Georgia Department of Labor

Comprehensive Local Workforce Investment Act Plan PY2007 – 2008
Georgia Mountains Workforce Investment Board 2481 Hilton Drive, Suite 8 Gainesville, GA 30501
Equal Opportunity Employer/Program Auxiliary Aids and Services Available Upon Request to Individuals with Disabilities

Area Contacts
1. 2. Name of Area Georgia Mountains, Region 2 Name, address and phone number of Chief Elected Official Mr. Mike Berg, Dawson County Commission Chairman 78 Howard Avenue, East, Suite 100 Dawsonville, GA 30534 706-344-3501 Phone 706-344-3889 Fax Grant Administrator: Georgia Department of Labor Local Area Director: Kimberlee Wilson Address: 2481 Hilton Drive, Suite 8 Gainesville, GA 30501 Phone Number: 404-656-3014 Phone Number: 770-538-2727 Email Address: kimberlee.wilson@dol.state.ga.us

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Name, address and organization of the Workforce Investment Board Chairperson Mary K. Ritchey Ritchey Eco-Air and Water 233 Cherokee Blvd. Toccoa, GA 30577 706-599-3149 Name, address and organization of the Youth Council Chairperson(s) Dr. Ruth Nichols, President North Georgia Technical Institute P.O. Box 65 Clarkesville, GA 30523 706-754-7702 Name, address, phone number and fax number of the area’s onestop operator(s). List which site(s) the organization(s) manages and indicate with an asterisk sites that area WIA comprehensive service sites. Georgia Department of Labor (*) Gainesville Career Center (Georgia Mountains One-Stop) 2419 Corporate Drive, SW Gainesville, GA 30504-6056 770-535-5484
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Georgia Department of Labor Georgia Mountains Workforce Investment Board Comprehensive Local Plan Update 5/6/05 & 10/6/05 & 4/6/07

Consortium
Georgia Department of Labor
Blairsville Career Center

189 Rogers Street P.O. Box 834 Blairsville, GA 30514-0834 (706) 745-6959 Habersham Career Center 215 Hodges Street, Suite 205 Cornelia, GA 30531 (706) 776-0811 Gainesville Career Center 2419 Corporate Drive, SW Gainesville, GA 30504-6056 (770) 535-5484 Toccoa Career Center 112 N. Alexander Street P.O. Box 520 Toccoa, GA 30577-0520 (706) 282-4514 Georgia Department of Technical and Adult Education Lanier Technical College P.O. Box 58 Oakwood, GA 30566 (770) 531-6300 Department of Labor Vocational Rehabilitation Program Regional Office 311 Green Street, Suite 209 Gainesville, GA 30501 (770) 535-5930 Title V Legacy Link 508 Oak Street, Suite 1 P.O. Box 2534
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North Georgia Technical College P.O. Box 65 Clarkesville, GA 30523 (706) 754-7700

Gainesville, GA 30503 (770) 538-2650 Georgia Department of Human Resources Division of Family and Children Services 332 Washington Street, West, Suite 305 Gainesville, GA 30501 (770) 535-5473 Community Block Grant Ninth District Opportunity P.O. Drawer L Gainesville, GA 30503 (770) 532-3191 Housing Authority Toccoa Housing Authority P.O. Drawer J Toccoa, GA 30577 (706) 886-9455 7. Electronic one-stop or website addresses www.dol.state.ga.us www.gmwia2.com Name and phone number of individual(s) with primary responsibility for plan development Kimberlee Wilson 770-538-2724

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Plan Signatures

Name of Area: Georgia Mountains, Service Delivery Region 2

Chief Local Elected Official

Date

Local Area Director

Date

Local Workforce Investment Board Chairperson

Date

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COMPREHENSIVE LOCAL WORKFORCE INVESTMENT ACT PLAN
PY 2007-2008 *************************************************************************** I. Vision and Goals The vision for the Georgia Mountains region is to promote and provide employment, training, and rehabilitation opportunities to the citizens of the Georgia Mountains area. This will be achieved through the following goals: 1. To enhance the workforce development system that has been created to dramatically upgrade individuals’ workplace skills, economically benefiting the workforce, employers and the state of Georgia. To continue eliminating unwarranted duplication of services, reduce administrative costs, and enhance participation and performance of customers served through a quality driven system. To provide a cooperative working relationship, to facilitate joint planning and evaluation of services, and to develop more efficient management of limited financial and human resources. To foster and facilitate a true “no wrong door” approach to services. To provide universally accessible information for the general population with wide and easy access to a comprehensive array of information in a variety of formats.

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3.

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II.

Local Governance 1. Describe how the local workforce development system will be governed to ensure that it is comprehensive, integrated, effective, responsive and customer-focused. Examples of items you may wish to describe include: the local board committee structure and the board’s oversight activities. Describe how GDOL career centers and other WIA partners have worked together to promote service integration. The Georgia Mountains Workforce Investment Board (WIB) is comprised of the former Private Industry Council (JTPA/PIC) as well as new members. The WIB is responsible for providing policy guidance for and exercising oversight with respect to, the local workforce investment system conducted under the Workforce Investment Act (WIA) in partnership with the Georgia Mountains Council of Chief Elected Officials (CCEO). The WIB operates in the Georgia Mountains area, which comprises thirteen counties. The Area was designated by the Governor and includes the following counties: Banks, Dawson, Forsyth, Franklin, Habersham, Hall, Hart, Lumpkin, Rabun, Stephens, Towns, Union and White counties. The various partner agencies

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located in the Georgia Mountains area formed a consortium to operate the one-stop system in the area and have thereby enhanced the efforts of the partners to coordinate and integrate services. The WIB consists of a Chair, Vice-Chair, Secretary/Treasurer as well as the remaining members. The Chair and Vice-Chair must be representatives of the private sector. The WIB Youth Council is responsible for providing policy guidance for and exercising oversight with respect to the local youth program conducted under WIA. A consortium was formed in 2000. The consortium is comprised of partner agencies within the local area who had been functioning independent of each other, but with excellent working relationships. The consortium was designated to be the operator of the Georgia Mountains Workforce Investment Area one-stop center. A one-stop grant was utilized to purchase equipment to electronically connect partners thereby enhancing the connectivity of consortium partners. Additional equipment has been purchased for partner agencies to replace broken, inoperable, or out-dated equipment to maintain our electronic connectivity. The Georgia Mountains Workforce Investment Area employed the services of a Compliance Monitor whose sole responsibility was to ensure that all aspects of the system operated in compliance with the Act. A detailed guide was developed in 2004 and is now currently in use to ensure that the system is managed and governed appropriately. The guide includes monitoring of the following: • • • • • WIB CCEO Youth Council One-Stop Center Customer Services (files, programs, follow-up)

The Georgia Department of Labor Career Center in the Georgia Mountains area have maintained an excellent working relationship with the Georgia Mountains Workforce Investment Area. These partners consistently strive to provide quality customer service and enhance service integration. Staff members have been cross-trained to allow greater customer access to available services and also enhance appropriate partner referrals. Additional equipment has been purchased for Resource Centers, training rooms, as well as for staff. A
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local website was developed by local area staff and includes links to the area Career Centers and applicable area information. The new Gainesville Career Center is scheduled to open in June 2007 and will allow for greater partner participation as space will be available to those required partners. Space will also be available for other interested community partners. 2. Describe how the local area’s staffing is organized with regard to local Workforce Investment Board support and WIA administrative functions. Provide the titles and major activities/roles of the area’s key staff. The Georgia Mountains Workforce Investment Board has been designated the grant recipient by the Council of Chief Elected Officials. The Georgia Mountains Workforce Investment Board Administrative staff members are employees of the Georgia Department of Labor. The chart below will outline the activities and roles of the Administrative staff. NAME Kimberlee Wilson ACTIVITIES/ROLES/RESPONSIBILITIES
Director Provides administrative support to the Board by planning, developing, maintaining and administering the Plan, developing RFPs, proposes policies and procedures in compliance with the Act, designs and maintains local area website, participating in various training sessions/conferences, developing and distributing a quarterly newsletter, developing working relationships with area collaborative partner agencies and local businesses and other duties as required by the Board.

Janice Hayes

Billing Specialist Provides financial management of all WIA funded activities, completes Financial Status Reports, processes customer support, completes bank reconciliations, processes training invoices and participates in annual review process, tracks ITA obligations and expenditures

Christa Lush

DOL Services Specialist Provides detailed administrative support to the program staff and to the Board, develops and submits training provider agreements, provides detailed inventory control information, assists the Billing Specialist with support processing, utilizes WebFocus database to provide Board with up-to-date performance information, utilizes GWS to enter customer information regarding customer credential/employment information.

Rebekah Krauter

Assessment Administrator Provides detailed career assessment services to customers

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throughout the one-stop system, administers the CAPS, CDM, TABE and SAGE.

L. Diane Jackson

Acting A/DW Unit Supervisor Provides comprehensive case management services to Adult and Dislocated Worker WIA funded customers. Also provides supervision to other case managers.

Gloria Dodd

A/DW Case Manager Provides comprehensive case management services to Adult and Dislocated Worker WIA funded customers.

James Haire

A/DW Case Manager Provides comprehensive case management services to Adult and Dislocated Worker WIA funded customers.

James Haire

Rapid Response Coordinator Assists Rapid Response unit during plant closures/layoffs by providing potential customers with a plethora of information regarding WIA funded services. Also provides supervision to other case managers.

Jill Bennett

TAA Case Manager Provides comprehensive case management services to TAA funded customers.

Sheri Sather

Youth Services Unit Supervisor Provides comprehensive case management services to Youth services WIA funded customers, issues yearly RFPs as needed to secure additional services, coordinates Youth Council (members, meetings), applies for applicable grant dollars, coordinates with area partner agencies to ensure non-duplication of services, develops youth program in conjunction with youth performance standards to ensure compliance.

Ebony Tucker

Youth Services Secretary Provides administrative/clerical support to Youth services staff.

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3.

Describe the connection and cross-membership between the Youth Council and the local Workforce Investment Board. List the responsibilities the local Board has vested in the Youth Council. The WIB appointed a Youth Council, which includes members of the WIB with special interest or expertise in youth policy. In addition, it includes representatives of youth service agencies, parents of eligible youth seeking assistance under Title I of WIA, individuals that have experience relating to youth activities including former participants and representatives of organizations, and other optional members determined by the WIB in cooperation with the Georgia Mountains Council of Chief Elected Officials. Youth Council members who are not members of the WIB shall be voting members of the Youth Council and non-voting members of the WIB. Cross-members of the Youth Council and the WIB include representatives of the Department of Technical and Adult Education and the Department of Family and Children Services. The responsibilities of the Youth Council include, but are not limited to, developing portions of the local plan relating to eligible youth; recommending to the local WIB eligible providers of youth activities; conducting oversight, in concert with the WIB, of the eligible providers of youth activities; and coordinating youth activities authorized under Section 129 of the WIA.

4.

Describe any linkages the area has established with other local boards in the region (workforce boards and related boards). WIA staff attend and/or participate in: A. B. C. D. E. F. Regional Advisory Council meetings; School-to-Work projects; Chamber of Commerce meetings; Regional Transportation Board; Local Area Transportation Board (Hall Area Transit); Family Connections meetings

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III.

Plan Development and Implementation 1. Describe the process used by the area staff and board to update this strategic plan. Describe your strategic planning effort and explain how the WIA Plan update incorporates the results of these efforts. Incorporate in the discussion local efforts for building a demand driven workforce within a regional economic system from ETA’s National Strategic Directions, as appropriate. The Georgia Mountains strategic plan is a product of the collaborative efforts of various partner agencies to develop and establish a one-stop system in the region. Chart 1 lists the heads of the agencies and organizations involved in the planning; however, over the past years staff at all organizational levels have been involved in developing and maintaining the one-stop system. The Georgia Mountains Workforce Investment Board received a $50,000 Strategic Planning Grant in 2003. The WIB prepared and issued a Request for Proposals. After review, the WIB entered into a contract agreement with the Georgia Mountains Regional Development Center to provide needed labor market information for the Georgia Mountains Area. The GMRDC held public meetings in each county and with each Georgia Department of Labor Career Center Employer Committee in the Georgia Mountains area. The purpose of the meetings was to gauge from employers, community members, and partner agencies to determine the employment and training needs in the Georgia Mountains area. The information was incorporated into the previous plan update. The Area does not receive significant funding allocations and therefore additional comprehensive detailed strategic planning has not occurred. The Area has relied upon solicited input from the WIB, chambers of commerce, local area employers, economic development representatives and educational institutions. Through the Governor’s Office of Workforce Development, a community-wide forum was held in February 2007 to discuss issues of concern. This forum provided a vehicle to gather information regarding various local efforts to build a demand driven workforce. For example, North Georgia Technical College responded to various manufacturing companies who recently relocated to the area by offering a Certified Manufacturing Specialist course. This course is now used as a prerequisite to

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employment. Lanier Technical College has created the Center of Innovation for Manufacturing Excellence (CIME). The Center will aid in an increased skill level of the existing workforce and the creation of entry level openings for job seekers. CIME will also target “at risk” manufacturing industries with the opportunity to transition to more advanced techniques. The local Plan is considered a “living” document and will be updated as additional information is gathered. Updates can occur at any time, but must receive Board approval. The following chart details the key individuals who are continually involved in the process.

ORGANIZATION NAME Georgia Department of Labor Georgia Mountains Workforce Investment Board Department of Technical and Adult Education Department of Labor Vocational Rehabilitation Program Department of Human Resources Division of Rehabilitation Services Hall County School System Title V / Legacy Link HUD Ninth District Opportunity Georgia Mountains Regional Development Center

TITLE/POSITION OF PARTICIPANT (S) District II Director Career Center Managers (4) Georgia Mountains WIA Staff Planning Committee Technical School President New Connections to Work (2) Economic Development (2) Field Director, Area II Region II Director Director, Evening School Executive Director Resident Services Director Executive Director Director Economic & Community Development

IV.

Needs Assessment 1. Using the CD containing the most recent labor market information for your area and the results of your strategic planning activities, please describe the demand (current and
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projected employment and skill needs of businesses) and supply (availability of skilled workers) aspects of your local labor market. List data sources used in your analysis. Review ETA’s National Strategic Directions “Increased Economic and Workforce Information Data Integration and Analysis” and incorporate, as appropriate. The Georgia Mountains area continues to experience an unemployment rate averaging 3.8% well below both the state and national averages. The total number of employees located in the area in 2006 was 209,630 with figures expected to reach more than 276,000 jobs by the year 2014, with more than 6,600 new jobs added each year. The Georgia Mountains area economy is still among the fastest growing in Georgia and the ninth-fastest growing metropolitan area in the country. These figures, although positive, are much different from the projections made four years ago. The Georgia Mountains area has seen tremendous declines in the textile industry and manufacturing although the latter remains the largest sector of employment with 22% of the area’s employees. Several large companies closed during the 2004-2006 period or transferred operations to other locations such as Mexico and China. An additional plant closure related to the textile industry has been announced and is expected to affect approximately 275 employees. We anticipate that these closures will have an impact on our region because dislocated workers who are leaving highpaying manufacturing jobs are often finding it difficult to replace their wages. The area has also seen a few new businesses open in the area as well as others relocating to the Georgia Mountains area. Currently, the major industries in the Georgia Mountains area are: • • • • • • • • Manufacturing Retail Trade Health Care and Social Assistance Education Services Accommodation and Food Services Construction Wholesale Trade Public Administration
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• • • • • • • •

Finance and Insurance Professional, Scientific and Technical Services Transportation and Warehousing Information Agriculture, Forestry, Fishing & Hunting Real Estate and Rental and Leasing Utilities Mining

The Regional Advisory Council recognizes the moderate education levels of the Georgia Mountains area workforce. The area has a high drop-out rate from high-school compared to the state and national rates. The area also hosts a number of technical colleges that offer cost-effective training pertinent to the needs of the businesses in the area. The GMWIB contacted the Georgia Department of Labor Career Center managers and the following issues were noted: • • • • • Shortage of prospective skilled employees Lack of basic and technical skills Underemployment Lack of family support Lack of work ethic

Local Chambers of Commerce, School-to-Work, Cluster Collaborative groups, Regional Development Centers, and local governments, etc. are involved in initiatives that complement the GMWIB efforts.
The information above was developed from the Labor Market Information provided by the Georgia Department of Labor and Census Reports with consultation from the Georgia Mountains Georgia Department of Labor Career Center Managers. The Georgia Mountains Regional Development Center, utilizing a Strategic Planning Grant, also provided various data sources that were used in the preparation of this plan.

V.

Workforce Delivery System 1. Using the matrix in Attachment B, outline the structure of the area’s One-Stop system, identifying partners at each comprehensive site and the major services provided at those locations. Provide the same basic information about additional workforce service locations in the local area, i.e., locations that are not considered comprehensive One-Stops. Describe enhanced integration through the One-Stop system to improve service delivery and increase efficiency as discussed in ETA’s National Strategic Directions, as appropriate.
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See Attachment B. 2. Describe methods of coordinating with partners and services not available at the comprehensive sites. The Georgia Mountains area partner agencies have developed strong communications amongst each other. Regional collaborative groups meet periodically to keep each other abreast of program updates, changes and current activities. The partner agencies have developed a system by which customers are referred to other agencies as needed. The Georgia Mountains WIA office has purchased equipment, such as computers, for partner agencies to allow for internet-connectivity, which also adds to the strong communication process that is already in place. Partners also utilize standards forms of communications such as e-mail, voice and fax messages. A newsletter is also published and distributed by the GMWIB. This newsletter contains information about the Workforce Investment Act, the GMWIB, partner agencies, customer success stories, available conferences, and other items of general interest. 3. If comprehensive sites are not GDOL Career Centers, describe how services at the area’s site(s) and GDOL services are integrated to provide seamless customer service. Not Applicable. 4. Summarize the functions performed by the area’s One-Stop operator(s). The functions of the One-Stop operators are: • Operations of the one-stop system and centers including a written mission statement; written goals and objectives; a strategic, annual, and day-to-day operational planning system; developing a marketing plan; and an understanding of the importance of technology in the delivery of service; Services including self-service resource area; the provision of core, intensive, training and employer services; the provision of an array of services and linkages affording customer choice; operation of a customer focused system; and a clearly defined system for services integration to the extent possible; Staffing including appropriate staffing of the one-stop sites; established staff competency levels; an on-going investment in staff education, training, and development; and a commitment to staff cross training. Continuous improvement of the one-stop system utilizing the Georgia Department of Labor Training Department and other applicable staff training as needed and available.

The items included in the MOU to be executed by the GMWIB and partners are:
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• • • • • • 5.

Ensuring that the one-stop centers and the one-stop system operate within the criteria adopted by the GMWIB; Participating as board members of the GMWIB; Managing and/or designating managers for the one-stop centers; Assessing customer degree of satisfaction with services provided by one-stop centers or the one-stop system; Identifying appropriate service strategies that meet the one-stop systems’ customer needs; and; Seeking and establishing mutual trust among all partners.

Indicate which partners are providing core and intensive services for adults and dislocated workers in your area. The Georgia Department of Labor Career Centers are currently providing core and intensive services for adults and dislocated workers in the Georgia Mountains area. The services available at the Gainesville Career Center as well as the Blairsville, Habersham and Toccoa Career Centers are: (1) CORE: Determination of eligibility assistance under Subtitle B of Title I of WIA; registration; outreach; intake; orientation to OneStop Delivery System information and services; initial assessment; job search assistance; placement assistance; career counseling; provision of employment statistics information, including the provision of accurate information relating to local, regional, and national labor market areas; provision of program performance information and program cost information; accurate information relating to the availability of supportive services; filing claims for UI; assistance in establishing eligibility for Welfare-to-Work activities, and programs of financial aid assistance for training and education programs that are not funded under WIA and are available in the local area; follow-up services; and basic workshops. Referrals to other sites and programs are also made as appropriate. (2) INTENSIVE: In-depth assessment; customer service plan development; group counseling; individual counseling/career development and training referrals. (3) OTHER SERVICES: A public Resource Area is available at each Career Center and provides no-cost access to computers, software programs, printers, a copier, fax machine and the Internet. A room is also available for employers to interview.

6.

Provide a copy of all current Memoranda of Understanding (MOUs) and Resource Sharing Agreements between the Board and One-Stop partners as Attachment C. See Attachment C.
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7.

List the Board-established policies regarding: a. Priority of service for intensive and training services, where adult funds are determined to be limited The GMWIB has not enacted a priority of service for intensive services. A priority of service has been enacted for training services and it is included in this document as Attachment F. b. Service to individuals who do not reside in the area Priority for training services will be given to residents of the Georgia Mountains area for adult, youth, and dislocated worker applicants. Services for dislocated workers will also be given to employees of companies whose place of employment is/was within the Georgia Mountains service area. Informational and core services will be available to all eligible applicants, as applicable, regardless of residence. Residents of other service areas desiring training services, unless dislocated workers, will be referred to the WIB in their area. Exceptions to this policy may be approved on a case-by-case basis. This policy is also included as Attachment F. c. Target groups served in the area Target groups to be served in the area are included as Attachment F. d. Supportive service policies for adults, dislocated workers and youth Supportive service policies for adults, dislocated workers and youth are in included as Attachment G and H.

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e. Demand occupations (list) The Demand Occupations list is included as Attachment I. 8. Describe the local Individual Training Account (ITA) system, including: a. Notification to prospective providers During PY2000, the GMWIB/GDOL office of Workforce Development initially solicited the following: (a) automatically eligible post-secondary educational institutions and entities carrying out National Apprenticeship Act programs, and (b) other eligible providers training institutions to provide training. Subsequently, the GMWIB has and will continue to utilize its bidders list to solicit and evaluate training providers on an annual basis, as the need arises. a) All known potential training providers shall be notified of the solicitation. Notification shall be made through the dissemination of a letter to providers on the list and through an announcement in newspapers that will cover the entire WIA service area. The solicitation will include performance requirements, time limitations for completing the application, etc. A record of inquiries will be maintained. To ensure consistency and accuracy of the log, one staff member will be assigned to maintain the Inquiry Log. A list of potential bidders will be developed from the Inquiry Log.

b) c)

Applications utilizing the ITA Training Provider packet (Attachment J(a)) are now accepted by the local WIB at any time during the program year and evaluated as soon as possible and reviewed at next scheduled WIA Board or committee meeting. A public advertisement of this open solicitation may be published periodically as the need arises. All applications will be logged in on the Provider Application Log. b. How the Board will evaluate providers and proposed training programs for initial eligibility, based on – at a minimum – criteria of proven effectiveness, local employer/industry demand, accreditation, and customer accessibility Applications will be reviewed and evaluated as outlined below:
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a)

WIA Board staff will review the application, and complete the Application Responsiveness Criteria to determine responsiveness. Non-responsive providers will be notified in writing that their application was nonresponsive and the reason(s) for the determination. WIA staff will review responsive applications, independently, using the Evaluation Criteria for Provider Agreements.

b)

WIA Board staff will conduct an on-site pre-operational review of the training institution and its programs. WIA Board staff may forgo an on-site pre-operational review if the training institution provided WIA funded training within the last two (2) years and there is no change in the facility, program, equipment, etc. Exceptions to the on-site pre-operational review policy may be made for organizations that are not located within the WIA area. To avoid duplication and foster regional certification, WIA Board staff will ascertain if on-site reviews or evaluations have been conducted for out-of-area or out-of-state providers by contacting the local WIB in the area, and will document the results accordingly. A committee (WIA Administrative Staff) designated by the WIB will review applications and/or staff recommendations. For other eligible providers, the Committee may decide to approve, not approve or conditionally approve the application, or may delay a decision and request additional information. All applicants will be notified in writing of the decision of the committee within five working days of the date of the decision. The local WIB will submit those providers that meet the requirements for initial eligibility to the State agency. The State shall have 30 days to review, evaluate and certify that the provider meets eligibility criteria. This State evaluation will include adherence to local policy, minimum state standards, review of State and Federal debarment listing, etc. The State will notify WIA Boards regarding eligibility and publish the state approved listing of eligible WIA providers via electronic and paper means. If approved, a provider agreement will be executed between the GMWIB and the training institution. This agreement must be signed prior to the enrollment into training of any WIA participant with that training institution. The performance of all training institutions with participants enrolled in WIA will be monitored on a quarterly, or more frequent (if needed), basis. Institutions may be removed, by State staff, from the approved provider list if monitoring reveals
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non-compliance with the Act. compliance are: •

Some examples of non-

If inaccurate information regarding a program is intentionally supplied to the local WIB or Georgia Department of Labor, a termination of eligibility may occur. The termination will remain in effect for a minimum of one (1) year; If the local WIB or Georgia Department of Labor determines that an eligible provider has substantially violated any requirements under the Act, the providers must commence corrective action as deemed appropriate or risk program removal; Failure to reapply under subsequent eligibility procedures. If providers do not submit programs for reapplication, those programs will be removed from the list; or If a provider’s program fails to meet or exceed minimum established local and State performance levels, the provider’s eligibility to receive funds for that program may be suspended by the Georgia Department of Labor, after consultation with the local WIB, for a period of not less than one (1) year.

Providers will be forwarded quarterly performance reviews listing activity by program and participant. If performance falls below GMWIB goals, a provider probation letter will be forwarded notifying the provider that a hold will be placed on new enrollments from the local area until corrective actions occur to increase performance. Providers will be responsible for notifying the WIA staff regarding any extenuating circumstances regarding training, such as training disruptions due to change of instructor, facility, etc. Review and approval of additional training programs for approved providers and provider price increases will be reviewed on a quarterly basis and if approved, transmitted to the State for review, approval and publication on the state approved listing. Providers seeking approval of additional programs or price increases should submit the following information to the WIA Board: a) b) Training approval from an accrediting organization Training program description, curriculum, all training cost information, program length, stable employment availability, starting wage
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c)

For training not identified in the WIA Board Plan as a demand occupation in the local area, providers should also submit at least three employer verifications of employment opportunities.

The WIA staff review will include an evaluation of the provider’s success in achieving performance outcomes, a comparison of the price, length of the training, anticipated wage at placement and location of similar approved providers. Upon approval by the WIB staff and after State approval, an amendment to the existing provider agreement will be processed. Increased prices will not take affect until the amendment is executed. New providers/programs may be limited to enrollment of 5 participants, if the application evaluation process so warrants. When a new provider/program has reached the participant enrollment limit, the local WIB will conduct a review of the provider’s/program’s success in achieving local WIB performance measures. The review will occur within 30-90 days after 50% of all participants have completed training. No additional participants will be referred to a new provider/program until the review is completed. The Workforce Investment Act requires a re-determination of ITA program eligibility through a “subsequent eligibility’ process every twelve months. For a program to remain eligible to receive ITA funds for new enrollments after February 28 of each year, the State is required to compare program-level performance outcomes against established minimum standards. The GDOL accepts applications for subsequent eligibility status on/about December 30th of each year. Providers are asked to complete an application with attention given to each proposed program. These Subsequent Eligibility applications only address programs currently approved on the Eligible Provider/Program List that are seeking re-approval. If providers of currently approved programs are interested in proposing new training offerings, providers should refer to the “initial eligibility” requirements described above. If re-approved, a program’s subsequent eligibility will extend through February 28 of each year. Separate applications and instructions are forwarded to providers of currently approved ITA programs each December. If a provider’s program fails to meet minimum established local performance levels, the GMWIB may restrict funding of the program, although it remains eligible on the State Eligible Provider List. In addition to the State Eligible Provider List, the GMWIB has approved the use of Small Purchase Procurement. At the current time, this option is only available as it relates to high
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demand/skill shortage, State approved ITA programs/occupations in the Healthcare industry. This option will be made available when sufficient training “slots” are unavailable in the near future. The Policy for Procuring Critical Skill Shortage Health Care Training from Providers Not Included On Georgia Eligible Provider List is included as Attachment J (c). c. Formal appeals process for aggrieved ITA customers and providers of unapproved training programs. The GMWIB has developed a Rights Statement that is given to each potential customer and potential provider to inform them of their rights regarding the Georgia Mountains WIA program. The Rights Statement is included as Attachment I. d. Ongoing process used to update the data on eligible provider list GMWIB will accept and review eligible provider applications throughout the program year. GMWIB will review and evaluate applications using the above-mentioned established process. Changes to data contained on the State eligible provider list will be reviewed and submitted to the State utilizing the Georgia Workforce System upon receipt. e. Any regional policies or agreements for ITAs or training providers The GMWIB has no other policies regarding training providers but policies may be developed as the one-stop system evolves. f. Access of customers to the eligible provider list and process for determining which customers receive ITAs Customers can access the eligible provider list through a variety of formats such as print (brochures, pamphlets, posters, etc.), Braille and through the Internet at http://www.gcic.edu/gawia. The information can be accessed through any Internet connection available through the Georgia Department of Labor Career Centers as well as our partner agencies. Information in print form is also available through the Georgia Department of Labor Career Centers as well as our partner agencies. The GMWIB has also created a website that can be accessed at http://gmwia2.com. The process for determining which customers receive ITAs is discussed above under Priority of Service, Service to Individuals Outside the Area, etc.
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g.

