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Local Workforce Investment

Area III Workforce Development Plan

July 1, 2009 – June 30, 2010

TABLE OF CONTENTS

SECTION I – STRATEGIC PLAN

A. Local Plan Development Process...............................................................................................1

B. Vision and Goals ........................................................................................................................2

C. Assessment of Labor Market Needs ..........................................................................................4

D. Description of Local One-Stop Delivery System ......................................................................6

E. Adult and Dislocated Worker Services ....................................................................................18

F. Youth Services ..........................................................................................................................26

G. Wagner-Peyser Services ..........................................................................................................31

H. Performance Measures and Standards .....................................................................................38

SECTION II – OPERATIONAL POLICIES AND PROCEDURES

A. Training Activities and Supportive Services ...........................................................................40

B. Policies and Procedures for Monitoring ...................................................................................60

C. Fiscal Controls .........................................................................................................................62

D. Complaint and Grievance Process ...........................................................................................64

E. Equal Opportunity and Affirmative Action ..............................................................................69

F. Information Systems ................................................................................................................71

Local Area III Workforce Development Plan – Modification 3 Page 1

LOCAL WORKFORCE INVESTMENT AREA III

Modified for the Period July 1, 2009 through June 30, 2010

SECTION I – STRATEGIC PLAN

A. Local Plan Development Process

The Local Workforce Investment Board (LWIB) of Kansas Local Workforce Investment Area III

submits this plan for local implementation of a workforce development system for Local Area III

(LA III). LA III is comprised of Johnson, Leavenworth, and Wyandotte counties in Kansas, as

designated by the Governor under the Workforce Investment Act (WIA). LWIB members were

appointed by members of the Chief Elected Officials Board (CEOB), made up of elected

officials from the Johnson and Leavenworth County governments and the Unified Government

of Wyandotte County/Kansas City, Kansas.

LA III has utilized various means to make the contents of this plan known to, and solicit input

from, key stakeholders and the general public. These steps include:

1. Notifications of plan revisions were placed on the Workforce Partnership web site,

(www.workforcepartnership.com) from May 2, 2009 through the end of the public comment

period.

2. Individuals interested in reviewing the revised plan were instructed to contact the LWIB

office and request a copy of the plan. Public comments were allowed through May 31, 2009.

No public comments were received.

3. Notices regarding the plan revision were sent to each One-Stop partner, local Chambers of

Commerce, labor organizations, key agencies including community-based organizations, and

other interested partners. Included with the notices were instructions on how to request a paper

copy of the plan, an explanation of the public input process, and a time frame for providing

written comment.

.

4.Modificaitons to the two year plan were discussed with all the teams of the LWIB. The

discussions centered on ARRA funds and the strategic priorities of using those funds. The teams

also provided input on the Integration process of the WIA and Wagner Peyser funding streams in

the Workforce Centers.

5. On June 2, 2009 the LWIB authorized the Executive Committee to fully approve the revised

plan. On June 9, 2009, the Executive Committee approved all changes to this revised plan.

http://www.workforcepartnership.com/


B. Vision and Goals

In May 2007 the Area III LWIB adopted a new mission statement and vision statement, as well

as a set of strategic priorities to govern its activities. The mission, vision, and strategic priorities

are consistent with the national strategic direction outlined by the U.S. Department of Labor‘s

Employment and Training Administration (ETA) in its National Direction and Strategic

Priorities.

The mission of the LWIB is to lead a system that sustains and continually improves the quality

of the workforce in Johnson, Leavenworth, and Wyandotte counties. Its vision is of a workforce

with the agility and resourcefulness of to sustain business growth and a high standard of living.

To guide its work to fulfill this mission and realize its vision, the LWIB adopted a set of five

strategic priorities. These priorities are consistent with ETA‘s goals for the national workforce

investment system, as the discussion below indicates.

1. Maximize and align workforce resources and services.

The LWIB is committed to ensuring that all workforce services in LA III are aligned to work

together in a seamless system. The Board has adopted a systemic focus as one of its guiding

principles, emphasizing that it is responsible is for an entire system which extends beyond WIA

or even the One-Stop service delivery system to include training providers, faith-based and

community organizations, and economic development organizations. LA III is committed to

strengthening both formal and informal partnerships by organizing the system around the

Workforce Partnership ―brand,‖ with its network of workforce centers serving as the primary

point of entry into this system.

Because the work of the Board focuses on building a system with both formal and informal

partners, this priority is consistent with the national goals of integrated service delivery, focusing

on services rather than programs, and effective utilization of faith-based and community

organizations.

2. Produce a skilled workforce that supports regional business competitiveness.

The LWIB recognizes that a workforce development system must serve employers effectively if

it is to also serve jobseekers effectively. An effective workforce development system is driven

by employers‘ demand for skilled workers. Through this strategic priority, the Board is engaged

in an ongoing process to assess and understand employers‘ needs, assess the system‘s ability to

produce a workforce meeting those needs, and address mismatches that it discovers. While the

local area encompasses only three counties in Kansas, the Board recognizes that these three

counties are part of a much larger regional labor market. The Board is committed to

understanding the needs of employers throughout the labor market, given that a sizeable

percentage of the residents of our three counties work in counties outside the local area. The

LWIB also remains committed to working with other LWIBs throughout the Kansas City

metropolitan area to ensure that the labor force of the entire region meets the needs of employers

on both sides of the state line.


By focusing on employer needs throughout the labor market and working in collaboration with

other LWIBs, this strategic priority is consistent with the national goals of implementing system

reform to align governance across workforce and economic development regions, and building a

demand-driven system within a regional context.

3. Ensure that youth and the emergent workforce have the academic and core competencies

required by employers.

This strategic priority focuses the work of the Youth Council and our Youth program operator on

ensuring that youth in Area III are prepared to enter the workforce to meet the current and future

needs of the region‘s employers. The Board has directed the Youth Council to focus on the goals

of increasing the number of youth earning recognized credentials and obtaining employment

paying sustaining wages, as well as increasing the level of involvement of employers in the

design of services to youth.

This priority is aligned with the national goal of advancing a vision for serving youth most in

need.

4. Establish Workforce Partnership as a clearinghouse for workforce policy and system

information.

A guiding principle of the LWIB is that effective decision-making must be based on clear,

accurate information. The LWIB believes that an important aspect of its leadership of the

workforce development system is serving as a critical source of quantitative and qualitative

information about labor market needs, business conditions, system performance, and local,

regional, and national trends. The LWIB is engaged in a process to better measure the

performance of the system, and to develop a mechanism to distribute regularly both system

performance and labor market data to jobseekers, employers, partners and stakeholders, and to

use this information in ongoing strategic planning.

This strategic priority is consistent with the national goals of expanding workforce information

as the foundation for strategic planning and career guidance and utilizing an enhanced

performance accountability system.

5. Lead an effective and efficient employment and training system.

The LA III strategic plan is based on the belief that an effective communication mechanism is

critical to effective leadership. The LWIB‘s fifth strategic priority area focuses on ensuring that

LA III develops effective means to transmit information about the system and its activities to all

interested stakeholders. A key element of the LWIB‘s communication plan is ensuring that the

system and its partners have effective outreach mechanisms to make business and jobseeker

customers aware of the range of services available to assist them.

C. Assessment of Labor Market Needs

1. Identification of Needs of Businesses, Job Seekers, and Workers in Local Area III


The LWIB uses both statistical and qualitative information to identify workforce needs.

Statistical information is gathered from a number of sources. Key sources of statistical

information include products of the Kansas Department of Labor‘s Labor Market Information

Services (LMIS) unit, such as Quarterly Employment and Wages Reports, the 2004 – 2014

Projections by Industry Sector – Kansas City Report, the 2006 Job Vacancy Survey, the 2006

Kansas Wage Survey. These documents provide a general picture of the needs of area employers

and job seekers. Copies of these documents are available in the resource room of all LA III

workforce centers locations.

Data from LMIS publications are supplemented from a number of other sources. One of the

most valuable of these is the Local Employment Dynamics website maintained by the U.S.

Census Bureau (http://lehd.dsd.census.gov). This site combines data gathered by state‘s LMIS

unit with household and demographic data gathered by the Census Bureau to present a detailed

picture of labor market characteristics. Other Census information, including data from the 2000

Census as well as other supplemental Census Bureau surveys provides useful demographic

information about the region.

Other statistical information comes from the U.S. Department of Labor‘s Bureau of Labor

Statistics. The LWIB also relies on data from CERI, a nonprofit organization which compiles

economic data for Johnson County. While most of CERI‘s research focuses on Johnson County,

it also includes region-wide information. A particularly useful source is CERI‘s annual Johnson

County Laborshed, which compiles a number of statistics about the labor force in the Greater

Kansas City area. Further, because the labor market in area three crosses political boundaries,

the LWIB also keeps abreast of similar information from other counties in the greater Kansas

City area, using a variety of sources, including the Missouri counterpart to the Kansas LMIS.

The LWIB has found survey data useful. Various organizations with which the LWIB partners

have conducted or are conducting surveys producing important information about workforce

issues. Many of these surveys have been conducted by partners in the Kansas City WIRED

(Workforce Innovation in Regional Economic Department) grant. As part of its ongoing effort

to assess available workforce information, the LWIB will consider conducting other surveys to

supplement available information when it determines a need to find specific information.

Statistical information provides a good picture of regional economic conditions, industrial mix,

growth areas, and particular job vacancies. This information is often broad, and does not

describe the frustrations or successes of individual employers and job seekers. It is important,

therefore, to supplement the statistical information with qualitative data.

The LWIB gathers qualitative information in a number of ways, as well. The LWIB gathers

information from businesses and jobseekers both directly and indirectly. The LWIB aggregates

the information gathered from these sources to create a comprehensive picture of workforce

needs in Area III.

.

In addition to group contacts, the LWIB gathers information through staff and provider contact

with customers. Business services staff meet daily with employers, and discuss with them their

challenges recruiting workers, the range of vacancies they are trying to fill, and their future


needs. Business services staff regularly report to LWIB staff on the results of their meetings

with employers. Similarly, case management staff pass on trends and issues that arise from their

contacts with jobseekers.

The LWIB maintains regular contact with business organizations, including Chambers of

Commerce, economic development organizations, and industry groups. This contact allows the

LWIB to have regular input from organizations that represent many different businesses.

The LWIB participates in a number of task forces and initiatives that help it to remain informed

about business and job seeker needs. These groups often bring together representatives or

government, private sector businesses, service providers, and economic development

organizations to address issues specific to certain industries. Three such groups have been

convened to address the unique workforce needs of target industries for the WIRED initiative:

manufacturing, health care biotechnology.

The LWIB compiles, analyzes, and reviews all the quantitative and qualitative workforce

information gathered through the above means. Using this information, the LWIB will issue

periodic reports about the state of the workforce in Local Area III, including blueprints for

action. The LWIB will share these reports with partner organizations, will publish them on the

Workforce Partnership web site, and will make them available in the resource rooms of all LA

III workforce centers.

The Local Workforce Investment Board (LWIB) of Area III has defined the Target Industries,

Preferred Occupations and Select Occupations for PY 2008.

The target industries were defined by reviewing the industries that make up the largest

percentage of Local Area III‘s total employment and by reviewing the projected employment in

each industry through the year 2014.

For the percentage of total employment, the most recent Quarterly Employment and Wages

Report (Oct – Dec 2007) was used. Local Area III‘s target industries currently account for

36.05% of the total employment for the area.

For the projected employment, the 2004 – 2014 Projections by Industry Sector – Kansas City

Report was used. Both the absolute change and the percentage change was used to determine

those industries projected to have high growth rate through 2014. The target industries are

projected to have an additional 18,710 new jobs in the Kansas City area by 2014.

A copy of the Target Industries, Preferred Occupations and Select Occupations can be found

here: LA III Target Industries

2. Identification of Job Skills Necessary to Obtain Employment Opportunities

The LWIB, the One-Stop Operator, and One-Stop partners, training institutions, and other

entities work together to identify skills necessary to obtain employment opportunities. The labor

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market information gathered by the LWIB is central to this process. This information is used to

identify specific industries and/or careers in high demand. While a number of different data

sources are used, LMIS‘s Kansas Occupational Outlook 2014 is particularly useful in identifying

the particular occupations and industries that will be in high demand in the near future.

When existing or future employment opportunities are identified, the LWIB and its partners both

within and outside the One-Stop system work with employers in these industries to identify the

skills required for these careers. Training institutions are be involved to explore how training

opportunities can be created to ensure that the area is able to produce skilled workers to meet the

current and future demand for these skills. The various partners work to develop skill ladders

and lattices that will help job seekers and incumbent workers identify opportunities for

advancing their careers.

The LWIB and One-Stop Operator also participate in groups that are addressing identified skills

shortages in certain industries. These groups work closely with employers to discover what

shortages they face or will face, what positions are in particular demand, and what their skills

requirements are for these positions.

Employer input is very important in the process of identifying skill requirements and the means

to meet these requirements. Employers are the best source of knowledge about the particular

skills that they are seeking and the training opportunities that will produce these skills. Through

both group and one-on-one contact, the LWIB and its operators work to cultivate relationships to

ensure that employers continue to play a key role in the process of identifying skill requirements.

Resources such as the Occupational Information Network‘s O*NET web site

(http://online.onetcenter.org/) are also be used to identify skills and education requirements for

various positions.

3. Describe how the economic downturn has affected your local economy and the labor

market context

The economic downturn has affected local economy and some of the Target Industries in our

local area. Specifically Manufacturing, Transportation and Construction have been affected the

most. There still continues to be many opportunities in Healthcare, Professional Scientific and

Technical Services, and Bioscience.

4. Describe any skill gaps your local workforce faces based on the skills held by current and

expected dislocated works and the skills demanded by industries and occupations expected

to grow through economic recovery, especially regarding Green Jobs and other sectors

identified in the American Recovery and Reinvestment Act.

Many of the dislocated workers from the Manufacturing and Transportation industries have

transferrable skills suitable for other industries. Through the ARRA there are many Green Jobs

that are expected to grow, and many of these jobs are in the Construction industry. We continue

to see a skill gap in the certain skill trades such as electricians, welders, etc. In Local Area III we


plan to use ARRA funds to connect with apprenticeship program and transform our system to

better meet some of our local demands.

D. One-Stop Delivery System

1. Description of Local One-Stop Delivery System

LA III is committed to providing fully integrated services through the One-Stop delivery system.

The system benefits job seekers and employers by providing services that are universal,

accessible and customer-driven. System performance is maximized through efficiency increases,

duplication reduction, and use of customer feedback for continuous improvement and to ensure

value-added services.

LA III is also fully committed to Integration between the WIA and Wagner-Peyser funding

streams. Our plan to integrate those funding streams can be found in our Integration Plan

Attachment.

The Local Area III One Stop System centralizes workforce development services for customers,

reduces duplication of services and procedures, and provides direct linkages with economic

development, businesses, education, and related social services.

At the Local Area III workforce center, customers are able to receive the following services:

A preliminary assessment of their skill levels, aptitudes, abilities, and support service needs;

Information on a full array of employment-related services, including information about local

education and training service providers;

Help in filing claims for unemployment insurance and evaluating eligibility for job training

and education programs or student financial aid;

Job search and placement assistance, including career counseling; and

Access to up-to-date labor market information which identifies job vacancies, skills

necessary for in-demand jobs and local, regional and national employment trends

Employers have a single point of contact to access a wide range of business services provided

through the One-Stop delivery system. In addition to being able to post job openings, employers

can call upon One-Stop centers for a range of business services, such as assessment, screening,

assistance with developing job descriptions and interviewing, as well as other services.

Local Area III maintains three (3) full-service One-Stop Centers, one in each of the area‘s

counties:

Wyandotte County Workforce Center

552 State Avenue, Kansas City, Kansas


Johnson County Workforce Center

9221 Quivira Road, Overland Park, Kansas

Leavenworth County Workforce Center

515 Limit Street, Leavenworth, Kansas

All of these centers provide the core services specified in the Workforce Investment Act Section

134(d)(2) and provide access to other programs and activities. In addition to the partners

mandated by law, the centers include partners who fulfill unique needs of the residents of the

local community. Each One-Stop Center has all required partners present through co-location,

shared offices, joint appointment scheduling and/or electronic links.

2. Innovative service delivery strategies that have been or will be developed and implemented

by the LWIB to meet the following ARRA requirements:

a. With ARRA funds, LA III plans to significantly increase the number of individuals

served in each of the three Workforce Centers. Services will increase at all levels:

core, intensive, and training. A significant percentage of ARRA funds will be spent

on training services in our local area.

b. LA III plans to fully support Workforce Center customers in acquiring the skills

necessary to obtain employment in Target Industries. WIA eligible customers will

receive needs related payments and other supportive services to complete classroom

vocational training, OJT, Customized Training, and other forms of training as

appropriate. Customers will be assessed for basic skills and referred to partner

organizations for basic skill remediation and English as a Second Language (ESL)

classes as needed.

c. LA III is currently working with all training providers to ensure that education and

training programs result in employment in Target Industries. LA III views any type

of training vehicle as a means to an end, with the ultimate goal being employment.

LA III wants to ensure that training providers have the capacity and resources to

provide the necessary training to enable individuals to gain employment during 2009.

The LWIB places an emphasis on short-term training programs where participants

can gain employment during 2009. The LWIB also places an emphasis on those

occupations tied to Green Jobs.

d. LA III is currently exploring different ways to deliver innovative services. The

LWIB board plans to use ARRA funds to transform our workforce system in ways

that will have long-term benefits to both job seekers and employers.

e. LA III is currently exploring different work experience opportunities to prepare

individuals for Registered Apprenticeships. The LWIB would like to see a stronger

connection to pre-apprenticeship program as a way to transform our workforce

system.


f. The LWIB has set a requirement that 80% of ARRA funds to be spent directly on

training services.

g. A large portion of our ARRA funds will be used to provide a Summer Youth program

during the summer of 2009. The main component of the Summer Youth program

will be to provide a work experience. At the end of each work experience, the

worksite supervisor will evaluate each youth participant on their work readiness

skills. The LWIB has approved the General Workplace Competencies Evaluation

form as the tool used to evaluation work readiness. An overall score of 75% or

greater indicates work readiness competency.

3. Utilization of Resources to Provide Core and Intensive Services

Local Area III has negotiated Memoranda of Understanding with all mandatory partners for the

coordination of services and exchange of information. Local Area III has also coordinated with

non-mandatory partners to ensure that additional services are available through the One-Stop

system. Memoranda of understanding identify core and intensive services to be provided, each

partner‘s role in providing these services, procedures for making referrals, and allocation of costs

within the One-stop system. These plans guide the One-Stop Centers and ensure integration of

services, reduction in service duplication and the pooling of resources.

The following are the Mandatory One-Stop Partners and the programs they offer:

Name Program

Kaiser Group, Inc. One-Stop Operator; Adult and Dislocated

Worker Services under WIA

Youth Services under WIA

Kansas Department of Commerce Employment Services under Wagner-Peyser;

Trade Adjustment Assistance; Veterans

Employment and Training programs

Disability Navigator Program

Kansas Department of Labor Unemployment Insurance programs

Kansas City Kansas Area Technical School Carl Perkins Vocational Education

Kansas Department of Social and

Rehabilitation Services

Vocational Rehabilitation programs

SER Corporation Title V of the Older Americans Act programs;

Migrant and Seasonal Farmworker programs

under Section 167 of WIA

Economic Opportunity Foundation Employment and training programs under the

Community Services Block Grant program

Kansas City Kansas Community College Adult Basic Education; Carl Perkins

Vocational Education

Johnson County Community College Adult Basic Education; Carl Perkins

Vocational Education

Region VII American Indian Council Native American programs under WIA


LWIA III also has a memorandum of understanding with United Way of Wyandotte County, a

grantee of the Youthbuild program. At the time this MOU was signed, Youthbuild was an

employment and training program funded by the U.S. Department of Housing and Urban

Development (HUD). The program was subsequently transferred to the U.S. Department of

Labor. LA III values its relationship with this program, and has chosen to continue its

partnership with United Way and Youthbuild. We are currently working to identify other

entities in Local Area III that operate HUD-funded employment and training programs.

4. Identification of One-Stop Operator

On November 28, 2006 LWIB and CEOB jointly selected Kaiser Group, Inc. to serve as the

One-Stop Operator for the entire One-Stop service delivery system in Local Area III, effective

July 1, 2007. Kaiser Group was selected as the result of a competitive process stemming from

the issuance of a Request for Proposals (RFP) on August 30, 2006. Kaiser Group was selected

from six entities that submitted proposals in response to the RFP. On January 27, 2009, the

LWIB approved Kaiser Group as the One-Stop Operator for an additional year.

5. Identification of Fiscal Agent and Administrative Entity

The LWIB selected Local Workforce Investment Area III, Inc. to serve as the administrative

entity and fiscal agent for Area III. The LWIB determined that Board staff should assume these

roles that had previously been carried out by local staff of the Kansas Department of Commerce.

To ensure appropriate fiscal controls and segregation of duties, the LWIB selected the

accounting firm of Allen, Gibbs & Houlik, L.C. to serve as the fiscal entity responsible for

making payments and handling funds.

6. Continuous Improvement of Service Providers

The Local Workforce Investment Board (LWIB) will be actively involved in the initial approval,

ongoing assessment and the continuous improvement of eligible training and service providers.

LWIB staff will monitor the eligible training and service providers on a continuous basis.

Kaiser Group, Inc., Local Area III One-Stop Operator is an ISO 9001-2000 Certified

organization. Kaiser Group will apply ISO standards accordingly in all continuous improvement

efforts. This model covers leadership, strategic planning, customer focus, information/analysis,

human resource management, process management and results. In calendar year 2008, Kaiser

Group, Inc. will move to become ISO Certified throughout the workforce development system.

The LWIB has incorporated performance incentives into its contracts with its One-Stop

Operator/WIA Adult and Dislocated Worker Program Operator and its Youth Program Operator

to provide an additional means of encouraging continuous improvement.

7. Policy and Procedures for Implementing the Branding Policy

The Local Workforce Investment Board (LWIB) for Local Area III (LA III) is committed to

building and leading a workforce development system that produces a high quality workforce

capable of meeting the changing needs of employers in the Kansas City area. Among its guiding

principles is that it is system-focused, reflecting the idea that no one program, funding source, or

organization can meet the area‘s broad range of workforce needs, and that programs are more

effective if they work in concert to respond to these needs.


The Board has established Workforce Partnership as the brand name for this system. The

Workforce Partnership name and logo are used to describe the system and the services it makes

available, regardless of the location of the service, how it is funded, or the partner organization

providing the service. The Board views this approach as a critical step in uniting service

providers and integrating services into a seamless, comprehensive, solution-based approach, with

a singular identity. The shared identity serves to foster collaboration among partners, and allows

all partners to benefit from the Board‘s outreach activities.

Partners look to the Board for leadership, and Workforce Partnership is becoming a recognized

name synonymous with workforce expertise and quality services. Continuing to promote the

system under the Workforce Partnership name is a necessity, based on the ever-increasing

recognition we are garnering within our local communities. However, we also recognize that

we are part of broader regional and statewide workforce systems, and we intend to leverage

efforts to promote those systems to increase utilization of our services and awareness of our

ability to contribute to personal and business prosperity. The LWIB is committed to

participating in broader systems‘ branding through co-branding and cooperative outreach efforts

that communicate both brands.

The following discussion explains how Local Area III will comply with the specific required

elements of State Policy #3-30-00.

A. Full adoption or working in partnership – Local Area III is committed to working in

partnership with the KANSASWORKS brand.

B. Application to all locations – Local Area III will utilize the KANSASWORKS brand in

all locations, publications, and outreach messages.

C. Specific elements

Exterior signs - As of the submission date of this revised plan, the Johnson County,

Leavenworth County and Wyandotte County signs have been replaced with signs

incorporating the KANSASWORKS logo.

The phrase ―in partnership with‖ and the KANSASWORKS logo have been incorporated

into the mobile unit graphics.

Interior signs – Interior signage includes the ―in partnership with KANSASWORKS‖

branding based on the signage space available in each location. In each location, signage

with the partnership language has been placed in reasonable proximity to existing

Workforce Partnership signage, in a manner that meets the relative size requirements of

the KANSASWORKS brand standards.

Johnson County – Signage has been placed on the front of the front desk in the reception

area, facing the main entrance.

Leavenworth County – Signage has been added to the front desk area.


Wyandotte County – Signage has been placed on the wall behind the reception desk.

Letterhead – The KANSASWORKS logo and the partnership language will be added to

the letterhead with the next printing run. Based on existing stocks, it is unlikely that

another printing run will be ordered prior to January 1, 2009. This item will be completed

before June 30, 2009.

Business Cards – Business cards have been redesigned to incorporate the ―in partnership

with KANSASWORKS‖ language and logo. The logo will be just below and in

compliant proportion to the Workforce Partnership logo. All staff are using the

redesigned cards.

Flyers/brochures - Workforce Partnership has produced two brochures promoting our

system‘s services to jobseekers and employers, respectively. These brochures already

incorporate the KANSASWORKS logo with the partnership language. Currently, the

only other brochures that we produce are fliers highlighting certain ―hot jobs‖ posted by

our employer customers. We have begun incorporating the KANSASWORKS logo into

these fliers, as well. Any additional fliers, such as those announcing new workshops and

other services, will incorporate the partnership language with the KANSASWORKS logo.

Publications – Our Board‘s strategic goals include the development of new publications,

such as an annual report. All publications will include the KANSASWORKS logo and

the partnership language on the title page and/or the back cover. Newsletters and similar

publications will also incorporate the logo and accompanying language.

Other printed materials – The ―in partnership with KANSASWORKS‖ language will be

included on all publications and in all news releases.

Television ads – There are no plans at the present time for television advertising. Should

sufficient funding to support television advertising become available, the ―in partnership

with KANSASWORKS‖ language will appear graphically will be included whenever the

Workforce Partnership logo is used.

Radio ads – There are no plans at the present time for radio advertising. Should sufficient

funding to support radio advertising become available, references to Workforce

Partnership will be accompanied with the required partnership language.

Web site – Workforce Partnership maintains www.workforcepartnership.com as the

primary web site for the workforce system in Local Area III. That site has been

redesigned, the KANSASWORKS logo and the partnership language is featured

prominently. The logo and language has been placed on the home page in a size that is

compliant with the brand standards and in a position that allow them to be viewed without

scrolling. The site also has a prominently placed link to KANSASWORKS.com.

http://www.workforcepartnership.com/


Billboards – There are no plans at the present time for billboard advertising. Should

sufficient funding to support billboard advertising become available, the ―in partnership

with KANSASWORKS‖ language will appear graphically will be included whenever the

Workforce Partnership logo is used.

Other outreach/public relation efforts – The KANSASWORKS logo will be incorporated as

follows:

Name tags have been redesigned to include ―In partnership with

KANSASWORKS‖ branding.

Uniforms are no longer required. New work shirts and attire has been ordered

with the ―In partnership with KANSASWORKS‖ branding included.

Speaking engagements: an explanation and description of KANSASWORKS

and our relationship will be included as part all presentations.

Job Fairs: Information about KANSASWORKS has been made available and

signage includes the ―In partnership with KANSASWORKS‖ branding.

Media and public relations: All news releases will include a standard paragraph

stating that Workforce Partnership is part of the KANSASWORKS network, and

that services are provided in partnership with KANSASWORKS.

8. Policy and Procedures for Implementing the Integration Policy

LA III is also fully committed to Integration between the WIA and Wagner-Peyser funding

streams. Our plan to integrate those funding streams can be found in our Integration Plan

Attachment and the corresponding Sub-Attachments.

9. Policy and Procedures for Implementing the Collaboration Policy

LA III recognizes the importance of collaboration. The workforce system will not work

effectively without the right partnerships in place to provide seamless, timely and customer-

focused services to job seekers and other members of the public accessing services in the LA III

Workforce Development System.

Due to the importance of collaboration and in reference to Workforce Investment Act (WIA)

Section 112(b)(2); (8)(A)(i-x); State Policy #3-13-00, and the State Partner Collaboration Policy

LA III requires the One-Stop Operator to:

1. Hold regular, meetings, no less than monthly, with all partners to address service

delivery issues, scheduling issues, MOU modifications and State and Local Policy

implementation.

2. Record attendance at Partner meetings and submit a copy of the attendance records to

the LWIB.

3. Recording Minutes of Partner meetings and submit a copy of meeting minutes to the

LWIB.


Should Partners fail to comply with this policy the LWIB will require that the One-Stop Operator

meet with the Partner and find out why the partner is unable to comply. If the One-Stop

Operator and Partner are unable to reach resolution, the LWIB Executive Director and LWIB

Chair will meet with the Partner Agency and the One-Stop Operator to work out a resolution. If

no resolution can be made after meeting with the LWIB Executive Director and LWIB Chair,

then the LWIB and the Partner agency will request assistance from the State Board, and follow

the impasse resolution procedures outlined in State Policy Number 3-13-00, including possible

exclusion from membership on the LWIB.

10. Policy and Procedures for Implementing the Multi-Area Collaboration Policy

The LWIB of Local Area III recognizes that labor markets extend beyond administrative

boundaries, including local area borders. LWIA III is part of a multi-county, bi-state labor

market, and is committed to developing regional approaches to meeting workforce needs of the

entire metropolitan area. To encourage service providers, Operators, and partners to participate

in multi-area collaborative efforts, the LWIB has adopted the following policy.

A. Workforce Partnership service providers, Operators, partners, and LWIB staff are directed to

collaborate whenever possible with other workforce and economic development organizations

serving the Kansas City metropolitan area, as defined by the federal Office of Management and

Budget and the United States Census Bureau. Currently, the metropolitan area consists of

Franklin, Johnson, Leavenworth, Linn, Miami, and Wyandotte counties in Kansas, and Bates,

Caldwell, Cass, Clay, Clinton, Jackson, Lafayette, Platte, and Ray counties in Missouri.

B. Responsibilities of the Board - The LWIB, through administrative entity staff, is responsible

for the following:

Identifying characteristics of the regional economy, including key industrial sectors, high-

growth/high-wage industries, and regional trends; and developing a mechanism for

communicating this information to partners, Operators, and service providers;

Ensuring that business and industry are engaged in identifying employer needs and

developing strategies to meet those needs; and

Negotiating and executing formal agreements with workforce and economic development

partner organizations, including agreements with other LWIBs and public workforce system

entities. Agreements with other LWIBs will address identification of common services,

minimum level of services to be offered across multiple areas, development of customized

common services, regional indicators, and removing barriers to provide business and

jobseeker customers with a single point of access to the regional workforce system.

Developing indicators to measure effectiveness in meeting regional needs and defining

expected outcomes of LAIII‘s regional collaboration efforts.

C. Responsibilities of WIA service providers, program Operators, and the One-Stop Operator

include:


Entering into informal partnerships with workforce and economic development

organizations;

Engaging business and industry in its process of identifying needs and in developing

strategies to meet those needs;

Coordinating services and activities with other public workforce system entities in

accordance with formal agreements developed among regional LWIBs;

Developing a training plan and ensuring that staff are knowledgeable about regional

industries and economic conditions, regional skill requirements, and other regional

information;

Collecting data corresponding to indicators of multi-area collaboration developed by the

LWIB; and

Including in monthly reports to the LWIB reports on progress made regarding multi-area

collaboration, including updates of how it the providers are meeting the above

responsibilities.

D. LWIB staff will compile information from service provider/Operator monthly reports and its

own activities into a multi-area collaboration report that will be included in information

submitted to LWIB members prior to each bi-monthly LWIB meeting. LWIB staff will

incorporate compliance with the multi-area collaboration policy into the monitoring

schedule.

Local Area III will fulfill this policy primarily through its participation in the OneKC WIRED

project. This project is a mature, yet evolving partnership of the state governments of Kansas

and Missouri, seven different Local Workforce Investment Boards, economic organizations,

business and industry groups, community colleges, and nonprofit organizations representing an

18-county region roughly corresponding to the Kansas City metropolitan area.

Participation in OneKC WIRED ensures that LA III participates in an economic development

effort that results from strengthening partnerships between the public workforce system and

business and industry communities. The project is organized to address three key industry

sectors—health care, advanced manufacturing, and biotechnology—that have strong industry

organizations, and that represent high-wage, high-growth industries that are critical to the Kansas

City regional economy. OneKC WIRED builds a demand-driven system that includes

partnerships among business and industry groups, economic development organizations,

education and training providers, a wide range of public and nonprofit organizations, and the

public workforce system. This primary goal of this collaboration is to improve the region‘s

ability to meet growing workforce needs in the target industries through the identification,

development, and placement of qualified workers.

Partners in OneKC WIRED continuously monitor the region‘s ability to meet identified business

needs. The partners in WIRED have negotiated a set of performance measures with ETA. These


measures include measures specific to individual initiatives, as well as measures tied to ETA‘s

Common Measures. In addition, LA III‘s One-Stop Operator routinely measures the satisfaction

of both employers and jobseekers. Statistical information is combined with feedback from

partners, including business and industry partners, and shared with partners in regional meetings.

The OneKC WIRED project has resulted in a number of new services and activities designed to

address these three industries‘ workforce needs. Within the public workforce system, the project

has provided funding to provide training and supportive services to individuals that would

otherwise be ineligible for WIA-funded ITAs In addition, public workforce system partners in

OneKC WIRED have plans to work on new services, including the creation of Lifelong Learning

Accounts (LiLA) and new tools to assess and improve the soft skills of jobseekers using public

workforce system services.

11. Policy and Procedures for Implementing the Revised Priority of Service Policy

LA III has determined that funds are limited. Therefore, in compliance with section 134

(d)(4)(E) of the Workforce Investment Act, Low-Income Individuals, Veterans, and Individuals

Age 55 and Over will be given priority for access to intensive and training services.

Low-Income Individuals Low-Income Individuals are given priority access to intensive and training services. Low-

Income Individuals are defined as follows:

An individual who receives, or is a member of a family that receives, cash payments under

a Federal, state or local income-based public assistance program;

An individual who received an income or is a member of a family that received a total

family income for the six (6) month period prior to application for the program involved

(exclusive of unemployment compensation, child support payments, and public assistance

payments and old age and survivors insurance benefits received under section 202 of the

Social Security Act) that, in relation to family size, does not exceed the higher of (i) the

poverty line, for an equivalent period or (ii) 70% of the lower living standard income level

for an equivalent period;

An individual who is a member of a household that receives (or has been determined

within the six (6) month period prior to application for the program involved to be eligible

to receive) food stamps pursuant to the Food Stamp Act of 1977;

An individual who qualifies as a homeless person per section 103 (a) and (c) of the

McKinney Act;

A foster child on behalf of whom state or local government payments are being made;

An individual with a disability whose own income is at or below poverty level or 70% of

the lower living standard or receives cash payments under a public assistance program, but

who is a member of a family whose income does not meet such requirements.


Exception

Adult program applicants who do not receive public assistance and whose household/family

income exceeds the guidelines necessary to be codified as ―low income‖ may still receive

intensive and training services based on the following eligibility criteria:

a) Unemployed on the date of eligibility determination, and

b) Last six (6) months individual/household income does not exceed the higher of the current

Poverty guideline or the 70% of the Lower Living Standard Income Level (LLSIL)

guideline by more than two-hundred (200) percent.

Should there be an excess of applicants seeking eligibility under the Adult Exception category,

priority for services under this category will be granted to those who possess one (1) or more of

the following characteristics (documentation required for each applicable characteristic):

Disabled

Offender

Unemployment Insurance (UI) exhaustee

Reemployment services (RES) participant

Long-term unemployed (more than twenty-six [26] consecutive weeks)

Income Waiver

Adult program applicants who do not receive public assistance and whose family/household

income exceeds all available income tests noted above may still receive consideration for

registration and enrollment into Intensive services provided they satisfy the following criteria:

a) Unemployed on the date of eligibility determination; AND

b) Received at least one core service and has been unable to obtain employment through

core service(s) alone; AND

c) Based on an initial assessment of needs and a review of prior activities, determined to be

in need of Intensive services in order to obtain employment.

If there is an excess of applicants seeking services via the Adult waiver category, preference for

registration into Intensive services under the waiver will be granted to those who possess one or

more of the following characteristics (documentation required for each applicable characteristic):

Disabled

Offender

Unemployment Insurance benefits exhaustee

Reemployment Services (RES) participant

Long-term unemployed (more than 26 consecutive weeks)


Income waivers are subject to temporary or indefinite suspension and will not be available

should the Local Area experience an acute shortage of funds, as determined by the One-Stop and

Program Operator in cooperation with the LWIB.

Veterans

Veterans are given priority access to intensive and training services. Covered veterans include

the following individuals:

A veteran;

Active military who are within 180 days of separation/retirement; and

The spouse of any of the following individuals:

Any veteran who died of a service-connected disability;

Any member of the Armed Forces serving on active duty who, at the time of application

for assistance is listed, and has been so listed, for a total of more than 90 days as:

missing in action,

captured in line of duty by a hostile force, or

forcibly detained or interned in line of duty by a foreign government or power;

Any veteran who has a total disability resulting from a service-connected disability; or

Any veteran who died while a disability so evaluated was in existence.

This veteran‘s priority system applies across all WIA-funded programs including dislocated

worker, youth, fifteen percent (15%) statewide activity programs, and National Emergency

Grants.

If severe funding shortages result in the implementation of a waiting list, and a rank ordering

within the population of veterans become necessary, the following order of priority will be

applied:

Special disabled veterans;

Other disabled veterans;

Other eligible veterans in accordance with priorities determined by the U.S. Department

of Labor; and

Certain spouses and other eligible persons.

As required by WIA Section 168, employment and training programs will be provided to the

following targeted groups of veterans:

Veterans who have service connected disabilities;

Veterans who served on active duty in the armed forces during a war or in a campaign or

expedition for which a campaign badge has been authorized;

Recently separated veterans; and

Veterans with significant barriers to employment.

Individuals Age 55 and Over

Individuals Age 55 and Over will receive priority access to intensive and training services.


12. Policy and Procedures for Implementing the Training Dollars Minimum Policy

Local Area III will follow the following procedures in complying with the State Minimum

Training Expenditure Policy that local areas expend 35% of WIA adult and dislocated worker

allocation for training and training services.

To document training expenditures, the One-Stop Operator will provide a Training Expenditure

Report to the LWIB on a bi-monthly basis that outlines all training expenditures for the year to

date. Training expenditures that can be included are:

Tuition, fees, books, and other materials and equipment required for a course of

occupational skills training.

Training costs, associated with basic literacy training, including but not limited to, adult

basic education, GED, GED Test fees and English as a second language.

The non-administrative costs associated with carrying out training and literacy programs

to include the costs of career assessment, development of career plans and case

management while participants are in training to include the costs of supportive services

such as child care, transportation, etc. that directly benefit participant training.

On-the-job training costs.

Customized training designed to meet the special requirements of an employer.

Contracted programs serving special populations with multiple barriers.

Short-term courses such as computer software training, etc.

Short-term prevocational testing, training and services.

Expenditures on training for chronic vacancies and other market demand occupations

identified through the On-TRACK Initiative.

The value of Pell grants issued in coordination with WIA Formula funds.

Needs-based payments and stipends.

To calculate the case management costs associated with carrying out training and literacy

programs, the One-Stop Operator will calculate the caseload percentage of WIA participants in

training activities. That percentage will then be multiplied by the individual case manager‘s total

compensation and that figure will be used in the bi-monthly Training Expenditure Report.

The total training expenditures will then be compared to total adult and dislocated worker

allocation and a final percentage on training expenditures will be determined.

Early in the assessment process, as training services are identified as necessary for employment,

Workforce Partnership staff will assist individuals in determining eligibility for Federal Pell

Grants and other sources of financial aid. Workforce Partnership Staff will also determine that

all available sources of funds are coordinated so that participants can complete the training

successfully. Eligibility for all sources of financial aid will be documented in the Kansas Service

Link System.

Participants are not required to apply for or use a loan as a condition of participation in WIA

funded training. The participant may incur personal debt to help pay the costs of their training

only if they choose to do so after receiving counseling. Workforce Partnership staff will


document all activities while counseling participants about personal debt and their

responsibilities with regards to personal debt.

Kansas Service Link will be used to document all training and training related costs except for

Workforce Partnership staff case management costs. A separate report will be used for

Workforce Partnership staff case management costs, and total costs will be combined into each

bi-monthly Training Expenditure Report.

13. Description of the Individual Training Account (ITA) System

Individual Training Accounts (ITA‘s) give individuals the responsibility and the personal

decision-making power to ―purchase‖ training services they select in consultation with a

Workforce Partnership Representative. Local Area III will provide Individual Training Account

(ITA) Vouchers for eligible, qualified adults and dislocated workers who are in need of financial

assistance to enable them to obtain the occupational-specific skills necessary to obtain and retain

employment.

ITAs will be issued in the form of a paper ―voucher‖ that will be personally carried to the

training institution. The ITAs may be used at any WIA-approved training institution for the

payment of tuition, books, fees and supplies. Training providers will be responsible for tracking

the total amount of the voucher to assure the customer does not exceed the issued amount of the

voucher. Local Area III will not provide ITAs for classes that customers previously failed while

using an ITA. Kansas Service Link (KSL) will be used to facilitate the oversight and

accountability of the ITAs. KSL will track the customer‘s eligibility status, the progress of the

customers, the amount of the ITA funds used, and the duration of the training.

ITAs may be used for education and occupational skills training that will facilitate entry into

employment in one or more of the careers shown to be locally in-demand in Kansas

Occupational Outlook, and/or through the America‘s Career Information Network (ACI Net)

web site. ITAs may be used to obtain specific skill certification leading to one of the

occupations in current demand in the local labor market as determined by the LWIB. The

individual‘s target occupation and choice of associated training program must be wholly

consistent with his/her Individual Employment Plan (IEP).

Workforce Partnership representatives will give individuals quality information concerning

approved eligible training providers and assist the customer in choosing a training provider that

will best meets their needs. Workforce Partnership Staff will also provide customers with

statistical data on providers‘ program performance. The performance data will assist customers

in making informed decisions while selecting an eligible training provider.

14. Individual Training Account Limitations

Students may enroll in a vocational, technical, or occupational skills training program or

course(s) that leads to the award of a certificate or degree preferably in one (1) year‘s duration or

less.


The maximum financial assistance from WIA shall not exceed $$4000 per participant. Proposed

exceptions to this limitation should have clear and compelling rationale. Any other financial aid

that an individual is able to secure, such as a Pell Grant, will be a consideration in any such case.

Exceptions to the time limit noted above will provide for no more than one (1) additional year of

training time to accommodate full completion of the approved program of instruction.

Exceptions to the financial cap stated above will provide for no more than $4000 in additional

funds to apply towards the approved program of instruction. Therefore, no ITA or training

activity, including exceptions, may exceed 2 years from inception to completion, and $$8000 in

total WIA expenditures.

Any participant that is otherwise eligible and registered for WIA intensive or training services

who is discovered to be in default on repayment of a Federal student loan(s) will be denied

access to an ITA.

WIA funding for classroom training that an individual enrolled into prior to being determined

eligible for WIA registration generally is not permissible, since individuals in such a

circumstance presumably have already developed a comprehensive financing plan for the

training in question. Exceptions to this policy may be considered on a case-by-case basis.

Programs that lead to a Master‘s degree or a Doctorate degree upon successful completion are

not permissible. There are no exceptions.

15. Exceptions to Individual Training Account Vouchers

The Act under section 134(d)(4)(G)(ii) and Section 663.430 of the regulations provide that,

under limited circumstances, contracts for training rather than ITAs can be utilized. There are

three exceptions in which a mechanism other than an ITA may be used to finance training

services. Contracts for services can be used only under the following circumstances:

When the services provided are on-the-job training (OJT) or customized training

When the LWIB determines that there are an insufficient number of eligible training

providers in the area to accomplish the purpose of the ITA system.

When the LWIB determines that there is a local program of demonstrated effectiveness

offered by a local faith-based or other community organization, serving a low-income

target population facing one or more of the following barriers to employment:

o Individuals with substantial language or cultural barriers

o Offenders

o Homeless individuals

o Other hard-to-serve populations as defined by the Governor

16. Policies to Competitively Award Grants and Contracts for Services

In the event that the LWIB makes the determination that a gap in the local training system exists,

it may award grants and contracts to various entities that provide training essential to skill

development for in-demand occupations and for other activities and services that enhance

employment opportunities, through a competitive request-for-proposal (RFP) process. The

LWIB has developed policies and procedures for competitive awards that are consistent with the


procurement standards of the State of Kansas and of OMB Circular A-110. These procedures are

available at the board office.

