1. Under the Workforce Investment Area (WIA) youth program, is it an
allowable expense to give cash, as an incentive, directly to a participant?
Answer: Yes, reasonable incentives and stipends are allowable
expenditures under the WIA youth program, provided that the provision of an
incentive or stipend is included in the participant's individual assessment and
service strategy. Local Boards should take into account the cost effectiveness
of providing incentives and/or stipends based upon local youth funding levels
and the capacity of the local youth program to provide a quality offering of the
required youth program elements as well as incentives and/or stipends.
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1. Is there any place that a person can discover
new pathways in each occupation within an industry? Occupations within
industries/industries within occupations?
Answer: Career paths are explored in
BLS’s Occupational Outlook Handbook.
The Occupational Outlook Handbook and Career Guide to Industries explore
occupations within industries and industries within occupations. Also, in
development, is a system where you can explore Wisconsin’s employment
projections for occupations within industries and industries within occupations.
(10/04)
2. How do we align the industries and occupations if we are trying to
discover career pathways?
Answer: Career paths are explored in U.S. Department of Labor/Bureau of Labor
Statistics’ Occupational Outlook Handbook.
The Occupational Outlook Handbook and Career Guide to Industries explore
occupations within industries and industries within occupations. Also, in
development, is a system where you can explore Wisconsin’s employment
projections for occupations within industries and industries within occupations.
(10/04)
3. Is there somewhere that indicates the way up the career ladder?
Answer: O*Net and WISCareers.
WISCareers can be used to find career ladders for certain occupations. It
depends upon the occupation, whether or not you will find career ladders. For
example, Nursing Aides have numerous career ladders to various medical related
occupations. Administrative assistant is another occupation that has various
career ladders. A good source to find information on occupational career ladders
is America's Career InfoNet. (10/04)
1. What qualifies for a “credential?” Workshop? Series of workshops?
Answer: A credential is defined as any nationally recognized degree or
certificate or state/locally recognized credential. Credentials will include,
but are not limited to a high school diploma, GED or other recognized
equivalents, post-secondary degrees, recognized skill standards, and licensure,
or industry recognized certificates. States should include all state education
agency recognized credentials. In addition, states should work with local
Workforce Investment Boards to encourage certificate to recognize successful
completion of the training services listed above that are designed to equip
individuals to enter or re-enter employment, retain employment, or advance into
better employment. Please note: this term applies to the current WIA statutory
adult, dislocated worker, and older youth measures only, it does not apply to
the common measures). [TEGL 17-05]
See also policy on credential definition and reporting issued in September 23, 2002.
2. Does a one-day workshop with certificate of completion (i.e., Job Readiness Preparation Class, Job Seeking Skills Workshop, and Motivation Class) qualify as a credential?
Answer: Yes, if the local Workforce Development Board policy provides for one-day workshop certificates of completion.
3. A WIA youth participant does not graduate from high school, but can show improvement in their grades. If the young person goes from a B to an A, would that be considered a credential?
Answer: No, based on the Credential policy [ASSET Reporting Policy 02-01] the scenario described does
not fit the definition of a credential: It meets the definition of a skill attainment goal. In the youth program, credentials apply ONLY to older youth; there are no skill goal requirements for older youth. Conversely, the only "credential" for a younger youth is a high school diploma or equivalent.
However, the example above could be a basic skill goal listed in their Individual Service Strategy (ISS). The report card would serve as documentation. The goal would read something like this: “Susie will improve one letter grade in math the second semester." This is an example of a short-term basic skill goal. It is based on their ISS, is measurable, and is attainable in one year allowed for a positive outcome.
4. A WIA youth participant does not receive their General Education Diploma (GED), but has passed two of the five tests required to receive a GED. Would that be considered a credential?
Answer: No, since the plan in the Individual Service Strategy (ISS) was to get a GED and employers do not recognize partial completion. However, passing two of the five GED tests could be considered a youth skill attainment goal. To be considered a credential, individuals have to pass all five tests required for their GED.
5. Should completion of GED count as credential? On-the-job training (OJT) completion? Customized Training?
Answers: Yes, under the definition of credential, GED or its equivalent is considered a credential if the employer or training institute provides a certificate of completion.