Process to track and manage all ITA activity The GMWIB utilized the Entre TrackSource system to track and manage all ITA activity. The GMWIB also utilizes the services of a Billing Specialist who not only entered information in the Entre TrackSource program, but also created Excel spreadsheets to manage all pertinent information such as training program, duration, ITA amount, and supportive services. The Billing Specialist also created Excel spreadsheets to manage all accounts receivables as well as accounts payables. The Billing Specialist entered the required information twice (Entre/Excel) to allow the Area to compare the systems. After careful review, the contract with Entre Solutions was cancelled and has allowed the Area to utilize a much more cost-effective system. The GMWIB also utilizes WebFOCUS, which is an internetbased Management Information System. WebFOCUS allows the user to customize reports, thereby providing useful tracking information. The Area utilizes the services of a Program Associate who is an active member of the STAR Data Group, which meets bi-monthly to review and learn new reporting capabilities. The Area Compliance Monitor has also received training on the WebFOCUS system.

h.

Board policy on use of statewide eligible provider list (including financial and duration limits, demand occupations, out-of-area training, service to out-ofarea customers, restrictions on use of statewide list, etc.) GMWIB has set policy regarding the use of the statewide eligible provider list. The policy is included as Attachment K.

9.

Describe local policies that ensure that other financial resources for training (e.g., Pell, Hope Grant, Hope Scholarship, TANF, etc.) are considered before expending WIA funds. Describe any resource linkages or agreements regarding training across areas with the region. Due to the limited financial resources expended to the Georgia Mountains region, the GMWIB has drafted local policies that require all training customers to exhaust all available resources before expending WIA funds. All potential training customers must apply to the potential training site and apply for all applicable sources of financial aid. Upon application to the DOL Career Center for training services, applicants must provide proof of acceptance to training site

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and financial aid award/denial letter, if applicable. All customers who apply for training services must complete a household budget and cost of attendance sheet that will explore all available sources of financial aid (i.e., Pell, HOPE Grant, HOPE Scholarship, TANF) to avoid duplication. The completed budget and cost of attendance sheet will become part of the customer file and will be updated periodically. 10. Discuss the role of faith and community –based providers with the local system. Discuss Board policies regarding training contracts with faith and community-based organizations or other training providers with proven expertise in serving special populations with multiple barriers to employment. If the board has established any such contracts, list which populations will be served through these contracts and list the criteria by which the area determines the proven effectiveness of such programs. See ETA’s National Strategic Directions, encouraging effective utilization of faith-based and community-based organizations, and incorporate as appropriate. The GMWIB has not established training contracts with faith and community-based organizations or other training providers with proven expertise in serving special populations with multiple barriers to employment. The GMWIB recognizes that a key to customer success will be the timely and effective intervention to address and solve their varied barriers to employment. Case management staff will refer individuals to the services of faith and community-based organizations. Such referrals will be documented and 12-month follow-up will occur. 11. Describe the area’s process and procedures for contracting with intensive service providers, support service providers and other contractors for adults and dislocated worker services. If the area has no such contracts, simply write in “N/A”. The GMWIB is operated by the Georgia Department of Labor and must follow the process as set forth by the Grants and Contracts Department. The GMWIB, once a need is determined, will develop and issue a Request for Proposals. The RFP will be advertised for at least 7 days. Once responses are received, the GMWIB Executive Committee will hold a review meeting. Responses are then rated according to the RFP. The information is then presented to the full GMWIB for approval. Once approval is received, a contract is written and submitted to the Georgia Department of Labor / Grants and Contracts Department. Each contract is then reviewed by the following GDOL departments:
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• • • •

Budget Finance Field Services Legal

The approved contract is then routed to the GDOL Deputy Commissioner for signature. The signed contracts are then routed to the provider for signature. Once all parties have signed, the contract is complete. 12. Describe the area’s process and procedures for contracting with youth services providers. Describe the area’s youth strategies. Discuss how the area’s workforce system is addressing the ten local youth program elements described in WIA, as well as the integration of other initiatives such as School-to-Work, Jobs for Georgia Graduates, Job Corps, and High School/High Tech. Describe the specific strategies the area is using to meet ETA’s New Strategic Vision for the Delivery of Youth Services under WIA. Also, please review the June 8, 2006 memo from Cynthia Robinson regarding the USDOL/ETA New Youth Vision. The GMWIB and its Youth Council have authorized that the 10 required program elements will be provided through the GDOL/GMWIB program office as a result of repeated failed RFP’s. The most recent RFP was approved and advertised by the GMWIB in April 2006. The GMWIB will continue to issue RFP’s annually and will continue to develop relationships with local providers who may be interested in providing WIA funded services to area youth in the future. The GMWIB provides services to local youth through program staff including a Youth Program Supervisor, Youth Services Case Manager and Youth Program Secretary. Additionally, GMWIB/GDOL contracts with individuals in different communities who work with GMWIB to provide services such as tutoring and administration of local programming. GMWIB youth program and contractor staff provide the following services in-house: application and eligibility determination, case management, summer and year-round work experiences, tutoring and study skills development, supportive services, job search and placement assistance, leadership development opportunities, assessment, adult mentoring, job shadowing, workshops in work readiness development and follow-up services for a 12-month period after exit. GMWIB offers the following services through community linkages: alternative school services, occupational skills training, comprehensive guidance and counseling including referral to substance abuse counseling.
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To ensure that WIA funds are used as a gap filler rather than a sole funding source, GMWIB youth program staff adhere to the following process when a service is needed to meet a participant’s Youth Individual Service Strategy: (1) service providers in the local community are surveyed to determine if the service is already being provided and if GMWIB can refer youth to the service; (2) if the service is available, GMWIB youth program staff refer youth to the program and maintain contact with youth and service provider as a facilitator; (3) if the service is not available, GMWIB program staff develop programming to met the need and then either carry out the programming in-house or contract for the service to be offered locally. Currently, GMWIB youth program staff is in the process of developing a region wide service directory which will be accessible through the GMWIB website and which will be updated annually. The survey process and free dissemination of the information gathered is a tool to ensure that WIA funds are maximized and assure non-duplication of services and as process to build relationships between service agencies in the area. GMWIB youth program staff have coordinated their efforts with the following agencies to ensure that all 10 services are available and to maximize use of limited funds: Lanier Career Academy DFCS Regional and County Offices Family Connections Mountain Education Centers Alternative Schools Department of Technical and Adult Education County Housing Authorities County Boards of Education Lanier Technical College North Georgia Technical College Communities-in-Schools—Toccoa and Hartwell Junior Achievement Juvenile Justice Hall County Boys & Girls Club Northeast Georgia Boys & Girls Club Library Systems County Chambers of Commerce Jobs for Georgia Graduates—Dawsonville School-to-Work Gainesville, Toccoa, Blairsville and Habersham Career Centers Healthy Families—Northeast Georgia Medical Center El Puente
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District 2 Public Health University of Georgia—Athens Vocational Rehabilitation The West Avenue Home In addition to service agencies, GMWIB has developed and will continue to develop relationships with private businesses that assist in providing supervision and training to youth through work experiences. Additionally, all local employers who participated in the Summer Work Experience assisted GMWIB in administering a summer literacy/numeracy program by providing participating youth computer access for several hours per week at the worksite. Several local businesses including J&J Foods in Gainesville and Metro Insurance Agency in Toccoa have participated in GMWIB youth programming as speakers and as mentors for youth participants. Developing strong relationships with local employers will remain a high priority for the GMWIB youth program. The ten required youth program elements are being addressed in the following ways: (1) Tutoring, study skills training, and instruction leading to secondary school completion, including dropout prevention strategies; A survey was completed to determine what type of tutoring and study skills were being offered and which schools in the local area were providing the different types of services. Youth are referred to in-school programs where these are offered. Three different strategies are being used for youth at schools where tutoring programs are not available: (1) For youth requesting tutoring who attend schools where tutoring programs are not offered, GMWIB contracts with a tutor who travels to schools and meets with students. Currently, three area schools are being served in this way. (2) To provide basic skills improvement to GMWIB youth, a GMWIB staff member facilitates a computer based COMPASS course at Lanier Career Academy four evenings a week. Any area GMWIB youth participant may attend this afternoon course. (3) GMWIB has developed a program in conjunction with Union County High School serving GMWIB youth participants who need tutoring and assistance to pass the Georgia High School Graduation Test. Union County provides dedicated space for the program, supplies and on-site assistance. GMWIB contracts with tutors and has provided computers. Youth
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participate in work-readiness activities as well as tutoring and earn incentives for meeting program goals. This program has been successful in helping participating youth raise their grades and pass the GHSGT and is being adapted to fit the needs of other schools in the area. Additionally, all youth who participate in the Summer Work Experience program element are required to participate in an online course to improve literacy and numeracy. The course was developed by GMWIB staff and computer access is provided through worksites. (2) Alternative secondary school offerings; GMWIB coordinates services with alternative schools in the local area. GMWIB may assist with tuition at Lanier Career Academy and Mountain Education Centers and may provide supportive services for youth participating in these programs. (3) Summer employment opportunities directly linked to academic and occupational learning; To better link employment with academic and occupational learning, GMWIB has developed an orientation to the summer work experience which includes 8 hours of work-readiness training as well as informal assessment of the youth and individualized goal setting for occupational skills. Through the online course and regular meetings with Summer Counselors the youth are assisted in making the linkage between academic learning and employment throughout the summer. (4) Paid and unpaid work experiences, including internships and job shadowing; Job Shadowing experiences are offered (1) through a partnership with Junior Achievement during the school year and (2) through special events offered as part of the summer work experience. Other work experiences including year-round work experiences are offered for in-school and out-of-school youth. These work experiences are closely tied to academic goals such as increasing GPA, regular attendance and progress toward a GED or other goals. (5) Occupational Skill Training
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Occupational skills training is available through local technical colleges and other providers. (6) Leadership development opportunities, which include community service and peer-centered activities encouraging responsibility and other positive social behaviors; The GMWIB offers opportunities for youth to participate in volunteer activities at local Humane Societies and other organizations. Additionally, all youth are encouraged to participate in clubs, groups and activities offered through locals schools. As part of the GMWIB/ Union County High School program, youth participate in volunteer activities and clubs in order to reach goals and earn incentives. (7) Supportive services GMWIB participants attending technical colleges in high growth and demand occupations may be eligible for supportive services. These services are also offered to youth in GED programs. Need for and level of supportive services are determined on a case-bycase basis. (8) Adult mentoring for a duration of at least twelve (12) months, that may occur both during and after program participation; This services is provided in two ways: (1) GMWIB coordinates services with local groups who assign volunteer mentors to work with youth. (2) GMWIB staff and contractors serve as mentors to youth participants. Each youth participant has regular contact with a GMWIB youth program case manager who provides mentoring and other services. Additionally, youth participating in the summer work experience are mentored by summer counselors and worksite supervisors. Tutors and other contract staff also mentor youth with whom they work. (9) Follow-up services Follow-up services are coordinated by GMWIB youth program staff. Follow-up services include regular contact, job search services include resume preparation, interview practice and opening search assistance, workshops on various topics, access to GMWIB events such as campus visits and leadership/volunteer activities.
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(10)

Comprehensive guidance and counseling, including drug and alcohol abuse counseling, as well as referrals to counseling, as appropriate to the needs of the individual youth. For in-school youth, GMWIB coordinates counseling services through school counselors and social workers. For out-of-school youth, GMWIB coordinates services for counseling with agencies such as Healthy Families, DFCS and Region 2 District Health. GMWIB is using a number of different strategies to assist outof-school youth: (1) For youth who do not have a high school diploma or GED, GMWIB encourages attainment of a GED by either offering supportive services such as daycare, transportation and meal support for regular attendance in a GED class or by enrolling the youth in a year-round work experience whose continuation is contingent upon regular attendance in the GED course. (2) For youth with a high school diploma or GED, GMWIB encourages attainment of diploma, degree or certificate that directly leads to employment in a high growth and demand occupation. Supportive services, assistance with tuition, books may be offered. Additionally, youth may be offered a year-round work experience in the field they are studying to increase demand for the youth in the job market as a result of documented work experience. (3) For other youth, GMWIB coordinates with Job Corps to assist in education and employment programming.

13.

If the area has chosen to use ITAs for older youth [per the state waiver under WIA Section 189 (i) (4) (B)], please describe the criteria that will be used for determining appropriateness and how youth will be assisted in choosing appropriate service providers/programs. If the area does not plan to use the ITA option for older youth, simply write in “N/A”. The GMWIB/Youth Council has elected to use the ITA system for older youth ages 19-21. Every eligible youth is assessed utilizing the CAPS, the TABE, and the CDM. This information is the used to assist each youth with their career path. ITAs will be utilized with those youth who wish to receive training at one of the Georgia Mountains area contracted training programs. The GMWIB is operated by the GDOL

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and is required to secure training provider contracts through the Grants and Contracts Department. The GMWIB policy is included as Attachment L. 14. Describe dislocated worker service strategies, including coordination with state-level Rapid Response, including GDOL career centers and state/local Trade Act activities. Each Department of Labor Career Center employs a dislocated worker specialist who participates in the on-site dislocation activities in the region. These specialists, when possible, work with management, labor representatives, and the Rapid Response team, to coordinate efforts to inform and bring to workers the services they will need to either receive training and/or return to work at a similar or higher wage than they are currently earning. Most dislocated worker funds will be utilized to provide training opportunities and supportive services. Due to the high drop-out rate in the Georgia Mountains area, many of the dislocations occur among individuals who have low basic skills who will require additional, often extensive, education and training to find a position with an acceptable replacement wage. The GMWIB employs a Rapid Response Coordinator who works with the aforementioned individuals to provide in-depth information on the available training opportunities. Staff are trained regarding the available benefits through the Trade Act and work to ensure that affected employees and employers are aware of the available services and benefits. 15. Describe how WIA and other funds available in the area are used to conduct outreach and recruitment for individuals in special population, including veterans, migrant and seasonal farmworkers, individuals with disabilities, public assistance recipients, offenders, customers with limited English proficiency and other groups. Discuss the local area’s services to older workers. Individuals in special populations benefit through the extensive collaborative partnerships and efforts that make up the regions onestop system. Representatives of the agencies and organizations that work with the populations make up the Consortium that operates the one-stop referral and services delivery system and the GMWIB and Youth Council. Therefore extensive outreach and recruitment occurs regularly. The Consortium has noted that the Georgia Mountains area has a large Hispanic/Latin community and has improved efforts to provide materials in Spanish.
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The Legacy Link, Inc., a Consortium member, is designated by the Georgia Department of Human Resources as the Area Agency on Aging for the 13-county region. Funds are authorized by a wide variety of federal and state laws. These funds are currently utilized to staff multipurpose senior centers. Centers provide a variety of activities including intake for employment and training programs. The Legacy Link, Inc. makes available a toll-free number, which provides customers access to information, assistance and referrals for a variety of services for older workers. The Legacy Link, Inc. has opened the “Legacy Shoppe” in the Lakeshore Mall in Hall County. This facility provides information, materials and knowledgeable staff for families needing information about resources available for older workers as well as those with disabilities. The GMWIB has also entered into an agreement with the United States Department of Agriculture (Forest Service) to provide referrals to the Senior Community Service Employment Program (SCSEP). Customer must be age 55 or older, low-income and are in need of assistance to upgrade their job skills and return to the workforce. 16. Discuss the area’s workforce services to businesses, (planned employer service strategies) and how business and organized labor representatives on the local Workforce Investment Board contributed to the development of these strategies. Provide a listing of business services available through the area’s One-Stop(s), such as planned employer workshops, tax credit assistance, and assessment and screening of potential employees. Additionally, describe the involvement of your economic development community in developing these strategies. Business services offered through the system include: • • • • • • • • • • • • Recruitment of job applicants Screening of job applicants Job Postings/Orders Job/Employee matching Skills Assessments Workshops Available space for employer interviews Labor Market Information Census Data Unemployment Insurance information Job Fairs On-The-Job Training

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GMWIA staff attend Regional Development Center meetings. GDOL staff are members of the various Chambers of Commerce and attend meetings regularly. 17. The Local Government Service Delivery Act of 1997 defined ways in which jurisdictions will work together to reduce duplication by promoting coordinated service delivery. Discuss any regional service delivery strategies planned within your region. Examples of relevant strategies are: uniformity in eligibility training providers, or uniformity in maximum allowable training and supportive service amounts. The GMWIB/CCEO requires coordination with other programs in the areas of supportive services and education and training services to ensure efficient, effective, and non-duplicative delivery of services. The coordination requirement is included in the Training and Supportive Services Policies and Procedures. 18. Discuss how the local area is using various fund sources to develop integrated service strategies for adult customers, especially for TANF and other low-income individuals, including the GoodWorks service strategy. The GMWIB requires coordination amongst the various partner agencies to ensure non-duplication of services and funding sources. The Service Matrix included in the plan details the services and funds that are available. The one-stop center staff will ensure that each customer receiving WIA funds has utilized all resources available. 19. An important feature of the customer-focused system under WIA is increased options for accessing workforce services. Discuss steps your area is taking to address this, such as: alternative access points; self-directed and electronic services; development of resource areas; orientation to services; enhanced reception/greeter functions; or service referral mechanisms, for various customer groups and at various sites within your system. Review and incorporate ETA’s National Strategic Directions – “System Reform and an Increased Focus on Workforce Education and Training,” as appropriate. The 13-county Georgia Mountains area has four formalized access points to WIA services provided through the Georgia Department of Labor Career Centers. It is anticipated that additional access points
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will be created by the strong collaboration of various partner agencies throughout the Georgia Mountains area. The one-stop sites in the Department of Labor have transitioned to a “greeter” from a receptionist model for directing customers to appropriate services. In addition, the Career Centers have undergone massive renovations to allow individuals access to Internet applications, resume preparation, and basic computer software in resource areas. VI. Performance Accountability 1. The plan update includes the process of estimating performance levels for PY2007 and 2008 to be submitted as Attachment C. Please indicate if there are any changes to populations served, to the economy or other mitigating factors when developing your performance targets. At this time USDOL has not issued guidance for states to follow in setting performance levels for the next two program years. Instructions for estimating performance levels for PY2007 and P2008 will be transmitted to local areas separately. Local area performance outcome levels are included as Attachment D. 2. Describe local strategies for obtaining and using customer feedback. The Georgia Department of Labor has contracted with Savannah State to provide random surveys to customers who have been exited from the Georgia Mountains WIA system as well as the other 19 workforce areas. This information is useful but has not provided enough information to be solely relied upon. The area is therefore using survey letters to each customer served through the Georgia Mountains WIA system to supplement the current information that is received. Surveys include information questions pertaining to: • • • • Assessment tools Case management services Training provider/program Follow-up services

If deficiencies are noted, appropriate corrective actions may occur.
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3.

Describe planned efforts for the local Workforce Investment Board to monitor overall effectiveness of the workforce development system. The GMWIB meetings include a performance and financial report of WIA activities in the region. Meetings also include, as available, customer satisfaction and GDOL provided performance reports. The GMWIB Compliance Monitor has developed a thorough and comprehensive guide which covers performance, compliance, programmatic and financial monitoring.

VII.

Equal Access and Opportunity 1. In 1-2 paragraphs, briefly describe local procedures and staffing to address grievances and complaint resolution. The GMWIB has established policies and procedures for responding to grievances and complaints at the local level. The grievance policy is included as Attachment I. 2. Describe how the local area is ensuring full accessibility of sites and services. Examples include an accessibility checklist on which staff have been trained, assistive technology in resource rooms, and ongoing coordination, training and mutual referrals with community rehabilitation providers. The partners in the Georgia Mountains area one-stop system are state agencies who meet the accessibility criteria established by the State of Georgia. The one-stop access points are DOL Career Centers that have assistive technology in their resource areas. The GMWIB has also purchased additional assistive technology to allow for greater customer services and accessibility. The Georgia Department of Labor Rehabilitation Services is also a partner in the one-stop system and has provided guidance to the GMWIB on compliance with the ADA. 3. Describe the local area’s policy for ensuring priority of service for veterans, and how GDOL employment services to veterans are integrated into the local workforce system. The Georgia Department of Labor Career Centers employ Disabled Veterans Outreach Program Staff as well as Local Veteran Employer Representatives. All veterans will be identified upon entering or accessing the Career Centers and provided services at the core level. The needs-based approach will be used to identify veterans with special needs, i.e. disabled veterans, newly separated veterans, etc. and they

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will be subsequently referred to the DVOP or LVER for the appropriate services. All veterans who are pursuing employment will be registered in the State’s Management Information System known as the Georgia Workforce System. Veterans with barriers to employment will be provided with the necessary initial assessment and the required documented intensive case management services. The workforce needs of veterans will be provided in the following order of priority: • • • • Special disabled veterans; Disabled veterans; Other eligible veterans; and Certain spouses and other eligible persons

Eligible veterans will also receive priority in all Georgia Department of Labor employment and training programs operating in the Career Centers. Other examples of priority services will include the following: • Referral of qualified veterans to new job openings, especially Federal Contractor job orders, prior to all non-veteran job referral activity; Job skills workshops for veterans; Job fairs for veterans; DOL websites promoting services to veterans; Job referrals via e-mail

• • • •

Staff will monitor job order notification and referral processes for any activity that would prevent veterans the maximum exposure to employment and career opportunities. Staff members attend the annual Veterans Conference to promote the importance of being compliant in these areas. 4. Describe the area’s efforts to address the needs of customers with Limited English Proficiency (LEP). Key elements include staff, technology and availability of materials in languages prevalent in the area. The primary language that is prevalent in the Georgia Mountains area is English. In addition to English, Spanish has become prevalent due to the large influx of Hispanics in the area. The Georgia Department of Labor has contracted with Network Omni Multilingual Communications to provide language translation services to our
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customers who primary language is not English. The Georgia Department of Labor also provides a resource guide containing the names and contact information of employees who speak other languages. The Georgia Department of Labor Career Centers employ several bi-lingual staff members who assist customers during Rapid Response meetings. These same staff members are available at the Career Centers to assist walk-in customers. A “page translator” has also been added to the local area website to assist customers of all languages. Several documents that are particularly useful (Trade) to the Hispanic speaking population have been translated into Spanish for their use. Other documents will be translated if the need arises. 5. Where applicable, describe how services to Migrant and Seasonal Farmworkers (MSFWs) are integrated into the local workforce system. Describe any specific local or regional service strategies for migrant workers. Not applicable.

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VIII. Plan Attachments Attachment A: Attachment B: Attachment C: Attachment D: Attachment E: Attachment F: Attachment G: Attachment H: Attachment I: Attachment J (a)ITA Provider Application Packet (b)ITA Policies (c)Policy for Procuring Critical Skill Shortage Health Care Training from Providers Not Included On Georgia Eligible Provider List Attachment K: Attachment L: Attachment M: Attachment N: Attachment O: Policies for Utilizing ITAs for Older Youth Adult Workstatement Dislocated Worker Workstatement Youth Workstatement On-The-Job Training Handbook State Workforce Vision and Guiding Principles Area Sites and Services Memoranda of Understanding, Local Chief Elected Official Agreements, and Resource Sharing Agreements Local Area Performance Outcome Levels Local Area Assurances Priority of Service – Adult/Veterans/Local Area Residents Supportive Service Policies Growth & Demand Occupations Rights Statement

ATTACHMENT A
State Workforce Vision and Guiding Principles
The vision for Georgia’s workforce system is to build a world-class workforce. This will be achieved through the following goals: • • • To enable individuals to achieve their highest potential To ensure employers have the skilled workers they need to compete effectively in the global economy To capitalize on the untapped potential of underemployed and discouraged workers, youth and other job seekers with special needs.

Guiding Principles • • • • • • Customers include individuals, employers and all community partners seeking workforce information and/or services. The system will provide services and information to all customers based on their informed choice and need. The system will include many service access points and methods, with servies tailored to meet the needs of individual communities. The customer defines service quality; customer feedback will be obtained and used. Staff will provide quality services in a timely and positive manner. Policy, operations and procedures will support flexibility in local design of service delivery, use of staff and use of facilities, while adhering to applicable laws and regulations. The system may offer specialized services beyond those paid for with public funds.

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ATTACHMENT B
Area Sites and Services
List the name, address and phone number of each comprehensive WIA service site. It is not necessary to list affiliate/single partner locations. For each comprehensive site, specify the lead partner or One-Stop operator in bold type, followed by the other partners that provide services at that site. In the third column, indicate the major services (e.g. career counseling, assistance with training, Rehabilitation Services, UI, employment services, etc.) provided at that site by the partners specified in the second column. Add rows for additional sites as needed.
Comprehensive Service Site(s) Area Sites and Services Lead Partner/One-Stop Operator / Other Partners Major Services Provided by Each Partner

Gainesville Career Center 2419 Corporate Drive, SW Gainesville, GA 30504 (770) 535-5484

GDOL Rehabilitation Services DTAE WIA Job Corps

Wagner Peyser, UI/DOL All RS services Assistance with training/re-training, career counseling Assessments/Training Job Corps services

Additional Service Sites

Lead Partner/One-Stop Operator / Other Partners

Major Services Provided by Each Partner

Blairsville Career Center 189 Rogers Street P.O. Box 834 Blairsville, GA 30514-0834 Habersham Career Center 215 Hodges Street, Suite 205 Cornelia, GA 30531 (706) 776-0811

GDOL Rehabilitation Services

Wagner Peyser, UI/DOL All RS services

GDOL DFCS Rehabilitation Services

Wagner Peyser, UI/DOL All DFCS services All RS services

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Toccoa Career Center 112 N. Alexander Street P.O. Box 520 Toccoa, GA 30577-0520 (706) 282-4514 Lanier Technical College P.O. Box 58 Oakwood, GA 30566 (770) 531-6300

GDOL DFCS Rehabilitation Services Jobs for All

Wagner Peyser, UI/DOL All DFCS services All RS services Human Development & Disability through UGA Assistance with training/re-training, career counseling, New Connections to Work, Georgia Fatherhood services, Career Placement services Assistance with training/re-training, career counseling, New Connections to Work, Georgia Fatherhood services, Career Placement services Aging services

Department of Technical and Adult Education

North Georgia Technical College P.O. Box 65 Clarkesville, GA 30523 (706) 754-7700 Legacy Link 508 Oak Street, Suite 1 P.O. Box 2534 Gainesville, GA 30503 (770) 538-2650 Banks County DFCS P.O. Box 159 Homer, GA 30547-0159 (770) 677-2272 Dawson County DFCS P.O. Box 867 Dawsonville, GA 305340867 (706) 265-6598

Department of Technical and Adult Education

Title V

DFCS

All DFCS services

DFCS

All DFCS services

Forsyth County DFCS DFCS P.O. Box 21 Cumming, GA 30028-0021 Franklin County DFCS DFCS P.O. Box 279 Carnesville, GA 30521-0279

All DFCS services

All DFCS services

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Habersham County DFCS P.O. Box 160 Clarkesville, GA 305230160 (706) 754-2148

DFCS

All DFCS services

Hall County DFCS DFCS 970 McEver Road Extension Gainesville, GA 305043964 (770) 532-5298 Hart County DFCS DFCS P.O. Box 518 Hartwell, GA 30643-0518 Lumpkin County DFCS 175 Tipton Drive Dahlonega, GA 30533-1139 (706) 864-1980 Rabun County DFCS P.O. Box 787 Clayton, GA 30525-0787 (706) 782-4283 Stephens County DFCS 1000 East Tugalo Street Toccoa, GA 30577 (706) 282-4505 Towns County DFCS P.O. Box 156 Hiawassee, GA 30546-0156 (706) 896-3524 Union County DFCS P.O. Box 220 Blairsville, GA 30514-0220 (706) 745-2931 White County DFCS 1241 Helen Highway, Ste. 200 Cleveland, GA 30528-0455 (706) 865-3128 DRS – Cleveland Hub 243 S. Main Street Suite B Cleveland, GA 30528 (706) 865-9535 DFCS

All DFCS services

All DFCS services

All DFCS services

DFCS

All DFCS services

DFCS

All DFCS services

DFCS

All DFCS services

DFCS

All DFCS services

DFCS

All DFCS services

Division of Rehabilitation Services

All RS services

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DRS – Cumming Hub 100 Colony Park Drive Suite 204 Cumming, GA 30040 (770) 781-6781 DRS – Gainesville Hub 530 Broad Street SE Gainesville, GA 30501 (770) 535-5468

Division of Rehabilitation Services

All RS services

Division of Rehabilitation Services

All RS services

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ATTACHMENT C
Memorandum of Understanding & Resource Sharing Agreements
MEMORANDUM OF UNDERSTANDING PURSUANT TO THE WORKFORCE INVESTMENT ACT OF 1998 1. This Memorandum of Understanding (MOU) is entered into by the partnering agencies offering services and contributing resources through the Region Two Workforce Consortium. DURATION: This MOU shall remain in effect until terminated by the repeal of the Workforce Investment Act of 1998 (WIA) or in accordance with this section. Any party may withdraw from this MOU by giving written notice of intent to withdraw at least 90 calendar days in advance of the effective withdrawal date. Notice of withdrawal shall be given to the One-Stop Operator and the Georgia Mountains Workforce Investment Board. Should any One-Stop Partner withdraw, this MOU shall remain in effect with respect to other remaining One-Stop Partners. 3. 4. MODIFICATION AND ASSIGNMENT: This MOU may be modified at any time by written agreement of the parties. MISSION STATEMENT: The mission statement for the Georgia Mountains One-Stop System is: • To promote and provide employment, training, and rehabilitation opportunities to the citizens of the Georgia Mountains area.

