This section provides
an overview of the ETA FY 2003 performance goals as they align with
the Department's cross-cutting goals. It should be noted that for
some of the performance goals baseline data is not currently available.
ETA is committed to, and continues to develop, measurement systems
to respond to legislative changes and requirements and to use for
strategic and performance planning purposes. This includes defining
measures and establishing baselines for the goals identified. Much
of this information will be finalized after PY 2000, which ends
June 30, 2001. PY 2000 is the first full year for the Workforce
Investment Act.
The Employment and
Training Administration continues to address the need to ensure
the accuracy and reliability of performance data submitted by our
employment and training system partners that serves as the foundation
for key program decisions. The development of a comprehensive data
validity system for the core indicators of the WIA program, Wagner-Peyser,
and other key employment and training programs will be substantially
completed in FY 2002.
In FY 2003, ETA will
focus attention on training and technical assistance to deploy the
data validity system among states and other grantees. Office of
Inspector General reports have raised issues about the accuracy
and reliability of data used to measure the outcome performance
of the Welfare to Work program and the recently implemented Trade
Adjustment Participant Reports. Both programs are expected to be
the subject of special attention with regard to the validity and
verification system.
The following section
of this APP provides specific performance goals of the ETA as related
to each Departmental cross-cutting strategic goal. For each outcome
goal a listing is provided of the programs and total program budget
(excluding program administration) supporting the outcome goal.
Further, for each program, or set of programs supporting an outcome
goal, there is provided in summary tabular form information on:
Program
- the program or funding stream for which the performance goals
are established
Outcome
Goal - the specific area of performance being measured
in support of the outcome goal
Targeted
Population - the intended program beneficiary
Program-
a specific program identification
FY 2000
Performance - where applicable to a measure the FY or
PY 1999 performance
FY or
PY 2001, 2002, and 2003 Performance Goals -the expected
level of performance The tabular information is followed by:
Budget
- a narrative discussion of the budget request for the program
area, and;
Means
and Strategies - specific efforts and initiatives that
the ETA will employ to support achievement of the outcome and
performance goals.
Responsible for an
effective, results-oriented workforce development system that is
valued by its customers and investors, the Employment and Training
Administration is directly involved in creating means and strategies
to achieve the Department's three Strategic Goals. This section
provides specific information on ETA's means and strategies to address
those three goals, organized by individual outcome goals that are
specific to the Agency.
Shared accountability is one of the guiding principles of the Workforce
Investment Act. Under this principle, statewide goals for the performance
indicators stipulated in the Act are to be developed through a process
of negotiation between the States and the Department of Labor. The
national performance goals for the WIA performance indicators represent
a weighted average of the goals negotiated with the States.
Apprenticeship
Training, Employer and Labor Services
Re-employment Services Grants to States
Total
Budget: $2,375,983,000
Adult
Formula Grants
Performance and Goals
Goal
1.1A: Increase the employment, retention, and earnings of individuals
registered under the WIA adult program. (DOL 1.1A)
Indicator
Targeted Population
Program
PY 1999 Performance
PY 2000 Performance
PY 2001 Goal
PY 2002 Goal
PY 2003 Goal
Employment
in the first quarter after program exit (1.1A)
Adults
WIA
Adult Program
*
N/A**
68%
70%
71%^
Retention
in employment in the third quarter after program exit of those
who were employed in the first quarter after program exit (1.1A)
Adults
WIA
Adult Program
*
78%
78%
80%
82%^
Average
earnings change for those employed in the first quarter after
program exit and still employed in the third quarter after program
exit** (1.1A)
Adults
WIA
Adult Program
*
$3,684
$3,361
$3,423
$3,475^
* This is a new measure beginning PY 2000, the first year of WIA. PY 1999
and 2000 performance is explained in Appendix B.
** The adult program did not report employment for its official
GPRA goal.
^The goal for PY 2003 reflects increases based upon Assistant
Secretary's review. The goal has not been fully negotiated with
partners and is therefore subject to change. ETA is in consultation
with state and local partners to identify performance accountability
issues and the effects of performance on participant services.
# This is a new indicator. PY 2002 results will provide a baseline
for establishing a goal.
Note: Goals corresponding to the DOL FY2002 Annual Performance Plan are in
parentheses.
Adult
Formula Grants Budget: The request for FY 2003 is $900,000,000,
a decrease of $50,000,000 below the FY 2002 level.
Adult Formula
Grants Means and Strategies:
Context: In PY 2003,
the WIA Adult program will be starting its fourth year of operation.
The strategic goals and means of the previous years provide a context
for 2003. In PY 2003, ETA will monitor the states' performance and
operations, determine which states are not achieving their performance
goals, and provide customized technical assistance. ETA will also
prepare recommendations and reports regarding the re-authorization
of WIA.
PY 2003 will be
the final year of WIA prior to consideration of its reauthorization.
Objectives for the adult program in PY 2003 will include improving
data quality, improving services to working adults, and strengthening
the One-Stop Center system. Program reviews will focus on financial
and performance accountability and be undertaken in part to identify
promising practices. ETA will encourage States and local areas to
explore means for improving outcomes for a range of customer groups
- including employed workers, former welfare recipients, and individuals
with Limited English Proficiency. (1.1A)
Based upon the input
from GAO, the WIA Readiness Teams, partners, and contractor studies,
ETA will complete plans to improve how the adult program and the
One-Stop system respond to customers' needs and to improve the quality
and timeliness of data in performance management systems. This will
assure that the program can be managed in a more effective, efficient
manner, that more adults will receive appropriate employment and
training services, and that the GPRA employment goals will be met
or exceeded.
a. Strategies
to improve the Adult program components of participant assessment,
case management, eligibility determination, informed customer
choice, and customized and responsive services involve using several
means to assess current practices, identify promising examples,
and develop methods for bridging gaps between current and exemplary
practice. Through collaborative assessments, ETA and State and
local partners will determine appropriate means of improving the
aforementioned components, identify key risk areas, and work intensively
with those areas with specific needs. Demonstration projects will
be supported to implement more effective practices in some States
and areas. By the end of PY 2003, a large majority of States and
local areas will be providing sophisticated customized employment
and training services at One-Stop Centers, through internet web
centers, and with business, community-based, and faith-based partners'
support.
