the discretion of the Regional Workforce Investment Board. Ex Officio members do not have voting privileges.

6. Board Meetings – Quorum a. A simple majority of the voting members of the Regional Workforce Investment Board constitutes a quorum. If a quorum is present at a meeting of the Regional Workforce Investment Board, the approval of a simple majority of the voting Regional Workforce Investment Board members present is required to take action. b. If a member of the Regional Workforce Investment Board has an interest, either direct or indirect, in a contract to which the Department is or is to be a party, the interest shall be disclosed to the Regional Workforce Investment Board in writing and shall be set forth in the minutes of a meeting of the Regional Workforce Investment Board. The member having the interest shall not participate in any action by the Regional Workforce Investment Board with respect to the contract.

Page108of132

This provision does not limit the right of a member of the Regional Workforce Investment Board to acquire an interest in bonds, or limit the right of a member to have an interest in a bank or other financial institution in which the funds of the Department are deposited or which is acting as a trustee or paying agent under a trust indenture to which the Department is a part.

7. Committees The Regional Workforce Investment Board may establish standing or temporary committees as necessary. Any standing committee created will be modified into these procedures.

An Executive Committee will be established to conduct necessary business in between regular or special meetings of the Regional Workforce Investment Board. This committee will consist of the Chairperson, Vice Chairperson and one member at-large.

All three sectors, business, labor and public will be represented on the Executive Committee. The at-large member shall be elected at the same meeting as the Chairperson and Vice Chairperson. The purpose of this committee is to only conduct business that cannot wait for action by the full board and is not intended to circumvent the powers, duties and responsibilities of the Regional Workforce Investment Board.

An Audit Committee will be established to review fiscal reports and report their findings to the Board.

8. Regional Workforce Investment Board Support Regional Workforce Investment Board support will be provided by Iowa Workforce Development staff.

9. Revision of Procedures The Regional Workforce Investment Board procedures may be modified with the consent of the Board with the exception of items 2(a-c), 3(d), 5(a-b), and 6(a-b).

Adopted April 24, 2012 

Conflict of Interest Policy 1)

Conflict of Interest An individual in a decision-making capacity, including staff, RWIB members, CEO board members, and other council members, will not engage in any activity including the design, selection, award or administration of a purchase agreement or contract supported by any funds under contract with the fiscal agent, subrecipient, or designated service provider by IWD, if a conflict of interest, real or apparent, would be involved. (This is described in more detail in the Financial Management section of the WIA Handbook.)

2)

Confidentiality and Non-Disclosure

Page109of132

Information will not be disclosed to anyone who is not directly involved in the procurement process relating to the intent to implement a procurement the amount of funds available, or any related data, until that information is made known to all bidders through a notification of the intent to solicit or dissemination of a Request for Proposal (RFP) or Request for Quote (RFQ).

Technical and cost/price information from any proposal will not be disclosed to anyone not officially involved in the procurement process while the procurement is still in progress.

Certain technical or proposal information that a bidder has designated as proprietary or trade secret, and with which the fiscal agent, sub-recipient, Or designated service provider concurs, will not be disclosed to other bidders, even after the award is made and publicized.

The number or names of bidders will not be disclosed to anyone not officially involved in the procurement process until the contract is awarded and the decision is made public.

3)

Disclosure The announcements of solicitation requirements, including proposal evaluation factors that will be used to assess bids or proposals, will be released to all bidders at the same time Information given to response to a question from one bidder will be shared with all known potential barriers.

4)

Prohibited Actions of Staff or Council Members Individuals involved in the procurement processes that are predisposed for or against any potential service provider or vendor will withdraw from the procurement process.

Individuals involved in a procurement process will not solicit nor accept any payment, gratuity, offer of employment, kickback or anything of monetary value from fiscal agents, sub-recipients, designated service providers, service providers or vendors, or potential service providers or vendors.

Staff and council member involved in the procurement process will not attempt to influence procurement decisions of individuals involved in the procurement process.

Any individual involved in a procurement process will not be employed by any bidder for that same proposal.

Page110of132

5)

Penalties, Sanctions and Disciplinary Actions Contractors will provide for penalties, sanctions, or other disciplinary actions for violations of standards of conduct by the contractor’s officers, staff, or agents, council members, or by bidders, sub-recipients, service providers, vendors or their agents.

Any attempt by a potential contractor or vendor to make any payment, gratuity, or offer of employment or kickbacks to any individual involved in a procurement process will lead to a disqualification of that entity’s proposal.



