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30 CJ Walker Road Pembroke, North Carolina 28372 Telephone (910) 618-5533 Fax (910) 521-7576

Website: www.lumberriverwdb.com AGENDA

Lumber River Workforce Development Board Thursday, December 16, 2010--12:00 noon

LRCOG Conference Room – COMtech Park 30 CJ Walker Road

Pembroke, N.C. 28372 I. CALL TO ORDER II. WELCOME/INTRODUCTIONS III. CONSIDERATION OF MINUTES (October 19, 2010) IV. CONSENT ITEMS

A. Consider Cumulative Performance Reports 1. JobLink Updates – (Attachment A) 2. Customers Served Report – (Attachment B) 3. Business Services Report – (Attachment C) 4. Youth Services Report – (Attachment D) 5. PY 2009 Final Performance – (Attachment E)

V. OLD BUSINESS A. Update on Customers Served Report for Bladen County – Blondell McIntyre B. Extension of ARRA Contracts Report – Dana Powell VI. NEW BUSINESS

A. Allied Health Regional Skills Partnership Update – Amy Vega B. WIA Expenditure & Enrollment Report (PY 10/11) – Paula Hester C. ARRA Expenditure & Enrollment Report (PY 10/11) – Paula Hester D. Contractor / WDB Discussion of Issues/Concerns/Innovation – Blondell McIntyre E. Planning Recommendations

OJT Policy (Attachment F) – Blondell McIntyre

F. Eligible Training Provider Requests (Attachment G) - Paula Russ G. Incumbent Worker Training Application (Attachment H) – Michael Ramey H. Request to Extend WIN License Agreement (Attachment I) – Michael Ramey I. Lumber River “All About Green” Project Update – Ryan Nance

VII. WD ADMINISTRATOR’S REPORT

Lumber River LMI Update JobsNow Letter from NCCCS President and November Report Incentive Funds Award Letter NAWB Workforce Brief

VIII. CHAIRMAN’S REPORT

IX. PUBLIC PARTICIPATION

Next LRWDB Meeting – Thursday, February 24, 2011

Equal Opportunity Employer/Program Lumber River Council of Governments • Workforce Development

Serving: Bladen County • Hoke County Robeson County • Scotland

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LUMBER RIVER WORKFORCE DEVELOPMENT BOARD TUESDAY, OCTOBER 19, 2010

LUMBER RIVER COUNCIL OF GOVERNMENTS 30 CJ WALKER ROAD/COMTECH PARK, PEMBROKE

12:00 NOON

MEMBERS PRESENT

Private Sector: Lawanna Hayes, James Taylor, Durham White, Cathy

Poole, Hiram Hester, Gary Strickland, Jr.; Jay Todd;

Teresa Johnson.

Community Based Organization: Mary Bellamy; John Alford

Education: Dr. Johnny Hunt; Dr. William D. McInnis.

Vocational Rehabilitation: Sandra Britt

Economic Development: Don Porter

Employment Security Commission: Edna Todd

Social Services: Robby Hall

Consortium Board Member: Raymond Cummings

MEMBERS ABSENT

Private Sector: David Jones (excused); David Chestnut, (excused) Albert

Beatty (excused); Evan Davenport (excused); Van

Strickland (excused), Barbara Knight (excused), Joe Manis

(excused), Cindy Batten (excused), Harvey Godwin,

Community Based Organization: Carolyn Floyd- Robinson (excused), Vacant (1)

Education: Dr. William Findt (excused), Dr. Charles Chrestman

(excused)

Organized Labor: Cathy Fields (excused)

Economic Development Veronica Patterson (excused)

GUESTS

Vickie Tate, Barbara Lowery, Robeson Community College; Ricky Ransom, Sylvia H. Pate,

UNC-Pembroke; Lisa Nance, Bladen County DSS; Yolanda Moore, Mollietta Graham, Hoke

County JobLink/ESC; Tim Moore, Dr. Darrell Page, BRAC/RTF; Dianna Rivera, ESC-WDU;

Tammy Beasley, Robeson County JobLink/ESC; Willa Dean Williams, Bladen County Schools;

Katrina Hardison, Carolyn Walston, Bladen Community College; Brenda Holmes, Sandhills

Community College – Hoke; Ann Garrett, Bladen County JobLink/ESC; Ruby McLean, Andrena

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Scott, Hoke County Schools; Betty J. Galloway, David Bullard, Scotland County JobLink/ESC;

Patrick McKemie, ESC-Labor Market Information; Steve Smith, Richmond Community College.

STAFF

Dana Powell, Workforce Development Administrator; Gainer Cummings, LRCOG Board Clerk;

Paula Hester, Planning and Fiscal Coordinator; Holly H. Chavis, Marketing Specialist; Patricia

Hammonds, Program Evaluation Specialist; Michael Ramey, Business Services Coordinator;

Blondell McIntyre, Services Director. Ryan Nance, Green Construction Coordinator.

CALL TO ORDER

Chairman Durham White called the meeting to order at 12:05 p.m. and Mr. James Taylor gave

the invocation before lunch. Chairman White welcomed the following new WD Board members:

Ms. Teresa Johnson, Private Sector - Robeson

Mr. John Alford, Community Based Organization – Scotland

Mr. Robby Hall, Social Services - Scotland

CONSIDERATION OF MINUTES

Dr. Johnny Hunt made a motion that was seconded by Mr. Donald Porter to approve the July

29, 2010 minutes as presented. The motion passed.

CONSENT ITEMS

Chairman White referred the Board to Attachments A thru F of the agenda packet which

included the PY09/10WIA Final Expenditure and Enrollment Report, PY09/10 ARRA

Expenditure and Enrollment Report, PY10/11 WIA Expenditure and Enrollment Report, JobLink

Updates, JobLink Customers Served Report, Business Services Report and Youth Services

Report. Ms. Hester extended to those in attendance Attachment B-2, the PY09 Cumulative

Local Area Contractor Expenditure and Enrollment Report. Mr. Hiram Hester questioned why

Bladen County JobLink Career Center’s Customer Served Summary was relatively low in

comparison with the other centers. After investigating, Ms. McIntyre noted there was an error in

the Bladen County JobLink Career Center Customers’ served summary. The correct numbers

are as follows:

One Visit Customers – 6

Returning Customers – 111

New Registrations – 24

Agency Referrals – (VR, ESC, WIA, Community College, Local Providers) – 63

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Core Services Delivered – 580

Ms. McIntyre explained that the Hoke, Robeson and Scotland JobLink Career Centers are WIA

Contractors and those staff are initially trained on the MIS system. Bladen Community

College/ESC recently became the host agency and the WIA staff maintained the information for

BCC not the front line staff. Workforce Development staff expects to see an increase in the

customer served numbers based upon WIA staff training held in July. After discussion,

Chairman White requested Bladen County JobLink Career Center’s customers report is

addressed as a separate business item on future WD Board agendas. Dr. Johnny Hunt made a

motion that was seconded by Mr. John Alford to approve the Cumulative Performance Reports

with corrections. The motion passed.

OLD BUSINESS

UPDATE ON STATE ENERGY SECTOR GRANT

Ms. Powell stated that UNCP and Lumber River Workforce Development recently entered into a

contract for the sustainable agriculture component and staff has been hired. Ms. Powell

introduced Mr. Ryan Nance as the State Energy Sector Project Coordinator. Interviews were

recently conducted for the State Energy Sector Project Green Construction Coordinator

position.

RENEWAL OF JOBLINK CHARTER (ROBESON)

At the previous meeting Ms. McIntyre informed the Board that Robeson County JobLink Career

Center’s charter was set to expire August 15, 2010. The NC Division of Workforce

Development created interim chartering guidelines revisiting the chartering process and policy.

During the transition stage, JobLink Career Centers could submit the given business plan under

the old or new policy. The Workforce Development Board approved submitting the business

plan under the new policy to the NC Division of Workforce Development for approval. Ms.

McIntyre congratulated Robeson County JobLink Career Center staff on achieving its charter

renewal.

NEW BUSINESS

LITERACY AND LIFELONG LEARNING CAMPAIGN FINDINGS

Ms. Powell stated the All American Gateway Region, which consists of Cumberland County

WDB, Lumber River WDB, Pee Dee Region WDB, Triangle South WDB and BRAC Regional

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Task Force, agreed one of its regional initiatives should be Literacy and Lifelong Learning. To

kick-off this initiative, a summit was held June 23 at the Southeastern NC Agricultural Center for

all the partners in the region.

Ms. Powell introduced Mr. Robin Richards, DCA Consultant, who presented findings from the

Literacy and Lifelong Learning Summit as well as introduced the marketing campaign on “Get

Not Out Of Your Life”. The campaign was designed to reach out to people who have recently

been displaced in their jobs or anyone considering dropping out of school. The right ”not”

headline can, however, speak to anyone who has ever felt held back by negativity. Mr.

Richards indicated that the Career Readiness Certificate and Career Technical Education are

really strong programs in the Local Area. Those in attendance were provided a handout which

outlined “not” campaign templates and assets available for printing and media outlets to

download from www.notcampaign.trone.com. One of the benefits of the Literacy Summit in

June was to get people together and very often they didn’t know who was providing literacy and

adult education. Chairman White requested WD staff include an update on the “Not Campaign”

on future WD agendas. Chairman White challenged those in attendance to be more positive

and step up and support the local area school systems and encourage youth to attain higher

education goals. Dr. McInnis commented on the success rate of the CRC program at Richmond

Community College and commented on Mike Ramey’s job profiling professionalism.

YOUTH COUNCIL APPOINTMENTS

Ms. McIntyre recommended the following for appointments to the Lumber River Youth Council.

Mr. Leon Grimes (Robeson) Telamon July 1, 2009 to June 30, 2011

Dr. Terry Franklin (Scotland) Education July 1, 2009 to June 30, 2011

Mr. Donald Porter made a motion that was seconded by Mr. Raymond Cummings to approve

the Youth Council appointments as recommended. The motion passed.

CARRYOVER FUNDS ALLOCATION

Hester referred the Board to Attachment H of the agenda packet, the Adult (2020), Dislocated

Worker (2030) and Youth (2040) WD Contractor Planning Recommendation. The WD staff

recommended the following

contract Adult PY09 Carry Over Funds based on County Fair Share

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allow Robeson to recoup $30,000 off top of available funds and contract remaining

carryover funds based on County Fair Share. (Per WDB Action on June 24, 2010, Robeson

County would receive $30,000 off the top of any DW carryover available and then their fair

share of the remaining PY09 DW carryover available. This action was due to Robeson

voluntarily transferring $30,000 of their PY10 allocation to Bladen to offset Bladen’s

reduction compared to previous year).

contract Youth PY09 Carry Over Funds based on County Fair Share

Mr. Raymond Cummings made a motion that was seconded by Dr. Johnny Hunt to approve the

carry over funds allocations as presented. The motion passed. Ms. Edna Todd abstained due

to conflict of interest.

OJT POLICY

Ms. McIntyre referred the Board to Attachment I, a draft Local Area Issuance that contained the

state’s On-the-Job Training (OJT) Policy. There were several technical differences in how OJT

is delivered based upon the source of WIA funding (wage cap, private vs. public employers,

etc.), the state has attempted to craft this policy in a generic fashion that will continue to have

relevance over time. Relevant comments and suggestions were to be submitted to the State by

October 22; a final draft will be completed and provided to each Local Area. Upon receiving the

approved policy from the staff, the Workforce Development staff is requesting to modify and

implement the new OJT policy in the Lumber River Local Area based upon the State policy. Ms.

McIntyre queried Board members for feedback or participation to come together as a committee

once the approved policy is received from the State. Mr. John Alford made a motion that was

seconded by Mr. Jay Todd to approve the recommendation as presented. The motion passed.

OJT/DW FUNDS AVAILABLE

The State recently announced the availability of State Activities funds to serve Dislocated

Workers in On-the-Job training activities. Each Local may request up to $200,000. The funds

may be used as outlined:

All Dislocated Workers served must have experienced “prolonged” unemployment (> 19

weeks).

All must possess a Career Readiness Certificate.

The sliding wage reimbursement scale may be used (up to 50%, 75%, 90%).

These funds may not be used for OJT in the public sector.

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Included in the attachment was a matrix that compared and contrasted a number of elements of

OJT using the different WIA funding sources available.

The Workforce Development staff recommended approval to request $200,000 State Activities

funds to serve Dislocated Workers in the Lumber River Local Area and provide a proposal at the

WD December meeting how to spend those funds. Mr. Raymond Cummings made a motion

that was seconded by Dr. Johnny Hunt to approve the recommendation as presented. The

motion passed.

