Luzerne/Schuylkill Workforce Investment Board, Inc. PY 2016 Transitional Local Plan

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1 Luzerne/Schuylkill Workforce Investment Board, Inc. PY 2016 Transitional Local Plan Submitted: 06/02/2016

2 Table of Contents Luzerne/Schuylkill WIB PY 2016 Transitional Local Plan...4 Section 1: Workforce and Economic Analysis Section 2: Strategic Vision and Goals Section 3: Local Area Partnerships and Investment Strategies Section 4: Program Design and Evaluation

3 Section 5: Compliance Exhibit A Exhibit B Exhibit C Exhibit D Exhibit E Exhibit F

4 Luzerne/Schuylkill WIB PY 2016 Transitional Local Plan WIOA requires each local workforce area to develop a local plan that supports and is submitted as a component of its associated regional plan. The narratives framed in the local plan include details, actionable plans and objectives, consistent with the local plan s respective regional plan s strategic vision and goals. 4

5 Luzerne/Schuylkill Transitional PY 2016 Local Plan Section 1: Workforce and Economic Analysis Please provide a separate response for each of the elements listed below Provide an analysis of the economic conditions, including existing and emerging in-demand industry sectors and occupations; and the employment needs of employers in those industry sectors and occupations. [WIOA Sec. 108(b)(1)(A)] and [proposed 20 CFR (a)] Note: Per WIOA Sec. 108(c), existing economic regional and/or local area analyses may be used if sourced data and/or derived analyses are economically relevant and current (i.e., within two years of the issuance of this guidance). 1.1 Luzerne/Schuylkill economic conditions, existing and emerging in-demand industry sectors and occupations are denoted in the following reports obtained from data provided by the Pennsylvania Department & Labor, Center for Workforce and Analysis (CWIA) for time period and similar projections for existing, emerging and in-demand industries and occupations from Economic Modeling Specialists Intl. ( EMSI) for time period of Various reports labeled Labor Market Status Report (Exhibit A); Labor Market Summary (Exhibit B) and Unemployment Rankings (Exhibit C) are attached which use a combination of both sources. EMSI s composite database provides valuable insight on occupational wages, industry trends, employment growth/decline for the current time period through The employment forecast by industry/occupation for Luzerne/Schuylkill workforce area is exhibited in industry data information outlined in Exhibit D. The employment forecast by industry/occupation for Luzerne/Schuylkill workforce area between 2015 and 2025 time period is based on information provided by EMSI industry data. (Exhibit D) The Government industry sector includes public education. This differs from how the state collects/presents their information. Occupational groupings are listed on two separate reports. One report sorts the occupations by projected net change similar to state data. The second report sorts the occupations by projected openings. Projected openings are due to both projected growth and replacement positions. The employment forecast by industry ranked by projected employment change between and by occupation ranked projected employment change is based on information provided by CWIA and displayed in Exhibit E. We can t guarantee changes will match projections. The best approach to measure is by examining trends and examining the industries and occupations showing the highest and lowest projections. While actual change is likely to vary from projections, it provides perspective on how jobs may potentially change. Projections are largely influenced by historical trends; however, EMSI attempts to incorporate as much current data as possible in not only pushing their data forward (from what is available at the local level by using the most current CPI estimates) but also making fairly reasonable projections. 5

6 Top 20 Industries by employment per CWIA data: Top 20 Industries by Employment, 4 Digit NAICS Luzerne-Schuylkill County, All Ownerships, Second Quarter of 2015, Preliminary 2015 Q2 Preliminary NAICS Title NAICS Establishments Average Employment Total Wage Average Weekly Wage Total, All Industries Warehousing and Storage ,766 $107,241,376 $701 Restaurants and Other Eating Places (new $36,483,982 $256 Elementary and Secondary Schools $114,460,989 $823 General Medical and Surgical Hospitals ,052 $87,844,824 $958 Grocery Stores ,869 $21,451,063 $339 Executive, Legislative, & Gen Government ,781 $45,187,157 $727 Nursing Care Facilities ,581 $35,665,689 $599 Employment Services ,322 $18,941,638 $337 Individual and Family Services ,212 $24,777,173 $453 Offices of Physicians ,943 $50,436,180 $1,318 Justice, Public Order, and Safety Activi ,786 $44,054,323 $1,217 General Freight Trucking ,458 $27,919,683 $874 Outpatient Care Centers ,427 $44,095,320 $1,397 Other General Merchandise Stores ,384 $11,662,048 $376 Traveler Accommodation ,360 $14,615,124 $476 Management of Companies and Enterprises ,228 $33,486,824 $1,156 Services to Buildings and Dwellings ,101 $15,906,475 $582 Business Support Services ,085 $18,276,217 $674 Department Stores ,998 $8,134,785 $313 Building Equipment Contractors ,815 $22,329,523 $946 Source: Quarterly Census of Employment and Wages 6

7 Luzerne/Schuylkill Transitional PY 2016 Local Plan Top 20 Growing Industries by employment volume change per CWIA data: Top 20 Growing Industries by Employment Volume Change, 4 Digit NAICS, Luzerne-Schuylkill County, All Ownerships, Second Quarter of 2014 to Second Quarter of 2015, Preliminary NAICS Title NAICS Establis hments 2014 Q Q2 Preliminary Change Average Average Average Average Establis Employ Total Wage Weekly Employ Total Wage Weekly Volume Percent hments ment Wage ment Wage Total, All Industries Warehousing and Storage ,161 $95,198,379 $ ,766 $107,241,376 $ % Insurance Carriers $21,544,689 $1, $26,345,026 $1, % Individual and Family Services $23,152,331 $ $24,777,173 $ % Employment Services ,071 $17,599,400 $ ,322 $18,941,638 $ % Restaurants and Other Eating 7225 Places (new ,753 $35,515,241 $ ,946 $36,483,982 $ % Other Support Services $2,135,374 $ $2,972,062 $ % Department Stores ,854 $7,481,652 $ ,998 $8,134,785 $ % General Freight Trucking ,322 $24,859,922 $ ,458 $27,919,683 $ % Other Professional & Technical 5419 Services $3,741,530 $ $4,327,713 $ % Architectural and Structural 3323 Metals 33 1,236 $14,071,053 $ ,339 $15,383,636 $ % Hardware & Plumbing 4237 Merchant Wholesalers $4,281,821 $ $5,255,802 $ % Special Food Services ,009 $4,748,104 $ ,088 $5,075,431 $ % Other General Merchandise 4529 Stores 77 2,311 $10,942,789 $ ,384 $11,662,048 $ % Executive, Legislative, & Gen 9211 Government 153 4,709 $44,192,161 $ ,781 $45,187,157 $ % Offices of Physicians ,882 $49,208,161 $1, ,943 $50,436,180 $1, % Child Day Care Services ,502 $6,903,926 $ ,563 $7,312,551 $ % Architectural and Engineering 5413 Services $16,519,964 $1, $16,985,508 $1, % Automobile Dealers ,590 $17,165,671 $ ,649 $17,812,127 $ % Investigation and Security 5616 Services $7,038,119 $ ,045 $7,581,773 $ % Other Specialty Trade 2389 Contractors $6,579,738 $ $7,786,259 $ % Source: Quarterly Census of Employment and Wages 7

8 Fastest Growing Industries based on employment volume change and employment percentage change per CWIA data: Fastest Growing Industries in Luzerne-Schuykill Counties WDA ( ) By Volume Change: By Percent Change: (min. employment of 500) Industry Title Employment Employment Industry Title Change (Volume) Change (Percent) Employment Services 2,140 Employment Services 51.3% Warehousing & Storage 2,110 Offices of Other Health Practitioners 46.9% Individual & Family Services 1,770 Individual & Family Services 43.0% Nursing Care Facilities 1,010 Home Health Care Services 41.5% Restaurants & Other Eating Places 800 Outpatient Care Centers 32.8% Home Health Care Services 730 Nonresidential Building Construction 31.5% Offices of Other Health Practitioners 610 Community Care Facilities for the Elderly 28.2% Outpatient Care Centers 610 Building Foundation/Exterior Contractors 26.2% Community Care Facilities for the Elderly 420 Residential Building Construction 26.1% Building Equipment Contractors 300 Other Ambulatory Health Care Services 25.8% Other General Merchandise Stores 270 Nursing Care Facilities 22.9% Child Day Care Services 260 Warehousing & Storage 21.2% Services to Buildings & Dwellings 250 Child Day Care Services 17.0% Nonresidential Building Construction 230 Other Specialty Trade Contractors 16.9% Other Ambulatory Health Care Services 230 Building Equipment Contractors 15.9% Offices of Physicians 220 Investigation & Security Services 14.1% Automobile Dealers 190 Architectural, Engineering & Rel. Services 12.5% Residential Building Construction 180 Automobile Dealers 12.5% Building Foundation/Exterior Contractors 170 Services to Buildings & Dwellings 12.3% Highway, Street & Bridge Construction 160 Computer Systems Design & Rel. Services 11.5% Source: CWIA Long-Term Industry Employment Projections ( ) In Demand Occupations per CWIA data: Long-Term Occupational Projections for Luzerne-Schuykill Counties WDA ( ) Employment Change ( ) Employment (2012) Projected Employment (2022) Volume Percent Total Openings Occupational Title Total, All Occupations 202, ,970 15, % 6,574 Management, Business & Finanace 14,840 15, % 419 Computer, Engineering & Science 5,460 5, % 163 Education, Legal, Social Service, Arts & Media 17,600 18,840 1, % 516 Healthcare Practitioners, Technicians & Support 17,570 21,100 3, % 705 Protective, Food, Building & Personal Service 34,510 37,900 3, % 1,343 Sales & Related 20,930 20, % 672 Office & Administrative Support 32,320 33,380 1, % 904 Farming, Fishing & Forestry 1,310 1, % 39 Construction & Extraction 7,860 9,030 1, % 253 Installation, Maintenance & Repair 9,110 9, % 296 Production 18,770 19, % 493 Transportation & Material Moving 22,210 24,580 2, % 771 Source: Long-Term Occupational Employment Projections ( ) 8

9 Fastest Growing Occupations in Luzerne-Schuykill Counties WDA ( ) By Volume Change: By Percent Change: (min. employment of 500) By Annual Openings: Occupational Title Employment Change (Volume) Occupational Title Employment Change (Percent) Occupational Title Total Openings Laborers & Material Movers 1,410 Personal Care Aides 42.7% Laborers & Material Movers 378 Home Health Aides 770 Home Health Aides 36.3% Cashiers 245 Personal Care Aides 730 Licensed Practical Nurses 27.4% Combined Food Prep/Serving Wrkrs 226 Registered Nurses 710 Construction Laborers 20.9% Retail Salespersons 202 Combined Food Prep/Serving Wrkrs 520 Carpenters 20.5% Registered Nurses 141 Licensed Practical Nurses 400 Registered Nurses 19.7% Waiters & Waitresses 138 Carpenters 320 Medical & Health Services Managers 19.6% Customer Service Representatives 130 Childcare Workers 290 Industrial Machinery Mechanics 19.6% Home Health Aides 118 Janitors & Cleaners 290 Billing & Posting Clerks 19.0% Stock Clerks & Order Fillers 116 Secretaries 280 Computer User Support Specialists 18.5% Office Clerks, General 111 Customer Service Representatives 270 Family & School Social Workers 18.5% Janitors & Cleaners 97 Team Assemblers 270 Laborers & Material Movers 18.4% Childcare Workers 90 Heavy & Tractor-Trailer Truck Drivers 260 Construction/Extraction Supervisors 18.0% Heavy & Tractor-Trailer Truck Drivers 86 Packers & Packagers, Hand 260 Social & Human Service Assistants 17.3% Personal Care Aides 84 Nursing Assistants 240 Laborer & Material Mover Supervisors 17.2% Packers & Packagers, Hand 80 Construction Laborers 230 Pharmacy Technicians 14.3% Licensed Practical Nurses 76 Packaging & Filling Machine Oprs 230 Taxi Drivers & Chauffeurs 14.0% Secretaries 68 Gen'l Maintenance Workers 220 Childcare Workers 13.9% Nursing Assistants 66 Industrial Machinery Mechanics 190 Packaging & Filling Machine Oprs 13.6% Packaging & Filling Machine Oprs 64 Office Clerks, General 190 Human Resources Specialists 13.0% Team Assemblers 64 Source: CWIA Long-Term Occupational Employment Projections ( ) Employment needs in the top industries and occupations, for the most part, are similar truck drivers and the need for soft skills. Many of the highest-need positions in the region are for low-skill positions. Employers want applicants who are able to demonstrate basic proficiency, basic math skills, and who have solid employability skills such as punctuality, communication, and initiative. Many of the entry-point positions in targeted industry sectors require minimal technical requirements or academic attainment but rather short-term training and onthe-job training Provide an analysis of the knowledge and skills required to meet the employment needs of the employers in the local area, including employment requirements for in-demand industry sectors and occupations. [WIOA Sec. 108(b)(1)(B)] and [proposed 20 CFR (a)] 1.2 L/S WIB receives and analyzes local workforce labor data, labor market trends, local economic trends and information regarding skill levels of the workforce on a regular basis. We have close relationships with economic development partners, employers, training providers, and customers visiting the PA CareerLink. The oldest cohort of workers from the baby-boom generation (individuals born between 1946 and 1964) turned 65 in 2011, and the youngest will reach that age in Normally, the increasing wave of retirements opens up opportunities for younger workers. The current economic climate has resulted in many older workers choosing to remain in the workforce, thereby impacting the jobs horizon for younger workers. Although baby-boomers will eventually leave the workforce, they will take key skills and technical knowledge with them. By 2022 we project over 21% of the total population will be ages 65+. As the skill gap widens, it can be correlated to the impact of an aging workforce. There are potentially more workers leaving the workforce than there are younger people entering the workforce. Several of the technical skills that are a common thread across all in-demand occupations are related to technology (such as use and maintenance of equipment and communications). Science, technology, engineering and math (STEM) are among the most critical skills required for most indemand occupations. Today s workers need a combination of skills in math, computer knowledge, mechanical, engineering and troubleshooting. Apprenticeship training, on-the-job training and short-term training through individual training accounts aim to create a pipeline of workers for in-demand occupations. Post secondary and industry recognized credentials are required for advanced skills training in the top 20 industry sectors. 9