2.

5.

ATTACHMENTS: The following attachments are included in this MOU: A. CONFIDENTIALITY: The parties agree to honor the attached Information Release form. Exchanged information shall remain private and confidential in accordance with the most restrictive confidentiality requirements of any of the parties collecting, receiving, or sharing information. CROSS REFERRAL: The parties adopt the attached crossreferral arrangement, which also include by reference crossPage 44 of 171

B.

Georgia Department of Labor Georgia Mountains Workforce Investment Board Comprehensive Local Plan Update 5/6/05 & 10/06/05 & 4/6/07

referral arrangements in the local WIA plan, including modification thereto. C. RESOURCE SHARING: The parties agree to share resources in accordance with the attached Resource Sharing Agreement. It is expressly understood that this MOU does not constitute a financial commitment, but rather an intent to commit specific resources in the future as the parties’ allocations and budgets are known and the one-stop system evolves. The One-Stop system is a work in progress and its costs and the partners’ resource contributions will not remain static from month to month or from year to year. GOALS AND OBJECTIVES: The parties agree to the attached Goals and Objectives for the Georgia Mountains One-Stop System and the Georgia Mountains Workforce Investment System as agreed to by the Georgia Mountains Workforce Investment Board (WIB). BY-LAWS: The parties agree to the attached By-Laws developed for the Georgia Mountains One-Stop System. LOCATIONS: The parties agree that One-Stop services will be provided at the locations included on attachment F. In addition, services may be provided at events such as Job Fairs, Promotional Events, etc. SERVICES: The parties agree to the attached list of services. ADDITIONAL ATTACHMENTS: More specific resource sharing arrangements or financial agreements may be executed from time to time. If those additional agreements reference this MOU, they shall be considered additional attachments.

D.

E. F.

G. H.

6.

LIABILITY: The parties acknowledge that the Georgia Mountains Service Delivery Area/Workforce Investment Board has no responsibility and/or liability for any actions of the Georgia Mountains One-Stop System and its employee(s), agent(s), and/or assigns. Likewise, the parties have no responsibility for any actions of the Georgia Mountains Service Delivery Area/Workforce Investment Board and its employees, agents. And/or assigns. DISPUTES: The parties shall first attempt to resolve all disputes informally. Any party may call a meeting of all parties to discuss and resolve disputes. Should informal resolution efforts fail, the dispute shall be referred to a full meeting of the Georgia Mountains One-Stop System. Should the local Georgia Mountains One-Stop System fail to resolve the
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7.

Georgia Department of Labor Georgia Mountains Workforce Investment Board Comprehensive Local Plan Update 5/6/05 & 10/06/05 & 4/6/07

dispute, it shall be referred to the Chair of the Georgia Mountains Workforce Investment Board who shall place the dispute on the agenda of a regular or special meeting of the WIB or its Executive Committee. The Executive Committee shall attempt to mediate and resolve the dispute. 8. SEVERABILITY: If any part of this MOU is found to be null and void, or is otherwise stricken, the rest of this MOU shall remain in force. AUTHORITY AND SIGNATURES: The individuals signing below(*) have the authority to commit the party they represent to the terms of this MOU, and do so commit by signing. **See attached signature sheet

9.

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GEORGIA MOUNTAINS REGION 2 WORKFORCE CONSORTIUM MEMORANDUM OF UNDERSTANDING Attachment A Confidentiality/Information Release Form Each Consortium member agency has a statement, which is signed by applicants indicating that they grant permission to release information to other agencies for the provision of service. Each agency’s statement will be honored by other Consortium members.

GEORGIA MOUNTAINS REGION 2 WORKFORCE CONSORTIUM MEMORANDUM OF UNDERSTANDING Attachment B Cross Referral Arrangements Individuals seeking core, intensive, and/or training services may be referred to the One-Stop Center(s) or to an affiliate/partner site. If an individual seeks services at a One-Stop Center rather than the partner’s site, services should be made available to him or her without referral to another location (based on staffing ability). Participants may receive referral to appropriate training and education programs that have the capacity to serve the participant or applicant either on a sequential or concurrent basis.

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GEORGIA MOUNTAINS REGION 2 WORKFORCE CONSORTIUM MEMORANDUM OF UNDERSTANDING Attachment C Resource Sharing The Resource Sharing Agreement provides the framework for key partner commitment with regard to the allocation and sharing of operational costs and resources. A. Cost Sharing – Scenario 1: When a One- Stop Center is located within a partner agency and the agency has agreed to act as host facility, the other partner agencies are not responsible for the sharing of monthly overhead, maintenance and upkeep of the One-Stop Center. All facility costs other than staff and staff supplies will be paid by the host agency for the center to the extent the host agency budget permits. If future budgets of the host agency do not provide necessary funds to maintain and operate the one-stop facility, partners may agree to contribute to the facility’s operating cost. Cost Sharing – Scenario 2: When a One-Stop Center is located “freestanding” (i.e. not located in a Partner facility), partners co-locating at the “freestanding” One-Stop center in the Georgia Mountains region, may agree to contribute to the cost of operating the center using a portion of funds made available to the partners’ program, to the extent not inconsistent with the Federal law authorizing the partners’ programs, to pay for the monthly overhead, maintenance and upkeep of the One-Stop Center.

B.

The Georgia Mountains Consortium is utilizing Cost Sharing – Scenario 1 due to budget constraints and lack of available space. After receiving assistance from Susan Hogshead from the Workforce Development Division, the agreement was developed using the “system” approach, attributing dollar amounts of each partners’ contribution(s) to the system opposed to the One-Stop Center.

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RESOURCE SHARING AGREEMENT In accordance with the Workforce Investment Act of 1998 (hereinafter WIA), this Resource Sharing Agreement (hereinafter RSA) is entered into by and between the Georgia Mountains Workforce Investment Board (hereinafter WIB) and the Partner (also known as Consortium) Agencies listed below. 1. Partner Agencies: a. Georgia Department of Labor • Gainesville Career Center • Habersham Career Center • Blairsville Career Center • Toccoa Career Center b. Georgia Mountains WIA/Georgia Department of Labor c. Title V/Legacy Link d. Department of Technical and Adult Education • Athens Technical College • Lanier Technical College • North Georgia Technical College/Clarkesville • North Georgia Technical College/Blairsville e. Rehabilitation Services/Georgia Department of Labor f. Job Corps g. Ninth District Opportunity h. HUD i. Department of Family and Children Services 2. Purpose: The WIA regulations provide that the responsibility for the provision of and financing for the local workforce system operations is to be proportionate to the use of services by individuals attributable to the Partners’ programs. The purpose of this RSA is to provide a framework for each of the Partners’ commitments regarding the allocation and sharing of operational costs and resources for the local workforce system serving thirteen counties. The staff of the WIB will be responsible for the coordination of services and ensuring that Partner Agencies adhere to the terms of this Agreement. Details of the individual partner responsibilities will be more specifically outlined in this Agreement. 3. Duration: This RSA shall remain in effect from 05/30/02 until cancelled. 4. Modification: The Partners recognize that modifications to the RSA may be necessary. Any party may make a written request for modification to the GMWIB. In order to be valid, any modification to the RSA must be in writing and signed by all of the parties. Assignment of any responsibilities under this RSA by any of the parties shall be effective upon written notice to the other parties. 5. Termination: Notwithstanding any other provision of this contract, in the event that any of the sources of Partner funds for services under this contract no longer exist or in the event the sum of all obligations by the Partner

incurred under this and all other contracts entered into exceeds the balance of available funds, then the Partner’s obligations under this Agreement shall immediately terminate upon receipt of written notification to the GMWIB. The certification by the legal signatory of the Partner that occurrence of either of the events stated above shall be conclusive. This Agreement and applicable attachments to this Agreement may be terminated for cause, in whole or in part, by the GMWIB at any time for failure to perform any of the provisions hereof. The termination shall be accomplished by notice in writing and mailed or delivered to the address of the Partner in this Agreement or the last known subsequent address. This Agreement may be cancelled or terminated by any of the Parties without cause; however, the Party seeking to terminate or cancel this Agreement must give notice in writing of its intent to do so to the other Parties at least thirty (30) days prior to the effective date of cancellation or termination. The written notice must be mailed or delivered to the address shown above or to the last known subsequent address for the Georgia Mountains Workforce Investment Board. The GMWIB reserves the right to suspend this Agreement in whole or in part if the Partner(s) fail to comply substantially with the terms of this Agreement, to provide the quality of service required, or to meet the specified completion schedule of its duties under this contract. The suspension shall be accomplished by notice in writing to the Partner(s) and shall specify the reason, suspension date, required corrective action for reinstatement, and other pertinent information or actions required to protect the interests of the local workforce system customers. The written notice of suspension shall be mailed or delivered to the Partner address in this Agreement or to the last known subsequent address. 6. Patent Rights, Copyrights, and Rights in Data: The Partners agree if patentable items, patent rights, processes, or inventions are produced in the course of work supported and funded through this Agreement, the GMWIB shall determine whether protection of the invention or discovery shall be sought. The GMWIB will also determine how the rights to the invention or discovery, including any rights under any patent issued thereon, shall be allocated and administered in order to protect the public interest consistent with Government Patent Policy. Except as otherwise provided in this Agreement, the author or the GMWIB is free to copyright any books, publications, or other copyrightable materials developed in the course of, or under this Agreement. Should any copyright materials be produced as a result of this Agreement, the applicable federal agency and the GMWIB shall reserve a royalty-free nonexclusive and irrevocable right to reproduce, modify, publish, or otherwise use and to authorize others to use the work for government purposes.
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7. Memorandum of Understanding: This RSA including all attachments and modifications is incorporated by reference to the Memorandum of Understanding executed between the parties to this Agreement, including all modifications thereto. However, this RSA may fluctuate as the parties’ budgets change. Modifications of the RSA shall not affect the validity of the Memorandum of Understanding. 8. Services: (Only applicable services should be checked and described) a. The Gainesville Career Center/Georgia Department of Labor agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Outreach activities are designed to inform and encourage customers to access the services available in the one-stop system and by partner programs. Customers are provided outreach through the GDOL internet web site G1-Georgia One-Stop Career Network and the local employer marketing representative. Other activities may include networking through the following: • • • • • • Employer Marketing Representative Partner Agencies Area Employer Committee News Media Chambers of Commerce TOPPSTEP

Initial Assessment/Intake/Referral Initial identification of a customer’s skill level, aptitudes, and supportive service needs may be done through an interview, a needs survey, or selfassessment. Staff determines if Intensive services are needed by completing the Services Needs Evaluation Form. More intensive assessment instruments are also utilized. They are as follows: • • • Career Ability Placement Survey (CAPS) – Aptitude Assessment Career Decision Maker (CDM) – Interests SAGE – Interests and Aptitudes

The Intake process gathers basic information collected from customers by partner programs or the one-stop system, which may determine program participation. Basic Intake may include the following: • Basic Intake data collection
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Georgia Department of Labor Georgia Mountains Workforce Investment Board Comprehensive Local Plan Update 5/6/05 & 10/06/05 & 4/6/07

• • • • • •

Basic Assessment/Occupational coding Job Search Assistance Unemployment Claims Veterans Intake Targets Group Identification Referral to/for additional services

Orientation/Informational Services Customers arriving at the Career Center/One-Stop have access to brochures, signs and internet usage that will detail the available services. All customers will be made aware of the array of Career Center services overall. If needed, tours or short workshops are developed to assist customers with the variety of options available. Job Search/Job Placement Job Search and Job Placement services are designed to directly assist the job seeker in obtaining employment. Every customer seeking employment will have a job search conducted for them or will be instructed on how to do a self-directed job search. This service is designed to help the individual’s work search strategy and can be provided individually starting with the Greeter or in group workshops. The Greeter directs customers to the Automated Job Information System (JIS) which is located in the Resource Area of the Career Center/One-Stop. Through the use of the online computer JIS, job applicants can search for up-to-date information about job openings without professional assistance. Job openings are entered into occupational categories which can be accessed by specific local geographical area, statewide, or nationwide (including job openings listed by each Career Center or One-Stop in America’s Job Bank). Additionally, the JIS system is now available on the World Wide Web making it accessible to all Internet users. The DOLs new Internet accessible G-1 information program now offers a full array of job search related data. Documentation for job search planning is documented using the Job Search Assistance/Career Information Services form. Job Search planning must be entered on the customer service record. Follow-up Services for WIA N/A Comprehensive Assessments Comprehensive Assessments are conducted for individuals needing special assistance beyond Core Services. During the assessment process, Career Center/One-Stop staff will review customer’s skills, needs and interest for the purpose of designing an effective employment or training plan.
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Specialized tests and other assessment instruments or activities may be used to identify and evaluate individual aptitudes, achievement, interest, values, skills and employment barriers. Career Counseling/Planning Career Counseling services are available to assist job seekers in making appropriate vocational decisions as well as becoming more competitive in the job market. The majority of the counseling services are directed toward specific applicant groups such as veterans, persons with disabilities, dislocated workers, customers of Re-employment Units including individuals enrolled in the Claimant Assistance Program. Prior to counseling, a Service Needs Evaluation must be completed and indicate a need for Intensive Services. Counseling notes are entered on the Customer Services Plan and includes details of the counseling, interview objective and the date of next appointment. Counseling is also entered into the automated system on the customer service record. Case Management/Service Coordination This involves the planning, coordination and monitoring of the steps needed for an individual to reach the desired goals stated in the Customer Service Plan. Follow-up services are also provided for at least 90 days after the completion of the plan (or entering employment). Service Coordination must have an accompanying Customer Service Plan and follow-up plan. For customers identified as veterans, case management will be automatically reported on veteran customers for who this service is entered. Service coordination will be conducted for customers by the Career Center/One-Stop staff based on local agreements, utilizing the service matrix. Program unique service coordination will be coordinated by the appropriate partner and offered in compliance with the law as required. Prevocational Services Provided through referral to partner agencies. The Habersham Career Center/Georgia Department of Labor agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Outreach activities are designed to inform and encourage customers to access the services available in the one-stop system and by partner
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programs. Customers are provided outreach through the GDOL internet web site G1-Georgia One-Stop Career Network and the local employer marketing representative. Other activities may include networking through the following: • • • • • • Employer Marketing Representative Partner Agencies Area Employer Committee News Media Chambers of Commerce TOPPSTEP

Initial Assessment/Intake/Referral Initial identification of a customer’s skill level, aptitudes, and supportive service needs may be done through an interview, a needs survey, or selfassessment. Staff determines if Intensive services are needed by completing the Services Needs Evaluation Form. More intensive assessment instruments are also utilized. They are as follows: • • • Career Ability Placement Survey (CAPS) – Aptitude Assessment Career Decision Maker (CDM) – Interests SAGE – Interests and Aptitudes

The Intake process gathers basic information collected from customers by partner programs or the one-stop system, which may determine program participation. Basic Intake may include the following: • • • • • • • Basic Intake data collection Basic Assessment/Occupational coding Job Search Assistance Unemployment Claims Veterans Intake Targets Group Identification Referral to/for additional services

Orientation/Informational Services Customers arriving at the Career Center/One-Stop have access to brochures, signs and internet usage that will detail the available services. All customers will be made aware of the array of Career Center services overall. If needed, tours or short workshops are developed to assist customers with the variety of options available. Job Search/Job Placement
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Job Search and Job Placement services are designed to directly assist the job seeker in obtaining employment. Every customer seeking employment will have a job search conducted for them or will be instructed on how to do a self-directed job search. This service is designed to help the individual’s work search strategy and can be provided individually starting with the Greeter or in group workshops. The Greeter directs customers to the Automated Job Information System (JIS) which is located in the Resource Area of the Career Center/One-Stop. Through the use of the online computer JIS, job applicants can search for up-to-date information about job openings without professional assistance. Job openings are entered into occupational categories which can be accessed by specific local geographical area, statewide, or nationwide (including job openings listed by each Career Center or One-Stop in America’s Job Bank). Additionally, the JIS system is now available on the World Wide Web making it accessible to all Internet users. The DOLs new Internet accessible G-1 information program now offers a full array of job search related data. Documentation for job search planning is documented using the Job Search Assistance/Career Information Services form. Job Search planning must be entered on the customer service record. Follow-up Services for WIA N/A Comprehensive Assessments Comprehensive Assessments are conducted for individuals needing special assistance beyond Core Services. During the assessment process, Career Center/One-Stop staff will review customer’s skills, needs and interest for the purpose of designing an effective employment or training plan. Specialized tests and other assessment instruments or activities may be used to identify and evaluate individual aptitudes, achievement, interest, values, skills and employment barriers. Career Counseling/Planning Career Counseling services are available to assist job seekers in making appropriate vocational decisions as well as becoming more competitive in the job market. The majority of the counseling services are directed toward specific applicant groups such as veterans, persons with disabilities, dislocated workers, customers of Re-employment Units including individuals enrolled in the Claimant Assistance Program. Prior to counseling, a Service Needs Evaluation must be completed and indicate a need for Intensive Services. Counseling notes are entered on the Customer Services Plan and includes details of the counseling, interview
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objective and the date of next appointment. Counseling is also entered into the automated system on the customer service record. Case Management/Service Coordination This involves the planning, coordination and monitoring of the steps needed for an individual to reach the desired goals stated in the Customer Service Plan. Follow-up services are also provided for at least 90 days after the completion of the plan (or entering employment). Service Coordination must have an accompanying Customer Service Plan and follow-up plan. For customers identified as veterans, case management will be automatically reported on veteran customers for who this service is entered. Service coordination will be conducted for customers by the Career Center/One-Stop staff based on local agreements, utilizing the service matrix. Program unique service coordination will be coordinated by the appropriate partner and offered in compliance with the law as required. Prevocational Services Provided through referral to partner agencies. The Blairsville Career Center/Georgia Department of Labor agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Outreach activities are designed to inform and encourage customers to access the services available in the one-stop system and by partner programs. Customers are provided outreach through the GDOL internet web site G1-Georgia One-Stop Career Network and the local employer marketing representative. Other activities may include networking through the following: • • • • • • Employer Marketing Representative Partner Agencies Area Employer Committee News Media Chambers of Commerce TOPPSTEP

Initial Assessment/Intake/Referral Initial identification of a customer’s skill level, aptitudes, and supportive service needs may be done through an interview, a needs survey, or selfassessment. Staff determines if Intensive services are needed by
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completing the Services Needs Evaluation Form. More intensive assessment instruments are also utilized. They are as follows: • • • Career Ability Placement Survey (CAPS) – Aptitude Assessment Career Decision Maker (CDM) – Interests SAGE – Interests and Aptitudes

The Intake process gathers basic information collected from customers by partner programs or the one-stop system, which may determine program participation. Basic Intake may include the following: • • • • • • • Basic Intake data collection Basic Assessment/Occupational coding Job Search Assistance Unemployment Claims Veterans Intake Targets Group Identification Referral to/for additional services

Orientation/Informational Services Customers arriving at the Career Center/One-Stop have access to brochures, signs and internet usage that will detail the available services. All customers will be made aware of the array of Career Center services overall. If needed, tours or short workshops are developed to assist customers with the variety of options available. Job Search/Job Placement Job Search and Job Placement services are designed to directly assist the job seeker in obtaining employment. Every customer seeking employment will have a job search conducted for them or will be instructed on how to do a self-directed job search. This service is designed to help the individual’s work search strategy and can be provided individually starting with the Greeter or in group workshops. The Greeter directs customers to the Automated Job Information System (JIS) which is located in the Resource Area of the Career Center/One-Stop. Through the use of the online computer JIS, job applicants can search for up-to-date information about job openings without professional assistance. Job openings are entered into occupational categories which can be accessed by specific local geographical area, statewide, or nationwide (including job openings listed by each Career Center or One-Stop in America’s Job Bank). Additionally, the JIS system is now available on the World Wide Web making it accessible to all Internet users. The DOLs new Internet accessible G-1 information program now offers a full array of job search related data. Documentation for job search planning is documented using
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the Job Search Assistance/Career Information Services form. Job Search planning must be entered on the customer service record. Follow-up Services for WIA N/A Comprehensive Assessments Comprehensive Assessments are conducted for individuals needing special assistance beyond Core Services. During the assessment process, Career Center/One-Stop staff will review customer’s skills, needs and interest for the purpose of designing an effective employment or training plan. Specialized tests and other assessment instruments or activities may be used to identify and evaluate individual aptitudes, achievement, interest, values, skills and employment barriers. Career Counseling/Planning Career Counseling services are available to assist job seekers in making appropriate vocational decisions as well as becoming more competitive in the job market. The majority of the counseling services are directed toward specific applicant groups such as veterans, persons with disabilities, dislocated workers, customers of Re-employment Units including individuals enrolled in the Claimant Assistance Program. Prior to counseling, a Service Needs Evaluation must be completed and indicate a need for Intensive Services. Counseling notes are entered on the Customer Services Plan and includes details of the counseling, interview objective and the date of next appointment. Counseling is also entered into the automated system on the customer service record. Case Management/Service Coordination This involves the planning, coordination and monitoring of the steps needed for an individual to reach the desired goals stated in the Customer Service Plan. Follow-up services are also provided for at least 90 days after the completion of the plan (or entering employment). Service Coordination must have an accompanying Customer Service Plan and follow-up plan. For customers identified as veterans, case management will be automatically reported on veteran customers for who this service is entered. Service coordination will be conducted for customers by the Career Center/One-Stop staff based on local agreements, utilizing the service matrix. Program unique service coordination will be coordinated by the appropriate partner and offered in compliance with the law as required.
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Prevocational Services Provided through referral to partner agencies. The Toccoa Career Center/Georgia Department of Labor agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Outreach activities are designed to inform and encourage customers to access the services available in the one-stop system and by partner programs. Customers are provided outreach through the GDOL internet web site G1-Georgia One-Stop Career Network and the local employer marketing representative. Other activities may include networking through the following: • • • • • • Employer Marketing Representative Partner Agencies Area Employer Committee News Media Chambers of Commerce TOPPSTEP

Initial Assessment/Intake/Referral Initial identification of a customer’s skill level, aptitudes, and supportive service needs may be done through an interview, a needs survey, or selfassessment. Staff determines if Intensive services are needed by completing the Services Needs Evaluation Form. More intensive assessment instruments are also utilized. They are as follows: • • • Career Ability Placement Survey (CAPS) – Aptitude Assessment Career Decision Maker (CDM) – Interests SAGE – Interests and Aptitudes

The Intake process gathers basic information collected from customers by partner programs or the one-stop system, which may determine program participation. Basic Intake may include the following: • • • • • • Basic Intake data collection Basic Assessment/Occupational coding Job Search Assistance Unemployment Claims Veterans Intake Targets Group Identification
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Referral to/for additional services

Orientation/Informational Services Customers arriving at the Career Center/One-Stop have access to brochures, signs and internet usage that will detail the available services. All customers will be made aware of the array of Career Center services overall. If needed, tours or short workshops are developed to assist customers with the variety of options available. Job Search/Job Placement Job Search and Job Placement services are designed to directly assist the job seeker in obtaining employment. Every customer seeking employment will have a job search conducted for them or will be instructed on how to do a self-directed job search. This service is designed to help the individual’s work search strategy and can be provided individually starting with the Greeter or in group workshops. The Greeter directs customers to the Automated Job Information System (JIS) which is located in the Resource Area of the Career Center/One-Stop. Through the use of the online computer JIS, job applicants can search for up-to-date information about job openings without professional assistance. Job openings are entered into occupational categories which can be accessed by specific local geographical area, statewide, or nationwide (including job openings listed by each Career Center or One-Stop in America’s Job Bank). Additionally, the JIS system is now available on the World Wide Web making it accessible to all Internet users. The DOLs new Internet accessible G-1 information program now offers a full array of job search related data. Documentation for job search planning is documented using the Job Search Assistance/Career Information Services form. Job Search planning must be entered on the customer service record. Follow-up Services for WIA N/A Comprehensive Assessments Comprehensive Assessments are conducted for individuals needing special assistance beyond Core Services. During the assessment process, Career Center/One-Stop staff will review customer’s skills, needs and interest for the purpose of designing an effective employment or training plan. Specialized tests and other assessment instruments or activities may be used to identify and evaluate individual aptitudes, achievement, interest, values, skills and employment barriers. Career Counseling/Planning
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Career Counseling services are available to assist job seekers in making appropriate vocational decisions as well as becoming more competitive in the job market. The majority of the counseling services are directed toward specific applicant groups such as veterans, persons with disabilities, dislocated workers, customers of Re-employment Units including individuals enrolled in the Claimant Assistance Program. Prior to counseling, a Service Needs Evaluation must be completed and indicate a need for Intensive Services. Counseling notes are entered on the Customer Services Plan and includes details of the counseling, interview objective and the date of next appointment. Counseling is also entered into the automated system on the customer service record. Case Management/Service Coordination This involves the planning, coordination and monitoring of the steps needed for an individual to reach the desired goals stated in the Customer Service Plan. Follow-up services are also provided for at least 90 days after the completion of the plan (or entering employment). Service Coordination must have an accompanying Customer Service Plan and follow-up plan. For customers identified as veterans, case management will be automatically reported on veteran customers for who this service is entered. Service coordination will be conducted for customers by the Career Center/One-Stop staff based on local agreements, utilizing the service matrix. Program unique service coordination will be coordinated by the appropriate partner and offered in compliance with the law as required. Prevocational Services Provided through referral to partner agencies. b. The Georgia Mountains WIA/Georgia Department of Labor agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment The Georgia Mountains WIA staff has developed a brochure/flyer indicating the services available through WIA funding. The brochure/flyer also details the steps to completing the process such as the orientation, application, assessment, and registration for WIA. The brochures/flyers have been distributed to the various social service agencies in the area as well as local churches and community centers. The Georgia Mountains area social service agencies have excellent collaboration and this expands the reach of WIA services. The Georgia Mountains WIA staff has currently
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developed a website to promote the services of WIA and provide links to partner agencies. Initial Assessment/Intake/Referral The Georgia Mountains WIA staff reviews each applicant file for eligibility/suitability. WIA staff makes appropriate referrals as needed. Orientation/Informational Services The Georgia Mountains WIA office offers informational services to each of its customers during the orientation to services. The office maintains an up-to-date directory on all available social/educational services offered throughout the thirteen county Georgia Mountains area. Staff from the Georgia Mountains WIA office is available in the One-Stop each Friday to answer questions and offer assistance. Job Search/Job Placement Case management staff conducts Job Search and Job Placement activities with each customer as needed. WIA staff will rely and refer customers to the Career Center/One-Stop as needed to use the services already available. Follow-up Services for WIA Follow-up services are available to all Adult and Dislocated Worker WIA customers. Follow-up services are provided to all Youth WIA customers. Comprehensive Assessments WIA staff receives assessments from the One-Stop staff but if additional assessments need to be completed to develop appropriate service strategies, the SAGE assessment system may be utilized. The SAGE assesses interests, aptitudes and abilities. The system is available in “stand-alone” and computerized versions. Career Counseling/Planning Each WIA case manager provides career counseling and planning to each WIA customer for the duration of training and follow-up. Customers complete household budgets to determine areas of need. Customers also complete an Individual Service Strategy/Customer Service Plan at the beginning of their training. This plan is updated as needed with the customer and reviewed periodically. Case Management/Service Coordination
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Case Management services are provided to each WIA customer for the duration of training and follow-up. Case managers have combined experience totaling 46 years. Case managers coordinate service delivery with all other agencies as appropriate. Prevocational Services Prevocational Services are provided through referral to partner agencies. c. The Title V/Legacy Link agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Recruitment of program participants is accomplished by public relations events, advertisements and from past and current participants. Flyers are also available in the One-Stop Center Resource Area. Initial Assessment/Intake/Referral Completion of intake forms, assessment of needs, work history, skills, etc. Referrals and/or assignment of services will be dependent on needs and eligibility requirements. Orientation/Informational Services Orientation/Informational Services is/are provided to applicants. Job Search/Job Placement Job Search/Job Placement assistance is provided using workshops, internet services and the Georgia Department of Labor. Assistance is also provided to complete employment applications and resume preparation. Follow-up Services for WIA Regular follow-up services are provided to customers. referrals, if needed, are made during this time. Comprehensive Assessments Comprehensive Assessments are provided through referral to partner agencies. Career Counseling/Planning
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Additional