SPECIAL YOUTH FUNDS ALLOCATION

Ms. McIntyre discussed the Special Grant Funds for Youth which is additional money to operate

the WIA Youth program. The Workforce Development staff met with WIA Youth contractors and

based upon the amount of money ($60,077) that the Local Area is eligible to receive the WD

staff made the following recommendations:

Contract with current Lumber River Out-of-School youth contractors using County Fair

Share rates to determine county portion of available funds.

Contractors will be: Bladen Community College, Hoke County Schools, Robeson

Community College and Scotland County Schools.

Total participant 22 slots: BCC – 3; HCS -2; RCC – 13; and SCS – 4.

Out-of-school youth participants only.

RCC slots would be new participants.

$2,730 per slot to include: WE wages, FICA, Workman’s Comp and CRC testing.

No staff costs, use current WIA staff.

Participants would be included in Common Performance Measures.

Bladen - $8,006; Hoke - $6,846, Robeson - $34,361 and Scotland - $10,864.

Mr. Raymond Cummings made a motion that was seconded by Mr. John Alford to approve the

recommendations as presented. The motion passed. Ms. Lawanna Hayes abstained due to

conflict of interest.

OPTIONS FUNDS FOR CRC

Ms. Powell noted there is less money in the Options Funds this year. There is only $18,075

allocated for the Career Readiness Certificate out of the Options Funds. Ms. Powell

recommended using $10,000 of Incentives monies to use for CRC Adult testing and $18,075

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from Option Funds for CRC youth testing for the public schools. The Local Area received a

Wal-Mart Foundation for CRC testing and below is a breakdown of money left over from the

grant:

Scotland County Schools - $6,440

Public Schools of Robeson County - $0

Hoke County Schools - $365

Bladen County Schools - $1,290 (requested $8,400 to have every senior tested).

Chairman White stated that the goal is to have seniors tested and get a submission from each

school system of a realistic cost to get testing conducted.

After discussion, Mr. Raymond Cummings made a motion that was seconded by Mr. John

Alford to utilize $10,000 Incentives Funds to allow for Adult CRC testing. The motion passed.

Mr. Raymond Cummings made a motion that was seconded by Mr. John Alford to use the

county fair share to utilize the $18,075 of Options Funds for Youth CRC testing. The motion

passed. Mr. Jay Todd voted in opposition of the motion.

ELIGIBLE TRAINING PROVIDER REQUESTS

Ms. Powell directed the Board’s attention to Attachment L of the agenda packet, the NCSTARS

Eligible Training Providers List Recommendations which contained programs for inclusion on

recommended list as follows:

Cape Fear Community College - Wilmington

Sustainability Technologies/Industrial Arts – Special Approval

Sustainability Technologies/Electrical and Electronic Engineering – Special Approval

CleanEdison - Charlotte

BPI Building Analyst-Building/Construction Finishing, Management and Inspection – Do Not

Approve

BPI Envelope Shell-Building/Construction Finishing, Management and Inspection – Do Not

Approve

The Education Center, LLC – High Point

Weatherization Track Technology Education/Industrial Arts – Do Not Approve

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UNC-Charlotte, Charlotte

Grad Certificate in Information Security and Privacy – Do Not Approve

Grad Certificate Special Ed and General Curriculum – Do Not Approve

Ms. Powell recommended approving Cape Fear Community College’s programs and the

remaining programs were not recommended for approval since each training was available in

the surrounding area or not on the approved occupation list. After reviewing each provider

recommendation, Mr. Raymond Cummings made a motion that was seconded by Mr. John

Alford to approve the recommendations a presented by Workforce Development staff. The

motion passed.

NOMINATING COMMITTEE REPORT

Mr. Don Porter, Nominating Committee Chairman stated that the committee met and

recommended maintaining the current slate of officers as follows:

Durham White – Chairman

Cathy Poole – First Vice-Chair

Mary Bellamy – Second Vice-Chair

Dr. Johnny Hunt made a motion that was seconded by Mr. Raymond Cummings to maintain the

current slate of officers as recommended. The motion passed.

WD ADMINISTRATOR’S REPORT

Vision East collaboration recently had two meetings, August 13-14, and October 12 and four

committees have established to work on youth, military, technology and CRC issues.

Annual Workforce Development Recognition Banquet will be December 7, 2010 at the

Southeastern Regional Farmer’s Market.

WD Board member, Mr. Gerry Johnson recently retired. Therefore, Scotland County needs

another Community Based Organization representative.

CHAIRMAN’S REPORT

Chairman White expressed the importance of the CRC program and rumor has it that the

company which owns the CRC process wants to privatize testing sites. The CRC process

should be kept on community college campus for accessibility purposes.

PUBLIC PARTICIPATION

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Mr. Patrick McKemie provided the Board with the September 2010 NC Today handout that

outlined North Carolina employment at a glance.

ADJOURNMENT

The next Workforce Development meeting was tentatively scheduled for Thursday, December

16, 2010 at 12:00 noon. There being no further business to discuss, Mr. Donald Porter made a

motion that was seconded by Mr. Raymond Cummings to adjourn the meeting at 2:20 pm. The

motion passed.

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30 CJ Walker Road, COMtech Park Pembroke, North Carolina 28372 Telephone (910) 618-5533 Fax (910) 521-7576

Website: www.lumberriverwdb.com

ATTACHMENT A

Lumber River Local Area JobLink Career Centers Status Report: October 2010 – November 2010

BLADEN COUNTY JOBLINK CAREER CENTER The JobLink Coordinator attended EEOI Training in Wilmington, NC on October 1. October 8, Bladen JobLink hosted the Bladen County Business Services Meeting. October 13-15, JobLink and WIA Staff attended the WD Partnership Conference in Greensboro. Bladen JobLink hosted onsite interviews for Prestage Farms on October 19. The JobLink Coordinator attended BCC Basic Skills Committee Meeting on October 19.

Additionally, the Center hosted the Veterans Committee Day Meeting. October 21, the JobLink Staff supported DSS at county wide USDA Commodity Distribution sites. The JobLink Center hosted its Steps to Employment Workshops on October 25-28 and November 22-

23. November 2, JobLink Staff and Partners volunteered during breaks and stayed after hours to score

over 125 essays submitted by middle and high school students for the 2010 Bladen County Veterans Day Program. The essay theme was entitled “What Makes a Veteran”.

November 10, Bladen County JobLink partnered with Bladen County, Town of Elizabethtown and Smithfield Packing to host the 2010 Annual Veterans Day Program. Over 275 people were in attendance.

The JobLink Coordinator attended the Veterans Day Program hosted and held at Bladen Community College on November 11.

November 12, Bladen County JobLink Center hosted a Job Fair. Over 282 individuals attended. Bladen County JobLink Center had their Annual Food Nutrition Services Employment and Training

Review on November 17. Additionally, the JobLink Staff and Partners enjoyed a Thanksgiving luncheon sponsored by the JobLink Coordinator.

November 18, the JobLink Coordinator participated in Bladen County Economic Development Industry Appreciation Day. Lunch, dinner and breakfast were provided to the Danaher Control employees.

ROBESON COUNTY JOBLINK CAREER CENTER Laura Graham and Tammy Beasley attended an Equal Employment Opportunity Institute in Wilmington, NC on October 7-8. October 13-15, WIA Staff, Curtis Smith, Tammy Beasley and Edna Todd, JobLink Manager, attended the Workforce Development Conference in Greensboro, NC. October 25-26, Len Howze attended an Equal Employment Opportunity Institute in Raleigh, NC. The Reemployment and Eligibility Assessment program began operations at Robeson Joblink on October 25. November 3, WIA staff attended a mandatory EO Compliance Training at LRCOG. November 6, Eric Redrick conducted a mini Job Fair for local National Guardsmen in Red Springs. Lori Hall, WIA Case Manager, attended a Job Fair at South Robeson High School on November.

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Eric Redrick, Vet Representative, attended a Veterans Day Ceremony in Elizabethtown on November 11. The Veterans Program is growing in Robeson County. The program is being supported by surrounding towns. November 22, Robeson JobLink Staff contributed 118 lbs of non-perishable items to the Robeson County Church and Community Center. November 30, Larry Martin conducted a Job Skills Part I Workshop for participates in the REA Program. 15 customers attended the workshop. This program was offered through HRD and was held at Robeson Community College.

SCOTLAND COUNTY JOBLINK CAREER CENTER Scotland JobLink continues to offer and provide services to the customers of the JobLink and citizens

of the county and surrounding counties. On October 20 the Center sponsored a “Financial Management” workshop. The seminar was held at Richmond Community College’s - F. Diane Honeycutt Center. The guest speaker was Tammy Ralston, Homeownership Coordinator with Consumer Credit Counseling Service of Fayetteville, North Carolina. This was an excellent workshop in which attendees received invaluable information about credit, home ownership and managing finances. Ms. Ralston has indicated that she wishes to be a partner in the Scotland JobLink and plans to discuss more details with her agency.

October 29, Betty J. Galloway, the Manager of the Scotland JobLink Center was an invited panelist for the Community Discussion for Former Offenders spearheaded by Rep. Garland Pierce in Hoke County. Ms. Galloway provided a local perspective on the services that the Scotland JobLink Center is providing to these individuals. A previous community discussion was held in Scotland County on August 25. Various organizations, community leaders and the public met to discuss the ongoing efforts to assist individuals who have criminal records secure employment. The forum was well attended; there were approximately 50 persons in attendance. NC Department of Corrections provided information regarding the number of individuals who will be released. La Fonda General, Regional Former Offender Coordinator for ESC provided information on the Former Offender Initiative program sponsored by Employment Security Commission. Mr. Dennis Gaddy, Director of Community Success Initiatives, spoke on his organization’s efforts to assist these individuals with the soft skills to prepare for work. It was a very productive discussion.

November 3, WIA Staff attended the annual “EO Compliance Training” sponsored by Lumber River. The presenter was Mose Dorsey with Workforce Development Division in Raleigh, North Carolina. Also, Mr. Benjamin Thomas, Lead Veteran Employment Representative (LVER), attended a meeting on Fort Bragg regarding upcoming vacancies for civilians on base at Fort Bragg. Information was shared with all JobLink staff regarding the process of making referrals to these vacancies.

November 4-5, the JobLink Manager, Betty J. Galloway, attended the Employment Security Commission Leadership Conference held in Raleigh at the Radisson RTP. This year’s focus was “Strategically Evolving to Lead and Serve.” The conference model allowed all leaders across the agency to gain a better understanding of the issues that impact all of us. It also provided the opportunity for leaders to begin to think about the process of preparing the agency and its employees for the future. The presentations were excellent. Managers had the opportunity to share ideas and other resources to enhance leadership development.

Dr. Matthew Block, Mayor of Scotland County, signed a proclamation which officially declared November 7-13 as “Employ a Veteran Week.” In conjunction with Veterans Day Benjamin Thomas, Lead Veteran Employment Representative in Scotland JobLink, organized a seminar that was held on November 10 at the Clinton V. Willis National Guard Armory from 9-11:30am. Several employers and Veterans were present. The guest speakers were Virginia Terrell with the Employment Security Commission, Work Opportunity Coordinator (WOTC), and Dale Yarborough, VA Apprenticeship Program Coordinator, NC Department of Labor. Scotland County JobLink Manager discussed the On-the-Job training and Work Experience programs operated through Workforce Investment Act and the availability of funding. Mr. Thomas also presented an overview on the importance of hiring

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Veterans, cited it as a “Win, Win situation” for employers and Veterans. Directly following the seminar, lunch was provided by General McArthur’s in Laurinburg.

November 24, Reemployment Services Program (RES) Consultant and Former Offender Specialist, Arlene Thorne sponsored a “Former Offender Workshop”. Guest Speaker was Dennis Gaddy, Executive Director of the Community Success Initiative. He provided individuals with criminal records a “Fifteen Step Plan” on how to make changes in your life after incarceration and setting goals. He presented a video of the supportive services his program offers to clients. He discussed his efforts in contacting employers on behalf of offenders. He also shared his personal account of what he endured before incarceration and his transition from prison back to the community.

HOKE COUNTY JOBLINK CAREER CENTER The Hoke County ESC/JobLink continues to partner with Sandhills Community College (SCC), Hoke

Branch and the Educational Opportunities Center (EOC), Fayetteville State University to assist applicants in educational, financial aid and career counseling. Vocational Rehabilitation continues to assist their clients in job seeking services provided by the Career Resource Center. The Center continues to provide assistance with unemployment filing, job assistance and preparation, WIA and Labor Market Information Assistance.