10 According to data from Center for Workforce & Analysis (CWIA), the top five knowledge areas and projected needs between 2012 and 2022 are in the following areas: English language, customer and personal service, mathematics, administration and management, and public safety and security. Additional data analysis from CWIA defines the top five work activities and projected needs between 2012 and 2022 are: Finding information, communication skills with supervisors, peers and subordinates, making decisions and problem solving, and interaction with computers. This data demonstrates the need for basic soft skills, non-technical and technical skills which are all important in employment across industries and occupations Provide an analysis of the local workforce, including current labor force employment (and unemployment) data, and information on labor market trends, and the educational and skill levels of the workforce in the region, including individuals with barriers to employment. [WIOA Sec. 108(b)(1)(C)] and [proposed 20 CFR (a)] 1.3 Luzerne County and Schuylkill County Profiles as of April 2016 outline local workforce information. They provide detailed demographic data such as: population estimates, on-line job postings, per capita personal income, median household income and median family income, unemployment statistics, quarterly census of employment and wages, and occupational wages based on major occupational groups as per Pennsylvania Department of Labor & Industry Center for Workforce Information & Analysis (CWIA) most recent analysis in each county in relation to the State of Pennsylvania. To view the entire report, click here: 10

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13 . Luzerne/Schuylkill March 2016 Economic Outlook report provides additional labor force data indicating Pennsylvania having the 22 nd lowest unemployment rate across the nation; Luzerne/Schuylkill having the 15 th lowest unemployment rate by workforce development area in Pennsylvania. The unemployment rate by educational attainment: Less than a high school diploma is 7.4 %; High school diploma is 5.4 %; Some college or Associates degree is 4.1 %; Bachelor s degree and higher is 2.6 %. Luzerne/Schuylkill has experienced a continual decline in unemployment since The decline in unemployment along with increasing employment levels and increase in labor force are signs of improvement in the labor force. Over the past year, all three indicators were present in 42 of Pennsylvania s 67 counties of which Luzerne/Schuylkill was a part of. An increase in the labor force is often indicative of greater confidence in the labor market. Currently, the civilian labor force consists of 214,600 employed individuals in Luzerne/Schuylkill of which 12,900 are unemployed or 5.7 %. Top online job postings by occupation are for truck drivers, registered nurses and supervisors of retail sales workers. The largest industries reflecting growth are trade, transportation and utilities (+51,000), retail trade (+47,700), and health care and social assistance (+44,000). 13

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15 Educational and skill levels of the workforce in Luzerne/Schuylkill workforce area are detailed in the data provided by CWIA between the years of 2010 and 2014 for the population between the ages of 25 and 64 years. As noted in the Economic Outlook report and verified in the statistics provided in the Educational Attainment data individuals with less than a High School diploma have a higher unemployment rate than those with some college, associates degree, bachelor s degree or higher education makes a difference. EDUCATIONAL ATTAINMENT BY EMPLOYMENT STATUS FOR THE POPULATION 25 TO 64 YEARS Education Level and Labor Force Status Luzerne Schuylkill Total: 167,840 79,998 Less than high school graduate: 14,934 7,939 In labor force: 7,848 3,867 In Armed Forces 0 0 Civilian: 7,848 3,867 Employed 6,835 3,250 Unemployed 1, Not in labor force 7,086 4,072 High school graduate (includes equivalency): 60,523 36,528 In labor force: 42,426 25,175 In Armed Forces 0 48 Civilian: 42,426 25,127 Employed 38,469 23,260 Unemployed 3,957 1,867 Not in labor force 18,097 11,353 Some college or associate's degree: 51,767 22,015 In labor force: 41,774 17,197 In Armed Forces Civilian: 41,690 17,160 Employed 38,902 16,062 Unemployed 2,788 1,098 Not in labor force 9,993 4,818 Bachelor's degree or higher: 40,616 13,516 In labor force: 35,352 11,724 In Armed Forces 44 8 Civilian: 35,308 11,716 Employed 33,822 11,184 Unemployed 1, Not in labor force 5,264 1,792 Source: American Community Survey 5-Year Estimates Employment distribution by educational level for Luzerne/Schuylkill workforce development area between 2012 and 2022 in the tables below compare educational attainment levels of the local population ages 25+ and education/training requirements for all jobs. According to projections, there is a similar pattern of expected 15

16 local education levels in this 10 year time frame. By 2022, the data demonstrates the need for short term training (46%), moderate-term training (15%) and on-the-job training (54%) and the education projection levels for long-term training (7%), post secondary (14%), associate degree (4%), bachelor s degree (11%) and advanced degree training (3%) for local employment. The L/S WIB conforms with the state plan for the priority of service for veterans and eligible spouses, recipients of public assistance and other low-income individuals and individuals who are basic skills deficient as related to Title I Adult and Youth services. Priority of service requirements are no longer triggered by limited funds. Priority of service applies regardless of funding levels. PA CareerLink centers are accessible to all customers, including individuals with disabilities. The PA CareerLink centers have universal design with a focus on customer service. Individuals with disabilities and barriers are offered specialized services in the PA CareerLinks in the Luzerne/Schuylkill workforce area such as: hearing impaired equipment, visual assistance, braille materials, signing interpretation, assistance for referral to employers, providing necessary accomodations ADA compliant, support for limited English proficiency, many PA CareerLink centers employ bilingual staff, utilize websites such as Google translation services which offers the ability to serve numerous customers who speak a variety of different languages. We also contract with Propio Language Services to provide translation services over the phone for dozens of languages. JobGateway website can be operated in English or Spanish. CWDS also offers a range of information on services available to persons with disabilities. PA CareerLink staff are trained on the sensitivity and etiquette for disability awareness. L/S WIB monitors the PA CareerLink centers to ensure ADA compliance and PA DOL office of Equal Opportunity also assesses each PA CareerLink office in the workforce area to ensure compliance with ADA standards Provide an analysis and description of workforce development activities, including type and availability of education, training and employment activities. Include analysis of the strengths and weaknesses of such services, and the capacity to provide such services, in order to address the education and skill needs of the workforce and the employment needs of employers in the region. [WIOA Sec. 108(b)(1)(D)] and [proposed 20 CFR (a)] 1.4 The L/S WIB shall continue its path to improve the local delivery system by aligning strategies that reflect the Pennsylvania State Workforce Plan; however, ensuring the desired outcomes provide local relevance and success for jobseekers and employers. The L/S WIB analyzes and interprets labor market information and other relevant data that provides the framework for the transitional local plan. Local policy drives the quantitative 16

17 goals and desired outcomes for workforce programs funded through each specific Title. Local policies provide direction for job seekers choice of investment in obtaining skill enhancements through education/training that leads to an industry recognized credential in demand occupations. The L/S WIB priorities are to ensure a skilled workforce that improves by designing programs and policies to meet job seekers needs which are jobs driven and in meeting employer training needs. The Workforce Innovation and Opportunity Act offers a new opportunity to local/regional workforce areas to establish new policies, procedures and strategies in order to fulfill the needs for adults, underemployed, dislocated workers, youth and employers. The L/S WIB strives to provide excellent service to our customers. The L/S WIB offers career and training services through the assistance of well-trained professional staff in our three PA CareerLink offices. The PA CareerLink centers are customer focused with goals for preparing the workforce with education and skill advancement in meeting employer needs to spur economic growth. We accomplish this by partnering with local organizations and having strong relationships with education leaders. The L/S WIB and local PA CareerLink offices have distinguished relationships with all schools and training providers in the area. Job seekers and employers have access to a variety of training services. The L/S WIB maintains the quality of the training programs listed on the State Eligible Training Provider s List with training offerings that are aligned with business hiring needs in high priority occupations. Training programs must meet performance benchmarks such as program completion, employment rates, median earnings and credential attainment. Training options include: individual training accounts, on-the-job training, and incumbent worker training through industry partnerships. The L/S WIB members, Operator s Consortium both mandated and optional partners of the PA CareerLink are the network of workforce experts that offer linkages to the community for workforce solutions. Through these partnerships, customers are exposed to one-on-one assistance at the PA CareerLink centers located in the Luzerne/Schuylkill workforce area. Historically in Luzerne/Schuylkill, Title I Adult, Dislocated Worker and Youth services are contracted as a result of a competitive procurement process. Adult/Dislocated Worker Services and Youth Services are procured separately for staggered terms. Contracts have been awarded on a three year basis, and are reviewed annually for renewal. The procurement process is comprehensive and in compliance with established policies. The Title I Providers report activities within the PA CareerLink as a whole to the Consortium with oversight by the L/S WIB. The WIOA Title I Contractor for Adult and Dislocated Services in Luzerne County is EDSI and the Title I Contractor for Adult and Dislocated Services in Schuylkill County is ReDCo/Pathways. The Title I Contractor for Youth Services in Luzerne County is ResCare Workforce Services and the Title I Contractor for Youth Services in Schuylkill County is ReDCo/Pathways. Some customers are in need of basic career services while others are in need of more individualized or comprehensive career services that are customized. Job seekers have access to high quality training services while connecting to employment opportunities through the public workforce development system, JobGateway. WIOA relaxes training opportunity requirements to job seekers without a sequence of services once required under the former Act. Training is available to customers following an interview, assessment and an evaluation indicating if training is necessary in order to obtain or remain employed. Supportive services are available to eligible individuals if necessary to cover the costs in addition to training expenses. Luzerne/Schuylkill workforce areas of identified strengths include the Board s commitment to the development of a competitive workforce through their endorsement and adoption of WorkKeys National Career Readiness 17