Open Meetings Policy o Public Notices will be published on the Regional websites Region 1 website-Public Notices and uerpc.org at least 24 hours prior to any board meeting, to invite the public to RWIB/CEO meetings.

Minutes of these public meetings will be posted on the Regiona1 website at Region 1 website--Public Notices and on the uerpc.org website Meeting of Members All meetings of the Region 1 Workforce Investment Board shall be open to the public. Written and/or printed notice stating the place and time of the meeting shall be delivered not less than seven (7) days prior to the meeting. Special meetings may be called by the Board Chairperson, but will have all the same notice requirements of regular meetings.

Local Elected Officials and Region 1 Regional Workforce Investment Board will meet jointly.



Procurement Policy and Procedures 1)

Request for Quotations (RFQ) An RFQ will be used when the supplies, property, or service to be procured have been specifically defined and price quotes or bids are being sought to provide such supplies, property, or service. When an RFQ method is used, the RFQ will provide a clear and accurate description of the technical requirements for the supplies, property, or services to be procured, as well as identifying all requirements which the bidders will fulfill and all other factors to be used in evaluating bids or proposals. It will designate a period of performance or the date by which supplies, property or services will be delivered.

All quotes received on an RFQ, whether written or not, will be documented regardless of the amount of the proposed purchase.

2)

Request for Proposals (RFP) Page111of132

An RFP is appropriate when the supplies, property, or services to be procured have not been specifically defined and proposals which further describe what will be provided are being sought, and will be evaluated on technical and other factors in addition to cost, price, and timely delivery. Proposals received for which a direct comparison of price and cost for the same or substantially equivalent types of supplies, property or services cannot be made, will be treated as Sole Source procurement.

A Request for Proposal will contain:

3)

a)

A clean and accurate description of the technical requirements for the supplies, property, or services to be procured, the period of performance or date by which the supplies, property or services will be delivered, and the requirements for the location and method of delivery;

b)

The contract clauses that will be included in any resulting contract or purchase order;

c)

Certifications, assurances, and representations that the potential service provider will have to make including, at a minimum: i)

An assurance that to the best of the bidder’s knowledge and belief, the cost data are accurate, complete and current at the time of the proposal;

ii)

A guaranteed period of time for which the proposal is good;

iii)

An assurance that the bidder is not debarred of suspended;

iv)

An assurance that the bidder will comply fully with the nondiscrimination and equal opportunity provisions of fiscal agent, designated service provider, or sub-recipient; and

v)

An assurance of timely delivery.

d)

Instructions on how to prepare and submit the proposal including any required format;

e)

All requirements which the bidder must fulfill;

f) g)

Evaluation factors and criteria that will be used to judge the proposals; and Time limits for submittal and review of the proposal and the manner in which late proposals will be treated.

Sole Source (Non-competitive) Procurement

Page112of132

Sole source or non‐competitive procurement will be used only when Competitive procurement processes are not feasible or they may have a negative impact upon the program. In those limited situations as delineated below, procurement will be conducted on a negotiated rather than a competitive basis.

Except for the circumstances described in items (a) through (e) below, a written solicitation with a statement of work will be issued for all sole source procurement and a written proposal including cost and price will be obtained from the potential service provider or vendor. In all instances except item (a) below (i.e., single purchases of supplies, equipment or services totaling less than $2,000 in the aggregate), the use of sole source procurement will be justified and documentation in writing as described in “Documentation of this subsection. For circumstances described in item (a) below, the fiscal agent, designated service provider, or sub-recipient will ensure that the purchase price is reasonable in relation to similar products or services which are available; however, additional written documentation of that determination is unnecessary. In such cases, the fiscal entity’s usual fiscal records will provide sufficient documentation.

The circumstances or situations under which sole source procurement is allowable are limited to the following: a) b) c) d) e)

f) g) h) i) j)

Any single purchase of supplies, equipment, or services totaling less than $5,000 in the aggregate; Single participant Work Experience, Vocational Exploration, Limited Internship and On-the-Job Training contracts; Enrollment of individual participants in Institutional Training; All other individual training or service contracts involving only one participant, except where such contracts include the purchase of property.

Such property will be purchased through competitive procedures.

Activities and services, other than those in(b) and (d) above, which are provided by the fiscal agent, designated service provider, or sub-recipient when a determination of demonstrated performance clearly documents the staff’s ability to provide the training or services; A modification to a contract that does not substantially change the statement of work of that contract; After solicitations of an adequate number of sources only one acceptable response was received; Any single service or workshop costing less than $5,000 identified in the regional Customer Service Plan; Supplies, property, and services which have been determined to be available from a single source; and An emergency situation for which IWD or applicable governing boards provides written approval.

