DOL STRATEGIC GOAL 2
A SECURE WORKFORCE Promote the Economic Security of
Workers and Families
OUTCOME GOALS:
- Increase compliance with worker protection laws
- Protect worker benefits
- Increase employment and earnings for retrained
workers
Total Funds for This Goal (in Billions):
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$52.2 |
$50.7 |
$37.0 |
$32.3 |
$26.5 |
$24.9 |
$27.7 |
$26.5 |
DOL is committed to protecting workers hours, wages, and other
conditions when on the job, providing unemployment and compensation benefits
when workers are unable to work, and expanding, enhancing, and protecting
workers pension, health care, and other benefits.
Department of Labor programs and agencies with the primary operational
responsibility for achieving this strategic goal include the Pension and
Welfare Benefits Administration (PWBA); the Pension Benefit Guaranty
Corporation (PBGC); the Employment and Training Administrations
Unemployment Compensation programs, Trade Adjustment Assistance and North
American Free Trade Agreement-Transitional Adjustment Assistance
(TAA/NAFTA-TAA) programs, Workforce Investment Act (WIA) Dislocated Worker
Assistance; and the Employment Standards Administrations Wage and Hour
Division, Office of Labor-Management Standards and Office of Workers
Compensation Programs. In addition, 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 FY 2002 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.
$336 |
$345 |
$321 |
$311 |
$265 |
$262 |
$216 |
$233 |
- Covered American workplaces legally, fairly, and safely
employ and compensate their workers as demonstrated by:
- Reducing employer violation recidivism. In FY 2002,
establish baselines for:
- percentage of reinvestigations without
violations.
- percentage of reinvestigations with any
violation.
- percentage of reinvestigations with identical
violations.
- Increasing compliance in industries with chronic
violations.
- as indicated in the garment manufacturing industry by:
- Increase by 2 percentage points the number of
manufacturers that monitor their contractor shops for compliance in Southern
California.
- Increase by 2 percent the average number of
monitoring components used by manufacturers in monitoring their contractors for
compliance in Southern California.
- Increase by 2 percentage points the percentage of
contractors in Southern California that pay all employees on the payroll.
- Increase by 4 percentage points the level of
compliance of new contractors in New York City through compliance
education.
- Increase by 2 percentage points the percentage of
contractors in New York City that pay all employees on the payroll.
- as indicated in the long-term health care industry by:
- Increase by 6,000 the number of employees of
multi-establishment nursing home corporations impacted by corporate proactive
steps such as training and self-audit.
- Increase by 5 percent the number of employers
(nursing homes) that were provided compliance assistance information through
seminars and other outreach efforts.
- Establish a baseline of the number of employers in
compliance with the recordkeeping requirements of the Fair Labor Standards
Act.
- as indicated in agricultural commodities by:
In FY
2002 establish baselines of compliance with the Migrant and Seasonal
Agricultural Worker Protection Act (MSPA) provisions of disclosure, wages,
housing and transportation and with the child labor provisions of the Fair
Labor Standards Act relative to selected agricultural commodities in various
locations in the U.S.
- Union financial integrity and democracy and the transparency
of union operations are safeguarded, as indicated by:
- Improvement in the timely filing of union annual financial
reports that contain information sufficient for public disclosure. In FY 2002,
initiate a new electronic forms application and electronic submission process
and establish a baseline for timely filing under the new process.
- Extending Labor-Management Reporting and Disclosure Act
(LMRDA) protections for union financial integrity to a greater number of labor
organizations through the more effective use of investigative resources. In FY
2002, establish a baseline of the percentage of investigative resources applied
to criminal investigations that result in convictions.
- Increase by 5% (to 1,993) per year the number of closed civil
investigations of employee pension plans where assets are restored, prohibited
transactions are corrected, participant benefits are recovered, or plan assets
are protected from mismanagement and risk of future loss is reduced.
