TABLE OF CONTENTS

															               PAGE

Introduction 													             	           4

Executive Summary (Optional) 					                                            		                                   5

I.	Local Plan Development Process						                                                                      5

A.	Description of Workforce Plan Development Process:  Collaboration with Partners for Workforce Investment 
Act, Wagner-Peyser, and Welfare Transition/Temporary Assistance to Needy Families (TANF) Programs 

B.  Description of Process for Providing Public Comments 

II.	Local Vision and Goals							                                                                      7

A.	Description of the Local Board’s Unique Vision and Strategic Goals  
     
B.	Provide a Brief Overview of the Process for Attaining the Local Board’s Workforce Goals

III.	Assessment of Labor Market Needs (Emphasis on a “Demand-Driven” System)     					9                                                             

A.  Identification of Workforce Needs of Area

B.  Identification of Current and Projected Employment Opportunities

C.  Description of Necessary Job Skills  

IV.	Local System Infrastructure		                                         			                                             11   

A.  Description of Functions and Completion of Required Tables

B.  Process for Selecting Service Provider(s)

V.	One-Stop Delivery System/Services					                                                                     12  

A.   Description of the Local One-Stop System

B.   Process for Maintaining Eligible Provider Training List

C.	Processes for Ensuring Continuous Education/Training of Eligible Service Providers, Assessments of Strengths 
and Opportunities, Use of Performance Incentives, Awarding Bonuses to Participants, Use of Individual 
Training Accounts (ITAs), and Achievement of Performance Goals

D.	The Memorandum of Understanding Process

E.	Selection Process of One-Stop Operator(s)

F.	Mandatory One-Stop Partners’ Employment and Training Program Activities and Services, including Faith-Based 
 and Community-Based Organization Initiatives 

1.  Wagner-Peyser
2.  Veterans Program
3.  Migrant and Seasonal Farm Workers
4.  Rapid Response
5.  Trade Adjustment Act
6.  Job Corps
7.  Youth Programs
8.  Welfare Transition Program/TANF
9.  Food Stamp Employment and Training Program
10.  Senior Community Services Employment Program
11.  Workforce Activities and Services
12.  Work Experience
13.  On-the-Job Training
14.  Customized Training
15.  Employed Worker Training Program
16.  Business Services
17.  Services to Targeted Populations
18.  Workforce Program-Specific Definitions
19.  Supportive Services

  VI.	Description of Negotiated Local Performance Goals and Levels                                                                              71

 VII. 	Administrative Plan 						                                                                                            71

VIII.	Signature Pages 								                                                                     71
           
  IX.	Required Attachments							                                                                     72

A.	Inter-local Agreement(s)
B.	Fiscal Agent Design/Administrative Entity/One-Stop Operator 
C.	List of One-Stop Memorandum(s) of Understanding (Board and One-Stop Partners)
D.	Local Operating Procedures Referenced in the Local Workforce Services Plan 
E.	Welfare Transition/TANF Standard Operating Procedures
F.	Public Comments on Local Workforce Investment Plan
G.	Local Administrative Plan

INTRODUCTION

The purpose of these instructions is to assist the Regional Workforce Boards (RWBs) with the development of the two-year local Workforce Services Plan. The Workforce Services Plan is required under Title I of the Workforce Investment Act (WIA), including Job Corps, Wagner-Peyser Act, Veteran, Migrant and Seasonal Farm Worker (MSFW), and Trade Adjustment Assistance (TAA).  The Workforce Services Plan also includes the Welfare Transition (WT)/Temporary Assistance to Needy Families (TANF) and the Food Stamp Employment and Training (FSET) programs.  The development of the local Workforce Services Plan is critical to having a comprehensive plan consistent with the State Workforce Investment Plan 2007-2009 that will be submitted to the United States Department of Labor (USDOL) by June 30, 2007.  The State’s Workforce Investment Plan is available on the Internet at:  http://www.workforceflorida.com/wages/wfi/news/WIA_2007.htm
.
 The local Workforce Services Plan is to be submitted in paper format (two copies) and an electronic format via e-mail to the Workforce Florida, Incorporated (WFI) by close of business on September 28, 2007.  The plan should be e-mailed to Helen Jones at hjones@workforceflorida.com.

The two paper copies with original signatures should be mailed to: 

Helen Jones
Workforce Florida Inc.
1580 Waldo Palmer Lane, Suite 1
Tallahassee, Florida 32308

During the development of the plan, please adhere to the following procedures:

•	Organize the information in the document according to the plan instructions; 
•	Descriptions of program activities should include sufficient details to portray the workforce program designs and local program operations.  The “RWB Response” sections will expand to allow as much space as needed to reply to each plan element of the instruction; 
•	Include a table of contents with page numbers and ensure that each page of the plan is numbered; 
•	Text should be typed with a font size of 12 or greater; 
•	Use the attached form provided to submit board membership (duplicate as needed); and 
•	Include a list of the plan attachments and submit them in a separate electronic file. 

Executive Summary (Optional) 

I.	Local Plan Process

A.  	WIA Section 118 requires that each local board, in partnership with the appropriate chief elected officials, develop and submit a comprehensive five-year local plan to the Governor, which identifies and describes certain policies, procedures and activities that are carried out in the local area consistent with the draft State Workforce Investment Plan.  This is an update for the two-year period ending June 30, 2009. The plan must be developed in collaboration with local partners.  The public, including partners, must have an opportunity for public comment and input into the development of the local Workforce Services Plan prior to its submission to the WFI.  The opportunity for public comment must include the following: 

-	Make copies of the proposed local Workforce Services Plan available to the public (through such means as public hearings and local news media); 
-	Include an opportunity for comment by members of the local board and members of the public, including representatives of business and labor organizations; 
-	Provide at least a 30-day period for comment, beginning on the date the proposed plan is made available, prior to its submission to the WFI (Note: The comment period can extend beyond the due date of the plan.); 
-	Be consistent with the requirement in WIA Section 118(c), which requires that the local board make information about the plan available to the public on a regular basis through open meetings (public hearings) and local news media; and 
-	Submit all comments received including those that express disagreement with the local Workforce Services Plan to the WFI, along with the local plan. 

B.    Describe the role of the Local RWB in developing, reviewing and approving the plan.

	A.  Description of Workforce Plan Development Process:  Collaboration with Partners for WIA, Wagner-Peyser, WT/TANF, and FSET Programs

SECTION	INSTRUCTION	
A.1.	Describe the process used to ensure public comment on and input into the development of the local Workforce Services Plan (include as an attachment all comments including those that express disagreement with the plan).  Include a description of specific steps taken to include input from members of the local board and members of businesses and labor organizations.  The RWBs that are designated as significant MSFW areas must ensure individuals/organizations serving the MSFWs are informed of the plan and are provided the opportunity to comment on the local Workforce Services Plan.	

RWB RESPONSE	

SECTION	INSTRUCTION	
A.2.	Describe how comments were considered in the local Workforce Services Plan development process.  	

RWB RESPONSE	

 	B.    	Description of Process for Providing Public Comments

SECTION	INSTRUCTION	
B.	Summarize and include as an attachment all comments, including any comments that express disagreement with the plan.  Comments received after submission of the local Workforce Services Plan that express disagreement with the plan should also be forwarded to the WFI at the address previously indicated in the introduction section above.	

RWB RESPONSE	

II.	Local Vision and Goals 

Florida's vision and strategic goals have been established in the State Workforce Investment Plan (see Section I, State’s Vision, paragraph A through E).  Florida's broad strategic economic and workforce development goals are also set forth in the Workforce Florida Act (WFA) and Enterprise Florida's Five-Year Strategic Plan.  The vision and goals will continue to be refined by the Florida State Legislature and State Workforce Board.

A.	Description of Local Board’s Unique Vision and Strategic Goals

SECTION	INSTRUCTION	
A.1.  	Describe the region’s economic development goals, how the workforce system is aligned with those goals, local education and training opportunities that were created/enhanced to support those goals, enhancement gains through technology (i.e., Employ Florida Marketplace, etc.), and how the region is enhancing employment opportunities for youth.  If applicable, elaborate on any special regional initiatives that correspond with the State’s key workforce priorities located in Section II of the State Plan. The description should also include the goals and visions for WT/TANF and FSET programs.  The vision, goals and objectives of these programs should support and complement the vision, goals and objectives identified in the Workforce Florida Strategic Plan 2005-2010.  The Workforce Florida Strategic Plan is available on the Internet at: 
http://www.workforceflorida.com/wages/wfi/news/docs/WFI_2005-2010_Strategic_Plan.pdf.	

