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| Overview |
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PRISM At A Glance (ppt, 192 KB) -- This self-paced slide show presents an overview of the purpose, data sources, and benefits of PRISM.
Fast Facts (pdf, 41 KB) -- A one-page report including recent trends.
Performance Indicators (pdf, 22 KB) -- A description of PRISM's four performance indiciators.
Play PRISM Jeopardy (exe, 1633 KB) -- Test your knowledge about PRISM and Oregon's Workforce Development System.
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| Commonly Asked Questions |
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Legislation and Agencies
Q. What is PRISM?
A. PRISM is an acronym for Performance Reporting Information System. PRISM was established for the purpose of collecting, analyzing and sharing statistical and demographic data for the development and reporting of the workforce system performance measures.
Q. Under what statute and administrative rule does PRISM operate?
A. PRISM was established during the 2001 Oregon Legislative Assembly, by the introduction and passage of Senate Bill 400. Two years later, Senate Bill 250 was introduced and passed modifying the original Bill to accept private organizations to participate in PRISM.
Oregon Revised Statute -- 657.734
Oregon Administrative Rule -- 471-015-0005
Q. Who administers the system?
A. The system is administered by the Director of the Employment Department in consultation
with the Governor’s Education and Workforce Policy Advisor. A Steering Committee, composed of representatives from the participating agencies, provide system oversight and direction in areas of policy, funding, and strategic direction.
Q. What agencies participate?
A. Three agencies, representing six programs currently participate in PRISM. The three agencies include Department of Community Colleges and Workforce Development, Department of Human Services, and the Employment Department.
Q. Can any agency or organization participate in PRISM?
A. Yes, statute allows for any public or private agency or organization to participate in PRISM.
Q. Is there a cost to participate?
A. There is a cost to participate in PRISM. The cost varies depending upon the number of records the agency/organization submits to PRISM. Participating agencies also share in the cost of the infrastructure.
Performance Indicators
Q. What performance measures are tracked and reported?
A. PRISM publishes reports quarterly for three employment related measures. The measures are Placement (percentage of individuals being employed after receiving services), Retention (percentage of individuals working four continuous quarters), and Wage Gain (the increase in average hourly wage after one year). A caseload management report displaying the number of Temporary Assistance for Needy Families (TANF) cases is also published each quarter.
Q. Who determined what performance measures would be tracked and reported?
A. During the early planning phase of PRISM, representatives from each participating agency met to identify, define, and recommend the current performance measures to the PRISM Steering Committee. The Steering Committee approved the measures.
Q. What are the definitions of the performance indicators?
A. Placement, retention, and wage gain measures are calculated using UI (Unemployment Insurance) wage records. Each quarter Oregon employers (approximately 95 percent), by law, are required to submit to the Employment Department the amount of wages paid and number of hours worked for each employee.
Placement – Percent of participants who were employed after receiving services.
The selection criteria for the placement report include two subsets.
1) Participant completed services and had a goal of employment after completing services, and 2) Participant had at least one hour of work during the quarter of completing services or the quarter after completing services.
Retention – Percent of participants who have been employed in four continuous quarters after completing services. The selection criteria for the placement report include two subsets.
1) Participants who completed services and got a job within six months of completing services,
and 2) Participants who remained employed for four continuous quarters.
Wage gain – Average hourly wages for those employed in the fifth quarter less their average hourly wages in either the quarter of completing services or the quarter after completing services. The selection criteria for the placement report include two subsets.
1) Participants who completed services and got a job within six months of completing services,
and 2) Participants who had at least one hour of work and earned at least $5.15 (federal minimum wage) an hour in wages during the quarter of completing services or the quarter after completing services, and one year later.
Source Data
Q. What data are collected?
A. Participating agencies submit data to PRISM on their customers. The data includes social security number, customer demographics, the county where the customer applied for services, the date the customer applied for services or was found eligible for services, the type of services provided, dates the services were provided, duration of the services, and the date the agency considered the customer to have completed all the services. The completion date tells PRISM to begin tracking employment outcomes for the customer.
The other source of data used in PRISM is the UI (Unemployment Insurance) wage data. Each quarter Oregon employers are required to submit to the Employment Department the amount of wages paid and number of hours worked for each employee. PRISM uses these data to report the percentage of individuals employed after receiving services (Placement), whether the individual worked four continuous quarters (Retention), and the average hourly wage increase after one year of work (Wage Gain).
Q. Why are agencies required to send social security numbers of the customers to PRISM?
A. The social security number is used to match against the UI (Unemployment Insurance) wage records. The social security number is the only method by which employment information can be tracked for individuals.
