LOCAL PLAN MODIFICATION EFFECTIVE OCTOBER 1, 2009 JUNE 30, 2010 LEHIGH VALLEY WORKFORCE INVESTMENT BOARD, INC.

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2 LEHIGH VALLEY WORKFORCE INVESTMENT BOARD, INC. Workforce Investment Act (WIA) Local Plan LOCAL PLAN MODIFICATION EFFECTIVE OCTOBER 1, 2009 JUNE 30, 2010 Submitted by: Nancy Dischinat, Executive Director Lehigh Valley Workforce Investment Board, Inc Union Boulevard, P.O. Box Lehigh Valley, PA Ph:

3 SUMMARY OF THE PY 2009 WIA LOCAL PLAN LOCAL AREA Lehigh Valley Workforce Investment Area Lehigh and Northampton Counties WIB CHAIR Eugene Ervin Director, Real Estate and Property Management Air Products and Chemicals, Inc. PLAN CONTACT Nancy A. Dischinat, Executive Director Lehigh Valley Workforce Investment Board, Inc CONTACT INFORMATION Same as above CHIEF ELECTED OFFICIALS Donald T. Cunningham, Jr., Lehigh County Executive John Stoffa, Northampton County Executive FISCAL AGENT Private Industry Council of Lehigh Valley, Inc. DATE Program Period: October 1, 2009 to June 30, 2010 SUBMITTED August 10, 2009 I. PLAN DEVELOPMENT Modifications to the PY2006 Local Plan includes input and data from: PA Department of Labor and Industry, Center for Workforce Information and Analysis, Lehigh Valley Economic Development Corporation, LVWIB Executive, Access, Governance, Finance, Industry, Marketing Committees, Lehigh Valley Youth Council, LVWIB Executive Director and Quality Assurance Manager and staff, PA CareerLink Lehigh Valley Operators and staff, Community and Faith Based Organizations, Wall Street West WIRED Northeast Partnership, Greater Lehigh Valley Chamber of Commerce, Society for Human Resource Management, Lehigh Valley Chapter, Chief Elected Officials, and above all the private sector and job seekers in need of a comprehensive system of training and employment. This Plan Modification is still in the construction phase and numerous community meetings are scheduled during the 30 day review period to ensure that every citizen has an opportunity to provide input not only on the modification of this plan but to begin to re-write a local plan for Lehigh Valley s new projected economy. II. VISION, GOALS AND PRIORITIES Vision: The Lehigh Valley has a world class competitive workforce. Mission: To ensure a demand-driven world class workforce system aligned with economic development and education. Priorities: 1. Target those clusters with sustainable growth industries in the region as the primary workforce focus. 2. Establish the Lehigh Valley WIB as the regional leader for aligning labor supply and demands, 3. Align education and workforce development, 4. Integrate global, national and regional socio-economic trends into LVWIB s strategic initiatives, 5. Maximize resource effectiveness at the regional, state and federal levels. III. GOVERNANCE STRUCTURE Lehigh and Northampton Counties follow the Home Rule Charter form of government and are the Chief Elected Officials (CEO s) as defined in the Workforce Investment Act. The County Executives are the grant recipients and are liable for use of the funds. In accordance with the Act, the County Executives have named Private Industry Council of Lehigh Valley, Inc. (PIC) as the grant subrecipient and Fiscal Agent to assist in the administration of the grant funds by entering into and implementing agreements in accordance with the Act. The CEO s and the Lehigh Valley Workforce Investment Board, Inc. (LVWIB) selected PIC as the Title I Operator. The LVWIB directs and Modified Local WIA Plan October 1, 2009 June 30, 2010

4 approves the expenditure of resources and coordinates with the CEO s and PIC regarding Title I activities. There is a distinct separation between governance and the service delivery structure. The Lehigh Valley WIB is currently in the process of completing an assessment of the workforce development system in the Lehigh Valley and is taking an in-depth look at the delivery system as a whole, including locations, populations, and staffing. Therefore, the Governance structure is subject to change. IV. ECONOMIC AND LABOR MARKET ANALYSIS The Lehigh Valley Workforce Investment Area consists of Lehigh and Northampton Counties with a total population of 635,000 of which 303,500 are in the workforce. Our unemployment rate is 9.0% which means that 29,600 are unemployed. Our Industry Clusters include healthcare and life sciences, diversified manufacturing, business and financial services, information and communication and energy services. Our Industry Partnerships are diversified manufacturing, healthcare, logistics and transportation, food and beverage, and financial services. During we have experienced labor shortfalls in health care, education and skilled trades and services including warehouse and distribution, back office operations and call centers. Worker dislocation has escalated with a 34.6% increase in company closings and a 139% increase in affected workers from April 2007 to March We are experiencing a 65.8% decrease in Commonwealth Workforce Development System job orders and a 20% decrease in employer prospects as reported by our economic development partners. The impact of the economic downturn in the Lehigh Valley has been felt by individuals from all walks of life. V. PLANNING AND EVALUATION The Lehigh valley Workforce Investment Area has one chartered comprehensive PA CareerLink Center and two Access sites. The workforce delivery design and site selections were-based on State and local workforce information and data, accessibility to the public, ability to provide core, intensive, training, space to house consortia staff and workforce partners, and provide for systems growth. The LVWIB continues to align, initiate, and participate in industry partnerships with education, economic development and the private sector, assuring that our 2006 Plan has built in checks and balances to monitor performance. See Governance Structure. VI. SERVICE DELIVERY The LVWIB supports a system of delivery that is parallel to the State s vision to serve all customers through a state-of-the-art delivery system that capitalizes on the efficient use of technology and effective services. PA CareerLink Lehigh Valley subscribes to a shared, three-tiered service delivery infrastructure of core, intensive and training services which empowers our partners to offer a wide array of services to our employer and job seeking customers. Our team approach to service delivery provides a holistic approach in meeting the workforce and training needs of employers and job seekers. Modified Local WIA Plan October 1, 2009 June 30, 2010

5 VII. ADMINISTRATION Private Industry Council of Lehigh Valley, Inc. (PIC) is the fiscal agent for the Lehigh Valley Workforce Investment Area. With over 23 years of experience, PIC has an accounting system that provides fiscal controls and accounting procedures in accordance with all applicable Federal, State and local regulations. Fiscal reports are presented to the WIB Executive/Finance Committees and full Board for review, discussion, and approval. Procedures are in place to procure administrative, customer services, and training not covered by Individual Training Accounts. A competitive process is used to award grants and contracts for Title I WIA adult, dislocated workers and youth activities. In most cases this is through a competitive Request for Proposal (RFP) process. All customers are made aware of their rights under the Equal Opportunity Law and are requested to sign indicating they understand their civil rights. A Discrimination Complaint Procedure is described in the plan. The fiscal administration of the Lehigh Valley Workforce Investment Board, Inc. is currently under review and analysis. VIII. PERFORMANCE The Lehigh Valley WIB carries out oversight, monitoring and corrective action to the system using management tools developed by the LVWIB s Quality Assurance Manager in conjunction with the WIB s Governance Committee and Board, through a Fast Fact Information Scorecard, review of performance standards and situation specific reporting and completion of monitoring tools developed by the Bureau of Workforce Development Partnership and the Lehigh Valley WIB in consultation and cooperation with the PA Monitor. Modified Local WIA Plan October 1, 2009 June 30, 2010

6 LEHIGH VALLEY WORKFORCE INVESTMENT BOARD, INC. Program Year 2009 Local Plan Modification TABLE OF CONTENTS I. Plan Development...1 II. Vision, Goals and Priorities...3 III. Governance Structure...17 IV. Economic and Labor Market Analysis...23 V. Planning and Evaluation...31 VI. Service Delivery...32 VII. Administration...63 VIII. Performance...73 IX. Appendices Appendix A - Published Notice Appendix B - Plan Review Comments Appendix C - Organizational Chart Appendix D - LWIB / One-Stop Partner Agreement(s) Appendix E ITA Policy Appendix F Priority Policy Appendix G - Performance Measures and Levels X. Attachments 1 through 11 Attachment 1 Integrated Communication Network Attachment 2 Operators Consortium Organizational Chart Attachment 3 Scorecard Attachment 4 Fast Facts Attachment 5 LVWIA s PA CareerLink Lehigh Valley Location Sites Attachment 6 Policy and Procedure for Certifying Training Attachment 7 State Activity Support Payment Policy Attachment 8 Youth Needs Based Payment Policy Attachment 9 Follow-up Policy Attachment 10 LVWIB Monitoring Policy Attachment 11 Grievance Procedures Modified Local WIA Plan October 1, 2009 June 30, 2010

7 Program Year (PY) 2009 WIA Local Plan Modification I. PLAN DEVELOPMENT Describe the process for the development and modification of the local Plan, as well as how the American Recovery and Reinvestment Act of 2009 implementation strategy was incorporated into the process. Include Lehigh Valley Workforce Investment Board, Inc. s (LVWIB) WIA Local Plan is a living document, guiding the work of the organization. The 2009 WIA Local Plan draws heavily on the plan developed in The 2009 WIA Local Plan reflects policy and procedural changes as well as strategies for implementing the American Recovery and Reinvestment Act of 2009, as detailed in LVWIB s Recovery Act Implementation Plan. The LVWIB followed a ten-step process to modify its plan: 1. Review of Plan by LVWIB Director and staff with partners a. Review of Vision, Goals and Priorities by LVWIB Director subject to agreement with the LVWIB Executive Committee and Governance Committee. b. Review of Governance Structure by LVWIB Executive Director under the direction of LVWIB Governance Committee. c. Review of Economic and Labor Market information by Lehigh Valley Economic Development Corporation. d. Review of Planning and Evaluation by LVWIB Executive Director subject to review by community/faith-based organizations, PA CareerLink Lehigh Valley partners, Greater Lehigh Valley Chamber of Commerce and Wall Street West WIRED Northeast Partnership. e. Review of Service Delivery Network by PA CareerLink Lehigh Valley operators including Bureau of Workforce Development Partnership, Private Industry Council of Lehigh Valley, Inc., and Office of Vocational Rehabilitation, subject to agreement with LVWIB Access Committee. f. Review of Program and Fiscal Administration by Fiscal Agent and LVWIB Director, subject to agreement with LVWIB Finance Committee. g. Review of Performance Management by LVWIB Quality Assurance Monitor and LVWIB Governance Committee. 2. Review of Plan modifications discussed with Chief Elected Officials. 3. Review of Plan modifications discussed with LVWIB Access Committee. 4. Review of Plan modifications discussed with LVWIB Executive Committee. 5. Plan modification advertised in local newspapers, posted on LVWIB website ( and PA CareerLink Lehigh Valley website ( for review and comment for thirty days. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 1 of 77

8 6. Public meeting(s) held during thirty-day plan modification review period. 7. All local plan modifications based on public comments discussed at LVWIB Executive Committee for approval/non-approval. 8. Final plan modifications reviewed with County Executives. 9. Final plan posted on LVWIB and PA CareerLink Lehigh Valley websites. 10. Plan submitted to Pennsylvania Department of Labor and Industry. A. A description of the involvement of the Local Elected Official (LEO), the LWIB and stakeholders in the modification of the Plan; Lehigh and Northampton Counties follow the Home Rule Charter form of government. The Executives of each County are the Chief Elected Officials as defined in the Act. The County Executives are the grant recipients and are liable for use of the funds. In accordance with the Act, in May 1999, Lehigh and Northampton County Executives named Private Industry Council of Lehigh Valley, Inc. as the grant sub-recipient and Fiscal Agent to the Lehigh Valley Workforce Investment Board, Inc. Since the area served by the LVWIB has more than one unit of government, the decision making process between the local elected officials shall be that of mutual satisfactory negotiation. In the event that differences cannot be resolved through negotiation, they will be resolved through binding arbitration. The following stakeholders assisted in development of the WIA Local Plan by providing strategic direction, data, alignment and coordination of workforce services and initiatives for the service area: Lehigh County Executive, Northampton County Executive, Lehigh Valley Workforce Investment Board, Inc. staff, Lehigh Valley Workforce Investment Board, Inc., Lehigh Valley Youth Council, PA CareerLink Lehigh Valley Operators and staff, Lehigh Valley Economic Development Corporation, Lehigh Valley Planning Commission, Society for Human Resource Management/Lehigh Valley Chapter, Lehigh Valley Business/Education Partnership, Lehigh Valley Community Based Organizations, Commonwealth s Strategic Workforce Investment Plan, Bureau of Workforce Development Partnership, Center for Workforce Information and Analysis, Pennsylvania Workforce Investment Board, Office of Vocational Rehabilitation, Private Industry Council of Lehigh Valley, Greater Lehigh Valley Chamber of Commerce, Lehigh Carbon Community College, Northampton Community College, Penn State Lehigh Valley, Manufacturers Resource Center, Lehigh Valley Industry Partnerships, and the general workforce. B. A description of the collaboration between the LWIB and representatives from economic development, education, the business community, other stakeholders and interested parties in the development; Economic development, education and workforce development are closely aligned in the Lehigh Valley. The LVWIB, Lehigh Valley Economic Development Corporation, Lehigh Valley Business/Education Partnership, Greater Lehigh Valley Chamber of Commerce, Society for Human Resource Management/Lehigh Valley Chapter, and the cities of Allentown, Bethlehem and Easton, with support from Lehigh and Northampton Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 2 of 77

9 County Executives, collaborate on workforce issues with the private sector, community and faith based organizations and federal, state and local elected officials. Local business, education, community and economic development leaders serve on the LVWIB and develop workforce strategies based on stakeholder consensus. The Lehigh Valley has established an extensive economic development, workforce development and education collaboration network and all parties have been involved in the development of this Plan. (Attachment 1) C. A description of the process used to make the Plan available to the public and the outcome resulting from review of public comments. Describe measures taken to provide increased transparency and measures to include or address all comments received within the review period. A copy of the published notice should be included as Appendix A. Any comments related to the Plan, and a brief discussion regarding any changes made to the Plan in response to comments received, should be included as Appendix B. (Revised) Please refer to Section I, Plan Development, regarding the process followed to develop and modify this plan, ensure increased transparency, and address all comments received during the review period. A notice informing the public that the Plan was available for review was advertised in the local newspaper on August 9, 2009, and a copy of the Plan was put on display in the reception area of the PA CareerLink Lehigh Valley Center and posted on the LVWIB website at An alert was placed on the PA CareerLink Lehigh Valley website at In addition, all community-based organizations were notified, and local legislators and the Lehigh Valley Chamber of Commerce, Lehigh Valley Economic Development Corporation and Society for Human Resource Management/Lehigh Valley Chapter were notified of modifications to the Plan for review and comment. II. VISION, GOALS AND PRIORITIES A. Vision Describe how the LWIB will: 1. Utilize available resources to support local and regional workforce and economic development; The LVWIB supports local and regional workforce and economic development through an integrated partnership developed with Lehigh Valley Economic Development Corporation (LVEDC) and through the economic development coordinators of Allentown, Bethlehem and Easton. LVEDC s goals focus on serving as a catalyst for business growth. The LVWIB s goals focus on serving as a catalyst for human capital development. Thus, through this alignment, LVWIB s resources are being used to retool the region s workforce based on business growth. Vision Lehigh Valley has a world class competitive workforce. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 3 of 77

10 Mission To ensure a demand-driven world class workforce system aligned with economic development and education. The LVWIB will direct its resources to attract and support employers with aboveaverage wages; a high technology, knowledge and skill-set component; the potential to become gazelles; and synergy with the existing Lehigh Valley workforce, infrastructure, and educational institutions. The LVWIB will work to attract employers offering aboveaverage wages in targeted industry clusters, which leverage existing Lehigh Valley assets; that have a clear U.S. and global competitive position; a high, local, value-added component; and that are classified as growth industries at the state or national level. 2. Maximize and leverage resources to develop a high-demand, skilled workforce to support the needs of business and industry in the local area; The Lehigh Valley has a strong history of cooperation and collaboration, and is recognized for engaging business, industry, education, economic development and community organizations in identifying workforce challenges, strategic, development and solutions to meet the needs of the private sector. The LVWIB will continue to leverage and align resources with economic development objectives that provide a competitive advantage for the greater Lehigh Valley by: Scanning trends and identifying gaps between forecasted employer workforce requirements and anticipated labor pool availability Convening key stakeholders to present trend and labor pool gap analysis and formulate strategic responses Facilitating workforce development partnerships with workforce, economic development, education and community partners Providing a clearinghouse for information related to creating a competitive human capital advantage Evaluating progress towards aligning the labor pool with forecasted employer workforce requirements Directing resources to develop a high-demand, skilled workforce to meet the needs of business and industry in Lehigh Valley s targeted industry clusters 3. Engage business, industry, education, economic development, and community organizations to participate with the public workforce system to identify workforce challenges and develop strategies and solutions to address those challenges. The LVWIB Board is composed of representatives from the private sector, including business and financial services, advanced materials/diversified manufacturing, energy, building and construction, health care and life sciences, logistics and transportation, and retail and trade; human service organizations; education; business associations; support services; public administration; and unions. It engages the entire community in identifying workforce challenges. Some examples include: Society for Human Resource Management/Lehigh Valley Chapter, has an ad hoc seat on the LVWIB and its Industry Committee and collaborates on human capital needs and projections, skill sets Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 4 of 77

11 development, workforce initiatives, soft and hard skills training requirements, diversity issues and all human resource issues as they relate to the public workforce system; Greater Lehigh Valley Chamber of Commerce s CEO serves on the LVWIB and coordinates employer participation in the workforce system; Manufacturers Resource Center s CEO serves on the LVWIB and coordinates manufacturers participation in the workforce system; Industry Partnership employers serve on the LVWIB, and its Youth Council and Industry committees and identify workforce challenges and skills, educational requirements and career pathways to work. The LVWIB engages educational institutions in identifying workforce challenges and developing strategies and solutions, including: The Lehigh Valley Business Education Partnership represents educators and employers in a 17-school district area and is closely aligned with the workforce system; Community College presidents in Lehigh and Northampton counties serve on the LVWIB and are integral partners within the workforce system in meeting workforce training needs; Lehigh Valley career and technical schools in Lehigh and Northampton counties serve on the LVWIB/Youth Council and are aligned with the workforce system in career awareness, school to work, and training initiatives; Lehigh Valley colleges are engaged with the LVWIB. Lehigh University serves on the LVWIB and assists in expanding the scope of the local workforce system by providing services for college students and new graduates. Muhlenberg College engaged in an analysis of the local workforce system. Penn State University serves on the Youth Council and committees to address career awareness issues and at risk youth, Lehigh Valley training vendors on the Statewide Training Vendor List, participate in roundtable discussions on training needs. Community-Based organizations represent over 90 organizations that provide supportive services to the workforce. Examples of engaging economic development include: Lehigh Valley Economic Development Corporation, Inc. s CEO serves on the LVWIB and has strategically aligned new and existing economic development growth with the workforce system through the development of a Lehigh Valley Comprehensive Economic Development Strategy Report which includes business and industry economic development and community affairs departments; the cities of Allentown, Bethlehem and Easton; United Way of the Greater Lehigh Valley; higher education; township supervisors; Area Agency on Aging; business managers of local unions; and workforce, economic development and education representatives. 4. Ensure a continuum of education and training opportunities that support a skilled workforce, including the vision for economic recovery, touching on the Recovery Act principles and how the Recovery Act funds can be integrated into transformational efforts to achieve an invigorated, more innovative public Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 5 of 77

12 workforce system capable of helping future economic growth and advancing shared prosperity for all Pennsylvanians. (Revised Recovery Act) To ensure a continuum of education and training opportunities that support a skilled workforce, LVWIB analyzes information on workforce growth projections from the Center For Workforce Information and Analysis (CWIA) and on economic growth and recovery strategies from the LVEDC. LVWIB collaborates with the Greater Lehigh Valley Chamber of Commerce to continuously conduct private sector focus groups and surveys on projected workforce needs, and training and educational requirements for jobs in the 21 st century. LVWIB s vision for economic recovery focuses on ensuring a world-class workforce system that is aligned with economic development and education in the Lehigh Valley. The strategies outlined by LVEDC are to cultivate businesses in the Lehigh Valley and increase efforts to retain and expand existing businesses and grow new companies while maintaining attraction of target industries that enhance the vitality of the Lehigh Valley economy. Lehigh Valley s vision aligns with the principles of the Recovery Act, specifically to: Stimulate the economy in the short term and invest in education and other public services to ensure the long-term economic health of the Lehigh Valley Develop a shared commitment Advance short-term economic goals Support long-term economic goals Strengthen education and our workforce The vision of LVWIB for ensuring a continuum of education and training opportunities that support a skilled workforce is that the Lehigh Valley has a world-class, competitive workforce. Its mission, within the context of the current economic recovery, is to accelerate the timeframe to ensure a world-class workforce system in the Lehigh Valley that is aligned with economic development and education. Through funding from the American Recovery and Reinvestment Act, the LVWIB will accelerate its efforts to: Assist those most impacted by the recession, including low-income, displaced and under-skilled adults and disconnected youth Work with employers to preserve and create jobs Promote the Lehigh Valley region s economic recovery The LVWIB has adopted the following goals to guide its use of American Recovery and Reinvestment Act funds: To promote the Lehigh Valley s long-term economic growth by improving the quality of the region s workforce and the competitiveness of its employers To transform the LVWIB s workforce system so that the Lehigh Valley s workforce and employers have access to a coordinated, transparent and effective system of workforce and training services To promote coordination, cooperation and information sharing about American Recovery and Reinvestment Act funds available to the Lehigh Valley To use performance data to drive the improvement of the workforce development system Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 6 of 77

13 To foster a demand-driven, workforce development system, the LVWIB will continue to focus on: Access, by looking for and eliminating barriers which inhibit workers from getting the education/training needed to be employable and employers from getting the quality/quantity of the workforce needed; Education, by working with industry to understand the technical and soft skill sets employees need to be effective partners in maintaining a growing, competitive, sustainable regional economy, and to design and develop an education and training system which can effectively provide those skill sets; Industry needs, by identifying those industry-specific workforce needs which must be addressed to sustain a robust economy in the Lehigh Valley and to work in concert with educational institutions to develop an action plan to meet identified needs; Marketing, by creating a sense of urgency at the state, regional and local levels about the importance of a competitive workforce and to insure that industry clusters, employers and workers know of available workforce development support services. This approach will help the LVWIB build an even stronger holistic, one-stop system that swerves its customers, workers and employers. Because of the current daunting economic conditions, the LVWIB must be able to service the extremes of the workforce, the highly trained and educated unemployed, as well as those who are most vulnerable educationally and economically. It recognizes that its staff must be retooled to deal effectively and efficiently with the new economic realities. The delivery process must be compressed so workers can quickly obtain the services they need. Service locations need to be expanded and marketing efforts to the entire community need to be intensified. The LVWIB is uniquely positioned to accelerate the timeframe to ensure a world-class workforce system in the Lehigh Valley that is aligned with economic development and education through its partnerships and collaborative efforts. Its history of working with local employers and its focus on helping all individuals secure a job with familysustaining wages is documented by consistently meeting and exceeding USDOL and Pennsylvania Department of Labor and Industry standards of performance. 5. Ensure that every youth has the opportunity for developing and achieving career goals through education and workforce training, including youth most in need of assistance: out-of-school youth, homeless youth, youth in foster care, youth aging out of foster care, youth offenders, children of incarcerated parents, migrant and seasonal farmworker youth, youth with disabilities, and other youth at risk. (New Recovery Act) The LVWIB s workforce system is optimized to ensure that every youth has the opportunity for: Skills assessments Career interest and awareness information Skills training Work readiness, interest employment and self-sufficiency The LVWIB expects to target youth most in need of assistance such as out-of-school youth, homeless youth, youth in foster care, youth aging out of foster care, youth offenders, children of incarcerated parents, migrant and seasonal farm workers youth, youth with disabilities, and other youth at risk. It will serve between 400 to 500 youth, a Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 7 of 77

14 greater number than in previous years, and provide summer employment opportunities for up to 300 youth. LVWIB projects that up to 80 percent, the majority of funding received through the American Recovery and Reinvestment Act for youth, will be spent in the summer of 2009 on intensive services and training. Youth will receive work experience and spendable income over the summer months as they prepare to participate in the labor market in the future. The work experience, a core component of the Summer Youth Employment Program, will be a planned, structured and a paid work activity in a workplace. The work experience will introduce the youth to the world of work and will develop knowledge, skills and personal attributes that enable them to obtain a job, be successful in the career of their choice, and contribute to the betterment of society. All summer youth programming providers including for profit corporations, public or private non-profit agencies, educational institutions, labor organizations, or public agencies will focus on aligning youth with work experiences that mirror entry-level employment in the private sector. The LVWIB recognizes two significant changes to the Summer Youth Employment Program due to funding through the American Recovery and Reinvestment Act: The eligibility age is increased to a maximum of 24 years old Work readiness is the only indicator required to assess the effectiveness of summer work experiences Because the eligibility age has been increased to a maximum of 24 years, we anticipate an increase in the number of veterans and eligible spouses seeking assistance. Veterans ages 18 to 24 have a particularly high incidence of unemployment immediately upon discharge. The LVWIB will provide priority of services for veterans and their eligible spouses. To accelerate the process and serve an increased number of youth, the LVWIB plans to: Intensify and broaden outreach efforts to identify increased numbers of at-risk youth Intensify and broaden outreach efforts to veterans and their eligible spouse Intensify and broaden collaborative partnerships to identify and create more wraparound services Intensify outreach efforts to ensure youth, in particular at-risk youth, are connected to career resources and training, wraparound services and employment options. This increase in services will be facilitated in part by the linkages the LVWIB and its PA CareerLink Lehigh Valley operators and subcontractors have established with local educational agencies, community-based organizations, Office of Assistance of Lehigh and Northampton counties for youth populations, one-stop mandated partners, Office of Vocational Rehabilitation, local businesses and labor groups and apprenticeship. These partners have a voice in the planning process for youth services through their representatives serving on the LVWIB and the Lehigh Valley Youth Council. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 8 of 77

15 6. Increase training access and opportunities through: a. the use of WIA Title I and Recovery Act funds as well as other leveraging resources; The LVWIB s overall strategy is to increase the academic and skill level of every job seeker. It is projected that by 2015, more than 80 percent of all jobs will require skilled workers. Ongoing advances in technology and the movement toward alternative energy and energy conservation will increase the need for a more educated workforce. Both now and in the future, employers will demand work readiness, technical/vocational and advanced academic skills. The new high school diploma is an associate s degree. Throughout its history, LVWIB has developed partnerships with the education community and other training vendors, helping to ensure its ability to increase training access and opportunities for individuals. The LVWIB has an excellent skills and education information feeder system. It has established relationships with the 17 school districts in the region. In addition, representatives from one school district, two community colleges, a career and technical school and a college are on the board of LVWIB. Representatives from community college, four-year colleges, and another career and technical school serve on the Lehigh Valley Youth Council. LVWIB s Education Committee includes all regional superintendents, career and technical schools, private educational institutions and colleges. LVWIB s Industry Committee includes representative employers of all industry clusters in the Lehigh Valley as well as the Lehigh Valley Economic Development Corporation, Lehigh Valley Chapter of the Society of Human Resource Management, the Greater Lehigh Valley Chamber of Commerce and Industry Partnerships. Lehigh Valley s Industry Partnerships are developed based on private sector needs. LVWIB will continue to work with employers and educators to develop new curriculum training through this partnership under American Recovery and Reinvestment Act. Educational institutions have always been involved and have assisted in responding to the changing training, skills and education needs of employers. Throughout its history, the LVWIB has developed a reputation for offering high quality, high demand training and academics. This will continue. An infusion of funding through the American Recovery and Reinvestment Act will allow the LVWIB to increase the number of people served in all levels of intensive services and training. The LVWIB s education partners deliver flexible, high-quality training and are prepared to do so for an increased number of individuals. To have more customers access Individual Training Accounts our strategy is to deploy the increased services strategy we are using to increase services to more customers in need by: (1) streamline the customer flow process to reduce the time necessary to access training and employment services, (2) increase access and assistance from community resources such as the Lehigh Valley Chamber of Commerce and the Society for Human Resource Management, (3) increase the use of volunteers in delivering services, (4) increase services in groups, (5) use outreach locations to deliver services, and (6) outsource services as necessary. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 9 of 77