RWB RESPONSE	

Florida Statutes, Section 288.905(2), mandate that the Enterprise Florida Board develop a statewide strategic plan for economic development, Roadmap to Florida’s Future, and provide it to the Governor and Legislative leaders.  In late 2006, Enterprise Florida updated its first Roadmap, producing the 2007-2012 Strategic Plan for Economic Development (Roadmap to Florida’s Future website:  http://www.eFlorida.com/strategicplan/default.asp?sectionid=34) 

SECTION	INSTRUCTION	
A.2.	Please describe the economic development goals for the RWB and how they will be aligned with the workforce system.   	

RWB RESPONSE	

B.	Provide a Brief Overview of the Process for Attaining the Local Board’s Workforce Goals

SECTION	INSTRUCTION	
B.1	Describe the process used to implement the local board’s Workforce Service Plan.  Include a brief overview of the process used in developing strategies that describe current and future plans to improve and deliver services for the WIA, TAA, Wagner-Peyser, Job Corps, MSFW, Veteran, WT/TANF, and FSET programs, as well as enable the region to ascertain performance objectives toward local goals and State negotiated performance metrics. 	

RWB RESPONSE	

SECTION	INSTRUCTION	
B.2	Describe the process if the region is utilizing any of the waivers identified in the State Plan from the USDOL to enable full implementation of a business-driven model.  Provide information on whether any laws, regulations, or policies impede the region from full attainment of local workforce system goals.

RWB RESPONSE	

III. 	Assessment of Labor Market Needs (Emphasis on a “Demand-Driven” System) 

The State of Florida is committed to focusing on those skill gaps identified by the needs of its employers, and this will continue to be a high priority.  Under existing legislation, the RWBs have the policy and service design authority for all local services, including services to employers; and as such, they take the lead in working with the local employer community including determination of the needs of the community.  It is anticipated that surveys and focus groups will be conducted with employers who use the one-stop delivery system services to continually improve services, and with employers who do not use the one-stop delivery system services in order to identify needed services.  Local input from chambers of commerce, economic development councils, and other organizations will continue to shape the level and quality of services provided to employers.  Using the information in Section IV, Economic and Labor Market Analysis of the State Workforce plan, provide the following information:

A.	Identification of Workforce Needs of Area

SECTION	INSTRUCTION	
A	Describe the process used to identify the workforce needs of the businesses, job seekers, and workers in the local area. 	

RWB RESPONSE	

B.	Identification of Current and Projected Employment Opportunities 

SECTION	INSTRUCTION	
B.1.	Identify the current and projected employment opportunities in the local area.  For assistance in obtaining this information, please refer to the Labor Market Statistics website at http://www.labormarketinfo.com/ and the Florida Education and Training Placement Information Program (FETPIP) web site at http://www.firn.edu/doe/fetpip.	

RWB RESPONSE	

B.2.	Describe if the information in B.1. above has been supplemented using other special analyses, surveys or studies.  Given the State’s low unemployment rate and specific unemployment rates in the region, describe how the region is dealing with the workforce shortages in key targeted areas identified in the region’s workforce goals.

RWB RESPONSE	

C. 	Description of Necessary Job Skills

SECTION	INSTRUCTION	
C.	Describe the job skills necessary for participants to obtain or upgrade employment based on current and projected job opportunities in the region and what skill gaps exist in the region, including how the region will address these skill gaps.
. 	

RWB RESPONSE	

	

IV. 	Local System Infrastructure 

A.	Description of Functions and Completion of Tables 
  
Describe the roles, responsibilities and functions associated with the administrative structure and for items two -four, identify why the entity was chosen to provide function as described in Section VII of the State Plan.  

SECTION	INSTRUCTION	
A.	Please complete the following tables for your local plan (see Attachment I):
 
1.	Regional Workforce Development Board Structure
Describe the role of the local board and provide documentation from the organization nominating the member  
2.	Administrative Entity
3.	Grant Recipient
4.	Fiscal Agent
5.	Chief Elected Official (s)	

RWB RESPONSE	

	

B.	Process for Selecting Service Providers

SECTION	INSTRUCTION	
IV.B.	Describe the process for selecting service providers for all workforce programs, including but not limited to WIA, TAA, Wagner-Peyser, Job Corps, Veteran, MSFW, WT/TANF, and FSET.   	

RWB RESPONSE	

	

V.	One-Stop Delivery System/Services 

Section 118(b)(2) of the WIA requires the following: a description of the one-stop delivery system to be established or designated in the local area including: (A) a description of how the local board will ensure the continuous improvement of eligible providers of services through the system and that such providers meet the employment needs of local employers and participants; and (B) a copy of each Memorandum of Understanding (MOU) described in Section 121(c) between the local board and each of the one-stop partners concerning the operation of the one-stop delivery system in the local area.

The description of the local one-stop system must include at least one comprehensive physical center that must provide the core services specified in WIA Section 134(d)(2) and must provide access to other programs and activities carried out by the one-stop partners.  The local system may include additional comprehensive centers, a network of affiliated one-stop sites, and specialized centers that address specific needs.  Please refer to the WFA that mandates additional partners other than those mandated by the USDOL (see Sections VII through IX of the State Plan).  Please provide the following information in the RWB’s local Workforce Services Plan: 

A.  Description of the Local One-Stop System

SECTION	INSTRUCTION	
A.1.	A brief description of the local one-stop system established for the region;	
A.2.	A description of how available resources (WIA, TAA, Wagner-Peyser, and others) will be pooled within the one-stop system to provide core and intensive services;   	
A.3.	Identify whether the designated comprehensive one-stop center(s) was a result of a competitive selection or an agreement between the local board and a consortium of at least three or more of the mandatory one-stop partners.  Identify whether this designation is the result of a prior decision made by the local board and the chief elected official.  Any designation must meet the requirements of WIA Section 121(e); and 	
A.4.	The process for integrating the Job Corps, MSFW, TAA, WT/TANF, FSET (if applicable), Veterans, and Wagner-Peyser programs, in the one-stop system.	

RWB RESPONSE	

	

B.	Process of Maintaining Eligible Provider Training List 

The State has compiled a list of all eligible providers based on the lists submitted by the RWBs.  This list and the performance and cost information that accompanies the eligible provider identification will be disseminated to the one-stop systems throughout the State.  At a minimum, the data and information specified in Section 122(d)(1) and (2)(A)(i)(iii) for each program on the eligible list must be made available to customers in a customer friendly format at every One-Stop Career Center throughout the one-stop delivery system.  The statewide list and performance information will be maintained on the Internet, on local computer networks, and on computer terminals that will be accessible throughout the one-stop system.  Hard copies will be printed and given broad distribution throughout the one-stop system and its partner agencies, as well as being available on request to the State agency.

SECTION	INSTRUCTION	
B.1.	Please describe the process for maintaining/updating an eligible training provider list and attach a copy of the local operation procedures.	

RWB RESPONSE	

	

C.	Process for Ensuring Continuous Education/Training of Eligible Service Providers, Assessment of Strengths and Opportunities, Use of Performance Incentives, Awarding Bonuses to Participants, Use of Individual Training Accounts (ITAs), and Achievement of Performance Goals

Based on recommendations developed by the WFI One-Stop Committee and approved by the WFI Board, Florida has a set of minimum criteria for all one-stops including training/competency-tested qualifications for one-stop staff for initial hire/certification and to maintain continued professional recognition.  The minimum one-stop criteria are found in Guidance Paper 032, entitled One-Stop Credentialing at http://www.floridajobs.org/pdg/guidancepapers/032credentialing091906.pdf.  The criteria include standards for mandated services offered, hours of operation, resource room equipment/access, required notices/signage, including Employ Florida membership status, ADA standards, and other optional, but recommended added services, such as assistive technology, etc.   Staff training, testing and continuing education requirements are in the same Guidance Paper and include passing the test for Workforce Professional, Tier 1, as offered by Dynamic Works based on mastery of the contents of 14 interactive web-based courses covering history/background of federal and state workforce programs, essentials of all programs and services offered at One-Stops, customer service skills, and similar basic knowledge and skills.  Alternative methods of initial certification are also described primarily based on certifications offered by other national workforce organizations.  More recently, WFI has added a requirement of 15 hours of continuing workforce education every year after initial qualification, with credit allowed for participation in further Dynamic Works courses, training offered by AWI/WFI/USDOL or other workforce-related agencies and participation at conferences/workgroups or other similar activities offering substantive workforce training content.  Compliance with minimum one-stop standards including staff training is a key part of annual program monitoring, with results reported back to AWI and WFI.