In most cases, on-the-job training is not an appropriate work experiences activity for youth participants under age. Local program operators may choose, however, to use this service strategy for eligible youth when it is appropriate based on the needs identified by the objective assessment of an individual youth participant. [20 CFR 664.460 (d) and 18]
6. What should a certificate look like in order to be acceptable? Who should sign certificates of completion? If the Case Manager also runs classes and/or workshops, can he/she sign the certificate?
Answers: If there is no certificate of completion, the local WDB can develop the certificate. A Workforce Development Board can have anyone they determine appropriate sign the certificate. A certificate should show the name of the completed training/workshop, the training provider, the participant's name, and dates of instruction and successful completion. For data validation, a copy of the certification should be kept in the customer's paper file.
7. How should credentials for job readiness and one year technical certificates from technical colleges be reported in ASSET?
Answer: A job readiness activity must be reported in ASSET as a "Skills Certificate". The more generic soft skills, (e.g., effective communication practices, proper office behavior and decorum, etc.), are reported as a "Skills Certificate".
A technical certificate should be recorded in ASSET as an "Occupational Skills Certificate" if it is employment-related and imparts technical/tactile skills, (e.g., keyboarding, machine operation proficiency, mastery of software needed to perform job tasks, etc.).
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1. I have a Dislocated Worker (57-year-old former executive
secretary). Will employers hire her at her age?
Answer: The key for any dislocated worker, regardless of age and/or
experience is the skills they possess. You mentioned that this particular worker
was 57 years old with considerable experience as an executive secretary. Skills,
particularly PC computer skills are very important in the office of today.
Nearly every facet of office work, scheduling, updating calendars, communicating
and sending documents, conducting research - is now computerized. If a person is
deficient in these computer skills, it will be hard to find employment
regardless of experience.
You and the client should be aware of the fact that there is a general decrease
in secretarial work as the computer makes everyone his/her own secretary to some
extent. That makes it even more important to differentiate oneself from others
seeking employment in the field. The good news is that there are not only fewer
jobs there are also fewer traditional applicants for the job. As females have
found more acceptance in non-traditional female jobs, there have been fewer
female applicants for the jobs remaining in the field. (10/04)
1. How is underemployment counted at time of registration
(entering employment)? To count employee earnings can work against WIA
philosophy.
Answer: Under WIA, "Underemployment" is a specific term related to the
eligibility of displaced homemakers for WIA dislocated worker services [WIA
legislation, Section 101 (10)]. Employed adults who have difficulty retaining
employment that allows for self-sufficiency are eligible for WIA adult services.
While these individuals may be considered "underemployed" in a
general sense, the term is not formally applied to individuals in the WIA adult
program. [20 CFR 663.220 identifies "employed" and "underemployed" as eligible
adults to receive intensive services]
For purposes of measuring Entered Employment, individuals are either Employed or
Not Employed. Participants who are employed at participation will not be counted
in the Entered Employment performance measures.
They will be counted in the Retention and Average Earnings
Change. The purpose of WIA is to "provide workforce investment activities … that
increase the employment, retention, and earnings of participants, and increase
occupational skill attainment by participants…."
2. Does one day of employment count in retention performance standards? Any
way around it?
Answer: Yes, one day of employment counts. No, there is no way around it.
3. What constitutes employed at time of eligibility? What constitutes
underemployment?
Answer: An individual employed at participation is one who, during the 7
consecutive days prior to participation did any work at all as a paid employee,
in his or her own business, profession or farm; worked 15 hours or more as an
unpaid worker in an enterprise operated by a member of the family; or is one who
was not working, but has a job or business from which he or she was temporarily
absent because of illness, bad weather, vacation, labor-management dispute, or
personal reasons, whether or not paid by the employer for time-off, and whether
or not seeking another job.
[Training and Employment Guidance Letter (TEGL) 7-99]
If the individual has a job at time of participation, the person is employed;
any work at all is considered to be employment. Individuals who are still
working but are eligible for WIA dislocated worker services by virtue of having
received a notice of termination are considered to be Not Employed.