- Increase by 5% (to 620) per year the number of closed civil
investigations of employee health and welfare plans where assets are restored,
prohibited transactions are corrected, participant benefits are recovered, or
plan assets are protected from mismanagement and risk of future loss is
reduced.
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Means and Strategies
Operating Agencies: ESA, PWBA
Sustained Efforts in FY 2002:
- DOL will continue initiatives to promote compliance with labor
standards by:
- building partnerships with other governmental, non-governmental,
faith-based and business organizations to promote compliance;
- continuing to make more effective and sustained interventions,
including education and outreach efforts, and better detection of violations;
and,
- pursuing more timely litigation and prosecution of the more
egregious violators. (2.1A1, 2.1A2)
- DOL will continue the operational development of the Technology for
Excellent Customer Service (TECS) systems that will provide nationwide
toll-free access to:
- promptly identify and refer calls unrelated to ESA/WHD
activities to the appropriate agency;
- answer commonly asked questions quickly and accurately; and,
- eventually accept employee complaints alleging violations and
refer them electronically to the proper field office. (2.1A1, 2.1A2)
- 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. DOL will secure reports required from unions and others
under the LMRDA and make them available for public disclosure, including public
disclosure access via the Internet to a searchable database of information from
union financial reports. DOL will continue to perform all statutory
responsibilities to ensure union democracy and to strive for quality and
efficiency in these mission-critical endeavors. (2.1B)
- DOL will focus case targeting and management to promote effective use
of investigative resources. DOL will allocate criminal investigative time to
cases with the most prosecutive potential and, where appropriate, redirect
criminal investigative resources to union compliance audits. DOL will increase
the number of compliance audits that are conducted to discover and correct
violations of LMRDA fiduciary safeguards. Beginning in FY 2003, at least 1% of
labor organizations subject to the LMRDA will be audited each fiscal year.
(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 recordkeeping, financial safeguards for
union funds, elections of union officers, and training for union trustees on
conducting audits in small unions. These seminars may be sponsored by labor
unions, labor education programs, or other groups to provide training for their
representatives or may be DOL-sponsored and attended by any interested union
officers and members. 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 partnerships 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 2002 whose previous election was investigated by the agency. 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. A program of seminars for trustees of small unions will be continued
to provide assistance and training in use of the agency-developed guide for
trustees in conducting audits in small unions. DOL will provide outreach to
union members to promote the objectives of the LMRDA. DOL will also continue
distribution of a publication and program to advise new unions and new officers
about their responsibilities under the LMRDA. (2.1B)
- DOL will modify its agency-developed union trustee guide and
workshop materials for distribution to international unions and universities
for their use in providing training for union officials in auditing techniques
and sound financial practices. (2.1B)
- DOL will promote the formal voluntary compliance program through
which fiduciaries who have found problems with their plans can seek assistance
and/or approval in taking corrective action. This will particularly benefit
small employers who otherwise might not take the corrective actions necessary
to come into compliance. (2.1C)
- DOL will continue to support cross cutting activities pertaining to
coordinated compliance assistance for small businesses and One-Stop Centers for
education and outreach. (2.1CD)
- DOL will continue to target and investigate pension, health care and
other plan violations where participants are most susceptible to actual loss of
benefits, or populations of plan participants who are potentially
exposed to the greatest risk of falling victim to unlawful conduct. The
solicitor will continue to support PWBAs enforcement efforts by pursuing
litigation to remove bad actors and to make financial recoveries on behalf of
plan participants. (2.1CD)
Significant New or Enhanced Efforts in FY 2002:
- DOL will implement a revised comprehensive compliance education
program, including technology-based compliance assistance. (2.1A1, 2.1A2)
- DOL will provide compliance assistance on all applicable statutes
administered by ESA/WHD during the conduct of an investigation; secure
agreements for future compliance and specific commitments for future compliance
following an ESA/WHD intervention; and obtain commitments for corporate-wide
compliance by multi-establishment employers through formal and informal
agreements following a history of ESA/WHD interventions. (2.1A1, 2.1A2)
- 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. (2.1A1, 2.1A2)
- DOL will provide ongoing training to ESA/WHD investigative staff and
conduct reviews according to established accountability measures to ensure that
proper policies and procedures are followed during initial ESA/WHD
interventions. (2.1A1, 2.1A2)
- DOL will communicate to ESA/WHD investigative staff the relative
impact of the five intervention tools. (1.1A1)
- DOL will implement an electronic reporting format for labor
organization annual report forms LM-2, LM-3, and LM-4 and will initiate a
system for their public disclosure via the Internet. (2.1B)
- DOL will enhance a computerized desk audit system implemented in FY
1999 to review the completeness and accuracy of filed union annual financial
reports. The enhancement will enable agency staff to readily identify the most
seriously deficient reports for computerized desk audit and corrective action.
