Local Plan 200910

LOCAL STRATEGIC PLAN
July 1, 2009 June 30, 2010
Submitted by: Region 1 Workforce Investment Board 200 Value City Center, Suite 200 - Beckley, West Virginia 25801
Jerry E. Berry, Chief, Region 1 Local Elected Officials Bill Rock, Chair, Region 1 Workforce Investment Board Melissa A. Aguilar, Executive Director www.region1workforcewestvirginia.org
Table of Contents
SECTION I: SECTION II: EXECUTIVE SUMMARY ..................................................................... 2 ASSESSMENT OF THE CURRENT STATE OF THE WORKFORCE
Current Employer Demands for Workers and Skills ...................................... 4 Current Worker Skills and Characteristics ..................................................... 5 Education / Training Capacity to Meet Current Demands ............................. 6 Current Resources ....................................................................................... 11 THE DESIRED STATE OF THE WORKFORCE
SECTION III:
Local Area Vision, Mission, Values, and Goals ........................................... 15 Projected Employment Opportunities .......................................................... 18 Projected Workforce Needs ......................................................................... 23 The Supply Pipeline ..................................................................................... 25 ANALYSIS AND STRATEGIC PLANNING FOR ACHIEVING THE DESIRED STATE OF THE WORKFORCE
SECTION IV:
Gap Analysis ................................................................................................ 28 Strategic Goals / Objectives / Action Strategies .......................................... 31 LOCAL AREA GOVERNANCE
SECTION V:
Local Elected Officials (LEOs) ..................................................................... 39 The Local Workforce Investment Board (LWIB) .......................................... 39 Rapid Response .......................................................................................... 42 Youth Council ............................................................................................... 44 Fiscal Agent ................................................................................................. 46 REGION 1 WORKFORCE WEST VIRGINIA SYSTEM PLAN
SECTION VI:
System Development ................................................................................... 50 Outreach Plan .............................................................................................. 57 Memoranda of Understandings for Core Services ...................................... 68 Services to Specific Populations.................................................................. 68 WORKFORCE West Virginia Governance .................................................. 75
SECTION VII: WORKFORCE INVESTMENT SERVICES General Information Regarding Access to Services .................................... 77 Access to Services for Adults and Dislocated Workers ............................... 78 Access to Services for Youth ....................................................................... 84 Access to Services for Employers ............................................................... 88
Region 1 Local Plan 2009-2010
SECTION VIII: ADDITIONAL INFORMATION Procurement................................................................................................. 92 Equal Opportunity, Affirmative Action, and Grievance Procedures ............. 92 System Measurements ................................................................................ 92 Program Planning / Budget Information Summaries ................................... 93 Public Comment ........................................................................................... 93
ATTACHMENTS Memoranda of Understandings Documents ................................................... 94-186 (Per an ICT meeting, WIBs are being allowed to continue working on MOUs to update and use consistent language in cooperation with other local Workforce Investment Boards.) Attachment A Attachment B Attachment C State Level Partners Memorandum of Understanding Local Elected Official Agreement Region 1 Partners Memorandum of Understanding
Region 1 Workforce Investment Board Policy Letters .................................. 187-241 Attachment PL #01 ............................... Policy Letter #01 Priority of Service Attachment PL #03 ........................... Policy Letter #03 On-the-Job Training Attachment PL #04 .............. Policy Letter #04 Individual Training Accounts Attachment PL #05 ...................................... Policy Letter #05 Procurement Attachment PL #07 .................................. Policy Letter #07 Self Sufficiency Attachment PL #08 .................. Policy Letter #08 Grievance and Complaint Attachment PL #10 .......................... Policy Letter #10 Customized Training Attachment PL #11 .........................Policy Letter #11 Critical Skills Training Attachment PL #12 .............Policy Letter #12 Needs-Related Payments for ................................................................................................... Dislocated Workers Attachment PL #13 ....... Policy Letter #13 Supportive Service for Adult and ................................................................................................... Dislocated Workers Other Attachments Contributions from Mandated / Non-Mandated Partners PY07 ................. 242 Organizational Chart: Board Staff, Fiscal Agent, and One-Stop Services 249 Region 1 Workforce Investment Board Schedule of Meetings .................. 251 Performance Indicators and Goals ............................................................ 253 Program Planning / Budget Information Summary .................................... 255 Cost Allocation Plan...................................................................................264 West Virginia State Eligible Training Providers List Modified for Region 1 265 Bibliography ............................................................................................... 267 Acronyms ................................................................................................... 270
Statement of Approval Region 1 Workforce Investment Board Local Plan
The signatures below certify that the attached Local Workforce Investment Strategic (including Administrative Assurances) have been reviewed and approved by the Chief Local Elected Officials and the Workforce Investment Board.
Local Workforce Area: Board Contact Person: Phone Number:
Region 1 Bill Rock, Chair 304-253-3611
Region 1 Local Elected Officials
Region 1 Workforce Investment Board
Jerry E. Berry, Chief Typed Name and Title
Bill Rock, Chair Typed Name and Title
CERTIFICATION REGARDING DEBARMENT, SUSPENSION, AND OTHER RESPONSIBILITY MATTERS PRIMARY COVERED TRANSACTIONS This certification is required by the regulations implementing Executive Order 12549, Debarment and Suspension, 29 CFR Part 98, Section 98.510, Participants Responsibilities. The regulations were published as part VII of the May 26, 1988 Federal Register (Pages 1916019211). 1. The prospective primary participant, i.e., grantee, certifies to the best of its knowledge and belief, that it and its principals: (a) Are not presently debarred, suspended, proposed for debarment, declared ineligible, voluntarily excluded from covered transactions by any federal department or agency; Have not within a three-year period preceding this proposal been convicted of, or had a civil judgment rendered against them for commission of fraud of a criminal offense in connection with obtaining, attempting to obtain, or performing a public (federal, state, or local) transaction or contract under a public transaction; violation of Federal or State antitrust statutes or commission of embezzlement, theft, forgery, bribery, falsification or destruction of records, making false statements, or receiving stolen property; Are not presently indicted for or otherwise criminally or civilly charged by a government entity (federal, state, or local) with commission of the offenses enumerated in paragraph 1(b) of this certification; and Have not within a three-year period preceding this application / proposal had one or more public transactions (federal, state, or local) terminated for cause or default.
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Where the prospective primary participant is unable to certify to any of the statements in this certification, such prospective participant shall attach an explanation to this contract package.
Applicant Organization: Region 1 Workforce Investment Board 200 Value City Center, Suite 200 - Beckley, West Virginia 25801
Bill Rock, Chair Name of Certifying Official
CERTIFICATION REGARDING DRUG-FREE WORKPLACE REQUIREMENTS The contractor certifies that it will provide a drug-free workplace by: 1. Publishing a statement notifying employees that the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in the contractors workplace and specifying the actions that will be taken against employees for violation of such prohibition. Establishing an on-going drug-free awareness program to inform employees about: a. The dangers of drug abuse in the workplace; b. The grantees policy of maintaining a drug-free workplace; c. Any available drug counseling, rehabilitation, and employee assistance programs, and d. The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace. Making it a requirement that each employee to be engaged in the performance of the grant be given a copy of the statement in paragraph 1 above. Notifying the employee in the statement required by paragraph 1 that, as a condition of employment under the grant, the employee will: a. Abode by the terms of the statement; and b. Notify the employer in writing of his or her conviction for a violation of a criminal drug statute occurring in the workplace no later than five (5) calendar days after such conviction. Notifying the agency in writing, within ten (10) calendar days after receiving notice under subparagraph 4b from an employee or otherwise receiving actual notice of such conviction. Employers of convicted employees must provide notice, including position title, to every grant officer or other designee on whose contract activity the convicted employee was working, unless the federal agency has designated a central point for the receipt of such notices. Notice shall include the identification number(s) of each affected grant. Taking one of the following actions, within thirty (30) calendar days of receiving notice under subparagraph 4b, with respect to any employee who is convicted: a. Taking appropriate personnel action against such an employee, up to and including termination, consistent with the requirements of the Rehabilitation Act of 1973, as amended; or b. Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purpose by federal, state, or local health, law enforcement, or other appropriate agency. Making good faith effort to maintain a drug-free workplace through implementation of paragraphs 1, 2, 3, 4, 5, and 6.
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Bill Rock, Chair Name of Certifying Official Region 1 Local Plan 2009-2010
EQUAL OPPORTUNITY NON-DISCRIMINATION NOTICE
Region 1 Workforce Investment Board, as a recipient of Workforce Investment Act (WIA / ARRA) funds, shall provide initial and continuing notice that it does not discriminate on any prohibited grounds to: applicants, eligible applicants, participants, applicants for employment, employees, and members of the public including those with impaired vision or hearing, and unions or professional organizations holding collective bargaining or professional agreements with the recipient. ASSURANCE As a condition of the award of financial assistance under WIA / ARRA from the Department of Labor, the grant applicant assures, with respect to operation of the WIA / ARRA-funded program or activity and all agreements or arrangements to carry out the WIA / ARRA-funded program or activity, that it will comply fully with the nondiscrimination and equal opportunity provisions of the Workforce Investment Act; the Nontraditional Employment for Women Act of 1991; Title VI of the Civil Rights Act of 1964, as amended; section 504 of the Rehabilitation Act of 1973, as amended; the Age Discrimination Act of 1975, as amended; Title IX of the Education Amendments of 1972, as amended; and with all applicable requirements imposed by or pursuant to regulations implementing those laws, including but not limited to 29 CFR part 34. The United States has the right to seek judicial enforcement of this assurance.
Palma Stafford, Equal Opportunity Officer Name of Certifying Official
___________________________________ Signature
CERTIFICATION REGARDING LOBBYING CERTIFICATION FOR CONTRACTS, GRANTS, LOANS AND COOPERATIVE AGREEMENTS The undersigned certifies, to the best of his or her knowledge and belief, that: 1. No federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of Congress, or an employee of a member of Congress in connection with the awarding of any federal loan, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any federal contract, grant, loan or cooperative agreement. If any funds other than federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any agency, a member of Congress, an officer or employee of Congress, or an employee of a member of Congress in connection with this federal contract, grant, loan, or cooperative agreement, the undersigned shall complete and submit Standard Form-LLL, Disclosure Form to Report Lobbying, in accordance with its instruction. The undersigned shall require that the language of this certification be included in the award documents for all sub-awards at all tiers (including subcontracts, subgrants and contracts under grants, loans, and cooperative agreements) and that all sub-recipients shall certify and disclose accordingly.
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This certification is a material representation of fact upon which reliance was placed when this certification is a prerequisite for making or entering into this transaction imposed by section 1352, title 31, U.S. Code. Any person who fails to file the required certification shall be subject to a civil penalty of not less than $10,000 and not more than $100,000 for each such failure. Applicant Organization: Region 1 Workforce Investment Board 200 Value City Center, Suite 200 - Beckley, West Virginia 25801
SECTION I: EXECUTIVE SUMMARY
Region 1 Local Plan 2009-2010 1
EXECUTIVE SUMMARY The Region 1 Workforce Investment Board (WIB) is pleased to present its Local Plan for workforce investment for the period July 1, 2009 June 30, 2010. This local plan describes how local workforce development activities (through WIA / ARRA funding) will be directed over the next year to promote effective economic, education and workforce development partnerships that will develop and sustain productive workers for business and thereby create prosperous communities for our citizens. This Plan identifies and assesses projected employment opportunities, projected workforce needs, and the services that will be required in order to develop a skilled workforce to meet regional employers needs over the year. Analysis of workforce trends including gap analysis information is provided, as well as strategic goals, objectives and action strategies that have been developed to address the identified issues. Labor market information was provided through the WORKFORCE West Virginia State Office, the Labor Market Institute, the U.S. Department of Labor, the U.S. Census, the State of the Workforce Study, Marshall Universitys Center for Business and Economic Research, and regional research. Additionally, this Plan provides an assessment of the current status of the workforce, including current employer demands for workers and skills, current worker skills inventories and characteristics, plus the education and training capacity available in the region to meet current and future workforce demands. Local area governance information is provided, including information on the Local Elected Officials, the Workforce Investment Board, the Youth Council, and the fiscal responsibilities of the Board. System development of the Workforce Centers is discussed, including services provided by partners, and services available for specific populations. Locally adopted system measures are included in this section. This Plan also describes the method used for delivery of workforce investment services, including access to services for the general population, adults and dislocated workers, youth, and employers. Included are: WIB policy on procurement, equal opportunity, affirmative action and grievance procedures, negotiated performance measures, program planning and budget information, and methods used by the Board to garner public comment on WIB activities. It is the intent of the Board to consistently promote effective and efficient streamlined services to all citizens and to build in quality to processes that will make the system of resources openly available through technology as well as the WORKFORCE West Virginia Career Centers.
SECTION II: ASSESSMENT OF THE CURRENT STATE OF THE WORKFORCE
CURRENT EMPLOYER DEMANDS FOR WORKERS AND SKILLS It is the responsibility of the Region 1 Workforce Investment Board to monitor the current and future demands of area employers so the WIB can make the required and appropriate adjustments to program and service offerings within the one-stop system to supply a workforce that is trained, skilled, and knowledgeable, and one that will meet employers needs. The WIB closely monitors regional industries and labor market information, identifies trends of growth and decline, and projects industry needs to meet employers current and future demands. Strategies used by the WIB to identify employer demands for workers and skills have included the commission of regional reports, development of partnerships and consortia with regional educational facilities, businesses, and agencies, and the development of a Business Services Unit operating under the direction of the WIB.
Region 1 Workforce Investment Board Business Services Unit The Region 1 Workforce Investment Board has developed a professional Business Services Unit (BSU), made up of representatives of area agencies that provide business services to employers. This team works together collaboratively to identify and address employers needs and meet those needs through a seamless delivery of quality services while eliminating duplication of services.
Current Employer Needs The BSU representatives have worked closely with Region 1 employers, and have identified several universal challenges being faced by employers in the Region 1 area. Among the findings of the BSU are: Businesses constantly face the challenges of emerging technologies, fierce competitors, and shifting customer preferences. The effects of technology and the global nature of todays economic landscape forces a spirit of innovation and a continuous mode of improvement. Employers require a workforce that is knowledgeable of current technologies; has the ability to maintain knowledge as technologies emerge; and has the flexibility to be innovative and participate in continuous improvement strategies. A general gravitation from blue collar industrial to white collar service employment has occurred during the past 20 years and is expected to continue. Such shifts in the regions labor market have raised the level of skills and qualifications required for most private sector jobs. The population in Region 1 is comparatively small and continues to decline. The percentage of residents who are 45 years and older is generally higher than the state and the nation. If population trends continue, by the year 2010, the number reaching retirement age will outrank the number of potential entry-level workers. Most of Region 1 is experiencing low labor force participation. Some reasons are a large retiree population and high rates of disability among adults. Unemployment rates tend to be slightly higher than state and national averages. Region 1 Local Plan 2009-2010 4
The service industry will experience the greatest growth through 2010, followed by construction and retail trade.
Employers need timely access to a skilled workforce and resources imperative to successful business practices. According to the Business Survey Analysis conducted by Marshall Universitys Center for Business and Economic Research as part of the State of the Workforce Report, present employment in Region 1 appears to be higher than typical employment. Employment in firms with fewer than 50 employees or between 200-300 employees is presently higher than usual. Representatives of firms in the arts and entertainment industry report having the most new hires. The majority of firms typically hire 20 or less new employees annually. Business respondents were asked to individually rank each of 19 job skills according to their importance with regard to their organization. Though the importance of various work skills changes emphasis among industries, the basic skills of reading, math, listening, customer relations, teamwork, and observation appear to maintain an importance across the region. Employers foresee a future emphasis on intermediate and advanced reading, intermediate and advanced math, basic writing and location of information. Technical skills having to do with computers appeared to carry great importance, with Internet usage and programming / web design showing the greatest projected increase (21% and 20% respectively). Most of the firms hire high school graduates and believe they are well prepared for work. Even so, at least one-third of the respondents reported a need for education and training of current employees, including career progression training. Management was the most prevalent career progression training need. On-the-Job Training (OJT) was the most favored type of training program for new hires as well as the most desirable location for employee training. The most prevalent training factor among area employers is the specialization of the training, followed by cost and quality. Current employment opportunities, demand occupations, current work regarding targeted industries and industry clusters, and current industry sectors being impacted by job loss / workforce reduction is discussed at length in Section III: The Desired State of the Workforce Projected Employment Opportunities.
CURRENT WORKER SKILLS AND CHARACTERISTICS It is the responsibility of the Region 1 Workforce Investment Board to monitor the regional workforce population, including age, labor force participation rates, unemployment rates, educational attainment and levels of basic skills, per capita personal income and median income levels. It is important to understand the characteristics of the population that will supply the current and future workforce to the local business community. Strategies used by the WIB to identify current worker skills and characteristics have included the commission of regional reports, the Census Report, and labor market information available through WORKFORCE West Virginia. Region 1 Local Plan 2009-2010 5
According to the State of the Workforce Report, commissioned by the Region 1 Workforce Investment Board through Marshall University, the population in the regional area is small, and continuing to decline in some parts of the region. Out-migration, the leading cause of declining population, continues in many counties. The aging of the workforce is expected to continue as the baby-boom generation enters retirement age. Potential shortfalls in the workforce are expected after 2009. However, this shortfall may be sooner if the trend in out-migration continues and the rates of migration of youth and young adults are greater than that of the general population. Low labor force participation rates were found in most of the region. Factors that may contribute to these low rates include, but are not limited to, relatively large proportions of retirees and high rates of adult population with work disabilities. Low labor force participation rates contribute directly to the regions relatively small labor force. Current trends show the importance of the WIBs influence on the labor force. The unemployment rates are generally higher than the state and the national averages, but not alarmingly so. However, it should be remembered that unemployment rates do not account for discouraged workers, (i.e., individuals who are not working, and because of discouragement, are not looking for a job). The educational attainment of the workforce is improving but remains below the national average. Lack of educational attainment has direct implications on worker productivity and earnings and may deter potential employers with higher paying jobs from locating to the region. Of particular concern is the 25-44 age group, the second largest group among those who lack a high school diploma, after the 60 and older age group. Low levels of basic skills in the region, as measured by the Level 1 literacy rate, may be a leading barrier to employment, resulting in a relatively lower labor force participation rate and a higher unemployment rate, as well as relatively lower paying jobs. The regions relatively low per capita personal income and median income levels may be due to lack of job opportunities and / or lack of higher paying jobs, both direct consequences of low educational attainment and basic skills. The income measures are likely to be biased downward due to the regions relatively high proportion of retirees and high percentage of adult population with work disabilities. An in-depth presentation of data which outlines the current skills and characteristics can be found in the State of the Workforce Report prepared by Marshall Universitys Center for Business and Economic Research posted on the Region 1 website at www.region1workforcewestvirginia.org.
EDUCATION / TRAINING CAPACITY TO MEET CURRENT DEMANDS The Region 1 Workforce Investment Board has been very attentive to the diversity of training needs of the job-seeking customer desiring to improve their skills and become job-ready. Also, there is a strong focus by the WIB to be attentive to the training requirements of the business customer requiring skilled employees. The WIB strives to identify training facilities providing Region 1 Local Plan 2009-2010 6
opportunities for training in workforce skills in the growth industries and occupations available in the regional area, and make these opportunities available to all customers of the WORKFORCE West Virginia Career Centers. Over the previous years, Region 1 has committed the majority of its WIA / ARRA funds to occupational training accessed through Individual Training Accounts and OJT contracts. The strategy of the WIB is to continue the pace of skills training, even with the reductions in the federal allocations. Our plans continue to include leveraging other public dollars, earning program income that is reinvested into the WORKFORCE West Virginia Career Center system, and seeking grants from public and private foundations.
Traditional Training The Training and Performance Committee of the WIB oversees the performance standards, performance measures and outcomes for training providers approved to provide services through WIA / ARRA, as well as system-wide. The Committee evaluates both the training providers and training programs to ensure quality services for the job-seeking customer and to ensure that the training being provided will address identified high-growth / high-demand occupations in the region. The WIB uses the West Virginia State Eligible Training Providers List to identify training programs for regional customers. The Eligible Training Provider List is modified to identify those training programs that are Region 1 Approved based upon demand occupations / targeted sectors and those programs that are Not Approved by Region 1. The list includes information on the training providers, and the programs offered through the providers which have been identified as leading to an occupation on the Targeted Sector List. Additional information available on the list includes contact information for the provider; duration of the program; cost of program; credential attainment; minimum score requirements in WorkKeys assessment for enrollment; placement percentage of all participants; placement percentage of WIA / ARRA participants; average wage expectation; percentage rate of completion; and percentage rate of job retention after six months. A copy of the West Virginia State Eligible Training Providers List modified for use in Region 1 is attached to this document in Other Attachments West Virginia State Eligible Training Providers List Modified for Region 1. The WIB has developed relationships with colleges and universities, community and technical colleges, career and technical schools, and other training providers to provide employers with access to a skilled workforce. Many vocational courses of study are coupled with internship programs which provide attractive incentives to employers.
Memorandum of Understanding with Community and Technical Colleges The Region 1 Workforce Investment Board has entered into a Memorandum of Understanding (MOU) with three community and technical colleges in the Region 1 area: New River Community and Technical College; Southern West Virginia Community and Technical College; and The Community and Technical College at West Virginia University Institute of Technology. Region 1 Local Plan 2009-2010 7
The intent of the MOU, and the goal of the parties to the MOU, is to collaborate in developing and carrying out effective, comprehensive, and systematic training programs for employers, job seekers, and new / incumbent workers. The MOU also establishes an agreement between all parties, defining the roles for implementing an effective partnership designed to complement the training programs for residents of the 11 counties that encompass the region. The partners coordinate resources to prevent duplication of fund utilization and to ensure effective and efficient delivery of training services in the areas served by each partner. The MOU establishes a referral system for client response that respects the roles and mandates of each partner and facilitates the coordination of efforts. On-the-Job Training The BSU promotes the use of On-The-Job Training (OJT) to local employers as a method of providing job-specific, on-site instruction to new employees in vocational and technical careers. In the State of the Workforce report, Region 1 employers concluded that OJT is clearly the most desirable type of training for new hires. Employers found the biggest advantage of OJT is providing training that is very specific to what a worker needs to know to do their job. In the past, the WIB has contracted with an experienced and proven organization to provide OJT training services. However, because of decreasing budgets it no longer seems feasible to contract this program. Therefore, the WIB plans to work with each individual employer whereas the employer will continue to offer training; however, the WIB will provide career counseling to the individual, ensuring an effective link between the individuals and the employer. Refer to the Region 1 Workforce Investment Board Policy Letters - PL #03 On-the-Job Training for additional information. Customized Training Employers generally prefer to promote their own workers when they are qualified for more responsible positions. Many assist their workers with adjusted work schedules and financial incentives to advance their technical and educational credentials. According to Region 1s State of the Workforce report, there is substantial need for training upgrades in the current workforce. The BSU promotes the services of Customized Training to area employers. Customized Training provides training to employees in specific fields using specialized trainers available throughout the region. Employers may access qualified sources of specialized training already known to their industry. Customized Training services include: Partnering with the WORKFORCE West Virginia State Office to provide reimbursement of trainers fees Recruiting a trainer Matching employer training objectives with available programs Working with partnering agencies Providing financial assistance / incentives Providing quality customer service / follow through services Region 1 Local Plan 2009-2010 8
Refer to Memoranda of Understandings Documents - Attachment T and Region 1 Workforce Investment Board Policy Letters PL #10 Customized Training for more detailed information.
Adult Basic Education The WIB, in partnership with the State Department of Education, offers Adult Basic Education (ABE) programs that improve the basic literacy skills of adults. The ABE program helps satisfy the continuing education needs of adults in the current labor market. Starting with instruction in reading, writing, math, listening, and speaking, the program continues through a General Equivalency Diploma (GED) Program. ABE programs are offered within Region 1 through county Boards of Education, Regional Education Service Agencies (RESAs), volunteer literacy programs, faith-based organizations, community-based organizations, and correctional facility education programs. To qualify, individuals need to be at least 16 years old and out-of-school. In the region the average age of participants is between 25 and 44 years. Based on test results and personal goals, an individual plan of study is developed for each student. In addition, special needs are addressed by referral to other partners to remove barriers from completing the course of study such as day care, transportation, financial aid applications for college, etc. The ABE curricula include: Basic Skills Instruction in reading, writing, math, listening and speaking Thinking and Learning Skills Instruction in creative thinking, decision making, problem solving, learning and reasoning Work Foundations Instruction in organization and time management, wellness and safety, team building, technology and multi-cultural awareness Job Readiness Skills Instruction in goal setting, career planning, personal work attributes, employee rights and responsibilities, job search strategies and unemployment survival Life Coping Skills Instruction in budgeting, nutrition, consumerism, family relationships and parenting GED Test Preparation Instruction in science, social studies, math, writing, reading and calculator training English as a Second Language Instruction in pre-literacy, reading, writing, listening, speaking, grammar, US history and government, and cultural literacy Preparation for Specialized Exams Preparation studies for ACT and SAT college entrance, ASVAB military enlistment, LPN entrance, civil service, US citizenship, Test of English as a Foreign Language (TOEFL) Computer Literacy Instruction in basic use of computers, common applications and the Internet WorkKeys remedial training including KeyTrain Region 1 Local Plan 2009-2010 9
Occupational Rehabilitation Disabled people make up 24% of the population of the regions age group 24 to 65. This fact makes them a significant segment of the workforce. In the same age group in the region, 33% of the disabled and 66% of the non-disabled are currently working. The economic impact of returning disabled workers to productive employment is too great to ignore. The WIB has found that individuals participating in occupational rehabilitation activities and returning to the workforce has increased their annual earnings by 441%. During its last fiscal year, the West Virginia Division of Rehabilitation Services returned 1,587 people to the workforce in the state, and over 300 in Region 1. Whether acquired through birth, accident, illness, or aging, disabilities range from severe arthritis to blindness. Some face accessibility issues with workstations and others face the inability to return to their previous trades. Disabled workers begin with a vocational evaluation to assess the nature and degree of disability and the extent of their job skills and capabilities. Counselors assist workers in choosing employment which matches their aptitudes, interests, and abilities. An individualized program of education, retraining, assistive devices, and workplace modifications maximize the disabled workers ability to return to a job. There are several financial incentives for employers to hire disabled employees, including OJT and workplace modifications. Tax credits are also available including the Work Opportunity Tax Credit, tax deduction to remove architectural and transportation barriers to people with disabilities and elderly individuals, and the Disabled Access Tax Credit.
Youth Career Awareness and Skill Preparedness The WIB is sensitive to the need for youth career awareness and job training as was brought into sharp focus by the U.S. Department of Labor statistics. The report states 11% of West Virginia teens (aged 16 to 19) are not attending school and are not working. The national average is 8%. The WIB and its Youth Council procure youth services and provide oversight to area service provider(s) in delivering quality programs which assist eligible youth with: Guidance and counseling Adult mentoring Tutoring, study skills training Alternative educational services Occupational skill training Leadership development Summer activities Paid and unpaid work experience Supportive services (links to community resources, child care, school or work related transportation, etc.) Follow-up services Region 1 Local Plan 2009-2010 10
In-School and Out-of-School Youth Programs are described in more detail in Section VII: Workforce Investment Services - Access to Services for Youth.
CURRENT RESOURCES Programs Programs to meet workforce development needs available through the WORKFORCE West Virginia Career Center system in Region 1 are outlined below. WIA / ARRA Program* Adult Dislocated Worker In-School Youth Out-of-School Youth Traditional Training / Skills Enhancement On-the-Job Training Customized Training Rapid Response / Layoff Aversion Trade Adjustment Assistance (TAA) Business Services / Employer Services Seasonal / Migrant Workers Services Services to Ex-Offenders Non-WIA / ARRA Programs* Food Stamps Education & Training Program (FSE&T) Faith-Based Community Organizations (FBCOs) Pre-employment/Options Program Small Business Development Centers (SBDC) Veterans Services Services to Homeless Individuals Build It - Keep It - Share It Computer Program Apprenticeship Programs Womens Business Center (WBC) Adult Basic Education / Literacy Microsoft Unlimited Potential and Digital Literacy Program Entrepreneurship Program * Program funding is used collaboratively to increase services; however, WIA / ARRA eligible customers are clearly identified and tracked.
WIA / ARRA programs are funded by federal dollars. Program funds may be used to pay for:
Traditional training for eligible adults, dislocated workers, and youth. Costs covered include tuition, books and supplies, and support/supplemental payments. Activities for services and training for eligible in-school and out-of-school youth. OJT, where up to 50% of an employees salary is returned to the employer to cover the cost of training provided through the employer. Customized Training, where funds may be used to purchase training materials such as equipment manuals or self-teaching software for training of existing employees.
Technology The Region 1 Workforce Investment Board has made a considerable investment in state-of-theart facilities and resources within the region to assist in meeting the workforce development needs. The two comprehensive centers located in Mercer and Raleigh counties are state-of-the-art facilities that house staff representatives of the WORKFORCE West Virginia Career Center management, contracted service providers, and representatives of many of the mandatory and optional partnering agencies of the region. The centers are furnished with Internet-based technology for staff use as well as customer use. Resource rooms contain all of the resources required by customers to conduct effective jobsearch activities, including Internet-based computers, laser-jet printers, photocopy machines, fax machines, and telephones. The computers contain multiple software programs to assist jobseeking customers with self-directed activities such as rsum writing and cover letters, assessment of skills, and computer-based tutorials. Other technology resources available throughout the region include: Each of the centers has a resource library with over 350 titles covering such subjects as rsum writing, interviewing skills, job loss, computer skills, time management, pre tests, etc. These books are available to both customers and staff, and use of the resource material is promoted through the centers and during the Stepping Stones to Success orientations. The Nicholas, Summers, Greenbrier, McDowell, Pocahontas and Webster County WORKFORCE West Virginia Career Centers are furnished with computer labs. Through a partnership with Mission West Virginia, Adult Basic Education, area literacy programs, and the DHHRs SPOKES/OPTIONS programs, 34 computer-learning labs have been made available within the region. These labs were established as community access points where members of the community, both adults and students, have access to broadband Internet and state-of-the-art computers to improve their quality of life, to aid their studies, or to help in the development of job skills. Region 1 uses a Mobile Workforce Development Unit to provide services to job-seeking and employer customers throughout the region. The unit is fully ADA compliant, 100% self-contained and equipped with an eight station computer lab, Internet service, audio / video technology, and the comfort of heating and air conditioning. Services provided in the mobile unit include evaluation, assessment, recruitment, skills upgrades and training, seminars and workshops including: Region 1 Local Plan 2009-2010 12
Digital Literacy Unlimited Potential Interview USA KeyTrain
SECTION III: DESIRED STATE OF THE WORKFORCE
LOCAL AREA VISION, MISSION, VALUES, AND GOALS The Directors of the Region 1 Workforce Investment Board have adopted a vision statement, guiding principles and values, and all-encompassing goals and action steps to guide the advancement of workforce development in the Region 1 area that are in alignment with those of the State of West Virginia, as stated in the Strategic Plan 20052010 of the West Virginia Workforce Investment Council. The Region 1 Workforce Investment Board believes that by focusing on the Boards vision and mission, following the guiding principles and values, and strategically implementing the stated action steps, Region 1 will move towards the vision of the West Virginia Workforce Investment Council, A ready, globally competitive workforce that meets the needs of West Virginia business. The vision statement, mission statement, guiding principles and values, and goals of Region 1 Workforce Investment Board and its partners are presented below.
Vision Statement The Directors of the Region 1 Workforce Investment Board have adopted a vision statement that defines the purpose and objective of the organization and provides a focus on the important work to be done in the region. To promote effective economic, education, and workforce development partnerships that will develop and sustain productive workers for business and thereby create prosperous communities for our citizens.
Guiding Principles and Values The work of the Region 1 Workforce Investment Board is supported by a can do attitude of leadership and partnership building that improves the quality of life for the citizens in southern West Virginia. Our vision is for the region and its citizens to have opportunities for good paying jobs; for businesses to move into the region bringing good paying jobs; and for people to move to (or back to) the region because of the opportunities. Our success over the next two years will be measured and evaluated to ensure progress for our communities. The Region 1 Workforce Investment Board has adopted guiding principles and values that aid and assist them in focusing on the purpose of their work as they provide the leadership, implement strategies, and forge collaborations and conversations to find solutions to workforce, educational, and economic development issues in the region. Know business and worker needs exceed their expectations Elevate the quality of life and economic base in our community Effective business / education connections are essential A workforce investment system providing seamless service is required Encourage open and honest communication Region 1 Local Plan 2009-2010 15
Be creative and innovative Always strive to improve
Goals The implementation of the Workforce Investment Act created a shift in the planning and oversight of the workforce development system from Charleston to the Region 1 Workforce Investment Board, the local governance body appointed by the local elected officials. The intent was to move decision-making concerning workforce needs and employment and training services to the level that could best determine those needs and respond accordingly. While the implementation of the service delivery system and the Workforce Investment Act has challenged board members, board staff, and system partners, the WIB has successfully implemented WORKFORCE West Virginia Career Centers and the Workforce Investment Act, moving to levels that will impact the communities in the region in ways needed and envisioned. The Board has become more strategic in its work, forging collaborations and acting as convener for conversations around finding solutions to workforce, education and economic development issues in the region. Led by the private sector, the WIB is a unique mix of public, private, and civic representation which influences change in our approach to the myriad of factors that affect the economic, educational, and social viability of our communities. The Region 1 area has some serious conditions that adversely affect employment opportunities and the quality of life for too many of our families. The WIB is not so nave to think that it can tackle all of these conditions. However, the WIB is providing leadership and is reaching out to other leaders in the region and in Charleston to implement solutions to these issues. This is a long-term challenge and one that must be addressed. Guided by its vision and values, the Directors of the Region 1 Workforce Investment Board have adopted key, all-encompassing goals to be accomplished over the next year and believe that these goals will be met through the successful implementation of our Strategic Plan. The goals are outlined below.
GOAL 1:
Increase the awareness of individuals and communities in the region of the existing and emerging demand occupations and the skill needs of workers.
Currently, there are some very obvious industry sectors that have current and long-term growth projections and high demand for skilled workers. These sectors include healthcare, travel and tourism, technology, and small business development. Automotive support and warehousing / transportation are projected to be demand occupations in the near future. Region 1 Local Plan 2009-2010 16
As federal and state funds for workforce and economic development continue to dwindle, it will become more and more important that the WIB focuses its planning, collaboration, and funding support on those sectors that will have greater impact on employment opportunities in our region.
GOAL 2:
Improve alliances between education and business to ensure the instructional content facilitates student learning of workplace competencies needed by current and future employers in the region.
There is universal agreement that the business community and education community must open their doors to each other if the needed synergy is to take place. Business must have the opportunity to articulate its needs and influence curriculum and instructional content where appropriate. Educational institutions, students, and teachers must be given opportunities for workplace exposure and understanding. The WIB is the intermediary to help make this win-win alliance a reality.
GOAL 3:
Promote and support economic development in the region.
As stated previously in this document, economic well-being is, always has been, and will likely always be fundamentally about work and workers. Technology, service sector gro0wth, business restructuring and globalization, and demographic changes all have workforce and economic implications. There has never before been a time with such a need to integrate workforce and economic development strategies and initiatives. The WIB has seized this opportunity to impact broader community issues that are critical to the regions future.
GOAL 4:
Raise the level of service integration and quality in the regions WORKFORCE West Virginia Career Center system.
A performance mandate to the WORKFORCE West Virginia Career Center is the development of a labor pool that meets current workforce needs. This system is intended to provide seamless access to education / training and employment services to individuals and employers. The intent is to create a system that links workforce development and related support services from K-12 systems in the region to higher education. The WORKFORCE West Virginia Career Center system is one of the Region 1 Local Plan 2009-2010 17
flagship products of the WIB. It is important for customers to perceive this system as the provider of quality and value-added services.
Benchmarks of Success The Region 1 Workforce Investment Board has identified the critical measures of success based on the goals listed above and has established baselines where needed and tracks progress toward the attainment of these goals. Goals are reviewed and updated periodically as economic, educational, and workforce conditions change. The benchmarks listed below represent current critical success factors important to our region.