Q. Do agencies send records to PRISM on all individuals?
August 4, 1993, the Attorney’s General office released an opinion addressing the issue of allowing agencies to send all customer records to the system without the individuals consent. The opinion paved the way for the current policy. The Attorney’s General opinion prohibits participating agencies from using their customer’s social security number when providing data to the system, unless the agencies have provided notice to their clients describing:
(1) How the information will be used;
(2) The authority which authorizes the solicitation of the information and whether disclosure of such information by the customer is mandatory or voluntary; and
(3) The effects on the customer, if any, of not providing all or any part of the requested information.
Prior to January 1, 2006 participating agencies were required to give the customer the ability to “opt in” or “opt out” of giving their consent for their information to be collected or disclosed. Data submitted to PRISM prior to January 1, 2006 included only those records where the customer decided to "opt in" and disclose their information to PRISM.
Q. Is the data in PRISM confidential?
Yes, the data are confidential. The information in PRISM is not a public record and the custodian of the information is the agency that submits the data. PRISM acts as a limited agent on behalf of the partner. PRISM staff are permitted to produce reports containing only aggregate data consisting of no fewer than three unit records.
Q. Do participating agencies get access to their own data in PRISM?
Yes, agencies have access to their own data in PRISM. Selected staff, within each agency, are allowed access to their data through a secured connection to the database.
Wage Data
Q. Do all employers submit wage information on their employees to the Employment Dept.? How long after the end of the quarter are employers required to submit wage information to the Employment Dept.? What validation, if any, is conducted on the wage data supplied by the employer on employee wages?
A. Answers to these questions and more about wage data from employers
Q. What is the minimum wage in Oregon?
A. Effective January 1, 2008, the Oregon minimum wage is $7.95 per hour. January 1, 2009, the minimum wage will increase to $8.40 per hour. ORS 653.025.
For calendar year 2004 and beyond, Measure 25 requires the Commissioner of the Bureau of Labor and Industries to calculate an annual adjustment to the minimum wage. The annual adjustment is to be calculated each September for the following calendar year and is based on any increase during the previous 12 months in the U.S. City Average Consumer Price Index for All Urban Consumers for All Items.
Under the new law, the minimum wage is to be rounded to the nearest five cents and to take effect on January 1 of the year following each adjustment.
Q. What is the federal minimum wage?
A. The current federal minimum wage is $6.55 per hour.
Q. How much has the minimum wage increased in recent years?
A. A recent minimum wage history:
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Federal
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State
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09/01/97
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$5.15
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01/01/97
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$5.50
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01/01/98
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$6.00
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01/01/99
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$6.50
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01/01/03
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$6.90
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01/01/04
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$7.05
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01/01/05
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$7.25
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01/01/06
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$7.50
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01/01/07
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$7.80
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07/24/07
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$5.85
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01/01/08
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$7.95
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07/24/08
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$6.55
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01/01/09
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$8.40
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07/24/09
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$7.25
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Source: Bureau of Labor and Industries
Reports - Types and Frequency
Q. What reports are produced regularly by PRISM?
A. Standard reports include Placement, Retention, Wage Gain, and TANF Caseload Management.
Q. How often are the standard reports published?
A. Reports are published quarterly and are posted on the PRISM web site the second week of the month following the end of the quarter.
Q. What information is included on the standard reports?
A. Placement, retention and wage gain reports contain employment outcome information for each workforce region and participating agency. Demographic information including gender, disability, age, ethnicity, and education is displayed. Industry information is also included on each report. The TANF report includes the number of cases by region for the current month and the previous five months.
Q. Are the data on the reports unduplicated?
A. The data on the reports are not unduplicated. An individual may receive services from two or more agencies during the same period of time.
Q. Is the regional information displayed on the reports based on the county of residence or where the county of application for services?
A. Along with each data submission to PRISM, agencies submit a county code which reflects the county where the individual first applied for services. Therefore, the regional information on the standard reports reflect outcomes for the region where the customer first applied for services regardless of where additional services were rendered or where the customer resides.
Q. Does PRISM have occupational information?
A. No. Unemployment Insurance wage data, used by PRISM to track employment outcomes, does not contain occupational information.
Q. What is the service completion date located on the top right hand side of each standard report?
A. The services completion date represents the date in which the individual(s) completed his/her services from the agency. A services completion date of January 1, 2004 through December 31, 2004 represents the time period where all individuals that were previously receiving services, completed the set of services by the agency. The agency considered the individual ready for employment.
Q. Can one individual be included twice in a report?
A. Yes, it is possible for an individual to be included twice in a report. If an customer is served by two agencies and completes services from both agencies approximately during the same time period, the person would be counted twice on the report.