(2.1B)
- DOL will initiate efforts to incorporate in the Internet-based
public disclosure system, union trusteeship reports and reports filed by
employers, consultants, union officers and employees, and surety companies
under the LMRDA. (2.1B)
- DOL will modify its agency-developed union trustee guide and
workshop materials for distribution to international unions and universities
for their use in providing training for union officials in auditing techniques
and sound financial practices. (2.1B)
- DOL continues to expand upon its enforcement efforts of the new
health care provisions in Employee Retirement and Income Security Act (ERISA)
to ensure there is compliance with the new health care laws. The Department
continues to refine extensive compliance guides to assist investigators in
review of health plans and a nationwide enforcement project to conduct
investigations of health plans to ensure that workers and their families are
not unjustly denied any protections provided under the new health care
provisions. (2.1D)
Cross-Cutting Programs and Issues
In accordance with the Small Business Regulatory Enforcement Fairness
Act (SBREFA), the Office of Small Business Programs (OSBP) provides one-stop
service as a clearinghouse for ESA WHD/OFCCP compliance assistance information,
inquiries and comments on enforcement activity. 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.
In addition, PWBA and SOL coordinate enforcement, policy, regulatory,
and public information programs with numerous Federal, State, and local
entities in carrying out the Departments ERISA and Federal Employee
Retirement Security Act responsibilities. Under ERISA, DOL/PWBA shares
enforcement responsibilities with the Treasury Department, the IRS, and
DOLs Pension Benefit Guaranty Corporation (PBGC). Cooperation with these
agencies promotes increased benefit coverage by minimizing regulatory and
administrative burdens, to the extent appropriate, with respect to ERISAs
statutory and regulatory requirements.
Additionally, DOL/PWBA often coordinates enforcement actions with
financial institution regulatory agencies, such as the Comptroller of the
Currency, the Federal Reserve System, the Federal Deposit Insurance
Corporation, the National Credit Union Administration, the Securities and
Exchange Commission, State insurance and financial regulatory entities,
DOLs Office of Inspector General, as well as with the enforcement
agencies such as the FBI, US Postal Service, and State and local law
enforcement agencies.
The Worker Exploitation Task Force facilitates criminal investigations
and prosecutions involving undocumented foreign nationals who are lured to this
country and then exploited. The task force consists of representatives from
DOJs Civil Rights Division, Violence Against Women Office, and Office of
Victims of Crime, as well as the FBI, INS, DOL, and the State Department.
$50.3 |
$49.0 |
$34.9 |
$31.2 |
$24.6 |
$23.4 |
$25.9 |
$25.0 |
- Make timely and accurate benefit payments to and facilitate
the reemployment of Unemployed Workers and set up Unemployment insurance (UI)
tax accounts promptly for new employers.
- Payment Timeliness: 91% of all intrastate first
payments will be made within 14 to 21 days;
- Payment Accuracy: establish a baseline to improve
Unemployment Insurance accuracy nationwide;
- Reemployment of UI Claimants: establish a baseline
to increase the entered employment rate of Unemployment Insurance claimants;
and
- Establishment of UI Tax Accounts: 80% of new
employers will receive a determination about their UI tax liability within 90
days of the end of the first quarter they become liable for the tax.
