This FY 2004 Annual Performance Plan establishes performance goals that
will lead to the accomplishment of DOL's strategic goals and describes the
means and strategies DOL will use to reach those goals. The plan consolidates
or aggregates the Department's activities into logical clusters within each
strategic goal. For example, the third strategic goal, Quality Workplaces,
integrates the outcomes of OSHA's and MSHA's performance goals into one outcome
goal to reduce workplace injuries and illnesses. In other cases, only
one agency within the Department may contribute to a specific outcome goal.
This chapter is divided into four sections, one for each strategic goal.
The introduction to each strategic goal lists the outcome goals associated with
the strategic goal and also provides the budget authority and outlays figures
for that goal for FY 1999 to FY 2004. These figures are aggregations of outcome
goal budget authority and outlays figures, which are described below. The
strategic goal introductions highlight the Secretary's areas of emphasis and
the role of key performance goals and strategies in achieving these priorities.
For each outcome goal, we provide budget authority and outlays figures
for FY 1999 to FY 2004. The method for assigning full costs in terms of budget
authority and outlays to the outcome goals mirrors that used by the Office of
the Chief Financial Officer in the allocation of costs to outcome goals in the
Department's financial statement. While the financial statement ascribes costs
at the Agency level, this plan uses the budget activity level as the unit of
analysis for analyzing the deployment of resources. Agencies estimated the
proportion of their spending that contributed directly to the accomplishment of
outcome goals for each of the five years covered by this plan. These factors
were applied to the net budget authority and outlay figures contained in the
budget request. Indirect costs for program support activities were added to
agency budget authority and outlay figures based on usage estimates. As such,
spending for the Departmental Management Program Direction and Support
activity, the Office of the Assistant Secretary for Administration and
Management and the Office of the Chief Financial Officer are allocated to the
accomplishment of the outcome goals. Charges for centrally administered
administrative services billed through the Working Capital Fund are included in
the agency budget activity figures and are likewise allocated to the outcome
goals. Each performance goal shows the associated dollar resources as given in
Agency performance budgets. These figures do not factor in the
departmental-wide costs as described above.
Following the budget figures are the performance goals and their
associated means, strategies, and cross-cutting programs. Appendix A displays
individual matrices for each performance goal that include the following
information:
Results |
The most recent results available for the performance
goal. |
Indicator |
The measures that will be used to assess progress towards
performance goal accomplishment. |
Data Source |
The measurement system(s) that will be used to collect performance
indicator data. |
Baseline |
The baseline year and baseline level against which progress will
be evaluated. |
Comment |
Issues related to goal accomplishment, measurement
systems, and strategies that provide a context or description of the
performance goal or indicator. |
4.1 DOL Strategic Goal 1 A Prepared Workforce
DOL STRATEGIC GOAL 1
A PREPARED WORKFORCE Enhanced opportunities for America's
workforce
OUTCOME GOALS:
1.1 Increase employment, earnings, and
assistance 1.2 Increase the number of youth making a successful transition
to work 1.3 Improve the effectiveness of information and analysis on the
U.S. economy |
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The Department of Labor's programs and agencies with the primary
operational responsibility for achieving this strategic goal include the
Employment and Training Administration's Workforce Investment Act (WIA) and
Wagner-Peyser Act programs, the Office of Disability Employment Policy, the
Veterans' Employment and Training Service (VETS), and the Bureau of Labor
Statistics. In addition, the Women's Bureau (WB), the Center for Faith-Based
and Community Initiatives (CFBCI), the Office of the 21st Century
Workforce, the Office of the Solicitor, the Office of the Assistant Secretary
for Administration and Management, and the Office of Inspector General provide
indirect support to this strategic goal.
An agile workforce, prepared for the challenges of the 21st
Century workplace is key to keeping America competitive and strong. The
Department of Labor is teaming up with our Federal, State, and local partners
in the workforce investment system to strengthen our abilities to better serve
America's workers. By helping people obtain the necessary skills for a career
path rather than just a job, the Department will help people go beyond dreaming
of a better life to actually living a better life. The Department is reaching
out to employers to find our where the new jobs are, identify what skills are
in demand, and setting up programs to help workers acquire those needed skills.
In order to enhance our ability to accomplish these goals, Congress is
changing some of the laws that govern our primary employment and training
programs. For example, reauthorization of the Workforce Investment Act (WIA)
will impact many of the Department's programs and services that ensure a
prepared workforce. Four key principles that will guide the legislative
initiative include:
- A One-Stop system that works more closely with employers because
they hire trainees and referred job seekers;
- A simplified governance structure that can use workforce investment
resources as an economic development tool and ensure that the workforce
investment system focuses on its key mission of putting people to work;
- More collaborative programs with associations and educational
institutions like local community colleges; and
- An improved performance measurement system that will include
system-wide measures that are concise, results-oriented, and easy to understand
and administer.
The demands of the 21st Century global economy will require a
highly skilled workforce with a strong academic foundation and occupational
skills provided through high-quality education and training programs. One
approach to prepare workers to meet these demands is through Registered
Apprenticeship, a time-tested combination of classroom instruction to lay the
academic foundation coupled with on-the-job training and mentoring to building
occupational skills. Today, registered apprenticeship has expanded to over 850
occupational areas to meet the needs of numerous new industries including
health care, social services, information technology, and security.
DOL policies that guide the implementation of State grant services to
adults and dislocated workers underscore the importance of directing training
efforts to meet the skill needs of the 21st Century, especially with
respect to countering skill shortages in information technology and other
high-tech fields. Grants to the States under WIA provide employment and
training activities for adults and dislocated workers that increase the
employment, retention, and earnings of participants and increase their
occupational skill attainment to enhance life-long career opportunities.
Activities include occupational skill training, job placement and support
services through the One-Stop Career system.
In Program Year 2004, consistent with the reauthorization of WIA and the
goal of linking budget and performance included in the President's Management
Agenda, the Department of Labor proposes to implement common performance
measures. These measures will be implemented in conjunction with other federal
agencies offering employment and training programs including the Departments of
Education, Health and Human Services, Housing and Urban Development, Interior,
and Veterans Affairs. The common measures will apply to WIA Adult and
Dislocated Worker programs, the Labor Exchange program, the Trade program, the
WIA Youth program, and the Job Corps. They include measures for employment,
retention in employment, the rate of earnings increase and program efficiency.
The targets for these indicators are estimates based on the newly proposed
measures.
The Trade Act of 2002 reauthorized the program through fiscal year 2007,
and amends and adds provisions to the Trade Adjustment Assistance (TAA)
program, many of which became effective on November 4, 2002. It expands
eligibility to more worker groups, increases existing benefits available, and
adds health care; increases timeliness for benefit receipt, training and rapid
response assistance; legislates waivers; and establishes other TAA
programs.
The Department's youth portfolio under the Workforce
Investment Act includes State formula-funded grants and Job Corps. Both
programs are designed to help low income youth acquire the education, skills,
work experience, and support they need to transition to careers and a
productive adulthood. These programs prepare young people for the
21st Century Workforce by providing a comprehensive array of
services that include preparing youth with the skills they need for successful
employment; improving educational attainment; providing supportive services;
and helping develop the potential of youth as citizens and leaders. Job Corps'
full-time, residential education and training program will be even further
enhanced under the new agreement between the Departments of Labor and Education
which will offer a number of strategies to increase the number of Job Corps
graduates who obtain their high school diplomas. This joint project will
include developing a Job Corps distance learning/national high school system
while maintaining strong content standards.
Faith-based and community organizations can be powerful catalysts in
transforming people's lives. The Department is expanding opportunities for
these grass-roots groups to receive grants and other resources to carry out
their mission of bringing hope and opportunity to individuals and improving our
communities. Many grants are specifically designed to link the service
expertise of faith and community-based organizations with the One-Stop Career
System. The grants are a central component of President George W. Bush's effort
to ensure federal policy and programs are accessible for all qualified
organizations to compete for government funds.
The Department will continue to improve its delivery of labor exchange
services to America's veterans. Through a network of Disabled Veteran Outreach
Programs (DVOP) and Local Veterans Employment Representatives (LVER), intensive
case management services will be provided to disabled veterans and others with
significant barriers to employment. Additionally, the Veterans Employment and
Training Service (VETS) will implement and evaluate pilot projects to
facilitate the employment of veterans in high-demand occupations, such as
health care and teaching. Study recommendations will be utilized to respond to
specific veterans' employment needs. VETS will also use an improved data
collection system to assess success and provide accountability in VETS' grant
programs.
To support the New Freedom Initiative, the Department will continue to
work to reduce the unemployment rate of Americans with disabilities currently
at 14.1 percent (nearly triple the unemployment rate of citizens without
disabilities) to allow these citizens to achieve more productive and meaningful
work lives. The Office of Disability Employment Policy will develop and
evaluate effective employment, training, and employment support service
strategies through pilot and research projects. These evidence-based
strategies will be disseminated to the workforce development system to assist
adults and youth with disabilities to move successfully into meaningful,
long-term career opportunities. Replication of effective practices throughout
the job training and vocational rehabilitation community will further promote
an integrated approach to adopt the most effective practices and expand
employment opportunities for people with disabilities.
The Women's Bureau supports the outcome goal of increasing employment,
earnings and assistance by advocating the employment, training and retention of
women to address identified worker shortages, especially in the areas of
nursing and the placement of military spouses, older workers and workers with
disabilities.
The FY 2004 outcome and performance goals for this strategic goal
follow. Detailed information on every performance goal, including indicator,
data source, baseline and explanatory comments, can be found in Appendix A.
Outcome Goal 1.1Increase Employment,
Earnings, and Assistance
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in
Billions)
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Fiscal Years |
Budget Authority |
Outlays |
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FY 2004 |
$ 5.2 |
$ 4.8 |
FY 2003 |
$ 3.9 |
$ 4.7 |
FY 2002 |
$ 4.5 |
$ 5.2 |
FY 2001 |
$ 4.3 |
$ 5.1 |
FY 2000 |
$ 4.1 |
$ 4.3 |
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A. |
Increase the employment, retention, and earnings of individuals
registered under the Workforce Investment Act adult program. In Program Year
2004:
72% *of individuals registered who are not employed at
registration will be employed in the first quarter after program
exit.
83% *of those employed in the first quarter after program exit
will be employed in the second and the third quarters after program
exit.
The earnings of individuals who are registered will increase by
an average (percentage to be determined based upon analysis in 2004) %* between
the period of one quarter prior to registration and the first quarter after
program exit and by an average (percentage to be determined based upon analysis
in 2004) %* between the first and third quarters after program exit.
$914,295,000 |
B. |
Improve the outcomes for job seekers and employers who receive
public labor exchange services. In Program Year 2004:
58% *of individuals registered who are not employed at
registration will be employed in the first quarter after program exit..
72% * of those employed in the first quarter after program exit
will be employed in the second and in the third quarters after program exit.
The earnings of individuals who are registered will increase by
an average of (percentage to be determined based upon analysis in 2004) %*
between the period of two quarters prior to registration and the first quarter
after program exit and by an average of (percentage to be determined based upon
analysis in 2004) %* between the first and third quarters after program
exit..
$807,639,000 |
C. |
Strengthen the registered apprenticeship system to meet the
training needs of business and workers in the 21st Century. In
Fiscal Year 2004:
Increase the number of new registered apprenticeship programs in
the industries that comprise the High Growth Job Training Initiative from the
FY 2003 result of 359 to 366.
Increase the number of new apprentices registered by
OATELS staff from FY 2003 result of 67,401 to 68,592.
$21,494,000 |
D. |
Provide national leadership to increase access and employment
opportunities for youth and adults with disabilities receiving employment,
training, and employment support services by developing testing, and
disseminating effective practices.
Increase by 5% the number of people with disabilities served
through ODEP projects.
Increase by 5% the entered employment rate at pilot sites.
Increase by 10% the 3-month and 6-month retention rates for
people with disabilities served by the pilots.
Increase by 10% effective practices identified through pilot
projects and other research-related initiatives.
$47,333,000 |
E. |
Improve the employment outcomes for veterans who receive public
labor exchange services and veterans program services.
58% of veteran job seekers will be employed in the first or
second quarter following registration.
72% of veteran job seekers will continue to be employed two
quarters after initial entry into employment with a new employer.
52% of disabled veterans will enter employment
55% of homeless veterans enrolled in homeless veterans
reintegration programs will enter employment
55% of homeless veterans will continue to be employed six months
after entering employment.
$208,338,000 |
F. |
Increase the employment, retention, and earnings replacement of
individuals registered under the Workforce Investment Act dislocated worker
program. In Program Year 2004:
79%* of individuals registered who are not employed at
registration will be employed in the first quarter after program exit.
89%* of those employed in the first quarter after program exit
will be employed in the second and in the third quarters after program
exit.
The earnings of individuals who are registered will increase by
an average of (percentage to be determined based upon analysis in 2004) %*
between the period of two quarters prior to registration and the first quarter
after program exit and by an average of (target to be determined based upon
analysis in 2004) %* between the first and third quarters after program
exit.
$1,842,831,000 |
G. |
Increase the employment, retention, and earnings replacement of
workers dislocated in important part because of trade and who receive trade
adjustment assistance benefits. In Fiscal Year 2004:
70% of individuals registered who are not employed at
registration will be employed in the first quarter after program exit.
88%* of those employed in the first quarter after program exit
will be employed in the second and in the third quarters after program exit.