18 Certificate and the YES (Your Employability Skills) Northeast Initiative. L/S WIB has a successful history of securing competitive public and private funding to build capacity of the public workforce system both locally and on a regional basis. The L/S WIB formally adopted WorkKeys National Career Readiness Certificate as a strategic initiative, an evidence-based credential that measures essential workplace skills which addresses immediate business need. Economic Development feedback familiar with national corporations considering locating to the northeast region of Pennsylvania, consistently asked if WorkKeys was utilized as a hiring indicator. The board unanimously supported the decision to implement WorkKeys. WorkKeys provides qualified certificatebearing labor to local employers who have committed to hiring through the PA CareerLink. WorkKeys is a reliable workplace success for both job seekers and employers. This service is offered in our PA CareerLinks offices free of charge by professionally trained staff responding to workforce needs. With the local promotion of WorkKeys in the Luzerne/Schuylkill workforce area, there is a significant increase of business recognition of the WorkKeys National Career Readiness Certificate as a valuable credential. The workforce must make career decisions based upon employer needs. Job seekers have access to a national recognized skill assessment that identifies their interest and talents. WorkKeys identifies local strengths and talents. This program aids regional economic development organizations in bringing new industry and jobs to Luzerne and Schuylkill counties. Many employers are looking for assistance in evaluating and training potential employees. Participants who complete the WorkKeys program can receive a national certification which denotes a jobseeker s skills and how those skill levels compare to the skill levels required for a certain job. Approximately 49 Northeastern Pennsylvania businesses endorse the WorkKeys National Career Readiness Certificate in the Luzerne/Schuylkill workforce area. The L/S WIB formally adopted the YES Northeast initiative which addresses workforce skill gaps. The YES program provides the youth population with training for the foundation of employability skills that are mandatory in today s business environment. The L/S WIB strategic goal is to have the YES Northeast Program implemented in every school district in Luzerne/Schuylkill workforce area. The YES Northeast initiative also demonstrates the alignment within the State s Workforce Plan. YES Northeast addresses the talent pipeline of our youth, the future workforce of our region and nation. The L/S WIB places a great deal of emphasis on ensuring our youth are well prepared for the workforce. The 120 hour curriculum coursework focuses on employability skills, which include the following: communication; customer service; writing skills; interview training; resume writing; career exploration; health and safety; personal development; goal setting; quality and technology; teamwork and leadership; entrepreneurship; financial literacy; plus many more beneficial and relevant workforce topics. The YES program also conducts on-sight business tours for a first-hand look of how industry functions and the employment opportunities available to them when they are ready to enter the workforce. The Yes Program modules meet and exceed PA Chapter 4 Academic Standards for career education and work. Every school district in Schuylkill County with the exception of one, utilizes the YES Northeast program. A total of 10 districts use the curriculum, as well as the Schuylkill Technology Center for a total of 11 schools. In Luzerne County, five of the 12 districts utilize the YES Northeast program - Crestwood, Hazleton, Lake Lehman, Pittston, and Wyoming Valley West with the sixth school, Lake Lehman, joining the program in the school year. Approximately 330 Northeastern Pennsylvania businesses endorse the program and have agreed to offer preferred hiring to YES Northeast graduates. 18

19 YES Northeast Workshop Series also provides a customized version of the YES curriculum offered to out-ofschool youth enrolled in GED classes. The workshops are offered to students enrolled in the Title I Youth Programs at the local PA CareerLink centers. Section 2: Strategic Vision and Goals Describe local board s strategic vision and goals for preparing an educated and skilled workforce (including youth and individuals with barriers to employment). Include goals relating to the performance accountability measures based on primary indicators of performance described in section 116(b)(2)(A) in order to support regional economic growth and economic self-sufficiency. [WIOA Sec. 108(b)(1)(E)] 2.1 The local board s strategic vision and goals are in alignment with the Commonwealth s vision and goals. The L/S WIB Vision and Mission are to ensure a demand driven, world-class competitive workforce aligned with economic development and education. As local areas transition and implement WIOA, board strategies shall enhance and strengthen quality services offered to businesses and individuals (including youth and individuals with barriers to employment) in the PA CareerLink offices. The evolution shall focus on streamlining customer services and enhancing innovative business strategies. L/S WIB staff work closely with NEPA economic development PREP Partners and the three PA Careerlink offices through regular meetings, conference calls and . Bi-monthly meetings are conducted with the PA Careerlink Consortium and PA CareerLink Partners to review activities and to identify performance opportunities/best practices to enhance business services and customer services Describe how the local board s vision and goals align with and/or supports the governor s vision and goals for the commonwealth s workforce development system. [WIOA Sec. 108(b)(1)(E)] (See Appendix C: Transitional Planning References and Resources) 2.2 The L/S WIB vision and goals aligns with the Governor s vision of the commonwealth s workforce development system. 1. Establish Career Pathways 2. Invest in Talent and Skills for Targeted Industries in Partnership with Employers and Education 3. Increase Work-Based Learning Opportunities for Youth 4. Engage Employers Strengthen the Connection of Education and Training and Economy, Invest in Critical Skills and Jobs that Pay 5. Strengthen Data Sharing and Use Data More Effectively The local board shall promote a variety of career pathways that provide direction to individuals in the region seeking employment and to those looking to advance their careers. We shall promote opportunities for employment in industry sectors in the region that provide viable wages for self-sustainability. We shall continue our commitment with regional industry partnerships and apprenticeship programs. These initiatives involve employers in the conversation in addressing their business needs and the necessity for up-skilling incumbent workers which opens up entry-level and middle level employment opportunities. The local workforce plan is to increase outreach to employers in the region to utilize PA CareerLink services and to provide work based learning and internships for youth. These experiences shall be provided through summer and year-round work exposure. Involve employers in discussions with workforce partners such as economic development, education, OVR, and the corrections system to create collaborations that provide opportunities for all indivduals seeking employment especially those with significant barriers. The local board shall engage employers in discussions in regard to their respective needs such as enhancing skills of job seekers and support 19

20 jobs that provide self-sustaining and family sustaining wages. Develop relationships with the Office of Apprenticeship and employers to improve pre-apprentice and apprenticeship opportunities. The local board shall continue to evaluate training programs and employment outcomes through the utilization of a variety of data sources including CWIA, EMSI and the Bureau of Labor Statistics. The L/S WIB s goals align with the Governor s five broad goals in driving workforce development strategies. 1. Develop career pathways for skill, credential and degree achievement and provide individuals in the region, including those with barriers to employment, opportunities to obtain a job that pays a selfsustaining wage. 2. Increase public-private investment in the region s diverse skill sets of workers and in incumbent workers for targeted industry sectors from entry-level skills to middle skills through Industry Partnerships, WEDnetPA, and other sector strategies and funding streams that support the workforce initiatives. 3. Develop opportunities for youth to participate in work based learning through summer and year round employment opportunities, pre-apprenticeship, apprenticeship, internships and other similar experiences. 4. Involve employers through a variety of workforce partnerships to elicit their knowledge and expertise to improve connections and response time of workforce programs to fulfill their labor market needs, enhance critical skills development through public-private investment, and encourage employment practices that support jobs that pay. 5. Utilize the developed relationships among state agencies and workforce development partners to understand and evaluate education and employment outcomes and rely more effectively on data to improve and target our programs. Goals identified in Appendix C regarding local performance are undetermined at this time. The L/S WIB is awaiting release of the WIOA Final Regulations Eliminated by PA Department of Labor & Industry Describe how the local board s goals relate to the achievement of federal performance accountability measures. [WIOA Sec. 108(b)(1)(E)] 2.4 The local board s goals shall be based on the negotiated common performance meaures with the PA Department of Labor & Industry - Center for Workforce Information and Analysis (CWIA) as the US DOL WIOA Final Regulations are published. Negotiated levels shall align with the necessity of ensuring a skill ready workforce and employment opportunities that are in demand to meet the identified six performance indicators. The L/S WIB s mission statement ensures that the measures are attainable by aligning with employers and education to produce positive wages, employment retention, positive credential attainment, measurable skill gains and effectiveness in serving employers. The L/S WIB strives to meet and exceed the WIOA negotiated goals. L/S WIB staff meet with Title I Providers regularly to review activities, address any issues and to ensure that performance outcomes are continually improving. The L/S WIB and PA CareerLink Operating Consortia track additional indicators in support of key priorities and attainment of goals. By reviewing and establishing internal objectives, PA CareerLink partners have the ability to provide valuable input and infuse programmatic adjustments to collectively achieve the established goals. Section 3: Local Area Partnerships and Investment Strategies Many of the responses in this section, such as targeted sector strategies, should be based on strategic discussions with the local board and partners. Please provide a separate response for each of the elements listed below. 20

21 Taking into account the analysis described in Appendix B - Section 1, describe the local board s strategy to work with the entities that carry out the core programs to align resources available to the local area, in order to achieve the strategic vision and goals described in element 2.1. This analysis should include: A. A descriptive overview of the local workforce development system; include key stakeholders and entities associated with administrative and programmatic/service delivery functions. Examples include elected officials, advocacy groups, local workforce development board and committee structure, fiscal agent, operator(s), required program partners, and major contractors providing Adult/Dislocated Worker/Youth program elements. Describe respective roles and functional relationships to one another; B. A list of all local area PA CareerLink centers; include address, phone numbers, and hours of operation; and C. An attached organization chart that depicts a clear separation of duties between the local board and programmatic/service delivery entities. [WIOA Sec. 108(b)(1)(F)] 3.1-A The L/S WIB promotes the public workforce delivery system that follows the State s vision and mission to serve all customers both job seekers and employers. Although employment resources may be found online, job seekers and employers receive personal, customized and effective employment advice and support, in person, at our three PA CareerLink offices. We accomplish this by cultivating relationships with numerous strategic partners such as local elected officials, business and industry, economic development and education. Fifty-one percent of the volunteer members of the L/S WIB are from private industry organizations; all members are leaders in their field; each have optimum policy-making authority; and carry out regional and planning responsibilities for workforce development, employment, and training needs. The Commonwealth of Pennsylvania designated Luzerne and Schuylkill Counties as the assigned NE 075 workforce area in accordance with the Workforce Investment Act of 1998, now referred to as the the Workforce Innovation and Opportunity Act (WIOA). The Luzerne and Schuylkill Counties Executives are the Chief Elected Officials (CEO) who are responsible for board appointments that oversee the workforce delivery system. The L/S WIB is the grant recipient, fiscal agent (FA) and signatory in the administration of WIOA and other grant funds. The L/S WIB is responsible for governance, developing and oversight responsibilities of the workforce system and for the procurement and selection of WIOA Title I Youth, Adult and Dislocated Worker Providers. The accounting services are under contract with Service Access and Management, Inc., (S.A.M.). The L/S WIB manages all the FA obligations. S.A.M. employs a local individual to perform the day-to-day fiscal operations, in addition to other S.A.M. personnel who offer accounting advice and support for IT and HR services. The Standing Committees of the L/S WIB are: 1. Executive Committee 2. Finance/Fiscal Committee 3. Performance and Evaluation Committee 4. Planning and Development Committee 5. Youth Committee The L/S WIB Operator s Consortium, mandated partners and optional partners are the key stakeholders with whom we network that offer services in the Luzerne/Schuylkill workforce area. Collaboration of the partners and community based organizations include but are not limited to the following: Operator s Consortium Members Title I - The ReDCo Group/Pathways, WIOA Title I Adult/Dislocated Worker Provider in Schuylkill County as well as the WIOA Title I Youth Provider in Schuylkill County. 21

22 Title I - EDSI, WIOA Title I Adult/Dislocated Worker Provider in Luzerne County as well as the EARN Provider in Luzerne and Schuylkill Counties Department of Health & Human Services DHS County Assistance Offices Office of Vocational Rehabilitation Title II - Adult Basic Edication - Community College & Intermediate Units PA DOL Bureau of Workforce Partnership & Oparations Key Stakeholders and Partners Arbor/ResCare, WIOA Title I Youth Provider in Luzerne County Wagner-Peyser Services Veteran Services Rapid Response Services Trade Assistance Services Area Agency on Aging Local Elected Officials Local Legislators Economic Development PREP Partners Career & Technology Centers Housing Authority Chambers of Commerce McCann School of Business and Technology Fortis Institute Jolie Beauty Academy Volunteers of America County Probation Offices Prisoner Re-entry Programs Pathways Dress for Success Migrant Workers Program SHINE After-School Programs Commission on Economic Opportunity Local Colleges and Universities Local Libraries Manufacturer s Associations Unemployment Services Worker s Compensation GED Services and Testing Center The respective roles and functional relationships of the program partners and major contractors providing Adult/Dislocated Worker/Youth programs in the Pennsylvania CareerLink offices in Hazleton, Pottsville and Wilkes-Barre integrate and coordinate their services by sharing employment opportunities with staff and the public, sharing training opportunities, and other appropriate referrals. Title I Providers also follow L/S WIB policy and through monitoring by the board staff. Summary of Roles but not limited to the following: Integration of staff members while at the same time maintaining self-autonomy and identity. Integrating staff activities under the functional supervision of the PA CareerLink Administrator. Cross informational education of involved/integrated staff in the functions, opportunities and means of serving PA CareerLink job seekers and employers. 22