Describe how the following processes will be performed in the local one-stop service system: 

SECTION	INSTRUCTION	
C.1.	Continuous education and training of eligible service provider staff, including State staff,   to ensure completion of Tier I requirements and provision of 15 hours of continuous education annually; .	
C.2.	Assessment of the strengths and opportunities of service providers available in the local one-stop service system; 	
C.3. 	Service providers meet the employment needs of local employers and participants: 	
C.4.	Performance incentives to service providers; and 	
C.5.	Bonuses to participants.	

RWB RESPONSE	

	

D.	The Memorandum of Understanding Process
 
1.	Provide a list of the MOUs as described in Section 121(c) of WIA between the RWB and each of the mandatory and/or optional one-stop partners.  A sample copy of the regions’ MOU should be attached. Each MOU must address the following points: 
o	How services will be provided through the one-stop system;
o	How the costs of the services and the costs of operating the system will be funded;
o	Performance incentives to service providers;
o	What is the duration of the MOU; and
o	What are the procedures for amending the MOU.

	The following is a list of mandatory and optional one-stop programs and activities as described in Section 121(b) of WIA and additional partners required by the WFA: 

2.	Mandatory Partner Programs

a.	Adult and Dislocated Worker Programs (including Veterans Workforce Investment Programs, MSFW Programs and Indian and Native American Programs) 
b.	Youth Services, including Job Corps, and Youth Opportunity Grants 
c.	Wagner-Peyser programs  
d.	Adult Education 
e.	Post-Secondary Vocational Education 
f.	Vocational Rehabilitation 
g.	Title V of the Older Americans Act
h.	TAA
i.	Veterans Employment and Training Programs
j.	Community Service Block Grant activities 
k.	Employment and Training activities carried out by the Department of Housing and Urban Development
l.	Unemployment Insurance Programs (including claims taking)
m.	WT/TANF 
n.	FSET

 
	
3.	Optional Partner Programs

Other appropriate federal, State, or local programs providing services such as transportation, child care, services offered by community colleges and economic development boards. 
	
4.	Partnership Involvement
 
SECTION 	INSTRUCTION	
D.4.1.	Describe the partnership/involvement that the RWB will have or has with faith-based and community-based initiatives and how these entities will be integrated into the one-stop system.   	

RWB RESPONSE	

SECTION	INSTRUCTION	
D.4.2.	Describe the partnership/involvement that the RWB will have or has with other optional partner programs noted in D.3. Optional Partners Programs above.	

RWB RESPONSE	

	

E.	Selection Process of One-Stop Operator(s) 
 
SECTION	INSTRUCTION	
E.	Describe the process for selecting One-Stop Operator(s).  Attach a copy of the selection process.	

RWB RESPONSE	

F.	Mandatory One-Stop Partners’ Employment and Training Program Activities and Services including Faith-Based and Community-Based Organization Initiatives

Workforce Programs

Pursuant to Florida law and policy, the funding of one-stop core services and intensive services is to be determined by local MOU between the one-stop partners, and no one partner is presumed to be the sole source of funding for any of the core services.  Additionally, using youth formula funds at the local level is to fulfill the mandate of providing universal services through the network of One-Stop Career Centers.  Providing services to youth ages 14–21 goes beyond the doors of the One-Stop Career Centers through partnerships with schools, adult education centers, post-secondary education providers, juvenile justice providers, community youth centers, health departments, and referrals from a host of other organizations that provide workforce development related services.

Provide a description of the one-stop partners’ processes for operating the following employment and training programs and for providing workforce activities and services.  Attach a copy of local operating procedures when requested.  

1.	Wagner-Peyser 

Wagner-Peyser is a labor exchange program that brings together individuals who are seeking employment and employers who are seeking employees.  The State shall administer a labor exchange that has the capacity to assist job seekers to find employment; to assist employers in filling jobs; to facilitate the match between job seekers and employers; to participate in a system for clearing labor between the States, including the use of standardized classification systems issued by the Secretary of Labor, under Section 15 of the Act; and to meet the work test requirement of the State Unemployment Compensation system.   

Self-services are available to all job seekers and employers.  Services may be accessed from computer workstations at One-Stop Career Centers and personal desktop computers through the Internet.  In addition to accessing information electronically, customers can choose to receive information in more traditional forms such as printed material which will be available at One-Stop Career Centers.  Attach a copy of the local operating procedure for the following processes.  

SECTION 	INSTRUCTION	
F.1.a.	Describe how Section 7(a) of the WIA will be implemented in the local One-Stop Career Centers.  The description must include job search and placement services to job seekers, including counseling, testing, occupational and labor market information, and referral to employers; recruitment services and special technical services for employers, including on-site employer visits; and One-Stop Career Center plans for meeting the requirement of the basic labor exchange system, including a narrative of how the local center will match job seekers and employers. 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.1.b.	. 
Describe the One-Stop Career Centers’ procedures to ensure that applicants will not be referred to a job at a company that is on strike or lockout status for a particular position.  Notice of the strike or lockout is required for applicants who are referred to positions that are not affected by the strike.

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.1.c.	Describe the procedures to ensure that applicants who are referred to private employment agencies will not be charged a fee.  	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.1.d.	Describe the procedures to ensure that the One-Stop Career Center will seek prior approval from the AWI to advertise hard-to-fill job openings which pay over $50,000 per year.   The One-Stop Career Centers may, from time-to-time, advertise in the newspaper for hard-to-fill job openings which pay up to $50,000 per year as part of the overall economic development effort of the State of Florida.  For jobs above this level, the One-Stop Career Center will seek prior approval in accordance with the Wagner-Peyser Act, Section 13(b)(2).  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.1.e.	Describe the placement services planned through the One-Stop Career Center summer youth program.  Include private sector involvement planned and identify the types of services to be provided.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.1.f.	Describe the reemployment services that will be provided to unemployment insurance claimants and the Priority Reemployment Planning services that are provided in the One-Stop Career Centers.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.1.g.	Describe how the RWB will administer the unemployment insurance work test and how feedback requirements (under Section 7(a)(3)(F) of the Wagner-Peyser Act) for all Unemployment Compensation claimants are met.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.1.h.	How counseling services (under Section 7(a)(1) and Section 8(b) in the WIA of 1998) will be delivered to Wagner-Peyser program job seekers;	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.1.i.	The screening process for referrals to job openings on suppressed job orders; and 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.1.j.	The process the One-Stop Career Center uses in conducting recruiting agreements and job fairs.	

RWB RESPONSE	

	

2.  	Veterans Program 

Provide a description of the process for the following Veteran program services and attach a copy of the local operating procedures:  

SECTION	INSTRUCTION	
F.2. a.	How the State Veterans Program Plan of Service will be implemented in the One-Stop Career Center(s);	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.2. b.	How outreach and organizational visits for veterans are conducted; 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.2.c.	How the Disabled Veterans Outreach Program specialists and Local Veterans Employment Representatives staff are fulfilling their required roles and responsibilities as indicated in the State Veterans plan at: http://www.floridajobs.org/pdg/vets/Fy07StVetsSrvPlan080706.pdf; 

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.2.d	How technical assistance and best practices can be provided to improve services to veterans.	