Those who are employed in the third quarter after program exit
will earn, on average, 90% of their pre separation earnings.
$1,386,353,000 |
*DOL goals have been revised to be consistent with the common
measures for federal job training and employment. Indicators that are
asterisked are common measures where tentative targets have been established
based on best available data. Where data are insufficient at this time to set a
preliminary target, a target will be established in PY 2004 (July 1, 2004
June 30, 2005) and final targets will be updated in FY 2005 planning
documents. Please refer to Appendix B for further information on these
goals. |
Means and Strategies
Operating Agencies: ETA, ODEP, VETS
Sustained Efforts in FY 2004
- In Program Year 2004, the Department expects the programs for adults
and dislocated workers to begin the fifth year of operation under a
reauthorized Workforce Investment Act. The Department expects these programs to
be streamlined in the reauthorization process. As the U.S economy changes, it
will become ever more critical that the workforce investment system find a way
to integrate every available worker into the workforce to enable the continued
competitiveness of U.S. businesses and to ensure that no worker is left behind.
To further support the principle of no worker left behind, the Department will
propose a transition process assuring that Welfare-to-Work participants easily
and seamlessly transfer into the workforce investment One-Stop system
environment as WtW Formula and Competitive Grants come to a close. Both WIA and
TANF Reauthorization present the opportunity for statutory technical
adjustments (based upon the lessons learned over the past six years of
workforce and welfare system partnership) to facilitate coordination,
flexibility of funds, and service sequencing. (Goal 1.1A)
- The Department will work to meet the goal of universal access to the
One-Stop system by: 1) supporting outreach to groups of adult workers through
community-based organizations, faith-based organizations, organized labor, and
other entities, enlisting their assistance in assessment and referral of
individuals to local One-Stop Career Centers; and 2) expanding access to
services through enhanced use of Internet, telephone and other technologies to
provide a broad spectrum of access points not dependent on a single method or
medium. (1.1A and 1.1F)
- The Department will focus particular effort on individuals with
Limited English Proficiency (LEP), helping One-Stop systems develop their
capacity to work with this population. ETA will gather available workforce
investment system tools, procedures, curricula, books, and strategies
(categorized into core, intensive and training categories) already translated
into other languages (with emphasis on Spanish and Asian languages) and post
them as downloadable items on a Web site accessible to States and One-Stop
Career Centers nationwide. Other technical assistance materials regarding LEP
(such as a focused Guidebook) will also be produced and distributed. (1.1A,
1.1B and 1.1F)
- DOL will continue services to adults and dislocated workers who are
likely to exhaust Unemployment Insurance benefits as identified by the Worker
Profiling and Re-employment Services component of the workforce system by
improving the assessment of claimants' needs and providing appropriate
Wagner-Peyser Act and Workforce Investment Act Title I re-employment services
(e.g., job search workshops, counseling, referrals to suitable openings) and
other needed assistance. (1.1A and 1.1F)
- To ensure that performance results drive the management and funding
of workforce investment system programs, ETA will fully implement the
Performance Enhancement Project (PEP). The project entails a four-part (State,
ETA Regional Office, ETA National Office, expert private sector consultants)
analysis of the performance of each State that has failed one or more of its
negotiated performance standards. The analysis results in the design of a
customized technical assistance strategy targeted for a specific State. This
customized plan is developed from a menu of assistance topics and
methodologies. The delivery methodologies include training, one-on-one
assistance, written materials and research. Effectiveness of this approach will
be measured by successful performance in the subsequent year. With
implementation of the common measure for federal job training and employment
programs, the project will focus exclusively on those. (1.1A and 1.1F)
- In partnership with Regional Offices, ETA will initiate a grant
review program and develop an OMB approved review tool that focuses on the
One-Stop delivery system's universal access and labor exchange functions, and
their relationship to more intensive One-Stop services. The goal of this
strategy will be to assist state workforce agencies and workforce investment
boards in identifying service delivery strengths and improvement opportunities
for increasing job seeker entry to employment. (1.1B)
- The Department has created a Business Relations Group to lead the
workforce investment system's transition to a demand driven system and to
institutionalize this shift at the Federal, State and local level. The
Department will work with States and our One-Stop partners to increase the
number of businesses engaged in and using the public workforce system to meet
their human resource needs using the following strategies: (1) increasing
outreach and targeted communication strategies through employer organizations
and business liaisons within the State workforce boards; (2) utilizing special
initiatives such as Partnerships for Jobs that broker the connection between
large and multi-State employers to the workforce system; (3) improving system
capacity for working with business; and (4) fostering a better understanding of
business human resource needs and how businesses function, and tailoring
strategies to meet those needs. (1.1A, 1.1B, 1.1F and 1.1G)
- In order to increase positive employment outcomes for both employers
and job seekers, DOL will work with States to produce and deliver quality
workforce information products and services to job seekers and employers that
effectively facilitate the labor exchange process. (1.1B)
- DOL will continue to review existing research from the registered
apprenticeship system, engage current stakeholders and gather input to identify
new industries and occupations for the development of apprenticeship programs.
(1.1C)
- DOL will continue an education and outreach campaign to promote the
development of new apprenticeship programs in the industries in the High Growth
Job Training Initiative. (1.1C)
- DOL will continue to initiate new and evaluate ongoing pilot and
research projects to identify effective practices that: (1) encourage employers
to hire people with disabilities, and (2) support and strengthen the capacity
of the workforce development system to provide appropriate and effective
employment, training, and employment support services. Specific projects
include the Employer Assistance Referral Network, customized employment,
Olmstead community programs, High School/High Tech, WIA youth services,
the Job Accommodation Network, and development of youth leadership
opportunities. Proven effective practices resulting from these and other
projects will be replicated throughout the workforce development system. This
will be accomplished through partnerships internal and external to the
Department and in keeping with the Secretary of Labor's Delegation of Authority
and Assignment of Responsibility to the Assistant Secretary for Disability
Employment Policy. (1.1D)
- DOL will improve services to veterans within the workforce
development system by implementing: 1) pilot projects undertaken in cooperation
with employers, State workforce agencies, and educational institutions to place
job-ready transitioning service members into career-oriented jobs in industries
with known labor shortages, such as retail sales and health care; 2) revised
roles and responsibilities with greater flexibility for the States to assign
grant-funded State veterans employment representatives, particularly for case
managers who serve disabled and other veterans with barriers to employment to
locations with larger disabled veterans populations. (1.1E)
- DOL will utilize recommendations from a study of unemployed veterans
service needs, currently underway, to improve the Department's understanding of
the characteristics and service needs of the veteran population that uses the
Public Labor Exchange, as well as those who do not, so that DOL can better meet
the employment and training needs of all veterans. (1.1E)
- The Department will develop tools and mechanisms to improve the
ability of faith-based and community-based organizations to participate as
service providers, and will remove policy and other barriers to such
participation. The Department will explore options for performance outcome
measures that accurately reflect the service delivery contributions of faith-
and community-based organizations. (1.1A)
- The Department will continue to promote on-the-job-training and
customized employer training as a viable means to addressing the current labor
shortages being experienced by companies. (1.1A, 1.1F, and
1.1G)
- To support the creation of an Alternative Trade Adjustment
Assistance (ATAA) program for workers 50 and over which was passed as part of
the Trade Adjustment Assistance (TAA) Reform Act of 2002, ETA will emphasize
the need for a coordinated approach to assisting jobseekers. Greater emphasis
must be placed on the need for all relevant parts of the workforce system to
work together in the development of reemployment plans that maximize older
worker's skills and abilities. This requirement places greater emphasis on the
various rapid response strategies and potential models used throughout the
workforce system. (1.1G)
- The Department will continue to conduct onsite monitoring visits to
determine the effectiveness of services and benefits provided to trade-affected
workers. (1.1G)
- The Department will complete its design and implementation of a
reengineered business model for processing all trade petitions received from or
on behalf of trade impacted workers within the statutory 40-day
timeframe. This will result in the timely delivery of needed services
that put trade affected workers back to work as quickly as possible while they
still have a strong attachment to the labor force. (1.1G)
Significant New or Enhanced Efforts in FY 2004:
- The Department will propose in WIA reauthorization, the elimination
of the current WIA requirement that outcome data for all students be provided
in order for vendor placement onto Eligible Training Provider (ETP) rosters
used by States and One-Stop Career Centers. This will eliminate coordination
problems driven by differing interpretations of the Family Educational Rights
and Privacy Act (FERPA) and will result in a greater number of educational
institutions (with basic academic foundation capabilities) being added to
workforce investment system ETP lists from which customers select the workforce
preparation or retraining of their choice. (1.1A and 1.1F)
- DOL will research areas of labor shortage research to identify and
develop new partnerships involving apprenticeship training in a minimum of
five-targeted industries. (1.1C)
- DOL will continue pilot projects focusing on job development and
placement in three States to assist transitioning service members and their
spouses. Two pilots address jobs in the health care field. The third pilot will
explore the feasibility of military spouses being able to transfer seniority
and benefits from store to store in a large retail chain as the military member
transfers from base to base. (1.1E)
- The Department will implement a funding formula to provide states
with planning estimates in advance of the fiscal year. This will permit
states to plan and manage resources in a more effective and efficient
manner. The formula will incentivize states to maximize the number of TAA
participants who receive training during the fiscal year with the expectation
of rapid reemployment and improved performance outcomes. (1.1G)
- ETA will pursue full integration of the Trade Act programs into the
One-Stop system and the WIA programs by assisting states and local boards to
overcome barriers which hinder service delivery to trade-affected workers as a
means of increasing the numbers of TAA participants co-enrolled in the broader
dislocated worker program. DOL will develop a marketing strategy for
disseminating promising practices for use by States and local boards.
Regional forums will be held with top level administrators from all relevant
program areas throughout the workforce investment system to convey these
objectives. (1.1G)
- The Department will place emphasis on the need for improved case
assessment and management (e.g., job search workshops, counseling, resume
writing, referrals to suitable employment, remedial training, etc.) in an
effort to expedite trade-affected workers return to suitable long-term
employment. Additionally, states are being encouraged to use best possible
outcomes as the main criteria for approving training. (1.1G)
- The Department will work with states to undertake and complete data
validation of all outcomes data to assure that information reported is accurate
and timely. Findings provided as a result of the validation exercise will
be used to establish program effectiveness, quality of services provided, and
technical assistance strategies, as necessary. (1.1G)
- The Department will institute management improvements designed to
reduce the average processing time from over 100 days to less than 40
days. This will encompass timely institution of petitions, prompt
investigations and determinations, and expeditious notification of petitioners
and state agencies regarding petition decisions. (1.1G)
Cross-Cutting Programs and Issues
DOL in partnership with HHS, ED, and HUD has developed a working group
to focus on common measures for federal employment and training programs. The
measures include entered employment, retention, earnings increase and
efficiency. These changes will enable the Assistant Secretary for Employment
and Training to better measure and justify the program's impact, value, and
benefits to Congress and the public.
The Department will continue to collaborate with other Federal agencies,
including Commerce, Agriculture, Housing and Urban Development, Treasury and
the Small Business Administration, as well as state and local governments, in
programs for economic development and community adjustment assistance in areas
affected by worker dislocations, including trade-impacted areas. These
government entities work with the Community Adjustment and Investment Program
and the North American Development Bank, created by the implementing
legislation for the North American Free Trade Agreement, to increase business
investment opportunities and employment opportunities for dislocated workers.
DOL will also work across One-Stop partner programs to identify and eliminate
disincentives for co-enrolling individuals in multiple programs, in order to
improve program integration and outcomes for jobseekers.
Outcome Goal 1.2Increase the Number
of Youth Making A Successful Transition to Work
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in
Billions)
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|
Fiscal Years |
Budget Authority |
Outlays |
|
FY 2004 |
$ 1.6 |
$ 2.8 |
FY 2003 |
$ 2.6 |
$ 3.1 |
FY 2002 |
$ 2.9 |
$ 2.9 |
FY 2001 |
$ 2.9 |
$ 2.4 |
FY 2000 |
$ 2.7 |
$ 2.2 |
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A. |
Increase placements and educational attainments of youth. In
Program Year 2004:
60%* of youth not in education or employed at registration will
have entered employment or enrolled in post-secondary education or advanced
training/occupational skills training by the end of the first quarter after
exit.
40%* of youth without a diploma, GED or certificate at
registration will earn a diploma, GED or certificate, excluding those youth
still enrolled in secondary school at point of measurement.
40%* of youth deficient in basic skills will achieve a gain in
either literacy or numeracy skills (measure annually and/or upon program
exit).
$1,013,845,000 |
B. |
Improve educational achievements of Job Corps students, increase
participation of Job Corps graduates in employment and education: In PY
2004:
85%* of youth not in education or employed at registration will
have entered employment or enrolled in post-secondary education or advanced
training/occupational skills training by the end of the first quarter after
exit
56%* of youth without a diploma, GED or certificate at
registration will earn a diploma, GED or certificate, excluding those youth
still enrolled in secondary school at point of measurement.
40% of students will achieve literacy or numeracy gains of one
Adult Basic Education (ABE) level, equivalent to two grade levels.