- Promptly review employer applications for foreign labor
certifications. In Fiscal Year 2002: 95% of labor condition applications for
the H-1B professional/specialty temporary program will be processed within
seven days of receipt.
- Increase by 2% (to $67 million) benefit recoveries achieved
through the assistance of Pension Benefit Advisors.
- Minimize the human, social, and financial impact of
work-related injuries for workers and their families. In FY 2002:
- Decrease by 2% from the FY 2001 baseline the average
number of production days lost due to disability in the FECA program for
- United States Postal Service (USPS ) cases
- All other Government cases.
- Reduce by 2% over the baseline the average time required
to resolve disputed issues in Longshore and Harbor Worker's Compensation
Program contested cases.
- Increase by 2% over the FY 2001 established baseline the
percentage of Black Lung benefit claims 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.
- For Initial Processing of claims for benefits in the
Energy Program:
- 75% of claims of Department of Energy (DOE) employees,
or of contractors employed at DOE facilities, are processed within 120
days.
- 75% of claims of employees of Atomic Weapons Employers
(AME) and Beryllium Vendors are processed within 180 days.
- For processing of Requests for Hearings in the Energy
Program:
- 75% of Final Decisions in Approved Claims or
No-Contest Denials are issued within 75 days from issuance of the Recommended
Decision.
- 75% of Final Decisions in Reviews of the Written
Record are issued within 75 days of the Request for Review of Written
Record.
- 75% of Final Decisions in Formal Hearings are issued
within 250 days of the Request for Hearing.
- Through use of Periodic Roll Management, produce $122
million in cumulative first-year savings (FY 1999 -2002) in the FECA
program.
- Reduce the overall average medical service costs per case
(adjusted for inflation) in the FECA program by .5% versus the FY 2000
baseline.
- Reduce the average processing time to 3 years to send benefit
determinations tp participants in defined benefit pension plans taken over by
PBGC.
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Means and Strategies
Operating Agencies: ETA, ESA, PWBA, PBGC
Sustained Efforts in FY 2002:
- Develop and implement improvements to UI PERFORMS, the Unemployment
Insurance performance management system, to enhance performance planning,
facilitate performance achievement, and assess the effectiveness of program
improvement efforts through capacity building, technical assistance, best
practices, and other key initiatives. Initially focus on raising performance of
States below performance criteria, while continuing to develop and implement
processes and systems, which support continuous improvement at all levels.
(2.2A)
- Engage in ongoing discussions with States, employers, and UI
claimants to improve communication, identify issues and needs, and promote
input in the design of programs. (2.2A)
- DOL will continue pension and health education campaigns to: 1)
raise public awareness about where to seek assistance about their rights; 2)
educate workers and their employers about health and pension plans; 3) provide
individual technical assistance to workers who have questions about their
health and pension benefits or need assistance in obtaining those benefits; and
4) provide information to employers and plan sponsors about their
responsibilities under the various laws. An informed and knowledgeable customer
(worker or business) is an asset to ensuring compliance with the laws and will
positively impact our efforts at recovering benefits for participants. (2.2C)
- DOL will develop and refine compliance guides for the public and the
Department's customer service staff to assist them in handling inquiries and
ensure that American workers and their families receive the important
protections afforded under the numerous enacted health care laws. (2.2C)
- DOL Womens Bureau will develop a program to provide women
financial information that encourages them to make well-informed decisions
about their retirement and health benefits. (2.2 C)
- DOL's Quality Case Management strategy employs creative methods and
services to assist recovery and return to work, including early case management
by nurses who coordinate medical treatment and reemployment. Further, the
non-adversarial nature of the FECA program allows DOL to work with Federal
agencies and employee unions to facilitate the return to work process. (2.2D1,
2.2D7)
- DOL will continue building new and improved automated data
processing tools to support the timeliness and quality of Federal employee
compensation case handling, case management, and return to work. (2.2D1, 2.2D6,
2.2D7)
- DOL will continue to provide public recognition of Federal agency
performance to reduce Lost Production Days and improve the timeliness of filing
Notices of Injury. (2.2D1)
- Through ESAs Office of Workers Compensation
Programs (OWCP) work with OSHA, DOL will assist Federal agencies to
reduce injuries, improve timely filing of injury reports, and assist injured
workers to obtain benefits and return to work. Specific actions include
conducting periodic conferences, technical assistance or informational meetings
with the agencies, expanding electronic filing of claims documents, and
widening access to OWCP case data and other program information through the
Internet and other automated applications (2.2D1)
- Using the FECA future benefit liability model developed by ESA in FY
1999, DOL will share forecasting information in conjunction with its work with
Federal employing agencies to reduce lost production days. (2.2D1)
- DOL will facilitate returns to work through better oversight of
medical treatment:
- Continue the Quality Case Management Program in which new injury
cases receive early intervention from nurses allowing case management to begin
at a point when it can be much more effective.