The Employment Readiness Program continues to assist military spouses seeking employment by providing workshops, interview/job seeking techniques, and networking. The program is part of the Army Community Service offered at Fort Bragg. The office continues to have in-house discussions on Effective Customer Service Skills in order to provide good services to customers.

Ms. Graham met with representatives from Kingdom Community Development Corporation, which serves Cumberland, Hoke and Harnett counties to help provide foreclosure intervention and pre-purchase mortgage assistance for laid-off workers needing assistance. Brochures/handouts are available to customers that need the assistance.

The Hoke County Partnership for Children & Families continues to partner with the JL Center by providing information & assistance for qualified families that may need Child Care Services.

WIA staff and branch supervisor attended the EO Compliance Training in Pembroke in November. As part of “Hire the Vet Week” tenure, Benjamin Thomas (Vet Ref) asked Hoke Co. Mayor John

McNeill III to sign a Proclamation urging employers to put an emphasis on hiring veterans during the week of November 7 –13.

Nikki Stephens attended adjudication training, which will help the office in processing local office claim problems.

The JobLink Cordinator honored her employees with an early Thanksgiving dinner on November 19 as part of appreciation for a job well done. Additionally, the office celebrated October & November birthdays.

Nikki Stephens and Mollietta Graham attended the Hoke County Homeless Coalition luncheon on Saturday, November 19, where Ms. Stephens is a member of the committee.

ATTACHMENT B

Customers Served at Lumber River Local Area JobLink Career Centers October 1 – November 30, 2010

NOTE: Bladen County Summary is not available as the state is working on capturing services provided and outcomes under Bladen County JLMIS. Hoke County JobLink Career Center Customers Served Summary

Total servedOne Visit Customers 85 Returning Customers 717 New Registrations 101 Agency Referrals (VR, ESC, WIA, COMMUNITY COLLEGE, LOCAL PROVIDERS) 72 Core Services Delivered 4298 Robeson County JobLink Career Center Customers Served Summary

Total servedOne Visit Customers 322 Returning Customers 3480 New Registrations 455 Agency Referrals (VR, ESC, WIA, COMMUNITY COLLEGE, LOCAL PROVIDERS) 746 Core Services Delivered 7465 Scotland County JobLink Career Center Customers Served Summary

Total servedOne Visit Customers 182 Returning Customers 1300 New Registrations 219 Agency Referrals (VR, ESC, WIA, COMMUNITY COLLEGE, LOCAL PROVIDERS) 117 Core Services Delivered 4068

Lumber River Local Area (Customers Served Summary at 4 Centers)

Total servedOne Visit Customers 589 Returning Customers 5497 New Registrations 775 Agency Referrals (VR, ESC, WIA, COMMUNITY COLLEGE, LOCAL PROVIDERS) 935 Core Services Delivered 15831



Equal Opportunity Employer/Program

Lumber River Council of Governments • Workforce Development Division

Serving: Bladen County • Hoke County Robeson County • Scotland County

ATTACHMENT “C” MEMORANDUM To: Lumber River Workforce Development Board From: Michael Ramey, Business Services Coordinator Date: December 16, 2010 Subject: Business Service Report Incumbent Worker Training (IWT) Bladen Hospital INC. was awarded $25,000 to train 67 employees in LEAN Healthcare and Six Sigma training. The grant application was approved by the NC Division of Workforce Development. The Business Services Coordinator received an email from Cameron Highsmith, CEO of Bladen County Hospital opting out of the IWT grant due to reporting requirements. Mr. Highsmith stated they were not aware of the WIA reporting requirement and wished to opt out of the grant and apologized for any inconvenience this may have caused. Database of Businesses The Business Services Coordinator frequently updates the database of businesses in Robeson, Bladen, Hoke and Scotland Counties in order to promote better communication between business and service agencies in the local area; currently 200 businesses are on the database list. The Business Services Coordinator has partnered with the Southeastern Entrepreneurial Alliances (SEA) in order to reach another 200 businesses currently on their database list. The database has been used to distribute information on different events around the area such as the “Rise-N- Shine” Morning Connection meeting, the Small Business Finance workshop at Richmond Community College, entrepreneurial meetings hosted by SEA, Practical Tools of Entrepreneurship eight-week course, new IWT updates and deadlines, Job Profiling and Career Readiness Certification.

World Interactive Network (WIN) A “Refresher Training” workshop was conducted with WIN managers on November 3 at the LRCOG, 8 managers participated in the workshop. The CRC program utilizes the WIN for WorkKeys instructional courseware to build workplace skills and ACT’s WorkKeys assessments as a common-language for education, workforce, and economic development. As of December 16, 2010, 539 students and adults have been enrolled into the WIN courseware. Student Enrollment Bladen Community College 6 Hoke High School 3 Robeson County Schools 182 Robeson ESC 208 Robeson JobLink 59 Scotland High School 5 UNC-P 76 Total 539 Career Readiness Certification (CRC)

Currently, a total of 5,236 Career Readiness Certifications have been issued to the workforce in the Lumber River Local Area. Note: See the attachment for county break down.

Certificate Percent Total

Bronze 28.3% 1,480

Silver 58.4% 3,060

Gold 13.3% 696

Total certificates earned: 5,236

WorkKeys Job Profiling Two new profiles were conducted with Richmond Community College in November and December. Jobs profiled were Maintenance Supervisor and Groundskeeper. A profile was conducted at Quickie Manufacturing located in Lumberton, The Manufacturing Team Leader job was profiled. The Business Services Coordinator has conducted 10 profiles this year for a total of 14 in the Lumber River Local, area since April 2008. As an ACT’s WorkKeys Job Profiler, the Business Services Coordinator is certified to facilitate groups of employees to complete job analysis. Job profiling consists of a task analysis to select the task most critical to a job and a skill analysis to identify the skills and skill levels required to enter the job and/or to perform it effectively. By matching the job profile information with individual scores on the WorkKeys assessments, employers can make reliable decisions about hiring, training, and program development needs. Rapid Response No Rapid Response have been conducted in our local area at this time. Business Services Teams The teams are taking the information compiled from the survey and planning special events to target those needs. Some of the events being planned include workshops on grants such as IWT, small business seminars on financial assistance, a “Practical Entrepreneurship” course, resource guide for businesses, writing a business plan, employer training summits and more. The teams will be meeting in January 2011 to set goals for the upcoming year and invite businesses to be a part of the meetings.

Southeast Entrepreneurial Alliance (SEA) The Business Services Coordinator participated on a panel at the November 9, the “Rise ‘N’ Shine” Morning Connection hosted by UNCP, Pembroke Chamber of Commerce, Thomas Family Center for Entrepreneurship, WD Business Services Team, Southeastern Entrepreneurship Alliance, and the Regional Center for Economic, Community, and Professional Development. The topic for the day was “The Cornucopia of Resources for Small Business and Entrepreneurship”. Other panelists included Shelia Harris, SBTDC, BizBoost Counselor, Michael Menefee, Thomas Family Center for Entrepreneurship, UNCP and Nick Arena, COMtech. Other area agencies were present along with area businesses. Statewide Business Services Meeting The Business Services Coordinator gave a presentation at the State Business Services Meeting in Greensboro on October 12. He was ask to give a “Best Practice and Marketing” workshop on CRC and Profiling due to success we have had in our area. He was also elected Chairman of the “State Business Services Planning Board”. The board coordinates and plans state-wide events and training for all Business Services Representatives throughout the state.

County Certification Level Achievement

Bladen


Bronze 32.7% 200

Silver 53.3% 326

Gold 14.1% 86

Total certificates earned: 612

Hoke


Bronze 33.2% 128

Silver 53.9% 208

Gold 13% 50


Robeson


Bronze 27.7% 907

Silver 59.6% 1947

Gold 12.7% 415


Scotland


Bronze 25.3% 245

Silver 59.8% 579

Gold 15% 145


Lumber River Youth Services Report

ATTACHMENT D

“It’s a Ma er of Choice”

October 23, 2010

Hoke County High Scool

62 Youth a ended!

Workshops:

“Technology— Friend or Foe?” ‐ Students learned the ramifica ons, personally and criminally, of sharing personal infor‐

ma on through tex ng and social media networks.

“Crossing the Lines” ‐ Presenters discussed gang violence, bulling and turfism. Students learned about the risks and conse‐

quences of being involved in gang ac vi es.

“Prescrip on for Life” ‐ How much do we know about prescrip ons and over‐the counter medica ons? Presenters shared

per nent informa on about the misuse and long term effects of medica on.

BLADEN COMMUNITY COLLEGE YOUTH PROGRAM

On October 23, 2010, the Bladen County WIA Youth Program participants attended an Empowerment Summit at Hoke County High School in Raeford, NC. The theme was “It’s A Matter of Choice”. Youth participants attended three workshops with the following topics: “Technology- Friend or Foe?”, “Crossing the Line”, and “Prescription for Life”. The highlight of the event was the Career Fashion Show. Participants modeled business and casual attire appropriate for the workplace and school.

Youth Empowerment Summit

Job Link Youth ServicesBladen Community College

Dublin, NC

October ~ November ~ December2010

Youth Empowerment Fashion Show

Drug Awareness Workshop

On October 28, 2010, Detective K. Hester of the Elizabethtown Police Department conducted a Drug Awareness presentation to program participants. The presentation was developed to educate students abstaining from drug usage, resisting peer pressure and making the best decisions. All in attendance pledged to be drug free, violence free, and respectful of all laws.

Domestic Violence Workshop On October 29, 2010, Fourteen participants of the Bladen County Youth Program attended a Domestic Violence Workshop. Mrs. Marjorie Walker author of Pain No More was the keynote speaker. Mrs. Walker is an advocate for domestic violence at the Families First Inc. located in Elizabethtown, NC. Her speech focused on relationships without violence. She allowed participant interaction during role play activity.

Attachment D2

Bladen Community College Youth Program Page 2

Upcoming Events

Workforce Development Banquet

Tuesday, December 7, 6:30 P.M.

Job Readiness Workshop

Monday, December 13, 4 P.M.

Youth Christmas Outing

Thursday, December 16, 4:00 P.M.

Thank You Students for Participating!

.

On November 11, 2010, twelve participants of the Bladen Youth Program participated in a Veteran’s Day activity at Popular Height Retirement Center located in Elizabethtown, NC. In honor of local veterans, program participants prepared and presented care packages for veterans. The veterans were excited and expressed gratitude for their gifts.

Veteran’s Day Project

Youth Attend “Fences” Play

On November 18, 2010, youth along with staff attended the August Wilson’s award-winning play, FENCES, directed by Dr. Harmon Watson at Fayetteville State University’s Butler Theater.

Attachment D3

Amber and Quiania are counting bottle caps that the Hoke County WIA participants collected to help one of the teachers friends with a medical issue.

Nov. 4,: WIA Banking. Participants earn WIA Bucks for activities they participate in; the bucks are deposited in their WIA bank account and they can use them during the school year for incentive activities. WIA Banking is a part of financial literacy. WIA banking teaches actual

Hoke County Schools WIA Visit Sandhills Community College

Hoke County Schools WIA

December 9, 2010 September, October, November 2010

October 28, 2010: Eleven WIA Participants toured Sandhills Community College. Lindsay and Kim were excellent tour guides, they offered valuable information to assist the partici-pants as they made their post-secondary choices. Partici-pants asked many informative questions

Hoke County Schools WIA Host

LRCOG Youth Empowerment Summit On October 23, 2010 approximately 85 people attend-ed the LRCOG Regional Youth Summit hosted by Hoke County Schools WIA. Youth enjoyed interesting top-ics and dynamic presenters. Thanks to the many pre-senters and all WIA Staff. (Hoke Co. had 14 partici-pants)

Awarded to:_______________ _________________

For: _____________________ WIA Staff Signature

WIA Checking

$

WIA Bucks

$

Hoke County Schools Host LRCOG Regional Youth Empowerment Summit

Approximately 85 people attended the annual Youth Empowerment Sum-mit on October 23rd. The youth enjoyed good workshops and dynamic speakers. (14) Hoke County Partici-pants attended

Hoke County Younger Youth 2010

AMBER MCLEAN

Sept. 23:(12) Participants attended bowling activity at the Lumberton bowling lanes and enjoyed dinner at a local restaurant

Nov. 1: (10) Participants enjoyed the stage production of Legally Blonde at UNCP.