The LWIB also selects One-Stop Operators, WIA Adult and Dislocated Worker program

operators, and providers of youth activities through this process.

Requests for proposals are publicized through announcements in local newspapers, Internet

postings, and shared at meetings of local service providers. The LWIB approves all RFPs prior

to their publication. The LWIB approves the process for each particular RFP, including the

selection of a proposal review committee. Proposals are reviewed for demonstrated

effectiveness in delivering comparable or related services, responsiveness to the RFP, planned

outcomes, administrative capability, cost and quality. The review committee presents their

recommendations to the full LWIB for discussion and final funding decisions.

For youth activities, the Youth Council approves the RFP content and process, Youth Council

members are included in the review committee, and the Youth Council makes the final

recommendation to the LWIB regarding final funding decisions. The LWIB makes the final

funding decisions taking into account the Youth Council recommendations, and following the

standards outlined in LWIB, state, and federal policies.

Entities that submitted unsuccessful proposals are provided an opportunity to exercise appeal

rights.

Contracts awarded through the RFP process will require the signatures of the LWIB Chair and

the CEO Chair.

17. Local Plan to contract with Secondary Education Institutions

Local Area III plans to contract with Secondary Education Institutions to provide occupational

skills training for those occupations in Targeted Industries. While specific contracts have not yet

been developed, board staff continues to have regular dialog with Secondary Education

Institutions for contracted training. Board teams are in the process of defining the parameters of

contracted training programs that will have the most positive effect on outcomes for Local Area

III participants.

18. Integration of Faith-Based and Community Organizations into the WIA System

Local Area III will actively engage faith-based and community organizations in the local One-

Stop system through formal and informal collaborations, and using general community outreach

and targeted marketing techniques. Local Area III will provide program information and referral

resources to these organizations in an effort to accomplish the following results:

Help faith-based and community organizations learn how the local One-Stop system

operates, how to apply for RFP‘s that may come available, and who to contact for

information that will help to remove artificial impediments to effective collaboration;

Coordinate efforts to eliminate regulatory, contracting, and other programmatic obstacles

to the participation of faith-based and other community organizations in the provision of

workforce development services;


Engage community stakeholders in conversations on services provided by faith-based and

community organizations;

Educate faith-based and community organizations about partnership possibilities with the

LWIB and/or the local One-Stop system;

Develop and coordinate outreach efforts to disseminate up-to-date information with

respect to programmatic changes, RFP announcements and contract opportunities, and

other initiatives of potential interest.

Forging positive and reciprocal relationships with faith-based and community organizations will

encourage them to refer individuals who are facing employment difficulties to the One-Stop

system, to provide support to mutual consumers as they seek employment assistance, and to

recognize their critical role in supplementing resources of the One-Stop system and the

surrounding community.

In addition, Local Area III will seek feedback and guidance from leaders of local faith-based and

community organizations to assist in improving the overall responsiveness of the One-Stop

system.

The Local Area will also encourage faith-based and community organizations to apply for

inclusion on the statewide list of eligible training providers.

19. Local Board Representatives and Partners

The Local Area III board is not an alternative entity.

E. Adult and Dislocated Worker Services

1. Description of Adult and Dislocated Worker Employment and Training Activities

Services for adults and the dislocated workers will be provided through the One-Stop system.

The following services will be available:

Core Services

Core services are universally available to system consumers. Core services will include:

Job vacancy listings in the Kansas Job Link (KJL) system

Information regarding job skills necessary to obtain employment in specific career areas

Information on in-demand occupations, to include information on careers in the specific

employment sectors identified in the Federal High Growth Job Training Initiative, or by

the LWIB.

Earnings and skill requirements for local, regional and national labor markets

Job search and placement assistance (may include basic career counseling)

Information regarding filing of claims for unemployment insurance compensation

Preliminary eligibility assessment for services that have criteria-tested enrollment

requirements or limitations

General information about One-Stop Workforce Center services

Information regarding the performance and cost for training services offered by eligible

training providers


Information on the availability of, and referrals to, supportive service resources, to

include childcare and transportation

Initial assessment of skills, aptitudes, abilities and supportive service needs

Face-to-face overview of Workforce Center services for first-time customers

An automated ―Tour of Services‖ for first-time Workforce Center customers

Program-specific orientation workshops for potential WIA registrants

Recurring menu of job seeker and employer workshops

General business services and employer outreach

Applicant recruitment and screening

Private interview rooms

Coordination of recruiting events, on- and off-site

The following core services involve direct staff-assistance, and therefore require a formal

registration for services under WIA:

Concentrated and targeted job development and job placement assistance

Follow-up services after job placement

Customized applicant assessment and screening

Intensive Services

Intensive Services will be available to eligible employed and unemployed individuals who meet

priority of service guidelines set forth by statute and by the Workforce Partnership Board, and

who are not able to secure or retain employment through core services alone. Intensive services

may also be available to employed workers who receive one (or more) core services, but need

more intensive services to secure or retain employment that leads to self-sufficiency. The LWIB

has defined a ―self-sufficient‖ wage as one that results in an annual individual/family income of

at least the current LLSIL. Intensive Services include:

In-depth, comprehensive assessment (may include diagnostic testing and in-depth

interviewing) to identify individual needs, careers goals and impediments to employment

Development of an individual employment plan (IEP)

Individual career counseling/coaching

Case management

Short-term pre-vocational services

Specialized group counseling

Relocation expenses assistance

Paid and unpaid Work Experience assignments or Internships

Training Services

Training Services will be available for those eligible and qualified customers who received core

and intensive services, and remain unable to secure or retain employment that leads to self-

sufficiency. Training Services will include:

Occupational skills training, to include training for non-traditional employment

On-the-job training (OJT)


Entrepreneurial training

Upgrading of skills

Job readiness training

Adult education/literacy activities ( in conjunction with other training)

Customized training in conjunction with a commitment by an employer(s) to employ

those individuals that successfully complete their training

A combination of workplace training with related instruction that may include an

education program

Training programs operated by the private sector

Registered apprenticeship programs

Eligible employed and unemployed adults and qualified dislocated workers may choose a

program of training services that is connected to employment opportunities in-demand in the

local area. These employment opportunities may also be in another relocation area, if relocation

is an option of interest to the individual participant.

Local Area III in conjunction with the local Workforce Investment Board will identify Target

Industries, Preferred Occupations, and Select Occupations that are experiencing skill shortages.

Local Area III will maintain a list of approved WIA training providers and programs tied to these

industries and occupations. This list will be maintained on the KansasWorks web site, which is

available at any One-Stop Workforce Center, or anywhere that an individual can access the

Internet. If an individual expresses an interest in relocating, the One-Stop Workforce Center will

provide information about occupation(s) in-demand in the geographical region(s) where the

customer may wish to relocate.

In order to make sure that the customer gets the highest quality of choice in selecting training

activities, the list of approved WIA training provider, programs and associated occupations must

be comprehensive and constantly updated to reflect changing skill demands. In addition, Local

Area III will identify Eligible Training Providers that will offer training in the identified

occupations. Provisions for supportive services such as transportation and childcare may be

available to assist participants while receiving the other services, and to ensure that participants

successfully complete their training.

2. Description of Methods to Coordinate Rapid Response Activities

LA III has been notified by the Department of Commerce that Rapid Response Activities will be

coordinated at the local level, and not the state level. As LA III awaits further discussion with

the Department of Commerce, below is a description of the services that LA III intends to

coordinate in the future.

The initiation of Rapid Response activities will generally occur when the State Dislocated

Worker Unit (DWU), the Local Area III Rapid Response Coordinator (RRC), or staff from any

local Workforce Partnership Office becomes aware of an impending layoff or business closure.

A local Presentation Team will deliver the following information at every Rapid Response

meeting:


Wagner-Peyser programs and services, Unemployment Insurance, WIA Core, Intensive

and Training services, other training program including TAA (where applicable), and

educational opportunities.

Written information, at a minimum, on COBRA and HIPAA

The topics of ―Emotional Response to a Layoff,‖ ―Money Management After the

Paycheck Stops,‖ and ―Starting Your Own Business,‖ unless the employer requests they

be eliminated.

Customer Satisfaction surveys will be distributed and collected at the meetings. In addition to

general satisfaction questions, participants will be asked if they feel they know when and how to

access the services presented during the meeting. The surveys also poll affected workers to

identify desired services and to solicit interest in opportunities for education and training. The

compilation can be used as an assessment tool to gauge needs of the affected workers and

identify those possessing potential impediments to re-employment. They may also be used to

plan early intervention strategies in order to provide appropriate services such as retraining, job

development, counseling and referrals to other State or private agencies.

Employers must be provided copies of the Summary of Employee Surveys. The employers will

be asked to evaluate Rapid Response services as well. Copies of all surveys and evaluations will

be provided to the State DWU.

The local RRC will also report on Rapid Response activities using the interactive Rapid

Response Data Base that records the name and address of the company, appropriate contacts,

number of affected workers and important dates. It also records names and contact information

for union officials in addition to other useful information.

The database, customer satisfaction surveys, the employer file containing all correspondence and

MLS data will be used to evaluate both the quantity and quality of services for the purpose of

continuous program improvement.

Workforce Partnership staff may also arrange for Job Search Workshops at the work site.

Consistent with the Workforce Partnership Mobile Career Unit Business Plan, the Workforce

Partnership‘s Mobile Workforce Center is available for use in Rapid Response activities, where

feasible and subject to approval of the employer.

Larger layoffs, over 150 workers, may require a National Emergency Grant (NEG) and such a

grant may finance a temporary, work site-based Career Center. The State DWU will provide

technical assistance to the local RRC in writing a NEG, when such layoffs occur.

Existing National Reserve Account (NRA) grants will be handled in accordance with the rules

under which they were created. All NEG‘s will have to meet applicable WIA mandates. When

and if new guidelines for NEG applications are issued, these procedures will be adopted

immediately.

Services to Special Audiences


Meeting facilitators presenting pre-layoff informational meetings will be expected to collaborate

with interpreters if an affected worker(s) attending the meeting cannot easily speak, read or

otherwise readily understand the English language, or must communicate through sign language.

Spanish-language materials have been prepared for the mandated topics of a Rapid Response

pre-layoff meeting. Overhead slides are also being translated into Spanish to assist both the

interpreter and audience members.

Services Following Disasters

The Federal Emergency Management Agency (FEMA) organizes services for disaster victims.

FEMA suggests the following procedures:

FEMA will contact the local RRC and will provide a list of job orders required to assist disaster

victims and to begin the post-incident cleanup.

FEMA will establish a Disaster Center that will include Representation from the local Workforce

Partnership Office, Unemployment Insurance, and Job Training programs. Other agencies and

programs typically represented include: Social and Rehabilitation Services, Small Business

Administration, Kansas State Emergency Management Agency, Internal Revenue Service,

Kansas Division of Family Services, Kansas Attorney General, Law Enforcement, American Red

Cross, Salvation Army and other appropriate local service organizations.

If FEMA is not involved in a local disaster, the local RRC will contact the following: the local

Mayor, City Clerk and/or Administrator, Chamber of Commerce, Red Cross, Salvation Army

and employers affected by the disaster. Once these people are contacted, the information

regarding the services available to assist those who lost their jobs due to the disaster may be

provided.

The local RRC will contact the State DWU within 24 hours of notification by FEMA, or other

declaration of a disaster, for assessing the need for a NEG. NEG‘s may offer victims displaced

from their jobs by the disaster the following services: jobs at work site including wages/benefits,

necessary tools/equipment, work-related physical/medical exams, day care, mileage

reimbursement, outreach/communications, out-of-are job search and relocation assistance,

classroom training and on-the-job training. A temporary office may be established to provide

these services.

Both the State DWU and the local RRC will utilize time to codes that cause associated services,

personnel benefits, and allocated and non-personal service costs, to be charged to Rapid

Response. Local RRC will charge their time against the RR funds set aside for local activities.

3. Determining Priority for Services

LA III has determined that funds are limited. Therefore, in compliance with section 134

(d)(4)(E) of the Act, Adult program customers receiving government assistance and other low-

income individuals will be given priority for access to intensive and training services.

Individuals meeting one or more of the following criteria will receive priority access to services

under the Adult program on a first come, first served basis:


An individual who receives, or is a member of a family that receives, cash payments

under a Federal, state or local income-based public assistance program

An individual who received an income or is a member of a family that received a total

family income for the six (6) month period prior to application for the program

involved (exclusive of unemployment compensation, child support payments, and

public assistance payments and old age and survivors insurance benefits received

under section 202 of the Social Security Act) that, in relation to family size, does not

exceed the higher of (i) the poverty line, for an equivalent period or (ii) 70% of the

lower living standard income level for an equivalent period

An individual who is a member of a household that receives (or has been determined

within the six (6) month period prior to application for the program involved to be

eligible to receive) food stamps pursuant to the Food Stamp Act of 1977

An individual who qualifies as a homeless person per section 103 (a) and (c) of the

McKinney Act

A foster child on behalf of whom state or local government payments are being made

An individual with a disability whose own income is at or below poverty level or

70% of the lower living standard or receives cash payments under a public assistance

program, but who is a member of a family whose income does not meet such

requirements

An older worker (age fifty-five [55] and older)

Exception

Adult program applicants who do not receive public assistance and whose household/family

income exceeds the guidelines necessary to be ―low income‖ may still receive consideration for

registration and enrollment into intensive and training services based on the following eligibility

criteria:

a) Unemployed on the date of eligibility determination, and

b) Last six (6) months individual/household income does not exceed the higher of the current

Poverty guideline or the 70% of the Lower Living Standard Income Level (LLSIL)

guideline by more than two-hundred (200) percent.

Should there be an excess of applicants seeking eligibility under the Adult Exception category,

priority for services under this category will be granted to those who possess one (1) or more of

the following characteristics (documentation required for each applicable characteristic):

Disabled

Offender

Unemployment Insurance (UI) exhaustee

Reemployment services (RES) participant

Long-term unemployed (more than twenty-six [26] consecutive weeks)

Income Waiver


Adult program applicants who do not receive public assistance and whose family/household

income exceeds all available income tests noted above may still receive consideration for

registration and enrollment into Intensive services provided they satisfy the following criteria:

a) Unemployed on the date of eligibility determination; AND

b) Received at least one core service and has been unable to obtain employment through

core service(s) alone; AND

c) Based on an initial assessment of needs and a review of prior activities, determined to be

in need of Intensive services in order to obtain employment.

If there is an excess of applicants seeking services via the Adult waiver category, preference for

registration into Intensive services under the waiver will be granted to those who possess one or

more of the following characteristics (documentation required for each applicable characteristic):

Disabled

Offender

Unemployment Insurance benefits exhaustee

Reemployment Services (RES) participant

Long-term unemployed (more than 26 consecutive weeks)

Income waivers are subject to temporary or indefinite suspension and will not be available

should the Local Area experience an acute shortage of funds, as determined by the One-Stop and

Program Operator in cooperation with the LWIB.

4. Providing Priority of Service for Veterans

Each full service One-Stop Workforce Center in LA III employs dedicated veterans staff. They

assist Workforce Center Representatives in identifying qualified veterans as early as possible in

the service, intake and assessment process to ensure priority service provision to qualified

consumers. The Local Veterans Employment Representatives (LVER), Disabled Veterans

Outreach Program (DVOP) staff, and all other Workforce Center staff maximize employment

and training opportunities for veterans and other covered persons, with priority given to disabled

veterans and veterans of the Vietnam Era by giving them preference over non-veterans in the

provision of employment and training services. Veteran status is captured at intake in the Kansas

Job Link and Kansas Service Link systems.

Priority of service to veterans will be provided and applied within the context of existing priority

of service policies, operational procedures, and related work processes, noted in above and

elsewhere within this Plan. Provided an individual applicant meets basic WIA eligibility and

registration criteria, a covered veteran will receive first priority for intensive and training

services, in advance of all other individuals that fall within the same priority of service

population. Covered veterans include the following individuals:

A veteran;


Active military who are within 180 days of separation/retirement and;

The spouse of any of the following individuals:

Any veteran who died of a service-connected disability;

Any member of the Armed Forces serving on active duty who, at the time of application

for assistance is listed, and has been so listed, for a total of more than 90 days as:

missing in action,

captured in line of duty by a hostile force, or

forcibly detained or interned in line of duty by a foreign government or power;

Any veteran who has a total disability resulting from a service-connected disability; or

Any veteran who died while a disability so evaluated was in existence.

This veteran‘s priority system applies across all WIA-funded programs including dislocated

worker, youth, fifteen percent (15%) statewide activity programs, and National Emergency

Grants.

If severe funding shortages result in the implementation of a waiting list, and a rank ordering

within the population of veterans become necessary, the following order of priority will be

applied:

Special disabled veterans;

Other disabled veterans;

Other eligible veterans in accordance with priorities determined by the U.S. Department

of Labor; and

Certain spouses and other eligible persons.

As required by WIA Section 168, employment and training programs will be provided to the

following targeted groups of veterans:

Veterans who have service connected disabilities;

Veterans who served on active duty in the armed forces during a war or in a campaign or

expedition for which a campaign badge has been authorized;

Recently separated veterans; and

Veterans with significant barriers to employment.

5. Describe the Local Board policy and procedures for providing priority of services for

veterans and other covered persons who apply for services through any WIA Title I-B

funded program, including Recovery Act priority of service for low-income individuals and

recipients of public assistance.

The sections above speak to Local Area III‘s priority to serve veterans and other covered

persons. Local Area III plans to have the same priority of service for individuals with Recovery

Act funds as with regular WIA funds.

F. Youth Services


1. Description of Services and Methods to Provide the Ten Program Elements

Local Area III has a distinctive framework in mind for the Youth Program to include the ten (10)

program elements as listed in the Federal Regulations Section 664.410. Services are provided to

youth 14-21 years of age with a minimum of 70% of the funds being provided to in-school youth

and 30% of the funds being provided to out-of-school youth. The design of the Local Area III

Youth Program is under the guidance of the Local Area III Youth Council. The Youth Council

has mandated that the focus of the youth served in LA III be out-of-school youth and the hardest

to serve. They have also mandated that a minimum of 10% of the WIA Youth program

participants be current or past foster care youth.

The purpose of Workforce Investment Act programs for youth includes:

to provide to eligible youth seeking assistance in achieving academic and employment

success, effective and comprehensive activities, which shall include a variety of options

for improving educational and skill competencies and provide effective connections to

employers

to ensure on-going mentoring opportunities for eligible youth with adults committed to

providing such opportunities

to provide opportunities for training to eligible youth

to provide continued supportive services for eligible youth

to provide incentives for recognition and achievement to eligible youth and to provide

opportunities for eligible youth in activities related to leadership, development, decision

making, citizenship, and community service

to disseminate a list of eligible providers of youth activities providing additional

assistance to local areas that have a high concentration of eligible youth

Eligible youth are defined as:

Age 14 through 21

Low-income

Meets one or more of the following categories:

1. Deficient in basic literacy skills

2. School dropout

3. Homeless, runaway or foster child

4. Pregnant or parenting

5. Offender

6. Requires additional assistance to complete an education program to secure or

hold employment (includes youth with disabilities)

Low-Income is identified according to the following characteristics:


Receives, or is a member of a family that receives, cash payments under a federal, state

or local income-based public assistance program; or

Received an income, or is a member of a family that received a total family income, for

the 6-month period prior to application (exclusive of unemployment compensation, child

support payments, payments described in Item (1), and old-age and survivors insurance

benefits received under section 202 of the Social Security Act (42 U.S.C. 402) that, in

relation to family size, does not exceed the higher of the poverty line, for an equivalent

period; or 70 percent of the lower living standard income level, for an equivalent period

Be a member of a household that receives (or has been determined within the 6-month

period prior to application to be eligible to receive) food stamps pursuant to the Food

Stamp Act of 1977 (7 U.S.C. 2011 et seq.); or

Qualifies as a homeless individual, as defined in subsections (a) and (c) of section 103 of

the Stewart B. McKinney Homeless Assistance Act (42 USC 11302); or

Is a foster child on behalf of whom State or local government payments are made; or

Is an individual with a disability whose income meets the requirements of a program

described in Item (1) or Item (2) above but who is a member of a family whose income

does not meet such requirements.

Out-of-School Youth

In accordance with the WIA, 70% of the youth funds must be used to serve in-school youth and

30% of all youth funds must be used to provide activities to out-of-school youth.

An out-of-school youth is defined as either:

school dropout

received a high school diploma or has a GED, but is basic skills deficient, unemployed or

underemployed

In accordance with Section 664.205(b) “deficient in basic literacy skills” is defined as, ―an

individual who computes or solves problems, reads, writes or speaks English at or below grade

level 8.9. Any assessment instrument used to determine an individual‘s basic literacy skills must

be generally accepted and must provide results in (or can be converted to) a grade/year and

grade/month format.

In accordance with Section 101(25)(B) of the WIA a disabled youth whose family does not

meet the income guidelines may be eligible if the youth‘s own income meets the income

guidelines or meets the income eligibility guidelines for cash payments under any federal, state

or local public assistance.

Local Area III will make the following ten (10) program elements available to youth participants

using a comprehensive service delivery strategy:

Tutoring: Workforce Partnership offers onsite, individual-tailored tutoring assistance for

youth in need of basic skills enhancement. A personal academic portfolio is maintained

on each participant.


Leadership Development: Workforce Partnership will offer a series of leadership

development opportunities on a recurring basis. Examples of leadership topics include

but are not limited to: money management and financial literacy, team building, legal

education, drug and alcohol education, general citizenship and community involvement,

parenting tips, pro-social behaviors, and recreational/social events. Select youth will also

be asked to serve on a Youth Advisory Council that reports to the Youth Council. This

structure will give youth additional, hands-on leadership opportunities, and serve as a

vehicle to solicit direct feedback from youth regarding youth issues.

Mentoring: In addition to in-house mentoring that occurs regularly between Workforce

Partnership case management personnel, Brothers Big Sisters is a primary external source

and partner for the provision of mentoring services.

Guidance and Counseling: Workforce Partnership will partner with Wyandotte Center

for Community Behavioral Healthcare, Johnson County Mental Health, and equivalent

community-based providers to assist with guidance and counseling services, as needed.

Supportive Services: Workforce Partnership offers a full array of supportive services to

ensure consistent and successful participation in all scheduled activities and services, to

support the successful achievement of individual goals and objectives, and to sustain

those successes throughout the post-exit follow-up period. Such services may include but

are not limited to:

Linkages to community services

Assistance with transportation expenses

Assistance with child care and dependent care expenses

Assistance with housing expenses

Referrals to medical services, including substance abuse services

Assistance with uniforms or other appropriate work attire and work-related supplies and/or tools

Work Experience: Work experience assignments are available and will be developed

based on abilities, interests and goals identified through individual counseling, career

assessment, and service strategy development and updating. Placements may be paid or

unpaid, in the public or private sectors. Eligible youth can be placed in a work

experience that will enable him/her to be in a planned, structured learning experience in

an adequate workplace for a limited period of time. An individual attending school may

work six (6) to twenty (20) hours per week to a maximum of 500 hours or six (6) months.

The work experience can be in a paid or unpaid setting and may be in the private for-

profit sector or the public sector. The rate of pay for all youth will be minimum wage, or

the prevailing wage. Youth may also receive a higher wage for work experience as part

of the stand-alone Summer Youth Employment Program. We strive to development

assignments that are substantive and provide meaningful, real-world experiences for

participants.

All in-school youth are able to access this service, pending their grades are at a 2.0 grade

point level or above. If youth has a disability, they are required to have proof from a

counselor or representative from the school as to their progress towards graduation. If

youth are not at the grade level needed, they are enrolled in other elements, i.e. tutoring,


to improve grades prior to participating in Work Experience. All youth are required to

complete pre-employment workshop prior to beginning a new work experience or if

previous work experience was unsuccessful. Work sites are encouraged to hire youth if

applicable.

A Work Site Supervisor‘s manual and Participant Handbook will be available for the

Workforce Partnership Staff to distribute to those involved in a work experience.

Follow-Up:. All youth participants have access to follow-up services for one year after

exiting the program. During follow-up, Workforce Partnership staff will ensure that all

youth exiting from program are on a track toward independence and success. Youth are

able to access supportive services job leads and other services during this follow-up

period. Workforce Partnership staff will attempt to contact participants on a monthly

basis during follow-up. Less frequent contact, for example quarterly, may be reasonable

and appropriate for youth who demonstrate a sufficient level of stability after the initial

quarter after exit of their follow-up period.

Occupational Skills Training:. Youth participants that want to attend post-secondary

education or training will have access to WIA training services. Workforce Partnership

staff will monitor and document attendance for youth in this element. The student must

be designated by the institution as a full-time student in that course of study. If the full-

time designation is not available from the training institution, the duration of the training

will not be less than twelve (12) nor exceed forty (40) class hours per week. Youth will

receive basic or advanced training to acquire skills in high-growth, high-demand

industries targeted by the LWIB. Any WIA-sponsored training activity must result in

the award of a recognized degree or certificate or industry-recognized credential upon

successful completion. Workforce Partnership emphasizes training that can be completed

in one (1) year or less, with the maximum level of financial assistance not to exceed

$4,000 per participant during that year-long training. Exceptions to these time and cost

limits can be made on a case by case basis where a clear and compelling rationale for

doing so exists. Any exceptions granted will allow for no more than one (1) additional

year of training, and $4,000 of additional financial assistance. Any other financial aid that

an individual is able to secure, such as a Pell Grant or other grant, will be a factor in

determining the actual amount of training funds ultimately made available. Any

individual found to be in default on a federal student loan will be denied access to WIA

training funds until such time as her/his default status is remedied, either through

development of an appropriate and approved repayment plan (agreed upon by and with

the other entity or agency in question), or through repayment of the existing debt in full.

Alternative/Secondary Schooling: Workforce Partnership offers onsite, GED preparation,

or preparation leading to the completion of a High School Diploma. A personal academic

portfolio is maintained on each participant. Referral to other local ABE providers or

alternative education programs is also possible if such a strategy better serves the needs

and circumstances of any given individual.


On-The-Job Training: While an OJT is not likely an appropriate activity for most youth

under age 18. An OJT may be used as a service strategy for youth 18 years of age or

older based on the needs identified in the Objective Assessment and the Individual

Service Strategy. A youth 18 through 21 may concurrently participate in youth and adult

activities as appropriate for the individual. Refer to LA III WIA Adult and Dislocated

Worker procedure, OJT Section.

2. Describe the anticipated program design for both younger, in-school and older or out-

of-school youth, including the 22 to 24 year olds who can be served with Recovery Act

funds.

The anticipated program design to serve youth with Recovery Act funds will be to have a

Summer Youth program during the Summer of 2009. Youth from age 14-24 are eligible, but

our focus will be on those youth who are 16-24 years old. As with our year round WIA Youth

program, we plan to heavily target those older out-of-school youth who can benefit the most

from these services. The Summer Youth model in Local Area III has been set up to model

obtaining and keeping a real job in the real world. Components of the Summer Youth program

are:

Meaningful Work Experience/GED/HSED Completion

Career Readiness

Alternative Activity Incentives

A meaningful work experience will be different for each age group. Meaningful also depends on

point of view: For youth and parents, meaningful means interesting work, a quality relationship

with the employer and/or the mentor, money, career development, and at least weekly contact

with the Career Advisor. For employers, meaningful means the provision of a worksite

supervisor that gives the guidance and training necessary to the participants.

Career Readiness will include portfolio development, student chosen mentor, workshops, visits

and tours of businesses and employers. It must be stressed that if a youth is not ready for a work

experience after initial orientation, they will not be sent out. Alternative options will be explored

– option awareness is critical to this process, and we must be sure to start youth where they are

and then build them from there. Along with the aspects listed above, other components of the

Career Readiness Orientation include:

HR 101

Creative baseline career planning (to be described in more detail in a later section)

Compliance courses

o Soft skills

o Workplace skills (such as those provided by the Alchemy SISTEM)

An introduction to the youth‘s Human Resource Specialist (Case Manager).

Courses such as CPR, OSHA, Safe Serve

Relationship building between the youth and HR Specialist. A special note – this HR

Specialist will follow his or her ―team‖ throughout the entire new hire orientation

process.

Parent/child activities to ensure parental involvement

o Surveys


o Career night

o Telephone calls and visits to parents

Assessments such as:

o VIESA Interest Inventory

o Career Scope (16+)

o Informal Interviews

Training and Development Plan (done at juncture between New Hire and Placement)

o Need to build in a discussion of a motivational goal ―If you complete, what are

you passionate about?‖

Celebration

Incentives will be given upon successful completion of Career Readiness Orientation and Work

Experience, or as an alternative to Work Experience. As with all aspects of this program model,

alternative activities must be age specific. These incentives will be group activities for the 16

through 21 year olds, and given out on an individual basis to the 22-24 age group.

Incentives will need to be based on local opportunities in the community, and must be

learning/enrichment activities. For example, experiencing the inner workings of the racetrack in

Kansas.

Incentives might also be short term training opportunities, such as:

Microsoft Office

Computer Boot Camp

I Support Learning

Alchemy

Financial literacy

3. State what percentage of Youth Recovery Act funds will be spent in Summer 2009 and if

additional summer programs will be offered in summer 2010.

Local Area III will only offer a Summer Youth Program in the Summer of 2009. The target date

for expending all funds will be 12/31/2009. This is consistent with the idea of spending the

Youth Recovery Act funds quickly at a time when area youth will need summer employment

opportunities.

4. Describe the type of summer employment opportunities, including work sites, both

private and public sector, developed for summer 2009 youth programs.

The majority of summer employment opportunities will be public sector opportunities with only

a few from the private sector. Examples include:

• Teacher‘s aides with area school districts

• Alternative fuel companies

• Medical field

• CVS Pharmacy – pharmacy tech

• Construction

• Habitat for Humanity


• Boys and Girls Club

• YMCA/YWCA

• Jr. Achievement

5. Describe the LWIB policy and/or procedure for developing a mix of classroom vs.

workplace activities in the summer youth programs.

The majority of summer activities will be for workplace activities and specifically work

experience. For those youth where a work experience is not appropriate, classroom activities

will be available. The determination of services will be made for each individual youth. Those

youth that need services beyond the Summer Youth program will be referred to our year-round

WIA Youth program.

6. Describe your strategies to support youth such as needs-based payments, daycare,

transportation, supportive services, etc.

Local Area III plans to make needs-based payments to youth as a resource to overcome barriers

to completing the Summer Youth program. An example would include providing a needs-based

payment for a youth to have his/her car repaired so he/she could get to the work experience site

and complete that component. The LWIB wants to see as many youth successfully complete

the Summer Youth program, and needs-based payments are key to successful completion.

7. Describe your methodology for determining if a measureable increase in work readiness

has occurred in youth served in summer work experience.

Both the Business Competitiveness Team and the Youth Education and Training Team (Youth

Council) have determined that a Workplace Competency Evaluation at the end of the Work

Experience be used to determine a measureable increase in work readiness. This also models

real world performance evaluations with the idea that if a youth would receive a good reference

from a previous employer, then he/she would be considered work ready. A copy of the

Workplace Competency Evaluation can be found attached to this plan.

8. Identification of Youth Services Providers, Including Corrective Action

Identification of One-Stop Operator

On January 22, 2008 LWIB and CEOB, on a recommendation from the Youth Council, jointly

selected Kaiser Group, Inc. to serve as the Youth Program Provider for the entire service

delivery system in Local Area III, effective July 1, 2008. Due to financial constraints, the

previous Youth Program Provider was not able to continue through the contracted timeline.

Kaiser Group effectively took over as Youth Program Provider April, 28, 2008. Kaiser Group

was selected as the result of a competitive process stemming from the issuance of a Request for

Proposals (RFP) on October 17, 2007. Kaiser Group was selected from three entities that

submitted proposals in response to the RFP.

Local Area III identified providers of youth services through a competitive Request for Proposal

(RFP) process. LA III issues an RFP for a single entity to serve as the operator of the Youth

Program throughout the entire local area. Contents of the RFP and the process for issuing the

RFP were approved by the Youth Council and the LWIB prior to RFP publication. Proposals

submitted in response to an RFP for Youth Services are evaluated by a review team which


includes Youth Council members. Recommendations were submitted to the entire Youth

Council, which makes a final recommendation to the full Board. The RFP process was

conducted in accordance with LA III‘s RFP procedures, posted on the Workforce Partnership

web site.

The performance of providers of youth services is monitored by the Youth Council and the

LWIB. Youth Services providers are monitored as part of the LA III monitoring schedule. In

the event that an issue arises requiring corrective action—whether resulting from federal, local or

state monitoring or review of performance reports—the Youth Program Operator is required to

submit a corrective action plan. The LWIB reviews the corrective action plan and monitors the

Operator‘s compliance with the plan.

9. Local Definition of “Faces Serious Barrier to Employment”

Local Area III will comply with Federal Regulation, Section 664.220 that allows for five (5)

percent of youth to be served that do not meet the income criterion. They must fall within one

(1) or more of the following categories:

Individuals who are school dropouts

Individuals who are basic skills deficient

Individuals with educational attainment that is one (1) or more grade levels below the

grade level appropriate for the individual‘s age

Individuals who are pregnant or parenting

Individuals who possess one or more disabilities (including learning disabilities)

Individuals who are homeless or runaway youth

Individuals who are offenders

Faces a serious barrier to employment as defined by the local Board

The Local Area III Workforce Investment Board has identified the following categories as facing

a serious barrier to employment:

A resident of the Kansas portion of the BI-State Enterprise Zone

An individual attending an alternative school

An individual who has a poor work history or has been fired from a job in the past six

months

An individual receiving treatment for drug or alcohol dependency

An individual with a disability that is a serious barrier to employment

The Youth Council will review this list on a regular basis and make additional recommendations

to the Local Area III Workforce Investment Board regarding other serious barriers to

employment.

Eligibility for free school lunches is not a substitute for income eligibility under the Act. For this

reason Local Area III may not use eligibility for free lunches under the National School Lunch

Program as an additional barrier for the five (5) percent of those youth who do not meet income

criteria.


4. Local Definition of Sixth Eligibility Criterion

In accordance with the Section 101 (13)(C)(vi) of the Act, the definition of the sixth youth

eligibility criterion is ―low income youth who require additional assistance to complete an

educational program, or to secure and hold employment.‖ The state has directed in the state

Two-Year Plan that Local Areas will define the components of this criterion.

Local Area III defines an individual who requires additional assistance to complete an

educational program as one who meets one or more of the following:

IEP

has previously dropped out of an educational program

has grades that are below average

lacks sufficient credit to graduate from a secondary school program as compared to

others

has poor attendance patterns in an educational program during the preceding 12 calendar

months

is one or more grade levels below the grade level appropriate for the individual‘s age

is currently attending or has attended an alternative school

has a disability that is a significant barrier to employment

attends a school that has been identified by a local school district as a school with a

higher than average drop-out rate

has limited spoken English skills or English is a second language

Local Area III defines an individual who requires additional assistance to secure and hold

employment as one who meets one or more of the following:

has no vocational/employment goal

has a poor work history (to include no work history)

has been fired from a job in the last six (6) calendar months

has no occupational skills

has limited spoke English skill or English is a second language

G. Wagner-Peyser Services

1. Coordination of Labor Exchange Services

Workforce Partnership staff who are state merit employees will provide all labor exchange

services under Wagner-Peyser. All services provided will be recorded and tracked through

Kansas Job Link (KJL) and Kansas Service Link (KSL). Memoranda of Understanding are in

place with the One-Stop partners that will provide a road map for the delivery of labor exchange

services through the One-Stop system, and will serve to avoid duplication among agencies.

Staffing, Shared Expenses, and Technology Details Handled by One-Stop Center

All staffing requirements, shared expenses and technology requirements for the provision of

labor exchange services are covered in the memorandums of understanding (MOU) entered into


between the LWIB, the One-Stop Operator and the One-Stop Partners. These MOU‘s ensure

that all partners and funding streams that are part of the One-Stop system will share staff and

expenses in the delivery of Wagner-Peyser services to both employers and job seekers.

Measures Used to Assure Services Will Not be Duplicated

All One-Stop partners are required to use either Kansas Job Link/Kansas Service Link

(KJL/KSL) or the state workforce development system when available to enter all core, intensive

and training services delivered to job seekers and employers. Workforce Center staff will review

the service delivery records for job seekers and employers before providing any labor exchange

services to prevent duplication of services. In addition, each signatory in the MOU process will

certify that all efforts will be made to prevent duplication of services to customers through the

implementation of a continuous improvement process.

2. Description of Labor Exchange Services

Applications are accepted from any applicant who is qualified to work. Occupationally

significant information necessary to determine the customer‘s qualifications for employment is

obtained from the customer. Workforce Center staff review, analyze and complete the

information provided by the customer to ensure that all qualifications for employment are

documented to determine any need the customer may have for employment counseling or

selective placement. Customers are also presented with additional information that will increase

the opportunity for placement. Workforce Center staff evaluates the occupationally significant

facts about the customer and classify the customer by assigning the proper code according to the

Dictionary of Occupational Titles or O-Net information. Job orders are posted by, and received

from employers, and categorized by occupational skill needs using the same information. The

match between customers and employers is affected by the entry of the data into the

computerized system. An automated search can be initiated for the customer seeking

employment or the employer seeking workers. If there are no suitable job openings available,

Workforce Center staff may attempt to develop a job opening for a specific customer by

contacting employers.

3. Description of Employer Services

Labor exchange services provided to employers through the One-Stop system will include the

following:

Applicant screening

Customized screening of applicants

Applicant testing

Applicant referral

Referral to other agencies providing employer services

Access to direct entry of openings through the Kansas Job Bank and America‘s Job Bank

Access to job seeker resumes for employment opportunities

Access to customized training programs and On-the-Job training programs

Rapid Response to plant or business closures and significant layoffs

Employers can create and manage job orders, search job seeker resumes, and access useful

occupational and labor market information. Services available to employers include:


Automatic receipt of job seeker resumes via e-mail that match employer job order

qualifications.

Search for job seeker resumes:

o Employers may utilize the Quick Search feature on the KJL home page to preview

active job seeker resumes by geographic location and keywords prior to log-in to their

self-service account.

o Search all resumes: employers may set criteria to search job seeker resumes utilizing

geographic location, years of experience required, required education, type of

employment, preferred shift, exclude candidates desiring temporary work, and travel

required. Employers may save these criteria and create a profile for subsequent

resume searches.

o Search by type of job: employers may search job seeker resumes utilizing

keyword(s) that identify the job classification related to the job order.

o Save resume search profiles: employers may search job seeker resumes based on the

profile created and saved from an earlier search of all resumes.

Employers my choose one of three methods to display job orders. These options are available on

each order:

An ―all information‖ job order allows job seekers to view all employer contact information.

A ―blind ad‖ job order hides all employer contact information except the employer‘s e-mail

address. Employer must have an e-mail address to use the display method.

A ―search only‖ job order is not viewable by job seekers. However, employers are allowed

to search job seeker resumes and view skill comparisons.

4. Outreach Efforts to Recipients of Kansas Industrial Training (KIT) Grants

The Kansas Dept. of Commerce‘s Area III Regional Director briefs each company that receives a

training grant –whether through the Kansas Industrial Training Program (KIT), Kansas Industrial

Retraining Program (KIR) or Investments in Major Projects and Comprehensive Training

Program (IMPACT) -- on Wagner Peyser services. After the initial briefing, the company is

assigned to one of the Workforce Partnership‘s Business Service Team members for follow-up

and assistance on utilizing the Wagner Peyser services to identify qualified job candidates.

5. Dissemination of Information about Work Opportunity Tax Credit, Federal Bonding

Program, and Registered Apprenticeship

The WOTC is a program designed to provide tax relief to employers who hire full-time, part-

time or temporary employees from specifically targeted groups that have employment barriers.

Currently the Workforce Partnership disseminates information about the availability of the Work

Opportunity Tax Credit (WOTC) by the following means:

Business Service Representatives (BSR) share the information as they have interaction

with local business and provide outreach

Written WOTC materials/brochures are provided in all Workforce Centers

All staff are trained to share this information directly with job seekers that may qualify


Information is shared with employers during job development and employer contact

transactions

Information is shared at Workshops for employers where tax credits/incentives are

explained

Conditional certifications are processed by Wagner-Peyser staff in accordance with Department

of Commerce policies/procedures. This involves a screening process to determine if individuals

are qualified and for which designated category. The appropriate paperwork is completed within

the required time frame.

All full service One-Stop Workforce Centers in Local Area III can assist individuals and

business with filing for and processing documentation for the Work Opportunity Tax Credit

(WOTC) program.

Federal Bonding Program (FBP)

Fidelity bonding is a form of insurance used to indemnify employers for loss of money or

property sustained through the dishonest acts of their employees. One-Stop Workforce Center

staff certifies for eligibility those individuals that are not eligible for commercial bonding.

Business Service Representatives share this information as they have interaction with local

business.

Registered Apprenticeship

Registered Apprenticeships offer formalized training opportunities for specific high-demand,

high-skill occupations. Apprenticeships combine on-the-job training and supportive technical

instruction to incumbents engaged in productive work. An experienced ―journey worker‖ is

responsible for overseeing and/or directly providing the on-the-job training and related

instruction for the incumbent.

Information specific to each of these programs is available at each Workforce Center via an

internet-enabled workstation, or in hard copy format, in the form of informational fact sheets

and/or program brochures. Workforce Center staff, including Business Service Representatives,

share such information on these programs with employers as part of business outreach efforts.

Included in these efforts will be contacts with recipients of Kansas Industrial Training (KIT)

awards. Such contacts will be made by phone or by mail immediately after Area III receives

notice that awards are made. In addition, Area III will work with the Department of Commerce

to identify ways to improve notification of and outreach to recipients of Commerce incentives,

including KIT.

6. Priority Job Seeker Services for Veterans

All Workforce Centers in the LA III through the use of Local Veterans Employment

Representatives (LVER), Disabled Veterans Outreach Program (DVOP) staff and other staff

provide maximum employment and training opportunities to veterans and eligible persons with

priority given to disabled veterans and veterans of the Vietnam Era by giving them preference

over non-veterans in the provision of employment and training services. Veteran‘s preference is

provided by conducting a search for eligible qualified veterans prior to releasing any job orders

to the general public. This search is conducted by matching the requirements of each job order


to the qualifications listed for each Veteran through the use of a computerized matching system.

Veteran status is captured at intake in the Kansas Job Link system.

Priority for services and job referrals for veterans will be provided and applied within the context

of existing priority of service policies. A covered veteran will receive first priority for services

and job referrals in advance of all others (non-veterans). Covered veterans are described in

section I.D.8 of this plan.

7. Case Management Services for Veterans

Veterans and other eligible individuals seeking services through the Local Area III One-Stop

system will receive intake, assessment, registration and follow-up services on a priority basis

with special preference being given to special disabled veterans, disabled veterans, campaign

badge veterans and veterans of the Vietnam Era. In each full service center, Local Veterans

Employment Representatives (LVER) and Disabled Veterans Outreach Program (DVOP) staff,

who has received specialized training in providing case management to veterans, are available to

provide these services to veterans. If LVER and DVOP staff is not available to provide the

aforementioned services to veterans, these services will be provided by other staff members on a

priority basis. Veterans and other eligible will be strongly encouraged to register for labor

exchange services during their first visit. Once intake and registration have occurred, LVER and

DVOP staff will perform an assessment of the veteran's needs and initiate case management

services if necessary. Each month, LVER and DVOP perform follow-up activities, contacting

veterans and other eligible actively seeking service to determine their current

LVER and DVOP staff have received training in the delivery of core, intensive and training

services under WIA, and are capable of delivering services under the Adult program the

Dislocated Worker program as well as the full range of services under VETS and Wagner-

Peyser. Each veteran will be tied to a single case manager during their receipt of services.

Those who have not obtained employment through initial services are actively encouraged to

return for additional services.

8. Linkages with Other Veterans Services

LVER and DVOP staff contacts Veterans' Service Organizations (VSO) on a reoccurring basis as

part of their outreach programs. Information concerning veteran's programs and initiatives is

shared routinely between Veterans‘ Service Organizations such as American Legion, Disabled

American Veterans, Veterans of Foreign Wars and LVER/ DVOP staff. DVOP staff provides

outreach services at the Veterans' Administration Hospital in Leavenworth each week,

conducting job search and job development activities and making referrals to local service

organizations.

9. Specialized Services for Special Populations

All LA III Workforce Centers are ADA compliant and fully accessible to individuals who may

face physical challenges or impairments. Workforce Development Representatives make every

effort to provide additional support and resources to disabled job seekers to ensure a positive

experience. Assistive technologies are available in the local Workforce Centers to facilitate

productive job seeking activities.