23 Sharing job duties and responsibilities. Submitting to collective managerial and administrative oversight, mandates, and directives. Emphasizing and insisting upon a complete customer (job seeker and employer) focused service approach. Just as in the private sector, we take appropriate steps to ensure that the customer is satisfied. Coordinating and consolidating the financial resources of organizations to ensure maximum leveraging of resources for one-stop centers services. Simultaneously providing individual services for their unique and targeted clientele. Understanding customers with limitations or barriers and linking and assisting them for access to other programs, funding sources, or supportive services. Providing a seamless array of services and opportunities to customers by creating an environment in which the customer is unaware of the autonomous nature of the programs/partners that are assisting them. Utilizing the latest in technology and statistical analysis, thus ensuring timely and meaningful information and services to customers. Providing highly personalized job assistance to customers. Integrated Business Services Teams that engages employers to address their business needs. Preparing customers to fulfill the vision of the WIOA Act in Pennsylvania by providing a welleducated highly trained and motivated product to be assimilated in the ever changing and expanding economy of Pennsylvania. 3.1-B The L/S WIB supports three PA CareerLink offices. Hours of operation are Monday through Friday 8:00 a.m. to 4:30 p.m. with appointments after hours when required on an as needed basis. 1. PA CareerLink Luzerne County at Hazleton 75 North Laurel Street Hazleton, PA Phone: (570) FAX: (570) TDD/TTY: (570) Website: rpisko@pa.gov 2. PA CareerLink Schuylkill County at Pottsville East Arch Street Pottsville, PA Phone: (570) FAX: (570) TDD/TTY: (570) Website: Sharon.Angelo@pathways.com 3. PA CareerLink Luzerne County at Wilkes-Barre 32 East Union Street Wilkes-Barre, PA Phone: (570) FAX: (570) TDD/TTY: (570) Website: christinejensen@lswib.org 23

24 3.1-C L/S WIB Organizational Chart Luzerne/Schuylkill Workforce Investment Area Organizational Chart (Revised ) Luzerne County Local Elected Officials Schuylkill County Local Elected Officials Lead Elected Officials Luzerne/Schuylkill Workforce Investment Board Inc. Committee Structure: Executive, Finance/Fiscal, Performance and Evaluation, Planning and Development, Youth Committee Luzerne/Schuylkill Workforce Investment Board Staff Executive Director, Fiscal Agent, Administration, Policy, Monitoring PA CareerLink Operator Consortium Bureau of Workforce Partnership and Operations Department of Health and Human Services Office of Vocational Rehabilitation Title I Adult/Dislocated Worker EDSI-Luzerne; Pathways- Schuylkill Title II Adult Basic Education PA CareerLink Wilkes-Barre Site Administrator Functional Supervision WIOA Title I A/DW EDSI Title I Youth - ARBOR WP BWPO Foreign Labor Certificate - BWPO Rehab. Act - Office of Vocational Rehabilitation UC L & I/BWPO Veteran Services - BWPO DHS LCAO CSBG - Commission of Economic Opportunity ABE Title II - Luzerne County Community College HUD E & T - CEO TAA BWPO Rapid Response PA CareerLink Hazleton Site Administrator Functional Supervision WIOA Title I A/DW - EDSI Title I Youth ARBOR WP BWPO Foreign Labor Certificate - BWPO Rehab Act - Office of Vocational Rehabilitation UC L & I/BWPO Veteran Services BWPO DHS LCAO CSBG - Commission of Economic Opportunity ABE - Luzerne County Community College HUD E & T - CEO TAA BWPO Rapid Response Executive Director/Fiscal Agent Patricia Lenahan Accounting Services SAM Project Manager for Job Seekers and Employer Services Trina Moss Manager of Workforce Operations and Strategies/EO Officer Marla Doddo Executive Assistant Nancy Kelly Partner Agencies EDSI - EARN Fortis Jolie Health and Beauty Academy Adams & Associates (Job Corps) Partner Agencies EDSI - EARN Mediation Local Management Committee Oversight of DHS programs EARN Program Operator EDSI 3.2 PA CareerLink Pottsville Site Administrator Functional Supervision WIOA Title I A/DW- Pathways Title I Youth Pathways WP - BWPO Foreign Labor Certificate - BWPO Rehab. Act - Office of Vocational Rehabilitation UC L & I/BWPO Veteran Services - BWPO DHS SCAO CSBG Schuylkill Community Action ABE SC Intermediate Unit HUD E & T - Schuylkill/Pottsville Housing Authority TAA - BWPO Rapid Response Partner Agencies EDSI - EARN Schuylkill Technology Center McCann School of Business 24

25 3.2 Describe the workforce development system in the local area that identifies the programs that are included in that system and how the local board will work with the entities carrying out core and other workforce development programs to support alignment to provide services, including programs of study authorized under the Carl D. Perkins Career and Technical Education Act of 2006, that support the strategy identified in the State plan under section 102(b)(1)(E). [WIOA Sec. 108(b)(2)] Note: The six (6) core programs identified by WIOA are: Adult, Dislocated Worker, Youth, Adult Education and Literacy, Wagner-Peyser Programs, and Vocational Rehabilitation The L/S WIB collaborates with the six core programs (Adult, Dislocated Worker, Youth, Adult Education and Literacy, Wagner-Peyser Programs, and Vocational Rehabilitation) and leverages resources and services to serve job-seekers and employers in the region. Most partners are co-located in the PA CareerLink or offer services in concert with the PA CareerLink as needed or as referred. Co-enrollment in programs is encouraged to best meet the customer s needs in order to be successful in their employment and careers. By leveraging resources, and through direct communication with the partners in the respective programs there are no duplication of services. The L/S WIB meets quarterly with Carl D. Perkins Career and Technical Education Program Providers who link academic and technical skills that are needed to succeed in a skills-based economy. Perkins Act supports career and quality technical education that prepares students transitioning from secondary to postsecondary education into a career pathway of their choice or directly into the workplace. Collaboration with local workforce boards help safeguard that the career and technical programs are academically rigorous and up-to-date with the needs of business and industry. Programs now cover a wide range of occupations across numerous career clusters, including programs in health care, information technology, and other fields with high concentrations of middleskill jobs. Additionally, these programs provide stackable industry recognized credentials/certifications to program completers that enhance career prospects and self-supporting wages. WIOA Adult The Adult program targets individuals 18 years of age and older who are in need of services to become employed or to advance their careers. Eligible Adult individuals are recipients of public assistance, other low income individuals, individuals who are basic skills deficient and individuals who are both underemployed and low income. The L/S WIB Adult Priority of Service Policy ensures WIOA Title I Program Operators are in compliance with the requirements of the Workforce Innovation and Opportunity Act regarding eligibility, priority of service and allowable services as authorized by the Act. The Adult program offers residents of Luzerne/Schuylkill counties career services and training services. Veterans and veteran s spouses within these targeted groups receive priority of services over non-veterans. General eligibility is determined during enrollment and through the use the of assessments for training. WIOA Dislocated Worker The Dislocated Worker programs assist individuals who are being laid off from employment or have lost their jobs and could benefit by assistance through on-the-job training or customized training or apprenticeship to help them become reemployed quickly. During intake an individual shall develop a service strategy with their case manager to include core reemployment activities. WIOA Youth Youth services are provided to youth aged that support educational attainment and career guidance, an opportunity for a summer or year round work experience, internship or pre-apprentice component, skills training focused on a career pathway based on in-demand occupations and industries. Supportive services are also offered to eligible youth. Goals for youth in this programming are to advance into post-secondary training or employment with a self-sustaining wage. Services are available for youth who are deemed out of school 25

26 (drop out, barriers such as a disability, pregnant or parenting youth, a youth who is in foster care, or a youth who was in the juvenile or adult justice system). Wagner-Peyser Employment services are provided to job seekers and employers. Job seeker services include: job search and job placement assistance; needs and interest assessments, counseling on careers, WorkKeys testing, workshops; creation of an individual employment plan and case management. Employer services include posting job orders, referral of qualified job seekers to job openings and job fairs. Labor market information is provided to job seekers and employers in order for them to make decisions based on reliable information. Adult Basic Education Adult basic education partners develop pathways to careers for adults whom are basic skills deficient. Programming includes beginner level literacy instruction to support college and career readiness. Additionally instruction is provided for English language learners and workforce and workplace preparation activities. Extensive case management is provided to participants that help students address barriers to participate (such as transportation, childcare, housing, and healthcare). L/S WIB works in tandem with Title II staff to support alignment of core programs and other workforce system partners. Title II providers Luzerne County Community College provides an annual presentation to the L/S WIB on services provided to participants in our region. Office of Vocational Rehabilitation (OVR) OVR provides services to eligible individuals with disabilities that they may prepare for, obtain and maintain employment and independence. Vocational Rehabilitation Counselors work with customers to develop an Individual Plan for Employment, providing services necessary to meet their specific vocational goal. Examples of services include diagnostic assessment and evaluation, counseling and guidance, restoration, training and placement services. OVR often collaborates with CareerLink program partners to provide services, outreach and assessment Describe how the local board, working with the entities carrying out core programs, will expand access to employment, training, education, and supportive services for eligible individuals, particularly eligible individuals with barriers to employment. [WIOA Sec. 108(b)(3)] 3.3 L/S WIB and partners in the PA CareerLink work with employers, educational institutions, industry partnerships and the PA Office of Apprenticeships to support placement of individuals with barriers to employment into quality entry-level jobs that provide the work experience and non-technical skills necessary to lead to employment in High Priority Occupations. This collaborative effort identifies career pathways that provide specific on ramps for quality entry level jobs. Career guidance and navigation services shall be enhanced to guide individuals, particularly individuals with barriers to employment and education, into programs and services that provide an effective pathway to their career goals. Our strategies shall evaluate and incorporate the skills and abilities of individuals with barriers to employment, including individuals with disabilities, veterans, ex-offenders, Temporary Assistance for Needy Families (TANF) recipients and those who do not speak English well or at all, to meet present workforce needs and future demand. The DRAFT version of the L/S WIB Priority of Sevice Policy PP104, which was submitted to PA DOL, details the requirements of WIOA regarding eligibility, priority of service and allowable services authorized for individuals with barriers

27 3.4 Identify and describe (for each category below) the strategies that are and/or will be used to: A. Facilitate engagement of employers, including small employers and employers in in-demand industry sectors and occupations, in workforce development programs in addition to targeted sector strategies; B. Support a local workforce development system described in element 3.2 that meets the needs of businesses; C. Better coordinate workforce development programs with economic development partners and programs; and This must include the implementation of incumbent worker training programs, on-the-job training programs, work-based learning programs, apprenticeship models, customized training programs, industry and sector strategies, career pathways initiatives or utilization of effective business intermediaries and other business services and strategies that support the local board s strategy in element 3.1. [WIOA Sec. 108(b)(4)(A) and (B)]. 3.4-A Our integrated Business Services Team focus on a two-tier business services system to facilitate engagement of employers. This consists of a Business Services Team Lead (BSTL) and Business Services Representatives (BSRs). Our Business Services Representative/Team Lead are responsible for establishing and maintaining employer relationships with small, mid-size and large employers. Each BSR shall carry a full employer caseload (employer caseload based on the L/SWIB s industry sectors). The Lead aligns employer relations across all partners. Our BSRs partner with the CareerLink staff in matching the skills of our customers to job leads that have been identified. The Lead acts as an ambassador and concierge to the business community including lead relationships with the Chambers of Commerce, Economic Development, industry targeted sectors such as Advanced Manufacturing, Food Processing, Healthcare, Logistics and Transportation, Energy and Utilities and other business-oriented groups. 3.4-B Our BSRs work with employers to determine their needs and work closely with the PA CareerLink to coordinate services, so that referrals and support can be obtained. When recruiting employers, staff discuss the benefits of services available at no cost at the CareerLink. Other methods are used to recruit and keep employers active in the CareerLink system such as: communicate information about employers job requirements to all PA CareerLink staff responsible for making job seeker referrals; maintain employer contacts regularly by telephone, , in person, or through a newsletter or card; Constant Contact, on site Job Fairs, and distribute employer satisfaction surveys to a diverse selection of employers monthly. In addition to the services the team provides to employers, the BST also inform employers about all PA CareerLink services. Through the use of outreach materials and acquired assessment, pre-screening, job matching, job fairs, tax incentives, rapid response, training availability, customized and OJT training opportunities, vocational rehabilitation assessments and literacy services. The Lead also coordinates the various outreach and advertising efforts for businesses. It is understood that all outreach and advertising efforts shall be developed in collaboration with the PA CareerLink Administrator with advance written approval. In order to develop more services that directly connect job seekers with employment opportunities, we shall utilize CWDS/Job Gateway and other assessment tools (online and paper) to achieve our job matching goals. Staff-Assisted Job Orders/Managing Job Orders staff target employers who have current openings that are not listed on JobGateway /CWDS. To ensure the employer and job seeker get the most out of their experience using JobGateway /CWDS, we conduct research on job postings that are over 60 days old on the system. In conducting this research over the past few years, we have successfully increased the number of employer relationships and valid open positions. We also monitor and report on the information used in the Service Reporting following categories: Employers and Job Postings, All Employer Folders, New and Incomplete Job Postings must be approved in 24 hours on business days. Fully Referred and Hold Job Postings may only be in this status for 20 days. Full utilization of JobGateway reports ensures job orders are managed and customers 27