$1,599,253,000 |
*DOL goals have been revised to be consistent with the common
measures for federal job training programs. Indicators that are asterisked are
common measures where tentative targets have been established based on best
available data. Targets will be updated in FY 2005 planning documents, as data
become available. Please refer to Appendix B for further information on
these goals. |
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Means and Strategies
Operating Agencies: ETA
Sustained Efforts in FY 2004:
- In order to increase the attainment of a high school diploma or its
equivalent, placement in advanced training, and employment opportunities with
career paths, DOL will continue to provide guidance for programs serving youth
to focus on the provision of strong academic and skills training and enhanced
placement and transitional services for program graduates. Such placement and
transitional services will include child care, transportation, and housing
support, as well as counseling from career transition services providers and
other workforce development partners. (1.2A)
- DOL Federal and State staff will jointly determine the effectiveness
of local youth programs. These staff will complete 50 site visits by June 30,
2004, to local areas, providing technical assistance, guidance and identifying
best practices. Local area directors and youth council chairs will receive a
report of findings and recommendations. (1.2A)
- DOL will issue its annual program guidance to States and local areas
implementing comprehensive youth services under Workforce Investment Act. The
2004 program emphasis will include a focus on designing programs that address
literacy and numeracy skill deficiencies and on developing program strategies
that integrate Workforce Investment Act youth services with other existing
education and skill training providers within the community. (1.2A)
- DOL's regions will conduct at least one youth conference or other
technical assistance event that focuses on providing local communities and
youth councils with strategies to build strong youth investment systems that
promote attainment of diplomas/General Education Diplomas or advanced training
leading to career opportunities. (1.2A)
- DOL will continue the national best practices strategy to promote
educational and skills training achievement for younger youth. The National
Office, assisted by the regions, will maintain a web-base database of best
practices and strategies. (1.2A)
- DOL will continue to establish and refine clear, measurable
benchmarks of program success through input from State and local officials and
by monitoring participant outcomes in such areas as academic achievement,
placement and retention in employment and further education after program
completion. (1.2A)
- The Department will develop tools and mechanisms to improve the
ability of faith-based and community-based organizations to participate as
service providers, and will remove policy and other barriers to such
participation. The Department will explore options for performance outcome
measures that accurately reflect the service delivery contributions of faith-
and community-based organizations. (1.2A)
Significant New or Enhanced Efforts in FY 2004:
- While in this last year of authorization under the Workforce
Investment Act, DOL will place continued emphasis on improving the quality of
services in order to equip our youth with the knowledge, skills, and abilities
required to effectively meet the changing needs of business and the new economy
as well as a focus on the reauthorization of The Workforce Investment Act.
Because Program Year 2003 is the last year of authorization, DOL plans to
analyze the experiences of State and local areas in the effective delivery of
high quality, comprehensive youth services and assess how well these services
met the challenge of preparing our most at-risk youth for post-secondary
education and careers. Our goal is to determine the potential areas for
improvement and issues that could be addressed through the reauthorization of
the Workforce Investment Act. (1.2A)
- DOL will provide technical assistance and program guidance to assist
State and local areas make the program changes required under a reauthorized
WIA. The emphasis will be on continuity of service and maintaining high levels
of quality of services to youth during this transition year. Our goal is to
maintain service and participation levels in Program Year 2004. (1.2A)
- DOL will develop informational materials to assist local areas in
more effectively engaging business in the operation of youth programs and in
hiring those youth who have completed Workforce Investment Act youth programs.
(1.2A)
- DOL is dedicated to the success of its students both during and
after their experience in the program. Strategies to help students achieve
success will continue to be implemented through a more comprehensive and
effective training, placement, and career transition support system as part of
Job Corps' Career Development Services System (CDSS) program enhancement
initiative. DOL will continue to emphasize the attainment of academic and
vocational credentials along with high quality placements and wages that will
lead to long-term attachment to the work force. (1.2B)
- DOL will enhance results by improving our strategies to meet
external challenges that may impact the program's ability to achieve desired
results. These factors may include economic conditions, changes in State and/or
local requirements for achieving academic credentials, and availability of
resources to implement initiatives. Strategies to accomplish program objectives
include the following:
- Enhance the mix and relevance of career offerings in Job Corps
that meet local labor market demands, resulting in the modernization of Job
Corps' training programs through input from Industry Councils, local employers
and labor market information;
- Identify and address the personal needs of students early-on and
provide flexible scheduling of services and training tailored to each student's
needs and career goals;
- Expand opportunities for the attainment of high school diplomas
by establishing new partnerships with local schools;
- Use online high school courses to provide students with
opportunities to complete their high school requirements while in Job
Corps;
- Improve staff capacity by providing Job Corps teachers with
online resources, professional development planning, and training;
- Continue to integrate academic skills into vocational curricula,
based on industry standards, and to align vocational training cluster curricula
with industry standards and certification programs;
- Infuse advanced technologies into staff and student training,
including the incorporation of information technology skills beginning in the
first 60 days of a student's enrollment and continuing throughout the
program;
- Continue to forge partnerships that bring new employers and new
community resources to students while expanding students' enrichment
activities;
- Enhance post-center services to better meet quality placement
and employment retention needs of all Job Corps students;
- Continue to place emphasis on performance in the competitive
procurement process through performance-based service contracting as a means of
enhancing program effectiveness;
- Ensure that the Job Corps program remains a viable entity that
will continually meet the evolving needs of the 21st Century
workforce by continuing to emphasize the core activities and services that
achieve maximum benefits for students and taxpayers; and
- Help ensure the efficient use of Job Corps funds by monitoring
training slot capacity utilization at all Job Corps centers. (1.2B)
Cross-Cutting Programs and Issues
DOL will facilitate the involvement of faith-based organizations, as
partners, to expand educational, cultural, recreational and career
opportunities for youth.
DOL will work with the Department of Education and the Department of
Defense's Education Activity to assist with the development of local
partnerships to expand high school diploma attainment opportunities for Job
Corps program participants.
DOL will disseminate the findings from its young offender demonstration
programs as a way to improve services through the One-Stop system.
Outcome Goal 1.3Improve the
Effectiveness of Information and Analysis on the U.S. Economy
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in
Millions)
|
|
Fiscal Years |
Budget Authority |
Outlays |
|
FY 2004 |
$ 535 |
$ 555 |
|
FY 2003 |
$ 541 |
$ 570 |
|
FY 2002 |
$ 551 |
$ 540 |
|
FY 2001 |
$ 465 |
$ 439 |
|
FY 2000 |
$ 420 |
$ 413 |
|
|
|
|
|
A. |
Improve information available to decision-makers on labor market
conditions, and price and productivity changes. |
Means and Strategies
Operating Agency: BLS
Sustained Efforts in FY 2004:
- DOL will continue to carry out its mandate as the principal
fact-finding agency for the Federal government in the field of labor economics.
This includes producing impartial and objective essential economic data for the
Nation in the areas of employment and unemployment, price change, compensation,
safety and health, productivity, and economic growth. Business, labor,
governments, the media, and the public rely on these measures to develop
economic policy and make well-informed decisions.
- By utilizing technological advances, DOL will improve the
operational processes used to develop economic data, specifically through the
use of the BLS Statistical Program Model. The stages of the model are as
follows: conceptualization, planning, design, development, implementation,
validation, and administration.
- The Department's BLS is a knowledge-based organization composed of
information workers: individuals who must have the knowledge, skills, and
abilities to gather, analyze, and disseminate statistical information relevant
to policy makers and American citizens. The rapid development of information
technology and new approaches and methods for data collection and analysis has
changed and continues to change the nature of the work at BLS. As a result, BLS
needs to ensure that it remains competitive with other organizations in terms
of the salaries, benefits, training, challenging work, and other incentives it
offers to its highly skilled workers.
- DOL will continue to improve and enhance its data collection and
dissemination capabilities. For example, to reduce respondent burden, BLS
provides a variety of options for participating in BLS surveys. The BLS
Internet Data Collection Facility (IDCF), which can be shared across
statistical program areas, provides a single, manageable, and secure
architecture for Bureau surveys to use in collecting information over the
Internet. Work is underway in 2004 to expand the project for additional
BLS programs. To improve and enhance public access to its data, BLS will
expand the functionality and availability of statistical data on the BLS
website. In FY 2004, BLS will expand the use of map tools for additional
programs. With this tool, users can download maps showing unemployment
rates by State, county, or metropolitan statistical area, for any month or year
from 1990 forward.
- To determine customer satisfaction with BLS statistical products and
services, BLS will continue to participate in the American Customer
Satisfaction Index (ACSI) survey. Participation in the ACSI allows
BLS to know, understand, and
anticipate customers' needs, expectations, and preferences as well as allows
BLS to compare its services with other public and private organizations to
discover best practices to improve customer service.
- BLS in its entirety was one of the Federal programs that the
Administration assessed with the Program Assessment Rating Tool (PART). One
recommendation was to maintain BLS' current successes in program monitoring and
operations, which BLS will continue to do in FY 2004.
Significant New or Enhanced Efforts in FY 2004:
- DOL will publish Quarterly Productivity and Costs Statistics,
Producer Prices and Price Indexes (PPI), Occupational Employment Survey (OES),
and the Census of Fatal Occupational Injuries (CFOI) data using the North
American Industry Classification System (NAICS). NAICS replaces the Standard
Industrial Classification (SIC) system and offers a new and more consistent
approach to industrial classification that better reflects the modern economy.
By 2004, eight BLS programs that produce industry-based statistics will be
using NAICS.
- DOL will continue to increase service industry coverage in the PPI.
With the service sector accounting for over 70 percent of marketed U.S.
domestic production, this expanded coverage will provide decision-makers in the
public and private sectors more comprehensive information on price trends for
domestic service outputs.
- DOL will continue to expand industry coverage in productivity
statistics by producing measures of labor productivity and unit labor costs for
three additional service-producing industries.
- DOL will continue work to maintain and improve responses for its
statistical programs. The Employment Cost Index program, for example,
will increase its response rate by conducting activities, such as better
monitoring and measuring of response rates to target problematic areas;
building upon a national training curriculum whereby all field data collectors
are trained on the best techniques and methods to use in approaching respondent
contacts; and improving outreach efforts to better educate potential
respondents about the value of BLS surveys.
- As part of the continuing efforts to modernize the computing system
for monthly processing of the PPI, the program will complete approximately
one-third of the new pricing system components by 2004. This new system
will be based on a more secure, stable, and expandable computing
platform.
Cross-Cutting Programs and Issues
BLS, as a producer of economic statistics on the U.S. economy, must work
in partnership with other Federal, State, and international statistical
agencies. These organizations encounter common and sometimes overlapping issues
that must be addressed in a coordinated manner for the benefit of the users of
these data. Such coordination not only maximizes BLS performance, but also
helps to improve the accuracy, efficiency, and relevancy of economic measures
produced.
As a Federal statistical agency, BLS is a member of the Interagency
Council on Statistical Policy, a committee of representatives from 15 agencies,
which works to identify areas for collaboration. During FY 2004, the Council
will enhance FedStats, a portal or "one-stop shopping" website for Federal
statistics, and continue research and development efforts with its academic
Digital Government partners in moving towards a National Statistical Knowledge
Network.
Progress will continue on operationalizing the Confidential Information
Protection and Statistical Efficiency Act of 2002. The law provides for the
sharing of business data among three Federal statistical agencies, that is, the
Bureau of Labor Statistics, Bureau of Economic Analysis, and Bureau of the
Census. Among the benefits, this will help to reduce respondent burden by
ensuring that the duplication of data collection efforts is minimized.
As a member of the international statistical community, BLS also works
with foreign statistical agencies and international organizations in efforts to
enhance comparability of concepts and definitions. During FY 2004, BLS will
participate in statistical working parties sponsored by the Organization for
Economic Cooperation and Development to address issues dealing with improving
and standardizing the data on productivity and employment/unemployment used
around the world. BLS staff also will participate on working groups
sponsored by the United Nations Economic Commission for Europe on topics such
as metadata and statistical data editing.
4.2 DOL Strategic Goal 2 A Secure
Workforce
DOL STRATEGIC GOAL 2
A SECURE WORKFORCE Promote the
economic security of workers and families
OUTCOME GOALS:
2.1 Increase compliance with worker
protection laws 2.2 Protect worker
benefit |
Total Funds for This Goal (in
Billions): |
|
|
|
|
|
|
Fiscal Years |
Budget Authority |
Outlays |
|
|
FY 2004 |
$ 47.9 |
$ 49.1 |
|
|
FY 2003 |
$ 63.3 |
$ 61.5 |
|
|
FY 2002 |
$ 56.4 |
$ 55.3 |
|
|
FY 2001 |
$ 30.6 |
$ 29.5 |
|
|
FY 2000 |
$ 25.1 |
$ 23.7 |
|
|
FY 1999 |
$ 26.0 |
$ 25.1 |
|
DOL is committed to protecting workers' hours, wages, and other working
conditions; providing unemployment compensation and other benefits when workers
are unable to work; and expanding, enhancing, and protecting workers'
retirement plans, health care plans, and other benefits.
Department of Labor programs and agencies with the primary operational
responsibility for achieving this strategic goal include the Employee Benefits
Security Administration (EBSA); the Pension Benefit Guaranty Corporation
(PBGC); the Employment and Training Administration's Unemployment Compensation
programs; and, the Employment Standards Administration (ESA)'s Wage and Hour
Division, Office of Labor-Management Standards and Office of Workers'
Compensation Programs. In addition, the Office of Small Business Programs
(OSBP), the Office of the Solicitor, the Office of the Assistant Secretary for
Administration and Management, the Office of Inspector General, and the
Appellate Boards provide indirect support to this strategic goal.