Individual Development Plans are completed with specific employment and training goals. The appropriate service strategy is identified and appropriate referrals/training/assistance is given. Case Management/Service Coordination Periodic review of individual development goals, employment plan, and service strategy ensure participants remain on track with the IDP. Referrals are made for supportive services, if needed. Prevocational Services Prevocational Services are provided through referral to partner agencies. d. The Department of Technical and Adult Education/Lanier Technical College agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Outreach/Recruitment will be provided to the local area through communication and coordination. A representative is available at the One-Stop each Monday. Rapport is developed with area school counselors. Information is available by request and brochures are distributed throughout the local area and are available in the One-Stop Resource Area. Initial Assessment/Intake/Referral Initial Assessment/Intake/Referral occurs during the application process. If additional assistance is required, referrals are made to the appropriate partner agency. Orientation/Informational Services All applicants are informed regarding available services, requirement and procedures. Job Search/Job Placement Participants are assisted with resume preparation and internet job search. Follow-up Services for WIA Follow-up is conducted for all participants. Comprehensive Assessments
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Participants must complete the ASSET testing before entrance to the school. Career Counseling/Planning Once assessment is completed, participants are consulted regarding the current employment market and the most appropriate program of study. Case Management/Service Coordination Case Management/Service Coordination is provided to each participant by Instructors and Advisors. Participant is monitored through academic standing and attendance. Prevocational Services See Career Counseling above. The Department of Technical and Adult Education/North Georgia Technical College/Clarkesville agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Outreach/Recruitment will be provided to the local area through communication and coordination. Information is available by request and brochures are distributed throughout the local area and are available in the Career Center Resource Area. Initial Assessment/Intake/Referral Initial Assessment/Intake/Referral occurs during the application process. If additional assistance is required, referrals are made to the appropriate partner agency. Orientation/Informational Services All applicants are informed regarding available services, requirement and procedures. Job Search/Job Placement Participants are assisted with resume preparation and internet job search. Follow-up Services for WIA
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Follow-up is conducted for all participants. Comprehensive Assessments Participants must complete the ASSET testing before entrance to the school. Career Counseling/Planning Once assessment is completed, participants are consulted regarding the current employment market and the most appropriate program of study. Case Management/Service Coordination Case Management/Service Coordination is provided to each participant by Instructors and Advisors. Participant is monitored through academic standing and attendance. Prevocational Services See Career Counseling above. The Department of Technical and Adult Education/North Georgia Technical College/Blairsville agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Outreach/Recruitment will be provided to the local area through communication and coordination. A representative is available at the One-Stop each Monday. Rapport is developed with area school counselors. Information is available by request and brochures are distributed throughout the local area and are available in the One-Stop Resource Area. Initial Assessment/Intake/Referral Initial Assessment/Intake/Referral occurs during the application process. If additional assistance is required, referrals are made to the appropriate partner agency. Orientation/Informational Services All applicants are informed regarding available services, requirement and procedures. Job Search/Job Placement
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Participants are assisted with resume preparation and internet job search. Follow-up Services for WIA Follow-up is conducted for all participants. Comprehensive Assessments Participants must complete the ASSET testing before entrance to the school. Career Counseling/Planning Once assessment is completed, participants are consulted regarding the current employment market and the most appropriate program of study. Case Management/Service Coordination Case Management/Service Coordination is provided to each participant by Instructors and Advisors. Participant is monitored through academic standing and attendance. Prevocational Services See Career Counseling above. The Department of Technical and Adult Education/Athens Technical College agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Outreach/Recruitment will be provided to the local area through communication and coordination. Information is available by request and brochures are distributed throughout the local area and are available in the Career Center Resource Area. Initial Assessment/Intake/Referral Initial Assessment/Intake/Referral occurs during the application process. If additional assistance is required, referrals are made to the appropriate partner agency. Orientation/Informational Services

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All applicants are informed regarding available services, requirement and procedures. Job Search/Job Placement Participants are assisted with resume preparation and internet job search. Follow-up Services for WIA Follow-up is conducted for all participants. Comprehensive Assessments Participants must complete the ASSET testing before entrance to the school. Career Counseling/Planning Once assessment is completed, participants are consulted regarding the current employment market and the most appropriate program of study. Case Management/Service Coordination Case Management/Service Coordination is provided to each participant by Instructors and Advisors. Participant is monitored through academic standing and attendance. Prevocational Services See Career Counseling above. e. The Rehabilitation Services/Georgia Department of Labor agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment A Rehabilitation Services counselor will be housed on-site at the One-Stop Center. The counselor will be available by appointment to talk with potential customers with disabilities, as well as provide information to the One-Stop staff. Flyers and brochures will be available and placed in the Career Center Resource Area. Initial Assessment/Intake/Referral As potential customers are referred to the Rehabilitation Services Program, the counselor will explain the basic services that are offered. The
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counselor will also explain the program’s primary objective – employment for people with disabilities. Information and referral forms will be used by the One-Stop staff to refer customers to Rehabilitation Services. Counselors will complete a preliminary assessment to gather information to determine if the person has a disability, and if so, start the application process. The intake process is a comprehensive, involved assessment that includes exploring educational needs, employment history, transferable skills, and barriers to employment. Medical releases are obtained during intake and forwarded to applicable medical providers that may be able to provide a disability diagnosis. Orientation/Informational Services Counselors will explain the Rehabilitation Services program to customers when they are referred. The counselors provide informational brochures and handouts for customers to retain. Job Search/Job Placement Once customers near the end of their rehabilitation work program, the work preparation technicians work with them to help develop job readiness skills. Once the customer has been determined job-ready, account representatives as well as their counselors work with the clients on job search and job placement. Clients are encouraged to look for work themselves and give counselors a list of their employer contacts weekly. In addition, Rehabilitation Services staff will complete job development contacts with employers, provide transportation to interviews when necessary and accompany customers to interviews if necessary. Customers are also referred to the One-Stop to utilize their employment services expertise. Follow-up Services for WIA The Rehabilitation Services Program has a responsibility to provide routine follow-up through the first 90 days of employment before a case can be closed. If customers have additional needs after that time, we can open a case in “post-employment status” and provide simple, inexpensive services for 12 months after the case is closed. If extensive services are needed, the case can be re-opened and services provided. Comprehensive Assessments After a customer has made application for services, extensive medical and psychological assessments and diagnoses are obtained from appropriate physicians. Vocational evaluation are administered if customers are unsure of what they want to do and/or if they need to change professions
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because of their disability and we need to know what they can do based on current functional capacities. Based on the customers needs, a complete or modified job readiness assessment will be completed. Career Counseling/Planning Career Counseling/Planning is an on-going process with all customers and continues throughout the rehabilitation process. Case Management/Service Coordination On-going monitoring, assessment and documentation of needs for assistive work technology, medical needs, etc. is completed throughout the rehabilitation process. We identify and utilize community resources and make referrals to other agencies when needed. Coordination with partners is the key to assure non-duplication of services. Prevocational Services Work preparation technicians provide job readiness assessments and workshops to improve employability skills. f. The Job Corps agrees to contribute to the delivery of the following services to the local workforce system: Outreach/Recruitment Informational posters, brochures are available in the One-Stop Resource Area. A representative is available at the One-Stop the 2nd and 4th Friday of each month. Initial Assessment/Intake/Referral Initial assessment is completed through verbal discussion with potential participants. Questions are asked regarding criminal background and need for GED/skills training. Job Corps applications are completed or referrals are made to appropriate agency. Orientation/Informational Services All potential participants are informed of the services Job Corps provides such as GED instruction, skills training and Job Corps expectations of participants. Information is also provided regarding available occupational training areas. Seminars may be conducted on Job Corps services. Job Search/Job Placement
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Participants who complete the program remain on a caseload for two years during which time they receive job search assistance. Follow-up Services for WIA Participants receive follow-up services at 90 days, 6 months and one year intervals. Follow-up includes contact with the participant and/or the employer to ascertain the participant’s performance on the job, work attitude and prospects for continued employment. Comprehensive Assessments N/A Career Counseling/Planning Terminees are counseled concerning their future plans depending upon their qualifications. They may be counseled to complete their GED, pursue post-secondary training or employment. If the latter is chosen, employment objectives are established and help is given to set up and schedule employment interviews. Case Management/Service Coordination Prevocational Services GED instruction is provided. Referrals are given to appropriate partner agency. 9. Benefits Received: The parties agree that the benefits to be derived from the above services will be: increased customer access to programs; cost-effective and efficient program delivery; improved program retention due to a wider array of support for customers; greater customer satisfaction; non-duplication of services; and strengthened relationships among partner agencies. 10. Resource Allocation: The parties agree that the contributed resources and benefits set out in this Resource Sharing Agreement are in proportion to each other as determined by a reasonable estimate of the distribution of services and contributed resources to be made by each of the Partners over the course of this Agreement. To the extent that the resources contributed or benefits derived become disproportionate, the parties agree to revisit and revise this Agreement as necessary.
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The parties named below enter this Agreement in good faith on behalf of their corresponding organizations and stakeholders. * See attached signature page

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GEORGIA MOUNTAINS REGION 2 WORKFORCE CONSORTIUM MEMORANDUM OF UNDERSTANDING Attachment D Goals and Objectives 1. To build a workforce development system that will dramatically upgrade individuals’ workplace skills, economically benefiting the workforce, employers, and the state. To eliminate unwarranted duplication of services, reduce administrative costs, and enhance participation and performance of customers served through a quality driven system. To establish guidelines for creating and maintaining a cooperative working relationship, to facilitate joint planning and evaluation of services, and to develop more efficient management of limited financial and human resources.

2.

3.

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GEORGIA MOUNTAINS REGION 2 WORKFORCE CONSORTIUM MEMORANDUM OF UNDERSTANDING Attachment E By-Laws The parties agree to the following By-Laws. The Region Two Workforce Consortium is comprised of the following agencies: • • • • • • • Georgia Department of Labor Georgia Department of Technical and Adult Education Title V (Legacy Link) Georgia Department of Human Resources, Division of Family and Children Services Georgia Department of Labor, Vocational Rehabilitation Services HUD Ninth District Opportunity/Community Block Grant

Each agency is entitled to one vote on business that comes before the Board. A simple majority of three members or their proxies shall constitute a quorum of the Consortium.

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GEORGIA MOUNTAINS REGION 2 WORKFORCE CONSORTIUM MEMORANDUM OF UNDERSTANDING Attachment F Locations Georgia Department of Labor
Blairsville Career Center

189 Rogers Street P.O. Box 834 Blairsville, GA 30514-0834 706-745-6959
Gainesville Career Center

2419 Corporate Drive, SW Gainesville, GA 30504-6056 770-535-5484
Habersham Career Center

215 Hodges Street, Suite 205 Cornelia, GA 30531 706-776-0811
Toccoa Career Center

112 N. Alexander Street P.O. Box 520 Toccoa, GA 30577-0520 706-282-4514 Vocational Rehabilitation Program Regional Office 311 Green Street, Suite 209 Gainesville, GA 30501 770-535-5930 Cleveland Hub Office 243 S. Main Street, Suite B Cleveland, GA 30528 706-348-4882 Cumming Hub Office 100 Colony Park Drive, Suite 204 Cumming, GA 30040 770-781-6781
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Gainesville Hub Office 360 Oak Street, P.O. Box 677 Gainesville, GA 30503-0677 770-535-5468 Georgia Department of Technical and Adult Education Lanier Technical Institute P.O. Box 58 Oakwood, GA 30566 770-531-6300 North Georgia Technical Institute P.O. Box 65 Clarkesville, GA 30523 706-754-7700 Title V Legacy Link 508 Oak Street, Suite 1 P.O. Box 2534 Gainesville, GA 30503 770-538-2650 Georgia Department of Human Resources
Division of Family and Children Services

Banks County P.O. Box 159 Homer, GA 30547-0159 770-677-2272 Dawson County P.O. Box 867 Dawsonville, GA 30534-0867 706-265-6598 Forsyth County P.O. Box 21 Cumming, GA 30028-0021 Franklin County P.O. Box 279 Carnesville, GA 30521-0279
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Habersham County P.O. Box 160 Clarkesville, GA 30523-0160 706-754-2148 Hall County 970 McEver Road Ext. Gainesville, GA 30504-3964 770-532-5298 Hart County P.O. Box 518 Hartwell, GA 30643-0518 Lumpkin County 175 Tipton Drive Dahlonega, GA 30533-1139 706-864-1980 Rabun County P.O. Box 787 Clayton, GA 30525-0787 706-782-4283 Stephens County 1000 East Tugalo Street Toccoa, GA 30577 706-282-4505 Towns County P.O. Box 156 Hiawassee, GA 30546-0156 706-896-3524 Union County P.O. Box 220 Blairsville, GA 30514-0220 706-745-2931 White County 1241 Helen Hwy., Ste. 200 Cleveland, GA 30528-0455 706-865-3128

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Community Block Grant

Ninth District Opportunity P.O. Drawer L Gainesville, GA 30503 770-532-3191
HUD

Toccoa Housing Authority P.O. Drawer J Toccoa, GA 30577 706-886-9455

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ATTACHMENT D
Performance Worksheet PY2007-PY2008 Performance Targets Local Area Name: Georgia Mountains Workforce Investment Area 2
Performance Measures Customer Satisfaction Index Participants – ACSI Score Employers – ACSI Score Entered Employment Rate Adults Dislocated Workers Older Youth Retention Rate Adults Dislocated Workers Older Youth Younger Youth Earnings Increase/Replacement Rate Adults Dislocated Workers Older Youth Credentials Rate Adults Dislocated Workers Older Youth Younger Youth Diploma/GED Rate $10,540 $10,808 $3825 $10,545 $10,809 $3850 86.1 86.1 78.1 69.9 86.2 86.2 78.2 70.0 80 86.8 68 81 86.9 68 78.8 79.4 79.0 79.5 PY2007 Target PY2008 Target

70 60 65.8 71.9

70 60 65.9 72.0 80.2

Younger Youth Skills Attainment Rate

80.1

The Georgia Mountains WIA office is offering an On-The-Job Training program which does not necessarily result in the attainment of a recognized certificate or credential. This program has proven worthwhile however it will affect the local area’s ability to attain a high credential rate.

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ATTACHMENT E
Local Area Administrative Assurances PY 2007 – 2008
Local workforce areas must ensure that area staff, contractors and partners are accountable to all state and federal laws, regulations and policies. By signatures on the local Workforce Plan, the local area assures the state that the following provisions will be met during PY 2007-2008: 1. Policies and procedures will be developed for soliciting and contracting with training providers for adult and dislocated worker training services that are not part of the Individual Training Account (ITA) system. [WIA Sec. 118 (b)(9)] Policies and procedures will be developed for identifying and competitively procuring youth activity providers. Policies will include evaluation criteria used and desired program elements, as required by the WIA. [WIA Sec. 118 (b)(9)] Memoranda of Understanding (MOUs) have been established between the local Workforce Investment Board and: a) all required WIA partners; and b) other partners participating in the local one-stop system. [WIA Sec. 118 (b)(2)(B)] The MOUs will be considered part of the area’s comprehensive WIA plan and will be available locally for review upon request. Area staff, partners and subcontractors will comply fully with nondiscrimination and equal opportunity provisions of the following laws: • the

2.

3.

4.

Section 188 of the WIA, which prohibits discrimination against all individuals in the United States on the basis of race, color, religion, sex, national origin, age, disability, political affiliation or belief, and against beneficiaries on the basis of either citizenship/status as a lawfully admitted immigrant authorized to work in the United States or participation in any WIA Title I-financially assisted program or activity; Title VI of the Civil Rights Act of 1964, as amended, which prohibits discrimination on the basis of race, color and national origin; Section 504 of the Rehabilitation Act of 1973, as amended, which prohibits discrimination against qualified individuals with disabilities; The Age Discrimination Act of 1975, as amended, which prohibits discrimination on the basis of age; and Title IX of the Education Amendments of 1972, as amended, which prohibits discrimination on the basis of sex in educational programs.

• • • • 5. 6.

No funds received under the WIA will be used to assist, promote or deter union organizing as referred to in Section 181(b)(7) of the WIA. The local Workforce Investment Board assures that all awards of federal and state funds shall be accounted for using generally accepted accounting principles, and treated in accordance with federal cost principles that apply to the type of entity receiving funds, including OMB Circular A-87 for units of state or local
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government; A-21 for institutions of higher learning; A-122 for private, non-profit organizations; and 48 CFR, Part 31 for private, for-profit organizations. 7. The local Workforce Investment Board assures that audits of covered organizations shall conform to the federal Single Audit Act and OMB Circular A133. The area’s financial management system will satisfactorily account for and document the receipt and disbursement of all WIA funds. Further, effective internal controls in place will safeguard assets and ensure their proper usage (including property location and usage). [WIA Sec. 184 (a)(1)] The local area’s financial system will permit the tracking of program income and potential stand-in costs. [WIA Sec. 185 (f)(1)&(2)] The local area will prepare and submit required financial reports in a timely manner; and WIA operations funded wholly or in part with state and/or federal funds will maintain financial and program records with all supporting documents for at least three years from the date of submission of the closeout reports for each program. [WIA Sec. 185 (e)(1)] Any information or records concerning an individual or employing unit obtained by the Georgia Department of Labor in the administration of the Employment Security law or other federally-funded programs for which the department has responsibility are, by law, private and confidential [O.C.G.A. 34-8-120 et seq.]. The area agrees to abide by all state and federal laws, rules and regulations regarding the confidentiality of such records. There are criminal sanctions for unauthorized release of such information. The area further agrees not to divulge any private or confidential information concerning any individual or employing unit to any unauthorized person without the informed consent of both the individual and the related employing unit, or, when applicable, of a particular customer. The Georgia Open Records Act requires government agencies and their private contractors to allow inspection of “public records” by citizens who request such inspection [O.C.G.A. 50-18-70 et seq.]. Georgia Department of Labor information and records on individuals and employing units described above are exempt from the disclosure requirements of the Georgia Open Records Act. The area agrees to fully comply with the Georgia Open Records Act, which may require a timely written response (within three days of the inspection request) denying inspection of such records and stating the applicable statutory authority for denying the request. Local areas will comply with the security and privacy standards of Public Law 104191 – the Health Insurance Portability and Accountability Act of 1996. [NOTE: The Georgia Department of Labor is in the process of implementing these standards and will provide additional information in the near future]. Veterans and other qualified persons will be provided priority in all USDOLfunded workforce services in accordance with the Jobs for Veterans Act (P.L. 107-288), (38 USC 4215). Migrant and seasonal farmworkers will be provided the same range and quality of services as non-migrants, and equity of service will be afforded to migrant and
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8.

9. 10.

11.

12.

13.

14.

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seasonal farmworkers in all labor exchange services provided in the area. [20 C.F.R., Part 653] 15. Local areas will comply with section 101 of Public Law 109-149 which limits the salary and bonus compensation for individuals who are paid by funds appropriated to the Employment and Training Administration and provided to recipients and sub-recipients.

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ATTACHMENT F
Priority of Service
I. WIA ADULT FUNDS Due to the low grant allocations in the Georgia Mountains area, every Adult customer that is interested in pursuing employment and/or training through a WIA funded program must be determined eligible by the Core Services Eligibility Specialist. All eligible customers must possess at least one verifiable barrier to employment. The priority of service barriers to employment are listed below in number order of priority: Barriers to Employment 1. Lacks a high school diploma or GED 2. Offender (felony) 3. Basic skills deficient (reading or math below 9th grade level) 4. Food stamp recipient (currently or in the last 6 months prior to application) 5. TANF recipient (currently or in the last 6 months prior to application) 6. Underemployed: An individual, who is currently employed, and whose employment has one or more of the following characteristics: a. Is temporary, seasonal, or interim in nature; b. Is in an occupation/industry that is subject to or has a history of repeat layoffs; c. Is with a company that offers no health insurance benefits; d. Is with a company that offers little or no career advancement opportunities; e. Is working part-time but desires full-time, or; f. Is working in employment not commensurate with the individual’s demonstrated level of education 7. Limited English proficiency 8. Dislocated worker (do not need to meet income/barrier guidelines): a. b. An individual who has been laid off or who has received a notice of layoff from employment due to no fault of their own; An individual who is eligible for or has exhausted entitlement to unemployment compensation; or has been employed for a duration sufficient to demonstrate,
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to the appropriate entity at a one-stop center, attachment to the workforce, but is not eligible for unemployment compensation due to insufficient earnings or having performed services for an employer that were not covered under a State unemployment compensation law; and is unlikely to return to a previous industry or occupation; c. An individual who has been laid off or has received a notice of layoff, from employment as a result of any permanent closure of, or any substantial layoff at, a plant, facility or enterprise; An individual who is employed at a facility at which the employer has made a general announcement that such facility will close within 180 days; Was self-employed (including employment as a farmer, a rancher, or a fisherman) but is unemployed as a result of general economic conditions in the community in which the individual resides or because of natural disasters; or Is a displaced homemaker (see displaced homemaker below for definition).

d. e.

f.

9. Displaced homemaker a. An individual who has been providing unpaid services to family members in the home, is unemployed or underemployed and is experiencing difficulty in obtaining or upgrading employment, and Has been dependent either on public assistance and whose youngest child is within two years of losing eligibility; or Has been dependent on the income of another family member, but is no longer supported by that income.

b. c.

10. Single parent 11. Older Worker (55+) ** The above eligibility criteria are based on customer information at the time of application except public assistance. Eligibility is determined through Federal, State and local GMWIB guidelines as interpreted by the Georgia Department of Labor Career Center staff. The Core Services Eligibility Specialist will complete the Basic Customer Information (WDS-1), Work History (WDS-2) and the Skills/Profile (WDS-3) screens in the GDOL system. An initial assessment will be completed using the Test of Adult Basic Education (TABE). An eligibility checklist/forms will be completed and if the customer is eligible, an intensive assessment will be scheduled. II. VETERANS’ SERVICE POLICY

In accordance with the Veterans’ Priority Provisions of the “ Jobs for Veterans Act” (PL107-288), in cases where there is a statutory mandate that requires a priority or preference for a particular group of participants or requires spending a certain portion of program funds on a particular group of participants, the veterans’ priority is applied as follows:

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a.

an individual meeting both the veterans’ and the mandatory priorities or spending requirement or limitation will obtain the highest preference; b. non-veterans within the program’s mandatory priority will receive a preference over eligible veterans outside the program-specific mandatory priority or spending requirement or limitation; c. eligible veterans outside the program specific mandatory priority or spending requirement or limitation will receive priority over non-veterans outside the priority or spending requirement or limitation (once the spending requirement or limitation is met).

In cases where the targeting requirements are discretionary or optional priorities, the veterans’ priority is applied as follows: a. the veterans’ priority will take precedence over these priorities. Within the program as a whole, the grantee is required to implement the veterans’ priority in advance of the opportunities and services provided to the population group covered by the optional priority.

III.

SERVICE TO INDIVIDUALS RESIDING IN THE AREA

Priority for training services will be given to those residents of the Georgia Mountains area for adult, youth, and dislocated worker applicants. Services for dislocated workers will also be given to employees of companies whose place of employment is/was within the Georgia Mountains service area. Informational and core services will be available to all eligible applicants, as applicable, regardless of residence. Residents of other service areas desiring training services, unless dislocated workers, will be referred to the WIB in their area. Exceptions to this policy may be approved on a case-by-case basis.

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ATTACHMENT G
Approved by the Georgia Mountains Workforce Investment Board 04/30/02

Supportive Services Policies

A. OCCUPATIONAL SKILLS TRAINING
For customers who are participating in WIA funded occupational skills training, the following supportive services will be available: 1. 2. 3. Transportation Meals ** Dependent Care *** $ 6.00 per day $ 6.00 per day See Childcare Payment Chart

The following general policies will apply to all Support Payments: (a) Customers must attend class to receive any support payment for that day. Time sheets will be completed by the registrant and signed by the instructor(s). The original time sheet will be given to the Training Services Staff / Case Manager on a weekly basis and maintained in the customer file. **Customers must attend class to receive the meal support payment for that day. Time sheets will be completed by the registrant and signed by the instructor(s). The original time sheet will be given to the Training Services Staff / Case Manager on a weekly basis and maintained in the customer file. Meal support payments will be paid only if class schedules require registrants to be in class for three or more hours per day. Payments will not be made for sick days or holidays. Customers must be making satisfactory progress (a minimum of 2.0 on a 4.0 scale or a minimum of a C on an A, B, C, D, F scale or 70% on a 100% scale) and cooperating with instructional process to continue to receive support payments. ***Registrants utilizing licensed dependent care services will be required to submit information stating the cost and other pertinent contract requirements. Reimbursement will be based on the cost of the services and the contract requirements up to the maximum dollar amount allowed per child, based on the county of residence (see chart below). Private or In-Home dependent care services will be reimbursed at the case manager’s discretion up to the maximum dollar amount allowed per child, based on the county of residence (see chart below). Dependent care will be classified as one of more of the following: 1. 2. child or dependent under the age of 14 who is receiving 50% or more of their daily living needs from the WIA customer or; child or dependent, regardless of age, who requires assistance due to disability or medical condition.

(b)

(c) (d)

(e)

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The following general policies will apply to required items or supplies for programs: 1. Medical examinations and/or shots for areas of training that require such are paid directly to vendors or reimbursable by the GMWIB. A detailed receipt must be submitted for payment to be processed. Uniforms, tools, shoes, and other occupational specific items will be paid directly to vendors or reimbursed. Amounts may be limited by availability of funds. Additionally, if needed, as a requirement for employment, a confirmation with the employer that the registrant has been offered the job will be necessary.

2.

B.

ON-THE-JOB TRAINING For customers who are participating in WIA funded On-the-Job training, the following supportive services will be available as needed (a household budget will determine need): 1. 2. Transportation Childcare (age 12 or under) $ 6.00 per day See Childcare Payment Chart

Supportive services will be paid a maximum of six (6) weeks. Supportive services will only be paid for the days a customer participated in training activities. Attendance documentation must be submitted to the Billing Specialist. The following general policies will apply to required items or supplies for training: 1. Medical examinations and/or shots for areas of training that require such are reimbursable to the provider by the GMWIB. A written request must be sent to the Director by the Case Manager stating the requirement, the name of the registrant, and registrant’s social security number. Uniforms, tools, shoes, and other occupational specific items will be reimbursed. Amounts may be limited by availability of funds. Additionally, if needed, as a requirement for employment, a confirmation with the employer that the registrant has been offered the job will be necessary.

2.

C.

NEEDS-RELATED PAYMENT POLICIES

The following general policies will apply to Needs-Related Payments: Needs-Related Payments may be provided to adults and dislocated workers who are unemployed and do not qualify for (or have ceased to qualify for) unemployment compensation for the purpose of enabling such individuals to participate in programs of training services. A dislocated worker who has ceased to qualify for unemployment compensation may be eligible to receive Needs-Related Payments through WIA only if such worker was enrolled in the training services:

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By the end of the 13th week after the most recent layoff that resulted in a determination of the worker’s eligibility for employment and training activities for dislocated workers under WIA, or; If later, by the end of the 8th week after the worker is informed that a shortterm layoff will exceed 6 months.

The level of payments made to an adult or dislocated worker shall not exceed: • • The applicable level of unemployment compensation; or If such did not qualify for unemployment compensation, an amount equal to the poverty line, for an equivalent period, which amount shall be adjusted to reflect changes in total family income.

Requests for support / needs based / needs related payments must be submitted to: Jan Hayes, Billing Specialist 2481 Hilton Drive, Suite 8 Gainesville, GA 30501 770-538-2731 (phone) 770-538-2730 (fax) Each request must be submitted by 12:00 Noon on Monday of each week. SUPPORT PAYMENTS / NEEDS BASED PAYMENTS/NEEDS RELATED PAYMENTS WILL NOT BE PROCESSED WITHOUT THE NECESSARY DOCUMENTATION. THERE WILL BE NO EXCEPTIONS.

