Agenda 09/25/2012 Item #16F1 9125/2012 Item 16.F.1.
EXECUTIVE SUMMARY
Recommendation to acknowledge receipt of the Workforce Services Plan, as submitted by
the Southwest Florida Workforce Development Board, Inc.
OBJECTIVE: That the Board of County Commissioners (Board) acknowledge receipt of the
Workforce Services Plan as submitted by the Southwest Florida Workforce Development Board,
Inc.
CONSIDERATIONS: The Workforce Investment Act of 1998, federal Public Law 105-220,
replaced the Job Training Partnership Act, as amended in 1996. The counties of Charlotte,
Collier, Glades, Hendry and Lee were designated by the Governor of the State of Florida to form
a five county workforce development area. The initial interlocal agreement was approved in
1996. On June 30, 2005 that interlocal agreement expired and on September 13, 2005 the Board
of County Commissioners approved an interlocal agreement providing for continuation,
authority, and responsibilities of the Southwest Florida Job Training Consortium (Consortium).
The Consortium, as defined in the interlocal agreement is composed of the Chair from each of
the participating County Commissions, or a designee, who is an elected County Commissioner.
The Southwest Florida Workforce Development Board, Inc. (SFWDB) acts as the grant recipient
and administrative entity and is responsible for providing services directly to Florida's
businesses and job seekers. These services include job placement and recruitment assistance as
well as funding for skills training. Their efforts are often geared toward specific industries or
populations identified as targets in their areas because of demand and wage potential; the
flexibility built into the system allows each region to determine with its local leadership what
workforce services are most needed to support employment and training and keep local
economies going strong. (Workforce Florida, Inc.)
On June 12, 2012, the Board approved a Second Amended and Restated Interlocal Agreement
for the Southwest Florida Job Training Consortium (Amended Interlocal) as one of the five
participating counties [Item 16A(25)]. Changes were incorporated to clarify provisions and
provide greater transparency as follows:
• Provides for the Chair of the Consortium to remain in place until replaced by the
Consortium. The Consortium may also elect to rotate the position of Chair each year in
accordance with procedures that may be developed.
• Provides for approval requirements for the local plan or modification of the local plan by
the Consortium, including timeframes for approval, written objections, and requirements
for meeting of the Consortium. The local plan Section 118 of the Workforce Investment
Act requires that each local board develop and submit to the Governor a comprehensive
five-year local plan in partnership with the appropriate chief elected official (Chair of the
Consortium). The plan shall be consistent with the State plan. The last approval of a
modification to the local plan was finalized September 19, 2011. All future local plan
updates and modifications will follow the approval process requirements of the amended
interlocal agreement.
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9/25/2012 Item 16.F.1.
• Provides for approval requirements for the annual budget of the SFWDB by the
Consortium, including timeframes for approval, written objections, and requirements for
meeting of the Consortium.
• Provides for extension of the amended interlocal agreement through June 30, 2016 and
automatic 5-year term renewals unless notification of intent not to renew is provided by
any party within specified timeframes.
On June 16, 2012, in accordance with the Amended Interlocal, the Board also approved the
SFWDB annual budget.
On August 31, 2012, the Plan was provided to the Consortium members and County
Administrators/Managers of the participating counties which begins the 60-day review period.
Provided as an attachment to this Executive Summary is a summary of the proposed Workforce
Services Plan. The Plan is required to be consistent with the State plan and will go through a
series of reviews by Workforce Florida, Inc. and the Florida Department of Economic
Opportunity before being finalized. Minor changes may arise from this review process, however
any such revisions will not be substantive.
In accordance with the Interlocal Agreement the SFWDB has requested that the Chairman
approve the Plan. The options available to the Board include:
1. Approve the proposed Workforce Services Plan; or
2. Provide a written objection or request for meeting of the Consortium. This request
should be submitted before September 29, 2012 in order for a meeting of the
Consortium to be scheduled prior to the expiration of the 60-day review period; or
3. In the event the Board does not select Option 1 or 2 (above), the Plan will be deemed
approved at the end of the 60-day review period unless another participating County
raises an objection or requests a meeting of the Consortium.
Staff has completed a general review of the submitted information and sees no reason to file an
objection.
FISCAL IMPACT: The budget of the SFWDB is $19,814,000. There is no direct fiscal impact
associated with this Executive Summary as the programs provided by the SFWDB are funded by
State and Federal grants. Agency resources are shared amongst the five participating counties.
The new budget and local plan review procedures set forth in the "Workforce Investment Act
Second Amended and Restated Interlocal Agreement for the Southwest Florida Job Training
Consortium" are intended to provide greater transparency to the process and give each member
county a vehicle to address any questions or concerns that may arise.
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9/25/2012 Item 16.F.1.
GROWTH MANAGEMENT IMPACT: There is no growth management impact associated
with this Executive Summary.
LEGAL CONSIDERATIONS: This item has been reviewed by the County Attorney, is legally
sufficient, and requires majority vote for approval. -JAK
RECOMMENDATION: That the Board of County Commissioners acknowledge receipt of the
Workforce Services Plan, as submitted the Southwest Florida Workforce Development Board,
Inc.
Prepared by: Amy Patterson, Impact Fee and Economic Development Manager
Office of Management and Budget
Attachments: 1) Summary of 2012-2016 Workforce Development Plan
2) 2012-2016 Workforce Development Plan
3) Plan Attachments
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9/25/2012 Item 16.F.1.
COLLIER COUNTY Ask
Board of County Commissioners
Item Number: 16.F.1.
Item Summary: Recommendation to acknowledge receipt of the Workforce Services Plan,
as submitted by the Southwest Florida Workforce Development Board, Inc.
Meeting Date: 9/25/2012
Prepared By
Name: PattersonAmy
Title: Manager-Impact Fees&EDC,Business Management&
9/11/2012 1:21:06 PM
Approved By
Name: KlatzkowJeff
Title: County Attorney
Date: 9/14/2012 9:53:50 AM
Name: FinnEd
Title: Senior Budget Analyst,OMB
Date: 9/17/2012 9:27:14 AM
Name: OchsLeo
Title: County Manager
Date: 9/17/2012 2:42:55 PM
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9/25/2012 Item 16.F.1 .
WORKFORCESERV_ICES PLAN FOR 2012-2016
9/25/12 - Summary for the Hendry County Board of County Commissioners regarding a request
for signature for the Southwest Florida Workforce Development Board, Inc. Workforce Services
Plan for 2012-2016
Submitted by: Southwest Florida Workforce Development Board,Inc.,Region 24
Mary Anne Zurn, Planning and Grants Division Director for
Joe,Paterno, Executive Director
The Southwest Florida Workforce Development Board, Inc. (the Board) is one of twenty-four regional
workforce investments boards associated with Workforce Florida, Inc. The Southwest Florida
Workforce Development Board, Inc. is a partnership of business, labor, education, community, and
government services which oversees workforce development initiatives in Region 24, the five-county
are which include Charlotte, Collier, Glades, Hendry and Lee counties. Over fifty percent of the board
members represent the business community, with others representing education, the Department of
Children and Families, the Division of Vocational Rehabilitation, economic development
councils/offices, labor, and community-based organizations. Board members volunteer their time to
provide valuable input on creating a successful workforce development system. The Board oversees
activities and funding related to:
• Workforce Investment Act of 1998 (Adult, Dislocated Worker&Youth
• Welfare Transition(WT)/Temporary Assistance to Needy Families (TANF)
• Supplemental Nutrition Assistance Employment and Training(SNAP E&T)
• Wagner-Peyser-labor exchange through Department of Economic Opportunity
• Job Corps
• Migrant Seasonal Farmworker(MSFW)
• Veterans Services
• Trade Adjustment Assistance (TAA)
• Other state/federal competitive grants within guidelines of appropriate funding
The Southwest Florida Workforce Development Board, Inc. oversees the One Stop Career Centers
throughout the five-county area. These Centers known regionally as Southwest Florida Works Centers
are a cornerstone of the workforce investment system. They are designed to provide individuals and
businesses with access to a wide range of employment and training services at a single location. Each
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Southwest Florida Workforce Development Board,Inc.
Workforce Services Plan 2012-2016
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9/25/2012 Item 16.F.1.
center provides self-service options, as well as staff-assisted services, designed to meet each customers
Ask
needs.
As the administrative entity and fiscal agent for the Region, we have developed a Workforce Services
Plan for activities and services. This plan describes how employment and training programs will be
administered. This Plan:
• Is a comprehensive workforce plan consolidating the Workforce Investment Act, Wagner-
Peyser, Welfare Transition/Temporary Assistance to Needy Families, and other workforce
programs into a single plan;
• Describes program activities and includes sufficient details to portray the workforce program
designs and local program operations;
• Includes the fully executed Interlocal Agreement of the Southwest Florida Job Training
Consortium, signed by representatives of the Boards of County Commissioners from all five
counties.
At this time, the State is requiring a new local Workforce Services Plan describing any organizational Atoik
changes and new or modified strategies to respond to changes in the local economy. This Plan moves
beyond compliance to a strategic plan approach with better alignment of resources, increased
coordination among programs and improved efficiency in service delivery throughout the local
workforce investment system
This five-year Workforce Services Plan requires the signature of the chairperson of the Southwest
Florida Job Training Consortium. The Chair of the Hendry County Board of County Commissioners
serves as the Chair for the Consortium. The Southwest Florida Workforce Development Board, Inc. is
therefore presenting the Workforce Services Plan to the Hendry Board of County Commissioners for
signature.
Aiosok
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Southwest Florida Workforce Development Board,Inc.
Workforce Services Plan 2012-2016
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9/25/2012 Item 16.F.1 .
Southwest Florida Workforce Development Board, Inc.
2012-2016 Workforce Services Plan
August 31, 2012 DRAFT
Regional Workforce Board Name: Southwest Florida Workforce Development Board, Inc.
Region Number: 24
Submitted on: October 1,2012 (anticipated submission date)
Plan Contact: Joe Paterno, Executive Director or
Mary Anne Zurn, Planning&Grants Division Director
Email: jpaterno@sfwdb.org or
mzurn @sfwdb.org
Plan Contact's Phone Number: (239)225-2500
Status of Required Signatures: Scheduled for Board of County Commissioners' meeting on
September 25, 2012.
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9/25/2012 Item 16.F.1.
TABLE OF CONTENTS
Section I. Local Workforce Strategic Plan
Executive Summary 3
Introductory Overview 3
Analysis of Local Economic and Labor Market 9
Plan Development 19
Administrative Section 20
Organization 20
A. Chief
Elected Official 20
B. Workf
orce Investment Board 20
C. Admi
nistrative Entity 23
Local Vision, Goals and Priorities 24
A. CEO and RWB Coordination 24
One-Stop System 25
A. Design 25
B. Mem
orandum of Understanding(MOU) 40
C. Fiscal
Controls and Reporting 41
D. Oversight Plan 44
E. Partner Involvement 45
Section II. Local Operational Plan 50
Wagner Peyser 50
Migrant Seasonal Farm Worker(MSFW)Outreach and Services 64
Trade Adjustment Assistance(TAA) 68
Welfare Transition Program/TANF 71
Supplemental Nutrition Assistance Program Employment and Training(SNAP E&T) 99
Workforce Investment Act(WIA) 108
Veterans Program 123
Section III. Assurances 125
Signature Page 131
Attachments 132
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Section I. Local Workforce Strategic Plan
Executive Summary
Introductory Overview
The Southwest Florida Workforce Development Board, Inc. (SFWDB) is the administrative entity and fiscal
agent for Workforce Development Region 24, comprised of Charlotte, Collier, Glades, Hendry, and Lee
Counties. This area is a combination of urban/rural communities with tropical coastal sanctuaries, arid bio-
technical havens, and the fertile agricultural everglades. The total land mass of 5,449 square miles compares
to the third smallest state with an estimated population of 1,152,276.
Unemployment rates (not seasonally adjusted) for June 2012 were 8.4% for the United States and 9.0% for
Florida. Our rate in Southwest Florida was higher at 9.3%, with Hendry County at 14.2%; the highest
Unemployment rate in the State. Per the LMS report, seasonal declines in agriculture and related industries
contributed to the high unemployment rate in Hendry County. Over the past few years, however,
unemployment rates in Southwest Florida have been showing some improvement:
June 2012—9.3%
June 2011-11.5%
June 2010—12.4%
June 2009—12.4%
From June 2011 to June 2012, two Metropolitan Statistical Areas (MSAs) within Region 24 showed signs of
improvement in job growth, with a +0.3% change for the Cape Coral/Fort Myers MSA and a +2.1% change for
the Naples/Marco Island MSA. Our Punta Gorda MSA experienced a loss of jobs with a-0.7 change.
Strengths
The Southwest Florida Workforce Development Board, Inc. has a history of strong partnerships with local
business and educators. Board and Center staff works with local EDC/EDO organizations to assist new and
growing businesses throughout the Region. Representatives of our local economic development organizations
participate in industry-specific focus groups and surveys conducted by the Southwest Florida Workforce
Development Board, Inc. We have partnered with the local economic development offices and our Alliance of
Educational Leaders to host Summits, designed to align educational programs with the needs and emerging
needs of business. In partnership with local school districts, our Destination Graduation pilot program
provides drop-out prevention services to WIA-eligible youth. All of these coordinated efforts are detailed in
the Plan and have strengthened partnerships and helped to reduce duplication.
Opportunities for Improvement
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1. Southwest Florida Works Centers and Satellite Offices in strategic locations throughout the Region
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allow for more community involvement
2. Technology allows for innovative new approaches to workforce development and dynamic response to
needs and demands
3. Implementing career development practices in the Southwest Florida Works Centers in concert with
eligible training providers to meet the anticipated needs of growth and emerging industries
4. Surveys and other forms of feedback for:
a. Employers who use the one-stop delivery system services to continually improve services
b. Employers who do not use the one-stop delivery system services to identify needed services
c. Local input from chambers of commerce, economic development councils and other organizations
to shape the level and quality of services provided to employers.
Regional and local business is the number one customer of the Southwest Florida Workforce Development
Board, Inc. (Board). The Board's continuous improvement plan revolves on activities and initiatives which
build relations with local and regional businesses and sectors of industries as well as the penetration of the
employer market. Employers are those that have current or near future job opportunities whether they utilize
the statewide/local job bank of www.EmployFlorida.com.
The Board continues to review processes and has tried various ways to improve services and increase market
penetration through various projects. Efforts included initiatives which supplied "man-hours" to reach
employers to tout the "free" services (virtual and "brick and mortar") available via the One-Stop System of the
Southwest Florida Works Centers. Due to job market cycles, efforts to centralize / decentralize workloads of
the five centers or five counties versus the regionalization of Southwest Florida are considered. Struggles
became opportunities to learn and were the springboard to several models of efforts and partnerships.
Earlier efforts of the Board included:
1 - EDC/EDO surveys to collect businesses' stability, growth and expansion indicators. Special joint effort
included emergency outreach to businesses affected by Hurricanes Charley and Wilma as well as Tropical
Storm Faye-the response of Board and Center staff seized the opportunity and learned skills necessary for
immediate needs of an emergency-such as contracting worksites throughout the region since damage was
in both coastal and in-land rural communities, keeping emergency contact/resource information on hand.
Recently the Board has invested in a "bank of laptops" that will be coordinated at the Federal Emergency
Management Agency (FEMA) sites to serve those affected and in need of services. The Communication
staff continues to be active with the annual "Preparing Your Business for Disaster" spring-time local efforts.
2- Usworks.com/southwestflorida a website which provided local labor market information
3 - Board staff assigned to specific geographic areas of the Southwest Florida region to augment the
USwork/southwestflorida.com efforts (a partnership initiative with the region's EDCs/EDOs) with outreach
efforts to promote the website usage. These staff also reached out to all the local Chambers of Commerce
to market efforts and requesting links from their websites to the Boards', One-Stop Centers', and
USworks.com/southwestflorida's websites.
Labor market information availability through Employ Florida Marketplace at www.EmployFlorida.com allowed
for a transition from USworks.com/southwestflorida and efforts to inform business became a necessary task.
With service delivery reorganizations, the Board provided for three Center staff members who delivered
business development by geographic areas. [Later repositioned staff to work outreach]
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Responsibilities of these staff included outreach efforts to connect employers to jobseekers through the
EmployFlorida website (as State initiative) and contracting On-the-Job (OJT) and Employed Worker Training
(EWT) opportunities which was a welcomed service during the first years of the Great Recession. The Board
recognized the strategic locations of the Southwest Florida Works Centers (SwfIWORKS) and added a satellite
Office in Cape Coral, and later in LaBelle. The locations allow for more community involvement providing
meeting, interview and general gathering rooms as well as resources for customers(employer and jobseeker).
The housing bubble burst and financial industry struggles had a major effect on the tourist and growth
economy of Southwest Florida. The American Recovery and Reinvestment Act (ARRA) funding allowed for
retraining of workers for occupations in demand in the region's growth industries of Healthcare and Social
Assistance, Professional Scientific and Technical Services, and Administrative and Support Services. The
Board's commitment to focusing on those skill gaps identified as needs by local/regional employers is dynamic
and continues to be a high priority.
The Board will work with the local employer community including determination of the needs of the
community. The Board's Business Development staff will continue with the region's economic development
staff to support industry round table efforts while the Planning and Grants staff and Program and Planning
Committee members continue with the Industry Focus Group project. The partnership of the healthcare
industry leaders(human resources), education, and workforce prioritized workforce gaps and set tasks to meet
the healthcare industry's current and near future workforce demands. Both education and workforce
"listened" and acted on those needs/demands "voiced" by industry leaders. Two [A & B] separate initiatives
resulted—one lead by workforce developers;the other by workforce educators.
A-The Board's recent initiative to centralize efforts included contractual staff(hired three Business Workforce
Coordinators in Business Development Division) providing services to those businesses projecting potential
growth. An Internship Job Fair was held in February of 2012 to connect recently trained/re-trained (but still
unemployed)jobseekers with employers who were projecting job openings in the spring/summer of 2012. The
Board provided an internship opportunity so the employer would train certified workers to the position
specific job responsibilities. In return, the Board provided up to 520 paid work hours and Workers
Compensation insurance. This short term effort by the temporary (contracted) team was successful and
decentralized to SwfIWORKS Center staff with one Board staff guiding efforts.
This Board staff bridges the business services of the Center and Board by supporting the five full service
Centers and two satellite offices of Southwest Florida. The Board staff is pivotal in monitoring the:
• evolving outreach strategies, analyzing trends
• Center staff's use of available resources for employer outreach - registered employers, job openings,
employer résumé searches, new hire lists, "spider-in" job postings on EFM, and Florida Research and
Economic Information Database Application (FREIDA) searches
• contacts to new or underutilized employers to offer workforce services in an effort to improve market
penetration
The downturn in the economy has required examination of methods and strategies and has offered us the
opportunity to respond differently to new challenges. Our local area has experienced on-going job loss and
high unemployment. One method to improve job matching of unemployed individuals is to increase employer
market penetration. A single, region-wide approach to business, media and community outreach to create a
greater coordination of services to employers and the business community by reducing duplication of services
i.e. reduce the instances of multiple contacting of business and business organizations with same or similar
objectives.
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B-The workforce educators' response included curriculum changes to include workplace skills (soft skills) and
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increase of worksite simulation, clinical and laboratory activities. The Board partnered in these efforts with a
pilot initiative which includes addition of a staff member who acts as a liaison to the workforce education
department of Lee County School District. Data and status reports will be provided by this staff member to the
Executive Director and Board members during the Board meetings. Expansion of the liaison's responsibilities
to Charlotte, Collier, Hendry and Glades County School Boards will be included in the continuous improvement
plan as the direct impact to businesses is determined.
Services to local employers and customers are shared by all SwfIWORKS Center, One-Stop, staff. Certain
Center areas are dedicated for business services—such as the Business Service Center which is augmented by
the Resource Room and Interview Rooms. Also, certain aspects of services are the essential responsibility of
some individuals The Business Services Center and the Resource Rooms provide a connection between
individual customers,job seekers, and the business community.
Board staff makes periodic visits to Centers to evaluate the level of customer service being provided. The
Board's Customer Satisfaction Manager distributes customer satisfaction surveys throughout the Centers.
These surveys are geared toward jobseekers (to include workshop attendees) and employers and are collected
and analyzed. Findings are reported to Center Directors/Supervisors and discussed for possible improvements
and positive staff recognition. At regular Board meetings, the members will receive performance reports as
part of the Service Delivery Committee Report. These reports will gauge performance in various ways in order
to best represent the quality of services being provided to employers and participants. Recent committee
activities include individual members visiting SwfIWORKS Centers and completing a Visitor Report. The
committee unanimously agreed to begin semiannual visits and include verbal reports to fellow Board members
during regular Board meetings.
How the local workforce investment system has improved and changed since the enactment of the
Investment Act of 1998:
Reemployment—focus on employment of claimants
Reemployment Initiative Team -staff providing job match. Locally, a reemployment initiative was launched to
focus on assisting claimants with their employment searches. This proactive approach put us right in line with
Department of Economic Opportunity change on July 1, 2012 from "unemployment compensation" to
"reemployment assistance."
Technology
- Some local, some state,some universal-EFM,Shoretel, NicNet,teleconferencing, social media, internet
job sites,websites,gas cards, unemployment debit cards, unemployment claims online
- Posting Center activities and events
- Computer Labs in all Centers
- US Works—Invested in system to organize outreach database to improve communication among staff.
Human resources information for companies to avoid duplication.
Designation as the One-Stop operator and direct provider of certain workforce services
This has helped to improve the delivery of services. A One-Stop Leadership Team was developed to provide
oversight for our workforce delivery system while a Regional Centers Director and Center
Directors/Supervisors provide the direct supervision and are responsible for the day-to-day operations and
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performance outcomes of the one-Stop Centers. The Leadership Team meets monthly with the Regional
Centers Director and the Center Directors/Supervisors to work on improving processes.
Greater focus on business
- Restructuring of local Board committees;
- Joint committee meetings for specific issues e.g. Service Delivery Committee and Program & Planning
Committee regarding Eligible Training Provider List(ETPL),to discuss supply/demand and performance.
- Created Business Development Division, increase presence in the communities
- Developing region-wide curriculum focused on specific employer needs - Foundation of Machinery course
with Lee High Tech Central, iTECH, and LWIT. Will reach out to Charlotte as would like to see a regional
curriculum. Endorsed by businesses (Arthrex). Will use Arthrex equipment and tools but will be shared
with other companies. Employers will give priority to those who complete pre-vocational course.
Improved One-Stop operations and services to iob-seeker and employer customers
- Integration of Services
- Reorganization of One-Stop operations
- Staffing levels were developed in the Centers. This has given front-line staff a career ladder based on
knowledge, skills and performance and allowed for greater integration of services.
- front line staff attain Florida Workforce Professional - Tier 1 Certification within six months of hire
plus 15 Continuing Education Credits (CECs) annually to maintain certification
- Disability Navigators
- Covey training for staff—7 Habits and Speed of Trust
- Added satellite offices in Cape Coral and LaBelle
And the expectations for further transformation anticipated in the next few years.
- Increased partnering and efforts with economic development office, businesses and education.
Sharing information though roundtables and focus groups, and communications to include websites
and social media connections.
- Healthcare Focus Group 2011-2012 - Connecting businesses and educators. Encouraging more
business involvement (and earlier) on school campuses talking to students. May develop Work
Experience and On-the-Job Training worksites. Gathering and disseminating employers' expectations
to schools,etc. More meetings to come.
- Communications Division-promote services
Detailed description of PY 2012 performance goals identified by the region
The proposed performance goals for Region 24 are listed in the chart below. Rational for maintaining existing
goals: Southwest Florida maintains an unemployment rate well above the national average. This coupled with
a seasonal employment market (tourism, retail sales and migrant and seasonal farm work) and little or no
growth in any sector of our economy necessitates a stagnant forecast for improving/increasing performance
outcomes.
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Amkt
PROPOSED 2012 PERFORMANCE Statewide Region 24
GOALS FOR REGION 24 Previous Proposed Previous Proposed
Year Performance Year Goal Performance
Performance
Adults
Entered Employment Rate 79.9% 74.0% 78.5% 74%
Employment Retention Rate 92.4% 90% 86% 86%
Average Six Month Earnings $22,671 $19,000 $14,250 $14,250
Certificate Rate 83.9% NA 73% 73%
Dislocated Workers
Entered Employment Rate 84.5% 82.0% 79% 79%
Employment Retention Rate 89.0% 87.0% 85.5% 85.5%
Average Six Month Earnings $17,292 $17,500 $14,125 $14,125
Certificate Rate 67.6% NA 68% 68%
Youth,Aged 19-21
Entered Employment Rate 61.1% NA 72% 72%
Aattitw
Employment Retention Rate 79.9% NA 80% 80%
Six-Month Earning Change $4,092 NA $3,325 $3,325
Certificate Rate 45.8% NA 52% 52%
Youth,Aged 14-18
Skill Attainment Rate 77.4% NA 82.5% 82.5%
Diploma or Equivalent Attainment Rate 70.2% NA 46.5% 46.5%
Retention Rate 52.2% NA 58.5% 58.5%
Youth Common Measures
Placement in Employment or Education 49.3% 50.0% 54.5% 54.5%
Attainment of a Degree or Certificate 61.5% 60.0% 43% 43%
Literacy or Numeracy Gains 37.7% 32.0% 32%
Customer Satisfaction
Participant Customer Satisfaction NA NA 79% 79%
Employer Customer Satisfaction NA NA 76% 76%
Wagner-Peyser Requirement at Section 13(a)
Entered Employment Rate 50% 52% 64% 64%
Employment Retention Rate 79% 76% 76.5% 76.5%
Average Six Month Earnings $12,948 $12,000 $11,625 $11,625
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Analysis of Local Economic and Labor Market(Emphasis on a"Demand-Driven"System)
The State of Florida is committed to focusing on those skill gaps identified by the needs of its employers, and
this will continue to be a high priority. Under existing legislation, the RWB5 have the policy and service design
authority for all local services, including services to employers; and as such, they take the lead in working with
the local employer community including determination of the needs of the community. It is anticipated that
surveys and other forms of feedback will be conducted with employers who use the one-stop delivery system
services to continually improve services, and with employers who do not use the one-stop delivery system
services in order to identify needed services. Local input from chambers of commerce, economic development
councils and other organizations will continue to shape the level and quality of services provided to employers.
Each plan must:
1. Describe the characteristics of the local area's population.
Southwest Florida has an estimated population of 1,152,276. The area has a diverse population which
varies from county to county. For example, the median age ranges from 32.8 years in Hendry County to
55.9 years in Charlotte County. In the Southwest Florida Workforce Guide 2002-2003,the fastest growing
age group, those 45 to 64, increased 56.3% (78,204) from 1990 to 2000 while those 65+ increased 43.4%
(68,831) for the same time period. The projections for the Region in 2010 stated 324,322 workers 45 to
64+, and 290,847 workers more than 65 years of age are relatively equal to the reported 530,232 workers
fifty years and older(238,318 workers between 50-64 and 291,914 of 65 or older-US Census, 2010).
Racial and ethnic groups' numbers vary from county to county and coastal versus rural as well. Keeping in
mind that many identify with more than one race, 19.8% of the population in our five-county Region
identify themselves as Hispanics/Latinos,while in Hendry County this rises to 49.2%. The average wage for
2011 for the five-county area of Southwest Florida is $38,279. Source: Florida Department of Economic
Opportunity, Labor Market Statistics (LMS) Center, Quarterly Census of Employment and Wages Program;
released June 2012. The chart below further illustrates the breakdown by sex, ethnicity and age.
Charlotte Collier Glades Hendry Lee Region 24
White 144,059 90.0% 269,596 83.9% 9,153 71.0% 23,436 59.9% 513,496 83.0% 959,740 83.3%
Black/African
American 9,089 5.7% 21,087 6.6% 1,588 12.3% 5,261 13.4% 51,069 8.3% 88,094 7.6%
American Indian/
Alaskan Native 417 0.3% 1,123 0.3% 589 4.6% 672 1.7% 2,193 0.4% 4,994 0.4%
Asian 1,912 1.2% 3,507 1.1% 51 0.4% 279 0.7% 8,461 1.4% 14,210 1.2%
Native Hawaiian
&other Pacific's! 59 0.0% 125 0.0% 2 0.0% 24 0.1% 380 0.1% 590 0.1%
other 1,767 1.1% 19,920 6.2% 1,280 9.9% 8,421 21.5% 30,290 4.9% 61,678 5.4%
2 or more races 2,675 1.7% 6,162 1.9% 221 1.7% 1,047 2.7% 12,865 2.1% 22,970 2.0%
Total 159,978 321,520 12,884 39,140 618,754 1,152,276
Identified as
Hispanic/Latino* 9,213 5.8% 83,177 25.9% 2,720 21.1% 19,243 49.2% 113,318 18.3% 227,671 19.8%
Male 48.6% 49.3% 57.8% 54.2% 49.1%
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median age I 55.9' I 46.9 I 43.1 I 32.8 I 45.6 I
*Hispanic/Latino numbers also included in race totals
from U.S.Census Bureau's 2010 Demographic Profile Data
2. Describe specific needs of diverse sub-populations including those from racial ethnic, linguistic groups,
older persons,and individuals with disabilities.
Southwest Florida Workforce Development Board (Board) has procedures for the provision of services to
individuals with limited English proficiency include participant referrals to English for Speakers of Other
Languages(ESOL)through our county adult education programs,technical schools and Literacy of America.
The Board procedures also include an auxiliary aids plan for those individuals requiring those services.
Forms and informational notices are available in English/Spanish/Creole. Interpreters (verbal) are
available for the Centers staff-staff members or through community partners, as needed at no cost to the
individual.
Immokalee is included in the South Central Rural Area of Critical Economic Concern (RACEC), which is
considered an economically distressed rural community. This area is the rural or eastern portion of Collier
County and struggles with issues of low per capita personal income, high unemployment rate, persistent
poverty level, trailing educational attainment level and high number of people for whom English is a
second language. This distressed status goes beyond the city limits into the rural areas of Hendry County
and eastern Lee County that is served by the SwfIWORKS Center located in Immokalee that oversees the
Satellite Office located in Labelle.
The Promotora program that is located in Immokalee provides healthcare outreach and training in rural
areas of the region. The Board managed this two year (July 2010 to June 2012) initiative of training
specialized community health workers. An advisory board of key community partners guided the
communities' needs assessment and activities. The Board will now take on the role as an advisory board
member while key partners continue the bi-weekly health clinics that offer free screenings and the
healthcare events which provide health information to the public in the three dominant languages of the
area—English,Spanish, and Creole.
The lmmokalee One-Stop Career Center(SwfIWORKS)serves the largest migrant and seasonal farmworker
population in Florida (WFI- ARRA Report). Those served includes a significant number of non-English
speaking citizens and the Migrant Season Farmworkers (MSFW). The MSFW population influences service
needs and fluctuates local population density annually at a minimum of 5,000 to an excess of 15,000
during the winter"growing/packing" months. The Center staff includes several full-time Spanish-speaking
and one full-time Creole-speaking employee who are available for interpretive services. The Creole-
speaking staff member responsibilities include providing direct translation services and coordinating
translation services for SwfIWORKS Centers and Offices. Present need of translation services for Creole are
indicated but not limited to SwfIWORKS Centers/Satellite Offices located in Immokalee, Naples, and
Labelle.
All SwfIWORKS staff has access to the technology of our Intranet, NICNet's shared drive. This common
drive provides staff a multitude of resources which includes a list of available translators (Center staff and
Partner agencies)to include American Sign Language.
dook
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The Notice to Job Seekers is a form that is available in English,Spanish and Creole.The Notice is distributed
throughout the Centers and community to provide those who are literate information on employment
services available with or without an application for services. A toll free number is provided if additional
conversation or questions is needed. Additional notices, forms and customer comment cards are available
in English, Spanish, and Creole. SwfIWORKS Center staff assigned to the public areas of the Centers is
available to translate, or secure a translator, as needed at no cost to the customer. Center staff is trained
in the services to limited English proficient customers and readily coordinate translation services so that a
customer does not have to arrange for their own interpreter and know that they have the right to file a
grievance about the language access services provided.
The increase participation of older workers in the regional workforce system has presented new challenges
to the Board and its Centers. The development of the Reemployment Initiative Team (RIT) produced data
that indicated an increase of older worker needs. The SwfIWORKS Center's teams provide workshops for
individuals who indicate a need for re-employment assistance. The RIT service orientation allows for
smaller groups in the Workshop titles of Job Search and Job Application, Resume and Cover Letter, and
Interviewing Skills. Although those same workshops are provided to the public in the Center a second
effort with the RIT staff provides more one-to-one services. These small group services have been
appreciated as indicated by the RIT workshop evaluations and customer service comments.
Due to a successful Disability Navigator Program,the Centers are better prepared to assist individuals with
disabilities in accessing the services they need. Each SwfIWORKS Center has staff dedicated to providing
services as needed to individuals and is considered the bridge to the Disability Navigator. Assistive
technology devices have been made available in the public, resource areas of the Centers and Satellite
Offices which include additional licenses & upgrades for Zoom text/JAWS and UbiDuo, a dual keyboard
with LCD monitor. Staff members throughout the Region are more knowledgeable and able to guide
individuals as they create an appropriate Employment Development Plan.
Southwest Florida Works Center staff continues outreach efforts to community-based organizations,faith-
based organizations and other local groups serving those from racial ethnic, linguistic groups, older
persons, and individuals with disabilities as well as low-income individuals, older workers, homeless, ex-
offenders and other hard-to-serve individuals such as those with limited literacy and English speaking
abilities. On-going assessments by Center staff guide customers to a self-directed path, group sessions, or
one-on-one assistance. Staff will provide additional services to these individuals, as needed or requested
to make them aware of available workforce services and opportunities while determining the skills needed
to succeed in the local workforce.
Each of the five counties is its own school district as mandated by Florida statutes. Close to two thirds of
the students of the region qualify for free or reduced lunches yet our partners with the Districts continue
to provide our future workforce a focused career and technical education to meet current and emerging
industry needs.
3. Provide an analysis of the challenges associated with the local area's population attaining the education,
skills,and training needed to obtain employment.
The Southwest Florida region is vast, as described above. One key partner of the Southwest Florida
Workforce Board, Inc. (Board) and its Committees are the five school districts (Charlotte, Collier, Glades,
Hendry and Lee counties), the community (State) college and the private, non-public educators which
serve individuals and businesses in the same five county Region. Unfortunately, with the majority of the
workforce educators/occupational trainers are located near or west of Interstate 75 which runs parallel to
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the Gulf of Mexico of the coastal—counties of Charlotte, tee and Collier. This leaves those individuals
residing in eastern portions of the three coastal c as well as Hendry and Glades counties with few choices
of occupations with training providers within reasonable distance.
The recently constructed ITECH provides technology-driven classroom and laboratories (replacing the
nearly sixty year old Bethune Education Center - Collier County School District). !TECH is located in
Immokalee which considered eastern Collier County. This facility has spurred regional colleges and
universities to provide post-secondary and adult education services in the Immokalee area also. These
institutions (Edison State College, Hodges University) in partnership with the Board have strategically
planned to serve individuals in rural, eastern Collier County and southern portion of Hendry County over
the past decade. On-going efforts to serve individuals in specific rural areas of the Region are contingent
on accessible technologies.
Edison State College is co-located at the ITECH site and provides several programs linked to the demand
occupations which result in nationally recognized certifications and Associate Degrees. Those individuals
who wish to earn Associate and Bachelor Degrees in certain field must continue studies at campuses due
to limited technologies but web-based, video conferencing with classrooms in Fort Myers, Naples, and
Labelle are available. Also, Edison State College renovated a site close to LaBelle city limits leaving new
construction plans for future capital spending. This site included a building and added several pre-
fabricated structures to introduce Business, Health Science and Information Technology programs and a
state-of-the art computer lab. This new computer facility provides residents of the rural communities'
access to more distance education tools.
Hodges University provides programs that prepare students for careers at a learning site in the Jubilation
Community just outside of Immokalee. As students are assessed to be able, they are enrolled in a wide
variety of academic delivery methods and student services, both on campus (in Fort Myers and Naples)
and in the distance learning arena.
Edison State College provides services to Charlotte County from its location in Punta Gorda. This location
is accessible to individuals residing in northern Lee County (North Fort Myers, Northern Cape Coral)
utilizing SR 41 (Tamiami Trail) or CR 765(Burnt Store Road) as well the western Glades County utilizing CR
74(Bermont Road).
Employed Worker Training (EWT) program does not anticipate utilizing formula funding since recent
legislation limits the eligibility of individuals. High priority occupational training will be offered to workers
in high-demand industries and occupations when the employer would not be able to fund without the
EWT program will be considered.
The initiatives of the Board have realigned and outreach efforts to educate employers of EWT, Internship
and On-the-Job Training(OJT) opportunities for eligible individuals.A Board staff works with the leadership
staff at the SwfIWORKS Centers to provide worksite experiences to Veterans, individuals trained utilizing
workforce funding of Workforce Investment Act, Welfare Transition Program, etc., and long-term
unemployed persons. [See next question response for more information]
The Board also recognizes the need for workplace (soft) skills as reported in meetings, surveys and Focus
Group activities. The SwfIWORKS Centers in concert with its community partners continue to provide
workshops to encourage worksite appropriate behavior, communication and dress along with the
elements of teamwork. As discussed previously, the Industry Focus Group discussions have challenged
training providers and educators to include or emphasize workplace (soft) skills to individual students in
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the classroom, laboratory and clinical curricula. The emphasis of workplace skills during training
demonstrates the effectiveness of partnership response.
The Board continues its partnership with the Southwest Florida Regional Planning Council, Integrated
Training Center and other regional leaders in the project to expand the current logistics center. The
project focuses on the Logistics and Distribution of the rural region and will create employment
opportunities that are high skill/high wage jobs while expanding opportunities for businesses to start,grow
and succeed. The industry sub-sector of Truck Transportation (484) is currently tenth on the region's
(RWB24) Fastest-Growing Industries projections [FL DEO LMSC- October 2011). Utilizing the same data
source for regional projections, the industry sub-sector of Management of Companies and Enterprises is
second on the Fastest-Growing Industries as well as sixteenth on the Industries Gaining The Most New
Jobs.
4. Describe specific strategies designed to address skill needs of local employers and to close any
existing skill gaps. Strategies should include partner agencies that address sub-populations identified in
question 3 of this section.
The Southwest Florida region is vast, as described above. One key partner of the Southwest Florida
Workforce Board, Inc. (Board) and its Committees are the five school districts (Charlotte, Collier, Glades,
Hendry and Lee counties), the community (State) college and the private, non-public educators which
serve individuals and businesses in the same five county Region.
The Program and Planning Committee of the Southwest Florida Workforce Board monitors the region's
occupational training programs (of the ETPL?) to assure that those skills attained from the training
curriculum meets and exceeds the local employers'workforce needs.
An initiative to concentrate on growth and emerging "industries" [per the taxonomy of Department of
Labor] as they relate to the "career clusters" [of the Department of Education] within Southwest Florida
began as conversation in committee meeting in July of 2010 while reviewing gaps in available occupational
training of the Region.
Analysis of statewide and regional data indicated that of those top three industries (Administrative and
Support Services; Ambulatory Health Care Services; and, Professional, Scientific and Technical Services)
gaining the most new jobs statewide were of the top six industries within Southwest Florida. The
committee planned to initiate Industry Focus Groups activities starting with Healthcare and progressing
with the other two industries as the committee felt that the "lessons learned" could be adopted for future
activities.
The Board's Program and Planning Committee began the industry focus group (described in previous
answer of Question #3) with the Healthcare Industry since the regional data indicated a high volume of
projected job openings (occupations) within this industry. In Southwest Florida, the healthcare industry
projections of gaining the most new jobs (2010 to 2018) indicate the sub-sectors of Ambulatory Health
Care Services, Hospitals, and Nursing and Residential Care Facilities creating 1257 job openings annually
throughout this eight year period.
The Healthcare Industry is a microcosm of workforce with its multitude of job descriptions and its need for
occupations requiring occupational certification to doctoral level education. During Focus Group meetings
and other communications, statewide projection data was distributed to initiate local and regional needs
discussions.
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Ami lok
HEALTHCARE Industry Projected Openings
2010-2018 Statewide Projected Openings* Breakdown of Job Openings
per Industry Subsector
621= 622= 623=
Statewide Nursing& Hospitals Ambulatory
Occupation Title Average Annual Residential Care Health Care
Openings Facilities Services
Registered Nurses 5,450 1,395 3,948 207
Nursing Aides,Orderlies,and Attendants 2,139 256 553 1,330
Home Health Aides 1,452 894 0 558
Medical Assistants 1,033 1,033 0 0
Licensed Practical and Licensed Vocational Nurses 973 356 156 461
Secretaries,Except Legal,Medical,and Executive 969 918 19 32
Dental Assistants 547 547 0 0
Medical Secretaries 528 342 186 0
Receptionists and Information Clerks 518 474 0 44
Physicians and Surgeons,All Other 500 500 0 0
Office Clerks,General 485 403 82 0
First-Line Superv.of Office and Admin.Support Workers 415 415 0 0
Radiologic Technologists and Technicians 357 166 191 0
Onlik
Physical Therapists 353 269 84 0
Dental Hygienists 338 338 0
0
Bill and Account Collectors 312 312 0 0
Respiratory Therapists 238 0 238 0
Cardiovascular Technologists and Technicians 197 0 197 0
Food Servers,Nonrestaurant 186 0 91 95
Personal and Home Care Aides 185 185 0 0
Surgical Technologists 180 185 0 0
Medical and Clinical Laboratory Techs 169 156 13 0
Pharmacy Technicians 151 0 151 0
Cooks,Institution and Cafeteria 143 0 0 143
Medical Records and Health Information Technicians 136 136 0 0
Medical Equipment Preparers 115 0 115 0
*Source Agency for Workforce Innovation,Labor Market Statistics Center,employment projections(EP)Program,February 2011
Initial meetings with Healthcare Industry Leaders and their Human Resource Executives were held in three
separate meeting in Charlotte, Collier and Lee County locations followed by a survey to the rural
businesses and those unable to attend local meetings. The meetings and survey requested specific
occupational projections for their businesses'.
With review of the occupational titles shared among the sub-sectors, leaders' discussed general and
specific workforce education and development gaps. The Industry Focus Group communications opened
conversations of the many employer demands that were within the realms of education/training and
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workforce development The roup focused on first year employees,-probationary Y employees, recent
hires,and interviewees.
The discussion brought two skill set to the forefront, the lack of 1) workplace (soft) skills and 2) critical
thinking skills that comes with work experience. Reaction and realignment of education and workforce
activities include the addition of workplace skills during occupational training programs and the internship
initiative.
The internship initiative included contractual staff (hired three Business Workforce Coordinators in
Business Development Division)that provided services to those businesses projecting potential growth.An
Internship Job Fair was held in February of 2012 to connect recently trained/re-trained (but still
unemployed)jobseekers with employers who were projecting job openings in the spring/summer of 2012.
The Board provided an internship opportunity so the employer would train certified workers to the
position specific job responsibilities. In return, the Board provided up to 520 paid work hours and Workers
Compensation insurance. This short term effort by the temporary (contracted) team was successful and
decentralized to SwfIWORKS Center staff with one Board staff guiding efforts.
Subsequent activities of the Program and Planning Committee (of the Board) in preparation of Industry
Focus Group meetings is to analyze LMI projection data (industries gaining the most job openings, fastest
growing industries, occupations gaining the most new jobs and fastest growing occupations)as it relates to
Southwest Florida for 2011-2019. The committee gauges meeting activities and the outcomes to [coincide
with] current projection data and plans for specific targeted industry meetings (Healthcare's Ambulatory
Services; Administrative and Support Services; and, Professional, Scientific and Technical Services
Industries). The dynamics of local workforce requires timely review of labor market information to plan
for suitable programs as needed and demanded by local businesses.
Recently through a partnership of the Board with technical educators and local manufacturers, a common
curriculum for entry level machinist was created. This curriculum meets the Department of Education's
occupational completion point that leads to a nationally recognized industry certification.The Foundations
of Machining was introduced to the community by three technical centers in Southwest Florida Two
technical centers of the Collier County School District —Immokalee Technical Center (ITECH) and Lorenzo
Walker Institute of Technology serve the entire population of Collier County and surrounding rural areas.
One technical center in Lee County School District - Fort Myers Institute of Technology is centrally located
in the county and in close proximity to many industrial employers and business partners.
The program is an 84 hour course that prepares individuals with basic skills that lead to a competitive edge
when interviewing for entry level machining work. It is designed to help student solidify their reading and
mathematics skills while developing the necessary skills of measurements and reading blueprints specific
for the occupation.
This intensive program includes curriculum customized for local employers. One growing business, Arthrex
Corporation (Arthrex), is a local manufacturing employer of internationally demanded medical
instruments. Arthrex has its manufacturing site in North Naples and planning to expand its operation into
another facility in eastern Collier County. The administrative headquarters has recently relocated to a
South Fort Myers which is centrally located within Lee County. Participants can anticipate an interview
with Arthrex with successful completion and certification.
Local employers who are part of this partnership and represent the Southwest Regional Manufacturers
Association (SRMA) also seek those individuals who have completed training and recognize the program
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9/25/2012 Item 16.F.1 .
and its curriculum's completion points.-The recognition of the certificate to more than-sixty employers-is-
significant to regional demands and those individuals seeking in-demand occupational opportunities within ,o
their communities.
5. Describe the process used to identify the workforce needs of the businesses,job seekers and workers in
the local area.
Region 24 will continue to use labor market information from the Department of Economic Opportunity
(DEO) Labor Market Services to analyze the skill needs for available, critical and projected jobs in
Southwest Florida. As demonstrated In the Healthcare Industry Focus Group activities — see source
utilization in Projected Job Openings chart in previous text.
Acting in a supportive role for the Southwest Florida Regional Planning Council and the Florida Heartland
Rural Economic Development Initiative (FHREDI) the Southwest Florida Workforce Development Board
remains active in the rural areas by participating in assessing, implementing and working with key
economic development partners.
The Board's Business Development Division continues to work with key partners such as its ad-hoc
committee and the EDCs/EDOs to meet the current needs of local businesses with training opportunities to
include industry-recognized certificates, continuing education credits, and customized training that the
Region's targeted high growth industries demand to stay competitive nationally and globally.
Focus groups and surveys are coordinated by the Southwest Florida Workforce Development Board, Inc.to
determine needs and develop methods to meet those needs. Sometimes these are industry-specific and
sometimes broader. Reports of findings are analyzed by the Board's committees and distributed to
stakeholders,to include businesses,educators and economic development partners.
6. Identify current and projected trends of the local area's economy, industries and occupations.
The Southwest Florida's dynamic economy is being built on the need to diversify from traditional industries
of associated with service, tourism, and agriculture. Data continues to indicate the industry growth in the
specialty trades contractors. Those residential specialists displaced with the 2005 housing bubble burst
and those general contractors (Heavy and Civil Engineering Construction) affected by the latter Great
Recession are focusing on two growth sub-sectors: Construction of Buildings (#10 industries gaining most
new jobs with the annual growth of 3.62% through 2018, or 2,462 individuals) and Specialty Trade
Contractors (# 2 industries gaining most new jobs with the annual growth rate of 3.63% through 2018, or
8,582 individuals).
It is anticipated with skill "re-tooling" that these workers will be replacing the anticipated job openings of
the growing sub-sectors of the construction industry. Recent industry projection data indicates continued
growth of the Specialty Trades Contractors with an annual growth rate of 4.77% through 2019. The Tri-
County Apprenticeship Academy reports a recent increase in enrollment with local contractors winning
regional construction bids.
The healthcare industry is booming with construction of new multi-service residential facilities and
expansion of ambulatory care sites throughout the region. New businesses in the health information
technology have relocated to Lee County and provide national and international services from Southwest
Florida.
Arodok
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The Board's partnership with the five county economic development entities and the Regional Planning
Council has successfully relocated manufacturing, bio-tech, and health information businesses to
Southwest Florida coastal counties. The rural counties continue to make headway with access to
technology and agri-businesses of the "Green Industry". The strategic expansion of the current logistics
center focuses on the emerging Logistics and Distribution industry while expanding opportunities for
businesses to start, grow and succeed in the area.The industry sub-sector of Truck Transportation (484) is
currently tenth on the region's (RWB24) Fastest-Growing Industries projections [FL DEO LMSC- October
2011). Utilizing the same data source for regional projections, the industry sub-sector of Management of
Companies and Enterprises is second on the Fastest-Growing Industries as well as sixteenth on the
Industries Gaining The Most New Jobs
The introduction of new business associations, STEM Team (Science, Technology, Engineering and
Mathematics) and Southwest Florida Regional Technology Partnership (SWFRTP), indicates the recent
growth and future opportunities in our Region.
The workforce development staff at the Board and its Centers will continue to "listen to industry leaders"
through the Industry Focus Group and Business Advisory meetings.
7. Identify the current and projected employment opportunities in the local area. For assistance in
obtaining this information, please refer to the Labor Market Statistics website and the Florida Education
and Training Placement Information Program(FETPIP)website.
We work with our partners to shape occupational training opportunities and specific curriculum by adding
to the discussion the Region's ten fastest growing industries in the next decade as projected by Florida's
Labor Market Information (LMI), as well as industries gaining the most new jobs:
Fastest-Growing Industries in Southwest Florida 2011-2019
• Specialty Trade Contractors
• Management of Companies and Enterprises
• Furniture and Home Furnishings Stores
• Miscellaneous Manufacturing
• Nonmetallic Mineral Product Manufacturing
• Ambulatory Health Care Services
• Rental and Leasing Services
• Waste Management and Remediation Services
• Construction of Buildings
• Truck Transportation
Industries Gaining the Most New Jobs in Southwest Florida 2011-2019
• Local Government
• Ambulatory Health Care Services
• Specialty Trade Contractors
• Food Services and Drinking Places
• Professional,Scientific,and Technical Services
• Administrative and Support Services
• Amusement, Gambling, and Recreation Industries
• General Merchandise Stores
• Nursing and Residential Care Facilities
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Southwest Florida Workforce Development Board,Inc.
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9/25/2012 Item 16.F.1 .
•_
Real Estate
Utilizing projections from DEO's Florida's Labor Market Statistics division we are able to inform the public
of the Region's top ten occupations gaining the most new jobs in the next decade which require advanced
training of more than a high school diploma or equivalency.
Occupations Which Require Advanced Training, Gaining the Most New Jobs 2011-2019:
• Registered Nurses
• Secretaries Except Legal and Executive
• Carpenters
• Customer Service Representatives
• Bookkeeping,Accounting, and Auditing Clerks
• Nursing Aides, Orderlies and Attendants
• First Line Supervisors of Construction and Extraction Workers
• Home Health Aides
• First-Line Supervisors of Retail Sales Workers
• Cooks, Restaurant
Since these occupations bridge several industries (such as the need for nurses in hospitals, long-term care
facilities, educational institutions and ambulatory medical services) advanced training can meet several
local business community/ employer needs. Strategic planning of training offerings and industry-
recognized certifications allows for shaping a skilled workforce to meet future needs. We also utilize
information concerning projected declining occupations, which require advanced training.
Declining or Slow-Growth Occupations Which Require Advanced Training 2011-2019 deop
• Travel Agents
• Computer Operator
• Electrical and Electronic Equipment Assemblers
• Electronics Installers& Repairers, Motor Vehicles
• Probation Officers and Correctional Treatment Specialists
• Postmasters and Mail Superintendents
• Travel Guides
• Tool and Die Makers
• Desktop Publishers
• Word Processors and Typists
We continue to focus on those skill gaps identified by our business partners as a high priority. We serve
the business partner by providing information through the sources noted previously,surveys, focus groups
and services designed through the one-stop delivery system. These services include, but are not limited to
on-line job banks, pre-screening applicants, interviewing space, and administrative services. Business
partners' (who utilize services through the one-stop delivery system) feedback and suggestions will guide
continuous improvement to our quality of service as well as project future local need. Input from local key
partners such as the chambers of commerce, economic development councils, the small business
development center, and other organizations will continue to impact the level and quality of services
provided to the business community. The Board continues to build partnerships with the local educational
organizations and their advisory boards to bridge the needs of business and shape the training curricula of
the future. This allows on-time changes to business services from the one-stop delivery service with the
prediction of local needs of business and matched skill sets of the available workforce. Asew
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Previously surveyed businesses are being contacted by liaisons for on-going information and feedback of
targeted industries. This joint effort in the five counties of the Region provides valuable information to
guide decisions for employed worker training and customized training. By training the current workforce
to meet current and future needs we stabilize our local businesses and strategically build/strengthen the
local economy. This stabilization allows for future growth in business and their related industries.
8. Describe the job skills necessary for participants to obtain employment based on current and projected
job opportunities in the region. Please provide evidence these skills and knowledge are employer
identified and necessary for economic growth in the local area.
The "demand-driven" system focuses on those skill gaps identified by the need of employers. This
continued priority has provided Region 24 the opportunity to serve employers when determining the
needs of the communities. Surveys and focus groups of employers who do (and do not) utilize the one-
stop delivery system continue and will be one of the tools for continued improvement of services.
Businesses are demonstrating a greater need for postsecondary education. Participants will need to learn
and build their skill sets. Job skills necessary for demand occupations in Local Government,Administrative
and Support Services and most other industries include basic and advanced information technology, skills
related to industry-specific credentials, and soft skills. One of the greatest areas of need for workers in
Southwest Florida will be in the healthcare industry. Some of the greatest demands (nursing, radiology
and for those skilled in Health Information Technology) require specific education and certification. We
have partnered with education and business to increase the capacity for various healthcare programs in
the area. We have also successfully collaborated with educational entities to pursue grant funding to
expand training capacity. We will continue to work with businesses in demand industry groups to develop
career laddering opportunities for current employees.
Plan Development
WIA Section 118 requires that each local board, in partnership with the appropriate chief elected officials,
develop and submit a comprehensive five year local plan to the Governor, which identifies and describes
certain policies, procedures and activities that are carried out in the local area consistent with the State
Workforce Investment Plan. The plan must be developed in collaboration with local partners. Describe the
steps for developing the local plan, including:
1. Timeline;
Noted throughout sections 2-6 below.
2. Consultation process with the local elected official(s), local Workforce Investment Board, members of
the public including representatives of businesses and representatives of labor organizations, and other
partners
Throughout the year,the Chairpersons of the five Boards of County Commissioners (BOCC) with Region 24
are forwarded information pertaining to local Board activities, finances, meetings and issues. On August
31, 2012,thirty(30) days prior to the due date for the Plan, a Notice for Public Comment is advertised in all
five counties through the county buildings. The draft Plan is emailed to the five BOCC chairpersons, county
managers and to local economic development offices. All are invited to comment on the draft plan within
thirty days.
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The Interlocal Agreement for the Southwest Florida Job Training Consortium (Attachment 4) is signed by
the Chief Elected Official (Chair) of the participating Boards of County Commissioners in each of our five
counties. In addition to signing the Interlocal Agreement, one of the five chief elected officials, serving as
the "signatory" representative for all five counties for the Southwest Florida Job Training Consortium,signs
the Workforce Services Plan. The Plan was presented, approved and signed at the Hendry County Board of
County Commissioners at their September 25,2012 meeting.
Throughout the year, Board and Committee members discuss and make recommendations to Board staff
regarding programs and services. Board staff incorporated input from the Program and Planning
Committee members and Board members in the plan of activities and services for Region 24. The
involvement of the Board's Program and Planning Committee in the development of the Plan ensures that
members had an opportunity to decide locally, but within required guidelines, how programs and services
are provided in Region 24.
3. Actions taken to acquire other input into the plan development process;
The draft is emailed to our Board members, which includes including representatives of businesses and
labor organizations, and to those on the Interested Parties list. This list is maintained to ensure that
information is forwarded to stakeholders, partners and the general public. The Board's Program and
Planning Committee members also receive the draft as they have primary responsibility for oversight and
guidance for plan development. The Program and Planning Committee reviews and discusses the plan and
then makes a motion to recommend approval to the Board. At the September 21, 2012 Board meeting,
the Program and Planning Committee made a motion that the Board accept the plan and submit it to the
State with signatures of the President/Chair of the Board and the designated Chair of the Southwest
Florida Job Training Consortium.
4. Dates plan was posted electronically to local website;
The draft was posted for public comment on the Board's website at www.swflworks.org on August 31,
2012.
5. A summary of the comments received (including comments from businesses and labor organizations)
should be included in the Attachment section
No comments were received during the 30-day period after the draft plan was made available. A summary
of comments received after our submission of the local Workforce Services Plan will be reviewed and
incorporated, as appropriate.
6. Strategies for RWBs that are designated as significant migrant and seasonal farmworker (MSFW) to
ensure individuals/organizations serving the MSFWs are informed of the plan and are provided the
opportunity to comment on the local Workforce Services Plan.
Input was solicited from the Migrant Seasonal Farm Worker(MSFW) Outreach Specialist in the Immokalee
Center. The draft plan was provided to organizations such as Collier County School District's Immokalee
Technical Center,the local operator of the Farmworker Jobs and Education Program of Florida.
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ADMINISTRATIVE SECTION
Organization
A. Chief Elected Official
1. Identify the chief elected official by name,address, phone number,and email.
Tristan Chapman, Commissioner/Chairman
Hendry County Board of County Commissioners
Attn: Judy McElhaney,County Administrator's Staff Assistant
165 S. Lee Street,Suite A
LaBelle, FL 33935
Telephone Number: (863) 675-5220
bocc3@hendrvfla.net or jmcelhanev@hendryfla.net
2. Describe the process utilized to secure the chief elected official agreement.Current interlocal
agreements for the time period of the plan submission must be submitted with the plan.
Each of the chief elected officials (chairs) of our five Boards of County Commissioners (BOCC)signs the
Interlocal Agreement for the Southwest Florida Job Training Consortium. Although all five receive the
draft of the Workforce Services Plan and are provided the opportunity for input,these five chairs have
elected one member to serve as chief elected official/chair of the Consortium and to be the signatory
representative for all five counties. Our chief elected official is the chair of the Hendry County BOCC.