Customer Service
Q. Who do I contact if I have a question or want more information?
A. Contact information is listed on the Contact Us page.
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| Attorney General Opinion |
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This 1993 opinion addresses federal and state confidentiality requirements that may affect the proposed operation of a Shared Information System (SIS), the precursor system to PRISM, by a group of state workforce development agencies, and the use of social security numbers in the system.
Attorney General’s Opinion, Dept. of Justice, August 4, 1993, No. 8226 (pdf, 224 KB)
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| Source Data |
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There are two main data sources in PRISM. One source comes from partner agency records which includes customer demographics and workforce development service type, location, and dates. The other data source comes from the Unemployment Insurance (UI) files provided quarterly by employers and includes wage and industry information on the workforce. PRISM matches partner agency customers with UI files to produce employment outcomes and the performance measures.
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| Performance Measures |
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Every quarter PRISM produces employment performance reports on customers served by the PRISM partner agencies. The performance measures are:
Placement - Percent of participants employed after receiving services.
Retention - Percent of participants employed in four continuous quarters after completing services.
Wage Gain - Fifth quarter average hourly wage minus first quarter average hourly wage.
Caseload Management - Number of current TANF (Temporary Assistance for Needy Families) cases by workforce region.
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| Participating Agencies |
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Department of Community Colleges and Workforce Development www.oregon.gov/CCWD/
- Title 1B – Youth, Adults, and Dislocated Workers
- Title II – Adult Basic Education
- Carl Perkins Post-Secondary
Employment Department www.oregon.gov/EMPLOY/
- Wagner-Peyser
- Trade Adjustment Act (TAA)
- Veterans
- Migrant Seasonal Farm Workers (MSFW)
Department of Human Services www.oregon.gov/DHS/
- Temporary Assistance to Needy Families (TANF)
- Vocational Rehabilitation
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| Governance |
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Education and Workforce Policy Advisor and Director of Employment Department
The Director of the Employment Department administers and, in consultation with the Education and Workforce Policy Advisor, oversees the development of PRISM.
Steering Committee
The Steering Committee is composed of representatives from each participating organization. They meet on an as-needed basis. The committee has the following responsibilities:
- Provide system oversight and direction in areas of policy, funding, and strategic direction;
- Provide strategic focus and advocacy;
- Provide executive leadership for represented partners;
- Determine requests for changes to cost or scope of the system; and
- Provide issue resolution.
Minutes from previous Steering Committee meetings:
July 8, 2005 (pdf, 57 KB)
November 23, 2004 (pdf, 33 KB)
August 31, 2004 (pdf, 25 KB)
November 25, 2003 (pdf, 33 KB)
February 25, 2003 (pdf, 61 KB)
October 22, 2002 (pdf, 25 KB)
May 28, 2002 (pdf, 33 KB)
December 18, 2001 (pdf, 50 KB)
October 23, 2001 (pdf, 37 KB)
September 25, 2001 (pdf, KB)
August 21, 2001 (pdf, 18 KB)
February 26, 2001 (pdf, 37 KB)
Data Elements Committee
The Data Elements Committee is composed of representatives from each of the participating agencies. The committee meets on an as-needed basis and focuses on the development and processing of PRISM data. It may also make data-related policy recommendations to the Steering Committee. The committee has the following responsibilities:
- Develops a data collection system that will provide uniform access to all agencies;
- Maintains current and reliable submission of data to the system;
- Periodically reviews and analyzes existing data elements ensuring that only necessary data items are collected and sorted; and
- Reviews and analyzes new data elements.
Minutes from Data Elements Committee meetings:
June 9, 2005 - Agenda (pdf, 13 KB)
June 9, 2005 - Minutes (pdf, 84 KB)
March 20, 2003 - Agenda (pdf, 9 KB)
March 20, 2003 - Minutes (pdf, 12 KB)
Februrary 19, 2003 - Agenda (pdf, 66 KB)
February 19, 2003 - Minutes (pdf, 9 KB)
PRISM and Common Measures
Staff from the PRISM partner agencies consider the Common Measures for PRISM.
Summary of the January 18, 2007 meeting (pdf, 36KB)
Summary of the February 6, 2007 meeting (pdf, 38KB)
Summary of the current status of the PRISM / Common Measures Work Group's discussions (pdf, 29KB)
Summary of the April 3, 2007 meeting (pdf, 26KB)
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| Charter |
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Development of a performance accountability system authorized by Senate Bill 400 (SB 400), directed the Employment Department to “establish a system for collecting, analyzing and sharing data for development of workforce system performance measures”. The charter includes project overview, workgroups, key benefits, scope, deliverables, and cost for the development of PRISM 1.0.