The performance goals in this section support the Department's
commitment to the protection of the American workforce in the 21st Century. The
goal of promoting compliance in typically low-wage industries, for example,
reflects the Department's commitment to guaranteeing an honest day's pay for an
honest day's work, which is especially critical for the most economically
disadvantaged American workers. The Department has also established a goal to
protect the economic safety and security of American workers and their
workplaces by promoting the responsible stewardship of union funds.
A key objective of the Department's role in the administration and
oversight of benefit programs for unemployed workers and for those who have
suffered work-related injuries and illnesses is the responsible stewardship of
taxpayer dollars. Additionally, DOL's goals to improve payment timeliness and
assistance to unemployed and injured workers to return to the workplace
represent the practical implementation of the Department's pledge to give hope
to all individuals that they will not be left behind in the quest for the
American dream.
The FY 2004 outcome and performance goals for this strategic goal
follow. Detailed information on every performance goal, including indicator,
data source, baseline and explanatory comments, can be found in Appendix A.
Outcome Goal 2.1Increase Compliance
with Worker Protection Laws
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in Millions)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
A |
FY 2004: Covered American workplaces legally, fairly,
and safely employ and compensate their workers as indicated by:
1. Ensuring continued customer service by
maintaining the average number of days to conclude a complaint at the FY 2003
level of 108.
2. Reducing employer recidivism by increasing by 1%,
the percent of prior violators who achieved and maintained FLSA compliance
following a full FLSA investigation.
3. Increasing compliance in industries with chronic
violations.
a. as indicated in the garment manufacturing
industry by:
1. Increase by 1% the percentage of employees paid
on the payroll in New York City.
2. Increase by 2% the number of manufacturers in
southern California that monitor contractors (including conducting unannounced
visits and payroll review).
b. as indicated in the long-term health care
industry by:
1. Increase by 5% the percent of nursing homes in
compliance with the FLSA.
2. Increase by 2% the percent of nursing home
employees employed or paid in compliance with the FLSA.
c. as indicated in agricultural commodities by:
1. Increase by 2% compliance among agricultural
employers subject to the DWHaT provisions of MSPA through targeted assistance
programs.
2. Increase by 1% the number of agricultural housing
providers who corrected violations following an investigation.
4. Ensuring timely and
accurate prevailing wage determinations by:
a. Establish a baseline of the number of wage
determination data submission forms processed per 1,000 hours.
b. Issue 80% of all survey-based DBA wage
determinations within 60 days of the receipt of the underlying survey data.
$101,266,000 |
B |
Advance safeguards for union financial integrity and
democracy and the transparency of union operations by:
1. Increasing union financial
integrity: Baseline information on unions with fraud will be developed
and performance targets will be established.
2. Increasing union transparency. The
percentage of union reports meeting standards of acceptability for public
disclosure will increase to 75%.
$30,779,000 |
Means and Strategies
Operating Agencies: ESA
Sustained Efforts in FY 2004:
Improving Customer Service
- DOL will continue to employ streamlined procedures where necessary
to ensure early: contact with complainants, development of case facts,
identification of appropriate investigative tools, and identification of
potential litigation cases. (2.1A)
- DOL will maintain complaint intake procedures to ensure the adequate
screening of complaints, and DOL offices will conduct regular reviews of
complaint inventories using established accountability measures and management
reports to ensure that timeliness measures are being met. (2.1A)
Reducing Employer Recidivism
- DOL will provide compliance assistance on all applicable statutes
administered by DOL during an investigation; secure agreements for future
compliance and specific commitments for future compliance following a DOL
intervention; and, obtain commitments for corporate-wide compliance by
multi-establishment employers through formal and informal agreements following
a history of DOL interventions. (2.1A)
- DOL will assess penalties, pursue litigation and prosecution, and
publicize the consequences of non-compliant behavior as may be appropriate for
willful and repeat violators. (2.1A)
- DOL will provide ongoing training to its investigative staff and
conduct reviews according to established accountability measures to ensure that
proper policies and procedures are followed during initial DOL interventions.
(2.1A)
Increasing Compliance in Industries with Chronic Violations
- DOL will conduct a directed enforcement initiative of garment
contractors to determine the percent of employees paid on the
payroll for firms that have not received outreach and compare with those
firms that have received outreach. (2.1A)
- DOL will conduct face-to-face contacts with contractors in southern
CA, providing them with compliance assistance and meet with known monitoring
companies in southern CA to discuss and train staff in ways to detect and
correct situations where workers are off the payroll. (2.1A)
- DOL will conduct payroll audits of newly registered contractors and
will ensure that contractors producing for manufacturers that are members of
NYC-Apparel Industry Compliance Partnership (AICP) will participate in the
AICP's training program. (2.1A)
- DOL will conduct a payroll audit initiative which includes informing
employers of obligations to pay employees on the books and possible
follow-up investigations. DOL will also distribute employee rights card to
employees during investigations and through employee advocacy organizations,
community groups, community colleges and State licensing agencies. (2.1A)
- DOL will conduct full investigations of overtime, minimum wage and
child labor complaints in a timely manner with focus on obtaining long-term
sustaining compliance. (This excludes last paycheck conciliations.) (2.1A)
- DOL will assess whether the Department is receiving multiple
complaints against the same corporations and take appropriate intervention
measures to ensure corporate-wide compliance, including being approached to
participate in a compliance agreement program. (2.1A)
- DOL will conduct compliance assistance highlighting problems common
in residential care and nursing home and in geographic areas where violations
appear more common. (2.1A)
- DOL will work with State licensing agencies to pilot the
dissemination of compliance materials to newly licensed residential care
facilities. (2.1A)
- DOL will develop and pilot a face-to-face consultation program for
small and new residential group homes and will distribute industry-specific
fact sheets on most common violations in the nursing home industry. (2.1A)
- DOL will provide compliance assistance training to nursing home
corporations or associations entering into compliance assistance partnerships.
(2.1A)
- DOL will contact employers with prior agricultural violations who
agreed to future compliance and encourage them to enter compliance partnership
agreements with an emphasis on housing, transportation and child labor
compliance. (2.1A)
- DOL will plan initiatives in agricultural commodities or geographic
areas with high violation rates and where housing is provided and
transportation is provided and child labor is likely to be present or the use
of farm labor contractors is prevalent. (2.1A)
- DOL will provide compliance assistance to farm labor contractors,
growers and associations through mailings, outreach events, the internet and
other means. DOL will develop a farm labor contractor non-technical bulletin
and distribute plain language compliance assistance information to farm labor
contractor applicants who register for initial certificates of registration.
(2.1A)
- DOL will continue the operational development of the Technology for
Excellent Customer Service (TECS) systems that will provide nationwide
toll-free access to: 1) promptly identify and refer calls unrelated to DOL
activities to the appropriate agency; 2) answer commonly asked questions
quickly and accurately; and, 3) eventually accept employee complaints alleging
violations and refer them electronically to the proper field office.
(2.1A)
- DOL will implement an agreement with the Bureau of Census to scan
and electronically enter wage payment data and encourage use of electronic
survey data collection form. (2.1A)
- DOL will improve the speed and efficiency of the Automated Survey
Data System and implement the new Wage Determination Generation System.
(2.1A)
Advancing safeguards for union financial integrity and
democracy
- DOL will investigate complaints concerning union officer elections,
supervise remedial union officer elections, and conduct audits and civil and
criminal investigations to enforce the LMRDA standards for union democracy and
financial integrity. (2.1B)
- DOL will secure reports required from unions and others under the
LMRDA and make them available for public disclosure, including public
disclosure via the Internet using a searchable database of information from
union financial reports (2.1B)
- DOL will continue to offer and conduct compliance assistance
seminars throughout the country to explain the requirements of the
Labor-Management Reporting and Disclosure Act (LMRDA). These seminars cover
topics such as union reporting and record keeping, financial safeguards for
union funds, elections of union officers, and training for union trustees on
conducting audits in small unions. DOL will continue to advertise upcoming
compliance assistance seminars on its website and to extend to interested
organizations the opportunity to sponsor seminars in the future. (2.1B)
- DOL will foster liaison with international unions to promote
voluntary compliance with LMRDA standards by affiliates and will provide
compliance assistance to union officials. A program of compliance assistance
contacts will be continued that targets unions scheduled to elect officers in
FY 2004 whose previous elections were investigated by the Department. A program
of contacts at the field office level to obtain timely reports by unions with
receipts of more than $200,000 that were delinquent in the prior year will be
continued. DOL will provide outreach to union members to promote the objectives
of the LMRDA. DOL will also continue a program to advise new unions and new
officers about their responsibilities under the LMRDA. (2.1B)
Significant New or Enhanced Efforts in FY 2004:
- DOL will develop and implement a wide variety of compliance
assistance programs, including self-audit tools and incentive-based
consultation programs in selected industries. (2.1A)
- DOL will explore and develop new strategic partnerships to
facilitate the distribution of compliance assistance material including with
States, community-based organizations, employer associations and others.
(2.1A)
- DOL will conduct a statistically valid survey of agricultural
compliance with the disclosure, wages, housing and transportation provisions of
the Migrant and Seasonal Agricultural Worker Act, Fair Labor Standards Act and
OSHA field sanitation standards. (2.1A)
- DOL plans to incorporate in the Internet-based public disclosure
system, union trusteeship reports and reports filed by union officers and
employees, and surety companies under the LMRDA. (2.1B)
- As resources permit, DOL will enhance efforts to advance union
financial integrity by establishing a sustained, productive program of
investigative audits. This would include a viable program to audit
national/international unions under the agency's International Compliance Audit
Program (I-CAP). (2.1B)
- New compliance assistance and union liaison initiatives are planned
to support all aspects of the LMRDA program, particularly to assist union
officials with new and planned LMRDA reporting changes. New compliance
assistance materials will be developed to support planned electronic reporting
initiatives. (2.1B)
Cross-Cutting Programs and Issues
The Office of Small Business Programs (OSBP) serves a cross-cutting
function by coordinating with ESA and other DOL enforcement agencies on
customer/stakeholder feedback to resolve problems and improve agency
operations.
Outcome Goal
2.2Protect Worker Benefits
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in Billions)
|
|
|
|
|
|
|
|
$ 47.7 |
$ 48.9 |
|
|
|
$ 63.0 |
$ 61.2 |
|
|
|
$ 56.1 |
$ 55.0 |
|
|
|
$ 30.2 |
$ 29.2 |
|
|
|
$ 24.7 |
$ 23.5 |
|
|
|
$ 25.8 |
|
|
A |
Make timely and accurate benefit payments to
unemployed workers, facilitate the reemployment of Unemployment Insurance
claimants, and set up Unemployment tax accounts promptly for new employers. In
Fiscal Year 2004:
Payment Timeliness: 89.2% of all
intrastate first payments will be made within 14/21 days;
Payment Accuracy: Establish for recovery at
least 59%of the amount of estimated overpayments that the States detect;
Facilitate Reemployment: A method for
establishing and entered employment rate for UI claimants was pilot tested in
FY 2003, and a baseline will be established using pilot data; and
Establish Tax Accounts Promptly 82.2%of
determinations about Unemployment Insurance tax liability of new employers will
be made within 90 days of the end of the first quarter they become liable for
the tax.
$2,689,610,000 |
B |
Enhance Pension and Health Benefit Security (Indices
of Success):
Enforcement:
Employee benefits: Achieve greater than 50% ratio of
closed civil cases with corrected violations to civil closed cases.
Employee benefits: Achieve greater than 25% ratio of
criminal cases referred for prosecution to total criminal cases.
Participant Assistance:
Achieve a Customer Satisfaction Index of 62, or comparable
measurement, for participants and beneficiaries who have contacted EBSA for
assistance.*
*Target subject to change pending the results of The Gallup
Organization's Program Evaluation.
$128,605,000 |
C |
Minimize the human, social, and financial impact of
work-related injuries for workers and their families. In FY 2004:
- For FECA cases of the United States Postal Service, reduce the
lost production days rate (LPD per 100 employees) by 1% from the FY 2003
baseline.
- For FECA cases of All Other Governmental Agencies, reduce the
lost production days rate (LPD per 100 employees) by 1% from the FY 2003
baseline.
- Increase FECA Vocational Rehabilitation placements with new
employers for injured USPS employees by 15% over FY 2002.
- Through use of Periodic Roll Management, produce $38 million
in cumulative (FY 2003-FY 2004) first-year savings in the FECA program.
- The trend in the indexed cost per case of FECA cases receiving
medical treatment will remain below the comparable measure for nationwide
health care costs.
- Meet 60% of the annual targets for five communications
performance areas.
- Reduce by 4% over the FY 2002 established baseline the average
time required to resolve disputed issues in Longshore and Harbor Worker's
Compensation Program contested cases.
- Increase by 8% over the FY 2001 established baseline the
percentage of Black Lung benefit claims filed under the revised regulations for
which, following an eligibility decision by the district director, there are no
requests for further action from any party pending one year after receipt of
the claim.
- 77% of Initial Claims for benefits in the Energy Program are
processed within standard timeframes.
- 77% of Final Decisions in the Energy Program are processed
within standard timeframes.
$237,916,000 |
D |
PBGC will achieve an American Customer Satisfaction
Index (ACSI) of 71 for sponsors of covered pension plans who have contacted
PBGC for assistance. PBGC will achieve an ACSI of 77 for participants in
trusteed plans who have contacted PBGC for assistance.