The draft plan was presented by Board staff at the Hendry County BOCC meeting on September 25,
2012. The Hendry County BOCC approved the plan and it was signed by their chairperson.
B. Workforce Investment Board
1. Describe the structure, including the nomination process of the Workforce Investment Board. A
current agreement between the chief elected official and the Workforce Investment Board, a
Workforce Investment Board member list, and current Workforce Investment Board By-Laws are
required attachments of the final local plan.
Board membership follows the requirements of Section 117 of the Workforce Investment Act;Title 20,
Part 661, Section 315 of the Code of Federal Regulations; amendments to Title XXXI, Chapter 445,
Section .007(1) of the Florida Statutes and the Final Guidance for Regional Workforce Board
Composition, Certification and Decertification (DEO FG-073) from Florida's Department of Economic
Development. Processes are outlined here and detailed in the Interlocal Agreement for the Southwest
Florida Job Training Consortium and the By-Laws of the Southwest Florida Workforce Development
Board, Inc.
The Board chair is from the business community. The majority of Board members are representatives
of local businesses. They are nominated by local business organizations and business trade
associations; most often by local economic development offices. Business members are appointed by
their respective BOCC chair or designee.
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Information regarding two-hat Board members Where it is indicated on the Current Board
Membership list that a Board member satisfies more than one category of representation, the AI Ilk
following information is offered:
• Board member, Ken O'Leary of the Marine Corps League represents a community-based
organization representing Veterans(CBOV)and Paradise Gulf Corporation,a business(BU).
• Board member, Mary Watford is the Area 5 Director for Vocational Rehabilitation and represents
a One-Stop Partner Mandatory (OSPM) and a community-based organization representing
individuals with disabilities(CBOD).
• Board member, Susan Wallace with Collier County School District represents a Local Education
Agency (LEA) and as the local operator of the Florida Farmworker Jobs and Education Program,
represents a One-Stop Partner, Mandatory(OSPM-MSFW)
• Three Board members represent economic development (ED) and local businesses (BU): Gregg
Gillman, President of Hendry County EDC; Jim Moore, Director of the Fort Myers Regional
Partnership/Lee County's Economic Development Office; Tom Patton, Director of the Charlotte
County Economic Development Office.
Representatives are individuals with optimum policy making authority within the employer community
and within the entities they represent.
As required, attachments to this plan include the Southwest Florida Workforce Development Board's
current:
• Interlocal Agreement for the Southwest Florida Job Training Consortium (the current agreement
between the chief elected official and the Workforce Investment Board (Attachment 3)
• List of Board members of the Southwest Florida Workforce Development Board (Attachment 1)
• By-Laws of the Southwest Florida Workforce Development Board (Attachment 5)
2. Describe how the business members of the Workforce Investment Board play a leading role in
ensuring the workforce system is demand-driven.
Through their active participation on the Board's committees, business members share their expertise
and help to guide workforce programs and activities. Business members have participated in industry
focus groups coordinated by Board staff. As described below in Section B.4., business members give
input into the development of the Targeted Occupations List (TOL), which is used to identify
occupational skills programs to be funded with workforce dollars.
3. In accordance with State policy, identify the circumstance which constitutes a conflict of interest for
any local Workforce Investment Board member.
A conflict of interest for a Board member would be a matter which would inure to his or her special
private gain or loss; which he or she knows would inure to the special private gain or loss of any
principal by whom he or she is retained or to the parent organization or subsidiary of a corporate
principal by which he or she is retained, other than an agency as defined in s. 112.312(2); or which he
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or she knows would inure-to the special private gain or loss-of__ relative or business associate of the
public officer.
4. Describe how the RWB shall coordinate and interact with the local elected official(s).
As mentioned above in Plan Development, throughout the year, these chief elected officials are
forwarded information pertaining to local Board activities, finances, plans, meetings and issues. They
periodically request meetings with Board staff to better understand the role of the workforce board.
As members of the Southwest Florida Job Training Consortium, they may also request meeting to
discuss issues or review plans.
5. Explain how the RWB shall ensure nondiscrimination and equal opportunity.
Southwest Florida Workforce Development Board, Inc. has a designated Equal Opportunity Officer
who guides the Region to ensure implementation of and compliance with equal opportunity and
nondiscrimination regulations. Outreach and other printed materials include the following: "Equal
opportunity employer/program," "Auxiliary aides and services are available upon request to
individuals with disabilities," and "All voice telephone numbers in this document may be reached by
persons using TTY/TDD equipment via the Florida Relay Service at 711."
At Orientation and Overview meetings, program applicants are apprised of grievance processes and
anti-discrimination law. Participants are made aware of their right to be treated equitably under the
anti-discrimination laws. All program participants are provided and sign a Department of Economic
Opportunity Equal Opportunity Form, which provides Equal Opportunity information and includes
instructions on obtaining additional information and filing a complaint.
Additional information may be found in our Customer Complaint and Grievance Procedures.
(Attachment 16)
6. Explain what strategies the CEO and local Board shall create to utilize the leadership of faith-based
and neighborhood partnerships.
Board and Center staff will coordinate services and activities with local faith-based and community-
based groups, especially in efforts to reduce duplication of services and utilize the talents of these
organizations.
Board staff will work with local leaders of our faith-based and community-based partners to determine
the greatest needs of the community when seeking grant funding. As appropriate, Board staff will
forward grant funding opportunities or work jointly with partners to secure grants that benefit the
community.
C. Administrative Entity
1. Identify the administrative entity and their staff; describe their responsibilities in carrying out the
work of the local board.
The Board serves as the Administrative entity. Board staff provides oversight for our workforce
delivery system while a Regional Centers Director and Center Directors/Supervisors provide the direct
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supervision and are responsible for the day-to-day operations and performance outcomes of the one
Stop Centers. See Organization Chart at Attachment 6. mow.
Local Vision,Goals and Priorities
The local vision, goals and priorities must be consistent with the State Plan and demonstrates a broader
strategic planning approach as called by the U.S. Department of Labor's Employment and Training
Administration's(ETA) in TEGL 21-11.
A. CEO and RWB Collaboration
1. Outline the vision,goals,and priorities for all local workforce programs including WT/TANF,TAA and
SNAP that reflect the strategic direction articulated in Sections I and II of the State Workforce
Investment Plan
The mission of the Southwest Florida Workforce Development Board, Inc. is to initiate and support
effective strategies through collaboration with business, education, and social services to facilitate the
development of programs and activities that reduce dependency, encourage personal growth, and
provide economic benefits to individuals, businesses, and communities of Southwest Florida.
Economic development goals are aligned with our partner economic development councils/economic
development offices (EDCs/EDOs). As the EDCs/EDOs bring new employers to our area and work to
expand existing businesses,we provide the qualified workforce to meet the needs of these businesses.
Service delivery goals and priorities:
The Southwest Florida Workforce Development Board (Board) has assigned the oversight and
monitoring of all programmatic services to its Service Delivery Committee. The committee
reviews its responsibilities as outlined by Workforce Florida Inc. and has revised its own
responsibilities to include the following element:
• Uses monitoring to ensure both businesses and job seekers advance the economic
viability of the Region by developing a quality workforce
• Reviews performance of workforce programs and training provider programs
• Evaluates Center operations including services, resource rooms, customer service,
programs, etc., to include the Committee member annual site visit observations and
staff Customer Satisfaction Survey results
This committee reviews programmatic achievements and challenges annually. The Centers'
lead staff report directly with input from Board staff. Discussion of best practices and
achievements prepare the committee member to sets goals and priorities for the upcoming
programmatic year (July through June). The Centers adopt those goals set by the Workforce
Florida Inc. and the localized goals to:
• Increase the re-employment of unemployed job seekers by providing viable services
and increased staff intervention
• Promote Work Experience opportunities to employers planning to hire soon to provide
soft skills and environmental skills to program participants in unlicensed occupations.
The program participant would be paid a prevailing wage for an entry level position in
Atterk
the unlicensed occupation
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• Increase market penetration by targeted marketing to specific groups of employers and
the pursuit of partnerships with organizations serving local businesses, such as, FGCU
Small Business Development and second stage employers
The Service Delivery Committee also set priorities for the upcoming year as a practice of
recognizing current challenges of the delivery of programs in Southwest Florida. The Board and
Centers staff will strive to improve services by:
• Increase the effectiveness of the Employ Florida Marketplace job matching system for
employers and job seekers
• Enhance skill sets for post training program participants as the weakened economy has
resulted in fewer entry level jobs with no experience requirement
• Expand market penetration with employer
The committee members, Board and Center staff celebrate those achievements and realize the
need for continued efforts to encourage continuous improvement.
At this juncture, the Board invites the community, partners and staff to nominate entities for
the Board can recognize individuals, organizations, businesses, and service providers who have
significantly contributed to building a healthy workforce in Southwest Florida. Nominations are
review by an adhoc committee and awards are presented to those nominations that best
reflect the Board's mission to develop programs and activities that reduce people's dependency
on government aid, encourage personal growth and provide economic benefits to individuals,
businesses and communities in Southwest Florida.
Program participants who demonstrate success in pursuit of a career in the midst of daily
barriers are given Achievement Awards while the Champion Awards are bestowed upon a
professional individual, organization or event which supports the Workforce Board's Mission
and/or who has made a difference in a workforce program or community initiative.
2. Identify "action steps" the RWB and delivery system will take to contribute to reaching the local
vision,goals,and priorities.
The Southwest Florida Workforce Development Board, Inc. has been an active committee member,
working with our five economic development councils/economic development offices (EDCs/EDOs)
and staff from the Southwest Florida Regional Planning Council to create the Comprehensive
Economic Development Strategy. In an ongoing cooperative effort, the Southwest Florida Workforce
Development Board, Inc. will continue to work closely with the EDCs/EDOs to supply the manpower
necessary to make projects successful.
We work together with our training organizations and schools to ensure that trained and competent
employees are available to support economic development goals. The workforce pipeline is a critical
infrastructure component to the success of these projects.
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3. Describe RWB process to prepare their-proposed performance for the nine-Common-Measures to be
negotiated with the State.
Performance is reviewed at Service Delivery committee meetings throughout the year to determine
progress made and changes needed. Staff reviews past performance and uses labor market reports to
assess current and future economic conditions, in determining appropriate performance standards.
One-Stop Delivery System/Services
The Southwest Florida Workforce Development Board, Inc. is designated as a One-Stop operator and direct
provider of certain workforce services. Assuming the responsibility as the designated One-Stop operator has
improved the delivery of services.
The establishment of a One-Stop delivery system is a cornerstone of the reforms contained in Title I of WIA.
The One-Stop system is designed to enhance access to services and improve long-term employment outcomes
for individuals seeking assistance. The regulations define the system as consisting of one or more
comprehensive, physical One-Stop center(s) in a local area that provide the core services specified in WIA.
A. Design
1. Describe the process for the selection of One-Stop operator(s), including the competitive process or
the agreement process between the local board and a consortium of partners
The Southwest Florida Workforce Development Board, Inc. is designated as a One-Stop operator and
direct provider of certain workforce services. A Leadership Team provides oversight for our workforce
delivery system while Center Directors/Supervisors provide the direct supervision and are responsible
for the day-to-day operations and performance outcomes of the One-Stop Centers. The Leadership
Team meets monthly with the Center Directors/Supervisors to work on improving processes.
2. Describe the appeals process to be used by entities not selected as the One-Stop operator
NA
3. Provide overview of the One-Stop Delivery system, including physical site location, operator,
personnel, and participating partners. Include organizational chart for the comprehensive One Stop
site
Designation of the Board as the One-Stop operator has helped to improve the delivery of services. A
Leadership Team was developed to provide oversight for our workforce delivery system while Center
Directors/Supervisors provide the direct supervision and are responsible for the day-to-day
operations and performance outcomes of the One-Stop Centers. The Leadership Team meets
monthly with the Center Directors/Supervisors to work on improving processes.
Staffing levels were developed for front-line staff in the Centers. This has given front-line staff a
career ladder based on knowledge, skills and performance and allowed for greater integration of
services. One-Stop service delivery integrates programs, services, and governance structures. In a
Region encompassing 5,449 square miles, the analysis of need indicates that our "system" should
have several access centers. The Southwest Florida Works Centers are located throughout the
Aolok
Region as follows:
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Charlotte County
1032 Tamiami Trail, Unit 9, Port Charlotte,33953
Collier County
3353 Radio Road, Naples,34104
750 South 5th Street, Immokalee,34142
Glades/Hendry Counties
215 South Francisco Street,Clewiston,33440
921 Anvil Circle, Labelle,33935 (satellite office)
Lee County
4150 Ford Street Ext., Fort Myers,33916
1020 Cultural Boulevard, Cape Coral 33915 (satellite office)
See Organizational Charts at Attachment 6.
Participating partners vary from Center to Center but may include the Florida Department of Children
and Families,the Florida Department of Education's Division of Vocational Rehabilitation, Department
of Economic Opportunity (DEO), Goodwill Industries of Southwest Florida, the Senior Community
Service Employment Program provider, and the School District of Lee County (Adult Education
activities).
4. Identify and describe any affiliate site or agents or specialized centers to be established in the local
area. Include any remote sites accessed through the use of technology.
No new sites scheduled or planned. The Board contracts with a service provider for Youth programs.
This program operator is located in the One-Stop centers.
5. Describe how the Workforce Investment Board shall engage employers and organized labor in the
One-Stop delivery system.
Members of the business community and organized labor serve on the Board and its committees,
which guide the activities of the One-Stop centers. One of the functions of the Service Delivery
Committee is to evaluate Center operations including services, resource rooms, customer service and
programs. Through this committee, the business representatives review program budgets and
performance have input into Center activities.
The Regional Intern Recruitment Job Fair and the Industry Focus Group initiative, as described in this
Plan, are other examples of employer engagement.
6. Describe services offered to businesses. Include a description of how the RWB ensures physical and
programmatic accessibility for individuals with disabilities at One-Stop centers.
Employers frequently use conference rooms or other office space at the Southwest Florida Works
Centers for conducting job interviews. Center staff provides assistance with scheduling, screening and
testing. Center staff may provide recruitment assistance at the employer's place of business, if
deemed appropriate.
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The Board's Business Development Division continues to work with key partners such as its ad-hoc
committee and the EDCs/EDOs to meet the current needs of local businesses with training
opportunities to include industry-recognized certificates, continuing education credits, on-the-job
training and customized training that the Region's targeted high growth industries demand to stay
competitive nationally and globally. We coordinate with EDCs/EDOs to assist new businesses by
providing information on current labor force available, meeting with the employers, working with
educators to better prepare workforce, and working with schools and businesses to develop specific
programs to meet employer needs recruiting.
All Centers offer accessibility to individuals with disabilities. Due to a successful Disability Navigator
Program,the Centers are better prepared to assist individuals with disabilities in accessing the services
they need. Assistive technology devices have been made available to include additional licenses and
upgrades for Zoom text/JAWS and UbiDuo, a dual keyboard with LCD monitor.
7. Describe any innovative initiatives or service delivery strategies
Service Delivery Committee members made site visits or arranged for others to make site visits to our
Centers to evaluate services being provided. These "secret shoppers" presented themselves as an
employer, a new business interested in recruiting, a parent seeking employment information for a
youth, a job seeker, etc. Their assessments of the Centers included customer service, wait time and
resources available. Feedback was provided to the committee to include positive experiences and
opportunities for improvement. Suggestions were discussed and staff followed up with changes,
where needed.
The Southwest Florida Workforce Development, Inc. (SFWDB) has collaborated with the school
districts on a Destination Graduation pilot project to provide intensive drop-out prevention services to
WIA-eligible, in-school youth. The goal is to decrease the high school drop-out rates. These students
are provided mentoring, homework assistance, peer tutoring, fun after-school opportunities, summer
employment opportunities, employability skills training, career development, life skills development,
field trips, guest speakers, parent Involvement and other activities and services. Students in the
control group receive only services routinely offered by the school district. Since its inception in 2009,
Destination Graduation has grown from two schools to seven. Results to date show higher grade point
average and a much higher graduation rate. Staff is continuing to seek grant funding to expand the
pilot to all 26 high schools within the five-county area.
Concerned about the gap between the demand for and the supply of trained Computer Numerically
Controlled (CNC) machinists, the Business Development Division staff coordinated meetings with
multiple school districts and the manufacturing community regarding the possible creation of an
introduction training program for CNC Machinists. Through the partnership of the Board, local
manufacturers and, technical educators of Collier and Lee County School Districts a common training
curriculum for entry level machinist was created which included universal components, agreeable to
the educators and employers. The curriculum meets the Department of Education's occupational
completion point that leads to a nationally recognized industry certification.
The program, Foundations of Machining, was introduced to the community by three technical centers
in Southwest Florida Two technical centers of the Collier County School District—Immokalee Technical
Center (ITECH) and Lorenzo Walker Institute of Technology (in Naples) serve the entire population of
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Collier County and surrounding rural areas. The third technical center, Fort Myers Institute of
Technology- Lee County School District, is centrally located in the county and in very close proximity to
many industrial employers and business partners.
This intensive, 84 hour program includes curriculum customized for local employers to meet the job
duties of an entry level machinist. It is designed to help student solidify their reading and mathematics
skills while developing the necessary skills of measurements and reading blueprints specific for the
occupation.
One growing business, Arthrex Corporation (Arthrex), is a local manufacturer with its manufacturing
site in North Naples. Arthrex is expanding its operation into a new facility in eastern Collier County.
The administrative headquarters has recently relocated to a South Fort Myers which is centrally
located within Lee County. Participants can anticipate an interview with Arthrex with successful
completion and certification.
Local employers of the Southwest Regional Manufacturers Association (SRMA) also seek those
individuals who have completed training and recognize the program and its curriculum's completion
points. The recognition of more than sixty employers is significant to regional demands and those
individuals seeking in-demand occupational opportunities within their communities.
8. Describe examples of strategic partnering with required and optional One-Stop partners
and other organizations to provide services.
Redlands Christian Migrant Association (RCMA), a faith-based organization in the rural area of
Immokalee. RCMA provides after school programs through the Board's Miracle II program.
Catholic Charities handles refugee programs for Temporary Assistance for Needy Families (TANF)
through a cooperative agreement with Department of Children and Families (DCF). DCF indicates on
their referrals to us that an individual is a refugee. Our staff coordinates services with Catholic
Charities to help acclimate refugees to the local culture. As barriers to employment are noted, our
Career Development Representatives attempt to co-manage these cases with Catholic Charities to
resolve issues.
Dress for Success of Southwest Florida: Serve as referral sources for work clothing for customers.
Community Coordinated Child Care: Coordinates child care for program participants in Hendry,
Glades, Lee and Collier counties while the Early Learning Coalition of Southwest Florida of Southwest
Florida of Heartland serves Charlotte County.
Hospice: Located in the Immokalee center and available by referral,throughout the Region.
Goodwill Industries of Southwest Florida.
AARP — Assistance with seniors. Operates the Senior Community Service Employment Program
(SCSEP) program on-site at the Southwest Florida Works Centers and works with Center staff to
provide assistance to individuals with disabilities and other disadvantages.
Transportation Disadvantaged Board.
Cornerstone—Job Corps program operator.
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Charlotte County Human Services.
C.A.R.E. (Center for Abuse and Rape Emergency, Inc.) in Charlotte County; the Shelter for Abused
Women in Collier County,the Abuse, Counseling and Treatment, Inc. (ACT) shelter in Lee County and a
subsidiary of ACT in Glades and Hendry counties: Available by referral as needed.
21st Century Community Learning Center Grant (Miracle Plus Grants); Provides after-school academic
and enrichment activities for over 850 students in Immokalee schools in grades K-8.
Small Business Development Center (SBDC): Provides information on entrepreneurial workshops,
training and counseling assistance to One-Stop staff. Physically located in the Immokalee Center.
Provides workshops at the One-Stop Centers.
Department of Business& Professional Regulations (DBPR): Career Center staff provides farm workers
services for DBPR to include crew leader registration,testing and fingerprinting at the Centers.
American Red Cross: Undated work agreements prepared for National Emergency Grants (NEG)
situations.
Empowerment Alliance staff located on site at the Immokalee Center: Referral source for low cost
housing and home ownership to include workforce housing initiatives.
Collier County School District/Immokalee Technical Center: Offers educational programs for Migrant
and Seasonal Farm Workers.
Department of Education's Reemployment and Rehabilitation: Assists Vocational Rehabilitation clients
with educational programs.
The Homeless Coalitions offer assistance to the homeless throughout the region.
Community Alliances: Board and One-Stop staffs are represented on the county-based and regional
Community Alliances. These Community Alliances meet to improve child protective services and foster
care. More specifically, the Community Alliances ensure that services are available and utilized. Our
Southwest Florida Works Centers provide services to the youth aging out of foster care.
9. Describe universal access and what services shall be provided. Include the strategy for outreach and
recruitment. Explain how customer groups are identified and describe services that are necessary to
meet their needs:
• dislocated workers
• displaced homemakers
• individuals training for non-traditional employment
• migrants seasonal farmworkers
• older individuals
• public assistance recipients
• people with disabilities
• people with limited English-speaking proficiency
• veterans
• women
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Many of the workforce services and resources offered through the one-stop delivery system are
available to all individuals. Services may be offered onsite at the One-Stop centers, by telephone
and/or electronically. Core and applicable intensive services, including staff-assisted services, will be
provided. Core services are universally provided to users of the One-Stops. The combination of
Wagner-Peyser funds, TANF funds, Workforce Investment Act funds, and funds from other One-Stop
partners will result in an expanded level of available services. Core services will be primarily self-
directed and include:
• eligibility determinations, outreach, intake including worker profiling, and orientation to the One-
Stop system;
• initial assessment;
• job search and placement assistance, and career counseling;
• provision of labor market information;
• information on eligible training providers, local performance outcomes;
• One-Stop activities;
• supportive services information;
• filing unemployment claims;
• follow-up services;
• work counseling; and
• financial aid information for education not WIA funded.
Intensive Services are provided to adults and dislocated workers who are unemployed and are unable
to obtain employment through core services if the provider(s) of core services determines that the
individual is in need of more intensive services in order to obtain employment. Intensive services
include:
• comprehensive and specialized assessments of skills levels (i.e. diagnostic testing) and service
needs;
• development of individual employment plan;
• group counseling;
• individual counseling and career planning;
• case management; and
• short term pre-vocational services.
Customer groups are identified through Informal assessments used throughout the Centers to
determine the most appropriate direction for customers. An initial assessment by the
Receptionist/Greeter may identify the reason for the visit and directs customers to appropriate areas.
In the Customer Service area, staff details Center services and assistance to determine a customer's
next steps. Orientations to Center services are provided daily. In the Resource Rooms, customers
may complete a short partial registration form which requests information regarding the applicant's
contact information employment status and purpose for visit. For WIA applicants, a self-assessment
form is used to gather information regarding the applicant's career preferences and potential need
for training. On-going assessments by a Career Development Representative or other Center staff will
guide customers to a self-directed path, group sessions, or one-on-one assistance. An Interest Survey
is used to determine interest and eligibility for Workforce Investment Act (WIA) programs. The
Welfare Transition Program Assessment form is used for Welfare Transition participants. The SNAP
and WT/TANF programs have specific programmatic assessment tools; SNAP online assessment,
WT/TANF Assessment Form.
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Although these assessments will assist in determining which services may be needed on an individual
basis, there may be certain needs common to targeted populations. Dislocated workers and older
workers may benefit from direct placement services with some assistance with résumés. Women
with an interest in training for non-traditional employment may need additional testing and interest
inventories to assess current interests and skill levels and then determine appropriate training.
Persons with disabilities may need assistance with certain accommodations to return to the
workforce. Veterans may require counseling and more intensive case management. Resources most
needed by MSFWs and public assistance recipients include job referrals and supportive services such
as transportation. Displaced homemakers generally need employability workshops (job search,
interviewing skills, etc.) and will need additional assessment to determine transferable skills. People
with limited English-speaking proficiency may need referrals to English for Speakers of Other
Languages (ESOL) classes.
Workforce services are provided to targeted populations in a variety of ways. Services are available at
the Centers but outreach to targeted populations ensures a stronger connection. Staff visits
homeless shelters, abuse shelters, and other community organizations to educate staff and
participants on services available through the Southwest Florida Works Centers. Attendance at ex-
offender/re-entry meetings helps to keep information flowing in both directions, regarding the needs
and assistance available for this population. Migrant and Seasonal Farm Workers (MSFWs) are
contacted by the MSFW Outreach Workers to offer information and assistance. Veteran staff
performs outreach and attend Stand Down activities annually. Southwest Florida Works Center staff
will continue outreach to community-based organizations, faith-based organizations and other local
groups serving low-income individuals, older workers, homeless, ex-offenders and other hard-to-
serve individuals such as those with limited English speaking abilities.
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The Disability Program Navigator(DPN) has developed strong relationships with partner agencies that
serve persons with disabilities. These collaborations improve the employability, employment and
career advancement of adults and youth with disabilities through leveraging resources and
integrating service delivery. This building process has produced information sharing and cross-
referrals for services to help each individual customer overcome their barriers to employment. The
DPN coordinates training sessions to educate One-Stop staff and partners on the numerous resources
available to assist persons with disabilities.
General Policy: RWBs are required to develop similar policy for several different programs. The policy
generally guides who is eligible to receive program service, determines the administrative procedures for
training services, and directs which program benefits and funding staff can issue to a participant enrolled
in training or other allowable activities.
1. Self-sufficiency may be based on the Lower Living Standard Income Level(LLSIL) or wages. If the self-
sufficiency level for employed workers is over 250% of the LLSIL and above the average wage in the
region, the board must provide acceptable justification that the level is required for an individual to
provide for him/herself and family. Provide the local definition(s)of"self-sufficiency"for:
• Adult employed workers
• Dislocated workers who are working in an income maintenance job
If self-sufficiency is defined differently for the following populations in the region, please describe:
• Recipients of public assistance,and people with disabilities and other barriers to employment
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• If this definition of self-sufficiency does not apply to WT/TANF and SNAP programs, please
provide a definition that applies to these programs.
Region 24's"self-sufficiency" guidelines are as follows:
Per Workforce Investment Act (WIA) eligibility criteria, Employed Adults, to include people with
disabilities/barriers to employment, SNAP and WT/TANF participants (18 and older) whose income
exceeds the Lower Living Standard Income Level (LLSIL) are determined to be self-sufficient and not
eligible for services.
Dislocated Workers:Stop-Gap Employment—Dislocated workers employed in stop-gap employment at
a wage less than 80%of the wage from the employer from whom they were dislocated, within the last
five years.
2. Describe the process for providing support services including the type, dollar amount, conditions,
and duration under which these services will be made available to participants enrolled in workforce
service programs.The description of the supportive services may include a general description of the
supportive services to be provided for all programs or a description of the services to be provided to
participants of each of the programs.Attach a copy of the local operating procedure:
Support services needs are evaluated during initial assessment and throughout the participant's
involvement with workforce programs. Participants are notified of the opportunity to receive supportive
services during this time. Problems related to transportation and child care are addressed, especially in
rural areas,to enable clients to consider employment at varying schedules to seek and accept a variety of
job opportunities.
Center staff provides information on availability of supportive services and referral to such services. As
Career Development Representatives assess the needs of participants, it is determined what supportive
services are necessary to reduce the participants' barriers to successfully completing the workforce
program in which they are enrolled. For students enrolled in workforce-funded training, supportive
services will not be provided for part-time students or when customer chooses an out-of-area training
program. Based on the availability of resources, supportive services may include child care and
transportation,car repairs,and clothing needed for employment.
Career Development Representatives consider resources available in the community, prior to
approving funding for supportive services. Referral of participants to programs and services within the
Centers occur in person and by telephone. For programs and services outside the Centers referrals
may be prearranged by telephone or through written communications e.g. fax, e-mail and paper
referrals. Steps are taken to ensure the most economic path is taken to obtaining supportive services.
These steps include: •
• Considering resources available in the community,
• Carpooling whenever possible,
• Using bus transportation where available and practical,
• Considering transportation costs prior to enrolling customers into programs. If the same program
is offered at more than one location, efforts are made to enroll the customer into the program
closest to where the customer lives.
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Caps are placed on support service spending. Total services provided to a customer per program year,
July through June, will not exceed $3,000. This cap is reviewed annually and may be adjusted as
deemed necessary based on budgets. There are two divisions of funded services;
• $2,000 per program year for transportation expenses, i.e. gas cards, bus passes (cards), and
transport services.
• $1,000 per program year for support services, i.e. car repairs, auto liability insurance (6-month
lifetime cap),vehicle registration,work clothing, tools, books, etc.
In the event that a Career Development Representative determines the maximum allowed amount is
not sufficient to cover the needs of a customer, a waiver may be requested. The waiver would be in
the form of a letter to the One-Stop Leadership Team, with a copy to the Center Director/Supervisor
and should include such information as to demonstrate the extraordinary need, the amount already
encumbered and the amount requested.
See Attachment 8-Supportive Services Policy
• Describe the process for providing support services to target populations such as the homeless,
ex-offenders, migrant and seasonal farm-workers, individuals with disabilities, older workers,
limited English Proficiency,and other target groups.
Same as above.
• Support services may be prioritized due to limited funding. Please describe how services are to
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be limited by type and by amount.
Supportive services are provided on a case-by-case basis.
• Support services for a particular program that are not listed above, please describe the services,
prioritization for such services,and attach a corresponding policy for each.
Total supportive services provided to a Welfare Transition (WT) customer per program year, July
through June, will not exceed $2,000. Although these funds are used for the same services
described above for WIA customers (transportation expenses, i.e. gas cards, bus passes/cards, and
transport services, car repairs, auto liability insurance (6-month lifetime cap), vehicle registration,
work clothing,tools, books, etc.)there are no divisions of these funded services.
These caps do not include child care assistance. Career Development Representatives refer
individuals in need of child care assistance to the Early Learning Coalition of Southwest Florida.
The providers of the Early Learning Coalitions are responsible for the determination of eligibility
and authorizing the actual child care service.
The Board views education and training as crucial steps in attaining self-sufficiency. In an effort to
promote education and training, skill enhancement is stressed in orientation, job preparation,
retention services and in all Career Development Representative interactions. Necessary
remediation of basic skills is addressed prior to enrollment in a vocational education program. The
federal limitation for length of time in training is monitored. Countable work activities are
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combined with remedial education activities such as ESOL and GED preparation to maintain the
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federal participation rate while still allowing customers to receive remedial education. Training
may be funded through TANF funding or WIA funding. When using either source of funding,
training dollars are limited to a$6,500 lifetime amount.
See Attachment 9-Supportive Services Issuance Guidance for WTP
See Attachment 10-Supportive Services Issuance Guidance for WTP Addendum
3. Describe the local procedure for handling any WIA grievance from a customer/participant. (20 CFR
667.600-667.650)
If a customer has a problem that arises in connection to a program operated through the Southwest
Florida Works Center or by a Service Provider of the Southwest Florida Workforce Development Board,
Inc., (Board), the matter is first discussed with a workforce representative. If the problem cannot be
resolved, the customer should then discuss the problem with the Center Director. If the customer
feels the problem has still not been resolved, a formal grievance form (MU-002-CGF Customer
Grievance Form) may be completed or a letter of grievance may be submitted to the Executive
Director of the Southwest Florida Workforce Development Board, Inc.
A decision is issued within 60 calendar days of receipt of the request. If the Board has: 1) conducted a
hearing but the customer is dissatisfied with or feels he/she has been adversely affected by the
Hearing Officer's decision; 2) not conducted a hearing within the sixty (60) calendar days from receipt
of the grievance; or 3) conducted the hearing but has not issued a decision within the mandated sixty
(60) calendar day timeframe,then the customer may file an appeal with the Department of Economic
Opportunity(DEO).
The appeal request shall state the facts, laws, procedures, etc. that the customer believes to be
relevant for review. The appeal must be filed with DEO within thirty (30) calendar days of receipt of
the Board Hearing Officer's decision or within thirty (30) calendar days after the required 60 calendar
day timeframe for the Board to act has elapsed. The request shall include the customer's address
where official notices will be mailed. The state can remand the grievance back to the Board to hold a
hearing or impose other remedies to resolve the grievance.
See Customer Complaint and Grievance Procedures(Attachment 18)
4. Describe how individuals seeking occupational skills training are assisted if training funds are not
available at the time of their request.
If training funds are not available, individuals seeking occupational training will be referred, as
appropriate, to seek grant assistance from other sources to assist with the costs of training. If
determined that other sources are not available, staff will continue to assist the individual with his/her
job search activities,to include assessment of possible transferable skills into the current job market.
5. Describe how Customized Training, On the Job Training (OJT), and work experience activities are
used locally. Provide a description of the process for developing work sites and training agreements
with employers. Attach local operating procedures.
Information regarding availability of Customized Training, On-the-Job Training (OJT) and Work
Experience is disseminated to civic groups, professional organizations, individual businesses and
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economic_ development offices. Business Development Division staff and Center staff offer
presentations to community and professional groups.
Customized Training may be set up for an individual employer or a group of employers with similar
needs. Training sites will be developed based on specific needs of businesses. Work Experience sites
will be developed based on specific needs identified in Individual Employment Plan (IEP) for WIA
Adults and Dislocated Workers, in the Individual Services Strategy(ISS) for WIA Youth or the Individual
Responsibility Plan (IRP)for the WT/TANF program. Placement of a youth in summer work experience
is based on the individual's assessed abilities, career goals and the needs of our business community.
Work sites for On-the-Job Training (OJT) are developed by Center Directors/Supervisors in
coordination with the Business Development Division. In particular, staff in the Business Services
Center and Resource Rooms pursues OJT sites for customer placement and job readiness training.
Worksite and training agreements for Customized Training, On-the-Job Training (OJT) and Work
Experience are developed outlining the specifics. All are monitored by staff to ensure participant
progress.
The Customized Training agreement process includes employer and participant employee applications
which detail the specific training project information, curriculum, budget and anticipated outcomes.
Customized Training is provided through community colleges, school districts, area technical centers,
state universities, licensed and certified private institutions approved by the SFWDB, or training
providers approved by the business. Instructors may be either full or part-time educators, state
certified trainers, or qualified trainers from the employer's business. Training may be conducted at the
business's own facility,at the training provider's facility or at a combination of sites.
The agreement for On-the-Job Training includes a contract with the employer which outlines the
responsibilities of the employer to include assurances that the participant's OJT activities will be
supervised on a daily basis and that paperwork will be submitted in a timely manner. The OJT
Timesheet will be used to document hours actually completed. The employer will sign and submit this
form biweekly. Once a month the employer submits an invoice for up to 50% of the
employee/trainee's hourly wage and is reimbursed thereafter. OJT is used to enable customers to
begin a training program that simultaneously pays a living wage and provides a skill and immediate job
placement. Center staff performs a Gap Analysis to review the difference between the skill necessary
to perform the employer's specific job tasks and the skills currently possessed by the job applicant. An
OJT Training Outline is then developed which includes a list of basic duties for which training will be
given and the estimated training hours for each. OJT agreements are developed by staff using an On-
the-Job Training (OJT) Contract Checklist and then an On-the-Job Training Contract. Contracts are
aligned with occupations on the Regional Targeted Occupations List (TOL). Staff uses the Specific
Vocational Preparation (SVP) ranges and Job Zone information on ONet's website to assist in
determining the length and content of OJT programs for an individual.
When developing a Work Experience worksite, staff and the worksite provider together complete a
Work Experience agreement. The Career Development Representative schedules an interview for a
specific participant with the worksite supervisor. If the participant is accepted, a Work Experience
Program Agreement is signed by the agency and the worksite provider. The worksite provider signs
attendance reports, documenting daily supervision and the hours that the participant was engaged in
worksite activities. The Career Development Representative will verify this information. The Special
Provisions section of the Work Experience Program Agreement specifies that no currently employed
,3
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worker shall be displaced by a participant. This includes partial displacement such as reduction in
hours of non-overtime work,wages or employment benefits.
On-the-Job Training Local Guidance (Attachment 11)
WIA Paid Work Experience Local Operating Procedure (Attachment 12)
Information on Work Experience for Supplemental Nutrition Assistance Program (SNAP) Employment
and Training(E&T) Program can be found in the SNAP Local Operation Procedure. (Attachment 13)
Region 24 operates under the appropriate State and Federal guidelines and has no local operating
procedures for Customized Training or Unpaid Work Experience,other than those outlined here.
6. Explain the process used by the board for determining whether adult formula funds are not limited,
and therefore, priority of services is not required to apply.Are adult formula funds currently limited
so that priority of services does not apply in the region? Any change to this process as well as
deactivation and reactivation of priority of services requires a modification of the local plan with
submission to WFI.
The process to determine availability of funds will be through the One-Stop Leadership Team
reviewing the budget and obligations on a monthly basis. Adult formula funds are not currently
limited; therefore effective February 13, 2012 the requirement to meet one of our Priority of Service
areas was lifted for participants needing intensive or training services.
• Describe the criteria to be used for providing priority of services in employment and training to
veterans across all workforce programs.
Priority of service for all DOL-funded programs, to include WIA Adult, WIA Dislocated Worker,
TAA, NEG and Wagner-Peyser programs is given to Veterans regardless of economic status. The
Region's Priority of Services Policy (Attachment 20) was changed to direct staff to identify
Veterans and eligible spouses at entry into the Southwest Florida Works Centers and offer them
the opportunity to take full advantage of priority of service. The policy includes language that
Veterans and eligible spouses shall be made aware of their entitlement to priority of service, the
full array of employment, training, and placement services available under priority of service and
any applicable eligibility requirements for those programs and/ or services. In addition staff will
make contact with those Veterans and eligible spouses who self-register to provide them with
priority of service information. This will be accomplished through emails and/or mail. Staff may
provide Veterans and eligible spouses with information sheets outlining this information.
The Region follows the November 10, 2009 Veterans Program Letter which defines Veterans and
eligible spouses as follows:
The term "veteran" means a person who served at least one day in the active military, naval,or air
service, and who was discharged or released under conditions other than dishonorable, as
specified in 38 U.S.C. 101(2). Active service includes full-time Federal service in the National
Guard or a Reserve component. This definition of"active service" does not include full-time duty
performed strictly for training purposes (i.e., that which often is referred to as "weekend" or
"annual" training), nor does it include full-time active duty performed by National Guard
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personnel who are mobilized by State rather than Federal authorities(State mobilizations usually
occur in response to events such as natural disasters).
"Eligible spouse" as defined at section 2(a) of the JVA(38 U.S.C. 4215[a]) means the spouse of any
of the following:
a. Any veteran who died of a service-connected disability;
b. Any member of the Armed Forces serving on active duty who, at the time of application for
the priority, is listed in one or more of the following categories and has been so listed for a
total of more than 90 days:
i. Missing in action;
ii. Captured in line of duty by a hostile force; or
iii. Forcibly detained or interned in line of duty by a foreign government or power;
c. Any veteran who has a total disability resulting from a service-connected disability, as
evaluated by the Department of Veterans Affairs; or
d. Any veteran who died while a disability was in existence. A spouse whose eligibility is derived
from a living veteran or service member (i.e., categories b. or c. above) would lose his or her
eligibility if the veteran or service member were to lose the status that is the basis for the
eligibility (e.g. if a veteran with a total service-connected disability were to receive a revised
disability rating at a lower level). Similarly, for a spouse whose eligibility is derived from a
living veteran or service member, that eligibility would be lost upon divorce from the veteran
or service member.
The priority of service regulations refer to those veterans and spouses who are eligible for priority
of service as "covered persons" and refer to those not eligible for priority of service as "non-
covered persons."
• Describe the strategies used to provide priority of service under the WIA Adult program.
Priority of service will include awareness of entitlement to services as well as the provision of
services. Board staff will ensure that priority of service is applied by sub-recipients of funds, if
applicable.
• How will priority of service be provided to low-income individuals and public assistance
recipients?
When it is determined that funds are limited, our policy for Priority of Services requires that
priority be given to recipients of public assistance and other low-income individuals.
• How are Welfare Transition and other training funds taken into account when establishing
these strategies?
Strategies include screening job seekers for potential eligibility for other program funding.
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• How are the needs of special client groups addressed?
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The Board has also established persons with barriers for priority of services. Therefore, an
adult who meets one or more of the following criteria will have priority for training:
(A) receives, or is a member of a family that receives, cash payments under a Federal, State,
or local income-based public assistance program;
(B) received an income, or is a member of a family that received a total family income, for
the 6-month period prior to application for the program involved exclusive of
unemployment compensation, child support payments, payments described
subparagraph (A), and old-age and survivors insurance benefits received under section
202 of the Social Security Act that, in relation to family size, does not exceed the higher
of—
(i) the Federal Poverty Guidelines,for an equivalent period; or
(ii) 70%of the Lower Living Standard Income Level (LLSIL),for an equivalent period;
(C) is a member of a household that receives (or has been determined within the 6-month
period prior to application for the program involved to be eligible to receive)food stamps
pursuant to the Food Stamp Act of 1977;
(D) qualifies as a homeless individual, as defined in subsections (a) and (c) section 103 of the
Stewart B. McKinney Homeless Assistance Act;
(E) is a foster child on behalf of whom State or local government payments are made; or
(F) in cases permitted by regulations promulgated by the Secretary of Labor, is an individual
with a disability whose own income meets the requirements of a program described in
subparagraph (A) or of subparagraph (B), but who is a member of a family who does not
meet such requirements.
(G) is an individual with one or more of the following barriers regardless of income:
• Substantial cultural or language barriers
• Offenders
• School dropouts
• Persons who are basic skills deficient or lack a high school diploma or GED
• Substance abusers
• Older individuals (55 and older)
• Persons with disabilities.
(H) is a Veteran regardless of income.
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• Veterans and eligible spouses shall be identified at the point of entry at each Center '""
and given an opportunity to take full advantage of priority of service for qualified job
training programs.
• Veterans and eligible spouses shall be made aware of the following and may be
provide written information, as determined appropriate:
o their entitlement to priority of service;
o the full array of employment, training, and placement services available under
priority of service; and
o any applicable eligibility requirements for those programs and/or services.
• How do employed workers fit in the priority of service strategies?
When availability of funds is limited, priority of service is also applied to those seeking
employed worker training. Employed workers who are receiving public assistance and other
low-income individuals who are unable to obtain other funding to cover the costs of training
will receive priority of service.
7. Describe the need for employment, training and supportive services to individuals with limited
English proficiency in your area. Describe current and planned strategies for increasing access to ESL
training; providing services and materials in multiple languages; increasing cultural awareness
among staff serving customers; and current and planned partnerships to improve the local area's
ability to serve individuals with limited English proficiency.
As indicated in the Labor Market Analysis, provision of services to individuals with limited English
proficiency includes participant referrals to English for Speakers of Other Languages (ESOL) through
our county adult education programs, technical schools and Literacy of America. Forms and
informational notices are available in English/Spanish/Creole. Interpreters (verbal) are available for
the Centers staff - staff members or through community partners, as needed at no cost to the
individual.
The Immokalee One-Stop Career Center serves a significant number of non-English speaking citizens.
Center staff includes several full-time Spanish-speaking and one full-time Creole-speaking employee
who are available for interpretive services. The Creole-speaking staff member responsibilities include
providing direct translation services and coordinating translation services for SwfIWORKS Centers and
Offices. Present need of translation services for Creole are indicated but not limited to SwfIWORKS
Centers/Satellite Offices located in Immokalee, Naples,and Labelle.
All SwfIWORKS staff has access to the technology of our Intranet, NICNet's shared drive. This common
drive provides staff a multitude of resources which includes a list of available translators (Center staff
and partner agencies)to include American Sign Language.
The Notice to Job Seekers is a form that is available in English, Spanish and Creole. The Notice is
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distributed throughout the Centers and community to provide those who are literate information on
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employment services available with or without an application for services. A toll free number is
provided if additional conversation or questions is needed. Additional notices, forms and customer
comment cards are available in English, Spanish, and Creole. SwfIWORKS Center staff assigned to the
public areas of the Centers is available to translate, or secure a translator, as needed at no cost to the
customer. Center staff is trained in the services to limited English proficient customers and readily
coordinate translation services so that a customer does not have to arrange for their own interpreter
and know that they have the right to file a grievance about the language access services provided.
Southwest Florida Works Center staff continues outreach efforts to community-based organizations,
faith-based organizations and other local groups serving those with limited English speaking abilities.
B. Memorandum of Understanding(MOU)
Please describe customer service improvements or operational efficiency gained from recent updates to
the MOUs described in Section 121(c) of WIA between the RWB and each of the mandatory and/or
optional one-stop partners. Each MOU must contain the following:
• A description of methods for referral of individuals between the One-Stop operator and the one-
stop partners,for the appropriate services and activities.
One-Stop partners vary from Center to Center, as do referral processes. Referrals between the One-
Stop Operator and the partners for services and programs may be made in-person, by telephone,
through written communications (fax, e-mail and paper referrals), or electronically through Internet
systems or other connections. Certain programs use state or locally-created forms. Resource rooms
provide information in hard copy and electronically. Programmatic cross-training among partners will
be a continuous process in order to offer a more integrated plan of service and understanding of
referral methods. Partner agency staff is knowledgeable about workforce service programs and other
resources available within the one-stop system and refers individuals to partners as deemed
appropriate and necessary. All referrals are handled with security and confidentiality in mind.
• A description of the services and how these services will be provided through the One-Stop
delivery system.
Centers offer the full array of integrated workforce development programs and services to job seekers
and employers, to include the provision of core, intensive and training services. Core and intensive
services may be provided and documented throughout the One-Stop, in resource rooms, customer
service areas,team areas,or individual staff desks.
Center staff provides services to Job Corps, MSFW, TAA, Veteran, and Wagner-Peyser program
participants, whether these programs are operated by Board staff, Center partners or community
partners. These staff are included in cross-training from the standpoint of sharing information on
these programs as well as learning the basics of the array of programs offered through the Centers and
outside the Centers. Programmatic cross-training is underway and will be a continuous process in
order to be able to offer a more integrated plan of service. Training will include information on WIA,
WT/TANF, Job Corps, business services, resource rooms, workshops, MSFW, TAA, Veterans, and
Wagner-Peyser programs. For the purposes of referring participants to other support services,training
will also include information on vocational rehabilitation, GED programs, ESOL, childcare and
transportation.
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• A description of the funding arrangements for services and operating costs of the O ne-Stop_
delivery system.
By establishing the Board as the One-Stop Operator and direct provider of certain services, most
resources,to include supplies, equipment,training and staff, are shared.
The MOU establishes parameters for space,cost and resource sharing as follows:
(a) Staff costs associated with the services and activities of each Partner shall be paid by each
Partner for its respective staff. The cost of any resource materials considered necessary by a
Partner for use by its staff or customers shall be the responsibility of that Partner.
(b) The Resource Room will offer the following services: unassisted job search, access to job
listings, assistance with resume preparation, copy machines, fax machines and employment
preparation workshops. The cost of the Greeter/Receptionist, the Resource Room staff,
copiers and fax machines shall be allocated to the One Stop Operator.
(c) The phone system and telephone lines (T-1's) are leased on a three-year basis, and the lease
cost shall be charged on a pro rata basis to all Partners, except the Florida Department of
Children and Families who has its own phone system.
(d) The Partners agree to provide cross-trained staff for backup coverage if available.
• The duration of the memorandum and the procedures for amending the memorandum during the
term of the memorandum.
The MOU will remain in effect unless and until terminated. The MOU may not be modified or
terminated with the signature of the Board and Partners; provided, however, that in the event the
Board has no funds available for the Southwest Florida Works Centers, the Board may unilaterally
modify or terminate this Agreement. Written notice of the Board's intent to unilaterally modify or
terminate this Agreement shall be provided to each Partner at least sixty (60) days prior to such
modification or termination. The Board or any Partner may request a modification to the
Agreement by making such request in writing to the Board. The Board can modify this Agreement
at any time to add additional One Stop Career Center partners by having the new partners sign the
Agreement in its current form at the time that they are being added. Partners shall be notified in
writing of additional parties joining the Agreement.
C. Fiscal Controls and Reporting
1. Describe the competitive and noncompetitive processes that will be used by the local area to award
grants and contracts for activities under Title I of WIA including how potential bidders are being
made aware of grants and contracts.
As the Board is the direct provider of many services and programs, most programmatic services are
provided by staff in the One-Stop Centers, thereby eliminating the necessity to frequently go out for
bid for service providers for workforce programs. Youth Services are provided, in part, by a contracted
service provider. When selecting service providers,the following procedures will be followed.
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Annually we will evaluate the quality of workforce progr-am service provided. If completely satisfied,
the Board will contract with that provider for up to two additional years, on a year to year basis. If
not, a request for proposals will be generated and advertised throughout the five-county area. To the
extent practicable, grants and contracts for activities and services will be selected competitively.
Non-competitive or sole source procurement shall be minimized but may be authorized if justified and
documented. When procuring workforce program services by a competitive solicitation over$50,000,
the Board will use a Request for Proposal (RFP) process or will advertise in the Florida Administrative
Weekly, whichever best meets the needs of program development on a timely basis. Public notice of
an RFP will be provided through our website, notices to government agencies and a notice mailed to
those on the bidders list.
In accordance with Federal regulations, the Board will take all necessary affirmative steps to assure
that minority firms, women's business enterprises and faith-based organizations are used when
possible; including dividing total requirements of the procurement action,when economically feasible,
into smaller tasks or quantities to permit maximum participation, and establishing delivery schedules,
where the requirements permit, which encourage participation by small and minority business and
women's business enterprises.
The Board will not enter into a contract with a board member, with an organization represented by a
board member or with any entity where a board member has any relationship with the contracting
vendor. The Board will consider the following exemptions:
a) A contract with an agency (as defined in s. 112.312(2), including, but not limited to, those
statutorily required to be board members) when said agency is represented by a board member
and said member does not personally benefit financially from such contracts;
b) A contract with a board member or a vendor(when a board member has any relationship with the
contracting vendor) when the contract relates to the member's appointment to the board under
Pub. L. No. 105-220, ("Workforce Investment Act") Title I, s. 117(b)(2)(A)(vi) ["representatives of
the one-stop partners].
c) A contract with a member receiving a grant for workforce services under federal, state or other
governmental workforce programs.
d) A contract between a board and a board member which is not exempted under paragraphs II(a),
II(b) or II(c) where the board documents exceptional circumstances and/or need and the board
member does not personally benefit financially from the contract. Based upon criteria developed
by WFI, DEO shall review the board's documentation and assure compliance.
The primary consideration in the selection of service providers shall be the effectiveness of the
agency or organization in delivering comparable or related services based on demonstrated
performance, in terms of the likelihood of meeting performance goals, cost, quality, and
characteristics of participants. Total proposed cost shall also be an important consideration in the
selection of service providers. Special consideration shall be given to proposals submitted by
community-based, faith-based and minority organizations; however, this consideration shall in no
way prevent the Board from choosing alternative organizations to provide services.
Upon receipt of programmatic proposals by the published deadline, Board staff provides the
proposals to a Review Team, which is comprised of three to seven members, preferably Board
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members and Committee members. A Bidders' Conference may be provided to ensure potential
proposers have the information necessary to write a competitive proposal. However, Frequently
Amok
Asked Questions (FAQs) are posted to our website and emailed to potential proposers, which
generally eliminates the necessity of a Bidders' Conference.
The Review Team forwards its recommendations to the Program and Planning Committee, who in
turn, forwards its recommendations to the Board for final award and funding level approval. In
some instances,the Program and Planning Committee may serve as the Review Team and forward
its recommendation directly to the Board.
Each RFP specifies the appeal procedure for bidders whose proposals are not funded. Within 72
hours of the posting of the bid tabulation or after receipt of the notice of the agency decision, the
unsuccessful bidder must submit, in writing, a notice of protest to the Executive Director of the
Southwest Florida Workforce Development Board, Inc. Within 10 days after filing the notice of
protest, the unsuccessful bidder shall file a formal written protest detailing the reason for the
protest. If the bidder is not satisfied with the response of the Board, the bidder may present a
written appeal to the Director of the Department of Economic Opportunity(DEO).
2. Describe the procurement process for purchasing goods and services in the local area.
The procurement of goods and services may be initiated by the respective division supervisor
when/where the services are needed for the day-to-day items. A Quotes/Procurement Authorization
Form or Purchase Order Request will be initiated when the procurement is for non-recurring items,
expenditures unique to a particular funding source or outside an annual contract for services or items.
This may also include procurement for office supplies, repairs, equipment, advertising, printing, airline
tickets, registration fees, subscriptions, publications, and any participant supplies. For re-order items,
the Administrative Services Manager will secure new bids at least once per year. The
Quotes/Procurement Authorization Form will include the following information: Completed
Quotes/Procurement Authorization Forms will be submitted to the Fiscal Director for budget
authorization and funding allocation. Office supplies, and other items which are approved with a
blanket purchase order, will be ordered by the Fiscal Director or the Administrative Services Manager.
Once approved, the purchase order will be distributed to the vendor or the employee (if requested).
Invoices received for purchases with no prior authorization are subject to rejection without payment.
Invoices submitted for payment without receiving proper documentation (receipts, packing slips, etc.)
will be rejected for payment.
For additional information regarding thresholds, conflicts of interest, required documentation and
other details, see the Board's Procurement Policy at Attachment 21.
3. Identify (if applicable) the process to be used to procure training services that are made as
exceptions to the Individual Training Account(ITA) process.
Unless funding is limited, On-the-Job Training and Customized Training will be provided as the need
arises. If multiple requests are made,the submissions will be reviewed by Board staff and dollars will
be awarded to businesses representing key industries and demand occupations, as funding is
available.
4. Identify what system will be used to collect data, track and report local performance measures and
program activity.
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Staff uses the Employ Florida Marketplace (EFM)for collecting,tracking and reporting.
5. Describe system/mechanism that will be included for consumer reporting.
The Eligible Training Provider List (ETPL) is made available to One-Stop customers to encourage choice
in training selection and use of Individual Training Accounts. In addition to information about the
educational institution, the ETPL contains information on each program as follows: demand
occupation (from the current Targeted Occupations List) to which the program links, program length,
program cost, type of degree or certification, completion rates, employment rates and wage rates.
The information will be ample for a customer to understand the options available in choosing a
program of training services.
Performance information is updated annually. Training providers may be removed from the ETPL if
they no longer meet certain criteria to include appropriate licensure, submission of performance
information to the Florida Education and Training Placement Information Program (FETPIP) and
acceptable performance.
D. Oversight Plan
"The local board, in partnership with the Chief Elected Official,shall conduct oversight with respect to local
programs of youth activities authorized under Section 129, local employment and training activities
authorized under section 134,and the one-stop delivery system in the local area." [Sec. 117(d)(4)]
1. Identify the plan for conducting monitoring of sub-recipients(if applicable)
The Board conducts monitoring of all programs operated by subrecipients, as well as for programs
operated by Board staff at the One-Stop Centers. Monitoring will be conducted through computer
desk audits and on-site visits. Cases will be continuously monitored by Center staff utilizing a multiple
layer approach; peer reviews, supervisory review and a management review in accordance with the
contract and performance benchmarks. In addition, the Board's contracted monitoring consultant will
review accuracy of case management throughout the year. In addition to reviewing documentation in
case files (paper and electronic) staff will monitor the overall flow of services in the One-Stops,
compliance issues and customer satisfaction. As deemed necessary, Board staff and/or the contracted
monitoring consultant may require responses and corrective actions from staff. Committee member
involvement is noted below.
2. Address how the Local Workforce Investment Board shall be engaged in oversight activities (if
applicable)
The Board's Service Delivery Committee members review program performance and evaluate Center
operations including services, resource rooms and customer service. As noted above in Section A.7.
Describe any innovative initiatives or service delivery strategies, the Service Delivery Committee
members make site visits to Centers to evaluate services being provided. These "secret shoppers"
presented themselves as an employer, a new business interested in recruiting, a parent seeking
employment information for a youth, a job seeker, etc. Their assessments of the Centers included
customer service, wait time and resources available. Feedback was provided to the committee to
include positive experiences and opportunities for improvement. Suggestions were discussed and staff
followed up with changes,where needed.
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In addition the Board's Youth Council provide oversight to Youth programs. Youth Council members 0.64
provide input into Requests for Proposals, review proposals and recommend Youth program providers
to the Board. They review plans, activities and performance and provide guidance to Board staff and
subrecipients in developing youth program activities. The Youth Council maps community resources
that serve youth to identify duplication and gaps in service.
3. Describe evaluation tools used to assess effectiveness of services to customers and ensure
continuous improvement of the One-Stop delivery system, including local satisfaction surveys (if
applicable).
Board staff makes periodic visits to Centers to evaluate local day-to-day procedures and the level of
customer service being provided to jobseekers and employers. The Board's Customer Satisfaction
Manager distributes customer satisfaction surveys throughout the Centers. These surveys are geared
toward jobseekers(to include workshop attendees) and employers.
Surveys are collected and analyzed. Findings are reported to the One-Stop Leadership Team and the
Center Directors/Supervisors and discussed for possible improvements and positive staff recognition.
E. Partner Involvement
Pursuant to Florida law and policy,the funding of one-stop core services and intensive services is to be
determined by a local MOU between the one-stop partners, and no one partner is presumed to be the
sole source of funding for any of the core services. Additionally, using youth formula funds at the local
level is to fulfill the mandate of providing universal services through the network of One-Stop Career Amok
Centers. Providing services to youth ages 14-21 goes beyond the doors of the One-Stop Career
Centers through partnerships with schools, adult education centers, post-secondary education
providers, juvenile justice providers, community youth centers, health departments, and referrals
from a host of other organizations that provide workforce development related services.
1. Describe the relationship of the One-Stop Career Center with Job Corps and the manner in which
referrals are made.
Job Corps services are available at the One-Stops through a partner agency. Job Corps services are
integrated within the One-Stop system by ensuring that center staff is familiar with what Job Corps
has to offer. The partner agency provides Job Corps information to Center staff. After providing
basic information on the Job Corps program, center staff refers interested youth to the partner
agency for more detailed information and screening. The partner agency staff is knowledgeable
about workforce service programs and other resources available within the one-stop system and
refers youth to partners as deemed appropriate and necessary.