LA III ensures Equal Opportunity access to all labor exchange services and treats every system

consumer with respect, and in a fair and equal fashion. LA III conducts community outreach

initiatives and collaborates with local community action agencies and other community

organizations that assist low-income individuals and/or specific populations with employment

and training activities.

LA III conducts ongoing community outreach and collaborates with local school districts and

other youth-oriented community organizations to encourage utilization of labor exchanges

services and heightened involvement in the One-Stop Workforce Center system.

LA III has contracted with the Older Kansans Employment Program (OKEP) to provide

specialized services for job seekers age fifty-five (55) and over. An OKEP Representative holds

weekly support groups and job seeker meetings in each county that comprises LA III.

Participants are provided job leads, peer support, and post-placement follow-up.

LA III assists ex-offenders in seeking and securing employment utilizing appropriate universal

labor exchange services, and by accessing specialized incentives such as the Federal Bonding

Program (FDP), and the Work Opportunity Tax Credit (WOTC). LA III has a staff position

dedicated to providing services to ex-offenders.

10. Services for Agricultural Community

Outreach

All of LA III‘s efforts to reach or obtain information about Migrant and Seasonal Farm Workers

(MSFW) will be accomplished through contact with agencies or community-based organizations

known to farm workers in this area and those local agencies that specialize in services to

MSFW‘s. Local Area III will work closely with SER Corporation to fulfill the requirements of

the memorandum of understanding between Workforce Partnerhsip and SER in identifying and

providing services to MSFW‘s.

Assessment

MSFW‘s have access to the same assessment tools available to all One-Stop system customers,

including personal interviews and assessment tools (both computer-based and pencil/paper).

Local Area III will assess all applicants for previous agricultural employment during the past two

years during intake. In addition to being offered the full range of employment services available

through the One-Stop Career Center, applicants responding positively to this assessment will

receive referrals to local MSFW service providers for specialized services. Local Area III will

cooperate with SER Corporation to insure that MSFW‘s receive the full range of services

provided by Local Area III, SER and all One-Stop system partners.

Other Services

MSFW's have access to the same services available to all One-Stop system customers including

all core and intensive services. Local Area III will coordinate the delivery of MSFW services

with all One-Stop partners to insure all MSFW‘s receive access to available services and to

prevent duplication in delivery of services.

Agricultural Employer Services


Agricultural employers are provided the full array of employer resources and services available

through the One-Stop system, to include job postings and labor exchange information and

services.

Labor exchange services provided to agricultural employers through the One-Stop system will

include the following:

Job development

Applicant screening

Customized screening of applicants

Applicant testing

Applicant referral

Referral to other agencies providing employer services

Access to direct entry of openings through the Kansas Job Bank and America‘s Job Bank

Access to job seeker resumes for employment opportunities

Access to customized training programs and On-the-Job training programs

Rapid Response to plant or business closures and significant layoffs

Agricultural employers can create and manage job orders, search job seeker resumes, and access

useful occupational and labor market information. Job order services available include:

Automatic receipt of job seeker resumes via e-mail that match employer job order

qualifications.

Search for job seeker resumes:

o Employers may utilize the Quick Search feature on the KJL home page to preview

active job seeker resumes by geographic location and keywords prior to log-in to their

self-service account.

o Search all resumes: employers may set criteria to search job seeker resumes utilizing

geographic location, years of experience required, required education, type of

employment, preferred shift, exclude candidates desiring temporary work, and travel

required. Employers may save these criteria and create a profile for subsequent

resume searches.

o Search by type of job: employers may search job seeker resumes utilizing

keyword(s) that identify the job classification related to the job order.

o Save resume search profiles: employers may search job seeker resumes based on the

profile created and saved from an earlier search of all resumes.

Agricultural employers may choose one of three methods to display job orders. These options

are available on each order:

An ―all information‖ job order allows job seekers to view all employer contact

information.

A ―blind ad‖ job order hides all employer contact information except the employer‘s e-

mail address. Employer must have an e-mail address to use the display method.

A ―search only‖ job order is not viewable by job seekers. However, employers are

allowed to search job seeker resumes and view skill comparisons.


H. Performance Measures and Standards

1. Process for Developing Goals for Local Providers

The LWIB monitors the performance of its staff performing administrative entity and fiscal

entity functions. The Executive Committee supervises the Executive Director, and includes in

his performance expectations measures regarding oversight and supervision of LWIB staff.

Additionally, the LWIB‘s strategic priorities (see I.B., Vision and Goals) include outcomes

related to administration of the workforce system, including measures regarding production of

workforce information, communication, development of performance measures, and increased

engagement of key stakeholders.

The LWIB has incorporated performance incentives into its contract with the One Stop

Operator/Adult and Dislocated Worker/Youth provider. For the contract, performance is

measures related to achievement of Common Measures. Because of the extensive time lag

between when services are provided and when they appear on performance reports, the LWIB is

currently working with the provider on developing mechanisms to track ―predictor‖ measures

that can serve as proxies for the common measures. For both contracts, incentives can be earned

for exceeding levels that correspond to the negotiated performance levels for the Common

Measures.

The contract also has additional measures that can result in an additional performance incentive

for the contractor. For the One-Stop Operator and Adult/Dislocated Worker/Youth provider, the

contract includes an incentive for achieving chartering standards for all three Workforce Centers,

and for increasing the level of business services, as measured by employed worker contracts,

recruiting events, and job postings. Additional incentives for increasing the number of youth

served, as well as exceeding the 30 percent out-of-school expenditure requirement.

The LWIB also monitors contractor and system performance through teams organized around

each of its strategic priorities, and through the use of a Scorecard System. The System

Alignment team monitors the degree to which the workforce development system—including the

One-Stop delivery system—works together as a system, and includes all key providers. The

Business Competitiveness team monitors the ability of the system to meet employers‘ needs.

This oversight includes monitoring the performance of the training providers and the One-Stop

system‘s business services. The Youth Council, serving as the Youth Education and Training

Team, monitors the performance of WIA Youth Program services. The System Leadership

Team monitors outreach activities and public/business awareness of the workforce development

system.

The Scorecard contains Regional Economic Measures, Workforce Quality Measures, System

Development Measures and Board Leadership Measures. All the measures on the Scorecard are

tied to one of the strategic goals set by the LWIB. Each measure has a specific target set by one

of the teams of the LWIB, and progress is monitored at each LWIB meeting. A copy of the

current scorecard is included as part of the Integration plan attachment.


The LWIB has also developed a Scorecard and specific measures specifically designed to track

ARRA spending and performance. The LWIB is requiring the One-Stop operator to track

ARRA funds separate from other funding streams. Expenditures rates and the performance

measures will be monitored very closely by the LWIB and LWIB staff. A copy of the ARRA

Scorecard is attached to this plan.

2. Process to Negotiate Local Levels of Performance

LA III has negotiated levels of performance for PY 2008. Those negotiations were conducted

between Department of Commerce representatives and LA III LWIB Staff. The negotiated

levels of performance can be found in Attachment C.

Should economic conditions or program services change, the LA III levels of performance can

be renegotiated at any time.

3. Transition to Common Measures

Consistent with the Kansas Common Measures Waiver plan, LA III will only be held

accountable for the following WIA measures:

Adult Program measures

Adult entered employment rate

Adult employment retention rate

Adult average earnings

Dislocated Worker Program measures

Dislocated worker entered employment rate

Dislocated worker employment retention rate

Dislocated worker average earnings

Youth Program measures

Youth Placement in Employment/Education

Youth Attainment of a degree or certificate

Youth Literacy and Numeracy Gains

The nine measure listed above are different from the previous seventeen (17) WIA statutory

measures, but the Adult and Dislocated Worker Program measures are very similar to the

previous measures. The main goal for each program continues to be employment. Adults and

Dislocated Workers will continue to receive services until individuals have obtained positions

that will likely last for at least one year. One year of continuous employment will lead to

successful outcomes for the entered employment rates, employment retention rates, and the

average earnings.

The main differences from the previous seventeen (17) WIA statutory measures can be seen in

the Youth Program. There is no longer a distinction between older and younger youth. All

youth in the Youth program will have the same program goals. The main goal for all youth is

placement in either employment or education. For those youth that seek education, an additional

goal is attainment of a degree or certificate.


The only distinction for the Youth Program will be for in-school youth and out-of-school youth.

Those out-of-school youth who are basic skills deficient will be measured for their literacy and

numeracy gains. LA III LWIB requires that the youth provider have staff that is certified to

administer the full diagnostic Comprehensive Adult Student Assessment System (CASAS)

exam. This will allow the youth provider to measure and report literacy and numeracy gains for

those out-of-school youth.

WIA requires that follow-up services be made available for a minimum of one year after exit

from any program. LA III LWIB requires that Workforce Partnership staff maintain contact with

WIA participants for a minimum of one year after exit from any program. This contact will

allow Workforce Partnership staff to work with individuals that may have lost their employment

during the follow-up period. LA III LWIB requires that Workforce Partnership staff give a high

priority for employment services to any participant that may have lost their employment during

the follow-up period.

SECTION II – OPERATIONAL POLICIES AND PROCEDURES

A. Training Activities and Supportive Services

1. Local Board Policies and Procedures for Training Activities and Supportive Services

LA III recognizes that not every individual who comes to the One-Stop Center will be able to

resolve their employment needs through Core or Intensive Services alone. Thus, LA III will also

provide access to Training Services and Supportive Services for eligible employed and

unemployed adults, dislocated workers and youth with both WIA funds and ARRA funds.

Adults and dislocated workers who receive services funded under Title I, other than self-service

or informational services, will have an eligibility determination made, and will be registered as a

―participant‖ in the Kansas Service Link (KSL) database. LA III has determined that funds are

limited. LA III will therefore assign priority for services to low-income individuals, veterans,

and individuals age 55 and over. The priority of services policy can be found in section I.D.8 of

this plan.

Training Services

Training services are available to eligible, registered adults, dislocated workers and youth who

are unemployed, or who are employed and having difficulty maintaining employment that

provides for economic self-sufficiency. Workforce Partnership Representatives must provide

documentation of core and intensive services prior to requesting a participant‘s consideration for

training services.

Consideration for training services requires that the following conditions be satisfied and

documented as appropriate in the participant‘s case file:

One or more core services were provided, and the individual subsequently met the

eligibility requirements for registration and transition into intensive services.

One or more intensive services were provided, one of which must have been the

cooperative development of an individual employment plan (IEP).


A Workforce Center Representative has completed an IEP containing a comprehensive

assessment and evaluation of the customer‘s current reading/math levels, occupational

skills and aptitudes, obstacles to employment, and need for supportive services.

The IEP identifies the necessity for training services, and contains an itemization of the

impediments or barriers that are preventing the individual from obtaining or retain

employment.

Individual is unable to obtain grant assistance from other sources to pay cost of such

training, including Federal Pell Grants, or requires WIA assistance in addition to other

sources of grant assistance. If an individual qualifies for Pell, generally the Pell Grant

amount will be applied first.

Meets one or more of the criteria enumerated in the priority for services section.

Has the skills and qualifications to successfully complete the selected training program.

Selects a program of training that is directly linked to the employment opportunities

either in the local area or in another area to which the individual is willing to relocate.

When a specific training program is selected, the Workforce Partnership Representatives must

confirm that it complies with LA III time and/or cost limitations. LA III will coordinate the

training costs with funds available under other Federal programs. ARRA funds will be used first

for training services. LA III plans to spend 75% of ARRA funds on direct training services for

eligible WIA participants. Training services may be provided to an individual who otherwise

meets the requirements while an application for a Federal Pell Grant is pending. However, if the

individual is awarded a Federal Pell Grant or any other type of financial assistance, this must be

factored into the WIA allocation for that individual.

LA III will maximize consumer choice by providing participants with full access to the State list

of eligible training providers. The State list will include provider-specific course and program

descriptions, as well as relevant performance data and job placement statistics. Training

Activities available in LA III include:

Occupational skills training (including non-traditional employment training)

On-the-job training

Entrepreneurial training

Skill upgrading and retraining

Job readiness training

Adult education and literacy activities combined with other training

Customized training designed to meet the special requirements of an employer and is

conducted with a commitment by an employer to employ the individual upon successful

completion of the training

Programs that combine work place training and cooperative education

Private sector training programs

Registered apprenticeship training

Targeted Occupations

The Local Workforce Investment Board (LWIB) of Area III has defined the Target Industries,

Preferred Occupations and Select Occupations for PY 2008.



percentage of Local Area III‘s total employment and by reviewing the projected employment in

each industry through the year 2014.

For the percentage of total employment, the most recent Quarterly Employment and Wages

Report (Oct – Dec 2007) was used. Local Area III‘s target industries currently account for

36.05% of the total employment for the area.

For the projected employment, the 2004 – 2014 Projections by Industry Sector – Kansas City

Report was used. Both the absolute change and the percentage change was used to determine

those industries projected to have high growth rate through 2014. The target industries are

projected to have an additional 18,710 new jobs in the Kansas City area by 2014.

A copy of the Target Industries, Preferred Occupations and Select Occupations can be found

here: LA III Target Industries

Training Services Equal Opportunity and Nondiscrimination

In sponsoring training services, LA III will ensure equal opportunity and equal access for all

eligible individuals, and will make every effort to ensure nondiscrimination toward those with a

disability and for whom reasonable accommodations can be made, as required by law.

Participant Training Supplies and Services

Only training supplies and services that can be purchased through the training provider should be

included on the participant‘s voucher.

In accordance with existing LA III Fiscal Policies and Procedures, a participant may be allowed

to purchase supplies and services from somewhere other than the training provider if such

supplies or services are unavailable from that provider. The prescribed procurement process for

such instances is described in the Fiscal Procedures of this manual.

NOTE: LA III program will not be liable for participant supplies that are purchased prior to

registration into the WIA program, or before having been deemed eligible and suitable for

training services.

Prerequisite Course Work

Financing of coursework that is strictly ―prerequisite‖ and that does not count directly towards

the actual certificate or degree requirements of an individual‘s approved training program is

generally prohibited.

Repeat Coursework

The participant is responsible for payment of all repeated classes, regardless of the

circumstances.

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Combination/Sequential Training

When multiple needs are determined, the Workforce Center representative may enroll the

participant in more than one training activity. Such multiple activities may run concurrently or

in sequential fashion. Other considerations such as financial resources, personal motivation,

family responsibilities, training schedules and the availability of funds also play a major role in

the type and number of program activities and the length of training.

Skill Upgrading and Retraining

Skill upgrade and retraining is defined as short term training for Dislocated Workers to obtain

skills to enable to reenter the workforce as soon as possible.

Entrepreneurial Training

Entrepreneurial training affords an individual the opportunity to pursue and start up his/her own

business. However, due to the high degree of challenge, these training programs are not given a

high priority. Top priority will be given to those occupations that are in high demand in the local

area in accordance with Kansas Occupational Outlook 2012.

Job Readiness Training

A Workforce Center Representative will determine if a participant is in need of job readiness

training during the initial assessment and IEP development processes. Based on individual

needs, job readiness training may be purchased using an ITA, or through a contract with private

or public providers. Job readiness services may include:

Basic Skill Workshops

Employment Counseling

Life Skills Training

Organized Support Groups

Substance Abuse Assessment and Treatment

Adult Education and Literacy Enhancement Activities

Basic Remedial or Developmental Education includes educational services for those in need of

additional educational assistance to improve their general competencies and develop their

readiness for skill training or work. Basic remedial education includes preparation for a high

school equivalency certificate or basic literacy skill (reading/writing) and bilingual education or

English as a second language (ESL). Basic developmental education includes non-credit courses

required to prepare people for vocational or technical training such as pre-requisite courses. In

accordance with the Act, ABE will not be offered via WIA funding as a stand-alone activity. It

must be offered in conjunction with other training services.

Registered Apprenticeship Training

In LA III, apprenticeship occupations traditionally include the building and construction trades

such as carpentry, plumbing and electrical work. The manufacturing trades include tool and die

makers, machinist and boilermakers. The service trades include cooks, auto mechanics and auto

body repairers.


Current announcements of the various available apprenticeship programs are on file in the One-

Stop Career Centers. The Workforce Center staff will refer interested individuals to the local

Apprenticeship Information Coordinator.

LA III receives regular visits from the Federal Apprenticeship Coordinator who provides

information and program enhancements or changes. The State Coordinator also provides

updates to LA III.

As guided by the ARRA, Local Area III plans to develop stronger relationships with

Apprenticeship programs and develop Pre-Apprenticeship programs where appropriate.

Individual Training Account Limitations

Section I.D.10 of this plan outlines Individual Training Account (ITA) limitation for

expenditures and time.

Training Progress

Workforce Partnership Representatives must continually monitor participants‘ grades to ensure

they are performing at a satisfactory level (i.e., grades of C or above for those attending

institutions that utilize traditional 4.0 point, A, B, C, D and F, grading scales; or other acceptable

performance benchmarks as defined by the provider or program in question).

If a participant receives a ―D‖ or ―F‖ in any class, continued participation in the training program

must be reassessed by the Workforce Center Representative. A participant may be placed on

placed on ―probationary‖ status in such instances. A participant is allowed only one

probationary period. If the participant fails to achieve satisfactory progress by the end of the

probationary term, the training component may have to be terminated, barring extenuating

circumstances that could explain what caused the participant‘s unsatisfactory progress.

Modification of Individual Training Accounts

The participant must obtain the costs for tuition and fees, required books and supplies, and any

related costs, before enrolling into a training activity or program. If after inception of a training

program the duration or costs of the program change, an ITA Modification may be necessary and

appropriate. Any proposed ITA Modification must not exceed applicable time or cost

limitations. ITA Modification will be reviewed on a case-by-case basis.

Termination of Individual Training Accounts

An Individual Training Account may terminate when the participant completes training, after

voluntary withdrawal from participation, or due to unsatisfactory progress.

Exceptions to Individual Training Accounts

There are three exceptions in which a mechanism other than an ITA may be used to finance

training services. Contracts for services can be used only under the following circumstances:

When the services provided are on-the-job training (OJT) or customized training

When the LWIB determines that there are an insufficient number of eligible training

providers in the area to accomplish the purpose of the ITA system.


When the LWIB determines that there is a local program of demonstrated effectiveness

offered by a local faith-based or other community organization, serving a low-income

target population facing one or more of the following barriers to employment:

o Individuals with substantial language or cultural barriers

o Offenders

o Homeless individuals

o Other hard-to-serve populations as defined by the Governor

Determining Financial Need and Coordinating Other Financial Aid with Individual

Training Account Vouchers

A preliminary determination of eligibility for a Federal Pell Grant should be made before a WIA

participant enrolls in a particular school or training program. All available sources of funds

(excluding loans) should be considered in determining an individual's overall need for WIA

funds. The WIA Representative should work with the participant to calculate the total amount of

funding available from all sources and the total amount of training and supportive services costs

necessary for the participant to cover the student's education expenses for the total period of

enrollment.

WIA Section 134(d)(4)(B)(ii) permits a participant to enroll in training paid by WIA funds while

a Federal Pell Grant application is pending. Withholding a Federal Pell Grant from a student

because WIA has already paid the training expense is prohibited by the U.S. Department of

Education. However, the training provider must reimburse the LA III if both funding sources

eventually pay (or paid) the same costs for the participant.

Coordinating and sequencing WIA funds with other available funds will be determined on a

case-by-case basis. LA III requires that Federal Pell Grants and other grant funds or loans be

used for tuition, fees, and books, or supportive service costs, before WIA funds are used. In all

cases, LA III will observe the WIA prohibition on duplicating payments made with WIA funds

versus other sources of financial assistance.

The Free Application for Student Financial Aid (FAFSA) is available at all one-stop centers.

The Federal Pell Grant program uses the following figures to calculate eligibility and the amount

of assistance:

Student Report of Expected Family Contribution (EFC) on the FAFSA. This is the amount the

student and family are expected to contribute to the student's education. This is based on

dependency status, family size, income, assets, expenses, and the number of family members

enrolled in undergraduate, post-secondary education or training.

Cost of Attendance (COA) is an estimate of a student's education expenses for the total period of

enrollment. These expenses include such things as:

Tuition and fees;

Books and supplies;

Room and board;

Personal expenses (such as clothing, laundry, and recreation);

http://www.fafsa.ed.gov/


Transportation; and

Miscellaneous expenses (such as childcare and special costs for students who are

disabled).

For WIA purposes, a student's unmet financial need is equal to the Cost of Attendance, minus

Expected Family Contribution, minus Federal Pell Grant eligibility, minus financial aid from

other sources. The total amount of financial assistance a student may receive must not exceed the

unmet financial need.

The calculation is as follows:

Cost of Attendance

(-) minus expected Family Contribution

(-) minus Federal Pell Grant eligibility

(-) minus Financial aid from other sources

Unmet Financial Need

Training Provider Certification Process

Overview

The Workforce Investment Act (WIA) emphasizes informed customer choice, system

performance, and continuous improvement. The LWIB, in partnership with the Kansas

Department of Commerce (―Commerce‖), identifies training providers whose performance

qualifies them to receive WIA funds to train adults and dislocated workers. WIA section 122

requires the Governor to establish a policy for determining eligible training providers.

Identification of Eligible Training Providers (ETP)

Eligible providers of programs of training services are defined as:

Post-secondary educational institutions that are eligible to receive Federal funds under

title IV of the Higher Education Act (HEA) of 1965 (20 U.S.C. 1070 et seq.); and provide

a program that leads to an associate degree, baccalaureate degree, or certificate;

Entities that carry out programs under the National Apprenticeship Act; and

Other public or private providers, including faith-based providers, of a program of

training services.

A program of training services is defined as:

One or more courses or classes that, upon successful completion, lead to a certificate, an

associate degree, baccalaureate degree, or a competency or skill recognized by

employers; or

A training regimen that provides individuals with additional skills or competencies

generally recognized by employers.

A program of training services must be directly linked to occupations in demand in the local

area, or in another area to which a participant is willing to relocate. If a program of training

services is not directly linked to an occupation in demand, the LWIB may choose to approve


training services for occupations in sectors of the economy that have a high potential for

sustained demand or growth in the local area.

Exceptions to the Kansas Training Provider Certification System

On-the Job Training and Customized Training Providers

Providers of on-the-job training (OJT) and customized training are not subject to the Kansas

Training Provider Certification System. In order to provide information to customers, the local

area One-Stop operator shall accomplish the following:

Identify eligible providers of OJT and customized training;

Disseminate OJT information through the One-Stop service delivery system.

Application Process

Satellite training programs must apply and provide performance data for their distinctive

programs. Data may not be combined with, or application made as part of, the primary program

for which they serve as a satellite.

For HEA and/or National Apprenticeship Act eligible training providers the LWIB will review

applications received, assure that the providers meet the requirements of WIA, and will forward

approved programs to COMMERCE for inclusion on the Eligible Provider List.

Other public or private providers of a program of training services must provide the following

information to the LWIB:

Name, mailing address, and physical address of the training facility;

Name of the program(s) of training services submitted for possible WIA funding;

Brief description of each program of training services;

Total hours of instruction associated with each program of training services;

Cost of each program of training services (including tuition, fees, books, and any required

tools, uniforms, equipment or supplies);

Information on whether students in the program(s) are eligible for Title IV of the Higher

Education Act funding (e.g., Pell Grant);

Any additional information required by the LWIB; and

Verifiable performance information, or appropriate portion of performance information,

for each program of training services as follows:

Program completion rates for all individuals participating in the program(s);

Percentage of all individuals participating in the program(s) who obtained unsubsidized

employment; and

Wages when placed in employment for all individuals participating in the program(s).

NOTE: If the required performance information is not available or not verifiable the LWIB may

request a provider submit an electronic record consisting of training participant names, social

security numbers and dates of training. This will be matched against the Unemployment

Insurance (UI) Wage Records to secure performance information.


Assurances of Non-Discrimination

All eligible training providers must assure they will comply fully with all non-discrimination and

equal opportunity provisions of the laws listed below. Failure of a provider to complete an initial

application containing these assurances is grounds for excluding the provider from the list of

eligible training providers:

WIA section 188, which prohibits discrimination against all individuals in the United

States on the basis of race, color, religion, sex, national origin, age, disability, political

affiliation or belief, and against beneficiaries on the basis of either citizenship/status as a

lawfully admitted immigrant authorized to work in the United States or participation in

any WIA Title I-financially assisted program or activity;

Title VI of the Civil Rights Act of 1964, as amended, which prohibits discrimination

based on race, color and national origin;

Section 504 of the Rehabilitation Act of 1973, as amended, which prohibits

discrimination against qualified individuals with disabilities;

The Americans with Disabilities Act (ADA) of 1990, which prohibits discrimination

against qualified people with disabilities;

The Age Discrimination Act of 1975, as amended, which prohibits Discrimination based

on age;

Title IX of the Education Amendments of 1972, as amended, which prohibits

discrimination based on sex in educational programs;

The Kansas Act Against Discrimination (KSA 44-1001 et seq.);

29 CFR part 37 and all other regulations implementing the laws listed above. This

assurance applies to the grant applicant's operation of the WIA Title I-financially assisted

program or activity, and to all agreements the grant applicant makes to carry out the WIA

Title I-financially assisted program or activity. The grant applicant understands that the

United States has the right to seek judicial enforcement of this assurance.

Timeline

Applications for initial eligibility shall be submitted to the LWIB in each local area in which the

provider desires to provide training. Applications will be accepted throughout the year. During

the review period, the LWIB or its designated Representative(s) may, as determined reasonable

by the LWIB, make an on-site visit to the training provider program sites for the purpose of

confirming initial application information. The LWIB shall provide a written determination of

acceptance or denial to the applying entity within thirty (30) calendar days of the receipt of the

initial eligibility application.

For applications from HEA and/or National Apprenticeship Act eligible training providers, the

LWIB approval is the final decision, and the eligible training provider's program(s) will be

placed on the State Eligible Training Provider List. For applications from other public and

private providers of a program of training services, LWIB will provide a written determination of

acceptance or denial to the applying entity within thirty (30) calendar days of the receipt of the

LWIB-approved application.

Subsequent Eligibility Determination


All providers of programs of training services are subject to the following policies in order to

continue to be eligible to receive WIA funds for the provision of training services. An annual

eligibility determination must be conducted to include a review of program-specific performance

and cost information as well as a review of actual performance compared to performance levels

established by the Governor.

The training provider must submit the verifiable program-specific performance information

listed below for each program to be considered for continued eligibility. The following is

program-specific performance information that must be submitted for all individuals

participating in the program:

Program completion rates;

Percentage who obtained unsubsidized employment; and

Average wage at placement in employment.

The following is program-specific performance information that must be submitted for WIA

participants in the program:

Percentage that have completed the program and are placed in unsubsidized employment;

Retention rates in unsubsidized employment of participants who completed the program,

six (6) months after the first day of the employment;

Average wages received by participants who completed the program, six (6) months after

the first day of the employment;

Where appropriate, the rates of licensure or certification, attainment of academic degrees

or equivalents, or attainment of other measures of skills of the graduates of the program;

and

Program costs (e.g., tuition, fees, books, supplies, and tools) for each program.

NOTE: The LWIB may accept program-specific performance information consistent with the

requirements for eligibility under the HEA for purposes of enabling the provider to fulfill the

requirements for subsequent eligibility determination if the information is substantially similar to

the information required. Subject to State approval, alternate procedures may be used to collect

and verify supplemental performance information. Approval and use of an alternate procedure

shall not release the provider from the obligation to provide the required information.

Supplemental performance data submitted through the use of an alternate procedure must be in

accordance with formats determined by LWIB. LWIB policy shall determine which elements of

program cost, other than tuition and fees, may be covered by an Individual Training Account.

None of the costs may include the cost of accommodating a qualified student with a disability

(i.e. deaf interpreter, Braille, note-taker, etc.)

Distance Learning and Web-Based or On-Line Training

The LA III WIB has adopted additional eligibility criteria specific to service or training providers

whose sole or primary mode of delivering course instruction is exclusively or in part via distance

learning arrangements, and/or using Internet or on-line mechanisms. These additional criteria

are as follows:

The provider and any programs submitted for review must be WIA approved in the state in

which their primary or central base of operations is located.


On-line and distance learning training providers must like all traditional institutions submit

an application for, and provide performance data specific to, each and every distinctive

program of training services they wish to make available to WIA consumers.

Program-specific performance data may not be combined with, or be submitted as part of,

any ―on-ground,‖ regularly scheduled institutional program with which the on-line or

distance program may be affiliated or associated. The statistical information submitted must

be exclusive to the on-line or distance learning participant universe.

The curriculum or instruction delivery software or mechanism must be ADA compliant.

Preference is given to programs whose curriculum is delivered via the ―WebCT‖ or

―Blackboard‖ software platforms. However, recognizing that advances in technology occur

rapidly and continually, alternative platforms may be considered, but only if they share

similar features and functionality that are comparable to these platforms.

Individual training program(s) must have pre-established time limitations for completion, or

clearly articulated beginning and ending dates. Open-ended or self-paced programs will not

be considered.

An instructor or program facilitator must centrally control access to the training program(s).

The instructor or facilitator must also possess centralized control over access to mandatory

performance tests or examinations.

Programs must offer time-tracking features to document individual attendance or frequency

and duration of participation.

The curriculum must be competency-based, with mandatory testing requirements to

objectively measure and document participant progress.

There must be enrollment limitations to ensure student-to-teacher ratios that are conducive to

success. Preference is given to programs whose student-to-teacher ratio does not exceed 16

to 1.

The provider should offer a ―participant profile‖ that describes the minimum skill levels,

competencies and aptitudes an individual should ideally possess in order improve chances for

success in a given program. Such a profile will assist in averting inappropriate enrollments

that may undermine participant success, or negatively affect the provider‘s ability to meet

minimum performance standards.

Programs should offer a demonstration web site or allow ―guest‖ log-in capabilities so that

prospective students can review the user environment and sample the curriculum prior to

formal enrollment.

Programs should feature tests/examinations administered at regularly scheduled intervals

throughout the training program, rather than on a one-time basis at or near the conclusion of

the program or component.

Programs will ideally be ―web-centric,‖ and contain an on-ground component. At the very

least, a program that has a stand-alone ―on-ground‖ equivalent is strongly preferred.

In addition to on-line technical support, the program should also offer telephone support for

instances when program participants need more individualized, one-on-one assistance.

Performance Standards Adoption

The LWIB shall annually adopt its performance standards within thirty (30) calendar days of the

Governor's action to establish the State performance standards. LWIB performance standards

must meet or exceed the State standards adopted by the Governor. The base line State

Performance Measures are included as Attachment A.


Timelines

The LWIB shall provide to the eligible training provider a written determination of acceptance or

denial for continued eligibility within thirty (30) calendar days of the receipt of verifiable

program-specific information. During the review period, the LWIB or its designated

Representative(s) may, as determined reasonable by the LWIB, make an on-site visit to the

training provider program sites for the purpose of confirming information.

Eligibility Considerations In making determinations of subsequent eligibility, the LWIB must take into account the

following:

Specific economic, geographic, and demographic factors in the local area(s) in which the

provider seeking eligibility is located; and

Characteristics of the population served by the provider, including the demonstrated

difficulties in serving certain population, if applicable; and

Additional factors may be considered by the LWIB.

NOTE: Additional factors the LWIB may consider in making determinations of subsequent

eligibility may include, but are not limited to the following:

Current and projected occupational demand within the local area;

Performance of a provider, including the extent to which the annual standards of

performance established by the LWIB have been achieved;

Cost of training services;

Involvement of employers in the establishment of skill requirements for the training

program; and

Feedback from employers who employ individuals who recently completed training to

verify that the training provider produced the expected skills;

Number of individuals considered in calculated percentages for performance measures;

and

Requiring enhancements to programs or courses to meet local industry needs as a

contingency for subsequent eligibility.

Denials and Appeals

LWIB Denial

When the LWIB determines that a training provider's application for a specific program does not

meet the eligibility requirements set forth in WIA or State/local policy, the LWIB shall issue a

denial within thirty (30) working days. A separate denial notice will be issued for each training

program denied and shall comply with the following requirements:

Be mailed to the training provider at the address listed on the application and to the

attention of the contact person identified on the application;

Indicate the "date mailed" on the denial notice;

Identify the program that was denied;

Describe the specific reason for the denial; and

Inform the training provider of the appeal process as outlined below.


LWIB policy shall determine the circumstances under which reconsideration may be afforded to

a provider denied initial eligibility determination. An entity whose initial application for

certification is denied may reapply no sooner than six (6) months after the written notice of

denial.

Process

The training provider has ten (10) working days from the mailing date of a denial notice to file

an appeal to the originator of the notice (LWIB or State). The request for appeal must clearly

indicate that the training provider wants to appeal the denial, and identify the training program

being denied. The request for appeal must be submitted in writing, signed, and must include a

factual basis for the appeal. The originator of the notice (LWIB or State) will review the request

for appeal and, based on the review, may reverse their original decision if an administrative error

was made or if additional information submitted by the training provider changes the basis on

which the original decision was issued. This initial process will be referred to as an

"administrative reconsideration" and must be completed within ten (10) working days of the

receipt of request for appeal.

If the LWIB reverses a prior decision, the LWIB will forward a copy of the appeal to Commerce

with a request that the training program be included on the State Eligible Provider List. The

LWIB will notify the training entity in writing that they have reversed their original decision.

If, after the review process, the LWIB or State does not reverse their original decision, they must

forward the appeal to the Designated Hearing Officer within five (5) working days of the

decision to deny the appeal. The appeal should be sent to the following individual who will

forward the appeal to the Designated Hearing Officer:

Kansas Department of Commerce

Attn. Armand Corpolongo

1000 SW Jackson, Ste. 100

Topeka, KS 66612-1354

The Designated Hearing Officer will conduct a hearing at which the training provider and party

denying the training request (LWIB or State) will be allowed to present their cases. The

Designated Hearing Officer will issue an independent decision based on the information gathered

at the hearing. A written decision will be issued within ten (10) working days following the

hearing to the training provider, the party denying the training request (LWIB or State), as well

as other interested parties.

If the Designated Hearing Officer does not reverse the denial, the decision is final. If the

Designated Hearing Officer reverses the denial, the party denying the training request (LWIB or

State) will comply with the decision within ten (10) working days of receipt of written decision

from Designated Hearing Officer. Procedures outlined in this policy will be followed for

notifying the training provider and including the training program on the State Eligible Provider

List.

Fraud


If, after consultation with an LWIB, Commerce determines that a provider, or an individual

providing information on behalf of the provider, has intentionally supplied inaccurate

information, Workforce Partnership shall terminate the eligibility of the provider to receive funds

for training services for a period of not less than two (2) years. Commerce will remove training

providers from a list if it is determined that the training provider has committed fraud or has

violated applicable state or federal law, including the nondiscrimination and equal opportunity

provision of WIA and other laws identified in the Assurances identified in this policy.

Support Services

Supportive Service for Adults, Dislocated Workers and Youth may include but are not limited to:

Transportation

Child care

Depend

Housing

Needs-related payments necessary to participate in WIA activities.

Supportive Service Procedures

Each request will be evaluated on an individual basis. Documentation will be kept to ensure that

supportive service payments are spent on the appropriate supportive service.

2. Local Board Policies and Procedures for On-the-Job Training and Customized Training

On-the-Job Training (OJT) may be provided to eligible WIA participants. The participant must

demonstrate a need for OJT during formulation and development of the Individual Employment

Plan. OJT is a training option meant to be conducted in occupations that require 1) a significant

amount of hands-on, occupational specific skills training, and 2) are directly linked to in-demand

occupations in the local area. OJT agreements are not intended to be subsidized employment for

entry level occupations that require minimal hands-on training. OJT is only appropriate for the

length of time necessary to become acclimated to the job specific skills tied to a particular

occupation. Each training opportunity should be tailored to meet the specific training needs of a

participant and the host company.

Enrollment into an OJT activity will be made based upon assessment of the participant‘s work

history, current occupational skill base, and incorporated into an Individual Employment Plan

(IEP). The assessment process should go beyond a mere listing of previous job titles and/or

training courses and include exploration of tasks performed, tool or machinery operation

proficiencies, and concepts or techniques acquired and utilized. The purpose of the assessment is

to document a need for OJT and whether there will be a duplication of the skills to be acquired.

OJT proposals involving participants who possess significant previous work experience in the

same or similar occupation, or proposals for in-place, upgrade training with the participant‘s

current employer, will be highly scrutinized. Participants will not be enrolled unless there are

substantial and demonstrable differences between previous work experience and the OJT

proposal. The Workforce Center Representative will document within the training outline and

the participant's file that the OJT skills are different, of greater difficulty, unique to the new job,

and necessary to perform the new job tasks.


The new skills to be acquired by the participant will ideally possess a significant degree of

transferability, will enhance his/her overall employability, and will broaden her/his employment

opportunities in the local labor market. The training shall be in accordance with the terms of any

collective bargaining agreement that may apply. Union concurrence will be included as part of

the OJT agreement.

The goal for all OJT contracts is for the participant to secure and retain permanent, full-time

unsubsidized employment with the host company/employer at the end of the OJT contract

period. The host company/employer shall share and agree to this same goal.

OJT assignments should be promoted in occupations reflecting local labor market or industry

needs, and they should directly benefit the career development of the participant. OJT contracts

can be implemented in the public or private sector, however, public sector contracts will not

exceed the overall public sector employment in the area.

OJT for adults should not be less than twenty-five (25) hours per week or more than forty (40)

hours per week. Disabled persons, a person with specific needs to work fewer hours or older

workers may be exempt from the general rule.

No OJT contract may be written if the contract violates local conflict of interest policies adopted

by the One-Stop Operator, or a One-Stop partner or partner program, or the LWIB. In particular,

OJT contracts that involve a host company/employer and/or a participant that are immediate or

extended family members, whether by blood, marriage, or adoption, are not be permissible.

No participant should be placed on more than two (2) OJT‘s. A second OJT is allowable only

with Executive Director or designee approval, and will be determined on a case-by-case basis.

Justification for a second OJT contract must be specifically documented (e.g., laid-off, fired,

inappropriate job training match, company closing, etc.).

As circumstance may warrant, and with the approval of the Executive Director or designee, a

participant may be eligible for limited Classroom Training (CRT) in addition to the OJT activity.

Conversely, participants who have completed classroom training may transition into a short-term

OJT position. Such cases will be allowed only where significant and compelling justification

exists. Sequential or concurrent OJT/CRT enrollments will be allowed only where there is a

clear indication that skills critical to the performance of a specific occupation cannot be acquired

through a single mode of training, or where the participant fails to meet minimum qualifications

for the occupation in question.

Any potential host company/employer must be able to satisfy the following general conditions

prior to the commencement of OJT contract negotiations:

The participant cannot be a previous employee

The host company/employer cannot have had any layoffs in the past twelve (12) months

There must be no less than three (3) permanent full time employees for each OJT trainee


The host company/employer is required to have a grievance procedure and shall follow

such procedures in matters related to the OJT participant. If the employer does not have

a procedure, the employer must agree to follow the procedure developed by LA III

The host company/employer must provide Worker‘s Compensation coverage

The host company/employer must contribute to Unemployment Insurance

No current employee(s) may be displaced, have their hours reduced, or be denied a

promotional opportunity as a result of entering into an OJT contract

There cannot be any employee(s) that previously occupied the OJT position currently in a

―lay-off‖ or ―furlough status‖

The relationship between the host company/employer and the OJT participant should mirror that

of any other employee in regards to working conditions, wage increases, and fringe benefits (i.e.,

health insurance, sick leave benefits, paid vacation, paid holidays, etc.). However,

reimbursements from LA III to the employer are based solely on actual hours worked. LA III

will make no contributions, financial or otherwise, to the participant‘s fringe benefit package.

a) Determination of OJT Reimbursement Rate

The percentage of reimbursement to the employer will be determined based upon consideration

of the following factors: Specific Vocational Preparation level of the occupation, previous work

experience possessed by the trainee, skill levels and skill gaps presented by the trainee, the

number and nature of barriers to employment faced by the trainee, information in the

individual‘s IEP, the relative size and/or financial resources available to the employer in

question, and the proposed starting wage for the OJT position in question.

No OJT contract may be negotiated with a host company/employer that exceeds 50% of the

wages paid by the employer. The level of reimbursement is determined based upon assessment

of the trainee‘s skill levels, aptitudes, and past work experience, and consideration of the degree

of difficulty assigned to the job-specific tasks associated with the occupation in question. Since

LA III believes that participants are entitled to the same benefits that other employees of the

company have, all usual and customary wage increases will also be covered by the OJT contract.

An OJT contract can only be written with employers that agree to retain the participant at the end

of the training period, provided that the participant achieved satisfactory or better job

performance evaluations during the training period.

The Workforce Center Representative responsible for negotiating the OJT contract shall

negotiate the training outline based on the participant's past work experience and the skills

acquired through education and other learning environments. The negotiation shall also include

the employer's description of the job as listed in the OJT agreement, the skills required to

perform the job, an appraisal of the skills the participant already possesses, and the new skills the

participant will acquire during the OJT activity.

b) Length of OJT Contracts

The maximum duration for which payment of WIA funds may be made to an OJT host

company/employer for a participant is based on a system of limitations to help differentiate

between the lengths of time required to train workers for simple tasks as compared to more

complex tasks. The Workforce Center Representative will determine the duration of an OJT by


use of the Department of Labor's Specific Vocational Preparation (SVP) estimates for

occupations in the Dictionary of Occupational Titles. The SVP numbers, based on the

complexity of a job, range from one (1) through six (6) and indicate a time span normally

required to learn a job through education, on-the-job training, or a combination of both. The

lower the number, the shorter the time frame to learn a specific occupation.

Workforce Center Representative will collaborate with the employer to negotiate the duration of

training within the parameters of the SVP coding system. Consideration is also given to the

skills a person may already possess and how this should impact the length of training. LA III

recognizes that the employer and/or employee will be responsible for any additional time needed

to learn the job.

SVP Code Duration of Training

1 or 2 Not to be contracted

3 6 - 13 weeks

4 13 - 20 weeks

5 20 - 26 weeks

6 26 weeks maximum

Training generally will last between six (6) and twenty-six (26) weeks. LWIB policies limit the

use of WIA funds for OJT to no more than twenty-six (26) weeks. Extension of the training

periods for SVP Code‘s 3, 4, 5 or 6 may be granted for participants with special needs. Where

such special needs exist, the period of reimbursement may be extended beyond the maximum

parameters outlined above, provided that the total training hours do not exceed the following

limits:

SVP 3: no more than 520 hours

SVP 4: no more than 800 hours

SVP 5 and 6: no more that 1,040 hours

Contracts that comply with the categories above will be negotiated between the Workforce

Center Representative and the employer.

c) Collecting and Disseminating Information on OJT and Customized Training Providers Performance information specific to OJT and Customized Training activities will be tracked

using direct follow-up with trainees and employers, and through UI Wage Records. Aggregate

performance data will be disseminated through the One-Stop Centers.

d) Pattern of Failure

The granting of further agreements to existing OJT host companies/employers will be based on

the performance of that employer as it relates to previous OJT contracts, and to current laws and

policies. LA III reserves the right and authority to deny OJT contracts to a host

company/employer who has not demonstrated acceptable performance outcomes.

OJT agreements generally will not be written with host companies/employers who have

exhibited a pattern of failure in providing OJT participants with continued, long-term


employment. Any one of the following characteristics or occurrences would demonstrate a

―pattern of failure:‖

Terminated two (2) or more participants within thirty (30) days of the end of their OJT

contract period for reasons other than those that apply to regular employees.

Had two (2) or more participants who failed to complete contracts due to discharge by the

employer, or by the participant quitting, because of conflicts between the employer and

the participant.

The work site has been determined to be unsuitable for WIA participants due to adverse

employer/employee relations or working conditions.

There is a participant retention level below 80%.

e) Self-Sufficient Wage and OJT for Employed Workers

OJT proposals involving participants who possess significant previous work experience in the

same or similar occupation will be highly scrutinized. Proposals for in-place, upgrade training

for an incumbent participant with her/his current employer is limited to instances where the

incumbent is not currently earning a self-sufficient wage. A self-sufficient wage is one that at a

minimum is equivalent to the current LLSIL.

The minimum entry wage for any OJT proposal will be no less than $7.50 per hour. Jobs that

pay on a commission, incentive or a piece-rate basis will not be contracted.