Labor force participation rate of individuals 25 to 44 years of age are increasing. Per capita income of individuals 25 to 44 years of age is increasing. WorkKeys assessment and job matching is implemented as the common skills measuring instrument in WORKFORCE West Virginia Career Centers. There is a high level of awareness and usage of this assessment and job-matching tool by employers. Eighty percent of the WORKFORCE West Virginia Career Center customers without high school diplomas are being referred to the Adult Basic Education program for services. There is a common intake application for the WORKFORCE West Virginia Career Center system throughout the region. There is at least one WIB member on the board of directors of each of the local economic development authorities in the region.
PROJECTED EMPLOYMENT OPPORTUNITIES Identifying and tracking new / high growth industries and declining industries allows for better regional planning through a more targeted marshalling of economic and workforce development resources. Based on the information provided through the WORKFORCE West Virginia Labor Market Information, jobs in the medical field, network systems, data communications, computer engineering, social and human services, and educational administration will experience the greatest growth through 2014. Employment in traditional industrial jobs such as manufacturing, mining, and railroad will stabilize or decline. Quantitative information regarding industry and occupational projections is provided below.
Industry Projections 2004-2014
Table 1 - Industry Projections for Region 1 with net job increase in excess of 100. Net 2004 2014 Increase
5,917 7,653 2,601 3,160 2,147 3,498 6,679 1,086 1,683 2,302 10,428 1,532 8,442 1,262 7,773 8,907 3,503 4,037 2,895 4,090 7,218 1,263 1,859 2,468 10,581 1,678 8,564 1,377 1856 1254 902 877 748 592 539 177 176 166 153 146 122 115
Industry
Ambulatory Health Care Services Food Services and Drinking Places Social Assistance Nursing and Residential Care Facilities Specialty Trade Contractors Accommodation Hospitals Health and Personal Care Stores Construction of Buildings Wood Product Manufacturing Educational Services Truck Transportation State and Local, Excluding Education and Hospitals Building Material, Garden Equipment and Supplies Dealers
According to the information provided above, the hospital industry coupled with the healthcare services industry will experience the greatest growth through 2012.
Table 2 - Industry Projections for Region 1 with net job loss in excess of 100. Net 2014 Loss
3,445 2,115 1,289 337 345 -510 -493 -273 -192 -113
Industry
Mining (except Oil and Gas) Food and Beverage Stores Credit Intermediation and Related Activities Utilities Furniture and Home Furnishings Stores
2004
3,955 2,608 1,562 529 458
Occupational Projections 2004-2014 Table 3 - Occupational Projections for Region 1 with a positive growth rate greater than 3%. Base Proj Growth 2004 2014 Growth Replacement Total Rate
752 1,107 66 96 36 3 10 1 46 4 3.94 3.82
Occupation
Home Health Aides Network Systems and Data Communications Analysts
Brickmasons, Blockmasons, Stonemasons, and Tile Helpers Medical Assistants Roofers Social and Human Service Assistants Dental Hygienists Dental Assistants
24 269 72 517 215 239
34 381 101 718 287 319
1 11 3 20 7 8
1 5 2 9 2 7
2 16 5 29 9 15
3.54 3.54 3.44 3.34 2.93 2.93
The occupation with the highest growth rate is home health aides; followed by network systems and data communications analysts; brickmasons, blockmasons, stonemasons, and title helpers and medical assistants; social and human service assistants; dental hygienists and assistants; and roofers. Of the 8 occupations listed above with the highest projected growth rate, 4 of them, or 68% are in the health field; 1 is in the computer field. Table 4 - Occupational Projections for Region 1 with negative growth rate greater than -2%. Base Proj Growth 2004 2014 Growth Replacement Total Rate
98 191 262 69 98 338 76 339 10 86 118 1,200 46 108 151 40 57 253 58 270 8 69 95 967 0 0 0 0 0 0 0 0 0 0 0 0 3 6 7 2 2 6 1 9 0 2 3 44 3 6 7 2 2 6 1 9 0 2 3 44 -7.28 -5.54 -5.36 -5.31 -5.27 -2.86 -2.67 -2.25 -2.21 -2.18 -2.14 -2.14
Occupation
Meter Readers, Utilities File Clerks Shuttle Car Operators Mail Clerks and Mail Machine Operators, Except Postal Service Computer Operators Roof Bolters, Mining Loan Interviewers and Clerks Communications Equipment Operators Bridge and Lock Tenders New Accounts Clerks Cutting, Punching, and Press Machine Setters, Operators, and Stock Clerks and Order Fillers
The occupations with the lowest growth rate tend to reflect those that are either low-tech jobs, i.e., replaced with technology, or traditional industrial jobs in manufacturing, mining, and railroad.
Other Research Specific to Region 1 The Region 1 Workforce Investment Board has made significant investments since December 2001 in gathering primary and secondary data on the regions workers and businesses, and it has used the information to set goals and strategies that guide the work of the WIB. Region 1 Local Plan 2009-2010 20
Outlined below is a sampling of the research and data collection commissioned by the WIB. This information has been utilized to further study projected employment opportunities in the region, including projected demand occupations, projected growth industries, and targeted industries, as well as to identify future workforce needs of the region and the education and skills that will be needed to compete for available employment opportunities. The reports summarized below are available for review in the offices of the WIB and on its website at www.region1workforcewestvirginia.org.
State of the Workforce Report and Business Survey Analysis In May 2002, the Region 1 Workforce Investment Board commissioned a State of the Workforce report by Marshall Universitys Center for Business and Economic Research, Corporation for a Skilled Workforce, and Alliance Corporation. This report provided data concerning regional employees and length of employment, new hires annually and by industry, recruitment methods utilized by employers, job skills of current employees and job skills foreseen as needed in the future, quality of job applicants, and educational and training needs of current employees.
Regional Profile for Region 1 The Regional Profile for Region 1 which studied the workforce supply, including data on population size, change, gender, age, labor force participation rates, labor force change, literacy levels, household incomes, and workforce demands, including current employment and employment change, and current and projections for non-farm employment by industry.
Labor Market Impacts of Small Business and the Shadow Economy The Labor Market Impacts of Small Business and the Shadow Economy provided information on the micro-businesses (less than 25 employees) operating in the State of West Virginia, the effect of the shadow economy, or informal sector which is not measured, and their effect on economic growth in the regional area. A Forecast of Economic Activity: Selected Industries in West Virginias Workforce Investment Region 1 In September 2003, the Region 1 Workforce Investment Board commissioned a report by Marshall Universitys Center for Business and Economic Research. This report contains an analysis of fourteen selected industries and expected formal projections of economic activity within Region 1, the State of West Virginia, and the nation as a whole. Fourteen industries were studied for productivity growth and income growth to provide estimates of income in these industries and annualized employment growth for each industry for the period 2004 2015.
High Technology Corridors Program: I-64, Beckley, WV to White Sulphur Springs, WV Growth Assessment and Recommendations In September 2003, the Region 1 Workforce Investment Board collaborated on a report by Marshall Universitys Center for Business and Economic Research. The report describes a revolutionary method to create technology-ready communities and provides an outline of a structure for fostering high technology-led economic growth in Region 1. The report includes: Background information on issues of high technology-led economic growth, A full model of economic growth, including a discussion of clustering, trade, human capital, private capital and public capital as well as a review of research findings that compare each of these factors relative contribution to growth, A review of successes and failures in other high technology corridor projects, and Policy and program recommendations specific to Region 1 which stimulate high technology-led economic growth.
Targeted Industries Based on the collective findings of the above noted information and research, the WIB has identified ten projected growth industries in the area, including automotive, construction, healthcare, hospitality / tourism, information technology, warehousing / distribution, business services, energy, agriculture / forestry, and entrepreneurship. These industries have been included on the formalized Targeted Industry or Targeted Sector List published by the WIB. Program funding may be provided for training that leads to employment in these targeted sectors. Targeted Sector
Automotive / Transportation Business & Administration Services / Trade Construction Agriculture / Forestry Healthcare Manufacturing Services Entrepreneurship
Annual Openings in Region 1

201 466 82 11 313 17 428 Unlimited
This list may not meet the needs of all individuals within the region because each client served through the system has unique needs and abilities, and there may be circumstances where training would be appropriate in other occupations. Upon request, the Region 1 Workforce Investment Board may provide a waiver on an individual basis for the funding of training in occupations not contained on the Targeted Sector List.
PROJECTED WORKFORCE NEEDS According to the WORKFORCE West Virginia Labor Market Information (LMI), the total civilian labor force available in the region as of December 2007 was 133,850, compared to 133,690 in January 2007, reflecting a net increase of 160 individuals into the available labor force. Further information from the LMI shows that 127,010 were employed in December 2007, compared to 125,260 in January 2007, reflecting an increase of 1,750 workers in the labor force in the span of 12 months. The average number of persons unemployed during this period was 7,070. The average unemployment rate was 5.2 percent (compared to 5.4 percent in January 2006). Analysis of these statistics reflects that while the available labor force is slightly increasing (<1%), approximately the same percentage (.99%) of the available workforce was actually employed during the period of study, with fewer individuals receiving unemployment compensation. The vast majority of non-farm payroll in 2006 was paid in the service-providing industry, representing 84,274 jobs, or 77% of jobs in the regional area. These jobs include trade, transportation and utilities; information; financial activities; professional and business services; educational and health services; leisure and hospitality, and government jobs. Goods-producing jobs represented 18,100, or 16% of the jobs, and include natural resources and mining, construction and manufacturing.
Net Growth of Occupations According to information obtained through the LMI, the net loss of jobs in industries with negative growth during the ten year period 2004-2014 will be approximately 1,838. The net increase in jobs in industries with positive growth for the same period will be 9,285. Based on occupational projections, the Region 1 Workforce area must produce over 7,000 additional skilled workers to meet the projected occupational growth. According to projections, occupational growth will be seen in the following eight occupations: Home Health Aides Network Systems and Data Communications Analysts Brickmasons, Blockmasons, Stonemasons, and Tile Helpers Medical Assistants Roofers Social and Human Service Assistants Dental Hygienists Dental Assistants Region 1 Local Plan 2009-2010 23
Based on projections of growth industries, various levels of training and education will be required of the existing workforce in order to meet projected needs. Required educational levels will be met through undergraduate / graduate degrees, vocational / technical training, and specialized short-term training certifications. Some industries may be best served through on-the-job training methods. For all the listed growth occupations, employers want employees possessing basic English speaking, reading and math skills, and a high school diploma or GED. Employers also want workers to have the ability to get along with others, be punctual, take direction and have other work maturity skills. Many regional employers have indicated their need for employees with a customer service approach. Other skills needed by employers include computer literacy and the ability to learn and adjust to new technologies. Many older workers in the region do not have those skills that were not essential prior to the 1990s. Secondary and postsecondary schools require their students to use computers, so graduates are likely to have basic computer skills and may be more comfortable with the economys expected technological changes. Businesses are constantly facing the challenges of emerging technologies, which will require employees that are knowledgeable of current technologies and have the ability to maintain knowledge as technologies emerge. Growth industries are shifting from blue collar industrial to white collar or no collar service employment, requiring employees with increased skills and qualifications with educational levels beyond the high school level. Of the industries projected as high growth industries within the next 10 years, three of the industries are in the health field, requiring 2-4 years of vocational and / or professional training. All of the growth industries will require workers who have higher level basic skills, thinking and learning skills, solid work foundations, and life coping skills in order to succeed. The desired quality of workers in Region 1 will include solid academic skills, problemsolving skills, and communication skills. Additionally, quality workers will possess real world skills including applied mathematics, applied technology, business writing, and abilities in listening, locating information, observation, and reading for information. Findings of the Business Survey Analysis contained in the Region 1 State of the Workforce report, provide evidence that within the next three to five years, employers see a training emphasis on reading and math skills that are more advanced. Employers also desire increased skill levels in basic writing and locating information. The most prominent skill increase mentioned by employers was in the computer-related skills, i.e., data entry, computer technical / hardware, computer application, Internet, and programming / web. Employers also express a need for progression training for existing employees, especially in the field of management.
THE SUPPLY PIPELINE The ability to meet the ever-increasing skill needs of local employers and create highquality jobs hinges on the investments made in enhancing the knowledge and productivity of the current and the emerging workforce within the region. The Supply Pipeline that will be needed in order to meet the future demands for both workers and workforce skills will involve opportunities to ensure the workforce possesses basic academic skills, career skills, vocational and technical skills, and professional skills. Training in these skills will be available to individuals of all ages and abilities to ensure the development of a readily available workforce that will support economic development in the Region 1 area. Basic academic skills will be provided through the traditional K-12 educational system. Individuals in the K-12 environment will have access to training through the Adult Basic Education program designed to improve the basic literacy skills of adults. Starting with instruction in reading, writing, math, listening and speaking, the program should continue through a General Equivalency Diploma (GED) program. Career skills will be provided through the traditional K-12 or post-secondary educational system. Individuals will have available to them access to information on existing and emerging demand occupations and skill needs of the workers; workplace competencies needed by current and future employers; and information to make educated decisions about future employment. Vocational and technical skills will be provided by the accredited training facilities providing short-term technical training and long-term one- and two-year curriculumbased training that leads to certification, licensure, or diploma. Training courses will address growth industries and demand occupations in the regional area and will produce students who possess the skills and knowledge desired by area employers. Area employers will be involved in curriculum development so specific skill needs are addressed in the training and to ensure training will respond to workplace needs. Professional skills will be provided through accredited colleges and universities providing degree courses which lead to employment in careers that are in alignment with the growth industries and demand occupations in the region. Area employers will have the opportunity to provide guidance to the universities and colleges about current and future job openings and their specific professional needs, and colleges and universities will respond to employer needs. Training in basic academic, career, vocational and technical, and professional skills are readily available in the region. The WIB has built strong collaborative networks with educational institutions to ensure that the training provided is in alignment with projected workforce needs. Specific training available within the area and the facilities providing workforce based training is discussed at length in Section II: Assessment of the Current State of the Workforce - Education / Training Capacity to Meet Current Demands.
Because of much discussion on occupational growth and true industry projections of sustainability for the region, the Region 1 Workforce Investment Board commissioned a new study to be completed during the 2010 Program Year. Almost six years later after the original mentioned study was completed, our region has diversified and is now beginning to create a different class of worker as well as business environment. Our Board must be able to understand the needs of the demand sectors as well as prepare its workers for jobs that are both projected to grow as well as sustain themselves. The Board has chosen five existing industry clusters in which research must be done: 1 Information Technology 2 Healthcare 3 Protective Services 4 Construction/Heavy Equipment 5 Manufacturing The research in each industry should focus on several goals (not in any particular order):
Identify growth potential per industry throughout the region, both for existing companies as well as those wishing to enter into the industry as a job seeker or entrepreneur. Identify ways to efficiently use limited economic / workforce development resources to broaden growth and promote a healthy sense of competitiveness (possibly also looking at vertically-integrated clusters as well as horizontallyintegrated clusters) Analyze and identify industries, that if grown and expanded, would create demand for other related industries or other entrepreneurial ventures Develop suggestions on how to properly balance the retention of current industries with the development of new entrepreneurial cultures, given the culture of the workforce as well as the new economy worker that will be needed Evaluate the current pipeline vs. the demand pipeline for each industry, both related to demand of jobseekers as well as the need for new entrepreneurial ventures For each industry, analyze the climate for opportunity versus necessity entrepreneurs
Lastly, Entrepreneurship is the 6th cluster. Because of the fact that entrepreneurship and the meaning of entrepreneurial venture is misunderstood, the Board needs to nail down a common path as to how true entrepreneurship spurs growth and exactly what venture is considered entrepreneurial. And of course, the EAI venture as well as the concept paper would support this effort as well. This study will allow the region 1 Workforce Investment Board to begin strategizing for a new local plan of delivery for the upcoming next decade.
SECTION IV: ANALYSIS AND STRATEGIC PLANNING FOR ACHIEVING THE DESIRED STATE OF THE WORKFORCE
Gap Analysis Population by Age The population age distribution can have implications on the entry, exit, and experience of the workforce. It can indicate important changes in the labor force such as projected retirements, changes in career paths, and new entrants. The percentage of population in the regions 0-44 age groups is generally lower than the states and nations comparable group. On the other hand, the percentage of population in the regions 45 and older age group is generally higher than the states and the nations. The median age tells a similar story, where every county in the region has a median age higher than the states and countrys. Although the region and the state have a larger proportion of older population compared to the nation, the number of potential entry-level workers should exceed the number of potential retirees between the years 2000 to 2010, everything else equal. However, after year 2010, the regions and states potential retirees will outnumber the potential entry-level workers, again holding all else constant. Various areas of employment may experience shortages in the near future due to limited choices resulting from a smaller pool of available workers. A smaller pool of available workers may cause competition among employers for skilled workers, which in turn could cause requirements for inflated salaries that may adversely impact employers. Median Age County
Fayette Greenbrier McDowell Mercer Monroe Nicholas Pocahontas Raleigh Summers Webster Wyoming
Year 2000
39.6 41.6 40.5 40.2 39.7 39.4 41.9 39.5 43.4 40.4 40.1
Population Changes The percentage change in an areas population size indicates how quickly the population, hence the potential size of the labor force, is increasing or decreasing. In the 1970s, all counties, except McDowell, experienced above average population growth rates relative to the state and nation. However, the 1980s saw above average population decline in all but three counties, Greenbrier, Monroe and Nicholas. Three Region 1 Local Plan 2009-2010 28
counties, Monroe, Pocahontas and Raleigh, experienced population growth in the 1990s, while the rate of population decline fell in the other counties. A very high rate of population decline continued in McDowell County. Within Region 1 the population decline slowed from 14.11% in the 1980s to 3.19% in the 1990s. Meanwhile, from 1990 to 2000, the states population grew marginally by 0.83%, and the nations population increased by 13.15%. In 2005, Region 1 saw the population decrease slightly by 2%. The population trend in all other counties, the region, and the state, although improving, is not keeping up with the rest of the country. The 2004 census data indicates that the regions population is beginning to stabilize and shows growth in the counties of Monroe and Raleigh. Furthermore, as long as the change in population remains negative, the pool of potential labor force will continue to fall.
Adults with Disabilities Based on information contained in the Census, 24% of the workforce in the Region 1 area has a work disability. These individuals will require special attention and specific training in order to return to the workplace, and thereby assist the region in meeting the labor force needs based on the projected growth discussed earlier. Percent of Adults with Work Disability County
Percentage
24 21 31 21 23 21 20 24 28 26 25
Unemployment Rate The unemployment rate measures the percent of the labor force that is unemployed. The percent of the labor force that is looking for a job but unable to secure employment is on the decline. It should, however, be remembered that the unemployment rate does not account for individuals who would like to be working but are discouraged and therefore not looking for jobs.
Unemployment Rate by County County

Fayette Greenbrier McDowell Mercer Monroe Nicholas Pocahontas Raleigh Summers Webster Wyoming Region 1
2000 (Oct) Percentage

5.6 4.9 8.7 4.1 4.3 5.8 5.8 5.3 5.5 6.4 6.5 5.4

4.2 4.5 6.8 4.0 4.4 4.4 6.0 3.8 5.2 5.0 4.9 5.2

4.4 4.4 7.0 4.0 4.1 4.5 6.0 4.1 5.2 5.2 5.6 4.6
2008 (April) Percentage

4.6 5.6 5.7 4.0 4.2 4.4 11.0 3.9 4.9 5.6 4.6 4.6
Educational Attainment of Population 25 Years and Over The educational attainment of the 25 years and older population is an important measure of the quality, and hence productivity and earnings of the workforce. Importantly, there is substantial evidence that educational level and income are highly correlated. According to the Census, the overall educational attainment rates of the 25 years and older population in Region 1 are below the state and national averages. The educational attainment of the states 25 years and older population has improved, but is still below the national average. For this same group of the population, the gap between the states and nations percent of high school graduates decreased between 1990 and 2000, but the gap between the states and nations percent of bachelors degree or higher increased during this same period. Relatively lower levels of education and productivity in the regions workforce not only translates directly to lower earnings, but may also deter potential employers from coming to the region. It is worthwhile to emphasize that while it is encouraging that the educational attainment of the states 25 years and older population has increased, it must grow faster than the nation for the state to reduce and close the gap with the rest of the country. The same holds true for both the region and its counties.
Percent of Population Without High School Diploma by Age Information about the age distribution of the population lacking in high school education highlights the age groups which may be most affected by low educational levels. Across Region 1 and the state, those 60 years and older form the largest group without a high school diploma. In all but Fayette and Pocahontas counties, the 24-44 age Region 1 Local Plan 2009-2010 30
group, is the next largest without a high school diploma, followed by the 45-59 age group. The 18-24 age group is the smallest without a high school diploma in the region and the state. To the extent that a large proportion of those who currently lack a high school education is generally older, the regions and states problem with relatively low educational attainment at the high school level will decrease with time. Percent of Population Without High School Diploma by Age County
18-24
8 10 11 10 8 10 9 9 9 8 9
25-44
21 22 33 23 24 24 20 23 25 28 30
45-59
21 20 20 20 18 20 21 21 19 24 25
60 and over
50 48 36 47 50 46 50 47 47 40 36
STRATEGIC GOALS / OBJECTIVES / ACTION STRATEGIES As stated in Section III of this plan, the Directors of the Region 1 Workforce Investment Board have adopted key strategic goals to be accomplished over the next five years to address its priority issues and fill the gaps that exist between the current and desired state of the workforce. The strategic goals, action steps, and benchmarks that will be used to monitor progress toward completion of the goals are outlined below.
Goal 1:
Increase the awareness of individuals and communities in the region of the existing and emerging demand occupations and the skill needs of workers.
Action Steps:
Continue developing a communication strategy that collects and tracks worker supply and demand information on an on-going basis and disseminates this information strategically throughout our communities. Individual board members will remain as sector leaders representing the priority demand occupations. These individuals will be the key point of contact for matters related to those industry sectors. Continue to build the capacity of board members, through effective and continuous training, to understand key workforce and economic data elements Region 1 Local Plan 2009-2010 31
and implications, and the extent of their roles and responsibilities to respond to these implications. Continue to target funding and other resources toward employment, training, and related needs of the identified demand occupations.
Actions to Date: BUSINESS SERVICES UNIT In 2004, the Region 1 Workforce Investment Board invited partnering agencies currently providing business services in the region to become a part of one systematic, trained and effective team, called the Region 1 Business Services Unit (BSU). The objective of the BSU is to increase the knowledge of the services offered through the WORKFORCE West Virginia Career Centers and to coordinate an integrated and organized system of outreach to the business community. The members of the BSU work together to identify and address employers needs and meet those needs through a seamless delivery of services, while eliminating duplication of services. The BSU collects business contact information; provides services in support of business growth; identifies the current and future workforce needs of regional employers; and structures workforce readiness activities within the one-stop system to address the needs of the employers. The BSU operates under the direction of the Region 1 Workforce Investment Board, and receives strategic direction from the Business Services Committee. Currently, in 2009, the BSU continues to operate under the direction of the Region 1 Workforce Investment Board. It has internalized OJT operations, shares a common intake form for training services with the Governors Guaranteed Workforce Program, has incorporated a shared employee with Small Business Development, operates a successful fee for service initiative, and continues to align itself with businesses across the region. Rapid Response services, especially due to the recent recession of the economy has also been at the forefront of its services to both employers and dislocated workers.
Goal 2:
Improve alliances between education and business to ensure the instructional content facilitates student learning of workplace competencies needed by current and future employers in the region.
Action Steps: The WIB guided by the designated sector leaders, will develop cadres of local business representatives to engage schools for sessions with teachers, students, and administrators. The intent is to share information about the industry needs and opportunities, curriculum alignment with workplace needs, and the work and resources of the Board. Advocate for more dialogue and collaboration between higher education and post secondary education. Encourage partnerships to meet the education and training needs of workers and employers. Develop innovative methods for providing soft skills, work ethic, and basic skills exposure to the emerging and incumbent workforce.
Actions to Date: The Region 1 Workforce Investment Board has taken several steps towards achievement of the action steps outlined above, including; Development of a Targeted Sector List based upon industry and occupational projections, identifying those growth industries in which vocational, technical and professional training will be provided so that a ready workforce will be developed that meets the needs of regional employers. Development of an Approved Training Provider List, outlining those training institutions in the regional area that provide programs which targets the growth industries and occupations in the regional area; and identification of the courses offered by the training providers that will lead to skill attainment desired by regional employers. The Approved Training Provider List will be reviewed on an annual basis, and updated to ensure it meets workforce needs. Development of a Memorandum of Understanding with all regional community and technical institutions wherein agreement was reached to partner together in developing and carrying out effective, comprehensive, and systematic training programs for employers, job seekers, and new / incumbent workers and establish an agreement between all parties, defining the roles for implementing an effective partnership designed to complement the training programs for residents of the 11-county area. Development of a comprehensive youth program which connects participating youth, both in-school and beyond, with the resources they need to attain education, job training and gainful employment. 2009 and 2101 brings ongoing research on demand occupations, employer needs, and targeted industries that will allow for growth horizontally and vertically, with particular interest on entrepreneurial ventures.
Goal 3:
Promote and support economic development in the region.
Action Steps: Work with economic development entities and other community partners to attract new and diverse business and industry and to support the growth of the existing business and industry base in the region Promote community awareness of successful workforce board / economic development collaborations Provide a forum for exposure and discussion of economic development issues and challenges. Support changes which strengthen and grow the regions economy and its workforce Charter a WIB committee that comprises the economic leaders in the region and empower this group to advance economic development initiatives.
Actions to Date: The Region 1 Workforce Investment Board has created the Economic Development Committee as a sub-committee of the Board. The areas of responsibility of the committee are stated as follows: Define economic development drivers from the workforce platform Link economic development strategies to more and better jobs Define business customer skill demands and employer needs Identify employer training needs Identify resources available to support the delivery system for a highly skilled workforce Develop strategies for retention of skilled workers Define technology applications that result in more and better jobs Define self-sufficiency, per capita income goals and labor market indicators of economic stability.
Tasks that have been assigned to committee members are: Communicate with educational partners, chambers of commerce, and employers concerning workers quantity, quality, and skills Develop Workforce Investment Board supported incentives that encourage job creation Establish a data-bank of labor market, census and Geographic Information Systems the WIB and partner use in establishing benchmarks of success Assist in cluster / sector-based strategy development and deployment that ensures employer / business satisfaction and expansion.
Other activities of the Region 1 Workforce Investment Board that directly address this goal are listed below: In September, 2003 the Region 1 Workforce Investment Board collaborated on a report by Marshall Universitys Center for Business and Economic Research, titled, High Technology Corridors Program: I-64, Beckley, WV to White Sulphur Region 1 Local Plan 2009-2010 34
Springs, WV Growth Assessment and Recommendations. The report describes a revolutionary method to create technology-ready communities, and provides an outline of a structure for fostering high technology-led economic growth in the Region 1. In 2004/2005, Region 1 Workforce Investment Board collaborated with the Region 1 Healthcare Consortium, consisting of 16 hospitals and over 50 healthcare related organizations and educational institutions, to commission a study and publish the findings in a report titled, Understanding the Supply and Demand Alignment of Region 1 Registered Nurses. The report provides projections of industry demand in the nursing field, and outlines a Career Migration Path from entry level positions through administration. This report guides the consortium in its efforts to ensure an available, skilled workforce. In 2005, established the Womens Business Center which nurtures leadership, independence and entrepreneurship in women in West Virginia through training and counseling. One-on-one counseling is offered by appointment and at no charge to existing business owners and women thinking about going into business. The Center also offers a wide range of training at low cost to educate and empower women so they may make informed decisions about business ownership. The WBC offers monthly orientations about services available through the Region 1 Womens Business Center and the Small Business Development Center. In 2004, the Workforce Investment Board began hosting two Small Business Development Centers which provide free, confidential management assistance to current and prospective business owners. The SBDC program delivers counseling, by appointment at no charge. Counseling in all aspects of business management includes, but is not limited to: preparation of business plans, evaluation of business ideas, developing outreach plans and outreach strategies, cash flow analysis, financial projections, and loan packages. Training workshops and seminars for business owners and employees as well as prospective business owners are offered throughout the 11-county region at low cost to participants. The goal of the SBDC is to stimulate and support small business in West Virginia. The Region 1 Small Business Development Centers are located at the Raleigh County WORKFORCE West Virginia Career Center in Beckley and the Nicholas County WORKFORCE West Virginia Career Center in Summersville. In 2005, the Workforce Investment Board assisted in the establishment of the Entrepreneurship Alliance. In 2006, the Workforce Investment Board began implementing cutting edge technology called Interview USA as well as implementing an initialized pilot project with WorkKeys credentialing. In 2007, the Workforce Investment Board began restructuring its committees, the business plan models for the one-stops, and began implementing many new initiatives, specifically through the Entrepreneurship Alliance, Incorporated. In 2008, Region 1 successfully piloted the first year of WorkKeys Credentialing, a nationally recognized program.1 In 2009, new research began on industry cluster initiatives. Region 1 Local Plan 2009-2010 35
Goal 4:
Raise the level of service integration and quality in the Regions WORKFORCE West Virginia system.
Action Steps:

Establish shared vision and goals to ensure alignment between the WIB, the WORKFORCE West Virginia Career Centers, and the system partners. Hold the WORKFORCE West Virginia Career Centers operator accountable for goals established by the Board. Provide the support and tools needed by the operator and the WORKFORCE West Virginia Career Centers to accomplish these goals. Implement the appropriate changes to the system based on recommendations from the system assessment conducted by an external evaluator. Build stronger collaborations and levels of awareness between the WORKFORCE West Virginia system and other local community entities. In 2007, the Workforce Investment Board began restructuring the one-stop model and began implementation of a Transformational Series to more effectively integrate the services and partners.
Actions to Date: The vision and goals of the Region 1 Workforce Investment Board have been shared with all one-stop partners. The manager of the system provides monthly updates to the WIB Committee responsible for the operation of the centers, providing information on the activities of the Centers as they address the specific vision and goals of the WIB. The WIB continues to commission data and reports on the state of the region as relates to workforce issues. These reports are reviewed by WIB members and staff, and recommendations are implemented to address workforce needs of both the employer community and the job seeker. Implementation of specific strategies and / or programs have included addressing the career-readiness of youth, individuals with disabilities, the dislocated worker, employees affected by declining industries and occupations and addressing the needs of employers who require a higher-skilled workforce in order to expand their businesses. National Workforce Association Workforce Development Award for Excellence Rural One-Stop System As a direct result of the efforts to raise the level of service integration and quality in the regional workforce system, the National Workforce Association (NWA) presented Region 1 WORKFORCE West Virginia Career Centers with the Workforce Development Award for Excellence Rural One-Stop System, for achievement of the (2004) nations workforce goals within a local area. The award was announced at the NWAs 3rd Annual Conference in St. Petersburg, Florida. This recognition acknowledges the dedication and efforts of the Region 1 Workforce Investment Board Region 1 Local Plan 2009-2010 36
and management teams in striving to deliver quality customer service to all WORKFORCE West Virginia Career Center clients.
Benchmarks of Success Region 1 Workforce Investment Board has identified critical measures of success based on the goals listed above, and has established baselines where needed, and tracks progress toward the attainment of the goals. Goals are reviewed and updated periodically as economic, educational, and workforce conditions change. Listed below are the benchmarks that have been attained in the regional area.