2. Describe partners'involvement and role in the one-stop system.
[Descriptions of Partners' can be found in the Design section (A) in question n#8]
The Southwest Florida Workforce Development Board, Inc. and its SwfIWORKS Centers are a small
part of the one-stop system. The partnerships, partner agencies and community organizations are
in place to promote and support the business and individual customer of the many communities
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that comprise Southwest Florida. Participating partners co-location varies from Center to Center
include but are not limited to:
• Florida Department of Children and Families
• Florida Department of Education's Division of Vocational Rehabilitation
• Department of Economic Opportunity(DEO)
• Goodwill Industries of Southwest Florida
• Senior Community Service Employment Program provider
• School District of Lee County(Adult Education activities).
• Early Learning Coalition of Southwest Florida
With the introduction of technology as the tool to serve customers of our traditional partners,
such as Vocational Rehabilitation, Re-Employment Assistance of DEO (formerly known as
Unemployment Compensation) and Department of Children and Families,the need for co-location
or physical proximity of partners is becoming more obsolete. Customers of the SwfIWORKS Center
are directed to apply and report information via web-based e-applications as the individual (or
family) needs dictate.
During each Center Orientation Workshop the services provided by "mandatory partners" is
outlined along with those partner services as available to the unique community surrounding the
Center. As needed, direct referrals on behalf of an individual is provided by Center staff. This
referral can be several methods of delivery— personally scheduling appointment utilizing sign-up
forms per agency, handwritten referral form (per agency guidelines), telephone contact and/or e-
mail to agency contact staff- which ever meets the immediacy of situation or is deemed the most
economical if not urgent. Those partners include, but are not limited to:
• Redlands Christian Migrant Association (RCMA), faith-based organization providing
after school programs to the rural areas surrounding and including Immokalee
• Catholic Charities handles refugee programs through an agreement with DCF. DCF
referrals to Centers indicate an individual as a refugee. Center staff coordinates
services with Catholic Charities to resolve barriers to employment and duplication
• Dress for Success of Southwest Florida: resources for free business/work clothing
• Community Coordinated Child Care: (CCC) Coordinates child care for program
participants in Hendry, Glades, Lee and Collier counties
• Early Learning Coalition of Southwest Florida of Southwest Florida of Heartland
Coordinates child care for program participants in Charlotte County.
• Hospice: Located in Immokalee center and available by referral, throughout the
Region
• Goodwill Industries of Southwest Florida
• AARP—Operates Senior Community Service Employment Program (SCSEP)
• Transportation Disadvantaged Board
• Cornerstone(Job Corps)
• Charlotte County Human Services
• 21st Century Community Learning Center Grant(Miracle Plus Grants)
• Small Business Development Center(SBDC)workshops at all One-Stop Centers/Offices
• Department of Business& Professional Regulations(DBPR)
• American Red Cross
• Empowerment Alliance staff located on site at the Immokalee Center
• Collier County School District/Immokalee Technical Center
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• Department of Education's Reemployment and Rehabilitation _— —T"— _ — —__
• The Homeless Coalitions
• C.A.R.E. (Center for Abuse and Rape Emergency, Inc.) in Charlotte County
• Shelter for Abused Women in Collier County
• Abuse, Counseling and Treatment, Inc. (ACT)shelter in Lee County
• A subsidiary of ACT in Glades and Hendry counties
• Community Alliances
• Promotora—healthcare services to rural Immokalee and surrounding areas
• Southwest Florida Works Centers provide services to youth aging out of foster care
Many of the individuals that come to our Centers are the harder-to- serve who need intensive
services of workshops and employment counseling or are the returning veteran, the "newly
unemployed/underemployed" (including older worker and other priority individuals) who need
assistance connecting with services. The partners noted above are tools for the Center staff and
individual to address and breakdown barriers to the self-sufficiency of employment.
The window of opportunity for those "breaking the cycle of dependency" of cash assistance and
/or food stamps through the Temporary Assistance for Needy Families (TANF) and the
Supplemental Nutrition and Assistance Program motivates individuals but requires the
coordination of the many services of our partners noted above. This can also be said for those
long-term unemployed individuals. The newly reduced time limits of economic support and the
media surrounding related situations have prompted individuals who define themselves as in need
of urgent/immediate services.
The recent drive of the Ticket to Work addresses the re-introduction of those with disabilities to
the sustainable employment. A designated Board staff along with designated Center staff provides
employment services with the reliance of the partners above and the partner agencies that
provide for specific disabilities. Those partners include, but are not limited to:
• Florida Relay Services
• Center for Independent Living of Gulf Coast
• Agency for Persons with Disabilities
• Goodwill Industries of Southwest Florida
• Senior Friendship Centers
• Lee Tran
• United Cerebral Palsy of SWFL
• Visually Impaired Persons of Southwest Florida
• Good Wheels
• Blind Association of Southwest Florida
• Deaf Services of Southwest Florida
• Epilepsy Services of Southwest Florida
One group of individuals receives unique sets of services is a victim of domestic abuse. The
partner agencies are listed above - but emergency relocation and related services involved in a
safety plan are described in detail in Special Populations Services of Question#30.
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3. Describe the partnership/involvement that the RWB will have or has with the Florida
Farmworker Jobs and Education Program (WIA Section 167 grantee) and how the local provider
for this program will be integrated into the one-stop system.
The Florida Farmworker Jobs and Education Program (FJEP) is operated by Collier County School
District through the Immokalee Technical Center. A cross-referral process insures that farm
workers receive all WIA services from the Southwest Florida Works Center and the FJEP. Services
are provided based on the Individual Employment Plan (IEP) which career managers on both ends
are able to coordinate, as needed. The FJEP representative recruits onsite at Southwest Florida
Works Center in Immokalee.
The draft of this Plan was provided to the Migrant Seasonal Farm Worker (MSFW) Outreach
Specialist with Collier County School District's Immokalee Technical Center. Collier County School
District serves as the local operator of the Florida Farmworker Jobs and Education Program. Their
Director of Post-secondary Education serves as the MSFW representative for our Board.
4. Describe the partnership/involvement that the RWB will have or has with faith-based and
community-based initiatives and how these entities will be integrated into the one-stop system.
The SwfIWORKS Centers continue to be venues for community organizations meetings. Our
Centers are equipped for conferencing by telephone and electronic communications. As national
and state agencies offer informational and/or training meetings via advanced technologies, the
Centers' meeting room(s) utilization has increased with partner meetings. Southwest Florida
region is vast and is equal in its land mass to the third smallest state in the nation. Thus, regional
meetings often utilize economically sound options of webinars, conference calling and other
technology—based services.
As the Centers are visited by faith-based and community-based partners, input about Center
services is Center directed. The knowledge of available, local partner services is kept current with
the increased use of Center. The partners provide informational flyers that are made available to
all in the common areas of the Centers. As well, Center brochures are provided to partners to
increase community support and participation.
Southwest Florida Works Center staff continues outreach efforts to their local community-based
organizations, faith-based organizations and other groups serving those from racial ethnic,
linguistic groups, older persons, individuals with disabilities, Migrant Seasonal Farm Workers,
refugees, participants who report domestic violence as well as low-income individuals, older
workers, homeless, ex-offenders and other hard-to-serve individuals such as those with limited
literacy and English speaking abilities as their communities and customer needs necessitate.
Many local faith based organizations provide their communities' translation services at the Center
and partner agencies as needed at no cost to the individual. Often these services lead to grass-
root outreach efforts by the organizations' members. With the assistance of their local community
and faith-based organizations, Center staff can help individuals be aware of available workforce
services and opportunities while determining the skills needed to succeed in the local workforce.
Priority will be given to recipients of public assistance and other low-income individuals.
The SwfIWORKS Centers in concert with its local faith-based and community-based partners
continue to provide workshops to encourage worksite appropriate behavior, communication and
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dress along with the elements of teamwork. The coordination of services and activities with these
groups is an effort of local partnerships to reduce duplication of services and utilize the talents of
these organizations. Often,the successful services provided via these local partnerships it used as
a best practice during the Leadership Meetings and methods of replication in other areas initiated.
Board staff will work with local leaders of our faith-based and community-based partners to
determine the greatest needs of the community when seeking grant funding. As appropriate,
Board staff will forward grant funding opportunities or work jointly with partners to secure grants
that benefit the community.
Outreach efforts to faith-based and community-based organizations continues to all whether they
are formalized relationships, such as Redlands Christian Migrant Association (RCMA) and Catholic
Charities; or, as interested parties for Boards announcements, as a providers of services ( Request
for Proposals,etc.).
The Board will take all necessary affirmative steps to assure that faith-based organizations are
used when possible. The key consideration in the selection of service providers is the
effectiveness of the organization in delivering of services. Special consideration will be given to
proposals submitted by community-based, faith-based organizations; however, this
consideration shall in no way prevent the Board from choosing other organizations to provide
services.
5. Describe local use of the Partners Meeting in aiding with the oversight and function of the local
one-stop system.
Meetings with partner agencies are held as needed and frequently by teleconferencing. As
partners are members of the Board, issues related to oversight of the one-stop system are also
discussed at Board meetings.
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Section II. Local Operational Plan
WAGNER-PEYSER
Wagner-Peyser is a labor exchange program that brings together individuals who are seeking employment
and employers who are seeking employees. The State shall administer a labor exchange that has the
capacity to assist job seekers to find employment;to assist employers in filling jobs; to facilitate the match
between job seekers and employers; to participate in a system for clearing labor between the States,
including the use of standardized classification systems issued by the Secretary of Labor under Section 15 of
the Act;and to meet the work test requirement of the State Unemployment Compensation system.
Self-services are available to all job seekers and employers. Services may be accessed from computer
workstations at One-Stop Career Centers and personal desktop computers through the Internet. In addition
to accessing information electronically, customers can choose to receive information in more traditional
forms such as printed material which will be available at One-Stop Career Centers. Attach a copy of the local
operating procedure for the following processes.
1. Describe how Section 7(a)of the WIA will be implemented in the local One-Stop Career Centers. The
description must include job search and placement services to job seekers, including counseling,
testing, occupational and labor market information, and referral to employers; recruitment services
and special technical services for employers, including on-site.employer visits; and One-Stop Career
Center plans for meeting the requirement of the basic labor exchange system, including a narrative
of how the local center will match job seekers and employers.
Employment and training functions/activities are provided on site, by referral and through Internet
connection. As indicated above, programmatic cross-training will be a continuous process in order to
offer a more integrated plan of service.
Labor market information will be provided verbally or in written format, depending on the employer or
job applicant's needs. Center staff uses statistics from DEO's Labor Market Services, as well as local
data, to guide employers and applicants during job search activities. Job seekers and businesses are
encouraged to use In-Context LMI which is available through the Employ Florida Marketplace. This
offers data on the number of job openings in any geographic area based on job seekers' skills, wages
and more. Individuals are also encouraged to use O*Net's OnLine to review specific occupational
requirements, expected salaries and trends. This tool is particularly helpful to individuals considering
relocation to other areas.
Job applicants visiting the Centers may use the Resource Rooms to perform their job search with
minimal assistance from staff or may take advantage of one-on-one interviews with staff. Special
applicant groups may need additional assistance. Individuals seeking employment will also be
encouraged to use Employ Florida for their job search activities. Center staff will match job seekers
and employers by thoroughly reviewing job orders,contacting qualified applicants, and referring them
for interviews. Placements will be verified through contact with the employer and will be
appropriately documented.
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Career Development Representatives (CDRs) will provide or coordinate the provision of testing and
assessments of under-skilled adult customers. This will increase appropriate referrals to employment. Aerk
Where current skills of an adult do not reflect the needs of high-growth, in-demand occupations, CDRs
will assess the need for training, basic skill upgrade activities, workshops, etc., in order to meet the
requirements of today's and tomorrow's employer needs. A career plan, in the form of an Individual
Employment Plan (IEP) or an Individual Development Plan (IDP) will be developed with the adult
customer, to assist in determining the best path to success. Through a cooperative agreement with
education, adults may be provided the Test for Adult Basic Education (TABE) through our local
educational partners. Our WIA Youth services provider administers the TABE on-site at the One-Stops.
Typing tests are offered at the Centers.
Through assessment and development of an IEP/IDP, staff will work with each customer to develop a
career pathway that is rigorous yet realistic for that individual. The IEP/IDP first considers the
individual's education, employment history, goals and needs (childcare, transportation and other
support services). Then, the CDR and the customer develop a plan to overcome barriers, utilize the
individual's strengths, and achieve short-term and long-term employment goals. As the customer
follows the plan,adjustments and modifications are made, as needed.
Employers frequently use conference rooms or other office space at the Southwest Florida Works
Centers for conducting job interviews. Center staff provides assistance with scheduling,screening and
testing. Center staff may provide recruitment assistance at the employer's place of business, if
deemed appropriate.
2. Notice of the strike or lockout is required for applicants who are referred to positions that are not
affected by the strike. Describe the One-Stop Career Centers' procedures to ensure that applicants
will not be referred to a job at a company that is on strike or lockout status for a particular position.
No job referrals shall be made on job orders which will aid directly or indirectly in the filling of a job
opening which is vacant because the former occupant is on strike, or is being locked out in the course
of a labor dispute, or the filling of which is otherwise an issue in a labor dispute involving a work
stoppage.
Written notification shall be provided to all job seekers referred to jobs not at issue in the labor
dispute that a labor dispute exists in the employing establishment and that the job to which the job
seeker is being referred is not at issue in the dispute.
3. The One-Stop Career Centers will not be prohibited from referring an applicant to the private
employment agency as long as the applicant is not charged a fee by the private agency in accordance
with the Wagner-Peyser Act, Section 13(b)(1). Describe the procedures to ensure that applicants
referred to private employment agencies will not be charged a fee.
The Southwest Florida Works Centers will not accept any job order from a company that charges the
applicant a fee to obtain the job.
Employers generally contract with private employment agencies for temporary services; therefore,
private employment agencies that charge the employer a fee and list a job in Employ Florida
Marketplace (EFM) are acceptable. The one-stop staff person who inputs or reviews a private
employment agency job order will assure that no fee is being charged to the job seeker and will
include the statement"Position offered by a no fee agency" in the job description of the job order."
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4. The One-Stop Career Centers may,from time-to-time,advertise in the newspaper for hard-to-fill
job openings which pay up to $50,000 per year as part of the overall economic development effort
of the State of Florida. For jobs above this level,the One-Stop Career Center will seek prior approval
in accordance with the Wagner-Peyser Act, Section 13(b)(2). Describe the procedures to ensure that
the One-Stop Career Center will seek prior approval from the DEO to advertise hard-to-fill job
openings which pay over$50,000 per year.
Per the Wagner-Peyser Act, no funds paid under the Act shall be used to advertise "in newspapers for
high paying jobs" without justification and prior approval. Center Directors/Supervisors may request
such approval through the Executive Director of the Board who will seek approval from the Director of
the Department of Economic Opportunity(DEO) prior to such advertisement.
5. Describe how counseling services (under Section 7(a)(1) and Section 8(b) in the WIA of 1998)will be
delivered to Wagner-Peyser program job seekers
Integration of services allows most of our Southwest Florida Works Center staff to provide career
guidance as needed. Staff provides group and individual career guidance, as well as assessment of
vocational interests,aptitude and training needs. DVOPs and LVERs are also active in counseling eligible
veteran applicants. Career guidance activities and plans are documented in Employ Florida.
Career guidance will be provided to job seekers on an individual basis per customer request or as
deemed necessary by Center staff. Group career guidance will be provided as appropriate to groups
with common elements. This may include groups such as youth, welfare transitioning customers and
Veterans. If other types of counseling e.g.financial counseling are deemed necessary, Center staff will
refer customers to partner agencies specializing in provision of these services.
The Florida Department of Education, Division of Vocational Rehabilitation (VR) is included in the
Memorandum of Understanding with One-Stop Partners. VR staff assists individuals with disabilities
who are determined eligible for vocational rehabilitation services. Services include evaluation,
counseling, guidance, developing job seeking skills, physical and psychological restoration, training,
rehabilitation engineering, assistance in securing equipment and licenses, job placement and follow-up
activities. Persons with disabilities are assisted by all staff in the Southwest Florida Works Centers.
Cross-referrals between Center staff and VR may occur in person or by telephone.
6. Identify the screening process for referrals to job openings on suppressed job orders, include a
narrative of how the local centers manage the Referrals Pending Review list
When an individual applies for a job opening with suppressed employer information through Employ
Florida Marketplace, the individual will receive a message that the One-Stop Center will contact them
within 72 hours. Staff will review the information and will refer the individual to the job, if qualified.
Staff accesses the Referrals Pending Review list on Employ Florida Marketplace daily and contacts
employers as needed.
A. Reemployment Services
1. Describe the reemployment services that will be provided to unemployment insurance claimants.
Include a narrative about how the region will serve the reemployment and training needs of:
• Priority Re-Employment Planning claimants
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- • Reemployment and Eligibility Assessment(if applicable)claimants
• " Long term unemployed,under employed and dislocated workers. Ask
Reengagement Initiative
In an effort to assist Reemployment Assistance/Unemployment Compensation (UC) recipients in their
job search efforts, a region-wide outreach effort was launched to inform individuals filing UC claims
after April 01, 2011 of services available through Employ Florida Marketplace (EFM) and the
Southwest Florida Works Centers. This outreach helps UC recipients comply with the work
registration requirement as authorized by the Florida Statute Title XXXI, Chapter 443.091
Unemployment Compensation/Reemployment Assistance.
Staff recommends all individuals currently receiving UC benefits be proactive and consider completing
the work registration process by registering for work in EFM, providing or establishing an email
address in EFM, creating and posting a résumé in EFM, and activating the Virtual Recruiter in EFM.
Claimants are informed that failure to comply after being contacted directly by our staff with the
requirements listed above may result in delayed payment and/or put unemployment benefits at risk.
Staff offers assistance to those that request it.
Benefits of the Reengagement Initiative:
• All UC applicants exposed to EFM
• Enhances pool of applicants to employers
• Permits EFM registrants an opportunity to be notified of job openings when entered into the
system through a virtual recruiter
• Assists UC recipients in documenting their job search
• Allows employers to peruse resume(s) of those individuals making their résumés available
• Registration can be accomplished through the internet or by visiting the center(which can be one-
on-one or workshop assistance)
• Individuals are made aware of other services available through the Center.
Following is the Southwest Florida Workforce Development Board, Inc. Reemployment Services (RES)
Plan. RES will be coordinated with all other services provided at the Southwest Florida Works Centers
and with other partners. Services in the Southwest Florida Works Centers are integrated and staff will
ensure that individuals receiving reemployment services have complete access to all Workforce
Investment Act (WIA) services. This will include referrals to training opportunities, as determined
necessary and appropriate by staff.
RES services will be categorized into components: RES Frontline (Walk-ins), RES Intensive and Priority
Reemployment Program (PREP).
Special attention will be given to the provision of reemployment services to claimants with disabilities.
Activities will be coordinated with the Region's Disability Program Navigator(DPN). The DPN will help
determine the special needs of claimants with disabilities. This may include determining reasonable
accommodations needed for employment and assistance in accessing services.
Staff will utilize the RES Tier Assessment Tool to separate claimants into categories and will utilize the
Tiers of Service Chart to determine reemployment service to be considered. These tiers include:
• Tier I—Job Ready Claimant
• Tier II—Claimant Needing Job Search Assistance
Asokk
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
Packet Page-2870-
9/25/2012 Item 16.F.1 .
• Tier III—Claimants Needing Skills Training or Skills Transferability Analysis
• Tier IV-Claimants Needing Assessments, Intensive Services,and Training
RES Frontline Walk-ins: Walk-in claimants and exhaustees will be assessed and provided appropriate
services based on the established tier.
RES Intensive customers: Claimants most likely to exhaust UC benefits will be assessed to identify job-
related strengths and weaknesses and determine the tier of services needed.
Priority Reemployment Planning(PREP): Centers receive a Priority Reemployment Planning(PREP) list
weekly which includes information on unemployment insurance claimants most likely to exhaust their
unemployment compensation benefits prior to securing employment. Claimants are contacted and
scheduled for a group PREP Orientation and workshop. PREP is schedule weekly. The group PREP
Orientation and workshop offer information on internet sites available for unassisted job search and
services available at the Center such as job search workshops, computer workshops, assessment,
individual counseling, job development and job referrals. Those selected for PREP will receive, at a
minimum, an assessment and orientation service. More intensive reemployment services are provided
as needed on a one-to-one basis.
Staff follows up with the attendees. Documentation is made in Employ Florida on individual files
indicating attendance and case notes, as necessary. This information is then available to any Center
staff to assist these individuals in securing services and employment. These reemployment efforts
help to reduce the duration of unemployment claims.
Staff will utilize the database of UI claimants on a timely basis to invite claimants into the local Center
to take advantage of available services. These UI claimants will be provided group sessions and
individual meetings. These individuals will be assessed to determine needs, interests and skill level.
Staff will assist these individuals in becoming quickly reattached to the workforce. Services offered
will include job preparation, employment workshops, provision of industry-specific labor market
information, occupational training and direct referral to employers.
Services at the Southwest Florida Works Centers are well integrated. Staff is either prepared to
directly assist claimants in accessing Workforce Investment Act (WIA), Welfare Transition (WT) and
other program services or will rapidly refer claimants to other staff specialized in these service areas.
Other Personnel Services (OPS) staff was hired with Wagner-Peyser funding to assist in serving the
increasing number of UI claimants in need of Reemployment Services. Along with others, these staff
will conduct group orientation and re-employment sessions. Testing and assessment will help to
identify individual employment needs of UI claimants and employment development plans may be
developed to help an individual prepare for employment and make better career decisions. Staff will
assist where necessary in eliminating barriers to employment through Center resources or those
available through partners.
Assistance may include provision of information on community resources, training opportunities,
employer demands and other pertinent labor market information. Workshops and individual
assistance will be provided in job search strategies, interviewing techniques, employment application
preparation and résumé writing. Staff will present information regarding training funds available
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
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9/25/2012 Item 16.F.1.
through-the _Workforce I_nvestment_Act-and an overview rrvlces available within the Center, -
Staff will refer qualified applicants to employers.
2. Describe how the RWB will use the scores obtained from the initial skills review (ISR) to
provide employment and training services to Reemployment Assistance claimants.
Staff shall review the Initial Skills Review (ISR) results displayed on the Employ Florida Marketplace
(EFM)Other Assessments screen.
If the Reemployment Assistance/Unemployment Compensation (UC) claimants individual's ISR results
indicate a score of four (4) or greater, the recommended re-employment plan shall be for the
individual to continue with his/or her a job search activities using Employ Florida Marketplace (EFM),
as well as other appropriate job search processes as deemed appropriate by the individual. The UC
claimants ISR re-employment plan shall be recorded in the individual's EFM case notes.
If the UC claimant's ISR results indicate a score of three (3) or less, staff will recommend the individual
contact the local school district to access Adult & Community Education services, and continue to job
search as required. Staff shall contact the individual in writing via the customer email address
provided in the EFM registration process and suggest it may be beneficial for him /or her to contact
the local school district to access Adult Education services. Contact information for the local school
district's Adult & Community Education program shall be provided with the written contact. The UC
claimant's ISR re-employment plan and customer contact shall be recorded in the individual's EFM
case notes.
oosok
3. Describe how the RWB will administer the unemployment insurance work test and how feedback
requirements(under Sec. 7(a) (3)(F) of the Wagner-Peyser Act)for all Unemployment Compensation
claimants are met.
The Southwest Florida Works Centers provide assistance to Reemployment Assistance/unemployment
insurance claimants in finding employment through job referrals and job development. Information
regarding a job applicant's refusal to accept a referral to a job, refusal to accept employment, failure
to report for an interview or failure to report as directed for reemployment services are documented
and reported electronically to the Division of Unemployment Compensation.
4. Describe how the RWB plans to serve claimants seeking to fulfill the weekly work search
requirement by meeting with One-Stop Career Center staff.
In order to assist claimants seeking to fulfill the weekly work search requirement by meeting with
One-Stop Career Center staff, the Center staff will provide a viable service and remind the claimant of
their responsibility to report manually via the Division of Unemployment Compensation website the
date of the visit, location, staff spoken with and services received.
B. Rapid Response
The rapid response unit is the State's central point for identifying layoffs and plant closings. This includes
receiving the Worker Adjustment Retraining Notification notices from employers as required by federal
law. Key strategies in Florida's system are to provide occupational information and skills training to
include incumbent workers who are at risk of losing their jobs and to provide immediate reemployment
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
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9/25/2012 Item 16.F.1 .
assistance_for_dislocated workers These efforts r_e intended to_enahle_workers_to make thetransition to new employment as quickly as possible and to lessen the period of unemployment,thereby decreasing the
need for unemployment compensation and other supportive service benefits for workers.
1. Describe and attach a copy of the local operating procedures for the following Rapid Response
activities.
Arranging On-site Employer/Employee Visits and Informational Sessions: Upon receipt of a Worker
Adjustment and Retraining Notification (WARN) or upon learning of a dislocation event, contact is
made with the employer and an initial visit is scheduled with a manager, owner, human resources or
other representative for the employer. Employers not meeting the requirements of WARN may also
be offered information sessions. During the initial visit, Board staff and/or Center staff explain what
assistance and services can be made available and then schedule informational sessions for
employees. Typically, multiple information sessions are scheduled at the convenience of the
dislocated workers and are held at the employer's site. Information can be coordinated at other
locations if requested.
Developing Rapid Response Visit Rreports: On-site Rapid Response Visit Reports are prepared
indicating the progress of events related to rapid response activities. These reports are forwarded to
the State Reemployment and Emergency Assistance Coordination Team (REACT). For dislocation
events where a WARN is not required, staff may forward an Expeditious Response Report.
Administering Dislocated Worker Transitional Reemployment Services Surveys: Dislocated Worker
Transitional Reemployment Services Surveys are provided either at the initial visit or during the
information sessions. Each employee is encouraged to complete a survey. Information from the
individual employee surveys is compiled and entered onto the Service Implementation Plan.
Information is assessed and used to determine the needs of the employees.
Developing Event Response Plans: Each of Region 24's five One-Stops has a designated Rapid
Response Team, which serves that geographic area. A Rapid Response Team consists of
representatives with knowledge in specific areas. Representatives may include:
• Center staff knowledgeable in WIA Dislocated Worker services, Reemployment
Assistance/Unemployment Compensation benefits, labor exchange and One-Stop Center
resources
• Economic development office representative
• Consumer credit counseling staff
• Center Director/Supervisor
• Board staff representative
The Team will prepare a plan of action and respond with services to enable dislocated workers to
transition to new employment as quickly as possible. The plan will include services and activities
appropriate for the specific event. These services include:
• On-site contact with the employer;
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Southwest Florida Workforce Development Board,Inc.
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9/25/2012 Item 16.F.1.
• Survey of affected workers to determine specific reemployment service needs;
• Provision of information on Reemployment Assistance/unemployment compensation benefits,
comprehensive One-Stop system services, current business trends and opportunities, financial
counseling, and employment and training activities, including information on Trade Adjustment
Assistance(TAA);
• Provision of guidance and/or financial assistance in establishing a labor-management committee
voluntarily agreed to by labor and management, or a workforce transition committee comprised
of representatives of the employer,the affected workers,and the local community;and
• Provision of emergency assistance adapted to the particular closing, layoff or disaster.
Plans are responsive to the needs expressed in the employee surveys and may include: testing and
assessment to determine job interests and skills, money management/financial counseling,
workshops on interviewing skills, filling out applications and résumé writing, classroom training and
job placement assistance.
Coordinating Reemployment Services with One-Stop Career Centers: After the information sessions
most activities will take place at Centers. Center staff is made aware of the mass layoff or closure so
that they may anticipate and prepare for the arrival of the dislocated workers at the Center. The
dislocated workers will have access to resource rooms, workshops, and staff to assist them in
completing their work search activities.
Reporting the Employment Situation of State Employees: Reporting the employment situation of
State employees is a State Central office function. However, basic processes and local re-employment
assistance applies when workers are dislocated. Previously, Regions received Quarterly Transitional
Assistance Reports for affected State of Florida employees. These spreadsheets listed contact
information of the affected employees. Board staff forwarded the names and contact information to
the appropriate Career Director/Supervisor. Although these lists are no longer being distributed to
Regions, Center staff still contacts affected State employees, offering the services of the One-Stop. All
follow-up contacts with the employees are documented.
Local Rapid Response Performance Measures and Goals: This is a State Central Office function.
However, we anticipate utilizing the negotiated performance goals related to Dislocated Workers.
Rapid Response Dislocated Worker Unit Staffing: The Planning and Grants Division Director is the
designated Board staff liaison for Rapid Response activities in Region 24. Each Center
Director/Supervisor has a designated Rapid Response Team to lead activities. Provision of services will
be the responsibility of all Center staff and partners.
Public awareness: If Board or Center staff are aware of a mass layoff or plant closure for which a
WARN has not yet been filed, Board staff will notify DEO's State Reemployment and Emergency
Assistance Coordination Team (REACT) of activities taking place at the local level.
Employees are generally encouraged to continue their employment with the current employer until
the layoff date. However, if the employer is interested, Center staff will notify other employers with
Amok
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
Packet Page-2874-
9/25/2012 Item 16.F.1.
jobs openings oLthe-upcor ni.ng-.I.ayoff.-The_team-may_assist:the employer.Jn_holding_.a job fair either at
the employer's site or at the One-Stop.
Submission of Monthly Reports that include:
• Dislocated Events
• Affected Workers
• Rapid Response Visits
• Worker Survey Completed
Reports are submitted as events occur. Information provided may include Rapid Response On-Site
Visit Reports, Expeditious Response Reports, Service Implementation Plans with summary of
Dislocated Worker Transitional Reemployment Services Surveys and any additional pertinent
information to explain activities and services provided.
Region 24 operates under the appropriate State and Federal guidelines and has no local operating
procedures for rapid response activities other than those outlined here.
2. Describe the process used to ensure that rapid response assistance and appropriate core and
intensive services as described in Section 134 of the WIA are made available to all dislocated
workers,including for those whom a petition for TAA has been filed.
Individuals with certification as workers adversely affected by foreign trade are made aware of the
services available to them though the One-Stop. Rapid response activities are provided by the Center
in the area in which the workers were laid off. Core and Intensive services are offered in the Centers
closest to the worker's residence.
C. Business Services
Business partnerships are essential to training Florida's workforce to meet the current and future needs of
diverse business sectors. The workforce system has successfully partnered with business and industry.
Current employer penetration data indicate a tremendous opportunity exists to develop additional
business partnerships. Both business and workforce have a vested interest in partnering. Ease of access to
Florida's workforce services via the Employ Florida Marketplace is just a start. Provide a description of the
processes for implementing the following business services strategies in the region. Attach a copy of the
local operating procedures for the following processes:
1. How the region will aggressively market/communicate, internally and externally, the workforce
business value proposition to significantly increase awareness and stimulate workforce system
usage(including the Employ Florida Marketplace)
The Communications and Public Awareness Division will work with Center staff to market the
workforce system, the Southwest Florida Works Centers and use of Employ Florida Marketplace to
businesses, business organizations, educational facilities and the community. Board and Center staff
will take the opportunity to meet one on one with businesses, speak at community functions and offer
presentations to community and professional groups. Articles will be submitted for publication in
newspapers, magazines, and newsletters for local associations and chambers of commerce. Staff will
host business-focused workshops and seminars.
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
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9/25/2012 Item 16.F.1.
_Promotional--and-marketing information and items used-include—workshop-calendar-s^, employer-
seminar calendars, special events advertisements,posters,fryers,newspaper ads, radio and television
promotions, Public Service Announcements (PSAs) and web site pages. Handouts and promotional
materials drive business and jobseeker customers to our www.swflworks.org website and to Employ
Florida Marketplace (EFM) at www.employflorida.com. Social Media tools such as Facebook, Linkedln
and Twitter are in the early stages of transitioning from a social media to professional recruitment and
job search mediums.
Region 24 operates under the appropriate State and Federal guidelines and has no local operating
procedures for Business Services other than those outlined here.
2. How employer services will be delivered/conducted to employers(including agricultural employers),
such as employer visits to obtain job orders for veterans, MSFWs,and other job seekers
Employer services are coordinated throughout the Southwest Florida Works Centers. Each Center
will be encouraged, but not required,to establish a Business Services Centers, although it may not be
located within a specific physical location within that Center. These units will address the diverse
needs of area employers. The mission of these Business Services Centers is to enhance regional and
local economic development by facilitating the matching of available employment and training
opportunities for employers and job seekers. Business Services Centers may, although not required,
create a Business Advisory Committee to provide guidance and direction.
Employer services are delivered by all One-Stop staff. Staff working in the Business Services Center
and the Resource Rooms will make a greater connection between individual customers and the
business community.
On behalf of special applicant pools, additional contact is made to businesses to secure employment
opportunities. Although any Center staff might make contact with an employer for a specific
applicant,the Disabled Veterans Outreach Program (DVOP) staff and the Local Veterans Employment
Representative (LVER) frequently make outreach visits in order to obtain job orders for Veteran
applicants. The Migrant and Seasonal Farm Workers (MSFWs) Outreach Specialist makes contacts
specifically for MSFWs.
Business customers are invited to use the Business Center or other office space for mass recruitment
purposes or to conduct interviews on a smaller scale. Employers are assisted in using Employ Florida
to list job openings and review applicant information/resumes.
3. Describe the process the One-Stop Career Center uses in conducting recruiting agreements and job
fairs.
Rather than sole sponsorship,Job Fairs are coordinated through a consortium of community partners
which include area educational instructions, other social service providers and private business. This
consortium will come together approximately three months prior to the scheduled event to decide
date, time, and location and assign sub-committee tasks such as advertising and marketing. Area
businesses sign up for space at a designated event, where they will conduct pre-employment
screening interview and distribute company information. The local DEO staff registers job seekers
and process job orders prior and up to and including the day of the events. Job Fair evaluation forms
are distributed to solicit feedback from businesses and post event follow-up is conducted when
Ask
appropriate.
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
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9/25/2012 Item 16.F.1 .
During large rapid response activities and at the employer's discretion, staff and partners will
coordinate job fairs on the employer's site or at the Career Center to facilitate transition of
employees into new employment.
Recruiting agreements are discussed with new employers. Many employers schedule interviews at
the Southwest Florida Works Centers but with Internet and e-mail, most employers choose to use
electronic means to secure résumés and applications. This makes it unnecessary to have walk-in
jobseekers go to the One-Stop Center for prescreening and subsequent referral to the employer as
job openings arise. If an employer wishes to establish a recruiting agreement with a Center,a written
agreement will be prepared outlining the responsibilities of each party. Recruiting activities will
typically be initiated by staff in the Business Services Center, the Resource Room or by Business
Development Division staff.
4. How the region will identify and evaluate the most effective local Business Services team.
Board staff, to include the Business Development Division, meets with the Career
Director/Supervisors to assist in plan development and to evaluate progress. The Board's Customer
Satisfaction Manager makes periodic visits to Centers to evaluate the level of customer service being
provided to businesses and to evaluate local day-to-day procedures. Surveys completed by
employers are analyzed and reports generated to evaluate business services. Board members
receive periodic reports which gauge performance in various ways in order to best represent the
quality of services being provided.
5. How the region will institutionalize and replicate proven outreach tactics, core processes and
performance matrices
As new tools are developed for job seekers and businesses, we will ensure staff buy-in by
coordinating workshops or focus groups. Information will be delivered by subject matter experts to
staff to ensure staff hears and understands what customers want/need to better serve them.
PowerPoint presentations and other materials developed will be housed on our Intranet (NicNet) for
staff use.
6. How the region will expand outreach and availability of the following value-added, business-focused
training programs: Incumbent Worker Training; Quick Response Training; Employed Worker
Training;and Trade Adjustment Assistance.
While performing outreach to employers, the Business Development Division staff and Center staff
inform businesses of the opportunity to take part in Incumbent Worker Training (IWT) and Quick
Response Training(QRT) directly through the State office. Contact information to include the IWT and
QRT websites will be given to employers that are interested in these programs for their employees.
Region 24 will continue to market the Employed Worker Training (EWT) program for in-demand
industries and occupations but it is not anticipated that formula funding will be used for EWT. When
appropriate, the Businesses Development Division will process EWT requests and applications. Only
high-priority training that the employer would not be able to fund without the EWT program will be
considered. The local economic development offices are also well-versed in these programs and
present this information to the businesses they contact.
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Southwest Florida Workforce Development Board,Inc.
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9/25/2012 Item 16.F.1 .
Staff will explain what assistance and services can be made available if a Trade Adjustment Assistance
(TAA) dislocation event were to occur. Atok,
• In partnership with economic development organizations, how will the region build on existing
or establish local, industry-specific workforce business consortiums
The Business Development Division works with local economic development offices on
entrepreneurial events. Although not industry-specific, these meet the needs of our community
as a great number of employers in Southwest Florida are small businesses.
Representatives of our local economic development organizations participate in industry-specific
focus groups and surveys conducted by the Southwest Florida Workforce Development Board,
Inc.
Staff will continue to participate in economic gardening activities and initiatives such as Project
Innovation with our economic development partners in determining emerging occupations and
employment needs.
Region 24 partners with local economic development offices and our Alliance of Educational
Leaders to host Summits. The primary focus has been to align educational programs with the
needs and emerging needs of business.
Staff will continue to attend other industry-specific events to include those with the
manufacturing associations. This group meets three times per year to brainstorm such areas as
training needs of businesses in specialty niches in the manufacturing industry.
7. How the region will prioritize target industry clusters by One-Stop Career Center;
Enterprise Florida currently lists the following industries as its target industry clusters:
• Cleantech
• Life Sciences
• Infotech
• Aviation &Aerospace
• Logistics & Distribution
• Defense & Homeland Security
• Financial/Professional Services
• Strategic Areas of Emphasis–Manufacturing, Corporate Headquarters and Emerging Technologies
Region 24 will use this information along with data reflective of locally identified demands to prioritize
targeted industry clusters for this area. This will include working with the local economic
development offices, local businesses and Board committees to determine greatest needs for our
area. Information will be used to guide use of training dollars and areas of interest for seeking future
grant funding.
8. How the region will provide a platform for creation or technical input of industry specific training
programs—leverage expertise of strategic partners(Education,Training Providers)
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
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9/25/2012 Item 16.F.1 .
Region, 24 uses its_lrogram_and Planning_Cummittee, which includes members;.of local economic._- _
development offices and industry leaders, to monitor industry trends and emerging industries. If a
specific training need is identified, a planning meeting is scheduled to focus on creating or delivering
the particular component. The Region relies on its partnership with the Alliance of Educational
Leaders, comprised of all the k-20 educational CEOs, to bring the appropriate individuals/experts to
the table. If the training is outside the realm of the technical schools, community college or 4 year
institutions,then the suitable provider(s)are involved.
In accordance with the Career and Professional Education Act, Region 24 continues to work with local
education in developing strategic plans to address workforce needs and to identify appropriate
industry certifications.
9. How the region will institutionalize local, regional and statewide "voice of the customer" business
forums to keep abreast of current and emerging workforce needs (e.g., through Employ Florida
Banner Centers and other similar business-led initiatives)
Region 24 has partnered with the local economic development offices and the Alliance of Educational
Leaders to host Summits. The primary focus has been to align educational programs with the needs
and emerging needs of business. Annually, the regional leaders from workforce, education and
economic development have come together to discuss trends and goals to ensure that resources are
leveraged and that there is shared knowledge and understanding of customer needs and directions.
Additionally, these same leaders join over 300 political and community leaders in December of each
year to identify area priorities and solutions with the regional Legislative delegation.
Throughout the Region, staff is involved in the local Human Resource Management Associations
(HRMAs).
The Program & Planning Committee has initiated healthcare industry focus groups and related surveys
to identify possible gaps in training. Business representatives attended county-wide meetings giving
valuable input. Local educators attended to listen to employers' issues. Subsequent "work"meeting
for the educators which included a few business partners. As a result, two of the Board's committees
(Program & Planning Committee and Service Delivery Committee) met to move forward with action
plans for some of the issues identified. Reports and results will be shared with stakeholders to include
businesses, educators and economic development partners. Follow-up meetings included a workforce
panel on the internship initiative. Focus groups for other industries are will utilize the information
gained from the Healthcare Industry Focus Groups.
10. How the region will increase workforce awareness via visibility at target industry specific events
Region 24 will continue to be involved in industry-specific events presented by local chambers of
commerce and economic development offices. This will include staff participation in initiatives with
professional organizations such as Bio-Florida and Southwest Florida Regional Technology Partnership
to promote the emergence of high skill/high wage jobs.
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Southwest Florida Workforce Development Board,Inc.
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9/25/2012 Item 16.F.1 .
U. Showcase_successful workforce/business partnerships at Focal-_ergonomic development business
events. _.
Three of our local economic development boards have representation on our Board and participate in
Committee meetings and strategic planning. The Communications and Public Awareness Division will
provide articles to business associations, chambers and economic development offices for inclusion in
newsletters.
Staff of the Board and of the Southwest Florida Works Centers has provided Employ Florida
Marketplace training and information at economic development meetings and events. Staff has
presented information at local economic development events regarding new structure/reorganization
of the Southwest Florida Works Centers. The Board has also sponsored workforce studies and
business recognition events presented by economic development office.
As noted above, staff will continue successful partnerships in employment-related professional
organizations such as Bio-Florida and Southwest Florida Regional Technology Partnership.
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
Packet Page-2880-
9/25/2012 Item 16.F.1 .
_ Migrant-and Seasonal f-a-- t -- ers VISTA NI
Outreach and Services
Review required for significant MSFW One-Stop Career Centers
The Wagner-Peyser Act contains specific requirements for services to MSFWs as outlined in 20 Code of
Federal Regulations (CFR), Part 651, 653 and 658 Services for MSFWs. These regulations require each
significant MSFW One-Stop Career Center to develop an Outreach Plan designed to contact MSFWs not
reached by usual One-Stop Career Center intake. The Outreach Plan should reflect the policies contained in 20
CFR, Part 653,Subpart 3,Section 653.107 and its specific guidelines for completing the Outreach Plan.
Significant bilingual One-Stop Career Centers:
• Belle Glade One-Stop Career Center—RWB 21
• Bradenton One-Stop Career Center—RWB 18
• Port Saint Lucie One-Stop Career Center—RWB 20
• Homestead One-Stop Career Center—RWB 23
• Immokalee One-Stop Career Center—RWB 24
• Plant City One-Stop Career Center—RWB 15
• Quincy One-Stop Career Center—RWB 5
• Sebring/Wauchula One-Stop Career Centers—RWB 19
• Winter Haven One-Stop Career Center—RWB 17
MSFW Outreach
Using the format found here: http://www.floridajobs.ora/PDGILPI's/MSFWOutreachPlan, please develop
the MSFW Outreach Plan. If the region has local operating procedures for serving MSFWs, please provide a
copy to the attachment section of the plan. Each MSFW outreach specialist is required to have a minimum of
five "quality" contacts of MSFWs per staff day. A quality contact is defined as a contact with an MSFW where a
reportable supportive service is provided and documented with the MSFW's name and social security number.
The requirement of five MSFW contacts per staff day applies only to the MSFW outreach specialists and not to
other staff resources utilized.
A. Describe the process for providing the required services and activities, such as outreach to the MSFWs,
Agricultural Employers,and employer job orders.Also provide the following:
1. Assessment of Needs must include a review of the agricultural and MSFW activity in the area and an
assessment of the challenges/barriers faced by the MSFWs.
Immokalee is included in the South Central Rural Area of Critical Economic Concern (RACEC), which is
considered an economically distressed rural community. This area struggles with issues of low per
capita personal income, high unemployment rate, persistent poverty level, trailing educational
attainment level and high number of people for whom English is a second language. The area served
by the Immokalee One-Stop Career Center includes a significant number of MSFWs which fluctuates in
density of MSFWs depending on seasonal activity from a minimum of 5,000 to an excess of 15,000.
During the past year the level of agricultural activity decreased by 10% - 20%. It is anticipated that
activity will stay the same or show a slight decrease over the next year.
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Southwest Florida Workforce Development Board,Inc.
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9/25/2012 Item 16.F.1 .
Res urce rn __r g�J d by MfISFW:s_=inctutie io#r-reterra opt rtiv = s rvi .such mss_
transportation. Employers need job applicants. Agricultural employers' needs may also include Aallk
assistance with preparing I-9s.
Region 24 operates under the appropriate State and Federal guidelines and has no local operating
procedures for MSFWs other than those outlined here.
2. Assessment of Available One-Stop and Partner Resources
The One-Stop is able to refer MSFWs to agricultural and other job orders and provide core services,
intensive services and training opportunities.Staff provides 1-9 assistance when requested.
3. Proposed Outreach Activities shall be designed to meet the needs determined in subpart a. of this
section and shall include the tools to be used to conduct outreach activities.
The MSFW Outreach Specialist contacts MSFWs according to the final guidance on Wagner-Peyser(W-
P) Migrant Seasonal Farm Worker Registration and Agricultural Employer Services Procedures.
MSFWs who are unemployed and/or seeking new jobs are visited at their working, living or gathering
areas. The MSFW Outreach Specialist is bilingual in Spanish, the language most often used in the
Immokalee MSFW population. The Specialist explains services available through the One-Stop Center,
employment opportunities, the complaint procedures, farm workers' rights, and other organizations
serving MSFWs in the area. MSFWs are encouraged to visit the One-Stop center for a full range of
services.
The MSFW Outreach Specialist in Immokalee completes the Log of Daily Outreach Activities. This log is moitik
the documentation of organizations visited, MSFWs contacted and services referred to or provided.
Under the supervision of the Center Supervisor, the MSFW Outreach Specialist prepares an MSFW
Outreach Plan annually. The plan projects activities, contacts and estimated hours. The plan includes
a focus on Farm Workers and a focus on Employers. The focus on farm workers includes visits to
organizations, stores or other areas where they live, work and congregate. The focus on employers
affirms the commitment to promoting the hiring of MSFWs in non-agricultural businesses.
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Southwest Florida Workforce Development Board,Inc.
October 1,2012
Packet Page-2882-
9/25/2012 Item 16.F.1.
4. Complete the MSFW Outreach Plan ,. - Y_ _e
MSFW Outreach Plan—July 2012-June 2013
ACTIVITY July Aug Sept Oct Nov Dec, Jana Feb,: March April May June
FOCUS ON FARMWORKERS
Visits to MSFWs at labor camps,
work sites,gathering areas,etc. 47 88 107 128 148 138 141 131 144 144 113 103
Presentations to groups of
MSFWs(migrant education/Head
Start parent meetings,ESL
classes,churches,etc.)
Visits to staff/staff meetings at
organizations which serve
MSFWs 8 8 8 8 8 8 8 8 8 8 8 8
Attending MSFW interagency
"councils" 1 1 1 1 1 1 1 1 1 1 1 1
Regular outstation visiting/intake
2 2 2 2 2 2 2
Other MSFW outreach activities*
16 8
FOCUS ON EMPLOYERS TO
PROMOTE HIRING MSFWs
Visits to agricultural businesses
2 2 5 6 6 6 6 6 5 2 2 2
Visits to non-agricultural
businesses 2 3 3 3 3 3 3 2
Presentations to meetings/groups
of employers 2 2 2 2 2 2 2 2 2
Other employer focused activities
to promote hiring MSFWs 2 2 2 2 2 2
Estimated outreach hours in
month 58 105 144 150 170 160 165 155 172 161 126 114
Estimated number of MSFW
outreach contacts^by month 50 80 150 160 160 168 168 160 168 168 168 150
*Job fairs,festivals and other unscheduled special events
^Outreach Contact estimates are the number of potential MSFWs spoken to through/during outreach; not estimated number of
registered MSFWs.
Estimated total outreach time for the 12 months: 1680
Estimated total outreach contacts for the 12 months: 1750
Number of individual staff estimated to participate in outreach for the 12 months: 1
Estimated number of: Ag Job Orders: 54 Ag Positions:5038 Ag Positions Filled: 4033
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9/25/2012 Item 16.F.1.
5 Affirmative Action Plan
Region 24 has not been required to submit an Affirmative Action Plan for the Immokalee office.
6. Bilingual Office Plan.
The MSFW Outreach Specialist is bilingual English/Spanish and relates well to the community. Most
One Stop staff members in Immokalee are bilingual English/Spanish and very experienced in assisting
the MSFW population with their employment needs. Although not noted as a significant MSFW
population, currently one staff person is bilingual English/Creole. Forms and informational notices are
available in English/Spanish/Creole.
Region 24's Procedures Manual for the Centers includes a list of bilingual staff and specifies that
persons with limited proficiency in English language will be provided appropriate assistance and
reasonable accommodations necessary to afford such persons equal opportunity to access and benefit
from the services and programs administered by the One Stops. If needed, assistance for persons with
limited proficiency in English may also include arranging for or contracting interpreters. The
Procedures Manual also includes the following:
Assistance for persons with limited proficiency in English may include:
a.) Hiring bilingual staff
b.) Hiring staff interpreters
c.) Using volunteer staff interpreters
d.) Arranging volunteer community interpreters
e.) Contracting outside interpreter-services
f.) Telephone interpreter services such as the AT&T Language Line
B. Describe the process for meeting the Equity Ratio Indicators and Minimum Service Level Indicators.
Equity Ratio Indicators:
• Referred to employment
• Referred to supportive services
• Received staff assisted services
• Job development contacts
• Career Guidance
Minimum Service Level Indicators
• Placed in a job
• Placed$0.50 above minimum wage
• Place in long-term non-agricultural job
Region 24 strives to serve farm workers with the same equity of services as provided to non-farm workers.
The Equity measures established are referred to jobs, provided some service, referred to supportive
services, counseled, and provided job development. The minimum service level is MSFWs placed at fifty
cents above minimum wage in non-agricultural jobs lasting over 150 days. Staff ensures that MSFWs
receive the assistance and services necessary to secure employment.
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9/25/2012 Item 16.F.1.
-_ Tr=ade-Adjustment_Atsi_stance fTAA) -:
A. The State Workforce Agency is required to ensure that effective strategies are utilized to help trade-
affected workers obtain new employment. It is essential that the RWBs move trade-affected workers into
new jobs as quickly and effectively as possible so that they continue to be productive members of the
workforce. To this end, the intervention strategies used for program benefits and services will be aimed
toward rapid, suitable, and long-term reemployment for adversely affected workers. Under the Trade Act,
the RWBs must:
• Increase the focus on early intervention, upfront assessment and reemployment
services for adversely affected workers;
• Use One-Stop Career Centers as the main point of participant intake and delivery
of benefits and services;and
• Maintain fiscal integrity and promote performance accountability.
1. Describe local procedures to ensure timely response to trade-affected dislocations,
including coordination with Rapid Response, provision of technical assistance for the filing of
Petitions,and conducting TAA Information sessions to affected workers.
When the REACT Central Office forwards information of a trade-affected dislocation to the Board's
Executive Director and the designated Board staff liaison for Rapid Response activities, the liaison
contacts the Center Director/Supervisor as soon as possible to begin coordinating activities for the
employees. The employer is contacted and the process of providing information and services, as
indicated above, is initiated. Extra attention is paid to services and funding opportunities exclusive to
the TAA program.
If a potential trade-affected layoff is discovered by local workforce staff through a local source i.e.
employer, employees or media,the liaison will respond as above and will forward as much information
as possible to the REACT Central office.
During the initial contact with an employer regarding any layoffs, workforce staff inquires about the
possibility of trade-affected workers. Staff then provides Information on petition filing and provides
technical assistance as needed.
2. Describe local procedures to ensure that trade-affected workers receive a timely
comprehensive assessment for all TAA services and benefits for which they qualify.
TAA program staff is knowledgeable of the time limits regarding TAA programs and work with trade-
affected workers quickly to allow the best possible benefit to the individual.
The Regional Rapid Response Coordinator or other workforce staff will make contact with the
employer as soon as a layoff situation is discovered. Information sessions for the trade-affected
workers are coordinated with the employer, typically at the worksite. Workforce staff explains who
may file a petition. The information sessions cover available services, placing emphasis on timelines
for TAA services and benefits available to trade-affected workers. Each worker is assessed for TAA
services and benefits for which they might qualify. The TAA Coordinator will conduct follow-up with
the trade-affected worker throughout the entire process to ensure services are provided in a timely
manner.
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3. Describe coordination with the Wagner Peyser and/or WIA programs to provide joint case '
management services to trade-affected workers who are co-enrolled. Note: Core and Intensive
services including training should be properly reflected by the respective program(s) in the state
management information system (EFM) for which the worker is enrolled. Also, TAA funds will be
used first for eligible trade-affected workers,when available.
TAA program staff coordinates activities with other Wagner-Peyser and WIA Center staff and
programs, particularly for those who are co-enrolled, to provide the job search and case management
services for the TAA-affected worker. All activities are appropriately entered into EFM. TAA program
staff is familiar with DEO staff at the state level and contact them for assistance and guidance. TAA
funds will be used first for eligible trade-affected workers before Workforce Investment Act (WIA)
funds.
4. Describe the process for ensuring that eligible trade-affected workers receive approval for training
based on the (6) program criteria. Approval of training should be based on the allowable training
types: Occupation Skills,Customized,On-the-Job,Remedial,and Prerequisite.
Career Center staff will confirm if trade affected workers are certified eligible for TAA training dollars
and if not for local WIA funding for training. If a trade-affected worker is eligible for TAA training
dollars, local WIA dollars may still be used to provide support services that cannot be provided with
TAA funding, if necessary and if available.
Center staff will consider the following factors when determining appropriate use of WIA funds for
training for trade-affected workers:
• there is no suitable employment(which may include technical and professional
employment) available for an adversely affected worker
• the worker would benefit from appropriate training
• there is a reasonable expectation of employment following completion of such
training,
• training is reasonably available to the worker
• the worker is qualified to undertake and complete such training, and
• such training is suitable for the worker and available at a reasonable cost
B. Performance Measures and Goals
Based on petitions certified within a regional workforce board area, the region must provide information
regarding the number of petitions certified and the percentage of the trade-affected workers enrolled in
the TAA program. This information will be calculated based on the total number of workers identified by
the company versus the number of individuals who actually received a TAA reportable service. Specifically, Akw
those reportable services include (1) training, (2) waiver of training requirements (3) job search and (4)
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relocation allowances where training'funds are utilized.These services not only allow the program to meet
certain performance measure goals but give a basis for ensuring that we are concentrating on expending
the training funds for which the United States Department of Labor has allocated to the State of Florida.
1. What plan of action will be implemented within your RWB to capture the number of petitions
certified, total number of potential workers covered and percentage of those workers enrolled in
the TM program?
Eligible trade-affected workers served in Region 24 generally are from other states and are handled on
a one-one-one basis. Department of Economic Opportunity staff in the One-Stop Centers assists
individuals with the process and submit an obligation request to the Fiscal Department for review.
Fiscal Department staff has the list of trade-affected workers for whom TM dollars have been
expended.
2. How will you report those training funds expended by participant?
The Fiscal Director reports funding expended through the One-Stop Management Information System
(OSMIS).
3. What percentage of TAA training funds will your RWB expend on eligible trade-affected workers
covered under a certified petition who qualify for training,job search and/or relocation allowances?
100%of TAA training funds will be expended on eligible trade-affected workers.
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9/25/2012 Item 16.F.1.
For the WT/TANF section, please provide short narratives responding to the following informational requests.
Where requested, please provide assurances and/or short explanations of local processes. If the RWB has a
local operating procedure that meets all required elements of the section, the RWB may attach the document
and simply refer to the local operating procedure.
A. Customer Notifications
1. Please describe the regional process for notifying customers of their rights:
a. to be treated equitably under the anti-discrimination laws
b. and the process to have their case reviewed by a supervisor
c. to file a grievance
d. to report good cause for failing to participate in a required activity
Economic Self-Sufficiency staff with the Florida Department of Children and Families presents WT/TANF
participants with a list of Opportunities and Obligations, as part of the Communication and Work Activity
Referral Form (CF-ES 2097). This list is also reviewed by One-Stop staff and the WT participant during the
Overview/Work Registration, as well as during each meeting and activity assignment or reassignment.This
list includes the following Opportunities:
• Receive the following services, if eligible: Mental Health Counseling, Domestic Violence
Counseling/Services and/or Substance Abuse Counseling/Services.
• Have decisions about your case reviewed by a supervisor at the Regional Workforce Board. Afiew
• The WT participants are made aware of their right to be treated equitably under the anti-
discrimination laws. Each is provided a copy of the Equal Opportunity is the Law. The Equal
Opportunity information provided includes instructions on obtaining additional information and filing a
complaint or grievance.
• Request a hearing if you disagree with a decision about your temporary cash assistance.
• Be excused from or rescheduled for an activity if you have good cause such as a sick child or your
transportation failed.
Excused Absence from participation in unpaid work activities,due to short term emergency;
Following the failure of an individual to participate in scheduled activities, the Career Development
Representative shall contact him /or her within two working days of the failure, to determine if an
excused absence can be applied as a result of a good cause absence for a short term emergency
beyond his/or her control. If good cause has been determined for a non-compliant individual, missed
hours shall be evaluated for the appropriate application of excused absence hours. The
documentation required to grant a Welfare Transition Program (WTP) excused absence due to a short-
term emergency(less than 16 hours per month)from participation in unpaid work activities includes;
a. Self Attestation; a verbal statement from the participant describing the short-term emergency
which resulted in the absence, when official notification is not available because the participant
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did not meet with a provider or other official entity i.e. did not take sick family member to doctor,
stopped to fix flat tire or
b. Official Notification(s); letters from Doctors'appointments,conferences,court,etc., and
c. Documentation to support the participant was scheduled to participate in a work activity during
the period the excused absence is being reviewed, and
a. Case note indicating the good cause was denied or approved and the number of participation
hours granted as an excused absence.
If an individual has missed hours of participation that cannot be offset with the application of the
excused absence procedure, he/she may be offered an opportunity to make-up the hours during the
course of the month of participation in which they have the shortage of hours. However, the
individual cannot be required to participate for more than 40 hours per week. These make-up hours
shall be documented on the WT MIS JPR screen, case notes,the case file activity time sheets and Steps
to Self-Sufficiency of the IRP. If the make-up hours are not completed as assigned, the individual
would be considered non-compliant and subject to the penalty process.