16 The LVWIB will utilize Individual Training Accounts for individuals requesting training, including WIA Title I adults, youth and dislocated workers. The LVWIB has implemented the waiver of the statutory exclusion and regulatory prohibition of using Individual Training Accounts for out-of-school youth. This will provide greater flexibility and enhanced service delivery while offering out-of-school youth greater access to more choices of career and occupational training options. The LVWIB will target out of school youth as a priority population for Individual Training Accounts. The LVWIB is working with its Industry Partnerships and educational institutions to develop accelerated curricula for emerging sectors while at the same time enhancing the capacity for quality short-term training. The number of dislocated workers using the workforce system has doubled since the recession began. To accommodate this increased demand for service, the LVWIB is working with local community colleges and four-year colleges to increase availability and shorten the length of time needed to earn an associate s degree and advanced skills certificates based on industry needs. b. contracts or agreements with institutions of higher education, especially community colleges, apprenticeship programs, and other training providers; and See Section C. Procurement, #5. c. expanding the relationships and curricula developed through industry partnerships. (New) The LVWIB has established wide-ranging partnerships in the community through the Lehigh Valley Business/Education Partnership, bringing together the joint leadership of business and education; Lehigh Valley Economic Development Corporation; Greater Lehigh Valley Chamber of Commerce; Manufacturers Resource Center; career and technical schools; Society for Human Resource Management; Lehigh Valley Industry Partnership; state apprenticeship programs; local apprenticeship programs; 11 institutions of higher education; two community colleges; three career and technical schools; and many private for-profit training institutions to name a few. The LVWIB is also part of a regional WIB collaborative including Berks, Pocono Counties, Luzerne/Schuylkill and Lackawanna. B. Priorities and Goals 1. Identify key workforce investment goals and priorities for the local workforce system. LVWIB s goals include: Target those clusters with sustainable growth industries in the region as the primary workforce focus Establish the LVWIB as the regional leader for aligning labor supply and demand Align education and workforce development Integrate global, national and regional socio-economic trends into LVWIB s strategic initiatives Maximize resource effectiveness at the regional, state and federal levels To foster a demand-driven, workforce development system, the LVWIB Board is organized into the following committees: Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 10 of 77

17 Access: Aligned with the LVWIB Strategic Plan, the Access Committee looks for and eliminates barriers that inhibit workers from attaining the education/training needed to be employable and employers from acquiring the quality/quantity of the workforce needed. Finance: The Finance Committee reviews program budgets and expenditures and reports variances to LVWIB, and reviews audit reports and financial aspects of program monitoring reports, making recommendations as needed. Education: The Education Committee works with industry to understand the technical and soft skill sets employees need to be effective partners in maintaining a growing, competitive, sustainable regional economy, and to design and develop an education and training system which can effectively provide those skills sets. Executive: The Executive Committee recommends priorities, goals, objective, projects and strategies to address the long-term strategic workforce development needs of the community. The committee can delegate, subject to ratification by the LVWIB, responsibilities that are annually approved by the LVWIB to standing and special committees. Further, the Executive Committee is empowered to act on behalf of the full LVWIB as needed, subject to the ratification of such actions at the next regularly scheduled LVWIB meeting. Governance: The Governance Committee develops systems to measure and report the local and regional impact of a workforce development system. Industry: The Industry Committee identifies those industry-specific workforce needs that must be addressed to sustain a robust economy in the Lehigh Valley and to work in concert with education to develop an action plan to meet identified needs. Marketing: The Marketing Committee creates a sense of urgency at the state, regional and local levels regarding the importance of a competitive workforce and assures that the industry clusters, employers and workers know of available workforce development support services. Youth: The Youth Council Committee develops, adapts, refines and delivers programs that meet the highest priority workforce and education needs of all Pre- K-16 youth in the Lehigh Valley. a. Describe how each supports the local workforce development vision. Include strategies to align with Pennsylvania s current objectives, the Governor s Job Ready Pennsylvania priorities, and support the creation and sustainability of small, new, and emerging industries. LVWIB s strategy is to align with the Strategic State Workforce Investment Plan and the Governor s Job Ready PA priorities by: ensuring that Lehigh Valley s regional workforce systems are efficient, accessible to a universal population and continue to meet the needs of LVWIB s customers including employers and job seekers, thereby increasing opportunities for residents; aligning the region s workforce development system; creating awareness of industry clusters that have a competitive advantage in the Lehigh Valley region; Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 11 of 77

18 strengthening local industries and creating industry-led training strategies; strategically aggregating employer training needs in high priority occupations to align training, education, and resources with industry-led demand; developing educational career pathways for emerging workers and career lattices for incumbent workers; adopting a Science, Technology, Engineering and Math strategy; implementing the PA Academic Standards for Career Education and Work in youth programming, to prepare local youth for careers of tomorrow; meeting and being accountable to Pennsylvania s Standards for High Performance LWIB s and negotiated WIA performance standards; working with educational partners to identify entrepreneurs in need of assistance; marketing the benefits of and aggressively recruiting individuals eligible under Pennsylvania House Bill No of 1997 establishing the Self Employment Assistance Program permitting unemployed profiled individuals, some of whom are dislocated workers, the ability to receive payments from the Commonwealth s unemployment fund for the purpose of establishing businesses and becoming self-employed; providing a referral network of options for small, new and emerging industry entrepreneurs. 2. Discuss how goals and priorities are adjusted to respond to the economic downturn and the subsequent infusion of Recovery Act funds, including: The LVWIB vision has a world class competitive workforce. The LVWIB s mission is to ensure a demand-driven world class workforce system aligned with economic development and education. LVWIB s mission, within the context of the economic downturn and infusion of ARRA funds, is to accelerate the timeframe to ensure a world-class workforce system in the Lehigh Valley that is aligned with economic development and education. The LVWIB s Strategic Plan is the document used to design, deliver and adjust the workforce system in the Lehigh Valley. Our Plan outlines five strategic directions that support the WIB s Vision and Mission and cannot be adjusted without changing the Lehigh Valley Strategic Plan which requires WIB approval. Our strategic directions are to: (A) Target those clusters with sustainable growth industries in the region as the primary workforce focus, (B) establish the Lehigh Valley WIB as the regional leader for aligning labor supply and demand, (C) align education and workforce development, (D) integrate global, national and regional socio-economic trends into LVWIB s strategic initiatives, and (E) maximize resource effectiveness at the regional, state and federal levels. What can be adjusted are the supporting initiatives outlined in each of the five strategic directions. By prioritizing supporting initiatives, the workforce system focuses on the priorities and goals adjusted for economic conditions, infusion of resources or decreases in funding. Each priority adopted by the LVWIB to guide its use of American Recovery and Reinvestment Act funds will play a vital role in making the LVWIB s vision a reality. The LVWIB will use ARRA funds to ensure a continuum of education and training. These priorities include: Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 12 of 77

19 Priority One: To promote the Lehigh Valley s long-term economic growth by improving the quality of the region s workforce and the competitiveness of its employers. Objective 1: Increase by 40 percent the number of dislocated workers and adults receiving intensive and training services, including those who have been most heavily impacted by the recession o Performance indicator: The number of dislocated workers and adults receiving intensive and training services Objective 2: To make veterans and eligible spouses a priority for services under ARRA o Performance indicator: Using CWDS and internal management information system, review service data for veterans Objective 3: To increase by 100 percent the number of youth served under ARRA o Performance indicator: The number of youth served through ARRA funds Priority Two: To transform the LVWIB s workforce system so that the Lehigh Valley s workforce and employers have access to a coordinated, transparent and effective system of workforce and training services. Objective 1: To implement wraparound services to address the needs of those most heavily impacted by the recession o Performance indicator: The number of individuals receiving wraparound services Objective 2: To compress and streamline the customer pathway to wraparound services, training and connection to employment opportunities o Performance indicator: The average number of days it takes an individual to have a career plan developed for a training or employment pathway Priority Three: To promote coordination, cooperation and information sharing about Recovery Act funds available to the Lehigh Valley. Objective 1: To serve as a catalyst in the Lehigh Valley to leverage Recovery Act funding to assist those most impacted by the recession o Performance indicator: Asset mapping of ARRA funds available to the Lehigh Valley Objective 2: To support the efforts of other Lehigh Valley community leaders in leveraging Recovery Act funding to assist those most impacted by the recession o Performance indicator: Asset mapping of ARRA funds available to the Lehigh Valley Priority Four: To use performance data to drive the improvement of the workforce development system. Objective 1: To analyze the effectiveness of wraparound services to drive the improvement of the workforce development system o Performance indicator: LVWIB committee reports and board minutes to indicate use of data provided by one-stop operator to drive the improvement of the workforce development system Objective 2: To analyze the effectiveness of compressing and streamlining the customer pathway to wraparound services, training and Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 13 of 77

20 connection to employment opportunities to drive the improvement of the workforce development system o Performance indicator: LVWB committee reports and board minutes to indicate use of data provided by one-stop operator to drive the improvement of the workforce development system a. How workforce investment system resources (WIA formula funds, Recovery Act, etc.) can be deployed to serve increased numbers of businesses and job seekers; A major impact of the economic downturn has been the tremendous increase in the sheer number of people seeking workforce assistance, including those on the extremes of the workforce continuum; those highly skilled individuals and those with few marketable skills. To serve this increased number of workers in need, using both Stimulus and regular formula funds, the LVWIB may (1) increase staff on a temporary basis, (2) streamline the customer flow process to reduce the time to access training and employment services, (3) increase access of community resources like the Society for Human Resource Management, (4) increase the use of volunteers in delivering services, (5) increase services delivered in groups, (6) use additional outreach locations to deliver services when required (7) raise awareness of our services and (8) engage in significant community outreach through a strategic marketing plan. Comprehensive marketing efforts have begun with the youth stimulus funding through print, web-based/internet, television, radio, newspaper stories and advertisements, mailings, public meetings, press conferences and more. In addition, a Recession Response and Recovery Task Force was formed in the area with over 30 community and private sectors leaders projected to receive Recovery Act funds. The Task Force is working diligently to ensure that resources are transparent and spent strategically and efforts are not duplicated. The LVWIB is responsible for the Employment Committee of the Recession Response and Recovery Task Force and we are leveraging American Recovery and Reinvestment Act resources in the Lehigh Valley. b. Increasing access to education and training opportunities for adults and dislocated workers who need to upgrade or acquire new skills and developing career pathways that meet the transformed workforce of the future; Adults and dislocated workers, including low-income adults will have increased access to education and training opportunities. PA CareerLink Lehigh Valley is streamlining its process so that people will quickly receive services tailored to their needs. People will enter training sooner, and by offering wrap-around services they will be able to complete longer term training and education programs. In addition, the types of training offered by PA CareerLink Lehigh Valley will expand to better meet the needs of individuals, including training through community colleges, career and technical schools, and on-the-job. There will be more direct access to training vendors as well. To encourage people to complete their training, wraparound services will be provided so participants have a better chance for success. This may include providing stipends while in academic enrichment training. c. Preparing youth for the workforce of tomorrow; and Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 14 of 77

21 The LVWIB s workforce system is optimized to ensure that every youth has the opportunity for: Skills assessments Career interest and awareness information Skills training Work readiness, interest employment and self-sufficiency The LVWIB expects to target youth most in need of assistance such as out-of-school, homeless, foster care, aging out of foster care, offenders, children of incarcerated parents, migrant and seasonal farm workers, youth with disabilities, and other youth at risk. It will serve between 400 to 500 youth, a greater number than in previous years, and provide summer employment opportunities for over 300 youth. LVWIB projects that up to 80 percent, the majority of funding received through the American Recovery and Reinvestment Act for youth, will be spent in the summer of 2009 on intensive services and training. Youth will receive work experience and spendable income over the summer months as they prepare to participate in the labor market in the future. The work experience, a core component of the Summer Youth Employment Program, will be a planned, structured and a paid work activity in a workplace. The work experience will introduce the youth to the world of work and will develop knowledge, skills and personal attributes that enable them to obtain a job, be successful in the career of their choice, and contribute to the betterment of society. All summer youth programming providers will focus on aligning youth with work experiences that mirror entry-level employment in the private sector. The LVWIB recognizes two significant changes to summer youth programming through the American Recovery and Reinvestment Act: The eligibility age is increased to a maximum of 24 years old, and, Work readiness is the only indicator required to assess the effectiveness of summer work experiences. Because the eligibility age has been increased to a maximum of 24 years, we anticipate an increase in the number of veterans and eligible spouses seeking assistance. The LVWIB will provide priority of services for veterans and their eligible spouses. To accelerate the process and serve an increased number of youth, the LVWIB plans to: Intensify and broaden outreach efforts to identify increased numbers of at-risk youth Intensify and broaden outreach efforts to veterans and their eligible spouse Intensify and broaden collaborative partnerships to identify and create more wraparound services Intensify outreach efforts to ensure youth are connected to career resources and training, work readiness and employment options. This increase in services will be facilitated in part by the linkages the LVWIB has established with local educational agencies, community-based organizations, and onestop mandated partners, Office of Vocational Rehabilitation, local businesses and labor groups and apprenticeship. These partners have a voice in the planning process for youth services through their representatives serving on the LVWIB and the Lehigh Valley Youth Council. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 15 of 77

22 The LVWIB anticipates providing a summer youth program that links young adults to current and future employment opportunities. Programs will target economically disadvantaged youth adults, 14 to 24 years of age, with barriers to employment. Services will be provided by the private, for-profit sector, the non-profit sector and the public sector. They may include municipalities, townships, business and industry, community and faith-based organizations and educational institutions. Providers are chosen through a competitive process. Each program must link young adults to current and future employment opportunities and include a work experience component with a work readiness measurement. Programs may include but are not limited to: work experience, educational continuums, employability training, internships, integration of basic academic skills into work activities, service learning, enhanced career awareness, basic and occupational skills, exposure to business and industry, job shadowing, community service projects, entrepreneurship, and individual service strategies. Programming in-school youth will include academics and work readiness with work experience. Older youth will have broader options including training, academic enrichment and work experience. d. Developing partnerships with community colleges and other institutions of higher education, business, labor organizations, registered apprenticeship programs, and community and faith-based organizations to align workforce development strategies in the local area or region. (New) LVWIB has adopted five priorities to guide its use of American Recovery and Reinvestment Act funds. Priority five addresses the use of ARRA funds to ensure a continuum of education and training. Specifically, LVWIB seeks to (1) increase the academic level of the local workforce by increasing the number of individuals attending an obtain a community college associate s degree, and (2) to increase the number of people graduating from training programs with industry credentials/certifications. The LVWIB has established wide-ranging partnerships in the community including with Lehigh Valley Business/Education Partnership, bringing together the joint leadership of business and education; Lehigh Valley Economic Development Corporation; Greater Lehigh Valley Chamber of Commerce; Manufacturers Resource Center; career and technical schools; Society for Human Resource Management; Lehigh Valley Industry Partnerships; the state apprenticeships programs; local apprenticeship programs; 12 institutions of higher education; two community colleges; three career and technical schools; and many private, for-profit training institutions, to name a few. The LVWIB is also part of a regional WIB collaborative including Berks, Pocono Counties, Luzerne/Schuylkill and Lackawanna. The Lehigh Valley Workforce Investment Board, Inc. continues to develop strategic partnerships and align its workforce development strategies with labor organizations in several ways: - The LVWIB s Industry Partnerships, such as Healthcare, Diversified Manufacturing, Logistics and Transportation and the proposed Energy partnership, require strategic alignment with labor organizations and unions including the International Brotherhood of Electrical Workers. - To align youth programming with union-related career pathways, the LVWIB funded a Pre-Apprenticeship Summer Youth program under the American Recovery and Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 16 of 77

23 Reinvestment Act of 2009 by partnering with the Building and Construction Trades Council of the Lehigh Valley (BCTC), which consists of twenty individual building and construction unions in the greater Lehigh Valley. - The LVWIB ensures strategic alignment between its Board and labor organizations by ensuring that it has at least two board members representing labor organizations, such as the International Brotherhood of Electrical Workers and the American Federation of Labor-Congress of Industrial Organizations (AFL-CIO). - To bring demand-driven training funds for high priority green occupations to our region, LVWIB is partnering with the Keystone Development Partnership, the electric utility employer PPL, and a local chapter of the International Brotherhood of Electrical Workers on a Green Energy Training Partnership grant proposal to the U.S. Department of Labor to provide training for workers in the energy and public transit industries focusing on renewable energy and energy efficiency. - To ensure alignment with labor organization needs with regard to the preparation of On-the-Job Training (OJT) contracts with employers, if the company has a union affiliation, the union must approve OJT contracts with PA CareerLink Lehigh Valley. - Unions, such as the International Brotherhood of Electrical Workers partner with the LVWIB on workforce development initiatives including the, annual PA CareerLink Lehigh Valley Job Fair held at Agricultural Hall in Allentown. PA CareerLink Lehigh Valley makes customers aware of any union openings and disseminates information to any job seekers on how to apply for union-related jobs. - Labor organizations work with the LVWIB by posting union jobs on the PA CareerLink Lehigh Valley system. - PA CareerLink Lehigh Valley has standing agreements with labor organizations to cross refer job seekers and available positions. - Lehigh Valley s Rapid Response team partners with labor in fact finding sessions for plant closings and start-ups. - To ensure a strategically integrated workforce system, state employees of PA CareerLink Lehigh Valley are members of the Pennsylvania Social Services Union or American Federation of State, County and Municipal Employees. - As part of the alignment between workforce development and education, the LVWIB serves on a statewide Drop Out Reengagement consortium which includes educational labor organizations. III. GOVERNANCE STRUCTURE A. Organization, Administration and Oversight 1. Describe the role of the LEO in the governance and implementation of WIA in the local area. In local areas consisting of more than one unit of government, indicate the decision making process between the local elected officials. Multi-county LWIAs should describe the process to select the CEO. Lehigh and Northampton Counties follow the Home Rule Charter form of government. The Executives of Lehigh and Northampton Counties are the Chief Elected Officials as defined in Section 101 (6) of the Act. The County Executives are the grant recipients and are liable for use of the funds. In accordance with the WIA Act, the County Executives have named Private Industry Council of Lehigh Valley, Inc. as the grant subrecipient and Fiscal Agent to assist in the administration of the grant funds by entering into and implementing agreements. The decision making process followed by the two County Executives shall be that of mutual satisfactory negotiation. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 17 of 77

24 2. Identify the WIA Title I Contractor. Describe the process for selection and the relationship of the WIA Title I Contractor to the PA CareerLink Lehigh Valley. The Private Industry Council of Lehigh Valley, Inc. (PIC) was the Title I Operator under the Job Training Partnership Act and had a leadership role with the Chief Elected Officials in transitioning authority from the Job Training Partnership Act to the Workforce Investment Act which required the formation of a Workforce Investment Board. As outlined in the minutes of the first LVWIB meeting held on September 21, 1999, a consortium of organizations consisting of the Private Industry Council of Lehigh Valley, Inc., the Bureau of Career Services and the Office of Vocational Rehabilitation petitioned the Board to name these three organizations as the Team PA CareerLink Operators, now known as PA CareerLink Lehigh Valley. The relationship of the Title I Operator to the LVWIB centered on: (1) the County Executives in 1999 designed the Private Industry Council as the Fiscal Agent to the Lehigh Valley WIB, (2) staff to the WIB was selected from the Private Industry Council which created an easy transition from the Job Training Partnership Act to the Workforce Investment Act, and (3) WIB staff are located in PA CareerLink Lehigh Valley s main location. The LVWIB was incorporated as a not-for-profit corporation on May 25, Therefore, it is a separate non-profit agency from the WIA Title I Contractor. As of the writing of this Plan Modification, the LVWIB is in the process of conducting a Lehigh Valley Workforce Investment Area workforce systems review and analysis will provide changes of governance and operations when approved by the County Executives and the LVWIB. 3. Identify the PA CareerLink Consortium. Describe the role of the Consortium in the One-Stop System and the relationship to the LWIB. (New) The PA CareerLink Lehigh Valley Consortium consists of: The relationship between the LVWIB and the consortium is a working relationship of checks and balances. Each of the three consortium organizations serve on the LVWIB and Youth Council. The WIB has established a Governance Committee to develop systems to measure and report the local and regional impact of the workforce system and an Access Committee that concentrates on the issues and challenges and within the workforce system as well as providing the Operator Consortium an opportunity to showcase their accomplishments. (Attachment 2) The PA CareerLink Lehigh Valley Consortium consists of: Private Industry Council of Lehigh Valley, Inc. Private Industry Council of Lehigh Valley, Inc. provides services for programs authorized under Title I of the Workforce Investment Act to WIA eligible adults, dislocated workers and youths including core, intensive and training services. Bureau of Workforce Development Partnership Bureau of Workforce Development Partnership (BWDP): responsible for the delivery of Wagner-Peyser services to any and all interested parties. Provides a labor exchange for the job seeker and employer. In addition to the labor exchange function BWDP is also responsible for the Veterans Employment and Training Service (VETS), the Profiling and Rapid ReEmployment Program Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 18 of 77

25 (PREP), Trade Adjustment Assistance (TAA), New Directions and the Alien Labor Certification program. Office of Vocational Rehabilitation Office of Vocational Rehabilitation participates in the coordination of workforce development services in our area, provide technical assistance on disability issues to employers and PA CareerLink staff, and will provide services to job seekers with disabilities eligible Under the Rehabilitation Act, Title IV of the Workforce Investment Area. 4. Identify the Fiscal Agent, as determined by the Chief Elected Official (CEO). Provide all contact information for this entity (WIA Section 118(b)(8). The Chief Elected Officials of Lehigh and Northampton Counties have named the Private Industry Council of Lehigh Valley, Inc., as the Fiscal Agent for all funds received under Title I of the Workforce Investment Act and other employment and training funds designated for the Lehigh Valley Workforce Area. Contact: Edward J. Murray, President and CEO Private Industry Council of Lehigh Valley, Inc Union Boulevard PO Box Lehigh Valley, PA Phone: , ext. 210 Fax: emurray@piclv.org 5. Provide an organizational chart (Appendix C) that delineates the relationship between the agencies involved in the workforce development system, including: the CEO, the required and optional PA CareerLink partner programs, and line of authority. The chart should reflect the distinct separation between governance and service delivery structure consistent with the State s LWIB Staffing Policy. Please see Lehigh Valley Workforce Investment Area Organizational Chart as Appendix C. B. Local Workforce Investment Board 1. Describe any functions the LWIB has assumed other than those required by statute. The LVWIB has assumed the following additional functions: Lehigh Valley Business/Education Partnership as a subsidiary of the Lehigh Valley Workforce Investment Board, Inc. Intermediary for industry partnerships Coordinator of workforce information and career awareness for 17 school districts Workforce Coordinator for Society For Human Resource Management, Lehigh Valley Chapter Designed and continue to implement a community model aligning economic development, workforce development and education. Design and deliver youth educational programming aligned with PA Academic Standards ACT through CareerLinking Academy. Initiate youth educational programming aligned with PA Academic Standards ACT Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 19 of 77

26 Raise community awareness regarding education issues, work readiness, job skills and education attainment Serve as an information clearinghouse for human capital 2. Describe measures developed to improve operational collaboration of workforce investment activities and programs. Include measures to identify and eliminate existing barriers to coordination. The LVWIB established a Governance Committee to develop systems to measure and report the local and regional impact of the Lehigh Valley workforce system. Measurement tools include all Federal and State Performance Standards and the following local tools: Lehigh Valley Workforce Investment Area Scorecard which tracks performance measures, job seekers and employers using PA CareerLink Lehigh Valley, Training outcomes, Employment Outcomes, Workforce Initiatives, and Industry Partnerships. (Attachment 3) Fast Facts which tracts PA CareerLink Services, employment attainment, employment wages, individuals who received introduction to services, workshops, intensive services, job search services, employers using the system, job fairs, new partners, youth obtaining skills and career and academic training, ESL and GED instruction, individuals testing for PA state civil service jobs, veterans served, individuals visiting a state legislator, and employment outcomes. (Attachment 4) 3. Describe how the Board ensures that meetings and information regarding Board activities are accessible to the public (including persons with disabilities.) Pursuant to the Sunshine Act, advance notice of the LVWIB meetings are made public through advertisements in the local newspaper and through the LVWIB s website ( The LVWIB facility where Board meetings are held is fully compliant with the Americans with Disabilities Act. The LVWIB meeting minutes and any information on Board activities are posted on the LVWIB website. Board meetings are held at PA CareerLink Lehigh Valley, 1601 Union Boulevard, Allentown, PA, one of Lehigh Valley s Comprehensive PA CareerLink Centers, which is fully compliant with the Americans with Disabilities Act. One of the Board s PA CareerLink contractors is the Office of Vocational Rehabilitation, thereby ensuring that board meetings and activities throughout the entire workforce area are accessible to the public, including people with disabilities. LVWIB meeting minutes and any information on Board activities are posted on the LVWIB website ( and alerts are posted on the PA CareerLink Lehigh Valley website ( 4. Describe how the LWIB ensures timely, open and effective sharing of information between state and federal agencies, other LWIBs and the local workforce investment system, including the PA CareerLink. The LVWIB ensures sharing of information in the following ways: Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 20 of 77

27 LVWIB Executive Director is a member of the Workforce Investment Board Association, National Workforce Association and National Association of Workforce Investment Boards LVWIB Executive Director is the past President of PA Partners LVWIB staff serve on Bureau of Workforce Development Partnership s Workforce Committees as needed LVWIB staff serve on PA Partners technical work groups including Quality Assurance, Business Services, Government Relations, LVWIB staff are actively involved in the State s Industry Partnership LVWIB staff serve on the Executive Committee of the WIRED initiative Federal and state officials are regularly invited and attend LVWIB meetings and workforce events LVWIB continuously informs state and federal legislators of current workforce issues through personal visits and communications, as well as invitations to LVWIB meetings and other workforce and economic development events LVWIB and PA CareerLink Lehigh Valley staff share information on a daily basis and during scheduled meetings By invitation of state officials and legislators, the LVWIB and its regional partners have shared the Lehigh Valley Model of partnership with other local Workforce Investment Areas LVWIB and PA CareerLink Lehigh Valley share extensive workforce information through their websites, The Lehigh Valley Outlook job and labor market publication provides a snapshot of information shared on a local, regional and statewide basis, LVWIB/ PA CareerLink Lehigh Valley host workforce initiatives, LVWIB has agreements with Lehigh Valley Economic Development Corporation and the Greater Lehigh Valley Chamber of Commerce. 5. Describe the LWIB committee (other than the Youth Council) structure, membership and functions. The LVWIB is organized into the following committees: Executive Committee: The Executive Committee recommends priorities, goals, objective, projects and strategies to address the long-term strategic workforce development needs of the community. The committee can delegate, subject to ratification by the LVWIB, responsibilities that are annually approved by the LVWIB to standing and special committees. Further, the Executive Committee is empowered to act on behalf of the full LVWIB as needed, subject to the ratification of such actions at the next regularly scheduled LVWIB meeting. Access: Aligned with the LVWIB Strategic Plan, the Access Committee looks for and eliminates barriers that inhibit workers from attaining the education/training needed to be employable and employers from acquiring the quality/quantity of the workforce needed. Finance: The Finance Committee reviews program budgets and expenditures and reports variances to LVWIB, and reviews audit reports and financial aspects of program monitoring reports, making recommendations as needed. Education: The Education Committee works with industry to understand the technical and soft skill sets employees need to be effective partners in maintaining a growing, competitive, sustainable regional economy, and to design and develop an education and training system which can effectively provide those skills sets. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 21 of 77

28 Governance: The Governance Committee develops systems to measure and report the local and regional impact of a workforce development system. Industry: The Industry Committee identifies those industry-specific workforce needs that must be addressed to sustain a robust economy in the Lehigh Valley and to work in concert with education to develop an action plan to meet identified needs. Marketing: The Marketing Committee creates a sense of urgency at the state, regional and local levels regarding the importance of a competitive workforce and assures that the industry clusters, employers and workers know of available workforce development support services. 6. Describe Youth Council membership and how its composition supports programs that prepare youth for employment in demand occupations. (New) Youth: The Youth Council Committee develops, adapts, refines and delivers programs that meet the highest priority workforce and education needs of all Pre-K-16 youth in the Lehigh Valley. The composition of members supports programs that prepare youth for employment in high demand occupations. Through representatives of institutions of higher education, LVWIB can expose youth to higher education and scholarship opportunities. Through private sector members, LVWIB supports career pathways by providing opportunities for job shadowing, facility tours and internships in targeted industry clusters. Through career and technical school leaders, LVWIB can help ensure that curriculum mirrors the needs of industry partnerships and industry clusters. Finally, school district representatives have a greater awareness of career opportunities, training requirements, levels of education needed and career pathways. 7. Describe the relationship of the Youth Council to the LWIB and to the WIA Title I Contractor. The Lehigh Valley Youth Council was established as a sub-group within the LVWIB to coordinate youth activities in the Lehigh Valley area, develop the youth portion of the local plan, review and recommend youth service providers, conduct oversight, provide expertise in youth policy and program development, and broaden the vision and linkages of the youth program within the community to build effective programming for area youth. There are 28 members on the Lehigh Valley Youth Council of which three also serve on the LVWIB. Members of the Youth Council who are not members of the LVWIB are voting members of the Youth Council and non-voting members of the LVWIB. To ensure that the Youth Council coordinates and interacts with the LVWIB, at least one Co-Chair of the Youth Council must be a member of the LVWIB, must serve on the Executive Committee of the LVWIB, and act as liaison between the Youth Council and the LVWIB. LVWIB staff are responsible to the LVWIB/Youth Council Co-Chairs for following strategic direction, establishing youth programming and training options based on youth program guidelines, monitoring the RFP process, and monitoring the Fiscal Agent for procurement, accounting, contracting and funds management of Youth funds. The current WIA Title I Contractor is the Private Industry Council of the Lehigh Valley, Inc., which operates Youth Programs selected and approved by the LVWIB. Since the Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 22 of 77