28 are being matched to the most appropriate opportunities system-wide to improve the fill rate. BSR and BSTL work with PA CareerLink Functional Leadership Team in developing a fill rate and cycle time for filling all staffassisted job orders and monitor these goals monthly. In order to enhance the quality of services to employers, the BSTL develops a quarterly business plan and recruitment strategy that addresses outreach services with employers and community partners and identify what high-priority occupations we are targeting based on local economic data. We develop the outreach business plan with the PA CareerLink Site Administrator, CareerLink Functional Leadership Team and the L/S WIB. BSRs constantly follow up with employers regarding customers interviews, job offers and job opportunities. After a customer is hired, the BSR remains in contact with the employer to monitor satisfaction. If a customer is not hired, the BSR will determine the reason and share that information with the customer as well as his/her Recruiter. The utilization of a tracking tool ensures that BSRs monitor interviews for feedback and outcomes. Follow-up includes the completion of a customer post-interview debriefing form and an employer feedback form. The data from these documents ensures we receive feedback from both the customer and employer. We can then use this information to improve preparation for future candidates and better present employers with qualified candidates for their open positions. 3.4-C The L/S WIB s plan for increasing engagement with business, industry, education, economic development, and community organizations to achieve greater participation within the local workforce system, in order to identify workforce challenges and develop strategies and solutions to address those challenges is taking place through the efforts of L/S WIB staff, through the efforts of PA CareerLink Site Administrators and BST members, through Industry Partnership engagement with local businesses, through private sector members volunteering their services on the L/S WIB, through Youth Committee engagement in the community, through WIOA Title I services for Youth, Adult and Dislocated Workers, through regular outreach with our local Legislators and involvement in the Commonwealth of Pennsylvania s Partnership for Regional Economic Performance (PREP) areas through the PA Department of Community and Economic Development (DCED) which encompasses a seven-county region: Carbon; Lackawanna; Luzerne; Monroe; Pike; Schuylkill and Wayne. The lead organization for the Commonwealth s PREP Program is the Local Development District: NEPA Alliance which includes members who engage the promotion of economic development across the seven counties. NEPA Alliance services include Business Financing, Government Contracting Assistance, International Trade Assistance, Non Profit Assistance, Transportation Planning, Research and Information, and Local Government Services. NEPA PREP partners provide a powerful network of regional experts who can help business owners address nearly every type of challenge facing their companies. In addition to the services provided directly by specific PREP partners, the network can also help businesses access critical state and federal resources, such as loans, grants, technical assistance, or other support. Each year, the NEPA PREP partners provide services to local customers, primarily local businesses but also individual residents who are looking to learn about business start-up and management. The L/S WIB is comprised of various industries, which include the following: food processing, manufacturing, logistics and transportation, business/financial, health care, engineering, economic development, community based organizations, human service organizations, unions, building and construction, retail, trade, support services, energy and education all of whom are engaged in the community. The L/S WIB has a holistic model for engagement. The L/S WIB has existing and established venues for connectivity that are utilized to identify and connect businesses to the PA CareerLink and address workforce challenges. Active L/S WIB membership is reflective of proper systems planning. This ensures the connectivity through partner organizations (chambers, industrial development authorities, trade associations, community college/education providers, and community based organizations) and extends to other community based partners, inclusive of local government, to champion the local workforce delivery system, to demonstrate and validate value, and strategize on ensuring economic growth. 28

29 The L/S WIB shall develop policies (based on final WIOA guidance) to include incumbent worker training programs, on-the-job training programs, work-based learning programs, apprenticeship models, customized training programs, industry and sector strategies, career pathways initiatives or utilization of effective business intermediaries and other business services and strategies that support the local board s strategy Eliminated by PA Department of Labor & Industry Describe the workforce activities, including activities for youth with disabilities. Identify successful models and best practices for youth workforce activities relevant to the local area. [WIOA Sec. 108(b)(9)] 3.6 Our active partners in the PA CareerLink are Office of Vocational Rehabilitation (OVR) and Anthracite Region Center for Independent Living (ARCIL). Each agency works directly with our Title I providers. This working relationship is a conduit for referring youth in need of services with OVR. One successful model utilized in our region for the past five years is a day long Disability Fair at our three PA CareerLink. Youth from transition programs throughout our region attend the event and are provided with numerous resources as are adults who have access to the fair and are provided with opportunities to complete employment applications, hear about training and education services, communicated directly with employers and have an orientation into the services offered at the PA CareerLink Describe how the local board coordinates education and workforce investment activities with relevant secondary and postsecondary education programs and activities to coordinate strategies, enhance services, and avoid duplication of services. [WIOA Sec. 108(b)(10)] 3.7 L/S WIB coordinates with secondary and post-secondary education partners in a variety of ways. L/S WIB staff sit on Perkins Participatory Committees, career and technical school advisory committees and partner with our community colleges on the TAAACT (Path) grant. Additionally we are a partner with our Title II provider of adult basic education at Luzerne County Community College and Schuylkill Intermediate Unit Describe efforts to coordinate supportive services provided through workforce investment activities in the local area, including facilitating transportation for customers. [WIOA Sec. 108(b)(11)] 3.8 Our region has a diverse geography. Not only do we have three urban centers but also a large number of rural municipalities that public transportation does not provide services to. We utilize bus passes for youth and adults who are in need of transportation services. Access to public transportation is a principal impediment facing the northeast, particularly in rural areas, when providing workforce services in the two county regions. Consistent with trends across USA, commuting travel on roadways and highways in NEPA is made largely in personal, motorized vehicles with public and private transit providing a small share of travel. The workforce area is connected by a series of Interstate highways and rural roads and in some cases must travel a good distance to access one of the PA CareerLink One Stop Employment Centers. The elimination of any of the established centers in Luzerne/Schuylkill would result in reduced numbers of on-site customer visits and less service provisions. A good number of visiting customers served at the local PA CareerLink centers are dislocated workers, have limited income and a large number of customers are computer challenged. The availability of staff-assisted services to help the public would become severely limited with the elimination of any of the one-stop employment centers in Luzerne/Schuylkill workforce area. 29

30 In Luzerne County, there are two separate public transportation systems, the Luzerne County Transportation Authority (LCTA) and the Hazleton Public Transit (HPT). The county has a total area of 906 square miles of which 890 square miles is land with a large portion of it rural. HPT primarily serves lower Luzerne County in the Hazleton area, with limited service to the Mountain Top area (a mostly residential area located between Wilkes- Barre and Hazleton) and the Intermodal Transportation Center in downtown Wilkes-Barre from which riders can transfer to a LCTA bus for further travel. LCTA serves the majority of the balance of Luzerne County. There is an area between Wilkes-Barre and Hazleton that has no bus service at all. Neither transit systems have bus service into the evening hours which ends service at 6:00 pm. and provides very limited service on Saturdays no service on Sundays. The weekend public service is not coordinated with the business evening work shifts but rather geared towards the rider needing to run household errands. There are large industrial parks in both the upper Luzerne County area (in the LCTA service area) and in lower Luzerne County located in the Hazleton area. Both transit systems provide service to the industrial parks. Many of the businesses located in the industrial parks run 24/7. Unfortunately, the service provided does not allow for bus service following second shift or third shift. L/S WIB staff, PA CareerLink Site Administrator and multiple partners worked with LCTA to address and identify the county s transportation issues. Surveys were conducted with businesses and employees within the upper Luzerne County CenterPoint Industrial Park and as a result of the survey, LCTA created a new bus route which is currently in place to assist workers in the industrial park. LCTA is evaluating the possibility of adding loops through the CenterPoint Industrial Park to provide service prior to and following second and third shifts. There are several local businesses that provide shuttle service to/from their facility, such as, TJ Maxx Distribution Center. There is usually a small fee associated with utilizing the shuttle service. Schuylkill County has a total area of 783 square miles of which 779 square miles is land and a large percentage is rural with limited public transportation. Transportation continues to be one of the biggest issues effecting job seekers in Schuylkill County. There is no transportation to the various industrial parks located throughout the area. The Schuylkill Transportation System (STS) is the only provider of busing in Schuylkill County. STS provides mainly fixed route busing, including stops at Penn State Schuylkill Campus, McCann School of Business & Technology, and the two county malls. The Shared Ride Program is designed to offer more specialized accessible van transportation to Schuylkill County residents who are primarily senior citizens aged 65 and over. Persons with disabilities aged who live in areas not served by STS fixed Route or ADA Para Transit services may be eligible to use the service. In some cases there are only specific dates, times, and locations to which shared ride transportation is provided. Recently, Commuter Services of Pennsylvania began including Schuylkill County as one of thirteen counties in which their services can be accessed. The PA CareerLink Schuylkill County is working with Commuter Services of PA to promote their programs to job seekers and employers Describe strategies to implement the operational goals of the local one-stop system, maximizing coordination of services provided by the Department s merit staff, and the local board s contracted service providers in order to improve services and avoid duplication. [WIOA Sec. 108(b)(12)] 3.9 Luzerne Schuylkill utilizes innovative strategies to implement operational goals set by the L/S WIB. We have implemented Welcome Centers where every new customer receives a staff-assisted service and is introduced to career-track employment. This model provides any new customer to the CareerLink an opportunity to work with the Intake and Assessment staff in our Welcome Center, which is located in or near the Career Resource Center at each CareerLink. Individuals complete a full registration on JobGateway an online initial assessment of skills, and an initial Career Pathways Plan. The Intake and Assessment staff help job seekers sign up for various workshops and a WIOA information session, if applicable. It is our intent to provide the customer with the service level they require and the services that meet his/her needs. Some require minimal oversight and 30

31 others require more intensive services. This may include immediate job placement, job upgrading, training, remediation, etc. Program design is a customer-friendly, step-by-step, systematic approach that provides job or training-seeking customers with an integrated "seamless" service delivery system. We believe this "seamless" system engages customers in a process that offers many services. Wagner-Peyser Act Program provides full time BWPO staff located on site at the PA CareerLink to provide core and intensive services. Core services provided through the Career Resource Center and workshops are delivered by various partners within the local PA CareerLink and, are coordinated to avoid duplication of services Describe how the local board will carry out a review of local applications submitted under WIOA Title II Adult Education and Literacy, consistent with the local plan (as described in WIOA Sec. 107(d)(11) and WIOA Sec. 232). [WIOA Sec. 108(b)(13)] 3.10 L/S WIB staff and site administrators from our PA CareerLink offices sit on the regional advisory committee for the Title II, Adult Education and Literacy Program at Luzerne County Community College. During the bi-monthly meetings, adult education services are discussed, and workforce development staff provides input that is used for strengthening adult education services to the local workforce area. Prior to grant submission, both adult education and workforce development staff provide input into the adult education application on how both areas will collaborate on transitioning adults into post secondary education/training and employment. Currently, adult education services are provided to referrals from our PA Careerlink sites in tandem with the Title II, Adult Education provider referring their adults to our services. Adult education offers presentations to customers at our PA CareerLink on an ongoing basis on current adult education services. Until further guidance is available for both the LWDB and the adult education provider, the staff from both areas shall continue to attend meetings and share information that leads to a strong alignment to WIOA and the local WDB plan Based on the analysis described in Appendix B - Section 1, identify the targeted populations that the local board plans to focus additional effort and resources towards. In terms of the targeted populations, briefly describe the local board s objectives, goals, and strategies The Northeast Pennsylvania Region of Workforce Development Boards (Luzerne/Schuylkill, Lackawanna, Pocono Counties) in collaboration with economic development PREP Partners through the Job s First initiative conducted a workforce analysis in the seven counties which make up our region. (Carbon, Lackawanna, Luzerne, Monroe, Pike, Schuylkill, Wayne) The primary areas of focus of study involved identifying the workforce needs of employers: What positions they hire for, what skills (technical, academic, and employability) those workers need, what challenges they face in finding qualified talent, and how those challenges should be addressed. Five industry sectors were selected: advanced manufacturing, logistics and transportation, healthcare/bioscience, building/construction, hospitality, leisure and entertainment. The project approach included employer surveys, interviews with employers, data from CWIA, focus groups with representatives from the selected industry sectors, interviews with educators, data from Integrated Postsecondary Educational Data System (IPEDS), from the US Department of Education and reports from the Pennsylvania Department of Education s Bureau of Career and Technical Education. The L/S WIB is utilizing the analysis to concentrate on the targeted populations and the proposed recommendations as the foundation to the board s objectives, goals and strategies. You can view the Northeast Pennsylvania Regional Skills Gap Analysis on the L/S WIB website: Increase employer engagement in aligning the workforce demand and supply through industry partnerships Identify imbalances in workforce supply and develop strategies to attract, retain and educate the workforce 31