Nov. 2010: Participants joined with Hoke County School Social Workers to donate food and monetary funds to help feed families at Thanksgiving

Nov. 18: (10) Participants attended bowling to practice for the upcoming LRCOG Annual Youth Bowling Tournament. Participants also hand scored their game along with the electronic scoring as a math enrichment activity

Attachment D4

September16-The objective of Job Readiness training is to train WIA partici-pants on the skills needed to be relia-ble, responsible workers who can solve problems and who have the social skills and attitudes to work together with other team members. 18 Youth

Job Readiness Training WIA Jobsites:

UNC-Pembroke

JC Penney of Lumberton

Purnell Swett High

Rowland Middle School

Burnt Swamp Baptist As-sociation

C & M Hair Salon

Cyna’s Jewlery

Kerr Drug

Mady’s Outlet

Native Angels

30 WIA Students are currently doing work ex-periences and internships throughout the county.

Attachment D5

On October 16UNCP WIA Students were rewarded for excellent partici-pation in monthly activities and workshops. Students enjoyed a fun-filled day of rides, exhibits, and food. Students were also given a $20.00 stipend. 25 students at-tended

October 23rd- 17 UNCP WIA Participant attend 2010 Youth Empowerment Summit. This was a re-gional event to promote positive behavior among youth and stressed the importance of education.

Attachment D6

October 28– A candle light vigil was held around the water feature on UNCP Campus to bring awareness to the com-munity about the many danger of Sub-stance abuse. This national event strives to raise awareness and open the doors to recovery by eliminating the prejudice that has followed this dis-ease. UNCP WIA participant Alicia Barnes was the MC. The vigil was Co-Sponsored by Robeson Heath Care and UNCP Department of Social Work. 5 students attended

November 11th-Zan Wiggins, Associate Director of Admissions at UNCP speaks to a group of WIA par-ticipants. Students were informed of requirements to attend UNCP, and majors that are offered. 32 students attended

November 11th– UNCP WIA along with UNCP Regional Center sponsored a food drive to help re-plenish the Robeson County Church and Community Center Food Pantry.

Attachment D7

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The Youth Council met to discussed this year’s goals, Breast Cancer Aware-ness, Veteran’s Day, and Christmas activities. Also, they discussed the AHS attendance policy and incentives for the year .

A Job Readiness class was conducted for three days on campus. After the workshop ten students were tested for the CRC and all ten passed.

Three WIA male participants at-tended a Safe Sex Workshop pre-sented by Robeson County Health Department. The purpose of the workshop was to teach the partici-pants how to engage in a safe sex-ual life style.

9-1-10 Robeson Community College Family Litera-cy class held a Nutrition Workshop for the parents to teach healthy food selections to feed their chil-

dren.

9-9-10 WIA female participants attended a Health & Beauty Workshop, the purpose of the workshop

was to teach proper grooming skills .

Attachment D9

Veteran’s Day was celebrated by Robeson Community College Youth Services students with functions held at Native Angels at Comtech, Robeson Community College, and the Veterans’ Affairs Office in Lumberton, N.C. Coffee, donuts, juice and cookies were served by the students to the veterans.

A Gang Awareness Workshop was held at Robeson Community College’s Comtech Center with approxi-mately one hundred and fifty students and staff in attendance. The workshop presenter were Mr. Leon Bur-den and Mr. James Smith from Color’s of Life. The workshop explained to the students gang life and how it effects not only the individual but other people.

Eight WIA participants attended the college fair held at Robeson Com-munity College. Students visited booths representing different col-leges located throughout North Car-olina.

Attachment D10

WIA “Career Start” Youth Council Meeting

Youth Council met on 9/9, 10/6, and 11/4 to discuss upcoming activities and events, to

include the 2010 Scotland High School Homecoming and the Holiday Banquet.

Leadership Development

Friday, September 24, 2010 WIA staff members accompanied five participants to a Career Expo hosted by the Laurinburg Chamber of Commerce. Participants were able to meet with employers and college representatives to determine careers that are in demand. Some participants completed employment applications on site while others were referred to the organization’s website. Potential Employment

Scotland County Schools Workforce Investment Act (WIA) September - November 2010 Activity Summary Report

Career Expo

College Day Thursday, September 30, 2010, Scotland High School Seniors had the opportunity to meet with college representatives. Comprehensive Guidance & Counseling

Fayetteville State University Pre-College Program

Saturdays, September 25, October 9 & 30, and November 6 & 20, 2010 approximately twenty WIA students attended the Fayetteville State University Pre-College Saturday Academy. Throughout the day, students attended four classes based on their science and math courses. Tutoring and Study Skills - Leadership Development

Resume Workshop Thursday, September 16, 2010, twenty-five WIA participants were able to take part in a resume workshop facilitated by Dr. Rachel Jones. Dr. Jones discussed what encompasses a resume and its uses. Participants who took part found this information very helpful. Comprehensive Guidance & Counseling

Homecoming Activities SHS Spirit Week

October 4 — 8, 2010 Wednesday, October 6, 2010, Shaqueta Graham, Miss WIA, and escort Timothy White campaigned for votes during lunch shifts. Thursday, October 7, 2010, ten students helped prepare the WIA Homecoming Float ‘Roast Those Rams’.

Friday, October 8, 2010, five students along with staff members took part in the 2010 Homecoming

Parade. After the parade forty-two participants along with staff members attended the Homecoming football game, where the Scots beat the Rams and WIA’s Homecoming Float was named 2nd Place Winner. Leadership Development - Team Building Skills

October 4, 2010 Work Experience

Alexius Fields (m), who is a culinary students, works after school assisting with catering events.

Attachment D11

Thursday, October 28, 2010 thirty-one WIA students took part in a Gang and Drug Awareness Workshop conducted by the Scotland County Sheriff Department. This workshop was conducted in collaboration with Red Ribbon Week, which was October 23 — 31. During the workshop students learned about the consequences of gang and drug involvement, respect for oneself, and the importance of setting goals. Comprehensive Guidance and Counseling; Leadership Development

Youth Empowerment Summit Saturday, October 23, 2010 sixteen WIA participants were able to take part in a Youth Empowerment Summit ‘It’s a Matter of Choice’ sponsored by WIA Youth Services. During the Summit, youth listened to Judge Herbert Richardson discuss the importance of being prepared in order to succeed in life and the consequences of sharing personal information through texting and social media networks. Participants also attended a workshop on gang violence and bullying and

the misuse of prescription and over-the-counter medications. The Summit ended with participants modeling business attire, weekend/casual wear, and business causal clothing in a fashion show. Comprehensive Guidance and Counseling; Leadership Development

Veterans’ Day Recognitions

Tuesday, November 9, 2010 WIA ‘Career Start’ students and staff recognized Veterans at Scotland High and East Lau-rinburg Schools. Seventeen Military Veterans received a flag and card as a token of appreciation for their service. Let us always be reminded of the sacrifices Veterans made to protect our families, commu-nities and country. Leadership Development; Community Service

NCCU BRITE Visit Tuesday, November 16, 2010 eight-een WIA Graduating Seniors visited North Carolina Central University’s Biomanufacturing Research Insti-tute Technology Enterprise (BRITE) facility. Students were able to tour various labs within the BRITE facil-ity. Students also, had the oppor-tunity to participate in a hands on Sickle Cell Electrophoresis demon-stration conducted by Ms. Betty Brown. Finally, students were able to hear about scholarships offered through the BRITE Program. This was a very enlightening experience for all who attended. Comprehensive Guidance & Counseling

Gang and Drug Awareness Workshop

Our NCCU BRITE Tour by Shanequa Love Amazing, Amazing, Amazing!!! Our trip to North Carolina Central University was truly an experience to me. I was certainly attracted to the labor-atory and just their whole work style environment. It soothed me to know that not only were the lab technicians doing what they love but they were also discovering ways to help and benefit the lives of others. By visiting the BRITE building I would now like to shift my career and begin to study cell reproduction. I truly feel that I can too make a difference in someone else’s life and the feeling would be very satisfying. I believe if I can take the initia-tive to study these things then I hope to inspire my peers to do the same. I am so pleased that I was given the op-portunity to experience this with my fellow classmates and friends because to me a step like this can really change the life of many. So thanks to my WIA counselors for taking me along this journey.

Staff members attended ID

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Scholastic on November 10,

2010. The liter-acy program

helps to enhance students reading

and writing skills.

Sept.— Nov. 2010 (cont.)

Attachment D12

30 CJ Walker Road, COMtech Park Pembroke, North Carolina 28372 Telephone (910) 618-5533 Fax (910) 521-7576





ATTACHMENT “F” MEMORANDUM TO: Lumber River Workforce Development Board FROM: Blondell McIntyre, Services Director DATE: December 16, 2010 REFERENCE: New OJT Policy Attached is the Local Area Issuance that contains the new On-the-Job Training (OJT) Policy. Please review and forward any questions to my attention. Recommendation: The WDB staff is asking approval to implement the new OJT Policy in

the Lumber River Local Area. Thank you for your consideration.

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state OJT requirements, and leverage other hiring incentives such as Work Opportunity Tax Credit (WOTC) or the HIRE initiative that assists offenders gain employment. NOTE: North Carolina has been granted a one-year waiver from the US Department of Labor to allow the reimbursement of OJT employers on a sliding scale based upon the number of employees at an employer’s single location. Up to 90% of the participant’s wage rate may be reimbursed to employers with 50 or fewer employees and up to 75 percent of the participant’s wage rate may be reimbursed to employers with 51-250 employees. Employers with more than 250 employees are limited to the standard WIA cap of 50 percent wage reimbursement. The OJT sliding scale waiver applies to all state and local American Recovery and Reimbursement Act (ARRA) and non-ARRA WIA funds and is in effect through June 30, 2011. (The sliding scale also applies to the OJT National Emergency Grant and is in effect through June 30, 2012). ACTION: All WIA Adult and Dislocated Worker Contractors must adhere to the attached OJT policies and use the included forms when providing WIA On-the-Job training services.

EFFECTIVE DATE: January 1, 2011

EXPIRATION DATE: Indefinite

CONTACT: Local Area Administrator

DISTRIBUTION: WIA Contractors and LRWDD Staff

__________________________________ Dana I. Powell, Local Area Administrator Workforce Development Division ATTACHMENTS: OJT Policy

North Carolina (OJT) Elements Utilizing Various WIA Funding OJT Contract Forms

ON-THE-JOB TRAINING POLICY

PARTICIPANT ELIGIBILITY On-the-job training (OJT) may be provided to eligible Workforce Investment Act (WIA) participants who are assessed and found to be in need of and suitable for training services in order to obtain or retain employment that leads to self-sufficiency. The participants must demonstrate a need for training as recorded on the Individual Employment Plan (IEP). Employers will have the final selection authority for individuals to be hired. All trainees must meet certain WIA eligibility criteria before training can begin. Only those individuals who meet the eligibility requirements for intensive services, who have received an assessment and for whom an IEP has been developed may be considered for OJT. An individual referred as a potential candidate for OJT by an employer (reverse referral) may be considered for OJT with that employer only after the individual has met eligibility requirements for intensive services, has received an assessment, and for whom an IEP has been developed that indicates OJT is appropriate. Consideration should be given to: the skill requirements of the occupation; the academic and occupational skill level of the participant; prior work experience; and the participant’s IEP. The results of objective assessment, as documented on the individual’s IEP must indicate that the participant is in need of, and can benefit from, the activity of OJT. The IEP must capture the past work history of the applicant from the official file, assess the test results, capture additional information from the applicant about past work experience, hobbies, volunteer experience, and identify strengths and weaknesses of the applicant. It must include documentation as to the new skills to be acquired during training and how skill gap deficiencies will be overcome with the training. On-the-Job training for incumbent workers is allowed by WIA when: (a) the employee is not earning a self-sufficient wage as determined by local Workforce Development Board policy; (b) all OJT Pre-Award Analysis conditions are met, and (c) the OJT relates 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 identified by the WDB. NOTE: While the unemployment rate in the counties of North Carolina are at unacceptable levels, the use of OJT for incumbent workers is highly discouraged. EMPLOYER ELIGIBILITY On-the-Job training is primarily a “hire first” program; the trainee becomes an employee of the company prior to the beginning of the training program. Hiring and training may begin after the OJT Pre-Award Analysis form has been completed and the OJT Employer Agreement has been signed by all the parties. Local Board staff should give careful consideration when selecting a suitable employer for OJT. General business practices in terms of working conditions (safety, health), the availability of health benefits, sustainable wage structure, turnover rates, adequate staff and equipment to carry out the training, and whether the employer is in compliance with federal, state and local laws, etc. are factors to consider while completing the OJT Pre-Award Analysis form.