- Actively manage disability cases in the early Continuation of
Pay (COP) period.
- Improve access to expert medical evaluation.
- Communicate more effectively with medical providers, through
better technology and interaction between treating physicians and nurse case
managers.
- Screen cases for appropriateness of medical and pharmacological
treatment, identifying outliers for directed review. (2.2D1, 2.2D7)
- DOL will continue multiple broad-based strategies to improve
customer services, gauge customer needs, and measure customer satisfaction in
the FECA program. These include:
- A multi-faceted Communications Redesign initiative, including
upgrade of telecommunications hardware and operation of a central call center,
and improvement of national and district automated call intake systems;
- Focus groups held with Federal agency representatives to assess
agency assistance requirements and improve agency assistance programs;
- A call-back survey of claimant callers to our district offices,
and development of other surveys for various customer groups;
- Development of performance standards to ensure a high level of
caller access to telephone services, prompt and accurate responses,
professional handling, and high quality.
- Communications Specialists in each office as local change agents
and an advisory group for National policy. (2.2D1, 2.2D6, 2.2D7)
- DOL will complete the transition to an efficient paperless office by
imaging all incoming mail for new and old cases, and implementing ADP redesign.
(2.2D1, 2.2D6, 2.2D7)
- DOLwill conduct a formal evaluation for the effectiveness of FECA's
Early Nurse Intervention program to support Quality Case Management objectives
and support achievement of return-to-work goals. (2.2D1)
- DOL will use mediation skills, outreach, and other communication
tools to work closely with parties to contested cases under the Longshore
program as a means for reaching quicker resolution of disputed issues in those
cases. (2.2D2)
- DOL will continue to use outreach and technical assistance
activities with all Black Lung program stakeholder communities to promote an
atmosphere of understanding and constructive cooperation in support of fewer
challenges to program adjudication decisions. ESA will also work with Black
Lung's authorized diagnostic provider community to emphasize the need for
complete and accurate medical reports that satisfy program requirements and
further support fewer challenges to program adjudication decisions. (2.2D3)
- The Periodic Roll Management system will continue to review
long-term cases on the disability roll and reevaluate case status for changes
in medical condition and potential for return to work. (2.2D6, 2.2D7)
- DOL will continue to improve overall management of the Federal
Employees Compensation Fund by expanding quality review of medical
servicing and medical bill payment processes. This will include centralized
prior authorization of requests for medical treatment, focus reviews to ensure
that proper treatment regimens are followed, bill review to identify
duplication or other improper practices, and reevaluation and development of
treatment guidelines. (2.2D7)
- ESA will continue to improve fiscal integrity by using fee schedules
to reduce medical, pharmacy and hospital service costs under FECA. (2.2D7)
- DOL will assume responsibility for under-funded defined benefit
pension plans where necessary to ensure that participants pension
benefits are continuously provided. About 3,000 trusteed plans (with over
500,000 participants) will be under PBGCs management in FY 2002. To
manage this workload and reduce the 34 year processing achieved in FY
2001, PBGC will continue to improve in the delivery of customer service by
listening to customers and assessing ways to better meet their needs.