RWB RESPONSE	

	

3.  	Migrant and Seasonal Farm Workers 

Specific planning requirements for services to MSFWs are contained in 20 Code of Federal Regulations (CFR), Part IV 651, 653 and 658 Services for MSFWs.  These regulations require each significant MSFW One-Stop Career Center to develop an Outreach Plan designed to contact MSFWs not reached by usual One-Stop Career Center intake.  The Outreach Plan should reflect the policies contained in 20 CFR, Part 653, Subpart 3, Section 653.107(b) and its specific guidelines for completing the Outreach Plan. 

a.	List of significant bilingual One-Stop Career Centers

•	Belle Glade One-Stop Career Center—RWB 21
•	Bradenton One-Stop Career Center—RWB 18
•	Fort Pierce One-Stop Career Center—RWB 20
•	Homestead One-Stop Career Center—RWB 23
•	Immokalee One-Stop Career Center—RWB 24
•	Quincy One-Stop Career Center—RWB 5
•	Wauchula/Sebring One-Stop Career Centers—RWB 19
•	Winter Haven One-Stop Career Center—RWB 17

b.	MSFW Outreach Plan format

Using the format below, please develop the MSFW Outreach Plan.  Attach copies of the local operating processes and or procedures for the MSFW program.  
  
SECTION	INSTRUCTION	
F.3. b.1.	Assessment of Need;	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.3. b.2.	Assessment of Available Resources;	
    
RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.3. b.3.	Proposed Outreach Activities 
Note:  Each MSFW outreach specialist is required to have a minimum of five "quality" contacts of MSFWs per staff day.  A quality contact is defined as a contact with an MSFW where a reportable supportive service is provided and documented with the MSFW's name and social security number. The five MSFW contacts per staff day requirement apply only to the MSFW outreach specialists and not to other staff resources utilized.

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.3. b.4.	Worksheet ETA 5173;

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.3. b.5.	Affirmative Action Plan; and	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.3.b.6.	Bilingual Office Plan. 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.3.c.	Describe the process for providing the required services and activities, such as employer job orders, outreach to the Agricultural Employers, and the MSFWs.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.3. d.	Describe the process for meeting the minimum service level and Equity Ratio Indicators (see the Employ Florida Market Place System at https://www.employflorida.com/).

RWB RESPONSE	

	

    4.	Rapid Response

The rapid response unit is the State’s central point for identifying layoffs and plant closings.  This includes receiving the Worker Adjustment Retraining Notification notices from employers as required by federal laws.  Key strategies in Florida’s system are to provide occupational information and skills training to include incumbent workers who are at risk of losing their jobs and to provide immediate reemployment assistance for dislocated workers.  These efforts are intended to enable workers to make the transition to new employment as quickly as possible and to lessen the period of unemployment; thereby, decreasing the need for Unemployment Compensation and other supportive service benefits for workers.

Rapid Response Dislocated Worker Unit Organizational Structure

The WIA requires each State to establish a rapid response dislocated worker unit to carry out statewide rapid response activities. WIA 2000 authorizes WFI, to expend Title I WIA funds for rapid response and designates the AWI as the administrative entity for rapid response activities.  The rapid response unit is the State’s focal point in dealing with the dislocation of Florida’s workers. The unit has the capacity and capability to carry out the specific rapid response duties and responsibilities mandated by both WIA and WIA 2000.

A.	Describe the procedures for the following rapid response activities and attach a copy of the local operating procedures for the rapid response activities below.    

SECTION	INSTRUCTION	
F.4.a.	Describe the process for meeting the following minimum service level and Equity Ratio Indicators (see the Employ Florida Market Place System at https://www.employflorida.com/).
1.	Arranging on-site employer/employee visits and informational sessions; 
2.	Developing rapid response visit reports; 
3.	Administering employee surveys; 
4.	Developing event response plans; 
5.	Coordinating reemployment services with One-Stop Career Centers; 
6.	Reporting the employment situation of State employees; 
7.	Rapid response-related performance measures and goals; 
8.	Rapid response dislocated worker unit staffing; and 
9.	Public awareness.

RWB RESPONSE	

SECTION	INSTRUCTION	
F.4. b.	Describe the process used to ensure that rapid response assistance and appropriate core and intensive services as described in Section 134 of the WIA are made available to the workers for whom a petition for TAA has been filed.  

RWB RESPONSE	

	

5.	Trade Adjustment Act 

The TAA program for workers was created by the Trade Act of 1974.  The Trade Act has been amended several times since its initial enactment.  The TAA Reform Act of 2002 (Public Law 107-210) was signed into law on August 6, 2002.  It repealed the North American Free Trade Agreement-Transitional Adjustment Assistance program, reauthorized the TAA program, and implemented reform to the TAA program.  These reforms expanded the program’s coverage and provided an opportunity to ensure that effective strategies are utilized to help trade-affected workers obtain new employment.  It is essential that the RWBs move trade-affected workers into new jobs as quickly and effectively as possible so that they continue to be productive members of the workforce.  To this end, the intervention strategies used for program benefits and services will be aimed toward rapid, suitable, and long-term reemployment for adversely affected workers.  Under the Trade Act, as amended by the TAA Reform Act, the RWBs must:

-	Increase the focus on early intervention, upfront assessment, and reemployment services for adversely affected workers; 
-	Use One-Stop Career Centers as the main point of participant intake and delivery of benefits and services; and 
-	Maintain fiscal integrity and promote performance accountability.

SECTION	INSTRUCTION	
F.5.	Describe the process for ensuring that the TAA program staff, at the regional level, are not merit employees.	

RWB RESPONSE	

	

6.	Job Corps

Job Corps is the nation’s largest residential education and training program for low-income youth between the ages of 16 and 24 years of age.  The Job Corps’ mission is to help low-income youth become responsible, employable and productive citizens by providing training that will assist students in accessing technology and developing skills needed for successful participation in the workplace.

The AWI has a multi-year contract with USDOL to provide outreach and admission services throughout the State of Florida.  A statewide team of 26 Outreach and Admission Counselors recruit, determine eligibility, recommend and maintain contact with Job Corps applicants/students. Students are assigned to Job Corps centers in Florida, Georgia, North Carolina, Kentucky and Tennessee.

Job Corps activities are authorized and governed by the WIA of 1998, Public Law 105-220, 20 CFR 638.400, 638.401, 638.402 and USDOL Office of Job Corps Policy Instructions, Chapter 1 and 5.

Provide a description of how the following will be implemented in the region and attach a copy of the local operating procedures for the process(s).  

SECTION	INSTRUCTION	
F.6.	a.	How the Job Corps territory will be divided when there is more than one Admission Counselor; 
b.	How referral sources such as the local school system and community-based or faith-based organizations will be contacted and communicated; 
c.	The process for outreach and marketing services, ensuring and tracking referrals from other youth programs to Job Corps and from Job Corps to other youth programs; 
d.	The process for tracking Admission Counselors’ success in recruiting and retaining participants for the program; 
e.	The process for providing services to applicants when the Admission Counselors are out; 
f.	Cross training of Job Corps and other staff on Job Corps policies and procedures, workforce service programs, and resources available within the one-stop system. 

RWB RESPONSE	

	

7.	Youth Programs 

The Strengthening Youth Partnerships will continue to be the vehicle by which the federal Shared Youth Vision will be implemented in all participating state agencies and organizations.  The following goals have been identified as being appropriate: 

-To build consensus for a policy on the preparation of youth for employment in targeted demand occupations.

-To develop regional alliances among workforce, education, state agencies serving the most at-risk youth, economic development, housing, faith and community-based organizations, and transportation stakeholders to better meet the needs of businesses within a region by creating a pipeline of youth who have the hard and soft skills to enter targeted demand occupations.

-To create a blueprint for state level stakeholders to facilitate the creation and growth of state/regional/local alliances.

-To provide a forum for local, regional, and state level stakeholders to exchange information and ideas on new initiatives, cross-agency planning, promising practices, and data-based decision making.
-Increase the number of high school graduates as well as completers; 
-Increase the number of youth who obtain a job that provides a living wage; and 
-Encourage statewide employer/employee associations and chambers of commerce to work together with RWBs, school districts, and post-secondary institutions to help first-time workers enter and advance in the workplace.

SECTION	INSTRUCTION	
F.7.a.	Describe how the above strategic goals for youth will be implemented in the region.  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.7.b.	Describe the procedures that will be implemented to target and provide workforce services to youth with the following barriers: aged out of foster care; youthful offenders; out-of-school youth; basic skills deficient, etc.	