The labor force participation rate of individuals in the 25-44 age group has increased by 2% between November 2002 and November 2005. Per capita income of individuals in the regional area has increased by 1.05% during the period 2003-2004 (compared to 0.1% for the State of West Virginia, and 3.3% nationally). WorkKeys assessment and job matching tools are used in all of the WORKFORCE West Virginia Career Centers and are provided as services to employers for their new hires and current employees. Over 4,000 job seekers have been assessed in the WORKFORCE West Virginia Career Centers. All customers of the WORKFORCE West Virginia Career Centers without high school diplomas are referred to the Adult Basic Education program for services. Adults working with poor or little workplace experience are enrolled in the SPOKES or OPTIONS Job Readiness programs. The application system for the WORKFORCE West Virginia Career Centers system is consistent throughout the region, both within the comprehensive and satellite centers, as well as through partnerships with community service agencies, K-12 school systems, and training facilities.
As section before
SECTION V: LOCAL AREA GOVERNANCE
LOCAL ELECTED OFFICIALS Local Elected Officials (LEOs) will provide leadership in coordinating an effective local workforce development system in partnership with the Region 1 Workforce Investment Board. LEOs will be informed of the design and oversight of all training programs. The LEO Group consists of eleven county commissioners who represent McDowell, Mercer, Monroe, Raleigh, Summers, Wyoming, Fayette, Greenbrier, Nicholas, Pocahontas, and Webster counties and two mayors who represent the cities of Beckley and Bluefield. The Chief LEO will be the signatory of any and all agreements necessary and required for WIA / ARRA purposes in the region. LEOs will be jointly accountable for any liabilities that arise out of activities funded under the WIA / ARRA. LEOs will comply with policy(ies) in the Governors Guide, Workforce Investment Act, July 1998, addressing liability for LEOs. LEOs will be responsible for selecting the fiscal agent for all WIA / ARRA funds received. LEOs will be accountable for all WIA / ARRA funds received in the region. LEOs will appoint members to the Region 1 Workforce Investment Board from among persons nominated or recommended by appropriate agencies / organizations representing their respective county or city. LEOs will actively participate in all Executive Committee and Region 1 Workforce Investment Board meetings. In partnership with the Region 1 Workforce Investment Board, LEOs will plan and oversee the local workforce system, assist in the development of this plan, designate Career Center Operators, designate eligible providers of training, negotiate local performance measures, and assist in the development of a statewide employment statistics system. LEOs will demonstrate flexibility in streamlining the workforce delivery system to better meet the needs of local employers, job seekers, and workers. The LEO Agreement has been attached to this document in Attachments: Memoranda of Understandings Documents - Attachment B.
THE REGION 1 WORKFORCE INVESTMENT BOARD The WIB consists of forty-six (36) members with a majority of members representing the private business sector of the local communities. All members were chosen for their optimum policy-making authority at their places of business. The private sector WIB members represent industry clusters.
The WIB is responsible for many duties and functions. These duties include but are not limited to: chartering local WORKFORCE West Virginia Career Centers; establishing Memoranda of Understandings (MOUs); identifying training providers; promoting the workforce delivery system within state and national government and the local business community; building relationships with public and private sector leaders; approving grant applications and Requests For Proposals (RFPs); monitoring the overall performance of the WORKFORCE West Virginia Career Centers; developing and approving an annual budget; negotiating local performance measures with LEOs and State WORKFORCE Office; assisting the Governor in the development of a statewide employment statistics system; and planning strategically for the expansion and assurance for the continuous improvement of the WORKFORCE West Virginia Career Centers as typified by the Malcolm Baldrige National Quality Award principles. The Malcolm Baldrige principles are: leadership, strategic planning, customer and market focus, information and analysis, human resource focus, process management, and business results. The WIB will carry out its oversight and monitoring procedures and corrective action in accordance with these principles. The WIB will effectively prepare its local workforce to meet the challenges of an ever-changing economy. The WIB will utilize these principles to foster results and high-quality services throughout the workforce delivery system. The WIB will implement an approach that targets continuous performance improvement that will include a focus on business involvement. The WIB will provide evaluation services of all activities under Title I of the WIA / ARRA, including youth activities, as a means of judging their effectiveness in achieving required performance standards including customer satisfaction. The results will be shared with the State WORKFORCE Office in an effort to avoid duplication of efforts. The WIB will meet at least four times annually during the program year. These meetings will primarily be devoted to the review, revision, and approval of work done by committees and staff of the WIB. The Chair of the WIB will be responsible for assigning members to certain committees of the WIB. Committee members will be expected to participate in the specific duties and functions of the assigned committee which will include planning, oversight, and policy responsibilities. Committees of the WIB are: Executive, Training and Performance, Business Services, Youth Council, and Economic Development. The WIB will take action, evaluate the performance of the workforce delivery system, and make decisions based on the committees research and recommendations. The WIB will be expected to fully participate on any and all matters and issues brought before it by the committees. Each committee will meet on an as-needed basis and may solicit the assistance of the WIB staff and resources, as necessary, to accomplish their objectives. The WIB will cooperatively coordinate all workforce delivery efforts with LEOs, the State Workforce Investment Council (SWIC), and the State WORKFORCE Office when necessary and appropriate.
In accordance with applicable state law and the Sunshine Provision, the WIB will ensure the public is notified of all WIB meetings via public notices. Public notices will be made via the local news media. The WIB may keep a list of interested parties who wish to be notified of all WIB meetings. Reasonable arrangements for persons with disabilities will be made, if requested, at all meetings. Other responsibilities of the WIB, in cooperation with LEOs, will be to: designate staff and appoint a Youth Council; develop a strategic vision for the local region; oversee the implementation of the local workforce investment plan; oversee the management of workforce initiatives; develop and facilitate community partnerships which advance WIB goals; develop economic development strategies; develop employer linkages promoting greater participation of private sector employers in the local workforce investment system; and ensure an adequate flow of information among all participating parties. A member of the WIB may not vote on a matter under consideration by the WIB relating to a provision of services of the local workforce delivery system by the member or a related entity where there would be a direct financial benefit to the voting member or the members family. A member of the WIB may not engage in any other activity determined to constitute a conflict of interest as specified in this plan. If a violation of this policy is determined, the WIB may recommend the individual who has violated the policy be removed as a member of the board. Each WIB member, as well as each LEO, will sign a Code of Ethics / Conflict of Interest Form. The WIB staff will consist of an Executive Director. This executive director will hire needed staff to implement the mandates of the LEO and WIB. The WIA / ARRA requires a clear separation between the administrative functions / staffing of local workforce investment boards and the provision of WIA / ARRA training. The WIB staff may not provide services of training without a waiver from the Governor. Subsequently, WIB staff will not provide any direct WIA / ARRA training activities. WIB staff will be required to comply with the appropriate provision(s) of the Federal Hatch Act. The WIB, in partnership with the LEOs, is responsible for the overall implementation of all WIA / ARRA funded programs in the local area. A copy of the agreement between the Local Elected Officials and the Region 1 Workforce Investment Board has been made a part of this document as Attachment B.
GOVERNANCE Business Plan Region 1 Workforce Investment Board has incorporated the Business Plan for the WORKFORCE West Virginia Career Centers as a part of this document. The Business Plan sets forth the vision and mission of the Region 1 Workforce Investment Board; the management plan; the service delivery plan for products and services; the outreach plan; the technology plan; strategies for measuring success; a description of the location, facilities and operations for both comprehensive and satellite WORKFORCE West Virginia Career Centers; and a financial plan for the operation of WORKFORCE West Virginia Career Centers. Contributions of Mandated and Non-Mandated Partners The Region 1 Workforce Investment Board has completed spreadsheets that capture categorized contributions from mandated and non-mandated partners at comprehensive and satellite locations. A copy of Contribution from Mandated and Non-Mandated Partners Spreadsheet for Program Year 2007 is attached to this document. In addition, these spreadsheets have been included in the electronic submission.
RAPID RESPONSE The Region 1 Workforce Investment Board has instituted a Rapid Response System that helps to stabilize a productive work environment during layoff warning periods by immediately linking community services to dislocated workers. Workers are able to take positive steps toward new jobs while working out their notification period. All the services of WORKFORCE West Virginia Career Centers and their partners are made available to workers. Rapid Response services are provided at no cost to employers. Each response is customized to fit the situation. Keeping open lines of communication with accurate information available to employees helps to prevent rumors from hurting the employers reputation in the community. Information meetings can be held on-site or at WORKFORCE West Virginia Career Centers. Workers typically find new jobs much quicker when Rapid Response services are in place during layoffs. Region 1 takes the responsibility of organizing the outplacement activities leaving company staff to conduct company business. Employers across the eleven county region have full access to all of Region 1s services through its Mobile Workforce Development Unit. It can be used for evaluation, assessments, recruitment, skills upgrades, training, seminars, career development and right-sizing services.
Upon notification of a layoff or plant closure, the State WORKFORCE Office Rapid Response Unit, the WIB, and the Region 1 WORKFORCE West Virginia Career Centers staff will coordinate activities to assist the involved employer and affected workers, in accordance with Workforce Investment Act of 1998, Sections 132 and 134, CFR 665.300 through 665.310. The Rapid Response Program provides comprehensive rapid response services to both businesses and job seekers. An emphasis is placed on early intervention with transitional services to employees, companies, and communities. Employment, reemployment and lay-off aversion, customized services, information regarding Unemployment Insurance, labor market information, strategies for re-employment, dislocated worker center resource services, Americas Job Bank, labor / management committees, and other available services, such as Trade Adjustment Assistance, Childrens Health Insurance Program (CHIP), credit counseling and skills attainment opportunities will be key components of the program.
Strategic Practice / Success Indicators The WIB has adopted strategic practices and related success indicators for the operation of the Rapid Response program. These practices have been incorporated into the operation of the Rapid Response program within the region. The success indicators are reviewed on a regular basis to ensure that services to both employers and affected workers of rapid response activities are continuously improved. Strategic Practice
There are established practices and procedures that anticipate, seek to prevent, and quickly respond to potential layoffs and plant closings. There are practices and procedures to provide information and resources to potential dislocated workers prior to layoff or as soon after notification as possible.
Success Indicator
Formal early warning systems Informal procedures to anticipate potential layoffs and closings Efforts to prevent closings and / or layoffs (incumbent worker training, targeted loan programs, etc.) Incentives for responsible employer behavior in conducting layoffs Pro-active efforts to strengthen and stabilize key sectors Efforts to increase the availability of rapid response services Policies with defined timeframes for conducting rapid response meetings Evidence of timely on-site rapid response meetings Rapid response meetings provide information on benefits and services available including near term assistance, e.g., financial and stress counseling Efforts to coordinate employee benefits (severance, unemployment insurance) with services Effective hand-off between the rapid response team and Career Centers Continuing outreach efforts to bring displaced workers into programs, including work with union leadership and community- and faith-based organizations WIB policies that encourage aggressive outreach to individual dislocation events Case management for individual workers
There are practices and procedures to ensure ongoing outreach contact with displaced workers after initial information on services has been provided.
Available resources for dislocated workers are aggressively sought, coordinated, and accessed.
Employment, training and education efforts are informed by income goals and real labor market demand.
Programs are designed to meet the needs of individual displaced workers.
A wide variety of needed services and resources are available for displaced workers. Practices are in place to respond to wider impacts of displacement.
Goals are established and measured for responding to displacement.
The area has sought and / or received state and national emergency grants Information is provided to firms and workers on applying for trade certification Evidence of resource contributions from firms conducting layoffs There is evidence of coordinating and accessing other available community resources for dislocated workers Policies for maintaining or improving income Evidence of information on available jobs and occupations Evidence of training options designed for demand occupations and industries Evidence of strong connections with economic development efforts Evidence of connections to business community and / or key regional industries Evidence of active involvement of displaced workers in program design and implementation Evidence that services are provided in a timely manner Emphasis on assessment of skills and interests Evidence of programs developed based on needs assessment Efforts to strengthen supporting systems Evidence of multiple employment, training, and education choices (soft skills, career information, workshops, support services, basic skills, training, education, etc.) Evidence of other options (entrepreneurial training, ITAs, etc.) Evidence of customized employment and training options for workers Family members also are provided training, education and employment services Services available to workers affected by ripple effects of larger layoffs Efforts made to assist overall community affected by the loss of key firms / industries Efforts made to support new enterprise development Policies for setting goals, tracking progress, and making changes when necessary Systems for tracking overall efforts and results of responses to specific layoff events Strategies for measuring long-term impact of dislocations within industry sectors, occupational clusters
YOUTH COUNCIL The WIB, in cooperation with the LEOs, is responsible for appointing members to the Youth Council. The Youth Council is a sub-council of the WIB. The Youth Council represents a collaboration of local leaders who have set an agenda and created a vision of how the WIB will provide appropriate, high-quality services and programs to the regions youth. Youth Council membership includes: individuals with interest or expertise in youth policy; representatives of youth service agencies including juvenile justice and local law enforcement; representatives of local public housing authorities; parents of eligible youth seeking assistance; and other individuals including former participants and representatives from organizations that have experience relating to Region 1 Local Plan 2009-2010 44
youth activities. Replacement of members to the Youth Council will be filled in the same manner as original appointments. Members of the Youth Council are voting members on all matters brought before the Council. The Youth Council develops portions of the Local Plan relating to eligible youth as determined by the Chair of the WIB; recommends eligible providers of youth activities for the award of grants or contracts on a competitive basis; conducts oversight of eligible providers of youth activities; coordinates youth activities; and performs other duties as determined to be appropriate by the WIB. The Youth Council meets on a regular basis. Youth Council meetings are subject to the same procedural requirements as the WIB. A Chair, Vice-Chair, and Secretary of the Youth Council are elected by its members. In addition to acting in an advisory capacity to the WIB, the Youth Council is the primary designer of a comprehensive youth program delivery system for the local area. The Youth Council is responsible for developing performance standards and criteria for programs, assessing the effectiveness of existing youth programs, and initiating collaborative efforts with existing youth advisory groups and boards so as to better utilize resources and ensure high levels of academic achievement and post-secondary readiness for youth. Additionally, the Youth Council makes recommendations to the WIB for the implementation and integration of youth programs and raises the visibility of those programs. The Youth Council, in cooperation with the WIB, formulates an alliance with all local school districts in an effort to better facilitate the expenditure of WIA / ARRA funds. On behalf of the Youth Council, the staff of the WIB may competitively solicit Request For Proposals (RFPs) for the operation of youth programs. RFPs will be solicited in an open, fair, and competitive manner. The primary focus of WIA / ARRA requirements for youth programs is the funding from the traditional year-round youth training and the summer youth training be combined into a single youth program. This brings together youth development activities with traditional employment and training activities to better prepare youth for success. Elements included in youth activities are: integrated academic and vocational education; integrated work-based and classroom learning; and effective connection to intermediaries with strong links to the job market and private sector employers. Some activities included in youth programs are: tutoring, study skills training, alternative secondary school services, summer employment opportunities, paid / unpaid work experiences, occupational skills training, leadership development, support services, adult mentoring, comprehensive guidance, counseling, placement, and follow-up services. The WIB has given the Youth Council the flexibility necessary to complete particular tasks. Because the Youth Council is a sub-group of the WIB and not an independent body, the WIB will outline the direction the Youth Council is to take to ensure a common shared vision. The WIB delegates to the Youth Council the lead role with regard to all Region 1 Local Plan 2009-2010 45
youth program planning efforts and accountability. The Youth Council presents reports to the WIB on a regular basis outlining its actions and plans regarding its oversight efforts and monitoring practices of local youth programs. Oversight and monitoring practices and corrective action are completed in accordance with the Malcolm Baldrige criteria. The Youth Council may develop two youth program models: one for in-school disadvantaged youth and one for out-of-school youth. Please see in-depth discussion of WIA / ARRA and Non-WIA / ARRA Services for Youth in Section VI: Region 1 WORKFORCE West Virginia System Services to Specific Populations, Youth Council Members.
Region 1 Schedule of Meetings The schedule of meetings of the Local Elected Officials, Workforce Investment Board, and Youth Council of the Region 1 Workforce Investment Board are as follows: Local Elected Officials: Workforce Investment Board: Quarterly, or as needed. Annual Meeting is held on the third Thursday of June. Quarterly meetings are held on the 2nd Thursday of the 2nd month of each quarter. Meetings are held on the 2nd Wednesday of each quarter. Special meetings are conducted on an asneeded basis.
Youth Council:
Other committees meet on an as-needed basis. All meetings are open to the public and are advertised at least ten days in advance. The LEO and WIB meetings are posted on the website at www.region1workforcewestvirginia.org. Hard copies of the meeting minutes are available at the WIB office.
FISCAL AGENT As determined by the LEOs, the local Workforce Investment Board will manage its own finances in-house by employing a Fiscal Manager. In cooperation with the LEOs, the WIB, the Executive Director, the Fiscal Manager will provide integrated fiscal oversight of all WIA / ARRA funds, including the receipt, distribution, and monitoring of funds. All practices and procedures implemented within the internal financial system will employ a checks and balances system to ensure continuous accountability of WIA / ARRA funds and property. All WIA / ARRA funds will be used solely for WIA / ARRA purposes. The fiscal agent will be responsible for the disbursement of all funds in accordance with the established rules and regulations as defined in the WIA / ARRA. Federal and state oversight bodies may access financial information as needed and necessary. Region 1 Local Plan 2009-2010 46
All invoices, vouchers, time sheets, and other documents will be date-stamped upon receipt and be prepared and charged off to the appropriate funding stream. All these documents must be signed and approved by the executive director of the WIB prior to payment being made. The fiscal agent will record all invoices, vouchers, time sheets, and other documents in the check register. A general ledger will be kept showing all checks written against the WIA / ARRA account, receipt of funds, and a trial balance. On a monthly basis, the Fiscal Manager will prepare a report detailing all expenditures among all WIA / ARRA programs for the executive director of the WIB to review and approve. The Fiscal Manager will not oversee staff payroll. Payroll accounting and distribution will be sub-contracted by approval of the LEO Board to the third party agent. Reconciliation of all checking accounts and ledgers will be done on a monthly basis by a third party contracted agent. All federal and state reports will be prepared by the Fiscal Manager. The financial system will be capable of generating all of the necessary and required information and reports required under the WIA / ARRA. A Chart of Accounts will be kept to identify all expenditures by cost categories. This information will assist staff with its monitoring and management efforts of WIA / ARRA programs. A clear audit trail will be established. An independent audit will be performed on all WIA / ARRA funds on a yearly basis. The WIB will prorate costs among all funding sources based on an analysis of staff time distribution. Other costs may be prorated among cost categories based on percentages determined by the number of staff members involved in activities. When necessary, the WIB will initiate written agreements and contracts with training providers and / or vendors. Regular monitoring visits will be completed to ensure compliance with WIA / ARRA regulations. Funds will be drawn down by the Fiscal Manager in accordance with federal and state regulations. The amount of funds to be drawn down will be determined by anticipating future expenditures for the allowed period. Funds will be provided by mail, hand delivered, or electronically transferred by the state. All staff authorized to receive or deposit WIA / ARRA funds, issue financial documents, checks or payments will be bonded for protection against potential loss and wrongful acts. All staff authorized to handle WIA / ARRA funds will be covered by a Board of Risk approved insurer. Records, programmatic and financial, will be retained for at least a three-year period from the date of submission of closeout reports. Should there be any outstanding litigation, claims or audit findings at the end of this three-year period, the records shall be retained for an additional three years or until all litigation has been resolved.
Non-expendable property records shall be retained for at least three years after final disposition of the property. The WIB will retain possession of all property. Procedures and practices will be developed in accordance with the WIA / ARRA, as well as the U. S. Department of Labor (DOL) guidelines, to oversee the procurement, control and disposition of property. Purchase orders will be used to describe the property, its cost and use. All purchase orders will require signature of appropriate parties. All property will be tagged and recorded in an inventory report. Repairs will be made to equipment and property when necessary to ensure long usage. All training providers purchasing property with WIA / ARRA funds will contractually be required to adhere to the same WIA / ARRA and DOL guidelines for property management. An annual inventory will be conducted prior to the end of the program year for all property purchased with WIA / ARRA funds in the area. Included as an attachment to this plan is an organizational chart identifying the board and the board staff.
SECTION VI: REGION 1 WORKFORCE WEST VIRGINIA SYSTEM PLAN
SYSTEM DEVELOPMENT Region 1 WORKFORCE West Virginia Career Centers The Workforce Investment Act (WIA / ARRA) is structured to allow local workforce areas to develop delivery systems which are locally designed, locally accountable, and built within the states vision for workforce investment. It gives states and local areas the opportunity to build quality and accountability into local service delivery systems. WORKFORCE West Virginia Career Centers are envisioned in the WIA / ARRA as the primary vehicle for creating a workforce investment system that is organized around customer needs, rather than around programs and funding sources. The WORKFORCE West Virginia Career Centers within this system must offer a core set of services to all customers who want them, without eligibility requirements. The WIBs goal is to make access to these services easy and customer friendly to both individual citizens and employers. The WORKFORCE West Virginia system requires close collaboration and integration of services across agencies and programs; thus having a consortium of partnering agencies to manage operations of one-stop activities in each center. The WORKFORCE West Virginia Career Centers must be established and maintained as high quality service entities that are continuously improving and meeting customer expectations. The Centers in operation in the Region 1 area are outlined below. Comprehensive Centers Raleigh County Beckley Mercer County Princeton Nicholas County - Summersville Satellite Centers Pocahontas County Marlinton Summers County Hinton Webster County Webster Springs Greenbrier County Ronceverte McDowell County Welch Monroe County - Union Nicholas County Summersville The Region 1 WORKFORCE West Virginia Career Centers are connecting employment, education and training services through a network of resources with a sense of urgency and a never say no attitude. The WORKFORCE West Virginia brand name is recognized and associated with quality WORKFORCE West Virginia Career Centers throughout the region. Increasingly, customers are attracted to our universal access which continues to successfully link employers to qualified applicants and provides job seekers with access to employment and training opportunities. The practice of customer choice has become even more evident through enhancing the width and depth of services offered throughout Region 1, including:
The One-Stop industry-specific workforce development approaches; Region 1 Local Plan 2009-2010 50
The One-Stop training strategies benefiting low-income individuals, including the unemployed, non-traditional labor pools and low-wage incumbent workers; The One-Stop employer services priority approach and dedicated program; The One-Stop interconnectivity with other community services; and The One-Stop increased technology support and training of full-time Information Specialists within the Resource Centers, development of resource center libraries and access to language teletechs offering over 150 different languages.
The Region 1 Workforce Investment Board operates the One-Stop System under a waiver from the Governor. This direct leadership model promotes systematic changes which cultivates a positive environment accelerating collaborative integration. The OneStop management by the WIB staff has enhanced:

The One-Stop pooled resources and unwarranted duplication initiatives; The One-Stop numbers of job orders received; The One-Stop job seekers positive outcomes; The One-Stop resources available for resolutions to workforce challenges; and The One-Stop positive ratings on customer satisfaction surveys.
Performance throughout Region 1 is a team approach as the leaderships shared fate philosophy has fostered collaboration among the partners. Indicators reflecting additional high quality outcomes include:

The WORKFORCE West Virginia Career Centers increase in employer use and customer base; The WORKFORCE West Virginia Career Centers development of allying relationships with stakeholders; The One-Stop systems substantial participation by board members, local elected officials and other community supporters; and The One-Stop systems influx of inquiries and interactions by community organizations, councils and committees eager to be a part of the positive network.
The Region 1 WORKFORCE West Virginia Career Center professionals make up the collaborative team which believes in continuous improvement and doing the right thing for the customer. The state of the WORKFORCE West Virginia Career Center system reflects the responsiveness for proactively establishing strategic goals to ensure excellent customer services. Region 1 WORKFORCE West Virginia Career Centers Business Plan The Region 1 Workforce Investment Board has engaged the following WORKFORCE West Virginia Career Centers Business Plan which defines the management plan, service delivery plan, outreach plan, technology plan, strategies for measuring success, and the state of the workforce facilities. Region 1 Local Plan 2009-2010 51
WORKFORCE West Virginia Career Center Services The WORKFORCE West Virginia Career Centers will offer services through a multitiered service delivery system. These services are provided to the universal population, as well as targeted populations including economically disadvantaged adults, dislocated workers, and youth participants. Listed are the tiers of service, the services available through each tier, and the populations served by each tier of service. Tier I. Core Services Serves the universal population

Eligibility determination Outreach, intake, profiling, information on services available Initial assessments, including support needs Provision of labor market statistics Job vacancy listings Information on skill requirements for occupations Local occupations in demand, earnings and skills requirements for jobs Performance and cost information on training providers of the area Information on the availability of support services Customer follow-up
Tier II. Intensive Services Serves adults 18 and older who did not find substantial employment with core services alone.

Comprehensive assessments Specialized assessments Diagnostic testing In depth interviewing and evaluation to identify employment barriers Development of Individual Employment Plan (IEP) Client-centered case management Job and career counseling Life skills training / coaching Job-readiness training Job referral
Tier III. Training Services - Provides training to those who did not find substantial employment through core and intensive services and who meet eligibility criteria.

Occupational skills training On-the-Job Training Skill upgrading and retaining Customized Training
An eligible veteran who has applied for and received a priority of services designation and who has otherwise met the eligibility criteria for employment training through a federal or state funded program shall be placed in a pool of eligible applicants, ordered on the date of eligibility. If both veterans and nonveterans are certified eligible on the same day, veterans shall be afforded priority in enrollment in the following manner: Region 1 Local Plan 2009-2010 52
(A) First priority shall be awarded to service-connected disabled veterans; (B) Second priority shall be awarded to other eligible veterans; (C) Third priority shall be awarded to non-veterans.
Training Services Referral Process Training services are available to eligible individuals unable to gain employment through core and intensive services. An operational procedure has been created to ensure proper referral for eligible customers who request training services. All staff of the WORKFORCE West Virginia Career Centers receives instruction on the training service procedures during regularly scheduled staff meetings. The procedures include the following elements:

Eligibility for training services Interview to determine the appropriateness of training Availability of grants, loans, scholarships, etc., to cover the cost of training Approved training providers and targeted occupations Completion of IEP and referral for training upon approval of employment research Data entry of customer information in the Mid-Atlantic Career Consortium (MACC) system Customer follow-up Employment information
The Approved Training Provider List and the Targeted Occupation List is updated on a regular basis and the information shared with all staff of the centers.
Linkages to Grants, Loans, and other financial support The case management staff is responsible for gathering information on educational grants, student loans, scholarships, and other financial support that may be available for customers to use to pay the cost of their training before WIA / ARRA funds are expended for training, or in lieu of WIA / ARRA funds if the customer is determined ineligible for WIA / ARRA funding. The case management staff will update their information regularly, and broker this information to all customers inquiring about training opportunities, and assist customers in applying for other financial support.
The Workforce Development Services Management Team The Workforce Development Services (WDS) Management Team operating under the WIB Executive Directors leadership will be the point-of-contact for:
Agencies and contracted service providers operating in and through the WORKFORCE West Virginia Career Centers; WIB Staff for the discussion of new or existing programs operated through the WORKFORCE West Virginia Career Centers.
The WDS Management Team is responsible for guiding the staff of partnering agencies and contracted service providers through the establishment of the new organizational structure. They also provide training and instruction to staff so they not only understand the structure and purpose of the organization, but also share in the development and resulting success. Integral to the creation of a learning organizational structure is defining responsibilities and defining a structure of communication within the organization. To that end, the WDS Management Team has created several functional consortiums. The mission and function of the consortiums will be the formalization of specific processes and procedures that will ensure the cohesive and consistent delivery of services throughout the WORKFORCE West Virginia Career Centers. Each consortiums is chaired by a partner of the One-Stop system and is made up of front-line staff. The chair will ensure that the processes and procedures developed by the consortium will support the overall structure and vision of the WORKFORCE West Virginia Career Center system. The involvement of front-line staff on the consortiums will empower the staff as part of the decision making process and develop a sense of ownership in the success of the organization. As processes and procedures are finalized, all partnering staff of the WORKFORCE West Virginia Career Centers will receive training delivered by committee members on the new processes and procedures during regularly scheduled consortium meetings. Copies of formalized processes and procedures, as well as newly designed forms, will be made available to all staff. This sharing of information will ensure that all staff will have cross knowledge of all of programs offered within the centers, the eligibility requirements, time frames, and opportunities for the job-seeking and employer customer. The most important committee functioning currently through the consortium leadership is the Transformation Committees: Transformational Committee responsible to design, develop, and implement system processes in the comprehensive and satellite centers. Specific system processes include:

Systematic customer flow Orientation to services Development and delivery of job-readiness workshops Record keeping and data entry of customer information in the MACC System
The formalized development of organizational processes ensures customer focused delivery of services throughout Region 1.

MACC application, WIA / ARRA registration and eligibility determination Referral to services Individual Training Accounts (ITAs) Supportive services Rapid Response activities Trade Adjustment Assistance (TAA)
Members of the Transformational Committee have been assigned according to staffs role in the WORKFORCE West Virginia Career Centers and the primary customer they serve. It is the responsibility of the members of the Transformational Committee to also:

Continuously review the delivery of services and ensure that services are provided in a customer-focused manner; Address performance issues within their areas; Address issues arising from customer satisfaction surveys; Provide training at regularly scheduled staff meetings on any changes in the provision of services to the universal, job-seeker and / or employer customer; and Work closely with standing and / or ad hoc committees when continuous improvement adjustments require updating of processes and / or procedures.
Partnership Agreement Regardless of agency or business affiliation, staff working in or through the centers is considered to be staff of the WORKFORCE West Virginia Career Center, and will be encouraged to participate as consortium or committee members, attend regularly scheduled consortium meetings, participate in training opportunities, and strive for quality customer service.
Staff Skills and Competencies The Region 1 Workforce Investment Board will provide opportunities to all staff operating in and through the WORKFORCE West Virginia Career Centers to participate in Workforce Development activities which will increase the breadth and depth of their knowledge, skill, and ability. Regularly Scheduled Consortium Meetings Specific training on operational issues and services to special populations including individuals with disabilities will be shared with all staff at regularly scheduled consortium meetings. New policies will be introduced and training will be provided on corresponding procedures. Partnering agencies, contracted service providers and community organizations will be invited Region 1 Local Plan 2009-2010 55
to provide informational presentations on the services offered through their programs and the method of referral to those services. Attendance at State and National Conferences and Symposiums As information becomes available concerning state or national conferences offering training opportunities on workforce development issues, the Consortium Teams will identify staff in the centers to attend these trainings. Attendees will be expected to return to the centers and provide an overview of their learning and printed materials at the regularly scheduled staff meetings at each of the centers.
Commitment to Employee Empowerment and Team Building The Region 1 Workforce Investment Board and the Consortium Teams commitment to employee empowerment and team building will be demonstrated by:
Encouraging all staff to become part of the decision making process through their participation on standing and ad hoc committees that are created in order to design, develop and implement processes within the centers that lead to continuous improvement; Educating all staff on the performance standards of all agencies and partners and seeking input from staff to create strategies that will lead to achievement of said standards; and Promoting a philosophy of shared fate among staff of partnering agencies and contracted service providers, that the success of one is the success of all.
Customer Satisfaction Job #1 The Consortium Teams will share with all staff of the WORKFORCE West Virginia Career Centers the results of customer satisfaction surveys at regularly scheduled consortium meetings held in the centers. The Consortium Team members will encourage staff to participate in developing strategies to address issues identified in the survey and to improve the level of customer satisfaction. Recommendations to improve customer satisfaction will be directed to the appropriate committee which will be responsible for incorporating the recommendations into the codified process / procedure. Training on any new elements of processes / procedures will be shared with all staff..
Continuous Improvement Strategies The Consortium Teams will share with all staff during regularly scheduled meetings issues and / or problems that may arise and ask for the input of front-line staff in developing strategies of continuous improvement.
Each of the centers services will be evaluated based on the One-Stop commitment to systematic continuous improvement and the Malcolm Baldrige criteria. The review will specifically address the service requirements in terms of customers expectations. The report will contain recommendations to enhance the satisfaction of the customers in order to strengthen relationships and improve services.
OUTREACH PLAN Service Area Outreach Plan It is ideal to become the first thought in the minds of employers when they have any type of staffing need and the first thought in the minds of job seekers who are involved in career exploration activities. It is important to have a good outreach plan which brings job seekers and employers to the centers. It is as critical that the services and products delivered through the centers are valued and effective. The Region 1 Workforce Investment Board will assess the needs of job seekers and employers, and review the tools that are developed to reach targeted audiences and the measurable results of outreach approaches, materials and activities employed. The WIB also reviews the services available to job seekers and employers to ensure those services are ready to be marketed, enhanced, improved, and / or updated. Strategies incorporated into the Outreach Plan targeting employers include:

Outreach the use of WorkKeys assessment for all new hires Promoting the use of pre-hire or post-hire customized training by employers Working extensively with industry based networks and organizations both to understand their needs and to make potential customer contacts Working closely with the regions economic development authorities and the Business Services Unit to ensure that the work complements their strategies Building our ties to general business organizations, such as Chambers of Commerce Creating a regional talent bank Creating a web-based virtual tour of the One-Stops and service menus
Strategies incorporated into the Outreach Plan targeting job seekers include:

Building a local job bank with accurate and timely information Perfecting job matching and limiting the number of referrals for each employment opening Performing outreach activities to attract job seekers who have the knowledge, skills and abilities being sought by our employers Region 1 Local Plan 2009-2010 57
Building a perception that the WORKFORCE West Virginia Career Centers are brokerage houses for information on career building strategies, labor market information, career exploration and enhancement, and linkages to local employers Creating a web-based virtual tour of the One-Stops and service menus
TECHNOLOGY PLAN Each comprehensive center currently has a resource area containing computer systems with Internet capability. The computer systems are connected to high-speed laser printers, and contain software programs that customers may use to create documents such as rsums, cover letters, etc. The computers have Internet access and customers may access the MACC system to complete a MACC application, complete rsums, conduct job search, and visit other job search web sites. Staff in the centers has access to computers with Internet connection, and high-speed printers. All WIA / ARRA services are recorded in the MACC system, which is web based and can be accessed through the Internet. Included in the technologies available is assistive equipment for individuals with disabilities to ensure equal access to services. This equipment includes, at a minimum, an adjustable desk, special software for reading / writing, alternative mouse / keyboard configuration, TTY, portable keyboard, and closed circuit TV. The technology in the comprehensive and satellite centers are reviewed to ensure that there is adequate hardware and software for staff to perform their jobs and customers to perform job search activities. The review ensures there is adequate Internet accessibility for both staff and customer connection and adequate phone lines for communicating and faxing. Technology Staff and Maintenance Staff has been identified to be responsible for the installation and maintenance of all technology in the comprehensive and satellite centers, including phone lines, broadband service, and fax applications. The WORKFORCE West Virginia Career Center WDS team monitors the maintenance activities to ensure all staff and customers have the resources available to perform their functions.
Measuring Success Programmatic Performance Using programmatic data taken from the MACC system, participant information is reviewed to evaluate and measure performance against baseline goals and, if appropriate, design, develop, and implement procedures to ensure achievement of goals. Region 1 Local Plan 2009-2010 58
Customer Satisfaction The WORKFORCE West Virginia Career Center customers are targeted for customer satisfaction surveys on a regular basis. Results of surveys will be compared with baseline measures to identify improvements in customer satisfaction and to address any remaining issues. Armed with the results of current performance and current customer satisfaction levels, the information will be reviewed by the WDS Management Team and shared with all staff during regularly scheduled staff meetings. Specific performance issues will be addressed and strategies will be developed to remedy any issues. Strategies may include:

Targeting a specific population for services Increasing the number of referrals to a partnering agency or contracted service provider Adjusting the customer flow process to ensure that credentialing performance is met Working with local employers to improve job retention Reviewing core and intensive services provided by the centers to ensure the job readiness of customers referred to employment positions
The WDS Management Team works closely with the Procedures Committee and the Functional Units to formalize changes made to address performance issues. Changes are adequately communicated to all staff to ensure their understanding and their responsibilities. The Region 1 Workforce Investment Board staff and the WDS Management Team monitor the performance of partnering agencies and contracted service providers to ensure performances are achieved.
WORKFORCE West Virginia Career Center Facilities Each of the comprehensive WORKFORCE West Virginia Career Centers is located in a state-of-the-art facility designed for optimum workforce development activities. Comprehensive centers provide a full array of services, including program services for the WIA / ARRA Program and Food Stamp Employment & Training Program. Partnering and affiliated agencies, as well as contracted service providers are represented in or through the comprehensive WORKFORCE West Virginia Career Centers and are available to provide services to customers through an approved referral process. In the satellite centers, core services are provided to universal customers and representatives of partnering and affiliate agencies and service providers visit on an Region 1 Local Plan 2009-2010 59
itinerant basis to provide services to community members on a scheduled basis. Customers requesting intensive and / or training services are referred to the closest comprehensive center or are connected to a comprehensive center via video conferencing. The Region 1 Workforce Investment Board staff continually evaluates the resources available at each comprehensive and satellite center and makes recommendations to improve the self directed and staff assisted services available to customers.
Chartering Process Region 1 Workforce Investment Board has chartered the WORKFORCE West Virginia Career Centers by establishing and designating the one-stop delivery system, as required by the WORKFORCE West Virginia State Policy Guidance Letter No. 12-00. Additionally, the WIB has developed and implemented a process to establish performance and operational expectations for the centers and to certify the centers readiness to deliver high quality services under the oversight of the local board. The process in the region is based upon the Malcolm Baldrige criteria for Performance Excellence. Using the chartering document created by the WIB, the WIB staff and the Consortium Teams evaluate the centers and their delivery of services identifying strengths and areas for improvement. Scoring sheets are compiled, analyzed, and presented the WIB and LEO.
Continuous Improvement Strategies Services are evaluated based on the Region 1 Workforce Investment Boards commitment to systematic continuous improvement and the Malcolm Baldrige criteria. This evaluation specifically addresses the service requirements in terms of customers expectations. The evaluation contains recommendations to enhance the satisfaction of the customers in order to strengthen relationships and improve services. A written report containing recommendations for improving the services is presented to the WIB and LEO. Upon the approval of the WIB, plans are made to implement the service recommendations to improve the customer flow and the overall services provided to the job seekers and employers. The Region 1 WORKFORCE West Virginia Career Centers have been recognized by the National Workforce Association. The National Workforce Association, an organization based in Washington, D.C., provides guidance and information to members of Congress relative to workforce development issues and searches for best practices in workforce delivery throughout the nation. The National Workforce Association presented Region 1 WORKFORCE West Virginia Career Centers with an award for Workforce Development Award for Excellence Rural One-Stop System. This recognition acknowledges the dedication and efforts of the Region 1 Workforce Region 1 Local Plan 2009-2010 60
Investment Board, the Workforce Development Services Management Team, and all front-line staff in striving to deliver the quality customer service to each WORKFORCE West Virginia Career Center customer.
Region 1 WORKFORCE West Virginia Career Centers (OSC) Flow Chart of Services for Job Seekers
Customer enters WORKFORCE West Virginia OSC
Front Desk Information / Direction
Customer chooses selfdirected services only?
YES
Self-directed services
NO
WORKFORCE West Virginia WIA / ARRA SERVICES YES Initial Assessment
Customer wants more information?
Advised / Prescribed Referrals NO
Community Services
Self Directed Core Services
Staff Assisted Core Services
Intensive Services
Continues Self Directed Services
YES
Customer requires Training Services?
NO
EMPLOYMENT
Traditional Training Customized Training OJT
Region 1 WORKFORCE West Virginia Career Centers (OSC) Flow Chart of Services for Employers
Employer Telephone Calls /E-mails Employer Visits to WORKFORCE West Virginia OSC
Off-Site Employer Contacts
Notification of mass layoff or plant closure
Business Services / Rapid Response Unit
Employer Services Qualified employees Training information and funding Labor market information Customized Recruitment Job Fairs Recruiting events Information on tax credits and other hiring incentives Drug screening and background check referrals Employee work authorization Layoff / re-employment assistance Alternative staffing solutions
Rapid Response Services On-site contact with employer Assessment of layoff plan and schedule Potential for averting the layoff Assistance needs of affected workers Reemployment activities Identification of resources to meet needs of affected workers Information and access to unemployment compensation benefits Comprehensive WORKFORCE West Virginia OSC services Information on TAA program Provision of emergency assistance Coordination with WIB and State
PARTNER SERVICES The services provided by the mandated and optional WORKFORCE West Virginia Career Center partners have been fully integrated and made available within and through the WORKFORCE West Virginia Career Centers. Partners have been invited and encouraged to become a part of the organization by assigning a staff representative to the comprehensive centers, as space has been available. Partner staff provides services within the satellite centers on an itinerant basis and schedule visits to the satellite centers on a regular basis where they provide services directly to customers. Formalized referral processes have been developed to ensure customer access to partner services. Information on services provided by partners and contact information is contained in a Community Resource Directory developed and maintained by career center staff. Computers with Internet capability are available for customer use, and a list of partner websites are available to customers. Telephones are available within the WORKFORCE West Virginia Career Centers for customer use to contact and schedule appointments with staff of partnering agencies. Mandated Partners include:
Programs authorized under Title 1 of the WIA / ARRA Adults Dislocated Workers Youth Job Corps Native American Programs Migrant and Seasonal Farm Worker Programs (if located in local area) Wagner-Peyser Act Programs Programs authorized under Title I of the Rehabilitation Act of 1973 Programs authorized under Section 403(a)(5) of the Social Security Act (as added by Section 5001 of the Balanced Budget Act of 1997) Activities authorized under Title V of the Older Americans Act of 1965 Post-secondary vocational education activities authorized under Carl D. Perkins Vocational and Applied Technology Education Act Activities authorized under Chapter 2 of Title II of the Trade Act of 1974 Veterans activities authorized under Chapter 41 of Title 38 United States Code Employment and training activities carried out under the Community Services Block Grant Act Employment and training activities carried out by the Department of Housing and Urban Development Programs authorized under state unemployment laws Programs authorized under Title II of the WIA / ARRA (Adult Basic Education and literacy training)
Optional partners include those agencies providing services under the below noted programs: Region 1 Local Plan 2009-2010 64
Programs under Part A of Title IV of the Social Security Act Programs under Section 6(d)(4) of the Food Stamp Act of 1977 Work programs under Section 6(o) of the Food Stamp Act of 1977 Programs under the National and Community Service Act of 1990 Other federal, state or local programs, including programs in the private sector, and faith-based programs.
All locally represented mandated partners have and maintain a physical presence in one or more comprehensive centers. Interactive video conferencing capabilities between the satellite and comprehensive centers make it possible to offer all mandated and optional services to every customer of the WORKFORCE West Virginia Career Center system.
MEMORANDA OF UNDERSTANDINGS FOR CORE SERVICES The core services provided by the mandated and optional partners in the WORKFORCE West Virginia Career Centers are included in Attachments: Memoranda of Understandings Documents Attachment A CC. All MOUs are being updated with new language of which all local WIBs are using to consistently carry out services for customers throughout the state. Therefore, the MOUS are being updated as the new language is approved by each agency.
SERVICES TO SPECIFIC POPULATIONS The Region 1 Workforce Investment Board has developed formal and informal arrangements and referral processes with community resource agencies located in the region. The purpose of these arrangements is to promote effective economic, educational, and workforce development partnerships that develop and sustain productive workers for business and create prosperous communities for the citizens of the region. Several formalized agreements with providers of services to specific populations are represented by Memoranda of Understandings. The WORKFORCE West Virginia Career Center system within Region 1 is designed around the needs of employers, dislocated workers, displaced homemakers, low income individuals, public assistance recipients, women, minorities, individuals trained for non-traditional employment, veterans, ex-offenders, the homeless, and individuals with multiple barriers to employment, including individuals with disabilities.
Partners in the Delivery of Services to Special Populations In addition to the mandated WORKFORCE West Virginia Career Center partners, the many participating partners providing services to special populations in the Region 1 area are: Region 1 Local Plan 2009-2010 65
Adult Basic Education Community Action of Southeastern West Virginia (CASE) Council of Three Rivers American Indian Center Human Resource and Development Foundation (HRDF) Job Corps MountainHeart Child Care Services RESA-I, IV and VII Veterans Affairs Department of Rehabilitative Services Experience Works Governors Guaranteed Workforce Small Business Development Center Small Business Administration Integrated Resources, Inc. / Saunders Staffing / Adecco Apprenticeship Program New River Wellness Jobs Foundation SCORE Counselors to Americas Small Businesses United Mine Workers of America Career Centers Southern Appalachian Labor School Economic Development Authority(s) and Planning Commission Child Care Apprenticeship Program DHHR SPOKES Program and Food Stamp Employment & Training Program DHHR - OPTIONS Mountain State University Mission West Virginia North Central Community Action Raleigh County Community Action Boards of Education Community and Technical Colleges (3) Concord University Bluefield State College West Virginia State University Laubach Literacy Appalachian Regional Commission Veterans Counseling and Outreach Center West Virginia University Womens Business Center
Services provided by these partners include child care and head start programs; older worker programs; transition programs for offenders; self-help and resource exchange programs; individual and family counseling; food pantries; summer food service programs and nutritional programs; family resource centers; housing assistance; transportation assistance; educational development; support programs; business assistance; and assistance to individuals with temporary or permanent impairments. Region 1 Local Plan 2009-2010 66
Charitable and Faith-Based Organizations In addition to private and public sector entities, the Region 1 Workforce Investment Board has contracted with charitable and faith-based organizations in the region which have the capacity to provide services required by our customers. Charitable and faithbased organizations have provided quality services to the identified special population with integrity and respect for the individual while meeting the performance requirements of the contract. Contracts are awarded according to the mandates of the Request for Proposal process. Contracts between the WIB and faith-based organizations stipulate that all funds provided through the contract are to be expended for workforce development activities and that no expenditures have as their objective the funding of sectarian workshop, instruction, or proselytization. Further, participants of programs operated by faith-based organizations are provided the following information: Region 1 Workforce Investment Boards selection of a charitable or faith-based provider of workforce development services and the expenditure of funds under this contract is not to be construed as an endorsement of the providers charitable or religious character, practices, or expression. If you, as a participant, object to a particular provider because of its religious character, you may request assignment to a different provider, if available. If you believe your rights have been violated, please notify the WIB or your local WORKFORCE West Virginia Career Center. Of special mention, the Region 1 Workforce Investment Board provides specific services to special populations through the below noted programs:
The Council of Three Rivers American Indian Center provides services to American Indians, Alaskan Natives or Native Hawaiians who reside in the Region. Services are available at the WORKFORCE West Virginia Career Centers. English YES! classes taught in the WORKFORCE West Virginia Career Centers providing help to immigrants by improving their English skills. Region 1 Workforce Investment Board serves on the Serious and Violent Offender Reentry Initiative (SVORI), funded by the U.S. Department of Justice through the State Department of Corrections. WORKFORCE West Virginia Career Centers provide services to adults and juveniles through the Offender Reentry Initiative. Job readiness classes are provided to inmates nearing the end of their term of incarceration at the Alderson Federal Womens Corrections Facility in Alderson, the State Corrections Facility in Mt. Olive, WV, the Anthony Correctional Center in White Sulphur Springs, and the Federal Prison Center in Beckley.
Youth Council Service Providers Youth Services provide youth with a comprehensive, year-round approach to job training. Program elements include:

Tutoring, study skills training Paid and unpaid work experience Occupational skills training Adult mentoring Follow-up services Alternative educational services Summer activities Leadership development Guidance and counseling Supportive services-links to community resources, daycare, school / work, and related transportation
For youth age 18-21, the Youth Councils programs assist with job searching, job training and educational opportunities. Agencies and organizations, a description of the services offered, and contact information can be found on the website for Region 1 Workforce Investment Board (www.region1workforcewestvirginia.org) under the tab for job seekers. Additionally, the Region 1 Workforce Investment Board has developed a strong relationship with local offices of the Department of Health and Human Resources (DHHR) in each of the counties within the region. The centers and DHHR continuously network and share information to assist individuals to meet their basic needs so they may focus on obtaining employment and becoming self-sufficient. Networks have also been established throughout the region with community agencies, faith-based organizations and organizations providing assistance to community members to meet their basic needs so they may become employed, and thus self-sufficient.
Region 1 Youth Council The Region 1 Youth Council consists of various individuals and service providers appointed by the Region 1 Workforce Investment Board. These members provide years of expertise in dealing with disadvantaged youth. All services are provided on an asneeded basis, taking into account the individual issues of at-risk youth. Additional information is presented in Section V: Local Area Governance Youth Council of this document. Participants receive various assessments to determine skill levels, skill gaps and service needs. The IEP is then developed to address the needs or deficiencies identified through assessment. The Youth program makes every effort to locate services provided at no cost to the Youth Council. However, the needs of at-risk youth Region 1 Local Plan 2009-2010 68
are often so great, services and funding must be provided by the grant recipient in order to ensure success. The Region 1 Youth Council has three primary goals in delivery of youth services. First, basic skills deficiencies must be addressed in order to obtain a high school diploma or GED. In many cases staff must first focus on overcoming identified barriers such as housing and transportation before clients can focus on basic skills. Secondly, the youth client will work towards occupational or vocational training. This emerging workforce must possess the skills necessary to compete in the 21st century job market. The third and ultimate goal of the Youth Council is to help every Region 1 youth obtain employment. This is not the minimum wage employment, but a high paying, long-term job with benefits to ensure that the youth can provide for themselves and their families. The Region 1 Youth Council is confident that by keeping outcome goals in mind and by delivering the required elements in the Workforce Investment Act, youth in our regional area can become healthy, productive citizens.
Youth Council Members Youth Council members and the corresponding services and non-WIA / ARRA funding provided through the Youth Program are detailed below. 4-C Economic Development Authority Funding: Federal, State and Local Description: Business Development and Economic Enhancement Beckley-Stratton Middle School Funding: Federal, State and Local Description: Educational attainment Community Action of Southeastern West Virginia Funding: HRDF, Inc. for support services; Department of Education, Community Services Block Grants, Budget Digest, and private donations. Description: Skill attainment, work readiness, diploma attainment, placement retention, credentials attainment. Community Connections, Inc. Funding: Federal and State Description: Provides education and advocacy to prevent substance use and abuse within the youth community. Community and Technical College Council Region 1 Local Plan 2009-2010 69
Funding: Description:
Various public / private sources Conducts seminars for parents to help find educational and/or funding opportunities that are available to youth.
Department of Health and Human Resources Funding: Department of Health and Human Resources Description: Services to low-income individuals (WIA / ARRA / non-WIA / ARRA) Retired Educator Funding: N/A Description: Provides guidance on the education system Fayette County Adult Basic Education Funding: Federal and State Description: Adult Basic Education and GED preparation. Mission West Virginia Funding: Federal, State, Local and Private Description: Education, coordination and community involvement projects Monroe County Board of Education Funding: Federal and State Description: Pre-school and K-12 public education Mountain State University Funding: Federal, State and Private Description: Higher education Parent Funding: Description:
N/A Provides guidance for parenting representation
Pocahontas County Commission Funding: State and Local Description: County Pocahontas High School Funding: Federal and State Description: Pre-school and K-12 public education Raleigh County Schools Funding: Federal and State Description: Pre-school and K-12 public education Rescare Funding:
Private Region 1 Local Plan 2009-2010 70
Description:
Private
Southern Appalachian Labor School Funding: Federal, HUD, Department of Labor Description: Youth ages 16-24 learn the building construction trade while building homes for low income families. Summers County Board of Education Funding: Federal and State Description: Pre-school and K-12 education in the public school system for Summers County youth. United Mine Workers of America Career Center Funding: Federal, State and Local Description: Dislocated workers affected by mining-related industry WORKFORCE West Virginia Funding: State Description: Youth service coordination West Virginia Department of Corrections Funding: Federal and State Description: Working with offender/ex-offenders in correctional system West Virginia Department of Education Funding: Federal and State Description: Coordinate educational activities for K-12 and Career/Technical Education Centers West Virginia Division of Rehabilitation Services Funding: Federal and State Description: Assists youth in overcoming obstacles when looking for employment, provides guidance and assistance in job search training. Works with youth desiring vocational training. Helps pay for some if not all of the training. Provides up to $3,500 per year for tuition and books and fees for college-bound students. Wyoming County Schools Funding: Federal and State Description: Pre-school and K-12 counseling.
public
education
and
career-to-work
WORKFORCE WEST VIRGINIA GOVERNANCE Included as an Attachment to this plan is a copy of the WORKFORCE West Virginia Career Center governance agreements, including Memoranda of Understanding Region 1 Local Plan 2009-2010 71
(MOUs) between the LWIB and the One-Stop partners. Each MOU describes the services to be provided through the One-Stop system, the funding of services and operating costs, the method of referral between partners and the operator, and the duration of the MOU and procedures for amendment. Further, the WIB has completed spreadsheets that capture categorized contributions from mandated and non-mandated partners at comprehensive and satellite locations. These spreadsheets have been attached to this document.
SECTION VII: WORKFORCE INVESTMENT SERVICES
GENERAL INFORMATION REGARDING ACCESS TO SERVICES The Region 1 WORKFORCE West Virginia Career Centers are structured to allow Region 1 to develop a workforce system which is locally designed and is fully accountable to employers and job seekers. These centers are the primary vehicle for creating a workforce system that is organized around current and future workforce needs. WORKFORCE West Virginia Career Centers have been established in ten of the eleven counties that make up Region 1. Comprehensive Centers have been established in the counties of Mercer, and Raleigh. These comprehensive centers offer a full array of services for the emerging workforce, employers, job seekers, and employees. Satellite Centers have been established throughout 7 other counties. These satellite centers offer core services to the emerging workforce, employers, job seekers, and employees. Satellite Centers offer the services of partnering agencies on an itinerant basis, and staff from the comprehensive centers visits the satellite centers on a regular basis to provide services to program participants. Customers requiring / requesting intensive and / or training services are referred to the closest comprehensive center, or served through video conferencing with the staff of a comprehensive center. Strategies that have been developed by the WIB to ensure universal access to workforce services include:

Implementation of toll free telephone numbers for the comprehensive centers; Development of a website that contains information on the services available through the one-stop system, and contact information for partnering agencies and community resources. A separate website for the emerging workforce has been developed and is linked on regions website at www.region1workforcewestvirginia.org. Advertising throughout the region to promote the services. The Region 1 Workforce Investment Board is developing a virtual tour of the comprehensive WORKFORCE West Virginia Career Centers located throughout the region. This tour will be available on the website (www.region1workforcewestvirginia.org). Job seekers and employers can preview our menu of services and become familiar with our partners and options available from anywhere in the world. Participation in community activities, especially those involving economic, educational, and workforce development activities, to promote the WORKFORCE West Virginia Career Centers. Regularly scheduled visits to both schools and businesses to promote the services offered through the one-stop system. Publication of Balancing Workforce & Business, providing information to the business community of the services offered through the WORKFORCE West Region 1 Local Plan 2009-2010 74
Virginia Career Centers of the services they can expect and what the outcomes of those services have been for employers in the regional area. Business surveys conducted annually, reaching out to all employers in the regional area to identify their needs and provide solutions. Industry cluster activities including newsletters and reports focusing on the healthcare, hospitality, and tourism sectors developed in conjunction with sector consortium partners. The Center for Excellence in Disabilities WVU through WVWIG and BIOSS grants, has worked closely with the WIB to implement changes in the system to accommodate customers with disabilities.
ACCESS TO SERVICES FOR ADULTS AND DISLOCATED WORKERS Customer Flow Process for Adults and Dislocated Workers During program year 2006-2007, the WORKFORCE West Virginia Career Centers in the Region 1 area served over 100,000 customers. The Customer Flow process ensures that every customer receives the services that they want, and that they need, in order to find employment. The flow ensures that all customers have access to all of the services provided through the WORKFORCE West Virginia Career Centers. WORKFORCE West Virginia Career Center staff stationed at the reception desk in each of the comprehensive and satellite centers act as ambassadors for the centers, greet all customers, identify the reason for the customers visit, and direct customers to the person or station where their needs will be met. Staff provides all customers with a verbal overview of the services that are available to them within the center, and encourage them to attend a formal orientation to services. Stepping Stones to Success, the formal orientation group session held at each of the comprehensive centers in the region, was developed in collaboration with Region 1 partners, and all partners participate in presenting information about their programs and services, and encourage customers to take advantage of the services. Staff provides assistance to customers in accessing self-directed services available in the Resource Room. Core services available within the WORKFORCE West Virginia Career Centers for the universal population include: Core Services Serves the universal population

Eligibility determination Outreach, intake, information on services available Initial assessments, including support needs Provision of employment statistics for the labor market areas Job vacancy listings Information on skill requirements for occupations Local occupations in demand, earnings, and skills requirements for jobs Region 1 Local Plan 2009-2010 75
Performance and cost information on training providers of the area Information on the availability of support services Filing unemployment claims
As services are provided to customers, the services are tracked in the MACC System. Staff also identifies those customers who may need more intensive or training services, and refer those customers to the center staff who can provide these intensive and / or training services. Intensive services and training services that are available within or through the WORKFORCE West Virginia Career Centers include: Intensive Services Serves adults 18 and older who did not find substantial employment with core services alone.

Comprehensive assessments Specialized assessments Diagnostic testing In-depth interviewing and evaluation to identify employment barriers Development of Individual Employment Plan (IEP) Client-centered case management Job and career counseling Life skills training / coaching Job-readiness training Job referral
Training Services Provides training to those who did not find substantial employment through core and intensive services and who meet eligibility criteria.

Occupational skills training On-the-job training Skills upgrading and retraining Customized employer training
WORKFORCE West Virginia Career Center customers who have been determined eligible for intensive and / or training services may be eligible for support related payments during the duration of their participation in approved job readiness and / or job-search activities. Individual Training Accounts Region 1 Training Scholarships Training services are provided through the use of Individual Training Accounts (ITAs) to eligible individuals through the WORKFORCE West Virginia Career Center system. The ITAs may have limits on duration and allotment amount. The ITA gives eligible participants financial power to use allotted funds at eligible training facilities that appear on the region / state list. These ITAs supplement financial aid already available through other sources or they may pay for all the costs of training and support. Support Region 1 Local Plan 2009-2010 76
payments may be provided to customers based upon classroom hours attended. An ITA has a time life of up to 30 months. The local board may contract for services in lieu of ITAs if it is determined that there are an insufficient number of eligible providers in the local area. Training services may also be provided in lieu of the ITA by contract for services if such services are on-the-job training or customized training provided by an employer, community-based organization, or other private organization that offers specialized services to targeted groups that face multiple barriers to employment, as determined by the local board. Additionally, Trade Adjustment Assistance (TAA) funding for training is also accessed through ITAs, while state guidelines are followed regarding the distribution of those funds. Refer to Region 1 Workforce Investment Board Policy Letters PL #04 - Individual Training Accounts attached to this document for further information.
On-The-Job Training An On-the-Job Training (OJT) program will be available for adults and dislocated workers. The OJT program will be designed in such a way as to benefit both the participant and the employer. This program will match employer needs with participants qualifications. The OJT Program will provide reimbursement for up to 75 percent of the participants wages to the employer to allow for the extraordinary cost associated with training the participant and any additional supervision that may be needed during this period. The employer will be responsible for designing the training program for the participant at the work site. Participant is to be compensated the same wage rate, including periodic increases, as other trainees or employees who are in similar occupations and who have similar training, experience, and skills. Wage rates shall be in accordance with applicable law but in no event less than 200% of the federal minimum wage. Payments for reimbursement of participants wages will be made directly to the employer. The participant must be hired on a full-time basis with an hourly wage rate of no less than 200% of the federal minimum wage. Full-time employment will be considered no less than 35 hours per week or 1820 hours per year. The length of the training will be limited to a period of time during which the participant can become proficient in the occupation for which the training is being provided. Length of training time will not exceed 499 hours or six months, whichever comes first. The OJT developer will have the discretion to limit the hours of training based on academic and occupational skill levels of the customer and prior work experience. A participant in this program shall not displace any current employee. A participant may not be employed in a job if: any other individual is on layoff status from the same or substantially equivalent job; the employer has terminated employment of any regular employee or reduced the workforce with the intention of filling the vacancy so created with the participant; or the job is created in a promotional line that will infringe in any way upon the promotional opportunities of currently employed individuals. Workers compensation will be provided to the participant on the same basis as the compensation Region 1 Local Plan 2009-2010 77
provided to other individuals in the state in similar employment. Individuals in OJT will be provided benefits and working conditions at the same level and to the same extent as other trainees or employees working for a similar length of time and doing the same type of work. There will be no contracting initiated with any employer who previously demonstrated a pattern of failing to provide customers with long-term employment, adequate wages, and good working conditions equivalent to those provided to other regular employees who had worked the same length of time and performed the same type of work. OJT participants may not exceed 5% of the employers normal workforce. The 5% rule may be waived for new and / or expanding industries and businesses. Refer to the Region 1 Workforce Investment Board Policy Letters: PL #03: On-the-Job Training attached to this document for additional information.
Self-Sufficiency Levels The Self-Sufficiency Standard measures how much income is needed for a family of a given composition in a given place to adequately meet its basic needs, without public or private assistance. The Region 1 Workforce Investment Board defines the SelfSufficiency Standard for families working and living in the region as detailed below: Hourly Wage Family Size 2009 WV Guidelines Region 1 Annual Wage (1 worker household) 1 $11,164 $20,700 $10.15 2 18,289 33,835 16.58 3 25,101 46,437 22.76 4 30,986 57,324 28.10 5 36,567 67,649 33.16 6 or more 42,764 79,113 38.78
Customized Training Customized training is designed to meet the special needs and requirements of an employer or a group of employers. This training is conducted with a commitment by the employer(s) to employ the participant(s), or in the case of incumbent workers, continue to employ an individual, upon the successful completion of the training period. The employer pays for no less that 50% for the cost of the training. Customized training for eligible, employed individuals may be provided for an employer, or a group of employers, when the employee is not earning a self-sufficient wage as determined by WIB policy. Training offered must relate to the purpose(s) of customized training as identified by the WIB, the WIA / ARRA, the Governors Guaranteed Workforce Program (GGWFP), and / or the Small Business Development Center (SBDC).
Please refer to Region 1 Workforce Investment Board Polity Letters: PL #10 Customized Training attached to this document for further guidance on customized training requirements. Also, please refer to the Memorandum of Understanding by and between the Region 1 Workforce Investment Board and the WORKFORCE West Virginia Office, attached to this document in Attachments: Memoranda of Understandings Documents - Attachment C constituting an agreement between the parties for the purpose of developing and carrying out an effective customized training program for both employers and new / incumbent workers.
Solicitation and Selection of Training Programs The WIB will solicit training programs and services via public advertisements and direct mailings. Potential training providers will be required to submit a training application that, upon approval, will be placed on the state eligible provider list. All training providers will be required to meet WIB approved performance standards on an annual basis in order to maintain ongoing eligibility status. Potential training providers will be required to submit a complete training application to the WIB for review of each training program or service for which WIA / ARRA funding is being requested. As part of the training application process, the following information will be required from potential training providers for all students, including WIA / ARRA students: completion rate; entered employment rate; wage at entered employment; percentage who completed program; retention rates at six months for completers; wage for completers at six months; rates of licensure and / or degree or certificate attainment. Additionally, potential training providers will submit the following information for each training program: overall performance information, program costs, and other supplementary information. The WIB will review all applications received and recommend which training programs should be certified. If the potential training provider does not provide requested information during the application process, they must indicate the reason(s) and how the requested information will be obtained in the future. Insufficient performance information may be waived at the discretion of the WIB based on good cause. Should a training provider not receive certification from the WIB or the state, the training provider will have the right to appeal the decision at the state level in accordance with the state-approved appeal process for training providers. In the appeal process, the states decision will be final. Please refer to the Region 1 Training Provider List that appears in this document under Other Attachments West Virginia State Eligible Training Providers List Modified for Region 1. Region 1 Local Plan 2009-2010 79
Priority of Services A Priority of Services Policy has been developed for individuals in need of intensive and training services under the WIA / ARRA. This policy includes priority of services for recipients of public assistance, offenders, the homeless population, and other lowincome individuals in the area as defined in Section 101 (25) of the WIA / ARRA. In addition, priority of services will be afforded to veterans. These guidelines apply to Title I Adult funds only. Funds allocated to dislocated workers are not subject to this requirement. Core services will be provided to all job seekers. The WIB will adhere to the Governors Priority of Services Policy. Region 1 Workforce Investment Board Policy Letters: PL #01 - Priority of Service is attached to this document for review. An eligible veteran who has applied for and received a priority of services designation and who has otherwise met the eligibility criteria for employment training through a federal or state funded program shall be placed in a pool of eligible applicants, ordered on the date of eligibility. If both veterans and non-veterans are certified eligible on the same day, veterans shall be afforded priority in enrollment in the following manner: (A) First priority shall be awarded to service-connected disabled veterans; (B) Second priority shall be awarded to other eligible veterans; (C) Third priority shall be awarded to nonveterans.
Transfer of Funds In accordance with the WIA / ARRA, the WIB may wish to transfer funds between adult and dislocated worker funding sources. If so, the WIB will submit the necessary documentation and effective date of transfer to the state. Reason(s) for the requested transfer of funds will be documented.
ACCESS TO SERVICES FOR YOUTH The WIB and its Youth Council are responsible for coordinating the delivery of all youth services and programs in the area, ensuring that all local programs providing services to youth are involved in some capacity at the WORKFORCE West Virginia Career Centers. Local programs such as foster care, education and welfare programs are used as resources for this target group. Services to youth are provided in an efficient, costeffective manner. Youth are able to access quality training, education, and supportive services. The Youth Council is responsible for coordinating all local agencies who currently offer programs for youth. The Youth Council makes every effort to integrate the delivery of local youth programs and services. In-school youth, out-of-school youth, and youth with special needs are specifically targeted for services. Additionally, those youth who are in foster care, pregnant, or parenting are specifically targeted for services. General services provided include but are not limited to eligibility Region 1 Local Plan 2009-2010 80
determination, basic skills training, temporary work experiences, remedial training, career exploration, and parenting skills training. Criteria identified as critical to meeting the needs of in-school and out-of-school youth include:
Youth need to feel they have access to and the support of a caring community of educators, employers, and adult mentors that will allow them to create their future; Provide opportunities for leadership by involving youth in the decisions affecting their future and the programs that prepare them to fulfill their own dreams; Provide services for all eligible youth; Provide support through adult relationships and role models; Comprehensive year round in- and out-of-school programs coordinated in such a way that students see the connections between school, work and life, and accept personal responsibility; Provide activities in intensive one-on-one or small group opportunities that address parents and youth together; Provide career counseling, advanced work-based learning, and broadening the views of students to include expanded geographical and educational areas.
Common Measures of Performance for Youth Programs The state of West Virginia and its seven Workforce Investment Board regions will move from the traditional WIA / ARRA performance standards to a system of Common Measures in July, 2006. This transition will significantly impact our service delivery methods and procedures. Common Measures will provide for integration of services, a common language among our partners and improved services to our job seekers and employers. With Common Measures, a fundamental shift in priority of youth services will take place. The Region 1 Workforce Investment Board will dedicate additional resources and concentrations of efforts towards the out-of-school, older youth.
Safety and Child Labor Laws The WIB will monitor all youth programs and activities on a regular basis to ensure compliance with safety and child labor laws. Program procurement rules and regulations require training providers of youth programs to ensure that safety and child labor laws are adhered to at all times. Hard copies of the Child Labor Laws will be distributed to appropriate training providers, work sites, and training sites for public posting. The Youth Council may develop additional local procedures addressing the issues of safety and child labor laws for all providers of youth programs and activities. Work and training sites for youth will be notified in writing of any and all non-compliance issues or deficiencies and the need for immediate corrective action. Region 1 Local Plan 2009-2010 81
Criteria Used in Awarding Grants for Youth Activities The Region 1 Workforce Investment Board awards grants for Youth activities solely through the Request for Proposal (RFP) process, following the mandates of the Workforce Investment Act of 1998, and the rules, regulations and policies of the Youth Council, the LEO, and the WIB. The R1WIB chose to extend the contract to the current service provider for an additional year for Program Year 2009-2010.
Youth Career Awareness and Skill Preparedness The intent of the Workforce Investment Act is to replace short-term job training with more comprehensive year-round youth programs. Qualified youth have access to ten program elements including:

Guidance and counseling Adult mentoring Tutoring and study skills training Alternative educational services Occupational skills training Leadership development Summer activities Paid and unpaid work experience Supportive services (links to community resources, day dare, school or work related transportation, etc.) Follow-up services
In-School Youth Program (Connections Program YCP) (Accounting for 40% of WIA / ARRA Funding) Eligible students meet with a youth advisor at school who performs a skills assessment and helps the student determine a career goal. Together they develop an Individual Service Strategy (ISS) to help the student transition from high school to either postsecondary education or to work. CP contracts with the schools to provide teachers and / or coaches as mentors to help the student with academics and work readiness. In addition, CP provides career awareness outreach to students by holding job fairs, transition fairs, leadership programs and summer career programs each year throughout Region 1s area. The summer component includes workshops on job readiness skills such as resum writing and interviewing skills, and the opportunity to participate in the Build It - Keep It - Share It computer ownership program. CP support services can assist with the cost of incidental expenses which can make it easier for participants to stick with their training. Students may be paid to help with transportation costs and supplies while attending classes. Exam fees, such as Region 1 Local Plan 2009-2010 82
contractor tests, may be paid. Another example of support services is money for clothing needed to start a job such as special shoes, uniforms, or clothing suitable for office positions. Out-of-School Youth Program (Connections Program YCP) (Accounting for 60% of WIA / ARRA Funding) The Out-of-School Youth Program addresses the needs of those beyond high school including drop-outs, high school graduates, GED holders, college students and career and technical school students. In addition to low incomes, participants may have disadvantages such as deficiencies in basic literacy skills, being homeless, a runaway or a foster child, being a single parent or pregnant, a criminal offender, or disabled physically or mentally. CP interacts with other Region 1 partner programs to help younger workers become more marketable employees. Skills assessments help determine whether a clients skills need improvement before moving to higher education or career training. Tutors are provided free of charge to participants who are attending school. The work experience program helps participants start a job by paying for up to 200 hours of payroll. In addition to getting paid for the temporary job, the younger worker gets a work reference and many times continues working for the same company.
Definition of Deficiencies in Basic Literacy Skills Basic Skills Deficient The individual computes or solves problems, reads, writes, or speaks English at or below the 8th grade level or is unable to compute or solve problems, read, write, or speak English at a level necessary to function on the job, in the individuals family, or in society.
Connections Program - CP The Region 1 Workforce Investment Boards youth program, Connections (CP) has successfully served youth in other WIA / ARRA regions in West Virginia for over 3 years. CP provides comprehensive, individualized services which enable youth to become successful, productive citizens. The program includes the following quality elements provided to the emerging workforce in Region 1: tutoring, paid / unpaid work experience, occupational skill training; adult mentoring; support services; alternative educational opportunities; summer activities; leadership development; and guidance and counseling.
Build It! Keep It! Share It! Computer Ownership Program Mission West Virginia and the WIB, have partnered together to give participants an opportunity to build a computer, and then take it home FREE. The week-long summer work experience teaches students soft skills such as resum writing, interviewing skills, and teamwork, and the hands on technological skills involved in building a computer. Upon completion of the paid work-experience, students have learned many valuable workplace skills and take home the computer they built. Area businesses invest in the emerging workforce by sponsoring a student to build a computer. Once the computer is built, the partners commit to mentoring the students. Students are paired with area business sponsors based on their career path choices. This initiative has the support of Congressional Offices and the Governors Office. CP expects to continue and expand this program. The Region 1 Workforce Investment Boards goal of guiding the demand and application of technology in education, employment, and economic development sees this initiative as visionary and providing strategic investment in the emerging workforce. The combined financial support of WIA / ARRA, public and private funds in support of this program exemplifies the Workforce Boards role in improving the Regions sustainability. See Section V for other Youth Services accessed through non-WIA / ARRA funds.
Summer Connections Camp In addition this year, the CP has expanded its summer youth program to include a Summer Camp. The camp is designed for approximately 100 students of who will complete a one week, 5 module, industry curriculum while staying on campus of Concord University. In addition to the industry taught curriculum, each student will also complete 5 weeks of occupational employment with either a public or private employer.
ACCESS TO SERVICES FOR EMPLOYERS In alignment with the Region 1 Workforce Investment Boards strategic goal, To raise the level of service integration and quality in the regions WORKFORCE West Virginia System, the Region 1 Business Services Unit has been developed. An employer survey was conducted in December 2003, of nearly 6,000 employers throughout the region. Of the 849 surveys that were returned from employers, 71.1 percent indicated unawareness of services as the reason they were not utilizing the WORKFORCE West Virginia system. To increase the knowledge of the services offered through the WORKFORCE West Virginia System and to coordinate an integrated and organized program of outreach to the business community, the Region 1 Workforce Investment Board invited partnering agencies that currently provide business services to become a part of one systematic, Region 1 Local Plan 2009-2010 84
trained, and effective team. This team works together to identify and address employers needs and meet those needs through a seamless delivery of services, while eliminating duplication of services. The results of the survey served as a benchmark for measuring ongoing development in identifying and serving employers needs. Private sector members of the Region 1 Local Elected Officials and the Region 1 Workforce Investment Board, as well as the respondents to the survey, who requested information on the WORKFORCE West Virginia Career Center system, were the starting point for follow-up for the Region 1 Business Services Unit. A process has been developed to collect business contact information; to maintain and follow through on types of services requested and provided; and to analyze the outcome of the efforts. Annual evaluations will be performed to measure customer satisfaction and serve as the mechanism for continuous improvement. The teaming effort of the Region 1 Business Services Unit will increase the awareness of the WORKFORCE West Virginia system, and the services and programs it offers to the business community. The collaboration, cooperation, and communication flow within the unit will allow leveraging of resources and provide businesses with access to a greater array of services through professional and personalized service. The foundation of the Region 1 Business Services Unit is based on quality, professional service and a reputation within the business community that when there is a need, the Region 1 WORKFORCE West Virginia Career Center will be the first call they make. The Region 1 Business Services Unit operates under the authority of the WIBs Business Services Committee, and receives direction from WIB. The Business Services Unit designs, develops and implements strategies to systematically identify and contact current employer-customers and introduce the services of the WORKFORCE West Virginia Career Centers to new employers. Business Services Representatives will be assigned to employers as the primary point-of-contact person for the employer. Business Services Representatives will be responsible for providing ongoing services to the employers through the WORKFORCE West Virginia Career Centers. Services available to employers will include:

Provision of labor market information On-line job postings Classroom and Customized Training, On-the-Job Training Skill assessment Recruitment, screening and referral service Use of facilities for hiring activities Incentives available to employers Strategies to avoid layoffs Assistance in managing a layoff Region 1 Local Plan 2009-2010 85
Reemployment services for effected employees Job profiling Certain services on a fee basis
Members of the Region 1 Business Services Unit will work closely with WIB staff to support their efforts in offering customized training to local employers, and work closely with the WORKFORCE West Virginia Career Centers to job match and refer appropriate job seeker candidates who meet the minimum requirements of the employer.
SECTION VIII: ADDITIONAL INFORMATION
PROCUREMENT All procurement for services will be initiated openly, fairly, and competitively. Procurement practices will not, in any way, restrict or eliminate free competition. Steps will be taken by the WIB to assure that small and minority businesses are given the same consideration as other bidders whenever possible. The WIB will follow the State WORKFORCE Office Policy Letter 18-01. The WIB will require training providers to establish similar procurement practices. Region 1 Workforce Investment Board Policy Letter #05: Procurement, has been attached to this document.
EQUAL OPPORTUNITY, AFFIRMATIVE ACTION AND GRIEVANCE PROCEDURES The WIB has designated a WIB staff member as Equal Opportunity (EO) Officer. Each WORKFORCE West Virginia Career Center shall have an EO Officer available. R1 Workforce Investment Board Policy Letter #08: Grievance and Complaint, has been attached to this document.
SYSTEM MEASUREMENTS The Region 1 Workforce Investment Board has adopted system measurements that will be used to determine the success of the workforce system in the local area. These measurements will be in addition to the WIA / ARRA performance standards. The system measurements reflect the current state of the local area and the specific elements that the Board believes will affect economic growth in the region.
More Competitive Employers

Change in regional gross domestic product Increase in per employee revenue for business customers of WORKFORCE West Virginia Career System Percentage of business customers that are repeat customers
A Better Educated Workforce

Percentage of adult learners in education system Percentage of 9-12 graders that graduate high school Percentage of drop-outs earning a GED Percentage of regional population that have a post-secondary degree Percentage of students enrolled in training who earn a certificate or license Percentage of WIA / ARRA Students that graduate high school Region 1 Local Plan 2009-2010 92
More and Better Jobs