b. The
strategy to improve the performance accountability system will
parallel the process to improve the program components. ETA staff
in national and regional offices will monitor the reports' timeliness
and validity to determine which States meet the standard level
of confidence; for those States which do not meet the standard,
ETA will develop and provide customized technical assistance to
assure they meet the standards. These efforts will provide a more
reliable, valid, and accurate reporting system and assure more
credible reporting to Congress and the public. During PY 2002,
a joint workgroup is to review the performance accountability
system for adults. The group's reports will serve as the basis
for ETA consideration of improvements to the reporting and accountability
systems. Improvements in the timeliness of data are expected to
be implemented late in 2002, for applications in 2003. This menu
will include measures on impact of customers served, broader customer
satisfaction, comparisons benchmarked with related One-Stop Centers
and competition. Potential improvements will be considered for
inclusion in the recommendations for WIA reauthorization to the
Congress. If approved and implemented, 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. (1.1A)
The PY 2003 WIA
adult program objectives are: 1) ensuring timely, accurate, consistent
and meaningful financial and performance data at the program level
to facilitate informed management of adult program operations at
all levels; 2) improving system response to customer needs; 3) improving
the system of accountability for performance; and 4) strengthening
the One-Stop Centers system and partnerships formed to improve services
for jobseekers and employers. It is expected that the tasks required
to implement these strategies will continue during PY 2003, and
these areas are described above to the extent they are known. To
support the last strategy, ETA will continue to enhance access to
all adults to services available through One-Stop Career Centers
by: 1) supporting outreach to low-income groups in schools and neighborhoods
through community- and faith-based organizations, 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)
ETA will continue
efforts begun in PY 2002 to identify reasons why adult jobseekers
do not achieve a successful labor market transition as defined by
WIA's core measures (jobs, retention, earnings, credential) and
take steps to address the findings. (1.1A)
ETA will continue
to engage private-sector employers both as customers and partners
in the workforce development system by communications through employer
organizations and business liaisons within the State Workforce Investment
Boards. ETA will strive to improve adult program services for the
business customer by:
1.Seeking to ensure that training for adults available
in local areas is directly linked to employer-identified skill shortages,
in part by improving employer participation in the development and
use of Eligible Training Provider Lists in local areas and States;
2. Through community audits, sectoral analyses, and
other means, promoting training of adult workers in occupational
areas identified by the business community as most in demand; and
3. Improving services provided to employed adults by
identifying and eliminating barriers to such assistance, and providing
technical assistance to States and local areas on how such services
can be integrated into the One-Stop service delivery system. (1.1A)
ETA 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. (1.1A)
In regard to WIA
implementation, ETA continues to work in close cooperation with
its State and local partners in monitoring and overseeing the workforce
development system and with its Federal partners in promoting unified
planning at the State and local levels. The Department continues
to improve comprehensive planning for services to adults and implementation
of 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; and 2)
assisting communities in developing comprehensive economic adjustment
strategies to deal with dislocations with community-wide impact
by continuing to work with other federal agencies to support such
strategies. (Please Note: This is a cross-cutting strategy.)
ETA will focus on
increasing the capacity of the One-Stop delivery system to provide
a full array of services under WIA Title I to the migrant and seasonal
farm worker population. (1.1A)
ETA will provide
technical assistance directly or indirectly to the One-Stop Centers
or Local Workforce Investment Boards (LWIBs) to increase the capacity
of the One-Stop service delivery system to identify, recruit, register
and provide employment and training services to migrant and seasonal
farm workers in the LWIB's service area. (1.1A)
ETA will coordinate
with the ETA regional offices to identify, prioritize and facilitate
the provision of technical assistance to the regional office's respective
states. (1.1A)
Welfare-to-Work
Performance and Goals
Goal
1.1B: Increase the retention and earnings of Welfare-to-Work
participants placed in unsubsidized employment.
Indicator
Targeted Population
Program
1999 Performance
2000 Performance
2001 Performance
2002 Goal
2003 Goal
Retention
in unsubsidized employment for two consecutive quarters following
the placement quarter
Long-term
TANF Recipients, noncustodial parents, and other individuals with
barriers to self-sufficiency
Welfare-
to-Work
*
84%
49%
60%~
60%~
Increase
in average earnings by second consecutive quarter following the
placement quarter
Long-term
TANF Recipients, noncustodial parents, and other individuals with
barriers to self-sufficiency
Welfare-to-Work
*
59%^
53%
N/A
N/A
*This is
a new goal beginning in FY 2000. Beginning in FY 2002, ETA will
focus on retention for GPRA reporting purposes.
^For FY 2000, the 84 percent retention rate and the 59 percent
earnings increase rate are likely to be inflated due to misinterpretations
of the reporting guidance by a number of grantees.
~The FY 2001 data used as the baseline for the FY 2002 and 2003
goals reflect revisions to WtW reporting which were implemented
to improve data quality and accuracy. The FY 2002 and 2003 goals
reflect realistic but ambitious expectations for grantee performance.
While ETA does not anticipate any further changes to this goal,
it will review the data submitted in FY 2002 to determine if any
changes to the FY 2003 goal are appropriate.
Note: Goals corresponding
to the DOL FY2002 Annual Performance Plan are in parentheses.
Welfare-to-Work Budget: Approximately $2.7 billion altogether
was awarded in grants for the Welfare-to-Work Program. Though work continues
with existing funding, an additional funding request is not included
in the FY 2003 Budget. In FY 2001, legislation was approved to extend
the period over which grantees may expend their Welfare-to-Work funds
by two years. This extension enables the program to operate on existing
funding through FY 2004.
Welfare-to-Work Means and Strategies:
ETA will continue
to increase the integration of WtW services and partner relationships
into One-Stop Centers to ensure that WtW target populations continue
to be placed and retained in unsubsidized jobs with advancement
potential despite exhaustion of the WtW federal investment or further
downturns in the economy. The number of WtW Formula and Competitive
Programs judged to be fully integrated into One-Stop operations
will increase by 15%. (1.1B)
ETA will assure
that the pathway from income maintenance (welfare) to workforce
development (WIA and its business-driven outcomes) becomes irreversible
by providing States and localities with the analytical, programmatic,
and interagency tools they need to help participants find employment
with wages and supports that make work pay better than benefits.
(1.1B)
ETA will make employment
retention more attractive to participants and more feasible to employers
through increased grantee use of tax credits, the Federal Bonding
Program, and the provision of enhanced post-employment services.
The use of the tax credits, the Federal Bonding Program, Individual
Development Accounts, and post-employment training support payments
by WtW grantees will increase by 15% during FY 2003. (1.1B)
ETA will continue
to focus intense attention on individuals with additional needs
for retention in the labor market, such as non-custodial parents
and ex-offenders. Six more states will implement full WtW and Child
Support statewide partnerships and three more communities will begin
operating Benchcard Pilot initiatives. The number of noncustodial
parents served by WtW programs overall will increase by 15%. (1.1B)
ETA will implement
increasing numbers of partnerships, memoranda of understanding between
agencies, and other public and private cooperative ventures so that
a permanent infrastructure remains after the federal WtW investment
runs out in 2004. Examples of these external partnerships and agreements
include working with: the Department of Health and Human Service's
Office of Child Support Enforcement to provide better outreach and
service to noncustodial parents; the Justice Department to coordinate
its Re-Entry Partnership and Court Re-Entry programs with WtW services
to ex-felons and those with criminal records; the Department of
Health and Human Services to increase the use of Individual Development
Accounts and to implement the Pathways to Advancement program (PTA),
aimed at increasing the quality and amount of entry-level upgrading
of former welfare recipients placed into unsubsidized jobs; and
the Federal Deposit Insurance Corporation to ensure the availability
of the MoneySmart financial education training through One-Stop
Career Centers. Internal partnerships include working with ETA's
Office of Career Transition Assistance to increase the use of tax
credits, and with ETA's Office of Policy and Research to increase
employers' use of the of the Federal Bonding Program. (Please Note:
This is a cross-cutting strategy.)
Wagner-Peyser Act and America's Job Bank
Performance
and Goals
Goal 1.1C: Improve the
outcomes for job seekers and employers who receive public labor
exchange services (DOL 1.1B)
Indicator
Targeted Population
Program
PY 2000 Performance
PY 2001 Goal
PY 2002 Goal
PY 2003 Goal
Job
seekers registered with the public labor exchange will enter employment
with a new employer by the end of the second quarter following
registration (DOL 1.1B)*
Job
Seekers
Wagner-Peyser
Act
N/A
N/A*
55%
58%
Job
seekers registered with the public labor exchange will continue
to be employed two quarters after initial entry into employment
with a new employer (DOL 1.1B)*
Job
Seekers
Wagner-Peyser
Act
N/A*
N/A*
70%
72%
Increase
in the total number of job openings listed with the public labor
exchange (with both State Workforce Agencies and America's Job
Bank) (DOL 1.1B)
Employers
Wagner-Peyser
Act/One- Stop
+21%
+
15%
> PY
2001
+5%
above PY 2001, adjusted for economic conditions
Increase
in the number of employers that register with America's Job Bank
(DOL 1.1B)*
Employers
America's
Job Bank
†
236,400
(total) 10% increase
N/A
286,000
(total) 10% increase
Increase
the number of job searches conducted from America's Job Bank by
5% a year (DOL 1.1B)*
Job
Seekers
America's
Job Bank
à
à
à
195.4
million (+5%)
Increase
the number of resume searches conducted from America's Job Bank
by 5% a year (DOL 1.1B)*
Employers
America's
Job Bank
»
»
»
9.45
million (+5%)
*
This is a new goal for PY 2003.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Wagner-Peyser Act (Employment
Service/One Stop Centers) and America's Job Bank Budget:
Employment Service/One Stop:
One-Stop Centers:
The agency request level of $113,000,000 in FY 2003 is for One-Stop
Career Center support. This request is $7,000,000 below the FY 2002
appropriated level.