29 LVWIB has final approval of all aspects of local youth programming, the Executive Committee serves as a conduit for coordination and integration and provides a checks and balances system. 8. Describe the process used to identify and select LWIB members. The LVWIB continuously monitors the Board to ensure appropriate composition, as required by the Workforce Investment Act of Nominations of Board Directors originate from local business organizations, such as Chambers of Commerce, and trade associations; regional or local educational agencies, institutions, and organizations; local labor federations or other representatives of employees; community based organizations; economic development agencies; representatives of each of the One-Stop Partners; and other individuals as determined appropriate by the Chief Elected Officials. The Executives of Lehigh County and Northampton County, acting in their capacity as Chief Elected Officials of the Lehigh Valley Workforce Investment Area, appoint directors. The LVWIB s Executive Director and Quality Assurance Specialist monitors the composition of the LVWIB and works with the Bureau of Workforce Development Partnership in the review and recertification of the LVWIB, as outlined in Section 117 of the Workforce Investment Act. This section states that the Governor shall, once every two years, certify one local board for each local area in the State. 9. Describe the process to identify a potential conflict of interest for, or any matter that would provide a financial benefit to: a LWIB member, a member s immediate family, or a representative entity. Include actions to be taken by the LWIB or LWIB member, in the event of a conflict of interest. The LVWIB and Youth Council have adopted the Pennsylvania State Workforce Investment Board Conflict of Interest Code. All LVWIB and Youth Council members receive a copy of the Conflict of Interest Code and are advised that they must agree to adhere to this policy. All information is kept on file at the LVWIB office. New Board Directors and Youth Council members attend a Workforce Investment Act/Workforce Investment Board, Youth Council Orientation that includes a review and discussion regarding the structure of the board, their responsibilities, and policies and procedures including their adherence to a signature on the Conflict of Interest Code. The Statement of Financial Interest which is signed by all LVWIB Directors, is kept on file at the LVWIB office. Directors also receive a copy of the LVWIB by-laws, as amended on March 20, 2007, which outline and identify any potential conflicts of interest. IV. ECONOMIC AND LABOR MARKET ANALYSIS Provide an updated analysis of the local economy, the labor pool, and labor market with a focus on the economic downturn and projections for economic recovery. This analysis must include the following: Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 23 of 77

30 A. The current makeup of the local economic base by industry. The Lehigh Valley is a key location in northeastern United States. With a population of approximately 30 million people within a 100-mile radius, the Lehigh Valley is a one-day drive from one-third of the population of the United States and one-half of all Canadian consumers. There are 12 institutions of higher learning with more than 50,000 students, two community colleges and three career and technical schools. The Lehigh Valley area has an approximate population of 635,000 people and 242,000 households. It has a workforce of 333,000 people, 303,500 of whom are employed. There are 276,000 jobs at 15,300 companies; 30,000 commuters are potential employees for new companies. Between 1996 and 2008, 42,000 net new jobs were created, an increase of 18 percent. Between 2000 and 2008, the Lehigh Valley added nearly 25 new residents a day. During this time-period, it was one of the fastest growing metropolitan regions in the northeastern United States. Its population grew by 67,800 people, a 9 percent increase. Eighty percent of the growth was from in-migration from other states and metropolitan areas. The most recent estimated median household income data for 2008 is $54,089, a 24 percent increase during the eight-year period, an income 11 percent higher than the national average and 5 percent higher than the state average. In 2008, Forbes ranked the Lehigh Valley 30 th in the nation in its list of Best Places for Business and Careers. The Lehigh Valley was the only metropolitan area selected in Pennsylvania. It was one of two metropolitan areas in the northeastern United States ranked in the top 50. For the Lehigh Valley to remain competitive in the global economy, the LVWIB is connecting workforce development to the demands of business and industry through industry clusters. An industry cluster is a group of industries that are closely linked by common product markets, labor pools, similar technologies, supplier chains and/or other economic ties. By working with businesses within the industry clusters, training needs for multiple firms with similar skill needs can be combined to help drive a market-based approach to workforce development. The industry clusters include healthcare and life sciences, diversified manufacturing, business and financial services, information and communication, and energy services. Health Care and Life Sciences Diversified Manufacturing Business and Financial Services Information and Communication Energy Services Lehigh Valley s targeted industry clusters provides above-average wages and are less reliant upon low-wage labor, incorporate a high-technology, knowledge and skill-set component, have synergy with the existing Lehigh Valley workforce, infrastructure and educational institutions, leverage existing Lehigh Valley assets, have established competitive positioning in the US and globally, have a high value-added component in Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 24 of 77

31 the local economy, and are classified as growth industries at the state and/or national level. The key factors that shape the LVWIB s work include: In the past ten years, the service sectors have had substantial growth: trade, transportation and utilities have grown by 8.7 percent including the sub-sector of logistics and transportation, which has grown by 18.6 percent; professional and business services by 11 percent; and education and health services by 25 percent. The two largest employers in the Lehigh Valley are Lehigh Valley Health Network and St. Luke s Hospital & Health Network, together employing more than 16,300 people. When combined with Sacred Heart Hospital, Easton Hospital and Good Shepherd Rehabilitation Network, these employers account for more than 6 percent of the total workforce in the Lehigh Valley. Education and health services are the highest growth sectors in the region. Warehousing and distribution and call centers are concerned about the shortage of workers in these fields, the relatively low number of candidates in the pipeline and the demand for high, entry-level wages. The number of people retiring from the workforce is escalating. On a skills-needed basis, employers are enticing workers age 55 and over to remain in the workplace and are providing extremely attractive packages to retirees to attract them back as consultants. This is especially true in mechanical, civil and quality engineering. At the same time, 37 percent of retirees report that returning to work is a necessity. Business and industry require workers to be skilled and qualified for work. In this economy, employers can and are hiring applicants who are over-qualified, further closing employment opportunities to job seekers with minimum skills and education. Regional employers consider work readiness, technical, vocational and advanced academic skills to be the most important, both currently and in the future. In this turbulent economy, the economic landscape of the Lehigh Valley is constantly changing. In recent years, the Lehigh Valley has been one of the primary job-generating areas in the mid-atlantic region. Its population and therefore has swelled to record highs, as job seekers move to the Lehigh Valley seeking job opportunities. With the current economic times and the severe cutback of job openings, however, this flow of new residents has been reduced to a trickle. In January 2009, the unemployment rate in the Lehigh Valley stood at 7 percent, the first time it was that high since January In June 2009, the rate increased to 9.0 percent. B. Current and anticipated plant closings, mass layoffs and business expansion (New Recovery Act) Current economic conditions in the Lehigh Valley, including major layoffs and general labor market conditions, are as follows: Cutbacks and plant closings are occurring in all sectors of the economy. The attached company layoffs/closing list shows that 37 companies and over 3,674 workers have been laid off or have received notice of lay off from July 2008 thru June We have an increase of 34.6% of companies/closings with a 139% increase of affected workers. Some of the larger dislocations are: Kraft Foods-238, DHL-375, Victaulic-233, Mack Trucks/Macungie-180, FL Smidth-115, Circuit City Distribution Center-322, Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 25 of 77

32 Tama Manufacturing-200, PPL-140 and Qualex-105. In addition, Mack Trucks World Headquarters will be dislocating up to 600 through Diversified Manufacturing and Logistics and Transportation have taken the largest hit in dislocating workers. The unemployment rate has steadily increased over the past three-years to its current 25-year high of 9% in June 2009 for the Allentown, Bethlehem, Easton Metropolitan Statistical Area. This rate is 0.7% higher than Pennsylvania s 8.3%. According to the Bureau of Labor Standard s latest news release for Covered establishments, employment and wages in the 335 largest counties, fourth quarter 2008, Lehigh County had a 0.7% decrease in average weekly wage which was the lowest of the largest counties in the commonwealth and ranked 297 of the 335 nationwide. During the same quarter Northampton County had a 3.3% decrease in employment which ranked lowest in the state and 234 of the 335 nationwide. There was a 65.8% Decrease in PA CareerLink Job Orders over the past 2 program years: July 2006 to June 2007 = 6,055 July 2007 to June 2008 = 3,999 July 2008 to June 2009 = 2,070 Due to the decrease in employment opportunities and increase in people available for work, competition is increasing and skill sets are in demand. Employers are becoming extremely selective in hiring only the most qualified workers, which is having an adverse impact on workers who are disadvantaged due to lack of education, training and skills. The total number of job openings listed in the Morning Call and Express-Times newspapers is substantially lower in comparison to the same period one and two years ago. Lehigh Valley Economic Development Corporation reports a 20% decrease in employer prospects and 9 businesses have put a hold on either expanding or relocating to the Lehigh Valley. All speculative development has stopped. This is a negative impact of approximately 1,900 job openings. The following new businesses are experiencing either construction or start-up delays: Amgen, and Henningsen Cold Storage. The following company expansions are on hold: Mack Trucks/Macungie workers. Laid off 84 at $15.39/hr.; Nestle Waters North America expansion involving three new production lines has been put on hold indefinitely. $16.18/hr.; International Battery- 30 worker expansion has been put on hold. $13.00/hr.; St. Luke s Hospital and Health Network- 58 positions on hold. Jobs average $35,000, cleaning staff $25,000, nurses at $67,000-$70,000 and at least one case manager at $100,000.; Wacker Chemical- 32 positions are on hold with an average wage of $65,000.; Strahman Valve- 10 positions are on hold with an average wage of $46,000. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 26 of 77

33 Trucking companies have changed their hiring policy from accepting newly trained CDL A individuals to requiring 2 years experience because they now have plenty of experienced applicants to choose from. These companies include: Pitt-Ohio, Conway, U.S. Foods, F. T. Silfies, and North American Bulk. The annual CareerLink Lehigh Valley Job Fair held in September 2008 had 109 employer booths and 6,016 jobseekers compared to the Job Fair held in September 2007, which had 118 employer booths and 4,990 jobseekers. There has been a dramatic decrease in employer recruitment job fairs held at the CareerLink Lehigh Valley: 19 verses 71. There has been a 24.8% increase in UI claimants utilizing CareerLink services in the last program year alone. The increase in the last two program years amounts to 51.1%. There is a 10.5% increase in long-term unemployment in the last program year and a 35.5% increase over the last two program years. This increase is due in part to the length of time it takes to get re-employed. This increased period of unemployment means that participants are using CareerLink services longer resulting in a pool of carryover participants added to an everincreasing pool of new participants. There has been a 109.7% increase of professional workers using PA CareerLink Lehigh Valley services during the past program year. The skill gaps of the available workforce include but are not limited to occupations within health care occupations, skilled crafts and trades workers, and customer service and inside sales, PLC Controllers, STEM (Science, Technology, Engineering and Math), basic and advanced academic skills, technical skills with credentials and work readiness skills. C. Industries and occupations expected to grow or decline in the short term and over the next decade. The LVWIB and the Lehigh Valley Economic Development Corporation conduct industry cluster analysis using PA Labor & Industry RDAT data. Based on revealed trends, LVWIB has identified the following targeted, high growth, high demand industry sectors over the next decade: Health Care/Life Sciences Diversified Manufacturing Business Services and Financial Services Information and Communication Logistics and Transportation According to survey information collected by the PA CareerLink Lehigh Valley staff and Center for Workforce Information and Analysis/PA Department of Labor and Industry, the following occupations are expected to show the greatest growth over the next decade: Health Care occupations, including registered nurses, nursing aides, home health care aides, medical assistants, occupational, rehabilitation, physical therapists, physician s assistants, licensed practical nurse, pharmacy technicians, dental assistants, medical Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 27 of 77

34 records, physicians, emergency medical technicians and paramedics, and health information technicians. Office and Administrative Support occupations including customer service representatives, customer service administrators, telemarketing representatives, bill and account collectors, office clerks, receptionists and information clerks, bookkeeping, accounting and auditing clerks, and executive secretaries and administrative assistants (all requiring higher levels of computer skills). Retail occupations including sales representatives (wholesale, manufacturing, and services) and retail salespersons. Information Services occupations including computer software engineers, systems analysts, network systems and data communications analysts, and network and computer systems administrators. Educators including all levels and post secondary level teachers. Engineers including industrial, mechanical, civil and computer hardware engineers. Human Services occupations including child care workers, rehabilitation workers, rehabilitation teachers, and social workers. Trades occupations including carpenters, industrial maintenance technicians, hvac technicians, machinists, and electricians. Transportation, Warehousing and Distribution occupations including forklift operators, warehouse operators, lift truck operators, picker/packers, shipper receivers, and logistics supervisors and managers. Para Professional occupations including laboratory technicians, paralegals, and engineering assistants. According to PA Labor and Industry data and forecast for the period, the sectors expected to decline in the Lehigh Valley during this period are concentrated in the following manufacturing sub-clusters: Textile/apparel, chemical, transportation/equipment, computer equipment, primary metal, textile, food and beverage, and machinery manufacturing Also according to PA Labor and Industry data and forecast for the period, selected occupations expected to decline in the Lehigh Valley over the next decade are concentrated in the following: Computer operators Assemblers, production workers and supervisors File and order clerks Chemical equipment operators Insurance clerks D. Local industries and occupations that have a demand for skilled workers and have available jobs, both today and projected over the next decade. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 28 of 77

35 According to PA Labor and Industry data and forecast for the period, occupations that have a current and projected demand for skilled workers include: Registered nurses, nursing aides, orderlies and attendants Cashiers and retail sales Laborers and freight Customer service and sales representatives Maintenance and repair workers Top 10 Occupations by Total Annual Openings Occupational Title Openings Cashiers 387 Retail Salespersons 319 Waiters and Waitresses 298 Registered Nurses 239 Laborers and Freight 205 Office Clerks, General 205 Customer Service Representatives 199 Combined Food Preparation and Serving Workers 169 Janitors and Cleaners 154 Sales Representatives, Wholesale and Manufacturing 142 E. Occupations most critical to the local economic base. The high priority occupations for the Lehigh Valley Workforce Investment Area include the following and more: Registered nurses, nursing aides, orderlies and attendants Supervisors, office clerks, customer services, sales representatives Network systems and data communications Analysts Financial analysts Accountants and Auditors Electro-mechanical technicians Skill trade workers Truck drivers Maintenance and repair workers Automotive service technicians Teachers and assistants F. Skill needs for the available, critical and projected jobs. The skills needed for the available, critical and projected jobs by industry cluster include the following: Diversified Manufacturing Most Needed Skills: Manual Dexterity Product Inspection Near Vision Operation and Control Clerical Control Precision Mechanical Information Ordering Written Comprehension Mathematics Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 29 of 77

36 Reading Comprehension Repairing Coordination Oral Expression Business and Financial Services Most Needed Skills: Oral Comprehension Written Comprehension Near Vision Written Expression Economics and Accounting Judgment and Decision Making Speaking Sales and Marketing Law, Government and Jurisprudence Information and Communication Services Most Needed Skills: Written Comprehension Oral Expression Programming Installation Repairing Troubleshooting Deductive Reasoning Persuasion Speaking Health Care/Life Sciences Most Needed Skills: Oral Comprehension Medicine and Dentistry Active Listening Problem Sensitivity Reading Comprehension Written Expression Equipment Maintenance Administration and Management Oral Comprehension Oral Expression Clerical Administration and Management Reading Comprehension Information Gathering Mathematics Active Listening Critical Thinking Oral Comprehension Computers and Electronics Mathematics Manual Dexterity Telecommunications Engineering and Technology Reading Comprehension Sales and Marketing Design Oral Expression Written Comprehension Service Orientation Clerical Administration and Management G. Current and projected demographic of the available labor pool, including the incumbent workforce. The Lehigh Valley s 2008 annual average for the civilian labor force, including incumbent workers, is 333,000 as reported by the Center for Workforce Information and Analysis. The Lehigh Valley population is comprised of 40.8% in the age bracket and 33.2% in the 50+ age bracket. Females are 51.2% and males 48.8% of the population. Annual average wages for targeted industries include: Diversified Manufacturing $56,234; Healthcare $49,402; Logistics and Transportation $40,991; Business Services/Financial Services/Information and Communication $63,786; and, Energy $82,164. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 30 of 77

37 There are 157,125 individuals enrolled in schools in the Lehigh Valley Workforce Investment Area (LVWIA) (Source: American Community Survey 3-Year Estimates for population 3 years and over). In Lehigh County, 81.1 percent, or 74,386 individuals, have a high school or higher educational attainment level; in Northampton County, 80.7 percent, or 65,750 individuals, have a high school or higher educational attainment level. The LWIA combined percentage is 80.9 percent, compared to a statewide rate of 81.9 percent. According to the Census 2008 Estimate, 87 percent of the LVWIA have a high school or higher educational attainment level, which increases to 89.9 percent in the Census 2013 Projection. The percentage in Lehigh County attaining a bachelor s degree or higher is 23.3 percent, or 31,063 individuals; in Northampton County, 21.2 percent, or 24,398 individuals; and 22.3 percent in the LVWIA as compared to a statewide rate of 22.4 percent. According to the Census 2008 Estimate, 26.3 percent of the LVWIA have attained a bachelor s degree or higher. This increases to 28.5 percent in the Census 2013 Projection. (Source: U.S. Census 2000 actual data, 2008 Estimate, and 2013 Projection) H. Any in migration or out migration of workers that impact the local labor pool. The total number of residents working outside of the Lehigh Valley is 46,630 while the number of residents living outside of the Lehigh Valley and working here is 35,367. Net outbound of commuters totals 11,263. I. Current local area skill gaps and skill gaps projected to occur over the next decade. The most significant skill gaps among high priority occupations that are most in demand in the Lehigh Valley include: Writing and Math Operation and Control Service Orientation Coordination Problem Solving Time Management Critical Thinking Management Equipment Maintenance Product Inspection Social Perceptiveness Information Gathering Identification Judgment/Decision Making Personnel Resources V. PLANNING AND EVALUATION A. Describe the network that is the Workforce Development System in the local area. Provide information about the availability and coordination of services. Include information about strategic partnerships with community and faith-based organizations, RIGs, WIRED, IPs, Health careers, and others (Revised) (former Section V (A) has been moved to VI (A)) See section I Plan Development B and Attachment 1. B. Describe the integration of the labor market information provided by the Center for Workforce Information and Analysis (CWIA) into planning and decisionmaking. The labor market information provided by the Center for Workforce Information and Analysis, coupled with information from the Lehigh Valley Economic Development Corporation and the Lehigh Valley Planning Commission, was integrated into this Plan Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 31 of 77

38 and is continuously used in the strategic planning process. The design of the workforce system in the Lehigh Valley is market driven; therefore, most decisions regarding system development are made based on State and local data. C. Describe how LWIB ensures that the strategic direction and performance goals are communicated for PA CareerLink planning and alignment. (Former sections D & E moved into section VI (A) The Lehigh Valley workforce area ensures that the strategic direction and performance goals are communicated for PA CareerLink Lehigh Valley planning and alignment through the LVWIB Strategic Plan. The LVWIB s Governance Committee has established a Scorecard outlining performance requirements which is used by PA CareerLink Lehigh Valley staff for planning and alignment purposes. Since the LVWIB is housed at PA CareerLink Lehigh Valley, LVWIB staff attend PA CareerLink Lehigh Valley staff meetings and interact on a daily basis with the PA CareerLink Lehigh Valley administrator and operators of the workforce system. VI. SERVICE DELIVERY A. Delivery System 1. Provide a description of the service delivery network. The LVWIB supports the State s vision to serve all customers, both job seekers and employers, through a state-of-the-art delivery system that capitalizes on the efficient use of technology and effective services and subscribes to the principles of continuous improvement. Through the LVWIB s Governance and Access committees, the system is monitored accordingly. LVWIB s primary focus is to provide optimum, one-stop services to its customers and to ensure and meet the requirements outlined in the Workforce Investment Act (WIA). Through the integration, co-location, and cross-training of staff, LVWIB is able to provide core services that reflect a universal and seamless workforce delivery system of services. To meet the needs of customers and expedite job placement, the LVWIB has designated the Career Resource Center as the single point of access to services. There is a systematic referral approach for customers to access core, intensive, or training services. PA CareerLink Lehigh Valley includes a shared, three-tiered service delivery infrastructure, including core, intensive, and training services. This empowers the PA CareerLink Partners to offer the widest possible array of services to meet customers needs. By sharing a common electronic information system and office network, partners in the workforce system offer a variety of universally accessible, high quality, customer services. Job Seekers Customers can enroll with the PA CareerLink Lehigh Valley system by visiting the PA CareerLink Lehigh Valley site or by contacting the site via the internet at the State s PA CareerLink web site. A general information packet describing the services available through the PA CareerLink Lehigh Valley system is given to customers when they attend an Introduction to Services Session and/or when they enroll on the State website. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 32 of 77

39 The enrollment process provides the PA CareerLink Lehigh Valley Operators with a profile of the customer s demographic information, work history, education, preliminary eligibility screening and a needs assessment. Customers can also receive general information about PA CareerLink Lehigh Valley services by telephone and staff are responsible for ensuring that the enrollment information is entered into a database. This enrollment is the basis for establishing customer files and for recording services provided to the customer. Referrals to partners may be made at this time. Core services are universally available through the PA CareerLink system to all individuals at the PA CareerLink Lehigh Valley comprehensive centers. All mandated PA CareerLink partners must make available core services through the PA CareerLink System. PA CareerLink Lehigh Valley s service delivery system ensures that the most job-ready individuals use core services, such as job referral and placement services, before accessing more intensive services or skilled training. Some job seekers need assistance beyond core services. PA CareerLink staff determine which services to offer based on a variety of factors, such as skills assessment, customer literacy level, transportation availability, child care needs, barriers to employment in connection with disabilities, and feedback from the employer or job seeker. Intensive services are provided to adults, youth, and dislocated workers who are unable to obtain employment through core services. Adult, youth, dislocated workers and incumbent workers who need to obtain or retain employment are also eligible to receive intensive services. Individuals are eligible to receive training services if they are unable to obtain employment through intensive services and have been determined to be in need of training. These individuals must assist in the selection and research regarding training from the Statewide Eligible Training Program/Provider List that is directly linked to job opportunities in high priority occupations and be eligible in accordance with the local priority system. Employers Employers are able to access the system via the internet, phone, or by visiting a local PA CareerLink Lehigh Valley site. Employers who wish to post job orders are directed to a member of the Business and Industry Relations Team. Any PA CareerLink partner receiving information regarding job postings will ensure that it becomes part of the common job posting database accessible to all PA CareerLink partners. A team approach is utilized to address employers who have needs beyond the scope of an individual partner s services. A Business and Industry Relations Team is responsible for coordination and sharing information among partners, especially regarding job development and placement. This structured coordination helps ensure that employers have a clear and accurate understanding of the system. The team also coordinates all worker referrals, makes presentations to employer organizations, and conducts monthly employer website training on the most effective use of the State website. The overriding issue that brings new partners together is jobs. Many collaborative efforts are in place to ensure that a shared responsibility exists for employer job development activities. PA CareerLink Lehigh Valley has an efficient, seamless system for Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 33 of 77

40 employers with objectives including the processing of job openings for maximum visibility and access by job seekers, partnering with economic developers, education, communitybased organizations and human services agencies, among others. To close an identified marketing and communications gap, the LVWIB and PA CareerLink Lehigh Valley, developed a website at which addresses the needs of job seekers and employers. Included are tips on writing a resume, samples of resumes, interviewing questions and answers, hours of operations, workshop schedules, labor market data and workforce information for employers. The LVWIB supports a holistic workforce delivery system that includes all employers and job seekers, including targeted populations. 2. Identify the LWIA s PA CareerLink (s), including: the number of sites, location, and affiliate sites. Describe factors used to assess the effectiveness of such configuration. As approved by the LVWIB and Local Elected Officials, the Lehigh Valley Workforce Investment Area currently has one chartered, comprehensive PA CareerLink Lehigh Valley Center in Lehigh County, one Outreach Center in Lehigh County and one Outreach Center in Northampton County. One chartered, comprehensive PA CareerLink Lehigh Valley Center is located at 1601 Union Boulevard, Allentown, and has been operational since January 1, One PA CareerLink Lehigh Valley Outreach Center is located in Northampton County at 72 N. Second Street, Easton, and one Outreach Center in Lehigh County at Lehigh Career and Technical Institute, 4500 Education Park Drive, Schnecksville. (Attachment 5) Include factors for determining a location s business hours and the types of services offered. (Reference can be made to previous Section V(A)(1) and (2) The LVWIB understands the importance of selecting locations that are accessible to the public; can adequately provide core, intensive and training services and other activities mandated by the Workforce Investment Act; and can house consortia staff and partners. The LVWIB is currently conducting an analysis of its workforce locations. Business hours for the Allentown PA CareerLink Center are Monday through Friday, 8:00 AM to 4:30 PM, with evening hours on Wednesday until 7:00 PM. The Lehigh County Comprehensive PA CareerLink Center is also open on Saturday for State Civil Service testing and is available on weekends for employer recruitment or other workforce sponsored events. Factors used in determining the business hours and services provided to job seekers and employers include: Input from the LVWIB s Access Committee, regional partners, and LVWIB staff, Comments on customer satisfaction surveys, Input from PA CareerLink Lehigh Valley Contractors, staff and CareerLink partners, Focus group surveys from our partners customers, Alignment with training vendors and community colleges hours of operation, and, Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 34 of 77

41 Access opportunities for the incumbent workforce and in-school youth and college students. Factors used in determining the effectiveness of services for employers Input from the LVWIB s Executive, Governance and Access Committee, regional partners, and LVWIB staff, Comments on customer satisfaction and workforce initiatives surveys, Input from focus groups and roundtable discussions, Demographics of the region, Lehigh Valley Economic Development Corporation, and, Alignment with Chambers of Commerce, Manufacturers Resource Center, Ben Franklin Technology Center and other employer service organizations like the Society for Human Resource Management. 3. Describe the process and criteria used to certify/validate Pa CareerLink and affiliate sites. (New) The LVWIB s process and criteria to certify/validate PA CareerLink Lehigh Valley is as follows: Review Certification Documents required by the PA Department of Labor and Industry o LVWIB/One-Stop Operator Agreement o LVWIB/One-Stop Partners Agreement o Accessibility Compliance o PA CareerLink Quality Review o PA CareerLink Staff Development and Credentialing o One-Stop Service Plan PA CareerLink Site Visits Review PA CareerLink Statistics/Outcomes Review Scorecards Review Accomplishments/New Initiatives/Changes Recharter PA CareerLinks Review all other certification documents designed by the Lehigh Valley Workforce Investment Board, Inc. 4. Describe overarching service delivery strategies, including the following: a. The strategy for seamless service delivery includes a transition between core, intensive and training services and referral to partner services for both businesses and individual customers if needs cannot be met. PA CareerLink Lehigh Valley provides an array of employment and training services in an integrated fashion with a focus on customer satisfaction for both employers and job seekers. Co-located partners have integrated and cross-trained staff to provide core services that reflect a seamless service delivery of services. Job seeker services are delivered through a three-tiered system and are based on customer needs. Core services are universally available and are coordinated by the PA CareerLink partners and accessed through the Career Resource Center. Personal computers with Internet access are available for job searching, resume writing, and researching employers. Faxes, copiers, Civil Service information and testing, Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 35 of 77

42 unemployment compensation information and connections, newspapers, company applications and printed materials are also available. Career exploration, job and labor market information, resume writing, and basic computer skills are just a few of the workshops offered as core services. LVWIB s delivery system also provides core services to professional job seekers. The Lehigh Valley Professionals (LVP) is a forum and support group that enables professionals to help each other by exchanging information on job searching techniques and tools, and companies. Members hold weekly meetings at the PA CareerLink Lehigh Valley. Intensive services are available once a customer has received core services and is unable to obtain employment. Eligible individuals who are in need of staff assisted services are provided case management and job placement assistance. Training services are provided based on eligibility, assessment, and whether the training is in a high priority occupation and listed on the Statewide Eligible Training Provider List. Employers receive customized recruitment programs, a single point of contact for applications, applicants and job openings, advertising, a resource network to faith and community-based organizations, federal and state organizations and services and professional organization connections as well as economic development resources. Employers have access to targeted populations, schools, community colleges, colleges, technical schools, training institutions and training funds. PA CareerLink Lehigh Valley is the labor exchange for employers for affirmative action recruiting; scheduling; conducting employer interviews and testing; and the coordination of training. Through a locally developed publication, Lehigh Valley Outlook, employers receive updates on local and regional job and labor markets, information on unemployment and high demand occupations, developments through the Pennsylvania Department of Labor and Industry, and the effective use of demographics and trends reports. Business and Industry Relations Representatives are assigned to handle the needs of employers including screening of applicants, recruitment, and referrals. Employers are invited to come to the PA CareerLink sites to recruit and interview candidates while at the same time register on PA CareerLink to post their job openings and review resumes of applicants. These services coupled with workshops, seminars, and customized rapid response teams to assist with plant start-ups/closings provide employers with a comprehensive menu. There are many gates into the workforce system system covering the full spectrum of governmental, community, religious and civic organizations. b. The type and availability of training and employment activities and supportive services, the provision of universal service availability for individuals with disabilities, limited English proficiency, and those with significant barriers encountered and the means to address them. Include how these are determined and assessed. (Revised) The following PA CareerLink employment activities and training are provided to a universal population unless otherwise noted. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 36 of 77