(2.2H)
Significant New or Enhanced Efforts in FY 2002:
- Continue to work with State partners and stakeholders to improve the
system for budget formulation and resource allocation. (2.2A)
- Continue to employ proven strategies to reduce the backlog of
foreign labor certifications. These strategies include improved, streamlined
processes, quality assurance checks to assess the accuracy of determinations
and the use of a measurement system to enable tracking and reporting the time
required to complete each application. (2.2B)
- DOL will continue to develop new and improved ADP tools to support
the timeliness and quality of Energy Employees Occupational Illness
Compensation Act (EOICPA) decisions, benefit delivery, and case management.
(2.2D5, 2.2D6)
- DOL will seek to improve financial performance and ensure proper
medical care for injured workers by developing improved processing of Prior
Authorizations before surgery and other medical procedure and pursuing the
development of Medical Utilization Review (UR). Through UR, FECA will monitor
the level and appropriateness of medical services as related to medical
condition. (2.2D7)
- PBGC will improve its ability to provide estimated benefits, and
will send more frequent information to participants. This will be accomplished
through acquisition of actuarial software, providing interactive estimating
applications on the web site, and emphasizing organizational commitment to
improved customer service. Ultimately, faster case processing leads to
increased accuracy of benefit payments. (2.2E)
Cross-Cutting Programs and Issues
DOL will work closely with the Congress, States, Treasury, OMB, the
Council of Economic Advisors and National Economic Council, and stakeholders to
ensure the integrity of the Unemployment Insurance Fund, to improve
Unemployment Insurance budget formulation and resource allocation. In addition,
States will be urged to link with the New Hire database managed by the Social
Security Administration (SSA) to obtain new hire data quickly in order to limit
benefit overpayments. States will also be urged to provide SSA access to UI
wage records. Through the Simplified Tax and Wage Reporting system, DOL/ETA
will continue to work with Treasury, SSA, and BLS to develop harmonized wage
definitions, simplify tax reporting, and enhance electronic reporting in order
to reduce employers costs of submitting tax forms and provide ETA and
other agencies with more timely information for ensuring program integrity. ETA
will continue to work with States and BLS to improve accuracy and accessibility
of UI data, particularly the accuracy of claim data used for economic
indicators, and the accessibility to State wage records for program outcome
data on post-program earnings for a variety of workforce development
programs.
DOL will work across agencies to provide more effective job-finding
services to support both better income replacement to the involuntary
unemployed by lowering benefit exhaustion, while keeping the aggregate UI tax
burden low and promoting high employment levels.
To fulfill the Departments employee benefit plan responsibilities,
PWBA works with HHS, Treasury, the National Economic Council, the Bureau of
Census, BLS, the Thrift Savings Board, the Solicitors Office, and the
Small Business Administration (SBA). PWBA has established a Federal-State-local
partnership to help employee benefit plan participants who are at risk, (e.g.,
dislocated workers) understand not only their rights, but also how their
employment status may affect their pension and health benefits.
DOL/ESA/OWCP's Federal Employees' Compensation Act (FECA) program
involves every Federal agency in the filing and management of injury
compensation claims, providing services to injured works, and assisting in the
effective administration of the FECA program. For example, the FECA program
coordinates with the Office of Personnel Management on matters of benefit
elections, and in some specialized claims, with State and local police agencies
on matters of entitlement and benefits. Federal agencies that undertake special
initiatives related to management of their injured employees' claims work
closely with FECA program offices at the national and regional levels to
evaluate best practices. Other efforts improve communication and cooperation to
reduce lost productivity due to workplace injuries. Through FECA's Agency Query
System, the Department provides secure, on-line information to enable agencies
to provide better service to their injured employees and assist in FECA claims
processing and case management. In new injury cases, the Department assigns
nurses to coordinate among injured workers, agencies, and medical providers to
resolve issues and facilitate recovery and return to work. DOL/ESA's OWCP is
working with all Federal agencies to improve timeliness of injury claims
submissionsin part through expansion of electronic claims
submissionand to increase re-employment opportunities, and has
established ongoing measures of agency performance, which are posted on the
Internet.