Wagner-Peyser
Act Formula Grants to States: The agency request is $761,735,000,
the same as the FY 2002 President's budget. In the year ending June
30, 2000 over 3.6 million individuals who received these labor exchange
services found jobs, a 2.75 percent increase over the prior year.
Employers continue to benefit from these services as well. For the
same time period, the total number of job openings listed with the
public employment service increased 20% with 10.2 million job openings
listed. Enhanced funding for this program very simply puts more
people to work.
Re-Employment
Services Grants for States: Funding at the current level of
$35,000,000 would enable a sustained investment in this targeted
activity. This level will enable States to provide the current level
of services to claimants.
Wagner-Peyser Act (Employment Security) and America's Job Bank
Program Means and Strategies:
ETA will continue
to support and improve the comprehensive Labor Exchange Performance
Measurement System to provide performance information in support
of optimizing the delivery of labor exchange services to employers
and job seekers. Program Year 2003 will be a critical milestone
year for the performance measures in that baseline data from the
new 9002 reporting system and the results of the new outcome measures
will be fully available to help guide the system in continuous improvement.
ETA will expect states to include expected levels of performance
for the Labor Exchange Performance Measures, reached in agreement
with ETA Regional Offices, in their five-year strategic plans. (1.1C)
ETA will work with
states to use re-employment services funds to provide intensive
services to Unemployment Insurance claimants in need of reemployment
assistance so they can return more quickly to work. States will
provide early intervention, immediate referrals to suitable job
openings, and staff-assisted, intensive services as needed. Additional
funds will enable services to more Unemployment Insurance claimants
and will enable increased positive employment outcomes. (1.1C)
ETA will provide
a broad range of technical assistance and training to facilitate
effective delivery of Wagner-Peyser employment and workforce information
services within One-Stop systems including brokering of best practices,
development of models and tools for state and local use, increased
use of on-line information and training for the system, release
of program guidance in key areas, and on-site technical assistance
where feasible and needed. Areas of focus will continue to be program/system
performance and effective service delivery strategies that meet
customer needs. (1.1C)
With the strategic
direction of the Workforce Information Council, ETA and states will
make investments in state and local workforce information (labor
market information) tools and service delivery strategies. This
information is integral to helping employers more accurately articulate
their skill needs and job seekers make career decisions and articulate
the skills they have to offer employers. As part of this effort,
ETA will continue to promote and support O*NET as the common occupation
language for the workforce investment system which supports integrated
service delivery and provides critical information on the skills
and abilities associated with different occupations, which is an
underlying component of almost every workforce development activity.
(1.1C)
With employer input
and feedback, ETA will continue to work with the states to identify
and develop strategies to better serve employers through One-Stop
systems in order to increase the number of jobs listed with One-Stops
and job seekers that enter employment. (1.1C)
ETA will increase
usage of the America's Career Kit Tools by both employers and job
seekers by: 1) continually improving the products' value to customers
based on customer input and feedback; 2) working with states to
develop strategies to more effectively integrate the tools with
service delivery in physical One-Stop systems; and 3) ongoing marketing
of America's Job Bank to employers and job seekers. (1.1C)
Apprenticeship
Training, Employer and Labor Services
Performance
and Goals
Goal 1.1D: Strengthen
the registered apprenticeship system to meet the training
needs of business and workers in the 21 st Century.*
(DOL 1.1C)
Indicator
Targeted Population
Program
1999 Performance
2000 Performance
2001 Performance
2002 Goal
2003 Goal
Increase
in number of new apprenticeship programs over established
baseline.
Employer
and Labor Entities
Apprenticeship
Training
N/A
N/A
N/A*
10%
23%
Increase
in number of new businesses involved in apprenticeship over
established baseline.
Employers
Apprenticeship
Training
N/A
N/A
N/A*
10%
23%
Increase
in number of new apprentices over established baseline.
New
Apprentices
Apprenticeship
Training
N/A
N/A
N/A*
10%
27%
Increase
in number of new programs in new and emerging industries –
at minimum Information Technology, Health Care and Social
Services – over established baseline.
Employer
and Labor Entities
Apprenticeship
Training
N/A
N/A
N/A*
10%
20%
* This
is a new goal. ETA will establish a baseline for each indicator
using the average of FY 1999, 2000 and 2001 data. ETA is moving
toward 4-year goals, as explained in Appendix B.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Apprenticeship Training, Employer and Labor Services Budget:
The registered apprenticeship training program is an industry-driven
training program voluntarily sponsored by joint employer and labor
groups, individual employers and/or employer associations. The Office
of Apprenticeship Training, Employer and Labor Services (OATELS)
is responsible for the administration of the Registered National
Apprenticeship System and is the registration authority for training
programs and apprentices in 23 States. OATELS delegates this registration
authority through its Federal-State partnership with State Apprenticeship
Councils/Agencies (SACs) in 27 States, the District of Columbia,
Puerto Rico and the Virgin Islands.
OATELS Program Administration funding at $21,928,000 is limited
to staff salaries and expenses.
Apprenticeship Training,
Employer and Labor Services Means and Strategies:
Continue to
engage the Workforce Development system to expand registered
apprenticeship.(1.1D)
Continue to
review existing research from the registered apprenticeship
system; engage current stakeholders; and gather input from new
potential customers to participate in the registered apprenticeship
system. (1.1D)
Continue to
conduct labor shortage research to identify and develop partnerships
involving registered apprenticeship training in a minimum of
three–targeted industries. (1.1D)
Continue to
develop four campaigns to convene four forums with business
and industry organizations to expand registered apprenticeship.
(1.1D)
Continue to
ensure collaboration with the Office of Faith-Based and Community
Initiatives to promote and expand the registered apprenticeship
system. (1.1D)
Continue to
seek input from faith-based and community-based organizations
on effective means to address their issues. (1.1D)
Continue to
identify promising practices with WIBs and registered apprenticeship
to develop examples of how registered apprenticeship can participate
with all states. (1.1D)
Continue to
participate in other DOL education and training strategies and
initiatives to inform and increase the participation of the
registered apprenticeship system. (1.1D)
Continue to
increase the registered apprenticeship system's participation
in the various Department's education and training strategies
and initiatives, e.g., OYS, OAS, JC, OWS, OTIS and OFAM. Major
employment and training initiatives will include registered
apprenticeship as a mechanism to develop a skilled workforce.
A process will also be developed to engage more businesses to
participate in the workforce development system. As part of
this increased participation, the registered apprenticeship
system will be involved in customer surveys and other instruments
developed to improve the workforce development system. (Please
Note: This is a cross-cutting strategy.)
Continue to
develop customized training programs with One-Stop Centers for
referrals to businesses and applicants for registered apprenticeship.
(Please Note: This is a cross-cutting strategy.)