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1. Do you have information on non-traditional occupations for
men and women?
Answer: A good resource on non-traditional occupations is
Equitable Job Information in Wisconsin
Job Centers (Nontraditional Occupations) web site. (10/04)
2. Does WISCareers have a non-traditional assessment for both men and women?
Answer: No; there is no assessment label for non-traditional occupations.
There are interest inventories you can use as you see fit for determining
factors for individuals. (10/04)
1. Titles and job functions are changing. Where can we see
these trends?
Answer: One interesting place to look is O*Net, mentioned above. Also
interesting is the U.S. Department
of Labor/Bureau of Labor Statistics’ Occupational Outlook Handbook. They
discuss changes developing in select occupations. (10/04)
2. Can the occupational projections information be provided on a regional
basis, if not on county basis? There are WIA differences across the state and
many customers do not want to move; they need local information.
Answer: Yes, occupational projections are available regionally. Both
short-term and long-term projections
are available by Workforce Development Area. (10/04)
3. How do you factor in "foreign" competition when predicting growth? Things
can change very quickly when China enters a market, for example, furniture
manufacturing.
Answer: Anticipated changes in global markets, including new competition
from other countries, are factored into the projections to the extent possible.
Wisconsin’s projections are based on (1) past employment trends; (2) the most
recent national projections; (3) a variety of national, regional, and state
economic indicators; and (4) insights and knowledge from a panel of experts on
Wisconsin’s economy. However, unforeseen events can and do happen. In order to
keep abreast of the latest changes in the economy, short-term projections are
updated every year and long-term projections are updated every two years.
(10/04)
4. Most of the jobs in our area and Wisconsin, that will see the greatest
growth (not replacement) in the next five (5) years are low-income jobs, i.e.,
cashiers, retail, waiters/waitresses, bartenders, stock clerks, food prep, and
housekeeping. Is this a national trend?
Answer: Actually, the jobs you mention above do not have the greatest
growth; rather, they have the highest number of job openings, which does include
replacements. Many of the jobs with the highest expected growth are in the
health or computer industry, and tend to have higher earnings than the
occupations mentioned in the question above.
Please see short-term
projections tables and click on the tab at the bottom labeled “Occ
fastest”. (10/04)
5. How do you compare projections to growth?
Answer: Do you mean how do we compare our projections to what actually
happens? Evaluating past projections is part of the process; we see what worked
and what didn’t, evaluate why, and factor that into any new projections we do.
(10/04)
6. Do you factor jobs [in the occupational projections] that go overseas?
Answer: Anticipated changes in global markets, including new competition
from other countries, are factored into the projections to the extent possible.
Wisconsin’s projections are based on (1) past employment trends; (2) the most
recent national projections; (3) a variety of national, regional, and state
economic indicators; and (4) insights and knowledge from a panel of experts on
Wisconsin’s economy. However, unforeseen events can and do happen. In order to
keep abreast of the latest changes in the economy, short-term projections are
updated every year and long-term projections are updated every two years.
(10/04)
7. How do you factor in the number of job openings? Doesn't it take three to
five years to factor in for customers who want to be Registered Nurses? The
junction for demand and supply is twice as high.
Answer: We project the number of registered nurses that will actually be
employed, not how many will be in demand, nor how many will be in the labor
force (employed or otherwise). We take into account the proportion of nurses
employed in different industries, and how that will change along with the growth
in these industries. Also, we factor in population growth. If the labor market
continues to function as we expect, then the supply will exist to fill these
openings. However, as you suggest, it is possible that if employers could get
the people, the number of jobs filled would be even higher than what the
projections indicate. (10/04)
8. I have a few customers in the information technology field that are unable
to obtain employment. Is this field already increasing or is that yet to come?