Solicitation is the process by which offers or bids are obtained from potential subrecipients, service providers or vendors.

Page113of132

In order to ensure that an adequate number of bids or proposals are solicited, each fiscal agent, designated service provider, and sub-recipient will maintain a list of potential service providers, or vendors. The list should include as many potential service providers as possible and can be developed by collecting the names of interested parties from “intent to solicit” meetings and publicity and from directories of appropriate service providers and vendors. The list must be updated on a periodic basis by removing defunct service providers and vendors and service providers and vendors that have not demonstrated any interest for a given time. Potential service providers and vendors that have shown interest must be added to the list regardless of their geographical location.

The list must include community-based organizations, small and minority businesses, and women’s business enterprises that normally provide employment and training related services.

All potential service providers or vendors on the fiscal agent’s, designated service providers, and sub-recipient’s list must be given the opportunity to submit a bid or proposal regardless of geographical location.

All procurements for any supplies, property, or services with an anticipated value of $10,000 or more in the aggregate, must be publicly advertised.

Documentation All steps of the procurement process must be documented in accordance with 29 CFR Part 95 or 29 CFR Part 97 (as appropriate) including solicitations, selection process, contract negotiations and award. In addition, all documents (e.g., proposal review forms, cost analysis work papers, etc.) developed during the procurement process must be maintained as required in the Record Keeping and Maintenance subsection.

If procurement requires IVVD approval, a copy of that approval must also be retained.

For competitive procurement through RFQs and RFPs, the following must be documented: 1)

The name and title of the individual initiating the procurement process;

2)

The date the procurement process was begun (i.e., the date of the decision to procure.);

3)

Information relating to the amount and source(s) of available funds;

4)

The description of the supplies, property, or services to be procured;

5)

A list of service providers who received direct solicitations, and any publications which were made; or, for RFQs where verbal solicitations were conducted, the name of the individual contacted and the name of the individual making the contract; Page114of132

6)

The prices or proposals received;

7)

For RFPs, a copy of the request which was released, a copy of all proposals received, and the evaluations of proposals received;

8)

The name(s) of bidder(s) selected for award;

9)

When the lowest cost offer is not accepted, additional justification for the selection;

10)

The name, title and signature of the individual with final approval authority.

In addition to the item listed above, Sole Source procurement, other than those described under item (a) on page 7 of this subsection, must also include the following documentation: 11)

The justification for why the sole source method was used;

12)

A description of the proposed service provider’s or vendor’s unique or special capacity to fill the requirement; A description of actions that were taken to obtain more than one quote or offer, where applicable; and

13)

14) 

Any other facts that support the use of sole source.

Public Input Process and Legal Notices

A detailed input process was followed by the Region 1 Workforce Investment Board and Chief Elected Officials in the development of this plan. The process began with copies of the plan being provided to various individuals and made available to the public. This began a public comment period, notice of which was published through the ECIA and UERPC websites and the IWD Region 1 website. The formal comment period was held from March 1 to March 31, 2013.

This resulted in a comment period of over 30 day’s duration. A public hearing was held on Tuesday, April 30, 2013 prior to the scheduled RWIB meeting.

The following pages contain information pertaining to this comment period, including proofs of publication and minutes of the Public Hearing and the formal meeting that followed in order to adopt the plan. http://www.uerpc.org http://www.ecia.org http://www.iowaworkforce.org/region1

Page115of132



Public Comments Received

There were no public comments received.

Region 1 Fiscal Agent for WIA The sub-recipient, fiscal agent, for the disbursal of WIA Title I funds in Region 1 is Upper Explorerland Regional Planning Commission. The fiscal agent, per state planning guidelines, appointed was confirmed by the RWIB and CEO Board at a regular meeting where this plan was reviewed and approved.

Page116of132

 Other Region 1 Policies and Procedures 1. Support Services A) Clothing (CHG) The costs of items such as clothes and shoes which are necessary for participation in WIA training activities are allowable. A limit of one hundred fifty ($150) per participant for job related or interview clothing or three hundred ($300) per participant for employment related clothing will be implemented.

B) Counseling (CLG) The costs of personal counseling services that will enhance a participant's employability are allowable. This may include employment, financial, individual, family, and drug and alcohol abuse counseling. However, major personal or emotional problems affecting employability may require referral to an approved counseling or health care agency. Generally, major personal or emotional problems are outside the scope of WIA services. A limit of three hundred dollars ($300) per participant will be implemented for personal counseling.