RWB RESPONSE	

	

c.	Provide the local definitions for the following youth programmatic elements:      

SECTION	INSTRUCTION	
F.7.c.1	Provide the local definition for those youth requiring additional assistance to complete an educational program or to secure and hold employment; and

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.7.c.2	Provide the local definition for locally identified “additional” barriers to employment for youth served under the “five percent window” (for youth who are not low income), as referenced in 20 CFR 664.220. (Note:  The additional barrier is only applicable to youth served under the “window.”  The list of allowable barriers for low-income youth does not provide for a locally established additional barrier).

RWB RESPONSE	

	

8.	Welfare Transition Program/TANF 

For the WT/TANF section, please provide narratives responding to the following informational requests as required by 45 CFR 261, Interim Final Rule, State of Florida TANF Plan, Florida Statutes, Sections 414, 445, Personal Responsibility Work Opportunity Act, State Guidance.  Where requested, please provide assurances and/or short explanations of local processes.  If the RWB has a local operating procedure that meets all required elements of the section, the RWB may attach the document and simply refer to the local operating procedure. 

a. 	 Applicant Services

1.	Please describe the regional WT/TANF work registration process.  Please ensure that the process includes the following in the RWB’s description:

SECTION	INSTRUCTION	
F.8.a.1.	a.	  When and how applicants are advised of WT/TANF program rights and responsibilities;
i.	Including grievance processes
ii.	Including application of anti-discrimination laws
b.	  When and how applicants are engaged in a work activity;
c.	When and how applicants with limited abilities are provided exceptions to the work activity requirements;
d.	How applicants are assessed for diversions to cash assistance during work registration;
e.    When participation in the work registration process and program engagement is entered in the data entry system.

RWB RESPONSE	

2.	Please describe the RWB’s Up-Front Diversion review process:

SECTION	INSTRUCTION	
F.8.a.2	Describe how the Up-Front Diversion process is incorporated in the work registration process.  If RWB provides Up-Front Diversion services to applicants through TANF formula funds, please describe the type of supportive services.	

RWB RESPONSE	

3.	Does the region have a promising practice for the WT Work Registration process?  

SECTION	INSTRUCTION	
F.8.a.3.	a.	 If yes, please describe the promising practice for serving applicants.
b.	Please describe how the Up-Front Diversion process is incorporated in the WT Work Registration process.	

RWB RESPONSE	

b.	Mandatory Services

1.	Describe the RWB’s process for informing mandatory WT/TANF participants of their rights; how and when they are informed of the following:

SECTION	INSTRUCTION	
F.8.b.1.	a.	The right to receive domestic violence services, mental health counseling and/or substance abuse counseling if eligible;
b.	The right and the process to have their case reviewed by a supervisor;
c.	The right to be treated equitably under the anti-discrimination laws;
d.	The right and the process to file a grievance;
e.	The right and the process to report good cause for failing to participate in a required activity;
f.    The ability to be excused from or rescheduled for an activity and the process to do so. If the RWB requires documentation to support missing activities or good cause, please describe what type of documentation is required, what failures require documentation to support good cause and when documentation is required to be submitted to the RWB/provider.	

RWB RESPONSE	

	

2.	Describe the RWB’s process for informing mandatory WT/TANF participants of their responsibilities and when they are informed of the following:

SECTION	INSTRUCTION	
F.8.b.2.	a.	The responsibility to work with career center staff;
b.	The responsibility to participate in assigned activities;
c.	The responsibility to document and submit participation hours;
d.	The responsibility to report employment;
e.	The responsibility to accept suitable employment; and
f.	 The responsibility to retain employment.	

RWB RESPONSE	

3.	According to the Interim Federal Regulations 45 CFR 261. et. al., Florida was required to list all activities and services offered under each of the 12 work categories. Based on federal law, the State is required to ensure that services and activities that the RWB receive credit for the participation hours must meet federal and State definitions. Please describe services and activities offered by the RWB and each provider to meet participation requirements under the following work categories:

SECTION	INSTRUCTION	
F.8.b.3	a.	Unsubsidized employment
Describe the documentation accepted to support self-employment expenditures and earnings, which must be used to determine the hours completed. 
b.	Subsidized employment:
i.	Describe how the RWB will ensure that participants engaged in subsidized employment activities will be supervised on a daily basis.  
ii.	Describe how the RWB will document hours actually completed and the party responsible for signing documentation to support hours of participation.  

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.b.3.	c.     Job Search and Job Readiness

i.	Describe how job searches at the employer’s place of business (on-site job search) are supervised on a daily basis. 
ii.	Describe how the daily supervision is documented for “on-site” job searches and how each hour is accounted for.
 iii.      Describe how participants completing job readiness activities and job searches in
           the One-Stop Career Center are supervised on a daily basis.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.b.3.	d.	Community Service

i.	Describe the local processes that are followed to ensure the State that the community service worksites are conducted at not-for-profit agencies and for the benefit of the community.
ii.	Describe the worksite agreement process implemented by the RWB/provider.
iii.	Describe the information included in the worksite agreement.
iv.	Describe how the participants of the WT/TANF program are referred to the worksite provider to begin engagement.
v.	Describe how the RWB ensures that participants are supervised on a daily basis during worksite engagement.
vi.	Describe how the RWB will document hours actually completed and the party responsible for signing documentation to support hours of participation.
vii.	Describe the steps the RWB has taken to protect employees of the community service provider against displacement.

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.8.b.3.	e.       Job Skills Training

i.	Describe how the RWB will ensure that participants engaged in this activity will be supervised on a daily basis.
ii.	Describe how the RWB will document hours actually completed and the party responsible for signing documentation to support hours of participation.

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.8.b.3.	f.	 Education directly related to employment

i.	Describe how the RWB will ensure that participants engaged in this activity will be supervised on a daily basis.
ii.	Describe how the RWB will document hours actually completed and the party responsible for signing documentation to support hours of participation.
iii.	 Describe how the RWB/provider will verify the participant’s satisfactory progress.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.b.3.	g	Satisfactory attendance at a secondary school or in a course of study leading to a General Equivalency Diploma)

i.	Describe how the RWB will ensure that participants engaged in this activity will be supervised on a daily basis.
ii.	Describe how the RWB will document hours actually completed and the party responsible for signing documentation to support hours of participation.
iii.   Describe how the RWB/provider will verify the participant’s satisfactory progress.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.b.3.	h.	Providing childcare services

i.	Describe how the RWB will ensure that participants engaged in this activity will be supervised on a daily basis.
ii.   Describe how the RWB will document hours actually completed and the party responsible for signing documentation to support hours of participation.	

RWB RESPONSE	

4.	 Describe local processes regarding work activity engagement to ensure the elements listed below are followed:

SECTION	INSTRUCTION	
F.8.b.4.	a.	Individuals will not be assigned more than 40 hours per week;
b.	Individuals will not be assigned for the month to a community service or work experience work site greater than the hours calculated based on cash assistance combined with food stamps divided by the state minimum wage;
c.	The RWB will record hours on the Job Participation Rate (JPR) screen for the activity completed.  Hours will not be attributed to an activity unless the services or engagement meet the activity’s definition;
d.  The RWB will ensure that unpaid work activities are supervised no less than daily by a responsible party outlined in local operating procedures.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.b.5.	Describe local processes for documentation of work participation.
Describe local QA/QC processes for ensuring the documentation of work participation is being followed.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.b.6.	Describe how the RWB will ensure that documentation to support hours in unpaid work activities is collected at minimum every two weeks.  This includes participation in the TANF funded subsidized employment, On-the-Job Training (OJT) and self-employment.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.8.b.7.	Describe how the RWB will inform front-line staff that documentation to support hours in unpaid work activities, OJTs, TANF funded subsidized employment and self-employment must be collected before entering JPR data in the workforce system.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.8.b.8.	Describe how the RWB will ensure that front-line staff do not enter hours of participation for unpaid work activities, OJTs, TANF funded subsidized employment and self-employment until documentation is received. 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.8.b.9.	Deferrals:
a.	If a participant reports limited abilities, what is the process of putting the participant in deferral status?
b.	What alternative requirements are included in the Individual Responsibility Plan (IRP)?
c.	Is the individual required to complete vocational or other assessments?
d.	How are learning disabilities identified?
e.	If a participant has a learning disability, what other services are they offered?	