$228,772,000 |
This FY 2004 Annual Performance Plan establishes performance goals that
will lead to the accomplishment of DOL's strategic goals and describes the
means and strategies DOL will use to reach those goals. The plan consolidates
or aggregates the Department's activities into logical clusters within each
strategic goal. For example, the third strategic goal, Quality Workplaces,
integrates the outcomes of OSHA's and MSHA's performance goals into one outcome
goal to reduce workplace injuries and illnesses. In other cases, only
one agency within the Department may contribute to a specific outcome goal.
This chapter is divided into four sections, one for each strategic goal.
The introduction to each strategic goal lists the outcome goals associated with
the strategic goal and also provides the budget authority and outlays figures
for that goal for FY 1999 to FY 2004. These figures are aggregations of outcome
goal budget authority and outlays figures, which are described below. The
strategic goal introductions highlight the Secretary's areas of emphasis and
the role of key performance goals and strategies in achieving these priorities.
For each outcome goal, we provide budget authority and outlays figures
for FY 1999 to FY 2004. The method for assigning full costs in terms of budget
authority and outlays to the outcome goals mirrors that used by the Office of
the Chief Financial Officer in the allocation of costs to outcome goals in the
Department's financial statement. While the financial statement ascribes costs
at the Agency level, this plan uses the budget activity level as the unit of
analysis for analyzing the deployment of resources. Agencies estimated the
proportion of their spending that contributed directly to the accomplishment of
outcome goals for each of the five years covered by this plan. These factors
were applied to the net budget authority and outlay figures contained in the
budget request. Indirect costs for program support activities were added to
agency budget authority and outlay figures based on usage estimates. As such,
spending for the Departmental Management Program Direction and Support
activity, the Office of the Assistant Secretary for Administration and
Management and the Office of the Chief Financial Officer are allocated to the
accomplishment of the outcome goals. Charges for centrally administered
administrative services billed through the Working Capital Fund are included in
the agency budget activity figures and are likewise allocated to the outcome
goals. Each performance goal shows the associated dollar resources as given in
Agency performance budgets. These figures do not factor in the
departmental-wide costs as described above.
Following the budget figures are the performance goals and their
associated means, strategies, and cross-cutting programs. Appendix A displays
individual matrices for each performance goal that include the following
information:
Results |
The most recent results available for the performance
goal. |
Indicator |
The measures that will be used to assess progress towards
performance goal accomplishment. |
Data Source |
The measurement system(s) that will be used to collect performance
indicator data. |
Baseline |
The baseline year and baseline level against which progress will
be evaluated. |
Comment |
Issues related to goal accomplishment, measurement
systems, and strategies that provide a context or description of the
performance goal or indicator. |
4.1 DOL Strategic Goal 1 A Prepared Workforce
DOL STRATEGIC GOAL 1
A PREPARED WORKFORCE Enhanced opportunities for America's
workforce
OUTCOME GOALS:
1.1 Increase employment, earnings, and
assistance 1.2 Increase the number of youth making a successful transition
to work 1.3 Improve the effectiveness of information and analysis on the
U.S. economy |
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The Department of Labor's programs and agencies with the primary
operational responsibility for achieving this strategic goal include the
Employment and Training Administration's Workforce Investment Act (WIA) and
Wagner-Peyser Act programs, the Office of Disability Employment Policy, the
Veterans' Employment and Training Service (VETS), and the Bureau of Labor
Statistics. In addition, the Women's Bureau (WB), the Center for Faith-Based
and Community Initiatives (CFBCI), the Office of the 21st Century
Workforce, the Office of the Solicitor, the Office of the Assistant Secretary
for Administration and Management, and the Office of Inspector General provide
indirect support to this strategic goal.
An agile workforce, prepared for the challenges of the 21st
Century workplace is key to keeping America competitive and strong. The
Department of Labor is teaming up with our Federal, State, and local partners
in the workforce investment system to strengthen our abilities to better serve
America's workers. By helping people obtain the necessary skills for a career
path rather than just a job, the Department will help people go beyond dreaming
of a better life to actually living a better life. The Department is reaching
out to employers to find our where the new jobs are, identify what skills are
in demand, and setting up programs to help workers acquire those needed skills.
In order to enhance our ability to accomplish these goals, Congress is
changing some of the laws that govern our primary employment and training
programs. For example, reauthorization of the Workforce Investment Act (WIA)
will impact many of the Department's programs and services that ensure a
prepared workforce. Four key principles that will guide the legislative
initiative include:
- A One-Stop system that works more closely with employers because
they hire trainees and referred job seekers;
- A simplified governance structure that can use workforce investment
resources as an economic development tool and ensure that the workforce
investment system focuses on its key mission of putting people to work;
- More collaborative programs with associations and educational
institutions like local community colleges; and
- An improved performance measurement system that will include
system-wide measures that are concise, results-oriented, and easy to understand
and administer.
The demands of the 21st Century global economy will require a
highly skilled workforce with a strong academic foundation and occupational
skills provided through high-quality education and training programs. One
approach to prepare workers to meet these demands is through Registered
Apprenticeship, a time-tested combination of classroom instruction to lay the
academic foundation coupled with on-the-job training and mentoring to building
occupational skills. Today, registered apprenticeship has expanded to over 850
occupational areas to meet the needs of numerous new industries including
health care, social services, information technology, and security.
DOL policies that guide the implementation of State grant services to
adults and dislocated workers underscore the importance of directing training
efforts to meet the skill needs of the 21st Century, especially with
respect to countering skill shortages in information technology and other
high-tech fields. Grants to the States under WIA provide employment and
training activities for adults and dislocated workers that increase the
employment, retention, and earnings of participants and increase their
occupational skill attainment to enhance life-long career opportunities.
Activities include occupational skill training, job placement and support
services through the One-Stop Career system.
In Program Year 2004, consistent with the reauthorization of WIA and the
goal of linking budget and performance included in the President's Management
Agenda, the Department of Labor proposes to implement common performance
measures. These measures will be implemented in conjunction with other federal
agencies offering employment and training programs including the Departments of
Education, Health and Human Services, Housing and Urban Development, Interior,
and Veterans Affairs. The common measures will apply to WIA Adult and
Dislocated Worker programs, the Labor Exchange program, the Trade program, the
WIA Youth program, and the Job Corps. They include measures for employment,
retention in employment, the rate of earnings increase and program efficiency.
The targets for these indicators are estimates based on the newly proposed
measures.
The Trade Act of 2002 reauthorized the program through fiscal year 2007,
and amends and adds provisions to the Trade Adjustment Assistance (TAA)
program, many of which became effective on November 4, 2002. It expands
eligibility to more worker groups, increases existing benefits available, and
adds health care; increases timeliness for benefit receipt, training and rapid
response assistance; legislates waivers; and establishes other TAA
programs.
The Department's youth portfolio under the Workforce
Investment Act includes State formula-funded grants and Job Corps. Both
programs are designed to help low income youth acquire the education, skills,
work experience, and support they need to transition to careers and a
productive adulthood. These programs prepare young people for the
21st Century Workforce by providing a comprehensive array of
services that include preparing youth with the skills they need for successful
employment; improving educational attainment; providing supportive services;
and helping develop the potential of youth as citizens and leaders. Job Corps'
full-time, residential education and training program will be even further
enhanced under the new agreement between the Departments of Labor and Education
which will offer a number of strategies to increase the number of Job Corps
graduates who obtain their high school diplomas. This joint project will
include developing a Job Corps distance learning/national high school system
while maintaining strong content standards.
Faith-based and community organizations can be powerful catalysts in
transforming people's lives. The Department is expanding opportunities for
these grass-roots groups to receive grants and other resources to carry out
their mission of bringing hope and opportunity to individuals and improving our
communities. Many grants are specifically designed to link the service
expertise of faith and community-based organizations with the One-Stop Career
System. The grants are a central component of President George W. Bush's effort
to ensure federal policy and programs are accessible for all qualified
organizations to compete for government funds.
The Department will continue to improve its delivery of labor exchange
services to America's veterans. Through a network of Disabled Veteran Outreach
Programs (DVOP) and Local Veterans Employment Representatives (LVER), intensive
case management services will be provided to disabled veterans and others with
significant barriers to employment. Additionally, the Veterans Employment and
Training Service (VETS) will implement and evaluate pilot projects to
facilitate the employment of veterans in high-demand occupations, such as
health care and teaching. Study recommendations will be utilized to respond to
specific veterans' employment needs. VETS will also use an improved data
collection system to assess success and provide accountability in VETS' grant
programs.
To support the New Freedom Initiative, the Department will continue to
work to reduce the unemployment rate of Americans with disabilities currently
at 14.1 percent (nearly triple the unemployment rate of citizens without
disabilities) to allow these citizens to achieve more productive and meaningful
work lives. The Office of Disability Employment Policy will develop and
evaluate effective employment, training, and employment support service
strategies through pilot and research projects. These evidence-based
strategies will be disseminated to the workforce development system to assist
adults and youth with disabilities to move successfully into meaningful,
long-term career opportunities. Replication of effective practices throughout
the job training and vocational rehabilitation community will further promote
an integrated approach to adopt the most effective practices and expand
employment opportunities for people with disabilities.
The Women's Bureau supports the outcome goal of increasing employment,
earnings and assistance by advocating the employment, training and retention of
women to address identified worker shortages, especially in the areas of
nursing and the placement of military spouses, older workers and workers with
disabilities.
The FY 2004 outcome and performance goals for this strategic goal
follow. Detailed information on every performance goal, including indicator,
data source, baseline and explanatory comments, can be found in Appendix A.
Outcome Goal 1.1Increase Employment,
Earnings, and Assistance
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in
Billions)
|
|
Fiscal Years |
Budget Authority |
Outlays |
|
FY 2004 |
$ 5.2 |
$ 4.8 |
FY 2003 |
$ 3.9 |
$ 4.7 |
FY 2002 |
$ 4.5 |
$ 5.2 |
FY 2001 |
$ 4.3 |
$ 5.1 |
FY 2000 |
$ 4.1 |
$ 4.3 |
|
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A. |
Increase the employment, retention, and earnings of individuals
registered under the Workforce Investment Act adult program. In Program Year
2004:
72% *of individuals registered who are not employed at
registration will be employed in the first quarter after program
exit.
83% *of those employed in the first quarter after program exit
will be employed in the second and the third quarters after program
exit.
The earnings of individuals who are registered will increase by
an average (percentage to be determined based upon analysis in 2004) %* between
the period of one quarter prior to registration and the first quarter after
program exit and by an average (percentage to be determined based upon analysis
in 2004) %* between the first and third quarters after program exit.
$914,295,000 |
B. |
Improve the outcomes for job seekers and employers who receive
public labor exchange services. In Program Year 2004:
58% *of individuals registered who are not employed at
registration will be employed in the first quarter after program exit..
72%* of those employed in the first quarter after program exit
will be employed in the second and in the third quarters after program exit.
The earnings of individuals who are registered will increase by
an average of (percentage to be determined based upon analysis in 2004) %*
between the period of two quarters prior to registration and the first quarter
after program exit and by an average of (percentage to be determined based upon
analysis in 2004) %* between the first and third quarters after program
exit..
$807,639,000 |
C. |
Strengthen the registered apprenticeship system to meet the
training needs of business and workers in the 21st Century. In
Fiscal Year 2004:
Increase the number of new registered apprenticeship programs in
the industries that comprise the High Growth Job Training Initiative from the
FY 2003 result of 359 to 366.
Increase the number of new apprentices registered by
OATELS staff from FY 2003 result of 67,401 to 68,592.
$21,494,000 |
D. |
Provide national leadership to increase access and employment
opportunities for youth and adults with disabilities receiving employment,
training, and employment support services by developing testing, and
disseminating effective practices.
Increase by 5% the number of people with disabilities served
through ODEP projects.
Increase by 5% the entered employment rate at pilot sites.
Increase by 10% the 3-month and 6-month retention rates for
people with disabilities served by the pilots.
Increase by 10% effective practices identified through pilot
projects and other research-related initiatives.
$47,333,000 |
E. |
Improve the employment outcomes for veterans who receive public
labor exchange services and veterans program services.
58% of veteran job seekers will be employed in the first or
second quarter following registration.
72% of veteran job seekers will continue to be employed two
quarters after initial entry into employment with a new employer.
52% of disabled veterans will enter employment
55% of homeless veterans enrolled in homeless veterans
reintegration programs will enter employment
55% of homeless veterans will continue to be employed six months
after entering employment.
$208,338,000 |
F. |
Increase the employment, retention, and earnings replacement of
individuals registered under the Workforce Investment Act dislocated worker
program. In Program Year 2004:
79%* of individuals registered who are not employed at
registration will be employed in the first quarter after program exit.
89%* of those employed in the first quarter after program exit
will be employed in the second and in the third quarters after program
exit.
The earnings of individuals who are registered will increase by
an average of (percentage to be determined based upon analysis in 2004) %*
between the period of two quarters prior to registration and the first quarter
after program exit and by an average of (target to be determined based upon
analysis in 2004) %* between the first and third quarters after program
exit.
$1,842,831,000 |
G. |
Increase the employment, retention, and earnings replacement of
workers dislocated in important part because of trade and who receive trade
adjustment assistance benefits. In Fiscal Year 2004:
70% of individuals registered who are not employed at
registration will be employed in the first quarter after program exit.
88%* of those employed in the first quarter after program exit
will be employed in the second and in the third quarters after program exit.
Those who are employed in the third quarter after program exit
will earn, on average, 90% of their pre separation earnings.