During the Overview/Work Registration process, these responsibilities are reviewed with the participants.
Each participant signs the Opportunities and Obligations Acknowledgement Form (AWI 0008 12/2006).
The original is kept in the participant file and a copy is given to the participant. Each participant also
receives a copy of the Customer Complaint and Grievance Procedures.
Participants are also informed of the process to file a complaint or a grievance during the Overview/Work
Registration. This includes a discussion on types of complaints and grievances, a form to be used in filing a
grievance or complaint, contact information and steps on how to file.
Additional information is provided both orally and through written means,such as brochures.
2. Describe how customers are provided information about the One-Stop Career Center
Customers are provided information on One-Stop Career Center services at various points during their
contact with the Center. The Receptionist/Greeter identifies the reason(s) for the customer's visit to the
Center and directs the customer to the appropriate areas. In the Customer Service area, staff details
Center services and assists the customer in accessing the next steps. Career Development Representatives
and other Center staff guide customers to a self-directed path,group sessions,or one-on-one assistance.
In addition to information provided as noted above, Welfare Transition applicants are provided
information on One-Stop Career Center services verbally and in written form during the Overview/Work
Registration session.
3. Describe the RWB's process for notifying customers of their opportunity to receive support service
In addition to information provided during work registration, participants are also notified of the
opportunity to receive support services when attending an in-depth orientation session. The opportunity
to receive support services is included in the Opportunities and Obligations Acknowledgement Form.
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_ 4 -Describe the RWi3's-process for informing customers-of their Opportunities and Obligations
During the Overview/Work Registration process, each participant signs the Opportunities and Obligations
Acknowledgement Form (AWI 0008 12/2006). The original is kept in the participant file and a copy is given
to the participant.
B. Grievances and Hearings
Attachment 16-Customer Complaint and Grievance Procedure
1. Describe the steps a customer must take to file a local grievance
If a customer has a problem that arises in connection to a program operated through the Southwest
Florida Works Center or by a Service Provider of the Southwest Florida Workforce Development Board,
Inc., (Board), the matter should first be discussed with a workforce representative. If the problem
cannot be resolved, the customer should then discuss the problem with the Center Director. If the
customer feels the problem has still not been resolved, a Customer Grievance Form may be completed
or a letter of grievance may be submitted to the Southwest Florida Workforce Development Board.
2. Describe the steps a customer must take to request supervisory review of actions taken on their case
Participant may request a supervisory review from DCF, the Center staff or Board. DCF notifies the
Board staff liaison and the Career Director/Supervisor. Before a Fair Hearing is conducted a
supervisory review will be conducted by the Career Development Representative's immediate
supervisor. The immediate supervisor will review the case file and talk with the participant and the
Career Development Representative in an attempt to resolve the situation.
3. Describe the RWB's process for preparing for local Fair Hearings
By first assuring that all appropriate documentation is in the case files, the WT Career Development
Representative will be prepared to produce copies of the requested documents in the event of an
Administrative Fair Hearing.
4. Describe the type of documentation the RWB presents at local Fair Hearings
The type of documentation typically presented by the Career Development Representative is a copy of
the Individual Responsibility Plan, appointment letters, activity time sheets, pre-penalty notices, and
any other article pertinent to the hearing.
5. What program staff is required to attend Local and DCF Administrative Hearings
The Career Development Representatives, Supervisor and/or the Career Director/Supervisor attend
the Department of Children and Families (DCF) administrative fair hearings related to the WT/TANF
program.
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C. Applicant Services
1. Describe the types of services that the region provides to applicants
Services offices through the Centers or by referral include employment preparation workshops, job
matching, child care,transportation, training, mental health and substance abuse services,transitional
services, Up-Front Diversion, Domestic Violence counseling services and relocation.
2. Describe the process customers must follow to access applicant services
Applicants must have an active TCA application with DCF within the last 60 days. Applicants will attend
a group Welfare Transition overview/work registration session offered twice a week in each Southwest
Florida Works Center. Applicant will need to have a completed assessment with staff to identify
barriers to employment.
3. Describe the region's Work Registration Process
The WT Program Overview and Work Registration process will not exceed ten business days. At the
Overview session the TCA Applicant has the opportunity to learn of the Welfare Transition Program
requirements, opportunities and obligations, grievance processes, and anti-discrimination laws.
Information is provided both orally and in written form. During the Overview session the applicant
will be issued a Work Registration and Applicant Activity log. As part of the work registration process,
TCA applicants must document the completion of all applicable activities;
4. Describe the types of activities in which applicants are engaged to satisfy the work registration
requirements
- Attend a WTP overview session,
- Complete the WTP Orientation Intake Packet,
- Complete an assessment of employment barriers and goals,
- Work register in Employ Florida Marketplace, if applicable
- Complete an assessment of employment barriers and goals,
- Complete five job search contacts, if applicable
- Receive applicant services if a barrier and need is identified
5. Describe the steps that applicants with limitations must take to be excepted from the work
registration activities
An applicant disclosing a limitation that would prohibit the completion of the required applicant work
activities may be excused from the applicant activity requirements when a medical incapacity is
verified by a physician licensed under Florida Statutes Chapter 458 or 459. An individual for whom
there is medical verification of limitation to participate in work activities shall be assigned to work
activities consistent with such limitations.
6. Describe how applicants are assessed for cash assistance diversions during the work registration
process.
Up-Front diversion services are offered in accordance with all applicable Workforce Florida Inc. and
Department of Economic Opportunity (DEO) Up-Front Diversion policies and procedure. During the
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9/25/2012 Item 16.F.1.
IYS eri -Rtegfafat on pr _cesstxhe ppliraf t s-tt*r*d or=i-n-terest and e1igibiIityjn-U1:44 ron
DNer�ion.-''f is verified that he-fame as an f expefed circumstance or erne-I-6'6-67 situation` Ask-
impacting their employability and job retention. Applicants are also individually screened during an
assessment process for possible diversion services and if at any time the applicant discloses an
unexpected circumstance or emergency situation impacting their employability and job retention.
7. Describe how applicants are informed of Up-Front Diversion(UFD)
Region 24 offers Up-Front diversion services in accordance with all applicable Workforce Florida Inc.
and Department of Economic Opportunity (DEO) Up-Front Diversion policies and procedure. During
the Overview/Work Registration process, the applicant is screened for interest and eligibility in Up-
Front Diversion. It is verified that the family has an unexpected or emergency situation.
8. What steps must an applicant take to receive Up-Front Diversion or UFD services
Applicants must have an active TCA application with DCF within the last 60 days. Applicant must
identify an emergent need which is prohibiting employment, for which upfront diversion services
might address/eliminate. Applicant must meet with CDR to determine the need for UFD services.
Applicant must seek and find employment which meets their monthly financial obligations.
9. Describe the process for entering work registration information into the data entry system
Applicant information is entered into the data entry system when the applicants present themselves
to initiate the registration process. All activities and services are entered into the data entry system
upon receipt of the services. Barriers identified during the assessment are entered on the Individual
Responsibility Plan (IRP). Applicant services issued to remove applicant barriers are started in OSST.
10. Describe the process for entering work registration completion into the data entry system
Case notes are entered indicating the completion of the overview and work registration process,
barriers identified, and services issued. A 30 day case-to-do is entered in OSST to review the
applicant's TCA status.
11. Describe any work registration promising practices. A promising practice can be defined as
processes that increase and encourage program efficiency, eliminates duplication, and/or
streamlines processes and services.
Promising practices are recognized to be region wide as well as individual SwfIWORKS Center practices
that are then adopted as region wide procedures. Currently, all Center staff present the Welfare
Transition Program Overview and Work Registration in a PowerPoint method to those referred to the
Center at time specified by the Department of Children and Family referral system. A handout that
prints three screens with note taking areas is provided to all who have been referred. As questions are
entertained,staff utilizes the handout so all can make notations in the referenced area.
Following the orientation presentation/ questions and answer period, staff discusses the Employ
Florida Marketplace (EFM) registration on www.EmployFlorida.com. Staff walks them through a skill
assessment (own tool) that mirrors that one on EFM. This skill assessment leads to the creation of an
individual resume and one-on-one services are provided as needed. This resume becomes the
participant's e-resume and uploaded onto EFM followed by turning on the virtual recruiter. The
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Fnd"+victual is_guided to regste with an EM-email account-so_that_th rn use avaiTab_le;cumrq s.at_
the Center, community and faith based organizations,and home.
The individual (applicant) is scheduled to meet with Center staff two to three times within the next
few weeks (as an applicant) to build a working relationship with staff and utilize Center resources
(computers, employability workshops, etc.). Prior to becoming a mandatory participant the individual
is accustom to Center staff, resources,and procedures.
In one Center staff meet with two-parent household members individually for focused communication
and understanding of responsibilities, recognition of needs and referrals to resources, assessment of
individual skill sets. The practice of scheduling each person two to three times in the next few weeks
includes these participants also. Job development may be an appropriate service at this juncture, as
the individual resumes are completed, uploaded and virtual recruiter is on. The trend of securing
employment(by one or both parents)within a few weeks has occurred often and this practice will now
be followed in all Centers and Satellite offices.
12. Describe how applicants are informed of relocation assistance
Information on relocation assistance is provided during the WT Overview session.
13. What steps must an applicant take to receive relocation assistance
Applicants must have an active TCA application with DCF within the last 60 days. Applicants will attend
a group Welfare Transition overview/work registration session offered twice a week in each Southwest
Florida Works Center. Applicant must meet with CDR to determine the need for relocation assistance.
If determined necessary,the applicant would submit expenses to relocate to the desired community.
14. What is the region's maximum allowable payment for Relocation Assistance
The Southwest Florida Workforce Development Board has no maximum allowable payment for
relocation.
D. Mandatory Services
1. Describe how a participant's prior work history,skills,and employability are assessed
Employability information is requested on the Welfare Transition Program Assessment form which
includes potential barriers e.g. child care needs, finances, work clothing and health care needs, as well
as interests, experience, and work history to include skills and job duties gained. Additional
employability elements are determined when utilizing various Interest Inventory tools during the
individual assessment.
2. What tool does the RWB use to conduct the initial assessment
The initial assessment is both a formal and informal process. Each participant completes a Region 24
Welfare Transition Program Assessment form which covers demographics, education, work history,
job-seeking skills, and medical history. Assistance is provided by assessment staff for participants with
physical or literacy limitations.
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3 When tst a mitia assessment initiated and conducted? --
The initial assessment is scheduled to be completed in conjunction with the in-depth orientation
appointment within ten (10) days of the receipt of the Florida System interface referral. If
circumstances arise prohibiting it's completion within the ten (10) day time frame and good cause has
been determined, the completion of the initial assessment will occur no later than 30 days from the
date the electronic DCF open TCA case referral was received.
4. If the initial assessment is conducted during the work registration process,describe how the
information is reviewed,updated,and used once the participant becomes mandatory?
The completed WTP Assessment form is thoroughly reviewed with the customer during an interactive
informal interview with a Career Development Representative. The customer then signs the applicable
authorization/release forms. Confidentiality and informed consent are of the utmost importance
throughout the assessment period. The information gathered through the use of formal and informal
assessments is utilized in the development of the Individual Responsibility Plan (IRP).
5. Describe the process of developing an IRP in conjunction with the mandatory participant
Through a partnership approach, the customer and Career Development Representative jointly
identify the basic and intensive service needs of the customer. The IRP is initiated at the first meeting
with the Career Development Representative. The initial counseling sessions provide the new "team"
a chance to get to know each other and begin the process of establishing a close and trusting working
relationship. The IRP is to be initiated within 30 days of the receipt of the new case, reopen or
transfer-in referral from the Department of Children and Families.
Region 24 uses the One-Stop Service Tracking (OSST) system Individual Responsibility Plan (IRP). Basic
Elements Required in the IRP - The IRP contains the following basic elements; a description of the
customer's and program staff's responsibilities, such as providing supportive service referrals, a
description of the consequences for failure to follow their plan, identification of short and long term
employment goals, work history, identification of skills, knowledge and abilities, information from
interest inventories, identification of barriers which are preventing the participant from reaching their
goals and becoming self-sufficient, identification of supportive services provided to address the
barriers, assignment of countable work activities, detailed steps to self-sufficiency, and signature and
date of both the customer and program staff.
6. Describe how often the steps to self-sufficiency are updated and signed by the program participant
and program staff
The IRP is a fluid document that is reviewed and modified as needed during each meeting between the
Career Development Representative and customer. The IRP is to be updated and signed within 30
days of the most recent reopen or transfer-in referral, as well as, when the following circumstances
exist; a change that affects the existing IRP (such as homelessness or domestic violence), when new
activities, training or services are approved, or the nearing of the completion of an activity or training
to ensure continuous participation.
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—7. Describe t-herpes-=of-servic-es-prov idled-to mar►datory_partic ants.
-
a. Unsubsidized employment
• Full or part-time paid employment: Private or public sector paid employment documentation
obtained at least every two weeks by the program provider may include pay stubs, time
sheets, verification of employment signed by the employer, verification of work hours signed
by the employer, third party collateral contact verification to include employer's name,
contact person, telephone number, date of contact, and pertinent employment information;
hours worked, rate of pay,dates worked. If the documents do not indicate "wage per hour"or
"actual hours completed," the WT Program staff may divide the pay by the Florida minimum
wage to calculate the total hours worked for the time period. Paid work hours of unsubsidized
employment reflect the hours of employer supervised work activity participation.
Special Documentation of Unsubsidized Employment: Region 24 may project forward hours of
participation of mandatory Welfare Transition Participants in an unsubsidized paid
employment activity, for up to six months based upon current documented actual hours of
employment. The Department of Children and Families (DCF)Temporary Cash Assistance must
have closed due to employment. The project forward provision will not apply to self-
employment activities.
• Self-employment: Documentation accepted to support self-employment expenditures and
earnings includes detailed gross income minus business expenses as substantiated by copies of
money orders, checks, and other forms of proof of income and expenditures. Self-attestation
will not be accepted as documentation.
b. Subsidized employment: While setting up a worksite for subsidized employment, the Career
Development Representative will work with the employer contact person to designate the
employer's staff person who will be responsible for supervising the employee's employment
activities on a daily basis and who will act as signature authority for documentation to support
hours of participation. The Career Development Representatives communicate no less than
biweekly through telephone communication with the supervisor and the employee. Sites are
supervised by the employer on a daily basis. On-site visits take place on an as-needed basis. The
employer provides time logs of hours worked, progress reports and notification of failure or
inadequate participation.
c. Job Search and Job Readiness
i. Designated Career Center staff oversees the daily on-site job search activities.
ii. On-site Job Search contact hours are also documented on the Daily Job Search and Job
Readiness Activity Time Sheet. The actual daily on-site job search hours includes employer
contact time, interview, and travel hours between each job search employer site. No time will
be allowed for the travel from the participant home to the first site and from the last site to
return home. No less than 10% of the daily external job search contacts will be validated by the
Career Development Representative by witnessing the participant while making a follow-up
contact to the employers they met during external job searching. The Career Development
Representative will sign-off the validation section of the validated contact on the external job
search contact log.
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iii. One-Stop staff will supervise and track participant hours spent in structured in-house job
readiness assistance and structured in-house job search programs. In-house Job Search and Job
Readiness hours are documented on the Daily Job Search and Job Readiness Activity Time Sheet
(WT-029-DJS). The Daily Job Search and Job Readiness Activity Time Sheet may be signed by a
Workforce Professional or staff of a partnering organization assigned to a designated service
delivery area in which the participant is completing activities; Resource Room, Department of
Economic Opportunity(DEO), Business Services Unit, etc.
d. Community Service
i. The WT provider actively engages its staff in the development of worksites and countable
activity work locations. Throughout the region Community Service Work Experience Program
(CWEP) or Work Experience Program (WEP) worksites are continually maintained and
developed. Career Development Representatives screen customers during assessment and
Individual Responsibility Plan (IRP) development to select candidates for referral to CWEP or
WEP. Worksites are developed with non-profit agencies that will offer a learning experience to
the participant and a benefit to the community.
ii. When a provider agrees to develop and provide a worksite for a WT participant, the Career
Development Representative works closely with provider to refer eligible WT participants for
consideration in employment in a Work Experience Program. The worksite must be related to
the participant's employability and occupational goals. The worksite agreement process
includes development of the agreement by the Career Development Representative, agreement
on the details to include start and termination dates and signing of the agreement by the
worksite provider and the Agency. Scheduled hours for the month are based on the cash
assistance amount added to the food stamp allotment, divided by the current minimum wage.
iii. The worksite agreement outlines the individual and shared responsibilities of the worksite
provider and the agency. For the worksite provider, these responsibilities include teaching the
participant the skills necessary for entry level work in the designated job description and
providing the participant with the same working conditions accorded to other employees. For
the Agency, these responsibilities include providing support services to the participant, as
appropriate and providing Worker's Compensation liability and or claims coverage for all
participants who are Community Service Work Experience participants.
iv. Career Development Representatives screen customers during assessment and Individual
Responsibility Plan (IRP) development to select candidates for referral to a Work Experience
worksite based upon the individual's employment goals. Alternately, participants may locate
their own community service project. Referrals to the worksite are prearranged with the
employer by telephone. A referral form is then faxed to employer and a copy given to the
participant to bring to the worksite for an initial interview appointment. After the initial
interview the employer responds by telephone or in writing indicating whether the individual is
a match for the program.
v. Career Development Representatives communicate no less than biweekly through telephone
communication with the employer and the employee. Maintaining good relationships with the
employer helps staff ensure that sites are supervised by the employer on a daily basis. On-site
olakk
visits take place on an as-needed basis. The worksite supervisor provides documentation of
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_Lily attend ce _,_Vesication is ma ntainesL in the_case file_and documented it the
management information system.
vi. The Career Development Representatives require time logs of hours worked, progress reports
and notification of failure or inadequate participation signed by the employer's designated
worksite supervisor in order to support hours of participation.
vii. To protect employees against displacement, the Career Development Representatives will
require the community service provider sign the worksite agreement which specifies that "No
currently employed worker shall be displaced by a participant. This includes partial
displacement such as reduction in hours of non-overtime work,wages or employment benefits."
If an employer is found to be practicing displacement, staff will be instructed to no longer use
this employer as a worksite for subsidized employment and a letter will be sent to the employer
indicating that their site will no longer be used for subsidized employment. A grievance may be
filed by regular employees regarding displacement by a Welfare Transition Program Work
Experience participant per the established grievance process.
e. Job Skills Training: Job skills training will be supervised on a daily basis. Participants engaged in
job skills training are required to document schedules and course requirements at the beginning
of each semester. Staff at the educational institution will act as supervisors. The documentation
of the hours the participant attends daily Job Skills training will be obtained every two weeks by
the One-Stop Staff and may include time sheets, daily attendance logs, school records, progress
reports signed by the training instructors daily.
f. Education Directly Related to Employment: The staff of the training provider will supervise the
participant's daily attendance. Documentation of hours of daily attendance in education directly
related to an employment activity will be obtained every two weeks by the One-Stop Staff and
may include time sheets, daily attendance logs, school records and progress reports signed by the
training instructors daily.
The education directly related to employment time sheet includes an area in which the instructor
will report the student's satisfactory progress. This information will be obtained by One-Stop staff
no less than every two weeks.
The Test for Adult Basic Education (TABE) is administered by staff at the One-Stop centers or
through the local school systems. Baseline and follow-up scores are compared to determine
satisfactory progress.
g. Course of study leading to a General Equivalency Diploma (GED): Participants engaged in
secondary school or in a course of study leading to a General Equivalency Diploma will be
supervised on a daily basis. Staff will verify daily supervision and hours of actual participation
through documentation that includes daily attendance records kept by the institution and signed
by a designated supervisor. These attendance records will be submitted to the Career
Development Representative no less than every two weeks. Information will be entered into the
management information system and maintained in the case file.
The Test for Adult Basic Education (TABE) is administered by staff at the One-Stop centers or
through the local school systems. Baseline and follow-up scores are compared to determine
satisfactory progress
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h. Childcare services: Career Development Representatives will ensure that participants providing
child care services will be supervised on a daily basis. Evidence of daily supervision for childcare
services will be telephone contact logs maintained by the Career Development Representative and
the attendance records signed by the participant in the Community Work Experience Program
(CWEP)and the logs participant providing childcare submitted to the Career Development
Representative no less than every two weeks. This will document supervision and hours
completed. Time sheets for providing child care will be compared and validated to the hours of
the parent participating in the CWEP. Hours for providing child care will not exceed the hours the
parent receiving the child care participated in the CWEP activity. This will document supervision
and hours completed. Information will be entered into the management information system and
maintained in the case file.
Participants are also introduced to the array of services available throughout the Southwest
Florida Works Centers. This will included information on workshops, Resource Rooms, on-site
employer interview schedules and other partner agency services within and outside of the Centers.
8. Describe how the region provides support services to mandatory participants
Funded services available to applicants of cash assistance are divided into two types: transportation
expenses (i.e. gas cards, bus passes, and transport services) and support services (i.e. car repairs, auto
liability insurance, vehicle registration, work clothing, tools and books.) Individuals in need of child
care assistance are issued a Child Care Authorization and Referral, AWI 5002. The Early Learning
Coalition of Southwest Florida is responsible for the determination of eligibility and authorizing the
actual child care service.
9. Describe how mandatory participants are informed of relocation assistance
During the Overview/Work Registration session and during one-on-one sessions, mandatory
participants are provided information on requesting relocation assistance.
10. Describe the steps that must be taken by mandatory participants to receive relocation assistance
During one-on-one sessions, the applicant must request relocation assistance and must provide
documentation as requested.
Attachment 14- Relocation Assistance Documentation Procedures.
11. Describe the process for assigning mandatory participants to work activities. How does the region
determine the activity in which a participant will be assigned?
Individuals will be assigned to work activities not to exceed 40 hours per week. The worksite
agreement will identify the number of hours assigned. In no instance will an individual be assigned
more than 40 hours per week. Region 24 will use the State guidelines and individuals will not be
assigned for the month to a community service or work experience work site greater than the hours
calculated based on cash assistance combined with food stamps divided by the state minimum wage.
The Career Development Representative will record on the JPR screen only those activities that meet
the activity definition. Unpaid work activities will be supervised no less than daily. Astiw
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12 Describe how the-RWS will documentactual-participationhours- --
Career Development Representatives track participant activity on a constant and consistent basis.
This is done through collecting attendance sheets, pay stubs and other documentation as proof of
participation. Verification of system data is also maintained in the participant's case file. Career
Development Representatives are given training on the importance of validating with documentation
the activities in which the customer is participating. Employer verification forms, job search records
and wage credit checks are some of the documents used to verify participation. Career Development
Representatives have contact with their mandatory customers at least bi-weekly. The Career Center
Director and/or Center Supervisor ensure compliance with these requirements through electronic and
hard copy case reviews.
13. Describe how the RWB will ensure that documentation to support hours in unpaid work activities is
collected at a minimum of every two weeks
Supervisor-signed attendance records are required to support hours in unpaid work activities, on-the-
job training (OJT) and self-employment. These attendance records are collected every two weeks.
Self-employment records will be submitted no less than every two weeks by the participant.
14. How does the RWB ensure that documentation is collected prior to entering Job Participation Rate
(JPR) hours in the data entry system
Front-line staff is trained to collect documentation prior to entering JPR data into the management
information system, One-Stop Services Tracking (OSST). Documentation is maintained in the case
files.
15. How does the RWB ensure that program participants are not assigned to more than 40 hours per
week in work activities
Individuals will be assigned to work activities not to exceed 40 hours per week. The worksite
agreement will identify the number of hours assigned. In no instance will an individual be assigned
more than 40 hours per week.
16. Describe how the RWB will ensure that unpaid work activities are supervised no less than daily by a
designated responsible party
Unpaid work activities are documented on weekly timesheets by the site or training provider
supervisory staff overseeing the activities of the individual.
17. Describe how daily supervision is documented for"on-site"job searches
Designated Career Center staff oversees the daily on-site job search activities. On-site Job Search
contact hours are also documented on the Daily Job Search and Job Readiness Activity Time Sheet.
The actual daily on-site job search hours includes employer contact time, interview, and travel hours
between each job search employer site. No time will be allowed for the travel from the participant
home to the first site and from the last site to return home. No less than 10%of the daily external job
search contacts will be validated by the Career Development Representative by witnessing the
participant while making a follow-up contact to the employers they met during external job searching.
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The Career Development Representative will sign-off-the validation section of the-e' one
the external job search contact log. – —` _–_— ' _`_
18. Describe how daily supervision is documented for"off-site"job searches
One-Stop staff will supervise and track participant hours spent in structured in-house job readiness
assistance and structured in-house job search programs. In-house Job Search and Job Readiness hours
are documented on the Daily Job Search and Job Readiness Activity Time Sheet. The Daily Job Search
and Job Readiness Activity Time Sheet may be signed by a workforce professional or staff of a
partnering organization assigned to a designated service delivery area in which the participant is
completing activities; Resource Room, DEO, Business Services Unit,etc.
19. Describe how the RWB informs participants of their responsibilities.
See below
20. Including the responsibility to:
• Work in conjunction with program and career center staff
• Participate in assigned activities
• Document and submit participation hours
• Report employment
• Accept suitable employment
• Remain employed
• Report good cause reasons for failure to participate immediately
Economic Self-Sufficiency staff with the Florida Department of Children and Families presents
WT/TANF participants with a list of Opportunities and Obligations, as part of the Communication and
Work Activity Referral Form (CF-ES 2097). This list is also reviewed by One-Stop staff and the WT
participant during the Overview/Work Registration. This list includes the following
Obligations/Responsibilities:
- Participate in, document and complete assigned program activities
- Respond to all contacts from the Regional Workforce Board or other agencies you are referred to.
- Inform Regional Workforce Board of changes in participation, employment, family circumstances
including change of address, telephone number, childcare needs, transportation problems, health
problems, etc.
- Apply for and seek employment
- Accept any reasonable offer of suitable employment.
- Report good cause reasons for failure to participate immediately.
- Remain employed. Must contact Regional Workforce Board prior to reducing your hours or
quitting.
- Report good cause reasons for failure to participate immediately
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These responsibilities are reviewed with the participants when activities are assigned or
reassigned. Each participant signs the Opportunities and Obligations Acknowledgement Form
(AWI 0008 12/2006). The original is kept in the participant file and a copy is given to the
participant.
21. Provide the local definition for Good Cause for failure to participate or comply with program
requirements
Good Cause is a reason for failure to participate or comply with program requirements:
- Related to inability to obtain the needed childcare for a child under 6 years of age
Related to domestic violence
Related to past effects of domestic violence
Related to medical incapacity
Related to outpatient mental health or substance abuse treatment
Due to medical incapacity by applicants for Supplemental Security Income (SSI)or Social
Security Disability Income (SSDI)
Other good cause exceptions which may include:
o Temporarily caring for a disabled family member when the need for the care has been verified
and alternate care is not available,
o Bereavement for an immediate family member; 2 days,
o Court appearances,
o State of Disaster announced by the Governor for the specific area in which the individual
resides.
o Short term emergency situations beyond the control of the individual, i.e., car breakdown,
illness or injury of self or a family member, school needs of self or a family member,etc.
22. Describe the steps that a participant with Good Cause must take to be excused from or rescheduled
for an activity
The individual must notify the Career development Representative and provide documentation as
noted below.
23. When must a participant submit documentation to support Good Cause?
The individual shall be allowed a reasonable amount of time to submit the required
documentation to support a good cause determination but must be submitted before the
Notice of Failure to Participate and Possible Sanction Form (2290)expires.
24. What documentation does the region require to support missed activities due to good cause
The documentation required to grant a Welfare Transition Program (WTP) excused absence due to a
short-term emergency (less than 16 hours per month) from participation in unpaid work activities
includes;
a. Self-Attestation; a verbal statement from the participant describing the short-term emergency
which resulted in the absence, when official notification is not available because the participant
did not meet with a provider or other official entity i.e. did not take sick family member to doctor,
stopped to fix flat tire or
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-- - -- ---------------------------
b. Official Notification(s); letters from Doctors'appointments,conferences,court, etc., and -
c. Documentation to support the participant was scheduled to participate in a work activity during
the period the excused absence is being reviewed, and
1. Case note indicating the good cause was denied or approved and the number of participation
hours granted as an excused absence.
25. Define and describe each of the following activities as they exist in your region:
Unsubsidized Employment: Unsubsidized employment includes full or part-time paid employment in
the public or private sector in which the employer does not receive a subsidy from TANF or any other
public program. Unsubsidized employment also includes self-employment. Self-employment is
defined as employment is which the participant is the employer, as well as, the employee. Self-
employment may include, but is not limited to, domestic work and the provision of childcare.
Private or public sector paid employment documentation obtained at least every two weeks by the
program provider may include pay stubs, time sheets, verification of employment signed by the
employer, verification of work hours signed by the employer,third party collateral contact verification
to include employer's name, contact person, telephone number, date of contact, and pertinent
employment information; hours worked, rate of pay, dates worked. If the documents do not indicate
"wage per hour" or"actual hours completed,"the WT Program staff may divide the pay by the Florida
minimum wage to calculate the total hours worked for the time period. Paid work hours of
unsubsidized employment reflect the hours of employer supervised work activity participation.
Special Documentation of Unsubsidized Employment: Region 24 may project forward hours of
participation of mandatory Welfare Transition Participants in an unsubsidized paid employment
activity, for up to six months based upon current documented actual hours of employment. The
Department of Children and Families (DCF) Temporary Cash Assistance must have closed due to
employment.The project forward provision will not apply to self-employment activities.
Subsidized Employment (Private or Public): Subsidized private or public employment is employment in
which the employer receives from TANF of other public funds a subsidy to offset some or all of the
wages and costs of employing the participant. Subsidized private or public sector employment
documentation obtained at least every two weeks by the program provider may include pay stubs,
time sheets, verification of employment signed by the employer, verification of work hours signed by
the employer, third party collateral contact verification to include employer's name, contact person,
telephone number, date of contact, and pertinent employment information; hours worked, rate of
pay, dates worked. Paid work hours of subsidized employment reflect the employer supervised hours
of work activity participation.
On-The-Job Training: On-the-Job Training (OJT) is full-time, paid unsubsidized employment, in
which a public or private sector employer receives a subsidy to offset the costs of training
provided to the participant. Upon the successful completion of the training, it is desired the
employer retains the participant as a regular employee without receiving a subsidy. In Region 24,
the length of OJT is dependent upon the customary time required to obtain the skills necessary to
perform the duties of the position,as well as,the capabilities of the participant. Longer durations
of the training may be appropriate for participants with disabilities necessitating the need of
supported employment training programs. OJT contracts will be developed between the RWB
provider and the employer to include the expectation of job retention following the completion of
the training,job title, skills required to perform the duties of the position,training hours, training
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goals, OJT begin and scheduled end dates, responsibleparty for s supervising_progress and reason
for termination if the OJT was unsuccessful. Paid work hours reflect the employer supervised
hours of work activity participation. The individual's progress in achieving training goals and
outcomes will be monitoring throughout the duration of the OJT contract.
Documentation of OJT is obtained at least every two weeks by the program provider and may
include pay stubs,time sheets,verification of employment signed by the employer,verification of
work hours signed by the employer, third party collateral contact verification to include
employer's name, contact person, telephone number, date of contact, and pertinent employment
and training information; hours worked, rate of pay, dates worked, and progress. Paid work
hours reflect the hours of work activity participation.
Special documentation: Project forward hours of participation procedures will not apply to
employment during the period of time an individual is participating in TANF OJT.
Information regarding establishing an OJT contract and invoicing guidelines are found in the On-
the-Job Training(OJT) Local Guidance (Attachment 11)
Work Experience: Work Experience Program (WEP) is a structured core work activity performed at a
for-profit or not-for-profit entity in return for the welfare benefit combined with the food stamp
allotment that provides an opportunity to acquire the general employability skills and work habits
necessary to obtain employment for those who are unable to find unsubsidized employment. The
WEP participant is considered a state employee for purposes of workers compensation.
WEP agreements will be developed between Region 24's Welfare Transition Program and the WEP
work site provider to include the job title, clear job description, job duties, coaching hours, contract
time limit, and responsible party for supervising progress. The individual's progress in achieving
employability skills, goals and outcomes will be monitored throughout the assignment to the activity.
The time period of the WEP activity indicated on the contract is dependent upon the customary time
required to obtain the skills necessary to perform the duties of the position, as well as,the capabilities
of the participant. Daily participant WEP activity supervision is provided by the designated supervisor
of the work site provider.
Work Experience Activity Hour Calculation and Assignment: The number of activity hours the
participant is assigned to a WEP activity in a month is based upon and cannot exceed the hours derived
from the monthly activity benefit calculation applying Fair Labor Standards Act (FLSA). The FLSA
applies the minimum wage.
WEP Activity Hours Calculation Methodology: (Cash Assistance Benefit + Food Stamp Allotment) /
Minimum Wage = maximum hours per month the participant may be assigned to WEP activities. The
assigned WEP hours can be used with flexibility during each week so long as the individual weekly
activity assignment does not exceed 40 hours per week and the monthly combined weekly totals will
not exceed the monthly maximum activity hour calculation. Therefore, Career Development
Representatives can assign hours in a week to make up for a shortage of hours in another week to
ensure the participant completes the required hours for the month, as long as the assigned hours per
week does not exceed forty. A Weekly Work Experience Activity Hours Calculation Worksheet, WT-
036-WECW, has been developed for Career Development Representatives to use to document the
weekly flexibility WEP hours are assigned in each month.
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When assigning a WEP activity to both parents of a two parent household, calculated activity hours
Al Mk
may be split.
Documentation of WEP participation obtained at least every two weeks by center staff may include
weekly time sheets, signed by the work site supervisor and validated by the program provider, third
party collateral contact verification to include site provider's name, contact person, telephone
number, date of contact, and pertinent work activity information; hours worked, dates worked,
progress. The assigned WEP activity hours must be documented in the Information Management
System (IMS); Skill Development Screen, IRP, and case notes.
If the calculation determines a participant shall be assigned a Work Experience Program (WEP) activity
for less hours than required to meet the individuals participation requirement, he/she may be assigned
the additional hours in a Job Skills Training activity at the same location in order to learn specific
employability skills of tasks related to the job duties identified on the WEP job position description.
Worksite WEP hours and Job Skills training hours must be recorded on a separate timesheets. A
(Core) WEP activity for the calculated hours and a (Core Plus) Job Skills Activity would be entered on
the OSST Skill Development screen and the IRP for the required hours of participation.
The WEP worksite employer shall be notified in Section Il.c of the WEP contract that WEP participants
will not be covered by the State's Worker's Compensation for volunteer hours or Job Skills training
hours completed in excess of the required assigned WEP hours each month.
If WEP hours are deemed to meet core activity requirements as described in the above section:
Exceptions to the 40 hours Work Activity Assignment, Deeming Provision, a case note must indicate
the number of hours the individual is assigned to participate in the WEP activity and the number of
hours deemed if the assigned/completed hours are less than the number of core hours required for
the individual.
Community Service: The Community Work Experience Program (CWEP) is a structured core work
activity to provide a useful community purpose at public or not for profit organizations, while
improving the employability skills of the participant. The CWEP participant is considered a state
employee for purposes of workers compensation.
CWEP agreements will be developed between Region 24's Welfare Transition Program and the WEP
work site provider to include the job title, clear job description, job duties, coaching hours, contract
time limit, and responsible party for supervising progress. The individual's progress in achieving
employability skills, goals and outcomes will be monitored throughout the assignment to the activity.
The time period of the CWEP activity indicated on the contract is dependent upon the customary time
required to obtain the skills necessary to perform the duties of the position, as well as,the capabilities
of the participant. Daily participant CWEP activity supervision is provided by the designated supervisor
of the work site provider.
Community Work Experience Activity Hour Calculation and Assignment: The number of activity hours
the participant is assigned to a CWEP activity in a month is based upon and cannot exceed the hours
derived from the monthly activity benefit calculation applying Fair Labor Standards Act (FLSA). The
FLSA applies the minimum wage.
CWEP Activity Hours Calculation Methodology: (Cash Assistance Benefit + Food Stamp Allotment) /
Minimum Wage = maximum hours per month the participant may be assigned to WEP activities. The
assigned CWEP hours can be used with flexibility during each week so long as the individual weekly
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_ __ _activity assignment does not exceed 40 hours per week and the monthly combined weekly totals will
---- -------- -----_._-------
not exceed the monthly maximum activity hour calculation. Therefore, Career Development
Representatives can assign hours in a week to make up for a shortage of hours in another week to
ensure the participant completes the required hours for the month, as long as the assigned hours per
week does not exceed forty. A Weekly Work Experience Activity Hours Calculation Worksheet (WT-
036-WECW), has been developed for Career Development Representatives to use to document the
weekly flexibility CWEP hours are assigned in each month.
When assigning a CWEP activity to both parents of a two parent household, calculated activity hours
may be split.
Documentation of CWEP participation obtained at least every two weeks by the Center staff may
include weekly time sheets, signed by the work site supervisor and validated by the program provider,
third party collateral contact verification to include site provider's name, contact person, telephone
number, date of contact, and pertinent work activity information; hours worked, dates worked,
progress. The assigned WEP activity hours must be documented in the IMS; Skill Development Screen,
IRP,and case notes.
If the calculation determines a participant shall be assigned a Community Work Experience Program
(CWEP) activity for less hours than required to meet the individuals participation requirement, he/she
may be assigned the additional hours in a Job Skills Training activity at the same location in order to
learn specific employability skills of tasks related to the job duties identified on the CWEP job position
description. Worksite CWEP hours and Job Skills training hours must be recorded on a separate
timesheets. A(Core) CWEP activity for the calculated hours and a (Core Plus)Job Skills Activity would
be entered on the OSST Skill Development screen and the IRP for the required hours of participation.
The CWEP worksite employer shall be notified in Section Il.c of the CWEP contract that CWEP
participants will not be covered by the State's Worker's Compensation for volunteer hours or Job Skills
training hours completed in excess of the required assigned CWEP hours each month.
If CWEP hours are deemed to meet core activity requirements as described in the above section:
Exceptions to the 40 hours Work Activity Assignment, Deeming Provision, a case note must indicate
the number of hours the individual is assigned to participate in the CWEP activity and the number of
hours deemed if the assigned/completed hours are less than the number of core hours required for
the individual.
• How does the region ensure that community service worksites are conducted at not-for-profit
agencies and are for the benefit of the community?
The Career Development Representatives confirm that the agency is a non-profit prior to
development of a Community Service worksite agreement.
Job Search &Job Readiness: External employment search activities on-site, at the employer's business
or in-house employment preparation and search activities conducted and supervised in-house, at the
Centers.
Vocational Education: Vocational educational training activities prepare the participant for
employment in current or emerging occupations through organized and state approved training in
Florida's vocational technical centers, community colleges offering certificate, AA/AS, and other
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advanced degree programs a nd proprietary ry schools. With car eful planning, the provider and
participant may be able to combine vocational education and training with other work activities in
ways that lead to a baccalaureate or other advanced degree. A participant can be assigned to
Educational Training activities for a period not to exceed a 12-month lifetime limit.
This type of training does not include remediation of basic skills, language training, high school
diploma, or general equivalency. However, those skills may be embedded in structured Vocational
Education programs if they are required for the success of the student.
Allowable hours of Vocational Education participation include classroom training and distance
learning. In addition to actual classroom hours, countable hours may include supervised time spent in
curriculum-required labs and clinical settings, supervised study halls as well as up to one hour of
unsupervised homework time for each hour of class time. Total homework time counted for
participation cannot exceed the hours required or advised by the educational program/instructor.
Documentation shall be obtained from the training provider indicating the number of hours of study
time required or advised of students attending the specific program.
Vocational Education requires daily supervision. At the beginning of each semester, participants are
required to document schedules and course requirements. The time logs documenting hours of
participation obtained at least every two weeks will be signed by a designated party, verified by an
electronic logging function as established by the educational/distance learning institution or the
Career Development Representative may contact the institution directly and collect third party
collateral contact verification; training provider's name, instructor's/facilitator's name, telephone
number, course, date of contact, and pertinent attendance information; hours and dates of
attendance. Documentation of actual hours completed demonstrates daily supervision.
Job Skills Training Directly Related to Employment: The Job Skills Training activity is education or
training to obtain the skills required by an employer. The Job Skills Training activity shall be linked to
the employment goals identified in the participant's Individual Responsibility Plan. This training shall
provide the individual with the ability to obtain employment, advance, or adapt to the changing
demands of the workplace. Job Skills Training includes:
o Customized training,
o Literacy instruction,
o Language instruction, or
o Technical training (not meeting the definition of Vocational Education) focusing on the skills
needed for employment for a specific job.
- Ready To Work Credential,
Microsoft Office training programs,
Safety training-CPR, First Aid, OSHA, etc.,
- Post-secondary education that leads to a bachelor's or advanced degree may count as job
skills training, if it is directly related to employment, and
Employer driven training requirements for the occupation.
In addition to actual classroom and distance learning hours, countable hours may include supervised
time spent in curriculum-required labs and clinical settings, supervised study halls as well as up to one
hour of unsupervised homework time for each hour of class time. Total homework time counted for
participation cannot exceed the hours required or advised by the educational program/instructor.
Documentation shall be obtained from the training provider indicating the number of hours of study
time required or advised of students attending the specific program.
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Job Skills training requires daily supervision. The time logs documenting hours of participation
obtained at least every two weeks will be signed by a designated party, verified by an electronic
logging function as established by the educational/distance learning institution or the Career
Development Representative may contact the institution directly and collect third party collateral
contact verification; training provider's name, instructor's/facilitator's name, telephone number,
course, date of contact, and pertinent attendance information; hours and dates of attendance.
Documentation of actual hours completed demonstrates daily supervision.
Education Directly Related to Employment: Education Related to Employment is an educational
activity for participants, regardless of age, who have not received a high school diploma or GED and
require further education related to a job specific occupation, job or job offer. When required as a
prerequisite to employment by an employer,this activity may include:
o Adult basic education,
o English as a Second Language (ESL),or
o Education leading to a GED/high school diploma.
In addition to actual classroom and distance learning hours, countable hours may include supervised
time spent in curriculum-required labs and clinical settings, supervised study halls as well as up to one
hour of unsupervised homework time for each hour of class time. Total homework time counted for
participation cannot exceed the hours required or advised by the educational program/instructor.
Documentation shall be obtained from the training provider indicating the number of hours of study
time required or advised of students attending the specific program.
Education Related to Employment requires daily supervision. The time logs documenting hours of
participation obtained at least every two weeks will be signed by a designated party, verified by an
electronic logging function as established by the educational/distance learning institution or the
Career Development Representative may contact the institution directly and collect third party
collateral contact verification; training provider's name, instructor's/facilitator's name, telephone
number, course, date of contact, and pertinent attendance information; hours and dates of
attendance. Documentation of actual hours completed demonstrates daily supervision.
Satisfactory Attendance in Secondary School: Participants engaged in secondary school or in a course
of study leading to a General Equivalency Diploma will be supervised on a daily basis. Staff will verify
daily supervision and hours of actual participation through documentation that includes daily
attendance records kept by the institution and signed by a designated supervisor. These attendance
records will be submitted to the Career Development Representative no less than every two weeks.
Information will be entered into the management information system and maintained in the case file.
The Test for Adult Basic Education (TABE) is administered by staff at the One-Stop centers or through
the local school systems. Baseline and follow-up scores are compared to determine satisfactory
progress.
Providing Childcare: Individuals participating in workforce program activities may be eligible for
subsidized child care assistance. Career Development Representatives refer individuals in need of
child care assistance to the Early Learning Coalition. The providers of the Early Learning Coalitions are
responsible for the determination of eligibility and authorizing the actual child care service.
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26. How does the RWB ensure that local work activities comply with federal and state definitions?
Applicants are instructed to attend a group Welfare Transition overview/work registration session
offered twice a week in each Southwest Florida Works Center. The WT Program Overview and Work
Registration process, staff explains the requirements. As part of the work registration process,
applicants must document the completion of all applicable activities on the Work Registration and
Applicant Activity log. Staff enters all activities and services into the data entry system upon receipt of
the services. Case notes are entered regarding activities and services issued.
27. Describe how participants are referred to work sites to begin engagement
Career Development Representatives screen customers during assessment and Individual
Responsibility Plan (IRP) development to select candidates for referral to a Work Experience worksite
based upon the individual's employment goals. Alternately, participants may locate their own
community service project. Referrals to the worksite are prearranged with the employer by
telephone. A referral form is then faxed to employer and a copy given to the participant to bring to
the worksite for an initial interview appointment. After the initial interview the employer responds by
telephone or in writing indicating whether the individual is a match for the program.
28. How does the RWB ensure that participants assigned to community service or work experience do
not exceed the maximum number of hours allowed based on the work site calculation (cash
assistance plus food stamps divided by the higher of the state or federal minimum wage)?
The worksite agreement will identify the number of hours assigned. In no instance will an individual Areith
be assigned more than 40 hours per week. Region 24 will use the State guidelines and individuals will
not be assigned for the month to a community service or work experience work site greater than the
hours calculated based on cash assistance combined with food stamps divided by the higher of state
federal minimum wage. The Career Development Representative will record on the JPR screen only
those activities that meet the activity definition. Unpaid work activities will be supervised no less than
daily.
29. How does the region ensure that current worksite employees are not displaced by program
participants,including paid vacancies for which the employer will hire?
To protect employees against displacement, the Career Development Representatives will require the
community service provider sign the worksite agreement which specifies that "No currently employed
worker shall be displaced by a participant. This includes partial displacement such as reduction in
hours of non-overtime work, wages or employment benefits." If an employer is found to be practicing
displacement, staff will be instructed to no longer use this employer as a worksite for subsidized
employment and a letter will be sent to the employer indicating that their site will no longer be used
for subsidized employment. A grievance may be filed by regular employees regarding displacement by
a Welfare Transition Program Work Experience participant per the established grievance process.
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30. 1f a -participant reports--limited-abilities,-what--is--the-process--for-deferr-ing--the---participant from ---
traditional work activities? Describe the types of activities that may be included in a participant's
Alternative Plan
Region 24 conforms to the Florida Statute 414.065 which states, "if an individual cannot participate in
assigned work activities due to a medical incapacity, the individual may be excepted from the activity
for a specific period, except that the individual be required to comply with the course of treatment
necessary for the individual to resume participation." The medical deferral does not create an
exemption but the individual can be "excepted" from work requirements as limited by his or her
physician on a Medical Verification Form or through a statement signed by a physician licensed under
Florida Statues Chapters 458 or 459.
Participants/applicants of the Welfare Transition Program under doctor's care due to either a
temporary or prolonged medical condition will be deferred from the required activities for a specified
amount of time with appropriate medical documentation.
A temporary Caretaker Deferral status may be determined necessary for a participant caring for a
disabled/incapacitated family member.
Prior to placing a participant in a medical, caretaker relative, high risk pregnancy, domestic violence,or
other type of deferred status, the Career Development Representative will obtain required
documentation to verify that appropriate care is not available.
Upon disclosure by a mandatory customer seeking a deferral from participation due to a medical
condition the following process shall be followed:
a. The customer will be required to have the Medical Verification Form (AWI WTP 2288) completed
by their Florida licensed physician and returned to Center staff within 10 working days. Failure to
submit a completed medical form (2288) within the requested 10 working day time period shall
result in the initiation of the penalty process unless the participant begins to fully comply. It is
strongly encouraged for staff to mail the medical form (2288) to the physician of record AND
provide a physical copy to the customer in our attempts to secure the document.
b. When the medical form is returned an assessment will be conducted by the WT Career
Development Representative (CDR). A determination of medical deferral will be made based on
the medical form and if necessary, follow-up communication with the physician. The WT unit
supervisor is to review and sign off on all cases prior to placement in a deferred status. The
appropriate medical deferral shall be entered in the WT MIS deferral screen.
c. The participant shall attend a Medical Deferral Orientation session if a medical deferral is granted
regardless of the duration of the deferral.
d. The customer will be referred to Vocational Rehabilitation (VR) for a vocational assessment and
eligibility determination if it has been determined a medical deferral for a period of greater than
90 days is appropriate. Note: Individuals deferred for a period of greater than 90 days for the
reason of high risk pregnancy shall not be required to complete a VR assessment.
e. An Alternative Responsibility Plan (ARP) shall be completed by the participant and CDR with input
provide by the *WT RN to reflect participation with VR, the physician's treatment plan and all
other pertinent information, activities, and services. The customers may be eligible to obtain
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support services to participate in the required activities. These services may include
transportation, full or part-time childcare (as appropriate) and any other support service needed
for the individual to complete assigned tasks and keep scheduled appointments.
f. The medically deferred customer shall physically attend monthly appointments with the CDR to
provide documentation showing the individual is following the physician's treatment plan and the
steps of the ARP.
g. The customer shall provide updated medical forms (2288) as directed by the CDR based upon the
duration of the condition;temporary or prolonged.
h. The Customer's participation with VR is mandatory. Failure to keep appointments, cooperate with
VR, follow the physicians treatment plan, and complete the ARP steps without good cause may
result in the initiation of the penalty process.
Temporary Condition of 30 Days or Less: In the case of a temporary condition the appropriate
documentation per medical form (2288) shall be initially provided prior to granting the 30 days or less
medical deferral. Follow-up documentation shall be submitted on medical from (2288) at a minimum
on the 30th day of the medical deferral for the temporary condition to support the need of a
prolonged medical deferral detailing the individual's limitation(s) or inability to participate in the
program. When an updated follow-up medical form (2288) is obtained for an individual granted a
deferral based on a temporary condition indicating the condition will be prolonged and greater than
30 days, the medical deferral of thirty days or less shall be ended and a medical deferral of greater
than thirty days granted. The medical deferral information shall be updated on the WTP MIS deferral
screen to reflect the current deferral status and type. Arow
Prolonged Conditions of Greater than 30 Days: Those individuals with prolonged conditions initially
documented with medical form (2288) indicating a duration of greater than thirty days shall be
required to provide follow-up documentation on medical form (2288) at minimum of every six months
or as indicated by the physician on the medical documentation, whichever is earliest, again detailing
the individual's limitation(s) or inability to participate in the program. Deferrals with prolonged
conditions with an expected duration of greater than 30 days will be processed as follows:
a. Participants with a prolonged condition will apply for Social Security(SS) benefits;
b. WT MIS case notes will indicate the customer was provided a fact sheet regarding the SS benefit
application process;
c. WT MIS ARP Steps to Self-Sufficiency will indicate the customer was given 30 days to submit
documentation of the application for SS benefits;
d. WT MIS Alternative Screen will be completed with up-to-date Medical Deferral information; and
e. SS Benefit information will be entered on the WT MIS Alternative Screen regarding application and
appeal information.
Informal and formal assessments are used jointly to develop an Alternative Requirement Plan with an
individual who cannot fully participate due to deferrals. The Alternative Plan will include the following
elements:
o barriers to employment;
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o services needed to overcome the barriers;
o goals; medical, personal,and employment goals;
o alternative activities that will move the deferred individual back to participation such as; activities
based upon appropriately documented limitations, additional vocational assessments, and
referrals to Vocational Rehabilitation; and
o individualized steps to guide the participant to full participation in program activities.
The alternative plan will be updated when an individual's case reopens, major household changes
occur, or when the required documentation is received supporting a change in the allowable work
activity.
31. Does the region require deferred participants to complete any vocational or other assessments?
The customer will be referred to Vocational Rehabilitation (VR) for a vocational assessment and
eligibility determination if it has been determined a medical deferral for a period of greater than 90
days is appropriate. Note: Individuals deferred for a period of greater than 90 days for the reason of
high risk pregnancy shall not be required to complete a VR assessment.
32. Describe how the region identifies hidden disabilities, including learning disabilities
Methods used to identify persons with hidden disabilities, to include learning disabilities, include self-
identification, information provided by area school districts, and assessment results.
33. What other services are provided to participants who have learning or other hidden disabilities?
Once identified, individuals with learning disabilities may be referred to Vocational Rehabilitation,
similar agencies or community-based organizations with expertise in dealing with learning disabilities.
Where appropriate, participants are encouraged and assisted with partial employment.
E. Special Populations
1. Describe the region's process for providing workforce services to the following hard-to-serve
populations:
• Homeless
• Ex-Offenders
• Older Workers
• Migrant Seasonal Farm Workers
• Individuals with Disabilities
• Limited English Proficiency/English as a Second Language(ESL)
• Refugees
• Domestic Violence
Southwest Florida Works Center staff will continue outreach to community-based organizations, faith-
based organizations and other local groups serving low-income individuals, older workers, homeless,
ex-offenders, Migrant Seasonal Farm Workers, individuals with disabilities, refugees, participants who
report domestic violence and hard-to-serve individuals such as those with limited English speaking
abilities. On-going assessments by Center staff will guide customers to a self-directed path, group
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sessions, or one-on-one assistance. Staff will target these individuals and determine the skills needed
to succeed. These individuals will be made aware of education and occupational training
opportunities. If it is determined that occupational training is needed to enhance skill levels, staff will
assist by referring for training with approved training vendors to increase skill level for higher paying
jobs. Priority will be given to recipients of public assistance and other low-income individuals.
Due to a successful Disability Navigator Program, the Centers are better prepared to assist individuals
with disabilities in accessing the services they need. Assistive technology devices have been made
available to include additional licenses & upgrades for Zoom text/JAWS and UbiDuo, a dual keyboard
with LCD monitor. Staff is more knowledgeable and able to work with the customer in creating an
appropriate Employment Development Plan.
Describe how the RWB ensures that domestic violence providers/partners are trained and
competent to provide such services.
To ensure that all domestic violence providers are trained and competent to provide such services,our
staff only refer individuals to state-approved shelters and services. Although our staff is not the
provider of domestic violence services,they are provided training on the confidentiality and security of
files related to domestic violence. Our staff participates in in-service training provided by the state-
approved shelters throughout the region to include the Center for Abuse and Rape Emergency, Inc.
(CARE) in Charlotte County, the Shelter for Abused Women in Collier County, the Abuse, Counseling
and Treatment, Inc. (ACT) shelter in Lee County and a subsidiary of ACT in Glades and Hendry counties.
2. Other than work registration,describe when customers are notified of the opportunity to receive
domestic violence services and counseling
In addition to information provided during work registration, participants are also notified of the
opportunity to receive support services, counseling, etc. related to domestic violence when customers
attend an in-depth orientation session. During confidential interviews, staff may ask a series of
questions, as outlined on our Domestic Violence Procedure (Attachment 21)
3. How does the RWB ensure the confidentiality of customers who have reported domestic violence?
A participant who discloses the need for domestic violence services is provided this information and
assistance in a one-on-one meeting, held in areas with as much privacy as possible. Each is reviewed
on its individual basis, in order to best serve the needs of that customer. Individual referrals to other
agencies are made with the consent of the customer and in confidence. Participant files and records
are maintained separately in a secure environment, under lock and key, and only shared with other
agencies on a confidential basis, subject to federal and state regulations. Notes are not entered into
the computer system. Staff are instructed on how to process and store domestic violence files.
4. How does the RWB ensure that the customer has a safety plan in place?
Participants who disclose domestic violence or the possibility of domestic violence are referred for
further assessment to identified crisis centers. A variety of assessment instruments are used by these
crisis centers. The results of the assessment will be used to develop a safety plan. Elements of the
safety plan will be used for joint development (by the participant and the WTP staff) of the Alternate
Responsibility Plan (ARP). The Career Development Representative will include law enforcement,
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shelter personnel and other social service providers when appropriate to ensure a complete and
successful "Safety Plan" is compiled.
5. How does the region ensure that the safety plan for customers requesting relocation assistance due
to domestic violence include a recommendation of relocation from a domestic violence
professional?
The Safety Plan is reviewed by the supervisor to ensure that it contains a recommendation of
relocation from a domestic violence professional.
F. Transitional Services
1. Describe when and how customers are informed about transitional services
Program participants are informed about transitional benefits and services during the overview.
When they obtain employment, participants are informed about transitional benefits and services
through the OSST generated letter. Transitional benefits are also explained and reviewed during
monthly contact. Participants are sent a reminder letter regarding months left of transitional services.
2. Describe the type of services offered to participants whose cash assistance closes with earned
income
Region 24 offers all transitional services, including Transitional Child Care, Transitional Transportation
assistance, and Transitional Education with child care assistance to those WT participants who are no
longer receiving cash assistance due to earned income and whose income does not exceed 200
percent of the Federal Poverty Level.
3. Describe how those eligible for transitional services can access them
Applicant must provide documentation as requested, maintain appropriate level of employment, have
an eligible child in the home and continue to communicate with staff in order to receive services.
4. How long can an eligible transitional customers access transitional support services?
Up to 24 months .following the closure of the TCA due to employment or approval of Upfront
Diversion Services.
5. How long does the RWB authorize a childcare referral for transitional customers?
Transitional Child Care (TCC) referrals are limited to 12 month increments following the termination of
cash assistance for employment if the household's income remains less than 200% of the Federal
Poverty Level (FPL). To obtain the second 12 month TCC referral, the customer will attend a Career
Development Representative appointment to update the Individual Responsibility Plan. This could be
less if the child care provider has limited resources.
6. How often does the RWB require a participant receiving transitional childcare to document
employment?
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No less than monthly,the customer must submit documentation displaying of least 20 weekly hours of
employment and a household income of less than 200%of the FPL to be eligible for ongoing TCC.
7. How often are transitional participants receiving support services reviewed for eligibility(family size,
income, household composition,etc.)?
Career Development Representatives review the files of transitional participants receiving child care
monthly to ensure the individual remains in employment. If barriers to employment are identified,
supportive services are discussed to assist the client in retaining employment or regaining
employment. Each month the Career Development Representative will review the transition client's
income and household changes to determine continued program eligibility.
8. Describe the educational and training opportunities available to transitional participants
TANF funded education and training is available and offered to participants for 24 months following
the closure of case due to employment. Dual enrollment is also encouraged to leverage funds with
Workforce Investment Act(WIA) programs.
9. How does the RWB encourage employment retention and advancement for transitional
participants?