43 PA CareerLink Lehigh Valley Workforce Services PA CareerLink Lehigh Valley offers a full range of comprehensive employment services to eligible emerging, transitional, dislocated and incumbent workers including self-service and informational, staff-assisted core, intensive, and training services which may be coupled with externships, internships and job shadowing. Rapid Response Services A Lehigh Valley Rapid Response Team is networked in the community and includes non-profit organizations, economic development, community/ faith based, government, educational and employer partners. The Lehigh Valley Rapid Response Team reacts to industry rightsizing within 24 hours. Workforce Preparation and Training Readiness Workshops On-site workshops including Decision Making, Job and Labor Market Information, Resume Writing, Credit Smarts, Budget Basics, Computer, Word and Internet, and Civil Service Employment, Career Cruising and Job Survival are located on PA CareerLink Lehigh Valley website for 24/7 access. Comprehensive services are available through partners. Career Planning Career planning, decision making and financial aid information is available through high schools, vocational schools, community colleges and private sector consultants. PA CareerLink Lehigh Valley also partners with the Educational Opportunity Centers which provides job seekers with free services on career decision-making, career assessments, academic counseling, financial aid and many other resource tools. Career Cruising A new career exploration tool, Career Cruising, is now housed on the PA CareerLink Lehigh Valley website and is used in the delivery of core, intensive, and training services. The value of this new career exploration system is determined through feedback from customers, community based organizations, middle and secondary school teachers, counselors, and administrators. Comprehensive services are available through partners. Educational Connections The Lehigh Valley is home to three career and technical schools and two community colleges. These training institutions serve on the LVWIB and are an integral part of the workforce system. They provide youth and adults with literacy and training skills needed to become employed, are aligned with the workforce system and use the targeted industry clusters as a basis for new training. Limited resources are available. These educational programs are available universally to customers. In addition, ESL and GED classes are provided by Northampton Community College and GED classes are offered by Lehigh Carbon Community College. PA CareerLink Lehigh Valley offers computer workshops. Limited resources are available. Lehigh Valley Business/Education Partnership, whose mission is to promote collaboration between business and education to foster productive citizenship, lifelong employability skills and economic development in the Lehigh Valley through joint leadership of business and education, is a subsidiary of the LVWIB. Comprehensive services are available through partners. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 37 of 77

44 Training Training availability in the Lehigh Valley is being aligned with industry clusters and includes occupational skills training, on-the-job training, programs combining workplace training with related instruction, internships, private sector training, apprenticeships, skill upgrading and retraining, entrepreneurial training and more. For individuals eligible for training funds, through WIA, trade or youth welfare funded programs, training providers and courses are listed on the PA CareerLink Statewide Eligible Training Programs/Providers List. The need for new training is determined through employer industry cluster forums, Industry Partnerships, and through the Greater Lehigh Valley Chamber of Commerce, Society for Human Resource Management and others to assure training is in occupations that provide family sustaining wages and benefits. Career Closet Business attire required for employment interviews or work is an issue for some targeted populations. A Career Closet has been established to provide gently-worn clothing for individuals who are job searching. Business professionals and retail operations in the Lehigh Valley support the Career Closet. Services are limited to PA CareerLink Lehigh Valley customers. Childcare Childcare remains a major area of concern for the workforce in the Lehigh Valley. By networking with Lehigh Valley Child Care and private day care sites in the Lehigh Valley, general information about program eligibility and capacity availability is provided to the public. Through case management and referral to child care providers, day care information is available and provided to eligible populations. Limited services and resources are available. Transportation Transportation for targeted populations also remains a major issue in the Lehigh Valley. With the expansion of business and industry occurring within outlying industrial parks in the Lehigh Valley, the need for more public transportation to these work sites is imperative. By teaming with the Lehigh Valley Transportation Authority (LANTA), expanded bus routes and connections are reviewed and considered on an as-used basis. Teaming is also done with employers to expand bus routes to their work sites due to work hours and shifts. A Transportation Specialist position was created and funded through the federal Job Access/Reverse Commute program and the Commonwealth of Pennsylvania s Welfare to Work initiative. Based at PA CareerLink Lehigh Valley, individuals needing transportation complete an application and meet with the Transportation Specialist. Applicants with no source of reliable transportation and who meet program and income requirements may be eligible for funds to repair or purchase a car, auto insurance, inspections and bus passes. Private transportation companies are also available to the public and are used as alternative transportation for serving targeted populations. Services include limited connections to worksites and resources. Support Services The Lehigh Valley has over 100 community and faith-based organizations, a Council of Churches, programs for male and female offenders, Public Assistance offices in both Lehigh and Northampton Counties, case management services through PA CareerLink Lehigh Valley centered around day care, public transportation, food banks, shelters, health care, and needs based payments, company out-placement assistance, and Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 38 of 77

45 various workshop offerings that focus on decision making, career building, computer usage, and job and labor market issues. Comprehensive services are available through partners. c. Include a copy of the memorandum of understanding (Appendix D) between the LWIB and each partner in the local workforce investment system, as required in WIA Section 118(b)(2)(B). See Appendix D 5. Describe how the Eligible Training Program / Provider System is used to provide improvement of education and training opportunities in response to the needs business and industry. Include the policies and procedures to determine eligibility of local level training providers, the use of performance information to determine continued eligibility, update or revise system information, and the agency responsible for these activities. (Moved from Section B) The Eligible Training Program/Provider System consists of training options only in high priority occupations that provide a training certificate/credential and a wage threshold. Programs must meet the following PA Labor and Industry Department performance measures: program completion, unsubsidized employment, employment retention, average quarterly rate, and program graduate/certificate. Through industry cluster forums and employer roundtables, employers in the healthcare and life sciences, business and financial services, diversified manufacturing, information and communication, and energy services have identified the skill sets, basic education and job and technical skills emerging, transitional, dislocated and incumbent workers need. Representatives from community colleges, career and technical schools and fouryear colleges also use this business and industry-driven information to adjust and create training programs to meet training needs. A review of the aggregated data from over 750 employer interviews through the Pennsylvania Business Retention and Expansion Program continues to provide LVWIB with a clear understanding of the information and services needed by the community and its customers. The Lehigh Valley Economic Development Corporation negotiated with the LVWIB to conduct employer interviews with businesses in the Lehigh Valley and was able to integrate its needs with workforce initiatives of the LVWIB. LVWIB staff is responsible for approving all training providers and programs for the Statewide Eligible Training Programs/Providers List. LVWIB staff only approve training programs identified as leading to an occupation on the High Priority Occupation List. Individual training program performance is reviewed against mandated performance levels on an annual basis. LVWIB staff also approve updates to the training programs. See attached Policies and Procedures for Certifying Training Programs/Providers. (Attachment 6) 6. Describe and provide examples of coordination with apprenticeship programs. (New Recovery Act) United Community Services/Lehigh Valley Pre-Apprenticeship Initiative: Building a Future is one of 15 Innovative Summer Youth Programs implemented by LVWIB under ARRA. The program connects high school youth to the Building and Construction Trades Apprenticeship Programs, developing academic skills and providing a practical understanding of the construction trades with classroom training and work experience. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 39 of 77

46 A representative from the U.S. Department of Labor Apprenticeship and Training program is a member of the LVWIB. This representative connects LVWIB Youth Council strategies with apprenticeship initiatives in the Lehigh Valley. B. Adults and Dislocated Workers 1. Describe how the LWIB ensures universal access to the minimum required core services and how partner resources are integrated to deliver core services. By holding Contractors accountable for following the Americans with Disabilities Act guidelines and assuring that customers with disabilities have auxiliary aids available upon request and universal access to information and services By monitoring the Contractors to ensure that services are necessary and integrated within PA CareerLink Lehigh Valley By holding the Contractors accountable that all equal opportunity, affirmative action and grievance procedures are followed By developing an ongoing marketing plan that emphasizes universal access and a pro-active relationship within the community By monitoring the number of customers using the workforce system in relation to the number of customers eligible for a targeted program of services By monitoring which customers are using the PA CareerLink centers and internet services By monitoring the services delivery menu to ensure the Contractors are following the vision and goals developed by the LVWIB through the use of a Contractor Scorecard Through coordination between the LVWIB s Governance Committee, Executive Director, Quality Assurance Monitor, and the PA CareerLink Contractors and partners. The Program Contractor and mandated partners will carry out the vision, mission and strategic plan outlined by the LVWIB. The Office of Vocational Rehabilitation (OVR) will assist in developing and deploying services for people with disabilities, and provide sensitivity training in the development and continuous improvement of the PA CareerLink system. OVR staff are members of the Business and Industry Relations Team which promotes CareerLink services to employers. The Bureau of Workforce Development Partnership provides an access point for filing unemployment compensation claims and labor exchange services to all employers and job seekers including Veterans and Trade Act customers, and delivers these services based on customer needs. The Private Industry Council of Lehigh Valley, Inc. provides staff-assisted core, intensive and training opportunities to adults, youths, dislocated workers, welfare recipients, older Americans, and other targeted populations that will retool job seekers for today s jobs. The community colleges will continue to design educational program offerings based on employers skill demands and will support the PA CareerLink system by coordinating the use of Title II Adult Education and Literacy funds, as well as available Carl D. Perkins Vocational and Applied Technology Educational Act funds. Community college staff also help provide core workshops. The Pennsylvania State Civil Service Commission has a computerized testing center within the Allentown PA CareerLink Lehigh Valley site and provides testing to over Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 40 of 77

47 3,000 individuals per year. Tests are provided on weekdays, evenings and Saturdays so that all individuals have access to State employment opportunities. Educational Opportunity Center (EOC) conducts career exploration workshops and administers career interest testing to individuals needing direction. Financial Aid information is also provided. By participating in community-based and faith-based organizations, shelters, food banks, community colleges and vocational technical schools, special interest groups, and mission specific organizations, the EOC assists in designing services and programs to assure a balanced service approach. State Legislators State Senator Pat Browne and state representatives Karen Beyer and Steve Samuelson share outreach offices at PA CareerLink Lehigh Valley. The legislators are involved in the workforce system and participate in initiatives such as Lehigh Valley Job Fair. Community Services for Children This community-based organization provides job seekers with child care information, child care referral services, assistance in locating child care sites, and instruction on childhood developmental needs. Senior Community Service Employment Program This program is authorized under Title V of the Older Americans Act of 1965 and is designed for individuals age 55 and older. It provides subsidized work experience and training at public or private non-profit agencies or organizations. Job Corps This program, which recruits twice a month at PA CareerLink Lehigh Valley, offers a no-cost education and vocational training program for young people ages 16 through 24. It is administered by the U.S. Department of Labor. 2. Describe measures taken to ensure intensive services are provided to adults and dislocated workers who meet the criteria in WIA Section 134(d)(3)(A). LVWIB has designed and developed a work-first system that requires customers to register on PA CareerLink website for employment. If unable to obtain self-sustaining employment after a thorough job search, assessment and determination of eligibility under WIA they may receive intensive, and/or training services. Those eligible job seekers who need services beyond core services meet with an employment and training specialist to determine the need for, intensive, or training services. If they are required, an individual employment plan is created and they are guided through intensive services or training path. Individual counseling, career planning, and supportive services are discussed and offered as needed. 3. Discuss how, in the context of a low-growth economy, innovative training strategies to: a. Address longer-term unemployment. Under ARRA, the LVWIB is addressing longer-term unemployment by encouraging individuals to increase their educational level and skill sets by attaining two-year and four-year degrees, industry-recognized credentials and other higher level skills training. Since the number of job seekers lacking adequate education or skills has been steadily growing in the current, low-growth economy, the LVWIB has developed a holistic workforce system approach to break this cycle of unemployment. These intensive Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 41 of 77

48 workforce and supportive services include assessments and skills enhancements such as a career readiness credential, basic skills remediation, increased offerings of General Educational Development (GED) classes, ESL training, tutoring, and customized wraparound services, short- and long-term training leading to skills credentials and certificates, and on-the-job training. LVWIB is part of the Recession Response and Recovery Task Force made up of over 30 community and private sector leaders who help Lehigh Valley residents adversely affected by the recession to develop a coordinated response that maximizes the use of funding opportunities through ARRA. Committees of the Task Force ensure that workforce activities are aligned with education, economic development and community development strategies. b. Increase services to workers in need. Increase services to workers in need. The LVWIB will increase services to workers in need through planned changes in the delivery of services, intensified marketing and outreach, and additional services to accommodate workers, especially those on the extremes of the workforce continuum. Delivery. Because of the dramatic increase in the number of individuals needing services at PA CareerLink Lehigh Valley, it is necessary to streamline service delivery to serve more people. To help increase positive outcomes for customers a tool kit of recognized assessments will be used to measure career awareness, interest, educational levels, skills, industry credentials and much. Immediately upon eligibility an assessment will be completed and next step service plan will be completed and implementation can begin. This structure will decrease the necessity of attending generic services, and allow customers to move through the workforce system easily and acquire necessary resources more quickly. Staff must be trained to adapt to this streamlined approach and to more quickly pinpoint the needs of customers. In addition, PA Career Link Lehigh Valley will offer more services and at additional locations. Services will also be increased by partnering with additional service providers. This process has already been started as part of the Summer Youth Employment Program. A request for proposal was issued for programs linking young adults to current and future employment opportunities, including work experience and work readiness. Outreach and marketing. To serve an increased number of workers most in need, using Stimulus funds, the LVWIB will raise awareness of its services and engage in significant community outreach through the implementation of its strategic marketing plan. Comprehensive marketing efforts have already begun with the Youth Stimulus funding through print, web-based/internet, television, radio, newspaper stories, advertisements, mailings, public meetings and other such strategies. The LVWIB has a recruitment strategy of targeting eligible individuals. All members of the employer community have been challenged to become strategic partners. In keeping with Governor Rendell s request, the LVWIB held a Here To Help Day to attract more individuals to the services under the American Recovery and Reinvestment Act. Services. A number of additional services are planned to assist more workers during the economic downturn. These include providing a comprehensive assessment tool kit through a dedicated assessment center, assessment and human service counselors, career planning to map career pathways, education and occupation skills planning, and increasing the number of short- and long-term skills training certificate programs. English as a Second Language is a basic, required work readiness skill and in partnership with our community college Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 42 of 77

49 partners we plan to increase the availability of ESL classes within our workforce system. In addition, service delivery to employers will be increased through a Business Relations Team and partners. c. Support the full range of PA CareerLink customers in acquiring the skills needed to attain jobs in high-growth, high-wage industries and occupations, including such supports as needs-based payments, basic skills remediation, English as a second language, and supportive services. Because of the economic downturn, PA CareerLink Lehigh Valley is working more with the extremes of the workforce continuum. This demands a different approach to service delivery. All training on the high priority list must be in high demand occupations even though not all job seekers will acquire high skill, high-wage employment. The number of job seekers without the adequate education or skills to compete in the local economy is growing. A holistic systems approach is necessary to break this cycle of unemployment. This approach will include intensive workforce and supportive services including assessments, skills enhancements including a career readiness credential, basic skills remediation, increased offerings of General Educational Development classes, ESL training, tutoring, and customized wraparound services, short- and long-term training leading to skills credentials and certificates, and on-the-job training. LVWIB will continue to partner with Northampton and Lehigh Carbon Community Colleges to operate Workforce Investment Act Title II funded ESL and GED classes within PA CareerLink Lehigh Valley and with the Project of Easton and the Literacy Center to identify ways to decrease or eliminate the waiting list that currently exists for entry into ESL and basic skills training programs. LVWIB will consider the use of ARRA funds for this purpose as well as explore alternative funding. d. Ensure education and training delivered through the workforce system results in education and workforce skills of demonstrated value, and focus assessments and certifications towards the next level of education and employment. The LVWIB and PA CareerLink Lehigh Valley publish a monthly resource, Job and Labor Market Outlook, which highlights workforce skills required by employers. This tool, coupled with data from the Center for Workforce Information and Analysis, drives the education and training delivered through the workforce system. Job and Labor Market Outlook is used by local economic developers, educators, workforce professionals, community-based organization leaders, the Greater Lehigh Valley Chamber of Commerce, the Society for Human Resource Management, county and municipal governments, as well as job seekers. e. Provide targeted work experiences in order to prepare individuals for job opportunities in new industries or occupations, particularly using registered apprenticeship and on-the-job training for all jobseekers, and summer work experience for youth. In such a rapidly changing economy as the country and the Lehigh Valley are experiencing today, all job seekers are unsure of where they fit into the labor market. Likewise, employers are unsure of their business development and growth plans. At the same time, employers are attempting to plan for the new economy including future growth, hiring trends and skill requirements of employees. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 43 of 77

50 This uncertain job market has led to a change in the LVWIB s strategy as well. Through its well established Industry Partnerships, the LVWIB is providing targeted work experiences, on-the-job training, and summer work experiences for youth and apprenticeship training to increase the skill levels of current and future workers, so they too, will be ready for the emerging economy. LVWIB s recent targeted cluster for work experience opportunities is Energy. Whenever possible, work experience in green jobs will be given top priority. f. Align workforce activities with education, economic, and community development strategies to meet skill needs of individuals for occupations and industries important to the local and regional economies. (Revised Recovery Act) (Former sections B (2)(3)(4) have been merged into other sections of the Plan) The LVWIB ensures that all workforce activities align with education, economic and community development strategies through its structure and community partnerships. The LVWIB is comprised of representatives from business, labor, education, and community-based organizations. Board members are responsible for providing direction based on their particular expertise. This approach is bolstered through the committee structure including the following: Access Committee, which looks for and eliminates barriers which inhibit workers from attaining the education/training needed to be employable and employers from acquiring the quality/quantity of the workforce needed; Marketing Committee, which creates a sense of urgency at the state, regional and local level about the importance of a competitive workforce and assures that the industry clusters, employers and workers know the available workforce development support services; Education Committee, which works with industry to understand the technical and soft skill sets needed for employees to be effective partners in maintaining a growing, competitive, sustainable regional economy; Governance Committee, which develops systems to measure and report the local and regional impact of a workforce development system; Industry Committee, which identifies those industry-specific workforce needs which must be addressed to sustain a robust economy in the Lehigh Valley and to work in concert with education to develop an action plan to meet the identified needs; Youth Council, which develops, adapts, refines and delivers programs which meet the highest priority workforce and education needs of all youth in the Lehigh Valley, from pre-kindergarten through college. In addition, the LVWIB is part of the Recession Response and Recovery Task Force made up of over 30 community and private sectors leaders who have come together to assist Lehigh Valley residents adversely affected by the recession to develop a coordinated response that maximizes the use of funding opportunities through the Recovery Act. The committee structure will help to ensure that workforce activities are aligned with education, economic and community development strategies. Committees include: Human Services, which will increase the capacity of the region s information and referral services to be responsive to emerging needs; Health Care, which will address the loss of health insurance, COBRA costs and changes in COBRA benefits; Employment, which will address the wraparound needs of the unemployed; Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 44 of 77

51 Small Business, which will address issues facing business owners during the economic downturn; Stimulus, which will access all appropriate American Recovery and Reinvestment Act funding. 4. Describe any plans for transferring funds between the Adult and Dislocated Worker programs. Include the circumstances applicable to a transfer request, the measures to assure no loss of service to the original program population, and the expected impact on program performance. (Formerly at VI (B)(1) Depending on the availability of funding for the Adult and Dislocated Worker programs, the LVWIB reserves the right to transfer funds between the two funding streams to meet the training needs of its customers. If the LVWIB exercises this right, the WIB will notify the Fiscal Agent to complete the WIA Local Area Transfer of Funds Request Form and submit it to the Bureau of Workforce Development Partnership s Administrative Management Division for approval as required. A gap analysis is carried out on a quarterly basis based on data from the Center for Workforce Information and Analysis and local statistical data. The LVWIB projects services needed for adult and dislocated worker populations and the costs to provide services. Funds may be transferred as needed. To ensure there is no loss or minimal loss of service to the original program population, funds may be transferred based on funding availability. 5. Describe the reemployment services (RES) provided to Unemployment Insurance claimants, including: Reemployment services for Unemployment Insurance claimants is provided through the Profile ReEmployment Program (PREP). a. Coordination of RES with other services provided at the PA CareerLink under WIA. PREP participants are provided orientation to PA CareerLink Lehigh Valley and the PREP program. b. Services that will be provided under RES, such as skill assessment, career guidance, individual service plans, and labor market information. (New Recovery Act) Following orientation, participants are given an assessment of their needs including a career plan, job match and referral, and the use of the Career Resource Center. Other services available include: job development, labor market information, resume preparation assistance, career guidance, job search workshops, job clubs, literacy programs and/or education and training. Participants are informed of WIA services and how to begin the process of obtaining these services. Through additional ARRA funding, an increased number of participants will be served. C. Service to Specific Populations Describe for each of the groups listed below, the process used to integrate programs in the service delivery system; e.g. maximize and leverage resources, Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 45 of 77

52 ensure sustainability of the system, avoid duplication, and provide innovative services within the LWIA. Describe how the LWIA will ensure that Recovery Act services will be prioritized for low-income individuals and those receiving public assistance. (Revised to include Recovery Act) The Lehigh Valley Workforce Investment Board, Inc. uses the following overarching process to integrate programs in the service delivery system for specific populations. - A needs assessment of the targeted population is conducted and data collected, including demographics, trend analysis and survey data. - Existing community workforce services are mapped, identifying their targeted populations, eligibility, available resources, and other features. - Roles of providers are defined to avoid duplication of services and maximize offerings of workforce-related programs. - Resources are leveraged to serve more individuals within the targeted populations. - Sustainability is ensured by including program partners within LVWIB grants and initiatives, giving access to our services and programs such as job fairs and job and labor market information, and building a reciprocal relationship with community partners. - An efficient and innovative service delivery system is sustained through the diversity and collective knowledge of program partners and their experience and understanding of targeted populations. Services to businesses In addition to the overarching process stated above, the process to serve businesses is accomplished through: - PA CareerLink Lehigh Valley Rapid Response Team - PA CareerLink Lehigh Valley Business and Industry Relations Team - Partnership with the Greater Lehigh Valley Chamber of Commerce - Partnership with Society of Human Resource Managers/Lehigh Valley Chapter - Collaboration with Lehigh Valley Economic Development Corporation and the Business Retention and Expansion Program Approach to identify qualified applicants for partner programs In addition to the overarching process stated above, the process to identify qualified applicants for partner programs is accomplished through: - Analysis of economic and demographic regional trends to ensure the appropriate mix of partners programs for the workforce system - Active recruitment of community organizations that meet the needs of our targeted populations, in addition to WIA mandated partners - Holistic approach by providing access to wraparound services Services to Migrant Seasonal Farm Workers In addition to the overarching process stated above, the process to serve Migrant Seasonal Farm Workers is accomplished through: - Outreach to the Lehigh Valley Migrant Seasonal Farm Workers organization - PA CareerLink Lehigh Valley orientations and services - Referrals from Lehigh Valley Migrant Seasonal Farm Workers organization Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 46 of 77

53 Services to persons with disabilities In addition to the overarching process stated above, the process to serve persons with disabilities is accomplished through: - Individuals with Disabilities are encouraged to use the Lehigh Valley workforce system s full menu of service - By selecting Office of Vocational Rehabilitation as one of the One-Stop Operators, LVWIB relies on OVR s expertise and knowledge to prepare CareerLink staff with sensitivity training, TTY adaptive equipment and software training, sign interpretation, development of an enhancement plan and job development practices. - PA CareerLink Lehigh Valley and OVR use a reciprocal referral approach to ensure that persons with disabilities receive necessary services - A video was produced as a collaborative effort between LVWIB and OVR and is used to increase awareness of OVR services to targeted populations Services to veterans and related eligible persons, including National Guard and returning veterans. (TEGL 22-04) (TEGL 22-04, Change 1) In addition to the overarching process stated above, the process to serve veterans and related eligible persons is accomplished through: - Veterans have preference for all services for which they are eligible, as described in the service delivery section of this plan - Every Veteran is offered the opportunity to consult with the local Veteran s representative for a personalized service delivery plan. Services to Youth TANF customers and low-income individuals A process is in place to serve Youth TANF customers. Services to displaced homemakers In addition to the overarching process stated above, the process to serve displaced homemakers is accomplished through: - Providing intensive services such as case management, intensive job search and training funds, supportive services, assessment of skills/aptitude/abilities, ESL and GED classes - Referral to Northampton Community College New Directions Program targeting displaced homemakers and provides career counseling, life skills, resume assistance, workshops and other skills training resources Services to women and minorities In addition to the overarching process stated above, the process to serve women and minorities is accomplished through: - Referrals to the Lehigh Valley Economic Development Corporation Office of Minority and Women-Owned Business (a contractual relationship with LVWIB) - Services provided include training needs, posting jobs on Commonwealth Workforce Development System, and linkages to other employers Services to individuals with multiple barriers to employment, including In addition to the overarching process stated above, the process to serve individuals with multiple barriers to employment is accomplished through: o Older individuals; Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 47 of 77

54 - Referral and access to Senior Community Service Employment Program under Title V of the Older Americans Act of Provide subsidized work experience and training at public or private non-profit agencies organizations o o o Persons with limited English proficiency; - Partnership with local community colleges and other literacy agencies, such as ProJeCt of Easton and the Adult Literacy Center of Allentown, to provide English as a Second Language (ESL) classes - LVWIB works with training providers to offer contextual learning with skills training in high priority occupations, such as Certified Nursing Assistants - PA CareerLink Lehigh Valley staff use Language Line, an on demand, subscription resource offering verbal translation services for multiple languages Persons with disabilities, and; - Partnership with Supported Employment Program, co-located with PA CareerLink Lehigh Valley, to serve individuals with disabilities who want to work. - Individuals are matched to appropriate jobs and offered one-on-one training and support - Participants receive an assessment, job coaching plan, intensive training and job related assistance services with long-term follow-up. Ex-offenders - Partnership with and referral to community- and faith-based organizations, such as the Bethlehem Christian Training Center and Allentown Day Reporting Center, to assist with job placement and skills training resource for ex-offenders - Bi-weekly Community Based Organization meetings are held at PA CareerLink Lehigh Valley to increase CBO awareness of the job and labor market - PA CareerLink Lehigh Valley staff work with ex-offenders in resume preparation, career guidance, job and labor market information, life skills, and skills training - Business and Industry Relations team work with employers to job match ex-offenders and communicate tax credit benefits of hiring ex -offenders. Services to Dislocated Worker and Trade Act eligible participants: In addition to the overarching process stated above, the process to serve dislocated workers and Trade Act eligible participants is accomplished through: - The Lehigh Valley Rapid Response Team, including PA CareerLink Lehigh Valley staff and an on-site State Rapid Response Coordinator, serves dislocated workers - Team members meet with employers dislocating workers and disseminate employment and training information to dislocated workers - Trade Act services to dislocated workers include a Benefit Rights Interview briefing, assessments, workshops and case management Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 48 of 77