DOL's OWCP and OSHA work with Federal agencies to reduce new workplace
accident/illness rates, speed the timeliness of reporting new injuries to the
Department of Labor, and reduce lost production days rates. OWCP work with
Federal agencies by intervening in lost time cases, providing case management,
and tracking disability time lost during the Continuation of Pay period
immediately following an injury. DOL measures agencies performance on its
website, http://www.dol.gov/esa/regs/compliance/owcp/fecaca.htm. DOL tracks and
posts detailed agency (sub-agency) performance in terms of timely injury notice
submission. ESA/OWCP works in tandem with OSHA and the Office on Disability
Employment Policy to help agencies reduce accidents/illnesses and speed return
to work.
DOL/ESA/OWCP has primary responsibility under the Energy Employees
Occupational Illness Compensation Program Act (EEOICPA), issuing compensation
and medical benefits to eligible applicants, but must also coordinate with
three other Federal departments to ensure the successful administration of this
program. The Department of Energy's Office of Worker Advocacy assists workers
in filing state workers' compensation claims and providing exposure histories
at Federal facilities where covered workers were employed; the Department of
Health and Human Services is responsible for establishing guidelines and
conducting reconstruction of radiation exposures which may be related to a
worker's cancer; and the Justice Department is obligated to notify uranium
workers eligible for benefits under the Radiation Exposure Compensation Act
that they may also receive compensation under the energy workers' program.
Under a memorandum of understanding with the Social Security
Administration (SSA), DOL/ESA/OWCP's Division of Coal Mine Workers Compensation
administers and monitors benefit payments and provides claims maintenance
services for claims previously approved by SSA.
$1.5 |
$1.4 |
$1.8 |
$0.9 |
$1.6 |
$1.2 |
$1.5 |
$1.3 |
- Increase the employment, retention, and earnings replacement
of individuals registered under the WIA dislocated worker program. In Program
Year 2002:
- 78% 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 third quarter after program exit; and
- Those who are employed in the first quarter after program
exit and are still employed in the third quarter after program exit will have
98% of their pre-dislocation earnings.
- 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 2002:
- 78% 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 third quarter after program exit; and
- Those who are employed in the first quarter after program
exit and are still employed in the third quarter after program exit will earn,
on average, 90% of their pre-separation earnings.
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Means and Strategies
Operating Agency: ETA
Sustained Efforts in FY 2002:
- With State and other partners, DOL will review WIA implementation
experiences to identify key issues, options, and solutions, as they pertain to
all means and strategies identified below.
- DOL will enhance the resource base of services available for
dislocated workers in the evolving workforce development system by: 1) assuring
better program integration with major partners by educating Workforce Boards,
program partners and staff on opportunities, barriers and solutions; 2)
refining Internet resources such as Americas Labor Market Information
System (ALMIS) within the One-Stop delivery system; and 3) identifying
additional methods of accessing other programs and delivering their services to
dislocated workers across the country. (2.3 A, B)
- DOL will continue to work in close cooperation with state and local
partners in monitoring and overseeing the workforce development system and with
federal partners in promoting unified planning at the state and local levels.
