NO WRONG DOOR

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NO WRONG DOOR
2009

• Alice Sweeney
• Laurie Warner
• Diane Walton

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Oregon Workforce System Integration with a
Purpose
2009

• Department of Community Colleges and
• Workforce Development
• and
• Employment Department
• Laurie Warner, Director
• Oregon Employment Department

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Oregons Labor Force December 2008

• Resident Civilian Labor Force 1,979,986
• Employed 1,805,167
• Unemployed
  174,819
• Unemployment Rate 9.0
• Seasonally adjusted

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Governors Oregon Workforce
Investment Board
Strategic Plan

• Winning in the Global Market
• Goals
• 1. Ensure all Employers Have a Competitive
  Workforce Advantage
• 2. Prepare an Agile and Innovative Workforce
  with the Skills Necessary to Compete
• 3. Build Flexible and Unified Systems

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Priority Areas to Develop Skilled Workers

• Healthcare
• State/Regional High Wage/High Demand Occupations
• Clean Tech/Green Tech
• Manufacturing

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Oregon Statewide Prioritization for Training Top
20 Occupations
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Oregons Direction

• Change needs to begin now
• Global competition
• Changing demographics
• Flat or declining federal funds
• Traditional workforce system increasingly
  irrelevant
• To do what
• Integration of job seeker and training services
• Skill assessment and development
• Common data system

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What are the Goals of Oregons Service
Integration?

• Better Quality Service for Job Seekers
• Every Customer Leaves a Better Job Candidate
• Know Their Skills
• Develop Their Skills
• Get the Best Job Possible with Their Skills
• Business Better Served
• Job referrals based on more information and
  better matched to job requirements

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What is Being Integrated?

• Service Delivery
• OED labor exchange staff and programs
• CCWD local workforce partners, training
  services staff and programs
• Were co-located and worked cooperatively but
  independently
• No common registration or data system to track
  customers
• No common statewide skill assessment tool

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How?

• Statewide policies implemented
• Local partners state jointly developed
• State review approval of Regional Plans
• Local WIBs developed plans based on policies
• Statewide procedural manuals developed
• Joint training cross-training
• Integrated computer systems

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What Integration Looks Like

• Functional teams address both job opportunity and
  skill development needs of the individual.
• Welcome Team Greet, register, skills
  assessment, brief discussion, iMatchSkills
• Skills Team Skill improvement products
• Employment Team Job matching referral

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W.I.N. Skills Review

• Measures skills in basic workplace math, reading,
  and locating information.
• Self Administered, staff supported, 30-35 minutes
• Staff Debrief with focus on next steps
• iMatchSkills registration
• Job search
• Skills development

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How do we Improve Skills?

• Menu of Resources and Services for staff to use
  as a tool box
• W.I.N. Skills Course Work
• Workshops
• Basic Computer Skills
• Resume Development
• Math and English Brush Up
• Occupational Skills Training
• Career Readiness Certificate

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Performance Measures

• Basic Three
• Percentage of Participants who complete the
  initial skill review at registration.
• Goal 100
• Percentage of Registered Participants who access
  services from the product box.
• Goal 100
• Percentage of Registered Participants who access
  skill development services
• Goal in development
• Other
• Claimant Reemployment all non-attached
  claimants receive same full array of services

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Welcome to the Commonwealth!

• Alice Sweeney
• Massachusetts Executive Office of Labor and
  Workforce Development
• Department of Workforce Development/Division of
  Career Services

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MASSACHUSETTS WORKFORCE DEVELOPMENT SYSTEM

• A State and Local partnership to support and
  promote quality services as outlined in
• The Workforce Investment Act of 1998

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Key Principles MA Workforce Development System

• Provide services to job seekers and employers
  dual customer focus.
• Streamline services through better integration at
  the local level through a one-stop delivery
  system.
• Empower individuals through choice, provision of
  information and support by One-Stop partners.
• Provide universal access to One-Stop Career
  Center system and to core employment related
  services
• Increase accountability through establishment of
  performance measures.

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MASSACHUSETTS WORKFORCE DEVELOPMENT SYSTEM

• A workforce development system provides the
  framework for delivery of workforce investment
  activities at the State and Local levels to
  individuals who need those services.
• The MA workforce investment system is
  established as follows
• 16 Local Workforce Investment Areas
• 32 Full Service and 5 Limited Service One-Stop
  Career Centers

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MA WORKFORCE INVESTMENT AREAS AND CAREER CENTERS
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HISTORY

• 1995, Prior to the Implementation of WIA, MA
  applied for Federal One Stop Implementation
  Grant.
• Four Workforce Areas applied for and were
  approved through a wavier by USDOL to maintain a
  competitive model. These four areas continue
  today as competitive models but wavier must be
  requested every five years.
• As the competitive model was no longer an option
  the twelve other Workforce Areas planned
  co-location to begin to explore formal
  collaboration. Currently all twelve are
  collaborative models.