Reverse Referral

A company must notify a Workforce Center Representative and request a list of possible

referrals from the LA‘s applicant/participant pool prior to making a hiring decision. The

Workforce Center Representative will review current participants and eligible applicants‘ skills,

abilities, aptitudes, and interests to determine if a potential match exists. The Representative

may then make appropriate referrals. Referrals originating from a particular company may be

considered for an OJT agreement only if the participant's assessments and Individual

Employment Plan document that an OJT would be a necessary and appropriate training activity.

On-the-Job Training – Economic Development

OJT for Economic Development is on-site, industry-specific and in support of industrial or

economic development. OJT for Economic Development must meet the same requirements as

the OJT outlined above.

After all training and contractual details are agreed upon, an LA III OJT agreement and all

attachments must be completed and signed by the Workforce Center Representative and the host

company/employer. The following information must be completed. Be sure to note that several

pages within the OJT agreement packet require the signature of the employer or employer‘s

designee (*), and/or an AAO signature (**), and/or the participant‘s signature (***).

On-the-Job-Training Contract Contents:


Contract Information

Employer Information

Contract Provisions

Contract Signatures*, **

Attachment A—OJT Training Outline***

Attachment B—Statement of Re-contracting, SVP Levels**, Reverse Referrals*

Attachment C—Statement of Organized Labor Commitment, Consultation, and

Concurrence*

Attachment D—Certificate of Debarment and Suspension*

Customized Training

Customized training is formal training provided by an institution and/or a private sector entity

that is designed to meet specific needs of a particular business or group of businesses. In all

cases, the business(es) will assume responsibility for at least 50% of the overall training costs.

Customized training is conducted with a commitment by the business(es) to permanently hire (or

retain) the trainees upon successful completion of the training.

Customized training for eligible employed or incumbent workers will be limited to those

instances where the individual in question is not earning a self-sufficient wage. A self-sufficient

wage is one that produces an annual individual/family income that will meet or exceed the

current LLSIL.

Other appropriate purposes for entering into customized training agreements involving

incumbent workers includes situations in which new production or service procedures will be

introduced, or where the training will upgrade the incumbent(s) into new jobs that require

additional or expanded skill levels, or that will demonstrably heighten general workplace

literacy.

Incumbent Worker Training

Local Area III will seek appropriate opportunities to engage in incumbent worker training

projects under waiver authority granted to the State of Kansas and its Local Workforce

Investment Areas by the U. S. Department of Labor. Incumbent worker training programs will

be administered and delivered in strict accordance with the Kansas Department of Commerce,

Business Development Division policy #3-01-00, which by this reference is fully adopted and

incorporated into the Local Area‘s strategic plan, and policies and procedures manual.

Definition of Incumbent Worker

―Incumbent workers‖ are currently employed workers in need of training to increase earnings,

maintain competitive skills or to upgrade their skills in order to avert a layoff, and/or to keep

their employers competitive. Such training will foster job retention and career development for

improved economic self-sufficiency of the incumbent workers, especially those most vulnerable

to job loss, and increase the capacity of the employer(s) to access and retain skilled workers.

The terms "incumbent worker" and "employed worker" both refer to individuals who are

currently employed. However, there is a crucial distinction between the two:


An ―employed worker‖ is an individual who is employed but is not earning a self-

sufficient wage, i.e., one that pays at least one-hundred percent (100%) of the LLSIL,

relative to her/his family size.

Employed workers must meet economic eligibility criteria and must satisfy program suitability

requirements that regulate access to services and govern transition through Core, Intensive and

Training service tiers.

An ―incumbent worker‖ is an individual worker or group of workers who may or may not

be earning self-sufficient wages, and who would be served using local set-aside funds (not

to exceed ten (10%) percent) for the express purpose of improving occupational skill

levels for the benefit of the worker(s) and/or employer (Note: excludes those employed

by a temporary agency or staffing firm).

Economic eligibility criteria and program suitability requirements do not apply to incumbent

worker programs – individual participants need not be deemed in need of training to obtain or

retain employment that leads to self-sufficiency in order to participate in an incumbent worker

project.

Eligibility and transition requirements that regulate movement through Core, Intensive and

Training service tiers likewise do not apply to incumbent worker programs.

Allowable Training Activities

Training within incumbent worker projects is industry- and/or company-specific, and provides

technical and occupational skills upgrades. Training activities may include:

Customized occupational training designed to meet the special requirements of an

employer (including a group of employers) conducted with a commitment by the

employer to continue to employ an individual upon successful completion of the training.

Customized on-the-job training relating to the introduction of new technologies,

introduction to new production or service procedures, or upgrading to new jobs requiring

additional skills. Please refer to additional standards applicable to Incumbent Worker

training under on-the-job training and customized training policies and procedures found

elsewhere in this manual.

Any combination of on-the-job training and classroom instruction necessary to provide

the worker(s) with the skills necessary to perform a job or to upgrade their skills.

Other Considerations

Local Area III may, at its discretion, request specific documentation of financial stability

to assure the present and continued viability of a business seeking to implement an

incumbent worker project. Such documentation may include, but is not limited to, an

independent audit report, annual corporate report, or other financial statements covering

the last (or most recent available) twelve (12) months.


A business that experienced a layoff(s) in the past two (2) calendar years may be deemed

an unsuitable partner for an incumbent worker project. However, Area III recognizes that

a business in such a circumstance could derive great benefit from an incumbent worker

training project, and therefore may grant exceptions on a case-by-case basis.

Employees targeted for participation in an incumbent worker project need not be

employed full-time at the inception of the project; however, the project goals must

include a plan for transitioning those participants that are less than full-time into full-time

status by the conclusion of the project timeline.

Local Area III will not enter into incumbent worker projects that do not offer a

reasonable expectation that all applicable WIA performance standards can be achieved,

especially with respect to post-participation earnings increases and/or the attainment of

industry-recognized occupational skills or related credentials.

B. Policies and Procedures for Monitoring

The Local Area III (LA III) Local Workforce Investment Board (LWIB) has monitoring policies

in place that coincide with those monitoring policies developed by the Kansas Department of

Commerce Workforce Compliance and Oversight Unit.

The results of monitoring activities will serve as a functional management tool for maintaining

the quality of programs and will ensure that Workforce Investment Act Funds are used as

intended.

The Director of System Performance will maintain oversight of the performance and the

operations of its various programs under the Workforce Investment Act. The LA III LWIB may

choose to hire additional staff in the future to assist with monitoring activities. It will ultimately

be the responsibility of the Director of System Performance to ensure the completion of the

monitoring duties.

In performing the internal monitoring duties, the Director of System Performance will maintain

complete objectivity and independence in completing the monitoring tasks. The Director of

System Performance reports directly to the Executive Director of the LA III LWIB.

Monitoring Schedule

The scheduling of the monitoring activities may vary due to the size or scope of the program

activities being reviewed. The Director of System Performance may choose to monitor

particular subject(s) more frequently if deemed necessary.

Each program year, the following activities of the WIA Program will be monitored on a quarterly

basis:

First Quarter (July – Sept)

OJT – Adult and Dislocated Programs

Second Quarter (Oct –Dec)

Adult/Disocated File Review/Elig


Customer Satisfaction

Contract Reviews – Incumban and Customized

Fiscal/Procurement/Program Costs

Contract Performance Standards

ITA Process Reviw

Data Validation –Adult and Dislocated

Enrollment Totals for Integration



Third Quarer (Jan – Mar)

Youth File Review

Data Validation – Youth

Work Experience – Youth



Fourth Quarter (April – June)

One-Stop Delivery System

LEOB/LWIB and Youth Council

Enrollment Totals for Integration

Grievance/EO



Reviewing documentation includes case files and participant information in KansasWorks. This

information is reviewed to ensure that Local Area III has no disallowed costs, and that all WIA

programs are administered in compliance with all Federal and State guidelines.

Upon the completion of the monitoring activities, the Director of System Performance

summarizes the monitoring material and submits a final report to the LA III Executive Director.

Once the Executive Director has reviewed and commented on the Quarterly Monitoring Report

the Executive Director will approve/disapprove, sign and return the report to the Director of

System Performance. After receiving the signed Quarterly Monitoring Report the Director of

System Performance will take the appropriate action as specified in the report concerning

recommendations and/or corrective action.

Director of System Performance will address all issues in writing with staff, service providers

and anyone else that may be involved in a monitoring resolution. A complete explanation as to

any findings that need to be changed or corrected will be explicitly addressed.

The Monitoring reports are presented to the LWIB and the CEOB at each quarterly scheduled

meeting.

Procedure for Scheduling/Documentation/Resolution of Findings and Corrective Action

The Director of System Performance will notify the appropriate service provider staff of

upcoming monitoring activities. The Director of System Performance will work with the service

provider staff to schedule times and locations of monitoring activities.

The Director of System Performance will use monitoring guides and checklists that have been

developed and are consistent with the information provided by the State Workforce Compliance

and Oversight Unit. These guides and checklists will be used as documentation as well as other

documents provided by the service provider.

Should findings be found, the Director of System Performance will outline the corrective action

needed by the service provider along with timelines for the corrective action. Appropriate

actions and timelines will be issued based on the severity of each finding.


The maximum time allowed for the resolution of problem areas is 90 days. At that time the

Director of System Performance will follow-up to see if the problem has been resolved. A

written report on resolution or lack of resolution of the problems will be prepared by the Director

of System Performance, which will be sent to the Executive Director, and a copy placed in the

Monitoring file. Consultation with the Executive Director can then determine as to how much

additional time should be allotted to complete the corrective action depending on the seriousness

of the corrective action.

The time frame for corrective action for File Review is two (2) weeks. If additional time is

needed as verified by the Program Service Managers additional time will be given. Reasons for

requesting additional time to complete corrective action will be noted in the corrective action

report to go to Executive Director in the form of a Corrective Action Update Report.

All operations that have been reported to have problem areas and need corrective action have the

right to appeal the validity of said difficulty. This should be done in writing to the Director of

System Performance. The Director of System Performance will make every effort to come to an

equitable decision on the matter in consultation with Executive Director.

The Corrective Action File will be located at the Workforce Partnership office.

Documentation of Internal Quarterly Monitoring Reviews

The Director of System Performance will finalize findings in the form of a report, upon

completion of each quarterly review. All reports, checklists and additional material will be

available for review by any interested parties. All reports of monitoring activities and any review

findings will also be shared with the Local Workforce Investment Board, the One-Stop Operator

and the One-Stop Partners.

Each quarterly Monitoring Review does not have a specific time frame for accomplishment, but

will follow the following guidelines:

Notification of ten (10) working days to the Service Provider prior to the on-site

monitoring activity

Report consists of Summary, Assessment, Recommendation(s) and Corrective Action

Advise WIA/CEO Boards of quarterly monitoring report findings at next scheduled

LWIB/Joint CEOB Meeting after completion.

C. Fiscal Controls

The LWIB has adopted the Kansas Department of Commerce Fiscal Policy and Procedures

Manual as its fiscal policy manual. LWIB staff ensure that all fiscal operations by staff,

Operators, and service providers involving WIA funds comply with these policies and

procedures. In light of role changes that occurred as part of the transfer of local responsibilities

previously held by the Kansas Department of Commerce, the LWIB is developing a new Fiscal

Manual.


To ensure appropriate segregation of duties, the LWIB contracts with the firm of Allen, Gibbs &

Houlik, L.C. (AGH), for paymaster services. AGH deposits all WIA funds and makes payments

on behalf of LA III, and submits WIA reports, all subject to the approval of LWIB staff. The

paymaster‘s role ensures that LA III has the appropriate segregation of fiscal duties necessary to

ensure that funds are handled properly.

Policy & Procedure for Processing Data and Reports for Federal and State

The LWIB Fiscal Officer is responsible for reconciling data discrepancies among the Paymaster,

Service Link, Commerce Fiscal Management unit, Program Operators, and LWIB administrative

office. The Service Link Fiscal system has the capacity to adjust to all foreseeable

contingencies. Obligations, accruals and expenditures are tracked by funding source, program

and participant using the processes provided in the Service Link Fiscal system. Fiscal reports on

individual participant and overall participant obligations, accruals and expenditures are available

through the Service Link Fiscal report processes. The system is capable of responding to any

changes and/or additional requirements that may be imposed. The automated system to gather

and maintain client participation information and the automated system to process and maintain

the fiscal records for all programs are both supported by Service Link and operated within the

same database. The LWIB Fiscal Officer reviews and verifies expenditure reports from the

Paymaster and Commerce Fiscal Management on a monthly basis to ensure that LA III is in

compliance with governing directives.

The Fiscal Officer monitors all characteristics and fiscal data reports and other items in

accordance with the monitoring procedures outlined in the plan. Through review of the

activities, LWIB staff makes recommendations to ensure changes are effectively and efficiently

made. By means of the automated information system, comparisons of planned to actual

expenditures are made each month to maintain program expenditures within budgeted amounts.

Based on these reports, staff initiates any corrective action required to correct any deviation from

the training plan and budget.

Separate Tracking of ARRA Funds per Funding Stream

The KansasWorks Fiscal Link System will be modified to provide the segregation of all ARRA

funds by program as required. All Local Area III fiscal representatives are working with the

Department of Commerce staff to ensure compliance.

Additionally, the LWIB paymaster and the One-Stop Operator will make enhancements to their

general ledger systems, with separate general ledger number to provide the required reporting

requirements that clearly identify and segregate revenue draws and expenditures for ARRA

funds.

Local Reporting Requirements

Program Operators are required to submit monthly financial reports to the LWIB. Reports list

expenditures by budget category, and include sufficient detail to allow LWIB staff to examine

individual transactions. The paymaster also submits regular reports to the LWIB. All reports are

reconciled with Kansas Service Link records.


A Monthly financial report is generated for review by the LWIB‘s Fiscal Committee and

Executive Committee. Fiscal reports are also included in information submitted to the LWIB for

review and approval at bi-monthly LWIB meetings.

Tracking Expenditures, Including Methods to Assure at Least 30 Percent of Youth Funds

are Spent on Out-of-School Youth LA III monitors expenditures by means of a monthly report generated from Service Link. The

report tabulates expended and obligated funds by funding source showing the amounts budgeted

for each category by program year. The Fiscal Officer reviews and verifies expenditure reports

from the Paymaster and Commerce Fiscal Management on a monthly basis to ensure that LA III

expenditures are consistent with the requirements of the Act. By means of the automated

information system, comparisons of planned to actual expenditures are made each month to

maintain program expenditures within budgeted amounts.

ServiceLink requires that Youth Program expenditures be identified as in-school or out-of-

school. LWIB staff monitor program budgets and WIA expenditure reports on a regular basis.

Based on these reports, staff initiates any corrective action required to correct any deviation from

the training plan. Expenditure reports are reviewed quarterly with the Youth Program Operator,

and the Operator is eligible to receive a performance incentive if it exceeds minimum out-of-

school youth expenditure targets.

Purchasing Goods and Services

The procurement of goods and services complies with the Kansas Department of Commerce

Fiscal Policy and Procedures Manual and all applicable OMB Circulars and Federal Regulations.

The LWIB staff is responsible for all aspects of administering procurement in accordance with

federal requirements and applicable state and local laws, rules and regulations.

Program Operators maintain separate policies for procurement. The LWIB requires that these

policies be consistent with federal, state, and LWIB policies. Invoices submitted by contractors

are reviewed for accuracy and a sample of transactions is reviewed to ensure that goods and

services were procured in compliance with policies.

Billing and Payments

Payments are made from appropriate documentation, such as invoices, time sheets. Payment

requests are approved by the Fiscal Officer and Executive Director before submission to the

paymaster for payment. Payments requests over $10,000 must also be signed by the LWIB

Chair or other designated LWIB officer. All payment requests are reviewed to ensure that they

are allowable, allocable, and procured appropriately, in accordance with federal, state, and local

policies.

D. Complaint and Grievance Processes

The scope of the complaint/grievance procedure for LA III includes discrimination, criminal,

non-criminal and general complaint/grievances.


During the eligibility process, all WIA participants are required to sign a copy of the Summary

of Rights and Program Grievance and Complaint Procedures. Participants are given a copy of

the signed form. A copy of this form can be found in Attachment D of this plan.

Complaints/grievances may be made up to one (1) year from the date of the event or condition

alleged to be a violation of WIA. This one year limitation does not pertain to incidents related to

potential fraud and criminal activity. For discrimination complaints, the complaint must be filed

within 180 days of the alleged violation. Complaints/grievances may be filed directly at the

Workforce Partnership Office:

Workforce Partnership Office

1333 Meadowlark Lane

Suite 102B

Kansas City, KS. 66102

A complaint may be amended or withdrawn at any time prior to a scheduled hearing.

Information that could lead to the identification of the person filing the complaint must be kept

confidential, to the extent practical. The identity of any person who furnishes information

related to, or assisting in, an investigation shall be kept confidential to the extent possible.

An entity receiving financial assistance under WIA may not discharge, intimidate, retaliate,

threaten, coerce, or discriminate against any person because such person files a complaint,

opposes a prohibited practice, furnishes information, assists or participates in any manner in an

investigation or hearing.

Every recipient of funds under Title I of WIA must maintain a complaint/grievance process in

accordance with 20 CFR 667.600.

Discrimination Complaints

Complaints alleging a violation of the non-discrimination provisions of WIA Section188.29

U.S.C. Section 2938, may be filed directly with the U.S. Department of Labor:

U.S. Department of Labor, Room N-4123

Directorate of Civil Rights

Frances Perkins Bldg.

200 Constitution Avenue, NW

Room N-4123

Washington, D.C. 20210

Telephone # (202) 523-8905

Complaints may also be filed directly to the Equal Opportunity (EO) Officer for LA III. The EO

Officer for LA III is the Director of System Performance. The EO Representative will review

each complaint to assure completeness and may assist the complainant with filing the complaint.

A copy of the complaint will be forwarded to the State EO Director immediately.


The LA III EO Representative will make every effort to resolve the complaint locally and shall

offer a resolution of the complaint to the complainant and the respondent in writing within sixty

(60) days after the complaint is filed. If the resolution offered is satisfactory, the complainant

and respondent shall be asked to sign a copy of the written proposal indicating acceptance of the

proposed resolution. A copy of this signed agreement shall be forwarded to the State EO

Director.

Appeal Process

If a complaint is filed at Local Area III and no decision is issued within the sixty (60) days, or

either party is dissatisfied with the local hearing decision, either party may file a written appeal

to the Kansas Department of Commerce. The written appeal must be signed and dated by the

party submitting the appeal and must contain the following information:

The request must be made within ten (10) days of the adverse decision or ten (10) days

from the date the decision should have been issued

The full name, address and telephone number (if any) of the person submitting the appeal

The date and location where the complaint was filed

The date the hearing was held

If a decision was issued, the reason why it should be reviewed or if a decision was not

issued with sixty (60) days of the filing of the complaint, a statement of the date the

decision should have been issued and that no decision was issued by that date

A copy of the original and any amended complaint; a copy of any response(s) thereto and

a copy of any decision entered at LA III

During the first ten (10) days after a complaint is filed with the Kansas Department of

Commerce, an attempt will be made to informally resolve the matter. If no resolution is

achieved, a hearing will be scheduled. The hearing will be conducted within thirty (30) days of

the date the complaint is received by the Kansas Department of Commerce. The decision by the

Kansas Department of Commerce is the final decision.

The Kansas Department of Commerce may remand complaints as related to local Workforce

Investment Act programs to the local area complaint process, when appropriate, by issuing a

written notice to all affected parties that the matter is being remanded.

Parties to the complaint will receive notice of the date, time and place where the hearing will be

conducted. If appropriate, the hearing may be conducted by telephone. A decision will be issued

in writing within sixty (60) days of the date the complaint/grievance was received by the Kansas

Department of Commerce

At any time during the resolution process, any party may choose to be represented by an attorney

or other representative of their choice and at their expense. At the hearing, parties may bring

witnesses and documentary evidence. Prior to the hearing, the parties may request that the

hearing officer issue subpoenas to compel attendance of witnesses and/or the production of

relevant documentary evidence.


If an individual desires to withdraw his/her complaint or reschedule the hearing, he/she must

notify the official that sent the hearing notice. Notification must be in writing. Requests for

rescheduling of the hearing will be granted only for good cause.

No person may be discharged or in any way discriminated against because such person files a

complaint, testifies at a hearing, provides information or intends to testify at a hearing or provide

information pursuant to this process.

Nothing precludes a complainant from pursuing a remedy authorized under any other federal,

state or local law.

Criminal Complaints

Managers, supervisors, employees and officials of the Kansas Department of Commerce, LA III,

recipients, sub-recipients, contractors and participants are to promptly report in writing or by

telephone to a LA III manager or supervisor, or the KDHR Internal Security Director,

information believed to indicate actual, potential or suspected criminal wrongdoing.

An Incident Report, will be the vehicle for reporting all known or suspected cases of fraud,

malfeasance, misapplication of funds, gross mismanagement, or other criminal activities in

Employment and Training Administration funded programs. If the report is made to a manager

or supervisor, that person shall ensure that the Incident Report form is completed in its entirety

and shall forward the original report form immediately to:


Internal Security Advisor

1000 SW Jackson, Ste. 100

Topeka, Kansas 66612

If it is determined by the manager or supervisor that the report requires immediate attention, a

telephone report will be made to the Internal Security Advisor at (785) 296-2185 to relate the

necessary information, and the written report will be sent immediately thereafter.

If the reporting party considers that his/her position will be compromised by submitting

information they believe indicates wrongdoing through the manager or supervisor he/she may

send the report directly to the Internal Security Advisor or directly to:

Office of Inspector General

P.O. Box 1924

Washington, D.C. 20013

Phone # at FTS 800-357-0227

or 800-424-5409

The individual‘s identity will not be disclosed except where the employee consents or it is

determined that disclosure will be unavoidable during the course of an investigation.


No action of any kind shall be taken against any party filing a report of alleged wrongdoing

pursuant to this procedure or for assisting in the investigation or prosecution of the complainant,

by the manager or supervisor or the Internal Security Director.

The Internal Security Director shall notify the Office of the Inspector General and the Regional

Administrator. The Internal Security Director shall be responsible for any investigation

undertaken in response to the incident report, and shall prepare a quarterly status report on

incident reports, and a final report on each incident, for submission to the U.S. Department of

Labor. In addition, when deemed appropriate, the Secretary of the Kansas Department of

Commerce may initiate a special review to be conducted by the KDHR Workforce Compliance

and Oversight Unit. It is not the intent of the Incident Report to elicit reports after a

determination has been made that the act or omission is legally prosecutable. This decision is

within the jurisdiction of the affected U.S. Attorney, Chief Counsel of the Kansas Department of

Commerce or the individual designated by the LA to process Incident Reports. Any act that

raises questions concerning possible illegal expenditures or other unlawful activity should be

immediately reported according to the established procedures.

Non-Criminal and General Complaint/Grievances

Any applicant, employee, participant, service provider, program recipient or other interested

party may file a complaint/grievance alleging a violation of local WIA programs, agreements or

Local Board policies and activities.

A general WIA Complaint/Grievance form, (see Attachment Section), can be obtained from the

Local Area III Administrative Office at the following address:

Workforce Partnership Office


Suite 102B

Kansas City, KS 66102

Complainants with disabilities will be accommodated in communication and location. Alternate

formats will be used on request to notify the complainant of hearings, results and any other

written communication. Auxiliary aides and services, such as deaf interpreters or assistive

listening devices, will be provided upon request for negotiations, hearings and any other

meetings where aural communication occurs. An accessible location will be used for hearings

and other meetings on request.

Resolution Process

Service providers and employers of WIA participants must have procedures in place to process

complaints/grievances related to the terms and conditions of the participant‘s training or

employment. Employers and service providers may elect to utilize the system established by the

Local Administrative Entity or operate their own complaint procedures. If the employer is

required to use the complaint processing procedures under a covered collective bargaining

agreement, then those procedures may be used to handle general WIA complaints.


Any hearing conducted by an employer must comply with all provisions for hearing described in

the Local Area III policy.

Initial Review

If the complaint alleges a violation of any statute, regulation, policy, or program that is not

governed by WIA, the complaint will be referred to the appropriate organization for resolution.

Notice of the referral will be sent to the complainant.

The EO Officer or the service provider will receive the complaint from the complainant or the

complainant‘s designated representative. All complaints will be logged. A complaint file should

be established that contains the following:

Application and enrollment forms

Completed General WIA Complaint Form (or complainant‘s written statement)

Chronological log of events or conditions alleged to be a violation of WIA

Any relevant correspondence

Record of the attempted informal resolution

Informal Resolution

An attempt should be made by the Local Administrative Entity or the service provider to

informally resolve the complaint to the satisfaction of all parties. The informal resolution

process must be completed within ten (10) business days from the date the complaint is filed. If

all parties are satisfied, the complaint is considered resolved. The terms and conditions of the

resolution must be documented in the complaint file. When a service provider attempts the

informal resolution, the service provider will forward the complaint file to the Local

Administrative Entity. The Local Administrative Entity will review the complaint file and

investigate it further if necessary.

Formal Resolution

When an informal resolution is not possible, the Local Administrative Entity will issue a

determination within 20 calendar days from the date the complaint was filed. If an appeal of the

determination is not requested, the complaint is considered resolved and the complaint file

should be documented accordingly. Any party dissatisfied with the determination may request a

hearing within 14 calendar days of the date of the determination.

Hearing

If the complaint is not withdrawn, the Local Administrative Entity will designate a hearing

officer to ensure the complaint receives fair and impartial treatment. The hearing must be

conducted within 45 calendar days from the date the complaint was filed. The hearing officer

will schedule a formal hearing and mail a written notice to the complainant, the respondent, and

any other interested party at least seven (7) business days prior to the hearing. The notice will

include the date, time, and place of the hearing.

Parties may present witnesses and documentary evidence, and question others who present

evidence and witnesses. The complainant may request that records and documents be produced.

Attorneys or another designated representative(s) may represent each party. All testimony will


be taken under oath of affirmation. The hearing will be recorded either in writing or by

audiotape. The hearing officer‘s recommended resolution will include a summary of factual

evidence presented during the hearing and the conclusions upon which the recommendation is

based.

Final Decision

The Local Administrative Entity will review the recommendation of the hearing officer and issue

a final decision within 60 calendar days from the date the complaint was filed.

Appeal

Any party dissatisfied with the Local Administrative Entity‘s final decision, or any party who

has not received either a final decision or a resolution within 60 calendar days from the date the

complaint was filed, may request an appeal. The appeal must be received by the Kansas

Department of Commerce in Topeka within 90 calendar days from the date the complaint was

filed at the following address:


Workforce Compliance and Oversight

1000 S W Jackson, Ste. 100

Topeka, Kansas 66612

Kansas Department of Commerce will review the complaint file, the hearing record, and all

applicable documents and issue a final decision on the appeal within 30 calendar days from the

date the appeal was received.

E. Equal Opportunity and Affirmative Action

1. Description of Local Board Equal Opportunity and Affirmative Action Policies

Local Area III (LA III) Workforce Investment Act (WIA) recipients, including the Local Board

comply with the nondiscrimination and the equal opportunity provisions of the WIA Section 188

and its implementing regulations.

2. Description of Procedures Relating to Local Board Policies

The Local Area III (LA III) Local Workforce Investment Board (LWIB) requires that contractors

are equal opportunity employers. Contractors must offer employment solely on the basis of

ability, qualifications and merit to all persons without discrimination because of race, religion,

creed, color, national origin/ancestry, sex, age, marital status, Vietnam or Special Disabled

Veteran Status, or the presence of a form or condition of disability.

LA III LWIB requires that contractors comply with federal, state and municipal laws relating to

equal employment opportunity. This applies to the conduct of recruiting and hiring plus other

Personnel actions including:

promotions

demotions

terminations

compensation


benefits

training

education

tuition assistance

LA III WIA activities will be implemented and governed in compliance with Equal Employment

Opportunity law as specified in the following:

Fair Labor Standards Act of 1938

Kansas Minimum Wage & Hour Law

Equal Pay Act of 1963 (as amended)

Title VII, Civil Rights Act of 1964, 1991 (as amended)

Executive Orders 11246, 11375 and 12806 of 1965, 1967 (as amended)

Age Discrimination in Employment Act of 1967, 1978, 1986 (as amended)

Sections 503 and 504, Vocational Rehabilitation Act of 1973, 1974 (as amended)

Vietnam Era Veterans Readjustment Act of 1974 (as amended)

Pregnancy Discrimination Act of 1978

Kansas Age Discrimination in Employment Act of 1983 (as amended)

Immigration Reform and Control Act of 1986, 1990, 1996

American with Disabilities Act of 1990

Older Worker Benefit Protection Act of 1990

Kansas Act Against Discrimination (as amended)

All other applicable federal, state and local laws

The above list in not intended to be all-inclusive and any specific exclusion is not intended.

Administrative Entity’s Equal Opportunity Officer

The LA III Director of System Performance is designated as the EO Officer for receiving

investigations and offering resolutions of complaints/grievances, and for assuring all WIA

applicants are advised of their rights. Requests for assistance or questions should be addressed

to:

Trent Howerton

Director of System Performance


Suite 102B


Phone: (913) 287-1116

During the eligibility process, all WIA participants are required to sign a copy of the Equal

Opportunity is the Law document. Participants are given a copy of the signed document. A

copy of this form can be found in Attachment D of this plan.

LWIB Staff in accordance with the monitoring schedule also does specific monitoring for equal

opportunity compliance.


Small and Minority-Owned Business Opportunities for Contracts

At such time when contracts are solicited, LA III will work closely with Area Chambers of

Commerce, economic development organizations, and city planners to identify small and

minority owned businesses including those owned by women to ensure that these businesses

have an opportunity to apply.

Equal Opportunity for People with Disabilities

Accommodations or special arrangements for persons with a disability or those with limited

English speaking capabilities will be made available at all area One-Stop Centers. Such

accommodations or arrangements may include, but are not limited to:

TTY/TDD access

Sign language interpretation

English translation

Computer technology

Other one-on-one customer assistance

LA III will use all available resources in order to provide situational-specific assistance where

necessary. This includes making WIA information available to individuals with limited English

speaking abilities.

LA III continuously works with the social service agencies located in the three (3) county LA III

area that provides services to persons with disabilities to assure access to WIA programs.

Kansas Rehabilitation Services (KRS) is a One-Stop partner and access to KRS will be available

through all three (3) of the One-Stop Centers.

F. Information Systems

The Kansas Service Link (KSL) system is utilized in Local Area III (LA III) for tracking and

documenting customer progress in the specified Workforce Investment Act (WIA) services.

Kansas Service Link (KSL) is a web-based One-Stop client management application that is

maintained through the America‘s Job Link Alliance (AJLA) based in Topeka, Kansas. The KSL

system allows Workforce Partnership Staff to track WIA participants through a standardized

process and for reporting information required under Title I of WIA. Each Workforce

Partnership Staff, through using the KSL system, is able to manage and monitor caseloads,

capture customer assessment information, establish employment and training plans, search for

service providers and WIA certified training providers, and track job placement information.

1. Policies and Procedures for Tracking and Documenting Participant Progress

The KSL system will be used for tracking and documenting the progress of WIA participants

through various services. KSL will be used to determine eligibility for WIA programs and to

document core, intensive and training services that are received. Participants must have

documented eligibility before staff-assisted core services are received. A minimum of one core

service must be documented before intensive services are received, and a minimum of one

intensive service must be documented before training activities can be received.


The KSL system will also be used to document assessments scores, supportive services, client

contact, training attendance, exit from WIA program and follow-up services.

Workforce Partnership Staff is required to keep the KSL information up-to-date and accurate.

Services and activities should be recorded in ‗real-time‘ and the data entry should be completed

as activities and services are occurring.

All participant information will be kept confidential and treated with reverence. Only the

necessary Workforce Partnership Staff will have access to participant information. As referrals

are made to various community agencies, only necessary participant information will be shared

as participants are made aware of other agencies that provide services.

2. Policies and Procedures for Reporting Outcomes and Participant Characteristics

KSL has automatic reporting built into the system. These reports will be used to gauge the status

of WIA program outcomes and participant characteristics. LA III will rely on AJLA staff and

the automatic reports set up in KSL to report the WIASRD (Workforce Investment Act Standard

Reporting Document).

1

Workforce Planning Guide & Wage Survey

2005 Edition

Local Area III

Johnson

Leavenworth

Wyandotte

2

Kansas Department of Labor

Labor Market Information Services


Local Area III – 2005 Edition

The Honorable Kathleen Sebelius

Governor

State of Kansas

Jim Garner, Secretary


Mission Statement

The mission of Labor Market Information Services is to provide the customers of the Kansas workforce

development system with timely, accurate and relevant labor market information that will support business

and job growth in an increasingly competitive global economy.

Table of Contents

Introduction .................................................................................................3

Population ...................................................................................................4

Labor Supply ...............................................................................................6

Employment ................................................................................................9

Commuting Patterns..................................................................................12

Job Vacancies ............................................................................................14

Education ..................................................................................................16

Employee Benefi ts ....................................................................................17

Income .......................................................................................................18

Wages ........................................................................................................19

Wage Survey .............................................................................................20

Dorothy D. Stites, Director



401 SW Topeka Boulevard

Topeka KS 66603-3182

Phone 785-296-5058

Fax 785-296-5286

Web site: www.dol.ks.gov

E-mail: [email protected]

For further information, please contact:

3





The Workforce Investment Act (WIA) of 1998 created an opportunity for the Kansas Department of Labor

(KDOL) to assist with providing customers of the Kansas workforce development system with labor market

information that will support business and job growth in an increasingly competitive global economy. To achieve

this goal, Labor Market Information Services (LMIS), the statistical branch of KDOL, focused attention on

transforming statewide data into regional data, customized for each Local Area.

The State of Kansas is divided into fi ve Local Areas for purposes of workforce development. Local Area III is

a three-county area in the eastern part of Kansas. Counties in this area border Missouri and cover less than two

percent of the state or approximately 1,092 square miles.

The 2005 Workforce Planning Guide and Wage Survey for Local

Area III, in addition to publications for the other four Local Areas,

can be obtained on the KDOL Web site at www.laborstats.org.

Publications for the previous four years also are available on the

Web site.

It is hoped that this publication will be useful to a number of

different data users. While the information presented in this

publication is broad and covers many areas, individual users are

encouraged to contact LMIS for additional assistance with their

particular data needs.

What’s New

Items that are new or of possible

interest to our data users are

highlighted throughout this

publication in yellow boxes and

labeled “What’s New.”

Local Area II

Local Area III

Local Area I

Local Area IV Local Area V

Introduction

MARSHALL NEMAHA BROWN

ATCHISON

JEFFERSONJACKSON

POTTAWATOMIE

GEARY

OSAGE

COFFEY

WOODSON

LABETTE

WILSON NEOSHOCRAWFORD

BOURBONALLEN

LINNANDERSON

FRANKLIN MIAMI

DOUGLAS

CHEROKEEHARPERSUMNER

COWLEY

CHAUTAUQUA

SEDGWICK

BUTLER

ELK

GREENWOOD

LYON

CLAY

KINGMAN

DONIPHAN

WASHINGTON

JOHNSON

WABAUNSEE LEAVENWORTH

WYANDOTTE

SHAWNEE

STANTON

STEVENS MEADESEWARD CLARK COMANCHE BARBER

PRATTKIOWA

EDWARDSFORDGRAY

GRANT HASKELL

MORTON

RILEY

HAMILTON

GREELEY

HARVEY

MORRIS

RENO

DICKINSON

MARION

SALINE

McPHERSON

ELLSWORTH

STAFFORD

PAWNEE

HODGEMANFINNEYKEARNY

SCOTT LANEWICHITA NESS RUSH BARTON

RICE CHASE

WALLACE

SHERMAN

CHEYENNE RAWLINS DECATUR PHILLIPS SMITH JEWELL

OTTAWA

CLOUD

LINCOLN

OSBORNE

RUSSELL

ROOKSSHERIDANTHOMAS

GOVELOGAN

MITCHELL

REPUBLICNORTON

GRAHAM

TREGO

ELLIS

MONTGOMERY

4





Population

Source: U.S. Census Bureau, Population Estimates Program.

Source: U.S. Census Bureau, Population Estimates Program.

Local Area III

County Population

Local Area III

Population Change

Population trends affect employment opportunities

in a number of ways. Continued growth means

more consumers of goods and services, spurring

demand for workers in a wide range of occupations

and industries. Changes in population infl uence

the demand for goods and services. For example,

a growing and aging population has increased the

demand for health services across the nation.

The population estimates on these two pages are

based on the 2000 Census.

Local Area III had a population of 725,617 in 2004,

an increase of 10,465 over 2003. This was a 1.5

percent gain over the year. Although Local Area III

consists of only three counties in the Kansas City

area, it has always been the most populated Local

Area in Kansas and contains approximately 26

percent of the total population of the state in 2004.

All three of the counties in this area are in the top six

most populated counties in the state.

Johnson County’s population increased the most in

Local Area III from 2003 to 2004, growing 10,176.

At 2.1 percent, this was also the largest percent

increase in the area over the year. Leavenworth

County added 893 individuals to its population

number in 2004, which was a 1.2 percent increase.

1,000,000

800,000

600,000

400,000

200,000

0 2002 2003 2004

705,656 715,152 725,617

600,000

500,000

400,000

300,000

200,000

100,000

0

Johnson Wyandotte Leavenworth

2003 486,515 157,091 71,546

2004 496,691 156,487 72,439

5





Source: U.S. Census Bureau, Population Estimates Program.Note: Some people may fall into more than one category, therefore, the sum of the categories may not add up to equal the total of all persons.

Local Area III

Population by Ethnic Origin and Gender

Female

Male

Source: Certifi ed Kansas Population, Division of the Budget, July 1, 2005.

Local Area III

Top 10 Largest Cities

Population

2004 Ethnic Origin Population Percent

2004 Gender Population Percent

2004 City - County Population

725,617

604,564 83.3

64,851 8.9

47,569 6.6

21,368 2.9

17,374 2.4

13,803 1.9

3,334 0.5

324 0.0

Wyandotte County experienced the only

drop in population in the area, with a loss

of 604 residents. This was a 0.4 percent

decline.

Johnson County, with a population of

496,691 in 2004, continues to be the largest

populated county in Local Area III, as well

as the largest in the state. Wyandotte and

Leavenworth counties ranked fourth and

sixth in the state in 2004, with population

totals of 156,487 and 72,439 respectively.

Population by Ethnic Origin and Gender

reports also are known as Affi rmative

Action reports and are available by county,

metropolitan area, labor market area and

statewide. These data come from the

U.S. Census Bureau and are maintained

by the U.S. Department of Labor. These

reports are widely used by companies with

government contracts which are required

to develop affi rmative action plans. They

also are useful to people who are interested in population workforce

demographics.

According to the U.S. Department of Labor, Bureau of Labor

Statistics, minorities and immigrants will constitute a larger share of

the U.S. population in 2012. The number of Hispanics is projected

to continue to grow much faster than those of all other racial and

ethnic groups.

There were signifi cant population gains in several cities in Local

Area III during 2004. Overland Park added 2,269 residents while

Olathe added 3,040. Shawnee increased by 2,093 over the year and

Gardner moved up by 1,296. The losses were few.

Overland Park continues to be the largest city in Local Area III with

a population of 162,637 in 2004, followed by Kansas City with

145,010 and Olathe with 108,314. They are the second, third and

fi fth largest cities in the state, respectively. Shawnee and Lenexa

rank seventh and 10th.

Total Population

White

Black or African American

Hispanic or Latino Origin

Some other race

Asian

Two or more races

American Indian and Alaska Native

Native Hawaiian and Other Pacifi c Islander

368,109 50.7

357,508 49.3

Overland Park - Johnson 162,637

Kansas City - Wyandotte 145,010

Olathe - Johnson 108,314

Shawnee - Johnson 56,186

Lenexa - Johnson 42,548

Leavenworth - Leavenworth 35,318

Leawood - Johnson 29,488

Prairie Village - Johnson 21,585

Gardner - Johnson 12,966

Merriam - Johnson 10,791

6





Labor Supply

Total CLF

Employment

Unemployment

Unemployment Rate

Source: Kansas Department of Labor, Labor Market Information Services. Annual averages.

Local Area III

Civilian Labor ForceWhat’s New

During the 2005 calendar year, a major change in methodology

for producing the state unemployment rate was introduced

nationwide. This new system better refl ects today’s

unemployment rate as opposed to years past when the rate

was based mainly on historical patterns. Today’s monthly

unemployment rates are based on real time benchmarking,

meaning it will sooner refl ect economic events that happen

nationwide or statewide, such as 9/11, and its far reaching

effects. The new rates also will refl ect regional infl uences as

each state was put into a Census Region. Kansas was put into

the West North Central Region with Iowa, Missouri, Nebraska,

South Dakota, North Dakota and Minnesota. Historical rates

were revised through 1976 on a statewide basis only.

Source: Kansas Department of Labor, Labor Market Information Services and the U.S. Department of Labor, Bureau of Labor Statistics. Annual averages.

Statewide labor force estimates are

published monthly and used to

measure the civilian workforce. These

data include the number of individuals who

are employed during the reference week

and the number of unemployed who have

looked for a job during the past four weeks.

The Current Population Survey (CPS),

conducted by the U.S. Census Bureau, is

used in determining the statewide estimates.

383,663 391,422

358,812 368,353

24,851 23,069

6.5% 5.9%

Civilian Labor Force 2003 2004

The unemployment rate represents the number of unemployed as a

percent of the labor force.

Local Area III is represented by only three counties - Johnson,

Wyandotte and Leavenworth. These three counties represent the

largest civilian labor force in the state.

Kansas Wyandotte LeavenworthJohnson Area III National

12%

10%

8%

6%

4%

2%

0%2000 2001 2002 2003 2004

Local Area III

Unemployment Rate

7





Local Area III

Number of Initial Claims Filed for

Unemployment Benefi ts

Source: Kansas Department of Labor, Labor Market Information Services.

Labor Supply

What’s New

The Kansas Local Area Unemployment

Statistics Program is using new federal

statistical area designations. The new

designations changed the Topeka, Wichita and

Kansas City Metropolitan Statistical Areas

(MSA). The Topeka MSA now includes

Jackson, Jefferson, Osage and Wabaunsee

counties as well as Shawnee County. The

Wichita MSA added Sumner County to the

existing area that included Butler, Harvey

and Sedgwick counties. The Kansas City,

Kansas MSA now includes six counties,

adding Franklin and Linn, to the previous area

that included Johnson, Leavenworth, Miami

and Wyandotte counties. Doniphan County

became part of the St. Joseph, Missouri

MSA. The Lawrence MSA still includes only

Douglas County. It is the only MSA that did

not change.

50,000

40,000

30,000

20,000

10,000

0

Num

ber

of C

laim

s

34,55736,374 35,944

25,099

2001 2002 2003 2004

In Local Area III, the number of people employed

grew by more than 9,500 from 2003 to 2004.

Area III represents 27 percent of the statewide labor

force and employed persons. It represents 29 percent

of all those unemployed statewide.

Johnson County ranks number one in civilian labor

force and number of people employed. It ranks

second in the number of unemployed statewide.

Statewide, Wyandotte County ranks fourth in civilian

labor force and number of employed and third in the

number of unemployed.

Leavenworth County ranks seventh in civilian labor

force, seventh in the number of employed and sixth in

the number of unemployed statewide.

There were an estimated 25,000 initial claims for

unemployment benefi ts fi led in Area III in 2004.

This number represents just over 19 percent of the

initial unemployment claims fi led in the state. In

Area III, benefi t payments totaled $68.5 million while

the average claimant received 13 weeks of benefi ts

and an average weekly benefi t amount of $257.

When 50 or more people are laid off from a

business in a fi ve-week period, regardless of

the duration of the layoff, it is considered a mass

layoff. At the end of each quarter, extended mass

layoff numbers refl ect layoffs that exceed 30 days

in duration, thereby excluding temporary plant

shutdowns and other types of short-term layoffs.

Seven establishments located in Local Area III

experienced mass layoffs during 2004, affecting 1,863

workers. Forty-six percent of the layoffs occurred

in the Information industry while 22 percent were

in Construction. An additional 17 percent were in

Retail Trade; seven percent in Other Services, Except

Public Administration; fi ve percent in Transportation

and Warehousing and three percent in Finance and

Insurance.

8





Labor Supply

A total of 19,448 job seekers were

registered with a Kansas Workforce

Development Offi ce in Local Area III

during the 12-month period between July

1, 2004 and June 30, 2005. While all

job seekers in this area are not registered,

examining the applicant data does give

some insight into the type of workers

available for employment.