RWB RESPONSE	

	

c.	Other

SECTION	INSTRUCTION	
F.8.c.1.	Provide the relocation maximum allowable payment	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.c.2.	Describe how the RWB ensures the confidentiality of program participants.

a.	Describe how and where domestic violence files are kept.
b.	  Describe local process for communicating how to process and store domestic violence
  files.  	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.c.3.	Other than Work Registration, describe when participants are notified of the opportunity to receive support services, counseling, etc. related to domestic violence.

a.	Briefly describe how applicants and participants who disclose a domestic violence issue are provided services specific to their needs. 
b.	Describe how the RWB ensures that all domestic violence providers are trained and competent to provide such services. 	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.c.4.	Describe the local Fair Hearing preparation and attendance process.

a.	Who attends the Department of Children and Families (DCF) administrative fair hearings related to the WT/TANF program?  
b.	Describe the process of a supervisory review.
c.	Describe the process for preparing documentation for the Fair Hearing.  
d.	Include the type of documentation the RWB traditionally presents.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.8.c.5.	Does the RWB use TANF funds for a locally developed special project?

a.	If yes, what population does the project serve?
b.	What TANF purpose does the project serve?
c.	Describe the eligibility requirements and documentation retained in the case file to support eligibility.  Briefly describe the program.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.8.b.6.	Does the RWB have an Individual Development Account (IDA) program?

a.	If yes, what population does the IDA project serve?
b.	Briefly describe the program.  	

RWB RESPONSE	

	

9.	Food Stamp Employment and Training Program 

For the FSET section, please provide short narratives responding to the following informational requests.  If the RWB has a local operating procedure that meets all required elements of the section, the RWB may attach the document and simply refer to the local operating procedure.  If the RWB does not implement an FSET program, indicate “does not operate an FSET program.” 

Local Operating Procedures

Please refer to the recently approved FSET Program State Plan as a reference to assist in the preparation of the local plan (see the reference to the appropriate page number(s) in the State Plan).  If a local policy exists which addresses any of the items below, refer to that local policy and include it as an attachment.

a.	Program Operation 

SECTION	INSTRUCTION	
F.9.a.1	Describe the local staffing (case management) model used to serve participants.  

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.a.2	Describe the local procedures for contacting participants after the referral has been received from DCF (through the overnight interface). Include the time frame involved and how this process is documented.  

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.a.3	Describe procedures for notifying the participants of their opportunities and obligations while participating in the FSET Program.	

RWB RESPONSE	

	

b.  	“Work First” Approach   

SECTION	INSTRUCTION	
F.9.b	Provide a description of the local procedures for ensuring the “work first approach” is utilized in serving participants in the FSET Program.  	
	
RWB RESPONSE	

	

c.	Program Activities and Components

1.	Orientation, Assessment, and Upfront Job Search/WE-SIWE 

SECTION	INSTRUCTION	
F.9.c.1.a.	Describe the local approach for providing orientation and assessment in the FSET Program.  Describe the assessment of the tools that are utilized and when the assessment is conducted.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.9.c.1.b.	Describe the local procedures used to refer participants to Upfront Job Search/Work Experience (WE) or Self-Initiated Work Experience (SIWE) when it is anticipated that the participant will be referred to Work Experience or Self-Initiated Work Experience. 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.c.1.c.	Describe the local procedures for ensuring that participants are assigned to WE, SIWE or Education and Training by the 31st day after the initial referral from the (DCF).	

RWB RESPONSE	

	

2.	Work Experience Component 

SECTION	INSTRUCTION	
F.9.c.2.a.	Describe the local approach for providing the Work Experience component, including the three activities that comprise the component.  Refer to Section C(1)(b) if a description of Upfront Job Search/WE-SIWE was addressed.  Include in the description the process and criteria for developing worksites. 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.c.2.b.	Describe the procedures for supervising the worksites and communicating with worksite supervisors.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.c.2.c.	Describe the local approach for ensuring that participants are engaged in WE for the required number of hours each month (documentation, etc.).  	

RWB RESPONSE	

	

3.	Self-Initiated Work Experience Component 

SECTION	INSTRUCTION	
F.9.c.3.a.	Describe the local approach for providing the SIWE component, including the three activities that comprise the component.  Refer to the Section C(1)(b) if a description of Upfront Job Search/WE-SIWE was addressed.    

a.	Include in the description the process and criteria given to the participants for developing their own worksites.  
b.	Describe procedures for obtaining signed contracts with the worksites.	

SECTION	INSTRUCTION	
F.9.c.3.b.	Describe the procedures for supervising the worksites and communicating with worksite supervisors.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.c.3.c.	Describe the local approach for ensuring that participants are engaged in SIWE for the required number of hours each month (documentation, etc.).  	

RWB RESPONSE	

	

4.	Education and Training Component

SECTION	INSTRUCTION	
F.9.c.4.a.	Describe the local approach for providing the Education and Training component, including all activities that comprise the component.  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.c.4.b.	Describe the local approach for ensuring that participants are participating in Education and Training for the required number of hours each month (documentation, etc).  	

RWB RESPONSE	

	

5.	Serving Employed Participants

SECTION	INSTRUCTION	
F.9.c.5.	Describe the local approach for referring employed participants to activities. 	

RWB RESPONSE	

	

d. 	Program Coordination

SECTION	INSTRUCTION	
F.9.d.	Describe the local approach for coordinating with DCF regarding the FSET Program (i.e., interagency meetings, problem resolution procedures, etc.).  Include a description of the process used to request exemptions/exceptions from DCF for certain participants. 	

RWB RESPONSE	

e.	Conciliation, Good Cause and Sanctioning Procedures

SECTION	INSTRUCTION	
F.9.e.1.	Describe the local approach for the conciliation process in the FSET Program.  Include the time frame involved and how this process is documented.	
  
RWB RESPONSE	

	

SECTION	INSTRUCTION	
G.9.e.2.	Describe the local approach for temporarily deferring participation due to good cause using the good cause reasons listed on page 15 of the State Plan.  Include the time frame involved and how this process is documented.  NOTE:  Please ensure that when describing the local approach, the term “good cause” is used instead of “deferrals” since only DCF can grant deferrals. 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.e.3.	Describe the local approach for the sanctioning process for the FSET Program.  Include the time frame involved and how this process is documented.  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.e.4	Describe the process for notifying DCF when the Able Bodied Adults Without Dependents  have met the requirements to end a sanction.   	

RWB RESPONSE	

	

f.	Program Monitoring

SECTION	INSTRUCTION	
F.9.f.	Describe the local approach for monitoring the FSET Program.  Include information about reports or tools that are used to monitor the program.      	

RWB RESPONSE	

g. 		Participant Reimbursement

SECTION	INSTRUCTION	
F.9.g.1.	Describe the local procedures for requesting Food Stamp Reimbursements (FSRs) for eligible participants. Describe under what circumstances and for which activities FSRs are requested.  NOTE:  Since employment is not an FSET Program component, participants cannot be given the FSR for employment. 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.g.2.	Describe the local procedures for documenting the need for each FSR that is requested.

RWB RESPONSE	

	

h.	Other

SECTION	INSTRUCTION	
F.9.h.1.	Describe local procedures for linking participants to other services and funding streams as appropriate.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.h.2.	Describe local procedures for ensuring that FSET Program staff are represented and proper documentation is provided at the DCF Administrative Fair Hearings.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.9.h.3.	Describe local efforts relative to developing jobs for FSET Program participants, assisting them with securing unsubsidized employment, and helping them become self-sufficient.	

RWB RESPONSE	

	

10.	Senior Community Services Employment Program 

SECTION	INSTRUCTION	
F.10.	Describe the process for administering the Senior Community Services Employment Program (SCSEP), provided SCSEP funds are received.  	

RWB RESPONSE	

	

11.	Workforce Activities and Services

The items in this section could apply to any or all of the workforce programs available in the region’s One-Stop Career Centers.  When responding to each of the items below, identify those programs involved.  This could be a single program or any combination of programs.

a.	Core and Intensive Services
	 
SECTION	INSTRUCTION	
F.11.a.	Describe the process for providing core and intensive services to job seekers in the One-Stop Career Centers. 	
	