55 To ensure that Recovery Act services are prioritized for low-income individuals and those receiving public assistance, LVWIB uses the following strategies: LVWIB partners with community-based organizations and faith-based organizations to conduct outreach to dislocated workers, displaced homemakers, low-income individuals, migrant and seasonal farm workers, women, minorities, individuals training for nontraditional employment, veterans, public assistance recipients and individuals with multiple barriers to employment, including older, limited English proficiency, and people with disabilities, to make all targeted populations aware of the full range of employment and training programs and services available through the Workforce Investment Act and American Recovery and Reinvestment Act. PA Career Link Lehigh Valley identifies youth, dislocated workers, displaced homemakers, low-income individuals, migrant and seasonal farm workers, women, minorities, nontraditional, veterans, public assistance recipients and individuals with multiple barriers to employment, including older individuals, limited English proficiency, and people with disabilities seeking services at its comprehensive, one-stop and outreach locations through the use of a Data Collection Sheet completed by every first-time visitor. Upon completion of an assessment, these individuals receive priority service. Commonwealth s Workforce Development System (CWDS) is available on-line daily, 24 hours per day. Those who seek virtual delivery of services through the CWDS will be identified through this system. PA CareerLink Lehigh Valley One-Stop Center is compliant with the Americans with Disabilities Act. All vendors and service providers must be ADA compliant. LVWIB continues to raise awareness of its services and engage in significant community outreach through the implementation of its strategic marketing plan (ex. Here To Help Day which attracted over 1,500 individuals). Office of Vocational Rehabilitation, a partner and Operator of PA CareerLink Lehigh Valley, has an office at the PA CareerLink Lehigh Valley Allentown and Easton sites, making the system more accessible to individuals with disabilities. PA CareerLink Lehigh Valley has a veterans and disabled veteran s representative to encourage participation and assist with marketing services. PA CareerLink Lehigh Valley has a 22 percent bilingual staff making its services more accessible to individuals who speak English as a second language. D. Priority of Service 1. Provide the Individual Training Account (ITA) Policy (Appendix E) including policy for the justification of exceptions. Describe how ITA resources are leveraged with other resources. (Reference previous Section VI(B)(4) Section of the Workforce Investment Act states that ITA accounts are established on behalf of a participant. WIA Title I adult, youth and dislocated workers purchase training services from eligible providers on the Statewide Eligible Training Provider List. The Lehigh Valley Workforce Investment Area, with board approval, has chosen to implement the waiver of the statutory exclusion and regulatory prohibition of using Individual Training Accounts (ITAs) for out-of-school youth. This approval provides greater flexibility and enhanced service delivery while offering out-of-school youth more choices for career and occupational training options. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 49 of 77

56 The Process to Access Training Funds and the Training Policy and training amount must be approved by the LVWIB. 2. Describe local policies regarding self-sufficiency, including the process for establishing, monitoring compliance with and updating policy. (Reference previous Section VI(B)(3) The LVWIB provides staff-assisted core, intensive and training services to adults, youth and dislocated workers to obtain or retain employment that allows for self-sufficiency. Based on the Lehigh Valley Workforce Investment Area s policy for self-sufficiency a Dislocated Worker is considered self-sufficient when working part-time, 29 hours or more per week. If a dislocated worker s current, gross weekly income exceeds 80 percent of his or her income at dislocation, he/she will be considered self-sufficient. An adult is considered self-sufficient when earning above 235 percent of the poverty income level. The process for establishing a policy for self-sufficiency includes a review of current policy, the local economic landscape, cost of living statistics, and a review of workers work status. The Executive Committee of the LVWIB drafts and reviews the policy and presents it to the Board for approval. The LVWIB monitors for Workforce Investment Act eligibility, which includes compliance with the self-sufficiency policy. The policy is reviewed periodically and adjusted based on the above process. The Executive Committee of the LVWIB reviews the policy and presents it to the Board for approval. The LVWIB monitors for Workforce Investment Act eligibility, which includes compliance with the self-sufficiency policy. The policy is reviewed periodically and adjusted based on the above process. 3. Discuss the LWIB s policies and procedures for priority of service for the One- Stop Consortium, including the process used to determine whether funds are limited. (Revised) The LVWIB has established a priority to ensure that individuals most in need receive assistance through its workforce system policy: All adults, veterans and eligible spouses are eligible for core services. All adults, veterans and eligible spouses meeting 235 percent of the poverty income level are eligible for intensive and training services. If funds are limited, LVWIB Board approval will be required to decrease the poverty income level established by the LVWIB for adults. Any decrease in the poverty income level established by the LVWIB will not affect veterans and eligible spouses. The LVWIB will assess the level of funds to determine if and when the Priority of Service Policy goes into effect. 4. Provide the Adult, Dislocated Worker and Veterans priority policies. (Appendix F ) Veterans priority must be sufficient to meet the requirements of 20 CFR , published at 73 Fed. Reg on December 19, 2008 (Revised) See Appendix F. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 50 of 77

57 E. Rapid Response (RR) F. Youth Describe the LWIB's role and functions in the provision of Rapid Response services including coordination with statewide Rapid Response activities. The LVWIB coordinates workforce investment activities and statewide rapid response activities through the PA CareerLink Lehigh Valley Operators. A State rapid response staff person, housed at the PA CareerLink Lehigh Valley, coordinates activities with the following individuals. Lehigh Valley Workforce Investment Board, Inc. PA CareerLink Lehigh Valley Lehigh Valley Economic Development Corporation Lehigh Carbon Community College Northampton Community College Lehigh Career and Technical Institute Bethlehem Area Vocational Technical School Career Institute of Technology Manufacturers Resource Center United Way of the Greater Lehigh Valley Bureau of Workforce Development Partnership Educational Opportunity Center 1. Describe the strategy to ensure eligible youth have the opportunity to develop and achieve career goals through education and workforce training. Include strategies to address: a. Youth most in need, such as: out-of-school youth, homeless youth, youth in and aging out of foster care, youth offenders, children of incarcerated parents, migrant and seasonal farm worker youth, and other at-risk youth. The LVWIB and its PA CareerLink Contractors have established linkages with local educational agencies, community-based organizations, Lehigh and Northampton County Assistance Offices, one-stop mandated partners, Office of Vocational Rehabilitation, local businesses and labor groups. These partners have a voice in the planning process for youth services through their representatives who serve on the LVWIB and the Lehigh Valley Youth Council. Workforce Investment Act (WIA) Title I activities include in-school and out-of-school youth. Linkages and referrals are established County Offices of Children and Youth, Juvenile Probation Offices, Pinebrook Services, Kidspeace, Impact Project, Valley Youth House, Lehigh Valley Youth Advocate Program, Concern Services for Children, Youth and Families, and Children s Home of Easton to coordinate program activities for youth most in need and at-risk youth. A Supported Employment Program is housed in PA CareerLink Lehigh Valley and is funded from three sources. The Office of Vocational Rehabilitation is the primary referral and consultative source regarding employment needs of youth with disabilities in the greater Lehigh Valley. It prepares youth for employment through assessing skills and interests, providing intensive on-the-job training, job coaching, and long-term support. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 51 of 77

58 WIA Title I youth staff work closely with the Office of Vocational Rehabilitation s (OVR) placement counselors to coordinate and provide training and employment opportunities for youth with disabilities. This includes youth with visual impairments served by the Bureau of Blindness and Visual Services which is part of the OVR, and youth who are eligible for MH/MR services funded by the departments of human services of both Lehigh and Northampton counties. b. Reconnecting disconnected youth through multiple pathways to education and training that enable them to enter and advance in the workforce By utilizing resources through Regional Career Education Partnership grants, the Workforce Coordinator aligns strategies and initiatives in the 17 school districts in the Greater Lehigh Valley with the goals of the Council for the Workforce of Tomorrow, the Lehigh Valley Youth Council and its partners to meet the PA Academic Standards for Career Education and Work. This alignment continues to impact systemic change in educational institutions in the Lehigh Valley Workforce Area, and beyond. c. Serving youth with funds from the ARRA, and how strategies respond to the economic downturn See section II of Vision, Goals and Priorities, #5 for strategies to serve youth with funds from ARRA. These strategies respond to the economic downturn by jumpstarting the economic condition of a broadened population of youth (up to 24 years old) within the concentrated timeframe of summer 2009, solidifying the link between youth and Lehigh Valley s workforce system, and preparing for an economic recovery by providing valuable work experience and career readiness skills for a wide range of industries and organizations. d. STEM education and Green jobs. (Revised) In alignment with the Academic Standards for Career Education and Work, a model career exploration program has been implemented to provide linkages with industry leaders in Science Technology, Engineering and Math (STEM) occupations and to encourage youth to explore career pathways in STEM. This program targets nontraditional students to develop an understanding of skills needed to obtain a familysustaining wage in these occupations. 2. Describe the Youth Council and how it is integrating a vision for serving youth through collaboration with crosscutting agencies or entities within the local workforce investment system. The Lehigh Valley Youth Council is established as a sub-group within the LVWIB. Members of the Youth Council who are not members of the LVWIB are voting members of the Youth Council and non-voting members of the LVWIB. The Youth Council: - coordinates youth activities in the Lehigh Valley area - develops the youth portion of the local plan - reviews and recommends youth service providers to the LVWIB - conducts oversight of youth providers - provides expertise in youth policy and program development - broadens the vision and linkages of the youth program within the community to build effective programming for area youth Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 52 of 77

59 There are 28 members on the Youth Council, three of whom also serve on the LVWIB. To assure that the Youth Council coordinates and interacts with the LVWIB, a Youth Council Co-Chair serves on the LVWIB s Executive Committee and acts as liaison between the Youth Council and the LVWIB. Because the LVWIB has final approval of all aspects of the Lehigh Valley Youth Council s programs, this Executive Committee structure serves as the conduit for coordination and integration. The process to solicit, select, and replace members of the Youth Council is similar to that used to solicit, select and replace members of the LVWIB. Initial candidates were identified as a result of numerous community meetings. It was the intent of both LVWIB members, as well as the Local Elected Officials, to first solicit interest and input of the LVWIB members to participate on and identify others to participate on the Council. Other members from the required categories are recruited (when necessary) or replaced to meet the intent of the Workforce Investment Act. The Lehigh Valley Youth Council is provided with training, technical assistance and information as necessary to enable its members to fully participate in planning, oversight and other responsibilities. If necessary, workforce development consultants are retained to assist in this process. One member of the Youth Council serves on the Pennsylvania State Youth Council to ensure that local and state information and issues are aligned. The Lehigh Valley Youth Council uses the same procedures developed by the LVWIB for adult and dislocated worker programs to carry out its responsibility for oversight, monitoring and corrective action of the Lehigh Valley area s youth programs. The Youth Council interfaces with many organizations and educational partners to provide comprehensive services to youth. By strategically having a private sector person and educator as co-chairs of the Youth Council, the LVWIB assures that business needs are tied to educational outcomes. Youth Council Partners include: Lehigh Carbon Community College and Northampton Community College who assist in sponsoring youth and training fairs conducted by PA CareerLink ; provide the use of their facilities and staff assistance for special youth initiatives; serve as an educational referral network to services available at PA CareerLink Lehigh Valley; provide staff assistance in PA CareerLink Lehigh Valley s Resource Centers; collaborate on school-to-work programs; and support targeting out of school and at-risk youth for training. Lehigh Carbon Community College provides GED services and Northampton Community College provides ESL services. Lehigh Career and Technical Institute and Bethlehem Area Vocational Technical School serve on the Lehigh Valley Youth Council; assist in designing job shadowing and internship collaborations; and partner in Career Awareness Month, teacher forums and CareerLinking Academy. PBS 39/WLVT supports workforce programming on targeted industry clusters, soft skills and Career Gates. Through this partnership, the LVWIB works extensively with the intermediate units in Lehigh and Northampton counties to make workforce tools available to all educators in the Lehigh Valley. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 53 of 77

60 The Lehigh Valley Business Education Partnership promotes collaboration between business and education to foster productive citizenship, lifelong employability skills and economic development in the Lehigh Valley though the joint leadership of business and education. It partners with the LVWIB in aligning its goals of collaborating with school districts to raise student achievement levels, supporting and aligning education with career preparation and workforce development and advocating for sound educational policies on all levels of government. Juvenile Delinquent Services The Chief Juvenile Probation Officer from the Lehigh County Juvenile Probation Office is a member of the Lehigh Valley Youth Council. The Lehigh County Juvenile Probation Department has the responsibility to deliver necessary and appropriate services for juveniles and families who come before the juvenile court. A youth Employment and Training Specialist and a probation officer communicate regarding services provided by PA CareerLink Lehigh Valley youth programs. The probation officer makes referrals of youth to PA CareerLink Lehigh Valley youth programs. 3. Describe local efforts to promote collaboration between the public workforce system, education, human services, juvenile justice, and others to better serve youth that are most in need and have significant barriers to employment. Additionally, describe local efforts to successfully connect youth to the education and training opportunities that lead to successful employment. Many youth agencies and organizations assist in recruiting of youth and delivering services in the Lehigh Valley. Although this program is currently under a systems analysis for the current period the focus of the Youth Program is academic achievement, high school graduation, postsecondary readiness, the development of a year- round youth program, and services that integrate the WIA s youth program design requirements. The Youth Program provides progressive and/or sequential services to in-school and out-of-school youth. Out-of-school youth may receive literacy services, build employment skills through the summer youth component and then proceed to occupational skill training and eventual job placement and follow-up services. This multi-year approach delivers a continuum of services through career enrichment, academic enrichment, employment competencies and pre- and post-secondary activities. Individuals representing established linkages listed in Section 1. above collaborate on numerous special projects and activities to connect youth to education and training opportunities. A few of these special projects for youth include Health Careers Awareness Week, Career Awareness Month, Governor s Workshop, and CareerLinking Academy and Career Gates. Others that expose youth to education and training opportunities include Lehigh Valley Job Fair, individual company job fairs, PA CareerLink Lehigh Valley website, Lehigh Valley at Work TV show; Lehigh Valley at Work community website, Lehigh Valley Outlook publication, community awareness programs, classroom presentations, CD s produced for schools, e-media marketing tools, and Career Cruising. 4. Describe the strategy to coordinate with Job Corps, Pennsylvania Conservation Corps (PCC) and other youth programs. (Revised) Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 54 of 77

61 The LVWIB has a strong relationship with Job Corps. A Job Corps representative schedules customer appointments at the PA CareerLink Lehigh Valley sites in Allentown and Easton. During the introduction to PA CareerLink Lehigh Valley services, all customers receive information about the Job Corps, as well as other onestop services. If a customer is interested in more information about Job Corps, an appointment is made with the Job Corps representative. If a customer progresses from core services to intensive and/or training services, the Job Corps option is also included in case management strategies. The WIA Title staff works with Job Corps representatives to assist returning Job Corps customers so they can re-establish themselves in the Lehigh Valley. The Pennsylvania Conservation Corps has met with the LVWIB staff. PCC provided staff with a description of its programs. The Lehigh Valley SkillsUSA Council staff are full-time partners in PA CareerLink Lehigh Valley. Coordination efforts ensure that youth attending the three area career and technical schools have the opportunity to participate in leadership training and other youth development activities through SkillsUSA and PA CareerLink Lehigh Valley. WIA Title I coordinates youth programming with many community youth programs such as the Boys and Girls Clubs and the Lehigh Valley Business/ Education Partnership to connect LVWIB s system to all local school districts and local two-year and four-year post-secondary institutions. A representative from the U.S. DOL Bureau of Apprenticeship and Training is on LVWIB s Youth Council and keeps the system connected to apprenticeship programs and many community- and faith-based youth organizations. This includes referrals, program and initiative development and the delivery of services either on site at the partnering organization or in PA CareerLink Lehigh Valley centers. 5. Describe policies to ensure compliance with applicable safety and child labor laws. The keys to safety and child labor laws are information and compliance. All youth activities are monitored for compliance with child labor laws and safety. All recipients of youth grants or funds receive training in child labor laws and safety information/training. It is LVWIB s policy to make youth providers aware of safety and child labor law provisions and provide training on an individual basis or in group orientations. LVWIB also builds information and compliance issues into contractual requirements and monitor compliance. State and federal child labor laws are strictly adhered to for all youth under the age of 18 engaged in employment, work experience or internships. Health and safety standards established under state and federal law, otherwise applicable to working conditions of employees, are equally applicable to working or training conditions of youth participants. 6. Describe the strategy to provide initial intake, objective assessment, case management, individual service strategies and eligibility assessment for Youth. The LVWIB has developed a system of workforce and training services for eligible youth and direct resources to engage youth in available programming. The LVWIB s youth program is marketed as Career Force. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 55 of 77

62 Although the age of the youth we serve is under review and analysis, i is LVWIB s intent to work with youth who are not less than 14 and not more than 21 years of age to participate in the Title I Youth Program if they meet the general youth eligibility criteria, income guidelines, have a barrier to employment and can provide documentation to verify each of these eligibility requirements. It is understood that 5 percent of youth do not have to meet income criteria; to serve this 5 percent, LVWIB works only with youth who fall into one of the following categories: School dropout Basic skills deficient Educational attainment that is one or more grade levels behind grade level appropriate to the age of the individual Pregnant or parenting Disabilities, including learning disabilities Homeless or runaway Youth offenders Youth who face serious barriers to employment as identified by the LVWIB It is the LVWIB s policy to provide a thorough assessment of skill levels in the form of standardized tests. Assessments and remediation tools such as WorkKey and KeyTrain are used; in-depth interviewing and evaluation are carried out through a case management system. Assessment is an ongoing process that is followed closely using a tool called an Individual Employment Plan. This plan is developed jointly with the youth customer and parents/guardians and includes a strategy for youth to reach economic self-sufficiency. It is also the guide used to benchmark the activities, training and supportive services in the youth customers service delivery plan. Training and supportive services in the youth customers service delivery plan. 7. Describe the design framework for youth programs that includes the following components: Preparing youth for post-secondary education. Career Force components provide information on Lehigh Valley Targeted Industry Clusters, career and vocational awareness activities, basic education skills development and financial aid information. Connecting academic and occupational learning. Components of Career Force integrate work and learning. Classroom- and work-based activities are linked to maximize a youth s learning experience. Preparing youth for unsubsidized employment opportunities. All components of the Career Force incorporate work readiness or occupational skill assessment and development to prepare youth for the world of work. Connecting youth to the business community through intermediary entities. Youth are connected to the local business community through field trips to local businesses and guest speakers. In some cases, businesses are an integral part of the contract training and/or employing the youth involved. 8. Describe the anticipated program design for the WIA Youth funds provided under the Recovery Act. Include in this description a program design for both younger, in-school, and older or out-of-school youth (including the year olds that can be served with Recovery Act funds). The LVWIB anticipates providing a summer youth program that links young adults to current and future employment opportunities. Programs will target economically Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 56 of 77

63 disadvantaged youth adults, 14 to 24 years of age, with barriers to employment. Services will be provided by the private, for-profit sector, the non-profit sector and the public sector. They may include municipalities, townships, business and industry, community and faith-based organizations and educational institutions. Providers are chosen through a competitive process. Each program must link young adults to current and future employment opportunities and include a work experience component with a work readiness measurement. Programs may include but are not limited to: work experience, educational continuums, employability training, internships, integration of basic academic skills into work activities, service learning, enhanced career awareness, basic and occupational skills, exposure to business and industry, job shadowing, community service projects, entrepreneurship, and individual service strategies. Programming for younger, in-school youth will include academics and work readiness with work experience at community or faith-based organizations, and schools or municipalities. Older youth will have broader options including training, academic enrichment and work experience. Work experience will be in the private sector and local government including municipalities, counties and cities, as well as community and faithbased organizations. 9. Describe any policies or strategies, in alignment with State guidance, to ensure implementation of activities that support out-of-school youth during summer and/or non-summer months, such as supportive services, needs-based payments, or day-care. (New Recovery Act) The LVWIB s American Recovery and Reinvestment Act (ARRA) of 2009 Youth Policies include: Youth Work Readiness Policy. The LVWIB requires every young adult receiving services under ARRA between the ages of 14 to 24 to participate in work readiness activities. Pre- and post-tests will be administered to document measurable gains in work readiness. Youth Payment Policy. The LVWIB requires every young adult receiving service under ARRA between the ages of 14 to 24 enrolled in a work experience activity to be paid a taxable wage of $7.25 per hour for each hour of work. Any youth enrolled in an academic enrichment, career awareness, basic and occupation skills training or work readiness will receive a non-taxable stipend of $7.25 for each hour of participation. Youth Probationary Policy. Youth ages 14 to 24 must complete the first week of scheduled activities to continue in the program and to receive payment for their participation. Priority of Service Policy for Veterans and Eligible Spouses. This policy applies to any individual that meet the criteria. 10. Describe strategies to incorporate the required youth program elements within the design framework. Elements to include are: Tutoring, study skills training, instruction leading to secondary school completion, including dropout prevention. Each component of the youth program has a required academic activity for youth and may include peer or adult tutoring and study skills training. For in-school youth, the academic instruction focuses on youth remaining in school and graduating from high school. For out-of- Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 57 of 77

64 school youth, academic instruction may focus on improving basic education skills or GED preparation. Alternative secondary school services. Mutual referral relationships exist between WIA Title I staff and local alternative secondary school services such as Communities in Schools, VISTA and Second Chance, to encourage youth to return to school or obtain a GED. Summer employment opportunities linked to academic and occupational learning. Subsidized and unsubsidized employment is offered through the summer component of the youth program. Paid and unpaid work experiences: Subsidized and unsubsidized, as well as paid and unpaid internships may be a part of the youth program. Occupational skill training. Out of school youth have the opportunity to obtain marketable skills through an Individual Training Account (ITA) if they are 18 years or older. In addition, programs offer occupational skills training for youth. The delivery of occupational skills training to youth will be enhanced by Department of Labor approval to waive the prohibition on the use of Individual Training Accounts for youth. Leadership development opportunities. Activities incorporated into the youth program include positive social behavior, decision-making skills, teamwork, problem solving and other skills. Comprehensive guidance and counseling. The case management process provides guidance and facilitates counseling referrals based on individual need, including drug and alcohol abuse counseling. Adult mentoring. Community partners and subcontractors provide adult mentoring activities that can be education, training or employment, depending on individual need. Supportive services: o Linkages to community services o Transportation costs o Child care and dependent care costs o Housing costs o Referral for medical services o Uniforms, work attire and work-related tools and gear. Follow-up services. All eligible youth receive a menu of follow-up services for a minimum duration of 12 months. These services may include: o Leadership development o Supportive services o Case management between youth and employer o Assistance in addressing work-related problems o Assistance with career development and further education o Assistance in securing employment o Mentoring o Tracking progress of eligible youth The type and duration of services are determined by individual needs and may be less intensive for individuals who only participate in a summer youth component. 11. Describe services provided to non-wia eligible youth under the 5% exception (WIA Section 129(c)(5)). Include the process and criteria used to determine serious barriers to employment. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 58 of 77

65 Out-of-school youth are the priority for the 5 percent exception. Services for WIA eligible youth under the 5 percent exception are the same services offered to eligible WIA Title I youth. Under the 5 percent exception, the LVWIB has chosen an additional youth eligibility criteria for out-of-school youth and in-school youth: Out-of school youth must have a demonstrated inability to command sustained employment at a wage rate adequate for self sufficiency; In-school youth requires a judgment by a school counselor or other professional indicating that the youth is at risk of dropping out of school. 12. Describe the Summer Youth Employment Program (SYEP) authorized by the Recovery Act. In your description, distinguish between WIA-funded and Recovery Act-funded youth as appropriate when different program components apply, including: Program period(s) The program starts June 22, 2009 and ends September 30, Program design for younger, in-school, and older or out-of-school youth (including the year olds that can be served with ARRA funds). The LVWIB provides a summer youth program that links young adults to current and future employment opportunities. Programs target economically disadvantaged youth adults, 14 to 24 years of age, with barriers to employment. Services are provided by the private, for-profit sector; the non-profit sector; and the public sector. They may include municipalities, townships, business and industry, community and faith-based organizations and educational institutions. Providers are chosen through a competitive process. Each program must link young adults to current and future employment opportunities and include a work experience component with a work readiness measurement. Programs may include but are not limited to: work experience, educational continuums, employability training, internships, integration of basic academic skills into work activities, service learning, enhanced career awareness, basic and occupational skills, exposure to business and industry, job shadowing, community service projects, entrepreneurship, and individual service strategies. Programming for younger, in-school youth includes academics and work readiness with work experience at community or faith-based organizations, and schools or municipalities. Older youth have broader options including training, academic enrichment and work experience. Work experience is in the private sector and local government including municipalities, counties and cities, as well as community and faith-based organizations. Program elements The LVWIB has established a detailed process to ensure that participating youth have an appropriate and meaningful summer experience combining both classroom and worksite time. Through a Request for Proposal process, the LVWIB solicited proposals from private sector, community-based and faith-based organizations, schools, municipalities and local government for programs that link Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 59 of 77

66 young adults to current and future employment opportunities. One requirement was the inclusion of both a work experience component with a work readiness measurement. Based on the chosen applications, the LVWIB developed a listing of work experience and academic enrichment programs. Youth are matched with appropriate work and classroom experience based on a detailed application submitted. Pre-/post-work readiness test Youth Work Readiness Policy. The LVWIB requires each young adult receiving services under ARRA between the ages of 14 to 24 to participate in work readiness activities. Pre- and post-tests will be administered to document measurable gains in work readiness. Types of worksites Examples of worksites for summer employment include: St. Luke s Hospital Easton Home Health and Hospice Services, Lehigh Valley Health Network, Community Services for Children, Borough of Coplay, The Crayola Factory, Fireman s Fund Insurance Company, Cities of Allentown and Bethlehem, MP Uniform and Supply, Redevelopment Authority of the City of Allentown, Community Bike Works, Bethlehem and Allentown Area School Districts, Lehigh Valley Child Care, Salisbury township, Arts Quest, the DaVinci Science Center, Upper Mount Bethel Township, Family YMCA, Lehigh County Senior Center, PA CareerLink Lehigh Valley. LVWIB will ensure a process of ongoing oversight and monitoring of the worksite, work experiences and supervision to assure that youth are increasing their workplace readiness skills. Use of wages and/or stipends Youth Payment Policy. The LVWIB requires each young adult receiving service under ARRA between the ages of 14 to 24 enrolled in a work experience activity to be paid a taxable wage of $7.25 per hour for each hour of work. Any youth enrolled in an academic enrichment, career awareness, basic and occupation skills training or work readiness receives a non-taxable stipend of $7.25 for each hour of participation. G. Business Services 1. Describe the role of the Business Services Team in the PA CareerLink system. The Business Service Team at PA CareerLink Lehigh Valley is referred to as the Business and Industry Relations Team. Its role includes: Provide resources and information and workforce services to employers about services available through the LVWIB workforce system called PA CareerLink Lehigh Valley, the PA Department of Community and Economic Development and the U.S. Department of Labor. Research, collate, interpret, and disseminate information on the Lehigh Valley regional labor supply, demand occupations, competitive wages, and other workplace trends in the region. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 60 of 77

67 2. Describe how the Local Area ensures that local strategic plans and goals of the PA CareerLink system for business services are communicated and connected with Business Services Teams. The LVWIB s Strategic Plan and the Local Plan are communicated to the entire community. Both plans are posted on the LVWIB s website and a copy is available for review at PA CareerLink Lehigh Valley. The plans are approved by the LVWIB and provided to Operators of PA CareerLink Lehigh Valley and all partners, Lehigh Valley Economic Development Corporation, the Greater Lehigh Valley Chamber of Commerce, Chief Elected Officials, Lehigh Valley Youth Council, Lehigh Valley Business Education Partnership, and numerous community and faith-based organizations. Because the LVWIB staff is located at PA CareerLink Lehigh Valley, information is exchange on a continual basis. The Business Services Team and the services its provides are under review; this is part of the workforce system analysis. 3. Describe service innovations offering human resource solutions for business customers, including development of: career ladders, industry recognized credentialing, customized service delivery, and collaboration or partnership. Under the direction of the LVWIB, the Society for Human Resource Management/Lehigh Valley Chapter, which represents more than 900 human resource managers in the Lehigh Valley, works closely to align its organization and resource solutions with PA CareerLink Lehigh Valley. The following are examples of service innovation solutions: Career ladders Industry recognized credentialing Customized service delivery Collaboration and partnership Career Ladders. LVWIB coordinates the development of Career Ladders within the targeted industry clusters. These are placed on PA CareerLink Lehigh Valley and the Career Cruising websites; are used in all school districts in the Lehigh Valley; and on LVWB s community site called Career Cruising Network. Industry Recognized Credentialing. The LVWIB and PA CareerLink Lehigh Valley continue to coordinate efforts to bring together targeted groups and sub-groups of employers within each of the targeted industry clusters to assist employers in identifying key skills and attitudes which are critical and common to the credential needed for work. This strategy is being extended to the higher level trades and technical occupation tracks as well as supervision and management within each of these groups. To accomplish this, LVWIB and PA CareerLink Lehigh Valley coordinate efforts with the three career and technical schools located within the Lehigh Valley, the two community colleges, the Manufacturers Resource Center, the Society for Human Resource Management, the Chamber of Commerce and other partners. All partners Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 61 of 77