CHILDCARE PAYMENT CHART
County of Residence Banks Dawson Forsyth Franklin Habersham Hall Hart Lumpkin Rabun Stephens
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Average Cost per Child 80 120 140 80 90 120 85 100 80 80
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Towns Union White

80 80 80

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ATTACHMENT H
Growth and Demand Occupations
All training (Occupational Skills Training/On-The-Job Training) must allow the customer to maintain or increase earnings. The Georgia Mountains area Career Center managers, have determined the following to be the key growth and demand occupations for the area:
• • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • Accountant & Bookkeeper Accounts Receivable Clerk Administrative Assistant Agricultural Worker Automotive Mechanic Automotive Structural Repairer Banking & Finance Bill & Account Collectors Brick Mason CAD Operator & Technician Carpenter Carpet Installer Cashier/Sales Clerk Certified Nursing Assistant (CNA) Child Development Assistant Classification Clerk CNC Machine Operators Construction Laborer Correction Officer Culinary Arts & Hospitality Customer Service Representative Data Entry Technician Delivery & Route Truck Driver Dental Assistant & Dental Hygienist Dental Laboratory Technician Drafter Drywall Installer Electrician Emergency Medical Technician English as a Second Language Instructor General Office Clerk Glazier Hand Packers & Packager Hard Tile Setter Heating/AC Technician Home Health Aide Horticultural Worker Hotel/Motel Management • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • Human Service Worker Industrial Machinery Mechanic Industrial Truck & Tractor Operator Laborer (Warehouse) Large Truck & Tractor Trailer Driver Law Enforcement Officer Legal Secretary Licensed Practical Nurse (LPN) Maintenance Mechanic Management Trainee Manufacturing Machine Operator Mechanic & Repairer Helper Medical & Laboratory Technician Medical Assistant Medical Office Worker Medical Records Technician Medical Secretary & Transcriptionist Medical Technician Motorcycle Repair Technician Occupational Therapist Paralegal Pharmacy Technician Phlebotomist Physical Therapist Plumber, Pipefitter & Steamfitter Quality Assurance Technician Radiologist/X-Ray Technician Refrigeration Mechanic Registered Nurse (RN) Respiratory Therapist Robotics Special Education Teacher Surgical Technician Surveyor Teacher Truck Driver, Heavy Vocational Education Teacher & Instructor • Welder & Cutter

Although this list represents the area “growth and demand” occupations, it does not breakdown the “training” requirements of each occupation. This information can be found in the Dictionary of Occupational Titles. Many of the occupations listed above do not require significant training or may require only on-the-job training. Please consult the WIA office regarding your training needs. Additional occupations will be added as determined by the area Career Center managers as needed.

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ATTACHMENT I
GEORGIA MOUNTAINS WORKFORCE INVESTMENT BOARD 2481 HILTON DRIVE, SUITE 8, GAINESVILLE, GEORGIA 30501 (770) 538-2727 PHONE (770) 538-2730 FAX

Rights Statement

EQUAL OPPORTUNITY IS THE LAW
It is against the law for the Georgia Department of Labor/Georgia Mountains Workforce Investment Board to discriminate against any individual in the United States on the basis of race, color, religion, sex, national origin, age, disability, political affiliation or belief, and against any beneficiary of programs financially assisted under Title I of the Workforce Investment Act of 1998 (WIA), on the basis of the beneficiary’s citizenship/status as a lawfully admitted immigrant authorized to work in the United States, or his or her participation in any WIA Title Ifinancially assisted program or activity.

COMPLAINTS OF DISCRIMINATION
If you think you have been subjected to discrimination under the WIA program or activity, you may file a complaint within 180 days of the alleged violation with: Georgia Department of Labor Georgia Mountains Workforce Investment Board(GMWIB) Equal Opportunity Officer 2481 Hilton Drive, Suite 8 Gainesville, GA 30501 Georgia Department of Labor Equal Opportunity Officer 148 Andrew Young International Blvd., NE Atlanta, GA 30303-1751 Director of Civil Rights Center U.S. Department of Labor 200 Constitution Ave., NW Room N4123 Washington, DC 20210 If you elect to file your complaint with the GMWIB, you must wait either until the GMWIB issues a written decision, or until 90 days have passed (whichever is sooner), before filing with the Civil Rights Center (see address above). If the GMWIB does not give you a written decision within 90 days of the day on which you filed your complaint, you do not have to wait for the GMWIB to issue that decision before filing a complaint with the CRC. However, you must file your complaint with CRC within 30 days of the 90-day deadline (in other words, within 120 days after the day on which you filed your complaint with the GMWIB). If the GMWIB does give you a written decision on your complaint, but you are not satisfied with the decision or resolution, you may file a complaint with CRC. You must file your complaint within 30 days of the date on which you received a written decision. The Civil Rights Act of 1964, as amended, and the Workforce Investment Act of 1998, as amended, guarantee you the right to file a complaint or alleged action in any area concerning discrimination as stated above.
COMPLAINTS OF FRAUD OR ABUSE

Application for the Workforce Investment Act (WIA) program does not create an entitlement to services, and nothing in the Act shall be construed to establish a right of action for an individual to obtain services under WIA.

In cases of suspected fraud, abuse, or other alleged criminal activity, you should contact the Office of the Inspector General, U.S. Department of Labor, at 1-800-347-3756. There is no charge for this call.

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WIA GRIEVANCE PROCEDURE 1.
Complaints arising at the Workforce Development Area 2 level must be in writing, using form DOL-4430, signed by the complainant, dated within one-year of the alleged incident, and must include the following information: a. b. c. d. the full name, telephone number (if any) and address of the person making the complaint; the full name and address of the respondent against whom the complaint is made; a clear and concise statement of facts, including pertinent dates, and witnesses, if any, constituting the alleged violation, and, the type of relief requested.

A complaint will be considered to have been filed when the reviewing authority receives from the complainant a written statement, including information specified above, which contains sufficient facts and arguments to evaluate the complaint. 2. 3. 4. Complaints must be submitted to the Compliance Monitor, Georgia Mountains Workforce Investment Board, 2481 Hilton Drive, Suite 8, Gainesville, GA 30501. The Compliance Monitor shall inform the Director and shall investigate the complaints and attempt to resolve the matter through mediation within ten days of receipt of the complaint. If the complaint cannot be resolved within ten days, a hearing shall be conducted within sixty days of receipt of the complaint. When a hearing is necessary, the complainant and the respondent will be given reasonable notification by registered or certified mail of the following information: • • • • • • • 5. 6. A statement of the date, time and place of hearing; A statement of the authority and jurisdiction under which the hearing is to be held; A reference to the particular section of the Act, regulations, grant or other agreements under the Act involved; A notice to the parties of the specific charges involved; The right of both parties to be represented by legal counsel; The right of each party to present evidence, both written and through witnesses; and The right of each party to cross-examine. A hearing can be rescheduled at the request of either party for just cause. The hearing shall be conducted by the Executive Committee of the Georgia Mountains Workforce Investment Board. This committee may designate staff and/or other parties to serve as the hearing officer. However, no GMWIB or staff member who has been directly involved in the events from which the complaint arose shall serve as a decision-maker in such complaint. If the complaint is against the GMWIB itself, an impartial person will be secured by the GMWIB to serve as the hearing officer. Impartial hearing officers shall be chosen from qualified individuals with expertise in the area from which the complaint arises. When an impartial hearing officer is necessary, the GMWIB Director will be notified to provide a qualified person. The right to an impartial decision-maker shall not be abrogated by the Georgia Mountains Workforce Investment Board or Workforce Development Area 2. The Executive Committee of the Georgia Mountains Workforce Investment Board, or, its designee acting as a hearing officer, shall have the authority to regulate the course of the hearing, set the time and place for continued hearings, fix the time for filing briefs, and dispose of motions. A complete record of the hearing shall be made and maintained for three years and include the following: a. b. c. all pleadings, motions, and intermediate ruling; detailed minutes or mechanical recording of the oral testimony and all other evidence presented; a statement of matters officially noted;
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7.

8.

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d. e. f. g.

all staff memoranda or data submitted to the Georgia Mountains Workforce Investment Board Executive Committee or its designee in connection with their consideration of the case; findings of fact based on the evidence submitted at the hearing; notification of both parties of further appeal procedures, if applicable; and final decision of the hearing officer.

A written report of all complaints received within the Georgia Mountains Workforce Investment Board office will be filed on-site by the tenth day of the month following the report month. The report will include the name of the complainant, the name and/or organization of the respondent, the date the complaint was filed, nature of the complaint, and the resolution of the complaint (if rendered). If no complaints are received during a given month, no report is due. If there are status updates to previous complaints, a report must be sent to the State by the tenth day of the following month.

GOVERNOR’S REVIEW OF THE GRIEVANCE
The complainant shall be informed of the right to request a review of his or her complaint by the Governor if: 1) the complainant does not receive a decision at the Georgia Mountains Workforce Investment Board level within sixty days of filing the complaint, or 2) the complainant receives a decision unsatisfactory to him or her. The request for review should be submitted to: Commissioner, Georgia Department of Labor, Sussex Place, 148 Andrew Young International Blvd., NE, Atlanta, GA 30503-1751. The request for review of the complaint by the Governor must be filed within ten days of receipt of the adverse decision or within fifteen days from the date on which the complainant should have received a decision. The Governor will conduct a review of the complaint and issue a decision within thirty days from the date of receipt of the review request. The decision rendered by the Governor will be final.

OTHER GRIEVANCES
1. Complaints arising from contracts or vendor agreements with Georgia public schools such as those which pertain to disciplinary actions of teachers or students, grading policy or teacher employment contracts will be handled by the grievance procedure outlined in OCGA 20-2-1160, 20-2-109, 20-2-50. Grievance hearings held by public school service providers should be consistent with State policy/procedures and must be initiated within 30 days of filing of the grievance and a decision rendered within 60 days of the filing date of the grievance. Where grievances arise in the area’s outlined above, the service provider will submit to the Georgia Mountains Workforce Investment Board (GMWIB) within five (5) days, summaries or checklists of Georgia Mountains Workforce Investment Area 2 complaints filed. Hearings held, decisions rendered and appeals filed shall be provided to GMWIB within 10 days of the decision being finalized. If a complainant does not receive a decision within 60 days of filing the complaint or receives an unsatisfactory decision, the complainant then has the right to request a review by the Governor. The request for review should be submitted to the State Superintendent of Schools, Georgia Department of Education, 2066 Twin Towers East, Atlanta, Georgia 30334. [NOTE: For the purpose of this section, the State Superintendent of Schools or his/her designee acts as the Governor’s authorized representative.] Complaints which pertain to terms of the contract between the school and the GMWIB, which may include curriculum and course content, provision of teaching materials and equipment, eligibility, customer selection, or other terms made part of the contract, should be handled by the grievance procedure as presented in the WIA Grievance Procedure section. 2. 3. Complaints against the Georgia Department of Labor Career Centers should be filed with the complaint specialist or Career Center Manager in accordance with their policies and procedures. Complaints alleging labor standards violations may be filed using the established local and State Grievance Procedures or submitted to a binding arbitration procedure, if a collective bargaining agreement covering the parties to the grievance so provides.
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4.

Applicants, customers, service providers, bidders, WIA funded staff or other interested parties alleging violations of the Acts, regulations, subgrants, or other contracts under WIA (other than discrimination complaints) shall utilize the WIA Grievance Procedures in filing a complaint. Individuals shall be informed of this right by the Georgia Department of Labor/Georgia Mountains Workforce Investment Area 2 staff.

************************************************************************************************************ I have read and understand the Rights Statement and acknowledge so with my signature.
Customer’s Signature Date

Parent’s/Guardian’s Signature (if applicable)

Date

*A copy of this document should be given to the customer and one copy should be retained in his/her file (if applicable).

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ATTACHMENT J (a)
Workforce Investment Act
Provider Application Information In Georgia, on July 1, 2000, the Workforce Investment Act (WIA) of 1998 replaced the Job Training Partnership Act (JTPA). The WIA provides the framework for a unique national workforce preparation and employment system designed to meet the needs of the nation's businesses and needs of job seekers who want to further their careers. The new system is based on the "One-Stop" concept where information concerning job training, education, and employment services is available for customers (participants) at a single location. WIA should result in increased customer choice and increased competition. Providers will have to meet different needs of individual WIA participants. The more information the customer has, the more empowered the customer will feel to make an informed decision, with career center staff guidance, regarding selecting a training provider and career. Providers may want to consider addressing customer needs listed below: * job placement assistance * flexibility in availability of training (when training is offered) * availability of additional instructional training assistance beyond scheduled training * complete, detailed, and user-friendly program/training information * verification of accreditation by an agency/organization recognized by the respective industry * information about the accrediting agency/organization Initial Eligibility of Providers: As described in Section 122, post secondary educational institutions eligible to receive Federal funds under title IV of the Higher Education Act of 1965 which provide programs that lead to an associate degree, baccalaureate degree or certificate or an entity that carries out National Apprenticeship Act programs shall submit an application to the local board for the local area in which the provider desires to provide training services. Initial applications should include, at a minimum, a course catalog that describes each program of training services, as defined in CFR 663.508, that leads to a degree, certificate or competency recognized by an employer, fee schedules and documentation of organizational certification. Other Initially Eligible Providers: Described in Section 122, these include public or private providers of a program of training services, post secondary educational institutional programs not leading to an associate degree, baccalaureate degree or certificate, or certificate and apprenticeship programs that are not registered under the National Apprenticeship Act must be determined initially eligible and will be required to submit an application to a local WIB. Subsequent Eligibility: Procedures for determining eligibility of providers to continue to receive funds after an initial period of eligibility shall be determined by the Governor and shall include submission of performance information and program cost information for individual programs of training. To continue to receive funds, providers will be responsible for annually meeting performance levels established by state and local boards. WIA requires that all eligible training providers furnish information about their courses of study and program outcomes. Information will be used for the consumer report card listing of all courses of study, performance history and outcomes. Information will also be used to determine subsequent provider eligibility. Many proprietary schools have collected performance information in the
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past, however, few have ever had to generate verifiable information that will track against UI wage records. Performance data will include all individuals (not just JTPA - WIA funded participants). It may be necessary to provide information/documentation by individual programs and participant segments (low-income individuals, TANF recipients, disabled individuals, etc.). Providers will be asked to provide the following information: Initial Year * Total number of completers * Unsubsidized employment rate * Training-related unsubsidized employment rate * Average wage at placement Subsequent Year * Initial Year four elements * Job retention rate * Occupations found by program completers * Default rate * Jobs obtained by completers with medical benefits after six months * Minimum standards * Customer satisfaction * Credentialing success rate for completers Provider Entry Criteria: An important part of the Act includes promoting individual responsibility and personal decision-making through Individual Training Accounts (ITAs). With career center staff guidance, customers can choose the training that is determined best for them. Training providers will be held accountable to meet certain performance standards established by the State and local areas and will qualify for the list based on performance. Under the new system, it is anticipated that training providers will have increased involvement and responsibility in attracting and providing training and employment for customers. However, if customers are enrolled in training provider programs that are not appropriate for them, they may not receive the full benefits of the customer-focused WIA system. Similarly, this may cause providers not to meet established state, local and contractual performance standards. Therefore, entry requirements will be a critical factor in establishing and attaining successful performance. They should be established with a purpose of determining whether the customer’s current skills, education, experience, etc. will enable them to complete the training program, obtain the knowledge and skills necessary to receive certification as well as locate trainingrelated employment with wages that meet standards and promote self sufficiency. Due to the limited amount of available funds for training, the Georgia Mountains WIB has established policies to ensure that funds are used on customers who are most in need of services under the WIA. Funds available for training will be used to train customers in demand occupations (See attachment A). If customers are eligible for grants and scholarships such as the Pell Grant or HOPE Scholarship, applications should be made for these funds so that funds may be combined to provide for total costs of training expenses (See attachment B). Advertising/Recruitment: If you do advertise, you may include a statement about the Workforce Investment Act or WIA in any advertising or recruitment efforts made on behalf of your training organization, as long as there is a disclaimer that WIA may be available for those
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who qualify for the program and only if funds are available. You are requested to forward copies of all advertisements, brochures, flyers, that mention WIA. WIA Services: Under WIA, all customers will be provided with core and intensive services prior to determination of the need for training services. During core services, labor market information, job search and job placement assistance will be offered. During the provision of core services, it may be determined that the customer is in need of more intensive services, such as career advisement, comprehensive assessment, development of a training plan and a referral to training. Assessments will be used to assist in helping the customer determine the best training “match”. A customer may access the array of services and program information available on the statewide eligible provider listing and may chose from a variety of eligible provider training. There is no guarantee that a customer will enroll in a specific course or program of study after referral. It also may be determined at assessment that the customer is not most in need of training services. It is the responsibility of the customer and the career center staff to develop a career plan. A customer may be determined WIA eligible during intensive services offered at one of the Georgia Department of Labor Career Centers. If it appears that the customer is eligible and suitable for provider training, they will be approved for enrollment by one of the Georgia Mountains Workforce Investment Board Administrative Staff. Once approved for enrollment, the case manager will provide written authorization to both the customer and the training organization by means of an ITA voucher and a training/tuition voucher. It is the intent of the Georgia Mountains WIB to serve our customers in an efficient manner with a minimal waiting period between application and enrollment. However, because of the approval process, lag times between application and enrollment may occur due to the volume of clients. Please note that case managers have a large number of customers to serve each new quarter or semester (August/September, December/January, March/April, June) for the colleges and technical schools. The ITA voucher will also include the amount of funds approved and provide instructions for invoices or payment requests (See attachment C). If a customer is to attend training for more than one quarter or semester, an ITA voucher is required for each subsequent quarter\semester. Please note that the Georgia Mountains WIB will not accept responsibility for the costs of any customer who begins training with a provider without an ITA voucher. Any changes or amendments to the customer’s training plan must be submitted to the case manager for approval. If approved, the case manager will issue an ITA voucher to both the customer and the training organization to reflect the changes. Once again, the Georgia Mountains WIB will not accept responsibility for the costs of any customer who attends training not authorized by the ITA voucher. Once enrolled, the WIB case manager will be responsible for advising the customer for the duration of the training program. Arrangements may be made to conduct counseling sessions on site or during off training hours. Job Placement: Training providers are responsible for placement of program enrollees. Continued inclusion on the eligible provider listing is contingent upon successful placement of enrollees. It is imperative that you work with your case managers to assure the prompt and accurate recording of placement information. You may know of instances where a customer has found employment and this information has not been submitted to their case managers. In
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addition, case managers are able to assist customers with problems arising during initial placement activity, such as childcare, transitional assistance, etc. Pick-ups: Pick-ups are permitted under some circumstances. However, please note that the WIB will not be responsible for costs incurred for training that occurred prior to WIA approval. Reimbursements: The WIB must have an invoice from the provider to process a payment request. All invoices must include the name and social security number of the customer. Please allow 3-4 weeks for payment processing. All payment requests are handled by the Georgia Mountains WIB. Late Fees: The Georgia Mountains WIB is not responsible for late fees. Late fee payments, fines and penalties are the responsibility of the customer. Exceptions may be granted only if the delay was due to Georgia Mountains WIB staff error.

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Workforce Investment Act Glossary
Core Services - Services that Georgia Department of Labor Career Centers are responsible for providing for all adults and dislocated workers under WIA. Core services include initial assessment of skill levels, job search and placement assistance, provision of labor market information, provision of information about the performance and cost of education and training providers in the area, career counseling, information about filing unemployment compensation claims information relating to the availability of supportive services such as child care and transportation, and follow-up counseling services after someone becomes employed. The WIA mandates that there be universal access to core services. Eligible Training Provider - An organization, entity, or institution, such as a public or private college and university, community-based organization, or proprietary school whose application has been approved by the local workforce Board and submitted to the state for inclusion on the state list to provide training services through the use of an Individual Training Account. Eligible Training Provider List – A statewide compilation of providers that are approved to provide services through the One-Stop system described by WIA. These lists contain consumer information, including cost and performance information for each of the providers, so that customers may make informed choices. Individual Employment Plan - An ongoing strategy jointly developed by the participant and the case manager that identifies the participant’s employment goals, the appropriate achievement objectives, and the appropriate combination of services for the participant to achieve the employment goals. Individual Training Account (ITA) - A training plan obligation and expenditure account established on behalf of a WIA eligible participant to establish a plan for payment for a program of training services. Intensive Services - Services that local Boards are responsible for providing for adults and dislocated workers under WIA. Intensive services may include specialized assessments of individual skill levels and service needs, individual or group counseling and career planning, development of an individual employment plan, short-term jobreadiness activities, literacy activities related to basic workforce readiness, and paid or unpaid work experience. Program of Training Services - A program of training services is: (a) one or more courses or classes that, upon successful completion, leads to 1) a certificate, an associate degree, or baccalaureate degree or, (2) a competency or skill recognized by employers, or (b) a training regimen that provides individuals with additional skills or competencies generally recognized by employers. Training Services - A special category of services the local Boards are responsible for providing to adults and dislocated workers under WIA. Training services may include occupational skills training, on-the-job training, job-readiness training, adult education
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and literacy activities, cooperative education programs, training programs operated by the private sector, skill upgrading and retraining, entrepreneurial training, and customized training conducted by and employer. Universal Services - Services available to every individual through the One-Stop system including information about job vacancies, career options, relevant employment trends, job search techniques, resume writing, and access to the Consumer Report information gathered on training institutions in the area through the eligible training provider process. Vendor - An entity responsible for providing generally required goods or services to be used in the WIA program. These goods or services may be for the recipient’s or subrecipient’s own use of for the use of participants in the program. Voucher – The actual ITA document, paper or electronic, that may be utilized for training services.

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Core Indicators and Measures for Performance
Adult Program (four indicators) • • • • entry into unsubsidized employment, measured by Entered Employment Rate retention in unsubsidized employment after entry into the employment, measured by Six-Month Retention Rate earnings received in unsubsidized employment six months after entry into employment, measured by Average Earnings Change in Six Months attainment of educational credential/occupational skills credential for adults entering employment after training, measured by Educational Credential/Occupational Skills Credential Attainment Rate (Training Services only)

• Dislocated Workers Program (four indicators - same as for the Adult Program) • • • • entry into unsubsidized employment, measured by Entered Employment Rate retention in unsubsidized employment after entry into the employment, measured by Six-Month Retention Rate earnings received in unsubsidized employment six months after entry into employment, measured by Average Earnings Change in Six Months attainment of educational credential/occupational skills credential for adults entering employment after training, measured by Educational Credential/Occupational Skills Credential Attainment Rate (Training Services only)

Youth Ages 19-21 Program (four indicators - same as for the Adult Program, with a variation in the credentials indicator) • • • • entry into unsubsidized employment, measured by Entered Employment Rate retention in unsubsidized employment after entry into the employment, measured by Six-Month Retention Rate earnings received in unsubsidized employment six months after entry into employment, measured by Average Earnings Change in Six Months attainment of educational credential/occupational skills credential for adults entering employment after training, measured by Educational Credential/Occupational Skills Credential Attainment Rate (Training Services only)

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Youth Ages 14-18 Program (three indicators) • • • attainment of basic skills and, as appropriate, work readiness or occupational skills, measured by Skill Attainment Rate attainment of secondary school diplomas and their recognized equivalents, measured by Diplomas and Equivalent Attainment Rate placement and retention in postsecondary education or advanced training, or placement and retention in military service, employment, or qualified apprenticeships, measured by Placement Rate

Customer Satisfaction for Combined Programs (two indicators) • • participant satisfaction, measured by an index derived from several questions on customer satisfaction surveys employer satisfaction, measured by an index derived from several questions on customer satisfaction surveys

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Instructions for Completing the Application
     Please respond to all questions. If the question does not apply indicate “not applicable”. If the provider is referring to a catalog or brochure, indicate “see attached catalog”. The name of the training institution is the legal name of the entity. All applications must include the federal tax identification number ( the number used to file employee income taxes with the Internal Revenue Service). The contact person is the individual who may answer questions concerning the application. The application has been included for informational purposes only and is not intended to serve as a legal agreement. If approved, an agreement may be prepared by a local WIB and submitted to the provider for signature. Please note that program descriptions should be completed for programs or courses of study approval. Please copy Section V as needed to describe each proposed program or course of study. If a provider catalog contains the information requested, please attach.

COMPLETED APPLICATIONS SHOULD BE MAILED OR E-MAILED TO: Kimberlee Wilson, Director Georgia Mountains Workforce Investment Board 2481 Hilton Drive, Suite 8 Gainesville, GA 30501 Kimberlee.Wilson@dol.state.ga.us

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Application for Training Provider Agreement Georgia Mountains Workforce Investment Board

I. CERTIFICATION I hereby certify that the information provided in this Application package is true and correct. I also understand that my organization may be subject to an on-site review of training and facilities, and may be asked to provide supporting documentation before the final execution of an agreement. I assure that proposed training facilities are disabled accessible or reasonable accommodations will be made for the provision of services to disabled individuals.

_ Name (Printed) and Title

___ Signature

Date

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II.

TRAINING PROVIDER INFORMATION Name of Training Organization: __ Address: _

Federal Tax Identification Number: __ Name and Title of Contract Executor: _ Name of Contact Person: _ Phone Number of Contact Person: Application is being made for the following programs (Check all that apply): _______ Title I WIA _______ NAFTA/TAA 1. A separate Description (Section VI) is attached for each proposed training program, for a total of ___________ descriptions. A catalog may be attached, but each program requested for approval should be noted. Type of Entity (Please select one of the following): Public/Private Non-Profit College: Post-Secondary Technical Institute: Proprietary Institute of Higher Education: Private Training Organization: Other (Please specify): 3. 4. Identify your accrediting, certifying, or licensing agency: Are the proposed training programs ongoing and continuous? ______ Yes ______ No _

2.

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III.

PLACEMENT/FINANCIAL SERVICES A. Does your organization provide job search assistance or placement services? _____ Yes _____ No If Yes, please describe: _

B.

Please provide three verifiable references (including phone numbers) of employers who have hired successful program completers or who have used the proposed programs to train employees. Also provide any references from JTPA or other similar programs, if available. These references may be verified as part of the evaluation process. (Additional sheets may be used, if necessary)

C.

What types of financial aid are available to students? _ (If Pell or HOPE is available, please review the Pell/HOPE Financial/Coordination Policy attached to the Agreement)

D.

Does your organization have a tuition refund policy? ______ Yes

_______ No

If Yes, please attach or describe the policy, including time frames and % of reimbursement: __

E.

Is your organization currently listed on any state or federal debarment list? ___ Yes ___ No If Yes, please identify which listing and date of inclusion. __

IV.

ATTACHMENTS TO APPLICATION The following items have been included as an attachment to the application: Program Description(s) Catalog or Brochure Business License Schedule of Classes NPEC Certification Debarment Form Financial Aid Agreement *

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Accreditation Documents _ (include accrediting agency description) * Please attach if applicable to your organization. The Georgia Nonpublic Post Secondary Education Commission’s (NPEC) primary purpose is to ensure that each authorized college or school is educationally sound and financially stable. Nonpublic Degree Granting Post Secondary Educational Institutions in Georgia The Nonpublic Post Secondary Educational Institutions Act of 1990 provides that a post secondary educational institution must apply for and be granted a Certificate of Authorization before beginning operation or advertising in Georgia. NPEC must authorize each degree program. Following initial authorization, the institution’s Certificate must be renewed annually. Any institution operating or advertising to begin operation without acquiring the necessary Certificate of Authorization is in violation of Georgia law, and shall be subject to civil penalties. Nonpublic Non-Degree Granting Post Secondary Institutions in Georgia – Any instructional program defined as a proprietary school according to the Nonpublic Post Secondary Educational Institutions Act of 1990 must apply for and be granted a Certificate of Authorization before beginning operation or advertising in Georgia. Following initial authorization, the institution’s Certificate must be renewed annually. Any institution operation or advertising to begin operation without acquiring the necessary Certificate of Authorization is in violation of Georgia law, and shall be subject to civil penalties. Please include an explanation if your organization does not have NPEC Certification. For additional information concerning NPEC, please contact: Nonpublic Post Secondary Education Commission 2189 Northlake Parkway Suite 100, Building 10 Tucker, GA 30084-4113 (770) 414-3300 (770) 414-3309 (fax) E-mail billc@mail.npec.state.ga.us

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V.

PROGRAM DESCRIPTION (Please complete for each complete proposed training program or program of training services. Attach a copy of the catalog or brochure in which the program is advertised to the general public.) If the catalog contains more than the requested programs of study, please specify which programs are requested for approval. A. GENERAL INFORMATION: Training Program Name: _ Training Location: Total Credit/Curriculum Hours:_ Total Number of Training Weeks: Days Per Week: _ Hours Per Week: Class Start Dates: _

Projected End Dates: Is the proposed curriculum competency based?_____ Yes _____ No Is the proposed curriculum currently certified by an accrediting agency or other similar national standardization program? _____ Yes _____ No If Yes, please indicate the agency or authorizing entity: Please provide the specific name of the occupation(s) for which trainees will be qualified, with corresponding Dictionary of Occupational Titles (D.O.T.) code and minimum entry level wage for the occupation(s): Occupation Name D.O.T. Code Entry Wage

Does the training occupation(s) require State certification, licensing, board credential or other approval prior to employment? _____ Yes _____ No

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If Yes, please describe: __

B. 1. 2.

PERFORMANCE MEASURES What is the completion rate for this training program as defined by your institution? ______% State your definition of completion and how you derived the rate. _ _

3. 4.

What is the unsubsidized employment rate for those who have successfully completed training? _______ % What is the unsubsidized employment rate for those who have successfully completed training and find employment in a training related occupation? _________% What is the average hourly wage at placement for successful completers? $_________ How many hours per week may successful completers expect to work in positions? ________ Will these jobs include benefits?______ Yes ______ No

5. 6. 7.