ETA will continue
to engage the Departments of Education, Housing and Urban Development,
Transportation, and Justice to leverage support for registered
apprenticeship and maximize resources to provide businesses
and workers with skill development for the 21st Century. (Please Note: This is a cross-cutting strategy.)
National Programs
Performance and
Goals
Goal 1.1E: Increase the capacity and quality of One-Stop
system services for people with disabilities who are registered
in the workforce investment area(s) receiving Work Incentive
Grants Goal 1.1F: Increase employment and positive outcomes of adults registered
under the Indian and Native American Program Goal 1.1G: Increase employment opportunities for senior
citizens participating in the Senior Community Service Employment
Program
Indicator
Targeted Population
Program
PY 1999 Performance
PY 2000 Performance
PY 2001 Goal
PY
2002 Goal
PY 2003 Goal
Percent
more individuals with disabilities served than were served
in the workforce area(s) in the previous program year under
the adult, dislocated worker and youth programs (1.1E)
People
with disabilities
Work
Incentive Grants
*
N/A
N/A
5%
5%
Of
those with disabilities, percent more individuals with disabilities
placed in unsubsidized employment after program exit than
were placed in the previous program year (1.1E)
People
with disabilities
Work
Incentive Grants
*
N/A
N/A
5%
5%
Of
those placed in the first quarter after program exit, percent
more individuals with disabilities employed in the third quarter
after exit than were retained in the previous program year
(1.1E)
People
with disabilities
Work
Incentive Grants
*
N/A
N/A
5%
5%
Increase
in average earnings change for individuals with disabilities
over the average earnings change for individuals with disabilities
in the previous program year (1.1E)
People
with disabilities
Work
Incentive Grants
*
N/A
N/A
$250
$250
Employment
at program exit (1.1F)
Indian
and Native American Adults
Indian
and Native American Program
51.9%^
^
54%
56%
56%
Positive
outcomes at program exit (1.1F)
Indian
and Native American Adults
Indian
and Native American Program
83.4%^
^
84%
86%
86%
Percent
of participants placed and retained in unsubsidized employment
(1.1G)
Senior
Citizens
Senior
Community Service Employment Program
36.5%
33.8%
26%
37%+
37%+
* This
is a new initiative. 23 Grants were issued in PY 2000, so
there is not any performance information for PY 1999. The
indicators listed are new for PY 2002 and PY 2003.
^ This goal was revised with the passage of WIA. The PY 1999
performance results reported are for JTPA .
+ The indicator is effective beginning with PY 2002. The prior
indicator was the ratio of unsubsidized placements to authorized
positions.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Work Incentive Grants Budget: The Department is requesting
$20,000,000, the same as the FY 2002 appropriation request level,
for new grant awards to state and local workforce investment programs
working with other public and non-profit providers of services to
people with disabilities. ETA will administer this competitive grant
activity but will work closely with the Office of Disability Employment
Policy and the President's Task Force on Employment of Adults with
Disabilities. ETA plans to use approximately $1,000,000 of the $20,000,000
to supplement a national contract supporting technical assistance
and conferences to the workforce investment system on disability
laws, regulations, issues and services.
Work Incentive Grants Means and Strategies:
ETA will focus
on data validity and program accountability by conducting desk
analysis of quarterly report submissions, conducting annual
administrative conferences for new grantees, refining grant
SGAs based upon current workforce and grant experience, and
reinforcing outreach and services to people with disabilities
in the One-Stop system. (1.1E)
ETA will conduct
technical assistance of grant activities that promote information
sharing on policy developments and successful One-Stop strategies
impacting employment and training services to people with disabilities.
This will be accomplished through a variety of means including
on-line information sharing, periodic conference calls and video
conferencing calls, participation in multi-agency conferences
related to systems change of disability program delivery, high-lighting
successful strategies of other grants, promoting regional conferences
and training of the One-Stop system, examining web-cast applications
for information sharing and implementing other strategies which
promote promising practices in serving people with disabilities
in the workforce system. (1.1E)
ETA will evaluate
Work Incentive Grant activities in order to assess systemic
component of grant activity, develop a database of on-going
Work Incentive Grant activities with common elements across
grants (e.g., Has the grantee hired benefits planning specialists
to work in local One-Stop Centers? If so, how many?), and to
identify where additional technical assistance would be helpful
to grantees. (1.1E)
ETA will provide
information from promising practices website that is currently
under development with Work Incentive Grantees to foster information
on successful models of skill training and employment of people
with disabilities. (1.1E)
ETA will coordinate
with DOL's Office of Disability Employment Policy (ODEP) to
assure coordination of respective grant programs and technical
assistance related to WIA and the One-Stop Center system. (1.1E)
Indian and Native American Program Budget: The FY 2003 budget
request is $55,000,000, a decrease of $2,000,000 below the FY 2002
appropriation level.
Indian and Native American Program Means and Strategies:
Performance
Management:
1.Expand the current peer-to-peer
technical assistance efforts to be more comprehensive and to include
peer reviews. This will improve grantee staff capability and allow
for a better exchange of best practices.
2.Expand INA grantee participation
in available ETA and other related training opportunities to improve
grantee capability.
3.Promote grantee linkages
with Workforce Investment Boards to allow full utilization of
available resources and, where appropriate, eliminate duplication.
4.Expand the knowledge and
scope of other available resources for grantee utilization. (1.1F)
Accountability:
1.Establish the capability
of 100% electronic reporting and communication in the grantee
community for reporting efficiency.
2.In conjunction with ETA
efforts, finalize and distribute a grantee self-validation tool.
3.Identify reasons for negative
outcomes to allow grantees to improve performance.
4.Improve the efficiency
and scope of federal monitoring efforts and feedback to grantees.
(1.1F)
Senior Community Service Employment Program Budget: The FY
2003 budget request for the National Sponsors' portion of SCSEP
is $343,289,000. The request for the State Grants' portion is $96,911,000.
The total SCSEP budget request is $440,200,000, a decrease of $4,900,000
below the FY 2002 appropriation level.
Senior Community Service Employment Program Means and Strategies:
Technical Assistance:
1.Provide technical assistance
material to grantees, including handbooks, TAGs, etc;
2.Establish computer-based
long distance training for local SCSEP project directors;
3.Provide technical assistance
and training for under-performing SCSEP grantees; and
4.Continue the integration
of local SCSEP projects into the WIA One-Stop system. (1.1G)
Performance
Accountability:
ETA will establish
systems to collect required data, including development of appropriate
standards and measures. In PY 2003 the emphasis will be on bringing
all grantees into the new systems.
1.Provide incentives
and recognition to high performing grantees (i.e., those that
make the elevated unsubsidized placement goals);
2.Begin implementation
of the Older American Act corrective action steps, which include
mandatory corrective action plans and reduced funding; and
3.Recapture and
reallocate unexpended funds (e.g., from poor performing grantees)
to higher performing grantees. (1.1G)
Customer Satisfaction
Performance
and Goals
Goal 1.1H:
Increase customer satisfaction with services received from
workforce investment activities in connection with the One-Stop
delivery system
Indicator
Targeted Population
Program
PY 1999 Performance
PY 2000 Performance
PY
2001 Goal
PY
2002 Goal
PY2003 Goal
Score
of participant satisfaction with services on the American
Customer Satisfaction Index.
Registered
participants in WIA Activities
WIA
Adult and Youth Activities
*
78
69
70
71^
Score
of employer satisfaction with services on the American Customer
Satisfaction Index.
Employers
WIA
Adult and Youth Activities
*
71
66
68
69^
*This
is a new WIA goal based upon a weighted average of negotiated
levels of performance for all States.