Number of net new jobs Percentage of residents that are employed Percentage of workforce in high growth, high pay jobs Average per hour wage at or about state level Change in per capita income
These measures are reviewed by the WIB on an annual basis, to determine the success of the one-stop system. Results are analyzed and recommendations are made for the implementation of strategies that will lead to achievement of the system measures.
PROGRAM PLANNING / BUDGET INFORMATION SUMMARIES The Region 1 Workforce Investment Board has provided program planning / budget information summaries on a quarterly basis on the forms that are provided by the State WORKFORCE West Virginia office. The current Program Planning / Budget Information Summaries are attached to this document. In addition, the Region 1 Workforce Investment Boards Cost Allocation Plan is attached.
PUBLIC COMMENT The Region 1 Workforce Investment Board provides for public comment through the use of notices placed in all Region 1 newspapers, and notices mailed to Local Elected Officials Board members, Workforce Investment Board members, and posted on the Region 1 website at www.region1workforcewestvirginia.org. Notices requesting public comment remain open for a period of 30 days. This plan was placed on the public comment period on May 1, 2009. The comment period closed June 15, 2009 with no comments submitted. Modifications were made throughout the month of June 2009 to adjust for improvements suggested by the state level.
ATTACHMENT A STATE LEVEL PARTNERS MEMORANDUM OF UNDERSTANDING (Being updated to also include new language as agreed upon by Local Workforce Investment Boards and the state WORKFORCE Office)
WEST VIRGINIA WORKFORCE DEVELOPMENT SYSTEM
STATE LEVEL PARTNERS MEMORANDUM OF UNDERSTANDING
The Workforce Investment Act (WIA / ARRA) clearly identifies the WORKFORCE West Virginia WORKFORCE West Virginia Career Centers as the service delivery system for programs funded under the WIA / ARRA and its partner programs. WORKFORCE West Virginia consists of local WORKFORCE West Virginia Career Centers in which partners come together to administer workforce investment and other workforce development system activities. This Memorandum of Understanding (MOU) sets forth the terms of agreement for cooperation and consultation with regard to the implementation of the WIA / ARRA in West Virginia and provides a model for local MOU preparation.
STATE LEVEL PARTNERS MEMORANDUM OF UNDERSTANDING

1.0 DESIGNATED PARTNERS The agencies in the State of West Virginia represented on the Interagency Collaborative Team (ICT) that provide employment and training activities or supportive services shall collaborate to support and advance the workforce investment system operated through the WORKFORCE West Virginia Career Centers at the local level. To provide on-going attention to addressing issues that will build and continually improve the overall workforce investment system, the workforce investment Interagency Collaborative Team was established by the West Virginia legislature in 2002 and codified in 2004. The team is the single state-level interagency group for addressing issues or concerns regarding building and maintaining the most effective and efficient implementation of the overall workforce development system in West Virginia. The below listed West Virginia state agencies are included. Bureau of Employment Programs o West Virginia Employment Service (Activities authorized under chapter 41 of title 38, U.S.C. (local veterans' employment representatives and disabled veterans outreach programs), Employment Service (Wagner-Peyser), Trade Assistance Act, and Unemployment Compensation) o Other entities under this agency that provide employment and training activities or supportive services Bureau of Senior Services o Department for the Aging (Title V of the Older Americans Act) Council for Community and Technical Education Department of Education o West Virginia Department of Education (Adult Education and Literacy Activities and Postsecondary Vocational Education) o Office of Institutional Educational Programs (OIEP) Department of Education and the Arts o Division of Rehabilitation Services (Title I of the Rehabilitation Act) Department of Health and Human Resources o Bureau of Children and Families o Temporary Assistance for Needy Families (Personal Responsibilities and Work Opportunity Reconciliation Act of 1996) o Food Stamp Employment & Training, United States Department of Agriculture (Farm Security & Rural Investment Act of 2002)
Department of Military Affairs and Public Safety o Division of Corrections o Regional Jail & Correctional Facilities Authority Development Office o Governors Workforce Investment Division (WIA / ARRA Title I Programs (Adult, Youth, Dislocated Worker) o Community Development Division (Community Services Block Grant Act) (Note: The references in italics represent the entities required by the WIA / ARRA)
2.0 INTERAGENCY COLLABORATIVE TEAM BACKGROUND In August 2002, the Interagency Collaborative Team (ICT) was established at a special Summit held in Charleston, West Virginia. As a result of this event, the ICT met on September 30, 2002 and agreed to a vision, mission, guiding principles and an initial work plan. This MOU is an outgrowth of this work. ICT VISION West Virginia state agencies effectively collaborating to define, build and sustain an integrated comprehensive workforce development system that ensures universal access has the right agency doing the right job focuses on meeting the customer requirements is uniform, consistent, and responsive advances a seamless delivery system that maximizes resources remains flexible, yet expandable to grow fosters a continuous improvement culture for quality and innovation
The ICT continues to work together to address issues identified as critical to the success of the workforce development system in West Virginia. This MOU provides more formal commitment to the integration that has been evolving since the ICT began its work.
3.0 PURPOSE The purpose of this MOU is to establish cooperative and mutually beneficial relationships among the required WIA / ARRA state partners and other partners whose participation has been determined to be vital to accomplishing the Governors workforce investment goals. This MOU Region 1 Local Plan 2009-2010 97
also sets forth the relative responsibilities of the partners as they relate to the planning and implementation of the comprehensive workforce investment system in West Virginia at both the state and local levels. To ensure the maximum flexibility for all partners under this agreement, it is agreed that the partners may enter supplemental, agency-specific state or local agreements that further or complement this agreement. At a minimum, the partners to this MOU agree to enforce the aspects of this agreement at the local level and encourage local representatives to enter into separate agreements locally that align with the principles and requirements of this MOU (including area-specific information).
4.0 THE WV WORKFORCE INVESTMENT SYSTEM VISION The Governors vision for a world-class workforce development system in West Virginia is to: Assist individuals in obtaining employment that leads to self-sufficiency; Provide employers with access to qualified and appropriately skilled employees; Have effective programs and services that are delivered through a seamless and integrated delivery system; Have a system that continually improves, eliminates duplication of services, reduces administrative costs, enhances participation, accommodates the job-demand needs of employers, and improves customer satisfaction; Demonstrate appropriate accountability of organizations, individuals, and processes throughout the system. 5.0 SYSTEM-WIDE STATE LEVEL COMMITMENTS As used in this Memorandum of Understanding (MOU), commitments by a state agency party to this MOU, are negotiable based on that individual agencys benefits derived for the efforts or resources committed. Specific notes regarding individual agency commitments can be found in Section 25.0 of this MOU. Each partner to this MOU agrees to make the following commitments through the WORKFORCE West Virginia WORKFORCE West Virginia Career Centers: 1. Provide the appropriate core services that are applicable to the partners program. 2. Use a portion of funds available to the partners program, to the extent not inconsistent with the Federal law authorizing the program, to create and maintain the WORKFORCE West Virginia Career Centers and to provide core services through the One-Stop delivery system. 3. Assist, as appropriate, in the effective planning and operations of the WORKFORCE West Virginia WORKFORCE West Virginia Career Centers. 4. Participate in a common referral system. Region 1 Local Plan 2009-2010 98
5. Participate in and commit resources, as appropriate, to a common case management information system within WORKFORCE West Virginia. 6. Commit to the effective flow and referral of customers through the WORKFORCE West Virginia WORKFORCE West Virginia Career Centers. 7. Commit to the continuous quality improvement model of the West Virginia Workforce Investment Council, as approved by the West Virginia Workforce Investment Council and the Governor. 8. Commit to the achievement of established performance goals established by the US DOL, West Virginia Workforce Investment Council, and the One-Stop partners. 9. Other commitments as requested by the Governor through Executive Order or other correspondence. Additional core, intensive and training services will be provided as appropriate at the local level. Specific services to be provided in the local WORKFORCE West Virginia Career Centers must be detailed and included in the local partner MOU.
6.0 OVERALL PERFORMANCE GOALS To continually improve the quality of each regions workforce through an integrated employment and workforce development system for the benefit of the individuals and employers it serves, the partners to this MOU will strive cooperatively to achieve the following: Goal 1: Design and implement a comprehensive, fully integrated workforce development system that appropriately balances state and local roles, responsibilities and accountability and fosters true local partnering and ownership for regional workforce development. Goal 2: Assure every employee, job seeker and employer are aware of and have universal access and choice to the full continuum of available workforce development programs and services in West Virginia. Goal 3: Increase the labor supply for high demand industries, both current and future in cooperation with state and local economic development strategies through workforce development. Goal 4: Eliminate unwarranted duplication of services, reduce administrative costs and enhance participation and performance of customers served through the system. Goal 5: Serve as leaders increasing the knowledge of the entire workforce development system by encouraging collaboration among education, business, and organized labor. Goal 6: Ensure each regions workforce has opportunities to improve skills and wages through a system of employment services and life long learning opportunities. Region 1 Local Plan 2009-2010 99
Goal 7: Work effectively with economic development organizations to assist in creating employment opportunities and enhance the image of each Workforce Investment Board region. Goal 8: Ensure connectivity between West Virginia economic development initiative and goals and workforce development activities so as to match career opportunities and programs to welldefined and documented industry-based skill standards and workforce needs that results in a truly skilled workforce. Goal 9: Through joint planning leverage collaboration, public and private, at all levels and among all stakeholders that build system capacity, optimizes resources and sustains measurable high performance throughout the system. Goal 10: Build a workforce development system that will increase the workplace skills for West Virginians, economically benefiting the workforce, employers and the state. Goal 11: Build a workforce development system that gives West Virginia a competitive advantage in the recruitment of new businesses. Goal 12: Advance a system-wide customer focused, quality culture that is continuously improved. Additional goals may be negotiated at the local level. Any performance criteria must be established cooperatively and included in the local partner MOU.
7.0 CUSTOMER REFERRAL PROCESS The primary goal of the referral system is the provision of seamless service delivery to both job seekers and employers. Customers will be referred by methods and through processes developed at the local level and described in the state agency / local Workforce Investment Board (WIB) MOU. Additionally, all information acquired in the WORKFORCE West Virginia Career Centers will be mutually accessible to avoid unnecessary duplication of services. This information will be shared only to the extent permitted by regulations requiring confidentiality of participant records. All labor market information, job leads, programmatic and participant information, as reported on standard forms, will be accessible as allowable and appropriate. All partners agree to cooperate in developing customer identification, tracking, follow-up evaluation, performance, and satisfaction data.
8.0 CONTRIBUTION FOR SERVICES AND SYSTEM OPERATING COSTS Each state mandated or other contributing partner (agency) agrees to contribute its fair share of resources for providing WORKFORCE West Virginia Career Center services and supporting the WORKFORCE West Virginia Career Centers operating costs proportionate to the benefit derived and the total resources required. Partner resource contributions will be at both state level for the system-wide development and at the local level for WORKFORCE West Virginia Career Center operations. At the state level, ICT members will commit resources that support activities such as the WORKFORCE West Virginia management information system (MIS) network, cooperative purchasing, training, and professional development. The state level partner contributions will be specified in the Individual Agency Specifics as referenced in Section 19 of this agreement and found in Section 25. All individual partner resource contributions at the local level (e.g., personnel, cash, in-kind) will be negotiated between the state agency and the local WIB for WORKFORCE West Virginia Career Center operations. The ICT, collectively, will work toward agreed upon standards for determining the best allocation of resources based on such factors as the number of participants being served by each program, existing infrastructure and operational practices at the local WIB level, and objective data based on historical use and performance of the One-Stop(s) Centers in each region.
9.0 USE OF COMMON TECHNOLOGY & INTEGRATED INFORMATION SYSTEMS The Mid-Atlantic Career Consortium (MACC) The MACC, known in West Virginia as WORKFORCE West Virginia, is the computerized system of record keeping that will include a common data repository for WIA / ARRA, Wagner-Peyser, Trade Adjustment Assistance (TAA) and other Title I (B) activities. All partners agree to enter all client profiles (job and training seekers), job openings and employer information it receives into the WORKFORCE West Virginia (MACC) to the extent partner modules and access become available. The WORKFORCE West Virginia system (MACC) will be the system of choice for finding employment or obtaining training through the agencies working together to develop common processes through the system. A process for allocating both future development costs and on going operational costs to include regular maintenance and help desk type support for the system will be established. It is anticipated that all state agencies accessing and using the WORKFORCE West Virginia system (MACC) will contribute toward all costs of the MACC based on an agreed upon fair and proportionate allocation determined by system use or overall funding. The local WIBs will also contribute proportionately toward the total cost. Region 1 Local Plan 2009-2010 101
All partners also agree to treat all data contained in the WORKFORCE West Virginia (MACC) as confidential. No partner should permit access of State of West Virginia provided resources to, or disclose data to, any persons or entities other than its staff or data users, under any conditions. In order for client information to be shared, a release form stipulating what is being released and to whom must be agreed to and signed by the customer.
10.0 ASSESSMENT COMMON PRACTICES Wherever and whenever possible assessment processes will be streamlined to reduce duplication to the customers. Participating partners will work toward implementation of the ICT recommendations regarding assessment processes and use as found in the ICT 12 / 31 / 03 report on assessments.
11.0 Annual Reporting Requirements Based on annual reporting requirements in West Virginia state code Chapter 5B-2B, all parties to the MOU agree to provide information in a timely manner when requested by the Governors Workforce Investment Division. Two annual reports require data from the agencies. One is the State of the One-Stops and the other the Annual Funding Steams and Outcomes report. This report includes information on funding streams (federal and state), customers served, performance outcomes, and other items as outlined under separate cover. Both reports will be furnished to the West Virginia Legislature and other stakeholders.
12.0 Appropriate Balance of Resource Use Every effort will be made to ensure balance between state level funding and use of funds and the funding at the regional level and use of funds regionally. There should be fair sharing of efforts targeted to build an effective and efficient workforce development system that is balanced between state and local regional efforts.
13.0 Planning Compact for Workforce Development System Some of the state agencies included in this MOU are required to submit compliance or other plans to one or more Federal agencies. Most of the state partners signing this MOU also do planning as a matter of course in carrying out effective operations. Presently, there is no intent to require that a single, uniform plan be created among the state partners of this MOU. However, all agencies agree to support the design and implementation of a planning compact model that will integrate common goals and performance expectations related to workforce development in West Virginia. The specifics of this planning compact process are covered under separate documentation. Region 1 Local Plan 2009-2010 102
14.0 Support of Common Performance Measures The ICT will support all Federal and state mandated common performance measures that may be established in the future. These measures will be part of the planning compact process. All parties to this MOU agree to capture appropriate performance data as required to support the collection and reporting of the common performance measures. Recognized governing agencies of the partners will be apprised of and agree to the capture and reporting of common performance measures.
15.0 Skills Standards and Cross-Agency Training In order to ensure quality programs and services to all customers across all regions, parties to this MOU agree to develop the expected level of skills needed for operation of the WORKFORCE West Virginia Career Centers. Further, each agency will support the development of crossagency training for awareness regarding its programs and services within the WORKFORCE West Virginia Career Centers.
16.0 Staff Development / Resources Development To ensure and sustain an effective, high quality workforce development system, especially at the state agency level, adequate and knowledgeable staff must be in place. The better the knowledge and skill levels across the system, the greater the experiences and results the system can delivery on a regular basis. Partners to this MOU will invest in staff development within their agency and collaboratively across agencies to enhance the knowledge and skill levels of all staff engaged in the workforce development system. Further, the agencies agree to work together toward recruitment and retention of qualified, skilled and dedicated employees to fill state positions needed to have an effective workforce development system. This is especially important as the demand for qualified employees increases as retirements occur in future years.
17.0 Confidentiality of Information / Data All partners recognize the critical nature of protecting and using information / data in the most appropriate manner at all times. Each partner entering into this MOU has the obligation and authority to control the use and access of information / data collected or generated as part of its specific work. ICT members agree to work on ways to ensure the confidentiality of records throughout the WORKFORCE West Virginia Career Centers. All confidentiality issues will be Region 1 Local Plan 2009-2010 103
presented to the ICT for discussion and resolution as to use and access of the identified data and information needing special protection. The confidentiality agreement applies to electronic systems as well as all paper processes.
18.0 Interagency Collaborative Team (ICT) Working Relationship The ICT agrees to adhere to its initial charter and guiding principles that foster an effective working relationship among both mandated and volunteer partners to this MOU. The ICT will be originators of this MOU and provide general oversight of its completion and implementation. The ICT will serve as the first level group to address issues rising out of the MOU as to expectations, potential non compliance, and interpretation of intent. The ICT will also work to continually improve the overall MOU to advance integration, effectiveness and improvements.
19.0 Individual Agency Specifics As part of the general MOU, individual agency specifics that outline additional information pertinent to that agencys agreement and participation in this State Level Partners Memorandum of Understanding have been submitted. Section 25 of this MOU contains what has been provided by each agency.
20.0 MOU Modification Process Partners may request, in writing, an amendment to this MOU. The changes must be documented, signed, dated under the conditions agreed upon by ALL of the partners, and attached to the original MOU. If any provision of the MOU is held invalid, the remainder of the MOU will not be affected.
21.0 Breach of MOU The agencies agree that each shall fulfill its responsibilities under this MOU in accordance with the provisions of law and regulations that govern their activities. If at any time an agency is unable to perform its functions under this MOU, such agency shall immediately provide written notice to the Interagency Collaborative Team (ICT) describing its inability to fulfill the requirements of this MOU and establish a date at the earliest convenience, but no more than 30 days, to mutually resolve the issue. The Executive Officer of the agency will direct appropriate staff to meet at agreed upon intervals to discuss and plan activities to satisfy requirements of this MOU and to ensure efficient and effective implementation of this MOU. However, failure to abide by this agreement is basis for termination by the other party. Region 1 Local Plan 2009-2010 104
22.0 Impasse Resolutions The agencies agree to communicate openly and directly and that every effort will be made to resolve any problems or disputes in a cooperative manner. For disputes regarding the provisions of this MOU that cannot be resolved through communication among agency staff, the parties will document the negotiations and efforts that have taken place to resolve the issue. At the first level, the unresolved issue or dispute should be presented to the total ICT membership or an assigned sub-group to attempt to resolve differences to the satisfaction of all parties. If this fails or does not meet the expectations of all parties, then information regarding the impasse and efforts to revolve must be submitted to the West Virginia Workforce Investment Council Executive Committee within 30 days of the impasse. Once the information is received by the West Virginia Workforce Investment Council Executive Committee, they will meet to seek a resolution and provide that resolution to the partners within 30 days. If the entire process takes more than 60 days, or if the partner is not satisfied with the resolution, the partner may appeal to the Governor. The decision of the Governor shall be final.
23.0 MOU Duration Agreement This agreement is effective July 1, 2008, and terminates on June 30, 2010. It may be extended through mutual agreement of the parties. The MOU may be terminated by any of the partners upon 30 days of written notice to the other partners with cause or upon 90 days of written notice to the other partners without cause. The majority of the MOUs were extended for one year from the previous program year. 24.0 Equal Opportunity and Nondiscrimination Obligations The partners acknowledge familiarity with applicable federal and State of West Virginia laws, rules, regulations, policies, procedures, and reporting requirements and will abide by them. This includes, but is not limited to, discrimination policies, compliance with the Americans with Disabilities Act, and maintenance of drug free workplaces. Reference is made, but not limited to, Sec. 181 Requirements and Restrictions, and Sec. 188 Nondiscrimination, of the WIA / ARRA. 25.0 Individual Agency Information As called for in the main portion of the MOU, each participating state level agency could provide background information, special notes and / or conditions regarding its participation in the MOU. The following section contains the information as submitted from the agency.
Table of Entries Agency Page
Bureau of Employment Programs .......................................................................................107 Bureau of Senior Services ...................................................................................................109 Council for Community and Technical College Education ................................................109 Department of Education & the Arts, Division of Rehabilitation Services ........................110 Department of Education, Office of Adult Education and Workforce Development.........112 Department of Education, Office of Institutional Education Programs ..............................113 Department of Health & Human Resources, Bureau for Children & Families ..................114 Department of Military Affairs & Public Safety, Division of Corrections.........................116 Department of Military Affairs & Public Safety, Regional Jail & Correctional Facility Authority .............................................................................................................................118 WORKFORCE West Virginia ............................................................................................119
Possible Individual Agency Requirement Agency Name / Key Contact Primary Program(s)
General Purpose / Meaning Bureau of Employment Programs (BEP) Quetta T. Muzzle, Acting Commissioner Wagner-Peyser / Labor Exchange Business Service Unit Work Opportunity Tax Credit Activities authorized under chapter 41 of title 38, U.S.C. (Local Veterans Employment Representatives and Disabled Veterans Outreach Program) Unemployment Insurance Program reemployment Trade Adjustment Assistance Migrant and Seasonal Farmworker Program Adults, Dislocated Workers, Youth (contracted through the Workforce Investment Board [WIB]) Programs authorized under State Unemployment Compensation (UC) laws (in accordance with applicable federal law) Workforce Investment Act (WIA / ARRA) sec. 121(b)(1)(B)(xii) Orientation to information and other services available through the WORKFORCE West Virginia Career Centers Job search and job placement assistance (with career counseling when appropriate) Initial assessment of skill levels, aptitudes, abilities and supportive service needs Intake (may include reemployment profiling) Provision of employment statistics information relating to local, regional and national labor market areas Determinations of whether individuals are eligible to receive assistance under subtitle B of Title I of WIA / ARRA (Contracted through the WIB) Core Services o UC offices are located in 16 WORKFORCE West Virginia Career Centers where all unemployment services are available. If unemployment staff are not located in WORKFORCE West Virginia Career Centers, the following unemployment information is available: Region 1 Local Plan 2009-2010 107
Core Services
Brochures which provide basic information about eligibility for benefits How to file claims How new businesses register and pay UC taxes How to file quarterly wage and tax information Employer and claimant appeal rights How to file appeals Contributions BEP will contribute staff and other in-kind contributions to the WORKFORCE West Virginia Career Centers. In-kind contributions may be different at each WORKFORCE West Virginia Career Center. Employment Service We will support common measures as defined by the Department of Labor Unemployment Compensation No special performance issues Referral Process If mandated partners adhere to the agreement with Job Service, which was established in each WORKFORCE West Virginia Career Center, no special referral procedures will be required. Information will be shared to the extent permitted by federal and state laws requiring confidentiality of employers and job seekers information. Information will be shared only with customer consent. All mandated partners will participate in cross training activities in each comprehensive WORKFORCE West Virginia Career Center for programs awareness. Case management is the responsibility of the local Workforce Investment Board; however, a policy to ensure consistency statewide should be implemented. Five-year planning cycle, with annual review and modifications to the plan as needed. To ensure consistent screening, all partner job orders should be entered into the WorkForce West Virginia MACC system by BEP. Employer related activities concerning labor exchange services through the WORKFORCE West Virginia system should be coordinated with BEP. This would not apply to internal business services provided by other entities.
Performance Measurement Levels
Confidentiality Requirements
Training Activity
Case Management
Planning Compact Cycle Job Placement
Special Conditions / Exceptions
Agency Name / Key Contact Primary Program(s) Core Services Contributions Performance Measurement Levels Referral Process
Bureau of Senior Services Charles F. Conroy, Jr. Senior Community Service Employment Program (SCSEP) Information, referral, and those services described in Section 134 (d)(2) of WIA / ARRA Boss will make appropriate in-kind contributions toward the operation of the WORKFORCE West Virginia Career Center Number of referrals made to state and national SCSEP contractors Referral procedures will be negotiated between state / national SCSEP contractors and WORKFORCE West Virginia Career Centers Information will be shared to the maximum extent permitted by applicable state and federal statutes All mandated partners will participate in cross-training with each comprehensive WORKFORCE West Virginia Career Center State / national SCSEP contractors will be part of any case management team Annual (with alternate year modifications) SCSEP participants must have access to other WIA / ARRA services SCSEP funds can only be used for eligible participants. SCSEP participants may receive intensive and / or training services under WIA / ARRA. Council for Community and Technical College Education James L. Skidmore, Chancellor Kathy DAntoni, Director of Vocational, Technical & Occupational Education Customized Training Certificate Programs Associate Degrees Board of Governor Degrees Continuing Education Classes The delivery of training and education programs to employees, part-time and full-time students enrolled in collegiate credit and non-credit programs and courses Region 1 Local Plan 2009-2010 109
Confidentiality Requirements Training Activity Case Management Planning Compact Cycle Job Placement Special Conditions / Exceptions
Agency Name / Key Contact
Primary Program(s)
Core Services
Contributions Performance Measurement Levels
The participation in WIA / ARRA activities vary with each individual community & technical college Community and technical colleges are accountable for Carl D. Perkins Vocational and Technical Education Act Core indicators and all public community & technical colleges are accountable through a submission of an Institutional Compact and Master Plan to the Council for Community College Education Referrals are made through agencies, high schools, employers, Work Force Investment Boards and WORKFORCE West Virginia Career Centers All community & technical colleges follow provisions of the Federal Privacy Act and other student confidentiality requirements Customized training for employers, non-collegiate credit training for the general public and continuing education for a variety of professions Counseling and advising activities are provided by all public community & technical colleges to students The Carl D. Perkins Vocational and Technical Education Act State Plan is submitted to the United States Department of Education and updated annually during the duration of the Act, and each public community & technical college submitted a sixyear Compact and Master Plan that is revised annually Each public community & technical college has a career planning and placement office available to students None provided Department of Education & the Arts Division of Rehabilitation Services (DRS) Janice A. Holland, Interim Director Rehabilitation Case Services, Counseling, Guidance and Placement Work Incentive Grant - Building Inclusive One-Stop Systems.
Referral Process
Training Activity
Case Management Planning Compact Cycle
Job Placement Special Conditions / Exceptions Agency Name / Key Contact
Primary Program(s)
Core Services
WV DRS provides services at the intensive level. DRS may serve only eligible individuals who have a physical or mental impairment that constitutes a substantial impediment to employment which interferes with their ability to get, keep or advance in employment and who can benefit from rehabilitation services in order to successfully reach an employment outcome. Beginning at application (usually deemed a core service), certified Rehabilitation Counselors analyze the information provided to determine an individuals strengths, weaknesses and discuss services that will enable the person to be successful. WV DRS is co-located at five WorkForce West Virginia WORKFORCE West Virginia Career Centers and provides a full time Counselor at four other comprehensive WORKFORCE West Virginia Career Centers. This ensures coverage at all WIA / ARRA workforce regions. DRS also pays the proportionate share of rent and related expenses, based on a cost allocation plan, required to support our full time equivalent employee. Additionally, DRS has had a full time Workforce Program Supervisor on staff since 1999 to implement and monitor programs under WIA / ARRA. DRS is accountable to standards and indicators required by the Rehabilitation Act of 1973 as Amended in 1998. Federal regulations require follow-up for 90 days after the eligible individual is placed in employment. Workforce core services provided under WIA / ARRA are to be universally accessible; consequently, an individual with a disability may choose to receive services directly from the WORKFORCE West Virginia Career Centers rather than being automatically referred to DRS. If an individual applies for rehabilitation services and is found eligible, job ready individuals may choose to apply for other workforce services after receiving intensive services received from DRS. WV DRS is guided by numerous federal and state laws governing confidentiality. These include, but are not limited to, confidentiality provisions under the federal Rehabilitation Act, the federal Privacy Act, the federal Health Insurance Portability and Accountability Act of 1996 (HIPAA) and West Virginia Code 18-10A-10. DRS protects the confidentiality of all clients and will only release information if the client signs a release form that identifies what is being released, to whom and the intended purpose. Region 1 Local Plan 2009-2010 111
Contributions
Referral Process
Training Activity
Payment for training is one of the services that may be provided to eligible individuals to enable them to obtain a successful employment outcome. DRS has negotiated MOUs with two (2) WIB to share costs of training and looks forward to developing similar agreements throughout the state. Case management services are provided for applicants and eligible individuals by Vocational Rehabilitation Counselors. Coordination of case management activities is critical to ensure that vocational goals and services are congruent between the two case management systems. The State Plan for Vocational Rehabilitation Services is submitted annually to the state Department of Education and the Arts and to the federal Rehabilitation Services Administration. Eligible individuals receive placement services as part of the Individualized Plan for Employment. DRS recognizes the individuals right to privacy and maintains client confidentiality. It is the DRS clients choice whether to disclose to an employer if he / she has received services from the Division of Rehabilitation Services. All job ready individuals are required to register with the WorkForce West Virginia WORKFORCE West Virginia Career Centers to aid in their job seeking efforts. The Division of Rehabilitation Services provides services through an eligibility based program. Eligibility criteria are established by the Rehabilitation Act as Amended in 1998 and its federal regulations. To be eligible for rehabilitation services, an individual must have a physical or mental impairment which constitutes or results in a substantial impediment to employment AND the applicant must require rehabilitation services to prepare for, enter into, engage in, retain employment consistent with the individuals strengths, resources, priorities, concerns, abilities, capabilities and informed choice. Department of Education Office of Adult Education and Workforce Development (ABE) W.A. Wilcox Adult Basic Education and Vocational and Technical Training Basic Academic Skills, Job Readiness Skills, Literacy Services, ESL, Distance Learning, Academic Assessment for adults Region 1 Local Plan 2009-2010 112
Case Management
Planning Compact Cycle
Job Placement
Primary Program(s) Core Services
enrolled in ABE Contributions Performance Measurement Levels Instructors, instructional materials, classroom supplies Core indicators of performance reported by ABE include: Demonstrated improvements in literacy skill levels; receipt of a secondary school diploma or its recognized equivalent; placement in, retention in, or completion of postsecondary education, training, unsubsidized employment, or career advancement. Collaboration with various agencies and organizations Strictly Confidential Information: disclosure of a diagnosed learning disability; a physical or mental disability; a diagnosed medical condition; use of prescription drugs; history of drug / alcohol abuse and / or treatment; status as HIV positive or having the aids virus; official transcripts of GED scores. Instructors teaching ABE must follow the Office of Adult Education and Workforce Development requirements for preservice and in-service training. Student intake counseling only Five year plan. The scope of ABE does not include job placement, but is limited to providing educational achievements data to the case management process. For students 16 years of age and older, not enrolled in secondary education Department of Education Office of Institutional Education Programs (OIEP) Frank D. Andrews. Superintendent GED, HS Diploma, Vocational / Technical, Social Skills and Post Secondary OIEP will not offer any services directly from the WORKFORCE West Virginia Career Center, but will offer job training programs, basic education and social skills programs to adults and youth while incarcerated. WVDE, OIEP provides educational programming at all regional jails, adult correctional facilities and juvenile facilities run by DHHR and Division of Juvenile Services.
Referral Process Confidentiality Requirements
Training Activity
Case Management Planning Compact Cycle Job Placement
Special Conditions / Exceptions Agency Name / Key Contact
Primary Program(s) Core Services
Contributions
Performance Measurement Levels Referral Process
Training Activity Case Management Planning Compact Cycle Job Placement Special Conditions / Exceptions
GED, High School and Post Secondary completions, grade level skills improvement and vocational certifications Referrals will be made to WORKFORCE West Virginia Career Centers by transition specialists, teachers and administrators employed by WVDE at releasing institutions. Students will sign release of information forms for any information that is shared between WVDE / OIEP and WORKFORCE West Virginia Career Centers. This will be done prior to their release and will be a part of their portfolios. Vocational, academic and social skills programs are offered to incarcerated adults and youth throughout institutions in WV. Student intake counseling only. Internal Strategic Plan for OIEP 2004-2008 which will continually be updated. Sharing of training and testing information and assistance from transitions specialists within OIEP are available. Placing of convicted felons in job market needs special attention to benefits available to employers such as federal bonding and tax advantages to employers of convicted felons. Department of Health & Human Resources (DHHR) Bureau for Children & Families Paul Nusbaum, Secretary Fred Boothe, Commissioner Temporary Assistance for Needy Families (TANF) Food Stamp Employment and Training (FSET) Children Youth Services SPOKES / EXCEL Open Entry Job Preparations Classes for TANF & WIB participants. Assessment Testing using the TABE, WorkKeys and CASAS along with Learning Disability Screening and the Emotional Health Inventory. FSET providing employment and training opportunities for unemployed and under employed Food Stamp Recipients (not available in all counties).
Primary Program(s)
Core Services
Contributions
Assist in funding instructors for the TANF and WIB job readiness classes (SPOKES / EXCEL). Currently providing funding for the WORKFORCE West Virginia Career Center staff to operate the FSET program.
TANF participants should have the opportunity to participate in all workforce employment / training opportunities. TANF participation rate requirements are established at the Federal level. All FSET participants should be offered an employment / training opportunity that will allow them to maintain their eligibility for Food Stamps.
Referral Process
All TANF participants that complete SPOKES / EXCEL classes should be eligible to participate in workforce employment / training opportunities. All FSET participants need to be referred to appropriate activities by WORKFORCE West Virginia Career Center staff.
The confidentiality of all DHHR customers needs to be respected and protected with special consideration being given to victims of domestic violence and those receiving child protective services. That wherever possible, the Workforce Investment Board provide a classroom where the SPOKES / EXCEL classes can be conducted. The DHHR case manager will be the primary case manager for all TANF customers. WORKFORCE West Virginia Career Center Workforce Advisors need to attend Case Staffing Reviews for TANF customers, as appropriate.
Training Activity
Case Management
Planning Compact Cycle
The TANF State Plan is rewritten every two years and periodically revised as needed. The FSET State Plan is rewritten every two years and updated annually. DHHR will assist and provide appropriate support services not otherwise available to DHHR customers who are placed into employment. DHHR is committed to providing every TANF and FSET participants with employment and training opportunities that will lead to employment. DHHR hopes that by participating with other agencies and utilizing the services of the WORKFORCE West Virginia Career Centers, a greater range of opportunities will become available to DHHR customers.
Job Placement
DHHRs understanding is that it is not obligated to pay rent or other expenses for the WORKFORCE West Virginia Career Center operation unless arrangements are specially negotiated. Department of Military Affairs & Public Safety Division of Corrections (DOC) Jim Rubenstein, Commissioner Teresa McCourt, Director of Programs Assessment and Diagnostic Services Case Management Services Supervision Services Varied combinations of programs to include educational studies, substance abuse treatment services, affective skills, social skills, life skills, transition skills, and faith-based services. WV DOC provides supervision, intensive case management services, and treatment program options to felony-convicted adult and young adult men and women incarcerated within DOC facilities, and to probationers and parolees under the custody of the WVDOC in local West Virginia communities. The WV DOC has no supervisory authority over those offenders who have discharged their sentences. WV DOC provides Workforce Advisors in each WV DOC facility to assist in entering offenders who are nearing parole and / or discharge into the MACC system. WV DOC provides a total of thirty-five (35) parole officers throughout the state to provide general and intensive supervision of offenders on probation / parole. Additionally, the WV DOC will provide records related to an offenders program plan and assessment results to WORKFORCE West Virginia Career Centers with signed releases of information. Each offender under parole / probation supervision will have certain performance standards as outlined in an individual program plan developed by their assigned parole officer. Deviations from the expected standards will be handled using a system of graduated sanctions. Offenders under the supervision of the WV DOC will be entered into the MACC system as they near parole / discharge. Referrals to WORKFORCE West Virginia Career Centers will be made on an as needed basis by parole officers for those offenders who have been placed on parole / probation. Region 1 Local Plan 2009-2010 116
Primary Program(s)
Core Services
Contributions
Referral Process
The release of confidential information regarding an offenders program plan and assessment results requires a release of information signed by the offender. Employees within the WV DOC will receive disciplinary sanctions for any unauthorized dissemination of official information or use of official information for private advantage. Training is provided to offenders housed within WV DOC facilities by the WV Department of Education. Limited funds are available through the Carl D. Perkins Fund to provide community-based training for offenders housed in work release settings. Limited funds are available through the Serious and Violent Offender Reentry Initiative Grant for offenders under parole supervision. Carl Perkins and SVORI grant funds are used to pay tuition and various other costs related to job skill training are disseminated on an as needed basis from the Office of the Director of Programs. Provided by institutional Workforce Advisors for those incarcerated offenders, and parole officers for those offenders on parole / probation status. Submits plan to the Department of Military Affairs and Public Safety. Offenders under the custody and / or supervision of the WV DOC are expected to be honest with employers regarding their criminal history. Parole officers will be in regular contact with employers to assess the offenders community functioning and level of success at his / her current job. Contributions related to entering information into the MACC are contingent on WVDOC staff being provided with the appropriate training, resources, and technology to perform these tasks.
Training Activity
Case Management
Planning Compact Cycle Job Placement
Agency
Department of Military Affairs & Public Safety Regional Jail & Correctional Facility Authority Contact person: Houses pre-trial inmates, misdemeanants and felons in all regional jails Provides various programming to offenders Provides counseling to offenders as needed and / or requested
Primary Program(s)
Core Services
Home and Employment Plans done thru the Regional Jail Authority AA NA Smoking Cessation MRT Religious Services Job Fairs
Contributions
Provides one counselor per one hundred inmates and 1 Director of Inmate Services to assist offenders. Provides education through the WV Department of Education Above listed services are done at request of inmates that seek to rehabilitate themselves while incarcerated. Upon release, they will be able to function better in society. Upon release, Counselors utilize the Community Resource Guide which refers inmates who need assistance with family and home needs. WV Regional Jail Authority is guided by numerous federal and state laws governing confidentiality. These include, but are not limited to, confidentiality provisions under the federal Rehabilitation Act, the federal Privacy Act, the federal Health Insurance Portability and Accountability Act of 1996 (HIPPA) and West Virginia Code 1810A-10. Inmates are offered various programs jail by jail dealing with Substance Abuse and Domestic Violence. Counseling is provided by college degree Correctional Counselors with appropriate B.A. / B.S. degrees Submit plan on programming to Agencys Program Director once a year. Grant funding programs that assist in finding employment. The Regional Jail Authority assists disabled inmates. Foreign language Region 1 Local Plan 2009-2010 118
Performance Measurement Levels Referral Process Confidentiality Requirements
Training Activity Case Management Planning Compact Cycle Job Placement Special Conditions / Exceptions
Agency Name / Key Contact Primary Program(s)
and the deaf WORKFORCE West Virginia, Ron Radcliff, Executive Director Workforce Investment Act state set aside funds for services to youth, adults and dislocated workers. Governors Guaranteed Work Force Program (GGWFP) training grants to new, expanding and existing businesses. Competitive Improvement Program (CIP) training grants to small and medium-sized manufacturers. Small Business Work Force (SBWF) training grants for small businesses. Workforce Development Initiative (WDI) grants to community colleges for building capacity of training and education programs provided to employers. In addition, may administer federally funded National Emergency Grants (NEGs), and other WVDO economic development activities. Participant outreach / recruitment, participant & service provider eligibility determination, applicant assessment, job search assistance, and labor market information, including the availability of occupational skills training programs offered under WIA / ARRA. Funding and coordination of Rapid Response activities for dislocated workers; and employment / training services for other special populations (e.g., veterans, disabled persons, ex-offenders, homeless individuals, disadvantaged youth and adults, and public assistance recipients); customized occupational skills training; On-the-Job Training (OJT); and special economic development / labor market surveys to assess labor market demand. As prescribed in federal Workforce Investment Act legislation and negotiated with the U.S. Department of Labor and Local Workforce Investment Boards. NOTE: performance measures indicators include such areas as: job placement; job retention; earning gains; credentialing; skill attainment; and customer satisfaction. In conjunction with local Workforce Investment Boards and WORKFORCE West Virginia Career Center customer flow procedures. Based on federal and state privacy act requirements. See Contribution note above. Predicated on full utilization of the MACC system. WIA / ARRA has a five-year planning cycle, with annual review or modifications to the plan. Job placement rate is based on WIA / ARRA negotiated performance standards. Region 1 Local Plan 2009-2010 119
Core Services
Contributions
Referral Process
Confidentiality Requirements Training Activity Case Management Planning Compact Cycle Job Placement
Special Conditions / Exceptions None
26.0 Signatures (Gained at state level for ICT MOU) Commissioner, Bureau of Employment Programs ________________________________________ Signature Commissioner, Bureau of Senior Services ________________________________________ Signature Chancellor, Council for Community College Education ________________________________________ Signature Secretary, Department of Education and the Arts ________________________________________ Signature Superintendent, Department of Education ________________________________________ Signature Secretary, Department of Health and Human Resources ________________________________________ Signature Secretary, Department of Military Affairs and Public Safety ________________________________________ Signature Executive Director, Development Office ________________________________________ Signature ____________________________ Date ____________________________ Date ____________________________ Date ____________________________ Date ____________________________ Date ____________________________ Date ____________________________ Date ____________________________ Date
ATTACHMENT B LOCAL ELECTED OFFICIALS AGREEMENT
AGREEMENT ESTABLISHING THE REGION 1 WEST VIRGINIA LOCAL ELECTED OFFICIALS BOARD
PURPOSE OF AGREEMENT Article I - The undersigned parties hereby establish the West Virginia Region 1 Elected Officials Board (hereinafter known as the LEO Board) for the purpose of consolidating, coordinating, and improving workforce investment programs pursuant to the provisions of the Workforce Investment Act of 1998 (hereinafter known as the Act), and the federal regulations as issued by the U. S. Secretary of Labor for the implementation of the Act (hereinafter known as the Regulations). MEMBERSHIP Article II - The LEO Board shall be composed of the mayor and one county commissioner representing the following independent political jurisdiction: City of Beckley City of Bluefield County of Fayette County of Greenbrier County of McDowell County of Mercer County of Monroe County of Nicholas County of Pocahontas County of Summers County of Raleigh County of Webster County of Wyoming By their signatures, the local elected officials (LEOs) of these thirteen jurisdictions endorse the objectives and accept the terms and conditions of this agreement. There shall be a LEO Board consisting of one (1) commissioner from each of the eleven member counties and the mayor of the City of Beckley and the City of Bluefield. The representative commissioner shall be selected by a majority vote of the board of commissioners from each county member. The LEO Board shall
serve as the oversight body and ensure accountability of the Region 1 West Virginia Local Workforce Investment Board (LWIB). A) Membership and Voting 1) All parties agree that it is in the best interest of the LEO Board and the cities and counties that are a party to this agreement for there to be a sharing of interest and representation on the LEO Board. Therefore, the parties agree that, to the extent feasible, all LEO Board members are expected to attend meetings of the LEO Board. A Chair of the LEO Board shall be elected by majority vote of the LEO Board members present and voting to serve for a two-year term. A First Vice-Chair shall be elected by a majority vote of the LEO Board members present and voting to serve a two-year term, and shall serve as Chair, in the Chairs absence, at any scheduled meeting of the LEO Board. The elected Chair shall be empowered to sign all legal documents on behalf of the LEO Board. The LEO Board shall also elect a Secretary/Treasurer to serve a two-year term. All officers of the LEO Board shall be representatives of different member counties of the LEO Board. The number and schedule of meetings of the LEO Board shall be set forth in the LEO Boards by-laws. Each member of the LEO Board shall be entitled to one vote. In the event a member is unable to attend a meeting, she/he may grant a written proxy to another member of the LEO Board or another commissioner from the same county. The proxy may only be for one meeting and for the specific proposal(s) on the agenda for such meeting. All decisions of the LEO Board shall be by a majority of the votes cast, a quorum (one more than half of the LEO Board) being present. A quorum for the purpose of amendments and the bylaws shall be two-thirds (2/3) majority of the LEO Board.
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AREA AND POPULATION TO BE SERVED Article III - The workforce investment area to be served by the LEO Board shall be the counties of Fayette, Greenbrier, McDowell, Mercer, Monroe, Nicholas, Pocahontas, Summers, Raleigh, Webster, and Wyoming and the cities of Beckley and Bluefield.
POWERS, FUNCTIONS AND RESPONSIBILITIES OF THE LEO BOARD Article IV - The purpose of the LEO Board shall be to exercise the powers, functions, and responsibilities vested in the LEO Board by this agreement for planning and oversight of programs and services for which funds are provided through the Act, or other related programs and services for which funds may otherwise be made available to the LEO Board and for all other workforce investment programs provided through One-Stop Career Centers as defined in the Act or the regulations promulgated thereunder. On behalf of each and all of the thirteen political subdivisions that are all parties hereto, the LEO Boards powers shall include, but are not necessarily limited to, the following: A) Appointment and re-appointment of members of the LWIB from individuals nominated or recommended to or by the LEOs. Nominations and individuals selected from the private sector must reflect the industrial and demographic composition of the local labor market of the LWIB; In partnership with the LWIB, development and submission of all plans and subsequent modifications to the Governor of West Virginia (Governor) and/or other organizations for funding; In agreement with the LWIB, designation or certification of One-Stop service provider consistent with criteria established by the Act and the West Virginia Workforce Investment Council and termination for cause the certification of the One-Stop service provider; In partnership with the LWIB, conduct oversight with respect to local programs of youth, adult and dislocated worker activities authorized under the Act and the One-Stop service provider system;
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In partnership with the LWIB, negotiation of and reaching an agreement with the West Virginia Workforce Investment Council on behalf of the Governor on local performance measures; In cooperation with the LWIB, appointment of a Youth Council (as defined in the Act or the regulations promulgated thereunder) as a subgroup of the LWIB responsible for recommendations to the LWIB concerning youth programs and issues; Approval of the budget developed by the LWIB for the purpose of carrying out the duties of the LWIB; Establishment of by-laws for the LEO Boards operation; In partnership with the LWIB, solicitation of support and comment from the general public in providing comprehensive workforce investment programs; The LEO Board may either support the decision of the LWIB or may refer such decisions back to the LWIB for further consideration; The LEO Board shall be the recipient of all the Act funds and others with the authority, responsibility and liability for the oversight of all workforce investment programs; Employ LEO Board staff and/or utilize other options for carrying out the authorities and responsibilities set forth in this agreement (such as utilizing members of the LWIB staff) to assist the LEO Board in gathering financial information regarding the operation of the LWIB; Delegation of such functions and responsibilities to agencies, subcommittees or individuals as the LEO Board deems appropriate for executive administrations; the LEO Board reserves all powers not expressly delegated; Such other functions as the LEO Board may deem appropriate for the exercise of the LEO Boards powers and in the discharge to the LEO Boards duties and responsibilities under the Act and the regulations promulgated thereunder.
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Any delegation of power or authority by the LEO Board does not relieve the LEOs of their ultimate responsibility for the use of the funds under the Act. The LEO Board reserves the right to review, evaluate and make a determination on any plan, proposal or request for funding as submitted by the LWIB.
LWIB REGION 1 WEST VIRGINIA LOCAL WORKFORCE INVESTMENT BOARD Article V - The undersigned parties hereby establish the LWIB for the purpose of consolidating, coordinating, and improving workforce investment programs pursuant to the provisions of the Act and the Regulations. The LWIB shall exercise the powers, functions and responsibilities vested in the LWIB by this agreement and the Act for planning and oversight of the delivery of programs and services for which funds are provided through the Act, other related programs and services for which funds may otherwise be made available to the LWIB, and for all other workforce investment programs provided through One-Stop Career Centers. A) Purpose of the LWIB 1) To be responsible for developing policy, goals, objectives and overall direction of the 11-county workforce investment area with respect to activities under Title I of the Act; To increase the business communities involvement in the workforce investment programs operated within the eleven county workforce investment area represented by the LEOs; To improve workforce investment needs of job seekers, workers and businesses within the eleven county workforce investment area represented by the LEOs.
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Membership The membership of the LWIB shall be: 1) The LWIB shall consist of as many members as is necessary to comply with the Act; Composed of at least 51 percent private business and industry representatives and the remainder shall be composed of at least
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two (2) representatives from local educational entities, at least two (2) representatives from community-based organizations, at least two (2) representatives from economic development agencies, at least two (2) representatives from labor organizations, and representatives determined by managing organizations of each of the One-Stop mandated partners who are investors, as specified in the Act; 3) The 51 percent private business and industry shall be at least two (2) members from each of the 11 counties and there shall be at least two (2) members at large to be selected from within the eleven counties; LWIB members terms shall be staggered so that no more than one-third shall be due for appointment or reappointment at any one time. Appointment to the LWIB shall be for three (3) years except for appointment to the initial board of directors and to fill an unexpired term and appointments necessary to maintain the staggered terms; A Chair of the LWIB shall be elected from among the members representing the private sector by majority vote of the members present and voting to serve a two-year term. A First Vice-Chair shall be elected by a majority vote of the members present and voting to serve a two-year term, and shall serve as Chair in the Chairs absence. A Second Vice-Chair shall be elected by the same method as the First Vice-Chair and shall serve in the event of absence of the Chair and First Vice-Chair. The elected Chair shall be empowered to sign all legal documents on behalf of the LWIB.
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Powers, Functions and Responsibilities 1) 2) Initiate and develop all policies and policy actions; In partnership with the LEO Board, development and submission of all plans and subsequent modifications to the Governor and/or other organizations for funding; In agreement with the LEO Board, designation or certification of One-Stop Career Centers (consistent with criteria established by
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the State Workforce Investment Council) and termination for cause the eligibility of the One-Stop Career Centers; 4) Identification of eligible providers of youth activities by awarding grants or contracts on a competitive basis based on the recommendation of the Youth Council; Identification of eligible providers of training services for adults and dislocated workers; Identification of eligible providers of intensive services for adults and dislocated workers and award contracts for intensive services if the One-Stop Career Center does not provide the intensive services; Submission of a budget for the purpose of carrying out the LWIB duties to the LEO Board; In partnership with the LEO Board, conduct oversight with respect to local programs of youth, adult and dislocated worker activities authorized under the Act and the One-Stop Career delivery system; In partnership with the LEO Board, negotiation of and reaching an agreement with the West Virginia Workforce Investment Council on behalf of the Governor on local performance measures; Assistance to the WORKFORCE West Virginia State Office in developing a statewide employment tracking system; Coordination of workforce investment activities authorized under the Act with local economic development strategies including those of the West Virginia Workforce Investment Council and the development of other employer linkages with those activities; Promotion of the participation of private sector employers in the statewide workforce investment system; ensure private sector participation through the connecting, brokering and coaching activities, through intermediaries such as One-Stop Career operator or through other organizations, to assist employers in meeting hiring needs;
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Negotiation of an agreement with the LEO Board clearly detailing the partnership between the LEO Board and the LWIB for the governance and oversight of activities under the Act (the LEO/WIB Agreement); In cooperation with the LEO Board, appointment of a Youth Council as a subgroup of the LWIB responsible for recommendations to the LWIB concerning youth programs/issues; Solicitation and acceptance of grants and donations from sources other than federal funds made available under the Act; Establishment of by-laws for the operation of the LWIB; In partnership with the LEO Board, solicitation of support and comment from the general public in providing comprehensive workforce investment programs; Promoting good public relations for the entire workforce investment system; A non-financial agreement will be developed between the LEO Board and the LWIB, which further defines their organizational structure and relationships with each other; Delegation of such functions and responsibilities to agencies, subcommittees or individuals as the LWIB deems appropriate for executive administration; all powers not expressly delegated are reserved by the LWIB in accordance with the Act or as otherwise agreed to in the LEO/WIB Agreement; Such other functions as the LWIB may deem appropriate for the exercise of the LWIBs powers and in the discharge of the LWIBs duties and responsibilities under the Act and the regulations promulgated thereunder.
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RESTRICTIONS OF THE LEO BOARD AND THE LWIB Article VI