32 Continue the promotion and importance of Employability Skills top five skills: dependability/reliability, integrity, teamwork, customer focus, and heath and safety Enhance career awareness and career development across the region a coordinated effort to educate youth of the opportunities in the top local industries and occupations Support/leverage existing, new and emerging initiatives Support Apprenticeship Initiatives 3.12 Eliminated by PA Department of Labor & Industry Eliminated by PA Department of Labor & Industry Briefly describe any additional funding outside of WIOA title I and state general funds, and how such funding will be leveraged in support of the local workforce system The L/S WIB has been successful in leveraging available resources far beyond what is provided solely through WIOA formula funding through the availability of federal and non-federal resources. Additional projects and funding opportunities have been successfully procured/secured by the L/S WIB through the following grants and funding opportunities: Business Education Partnership (BEP); Sector Strategy Innovation Grants; Industry Partnerships for Utilities; Logistics & Transportation, Agriculture (Food Processing), Energy, Healthcare; Advanced Materials and Diversified Manufacturing (IP); Make It In America (MIIA); Jobs 1st; Rapid Response Additional Assistance (RRAA); National Emergency Grants (NEG) for flood damage; National Emergency Grant (JD/NEG) for long-term dislocated workers; National Emergency Grant (NEG/OJT) for long-term dislocated workers for On-the-Job Training; National Emergency Grant (NEG/DWT) for long-term dislocated workers; a Walmart Foundation Grant (TDL) to help the transportation and logistics companies with employment training needs; Temporary Assistance for Needy Families (TANF) and Medicaid Infrastructure Grant (MIG) to assist individuals with disabilities and employment opportunities; and Strategic Innovation Grant for Northeast PA Regional Building and Construction Pre-Apprenticeship Initiative. Section 4: Program Design and Evaluation Many of the responses below should be based on strategic discussions between the local board and one-stop partners. Please provide a separate response for each of the elements listed below Describe the one-stop delivery system in the local area including: A. The local board s efforts to ensure the continuous improvement of eligible providers of services, including contracted service providers and providers on the eligible training provider list, and ensure that such providers meet the employment needs of local employers, workers and jobseekers. [WIOA Sec. 108(b)(6)(A)] B. How the local board will facilitate access to services provided through the one-stop delivery system in remote areas, through the use of technology, and through other means. [WIOA Sec. 108(b)(6)(B)] C. How entities within the one-stop delivery system, including one-stop operators and the one-stop partners, will comply with WIOA section 188, and applicable provisions of the Americans with Disabilities Act of 1990 regarding the physical and programmatic accessibility of facilities, programs and services, technology, and materials for individuals with disabilities, including providing staff training and support for addressing the needs of individuals with disabilities. [WIOA Sec. 108(b)(6)(C)] 32

33 (See Appendix C: Transitional Planning References and Resources) 4.1-A The L/S WIB seeks to ensure continuous improvement of eligible providers of services for WIOA Title I Adult, Dislocated Worker and Youth through its competitive procurement process. The extensive Request for Proposal (RFP) process is assessed on a variety of criteria, including: past performance, organizational capacity and experience, ability to establish organizational partnerships, program design, program budget, and capacity to join, manage and lead the PA CareerLink staff in efforts to outreach to employers and job seekers. Each proposal is required to demonstrate an in-depth understanding of customer needs, both jobs seekers and employers, and service gaps in each county, and that propose additional activities beyond the minimum requirements to meet those needs. Proposers are required to provide an oral presentation to the local Board. The L/S WIB Executive Committee reviews proposals and evaluates oral presentations using an evaluation tool that facilitates the ordinal ranking of proposals in each county. The L/S WIB shall consider the Executive committee s recommendations and thereafter vote to award the contract in part or in whole or reject all proposals. WIB staff conducts program monitoring on an annual basis and also conducts fiscal monitoring on a quarterly basis. The PA CareerLink Operators Consortium meets regularly to discuss strategies for continuous improvement, including opportunities for cross training and collaboration across program partners. Meeting minutes are captured and distributed to all partners. The L/S WIB ensures the quality of providers on the statewide Eligible Training Provider List (ETPL), and guarantees that such providers meet the employment needs of local employers, workers and jobseekers based on the list of requirements to be approved for initial eligibility (WSP No , December 23, 2015). Training providers must be authorized by the Commonwealth to operate training programs in Pennsylvania, provide documentation that confirms financial capability, and be in compliance with the American Disabilities Act, as well as with WIOA nondiscrimination and equal opportunity requirements. For inclusion on the ETPL, training programs must also meet performance benchmarks related to program completion, job placement rates, median earnings, and credential attainment of their students. Applications are required to include a variety of program-specific information, including a program description, length of program, costs of tuition, any prerequisites, and the type of credential offered. This detailed application process helps to advise the customer into chosing a program that fits their interest and needs. All programs on the ETPL must be training in a High Priority Occupation (HPO). Program providers are required to annually apply to have their programs placed on the ETPL. 4.1-B Access to services provided through the one stop delivery system in remote areas shall be conducted through the use of technology such as telephone, internet, Job Gateway, , webchats or other available means. Meaningful assistance regarding programs and services shall be provided to customers through professional workforce staff in a reasonable timeframe. 4.1-C The L/S WIB and PA CareerLink Operator s Consortium understands the importance of selecting locations that ensure universal access in the provision of Title I services in the local area by the following means; readily accessible physical facilities that are centrally located and ADA compliant, universal access of communication services such as electronic, telephone, personal contacts, interpreters, written communication in different languages, and signers for the hearing impaired (on contract). The L/S WIB ensures appropriate planning and expenditures of funds, physical facilities staff, staff training, transportation, if needed, and period enrollment of service providers to verify that services are being provided on a quality basis and are meeting the needs and expectations of customers. 33

34 Hours of the centers were determined by past experience and other factors such as input from PA CareerLink Operator s Consortium, staff and PA CareerLink partners, the alignment with business hours of local establishments, surveys from partner customers and transportation schedules. Expanded business hours are available dependent upon the needs of employers and job seekers. Strong assets include spacious, centrally located sites in downtown areas with access via public transportation. The Site Administrators of PA CareerLink assure the physical facilities include adequate space, provide for a safe, accessible environment and meet the needs of customers with disabilities (ADA guidelines). The L/S WIB staff conducts monitoring of all three PA CareerLink locations to evaluate performance based upon a set criterion established in a locally designed Monitoring Tool. This tool is in accordance with established chartering indicators, assessing the physical layout, customer satisfaction, staff composition and knowledge, organizational structure, documentation compliance, and corrective action measures for continuous improvement. The PA CareerLink offices partner with agencies including the Office of Vocational Rehabilitation (OVR). PA CareerLink staff refers interested disabled individuals to OVR for counseling, job referral, training and provision of assisted technology. OVR provides job coaches to assist clients in transitioning into the workforce. Adaptive equipment including Zoom Text and JAWS is available to job seekers in the PA CareerLink local office. A full range of services is available to individuals with special needs. Through partnership with the Office of Vocational Rehabilitation we can assist individuals with barriers such as the hearing impaired and sight impaired. Staff has been trained on the proper use of the TTY machines for the hearing impaired and adaptive equipment and software has been added to the computers for sight impairment Describe the local board s assessment of the type and availability of adult and dislocated worker employment and training activities in the local area. [WIOA Sec. 108(b)(7)] 4.2 Luzerne/Schuylkill Counties have a wide array of training and employment activities and supportive services. These programs include: Workforce Services, which are available to PA CareerLink customers. Services include but are not limited to: employment services available to emerging, transitional, dislocated, and incumbent workers. These services were determined by federal and state regulations under the Workforce Innovation and Opportunity Act. Rapid Response services are available to those adversely affected by layoffs. The Rapid Response Coordinator notifies the PA CareerLink of possible plant closures and layoffs. The Coordinator calls and schedules a Rapid Response meeting with necessary parties including a number of PA CareerLink Partners such as Consumer Credit Information, Bureau of the Aging, Unemployment Compensation Specialist, and the United Way. This team explains the intervention strategies and services aimed toward rapid and suitable long-term employment for adversely affected dislocated workers. The need for Rapid Response services was determined by previous history and knowledge of this subject. Various workshops, training and Business Services are available to PA CareerLink clients. Workshops include Resume Writing, Interviewing, Job and Labor Market Information, Budgeting Information, and Basic Computer Skills. These workshops are determined by feedback from jobseekers, counselors and employers. Training opportunities are available through individual training accounts (ITAs) and on-thejob training (OJTs). There is a variety of Business Services available through the PA CareerLink which includes Employer Resources and Seminars (self-directed collection of computer resources for employer business requirements, labor market information, and many other topics of interest such as American with Disabilities Act, Unemployment Insurance, etc.), Skill-Based Job Seeker Pool (catalog listing of individuals based on skills rather that job titles or categories), Customized Recruitment Services (pairing 34

35 a Business Services Team (BST) representative with a particular employer in an ongoing relationship to provide enhanced services), Employer Requested Testing (specialized testing requested by employer), Response to Layoffs of Employees (Assistance with planning for the orderly transition of employees who are in jeopardy of imminent layoff or received notice of layoff). These services are determined through feedback from job seekers and employers. Career Resources Areas are available in each CareerLink office. These areas are staffed continuously and provide computers with internet connection and software to help with resume preparation and career exploration as well as other resources that are designed to assist individuals with job-search activities. Educational opportunities are available to clients. Local educational institutions provide clients with the skills and literacy training needed to become and maintain self-sufficiency. ESL and GED classes are available to clients in need of these services. This service was determined through feedback from clients, teachers, employers and jobseekers. Training is available in Luzerne/Schuylkill Counties to qualified clients. This training is based on targeted industry clusters and trains clients in high demand occupations that allow clients to find employment that provide a reasonable hourly wage and benefits. Training includes occupational skills training, onthe-job training (OJT), individual training accounts (ITA), and combined workplace training with related instruction, skill upgrade and retraining. The training provider and courses must be listed on the statewide eligible training programs/providers list. Resources for OJT and ITA incentivize both jobseekers/dislocated workers and employers looking to hire and train new employees. This program meets the business need of training a qualified worker and the jobseeker/dislocated worker need with full-time employment - a win/win scenario. Local workforce investment systems must work in true partnership with all stakeholders to address commonality of needs and merge planning efforts to attain positive economic results. The L/S WIB staff conducts monitoring of all three PA CareerLink locations to evaluate performance based upon a set criterion established in a locally designed Monitoring Tool. This tool is in accordance with established chartering indicators, assessing the physical layout, customer satisfaction, staff composition and knowledge, organizational structure, documentation compliance, and corrective action measures for continuous improvement Describe how the local board will coordinate workforce investment activities carried out in the local area with statewide rapid response activities. [WIOA Sec. 108(b)(8)] 4.3 L/S WIB plays a vital role in the provision of Rapid Response activities. The L/S WIB is the link to services and financial support for every dislocation event. The L/S WIB coordinates activities as news of pending or unexpected layoffs is received, in conjunction with the State Rapid Response Coordinator and PA CareerLink staff. The State Rapid Response Coordinator takes immediate action in addressing intervention strategies and services aimed toward rapid and suitable long-term employment for the adversely affected dislocated workers. Pennsylvania's Rapid Response Coordinator meets with the employer and when appropriate, representatives of the employees, to discuss the services that are available through the program. The Rapid Response Coordinator leads a team of experts to provide workers with information about access to services, such as the following, in a centralized and convenient location before the layoff or closure occurs: Unemployment Insurance Health and pension benefits 35