68 have the same goal: to establish credentials for positions within the local employer base so that employers recognize a skilled worker thorough an occupational credential card. Discussions are ongoing with the Society for Human Resource Management/Lehigh Valley Chapter and the following employer groups: Chemical, Plastics, and Rubber Manufacturing Metal Fabrication and Manufacturing Financial and Insurance Call Centers Food and Beverage Manufacturing Logistics and Transportation Nanotechnology As a result of many business and industry focus groups, the LVWIB worked with Lehigh Valley s community colleges to establish a credential for work place attitudes. This credential signifies that the bearer has successfully completed training in the following areas: timeliness, work ethic, decision making, taking responsibility, dress code, and employer s priorities vs. personal priorities. Customized Service Delivery. Whether an employer account requires very basic services or an entire myriad of services, the PA CareerLink Lehigh Valley workforce system caters to employers individual needs. The PA CareerLink Business and Industry Relations Team are engaged in the following customized services: Develop relationships with members of the Lehigh Valley s business community by addressing specific workforce needs, services, networks and workforce options; Conduct individual company Job Fairs at one of the two PA CareerLink Lehigh Valley Centers to assist in addressing recruitment issues facing area employers; Conduct Occupational Job Fairs to address recruitment needs of a similar or related group of employers; Survey of area business for specific, current occupational wages; Ensure that all members of the Business and Industry Relations Team are equipped with information and materials about PA CareerLink Lehigh Valley, CJT, Industry Partnerships, WEDnet, PA WIN, Veterans Benefits, On-the-Job- Training, services of the Office of Vocational Rehabilitation services, other tax credits/incentives, programs and services of the Lehigh Valley Economic Development Corporation and training options within the Lehigh Valley; Conduct website training for employers on the PA CareerLink on a monthly basis; Offer targeted recruitment, execute detailed screening of applicants; place ads in specific periodicals; and provide wage and salary information, benefit trends and workforce data as employers express the need for greater assistance in recruiting qualified candidates; Collaborate regionally on the largest job fair in the Northeast, Lehigh Valley Job Fair. This serves as an excellent recruitment arena for employers, as well as a showcase for the Lehigh Valley that displays positions available and skills and educational requirements needed by employers in the region; Provide interviewing rooms for employers to recruit and interview candidates for employment; Assist in the recruitment of employment openings using a well-established employer and economic development network; Perform follow-up with employers who have not used LVWIB services within the past 24 months; Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 62 of 77

69 Identify all employers within local targeted industry clusters, assign them to a cluster, and contact them to increase market penetration in the clusters; Develop a series of Career Gates videos that showcase specific occupations at companies within local Targeted Industry Clusters. These videos will be broadcast on the PBS 39/WLVT and will be available to local school districts to showcase a variety of occupations and to help prepare the emerging workforce for the world of work. 4. Describe any Local Area plans for waiving the required 50% matching employer payment for Customized Training. If applicable, describe the criteria that will determine the percentage of cost to be paid by the employer. The LVWIB reserves the option to waive the required 50 percent matching employment payment for Customized Training under the WIA, ARRA and other funding sources. 5. Describe any plans the Local Area has to permit the use of up to 10 percent of Local Area formula funds to conduct Statewide Activities, such as Incumbent Worker Training. (Previously at Section A) The LVWIA reserves the option to use of up to 10 percent of Local Area formula funds to conduct Statewide Activities, such as Incumbent Worker Training. If the LVWIB decides to pursue this option, it must be approved by the LVWIB Executive Committee and the full Board. H. Faith-Based and Community Organizations Describe service coordination with Faith-Based and Community Organizations. The PA CareerLink Lehigh Valley maintains communications with a network of over 100 faith-based community organizations through regular mailings and/or , and through bi-weekly meetings at PA CareerLink Centers. Faith-based community organizations are provided updates on the local labor market, job openings, special recruitments, training opportunities and special programs or events held by PA CareerLink Lehigh Valley. VII. ADMINISTRATION A. Program Administration Describe any local policies or guidelines implemented to support WIA Title I program operations that are not addressed elsewhere in the Plan. Include information regarding the purpose, development, implementation, and monitoring of such policies. State Activity Support Payment Policy- (Attachment 7) Youth Needs Based Payment Policy- (Attachment 8) Follow up Policy- (Attachment 9) B. Fiscal Administration 1. Describe the administration of WIA funds used by the LWIB. Include oversight responsibilities for WIA funds, PA CareerLink and other workforce development resources. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 63 of 77

70 The Lehigh Valley Workforce Investment Area s fiscal agent is the Private Industry Council of Lehigh Valley, Inc., which has over 23 years experience in managing federal, state, and local grant funds. PIC of Lehigh Valley also has an accounting system that provides fiscal controls and accounting procedures that meet Generally Accepted Accounting Principles, including the accrual of expenditures when incurred and the recognition of revenue when earned. PIC s fiscal staff works very closely with LVWIB staff, operational staff and other agencies. Private Industry Council of Lehigh Valley, Inc. performs general administrative functions following all applicable federal, state and local regulations. These functions include but are not limited to: accounting, budgeting, financial and cash management, procurement and payroll. Based upon input from LVWIB and operational staff, the Fiscal Agent prepares a spending plan for each funding source over which the LVWIB has oversight. The Spending Plan captures information by both account detail and function on core, intensive, and training services. All reports are presented to the LVWIB Finance Committee for review and discussion, and reviewed by the LVWIB Executive Committee for recommendation to the Board for approval. Any changes to the reports follow the same approval process. By following this process, the Board is aware of activities being funded with the available resources and can be assured that the funds are being directed based on the strategic direction of the LVWIB. In addition to the spending plan reports, the Finance Committee and the LVWIB receive reports showing all available revenue by funding source and current, year-to-date expenditures by account and function. The Finance Committee also has full access to any financial data needed to ensure its strategic direction is being followed and funds are properly expended. Any other funds over which the LVWIB has oversight are processed in the same manner as WIA funds. The Fiscal Agent receives an annual audit and periodic monitoring sessions from the PA Department of Labor and Industry and the LVWIB staff monitor. All results from these reports are reviewed by the LVWIB. The Fiscal Agent is the liaison between the PA CareerLink Centers and the Commonwealth regarding any fiscal issues on behalf of the LVWIB. The Fiscal Agent participates in the development of the Resource Sharing Agreements for the local sites and submits all drafts to partners and BWDP staff. The Fiscal Agent provides fiscal oversight of the PA CareerLink Centers in the Lehigh Valley Workforce Investment Area to ensure that funds are disbursed according to the approved Resource Sharing Agreements. The Fiscal Agent provides financial reports to the PA CareerLink Contractors at its monthly meeting. The Fiscal Agent provides monthly invoices to the PA CareerLink Contractors and forwards payments to the Pennsylvania Department of Labor and Industry when appropriate. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 64 of 77

71 The Fiscal Agent performs its duties in accordance with the Bureau of Workforce Development s Partnership Financial Management Technical Assistance Guide. 2. Describe measures to eliminate duplicative administrative costs being used by the LWIB. The Fiscal Agent performs all the fiscal responsibilities as it relates to the Local Workforce Investment Area including the LVWIB, which eliminates any duplicative administrative costs. 3. Describe the property management approach used by the LWIB. PIC maintains a computerized inventory system, which contains all pertinent information on all non-expendable property valued at $ or more. All items are identified with either a State or Workforce Investment Act identification tag, if applicable, or LVWIB s own internal numbered stickers. Physical inventories are performed annually and reconciled against the Workforce Investment Area s property listing. This process also includes procedures to ensure that the property is being used for WIA purposes. Procedures are also followed to ensure that all sub-recipients have safeguards in place against theft, loss or damage to property and the continued need for the use of the property. 4. Describe how the LWIB will ensure that Recovery Act funds will supplement, not supplant, existing resources. The LVWIB will ensure that ARRA funds supplement and not supplant existing resources in the following ways: A major impact of the economic downturn has been the increase in the number of people seeking workforce assistance, including those on the extremes of the workforce continuum; those highly skilled individuals and those with few marketable skills. ARRA funds will supplement existing resources to allow for the increase in the number and services provided an increase that would not be possible without ARRA funds. Eligible ARRA customers funded through ARRA will be enrolled on an ongoing basis, using the appropriate funding stream. ARRA funds will be used to expand current offerings of longer training programs and supportive wraparound services that current resources cannot meet. ARRA funds will be tracked separately in the financial management system based on the services provided. Three LVWIB committees and the Executive Committee will be responsible for ensuring that ARRA funds supplement and not supplant existing resources. They include: o Access, which is responsible for looking for and eliminating barriers which inhibit workers from attaining the education/training needed to be employable and employers from acquiring the quality/quantity of the workforce needed; o Governance, which is responsible for developing systems to measure and report the local and regional impact of a workforce development system; Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 65 of 77

72 o Finance, which is responsible for reviewing program budgets and expenditures and reporting variances to the LVWIB and reviewing audit reports and financial aspects or program monitoring reports, making recommendations as needed. 5. Describe the monitoring and oversight criteria and procedures the Local Area has in place to ensure not only compliance with the laws, regulations and guidance but also with the intent and spirit of the Recovery Act, particularly plans to monitor reemployment services and summer employment, including summer employment worksites. (New Recovery Act) The LVWIB Monitoring Policy meets the requirement of 20 CFR (b)(2). See attached LVWIB Monitoring Policy (Attachment 10). The LVWIB will conduct oversight of additional funds provided by the ARRA in accordance with the LVWIB Monitoring Policy. Under this policy, the LVWIB conducts oversight of all new subcontracted programs; therefore, it will conduct oversight of all ARRA subcontracted programs including Reemployment Services and Summer Youth programs. The LVWIB has hired an additional monitor to assist in the oversight process of Youth Programs, including summer youth worksites. The LVWIB Quality Improvement Specialist is revising all monitoring tools to include provisions of the ARRA. 6. Describe pro-active risk management strategies the LWIB will implement to prevent waste, fraud, and abuse of all funds and activities. (New) The LVWIB monitor periodically reviews the fiscal agent, sub-recipient for fiscal compliance in relationship to internal controls in this area. C. Procurement 1. Describe the competitive process used to award grants and contracts (WIA Section 118(b)(9)). Include how community-based organizations, including faithbased organizations, are notified of contract opportunities (TEGL 17-01). Also, include the process to procure training services that are made as exceptions to the ITA process. The Lehigh Valley Workforce Investment Area has adopted procedures to procure administrative or customer services and training not covered through Individual Training Accounts. The competitive process used to award grants and contracts for activities under Title I of WIA is the same for adults, dislocated workers and youth. In most cases, the procedure involves a competitive Request for Proposal (RFP) process prior to the awarding of any contract. The RFP process includes reviews prior to the award of contracts to ensure reasonableness of costs, quality of training and/or services and effectiveness in meeting the performance standards established by the LVWIB and PA CareerLink Contractors. A cost analysis of the training or services provided is accomplished through the submission of a detailed line item budget submitted by the provider. Potential bidders are made aware of the availability of grants and contracts through both advertising of the RFP in newspapers within the Workforce Investment Area and solicitation of proposals from providers on a Bidders List. This process insures open competition for training and/or services. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 66 of 77

73 Non-competitive contracts for other administrative and training services are only be utilized in situations where it has been determined that there are no other providers available or interested in providing such services, or situations where the Fiscal Agent determines that the time and/or cost of competitively procuring the services needed are excessive. Subcontractors must comply with the following Assurances and Certifications: Debarment/Certifications Lobbying Certification Drug Free Workplace Certification Equal Employment Opportunity Statement Grievance Procedure Description of Training Facility/ADA Tax Certifications OMB Circular A Describe criteria used for awarding grants for all WIA and Recovery Act youth activities, including criteria used to identify effective or ineffective youth activities and providers of such activities. (Revised Recovery Act) Prior to awarding of contracts for all WIA and Recovery Act youth activities, contracts are reviewed to ensure reasonableness of costs, quality of training and/or services and effectiveness in meeting the performance standards established by the LVWIB and PA CareerLink Contractors. A cost analysis of the training or services provided is accomplished through the submission of a detailed line item budget submitted by the provider. The LVWIB conducts monitoring reviews during the operation of a contract and a review of the quality and effectiveness of the program prior to the award of subsequent contracts with the provider, to identify effective or ineffective youth activities and providers of such activities. This monitoring includes reviews of the provider s fiscal controls, billing procedures and quality of training and/or services. It also includes monitoring of the customers involved with the training provider as to their satisfaction with the training or services they have received. 3. Describe how providers of all youth services are procured under the Recovery Act. If using funds for summer employment opportunities and the fiscal agent or the LWIA is not operating this program element, please specifically describe procedures for procuring summer employment operational entities and job opportunities. (New Recovery Act) The LVWIB uses a competitive Request for Proposal (RFP) process to award grants and contracts to providers of youth services. The following timeline was followed: Date Activity 3/22, 3/25, 3/29, 4/1/09 Legal advertisements Morning Call and The Express- Times 3/25/09 Full page ad in The Morning Call 3/27/09 RFP flyer ed to community partners 3/30/09 Full page ad in The Express-Times 4/3/09 Proposal issued; received 182 requests for the RFP 4/8/09 Held RFP informational session with 143 attendees Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 67 of 77

74 4/30/09 Deadline for submission at 3 p.m. 5/8-5/14/09 Review of proposals 5/15-5/22/09 LVWIB action Beginning 5/26/09 Contract negotiations To be determined Contract start dates A review team made up of LVWIB, Youth Council and staff members was responsible for evaluating the proposals. The LVWIB s Youth Council and Executive Committee make final Youth Programming recommendations to the LVWIB board. During contract negotiations, recommended changes are discussed with the subcontractors and all ARRA requirements and contract procedures are reviewed. The LVWIB s fiscal agent, the Private Industry Council of Lehigh Valley, is the employer of record for summer youth job opportunities. 4. Describe the process to award contracts for Customized Training, On-the-Job Training. (New) On-the-Job-Training (OJT) is used to assist job seekers in obtaining employment opportunities for which the job seeker does not have all the skills to efficiently perform the job. On-the-Job Training is discussed with job seekers during orientation, publicized on PA CareerLink Lehigh Valley s website ( and marketed by the PA CareerLink Business and Industry Relations Team to employers when matching workers with employment opportunities. On-the-Job Customized Training To be eligible for On-the-Job Training funds, employment opportunities must be full time (35 hours/week or more), have a pay rate not less than $8.00/hour, have a Specific Vocational Preparation (S.V.P.) level of not less than 3, and provide sufficient work for long-term employment. Employers must be in compliance with all Unemployment Compensation, Workers Compensation, Fair Wage and Hour Act, EO, Civil Rights, ADA, Drug Free Workplace, OSHA Regulations and other related regulations. Terms and conditions are specified in the WIA On-the-Job Training contract. Job seekers must meet eligibility criteria for training services established by the LVWIB and the funding source. In addition, an employee cannot have worked for the prospective employer in any capacity, or as a contractor, nor as a leased or temporary employee through a third party s payroll; cannot be a relative of the business owner; and cannot have substantial prior experience in the areas in which training will be provided. On-the-Job Training contracts may be written through an intermediary brokering contractor. 5. Describe how the LWIA will implement the Recovery Act provision allowing the LWIB to award a contract to an institution of higher education or other eligible training provider if the LWIB determines that it would facilitate the training of multiple individuals in high-demand occupations, and if such a contract does not limit customer choice. (New Recovery Act) If the LVWIB determines that training multiple individuals in high-demand occupations would be beneficial for workers, the LVWIB will issue a Request for Proposal to the institutions for higher education and other training providers that have an approved program on the Eligible Training Programs/Providers list leading to the applicable highdemand occupations. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 68 of 77

75 The Lehigh Valley Workforce Investment Board, Inc. has currently not made the decision to exercise the clause to award contracts to institutions of higher education or other eligible training providers outside of our existing Request For Proposal Process. If it becomes necessary to quickly design new education and training programs based on industry driven needs within new emerging clusters such as Energy and green jobs, the WIB will re-evaluate their decision to exercise this clause. 6. Describe the system to assure compliance with federal and state laws and regulations regarding Minority and Women Business, discrimination or harassment. (Moved from VII(E)(1) Every contract includes Assurances and Certification that outline governing compliance with applicable laws that are kept on file at the LVWIB. D. Appeals And Grievances 1. Describe the procedures established for providers of youth or training services to appeal a denial of eligibility, a termination of eligibility or other action by the LWIB or One-Stop Operator. Providers of youth or training services submit a proposal during a Request for Proposal (RFP) process that includes a Bidder s Meeting/Orientation, which provides guidance on the RFP process including scope of work, rules and regulations, contracting, fiscal issues, proposal review process, performance, time frame, eligibility and the appeal process. The proposal for youth or training services is reviewed by a LVWIB-led team of reviewers who determine if the proposal should be funded. The review team utilizes written criteria to review proposals and meets to discuss the proposals. An approval or denial letter is sent to the providers of youth or training services that have submitted proposals during the RFP process. The providers of youth or training services whose proposals have been denied are given an opportunity to meet and discuss their proposal with appropriate staff. A Termination for Cause and Convenience section is contained in each contract for providers of youth and training services. If it is determined that a contract should be terminated, the procedures in the Termination for Cause and Convenience section of the contract are followed. 2. Describe the procedure(s) for individual customers to appeal a denial of eligibility, reduction or termination of services or other adverse action by the PA CareerLink or service provider. (New) PA CareerLink Customer Appeal Policy If a PA CareerLink Lehigh Valley customer chooses to appeal a denial of eligibility, reduction or termination of services or other adverse action by PA CareerLink Lehigh Valley or a PA CareerLink Lehigh Valley provider of services, the appeal process for that individual agency will be followed. The following procedure will be adhered to for any appeal not resolved by the individual agency appeal process: Step One: All appeals must be submitted in writing to the PA CareerLink Lehigh Valley Site Administrator within ten (10) business days of the completion of the individual agency appeal process. The PA CareerLink Lehigh Valley Site Administrator will review the Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 69 of 77

76 appeal and contact and/or meet with the customer for an informal resolution within ten (10) business days of receiving the appeal. Step Two: If an informal resolution cannot be reached, the appeal will be brought to the PA CareerLink Lehigh Valley Operator Consortium within ten (10) business days. The PA CareerLink Lehigh Valley Operator Consortium will review the appeal within fifteen (15) business days of receipt. A decision will be issued in writing to the customer within five (5) business days of the decision. Step Three: If the customer is not satisfied with the decision of the PA CareerLink Operator Consortium, he/she must inform the Lehigh Valley Workforce Investment Board s Executive Director, in writing, within ten (10) business days of the PA CareerLink Lehigh Valley Operator Consortium s decision. The PA CareerLink Operator Consortium s decision will be submitted to the LVWIB Executive Committee for appeal and determination within fifteen (15) business days. The outcome of the appeal will be provided to the customer in writing within five business days of the determination. Step Four: If the issue is not resolved to the customer s satisfaction, or a decision is not rendered within one hundred twenty (120) calendar days of submitting the appeal to the PA CareerLink Lehigh Valley Site Administrator, a request to have the appeal reviewed may be made to: The Director PA Department of Labor and Industry Bureau of Workforce Development Partnership Labor and Industry Building 651 Boas Street, 12 th Floor Harrisburg, PA Describe the grievance procedure for PA CareerLink staff. (New) There are three operators designated for PA CareerLink Lehigh Valley. Each operator follows its own grievance procedure. The LVWIB recommends to the operators that the site administrator have access to individual grievance procedures. The site administrator maintains copies of the Grievance procedures for PA CareerLink staff. 4. Attach copies of each of the above processes. (New) (Attachment 11) E. Equal Opportunity and Affirmative Action 1. Provide contact information for the Equal Opportunity (EO) Officer and EO Liaison(s) in the Local Area. Below is the contact information for the Equal Opportunity (EO) Officer and EO Liaison(s) in the Lehigh Valley Workforce Investment Area. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 70 of 77

77 Carol Moy Equal Opportunity Officer Private Industry Council of Lehigh Valley, Inc Union Boulevard, PO Box Lehigh Valley, PA (610) (Voice) or (610) (TTY) Karen Hilbert CareerLink Supervisor Bureau of Workforce Development Partnership 1601 Union Boulevard, PO Box Lehigh Valley, PA (610) , ext. 552 (Voice) or (610) (TTY) 2. Describe how the identity of the EO Officer and the complaint process are made available. The identity of the EO Officer and the appeal process are made available to the public via Equal Opportunity Is the Law posters both English and Spanish prominently displayed in high traffic areas of PA CareerLink Lehigh Valley (Career Resource Center, second floor reception desk, Youth/EARN program area and PA CareerLink staff lunchroom), Introduction to Services sessions, WIA registrations and PA CareerLink enrollments online. Participants in the Introduction to Services sessions and WIA registration are handed copies of the Civil Rights Statement (WIA-18) and are requested to sign the (WIA-16) acknowledging they have received and read the WIA-18 and understand the extent of their civil rights. Enrollees in the PA CareerLink system read a comparable statement online and must check a box to indicate they have read and understand their civil rights. The EO officer attends State and local training when offered. In addition attends the National EO Conference. If you feel that you have been unjustly treated or discriminated against in regard to your employment or training situation, please contact: Carol Moy Equal Opportunity Officer Pennsylvania CareerLink Lehigh Valley/ Private Industry Council of Lehigh Valley, Inc Union Boulevard, P. O. Box Lehigh Valley, PA (610) (Voice) or (610) (Voice TTY) Auxiliary aids and services are available upon request to individuals with disabilities. Equal Opportunity Employer/Program. 3. Describe the process for assuring that no individual shall be excluded from participation, denied benefit or employment, nor subjected to discrimination under or in connection with, any program or activity for any reasons, including Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 71 of 77

78 but not limited to: race, color, religion, national origin or citizenship, age, disability, political affiliation or belief. Complaint forms for filing allegations of discrimination at the local, state and federal levels can be obtained from the EO Liaison in the CareerLinks, the Local WIA EO Officer, the Office of Equal Opportunity, or directly from CRC. Complaints must be filed within 180-days from the date of the alleged occurrence of discrimination. Complaints filed after the 180-day time period will be forwarded to CRC. The Director of CRC, for good cause shown, may extend the filing time beyond 180 days. Individuals, specific classes of individuals, or authorized representatives may file complaints/allegations of discrimination regarding CareerLink issues may file a complaint with the Equal Opportunity Liaison in the CareerLink who forwards them directly to the State Equal Opportunity Officer. Individuals, specific classes of individuals, or authorized representatives may file complaints/allegations of discrimination about LWIA programs or services with the Local Workforce Investment Area s Equal Opportunity Officer, or directly with the State Equal Opportunity Officer. Complainants are also made aware of their right to file allegations directly with the USDOL Civil Rights Center (CRC). NOTE: Complaints/allegations do not have to be submitted on the prescribed complaint form in order for them to be considered valid complaints or allegations. Discrimination complaints may be submitted to: Local Workforce Investment Area Equal Opportunity Liaison or Mr. Autro Heath, Jr., Director Office of Equal Opportunity Department of Labor & Industry Room 514, Labor & Industry Building 651 Boas Street Harrisburg, PA TDD/TTY or PA Relay 711 or Director, Civil Rights Center U.S. Department of Labor 200 Constitution Avenue, NW Room N-4123 Washington, DC (202) TDD (202) Complaints filed by the complainant or his/her authorized representative must be filed in writing and must contain the complainant s and respondent s name and address, date alleged incident of discrimination occurred, a description of the allegations with enough detail to allow a determination by the Civil Rights Center (CRC) or Department of Labor Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 72 of 77

79 & Industry about jurisdiction over the complaint, whether or not the complaint was filed in a timely manner, apparent merit, and, if true, whether the allegations would violate any of the nondiscrimination and. equal opportunity provisions of WIA, and the complainants or his/her authorized representative s signature. Procedures for Complaint Processing at the Local Workforce Investment Area Equal Opportunity Officer Level Upon notification of a discrimination complaint, the LWIA EO Officer must inform the complainant of their right to file a complaint and have it investigated at the local, state or federal level. All complaints filed with the LWIA Equal Opportunity Officer must be immediately reported to the EO Officer in the Department of Labor & Industry. If the complainant elects to attempt resolution at the local level, the LWIA EO Officer, based on consultation with the State OEO, will conduct fact-finding/investigation at the local level in consonance with procedures outlined in the WIA. The LWIA Equal Opportunity Officer shall meet with the complainant or his/her authorized representative within ten (10) business days from the date of receipt of the written allegations, to conduct a fact-finding or investigation of the circumstances underlying the allegations and attempt to informally resolve the issue(s). The LWIA EO Officer s findings will be submitted in writing to the complainant not later than ten (10) business days following the fact-finding/investigation. The written notification shall include notice of the complainant s right to request a formal investigation by the EO Officer at the state level if a satisfactory resolution is not accomplished at the local level. If the Complainant is dissatisfied with the attempted informal resolution, he/she must inform the LWIA EO Officer and the EO Officer at the State level within five (5) business days of receipt of the unsatisfactory decision and request a formal investigation by the State Equal Opportunity Office. All complaints filed at the local level must be documented on the WIA/SESA local complaint log that is submitted to the State Equal Opportunity Office on a quarterly basis. Procedures for Complaint Processing at the Local Workforce Investment Area State Equal Opportunity Office Level VIII. PERFORMANCE A. Performance Management 1. Describe the monitoring process and oversight criteria and procedures utilized to move the system workforce investment toward the LWIA goals. The LVWIB will carry out oversight, monitoring and corrective action to the system using management tools through the LVWIB s Access and Governance Committee structure, regular review of performance standards, situation specific reporting, and by completing the oversight and monitoring tools developed by the Bureau of Workforce Development Partnership and the LVWIB. The LVWIB also works in consultation and cooperation with the State Monitor. The LVWIB uses appropriate monitoring tools. Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 73 of 77

80 2. Describe the system to capture and report performance data. The LVWIB compiles customer satisfaction data as follows: Lehigh Valley Workforce Investment Area participant data, including services and outcomes, is entered into the PA CareerLink system in a timely manner to ensure proper inclusion in state and federal performance measures. The local WIA continuously monitors other partner programs for services that impact the performance measures outcomes through the PA CareerLink Modules. A local WIA database is maintained to manage and cross-reference participant data between local and state information. The LVWIB requests reporting documentation from CWIA as necessary to assure reporting accuracy. 3. Describe how partner services are made available through PA CareerLink, including how the LWIA will avoid duplication of core services. Partner services in PA CareerLink Lehigh Valley s offices are made available in a manner that is seamless to the customer. When customers are made aware of services through an Introduction to Services, they are provided with a menu of services from which they can select their assistance. Core services provided through the Career Resource Center, Business and Industry Relations Team, and workshops are delivered by various partners within the PA CareerLink Lehigh Valley and thus avoid any duplication of services. 4. Describe how the LWIA identifies areas needing improvement and any processes in place to address deficiencies. Customer satisfaction information is collected on an ongoing basis. Job seekers and employers are asked to evaluate all activities and services provided. Locally developed customer satisfaction and workshop surveys, focus groups, and staff reporting of opportunities for improvement to the PA CareerLink Administrators and the LVWIB are used. Reports are created from the collected data including charts, tables, executive summaries and feedback for improvements made by customers regarding services, satisfaction, customer flow design, available technology, hours of operation, helpfulness of staff and training options, among others. Results are distributed to staff as a selfmeasurement tool and for strategically monitoring programming. Customer satisfaction information reports are used by staff to develop an action plan for continuous improvement. All reports remain on file with the original surveys. Customer satisfaction information is analyzed on an ongoing basis by comparing previously collected data with current data. Measurement methods vary depending on the activity. On-site telephone and mail methods are used for activities that cannot be measured on site, such as training provider programs. Activities or special events are measured on-site for customer satisfaction whenever possible. Information extracted from collected data is made available to job seekers, employers, and training program providers, depending on the source of the data collected. For example, Job Fair survey information from both job seekers and employers can be used Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 74 of 77

81 by employers to gauge customer satisfaction with recruiting methods; Training Effectiveness Questionnaires can be used by both job seekers and training program providers to assess customer satisfaction with the programs; Workshop Survey information can be used by the workshop facilitator to better address job seekers needs. Any employer or job seeker issues are addressed immediately. Issues involving the PA CareerLink website are submitted to Harrisburg. Depending on the complaint, broad range issues are discussed at staff meetings or with an individual. Many job seekers and employers are pleased that staff responds immediately to their comments on customer satisfaction surveys and realize that the LVWIB is committed to quality improvement and customer satisfaction. If any deficiencies are noted during WIB compliance monitoring, a Monitor Review Form (for internal programs) or letter (for external programs, such as training providers) is given to the appropriate contact person citing the deficiency and asking for a corrective action within 30 days. 5. Describe LWIA policies or strategies to ensure effective implementation of Common Measures. Identify the performance indicators and goals established to track progress toward meeting strategic goals and implementing the LWIA s vision for the workforce investment system. PA CareerLink Lehigh Valley staff attend training sessions, workshops, and Point of Contact meetings, as provided by the Department of Labor and Industry, to receive the most up-to-date information regarding Common Measures. Although Employment and Training Specialists and PA CareerLink Specialists contact participants during intensive or training services, participants are also contacted by phone one month after their date of exit, and letters are sent the second and third quarters after exit to verify that the participant is still employed. This procedure has been implemented to ensure achieving the Common Measures of Entered Employment Rate, Retention Rate, Average Earnings and all Youth measures. 6. The Recovery Act emphasizes the importance of accountability. Describe overall efforts for performance and reporting of the results of activities funded by the Recovery Act, and how the LWIB will measure whether it has achieved the local goals for implementation as described in Local Vision and Priorities. See performance indicators below for each objective that will all have a separate tracking system for ARRA funded participants. Goal 1: To promote the Lehigh Valley s long-term economic growth by improving the quality of the region s workforce and the competitiveness of its employers. Objective 1: Increase by 40 percent the number of dislocated workers and adults receiving intensive and training services, including those who have been most heavily impacted by the recession o Performance indicator: The number of dislocated workers and adults receiving intensive and training services. Objective 2: To make veterans and eligible spouses a priority for services under ARRA o Performance indicator: Using CWDS and internal management information system, review service data for veterans. Objective 3: To increase by 100 percent the number of youth served under ARRA Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 75 of 77