According to programmatic guidelines, this process continues through 24 months of transitional
eligibility. The purpose of this follow-up after placement in an unsubsidized job is to address any
surfacing barriers to help insure retention. The Career Development Representative remains a
constant support throughout the entire employment and training process. This consistency is critical,
as some customers do not remain on a straight path towards self-sufficiency. Rather, they encounter
requiring a variety of supports. Consistent career management services ensure those
supports are available whenever needed and that redirection assistance is available.
G. Special Projects
1. Describe how the RWB uses TANF funds for any locally developed special projects?
Based upon the availability of local resources, the Region may operate a Summer Youth Program
providing Pregnancy Prevention instruction. The targeted population is youth under 18 years of age
or teen parents.
2. What TANF purpose does the project serve?
TANF Purpose Number 3-To reduce the incidence of out-of-wedlock pregnancies.
H. Oversight and Safeguards
1. Describe safeguards the region has in place to recognize and identify fraud, attempted fraud or
suspected fraud by program participants?
Staff reviews timesheets, employment verifications and other documentation for dates, appropriate
signatures and other factors. Internal peer review and supervisory reviews are conducted.
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2. Describe safeguards the region has in place to discourage fraud or attempted fraud by program
•
participants?
Staff discourages fraud by informing participants of their responsibilities and offering frequent
reminders to report changes in status or failure to comply. Staff also informs participants of the
consequences for failure to participate.
3. What's the process for reporting program participants (applicants, mandatory, and transitional) for
fraud or suspected fraud?
If a compliance issue, frontline staff will issue a Pre-Penalty. If a benefit issue frontline staff will notify
their Supervisor who will notify the Region's Fraud Referral Designee (FRD) or backup person. The FRD
and back-up person will be the local points of contact in instances where there is suspicion of fraud in
the WT and/or SNAP Employment and Training programs. The fraud referral designee will report
instances of suspected fraud for investigation to the Public Assistance Fraud (PAF) unit by completing a
Fraud Incident Report or via the FLORIDA system. Region 24 will follow the interim guidance provided
by Department of Economic Opportunity until fraud reporting procedures are finalized.
4. Describe safeguards the region has in place to recognize and identify fraud, attempted fraud, or
suspected fraud among program staff?
Staff is able to identify suspected fraud through peer reviews and supervisory reviews. In addition,the
Quality Assurance Managers and Programs Division Director will perform internal monitoring of staff
activities.
5. Describe safeguards the region has in place to discourage fraud or attempted fraud among program
staff?
All employees receive and sign for an Employee Handbook which includes Rules of Conduct.
Employees also sign the Acknowledgement of Receipt whenever revisions or updates are made. The
Rules of Conduct include information about fraudulent activities and the disciplinary action that may
be taken.
6. What's the process for reporting program staff for fraud,attempted fraud or suspected fraud?
Suspected fraud is to be reported to a Supervisor, Quality Assurance Program Manager or the
Programs Division Director, as soon as a potential issue is known. Board staff will do an internal
investigation and report the incident to the Inspector General if merited.
I. Individual Developmental Accounts
1. Describe the region's Individual Development Account (IDA) program; specifically identify the
population served under the IDA project.
While the Southwest Florida Workforce Development Board acknowledges the Individual
Development Account(IDA) program has merit,the Board did not give this initiative funding priority.
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Supplemental Nutrition Assistance Program
Employment and Training (SNAP E&T)
For the SNAP E&T section, please provide short narratives responding to the following informational requests.
If the RWB has a local operating procedure that meets all required elements of the section, the RWB may
attach the document and simply refer to the local operating procedure. If the RWB does not implement a
SNAP E&T program, indicate "does not operate a SNAP E&T program." Please refer to the recently approved
SNAP E&T Program State Plan as a reference to assist in the preparation of the local plan. If a local policy exists
which addresses any of the items below, refer to that local policy. Include it as an attachment to the local plan.
1. Describe the local staffing(case management)model used to serve SNAP E&T participants.
Region 24 delivers Supplemental Nutrition Assistance Program (SNAP) Employment and Training
Program (E&T) career management in Charlotte, Collier and Lee counties with services located in the
Southwest Florida Works Centers. The Centers are designed and located to provide the best coverage
of services to the customers of the three county area of Region 24. Region 24 integrated program staff
has been cross trained to administer the SNAP program in the Counties the program is offered; Lee,
Collier, Charlotte. The integration of the program staff reduces duplication of services and simplifies
the process of delivering services provided with by workforce development programs.
The Center SNAP E&T case management staff creates and implement all marketing initiatives, in
coordination with the One-Stop Leadership Team, to ensure current and former SNAP customers are
aware of all services available to them.
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2. Describe the local procedures for contacting participants after the referral has been received from
DCF through the overnight interface (FLORIDA to OSST Interface). Include the timeframe involved
and how this process is documented.
Upon the receipt of a new case, reopen, or transfer-to SNAP E&T referral from the Florida Department
of Children and Families (DCF), Region 24 shall implement the DEO SNAP E&T Florida State Plan
automated process of the Outreach Letter, Orientation, Assessment and initial activity assignment for
the convenience of the SNAP E&T volunteer. If it is determined the volunteer has completed the SNAP
E&T-Orientation within the last 12 months and no major program changes have occurred, an
appointment letter scheduling an assessment is mailed to the participant. Case notes are entered for
each participant in the DEO management information system indicating the time and date of the
scheduled orientation or assessment appointment. A copy of the online assessment information
gathered in the OSST Individual Responsibility Plan shall be printed and housed in the physical case
file.
3. Describe procedures for notifying the participants of their rights and opportunities while
participating in the SNAP E&T Program. Include procedures for providing information on the
Grievance process.
A copy of the Opportunities and Obligations Acknowledgement Form is given to the participant and a
second copy is signed by the individual and maintained in the case file upon the first office visit with
Center Staff following the completion of the automated orientation, assessment, and initial activity
assignment process. Each is provided a copy of the Equal Opportunity is the Law. The Equal
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Opportunity information provided includes instructions on obtaining additional information and filing a
complaint or grievance.
4. What is the local approach for providing orientation and assessment in the SNAP E&T program?
Include a description of assessment tools that are used and when assessment is conducted.
Orientation and assessment are not stand alone program components but are considered part of the
initial assigned program activity component.
Orientation Activity: Orientation is an activity for all new or reopened volunteer SNAP E&T cases. A
SNAP E&T program orientation shall be provided to all new or reopened SNAP E&T volunteers within
10 calendar days of the individual expressing interest in volunteering in program activities. During
orientation, participants receive an in-depth explanation of the SNAP E&T program requirements,
program benefits, opportunities, and available employment services. The participant may complete
the SNAP E&T orientation online from the SNAP E&T Management Information System (MIS). The
SNAP E&T MIS may be accessed by registrants at home, partnering organizations, or at the Southwest
Florida Works Centers.
Assessment Activity: The completion of an assessment is an activity that shall be completed prior to
assigning the volunteer to a program component activity. The SNAP E&T case management staff shall
utilize the online SNAP E&T Assessment to determine educational status, training and work history
prior to the assignment of the volunteer to program component activities; job search, job search
training, Vocational Education, Education, TAA/WIA activities, Work Experience (WE), Self-Initiated
Work Experience (SIWE)or Employment. To determine if changes in the assigned program component
are necessary, Center Staff shall conduct ongoing assessments with the volunteer during the period of
time the individual chooses to participate.
5. Describe the local approach to integrate services for SNAP E&T clients with WIA, Wagner-Peyser,
and other workforce programs available through the One-Stop Career Center.
Region 24 has developed and implemented a fully integrated SNAP E&T service delivery model offering
customers a seamless flow of services. This includes the fundamental job search services of linking
individuals with appropriate services and activities through ongoing assessment, employment planning
and tracking of performance to ensure customers are engaged in countable activities. This process
continues throughout the time period in which the participant desires to volunteer in SNAP E&T
program component activities. Center Staff remain a constant support throughout the entire
employment and training process. This consistency is critical as some customers may become
discouraged and lose motivation while participating in activities intended to assist them in becoming
self-sufficient.
Upon entry into the program, the participant completes an assessment online or with Center Staff to
identify the individual's employability strengths and goals. Based upon the information gathered
through the assessment process, the individual may select via the automated process or case
management staff has the flexibility to determine the individual's activity assignment. If the need for
additional training and education activities to secure employment is identified during the assessment
process, then referrals for these activities will be offered by the Center Staff. The Region's Center
staff has been cross trained and integrated to serve the SNAP volunteer and enroll them in multiple
workforce service programs to include Wagner-Peyser, Workforce Investment Act, as well as, referral
to other services provided by partnering organizations within the Region.
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6. Provide a definition for Job Search and describe the local approach for determining when to assign a
program volunteer to Job Search.
After the volunteer has completed the online orientation / assessment, they select the initial SNAP
component they wish to participate. If an informal assessment during a the monthly contact with
Program staff identifies the volunteer may benefit from the services provided through a Job Search or
Job Search Training component, the volunteer will be informed of the component value to the
individuals employability.
Job Search Component:
a. The job search component includes the following activities:
• Completing applications
• Submitting résumés
• Meeting with job developers for referrals to employers
• Contacting employers about job opportunities
• Attending interviews
• Going to job fairs
b. Job search contacts shall be recorded on a job search report form or a screen print from the
Employ Florida Marketplace system displaying the number of job search contacts made or time
spent in the job search activity for the period. This data shall be entered in the program MIS no
less than monthly.
c. Level of participant effort — One job search record equals one hour of participation unless the
individual lives in a rural area. Individuals who live in rural areas will receive two hours of
for one job search record. Hours of participation will be entered on the JPR screen.
d. The job search component shall be limited to six months. The volunteer will be assessed during
each monthly contact to determine the individual's level of success with the job search component
to determine if assigning to another SNAP component would be more beneficial.
Job Search Training Component:
a. The job search training component includes the following activities:
• Employability skills
• Life skills
• Basic job seeking skills
b. The job search training activities shall be recorded on a job search training time sheet. This data
shall be entered in the program MIS no less than monthly.
c. Level of Participant effort—The volunteer shall be asked to participate in at least 10 hours of job
search training activities a month.
d. The job search activity shall be limited to a three month time period.
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7. Provide a definition for Job Search Training and describe the local approach for determining when to
assign a program volunteer to Job Search Training.
See#6 above.
8. Describe the local approach for developing Work Experience sites, including the procedure for
securing signed worksite agreements and job descriptions.
The case management staff will work with community-based organizations to develop and maintain
worksites designed to provide a non-paid job training experience. When developing a worksite, the
SNAP E&T case management staff and the community-based organization together complete an SNAP
Community Service Work Experience Program Agreement form. The community-based organization
will present a detailed job description on the SNAP E&T Community Work Experience Program Job
Description Form to the case management staff and provide training to participants to adequately
perform the duties of the assigned job. Community-based organizations may not replace the
employment of regularly employed individuals with those referred to US activities. Employers must
provide the same benefits and working conditions provided to regularly employed individuals
performing comparable work for comparable hours.
9. Describe the procedures for verifying and documenting participant engagement in Work Experience.
The worksite agreement is completed and collected prior to the participant beginning their activity
onsite. Career Development Representatives monitor the participation of the Volunteer in the WE
activity and progress in gaining employability skills. The community-based organization will provide
supervision to participants, track daily hours of participation and monitor progress /or inadequate
participation. The SNAP E&T Career Development Representatives will communicate regularly with
the worksite supervisors to determine if the participant is adequately increasing employability skills
they need to move into or obtain unsubsidized employment or if an assessment to reassign to another
worksite or training activity is necessary.
10. How will the region ensure that hours recorded for engagement in Work Experience do not exceed
the permissible hours based on the worksite calculation.
The work experience activity attendance shall be documented on the Work Experience time sheet.
This information shall be recorded in the program MIS no less than monthly.
11. Describe the local approach for providing the Self-Initiated Work Experience (SIWE) component.
Include a description of the process and criteria given to participants for developing their own
worksites and procedures for obtaining signed contracts with the worksites and job descriptions.
Self-Initiated Work Experience (SIWE) is a program activity component in which the SNAP E&T
volunteer performs work in a public service. A SNAP E&T program volunteer has the option to
independently develop a self-initiated work site at a not-for-profit community-based organization.
This component is designed to build employability skills or job related skills through an actual work
experience at a worksite.
The Center staff will work with the SIWE community-based organization worksites to develop and
maintain WE worksites agreements designed to provide a non-paid job training experience. An official
Work Experience worksite agreement shall be obtained from the worksite as described in Section 8
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within 30 days of the start of the SIWE to protect the volunteer while participating in component
activities at the employer worksite.
12. Describe the procedures for verifying and documenting participant engagement in SIWE, including
how the region will ensure that hours recorded for engagement in this component do not exceed
the permissible hours each month based on the worksite calculation.
Career Development Representatives monitor the participation of the Volunteer in the SIWE activity
and progress in gaining employability skills. The community-based organization will provide
supervision to participants, track daily hours of participation and monitor progress /or inadequate
participation. The SNAP E&T Career Development Representatives will communicate regularly with
the worksite supervisors to determine if the participant is adequately increasing employability skills
they need to move into or obtain unsubsidized employment or if an assessment to reassign to another
worksite or training activity is necessary.
Level of participant effort—The volunteer is asked to participate a minimum of the food stamp benefit
divided by the higher of the Federal or State minimum wage, divided by the number of individuals in
the food stamp assistance group, for the month. If the volunteer participant opts to participate in
SIWE hours greater than the benefit calculation requires, the participant will be considered a
community volunteer. These additional hours will not be associated with SNAP E&T participation.
The work experience activity attendance shall be documented on the SIWE timesheet. This
information shall be recorded in the program MIS no less than monthly.
13. What is the local approach for providing the Vocational Training component?
The vocational training component activity shall include training that improves the employability of the
participant by providing training in a skill or trade. The training providers for the SNAP E&T vocational
training must be approved by Southwest Florida Workforce Development Board or Workforce Florida,
Inc. and posted on the Eligible Training Provider list (ETPL). If no other program funding source is
available, on a case by case basis, and approved by the Center Director, SNAP funds may be used to
pay the vendor directly for tuition, books, other required course supplies, and cost associated with the
training.
The vocational training activity attendance shall be recorded on the training activity time sheet. This
information shall be entered in the program MIS no less than monthly.
Level of participant effort — The SNAP E&T volunteer shall be asked to participate in at least eight
hours of vocational training a week(32 hours a month).
14. Describe the process for developing customized training sites and agreements for participants
enrolled in SNAP E&T.
As noted above in this Plan, Customized Training is designed to meet the needs of an individual
employer or group of employers with similar needs. Region 24 targets high growth industries.
Information regarding availability of customized training is disseminated to civic groups, professional
organizations, individual businesses and economic development office. Business Development
Division staff offer presentations to community and professional groups. Agreements are developed
Asok
outlining the specifics.
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15. What is the local approach for providing the Education component (when it is assigned,
documentation,etc)?
The Education component activity includes, but is not limited to, a combination of Adult Basic
Education (ABE), Remedial Education, High School completion or General Educational Development
(GED), Post-Secondary Education, Vocational Training, or English for Speakers of Other Languages
(ESOL)/Adult English as a Second Language.
The SNAP programs may provide funding for cost associated with the secondary or post-secondary
training if the provider is posted on the on ETPL,and no other program funding is available.
The education training program activity attendance shall be recorded on the training activity time
sheet. This information shall be entered in the program MIS no less than monthly.
Level of participant effort-The SNAP E&T volunteer shall be asked to participate in at least eight hours
of vocational training a week(32 hours a month).
16. Describe the local criteria for using 100 percent funds.
The Region 24 SNAP E&T programs may provide funding for cost associated with the ABE, GED and
ESOL training if the volunteer enrolled in SNAP E&T prior to the training program enrollment date and
if no other program funding is available.
17. Describe the local approach for assigning program volunteers to the WIA and/or TAA component,
including documenting enrollment into WIA/TAA program(s)and when to assign to this component.
The SNAP E&T volunteer may be enrolled and engaged in WIA/TAA program activities to include
occupational skills training, On-the-Job training, as well as, other WIA funded activities. WIA/TAA
program activity time sheets shall be accepted to record the attendance in the training program. This
information shall be entered in the program MIS no less than monthly.
Level of participant effort — The volunteer is required to participate in the WIA/TAA program based
upon the Individual Employability Plan (IEP) requirements.
18. Describe local procedures for referring employed participants to SNAP E&T activities
Individuals who continue to receive food stamp benefits after securing employment may be engaged
in other activity components to support an increase in employment. The activity component assigned
would not be employment for those employed individuals continuing to receive food stamp benefits.
Employment shall be documented by the completion of the employment verification form by the
employer or third party collateral contact with employer by Center Staff. This information shall be
documented in the program MIS and reported to DCF no later than the 10th business day of the
month following the month the employment was secured.
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19. What are the local procedures for informing food stamp recipients who are not referred by DCF via
Amok
the FLORIDA/OSST system interface of their ability to volunteer for the SNAP E&T program?
The Region has implemented a multi-faceted outreach approach to inform Food Stamp recipients of
the benefits of becoming an SNAP program volunteer; Program poster distribution, Center
Employability Service Orientation to universal customers, screening/program referral of universal job
seekers customers visiting the center to include WIA, TCA Applicants, UC Claimants; screening of
existing program participants in receipt of Foods Stamps; food stamp recipient customers of local not-
for-profit partnering organizations.
For the individual wishing to participate as a volunteer in the SNAP E&T program who does not have an
existing case in the OSST system, Center staff shall review the DCF FLORIDA system to determine if the
individual is a food stamp recipient, complete OSST registration in the SNAP program, create an OSST
SNAP E&T case, instruct the volunteer to complete the online orientation and assessment, and engage
in appropriate activity components
20. Describe the local process for monitoring the SNAP E&T Program. Include information about reports
or tools that are used to monitor the program
Local compliance monitoring of the SNAP E&T Program will be conducted through computer desk
audits and on-site visits. The SNAP E&T cases will be continuously monitored by Center staff utilizing a
multiple layer approach; peer reviews, supervisory review and a management review in accordance
with the contract and performance benchmarks. In addition, the Board's contracted monitoring
consultant will review accuracy of case management throughout the year. The monitoring review will
consist of reviewing documentation of notification of program participation, program activity
assignment, support services, conciliation process, sanctions and the accuracy of monthly reports.
Regional staff has taken on additional quality assurance responsibilities to ensure program integrity.
As deemed necessary, Board staff and/or the contracted monitoring consultant may require responses
and corrective actions from the case management staff.
21. Describe the local procedures for requesting Food Stamp Reimbursements (FSRs) for eligible
participants. Include procedures for ensuring that volunteers who request transportation
reimbursements are engaged in SNAP E&T components.
Region 24 will reimburse registrants for expenses related to participation in a SNAP E&T activity or a
combination of SNAP E&T activities based upon the states set amount for the participation specific
activities or components each month for allowable costs based on need. FSR need is evaluated during
initial assessment and throughout the participant's involvement with the SNAP E&T program.
Reimbursements will be authorized by the Center Staff and may include transportation or other costs
such as, but not limited to, automobile gas, taxi or bus fare, tools, clothing, resume writing or printing.
A Food Stamp Reimbursement(FSR) may be issued in the following scenarios:
• If the volunteer traveled to complete only the orientation and assessment, the FSR may be
reimbursed up to$10.00 for the month.
• If the volunteer traveled to complete the orientation and assessment and also participated in a
program component during the same month, a reimbursement may be issued up to$20.00.
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• If the volunteer was required to travel to participate in SNAP E&T components, a reimbursement
may be issued up to $20.00 for the month.
The volunteer may be reimbursed for travel expenses up to the amount they have presented
documentation of spending or the State maximum.
Only one FSR may be earned and issued in each month of participation. Therefore, if multiple FSR
qualifying activities have occurred in one month, the participant is only eligible for one Food Stamp
Reimbursement benefit.
If volunteer is participating in WIA/TAA and receiving WIA funded transportation services, the SNAP
E&T FSR shall be offset. Example: WIA transportation reimbursement calculation is$80.00 per month,
and the individual is eligible for an FSR of $20.00 per month, the WIA transportation reimbursement
shall be $60.00 per month, i.e., ($80.00-$20.00)=$60.00/month WIA funded transportation service.
Region 24 will reimburse registrants, in a timely manner,for the expenses of transportation and work-
related expenses. The transportation and work-related expenses reimbursement requests are key-
entered directly into the automated information system by way of the Food Stamp Benefits / Food
Stamp Reimbursement (FSR) screen of the DEO management information system. The data is
transmitted directly to a payroll computer tape which is transmitted to the state's Office of the
Comptroller. Documentation of the identified need for reimbursement will be entered in the DEO
management information system case notes, as well as, the month, activity, and hours completed to
receive the FSR.
Documentation demonstrating the need of the FSR includes the following;Time and attendance sheets
supporting the completion of the required work activity hours, Map Quest showing the distance from
the participant's residence and worksite, MIS case notes and receipts of the expense the participant is
requesting reimbursement. The documentation indicating the time period, registrants name and case
number will be housed in the customer's physical case file supporting the need of the FSR.
Volunteers can be determined as meeting the level of effort, if they were not able to complete all
activity hours based upon a transportation issue. If a transportation issue prohibited full participation,
the volunteer may be determined as meeting the level of effort and the full FSR issued.
22. Describe local procedures for linking participants to other services and funding streams as
appropriate.
The SNAP case management staff fully utilizes the network of services and programs available through
the Centers to include linking participants with Vocational Rehabilitation services, workshops through
the Resource Rooms, training opportunities through the WIA program, job search activities through
the Department of Economic Opportunity and others as needed. For services not located at the
Centers, participants are referred to other partner agencies and organizations for a variety of support
services to include substance abuse programs and transportation assistance.
Region 24's procedures for the provision of services to individuals with limited English proficiency
include participant referrals to English for Speakers of Other Languages (ESOL) through our county
adult education programs, technical schools and Literacy of America. Region 24's procedures also
include an auxiliary aids plan for those individuals requiring those services. SNAP E&T Program forms
are available in Spanish. Interpreters are available at the Centers either on staff or on-call.
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23. Describe local procedures for ensuring that SNAP E&T Program staff is represented and proper
documentation is provided at the DCF Administrative Fair Hearings.
A registrant has a right to a fair hearing to resolve any complaint or disagreement about participation
in the SNAP E&T Program. A memorandum of agreement for Administrative Fair Hearings has been
completed identifying the contact individuals for the SNAP case management and for DCF to ensure
that SNAP E&T program representation and proper documentation are provided at the DCF
Administrative Fair Hearings.
24. Describe local efforts relative to developing jobs for SNAP Program participants, assisting them with
securing unsubsidized employment,and helping them become self-sufficient. (V.G.9.f.3)
Region 24's Business Development Division guides the business outreach measures as part of its
overall plan. Its goals involve the refinement of the business outreach program.
The SNAP E&T case management staff works closely with local Agency for Workforce Innovation
personnel in its marketing and job development efforts. The collocation of partners in the Centers
enhances the marketing capabilities of SNAP E&T services and activities including employment
opportunities for participants.
Board and Committee members, through community memberships, personal contacts, presentations,
job fairs and other similar avenues, raise the awareness of employers in Region 24 to the availability of
incentives for hiring SNAP E&T program participants. The Board's job development and placement
staff has primary responsibility for the day-to-day marketing of the "employer hiring incentives" such
as WOTC(Work Opportunity Tax Credit).
The Board also participates in a cooperative partnership with the South Florida District Office of the
U.S. Small Business Administration to identify potential personnel needs of the small business
community, encourage their participation in the SNAP Program and ensure that small businesses are
aware of the above business incentives
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Workforce Investment Act Programs (WIA)
Provide a comprehensive overview of Adult, Dislocated Worker and Youth program activities. Indicate how
these activities will be structured to support the Governor's strategic objectives as well as other imperatives
outlined in the State Plan. Discuss how the RWB will provide training services to the following groups in
response to the established needs of local employers:
• dislocated workers
• displaced homemakers
• migrants seasonal farmworkers
• women
• older individuals
• people with limited English-speaking proficiency
• individuals training for non-traditional employment
• veterans
• public assistance recipients
• people with disabilities
The mission of the Southwest Florida Workforce Development Board, Inc. is to initiate and support effective
strategies through collaboration with business, education, and social services to facilitate the development of
programs and activities that reduce dependency, encourage personal growth, and provide economic benefits
to individuals, businesses, and communities of Southwest Florida. The Boards' economic development goals
are aligned with our partner economic development councils/economic development offices (EDCs/EDOs). As
the EDCs/EDOs bring new employers to our area and work to expand existing businesses, we provide the
qualified workforce to meet the needs of these businesses. Efforts are aligned with the State of Florida Plan
and Governor Rick Scott's identified priorities to: Create more jobs; Get Floridians back to work; Foster
opportunities for prosperity; Grow businesses; Expand global commerce; and, Increase the competitiveness of
Florida.
Southwest Florida Workforce Development Board, Inc., its SwfIWORKS Centers and supporting Satellite Offices
provides a One-Stop system designed to enhance access to services and improve long-term employment
outcomes for individuals seeking assistance. The system is comprised of five comprehensive, physical One-
Stop centers in local area that provide the core services as specified in WIA with two supporting satellite
offices to meet specific needs of the communities in which they are located.
Through the available WIA formula funding designated for eligible individuals defined as Adult, Dislocated and
Youth and any/all other available resources, Southwest Florida is committed to providing services that meet
and exceed all nine negotiated Common Measures performance measures. To reach its strategically planned
goals and priorities,the following phases are incorporated into the delivery of services to include the following
specialized groups of individuals. These specialized groups of individuals are determined to be in need of
services from the Centers to promote successful completion of training programs. The Board's vision of
providing training services to individuals who are categorized as the hardest to serve strengthens local and
regional workforce(s) in all communities. Outreach to businesses, one-stop partners, and community and
faith-based organizations with informational flyers/brochures, electronic messages, and press releases to
educate communities of available workforce services and initiatives so individuals can be informed by various
venues. As a result of the multi-pronged effort, the current and future workforce needs of our regional
businesses can be met-our ultimate mission.
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The delivery of services will be monitored by the Leadership Team, Board staff, and the Service and Delivery
Committee of the Board. Timely customer satisfaction reports will be provided and reported to the Board at
regularly scheduled meetings and as deemed necessary.
The steps or checklist utilized to enhance access to services and improve long-term employment outcomes for
individuals seeking assistance that are eligible for Workforce Investment Act funded services and are
categorized as: dislocated workers, displaced homemakers, migrants seasonal farmworkers, women, older
individuals, people with limited English-speaking proficiency, individuals training for non-traditional
employment,veterans, public assistance recipients, and, people with disabilities will be provided services upon
initial contact and as needs are determined Center staff offer to coordinate assistance of designated
Center/Office staff, community, faith based organization and partner as needed. Services provided to
individuals are (but not limited to:
✓ Contact with community or faith-based organization and is determined to be in need of workforce services
by representative of organization — individual guided or assisted to contact Center via telephone, in-
person, or electronically
✓ Contact with local and regional education and occupational training providers and is determined to be in
need of workforce services by representative of facility—individual guided or assisted to contact Center via
telephone, in-person,or electronically(representative of facility also known as"partner")
✓ Contact with business or one-stop partner and is determined to be in need of workforce services by
partner—individual guided or assisted to contact Center via telephone, in-person, or electronically
✓ Contact with Center via telephone - staff will invite (encourage) person to visit the nearest (or most
convenient) Center and/or virtual visit to www.SwfIWORKS.org
✓ Provided an overview of Center Services and scheduled for an Center Orientation Workshop (workshop
Ask
schedule available at website with sign-up instructions) or provided a priority service by designated staff at
each SwfIWORKS Center as needed
✓ Coordinate on-site Center Orientation Workshop to group if determined to be needed and economically
sound (at business' facility,organization's location and/or partner office)
✓ Encourage self-registration on the Employ Florida Marketplace as an individual at www.employflorida.com
✓ Offer translation services and coordinate assistance of designated Center/Office staff, community, faith
based organization and partner as needed
✓ Offer specialized technologies of the Center and coordinate assistance of designated staff if needed
✓ Encourage Initial Skills Review and other self-assessment tools available electronically through
www.employflorida.com and www.floridajobs.org and in print as needed.
✓ Offer Labor Market Information by region and/or communities in variety of methods/modes as needed
✓ Provide workshops with specific titles and curriculum to enhance employability skills and coordinate
assistance of designated staff as needed. Regularly scheduled WORKSHOP titles include (but are not
limited to): Time to Jump Start YOUR Career, Time to Discuss Occupational Training, Employment Services
Orientation,Job Search and Application, Resume and Cover Letter,Transferrable Skills, Interviewing Skills,
and Welfare Transition Program—Work Registration and Overview
✓ Provide "roving" staff at Centers to assist and guide customers in the common areas and offer services
✓ Provide signage in beginner level languages to promote services, initiatives and policies/procedures of
Center and its partners
✓ Provide informational flyers, public announcements including e-announcements educating partners,
communities and individuals of available support services and resources
✓ Provide designated staff to provide Veteran's Services (Disabled Veteran' Outreach Program and Local
Veterans' Employment Representative to Veterans and eligible spouse
✓ Provide dedicated staff to guide individual in employment and/or re-employment services
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✓ Provide comprehensive and detailed Individual Employment Plan as requested and/or needed (also known
as an Individual Services Strategy or Individual Responsibility Plan
✓ Provide designated staff in Centers/Satellite Offices that are trained in First Aid and CPR
✓ Provide current targeted occupations list for Southwest Florida and reference available labor market
information for community,county and/or region as needed
✓ Provide information on eligible training providers (list in print, reviewed verbally, or available on website)
with pertinent occupational information and performance data
✓ Provide designated staff to develop employment opportunities(job development)
✓ Provide designated staff to assist with Up-front Diversion program as indicated by households' emergent
need
✓ Provide designated staff to guide individual in the transitional service period
✓ Provide Designated staff to guide individual in resources available for"challenged" persons in the common
areas, resource room and communities
✓ Provide guidance and/or assistance to individual for source documentation for intake/eligibility services
✓ Provide guidance and/or assistance to individual for waiver for Selective Services for intake/ eligibility
services
✓ Provide meaningful and productive worksites to those in paid and unpaid experiences
✓ Provide training services information and assistance to individuals unable to obtain or retain employment
✓ Provide guidance and explanation of the comprehensive Individual Training Account
✓ Provide information and assistance to job seekers and employers that cost-saving employment programs
that provide tax credits,employee bonding and skill gap training is available with new hires
✓ Provide business partners information promoting Customized Training, Employed Worker Training, On-the-
Job Training,and Internship opportunities
✓ Provide partners assistance with posting job openings on EmployFlorida.com with Center referral services
so Center staff are able to refer qualified job-seekers from our customer base
✓ Develop industry clusters and promote Industry Focus Group initiative
✓ Connect economic development, talent, infrastructure, partnerships and other resources of to build
Southwest Florida as a globally competitive region
✓ Provide regional-wide intranet, known as NICNet, and other technologies for announcements, core values,
reference materials and forms to all staff and is grouped by One-Stop Service Programs
✓ Provide designated staff to disseminate Center and Board information through the Board's intranet
(NICNet) so that every staff can be aware of what is going on regionally in the one-stop system and how
things are done in other regions
✓ Provide common links to partners, materials and services on NICNet(intranet)
✓ Provide NICNet and its multi-functional documents, policies, and procedures to promote the integration of
Center staff so they are aware of individuals specialized needs and related services. The NICNet will
provide an outline of program disciplines so that eligibility determination of individuals for the Adult,
Dislocated and Youth Programs is handy and easily managed.
Center and partner staffs provide and coordinate assistance to universal customers as well as those hard-to
serve persons as they move through the graduated phases of unassisted/assisted core services to intensive
service to training services. The Board continues to review its Priority of Services Policy which indicates
individuals that are recipients of public assistance and other low-income individuals are a priority. Also,
regardless of income Veterans and persons with barriers to employment are a priority. The categories of
hard-to-serve individuals/groups are indicated in earlier text and described fully in following definitions and
detailed in Section III under Local Operational Plan.
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A. Definitions
Please define the terms listed below.They should be descriptive and verifiable.Terms such as"working
poor," "at-risk," "dysfunctional," etc.should be defined by the board. Operating procedures should further
identify criteria that apply to each definition as well as appropriate verification sources.
1. Provide the local definition for youth requiring additional assistance to complete an educational
program or to secure and hold employment.
Southwest Florida Workforce Development Board's local definition for youth requiring additional
assistance to complete an education program or to secure and hold employment is any student who
had difficulty functioning in the regular school program and having a high probability of not
maintaining grade level or not succeeding in such a program including youth with disability, or any
youth lacking the basic or employability skills to secure and hold employment; including youth with
disabilities.
2. Provide the definition for locally identified "additional barriers to employment" for youth who are
not low income as referenced in 20 CFR 664.220.
Southwest Florida Workforce Development Board's locally identified "additional barriers to
employment" is an individual who requires additional assistance to complete an educational program
or to secure and hold employment as defined above.
3. Provide the local definition of a substantial layoff for determining dislocated worker status, as
referenced in WIA section 101(9)(B)(i).
Region 24 uses guidelines similar to those established in the Worker Adjustment and Retraining
Notification (WARN) Act but modified for our local area. A substantial layoff is defined as a shutdown
at a single site of employment in which 50 or more employees lose their jobs during any 30-day period.
4. Provide the local definition for "underemployed" for determining displaced homemaker status, as
referenced in WIA section 101(10).
The local definition of "underemployed" is "a situation in which a worker is employed, but not in the
desired capacity, whether in terms of compensation, hours, or level of skill and experience. While not
technically unemployed, the underemployed are often competing for available job." This requires
some interpretation by the person doing the eligibility determination. The rationale is documented in
a case note.
5. Provide the local definition for "income maintenance" for dislocated workers who take an income
maintenance job(wages may not exceed self-sufficiency standard for dislocated workers).
For a dislocated worker who takes a income maintenance job, the Southwest Florida Workforce
Development Board, Inc. defines "income maintenance" for this stop-gap employment as
"employment at a wage less than 80% of the wage from the employer from whom they were
dislocated,within the last five years."
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B. Eligible Training Providers
The State has compiled a list of all eligible providers based on the lists submitted by the RWBs.This list and
the performance and cost information that accompanies the eligible provider identification will be
disseminated to the one-stop systems throughout the State. At a minimum, the data and information
specified in Section 122(d)(1) and (2)(A)(i)(iii) for each program on the eligible list must be made available
to customers in a customer friendly format at every One-Stop Career Center throughout the one-stop
delivery system.
1. Please describe the process for maintaining/updating an eligible training provider list.Attach a copy
of the local eligible training provider list and applicable operation procedures.
Eligible training providers are those educational institutions approved to receive Workforce
Investment Act (WIA) funds to provide training services to eligible adult, dislocated worker and older
youth participants. The Board follows the state guidelines for a local application procedure and
approval process for training vendors/providers. Eligible training providers fall within categories as
follows:
• Program offered by postsecondary educational institutions eligible under Title IV of the Higher
Education Act (HEA),which provide an associate or baccalaureate degree or certificate
• Entities that carry out programs registered under the National Apprenticeship Act
• Other programs offered by public or private providers, which are of demonstrated, local
effectiveness in providing individuals with additional skills or competencies generally recognized by
employers
• Programs provided through contracts with organizations under the exemptions as stated in the
Federal Regulations section 663.430.
The Eligible Training Provider List (ETPL) for Region 24 is forwarded to the State for compilation in its
statewide list. Locally, the ETPL is distributed electronically to service providers, partners and other
interested parties. The Board's Program and Planning Committee uses information from local sources
to ascertain whether additional occupations should be forwarded to the State for inclusion on Region
24's Targeted Occupations List. As the Regional Targeted Occupations List changes with the demands
of industry, programs are added and deleted to more accurately reflect those demands. New training
providers will complete a Training Provider Application, a Training Agent Agreement, and an Americans
with Disabilities Act (ADA) Facility Checklist and will be presented to the Board for approval.
The ETPL is made available to One-Stop customers to encourage choice in training selection and use of
Individual Training Accounts. In addition to information about the educational institution, the ETPL
contains information on each program as follows: demand occupation (from the current Targeted
Occupations List) to which the program links, program length, program cost, type of degree or
certification, completion rates, employment rates and wage rates. The information will be ample for a
customer to understand the options available in choosing a program of training services.
Programs may be added or deleted at any time. At least every two years, Eligible Training Providers
are required to renew their Training Agent Agreement and update information. Training providers
may be removed from the ETPL if they no longer meet certain criteria to include appropriate licensure,
submission of performance information to the Florida Education and Training Placement Information
Program (FETPIP)and acceptable performance.
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Region 24 operates under the appropriate State and Federal guidelines and has no local operating
procedures for maintaining and updating our eligible training provider list other than those outlined
here.
Attachment 22—Eligible Training Provider List(ETPL)
2. Describe continuous education and training of eligible service providers through the local system
that ensures the providers meet the employment needs of local employers and participants.
Eligible Training Providers are forwarded the Preliminary Targeted Occupations List (TOL) and
instructions regarding appropriate input from businesses to further document local demand. Board
staff works with educators on an individual basis regarding accessing and analyzing labor market
information, e.g. gaps in training related to the TOL, to determine current and emerging needs of
business. Board coordinated events such as Industry Focus Groups, Educational Summits and
roundtables involving educators and business community will continue to help eligible training
providers meet the specific needs of business.
3. Assessment of the strengths and opportunities of service providers available in the local one-stop
service system
During strategic planning sessions, analyses of Strengths and Opportunities were completed. The
following Strengths and Opportunities were found to be the most important:
Strengths:
mow
• Locations of Southwest Florida Works Centers
• Quality of Southwest Florida Works Centers
• Co-location of major service providers in the Southwest Florida Works Centers
• Core membership in the Southwest Florida Works Centers
• Strong management team
• Progress in marketing
• Customer satisfaction at the Southwest Florida Works Centers
• Continually improving communication between business and Career Centers
• Seamless integration of services at the Southwest Florida Works Centers
• Quality of Southwest Florida Works Centers' staff and technological support
• Professional staff development
Opportunities:
• Southwest Florida Works Centers allow for more community involvement
• Technology allows for innovative new approaches to workforce development
• Implementing career development practices in the Southwest Florida Works Centers
Services to local employers and customers are shared by all One-Stop staff. Certain aspects of services
are the central focus of some individuals and Center areas. The Business Services Center and the
Resource Rooms provide a connection between individual customers and the business community.
Review of the current TOL and the current Eligible Training Provider List (ETPL) reveals some gaps in
training between demand occupations and approved programs. However most gaps are in
occupations where employers frequently accept experience for education (Wholesale and
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Manufacturing Sales Representatives, as well as six different "First Line Supervisors of ") or
occupations in demand statewide but not in high demand in this five-county area (Commercial Pilots,
Dispensing Opticians, Administrative Service Managers and Captains, Mates and Pilots of Water
Vessels). The programs offered by local eligible training providers do cover the majority of the
demand occupations.
4. Describe the process used to identify local targeted occupations for providing occupational skills
training;ensure the local process is consistent with State Targeted Occupation List Process as
described here: http://www.labormarketinfo.com/wec/0910/wec tolprocess.pdf. (III.D.)
When the Preliminary Targeted Occupations List(TOL)for the coming program year is received, a copy
is forwarded to Board members, employers, local business organizations, economic development
offices, educators, chief-elected officials and other partners, along with criteria for requesting the
addition of an occupation, if warranted. Public Notices are also posted with each of the five county
buildings. If businesses submit sufficient local data to support the required projected average entry-
level wage, average wage of current employees and number of projected openings, then a
recommendation/request to the add the occupation to the TOL may be made. Once finalized,this list
is used to identify occupational skills programs to be funded with workforce dollars.
C. Individual Training Accounts
The Governor's vision in Florida for increasing training access and opportunities for individuals consists of
a state policy requiring that fifty percent(50%) of the funds for adults and dislocated workers be allocated
to ITA unless the local board obtains a waiver from WFI —click ITA Policy for more information. Attach a
copy of the local operating procedures for the following processes:
1. Provide a description of the locally developed ITA system including any limitation (e.g., the dollar
amount and/or duration of the ITA) to be placed on the ITA in accordance with 20 CFR 663.440,
663.420,663.430.
Employed and/or unemployed adults and dislocated workers, age 18 and older, who have met the
eligibility requirements for "intensive services", have received at least one intensive service and who
have been determined to be unable to obtain or retain employment through core and intensive
services may qualify for training services,within the Board's priority of services guideline.
After an interview, evaluation or assessment, and case management, the participant must be
determined to be in need of training services and to have the skills and qualifications to successfully
complete a selected training program. This information will be documented through the development
of an Individual Employment Plan (or Individual Responsibility Plan or Individual Services Strategy) for
the participant. This Plan is an ongoing strategy jointly developed by the participant and the Career
Development Representative that identifies the participant's employment goals, the appropriate
achievement objectives, and the appropriate combination of services for the participant to achieve
the employment goals.
A selection may be made by the participant of a training program that is directly linked to the
employment opportunities either in the local area or in another area to which the individual is willing
to relocate, in accordance with policy guidelines. Training services under the Individual Training
Account System must be offered in a manner that maximizes informed consumer choice in selecting
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an eligible provider. A program of training services is one or more courses or classes that, upon
successful completion, leads to:
(1) a certificate, an associate degree,or baccalaureate degree,or
(2) a competency or skill recognized by employers;
Customer choice of a training provider will be achieved by the following method: a cost ceiling will be
established for all categories of training programs. Within the range allowed, and in consultation with
a Career Development Representative, a participant will be allowed to select the program most
desired according to such factors as costs within established guidelines, geographic location and
scheduling considerations.
The Career Development Representative is responsible for establishing an Individual Training Account
in accordance with this policy and according to availability of funding. The Career Development
Representative must document in the Individual Employment Plan that assessment indicates the
participant is in need of the training services and has the skills and qualifications to successfully
complete the selected training program. As appropriate, participants must also seek grant assistance
from other sources to pay or assist with the costs of training, including Pell Grants within the
guidelines of 663.320, or subsequent policy. Staff continues to diligently leverage PELL and other
education grants, to ensure these are applied for and used prior to the expenditure of Workforce
Investment Act(WIA)dollars. Upon establishment of the Individual Training Account,a referral will be
carried out by providing a voucher or certificate to the individual, to be used with the training
provider.
The total value, provided funds are available, of an Individual Training Account will be the amount
required for tuition, fees, books, tools, uniforms, safety equipment, and any other general
requirement needed for the course of occupational skills training. The limitation will be based on the
needs identified in the Individual Employment Plan. Supportive services such as child care,
transportation, and other miscellaneous non-training related expenses may not be included in the
Individual Training Account but may be provided within the Board's "Supportive Services Guideline".
The total Individual Training Account limit will be established annually by the Workforce Development
Board based on the availability of training funds and is currently set at$6,500.
An Individual Training Account may be used for training for up to two years after enrollment into the
core program or class plus any time required for the completion of prerequisites for a maximum of
three years. The Individual Training Account may be closed at any time it is determined that the
participant is not successfully meeting training requirements.
In addition to training with eligible providers in Region 24, Individual Training Accounts may be used
for training with providers on the State's Eligible Training Provider list in other areas of the state, with
primary consideration for training in contiguous Regions, including Region 18, Region 19, Region 20,
Region 21, Region 22, and Region 23. The establishment of an Individual Training Account for use in
Regions in the State other than those listed above may occur if the following requirements are met:
(1) the participant submits in writing to the Career Development Representative a plan to move to an
area where employment in that occupation is substantiated AND the training is for an occupation
on Regional Targeted Occupations list; OR
(2) the training is not provided in Region 24 AND the training is for an occupation on one of the above
two lists; OR
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(3) the training available in Region 24 for an occupation on the above two lists is not
comparable to that of a provider out of Region 24, substantiated by performance data on
completion, placement,and earnings; OR
(4) the Workforce Investment Act provider determines need by a participant for out-of
region training because of circumstances other than #1, #2, or #3 above, and seeks and receives
approval in writing from the Executive Director of the Board.
See Individual Training Account(ITA)System Policy(Attachment 17)
2. Provide a description of local policy and/or procedures established to ensure that any exceptions to
the use of ITAs are consistent with the exceptions contained in WIA.
Training services may be provided through a contract for services in lieu of ITAs for the following:
• On-the-Job Training provided by an employer or Customized Training;
• Training services of demonstrated effectiveness offered by a community-based organization or
another private organization to serve a special participant population that faces multiple
barriers to employment.
The State has been granted a waiver to the Prohibition on Use of Individual Training Accounts for older
and out-of-school youth. The Southwest Florida Workforce Development Board uses the State's
waiver to allow provision of Individual Training Accounts (ITAs) for Older Youth and out-of-school
youth. These youth will be assessed to determine that an ITA is the appropriate and best strategy.
Educational programs used will be those from the Eligible Training Provider List.
3. Provide a description of the local policy and procedures to competitively award grants and contracts
for activities and services not funded with ITAs.
Unless funding is limited, On-the-Job Training and Customized Training will be provided as the need
arises. If multiple requests are made,the submissions will be reviewed by Board staff and dollars will
be awarded to businesses representing key industries and demand occupations, as funding is
available.
D. Training Employed Workers
1. Provide a description of the process for upgrading the skills of existing workers in the region. The
description should include the following:
• those industries in the region whose workers will be targeted specifically for skills upgrade
training and how those industries were identified
Non-governmental industries with the greatest demand for skills upgrade into high-wage jobs
are Specialty Trade Contractors, Ambulatory Healthcare Services and Professional, Scientific, and
Technical Services. These industries will be targeted for training along with other industries with
emerging needs and specific demand occupations. In providing EWT for these industries,
workforce staff would assist low-paid employees in upgrading their skills, making them qualified
for higher paying positions within the company.
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The information in this section reflects how Region 24 would operate an EWT program.
However, due to policies requiring Employed Worker candidates to meet the definition of self-
sufficiency, Region 24 has found that few workers meet program eligibility criteria therefore; we
do not actively market or utilize the Employed Worker Training Program.
Employed Worker Training information is marketed to local businesses through our Business
Development Division, Center staff and local economic development offices. Employers
complete an Employed Worker Training Program Application and submit it to the Board office.
Applications are considered by the Board staff and Center Directors/Supervisors for funding.
Before entering into a contract with an organization or individual represented on Region 24's
Board of Directors, the training contract will be approved by a two-thirds vote of the Board,
when a quorum has been established. The Board member who could benefit financially from the
transaction will abstain from voting on the contract.
Staff negotiates the EWT contracts with employers and reviews employee documentation.
Center staff will data enter the enrollments and appropriate services into the Employ Florida
Marketplace (EFM) system. EWT agreements require a match from employers of at least 50%,
although many provide more than half.
Workforce Investment Act (WIA) funding will be used for Employed Worker Training. Region 24
will continue to seek funding through state and other grant opportunities to leverage funding.
TANF funds are only used for Employed Worker Training when special grants are applied for and
awarded.
• processes to address the needs of individuals working part-time and full-time,the working poor,
and across all earning levels
The Board recognizes the need to address the working poor, whether they are under-employed or
working part-time. The priority of services outlines that individuals with one or more of specified
barriers to employment are given a priority of service regardless of income (utilizing the six month
period prior to application). The individuals working part-time and full-time, the working poor,
and across all earning levels are assessed for these barriers: Substantial cultural or language
barriers; Offenders; School dropouts; Persons who are basic skills deficient or lack a high school
diploma or GED;Substance abusers; Older individuals(55 and older); Persons with disabilities; and,
Veterans(and their eligible spouse).
The services provide the full array of employment, training, and placement services available
under priority of service. Sometimes all that is necessary is a job lead, an updated résumé, or
access to computers to search for jobs. On occasion, skills upgrading or training may be necessary
to obtain employment, but all the programs have the specific goal of getting people back to work.
At Southwest Florida Works Centers, individuals can take advantage of no-fee employability skills
workshops designed to assist them in returning to, or competitively remaining in, the workforce.
Individuals can also apply for occupational training and intensive services to compete with the
changing needs of the business community. The specialized employment programs of Internship,
On-the-Job training, Work Experience, and Employed Worker Training will be explored by staff as
they guide the individual through their employment plan. Effort to contacting the employer for
available business opportunities of Employed Worker Training and On-the-Job training may
address the individuals skill gaps for a more sustainable position with the business.
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Many individuals in occupational training have successfully participated/completed while
employed part-time. Available resources, such as Pell Grants, are encouraged and indicated on the
individuals training account. The Board strives to close the skill gaps of individuals so that they are
more competitive in the regional workforce in occupations in-demand by local employers.
2. Please explain the local process to determine an employed worker eligibility to receive WIA training
service,take into account the minimum eligibility criteria outlined in 20 CFR 663.220 and 230.
The employed workers must be determined to be in need of training services in order to retain their
self-sufficient employment. Employed Adults (18 and older) to be trained in a single company,
whose income exceeds the Lower Living Standard Income Level Guidelines, are determined to be
self-sufficient and not eligible for services.
See Employed Worker Training Procedures—Attachment 19
E. Local Level Layoff Aversion Incumbent Worker Training(LAIWT)
Workforce Florida has received a Waiver Modification from the USDOL that would allow RWBs to use
up to 20%of their dislocated worker formula funds to provide incumbent worker training.The USDOL
has provided definitions and guidance on the appropriate use of this waiver in TEGLs 26-09 and 30-09.
1. Describe the process to be used by the RWB to provide LAIWT through the use of the waiver. If the
RWB does not intend to use the LAIWT program, please indicate: "Does not operate a LAIWT
program."
2. Describe the RWBs layoff aversion strategy, including a description of how the potential for layoff
aversion will be determined,such as:
• The likelihood of future layoffs without training
• The business circumstances surrounding the probable layoff and how the
training will prevent or reduce the magnitude of the layoff
• The specific skills to be provided to the workers that will help avert the layoff
• How employers will be identified, and how local partners will contribute to this
process
• Targeted industries and economic sectors
3. Describe how the RWB will operationalize"Layoff Aversion"as defined in TEGL 30-09.
4. Describe how the RWB will determine the eligibility of workers to participate in LAIWT. (See
TEGL 26-09,7.A.ii.)
5. Describe how the skills training will contribute either to the maintenance of employment or
increased employment security. (See TEGL 26-09,7.A.iii.)
Region 24 does not operate a LAIWT program
F. Youth Programs
The Strengthening Youth Partnerships will continue to provide all RWBs with the framework necessary to
carry out the strategic imperatives articulated in the federal Shared Youth Vision. Florida has recognized
the following youth program goals as being critical to implementing the federal vision throughout the state
workforce investment system:
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• To build consensus for a policy on the preparation of youth for employment in targeted demand
occupations
• To develop regional alliances among workforce, education, state agencies serving the most at-risk
youth, economic development, housing,faith and community-based organizations, and transportation
stakeholders to better meet the needs of businesses within a region by creating a pipeline of youth
who have the hard and soft skills to enter targeted demand occupations
• To create a blueprint for state-level stakeholders to facilitate the creation and growth of
state/regional/local alliances
• To provide a forum for local, regional, and state level stakeholders to exchange information and ideas
on new initiatives,cross-agency planning, promising practices and data-based decision making
1. Based on the evaluation of Local Labor Market Need outlined in Section 1., describe and assess the
type and availability of employment and training related youth activities in the region, including an
identification of successful providers of such activities. [Regulations Section 661.350(a) (7); WIA
Section 118(b)(6)].
Youth activities include occupational skills exploration, pre-employment/work maturity skills training,
counseling, opportunities for academic skill building, GED preparation, job development, work
experience, summer youth employment, On-the-Job Training,job placement, and follow-up.
2. Describe the current and planned recruitment strategies to expand and market services to out-of-
school youth. Describe current and planned retention strategies to ensure seamless, year-round
services to out-of-school youth despite possible gaps caused by expiration of provider contracts.
Youth are targeted through the Southwest Florida Works centers throughout the Region. Our
contracted service provider has staff collocated in the centers. Thorough quarterly Interagency
Meetings, workforce staff and service providers collaborate with representatives of five school
districts, Department of Juvenile Justice, Children's Network of Southwest Florida, child protective
services and other partners, allowing us to target these youth with barriers. Our contracted youth
services provider's partnership with AMIKids, provides services to youth associated with the juvenile
justice system, many of whom will be returning to school upon exit from a residential program.
Many activities are provided to keep the youth engaged in the program year round, to include paid
summer employment opportunities. When changing service providers,the new provider is brought on
early to allow enough time for a smooth transition of services.
3. Describe the current and planned strategies to expand and market services to Younger Youth. and
In-school Youth in order to foster a relationship that allows them access to one-stop services
throughout their academic and professional careers.
Services to Younger Youth and In-school Youth are targeted to the juvenile justice involved youth with
AMIKids,through our contracted youth services provider.
4. Describe service strategies (current and planned) for assuring that youth found deficient in basic
reading/writing and math, remediate before post-testing.
A Basic Skills goal will be set for all youth who TABE test as academically deficient. This goal will
Amok
remain open until completion or proficiency is attained. Each student will have a custom curriculum
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designed to address and enhance any deficiencies. Linkages will be made in the community to provide
basic skills training, if it is determined to be more cost effective and prudent for the youth participant.
5. Describe the assessment strategy and the procedure for ensuring post-testing occurs within one year
of the first youth service or prior to exit.
Testing is tracked through Employ Florida Marketplace. Progress tests along the way prepare the
youth and serve as a reminder for post-testing.
6. Describe service strategies(current and planned)for increasing the number of participants who earn
their high school diploma or GED after enrolling in the Youth program.
The Southwest Florida Workforce Development, Inc. (SFWDB) has collaborated with the school
districts on a Destination Graduation pilot project to provide intensive drop-out prevention services to
WIA-eligible, in-school youth. The goal is to decrease the high school drop-out rates. These students
are provided mentoring, homework assistance, peer tutoring, fun after-school opportunities, summer
employment opportunities, employability skills training, career development, life skills development,
field trips, guest speakers, parent Involvement and other activities and services. Students in the
control group receive only services routinely offered by the school district. Since its inception in 2009,
Destination Graduation has grown from two schools to seven. Results to date show higher grade point
average and a much higher graduation rate. Staff is continuing to seek grant funding to expand the
pilot to all 26 high schools within the five-county area.
7. Describe assessment and service strategies (current and planned) for placing youth into
employment or enrolling youth in post-secondary education and/or advanced training/occupational
skills(including apprenticeship,apprenticeship preparation, OJT,work readiness skills training,etc.
Paypoints tied to employment goals for youth encourage providers to focus on job placement. Youth
are exposed to a variety of occupational and career exploration programs throughout the year. Youth
are exposed to higher learning through visits to post-secondary educational institutions. Emphasis is
placed on demand or growth occupations, using the Targeted Occupations List (TOL) along with
national statistics in high growth fields. Summer employment opportunities are geared toward the
youth's assessed skills and interests.
G. Youth Council
Provide information about the composition and membership of the Youth Council and its function
within the local board. Please provide a list of the Youth Council members and indicate whether the
members are voting or nonvoting members of the local board.
The foundation for the Southwest Florida Workforce Development Board's (SFWDB) Youth Council vision
and mission statements and strategic goals are based upon federal and state vision, missions and strategic
goals for youth. SFWDB's Youth Council is a regional alliance among workforce, education, state agencies,
housing, community-based organizations and business to better meet the needs of businesses by creating
a pipeline of youth who have the hard and soft skills to enter targeted demand occupations. Regional
targeted demand occupations are developed in partnership with the Department of Economic Opportunity
(DEO), economic development, businesses and SFWDB.
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SFWDB's Youth Council provides a forum for local and regional stakeholders to exchange information and
ideas on new initiatives and promising practices, conducts cross-agency planning and makes data-based
decisions to increase the number of high school graduates as well as completers, increase the number of
youth who obtain a job that provides a living wage, and help first-time workers enter and advance in the
workplace. The Youth Council maps community resources that serve youth to identify duplication and
gaps in service.
1. Describe the membership of the local Youth Council and the process used to determine the
appointments. Identify the responsibilities of this council. Specify if this includes recommending
eligible youth service providers and conducting oversight with respect to eligible providers of youth
activities.A current Youth Council membership list is a required attachment of the final Local Plan.
The Youth Council reflects the membership required in Section 117 (h) of the Workforce Investment
Act (WIA). Referrals for new members may be from current Board members, Committee members,
other agencies or the public. Appointments will be in cooperation with the Board Chair and chief
elected official.
The following four members of the Youth Council are also voting members of the local Board; B.J.
Brundage, Martin Haas, Larry Litt and Mary Watford. See Youth Council Membership list at
Attachment 23.
The Youth Council maps how existing community resources are used in creating a comprehensive set
of services available to youth. Members help determine how the provisions of the Workforce
Investment Act will enhance and build upon these services. The Youth Council addresses the needs of
the youth population as a whole, in school and out of school, and will emphasize the importance of
continuing of services. Members assist in the development of the youth section for the overall master
plan and conducts other youth related activities.
2. Provide information on the process used by the Youth Council to assess the type and availability
of youth activities in the local workforce region and how the information gathered as part of this
process is made available to the One-Stop and Youth Service Providers to ensure that youth
clients have access to a wide array of services in the area.
Members are provided a report of the various activities of youth programs at each Youth Council
meeting. These are analyzed with the assistance of Board staff. Youth Council members make
recommendations as to the types of services needed. One Stop staff and Youth Service providers
attend meetings to provide additional information as requested and to take action on
recommendations.
3. Describe the process for the competitive selection of eligible providers of youth activities.
Specifically, discuss the role of the Youth Council in making recommendations to the board
regarding the final decision to award grants or contracts and/or provide direct youth services by
the board.
Youth Services are provided, in part, by a contracted service provider. A competitive process is
used to award contracts, including how potential bidders are being made aware of grants and
contracts. When selecting Youth Service providers,the following procedures will be followed.
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Annually we will evaluate the quality of youth services provided. If completely satisfied,the Board
will contract with that provider for up to two additional years, on a year to year basis. If not, a
request for proposals will be generated and advertised throughout the five-county area. Public
notice of an RFP will be provided through our website, notices to government agencies and a
notice mailed to those on the bidders list. Youth Council members are involved in the RFP process.