C) Dependent Care (DPC) The costs of dependent care from licensed institutions or from private sources agreed upon by the participant and WIA staff are allowable.

Child care rates for participants in classroom/remedial basic skills training is set at $6.00 flat rate for three or less attended hours per one child or $8.50 for two or more children; attendance of more than three hours will justify the rate of $10.00 per day for one child and $15.00 per day for two or more children. If an unemployed parent resides in the home, no childcare support will be provided. If a participant travels 35 miles or more one way to attend classroom training/remedial basic skills, an additional two hours may be added to their attendance to figure childcare rates. DPC payments will be paid directly to participant NOTE: We do not pay any family member who resides in the household.

Definition of family member resides in the WIA manual.

D) Financial Assistance (FAS) The purpose of a financial assistance payment is to make a payment to a service provider on behalf of a participant to cover an emergency financial need that, if

Page117of132

unmet, would prevent the participant from attending WIA training. A limit of five hundred dollars ($500) per participant for emergency financial needs necessary to complete training will me implemented (e.g. automobile repair).

E) Miscellaneous Services (MSS) Bonding is an allowable cost if it is not available under federally or locally sponsored programs. If bonding is an occupational requirement, it should be verified that the participant is bondable before the participant is placed in training for that occupation. A limit of three hundred dollars ($300) per participant (e.g. licensing fees, bonding fees, haircuts or permanents [if necessary] prior to job interviewing will be implemented.

F)

Relocation (RLT) The costs of relocation (e.g. first month’s rent, rent deposit, utilities deposit/connection fees) are allowable if it is determined by UERPC or ECIA staff that a participant cannot obtain employment within a reasonable commuting area and that the participant has secured suitable long-duration employment or obtained a bona fide job offer in the area of relocation. A limit of one thousand dollars ($1,000) per participant will be implemented.

G)

Residential/Meals Support (RMS) The actual costs of lodging for each night away from the participant’s permanent home, required for continued program participation, are allowable up to a maximum rate of forty-five dollars ($45.00) plus taxes per day.

The actual costs of meals, while the participant is away from home or in travel status for required training, are allowable up to a maximum rate of twenty-three dollars ($23.00) per day.

H)

Services for Individuals with Disabilities (SID) The costs of special services, supplies and equipment necessary to enable a participant with a disability to participate in training are allowable. It is not an allowable use of WIA funds to make capital improvements to a training or work site for general compliance with the Americans with Disabilities Act requirements. A limit of three hundred dollars ($300) per participant will be implemented.

I)

Supported Employment and Training (SET) Supported employment and training payments are allowable to provide individuals requiring individualized assistance with one-to-one instruction and

Page118of132

with the support necessary to enable them to complete occupational skill training and to obtain and retain competitive employment.

SET may only be used in training situations which are designed to prepare the participant for continuing non-supported competitive employment. Employment positions supported at sheltered workshops or similar situations may not utilize SET. SET may be conducted in conjunction with LIN, OJT, VEP, and WEP. Examples of SET use include hiring a mentor, job counselor, or job coach to assist the trainee in adjustment to an OJT situation, or hiring a mentor or tutor for one-onone instruction for a student, or hiring a job coach for an individual who has been placed in competitive employment. SET services are limited to three hundred dollars ($300) per participant J)

Transportation (TRN) The cost of transportation necessary to get to and from training activities including job interviews is allowable. A limit of sixteen cents (16) per mile or at a rate equivalent to the most economical local mass transportation rate will be paid directly to participant, not to exceed $10.00 per day. Parking cost, if required to attend scheduled training and approved by the case manager, may be reimbursed at a rate of twenty-five cents (25) per hour.

K)

Health (HLC) Three hundred dollars ($300) per participant for job related or employability enhancing medical care, if not otherwise available (e.g. tetanus shots, dental work).

Note: Needs Related Payments (NRP) will not be paid in Region 1.

NOTE: Under special circumstances, the WIA Director may allow exception encompassing all services and amounts. Any exception allowed by the WIA Director will be consistent with all WIA statutory and regulatory requirements and all requirements set for in a National Emergency Grant (if applicable). In the case of an NEG, exceptions must also be approved by the State Dislocated Worker Unit.

2. Training: A) On-the-Job Training (OJT)

Maximum of $10,000 or six months depending on workers current skills and the skills required in new job.