82 o Performance indicator: The number of youth served under ARRA funds. Goal 2: To transform the LVWIB s workforce system so that the Lehigh Valley s workforce and employers have access to a coordinated, transparent and effective system of workforce and training services. Objective 1: To implement wraparound services to address the needs of those most heavily impacted by the recession o Performance indicator: The number of individuals receiving wraparound services Objective 2: To compress and streamline the customer pathway to wraparound services, training and connection to employment opportunities o Performance indicator: The average number of days it takes an individual to have a career plan developed for a training or employment pathway Goal 3: To promote coordination, cooperation and information sharing about Recovery Act funds available to the Lehigh Valley. Objective 1: To serve as a catalyst in the Lehigh Valley to leverage Recovery Act funding to assist those most impacted by the recession o Performance indicator: Asset mapping of ARRA funds available to the Lehigh Valley Objective 2: To support the efforts of other Lehigh Valley community leaders in leveraging Recovery Act funding to assist those most impacted by the recession o Performance indicator: Asset mapping of ARRA funds available to the Lehigh Valley Goal 4: To use performance data to drive the improvement of the workforce development system. Objective 1: To analyze the effectiveness of wraparound services to drive the improvement of the workforce development system o Performance indicator: LVWIB committee reports and board minutes to indicate use of data provided by one-stop operator to drive the improvement of the workforce development system Objective 2: To analyze the effectiveness of compressing and streamlining the customer pathway to wraparound services, training and connection to employment opportunities to drive the improvement of the workforce development system o Performance indicator: LVWIB committee reports and board minutes to indicate use of data provided by one-stop operator to drive the improvement of the workforce development system 7. Describe the methodology for determining whether Summer Youth Employment Program participants have attained a measurable increase in work readiness skills and what tools will be used for this determination. (New Recovery Act) The work readiness skills goal includes a measurable increase in work readiness, including world-of-work awareness, labor market knowledge, occupational information, values clarification and personal understanding, career planning and decision-making, and job search techniques including resumes, interviews, applications and follow-up letters. Work readiness skills also encompass survival/daily-living skills. They also include positive work habits, attitudes, and behaviors such as punctuality, regular attendance, presenting a neat appearance, getting along and working well with others, exhibiting good conduct, following instructions and completing tasks, accepting constructive criticism from supervisors and co-workers, showing initiative and reliability, and assuming the responsibilities involved in maintaining a job. Work readiness also Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 76 of 77

83 entails developing motivation and adaptability, effective coping and problem-solving skills, and acquiring an improved self-image. All youth participants are expected to increase their workplace readiness skills, based on pre- and post-assessments. Program providers will be required to document an increase in these skills using a tool developed in coordination with the LVWIB. At a minimum, the Work Readiness Skills Goal refers to a measurable increase in work readiness skills including world-of-work awareness, labor market knowledge, occupational information, values clarification and personal understanding, career planning and decision-making, and job search techniques, including resumes, interviews, applications and follow-up letters. Use of successfully proven tools and/or indicators will be required to document work readiness competencies. The LVWIB has developed a new Youth Program image and name called B. Negotiated Performance 1. Describe how levels of negotiated performance ensure and support the LWIA vision. The negotiated levels of performance are used to ensure that the workforce system is in line with the LVWIB s strategic direction and vision. The local area has not developed performance standards beyond the core standards. It has, however, developed a PA CareerLink Lehigh Valley Contractor s Scorecard which benchmarks performance on a quarterly basis in the following areas: WIA Performance Standards, Market Indicators for All Contractors, Key Initiatives, Customer Satisfaction of PA CareerLink Lehigh Valley, and the WIA Financial Spending Plan. When a performance standards matrix of PA CareerLink Contractors and partners is completed by the State for use by local workforce areas, the LVWIB will have a clearer understanding of collective performance standards. An action plan will be developed and approved by the LVWIB s Access and Governance Committees outlining specific steps, including procedural and operational changes, necessary to satisfy respective performance standards and how they align with the LVWIB s vision, mission and objectives. 2. Provide a listing of the negotiated LWIA performance standards for the Adult, Dislocated Worker, and Youth Programs, as (Appendix G) in the Plan. APPENDICES LWIA performance standards negotiated with the Center for Workforce Investment and Analysis is attached as (Appendix G) in the Plan. Appendix A - Published Notice Appendix B - Plan Review Comments Appendix C - Organizational Chart Appendix D - LWIB / One-Stop Partner Agreement(s) Appendix E ITA Policy Appendix F Priority Policy Appendix G - Performance Measures and Levels LVWIB Board approved, September 15, 2009 Modified Local WIA Plan October 1, 2009 June 30, 2010 Page 77 of 77

84 Appendix A NOTICE The Lehigh Valley Workforce Investment Board, Inc. in partnership with the Chief Elected Officials of Lehigh and Northampton Counties will submit to the Pennsylvania Department of Labor and Industry the Program Year 2009 Lehigh Valley Workforce Investment Area Local Plan Modification for the period of October 1, 2009 through June 30, The Plan is consistent with planning guidelines issued by the Department of Labor and Industry Bureau of Workforce Development Partnership for the Lehigh Valley Workforce Investment Area. A draft copy of the Program Year 2009 Lehigh Valley Workforce Investment Area Local Plan Modification is available for review on August 11, 2009 at the Lehigh Valley Workforce Investment Board, Inc. office located at 1601 Union Boulevard, Allentown, Pennsylvania, between the hours of 8:00 a.m. and 4:30 p.m., Monday through Friday and also on the Lehigh Valley Workforce Investment Board, Inc. Website at Questions or comments may be directed to: Nancy Dischinat, Executive Director Lehigh Valley Workforce Investment Board, Inc Union Boulevard Allentown, PA Phone: (610) ndischinat@lvwib.org Equal Opportunity Employer/program auxiliary aids and services are available upon request to individuals with disabilities.

85 PUBLIC MEETING Appendix A

86 Appendix B Plan Review Comments Summary of Comments to Lehigh Valley Workforce Investment Board, Inc Local Plan Modification Local Plan Modification October 1, 2009 to June 30, 2010 COMMENTS HOW COMMENTS WERE ADDRESSED There should be an externship/internship associated with the training programs funded. Perhaps the schools or LVWIB and PA CareerLink Lehigh Valley need to be more involved in the finishing touches for our employers so the money is better invested in the students. This recommendation was added to our Service Delivery strategy VI A. Delivery System, 4 b. PA CareerLink Lehigh Valley Workforce Services. September 15, 2009

87 LEHIGH VALLEY WORKFORCE INVESTMENT AREA ORGANIZATIONAL CHART APPOINTS THE BOARD CHIEF ELECTED OFFICIALS LEHIGH AND NORTHAMPTON COUNTY Don Cunningham Jr. John Stoffa Lehigh County Executive Northampton County Executive NAMES THE FISCAL AGENT LEHIGH VALLEY WORKFORCE INVESTMENT BOARD, INC. Vision, Strategy, Policy, Budgeting/Oversight of Funds WIB FISCAL AGENT Private Industry Council of Lehigh Valley, Inc (Procurement, Accounting, Contracting, Funds Management) EXECUTIVE DIRECTOR Strategic Planning, Administration MONITORING WIB COMMITTEE STRUCTURE Executive Governance Finance Education Marketing Youth Council Access Industry PA CAREERLINK LEHIGH VALLEY OPERATORS Private Industry Council of Lehigh Valley, Inc. Office of Vocational Rehabilitation Bureau of Workforce Development Partnership PA CAREERLINK LEHIGH VALLEY SERVICE DELIVERY Core, Intensive, Training, Youth Services ONE STOP PARTNERS PRIVATE INDUSTRY COUNCIL OF LEHIGH VALLEY, INC. BUREAU OF WORKFORCE DEVELOPMENT PARTNERSHIP AARP Title I WIA Wagner-Peyser Act Title V Older American Act of (a) (5) Social Security Act Title II Trade Act of 1974 NORTHAMPTON COUNTY AREA AGENCY ON AGING Title V Older Americans Act of 1965 Trade Adjustment Assistance Reform Act 2002/2009 Title V Older American Act of 1965 Title IV Social Security Act Chapter 41 of Title 38, U.S.C. COMMUNITY ACTION COMMITTEE OF THE LEHIGH VALLEY Food Stamp Act of 1977 State Unemployment Compensation Laws Community Services Block Grant Act OFFICE OF VOCATIONAL REHABILITATION LEHIGH/NORTHAMPTON COUNTY ASSISTANCE ALLENTOWN HOUSING AUTHORITY Title I Rehabilitation Act Title IV Social Security Act Department of Housing and Urban Development Title IV WIA Food Stamp Act of 1977 LEHIGH CARBON COMMUNITY COLLEGE NORTHAMPTON COMMUNITY COLLEGE Title II WIA Carl Perkins Title II WIA Appendix C

88 LEHIGH VALLEY WORKFORCE INVESTMENT AREA BOARD S OPERATOR CONSORTIUM FOR PA CAREERLINK LEHIGH VALLEY Bureau of Workforce Development Partnership Private Industry Council of Lehigh Valley, Inc. Office of Vocational Rehabilitation Core, Intensive, Training, Youth Services Private Industry Council of Lehigh Valley, Inc. Bureau of Workforce Development Partnership Title I WIA Wagner-Peyser Act 403(a) (5) Social Security Act Title II Trade Act of 1974 Title V Older Americans Act of 1965 Trade Adjustment Assistance Reform Act 2002 Title IV Social Security Act Chapter 41 of Title 38, U.S.C. Food Stamp Act 1977 State Unemployment Compensation Laws Office of Vocational Rehabilitation Northampton Community College Title I Rehabilitation Act Title II WIA Title IV WIA Lehigh Carbon Community College Lehigh and Northampton County Assistance Offices Title II WIA Title IV Social Security Act Carl Perkins Food Stamp Act of 1977 AARP Title V Older American Act of 1965 Community Action Committee of the Lehigh Valley Northampton County Area Agency on Aging Department of Housing and Urban Development Title V Older American Act of 1965 Community Services Block Grant Act Appendix C

89 Appendix D LEHIGH VALLEY WORKFORCE INVESTMENT BOARD/ ONE-STOP PARTNER AGREEMENT In accordance with the Commonwealth of Pennsylvania s Department of Labor & Industry, Bureau of Workforce Development Partnership Guidelines for One-Stop Chartering and PA CareerLink Certification, this Lehigh Valley Workforce Investment Board, Inc./One-Stop Partner Agreement, with the consent of the Chief Elected Officials of the Lehigh Valley Workforce Investment Area, and entered into between the Lehigh Valley Workforce Investment Board, Inc., and the partners in PA CareerLink Lehigh Valley, which intending to be legally bound with respect to the operation of the site agree as follows: 1. Purpose of the One-Stop Partner Agreement: The purpose of this One-Stop Partner Agreement (OSPA) is to establish a viable framework in which the Lehigh Valley Workforce Investment Area and the PA CareerLink Lehigh Valley partner(s) will be able to provide one-stop services for employers, their employees, those seeking employment, and other interested partner(s) within the local area. The Lehigh Valley Workforce Investment Area has one comprehensive site located at 1601 Union Boulevard, Allentown as well as two outreach locations at 72 N. Second Street, Easton and Lehigh Career and Technical Institute, 4500 Education Park Drive, Schnecksville. Any future PA CareerLink Lehigh Valley sites will be chartered by the Lehigh Valley Workforce Investment Board, Inc. The purpose of PA CareerLink Lehigh Valley is to create a seamless system of service delivery that will enhance partner access to the individual programs while improving long-term employment outcomes for both job seeker and employer customers receiving assistance. The objective of the partner(s) is to provide these services in the most efficient manner possible, and to meet applicable performance measures established by the Lehigh Valley Workforce Investment Board, Inc., PA Department of Labor & Industry, and the United States Department of Labor. 2. Partner Responsibilities: The Workforce Investment Act of 1998 clearly identifies the one-stop system as the service delivery system for programs funded under the Act and its partner programs. In Pennsylvania, the PA CareerLink system has been designated as the one-stop delivery system. The PA CareerLink is a collaboration of site partners that are responsible for administering workforce investment, educational, and other human resource programs and funding streams in an integrated manner within the Lehigh Valley Workforce System. The following entities, on and off-site, are involved in the administration of the Workforce Investment Act and PA CareerLink Lehigh Valley: LVWIB Board approved, September 15,

90 Appendix D PA CareerLink Lehigh Valley Partners Private Industry Council of Lehigh Valley, Inc. Products/Services: The Private Industry Council of Lehigh Valley, Inc., (PIC) is a program operator and all staff are housed at and deliver services at the comprehensive and outreach PA CareerLink sites. Private Industry Council of Lehigh Valley, Inc., (PIC) shall provide services for programs authorized under Title I of the Workforce Investment Act to WIA eligible adults, dislocated workers and youths including core, intensive and training services. Job Corps services are also available on site. Private Industry Council of Lehigh Valley, Inc. (PIC) shall provide services and programs authorized under section 403(a)(5) of the Social Security Act (42 U.S.C. 603 (a)(5)(a) added by section 5001 of the Balanced Budget Act of 1997) and, Services and program design for activities authorized under Title V of the Older Americans Act of 1965 (42 U.S.C et seq). Comprehensive program services are provided on site at the PA CareerLink by the program Operator including core, intensive and training services as outlined in this agreement and subsidized work experience for up to 1300 hours per year. Coordination of information on program offerings, job openings, staff support and marketing with the Senior Community Service Employment Program is ongoing. This program is one of ten National sponsors including the American Association of Retired Persons which administers a program in the Lehigh Valley. Programs authorized under Part A of Title IV of the Social Security Act that includes the EARN (Employment Advancement and Retention Network) including additional supportive services to EARN participants and, Employment and training services to Able Bodied Adults without Children (ABAWDS) as outlined in work programs authorized under Section 6 (0) of the Food Stamp Act of 1977 and, Shall participate in the delivery of self-directed core, and staff-assisted core, intensive and training services within the one-stop workforce system to Lehigh Valley's universal job seeking population in the region designated as the Lehigh Valley Workforce Investment Area. Private Industry Council of Lehigh Valley, Inc. is a PA CareerLink Operator and serves as a coordinator of services for the PA CareerLink system as LVWIB Board approved, September 15,

91 Appendix D outlined in a written agreement between the Lehigh Valley Workforce Investment Board, Inc. and the Operator. PIC, in partnership with the Bureau of Workforce Development Partnership, and the Office of Vocational Rehabilitation will coordinate services for the PA CareerLink system and sites and will partner in providing self directed and staff assisted core, intensive and training services as outlined in this agreement. Bureau of Workforce Development Partnership Products/Services: The Bureau of Workforce Development Partnership is a program Operator and staff are housed at and deliver services at the comprehensive and outreach PA CareerLink sites. The Bureau of Workforce Development Partnership shall provide comprehensive services for programs authorized under the Wagner- Peyser Act (29 U.S.C. 49 et seq.) and, Conduct activities including comprehensive services, notification and certification of eligibility, screening, guidance and training resources to participants as authorized under Chapter 2 of Title II of the Trade Act of 1974 (19 U.S.C et seq.), the Trade Adjustment Assistance Reform Act of 2002/2009 and, Conduct Veterans Activities authorized under Chapter 41 of Title 38, United States Code, and, Operate programs authorized under State unemployment compensation laws (in accordance with applicable Federal law), and, Shall participate in the delivery of self-directed core and staff assisted core, intensive and training services within the one stop workforce system in the Lehigh Valley. In addition, a Rapid Response Coordination Services staff person is housed at the PA CareerLink Lehigh Valley Center on a full time basis and shall: Provide information about federal, state and local job training and dislocated worker assistance programs and, Rapid Response Assistance for employers in preparing for layoff, downsizing and or restructuring within their organization and, Rapid Response Assistance and Services for workers being laid off designed to provide the information needed to help laid off workers make good decisions about their future and to help workers find a new job or receive training for a new career. LVWIB Board approved, September 15,

92 Appendix D Office of Vocational Rehabilitation Products/Services: The Office of Vocational Rehabilitation is a program operator and one full time staff person is housed at and delivers services at the comprehensive and outreach PA CareerLink sites. Deliver and administer programs authorized under Title I of the Rehabilitation Act of 1973 (29 U.S.C. 720 Et seq.) The Office Of Vocational Rehabilitation will participate in the coordination of workforce development services in our area, provide technical assistance on disability issues to employers and PA CareerLink staff, and will provide services to job seekers with disabilities eligible under the Rehabilitation Act, Title IV of the Workforce Investment Act, and, Shall participate in the delivery of self-directed core and staff-directed core, intensive and training services within the one stop workforce system in the Lehigh Valley as it relates to Office of Vocational Rehabilitation eligible customers. As defined by the Office of Vocational Rehabilitation, training for OVR staff will be at the decision of the local OVR District Administrator/Manager. OVR staff supervision and direction will be the responsibility of the local OVR District Administrator/Manager. Northampton Community College Products/Services: Deliver and administer adult education and literacy activities under Title II of the Workforce Investment Act. Under Act 231 of the Pennsylvania Department of Education, Title II, an English as a Second Language Training Program is provided to a universal population of customers requiring English language skills along with General Educational Development (GED) classes. Provides workshops and assistance to job seekers seeking skills training. Lehigh Carbon Community College Products/Services: Deliver and administer adult education and literacy activities authorized under Title II of the Workforce Investment Act. Post secondary vocational education activities authorized under the Carl D. Perkins Vocational and Applied Technology Education Act (20 U.S.C et seq) by providing on site computer workshops and assistance to job seekers. LVWIB Board approved, September 15,

93 Appendix D Under Act 231 of the Pennsylvania Department of Education, Title II, and English as a Second Language Training Program is provided to a universal population of customers requiring English language skills along with General Educational Development (GED) classes. Lehigh County & Northampton County Assistance Offices Products/Services: The Lehigh County & Northampton County Assistance Offices will each provide the equivalent of one full-time employee in their respective PA CareerLink Lehigh Valley sites and, Deliver and administer the following programs: Programs authorized under part A of Title IV of the Social Security Act (DPW) and, Programs authorized under Section 6(d)(4) of the Food Stamp Act of 1977 (DPW) and, Work programs authorized under Section 6(0) of the Food Stamp Act of 1977 (DPW) and, Conduct assessment activities for county assistance office clients who are job seekers, supply applications and assistance to fill out applications for welfare programs. Northampton County Area Agency on Aging Products/Services: Authorized under Title V of the Older Americans Act of Subcontracts with Private Industry Council of Lehigh Valley, Inc. to administer the state funded Senior Community Service Employment Program. The AARP Foundation Senior Community Service Employment Program Products/Services: Deliver and administer activities authorized under Title V of the Older Americans Act of Each agency will make available respective information on services provided and will make appropriate referrals of customers. The Senior Community Service Employment Program will list all worksite job openings and will enroll all customers on the PA CareerLink Operating System. LVWIB Board approved, September 15,

94 Appendix D PA CareerLink Lehigh Valley and AARP site locations will become work experience worksites for eligible participants. Community Action Committee of the Lehigh Valley Products/Services: Authorized under the Community Services Block Grant Act. Each agency will make available respective information on services and will make appropriate referrals of customers. Allentown Housing Authority Products/Services: Authorized under Housing and Urban Development. Each agency will make available respective information on services and will make appropriate referrals of customers. 3. Costs: All partners are in agreement that they will provide for the overall operations of the One-Stop system, as detailed in the One-Stop Resource Sharing Agreement, if applicable. 4. Referrals: The primary principle of the referral system is the provision of a seamless delivery of services to both job seekers and employers. Our system is focused on a shared service delivery infrastructure that empowers operating, mandated and agency partners to offer the widest array of services that best meet employer and job seeker needs. By providing "Introduction to PA CareerLink Services Sessions" that involves all community sources, and through a case management system, a referral process is in place irrespective of the partner(s) with which the actual point of customer contact was made. Information and services are available to all customers via the virtual PA CareerLink system on the Internet and through the hyper-linking of public, private and community resources. Customers interested in services enroll in the PA CareerLink system through the Internet at the PA CareerLink Lehigh Valley Centers, at the convenience of one's home, or at any Internet connected public facility such as the libraries. It is agreed that our services are directed toward job placement and training. Job search activities and tools are provided at the Center by PA CareerLink partners through core workshops or through available bookmarked internet job search tools and programs. Customers unable to obtain employment through self-service and staff-assisted core services are identified by PA CareerLink staff who act as the customers point of contact. LVWIB Board approved, September 15,

95 Appendix D During prescreening, suitability and eligibility determinations are made regarding the availability of employment and training assistance. If eligible, an on-line WIA registration is completed by PA CareerLink staff or customers are referred to appropriate community based or private organization(s). The Business & Industry Relations Team ensures that collaborative efforts and shared responsibility exists to coordinate employer contacts. Applicable partners agree to end duplication of employer contacts and visits, share resumes of customers, use the PA CareerLink system as the system of record, jointly develop employer marketing materials, respond rapidly as a team to plant closings and plant start-ups, and continue to jointly develop job development tools and programs that match employers with job seekers. 5. Terms of Agreement: This agreement shall be effective from September 1, 2006 and terminate June 30, 2010 and is contingent upon WIA re-authorization. This Agreement can be terminated upon 30 days of written notice to the other partners with cause or upon 90 days of written notice to the other partners without cause. Breach of Agreement: The following activities may constitute a breach of the agreement by a PA CareerLink partner(s): (a) (b) (c) Failure to pay monies due under the Costs section of this agreement in a timely manner; Failure to cooperate with the PA CareerLink Operator or any other agent of the Workforce Investment Board, Inc. with regard to established policies and standard operating procedures; and, Failure to fulfill the terms and conditions outlined in this One-Stop Partnership Agreement. 6. Modification: Instances of modification include, but are not limited to: withdrawal of Partner(s), change of Partners, or change of locations. PA CareerLink partner(s) may request in writing an amendment to the One-Stop Partner Agreement through the Workforce Investment Board. The Workforce Investment Board may amend the One-Stop Partner Agreement whenever the Board determines it is appropriate or necessary. Any modifications to this Agreement, to be valid, must be in writing, signed and dated under the conditions agreed upon by all the partners, and attached to the original Agreement. If any provision of the agreement is held invalid, the remainder of the agreement shall not be affected. LVWIB Board approved, September 15,

96 Appendix D 7. Governance Lehigh Valley Workforce Investment Board, Inc. Role and Responsibilities: In partnership with the Chief Elected Officials of Lehigh and Northampton Counties, the Lehigh Valley Workforce Investment Board, Inc. has developed a comprehensive strategy to meet Lehigh Valley's workforce development needs, created a vision and goals for the local PA CareerLink system, set policy, continues to conduct oversight of public funds for the Lehigh Valley workforce system, and monitors youth activities and employment and training activities under Title I of the Workforce Investment Act. The Lehigh Valley Workforce Investment Board, Inc. will establish community outcome expectations, negotiate agreements with mandated and other one stop partners, select one stop Operators, charter PA CareerLink sites and monitor and evaluate the PA CareerLink workforce system. Local Elected Officials Role and Responsibilities: The Chief Elected Officials of the Lehigh Valley Workforce Investment Area have established a Lehigh Valley Workforce Investment Board, Inc. in accordance with Section 117 of the Act using criteria established by the State Workforce Investment Board. In accordance with the Workforce Investment Act and acting on the authority as the Chief Elected Official as defined in Section 101 (6) of the Act, appointments will be made to the Lehigh Valley Workforce Investment Board, Inc. and other responsibilities pursuant to the Act as proposed by the Governor of the Commonwealth of Pennsylvania. The County Executives of Lehigh and Northampton Counties acting on their authority as the Chief Elected Officials shall comprise the Governing Board of the Lehigh Valley Workforce Area for the purposes of administering the Act and for entering into and implementing agreements in accordance with the Act. The Chief Elected Officials of Lehigh and Northampton Counties exercised their right as described in Section 117 (d)(3)(b)(ii) of the Workforce Investment Act, and have named the Private Industry Council of Lehigh Valley, Inc., as the fiscal agent for all funds received under Title I of the Workforce Investment Act and other employment and training funds designated for the Lehigh Valley Workforce Area. PA CareerLink Lehigh Valley Operator A consortium made up of the Private Industry Council of Lehigh Valley, Inc., the Bureau of Workforce Development Partnership and the Office of Vocational Rehabilitation was approved by the Lehigh Valley Workforce Board, Inc. in September, 1999 to be Lehigh Valley's PA CareerLink Operator. Roles and Responsibilities: Create and maintain a one-stop workforce system designed around the choices and needs of job seekers and employers that LVWIB Board approved, September 15,

97 Appendix D delivers self-service core services to a universal population and staff-assisted core, intensive, and training services that respects the requirements of authorizing laws applicable to the PA CareerLink partners delivering services. The Operators Consortium designated a PA CareerLink administrator. The PA CareerLink Administrator is responsible for customer flow and operations of the PA CareerLink center, and reports directly to the Operator Consortium. The PA CareerLink Operator is accountable to the Lehigh Valley Workforce Investment Board, Inc., Local Elected Officials, and job seeking and employer customers. When fulfilling services for the One-Stop system, all partners are under the functional direction of the PA CareerLink Administrator. Those partners who may be co-located but not providing services through the One-Stop system are not under the functional supervision of the PA CareerLink Administrator. At the time that a co-located partner begins to provide One-Stop services, colocated staff fall under the functional direction of the PA CareerLink Administrator, in accordance with the formal PA CareerLink Administrator job description. Fiscal Agent Roles & Responsibilities: Private Industry Council of the Lehigh Valley, Inc., is the fiscal agent for WIA Title I money as designated by the Chief Elected Officials of Lehigh and Northampton Counties and is responsible for procurement, reporting, accounting, contracting and funds management. 8. Reporting Requirements: The PA CareerLink system will provide universal access, customer choice, integrated services based on program quality and accountability and the PA CareerLink Operators will comply with common measures as required by the State of Pennsylvania. The Lehigh Valley Workforce Investment Board, Inc. has developed benchmarking standards of success for the PA CareerLink The Lehigh Valley Workforce Investment Board, Inc. has developed a scorecard to track and measure goals set by the Board. Applicable partners are responsible for reporting monthly foot traffic statistics to designated PA CareerLink staff, which is then reported to the Operator Consortium and the Lehigh Valley Workforce Investment Board, Inc. 9. Impasse Resolution: In the event that an impasse should arise between the partners and/or the Lehigh Valley Workforce Investment Board, Inc., and/or the Operator, regarding the terms and conditions, the performance, or administration of this Agreement, the following procedure will be initiated: (1) The Lehigh Valley Workforce Investment Board, Inc. and the partners will document the negotiations and efforts that have taken place to resolve the issue. (2) The Lehigh Valley Workforce Investment Board, Inc. Executive Director will meet with the partners and/or the PA CareerLink Operator and/or the PA CareerLink Administrator based on the nature of the impasse to resolve the issue. (3) If an agreement can not be reached, the Pennsylvania Department of LVWIB Board approved, September 15,

98 Appendix D Labor and Industry will provide assistance in resolving the issue. (4) Binding arbitration. 10. Compliance Reference Documents: All parties to this Agreement will abide by the state and federal grant requirements, including but not limited to nondiscrimination, accessibility, the federal lobbying act, state and federal debarment, in accordance with policies and guidelines developed and distributed by the Pennsylvania Department of Labor & Industry. The parties to this agreement agree to comply with the following reference Documents: Lehigh Valley Workforce Investment Board, Inc. Strategic Plan, Lehigh Valley Workforce Investment Board, Inc. Local Plan, and Local PA CareerLink Policies. 11. Other: Vision of the PA CareerLink Lehigh Valley System The Vision of PA CareerLink Lehigh Valley as developed by the Lehigh Valley Workforce Investment Board, Inc. is a workforce that is aligned with economic development and provides a competitive advantage for the Lehigh Valley through a demand-driven workforce system. The mission of the Lehigh Valley Workforce Investment Board, Inc. is to ensure a demand-driven world class workforce system aligned with economic development and education. The goals and objectives are to: a. To become the primary source of workforce development information for the Region. b. To align the labor pool, build capacity, and ensure access to training focused on forecasted workforce needs and shortages within industry clusters. c. To identify, communicate and market skills of Lehigh Valley s workforce. d. Align with economic development and educational stakeholders to grow, prepare, and retain a highly skilled workforce based on forecasted market needs. e. To meet or exceed performance levels outlined by the Department of Labor and Industry. f. To identify solutions to workforce gaps. LVWIB Board approved, September 15,