^The PY 2003 goals have not yet been negotiated with the States,
so the goal reflected is preliminary and continues the trend
established by the PY 2000 – 2002 goals.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Customer Satisfaction Means and Strategies:
Continue to
provide training, tools and assistance to Workforce Investment
Areas and One-Stop partner programs on quality and continuous
improvement techniques, and uses of employer and participant
customer satisfaction survey information. ETA will provide recognition
to workforce entities that achieve identified levels of performance
excellence. (1.1H)
A
PREPARED WORKFORCE
Outcome
Goal 1.2: Increase Number of Youth
Making
a Successful Transition to a Career Path
Programs Include:
Job Corps Youth
Activities Formula Grants
Indian and Native American Youth Youth
Opportunity Grants
Total
Budget: $2,550,625,000
Youth Formula Grants
Performance and Goals
Goal 1.2A:
Increase entrance and retention of youth registered under
the WIA youth program in education or employment (DOL 1.2A)
Indicator
Targeted Population
Program
PY 2000 Performance
PY 2001 Goal
PY 2002 Goal
PY 2003 Goal
Of
the 14-18 year-old youth who enter the program without a diploma
or equivalent, the percent who will attain a secondary school
diploma or equivalent by the first quarter after exit (DOL
1.2A)
Disadvantaged
Youth Aged 14-18
WIA
Youth Program
*
N/A
51%
52%
Employed
in the first quarter after program exit (DOL 1.2A)
Disadvantaged
Youth Aged 19-21
WIA
Youth Program
^
^
63%
65%
Retention
in employment in the third quarter after exit of those who
were employed in the quarter after program exit (DO1.2A)
Disadvantaged
Youth Aged 19-21
WIA
Youth Program
77%
70%
77%
78%
^
This was a new goal for Program Year 2002.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Youth Formula Grants Budget: Local areas use the funds to
provide comprehensive, long-term services for youth that provide
them with the necessary supports to assist them in developing into
responsible adults and to transition to post-secondary education
and training and to careers. The request is $985,951,000, a decrease
of $125,095,000 below the FY 2002 appropriation level.
Youth Formula Grants Means and Strategies:
ETA's federal
staff and state staff will jointly determine the effectiveness
of local youth programs. These staff will complete 50 site visits
to local areas by June 30, 2004, providing technical assistance,
guidance and identifying best practices. Success will be achieved
once the 50 site visits are completed and local area directors
and youth council chairs receive a report of findings and recommendations.
(1.2A)
ETA will issue
its annual program guidance to states and local areas implementing
comprehensive youth services under WIA. The 2003 program emphasis
will focus on strong academic and skills training components,
leading to a high school diploma or its equivalent, advanced
training and employment opportunities that lead to career paths,
and follow-up services that lead to retention in employment.
The guidance letter will be issued by April of 2003. (1.2A)
Each ETA region
will conduct at least one youth 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/GEDs or advanced training leading to
career opportunities. Seventy-five percent of participants will
rate the quality of the information exchange at the conference
as good to excellent. (1.2A)
ETA's national
best practices strategy will continue to promote educational
and skills training achievement for younger youth. ETA's national
office, assisted by the regions, will maintain a web-base database
of best practices and strategies. Success will be achieved when
90% of the users rate this service as effective. (1.2A)
ETA will convene
a National Youth Summit of a representative group of Workforce
Investment Act program participants. Attendees will act as focus
groups to develop “what works” practices from a youth perspective.
Success will be measured when 100% of states are provided with
the results of the focus groups to incorporate into their customer
satisfaction programs. (1.2A)
While in this
last year of authorization under the Workforce Investment Act,
the Department 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 WIA. Because PY 2003 is the last year
of authorization, the Department 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)
Cross-Cutting Programs
and Issues
ETA will facilitate the involvement of Faith-Based organizations,
as partners, to expand educational, cultural, recreational and
career opportunities for youth.
Job
Corps
Performance and Goals
1.2B: Increase participation, retention, and earnings of Job Corps graduates
in employment or education (DOL 1.2B)
Indicator
Targeted Population>
Program
PY 2000 Performance
PY 2001 Goal
PY 2002 Goal
PY 2003 Goal
Graduates
who enter employment or enroll in education
Severely
Disadvantaged Youth
Job
Corps
85%
85%
90%
N/A*
Increase
number of students who earn diplomas
Severely
Disadvantaged Youth
Job
Corps
N/A*
N/A*
+
20% over PY 2001
+
20% over PY 2002
Average
hourly wage at entered employment
Severely
Disadvantaged Youth
Job
Corps
$7.97
$7.25
$8.20
N/A*
Six
month retention in employment or education
Severely
Disadvantaged Youth
Job
Corps
67%
(90 day retention)
70%
70%
70%
Average
hourly wage at six months retention in employment or education
Severely
Disadvantaged Youth
Job
Corps
N/A*
N/A*
N/A*
$8.27
* Job
Corps program emphasis has shifted from short-term results
to long-term outcomes. PY 2003 goals have changed to reflect
increased emphasis on high school credentialing and greater
wage opportunities, leading to graduates' long-term employability.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Job Corps Budget: The 2003 request of $1,532,160,000 provides
for a high school accreditation initiative, the activation of a
new Job Corps center in Hartford, Connecticut, and the continued
operation of the 122 Job Corps centers. Site selection, planning
and design of two new Job Corps centers begun with the FY 2002 appropriation
will be continued with funding requested in this budget submission.
Job Corps Means and Strategies:
Job Corps program graduates achieve success as a result of their
Job Corps experience. This will be accomplished by continuing to
implement a more comprehensive and effective placement and career
transition support system for graduates as part of Job Corps' Career
Development Services System (CDSS) program enhancement strategy.
Through this strategy, ETA will continue to emphasize high quality
placements and wages that will lead to long-term attachment to the
work force. ETA will accomplish this in the following ways:
Continue to
place emphasis on performance in the competitive procurement
process to foster competition 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;
Continue to
provide technical assistance to staff nationwide by updating
training modules, monitoring staff training plans, and analyzing
results of satisfaction surveys to further address customer
needs through the training of Job Corps staff. Additionally,
ETA will develop a model safety and health program to maintain
safe and healthy environments at all centers, critical to the
long-term labor market success of Job Corps graduates;
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; and higher earnings
through graduates' long-term attachment to the labor market;
Infuse advanced
technologies, including the incorporation of information technology
skills, during the first 60 days of a student's enrollment;
and
Increase co-enrollment
agreements to maximize opportunities for Job Corps students.
As part of its continuous
improvement effort, ETA will strive to increase the number of
high school diplomas that students attain while enrolled in Job
Corps as a means to enhance educational credentials and career
opportunities. ETA's strategy to increase high school diploma
attainment will proceed in these key areas:
Collaborating
with the U.S. Department of Education and forming local partnerships
to expand high school credentialing opportunities for students
and staff;
Expanding Job
Corps' existing high school diplomas programs by establishing
new on- and off-site locations, and developing charter schools,
alternative system and linkages with local school programs;
and
Establishing
a national Job Corps on-line high school in partnership with
a state school or university program.
Youth
Opportunity Grants
Performance and Goals
1.2 C: Increase employment
and retention of youth registered under the WIA youth program
in education or employment(DOL 1.2C)
Indicator
Targeted Population
Program
PY 2000 Performance
PY 2001 Goal
PY 2002 Goal
PY 2003 Goal
Attain
a secondary school diploma or equivalent by the first quarter
after exit
At
Risk Youth, Aged 14-18, Living in High Poverty Areas
Youth
Opportunity Grants
*
^
51%
52%
In
employment by the first quarter after exit
At
Risk Youth, Aged 19-21, Living in High Poverty Areas
Youth
Opportunity Grants
*
^
63%
65%
Retention
in employment in the third quarter after exit of those who
were employed in the quarter after program exit
At
Risk Youth, Aged 19-21, Living in High Poverty Areas
Youth
Opportunity Grants
*
70%
77%
78%
^
This is a new goal for Program Year 2002.