$1,386,353,000 |
*DOL goals have been revised to be consistent with the common
measures for federal job training and employment. Indicators that are
asterisked are common measures where tentative targets have been established
based on best available data. Where data are insufficient at this time to set a
preliminary target, a target will be established in PY 2004 (July 1, 2004
June 30, 2005) and final targets will be updated in FY 2005 planning
documents. Please refer to Appendix B for further information on these
goals. |
Means and Strategies
Operating Agencies: ETA, ODEP, VETS
Sustained Efforts in FY 2004
- In Program Year 2004, the Department expects the programs for adults
and dislocated workers to begin the fifth year of operation under a
reauthorized Workforce Investment Act. The Department expects these programs to
be streamlined in the reauthorization process. As the U.S economy changes, it
will become ever more critical that the workforce investment system find a way
to integrate every available worker into the workforce to enable the continued
competitiveness of U.S. businesses and to ensure that no worker is left behind.
To further support the principle of no worker left behind, the Department will
propose a transition process assuring that Welfare-to-Work participants easily
and seamlessly transfer into the workforce investment One-Stop system
environment as WtW Formula and Competitive Grants come to a close. Both WIA and
TANF Reauthorization present the opportunity for statutory technical
adjustments (based upon the lessons learned over the past six years of
workforce and welfare system partnership) to facilitate coordination,
flexibility of funds, and service sequencing. (Goal 1.1A)
- The Department will work to meet the goal of universal access to the
One-Stop system by: 1) supporting outreach to groups of adult workers through
community-based organizations, faith-based organizations, organized labor, and
other entities, enlisting their assistance in assessment and referral of
individuals to local One-Stop Career Centers; and 2) expanding access to
services through enhanced use of Internet, telephone and other technologies to
provide a broad spectrum of access points not dependent on a single method or
medium. (1.1A and 1.1F)
- The Department will focus particular effort on individuals with
Limited English Proficiency (LEP), helping One-Stop systems develop their
capacity to work with this population. ETA will gather available workforce
investment system tools, procedures, curricula, books, and strategies
(categorized into core, intensive and training categories) already translated
into other languages (with emphasis on Spanish and Asian languages) and post
them as downloadable items on a Web site accessible to States and One-Stop
Career Centers nationwide. Other technical assistance materials regarding LEP
(such as a focused Guidebook) will also be produced and distributed. (1.1A,
1.1B and 1.1F)
- DOL will continue services to adults and dislocated workers who are
likely to exhaust Unemployment Insurance benefits as identified by the Worker
Profiling and Re-employment Services component of the workforce system by
improving the assessment of claimants' needs and providing appropriate
Wagner-Peyser Act and Workforce Investment Act Title I re-employment services
(e.g., job search workshops, counseling, referrals to suitable openings) and
other needed assistance. (1.1A and 1.1F)
- To ensure that performance results drive the management and funding
of workforce investment system programs, ETA will fully implement the
Performance Enhancement Project (PEP). The project entails a four-part (State,
ETA Regional Office, ETA National Office, expert private sector consultants)
analysis of the performance of each State that has failed one or more of its
negotiated performance standards. The analysis results in the design of a
customized technical assistance strategy targeted for a specific State. This
customized plan is developed from a menu of assistance topics and
methodologies. The delivery methodologies include training, one-on-one
assistance, written materials and research. Effectiveness of this approach will
be measured by successful performance in the subsequent year. With
implementation of the common measure for federal job training and employment
programs, the project will focus exclusively on those. (1.1A and 1.1F)
- In partnership with Regional Offices, ETA will initiate a grant
review program and develop an OMB approved review tool that focuses on the
One-Stop delivery system=s universal access and labor exchange functions, and
their relationship to more intensive One-Stop services. The goal of this
strategy will be to assist state workforce agencies and workforce investment
boards in identifying service delivery strengths and improvement opportunities
for increasing job seeker entry to employment. (1.1B)
- The Department has created a Business Relations Group to lead the
workforce investment system's transition to a demand driven system and to
institutionalize this shift at the Federal, State and local level. The
Department will work with States and our One-Stop partners to increase the
number of businesses engaged in and using the public workforce system to meet
their human resource needs using the following strategies: (1) increasing
outreach and targeted communication strategies through employer organizations
and business liaisons within the State workforce boards; (2) utilizing special
initiatives such as Partnerships for Jobs that broker the connection between
large and multi-State employers to the workforce system; (3) improving system
capacity for working with business; and (4) fostering a better understanding of
business human resource needs and how businesses function, and tailoring
strategies to meet those needs. (1.1A, 1.1B, 1.1F and 1.1G)
- In order to increase positive employment outcomes for both employers
and job seekers, DOL will work with States to produce and deliver quality
workforce information products and services to job seekers and employers that
effectively facilitate the labor exchange process. (1.1B)
- DOL will continue to review existing research from the registered
apprenticeship system, engage current stakeholders and gather input to identify
new industries and occupations for the development of apprenticeship programs.
(1.1C)
- DOL will continue an education and outreach campaign to promote the
development of new apprenticeship programs in the industries in the High Growth
Job Training Initiative. (1.1C)
- DOL will continue to initiate new and evaluate ongoing pilot and
research projects to identify effective practices that: (1) encourage employers
to hire people with disabilities, and (2) support and strengthen the capacity
of the workforce development system to provide appropriate and effective
employment, training, and employment support services. Specific projects
include the Employer Assistance Referral Network, customized employment,
Olmstead community programs, High School/High Tech, WIA youth services,
the Job Accommodation Network, and development of youth leadership
opportunities. Proven effective practices resulting from these and other
projects will be replicated throughout the workforce development system. This
will be accomplished through partnerships internal and external to the
Department and in keeping with the Secretary of Labor's Delegation of Authority
and Assignment of Responsibility to the Assistant Secretary for Disability
Employment Policy. (1.1D)
- DOL will improve services to veterans within the workforce
development system by implementing: 1) pilot projects undertaken in cooperation
with employers, State workforce agencies, and educational institutions to place
job-ready transitioning service members into career-oriented jobs in industries
with known labor shortages, such as retail sales and health care; 2) revised
roles and responsibilities with greater flexibility for the States to assign
grant-funded State veterans employment representatives, particularly for case
managers who serve disabled and other veterans with barriers to employment to
locations with larger disabled veterans populations. (1.1E)
- DOL will utilize recommendations from a study of unemployed veterans
service needs, currently underway, to improve the Department's understanding of
the characteristics and service needs of the veteran population that uses the
Public Labor Exchange, as well as those who do not, so that DOL can better meet
the employment and training needs of all veterans. (1.1E)
- The Department will develop tools and mechanisms to improve the
ability of faith-based and community-based organizations to participate as
service providers, and will remove policy and other barriers to such
participation. The Department will explore options for performance outcome
measures that accurately reflect the service delivery contributions of faith-
and community-based organizations. (1.1A)
- The Department will continue to promote on-the-job-training and
customized employer training as a viable means to addressing the current labor
shortages being experienced by companies. (1.1A, 1.1F, and
1.1G)
- To support the creation of an Alternative Trade Adjustment
Assistance (ATAA) program for workers 50 and over which was passed as part of
the Trade Adjustment Assistance (TAA) Reform Act of 2002, ETA will emphasize
the need for a coordinated approach to assisting jobseekers. Greater emphasis
must be placed on the need for all relevant parts of the workforce system to
work together in the development of reemployment plans that maximize older
worker's skills and abilities. This requirement places greater emphasis on the
various rapid response strategies and potential models used throughout the
workforce system. (1.1G)
- The Department will continue to conduct onsite monitoring visits to
determine the effectiveness of services and benefits provided to trade-affected
workers. (1.1G)
- The Department will complete its design and implementation of a
reengineered business model for processing all trade petitions received from or
on behalf of trade impacted workers within the statutory 40-day
timeframe. This will result in the timely delivery of needed services
that put trade affected workers back to work as quickly as possible while they
still have a strong attachment to the labor force. (1.1G)
Significant New or Enhanced Efforts in FY 2004:
- The Department will propose in WIA reauthorization, the elimination
of the current WIA requirement that outcome data for all students be provided
in order for vendor placement onto Eligible Training Provider (ETP) rosters
used by States and One-Stop Career Centers. This will eliminate coordination
problems driven by differing interpretations of the Family Educational Rights
and Privacy Act (FERPA) and will result in a greater number of educational
institutions (with basic academic foundation capabilities) being added to
workforce investment system ETP lists from which customers select the workforce
preparation or retraining of their choice. (1.1A and 1.1F)
- DOL will research areas of labor shortage research to identify and
develop new partnerships involving apprenticeship training in a minimum of
five-targeted industries. (1.1C)
- DOL will continue pilot projects focusing on job development and
placement in three States to assist transitioning service members and their
spouses. Two pilots address jobs in the health care field. The third pilot will
explore the feasibility of military spouses being able to transfer seniority
and benefits from store to store in a large retail chain as the military member
transfers from base to base. (1.1E)
- The Department will implement a funding formula to provide states
with planning estimates in advance of the fiscal year. This will permit
states to plan and manage resources in a more effective and efficient
manner. The formula will incentivize states to maximize the number of TAA
participants who receive training during the fiscal year with the expectation
of rapid reemployment and improved performance outcomes. (1.1G)
- ETA will pursue full integration of the Trade Act programs into the
One-Stop system and the WIA programs by assisting states and local boards to
overcome barriers which hinder service delivery to trade-affected workers as a
means of increasing the numbers of TAA participants co-enrolled in the broader
dislocated worker program. DOL will develop a marketing strategy for
disseminating promising practices for use by States and local boards.
Regional forums will be held with top level administrators from all relevant
program areas throughout the workforce investment system to convey these
objectives. (1.1G)
- The Department will place emphasis on the need for improved case
assessment and management (e.g., job search workshops, counseling, resume
writing, referrals to suitable employment, remedial training, etc.) in an
effort to expedite trade-affected workers return to suitable long-term
employment. Additionally, states are being encouraged to use best possible
outcomes as the main criteria for approving training. (1.1G)
- The Department will work with states to undertake and complete data
validation of all outcomes data to assure that information reported is accurate
and timely. Findings provided as a result of the validation exercise will
be used to establish program effectiveness, quality of services provided, and
technical assistance strategies, as necessary. (1.1G)
- The Department will institute management improvements designed to
reduce the average processing time from over 100 days to less than 40
days. This will encompass timely institution of petitions, prompt
investigations and determinations, and expeditious notification of petitioners
and state agencies regarding petition decisions. (1.1G)
Cross-Cutting Programs and Issues
DOL in partnership with HHS, ED, and HUD has developed a working group
to focus on common measures for federal employment and training programs. The
measures include entered employment, retention, earnings increase and
efficiency. These changes will enable the Assistant Secretary for Employment
and Training to better measure and justify the program's impact, value, and
benefits to Congress and the public.
The Department will continue to collaborate with other Federal agencies,
including Commerce, Agriculture, Housing and Urban Development, Treasury and
the Small Business Administration, as well as state and local governments, in
programs for economic development and community adjustment assistance in areas
affected by worker dislocations, including trade-impacted areas. These
government entities work with the Community Adjustment and Investment Program
and the North American Development Bank, created by the implementing
legislation for the North American Free Trade Agreement, to increase business
investment opportunities and employment opportunities for dislocated workers.
DOL will also work across One-Stop partner programs to identify and eliminate
disincentives for co-enrolling individuals in multiple programs, in order to
improve program integration and outcomes for jobseekers.
Outcome Goal 1.2Increase the Number
of Youth Making A Successful Transition to Work
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in
Billions)
|
|
Fiscal Years |
Budget Authority |
Outlays |
|
FY 2004 |
$ 1.6 |
$ 2.8 |
FY 2003 |
$ 2.6 |
$ 3.1 |
FY 2002 |
$ 2.9 |
$ 2.9 |
FY 2001 |
$ 2.9 |
$ 2.4 |
FY 2000 |
$ 2.7 |
$ 2.2 |
|
|
|
A. |
Increase placements and educational attainments of youth. In
Program Year 2004:
60%* of youth not in education or employed at registration will
have entered employment or enrolled in post-secondary education or advanced
training/occupational skills training by the end of the first quarter after
exit.
40%* of youth without a diploma, GED or certificate at
registration will earn a diploma, GED or certificate, excluding those youth
still enrolled in secondary school at point of measurement.
40%* of youth deficient in basic skills will achieve a gain in
either literacy or numeracy skills (measure annually and/or upon program
exit).
$1,013,845,000 |
B. |
Improve educational achievements of Job Corps students, increase
participation of Job Corps graduates in employment and education: In PY
2004:
85%* of youth not in education or employed at registration will
have entered employment or enrolled in post-secondary education or advanced
training/occupational skills training by the end of the first quarter after
exit
56%* of youth without a diploma, GED or certificate at
registration will earn a diploma, GED or certificate, excluding those youth
still enrolled in secondary school at point of measurement.
40% of students will achieve literacy or numeracy gains of one
Adult Basic Education (ABE) level, equivalent to two grade levels.