More than 22 percent of those applicants

were classifi ed in the Offi ce and

Administrative Support Job Family of the

O*Net classifi cation system. O*Net, the

Occupational Information Network, is a

comprehensive database of worker attributes

and job characteristics. Major O*Net

categories, also known as Job Families, are

groups of occupations based upon work

performed, skills, education, training and

credentials. Additional information about

O*Net can be found on the Internet at www.

onetcenter.org.

Local Area III

Registered Job Seekers

Source: Kansas Department of Commerce, America’s Job Link Alliance-Technical Support, America’s Job Link Workforce Development Automated Reporting System. This data represents the number of persons registered with a Workforce Development Offi ce between July 1, 2004 and June 30, 2005.

Major O*Net Category Percent

Total Applicants 100.0

Offi ce and Administrative Support 22.3

Sales and Related 11.6

Production 9.6

Transportation and Material Moving 8.2

Management 7.8

Food Preparation and Serving Related 6.2

Construction and Extraction 4.9

Building and Grounds Cleaning and Maintenance 4.4

Healthcare Support 3.8

Business and Financial Operations 3.0

Installation, Maintenance and Repair 3.0

Computer and Mathematical 2.7

Personal Care and Service 2.3

Protective Service 2.0

Healthcare Practitioners and Technical 1.6

Education, Training and Library 1.4

Community and Social Services 1.3

Architecture and Engineering 1.2

Arts, Design, Entertainment, Sports and Media 1.2

Life, Physical and Social Sciences 0.6

Legal 0.4

Farming, Fishing and Forestry 0.3

Military Specifi c 0.2

9





Employment

Local Area III

Employment and Wages by Industry Sector

Total

Agriculture, Forestry, Fishing and Hunting

Mining

Utilities

Construction

Manufacturing

Wholesale Trade

Retail Trade

Transportation and Warehousing

Information

Finance and Insurance

Real Estate and Rental and Leasing

Professional and Technical Services

Management of Companies and Enterprises

Administrative and Waste Services

Educational Services

Health Care and Social Assistance

Arts, Entertainment and Recreation

Accommodation and Food Services

Other Services, except Public Administration

Government

Employment Annual Average Wages

Source: Kansas Department of Labor, Labor Market Information Services. Quarterly Census of Employment and Wages, 2004 annual average. Note: Columns do not add due to rounding.

Percent Compared Local of Local to Statewide Area III Statewide Statewide Area III Statewide

Industry Sector

1,296,586 390,436 30.1 $32,742 $40,388 $7,646

8,994 336 3.7 $27,411 $25,615 -$1,796

7,041 350 5.0 $42,242 $48,687 $6,446

7,206 1,649 22.9 $62,109 $56,028 -$6,080

63,012 19,757 31.4 $34,774 $42,882 $8,108

176,509 34,547 19.6 $43,032 $48,547 $5,515

59,847 22,709 37.9 $45,859 $55,725 $9,866

151,080 46,608 30.8 $20,838 $23,933 $3,095

39,566 16,108 40.7 $33,893 $35,519 $1,626

41,662 23,846 57.2 $56,017 $72,269 $16,252

54,741 22,914 41.9 $46,959 $58,402 $11,443

15,235 5,931 38.9 $27,788 $35,526 $7,738

54,697 26,824 49.0 $44,497 $55,370 $10,873

9,310 3,371 36.2 $58,177 $67,380 $9,204

64,132 29,110 45.4 $24,739 $26,902 $2,163

10,029 3,034 30.3 $26,796 $30,800 $4,004

146,661 39,454 26.9 $31,574 $38,747 $7,173

13,727 5,318 38.7 $14,919 $16,657 $1,738

97,299 28,014 28.8 $11,531 $15,918 $4,387

38,092 10,303 27.0 $21,838 $25,939 $4,102

237,744 50,252 21.1 $31,517 $39,434 $7,917

The Quarterly Census of Employment and Wages

(QCEW) is developed through a cooperative

program between the Kansas Department of Labor

and the U.S. Department of Labor, Bureau of

Labor Statistics. These data are extracted from tax

documents submitted by employers subject to the

Kansas Employment Security Law. While this is not

a measure of all the employment in the state, these

reports include the most accurate employment and

wage data available.

Data is presented using the North American

Industry Classifi cation System (NAICS). With this

classifi cation system, establishments are grouped

together, fi rst in industry sectors and then in industry

sub-sectors, based on the activities in which they are

primarily engaged.

These statistics indicate that 57.2 percent of all jobs

in the state in the Information industry are in Local

Area III. Professional and Technical Services, at 49.0

percent, reported the second highest employment per-

centage. The average wage in relation to each industry

sector in Local Area III is higher than the statewide

average, with the exception of two sectors: Utilities

and Agriculture, Forestry, Fishing and Hunting.

Additionally, the Local Area III combined average

wage is greater than the statewide average wage.

10





Employment

Local Area III

Top 10 Industry Sub-Sectors by Employment

Source: Kansas Department of Labor, Labor Market Information Services. Quarterly Census of Employment and Wages, 2004 annual average.

Local Area III

Establishments by Size

Source: Kansas Department of Labor, Labor Market Information Services. Quarterly Census of Employment and Wages, December 2004.

Two of the top 10 sub-sectors in Local Area III are in Health Care

and Social Assistance industry sector. The remaining sub-sectors all

represent different sectors of the economy.

5 - 4935.1%

50 - 2495.1%

250 +0.9%

0 - 458.9%

Six of the nine sub-sectors illustrated report

higher average annual wages than the

statewide average annual wage of $32,742.

They are: Insurance Carriers and Related

Activities; Professional and Technical

Services; Merchant Wholesalers, Durable

Goods; Ambulatory Health Care Services;

Specialty Trade Contractors; and Hospitals.

A total of 13,701 establishments, 58.9

percent of establishments in Local Area

III, employ fewer than fi ve employees.

Conversely, 216 establishments in Local

Area III employed 250 or more employees.

A signifi cant percentage of the larger

employers within the state are located

in Local Area III. Almost 35 percent

of all establishments employing more

than 250 employees and 31.0 percent of

all establishments employing 50 to 249

employees are doing business in this area.

Average Employment Average Annual Wage

Em

plo

ym

ent

30,000

20,000

10,000

0

Avera

ge A

nnual W

age

$75,000

$50,000

$25,000

$0 Administrative & Professional Food services & Ambulatory Specialty trade Hospitals General Merchant Insurance support services & technical drinking places health care contractors merchandise wholesalers, carriers & related services services stores durable goods activities

11





Employment

In accordance with the Governor’s plan on consolidating agency operations, the Kansas Department of Labor (KDOL) acquired the responsibility for two surveys and one census from the Department of Health and Environment (KDHE). Beginning in 2005, these programs are now administered by LMIS, the statistical branch of KDOL.

KDOL has a cooperative agreement with the Occupational Safety and Health Administration (OSHA), within the U.S. Department of Labor, to provide occupational injury and illness data within specifi c industry and employment size specifi cations. The survey size is approximately 3,800 employers in a seven-state area. The states included are Kansas, Nebraska, Colorado, South Dakota,

What’s New

Local Area III

Major Employers

Source: Info USA, America’s Labor Market Information System. 2005, second edition.

City Employer

Fort Leavenworth Fort Leavenworth

Kansas City Associated Wholesale Grocers

Kansas City Fairfax II Assembly Plant

Kansas City KU Medical Center

Kansas City Providence Medical Center

Kansas City Unifi ed Government of Wyandotte

Lenexa Lab One Inc

Olathe Honeywell International

Olathe Johnson County Courthouse

Olathe Olathe Medical Center

Overland Park Johnson County Community College

Overland Park Overland Park Regional Medical Center

Overland Park Sprint

Overland Park Universal Underwriters Group

Overland Park Yellow Transportation

Shawnee Mission Black & Veatch

Shawnee Mission Deffenbaugh Industries

Shawnee Mission Shawnee Mission Medical Center

North Dakota, Montana and Idaho. LMIS is responsible for collecting and compiling the data to be submitted to OSHA. The information is used to focus OSHA activities and to measure the performance of the Agency in meeting its goal of reducing workplace injuries and illnesses.

The Occupational Safety and Health (OSH) survey is administered under a cooperative agreement between KDOL and the U.S. Department of Labor, Bureau of Labor Statistics (BLS). The sample size of approximately 3,500 businesses in Kansas is selected based upon certain North American Industry Classifi cation System (NAICS) codes identifi ed by BLS. Division employees process and code all workplace injury and illness information submitted by employers. The survey provides annual information on the number and frequency of nonfatal injuries and illnesses occurring in the workplace in Kansas for statistical purposes only. The annual report for Kansas will be available on the KDOL Web site after the fi rst of the year.

KDOL also has a cooperative agreement with BLS to administer the Census of Fatal Occupational Injuries (CFOI) program. This program provides annual information on the frequency of fatal injuries occurring in workplaces in Kansas. Government agencies such as OSH and the National Institute of Occupational Safety and Health (NIOSH) recognize CFOI as the defi nitive source for occupational fatality data. OSHA uses CFOI data to set priorities as well as developing safety standards. NIOSH uses CFOI data in research articles and makes recommendations for good safety practices. The annual report for Kansas will be available on the KDOL Web site after the fi rst of the year.

The list of major employers represents some of the establishments

in this area with the largest number of employees.

12





Commuting Patterns

Wyandotte County

Commuting Patterns

Inflow into Wyandotte County Outflow from Wyandotte County

Source: U.S. Census Bureau. 2000 Census.


OTHER KANSAS COUNTIES

634OTHER KANSAS COUNTIES

2,080

REMAINING STATES

1,054

DOUGLAS

796

LE

AV

EN

WO

RT

H

3,7

93

Leavenworth County

Commuting Patterns

Inflow into Leavenworth County Outflow from Leavenworth County

OTHER KANSAS COUNTIES

351OTHER KANSAS COUNTIES

281

JOHNSON

847

JEFFERSON

400

DOUGLAS

509

ATCHISON302

MISSOURI

COUNTIES

21,595

REMAINING STATES

264

MISSOURI

COUNTIES

14,071

JOHNSON

14,791

WY

AN

DO

TT

E

44,1

09

LE

AV

EN

WO

RT

H

61

2

WY

AN

DO

TT

E

34,7

77

DOUGLAS

200

JOHNSON

18,996

REMAINING STATES

329

MISSOURI

COUNTIES

1,592

REMAINING STATES

163

MISSOURI

COUNTIES

2,958

LE

AV

EN

WO

RT

H

4,8

72

WY

AN

DO

TT

E

612

JOHNSON

3,560

JEFFERSON

95

DOUGLAS

785

LE

AV

EN

WO

RT

H

12,1

18

WY

AN

DO

TT

E

3,7

93

ATCHISON413

13





Commuting Patterns


Inflow into Johnson County Outflow from Johnson County

Commuting pattern data were compiled in the

2000 Census from responses to the long-form

questionnaire about where people work. These data

assist workforce developers with seeing where people

live, compared to where they work.

In 2000, 31,919 individuals both lived and worked

in Wyandotte County. A total of 44,109 individuals

worked in Wyandotte County, but lived outside the

county. Almost 49 percent of these individuals lived

in Missouri and 34 percent lived in Johnson County.

There were 34,777 Wyandotte County residents who

worked in another county or another state in 2000.

Almost 55 percent of these residents worked in Johnson

County and 40 percent worked in Missouri. Further

statistics indicate that 200 Wyandotte County residents

commuted to Douglas County to work.

These commuting pattern statistics indicate that 19,105

individuals both lived and worked in Leavenworth

County. A total of 4,872 individuals worked in

Leavenworth County, while living outside the county.

Almost 33 percent of these individuals lived in

Missouri, while more than 17 percent lived in Johnson

County. A signifi cantly higher number of individuals,

12,118, lived in Leavenworth County, but commuted

outside the county to work. More than 31 percent of

these individuals commuted to Wyandotte County and

almost 29 percent commuted to Johnson County.

In 2000, a total of 165,924 individuals both lived and

worked in Johnson County. Individuals from outside

the county, commuting to work in Johnson County

totaled 99,439. A total of 77,984 Johnson County

residents were employed outside the county. Almost 73

percent of the Johnson County residents who commuted

to work elsewhere stated they worked in Missouri and

19 percent stated they worked in Wyandotte County.

More than 58 percent of the individuals commuting to

Johnson County to work lived in Missouri and more

than 19 percent lived in Wyandotte County.

Commuting pattern data for other counties can be

accessed on the U.S. Census Bureau Web site at

www.census.gov. LMIS can provide assistance with

obtaining this data for a specifi c county.

Johnson County

Commuting Patterns

OTHER KANSAS

COUNTIES

3,055

REMAINING STATES

1,738

MISSOURI

COUNTIES

58,088

JOHNSON

99,439

MIAMI

5,950

DOUGLAS

5,578

FRANKLIN2,474

LE

AV

EN

WO

RT

H

3,5

60

WY

AN

DO

TT

E

18

,99

6

OTHER KANSAS

COUNTIES

1,333

MISSOURI

COUNTIES

56,655JOHNSON

77,984

MIAMI

564

DOUGLAS

1,462

FRANKLIN314

WY

AN

DO

TT

E

14

,79

1

REMAINING STATES

2,018

LE

AV

EN

WO

RT

H

84

7

14





Job Vacancies

What’s NewThe Workforce Investment Act of 1998 stressed the need for expanded data at both state and local levels. This Act also emphasized that standardized data collection for comparison across states would provide a consistent means for businesses and job seekers to make informed employment decisions. KDOL has made special efforts to insure that the LMIS division is involved in providing Kansas workforce development customers with benefi cial information. The division has been actively involved with implementing new programs in Kansas, such as the Kansas Job Vacancy Survey, and collaborating with other state agencies to provide consistent information, such as the Employee Benefi t Survey.

Local Area III

Top 10 Occupations with the Most Job Vacancies

Source: Kansas Department of Labor, Labor Market Information Services. Second quarter of 2005.

Number Job Average of Vacancy Wage Vacancies Rate Offer

Local Area III

Job Vacancies by Hourly Wage Range


Job Title

Waiters & Waitresses 570 8.5% $ 5.21

Customer Service Representatives 504 7.9% $ 8.88

Registered Nurses 503 6.1% $ 19.63

Truck Drivers, Heavy & Tractor-Trailer 482 8.0% $ 12.89

Laborers & Freight, Stockers, &

Material Movers 472 6.1% $ 10.03

Cashiers 469 4.9% $ 7.31

Landscaping & Groundskeeping Workers 450 17.0% $ 8.28

Retail Salespersons 399 3.0% $ 8.63

Cement Masons & Concrete Finishers 371 58.9% $ 12.34

Nursing Aides, Orderlies, & Attendants 284 5.7% $ 10.35

The 2005 Job Vacancy Survey, conducted

by KDOL, revealed there were an

estimated 13,162 job vacancies in Local

Area III during the second quarter. This

number represents approximately one-third

of all job vacancies in the state.

One measure of the workforce demand

included in this analysis is the job vacancy

rate. This rate is a computation of the

number of job vacancies as a percent of all

fi lled positions. The job vacancy rate across

all occupations in Local Area III is 3.3

percent or more than three job vacancies for

every 100 fi lled positions.

In Local Area III, the occupation with

the most job vacancies is waiters and

waitresses, with an estimated 570 job

openings and a job vacancy rate of 8.5

percent. The occupation with the highest

job vacancy rate is cement masons and

concrete fi nishers, with a rate of 58.9

percent and 371 openings. The high job vacancy rate is most likely

due to the timing of the survey.

Seventy-eight percent of the reported job openings for this area are

full-time positions, with an average wage offer of $12.87 an hour,

and 87 percent are permanent positions, with an average wage offer

of $12.02 an hour.

Per

cent

of

Job V

acan

cies

40%

30%

20%

10%

0% Less than $8.00 - $12.00 - $16.00 - $20.00 $8.00 $11.99 $15.99 $19.99 and over

15%

26%

17%

7% 6%

15





Job Vacancies

Local Area III

Change in Total Job Vacancies

Source: Kansas Department of Labor, Labor Market Information Services.

What’s New

Local Area III

Job Vacancies by Required Education


In 2005, the second annual Kansas Job Vacancy Survey (JVS) was released by KDOL. This

publication highlights unfi lled jobs in Kansas and is a

useful tool for workforce development and education

professionals, as well as Kansas businesses. A total

of 4,681 Kansas employers were surveyed. The

results revealed there were approximately 36,000

job vacancies across the state during the second

quarter of 2005. This translates into a 2.8 percent

job vacancy rate statewide, or almost three job

vacancies for every 100 fi lled positions in the state.

The previous year’s survey showed there was a 2.6

percent job vacancy rate in the comparable quarter.

Thirty percent of the job vacancies reported in Local Area III

offer a starting wage of at least $12.00 an hour. This area has the

highest average wage offer for all job openings, at $11.68 an hour.

The number of positions open-for-hire in this area during the

months of April, May and June of 2005 is almost 35 percent

higher than the number of positions open-for-hire during the

same three-month period in 2004.

Thirty percent of the positions open-for-hire in Local Area III

require a post-secondary degree or vocational degree. It is

The 2005 Kansas Job Vacancy Survey provides

statewide information as well as data for each of

the fi ve Local Areas of the state. The complete

report can be obtained on the KDOL Web site at

www.dol.ks.gov.

The tools and methodology used in this study

were consistent with those used by other states.

Funding for the study was secured from a grant

under the Workforce Investment Act. This year

a Job Vacancy User Group was formed that

includes members from several states, including a

representative from KDOL.

evident from the results

of this study that the more

education the position

requires, the more it is

likely to pay. The average

hourly wage offer for these

positions ranges from $13.70

for positions requiring a

vocational certifi cate to

$27.79 for positions requiring

an advanced degree.

Eighteen percent of the job

openings in Local Area III

do not require any specifi c

education, work experience

or license, labeling them as

true entry-level positions.

Num

ber

of

Job V

acan

cies 15,000

10,000

5,000

0 2Q 2004 2Q 2005

50%

40%

30%

20%

10%

0%

$40.00

$30.00

$20.00

$10.00

$0.00 No Education High School Vocational Associates Bachelor Advanced Requirement or GED Training Degree Degree Degree

Per

cent

of

Job V

acan

cies

Aver

age

Wag

e O

ffer

Percent of Job Vacancies Average Wage Offer

9,766

13,162

$7.80

$11.07$13.70

$15.08

$19.14

$27.79

16





Education

United States

Unemployment Rate by Educational Attainment

Kansas

Population by Educational Attainment

Johnson County

Median Earnings by Educational Attainment

Source: U.S. Department of Labor, Bureau of Labor Statistics. August 2005. People 25 years and over.

Source: U.S. Census Bureau. 2004 American Community Survey. Workers 25 years and over.

Source: U.S. Census Bureau. 2004 American Community Survey. People 25 years and over.

Bachelor Degree or Higher

No HS Diploma

Some College

High School Graduate

2.1%

3.6%

4.7%

7.6%

Whether the education is a career-related class at

a community college, vocational training or a

bachelor’s degree from the local university, education

is a highly valuable asset when looking for a good

paying job. Statistics from the U.S. Department of

Labor, Bureau of Labor Statistics (BLS) indicate that

the national unemployment rate among people who

have a professional degree was 2.1 percent in August

2005. This is signifi cantly lower than the 7.6 percent

unemployment rate for people who have not graduated

from high school.

In 2004, Kansas was ranked 16th in the nation for the

percent of adult population 25 years and over who

had completed a bachelor’s degree. More than one-

fourth (28 percent) of the population in Kansas had

a bachelor’s degree, compared to 27 percent of the

population in the United States. In addition, almost

one in 10 people in Kansas (nine percent) had an

advanced degree, almost 90 percent of the population

was at least a high school graduate and almost one-

third (31 percent) had completed some college.

Additional statistics available for Johnson County

revealed that almost one-half (49 percent) of people

25 years and over had completed a bachelor’s degree.

These fi ndings are based on data collected in the 2004

American Community Survey (ACS) published by the

U.S. Census Bureau.

Statistics from several sources clearly indicate that

earnings increase as a worker’s level of education rises.

According to the 2004 ACS, the median earnings for a

worker in Kansas with a bachelor’s degree is $36,977,

almost $12,000 more than the median earnings of

$25,075 earned by a high school graduate. Earnings

are high in Johnson County where the median earnings

for a high school graduate is $29,523. In this county,

earnings for individuals with a college degree range

from $45,666 for workers with a bachelor’s degree to

$60,956 for workers with an advanced degree.

Results from the 2005 Kansas Job Vacancy Survey

support this fact. Job vacancies in Local Area III that

required a high school diploma or GED were paying an

average starting wage of $11.07 an hour, while those

that required a bachelor’s degree were offering an

average wage of $19.14 an hour.

$75,000

$50,000

$25,000

$0 No HS High School Some Bachelor Advanced

Diploma Graduate College Degree Degree

Johnson County $14,759 $29,523 $30,766 $45,666 $60,956

Kansas $16,901 $25,075 $27,294 $36,977 $47,196

Pe

rce

nt o

f P

op

ula

tio

n

11%

30%

31%

19%

9%

100%

80%

60%

40%

20%

0%

No HS Diploma

High School Graduate

Some College

Bachelor Degree

Advanced Degree

17





What’s NewCounty Economic Research Inc. (CERI) entered into an agreement with the Kansas Department of Labor (KDOL) to conduct a survey of the fringe benefi ts offered by employers in Johnson County.

Under this agreement, LMIS developed a randomly selected sample of 867 fi rms in Johnson County. The survey was conducted between November 1, 2004 and February 26, 2005. A total of 391 respondents completed the survey, resulting in a 45 percent response rate.

To help provide labor market consumers consistent information about employee benefi ts, the National Employee Benefi t Survey Workgroup was formed in 2001 to address the fringe benefi ts gap. Membership included representatives from Labor Market Information Services divisions across the nation and representatives from the U.S. Department of Labor, Bureau of Labor Statistics and the U.S. Department of Labor, Employment and Training Administration. Representatives from Kansas participated in this workgroup the last four years. This consortium developed a standard survey instrument and a recommended methodology and guidelines for conducting employee benefi t surveys that could be used by all states to produce information useful to all customer groups. The standard survey instrument and methodology was used for the 2005 Johnson County Employee Benefi t Survey to assist the workgroup with piloting the survey instrument, methodology and recommended processes. In 2005, representatives from Kansas also assisted with presenting training sessions on conducting employee benefi t surveys.

United States

Workers Offered Benefi ts

Source: U.S. Department of Labor, Bureau of Labor Statistics. 2005 National Compensation Survey.

Johnson County – Establishments Offering

Benefi ts to Full-Time Workers

Source: Kansas Department of Labor, Labor Market Information Services. 2005 Johnson County Employee Benefi t Survey.

Employee Benefi ts

Currently there is limited information about employee

benefi ts for the State of Kansas. The recent Johnson

County Employee Benefi t Survey (EBS), conducted by

Labor Market Information Services (LMIS), offers some

valuable information about employee benefi ts for those

working in Johnson County.

Results from the 2005 study indicate that 89 percent of the

establishments in Johnson County offer medical insurance

to their full-time employees and 20 percent offer it to

their part-time employees. By analyzing this same data at

the worker level, the results refl ect that 90 percent of the

full-time workers in Johnson County are offered medical

insurance and 22 percent of part-time workers are offered

this benefi t.

On average, 75 percent of the cost of the employee

portion of medical insurance for a full-time employee and

59 percent of the cost of the employee portion of medical

insurance premium for a part-time employee is paid for by

the employer.

The most common type of paid leave is paid vacation

leave, followed by paid holidays. Over all industry groups

and all size classes, 81 percent of the establishments in

Johnson County offer paid vacation leave to their full-time

employees and 79 percent offer paid holidays.

The average number of paid vacation days offered per

year to full-time employees is eight days after one year

of service, 10 days after three years and 13 days after fi ve

years. The average number of paid vacation days for part-

time employees is not much lower, at seven days after one

year of service, eight days after three years and 10 days

after fi ve years. The average number of paid holidays

offered per year is seven days for both full-time and part-

time employees.

Among other benefi ts commonly offered, the survey

respondents reported that 76 percent of the establishments

in Johnson County offer a retirement plan to their full-

time employees and 31 percent offer retirement benefi ts

to their part-time employees. In addition, 45 percent of

Johnson County establishments offer some type of tuition

or educational assistance to their full-time employees and

14 percent offer this valuable opportunity to their part-

time employees.

MedicalInsurance

RetirementPlan

Paid VacationLeave

Paid SickLeave

70%60%

77%

58%

MedicalInsurance

RetirementPlan

Paid VacationLeave

Paid SickLeave

89%76% 81%

50%

18





Local Area III

Median Household Income

Income

Source: U.S. Census Bureau. 2002 Small Area Income and Poverty Estimates, released December 2004.

Median household income is one

indicator that can be used to

measure the wealth of the population of an

area. The median income of households

includes the income of the householder

and all other persons 15 years old and

over in the household, whether related to

the householder or not. Because many

households consist of only one person,

median household income is usually less

than median family income. Median

household income represents the value in

the middle when all incomes in a given

geographical area are arranged from highest

to lowest.

Per capita personal income serves as

an indicator of the economic well-

being of the residents in an area and is

another measure of the wealth of an area’s

population. Per capita is a Latin phrase

meaning “for each head.” Per capita

personal income is defi ned as the total

personal income of all people in an area,

divided by the number of people. Because

it is divided by the total population, it can be

infl uenced by the number of persons under

the age of 16 and over the age of 65.

The average per capita personal income in

Local Area III is $30,548 compared to the

statewide per capita personal income of

$29,438.

The average median household income for Local Area III is $49,841, compared to a statewide median household

income of $42,104.

Johnson County, at $66,974, is ranked fi rst in the state with the highest median household income, followed by

Leavenworth County, ranked second with a median income of $50,083.

Local Area III

Per Capita Personal Income

Source: U.S. Department of Commerce, Bureau of Economic Analysis. 2003 average.

Johnson County, at $43,912, also is ranked fi rst in the state for the highest per capita personal income.

In addition to income estimates by county, estimates for each of the metropolitan and micropolitan statistical areas

of the state also are available from the U.S. Department of Commerce, Bureau of Economic Analysis. Per capita

personal income for the metropolitan portion of the State of Kansas (all metropolitan areas) is $32,437, while the

income for the non-metropolitan portion of the state is $24,463.

$80,000

$60,000

$40,000

$20,000

$0 Kansas Local Area III Johnson Leavenworth Wyandotte

Income $42,104 $49,841 $66,974 $50,083 $32,465

$60,000

$40,000

$20,000

$0 Kansas Local Area III Johnson Leavenworth Wyandotte Income $29,438 $30,548 $43,912 $26,198 $21,534

19





Local Area III

Top 10 Highest Paying Occupations

Wages

Source: Kansas Department of Labor, Labor Market Information Services. Average hourly wages for second quarter 2004.

Local Area III

Selected Occupations with Higher Wages


Mean Hourly Wage

Area III Statewide Occupational Title

Nine of the top 10 highest paying occupations in the second quarter of 2004 were in the Healthcare Practitioners

and Technical occupational group.

Two of the top 10 highest paying occupations also were among the top 10 in the other four Local Areas. These

occupations were internists, general, and family & general practitioners.

The table below lists selected occupations where the average wages were found to be higher in Area III than the

statewide average. The list presents 10 occupations where a signifi cant difference was present.

Purchasing Agents & Buyers, Farm Products $45.22 $22.81 $22.41

Appraisers & Assessors of Real Estate $37.50 $24.21 $13.29

Psychiatrists $87.23 $75.85 $11.38

Landscape Architects $40.97 $29.97 $11.00

Postmasters & Mail Superintendents $31.31 $21.84 $9.47

Emergency Management Specialists $25.47 $16.45 $9.02

Public Relations Managers $48.31 $39.40 $8.91

Chief Executives $66.56 $58.08 $8.48

Service Unit Operators, Oil, Gas & Mining $21.07 $12.68 $8.39

Social Scientists & Related Workers, All Other $32.72 $24.61 $8.11

Psychiatrists

Obstetricians & Gynecologists

Surgeons

Family & General Practitioners

Anesthesiologists

Physicians & Surgeons, All Other

Chief Executives

Internists, General

Health Diagnosing & Treating Practitioners, All Other

Pediatricians, General

$87.23

$87.16

$84.87

$81.46

$79.17

$73.32

$66.56

$64.14

$63.44

$61.57

Difference

20





What’s New

Wage Survey

Several opportunities have been presented for the division of Labor Market Information Services to meet

specifi c needs of customers on a fee-for-services basis. These services involve contractual agreements with

the Kansas Department of Labor (KDOL) to provide data to meet the specifi c needs of the customer.

In the last few years KDOL has obtained the capability to provide wage data on a county or regional basis.

A county must have suffi cient population to provide a valid survey sample of fi rms to produce reliable

results. At this time LMIS has successfully produced wage survey reports for counties, including Harvey,

Finney and Johnson. To obtain more information on cost and feasibility for an individual county or

regional wage survey report, contact LMIS at 785-296-5058 and ask for wage survey information.

The Kansas Wage Survey continues to be the most requested publication among those produced by the Kansas

Department of Labor (KDOL). Occupation and wage data are collected under the Occupational Employment

Statistics (OES) program of the U.S. Department of Labor, Bureau of Labor Statistics (BLS). The U.S. Department

of Labor, Bureau of Labor Statistics, contracts with KDOL for the division of Labor Market Information Services

(LMIS) to conduct a bi-annual survey to collect occupational and wage data from employers. Wage data are

updated bi-annually as results from each panel are gathered.

The Standard Occupational Classifi cation (SOC) System is used to classify workers into occupational categories

for the purposes of collecting, calculating and disseminating data. All workers are classifi ed into one of more than

820 occupations according to their occupational defi nition. Together, these detailed occupations comprise 22 major

occupational groups. The defi nitions and illustrative examples of each occupation listed can be found in the Kansas Wage Survey or on the KDOL Web site at www.dol.ks.gov.

The wage information for Local Area III is presented on the following pages. This data was updated through the

second quarter of 2004. The estimated employment represents the number of total wage and salary employment in

this area. The mean wage, also known as the average wage, is the estimated total wages for an occupation divided

by its employment. The median wage is the estimated 50th percentile of the distribution of wages. Annual wages,

listed on page 36, include specifi c occupational titles where workers traditionally work less than 2,080 hours each

year.

Wages for all occupations in Local Area III can be compared to wages in the other Local Areas, metropolitan

statistical areas (MSA) and to the state averages by accessing the KDOL Web site.

21





Wage Survey

Local Area III

Wages by Occupation

SOC Estimated Mean Median Code Occupational Title Employment Wage Wage

Management Occupations

11-1011 Chief Executives .......................................................................................................... 1,600 $66.56 $65.30

11-1021 General & Operations Managers ................................................................................. 5,320 $45.16 $38.63

11-1031 Legislators ...................................................................................................................... 130 $9.74 $6.59

11-2011 Advertising & Promotions Managers ............................................................................. 140 $32.68 $27.73

11-2021 Marketing Managers ....................................................................................................... 550 $50.26 $45.35

11-2022 Sales Managers ............................................................................................................ 1,250 $46.26 $39.94

11-2031 Public Relations Managers ............................................................................................. 140 $48.31 $41.07

11-3011 Administrative Services Managers ................................................................................. 550 $32.04 $30.10

11-3021 Computer & Information Systems Managers ................................................................. 840 $45.64 $42.18

11-3031 Financial Managers ..................................................................................................... 1,340 $39.86 $37.53

11-3041 Compensation & Benefi ts Managers .............................................................................. 130 $36.74 $32.12

11-3042 Training & Development Managers ................................................................................. 90 $39.56 $34.88

11-3049 Human Resources Managers, All Other ......................................................................... 210 $44.66 $36.78

11-3051 Industrial Production Managers ..................................................................................... 500 $40.96 $35.29

11-3061 Purchasing Managers ..................................................................................................... 210 $36.02 $32.65

11-3071 Transportation, Storage, & Distribution Managers ........................................................ 390 $35.50 $32.95

11-9021 Construction Managers ................................................................................................... 730 $38.62 $36.17

11-9031 Education Administrators, Preschool & Child Care Center/Program ............................ 110 $20.19 $16.94

11-9033 Education Administrators, Postsecondary ........................................................................ 80 $35.84 $38.00

11-9039 Education Administrators, All Other ................................................................................ 30 $31.04 $31.87

11-9041 Engineering Managers .................................................................................................... 840 $49.91 $45.78

11-9051 Food Service Managers .................................................................................................. 620 $20.07 $19.04

11-9061 Funeral Directors .............................................................................................................NA $26.87 $30.71

11-9081 Lodging Managers ............................................................................................................ 40 $22.40 $20.41

11-9111 Medical & Health Services Managers ............................................................................ 700 $35.87 $32.02

11-9121 Natural Sciences Managers .............................................................................................. 90 $41.22 $41.79

11-9131 Postmasters & Mail Superintendents ............................................................................... 10 $31.31 $29.53

11-9141 Property, Real Estate, & Community Association Managers ......................................... 360 $28.59 $23.37

11-9151 Social & Community Service Managers ........................................................................ 200 $24.03 $21.73

11-9199 Managers, All Other ....................................................................................................... 960 $38.21 $35.56

Business & Financial Operations Occupations

13-1011 Agents & Business Managers of Artists, Performers, & Athletes .................................... 20 $24.53 $15.94

13-1021 Purchasing Agents & Buyers, Farm Products .................................................................. 40 $45.22 $39.23

13-1022 Wholesale & Retail Buyers, Except Farm Products ....................................................... 680 $23.47 $21.80

13-1023 Purchasing Agents, Except Wholesale, Retail, & Farm Products .................................. 700 $24.67 $23.83

13-1031 Claims Adjusters, Examiners, & Investigators ............................................................ 2,490 $21.42 $19.43

13-1041 Compliance Offi cers, Except Agriculture, Construction, Health & Safety,

& Transportation ...................................................................................................... 730 $24.86 $22.63

22





Wage Survey

Local Area III

Wages by Occupation


13-1051 Cost Estimators ............................................................................................................... 910 $25.54 $24.70

13-1061 Emergency Management Specialists ................................................................................ 20 $25.47 $25.03

13-1071 Employment, Recruitment, & Placement Specialists ..................................................... 770 $22.24 $20.45

13-1073 Training & Development Specialists .............................................................................. 710 $24.56 $22.28

13-1079 Human Resources, Training, & Labor Relations Specialists, All Other ........................ 240 $26.88 $24.30

13-1081 Logisticians .....................................................................................................................NA $16.66 $14.76

13-1111 Management Analysts ................................................................................................. 1,440 $31.90 $26.31

13-1121 Meeting & Convention Planners .................................................................................... 150 $19.04 $17.25

13-1199 Business Operations Specialists, All Other ................................................................. 1,900 $28.66 $26.59

13-2011 Accountants & Auditors .............................................................................................. 3,640 $28.88 $25.42

13-2021 Appraisers & Assessors of Real Estate ........................................................................... 290 $37.50 $29.11

13-2031 Budget Analysts .............................................................................................................. 140 $27.29 $25.63

13-2041 Credit Analysts ............................................................................................................... 300 $21.05 $19.91

13-2052 Personal Financial Advisors ........................................................................................... 350 $48.65 $35.74

13-2053 Insurance Underwriters .................................................................................................. 600 $28.54 $22.76

13-2061 Financial Examiners ......................................................................................................... 70 $33.48 $34.80

13-2072 Loan Offi cers ............................................................................................................... 1,240 $25.37 $22.71

13-2081 Tax Examiners, Collectors, & Revenue Agents ............................................................. 490 $19.10 $18.21

13-2082 Tax Preparers .................................................................................................................. 110 NA NA

13-2099 Financial Specialists, All Other ...................................................................................... 170 $25.26 $23.19

Computer & Mathematical Occupations

15-1011 Computer & Information Scientists, Research ................................................................NA $37.27 $36.24

15-1021 Computer Programmers .............................................................................................. 2,540 $32.53 $32.68

15-1032 Computer Software Engineers, Systems Software ...................................................... 1,120 $36.92 $35.55

15-1041 Computer Support Specialists ..................................................................................... 1,960 $21.35 $18.30

15-1061 Database Administrators ................................................................................................. 530 $30.53 $29.40

15-1071 Network & Computer Systems Administrators ........................................................... 1,410 $28.47 $27.46

15-1081 Network Systems & Data Communications Analysts .................................................... 670 $34.95 $34.71

15-1099 Computer Specialists, All Other ..................................................................................... 100 $27.51 $25.45

15-2011 Actuaries ......................................................................................................................... 200 $53.52 $50.80

15-2041 Statisticians ......................................................................................................................NA $19.70 $18.03

Architecture & Engineering Occupations

17-1011 Architects, Except Landscape & Naval .......................................................................... 430 $28.36 $26.84

17-1012 Landscape Architects .......................................................................................................NA $40.97 $48.59

17-1021 Cartographers & Photogrammetrists ...............................................................................NA $19.72 $17.24

17-1022 Surveyors .......................................................................................................................... 90 $21.35 $20.15

17-2041 Chemical Engineers .......................................................................................................... 90 $39.23 $37.74

17-2051 Civil Engineers ............................................................................................................... 820 $31.83 $30.64

23





Wage Survey

Local Area III

Wages by Occupation


17-2071 Electrical Engineers ........................................................................................................ 460 $32.49 $31.35

17-2081 Environmental Engineers ............................................................................................... 130 $36.41 $37.63

17-2111 Health & Safety Engineers, Except Mining Safety Engineers & Inspectors ................... 90 $30.01 $29.05

17-2112 Industrial Engineers ........................................................................................................ 230 $26.15 $25.58

17-2141 Mechanical Engineers .................................................................................................... 920 $28.00 $25.85

17-2199 Engineers, All Other ....................................................................................................... 180 $32.29 $34.01

17-3011 Architectural & Civil Drafters ........................................................................................ 510 $19.20 $18.81

17-3012 Electrical & Electronics Drafters .................................................................................... 160 $21.25 $19.87

17-3013 Mechanical Drafters ....................................................................................................... 420 $17.72 $16.51

17-3019 Drafters, All Other ............................................................................................................ 20 $15.24 $15.12

17-3022 Civil Engineering Technicians ........................................................................................ 500 $23.81 $22.80

17-3023 Electrical & Electronic Engineering Technicians ........................................................... 470 $18.60 $18.42

17-3025 Environmental Engineering Technicians .......................................................................... 30 $15.16 $14.13

17-3026 Industrial Engineering Technicians .................................................................................. 60 $19.78 $19.81

17-3027 Mechanical Engineering Technicians ............................................................................. 100 $21.43 $20.20

17-3029 Engineering Technicians, Except Drafters, All Other ...................................................... 70 $20.11 $20.85

17-3031 Surveying & Mapping Technicians .................................................................................NA $15.81 $15.66

Life, Physical, & Social Science Occupations

19-1013 Soil & Plant Scientists .....................................................................................................NA $25.36 $27.24

19-1021 Biochemists & Biophysicists ............................................................................................ 50 $32.18 $29.50

19-1022 Microbiologists ................................................................................................................. 50 $20.22 $20.49

19-1029 Biological Scientists, All Other ........................................................................................ 20 $29.62 $33.19

19-1042 Medical Scientists, Except Epidemiologists ................................................................... 110 $32.40 $23.90

19-2031 Chemists ......................................................................................................................... 160 $25.91 $26.28

19-2041 Environmental Scientists & Specialists, Including Health ............................................. 250 $27.35 $26.95

19-2042 Geoscientists, Except Hydrologists & Geographers ........................................................ 30 $29.28 $26.41

19-2043 Hydrologists ..................................................................................................................... 10 $18.71 $18.84

19-3022 Survey Researchers ........................................................................................................ 110 $9.70 $8.03

19-3031 Clinical, Counseling, & School Psychologists ............................................................... 270 $21.39 $19.86

19-3051 Urban & Regional Planners .............................................................................................. 40 $23.75 $21.84

19-3099 Social Scientists & Related Workers, All Other ............................................................. 100 $32.72 $32.48

19-4011 Agricultural & Food Science Technicians ........................................................................ 20 $14.88 $14.53

19-4021 Biological Technicians ................................................................................................... 220 $18.33 $17.21

19-4031 Chemical Technicians ..................................................................................................... 110 $14.58 $14.87

19-4091 Environmental Science & Protection Technicians, Including Health ............................ 140 $15.00 $14.92

19-4099 Life, Physical, & Social Science Technicians, All Other ............................................... 130 $20.33 $20.05

Community & Social Services Occupations

21-1011 Substance Abuse & Behavioral Disorder Counselors .................................................... 120 $14.56 $13.15

24





Wage Survey

Local Area III

Wages by Occupation


21-1012 Educational, Vocational, & School Counselors .............................................................. 340 $22.02 $21.37

21-1015 Rehabilitation Counselors .............................................................................................. 190 $15.03 $14.24

21-1021 Child, Family, & School Social Workers ....................................................................... 480 $15.85 $15.25

21-1022 Medical & Public Health Social Workers ....................................................................... 250 $18.15 $18.55

21-1023 Mental Health & Substance Abuse Social Workers ....................................................... 370 $17.62 $18.03

21-1029 Social Workers, All Other ................................................................................................. 70 $20.87 $19.71

21-1091 Health Educators .............................................................................................................. 70 $18.52 $18.62

21-1092 Probation Offi cers & Correctional Treatment Specialists .............................................. 230 $16.66 $16.35

21-1093 Social & Human Service Assistants ............................................................................... 940 $12.48 $12.24

21-1099 Community & Social Service Specialists, All Other ...................................................... 120 $12.68 $12.25

21-2011 Clergy ............................................................................................................................... 80 $24.81 $27.10

Legal Occupations

23-1011 Lawyers ....................................................................................................................... 1,130 $45.13 $39.44

23-1021 Administrative Law Judges, Adjudicators, & Hearing Offi cers ....................................... 20 $44.08 $44.49

23-1023 Judges, Magistrate Judges, & Magistrates ....................................................................... 70 $37.44 $37.23

23-2011 Paralegals & Legal Assistants ........................................................................................ 480 $16.47 $15.65

23-2092 Law Clerks ....................................................................................................................... 70 $17.92 $18.39

23-2093 Title Examiners, Abstractors, & Searchers ..................................................................... 240 $18.95 $17.27

23-2099 Legal Support Workers, All Other .................................................................................. 710 $19.75 $19.20

Education, Training, & Library Occupations

25-1194 Vocational Education Teachers, Postsecondary .............................................................. 220 $26.36 $26.37

25-2011 Preschool Teachers, Except Special Education .............................................................. 680 $10.84 $10.16

25-3011 Adult Literacy, Remedial Education, & GED Teachers & Instructors ............................. 40 $18.12 $15.83

25-3021 Self-Enrichment Education Teachers ............................................................................. 310 $13.73 $13.77

25-3099 Teachers & Instructors, All Other ................................................................................ 1,350 $15.40 $12.62

25-4012 Curators ............................................................................................................................ 10 $18.01 $19.04

25-4013 Museum Technicians & Conservators .............................................................................. 40 $13.17 $12.34

25-4021 Librarians ........................................................................................................................ 320 $19.99 $20.07

25-4031 Library Technicians ........................................................................................................ 220 $9.52 $8.91

25-9021 Farm & Home Management Advisors .............................................................................NA $16.80 $17.62

25-9031 Instructional Coordinators .............................................................................................. 220 $22.52 $21.27

Arts, Design, Entertainment, Sports, & Media Occupations

27-1011 Art Directors ..................................................................................................................... 40 $28.23 $28.50

27-1021 Commercial & Industrial Designers ............................................................................... 120 $26.55 $23.60

27-1022 Fashion Designers ............................................................................................................ 20 $29.33 $30.14

27-1023 Floral Designers ............................................................................................................. 240 $10.82 $10.40

27-1024 Graphic Designers .......................................................................................................... 760 $17.41 $15.60

25





Wage Survey

Local Area III

Wages by Occupation


27-1025 Interior Designers ............................................................................................................NA $16.95 $17.33

27-1026 Merchandise Displayers & Window Trimmers .............................................................. 350 $11.59 $11.48

27-1029 Designers, All Other ........................................................................................................NA $16.22 $15.89

27-2032 Choreographers .............................................................................................................. 180 $19.96 $22.10

27-3022 Reporters & Correspondents ............................................................................................ 90 $15.26 $13.93

27-3031 Public Relations Specialists ............................................................................................ 670 $24.28 $21.47

27-3041 Editors ............................................................................................................................ 110 $18.74 $17.34

27-3042 Technical Writers ............................................................................................................ 150 $29.58 $24.77