* Program Year 2000 data is unavailable at this time.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Youth Opportunity Grants Budget: Youth Opportunity grants
concentrate a large amount of funds into high-poverty areas with
the goal of bring about community-wide changes in the dropout rate,
college enrollment rate, and employment rate of youth growing up
in these areas. Grants have been awarded to some of the poorest
communities in the United States, including Watts, the Hough section
of Cleveland, the Fifth Ward of Houston, the Navajo and Pine Ridge
Indian Reservations, and a rural area of Louisiana in the Mississippi
Delta that has been called the poorest place in America. The request
is for $44,500,000. This funding level will support Youth Opportunity
Grants' outstanding commitments to the original 36 grants in their
fifth and final year of funding.
Youth Opportunity Grants Program Means and Strategies:
ETA will convene
a second National Youth Summit of a representative group of
Workforce Investment Act program participants. Attendees will
act as focus groups to develop “what works” practices from a
youth perspective. Success will be measured when 100% of states
are provided with the results of the focus groups to incorporate
into their customer satisfaction programs.
ETA will ensure
the Youth Opportunity Grant program effectiveness through monitoring
and providing oversight via quarterly reports.
During the last
year of direct Federal funding, ETA will continue to focus on
developing and implementing viable sustainability strategies.
ETA will provide technical assistance to Youth Opportunity Grantees
in the areas of resource mapping, developing ties to state,
local, and private funding, and strengthening linkages to local
youth formula-funded programs. ETA will work with local youth
councils in this effort.
Cross-Cutting Programs and Issues
ETA will facilitate the involvement of faith-based organizations,
as partners, to expand educational, cultural, recreational and career
opportunities for youth.
Indian
and Native American Program
Performance and Goals
Goal 1.2D: Increase
the skill attainment, work readiness and employment of youth
registered under the Indian and Native American Program
Indicator
Targeted Population
Program
PY 1999 Performance
PY 2000 Performance
PY 2001 Goal
PY 2002 Goal
PY 2003 Goal
Attain
at least two goals relating to basic skills, work readiness,
skill attainment, entered employment and skill training (1.2D)
Native
American Youth
Indian
and Native American Program
+
*
60%
61%
61%
Earn
a secondary school diploma or its recognized equivalent (GED)(1.2D)
Native
American Youth
Indian
and Native American Program
+
*
65%
66%
66%
+This
is a new goal. No prior program data available.
* Preliminary data are expected March 2002.
Indian and Native American Youth Budget: Section
166(d)(2)(A)(ii) of WIA authorizes the provision of supplemental
youth services to reservations and Alaska Native areas. Approximately
1.5% of the youth formula budget is available for Indian and Native
American Youth Programs, which translates to $15,014,000. Indian
and Native American Program grantees administer these youth funds.
Indian and Native American Youth Program Means and Strategies:
Performance
Management:
1.Expand the current
peer-to-peer technical assistance efforts to be more comprehensive
and to include peer reviews. This will improve grantee staff capability
and allow for a better exchange of best practices.
2.Expand INA grantee
participation in available ETA and other related training opportunities
to improve grantee capability.
3.Promote grantee
linkages with Workforce Investment Boards to allow full utilization
of available resources and, where appropriate, eliminate duplication.
4.Expand the knowledge
and scope of other available resources for grantee utilization.
(1.2D)
Accountability:
1.Establish the
capability of 100% electronic reporting and communication in the
grantee community for reporting efficiency.
2.In conjunction
with ETA-wide efforts, finalize and distribute a grantee self-validation
tool.
3.Complete a proposal
to research and identify reasons for negative outcomes to allow
grantees to improve performance.
4.Improve the efficiency
and scope of federal monitoring efforts and feedback to grantees.
(1.2D)
2.2A 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
Indicator
Targeted
Population
2000
Performance
2001
Goal
2002
Goal
2003 Goal
Improve
payment timeliness · Percent of intrastate payments made within
14-21 days
Facilitate
reemployment
· Increase the entered employment rate of Unemployment Insurance
claimants
Unemployed
Workers
N/A
N/A
Establish
a baseline
±
Set
up Unemployment Insurance Tax Accounts Promptly
· Percent of new employers who are issued a determination
about their Unemployment Insurance tax liability within 90
days of the end of the first quarter they become liable for
the tax
New
Employers
N/A
N/A
80%
80%
These
goals will be articulated once ETA obtains stakeholder feed
back in defining the indicators and the baselines are established.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Unemployment Insurance Program Budget: The total Unemployment
Insurance Program request of $2,727,688,000 includes $2,717,688,000
for State Administration and $10,000,000 for National Activities.
Unemployment Insurance Means & Strategies:
To help raise
overall first payment timeliness and new status determination
timeliness, ETA will initially ensure that the State Quality
Service Plans of states with performance below the established
minimum criteria have the mandatory corrective action plans
to raise performance. ETA will also urge all other states that
are below the 91% target to develop plans leading to quicker
claims handling without compromising payment accuracy. States
just meeting the minimum performance criterion (60%)for determining
new status liability will be encouraged to develop plans designed
to increase timeliness, without compromising the accuracy of
determinations.(2.2A)
ETA will provide
the system with quarterly reports on state payment timeliness
and state employer tax liability determination timeliness so
that progress can be monitored and problems can be addressed
immediately. (2.2A)
ETA will continue
to urge states to use data from the State Directory of New Hires
to prevent some overpayments due to working while claiming benefits
and detect earlier those which have occurred. (2.2A)
ETA will work
with states to improve benefit payment accuracy and reemployment
by working against targets for payment accuracy and entered
employment established in FY 2002. States will implement additional
data collection to obtain entered employment data on a continuing
basis and use it to guide their reemployment assistance to Unemployment
Insurance claimants. States will have guidance on the extent
and nature of erroneous denials from denied claim accuracy data
(a part of the Benefit Accuracy Measurement--BAM--system.) ETA
will also provide states with additional analytical data from
BAM on the nature and cause of overpayments to assist them in
crafting better front-end procedures for preventing overpayments.
(2.2A)
ETA will develop
enhancements to existing systems for the early detection of
multi-claimant fraud schemes in cooperation with the states.
(2.2A)
Foreign
Labor Certification
Performance and Goals
2.2B Promptly
review employer applications for foreign labor certifications
Indicator
2001
Performance
2001
Goal
2002
Goal
2003 Goal
Promptly
process employer labor condition applications for the H-1B
professional/specialty temporary program. (2.2B)
N/A
N/A
95%
processed within seven days of receipt
95%
processed within seven days of receipt
Promptly
review employer applications for foreign labor certifications
to ensure that aliens admitted to work under foreign labor
certifications will not adversely affect domestic workers'
wages or working conditions. Reduce the average time required
in the ETA Regional Offices to process applications received
under the new PERM process for permanent alien residency.
(2.2B)
N/A
N/A
N/A
Reduce
average processing time to six months for the new PERM process
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Foreign Labor Certification Program Budget:The amount requested for state
administration of the foreign labor certification permanent program
is $5,540,000.
Foreign Labor Certification
Means & Strategies
ETA will monitor
functioning of the labor certification application process,
both the web-based and faxed-based, for the H-1B professional/specialty
temporary program on a continuing basis. (2.2B)
ETA will initiate
a more streamlined system for processing foreign labor certifications.
