Greetings from the Dislocated Worker Team!
Annie is currently on maternity leave. Please join us in wishing her best wishes and
congratulations on the addition to her family.
Annie will be on leave until the end of July.
If you have questions in the meantime please refer to the
list below for the appropriate person.
Policy or Grants, please contact Chelsea Georgesen at Chelsea.S.Georgesen@state.mn.us;
Performance or Data, please contact Amy Carlson at Amy.Carlson@state.mn.us;
Rapid Response, please contact Mai Neng Moua at MaiNeng.Moua@state.mn.us;
Trade Adjustment Assistance, please contact Cindy Boyle at Cynthia.Boyle@state.mn.us or Sarah Saito at Sarah.Saito@state.mn.us;
Supervision responsibilities of TAA and Rapid Response team
members, please contact Jackie Buck at Jacqueline.Buck@state.mn.us;
Supervision responsibilities of Grants/Policy/Performance
team members, please contact Kay Tracy at Kay.Tracy@state.mn.us;
Employment and Training Programs Division,
please contact my director, May Thao Schuck at May.Thao.Schuck@state.mn.us.
TAA PROGRAM STAFFING UPDATE
We are excited for Debra Gramza who has accepted
a mobility assignment with DEED’s Agency Fiscal Services. For the next four
months, she will be working as the Grant, Client and Cash Management (GCCM)
Director, so will still be connected to our work, but not within Trade
Adjustment Assistance directly. We are going to miss Deb over the next four
months but are so happy for her! Cindy Boyle and Sarah Saito are stepping in to
act as Co-Coordinators during this transitional period. Thank you Cindy
and Sarah!
POLICY UPDATES
New TEGL
Published:
On March 1, 2017, the US Department of Labor issued Training and
Employment Guidance Letter (TEGL) No. 19-16: Guidance on Services
provided through the Adult and Dislocated Worker Programs under the Workforce
Innovation and Opportunity Act (WIOA) and the Wagner-Peyser Act Employment
Service (ES), as amended by title III of WIOA, and for Implementation of the
WIOA Final Rules.
This TEGL replaces TEGL 3-15. DEED staff encourage providers
to become familiar with the new requirements under TEGL 19-16. DEED will be
updating our policies and procedures to reflect the new information in the
coming months.
New Competitive
Process Policy:
DEED recently published an updated Mass Layoff
Projects and Competitive Process policy for review on DEED’s policy
website. The policy is currently open for public comment. Please click the “Send
a comment” button at the bottom of the page to submit your feedback within 30
days. For questions regarding the policy or the process, please contact Mai
Neng Moua, Rapid Response Coordinator, at maineng.moua@state.mn.us or 651-259-7137.
New Supplemental
Funding Criteria Policy Adopted by the MJSP Board:
At the March 6 Minnesota Job Skills Partnership Board
Meeting, the Board voted to adopt a new policy for criteria to evaluate
requests for additional small layoff funds. This new policy lays out the
requirements that any certified Dislocated Worker Program service provider must
complete in order to approach the board for additional funds. The policy is
effective immediately and is attached for reference. It will be posted to
DEED’s policy
website shortly. For questions or comments, please contact Chelsea
Georgesen, Grants and Policy Coordinator, at Chelsea.s.georgesen@state.mn.us,
or 651-259-7508.
PERFORMANCE UPDATES:
Workforce One (WF1) changes
for PIRL Mapping
After 4:30PM on March 30, 2017 you
may have noticed quite a bit changed to WF1. Due to the number of changes made
and the importance of knowing why these new elements are required, there is a
Dislocated Worker program MIS form being created to help with this transition.
We anticipate that form to be in the next issue of the Partner Express. Once
this form is created, we plan to email it out to all Workforce Development Areas
and Small Layoff Independent Grantee leadership teams. In the meantime, if you
have program questions related to these changes, please contact the Performance
and Data Lead, Amy Carlson, at amy.carlson@state.mn.us
and/or the Senior Performance and Grants Specialist, Abdull Mohamed, at Abdiwahab.mohamed@state.mn.us .
Joint Counselor Training: Anticipated WIOA and State Performance
Breakout Sessions!