27-3043 Writers & Authors .......................................................................................................... 110 $23.81 $22.62

27-3091 Interpreters & Translators ................................................................................................. 60 $17.21 $17.21

27-3099 Media & Communication Workers, All Other .................................................................. 40 $19.89 $16.67

27-4011 Audio & Video Equipment Technicians ........................................................................... 40 $15.20 $14.87

27-4012 Broadcast Technicians .................................................................................................... 100 $10.23 $9.08

27-4021 Photographers ................................................................................................................. 220 $13.07 $11.26

27-4031 Camera Operators, Television, Video, & Motion Picture ................................................. 60 $11.62 $11.77

27-4032 Film & Video Editors ......................................................................................................NA $20.97 $21.75

27-4099 Media & Communication Equipment Workers, All Other ............................................... 40 $18.73 $16.61

Healthcare Practitioners & Technical Occupations

29-1011 Chiropractors .................................................................................................................... 40 $39.33 $31.71

29-1021 Dentists, General ............................................................................................................ 560 $37.58 $38.31

29-1031 Dietitians & Nutritionists ................................................................................................NA $24.77 $24.65

29-1041 Optometrists ..................................................................................................................... 90 $47.25 $39.02

29-1051 Pharmacists ..................................................................................................................... 770 $34.22 $36.61

29-1061 Anesthesiologists .............................................................................................................NA $79.17 NA

29-1062 Family & General Practitioners ...................................................................................... 180 $81.46 NA

29-1063 Internists, General ............................................................................................................NA $64.14 $54.51

29-1064 Obstetricians & Gynecologists ....................................................................................... 100 $87.16 NA

29-1065 Pediatricians, General ......................................................................................................NA $61.57 $61.31

29-1066 Psychiatrists .....................................................................................................................NA $87.23 NA

29-1067 Surgeons ..........................................................................................................................NA $84.87 NA

29-1069 Physicians & Surgeons, All Other .................................................................................. 260 $73.32 NA

29-1071 Physician Assistants ....................................................................................................... 110 $31.89 $31.36

29-1111 Registered Nurses ........................................................................................................ 8,300 $24.79 $24.48

29-1121 Audiologists .....................................................................................................................NA $22.69 $22.12

29-1122 Occupational Therapists ................................................................................................. 300 $24.94 $24.53

29-1123 Physical Therapists ......................................................................................................... 400 $24.98 $24.69

29-1125 Recreational Therapists .................................................................................................... 60 $15.97 $14.75

29-1126 Respiratory Therapists .................................................................................................... 320 $19.79 $19.69

29-1127 Speech-Language Pathologists ....................................................................................... 230 $21.68 $21.40

26





Wage Survey

Local Area III

Wages by Occupation


29-1131 Veterinarians ................................................................................................................... 230 $30.04 $30.14

29-1199 Health Diagnosing & Treating Practitioners, All Other ................................................. 260 $63.44 NA

29-2011 Medical & Clinical Laboratory Technologists ............................................................... 730 $21.35 $21.42

29-2012 Medical & Clinical Laboratory Technicians .................................................................. 710 $13.81 $13.37

29-2021 Dental Hygienists ........................................................................................................... 570 $28.81 $30.18

29-2031 Cardiovascular Technologists & Technicians ................................................................. 220 $18.59 $19.84

29-2032 Diagnostic Medical Sonographers .................................................................................. 190 $27.96 $27.96

29-2033 Nuclear Medicine Technologists ...................................................................................... 50 $26.67 $27.24

29-2034 Radiologic Technologists & Technicians ....................................................................... 410 $19.54 $19.50

29-2041 Emergency Medical Technicians & Paramedics ............................................................ 140 $14.55 $14.50

29-2051 Dietetic Technicians ....................................................................................................... 110 $10.43 $9.92

29-2052 Pharmacy Technicians .................................................................................................... 630 $12.24 $11.73

29-2054 Respiratory Therapy Technicians ..................................................................................... 70 $13.86 $13.03

29-2055 Surgical Technologists .................................................................................................... 230 $15.78 $15.59

29-2056 Veterinary Technologists & Technicians ........................................................................ 240 $12.02 $11.68

29-2061 Licensed Practical & Licensed Vocational Nurses ...................................................... 1,650 $16.38 $16.40

29-2071 Medical Records & Health Information Technicians ..................................................... 580 $12.98 $12.08

29-2081 Opticians, Dispensing ..................................................................................................... 130 $10.43 $10.29

29-2099 Health Technologists & Technicians, All Other ............................................................... 60 $18.89 $19.14

29-9011 Occupational Health & Safety Specialists ........................................................................ 50 $27.17 $27.37

29-9012 Occupational Health & Safety Technicians ...................................................................... 40 $18.97 $18.58

Healthcare Support Occupations

31-1011 Home Health Aides ........................................................................................................ 790 $9.42 $8.99

31-1012 Nursing Aides, Orderlies, & Attendants ...................................................................... 5,020 $11.96 $11.85

31-1013 Psychiatric Aides .............................................................................................................NA $10.32 $9.85

31-2011 Occupational Therapist Assistants ...................................................................................NA $18.60 $19.06

31-2021 Physical Therapist Assistants ......................................................................................... 210 $18.25 $18.75

31-2022 Physical Therapist Aides .................................................................................................. 70 $10.15 $10.07

31-9011 Massage Therapists .......................................................................................................... 50 $12.21 $13.42

31-9091 Dental Assistants ......................................................................................................... 1,100 $12.22 $12.03

31-9092 Medical Assistants .......................................................................................................... 750 $11.36 $11.42

31-9093 Medical Equipment Preparers ........................................................................................ 250 $10.61 $10.37

31-9094 Medical Transcriptionists ............................................................................................... 240 $14.03 $13.76

31-9095 Pharmacy Aides ...............................................................................................................NA $7.73 $7.67

31-9096 Veterinary Assistants & Laboratory Animal Caretakers ................................................. 410 $8.06 $7.62

31-9099 Healthcare Support Workers, All Other .......................................................................... 440 $12.94 $12.53

Protective Service Occupations

33-1011 First-Line Supervisors/Managers of Correctional Offi cers .............................................. 40 $22.95 $22.97

27





Wage Survey

Local Area III

Wages by Occupation


33-1012 First-Line Supervisors/Managers of Police & Detectives .............................................. 450 $29.61 $29.02

33-1021 First-Line Supervisors/Managers of Fire Fighting & Prevention Workers .................... 220 $24.34 $22.51

33-1099 First-Line Supervisors/Managers, Protective Service Workers, All Other ..................... 140 $15.57 $12.09

33-2011 Fire Fighters ................................................................................................................... 680 $17.84 $18.41

33-2021 Fire Inspectors & Investigators ........................................................................................ 10 $24.15 $24.53

33-3012 Correctional Offi cers & Jailers .................................................................................... 1,110 $15.25 $14.05

33-3021 Detectives & Criminal Investigators .............................................................................. 170 $28.15 $27.00

33-3041 Parking Enforcement Workers .......................................................................................... 10 $13.51 $12.78

33-3051 Police & Sheriff’s Patrol Offi cers ................................................................................ 1,390 $20.52 $20.44

33-9011 Animal Control Workers .................................................................................................. 40 $14.10 $14.92

33-9032 Security Guards ........................................................................................................... 2,030 $10.99 $9.88

33-9091 Crossing Guards ............................................................................................................. 100 $7.94 $7.93

33-9092 Lifeguards, Ski Patrol, & Other Recreational Protective Service Workers .................... 490 $7.25 $7.26

33-9099 Protective Service Workers, All Other ........................................................................... 110 $16.68 $14.91

Food Preparation & Serving-Related Occupations

35-1011 Chefs & Head Cooks ...................................................................................................... 320 $15.86 $15.07

35-1012 First-Line Supervisors/Managers of Food Preparation & Serving Workers ............... 2,160 $13.69 $13.75

35-2011 Cooks, Fast Food ......................................................................................................... 2,010 $7.38 $7.07

35-2012 Cooks, Institution & Cafeteria ..................................................................................... 1,620 $9.17 $8.97

35-2014 Cooks, Restaurant ........................................................................................................ 1,900 $10.04 $9.86

35-2015 Cooks, Short Order ......................................................................................................... 640 $8.43 $8.16

35-2021 Food Preparation Workers ........................................................................................... 2,830 $8.16 $7.92

35-3011 Bartenders .................................................................................................................... 1,150 $8.67 $8.57

35-3021 Combined Food Preparation & Serving Workers, Including Fast Food ...................... 4,670 $7.51 $7.36

35-3022 Counter Attendants, Cafeteria, Food Concession, & Coffee Shop .............................. 1,650 $7.93 $7.84

35-3031 Waiters & Waitresses ................................................................................................... 6,690 $6.96 $6.33

35-3041 Food Servers, Nonrestaurant ...........................................................................................NA $9.11 $9.33

35-9011 Dining Room & Cafeteria Attendants & Bartender Helpers .......................................... 740 $7.43 $7.40

35-9021 Dishwashers .................................................................................................................... 980 $7.68 $7.68

35-9031 Hosts & Hostesses, Restaurant, Lounge, & Coffee Shop ............................................ 1,030 $7.79 $7.71

Building & Grounds Cleaning & Maintenance Occupations

37-1011 First-Line Supervisors/Managers of Housekeeping & Janitorial Workers ..................... 440 $16.23 $15.48

37-1012 First-Line Supervisors/Managers of Landscaping, Lawn Service, &

Groundskeeping Workers ........................................................................................ 370 $16.67 $14.57

37-2011 Janitors & Cleaners, Except Maids & Housekeeping Cleaners .................................. 5,560 $10.00 $9.07

37-2012 Maids & Housekeeping Cleaners ................................................................................ 1,310 $8.17 $8.02

37-2021 Pest Control Workers ...................................................................................................... 140 $19.27 $17.60

37-3011 Landscaping & Groundskeeping Workers ................................................................... 2,640 $11.40 $10.62

28





Wage Survey

Local Area III

Wages by Occupation


37-3012 Pesticide Handlers, Sprayers, & Applicators, Vegetation ................................................. 60 $11.81 $11.67

Personal Care & Service Occupations

39-1021 First-Line Supervisors/Managers of Personal Service Workers ..................................... 350 $16.27 $15.12

39-2011 Animal Trainers ................................................................................................................ 10 $15.88 $13.74

39-2021 Nonfarm Animal Caretakers ........................................................................................... 310 $8.32 $7.66

39-3031 Ushers, Lobby Attendants, & Ticket Takers ................................................................... 370 $7.49 $7.34

39-3091 Amusement & Recreation Attendants ............................................................................ 740 $7.72 $7.39

39-3093 Locker Room, Coatroom, & Dressing Room Attendants ............................................... 120 $8.34 $7.95

39-3099 Entertainment Attendants & Related Workers, All Other ................................................. 90 $8.40 $8.36

39-4011 Embalmers .......................................................................................................................NA $13.35 $13.37

39-4021 Funeral Attendants ...........................................................................................................NA $6.74 $6.81

39-5012 Hairdressers, Hairstylists, & Cosmetologists .............................................................. 1,420 $12.58 $10.51

39-5092 Manicurists & Pedicurists ................................................................................................ 90 $10.14 $9.89

39-5094 Skin Care Specialists .......................................................................................................NA $11.73 $11.96

39-6011 Baggage Porters & Bellhops ...........................................................................................NA $12.06 $9.96

39-9011 Child Care Workers ..................................................................................................... 1,520 $8.03 $7.82

39-9021 Personal & Home Care Aides ...................................................................................... 1,480 $8.32 $8.16

39-9031 Fitness Trainers & Aerobics Instructors ......................................................................... 780 $14.33 $14.28

39-9032 Recreation Workers ........................................................................................................ 650 $9.52 $9.28

39-9041 Residential Advisors ......................................................................................................... 20 $11.27 $9.99

Sales & Related Occupations

41-1011 First-Line Supervisors/Managers of Retail Sales Workers .......................................... 4,000 $16.56 $14.24

41-1012 First-Line Supervisors/Managers of Non-Retail Sales Workers ................................. 1,650 $41.13 $33.98

41-2011 Cashiers ....................................................................................................................... 9,580 $8.11 $7.89

41-2021 Counter & Rental Clerks ............................................................................................. 1,360 $9.17 $8.24

41-2022 Parts Salespersons .......................................................................................................... 700 $14.03 $13.60

41-2031 Retail Salespersons .................................................................................................... 13,200 $10.58 $8.43

41-3011 Advertising Sales Agents ................................................................................................ 580 $21.86 $16.25

41-3021 Insurance Sales Agents ................................................................................................ 1,510 $28.17 $19.91

41-3031 Securities, Commodities, & Financial Services Sales Agents ..................................... 1,120 $40.79 $32.21

41-3041 Travel Agents .................................................................................................................. 250 $11.50 $10.36

41-3099 Sales Representatives, Services, All Other .................................................................. 2,650 $29.33 $28.21

41-4011 Sales Representatives, Wholesale & Manufacturing, Technical &

Scientifi c Products ................................................................................................ 1,850 $42.07 $34.23

41-4012 Sales Representatives, Wholesale & Manufacturing, Except Technical

& Scientifi c Products ............................................................................................ 6,600 $29.26 $24.67

41-9011 Demonstrators & Product Promoters ............................................................................. 290 $11.90 $9.77

41-9021 Real Estate Brokers .........................................................................................................NA $26.06 $25.52

29





Wage Survey

Local Area III

Wages by Occupation


41-9022 Real Estate Sales Agents ................................................................................................ 190 $22.90 $18.33

41-9031 Sales Engineers ................................................................................................................NA $34.46 $37.85

41-9041 Telemarketers .............................................................................................................. 1,690 $10.51 $9.82

41-9099 Sales & Related Workers, All Other ............................................................................... 670 $19.83 $16.21

Offi ce & Administrative Support Occupations

43-1011 First-Line Supervisors/Managers of Offi ce & Administrative Support Workers ........ 5,660 $20.41 $18.64

43-2011 Switchboard Operators, Including Answering Service .................................................. 670 $10.77 $10.57

43-3011 Bill & Account Collectors ........................................................................................... 2,240 $12.38 $10.96

43-3021 Billing & Posting Clerks & Machine Operators ......................................................... 1,920 $14.50 $13.88

43-3031 Bookkeeping, Accounting, & Auditing Clerks ............................................................ 6,230 $13.80 $13.58

43-3051 Payroll & Timekeeping Clerks ....................................................................................... 530 $14.84 $14.87

43-3061 Procurement Clerks ........................................................................................................ 220 $14.21 $13.91

43-3071 Tellers .......................................................................................................................... 1,730 $10.29 $10.19

43-4011 Brokerage Clerks .............................................................................................................. 50 $15.27 $14.37

43-4021 Correspondence Clerks ....................................................................................................NA $14.00 $12.60

43-4031 Court, Municipal, & License Clerks ............................................................................... 250 $12.51 $11.78

43-4041 Credit Authorizers, Checkers, & Clerks ......................................................................... 300 $13.21 $12.81

43-4051 Customer Service Representatives .............................................................................. 6,410 $13.30 $12.56

43-4071 File Clerks ...................................................................................................................... 960 $10.32 $9.88

43-4081 Hotel, Motel, & Resort Desk Clerks .............................................................................. 350 $9.27 $9.29

43-4111 Interviewers, Except Eligibility & Loan ........................................................................ 930 $11.23 $10.71

43-4121 Library Assistants, Clerical ............................................................................................ 340 $10.20 $9.94

43-4131 Loan Interviewers & Clerks ........................................................................................... 810 $14.41 $13.86

43-4141 New Accounts Clerks ..................................................................................................... 510 $12.11 $11.78

43-4151 Order Clerks ................................................................................................................ 1,820 $10.70 $9.64

43-4161 Human Resources Assistants, Except Payroll & Timekeeping ...................................... 480 $16.35 $15.55

43-4171 Receptionists & Information Clerks ............................................................................ 3,100 $10.75 $10.46

43-4181 Reservation & Transportation Ticket Agents & Travel Clerks ........................................NA $14.89 $13.33

43-4199 Information & Record Clerks, All Other ........................................................................ 940 $16.74 $14.36

43-5011 Cargo & Freight Agents .................................................................................................. 270 $15.73 $15.09

43-5021 Couriers & Messengers .................................................................................................. 430 $9.62 $9.54

43-5031 Police, Fire, & Ambulance Dispatchers ......................................................................... 170 $16.91 $16.35

43-5032 Dispatchers, Except Police, Fire, & Ambulance ............................................................ 500 $15.32 $14.32

43-5041 Meter Readers, Utilities .................................................................................................. 120 $16.57 $16.73

43-5051 Postal Service Clerks ...................................................................................................... 180 $19.18 $19.06

43-5052 Postal Service Mail Carriers ........................................................................................... 920 $20.32 $20.74

43-5053 Postal Service Mail Sorters, Processors, & Processing Machine Operators .................. 710 $18.25 $18.69

43-5061 Production, Planning, & Expediting Clerks ................................................................ 1,000 $17.06 $16.29

43-5071 Shipping, Receiving, & Traffi c Clerks ........................................................................ 2,250 $12.49 $12.00

30





Wage Survey

Local Area III

Wages by Occupation


43-5081 Stock Clerks & Order Fillers ....................................................................................... 5,600 $10.52 $9.84

43-5111 Weighers, Measurers, Checkers, & Samplers, Recordkeeping ...................................... 220 $11.75 $10.87

43-6011 Executive Secretaries & Administrative Assistants ..................................................... 5,200 $15.39 $15.11

43-6012 Legal Secretaries ............................................................................................................ 360 $17.90 $17.66

43-6013 Medical Secretaries ........................................................................................................ 940 $12.16 $11.96

43-6014 Secretaries, Except Legal, Medical, & Executive ....................................................... 4,920 $12.30 $11.89

43-9011 Computer Operators ....................................................................................................... 490 $15.31 $15.01

43-9021 Data Entry Keyers ....................................................................................................... 2,020 $10.55 $10.31

43-9022 Word Processors & Typists ............................................................................................. 230 $13.25 $12.25

43-9031 Desktop Publishers ......................................................................................................... 420 $14.92 $14.80

43-9041 Insurance Claims & Policy Processing Clerks ............................................................... 970 $13.03 $12.34

43-9051 Mail Clerks & Mail Machine Operators, Except Postal Service ................................. 1,070 $11.45 $11.43

43-9061 Offi ce Clerks, General ................................................................................................. 7,380 $11.05 $10.82

43-9071 Offi ce Machine Operators, Except Computer ................................................................ 130 $11.75 $10.94

43-9081 Proofreaders & Copy Markers .......................................................................................... 50 $14.27 $13.45

43-9111 Statistical Assistants ......................................................................................................... 30 $16.93 $15.51

43-9199 Offi ce & Administrative Support Workers, All Other .................................................... 490 $14.92 $15.25

Farming, Fishing, & Forestry Occupations

45-2041 Graders & Sorters, Agricultural Products ......................................................................... 40 $11.67 $10.93

45-2091 Agricultural Equipment Operators ................................................................................... 70 $10.61 $10.49

45-2092 Farmworkers & Laborers, Crop, Nursery, & Greenhouse ...............................................NA $8.76 $8.83

45-2093 Farmworkers, Farm & Ranch Animals ............................................................................. 30 $10.55 $9.73

Construction & Extraction Occupations

47-1011 First-Line Supervisors/Managers of Construction Trades &

Extraction Workers ............................................................................................... 1,880 $26.25 $24.77

47-2011 Boilermakers ...................................................................................................................NA $12.06 $10.64

47-2021 Brickmasons & Blockmasons ........................................................................................ 110 $22.74 $22.74

47-2022 Stonemasons ................................................................................................................... 100 $14.63 $14.58

47-2031 Carpenters .................................................................................................................... 2,520 $19.40 $18.96

47-2041 Carpet Installers .............................................................................................................. 300 $13.81 $12.78

47-2042 Floor Layers, Except Carpet, Wood, & Hard Tiles .......................................................... 90 $18.74 $19.83

47-2044 Tile & Marble Setters ..................................................................................................... 410 $18.21 $18.88

47-2051 Cement Masons & Concrete Finishers ........................................................................... 630 $19.40 $19.64

47-2061 Construction Laborers ................................................................................................. 2,500 $15.01 $13.66

47-2071 Paving, Surfacing, & Tamping Equipment Operators .................................................... 210 $20.36 $22.18

47-2073 Operating Engineers & Other Construction Equipment Operators ............................. 1,740 $19.41 $19.23

47-2081 Drywall & Ceiling Tile Installers ....................................................................................NA $19.54 $19.34

47-2111 Electricians .................................................................................................................. 1,490 $22.51 $21.75

31





Wage Survey

Local Area III

Wages by Occupation


47-2121 Glaziers ............................................................................................................................NA $17.11 $15.58

47-2131 Insulation Workers, Floor, Ceiling, & Wall .....................................................................NA $17.15 $15.53

47-2141 Painters, Construction & Maintenance ........................................................................... 840 $16.68 $15.73

47-2151 Pipelayers ....................................................................................................................... 280 $23.17 $24.65

47-2152 Plumbers, Pipefi tters, & Steamfi tters .......................................................................... 1,840 $25.11 $26.13

47-2161 Plasterers & Stucco Masons ............................................................................................. 80 $19.23 $19.17

47-2171 Reinforcing Iron & Rebar Workers .................................................................................NA $23.96 $24.68

47-2181 Roofers ........................................................................................................................... 390 $18.26 $17.41

47-2211 Sheet Metal Workers ...................................................................................................... 510 $23.16 $21.60

47-2221 Structural Iron & Steel Workers ......................................................................................NA $16.18 $15.85

47-3011 Helpers--Brickmasons, Blockmasons, Stonemasons, & Tile &

Marble Setters .......................................................................................................... 230 $11.31 $10.28

47-3012 Helpers--Carpenters ........................................................................................................ 270 $10.41 $10.24

47-3013 Helpers--Electricians .......................................................................................................NA $9.53 $8.69

47-3014 Helpers--Painters, Paperhangers, Plasterers, & Stucco Masons ....................................... 70 $11.01 $10.45

47-3015 Helpers--Pipelayers, Plumbers, Pipefi tters, & Steamfi tters .............................................NA $15.16 $12.55

47-4011 Construction & Building Inspectors ............................................................................... 200 $20.48 $19.33

47-4041 Hazardous Materials Removal Workers ......................................................................... 130 $16.26 $16.15

47-4051 Highway Maintenance Workers ..................................................................................... 220 $13.76 $13.63

47-5013 Service Unit Operators, Oil, Gas, & Mining ...................................................................NA $21.07 $22.37

47-5031 Explosives Workers, Ordnance Handling Experts, & Blasters ........................................ 20 $15.83 $15.23

Installation, Maintenance, & Repair Occupations

49-1011 First-Line Supervisors/Managers of Mechanics, Installers, & Repairers .................... 1,480 $24.86 $23.78

49-2011 Computer, Automated Teller, & Offi ce Machine Repairers ........................................... 860 $18.51 $18.17

49-2021 Radio Mechanics .............................................................................................................NA $17.69 $16.28

49-2022 Telecommunications Equipment Installers & Repairers, Except

Line Installers .......................................................................................................... 760 $20.96 $20.99

49-2092 Electric Motor, Power Tool, & Related Repairers ...........................................................NA $12.00 $11.63

49-2094 Electrical & Electronics Repairers, Commercial & Industrial Equipment ..................... 140 $20.08 $19.72

49-2095 Electrical & Electronics Repairers, Powerhouse, Substation, & Relay ........................... 40 $27.49 $28.42

49-2097 Electronic Home Entertainment Equipment Installers & Repairers ................................NA $14.79 $14.95

49-2098 Security & Fire Alarm Systems Installers ...................................................................... 120 $17.02 $15.43

49-3011 Aircraft Mechanics & Service Technicians ...................................................................... 90 $19.23 $19.46

49-3021 Automotive Body & Related Repairers .......................................................................... 470 $18.23 $16.64

49-3023 Automotive Service Technicians & Mechanics ........................................................... 1,680 $17.81 $17.24

49-3031 Bus & Truck Mechanics & Diesel Engine Specialists ................................................ 1,110 $16.03 $15.90

49-3042 Mobile Heavy Equipment Mechanics, Except Engines ................................................. 400 $19.44 $19.32

49-3043 Rail Car Repairers ............................................................................................................ 40 $10.69 $10.10

49-3052 Motorcycle Mechanics ..................................................................................................... 30 $16.03 $16.18

32





Wage Survey

Local Area III

Wages by Occupation


49-3053 Outdoor Power Equipment & Other Small Engine Mechanics .......................................NA $16.62 $17.19

49-3093 Tire Repairers & Changers ..............................................................................................NA $10.70 $10.51

49-9012 Control & Valve Installers & Repairers, Except Mechanical Door ................................ 110 $22.24 $23.41

49-9021 Heating, Air Conditioning, & Refrigeration Mechanics & Installers ............................. 560 $20.77 $19.87

49-9031 Home Appliance Repairers ............................................................................................. 140 $12.85 $11.17

49-9041 Industrial Machinery Mechanics .................................................................................... 520 $20.80 $20.34

49-9042 Maintenance & Repair Workers, General .................................................................... 3,130 $15.90 $15.60

49-9043 Maintenance Workers, Machinery .................................................................................. 220 $15.75 $15.50

49-9044 Millwrights ..................................................................................................................... 170 $22.71 $20.56

49-9051 Electrical Power-Line Installers & Repairers ................................................................. 820 $20.66 $18.46

49-9052 Telecommunications Line Installers & Repairers ...........................................................NA $21.21 $22.53

49-9062 Medical Equipment Repairers .......................................................................................... 20 $16.88 $16.81

49-9091 Coin, Vending, & Amusement Machine Servicers & Repairers .....................................NA $14.19 $12.44

49-9094 Locksmiths & Safe Repairers ..........................................................................................NA $15.03 $14.70

49-9098 Helpers--Installation, Maintenance, & Repair Workers ................................................. 270 $12.95 $11.91

49-9099 Installation, Maintenance, & Repair Workers, All Other ............................................... 190 $19.12 $17.58

Production Occupations

51-1011 First-Line Supervisors/Managers of Production & Operating Workers ...................... 1,920 $22.95 $21.99

51-2021 Coil Winders, Tapers, & Finishers ...................................................................................NA $10.56 $10.18

51-2022 Electrical & Electronic Equipment Assemblers .......................................................... 1,380 $11.10 $10.10

51-2023 Electromechanical Equipment Assemblers ...................................................................... 60 $10.63 $10.33

51-2031 Engine & Other Machine Assemblers .............................................................................NA $23.68 $24.05

51-2041 Structural Metal Fabricators & Fitters ............................................................................ 170 $14.83 $14.39

51-2092 Team Assemblers ......................................................................................................... 2,370 $10.90 $10.18

51-2099 Assemblers & Fabricators, All Other ............................................................................. 640 $10.43 $9.99

51-3011 Bakers ............................................................................................................................. 460 $11.15 $9.92

51-3021 Butchers & Meat Cutters ................................................................................................ 220 $15.28 $15.91

51-3092 Food Batchmakers .......................................................................................................... 240 $11.98 $12.27

51-3093 Food Cooking Machine Operators & Tenders .................................................................NA $8.79 $7.68

51-4011 Computer-Controlled Machine Tool Operators, Metal & Plastic ....................................NA $17.07 $17.57

51-4012 Numerical Tool & Process Control Programmers ............................................................ 20 $17.21 $16.38

51-4021 Extruding & Drawing Machine Setters, Operators, & Tenders, Metal

& Plastic .................................................................................................................. 110 $12.63 $12.47

51-4022 Forging Machine Setters, Operators, & Tenders, Metal & Plastic ..................................NA $12.09 $12.26

51-4023 Rolling Machine Setters, Operators, & Tenders, Metal & Plastic ...................................NA $13.47 $13.26

51-4031 Cutting, Punching, & Press Machine Setters, Operators, & Tenders,

Metal & Plastic ........................................................................................................ 290 $10.57 $9.90

51-4032 Drilling & Boring Machine Tool Setters, Operators, & Tenders,

Metal & Plastic .......................................................................................................... 90 $11.84 $10.99

33





Wage Survey

Local Area III

Wages by Occupation


51-4033 Grinding, Lapping, Polishing, & Buffi ng Machine Tool Setters, Operators,

& Tenders, Metal & Plastic ..................................................................................... 110 $11.36 $10.98

51-4034 Lathe & Turning Machine Tool Setters, Operators, & Tenders,

Metal & Plastic ........................................................................................................ 120 $15.85 $15.75

51-4035 Milling & Planing Machine Setters, Operators, & Tenders,

Metal & Plastic .......................................................................................................... 20 $14.99 $15.25

51-4041 Machinists ...................................................................................................................... 570 $15.82 $15.81

51-4072 Molding, Coremaking, & Casting Machine Setters, Operators, &

Tenders, Metal & Plastic ..........................................................................................NA $9.02 $7.96

51-4081 Multiple Machine Tool Setters, Operators, & Tenders, Metal & Plastic ........................ 100 $12.60 $12.18

51-4111 Tool & Die Makers ......................................................................................................... 150 $17.38 $17.30

51-4121 Welders, Cutters, Solderers, & Brazers .......................................................................... 700 $13.29 $13.54

51-4193 Plating & Coating Machine Setters, Operators, & Tenders,

Metal & Plastic .......................................................................................................... 20 $10.57 $10.01

51-4194 Tool Grinders, Filers, & Sharpeners ................................................................................. 10 $10.42 $11.33

51-4199 Metal Workers & Plastic Workers, All Other ................................................................... 40 $13.00 $13.40

51-5011 Bindery Workers ............................................................................................................. 310 $14.89 $13.85

51-5021 Job Printers ..................................................................................................................... 100 $13.57 $12.92

51-5022 Prepress Technicians & Workers .................................................................................... 600 $15.43 $16.39

51-5023 Printing Machine Operators ........................................................................................ 1,360 $14.32 $13.75

51-6011 Laundry & Dry-Cleaning Workers ................................................................................. 560 $9.15 $8.69

51-6021 Pressers, Textile, Garment, & Related Materials .............................................................. 80 $8.89 $8.62

51-6031 Sewing Machine Operators ............................................................................................ 300 $10.61 $9.97

51-6052 Tailors, Dressmakers, & Custom Sewers ........................................................................NA $10.91 $9.95

51-6062 Textile Cutting Machine Setters, Operators, & Tenders ..................................................NA $10.18 $10.02

51-6091 Extruding & Forming Machine Setters, Operators, & Tenders,

Synthetic & Glass Fibers ........................................................................................... 30 $12.08 $12.17

51-6093 Upholsterers ...................................................................................................................... 10 $15.05 $15.24

51-7011 Cabinetmakers & Bench Carpenters .............................................................................. 420 $13.34 $12.66

51-7021 Furniture Finishers ........................................................................................................... 80 $12.80 $12.36

51-7041 Sawing Machine Setters, Operators, & Tenders, Wood ................................................... 80 $8.68 $7.77

51-7042 Woodworking Machine Setters, Operators, & Tenders, Except Sawing ........................ 140 $9.45 $8.32

51-8021 Stationary Engineers & Boiler Operators ......................................................................... 30 $22.93 $22.92

51-8031 Water & Liquid Waste Treatment Plant & System Operators ........................................ 230 $18.55 $19.00

51-8091 Chemical Plant & System Operators ................................................................................ 40 $18.37 $18.72

51-8092 Gas Plant Operators .........................................................................................................NA $21.43 $21.54

51-8099 Plant & System Operators, All Other ..............................................................................NA $19.82 $19.87

51-9012 Separating, Filtering, Clarifying, Precipitating, & Still Machine Setters,

Operators, & Tenders ................................................................................................NA $14.51 $14.66

51-9021 Crushing, Grinding, & Polishing Machine Setters, Operators, & Tenders .................... 110 $13.44 $12.70

34





Wage Survey

Local Area III

Wages by Occupation


51-9022 Grinding & Polishing Workers, Hand .............................................................................. 70 $11.94 $11.22

51-9023 Mixing & Blending Machine Setters, Operators, & Tenders ......................................... 450 $14.50 $13.98

51-9032 Cutting & Slicing Machine Setters, Operators, & Tenders ............................................ 380 $13.88 $14.16

51-9041 Extruding, Forming, Pressing, & Compacting Machine Setters, Operators,

& Tenders ................................................................................................................ 160 $17.68 $18.87

51-9051 Furnace, Kiln, Oven, Drier, & Kettle Operators & Tenders ............................................. 30 $15.01 $13.67

51-9061 Inspectors, Testers, Sorters, Samplers, & Weighers .................................................... 1,020 $15.53 $14.92

51-9071 Jewelers & Precious Stone & Metal Workers .................................................................NA $14.70 $15.24

51-9081 Dental Laboratory Technicians ....................................................................................... 290 $16.18 $15.74

51-9111 Packaging & Filling Machine Operators & Tenders ................................................... 1,380 $12.06 $11.31

51-9121 Coating, Painting, & Spraying Machine Setters, Operators, & Tenders ........................ 220 $12.70 $12.05

51-9122 Painters, Transportation Equipment ............................................................................... 130 $17.77 $15.07

51-9123 Painting, Coating, & Decorating Workers ........................................................................ 30 $11.37 $11.63

51-9132 Photographic Processing Machine Operators ................................................................. 120 $9.17 $9.06

51-9191 Cementing & Gluing Machine Operators & Tenders ......................................................NA $14.14 $14.27

51-9192 Cleaning, Washing, & Metal Pickling Equipment Operators & Tenders ......................... 30 $11.67 $11.17

51-9194 Etchers & Engravers ......................................................................................................... 30 $13.20 $13.35

51-9196 Paper Goods Machine Setters, Operators, & Tenders .................................................... 560 $14.45 $13.34

51-9198 Helpers--Production Workers ......................................................................................... 990 $10.81 $10.94

51-9199 Production Workers, All Other ....................................................................................... 670 $9.93 $8.09

Transportation & Material Moving Occupations

53-1021 First-Line Supervisors/Managers of Helpers, Laborers, & Material

Movers, Hand .......................................................................................................... 910 $19.24 $17.28

53-1031 First-Line Supervisors/Managers of Transportation & Material-Moving

Machine & Vehicle .................................................................................................. 840 $24.48 $20.58

53-3022 Bus Drivers, School ..................................................................................................... 1,230 $12.34 $12.28

53-3031 Driver/Sales Workers ...................................................................................................... 920 $15.02 $10.74

53-3032 Truck Drivers, Heavy & Tractor-Trailer ...................................................................... 5,990 $18.85 $17.99

53-3033 Truck Drivers, Light or Delivery Services .................................................................. 3,520 $15.50 $14.59

53-3041 Taxi Drivers & Chauffeurs ............................................................................................. 350 $8.75 $8.14

53-3099 Motor Vehicle Operators, All Other ................................................................................NA $12.99 $10.84

53-6031 Service Station Attendants .............................................................................................. 420 $8.82 $8.70

53-6041 Traffi c Technicians ........................................................................................................... 20 $18.92 $18.22

53-6099 Transportation Workers, All Other ................................................................................... 70 $11.67 $9.88

53-7011 Conveyor Operators & Tenders ........................................................................................ 70 $13.88 $12.84

53-7021 Crane & Tower Operators ................................................................................................. 70 $17.77 $16.57

53-7051 Industrial Truck & Tractor Operators .......................................................................... 3,500 $13.83 $13.57

53-7061 Cleaners of Vehicles & Equipment ................................................................................. 740 $9.20 $9.06

53-7062 Laborers & Freight, Stock, & Material Movers, Hand ................................................ 7,730 $10.76 $10.12

35





Wage Survey

Local Area III

Wages by Occupation


53-7063 Machine Feeders & Offbearers ...................................................................................... 600 $13.24 $11.80

53-7064 Packers & Packagers, Hand ......................................................................................... 3,250 $8.34 $7.56

NA - not available

36





Wage Survey

Local Area III

Annual Wages for Selected Occupations

SOC Estimated Code Occupational Title Employment

AverageAnnual Wage

Management Occupations

11-9032 Education Administrators, Elementary and Secondary School ................................................... 450 $68,428

Education, Training, and Library Occupations

25-1011 Business Teachers, Postsecondary ................................................................................................. 90 $47,969

25-1021 Computer Science Teachers, Postsecondary .................................................................................. 90 $38,311

25-1032 Engineering Teachers, Postsecondary .......................................................................................... NA $70,804

25-1065 Political Science Teachers, Postsecondary ..................................................................................... 10 $43,991

25-1066 Psychology Teachers, Postsecondary ............................................................................................. 40 $39,445

25-1072 Nursing Instructors and Teachers, Postsecondary .......................................................................... 60 $49,515

25-1081 Education Teachers, Postsecondary ............................................................................................... 40 $35,262

25-1121 Art, Drama, and Music Teachers, Postsecondary ........................................................................... 90 $42,000

25-1124 Foreign Language and Literature Teachers, Postsecondary ......................................................... NA $31,928

25-1126 Philosophy and Religion Teachers, Postsecondary ........................................................................ 10 $40,423

25-2012 Kindergarten Teachers, Except Special Education ...................................................................... 330 $35,360

25-2021 Elementary School Teachers, Except Special Education .......................................................... 3,890 $36,177

25-2022 Middle School Teachers, Except Special and Vocational Education ........................................ 1,800 $35,210

25-2023 Vocational Education Teachers, Middle School ........................................................................... NA $37,319

25-2031 Secondary School Teachers, Except Special and Vocational Education ................................... 2,040 $35,956

25-2032 Vocational Education Teachers, Secondary School ..................................................................... 240 $40,506

25-2041 Special Education Teachers, Preschool, Kindergarten, and Elementary School ......................... 560 $37,590

25-2042 Special Education Teachers, Middle School ................................................................................ 200 $36,578

25-2043 Special Education Teachers, Secondary School ........................................................................... 260 $37,641

25-9041 Teacher Assistants ..................................................................................................................... 3,390 $15,987

Arts, Design, Entertainment, Sports, and Media Occupations

27-2011 Actors ............................................................................................................................................. 30 NA

27-2012 Producers and Directors ................................................................................................................. 90 $48,444

27-2022 Coaches and Scouts ...................................................................................................................... 240 $32,096

27-2023 Umpires, Referees, and Other Sports Offi cials .............................................................................. 30 $22,518

27-2042 Musicians and Singers ................................................................................................................... 30 NA

Healthcare Practitioners and Technical Occupations

29-9091 Athletic Trainers ............................................................................................................................. 60 $44,362

37





Wage Survey

Local Area III

Annual Wages for Selected Occupations

SOC Estimated Code Occupational Title Employment

AverageAnnual Wage

Transportation and Material Moving Occupations

53-2012 Commercial Pilots .......................................................................................................................... 60 $50,577

NA - not available

CHIEF ELECTED OFFICIALS

AND

LOCAL WORKFORCE INVESTMENT BOARD

AGREEMENT ADDENDUM

This agreement addendum is entered into between the Chief Elected Officials Board, consisting

of officials from Johnson, Leavenworth, and Wyandotte Counties (hereinafter referred to as the

“CEO Board”) and the Local Workforce Investment Board (hereinafter referred to as the

“LWIB”), both established under the Workforce Investment Act, Public Law 105-220, August 7,

1998, (hereinafter referred to as the “Act”). Johnson, Leavenworth, and Wyandotte Counties are

together designated as Local Workforce Investment Area III (hereinafter referred to as “LWIA

III”). This shall constitute an addendum to the Chief Elected Officials Agreement dated July 1,

2000. The terms of the Agreement dated July 1, 2000 shall remain in effect, except as modified

by this addendum.

I. Purpose of Agreement

The purpose of this agreement is to set out the responsibilities of the LWIB under the Act and to

establish responsibility for Local Workforce Investment Act administrative funds that will be

utilized to provide staff services to the LWIB.

II. Responsibilities of the LWIB

The LWIB by this agreement assumes the following responsibilities.

A. The LWIB will:

1. Develop a five-year local workforce investment plan and submit to the

CEO Board.

2. Consistent with the State plan and with the agreement of the CEO Board,

designate or certify one-stop operators as described in the Act and develop

and enter into a memorandum of understanding with one-stop partners.

3. If necessary, terminate one-stop operators, with the agreement of the CEO

Board and subject to the Act and the terms of any applicable contract with

the operator.

4. Establish a Youth Council as a subgroup of the LWIB as described in the

Act and appoint members to it in cooperation with the CEO Board.

5. Consistent with the Act, identify eligible providers of youth activities in

LWIA III and award grants or contracts on a competitive basis based on

the recommendations of the Youth Council.

6. Consistent with the Act, identify eligible providers of training services in

LWIA III.

7. If the one-stop operator does not provide intensive services, as defined in

the Act, identify eligible providers of intensive services in LWIA III and

award contracts.

8. Develop a budget for the purpose of carrying out the duties of the LWIB,

subject to the approval of the CEO Board.

9. In partnership with the CEO Board conduct oversight of youth activities

authorized under the Act, local employment and training activities

authorized under the Act, and the one-stop delivery system in LWIA III.

10. Negotiate and reach agreement with the CEO Board and the Governor on

local performance measures as described in the Act.

11. Assist the Governor in developing the statewide employment statistics

system described in the Wagner-Peyser Act.

12. Coordinate workforce investment activities with economic development

strategies and develop other employer linkages.

13. Promote the participation of private sector employers in the statewide

workforce investment system and seek to provide connecting, brokering,

and coaching activities to assist the employers in meeting hiring needs.

14. Establish oversight and accountability structures to ensure compliance

with applicable federal laws and regulations and the terms of contracts and

grants.

15. Utilizing funds received under the Act, ensure that an independent audit of

all funds received is conducted by an independent Certified Public

Accountant at least annually in accordance with generally accepted

auditing standards, the standards applicable to financial audits contained in

Government Auditing Standards issued by the Comptroller General of the

United States, and U.S. Office of Management and Budget (OMB)

Circular A-133 and Kansas Department of Human Resources.

B. The LWIB may:

1. Employ staff as the budget permits.

2. Solicit and accept grants and donations and use them.

3. Expend funds for operations of the LWIB office, maintain office facilities

and pay all necessary related expenses.

C. If the LWIB does either of the actions set out in subparagraphs 1 and 2 of the

preceding paragraph II.B, the LWIB shall also do the following, unless the CEO

Board unanimously agrees in writing to waive any of the requirements.

1. Become incorporated as a not-for-profit corporation under the laws of the

State of Kansas; and, in which event, shall

2. Obtain a surety bond in the amount equal to the amount of administrative

funds received by the LWIB pursuant to this agreement covering all

persons who have access to such funds.

3. By this agreement assume responsibility for any actions of the LWIB, its

directors, officers, or employees.

4. By this agreement indemnify the CEO Board and its constituent members

and hold them harmless from any and all liability, loss, or damage they

may suffer as a result of claims, demands, costs, or judgments against

them arising from the actions of the LWIB, its directors, officers, or

employees.

III. Term of Agreement

A. This agreement shall become effective on the date of the last signature appearing

on the signature page and continue until rescinded or superseded by a new

CEO/LWIB Agreement.

B. The CEO Board may terminate this agreement at any time if the LWIB fails to

achieve certification from the Governor under the Act or if the Governor

decertifies the LWIB under the Act.

IV. Modification of Agreement

This agreement may be modified by the circulating the proposed language to all Chief Elected

Officials for review and comment at least thirty (30) days prior to the CEO Board meeting at

which time actions on the modification is to be taken, unless a shorter time period is agreed upon

unanimously. The modification in its final form shall be signed by all members of the CEO

Board and included in the LWIA’s plan.

Signature Page

Carol Marinovich

Mayor/CEO Unified Government

Wyandotte County/Kansas City, Kansas

March 10, 2003

Douglas E. Wood

Commissioner

Johnson County

February 25, 2003

Donald Navinsky

Commissioner

Leavenworth County

March 13, 2003

James R. Thompson

Chairman

Workforce Investment Board

February 25, 2003

Kansas PY2009 Local Area III Negotiated Levels

State of Kansas

WIA Performance Standards

PY2009

Local Area

Goals

Adult

Entered Employment Rate 83%

Employment Retention Rate 89.5%

Average Earnings $13,000

($12.50/hr)

Dislocated Worker


Employment Retention Rate 92%


($16.11/hr)

Youth

Placement in Employment or Education 63%

Attainment of a Degree or Certificate 52%

Literacy or Numeracy Gains

32%

Wagner-Peyser


Employment Retention Rate 84%


($11.06/hr)

Process Used in Development of Proposal

1. Adult Entered Employment Rate

2. Adult Employment Retention Rate

3. Adult Average Earnings Rate

4. Dislocated Worker Entered Employment Rate

5. Dislocated Worker Employment Retention Rate

6. Dislocated Worker Average Earnings Rate

7. Youth Placement in Employment and Education Rate

The majority of the youth currently enrolled in the WIA Youth Program are in-school youth. The

majority of those youth were enrolled into the program because they needed help with basic skill

attainment. While placement into employment or education was a long term goal under the Younger

Youth Retention Rate, it was not necessarily the focus during program enrollment. The change to

the new common measures reflects slightly different service delivery strategies. Exiters during the

first two quarters of this performance year will mostly be participants that were enrolled under the

previous youth measures. The past 2 quarters show this measure as difficult to meet for Local Area

III. The past 2 quarters have been measured at 50% and 25% respectively as the state has been

tracking this common measure. Consideration should be given for a lower performance level for

Local Area III.