Answer: The outlook for computer-related jobs is positive, and I think
the number of opportunities will increase. (10/04)
10. Why is the Occupational Projections Table not alphabetized?
Answer: The Occupational Table is sorted by SOC Codes. We use this system
because it groups similar types of occupations together. If you want them
alphabetized, just use the arrows at the top of the title field and they are
listed alphabetically in a drop down menu. Or you can download the table to your
computer and do a sort in excel. (10/04)
11. When are we going to get to feel the effects from newly emerging jobs?
Answer: You should be feeling the beginnings of newly emerging jobs now
and this would continue and grow stronger. (10/04)
12. How often is this data re-adjusted when there are major events happening
that affects specific areas of employment in Wisconsin?
Answer: The long-term projections are updated every other year, and the
short term projections every year.
Please keep in mind the projections are not intended to capture every movement
of the labor market each month. They are produced to show overall trends of
occupations and industries over time. (10/04)
Definitions
Primary occupational skills encompass the proficiency to perform actual tasks and technical functions required by certain occupational fields at entry, intermediate or advanced levels. Secondary occupational skills entail familiarity with and use of set-up procedures, safety and measures, work-related terminology, record keeping and paperwork formats, tools, equipment and materials, and breakdown and clean-up routines.
Work Readiness
Work readiness skills include world of work awareness, labor market knowledge,
occupational information , values clarification and personal understanding,
career planning and decision making and job search techniques (resumes,
interviews, applications, and follow-up letters).
They also encompass survival/daily living skills such as using the phone, telling time, shopping, renting an apartment, opening a bank account, and using public transportation. They also include positive work habits, attitudes, and behaviors such as punctuality, regular attendance, presenting a neat appearance, getting along and working well with others, exhibiting good conduct, following instructions and completing tasks, accepting constructive criticism from supervisors, and co-workers, showing initiative and reliability, and assuming the responsibilities involved in maintaining a job.
Work readiness also entails developing motivation and adaptability, obtaining effective coping and problem-solving skills, and acquiring an improved self image.
1. There is a wealth of information available for people who are looking or changing careers - because of the volume of people we deal with each day - how do we ensure we have given a client the information, the best information available in a limited amount of time?
Answer: There are a variety of information and materials in the Job
Centers you can use. Also, the following websites would be good resources.
1. WORKnet www.worknet.wisconsin.gov
2. Labor Market & Career Information www.acinet.org
3. Local Career Centers & Services www.servicelocator.org
4. Job Seekers/Workers www.careeronestop.org/jobseekers.asp
5. Workforce3 One www.workforce/one.org
6. Career Voyages www.careervoyages.org
7. O*NET http://online.onetcenter.org
8. America's Job Bank www.ajb.org
9. DOL/Bureay of Labor Statistics http://www.bls.gov
10.Career Pathways http://careers.iptv.org
11.JobNet dwd.wisconsin.gov/jobnet
1. How do you know what Standard Occupational Classification
(SOC) codes to use?
Answer: The O*Net System uses SOC and O*Net codes. On O*Net you can
search for SOC codes by looking up occupational titles.
A good place to look up SOC codes is
O*NET; here there is a keyword search. (10/04)
1. Why aren't all the Technical Assistance Guides (TAGS) and policies linked directly to ASSET?
Answer: As TAGs and policies are being updated, the Division of Workforce Solutions will include ASSET instructions when appropriate. This is a good suggestion that the division is exploring.
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1. What is the purpose of the Individual Training Accounts (ITAs)? Who is
the audience from the DWD view?
Answer: Individual Training Accounts (ITAs) are offered as vouchers to
qualified training seekers to offset the cost of training that will lead to an
occupation in demand as an outcome.
The Workforce Investment Act (WIA) requires training services to be provided in a manner that “maximizes consumer choice in the selection of an eligible provider…" [WIA legislation, Section 134]. This selection process includes consideration of performance and cost information for the training program and its provider.
DWD considers its priority audience for this information to be WIA
participants and their case managers. Training providers, and their contacts in
Wisconsin's 11 Workforce Development Areas (WDAs) are key stakeholders.
2. What is the source of data for the Statewide Eligible Training Programs
and Providers List (ETPL), and who enters the data?