99 12. Miscellaneous Provisions: a. PA CareerLink Operating System Appendix D The PA CareerLink Operating System known as the Commonwealth Workforce Development System (CWDS) is the system of record and includes a common data repository for Workforce Investment Act activities. All PA CareerLink system/site partner(s) as deemed necessary will have access to the Pennsylvania CareerLink system with the approval of a Computer Resources and Data Sharing Agreement. All PA CareerLink partners with authorized access agree to enter all clients (training and job seekers) into the CWDS Operating System. All PA CareerLink partners agree to enter all job openings and employer information it receives into the CWDS Operating System. All PA CareerLink partners agree to treat all data contained in CWDS as confidential and not permit access of Commonwealth-provided computer resources by, or re-disclose data to, any persons or entities other than its PA CareerLink staff/data users under any conditions. b. Mutual Respect of Organizational Practices All PA CareerLink system/site partners identified in this OSPA agree to respect each other s organizational practices and management structures in the provision of services under the agreement. c. Indemnification and Liability By executing this OSPA, each entity agrees to work together to deliver one-stop services for employers, and those seeking employment. However, the entities are not legally partners to the extent that term encompasses joint and several liability. Each entity under this OSPA is responsible for its own employees, representatives, agents, and suboperators. 13. Equal Opportunity and Nondiscrimination: The parties to this agreement assure that they will fully comply with the nondiscrimination and equal opportunity provisions of Section 188 of the WIA and its implementing regulations at 29 CFR Part 37. These regulations prohibit discrimination because of race, color, religion, sex, national origin, age, disability, or political affiliation or belief in both participation and employment. In the case of participants only, they prohibit discrimination based on citizenship or his or her participation in any WIA Title I financially assisted program or activity. The parties to this agreement will assure that complaints alleging discrimination on any of the above bases will be processed in accordance with 29CFR Part Copies of the complaint procedures developed pursuant to 29CFR Part and approved by the U. S. Department of Labor's Civil Rights Center will be disseminated to provide detailed instructions on the specific steps to be followed in processing discrimination complaints and the name(s) and telephone number/tty/ttd of the designated EO Officer or designee to handle these complaints in the PA CareerLink delivery system. LVWIB Board approved, September 15,

100 Appendix D Accessibility and Reasonable Accommodations: (1) Facilities that are both programmatically and architecturally accessible; (2) Reasonable accommodations for individuals with disabilities; (3) Method by which costs will be allocated for making reasonable accommodations. Obligation to Provide Notice: The parties to this agreement will provide ongoing and continuing notification that it does not discriminate on any of the prohibited basis in accordance with 29 CFR Parts through of the implementing regulations for Section 188 of the Workforce Investment Act. 14. Partner(s) to the Agreement: (a) Lehigh Valley Workforce Investment Board, Inc.: Eugene Ervin, Chair Lehigh Valley Workforce Investment Board, Inc. (b) Local Elected Officials: Donald T. Cunningham, Jr., County Executive County of Lehigh John Stoffa, County Executive County of Northampton (c) (d) (e) Fiscal Agent: Edward J. Murray, President & CEO Private Industry Council of Lehigh Valley, Inc. PA CareerLink Operator Contact: Edward J. Murray, President & CEO Private Industry Council of Lehigh Valley, Inc. PA CareerLink Partners bound by the terms of this memorandum of understanding are: the Private Industry Council of Lehigh Valley, Inc., Bureau of Workforce Development Partnership, the Office of Vocational Rehabilitation, Lehigh County Assistance Office, Northampton County Assistance Office, Northampton Community College, Lehigh Carbon Community College, Bureau of Workforce Development Partnership Rapid Response Coordination Services, and The Northampton County Area Agency on Aging, and The AARP Foundation, Allentown Housing Authority and Community Action Committee of the Lehigh Valley. Special Note: The Lehigh Valley Workforce Investment Board, Inc. has retained Strategy Solutions, Inc. to complete a comprehensive assessment and evaluation of our current workforce delivery system. The evaluation is taking an in-depth look at the delivery system as a whole. The goal is to identify the ideal model for service delivery, which will be compared to current Lehigh Valley Workforce Development System operations. From this, an implementation plan will be developed to achieve the ideal model. Based on the ideal model approved by the Lehigh Valley Workforce Investment Board, Inc. mandated One-Stop Partners designated in the One-Stop Partner Agreement may be realigned. LVWIB Board approved, September 15,

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104 TRAINING POLICY Appendix E As long as training funds exist, individuals who meet WIA eligibility requirements and lack marketable skills may be eligible for occupational skills training funds under the Workforce Investment Act. 1. Funds may be requested for an occupational skills training program on Pennsylvania s Statewide Training Programs/Providers List. All training must prepare customers for employment in a high priority occupation. Customizing approved training programs will be considered only if a credential/certificate is earned upon completion of the requested components. 2. All training is subject to PA CareerLink Lehigh Valley approval and must be directed toward full-time training-related employment. 3. If tuition or other training expenses are covered under any other source of financial aid or reimbursement, those monies will be coordinated with Workforce Investment Act funds. (Examples of other sources of financial aid/reimbursement are: Pell Grants, Trade Adjustment Act, G.I. Bill, company education assistance programs, etc.) You must apply for Pell funding and provide a copy of the Student Aid Report. Failure to inform your Employment and Training Specialist of your eligibility for other funding sources may result in termination of PA CareerLink Lehigh Valley training funds. 4. The maximum training amount is $6,000 per person. This amount includes the cost of tuition, fees, books, supplies, and any other course requirements. Funds must be used to cover the cost of tuition first. 5. Training must be completed within 24 months from the start date of WIA funded training. All course changes or training interruptions must receive prior approval from your Employment & Training Specialist for continued funding. 6. A grade point average of a C (2.0) or better and a satisfactory attendance record must be maintained. Time and attendance reports and copies of grades/certificates/diplomas must be submitted to your Employment and Training Specialist. Failure to do so may result in discontinuation of funding. Funds cannot be used to retake a class or examination, except at the discretion of your Employment and Training Specialist. 7. If your address, phone number, employment status, etc. changes, you must notify your Employment and Training Specialist immediately. 8. Notify your Employment and Training Specialist upon your exit from training. Participation in PA CareerLink Lehigh Valley s job club activities and 12-month follow-up services is required upon your exit from training. 9. You must provide required employment information to your Employment and Training Specialist within two weeks of your start date. If your file is up to date with all Time and Attendance Reports and copies of grades/certificates/diplomas, a $50.00 Glad You Got A Job check will be sent to you. (Limit one payment per customer.) By signing this form, I acknowledge that I understand the PA CareerLink Lehigh Valley Training Policy. Furthermore, I will assume responsibility to pay all costs related to my training that are in excess of the PA CareerLink Lehigh Valley subsidized portion. NAME: SIGNATURE: DATE: SOCIAL SECURITY #: PHONE NUMBER: ALTERNATE PHONE NUMBER: This policy is subject to change without prior notice. Equal Opportunity Employer/Program Auxiliary aids and services are available upon request to individuals with disabilities. Distribution: Original - File Yellow - Customer Rev. 11/1/2007

105 Appendix F Workforce Investment Act (WIA) of 1998 Policies Priority of Service Policy for Adults All adults, veterans and eligible spouses are eligible for core services. All adults, veterans and eligible spouses meeting 235% of the poverty income level are eligible for intensive and training services. If funds are limited, LVWIB Board approval will be required to decrease the poverty income level established by the LVWIB for adults. Any decrease in the poverty income level established by the LVWIB will not affect veterans and eligible spouses. Priority of Service Policy for Dislocated Workers All Dislocated Workers are eligible for core services. All Dislocated Workers are considered self-sufficient when working 29 hours or more per week. If a Dislocated Worker current gross weekly income exceeds 80% of their income at dislocation they will be considered self-sufficient and will not be eligible for intensive and training services. Priority of Service Policy for Veterans and Eligible Spouses The LVWIB has implemented Priority of Services for Covered Persons pertaining to Veterans and Eligible Spouses. On March 17, 2009, the LVWIB approved a policy, which adopts the United States Department of Labor s Priority of Service for Covered Persons pertaining to Veterans and Eligible Spouses. PA Career Link Lehigh Valley will identify all covered persons physically seeking services at its comprehensive, One-Stop and outreach locations through the use of a data collection sheet which is completed by every first-time visitor. Covered persons who seek virtual delivery of services will be identified through the Commonwealth Workforce Development System. A Priority of Service for Covered Persons pertaining to Veterans and Eligible Spouses information sheet which explains their entitlement to priority of services, the services available through PA CareerLink Lehigh Valley and the eligibility requirements for each program, is provided to all individuals entering the CRC, attending the Introduction to Services session and applying for GED or ESL classes.

106 Appendix F The U.S. Department of Labor is proposing new regulations implementing priority of service for veterans and eligible spouses, as provided by the Jobs for Veterans Act (JVA), and as specified by the Veterans Benefits, Health Care, and Information Technology Act of JVA calls for priority of service to be implemented by all qualified job training programs, defined as any workforce preparation, development or delivery program or service that is directly funded, in whole or in part, by the Department of Labor. Since enactment of JVA in 2002, priority of service has been implemented under policy guidance issued by the Employment and Training Administration. The purpose of the proposed regulations is to further articulate how priority of service is to be applied across all new and existing qualified job-training programs. The regulations require Workforce Systems to: 1. Identify all covered persons at the point of entry 2. Ensure that veterans/spouses are aware of their entitlement to priority of service; the full array of programs and services available to them; and any applicable eligibility requirements for programs and/or services 3. Ensure eligible veterans/spouses take precedence over eligible non-covered persons in obtaining services; ensure covered persons receive access to the service or resource earlier in time than the non-covered person; or if the service or resource is limited, the covered person receives access to the service or resource instead of or before the non-covered person The LVWIB will ensure the priority of service for veterans and eligible spouses is implemented according to the Jobs for Veterans Act.

107 Appendix G Lehigh Valley Workforce Investment Area PY 2009 Common Measures Performance Negotiations PY 09 Negotiated Performance Levels Adult EER 83% Adult Retention 87% Adult Six Month Average Earnings $13,700 DLW EER 90% DLW Retention 93% DLW Six Month Average Earnings $16,500 Youth Placement 67% Youth Attainment of Degree or Certificate 65% Youth Literacy/Numeracy 53% LVWIB Board approved, September 15, 2009

108 LEHIGH VALLEY STAKEHOLDERS Attachment 1

109 ECONOMIC DEVELOPMENT, WORKFORCE DEVELOPMENT AND EDUCATION NETWORK PA CareerLink Lehigh Valley Lehigh Valley Workforce Investment Board, Inc. Lehigh Valley Business/ Education Partnership Society for Human Resource Management Lehigh Valley Convention and Visitors Bureau Lehigh Valley Economic Development Corporation Lehigh Valley Chamber of Commerce Lehigh Valley Career and Technical Institute/Schools Lehigh Valley Universities Manufacturers Resource Center Lehigh Valley Community Colleges Attachment 1 Chief Elected Officials

110 LEHIGH VALLEY WORKFORCE INVESTMENT AREA BOARD S OPERATOR CONSORTIUM FOR CAREERLINK LEHIGH VALLEY Bureau of Workforce Development Partnership Private Industry Council of Lehigh Valley, Inc. Office of Vocational Rehabilitation Core, Intensive, Training, Youth Services Private Industry Council of Lehigh Valley, Inc. Bureau of Workforce Development Partnership Title I WIA Wagner-Peyser Act 403(a) (5) Social Security Act Title II Trade Act of 1974 Title V Older Americans Act of 1965 Trade Adjustment Assistance Reform Act 2002 Title IV Social Security Act Chapter 41 of Title 38, U.S.C. Food Stamp Act 1977 State Unemployment Compensation Laws Office of Vocational Rehabilitation Northampton Community College Title I Rehabilitation Act Title II WIA Title IV WIA Lehigh Carbon Community College Lehigh and Northampton County Assistance Offices Title II WIA Title IV Social Security Act Carl Perkins Food Stamp Act of 1977 AARP Title V Older American Act of 1965 Community Action Committee of the Lehigh Valley Northampton County Area Agency on Aging Department of Housing and Urban Development Title V Older American Act of 1965 Community Services Block Grant Act Appendix C Attachment 2

111 LEHIGH VALLEY WORKFORCE INVESTMENT AREA SCORECARD PY 08 State Outcome Local Outcome State Negotiated Must meet 1st Qtr. 2 nd Qtr. 3 rd Qtr. 4 th Qtr. WORKFORCE INVESTMENT ACT PERFORMANCE MEASURES Adult Entered Employment Rate 79.3% 90.0% 86% 80% 77.78% 78.18% 77.61% Adult Retention 82.8% 83.0% 89% 81.25% 82.86% 82.76% 83.56% Adult 6 Month Average Earnings $12,469 $14,511 $13,700 $12,955 $13,361 $14,037 $14,029 Dislocated Wkr. Entered Employment Rate 83.9% 96.9% 91% 90.91% 85.42% 88.54% 88.06% Dislocated Worker Retention 91.2% 91.4% 94% $92.11% 89.33% 90.91% 89.60% Dislocated Worker 6 Month Avg. Earnings $14,925 $16,255 $16,800 $15,704 $15,221 $16,068 $16,250 Youth Placement 60% 93.9% 67% 80% 85.71% 97.62% 88.76% Youth Attainment of Degree or Certificate 61.8% 75.8% 65% 100% 100% 100% 91.35% Youth Literacy/Numeracy 45.1% 66.7% 53% 57.14% 50% 37.50% 48% JOB SEEKERS AND EMPLOYERS USING PA CAREERLINK LEHIGH VALLEY JUL AUG SEPT OCT NOV DEC JAN FEB MAR APR MAY JUN TOTAL JOB SEEKERS ,271 1,161 1,182 14,250 EMPLOYERS TRAINING & EMPLOYMENT OUTCOMES - WIA JULY 1, 2008 JUNE 30, 2009 JUL AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN TOTAL ENTERED TRAINING EMPLOYMENT OUTCOMES Attachment 3

112 TRAINING & EMPLOYMENT OUTCTOMES - TRADE ACT JULY 1, 2008-JUNE 30, 2009 JUL AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN TOTAL ENTERED TRAINING EMPLOYMENT OUTCOMES WIA YOUTH JUL AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN TOTAL YOUTH ENROLLMENTS EMPLOYMENT OUTCOMES /07 6/08 JUL 08 AUG 08 SEP 08 WALL STREET WEST OCT 08 NOV 08 ENTERED TRAINING DEC 08 JAN 09 FEB 09 MAR 09 APR 09 MAY 09 JUNE 09 TOTAL PY 08 EMPLOYMENT OUTCOMES INDUSTRY PARTNERSHIPS JUL AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN TOTAL AGGREGATED HIGH SKILL TRAINING AND ADVANCED INDUSTRY SPECIFIC TRAINING ,616 CAREERLINKING ACADEMY JUL AUG SEP OCT NOV DEC JAN FEB MAR APR MAY JUN TOTAL TRAINING Attachment 3

113 Attachment 4 JULY 1, 2008 JUNE 30, ,250 Individuals received at least one CareerLink Lehigh Valley service 1,221 Lehigh/Northampton County residents that obtained employment through PA CareerLink Lehigh Valley services $13.62/hr. Average employment wage 6,590 Received Introduction to Services 4,838 Attended Workshops 545 Received Intensive Services 145 Individuals conduct job search activities in the Career Resource Center each day 236 Lehigh Valley Employers were first time users to state website 27 Employers conducted on-site Job Fairs 32 New Lehigh Valley Businesses have partnered with PA CareerLink Lehigh Valley 197 Adults and Dislocated Workers obtained occupational skills training 130 Youth obtained skills/career/academic training 113 Individuals received ESL instruction 100 Individuals received GED instruction 3,387 Individuals tested for PA State Civil Service Jobs 878 Veterans were served 218 Individuals visited a State Legislator 261 Employment Outcomes WIA Outcomes 147 Trade Outcomes 78 WIRED Outcomes 9 Youth Outcomes 27

114 Attachment 5 LEHIGH VALLEY WORKFORCE INVESTMENT BOARD, INC. CAREERLINK OPERATORS Private Industry Council of Lehigh Valley, Inc. Bureau of Workforce Development Partnership Office of Vocational Rehabilitation CHIEF ELECTED OFFICIALS Donald T. Cunningham, Jr. Lehigh County Executive Lehigh County Government Center John Stoffa Northampton County Executive Northampton County Government Center Schnecksville - Lehigh Career and Technical Institute 4500 Education Park Drive Outreach Center Northampton County Easton 72 N. Second Street Outreach Center LEHIGH VALLEY WORKFORCE INVESTMENT BOARD, INC. Eugene Ervin, Chair Air Products & Chemicals, Inc. Lehigh County Allentown 1601 Union Blvd. Comprehensive Site Nancy Dischinat Executive Director CAREERLINK PARTNERS Bureau of Workforce Development Partnership Bureau of Workforce Investment Dislocated Worker Unit Educational Opportunity Center Governor Veterans Outreach Program Job Corps Lehigh Carbon Community College Northampton Community College Office of Vocational Rehabilitation PA Department of Public Assistance Lehigh & Northampton County PA State Civil Service Commission PA Unemployment Compensation Board of Review Private Industry Council of Lehigh Valley, Inc. Senior Community Service Employment Program SkillsUSA Council State Legislators Pat Browne, Karen Beyer, Joseph Brennan and Steve Samuelson Supported Employment Program Veterans Employment and Training Programs Allentown Housing Authority Community Action Committee of the Lehigh Valley CAREERLINK SERVICES Introduction to CareerLink Lehigh Valley s Employment and Training System in English and Spanish English as a Second Language (ESL) and General Educational Development (GED) Classes Free workshops that include Resume, Basic Computer, Career Exploration, Credit and Budgeting Job Search and Placement Assistance Fully-equipped Career Resource Center that provides use of computers, phones, office equipment and job search materials Employment and Training Programs for youth and young adults, ages Access to Filing Unemployment Compensation Claims Child Care Information Services Company Applications Job Fairs State Civil Service Applications and Testing

115 Attachment 6 POLICY AND PROCEDURE FOR CERTIFYING TRAINING PROGRAMS/ PROVIDERS UNDER THE WORKFORCE INVESTMENT ACT OF 1998 (WIA) The Lehigh Valley Workforce Investment Board (LVWIB) requires all training providers to electronically submit all training programs and/or courses through the Pennsylvania CareerLink on-line application located at in order to receive WIA Adult and Dislocated Worker training funds for residents of Lehigh and Northampton Counties. Any customer requesting funding through the Workforce Investment Act must choose an approved training program from the PA Statewide Eligible Training Programs/Providers List located at All training providers must adhere to the following policy and procedure to have training programs and/or courses approved by the LVWIB: Adhere to the PA Department of Labor & Industry s Certification Process for Eligible Programs/Providers, Workforce Investment Information Notice (WIIN) No which can be accessed at Adhere to the following local policy Training providers only need to apply to one Local Workforce Investment Area (LWIA). Local Policies and Procedures may differ from each Local Workforce Investment Area. To remain eligible to provide training services and receive training funds, training providers must submit and meet performance levels on an ANNUAL basis. All training providers are strongly encouraged to have a current address used to notify training providers of meetings, policy updates, etc. All training providers must update contact personnel, site addresses, site phone numbers, program and/or course information. Training providers must supply the LVWIB with hard copies of their ADA Policy, Non- Discrimination Policy and Financial Statements prior to local approval of first time program/course submission. Training providers will be required to sign a Non-Financial Training Vendor Agreement. Training Vendor Agreements will be forwarded to each new training provider. Training providers must be licensed by the State Board of Private Licensed Schools OR MUST meet one of the exemptions as outlined in Workforce Investment Information Notice (WIIN) 1-07 which can be accessed at 1 Revised July 30, 2009

116 High Priority Occupations Attachment 6 The Lehigh Valley Regional High Priority Occupation List is available for training providers to use in submitting courses/programs for approval for the Statewide List of Eligible Training Programs/Providers. Training programs and/or courses must lead to an occupation on the Lehigh Valley Regional High Priority Occupations List. The Lehigh Valley Regional High Priority Occupation List can be accessed at If an occupation is not included on the Lehigh Valley Regional High Priority Occupation List, refer to Workforce Investment Information Notice (WIIN) 1-05, Change 2 which outlines the process whereby Local Workforce Investment Boards can petition the PA Department of Labor & Industry to consider adding an occupation to be included on the Lehigh Valley Regional High Priority Occupation List. WIIN 1-05, Change 2 is available at Program Costs When entering Program Cost into the online application, it must include tuition, and any additional costs (i.e. books, tools, clothing and equipment.) If the customer is required to purchase other required items, those costs must be included as well. Performance Requirements Institutions of higher education are not required to submit program performance data. The definition of an institution of higher education is: 1. A school that only admits people who have achieved high school diplomas/ged; 2. Are legally authorized to provide post-secondary education in their home states; 3. Are a non-profit or public institution; and 4. Are accredited by a nationally recognized accrediting agency. They may also be: 1. Schools that provide programs a year or more in length that provide occupational skills training in a recognized occupation and also meet the criteria in lines 1,2, 4 and 5 above. Exceptions to this are: 1. Non-credit courses or program; 2. Programs less than one year in length; and 3. For profit institutions All other training courses/programs will be required to meet performance measures to be considered for inclusion on the PA Statewide Eligible Training Programs/Providers List. The measures and levels are as follows: Workforce Investment Act (WIA) Workforce Investment Act and Non Workforce Investment Act (ALL) 1. Program Completion - 70% 1. Program Completion - 70% 2. Entered Unsubsidized Employment 80% 2. Entered Unsubsidized Employment 80% 3. Employment Retention - 82% 3. Employment Retention - 82% 4. Average Quarterly Wage - $ Average Quarterly Wage - $ Program Graduate/Certificate - 60% 5. Program Graduate/Certificate 60% There are two methods to report performance information, raw data and aggregate data. A.) Training providers must provide raw data on individuals participating in each course/program for a specified time period. The required data elements will include the following information: 1. Social security numbers 6. Individuals employed or furthering education when 2. Credential Attainment entered program 3. WIA Student 7. Course End Date 4. Course Completion 8. Course Name 5. Scheduled to Complete 9. Provider Name 2 Revised July 30, 2009

117 Attachment 6 The information will be run against wage records to calculate the performance information and percentages. Course/program applications will be processed daily against State wage record information using social security numbers. After the student information has been processed, the system will automatically populate the training and performance section of the application with the results. B.) Training providers must provide aggregate student data for each performance question on the application for each course/program. Training providers who use this method will be required to provide a copy of the report for courses/programs performance that is sent to the training provider s accrediting agency. Course/program applications cannot be approved until the report is received by the LWIB. Meeting Performance Levels may be waived by LVWIB for the following good cause reasons: 1) The training program is new and data on past performance is not available for the specified reporting period. (New program to school curriculum, not new program to statewide list.) 2) The training program served less than ten (10) individuals during the reporting period. (Performance information must still be provided regardless of the number of participants in a program.) Submissions LVWIB designated staff will review all applications submitted for approval. If an application is missing any item(s) LVWIB staff will notify the training provider and allow the training provider to submit the additional information. The LVWIB has 30 days to approve or deny an application. If an application is considered approved, it will be electronically submitted to the Bureau of Workforce Development Partnership, Certification Coordination Services for review and determination of eligibility to furnish training to Workforce Investment Act (WIA) and Trade Adjustment Assistance (TAA) eligible participants. The Bureau of Workforce Development Partnership, Certification Coordination Services will review, determine eligibility and certify each program and/or course of training within thirty (30) days. Documentation The following information must be provided to the LVWIB to verify information submitted through the on-line application: 1. ADA Policy 2. Non-Discrimination Policy 3. Most recent Financial Statements Please mail hard copies of requested information to: Rose Ann Kisilewicz LehighValley Workforce Investment Board, Inc Union Boulevard, P O Box Lehigh Valley, Pa Please refer to state site: for the most recent Workforce Information Notices (WIIN) WIIN 1-07 (General Eligibility Information) WIIN 1-05, Change 2 (High Priority Occupations). Lehigh Valley WIB reserves the right to change its local policy at any time. 3 Revised July 30, 2009

118 Attachment 7 State Training Activities Support Payments Policy Effective October 28, 2007, depending on the availability of funds, Dislocated Worker participants enrolled in a Workforce Investment Act (WIA)-funded occupational skills training program may receive $20.00 for each day of instructional training. To be eligible for State Training Activities Support Payments, participants must: 1) have exhausted their unemployment compensation benefits or are ineligible for unemployment compensation benefits due to insufficient earning or due to having performed services for an employer that was not covered under the State s unemployment compensation law; and 2) not be eligible for Trade Readjustment Assistance payments under the Trade Act, North American Free Trade Agreement Transitional Adjustment Agreement (NAFTA TAA) or North American Free Trade Agreement Transitional Adjustment Agreement (NAFTA TAA) Secondary program; or Needs Related Payments under WIA; and 3) not be employed on an OJT or other similarly subsidized position. Timesheets will be used to determine the amount of State Training Activities Support Payments. If participants become eligible for unemployment compensation benefits after starting to receive State Training Activities Support Payments, they must notify their Employment and Training Specialist immediately. A participant who drops out of training within five (5) class days of the training program start date will not be paid State Training Activities Support Payments for attendance during the five (5) day probationary period. This policy is subject to change at any time without advanced notice to the participant. If you have any questions pertaining to the State Training Activities Support Payments, please contact your Employment and Training Specialist. I have read and fully understand the meaning of this policy. Name (Print) Signature Date Employment and Training Specialist Date Rev. 10/07 P: State Training Activities Support Funds Payments Policy

119 Attachment 8 American Recovery and Reinvestment Act (ARRA) of 2009 Youth Policies American Recovery and Reinvestment Act (ARRA) of 2009 Youth Payment Policy The Lehigh Valley Workforce Investment Board, Inc. requires every young adult receiving services under ARRA between the ages of enrolled in a work experience activity will be paid a taxable wage of $7.25 per hour for each hour of work. Any youth enrolled in an academic enrichment, career awareness, basic and occupational skills training or work readiness will receive a non-taxable stipend of $7.25 for each hour of participation. Workforce Investment Act (WIA) of 1998 Policies Workforce Investment Act (WIA) of 1998 Youth Payment Policy The Lehigh Valley Workforce Investment Board, Inc. requires every young adult receiving services under WIA between the ages of 14-21enrolled in a work experience activity will be paid a taxable wage of $7.25 per hour for each hour of work. Any Workforce Investment Act (WIA) youth between the ages of enrolled in an academic enrichment, career awareness, basic and occupational skills training or work readiness will receive a non-taxable stipend of $7.25 for each hour of participation. This Policy will be effective as of June 15, 2009 Approved by the LVWIB Board meeting on June 16, 2009

120 Attachment 9 DISLOCATED WORKER, ADULT AND YOUTH POLICY Follow-up services are intended to ensure job retention, wage gains and career progress for participants who have obtained unsubsidized employment. These services must be made available as appropriate for a minimum of 12-months from the first day of employment. The extent of a person s participation in these services will vary depending upon the needs and wants of each individual. Contact to verify employment status and to assess the need for appropriate follow-up services will be conducted quarterly. Documentation of these contacts and services will be included on the IEP and maintained in the customer s file. The following table outlines the 12-month follow-up process for customers exited to unsubsidized employment. Follow-up Contact Responsibility Method Status Follow-up Service (as appropriate) Within 30 days of 1 st quarter after exit Employment & Training Specialist, Operations Department Phone contact, , personal contact, follow-up letter (attachment 1) Still employed; no follow-up services needed No longer employed; follow-up services requested Scheduled for second follow-up contact 2 nd quarter after exit Post-employment counseling; Intensive job club; referral to community support services Within 30 days of 2 nd quarter after exit Operations Department Follow-up letter (attachment 2) Still employed; no follow-up services needed No longer employed; follow-up services requested Scheduled for second follow-up contact 3 rd quarter after exit Post-employment counseling; Intensive job club; referral to community support services Within 30 days of 3 rd quarter after exit Operations Department Follow-up letter (attachment 3) Still employed; no follow-up services needed No longer employed; follow-up services requested Continued access to services until 12-month follow-up end date Post-employment counseling; Intensive job club; referral to community support services until 12-month follow-up end date