When considering an employer to participate as an OJT worksite, Workforce Development Board staff should carefully review and determine the nature of the employment to ensure the employment is on-going and not temporary, probationary or intermittent employment. An On-the-Job training contract must be limited to the period of time required for a participant to become proficient in the occupation for which training is being provided. In determining the appropriate length of the training, consideration must be given to the skill gaps that exist when comparing the skill requirements of the occupation and the academic and occupational skill level of the participant, prior work experience, and the participant’s IEP. The goal of On-the-Job training is retention of the trainee by the employer following the successful completion of the training. CONTRACT REQUIREMENTS On-the-Job training contracts require that the wages paid to trainees be at least the prevailing entry wage for any specific occupation in the community. If the employer operates under a collective bargaining agreement, the wage and benefits must be those specified in that union agreement and the job opening must be cleared with the appropriate union. The employer must comply with requirements of the Civil Rights Act with respect to equal opportunity in employment for the OJT position as well as comply with all federal, state, and local laws. Trainees hired under this program will be subject to the same personnel policies, rules and regulations, afforded the same benefits, and compensated at the same rates as other employees of the company. Employers must carry Workers’ Compensation Insurance and make federal and state tax withholdings as required by law. In addition, the individual trainee payroll tax records must be maintained and available for review for a minimum period of three years after the end of the training period. Conditions of employment and training will be in full accordance with all applicable federal, state, and local laws (including but not limited to health and safety laws), and be appropriate and reasonable with regards to the type of work undertaken and the proficiency of the participant. The employer must certify that the participant will not displace any regular employee of the employer and that no person was displaced as a result of the relocation of the current business within the previous 120 days of signing the OJT Contract Agreement. The OJT employer will agree to adhere to the local Workforce Development Board’s grievance process if a complaint arises in connection with the OJT trainee and/or the training. On-the-Job training participants will not be employed to carry out the construction, operation or maintenance of any part of a facility that is used or to be used for sectarian instruction or as a place for religious worship, or be required to participate in religious activities. The OJT must be conducted at the employer’s place of business or a related location, and may not be subcontracted.

No individual (neither new hire nor incumbent) may enter an OJT position if a member of his/her family is engaged in an administrative capacity with the OJT employer, including a person with selection, hiring, placement or supervision responsibilities for the OJT trainee. The OJT employer must certify that neither the employing company nor its principals are presently debarred, suspended proposed for debarment, declared ineligible, or excluded from participation by any federal department or agency. The OJT employer will maintain and make available for review all time and attendance, payroll, and other records to support amounts reimbursed under OJT contracts. A participant may not be trained under an OJT contract at a particular employer if: (1) any other individual is on layoff from the same or substantially equivalent job; (2) the employer has terminated the employment of any regular, unsubsidized employee or otherwise caused an involuntary reduction in its workforce with the intention of filling the vacancy so created with the WIA participant; or (3) the job is created in a promotional line that infringes in any way on the promotional opportunities of currently employed workers. SKILLS GAP ANALYSIS / TRAINING PLAN DEVELOPMENT Following the execution of the OJT Employer Agreement, an individualized OJT Training Plan must be developed for the acquisition of skills that the trainee does not already possess. This plan will contain occupationally specific skills that the employer requires for competency in the OJT occupation. An analysis of the trainee’s prior work history and the job skills gained must be compared to the job skills/job description the employer requires in the OJT occupation. The resulting gap in skills will be the basis for the development of the Training Plan. The Specific Vocational Preparation (SVP) data found in the O*NET Online database for that particular occupation will be used and adjusted to determine the length of training necessary to acquire the needed skills. Each skill description should be concise, but comprehensive and the individual tasks should be measurable and observable. The specific types and sources of information used to identify the scope of the skills gap must be included in the participant’s case file. There are a number of assessment tools available that may be used to conduct a skills gap analysis and provide adequate documentation of the process used to develop the Training Plan. These include Prove It!™, an Internet–based assessment tool used to determine an individual’s level of skills in a particular occupation and to document skill deficiencies, as well as the O*NET Online website and www.myskillsmyfuture.org which have both been developed by the US Department of Labor. TRAINEE SKILL EVALUATION At the midpoint of training, the trainee’s acquisition of the required occupational skills on the Training Plan will be evaluated by the employer/supervisor using the OJT Trainee Evaluation Form. This is an opportunity for the employer/supervisor and the trainee to interact and review the skills progress made by the trainee and to make any necessary adjustments to the training shown in the Training Plan. The Trainee Evaluation Form will also be used at the conclusion of training to document the mastery of the required skills. Completion of the final skills evaluation section of the form signals the successful completion of the Training Plan and agreement by the employer to retain the trainee.

GENERAL PROVISIONS A. Occupational Qualifications The following guidelines will determine occupations that are eligible for OJT:

1. The occupation must be one in which there is a documented current or anticipated demand. 2. The occupation must not involve payment in the form of a commission as the primary source of reimbursement to the OJT Employee/Trainee. 3. The occupation must be one in which specific occupational training is a prerequisite for

employment. The occupation must require at least 30 days or 240 hours of training to reach full productivity. 4. The occupation should provide for permanent, full-time employment. (Full-time employment is defined as a 40 hour work week, except where fewer hours are normal to the occupation, but in no case where the part-time hours does not average a weekly salary of $150 and must include the same benefits provided for other employees, on a pro-rata basis). 5. For dislocated workers, training must be in an occupation which provides new skills distinct from those possessed by the dislocated worker; and the occupation must be one in which the individual would not be hired without training. 6. OJT should not be used to substitute for the following training:

a. Professional occupations requiring licensing, testing or certification. b. Clerical occupations which typically require classroom instruction c. Occupations which require an associate or baccalaureate degree as a condition of

employment. 7. Training may not be provided for occupations which are currently, or will be included under an employee leasing contract whereby job openings for a particular occupation at a business facility are filled by staff of the leasing contractor. 8. Training may not be provided for occupations where adequate supervision and/or monitoring is not available. These include traveling salespersons, out-stationed job positions, truck or van drivers and other positions requiring more than an occasional trip from the worksite. 9. OJT training shall not be provided for waiters/waitresses.

B. Supportive Services Enrollees in the On-the-Job Training Program/Regular may be provided a transportation allowance of $2.00 per day for 3 weeks not to exceed a total of $30.00 for days actually worked and on a one time basis only. The Staff/Contractor Staff will contact the enrollee, the 1st week, 2nd week, and then at least on a monthly basis thereafter, to provide counseling and to monitor the enrollee's progress. C. Contract Development It is the responsibility of the Staff/Contractor Staff to develop and negotiate the OJT contract. Priority for OJT contract development shall be directed toward employers in the private sector; however, contracts may be developed with public sector employers when no other opportunities exist in the private sector. Priority should be given to employers within the growth industries who offer jobs reflecting the use of new technological skills. Contract negotiations must be conducted with the employer/owner or a person who has the authority to act on behalf of, and make decisions for the company. The negotiation process must include a review of all WIA-OJT contract rules and regulations in order to lessen audit exceptions and problems of non-compliance with the Act and the contract rules.

The cost of training will be determined as result of negotiating the program content and the length of training to be given by the employer. The present skill level of the participant(s), the specific job duties of the training position and the quality of training will determine the length of the contract and the cost of training. The job description must accurately reflect the duties of the job. By obtaining a thorough job description from the employer, and the average amount of time an employee will spend on each of the job duties within the position, a correct occupational code can be assigned and the proper length of training for the contract can be negotiated within the specified allowable maximums.

In those instances when a contract is negotiated for a new or expanding business, and not for a specific participant or group of participants, the Staff/Contractor Staff will use their knowledge of applicant skills within the local labor market as a guide for determining the length of training D. Length of Training

1. Training need, training completion, and training length are determined trainee by trainee, using the instructions as follows: The Service Provider representative, working with the employer, determines the job title for the position to be trained for, referencing the Occupational Network (O*NET). From O*NET, SVP parameters are obtained. It is within these parameters that the length of training is set. The provider representative should consider the training needs of each participant. An OJT must be limited to the period of time required for a participant to become proficient in the occupation for which training is being provided. In determining the appropriate length of the contract, consideration must be given to the skill requirements of the occupation, the academic and occupational skill level of the participant, prior work experience, and any disability. 2. No OJTs should be written with a Training Period of less than four weeks or more than 26 weeks. Exceptions may be made on a case-by-case basis, with the prior approval of the Executive Director of the Local Area. 3. The Service Provider will use the Specific Vocational Preparation (SVP) Codes, as indicated in O*NET. It is recommended that the Service Provider access O*NET at the crosswalk to the Classification of Instructional Programs (CIP), Dictionary of Occupational Titles (DOT), Military Occupational Classification Codes (MOC), Registered Apprenticeship Information Codes (RAIS), and Standard Occupational Classification (SOC)codes/titles: [http://online.onetcenter.org/]. 4. OJT contracts cannot be written for an occupation requiring SVP skill levels 1 and 2 without prior approval from the Local Area Executive Director. The SVP number will be used as a guide to determine the maximum number of training hours for a specific occupation. SVP Level Average Training Time Maximum Training Time 1 & 2 As determined by LA 3 6 weeks. 320 hours. 4 14 weeks 640 hours 5 20 weeks 800 hours 6 24 weeks 960 hours 7 or higher 1040 hours

5. The maximum number of training hours should only be used when the participant has had no prior experience in the occupational area, is entering the labor force for the first time, is re-entering the labor force after a substantial number of years absence, or has a handicap which limits his/her ability to perform at a normal rate.

E. Case Management The Case Manager shall make contact with the participant and OJT Employer at a minimum

once each month and shall complete reports to be kept in the participant’s file concerning the progress of training and achievement of the training objectives as defined in the contract. Concerns and corrective action necessary to accomplish the objectives shall be recorded and appropriate action and follow-up shall be documented. This contact may be in person or by telephone. F. Reimbursement Employers are limited to the standard WIA cap of 50 percent wage reimbursement. However, North Carolina has been granted a one-year waiver from the US Department of Labor to allow the reimbursement of OJT employers on a sliding scale based upon the number of employees at an employer’s single location. Up to 90% of the participant’s wage rate may be reimbursed to employers with 50 or fewer employees and up to 75 percent of the participant’s wage rate may be reimbursed to employers with 51-250 employees. Employers with more than 250 employees are limited to the standard WIA cap of 50 percent wage reimbursement. The OJT sliding scale waiver applies to all state and local American Recovery and Reimbursement Act (ARRA) and non-ARRA WIA funds and is in effect through June 30, 2011. (The sliding scale also applies to the OJT National Emergency Grant and is in effect through June 30, 2012). The Reimbursement process:

1. The subcontractor shall be reimbursed for training costs upon timely submission (within 15 days after the report period ends) of the Monthly Invoice and appropriately certified by the Subcontractor's signatory official. Payment shall be based on the hours actually worked for which wages are paid under each training slot, including overtime, times the negotiated fixed hourly rate. Additional overtime wages will be the responsibility of the employer and will not be reimbursed. Payment of overtime shall be restricted to work consistent with the training outline. Payment shall include reimbursement of costs associated with employment and training services and classroom training which has been integrated into the training outline and for which wages have been paid. Payments will be based on negotiated beginning wage rate. 2. OJT payments may not be based on overtime, shift differential premium pay, and other non-regular wages paid by the employer to participants. 3. No reimbursement shall be made for training costs incurred during a period of work stoppage at the employer's worksites which constitute training locations under this subcontract. 4. OJT payments may not be based upon periods of time such as illness, holidays, plant downtime or other events in which no training occurs. 5. Each trainee's wages shall be paid in full for the period for which reimbursement is being requested prior to the transmittal of an invoice for payment.

G. Financial and Programmatic Monitoring The trainee’s progress under an OJT contract will be formally monitored at least once during the training period by the staff of the agency responsible for the development of the contract. Periodic communication with the OJT employer/supervisor and the trainee during the training period is required to insure the successful completion of the training. The monitoring system should at a minimum include the following: compliance with the training outline/statement of work, comparison of time and attendance with invoices, comparison of contracted wage-rate vs. wages paid, and start date of employment vs. contract start date. The original documents which show the actual hours worked for a given time period should be reviewed rather than just a summary of hours (i.e. time card, time sheet, etc.).