36 Job search activities Education services Training Program Trade Adjustment Assistance (TAA) and NAFTA/TAA programs Social Services programs Community and economic development activities Emergency assistance Crisis counseling While some people view being laid off as a crisis, others may view the situation as an opportunity to find a better or more enjoyable job. The Rapid Response program helps laid off workers turn the challenge of a layoff into an opportunity by providing information about, and access to, the services that will help put workers back to work. Most of the services are available through the local PA CareerLink. The services include: Career counseling Job search assistance Information about education and training opportunities Use of computers, telephones, and fax machines for a job search Financial support for training Income support if a job was lost to foreign trade Special services for adults with disabilities and veterans Provide an analysis and description of youth workforce activities, including activities for youth with disabilities. Identify successful models and best practices, for youth workforce activities relevant to the local area. [WIOA Sec. 108(b)(9)] Note: This section must include a description of the program design elements as well as how the local area will implement the 14 program elements The L/S WIB subcontracts Title I Youth Service Providers who are responsible for intake, objective assessment, case management, the development of individual service strategies and eligibility assessment for youth. Eligible youth most in need who suffer hardships 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, pregnant or parenting youth and other at-risk youth have the opportunity to develop and achieve career goals through education and training from Title I Youth services through the PA CareerLink system. A balanced service approach/strategy is in place for the special populations as outlined above. At-risk youth participants with limited basic skills are identified, assessed, attend workshops, and are directed by a trained professional counseling staff to maximize their full potential. Plans are developed and participants are case managed as their plans are being carried out. Follow up contacts are made upon the completion of services in order to facilitate positive outcomes. Participants receive individually tailored services based on needs and interests. Through maximization of available PA CareerLink resources, participants are provided necessary educational opportunities, training, employment activities and supportive services. Disconnected youth are reconnected through multiple pathways to education and training enabling them to enter and advance in the workplace. Such actions and services include but are not limited to; on-the-job training, limited retraining, basic education, remedial training, literacy 36

37 training, job club for job search activities, counseling, needs assessment, career planning, basic core and intensive services, as well as follow up employment/personal need supportive services, job placement/referral and job retention services. a. Preparing youth for post-secondary education Youth are encouraged to participate in post-secondary education. Youth receive career counseling, complete interest and aptitude surveys to help determine an area of interest and are provided with the guidance to enroll in and be successful with, post-secondary education. The Youth Committee has developed the following activities/programs approved by the L/S WIB so as to achieve the above objective: Out-of-School Youth Program- Youth receive counseling and testing to ensure the possibility of a positive outcome from post-secondary education. In March 2011 the L/S WIB adopted YES Northeast Your Employability Skills as a preferred program in its Youth Services Policy as a required component for out-of-school WIOA Youth participants. In-School Youth Program- Youth participate in career exploration programs and meet with high school guidance counselors to ensure successful high school completion. Job shadowing and work experiences assist in determining what type of postsecondary elements, if any, is needed by the student. Additional components of the program include study skills, life skills, preemployment work maturity competencies, out of classroom community service projects, industrial tours, etc. b. Connecting academic and occupational learning Linking meaningful and relevant on-the-job site activities with academic endeavors, youth who have the aptitude and ability for job-specific skills are encouraged to pursue job-specific training in the academic area while at the same time being offered a part-time or after school placement in a related field of work or training interest. The Youth Committee developed and the L/S WIB approved the following activities/programs so as to achieve the above objective: 1) Provision of job shadowing opportunities 2) Guest speakers (private and public sectors) 3) Plant tours that focus on educational needs and how they relate to jobs 4) Providing a direct link when placing youth in summer employment opportunities 5) Providing a direct link when placing youth in work experience activities such as co-op programs c. Preparing youth for unsubsidized employment opportunities Youth are prepared for unsubsidized employment through diligent nurturing and directing of the youthful customer by means of sound planning, intensive program involvement, and counseling for meaningful, productive, challenging, and financially rewarding careers. A simple low-level job match is not necessarily the best approach, especially with regards to youth. They need to be inspired to continue their journey into the world of work and, therefore, we want the unsubsidized employment opportunities to be as motivating as possible. This is accomplished through matching youth with an unsubsidized employment opportunity that meets their skills and interests. d. Connecting youth to the business community through intermediary entities Youth are connected to the business community by continuous development and strong established intermediaries such as: schools, youth groups, and organizations that are realistically connected to the employer community. Feedback from employers is the key factor in designing better and more relevant programs to employ youth. Employer intermediaries 37

38 serve as a vital link to constructive and needed preparation of youth for assimilation in the workforce of the future. The Youth Committee developed and the L/S WIB approved the following activities/programs so as to achieve the above objective: 1) Providing adult mentoring 2) Providing strong employer connections on the Youth Committee and the L/S WIB In Luzerne/Schuylkill Title I Youth program providers deliver the 14 mandated elements to youth participants. 1. Tutoring, study skills training, instruction leading to secondary school completion, including drop-out prevention. Youth are actively and aggressively encouraged to participate in and accomplish basic activities, that when achieved, allows for the pursuit of post-secondary educational opportunities. These activities include tutoring, study skills training and information regarding successful completion of secondary schools, as well as information to prevent youth from dropping out or school. 2. Alternative secondary school services Developing and maintaining tangible alternatives to secondary school services is a reasonable method of assisting youth to reach their maximum job potential, along with financial independence and self-sufficiency. When further schooling or education is not a realistic possibility, viable alternatives may be the most feasible solution to the dilemma. The Youth Council developed and the L/S WIB approved the following activities/programs so as to achieve the above objective: 1) Providing G.E.D. Classes 2) Adult Diploma Programs 3) YES Northeast Workshop Series 4) Serv Safe 3. Paid and unpaid work experiences The objective is to provide meaningful and relevant paid and unpaid work experiences. Work experience, either paid or unpaid, is an excellent way to motivate the client to achieve the goal of employment. Work experience provides a forum for clients to gain practical experience and see work methods modeled effectively. Youth customers are supervised, counseled, and nurtured in the reality of work. Clients learn basic interpersonal skills and the discipline required by employers now and in the future. The Youth Committee developed and the L/S WIB approved the following activities/programs so as to achieve the above objective: 1) Providing internships while creating a database listing companies interested in hiring interns 2) Job Shadowing 4. Occupational skills training The purpose of this program is to provide funding and guidance to young customers in leading an informed choice and formal training in preparation for a career or life s work. Through diligence, patience, and dialogue, young customers can be guided to make good and sound training choices. The program provides the guidance and opportunity for training at a competent and skilled training provider. It is also explained to the youth that normally training of this nature generally leads to employment at an entry-level position. However, through counseling and discussion, they are also made aware that it is from entry-level positions that opportunities for advancement occur. These opportunities are normally based on good employee performance and dedication to duty. 38

39 The waiver of the prohibition on the use of ITAs for out-of-school youth (OSY), 18 years or older, provides opportunity for this hard to serve population to obtain occupational skills necessary to gain employment or advance within an occupation which results in an industry recognized credential. This waiver is currently approved by USDOL. The L/S WIB supports this waiver and requests continued authority for use of this waiver. Youth participants receive introduction opportunities for advance training which include college tours, Clean Green Credential, Customer Service Credential an OSHA-10 certification. Youth are also able to utilize ResCare Academy which is an online training and assessment support tool designed specifically to enable participants to fulfill their potential. It offers over 2000 courses, many which lead to a certification or completion certificate. 5. Education offered concurrently with and in the same context as workforce preparation activities and training for a specific occupation or occupational cluster. Concurrent GED preparation and work-based learning. Community college enrollment coupled with work-based learning. Academic career enhancement programming that teaches occupational related academics to participants. 6. Leadership development opportunities This component is designed to develop and foster customer confidence and self-reliance and where appropriate provide positions of leadership where leadership skills are honed and reinforced within a controlled environment. While it is realized that not all youth are ready for the task of assuming leadership, it is the philosophy of the program that youth possess inherent leadership qualities and with adequate counseling and encouragement, many youth eventually display this desirable characteristic. Leadership skills may come naturally to some, but others will need the guidance provided through these quality programs to develop this talent. It is the objective of the program to provide opportunity and support growth of leadership abilities. The youth committee has developed and the L/S WIB has approved the following activities/programs so as to achieve the above objective: 1) In School/Out-of-School Leadership Program (YES Northeast) 2) Community Service Projects 7. Supportive services It is understood that no matter how much training a customer receives, there is no guarantee of success until their personal problems and needs are met or resolved. The program vehicle for need and problem solving falls to the area of support services. L/S WIB Supportive Services Policy (Appendix H) are special allowances based on individual needs to overcome barriers to education and employment. Youth funds are limited, and therefore used as a last resort when all other resources have been explored and exhausted. Total overall WIA funding limit for support services for a Youth Customer is $2,000 per enrollment. In the case of extreme hardship, additional support services beyond the overall limit stated above can be reviewed and approved by the Youth Operator. Supportive Services include the following: 1) Emergency Housing and Food 2) Transportation 3) Childcare/Dependent Care 39

40 4) Clothing and Uniforms 5) Pre-employment Health Care Support 6) Tools, Pre-employment, and Employment Support 8. Adult mentoring This component links youths with members of the community who are going to demonstrate positive life decisions such as attending career training, and seeking and retaining employment. This guidance from an older member of the community provides a role model many of the youth customers may have not had in the past. It allows the youth to see values such as working, meeting self-set goals and perseverance. Adult mentors take an interest in the well-being of the youth, an essential component to success. Community partners and subcontractors provide adult mentoring activities relating to education, training or employment, dependent on individual need. 9. Follow-up services By conducting timely and appropriate follow-up services, customers never leave the comfort zone of program support and guidance. The system is universal in its accessibility and timeless in its effort to serve the youthful citizens of Luzerne and Schuylkill Counties. Youth receive follow-up services for at least 12 months after exit to ensure advancement toward longterm employment and/or educational goals. Examples of follow-up services: supportive services, counseling, leadership development workshops, peer mentoring, adult mentoring, regular contact with the participants and/or their employers for motivation to finish school or remain employed, tracking youth progress in their employment following training, and career development and assistance in securing a better paying job. Activities are documented in each participant s file. 10. Comprehensive guidance and counseling The youth council has developed and the L/S WIB has approved the following activities/programs so as to achieve the above objective: 1) Special training of PA CareerLink and In-School Staff 2) Involvement of school guidance counselors 3) Drug and Alcohol workshops and seminars 4) Utilization of adult mentors 11. Financial literacy education including budgeting, saving, financial decision-making, credit, debt, credit reports and scores, financial products, and identity theft. Should be age appropriate and available through multilingual materials. The YES (Your Employability Skills) program provides two separate modules on Financial Literacy. Guest speakers fromarea banks and Consumer Credit Counseling make presentations to student about budgeting, setting checking accounts and other banking services. We also utilize online resources such a Kahn Academy provides work readiness curriculumthat also includes financial management modules. 12. Entrepreneurial skills training including the values and basics of starting a business, enterprise development and experiential learning programs. The YES program offers and very thorough module on Entrepreneurial skills and what it takes to open and maintain a successful business. Match young adults to entrepreneurs as their mentors or supervisors for work-based learning. Guest speakers from community college small business development programs. Addtionally individuals from SCORE and association of retired business owners presents to youth and the Small Business Development Center-Wilkes University provides presentations 40

41 on a monthly basis. In school youth have the opportunity to enroll in the Young Entrepreneurs Academy. 13. Services that provide labor market and employment information about in-demand industry sectors or occupations available in the local area, such as career awareness, career counseling, and career exploration services. Information from the Center for Workforce Information and Analysis (CWIA) is available to participants along with information on High Priority occupations and information about our sector partnerships. JobGateway provides Labor Market Information that includes current and projected demand by industry and occupation to the regional level. USDOL tools such as MyNextMove also link to state level LMI and training available for local demand occupations. Students also use O*Net to learn more about their career interests and labor market information. 14. Activities that help youth prepare for and transition to postsecondary education and training. The L/S WIB utilizes the YES Northeast Workshop series. Students in the YES workshops learn about transitioning from student to employee through lessons such as time management, business etiquette and workplace safety. Guest speakers from area postsecondary institutions including the Community College, field trips to area postsecondary schools, past participants who successfully transitioned to postsecondary training serve as speakers and peer mentors, academic preparation for postsecondary training.title I staff provide assistance in completing and submitting FAFSA forms for financial aid and coordination with the WIOA Adult Program for ITA assistance, where appropriate Eliminated by PA Department of Labor & Industry Eliminated by PA Department of Labor & Industry Eliminated by PA Department of Labor & Industry Describe the process utilized by the local board to ensure that training provided is linked to in-demand industry sectors or occupations in the local area, or in another area to which a participant is willing to relocate. [WIOA Sec. 108(b)(22)] and [WIOA Sec. 134(c)(3)(G)(iii)] 4.8 The L/S WIB utilizes training funds for Title I programs based on policy linked to in-demand industries and occupations. Funds for individual training accounts, on-the-job training must be expended on programs that provide training in occupations on the High Priority List (HPO) which is determined by the Commonwealth of Pennsylvania for the Luzerne/Schuylkill workforce area. The HPO list is updated annually. The HPO list includes occupations that have high projected annual openings and high wages in our workforce area. At times, while working with local employers and training providers, we must petition for additional occupations to be added to the HPO list because of business need. The petition process also incorporates labor market data in support of the petition. The L/S WIB has collaborated with northeast region workforce development boards on numerous occations in the petition process Describe the process and criteria the local board will use to include a wide range of providers and opportunities through the Local Training Provider List (LTPL). [Workforce System Policy , Eligible Training Providers] Note: Such criteria must include the factors listed in the WSP in addition to any criteria established by the local board. Eligibility of a provider and/or program must be based solely on measurable factors. 41