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MA Career CentersType of Agency as Lead Operator

• BERKSHIRE- Berkshire Works Pittsfield North
  Adams MA (Title I Admin)
• BOSTON Boston Career Link (Non-Profit)
  The Work Place (Non-Profit) Job Net (State)
• BRISTOL Attleboro Career Center, Fall
  River Career Center, Taunton Career Center (Title
  I Admin)
• BROCKTON - Career Works UMASS Donahue
  Institute
• CAPE ISLANDS - Career Opportunities, Hyannis,
  MA (Satellite Falmouth Orleans, MA) (Title I
  Admin)
• CENTRAL MASS - Workforce Central , Worcester,
  Milford Southbridge, MA (Title I Admin)
• FRANKLIN/HAMPSHIRE Franklin/Hampshire Career
  Center Greenfield Northampton)(DCS/Title I
  Admin)
• HAMPDEN - Future Works Springfield, MA, Career
  Point, Holyoke, MA (Career Centers are Inc.
  Non-Profits)
• LOWER MERRIMACK - Valley Works Lawrence
  Haverhill, MA (City has Lead)
• METRO NORTH- Career Source Cambridge (Satellite
  Everett), MA (Title I Admin.), Career Place
  (Middlesex CC)
• METRO SOUTHWEST Employment Training Resources
  Marlboro, Newtonville, Norwood (Title I Admin)
• NEW BEDFORD New Bedford Career Center New
  Bedford, MA (Title I Admin)
• NORTH CENTRAL - North Central Career Center
  Leominster Gardner, MA (State)
• NORTH SHORE - North Shore Career Center Lynn,
  Salem (satellite Gloucester), MA (Title I
  Admin)
• NORTHERN MIDDLESEX Career Center of Lowell, MA
  (Title I Administrator)
• SOUTH COASTAL Quincy Career Center Quincy, MA
  Plymouth Career Center, Plymouth, MA (Title I
  Admin)

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MA CAREER CENTERS

• The MA Career Centers are the cornerstone of the
  MA Workforce Development System. Career Centers
  serve as a vital link, connecting workers and
  employers to bring about economic opportunity.
  The goals of a Career Center is to integrate
  systems to
• Better leverage resources and manage labor market
  cycles.
• Better meet the needs of diverse populations.
• Better prepare workers to meet the needs of local
  businesses.

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Overview of Funding

• OSCCs provide access to an extensive array of
  information and services to assist job seekers
  and employers
• Majority of funding is federal (blue circles)

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• The Massachusetts One-Stop Employment System
  (MOSES) is the tool supporting the Commonwealths
  integrated One-Stop approach, providing common
  registration, intake, and case management for a
  wide variety of employment and training programs.

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OVERVIEW OF MOSES
MOSES is a client-server system, which utilizes a
PowerBuilder front-end application used by staff
and an Internet-application front-end for Job
Seeker and Employer self-service. A centralized
Oracle database stores all MOSES-related
information, including registrations, job orders,
Job Seeker and Employer service history, and
referrals.
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OTHER FEATURES OF MOSES

• Scanning function
• Bar code function
• Job Seeker self-service
• (Massachusetts Job Quest or MJQ)
• Employer self-service
• (Massachusetts Talent Quest or MTQ)
• Training Provider self-service
• (Training Pro)
• Case Management Tool
• Workforce Training Fund
• TAARRNEG

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CONNECTING CLAIMANTS ANDTHE WORKFORCE
DEVELOPMENT SYSTEM

• UI PROFILED CLAIMANTS ARE REQUIRED TO ATTEND A
  CAREER CENTER SEMINAR (CCS) WITHIN 3 WEEKS OF
  RECEIPT OF NOTICE.
• CLAIMANT SCHEDULES CCS THROUGH UI REPRESENTATIVE,
  IVRS OR DIRECTLY WITH THE CAREER CENTER.
• CAREER CENTER PROVIDES THE CCS AND RECORDS
  CLAIMANTS ATTENDANCE.
• NON-ATTENDANCE BY CLAIMANT TRIGGERS AN ISSUE AND
  A SANCTION.

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CAREER CENTER SEMINAR

• A standard Career Center Seminar (CCS) is
  conducted across all 37 sites.
• The purpose of the CCS is to give the customers
  an understanding of the full range of services,
  events, and programs available at Massachusetts
  One-Stop Career Centers statewide and how these
  services can help them with their employment
  needs.
• The CCS includes information on
• CC Membership and Registration Process
• Overview of One-Stop Career Center Policies
• Job Search Readiness Inventory
• Description of Available Career Center Services
  Statewide
• A Career Center will also add any additional
  information specific to that site.

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CAREER CENTER MEMBERSHIP

• Open to all job seekers and employers
• Job seekers do not have to be unemployed to use
  Career Center services
• Provides access to Career Center services
• Membership allows use of any One-Stop Career
  Center across the Commonwealth

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On-Site Resources

• Computer Basics
• Internet Basics
• Resumes
• Cover Letters
• Interviewing
• Career Exploration
• Training Opportunities
• Labor Market Trends
• Networking
• And others ! (check Career Center calendar)

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FY 08

• Career Centers served
• 13,147 Employers
• 192,487 Job Seekers
• 103,098 UI Claimants
• 82,528 Profiled Claimants Required to
  attend Seminar - 100
  attendance

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Exiters 10-06-09/07

• 167,301 Exiters
• 39,213 or 53 of all exiters entered employment
• 74,152 or 44 of all exiters were required and
  attended a CCS
• 37,973 or 51 never received another service
  after CCS
• this cohort had a 46 entered employment rate
• 36,179 or 49 did receive one or more services
  after CCS
• -this cohort had a 60 entered employment rate.

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FY08 DISLOCATED WORKERS PERFORMANCE

• 87 Entered employment rate
• 80 Employed with credentials
• 90 Employment Retention Rate
• 17,527 Average Earnings

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Contact Information

• Laurie Warner, Director
• Oregon Employment Department
• 503-947-1477
• Laurie.A.Warner_at_state.or.us
• Web www.WorkingInOregon.org
• Alice Sweeney, Massachusetts Dept of Workforce
  Development, Division of Career Services,
  asweeney_at_detma.org
• 617-626-6449

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