Page119of132

On-the-Job Training occurs when objective assessment indicates that this will be the best process to meet the participant's needs. Specific training lengths are determined by input from the employer as to training time needed according to the skill level of the job and by the applicant's past work experience and vocational training background.

Participants will be enrolled in specific On-the-Job Training that meets their needs and has met the criteria established by Region 1. Upon development of this training, the employer will complete a pre-award survey determining specific job skills to be learned and other information needed by the administrative entity to determine if a contract will be written. Region 1 has established working relationships with numerous area employers committed to providing quality training to identified participants and retention of these individuals after training. aa. OJT Length Final approval of the length of an OJT contract at a rate of 50% or less reimbursement will be approved by a Program Supervisor. Current reimbursement rate is 50% of training hours worked, however, contingent upon high budgetary obligations and RWIB approval, the reimbursement rate may be reduced.

The general length of the On-the-Job training contracts is based on skill; i.e., the higher the skill, the longer the contract. The number of hours is determined by using information coded in two Departments of Labor publications (1) O*NET, Dictionary of Occupational Titles, or Career Infonet and (2) Specific Vocational Preparation Estimates (SVP). To determine the length of training, the following chart will be used: SVP Level

Hours

1 2 3 4 5 6+

80 160 520 1,040 2,080 4,160

These figures should be considered as a departure point for determining actual WIA training hours. If the total number of training hours for the OJT position cannot be provided during the maximum contract length allowable, as many training hours as possible will be provided.

The following factors will be used to modify the length of an OJT should Page120of132

specific circumstances exist:  If the pre-award employer request for On-the-Job Training indicates a shorter training length is appropriate then the shorter training length will be used.  If a client has previous work experience or classroom training in that job title, the actual length of an OJT contract will be reduced by 40 hours for every one month of previous work experience or classroom training in that job title. If less than one month, the contract will be reduced by 10 hours for each week.  If the participant has had some hours of job specific classroom training in that field as part of other job specific training, the OJT will be shortened by the hours of that specific related IST time. Region 1 will reduce each OJT by 40 hours for each month of previous directly related training and/or directly related work experience. Previous training or experience which occurred so long ago that skills gained from that experience are obsolete may be disregarded to the extent that those skills need to be relearned or reacquired.  Under normal conditions, an OJT contract may not exceed 26 weeks in length.  Additional training time above the actual length of an OJT contract can be allowed if approved by the WIA Director when extenuating circumstances exist, such as a client who is disabled, an older individual (55 years or older) or a member of other targeted groups or having a barrier to employment. The contract length can be extended to a maximum of 50% above the actual length of the contract to a maximum of 26 weeks.  Part-time OJT contracts are permitted if approved by the Program Supervisor for participants who are disabled, older individuals (55 years of age or older), members of other targeted groups who are able to work only parttime, or in-school youth participants. Part-time contracts may be written for a length of up to 499 hours and a maximum twelve (12) months time period.

Part-time OJT's can be written in conjunction with IST training

Page121of132

when the employment goals at the end of the training are substantially the same, or the OJT experience would aid the IST graduate when beginning the work search, or the OJT would become full-time upon completion of the IST. Part-time OJT's can also be written if they meet all other criteria and will become full-time positions by the end of the training period. If part-time OJT's are written, training costs will be reimbursed at the same rate as full-time OJT's, up to 50% of the training wages, and using the same SVP conversion rate.  A minimum of 160 hours has been established for Onthe-Job Training length except in the case of adjusted training lengths due to classroom training or past work experience in this field. In these cases, a minimum of less than 160 hours of On-the-Job Training may be justified.

bb. Wages and Benefits Payment by WIA to employers is compensation for the extraordinary costs of training participants, including costs of classroom training, and compensation for costs associated with the lower productivity of such participants. The payment by WIA must not exceed fifty percent (50%) of the wages paid by the employer to the participant during the period of the training agreement. Wages are considered to be monies paid by the employer to the participant. Wages do not include tips, commissions, piece-rate based earnings or non-wage employer fringe benefits.

Reimbursement will be made at 50% of the regular hourly rate for actual hours worked including overtime hours. Under no circumstances will overtime rates or holiday rates be reimbursed.

Since OJT is employment, State and Federal regulations governing employment situations apply to OJT. Participants must be paid wages not less than the highest of Federal or State Minimum Wage or the prevailing rates of pay for individuals employed in similar occupations by the same employer.