(2.3 A, B)
- DOL will continue to support WIA implementation by: 1) analyzing use
of existing program resources, identifying shortcomings and their causes, and
initiating and promoting corrective actions; 2) providing ongoing technical
assistance to States and local areas as they continue to implement the WIA
provisions dealing with Individual Training Accounts and Eligible Training
Providers; 3) providing technical assistance to system partners in the areas of
service strategies, case management, sequencing of services, priorities of
service, services to employed dislocated workers, and other issues relevant to
service delivery under WIA; 4) supporting strategies to develop and improve
programs of incumbent worker training; 5) sharing lessons learned with the
workforce investment system and others through conferences, ETAs web
site, and other means of dissemination, and 6) investing in capacity building,
pilots and demonstrations, research, and technical assistance. (2.3 A, B)
- DOL will continue to invest in engaging private-sector employers
both as customers and partners in the workforce development system. (2.3 A, B)
- DOL will improve services to dislocated workers who are likely to
exhaust Unemployment Insurance benefits under ETAs Worker Profiling and
Re-employment Services component of the workforce system by providing
Wagner-Peyser Act and WIA Title I re-employment services (e.g., job search
workshops, counseling, referrals to suitable openings) and other needed
assistance. (2.3A)
- DOL will prevent dislocations and help upgrade workers skills
by investing in technical assistance and demonstrations that include: 1) Skill
Shortage projectsidentifying industries struggling to fill jobs,
identifying workers needing training, and providing training and job placement
services; 2) High-road partnershipspromoting public-private
ventures to effectively develop human resources and provide high-skill workers
to responsive employers; and 3) Innovative incumbent worker training
strategies, using limited amounts of public funds to promote training of
low-skill, at-risk, and other employed individuals to enhance their economic
security. (2.3A)
- DOL will improve early intervention techniques to speed the delivery
of readjustment services and shorten the period of unemployment due to mass
layoffs by funding technical assistance projects on Rapid Response
assistanceproviding information through training forums, where best
practices can be shared among practitioners, policy makers, partners and
others. (2.3A)
- DOL will continue to conduct region-based training sessions for all
TAA/NAFTA-TAA State staff. These sessions provide State staff with all of the
information they need to operate the Trade Act programs effectively,
efficiently, and in accord with the law and the regulations. In addition,
training programs at the State level will be conducted as needed to compensate
for staff turnover and other changes in a particular State. (2.3B)
- DOL will continue to promote the co-enrollment policy in the context
of One-Stop service delivery methods under the Workforce Investment Act. The
Trade Act programs and the Dislocated Worker program under the Joint Training
Partnership Act (JTPA) developed a policy of co-enrolling eligible dislocated
workers in both programs. This policy aimed at providing benefits and services
to workers in a way that neither program could do alone. (2.3B)
Significant New or Enhanced Efforts in FY 2002:
- DOL will improve program performance and performance management
activities by: 1) increased use of technology to support effective management
of program operations and performance, including the expanded use of real-time
data for program management purposes; 2) refining and enhancing the
Federal/State accountability system specified in the Workforce Investment Act,
including the possible addition of measures related to timeliness, efficiency,
and the fine-tuning of measures related to quality; 3) development and funding
of innovative demonstration projects for dislocated workers that support
improved outcomes for individuals with diverse barriers to success in the
workforce, including projects operated in partnership with community- and
Faith-Based organizations; 4) supporting Workforce Excellence Network
activities to address issues related to dislocated worker performance; and 5)
connecting agency quality initiatives and program operations. (2.3 A, B)
- DOL will enhance universal access of all dislocated workers to
services available through Americas Workforce Network by: 1) promoting
the information and services available through Americas Workforce
Network, including the Toll-Free Help Line and Americas Service Locator;
2) supporting outreach to groups of dislocated 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 Centers; and 3) 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. (2.3 A, B)
Cross-Cutting Programs and Issues
The Department will improve local areas abilities to understand
business and labor market trends, undertake comprehensive planning for services
to dislocated workers, incumbent workers and other adults, and implement such
programs, by: 1) supporting community audit projects that develop, collect and
analyze information on economic and labor market trends in specific geographic
areas, industries, or sectors, with a view toward improving real-time workforce
investment information and services, preventing dislocations, more effectively
targeting training resources, and supporting business growth and worker
welfare; and 2) continuing to work with the Departments of Commerce, Treasury,
and others to support strategies to assist communities in developing
comprehensive economic adjustment strategies to deal with dislocations with
community-wide impact.
The Department will continue to collaborate with other Federal agencies,
including Commerce, Agriculture, HUD, Treasury and SBA, 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.
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