If the provider does not have the capability to provide required performance data by program of study at the time of initial eligibility evaluation, it must include: a. Aggregate data that is available for the most recent two full years; b. Written justification for the missing “program of study” data; and c. Description of how it will track and record “program of study” data necessary for re-certification. The Georgia Mountains WIB is responsible for documenting reasons for waiving the performance data requirements. C. CRITERIA FOR ADMISSION: High School Diploma or G.E.D. Required? Basic Skills - Indicate Desired Grade Level:
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_____ Yes

_____ No

Reading: _______ Math: _______ Language: _______ Physical Abilities - Indicate any physical demand which may be necessary for this occupation: Balancing Vision (w/o impairment) Lifting ____ Continuous Climbing Walking __ _ Kneeling Hearing (w/o impairment) Sitting

Pre-Screening/Special Requirements (e.g. drug test, medical exam, background check, etc.) _ D. PROGRAM COST Tuition ($_____ per hour x _____ hours) Registration/Screening and admission fees Books Supplies/Materials (specify below) Hand Tools (specify below) Testing/Exam Fees Graduation Fees Child Care fee, on-site only Other: ________________________ ________________________ ________________________ ________________________ $_______________ $_______________ $_______________ $_______________ $_______________ $_______________ $_______________ $_______________ $_______________ $_______________ $_______________ $_______________

Total Cost: $_______________ * If discounted price is being offered, please indicate below. Additional Comments:

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Provider Application Responsiveness Criteria Georgia Mountains Workforce Investment Board
Applications submitted by training institutions will be determined eligible to participate in the provider proposal evaluation process based on the criteria below. Exceptions to the eligibility criteria will not be considered. Section I: General Information

Proposing Agency: Type of Training: Section II: Response Criteria A. B. Is training occupational specific and in demand in the labor market? No Yes Does funding request include tuition, books, participant supplies, and/or other required fees only. Yes No If applicable, has applicant submitted a certification of accreditation? No Not applicable Yes Does the provider assure that the proposed training facility is handicapped accessible or are reasonable accommodations made for provision of services to handicapped individuals? Yes No__________ Does the provider appear on current federal, state or local debarment and suspension lists? Yes_________No__________

C. D.

E.

Section III: Provider Eligibility Determination With the exception of “E”, all responses to the eligibility criteria must be "Yes" or "Not Applicable." If any of the above responses are “No,” the proposal will not be submitted to the WIA Committee. ELIGIBLE FOR EVALUATION Reviewer: Yes No Date: ________________

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NAME OF PROVIDER: TRAINING PROPOSED: RATER: DATE:

Provider Application Evaluation Criteria Georgia Mountains Workforce Investment Board
I. APPROPRIATENESS/OUTCOMES A. Overall Project Design 1. Is (Are) the proposed training program(s) in a growth occupation identified in the application, or has the provider submitted documentation of a need for proposed training? 2. Does the provider site indicate a positive learning atmosphere with training curriculum and equipment that are up-to-date and considered state-of-the-art? 3. Does the tuition include costs for supplies, etc., as part of the total cost? 4. Is job search assistance included? 5. Do references of both participants and employers indicate that completers attain marketable job skills after training? 6. Will training lead to a certificate, diploma or degree? 7. Are training schedules on-going?

II.

PAST PERFORMANCE A. Prior Experience (as verified) 1. Does the provider have previous successful completion rate, defined as meeting or exceeding Georgia Mountains WIB goals for the previous 12 months? 2. Does the provider have previous successful experience in placing individuals in training related occupations classified as unsubsidized employment defined as meeting or exceeding Georgia Mountains WIB goals for the previous 12 months? 3. Does the provider have previous successful unsubsidized employment in training related occupations experience, defined as meeting or exceeding WIB goals for the previous 12 months? 4. Does (Do) the training program(s) result in an employment at a wage necessary to attain self-sufficiency? 5. Will placement occur in full time positions with potential growth and benefits? 6. Does the student loan default rate exceed 25%? 7. Is the provider listed on current Federal, State or local debarment/suspension lists?
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Georgia Department of Labor Georgia Mountains Workforce Investment Board Comprehensive Local Plan Update 5/6/05 & 10/6/05&4/6/07

III.

CAPABILITY OF TRAINING ORGANIZATION A. 1. Has the organization been in operation for more than 6 months and submitted evidence of financial stability, i.e., sound financial statement, audit report, tax return? 2. Has the curriculum been certified by an appropriate accrediting agency? 3. Has the organization’s programs been certified by NPEC (if applicable)?

BONUS: Does the provider have experience with training special populations, such as disabled, homeless, low income, individuals with language or cultural barriers? RANKING INFORMATION (0 = Not Acceptable, 1 = Weak, 2 = Average, 3 = Good, 4 = Excellent) Ranking I. Weight Total

APPROPRIATENESS/OUTCOMES A. Overall Project Design 0 1 2 3 4 2 _____

II.

PAST PERFORMANCE A. Verified Prior Experience 0 1 2 3 4 2 _____

III.

CAPABILITY OF TRAINING ORGANIZATION A. Capability 0 1 2 3 4 1 _____

BONUS POINT:

1

______ TOTAL ______

MAXIMUM SCORE = 21 MINIMUM SCORE REQUIRED FOR CONSIDERATION = 12 Comments:

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ATTACHMENT J (b)
Individual Training Account (ITA) Policies
An individual determined eligible for WIA funded training services may select a provider from the Georgia Mountains Workforce Investment Board/STATE approved list after consultation with a WIA representative located in one of the Georgia Mountains Career Centers.
Policies: (1) Training must be in occupations identified in the local WIA plan as growth and/or demand occupations or documentation of employment prospects for areas not listed in the Plan must be provided. Growth and Demand Occupation lists are subject to change at any time due to fluctuating economic conditions. Training must result in employment sufficient to maintain or increase earnings. ITAs may be utilized for expenses related to training, including but not limited to the following: books, tuition and fees, general supplies, tools, uniforms and shoes, certification, licensing, testing fees, drug testing for entrance into training, medical requirements for training entrance, etc. **Due to procurement regulations, certain required equipment cannot be purchased utilizing WIA funds (computers and related equipment). Funding limitations will be as follows: (a) (b) (5) Up to $5,500 in training costs, excluding support, may be expended for each participant for the first year of training. For training that extends beyond one year, total training costs may not exceed $8,500 excluding support.

(2) (3)

(4)

Programs should not exceed 104 weeks (two years). Exceptions to this policy may be approved on a case-by-case basis and requests should include evidence that financial support is available during extended training periods. Training must be at least 12 credit hours per quarter or semester. Exceptions to this policy may be approved in writing on a case-by-case basis. Please refer to the PELL/HOPE Policy regarding on-line/internet-based classes. In general, all training programs must be within a reasonable commute (30-40 miles one way) of the WIA local area. Out-of-the-area training programs that are not within commuting distance to the WIA local area may be approved on a case-by-case basis. All approved training must be located within the contiguous United States. Lodging may be provided by some training providers (Daly’s Truck Driving School or Georgia Driving Academy) either free or at a reasonable cost. WIA funding may be provided for lodging if the customer lives outside of a reasonable commute (30-40 miles one way) or reliable transportation is not available. All potential training customers must apply to the potential training site and apply for all applicable sources of financial aid. Upon application to the DOL Career Center for training services, applicants must provide proof of acceptance to training provider and financial aid award/denial letter, if applicable. All customers who apply for training services must complete a household budget and provide information that will explore all available sources of financial aid (i.e. Pell, HOPE Grant, HOPE Scholarship, TANF) to avoid duplication.
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(6)

(7)

(8)

Georgia Department of Labor Georgia Mountains Workforce Investment Board Comprehensive Local Plan Update 5/6/05 & 10/6/05&4/6/07

(9)

WIA funding may be provided for college level instruction only if all of the following conditions have been met: (a) The customer must be accepted into a certificate, diploma, or degree program and the course of study must be occupation-specific (i.e. radiology technician, accounting, teacher certification). No funds shall be provided for general academic programs (i.e. General Studies, Bachelors of Art, etc.). Total course of study will take no longer than 104 weeks (2 years) to complete and be a certificate, diploma, or degree program. The customer must demonstrate that he/she has the financial resources to attend long-term training.

(b) (c) (10)

*Continuing Education and other similar courses will be approved if the following conditions apply: (a) (b) (c) (*) The customer must have a specific occupational goal. The customer must have a work history or educational background that relates to the occupational goal. The customer must present evidence describing how the proposed training will increase his/her employment marketability. Trade Act Assistance funds are not approved for Continuing Education courses.

(11) (12)

Customers accepted on a provisional basis may receive assistance on a case-by-case basis. ITAs will not be used for payment of late fees caused by customer error or delay. The customer will be responsible for these fees, as he/she is responsible for other fines or penalties.

ITAs will be issued for training providers/programs that are currently on the State of Georgia Eligible Provider/Program List. The Georgia Mountains WIA office is operated by the Georgia Department of Labor and therefore must have a signed WIA Training Provider Agreement with each provider that is used for training purposes. The Georgia Mountains WIA office maintains a list of the providers with executed contracts through the Georgia Department of Labor Grants and Contracts office in Atlanta. This list is updated as needed.

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ATTACHMENT J (c)
Policy for Procuring Critical Skill Shortage Health Care Training from Providers Not Included On Georgia Eligible Provider List
In the metropolitan and suburban Atlanta areas, the majority of institutions on the EPL currently offering critical shortage health care occupational training program have limited capacity for student enrollment due to size of institution waiting lists, number of training slots available, training start dates, lack of faculty and commute distance. The Georgia Mountains WIA staff has researched providers of similar training and found that higher level critical health care shortage occupational training is generally provided by either an accredited technical college or university or though area hospitals. The SouthWest Georgia AHEC website contains a comprehensive listing of educational institutions offering critical shortage health care occupational training. The three categories of institutions are: technical and adult education programs, college and university programs and hospital based programs. Access the site at www.sowega-ahec.org/career_guide. Due to the public demand that exists regarding immediate needs of workers and severe health care shortages in the area, the GMWIB has determined that an insufficient number of eligible programs with open/available training slots exist to satisfy the immediate emergency needs. In order to facilitate training opportunities, in accordance with *WIA Section 663.430 (a)(2), at accredited training occurring at area hospitals (not included on the Eligible Provider List), procedures for competitively procuring specific career training in critical shortage occupations are as follows: 1. 2. WIA applicant will complete the WIA application process. An acceptance letter to the applicable school will be required. Information including tuition, books, supplies, start and end date for training must also be submitted. The same information must also be provided by the customer on two (2) additional training providers. 3. 4. A review of assessment results, client interests, and work experience should support the training selection. The assigned case manager will request small purchase procurement from the WIA Director. A voucher will be used to pay the training provider. 5. Copy of voucher with three price quotes must be provided to the WIA Billing Specialist. This information will be maintained in the Billing Specialist files.
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Small Purchase Procurement Section 29 CFR 97.36 specifies that all procurement actions are to be conducted in a manner that provides for “full and open competition”. There are four methods of procurement: small purchase, sealed bids, competitive proposals, and non-competitive procurement. Small purchase procurement is a relatively informal method used primarily to procure goods and services. It is State policy that acquisitions involving expenditures of less than $2,500 do not require formal bids on bidder letterhead. A minimum number of bids is not required, although more than one quotation should be obtained when practical, and three bids are recommended. If not practical, the purchaser should document the circumstances that make it impractical. If the purchase is to be sole sourced, the purchaser should document the circumstances that make sole source the only option. Acquisitions involving expenditures of $2,500 or more, but less than $100,000 should be made by solicitation of informal competitive written bids/proposals, whenever practical, or by telephone bids or fax bids/proposals. At least three quotes are required. Reference: *WIA Section 663.430 (a)(2), allows an exception to the use of ITA’s “when the Local Board determines that there are insufficient number of eligible providers in the local area to accomplish the purpose of a system of ITA’s, the Local Plan must describe the process to be used in selecting the providers under a contract for services. This process must include a public comment period for interested providers of at least 30 days.”

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ATTACHMENT K
Policies for Utilizing Individual Training Accounts for Older Youth
The Georgia Department of Labor has received a waiver of the regulatory prohibition of using Individual Training Accounts (ITAs) for older youth using WIA funds unless they are co-registered in an adult program or treated as an adult entirely. The waiver allows older out-of-school youth, if deemed appropriate, to select approved ITA programs from the Eligible Provider/Program List (EPL), while retaining their “youth” classification. Training costs would then be charged as out-of-school youth expenditures. The Georgia Mountains Workforce Investment Board (WIB) has adopted the following policy: The subject waiver will be used for older out-of-school youth, if deemed appropriate, when the following criteria are met: A. The youth must meet the policy criteria specified in the ITA Policies including demand occupations, length of training, applying for the Pell Grant and HOPE Scholarship, acceptance into an occupation-specific program, funding limitations, etc.; AND The youth must be enrolled in a WIA Youth Program, and the youth’s case manager has determined through comprehensive counseling and case management that occupational skills training through the ITA system is appropriate and necessary for the youth to find full-time employment in the field of his or her choice that leads to self-sufficiency. B. The youth must have successfully completed all of their assigned WIA youth services prior to being deemed suitable/eligible for an older youth ITA. The youth must have undergone extensive career counseling including interest and career assessments to ensure her or she makes an informed career decision. The youth must be informed of: (a) (b) (c) E. The approved providers that offer training in his or her chosen career; The program performance of the providers that offer such training; and The financial resources that will be required and are available to assist in paying for the cost of the training

C.

D.

The youth must develop a financial plan to determine that he or she has the resources available to complete the training program and seek employment. All ten of the youth WIA elements, as appropriate, must be available to the youth throughout his or her program of study. Case managers must be available to assist the youth in making the transition to post-secondary training and his or her career.
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F. G.

Georgia Department of Labor Georgia Mountains Workforce Investment Board Comprehensive Local Plan Update 05/6/05&10/6/05&04/06/07

H.

The youth must receive a minimum of twelve month’s follow-up service.

ATTACHMENT L
ADULT WORKSTATEMENT
GEORGIA MOUNTAINS WORKFORCE INVESTMENT BOARD GEORGIA DEPARTMENT OF LABOR

I.

ORIENTATION TO WIA ADULT FUNDED SERVICES
Georgia Department of Labor Career Center staff will provide orientation to WIA funded training services to all interested customers. Orientation is open to the public without prior appointment. Orientations will include an explanation of the program, eligibility and suitability criteria, general policies and procedures, and assessment testing requirements. At the end of the orientation, each customer interested in pursuing training through the GMWIB will be referred to a WIA staff member or knowledgeable GDOL Career Center staff member for the eligibility certification and applicable assessments. Individuals seeking assistance through the Georgia Mountains Workforce Investment Area must be a resident in one of the thirteen counties that comprise the area or is/was employed by a company whose business is/was within the Georgia Mountains service area.

II.

ELIGIBILITY CERTIFICATION FOR WIA FUNDED ADULT SERVICES
Every Adult (18 years and older) customer that is interested in pursuing training through a WIA-funded program must be determined eligible by a WIA staff member or knowledgeable GDOL Career Center staff member. All customers must provide documentation to support the “right to work” in the United States as well as compliance with the Selective Service (if applicable). A Priority of Service will be instituted by the Director if the level of current, un-obligated WIA Adult funds drops to 25% of the grant award amount. Interested customers must then provide the aforementioned documentation as well as possess a barrier to employment. The barriers to employment are listed below:

Barriers to Employment
1. Lacks a high school diploma or GED 2. Offender (felony) 3. Basic skills deficient (reading or math below 9th grade level) 4. Food stamp recipient (currently or in the last 6 months prior to application) 5. TANF recipient (currently or in the last 6 months prior to application)
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6. Underemployed: i. An individual, who is currently employed, and whose employment has one or more of the following characteristics: b. Is temporary, seasonal, or interim in nature; c. Is in an occupation/industry that is subject to or has a history of repeat layoffs; d. Is with a company that offers no health insurance benefits; e. Is with a company that offers little or no career advancement opportunities; f. Is working part-time but desires full-time, or; g. Is working in employment not commensurate with the individual’s demonstrated level of education h. Lacks self-sufficiency (see attached policy) 7. Limited English communications) 8. Single parent 9. Older Worker (55+)
** The above eligibility criteria are based on customer information at the time of application except public assistance.

proficiency

(as

determined

through

written

&

oral

Eligibility is determined through Federal, State and local GMWIB guidelines as interpreted by the Georgia Department of Labor staff. A WIA or knowledgeable GDOL Career Center staff will complete the Basic Customer Information, Work History and the Skills/Profile screens in the GDOL/GWS system.

III.

SUITABILITY FOR WIA FUNDED ADULT SERVICES
All customers must be determined suitable for WIA funded Adult services by a WIA staff member or knowledgeable GDOL Career Center staff member. Suitability is determined by examining some or all of the following items: • • • • • • • Length of training program Financial aid award/denial Household budget Support system Reliable transportation Assessment scores/program choice Current marketable skills

IV.

ASSESSMENT

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All eligible customers who wish to receive WIA funded services will complete an assessment process that may consist of interviews, testing, and observation and will depend on the anticipated training program. The applicable assessments will identify occupational skills, abilities, interests, and aptitudes and will help to determine if the customer requires the available WIA-funded services. Georgia Department of Labor Career Center staff, WIA staff or partner agency staff may administer the following assessments: The Career Ability Placement Survey (CAPS) will assess for: • • • • • • • • Mechanical Reasoning Spatial Reasoning Verbal Reasoning Numerical Ability Manual Dexterity Language Usage Word Knowledge Perceptual Speed and Accuracy

The Career Ability Placement Survey (CAPS) is one-part of a three-part system. The remaining portions of the assessment will be available for use but have proven, through the use of test subjects, to be time-consuming and more complicated to score. The Test of Adult Basic Education (TABE) will be utilized to assess customer aptitudes specifically pertaining to Math and Reading. The TABE version 7D & 8D are utilized by the GMWIA. They are based on curriculum philosophies from adult education programs. Both versions are now available to allow for customer re-tests. The different versions allow the staff to accurately measure growth. Customers who need to re-test more than two times must utilize the complete battery of the TABE that is available at most Adult Literacy Centers. The TABE will be available for all customers and will be required of customers who select training to drive a commercial vehicle. These customers will be required to score at least a 6th grade level on both the Math and Reading portions of the test. The Career Decision Maker (CDM) will assess customer interests. The CDM occupational interest inventory is self-selected and is used as a guide to suggest career choices, which match customer interests. The Pesco SAGE testing equipment and the JOBS V reader and report system can also be used if it is deemed that more intensive assessment is needed. The CDM will be required of all customers regardless of training program selection. The PROVE IT test directory may be utilized if testing is needed to determine suitability for the Information Technology field of study. The WIA Assessment Administrator will choose the appropriate assessment and administer utilizing the on-line system. The assessment is able to measure skill level and training placement. Please refer to the PROVE-IT Assessment policy (attached) or the PROVE-IT Assessment manual (Director’s office) for more information. The SAGE assessment system will be utilized if an individual is interested in training to obtain their Commercial Drivers License. The eye-hand-foot coordination assessment is utilized to determine an individual’s ability to successfully pass the requirements set
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forth by the Georgia Department of Motor Vehicles. Customers must score 20 or higher on the assessment (as determined by assessment manufacturer). The Tap Dance typing test will be utilized if testing is needed to determine suitability for an advanced clerical operations field of study. Customers must score 20 words per minute with 3 or less errors. The O’Net Assessment system is a comprehensive, self-directed career exploration/assessment tool to help customers consider and plan career options, preparation, and transitions more effectively. The assessment instruments include: • • • • • Ability Profiler Interest Profiler Computerized Interest Profiler Work Importance Locator Work Importance Profiler

The assessments will help customers identify their work-related interests, what they consider important on the job and their abilities in order to explore those occupations that relate most closely to those attributes. These assessments are available to all customers but not required. The ASSET® Student Success System offered by postsecondary institutions is a testing and advising program used for placement purposes. The ASSET® includes: Basic Skill Measures Writing Skills (25 minutes) Numerical Skills (25 minutes) Reading Skills (25 minutes) Advanced Mathematics Measures Elementary Algebra (25 minutes) Intermediate Algebra (25 minutes) College Algebra (25 minutes) Geometry (25 minutes) Customers wishing to enroll in postsecondary education will be required to complete this assessment prior to acceptance by the training provider. Once the applicable assessments are completed, the complete customer file will be given to the WIA Unit Supervisor. The Unit Supervisor will review the file, assign a Case Manager and he/she will arrange a follow-up meeting with the customer. At this stage, the customer file will include: 1. 2. Basic Customer Information, Work History, Skills Profile information (printouts) from the Georgia Workforce System CDM – completed and scored to indicate a satisfactory interest level in the desired program of study
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3. 4. 5. 6. 7. 8. 9. 10. 11.

Financial Aid information Household budget Cross reference of approved training provider/program/occupation PROVE IT – if applicable SAGE – EHF score of 20 or higher for CDL training TABE –6th grade or higher for CDL training Typing Test – 20 wpm with 3 or less errors for advanced secretarial studies Verification of dislocated worker status Trade Act Assistance paperwork – if applicable

**If a customer has completed the same or similar assessments within the previous twelve (12) months (from the date of application), the GMWIB may utilize the results (if available).

V.

TRAINING REFERRAL
A. Occupational Training When initial case management and assessment results indicate that a customer would be best served by a referral to training provided by an eligible vendor, the Case Manager will complete an Individual Training Account (see ITA section), a customer budget sheet, and a Customer Service Plan. The Customer Service Plan is a comprehensive plan for each customer, which shall include an employment goal, appropriate achievement objectives, and the appropriate combination of services for the customer based on the completed assessment. Decisions concerning appropriate services shall be customer-focused. A copy of the ITA will be given to the Billing Specialist and one maintained in the customer file. Each customer is responsible to obtain admission to the selected training provider, apply for all available/applicable financial assistance and provide copies of an acceptance letter and a financial aid award/denial letter to the Case Manager. All customers interested in WIA funded training must apply for available/applicable financial aid prior to training registration. Any deviation from this policy must be documented in the case file. The Case Manager will issue tuition/book vouchers each quarter. The Case Manager will determine supportive services/needs-based payments/required supplies and maintain all necessary documentation for payment. A time sheet for each week will be completed by the customer and signed by each instructor. All time sheets will be submitted to the Case Manager on a bi-weekly basis and will be maintained in the customer file. B. On-The-Job Training Please refer to the On-The-Job Training Handbook that is attached.
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VI.

CASE MANAGEMENT
Initial Case Management begins during the Eligibility Certification process and continues on through the 12-month follow-up period. Effective Case Management will:
A.

Assess current services provided to assure non-duplication of services and to allow maximized use of WIA funds Improve motivation and attitude … assist customers with feelings of frustration, failure or lack of progression in training Confront employment barriers … providing information, decision-making and problem solving Facilitate the referral and placement to applicable partner agencies

B.

C.

D.

Case Managers are responsible for all aspects of the customer file. It is the case manager’s responsibility to assure that all documentation remains current and accurate. Case Managers will maintain, at a minimum, bi-monthly (6 contacts per year) contact with each customer. Case Managers will document, in appropriate location, all contact with customer or other interested parties. Case Management will continue as long as the need is determined.

VII.

PERFORMANCE OUTCOMES
See attachment for negotiated local area performance outcome levels.

VIII. EXIT POLICIES AND PROCEDURES
For definition purposes, “exit” is defined in TEGL 7-99 as follows: 1. a customer who has a date of case closure, completion or known exit from WIA-funded or non-WIA funded partner service within the quarter (hard exit) or a customer who does not receive any WIA Title I funded or non-funded partner service for 90 days and is not scheduled for future services except follow-up services (soft exit).

2.

The Follow-Up Specialist will determine the appropriate time to exit a WIA funded customer based on completion of training, post-supportive services, needs-related payments, necessary follow-up and employment opportunities. The exit date will be listed as the last date of WIA funded services received. In general, the Follow-Up Specialist is responsible for completing the necessary paperwork to exit a customer and enter all pertinent information into the GWS system. Soft exits are unacceptable unless ALL reasonable means to contact a customer have been exhausted. All attempts must be documented in the customer file. Soft exits will not occur without approval from the WIA Director.

IX.

FOLLOW-UP SERVICES

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According to WIA Regulations, Section 663.150(b), all adult customers participating in WIA funded services must have follow-up services available for a minimum duration of 12 months. Follow-up services could include, but are not limited to:
A. B. C. D. E.

Additional career counseling Contact with the participant’s employer Peer support groups Referral to supportive services available in the community Post placement supportive services

Upon completing training/graduating and going to work using the WIA funded occupational skills training, a customer may be eligible for continued supportive services – dependent care and/or transportation assistance. These services will be determined by the Case Manager based on need and the new income. The Case Manager will also determine the length of time these services will be available. The Case Manager will document the use of post-placement supportive services on the ISS/CSP in the customer file. In order to receive this service, weekly time sheets will be required.

X.

DENIAL OF SERVICES
Customers making application to the Georgia Mountains Workforce Investment Area must meet the eligibility criteria set forth in the Plan and the Workstatement. Customers may be denied services based on: • • • • • eligibility suitability growth and demand occupations in the Georgia Mountains area ineligible training provider inability to attain employment that would maintain or increase income

All customers denied services based on the above criteria will receive written notification delivered by the United States Postal Service. A copy of the notification is kept in the customer file and maintained in the Georgia Mountains Workforce Investment Area office. XI.

CREDENTIALS
Each customer plan will include the anticipated performance outcome including the expected credential. Customers are expected to submit a copy of their credential upon completion of their respective training program. In an attempt to secure this required documentation, case managers are authorized to offer a $25 incentive to each customer for prompt submission of credential information.

XII.

CUSTOMER SATISFACTION SURVEYS
A random sample of customers during each program year, will receive a Customer Satisfaction Survey as prepared by the staff. Surveys will include various questions to gather the following information: • Satisfaction with the training/provider
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• • •

Satisfaction with WIA staff Satisfaction with WIA process Satisfaction with GDOL Career Center services/staff

In an attempt to secure this valuable information, staff are authorized to offer a $15 incentive to each customer for prompt submission of the survey. All surveys are to be presented to the Program Associate for reporting purposes. The Program Associate will be responsible for completing and submitting the appropriate request for incentive payment to the Billing Specialist. The area will also depend upon a contracted service provider (by GDOL) that conducts a random number of customer and employer satisfaction surveys. This information is used when calculation annual performance figures for the local area.

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ATTACHMENT M
DISLOCATED WORKER WORKSTATEMENT
GEORGIA MOUNTAINS WORKFORCE INVESTMENT BOARD GEORGIA DEPARTMENT OF LABOR I. ORIENTATION TO WIA FUNDED SERVICES
Georgia Department of Labor Career Center staff will provide orientation to WIA funded training services to all interested customers. Orientation is open to the public without prior appointment. Orientations will include an explanation of the program, eligibility and suitability criteria, general policies and procedures, and assessment testing requirements. At the end of the orientation, each customer interested in pursuing training through the GMWIB will be referred to a WIA staff member or knowledgeable GDOL Career Center staff member for the eligibility certification and applicable assessments. Individuals seeking assistance through the Georgia Mountains Workforce Investment Area must be a resident in one of the thirteen counties that comprise the area or is/was employed by a company whose business is/was within the Georgia Mountains service area.

II.

ELIGIBILITY CERTIFICATION SERVICES

FOR

WIA FUNDED DISLOCATED WORKER

Every Dislocated Worker customer that is interested in pursuing training through a WIA funded program must be determined eligible by a WIA staff member or knowledgeable GDOL Career Center staff member. All customers must provide documentation to support the “right to work” in the United States as well as compliance with the Selective Service (if applicable). All Dislocated Worker customers must meet the definition as stated in the Workforce Investment Act of 1998: 1. Dislocated worker: A. An individual who has been terminated or laid off, or who has received a notice of termination or layoff, from employment; is eligible for or has exhausted entitlement to unemployment compensation; or has been employed for a duration sufficient to demonstrate, to the appropriate entity at a one-stop center referred to in section 134(c), attachment to the workforce, but is not eligible for unemployment compensation due to insufficient earnings or having performed services for an employer that were not covered under a State unemployment compensation law; and is unlikely to return to a previous industry or occupation; B. An individual who has been terminated or laid off, or has received a notice of termination or layoff, from employment as a result of any permanent closure of, or any substantial layoff at, a plant, facility, or enterprise; is employed at a facility at which the employer has made a general announcement that such facility will close within 180 days; or for purposes of eligibility to receive services other than training services described in section 134(d)(4), intensive services described in section 134(d)(3), or supportive services, is employed at
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a facility at which the employer has made a general announcement that such facility will close; C. An individual who was self-employed (including employment as a farmer, a rancher, or a fisherman) but is unemployed as a result of general economic conditions in the community in which the individual resides or because of natural disasters; or D. An individual who is a displaced homemaker: • An individual who has been providing unpaid services to family members in the home, is unemployed or underemployed and is experiencing difficulty in obtaining or upgrading employment, and • • Has been dependent either on public assistance and whose youngest child is within two years of losing eligibility; or Has been dependent on the income of another family member, but is no longer supported by that income.