An OJT contract may be modified when the employer notifies the specialist of training wage increases if the budget allows. However, if the specialist is not informed in advance of that change, there is no requirement on the part of WIA to reimburse for the difference. cc. Other On-site Training

Page122of132

Actual training costs above and beyond the training normally provided by the employer, to regular employees, may be reimbursed by WIA, as well as participant support services which allow the participant to receive the training.

The employer will be responsible for the service providers fees and may be reimbursed for this additional training based on pre-approval by Region 1 staff. Cost of actual training hours may be reimbursed to the employer at the normal reimbursement rate if the participant is receiving wages during that training time. dd Employer Eligibility OJTs will not be written with temporary help agencies or employee leasing firms for positions which will be "hired out" to other employers for probationary, seasonal, temporary or intermittent employment. The only instance in which a temporary employment agency may serve as the employer of record is when the OJT position is one of the staff positions with the agency and not a position that will be "hired out".

In situations where an employer refers an individual to the WIA program for eligibility determination with the intent of hiring that individual under an OJT contract, the individual referred to WIA may be enrolled in an OJT with the referring employer only when the referring employer has not already hired the individual, an objective assessment and the IEP have been completed and support the development of an OJT with the referring employer.

An OJT contract will not be written with an individual's current employer.

The WIA Director may allow exceptions to this rule if an OJT with an individuals current employer would allow them to move from a part-time or temporary status to a full-time permanent status -and- the OJT is for a position that is substantially different than the individual’s current job with that employer. If a participant is currently on an OJT contract with an employer and has a job classification change, a contract modification will be written to reflect that change. Specifics of job duties, training hours required and other changes will be negotiated with the employer. The SVP codes will be utilized as well as the input of the employer to determine how much additional training time could be authorized with approval of the WIA Director.

Prior to re-contracting with an OJT employer, the past performance of that employer will be reviewed. An OJT contract will not be entered into with an employer who has failed to provide OJT participants with continued

Page123of132

long-term employment as regular employees with wages and working conditions at the same level and to the same extent as similarly situated employees. OJT participants that voluntarily quit, or are terminated for cause, or are released due to unforeseeable changes in business conditions, need not result in termination of employer eligibility for future OJT contracts.

Region 1's re-contracting procedures will consist of the following:  Prior to re-contracting with a service provider, a review process of past performance of that service provider will take place. A criteria checklist will be used to determine whether to use an employer as a training site for an OJT.  Does an employer consistently meet training goals and provide adequate training in key skill areas to be learned on the job?  Is there a pattern of transition of trainees to employment at the end of a contract, not including those terminated for good cause as identified. (After at least 3 contracts, at least a 65% retention rate).  Is there a pattern of retaining an employee who completed training past the 90- day follow-up? (After at least 3 contracts, at least a 65% retention rate).  Is there evidence of good safety procedures/conditions in place? Does the company do training as stated in the Hazardous Materials Act? (Businesses will be toured prior to development of a contract to determine above).  Has the employer in past contracts cooperatively provided documentation needed in a timely manner to meet monitoring and auditing needs?  If a contractor refused to provide necessary auditing or monitoring information, such as payroll records, time sheets/cards, etc., no additional contracts will be written.  If the employer in the past, has not cooperated and if conditions have changed, i.e., management, personnel or procedures, this may warrant another trial contract to be negotiated.

Page124of132

 After any allegation that an employer has failed to provided adequate training in key skill areas as called for in the contract, the program supervisor/designee will meet with the employer to address the problem. If the allegation can be substantiated and cannot be resolved satisfactorily, no additional contracts will be written until a resolution occurs.  When, after touring a prospective training site, unsafe working conditions are found to exist, or safety procedures are not in place, or they do not seem to be in compliance with the Hazardous Materials Act, administrative entity staff will discuss the problem with the contractor. If the contractor agrees to rectify the problem by developing safety procedures or removing the unsafe or unsanitary working conditions the contract could be written. If a subsequent check indicates that no effort is being made to address the problem, no additional contracts will be negotiated until all safety concerns are fully resolved.  When after a minimum of 3 contracts an employer fails to meet a 65% retention rate (except those terminated for good cause) at the completion of the contract or follow-up, no additional contracts will be written.