Executive Summary (pdf, 24 KB)
PRISM Charter (pdf, 135 KB)
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| Workforce Dev. System |
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The workforce development system, in its widest application, is the web of programs and providers, both public and private, that prepares workers and job seekers with the information and skills needed to find or maintain employment, and assists employers to employ skilled workers or to increase the skills of their workforce. In this inclusive view, the workforce development system has three parts: education, economic development, and workforce development. However, when we refer to the workforce development system we usually mean the public workforce development system. Furthermore, we often narrow the view even farther by defining the system as the federally-funded workforce system. In that narrower view, there are four state agencies directly responsible for the implementation of the major programs involved in the workforce development system in Oregon. The agencies, and the programs they operate, are:
Oregon Employment Department (OED)
• Wagner-Peyser*
• Labor Market Information (LMI)
• Trade Adjustment Act (TAA)
• Unemployment Insurance (UI)
Department of Community Colleges and Workforce Development (CCWD)
• WIA Title IB*
• WIA Title II – Adult and Family Literacy*
• Carl Perkins Post-Secondary*
Department of Human Resources (DHS)
• Temporary Assistance to Needy Families (TANF)*
• Food Stamp Employment and Training
• Vocational Rehabilitation*
• Older Americans Act Title V – Senior Community Service Employment Program (SCSEP)
Oregon Department of Education
• Carl Perkins Secondary/Postsecondary
The Governor’s Office of Education and Workforce Policy (OEWP) leads the development of the workforce system in Oregon. This office develops education and workforce policy and implements the Governor’s vision for education and workforce development.
Other state agencies are involved in the management of allied workforce programs, such as:
- Commission for the Blind,
- Department of Corrections,
- Department of Housing and Community Services,
- The Department of Education (K-12),
- The Oregon University System (OUS), and
- The Oregon Economic and Community Development Department (OECDD).
* Submit data to PRISM.
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| Quantifying PRISM |
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This graph shows the cumulative totals by each partner agency since July 2000 when PRISM first started reporting data.
Cumulative growth by agency (pdf, 15 KB)
The number of new records transmitted to PRISM each quarter.
Total record count (pdf, 50 KB)
Many customers are served by the workforce system receive services from more than one agency. The workforce agencies partner to provide training and employment services to assist individuals to find and keep jobs. These matrices show the percentage of the customers from one partner agency that are also served by another agency.
Service matrix PY 2005 (pdf, 17 KB)
Service matrix PY 2004 (pdf, 17 KB)
Service matrix PY 2003 (pdf, 17 KB)
Service matrix five years (pdf, 17 KB)
This is a revised placement rate performance report based on an unduplicated count of customers receiving services.
Unduplicated placement rate (pdf, 26 KB)
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| Key Events in History |
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Key events in the history of the development of Oregon's Workforce Reporting System.
| 1989 |
Workforce 2000 Legislation recognizes the need for an official occupational information system. |
| 1989 |
Oregon Automated Follow-up (OAF) predates the Shared Information System (SIS). |
| 1989 |
Legislative Fiscal Office develops comprehensive state job training policy. |
| 1990 |
Legislative Fiscal Office (LFO) advocates consolidating job training administration, establishing a state data collection policy, and providing program evaluation and review. |
| 1991 |
Workforce Quality Council established with policy making oversight over SIS. |
| 1992 |
Application Transfer study identified data management and reporting issues in a multi-agency environment. Finding provided foundation for SIS design. |
| 1993 |
SIS enacted into law and commissioned as Oregon's central data system for workforce development. (Senate Bill 81) |
| 1993 |
Attorney General releases an opinion regarding state and federal confidentiality requirements that may affect the proposed operation of Oregon's workforce reporting system. |
| 1995 |
SIS and OAF merge into an integrated system. |
| 1995 |
SIS database structure complete. |
| 1999 |
Interagency Agreement signed establishing data sharing, transmittal, and reporting responsibilities between SIS and 10 participating agencies. |
| 2002 |
Senate Bill 400 passed the 71st Legislature in the 2001 regular session, effective January 01, 2002. The bill allows an enhanced design to replace SIS. The new reporting system is called the Performance Reporting Information System (PRISM). |
| 2002 |
First reports are published from the system beginning with July 2000 data. |
| 2003 |
Senate Bill 250 passed during the 72nd Legislative session. The bill allows for private organizations to participate in PRISM. |
| 2005 |
SIS quarterly reports are published for the last time. |
| 2005 |
The Attorney's General office releases a clarification to the requirement for informed consent. Agencies are no longer required to provide an "opt-in" or "opt-out" option to their customers for informed consent. The OAR is changed to exclude the "opt-in" or "opt-out" option. The OAR becomes affective January 1, 2006. |
| 2006 |
Ethnic data are added to the PRISM reports. |
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