OJT contracts, less than 520 hours, will be monitored when the first invoice is due. For OJT contracts, equal to or greater than 520 hours, two monitoring reviews will be conducted; one when the first invoice is due and another before the end of the contract. Employers, with more than three concurrent contracts, need to be monitored only once per quarter but at least one monitoring review should be conducted prior to all contracts expiring. A monitoring review may also be conducted whenever there are indications of problem areas, i.e., layoffs or rumors of layoffs, decrease in hours of training as reported, complaints from participants (either formal or verbal complaints) rumors of employer filing for bankruptcy, etc. The contractor monitoring reviews should be documented and this written documentation shall become a part of the contract file. The report must include: all areas of non-compliance with the contractual agreement, review of the eligibility of participant(s) enrolled under the contract, the corrective actions needed, and the findings of any ineligibility of WIA participants. OJT FORMS The forms listed as Attachments B are the official documents to be used when conducting WIA-funded on-the-job training activities and are to be completed sequentially. The OJT contract package is incomplete if all forms (Pre-Award Analysis, Employer Agreement, Training Plan, and Trainee Evaluation) are not completed.

NORTH CAROLINA ON‐THE‐JOB TRAINING (OJT) ELEMENTS UTILIZING VARIOUS WIA FUNDING

Element

Local “Regular” or

ARRA WIA Formula Funds

State-Wide Activities

Funds PY ‘10 OJT Initiative

National

Emergency Grant (NEG) ARRA OJT

Participant Target Group & Eligibility

WIA Adult, WIA Older Youth, & WIA Dislocated Worker

WIA Dislocated Worker, dislocated since 1/1/2008, prolonged unemployed (19 weeks or more) , must have NC Career Readiness Certificate, Veterans’ Priority

WIA Dislocated Worker, dislocated since 1/1/2008, prolonged unemployed (19 weeks or more), Veterans’ Priority

Administrative Funds

Regular formula Admin. None Must not exceed 10% of total grant

Sector of OJT Employer

Public, private non‐profit, or private

Private non‐profit, or private (not public)

Private non‐profit, or private (not public)

Use of Sliding Scale Employer Reimbursement (up to 50%, 75% or 90%)

Yes, based on size of employer; 1‐50, up to 90%; 51‐250, up to 75%; 251 & over, up to 50%.



Support Services Local Workforce Development Area Policy

Local Workforce Development Area Policy

As needed until participant receives first paycheck; tools and supplies up to $500

Begin Date of Funding

Beginning of each two year fiscal cycle

10/1/2010 06/30/10

End Date of Funding

End of two year fiscal cycle 12/31/2011 06/30/12

OJT Training Duration Limit

Limited to time needed to become proficient

Up to 6 months Up to 6 months

Hourly Wage Reimbursement Cap

No hourly wage cap applies

Reimbursement may not be based upon more than $18.95 per hour. *

Reimbursement may not be based upon more than $18.95 per hour. *

Assessment Documentation

Results must be documented on the IEP & must indicate that the participant is in need of and can benefit from the OJT activity.



Employer Eligibility

Requires Pre‐Award Analysis review**

Requires Pre‐Award Analysis review **

Requires Pre‐Award Analysis review**

State Performance Standards

Varies by Adult, Dislocated Worker, and Youth populations.

State Standards ‐ Entered Employment Rate: 88%; Employment Retention Rate: 86%; Average Earnings (6 months): $12,600

State Standards ‐ Entered Employment Rate: 88%; Employment Retention Rate: 86%; Average Earnings (6 months): $12,600

State Average Wage per Hour Performance Standard

$12.12

$12.12

$12.12

Operated by: 24 Local Workforce

Development Areas

20 Local Workforce

Development Areas ***

Region C, Western

Piedmont, High Country &

Eastern Carolina Local

Workforce Development

Areas

Career Readiness

Certificate

Strongly Encouraged

Required

Strongly Encouraged

Notes: * Participant wage may be greater than $18.95; however the reimbursement may not be based on

more than $18.95. For example, 50% of $18.95 ** Elements to be met are included on Pre‐Award Analysis review. *** Four Local Areas operating OJT NEG can apply for statewide funds after expending NEG funds.

Lumber River Workforce Development BoardNC STARS Eligible Training Provider Recommendations

December 16, 2010

Attachment "G"

Chosen Healthcare Institute Inc.

Charlotte, NC

Programs:

CPR - Do Not Approve

First Aide - Do Not Approve

Medication Aide - Do Not Approve

Nurse Aide 1 - Do Not Approve

Nurse Aide Reviews - Do Not Approve

PCA - Do Not Approve

Offered in our Local/Surrounding Area

Inova Tech College of Business and TechnologyFayetteville, NC

Programs:

Advanced Enterprise Design - Do Not Approve

Advanced Network Operating Systems - Do Not Approve

Advanced Routing (CCNA ICND2) - Do Not Approve

Basic Networking (CompTIA Network+) - Do Not Approve

Basic Routing (CCNA ICND1) - Do Not Approve

CompTIA A+ Essentials - Do Not Approve

CompTIA A+ Practical Applications - Do Not Approve

Enterprise Active Directory - Do Not Approve

Enterprise Network Infrastructure - Do Not Approve

Implementing Network Security (CompTIA Security+) - Do Not Approve

Introduction to Enterprise Security - Do Not Approve

Introduction to Messaging Systems - Do Not Approve

IT Enterprise Engineer Program - Do Not Approve

IT Network Administrator Program - Do Not Approve

IT System Administrator Program - Do Not Approve

Microsoft InfoPath and SharePoint Services - Do Not Approve

Network Operating Systems Administration - Do Not Approve

Lumber River Workforce Development BoardNC STARS Eligible Training Provider Recommendations

December 16, 2010

Attachment "G"

Inova Tech College of Business and TechnologyFayetteville, NC

Programs:

Single User Operating System - Do Not Approve

Single User Operating Systems - Do Not Approve

Offered in our Local

Jet AeronauticalEl Cajon, CA

Programs:

Citation Initial PIC Basic- Do Not Approve

King Air Initial Training Course - Do Not Approve

Not on Approved Occupations or Approved Curricula List

King's CollegeCharlotte, NC

Program:

Medical Assisting - Do Not Approve


Logik TrainingDallas, TX

Program:

Microsoft Software Developer (TEM Internship Pro) - Do Not Approve

Not on Approved Occupations or Approved Curricula List

Pro TrainRaleigh, NC

Program:

Comprehensive GED Course with Exam Online - Do Not Approve

Offered in our Local/Surrounding Area

Regency Job Training InstituteSpring Lake, NC

Program:

Comprehensive GED Course Online - Do Not Approve







ATTACHMENT “H” MEMORANDUM TO: Lumber River Workforce Development Board Members FROM: Michael Ramey, Business Services Coordinator DATE: December 16, 2010 SUBJECT: Incumbent Worker Training Application QualPak LLC is requesting $25,000 to train employees in Electrical Maintenance, PLC and Deming Leadership training. The application has been reviewed and scored. The grant application scored 108 out of 120. Attached is a copy of the IWT application for consideration and approval by the Lumber River Workforce Development Board. Upon approval by the LRWDB, the application will be submitted to the NC Division of Workforce Development. Thank you in advance for your consideration.

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An Equal Opportunity/Affirmative Action Employer/Program. Auxiliary aids and services available upon request to individuals with disabilities.

North Carolina Incumbent Workforce Development Program Application

Is process improvement training such as, but not limited to, Lean, Six Sigma, ISO, a part of this application?

YES□ NO□X

Note: For an application to be considered, all requested and applicable information must be provided.

SECTION I. BUSINESS INFORMATION The sections of the application are to be completed by the Applicant. Please complete within the form, as the space will expand as more information is added. All applicants are to complete Attachment A and Attachment F. If the application is for a collaborative grant, the companies included in the grant, but not the lead applicant, are to also complete Attachment E and Attachment F. A. Applicant Information Company Name: QualPak LLC Street/Mailing Address: 16000 Joy Street City/State: Laurinburg, NC Zip: 28352 County: Scotland

Company Contact Person: Kevin Johnson Title: Learning & Development Specialist

Phone: 910-610-1203 Ext: 208 Fax: 910-610-4314

E-Mail Address: [email protected] Company Web-site: www.gojo.com

Description of Business Product(s) or Service(s): Manufacture & Packaging of Hand Sanitizer

Years in business at training location: 6

Total number of paid employees at this location: 80

NAICS Code:

Legal Structure of Business:

Sole Proprietor Partnership X Corporation (Designation)

Tax Status of Business: For-profit X Not-for-profit (Designation)

Other:

Employer’s Federal ID #: 20-0191189 Unemployment Comp ID #: 03-25-423 2

3

B. Is your company a subsidiary of another company or affiliated with a parent company? X Yes No

If “Yes”, please provide the following information about the corporate office/parent company, if different from above, or indicate ‘SAME”.

Parent Company Name: GOJO Industries, Inc. Street/Mailing Address: PO Box 9911 City/State: Akron, OH Zip: 44311 County: Authorized Representative: Barbara Bodemer Title: Learning & Development Phone: 330-255-6500 Ext: 6560 Fax: 330-255-6119 E-Mail Address: [email protected] Company Web-site: www.gojo.com C. Business Status Checklist

Has the company been in operation in the State of North Carolina during the entire twelve month period immediately preceding the date of application? X Yes No

Is your company current on all North Carolina state taxes? X Yes No

Is your company current on all federal taxes? X Yes No

Is your company current on all county, city and local taxes? X Yes No

Is your company subject to a collective bargaining agreement? Yes X No

(If “Yes”, please attach a letter of endorsement from the authorized union official)

D. Project Abstract Please provide the following information on Attachment A:

1. Background information on the company; 2. Overview of the training (not to exceed ½ page) and information to support the request and need for

training; 3. Description of how the training plan will avert lay-offs of the trainees; and 4. Reason for requesting financial assistance to conduct the training.

SECTION II. AVAILABILITY AND/OR USE OF OTHER FUNDS

In addition to the IWDP, the North Carolina Community College System provides funds through the Customized Training Program. Introduced in 2008, the Customized Training Program is an integration of two prior programs: The New and Expanding Industry Program (NEIT) and the Focused Industrial Training Program (FIT). To maximize resources, the business must demonstrate that it is not eligible for or has

4

exhausted efforts to secure funding through this or other existing programs (examples: agreement on an acceptable training schedule timeline; availability of funds to meet training timeframe).

A. Please describe the results of your communication with a local community college or publicly funded college or university concerning the availability of resources through: 1) The Customized Training Program 2) other potential training resources that could fund the training described herein.

Contact: Lee Eller Institution: RCC Outcome of discussion: Planning to Develop Project

NOTE: If more than one contact was made, supply the same information for each contact.

B. Are any of the training components described in this application available from any publicly-funded community college or university? Yes No X Has your company previously received any training grants, such as the Customized Training Program, New and Expanding Industry Training or Focused Industrial Training or other training grants from any government sources? Yes X No

If “Yes”, please provide the following information about each grant received:

Funding Source: RCC Amount of Award: $21,734 Dates of Grant Period: 1/19/10-1/19/2011

Types of training provided: Safety, Supervisory, Lean Manufacturing Have the terms and agreements of the training been completed? X Yes No (If no, explain.) Summary of the outcome(s) from the training: The trainers were excellent and the training provided greatly helped us meet our needs at the time. Explain the relationship, if any, to the training described in this application: Root Cause Analysis was included on a smaller scale in this training and is also included in this project but on a much larger scale.

Funding Source: Amount of Award: Dates of Grant Period: Types of training provided: Have the terms and agreements of the training been completed? Yes No (If no, explain.) Summary of the outcome(s) from the training: Explain the relationship, if any, to the training described in this application:

C. Has your company previously received any Incumbent Workforce Development Training Grants (this

includes funds from Local Area Incumbent Workforce Development Training Grants)? Yes X No

If “Yes”, please provide the following information about each grant received:

Local Workforce Development Board: Amount of Award: Dates of Grant Period: Types of training provided:

5

SECTION III. TRAINING PLAN

A. Training Summary

Anticipated Project Start Date: March 22, 2010

Project Length: March 22, 2011 (to be no longer than 12 months from date of contract)

Amount of Funds Requested: $25,000

Number of Employees who will attend only an orientation/introduction of the training: 0 (Do not count this number in the “Number of Employees to be trained”)

Number of Employees to be trained (Count each one time): 50

If this is a Collaborative Grant, please provide the following for each company:

Company Name: # to be Trained (unique count):

B. Training Components:

An application may be for training that: 1) averts lay-offs through employee skill attainment, or 2) averts lay-offs through process improvement. Below is a Training Component Template for each of the types of lay-off aversion strategies. Choose and complete the appropriate template for the application, replicating it as many times as necessary to include all Training Components requested for funding.