RWB RESPONSE	

1. 	Assessment

SECTION	INSTRUCTION	
F.11.a.1.a.	Describe the testing and assessment process(es) for the WIA, TAA, MSFW, Veterans, Wagner-Peyser, FSET and WT/TANF participants.  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.11.a.1.b.	Describe the assessment tools used to assess youth for the federal WIA literacy and gains measure.  	

RWB RESPONSE	

	

For the Welfare/TANF program, please respond to the following items regarding assessments:

SECTION	INSTRUCTION	
F.11.a.1.c.	What tool does the RWB use to conduct the initial assessment of the participant’s employability, skills, and prior work history? 

Describe the elements that meet the “employability” component of the initial assessment (i.e., what information does the RWB collect to secure employability information).	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.11.a.1.c.	When is the initial assessment conducted? 

If the initial assessment is conducted during the work registration process, describe how the information is reviewed, updated and used once the participant becomes mandatory?  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.11.a.1.c.	At what point does the RWB require the participant to complete other assessments? Attach an example of an initial assessment tool that is used by the RWB.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.11.a.1c.	At what point does the RWB require the participant to complete other assessments (e.g., prior to entry into a work experience or vocational training)?	

RWB RESPONSE	

	

2.   Individual Responsibility Plan (IRP)/Employability Development Plan (EDP)/ Individual Service Strategies (ISS)

SECTION	INSTRUCTION	
F.11.a.2.	Describe the procedure for developing IRPs/EDPs/ISSs for participants of the workforce service programs.  	
RWB RESPONSE	

	

In addition, for the WT/TANF program, please respond to the following and attach a copy of all applicable local operating procedures.

SECTION	INSTRUCTION	
F.11.a.2	When is the IRP initiated?
Describe the process of developing the IRP in conjunction with the program participant; 
Describe how often the steps to self-sufficiency are updated and signed by the program participant and program staff; and 
Describe the IRP tool that the RWB uses.  If the RWB uses a locally developed tool, please attach it to the Workforce Services Plan.

RWB RESPONSE	

	

b.	Occupational Skills Training
 
The Governor’s vision in Florida for increasing training access and opportunities for individuals consists of a state policy requiring that 50 percent of the funds for adults and dislocated workers be allocated to Individual Training Account (ITA) unless the local board obtains a waiver from WFI.  Attach a copy of the local operating procedures for the following processes.  

SECTION	INSTRUCTION	
F.11.b.1.	Provide a description of the locally developed ITA system including any limitation (e.g., the dollar amount and/or duration of the ITA) to be placed on the ITA in accordance with 20 CFR 663.440, 663.420, 663.430 and AWI Guidance Paper AWI FG - 00-002a.  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.11.b.2.	Provide a description of local policy and /or procedures established to ensure that any exceptions to the use of ITAs are consistent with the exceptions contained in WIA.  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.11.b.3.	Provide a description of the local policy and procedures to competitively award grants and contracts for activities and services not funded with ITAs.  	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.11.b.4.	Indicate if the region is using the State’s wavier to allow the provision of ITAs for Older Youth.  If so, describe the local policies and procedures.  

RWB RESPONSE	

SECTION	INSTRUCTION	
F.11.b.5.	Describe the process for using WIA funds to provide training services to trade-affected workers.	
	
RWB RESPONSE	

SECTION	INSTRUCTION	
F.11.b.6.	Describe the process for ensuring that the WIA-funded training activities provided for trade-affected workers are those that are stipulated in Section 236 of the Trade Act and related federal policies and procedures.  	

RWB RESPONSE	

12.  	Work Experience 

SECTION	INSTRUCTION	
F.12.	Provide a description of the process for developing work experience sites and worksite agreements for all participants enrolled in workforce programs.  Attach a copy of local operating procedures.  

RWB RESPONSE	

	

In addition, describe the following for the WT/TANF program:

SECTION	INSTRUCTION	
F.12.a.	How the participants of the WT program are referred to the worksite provider to begin engagement; 
How the RWB ensures that participants are supervised on a daily basis during worksite engagement; 
How the RWB will document hours actually completed and the party responsible for signing documentation to support hours of participation; and 
The steps the RWB has taken to protect employees of the worksite employer against displacement.	

RWB RESPONSE	

	

13.	On-the-Job Training

OJT is defined as training by an employer that is provided to a paid participant while engaged in productive work in a job that provides knowledge or skills essential to the full and adequate performance on the job.  Reimbursement is provided to the employer of up to 50 percent of the wage rate of the participant for the extraordinary costs of providing the training and additional supervision related to the training.  The training is limited in duration as appropriate to the occupation for which the participant is being trained.  Attach a copy of the local operating procedures for the following processes.  

SECTION	INSTRUCTION	
F.13.	Provide a description of the process for developing OJT sites and agreements for all participants enrolled in workforce programs.  

RWB RESPONSE	

For WT/TANF, please describe the following: 

SECTION	INSTRUCTION	
F.13.a	How the RWB will ensure that participants engaged in the OJT activity will be supervised on a daily basis; 
How the RWB will document hours actually completed and the party responsible for signing documentation to support hours of participation; and 
How often (at minimum) documentation to support hours of participation will be collected.	

RWB RESPONSE	

	

14.  	Customized Training

Customized training is defined as training that is designed to meet the special requirements of an employer that is conducted with a commitment by the employer to employ an individual on successful completion of the training and for which the employer pays for not less than 50 percent of the training.  Additionally, Florida’s Quick Response Training (QRT) program, established in 1993, provides grants to expanding or new-to-Florida businesses to meet their customized training needs.  Attach a copy of the local operating procedures for the following process(s).  

SECTION	INSTRUCTION	
F.14.a.	Provide a description of the process for developing customized training sites and agreements for all workforce participants enrolled in WIA, Welfare Transition, FSET, etc.   	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.14.b.	Describe if businesses in your region have accessed training grants from the QRT program.  If so, are these businesses posting job orders through the local one-stop system, consistent with the QRT application process?  

RWB RESPONSE	

	

15.	Employed Worker Training Program 

Workforce Florida’s policy established in 2003 required all RWBs in the State to specify how the region would provide for skills upgrade training using local funds, including the establishment of a local Employed Worker Training Program (EWT) program.  Since the majority of workforce funds are allocated to the RWBs and all businesses and jobs are local, this strategy would allow for more skills upgrade training to take place statewide.  In doing so, many regions have developed strong business and industry champions for the workforce system, leading to additional usage of other tools available through their respective one-stop network. 

Provide a description of the process for the EWT program aimed at upgrading the skills of existing workers in the region.  The description should include the following and attach a copy of the local operating procedures for the following process(s).  

SECTION	INSTRUCTION	
F.15.a.	Identify when the region’s EWT program was established and what changes have been made to the program since implementation and why; 

RWB RESPONSE	

SECTION	INSTRUCTION	
F.15.b.	Identify those industries in the region whose workers will be targeted specifically for skills upgrade training and how those industries were identified; 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.15.c.	Provide a description of the process for the EWT program aimed at upgrading the occupational skills of existing workers in the region.  The description should include the following:

Identify those industries in the region whose workers will be targeted specifically for occupational skills upgrade training and how those industries were identified; 

Provide a description of the process for the EWT program aimed at upgrading the occupational skills of existing workers in the region.  The description should include the following:

Address both those working part-time and full-time, the working poor, and across all earning levels; and

Identify what funds (e.g., WIA and TANF) are used for this purpose in the region as well as how additional funds will be leveraged to accomplish skills upgrade training within the region.

RWB RESPONSE	

	

16. 	Business Services

Business partnerships are essential to training Florida’s workforce to meet the current and future needs of diverse business sectors.  The workforce system has successfully partnered with business and industry.  Current employer penetration data indicate a tremendous opportunity exists to develop additional business partnerships.  Both business and workforce have a vested interest in partnering.  Ease of access to Florida’s workforce services via the Employ Florida Marketplace is just a start.  Provide a description of the processes for implementing the following business services strategies in the region.  Attach a copy of the local operating procedures for the following process(s).