“Dislocated Worker and WIOA Adult
Performance TEGLs and Cohorts” described as “Come and learn about WIOA
Dislocated Worker and WIOA Adult program performance TEGLs, how performance
standards are negotiated using the United States Department of Labor’s
Statistical Model, and new Workforce One data entry requirements related to the
participant Individual Record Layout (PIRL). There will be time set aside for
open discussion and question cards available to submit.”
There will also be a performance component to “Converting Layoffs into MN Businesses
(CLIMB) updates and policy” described as “Converting Layoffs into MN Businesses
(CLIMB), is an opportunity for customers in Dislocated Worker to grow a
business instead of searching for full time employment. Come and learn about
the do's and don'ts when opening this activity for those who may want to become
entrepreneurs.”
State monitors
and program performance teams are planning on presenting breakout sessions
together
“Monitoring Visits and Data
Validation” described as “The purpose of this presentation is to go through
what to expect when a Field Representative from DEED comes to your organization
for a monitoring visit. We will go through the parts of a monitoring visit, why
results from your visit matter and learn best practices to help ace your next
visit! We will also discuss what data
validation is and recent statewide results.”
“IEPs! Part 1” described as “Policies:
In part one we will go through IEP policies. This will include definitions,
expectations and documentation. This is commonly one of the hardest parts for
providers to implement effectively. Experienced providers will share how they
do their IEPs and assessments.”
“IEPs! Part 2” described as “Implementation
and Best Practices: Ok! So now you know what IEPs are, let’s talk
implementation. In this interactive session learn from providers like you and
DEED staff members about getting the most out of this process.”
 CORNER ON THE MARKET:
WITH CAMERON MACHT
Regional Analysis & Outreach Manager
Minnesota Dept. of Employment & Economic Development
cameron.macht@state.mn.us
320-441-6596
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On The Job
There are many ways to
prepare for a career. Some occupations can be learned through work experience
or on-the-job training, others require postsecondary education, and many
involve both. Therefore, the path to entry is an important piece of information for students
and job seekers who are exploring careers and for employers who are looking to
find qualified candidates.
The Bureau of Labor Statistics (BLS) provides the best-known source of information on the typical preparation
for occupations, assigning categories for entry-level education, related work
experience, and typical on-the-job training. These were determined by analyzing American Community
Survey data and the Occupational Information Network (O*NET), which regularly surveys workers and occupational
experts on the education, work experience, and training needed for more than
800 jobs. Some occupations have more than one path to entry, so the categories
which best describe the path that most workers need is selected.
However, reacting to the
changing labor market, DEED’s Labor Market Information office also recently
released updated education and training
requirements to help
people better understand what is needed to enter and become competent in an
occupation. Despite some claims that educational requirements are increasing and that more people will need
to have postsecondary training in coming years, DEED’s
analysis found that nearly two-thirds of the jobs in Minnesota can be gained by
workers with a high school education or less.
 This is similar to recent Job Vacancy Survey results (see Figure 3), which showed that
about one-third of occupations required postsecondary education. In past years,
many employers looked to hire people with greater than entry-level skills to
get them productive as quickly as possible. In that environment a job seeker
with a high school diploma could apply for a job that typically required a high
school diploma or less, but an employer might have preferred to find and hire a
job seeker with some postsecondary training or job-specific experience and held
the job open until they found that person. As the labor market has tightened,
many employers have started to rethink their requirements and many may start
providing more on-the-job training to get new workers up to speed more quickly.
SUCCESS
STORIES
 SUCCESS STORY: Gregory
SW MN Private Industry Council
Gregory had been employed for 16 years as a production
worker with a company to sort plastics for use in their production
process. The business had made the
decision to transition to a robotic process and eliminate some of the
production line positions, including Gregory’s.
Staff at the SW MN Private Industry Council met Gregory
while conducting an orientation session for impacted workers from this
company. Staff worked with him to
determine what he would like to do in the future and notified him of a
janitorial position that became available.
Gregory had some hesitation at first if this job would be the right fit
for him, but after working with his counselor decided to accept the position
under the On-the-Job Training Program.
Sandy Demuth (PIC DW Job Specialist) met with the employer
and explained the OJT process and benefits of it both for Gregory and the
company. Gregory started his new job in
August of 2015 and was thrilled that he would be making more than his previous
job.
Thanks to the On-the-Job Training Program Gregory is a
success for the business but an even bigger success for himself!
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View past editions of the Partner Express
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