$1,599,253,000 |
*DOL goals have been revised to be consistent with the common
measures for federal job training programs. Indicators that are asterisked are
common measures where tentative targets have been established based on best
available data. Targets will be updated in FY 2005 planning documents, as data
become available. Please refer to Appendix B for further information on
these goals. |
|
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|
Means and Strategies
Operating Agencies: ETA
Sustained Efforts in FY 2004:
- In order to increase the attainment of a high school diploma or its
equivalent, placement in advanced training, and employment opportunities with
career paths, DOL will continue to provide guidance for programs serving youth
to focus on the provision of strong academic and skills training and enhanced
placement and transitional services for program graduates. Such placement and
transitional services will include child care, transportation, and housing
support, as well as counseling from career transition services providers and
other workforce development partners. (1.2A)
- DOL Federal and State staff will jointly determine the effectiveness
of local youth programs. These staff will complete 50 site visits by June 30,
2004, to local areas, providing technical assistance, guidance and identifying
best practices. Local area directors and youth council chairs will receive a
report of findings and recommendations. (1.2A)
- DOL will issue its annual program guidance to States and local areas
implementing comprehensive youth services under Workforce Investment Act. The
2004 program emphasis will include a focus on designing programs that address
literacy and numeracy skill deficiencies and on developing program strategies
that integrate Workforce Investment Act youth services with other existing
education and skill training providers within the community. (1.2A)
- DOL's regions will conduct at least one youth conference or other
technical assistance event that focuses on providing local communities and
youth councils with strategies to build strong youth investment systems that
promote attainment of diplomas/General Education Diplomas or advanced training
leading to career opportunities. (1.2A)
- DOL will continue the national best practices strategy to promote
educational and skills training achievement for younger youth. The National
Office, assisted by the regions, will maintain a web-base database of best
practices and strategies. (1.2A)
- DOL will continue to establish and refine clear, measurable
benchmarks of program success through input from State and local officials and
by monitoring participant outcomes in such areas as academic achievement,
placement and retention in employment and further education after program
completion. (1.2A)
- The Department will develop tools and mechanisms to improve the
ability of faith-based and community-based organizations to participate as
service providers, and will remove policy and other barriers to such
participation. The Department will explore options for performance outcome
measures that accurately reflect the service delivery contributions of faith-
and community-based organizations. (1.2A)
Significant New or Enhanced Efforts in FY 2004:
- While in this last year of authorization under the Workforce
Investment Act, DOL will place continued emphasis on improving the quality of
services in order to equip our youth with the knowledge, skills, and abilities
required to effectively meet the changing needs of business and the new economy
as well as a focus on the reauthorization of The Workforce Investment Act.
Because Program Year 2003 is the last year of authorization, DOL plans to
analyze the experiences of State and local areas in the effective delivery of
high quality, comprehensive youth services and assess how well these services
met the challenge of preparing our most at-risk youth for post-secondary
education and careers. Our goal is to determine the potential areas for
improvement and issues that could be addressed through the reauthorization of
the Workforce Investment Act. (1.2A)
- DOL will provide technical assistance and program guidance to assist
State and local areas make the program changes required under a reauthorized
WIA. The emphasis will be on continuity of service and maintaining high levels
of quality of services to youth during this transition year. Our goal is to
maintain service and participation levels in Program Year 2004. (1.2A)
- DOL will develop informational materials to assist local areas in
more effectively engaging business in the operation of youth programs and in
hiring those youth who have completed Workforce Investment Act youth programs.
(1.2A)
- DOL is dedicated to the success of its students both during and
after their experience in the program. Strategies to help students achieve
success will continue to be implemented through a more comprehensive and
effective training, placement, and career transition support system as part of
Job Corps' Career Development Services System (CDSS) program enhancement
initiative. DOL will continue to emphasize the attainment of academic and
vocational credentials along with high quality placements and wages that will
lead to long-term attachment to the work force. (1.2B)
- DOL will enhance results by improving our strategies to meet
external challenges that may impact the program's ability to achieve desired
results. These factors may include economic conditions, changes in State and/or
local requirements for achieving academic credentials, and availability of
resources to implement initiatives. Strategies to accomplish program objectives
include the following:
- Enhance the mix and relevance of career offerings in Job Corps
that meet local labor market demands, resulting in the modernization of Job
Corps' training programs through input from Industry Councils, local employers
and labor market information;
- Identify and address the personal needs of students early-on and
provide flexible scheduling of services and training tailored to each student's
needs and career goals;
- Expand opportunities for the attainment of high school diplomas
by establishing new partnerships with local schools;
- Use online high school courses to provide students with
opportunities to complete their high school requirements while in Job
Corps;
- Improve staff capacity by providing Job Corps teachers with
online resources, professional development planning, and training;
- Continue to integrate academic skills into vocational curricula,
based on industry standards, and to align vocational training cluster curricula
with industry standards and certification programs;
- Infuse advanced technologies into staff and student training,
including the incorporation of information technology skills beginning in the
first 60 days of a student's enrollment and continuing throughout the
program;
- Continue to forge partnerships that bring new employers and new
community resources to students while expanding students' enrichment
activities;
- Enhance post-center services to better meet quality placement
and employment retention needs of all Job Corps students;
- Continue to place emphasis on performance in the competitive
procurement process through performance-based service contracting as a means of
enhancing program effectiveness;
- Ensure that the Job Corps program remains a viable entity that
will continually meet the evolving needs of the 21st Century
workforce by continuing to emphasize the core activities and services that
achieve maximum benefits for students and taxpayers; and
- Help ensure the efficient use of Job Corps funds by monitoring
training slot capacity utilization at all Job Corps centers. (1.2B)
Cross-Cutting Programs and Issues
DOL will facilitate the involvement of faith-based organizations, as
partners, to expand educational, cultural, recreational and career
opportunities for youth.
DOL will work with the Department of Education and the Department of
Defense's Education Activity to assist with the development of local
partnerships to expand high school diploma attainment opportunities for Job
Corps program participants.
DOL will disseminate the findings from its young offender demonstration
programs as a way to improve services through the One-Stop system.
Outcome Goal 1.3Improve the
Effectiveness of Information and Analysis on the U.S. Economy
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in
Millions)
|
|
Fiscal Years |
Budget Authority |
Outlays |
|
FY 2004 |
$ 535 |
$ 555 |
|
FY 2003 |
$ 541 |
$ 570 |
|
FY 2002 |
$ 551 |
$ 540 |
|
FY 2001 |
$ 465 |
$ 439 |
|
FY 2000 |
$ 420 |
$ 413 |
|
|
|
|
|
A. |
Improve information available to decision-makers on labor market
conditions, and price and productivity changes. |
Means and Strategies
Operating Agency: BLS
Sustained Efforts in FY 2004:
- DOL will continue to carry out its mandate as the principal
fact-finding agency for the Federal government in the field of labor economics.
This includes producing impartial and objective essential economic data for the
Nation in the areas of employment and unemployment, price change, compensation,
safety and health, productivity, and economic growth. Business, labor,
governments, the media, and the public rely on these measures to develop
economic policy and make well-informed decisions.
- By utilizing technological advances, DOL will improve the
operational processes used to develop economic data, specifically through the
use of the BLS Statistical Program Model. The stages of the model are as
follows: conceptualization, planning, design, development, implementation,
validation, and administration.
- The Department's BLS is a knowledge-based organization composed of
information workers: individuals who must have the knowledge, skills, and
abilities to gather, analyze, and disseminate statistical information relevant
to policy makers and American citizens. The rapid development of information
technology and new approaches and methods for data collection and analysis has
changed and continues to change the nature of the work at BLS. As a result, BLS
needs to ensure that it remains competitive with other organizations in terms
of the salaries, benefits, training, challenging work, and other incentives it
offers to its highly skilled workers.
- DOL will continue to improve and enhance its data collection and
dissemination capabilities. For example, to reduce respondent burden, BLS
provides a variety of options for participating in BLS surveys. The BLS
Internet Data Collection Facility (IDCF), which can be shared across
statistical program areas, provides a single, manageable, and secure
architecture for Bureau surveys to use in collecting information over the
Internet. Work is underway in 2004 to expand the project for additional
BLS programs. To improve and enhance public access to its data, BLS will
expand the functionality and availability of statistical data on the BLS
website. In FY 2004, BLS will expand the use of map tools for additional
programs. With this tool, users can download maps showing unemployment
rates by State, county, or metropolitan statistical area, for any month or year
from 1990 forward.
- To determine customer satisfaction with BLS statistical products and
services, BLS will continue to participate in the American Customer
Satisfaction Index (ACSI) survey. Participation in the ACSI allows
BLS to know, understand, and
anticipate customers' needs, expectations, and preferences as well as allows
BLS to compare its services with other public and private organizations to
discover best practices to improve customer service.
- BLS in its entirety was one of the Federal programs that the
Administration assessed with the Program Assessment Rating Tool (PART). One
recommendation was to maintain BLS' current successes in program monitoring and
operations, which BLS will continue to do in FY 2004.
Significant New or Enhanced Efforts in FY 2004:
- DOL will publish Quarterly Productivity and Costs Statistics,
Producer Prices and Price Indexes (PPI), Occupational Employment Survey (OES),
and the Census of Fatal Occupational Injuries (CFOI) data using the North
American Industry Classification System (NAICS). NAICS replaces the Standard
Industrial Classification (SIC) system and offers a new and more consistent
approach to industrial classification that better reflects the modern economy.
By 2004, eight BLS programs that produce industry-based statistics will be
using NAICS.
- DOL will continue to increase service industry coverage in the PPI.
With the service sector accounting for over 70 percent of marketed U.S.
domestic production, this expanded coverage will provide decision-makers in the
public and private sectors more comprehensive information on price trends for
domestic service outputs.
- DOL will continue to expand industry coverage in productivity
statistics by producing measures of labor productivity and unit labor costs for
three additional service-producing industries.
- DOL will continue work to maintain and improve responses for its
statistical programs. The Employment Cost Index program, for example,
will increase its response rate by conducting activities, such as better
monitoring and measuring of response rates to target problematic areas;
building upon a national training curriculum whereby all field data collectors
are trained on the best techniques and methods to use in approaching respondent
contacts; and improving outreach efforts to better educate potential
respondents about the value of BLS surveys.
- As part of the continuing efforts to modernize the computing system
for monthly processing of the PPI, the program will complete approximately
one-third of the new pricing system components by 2004. This new system
will be based on a more secure, stable, and expandable computing
platform.
Cross-Cutting Programs and Issues
BLS, as a producer of economic statistics on the U.S. economy, must work
in partnership with other Federal, State, and international statistical
agencies. These organizations encounter common and sometimes overlapping issues
that must be addressed in a coordinated manner for the benefit of the users of
these data. Such coordination not only maximizes BLS performance, but also
helps to improve the accuracy, efficiency, and relevancy of economic measures
produced.
As a Federal statistical agency, BLS is a member of the Interagency
Council on Statistical Policy, a committee of representatives from 15 agencies,
which works to identify areas for collaboration. During FY 2004, the Council
will enhance FedStats, a portal or "one-stop shopping" website for Federal
statistics, and continue research and development efforts with its academic
Digital Government partners in moving towards a National Statistical Knowledge
Network.
Progress will continue on operationalizing the Confidential Information
Protection and Statistical Efficiency Act of 2002. The law provides for the
sharing of business data among three Federal statistical agencies, that is, the
Bureau of Labor Statistics, Bureau of Economic Analysis, and Bureau of the
Census. Among the benefits, this will help to reduce respondent burden by
ensuring that the duplication of data collection efforts is minimized.
As a member of the international statistical community, BLS also works
with foreign statistical agencies and international organizations in efforts to
enhance comparability of concepts and definitions. During FY 2004, BLS will
participate in statistical working parties sponsored by the Organization for
Economic Cooperation and Development to address issues dealing with improving
and standardizing the data on productivity and employment/unemployment used
around the world. BLS staff also will participate on working groups
sponsored by the United Nations Economic Commission for Europe on topics such
as metadata and statistical data editing.
4.2 DOL Strategic Goal 2 A Secure
Workforce
DOL STRATEGIC GOAL 2
A SECURE WORKFORCE Promote the
economic security of workers and families
OUTCOME GOALS:
2.1 Increase compliance with worker
protection laws 2.2 Protect worker
benefit |
Total Funds for This Goal (in
Billions): |
|
|
|
|
|
|
Fiscal Years |
Budget Authority |
Outlays |
|
|
FY 2004 |
$ 47.9 |
$ 49.1 |
|
|
FY 2003 |
$ 63.3 |
$ 61.5 |
|
|
FY 2002 |
$ 56.4 |
$ 55.3 |
|
|
FY 2001 |
$ 30.6 |
$ 29.5 |
|
|
FY 2000 |
$ 25.1 |
$ 23.7 |
|
|
FY 1999 |
$ 26.0 |
$ 25.1 |
|
DOL is committed to protecting workers' hours, wages, and other working
conditions; providing unemployment compensation and other benefits when workers
are unable to work; and expanding, enhancing, and protecting workers'
retirement plans, health care plans, and other benefits.
Department of Labor programs and agencies with the primary operational
responsibility for achieving this strategic goal include the Employee Benefits
Security Administration (EBSA); the Pension Benefit Guaranty Corporation
(PBGC); the Employment and Training Administration's Unemployment Compensation
programs; and, the Employment Standards Administration (ESA)'s Wage and Hour
Division, Office of Labor-Management Standards and Office of Workers'
Compensation Programs. In addition, the Office of Small Business Programs
(OSBP), the Office of the Solicitor, the Office of the Assistant Secretary for
Administration and Management, the Office of Inspector General, and the
Appellate Boards provide indirect support to this strategic goal.