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The LWIB and the LEO Board may not provide core services or intensive services through a One-Stop Career system or be designated or certified as a One-Stop Career operator unless an agreement is reached between the LEOs and the Governor; The LWIB and the LEO Board may not provide training services unless granted a waiver by the Governor due to an insufficient number of eligible providers of training services to meet the local area demand; The LWIB and the LEO Board may not mandate curricula for schools; The members of the LWIB or the LEO Board may not vote on a matter under consideration by the LWIB or the LEO Board regarding provisions of services by the member or the entity the member represents; matters that would provide direct financial benefit to the member, his/her immediate family; or a business with which the member or his/her immediate family is associated or another activity that would be in conflict with the conflict of interest prohibitions outlined in the West Virginia Constitution or Statute. Conflict or conflict of interest does not include an action having a de minimi economic impact or which affects to the same degree a class consisting of the general public or a subclass consisting of an industry, occupation, or other group which includes the member of the LWIB or the LEO Board or a member of his/her immediate family, or a business with which he/she or a member of his/her immediate family is associated. LIABILITY
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Article VII A) The counties and cities signatory to this agreement to the extent consistent with the state or local laws of the State of West Virginia do certify acceptance of the responsibility for the total management, operation, and compliance with all applicable laws and federal regulations. The counties and cities signatory to this agreement, to the extent consistent with the state or local laws of West Virginia, agree that each will be responsible for any disallowed costs or liabilities that can be specifically traced to the operation or administration of its portion of the LWIBs programs.
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The signatories to this agreement agree that the LEO Board shall secure public liability insurance for the LEO Board members, LEOs serving as LWIB members, LWIB Board of Directors, LWIB staff, and representatives of these groups. Individual LEO Board members shall not be personally liable for any and all actions or inactions while carrying out the responsibilities of this agreement. The signatories to this agreement agree that in the event a liability results from a sub-contractual agreement with another party, all methods for pursuing collection of the disallowed costs will be exhausted. In accordance with the Act, assistance from the United States Secretary of Labor will be requested for any debt collection. In no event will liabilities incurred through workforce investment activities undertaken by any member or members of the LEO Board prior to LEO Board formation be assumed by the LEO Board.
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SUNSHINE LAW Article VIII - The West Virginia Open Governmental Proceedings Act (Chapter 6, Article 9A and Chapter 29B, Article 1 of the Code) shall apply to all bodies governed by this agreement.
SEVERABILITY Article IX - Whenever possible, each provision of this agreement shall be interpreted in such manner as to be effective and valid under applicable law, but if any provision of this agreement is held to be prohibited by or invalid under applicable law, such provision will be ineffective only to the extent of such prohibition or invalidity, without invalidating the remainder of such provision or the remaining provisions of this agreement.
DURATION OF AGREEMENT Article X - The term of this agreement is perpetual. However, each of the counties and cities represented by the LEO Board shall be permitted to withdraw from this agreement upon written notification to the LEO Board of the intention of such county to withdraw at least 120 days prior to the intended date of such withdrawal.
Upon the unanimous agreement of the board of commissioners of each county or the city councils that remains a party to this agreement, or upon the reduction of the number of parties to this agreement to less than six, the Board shall be dissolved, this Agreement shall be terminated, and any remaining funds shall be restored to the source thereof, pursuant to applicable law and regulations.
ADMINISTRATIVE ASSURANCES Title 1 of the Workforce Investment Act of 1998
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Recipients of WIA / ARRA funds will maintain sound Fiscal Control and Fund Accounting Procedures to ensure the proper disbursement of, and accounting for, funds through the allotments made under WIA / ARRA. Adherence to Section 188 of the Workforce Investment Act 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 / ARRA Title 1-financially assisted program or activity. By assuring adherence to Section 188 of WIA / ARRA, also assures acceptance to Title VI of the Civil Rights Act of 1964; Section 504 of the Rehabilitation Act of 1973; The Age Discrimination Act of 1975; Title IX of the Education Amendments of 1972. Adherence to Title 11, Subtitle A of the American with Disabilities Act of 1990 which prohibits the exclusion, on the basis of disability, from participation in or denial of the benefits of services, programs, or activities of a public entity, or be subjected to discrimination by any public entity. Certification Regarding Drug-Free Workplace Requirements (29 CFR, Subtitle A, Appendix C to Part 98): WIA / ARRA funded grantees certify that it will provide a drug-free workplace by notifying employees that the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in the workplace and specifying the actions taken against employees for violation of such prohibition. Grantees certify that it will make a good faith effort to maintain a drug-free workplace through implementation of paragraphs (a), (b), (c), (d), (e), and (f) of 28 CFR Subtitle A, Appendix C to Part 98. Certification Regarding Disbarment and Suspension (29 CFR, Subtitle A, Appendix A to Part 98): WIA / ARRA funded grantees certify to the best of its knowledge that it is not presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded by any Federal department or agency. (a) Have not within a three-year period preceding this period been convicted of or had a civil judgment rendered against them for commission of fraud or a criminal offense in connection with obtaining, or attempting to obtain, or performing a public (Federal, State, or Local) transaction or contract under a public transaction. (b) Are not presently indicted for or otherwise criminally or civilly charged by a governmental entity (Federal, State, or Local) with the commission of any fraud or criminal offences in obtaining or attempting to obtain, or Region 1 Local Plan 2009-2010 133
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performing a public transaction under a public contract. (c) Have not within three years preceding this period had one or more public transactions (Federal, State, or Local) terminated for cause or default. 6. Certification Regarding Lobbying (29 CFR, Subtitle A, Appendix A to Part 93): WIA / ARRA funded grantees certify to the best of its knowledge that no Federal funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of an agency; a Member of Congress; an officer or employee of Congress; or an employee of a Member of Congress in connection with the awarding of any Federal contract, the making of any Federal grant, loan, cooperative agreement, and the extension, continuation, renewal, amendment or modification of any Federal contract, grant, loan, or cooperative agreement. An eligible veteran who has applied for and received a priority of services designation and who has otherwise met the eligibility criteria for employment training through a federal or state funded program shall be placed in a pool of eligible applicants, ordered on the date of eligibility. If both veterans and nonveterans are certified eligible on the same day, veterans shall be afforded priority in enrollment in the following manner: (A) First priority shall be awarded to service-connected disabled veterans; (B) Second priority shall be awarded to other eligible veterans; (C) Third priority shall be awarded to nonveterans.
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WEST VIRGINIA WORKFORCE DEVELOPMENT SYSTEM

PARTNERS MEMORANDUM OF UNDERSTANDING 2009-2010
The Workforce Investment Act (WIA / ARRA) clearly identifies the WORKFORCE West Virginia One-Stop Career Centers as the service delivery system for programs funded under the WIA / ARRA and its partner programs. WORKFORCE West Virginia consists of local One-Stop Career Centers in which partners come together to administer workforce investment and other workforce development system activities.
This Memorandum of Understanding (MOU) sets forth the terms of agreement for cooperation and consultation with regard to the implementation of the WIA / ARRA in the Region 1 Workforce Investment Area.
PARTNER MEMORANDUM OF UNDERSTANDING
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PURPOSE
The purpose of this MOU is to establish cooperative and mutually beneficial relationships
among the required WIA / ARRA state partners and other partners whose participation has been determined to be vital to accomplishing the Governors workforce investment goals. This MOU Region 1 Local Plan 2009-2010 135
also sets forth the relative responsibilities of the partners as they relate to the planning and implementation of the comprehensive workforce investment system in West Virginia at both the state and local levels. To ensure the maximum flexibility for all partners under this agreement, it is agreed that the partners may enter supplemental, agency-specific state or local agreements that further or complement this agreement. At a minimum, the partners to this MOU agree to enforce the aspects of this agreement at the local level.
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SYSTEM-WIDE COMMITMENTS AND DELIVERABLES

Each partner to this MOU agrees to make the following commitments through the
WORKFORCE West Virginia Career Centers: 1. Provide the appropriate core, intensive, and training services that are applicable to the partners program and are outlined in attachments to this MOU. 2. Work together to produce and implement a plan to identify the needs of the local workforce and business community and effectively deliver services to the customer and reduce the duplication in the Workforce West Virginia Career Center. 3. Participate in and commit resources, as appropriate, to a common case management information system, i.e. Mid-Atlantic Career Consortium (MACC), within WORKFORCE West Virginia. 4. Commit to the effective flow and referral of customers through the WORKFORCE West Virginia Career Centers from entry to case management to employment. 5. Commit to the achievement of established performance goals established by the U.S. Department of Labor, West Virginia Workforce Investment Council, and the WORKFORCE West Virginia Career Center partners. 6. Participate in and commit resources, as appropriate, to ensure all Business Services are coordinated between partners to reduce duplication and provide the best mix of services to the employer. Such services will be reported in the WORKFORCE West Virginia MACC system. 7. Participate in the local One-Stop Management Team to coordinate the delivery of service between partners and to benefit the WORKFORCE West Virginia Career Center customers. Region 1 Local Plan 2009-2010 136
8. Report partner activity including customer satisfaction, to the WORKFORCE West Virginia Management Team to determine level of service provided in the WORKFORCE West Virginia Career Center by each partner and to customers. The specifics of the report will be developed jointly by the One-Stop Management Team and the Region 1 Workforce Investment Board (WIB). 9. As part of the general MOU, individual agency specifics that outline additional information pertinent to that agencys agreement, deliverables, fund commitments (where appropriate), and participation in this Memorandum of Understanding are included as attachments to this MOU.
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CUSTOMER REFERRAL PROCESS

The primary goal of the referral system is the provision of seamless service delivery to
both job seekers and employers. Customers will be referred by methods and through processes developed at the local level and described in the state agency/local WIB MOU. Pilot programs and best practices should be developed for improvement and consistency statewide. Additionally, all information acquired in the One-Stop Career Centers will be mutually accessible. Duplication of data collection and reporting systems will be avoided. This information will be shared only to the extent permitted by regulations requiring confidentiality of participant records. All labor market information, job leads, programmatic and participant information, as reported on standard forms, will be accessible as allowable and appropriate. All partners agree to cooperate in developing customer identification, tracking, follow-up evaluation, performance, and satisfaction data.
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CONTRIBUTION FOR SERVICES AND SYSTEM OPERATING COSTS

Each mandated or other contributing partner (agency) agrees to contribute its fair share of
resources for providing WORKFORCE West Virginia Career Center core and intensive services and supporting the WORKFORCE West Virginia Career Center operating costs proportionate to the benefit derived and the total resources required. Agency totals will be included as such in the annual Funding Stream Report to the Legislative Oversight Committee. Partners will commit resources that support activities such as the WORKFORCE West Virginia operating costs (rent, utilities, etc.), management information system (MIS), assessment, cross training of staff, and Region 1 Local Plan 2009-2010 137
professional development. State agency partner contributions may be determined through negotiation with the state WORKFORCE West Virginia office. Every effort will be made to ensure balance between state level funding and use of funds and the funding at the regional level and use of funds regionally. There should be fair sharing of efforts targeted to build an effective and efficient workforce development system that is balanced between state and local regional efforts.
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USE OF COMMON TECHNOLOGY & INTEGRATED INFORMATION SYSTEMS

The MACC or, other replacement system approved by the Workforce Investment Council
(WIC), Governors Workforce Planning Council and the CTO. The MACC, known in West Virginia as WORKFORCE West Virginia, is the computerized system of record keeping that will include a common data repository for WIA / ARRA, WagnerPeyser, Trade Adjustment Assistance (TAA) and other Title I (B) activities. All partners agree to enter all client profiles (job and training seekers), job openings and employer information it receives into the WORKFORCE West Virginia (MACC) to the extent partner modules and access become available. The WORKFORCE West Virginia system (MACC) or replacement, will be the system of choice for finding employment or obtaining training through the agencies working together to develop common processes through the system. A process for allocating both future development costs and on going operational costs to include regular maintenance and help desk type support for the system will be established. It is anticipated that all state agencies accessing and using the WORKFORCE West Virginia system (MACC) will contribute toward all costs of the MACC based on an agreed upon fair and proportionate allocation determined by system use or overall funding. The local WIBs will also contribute proportionately toward the total cost. All partners also agree to treat all data contained in the WORKFORCE West Virginia (MACC) as confidential. No partner should permit access of State of West Virginia provided resources to, or disclose data to, any persons or entities other than its staff or data users, under any conditions. In order for client information to be shared, a release form stipulating what is being released and to whom must be agreed to and signed by the customer. Other data related to demand and supply side information will use in-house MIS.
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ASSESSMENT COMMON PRACTICES

Wherever and whenever possible assessment processes will be streamlined to reduce
duplication to the customers. Participating partners will work toward implementation of the ICT recommendations regarding assessment processes and use as found in the ICT 12/31/04 report on assessments. The ICT has recommended the TABE and WorkKeys as the two primary assessment tools and partners agree to accept the test scores for use in evaluating the individual and assisting in developing the Individual Plan of Employment. Other tests may be utilized, when necessary, to appropriately evaluate the individual.
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ANNUAL REPORTING REQUIREMENTS

Based on annual reporting requirements in West Virginia state code Chapter 5B-2B, all
parties to the MOU agree to provide information in a timely manner when requested by the Workforce System. Two annual reports require data from the agencies. One is the State of the One-Stop Careers and the other the Annual Funding Steams and Outcomes report. This report includes information on funding streams (federal and state), customers served, performance outcomes, and other items as outlined under separate cover. Both reports will be furnished to the West Virginia Legislature and other stakeholders. All agencies will share appropriate information.
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BUSINESS PLAN FOR ONE-STOP CAREER CENTERS

Partners to this MOU agree to participate in the development of a business plan for the
operation of services in the WORKFORCE West Virginia Career Center. This plan should address the effective delivery of services to the client, procedures between partners, day-to-day coordination of services in the center, etc. The plan should also address how partner collaboration should reduce the total overhead/administration of the One-Stop Career Center. All partners agree to support the design and implementation of a planning compact model that will integrate common goals and performance expectations related to workforce development in West Virginia. Partners to this MOU will serve as the first level group to address issues rising out of the One-Stop operations. The partners will work to continually improve the overall WORKFORCE West Virginia system and to advance integration, effectiveness and improvements. Region 1 Local Plan 2009-2010 139
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SUPPORT OF COMMON PERFORMANCE MEASURES

All partners agree to support all Federal and state mandated common performance
measures that may be established now or in the future. These measures will be part of the business plan. All parties to this MOU agree to capture appropriate performance data as required to support the collection and reporting of the common performance measures.
10.0 STAFF/RESOURCES DEVELOPMENT AND CROSS-AGENCY TRAINING

In order to ensure quality programs and services to all customers across all regions, parties to this MOU agree to develop the expected level of skills needed for operation of the WORKFORCE West Virginia Career Centers. Further, each agency will support the development of cross-agency training for awareness regarding its programs and services within the Career Centers. To ensure and sustain an effective, high quality workforce development system, adequate and knowledgeable staff must be in place. The better the knowledge and skill levels across the system, the greater the experiences and results the system can delivery on a regular basis. Partners to this MOU will invest in staff development within their agency and collaboratively across agencies to enhance the knowledge and skill levels of all staff engaged in the workforce development system.
11.0 MOU MODIFICATION PROCESS

Any signatory of the MOU may request, in writing, an amendment to this MOU. The changes must be documented, signed, dated under the conditions agreed upon by ALL of the partners, and attached to the original MOU. If any provision of the MOU is held invalid, the remainder of the MOU will not be affected.
12.0 BREACH OF MOU

The agencies agree that each shall fulfill its responsibilities under this MOU in accordance with the provisions of law and regulations that govern their activities. If at any time an agency is unable to perform its functions under this MOU, such agency shall immediately provide written notice to the Workforce Investment Board describing its inability to fulfill the
requirements of this MOU and establish a date at the earliest convenience, but no more than 30 days, to mutually resolve the issue. Failure to abide by this agreement is basis for termination by the WIB. The Region 1 WIB must report to the state WORKFORCE West Virginia office and the local elected officials the failure of any mandatory agency to sign or follow this MOU.
13.0 IMPASSE RESOLUTIONS

The agencies agree to communicate openly and directly and that every effort will be made to resolve any problems or disputes in a cooperative manner. For disputes regarding the provisions of this MOU that cannot be resolved through communication among agency staff, the parties will document the negotiations and efforts that have taken place to resolve the issue. At the first level, the unresolved issue or dispute should be presented to the One-Stop Management Team to attempt to resolve differences to the satisfaction of all parties. If this fails or does not meet the expectations of all parties, then the Region 1 WIB grievance procedure will apply to further resolution of the impasse.
14.0 MOU DURATION AGREEMENT

This agreement is effective July 1, 2009, and terminates on June 30, 2010. It may be extended through mutual agreement of the parties. The MOU may be terminated by any of the partners upon 30 days of written notice to the other partners with cause or upon 90 days of written notice to the other partners without cause.
15.0 EQUAL OPPORTUNITY, NONDISCRIMINATION OBLIGATIONS AND CONFIDENTIALITY OF INFORMATION/DATA

All partners recognize the critical nature of protecting and using information/data in the most appropriate manner at all times. Each partner entering into this MOU has the obligation and authority to control the use and access of information/data collected or generated as part of its specific work. All partners agree to work on ways to ensure the confidentiality of records throughout the One-Stop Career Centers. All confidentiality issues will be presented to the OneStop Management Team for discussion and resolution as to use and access of the identified data
and information needing special protection. The confidentiality agreement applies to electronic systems, as well as all paper processes. The partners acknowledge familiarity with applicable federal and State of West Virginia laws, rules, regulations, policies, procedures, and reporting requirements and will abide by them. This includes, but is not limited to, discrimination policies, compliance with the Americans with Disabilities Act, and maintenance of drug free workplaces. Reference is made, but not limited to, Sec. 181 Requirements and Restrictions, and Sec. 188 Nondiscrimination, of the WIA / ARRA.
16.0 SIGNATURES
By signing this agreement, the individual signatory certifies that he or she is authorized to sign on behalf of the Partner organization and that they bind the organization to the faithful performance of this agreement. The signatory also assures on behalf of the Partner organization that it will comply with practices, polices, and procedures regarding client confidentiality, data security, Drug Free Workplace Policy, Equal Employment Opportunity Regulations, and all required assurances as outlined in the Workforce Investment Act. The Agreement may be executed in counterparts and shall be fully effective with regards to each party, which signs a copy of this agreement as if every party had signed the same copy.
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ATTACHMENT PL #01 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #01 PRIORITY OF SERVICE
REGION 1 WORKFORCE INVESTMENT BOARD

WORKFORCE WEST VIRGINIA
200 Value City Center Phone: 304-253-3611 Suite 200 Beckley, West Virginia 25801 Fax: 304-253-0176
Region 1 Workforce Investment Board Policy Letter #01

Subject: Priority of Service Effective Date: August 13, 2001 (Amended: November 9, 2006; Amended February 8, 2007; Amended: April 2, 2009; Amended: June 18, 2009) 1. Purpose: To establish guidelines in priority of service to customers seeking assistance through Region 1 Workforce Investment Board activities, also specific to priority of service to veterans and eligible spouses. 2. References: Section 134(d)(4)(E) of the Workforce Investment Act and 20 CFR Part Subpart F Section 663.600; Section 101 (25) of the Workforce Investment Act Memorandum of State WORKFORCE West Virginia office dated January 26, 2009 and West Virginia Code 9A-4-1. 3. Background: The Workforce Investment Act requires individual Workforce Areas to give priority for intensive and training services to recipients of public assistance and other low-income individuals, if Title I Adult funds are determined to be limited. In addition, the U.S. Department of Labor Veterans Employment and Training Service (VETS) established a final rule on priority of service for veterans and eligible spouses has provided by the Jobs for Veterans Act enacted in 2002. 4. Policy: The Region 1 Workforce Investment Board has determined that funding for WIA / ARRA Title I funds are limited. As such, priority of service is to be given as follows: Core Services will be provided to all individuals seeking assistance without regard to specific eligibility criteria. Veterans and eligible spouses veterans will have priority of services in all Workforce Programs administered under the Federal Workforce Investment Act of 1998. Intensive Services will be provided to individuals who are not able to obtain employment through Core Services. Priority of service for intensive services will be provided to: Veterans and eligible spouses veterans will have priority of services in all Workforce Programs administered under the Federal Workforce Investment Act of 1998 Low Income Individuals individuals who are recipients of public assistance or members of families at or below the poverty level or Region 1 Local Plan 2009-2010 187
185% of the lower living standard. Training Services will be provided to individuals who are not able to obtain employment following provision of core and intensive services. Individuals must have successfully completed a pre-employment training program prior to consideration for training, unless such curriculum is part of the occupational skill training. Priority of service for training funds will be: Veterans and eligible spouses veterans will have priority of services in all Workforce Programs administered under the Federal Workforce Investment Act of 1998 Adult Funds individuals who are recipients of public assistance and other low income individuals. How Priority of Service is defined and applied Priority of service does not mean that only those individuals who meet the criteria listed above will be served. It means that if there are individuals who meet those criteria who are registered for service and deemed in need of intensive and training services, they will be enrolled before other individuals are considered. Local WORKFORCE West Virginia intake and case management staff will make decisions on who will be enrolled, essentially using the rule that if individuals who meet the priority of service definition are available, they will receive consideration for intensive and training services over others. A portion of the formula funds may be designated to serve workers in their current jobs in obtaining new skills. WORKFORCE West Virginia staff will use the following factors to determine who will receive intensive and training services: Priority of service will be given to veterans and eligible spouses who are seeking employment and training services by supporting advancement along career pathways that benefit the veterans and their families Residency or place of current or previous work located within the Region 1 area Individuals who are deemed to possess significant barriers to employment including, but not limited to, low literacy skills, exoffenders, poor work history, drug and alcohol addiction, and the homeless Members of families with incomes that are at or below 185% of the lower living standard applicable to Region 1. If training services are provided to individuals from another Region within West Virginia or from another state, a valid Memorandum of Understanding between the Workforce Investment Boards must be in place before training begins. 5. Action: All WORKFORCE West Virginia centers located within Region 1 or serving customers from Region 1 will be made aware of this policy. Eligibility for priority of service shall be determined by the WORKFORCE West Virginia center and tracked Region 1 Local Plan 2009-2010 188
through the WIA / ARRA Management Information System (MACC). 6. Expiration Date: This policy shall be in effect until revised or canceled by the Region 1 Workforce Investment Board.
ATTACHMENT PL #03 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #03 ON-THE-JOB TRAINING