** The above eligibility criteria are based on customer information at the time of application.

Eligibility is determined through Federal, State and local GMWIB guidelines as interpreted by the Georgia Department of Labor staff. A WIA staff member or knowledgeable GDOL Career Center staff member will complete the Basic Customer Information, Work History and the Skills/Profile screens in the GDOL/GWS system.

III.

SUITABILITY FOR WIA FUNDED DISLOCATED WORKER SERVICES All customers must be determined suitable for WIA funded Dislocated Worker services by a WIA staff member or knowledgeable GDOL Career Center staff member. Suitability is determined by examining some or all of the following items:
• • • • • • • Length of training program Financial aid award/denial Household budget Support system Reliable transportation Assessment scores/program choice Current marketable skills

IV.

ASSESSMENT
All eligible customers who wish to receive WIA funded services will complete an assessment process that may consist of interviews, testing, and observation and will depend on the anticipated training program. The applicable assessments will identify occupational skills, abilities, interests, and aptitudes and will help to determine if the customer requires the available WIA funded services. Georgia Department of Labor Career Center staff, WIA staff or partner agency staff may administer the following assessments:

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The Career Ability Placement Survey (CAPS) will assess for: • • • • Mechanical Reasoning Spatial Reasoning Verbal Reasoning Numerical Ability • • • • Manual Dexterity Language Usage Word Knowledge Perceptual Speed and Accuracy

The Career Ability Placement Survey (CAPS) is one-part of a three-part system. The remaining portions of the assessment will be available for use but have proven, through the use of test subjects, to be time-consuming and more complicated to score. The Test of Adult Basic Education (TABE) will be utilized to assess customer aptitudes specifically pertaining to Math and Reading. The TABE version 7D and 8D are utilized by the GMWIA. They are based on curriculum philosophies from adult education programs. Both versions are available to allow for customer re-tests. The different versions allow the staff to accurately measure growth. Customers who need to re-test more than two times must utilize the complete battery of the TABE that is available at most Adult Literacy Centers. The TABE will be available for all customers and will be required of customers who select training to drive a commercial vehicle. These customers will be required to score at least a 6th grade level on both the Math and Reading portions of the test. The Career Decision Maker (CDM) will assess customer interests. The CDM occupational interest inventory is self-selected and is used as a guide to suggest career choices, which match customer interests. The Pesco SAGE testing equipment and the JOBS V reader and report system can also be used if it is deemed that more intensive assessment is needed. The CDM will be required of all customers regardless of training program selection. The PROVE IT test directory may be utilized if testing is needed to determine suitability for the Information Technology field of study. The WIA Assessment Administrator will choose the appropriate assessment and administer utilizing the on-line system. The assessment is able to measure skill level and training placement. Please refer to the PROVE IT Assessment policy (attached) or the PROVE IT Assessment manual (Director’s office) for more information. The SAGE assessment system will be utilized if an individual is interested in training to obtain their Commercial Drivers License. The eye-hand-foot coordination assessment is utilized to determine an individual’s ability to successfully pass the requirements set forth by the Georgia Department of Motor Vehicles. Customers must score 20 or higher on the assessment (as determined by assessment manufacturer). The Tap Dance/Mavis Beacon typing test will be utilized if testing is needed to determine suitability for an advanced clerical operations field of study. Customers must score 20 words per minute with 3 or less errors. The O’Net Assessment system is a comprehensive, self-directed career exploration/assessment tool to help customers consider and plan career options, preparation, and transitions more effectively. The assessment instruments include:
• •

Ability Profiler Interest Profiler

• •

Computerized Interest Profiler Work Importance Locator
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Work Importance Profiler

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The assessments will help customers identify their work-related interests, what they consider important on the job and their abilities in order to explore those occupations that relate most closely to those attributes. These assessments are available to all customers but not required. The ASSET® Student Success System offered by postsecondary institutions is a testing and advising program used for placement purposes. The ASSET® includes: Basic Skill Measures Writing Skills (25 minutes) Numerical Skills (25 minutes) Reading Skills (25 minutes) Advanced Mathematics Measures Elementary Algebra (25 minutes) Intermediate Algebra (25 minutes) College Algebra (25 minutes) Geometry (25 minutes) Customers wishing to enroll in postsecondary education will be required to complete this assessment prior to acceptance by the training provider. Once the applicable assessments are completed, the customer file will be given to the WIA Unit Supervisor. The Unit Supervisor will review the file, assign a Case Manager and he/she will arrange a follow-up meeting with the customer. At this stage, the customer file will include: • Basic Customer Information, Work History, Skills Profile information (printouts) from the Georgia Workforce System • CDM – completed and scored to indicate a satisfactory interest level in the desired program of study • • • • • • • • • Financial Aid information Household budget Cross reference of approved training provider/program/occupation PROVE IT – if applicable SAGE – EHF score of 20 or higher for CDL training TABE –6th grade or higher for CDL training Typing Test – 20 wpm with 3 or less errors for advanced secretarial studies Verification of dislocated worker status Trade Act Assistance paperwork – if applicable

**If a customer has completed the same or similar assessments within the previous twelve (12) months (from the date of application), the GMWIB may utilize the results (if available).
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V.

TRAINING REFERRAL
A. Occupational Training When initial case management and assessment results indicate that a customer would be best served by a referral to training provided by an eligible vendor, the Case Manager will complete an Individual Training Account (see ITA section), a customer budget sheet, and a Customer Service Plan. The Customer Service Plan is a comprehensive plan for each customer, which shall include an employment goal, appropriate achievement objectives, and the appropriate combination of services for the customer based on the completed assessment. Decisions concerning appropriate services shall be customer-focused. A copy of the ITA will be given to the Billing Specialist and one maintained in the customer file. Each customer is responsible to obtain admission to the selected training provider, apply for all available/applicable financial assistance and provide copies of an acceptance letter and a financial aid award/denial letter to the Case Manager. All customers interested in WIA funded training must apply for available/applicable financial aid prior to training registration. Any deviation from this policy must be documented in the case file. The Case Manager will issue tuition/book vouchers each quarter. The Case Manager will determine supportive services/needs-based payments/required supplies and maintain all necessary documentation for payment. A time sheet for each week will be completed by the customer and signed by each instructor. All time sheets will be submitted to the Case Manager on a bi-weekly basis and will be maintained in the customer file. B. On-The-Job Training Please refer to the On-The-Job Training Handbook that is attached.

VI.

CASE MANAGEMENT
Initial Case Management begins during the Eligibility Certification process and continues on through the 12-month follow-up period. Effective Case Management will:
• • • •

Assess current services provided to assure non-duplication of services and to allow maximized use of WIA funds Improve motivation and attitude … assist customers with feelings of frustration, failure or lack of progression in training Confront employment barriers … providing information, decision-making and problem solving Facilitate the referral and placement to applicable partner agencies

Case Managers are responsible for all aspects of the customer file. It is the responsibility of the Case Manager to assure that all documentation remains current and accurate. Case Managers will maintain, at a minimum, quarterly contact with each customer. Case Managers will document, in appropriate location, all contact with customer or other interested parties. Case management will continue as long as the need is determined.

VII.

PERFORMANCE OUTCOMES
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See attachment for negotiated local area performance outcome levels.

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VIII. EXIT POLICIES AND PROCEDURES
For definition purposes, “exit” is defined in TEGL 7-99 as follows: i. ii. a customer who has a date of case closure, completion or known exit from WIA-funded or non-WIA funded partner service within the quarter (hard exit) or a customer who does not receive any WIA Title I funded or non-funded partner service for 90 days and is not scheduled for future services except follow-up services (soft exit).

The Follow-Up Specialist will determine the appropriate time to exit a WIA funded customer based on completion of training, post-supportive services, needs-related payments, necessary follow-up and employment opportunities. The exit date will be listed as the last date of WIA funded services received. In general, the Follow-Up Specialist is responsible for completing the necessary paperwork to exit a customer and enter all pertinent information into the GWS system. Soft exits are unacceptable unless ALL reasonable means to contact a customer have been exhausted. All attempts must be documented in the customer file. Soft exits will not occur without approval from the WIA Director.

IX. FOLLOW-UP SERVICES
According to WIA Regulations, Section 664.450(b), all dislocated worker customers participating in WIA funded services must have follow-up services available for a minimum duration of 12 months. Follow-up services could include, but are not limited to: A. B. C. D. E. Additional career counseling Contact with the participant’s employer Peer support groups Referral to supportive services available in the community Post placement supportive services. Upon completing training/graduating and going to work using the WIA funded occupational skills training, a customer may be eligible for continued supportive services – dependent care and/or transportation assistance. These services will be determined by the Case Manager based on need and the new income. The Case Manager will also determine the length of time these services will be available. The Case Manager will document the use of post-placement supportive services on the ISS/CSP in the customer file. In order to receive this service, weekly time sheets will be required.

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X.

DENIAL OF SERVICES
Customers making application to the Georgia Mountains Workforce Investment Area must meet the eligibility criteria set forth in the Plan and the Workstatement. Customers may be denied services based on: • • • • • eligibility suitability growth and demand occupations in the Georgia Mountains area ineligible training provider inability to attain employment that would maintain or increase income

All customers denied services based on the above criteria will receive written notification delivered by the United States Postal Service. A copy of the notification is kept in the customer file and maintained in the Georgia Mountains Workforce Investment Area office.

XI.

CREDENTIALS
Each customer plan will include the anticipated performance outcome including the expected credential. Customers are expected to submit a copy of their credential upon completion of their respective training program. In an attempt to secure this required documentation, case managers are authorized to offer a $25 incentive to each customer for prompt submission of credential information.

XII. CUSTOMER SATISFACTION SURVEYS
A random sample of customers during each program year, will receive a Customer Satisfaction Survey as prepared by the staff. Surveys will include various questions to gather the following information: • • • • Satisfaction with the training/provider Satisfaction with WIA staff Satisfaction with WIA process Satisfaction with GDOL Career Center services/staff

In an attempt to secure this valuable information, staff members are authorized to offer a $15 incentive to each customer for prompt submission of the survey. All surveys are to be presented to the Program Associate for reporting purposes. The Program Associate will be responsible for completing and submitting the appropriate request for incentive payment to the Billing Specialist. The area will also depend upon a contracted service provider (by GDOL) that conducts a random number of customer and employer satisfaction surveys. This information is used when calculation annual performance figures for the local area.

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ATTACHMENT N
YOUTH WORKSTATEMENT
GEORGIA MOUNTAINS WORKFORCE INVESTMENT BOARD GEORGIA DEPARTMENT OF LABOR
~Approved by the Georgia Mountains Workforce Investment Area Youth Council on 2/12/05~

I.

OVERVIEW The Georgia Mountains Workforce Investment Board (GMWIB) Youth Services Program will serve, through competitive procurement, eligible youth in the Georgia Mountains area between the ages of 14 – 21. The GMWIB has authorized that the following services shall be available to individuals who are Youth through the Georgia Department of Labor. Youth activities will:
• Provide to eligible youth seeking assistance in achieving academic and employment success, effective and comprehensive activities, which shall include a variety of options for improving educational and skill competencies and provide effective connections to employers; Ensure on-going mentoring opportunities for eligible youth with adult committed to providing such opportunities; Provide opportunities for training to eligible youth; Provide continued supportive services to eligible youth; Provide incentives for recognition and achievement to eligible youth; and Provide opportunities for eligible youth in activities related to leadership, development, decision-making, citizenship, and community service.

• • • • •

Program designs for eligible youth will:
• Provide an objective assessment of the academic levels, skill levels, and service needs of each youth which shall include a review of basic skills, occupational skills, prior work experience, employability interests, aptitudes, supportive service needs, and developmental needs of such participant; Develop service strategies for each participant that shall identify an employment goal, appropriate objectives, and appropriate services for the youth taking into account the objective assessment conducted; Preparation for postsecondary educational opportunities in appropriate cases; Provide strong linkages between academic and occupational learning; Provide preparation for unsubsidized employment opportunities in appropriate cases; Provide effective connections to intermediaries with strong links to the job market and local and regional employers; and
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• • • •

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Provide job search and job placement assistance.

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Program elements for eligible youth will consist of:
1. 2. 3. 4. 5. 6. Tutoring, study skills training, and instruction, leading to completion of secondary school, including dropout prevention strategies; Alternative secondary school services, as appropriate; Summer employment opportunities that are directly linked to academic and occupational learning; As appropriate, paid and unpaid work experiences, including work experiences and job shadowing; Occupational skills training as appropriate; Leadership development opportunities which may include community service and peer centered activities encouraging responsibility and other positive social behaviors during non-school hours, as appropriate; Supportive services; Adult mentoring for the period of participation and a subsequent period, for a total of not less than 12 months; Follow up services for not less than 12 months after the completion of participation as appropriate; and Comprehensive guidance and counseling, which may include drug and alcohol abuse counseling and referral as appropriate.

7. 8. 9. 10.

Each eligible youth will be provided information on the various applicable or appropriate services that are available through the Department of Labor Career Centers and their partners. Youth will receive referral to appropriate training and educational programs that have the capacity to serve the youth in a sequential or concurrent basis.

II.

RECRUITMENT/ORIENTATION TO WIA FUNDED YOUTH SERVICES
Recruitment for the WIA funded Youth Service Program will be accomplished by referral and by walk-in traffic to the Georgia Department of Labor Career Centers. The Youth Services Program Coordinator/Staff will accept in-school youth referrals from a number of sources including: teachers, school counselors, DFCS caseworkers, court and probation officials, mental health workers, community agency workers, and foster care caseworkers. The Youth Services Program Coordinator/Staff will maintain strong, personal connections with social service workers and agencies in the Georgia Mountains area. The majority of referrals are made for youth who are at serious risk of dropping out of school. These youth typically face multiple barriers to completing their secondary education and making a successful transition into the labor market. The Youth Services Program Coordinator/Staff will accept out-of-school youth referrals from the aforementioned social service agencies as well as local area recruitment efforts including local neighborhood centers, word of mouth, posters and flyers. The GMWIB’s policy is to serve those most in need whom can benefit most from the services we are able to offer.

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III.

ELIGIBILITY CERTIFICATION FOR WIA FUNDED YOUTH SERVICES
Every customer that is interested in pursuing employment and/or training through the Youth Services program must be determined eligible by the Youth Services Program Supervisor/Youth Program Staff before entering into a WIA funded Youth employment and/or training program. Per 20 CRF 664.209, all eligible customers will be between the ages of 14-21, be a low-income individual and be within one or more of the categories listed in Section III. B. The following eligibility criteria will apply:

Low-Income Eligibility (See the following Income Requirements Chart.)
The term “low-income individual”, as defined in WIA section 101 (25), means an individual who: 1. receives, or is a member of a family that receives, cash payments under a Federal, State, or local income-based public assistance program; 2. received an income, or is a member of a family that received a total family income, for the 6 month period prior to application for the program involved that in relation to family size, does not exceed the higher of: • • the poverty line, for an equivalent period; or 70% of the lower living standard income level, for an equivalent period;

3. is an individual with a disability whose own income meets the requirements of a program described in #1 but is a member of a family whose own income does not meet such requirements. • For income eligibility, disability means, with respect to an individual— (1) a physical or mental impairment that substantially limits one or more of the major life activities of such individual: (2) a record of such an impairment; (3) being regarded as having such an impairment In conjunction with the definition of ‘substantially limits’ as given in Section 504 of the Rehabilitation Act, the GMWIB considers any disability for which a youth is spending 25% or more of their school day in special education classes as reported in their most current IEP a disability which substantially limits major life activities. For youth who have dropped out of school, the IEP which was in force at the time of withdrawal will determine if the disability substantially limits major life activities. Alternately, this determination may be made after consultation with specialists in Vocational Rehabilitation or other appropriate agencies.

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The following chart lists the current FLLIC information as of June 12, 2006. INCOME LEVEL CHART Family Size 1 2 3 4 5 6 7 8 For each over add Personal / Household Income Dawson/Forsyth
(Atlanta MSA)

Hall $ 4,900 $ 6,600 $ 8,525 $ 10,520 $ 12,415 $ 14,520 $ 16,625 $ 18,730 $ 2,105

All Other Counties $ 4,900 $ 6,600 $ 8,300 $ 10,065 $ 11,880 $ 13,890 $ 15,900 $ 17,910 $ 2,010

$ 4,900 $ 6,600 $ 8,465 $ 10,445 $ 12,330 $ 14,415 $ 16,500 $18,585 $ 2,085

Categories listed in Section III, B:
1. School drop out 2. Offender (felony) 3. Basic skills deficient (reading or math below 9th grade level) 4. Pregnant/parenting youth 5. Homeless 6. Foster child 7. Runaway 8. an individual (including a youth with a disability) who requires additional assistance to complete an educational program or to secure and hold employment. The GMWIB has defined this individual as: • • An in-school youth who has failed one or more classes required for graduation or advancement A youth who has taken and failed the Georgia High School Graduation Test two or more times and who has completed all high school course work and requires additional tutoring to pass the test

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• • •

A youth who is considered to have a disability under the Individuals with Disabilities Education Act (IDEA) as documented on an IEP from a public school A youth who is receiving services from an alternative learning center A youth with limited proficiency in English (If a youth is or has been in ESOL classes in school and has failed to make satisfactory academic progress which would allow him/her to graduate with age peers or if the primary language used in the youth’s home is not English and the youth does not read or write in English at the level of age peers, they have limited proficiency in English.) An older youth (19 to 21) who has a history of difficulty holding steady employment. (Steady employment is 2o hours per week for 4 months with the same employer.)

** Eligibility and status is determined based on the information given on the date of application.

Exceptions: Not more than 5% of participants assisted under this section in each local area may be individuals who do not meet the minimum income criteria to be considered eligible youth, if such individuals fall within one or more of the following categories: b. c. d. e. f. g. h. i. school dropout basic skills deficient are one or more grade levels below the grade level appropriate to the individual’s age pregnant or parenting possess one or more disabilities, including learning disabilities homeless or runaway offender face other serious barriers to employment as identified by the GMWIB on a case by case basis

Approval for a 5% window participant must be received from the GMWIB Administrative Office before WIA registration.

Eligibility is determined through Federal, State and local GMWIB guidelines as interpreted by the Georgia Department of Labor/ Georgia Mountains Workforce Investment Board Youth Program Supervisor. Initial assessment of eligibility includes administration of the TABE, an interview with Youth Program Staff including completion of forms WDS-1, WDS-5, collection of documentation of income eligibility and documentation of categories listed in Section III b, and any other barrier(s) to employment. Youth Program Supervisor/Youth Program Staff and/or the WIA Assessment Administrator may do initial assessment.

IV.

ASSESSMENT
Assessment administered by Youth Services Supervisor/ Program Staff is an important component of both the eligibility/application process and the Youth Services Program. All Youth Services applicants who intend to receive WIA youth funded services will complete an intensive assessment using interviews, testing, and observation. All potential customers take the TABE (Test of Adult Basic Education) during the initial application process. Once accepted into Youth Services programs, a plan for continuous assessment becomes part of the Youth Individual Service Strategy. Assessment is continued to identify occupational skills, abilities, interests, and aptitudes. Assessment is a continuous and individualized component of the program and will include one or more of the following tools: observation, interview and testing.
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Youth Services Supervisor/Staff and/or the WIA Assessment Administrator may use one or more of these assessment instruments:

1.

The CAPS (Career Ability Placement Survey) which tests:
a. b. c. d. Mechanical Reasoning Spatial Reasoning Verbal Reasoning Numerical Ability e. f. g. h. Language Usage Word Knowledge Perceptual Speed and Accuracy Manual Dexterity

2.

For customers who are eligible for WIA funded services because of a basic skills deficiency, the TABE will be re-administered at least yearly to monitor progress in developing basic skills. The Career Decision Maker (CDM) will test for interests and aptitudes. The CDM occupational interest inventory is self-selected and is used as a guide to suggest career choices which match the customer’s interests.
The Pesco SAGE testing equipment and the JOBS V reader and report system can also be used if it is deemed that more intensive assessment is needed.

3.

4.

All assessment results will be used in developing the Youth Individualized Service Strategy.

V.

SERVICES AND TRAINING REFERRALS
Referrals for all training and services are made upon recommendation of the Youth Case Manager with approval from the Youth Program Supervisor. If a customer does not receive a referral for a requested service or training, they may request a meeting with the Case Manager, Youth Program Supervisor and/or the WIA Director to appeal. Information about the appeal process will be relayed to the customer via letter after a referral is denied. Case Managers should refer customers to services or training for which the customer has a high chance of a successful outcome.
A.

Occupational Training When initial case management and assessment results indicate that a customer would be best served by a referral to training provided by an eligible vendor, the Youth Services Supervisor/Staff will complete a Cost of Attendance Worksheet (GMWIB-225), a Youth Individual Service Strategy and, in cases where the youth is self-supporting or provides financial support to their family, a Budget Plan (GMWIB-315). The Youth ISS is a comprehensive plan for each customer, which includes a plan for continuing assessment, meeting educational objectives, and acquiring occupational and work readiness skills. The Youth ISS should indicate the credential which will be received by the customer, the anticipated date of completion and the anticipated costs of training and supportive services. The Youth ISS and Cost of Attendance Worksheet should be updated annually, at a minimum. Each ITA Worksheet and each update will be submitted to the Billing Specialist. Decisions concerning appropriate services shall be customer-focused. Customers wishing to enter certain training programs must complete the following assessments before being approved to receive training/support funds:

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a.

to enter training to become a licensed Large Truck and Tractor Trailer driver, the customer must take the Pesco SAGE test to measure hand, foot, eye coordination and earn a score above 20. to enter training in Business Office Technology (Office Management), the customer must take a typing test and earn a score above 20.

b.

Each customer is responsible for obtaining admission to the selected training provider, applying for all available/applicable financial assistance and providing copies of an acceptance letter and a financial aid award/denial letter to their Youth Case Manager. All customers interested in WIA funded training must apply for available/applicable financial aid prior to training registration. Any deviation from this policy must be documented in the case file. Each quarter, the Youth Services Supervisor/Staff will issue book vouchers and book voucher attachments (GMWIB-240 and GMWIB-241) to the customer when the customer sends in the schedule for the upcoming term. It is the customer’s responsibility to have the book voucher completed/signed by the instructor and turn it in to the bookstore when it is complete. For eligible vendors where tuition is required, a tuition voucher (GMWIB230 or 230a) will be completed and submitted by the Youth Case Manager. The Youth Services Supervisor/Staff will determine supportive services/needs-based payments and maintain all necessary documentation for payment. The Youth Case Manager will submit a Summary of Support Services Request (GMWIB-305) weekly or when support service payments are requested. A copy of each Request along with the documentation should be kept in the customer’s file. Referrals will only be made for youth to enter programs which have been determined ‘high growth and demand’ for the GMWIB area. Youth must participate in an “Orientation” with a Case Manager before beginning their WIA funded training. A copy of the Enrollment Agreement (GMWIB-405) should be included in the customer file. The Youth Services Supervisor/Staff may use small-bid procurement to secure occupational skills training or utilize the ITA system that was approved by USDOL in February 2003 (see attached policy).
ORIENTATION ELIGIBILITY / INITIAL

Assessment / Intensive

CASE MANAGEMENT (including support services)

Occupational Training Supportive Services

/

FOLLOW-UP SERVICES (minimum 12 th )

B.

Subsidized Work Experience (Year-round) A year-round subsidized work experience may be an appropriate strategy for some youth. Youth participating in this program will fall into one of three categories: (1) out-of-school youth in an educational program such as GED training or occupational training, (2) outof-school youth who have attained a GED or H.S. diploma who need a short term (no

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longer than 6 months) work experience to be hired permanently, (3) in-school youth working no more than 10 hours per week who are recommended after the summer work experience concludes Youth in groups 1 and 3 should (1) be actively involved in an educational program leading to a recognized credential and (2) show steady progress in this educational program which is documented in the youth case file to maintain eligibility for participation in a subsidized work experience. When initial case management and assessment results indicate that a customer would be best served by a subsidized work experience, the Youth Services Supervisor/Staff will complete a Cost of Attendance Worksheet (GMWIB-225), a Youth Individual Service Strategy and, in cases where the youth is self-supporting or provides financial support to their family, a Budget Plan (GMWIB-315). The Youth ISS is a comprehensive plan for each customer, which includes a plan for continuing assessment, meeting educational objectives, and acquiring occupational and work readiness skills. The Youth ISS should indicate the credential, which will be received by the customer, the anticipated date of completion and the anticipated costs of training and supportive services. The Youth ISS and Cost of Attendance Worksheet should be updated annually, at a minimum. Each Cost of Attendance Worksheet and each update will be submitted to the Billing Specialist. When initial case management and assessment results indicate that a customer would be best served by an work experience, the Youth Services Supervisor/Staff along with the customer, will begin to contact area employers regarding a work experience that directly relates to the customer’s documented interests and abilities. Prior to the referral of any participant, the Youth Services Supervisor/Staff will provide the youth a Pre-Employment Skills/Critical Work Habits workshop using training materials approved by the GMWIB. The purpose of these pre-employment activities is to instruct and prepare individuals for employment and job placement. This activity will focus on work behaviors for competitive employment, interviewing skills, and work retention. The Youth Services Supervisor/Staff will provide the employer and trainee an orientation and a Supervisor’s Handbook to assure that direct supervisors understand their respective responsibilities prior to assuming responsibility for a “trainee”. This orientation will address: 1. 2. 3. 4. 5. 6. Profile of trainee including relevant contact information Responsibilities of supervisors Supervision/feedback guidance Timesheets and Evaluations Workers Compensation Review of Child Labor Laws

A time sheet for each week will be completed by the trainee and signed by the direct supervisor. All time sheets will be submitted to the Youth Services Supervisor/Staff on a weekly basis and will be maintained in the customer file. Program funds have been budgeted and will be provided to cover bonus payments of $100.00 each to program participants at the midpoint and completion of their
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individualized training activity, contingent upon demonstrated skills achievement and satisfactory attendance. A subsidized work experience can be terminated at any time by the employer, or the Youth Program Supervisor/ Program Staff. Some reasons for terminating a work experience include: 1. failure of the youth participant or worksite to submit required documentation in a correctly or on time 2. failure of the youth participant to make academic progress 3. failure of the worksite to provide significant meaningful work C. Tutoring Tutoring is made available to any youth participant who requests it. To prevent duplication of services, Youth Program Staff will attempt to place the youth in tutoring services already provided by the school system or other area agencies. If all attempts to activate these services are unsuccessful, the GMWIB may provide tutoring either through its Youth Staff or through contract service providers. Youth participants who receive tutoring from a GMWIB staff member or contract service provider must provide regular documentation of their academic progress in the subject/subjects for which they are being tutored. This information should include tests, quizzes and weekly grade reports as requested by the tutor. Failure of a tutee to keep tutoring appointments (one or more ‘no shows’) will result in the tutee being dropped from this service. D. Alternative School/Evening School Services Youth who desire a high school diploma but who are either off track for graduation because of failing courses, dropping out or extended periods of absence will be referred to alternative secondary programs that operate in nontraditional environments. These programs are designed to engage the learner in courses leading to a high school diploma. These youth also have the option of enrolling in the GED preparation classes that will enable them to successfully pass the equivalency examination in five area: Language arts, Science, Math, Social Studies, and Writing. School records showing the youth’s need for the services as well as a plan to get back on track for graduation are used to help determine need for these services. The Case Manager and the youth participant should determine what grades are needed to represent adequate academic progress to maintain eligibility for this service, but typically this should be a 75% average in each class. Tuition and/or supportive services may be used to facilitate these services. A Cost of Attendance should be completed and submitted to the Billing Specialist. Attendance Sheets should be given to the youth participant. Copies of all relevant documents should be kept in the case file including invoices for tuition payments and supportive services requests. Case Managers will receive progress reports, including grades and attendance from the youth participant. Failure of the youth participant to provide timely and accurate information on attendance and grades will result in the youth participant being ineligible for GMWIB funds for this service.
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E.

Drop Out Prevention Strategies Effective practices to prevent youth from leaving high school prior to graduation include providing alternative educational programs, support services, mentoring, counseling, and a comprehensive approach to removing the barriers to staying in school. Youth who are at risk of dropping out are youth who: 1. 2. 3. 4. 5. 6. Have parents or siblings who failed to complete high school; Have little or no involvement in extracurricular activities; Have history of disciplinary problems at school; Have been retained one or more times; Have experienced repeated academic failure; and Have peers who failed to complete high school.