Program and Planning Division staff reviews the past year's Youth Council meeting minutes to
garner information regarding the desired direction of Youth Council members. Staff explains the
RFP process at a Youth Council meeting. Several Youth Council members are asked to review a
draft RFP packet and provide input. Ideas are incorporated into the RFP. Proposals will be
evaluated by a Proposal Review Panel comprised of three to seven members, preferably from the
Board's Youth Council and other Board committees.
4. Provide a list of youth services providers thus selected.
Henkels and McCoy, Inc. is the current contracted provider of youth services
5. Describe how the Youth Council will share "best practices" with Workforce Florida and the
Department of Economic Opportunity so that the State may disseminate that information
throughout the workforce system.
The Subcommittee on Programmatic and Operational Issues, otherwise known statewide as the
"COOP Group," is comprised of key programmatic and operational staff from the workforce boards
throughout Florida and includes our programmatic Deputy Director. This group"works together to
review, discuss, and analyze workforce development issues and share best practices." Successes
and best practices are also shared through our www.swflworks.org website.
6. Describe how the four strategic goals outlined in the Youth Program section above will be
implemented for youth in the region.
Region 24 continues to implement and participate in initiatives which will assist youth in
developing hard and soft skills more in line with business needs. Educational summits, industry-
specific focus groups and coordination with the school district STEM (Science, Technology,
Engineering and Mathematics) projects have strengthened local alliances and partnerships.
Stakeholders from workforce, education, business, government and community organizations are
working together to improve the opportunities of our youth.
7. Describe the procedures that will be implemented to target and provide workforce services to
youth with the following barriers: aged out of foster care; youthful offenders; out-of-school
youth; basic skills deficient,etc.
Youth are targeted through the Southwest Florida Works centers throughout the Region. Our
contracted service provider has staff collocated in the centers. Thorough quarterly Interagency
Meetings, workforce staff and service providers collaborate with representatives of five school
districts, Department of Juvenile Justice, Children's Network of Southwest Florida, child protective
services and other partners, allowing us to target these youth with barriers. Our contracted youth
services provider's partnership with AMIKids, provides services to youth associated with the
juvenile justice system, many of whom will be returning to school upon exit from a residential
program.
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Aptoks
Veterans Program
1. How will the State Veterans Program Plan of Service will be implemented in the One-Stop Career
Center(s).
Through the One-Stop delivery system, all Southwest Florida Works Center staff provides priority
services to Veterans in referrals to jobs and job training opportunities. Disabled Veterans Outreach
Program (DVOP) and Local Veterans Employment Representatives (LVER) staff is available in most
Centers to serve Veterans. DVOPs and LVERs provide intensive services to Veterans to include file
searching job orders and job development.
All staff is made aware of the State Veterans Program Plan. The LVER coordinates implementation of
the State Veterans Program Plan by ensuring all staff are working together to identify Veterans, assess
their needs and provide workforce services to address those needs. This includes an integrated
approach to marketing Veterans to employers.
2. How outreach and organizational visits for veterans are conducted?
In addition to contacts made by the Business Development Division, the DVOPs and LVERSs will be
specifically responsible for contacting businesses, business organizations and Veteran organizations
to promote the Veterans' Program. Outreach activities are coordinated throughout the Center, to
better meet business needs. All visits are recorded on Employ Florida Marketplace in order to
coordinate activities of staff and partner contacts.
To locate Veterans in need of services, Veteran staff actively participates in Veteran Stand Down
activities, offering services to attending Veterans. Staff work closely with Veterans' Administration
Vocational Rehabilitation and attend biweekly Chapter 31 briefings for the 5-county area to provide
one-on-one assistance and information to Chapter 31 Veteran participants being assessed. Veteran
staff organizes Veteran job fairs. DVOPs have had the opportunity to staff the Vet Mobile, a mobile
Veterans' resource sponsored by the VA, as it provides on-site Veterans services across the country.
These ventures afford vet staff the opportunity to locate veterans with barriers to employment
utilizing other agencies and or organizations and are not aware of the services at the Southwest
Florida Works Centers.
3. How the Disabled Veterans Outreach Program specialists and Local Veterans Employment
Representatives staff are fulfilling their required roles and responsibilities as indicated in the State
Veterans plan at: http://www.floridajobs.org/pdg/vets/Fy07StVetsSrvplan080706.pdf; how
technical assistance and best practices can be provided to improve services to veterans.
Although all Center staff is responsible for services to Veterans, the Local Veterans Employment
Representative (LVER) and Disabled Veterans Outreach Program (DVOP) specialists will ensure priority
of service to veterans with special needs. As required the DVOPs will provide workforce services to
veterans and eligible persons with primary focus on veterans requiring intensive services. The LVER
will functionally supervise Veteran activities in the Southwest Florida Works Centers and ensure
compliance with Veterans' Program Performance Measurements.
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The DVOPs will identify Veterans in need of intensive services and assist in coordinating and providing
intensive services, at a minimum a comprehensive assessment and an individualized plan,to meet the
employment needs of targeted Veterans who are unlikely to secure self-sufficient employment
without this assistance. The primary focus of the LVER will be to provide outreach to employers and
business organizations to promote Veteran hiring and to assist Veterans in securing employment. Job
development of individual Veterans will be a priority. The LVER will provide guidance to the DVOPs,
other Center staff and partners so that they might work better together as a team to better assist
Veterans with employment and training needs and in the provision of priority services.
Disabled Veterans Outreach Program (DVOP) staff, the Local Veterans Employment Representative
(LVER), Center Directors//Supervisors and Board staff hold regional veterans meetings to discuss
provision of services to veterans. These veteran staff also takes part in statewide conference
calls/meetings to address veteran issues. Best practices are shared and implemented. Staff attends
national veteran training to include training offered through the National Veterans' Training
Institute (NVTI).
4. Local operating procedures required; please include as an attachment to plan.
Although day-to-day activities of the Veterans Program is under the supervision of the One-Stop
Operator, the Department of Economic Opportunity is the ultimate authority regarding the Veterans
Program regarding funding, directing, controlling and delivery. Region 24 operates under the
appropriate State and Federal guidelines and in accordance with the State Veterans Program Plan and
has no local operating procedures for Veterans Programs, other than the Plan of Service for Serving
Severely Injured Military. (See Attachment 22)
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Section III. Assurances
The following section delineates the formal assurances related to statutory compliance, program integration,
universal access, customer choice, reporting, veterans' priority of service, performance, quality assurance and
other program and administrative elements to which each Regional Workforce Investment Board agrees,
ensuring the systemic foundation of the Florida workforce investment system. By signing the Local Workforce
Services Plan the Board and CEO certify that the operators and partners of the local One-Stop Career Center
delivery system will adhere to these assurances and comply with all Federal, State, County and local statutes,
regulations and policies relevant to the delivery of services within the context and meaning of the local plan.
1. GOVERNANCE The Board agrees to perform in accordance with governing federal and state law; any and
all requirements set forth in the Grantee-Subgrantee Agreement (and relevant attachments); Florida, Inc.,
policies,and other agreements in which the Board has received a Notice of Fund Availability.
2. DISABILITY ACT
The certifies compliance with the section 504 of Rehabilitation Act of 1973 and the American Disabilities
Act of 1990
3. CUSTOMER CHOICE
The Board assures that local One-Stop Career Center System Operators and partners will adhere to the
principles of customer choice as outlined in provisions of the WIA.
4. SUNSHINE PROVISIONS
The Board certifies,that it will adhere to provisions of the Sunshine Act as described in the WIA and Florida
Statute.
5. FINANCIAL RECORDKEEPING, COST PRINCIPLES AND COST ALLOCATION
The Board agrees to maintain all financial records, and to develop and follow cost allocation procedures
that are in compliance with GAAP, Federal Cost Principles, all applicable OMB Circulars, and policies issued
by the State of Florida. These include, but are not limited to,the following OMB Circulars:
• A-21,Cost Principles for Educational Institutions(5/10/2004);relocated to 2 CFR,Part 220
• A-87,Cost Principles for State and Local Governments(5/10/2004);relocated to 2 CFR,Part 225
• A-122,Cost Principles for Non-Profit Organizations(5/10/2004);relocated to 2 CFR,Part 230
• A-102,Grants and Cooperative Agreements with State and Local Governments(10/7/94,amended 8/29/97)
• A-110, Uniform Administrative Requirements for Grants and Agreements with Institutions of Higher Education,
Hospitals,and Other Non-Profit Organizations(11/19/93,amended 9/30/99);relocated to 2 CFR,Part 215
• A-133, Audits of States, Local Governments, and Non-Profit Organizations (6/24/97, Revised 6/27/2003 and
6/27/2007)
• USDOL Compliance Supplement(complement to A-133)
6. FOREIGN LABOR CERTIFICATION -AGRICULTURAL& NON-AGRICULTURAL
The Board assures that the local One-Stop Career Center (OSCC) Operators (in accordance with all relevant
state policies and procedures, and the requirements set forth at 20 CFR Parts 655 and 656) will assist the
DEO to determine the availability of U.S. workers and the potential adverse effect on wages and working
conditions that the admission of foreign workers might have on similarly employed U.S. workers. With
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regards to H-2B Program activities under the Foreign Labor Certification Program, the Board assures that
OSCCs will facilitate the referral of qualified and eligible (meaning that the individual is not an
unauthorized alien with respect to that employment)job seekers and to assist employers throughout the
recruitment process. For both visa programs, the Board also agrees that OSCCs may be required to
generate, process and conduct follow-up activities on H-2A/ B related job orders in accordance with the
requirements set forth at 20 CFR 655&656 of federal regulations.
7. FUNCTIONAL GUIDANCE OF DEO STAFF
The Board assures that One-Stop Career Center Operators and their management and supervisory
employees will provide a level of functional guidance to DEO staff assigned to the local area's One-Stop
Career Center(s) sufficient to assure an integrated and seamless delivery of services. Non-state agency
managers and supervisors may provide functional guidance to DEO staff assigned to provide services in the
local career center with the exercise of supervisory authority for all personnel matters, including
compensation, personnel actions, terms and conditions of employment, performance appraisals, and
accountability, retained by DEO supervision and guidance of DEO staff assigned to the One-Stop Career
Center(s) will be carried out by the respective parties with an expectation of mutual cooperation by the
Operator, DEO and all partner organizations, and a focus on achieving the performance goals established
for the One-Stop Career Center System.
8. FUNDS OF LAST RESORT
The Board assures that One-Stop Career Center System Operators shall take sufficient actions to assure
that WIA programs will not be charged when other assistance is available. Local operators shall be
responsible for ensuring the filing of applications for Pell Grant or Supplemental Education Opportunity
Grant (SEOG) assistance or any other assistance available for each participant enrolled in a Pell Grant or
SEOG approved course and upon receipt of such grant the portion received by a training participant for the
cost of tuition,fees and books shall be applied to replace the WIA funds used to cover such costs.
If the Pell Grant is received after the termination of training paid with WIA funds,the portion to be applied
for the cost of tuition,fees and books shall be remitted to the Career Center operator.
No compensation shall be earned or deemed payable for services provided to a WIA program participant
to the extent that any such services are paid for, directly or indirectly, through a Pell Grant (or
Supplemental Education Opportunity Grant(SEOG)) by Trade, or by any other source.
9. GRIEVANCE PROCEDURE POLICY
The Board assures that the local One-Stop Career Center Operators will implement and maintain a formal
complaint system consistent with State policy and Federal regulations promulgated at 20CFR§658.400-418
and 658.500-504 and §667.600-667.640 relevant to the Workforce Investment Act of 1998 and the
Wagner-Peyser Act, as amended.
10. HEALTH AND SAFETY
The Board agrees all services provided to participants under the programs covered under this plan will take
place in an environment where appropriate standards for health, safety and comfort are maintained.
Participants in on-the-job training operated with WIA funds as defined in 20 CFR Part 663.700, are subject
to the same health and safety standards established under State and Federal law which are applicable to
similarly employed employees, of the same employer, who are not participants in programs under WIA.
Facilities will be adequately heated and ventilated; with adequate toilet, rest and lunch areas; easy access
to potable water; and separate and clearly delineated smoking areas.
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11. MIGRANT AND SEASONAL FARMWORKERS-MSFWs
The Board assures that the local One-Stop Career Center(OSCC) Operators will ensure (in accordance with
all relevant state policies and procedures and as required under 20 CFR Parts 651, 653 and 658) that
Migrant and Seasonal Farm Workers (MSFWs) receive the full array of workforce development services,
benefits and protections in a non-discriminatory manner and the services provided to MSFWs are
"qualitatively equivalent and quantitatively proportionate" to the services provided to other jobseekers.
OSCC will identify Migrant and Seasonal Farmworkers (MSFWs); refer such identified customers to
appropriate job openings, training opportunities, career guidance and any other workforce investment
services as needed; conduct appropriate follow-up with employers and other applicable service providers;
and report all relevant activities through OSCC will continue to provide service to agricultural employers
and implement systems and strategies to enhance and integrate service delivery to both MSFWs and
agricultural employers.
12. NEPOTISM
The Board assures that no recipient of funds covered under this plan will hire a person in an On-The-Job
Training position, administrative capacity or consultant position funded under WIA if the individual or a
member of his/her immediate family is employed in an administrative capacity of the USDOL, DEO, the
State of Florida or the recipient. The Board agrees to inform Workforce Florida Inc. (WFI) of potential
violation of the nepotism restriction. Additionally, no individual may be placed in a WIA employment
activity if a member of that person's immediate family is directly supervised by or directly supervises that
individual.
13. NONDISCRIMINATION EMPLOYMENT& EQUAL OPPORTUNITY
The Board assures that the local One-Stop Career Center Operator will comply fully with the
nondiscrimination and equal opportunity provisions of the following laws: Section 188 of the Workforce
Investment Act of 1998 (WIA), which prohibits discrimination against all individuals in the United States on
the basis of race, color, religion, sex, national origin, age, disability, political affiliation or belief,and against
beneficiaries on the basis of either citizenship/status as a lawfully admitted immigrant authorized to work
in the United States or participation in any WIA Title I financially assisted program or activity;Title VI of the
Civil Rights Act of 1964, as amended,which prohibits discrimination on the basis of race,color and national
origin; Section 504 of the Rehabilitation Act of 1973, as amended, which prohibits discrimination against
qualified individuals with disabilities; The Age Discrimination Act of 1975, as amended, which prohibits
discrimination on the basis of age; and Title IX of the Education Amendments of 1972, as amended, which
prohibits discrimination on the basis of sex in educational programs. The Board also assures that it will
comply with 29 CFR Part 37 and all other regulations implementing the laws listed above. This assurance
applies to the operation of the WIA Title I financially assisted program or activity, and to all agreements
made to carry out the WIA Title I financially assisted program or activity. The Board understands that the
United States, the State of Florida and the DEO have the right to seek judicial enforcement of this
assurance. The Board also assures that the local One-Stop Career Center Operator will appoint an Equal
Opportunity Officer to ensure compliance with the regulatory requirements cited above.
14. NON PARTICIPATION IN SECTARIAN ACTIVITIES
The Board assures that WIA Title I funds will not be expended on the employment or training of
participants in sectarian activities. Participants must not be employed under Title I of WIA to carry out the
construction, or maintenance of any part of any facility that is used or to be used for sectarian instruction
or as a place of religious worship. However,WIA funds may be used for the maintenance of a facility that
is not primarily or inherently devoted to sectarian instruction or religious worship if the organization
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operating the facility is part of a program or activity providing services to WIA participants.
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15. PERFORMANCE
The Board agrees that for purposes of this plan, performance will be measured in a manner that is
consistent with all appropriate federal and/or state statutes, regulations, and policies.
16. POLITICAL ACTIVITIES, LOBBYING PROHIBITION
The Board assures that WIA Title I funds and none of the services provided with said funds may be used for
any partisan or non-partisan political activity or to further the election or defeat of any candidate for
public office. The Board also agrees to comply, where applicable, with the provisions of the Hatch Act,
which limits the political activity of certain State and Local government employees, along with contractors,
subcontractors and participants funded through the use of WIA funds. The Board shall comply with 29 CFR
93 regarding the restrictions on lobbying and the Certification and Disclosure requirements pursuant to
Section 319 of Public Law 101-12.
17. PROGRAM INTEGRATION
The Board assures that the One-Stop Career Center delivery system will fully integrate all programs
covered under this local plan into the full range of available workforce development services.
The Board agrees that DVOP and LVER staff will be responsible for case management of veterans' service
delivery, and where feasible, provide direct services or assist one-stop delivery system staff in the
provision of priority services for veteran customers.
The Board assures that One-Stop Career Center System Operators will coordinate with local Rapid
Response staff related to outreach, intake and registration of workers covered by a certification under the
Trade Adjustment Assistance Act.
18. QUALITY ASSURANCE (GENERAL)
The Board assures the local One-Stop Career Center Operator will carry out all activities relevant to the
provision of each program covered under this plan in accordance with all Federal/State policies and
procedures. The Board further assures that a schedule for the monitoring of local One-Stop Career Center
activities will be developed and agreed upon in concert with the Department of Economic Opportunity.
Additionally, the Board assures that DEO shall have full access to all One-Stop Career Center staff, records,
systems, data, books, accounts, correspondence and other documentation necessary to carry out its
program evaluation responsibilities as authorized by statute and/or regulation. The Board also agrees that
DEO, in order to effectively carry out its responsibilities, may conduct on-site evaluation activity that is
either with, or without, advance notice. The Board also assures that local staff training relevant to the
delivery of services covered under this plan will be developed and agreed upon in concert with DEO.
19. RAPID RESPONSE SERVICES
The Board assures that local One-Stop Career Center Operators and other workforce development staff
will coordinate/support Rapid Response service delivery in accordance with all established Federal and
State policies and procedures.
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20. REPORTING
The Board assures that the local One-Stop Career Center delivery system (in accordance with all relevant
Federal and State policies and procedures) will collect data on customer characteristics, service/activity
participation, and outcomes consistent with the requirements of the State's management information
system so as to ensure the integrity of all federal and state reporting requirements.
21. TAA PROGRAM COORDINATION
The Board assures the local TAA Coordinator at the regional level is a merit employee and that local One-
Stop Career Center Operators will provide timely and appropriate services for any customer wishing to
apply for benefits under TAA. The Board also assures that local One-Stop Career Center Operators will
conform to all policies and regulations of the program. The Board also assures that local One-Stop Career
Center Operators will cooperate with any hearings requirements related to TAA services. 20 CFR Part 618
22. STATUTORY COMPLIANCE
The Board agrees to comply with the Workforce Investment Act of 1998, the Wagner-Peyser Act, as
amended, the Trade Act of 1974, as amended,the Trade Reform Act of 2002, the Trade and Globalization
Adjustment Assistance Act of 2009, the Jobs for Veterans Act and all related statutory requirements and
implementing regulations. The Board also agrees to comply with policies issued by DEO related to the
administration, delivery, and performance of all programs covered by this local plan.
23. UI INFORMATION (ACCESS TO)
The Board assures that local One-Stop Career Center Operators will use any information received from the
UI system related to claimants solely for the purpose of providing reemployment services to UI claimants.
The Board further assures that all information on UI claimants received by the One-Stop Career Center
Operators will be used in a manner that is consistent with state and federal confidentiality statutes and
policies.
24. UNIONIZATION AND ANTI-UNIONIZATION
The Board assures that no funds covered by this plan shall in any way be used to either promote or oppose
unionization.
25. UNIVERSAL ACCESS
The Board assures that the local One-Stop Career Center delivery system [as described in 20 CFR
662.100(b) of the Workforce Investment Act and in accordance with all relevant state policies and
procedures] will provide services to all customers consistent with the principles of universal access. The
Board also assures that core and applicable intensive services, including staff-assisted services, will be
provided in at least one physical career center in the workforce investment area.
The Board assures that LVER and/or DVOP staff assigned to the local One-Stop Career Centers, consistent
with the principle of universal access, will also provide outreach services to veterans at Service Delivery
Points (SDPs) such as Veterans Administration Hospitals, veterans' shelters and military installations for
which no LVER or DVOP is assigned. The Board also assures that DVOP and LVER staff will also conduct
outreach to employers, community agencies, veterans' organizations, etc. and that they will share
information gained from these contacts with staff of the One-Stop Career Centers and SDPs.
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26. VETERANS PRIORITY OF SERVICE
The Board agrees that One-Stop Career Center Operators will assure priority of services for veterans and
other eligible persons (under the Federal umbrella designation of"covered persons" 20 CFR Part 1010.110
RIN 1293-AA15) for all employment and training services funded with Federal resources. The Board also
assures that it will encourage and promote the provision of maximum employment and training
opportunities to veterans by all service program providers participating in the local workforce investment
system. To promote informed choice for veteran customers, the Board agrees that One-Stop Career
Center System Operators will provide information at the point of program access that advises covered
persons of the priority of service and the advantages of registration to access special programs and
services for veterans and the availability of DVOP or LVER staff to assist with these veteran services and
with employment issues. .
Federal Contractors and Federal Agencies will be provided with recruitment assistance in accordance with
their obligation for Affirmative Action and veterans' preference requirements pursuant to 38 U.S.C.,
Chapter 42.
The Board agrees that LVER and DVOP staff will provide training and technical assistance to One-Stop
Career Center staff relative to Federal employment opportunities for veterans, the Federal Contractor Job
Listing Program and the customer complaint process as it relates to veterans.
The Board agrees that under this plan LVER and DVOP staff can receive functional guidance from the One-
Stop Operator. However, compensation, personnel actions and terms and conditions of employment,
including performance appraisals and accountability of merit-staff employees will remain under the
authority of DEO.
The Board will demonstrate through policy, procedure and action that veterans receive priority of service
for all programs funded by DOL sources; and that no local policy shall restrict services to veterans
regardless of residency or other local constraints.
27. WORK OPPORTUNITY TAX CREDIT
The Board assures that the local One-Stop Career Center Operators will assist in determining the eligibility
of interested customers as members of targeted groups; and assist interested customers and employers to
complete related documentation including IRS Form 8850 Work Opportunity Credit Pre-screening Notice
and Certification Request, and DOL Form ETA-9061 (Individual Characteristics Form) or DOL Form ETA-
9062 (Conditional Certification). Issuance of final certifications will remain a central administrative
responsibility of DEO. There are no reporting requirements applicable to this section.
28. WORKER PROFILING PROGRAM and REEMPLOYMENT SERVICES
The Board assures that local One-Stop Career Center Operators will continue to provide reemployment
services to a sub-set of individuals who are enrolled in reemployment services (RES) to assist in
accelerating their return to work. Board further assures that the local One-Stop Career Center operator(s)
will collect data on claimant service/activity participation, outcomes and results, including conformance
with the work search plan activities.
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Aossw
SIGNATURE PAGE
This plan represents the Southwest Florida Workforce Development Board, Inc. efforts to maximize resources
available under Title I of the Workforce Investment Act (WIA) of 1998, the Wagner-Peyser Act, the Welfare
Transition Act, Trade Adjustment Assistance (TAA) and the Supplemental Nutrition Assistance Employment and
Training programs and to coordinate these resources with other State and local programs in the following
geographical workforce investment area: Charlotte, Collier,Glades, Hendry and Lee counties.
This comprehensive plan is submitted for the period July 01, 2012 through June 30, 2017 in accordance with the
provisions of the Workforce Investment Act, the Wagner-Peyser Act and the Welfare Transition Act, Trade
Adjustment Assistance (TAA) and the Supplemental Nutrition Assistance Act. We further certify that we will
operate our Workforce Investment Act, Wagner-Peyser Act, Welfare Transition and the Supplemental Nutrition
Assistance Act programs in accordance with this plan and applicable federal and state laws and regulations.
Workforce Development Board Chair Chief Elected Official
Signature Signature
Kenneth J. O'Leary, President/Chairperson Tristan Chapman,Commissioner/Chairman
Name(printed or typed),Title Name(printed or typed),Title
Date Date
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ATTACHMENTS
Fiscal Agent Design/Administrative Entity/One-Stop Operator Attachment 1
Current Membership—Regional Workforce Board Attachment 3
Youth Council Membership Attachment 3
Interlocal Agreement for the Southwest Florida Job Training Consortium Attachment 4
By-Laws of SFWDB—July 2011 Attachment 5
Organizational Charts Attachment 6
List of One-Stop MOUs (Board and One-Stop Partners) Attachment 7
Local Operating Procedures Referenced in the Local Workforce Services Plan
• Supportive Services Policy
Attachment 8
• Supportive Services Issuance Guidance for WTP Attachment 9
• Supportive Services Issuance Guidance for WTP Addendum Attachment 10
• On-the-Job Training(OJT) Local Guidance Attachment 11
• WIA Paid Work Experience Local Operating Procedure Attachment 12
• Supplemental Nutrition Assistance Program (SNAP) Employment and
Training Program (E&T) Local Operation Procedure Attachment 13
• Relocation Assistance Documentation Procedure Attachment 14
• Domestic Violence Procedure Attachment 15
• Customer Complaint and Grievance Procedures Attachment 16
• Individual Training Account(ITA) System Policy Attachment 17
• Plan of Service for Serving
Severely Injured Military Attachment 18
• Employed Worker Training Procedures Attachment 19
• Priority for Services Policy Attachment 20
• Procurement Policy Attachment 21
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• Eligible Training Provider List(ETPL) Attachment 22 Aglow
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ATTACHMENT 1
FISCAL AGENT DESIGN/ADMINISTRATIVE ENTITY/ONE-STOP OPERATOR
SOUTHWEST FLORIDA WORKFORCE DEVELOPMENT BOARD, INC.
REGION 24
Name and Title of RWB Chairperson Name and Title of RWB Staff Director or
Kenneth J. O'Leary, President/Chairman Main Contact Person
Joe Paterno, Executive Director
Address of the RWB Chairperson Address of RWB Staff Director or Main
Paradise Gulf Corporation Contact Person
28950 Seton Court 9530 Marketplace Road, Suite 104
Bonita Springs, FL 34134 Fort Myers, FL 33912
Telephone Number: 239-992-0001 Telephone Number: (239) 225-2500
Facsimile Number: 239-993-3194 Facsimile Number: (239) 225-2559
E-mail Address: k.e.n(a<kenolearv.com E-mail Address: jpaternoasfwdb.or;
Name of RWB One-Stop Operator Name of RWB Fiscal Agent
Southwest Florida Workforce Development Southwest Florida Workforce Development
Board,Inc. Board, Inc.
Address of RWB One-Stop Operator Address of RWB Fiscal Agent
9530 Marketplace Road, Suite 104 9530 Marketplace Road, Suite 104
Fort Myers, FL 33912 Fort Myers, FL 33912
Telephone Number: (239) 225-2500 Telephone Number: (239) 225-2500
Facsimile Number: (239) 225-2559 Facsimile Number: (239) 225-2559
E-mail Address: jpaterno @sfwdb.org E-mail Address: jpaterno @sfwdb.org
Packet Page -2951-
9/25/2012 Item 16.F.1.
Name of the RWB Administrative Entity Name of the Chief Elected Official(s)
Southwest Florida Workforce Development Tristan Chapman, Hendry County
Board, Inc. Commissioner& Chair of the Southwest
Florida Job Training Consortium
Address of RWB Administrative Entity Address of the Chief Elected Official(s)
9530 Marketplace Road, Suite 104 Hendry County Board of County
Fort Myers, FL 33912 Commissioners
P.O. Box 2340
165 S. Lee Street, Suite A
Labelle, FL 33975-2340
Telephone Number: (239) 225-2500 Telephone Number: (863) 675-5220
Facsimile Number: (239)225-2559 Facsimile Number: (863) 675-5317
E-mail Address: jpaterno @sfwdb.org E-mail Address: bocc3 @hendryfla.net
Packet Page -2952-
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9/25/2012 Item 16.F.1 .
ATTACHMENT 3
YOUTH COUNCIL
B.J. Brundage, Chair Dale Johnson
Manhattan Construction Collier County Public Schools
13350 Metro Parkway, Suite 304 5775 Osceola Trail
Fort Myers, FL 33966 Naples, FL 34109
Phone: 239-561-5181 Phone: 239-377-0333
Fax: 239-561-5129 Fax: 239-377-5160
E-mail: bj.brundage @manhattanconstruction.com, E-mail: lohnsod2(Tcollier.k12.fl.us
Kenishia Addison Peg LaMarca
Youth Representative Department of Juvenile Justice
Cell: 239-745-8622 121 East Marion Avenue
E-mail: addison.klagmail.com Punta Gorda, FL 33950
Phone: 941-575-5785
Virginia Castellano-Mann Fax: 941-575-5710
ResCare HomeCare E-mail: margaret.lamarca @dii.state.fl.us
2830 Winkler Avenue, Suite 206
Fort Myers, FL 33916 Larry Litt
Phone: 239-936-8292 4864 Lasqueti Way
Fax: 239-275-4140 Naples, FL 34119
E-mail: vmann(arescare.com Phone: 239-593-8895
Fax:
Tim Goodman E-mail: littl @aol.com
Goodwill Industries of SWFL
4150 Ford Street Extension #316 Dawn Pudlin
Fort Myers, FL 33916 Participant Parent
Phone: 239-274-3463 2542 Bellville Court
Fax: 239- Cape Coral, FL 33991
E-Mail: timgoodmanCa�goodwillswfLorq Phone: 239-590-8999
Cell: 239-313-9724
Martin Haas Fax: 239-590-8992
Entech Computer Services E-mail: dpudlin @gmail.com
6338 Presidential Court, Suite 201
Fort Myers, FL 33919 Randy Toscano
Phone: 239-573-1000 x.105 Lee Memorial Health System
Fax: 239-573-1002 636 Del Prado Boulevard
E-mail: martin()entechcomputers.com Cape Coral, FL 33990
Phone: 239-424-2407
Dr. Madelyn Isaacs Cell: 239-210-8683
College of Education Fax: 239-424-4033
Florida Gulf Coast University E-mail: randy.toscano @leememorial.org
10501 FGCU Boulevard South
Ft. Myers, FL 33965 Chris Rodriguez
Phone: 239-590-7785 Tri-County Apprenticeship
Fax: 239-590-7801 13830 Jetport Commerce Parkway
E-mail: misaacs @fgcu.edu Suite 5
Fort Myers, FL 33913
Phone: 239-225-0995
7-1-12 bgr
Packet Page -2957-
9/25/2012 Item 16.F.1 .
ATTACHMENT 3
Fax: 239-225-0997
E-mail: crodriquez@tcaafl.com
Sue Roshon
Lee County Public Education Center
2855 Colonial Boulevard
Fort Myers, FL 33966 Staff Liaison: Bill Roshon
Phone: 239-939-6300 Southwest Florida Workforce Development Board, Inc.
Fax: 239-332-1939 9530 Marketplace Road, Suite 104
E-mail: suebr @leeschools.net Ft. Myers, FL 33912
Phone: 239-225-2500
Melissa Schoenagel Fax: 239-225-2559
Children's Network of Southwest Florida E-mail: broshon @swflworks.org
2232 Altamont Avenue
Fort Myers, FL 33901
Phone: 239-425-6313
Fax:
E-mail: mschoenagel childnetswfl.orq
Mary Watford
Division of Vocational Rehabilitation
Area 5 Program Office
5288 Summerlin Commons Way, Suite 903
Ft. Myers, FL 33907
Phone: 239-278-7317
Fax: 239-278-7255
E-mail: mary.watford @vr.fldoe.org
Vivian Watkins
The Housing Authority of the City of Fort Myers
4224 Michigan Avenue
Fort Myers, FL 33916
Phone: 239-332-3825 Ext. 305
Fax: 239-344-0470
E-mail: vivianwhacfm.orq
Asik
7-1-12 bgr
Packet Page -2958-
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Attachment 4
WORKFORCE INVESTMENT ACT
SECOND AMENDED AND RESTATED
INTERLOCAL AGREEMENT
FOR'1'HI
SOUTHWEST FLORIDA JOB TRAINING CONSORTIUM
This Second Amended and Restated Interlocal Agreement (this "Agreement") is made
and entered into between the Boards of County Commissioners for Charlotte, Collier, Glades,
Hendry, and Lee Counties, political subdivisions of the State of Florida, for continuation of the
Southwest Florida Job Training Consortium.
WHEREAS, the Workforce Investment Act of 1998, hereinafter referred to as the Act,
federal Public Law 105-220,replaced the Job Training Partnership Act as amended in 1996,and
restructured a multitude of workforce development programs into an integrated workforce
investment system and authorized the expenditure of federal funds for allowable services and
activities in local workforce investment(development)areas; and
WHEREAS,the counties of Charlotte, Collier, Glades,Hendry, and Lee were designated
by the Governor of the State of Florida, as recommended by the Jobs and Education Partnership
in 1996,to form a five county workforce development area, Region 24, and this designation was
approved by the Governor to continue under the Workforce Investment Act; and
WHEREAS, the five participating counties had previously entered into an interlocal
agreement in 1996 creating the Southwest Florida Job Training Consortium and had entered into
an agreement with a Private Industry Council acting as grant recipient and administrative entity
until such time as Southwest Florida Workforce Development Board, Inc. ("SFWDB") was
formed,and continued under that agreement("Original Interlocal Agreement");and
WHEREAS, subsequent to the Original Interlocal Agreement, the five participating
counties entered into that certain Workforce Investment Act Interlocal Agreement for the
Southwest Florida Job Training Consortium dated as of July 1, 2005 ("WIA Interlocal
Agreement"). This Agreement is intended to be an amendment and restatement of the WIA
Interlocal Agreement; and
WHEREAS, SFWDB is in existence and operational with respect to the Region 24
Workforce Investment Area; and
WHEREAS, the Region 24 Workforce Investment Area is required to submit a
Workforce Investment Act local plan pursuant to Section 118 of the Act; and
WHEREAS, Section 163.01, Florida Statutes, known as the Florida Interlocal
Cooperation Act of 1969, permits local governmental units to make the most efficient use of
their powers by enabling them to cooperate with other localities on a basis of mutual advantage
and thereby provide services and facilities in a manner and pursuant to forms of governmental
organization that will accord best with geographic, economic, population, and other factors
influencing the needs and development of local communities; and
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WHEREAS, the Boards of County Commissioners for Charlotte, Collier, Glades,
Hendry, and Lee Counties find this Interlocal Agreement to be necessary,proper and convenient
to the exercise of their powers,duties and purposes authorized by law.
NOW THEREFORE, in consideration of the mutual covenants herein, the parties agree
as follows:
L Continuation of the Southwest Job Training Consortium.
A. Consistent with the Original Interlocal Agreement, the participating five
counties agree to accept the Governor's designation of the five county local
area as Workforce Investment Area for Region 24 for purposes of programs
promulgated under the Act.
B. Consistent with the Original Interlocal Agreement, the five counties agree to
continue the Southwest Florida Job Training Consortium (the "Consortium")
which is composed of the Chief Local Elected Official(Chair)from each of the
participating County Commissions, or a designee, who shall be an elected
County Commissioner. These five Chairs will elect one member of the
Consortium to serve as Chair of the Consortium. The Chair shall remain in its
position as Chair until replaced by the Consortium. The Consortium may elect
to rotate the position of Chair each year according to procedures which may be
developed by the Consortium.
II. Authority and Responsibilities of the Southwest Florida Job Training Consortium.
A. Sections 117, 118, and 121 of the Workforce Investment Act (the "Act") are
hereby incorporated within this Agreement as if set out herein.
B. The Consortium shall request any change in the number of local board members
of SFWDB that will represent each county, identify which sector they will
represent, identify the length of term, and request certification from the Governor
should any changes to the current representation be required, ensuring that 51%of
the membership represent the private sector.
C. Each County Chair, or designee Commissioner, shall be responsible for making
his/her County's private sector appointments for board members of SFWDB, in
accordance with the Act, to the Board for the participating counties. The
nomination process for these appointments must adhere to the following criteria:
1. Representatives of business in the local area who are owners of
businesses, chief executives or operating officers of business, and other
business executives or employers with optimum policymaking or hiring
authority;
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2. Representatives of businesses with employment opportunities that reflect
the employment opportunities of the local area; and
3. Representatives are appointed from among individuals nominated by local
business organizations and business trade associations.
D. The nomination process for these private sector appointments for board members
of SFWDB shall be as follows:
1. Private sector representatives shall be selected from among individuals
nominated by general purpose business organizations after consulting with
and receiving recommendations from other business organizations in the
workforce development region.
2. General purpose business organizations are defined as those organizations
which admit to membership any for-profit business operation within the
workforce development region, or any entity that represents or serves as
an umbrella organization that includes membership from for-profit
businesses.
3. Such nominations, and the individuals selected from su composition a o of
shall reasonably represent the industrial and demographic
the business community.
4. The Chair of SFWDB is selected from the private-for-profit sector.
E. Ensure through its appointments that board membership of SFWDB includes
required public sector representatives, as required under the Act and State of
Florida definitions, regardless of County, with optimum policymaking authority
within the organizations,agencies, or entities:
1. Representatives of local educational entities, including educational
agencies, local school boards, entities providing adult education and
literacy activities, and postsecondary educational institutions (including
representatives of community colleges,where such entities exist),selected
from among individuals nominated by regional or local educational
agencies, institutions, or organizations representing such local educational
entities;
2. Representatives of labor organizations,nominated by local federations, or
(for a local area in which no employees are represented by such
organizations),other representatives of employees;
3. Representatives of community based organizations (including
organizations representing individuals with disabilities and veterans, for a
local area in which such organizations are present);
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4. Representatives of economic development agencies;
5. Representatives of each of the one-stop partners; and
6. May include such other individuals or representatives of entities as the
chief elected official(s)in the local area may determine appropriate.
F. Share with SFWDB the responsibility for the following:
• Approval of the local plan or modification of the local plan described
under Section 118 of the Act for Region 24 pursuant to the following
procedure. SFWDB shall prepare and adopt the proposed local plan (or
modification, as applicable) as required by the Act and transmit the same
to the Consortium for its approval prior to submission of the local plan to
the Governor pursuant to the Act and Florida law. Transmission of the
local plan shall be by sending or delivering a copy of the local plan to both
the Chair and the county administrator or county manager, as applicable,
for each of the participating counties. The local plan submitted to the
Consortium for approval under this section shall be deemed approved by
the Consortium at the end of the sixty (60) day period beginning on the
date upon which the proposed local plan is received by the Consortium
("Local Plan Review Period") unless one or more members of the
Consortium notifies SFWDB in writing prior to the expiration of the Local
Plan Review Period of either an objection to the local plan or that it has
requested a meeting of the Consortium to review the local plan. If any
member of the Consortium provides such written notice to SFWDB, a
meeting of the Consortium shall be called for the purpose of reviewing the
local plan within thirty (30) days after the Consortium member's
correspondence ("Requested Plan Review Period"). In the event the
Consortium does not take action to approve or disapprove the local plan
for any reason prior to the expiration of the Requested Plan Review
Period,the local plan shall be deemed approved by the Consortium;
• Approval of the annual budget of SFWDB for purposes of carrying out the
duties of SFWDB pursuant to Section 118 of the Act in accordance with
the following procedures. SFWDB shall prepare and adopt an annual
budget as may be required by law and transmit the same to the Consortium
for its approval. Transmission of the budget shall be by sending or
delivering a copy of the budget to both the Chair and the county
administrator or county manager, as applicable, for each of the
participating counties. The budget submitted to the Consortium for
approval under this section shall be deemed approved by the Consortium
at the end of the sixty (60) day period beginning on the date upon which
the proposed budget is received by the Consortium ("Budget Review
Period") unless one or more members of the Consortium notifies SFWDB
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in writing prior to the expiration of the Budget Review Period of either an
objection to the budget or that it has requested a meeting of the
Consortium to review the budget. If any member of the Consortium
provides such written notice to SFWDB, a meeting of the Consortium
shall be called for the purpose of reviewing the budget within thirty (30)
days after the Consortium member's correspondence ("Requested Budget
Review Period"). In the event the Consortium does not take action to
approve or disapprove the budget for any reason prior to the expiration of
the Requested Budget Review Period, the budget shall be deemed
approved by the Consortium. During any period of review of the budget
by the Consortium and until approval of the budget by the Consortium,
SFWDB can continue its operations consistent with the budget that was
most recently approved by the Consortium. Any material modification to
any budget approved by the Consortium hereunder shall be approved by
the Consortium in accordance with the foregoing procedure. For purposes
of this section, the addition into SFWDB's budget of mid-year,program
specific earmarked funds from the state or federal government shall not be
deemed to be a material modification to SFWDB's budget;and
• oversight of activities and services including designation, certification, or
termination of One Stop Operators.
III. Terms of Agreement.
A. None of the parties hereto shall be liable for any claims, damages, losses or
expenses arising out of or resulting from any act, omission, negligence of the others, their
officers, employees or agents, related parties' respective authorities and responsibilities under
this Agreement.
B. The term of the Agreement shall commence upon the adoption of this Agreement
by the last of the participating counties and shall run through June 30,
2016, which date
coincides with the next local plan submittal date required under Section 118 of the Act.
Thereafter the term of this Agreement shall automatically be renewed for successive five-year
terms, unless any party notifies the others of its intention not to renew at least ninety (90) days
prior to the expiration of the original term or the then-current five-year renewal term.
C. Upon proper execution, the Agreement shall be legally valid and binding, and
supersedes other agreements of the Southwest Florida Job Training Consortium. This
Agreement shall be recorded in the public records of the counties of Charlotte, Collier, Glades,
Hendry,and Lee.
D. This Agreement may be amended or modified upon the written request of any
party hereto. Any alterations, amendments,modification or waivers in the terms and conditions
of this Agreement shall not be effective unless reduced to writing, approved by all parties,signed
by their duly authorized representatives and filed with the Clerks of the Circuit Courts of the
participating counties.
5
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IN WITNESS WHEREOF,the parties have executed this Agreement as indicated on the attached
. pages: . .
. •
.- .
PASSED AND DULY ADOPTED THIS 20th' DAY OF March + ,2012.
, .
. ,
. .
• ' - i
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• BOARD OF COUNTY COMMISSIONERS
• • OF T.P.F.COUNTY,FLORIDA
• . - -
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By: Alke......0-/-...1.....E.-...0.0.0
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fir r Commission if II esignee
•
• Attest: - •
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By: APPROVED AS TO-FORM AND Ar040.
' • LEGAL SUFFICIENCY
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BOARD op:CQ6Iil 4 M1SSIONERS
OF CHAT .C}TTE.COUN1'V.F✓ORIDA
By: .1 _ .
Chafr oo 'ammission nee
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Attest:
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By: APPROVED AS TO FORM AND
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SUFFICIENCCY
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BOARD OF COUNTY COMMISSIONERS
ATTEST: COLLIER COUNTY,FLORIDA
Dwi E..BEGc,J k of Courts
'e . *-11--14-x- •
rft .".�4tt�s �14;1A f�"� Fred W. Coyle,Chairman
Dated: June 12 ,2012
• �f yt
Approved as to form and
legal sufficiency:
4
Scott IL Teach
Deputy County Attorney
8
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BOARD OF COUNTY COMMISSIONERS
OF GLADES COUNTY,FLORIDA
By: '14/
Chair or Com 'over Designee
Attest f w,. I
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Aomot
BOARD OF COUNTY COMMISSIONERS
•
OF HENDRY C LINTY,FLORIDA
)per` L �•
'" By:
Chair or Commissioner Designee
•
Attest: .
By: APPROVED AS TO FORM AND
LEGAL UFFI i:t•CY�
By: / l A.
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Win,
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Attachment 5
BY-LAWS
OF
SOUTHWEST FLORIDA WORKFORCE FOR-ROFIT ORPO TON BOARD, INC.
A FLORIDA NOT
ARTICLE I
SERVICE AREA
Southwest Florida Workforce Development Board,Inc. shall serve the population of Region
24,which is composed of Charlotte,Collier,Glades,Hendry and Lee Counties.
ARTICLE II
MEMBERS
Section1. Membership. Members shall be those persons appointed to serve as members of
the Southwest Florida Workforce Development Board by the chief elected official or his or her
designee of the local county or city governing bodies or consortiums of county and/or city
government units that exist through interlocal agreements and shall include:
1. At least fifty-one (51) percent of the members shall be representatives of business
who are (i) owners of businesses, chief executives or operating officers of
businesses, and other business executives or employers with optimum policymaking
or hiring authority; (ii) represent businesses with employment opportunities that
reflect the employment opportunities of the local area; and (iii) are appointed from
among individuals nominated by local business organizations and business trade
associations;
2. Representatives of local educational entities, including the president of the
community college, the four-year university, superintendents of the local school
districts;
3. At least one(1)representatives of organized labor;
4. Representatives of community based organizations, including organizations
representing individuals with disabilities,and veterans;
5. Representatives of economic development agencies; and
6. Representatives of the One-Stop partners.
Section 2. Membership Termination. Any member who is not present for fifty percent
(50.0%)or more of the meetings of the board of directors in any Program Year may have his or her
membership terminated at the discretion of the board of directors. The Executive Director or the
Executive Director's designee shall present such members(s) to the Board of Directors for their
Updated July 2011 Page 1
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consideration. Written notice of any membership terminated by action of the board of directors
shall be provided to the terminated member by either certified mail or first class mail to the last
address of the terminated member shown on the records of the Corporation. Termination of any
individual's membership shall also automatically include removal of such individual from the board
of directors and any committee(s)on which he or she may serve.
• ARTICLE III
BOARD OF DIRECTORS
Section 1. Consists of All Members. All members of the Corporation are on the board
of directors. The terms board of directors and members are equivalent, and the terms member and
director are equivalent.
Section 2. Number of Directors. The board of directors shall consist of at least three
individuals.
Section 3. Meeting Schedule.
(1) The Corporation shall hold meetings every other month or as otherwise determined
by a majority vote of the board of directors.
(2) The annual meeting shall be the last meeting of the calendar year.
(3) Special meetings may be called by the executive director, or by the president of the Aft
Corporation.
Section 4. Notice of Meetings. Written notice of the date, time, and place of regular
and special meetings together with an agenda of the business to be conducted shall be sent to all
directors at least seven(7)days in advance of such meetings. If the President,or executive director,
determines that an emergency situation requires that a special meeting be called, the seven(7) day
notice requirement may be waived. Provided, however, all notice of meetings shall meet the
requirements of Section 286.011,Florida Statutes("Sunshine Law").
Section 5. Location of Meetings. All meetings shall be at a location open and
accessible to the general public, in accordance with the requirements of the Florida Sunshine Law.
Meeting locations shall be within the Southwest Florida service area.
Section 6. Use of Telecommunications. Pursuant to the authority contained in Section
445.007(1),Florida Statutes, any one or more directors may participate in a meeting of the board of
directors by means of a telephone conference or other telecommunications device that allows all
persons participating in the meeting to hear each other or to see in written form the words of the
other directors. Participation by a director in a meeting by such telephone conference or other
telecommunications device shall be deemed presence in person at such meeting for purposes of
establishing a quorum. The board of directors shall adopt a policy by resolution to implement the
provisions of this Section 6, which policy will generally address situations when a
telecommunications will be used by the board of directors, the method to provide the public with
notice of any such meeting utilizing telecommunications, and the method to provide the public with
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reasonable access to observe and,when appropriate,participate.
Section 7. Ouorum and Voting.
(1) A quorum of a board of directors shall consist of one-third of the whole number of
appointed directors.
(2) If a quorum is present when a vote is taken, the affirmative vote of a majority of
directors present shall be the act of the board of directors.
(3) A director of the corporation who is present at a meeting of the board of directors or
a committee of the board of directors when corporate action is taken is deemed to have assented to
the action taken unless:
(a) The director objects,at the beginning of the meeting or promptly upon the director's
arrival,to holding the meeting or transacting specified affairs at the meeting;or
(b) The director votes against or abstains, in accordance with Sections 112.3143 and
286.012,Florida Statutes,from the action taken.
(4) Voting and voting conflicts shall be determined in accordance with Florida law for
appointed public officers.
Section 8. - Procedure at Meetings.
(1) Robert's Rules of Order shall govern the procedures of board meetings,except when
inconsistent with the provisions of the by-laws.
(2) All business shall be conducted in accordance with the agenda.
Section 9. Compensation of Directors. The board of directors shall serve without
compensation.
Section 10. General Standards for Directors.
(1) A director shall discharge his or her duties as a director, including his or her duties
as a member of a committee, in good faith, with the care of an ordinarily prudent person in a like
position would exercise under similar circumstances,and in a manner he or she reasonably believes
to be in the best interests of the corporation.
(2) In discharging his or her duties, a director may rely on information, opinions,
reports, or statements, including financial statements and other financial data, if prepared or
presented by:
(a) One or more officers or employees of the corporation whom the director reasonably
believes to be reliable and competent in the matters presented;
(b) Legal counsel, public accountants, or other persons as to matters the director
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reasonably believes are within the persons'professional or expert competence;or
(c) A committee of the board of directors of which he or she is not a member if the
director reasonably believes the committee merits confidence.
(3) A director is not acting in good faith if he or she has knowledge concerning the
matter in question that makes reliance on information, opinions, reports or statements by others
unwarranted.
(4) A director shall not be liable for any action taken as a director,or any failure to take
any action,if he or she performed the duties of his or her office in compliance with this section.
Section 11. Director Conflicts of Interest. Conflicts shall be determined in accordance
with Chapter 112, Part III, Florida Statutes, known as the code of ethics for public officers and
employees.
Section 12. Indemnification. Each director of the corporation, now or hereafter serving
as such, shall be indemnified by the corporation against any and all claims and liabilities to which
he or she has or shall become subject by reason of serving or having served as director or by reason
of any action alleged to have been taken, omitted or neglected by him or her as such director; and
the corporation shall reimburse each such person for all legal expenses reasonably incurred by him
or her in connection with any such claim or liability; provided, however, that no such person shall
be indemnified against or be reimbursed for any expense incurred in connection with any claim or
liability arising out of his or her willful misconduct,recklessness or gross negligence.
The amount paid to any director by way of indemnification shall not exceed his or her
actual, reasonable and necessary expenses incurred in connection with the matter involved, and any
determination so made shall be binding on the indemnified director.
The right of indemnification hereinabove provided for shall not be exclusive of any rights to
which any director may otherwise be entitled by law.
ARTICLE IV
OFFICERS
Section 1. Enumeration of Offices. The officers of the corporation shall be a president,
vice president, secretary, and treasurer. The president shall be elected from those directors
representing the private sector in accordance with the provisions of Section 2 of this Article.
Section 2. Election of Officers. The initial officers shall be elected by a majority of
directors present at the first meeting of the board of directors at which a quorum is present. The
election of all other officers shall take place at the annual meeting of the board of directors, and
shall be elected by a majority of those directors present,provided a quorum is present.
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Section 3. Term Officers shall be elected bi-annually and shall serve a two-year term
commencing the day of the election. The terms of the officers are limited to two (2) consecutive
two-year terms in the same office. There are no limitations on the number of terms not in sequences
or in different offices.
Section 4. Resignation and Removal. Any officer may be removed from office with or
a
without cause by the affirmative vote of a majority of the board of directors written meetin
ing at which
tha
quorum is present. Any officer may resign at any time giving
president, vice president, secretary, treasurer, or executive director. Such resignation shall take
effect on the date of receipt of such notice or at any later time specified therein, and unless
otherwise specified therein,the acceptance of such resignation shall not be necessary to make such
resignation effective.
Section 5. Vacancies. A vacancy in any office may be filled by majority vote of the
board of directors at ameeting w� of the quorum is present. The
or she replaces.
appointed to such vacancy
shall serve for the remainder
6. Multiple Offices. The same individual may not simultaneously hold more
than one office.
Section 7. Duties. The duties of the officers are as follows:
(1) President: The president shall preside, and act as chairman, at all board and
executive committee meetings; shall see that orders and resolutions of the board are carried out;
shall sign all written instruments, shall co-sign promissory notes and perform all duties incident to
the office of the president as may from time to time be assigned by the board of directors.
(2) Vice President: The vice president shall act in the place of the president in the event
of his or her absence, inability or refusal to act,and shall exercise and discharge such other duties as
may be required of him or her by the board.
(3) Secretary: The secretary with the assistance of staff shall record the votes and keep
the minutes of all meetings and proceedings of the board of directors;keep the corporate seal of the
Corporation and affix it on all papers requiring said seal; serve notice of meetings of the board of
directors; keep appropriate current records showing the members of the Corporation together with
their addresses; and perform all the duties incident to the office of secretary as may from time to
time be assigned by the board of directors.
Section 8. Treasurer: The treasurer shall receive and deposit in appropriate bank
accounts all monies of the Corporation and disburse such funds as directed by resolution of the
board of directors; sign promissory notes of the Corporation; keep proper books of account;
complete the corporate annual report for the Department of the State; and perform all the duties
incident to the office of treasurer as may from time to time be assigned by the board of directors.
Section 9. Contract Rights. The appointment of an officer does not in itself create
contract rights. No officer shall serve the Corporation pursuant to contract.
Section 10. Indemnification. Each officer of the Corporation now or hereafter serving as
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such shall be indemnified by the Corporation against any and all claims and liabilities to which he
or she has or shall become subject by reason of serving or having served as such officer, or by
reason of any action alleged to have been taken,omitted or neglected by him or her as such officer;
and the Corporation shall reimburse each such person for all legal expenses reasonably incurred by
him or her in connection with any such claim or liability; provided, however, that no such person
shall be indemnified against, or be reimbursed for any expense incurred in connection with, any
claim or liability arising out of his or her own willful misconduct,recklessness or gross negligence.
The amount paid to any officer by way of indemnification shall not exceed his or her actual,
reasonable and necessary expenses incurred in connection with the matter involved, and any
determination so made shall be binding on the indemnified officer.
The right of indemnification hereinabove provided for shall not be exclusive of any rights to
which any officer may otherwise be entitled by law.
ARTICLE V
COMMITTEES
Section 1. Appointment. Unless otherwise stated, committee members are not required
to be members of the corporation. It is the intent of the board of directors that committee
membership reflect participation which represents the entire Southwest Florida service area,
whenever possible.
Section 2. Executive Committee. The Executive Committee shall be a committee
composed of the President, Vice President, Secretary, Treasurer, and Chairpersons of Standing
Committees. At least a majority of the members of the Executive Committee shall be
representatives of the private sector. The Executive Committee shall serve as a management
committee with administrative oversight responsibilities and is empowered to act and take necessary
interim action to implement the plans and programs of the board between meetings of the board.
When interim action occurs, the Executive Committee will report at the next board meeting, at
which time the actions of the Executive Committee shall be reviewed and ratified by the board.
Section 3. Standing Committees. There shall be the following standing committees: (1)
Finance Committee, (2) Program and Planning Committee, (3) Youth Council Committee, and (4)
Service Delivery Committee, which shall have such duties and functions as specified by the board
of directors. The membership of standing committees shall, whenever possible, have participation
which reflects the division of members of the Southwest Florida Workforce Development Board as
set forth in Article II hereof. The president or board of directors may also establish additional
standing committees and specify their functions. Such committees shall not have the authority to
act for the board,but may review issues or programs and make appropriate recommendations to the
board.
Section 4. Finance Committee. The Finance Committee shall assist the Treasurer with
financial review responsibilities and make recommendations regarding the budget to the board. The
annual report will be reviewed by the Finance Committee when the annual report is completed.
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Section 5. Ad Hoc Committees. Ad Hoc Committees may be formed and shall
terminate upon completion of the matter of concern for which the committee was appointed.
Section 6. Committee of Chairpersons.the Finance C Executive
Committee shall be the treasurer.Committee
urer. ' 'heremainder
be the president. The chairperson
of the committee chairpersons shall be members of the corporation.
Section 7. Location and Notice of Committee Meetings. All committee meetings shall
be held at a location open and accessible to the general public, in accordance with the requirements
of membership the Florida the committee,Sunshine or board staff mecmberr((s) assigned to that committee. All committee
membership of the com ,
meetings shall be noticed in accordance with the Florida Sunshine Law.
Section 8. Ouorum. For purposes of committee meetings, the presence of one-third
(1/3) of all members appointed to the committee shall constitute a quorum for conducting the
committee's business.
Section 9. Use of Telecommunications. Pursuant to the authority contained in Section
445.007(1),Florida Statutes, any one or more committee members may participate in a committee
meeting by means of a telephone conference or other telecommunications device that allows all
persons participating in the meeting to hear each other or to see in written form the words of the
other committee members. Participation by a committee member in a meeting by such telephone
conference or other telecommunications device shall be deemed presence in person at such meeting
for purposes of establishing a quorum. The board of directors shall adopt a policy by resolution to
implement the provisions of this Section 9, which policy will generally address situations when a
telecommunications may be used by a committee, the method to provide the public with notice of
any such meeting utilizing telecommunications, and the method to provide the public with
reasonable access to observe and,when appropriate,participate.
ARTICLE VI
AMENDMENTS TO BY-LAWS
The by-laws may be altered, amended or repealed and new by-laws adopted by the
affirmative vote of two-thirds (213) of the directors present at a regular or special meeting with a
quorum present, provided that any proposal to alter, amend or repeal by-laws be submitted to each
director at least fifteen(15)days prior to the meeting at which the proposal is to be considered.
ARTICLE VII
MISCELLANEOUS
Section 1. Annual Report For Department of State. The corporation shall deliver to the
Department of State for filing a sworn annual report each year by May 1, on such form as the
Department of State prescribes, all in compliance with the Florida Not-For-Profit Corporation Act,
as may be amended from time to time.
Section 2. Corporate Seal. The seal of the corporation shall have inscribed on it the
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Updated July 2011
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name of the corporation,the year of its organization and the words"corporation not for profit." The
words"corporate seal"or their equivalent may be used as a facsimile of or as the seal.
Section 3. Prohibited Activities. The corporation shall not engage in any act which is
prohibited by the Florida Not-For-Profit Corporation Act, as may be amended from time to time.
The corporation shall also not engage in any act which could give rise to it losing its tax exempt
status under the Internal Revenue Code of 1986, as may be amended from time to time.