8. Youth Attainment of a Degree or Certificate Rate

9. Youth Literacy and Numeracy Gains Rate

This is a new measure under the new Youth Common Measures. There is insufficient historical

data to determine if the Literacy and Numeracy Gains Rate is reasonable to achieve for Local

Area III. This measure only applies to out-of-school youth, and the majority of the youth

currently enrolled in the WIA Youth Program are in-school youth. This means that exit cohorts

during the first 2 quarters will be relatively small; small cohorts means that there is less margin

for unsatisfactory performance. This out-of-school youth population is already one of the

hardest populations to serve. Based on what we currently know, consideration should be given

for a lower performance level for Local Area III.

10. Wagner Peyser Entered Employment Rate

11. Wagner Peyser Employment Retention Rate

12. Wagner Peyser Average Earnings Rate

Local Area III

WIA General Complaint Form

Complainant (person filing the complaint)

Name:

Address:

City: State: Zip:

Telephone:

E-Mail:

Complainants with disabilities will be accommodated during the complaint process. If an

accommodation is required in communication or accessibility of location, please indicate the

kind of accommodation required, e.g. accessible location, deaf interpreter (please indicate type of

sign language), notification of results and/or hearing dates in alternative format such as Braille,

large print or cassette.

Respondent (person/entity complaint filed against)

Name:

Address:

City: State: Zip:

Telephone:

E-Mail:

Instructions: Provide a clear and brief statement of the facts. Include relevant dates that will

assist in the investigation and resolution of the complaint. If additional space is needed, use

reverse side of this form or attach additional sheets.

The above information is true and correct to the best of my knowledge.

__________________________

Signature of Complainant

_________________________

Date

FOR OFFICIAL USE ONLY

Person Receiving Complaint:

Title:

Address:

City: State:

Telephone:

E-Mail:

Discrimination Information/Complaint Form (US Department of Labor)

E. Equal Opportunity and Affirmative Action

1. Description of Local Board Equal Opportunity and Affirmative Action Policies

Local Area III (LA III) Workforce Investment Act (WIA) recipients, including the Local Board

comply with the nondiscrimination and the equal opportunity provisions of the WIA Section 188

and its implementing regulations.

2. Description of Procedures Relating to Local Board Policies

The Local Area III (LA III) Local Workforce Investment Board (LWIB) requires that contractors

are equal opportunity employers. Contractors must offer employment solely on the basis of

ability, qualifications and merit to all persons without discrimination because of race, religion,

creed, color, national origin/ancestry, sex, age, marital status, Vietnam or Special Disabled

Veteran Status, or the presence of a form or condition of disability.

LA III LWIB requires that contractors comply with federal, state and municipal laws relating to

equal employment opportunity. This applies to the conduct of recruiting and hiring plus other

Personnel actions including:

promotions

demotions

terminations

compensation

benefits

training

education

tuition assistance

LA III WIA activities will be implemented and governed in compliance with Equal Employment

Opportunity law as specified in the following:

Fair Labor Standards Act of 1938

Kansas Minimum Wage & Hour Law

Equal Pay Act of 1963 (as amended)

Title VII, Civil Rights Act of 1964, 1991 (as amended)

Executive Orders 11246, 11375 and 12806 of 1965, 1967 (as amended)

Age Discrimination in Employment Act of 1967, 1978, 1986 (as amended)

Sections 503 and 504, Vocational Rehabilitation Act of 1973, 1974 (as amended)

Vietnam Era Veterans Readjustment Act of 1974 (as amended)

Pregnancy Discrimination Act of 1978

Kansas Age Discrimination in Employment Act of 1983 (as amended)

Immigration Reform and Control Act of 1986, 1990, 1996

American with Disabilities Act of 1990

Older Worker Benefit Protection Act of 1990

Kansas Act Against Discrimination (as amended)

All other applicable federal, state and local laws

The above list in not intended to be all-inclusive and any specific exclusion is not intended.

Administrative Entity’s Equal Opportunity Officer

The LA III Director of System Performance is designated as the EO Officer for receiving

investigations and offering resolutions of complaints/grievances, and for assuring all WIA

applicants are advised of their rights. Requests for assistance or questions should be addressed

to:

Trent Howerton

Director of System Performance


Suite 102B


Phone: (913) 287-1116

During the eligibility process, all WIA participants are required to sign a copy of the Equal

Opportunity is the Law document. Participants are given a copy of the signed document. A

copy of this form can be found in Attachment D of this plan.

LWIB Staff in accordance with the monitoring schedule also does specific monitoring for equal

opportunity compliance.

Small and Minority-Owned Business Opportunities for Contracts

At such time when contracts are solicited, LA III will work closely with Area Chambers of

Commerce, economic development organizations, and city planners to identify small and

minority owned businesses including those owned by women to ensure that these businesses

have an opportunity to apply.

Equal Opportunity for People with Disabilities

Accommodations or special arrangements for persons with a disability or those with limited

English speaking capabilities will be made available at all area One-Stop Centers. Such

accommodations or arrangements may include, but are not limited to:

TTY/TDD access

Sign language interpretation

English translation

Computer technology

Other one-on-one customer assistance

LA III will use all available resources in order to provide situational-specific assistance where

necessary. This includes making WIA information available to individuals with limited English

speaking abilities.

LA III continuously works with the social service agencies located in the three (3) county LA III

area that provides services to persons with disabilities to assure access to WIA programs.

Kansas Rehabilitation Services (KRS) is a One-Stop partner and access to KRS will be available

through all three (3) of the One-Stop Centers.

Integration Plan Attachment

Integration: A new way to count, a new way to serve, a new way to work together

1. Description of the local area‘s vision/mission for a skill-based, demand-driven system tied

to LWIB and state goals and objectives.

As outlined in section I.B. of this two-year plan, the mission of the LWIB is to lead a

system that sustains and continually improves the quality of the workforce in Johnson,

Leavenworth, and Wyandotte counties. Its vision is of a workforce with the agility

and resourcefulness of to sustain business growth and a high standard of living.

The priorities of LA III LWIB are:

i. Maximize and align workforce resources and services

ii. Produce a skilled workforce that supports regional business

competitiveness

iii. Ensure that youth and the emergent workforce have the academic and core

competencies required by employers

iv. Establish Workforce Partnership as a clearinghouse for workforce policy

and system information

v. Lead and effective and efficient employment and training system

One of our strategic priorities is to Lead an effective and efficient employment and

training system. The LWIB recognizes that Integration between the Wagner-Peyser

and WIA funding streams will greatly help with efficiencies of the system and less

duplication of program services. In turn, more individuals will be served and those

services will be of higher quality.

Local Area III is committed to a building a skills-based system of workforce

development. We have used the metaphor of a supply chain to describe our workforce

development efforts. In that metaphor, job seeker customers enter the process as raw

or unfinished materials. They may enter our process at the very beginning as

completely raw materials, with little or no experience or marketable skills, or as

partially finished materials, with some skills that do not complete match those sought

in the labor market. Our supply chain focuses on transforming these unfinished

products into products that meet customer demand (see demand-driven system,

below). As is true in manufacturing environments, our supply chain incorporates the

work done in our facilities by elements of our one-stop service delivery system as well

as in other locations by partners.

Skill development is the element transforms job seekers into skilled, work-ready

individuals capable of meeting the needs of employers. In the supply chain analogy,

skill development is the ―value-added‖ produced by our service delivery system.

Local Area III focuses on three elements of skill development: work readiness,

transferable skills, and occupation-specific skills.

Work readiness skills are those skills and traits that are essential to obtain and

maintain employment, without respect to the unique requirements of specific

occupations. These are the generic skills that employers demand of all of their

workers. These include so-called ―soft skills‖ as well as basic academic skills that are

necessary for survival in the world of work. LA III provides these skills through

workshops, one-on-one counseling, tutoring, work experience, on-the-job training, and

other means.

Transferable skills are somewhat less generic than the more general work readiness

skills, but have applicability to a number of different occupations and industries. As

the regional economy continues to evolve, workers increasingly are challenged to

apply their skills in new careers. LA III staff work with job seekers to identify and

develop these skills. Staff identify these skills through online tools and case

management, and prevocational training, among other means, are then used to help job

seekers develop additional transferable skills.

Occupation-specific skills are those skills often referred to as ―hard‖ skills. These are

skills with applicability only to a limited range of occupations, and often require

specialized training or certifications. LA III may use a variety of training means to

help individuals develop their occupational skills, including classroom training, on-

the-job training, customized training, employed worker training, or incumbent worker

training.

LA III has incorporated the principles of a demand-driven workforce development

system into its service delivery design. We view job seekers and employers as equally

important customers, but we recognize that if we are unable to meet the demands of

employers for work-ready employees that meet their needs, we cannot serve job

seekers effectively. Therefore, the LA III recognizes the importance of building its

system on a thorough understanding of employers‘ demand for qualified workers.

The demand-driven system starts with the Workforce Investment Board. Business

members of the Board are selected to represent key industrial sectors in the Kansas

City regional economy. These members bring to the Board an understanding of the

workforce needs in their geographic and industry areas. The Board‘s Business

Competitiveness Team uses the collective knowledge of Board members, quantitative

labor market data, and information gathered by staff to develop each year the Board‘s

target industry list. The target industry is used in both job seeker services and business

services. For job seeker services, the list is used in providing advice about career

options and in determining what training programs participants may select from for

using individual training account (ITA) vouchers. For employer services, the list is

used with other factors to determine the range of services available to employers—

businesses in high-demand, high-growth industries receive a wider range of services

than employers in low-growth, low-demand industries.

The Local Workforce Investment Board (LWIB) of Area III has defined the Target

Industries, Preferred Occupations and Select Occupations.


percentage of Local Area III‘s total employment and by reviewing the projected

employment in each industry through the year 2014.

For the percentage of total employment, the most recent Quarterly Employment and

Wages Report (Oct – Dec 2007) was used. Local Area III‘s target industries currently

account for 36.05% of the total employment for the area.

For the projected employment, the 2004 – 2014 Projections by Industry Sector –

Kansas City Report was used. Both the absolute change and the percentage change

was used to determine those industries projected to have high growth rate through

2014. The target industries are projected to have an additional 18,710 new jobs in the

Kansas City area by 2014.

A copy of Local Area III‘s Target Industries, Preferred Occupations and Select

Occupations is attached in Sub-attachment A.

The attachment shows the growth openings for each Preferred Occupation which the

LWIB uses to estimate the number of job seekers needed for occupations with

shortages.

It is the LWIB‘s philosophy that skill certification/verification is dependent on the

hiring employer. While certain skills are needed across industries, employers have

different ways to verify those skills. As our Business Service Team works with area

employers we will individually determine with each employer which assessment is

best tailored to their hiring needs. We will then assess job seeker skills as a pre-

referral service for specific employers.

Local Area III has numerous assessments available to verify specific job skills. Many

of the assessments used are employer driven, and they are part of the menu of services

available to area employers. A copy of Local Area III‘s assessment tool is attached in

Sub-attachment B.

CareerScope Interest Inventory measures and identifies career preferences that

correspond to the US Department of Labor‘s Interest Area:

Artistic Accommodating Industrial

Plant/Animals Lead/Influence Selling

Mechanical Scientific Humanitarian

Business Detail Protective Physical Performing

WorkKeys-Kansas WORKReady are a series of assessments that measure

foundational skills that are critical to job success WorkKeys matches qualified

individuals with employers.

Skillcheck is a variety of specific skill and behavioral assessments to help employers

effectively measure job knowledge and skill level. Examples of assessments include:

Construction

Industrial Math

Plumbing

Electrical

Metalworking

Woodworking

HIS (Healthcare Selection Inventory) is a pre-employment assessment that identifies

the very best applicants for the healthcare industry.

Purdue Pegboard is a dexterity test used to help with employee selection for

industrial jobs such as assembly, packing, certain machine operators and other manual

jobs.

The LWIB recognizes that with limited Workforce Investment Act (WIA) funds,

training dollars should be allocated to the target industries as determined by the LWIB.

For this reason, the LWIB will not use WIA training dollars for any occupation that is

outside the target industries, unless the specific training program is determined as a

Select Occupation by the LWIB.

The LWIB recognizes there are other occupations that are in demand in Local Area III

that do not fall in the targeted industries. WIA training dollars may be used for these

Select Occupations. These Select Occupations were determined by analyzing the

projected economic need based on the information provided by community leaders,

economic development and industry specialists. Currently there are four occupations

listed as Select Occupations.

The preferred occupations listed are shown to be specific occupations that have high

average wages, high projected growth rates, and educational attainment levels that are

less than a Bachelor‘s degree. For each occupation, the data from the 2004 – 2014

Projections by Occupation – Kansas City Report was used, except where noted. Some

occupational data was only available from the 2007 Kansas Wage Survey. The

preferred occupations all have average wages over $12.00 per hour, and project at least

a 6% increased growth rate and as high as a 44% growth rate. While these

occupations are preferred in each industry, WIA training dollars may be used for

any occupational training program within a target industry.

As an exception only, WIA training dollars may be used for training programs that are

not in a targeted industry or listed as a select occupation. The training program must

significantly increase an individual‘s likelihood of employment, and this usually

occurs when an individual has a work history that has primarily been in one industry.

This should only occur to ensure that an individual with a barrier to employment has

the skills necessary to become a productive member of the local workforce.

The LWIB will review the targeted industries and preferred occupations at least once

per year. Select Occupations will be added and removed as the local economy

changes. The LWIB will always strive to meet business and industry demand in the

most efficient way possible.

With more than 20,000 companies in Region III, the Business Services Team has been

redesigned to better meet the needs of selected employers based on the Business

Account Ranking System (BARS). Although, we will continue to serve all employers

at some level, this process allows us to do a more comprehensive job of meeting

employers‘ needs in targeted industries meeting criteria based on hiring trends, wages,

benefits and career assistance provided to employees. All companies will still be

offered business services.

New accounts will be strategically sought out based on the BARS process, and

existing accounts will be examined to determine what services would be the most

beneficial for all involved. Some of the targeted industries and demand occupations

include: advanced manufacturing, biotechnology and healthcare, transportation,

professional, scientific and technical services, and construction. Again, the key is that

all business customers will be offered minimum services regardless of their industry or

rank in the system.

Local Area III uses a Scorecard approach to measure how well our workforce system

is performing. The Scorecard contains Regional Economic Measures, Workforce

Quality Measures, System Development Measures and Board Leadership Measures.

All the measures on the Scorecard are tied to one of the strategic goals set by the

LWIB. Each measure has a specific target set by one of the teams of the LWIB, and

progress is monitored at each LWIB meeting.

A copy of the current Scorecard is attached in Sub-attachment C:

2. Description of the process being used to create service integration.

Our Implementation Team consists of the following members:

i. Scott Anglemyer – Executive Director

ii. Trent Howerton – Director of System Performance

iii. Bill Thompson – Regional Director

iv. Wallace Vaughn – Assistant Regional Director

v. Irene Brenon – Project Manager

vi. Erich Ulmer – Program Manager

vii. Karen Wheeler – Director of Communications

Our Integration Team consists of the following members:

i. Trent Howerton – Director of System Performance

ii. Felicia Gibbs – Workforce Service Supervisor

iii. Erich Ulmer – Program Manager

iv. Sheridan Myrick – Career Center Coordinator

v. Teresa Slater – Wyandotte Workforce Center Manager

vi. Deanna Michaud – Business Service Manager

The composition of both the Implementation Team and Integration Team has oversight

of the Workforce System in Local Area III. There are three LWIB Staff on the

Implementation Team and one LWIB Staff on the Integration Team. From the

Department of Commerce, both the Regional Director and Assistant Regional Director

are on the Implementation Team while the Workforce Service Supervisor is on the

Integration Team. From Local Area III‘s One-Stop Operator, the Project Manager and

the Program Manager are on the Implementation Team. The Program Manager as

well as the Career Center Coordinator, Wyandotte Workforce Center Manager and the

Business Service Manager are all part of the Integration Team. Each team member

has varying degrees of responsibility for different levels for the success of the

workforce system in our local area. The composition of the Integration Team in

particular has staff from all levels of the organization represented.

Front-line staff has been involved with the Integration process from the beginning. As

early as September 2008, front-line staff was asked to give input on the design of the

Integration process as it developed. Their input has been the major reason our local

area has four functional work teams instead of three as originally designed. Front-line

staff has provided the input necessary at staff trainings and staff meetings to shape the

current model of Integration in Local Area III.

3. Copy of organizational chart that includes relationship to LWIB and One-Stop Operator as

well as new functional units and functional management.

A copy of our new functional supervision organizational chart is attached in Sub-

attachment D.

There are no differences in the Integration structures of our workforce centers. At

each or our locations, we will have staff on each Functional Team, with staff from

both Wagner-Peyser and WIA assigned to each functional team. The only team

without Wagner-Peyser staff is the Assessment Team; on this team, however, the

Team Leader is a Wagner-Peyser staff. This illustrates Local Area III‘s

commitment to Integration while utilizing the skills of the existing staff.

A copy of our organizational chart that shows the relationship of the LWIB and

One-Stop Operator is attached in Sub-attachment E.

4. Description of the functional management structure.

A copy of the Functional Manager job description is attached in Sub-attachment P.

A copy of the Welcome Functional Manager job description is attached in Sub-

attachment F.

A copy of the Assessment Functional Manager job description is attached in Sub-

attachment G.

A copy of the Skill Development Functional Manager job description is attached in

Sub-attachment H.

A copy of the Business Services Functional Manager job description is attached in

Sub-attachment I.

The Integration Model of Local Area III has a Functional Manager for each of our

three Workforce Centers, and Team Leaders that are responsible for the team

functions across our workforce system. In our model, we do not have positions for

functional supervisors. Functional Managers have responsibility and oversight of

the day-to-day operations at each location, while Team Leaders have oversight of

each functional unit at all three of our locations.

Under Integration, Commerce managers (the Workforce Services Supervisor and

the Assistant Regional Director) are uniquely positioned between state-level

Commerce and the One-Stop Operator. It should be stated that much of the

Commerce manager‘s time is spent conducting state business and responding to

daily directives and requests from state-level Commerce. Prior to Integration,

duties assigned by the One-Stop Operator competed with duties assigned by state-

level Commerce, with the Commerce manager balancing both. It should be stated

that this situation is expected to continue under Integration. However, Commerce

managers recognize the One-Stop Operator‘s authority to direct the day-to-day

duties of Commerce managers under Integration.

In addition, One-Stop Operator staff recognizes the authority of Commerce

managers under their functional work team. The reciprocal recognition of

authority allows our local area to utilize the management skills of both Wagner-

Peyser and WIA funded managers and supervisors.

Currently, there is no daily onsite supervision at the Leavenworth County

Workforce Center. Supervision is provided remotely via phone, e-mail and weekly

staff meetings. The Johnson County Functional Manager provides direct

supervision of Skill Development staff responding to policy and procedural,

training and all other support necessary on a day-to-day basis. The Welcome

Function Team Leader is stationed at the Leavenworth office once a week

providing back-up in the Career Center on days which workshops are offered. The

One-Stop Operator‘s Project Manager serves as the Functional Manager for our

Leavenworth site providing facilitation of weekly staff meetings and updates on

new initiatives, policies, etc.

At both our Wyandotte and Johnson County Workforce Center, our on-site

Functional Managers are also the One-Stop Center Operator managers.

In accordance with the Integration Policy 4-04-00 and in order to give Functional

Managers consequential input, the following has been adopted in Local Area III:

The first two Priority Outcomes for all Commerce front-line staff will be

1. Fulfill the duties listed in the Functional Job Description to which you have

been assigned.

2. Fulfill the duties listed in the Functional Job Description in a professional and

cooperative manner while remaining responsive to the day-to-day guidance from

the Functional Manager.

Additional Priority Outcomes will be determined by the Formal Manager, with

input from the Functional Manager. All Priority Outcomes are considered to be set

by the Commerce manager.

This will effectively make the Functional Job Description an attachment to the

Commerce Position Description and Performance Review. Because each priority

outcome is addressed in the Commerce Performance Review, this will give

Functional Managers meaningful, and even verbatim, input in the Performance

Review. This will also serve to document the communication between the

Functional and Formal Manager concerning a team member‘s performance. In

addition, each Commerce staff will understand and certify that he/she is formally--

as opposed to only functionally--accountable for the Functional Job Description

and the manner in which these duties are carried out.

Under our Integration model, every office has management that can address

personnel functions. Our Leavenworth Workforce Center does not have any full-

time Wagner-Peyser staff. In both our Wyandotte and Johnson County Workforce

Centers, Formal Commerce managers are on-site and available to handle personnel

functions.

In Local Area III, staff buy-in started as early as June 2007. The LWIB selected a

private One-Stop operator, Kaiser Group Inc. With the change in operator, a

change in structure and a change in thinking took place. No longer was it Wager-

Peyser staff and WIA staff – everyone was known as Workforce Partnership staff.

Local Area III first began to introduce our staff to Integration at an all staff

meeting in September 2008. In preparation to build staff buy-in and to better

explain what Integration means we developed the Integration tag line:

Integration: A new way to count, a new way to serve, a new way to work

together

In late December 2008 and early January 2009, our staff was given some high-

level big picture training about Integration. Our tag line was introduced, and it

gave staff an opportunity to ask questions and see how Integration was going to

affect their day-to-day jobs. Further staff training is scheduled for March 2009

that will outline the specific duties and responsibilities for staff on each of the

Functional Teams.

5. Description of functional work teams.

A copy of the Welcome Function job description is attached in Sub-attachment J.

A copy of the Assessment Function job description is attached in Sub-attachment

K.

A copy of the Skill Development Function job description is attached in Sub-

attachment L:

A copy of the Business Service Function job description is attached in Sub-

attachment M:

Both WIA and Wagner-Peyser staff will work together on each team to deliver

services to customers without the constraints of program silos. The functional

work team will be responsible for the functions of that team at their location. Staff

on each functional team will be cross-trained, and there will be seamless service

from a customer‘s perspective. For example, both WIA staff and Wagner-Peyser

staff on the Welcome team will perform detailed intake and assessment interviews

to determine education, basic skill needs, interests, ability and aptitude to acquire

job skills and knowledge, work history, economic and family status, career goals,

training needs and follow-up strategy. This is just one of the many examples of

how staff will work together under our integrated model.

6. Description of new customer flow – including customer flow charts and written narrative

that describes the single customer flow and shared customer pool.

A copy of our new Customer Flow Chart is attached in Sub-attachment N:

Welcome personnel greet customers and inquire about reason for visit, and

ascertain immediate interests and needs based on customer responses. First-time

customers receive a ―tour of services‖ that describes the services are available and

what partner agencies help provide those services. Career Advisors determine

potential need and eligibility for other services (onsite or via referral), such as but

not limited to:

Unemployment Insurance

Adult education and literacy

Programs for older workers

Trade adjustment assistance

Veterans employment and training programs

Public Assistance programs, housing and utilities assistance

Vocational rehabilitation, and

Workforce Investment Act adult/dislocated worker and youth programs

Repeat customers sign-in and are directed to an open workstations in the career

center.

Repeat customers who do not obtain employment via self-services are re-engaged

and needs re-addressed. Customers are then referred to workshops and given staff-

assisted job referrals. Job referrals do not just happen at a single point in time, but

happen throughout the continuum of services as appropriate job matches are

identified.

Customers are then provided staff-assisted assessments discussed in sections 1 and

further down in section 6 of this Integration Plan attachment. Basic skills

enhancement services are then provided such as WIN for WorkKeys or other adult

basic education activity. Career Readiness Certifications (Kansas WORKReady!)

are issued where appropriate and customers are counseled for in-depth career

exploration and assessment testing. Career Advisors then develop Individual

Employment Plans (IEP) with customers. Medium- to long-term case management

services and ongoing job search support and coaching are provided to facilitate

successful job placement. Customers are given end-user computer software

training as a needed with most employers in most industries. Customers are then

provided opportunities for occupational skills training in targeted industries and

preferred occupations (traditional or employer-based). As successful job

placement happens with customers, follow-up services are made available to

ensure job retention.

A copy of our new Business Customer Flow chart is attached in Sub-attachment O.

Once an employer contact has been made, the employer is identified as a Targeted

Employer, in one of our current target industries as defined by the LWIB, or a

Non-Targeted Employer. Targeted Employers are assigned to work with Industry

Specialist, and Non-Targeted Employers are assigned to work with Program

Specialists. From there the appropriate staff then does a need assessment with the

employer and a customized plan is developed. Job orders are then entered into

KansasWorks, and the plan is implemented. Depending on the plan, business

services can include assessments, job orders, recruiting, screening and holding

recruiting events. Qualified referrals are made to the employer. Follow-up with

the employer is conducted along with a re-assessment. Further services are then

provided based on the re-assessment.

Local Area III WIB staff requires monthly reports from the One-Stop operator.

The data from these reports is used to ensure that customer needs drive the service

delivery model, both job-seeker needs and business needs. These reports include:

Career Center Report – Provides information on daily center traffic

including new customers counts, workshop attendees, counts on services

provided, reasons for customer visits, recruiting events and career center

trends.

Target Industry Training Report – Provides information on WIA

training participants in each of our targeted industries and select

occupations.

WIRED Training Report – Provides information on WIRED training

participants in each of the WIRED training industries.

Mobile Unit Utilization Report – Provides information on the events and

utilization rate of the Local Area III Mobile Unit.

WIN and WorkKeys Report – Provides information on WIN new

registrants and study hours. Also provides the number of WorkKeys

certificates that have been issued and the levels of the certificates.

The information provided in the reports listed above is reviewed continuously by

the operator an on a periodic basis by the LWIB and sub-committees. Customer

demands that are shown in these reports allow for the operator to adjust service

strategies and allows for the LWIB to make policy changes as needed.

It has always been our philosophy in Local Area III that the best service is

provided by good relationships with job seekers and customers. Of course the

basis for any relationship is good communication, and customers prefer to

communicate in various ways. As we live and work in the 21st century, we use

technology in a way that allows all staff to ‗work smarter.‘ Whenever possible,

staff will meet face-to-face with customers. When it is not possible, our staff uses

technology to communicate. Examples include Email, text messaging, letters and

social networking websites.

Also, many of the training classes we provide (such as CustomGuide discussed

below) and the classes provided by our Eligible Training Providers are web-based.

We believe that distance learning is crucial in today‘s world, and we encourage it

when available.

Computers are by far the best tool we have to provide services. Our career centers

have computers available for job searching, industry and occupational research,

Emailing resumes and filling out applications. We also have fax machines and

telephones that job seekers can use. Another tool is our mobile unit or mobile

Workforce Center. We use our mobile Workforce Center at different community

events and job fairs to provide distance learning and job search services. Equipped

with 12 workstations and web access, we can provide the same services that are

available in each of our standing Workforce Centers. We also use a tool called

―The Informant‖ that is an electronic customer comment card. The details on how

this tool functions are discussed below in section 7 of the Integration Plan

attachment.

An explanation of the assessments used in Local Area III is provided in section 1

of this Integration Plan attachment. While many of the assessments are employer

driven, we would like to highlight the assessments used for different job seeker

customer groups. A copy of Local Area III‘s assessment tools is attached in Sub-

attachment B.

Our assessment tools can be used in a variety of situations. All our WIA

participants that receive intensive and training services are given the CASAS

(Comprehensive Adult Student Assessment System) that assess basic reading and

math skills. They are also required to take the O*Net Interest Profiler that

identifies strengths with regards to personality and matches strengths to

occupations.

WIN (Worldwide Interactive Network) for WorkKeys is a remedial program that

prepares customers for the WorkKeys assessments. All customers are encouraged

to sign up for WIN prior to taking the WorkKeys assessments.

CustomGuide is an on-line learning tool that consists of short, interactive lessons

to help users learn basic computer programs at their own pace.

Typingtest.com is another assessment we use in Local Area III that allows users

to complete a timed typing test needed for many administrative and clerical type

positions.

7. Description of measures of success.

Since July 2008, our Workforce Centers have averaged 482 new visitors each

month. That equals 1446 new visitors per quarter. According to our records, 76%

of new visitors receive a service that requires significant staff involvement and

thus would be enrolled into the WIA performance measures. We would expect to

enroll 1098 job seekers into the WIA performance measures every quarter. This

would be huge increase in the number of WIA performance participants. As a

comparison, during the first quarter of PY2008 (Jul-Sept 08), we enrolled a total of

105 Adult and Dislocated Workers into the WIA performance measures. Also,

during the second quarter of PY2008 (Oct – Dec 08) we enrolled a total of 89

Adult and Dislocated Workers. The numbers alone represent a new way of

recording all the services we have been previously providing to job seekers, but

never taking proper credit for.

In Local Area III, we have a goal of placing 90% of the job seekers we help into

unsubsidized employment. This goal ensures that we will meet our WIA Entered

Employment measures for both the Adult and Dislocated Worker populations. If

90% of the 1098 job seekers we help obtain employment, then we can expect to fill

988 jobs every quarter.

We anticipate there will be an increase in the quality of the services that are

provided. With staff being part of a functional team and able to serve customers

without regard to program silos there are several changes that we expect to see.

We would expect that wait times to speak with Careers Advisors would decrease

since any staff on the Skill Development Team will be able to assist a customer.

Businesses can expect quicker call return times when first calling the Workforce

Center since any Business Service staff will be able to assist them. Career Center

customers can also expect shorter wait times for using the career center since any

staff on the Welcome Team will be able to assist them. There is no plan to begin

recording customer wait times in these areas. Rather, functional manager and team

leaders will look for customer complaints as an initial way to measure the quality

of the service, in addition to the information provided by ―The Informant‖

(discussed further down in this section). Front-line staff will regularly ask

business customers and job seekers about their experiences and the quality of those

experiences. Customer testimonials are presented at each LWIB meeting by

business customers, job seekers and youth.

Local Area III will increase the skills of job seekers that will include a significant

increase in the number of customers who access training services. As discussed in

section 6 of this Integration Plan attachment, we will use CustomGuide - an on-

line learning tool that consists of short, interactive lessons to help users learn basic

computer programs at their own pace. This will give job seekers basic computer

skills that all employers require. In addition, more WIA performance participants

will have access to traditional training services through the use of Individual

Training Accounts (ITA‘s). By serving more individuals each month, our Career

Advisors will be able to refer more customers to the appropriate training services.

Two of the measures on the Scorecard are 1) Number of individuals receiving

training, and 2) Number of individuals trained in targeted industries preferred

occupations.

To measure the efficiency and effectiveness of the new customer flow, functional

management staff will review WIA performance enrollments and number of new

employer customers. While WIA performance enrollments are not a specific

Scorecard measure, they are regularly reviewed by LWIB staff. The new employer

customer count is a Scorecard measure.

There are no initial plans to formally measure the effectiveness of the functional

management structure. Rather, functional managers will regularly check with staff

at team meetings to hear firsthand what issues or problems exist due to the new

structure. As issues are identified, functional managers will work to resolve them

as quickly as possible. It is our goal to make sure all front-line staff feels very

comfortable with the new structure of functional management.

In January 2009, Workforce Partnership began to implement a new method of

gathering customer satisfaction. We purchased an electronic comment card system

from a company called Long Range Systems (LRS). This comment card system,

called ―The Informant‖ is one that is used in restaurants, hospitals, stores, etc.

The technology will help us ensure ongoing quality to our customers and will

provide the ability to recognize trends and act on feedback from our customers

immediately. ―The Informant‖ will enable us to survey all customers regarding

their visit each time they frequent a Workforce Center. The system provides the

opportunity to review reports on a daily basis by staff person, by department and

by location.

There are four (4) different surveys loaded into ―The Informant‖ targeted at

various audiences we want to survey. The surveys are:

i. Job Seeker

ii. Employer

iii. Youth

iv. Other (includes job fairs, rapid response events, workshops, etc.)

Each set of survey questions is unique to the audience being surveyed. Following

each visit, customers are asked to take 2-3 minutes to complete the short survey of

approximately 7-8 questions. The survey asks questions related to their visit that

day and all responses are anonymous and downloaded via a computer connection.

We sample customer satisfaction once a quarter at each location. The schedule for

―The Informant‖ is as follows:

Johnson: January, April, July and October

Wyandotte: February, May, August and November

Leavenworth: March, June, September and December

Workforce One: Special events (randomly)

Once reports are available, we share results with all staff. Staff training can then

be developed based on customer responses as we continuously look to improve the

quality of services to our customers.

8. Description of plan of phasing in the use of the detailed procedural manuals

Local Area III is currently in the process of developing 4 procedure manuals for

each of the 4 functional work teams:

Welcome Function Procedure Manual

Assessment Function Procedure Manual

Skill Development Function Procedure Manual

Business Services Function Procedure Manual

The elements for the Welcome Function Procedure Manual include:

Daily Career Center Maintenance Phones

Copier Maintenance

Logging into Career Center Computers

Replenishing Supplies

Printing Daily Jobs

Updating marketing materials

Checking Resource Library

Preparing sign-in sheets

Restocking Job Shop Kiosk

How to Print Calendars for upcoming week

Operating Flat panel

Adding a new PowerPoint to the Flat Panel

How to set up a slide show

How to close a PowerPoint that is currently running

Monthly Reporting Workshop

Recruiting Event

Daily Traffic

Service Procedures

―New customer‖ service

Recruiting Events

Unemployment Insurance

Custom Guide

WIA/Youth

Enrolling Customers in Computer Basics

Employer request for Job Orders

Veteran Services

Assisting Career Center Customers

The elements for the Assessment Function Procedure Manual include:

Assessments Menu

Career Scope Interest Inventory

CASAS (Comprehensive Adult Student Assessment System)

Custom Guide

HSI (Healthcare Selection Inventory)

Initial Assessment

Kansas Career Pipeline

O*Net Interest Profiler

Purdue Pegboard

Skillcheck

Typingtest.com

WIN (Worldwide Interactive Network)

WorkKeys-Kansas WORKReady

The elements for the Skill Development Function Procedure Manual include:

Customer Assessment Process

Tier 1 Services (Core, Self-Directed)

Tier 2 Services (Core, Staff-Assisted)

Tier 2 (Intensive) Services

IEP Contents

Tier 3 Services (Select Intensive and Training)

Priority of Service

Veterans‘ Priority

Short-Term Pre-Vocational Training Services

Work Experience and Internship Assignments

Training Services

Occupational Skills Training

Appraisal of Customer Readiness and Suitability for Training Services

Targeted Occupations

Limitations on Classroom Training (CRT)

Combination/Sequential Training

Skill Upgrading and Retraining

Entrepreneurial Training

Job Readiness Training

Adult Education and Literacy Enhancement Activities

Registered Apprenticeship Training

Case Management and Training Progress

Individual Training Account System (ITA)

Time and Cost Limitations on ITA‘s and Training Activities

Exceptions to ITA‘s

Determining Financial Need and Coordinating Other Financial Aid

Training Provider Certification Process

Identification of Eligible Training Providers

Policy on Distance Learning and Web-Based on On-Line Training

Exceptions to the Kansas Training Provider Certification System

On-The-Job (OJT) and Customized Training

Customized Training

Incumbent Worker Training

Workplace and Cooperative Educational Training

Case Management

Documentation Requirements

Tier 1 Services (Core, Self-Directed)

Tier 2 Services (Core, Self-Assisted)

Family Size

Tier 2 Services (Intensive)

Tier 3 (Select Intensive and Training) Services

Support Services

Fiscal Controls

Processing Data and Reports for Federal and State

Procurement of Goods and Services

Obligation and De-obligation of Funds

Billing and Payments

Attendance Tracking

Information Systems and Data Collection

Information System Policy for Adult and Dislocated Worker Programs

Participant Registration, Enrollment and Case Tracking

Information Systems Procedures for Adult and Dislocated Worker Programs

Determination and Verification of Eligibility

Process for Customer Exit

Process for Customer Follow-up

Information System Procedures Relating to Youth Programs

Process for Customer Exit

The elements for the Business Services Function Procedure Manual include:

Business Services Daily Operations Industry Specialist overview

Recruiter overview

PS1 overview

Veterans‘ Representative overview

BARS Process

Employer contact procedure

Needs assessment summary

Job order process

Assessment process

Recruiting event/Job Fair process

Follow- up Process

Re-evaluation process

9. Description of training plan to build capacity of staff

For Local Area III, it has been very easy to train staff in culture change, including

the functional management and supervision. When Kaiser Group Inc became the

operator in July 2007, our culture change started then. Staff is no longer referred

to as Wagner-Peyser staff or WIA staff. Rather, all employees are referred to as

Workforce Partnership staff. These distinctions are crucial to creating a brand

image for job seekers and businesses to identify with. It also helps staff get out of

the mindset of program silos and start thinking in terms of what is best for the

customer.

In addition, we have developed a tag line for Integration:

Integration: A new way to count, a new way to serve, a new way to work

together

This tag line was first introduced to staff in late December 2008 and early January

2009 as a way to help staff feel more connected to the Integration process.

Staff will be trained in their new functions mainly during semi-monthly team

meetings. Staff will be trained in other functions mainly during semi-monthly

Workforce Centers meeting. Higher-level Integration training has already

occurred. The majority of front-line staff training will take place during March of

2009.

Staff will be held accountable for new skills and responsibilities. In section 4 of

this Integration Plan attachment we discuss how staff will be held responsible for

their functional job descriptions and how that will impact their formal performance

evaluations. Over time, both functional supervisors and formal supervisors will

assess the individual training needs of the staff. Supervisors will look for common

training needs of the staff and plan group trainings according to those common

needs. Training will be done primarily by supervisors and managers, but guest

speakers will be brought in as needed.

10. Description of continuous improvement plan

The continuous improvement plan for service providers is listed in section I.D.5 of

our State Plan and it describes how we will continuously improve the service

delivery in Local Area III as well as improve efficiencies.

Specifically for Integration, and functional work teams, we will look to

continuously improve the service delivery, efficiencies, and buy-in which will

ultimately lead to better performance measures for Local Area III. Board staff will

include Integration specific monitoring as part of the regular monitoring schedule.

The current monitoring schedule and procedure is listed in section II.B of our State

Plan. Board staff will monitor WIA program enrollment levels to ensure that

customers are being counted in the correct way. IEP‘s for WIA customers will

also be reviewed for those customers receiving intensive and training services to

ensure that the appropriate service strategies are being implemented.

Kaiser Group, Inc., Local Area III One-Stop Operator is an ISO 9001-2000

Certified organization. Kaiser Group will apply ISO standards accordingly in all

continuous improvement efforts. In addition, functional teams will have regular

meetings each month to discuss service strategies that are working well, and those

that need to be improved. Since these meetings will involve a lot of input from

staff, they will also serve to improve the Integration culture and staff buy-in.

Scorecard measures for Local Area III are used as the ultimate gauge for how our

Workforce System is performing.

11. Description of communication plan

The Local Area III WIB meets bi-monthly to set the strategic direction for the

Workforce System, and provides clear direction to LWIB staff. In addition, sub-

committees of the board meet on a monthly basis to provide guidance as well.

LWIB staff in turn communicates with the One-Stop Operator management and

partner organizations on the guidance the LWIB has given. The type of

communication will vary depending on the issue. Communication strategies

include, but our not limited to:

Face-to-face meetings

Conference call meetings

Emails

Wiki‘s

Operator staff and partner staff attend all LWIB board meetings. In addition, at

least one operator staff is on every sub-committee of the LWIB. Since operator

staff serves as the functional managers in Local Area III, they are able to quickly

pass on information to functional teams.

The functional managers and team leaders have already communicated with front-

line staff about the appointments in our functional management structure. As

teams continue to meet with their team leaders, the roles and responsibilities will

continue to be explained to front-line staff.

It is the primary role and responsibility of the functional management team to

communicate to LWIB staff for strategic direction. Functional managers then pass

this information along via intra-office and inter-office meetings. It is the

responsibility of LWIB staff to communication with the State Board and State

Board staff. Local Area III will always look for vision and guidance from the

State Board on strategic decisions and priorities.

Area III

Summary Account Title

FY09

LEGISLATIVE

APPROVED

R&R WORKFORCE DEV

PROGRAM OFG-AGRICULTURE DPN-ACTIVITIES LCL VETS EMPLOY REP

DISABLE VETS

OUTREACH

VETS ASSISTANCE

PROGRAM WP FED FUND 7B WP 7A Total Budget

Fund 2275 3100 3151 3274 3274 3274 3275 3275

Budget Unit FY09 BUDGET 2298 3106 3161 3240 3242 3244 3260 3270

Object Code FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET

Percent of Funding 0% 0% 5% 10% 19% 0% 1% 65%

1000 SALARIES AND WAGES 753,313 - 2,305 45,046 92,606 178,563 2,284 6,019 599,457 926,280

2001 Communication 47,596 - - 1,000 5,200 10,825 - 675 29,180 46,880

2101 Freight and Express 87 - - 50 - - - - - 50

2201 Printing and Advertising 6,172 - - - 200 200 - 100 1,860 2,360

2301 Rents 99,799 - 100 12,500 14,525 17,200 - 13,000 79,124 136,449

2401 Repairing and Service 26,810 - - - 5,625 5,000 - 6,200 22,000 38,825

2501 In-State Travel-Subsistence 10,431 - 100 500 2,900 6,700 500 1,500 21,110 33,310

2502 Out-of-State Travel-Subsistence 5,950 - - - - - - - - -

2503 International Travel - - - - - - - - - -

2601 Fees – Other Services 38,846 - 100 - 725 1,225 - 950 4,765 7,765

2701 Fees – Professional Services 22,385 - - 500 - - - - 2,000 2,500

2801 Utilities 35,875 - 300 - 6,600 5,700 - 5,000 23,000 40,600

2901 Other Contractual Services 37,774 - - - 500 740 - 1,200 3,800 6,240

TOTAL CONTRACTUAL SERVICES 331,725 - 600 14,550 36,275 47,590 500 28,625 186,839 314,979

3001 Clothing - - - - 500 750 - 500 3,400 5,150

3201 Food for Human Consumption - - - - - - - - - -

3401 Maint Construct Materials 98 - - - 250 225 - 50 940 1,465

3501 Motor Vehicle Parts 201 - 100 500 1,100 1,800 100 600 3,050 7,250

3601 Professional and Scientific 1 - - - 850 - - - - 850

3701 Stationery 26,160 - 25 200 200 300 - 150 950 1,825

3901 Other Supplies 2,505 - - 100 200 700 - 800 4,800 6,600

TOTAL COMMODITIES 28,965 - 125 800 3,100 3,775 100 2,100 13,140 23,140

4001 Furniture - - - - - - - - 750 750

4101 Computers 24,986 - - - - 3,200 - - 2,830 6,030

4201 Building Improvements - - - - - - - - - -

4601 Telecommunications - - - - - - - - - -

TOTAL CAPITAL OUTLAY 24,986 - - - - 3,200 - - 3,580 6,780

SUB TOTAL STATE OPERATIONS 1,138,989 - 3,030 60,396 131,981 233,128 2,884 36,744 803,016 1,271,179

5001 Federal Aid Payments - - - - - - - - - -

5101 State Aid Payments - - - - - - - - - -

5501 State Special Grants - - - - - - - - - -

5701 Training Travel and Subsistence - - - - - - - - - -

5901 Other Grants - - - - - - - - - -

TOTAL GRANTS - - - - - - - - - -

6001 Debt Payments - - - - - - - - - -

6101 Payment for Interest - - - - - - - - - -

TOTAL DEBT SERVICE - - - - - - - - - -

7301 Transfers 124,630 - 392 7,658 15,743 30,356 388 1,023 101,908 157,468

7501 Loans - - - - - - - - -

7901 Other Non -Expense Items - - - - - - - - - -

TOTAL NON-EXPENSE 124,630 - 392 7,658 15,743 30,356 388 1,023 101,908 157,468

GRAND TOTAL 1,263,619 - 3,422 68,054 147,724 263,484 3,272 37,767 904,924 1,428,647

H:\!Coordinator Job\LOCAL AREA PLANS\LA III\Redline version\Attachment G - Budget for Wagner Peyser AREA III/AREA III SUMMARY 1

NE Region Account Title

FY09

LEGISLATIVE

APPROVED

R&R WORKFORCE DEV


DISABLE VETS

OUTREACH

VETS ASSISTANCE


Fund 2275 3100 3151 3274 3274 3274 3275 3275

Budget Unit FY09 BUDGET 2298 3106 3161 3240 3242 3244 3260 3270



1000 SALARIES AND WAGES 70,678 71,184 71,184

0.17

2001 Communication 47 - 4,380 4,380

2101 Freight and Express 62 - - -

2201 Printing and Advertising 5,200 - 1,260 1,260

2301 Rents 152 - 2,024 2,024

2401 Repairing and Service 582 - - -

2501 In-State Travel-Subsistence 2,270 - 8,460 8,460

2502 Out-of-State Travel-Subsistence 5,557 - - -

2503 International Travel - - - -

2601 Fees – Other Services 2,337 - 540 540

2701 Fees – Professional Services 12,958 - 2,000 2,000

2801 Utilities - - - -

2901 Other Contractual Services 52 - 500 500

TOTAL CONTRACTUAL SERVICES 29,217 - - - - - - - 19,164 19,164

3001 Clothing - - 150 150

3201 Food for Human Consumption - - - -

3401 Maint Construct Materials - - 40 40

3501 Motor Vehicle Parts - - - -

3601 Professional and Scientific - - - -

3701 Stationery 780 - 100 100

3901 Other Supplies - - 3,000 3,000

TOTAL COMMODITIES 780 - - - - - - - 3,290 3,290

4001 Furniture - - 750 750

4101 Computers 1,623 - 2,830 2,830

4201 Building Improvements - - - -

4601 Telecommunications - - - -

TOTAL CAPITAL OUTLAY 1,623 - - - - - - - 3,580 3,580

SUB TOTAL STATE OPERATIONS 102,298 - - - - - - - 97,218 97,218

5001 Federal Aid Payments -

5101 State Aid Payments -

5501 State Special Grants -

5701 Training Travel and Subsistence -

5901 Other Grants -

TOTAL GRANTS - - - - - - - - - -

6001 Debt Payments -

6101 Payment for Interest -


7301 Transfers 124,630 392 7,658 15,743 30,356 388 1,023 101,908 157,468

7501 Loans -

7901 Other Non -Expense Items -

TOTAL NON-EXPENSE 124,630 - 392 7,658 15,743 30,356 388 1,023 101,908 157,468

GRAND TOTAL 226,928 - 392 7,658 15,743 30,356 388 1,023 199,126 254,686

Planning Allocation -

Difference - 392 7,658 15,743 30,356 388 1,023 199,126 254,686

done done done done done done done

NOTES:

DPN Activities & FLC-

Ag transfers are

missing from FY09-10.