Answer: The information for training programs found on the Statewide
Eligible Training Programs and Providers List (aka Statewide List, or ETPL)
comes directly from the training provider, and is approved by one of Wisconsin's
11 Workforce Development Boards (WDBs) before it appears on the Statewide List.
http://www.wisconsinjobcenter.org/ita
Training providers complete a standard application and submit it to the WDB
for approval. If the application is approved, the WDB sends the application to
the State for inclusion on the Statewide List. The State ensures that the
application is complete and not in violation of the WIA before posting.
The Statewide List contains two sources of performance information on training
providers and their programs: ASSET and Training Providers.
Performance information from training providers is available at the ITA web site
http://www.wisconsinjobcenter.org/ita
“Part 2: Performance Information” of the training provider application
collects these data, which are self-reported by training providers. For more
detail on this process, see the Initial Year Policy located on the above WIA web
site.
All Wisconsin’s technical schools and public universities receive funding under
Title IV of the Higher Education Act and by policy are exempted from providing
performance information in Part 2 of the application. Training providers that do
not receive funding from Title IV fall in the Workforce Investment Act's
category of “Other.” All “Other” training providers must respond to Part 2:
Performance Information questions: completion rate, percent of the individuals
that obtained unsubsidized employment, hourly wages at placement, and the time
period the information is from.
In addition to these self-reported data, ASSET data on individual training
providers and their programs are found on the ITA web site
http://www.wisconsinjobcenter.org/ita
They are titled “Scorecard: Training Providers” and “Scorecard: Training
Program.” This information reflects information entered in the ASSET system
about a WIA participant’s ITA-related outcome. In general, it shows the number
of participants served by a training provider, the number of participants that
completed a training program, the number of participants that did not complete
the program, and the number of participants that found employment.
When used in conjunction with other details about the training program and cost,
these details provide the foundation for informed choice by a training seeker in
collaboration with his or her case manager.
3. What is the status of the WIA State List of Eligible Training Programs and
Providers?
Answer: DWD continues its work to make Wisconsin's Statewide List even
more accessible and user friendly. Pending WIA reauthorization could change the
policies that impact ITAs, and the eligibility of programs that appear on
Wisconsin's Statewide List.
1. What is the timeliness between viewing Case Management Desktop Reference (CMDR) screen and Unemployment Insurance (UI) data?
Answer: Information displayed on CMDR is what is in the UI data system at the time of access. It's as current as the data in the UI system.
2. How do we [case managers] gain access to UI data?
Answer: Current UI policy and laws prohibit case managers from accessing UI wage data. We are working on ways to make aggregate data available through either the data warehouse or some other reporting process.
3. UI data: how long do employers have to report on their employment? What is the timeline? What is the law?
Answer: Employers must file wage reports quarterly, which are due on the last day of the month following the completion of each quarter. For example: wage reports for the January-March calendar quarter must be filed by the last day of April. That law is found in chapter 108 at 108.205 and is posted on the UI web site at
http://www.legis.state.wi.us/statutes/Stat0108.pdf.
Administratively, the UI Division/Benefits Bureau/Wage Unit has until the end of the subsequent quarter to process all wage reports received to the database. For example, UI will have all the wage reports it has received for the January-March quarter (e.g., received between April 1 and June 30), processed by July 3 in order that they can be used in benefit claims. In fact, UI is always done by June, with all but the stragglers reporting in June. Wages filed on the Internet or via other electronic media are processed virtually when received and available immediately.
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1. On WISCareers - where does the hot jobs information come from?
Answer: Information on "hot jobs" (fastest growing and/or high demand
jobs) comes from labor market information provided by state (DWD) and federal
(U.S. Department of Labor) labor departments. (10/04)
2. In WISCareers, what format will the resume/cover letter use to print? The
state computers in the resource room only have WordPad. No Microsoft Word
available on state Internet computers.
Answer: WISCareers will print in Word Perfect and Microsoft Word. As you
enter the WISCareers system it provides print format options and allows you to
select the format you want to use. Both the resume and cover letter forms can be
e-mailed to employers, saved to disks, and/or saved to a WISCareers' locker.
Your designated "site user professional" can grant you security access to the
WISCareers locker feature. (10/04)
Updated
October 28, 2008
Content Contact: DWD
Staff