SECTION	INSTRUCTION	
F.16a.	How the region will aggressively market/communicate, internally and externally, the workforce business value proposition to significantly increase awareness and stimulate workforce system usage (including the Employ Florida Marketplace); 	
  
RWB RESPONSE	

SECTION	INSTRUCTION	
F.16.b.	How employer services will be delivered/conducted to employers, including employer visits to obtain job orders for veterans, MSFWs, Agricultural Employers, and other job seekers; 	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.16.c.	How does the region evaluate its Business Services (i.e., outreach tactics, core processes, and performance metrics):	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.16.d.	How the region will expand outreach and availability of the following value added, business focused training programs:

Incumbent Worker Training; 
Quick Response Training; and 
Employed Worker Training. 	
 
RWB RESPONSE	

SECTION	INSTRUCTION	
F.16.e.	In partnership with economic development organizations, how will the region build on existing or establish local, industry-specific workforce business consortiums;	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.16.f	How the region will prioritize target industry clusters and why;  	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.16.g.	How the region will provide platform for creation or technical input of industry specific training programs—leverage expertise of strategic partners (Education, Training Providers, Employ Florida Banner Centers);   

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.16.h.	How the region will institutionalize local, regional and statewide “voice of the customer” business forums to keep abreast of current and emerging workforce needs (e.g., through all Employ Florida Banner Centers and other similar business-led initiatives); 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.16.i	How the region will increase workforce awareness via visibility at target industry specific events; and 

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.16.j.	Showcase successful workforce/business partnerships at local economic development business events.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.16.k.	Describe any other innovative service delivery strategies implemented in the region, as well as the region’s success, to date, in competing for state-level funds through WFI’s Policy Councils.	

RWB RESPONSE	

	

USDOL’s recent TEGL No. 16-04 encourages the public workforce system to engage in more entrepreneurial training initiatives.  Each of Florida’s 24 RWBs are engaged with local partners including Small Business Development Centers, SCORE chapters, and university incubators, but need flexibility to better support sound business innovation practices that result in new business creation and new jobs for citizens of Florida.

SECTION	INSTRUCTION	
F.16.l. 	Describe the region’s strategies for implementing the entrepreneurial training initiatives for small business development in the one-stop service system.	

RWB RESPONSE	

	

17.  	Services to Targeted Populations 

SECTION	INSTRUCTION	
F.17.	Describe the process for providing workforce services to target populations such as the homeless, ex-offender, farmers, hard-to-serve, individuals with disabilities and other target groups.	

RWB RESPONSE	

18.	Workforce Program-Specific Definitions

Attach a copy of the local operating procedures for the following process(s).

a.       Self-Sufficiency

SECTION	INSTRUCTION	
F.18.	Provide the local definition of economic self-sufficiency; if different, then individual the definitions for the employed worker and the dislocated worker.  The self-sufficiency definitions must be developed in accordance with WIA 20 CFR 663.230.  

Does this self-sufficiency definition apply to the WT/TANF program?  If not, please provide the self-sufficiency definition.

RWB RESPONSE	

	

b.      Substantial Layoff

SECTION	INSTRUCTION	
F.18	Provide the local definition of a substantial layoff for determining dislocated worker status, as referenced in WIA section 101(9)(B)(i).	

RWB RESPONSE	

c.       Priority Services 
 
SECTION	INSTRUCTION	
F.18	Describe the criteria to be used for providing priority of services in employment and training to veterans in all workforce programs.

Please explain the process for determining whether funds allocated to the region for adult participant employment and training activities under WIA Section 134 (d)(4)(E) are limited, and describe the process by which any priority for services will be applied.  	

RWB RESPONSE	

19.	Supportive Services

Supportive services should include transportation (gas cards, bus passes and vehicle repairs), childcare, clothing, etc.  The description of the supportive services may include a general description of the supportive services to be provided for all programs or a description of the services to be provided to participants of each of the programs.  Attach a copy of the local operating procedures for the following process(s).

SECTION	INSTRUCTION	
F.19.a.	Describe the process for providing support services including the type, dollar amount, conditions, and duration under which these services will be made available to participants enrolled in workforce service programs. Describe the process for providing workforce services to target populations such as the homeless, ex-offender, farmers, hard-to-serve, individuals with disabilities and other target groups.		

RWB RESPONSE	

For the WT/TANF, please add additional information:   

SECTION	INSTRUCTION	
F.19.b.	Describe when participants are notified of the opportunity to receive support services, including but not limited to, transportation services, counseling, childcare, etc.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.19.c.	WT/TANF funds for support services may be prioritized due to limited funding. Please describe how services are limited by type and by amount.  Please include a description for all of the following (at minimum);
o	Transportation;
o	Childcare;
o	Clothing;
o	Training; and 
Other:  If the RWB provides other support services not listed above; please describe the services and prioritization for such services.	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.19.d	When and how are customers, including applicants for cash assistance, provided information about One-Stop Career Center services?	

RWB RESPONSE	

SECTION	INSTRUCTION	
F.19.e.	When and how are applicants and recipients of cash assistance advised of domestic violence services;

Briefly describe how applicants and participants of the WT program who disclose a domestic violence issue are provided services specific to their needs; and

Describe how the RWB ensures that all domestic violence providers are trained and competent to provide such services.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.19.f	Describe the type of support services the RWB provides to applicants of cash assistance.	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.19.g.	Transitional support services:

o	Describe the type of services offered to participants whose cash assistance closes with earned income.
o	Describe when and how program participants are informed about transitional benefits and services when they first leave cash assistance.
o	How long does the RWB authorize a childcare referral for transitional customers?
o	How often does the RWB require a participant receiving transitional childcare to document employment?
o	How often are transitional participants receiving support services reviewed for eligibility (family size, income, household composition, etc.)?
o	If the RWB has a program to encourage employment retention and advancement using support services and/or incentives, please describe it.
o	Describe the RWB’s local operating procedure designed to offer education or training to transitional participants. 	

RWB RESPONSE	

	

SECTION	INSTRUCTION	
F.19.h	Describe how career center staff link participants of the WT Program to other services and funding streams.	

RWB RESPONSE	

	

VI.	Description of Performance Goals and Levels

Florida is currently negotiating with the USDOL on the performance goals for the next two program years related to the federally mandated performance measures.  Once these negotiations are completed, negotiations with the RWB’s will be finalized to affirm or update goals as agreed to in preliminary negotiations with the state (due to be completed July 2007).  The final RWB negotiated goals are to be included as part of the local plan.

Describe briefly how the RWB will use these negotiated goals and any other locally developed goals and measures in measuring the performance of the local fiscal agent, eligible service providers, and the local one-stop delivery system.  When other locally developed goals and measures are involved, identify these goals and measures.  

VII.	Administrative Plan 

Every RWB is required to follow federal administrative rules and cost principles applicable to its type of organization.  These rules cover policies and procedures that govern local financial management and accounting (type of accounting system used, internal controls, cost allocation, program income, cash management, payroll procedures, travel, etc.), procurement procedures, property management, records management, monitoring and oversight, audit and audit resolution, contract management, and other administrative policies and procedures.  Over the years, these policies and procedures have been either incorporated into a local administrative plan or established as a local standard operating procedure.  Please forward an electronic copy of your current Administrative Plan and/or Standard Operating Procedures (SOP) for our records when you submit your new local plan.  Attach a copy of the Administrative Plan as Attachment G.

VIII. 	Signature Page

Please complete the attached signature page and ensure that it is signed by both the Chairperson of the local board and the Chief Elected Official (see 29 USC 2841 Section 121).  The original signed signature page must be mailed to WFI as instructed on page one of these instructions (see Attachment II).

IX.   	Required Attachments 

The following forms or documents must be completed and signed for the period covered by this plan update included in the Workforce Services Plan as required by law (see Attachment III): 

A.	Inter-local Agreement(s)
B.	Fiscal Agent Design/Administrative Entity/One-Stop Operator
C.	List of One-Stop MOUs (Board and One-Stop Partners) 
D.	Local Operating Procedures Referenced in the Local Workforce Services Plan
E.	Public Comments on Local Workforce Services Plan
F.	WT/TANF Standard Operating Procedures
G.	Local Administrative Plan