The performance goals in this section support the Department's
commitment to the protection of the American workforce in the 21st Century. The
goal of promoting compliance in typically low-wage industries, for example,
reflects the Department's commitment to guaranteeing an honest day's pay for an
honest day's work, which is especially critical for the most economically
disadvantaged American workers. The Department has also established a goal to
protect the economic safety and security of American workers and their
workplaces by promoting the responsible stewardship of union funds.
A key objective of the Department's role in the administration and
oversight of benefit programs for unemployed workers and for those who have
suffered work-related injuries and illnesses is the responsible stewardship of
taxpayer dollars. Additionally, DOL's goals to improve payment timeliness and
assistance to unemployed and injured workers to return to the workplace
represent the practical implementation of the Department's pledge to give hope
to all individuals that they will not be left behind in the quest for the
American dream.
The FY 2004 outcome and performance goals for this strategic goal
follow. Detailed information on every performance goal, including indicator,
data source, baseline and explanatory comments, can be found in Appendix A.
Outcome Goal 2.1Increase Compliance
with Worker Protection Laws
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in Millions)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
A |
FY 2004: Covered American workplaces legally, fairly,
and safely employ and compensate their workers as indicated by:
1. Ensuring continued customer service by
maintaining the average number of days to conclude a complaint at the FY 2003
level of 108.
2. Reducing employer recidivism by increasing by 1%,
the percent of prior violators who achieved and maintained FLSA compliance
following a full FLSA investigation.
3. Increasing compliance in industries with chronic
violations.
a. as indicated in the garment manufacturing
industry by:
1. Increase by 1% the percentage of employees paid
on the payroll in New York City.
2. Increase by 2% the number of manufacturers in
southern California that monitor contractors (including conducting unannounced
visits and payroll review).
b. as indicated in the long-term health care
industry by:
1. Increase by 5% the percent of nursing homes in
compliance with the FLSA.
2. Increase by 2% the percent of nursing home
employees employed or paid in compliance with the FLSA..
c. as indicated in agricultural commodities by:
1. Increase by 2% compliance among agricultural
employers subject to the DWHaT provisions of MSPA through targeted assistance
programs.
2. Increase by 1% the number of agricultural housing
providers who corrected violations following an investigation.
4. Ensuring timely and
accurate prevailing wage determinations by:
a. Establish a baseline of the number of wage
determination data submission forms processed per 1,000 hours.
b. Issue 80% of all survey-based DBA wage
determinations within 60 days of the receipt of the underlying survey data.
$101,266,000 |
B |
Advance safeguards for union financial integrity and
democracy and the transparency of union operations by:
1. Increasing union financial
integrity: Baseline information on unions with fraud will be developed
and performance targets will be established.
2. Increasing union transparency. The
percentage of union reports meeting standards of acceptability for public
disclosure will increase to 75%.
$30,779,000 |
Means and Strategies
Operating Agencies: ESA
Sustained Efforts in FY 2004:
Improving Customer Service
- DOL will continue to employ streamlined procedures where necessary
to ensure early: contact with complainants, development of case facts,
identification of appropriate investigative tools, and identification of
potential litigation cases. (2.1A)
- DOL will maintain complaint intake procedures to ensure the adequate
screening of complaints, and DOL offices will conduct regular reviews of
complaint inventories using established accountability measures and management
reports to ensure that timeliness measures are being met. (2.1A)
Reducing Employer Recidivism
- DOL will provide compliance assistance on all applicable statutes
administered by DOL during an investigation; secure agreements for future
compliance and specific commitments for future compliance following a DOL
intervention; and, obtain commitments for corporate-wide compliance by
multi-establishment employers through formal and informal agreements following
a history of DOL interventions. (2.1A)
- DOL will assess penalties, pursue litigation and prosecution, and
publicize the consequences of non-compliant behavior as may be appropriate for
willful and repeat violators. (2.1A)
- DOL will provide ongoing training to its investigative staff and
conduct reviews according to established accountability measures to ensure that
proper policies and procedures are followed during initial DOL interventions.
(2.1A)
Increasing Compliance in Industries with Chronic Violations
- DOL will conduct a directed enforcement initiative of garment
contractors to determine the percent of employees paid on the
payroll for firms that have not received outreach and compare with those
firms that have received outreach. (2.1A)
- DOL will conduct face-to-face contacts with contractors in southern
CA, providing them with compliance assistance and meet with known monitoring
companies in southern CA to discuss and train staff in ways to detect and
correct situations where workers are off the payroll. (2.1A)
- DOL will conduct payroll audits of newly registered contractors and
will ensure that contractors producing for manufacturers that are members of
NYC-Apparel Industry Compliance Partnership (AICP) will participate in the
AICP's training program. (2.1A)
- DOL will conduct a payroll audit initiative which includes informing
employers of obligations to pay employees on the books and possible
follow-up investigations. DOL will also distribute employee rights card to
employees during investigations and through employee advocacy organizations,
community groups, community colleges and State licensing agencies. (2.1A)
- DOL will conduct full investigations of overtime, minimum wage and
child labor complaints in a timely manner with focus on obtaining long-term
sustaining compliance. (This excludes last paycheck conciliations.) (2.1A)
- DOL will assess whether the Department is receiving multiple
complaints against the same corporations and take appropriate intervention
measures to ensure corporate-wide compliance, including being approached to
participate in a compliance agreement program. (2.1A)
- DOL will conduct compliance assistance highlighting problems common
in residential care and nursing home and in geographic areas where violations
appear more common. (2.1A)
- DOL will work with State licensing agencies to pilot the
dissemination of compliance materials to newly licensed residential care
facilities. (2.1A)
- DOL will develop and pilot a face-to-face consultation program for
small and new residential group homes and will distribute industry-specific
fact sheets on most common violations in the nursing home industry. (2.1A)
- DOL will provide compliance assistance training to nursing home
corporations or associations entering into compliance assistance partnerships.
(2.1A)
- DOL will contact employers with prior agricultural violations who
agreed to future compliance and encourage them to enter compliance partnership
agreements with an emphasis on housing, transportation and child labor
compliance. (2.1A)
- DOL will plan initiatives in agricultural commodities or geographic
areas with high violation rates and where housing is provided and
transportation is provided and child labor is likely to be present or the use
of farm labor contractors is prevalent. (2.1A)
- DOL will provide compliance assistance to farm labor contractors,
growers and associations through mailings, outreach events, the internet and
other means. DOL will develop a farm labor contractor non-technical bulletin
and distribute plain language compliance assistance information to farm labor
contractor applicants who register for initial certificates of registration.
(2.1A)
- DOL will continue the operational development of the Technology for
Excellent Customer Service (TECS) systems that will provide nationwide
toll-free access to: 1) promptly identify and refer calls unrelated to DOL
activities to the appropriate agency; 2) answer commonly asked questions
quickly and accurately; and, 3) eventually accept employee complaints alleging
violations and refer them electronically to the proper field office.
(2.1A)
- DOL will implement an agreement with the Bureau of Census to scan
and electronically enter wage payment data and encourage use of electronic
survey data collection form. (2.1A)
- DOL will improve the speed and efficiency of the Automated Survey
Data System and implement the new Wage Determination Generation System.
(2.1A)
Advancing safeguards for union financial integrity and
democracy
- DOL will investigate complaints concerning union officer elections,
supervise remedial union officer elections, and conduct audits and civil and
criminal investigations to enforce the LMRDA standards for union democracy and
financial integrity. (2.1B)
- DOL will secure reports required from unions and others under the
LMRDA and make them available for public disclosure, including public
disclosure via the Internet using a searchable database of information from
union financial reports (2.1B)
- DOL will continue to offer and conduct compliance assistance
seminars throughout the country to explain the requirements of the
Labor-Management Reporting and Disclosure Act (LMRDA). These seminars cover
topics such as union reporting and record keeping, financial safeguards for
union funds, elections of union officers, and training for union trustees on
conducting audits in small unions. DOL will continue to advertise upcoming
compliance assistance seminars on its website and to extend to interested
organizations the opportunity to sponsor seminars in the future. (2.1B)
- DOL will foster liaison with international unions to promote
voluntary compliance with LMRDA standards by affiliates and will provide
compliance assistance to union officials. A program of compliance assistance
contacts will be continued that targets unions scheduled to elect officers in
FY 2004 whose previous elections were investigated by the Department. A program
of contacts at the field office level to obtain timely reports by unions with
receipts of more than $200,000 that were delinquent in the prior year will be
continued. DOL will provide outreach to union members to promote the objectives
of the LMRDA. DOL will also continue a program to advise new unions and new
officers about their responsibilities under the LMRDA. (2.1B)
Significant New or Enhanced Efforts in FY 2004:
- DOL will develop and implement a wide variety of compliance
assistance programs, including self-audit tools and incentive-based
consultation programs in selected industries. (2.1A)
- DOL will explore and develop new strategic partnerships to
facilitate the distribution of compliance assistance material including with
States, community-based organizations, employer associations and others.
(2.1A)
- DOL will conduct a statistically valid survey of agricultural
compliance with the disclosure, wages, housing and transportation provisions of
the Migrant and Seasonal Agricultural Worker Act, Fair Labor Standards Act and
OSHA field sanitation standards. (2.1A)
- DOL plans to incorporate in the Internet-based public disclosure
system, union trusteeship reports and reports filed by union officers and
employees, and surety companies under the LMRDA. (2.1B)
- As resources permit, DOL will enhance efforts to advance union
financial integrity by establishing a sustained, productive program of
investigative audits. This would include a viable program to audit
national/international unions under the agency's International Compliance Audit
Program (I-CAP). (2.1B)
- New compliance assistance and union liaison initiatives are planned
to support all aspects of the LMRDA program, particularly to assist union
officials with new and planned LMRDA reporting changes. New compliance
assistance materials will be developed to support planned electronic reporting
initiatives. (2.1B)
Cross-Cutting Programs and Issues
The Office of Small Business Programs (OSBP) serves a cross-cutting
function by coordinating with ESA and other DOL enforcement agencies on
customer/stakeholder feedback to resolve problems and improve agency
operations.
Outcome Goal
2.2Protect Worker Benefits
FY 2004 Performance Goals |
Total Funds for This Outcome Goal (in Billions)
|
|
|
|
|
|
|
|
$ 47.7 |
$ 48.9 |
|
|
|
$ 63.0 |
$ 61.2 |
|
|
|
$ 56.1 |
$ 55.0 |
|
|
|
$ 30.2 |
$ 29.2 |
|
|
|
$ 24.7 |
$ 23.5 |
|
|
|
$ 25.8 |
|
|
A |
Make timely and accurate benefit payments to
unemployed workers, facilitate the reemployment of Unemployment Insurance
claimants, and set up Unemployment tax accounts promptly for new employers. In
Fiscal Year 2004:
Payment Timeliness: 89.2% of all
intrastate first payments will be made within 14/21 days;
Payment Accuracy: Establish for recovery at
least 59%of the amount of estimated overpayments that the States detect;
Facilitate Reemployment: A method for
establishing and entered employment rate for UI claimants was pilot tested in
FY 2003, and a baseline will be established using pilot data; and
Establish Tax Accounts Promptly 82.2%of
determinations about Unemployment Insurance tax liability of new employers will
be made within 90 days of the end of the first quarter they become liable for
the tax.
$2,689,610,000 |
B |
Enhance Pension and Health Benefit Security (Indices
of Success):
Enforcement:
Employee benefits: Achieve greater than 50% ratio of
closed civil cases with corrected violations to civil closed cases.
Employee benefits: Achieve greater than 25% ratio of
criminal cases referred for prosecution to total criminal cases.
Participant Assistance:
Achieve a Customer Satisfaction Index of 62, or comparable
measurement, for participants and beneficiaries who have contacted EBSA for
assistance.*
*Target subject to change pending the results of The Gallup
Organization's Program Evaluation.
$128,605,000 |
C |
Minimize the human, social, and financial impact of
work-related injuries for workers and their families. In FY 2004:
1. For FECA cases of the United States Postal
Service, reduce the lost production days rate (LPD per 100 employees) by 1%
from the FY 2003 baseline.
2. For FECA cases of All Other Governmental
Agencies, reduce the lost production days rate (LPD per 100 employees) by 1%
from the FY 2003 baseline.
3. Increase FECA Vocational Rehabilitation
placements with new employers for injured USPS employees by 15% over FY
2002.
4. Through use of Periodic Roll Management, produce
$38 million in cumulative (FY 2003-FY 2004) first-year savings in the FECA
program.
5. The trend in the indexed cost per case of FECA
cases receiving medical treatment will remain below the comparable measure for
nationwide health care costs.
6. Meet 60% of the annual targets for five
communications performance areas.
7. Reduce by 4% over the FY 2002 established
baseline the average time required to resolve disputed issues in Longshore and
Harbor Worker's Compensation Program contested cases.
8. Increase by 8% over the FY 2001 established
baseline the percentage of Black Lung benefit claims filed under the revised
regulations for which, following an eligibility decision by the district
director, there are no requests for further action from any party pending one
year after receipt of the claim.
9. 77% of Initial Claims for benefits in the Energy
Program are processed within standard timeframes.
10. 77% of Final Decisions in the Energy
Program are processed within standard timeframes.
$237,916,000 |
D |
PBGC will achieve an American Customer Satisfaction
Index (ACSI) of 71 for sponsors of covered pension plans who have contacted
PBGC for assistance. PBGC will achieve an ACSI of 77 for participants in
trusteed plans who have contacted PBGC for assistance.
$228,772,000 |
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