(Examples of good cause are: absenteeism, disciplinary problems, lack of progress, etc.).  When after it has been conclusively proven that an employer had intentionally altered claim forms, time sheets, payroll records, evaluation or other records to defraud the program of funds, no additional contracts will be written.  An employer that has been excluded from OJT contracting because of the requirement described above may again be considered for an OJT placement one year after that sanction was imposed. In this re-contracting situation, if the employer fails to retain the participant after the OJT ends, and there is no apparent cause for dismissing the employee, the employer will not receive any future OJT contracts. ee. Credential Through On-the-Job Training The following procedures will be followed in Region 1 in order to grant a

Page125of132

credential to a WIA participant for training that is completed in an on-thejob setting.  A training outline will be developed that identifies the specific skills the trainee will possess upon completion of the On-the-Job Training (OJT) in a specific occupation. This training outline will include significant input from the employer regarding the crucial skills required for competency in this occupation.  A recognized standard (O*NET, Dictionary of Occupational Titles, or Career Infonet) will be used to identify the skill sets for the specific occupation. This recognized standard will serve as the basis for enveloping a training outline tailored to the needs of the OJT employer.  The OJT employer will report on the progress of the participant toward mastery of the skills identified as crucial for that occupation. Progress reports must be signed by both the employer and the participant. The initial progress report will be done on at least a quarterly basis. The final progress report must certify that the trainee has achieved an acceptable level of competence in the identified skill areas.  The RWIB will review the required skills for the occupation and the employer certification as to the attainment of these skills. If the participant has mastered the required skills as described in the process above, an officer of the RWIB will issue a credential.

This credential will be reflected by a document, signed by an officer of the RWIB and the WIA Director, which lists the specific skills learned by the participant. b. Institutional Skills Training (IST) aa. Actual cost of tuition, books and fees up to a maximum of $1,200 a term for full time (12 hours for fall & spring terms, 9 hours for summer term.) Actual cost of tuition, books and fees up to a maximum of $600 a term for part time (less than 12

Page126of132

hours for fall & spring term, less than 9 hours for summer term). bb. Books may be paid for through the contract with the local school. If possible, books should be charged at the local bookstore. cc. For quarter systems or special programs, we will pay total amount not to exceed a $5,000 limit per year. (Under special circumstances, the WIA Director may allow exceptions.) dd. Online (“Distance Training) Policy The ability to monitor attendance in training is the primary concern when determining the approvability of distance training for the students. The usual meaning is that the training takes place in a room in a school where students can interact with an instructor. Therefore, the key element to approvability of distance training is based primarily on the interactive nature of the classroom training experience between instructor and student. A means of communication must be established where the instructor can ask questions of the students, and the students can respond and ask questions of the instructor.

Distance training is approvable when it is part of a curriculum that:  Leads to the completion of a training program;  Requires students to interact with instructors;  Requires students to take periodic tests; and  Requires students to come onto campus or other approved facility, for tests. ee. Payment of Support Services based on Time and Attendance It is the policy of Region 1 that support services claims for transportation and childcare, which are documented by time and attendance, will be paid when the time and attendance form is received within 30 days of the last date of attendance listed on the form. If this form is received more than 30 days past the last date of attendance, support services for this time period may not be paid.

NOTE: Tools/equipment required by a training institution or an employer for enrollment into a specific course or OJT are an allowable cost. Tools/equipment are considered a training expense and may be provided in addition to ITA or OJT funding. Tools/equipment may not exceed $2,000. Tools/equipment may be purchased only when required by the school or employer for all students/employees in that course/job.

NOTE: Under special circumstances, the WIA Director may allow exception Page127of132

encompassing all services and amounts. Any exception allowed by the WIA Director will be consistent with all WIA statutory and regulatory requirements and all requirements set for in a National Emergency Grant (if applicable). In the case of an NEG, exceptions must also be approved by the State Dislocated Worker Unit.

c. Individual Training Accounts (ITA) Individual Training Accounts are the standardized methodology by which a participant’s training costs are funded. It is the mechanism through which funds will be used to make payment only for Adults and Dislocated Workers for purchasing training services from eligible training providers. Participants have the opportunity to select an eligible training provider, maximizing participant choice , in addition to consultation from the participant’s case manager. The participant will be referred to the selected training provider unless program funds are insufficient or exhausted. Region I enrollment selection process for an ITA will follow the same process as for selection into WIA. For residents of Region I, the actual implementation of an ITA will involve the Adult or Dislocated Worker service providers, Upper Explorerland Regional Planning Commission (UERPC) or East Central Intergovernmental Association (ECIA). ITAs are subject to cost limitations listed in the Institutional Skills Training (IST) section above.

ITAs will be issued only for approved training programs, and only after career counseling (including Labor Market Information) has been provided by the case manager and documented in the Training Justification form.