42 4.9 The local Board shall follow the Commonwealth s Workforce System Policy WSP published on December 23, 2015 in the development of a Local Trainig Provider List (LTPL). The LTPL will include eligible providers of training services who are exempt from the requirements of the statewide Eligible Training Providers List (ETPL). The L/S WIB is awaiting final regulations to develop the policy. The policy shall be established by the local board of which eligibility and programs are based on measurable factors such as receiving selfsustaining wages as well as benefits equivalent to those of other employees in a business. Section 5: Compliance Responses are focused on the local area s compliance with federal or state requirements. Please provide a separate response for each of the elements listed below Describe the replicated cooperative agreements, as defined by WIOA 107(d)(11), in place between the local board and the Department of Labor & Industry s Office of Vocational Rehabilitation (OVR) with respect to efforts that will enhance the provision of services to individuals with disabilities and to other individuals, such as cross training of staff, technical assistance, use and sharing of information, cooperative efforts with employers, and other efforts at cooperation, collaboration, and coordination. [WIOA Sec. 108(b)(14)] 5.1 OVR is an active partner in each PA CareerLink in our region. They sit on our operator consortium and are a member of our workforce development board. Collaboration is evident within the PA CareerLink as program partners utilize OVR services in a number of ways. For example, OVR provides cross-training to CareerLink partner staff, sharing of information, technical assistance to partner staff and training and assistance to employers utilizing the PA CareerLink system. In return partners in the PA CareerLink refer and assist participants both job seekers and employers by reaching out to OVR for consultation and coordination of services. Some of the services that OVR provides to workforce partners on the local level include assessment of accessibility, presentations on disability etiquette and employee accomodations in the workplace. OVR improves the provision of services to individuals with a disability and those seeking to assist particpants such as our Title I program staff, Trade staff and other partners in the PA CareerLink Eliminated by PA Department of Labor & Industry Describe the competitive and non-competitive processes, as well as the process for sole-sourcing, used for procuring goods and services within the local area. This includes, but is not limited to, the process used to award funds to a one-stop operator and other sub-recipients/contractors of WIOA title I adult, dislocated worker, and youth services. [WIOA Sec. 108(b)(16)] 5.3 The competitive process used to award grants and contracts for activities under Title I of WIOA is the same for adults, dislocated workers and youth. The procedure involves a competitive Request for Proposal (RFP) process to the awarding of a contract. The L/S WIB adopted a procurement policy that is compliant with the Uniform Code and state guidance. The following procedures for competitive and non-competitive procurement are followed inclusive of all potential bidders as addressed in TEGL 17-01: When the L/S WIB chooses a competitive procurement, potential bidders are formally contacted and made aware of the availability of grants and contracts by mail and/or , by advertising the RFP in newspapers of general circulation, through solicitation of proposals from a provider Bidders List and posting on the L/S WIB website. This process insures open competition for training and/or services. The Bidders list is inclusive of organizations addressed in TEGL The list is the product of evolution since prior to WIA enactment in 1998 incorporating grassroots community-based and faith based organizations. The RFP contains the specifications to be used by the bidder for their proposal details and cost projections. Factors such as prior experience, staff qualifications, financial stability, and past performance are appraised in the scoring process. Staff to the L/S WIB 42

43 and Board Ad Hoc Committee members review the proposals to ensure reasonableness of costs, quality of training services and effectiveness in meeting the performance standards established by the L/S WIB prior to making recommendations to the Board for contract awards. Adult/Dislocated Worker Services and Youth Services are procured separately. An ordinal ranking system is utilized based upon an established criterion. Contracts are awarded on a three year basis, and are reviewed annually for renewal. The procurement process is comprehensive and in compliance with established policies. Non-competitive contracts for other administrative and training services are 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 L/S WIB as 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 the local area s negotiated local levels of performance for the federal measures and their implications upon the local workforce system; attach the completed Performance Targets Template. [WIOA Sec. 108(b)(17)] Note: See Appendix C: Transitional Planning References and Resources Performance Targets Template. 5.4 The negotiated local performance measures shall reflect the efforts of the public workforce system in providing quality employment services which includes goals for the percentage of adults, dislocated workers and youth in terms of employment, median earnings, credential attainment rate, measurable skill gains and the effectiveness in serving employers. The levels provide a return on investment of public funding for both the public and policy makers to assess the success rate of the local workforce system in providing quality services and helping the unemployed obtain jobs. The L/S WIB has followed the direction of CWIA (Center for Workforce Information and Analysis) in completing Appendix C. The remaining measures listed have not been negotiated and are undetermined at this time until issuance of WIOA Final Regulations. 43

44 Luzerne/Schuylkill Transitional PY 2016 Local Plan Appendix C - Local Area WIOA Negotiated Performance Goals Transitional PY16 Local Plan Appendix C: Local Area WIOA Negotiated Performance Goals Luzerne Schuylkill Workforce Investment Board, Inc. WIOA Performance Measures Local Area PY15 Performance Goals Employment (Second Quarter after Exit) Negotiated Goals Adult 59% Dislocated Worker 64% Youth 55% Employment (Fourth Quarter after Exit) Negotiated Goals Adult 58% Dislocated Worker 60% Youth 54% Median Earnings (Second Quarter after Exit) Negotiated Goals Adult *% Dislocated Worker *% Youth *% Credential Attainment Rate Negotiated Goals Adult *% Dislocated Worker *% Youth *% Measurable Skill Gains Negotiated Goals Adult *% Dislocated Worker *% Youth *% Effectiveness in Serving Employers Negotiated Goals Adult *% Dislocated Worker *% Youth *% *Undetermined at this time. Awaiting Final Regulations for clarification. 44

45 Luzerne/Schuylkill Transitional PY 2016 Local Plan Eliminated by PA Department of Labor & Industry Describe the process used by the local board for the receipt and consideration of input into the development of the local plan in compliance with WIOA section 108(d). Describe the process to provide an opportunity for public comment prior to submission of the local plan. Be sure to address how members of the public, including representatives of business, labor organizations, and education were given an opportunity to provide comments on the local plan. [WIOA Sec. 108 (b)(20)] 5.6 L/S WIB understand the importance of engaging the public and key stakeholders in the development of the local plan. This transitional local plan is a comprehensive legal document that details the mechanics of the public workforce system that serve job seekers and employers. During the preparation of the local plan, L/S WIB staff meet with program partners and representatives from government, Northeast Pennsylvania Workforce Development Boards, economic development, education, public and private sector employers, organized labor, the business community and other interested parties to determine the occupational, industry-specific, and educational needs and voids of Luzerne/Schuylkill Counties. This is accomplished through on-going meetings, collaboration with peers in workforce memberships, monthly Board meetings, quarterly L/S WIB 101 workshops and by maintaining a close working relationship through telephone and electronic communication. L/S WIB staff and board members provide representation on a wide variety of economic development and community boards/committees thereby supporting greater integration and unification of thoughts, plans and strategic vision. This diverse group is the driving force for leadership in the production of the Local Plan. The Board memebership make up consists of 51% business, remaining members come from labor, education, and economic development. A notice informing the public the Local Plan is available for review was advertised in newspapers of general circulation published in the subdivisions of Luzerne and Schuylkill counties. The draft Local Plan is posted on the website, which is the primary location for review and comment receipt. Additional notices of the draft Local Plan were sent to local legislatures, local elected officials, economic development and education partners and the Chambers of Commerce. L/S WIB approval of the Draft Local Plan took place at a full board meeting held on April 27, The L/S WIB shall release the final draft of its local plan on April 28 th for the 30 day public period. The public comment period shall be advertised in local newspapers of general circulation in Luzerne/Schuylkill counties and posted on the L/S WIB website. Any and all feedback received during the public comment period shall be recorded, reviewed and answered satisfactorily Prior to the date on which the local board submits a proposed local plan (i.e., no later than Thursday, June 2, 2016), the proposed local plan must be made available to members of the public through electronic and other means. A. Describe how the local board made the proposed local plan available for public comment. [WIOA Sec. 108(d)(1)]; B. Describe how the local board collected and considered public comments for inclusion in the proposed local plan. [WIOA Sec. 108(d)(2)]; and C. If any comments were received that represent disagreement with the proposed local plan, include such comments within the local plan s attachments. [WIOA Sec. 108(d)(3)] 5.7 The Workforce Innovation and Opportunity Act (WIOA) section 108 (d) (1) requires that the draft local plan be circulated to other areas and/or agencies affected by the plan and made available for public comment for no 45

46 less than thirty (30) days prior to submission to PA DOL due on June 2, A notice informing the public the draft local plan is available for review was advertised in newspapers of general circulation published in the subdivisions of Luzerne and Schuylkill counties. The draft local plan is posted on the website, which is the primary location for review and comment receipt. Additional notices of the draft Local Plan were sent to local elected officials, local legislatures, economic development and education partners and the Chambers of Commerce via electronic notification. L/S WIB approval of the draft local plan took place at a full board public meeting scheduled on April 27, Comments, calls or s shall be directed to L/S WIB staff to record and address during the public comment period. Following the 30 day public comment period Comment(s) received during the review period shall be documented in an Appendix as an attachment to the Local Plan. We shall also post on our website List the name, organization, and contact information of the designated equal opportunity officer for each PA CareerLink center within the local area. 5.8 Name, organization, and contact information of the designated equal opportunity officer for each PA CareerLink center within the local area: Robert Pisko, Supervisor, BWPO PA CareerLink Luzerne County-Hazleton 75 North Laurel Street Hazleton, PA Phone: (570) PACL Hazleton Equal Opportunity Liaison rpisko@pa.gov Joseph Miscannon, Supervisor, BWPO PACL Pottsville Equal Opportunity Liaison East Arch Street Pottsville, PA Phone: (570) jmiscannon@pa.gov Eileen Boutin, Supervisor, BWPO PACL Wilkes-Barre Equal Opportunity Liaison 32 East Union Street Wilkes-Barre, PA Phone: (570) eboutin@pa.gov Marla Doddo, EO Officer Luzerne Schuylkill Workforce Investment Board, Inc. 22 East Union Street, Suite 115 Wilkes-Barre, PA Phone: (570) , ext. 296 marladoddo@lswib.org

47 5.9 By checking the box adjacent to each line item, the local board attests to ensuring the compliance components/documents listed are in place and effective prior to July 1, Copies of the listed compliance components/documents are not required at this time, but may be requested during monitoring and/or auditing. Agreement between all counties and other local governments, if applicable, establishing the consortium of local elected officials Agreement between the chief elected official(s) and the fiscal agent, if a fiscal agent is designated Agreement between the local elected official(s) and the local workforce development board One-Stop Partner Agreement(s) Resource Sharing Agreement(s) Resource Sharing Agreement Budget(s) Local workforce development board policy and process that provides for nomination, appointment and removal of board members; resolutions; bylaws; code of conduct; and conflict of interest Financial management policy and process including cost allocation plan; internal controls; cash management; receipts of goods; cost reimbursement; inventory and equipment; program income; travel reimbursement; audit requirements and resolution; annual report; property management; debt collection; and allowable costs Local procurement policy Program management policy and process including equal opportunity for customers; supportive services; needs related payments; file management; eligibility; self-sufficiency criteria; individual training accounts; layoff assistance; priority of services; grievance for eligible training providers list; transitional jobs; stipends; and training verification/refunds Risk management policy and process including records retention and public access; public records requests; monitoring, grievance; incident; and disaster recovery plan Human resources policy and process including employee classification; benefits; holidays and PTO; recruitment and selection; employee development; discipline; layoffs, terminations and severance; sexual harassment; and equal opportunity/non-discrimination Professional services contract(s) for administrative services such as staffing and payroll, if applicable 47

48 Luzerne/Schuylkill Transitional PY 2016 Local Plan Exhibit A 48

49 Exhibit A (continued) 49

50 Exhibit A (continued) 50

51 Exhibit A (continued) 51

52 Exhibit A (continued) 52

53 Luzerne/Schuylkill Transitional PY 2016 Local Plan Exhibit B 53

54 Luzerne/Schuylkill Transitional PY 2016 Local Plan Exhibit C 54

55 Exhibit C (continued) 55

56 Luzerne/Schuylkill Transitional PY 2016 Local Plan Exhibit D 56

57 Exhibit D (continued) 57

58 Luzerne/Schuylkill Transitional PY 2016 Local Plan Exhibit D (continued) 58