Subject: On-the-Job Training (OJT) Effective Date: November 1, 2000 (amended January 16, 2003; Amended November 9, 2006; Amended November 13, 2008) (Amended June 18, 2009) 1. Purpose: To provide policy guidance on On-the-Job training requirements under the Workforce Investment Act (WIA / ARRA) within Region 1. 2. References: Workforce Investment Act of 1998, Section 101 (31) 20CFR Part 652 et al. Workforce Investment Act, Final Rules, Subsection 663, dated August 11, 2000. 3. Background: If WIA / ARRA customers are not able to find employment using core and intensive services, they may be eligible for training assistance under WIA / ARRA. WIA / ARRA training is delivered through Individual Training Accounts, except under certain exceptions. One of those exceptions is the provision of On-the-Job training (OJT). OJT is defined in Section 101(31) of the Act as training by an employer that is provided to a paid participant while engaged in productive work in a job that: (1) provides knowledge or skills essential for the full and adequate performance of the job; (2) provides reimbursement to the employer of up to 50% of the wage rate of the customer, for the extraordinary costs of providing the training and additional supervision related to the training; and (3) is limited in duration as appropriate to the occupation for which the customer is being trained, taking into account the content of the training, the prior work experience of the customer, and the service strategy of the customer, as appropriate. OJT has a long history in employment and training programs. Many of the long-standing precepts of OJT are continued under WIA / ARRA. Essentially OJT is training delivered by an employer for an individual who does not meet the employers normal hiring requirements. In order to promote OJT contracts that provide quality jobs, Region 1 will provide reimbursement to the employer of up to 75% of the wage rate of the customer. The OJT program provider will have the following options regarding starting minimum wage requirements. 1. $8.50 per hour; 2. $8.00 per hour with 25 50 cent increase upon completion of training on the basis of completing all work activities and OJT hours; or, 3. $7.50 with full benefits The employer is compensated at a rate of up to 75% of the employees wage for a specified period of time in lieu of the extraordinary training costs the employer Region 1 Local Plan 2009-2010 191
incurs. Before entering OJT, a customers needs, skills, and career plans must be assessed using the WorkKeys Assessment and documented by the WORKFORCE WEST VIRGINIA Center. Acceptance or denial of the participant in OJT by the employer should not be based solely on the WorkKeys scores. Only where the customer will benefit from the OJT experience should that individual be referred to the program provider for possible enrollment in OJT. The R1 BSU will work in collaboration with the center staff and potential employers to determine if an individual is suitable for a specific OJT placement. 4. Policy: The Region 1 Workforce Investment Board (R1WIB) will deliver the On-theJob Training (OJT) Programs and Services through the Region 1 (R1) as the program provider for the eleven (11) counties in Region 1. The R1 may provide a wide range of other services designed to assist participants in achieving success through the OJT experience. These other services will be delineated in the master OJT contract. The region includes the counties: Raleigh, Fayette, Greenbrier, Webster, Pocahontas, Wyoming, Monroe, Mercer, McDowell, Nicholas and Summers. The OJT program is open to employers in the public, private non-profit and private sectors. Employers will provide training through a hire first, train later approach. The R1 cannot contract with an employer who has previously exhibited a pattern of failing to provide OJT participants with continued long-term employment with wages, benefits and working conditions similar to other employees doing the same type of work. An OJT contract must be limited to a period of time required for a participant to become proficient in the occupation for which the training is being provided. In determining the appropriate length of the OJT contract, consideration should be given to the skill requirements of the occupation(s), the skill levels of the participant, and the participants individual employment plan. The OJT program will relate to the introduction of new technologies, introduction to new production or service procedures, upgrading to new jobs that require additional skills, workplace literacy or other appropriate purposes as identified by the R1WIB. The duration of this program is non-restrictive. OJT training is limited in duration, as appropriate, for the occupation for which the participant is being trained. Eligible employed individuals may receive OJT in compliance with Section 663.705 of the WIA / ARRA regulations. 5. Target Populations: Populations served under this policy include: Title 1 Adults Dislocated workers Must be at least 18 years of age An adult is defined as an individual who is 18 years or older. Service to adults must follow the Region 1 priority of service policy referenced in the OJT management contract. A dislocated worker is defined as an individual who: (1) has been terminated or laid off, Region 1 Local Plan 2009-2010 192
or has received a notice of termination or layoff from employment; (2) 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; (3) was self-employed but is unemployed as a result of general economic conditions in the community in which the individual resides or because of natural disasters; and/or (3) is a displaced homemaker. 6. Action: All WORKFORCE West Virginia Career Centers located within Region 1 or serving customers from Region 1 will be made aware of this policy. The selected OJT program provider will be required to work with all WORKFORCE West Virginia Career Centers; OJT applicants; and employers within Region 1.
ATTACHMENT PL #04 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #04 INDIVIDUAL TRAINING ACCOUNTS

WORK4WV - REGION 1, INC.
200 Value City Center, Suite 200 Phone: 304-253-3611 Beckley, West Virginia 25801 Fax: 304-253-0176

Subject: Individual Training Accounts Effective Date: August 21, 2002 (Amended July 1. 2003) (Replaces Policy Letter #04 dated 8/17/00. ITAs issued prior to 8/21/02 will be governed by Policy Letter #04 dated 8/17/00.)(Amended February 1, 2006) (Amended June 28, 2006) (Amended August 9, 2007) (Amended June 18, 2009)(Amended July 1, 2009) 1. Purpose: This policy outlines the process for the Individual Training Account (ITA), a system established under the Workforce Investment Act of 1998 (WIA / ARRA), to purchase training from a certified eligible provider of training services for adults or dislocated workers who qualify for training services. 2. Background: The Workforce Investment Act (WIA / ARRA) Sec. 134(d)(4)(g)(I) and Subpart I 663.480 of 20 CFR provides for the Individual Training Account (ITA) established on behalf of participants to finance training services. With limited exceptions, the ITA shall be the primary method for accessing training services. Training services must be provided in a manner that maximizes informed consumer choices in selecting an eligible provider. The Region 1 Workforce Investment Board / WORK4WV Region 1, Inc., is responsible for establishing the criteria for determining the initial eligibility of certified providers of training services. The training facility must complete the West Virginia Workforce Development Act Provider Application and be approved as an eligible provider by Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. WORKFORCE West Virginia is the agency responsible for maintaining and publishing the list of certified eligible providers of training services. Reference WORKFORCE West Virginia Policy Letters 4-00, 5-00, 6-00, 11-00, 17-01, and 21-02. 3. Policy: To be initially eligible to receive funds for the provision of training services, a provider must be: A post-secondary educational institution that is eligible to receive federal funds under Title IV of the Higher Education Act of 1965 and provides a program that leads to an associate degree, baccalaureate degree, or certificate; or an entity that carries out programs under the National Apprenticeship Act; and have submitted an online application to the state board via MACC, the management information system that includes, but is not limited to, the following information: Region 1 Local Plan 2009-2010 195
Name of institution or entity, programs to be offered and where and when they will be offered, and cost of such programs. A public or private provider of training services and have submitted an application to the Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. that includes, but is not limited to: The name of institution or entity, programs to be offered and where and when they will be offered, and verifiable performance and cost information requested on the application form. Subsequent eligibility will require all training providers to submit an application to the Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. that contains performance and cost information on an annual basis. The Governor reserves the right to require higher levels of performance based on the performance information submitted by a training provider for subsequent eligibility. The Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. will make the provider information forms available to providers of training through the local WORKFORCE West Virginia Career Centers. The providers of training will submit applications to the Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. Upon receipt of the application, Tthe Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. will establish a list of providers that will also include the required performance and cost information. If the provider does not meet the required performance levels, or if the training is not justified by Region 1 demand occupation data it they may be removed from the Region 1 list of eligible providers. 4. Exemptions to Application Requirement: Programs that do not require an application and/or eligibility certification include: Short term pre-vocational services including soft skills training On-the-job training Customized training
5. Appeal Process: Training providers that have been denied certification may appeal the decision through the following process: (Reference WORKFORCE West Virginia Policy Letter No. 21-02) a. Denial or removal by Region 1 Workforce Investment Board: A written request must be submitted by the training provider for a hearing to the local Workforce Investment Board. This hearing conducted by the local boards Training and Performance Committee must take place within 30 days of receipt of the request by the local board; The hearing shall include a rendering as to why the eligibility was terminated or denied and an appeal by the training provider as to why the decision should be reversed or a compromise established; Region 1 Local Plan 2009-2010 196
b.
c.
Within 10 working days after the training provider is notified of the results from the local hearing, the training provider may appeal the local WIBs decision to WORKFORCE West Virginia. The training provider must submit the appeal using WORKFORCE West Virginias Training Provider Appeal form available at each WORKFORCE West Virginia Career Center or from the WORKFORCE West Virginia website (www.wvwic.org) along with any supporting documentation for the appeal. WORKFORCE West Virginia has 30 working days from receipt of the appeal form and supporting documentation to conduct an investigation, hold a hearing and render a written decision. The investigation may include, but is not limited to, on-site visits, informal conferences or conference calls to seek a resolution, and a formal hearing. The State Workforce Investment Council will have 30 working days from the receipt of any appeal arising from WORKFORCE West Virginias decision to render a decision. The decision of the State Workforce Investment Council is final. The State Workforce Investment Councils Chairperson, Vice-Chairperson and the legal counsel of WORKFORCE West Virginia will conduct the appeal review.
d.
e.
6. Individual Training Accounts Eligible Provider List: The Governor has designated WORKFORCE West Virginia as the agency responsible for carrying out the responsibilities associated with maintaining and publishing a list of certified training providers for Individual Training Accounts. The list of eligible training providers will be published in a brochure format and will also be posted on the Bureau of Employment Programs homepage and linked with Statethe WORKFORCE West Virginia Career Centershome page, the State Workforce Investment Council, WORKFORCE West Virginia, and the Region 1 Workforce Investment Boards websites. The list of eligible training providers will contain the following information: Completion rates Wage at placement Percentage obtaining license, certificate or degree, if applicable Rate of retention in unsubsidized employment Program cost
7. Removing Providers from the Eligible Provider List: Upon receiving a list of providers that includes the required program performance and cost information from the local board, WORKFORCE West Virginia will determine, within 30 days, whether the Region 1 Local Plan 2009-2010 197
required information, including performance levels, have been met. If the levels have not been met, WORKFORCE West Virginia, in consultation with the State Workforce Investment Council may remove the provider or program from the list. Providers may also be removed from the list for the following:
Accuracy of information If any inaccurate information regarding a program is intentionally supplied on the application form, a termination of eligibility will take place. This termination will remain in effect for a minimum of two (2) years. Noncompliance If the Local Workforce Investment Board, State Workforce Investment Council, or WORKFORCE West Virginia determines that an eligible provider has substantially violated any requirement under the Act, the appropriate agency will terminate the eligibility of the provider to receive funds for the program in question or take other action as deemed appropriate. Repayment A provider whose eligibility is terminated will be liable for repayment of all funds received for the program during any period of noncompliance. Denial or removal by WORKFORCE West Virginia: a. If a local WIB approved the application (within the parameters of WORKFORCE West Virginias Policy Letter No. 17-01, Subsequent Eligibility) and forwarded the application to WORKFORCE West Virginia for inclusion on the State list, where the application was denied by WORKFORCE West Virginia; or if WORKFORCE West Virginia removed a provider or program from the list, then; b. Within 10 working days of receiving notification of denial or removal, the training provider may appeal to WORKFORCE West Virginia by submitting a WORKFORCE West Virginia Training Provider Appeal form, along with supporting documentation. The appeal will be reviewed by WORKFORCE West Virginia staff members who were not involved in the original decision to deny or remove the provider / program from the list. c. WORKFORCE West Virginia has 30 working days from receipt of the appeal form and supporting documentation to conduct an investigation, hold a hearing and render a written decision. The investigation may include, but is not limited to, on-site visits, informal conferences or conference calls to seek a resolution, and a formal hearing.
d. Within 10 working days after the training provider is notified of the results from WORKFORCE West Virginia, the training provider may appeal WORKFORCE West Virginias decision to the State Workforce Investment Council. The written decision from WORKFORCE West Virginia will indicate how to appeal to the State Workforce Investment Council should the provider be dissatisfied with WORKFORCE West Virginias decision. e. The State Workforce Investment Council will have 30 working days from the receipt of the appeal to render a decision. The decision of the State Workforce Investment Council is final. The State Workforce Investment Councils Chairperson, Vice-Chairperson and the legal counsel of WORKFORCE West Virginia will conduct the appeal review. 8. Invoicing System: The training provider will submit invoices to the Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. according to the following schedule:
For training costs incurred July 1 through December 31 of any program year, invoices must be submitted for all training cost incurred during this timeframe before December 31. If the training provider has individuals who complete before the December date, the training provider must submit the close out within 10 days of completion. For training costs incurred January 1 through July 31 of any program year, invoices must be submitted for all training cost incurred during this timeframe before July 31. If the training provider has individuals who complete before the July date, the training provider must submit the close out within 10 days of completion. If a participant drops out of the training program between invoice periods, the balance due will be prorated. Training provider must include with the invoice a copy of transcript for the same period of invoicing. If transcript is not included, payment will not be made.
The participant must be making satisfactory progress, defined as a 2.5 GPA or better. If the GPA falls below 2.5 during any grading period, the participant will be placed on probation for the proceeding grading period. At the end of the grading period, if they have not attained 2.5 GPA or better, their tuition payments will be suspended. 9. Limitations on Programs: Training costs, reimbursable by WIA / ARRA, shall not exceed a total of $8,0005,000 to include tuition, fees, books, supportive payments, childcare reimbursements, need-related payments, supplies, tools and special equipment for no more than a thirty (30) month period. Training costs incurred prior to the time the ITA approval is granted may not be approved for payment. The training provider and/or participant shall provide documentation of sources of income or Region 1 Local Plan 2009-2010 199
funding for a training program that costs in excess of the amount approved for WIA / ARRA funding. Prior to issuance of an ITA, participant must provide the Workforce Advisor their most recent transcript received within the last year. Participants will be limited to one (1) occupational skills course or training program. Following the successful completion of employment in the field of the ITA training, the participant may apply for an additional ITA in order to advance in the occupation career path or career ladder. Participants may transfer from a training institution of higher education to another as long as all accumulated hours are accepted by the receiving institution. Workforce Investment Act funding shall not be provided for individuals changing programs unless a reassessment is conducted at the WORKFORCE West Virginia Career Center, nor will the costs of any repeated course(s), lost books, etc., be borne by Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. Transfers will not be approved for participants attending providers of training other than institutions of higher education. Funds shall not be approved for sectarian training or activities. The participant will be required to apply for grant assistance from other sources to pay the costs of training including such sources as Educational Opportunity Center (EOC), Federal Pell and/or Promise grants, Division of Rehabilitation Services, State-funded training funds, and Trade Adjustment Assistance. WIA / ARRA assistance may be in addition to, not in place of, other grant assistance. Distance learning and e-learning class will be approved only if it is part of an approved, accredited curriculum. Supportive Service / Needs Related payments for non-classroom training will be reduced accordingly.
10. Duration/Terms of Training Program: Length of training shall be based on the time needed to adequately learn occupational skills and cost effectiveness. Training must be at least forty hours long with a minimum of ten (10) instructional hours per week. Training must be completed within thirty (30) months. Training must begin within ninety (90) days of the issue date of the ITA. Participant must enroll, and participate in no less than 12 credit hours per semester (excluding summer sessions) and / or 10 instructional hours per week. Training is limited to one (1) training opportunity whether I successfully, or unsuccessfully complete the program and that only under extraordinary circumstances, with special approval, can I be eligible to reenter additional training. 111. Exceptions to ITA Policy: A waiver to the ITA policy may be granted where there exist an insufficient number of eligible providers of training in the local area or Region 1 Local Plan 2009-2010 200
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where a training service program is demonstrably effective in servicing special populations. 122. All participants of the Individual Training Account program must sign the Region 1 Workforce Investment Board / WORK4WV Region 1, Inc. Memorandum of Understanding and an Individual Employment Plan prior to receiving training services. 133. Requirements for ITA Award: a. Participant must possess a High School diploma or GED. In special circumstances this may be achieved simultaneously with ITA sponsored training. b. Participant must meet WorkKeys score as defined in the WorkKeys Profile Guide for the chosen occupational training. b.c. Have received the following minimum core services:
(1) Orientation to the WORKFORCE West Virginia Career Center System (2) WorkKeys assessment in Applied Math, Reading for Information, and Locating Information (3) WIA / ARRA eligibility determination d. Choose an occupation that has been determined as a demand occupation (see attachment A) within Region 1 or sign a statement of relocation intent (WIB approval required) for an out of the region occupation. A letter of intent to hire must accompany the statement of relocation intent. Employer contact information must be included for WIB verification. e. Engage in labor market research and be able to answer questions pertaining to availability of occupational openings in the area, rate of pay, hours of work, ability and willingness to take openings, transportation and child care requirements. Documentation must be submitted on forms provided by the workforce advisor. f. Successfully complete the SPOKES Pre-employment Training program if the participant has not worked at least 20 hours per week during the past 12 month period. The individual assessment process may determine that this is or is not a prerequisite to ITA issuance. g. Complete the Entrepreneurial Training (as appropriate and approved) for occupations that lead to self employment as indicated by the Individual Employment Plan. h. Must be accepted into the selected training program, by the training provider, with supporting documentation. Region 1 Local Plan 2009-2010 201
i. Must apply for PELL by completing FASFA and submit Student Aid Report (SAR) before an ITA is issued. Must apply for PELL and submit a SAR each school year while in WIA / ARRA training to continue receiving WIA / ARRA funding. 14. Funding for specific occupational training may be denied based upon supply / demand ratio of trainees vs. openings. 15. Failure to Abide: Failure to abide by this policy relieves the Region 1 Workforce Investment Board / WORK4WV Region 1, Inc., of any obligation to pay for any costs incurred.
REGION 1 WORKFORCE INVESTMENT BOARD WORK4WV-REGION 1, INC. MEMORANDUM OF UNDERSTANDING WITH PARTICIPANTS I, ____________________________, am receiving services under the Workforce Investment Act (WIA / ARRA). I agree to the following conditions and statements in order to receive services. I understand that funding may be provided in order to complete occupational training. This training must be completed within 30 months. Training must begin within ninety (90) days of the issue date of the Individual Training Account (ITA). Training is limited to one (1) training. I am aware that Workforce Investment Act funds for Region 1 are limited and may exhaust before my training is complete and therefore Region 1 Workforce Investment Board/WORK4WV-Region 1, Inc. will not be obligated to provide further funding. I will enroll, participate and complete in no less than 12 credit hours per semester and / or 10 instructional hours per week. If my training facility is Pell Grant eligible, I must apply and submit the Student Aid Report (SAR) before an ITA is issued. I must apply for PELL and submit a SAR each school year while in WIA / ARRA training to continue receiving WIA / ARRA funding. I must provide the Workforce Advisor a copy of my most recent transcript received within the last year before issuance of an ITA. I understand that any default on federally funded or federally guaranteed student loan(s) may disqualify the awarding of any and all WIA / ARRA funds. I must be making satisfactory progress in my training program in order to receive supportive services and needs-related payments (if authorized). Satisfactory progress is completing the report period (i.e., semester or quarter) with a minimum of 2.5 grade point average (GPA). Continuation of receiving supportive service/needs related payment is dependent upon receipt of grading period report from the participant. Additional supportive service/needs related payments will not occur until grade period report is received by the appropriate WIB Staff. I must submit my attendance form every two (2) weeks. I will notify my training provider immediately if I accept temporary or permanent full or part-time employment while receiving services. I understand that if I have any questions or need assistance that staff is available to assist me at (_____) ________________________. I understand that I have the right to file a grievance under the WIA / ARRA Regulations section 667.600 and section 181 of the Workforce Investment Act.
I agree to the conditions in this I refuse the conditions in this Memorandum of Understanding. Memorandum of Understanding.
________________________________________ Participant Signature
_____________________________ Date
The undersigned has reviewed this document with the participant and was able to respond to the participants questions. The participant appeared to understand the conditions contained in the Memorandum of Understanding.
________________________________________ Workforce Advisor

Revised: June 24, 2009
____________________________ Date
ATTACHMENT PL #05 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #05 PROCUREMENT POLICY

200 Value City Center Suite 200 Phone: 304-253-3611 Beckley, West Virginia 25801 Fax: 304-253-0176

Subject: Procurement Policy Effective Date: November 1, 2000 (amended November 21, 2002) 1. Purpose: To promulgate a policy for procurements, other than direct participant services using Region 1 Workforce Investment Board funds made available through Title I of the Workforce Investment Act of 1998. Direct participant services, other than Individual Training Accounts, will be procured using the Request for Proposal procedures found in Region 1 Policy Letter Number 6. 2. References: Section 184 (a)(3)(B) of Workforce Investment Act. 3. Background: The WIA / ARRA of 1998 requires each local area to describe the process used for competitive and non-competitive procurement of services and the award of grants and contracts for activities under Title 1 of WIA / ARRA not covered by Individual Training Accounts (ITAs). 4. Local Preference Policy: It is the policy of the Region 1 Workforce Investment Board to give preference to qualified vendors / service providers which are located in Region 1, to increase the economic development multiplier effect of Title 1 WIA / ARRA funds allocated to this region. Products and services may be solicited from vendors / service providers outside of Region 1 only after it has been documented that quality products or services are not available locally. The required documentation is described below. 5. Procurement Threshold Policies: Procurements Under $5000: Procurements under this threshold do not require formal competition. They may be awarded using standard small purchase procedures, which simply are based on price comparisons. These may be completed without any formal competitive process. WIB staff will be guided by best judgment principals in making these small purchases. No documentation is required to justify such purchases. Procurement Between $5000 and $25,000: Procurements falling in this range require a Region 1 Local Plan 2009-2010 206
level of competition and are governed by the local preference policy stated above. WIB staff responsible for such actions will seek at least three bids from local vendors before taking any action. The bids will be solicited from the bidders list described below. If no local bids are received or in the judgment of the WIB staff, under the direction of the Executive Director, the bids are not of sufficient quality to justify award, bids may be solicited from vendors identified by WIB staff from resources outside the region. If bids are sought from vendors outside the region, a memorandum of justification will be prepared and placed in the procurement file indicating the reason why a local vendor was not selected. If the reason is lack of quality, the specific deficiencies must be identified. Procurements Above $25,000: Procurements above the $25,000 threshold require full competition using the request for proposal procedures found in Region 1 Policy Letter Number 6. However, for procurements for non-participant service items, WIB staff may generate the request as opposed to a WIB committee being responsible for the first step of developing the parameters. All other requirements remain the same. Preference for local vendors will be met through the development of a scoring approach which will include additional consideration for local vendors. The degree of consideration will be determined separately for each procurement. It will be the responsibility of the Executive Committee to oversee the local preference requirements and to ensure they are appropriately addressed within each procurement. This will be done on a case by case basis. Documentation will be included in the procurement file to support the decisions made with reasons why each action was taken. In limited circumstances, sole source procurements may be employed as described in the next paragraph. Sole Source Procurements: As a general rule all procurements falling above $25,000 will use the RFP process. However, for contracts falling below $100,000, the WIB may use sole source methods if: - Exigencies of time require rapid acquisition of services and such exigencies are documented in the procurement file - Based on past experience, the WIB staff has determined that there is only one vendor who can perform the tasks needed and this fact has been documented in the procurement file citing the reasons for such action. Justification may include unique experience with Region 1 systems or data is required and it would be prohibitively expensive to bring in a new vendor to learn the systems. The Executive Committee must formally approve all actions falling in this category through a recorded vote. The reasons for the action will be included in the Executive Committee minutes. 6. Local Vendor List: The WIB staff will annually use public means to solicit local bidders to be placed on a Region 1 Bidders List. The public means will include Region 1 Local Plan 2009-2010 207
publication in newspapers of general circulation within the region and other means such as direct mailing to known vendors. The solicitation will identify the types of services that may be procured during the year and request potential bidders to submit information about their capabilities to provide such services. This information will be maintained during the year. New bidders may be added at any time during the year if they submit the necessary documentation. Prior to the start of each year a new list will be solicited and maintained. The WIB staff will use this list when soliciting bids to meet the local preference requirement. Service Providers awarded WIA / ARRA funds through the RFP Process must follow the intent of this Procurement Policy; however, successful Grantees and Sub-Contractors will not be required to use the RFP Process to expend awarded funds. Property purchased with WIA / ARRA funds must be accounted for on an annual basis and may revert to ownership of the Region 1 Workforce Investment Board if the grantee fails to complete its contract for services. 7. Expiration Date: Investment Board. Effective until rescinded or modified by Region 1 Workforce
ATTACHMENT PL #07 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #07 SELF SUFFICIENCY

Region 1 Workforce Investment Board Policy Letter #07 Subject: Definitions of Self-Sufficiency Effective Date: July 1, 2005 (Amended November 9, 2006) (Amended June 18, 2009) 1. Purpose: To provide the definition and description of self-sufficiency for citizens and employers of the boards service delivery area. 2. References: The Workforce Investment Act of 1998, Section 134 (d)(3)(A) and the final rule of WIA / ARRA regulations, Sections 663.220 (A)(B) and 663.230. West Virginia lower-living standard income levels (non-metropolitan) 2009. 3. Background: The Act and the regulations (final rule) outline the minimum criteria that must be used by local boards in determining whether an employed worker needs intensive and/or training services to obtain or retain employment that leads to selfsufficiency. 4. Policy: The definition for self-sufficiency for employed workers and unemployed disadvantaged adults to receive WIA / ARRA funded intensive and/or training services is: Region 1 Self-Sufficiency Levels The Self-Sufficiency Standard measures how much income is needed for a family of a given composition in a given place to adequately meet its basic needs without public or private assistance. The Region 1 Workforce Investment Board defines the SelfSufficiency Standard for families working and living in the 11 counties of southeastern West Virginia as detailed below: Hourly Wage Family Size 2009 WV Guidelines Region 1 Annual Wage (1 worker household) 1 $11,164 $20,700 $10.15 2 18,289 33,835 16.58 3 25,101 46,437 22.76 Region 1 Local Plan 2009-2010 210
4 5 6 or more
30,986 36,567 42,764
57,324 67,649 79,113
28.10 33.16 38.78
5. Action: All Workforce West Virginia centers located within Region 1 or serving customers from Region 1 will be made aware of this policy. Eligibility for priority of service shall be determined by the Workforce West Virginia center and tracked through the WIA / ARRA Management Information System (MACC). 6. Expiration Date: This policy shall be in effect until revised or canceled by the Region 1 Workforce Investment Board.
ATTACHMENT PL #08 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #08 GRIEVANCE AND COMPLAINT

200 Value City Center, Suite 200 Phone: 304-253-3611 Beckley, West Virginia 25801 Fax: 304-253-0176

Subject: Grievance and Complaint Policy Effective Date: August 1, 2000 (amended November 21, 2002)(Amended September 8, 2005)(revised May 20, 2006) 1. Purpose: To set forth the procedure to be used by participants and other interested or affected parties to file grievances or complaints alleging violations of the Workforce Investment Act (WIA / ARRA) of 1998. This issuance does not cover allegations of discrimination based on race, color, religion, sex, national origin, age, disability or political affiliation or belief. Such discrimination issues are covered under 29 Code of Federal Regulations Part 37 published November 12, 1999. 2. References: Section 181(c) Workforce Investment Act of 1998; 20 CFR Part 667 Subpart F. 3. Background: WIA / ARRA requires that each state and local area receiving funds under the Act establish and maintain a grievance and complaint procedure for participants and other interested parties alleging violations of the Act. The procedures must include an opportunity for a hearing to be completed within 60 days of filing the complaint or grievance. This issuance sets forth the Region 1 procedures. 4. Policy: (A) TRAINING PROVIDER AND ONE-STOP PARTNER GRIEVANCE PROCEDURE Complaints and grievances arising in connection with WIA / ARRA Title I programs operated by WIA / ARRA Training Providers alleging a violation of the Act, regulations, grant or other agreements under this Act and from One-Stop partners, shall seek resolution of such allegation(s) through the following procedure as provided. Complaints must be filed within one (1) year of the alleged occurrence. Training Providers must specifically state section(s) and/or subsection(s) of the Act, regulations, Region 1 Local Plan 2009-2010 213
grant or other agreements under this Act for which the allegation of non-compliance exists. Grievance Procedure Step 1: ALL COMPLAINTS SHALL BE IN WRITING. The individual, organization, or sub-recipient, who has the alleged complaint, shall first submit the specific allegation(s) to the: Region 1 Workforce Investment Board 200 Value City Center, Suite 200 Beckley, WV 25801 Step 2: A representative who has not been part of any of the process or action involved in the complaint shall be designated by the Region 1 Workforce Investment Board Executive Director to meet with the complainant or representative(s) of the organization involved and shall attempt informally to resolve the issue(s). The findings of the designated representative must be submitted to the complainant, in writing, within five (5) days following the informal meeting. Notification of the right to request a hearing if a satisfactory resolution has not been achieved shall be included with the findings. If the complainant is not satisfied with the results of the informal meeting, they may proceed to the next step by requesting a hearing, in writing, within five (5) days from the receipt of the informal findings. Step 3: An impartial hearing officer will be chosen by the Region 1 Workforce Investment Board Executive Committee and the Training Provider filing the complaint, via the striking panel listing procedure. To provide for a legal opinion within this procedure, the Federal Mediation and Conciliation Service will supply a listing of potential hearing officers consisting of attorneys. The Region 1 Workforce Investment Board and complainant will equally share all costs and fees associated with the hiring of the impartial hearing officer, who will attempt to resolve the allegations and render an independent decision. The requested hearing will be held within thirty (30) days from the date on which the complaint was filed. Written notification of the hearing will be sent out by the hearing officer, stating the date, time, place of the hearing and the issue(s) to be heard. The Region 1 Workforce Investment Board will be responsible for the formal request to the Federal Mediation and Conciliation Service for an impartial hearing officer. Should an impartial hearing officer not be chosen during the ten (10) day period via the striking panel listing procedure, the Region 1 Workforce Investment Board Executive Committee will then be responsible for the choosing of an impartial hearing officer. All involved parties have the right to be accompanied by an attorney or other duly authorized representative, the right to bring witnesses and documentary evidence, and the right to present testimony. The complainant may withdraw the request for Region 1 Local Plan 2009-2010 214
hearing in writing before the hearing is held and either the complainant or the respondent may request a continuance of the hearing for a good cause. The hearing officer will issue a written decision to the complainant and other parties involved, as appropriate, not later than sixty (60) days from the date on which the complaint was filed. The decision shall include a synopsis of facts, a statement of reasons for the decision and notice of recourse. All correspondence will be sent by certified mail with a return receipt requested. If the complainant and/or respondent is dissatisfied or the decision is not received within sixty (60) days of filing the complaint, he/she may proceed to the next step: Step 4: A written request for an independent state review of the complaint should be submitted to: Equal Opportunity Officer WORKFORCE West Virginia 112 California Avenue Cost Center 5002 Charleston, WV 25305 This request must be made within (10) days of the receipt of the decision or ten (10) days from the date the decision should have been rendered by the hearing officer. The designee of WORFKORCE West Virginia will conduct a review of the complaint and issue a decision within twenty (20) days from the date of the receipt of the review request. The decision rendered by the WORKFORCE West Virginia will be final. WORKFORCE West Virginia fails to issue a decision in the prescribed time frame, the grievance and hearing procedure provides an opportunity to request a determination whether reasonable cause exists to believe that the Act or regulations have been violated, from the Secretary of Labor. The request must be submitted to the Secretary within ten (10) days of the date on which WORKFORCE West Virginia decision should have been issued. The Secretary shall act within ninety (90) days and, as appropriate, direct WORKFORCE West Virginia to take further action pursuant to State and local procedures, where there is reasonable cause to believe the Act or regulations have been violated. Complaints of discrimination are to be submitted within one hundred eighty (180) days of the alleged discriminatory act to:
Equal Opportunity Officer WORKFORCE West Virginia 112 California Avenue Cost Center 5002 Charleston, WV 25305 304-558-1600
or sent to: U. S. Department of Labor Directorate of Civil Rights Room N-4123 200 Constitution Avenue, N.W. Washington, D.C. 20210 202-693-6502
(B) PARTICIPANT GRIEVANCE PROCEDURE All WIA / ARRA Title I program participants have the right to file a grievance (WIA / ARRA Regulations 667.600 and Section 181 of the Workforce Investment Act). It must be filed within one (1) year of the date the incident occurred. Grievance: An actual or supposed circumstance regarded as just cause for protest or complaint.
Grievance Procedure
Step 1: An individual enrolled in WIA / ARRA training and having a complaint shall complete the attached form and submit it to his/her immediate Supervisor /Instructor within two (2) work days of becoming aware of the alleged occurrence. Supervisor/Instructor shall give a written response to grievant within three (3) work days. A copy of the complaint and response shall be sent to: Grievance Officer Region 1 Workforce Investment Board 200 Value City Center Suite 200 Beckley, WV 25801 Other individuals participating in the WIA / ARRA program but not enrolled in training or other interested parties may file complaints directly to the office cited above and will be governed by the procedures outlined in Step 3 and beyond without regard to the intervening supervisor/instructor steps. Grievant accepts the decision or proceeds to: Region 1 Local Plan 2009-2010 216
Step 2: Grievant requests an investigation from the Region 1 Workforce Investment Board within two (2) work days of receipt of Supervisor/Instructor response. An investigator will be assigned from the Region 1 Workforce Investment Board staff to review and/or investigate the complaint. An informal conference will be arranged between the grievant and the sub-sponsor within two (2) work days. A written response of the findings and/or resolutions will be sent to both parties within three (3) work days. Grievant accepts the decision or proceeds to: Step 3: Within two (2) work days of receipt of findings and/or resolutions the person having the grievance can send the written grievance form, with the responses from Steps 1 and 2, to:
Grievance Officer Region 1 Workforce Investment Board 200 Value City Center Suite 200 Beckley, WV 25801
The Grievance Officer will review the grievance in a final attempt to reach an informal resolution. If an informal resolution cannot be reached, an informal hearing will be provided within a thirty-day (30) period from the time of the filing of the grievance. A written decision is rendered to all parties within sixty (60) days. If the grievant does not receive a written decision within sixty (60) days or receives an unsatisfactory decision, the grievant then has a right to request a review of the grievance by the recipient. The request for review will be filed within ten (10) days of the receipt of the adverse decision or ten (10) days from the date on which the grievant should have received a decision. This request for review is to be sent to:
Equal Opportunity Officer WORKFORCE West Virginia 112 California Avenue Cost Center 5002 Charleston, WV 25305
The decision of WORKFORCE West Virginia is final except where there is reasonable cause to believe that the Workforce Investment Act or regulations have been violated. If this occurs, either party may request a determination by the Secretary of Labor. An individual alleging a labor standards violation may submit a grievance to a binding arbitration procedure if a collective bargaining agreement covering the parties to the grievance permits.
DISCRIMINATION COMPLAINTS
All complaints alleging discrimination on the basis of race, color, national origin, age, disability, sex, religion, political affiliation or belief, and as appropriate, citizenship in violation of Section 188 of the Workforce Investment Act will be filed and processed under the procedures outlined in the United State Department of Labors current regulations outlined in 29 CFR Part 37 implementing Title VI of the Civil Rights Act of 1964. These complaints must be filed within one hundred eighty (180) days of the alleged incident. Participants and WIA / ARRA funded staff are to be advised of the procedure for filing complaints with the U. S. Department of Labor, Civil Rights Center or WORKFORCE West Virginia. Complaints must be reported on forms supplied to worksite providers and sent to: United States Department of Labor Civil Rights Center Room N-4123 200 Constitution Avenue, N.W. Washington, D.C. 20210 202-693-6502 or sent to: Equal Opportunity Officer WORKFORCE West Virginia 112 California Avenue Cost Center 5002 Charleston, WV 25305 304-558-1600
Notification of Rights to File Grievances All organizations receiving funds under WIA / ARRA will ensure that they have a process in place to inform participants and other interested parties concerning their right to file a grievance. Such notification shall in language appropriate for the populations served and will take into account barriers to communication including limited English speaking ability and limited literacy skills. Applicants for funds will describe their notification procedures in their grant or contract application. Region 1 Local Plan 2009-2010 218
REGION 1 WORKFORCE INVESTMENT BOARD WIA / ARRA PARTICIPANT GRIEVANCE FORM