All payments issued through an ITA must be warranted through the FND as prescribed early in this plan.

3. Customized Training (CUS) The purpose of CUS is to provide training that is specific to an employer’s needs, so that individuals will be hired, or retained, by the employer after successful completion of the training. Customized training is training normally provided in a classroom setting, that is designed to meet the special requirements of an employer or group of employers.

The employer(s) must commit to hire, or in the case of incumbent workers, continue to employ, an individual on successful completion of the training. The employer must pay not less than 50 percent of the cost of the training. Participants enrolled in CUS must be covered by adequate medical and accident insurance.

4. Entrepreneurial Training (ENT)

Page128of132

The purpose of ENT is to help participants acquire the skills and abilities necessary to successfully establish and operate their own self-employment businesses or enterprises.

The methods of providing ENT may include payment for classes in small business development, marketing, accounting, financing, or any other courses that could contribute to a participant's goal of self-employment.

On-site observation and instruction in business skills may also be provided, as well as individualized instruction and mentoring.

Entrepreneurial Training may not be used for training in job specific skills other than business management. However, it may be provided concurrently or consecutively with specific skill training in IST or OJT for the purpose of establishing an enterprise that utilizes those skills.

Payments under ENT are limited to training programs and activities that provide instruction in business operation and management. Funds may not be used for any direct costs associated with the establishment or operation of the business (e.g. materials, inventory, overhead, advertising, etc).

All participants who are enrolled in ENT must apply for any financial assistance, for which they may qualify, including Pell Grants. For purposes of this requirement, financial assistance does not include loans.

Participants enrolled in ENT must be covered by adequate medical and accident insurance.

5. Secondary Education Certificates (SEC) The purpose of SEC is to enhance the employability of participants by upgrading their level of education. Secondary Education Certification activities may be conducted in a classroom setting or on an individual basis. SEC must be categorized as one of the following: 

Secondary School;



Alternative School;



Tutoring; or



Individualized Study.

Participation in this component must be expected to result in a high school diploma, General Educational Development (GED) certificate, or an Individualized Educational Program (IEP) diploma.

Page129of132

Secondary Education Certification activities must include a schedule for the participant to follow, regular contact by a staff person, a maximum length of time allowed in the activity, and documentation that the participant and staff are making the required contacts and following the established schedule. Participants enrolled in SEC must be covered by adequate on-site medical and accident insurance.

6. Remedial Basic Skills (RBS) The purpose of RBS is to enhance the employability of participants by upgrading basic literacy skills through basic and remedial education courses, literacy training, and Adult Basic Education. Remedial Basic Skill Training may be conducted in a classroom setting or on an individual basis.

RBS may be used to improve academic or language skills prior to enrollment in other training activities such as IST. For adults and dislocated workers, RBS must be offered in combination with other allowable training services (not including customized training.)

Remedial and Basic Skill Training activities must include a schedule for the participant to follow, regular contact by a staff person, a maximum length of time allowed in the activity, and documentation that the participant and staff are making the required contacts and following the established schedule.

Participants enrolled in RBS must be covered by adequate on-site medical and accident insurance.

7)

Incentive and Bonus Payment Policy – All youth (age 14 – 21) enrolled in the Workforce Investment Act (WIA) in Region 1 will be eligible to receive an incentive or bonus if they meet the following criteria:   



Youth must be enrolled in the Workforce Investment Act (WIA) Youth Program.

This policy will apply to any WIA Youth activities or combination of activities.

Youth must successfully complete the activity or combination of activities as outlined in the Individual Service Strategy (ISS).

Successful completion will be defined as completing any activity or combination of activities at the expected level of completion as defined in the ISS. Youth must complete the activities or combination of activities in

Page130of132





 

the timeframe outlined in the ISS. Youth must submit on a timely basis the time and attendance reports, claims, and/or progress reports. Timely basis will be defined as receiving the report by the 15th of the month following the reporting period.

Progress reports completed by the training provider (institution, worksite, school, etc.) must reflect above average evaluations.

This evaluation will be based on the abilities of the individual being evaluated. Thus a rating of “excellent” in each category is not required to be eligible for the bonus/incentive.

Youth are eligible to receive one bonus/incentive payment per year not to exceed $300.00 per year.

The incentive/bonus payment will be in the amount of:  $200.00 for achievement of all goals in the ISS or completion of the academic learning component for those clients enrolled the summer youth program  $50.00 for achievement of a basic skill attainment goals or literacy/numeracy goal.

Page131of132

ATTACHMENT A

Page132of132