NOTE: “Component Cost Charged to Grant” should capture all cost to be charged to the grant. The “Component Costs Charged to Grant” should include, but is not limited to: training materials, certification costs, software, etc.

Have the terms and agreements of the training been completed? Yes No (If no, explain.) Summary of the outcome(s) from the training: Explain the relationship, if any, to the training described in this application:

Local Workforce Development Board: Amount of Award: Dates of Grant Period: Types of training provided: Have the terms and agreements of the training been completed? Yes No (If no, explain.) Summary of the outcome(s) from the training: Explain the relationship, if any, to the training described in this application:

6

Lay-Off Aversion through Skill Attainment Template

TRAINING COMPONENT #1

Course Title: Electrical Maintenance & PLC Training Course Description and Objectives: Provide advanced knowledge of maintaining and troubleshooting electrical equipment, PLC’s, etc. Training Schedule (# hours of training):64 Estimated Training Dates: May 21- 24,

June 4-7. Number of Trainees for Component: 20 Training Location: QualPak LLC Training Room

Component Cost: $17,000 Component Cost Charged to Grant: $17,000 Please provide information for the training provider. Name of Training Provider: Techknowlogix, LLC Name of Training Provider Contact: Dan Maple Phone: 1-330-685-1377 Address: PO Box 602 City: Canal Fulton State: OH Zip: 44614 E-Mail Address: [email protected] Provide the following information for each Instructor of this Component. Name of Trainer/Instructor: Dan Maple Qualifications of Trainer/Instructor to Teach Component: 20 Years of Industry Experience, 15 years teaching Industrial Automation Please provide the information requested in questions 1-3. The form will expand as text is inserted. 1. Please provide a list of competencies the trainees will attain: Outline Session 1: Basic Electricity & Ohm’s Law, Series Parallel Circuits, AC Circuits, Magnetism, Control Circuits Session 2: Control Circuits, AC Motors, Protection, Troubleshooting, Intro to PLC’s, Construction Session 3: PLC Wiring, Go Online, Basic Instructions, Timers, Troubleshooting Session 4: Error monitoring, Troubleshooting, Ethernet, Panel View Introduction

Labs Session 1: Ohm’s Law, Motor Control Devices, Motor Starting, Troubleshooting Session 2: Motor Starting, Reversing, Jogging, Protection, Troubleshooting Session 3: Wire PLC, Go Online, Motor Starting, Motor Starting with Time Delay Session 4: Monitor system for errors, Subroutines, Troubleshooting, Ethernet, Analog, HMI

2. Explain how this training component will lead to or result in a skill certification or other

proof of skill attainment that directly benefits the Trainees: Upon completion of the course, Techknowlogix, will provide certificates to each attendee stating the subject matter instructed and completed. During the Hands-on training, trainees will be given hands-on tasks/assignments that will be critiqued and evaluated by the trainer and observed by other trainees and documented.

3. How will this training component impact the trainees’ opportunity for advancement in the

company and/or wage increases? A properly trained employee is a valuable asset to a company and this training will provide each

7

person with a higher level of knowledge, skills and abilities that are directly related to reducing downtime, increasing efficiency and improving quality. These are the skills necessary for this particular role, in addition to proper evaluations and other specific criteria that can potentially lead to advancement/promotions.

NOTE: This template is to be replicated for each Training Component. Duplicate information in additional components that appears in a prior component may be noted as “Same as Component #____” in the appropriate subsection.

Course Title: Deming Leadership Training Course Description and Objectives: To provide the understanding of Deming’s Quality Management principles in order to continually improve the quality of work throughout the facility. Training Schedule (# hours of training):32 Estimated Training Dates: June 7&8

June 10&11 Number of Trainees for Component: 30 Training Location: QualPak LLC Training Room

Component Cost: $8,000 Component Cost Charged to Grant: $8,000 Please provide information for the training provider. Name of Training Provider: Lynx, Inc Name of Training Provider Contact: Natalie Handler Phone: 1-843-669-8988 Address: 1807 Cherokee Road Suite 103 City: Florence State: SC Zip: 29501 E-Mail Address: [email protected] Provide the following information for each Instructor of this Component. Name of Trainer/Instructor: Dan Maple Qualifications of Trainer/Instructor to Teach Component: Certified Six Sigma Master Black Belt, 16 years industry experience, MBA, CPIM certification. Please provide the information requested in questions 1-3. The form will expand as text is inserted. 1. Please provide a list of competencies the trainees will attain:

Deming’s Philosophy, Principles, Techniques and Understanding. Quality Improvement/Focus. Process Improvement/Focus.

2. Explain how this training component will lead to or result in a skill certification or other

proof of skill attainment that directly benefits the Trainees: Each trainee will receive a certificate stating the material that was taught along with the date and name of the trainee, signed by the instructor and embroidered/watermarked with the company’s logo. During the training the trainer will administer tests to document comprehension and knowledge retention. 3. How will this training component impact the trainees’ opportunity for advancement in the

company and/or wage increases? Same as Component #3

8

Lay-Off Aversion through Process Improvement Template

TRAINING COMPONENT #1

Course Title: Course Description and Objectives: Training Schedule (# hours of training): Estimated Training Dates:: Number of Trainees for Component: Training Location:

Component Cost: Component Cost Charged to Grant: Please provide information for the training provider. Name of Training Provider: Name of Training Provider Contact: Phone: Address: City: State: Zip: E-Mail Address: Provide the following information for each Instructor of this Component. Name of Trainer/Instructor: Qualifications of Trainer/Instructor to Teach Component: Please provide the information requested in the questions 1-3 below. The form will expand as text is inserted. 1. Please provide a list of competencies the trainees will attain:

2. How will this training component directly contribute to improving efficiency or quality in a way that makes the company more competitive?

3. How will this training component directly contribute to improving company processes, thereby averting lay-offs?

NOTE: This template is to be replicated for each Training Component. Duplicate information in additional components that appears in a prior component may be noted as “Same as Component #____” in the appropriate subsection.

9

SECTION IV. BUDGET

A. The applicant is encouraged to apply only for the amount of funds needed to meet its immediate training needs. The project budget should clearly support and relate to the training plan and itemize how the award will be used. The amount under the “Grant Funds Requested” column below should equal the total of the amounts shown under “Component Cost Charged to Grant” for all Components listed in Section III. All proposed expenses must be allowable, reasonable and necessary (See Attachment B). Please provide the required information on this budget form, rather than submitting attachments.

The Applicant is encouraged to place a monetary value on the contributions that will be made to this training request, if funded. These contributions may be in-kind, cash, etc. A column has been provided for this information.

NOTE: Shaded areas represent expenses not eligible to be funded through the IWDP. See Attachment B for additional information on allowable costs.

Category Grant Funds

Requested

Employer Contribution (in-kind, cash,

etc, expressed in $)

Explanation and Detail

Please place a “G” after all explanation of costs to be paid by IWDP funds.

Instructor Wages/Tuition $24,000

Electrical Maintenance Training $850 x 20 employees=$17000 G Deming Leadership Training $1000 x 7 days=$7000 G

Manuals/Textbooks (itemize) $1,000

20 Deming Leadership Training Manuals at $50each=$1,000 G

Training Certifications, Certificates, Credentials, Licenses

(Specify number and type)

Materials/Supplies

(Itemize and describe)

Software and Technology (limited to 5% of the requested amount)

10

Category Grant Funds

Requested

Employer Contribution

(in-kind, cash, etc,

expressed in $)

Explanation and Detail

Training equipment purchase (can be employer contribution)

On-site facility usage (can be employer contribution)

Trainee travel, food, lodging (can be employer contribution)

$3,000

The Maintenance instructor will drive his van in order to transport all of his equipment to NC from Ohio.

Trainee wages (can be employer contribution)

$28,160

MNT Wages= Avg. Wage $16hr x 64hr training x 20 employees Production Operator Wages= Avg. Wage $14hr x 16hr training x 10 employees Supervision Wages= Avg. Wage $17hr x 16hr training x 20 employees

Total Funds (Both Grant and EC)

$25,000 $31,160 TOTAL TRAINING INVESTMENT (Grant + EC): $56,160

The Local Workforce Development Board and the NC Division of Workforce Development reserve the right to remove or adjust any part of the budget prior to grant approval.

11

SECTION V. AUTHORIZATION AND CERTIFICATION

As authorized representative of the Business submitting this application, I hereby certify that:

I have read the Incumbent Workforce Development Training Program Guidelines and coordinated this application with the Local Workforce Development Board;

The Business meets the requirements and is eligible to submit this application; The information contained in this application is true and accurate and reflects the intentions of the

Incumbent Workforce Development Training Program; I am aware that any false information, intentional omissions, or misrepresentations may result in

rejection of the application and possible disqualification for future funding; I am aware that any false information, intentional omissions, or misrepresentations may subject the

Business to civil or criminal penalties; I understand that training materials purchased or developed with funds awarded under this project will

be in the public domain and will be available for use by other eligible entities at no costs; and The Business agrees to adhere to all reporting requirements; and to respond to a Customer Satisfaction

Survey(s), if asked. The Business agrees to provide all requested data elements as required for federal reporting.

Further, this business shall not discriminate against any employee, applicant for employment, applicant or Workforce Investment Act participant, subcontractor or potential beneficiaries of employment and training programs or projects because of race, color, disability, religion, age, sex, national origin, political affiliation or belief.

Kevin Johnson Learning & Development Specialist

Print Name Title

Signature Date

12

ATTACHMENT A PROJECT ABSTRACT

SECTION I.D. Please provide the following information, not to exceed three (3) pages:

1. Background information on the company; 2. Overview of the training (not to exceed ½ page) and information to support the request and need for

training; 3. Description of how the training plan will avert lay-offs of the trainees; and 4. Reason for requesting financial assistance to conduct the training.

Company Background Information

QualPak LLC is a subsidiary of GOJO Industries that specializes in the manufacture and packaging of hand sanitizing products. QualPak employs approximately 80 employees and plays a very active role in supporting its employees as well as the local community. QualPak participates in Relay for Life, Job Fairs and events with the local technical college system, various seminars with the employment security commission, chamber of commerce, and makes numerous donations of Purell hand sanitizer to local schools, business and industry. The company has recently reacquired the “Purell” brand name back from Johnson & Johnson and is now in a position to set new high quality standards and become a leader in the Industry.

Overview of Training and Background Information

The training contained in this application is designed to enhance the skills of all of our employees in Quality, Maintenance and Operation. The Electrical Maintenance Training will provide skills in regards to troubleshooting, analyzing and quickly resolving electrical/mechanical failures with all electrical equipment, PLC’s etc. This training provides “Hands-On” instruction from a qualified trainer that will give the trainees experience working with various possible troubleshooting scenarios. The Quality training will provide skills in Root Cause Analysis, 5 Why, Fishbone, Deming’s Quality Philosophy/Principles etc. This is important for allowing our company to maintain our competitive advantage and continue to provide high quality products.

How Training Will Avert Lay-Offs

This training plan will provide employees with valuable knowledge, skills and abilities pertaining to key critical areas of maintaining a competitive advantage in our industry. It will allow us to deliver the highest quality products in the most time efficient manner to our customers, while maintaining a safe, efficient, clean and productive working environment. Maintaining a competitive edge by becoming the leading supplier in any industry significantly increases job security for all employees. We will avert layoffs by striving to maintain our competitive advantage through exceeding customer expectations and setting high standards of quality. This training will provide us with the opportunity to improve our company to the required level of performance to set ourselves apart as the leader in our industry.

Reason for Financial Assistance

We require continual training for our employees to receive a higher level of skill in order to continue to provide quality product to our customers. We are rolling out new quality initiatives throughout the plant as well as new equipment. The new equipment will require a higher level of understanding and skill to operate and maintain. As we have just recently reacquired the Purell name back from Johnson & Johnson we are seeking the financial assistance to provide the proper training to our employees.