Section 4. Conflict. In the case of any conflict between the articles of incorporation and
these bylaws,the articles of incorporation shall controL
Section 5. Amendments to Articles of Incorporation. Any amendments to the articles
of incorporation shall be made in the following manner: The directors shall adopt a resolution
setting forth the proposed amendment and directing that it be submitted to a vote at a meeting of
directors entitled to vote on the proposed amendment, which may either be an annual or a special
meeting. Written notice setting forth the proposed amendment or a summary of the changes to be
effected by the amendment must be given to each director at least fifteen (15) days prior to the
meeting at which the proposal is to be considered. The proposed amendment shall be adopted upon
receiving the affirmative vote of two-thirds (2/3) of the directors present at the annual meeting or
special meeting called for that purpose at which a quorum is present.
Section 6. Corporate Records. The corporation shall keep as permanent records correct
and complete books and records of account and shall keep minutes of the proceedings of its
directors. The corporation shall also keep at its registered office in this state a copy of its articles of
incorporation and its bylaws and any amendments thereto and a record of the names and addresses Agoof
of its directors. All books and records of the corporation must be kept in written form or in another
form capable of conversion into written form within a reasonable time and may be inspected by any
director,or his or her agent or attorney, for any proper purpose at any reasonable time.
ARTICLE VIII
ENACTMENT PROVISION
These by-laws shall become effective upon approval by a two-thirds (2/3) vote of directors
present at a regular or special meeting after due notice is given. Due notice shall be given at least
seven(7)days prior to the meeting at which these by-laws are enacted.
mok
Updated July 2011 Page 8
• I-'d'91. Wadi Z I.OZ/5Z/6
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9/25/2012 Item 16.F.1 .
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Packet Page -2977-
9/25/2012 Item 16.F.1.
Attachment 7
List of One-Stop MOUs
A. Florida Department of Children & Families
B. Florida Department of Education/Division of Vocational Rehabilitation
C. iTech (Collier County School Board), Farm Worker Jobs and Education Program of Florida regarding
assistance to migrant and seasonal farm workers and their families with educational costs
D. Edison State College regarding Career Center Co-location
E. Cornerstone regarding Job Corps
F. Experience Works for Senior Community Service Employment Program activities
G. Goodwill Industries of Southwest Florida regarding Ticket-to-Work holders
H. Hope Clubhouse regarding Ticket-to-Work holders
I. Fort Myers Redevelopment Agency regarding the McCollum Hall Project
J. COFFO—to collaborate in assisting low-income residents in becoming self-sufficient
K. Redland Christian Migrant Association (RCMA)for 2012 Summer Youth Program
L. Hendry County Community Services Block Grant(CSBG)
M. Lee County Community Services Block Grant(CSBG)
N. Charlotte County Community Services Block Grant(CSBG)
O. Collier County School District for Pilot Youth Program (Destination Graduation)
P. Collier County for Immokalee Multicultural Multipurpose Community Action Agency, Inc. (IMMCAA)
regarding Community Services Block Grant(CSBG)
Q. Interagency Agreement between DCF, Children's Network of Southwest Florida, Lee County School Board,
DJJ, Florida Agency for Persons with Disabilities to coordinate services for children served by the Florida
Child Welfare System
Afooll
Packet Page-2978-
9/25/2012 Item 16.F.1 .
ATTACHMENT 8
Southwest Florida Workforce Development Board,Inc.
Supportive Services Policy
Policy#: MU-001
Local Manual Section: Multiple Programs (MU)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and staff
serving customers enrolled in Workforce Investment Act (WIA) and Temporary Assistance for Needy
Families (TANF)programs
Effective Date: October 8, 2007 Revised: November 1, 2010
Purpose: To provide a local policy to assist Temporary Assistance for Needy Families (TANF) and
Workforce Investment Act (WIA) Adults, Dislocated Workers and Youth customers in obtaining
supportive services.
Background: TANF and WIA allow funding to provide supportive services to reduce barriers and
facilitate program completion and entry into sustainable employment. Local policy is needed to give
further detail on use of funding for provision of supportive services.
General Policy: Supportive services are provided on a case-by-case basis. Supportive Services will
not be provided for part-time students. Supportive Services will not be provided when customer
chooses an out-of-area program. Career Development Representatives will assess the needs of
participants and determine what supportive services are necessary to reduce the participants' barriers to
successfully completing the workforce program in which they are enrolled. Types of support services
include child care,transportation, car repairs, and clothing needed for employment.
Steps will be taken to ensure the most economic path is taken to obtaining supportive services. These
steps include:
• Considering resources available in the community
• Car pooling whenever possible
• Using bus transportation where available and practical
• Considering transportation costs prior to enrolling customers into programs. If the same
program is offered at more than one location, efforts should be made to enroll the customer into
the program closest to where the customer lives.
Caps are placed on support service spending. These caps are reviewed annually and may be adjusted
as deemed necessary based on budgets.
Packet Page-2979-
9/25/2012 Item 16.F.1 .
• Workforce Investment Act (WIA) customers: Total services provided to a Workforce
Investment Act (WIA) customer per program year, July through June, will not exceed $3,000.
There are two divisions of these funded services;
- $2,000 per program year for transportation expenses, i.e. gas cards, bus passes (cards),
and transport services.
- $1,000 per program year for support services, i.e. car repairs, auto liability insurance
(6-month lifetime cap), vehicle registration, work clothing, tools, books, etc.
• Welfare Transition (WT) customers: Total services provided to a Welfare Transition (WT)
customer per program year, July through June, will not exceed $2,000. Although these funds
are used for the same services described above for WIA customers, there are no divisions of
these funded services. See link below for the full Welfare Transition Program Supportive
Services Issuance Guidance.
These caps do not include child care assistance. For WT customers, Career Development
Representatives refer individuals in need of child care assistance to the Early Learning Coalition. The
providers of the Early Learning Coalitions are responsible for the determination of eligibility and
authorizing the actual child care service.
In the event that a Career Development Representative determines the maximum allowed amount is
not sufficient to cover the needs of a customer, a waiver may be requested. The waiver would be in the
form of a letter to the One Stop Leadership Team, with a copy to the Center Director/Supervisor and
should include such information as to demonstrate the extraordinary need, the amount already
encumbered and the amount requested.
Forms: Request for Payment/Purchase (MU-003-RP)
Related Information: Gas Card, Gift Cards and Bus Passes Processing Policy (FI-008)
Supportive Services issuance Guidance for WTP (WT-004)
Card Tracker Card Issuance
Equal Opportunity Employer/Program
n rueto
Auxiliary aids and services are available upon request to individuals with disabilities. / 1
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711_ t'.
Page 2 of 2
MU-001 Supportive Services Policy
October 8, 2007 Revised November 1, 2010
Packet Page -2980-
9/25/2012 Item 16.F.1 .
ATTACHMENT 9
Southwest Florida Workforce Development Board,Inc.
Supportive Services Issuance Guidance for Welfare Transition Program
Guidance#: WT-004
Local Manual Section: Welfare Transition(WT)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and staff
administering the Welfare Transition Program
Effective Date: December 14, 2007 Revised: April 16, 2012
Purpose: To provide guidance on supportive service issuance and documentation.
Background: The goal of the Welfare Transition Program (WTP) is to provide services to the work
activity required recipients of Temporary Assistance for Needy Families (TANF) in becoming self-
sufficient through employment. Once employed, it is important we continue to provide the necessary
supports to help families/individuals maintain employment. Basis of guidance: Florida Statues, Title
30, Chapters 445.025, 445.028, 445.31.
General Guidelines: TANF services are not an entitlement and based upon customer compliance,
need, and available funding. If resources are not available to provide the needed supportive services, a
prioritization process may be established or the provision of supportive services may be limited.
Funding restrictions necessitated a cap to be placed on TANF service spending. Total TANF services
provided to a customer per program year, 07-01-XX — 6-30-XX, will not exceed $2000.00. TANF
services may include:
1. Transportation expenses; gas cards, bus passes, and contracted transport services, and
2. Support Services; car repairs, auto liability insurance, vehicle registration, work clothing, tools,
books, etc.
TANF services may be provided to the following individuals:
o Applicants of Temporary Cash Assistance (TCA) — limited to Transportation and Child Care
Services. Applicants approved for Up-Front Diversion may be eligible for up to 24 months of
Transitional Child Care (TCC),
o TANF recipients cooperating with WTP requirements,
o Transitional customers for whom cash assistance was closed due to earned income, maintain a
minimum of 20 hours per week of employment, and household income remains less than 200%
of the Federal Poverty Level. See temporary Supportive Services Issuance Guidance for WTP
Addendum (WT-004A) regarding required hours of employment.
Packet Page-2981-
9/25/2012 Item 16.F.1 .
1. Transportation Services
The Directors/Supervisors of the Southwest Florida Works Centers will have the primary
responsibility to ensure all TCA applicants, WTP mandatory participants, and transitional services
customers receive transportation benefits in accordance with this guidance paper and local
Supportive Services Policy (MU-001). Transportation service gas cards, bus passes, and
supporting documentation of inventory will be in a secure location within the Centers and available
upon request by the Southwest Florida Workforce Development Board, Inc. (SFWDB), as the trail
of ownership accountability will be monitored.
Transportation services may be issued to the following individuals;
• TCA and Up-Front Diversion applicants are limited bus passes or gas vouchers for 30
days. TCA Applicants found eligible for Up-Front Diversion application are not eligible
for ongoing transportation services,
• WTP compliant participants, and
• Transitional service customers.
Each applicant, mandatory participant, and transitional customer will formulate a transportation
plan with his or her Career Development Representative that analyzes and creates a short-term and
a long term plan for the individual's transportation needs.
o Transitional customers may be issued gas vouchers and bus passes for up to 12 months
following the termination of cash assistance due to employment if documentation is provided
of employment of no less than 20 per week, and the gross household income remains less than
200% of the FPL. (see temporary Addendum WT-004A regarding required hours of
employment)
o Transitional customers participating in Training and Education activities may be issued gas
vouchers or bus passes to assist them with the removal of transportation barriers to attend
vocational training up to 24 months following the termination of cash assistance due to
employment of no less than an average of 20 hours per week, and gross household income of
less than 200% of the Federal Poverty Level.
Transitional Service customers requesting Transitional Transportation shall complete the One-Stop
Service Tracking (OSST) Budget Planner with the Career Development Representative to
determine the household's financial need. The monthly household budget will take into
consideration all sources of income and household expenses.
The remaining monthly household income will be deducted from the maximum monthly gas
issuance derived from the gas issuance worksheet. The deficit is the amount the compliant
individual may be provided in Transitional Transportation services or Supportive Services up to the
program year service cap, the time limit, or gross income exceeds 200% of the Federal Poverty
Level. The OSST Monthly Household Budget, gas issuance worksheet costs are to be housed in
the case file. Updates shall be required only when there is a reported change in income or living
expenses.
Page 2 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2982-
9/25/2012 Item 16.F.1 .
Following are the three types of transportation services that may be provided by the SFWDB;
Gas Cards:
a. Gas cards will be provided to compliant TANF applicants, WTP participants, and WTP
Transitional customers with an identified and documented need. Gas issuance is to
supplement the customer expense for employment related transportation cost, not cover
the entire expense. The gas issuance worksheet will be utilized when calculating the
issuance, however, the gas issuance will not exceed the amount of the cash assistance
the individual was eligible when a recipient.
b. Gas issuance formula: The standard miles per gallon (mpg) rate will be 15 mpg
regardless of the age or type of Privately Owned Vehicle (POV). As of January 1,
2009, the price per gallon is set at$3.00 and may be adjusted periodically to account for
the fluctuating price of gasoline. The total number of miles traveled per week by
participant (including child care pick-up) will be determined by the Career
Development Representative utilizing the Mileage Reimbursement Gas Issuance
Worksheet (MU-029-MRGIW) Gas cards will be issued by using the total numbers of
miles driven weekly divided by 15 then multiplied by $3.00. To determine a monthly
issuance the weekly calculation will be multiplied by the number of Mondays in the
month.
Example: A WTP participant provided travel logs showing 150 miles per week were
driven for work related activities in a month. Gas issuance is calculated as follows:
150 miles driven per week is divided by 15 = 10 (gallons of gas) multiplied by $3.00
per gallon= $30.00. The monthly gas issuance would be $30.00/wk multiplied by the
number of Mondays in the month; $30.00 multiplied by 4 Mondays = $120.00, $30.00
multiplied by 5 Mondays = $150.00. As gas cards are issued in specific increments,
Career Development Representatives may round up the monthly gas issuance.
Bus Passes: Bus passes will only be provided to compliant TANF applicants, WTP
mandatory participants, and WTP transitional customers with an identified and documented
need.
Contracted Transport Services: Contracted transport services may be provided by
community partners with an existing written agreement with the SFWDB for compliant WTP
participants and Transitional customers as a temporary means of transportation to assist them in
their compliance with program requirements.
a. Career Development Representatives must authorize transport service for no more than
30 days at a time for mandatory participants and transitional service customers as a
temporary means of transportation during the time period long term transportation is
being arranged.
b. The Transportation Provider will not transport without written authorization. The
Transportation Provider will fax the transportation cost back to Career Development
Representatives to assist them in developing their client's long-term plan for
transportation. Authorization will be reviewed and re-authorized monthly.
Page 3 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2983-
9/25/2012 Item 16.F.1 .
c. Recipients may only be transported to and from authorized locations.
d. Transportation cost will be limited per recipient per a 12 month consecutive month
period of time. The 12-month consecutive period of time begins the first month
following the month cash assistance was terminated due to earned income. The
maximum expenditure for transportation per recipient for a 12-month period of time
will be included in the program year $2,000 service cap. Requests for exceptions to the
maximum must be submitted in writing to the One-Stop Leadership Team for approval.
The need and amount expended for transportation must be clearly documented and
recorded in the Welfare Transition Program Information System.
e. Where public transportation services or privately owned vehicles are available they
must be used,unless justification to the contrary is documented in the case file.
f. Any trip or series of trips for the same recipient exceeding $60 per day must be
submitted to the One-Stop Leadership Team for approval.. This approval in and of
itself does not justify exceeding the annual maximum allowable.
g. Transitional transportation assistance will be contingent on funding and must be job or
training related.
h. Transportation services may be provided to sanctioned individuals to allow them to
comply to have the sanction lifted. They must be approved only during the compliance
period, and cannot be provided during the minimum three-month penalty period for a
level three penalty.
i. Client no-shows occur when a recipient schedules transportation and is not there to be
picked up. Cancellation of transportation services must be done at least sixty minutes
prior to pick up time. If not cancelled within the sixty minute time period, it will be
counted as a no-show. Recipients needing to make re-schedule changes must do so at
least sixty minutes prior to pick up time, otherwise it will be counted as a no-show. A
"three strikes and your out"policy has been adopted, as follows:
1. The first time a recipient is not there to be picked up a door tag will be left
indicating the driver was there. The client's Career Development
Representative will be notified and will contact the recipient for counseling.
2. The second time, a door tag is left, the Career Development Representative
notified, and more intensive counseling will occur. The recipient will receive a
form letter indicating they now have two strikes.
3. On the third no-show the tag will be left, the Career Development
Representative notified, and the recipient will be notified that they cannot ride
again until they meet with their Career Development Representative.
j. A copy of all forms pertaining to the issuance of transportation services are to be
retained as follows:
Page 4of17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page-2984-
9/25/2012 Item 16.F.1 .
o Gas vouchers — Gas Issuance Acknowledgment From, Gas Issuance Worksheet,
Transitional Services Worksheet and Household Budget, Mail Issuance
Responsibility and Authorization,
o Bus passes, or
o Contracted transport services in the case file—Authorization Form.
OSST Transportation Service Issuance Guidelines:
a. The barrier for which the supportive service is provided will be identified on the Individual
Responsibility Plan(IRP).
b. A case note indicating the transportation service, date of issuance and the amount of issuance
is to be annotated in OSST case notes.
STEP 1: Select the Skill Development screen, select the Service Plan Screen, and add a
service.
Service Plan
Sort by I Date zi Sort
Please use the Add button to add a service
Add
STEP 2: Select a Service Provider
Type career and select search.
Provider Search
[ Select criteria and click'Search' to display ]
Provider Name Begins With 'career
FEID
ZIP Code Begins With
City Begins With r
Phone Number Begins With
OSST Status 4 Active } Inactive
Order By Name
Search p Clear Changes "
Page 5 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page-2985-
9/25/2012 Item 16.F.1 .
STEP 3: Select the hyper link of the appropriate Southwest Florida Works Center.
0 Career And Service Center 2399318200 Fort Myers 33916 239-931-
8200
❑ Career And Service Center 8639836138 Clewiston 33440- 863-983
0000 6138
❑ Career Arid Service Center 2396583300 Immokalee 34142 239-658-
3300
00•09" 0 Career And Service Center 9412355900 Port Charlotte 33948 941-235-
0 239-436-
Career And Service Center 2394364301 Naples 34104 4301
STEP 4: Add the Selected Southwest Florida Works Center
Provider Details
[ Click edit to submit updated information ]
Name of Provider Career And Service Center
Address 19500 Cochran Blvd
City,State,Zip Port Charlotte FL 33948
Phone 941-235-5900
Last U.dated 05/29/2007
Map Edit Provider Info 7 Arid ?
STEP 5: Service Detail Screen
a. Select the appropriate Transportation Service on the pull-down menu
b. Enter the service start date
c. Select save
Provider Information
Name: Career And Service Center
Addressl: 19500 Cochran Blvd
Address2:
City: Port Charlotte
State: FL
Zip: 33948
Phone: 941-235-5900
Web Site:
Service Details
* Service Type
r Anthony
Service Recipients
i Lianeliz
In House:
r Melany
Anticipated Start Date: Anticipated End Date: Actual Start Date:
7571 -751v1
Do you want this displayed
on the Individual Responsibility Plan? ` no
yes
Clear Changes ?' Cancel
/*,
Page 6 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2986-
9/25/2012 Item 16.F.1 .
STEP 6: Cost Detail Screen
Indicate on the Transportation Cost Detail screen the individual service and serial numbers if
applicable, type of service, FMTS Code, service date, dollar amount of the service, and save.
Add Cost Item
Tracking # : Igas card 4715 4716
Type : 'Transportation Li
FMTS Code : ITransistional Work-Related Transportation
Date . 106-15-2007 I'd
Cost: $120 00
Canca CCZ,
STEP 7: Service Plan line items for transportation
To add and track annual transportation services provided to an individual, select a
Transportation service type line item per Program Year, 7-01-20XX through 06-30-20XX.
Note: There may be two different Transportation service lines in a program year;
Transportation and Transitional Transportation. Use the Show All button to view all
transportation services issued in a program year.
Service Plan
Sort by 1 Date So
Service Type Start Date End Date Status Days Enrolled Total Cost
Transportation (410) 06/15/2007 Present In Progress 1 $ 20.00
Servize and et:5 0.00 Available 1109get: -20.00 Dollar&Spent'20.00
Show All ? Add
2. Supportive Services
The following procedures will be followed when processing a TANF funded supportive service request
as the Southwest Florida Works Center and the SFWDB are responsible to obtain and provide
justifiable documentation of expenditures. The Director/Supervisors of the Southwest Florida Works
Centers have the authority to approve TANF funded expenditures meeting the requirements of the
Florida Statues not to exceed locally established cap limits.
TANF funded supportive services may be issued to WTP mandatory participants and transitional
services customers for whom TANF assistance was closed due to earned income for up to 24 months
following the cash closure if employment of a minimum of 20 hours per week is maintained and gross
income is less than the 200% Federal Poverty Level. (see temporary Addendum WT-004A regarding
required hours of employment and frequency of monitoring) Note: Individuals found eligible via an
Up-Front Diversion application for TCC are not eligible for ongoing supportive services.
Major Car Repairs: Only "emergency" vehicle repairs (defined as only repairs necessary to make
the vehicle safe to operate) are to be approved.
Page 7 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page-2987-
9/25/2012 Item 16.F.1 .
a. Operable vehicles require three estimates from Florida registered repair facilities to be
submitted before a repair can be authorized to be made by the facility with the lowest
estimate.
b. Inoperable vehicles require one estimate from a Florida registered repair facility before a
repair can be authorized. Towing may be authorized.
c. Cars retail value via a screen print of the Kelly Blue Book, Private Party Value, must
accompany the request, proving the value of the vehicle is worthy of the expense to repair.
d. Car title or registration photo copy must accompany the request to document the participant is
the owner.
Auto Liability Insurance: Auto liability insurance for a vehicle owned by the participant may be
provided only once-per-lifetime for a time period up to six months. Three estimates are required, as
well as proof of ownership. The best estimate which takes into consideration the customer's driving
history and credit check should be considered.
Prior to issuing a check, the Career Development Representative will contact the insurance agent to
confirm the actual amount of the policy is the same as the quoted amount. The Career Development
Representative will also inform the agent, in the event the policy amount changes after the check is
issued, to rebate any difference to the Southwest Florida Workforce Development Board—not to the
customer.
Clothing:
Interview Clothing: To help prepare our customers for job market competition, WTP
participants fully participating in Job Search and Job Readiness activities shall be provided
supportive services for appropriate interview attire once per program year as follows:
• A referral to Goodwill or
• A referral to Dress for Success SW Florida.
The employment barrier and supportive service shall be appropriately documented in the WTP
MIS.
Employment Clothing: To encourage WTP participants retain employment, work clothing may
be available for mandatory participants that have provided documentation of obtaining
employment through WTP supportive services once per program year as follows:
• A referral to Goodwill, or
• A referral to Dress for Success SW Florida
The employment barrier and supportive service shall be appropriately documented in the WTP
MIS.
Other Reimbursable Supportive Services: Other supportive and ancillary services may be
available on an as needed, as approved basis such as vehicle registration fees, books, tools,
vocational assessments, second opinions from a licensed physician and other costs necessary to
allow the participant to comply with work activities.
Page 8 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page-2988-
9/25/2012 Item 16.F.1 .
Transitional Supportive Service Issuance: Transitional Service customers requesting
Supportive Services will complete the OSST Budget Planner in OSST with the Career Development
Representative to determine the household's financial need. The monthly household budget will
take into consideration all sources of income and household expenses.
The remaining monthly household income will be deducted from the lowest estimate (if applicable)
for the supportive service request. The deficit is the amount the compliant individual may be
provided in Transitional Transportation services or Supportive Services up to the program year
service caps, the two-year limit, or gross income exceeds 200% of the Federal Poverty Level. The
OSST Monthly Household Budget and supportive service documentation are to be attached.
Updates required only when there is a reported change in income or living expenses.
Request for Purchase/Payment: Process to be followed when completing the Request for
Purchase/Payment form:
1. Each Career Development Representative is to make out a Request for Purchase Payment
form (MU-003-RP) and sign as Career Development Representative. The Career
Development Representative will fill in the form down to `FISCAL USE', except Fiscal
Vendor and Project Grant#'s.
a. DATE will be the current date
b. Vendor Name will be the exact name the check is to be made payable.
c. Address is the address the check will be mailed to.
d. Participant SS#- complete number is needed for verification and input.
e. Actual amount—amount check is to be made.
f. Purpose of request—Participant's name, school attending, and reason for check.
g. Special Instructions — such as hold check for pickup, mail with copy of original
paperwork, send to other office for pickup, etc.
h. Make sure proper program is marked.
2. Forms are to be printed in the following colors:
• Port Charlotte will use blue.
• Naples will use yellow.
• Clewiston will use green.
• Immokalee will use pink.
• Fort Myers will use white.
3. Request for Purchase/Payment must have all documentation provided as back-up and
justification for the expenditure to include the three estimates if applicable.
Page 9 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2989-
9/25/2012 Item 16.F.1.
4. OSST screen must be printed to document the current program year-to-date TANF
expenditures for transportation and supportive services.
5. The form is to be sent to their Center Director for verification of correct documentation and
signature.
6. The form is then sent to the Southwest Florida Workforce Development Board, Inc.
Controller to verify, sign and input into the fiscal system. Invoices will be processed on a
weekly basis. Emergency supportive services payments will be processed as needed.
7. After checks are run and backup attached, the Controller will verify and sign checks. Checks
will be mailed from the Marketplace office.
OSST Supportive Service Issuance Guidelines:
a. The barrier for which the supportive service is provided will be identified on the
Individual Responsibility Plan (IRP). If a recurring service is issued to assist with
the removal of the identified barrier such as gas cards or a child care referral, the
barrier resolution will be updated on the IRP as "in Progress".
b. A case note indicating the supportive service provided, date of issuance and the
amount of issuance will be annotated in OSST.
c. A copy of the Request for Payment / Purchase, supporting documentation, and
relevant forms will be retained in the case file.
d. Details of the issuance will be documented in OSST on Skill Development screen
STEP 1: OSST data entry of Supportive Service issuance
Select the Skill Development screen, select the Service Plan Screen, and add a service.
Service Plan
Sort by I Date Sort 0
Please use the Add button to add a service
Add
Page 10 of 17 "
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page-2990-
9/25/2012 Item 16.F.1 .
STEP 2: Select a Service Provider
Type career and select search.
Provider Search
[ Select criteria and click'Search'to display ]
Provider Name Begins With 'career
FEID
ZIP Code Begins With
City Begins With
Phone Number Begins With
OSST Status 6" Active C Inactive
Order By I Name
�♦ Search 2'' Clear Changes
STEP 3: Select the hyper link of the appropriate Southwest Florida Works Center.
Career And 2399318200 Myers 33916
239-931-
El �areer ,'.nd Ser�+ice Center 2399318200 Fort Myers 33 8200
33440- 863-983-
E1 Career And Service Center 8639836138 Clewiston 0000 6138
❑ Career And Service Center 2396583300 Immokalee 34142
239-658-
3300
❑ Career And Service Center 9412355900 Port Charlotte 33948 941-235-
0.0.4. 5900
239-436-
❑ Career And Service Center 2394364301 Naples 34104 4301
STEP 4: Add the Selected Southwest Florida Works Center
Provider Details
[ Click edit to submit updated information ]
Name of Provider Career And Service Center
Address 19500 Cochran Blvd
City,State,Zip Port Charlotte FL 33948
Phone 941-235-5900
Last Updated 05/29/2007
Ma' 7 Edit Provider Info 7' Add 7
/I/
Page I1 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2991-
9/25/2012 Item 16.F.1 .
STEP 5: Service Detail Screen
a. Select the appropriate Supportive Service on the pull-down menu
b. Enter the service start date
c. Select save
Provider Information
Name: Career And Service Center
Address': 19500 Cochran Blvd
Address2:
City: Port Charlotte
State: FL
Zip: 33948-
Phone: 941-235-5900
Web Site:
Service Details
* Service Type Fees-Educ Licenses, etc(480) ■
E Anthony
Service Recipients
In House:
r Lianeliz
1. Melany
Anticipated Start Date: Anticipated End Date: Actual Start Date:
17 I:7=7171 106-15-2007 —lv
Do you want this displayed t+ yes r no
on the Individual Responsibility Plan?
Cancel
STEP 6: Cost Detail Screen
Indicate on the Supportive Service Cost Detail screen the individual service and serial
numbers if applicable, type of service, FMTS Code, service date, dollar amount of the service,
and save.
Add Cost Iterrr
Tracking # : )auto insurance
Type : [Other
FMTS Code : Participant Support Services
Date : )06-15-2007 1,. 1+1
Cost $1672.00
Cancel
Page 12 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2992-
9/25/2012 Item 16.F.1 .
STEP 7: Service Plan line items for Supportive Services
To track annual supportive services provided to an individual, select a Supportive Services
service type line item per Program Year, 7-01-20XX through 06-30-20XX. Note: there may
be two different supportive service lines in a program year; Participant Supportive Services
and Transitional Supportive Services. Use the Show All button to view all supportive
services issued in a program year.
Service Plan
Sort by: !Date 11 Sort
Service Type Start Date End Status Days Total
Date Enrolled Cost
Fees-Educ., Licenses, etc In
06/15/2007Present 1 $ 672.00
0001 Progress
Service Budget:$ 0.00 Available Budget: -692.00 Dollars S.ent:692.00
show All ? Add
Service Plan
Sort by: Date Sort
Service Type Start Date End Date Status Days Total
Enrolled Cost
Transportation (410) 06/15/200706/15/2007 1 $ 20.00
Fee_-Educ„ Licenses, etc 06/15/2007 1 $ 672,00
(400) 06/15/2007
Service Budget:$ 0.00 Available Budget: 692.00 Dollars S.ent:692.00
Show Active ? Add
Child Care Services
The Southwest Florida Works Centers are responsible for issuing a Child Care Authorization and
Referral, AWI 5002 to TCA Applicants, WTP Compliant Participants, and families eligible for
Transitional Child Care (TCC). The providers of the Early Learning Coalitions are responsible for the
determination of eligibility and authorizing the actual child care service. The local requirements and
limitations of the child care referral process are as follows:
• TCA Applicants may be issued an applicant child care referral not to exceed 30 days in Lee,
Collier, Hendry and Glades Counties. No extensions to the 30-day Applicant childcare
referral will be granted.
• WTP participants compliant and participating in countable work activities may be issued a
child care referral not to exceed a 6 month referral limit. A mandatory customer child care
referral may be renewed once the initial 6 months have expired and the barrier continues to
exist.
Page 13 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page-2993-
9/25/2012 Item 16.F.1 .
• Transitional Customers Transitional Child Care (TCC) referrals are limited to two 12-month
increments following the termination of cash assistance for employment if the household's
income remains less than 200% of the Federal Poverty Level (FPL). To obtain the second 12-
month TCC referral the customer will attend a Career Development Representative
appointment to update the Individual Responsibility Plan. Transitional Child Care referral may
include hours the customer is attending employment and training and education activities.
• Ongoing TCC eligibility will be monitored monthly by workforce professionals of the
Southwest Florida Works Centers. The customer must submit documentation no less than
monthly displaying at least 20 weekly hours of employment and a Household income of less
than 200% of the FPL to be eligible for ongoing TCC. (see temporary Addendum WT-004A
regarding required hours of employment and frequency of monitoring)
Child Care Authorization and Referral: The Child Care Authorization and Referral, AWI 5002 is
to be issued electronically through OSST so the customer information will be electronically posted on
the form. If the referral cannot be issued electronically due to a system failure, a supervisor will
authorize and sign the Child Care Authorization and Referral, AWI 5002 and ensure the data is entered
in OSST when the system is available. The original referral form will be mailed or hand-delivered to
the Early Learning Coalition provider, a copy faxed to the Early Learning Coalition, a copy to the
customer, and a copy retained for the case file with the fax confirmation.
A status change child care referral form will be issued under the following circumstances:
• Case status change from Applicant to Mandatory Participant,
• Mandatory Participant to Transitional Child Care Customer
Child Care Termination and Reinstatement Process: At any time the customer is not compliant
with program requirements such as a mandatory participant not complying with required work
activities or a Transitional customer not reporting hours and income monthly, a Notice of Change in
Child Care Services Status, AWI 5235, will be issued by giving the parent a 10-day notification of the
termination of child care services. The original will be mailed to the customer, a copy faxed to the
Early Learning Coalition Provider, and a copy with the fax confirmation for the case file.
Child Care Termination Process When a Transitional Services Customer in Receipt of TCC as a
Service Has a Loss of Employment: The Transitional customer is allowed 10 calendar days to job
search and secure new employment. If employment is not secured within the 10 day time period, a
TCC termination notice is issued. If employment is not obtained by the expiration date of the TCC
termination notice, child care services are ended.
Compliance after the child care termination notice is issued: If the customer complies before the
10 days have expired on the Notice of Chance in Child Care Status, AWI 5235, the provider of the
Early Learning Coalition will be notified in writing the child care is to be reinstated. A Reinstatement
Label will be attached to the termination notice indicating the reinstatement date and the Career
Development Representatives authorizing signature. The reinstatement notice will be faxed to the
provider of the Early Learning Coalition. The fax confirmation attached to the reinstatement notice and
housed in the case file.
If the customer complies after the 10 days have expired on the Notice of Change in Child Care 4X 4.
Page 14 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2994-
9/25/2012 Item 16.F.1 .
Services Status, AWI 5235, the case will be in a closed status. To have child care services resumed,
the customer is required to be scheduled an appointment, complete a face-to-face interview with a
Workforce Professional, update the IRP, and sign and date a new child care referral. If this is a
Transitional Services TCC case, the referral cannot exceed the months remaining of 24 transitional
services time span from the date the cash assistance was closed due to earnings or the month the TCC
was initiated following an Up-Front Diversion approval.
OSST Child Care Referral Issuance Instructions:
STEP 1: Skill Development Screen, Service Plan, select Add.
Service Plan
Sort by: I Date
Please use the Add button to add a service
Add
STEP 2: Search for a Service Provider.
Provider Search
[ Select criteria and click 'Search' to display
Provider Name Begins With Career{
FEID
ZIP Code Begins With
City Begins With
Phone Number Begins With I
OSST Status 0` Active t'" Inactive`
Order By iName
Clear Changes ?
STEP 3: Select a Service Provider, click on hyperlink.
239-931-
❑ Career And Service Center 2399318200 Fort Myers 33916 8200
33440- 563-953-
+• .:areer Anr_i Service Center 8639836138 Clewiston 0000 6138
239-658-
❑ Career And Service Center 2396583300 Immokalee 34142 3300
941-235-
E1 Career And Service Center 9412355900 Port Charlotte 33948 5400
239-436-
❑ Career And Senitc:e Center 2394364301 Naples 34104 4301
Page 15 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2995-
9/25/2012 Item 16.F.1.
STEP 4: Add a Service Provider:
Provider Details
[ Click edit to submit updated information ]
Name of Provider Career And Service Center
Address 19500 Cochran Blvd
City,State,Zip Port Charlotte FL 33948
Phone 941-235-5900
Last U•dated 05/29/2007
Map ? Edit Provider Info ? Add ?
STEP 5: Selecting the Child Care Service, adding children and starting service:
Service Details
Service Type welfa e Transition Child Care (640) ■
Service Recipients
In House: r ashawn
Anticipated Start Date: Anticipated End Date: Actual Start Date:
-e I 'I 106-18-2007 ""i7-01v1
Do you want this displayed
on the Individual Responsibility t:Yes t" no
P Y
Plan?
Clear Changes 7 Cancel ?
STEP 6: Print the Child Care Referral
Microsoft Internet Exprr z .. ..... - '
The action you have requested has a letter associated with it.
Child Care Application and Authorization
Do you want to,print this letter now?
(Note: selecting'Cancel'saves the data For later retrieval)
OK K Cancel
STEP 7: Service Plan -open and active service
Service Plan
Sort by: Date •
Service Type Start Date End Status Days Total
Date Enrolled Cost
};'ell-are Transition Child care In
05/14/2007Present 5 $ 0.00
(640) Progress
Service Budget:$ 0.00. Available Budget: 0.00 Dollars S.ent:0.00
Show AU ? Add
Aglow
Page 16 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page-2996-
9/25/2012 Item 16.F.1 .
OSST Issuance of a Child Care Termination Notice:
STEP 1: Select Child Care Service hyperlink
..................._................
Service Plan
Sort by: i Date Sort. 0
Service Type Start Date End Status Days Total
Date Enrolled Cost
Welfare Transition Child Care 06/14/2007Present In 5 $ 0.00
(640) Progress
Service Budget:$ 0.00 Available Budget: 0.00 Dollars S•`ent:0.0o
Show All ? Add
STEP 2: Enter Service Outcome, Reason,Notice date of Child Care Status
Service Outcome
Reason for Service Outcome No Longer Mandatory
obtained employmea and
Detailed Reason for Service child care status �*�,
changing to TCC 7L!
Outcome
r
Notice-Date of Child Care Status 106-01 7
Change: vtlf
(Actual end date is 10 days from Notice-
Date)
Clear Changes ? Cancel ?
STEP 3: Print the individualized Notice of Child Care Status
Microsoft Internet Explorer 11,,5
_ ? The action you have requested has a letter associated with it.
Notice of Child Care Status
Do you want to print this letter now?
t (Note:selecting'Cancel'saves the data for later retrieval)
r '
OK I Cancel
Forms: Support Services Checklist for Auto Insurance/Repair(WT-004-SSC)
Related Information: TANF Education and Training Guidance: To be issued at a later date.
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities. is:i..4
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 71 t. .�it
Page 17 of 17
WT-004 WTP Supportive Services Guidance
December 14, 2007 Revised:April 16, 2012
Packet Page -2997-
9/25/2012 Item 16.F.1 .
ATTACHMENT 10
Southwest Florida Workforce Development Board,Inc.
ADDENDUM
Supportive Services Issuance Guidance for Welfare Transition Program
Guidance#: WT-004A
Local Manual Section: Welfare Transition(WT)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and staff
administering the Welfare Transition Program
Effective Date: June 1, 2009 Revised: April 16, 2012
Purpose: To provide information on a temporary change to the guidance for supportive service, due
to the climate of the current economy. The purpose of these changes is twofold; 1) to help with staff
time management, and 2) to help customers retain employment when employers are finding it
necessary to reduce employee hours.
General Guidelines: The below described changes will be posted as a temporary addendum to our
procedures keeping in mind all services are based upon available resources.
WT Transitional Service 24 month ongoing eligibility requirements:
• During the first twelve month period of transitional services ongoing eligibility shall be
reviewed and documented at least monthly.
• During the second twelve month period of transitional services ongoing eligibility shall be
reviewed and documented at least quarterly.
o Ensure the participant has retained employment for an average of 20 hours per week
each month
o Ensure the definition of family continues to be met (children under the age of 18 in the
home)
o Ensure the family's income is less than 200 percent of the federal )overtv level.
Forms: NA
Related Information: Supportive Services Issuance Guidance for WTP (WT-004)
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities. rE:.�
All voice telephone numbers in this document may be reached by persons using TTY!TDD equipment via the Florida Relay Service at 711. M3EQE1111
WT-004A ADDENDUM to the Supportive Services Issuance Guidance for Welfare Transition Program
Written May 20,2009 Effective June 20,2009 Revived Anril 16 2012
Packet Page-2998-
I
9/25/2012 Item 16.F.1 .
Southwest Florida
WORKS
ATTACHMENT 11
On-the-Job Training (OJT) Local Guidance
Guidance#: OJT-001
Local Manual Section: On-the-Job Training(OJT)
Of Interest to: Southwest Florida Workforce Development Board members and staff administering
and working with On-the-Job Training (OJT) contracts.
Effective Date: February 11, 2009 Revised: November 1, 2010
Purpose: To provide guidance for working with On-the-Job Training (OJT).
Background: The On-the-Job Training (OJT) local guidance has been created based upon the
processes defined in Workforce Investment Act of 1998, Section 101(31) and Interim Final
Regulations CFR 20 633.700—633.720 as follows
General Guidelines: Establishing an OJT contract with an employer:
1. The OJT Contract utilized in Region 24 describes WIA requirements in addition to the Assurances
and Certifications, and General Provisions, of an OJT employer worksite. The OJT contract with
the employer shall include;
a. OJT Contract,
b. Assurances and Certifications,
c. Job Title/Position Description,
d. Skills Required to perform the duties of the position,
e. Training Outline indicating the skills necessary, training to be provide and hours required to
attain training goals.
2. The OJT payments to an employer shall meet the following criteria;
a. OJT payments to employers are deemed to be compensation for the extraordinary costs
associated with the lower productivity of such participant.
b. OJT payments to employers may be used based upon scheduled pay raises or regular pay
increase.
c. OJT may not be based on overtime, shift differential, premium pay and other irregular
wages paid by the employer to participants.
d. OJT payments may not be based upon periods of time such as illness, holidays, plant
downtime or other events in which no training occurs.
3. Employers must notify the Southwest Florida Works Center of any layoffs or hiring freezes within
24 hours subsequent to the occurrence.
4. OJT invoices shall be submitted by the employer to the Southwest Florida Works Center staff no
later than the 10th day of each month.
OJT-001 On-the-Job Training(OJT)Local Guidance
February 11,2009 Revised September 17,2010
Page 1 of 2
Packet Page -2999-
9/25/2012 Item 16.F.1 .
5. Employers must present proof they carry of Worker's Compensation insurance on their employees.
The employer must have its insurance company send proof of certificate of insurance to the
Amok
Southwest Florida Works Center by the date the OJT contract is signed. Even though the law
exempts employers with less than 3 workers form the Worker's Compensation requirements, this
guideline ensures these exempted employers would have to obtain adequate insurance if they wish
to participate in the program. This guideline protects the participant, the Board Administrator and
Southwest Florida Works against liability in case of a participant injury on the job.
6. Region 24 will limit the number of OJT participants a company may have to a maximum of one
OJT trainee for every three non-subsidized employees. Example: If an employer requests two OJT
participants, the company must have at least six unsubsidized employees. The owner of the
company may be counted as an employee for this purpose. An employer with three or less
employees may have one OJT participant.
7. Duration of the OJT contract shall be:
a. Limited to a period not in excess of that required for the participant to acquire the skills
needed for the OJT position job description. Except as described in paragraph (c) below,
that reimbursement to the employer under an OJT contract shall not exceed 6 months of
training.
b. The 6-month duration of the OJT contract may be expressed as a number of hours, days, or
weeks the participant is expected to work in a 6-month period if the participant if working
full-time.
c. In the event that a participant's regular employment is LESS THAN FULLTIME AND
LESS than 500 hours of OJT has occurred at the end of 6 months, that participant may
remain in OJT until 499 hours of OJT have occurred.
8. Site visits shall be completed at a minimum of one site visit during the course of an OJT contract
by designated staff Results shall be recorded on the OJT Site Visit Monitoring Tools and the case
notes of the applicable MIS to include information gathered from the employer and the trainee.
9. Associated OJT forms include:
a. OJT Contract and the Assurances and Certifications
b. OJT Contract Checklist
c. OJT Employer Information Sheet
d. OJT Participant Referral Card
e. OJT Employer Outreach Flyer
f OJT 0 & ASheet
g. OJT Training Outline
h. OJT Invoice and Time Sheet
i. OJT Customer Satisfaction Survey
j. OJT Contract Modification
k. OJT Site Visit Monitoring Tools
1. Contractor Disclosure and Certification Form
www.swflworks.arg
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities.
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.
OJT-001 On-the-Job Training(OJT)Local Guidance
February 11,2009 Revised November 1,2010
Page 2 of 2
Packet Page-3000-
9/25/2012 Item 16.F.1 .
Southwest Florida
-
WORKS
ATTACHMENT 12
Workforce Investment Act Paid Work Experience
Local Operating Procedure
Local Operating Procedure#: WE-001
Local Manual Section: Work Experience
Of Interest to: Southwest Florida Workforce Development Board Inc. (SFWDB) members,
Southwest Florida Works staff and staff administering and working with Workforce Investment Act
(WIA) Paid Work Experience agreements.
Effective Date: December 01, 2010 Revised: September 1, 2011
Purpose: To provide guidance regarding WIA Paid Work Experience
Background: The WIA Paid Work Experience local operating procedure has been created based upon
the processes defined in Workforce Investment Act of 1998, Section 101(31) and Interim Final
Regulations CFR 20 663.200 - 663.250.
General Guidelines: Paid Work Experience is a temporary paid activity (six months or less) to
introduce an individual to positions available in today's workforce and provide an opportunity to gain
the soft job skills and behavioral competencies necessary to perfonn a job, i.e. appropriate dress,
interpersonal communication, attendance.
I. Worksite Agreement Packet- The WIA Paid Work Experience Worksite Agreement process
utilized in Region 24 describes the program requirements as well as general provisions of the
worksite (agency), the SFWDB and Southwest Florida Works. The required elements of the
packet shall include:
a. WIA Paid Work Experience Worksite Agreement (WI-050-WA)
b. Work Experience Position Description (WE-003-PD)
i. Job title
ii. Entry level rate of pay/hour
iii. Job description
iv. Job duties, soft skills and behavioral competencies time period of coaching for each
c. 'W'ork Experience Trainin 2. Contrast Checklist(WE-004-TCC)
d. Contractor Disclosure and Certification Form(MU-025-CDC)
II. Worksite Candidate Referral - Potential Paid Work Experience candidates shall be referred by
Center Staff to the worksite utilizing the Work Experience Proaram Participant Referral Form,
(WE-002-PPR). The worksite shall be provided an opportunity to interview and select the
individual participating in the Work Experience activity.
III. Work Experience Participant Recommendation and Approval Process - As participant of
Paid Work Experience is considered an employee of the SFWDB, the candidate must be
approved and authorized to participate in Paid Work Experience by the Executive Director of the
SFWDB prior to the completion of pre-employment screening and activity placement.
WE-001 W1A Paid Work Experience Local Operating Procedure
December 01,2010 Revised September 1,2011
Page 1 of 2
Packet Page-3001-
9/25/2012 Item 16.F.1 .
The steps to recommend and process a paid work experience participant are as follows:
a. The Paid Work Experience candidate recommendation shall include the individual's name, a
summary of employment history, employability skills, employment goals, the proposed
worksite, work experience job title,job description, skill sets to be obtained through the Paid
Work Experience coaching and rate of pay per hour. Rate of pay shall be determined by the
wage the employer pays employees for the entry level position within the organization. The
recommendation shall be submitted via the proper channels of communication.
b. The approved Paid Work Experience participant shall complete the following documents as
an applicant for employment with the Southwest Florida Works;
i. Employment application packet(deliver to Human Resources),
ii. Pre-employment screening process; drug screening and back ground check,
iii. I-9 (Employment Eligibility Verification Form) and W-4 (Employee Withholding
Allowance Certification) to include the hourly wage (fax completed I-9 & W-4 to Fiscal
Department),
iv. Worker's Compensation is provided by the State of Florida for Paid Work Experience
participants. (AWI memo).
IV. Work Experience Funding Obligation -Fiscal shall be notified of the funds required to support
the individual's work experience activity as follows;
a. Obligation Form (WI-020-OBL); use the OTHER column. List the employer on the
SCHOOL/EMPLOYER line and write in PAID WORK EXPERIENCE on the PROGRAM
line.
b. Paid Work Experience agreement shall be attached to the Obligation Form.
c. Paid Work Experience funds are calculated as follows; Hourly rate x number of hours x 0.10
to account for the payroll taxes. The total amount to obligate will then be the sum of the
wages plus the payroll taxes. Example: Hourly rate is $10.50/hr, contract length is 540
hours. The wages will be $5,670.00 ($10.50 x 540) and the payroll taxes will be $567.00 ''
($5,670.00 x .10). The total obligated is $6,237.00.
V. Paid Work Experience Payroll- The activity hours paid for work experience shall be processed
as follows;
a. Payroll payments include compensation to participants for the hours of Paid Work
Experience displayed on the bi-weekly Work Experience Time and Attendance Report (the
WI-051 time sheets) not to include such times as illness, holidays, plant downtime or other
events in which no coaching occurred.
b. The Work Experience worksite employer shall submit the bi-weekly Work Experience Time
and Attendance Report by FAX to the SFWDB Fiscal Department no later than the first
business day following the end of the pay-period.
VI. Work Site Visits - Work Site visits shall be completed by designated staff at a minimum of one
site visit during the course of the individual's Paid Work Experience activity. Results shall be
recorded on the Work Experience Site Visit Monitoring Tools (WE-005-SVMT) and in the case
notes of the applicable management information system (MIS) to include information gathered
from the worksite supervisor and the participant.
Additional Resources
Paid Work Experience Employer Outreach Flver(WI-056-WEOF)
Paid Work Experience Question Sr. Answer Sheet(WI-057-WEQA)
www.swfiworksarq
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities.
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.
WE—001 WIA Paid Work Experience Local Operating Procedure
December 01,2010
Page 2 of 2
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9/25/2012 Item 16.F.1 .
ATTACHMENT 13
Southwest Florida Workforce Development Board, Inc. —Region 24
For the counties of
Charlotte, Collier, and Lee
Supplemental Nutrition Assistance Program (SNAP)
Employment and Training
Local Operating Plan
for the period of
July 01, 2009 — September 30, 2012
Revised February 2, 2012
Revised February 22, 2012
Revised June 29, 2012
Page 1 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
Packet Page -3003-
9/25/2012 Item 16.F.1 .
I. Local Mission
Ant
A. Mission
The Southwest Florida Workforce Development Board's mission is to initiate and support
effective strategies through collaboration with business, education and social services to
facilitate the development of programs and activities that reduce dependency, encourage
personal growth and provide economic benefits to individuals, businesses and communities
of Southwest Florida.
Beginning January 1, 2009, the SFWDB began its role as the One-Stop operator for the
Southwest Florida Works Centers and began directly providing Workforce Investment Act
(WIA) Adult and Dislocated Worker services, Temporary Assistance for Needy Families
(TANF) services and Supplemental Nutrition Assistance Program Employment and
Training (SNAP E&T) services through staff located in the Southwest Florida Works
Centers. Operations are managed by a Regional Centers Director. The Board's Leadership
Team provides oversight and includes the Executive Director, the Deputy Director, the
Alliance of Educational Leaders Director, the Fiscal Division Director, the Programs
Division Director and the Planning and Grants Division Director.
B. Development Process
The Board's Service Delivery Committee reviews performance, assesses program budgets
and evaluates Center operations including services, resource rooms, customer service and
programs. The Supplemental Nutrition Assistance Program Employment and Training
program falls under the purview of this committee with appropriate sub-committees and ad
hoc committees formed on an as-needed basis. The Service Delivery Committee meets
every other month to assess program effectiveness and discuss and resolve issues with the
Workforce Board staff.
II. SNAP E&T Program Summary
Florida's Supplemental Nutrition Assistance Program Employment and Training (SNAP E&T)
Program is designed to provide Food Stamp recipients who are able bodied adults without
dependents (ABAWDs) with the education, training, support services and skills needed to
become self-sufficient through employment.
Florida was notified that the State met the trigger for a waiver effective February 22, 2009 under
the American Department of Labor Trigger Notice No. 2009-6. States meeting the trigger
requirements associated with the waiver of Able-Bodied Adults Without Dependents
(ABAWDS) restrictions could begin to operate under such a waiver immediately without prior
approval.
The State of Florida will be operating under a waiver volunteer Supplemental Nutrition
Assistance Program Employment and Training Program effective July 01, 2009. The volunteer
SNAP E&T program is designed to help move work registrant food stamp recipient individuals
towards work and self-sufficiency. The volunteer status of the SNAP E&T program has resulted
in the deactivation of the sanction process.
Page 2 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
,:_k t , ,_. 01'
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9/25/2012 Item 16.F.1 .
Chapters 414 and 445, Florida Statutes, provide the authority for the Florida Department of
Children and Families (DCF) to refer SNAP E&T Program participants to the Department of
Economic Opportunity (DEO) to receive SNAP E&T Program services. To comply with 7 CFR
273.7 (c) (5), all SNAP E&T Program activities are administered by the DEO through the
statewide workforce development system operated by Regional Workforce Boards (RWBs)
through the One-Stop Career system. Components are delivered through a network of contracted
public and private providers, which allows SNAP E&T Program participants to receive uniform
services in obtaining employment.
Program Coordination
DCF determines if the food stamp recipient is a work registrant/or a recipient of Unemployment
Compensation. If the individual meets the referral criteria, DCF places a referral code in the data
entry system, completes work registration and refers participants to the DEO for voluntary
participation in the SNAP E&T Program. The definition of a work registrant may be found in the
SNAP E&T State Plan, 2.1.
DEO, based upon available funding, builds a case or reopens the case in the workforce data entry
system, mails an outreach letter to those work registrants or Unemployment recipients age 16
through 39 years of age, maintains automated elements of individual engagement, i.e., online
orientation, assessment, initial activity engagement, submits Food Stamp Reimbursement (FSR)
request to DCF for application to the Electronic Benefit Transfer(EBT) card.
The Workforce Development Board is responsible to assess program participants, engage
volunteers in appropriate activity components, collect documentation to demonstrate
participation, complete data entry, request food stamp reimbursement (FSR), and program
compliance monitoring.
Although DEO will be mailing outreach contact letters to only those foods stamp recipients
determined to be work registrants /or Unemployment Compensation Recipients of the ages 16
through 39 years of age, any food stamp recipients who want to volunteer will be able to
participate in the program regardless of age or any other factors, with the exception of those
individuals receiving Temporary Assistance for Needy Families (TANF).
Initial Engagement
Food stamp recipients considered work registrants or Unemployment Compensation recipients by
DCF will have cases built by DEO in the OSST system. The individuals referred by DCF
wishing to volunteer in the SNAP E&T program shall access the online orientation, assessment
and initial activity assignment.
For the individual wishing to participate as a volunteer in the SNAP E&T program who does not
have an existing case in the OSST system, Center staff shall review the DCF FLORIDA system
to determine if the individual is a food stamp recipient, complete OSST registration in the SNAP
E&T program, create an OSST SNAP E&T case, instruct the volunteer to complete the online
orientation and assessment, and engage in appropriate activity components.
Page 3 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
Packet Page -3005-
9/25/2012 Item 16.F.1 .
Activity Components
The components offered in the SNAP E&T Program include Job Search, Job Search Training,
Work Experience, Self-Initiated Work Experience, Vocational Training, Education and Training,
and WIA/TAA activities.
III. Local Operating Procedures
A. Program Operation
(1) Local staffing (case management) model used to serve participants
Region 24 delivers SNAP E&T Career Management in Charlotte, Collier and Lee
counties with services located in the Southwest Florida Works Centers. The Centers
are designed and located to provide the best coverage of services to the customers of
the three county area of Region 24.
The Center SNAP E&T case management staff creates and implements all marketing
initiatives, in coordination with the One Stop Leadership Team, to ensure current and
former SNAP E&T customers are aware of all services available to them.
(2) Contacting participants upon the receipt of the referral from DCF
Upon the receipt of a new case, reopen, or transfer-to SNAP E&T referral from the
Florida Department of Children and Families (DCF), Region 24 shall implement the
2008 State SNAP E&T Plan automated process of the Outreach Letter, Orientation,
Assessment and initial activity assignment for the convenience of the SNAP E&T
volunteer. If it is determined the volunteer has completed the SNAP E&T Orientation
within the last 12 months and no major program changes have occurred, an
appointment letter scheduling an assessment is mailed to the participant. Case notes
are entered for each participant in the DEO management information system
indicating the time and date of the scheduled orientation or assessment appointment.
A copy of the online assessment information gathered in the OSST Individual
Responsibility Plan shall be printed and housed in the physical case file.
(3) Notification of participant opportunities and obligations while participating in
the SNAP E&T program
A copy of the SNAP E&T Opportunities and Obligations Acknowledgement Form is
given to the participant and a second copy is signed by the individual and maintained
in the case file upon the first office visit with Center Staff following the completion of
the automated orientation, assessment, and initial activity assignment process.
B. "Work First" Approach
Region 24 SNAP E&T will emphasize a "work first" approach by communicating to the
volunteer the expectation of overcoming dependency while supporting and strengthening
the individual's motivation and capacities to become self-sufficient.
Page 4 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
',; ;r, s, iii 2
Packet Page-3006-
9/25/2012 Item 16.F.1 .
Region 24 has developed and implemented a fully integrated SNAP E&T service delivery
model offering customers a seamless flow of services. This includes the fundamental job
search services of linking individuals with appropriate services and activities through
ongoing assessment, employment planning and tracking of performance to ensure
customers are engaged in countable activities. This process continues throughout the time
period in which the participant desires to volunteer in SNAP E&T program component
activities. Center Staff remain a constant support throughout the entire employment and
training process. This consistency is critical as some customers may become discouraged
and lose motivation while participating in activities intended to assist them in becoming
self-sufficient.
Upon entry into the program, the participant completes an assessment online or with Center
Staff to identify the individual's employability strengths and goals. Based upon the
information gathered through the assessment process, the individual may select via the
automated process or case management staff has the flexibility to determine the individual's
activity assignment. If the need for additional training and education activities to secure
employment is identified during the assessment process, then referrals for these activities
will be offered by the Center Staff
C. Program Activities and Components
Region 24 will offer a full array of services and assign as necessary SNAP E&T volunteers
the following list of required activities and program components:
Activities:
o Outreach Letter -generated by DEO
o Orientation shall be completed online
o Assessment shall be completed online
Components:
o Job Search
o Job Search Training
o Vocational Training
o Education
o WIA/TAA Activities
o Work Experience
o Self-Initiated Work Experience
(1) Orientation and Assessment
Orientation and assessment are not stand alone program components but are
considered part of the initial assigned program activity component.
Orientation Activity: Orientation is an activity for all new or reopened volunteer
SNAP E&T cases. A SNAP E&T program orientation shall be provided to all new
or reopened SNAP E&T volunteers within 10 calendar days of the individual
expressing interest in volunteering in program activities. During orientation,
Page 5 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
Packet Page-3007-
9/25/2012 Item 16.F.1 .
participants receive an in-depth explanation of the SNAP E&T program
requirements, program benefits, opportunities, and available employment services.
The participant may complete the SNAP E&T orientation online from the SNAP
E&T MIS. The SNAP E&T MIS may be accessed by registrants at home, partnering
organizations, or at the Southwest Florida Works Centers.
Assessment Activity: The completion of an assessment is an activity that shall be
completed prior to assigning the volunteer to a program component activity. The
SNAP E&T case management staff shall utilize the online SNAP E&T Assessment
to determine educational status, training and work history prior to the assignment of
the volunteer to program component activities; job search, job search training,
Vocational Education, Education, TAA/WIA activities, Work Experience (WE), or
Self-Initiated Work Experience (SIWE). To determine if changes in the assigned
program component are necessary, Center Staff shall conduct ongoing assessments
with the volunteer during the period of time the individual chooses to participate.
(2) Job Search Component:
a. The job search component includes the following activities:
• Completing applications
• Submitting resumes
• Meeting with job developers for referrals to employers
• Contacting employers about job opportunities
•. Attending interviews
• Going to job fairs
b. Job search contacts shall be recorded on a job search report form or a screen
print from the Employ Florida Marketplace system displaying the number of job
search contacts made or time spent in the job search activity for the period. This
data shall be entered in the program MIS no less than monthly.
c. Level of participant effort—The volunteer shall be asked to participate in at least
10 hours of job search activities a month. One job search record equals one hour
of participation unless the individual lives in a rural area. Individuals who live
in rural areas will receive two hours of participation for one job search record.
Hours of participation will be entered on the Job Participation Rate (JPR)
screen.
d. The job search component shall be limited to six months. The volunteer will be
assessed during each monthly contact to determine the individual's level of
success with the job search component to determine if assigning to another
SNAP E&T component would be more beneficial.