The process should reduce the time an employer waits for a Labor
Department response on its application from an estimated 24
months to six months (the Immigration and Naturalization Service
review takes additional time). In the new system, ETA regional
staff will review applications; in their review they will rely
on employers' previous recruitment efforts to establish the
lack of available qualified workers for the positions to be
filled by foreign labor. In the previous procedure, the state
workforce agency first conducted time-consuming advertisements
to confirm that the employer was paying a prevailing wage and
that there were no domestic applicants for the opening then
ETA regional staff completed the review. (2.2B)
ETA will implement
a data system that will enable tracking and reporting the time
required to complete each application for alien foreign labor
certification. Under the old “two-tier” system, only the number
of cases on hand was available. The new data system will enable
the process to be managed, not only by the number of cases on
hand, but also by the speed of the service being provided, permitting
monitoring of overall timeliness and the identification of types
of applications which require additional attention. (2.2B)
TAA/NAFTA-TAA Benefits Budget: This account provides for
the payment of Trade Adjustment Assistance (TAA) benefits to workers
adversely affected by increased imports. Additionally, this account
provides for the payment of benefits to workers impacted by trade
with countries covered by the North American Free Trade Agreement
(NAFTA).
The budget request for TAA benefits is $297,000,000. The request
for NAFTA transitional adjustment assistance benefits is $33,000,000.
The total budget request for TAA and NAFTA-TAA benefits and training
allowances is $461,650,000, an increase of $46,000,000 above the
FY 2002 appropriation level. Benefits account for $330,000,000 of
the total. Training accounts for $131,650,000 of the total and is
reflected in the budget total under Outcome Goal 2.3 of this Annual
Performance Plan. The goal, indicators and strategies for the TAA
and NAFTA-TAA programs are explained under Outcome Goal 2.3.
WIA
Dislocated Worker Formula and National Reserve
Trade
Adjustment Assistance/NAFTA-TAA Training
Total Budget: $1,514,690,000
Dislocated Worker Formula Grants
Performance and Goals
Goal 2.3A: Increase the employment, retention, and
earnings replacement of individuals registered under the WIA
dislocated worker program (DOL 2.3A)
Indicator
Targeted Population
Program
PY 1999 Performance
PY 2000 Performance
PY 2001 Goal
PY 2002 Goal
PY 2003 Goal
Employed
in the first quarter after program exit
Dislocated
Workers
WIA
Dislocated Worker Program
*
75%
73%
78%
78%^
Retention
in employment in the third quarter after program exit of those
who were employed in the first quarter after program exit
Dislocated
Workers
WIA
Dislocated Worker Program
*
83%
83%
88%
88%^
Earnings
replacement rate for those employed in the first quarter after
program exit and still employed in the third quarter after
program exit
Dislocated
Workers
WIA
Dislocated Worker Program
*
95%
91%
98%
98%^
* This
is a new measure beginning with PY 2000.
^Goals for PY 2002 and PY 2003 have not been fully negotiated
with partners and are therefore subject to change. ETA is
in consultation with state and local partners to identify
performance accountability issues and the effects of performance
on participant services.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
Dislocated Worker Formula and National Emergency Grant Budget: The FY 2003
request is $1,383,040,000, a decrease of $165,960,000 below the
FY 2002 appropriation level. Formula grants to States account for
$1,106,432,000 of the total request, and National Reserve grants
account for $276,608,000 of the total.
Dislocated Worker Formula and National Emergency Grant Means and
Strategies:
Context: In PY 2003, the WIA Dislocated Worker program will be starting
its fourth year of operation. The strategic goals and means of the
previous years provide a context for 2003. In PY 2003, ETA will
monitor the states' performance and operations, determine which
states are not achieving their performance goals, and provide customized
technical assistance. ETA will also prepare recommendations and
reports regarding the re-authorization of WIA.
This plan builds upon previous years' strategies to better serve
workers with strategic partners. The PY 2002 program objectives
are: 1) ensuring timely, accurate, consistent and meaningful financial
and performance data at the program level to facilitate informed
management of dislocated worker program operations at all levels;
2) improving system response to customer needs; 3) improving wage
replacement for dislocated workers; 4) improving the system of accountability
for performance; and 5) strengthening the One-Stop Center system
and partnerships formed to improve services for jobseekers and employers.
ETA will enhance
universal access of all dislocated workers to services available
through One-Stop Career Centers by: 1) supporting outreach to
groups of dislocated workers through community-based organizations,
faith-based organizations, organized labor, and other entities,
State Rapid Response units, etc., 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. (2.3A)
ETA will continue
efforts begun in PY 2002 to identify reasons why dislocated
worker jobseekers do not achieve a successful labor market transition
(as defined by WIA's core measures (jobs, retention, earnings,
credential) and take steps to respond to the findings. (2.3A)
ETA will continue
to invest in engaging private-sector employers both as customers
and partners in the workforce development system by communications,
conferences, and contractor support to business leads within
the State Workforce Investment Boards. ETA will strive to improve
dislocated worker program services for the business customer
by:
Seeking
to ensure that training available in local areas is directly
linked to employer-identified skill shortages, in part by
improving employer participation in the development and
use of Eligible Training Provider Lists in local areas and
states;
Through
community audits, sectoral analyses, and other means, promoting
training of dislocated workers in occupational areas identified
by the business community as most in demand;
Improving
the employer-related services provided through Rapid Response
assistance; and
Increasing
employers' awareness of the requirements of the WARN Act
(see a. below). (2.3A)
ETA will continue
services to 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 WIA Title I re-employment services (e.g.,
job search workshops, counseling, referrals to suitable openings)
and other needed assistance. (2.3A)
Significant New or Enhanced Efforts in FY 2003:
PY 2003 will be the final year of WIA prior to consideration of
its reauthorization. Objectives for the dislocated worker program
in PY 2003 will include improving data quality, improving services
to working adults, and strengthening the One-Stop Center system.
Program reviews will focus on financial and performance accountability
and be undertaken in part to identify promising practices. ETA will
encourage states and local areas to explore means for improving
outcomes for a range of dislocated workers, including individuals
with Limited English Proficiency.
Based upon the input from GAO, the WIA Readiness Teams, partners,
and contractor studies, ETA will complete plans to improve how the
program and the One-Stop system responds to customers' needs and
to improve the quality and timeliness of data in performance management
systems. This will assure that the programs can be managed in a
more effective, efficient manner, that more adults will receive
appropriate employment and training services, and that the GPRA
employment goals will be met or exceeded.
a. Strategies
to improve the dislocated worker program components of participant
assessment, case management, eligibility determination, informed
customer choice, and customized and responsive services involve
using several means to assess current practices, identify promising
examples, and develop methods for bridging gaps between current
and exemplary practice. Through collaborative assessments, ETA
and state and local partners will determine appropriate means
of improving the aforementioned components, identify key risk
areas, and work intensively with those areas with specific needs.
Demonstration projects will be supported to implement more effective
practices in some states and areas. The reconstituted National
Dislocated Worker Workgroup provides a framework for progress
in most of the areas of emphasis, including increasing the timeliness
of employer notices under the Worker Adjustment and Retraining
Notification Act (WARN) and Rapid Response activities.
By the end of
PY 2003, a large majority of states and local areas will be
providing sophisticated customized employment and training services
at One-Stop Centers, through internet web centers, and with
business, community-based, and faith-based partners' support.