Youth having one or more of these factors will be identified as being at risk for noncompletion of high school. At-risk youth will be referred to community-based organizations such as Boys & Girls Club, YMCA, public schools’ mandated remediation programs, and any other group that addresses prevention strategies. Youth Services Supervisor/Staff will actively pursue collaborative partnerships with community organizations to further the goals and mission of the program. All referrals should be noted in the Youth Individual Service Strategy. Regular (bimonthly) contact with a Youth Case Manager will be maintained to monitor progress and address further issues as they arise. F. Summer Work Experience The GMWIB will offer a six-week summer work experience as one of services offered in its year round program. The Work Experience and the required Orientation will offer the youth a chance to develop work readiness skills as defined by the SCANS competencies. Youth participants may work 30 hours per week for $6.00 per hour for the six-week period. Youth participants are required to attend an orientation before the work experience begins. Youth who do not attend or who are unsuccessful in the orientation will not be placed in a work experience position. Youth who have been enrolled in the GMWIB youth program for one year must participate in at least one additional activity during that year to be eligible to participate in the Summer Work Experience. For example, a youth who participates in a GMWIB Job Shadow activity or in a Reading Program would have fulfilled this requirement. Incentives for perfect attendance will be offered during the summer work experience to highlight the importance of attendance and dependability as a basic work readiness skill. Perfect attendance means meeting the schedule set by the employer. The youth must be on time and present every day that they are scheduled to work. Perfect attendance for each 3-week segment of the program will earn the youth a $50 bonus. Corporate payroll forms, Worker’s Compensation forms, W-2 and G-4 tax forms, Work Permits, Payroll Rules and Transportation Forms must be completed and in the file for each youth. Timesheets are the responsibility of the youth and must be faxed by the work place to the GMWIB office.
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Each participating worksite will be inspected by a member of the GMWIB Youth Staff or contract staff to see that child labor laws and other relevant rules and regulations are maintained at the worksite. Each youth will receive a weekly visit from a program counselor or GMWIB Youth Staff member to assist in training the youth in work readiness skills and to monitor the youth and worksite. All summer work experience participants are also required to participate in an ongoing work readiness course provided by the GMWIB. This course has the dual purpose of increasing literacy/numeracy skills and increasing awareness of work readiness skills as defined by the SCANS competencies. Failure to participate in a timely manner will result in the youth being terminated from the work experience position and exited from this service. The Youth Services Supervisor/Staff will provide the employer and trainee an orientation and a Supervisor’s Handbook to assure that direct supervisors understand their respective responsibilities prior to assuming responsibility for a “trainee”. This orientation will address: 1. 2. 3. 4. 5. 6. G. Profile of trainee including relevant contact information Responsibilities of supervisors Supervision/feedback guidance Timesheets and Evaluations Workers Compensation Review of Child Labor Laws

Special Activities In order to provide leadership development, study skills training, adult mentoring, job shadowing, and other opportunities to improve work readiness, occupational skills and basic skills, the GMWIB Youth Supervisor/Program Staff will offer a range of special activities through the year for eligible youth. Notification of these special activities will be sent to all active youth participants who may be eligible for a specific activity. (For example, if an activity is a joint service of GMWIB and a local school board, youth who are in the area served by the local school board will be contacted.) Youth will have a period of time where they can reserve a spot in the activity. Coordination of these activities will be handled by the GMWIB Youth Staff/Supervisor. Each activity will be directly tied to increasing academic or work readiness skills and/or offering one of the 10 required program elements. Incentives for successful completion of a special activity may be offered to youth. An Incentive Request form should be completed by the activity coordinator and submitted to the Billing Specialist. Checks for the incentive will be sent to the address on file.

H.

On-The-Job Training (Out-of-School Youth) When initial case management and assessment results indicate that a customer would be best served by a referral to On-The-Job training (OJT), the Training Services Staff/Case Manager will begin to work with the Georgia Department of Labor Career Center Employer Marketing Representative to develop a worksite that will provide the customer

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opportunity to develop marketable skills while earning an income. All OJTs will comply with the guidelines set forth in the attached OJT Handbook.

VI.

CASE MANAGEMENT
Initial Case Management begins during the Eligibility Certification process and continues on through the 12-month follow-up period. Effective Case Management will: • • • • • Assess current services provided to assure non-duplication of services and to allow maximized use of WIA funds Improve motivation and attitude…assist customers with feelings of frustration, failure or lack of progression in training Confront employment barriers…providing information, decision-making and problem solving Facilitate the referral and placement to applicable partner agencies and GMWIB provided services Managers are responsible for all aspects of the customer file. It is the case manager’s responsibility to assure that all documentation remains current and accurate. Case Managers will maintain, at a minimum, bi-monthly contact with each customer. Case Managers will document, in appropriate location, all contact with customer or other interested parties.

Case Management will continue to be available to the youth as long as the youth need and desire assistance.

VII.

FOLLOW-UP SERVICES (ALL YOUTH)
According to WIA Regulations, Section 664.450, all youth participating in WIA funded youth services must receive follow-up services for a minimum duration of 12 months. The following services may be provided after determining the needs of the customer:
F. G. H. I. J. K.

Leadership development and supportive service activities; Regular contact with a youth participant’s employer; Assistance in securing a better paying jobs, career development and education; Peer support groups; Adult mentoring; Tracking the progress of youth while WIA registered: 1. 2. Letter to participant/school/employer Phone call to participant/school/employer

The scope of these follow-up services may be less intensive for youth who have only participated in summer youth employment opportunities. Examples of follow-up services for in-school youth who exit the program after the summer employment activity will include:
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A. B. C. D. E. F. G. H.

“Youth Day” career exploration at the One-Stop Center Periodic one-on-one meetings to discuss educational or career options Use of technology Adult mentoring Tutoring Community and service learning Peer-centered activities Organizational and team work training

Examples of follow-up services for out-of-school youth who exit after the summer employment activity will include:
A. B. C. D. E. F.

Linkages to community services Assistance with transportation costs Assistance with child care and dependent care costs Assistance with housing costs Referrals to medical services Assistance with uniforms or other appropriate work attire and work-related tool costs, including such items as eye glasses and protective eye gear Regular contact with a youth participant’s employers Job Clubs Assistance in securing better paying jobs, career development and further education Work-related peer support groups Tracking progress of youth’s employment

G. H. I. J. K.

VIII. PERFORMANCE OUTCOMES
Outcomes for youth enrolled in the program are primarily education-based: • • • Youth ages 14- 18 who do not have a GED or high school diploma must remain in school, or engage in postsecondary education or advanced training. In-school youth ages 18 – 21 with a diploma or GED will receive services to assist them with entry into community college or other certificate programs. For out-of-school youth without a GED or high school diploma, the emphasis will be on completion of secondary education and, ultimately, placement and retention in postsecondary education, advanced training, or employment.
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IX.

PERFORMANCE OUTCOMES (PERCENTAGES)
Performance Outcomes for youth customers enrolled in the program are shown in the attachment entitled “Local Area Performance Outcome Levels”. Youth customers utilizing the ITA system must be co-enrolled in both Youth and Adult Performance Measures and therefore will be counted twice towards performance outcomes.

X.

EXIT POLICIES AND PROCEDURES
For definition purposes, “exit” is defined in TEGL 7-99 as follows: 1. 2. a customer who has a date of case closure, completion or known exit from WIAfunded or non-WIA funded partner service within the quarter (hard exit) or a customer who does not receive any WIA Title I funded or non-funded partner service for 90 days and is not scheduled for future services except follow-up services (soft exit).

Case Managers will determine the appropriate time to exit a WIA funded customer based on completion of training, post-supportive services, needs-related payments, necessary follow-up and employment opportunities. The exit date will be listed as the last date of WIA funded services received. In general, case managers are responsible for completing the necessary paperwork to exit a customer and enter all pertinent information into the GWS system. Case managers are to review their caseload quarterly, at a minimum, and determine which customers are appropriate to be exited. Soft exits are unacceptable unless ALL reasonable means to contact a customer have been exhausted. All attempts must be documented in the customer file. Soft exits will not occur without approval from the WIA Director or Youth Services Unit Supervisor.

XI.

DENIAL OF SERVICES
Customers making application to the Georgia Mountains Workforce Investment Area must meet the eligibility criteria set forth in the Plan and the Workstatement. Customers may be denied services based on: • • • • • eligibility suitability growth and demand occupations in the Georgia Mountains area ineligible training provider inability to attain self-sufficiency as defined by the Georgia Mountains Workforce Investment Board

All customers denied services based on the above criteria will receive written notification delivered by the United States Postal Service. A copy of the notification is kept in the customer file and maintained in the Georgia Mountains Workforce Investment Area office. Applicants for GMWIB youth services have a 10 working day grace period from the day of the initial interview to complete and return necessary documentation for their application to the GMWIB Youth
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Staff. Failure to complete an application within this timeframe will result in an applicant being found unsuitable for youth program services for a 6 month period beginning the day the grace period ends.

XII. CREDENTIALS
Each customer plan will include the anticipated performance outcome including the expected credential. A credential is a degree or certificate recognized by national, state or local educational or industry body. Credentials include, but are not limited to, high school diplomas, GED or other recognized equivalents, post-secondary degrees, recognized skill standards, licensure, apprenticeship or industry recognized certificates. Credentials are, by definition, recognized by the Georgia Department of Education or a similar institution. Customers are expected to submit a copy of their credential upon completion of their respective training program. In an attempt to secure this required documentation, case managers are authorized to offer a $25 incentive to each customer for prompt submission of credential information.

XIII. CUSTOMER SATISFACTION SURVEYS
A random sample of customers during each program year, will receive a Customer Satisfaction Survey as prepared by the Compliance Monitor. Surveys will include various questions to gather the following information: • • • • Satisfaction with the training/provider Satisfaction with WIA staff Satisfaction with WIA process Satisfaction with GDOL Career Center services/staff

In an attempt to secure this valuable information, case managers as well as the Compliance Monitor are authorized to offer a $15 incentive to each customer for prompt submission of the survey. All surveys are to be presented to the Compliance Monitor for reporting purposes. The Compliance Monitor will be responsible for completing and submitting the appropriate request for incentive payment to the Billing Specialist. The area will also depend upon a contracted service provider (by GDOL) that conducts a random number of customer and employer satisfaction surveys. This information is used when calculation annual performance figures for the local area.

XIV. INCENTIVES (IN-SCHOOL YOUTH)
In-School Youth participating in any activity requiring weekly goals may be eligible to receive weekly incentive payments. Payments of $25 may be paid to each youth who successfully completes their weekly goals and documentation is provided. Documentation of goals must be submitted and approved by the Youth Services Supervisor/Staff. A Support Request must be completed by the Youth Services Supervisor/Staff and submitted to the Billing Specialist for processing. Incentive payments will be processed by Corporate Payroll Services in Norcross, GA. Incentive checks will be mailed to the home address on record.

XV.

WAGES (ALL YOUTH)
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Youth participating in any activity requiring the payment of weekly wages will be required to submit a Time Sheet to the Youth Services Supervisor/Staff. Each youth receiving wages as part of their activity must complete an I-9, W-4, and a G-4 to document their eligibility to work in the United States. Each Time Sheet must be verified by the Youth Services Supervisor/Staff to ensure accuracy. Time Sheets will be submitted to the Billing Specialist for processing. Checks will be processed by Corporate Payroll Services in Norcross, GA. Checks will be mailed to the home address on record.

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ATTACHMENT O
ON-THE-JOB TRAINING HANDBOOK
GEORGIA MOUNTAINS WORKFORCE INVESTMENT BOARD GEORGIA DEPARTMENT OF LABOR

GEORGIA DEPARTMENT OF LABOR GEORGIA MOUNTAINS WORKFORCE INVESTMENT BOARD

ON-THE-JOB TRAINING HANDBOOK

2481 HILTON DRIVE, SUITE 8 GAINESVILLE, GA 30501 (770) 538-2727

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WHAT IS ON-THE-JOB TRAINING?
On-the-Job Training is a training program designed to teach unskilled or under-skilled WIA participants the skills they need to perform in a job at entry level. You, as a Training Employer, in conjunction with the Georgia Mountains Workforce Investment Board/Georgia Department of Labor (GMWIB/GDOL), will devise a Training Outline that details the skills the OJT Trainee will learn during training. Training Employers may be reimbursed up to 50% of the wages they pay. This reimbursement is compensation for the extraordinary costs associated with trainee training and for the costs associated with the lower productivity of such trainees. A Training Employer hires an OJT trainee with the understanding that the trainee will be retained in unsubsidized employment upon completion of training, if the trainee meets the employer’s standards for employment. The law states that no OJT agreement can be executed with a former OJT employer who has exhibited a pattern of failing to provide OJT trainees continued long-term employment as regular employees at the same level and to the same extent (wages and working conditions) as similarly positioned employees.

WHO QUALIFIES FOR ON-THE-JOB TRAINING?
Only people who have been determined to be eligible for WIA training may be placed in OJT. The GMWIB/GDOL is prohibited from spending funds on an ineligible person. The eligibility criteria are complex and may involve a review of a person’s economic status, past employment, educational background, etc. Only people who are lacking the essential skills involved in the training occupation may be placed in that occupation. An assessment is conducted to determine if the applicants background (employment or educational) indicates that he or she lacks the skills required to do the job.

RESTRICTIONS?
A person who has prior experience in an occupation may not be placed in OJT in that occupation or a substantially equivalent job unless the training is appropriate, justifiable, and the training hours are reduced. The prior experience may involve past employment or education/training. A person who is related to the Training Employer, or someone in a managerial, supervisory or administrative position with the Training Employer may not be placed in OJT with that employer. A person who has been previously employed by an employer may not be placed in OJT with that employer. A person who is hired or placed on your payroll prior to your completing the OJT documentation will be considered a prior employee and not OJT wages can be paid.

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ON-THE-JOB TRAINING – GENERAL PROVISIONS

Georgia Mountains Workforce Investment Board 2481 Hilton Drive, Suite 8 ● Gainesville, GA 30501 770-538-2727 ● 770-538-2730 FAX

Employer
The Employer makes the final hiring decision of eligible applicants and likewise has the authority to terminate individuals whose performance or conduct is unsatisfactory. The Employer is responsible for assisting in the development of a Training Outline that contains specific and measurable tasks and provides training as delineated in that training outline. The Employer will provide training utilizing a supervisor who is a regular full time employee of the Employer and who is capable of training and has mastered the skills to be attained by the trainee. All performance expectations should be clearly explained to the trainee at the start of the training program. If, at any time during the length of the agreement, those expectations are not being met, the trainee should be informed and GMWIB/GDOL notified. The Employer will notify GMWIB/GDOL upon termination or layoff of a program trainee. The Employer has adequate facilities, staff, and equipment to train in the contracted occupation. The Employer will provide a safe and healthy working environment that meets all State and Federal regulations, including all OSHA regulations. The Employer intends to provide permanent employment and agrees to maintain hours and wages beyond the agreed upon training period in accordance with the training agreement. The Employer assures that it will comply with the requirements of the Workforce Investment Act (WIA) of 1998 and all subsequent amendments.

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Georgia Mountains Workforce Investment Board
GMWIB/GDOL will refer, at the convenience of the Employer, potential trainees for interview and final selection. GMWIB/GDOL will NOT refer persons with previous experience in the job for which the OJT is planned or in a substantially equivalent job unless the training is appropriate, justifiable, and the training hours are reduced. GMWIB/GDOL will reimburse the Employer at a rate consistent with the level of job difficulty and governing regulations as outlines in the Agreement. GMWIB/GDOL must perform on-site monitoring prior to Employer payment. Trainees will be certified eligible and pre-screened to meet the Employer specifications as outlined in the Agreement. GMWIB/GDOL will provide counseling services to trainees during the training period to help ensure completion of the Agreement provisions. GMWIB/GDOL shall obtain a letter of concurrence from the local bargaining agent, if occupations included in the Agreement are subject to a collective bargaining agreement.

Conditions
1. No person shall be denied employment, excluded from benefits, or suffer discrimination because of race, color, religion, sex, national origin, age, handicap, or political affiliations, or beliefs. The Employer must comply with the OJT Wages, Benefits, and Working Conditions which are as follows: a. The starting wage shall be the same as other entry level employees entering the same or similar occupations in the company. b. Trainee Benefits and working conditions will be the same as those afforded to other employees of the Employer in the same or similar occupation. c. Worker’s Compensation Insurance and/or appropriate health and accident insurance must be carried by the Employer for all OJT employees. No agreement will be implemented until this coverage is in place. Insurance premiums are not chargeable to OJT. 3. No currently employed or laid off worker shall be displaced by any trainee. This includes partial displacement such as reduction in the hours of non-over-time work, wages, or employment benefits. No jobs shall be created in a promotional line that will infringe in any way upon the promotional opportunities of currently employed individuals.
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2.

4.

Georgia Department of Labor Georgia Mountains Workforce Investment Board Comprehensive Local Plan Update 5/6/05&10/6/05&4/6/07

5. 6. 7.

No funds received under this Agreement may be used to promote or discourage union organizing or to promote political activities. Trainees shall not be employed in building, operating, or maintaining any part of any building which is used for religious or sectarian worship and/or instructions. All laborers and mechanics employed by the Employer in any construction, alteration, or repair, including painting and decorating of projects, building, and works which are federally assisted under this Act, shall be paid at rates not less than those prevailing on similar construction in the locality in accordance with the Davis-Bacon Act. Upon request for access from staff representing the GMWIB, the Georgia Department of Labor, or the U.S. Department of Labor, the Employer must maintain and make available time and attendance, payroll, and other records that pertain to the OJT trainee. This Agreement, invoice request and all trainee records must be retained for the period of three (3) years beyond completion of this Agreement unless otherwise notified by GMWIB/GDOL. These records are subject to audit. No Employer may hire a participant or staff member for a position funded by GMWIB/GDOL if a member of that person’s immediate family is engaged in an administrative capacity for the Employer, or the GMWIB/GDOL. GMWIB/GDOL’s share of costs is limited to reimbursing the Employer for the Employer’s extraordinary costs of training a participant. The Employer assures that the reimbursement rate is appropriate in light of the training being offered and that the training identified in the Agreement will be provided to the trainee. Each Employer shall inform the trainee in writing of the established complaint/grievance procedure relating to the terms and conditions of employment. No On-the-Job Training funds may be provided for any Employer that has relocated, until 120 days after the date on which the Employer commences operations at the new location, if the relocation of the business or any part thereof, results in the loss of employment for any employee of the Employer at the original location. The Employer is ineligible for further OJT agreements or increases in existing agreement slot levels if, without good cause within the previous six months, the Employer has terminated more than two trainees or reduced any participant’s wages or benefits during training or within six months after entering unsubsidized employment with the training Employer. On-the-Job Training may not last more than the time outlined in the Agreement.

8.

9.

10.

11.

12.

13.

14.

15.

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GMWIB/GDOL may suspend payments under this Agreement at any time it determines that the Employer has violated any terms of this Agreement. GMWIB/GDOL will inform the Employer of necessary steps to be taken to correct the violation. The Employer will have ten working days to respond with a plan of correction agreeable to GMWIB/GDOL at which time payment for services will be resumed. The Employer will have the right to appeal the decisions to the GMWIB. Termination This Agreement may be terminated by GMWIB/GDOL or by the Employer. Termination will be immediate if at any time the U.S. Department of Labor or the State of Georgia cancels or fails to fund, or negates the grant through which this Agreement is funded. Costs will be reimbursed up to the date of termination and neither party will be obligated to continue or complete the program. This Agreement may be terminated by GMWIB/GDOL if the Employer fails to perform in accordance with their terms of the Agreement. Termination will be effective seven days after notice is received by the Employer. Termination notices are sent certified mail, return receipt requested, or by hand delivery, to the Employer at the address set forth in the Agreement. The Employer or GMWIB/GDOL may terminate this Agreement for convenience by providing fifteen days advance written notice of cancellation to GMWIB/GDOL or the Employer.

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Modification This Agreement may be modified by the proper execution of the necessary documents by either party with the Administrator’s approval. Deobligation Funds not committed through the enrollment of individuals in training slots within the first thirty days will be deobligated. Any vacated training slots with less than seventy-five percent of the authorized funds remaining may not be filled and shall be deobligated. Payments The Employer shall be paid upon submission of properly certified invoices to the GMWIB/GDOL. Invoices must include time sheets signed by the trainee and supervisor as documentation in order to be considered properly certified. Invoices should be submitted no later than 10 working days past the Mid-term date and the End-term date. Any invoice received more than 60 days past the due date will not be paid. Payment shall be based on the following formula: for each trainee, the total hours worked for which wages were paid will be multiplied by the Occupation’s Wage per Hour and divided by 2. (“Total hours worked” means hours actually worked and does not include leave time). Total payments shall not exceed the Total Cost amount shown on the cover sheet of the Agreement. If a trainee is terminated before the first 25% of the training hours have been completed, a replacement trainee may be placed in the vacated position with the original number of training hours available. No payment shall be made for days for which wages were paid if such days occurred during a work period of work stoppage at the Training Employer’s Worksite(s) listed on the cover sheet of the Agreement. Training Employer shall maintain records sufficient to support all payments made by GMWIB/GDOL and, upon request, shall make such records available to the GMWIB/GDOL or its designated representative. No wage may be reimbursed if the Training Employer does not pay FICA on behalf of the trainee. Determination of Training Hours The training hours of various occupations in this agreement are based on information in the Directory of Occupational Titles and Guide for Occupational Exploration, up to the maximum
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allowed by the Administrative Entity. The actual training hours for an individual trainee may depend on the skills brought by the trainee, the content of the training required and the amount of training time required to enable the trainee to function at the same level as other entry level employees. SVP: SVP (specific vocation preparation) is the amount of time required to learn the performance in specific job-worker situations. This training may be acquired in a school, work, military, institutional, or vocational environmental.

SVP SCALE LEVEL
1 2 3 4 5 6 7 8 9 SVP can include: • • • • • Vocational education (high school, tech school, professionally related schools, or college) Apprentice training In-plant training On-the-job training Essential experience in other jobs TIME Short demonstration only Short demonstration up to & including 30 days Over 30 days up to & including 3 months Over 3 months up to & including 6 months Over 6 months up to & including 1 year Over 1 year up to & including 2 years Over 2 years up to & including 4 years Over 4 years up to & including 10 years Over 10 years OJT TIME N/A N/A 320 hours 640 hours 960 hours 960 hours 960 hours 960 hours 960 hours

The Georgia Mountains Workforce Investment Board/Georgia Department of Labor is required to conduct OJT compliance monitoring. This monitoring must take place prior to making the training reimbursement payment for a trainee. Fiscal Monitoring

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The purpose of OJT Fiscal Monitoring is to ensure compliance with legal, regulatory, and contractual requirements. Specific items to be reviewed are as follows • • • • Application, W-4, G-4 for trainee to ensure that trainee was not employed with employer prior to WIA enrollment. Payroll records to ensure that employers receive reimbursement of no more than 50% of wages paid. Original time records of employer to compare to hours billed by employer. Canceled paychecks to ensure that the trainee did receive wages for which the employer seeks or received reimbursement.

Trainee and Supervisor Interview As part of the compliance monitoring, the trainee and supervisor need to be interviewed to ensure that training is taking place as shown in the Training Outline. Agreement Review Each OJT agreement will be reviewed for the accuracy of the following: 1. 2. 3. 4. 5. OJT Agreement Checklist DOT Code vs. Job Description SVP Code vs. Length of Training Allowable Occupations All Required Information Provided in Agreement

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ON-THE-JOB TRAINING AGREEMENT Georgia Mountains Workforce Investment Board 2481 Hilton Drive, Suite 8 ● Gainesville, GA 30501 770-538-2727 ● 770-538-2730 FAX

Agreement number: Employer: Address: Worker’s Comp Carrier: Supervisor’s name: Company Official signature:

Begin Date:

End Date: Starting wage: $

City:

State: Policy number: Telephone number: Date:

Zip:

Job Title: Number of Training Hours Mid-Term Cost

DOT Code: End Term Cost

SVP Code: Total Cost

Trainee Name: Address: City: Telephone Number: Signature:

SSN:

State:

Date:

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ON-THE-JOB TRAINING OUTLINE & EVALUATION

Georgia Mountains Workforce Investment Board 2481 Hilton Drive, Suite 8 ● Gainesville, GA 30501 770-538-2727 ● 770-538-2730 FAX Job Title:
Skill/Knowledge

DOT Code:
Training Hours PreEvaluation

SVP Code:
Mid-term Evaluation End-term Evaluation

Total Training Hours
At time of Pre-Evaluation: At time of Mid-term: At time of End-term: Employer’s Signature Employer’s Signature Employer’s Signature Trainee’s Signature Trainee’s Signature Trainee’s Signature

The skill level of the trainee should be rated by their supervisor at the time of interview (pre-evaluation, mid-term, and end-term). Ratings 0 1 2 3 Minimal knowledge or skill Partial knowledge or skill Adequate knowledge or skill Mastery of skill are as follows: Thorough instructions and supervision required Close instruction and supervision required Some supervision required Little or no supervision is required

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The trainee will be considered to have successfully completed training upon completion of at least 75% of the training hours and receipt of a rating of 3 or 4 on all skills. The rating is to measure skill acquisition only.

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OJT ATTENDANCE DOCUMENTATION

GEORGIA MOUNTAINS WORKFORCE INVESTMENT BOARD
2481 HILTON DRIVE, SUITE 8, GAINESVILLE, GEORGIA 30501 (770) 538-2727 (770) 538-2730 FAX

Trainee: Case Manager: KIMBERLEE WILSON Timesheets are due:

Social Security Number: Training Location: Week of:

every Monday by noon
Location Time Attended Hours Attended

SAT

SUN

MON

TUE

WED

THU

FRI

Employer’s Signature

1. 2. 3. 4. 5. 6. TOTAL NUMBER OF HOURS ATTENDED

CODE KEY: A – Attended Training
Incomplete or unsigned time sheets will result in delayed benefit payments. By signing this Attendance Documentation, I certify that the information above is true and correct to the best of my knowledge and belief. Trainee’s Signature: Date Signed:

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ON-THE-JOB TRAINING AGREEMENT CHECKLIST Georgia Mountains Workforce Investment Board 2481 Hilton Drive, Suite 8 ● Gainesville, GA 30501 770-538-2727 ● 770-538-2730 FAX Employer Name: Employer Address: Contact Person: Contact Phone: YES
1. Is the employer proposing to conduct training at other than his/her worksite? 2. Is the employer involved in a current labor dispute 3. Does the employer have a history of frequent layoffs? 4. Are current employees being displaced or their hours reduced due to this agreement? 5. Does the employer have any employee in a layoff status from a position in OJT agreement? 6. Is the employer proposing to train more than 25% of its regular full-time workforce? 7. Has the employer had prior OJT agreements in the last 12 months? 8. Has the employer relocated to this area within the previous 120 days?

NO

For a “YES” answer to questions 7 or 8, the Checklist Supplement must be completed. For any other “YES” answer, please complete the Comments section below. Signature/Date (Employer/Contact Person) COMMENTS: Signature/Date (GMWIB/GDOL)

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ON-THE-JOB TRAINING AGREEMENT CHECKLIST SUPPLEMENT Georgia Mountains Workforce Investment Board 2481 Hilton Drive, Suite 8 ● Gainesville, GA 30501 770-538-2727 ● 770-538-2730 FAX
If the employer has had prior OJT agreements, has the employer had prior OJT agreements within the If YES, complete the following information. previous 12 months? Entity with OJT agreement (Name of Company) Date of Agreement Number of Trainees Number of Completions How many Completers have been terminated by Employer What were the termination reasons (obtain written justification) Were the wages or benefits of any Completer lowered after training? What were the reasons for lowering wages or benefits? (obtain written justification) Has the employer failed to keep prior Completers at least 6 months after the completion of training without just cause? Has the employer lowered the wages or benefits of any Completer within 6 months after completion of training without just cause? If the answer to either of the above is “YES”, the employer is disqualified for one year from OJT with this . WIB. The last day of disqualification is If the employer has relocated within the last 120 days, please complete the following information: • • • • When did the employer move to this area? Previous address of the employer? How many employees were laid off at the previous location? What is the address of the local office that processes unemployment claims or local Chamber of Commerce? • Other Comments:

If the relocation resulted in the displacement of any full-time workers, the employer is disqualified for 120 days from the date of relocation. The last day of disqualification is
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.

ON-THE-JOB TRAINING AGREEMENT SIGNATORY PAGE Georgia Mountains Workforce Investment Board 2481 Hilton Drive, Suite 8 ● Gainesville, GA 30501 770-538-2727 ● 770-538-2730 FAX Any oral communication between the Training Employer and the Georgia Mountains Workforce Investment Board/Georgia Department of Labor does not constitute a modification to this Agreement. All modifications or amendments to the Agreement must be put in writing and duly executed by the parties. IN WITNESS WHEREOF, the parties have entered into this Agreement on or before the begin date listed on the cover sheet.

Employer
I understand and will abide by this Agreement. I am a duly authorized representative of the Training Employer and have authority to commit the Employer into this Agreement. I acknowledge receipt of the On-the-Job Training Employer Handbook. Signature Printed Name Title Georgia Mountains Workforce Investment Board A legitimate need for training and the expectation of continued employment for the occupation(s) listed in this Agreement have been established. Signature Printed Name Title Date Date

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