Filing Date _________________ Name of Complainant ________________________________ Social Security # ____________________ Address ____________________________________________________________________________ City ___________________ State _______ Zip ___________ Phone # ( ) _____________
Supervisor/Instructor: __________________________________________________________ (if applicable) Address _____________________________________________________________________ City _____________ State _____ Zip ________________ Phone #() _____________________
Step One (1) Nature of Complaint/Grievance: ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ Remedy Sought: ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ Decision/Summary of Supervisor/Instructors Response: _______________________________________ (if applicable) ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ Supervisor/Instructors Signature ___________________________________ Date __________ (if applicable)
Complainants Answer to Supervisor/Instructors Decision: ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ ___ I am satisfied with Supervisor/Instructors Decision.
___ I am NOT satisfied with Supervisor/Instructors Decision and wish to proceed to Step Two (2).
Step Two (2) Findings and/or resolutions from investigation: ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ ___ I am satisfied with the investigators decision.
___ I am NOT satisfied with the Investigators decision and request a review, investigation, and/or hearing as appropriate.
Complainant/Grievants Signature Date __________________
This form must be forwarded by the Supervisor/Instructor to the Complaints Officer of the Region 1 Workforce Investment Board within two (2) work days of the date of the complainant/grievants request to proceed to Step Two (2). Time Frame: Step One (5 work days)
Supervisor must respond within three (3) work days of filing of the written complaint. Complainant/Grievant must accept Supervisor/Instructors decision within two (2) work days or request that the grievance proceed to Step Two (2).
Step Two (7 work days)
Region 1 Workforce Investment Board Investigator reviews complaint and responds in writing within five (5) work days of completion of Step One (1). Complainant responds (accepts or appeals) in writing within two (2) work days.
(C) STAFF GRIEVANCE PROCEDURES

Any staff member finding it necessary to file a formal grievance must do so in accordance with the following directives within five (5) calendar days of the date the aggrieved party became aware of the cause of such grievance.
Grievance Procedure
Step One: The aggrieved party is to submit a formal grievance in writing to the Executive Director. An investigation will occur, after which a resolution to the grievance will be sought. Step Two: If not resolved within five (5) calendar days, the aggrieved party shall request his/her grievance to be heard by the Executive Committee of the Region 1 Workforce Investment Board within an additional five (5) calendar days. The Executive Committee will notify all concerned of the time, date, place of hearing and the right to present evidence, and the right to receive a written decision. The Executive Committee must hear the grievance and render a decision within ten (10) calendar days. Step Three: If the issue is not resolved by the Executive Committee, the aggrieved party may appeal to the full membership of the Region 1 Workforce Investment Board within five (5) calendar days for review and/or a hearing. The decision of the Region 1 Workforce Investment Board will be rendered within fifteen (15) calendar days. Step Four: If the issue is not resolved by the Region 1 Workforce Investment Board, the aggrieved party may appeal the final determination to WORKFORCE West Virginia within ten (10) days from date a decision should have been rendered by writing to: Equal Opportunity Officer WORKFORCE West Virginia 112 California Avenue Cost Center 5002 Charleston, WV 25305 Region 1 Local Plan 2009-2010 221
The WORKFORCE West Virginias decision shall be rendered thirty (30) days from the receipt of the request to issue the decision. The WORKFORCE West Virginias decision is final. Should WORKFORCE West Virginia fail to provide a decision as required, the complainant may then request from the Secretary of Labor a determination whether reasonable cause exists to believe the action or its regulations have been violated. Complaints of discrimination are to be submitted within one hundred (180) days of the alleged discriminatory act to: Equal Opportunity Officer WORKFORCE West Virginia 112 California Avenue Cost Center 5002 Charleston, WV 25305 304-558-1600 U. S. Department of Labor Civil Rights Center Room N-4123 200 Constitution Avenue, N.W. Washington, D.C. 20210 202-693-6502
or
REGION 1 WORKFORCE INVESTMENT BOARD WIA / ARRA PARTICIPANT GRIEVANCE FORM

Filing Date _________________ Name of Complainant __________________________ Social Security # __________________ Address _____________________________________________________________________ City ________________ State _______ Zip ___________ Phone # ( ) ________________
Supervisor/Instructor: __________________________________________________________________ Address ____________________________________________________________________________ City _____________ State _____ Zip __________ Phone # ( ) _______________________
Step One (1): Nature of Complaint/Grievance: ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ Remedy Sought: ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ Decision/Summary of Supervisor/Instructors Response: (if applicable) ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ Supervisor/Instructors Signature ___________________________________ Date ___________ Complainants Answer to Supervisor/Instructors Decision: (if applicable)___________________ ____________________________________________________________________________ ___ I am satisfied with Supervisor/Instructors Decision.
___ I am NOT satisfied with Supervisor/Instructors Decision and I wish to proceed with
Step Two. Step Two (2): Findings and/or resolutions from investigation: ____________________________________________________________________________ ____________________________________________________________________________ ____________________________________________________________________________ ____ I am satisfied with the investigators decision.
____ I am NOT satisfied with the Investigators decision and request a review, investigation,
and/or hearing as appropriate. Complainant Signature Date ______________
This form must be forwarded by the Supervisor/Instructor to the Complaints Officer of the Region 1 Workforce Investment Board within two (2) work days of the date of the complainant request to proceed to Step Two (2). Time Frame: Step One (5 work days)
Supervisor must respond within three (3) work days of filing of the written complaint. Complainant/Grievant must accept Supervisor/Instructors decision within two (2) work days or request that the grievance proceed to Step Two (2).
Step Two (7 work days) Region 1 Workforce Investment Board Investigator reviews complaint and responds in writing within five (5) work days of completion of Step One (1). Complainant responds (accepts or appeals) in writing within two (2) work days.
(C) STAFF GRIEVANCE PROCEDURES Any staff member finding it necessary to file a formal grievance must do so in accordance with the following directives within five (5) calendar days of the date the aggrieved party became aware of the cause of such grievance.
Grievance Procedure
Step One: The aggrieved party is to submit a formal grievance in writing to the Executive Director. An investigation will occur, after which a resolution to the grievance will be sought. Step Two: If not resolved within five (5) calendar days, the aggrieved party shall request his/her grievance to be heard by the Executive Committee of the Region 1 Workforce Investment Board within an additional five (5) calendar days. The Executive Committee will notify all concerned of the time, date, place of hearing and the right to present evidence, and the right to receive a written decision. The Executive Committee must hear the grievance and render a decision within ten (10) calendar days. Step Three: If the issue is not resolved by the Executive Committee, the aggrieved party may appeal to the full membership of the Region 1 Workforce Investment Board within five (5) calendar days for review and/or a hearing. The decision of the Region 1 Workforce Investment Board will be rendered within fifteen (15) calendar days. Step Four: If the issue is not resolved by the Region 1 Workforce Investment Board, the aggrieved party may appeal the final determination to WORKFORCE West Virginia within ten (10) days from date a decision should have been rendered by writing to: Equal Opportunity Officer WORKFORCE West Virginia 112 California Avenue Cost Center 5002 Charleston, WV 25305 The WORKFORCE West Virginias decision shall be rendered thirty (30) days from the receipt of the request to issue the decision. The WORKFORCE West Virginias decision is final. Should WORKFORCE West Virginia fail to provide a decision as required, the complainant may then request from the Secretary of Labor a determination whether reasonable cause exists to believe the action or its regulations have been violated. Complaints of discrimination are to be submitted within one hundred (180) days of the alleged discriminatory act to:
Equal Opportunity Officer WORKFORCE West Virginia 112 California Avenue Cost Center 5002 Charleston, WV 25305 304-558-1600
or
U. S. Department of Labor Civil Rights Center Room N-4123 200 Constitution Avenue, N.W. Washington, D.C. 20210 202-693-6502
ATTACHMENT PL #10 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #10 CUSTOMIZED TRAINING

200 Value City Center Suite 200 Phone: 304-253-3611 Beckley, West Virginia 25801 Fax: 304-253-0176

Subject: Customized Training Effective Date: September 24, 2003 1. Purpose: To provide policy guidance on customized training requirements under the Workforce Investment Act of 1998 (WIA / ARRA) within Region 1. 2. References: Workforce Investment Act of 1998, Section 663.70 through 663.720. WORKFORCE West Virginia / WIB Memorandum of Understanding. 3. Background: Customized training is training:

That is designed to meet the special requirements of an employer (including a group of employers); That is conducted with a commitment by the employer to employ, or in the case of incumbent workers, continue to employ, an individual on successful completion of the training; and c) For which the employer pays for not less than 50 percent of the cost of the training. (WIA / ARRA sec. 101(8).)
Customized training of an eligible employed individual may be provided for an employer or a group of employers when:

The employee is not earning a self-sufficient wage as determined by Local Board policy; The requirements of Sec. 663.715 are met; and The customized training relates to the purposes described in Section. 663.705(c ) or other appropriate purposes identified by the Local WIB.
4. Overview: In alignment with our boards Core Purpose statement: To promote effective economic and workforce development partnerships that develop and sustain productive workers for business, and create prosperous communities for our citizens. Region 1 Workforce Investment Board will provide Customized Training that promotes Region 1 Local Plan 2009-2010 228
the following values:

Make the process to acquire customized training as seamless and transparent to the business customer as possible. Ensure concise and consistent policies at the local and state level that are clear and easy for business customers to understand. Strive to find solutions through technology and other ways to advance processes, programs and services to train workers.
5. Policy: Our policy, following, is intended to demonstrate our commitment to meeting business needs and achieving economic outcomes to the benefit of our citizens.

Customized training will be inclusive of both classroom and on the floor training to the benefit of the business customer. The training will be designed to best meet the employers needs inherent in our philosophy that we are demand / employer driven, not program driven. Funding for customized training requests will utilize a blend of all funding sources / opportunities, including public and private sources: Workforce Investment Act Funds Governors Guaranteed Workforce Program Competitive Improvement Program Small Business Workforce Program Workforce Development Initiative (HB 3009 Program) Governors Set-Aside Funds Economic Development Grants Necessary reimbursement of wages, up to 50% (within budgetary limitations), will be best determined after all funding sources / opportunities have been acquired. Multiple entities, i.e., business customer, local board, state board, other regional boards, economic development, education resources, etc., will provide eligible resources and planning efforts for Customized Training to meet the needs of business customers. Businesses eligible for receiving customized training grants will comply with all necessary requirements to receive the funds and to sustain the funding, including completing the application process. A joint signature between the business customer and the local board / entities, in the form of a Customized Training Commitment letter, will be executed upon approval. The Governor will send an Award Letter to the business customer once all approvals have been acquired. There shall be an annual Memorandum of Understanding (MOU), negotiated and executed between the Region 1 Workforce Investment Board and the Region 1 Local Plan 2009-2010 229
WORKFORCE West Virginia Office and other Workforce Regions as deemed necessary, to outline the parties commitment to delivering Customized Training. This policy document shall be an attachment to all MOUs negotiated.
6. Action: All WORKFORCE West Virginia Career Centers located within Region 1 or serving customers from Region 1 will be made aware of this policy. Eligibility for priority of service shall be determined by the WORKFORCE West Virginia Career Center and tracked through the WIA / ARRA Management Information System. 7. Expiration Date: This policy shall be in effect until revised or cancelled by the Region 1 Workforce Investment Board.
ATTACHMENT PL #11 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #11 CRITICAL SKILLS TRAINING

Region 1 Workforce Investment Board Policy Letter #11 Subject: Critical Skills Training Effective Date: August 10, 2006 (Revised February 08, 2007) 1. Purpose: To establish program funding and provide resources which address critical skills training for employed workers. 2. References: Sections 134(d)(4)(E), 134(d)(3)(A), 134(d)(4)(G)(iii) of the Workforce Investment Act of 1998, and the final rule of the WIA / ARRA regulations Section 663.220(A)(B) and 663.230, DOL letter 2-OSP-WP-04/24/06, R1WIB Policy Letter #1, Critical Skills Training Operational Procedure, and Demand Occupation List from LMI data. 3. Background: Training services supported through the Region 1 Workforce Investment Board must be directly linked to occupations that are in-demand in the region, or occupations in sectors of the economy that have a high potential for sustained growth. 4. Policy: The Region 1 Workforce Investment Board may set aside a portion(s) of the WIA / ARRA Title 1 Adult funds during a program year for training employed workers meeting the Critical Skills Training eligibility criteria while working in an occupational cluster listed as eligible for WIA / ARRA ITA funding but possesses a skills deficiency identified via formal assessments. The employer must: a) be located in Region 1, b) complete a Critical Skills Training Grant Application, c) offer workers health benefits, d)be willing to pay the trainee the normal rate of pay during the hours spent in training, e) be willing to continue to employ the worker upon successful completion of the training, f) employ the worker in the skills area of the training, and g) agree to increase wage of worker at completion of training to either a minimum wage of $7.75 or increase current wage by 10%, whichever is the greater.
5. Separation of Duties: Skills training must be provided by a third party qualified trainer. 6. Action: All WORKFORCE West Virginia Career Centers located within Region 1 and the members of the Business Services Unit will be made aware of the policy. WIA / ARRA eligibility will be determined by the WIA / ARRA case manager or eligibility specialist. Skills deficiencies will be determined by job profiling, WorkKeys assessments or other approved assessment tools. All participants will be tracked using the MACC Management Information System. 7. Expiration Date: This policy shall remain in effect until revised or canceled by the Region 1 Workforce Investment Board.
ATTACHMENT PL #12 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #12 NEEDS-RELATED PAYMENTS FOR DISLOCATED WORKERS

Region 1 Workforce Investment Board Policy Letter #12 Subject: Needs-Related Payments for Dislocated Workers
Effective Date: July 1, 2009
1. Purpose: To establish financial assistance to dislocated workers who are enrolled in a Region 1 approved training and have exhausted Unemployment Insurance benefits. 2. References: TEGL 14-08 Section 12 (b); Workforce Investment Act of 1998 Sections 134(e) (2) and (3), 134(d)(4), 101(46); the final rule of the WIA / ARRA regulations 20 CFR Parts 663.800, 663.815, 663.820, and 663.825; and Region 1 Individual Training Account (ITA) Policy #04. 3. Background: The Workforce Investment Act (WIA / ARRA) and the Training and Employment Guidance Letter (TEGL) No. 14-08 authorizes Workforce Investment Boards to provide needs related payments to individuals participating in WIA / ARRA funded programs. While WIA / ARRA and TEGL 14-08 authorize these payments, it does not require such payments. 4. Policy: The Region 1 Workforce Investment Board (R1 WIB) may set aside a portion of the ARRA and/or WIA / ARRA dislocated workers funds for Needs-Related payments for dislocated workers, that have exhausted their Unemployment Insurance benefits, enrolled in R1-WIB approved training under the guidelines of the R1 ITA Policy #04 and meeting the eligibility criteria as outlined in WIA / ARRA of 1998 Section 134(e) (2) and (3), 134(d)(4), and 20 CFR Part 663.825. The participant must provide their Workforce Advisor a copy of their Unemployment Claimant Profile Data form as documentation they were not qualified for or have exhausted their Unemployment Insurance benefits. The dislocated worker participant will qualify for a maximum of $10 per day NeedsRelated payments for each day they attend their R1-WIB ITA approved classes.
The participant must attend class and submit attendance records every two weeks to document eligibility for these payments. The cumulative total for the Needs-Related payments, support payments, childcare reimbursements, tuition, books, fees and supplies is limited to $5,000 per participant in accordance with the R1-WIB ITA Policy. 5. Eligibility: In order to receive Needs-Related payments, a dislocated worker must: (a) Be unemployed, and: (1) Not qualify or have ceased to qualify for unemployment compensation or trade readjustment allowance under TAA or NAFTA-TAA; and (2) Be enrolled in a program of training services under WIA / ARRA section 134(d)(4) and Region 1 Policy #04 by the end of the 13th week after the most recent layoff that resulted in a determination of the workers eligibility as a dislocated worker, or; (3) If later than the 13th week after the layoff, by the end of the 8th week after the worker is informed that a short-term layoff will exceed 6 months. 6. Action: All WORKFORCE West Virginia Career Centers located within Region 1 or serving customers from Region 1 will be made aware of the policy. WIA / ARRA eligibility for Needs-Related payments will be determined by the WIA / ARRA Workforce Advisor. Skill deficiencies will be determined by WorkKeys assessments or other approved assessment tools. All participants will be tracked using the WIA / ARRA Management Information System (MACC). 7. Expiration Date: This policy shall remain in effect until revised or canceled by the Region 1 Workforce Investment Board or until funding has diminished to accommodate such needs.
ATTACHMENT PL #13 REGION 1 WORKFORCE INVESTMENT BOARD POLICY LETTER #13 SUPPORTIVE SERVICE FOR ADULT AND DISLOCATED WORKERS

Region 1 Workforce Investment Board Policy Letter #13 Subject: Supportive Service for Adult and Dislocated Workers
Effective Date: July 1, 2009
1. Purpose: To establish financial assistance to adult and dislocated workers who are enrolled in a Region 1 approved training. 2. References: Workforce Investment Act of 1998 Sections 134(e) (2) and (3), 134(d)(4), 101(46); the final rule of the WIA / ARRA regulations 20 CFR Parts 663.800, 663.805; TEGL 14-08 Section 12(b), and Region 1 Individual Training Account (ITA) Policy #04. 3. Background: The Workforce Investment Act (WIA / ARRA) and the Training and Employment Guidance Letter (TEGL) No. 14-08 authorizes Workforce Investment Boards to provide Supportive Service payments to individuals participating in WIA / ARRA or American Recovery and Reinvestment Act (ARRA) funded programs. While WIA / ARRA and TEGL 14-08 authorizes these payments, it does not require such payments. 4. Policy: The Region 1 Workforce Investment Board (R1 WIB) may set aside a portion of WIA / ARRA adult and dislocated workers funds for Supportive Service payments for adult and dislocated worker participants while enrolled in R1-WIB approved training under the guidelines of the R1 ITA Policy #04 and meeting the eligibility criteria as outlined in WIA / ARRA of 1998 Section 134(e) (2) and (3), 134(d) (4), and 20 CFR Part 663.110, 663.115, 663.220, 663.310, and 663.825. The participant will qualify for a maximum of $50 per week if attending in-seat classroom and/or clinical training for a minimum of 10 hours per week up to 19 hours per week; or a maximum of $100 per week if attending in-seat classroom and/or clinical training for a minimum of 20 or more hours per week.
The participant or authorized school personnel must submit attendance records every two weeks according to the Region 1 payment schedule to document eligibility for these payments. Supportive Service payments will be mailed directly to the participant. The cumulative total for the Supportive Services payments, Needs-Related payments, childcare reimbursements, tuition, books, fees and supplies is limited to $5,000 per participant in accordance with the R1-WIB ITA Policy. 5. Eligibility: requirements: 1. (a) Adults (age 18 or older for Adult funding) will meet the following
Unemployed and unable to obtain employment through core services; and determined by One-Stop operator to be in need of more intensive services in order to obtain employment, or (b) Employed, but determined by One-Stop operator to be in need of intensive services to obtain or retain employment that allows for self-sufficiency. 2. U.S. citizen or legal alien 3. Meets Selective Service requirements (applies only to males born on or after January 1, 1960)
In addition to the requirements for Adults, Dislocated Workers must also meet the following requirements:
1. Has been terminated or laid off, or has received notice of termination or layoff, from employment; a. Eligible for or has exhausted Entitlement to Unemployment Compensation; or b. Has been employed for a duration sufficient to demonstrate 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 c. Unlikely to return to a previous industry or occupation. 2. The individual: a. 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; or b. Is employed at a facility at which the employer has made a general announcement that such facility will close within 180 days; or
c. For purposes of eligibility to receive services other than training, intensive, or supportive services, is employed at a facility at which the employer has made a general announcement that such facility will close; 3. Was self-employed (including employment as a farmer, rancher, or 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 4. Is a displaced homemaker. 6. Action: All WORKFORCE West Virginia Career Centers located within Region 1 or serving customers from Region 1 will be made aware of the policy. WIA / ARRA eligibility for Supportive Service payments will be determined by appropriate WIA / ARRA staff. Skill deficiencies will be determined by WorkKeys assessments or other approved assessment tools. All participants will be tracked using the WIA / ARRA Management Information System (MACC). 7. Expiration Date: This policy shall remain in effect until revised or canceled by the Region 1 Workforce Investment Board or until funding has diminished to accommodate such needs.
ONE-STOP SYSTEM BUDGETED CONTRIBUTIONS FROM MANDATED AND NON-MANDATED PARTNERS SPREADSHEET FOR PROGRAM YEAR 2006
ORGANIZATIONAL CHART
REGION 1 WORKFORCE INVESTMENT BOARD SCHEDULE OF MEETINGS
Region 1 Schedule of Meetings The schedule of meetings of the Local Elected Officials, Workforce Investment Board, and Youth Council of the Region 1 Workforce Investment Board are as follows: Local Elected Officials: Workforce Investment Board: Quarterly, or as needed. Annual Meeting is held on the third Thursday of June. Quarterly meetings are held on the 2nd Thursday of the 2nd month of each quarter. Meetings are held on the 2nd Wednesday of the first month each quarter. Special meetings are conducted on an as-needed basis.
Youth Council:
Other committees meet on an as-needed basis. All meetings are open to the public and are advertised at least ten days in advance. The LEO and WIB meetings are posted on the website at www.region1workforcewestvirginia.org. Hard copies of the meeting minutes are available at the Region 1 Workforce Investment Board office.
PERFORMANCE INDICATORS AND GOALS
PROGRAM PLANNING / BUDGET INFORMATION SUMMARY
Note: The state WORKFORCE office has not yet released the new indicators and goals since PY 2006.
PROGRAM PLANNING / BUDGET INFORMATION SUMMARY
WIA / ARRA PROGRAM PLANNING SUMMARY
STATE OF WEST VIRGINIA DIVISION WIA / ARRA / ARRA Program: Adult WIA / ARRA PROGRAM PLANNING QUARTERLY SUMMARY
A.
B. GRANT PERIOD FROM: July 1, 2009 TO: June 30, 2010 C. REGION #: 1 0. 1 MOD.#:
NAME AND ADDRESS Region 1 Workforce Investment Board 200 Value City Center, Suite 200 Beckley, WV 25801
REGISTRANT AND EXIT SUMMARY
First Second Quarter Quarter Cumulative Cumulative
Third Fourth Quarter Quarter Cumulative Cumulative 303 91 0 303 82 58 46 12 0 221 303 105 0 303 106 90 86 14 0 197
A.
TOTAL Registrants
303 24 0 303 24 19 16 3 0 279
303 63 0 303 58 46 39 7 0 245
1. New Registrants 2. Registrants Transferred From Other WIA / ARRA Program 3. Registrants Carried in From Previous Program Year B. TOTAL Exits
1. Entered Unsubsidized Employment 80% a. Training Related b. Non-Training Related C. D. Transfers to Other WIA / ARRA Program TOTAL CURRENT REGISTRANTS END-OF-QUARTER
STATE OF WEST VIRGINIA

GOVERNOR'S WORKFORCE INVESTMENT OFFICE
A. LOCAL WORKFORCE INVESTMENT AREA
B. GRANT PERIOD FROM: TO: July 1, 2009 June 30, 2010 1
NAME AND ADDRESS
DIVISION WIA / ARRA / ARRA Program: Dislocated Worker WIA / ARRA PROGRAM PLANNING QUARTERLY SUMMARY Region 1 Workforce Investment Board 200 Value City Center, Suite 200 Beckley, WV 25801
C. REGION #: 0. MOD.#:
Third Quarter Cumulative
Fourth Quarter Cumulative 90 67 0 77 32 28 19 5 0 58
A.
TOTAL Registrants
77 17 0 77 17 15 10 3 0 60
90 34 0 77 21 19 16 1 0 69
90 67 0 77 32 28 19 5 0 58
1. Entered Unsubsidized Employment 90% a. Training Related 70% b. Non-Training Related C. D. Transfers to Other WIA / ARRA Program TOTAL CURRENT REGISTRANTS END-OF-QUARTER

NAME AND ADDRESS
DIVISION WIA / ARRA / ARRA Program: Out-of-School Youth WIA / ARRA PROGRAM PLANNING QUARTERLY SUMMARY Region 1 Workforce Investment Board 200 Value City Center, Suite 200 Beckley, WV 25801
C. REGION #: 0. MOD.#:
Third Fourth Quarter Quarter Cumulative Cumulative 123 28 0 95 28 22 18 4 0 95 150 55 0 95 42 32 26 6 0 108
A.
TOTAL Registrants
100 5 0 95 4 3 2 1 0 96
103 8 0 95 13 10 8 2 0 90
1. Entered Unsubsidized Employment 77% a. Training Related 80% b. Non-Training Related 20% C. D. Transfers to Other WIA / ARRA Program TOTAL CURRENT REGISTRANTS END-OF-QUARTER

NAME AND ADDRESS
DIVISION WIA / ARRA / ARRA Program: In-School Youth WIA / ARRA PROGRAM PLANNING QUARTERLY SUMMARY Region 1 Workforce Investment Board 200 Value City Center, Suite 200 Beckley, WV 25801
C. REGION #: 0. MOD.#: 1
First Second 1 Third Fourth Quarter Quarter Quarter Quarter Cumulative Cumulative Cumulative Cumulative 100 10 0 100 10 8 8 0 0 90 120 10 0 100 15 12 12 0 0 105 145 10 0 100 21 17 17 0 0 124 150 10 0 100 24 19 19 0 0 126
A.
TOTAL Registrants
1. Entered Unsubsidized Employment/School 80% a. Training Related b. Non-Training Related C. D. Transfers to Other WIA / ARRA Program TOTAL CURRENT REGISTRANTS END-OF-QUARTER

GOVERNOR'S WORKFORCE INVESTMENT DIVISION
DIVISION WIA / ARRA
LOCAL WORKFORCE INVESTMENT AREA NAME AND ADDRESS: Region 1 Workforce Investment Board 200 Value City Center, Suite 200 Beckley, West Virginia 25801
REGION NUMBER: MODIFICATION NUMBER: GRANT PERIOD: FROM: July 1, 2006
1 PY06 TO: June 30, 2007
PROGRAM: ADULT NAME:
BUDGET INFORMATION SUMMARY

BUDGET INFORMATION COST CATEGORIES
FUNCTION OR ACTIVITY 1. Administration 2. Activity 1,377,820 3. TOTAL CUMULATIVE QUARTERLY PROJECTIONS OBLIGATIONS AND EXPENDITURES 1st Quarter 2nd Quarter 413,346 818,346 399,000 N/A 20,000 255,000 10,000 99,000 3,000 12,000 790,000 N/A 40,000 504,000 20,000 199,000 6,000 21,000 3rd Quarter 1,010,820 950,000 N/A 50,000 537,000 30,000 289,000 9,000 35,000 4th Quarter 1,377,820 1,350,000 N/A 60,000 789,000 40,000 399,000 12,000 50,000 137,782 1,240,038 ** There are no funds available for carryover from previous year(s). **LOCAL WORKFORCE INVESTMENT AREA
II II A. B. C. D. E. F.
Grantee Obligations Total Projected Expenditures by Program Classroom Training Projects On-The-Job Training Individual Training Accounts Customized Training Other Activities - One-Stop Services Other Activities - Misc. MACC Other Activities - Business Services

DIVISION WIA / ARRA
1 PY06 TO: June 30, 2007
PROGRAM: DISLOCATED WORKER NAME:

FUNCTION OR ACTIVITY 1. Administration 2. Activity 610,296 3. TOTAL CUMULATIVE QUARTERLY PROJECTIONS OBLIGATIONS AND EXPENDITURES 1st Quarter 2nd Quarter 150,500 229,000 145,000 N/A 10,000 91,000 N/A 40,000 2,000 2,000 290,000 N/A 20,000 183,000 N/A 80,000 4,000 3,000 3rd Quarter 450,700 435,000 N/A 30,000 264,000 N/A 130,000 6,000 5,000 4th Quarter 610,296 580,000 N/A 40,000 350,000 N/A 175,000 8,000 7,000 61,031 549,265 ** There are no funds available for carryover from previous year(s). **LOCAL WORKFORCE INVESTMENT AREA
II II G. H. I. J. K.
Grantee Obligations Total Projected Expenditures by Program Classroom Training Projects On-The-Job Training Individual Training Accounts Customized Training Other Activities - One-Stop Services Other Activities - Misc. MACC Other Activities - Business Services

DIVISION WIA / ARRA
1 PY06 TO: June 30, 2007
PROGRAM: IN-SCHOOL YOUTH NAME:

FUNCTION OR ACTIVITY 1. Administration 2. Activity 706,790 3. TOTAL CUMULATIVE QUARTERLY PROJECTIONS OBLIGATIONS AND EXPENDITURES 1st Quarter 2nd Quarter 240,000 440,000 220,000 20,000 N/A N/A N/A 188,000 10,000 2,000 395,000 20,000 N/A N/A N/A 351,000 20,000 4,000 3rd Quarter 595,000 525,000 30,000 N/A N/A N/A 449,000 40,000 6,000 4th Quarter 706,790 650,000 30,000 N/A N/A N/A 532,000 80,000 8,000 70,680 636,110 ** There are no funds available for carryover from previous year(s). **LOCAL WORKFORCE INVESTMENT AREA
II II L. M. N. O. P. Q. R.
Grantee Obligations Total Projected Expenditures by Program Classroom Training Projects On-The-Job Training Individual Training Accounts Customized Training Other Activities - Youth Services Other Activities - One-Stop Services Other Activities - Misc. MACC

DIVISION WIA / ARRA
1 PY06 TO: June 30, 2007
PROGRAM: OUT-OF-SCHOOL YOUTH NAME:

FUNCTION OR ACTIVITY 1. Administration 2. Activity 706,792 3. TOTAL CUMULATIVE QUARTERLY PROJECTIONS OBLIGATIONS AND EXPENDITURES 1st Quarter 2nd Quarter 150,000 330,000 135,000 1,000 N/A N/A N/A 92,000 40,000 2,000 300,000 3,000 N/A N/A N/A 230,000 63,000 4,000 3rd Quarter 550,000 500,000 4,000 N/A N/A N/A 380,000 110,000 6,000 4th Quarter 706,792 650,000 5,000 N/A N/A N/A 465,000 172,000 8,000 70,592 636,200 ** There are no funds available for carryover from previous year(s). **LOCAL WORKFORCE INVESTMENT AREA
II II S. T. U. V. W. X.
Grantee Obligations Total Projected Expenditures by Program Classroom Training Projects On-The-Job Training Individual Training Accounts Customized Training Other Activities - Youth Services Other Activities - One-Stop Services Other Activities - Misc. MACC
COST ALLOCATION PLAN
WEST VIRGINIA STATE ELIGIBLE TRAINING PROVIDERS LIST MODIFIED FOR REGION 1
The Approved Training Provider list can be viewed and printed via the following link: http://www.region1workforcewest virginia.org
BIBLIOGRAPHY & SOURCES OF INFORMATION
BIBLIOGRAPHY & SOURCES OF INFORMATION O*NET LMI / LED (2009) WORKFORCE West Virginia (2009) Heldrich Center for Workforce Development Labor Market Information (2004) Workforce Excellence Network One-Stop Oversight for Workforce Board Leaders (2003) The Region 1 State of the Workforce Report Marshall University, Corporation for a Skilled Workforce, Alliance Consulting (2002) The Region 1 Business Survey Analysis Corporation for a Skilled Workforce (2004) The Region 1 Operational Assessment Report KOG Associates, Inc. (2002) The Region 1 Secret Shopper Report KOG Associates, Inc. (2002) State of West Virginia Bureau of Employment Programs Research, Information and Analysis (2008 / 2009) Nick J. Rahall, II, High Technology Corridors Program Growth Assessment and Recommendations Report Marshall University (2003) The Self Sufficiency Standard for West Virginia University of Washington (2006) West Virginia Community Voices Partnership (2009) An Economic and Demographic Profile Market Street Services (2002) West Virginia Economic Outlook West Virginia University (2006) West Virginia A Vision Shared WV Council for Community and Economic Development (2004-2006 Updates) A Forecast of Economic Activity: Selected Industries in Region 1 Marshall University (2003)
ACRONYMS
ACRONYMS
ABE ACT ADA ARRA ASVAB BEP BSU CFR CHIP DHHR DOL DRS FBCO GED GGWFP GWID HUD ICT IEP ISS ITA LMI LPN MACC OIEP OJT PRA RESA RFP SAT SBDC SVORI TAA TOEFL WARN WBC WDS WIA / ARRA WIB CP Adult Basic Education Academy of Careers and Technology Americans with Disabilities Act American Recovery and Reinvestment Act Armed services Vocational Aptitude Battery Bureau of Employment Programs Business Services Unit Code of Federal Regulations Childrens Health Insurance Program Department of Health and Human Resources Department of Labor Division of Rehabilitation Services Faith Based Community Organizations General Education Diploma Governors Guaranteed Workforce Program Governors Workforce Investment Division Housing and Urban Development Interagency Collaborative Team Individual Employment Plan Individual Service Strategy Individual Training Account Labor Market Information Licensed Practical Nurse Mid-Atlantic Career Consortium Office of Institutional Educational Programs On-the-Job Training Personal Reemployment Account Regional Education Service Agency Request for Proposal Scholastic Aptitude Test Small Business Development Center Serious and Violent Offender Reentry Initiative Trade Act Assistance Test of English as a Foreign Language Worker Adjustment and Retraining Notification Womens Business Center Workforce Development Services Workforce Investment Act Workforce Investment Board Connections Program
Amended: June 2009

Local Plan 200910

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LOCAL STRATEGIC PLAN

July 1, 2009 June 30, 2010

Region 1 Local Plan 2009-2010

Region 1 Local Plan 2009-2010

Statement of Approval Region 1 Workforce Investment Board Local Plan

Local Workforce Area: Board Contact Person: Phone Number:

Region 1 Bill Rock, Chair 304-253-3611

Region 1 Local Elected Officials

Region 1 Workforce Investment Board

Jerry E. Berry, Chief Typed Name and Title

Bill Rock, Chair Typed Name and Title

Bill Rock, Chair Name of Certifying Official

EQUAL OPPORTUNITY NON-DISCRIMINATION NOTICE

Palma Stafford, Equal Opportunity Officer Name of Certifying Official

Region 1 Local Plan 2009-2010

SECTION I: EXECUTIVE SUMMARY

Region 1 Local Plan 2009-2010 1

Region 1 Local Plan 2009-2010 2

SECTION II: ASSESSMENT OF THE CURRENT STATE OF THE WORKFORCE

Region 1 Local Plan 2009-2010 3

Region 1 Local Plan 2009-2010 11

Digital Literacy Unlimited Potential Interview USA KeyTrain

Region 1 Local Plan 2009-2010 13

SECTION III: DESIRED STATE OF THE WORKFORCE

Region 1 Local Plan 2009-2010 14

Be creative and innovative Always strive to improve

Promote and support economic development in the region.

Region 1 Local Plan 2009-2010 18

Industry Projections 2004-2014

Region 1 Local Plan 2009-2010 19

24 269 72 517 215 239

34 381 101 718 287 319

3.54 3.54 3.44 3.34 2.93 2.93

Region 1 Local Plan 2009-2010 21

Annual Openings in Region 1

Region 1 Local Plan 2009-2010 22

Region 1 Local Plan 2009-2010 24

Region 1 Local Plan 2009-2010 25

Region 1 Local Plan 2009-2010 26

Region 1 Local Plan 2009-2010 27

Region 1 Local Plan 2009-2010 29

Unemployment Rate by County County

2000 (Oct) Percentage

2006 (Oct) Percentage

2007 (Oct) Percentage

2008 (April) Percentage

Region 1 Local Plan 2009-2010 32

Promote and support economic development in the region.

Region 1 Local Plan 2009-2010 33

Region 1 Local Plan 2009-2010 37

SECTION V: LOCAL AREA GOVERNANCE

Region 1 Local Plan 2009-2010 38

Region 1 Local Plan 2009-2010 39

Region 1 Local Plan 2009-2010 40

Region 1 Local Plan 2009-2010 41

Region 1 Local Plan 2009-2010 42

Region 1 Local Plan 2009-2010 43

Programs are designed to meet the needs of individual displaced workers.

Goals are established and measured for responding to displacement.

Region 1 Local Plan 2009-2010 47

Region 1 Local Plan 2009-2010 48

SECTION VI: REGION 1 WORKFORCE WEST VIRGINIA SYSTEM PLAN

Region 1 Local Plan 2009-2010 49