Have corrected 8/29

Kit

Account Title

FY10

LEGISLATIVE

APPROVED

R&R WORKFORCE DEV


DISABLE VETS

OUTREACH

VETS ASSISTANCE

PROGRAM WP FED FUND 7B WP 7A Budget Total

Fund 2275 3100 3151 3274 3274 3274 3275 3275

Index 2298 3106 3161 3240 3242 3244 3260 3270

Object Code FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET


1000 SALARIES AND WAGES 71,486 71,486

0.17

2001 Communication 4,468 4,468

2101 Freight and Express - -

2201 Printing and Advertising 1,285 1,285

2301 Rents 2,064 2,064

2401 Repairing and Service - -

2501 In-State Travel-Subsistence 8,629 8,629

2502 Out-of-State Travel-Subsistence - -

2503 International Travel - -

2601 Fees – Other Services 551 551

2701 Fees – Professional Services 2,040 2,040

2801 Utilities - -

2901 Other Contractual Services 510 510

TOTAL CONTRACTUAL SERVICES - - - - - - - - 19,547 19,547

3001 Clothing 153 153

3201 Food for Human Consumption - -

3401 Maint Construct Materials 41 41

3501 Motor Vehicle Parts - -

3601 Professional and Scientific - -

3701 Stationery 102 102

3901 Other Supplies 3,060 3,060

TOTAL COMMODITIES - - - - - - - - 3,356 3,356

4001 Furniture 765 765

4101 Computers 2,887 2,887

4201 Building Improvements - -

4601 Telecommunications - -

TOTAL CAPITAL OUTLAY - - - - - - - - 3,652 3,652

SUB TOTAL STATE OPERATIONS - - - - - - - - 98,041 98,041

5001 Federal Aid Payments - -

5101 State Aid Payments - -

5501 State Special Grants - -

5701 Training Travel and Subsistence - -

5901 Other Grants - -

TOTAL GRANTS - - - - - - - - - -

6001 Debt Payments - -

6101 Payment for Interest - -


7301 Transfers 394 - 15,819 30,555 389 1,028 102,496 150,680

7501 Loans -


TOTAL NON-EXPENSE - - 394 - 15,819 30,555 389 1,028 102,496 150,680

GRAND TOTAL - - 394 - 15,819 30,555 389 1,028 200,537 248,721

Planning allocatoin -

Difference - 394 - 15,819 30,555 389 1,028 200,537 248,721

done done done done done done done

H:\!Coordinator Job\LOCAL AREA PLANS\LA III\Redline version\Attachment G - Budget for Wagner Peyser AREA III/59300 2

Kansas City Account Title

FY09

LEGISLATIVE

APPROVED

R&R WORKFORCE DEV


DISABLE VETS

OUTREACH WP FED FUND 7B WP 7A Total Budget

Fund 2275 3100 3151 3274 3274 3275 3275

Budget Unit FY09 BUDGET 2298 3106 3161 3240 3242 3260 3270

Object Code FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET

Percent of Funding 0% 1% 13% 14% 14% 0% 59%

1000 SALARIES AND WAGES 298,257 2,305 45,046 49,220 49,103 209,241 354,915

2001 Communication 23,772 - 1,000 2,700 3,000 175 10,000 16,875

2101 Freight and Express 24 - 50 - - - - 50

2201 Printing and Advertising 372 - - - - - 500 500

2301 Rents 34 100 12,500 2,025 2,300 7,000 20,000 43,925

2401 Repairing and Service 21,366 - - 5,625 5,000 6,200 22,000 38,825

2501 In-State Travel-Subsistence 3,413 100 500 400 1,000 1,000 4,500 7,500

2502 Out-of-State Travel-Subsistence 276 - - - - - - -

2503 International Travel - - - - - - - -

2601 Fees – Other Services 17,195 100 - 225 225 850 1,500 2,900

2701 Fees – Professional Services 9,426 - 500 - - - - 500

2801 Utilities 35,874 300 - 6,600 5,700 5,000 23,000 40,600

2901 Other Contractual Services 37,409 - - - - 1,000 2,300 3,300

TOTAL CONTRACTUAL SERVICES 149,161 - 600 14,550 17,575 17,225 21,225 83,800 154,975

3001 Clothing - - - - - - 2,200 2,200

3201 Food for Human Consumption - - - - - - - -

3401 Maint Construct Materials 97 - - 250 225 50 900 1,425

3501 Motor Vehicle Parts 180 100 500 100 300 500 1,000 2,500

3601 Professional and Scientific 1 - - 850 - - - 850

3701 Stationery 14,528 25 200 100 100 100 500 1,025

3901 Other Supplies 2,446 - 100 200 200 800 1,800 3,100

TOTAL COMMODITIES 17,252 - 125 800 1,500 825 1,450 6,400 11,100

4001 Furniture - - - - - - - -

4101 Computers 10,170 - - - - - - -

4201 Building Improvements - - - - - - - -

4601 Telecommunications - - - - - - - -

TOTAL CAPITAL OUTLAY 10,170 - - - - - - - -

SUB TOTAL STATE OPERATIONS 474,840 - 3,030 60,396 68,295 67,153 22,675 299,441 520,990

5001 Federal Aid Payments - - - -

5101 State Aid Payments - - - -

5501 State Special Grants - - - -

5701 Training Travel and Subsistence - - - -

5901 Other Grants - - - -

TOTAL GRANTS - - - - - - - - -



TOTAL DEBT SERVICE - - - - - - - - -

7301 Transfers - -

7501 Loans - -

7901 Other Non -Expense Items - -

TOTAL NON-EXPENSE - - - - - - - - -

GRAND TOTAL 474,840 - 3,030 60,396 68,295 67,153 22,675 299,441 520,990

-

Difference - 3,030 60,396 68,295 67,153 22,675 299,441 520,990

done done done done done done

Planning Allocation

Account Title

FY10

LEGISLATIVE

APPROVED

R&R WORKFORCE DEV


DISABLE VETS

OUTREACH WP FED FUND 7B WP 7A Budget Total

Fund 2275 3100 3151 3274 3274 3275 3275

Index 2298 3106 3161 3240 3242 3260 3270


Percent of Funding 0% 1% 0% 16% 16% 0% 68%

1000 SALARIES AND WAGES 2,318 - 49,552 49,436 210,661 311,967

0.17

2001 Communication - - 2,754 3,060 179 10,200 16,193

2101 Freight and Express - - - - - - -

2201 Printing and Advertising - - - - - 510 510

2301 Rents 102 - 2,066 2,346 7,140 20,400 32,054

2401 Repairing and Service - - 5,738 5,100 6,324 22,440 39,602

2501 In-State Travel-Subsistence 102 - 408 1,020 1,020 4,590 7,140

2502 Out-of-State Travel-Subsistence - - - - - - -

2503 International Travel - - - - - - -

2601 Fees – Other Services 102 - 230 230 867 1,530 2,958

2701 Fees – Professional Services - - - - - - -

2801 Utilities 306 - 6,732 5,814 5,100 23,460 41,412

2901 Other Contractual Services - - - - 1,020 2,346 3,366

TOTAL CONTRACTUAL SERVICES - - 612 - 17,927 17,570 21,650 85,476 143,234

3001 Clothing - - - - - 2,244 2,244

3201 Food for Human Consumption - - - - - - -

3401 Maint Construct Materials - - 255 230 51 918 1,454

3501 Motor Vehicle Parts 102 - 102 306 510 1,020 2,040

3601 Professional and Scientific - - 867 - - - 867

3701 Stationery 26 - 102 102 102 510 842

3901 Other Supplies - - 204 204 816 1,836 3,060

TOTAL COMMODITIES - - 128 - 1,530 842 1,479 6,528 10,506

4001 Furniture - - - - - - -

4101 Computers - - - - - - -

4201 Building Improvements - - - - - - -

4601 Telecommunications - - - - - - -

TOTAL CAPITAL OUTLAY - - - - - - - - -

SUB TOTAL STATE OPERATIONS - - 3,058 - 69,009 67,847 23,129 302,665 465,707

5001 Federal Aid Payments - - - - - - -

5101 State Aid Payments - - - - - - -

5501 State Special Grants - - - - - - -

5701 Training Travel and Subsistence - - - - - - -

5901 Other Grants - - - - - - -

TOTAL GRANTS - - - - - - - - -

6001 Debt Payments - - - - - - -

6101 Payment for Interest - - - - - - -

TOTAL DEBT SERVICE - - - - - - - - -

7301 Transfers - - - - - - -

7501 Loans - - - - - - -

7901 Other Non -Expense Items - - - - - - -

TOTAL NON-EXPENSE - - - - - - - - -

GRAND TOTAL - - 3,058 - 69,009 67,847 23,129 302,665 465,707


Difference - 3,058 - 69,009 67,847 23,129 302,665 465,707


Kitty - According to

Susan W., the

positions in the field

will not be funded in

FY10. Please remove

salary and indirect for

FY10. SJ 9-3-08


Leavenworth Account Title

FY09

LEGISLATIVE

APPROVED LCL VETS EMPLOY REP

DISABLE VETS

OUTREACH

VETS ASSISTANCE


Fund 3274 3274 3274 3275 3275

Budget Unit FY09 BUDGET 3240 3242 3244 3260 3270

Object Code FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET

Percent of Funding 0% 74% 0% 0% 26%

1000 SALARIES AND WAGES 54,356 - 49,418 - 17,677 67,095

2001 Communication 5,237 - 5,325 - - 800 6,125


2201 Printing and Advertising 48 - - - - - -

2301 Rents 20,586 - 2,900 - - 100 3,000

2401 Repairing and Service 4,079 - - - - - -

2501 In-State Travel-Subsistence 2,550 - 2,200 - - 550 2,750

2502 Out-of-State Travel-Subsistence 117 - - - - - -


2601 Fees – Other Services 9,323 - 500 - - 225 725


2801 Utilities - - - - - - -

2901 Other Contractual Services 108 - 240 - - - 240

TOTAL CONTRACTUAL SERVICES 42,048 - 11,165 - - 1,675 12,840

3001 Clothing - - 250 - - 50 300


3401 Maint Construct Materials - - - - - - -

3501 Motor Vehicle Parts - - 300 - - 50 350

3601 Professional and Scientific - - - - - - -

3701 Stationery 4,893 - 100 - - - 100

3901 Other Supplies 6 - 500 - - - 500

TOTAL COMMODITIES 4,899 - 1,150 - - 100 1,250

4001 Furniture - - - - - - -

4101 Computers 2,742 - 2,900 - - - 2,900



TOTAL CAPITAL OUTLAY 2,742 - 2,900 - - - 2,900

SUB TOTAL STATE OPERATIONS 104,045 - 64,633 - - 19,452 84,085

5001 Federal Aid Payments - -

5101 State Aid Payments - -

5501 State Special Grants - -

5701 Training Travel and Subsistence - -

5901 Other Grants - -

TOTAL GRANTS - - - - - - -



TOTAL DEBT SERVICE - - - - - - -

7301 Transfers - -

7501 Loans - -

7901 Other Non -Expense Items - -

TOTAL NON-EXPENSE - - - - - - -

GRAND TOTAL 104,045 - 64,633 - - 19,452 84,085

Planning Allocation - -

Difference - 64,633 - - 19,452 84,085

done done done done done

Account Title

FY10

LEGISLATIVE

APPROVED LCL VETS EMPLOY REP

DISABLE VETS

OUTREACH

VETS ASSISTANCE


Fund 3274 3274 3274 3275 3275

Index 3240 3242 3244 3260 3270

Object Code FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET

Percent of Funding 0% 74% 0% 0% 26%

1000 SALARIES AND WAGES - 49,789 - 17,785 67,574

0.17

2001 Communication - 5,432 - - 816 6,248

2101 Freight and Express - - - - - -

2201 Printing and Advertising - - - - - -

2301 Rents - 2,958 - - 102 3,060

2401 Repairing and Service - - - - - -

2501 In-State Travel-Subsistence - 2,244 - - 561 2,805

2502 Out-of-State Travel-Subsistence - - - - - -

2503 International Travel - - - - - -

2601 Fees – Other Services - 510 - - 230 740

2701 Fees – Professional Services - - - - - -

2801 Utilities - - - - - -

2901 Other Contractual Services - 245 - - - 245

TOTAL CONTRACTUAL SERVICES - - 11,388 - - 1,709 13,097

3001 Clothing - 255 - - 51 306

3201 Food for Human Consumption - - - - - -

3401 Maint Construct Materials - - - - - -

3501 Motor Vehicle Parts - 306 - - 51 357

3601 Professional and Scientific - - - - - -

3701 Stationery - 102 - - - 102

3901 Other Supplies - 510 - - - 510

TOTAL COMMODITIES - - 1,173 - - 102 1,275

4001 Furniture - - - - - -

4101 Computers - 2,958 - - - 2,958

4201 Building Improvements - - - - - -

4601 Telecommunications - - - - - -

TOTAL CAPITAL OUTLAY - - 2,958 - - - 2,958

SUB TOTAL STATE OPERATIONS - - 65,308 - - 19,596 84,904

5001 Federal Aid Payments - - - - - -

5101 State Aid Payments - - - - - -

5501 State Special Grants - - - - - -

5701 Training Travel and Subsistence - - - - - -

5901 Other Grants - - - - - -

TOTAL GRANTS - - - - - - -

6001 Debt Payments - - - - - -

6101 Payment for Interest - - - - - -

TOTAL DEBT SERVICE - - - - - - -

7301 Transfers - - - - - -

7501 Loans - - - - - -

7901 Other Non -Expense Items - - - - - -

TOTAL NON-EXPENSE - - - - - - -

GRAND TOTAL - - 65,308 - - 19,596 84,904


Difference - 65,308 - - 19,596 84,904

done done done done done


Overland

Park Account Title

FY09

LEGISLATIVE

APPROVED

R&R WORKFORCE DEV

PROGRAM LCL VETS EMPLOY REP

DISABLE VETS

OUTREACH

VETS ASSISTANCE


Fund 2275 3274 3274 3274 3275 3275

Budget Unit FY09 BUDGET 2298 3240 3242 3244 3260 3270

Object Code FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET FY09 BUDGET

Percent of Funding 0% 10% 18% 1% 1% 70%

1000 SALARIES AND WAGES 330,022 43,386 80,042 2,284 6,019 301,355 433,086

2001 Communication 18,540 - 2,500 2,500 - 500 14,000 19,500

2101 Freight and Express 1 - - - - - - -

2201 Printing and Advertising 552 - 200 200 - 100 100 600

2301 Rents 79,027 - 12,500 12,000 - 6,000 57,000 87,500

2401 Repairing and Service 783 - - - - - - -

2501 In-State Travel-Subsistence 2,198 - 2,500 3,500 500 500 7,600 14,600

2502 Out-of-State Travel-Subsistence - - - - - - - -

2503 International Travel - - - - - - - -

2601 Fees – Other Services 9,991 - 500 500 - 100 2,500 3,600

2701 Fees – Professional Services 1 - - - - - - -

2801 Utilities 1 - - - - - - -

2901 Other Contractual Services 205 - 500 500 - 200 1,000 2,200

TOTAL CONTRACTUAL SERVICES 111,299 - 18,700 19,200 500 7,400 82,200 128,000

3001 Clothing - - 500 500 - 500 1,000 2,500

3201 Food for Human Consumption - - - - - - - -

3401 Maint Construct Materials 1 - - - - - - -

3501 Motor Vehicle Parts 21 - 1,000 1,200 100 100 2,000 4,400

3601 Professional and Scientific - - - - - - - -

3701 Stationery 5,959 - 100 100 - 50 350 600

3901 Other Supplies 53 - - - - - - -

TOTAL COMMODITIES 6,034 - 1,600 1,800 100 650 3,350 7,500

4001 Furniture - - - - - - -

4101 Computers 10,451 - 300 - - - 300



TOTAL CAPITAL OUTLAY 10,451 - - 300 - - - 300

SUB TOTAL STATE OPERATIONS 457,806 - 63,686 101,342 2,884 14,069 386,905 568,886

5001 Federal Aid Payments -

5101 State Aid Payments -

5501 State Special Grants -

5701 Training Travel and Subsistence -

5901 Other Grants -

TOTAL GRANTS - - - - - - - -

6001 Debt Payments -

6101 Payment for Interest -

TOTAL DEBT SERVICE - - - - - - - -

7301 Transfers - -

7501 Loans -


TOTAL NON-EXPENSE - - - - - - - -

GRAND TOTAL 457,806 - 63,686 101,342 2,884 14,069 386,905 568,886

Planning Allocation -

Difference - 63,686 101,342 2,884 14,069 386,905 568,886


Account Title

FY10

LEGISLATIVE

APPROVED

R&R WORKFORCE DEV

PROGRAM LCL VETS EMPLOY REP

DISABLE VETS

OUTREACH

VETS ASSISTANCE


Fund 2275 3274 3274 3274 3275 3275

Index 2298 3240 3242 3244 3260 3270

Object Code FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET FY10 BUDGET

Percent of Funding 0% 10% 18% 1% 1% 70%

1000 SALARIES AND WAGES 43,498 80,508 2,289 6,046 302,987 435,328

0.17

2001 Communication - 2,550 2,550 - 510 14,280 19,890


2201 Printing and Advertising - 204 204 - 102 102 612

2301 Rents - 12,750 12,240 - 6,120 58,140 89,250

2401 Repairing and Service - - - - - - -

2501 In-State Travel-Subsistence - 2,550 3,570 510 510 7,752 14,892

2502 Out-of-State Travel-Subsistence - - - - - - -


2601 Fees – Other Services - 510 510 - 102 2,550 3,672


2801 Utilities - - - - - - -

2901 Other Contractual Services - 510 510 - 204 1,020 2,244

TOTAL CONTRACTUAL SERVICES - - 19,074 19,584 510 7,548 83,844 130,560

3001 Clothing - 510 510 - 510 1,020 2,550


3401 Maint Construct Materials - - - - - - -

3501 Motor Vehicle Parts - 1,020 1,224 102 102 2,040 4,488

3601 Professional and Scientific - - - - - - -

3701 Stationery - 102 102 - 51 357 612

3901 Other Supplies - - - - - - -

TOTAL COMMODITIES - - 1,632 1,836 102 663 3,417 7,650

4001 Furniture - - - - - - -

4101 Computers - - 306 - - - 306



TOTAL CAPITAL OUTLAY - - - 306 - - - 306

SUB TOTAL STATE OPERATIONS - - 64,204 102,234 2,901 14,257 390,248 573,844

5001 Federal Aid Payments - - - - - - -

5101 State Aid Payments - - - - - - -

5501 State Special Grants - - - - - - -

5701 Training Travel and Subsistence - - - - - - -

5901 Other Grants - - - - - - -

TOTAL GRANTS - - - - - - - -

6001 Debt Payments - - - - - - -

6101 Payment for Interest - - - - - - -

TOTAL DEBT SERVICE - - - - - - - -

7301 Transfers -

7501 Loans -


TOTAL NON-EXPENSE - - - - - - - -

GRAND TOTAL - - 64,204 102,234 2,901 14,257 390,248 573,844


Difference - 64,204 102,234 2,901 14,257 390,248 573,844



Workforce PartnershipAdult and Dislocated Worker - Budget for Program Year 2009 - Estimate

Funding Sources

Admin Formula

PY09 Adult - $283,423@10% 28,342.30 255,080.70

FY10 Adult - $1,349,470 @ 10% 134,947.00 1,214,523.00

163,289.30 1,469,603.70

PY09 DW - $223,863 @ 10% 22,386.30 201,476.70

FY10 DW - $565,271 @ 10% 56,527.10 508,743.90

710,220.60

2,179,824.30

Expenditure Budget

Wages 1,023,750.00

Fringe 235,462.50

Temp Staff 5,000.00

Staff Travel 24,000.00

Staff Development 18,000.00

1,306,212.50

Office Supplies 64,000.00

Postage 3,000.00

Printing 16,000.00

Communcation 50,000.00

Equipment 45,000.00

Software 15,000.00

Facility Expense 50,000.00

243,000.00

Subcontractor Expense 310,000.00

Adult Participant 100,000.00

OJT 13,000.00

Dislocated Worker 20,000.00

133,000.00

Total Expense 1,992,212.50

Overhead Expense @9.4% 187,267.98

Total Budget for Adult and Dislocated Worker 2,179,480.48

Workforce PartnershipYouth Formula Budget - Estimate

Funding Sources

Admin Youth

PY09 Youth - $1,821,047 @ 10% 182,104.70 1,638,942.30

Expenditure Budget

Wages 454,650.00

Fringe 90,930.00

Temp Staff 0.00

Staff Travel 16,000.00

Staff Development 20,000.00

581,580.00

Office Supplies 26,000.00

Postage 1,000.00

Printing 4,000.00

Communcation 9,000.00

Equipment 30,000.00

Software 29,000.00

Facility Expense 46,000.00

145,000.00

Subcontractor Expense 280,000.00

Adult Participant 1,500.00

Youth 75,000.00

Childcare 1,000.00

77,500.00

Total Expense 1,084,080.00

Overhead Expense @9.4% 101,903.52

Total Budget for Youth 1,185,983.52

Workforce PartnershipAdult ARRA & DW ARRA Budgets - Estimate

Funding Sources

Adult DW

ARRA Stimulus Funds (2/14/09-6/30/11) Admin Stimulus Stimulus

Adult - $917,838 45,891.90 871,946.10

DW - $1,036,132 51,806.60 984,325.40

Expenditures

Yr 1 Possible Expense FY09 Adult to ARRA (430,180.95) 0

Possible transfer DW ARRA to Adult ARRA 295,297.62 (295,297.62) (transfer option #3)

Balance Adult ARRA Funds 737,062.77 689,027.78

Yr 1 Salary & Wages (75% of position) 39,375.00 39,375.00

Fringe Benefits @ 30% 11,812.50 11,812.50

Participant Costs 485,500.00 453,625.00

Overhead @ 9.4% 50,448.63 47,452.38

Year 1 Total 587,136.13 552,264.88

Yr 2 Salary & Wages (25% of position) 13,125.00 13,125.00

Fringe Benefits @ 30% 3,937.50 3,937.50

Participant Costs 119,375.00 107,500.00

Miscellaneous 606.96 449.30

Overhead @ 9.4% 12,882.19 11,751.11

Year 2 Total 149,926.65 136,762.91

Total Adult ARRA & DW ARRA 737,062.77 689,027.78

Workforce PartnershipYouth ARRA Budget- Estimate

Funding Sources

Youth

ARRA Stimulus Funds (2/14/09-6/30/11) Admin Stimulus

Youth - $2,305,925 @ 5% Admin 115,296.25 2,190,628.75

Expenditures

Staff Salaries 306,939.00

Travel 41,375.00

Program Supplies 40,000.00

Equipment 2,500.00

Facility Costs 25,000.00

Communications 25,000.00

I Support Learning 45,000.00

Outreach 10,000.00

Mobile Unit Costs 10,000.00

Participant Costs 1,496,490.00

Overhead 188,216.58

Total Expenditures 2,190,520.58

CHIEF ELECTED OFFICIALS AGREEMENT

This Chief Elected Officials Agreement is entered into between the Leavenworth and Johnson

Counties and the Unified Government of Wyandotte County/Kansas City, Kansas together

designated as Local Workforce Investment Area III hereinafter referred to as “LWIA III,” to

define the duties and obligations of, and procedures to be followed by, the Chief Elected

Officials, hereinafter referred to as the “CEO Board,” under the Workforce Investment Act,

hereinafter referred to as the “Act” (Public Law 105-220, August 7, 1998).

I. CREATION OF AND MEMBERSHIP ON CEO BOARD

The parties agree to establish a board to be known as the CEO Board.

For purposes of representation on the CEO Board, LWIA III shall be subdivided into three (3)

regions. Regions shall consist of Leavenworth and Johnson Counties and the Unified

Government of Wyandotte County/Kansas City, Kansas.

Membership on the CEO Board, LWIA III shall consist of:

a) The Mayor-CEO of the Unified Government of Wyandotte County/Kansas City,

Kansas

b) Two (2) representatives from the Unified Government of Wyandotte

County/Kansas City, Kansas

c) One (1) representative from Leavenworth County

d) Two (2) representatives from Johnson County

A current list of the CEO Board members shall be provided by the CEO Chair to the Secretary of

Human Resources each time the membership changes.

II. ELECTION OF CEO BOARD REPRESENTATIVES

The Mayor-CEO of the Unified Government of Wyandotte County/Kansas City, Kansas shall

automatically become a member of the CEO Board upon assuming office. Should the Mayor-

CEO desire on the CEO Board, she/he may designate another elected member of the Board of

Commissioners to assume her/his responsibilities on the CEO Board.

The Mayor-CEO of the Unified Government of Wyandotte County/Kansas City, Kansas shall,

prior to the commencement of the next Workforce Investment Act five- (5) year planning cycle,

appoint two (2) representatives from the Unified Government.

And

The Chair of the county commission for each Leavenworth and Johnson County within LWIA

III, shall automatically become a member of the CEO Board upon assuming office. Should the

Chair desire not to serve on the CEO Board, she/he may designate another elected member of the

county commission to assume her/his responsibilities on the CEO Board.

III. SELECTION OF ALTERNATIVE CEO BOARD REPRESENTATIVE

The member of each county commission serving as a CEO representative may select an alternate

representative from among the elected members of the commission who shall assume the

responsibilities of the CEO representative should she/he be unable to attend a CEO Board

meeting. The alternative representative shall have the same full voting rights as any member of

the board.

IV. TERM OF OFFICE

The term of the CEO Board members shall coincide with the Workforce Investment Act five (5)

year program cycle. The membership term will commence July 1, 2000 and terminate June 30,

2005.

V. VOTING

Each representative to the CEO Board shall have one (1) vote to cast on matters coming before

the Board and must be present to vote.

VI. SELECTION OF CHAIR AND VICE CHAIR

The CEO Board at its first meeting of the Workforce Investment Act five (5) year program cycle,

shall elect a Chair and Vice Chair from among its membership who shall serve during the

Workforce Investment Act five (5) year program cycle.

VII. FILLING OF VACANCIES

Vacancies on the CEO Board caused by elections, resignations or other reasons shall be filled

from among the County Commissioners of the county where the vacancy exists. Such vacancies

shall be filled by the next regularly scheduled CEO Board meeting.

VIII. APPOINTMENT OF LOCAL WORKFORCE INVESTMENT BOARD MEMBERS

The CEO Board shall make appointments to the Local Workforce Investment Board (LWIB) in

accordance with section 117(b) of the Act. The Governor of the State, in partnership with the

State Workforce Investment Board, shall establish criteria for use by the CEO Board for

appointment of members of the LWIB. At a minimum, the membership of the LWIB shall

include:

1. Representatives of business in the local area, who are:

● Owners of businesses, chief executives or operating officers of businesses,

and other business executives or employees with optimum policy making

or hiring authority

● Represent business with employment opportunities that reflect the

employment opportunities of the local area, and

● Are appointed from among individuals nominated by local business

organizations and business trade associations.

2. Representatives of local education entities, including representatives of local

educational agencies, local school boards, entities providing adult education and

literacy activities, and post secondary educational institutions (including

representatives of community colleges, where such entities exist), selected from

among individuals nominated by regional or local educational agencies,

institutions, or organizations representing such local education entities.

3. Representatives of labor organizations (for a local area in which employees are

represented by labor organizations), nominated by local labor federations, or (for

a local area in which no employees are represented by such organizations), other

representatives of employees.

4. Representatives of community-based organizations, (including organizations

representing individuals with disabilities and veterans, for a local area in which

such organizations are present).

5. Representatives of economic development agencies, including private sector

economic development entities.

6. Representatives of each of the one-stop partners.

7. Other individuals or representatives of entities as the chief elected official in the

local area may determine to be appropriate.

The CEO Chair shall make the final selection for appointment from the individuals nominated.

IX. RESPONSIBILITIES OF THE CEO BOARD

The CEO Board by this agreement assumes the following responsibilities:

● Appoint the members of the LWIB in accordance with State criteria

● In paratnership with the LWIB, appoint (as a subgroup within the LWIB) a youth

council

● In partnership with the LWIB, develop and submit a local Workforce Investment

Act Plan to the Governor

● In partnership with the LWIB, designate or certify one-stop operators

● Approve the LWIB budget

● Serve as the grant recipient for, and be liable for any misuse of, the grant funds

allocated under Sections 128 and 133

● In partnership with the LWIB, conduct oversight with respect to local programs of

youth activities authorized under Section 129, local employment and training

activities authorized under Section 134 and the One-Stop Delivery System in the

local area

● Negotiate with the LWIB and the Governor to determine local performance

measures

● In partnership with the LWIB, develop and enter into a Memorandum of

Understanding (MOU) between the LWIB and the One-Stop partners concerning

the operation of the One-Stop Delivery System

X. RESPONSIBILITY FOR LWIA FUNDS

The Chief Elected Officials of LWIA III shall be liable, as set forth below, in accordance with

Section 117(d)(3)(B)(1) of the Act, for any misuse of funds as allocated to the local area under

Sections 128 and 133 to repay such funds other than with funds received under the Act,

determined to be a misexpenditure of funds received under the Act of WIA set aside funds due

to:

1. Willful disregard of the Act and accompanying rules and regulations.

2. Gross negligence

Or

3. Failure to observed accepted standards of administration.

(Items 1, 2, and 3, above are hereafter referred to as audit exceptions)

Liability for audit exceptions will be apportioned as follows:

a) If the audit exception expenditure was for goods or services provided to Johnson

County residents, the audit exception, loss, burden or cost will be the

responsibility of Johnson County.

b) If the audit exception expenditure was for goods or services provided to

Leavenworth County residents, the audit exception, loss, burden or cost will be

the responsibility of Leavenworth County.

c) If the audit exception expenditure was for goods or services provided to

Wyandotte County/Kansas City, Kansas residents, the audit exception, loss,

burden or cost will be the responsibility of the Unified Government of Wyandotte

County/Kansas City, Kansas.

d) An audit exception or an administrative cost will be the responsibility of the two

counties and Wyandotte County/Kansas City, Kansas in LWIA III, to be divided

equally among said counties based on the percentage of the total number of

clients served in each county in the previous year.

The current percentage would be:

Wyandotte County/Kansas City, Kansas 50%

Johnson County 35%

Leavenworth County 15%

XI. TERM OF AGREEMENT

This agreement shall become effective July 1, 2000 and shall continue until rescinded or

superseded by a new CEO Agreement, and can be renewed by reaffirmation of the

representatives for the counties of Leavenworth, Johnson, and Unified Government of

Wyandotte County/Kansas City, Kansas.

XII. MODIFICATION OF AGREEMENT

This agreement may be modified by circulating the proposed language to all Chief Elected

Officials for review and comment at least thirty (30) days prior to the CEO Board meeting at

which time action on the modification is to be taken. The modification in its final form shall be

signed by all members of the CEO Board and included in the LWIA’s five (5) year plan.

CEO BOARD REAFFIRMATION AGEEMENT

IN WITNESS WHEREOF, the following members of the Chief Elected Officials Board for the

State of Kansas Local Workforce Investment Area III (LWIA III) have reaffirmed this CEO

agreement.

(Signatures)

Carol Marinovich, Mayor-CEO Unified Government October 5, 2000

Nathan Barnes , Wyandotte Co./KCK Commissioner October 5, 2000

Ernest M. Lewis, Wyandotte Co./KCK Commissioner October 5, 2000

Douglas E. Wood, Johnson County Commissioner December 21, 2000

Gary Anderson, Johnson County Commissioner December 21, 2000

Donald Navinsky, Leavenworth County Commissioner November 27, 2000

Workforce Investment Board Roster

Workforce Partnership

Name Address

Representation

Carolyn Benitez

Executive Officer

SER Corporation

1020 N. Main, Suite D

Wichita, KS 67203

(316) 264-5372

Fax (866) 462-5601

[email protected]

One-Stop Partner

MSFW, WIA Sect. 167

Norman Bent

Executive Officer

SER Corporation

1020 N. Main, Suite D

Wichita, KS 67203

(877) 664-5372

Fax (316) 264-0194

[email protected]

One-Stop Partner

SCSEP - Title V

Steve Christensen

Senior Vice President

First State Bank & Trust

1525 Highway 24/40

P.O. Box 219

Tonganoxie, KS 66086

(913)845-2500

[email protected]

Business

Paul Clay Jr.

Owner

Tropus, Inc.

4936 W. 88th Street

Prairie Village, KS 66207-2257

(816) 235-6131

[email protected]

[email protected]

Business

Rose Day

Public Service Administrator U/I


401 Topeka Blvd.

Topeka, KS 66603

(913) 667-1776

FAX (913) 667-1779

[email protected]

One-Stop Partner

Matt Dority

District Manager, North District

CHAIR

Kansas City Power & Light

613 Atchison Street

St. Joseph, MO 64501-3807

(816) 387-6210

FAX (816) 233-3461

[email protected]

Business

Judy Gifford

AFL-CIO Community Services

Liaison

United Way of Wyandotte County

P.O. Box 17-1042


(913) 371-3674 ext. 324

FAX (913) 371-2718

[email protected]

One-Stop Partner

Karen Griffin, SPHR

Human Resource Manager

VICE CHAIR

Eskridge, Inc.

1900 Kansas City Road

Olathe, KS 66061

(913) 782-1238

FAX (913) 782-8232

[email protected]

Business

mailto:[email protected]











Dana Grove

Executive Vice President, Learning

Johnson County Community College

12345 College Boulevard

Overland Park, KS 66210

(913) 469-8500

[email protected]

Local Education,

One-Stop Partner

Lauren Huey

Human Resources Manager

Cabela’s Kansas City

10300 Cabela Drive


(913) 328-3135

FAX (913) 328-0348

[email protected]

Business

Steven Hougland

Agent

TREASURER

Keller-Williams Real Estate

801 N. Mur-Len

Olathe, KS 66061

(913) 449-9920

[email protected]

Business

David Huston

President / CEO

Olson Manufacturing

8310 Hedge Lane Terrace

Shawnee, KS 66227-3543

(913) 441-6637

FAX (913) 441-2677

[email protected]

Business

Steve Jack

Executive Director

Leavenworth County Development Corp.

1294 Eisenhower Road

Leavenworth, KS 66048

(913) 727-6111 x 203

FAX (9130 727-5515

[email protected]

Economic Development

LaDora Jackson

Executive Director

Economic Opportunity Foundation

1542 Minnesota Ave.


(913) 371-7800

FAX (913) 371-0457

[email protected]

One-Stop Partner

Brenda C. Jones

Vice President

SECRETARY

Communications Workers of America

Local 6450

2527 N. 18th Street


(913) 321-1433

[email protected]

Labor

Dan Lange

Human Resources Manager

Industrial Power Group

Exide Technologies

3001 Fairfax Trafficway


(913) 321-3561 x230

FAX (913) 321-4053

[email protected]

Business











K. J. Langlais

Executive Director

Evergreen Living Innovations, Inc./GERTI

11875 South Sunset, Suite 100

Olathe, KS 66061

(913) 477-8200

FAX (913) 477-8001

[email protected]

Other Organization

Walter P. Lantzy, III

Observer/Controller/Trainer

General Dynamics

114 N. Brookridge St.

Lansing, KS 66043

(913) 240-1472

FAX (913) 758-5267

[email protected]

Business

Jerry Leonard

Rehabilitation Services

Administrator, KC Metro Region

Department of SRS

Overland Park Service Center

8915 Lenexa Drive

Overland Park, KS 66241-3228

(913) 826-7585

FAX (913)826-7583

[email protected]

One-Stop Partner

Wendell Maddox

President

United Way of Wyandotte County

434 Minnesota Ave.

P.O. Box 17-1042


(913) 371-3674

FAX (913) 371-2718

[email protected]

One-Stop Partner

Jennifer Mehnert

Human Resource Manager

Garmin International

1200 E. 151st Street

Olathe, KS 66062

(913) 440-5174

FAX (913) 397-8282

[email protected]

Business

Scott Neilan

Director of Human Resources

Armed Forces Insurance

550 Eisenhower Road


(913) 727-4507

[email protected]

Business

Donald Nelson

Owner

Nelson Enterprises

3110 Tomahawk Rd.

Prairie Village, KS 66208

(913) 262-0145

[email protected]

Business

Art Polela

Manager

Nike Factory Store

1803 Village West Parkway


(913) 788-7263

FAX (913) 788-9318

[email protected]

Business











Ashley Sherard

Vice President, Director of

Legislative Affairs

Lenexa Chamber of Commerce

11180 Lackman Road

Lenexa, KS 66219

(913) 888-1414

[email protected]

Economic Development

Organization

Barbara Schilling

Director

Kansas City Kansas Community College

Area Technical School

2220 North 59th Street


(913) 627-4123

[email protected]

One-Stop Partner

Bill Thompson

Regional Director


552 State Avenue


(913) 281-3000

FAX (913) 342-9676

[email protected]

One-Stop Partner

Lori Trumbo

Dean, Continuing Education and

Community Services

Kansas City Kansas Community College

7250 State Avenue


(913) 288-7163

FAX (913) 596-9663

[email protected]

Local Education,

One-Stop Partner





Workforce Investment Board CEO Roster


Name

CEOB DIRECTORY

Representation

Nathan Barnes

County Commissioner

1 McDowell Plaza

701 N. Seventh Street


(913) 573-5040

FAX (913) 573-5050

Unified Government of

Kansas City, KS and

Wyandotte County

Joe Reardon

Mayor

1 McDowell Plaza

701 N. Seventh Street


(913) 573-5010

FAX (913)573-5050

Unified Government of

Kansas City, KS and

Wyandotte County

J.C. Tellefson

County Commissioner

County of Leavenworth

300 Walnut


913-684-0417

FAX (913) 680-2842

Leavenworth County

Government

Doug Wood

County Commissioner

CEOB CHAIR

Johnson County Courthouse

111 South Cherry, Suite 3300

Olathe, KS 66061

(913) 715-0435

FAX (913) 791-8913

Johnson County

Government

Youth Council Directory _________________________________________________________________________________________________________________

Member Terri Broadus Telephone (913)573-8158 FAX (913)573-8166

Business Wyandotte County Sheriff's Office Position/Title Juvenile Detention

Address 710 N. 7th Street Email [email protected]


Area(s) Represented by this Member [ ] LWIB Member who has special interest or expertise in youth policy

[X] Represents a service agency such as juvenile justice or local law enforcement

[ ] Parent of eligible youth seeking WIA assistance

[ ] Former participant and/or represents organization that has experience relating to youth activities

[ ] Represents a local Public Housing Authority

[ ] Represents Job Corps (if Job Corp Center is located in local area)

[ ] Other (determined appropriate by the Local Board Chair in cooperation with the CEO)

Comments _________________________________________________________________________________________________________________

Member Christine Fuhrman Telephone (913) 324-3811 FAX (913)780-3387

Business TLC Transitional Living Program Position/Title Director

Address 480 S Rogers Road Email [email protected]

Olathe, KS 66062


[ ] Represents a service agency such as juvenile justice or local law enforcement


[X] Former participant and/or represents organization that has experience relating to youth activities




Comments _________________________________________________________________________________________________________________

June 11, 2009 Page 1 of 6


Local Area 3 _________________________________________________________________________________________________________________

Member Tonya Everley Telephone (913)791-0593 FAX (913)791-0518

Business Kansas School for the Deaf Position/Title

Address 450 East Park Email [email protected]

Olathe, KS 66061








Comments _________________________________________________________________________________________________________________

Member Steve Goceljak Telephone (913)627-4381 FAX (913)627-4397

Business School Linked Services Position/Title

Address 4601 State Avenue, Ste. 38 Email [email protected]









Comments Local Education _________________________________________________________________________________________________________________


Local Area 3 _________________________________________________________________________________________________________________

Member Sheila K. Jones Telephone (913) 620-0996 FAX

Business Workforce Partnership Position/Title Summer Youth Program Coordinator

Address 552 State Ave Email [email protected]








[X] Other (determined appropriate by the Local Board Chair in cooperation with the CEO)

Comments _________________________________________________________________________________________________________________



Local Area 3

_________________________________________________________________________________________________________________

MemberMarya Schott Telephone (913)438-4764 FAX (913)492-0197

Business United Community Services (UCS) Position/Title

Address 12351 W 96th Terrace, Suite 200 Email [email protected]

Lenexa, KS 66215








Comments _________________________________________________________________________________________________________________


Local Area 3 _________________________________________________________________________________________________________________

Member Alana Titus (Chair) Telephone (913)722-0039 FAX

Business Intensive Family Services Position/Title Executive Director

Address 4850 Rosewood Drive Email [email protected]

Roeland Park, KS 66025








Comments _________________________________________________________________________________________________________________

Member Carla Shoenfeld Telephone (913) 279-2640 FAX (816)629-3829

Business Flint Hills Job Corps Position/Title Career Transition Specialist

Address 552 State Ave Email [email protected]


Area(s) Represented by this Member

[ ] LWIB Member who has special interest or expertise in youth policy





[X] Represents Job Corps (if Job Corp Center is located in local area)


Comments

_________________________________________________________________________________________________________________


Local Area 3 _________________________________________________________________________________________________________________

Member April Dohle Telephone (913)484-8449 FAX

Business Workforce Partnership Position/Title

Address 9221 Quivira Email [email protected]

Overland Park, KS 66215


[ ] LWIB Member who has special interest or expertise in youth policy







Comments

_________________________________________________________________________________________________________________

Member David Huston Telephone (913)441-6637 FAX (913)441-2677

Business Olson Manufacturing Position/Title President/CEO

Address 8310 Hedge Lane Terrace Email [email protected]

Shawnee, KS 66227


[X] LWIB Member who has special interest or expertise in youth policy







Comments

_________________________________________________________________________________________________________________


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