(2.3A)
b. The strategy
to improve the performance accountability system will parallel
the process to improve the program components. ETA staff in
national and regional offices will monitor the reports' timeliness
and validity to determine which states meet the standard level
of confidence; for those states which do not meet the standard,
ETA will develop and provide customized technical assistance
to assure they meet the standards. These efforts will provide
a more reliable, valid, and accurate reporting system and assure
more credible reporting to Congress and the public. During PY
2002, a joint workgroup is to review the performance accountability
system for dislocated workers. The group's reports will serve
as the basis for ETA consideration of improvements to the reporting
and accountability systems. Improvements in the timeliness of
data are expected to be implemented late in 2002, for applications
in 2003. This menu will include measures on impact of customers
served, broader customer satisfaction, comparisons benchmarked
with related One-Stop Centers and competition. Potential improvements
will be considered for inclusion in the recommendations for
WIA reauthorization to the Congress. If approved and implemented,
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 review will include
consideration of One-Stop system measures and measures on impact
of customers served, broader customer satisfaction, comparisons
benchmarked with related One-Stop career centers and competition.
To improve the quality of competitive incumbent and dislocated
worker grants, ETA will continue the strategy, begun in the
previous year, to sponsor “bidders' conferences” for 50 percent
of competitive procurements. The workgroups' recommended technical
changes to the Assistant Secretary for Employment and Training
might also be included in the recommendations for reauthorization
to the Congress. The bidders' conferences will be expected to
provide better proposals – and later projects – to better meet
the needs of dislocated and incumbent workers. All the above
require contractor support to complete. If approved and implemented,
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, WIA stakeholders and the public.
(2.3A)
c. A strategy to improve the “wage
replacement rate” goal will consist of following up on activities
begun in PY 2002. Research findings on factors affecting wage
replacement rates and promising practices and policies, developed
in the previous year, will be provided to the One-Stop network
and related partners, showcased in national conferences, and
available in guidance from the ETA WIA websites. This will require
contractor support to complete in 2003. The factors will inform
ETA and its partners as we consider the relationship between
wage replacement, total compensation, customer needs, and customer
satisfaction. The impact of this strategy will be to enable
State/local program operators to better understand the interplay
between wages and customer satisfaction, to understand effective
approaches to improving wages for dislocated workers, and to
more accurately measure wage outcomes and hence, implement effective
approaches to reemployment for their dislocated worker customers.
(2.3A)
ETA will transition
to a system of electronic grant application filing and program and
financial reporting for National Emergency Grants. The efficiency
gained from the electronic filing and abbreviated filing requirements
will enable grant award decisions to be announced within 15 days
of receipt of a complete application. The current processing time
standard is 45 days. Similarly, electronic system will improve the
timeliness with which program and financial data are available thus
enabling improved program monitoring and technical assistance targeting.
All NEG grant application filing will become electronically based
in FY 2003. Implementation of the electronic system is a key DOL
“e-government” initiative. (2.3A)
ETA will implement
pilot and demonstration projects to improve local areas' ability
to understand business and labor market trends and undertake comprehensive
planning for services to dislocated workers and incumbent workers.
For example, ETA will focus on:
1) Supporting community
audit, incumbent worker and sectoral employment demonstration
projects that develop, collect and analyze information regarding
economic and labor market trends in specific geographic areas,
industries, or sectors. This will improve real-time workforce
investment information and services, prevent dislocations, more
effectively target training resources, and support business growth
and worker welfare.
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. (Please
Note: This is a cross-cutting strategy.)
ETA also 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.
(Please Note: This is a cross-cutting strategy.)
ETA 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. (Please Note: This
is a cross-cutting strategy.)
Trade
Adjustment Assistance/NAFTA-TAA Training
Performance and Goals
Goal 2.3B: Increase the employment, retention, and earnings
replacement of workers dislocated in important part because of
trade and who receive trade adjustment assistance benefits (DOL
2.3B)
Indicator
Targeted Population
Program
1999 Performance
2000 Performance
2001 Performance
2002 Goal
2003 Goal
Employed
in the first quarter after program exit
Dislocated
Workers
Trade
Adjustment Assistance
+
65%1
66%
78%
78%
Retention
in employment in the third quarter after program exit of those
who were employed in the first quarter after program exit
Dislocated
Workers
Trade
Adjustment Assistance
+
+
90%
88%
88%
Earnings
replacement rate for those employed in the first quarter after
program exit and still employed in the third quarter after program
exit
Dislocated
Workers
Trade
Adjustment Assistance
+
107%2
88%
90%
90%
+ This is
a new goal, which conforms to WIA and aligns more closely with
the dislocated worker goal. FY 2001 constitutes the baseline year. 1 The low reemployment percentage for FY 2000 is believed
to be due to data reliability problems. This theory was tested
by looking at wage record data for terminees reported as unemployed
in eight States. This analysis significantly raised the number
of workers reemployed in those States. Incorporating the higher
number for workers reemployed from the eight States in the National
figures raises the overall reemployment rate to 74.8%. It should
be noted that wage record data will be used in all future Trade
Act Participant Reports (TAPR). 2 The significantly high earnings replacement rate is also due to
data reliability problems. It should be noted that wage record
data will be used in all future TAPR reporting.
Note: Goals corresponding
to the DOL FY2003 Annual Performance Plan are in parentheses.
TAA/NAFTA-TAA Training Budget: This account provides for the
payment of Trade Adjustment Assistance (TAA) training, job search and
relocation allowances to workers adversely affected by increased imports.
Additionally, this account provides for the payment of training, job
search and relocation allowances to workers impacted by trade with countries
covered by the North American Free Trade Agreement (NAFTA). State administrative
costs associated with the TAA and NAFTA-TAA training programs are included
in this account.
The FY 2003 budget request for TAA training is $94,500,000. The request
for NAFTA transitional adjustment assistance training is $37,150,000. The total budget request for TAA and NAFTA-TAA benefits and training
allowances is $461,650,000, an increase of $46,000,000 above the FY
2002 appropriation level. Training accounts for $131,650,000 of the
total. Benefits account for $330,000,000 of the total and are reflected
in the budget total under Outcome Goal 2.2 of this Annual Performance
Plan.
Trade Adjustment Assistance Program Means and Strategies:
Strengthen The
Performance Management Framework For The Trade Act Programs:
ETA will improve the validity and quality of the data used to manage
performance of the Trade Act programs by:
- Achieving full
reporting and a high standard of accuracy for data reported in
the Trade Act Participant Report (TAPR) through constant review
of state data submissions and by ensuring that participant data
systems are part of the states' normal evaluation and monitoring
systems;
- Completing training, by the end of fiscal year 2002,
for all states on reporting requirements and data quality standards
and providing targeted technical assistance to correct reporting
or data quality problems;
- Updating the TAPR to reflect any new data needs that
result from reauthorization and/or reform of the programs and
providing technical assistance and training to the states as needed;
and
- Communicating suitable employment goals to the states
and local offices by the end of fiscal year 2002 so that suitable
outcomes are understood and pursued for each participant at the
levels where training and other services are actually provided.
(2.3B)
Minimize The
Investigation Backlog And Achieving Maximum Compliance With Statutory
Deadlines Within Resource Constraints: ETA will institute measures
to increase productivity and reduce investigation time for petition
determinations. These measures will be aimed at reducing the percentage
of investigations that exceed the statutory time limits. (2.3B)
Achieve Improved
Integration Of The Trade Act Programs With The WIA Dislocated Worker
Program And The One-Stop Career Center System: ETA will continue
to 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 that stand in the way of increasing the percentage
of Trade Act program participants who are coenrolled in the dislocated
worker program. ETA will also use the Trade Taskforce to identify
opportunities to better integrate the Trade Act programs and the
WIA dislocated worker program. ETA will prepare and deliver training
sessions that will disseminate information and best practices for
use by states and local boards. (2.3B)