(3) Job Search Training Component:
a. The job search training component includes the following activities:
• Employability skills
• Life skills
• Basic job seeking skills
b. The job search training activities shall be recorded on a job search training time
sheet. This data shall be entered in the program MIS JPR screen no less than
monthly.
Page 6 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
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9/25/2012 Item 16.F.1 .
c. Level of Participant effort—The volunteer shall be asked to participate in at least
10 hours of job search training activities a month.
(4) Vocational Training Component:
a. The vocational training component activity shall include training that improves
the employability of the participant by providing training in a skill or trade.
b. The vocational training activity attendance shall be recorded on the training
activity time sheet. This information shall be entered in the program MIS JPR
screen no less than monthly.
c. Level of participant effort — The SNAP E&T volunteer shall be asked to
participate in at least eight hours of vocational training a week (32 hours a
month).
d. Implementation of use of SNAP E&T funds for vocational training expenses
pending further clarification
(5) Education Component:
a. The Education component activity includes, but is not limited to, a combination
of Adult Basic Education (ABE); Basic literacy; General Educational
Development (GED); Post-Secondary Education; English for Speakers of Other
Languages (ESOL)/Adult English as a Second Language; Ability to use
computers, Skills required by an employer, industry or occupation.
b. The Region 24 SNAP E&T programs may provide funding for cost associated
with the ABE, GED and ESOL training if the volunteer enrolled in SNAP E&T
prior to the training program enrollment date and if no other program funding is
available.
c. The education training program activity attendance shall be recorded on the
training activity time sheet. This information shall be entered in the program
MIS JPR screen no less than SNAP E&T monthly.
d. Level of participant effort - The SNAP E&T volunteer shall be asked to
participate in at least eight hours of education training a week (32 hours a
month.)
e. Implementation of use of SNAP E&T funds for educational training expenses
pending further clarification.
(6) Workforce Investment Act (WIA) / Trade Adjustment Assistance (TAA)
Component
a. The SNAP E&T volunteer may be enrolled and engaged in WIA/TAA program
activities to include; occupational skills training, On-the-Job training, as well as,
other WIA funded activities.
b. WIA/TAA program activity time sheets shall be accepted to record the
attendance in the training program. This information shall be entered in the
program MIS no less than monthly.
c. Level of participant effort — The volunteer is required to participate in the
WIA/TAA program based upon the Individual Employability Plan (IEP)
requirements.
Page 7 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
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9/25/2012 Item 16.F.1 .
(7) Work Experience Component:
a. Work Experience (WE) is a program activity component in which the SNAP
E&T volunteer performs work in a public service. This component is designed to
build employability skills of job related skills through actual work experience at a
worksite.
b. The work experience activity attendance shall be documented on the Work
Experience time sheet. This information shall be recorded in the program MIS
JPR screen no less than monthly.
c. Level of participant effort — The volunteer is asked to participate a minimum of
the food stamp benefit for a month divided by the State minimum wage divided
by the number of individuals in the food stamp assistance group.
If the SNAP E&T volunteer opts to participate in WE hours greater than the
benefit calculation, the participant will be considered a community volunteer.
The additional community volunteer hours completed will not be associated with
SNAP E&T participation and should not be recorded on the MIS Job
Participation Rate (JPR) screen, but shall be documented in the volunteer's case
notes.
Worksite development and coordination
The SNAP E&T case management staff will work with community-based
organizations to develop and maintain WE worksites designed to provide a non-paid
job training experience. When developing a worksite, the SNAP E&T case
management staff and the community-based organization together complete an
SNAP E&T Community Service Work Experience Program Agreement form. The
community-based organization will present a detailed job description on the SNAP
E&T Community Work Experience Program Job Description Form to the case
management staff and provide training to participants to adequately perform the
duties of the assigned job. Community-based organizations may not replace the
employment of regularly employed individuals with those referred to WE activities.
Employers must provide the same benefits and working conditions provided to
regularly employed individuals performing comparable work for comparable hours.
The hours of participation in a work experience activity shall not be considered in
meeting the level of effort for the activity component prior to the signing of the WE
agreement by the worksite and the SNAP E&T component activity start date.
Career Development Representatives monitor the participation of the Volunteer in
the WE activity and progress in gaining employability skills. The community-based
organization will provide supervision to participants, track daily hours of
participation and monitor progress /or inadequate participation. The SNAP E&T
Career Development Representatives will communicate regularly with the worksite
supervisors to determine if the participant is adequately increasing employability
skills they need to move into or obtain unsubsidized employment or if an assessment
to reassign to another worksite or training activity is necessary.
Page 8 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
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9/25/2012 Item 16.F.1 .
(8) Self-Initiated Work Experience (SIWE) Component:
a. Self-Initiated Work Experience (SIWE) is a program activity component in
which the SNAP E&T volunteer performs work in a public service. This
component is designed to build employability skills or job related skills through
an actual work experience at a worksite.
b. The work experience activity attendance shall be documented on the SIWE
timesheet. This information shall be recorded in the program MIS JPR screen no
less than monthly.
c. Level of participant effort — The volunteer is asked to participate a minimum of
the food stamp benefit for a month divided by the State minimum wage divided
by the number of individuals in the food stamp assistance group.
If the SNAP E&T volunteer opts to participate in SIWE hours greater than the
benefit calculation, the participant will be considered a community volunteer.
The additional community volunteer hours completed will not be associated with
SNAP E&T participation and should not be recorded on the MIS Job
Participation Rate (JPR) screen, but shall be documented in the volunteer's case
notes.
Worksite development and coordination
An SNAP E&T program volunteer has the option to independently develop a self-
initiated work site at a not-for-profit community-based organization.
The FSET Center Staff will work with the SIWE community-based organization
worksites to develop and maintain WE worksites agreements designed to provide a
non-paid job training experience.
The hours of participation in a SIWE activity shall not be considered in meeting the
level of effort for the activity component prior to the signing of the WE agreement by
the worksite and the SNAP E&T component activity start date.
Career Development Representatives monitor the participation of the Volunteer in
the SIWE activity and progress in gaining employability skills. The community-
based organization will provide supervision to participants, track daily hours of
participation and monitor progress /or inadequate participation. The SNAP E&T
Career Development Representatives will communicate regularly with the worksite
supervisors to determine if the participant is adequately increasing employability
skills they need to move into or obtain unsubsidized employment or if an assessment
to reassign to another worksite or training activity is necessary.
D. Conciliation, Good Cause and Sanctioning Procedures
Region 24's SNAP E&T Center Staff shall review the status of the Florida case and
appropriately end active sanctions displayed on the OSST sanction screen with compiled,
not imposed or other.
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Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
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9/25/2012 Item 16.F.1 .
E. Participant/Registrant Reimbursement
Ark
(1) Requesting Food Stamp Reimbursement (FSR)
Region 24 will reimburse registrants for expenses related to participation in a SNAP
E&T activity or a combination of SNAP E&T activities based upon the states set
amount for the participation specific activities or components each month for
allowable costs based on need. FSR need is evaluated during initial assessment and
throughout the participant's involvement with the SNAP E&T program.
Reimbursements will be authorized by the Center Staff and may include
transportation or other costs such as, but not limited to, automobile gas, taxi or bus
fare, tools, clothing, resume writing or printing. A Food Stamp Reimbursement
(FSR) may be issued in the following scenarios:
• If the volunteer traveled to complete only the orientation and assessment, the
FSR may be reimbursed up to $10.00 for the month.
• If the volunteer traveled to complete the orientation and assessment and also
participated in a program component during the same month, a reimbursement
may be issued up to $20.00.
• If the volunteer was required to travel to participate in SNAP E&T components,
a reimbursement may be issued up to $20.00 for the month.
The volunteer may be reimbursed for travel expenses up to the amount they have
presented documentation of spending or the State maximum.
Only one FSR may be earned and issued in each month of participation. Therefore, if
multiple FSR qualifying activities have occurred in one month, the participant is only
eligible for one Food Stamp Reimbursement benefit.
If volunteer is participating in WIA/TAA and receiving WIA funded transportation
services, the SNAP E&T FSR shall be offset. Example: WIA transportation
reimbursement calculation is $80.00 per month, and the individual is eligible for an
FSR of$20.00 per month, the WIA transportation reimbursement shall be $60.00 per
month, i.e., ($80.00 - $20.00) = $60.00/mo WIA funded transportation service.
(2) Documenting the Need for Food Stamp Reimbursements
Region 24 will reimburse registrants, in a timely manner, for the expenses of
transportation and work-related expenses. The transportation and work-related
expenses reimbursement requests are key-entered directly into the automated
information system by way of the Food Stamp Benefits /Food Stamp Reimbursement
(FSR) screen of the DEO management information system. The data is transmitted
directly to a payroll computer tape which is transmitted to the state's Office of the
Comptroller. Documentation of the identified need for reimbursement will be entered
in the DEO management information system case notes, as well as, the month,
activity, and hours completed to receive the FSR.
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Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
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Documentation demonstrating the need of the FSR includes the following; time and
attendance sheets supporting the completion of the required work activity hours, MIS
case notes and receipts of the expense the participant is requesting reimbursement.
The documentation indicating the time period, registrants name and case number will
be housed in the customer's physical case file supporting the need of the FSR.
(3) Level of Participant Effort
Volunteers can be determined as meeting the level of effort, if they were not able to
complete all activity hours based upon a transportation issue. If a transportation issue
prohibited full participation, the volunteer may be determined as meeting the level of
effort and the full FSR issued.
F. Other
(1) Linking Participants to Other Services and Funding Streams
The SNAP E&T case management staff fully utilizes the network of services and
programs available through the Centers to include linking participants with
Vocational Rehabilitation services, workshops through the Resource Rooms, training
opportunities through the WIA program,job search activities through the Agency for
Workforce Innovation and others as needed. For services not located at the Centers,
participants are referred to other partner agencies and organizations for a variety of
support services to include substance abuse programs and transportation assistance.
Region 24's procedures for the provision of services to individuals with limited
English proficiency include participant referrals to English for Speakers of Other
Languages (ESOL) through our county adult education programs, technical schools
and Literacy of America. Region 24's procedures also include an auxiliary aids plan
for those individuals requiring those services. SNAP E&T Program forms are
available in Spanish. Interpreters are available at the Centers either on staff or on-
call.
(2) Administrative Fair Hearings
A registrant has a right to a fair hearing to resolve any complaint or disagreement
about participation in the SNAP E&T Program. A memorandum of agreement for
Administrative Fair Hearings has been completed identifying the contact individuals
for the SNAP E&T case management and for DCF to ensure that SNAP E&T
program representation and proper documentation are provided at the DCF
Administrative Fair Hearings.
(3) Job Development, Securing Employment and Self-Sufficiency
Region 24's Business Development Division guides the business outreach measures
as part of its overall plan. Its goals involve the refinement of the business outreach
program.
Page 11 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
Packet Page-3013-
9/25/2012 Item 16.F.1.
The SNAP E&T case management staff works closely with local Department of
Economic Opportunity personnel in its marketing and job development efforts. The isW
collocation of partners in the Centers enhances the marketing capabilities of SNAP
E&T services and activities including employment opportunities for participants.
Board and Committee members, through community memberships, personal contacts,
presentations,job fairs and other similar avenues, raise the awareness of employers in
Region 24 to the availability of incentives for hiring SNAP E&T program
participants. The Board's job development and placement staff has primary
responsibility for the day-to-day marketing of the "employer hiring incentives" such
as WOTC (Work Opportunity Tax Credit).
The Board also participates in a cooperative partnership with the South Florida
District Office of the U.S. Small Business Administration to identify potential
personnel needs of the small business community, encourage their participation in the
SNAP E&T Program and ensure that small businesses are aware of the above business
incentives.
(4) Outreach Plan
SWFL Works staff is continuously active in outreach and recruitment activities for the
SNAP E&T voluntary participants. The outreach and recruitment occurs at various points
within the workforce system and community:
a. Responders to the Outreach Letter;
b. Reception desk;
c. Southwest Florida Works Employment Services Orientation;
d. Partnering workforce programs:,
e. Local community based organizations and faith based organizations;
f. SWFL Works website www.swflworks.org and other social media.
(5) Case-load Standard
The caseload standard established by the SFWDB is fifty SNAP E&T volunteers per full-
time employee (FTE) actively engaged in SNAP E&T activity components as described
in the LOP.
(6) Performance Benchmark
The established SNAP E&T performance benchmark: 80% of the fifty volunteers
engaged in activity components per FTE shall be meeting the Level of Effort
requirements of the individual's assigned activity component as described in the LOP.
(7) Program Monitoring
Local compliance monitoring of the SNAP E&T Program will be conducted through ,
Page 12 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
Packet Page-3014-
9/25/2012 Item 16.F.1 .
computer desk audits and on-site visits via a multi-tier review process.
a. SWFL Works Center staff shall complete peer reviews and supervisory reviews
each month to monitor outreach efforts and compliance of the SNAP E&T
Program volunteer level of effort in activity components each month;
b. Local quality assurance staff shall complete, at a minimum, quarterly computer
desk audits and on-site visits in accordance with the LOP and established
outreach, caseload standard, performance benchmark procedures,
c. Contracted monitoring consultants will periodically review accuracy of SFWDB
program administration and SWFL Works case management throughout the year.
d. DEO is responsible for monitoring the SNAP E&T Program. Their monitoring
report will provide us with an assessment of our local workforce region's
compliance with the SNAP E&T Program requirements. In the event a report
includes significant negative findings, Region 24 will submit a Corrective Action
Plan (CAP) as required. If required to submit a CAP, a monitoring follow-up will
be completed by DEO. Technical assistance will be provided by DEO and DCF to
assist in the CAP process until all negative findings have been addressed to the
satisfaction of DEO.
An Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities. \1
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711
Page 13 of 13
Supplemental Nutrition Assistance Program(SNAP)Employment and Training Local Operating Plan
C -,nil) i 5 20O 11c .r771: , 2012
Packet Page-3015-
9/25/2012 Item 16.F.1 .
Southwest Florida
WORKS ATTACHMENT 14
Relocation Assistance Documentation Procedure
Procedure#: WT-011
Local Manual Section: Welfare Transition(WT)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and Southwest
Florida Works staff administering the Welfare Transition Program
Effective Date: May 01, 2007 Revised: November 1, 2010
Purpose: To establish local guidance for Relocation Program processing
Background: The Relocation Assistance Program, developed under Florida Statute 445.021, aids
families who have significant barriers to finding and retaining employment in moving to communities
where there are greater opportunities for attaining self-sufficiency. It is also to aid victims of domestic
violence who would benefit from reduced probability of further incidents through relocation.
General Guidance: When processing Relocation program request for either TCA applicants or
participants, the case management provider is to follow the instructions of the Final Guidance Welfare
Transition Program Relocation Assistance, issued June 21, 2004. The Relocation Assistance Program
has been implemented to assist families in relocating to a community with more opportunities for
achieving self-sufficiency. Relocation Assistance may be approved if the family has a need to relocate
as specified below:
1. Is located in an area with limited employment opportunities,
2. Is geographically isolated,
3. Has formidable transportation barriers,
4. Is isolated from their extended family, or
5. Has experienced incidences of domestic violence that interfere with the participant's ability
to maintain self-sufficiency.
To facilitate in the determination of a families need in items 1, 2, 3 and 4 identified above for Relocation
Assistance, reasonable commute has been defined as a distance of less than 50 miles. The determination
of reasonableness of a lesser distance may be based upon local conditions such as climate, geographic
accessibility, quality of roads, availability of transportation, and travel time.
When applicants or participants have been screened to be potentially eligible for the relocation program,
the case management provider will submit to Southwest Florida Works the following packet of
information for the approval of the Relocation Assistance funds:
• Summary letter demonstrating a need for relocation and a contributing factor to achieving self-
sufficiency as a result of the relocation,
• Safety plan if a domestic violence situation exists,
Packet Page-3016-
9/25/2012 Item 16.F.1 .
• Employment verification displaying a job has been secured in the community in which (s)he
wants to relocate, not applicable when the relocation applicant is a victim of domestic
violence,
• Explanation if the relocation is to a destination less than the 50 mile reasonable commute
definition,not applicable when the relocation applicant is a victim of domestic violence,
• OSST registration if an applicant, services update of participant,
• Required forms:
✓ Request for Assistance - RFA, CF-ES 2086
✓ Diversion Services Emergency Criteria,AWI WTP 0001, if applicable
✓ Diversion Services Eligibility Screening Tool, AWI WTP 2073B,
✓ Relocation Assistance Program Checklist, AWI WTP 2279,
✓ Relocation Budget Worksheet, AWI WTP 0002, and
✓ Relocation Assistance Transfer Letter, AWI WTP 2278
Forms: Relocation Assistance Checklist(WT-011-RAC)
Related Information: NA
Links: NA
Equal Opportunity Employer/Program /�\
Auxiliary aids and services are available upon request to individuals with disabilities. ,FIOERIOpRr\I
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.
Page 2 of 2
WT-011 Relocation Assistance Documentation Procedure
May 01,2007 Revised November 1,2010
Packet Page -3017-
9/25/2012 Item 16.F.1 .
Southwest Florida
WORK ATTACHMENT 15
Domestic Violence Procedures
Procedure#: WT-012
Local Manual Section: Welfare Transition (WT)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and
Southwest Florida Works staff administering the Welfare Transition Program
Effective Date: May 01, 2007 Revised: November 1, 2010
Purpose: To establish procedures which ensure participants and applicants receive information
regarding services available from certified domestic violence centers or organizations that provide
counseling and supportive services to individuals who are past or present victims of domestic violence or
who are at risk of domestic violence. To protect the confidentiality of disclosed applicant or participant
information by appropriately trained staff
Background: The Personal Responsibility and Work Opportunity Reconciliation Act of 1996 gave
states the option to address issues of family violence, hereafter referred to as domestic violence, for
temporary assistance for needy family recipients.
Recognizing the barriers that some individuals may face due to domestic violence, the Florida
Legislature passed Chapter 98-57 F.S. which provides guidelines for dealing with situations in which the
applicant or participant is a victim of domestic violence.
"Domestic violence" is "any assault, aggravated assault, battery, aggravated battery, stalking, aggravated
stalking, kidnapping, false imprisonment, or any criminal offense that results in the physical injury or
death of one family or household member by another."
"Family or household members" are spouses, former spouses, non-cohabitating partners, persons related
by blood or marriage, persons who are presently residing together as if a family or who have resided
together in the past as if a family, and persons who have a child in common regardless of whether they
have been married or have resided together at any time."
General Procedure: The domestic violence procedure described below may be initiated at the point of
application for temporary assistance, and at any subsequent point thereafter in the Welfare Transition
Program (WTP). Applicants and participants will be notified of available resources, referral
opportunities, and possible options for victims of domestic violence.
1. Universal Notification of Domestic Violence Resources and Options - The point of discovery
of domestic violence may occur at any point of contact during application for Temporary Cash
Assistance (TCA) or during participation. The Florida Coalition Against Domestic Violence and
the local crisis centers are providing training in order to ensure that information is provided to
Astw
individuals appropriately.
Page 1 of 6
WT-012 Domestic Violence Procedures
May 1, 2007 Revised November 1, 2010
Packet Page-3018-
9/25/2012 Item 16.F.1 .
a. For the majority of the participants, the primary point of first notification of options and
resources is during Orientation. The training will ensure that the following approach is
required during the notification process, or at any subsequent point of presentation:
❖ Information must be clearly and consistently articulated, and repeated, using oral
and written communication in a language understood by the participant.
❖ Frequent, confidential, and clearly voluntary opportunities for self-disclosure that
the participant is, or has been a victim of domestic violence, should be provided,
accompanied by an explanation of confidentiality procedures.
❖ Educational, resource, and referral information about domestic violence will be
provided.
❖ Information on allowable participation under the law for victims of domestic
violence will be provided.
b. Presentations by staff of Abuse Shelters in the Region will be provided periodically at the
Workshops,which all participants are referred to prior to work activities.
c. Participants will be informed of the options and resources every time contact in a
confidential setting is made with the Career Development Representative.
2. Screening, Identification, Assessment and Referral - Screening for, and identification of,
assessment, and referral of participants who may be a victim of domestic violence will be a part
of program activities beginning with Orientation. In addition, public assistance specialists from
the Department. of Children and Families (DCF) are also attending training in order to provide
information to applicants for Temporary Assistance for Needy Families (TANF).
a. Participants will be encouraged to voluntarily disclose and accept domestic violence
services. During Orientation, facilitators will explain that this information can be shared
confidentially in the first visit with the individual's Career Development Representative,
which is immediately following Orientation. A confidentiality form will be signed by the
participant during Orientation.
b. A screening tool will be voluntary and be requested from the participant during the first
visit with the Career Development Representative.
c. Career Development Representatives or other staff discussing domestic violence in a
confidential situation will use a"universal" explanation of domestic violence which:
❖ Normalizes the discussion of what constitutes domestic violence;
❖ Explains the risks and benefits of revealing abuse;
❖ Explains confidentiality and safety procedures; and
❖ Explains steps that can be taken to become self-sufficient.
Screening questions recommended for staff in confidential interviews are:
• "Because violence is so common in people's lives, I now ask every one I see about
domestic violence."
• "I don't know if this is a problem for you, but many people I talk to are dealing
with an abusive relationship. Some are too afraid or uncomfortable to bring it up
themselves, so I've started asking about it routinely."
• "What happens when you and your partner fight or disagree?"
Page 2 of 6
WT-012 Domestic Violence Procedures
May 1, 2007 Revised November 1, 2010
Packet Page-3019-
9/25/2012 Item 16.F.1 .
• "Has your partner or ex-partner ever threatened to take your children?"
• "Are you safe right now?" Is it safe for you to go home?"
d. A form to be maintained in the participant's file will be signed by each WTP participant
during this interview with the Career Development Representative to record that the
information about available assistance was provided.
e. Career Development Representatives will explain options and resources relevant to
domestic violence, but will also continue to emphasize self-sufficiency as a goal.
f. Career Development Representatives will remind participants of the opportunity for
disclosure of domestic violence and/or the opportunity to ask for a referral for further
assessment and/or services at any time during program participation without penalty as the
frequency of incidents of domestic violence may change or be cyclical.
g. In understandable language, the participant must be informed that disclosure and other
information regarding the participant's status as a past or current victim of domestic
violence shall be confidential and used solely for the purpose of:
1) Referral to domestic violence and/or WTP services;
2) Determining eligibility for exceptions or exemptions from WTP work activities and
placement in allowable alternative activities;
3) Working with the participant to develop an Alternate Responsibility Plan (ARP) which
will include acceptable alternative activities and/or referral to a trained domestic
violence expert for an assessment if the participant states, or there is reasonable belief,
that:
oak
• Domestic violence will hinder the participant's ability to carry out WTP
requirements; '""'
• WTP requirements will make it more difficult for the individual to escape
domestic violence.
h. Career Development Representatives and/or Region 24 designated service providers will
coordinate with State, County and City law enforcement agencies, local shelters and other
domestic violence service providers such as, Division of Victim Services and Criminal
Justice Program, County Sheriff Domestic Violence Unit and City Police Departments.
Domestic Violence victims will be made aware of services available through local law
enforcement however, local law enforcement agencies will be notified only at the request
of the victim.
3. Confidentiality
a. During all presentations about domestic violence, participants must be assured of
confidentiality. This will be emphasized during Orientation by explaining that the
information will be disclosed behind closed doors, and that the referral process will also be
confidential.
b. Career Development Representatives will be required to maintain information related to
domestic violence in a separate and secure designated file and not included in the
participant's general program file. Notes are not entered into the computer system.
c. Screening and assessment procedures must ensure the confidentiality of information
whether the information is provided by the victim or a third party. This includes a
prohibition against the release of information concerning a participant:
Page 3 of 6
WT-012 Domestic Violence Procedures
May 1, 2007 Revised November 1, 2010
Packet Page -3020-
9/25/2012 Item 16.F.1 .
❖ To any individual named as the defendant in a Protection From Abuse order entered
on behalf of the participant of the participant's dependent children; and
❖ If WTP staff has reason to believe that the release of information may result in
physical or emotional harm to the participant.
d. Information gathered during domestic violence screening and assessment must be used
solely for the purpose of:
❖ Ensuring the ongoing safety of the participant and the participant's family;
❖ The development of the safety plan and alternative Individual Service Strategy; and
❖ Referrals to appropriate domestic violence services, WTP services, and supportive
services.
e. Information shall not be released to anyone (including other government agencies, service
providers, or law enforcement) except for:
❖ Purposes of referral for domestic abuse treatment services;
❖ Documentation of the need for services;
❖ Where required to conform with child abuse and neglect laws; or
❖ Where the participant has requested and authorized in writing disclosure of the
information.
NOTE: Because batterers use a wide variety of information to locate their current of former partners, a
wide variety of information must be protected. These include, but are not limited to current addresses,
phone numbers, post office box locations, training sites, job placement sites, employment addresses,
health providers and children's schools.
4. Assessment
a. Participants who disclose domestic violence or the possibility of domestic violence will be
referred for further assessment to identified crisis centers. The Career Development
Representative will initiate the contact with the Crisis Center and will also provide the
crisis line number as well as other information regarding the Center to the participant. The
following centers are in Region 24:
• Charlotte County—Center for Abuse and Rape Emergencies
• Collier County- Shelter for Abused Women
• Lee, Hendry, Glades Counties—Abuse and Counseling Treatment
b. A variety of assessment instruments are used by these crisis centers.
c. The results of the assessment will be used to develop a safety plan. Elements of the safety
plan will be used for joint development (by the participant and the WTP staff) of the
Alternate Responsibility Plan (ARP).
5. Documentation of Eligibility for Domestic Violence Provisions
a. Staff should NOT contact the person believed to be the perpetrator of such violence for the
purpose of trying to confirm the participant's statement of documentation of abuse without
the informed written permission of the participant.
b. Decisions to provide services under the Domestic Violence Provisions should be based on
the evidence presented by the participant whenever possible. No attempts to obtain
Page 4 of 6
WT-012 Domestic Violence Procedures
May 1, 2007 Revised November 1, 2010
Packet Page -3021-
9/25/2012 Item 16.F.1 .
additional information or verify evidence submitted should put a participant or the
participant's children at risk or violate confidentiality.
c. Allegations of domestic violence by the participant should be sufficient to establish
ogosk
domestic violence when the Welfare Transition Program staff does not have a reasonable
basis to find the participant not credible. Simple attestation will be sufficient.
d. Career Development Representatives will be responsible for coordinating all information,
services provided and determining if alternative activities is appropriate. The Career
Development Representative should include law enforcement, shelter personnel and other
social service providers when appropriate to ensure a complete and successful "Safety
Plan"is compiled.
6. Alternative Responsibility Plan
a. The alternative responsibility plan (ARP) provides a way to address the domestic violence
barrier to self-sufficiency while still preserving temporary assistance payments within the
WTP framework. Participation in alternative requirements does not preclude involvement
in traditional work activities such as job skills training, community service, alternative job
placement and vocational education. Alternative job placement should address individual
safety concerns, including those associated with public contact that could put the
individual at risk of exposure. Two facts, a.) the on-going safety of the participant; and b.)
the goal of self-sufficiency, must be considered by staff in determining the acceptability of
any of the following activities, which may be incorporated as elements of a plan of
alternative requirements:
❖ Obtaining emergency shelter or safe house
❖ Participating in individual or group counseling
+ Participating in peer support groups
Applying for an injunction for protection or other legal assistance
• Participating in case management activities at a victim services agency
• Assembling adequate documentation regarding domestic violence
+ Attempting temporary or permanent relocation
❖ Participating in prosecution of the perpetrator
❖ Participating in life skills training
❖ Participating in pastoral counseling
❖ Participating in substance abuse treatment
+ Participating in various levels of safety planning
❖ Accessing services for children
❖ Participating in stress management activities
❖ Participating in parenting classes
❖ Receiving medical treatment related to domestic violence
❖ Participating in mental health counseling
❖ Working with a domestic violence advocate
b. Career Development Representatives shall provide bus passes, gas vouchers or para-
transit transportation in order to ensure the safety of the victim. The "Safety Plan" should
include counseling concerning alternative routes traveled to/from such thing as work,
appointments, grocery and shopping. Monitoring activities/appointment time schedules
can be staggered to reduce the predictability of the victim's whereabouts.
Page5of6
WT-012 Domestic Violence Procedures
May 1,2007 Revised November 1, 2010
Packet Page -3022-
9/25/2012 Item 16.F.1 .
7. Time Limits - Adult WTP participants in a domestic violence program are still subject to the
federal limits and if participants are receiving TANF assistance while in a domestic violence
program that time counts against federal time limits.
8. Staff Development - Staff will attend a three-hour Domestic Violence training program,
"Making Welfare Transition Work for Battered Women," provided annually at the One Stop
Career Center. The Domestic Violence training is presented by State approved shelters
throughout the region to include the Center for Abuse and Rape Emergency, Inc. (CARE) in
Charlotte County, the Shelter for Abused Women in Collier County, the Abuse, Counseling and
Treatment, Inc. (ACT) shelter in Lee County and a subsidiary of ACT in Glades and Hendry
counties. The training program includes pre-test, post-test and scenario-based questions. Those
who complete the training and pass the test receive a certificate indicating that they have
successfully completed the curriculum approved by the Florida Coalition Against Domestic
Violence.
Equal available Employer/Program
n ruest to individuals Auxiliary aids and services are available upon request to individuals with disabilities.
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.
Page 6 of 6
WT-012 Domestic Violence Procedures
May 1, 2007 Revised November 1, 2010
Packet Page -3023-
9/25/2012 Item 16.F.1 .
ATTACHMENT 16
Southwest Florida Workforce Development Board, Inc.
Customer Complaint and Grievance Procedures
Procedure#: MU-002
Local Manual Section: Multiple Programs (MU)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and staff
administering and operating Workforce Investment Act (WIA), Temporary Assistance for Needy
Families (TANF), Trade Adjustment Assistance (TAA) and Food Stamps Employment and Training
(FSET) programs.
Effective Date: March 8, 2002 Revised: June 6, 2012
Purpose: To provide local procedures to assist staff and customers in obtaining information on
filing a complaint or grievance.
Background: To comply with State and Federal policy, the Department of Economic Opportunity
(DEO) Guidance AWI FG 00-004 rev 06/08/07 requires local areas, and direct recipients of program
funds to establish and maintain grievance/complaint and hearing/appeal procedures for handling
program-related complaints. This will provide instructions and a unified format for local workforce
programs.
General Policy, Procedures or Guidance: The Southwest Florida Workforce Development Board,
Inc. follows the guidance set forth by the Department of Economic Opportunity (DEO) in the Final
Guidance on Grievance/Complaint and Hearing/Appeal Procedures, AWI FG 00-004, rev 06/08/07,
accessible through the link below.
Complaint Procedures — If a customer feels his/her rights are being violated due to an act of
discrimination based on race, color, sex, national origin, religion, disability, age, citizenship,
political affiliation or belief, genetic information or marital status, he/she may file a complaint of
discrimination. The complaint may be filed within 180 days of the alleged occurrence to:
The Office for Civil Rights
Department of Economic Opportunity (DEO)
Caldwell Building—MCS 150
107 East Madison Street
Tallahassee, Florida 32399-4129
Phone: 850-921-3205 Fax: 850-921-3122
E-mail: Civil.Fie.hts( llaawi.coni
TTY—Florida Relay (FRS): 711
Grievance Procedures - If a customer has a problem that arises in connection to a program
operated through the Southwest Florida Works Center or by a Service Provider of the Southwest ;-
Page 1 of 2
MU-002 Customer Complaint and Grievance Procedures
April 4, 2008 Revised June 6, 2012
Packet Page -3024-
9/25/2012 Item 16.F.1 .
Florida Workforce Development Board, Inc., (Board), the matter should first be discussed with a
workforce representative. If the problem cannot be resolved, the customer should then discuss the
problem with the Center Director. If the customer feels the problem has still not been resolved, a
formal grievance form (MU-002-CGF Customer Grievance Form) may be completed or a letter of
grievance may be submitted to the Southwest Florida Workforce Development Board, Inc. at:
Joseph Paterno, Executive Director
Southwest Florida Workforce Development Board, Inc.
9530 Marketplace Road, Suite 104
Fort Myers, FL 33912
A decision shall be issued within 60 calendar days of receipt of the request. If the Board has: 1)
conducted a hearing but the customer is dissatisfied with or feels he/she has been adversely affected by
the Hearing Officer's decision; 2) not conducted a hearing within the sixty (60) calendar days from
receipt of the grievance; or 3) conducted the hearing but has not issued a decision within the mandated
sixty (60) calendar day timeframe, then the customer may file an appeal with the Department of
Economic Opportunity(DEO) at:
Department of Economic Opportunity (DEO)
Office of the General Counsel
Caldwell Building -MSC 110
107 East Madison Street
Tallahassee, Florida 32399-4128
The appeal request shall state the facts, laws, procedures, etc. that the customer believes to be relevant
for review. The appeal must be filed with DEO within thirty(30) calendar days of receipt of the Board
Hearing Officer's decision or within thirty (30) calendar days after the required 60 calendar day
timeframe for the Board to act has elapsed. The request shall include the customer's address where
official notices will be mailed. The state can remand the grievance back to the Board to hold a hearing
or impose other remedies to resolve the grievance.
Note: This procedure is specific to workforce program customers other than employees or employers.
Complaints and grievances procedures for workforce program employees and employers can be
found in Region 24's Administrative Plan (Attachment G of the Workforce Services Plan.) See
link below.
Forms: Customer Acknowledgement Form for Complaint and Grievance Procedures (MU-002-CA)
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities. \1
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.
Page 2 of 2
MU-002 Customer Complaint and Grievance Procedures
April 4, 2008 Revised June 6, 2012
Packet Page -3025-
9/25/2012 Item 16.F.1 .
...
Southwest Florida itoto
WORKS ATTACHMENT 17
Individual Training Account (ITA) System Policy
Policy#: WI-018
Local Manual Section: Multiple Workforce Investment Act Programs (WI)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members, Board
staff and Center staff
Effective Date: September 1, 1999 Revised: November 1, 2010
Purpose: To establish a local policy for Individual Training Accounts in Region 24.
Background: Under the Workforce Investment Act of 1998, Individual Training Accounts (ITAs)
are established for eligible individuals to finance training services.
General Policy:
Eligibility for training services - Employed and/or unemployed adults and dislocated workers, age 18
and older, who have met the eligibility requirements for"intensive services," have received at least one Amtv
intensive service, and who have been determined to be unable to obtain or retain employment through
and intensive services may qualify for training services, within the Board's priority of services
guideline.
Individual Employment Plan (IEP) - After an interview, evaluation or assessment, and case
management, the participant must be determined by the Southwest Florida Works Center staff or the
Workforce Investment Act contracted provider to be in need of training services and to have the skills
and qualifications to successfully complete a selected training program. This information will be
documented through the development of an IEP or Individual Services Strategy (155) or Individual
Responsibility Plan (IRP) for the participant. This Plan is an ongoing strategy jointly developed by the
participant and the Career Development Representative that identifies the participant's employment
goals, the appropriate achievement objectives, and the appropriate combination of services for the
participant to achieve the employment goals.
Selection of a training program - A selection may be made by the participant of a training program
that is directly linked to the employment opportunities either in the local area or in another area to
which the individual is willing to relocate, in accordance with this policy's guidelines. Training
services under the ITA System must be offered in a manner that maximizes informed consumer choice
in selecting an eligible provider. A consumer reports system is the vehicle for informing customers of
the region's One Stop delivery system about the performance of training providers in the local area.
The consumer reports system must contain the information necessary for an adult or dislocated worker
participant to fully understand the options available in choosing a program of training services.
Page 1 of 3
W1-018 Individual Training Account System Policy
September 1,1999 Revised November 1, 2010
Packet Page-3026-
9/25/2012 Item 16.F.1 .
Eligible training providers - The workforce investment system established under the WIA
emphasizes informed customer choice, system performance, and continuous improvement. The
eligible training provider process is part of the strategy for achieving these goals. Participants in
Region 24 will be provided a list of eligible providers which includes a description of the programs
through which the providers may offer the training services, a comparison of program performance and
cost information, and duration of training. Information will also be provided on employment and wage
trends and projections.
The Workforce Development Board, in partnership with the State, has identified training providers
whose performance qualifies them to receive WIA funds to train adults and dislocated workers.
Eligible training providers have complied with "program of training services" information
requirements and been approved for compilation in the State list of Eligible Training Providers. A
program of training services is:
(a) One or more courses or classes that, upon successful completion, leads to:
(1) a certificate, associate degree, or baccalaureate degree, or
(2) a competency or skill recognized by employers;
(b) A training regimen that provides individuals with additional skills or competencies
generally recognized by employers.
Training Provider Selection: Customer Choice - Customer choice of a training provider will be
achieved by the following method: a cost ceiling will be established for all categories of training
programs. Within the range allowed, and in consultation with a Career Development Representative, a
participant will be allowed to select the program most desired according to such factors as costs within
established guidelines, geographic location and scheduling considerations. Participants will be
encouraged to consider those providers whose statistics show the best performance in terms of
completions, training-related employment, and earnings.
Establishment of an Individual Training Account - The Career Development Representative is
responsible for establishing an ITA in accordance with this policy and according to availability of
funding. The Career Development Representative must document in the IEP that assessment indicates
the participant is in need of the training services and has the skills and qualifications to successfully
complete the selected training program. As appropriate, participants must also seek grant assistance
from other sources to pay or assist with the costs of training, including Pell Grants within the
guidelines of 663.320, or subsequent policy. Upon establishment of the ITA, a referral will be carried
out by providing a voucher or certificate to the individual, to be used with the training provider.
Individual Training Account (ITA) Value - The total value, provided funds are available, of an ITA
will be the amount required for tuition, fees, books, tools, uniforms, safety equipment, and any other
general requirement needed for the course of occupational skills training. The limitation will be based
on the needs identified in the IEP. Supportive services such as child care, transportation, and other
miscellaneous non-training related expenses will not be included in the Individual Training Account
but may be provided within the Board's "Supportive Services Guideline." The total ITA limit will be
established annually by the Board based on the availability of training funds.
Page 2 of 3
WI-018 Individual Training Account System Policy
September 1, 1999 Revised November 1, 2010
Packet Page-3027-
9/25/2012 Item 16.F.1 .
Individual Training Account (ITA) Duration -An ITA may be used for training for up to two years
after enrollment into the program. The ITA may be closed at any time it is determined that the
participant is not successfully meeting training requirements.
Out of Region 24 Training-In addition to training with eligible providers in Region 24, ITAs may be
used for training with providers on the State's Eligible Training Provider list in other areas of the state,
with primary consideration for training in contiguous Regions, including Region 18, Region 19,
Region 20, Region 21, Region 22, and Region 23. The establishment of an ITA for use in Regions in
the State other than those listed above may occur if the following requirements are met:
(1) the participant submits in writing to the Career Development Representative a plan to
move to an area where employment in that occupation is substantiated AND the training
is for an occupation on the Regional Targeted Occupations list; OR
(2) the training is not provided in Region 24 AND the training is for an occupation on the
above list; OR
(3) the training available in Region 24 for an occupation on the above list is not comparable
to that of a provider out of Region 24, substantiated by performance data on completion,
placement, and earnings; OR
(4) the Career Development Representative or the WIA contracted service provider
determines need by a participant for out of region training because of circumstances
other than #1, #2, or #3 above, and seeks and receives approval in writing from the
Executive Director of the Board.
Supportive Services During Training - Supportive Services may be provided participants with an Aolw
established ITA within the Board's Supportive Services Guidelines on a case-by-case basis as
determined by the Career Development Representative or the WIA contracted service provider(s).
Exceptions to the Use of ITAs - Training services may be provided through a contract for services in
lieu of ITAs for the following:
• On-the-Job Training provided by an employer or Customized Training;
• Training services of demonstrated effectiveness offered by a community-based organization
or another private organization to serve a special participant population that faces multiple
barriers to employment.
Forms: WI-0l8-ITAV Individual Training Account (ITA) Voucher
Related Information: WI-01 8-ITAV Individual Training:Account(ITA) Voucher Instructions
Links: NA
Equal available Employer/Program fitt
Auxiliary aids and services are available upon request to individuals with disabilities. 1t s44s4
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.
Page 3 of 3
W1-018 Individual Training Account System Policy
September 1, 1999 Revised November 1, 1010
Packet Page-3028-
i i
9/25/2012 Item 16.F.1 .
...
Southwest Florida
WORKS
ATTACHMENT 18
Plan of Service for Serving Severely Injured Military
Policy#: WI-004
Local Manual Section: Multiple Workforce Investment Act Programs (WI)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members, Board staff
and Southwest Florida Works Center staff administering Workforce Investment Act (WIA) programs
Effective Date: September 25, 2006 Revised: November 1, 2010
Purpose: To provide a plan of service for serving severely injured military members and their
families, disabled veterans, veterans, Florida National Guard members and military reservists, and
families of military members killed in action.
Background: On May 5, 2006, state and local workforce officials met with the Governor's Office
to discuss current services and proposed initiatives to respond to the needs of Severely Injured Military
Members and their Families, Disabled Veterans, Veterans, Florida National Guard Members and
Military Reservists, and Families of Military Members Killed in Action.
General Policy: The Local Veterans Employment Representatives (LVERs)/Disabled Veteran's
Outreach Program(DVOP) Specialists will be notified of any known returning veterans by the Agency
for Workforce Innovation (AWI) and the Florida Department of Veterans Affairs via email. Upon
identification the DVOP/LVER in each area will:
a) Establish telephonic contact within one business day
b) Establish an appointment date within one week of call
c) Notify the Veterans' Service Organizations (VSOs), Vocational Rehabilitation and
Employment (VR&E) counselor and Veterans' Affairs (VA) social worker of the return
and possible need for services
d) Conduct an assessment interview and provide information regarding job placement,
training, workshops, labor market information and career planning
e) Additionally, conduct an assessment of the veterans'/families' other needs such as
housing assistance, adaptive housing assistance, counseling etc. Upon identification, the
LVER/DVOP will personally make contact with the agency, solicit information and
facilitate contact between the agency and the veteran/family member
0 Make job referrals by calling the employer
Packet Page -3029-
9/25/2012 Item 16.F.1 .
g) Make weekly contacts preferable in person or via telephone until job placement or
enrollment in training
h) Perform follow-up contacts at six months and one year post-placement and annotate in
Employ Florida Marketplace(EFM)
i) Make outreach visits to returning veterans/family members as needed
The importance of taking care of these veterans and their families cannot be overemphasized. It is not
enough to do our jobs but we must go the extra mile to provide assistance, information, and support to
these veterans and families. DVOP/LVER and/or other Southwest Florida Works staff will provide
comprehensive services to these veterans returning to the area.
Forms: NA
Other Attachments: AWI's Final Guidance: Severely Injured Military Guidance (AWI FG O6-0561
Links: NA
Equal Opportunity Employer/Program
n request individuals Auxiliary aids and services are available upon request to individuals with disabilities.
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.
Page 2 of 2
WI-004 Plan of Service for Serving Severely Injured Military
September 25, 2006 Revised November 1, 2010
Packet Page-3030-
9/25/2012 Item 16.F.1 .
ATTACHMENT 19
Southwest Florida Workforce Development Board, Inc.
Employed Worker Training (EWT) Procedures
Procedure #: EWT-001
Local Manual Section: Employed Worker Training (EWT)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and staff
administering the Workforce Investment Act(WIA) Program.
Effective Date: August 1, 2009 Revised: September 1, 2011
Purpose: To provide local guidance to staff providing WIA-funded training services to employed
workers.
Background: The EWT program is a locally administered program that assists employers with
certain expenses associated with skills upgrade training for full-time employees of the company. The
employed worker must meet all eligibility and/or gateway requirements for the program to include one
core service, such as assessment, prior to the delivery of intensive and training services. Training costs
will not exceed the Board's annually established cap.
General Procedures:
Application Review: Upon receipt of an EWT Application (EWT-002-EWTA) the Business
Development Division staff will send the employer a notification of receipt. Staff will perform a
review to ensure applications meet the guidelines established by the Board as follows:
• Fully licensed to operate in state and local areas
• Have at least one full-time employee
• Demonstrate financial viability
• Current on all state obligations
• Provide the reason the employee(s) needs the training
• Training costs do not exceed the Board's annually established cap
When determining which employers will be selected for funding and how much funding will be
awarded, staff will also take into consideration that priority will be given to businesses:
• Who are "for-profit" and have been in operation in Region 24 for a minimum of one year prior
to application date
• With 25 employees or less
• In rural areas
• Who are upgrading skills of employees in occupations as outlined on Region 24's Regional
Targeted Occupations List. (http:/!\v`V v.workforce#lorida.com/partncrs!toliindex.htm)
• Whose grant proposals represent an upgrade in employee skills
• Whose grant proposals represent a significant layoff avoidance strategy
Page 1 of 3
EWT-001 Employed Worker Training Procedures
August 1,2009 Revised September 1,2011
Packet Page-3031-
9/25/2012 Item 16.F.1 .
The EWT Application will include a section titled Employer Responsibilities. Each box in this section
must be initialed by the employer, indicating they understand the conditions of EWT.
Cost Analysis: Business Development Division staff will perform a cost analysis to assure costs are
reasonable and competitive. If training is customized and unavailable through other sources, then a
Sole Source/Emergency Procurement Authorization Form (FI-002-SSEP) will be completed. If not,
staff will complete a Quotes/Procurement Authorization Form (FI-002-QP).
Fiscal Authorization: The Fiscal Director will sign the Sole Source/Emergency Procurement
Authorization Form or the Quotes/Procurement Authorization Form; assuring funds are available for
the training.
WIA Application: The employer will submit a completed and signed WIA Application for Employed
Worker Training (EWT-003-WAEW) for each employee to be trained. After the Business
Development Division staff receives the WIA Application, they will verify these employees are
authorized to work in the United States and that those required to register for Selective Service have
done so. For employees in need of training at a later date, applications may be submitted later but
must always be submitted prior to the training start date. Business Development Division staff will
review individual applications for completeness, ensure that appropriate Wagner Peyser or Workforce
Investment Act services have been provided, and forward the applications, along with an EWT
Applications Submittal Form (EWT-004-AS), to the appropriate Center Director/Supervisor. Center
staff will data enter the enrollments and appropriate services into the Employ Florida Marketplace
(EFM) system. Each employee to be trained will be given a Customer Acknowleeement Form for
Complaint and Grievance Procedures (MU-002-CA) and a signed copy will be maintained in the
customer case file.
Contract Negotiation: Business Development Division staff will prepare an EWT Agreement to
Provide Training (contract cover page) (EWT-005-APT) which will include the final budget,
negotiated performance goals and deliverables, and the contract start and end dates. Attachments will
include:
• Budget and Payment Schedule (EWT-006-BPS)Attachment I
• Trainine Vendor/Training Curriculum Information (EWT-007-TCI)Attachment II
• Trainee Information(EWT-008-TI)Attachment III
• Class Composition (EWT-009-CC)Attachment IV
Training will not begin before the contract is signed or before the contract start date. Before entering
into a contract with an organization or individual represented on Region 24's Board of Directors, the
contract will be approved by a two-thirds vote of the Board, when a quorum has been established, and
the Board member who could benefit financially from the transaction will abstain from voting on the
contract. Contract will be signed by the Executive Director of the Southwest Florida Workforce
Development Board, Inc. and the employer.
Page 2 of 3
EWT-001 Employed Worker Training Procedures
August 1,2009 Revised September 1, 2011
Packet Page-3032-
l I
9/25/2012 Item 16.F.1 .
Training: Career Center staff will enter training start date in EFM. Business Development Division
staff will make periodic contact with employers. When training has been completed, Business
Development Division staff will provide copies of the recognized certifications, along with a EWT
Certifications Submittal Form (EWT-010-CS) to Center staff. Center staff will enter completion and
credential earned.
Reimbursement: Employer invoices will be processed for reimbursement for training when copies of
all certification have been received from the employer on each employee/trainee and proof of payment
to the training provider has been received. Business Development Division staff will submit this
information with a Check Request Form(FI-017-CR) to the Fiscal Division.
Follow-up: Upon completion of training, Business Development Division staff will perform follow-
up with employer on an as-needed basis. Center staff will perform quarterly follow-up with employees
for one year.
Related Information: Employed Worker Eligibility for WIA Services Policy (WI-002)
Links: State's Final Guidance for Employed Worker Training (AWI-060)
Equal Opportunity Employer/Program /�
Auxiliary aids and services are available upon request to individuals with disabilities. /KS/.
vp�r�
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711. �(�
Page 3 of 3
EWT-001 Employed Worker Training Procedures
August 1,2009 Revised September 1,2011
Packet Page -3033-
9/25/2012 Item 16.F.1.
ATTACHMENT 20
Southwest Florida Workforce Development Board, Inc.
Priority for Services Policy
Policy#: MU-019
Local Manual Section: Multiple Use(MU)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and staff
administering workforce programs
Effective Date: November 1, 2000 Revised: April 16, 2012
Purpose: To provide a local policy for the priority for services for programs
Background: Section 134(d)(4)(E) of the Workforce Investment Act (WIA) states, "in the event that
funds allocated to a local area for adult employment and training activities are limited, priority for
intensive and training services funded with Title I adult funds must be given to recipients of public
assistance and other low-income individuals in the local area." All references to Adults in this policy
also apply to youth applicants 18-21 who are being served as adults. The Final Federal Regulations
continue at 663.600:
"(b) Since funding is generally limited, States and local areas must establish criteria by
which local areas can determine the availability of funds and the process by which any
priority will be applied under WIA (above). Such criteria may include the availability of
other funds for providing employment and training-related services in the local area, the
needs of the specific groups within the local area, and other appropriate factors.
(c) States and local areas must give priority for adult intensive and training services to
recipients of public assistance and other low-income individuals, unless the local area has
determined that funds are not limited under the criteria established under paragraph (b) of
this section."
The Jobs for Veterans Act(P.L.107-288) (38 USC 4215) requires that Veterans and eligible spouses be
made aware of and provided priority of service for qualified job training programs. The definition of
"qualified job training programs" is any program or service for workforce preparation, development, or
delivery that is directly funded, in whole or in part by the United States Department of Labor.
General Policy: Priority for adult intensive and training services must be given to recipients of
public assistance and other low-income individuals. However, the funding must be coordinated with
other available resources for recipients of public assistance and other low-income individuals. The
Board has also established persons with barriers for priority of services. Therefore, an adult who
meets one or more of the following criteria will have priority for training:
(A) receives, or is a member of a family that receives, cash payments under a Federal, State, or
local income-based public assistance program;
Packet Page -3034-
9/25/2012 Item 16.F.1 .
(B) received an income, or is a member of a family that received a total family income, for the
6-month period prior to application for the program involved exclusive of unemployment
compensation, child support payments, payments described subparagraph (A), and old-age and
survivors insurance benefits received under section 202 of the Social Security Act that, in
relation to family size, does not exceed the higher of—
(i) the Federal. Poverty Guidelines, for an equivalent period; or
(ii) 70 % of the Lower Living Standard Income Level (LLSIL), for an equivalent period;
(C) is a member of a household that receives (or has been determined within the 6-month
period prior to application for the program involved to be eligible to receive) food stamps
pursuant to the Food Stamp Act of 1977;
(D) qualifies as a homeless individual, as defined in subsections (a) and (c) section 103 of the
Stewart B. McKinney Homeless Assistance Act;
(E) is a foster child on behalf of whom State or local government payments are made; or
(F) in cases permitted by regulations promulgated by the Secretary of Labor, is an individual
with a disability whose own income meets the requirements of a program described in
subparagraph (A) or of subparagraph (B), but who is a member of a family who does not meet
such requirements.
(G) is an individual with one or more of the following barriers regardless of income:
• Substantial cultural or language barriers
• Offenders
• School dropouts
• Persons who are basic skills deficient or lack a high school diploma or GED
• Substance abusers
• Older individuals (55 and older)
• Persons with disabilities.
(H) is a Veteran regardless of income.
• Veterans and eligible spouses shall be identified at the point of entry at each
Center and given an opportunity to take full advantage of priority of service for
qualified job training programs.
Page 2 of 3
MU-019 Priority for Services Policy
November 1, 2000 Revised April 16, 2012
Packet Page-3035-
9/25/2012 Item 16.F.1 .
• Veterans and eligible spouses shall be made aware of the following and may be
provide written information, as determined appropriate: taw
o their entitlement to priority of service;
o the full array of employment, training, and placement services available
under priority of service; and
o any applicable eligibility requirements for those programs and/or services.
Forms: NA
Related Information: NA
Links: NA.
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities.
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711 ® :°i�*;
Page 3 of 3
MU-019 Priority for Services Policy
November 1, 2000 Revised April 16, 2012
Packet Page-3036-
9/25/2012 Item 16.F.1 .
ATTACHMENT 21
Southwest Florida Workforce Development Board, Inc.
Procurement Policy
Policy#: FI-002
Local Manual Section: Fiscal (FI)
Of Interest to: Southwest Florida Workforce Development Board, Inc. Board members and Board
staff involved in financial and procurement activities
Effective Date: January 1, 1998 Revised: November 1, 2010
Purpose: To establish policy for the procurement of goods and services
Background: The Southwest Florida Workforce Development Board, Inc. and its employees are
accountable for the use of funds.
General Policy: The procurement of goods and services may be initiated by the respective division
supervisor when/where the services are needed for the day-to-day items. A Quotes/Procurement
Authorization Form (FI-002-QP) or Purchase Order Request will be initiated when the procurement is
for non recurring items, expenditures unique to a particular funding source or outside an annual
contract for services or items. This may also include procurement for office supplies, repairs,
equipment, advertising, printing, airline tickets, registration fees, subscriptions, publications, and any
participant supplies. For re-order items, the Administrative Services Manager will secure new bids at
least once per year. The Quotes/Procurement Authorization Form will include the following
information:
• For each of the three vendor quotes — vendor name, address, total dollar amount
(documentation attached) and details/description of supplies or services requested, if required
• Business purpose/use of supplies and/or services and comments
• Signature, date,printed name and title for:
o employee requesting the goods or services;
o Signature,printed name and title of approving Director;
o Signature, printed name and title of Fiscal Director;
• For all procurements in excess of$5,000, a Conflict of Interest Statement/Certification (FI-002-
CIS) will be signed by the Vendor, Board staff requesting the procurement, Fiscal Director and
Executive Director. This completed form will be used to maintain compliance with CFR 95.42
and 95.36(b)(3)(i-iv) and should accompany the contract.
Completed Quotes/Procurement Authorization Forms will be submitted to the Fiscal Director for
budget authorization and funding allocation. Office supplies, and other items which are approved with
a blanket purchase order, will be ordered by the Fiscal Director or the Administrative Services
Manager. Once approved, the purchase order will be distributed to the vendor or the employee (if
requested). Invoices received for purchases with no prior authorization are subject to rejection without
Page 1 of 3
FI-002 Procurement Policy
January 1, 1998 Revised November 1, 2010
Packet Page-3037-
9/25/2012 Item 16.F.1 .
payment. Invoices submitted for payment without receiving proper documentation (receipts, packing
slips, etc.)will be rejected for payment.
No employee shall participate in the selection or award of a contract or vendor if the employee, any
member of his or her immediate family, his or her partner, or an organization which employs or is
about to employ any of these parties has a financial or other interest in the vendor or firm selected for
an award.
Procurement Thresholds — All reasonable requisitions submitted for items will require at least a
Director's approval and in all cases will require an approval one level higher than the requestor.
Minimum approvals will be at the Division Director level. The Quotes/Procurement/Sole Source/E-
Mails or Authorization Forms will indicate the reason for the expenditure, a comparison for
reasonableness indicating proof of competitive procurement, signature of the requestor and approval
by a Division Director or the Executive Director. The following parameters for procurement of goods
and services shall be followed:
(1) up to $500 -no bid required but justification must be demonstrated;
(2) $500 and up to $5,000 -three quotes or demonstrated comparisons;
(3) $5,000 and up to $50,000 -three written bids,
(4) $50,000 or more - advertisement for competitive proposals for contract and/or provider
services. (Request for Proposals required.)
Sole source procurement (Sole Source/Emergency Procurement Authorization Form (FI-002-SSEP)
shall be used to justify the reason for the request and to obtain all of the approvals. All of the cost
principles as outlined in the Cost Principles for Non-Profit Organizations (A-122), need to be followed
at all times. These regulations and guidelines provide for cost principles reflecting allowability and
restrictions of cost items. These guidelines are intended to ensure that:
• Appropriate procurement documentation is completed
• Proper documentation and/or approval is completed
• Costs were allocated correctly or allocations were substantiated
• Justification and/or business purpose/use for items purchased was provided
and adequate
Documentation - Procurement of materials and fees for participant training and support must be
accompanied by proof that the items are required for the training activity, or are necessary to enable
him/her to participate in the training activity and/or obtain unsubsidized employment.
Additional local guidance can be found in the Administrative Plan under Section IV, Procurement
Procedures, for the following:
• Records Maintenance
• Contract Signature Authority
• Code of Conduct
• Procedures and Monetary Thresholds for Small Purchases
• Method of Procurement
• Selection of Service Providers
Page 2 of 3
FI-002 Procurement Policy
January 1, 1998 Revised November 1, 2010
Packet Page-3038-
9/25/2012 Item 16.F.1 .
• Cost and/or Price Analysis
• Procedures and Rules Governing Types of Contract Instruments Used
• Procurement Files
• Appeal and Protest Procedures
• Contract Management
• Contract Files
• Contract Close-Out Report
Related Information: Check Preparation and Distribution Policy(FI-006)
Payroll Processing Policy (FI-007)
Links:
Procurement Standards 2 CFR Part 215 (A-110) Sec.215.40-48
Cost Principles for Non-Profit Organizations 2CFR230 (OMB Circular A-122)
Procurement-- (29CFR 97.36)
General Procurement Guidelines (29CFR 95.44) and Cost and Price Analysis ......(29 CFR 95.45)
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities.
All voice telephone numbers in this document may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.
Page 3 of 3
FI-002 Procurement Policy
January 1, 1998 Revised November 1, 2010
Packet Page-3039-
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