13

ATTACHMENT F LAY-OFF AVERSION ATTESTATION FORM

State of North Carolina Incumbent Workforce Development Program

This form must be completed and signed by the Owner, President, CEO, or highest ranking local official of each business in North Carolina included in the Incumbent Workforce Development Program application. Lay-off aversion may occur through skill attainment or process improvement. Please review and select the appropriate lay-off aversion criteria. More than one may be chosen. Space will expand as text is entered. 1. The company is phasing out a function which will lead to layoffs unless the workers can be retrained to

perform new functions. Explanation:

2. A worker’s job has changing skill requirements as a result of external economic or market forces, significant changes in technology, rapidly changing industry or occupational requirements or emergence of new product. Explanation: New equipment & Machines have been added as a result of various market factors that require new skill requirements to maintain and operate. A new position in the market has led to the need for many new quality skill requirements of employees.

3. The changing skill requirements are outside the normal skill growth and upkeep that would be provided by the employer. Explanation: The Normal skill growth provided develops employees to be in complaint with various FDA and other regulations. However, the changing requirements are necessary to set/maintain high quality standards and create a leadership position in the industry.

4. The training will directly contribute to process improvement within the company, thereby averting lay-offs and improving company competitiveness and productivity. Explanation: The training in this application is designed to increase and improve problem solving skills and the ability to maintain, troubleshoot operate, etc all machinery and equipment, which will directly improve processes & competitiveness through increased production, quality, timeliness, delivery etc.

I hereby certify that the information provided herein is true and accurate and that any false information, intentional omissions, or misrepresentations will disqualify the application for the Incumbent Workforce Development Training Program. Nelson Avery Plant Manager PRINT NAME TITLE Signature Date






ATTACHMENT “I” MEMORANDUM TO: Lumber River Workforce Development Board Members FROM: Michael Ramey, Business Services Coordinator DATE: December 16, 2010 SUBJECT: Worldwide Interactive Network (WIN) Renewal Worldwide Interactive Network (WIN) is a program utilizing the WIN Courseware that provides basic workplace skills training, based on the ACT, Inc. WorkKeys® assessment system. WIN is appropriate for K-12 and post-secondary education, adult education, workforce development and basic skills training. WIN is the national leader in Career Readiness Certificate program implementations. CRC programs across the country utilize the WIN Courseware to help jobseekers build their skills and earn their CRC. The WIN courseware license we currently operate under is up for renewal on January 15, 2011. The renewal fee for the courseware license will be $4,500 and would extend the license to January 15, 2014. The license includes:

Unlimited use of WIN Career Readiness Courseware for WorkKeys® and Pre-WorkKeys instruction for ACT, Inc. WorkKeys skills, plus a tracking /management system

Unlimited use of WIN Work Habits curriculum and WIN Contextual Modules Free help desk and technical support - call (888) 717-9461 or email [email protected]. Access to WIN Career Center for Occupational profiles and career path planning Print on demand WIN Courseware Web-delivered training with WIN certified trainer Initial setup and annual hosting fees for the duration of the term

WD Staff Recommendation The WD Staff recommends approval to renew the WIN Courseware License. Thank you in advance for your consideration.

Area Quick Facts:

Civilian Labor Force October 2010

(Not Seasonally Adjusted)

Bladen 15,427

Hoke 20,183

Robeson 56,126

Scotland 13,552

Lumber River 105,288

NC 4,474,404

Local Area Unemployment Statistics.

****************************

Unemployment Rates* (Not Seasonally Adjusted)

Unemployment Insurance Claims October 2010

Duration of Benefits by County

****************************

Oct. 2010

Sept. 2010

Aug. 2010

Oct. 2009

Bladen 10.9 11.2 11.4 11.5

Hoke 8.8 8.8 8.7 8.3

Robeson 11.3 11.4 11.8 11.4

Scotland 14.7 15.1 15.6 16.1

Lumber River 11.2 11.3 11.6 11.5

North Carolina 9.1 9.3 9.7 10.5

*Note: When comparing area/county data to state data, use not seasonally adjusted state data as in this chart. Source: Local Area Unemployment Statistics. Oct. 2010 data are preliminary, while other 2010 data are revised, and Oct. 2009 data are benchmarked.

Total Initial

Claims

Benefits Paid

Individuals Filing Initial Claims

Female Male

Bladen 202 $441,820 36% 64%

Hoke 350 $464,604 52% 48%

Robeson 1,199 $1,597,805 45% 55%

Scotland 351 $520,880 40% 60%

North Carolina 65,225 $118,196,790 37% 63%

Source: ES-UI Reporting Unit, Labor Market Information Division

Bladen Hoke Robeson Scotland North

Carolina

17.4 14.7 16.9 15.6 18.1

15.9 14.3 15.3 15.8 16.3

*Duration is defined as the number of weeks compensated for the year divided by the number of first payments.

Oct. 2010

Oct. 2009

Unemployment Rates October 2010

North Carolina

Not Seasonally Adjusted 9.1%

Seasonally Adjusted 9.6%

Not Seasonally Adjusted 9.0%

Seasonally Adjusted 9.6%

United States

Local Area Unemployment Statistics.

Average Unemployment Insurance Check

Oct. 2010 $282.22

Oct. 2009 $297.88 Source: ES-UI Reporting Unit, LMID

December 2010 Labor Market Information Update

Average Weekly Wages ‘10 Average Weekly Wages ‘09

Federal Government $803.00 $899.00

State Government $685.00 $711.00

Local Government $639.00 $641.00

Private Industry $527.00 $508.00

All Industries $556.00 $543.00

Data provided by: Labor Market Information Division, NC Employment Security Commission P.O. Box 25903 Raleigh, NC 27611 Phone: 919-733-2936 Fax: 919-733-8662 E-mail: [email protected] Web site: www.ncesc.com

Age Range of Individuals Filing Initial Claims* - Oct. 2010

Bladen Hoke Robeson Scotland North

Carolina 16 - 19 2% 3% 2% 3% 2%

20 - 24 18% 13% 13% 10% 10%

25 - 34 28% 24% 28% 27% 24%

35 - 44 17% 23% 23% 29% 24%

45 - 54 23% 22% 19% 17% 23%

55 - 64 8% 13% 12% 12% 14% 65 + 4% 2% 3% 2% 3% *Percentages are rounded. Source:ES-UI Reporting Unit, Labor Market Information Division

*Source: NC Department of the Secretary of State

Bladen 4 0

Hoke 5 0

Robeson 6 3

Scotland 2 1

Closings Layoffs

Announced Business Closings and Layoffs For 12-Month Period

Ending Oct. 2010

Lumber River WDB Labor Market Information Update December 16, 2010

U.S. Census Bureau, Quarterly Census of Employment and Wages

Lumber River Average Weekly Wages 2nd Qtr. 2010 and 2nd Qtr. 2009

New Corporations*

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JobsNOW Project Success Metric

College: Bladen Community CollegeContact Name: Tim NancePhone: 910-879-5561

Nov 2009

Dec 2009

Jan2010

Feb 2010

Mar 2010

Apr 2010

May 2010

Jun 2010

Jul 2010

Aug 2010

Sept 2010

Oct 2010

Nov 2010

Dec 2010 Cumulative Total

Success Metrics1 Number of students enrolled in a course/training program

Continuing Education 3 0 125 2 17 0 57 4 0 5 5 31 0 341

Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Enrolled: 3 0 125 2 17 0 57 4 0 5 5 31 0 341

2 Number of students who completed a course/training program


Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Completed Course/Training Program:

0 36 0 0 18 21 77 0 4 44 0 0 0 200

3 Number of credentials/licenses earned

State-regulated 2 0 0 0 0 0 3 0 0 4 0 0 0 9

Industry-recognized 0 2 0 0 0 0 0 0 0 0 0 0 0 2

Local Certificate of Completion 0 36 0 0 18 21 77 0 4 44 0 0 0 200

Curriculum Degree – Certificate 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Career Readiness Certification (CRC) 0 0 4 29 13 11 0 0 0 0 0 0 0 112

Total Credentials/Licenses: 2 38 4 29 31 32 80 0 4 48 0 0 0 323

4 Number of courses offered


Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Courses Offered: 1 0 12 0 3 0 7 1 0 1 1 5 0 49

5 Number of curriculum development projects completed

New/updated classroom materials 0 0 0 0 0 0 0 0 0 0 0 0 0 0

New/updated online materials 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Projects Completed: 0 0 0 0 0 0 0 0 0 0 0 0 0


Nov 2009

Dec 2009

Jan2010

Feb 2010

Mar 2010

Apr 2010

May 2010

Jun 2010

Jul 2010

Aug 2010

Sept 2010

Oct 2010

Nov 2010


6 Number of established positions that were maintained

Full-Time Instructors 1 0 1 0 0 0 0 0 0 0 0 0 0 N/A

Part-Time Instructors 0 0 0 0 0 0 0 0 0 0 0 0 0 N/A

Full-Time Staff 0 0 0 0 0 0 0 0 0 0 0 2 0 N/A

Part-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 N/A

Total Positions Maintained: 1 0 1 0 0 0 0 0 0 0 0 2 0 N/A

7 Number of new positions created

Full-Time Instructors 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Part-Time Instructors 0 0 2 0 0 0 0 1 0 1 0 0 0 10

Full-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Part-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Total New Positions Created: 0 0 2 0 0 0 0 1 0 1 0 0 0 10

8 Number of students receiving registration/tuition assistance (December 2009 data is a cumulative number of students served from July 1 - December 31, 2009)

Workforce Investment Act (WIA) 35 22 7 3 0 5 1 0 0 0 0 0 73

Trade Adjustment Assistance (TAA) 0 1 0 0 0 0 0 0 0 0 0 0 1

Vocational Rehabilitation (VR) 1 2 1 0 0 0 0 0 0 0 0 0 4

Other (Please Specify) 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Receiving Assistance : 0 36 25 8 3 0 5 1 0 0 0 0 0 78



College: Richmond Community CollegeContact Name: Christina MormanPhone: 910-410-1710/1844

Nov 2009

Dec 2009

Jan2010

Feb 2010

Mar 2010

Apr 2010

May 2010

Jun 2010

Jul 2010

Aug 2010

Sept 2010

Oct 2010

Nov 2010




Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Enrolled: 24 5 19 14 7 44 15 6 5 23 12 0 0 205



Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0


0 0 1 0 0 0 4 3 2 3 2 2 2 19


State-regulated 0 0 0 0 3 2 0 0 0 1 14 2 1 23








Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0







Nov 2009

Dec 2009

Jan2010

Feb 2010

Mar 2010

Apr 2010

May 2010

Jun 2010

Jul 2010

Aug 2010

Sept 2010

Oct 2010

Nov 2010











Full-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Part-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 1






Other 1 2 0 0 2 0 1 0 3 0 0 09




College: Robeson Community CollegeContact Name: Jo Ann OxendinePhone: 910-272-3632

Nov 2009

Dec 2009

Jan2010

Feb 2010

Mar 2010

Apr 2010

May 2010

Jun 2010

Jul 2010

Aug 2010

Sept 2010

Oct 2010

Nov 2010




Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Total Enrolled: 0 0 46 0 0 0 0 49 0 13 23 8 0 184



Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0


0 38 0 0 0 0 33 3 0 0 19 11 0 104


State-regulated 0 0 0 0 0 1 3 0 0 0 0 0 0 4








Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0







Nov 2009

Dec 2009

Jan2010

Feb 2010

Mar 2010

Apr 2010

May 2010

Jun 2010

Jul 2010

Aug 2010

Sept 2010

Oct 2010

Nov 2010











Full-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Part-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 1






Other 1 2 0 0 0 0 5 0 0 3 8 019




College: Sandhill Community CollegeContact Name: Alan DuncanPhone: 910-695-3926

Nov 2009

Dec 2009

Jan2010

Feb 2010

Mar 2010

Apr 2010

May 2010

Jun 2010

Jul 2010

Aug 2010

Sept 2010

Oct 2010

Nov 2010




Curriculum 0 0 4 0 0 0 0 0 0 0 0 0 0 4

Total Enrolled: 3 0 7 0 0 0 0 0 0 0 16 0 0 71



Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0


4 0 0 0 0 0 3 0 0 0 0 0 0 36


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Curriculum 0 0 0 0 0 0 0 0 0 0 0 0 0 0





Total Projects Completed: 0 0 0 0 1 0 0 0 0 0 0 0 0 1


Nov 2009

Dec 2009

Jan2010

Feb 2010

Mar 2010

Apr 2010

May 2010

Jun 2010

Jul 2010

Aug 2010

Sept 2010

Oct 2010

Nov 2010











Full-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 0

Part-Time Staff 0 0 0 0 0 0 0 0 0 0 0 0 0 1






Other 6 0 0 0 0 0 0 0 0 1 0 0 7


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